HomeMy WebLinkAboutResolution #4051 - agreement with canton fire fighers RESOLUTION NO 4051
A RESOLUTION APPROVING AN AGREEMENT BETWEEN THE CITY OF
CANTON AND CANTON FIRE FIGHTERS, LOCAL 1897, I.A.F.F., A.F.F.I., AFL/CIO
AND AUTHORIZING AND DIRECTING THE MAYOR AND CITY CLERK TO
EXECUTE SAID AGREEMENT ON BEHALF OF THE CITY OF CANTON,ILLINOIS
WHEREAS,the City of Canton entered into negotiations with the Canton Fire Fighters, Local
1897 relative to the establishment of wages, benefits and other conditions of employment; and
WHEREAS,the City Council of the City of Canton, Illinois has reviewed the terms of the
proposed agreement, a copy of which is attached hereto and incorporated herein, as Exhibit A;
and
WHEREAS,the City Council of the City of Canton, Illinois has determined that it is necessary
and in the best interest of the City to approve said agreement.
NOW THEREFORE, be it resolved by the City Council of the City of Canton, Fulton County,
Illinois, as follows:
1. That the agreement between the City of Canton and Canton Fire Fighters Local 1897, a
copy of which is attached hereto and incorporated herein as Exhibit A, is hereby
approved, said agreement to be subject to and effective pursuant to the terms and
conditions set forth therein.
2. That the Mayor and City Clerk of Canton, Illinois are hereby authorized and directed
to execute and deliver said agreement on behalf of the City of Canton.
3. That this Resolution shall be in full force and effect immediately upon its passage by
the City Council of the City of Canton, Fulton County, Illinois and approval by the
Mayor thereof.
PASSED by the City Council of the City of Canton, Fulton County, Illinois, at a regular meeting
this 18th day of March 2014, upon a roll call vote as follows:
AYES: Aldermen West, Putrich, Pickel, Justin Nelson, Ellis, Lovell
NAYS: None
ABSENT: Aldermen Jim Nelson, Jeremy Pasley
APPROVED:
"x� Jef rey Frit , ayor
ATTEST
/ ��
a Pavley- ock, Ci y Cler
CONTRACT
Between
THE CITY OF CANTON, ILLINOIS
And
CANTON FIRE FIGHTERS, LOCAL
1897
I.A.F.F., A.F.F.I., AFL/CIO
May 1, 2014
Through
April 30, 2017
TABLE OF CONTENTS
ARTICLE PAGE (S)
1. Purpose and Definition of Terms 2
2. Recognition 2
3. Hours of Work 3
4. Wages 3
5. Vacation 4
6. Holidays 5
7. Sick/Personal Days 5
8. Leave �
9. Special Pay Provisions �
10. Clothing Allowance 9
11. Commissioned Officers' Insurance 10
12. Retirement Insurance 11
13. Travel Allowance 12
14. Commissioned Officer Telephone Required 12
15. Duties of Firemen 12
16. Departmental Meetings 13
17. Settlement of Grievances 13
18. Check-Off System 15
19. Accrual and Forfeiture of Seniority 15
20. Layoffs 16
21. Education Expense 1�
22. Residency Requirement 16
23. General Provisions 1'7
24. Discipline 1 g
25. Health and Wellness 20
26. Promotional Testing 20
27. Fire Inspections 21
28. Shift staffing 22
Signature page 23
Appendix A 24
Appendix B 25
1
AGREEMENT# 2002
THIS AGREEMENT MADE AND ENTERED INTO BY THE CITY OF CANTON AND THE CITY OF
CANTON FIRE DEPARTMENT, LOCAL NO. 1897, 1NTERNATIONAL ASSOCIATION OF FIRE
FIGHTERS.
WITNESSETH
1. PURPOSE AND DEFINITION OF TERMS.
This agreement has as its purpose the promotion of harmonious relations between the City of Canton
and Local No. 1897; the establishment of an equitable and peaceful procedure for the resolution of
difference; and, the establishment of rates of pay, hours of work, and other conditions of employment.
1.1 DEFINITION OF TERMS.
For the purpose of clarification, various terms used in this contract are defined as follows:
1.2 "Commissioned Officer" shall mean an employee of the City's Fire Department who is appointed to the
department by City's Fire and Police Commission and who is subject to the said Commission's
disciplinary action.
13 " Civilian Employee" shall mean an employee of the City's Fire Department who is not appointed to the
department by the City's Fire and Police Commission and who is not subject to said Commission's
disciplinary action.
1.4 "Employee" shall mean a full-time employee of the City's Fire Department who is a member in good
standing of Local No. 1897, International Association of Fire Fighters.
1.5 "Employer" shall mean the City of Canton and may be referred to as City.
1.6 "Fiscal year" shall mean the fiscal year of the City of Canton, May 1 through Apri130.
1.7 "Hourly rate" shall mean the annual salary divided by 2080 hours.
1.8 "Probationary employee" shall mean any newly hired or rehired full-time employee of the Fire
Department who has been hired or rehired for less than twelve (12) consecutive calendar months.
19 "Union" shall mean the International Association of Fire Fighters, Local No. 1897.
2. RECOGNITION
2.1 Bargaining Agent.
The employer recognizes the International Association of Fire Fighters as the sole and exclusive
bargaining agent for the purpose of establishing salaries, wages, hours and other conditions of
employment for employees of the Fire Department, exclusive of Paid on Call or Temporary firefighters,
for the purpose of collective bargaining, and agrees to bargain in good faith on all these matters.
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2.2 Probation Period.
The employment of any employee of the Fire Department shall be followed by a twelve (12) month
probationary period. Such probationary period shall be considered a period of test or trial for the
commissioned officer's work and the employer, during which time, such commissioned officer may be
discharged by the employer without cause. Nothing herein shall be construed, as to commissioned
officers, to be other than in conformity with the Illinois Fire and Police Commission Act. Prior to
dismissal, Fire Chief shall notify probationer of reason for dismissal and meet to discuss said reasons.
This decision is not subject to the grievance procedure.
3. HOURS OF WORK
3.1 Hours of work
Employees covered by the terms of this agreement who work within the Fire Department shall be
assigned to a regular duty shift. The regular hours of duty shall be 24 consecutive hours on duty, staring
at 7:00 a.m. and ending the following 7:00 a.m. The on-duty tour of duty shall be immediately followed
by 48 consecutive hours off-duty. The employer agrees to comply with the Fair Labor Standards Act
[FLSA] and further agrees that all bargaining unit employees are eligible for FLSA overtime. For the
purpose of FLSA overtime, a work cycle or work period shall consist of 28 calendar days.
With respect to this Division 3, the employer reserves to itself the exclusive right to set regular hours of
duty, overtime, work shifts, work weeks, shift designations and all matters ancillary or relating thereto
as the employer's operational need or public safety may deem to require. Nevertheless, the employer
will use its best efforts to adhere to the regular hours of duty outlined in this Division 3, and to the
regular duty shift assignment made to each employee. Should the regular hours of duty or a shift
assignment be changed, affected employees will first be given 21 days notice without interrupting their
current FLSA cycle.
3.2 Kelly Days
Each Employee will be given four(4) Kelly Days per year. These days shall be scheduled
One (1)per Employee per Quarter(May, June, July/August, September, October/
November, December, January/ February, March, April).
4. WAGES
4.1 Salaries and Longevity.
A. Base Salary. Employees' base salary shall be in the amounts set forth in the salary schedule
specified in Appendix A attached hereto.
B. Longevity. Employees shall be entitled to receive additional longevity salary payments based
upon the service requirements specified in the longevity schedule specified in Appendix A
attached hereto. Employees will be moved from Step to Step upon accrual of the required years
of service unless the employee qualifies for and is placed in Step A or B. Employees who meet
the following requirements shall qualify for and be placed in Step A or B:
(1) Eligible employees are those who have accrued at least 20 years of service
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(2) Employees with the required years of service shall be entitled to longevity pay
beginning on their anniversary date of employment according to the longevity schedule in
Appendix A attached hereto. The schedule of longevity steps specified in Appendix A are
subject to readjustment by the Union by January lst of each calendar year provided that the
first one year longevity Step A shall be after 20 years of service but not after 25 years of
service and that the one year Step B shall be after 25 years of service but not after 30 years
of service. The Union shall provide notice of the longevity steps designated at "A" Step
and "B" Step to the Chief by January 1 S`of each year.
(3) Employees whose service time qualifies them for placement in Step A or B shall be
entitled to receive longevity salary in such longevity step for a maximum period of one (1)
year. After such period the employee shall revert back to the base salary schedule set forth
above (Appendix A) and shall be paid salary based on the step in the salary schedule
(Appendix A) corresponding to their service time.
4.2 Pay Period.
The salaries and wages of employees shall be paid bi-weekly on every other Friday, or the preceding
Thursday if Friday falls on a holiday. Payroll to include hours worked through the preceding Saturday.
5. VACATION
Each commissioned officer of the City shall accumulate vacation in accordance with the following
schedule:
For employees hired prior to May l, 1993, the following vacation schedule shall apply:
1 year but less than 3 years - 2 weeks vacation (not to exceed 6 working days)
3 years but less than 10 years - 3 weeks vacation
10 years but less than 15 years - 4 weeks vacation
15 years or over- 5 weeks vacation
For employees hired after May 1, 1993, the following vacation schedule shall apply:
1 year but less than 3 years - 2 weeks vacation (not to exceed 6 working days)
3 years but less than 10 years - 3 weeks vacation
10 years or over- 4 weeks vacation
Vacations will be scheduled to meet the operating requirements of the City subject to approval of the
Fire Chief. Vacation schedules shall be made available by the lst day of April, with preference given to
the commissioned officers with seniority until the 1 St day of May. On May 1 S`, scheduling will be on a
first come first served basis.
5.1 Accumulation of Vacation Time
Vacation time shall be used during the anniversary year of the employee during which a commissioned
officer becomes entitled thereto, unless the Fire Chief makes a written request during such anniversary
year for extension to the office of the Mayor who shall approve or disapprove the same. When
vacations cannot be granted during the anniversary year, pay in lieu thereof may be given if mutually
agreeable.
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5.2 Vacation Rights in Case of Layoff or Separation
Any employee who retires or separates from service of the Employer for reasons other than discharge,
prior to using vacation time due, shall be compensated in cash for the unused vacation accumulated at
the time of separation. Employees who are discharged from service shall not be paid any unused but
accumulated vacation time due.
6. HOLIDAYS
6.1 Days Designated
The following days are holidays with pay for all commissioned officers: New Year's Day (1 January),
Martin Luther King Jr's Birthday (3rd Monday in January), President's Day (3`d Monday in February),
Good Friday, Memorial Day (last Monday in May), Independence Day (4 July), Labor Day (ls` Monday
in Sept.), Veterans' Day (11 November), Thanksgiving Day (4th Thursday in Nov.), Christmas Day (25
December), Employee's Birthday.
6.2 Holiday Pay
Each commissioned officer shall receive and be paid holiday pay consisting of 5% of said officer's base
pay. This holiday pay shall be paid in one lump sum on the first pay in November. Holiday pay will be
paid prorata for those holidays that the employee is eligible for. An employee must work the shift
immediately preceding and immediately following the holiday in order to be eligible for holiday pay
unless excused by the Chief.
6.3 Holiday Falling on Vacation
If a holiday occurs during a vacation, commissioned officer will receive an extra day's vacation.
7. SICK/PERSONAL DAYS
7.1 Computation of Sick/Personal Days - Probationary.
Computation of sick/personal days for employees shall be computed with reference to the fiscal year of
the City. After sixty (60) days of service, a commissioned officer shall earn one-half (1/2) day of
personal leave to a maximum of five (5) personal days and one-half (1/2) day of sick leave for each
month worked during the current fiscal year. Personal days may only be used when requested and
approved by the Fire Chief.
7.2 Computation of Sick/Personal Days - Others.
All other commissioned officers shall begin each fiscal year eligible for ten(10)
work days of which five (5)may be used as personal days when requested and
approved by the Fire Chief and five (5) may be used as sick days.
7.3 Illness of Commissioned Officer or Immediate Family Member
Use of sick leave shall only be used for off duty injury, illness, or exposure to contagious disease.
Commissioned officers shall be governed by the following requirements in order to be eligible for pay
during such sick leave. Immediate family members shall consist of spouse, children, and stepchildren in
the employee's household. Employee Commissioned officers must:
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a) Report promptly in ascending orders the reason for absence to the on-duty shift commander or Fire
Chief.
b) Keep the Fire Chief informed of commissioned officer's condition if the absence is more than three
(3) consecutive day's duration.
7.4 Pay in Lieu of Personal Days
Should a commissioned officer not use all or any of the five (5) personal days the commissioned officer
will not be paid in lieu of the remaining days.
7.5 Accrual of Personal Days
Personal days shall not survive beyond the fiscal year of accrual. Personal days remaining at the
conclusion of the fiscal year of accrual shall be forfeited without carry over.
7.6 Accrual of Sick Days
Should any or all of the five (5) sick days not be used by the commissioned officer during the fiscal
year, all unused days shall be accrued. Commissioned officer may accrue up to a total of ninety (90)
days. Payment for such accumulation of not more than sixty (60) days shall be made upon termination
of employment, except in cases of discharge for disciplinary reasons. Each day shall be valued at 1/5 of
the then current weekly salary.
7.7 Call-In for Emergency Duty
In the event that a commissioned officer is called for emergency duty on a personal day, the
commissioned officer shall be paid for such emergency duty at a straight time rate with a minimum of
four(4) hours.
7.8 Call-In for Non Emergency Duty
In the event that a commissioned officer is called in for non-emergency duty on a personal day, the
commissioned officer shall be paid for such non-emergency duty at a straight time rate with a minimum
of two (2)hours.
7.9 Trading Time
Any employee, who wishes to trade time, may do so with prior notification of his/her shift commander.
Trading time shall be arranged so as not to interfere with the normal operation of the Fire Department,
and with the approval of the Fire Chief which shall not be unreasonably denied. The City shall not be
responsible for keeping track of time traded, nor shall time traded affect FLSA overtime.
8. LEAVE
8.1 Disability Leave
If a commissioned officer becomes sick or injured off the job and is temporarily disabled from
performing his/her duty, the commissioned officer shall be eligible to receive disability benefits under
the City's Loss of Time Insurance Policy.
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8.2 Job Related Disability
Any commissioned officer, injured while performing assigned tasks, shall be eligible for injury leave in
compliance with applicable State Statutes. The commissioned officer shall be responsible for causing
periodic reports to be submitted by the attending physician to the City Clerk and Fire Chief, on forms
prescribed as may be required. Any expense incurred, in supplying these reports, will be born by the
City.
8.3 Military Leave
Commissioned officers shall be granted such leave in accordance with the provisions of 65 ILCS
Section 5/10-2.1-23 and Section 5/10 2.1-24.
8.4 Bereavement
Each commissioned officer shall be granted on (1) wark shift of bereavement leave when a death occurs
in the commissioned officer's immediate family. (Immediate family shall include: spouse, children,
mother, father, brother, sister, mother-in-law, father-in-law, stepbrothers, stepsisters, stepchildren,
brother-in-law, sister-in-law, and grandparents). An additional one (1) work shift may be granted when
reasonable justification is provided to the Fire Chief. Bereavement leave shall be with pay for any
regular scheduled workdays.
8.5 Miscellaneous Leave Policies
The Fire Chief has the authority to approve other leaves-of-absence without pay. Such leaves-of-
absence shall be requested by the employee, approved by the Fire Chief, and reported to the office of the
Mayor. Other leaves-of-absence with pay shall be authorized by the Mayor upon recommendation of
the Fire Chief. Action by the Mayor may be secured upon submission of an approved request from the
Fire Chief. No commissioned officer may be absent without permission of the Fire Chief.
8.6 Family Medical Leave Act.
The employer agrees to comply with the terms and conditions of the Family Medical Leave Act and the
leave requirements contained therein.
9. SPECIAL PAY PROVISIONS
9.1 Overtime
Except as otherwise provided, work performed by a commissioned officer, which continues beyond the
commissioned officer's regular work shift, shall be paid in conformity with the Fair Labor Standards Act
(FLSA).
9.2 Emergency Call-In
Commissioned officers, when called in for emergency duty shall be paid at time and one-half for actual
hours worked with a minimum of four(4)hours.
9.3 Non Emergency Call-In
Commissioned officers, when called in for non-emergency duty shall be paid at time and one-half for
actual hours worked with a minimum of two (2) hours.
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9.4 Shift Coverage
Commissioned officers, when called in to provide shift coverage outside of their regular shift shall be
paid at the rate of time and one-half for all such hours worked.
9.5 Vacation Call-in
Commissioned officers called in while on vacation shall be paid at the rate of double time for all hours
worked with a minimum of four(4) hours.
9.6 Temporary Additional Duties Pay
When a commissioned officer is assigned to temporary additional duties greater than the permanent rank
of the commissioned officer for half(1/2) shift (12 hours), said commissioned officer shall be granted
temporary additional duty pay of twenty dollars ($20.00) per half(1/2) shift during the period of such
assignment.
When a commissioned officer is assigned to temporary additional duties greater than the permanent rank
of the commissioned officer for 1 shift (24 hours), said commissioned officer shall be granted temporary
additional duty pay of forty dollars ($40.00)per shift (1) during the period of such assignment. In the
case of a Fire Fighter assuming the duties of a Lieutenant, it will be the senior Fire Fighter on duty
whose name appears on the current roster of eligible candidates for promotion to the rank of Lieutenant.
Assignments shall be made to provide proper management coverage. In the event that no firefighter on
duty is on the promotional list, the most senior firefighter of that shift shall do the temporary additional
duties.
When an Assistant Chief is assigned duties as Acting Fire Chief, he shall be paid temporary additional
duties pay of fifty dollars ($50.00)per day.
9.7 Compensatory Time Off
Compensatory time off may be given when a commissioned officer has agreed to work in excess of the
commissioned officer's regular shift for compensatory time. Compensatory time off shall be calculated
at the rate of one and one-half (1-'/2) times the hours actually worked and may be accrued up to two
hundred eighty-eight (288) hours. The commissioned officer may use these hours under the same rules
that govern personal days. Should the commissioned officer not use his accrued hours by the end of the
fiscal year of accrual, and then the same shall be paid in lump sum to the commissioned officer at the
end of the fiscal year.
9.8 Overtime Rotation
Overtime work shall be rotated among all commissioned officers within the Department so far as is
practical. An overtime list shall be posted and maintained up to date by the Fire Chief in each fire
house. In the event no commissioned officer will take said overtime, any commissioned officer can be
forced in to fill the vacancy. This shall be done by going to the least senior commissioned officer
eligible to serve in the rank to be filled first.
9.9 Shift Commander
There shall, at all times, be a shift commander on duty who holds the rank of Assistant Fire Chief or
Lieutenant.
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9.10 Training
Any commissioned officer directed to attend a training school shall be paid for the time incident thereto
in accordance with the Fair Labor Standards Act.
10. CLOTHING ALLOWANCE
10.1 Annual Payment
All commissioned officers shall be paid an annual clothing allowance of$650.00 effective May l, 2014,
for regulation Firemen's clothing as approved by the City Council. The payment of this amount shall be
made on the first payday in May.
10.2 Probationary Payment
A probationary employee shall be paid the clothing allowance at the time of his employment.
10.3 Probationary Commissioned Officer-Reimbursement-Termination.
In the event of the termination of a probationary commissioned officer, for any reason whatsoever, such
commissioned officer shall reimburse to the employer for clothing allowance paid as follows: one-half
shall be retained by the commissioned officer. The remaining one-half shall be reimbursed to the
employer in that percentage amount which the remainder of the probationary year existing at the time of
termination bears to the full twelve (12) month probationary period.
10.4 Non- Probationary Employee-Reimbursement-Termination
In the event of the termination for any reason, except retirement, of a non-probationary commissioned
officer, such commissioned officer shall reimburse the employer on account of clothing allowance paid
as follows: Such commissioned officer shall reimburse the employer clothing allowance paid in the
current fiscal year in that percentage amount which the remainder of such fiscal year existing at the time
of termination bears to the whole of such fiscal year.
10.5 Reimbursement Deduction
In every instance, the reimbursement herein above due shall be deducted from such money amounts,
which may be yet due and payable from and, by the employer.
10.6 Equipment Furnished
The City sha11 furnish all commissioned officers with the following, but not limited to, helmet,
protective coat with liner, boots, protective bunker pants, bunker boots, gloves, badges, patches, and any
other items required by the Fire Chief. The City further agrees that the above equipment shall be in
good and safe condition as determined by the Fire Chief and City shall be responsible for necessary
replacement.
10.7 Voluntary Employee Separation Reimbursement
In the event a commissioned officer hired after May 1 St, 2014 voluntarily leaves employment with the
City of Canton during his probationary period, he shall be responsible to reimburse the City for any
personalized fire gear purchased for the employee by the city, tuition costs of the firefighter academy
and tuition costs of any other specialty training.
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11. COMMISSIONED OFFICERS' INSURANCE
11.1 Payment
The employee shall pay 3% of said employee's base pay (excluding holiday pay, longevity, and rank
pay), to be deducted from pay in 52 weekly equal payments. The employer shall pay the balance of the
entire total premium including the cost of dental coverage.
Effective May 1, 2009, the employee shall pay 20% of the applicable healthcare premium including the
cost of dental coverage, to be deducted from pay in 52 weekly equal payments. The employer shall pay
the balance of all total insurance premiums including the cost of dental coverage.
Notwithstanding the foregoing effective May 1, 2009 employees receiving longevity in Steps A or B as
provided in Article 4.1.B and Appendix A shall pay from their salary the following additional amounts
toward the cost of health insurance:
1) Step A- $500.00 per month
2) Step B- $600.00 per month
11.2 Coverage
The amount of the insurance coverage shall be at least as much as the coverage in force at the signing of
this Agreement. Term life insurance for a dependent child over six (6) months of age shall be
$10,000.00. Disability pay shall be two-thirds (2/3) of the commissioned Officer's normal pay check,
but shall not in any instance exceed a weekly disability payment of$750.00, whichever is less. Should
the City decide that a change in insurance companies is beneficial the proposed new coverage shall be
submitted to the Union for its information and review. The Maxi Plan coverage will be dropped as of
May l, 2008. However, anyone already receiving those benefits shall continue to receive them.
11.3 Commissioned Officer Deductible
Prior to payment of claims by or on behalf of the employer in any given calendar year for any given
commissioned officer (to include payments for commissioned officers' dependents) that commissioned
officer shall first be required to pay the first $500.00 aggregate amount of any such claim(s) for a
commissioned officer without dependents; or, $1,000 aggregate for a commissioned officer with
dependents.
11.4 Insurance Committee
A joint Health Insurance Committee shall be formed and be comprised of the following persons who
accept invitations to participate:
l. A Representative of I.A.F.F, Local 1897
2. A Representative of A.F.S.C.M.E. local 1372
3. A Representative of the Policemen's Benevolent,
and Protective Association, Unit 52
4. A Representative of Non-Represented Employees
5. A Representative of Management
6. A Representative of City Council
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This committee shall be empowered to research and analyze the existing coverage and benefits, as well
as, available plans to recommend possible changes to and/or additions to the existing plan. The
committee shall only make recommendations to modify the existing plan with a 2/3-majority vote of the
committee. No recommended change shall substantially change the benefit levels and coverage of the
existing plan. Also this committee will be empowered to hear complaints on insurance payments. The
City shall have the final authority on any recommended changes or appeals on payments.
12. RETIRMENT INSURANCE
12.1 Life Insurance and Retirement Insurance
The amount of Life Insurance shall be $20,000.00 prior to age 65 or retirement, at which time it shall be
reduced to $10,000.00. Provided, however, that if the amount of Life Insurance provided to any other
City employees or retirees of any other department is increased above $20,000.00 and $10,000.00
respectively, during the term of this Agreement, employees covered by this Agreement or retirees, as the
case may be, shall receive Life Insurance coverage at least equivalent to that provided by the City to any
other City employee or retiree.
The insurance coverage for retired employees shall consist of the overall group plan of Hospital, Health,
Dental and Life insurance coverage offered to employees of the City. The insurance coverage may
change through bargaining from time to time as it changes for the entire group and the City reserves the
right to change coverages or premium co-pays through bargaining for the entire group without
discrimination between its employee participants and its retiree participants. Continuation for the
retiree's spouse will be in accordance with the terms and conditions of the policy provisions as they may
exist from time to time for the termination of the "retirement or disability period" and continued
coverage is conditioned upon the retiree's obligation to pay the monthly premium directly to the
municipality in accordance with the premium payments determined by the City. Notice of continued
coverage and election of continued coverage shall be in accordance with 215 ILCS 5/367(� as it exists
or is amended from time to time.
12.2 Retired Employees - Before May l, 1993
For employees who have retired before May 1, 1993 and who have twenty (20) years of service and who
have reached fifty (50) years of age, or who have twenty-five (25) years of service regardless of age, the
employer shall pay the full amount of the applicable insurance premium. Premium payment shall be for
the retiree, retiree's spouse, and dependent children. Retired commissioned officers who become
reemployed where insurance coverage is provided by the new employee shall be excluded from this
provision. Upon attaining his age of sixty-five (65) years, or such other age as Congress may
subsequently determine, this coverage shall terminate and the retired commissioned officer shall make
application to Medicare or to its successor program. The retired employee shall have the option of
purchasing Medicare supplement insurance at his expense through the City's group insurance carrier, if
available.
12.3 Retired Employees.
Employees, who retire after May 1, 1993 and before May 1, 2009, regardless of age, shall pay a
premium equal to 3% of their pension. Employees who retire after May 1, 2009 shall pay the same
premium paid by other active employees of the City for single and dependent coverage. Payments shall
be paid in twelve (12) equal monthly payments. Premium payments shall be for the retiree, retirees'
spouse, and dependent children. Retired employees who become reemployed where insurance coverage
is provided by the new employer shall be excluded from this provision. Upon attaining his eligible age
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of sixty-five (65) years for Medicare or such other age as Congress may subsequently determine, this
coverage shall terminate and the retired employee shall make application to Medicare or to its successor
program. The retired employee shall have the option of purchasing Medicare supplement insurance at
his expense through the City's group insurance carrier, if available. Any increase in contribution
provided for under Article 11.1 above the 3.0% of employee's base pay shall not go into effect until and
unless the increased contribution rate is made applicable to all City personnel (i.e., bargaining unit, non-
bargaining unit). The City will make it effective for elected Officials as of May 1, 2013.
12.4 Disabled Employee and Spouse and Dependents of Deceased Employee.
Except as provided under the Public Safety Employee Benefits Act, employees who are hired after May
l, 2009, and are otherwise disabled as that term is defined under 40 ILCSS/4-112 shall be entitled only
to the continuation of benefit coverage provided under 215 ILCS 5/367(� as it exists or is amended from
time to time. Employees hired after May 1, 2009 and retiring after May 1, 2009 or who are disabled off-
duty after May 1, 2009 shall be responsible for 75% of the premium payment for both single and family
coverage
13 TRAVEL ALLOWANCE
When a commissioned officer is authorized or required to drive a personal car for purposes related to
employment, the employee shall be compensated therefore at the_current allowable Internal Revenue
Service rate for each mile necessarily traveled.
14 COMMISSIONED OFFICER TELEPHONE REQUIRED
Commissioned officer shall be required to have either a telephone in their residence or a cellular phone,
and shall keep the Fire Chief advised, in writing, of such phone number and of any changes thereto. In
the event a commissioned officer has only a cellular phone, such service shall be through an agreement
with an established, reputable and reliable cellular phone service provider. It is recognized that "Trac
Phones" or "pay as you go" cellular phone plans are not acceptable as an established, reputable and
reliable cellular phone service. Commissioned officers shall also be provided a pager, which the parties
agree all commissioned officers now have. The employer also requests that the pager be worn anytime
said officer is outside his/her residence. The employer will page an employee for non-emergency
overtime, allowing said employee five minutes to contact the Fire Department before moving to the next
person, except when the employee on the top of the overtime list is already in the station. This
procedure will start when it is known the overtime is needed, or as soon as practical. Both parties agree
that the employee is free to promulgate required emergency response rules and regulations effective for
all employees of the Department.
15 DUTIES OF FIREMEN
The duties of all commissioned officers shall be in accordance with state statute, City ordinances and
resolutions,job descriptions or local custom, as the same may be promulgated from time to time.
15.1 Assistant Chiefs
Having unique management responsibilities, Assistant Chiefs may be assigned to a work schedule
different than those established for other members.
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16 DEPARTMENTAL MEETINGS
Routine departmental meetings of all commissioned officers may be called for the purpose of receiving
and disseminating necessary information.
16.1 Meetings
No provision of this Section shall be construed to prohibit the calling of a meeting as may be necessary.
Time spent in such meetings shall be considered hours worked, with a one (1) hour minimum, if the
commissioned officer is not on duty. The Fire Chief shall notify any or all commissioned officers of the
meeting at least one (1) week in advance, unless there is an emergency.
17 SETTLEMENT OF GRIEVANCES
17.1 Definition
A grievance is defined as a difference, complaint or dispute between the employer and the union or any
employee regarding the application, meaning of this Agreement or conditions of employment.
17.2 Grievances may be processed by the union on behalf of any employee or on behalf of a group of
employees or itself setting forth name (s) or group (s) of the employee (s). Either party may have the
grievant (s) or one grievant representing group grievant present at any step of the grievance procedure,
and the employee is entitled to union representation at each and every step of the grievance procedure.
The resolution of a grievance filed on behalf of a group of employees shall be made applicable to the
appropriate employees within that group.
17.3 Grievant (s) Responsibility
Although it is understood that grievant (s) are entitled to union representation and/or one grievant may
represent the alleged aggrieved parties; the grievant (s) are still mandated to be present at all
meetings/discussions held between all parties. They may be excused from attendance if just cause is
proven with agreement by both parties.
17.4 Union Responsibility
It will be the responsibility of the representatives of I.A.F.F. Local 1897 to screen all requests for
grievance to determine legitimate cause.
17.5 Preliminary Oral Discussion
An attempt to resolve a grievance through oral discussion shall take place with the shift commander and
Fire Chief. All grievances must be presented no later than ten (10) calendar days from the date the
grievant knew or should have known of the occurrence-giving rise to the grievance.
17.6 Grievance Steps
Grievances shall be referred to the Fire Chief, in writing, within ten (10) calendar days of the date on
which the commissioned officer knew or should have known of the event giving rise to the grievance.
The Fire Chief shall respond in writing to each such grievance within seven (7) calendar days following
receipt of the written grievance. If the grievance thereafter subsists, it shall be referred in writing to the
standing Committee on Grievance, Negotiations and Personnel within seven (7) calendar days after the
response by the Fire Chief is made. The Committee shall thereafter meet with the aggrieved fireman
and his representative, if any, within fourteen (14) calendar days of submission of the written grievance
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to the Committee. Following such meeting, the Committee shall make its written answer within
fourteen (14) calendar days following such meeting. However, by mutual consent, this latter (14) days
period may be extended by an instrument in writing signed both by the aggrieved fireman or his
representative and by the Chairman of the Committee or by the Chairman pro tem. If the grievance yet
remains, it shall, within seven (7) calendar days of the committee's written answer, be submitted to the
Mayor in writing, The Mayor shall make written answer within seven (7) calendar days of receipt of the
written grievance. In addition, health and safety measures are grievable items or cases under the
grievance procedure.
17.7 Arbitration
If, after the foregoing grievance process has been fully completed, the grievance yet subsists, either
party may invoke binding arbitration within seven (7) calendar days of the Mayor's written answer by
giving written notice of referral to the other party.
17.8 Authority of the Arbitrator
The authority of the arbitrator is specifically limited to the interpretation of the terms of this Agreement.
The arbitrator shall consider and decide only the specific issue submitted to him in writing by the City
and the Union, and shall have no authority to make a decision on any other issue not so submitted. The
arbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract from the provisions of
this Agreement. This section relating to binding grievance arbitration shall not be interpreted to in any
way constitute a delegation of any power or jurisdiction from the Police and Fire Commission to the
arbitration process.
17.9 Time Limits
If a grievance is not appealed within the time limits for appeal set forth above, it shall be deemed settled
on the basis of the last answer of the City, provided that the parties may agree to extend any time limits.
If the City fails to provide an answer within the time limits so provided, Local 1897 may immediately
appeal to the next step.
17.10 Discussion and Investigation
All grievance discussions and investigations shall take place in a manner, which avoids unreasonable
interference with the employee's assigned duties and the City operations.
Employee Committee members and Local 189Ts legal counsel may examine records and employer files
relevant to the investigation of a grievance upon receiving permission from the Fire Chief or his
designee. The Chief may refer the request to the Mayor. Neither the Chief nor the Mayor shall
unreasonably withhold the permission.
17.11 Selection of Arbitrator
The arbitration proceeding shall be conducted by an arbitrator to be selected by the employer and the
union within 7 business days after notice has been given. If the parties fail to agree to the selection of an
arbitrator, the Federal Mediation and Conciliation Service (FMCS) shall be requested by either or both
parties to submit simultaneously to both parties an identical list of 7 names of persons from their
grievance arbitration panel, who are residents of Illinois, and members of the National Academy of
Arbitrators. The employer and the union shall each have one opportunity to request the submission of a
different grievance arbitration panel meeting the same requirements. Once a panel has been accepted,
each party shall have the right to strike 3 names from the list. A toss of a coin shall determine which
14
party will first strike one (1) name; the other party shall then strike one (1) name. The process will be
repeated twice more and the remaining named person shall be the arbitrator. FMCS shall be notified by
the parties of the name of the selected arbitrator, who shall be notified by the FMCS of his/her selection
and request the scheduling of a mutually agreeable date for the commencement of the arbitration
hearing(s).
17.12 Court Reporter; Costs of Arbitration
A qualified court reporter shall be present at all arbitration hearings and shall make a full and complete
record thereof. The parties to the arbitration hearing shall equally share the costs of such court reporter.
Any party requesting a transcript of the hearing shall bear the cost thereof except that if both parties
request a transcript, they shall equally share the total cost thereof.
17.13 Effect of Arbitration
Subject to the appeal procedure set forth by the Uniform Arbitration Act, the decision of the arbitrator
shall be final and binding
18 CHECK- OFF SYSTEM
Union dues or fair share payment shall be deducted from a commissioned officer's paycheck upon
receiving written authorization from the commissioned officer and shall be paid to the treasurer of the
Local union each month.
19 ACCRUAL AND FORFEITURE OF SENIORITY
All commissioned officers shall be given seniority beginning with the date of employment with the
department. Months of layoff do not count towards seniority. Temporary full-time commissioned
officers shall be allowed credit for seniority for continuous past month's service, if hired on a permanent
basis without a lapse in employment. Seniority shall be forfeited for any of the following reasons:
1. Commissioned officer resigns
2. Commissioned officer is discharged for just cause. No holiday, vacation, personal days, or other
paid time off shall accrue while on an unpaid leave of absence, unless otherwise provided for by
law.
20 LAYOFFS
20.1 Notice to be given
Any commissioned officer may be laid off by applicable statutes without reflection on the commissioned
officer's standing for lack of work or funds. At least two (2) weeks notice of the effective date of a
layoff shall be given each commissioned officer affected thereby.
20.2 Order to be Followed When Laying Off
Commissioned officers shall be laid off in conformity with the Illinois Fire and Police Commission Act
(65 ILCS 5/10-2.1-1). Layoffs to accomplish a reduction in the department rank structure shall be by
seniority in the rank to the next lower rank. Layoffs to reduce the size of the department shall be by
overall seniority in the department. Or, a combination of the foregoing may be utilized, as, for example,
in a reduction of both department size and rank structure.
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Civilian employees of greater overall seniority may be laid off before less senior commissioned officers
are laid off.
20.3 Order to be Followed in Call-Back
Recall of commissioned officers shall be in conformity with the requirements of the Fire and Police
Commission Act (65 ILCS 5/10-2.1-1), that is to say, by inverse order of layoff.
Commissioned officer laid off at a later date may be recalled before civilian employees laid off at an
earlier date.
21 EDUCATION EXPENSE
The City shall reimburse the commissioned officer for tuition and books required for attending any job
related course or for attending any course required for a job related degree, in the amount not reimbursed
by other agencies, providing such was approved in advance by the Fire Chief. The City shall pay any
fees associated with, but not limited to, certifications, re-certifications, licenses and/or license renewal.
The above reimbursement would be contingent upon the successful completion of such course.
22 RESIDENCY REQUIREMENT
Any employee shall become a resident of the City of Canton, or reside within a ten-mile (10) radius of
the City Limits within 90 days after the expiration of such employee's probationary period, if the
employee is to continue employment with the City.
23 GENERAL PROVISIONS
23.1 All benefits except insurance changes by the insurance committee will remain in full force and effect far
the term of this agreement.
23.2 Nothing in this agreement shall be construed to negate the status of the employer as a municipal
employer and any provisions hereof which, by interpretation or otherwise, would abridge or restrict the
power and authority conferred by law on the employer as a municipal employer shall be void and of no
effect.
23.3 No Strike or Lock-Out
The employer agrees that there shall be no lock-out during the term of this agreement. The union agrees
that there will be no strike by itself and that it will not authorize or encourage any strike by any
employees during the term of this agreement.
23.4 Firefighters shall not be utilized as strikebreakers, nor be utilized to perform work normally performed
by other skilled trade/labor unions.
23.5 Titles or Headings
Any titles or headings in this agreement are inserted solely for the convenience of reference and shall
not be deemed to limit or affect the meaning, construction or effect of any provision of this agreement.
23.6 Totality
The employer and union acknowledges that during the negotiations which resulted in this agreement,
both parties had the unlimited opportunity to present all demands and proposals and that this agreement
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shall constitute the entire agreement between the parties for its duration, unless mutually agreed upon by
both parties.
23.7 Conflict with Existing Policies or Regulations
If there is a conflict between an existing City policy or regulation and an expressed term or provision of
this agreement, the term or provision of this agreement shall apply.
23.8 Management's Rights
The employer shall retain its inherent management rights, which shall include such areas of discretion or
policy as the function of the employer, the standards of services, its overall budget, the organization
structure and selection of new employees, examination techniques and direction of employees, and the
total number of employees employed. Furthermore, except as otherwise provided elsewhere in the terms
of this agreement, the employer shall retain the right to promote, suspend, discipline or discharge
employees with just cause, to lay off or relieve employees from duty; to make, publish and enforce
reasonable rules and regulations; and to introduce new or improved methods, equipment or facilities,
provided that no right enumerated in this agreement shall be exercised or enfarced in a manner contrary
to the provisions of this agreement.
23.9 Termination
This agreement shall be effective as of the First (1 S`) day of May 2014, and shall remain in full force and
affect through the 30`h day of April 2017. It shall automatically be renewed unless either party notifies
the other in writing, no less than one hundred twenty (120) calendar days prior to the anniversary date
that it desires to modify this agreement. In the event that such notice is given, negotiations shall begin
no later than thirty (30) calendar days after the notice is delivered. In the event an agreement cannot be
reached, the dispute will be resolved in accordance with Section 14 of IPLRA, except for selecting
neutral arbitrator which will be done following the procedure set forth in Article 17.11 of this
agreement.
23.l 0 Contingency
This agreement is not an appropriation, but it is recognized by both parties that any and all monetary
considerations in this agreement shall become part of the appropriation ordinance and budget adopted by
the City Council.
23.11 Effective Date of this Agreement
All provisions and benefits of this agreement shall be effective as of May 1, 2014.
24 DISCIPLINE
24.1 Disciplinary Actions
Disciplinary actions instituted by the Employer shall be for just cause.
The Employer agrees with the tenets of progressive and corrective discipline, whereby discipline shall
be designed to improve behavior and not merely to punish. Where the Employer believes just cause
exists to institute disciplinary action it shall have the option to access any of the following penalties, as it
deems appropriate and based upon the circumstances:
1. Oral Reprimand
2. Written Reprimand
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3. Suspension
4. Discharge
The Employee may file a written reply to any reprimand. Except for oral reprimands, a grievance may
be filed as to disciplinary actions instituted against an employee. Disputes as to such actions shall
proceed in accordance with the procedure set forth in Article 17 of this Agreement except that
disciplinary grievances involving written reprimands may be processed through the grievance procedure
through and including Step 3, but shall not be subject to arbitration. However, if the Employer seeks to
use a written reprimand for the imposition of more severe discipline, and the written reprimand was
originally grieved through and including Step 3, the merits of the written reprimand may be raised by the
employee in arbitration.
24.2 Notice and Investigation
A copy of all disciplinary notices shall be provided to the Union.
The imposition of discipline will be performed in a reasonable and timely manner and where possible
shall be done in private in order to prevent the employee from being unduly embarrassed.
24.3 Discipline by the Fire Chief
If the discipline is within the authority of the Fire Chief(suspensions of not more than five (5)
consecutive calendar days), the following steps will apply:
1. The Fire Chief shall serve a written notice of the charges and punishment upon
the employee involved and submit a copy to the Union.
2. Upon receipt of the notice, the employee may elect to appeal the disciplinary
action(excluding oral reprimands) either to the Board of Fire and Police
Commissioners of the City or, subject to approval of the Union, through the
grievance/arbitration procedure of this Agreement. Selection by the employee of
one process shall constitute a waiver of the other. The election of whether to
appeal the discipline to the Board of Fire and Police Commissioners or through
the grievance/arbitration procedure shall be done within ten (10) calendar days
from service of the Chief's notice in paragraph one above.
A. Board of Fire and Police Commissioners
If the employee notifies the Fire Chief in writing of a desire to have the charges heard before the Board
of Fire and Police Commissioners, the Fire Chief shall within ten (10) calendar days so notify the
Secretary of the Board of Fire and Police Commissioners. The time period may be extended by mutual
agreement of both parties.
B. Grievance/Arbitration Option
The Union may file a grievance on disciplinary action(excluding oral reprimands) against an employee.
The grievance shall be filed within the timeline specified in Step 1 of the grievance procedure in Article
17 of this Agreement.
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If the Union decides not to file a grievance the employee may appeal the discipline to the Board of Fire
and Police Commissioners and shall have no other option to use the grievance/arbitration procedure for
that discipline.
If the Union decides to file a grievance, the Union may submit it to arbitration in accordance with
Article 17 of this Agreement, except for written reprimands as previously stated. If the discipline is
sustained by an arbitrator's decision, neither the Union nor the employee shall have any further right to
contest such charges and penalty before the Board of Fire and Police Commissioners.
24.4 Suspensions Over Five (5) Days and Discharge
If the Discipline proposed is beyond the authority of the Fire chief and within the authority of the Board
of Fire and Police Commissioners, the following steps apply:
1. The City shall serve written notice of the charges and proposed punishment upon the employee
involved and also submit a copy to the Union.
2. Upon receipt of the notice the employee may elect to have the proposed disciplinary action heard
by either, The Board of Fire and Police Commissioners or, subject to the approval of the Union,
through the grievance/arbitration procedure of this Agreement. Selection by the employee of one
process shall constitute a waiver of the other. The election of whether to appeal the discipline to
the Board of Fire and Police Commissioners or through the grievance/arbitration procedure shall
be made within ten(10) calendar days from service of the notice in paragraph one above.
A. Board of Fire and Police Commissioners Option
If the employee notifies the Fire Chief in writing of a desire to have the charges heard
before the Board of Fire and Police Commissioners, the Fire Chief shall, within ten(10)
calendar days, so notify the Secretary of the Board of Fire and Police Commissioners.
The Fire Chief may proceed with the proposed disciplinary action and the employee may
contest the charges before the Board of Fire and Police commissioners subject to the
employee's right to appeal the hearing described therein. The City shall not file any
formal charges with the Board of Fire and Police Commissioners before the employee
has had an opportunity to exercise his/her election of remedies within ten(10) calendar
days. The timeline may be extended by mutual agreement of both parties.
B. Grievance/Arbitration Option
The Union may file a grievance to a proposed disciplinary action against an employee.
The grievance shall be filed within the timeline specified in Step 1 of the grievance
procedure in Article 17 of this Agreement.
If the Union decides not to file a grievance, or the Fire Chief fails to receive
election of the Union to do so within ten (10) day period, provided for above, the
Fire Chief may proceed with the charges in a hearing before the Board of Fire and
Police Commissioners.
If the Union decides to file a grievance, the grievance shall be arbitrated in the
same as provided in Article 17 of this Agreement. Pending arbitration of the
grievance, the Fire Chief immediately implement the penalty and neither the
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Union nor the employee shall have any further rights to contest such charges and
penalty before the Board of Fire and Police Commissioners.
25. HEALTH & WELLNESS
25.1 The City of Canton and Fire Fighters Local 1897 agree to maintain the terms of the current Fire
Service Joint Labor management Wellness/Fitness Initiative.
25.2 Both parties acknowledge that a Drug and Alcohol testing policy was adopted by Resolution and
continues in effect for the term of this contract. It is further understood that a medications notification
policy will be implemented within the Canton Fire Department.
26. PROMOTIONAL TESTING
l. The final Promotional Examination score for promotions within the Fire Department shall be
determined as follows:
Component %of Total Score/Max. Points
Seniority 16%/ 16 points
Ascertained Merit 24%/20 points
Subjective Evaluation(Oral Interview) 15%/ 14 points
Written Examination 45%/ 50 points
2. Seniority is to be determined as of the date the written examination is given and will be calculated as
follows: 1) 1/2 point per year for each full year of service as a full-time fire fighter with the Canton Fire
Department up to a ma�cimum of eight (8) points; and, 2) 1/2 point per year for each full year served in
the candidates current rank up to a maximum of eight(8)points.
3. Candidates for promotion shall be awarded points for ascertained merit based upon the schedule
attached as Exhibit A hereto. A candidate must submit his or her claim for ascertained merit, with proof
thereof, to the board three (3) weeks prior to the date set for the written examination.
4. The oral interview shall be competitive and consist of questions related to and associated with the
performance of duties for the position sought.
5. The points to be awarded each candidate for promotion for seniority, ascertained merit and resulting
from the oral interview will be posted at least two (2) weeks prior to the conduct of the written
examination.
6. The written examination shall be competitive, shall consist of questions derived from the reading
materials assigned and from the Department's current policies and procedures. The questions shall be
related to and associated with the performance of the duties for the position sought. The Department
shall provide one copy of all reading material assigned far the written test.
7. A Candidate's total score shall consist of the combined point totals awarded for seniority, ascertained
merit, oral examination, written examination plus veteran's preference points. Candidates shall take
rank upon a promotional eligibility register in the order of their relative excellence as determined by
their total score. In the event of a tie score, the placement of the tied candidates' names on the eligibility
list shall be determined by seniority. A candidate who fails to achieve a minimum total score of 60 will
not be placed upon the final promotional eligibility list. All promotions shall be made in rank order,
from top to bottom, unless the top candidate has demonstrated substantial shortcomings in work
20
performance or has engaged in misconduct affecting his or her ability to perform the duties of the
promotional rank.
8. While candidates may test and be placed upon a final promotional eligibility list without the
following prerequisites, a candidate for promotion to the position of Fire Lieutenant, at the time a
vacancy occurs, must have served as a fire fighter with the Canton Fire Department for a period of three
(3) years and attained certification as a Fire Fighter III. A candidate for the position of Assistant Chief,
at the time a vacancy occurs, must have served a minimum of one (1) year as a Canton Fire Department
Fire Lieutenant and attained certification as a Fire Officer I. Candidates who lack the required
prerequisites at the time a vacancy occurs, while disqualified for the immediate promotion, shall retain
their position on the eligibility list and shall, provided the necessary service component and training
certifications are attained, be eligible for promotion when later vacancies occur.
27. FIRE INSPECTION
Fire inspection work shall be assigned to bargaining unit employees in accordance with the following
conditions:
1. Such work shall be assigned for members of the bargaining unit provided that this shall not limit the
Fire Chief from supervising and participating in inspections being preformed by bargaining unit
members or performing building plan reviews.
2. Such work shall be assigned to employees on shift as well as off-duty.
Off-duty work shall be assigned as follows:
A. Work may include Fire Inspections and or Fire Prevention activities.
B. Bargaining unit shall be qualified and assigned to a rotating list in the same manner as the
Overtime list. ("Qualified" employees are those who are certified as Fire Officer I and
Provisional Fire Officer I, Fire Prevention Officer I or higher, and/or Fire Inspector I or higher.
C. The City guarantees a minimum of 60 hour of said work per calendar year quarter.
D. The 7(g) rate of pay shall be $12.00 per hour.
E. Employees performing any 7(g) work shall not engage in fire suppression activities.
F. Off-duty employees called back or reassigned to fire suppression wark shall be paid for such
work as regular overtime as per sections 1.7 and 9.1 of this agreement.
G. The Union shall agree to "indemnify" the City for 7(g) work based upon the language in
appendix B.
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28. SHIFT STAFFING
The City and the Union jointly recognize the importance of staffing duty shifts with firefighters that are
qualified and hired in accordance with the high standards established under Illinois law(65 ILCS 5/10-
2.1-4) (65 ILCS 5/10-1-14, 70 ILCS 705/16.06(a)). Therefore, in accordance with the duties and
authority vested in them under such law, the parties agree to the following:
l. The City currently assigns a non-mandatory level of five (5) commissioned officers per shift;
2. Commissioned officers are provided no more than one (1) slot on each shift to cover
vacations, and other contractually scheduled time off;
3. No non-commissioned officers may be substituted for a commissioned officer who is off duty
due to contractually scheduled time off without express written agreement of the Union.
4. The City shall maintain a level of four(4) commissioned officers on duty at all times.
5. In the event that the City can demonstrate a Bona-fide financial hardship, the City shall have
the right to demand to bargain with the Union over modifying the minimum officers on duty
requirement. In the event that the City and Union cannot agree while bargaining, either party
may invoke binding arbitration by giving written notice to the other party.
In accordance with 65 ILCS 5/10-2.1-4, 65 ILCS 5/10-1-14, 70 ILCS 705/16.06 (a) the City shall not
use any person who has not qualified for regular appointment under Section 2-1-4/10-1-14/16.06 (a) as a
temporary or substitute for a commissioned officer. The use of a temporary or substitute employee shall
only be used when filling a vacancy of 30 days or more. Said temporary or substitute employee shall
also have at least a FFII certification from the Office of the State Fire Marshal of the State of Illinois as
well as being at least an EMT B/D in accordance with the Peoria Area EMS Office.
22
IN WITNESS WHEREOF, the parties hereto have executed and delivered the foregoing agreement in
two duplicate copies, each of which is hereby declared to be an original for all purposes. Dated this 1 St
day of May 2014.
For the City of Canton, Illinois
� s�;>/�'..2�.�^.
M ra oy �th ' y of Canton, IL
ATTEST: �
Ci lerk
For the Union:
� • , Its President
Its Vice President
� -v-- --' , Its Secretary
23
r
APPENDIX A
SALARYSCHEDULE
A. Firefighter Base Salary
Step Years of Service Effective: Effective: Effective:
May l, 2014 May 1, 2015 Mav 1, 2016
I. Probationary $45,494 /annual $46,516 /annual $47,795 /annual
II. Starting 2nd Year $48,131 /annual $49,214 /annual $50,567 /annual
III. Starting 3rd Year $50,968 /annual $52,115 /annual $53,548 /annual
N. Starting 4th Year $56,362 /annual $57,630 /annual $59,215 /annual
V. Starting Sth Year $56,897 /annual $58,177 /annual $59,777 /annual
VI. Starting 7th Year $58,375 /annual $59,688 /annual $61,329 /annual
VII. Starting lOthYear $60,515 /annual $61,877 /annual $63,579 /annual
VIII. Starting 15thYear $61,937 /annual $63,331 /annual $65,073 /annual
IX. Starting 20thYear $64,952 /annual $66,413 /annual $68,239 /annual
X. Starting 25thYear $66,857 /annual $68,361 /annual $70,241 /annual
B. Lieutenant Base Salary
I. Base $63,314 /annual $64,739 /annual $66,519 /annual
IL Starting 15thYear $64,756 /annual $66,213 /annual $68,034 /annual
III. Starting 20thYear $67,271 /annual $68,785 /annual $70,677 /annual
IV. Starting 25thYear $69,739 /annual $71,308 /annual $73,269 /annual
C. Assistant Fire Chief Base Salary
I. Base $66,110 /annual $67,597 /annual $69,456 /annual
II. Starting 15thYear $67,717 /annual $69,241 /annual $71,145 /annual
III. Starting 20thYear $70,214 /annual $71,794 /annual $73,768 /annual
IV. Starting 25thYear $72,534 /annual $74,166 /annual $76,206 /annual
D. Longevity Pay
I.* Step A 20 Years and over but not over 25 years
II.* Step B 25 Years and over but not over 30 years
*Payable as provided in Article 4.1.B of this
agreement
E. 7(g)rate $12.00 hr
24