HomeMy WebLinkAboutResolution #3377RESOLUTION NO. 3 3 7 7
A RESOLUTION APPROVING AN AGREEMENT BETWEEN THE CITY OF
CANTON AND THE CITY OF CANTON POLICE DEPARTMENT 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, Illinois has entered into negotiations with
Council 31 on behalf of the City of Canton Police Department, Local No. 759, American
Federation of State, County and Municipal Employees, relative to the establishment of
rates of pay, hours of work 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 made a part
hereof 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 of Canton 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 Council 31 on behalf of
the City of Canton Police Department, Local No. 759, American Federation of State,
County and Municipal Employees, which is attached hereto and made a part hereof 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 the City 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.
y~..~ ~ ~
PASSED by the City Council of the City of Canton, Fulton County, Illinois, at a
regular meeting this 2 0 tl~' day of May 1997 upon a roll call vote as
follows:
AYES: Aldermen Hartford, Molleck, Phillips, Sarff,
Meade, Nidiffer, May, Shores
NAYS: None .
ABSENT: None ,
APPROVED:
~C
Donald E. Edwards, Mayor
Attest:
an y Whites ity Clerk.
1
AGREEI~lENT NO.
THIS AGREEMENT MADE AND ENTERED INTO BY THE CITY OF CANTON AND THE
CITY OF CANTON POLICE DEPARTMENT, LOCAL NO. 759, AMERICAN
FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES.
WITNESSETH:
DIVISION 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. 759; the
establishment of an equitable and peaceful procedure for the
resolution of differences; and the establishment of rates of pay,
hours of work and other conditions of employment.
1.1 Definition of Terms.
For the purposes of clarification, various terms used in
this contract are defined as follows:
1.1.1 "Commissioned Officer" shall mean an employee of the
City's Police Department who is appointed to the department by the
City's Fire and Police Commission and who is subject to the said
Commission's disciplinary powers.
1 1.2 "Civilian Employee" shall mean a full time employee of
the City's Police Department who is not appointed to the Department
by the City's Fire and Police Commission and is not subject to said
Commission's disciplinary action.
1.1.3 "Employee" shall mean a full time employee of the City's
Police Department who is a member in good standing of Local No.
759, American Federation of State, County and Municipal Employees,
or, who is a nonmember paying dues thereto pursuant to Section 2.4
of this Agreement.
1.1.4 "Employer" shall mean the City of Canton and may be
referred to as City,
1.1.5 "Fiscal year" shall mean the fiscal year of the City of
Canton which is the period of May 1st through April 30th.
3.1.6 "Hourly rate" shall mean the annual salary divided by
2,080 hours.
1.1.7 "Probationary employee" shall mean any newly hired or
rehired full time employee of the Police Department who has been
hired or rehired for less than twelve (12) consecutive calendar
months.
2.1.8 "Union" shall mean the American Federation of State,
County and Municipal Employees, Local No. 759 and Council 31.
DIVISION 2. RECOGNITION
2.1 Bargaining Agent.
The Employer recognizes the American Federation of State,
County and Municipal Employees as the sole, exclusive bargaining
agent for the purpose of establishing salaries, wages, hours and
other conditions of employment. for employees of the Police
Department, both commissioned officers and other civilian employees
excluding secretaries, civilian administrative assistant, Chief and
all others excluded by Statute.
Probation Period.
The employment of any employee of the Police 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 and the Employer, during which time
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such employees may be discharged by the Employer without cause.
Nothing herein shall be construed, as to the commissioned officers,
to be other than in conformity with the Illinois Fire and Police
Commission Act (Ill. Comp. Stat. 65 ILLS 5/10-2.1-1 et sequi).
2.3 Non-Appointive Personnel.
After the probationary period, civilian employees may
only be discharged for cause upon majority approval by the City
Council.
DIVISION 3. HOURS OF WORK.
3.1 Regular Hours.
Except as otherwise provided, the regular hours of work
each day shall be consecutive except that they may be interrupted
by a lunch period.
3.2 Work Shift.
Except as otherwise provided, eight (8) consecutive hours
of work shall constitute a work shift. All employees shall be
scheduled to work on a regular work shift, and each work shift
shall have a regular starting and quitting time.
~,.3 Workweek.
Except as otherwise provided, the workweek shaZ1 consist
of five (5) consecutive eight (8) hour days.
3.4 Work Schedule.
Work schedules showing the employees' workdays and hours
shall be posted on a Department bulletin board at all times.
3.5 Shift Designation.
Except as otherwise provided, the 7 A.M. to 3 P.M. shall
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be considered the first shift; the 3 P.M. to 11 P.M. shall be
considered the second shift; and the 11 P.M. to 7 A.M. shift shall
be considered the third shift of each day.
3. Reservation of Rights.
With respect to this Division 3, Employer reserves unto
itself the exclusive right to unilaterally set regular hours, work
shifts, workweeks, shift designations and all matters ancillary or
relating thereto as the Employer's requirements or public safety
may seem to require. Ta the extent not inconsistent therewith,
Employer shall use its best efforts to comply with the optimum
regular hours, work shifts, workweeks, and shift designations set
forth in this Division 3.
DIVISION 4. WAGES.
4.1 Schedule.
Employees shall be compensated as provided in the Wage
and Longevity Schedule, which is attached hereto and made a part
hereof.
4.2 Pik Period .
The salaries and wages of employees shall be paid weekly
on every Friday, or the preceding Thursday, if Friday falls on a
holiday. Payroll to include hours worked through the preceding
Saturday.
4.3 Communications Supervisor.
The Employer will agree to pay the Communications
Supervisor $1,200.00 in addition to the base pay for Dispatchers
provided for in the Wage and Longevity Schedule. This position
06.25.97/LDGEDG/NP/FZL6S/CANR'MPOL/ 4
shall be by appointment of the Chief.
4.4 Longevity.
Employees shall be entitled to receive additional
longevity salary payments based upon the service requirements
specified in the longevity schedule specified in the longevity
schedule. 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. Employees who meet the following
requirements shall qualify for and be placed in Step A:
(a) Eligible employees are those who have accrued
at least twenty (20) years of service.
(b) Eligible employees may exercise an option to
be placed in longevity Step A by notifying the
Chief of such election in writing on or before
the 15th day of any calendar month prior to a
month in which they have accrued the required
year of service specified in (a) above.
(c) Upon receipt of notice from an eligible
employee, the Employer shall place the
employee in Step A and adjust his/her salary
accordingly effective the first day of the
month immediately following the month in which
notice from the employee was received.
(d) Employees placed in Step A shall be entitled
to receive the salary provided in such Step
for a maximum period of thirty (30) days. If
employee is still in service after thirty (30)
d8ys he/she shall revert permanently to
previous Step.
On the expiration date of this Agreement, no further Step
to Step movement shall occur until a new Agreement is signed.
4.5 K-9 Officer.
The K-9 Officer shall be compensated for maintenance of
the dog and kennel which are located at the K-9 Officer's
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residence. This compensation covers daily feeding and watering,
kennel cleaning, dog grooming, vehicle cleaning and R-9 exercising.
This compensation does not include R-9 training,
veterinary care, or call-out time for K-9 usage. Compensation will
be paid in three ( 3 } equal installments of $800.00 each, payable on
the 1st pay week of May, September and January.
DIVISION 5. VACATION.
Each employee hired prior to May 1, 1994, shall be eligible
for the following vacation. Vacation will be paid at the rate it
was earned. After one (1) full year of service, an employee shall
accumulate two (2) full calendar weeks (not to exceed ten (10)
working days) vacation leave with pay. Employees shall be granted
additional vacation Leave on the employment anniversary date when
each of the following periods have been attained: Employees, after
three (3) years of continuous service, shall be granted an
additional calendar week of vacation (not to exceed five (5)
working days) each year. Employees after ten (10) years of
continuous service shall be granted an additional calendar week of
vacation (not to exceed five (5) working days) each year.
Employees, after fifteen (15) years of continuous service shall be
granted an additional calendar week of vacation (not to exceed five
(5) working days) per year.
1 year but less than 3 years - 2 weeks vacation
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
Employees who are hired after May 1, 1994, shall accumulate
vacation based upon the following schedule payable at the same rate
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as provided for hereinabove:
1 year but less than 3 years - 2 weeks vacation
3 years but less than 10 years - 3 weeks vacation
Over 10 years - 4 weeks vacation
Vacations will"be scheduled to meet the operating requirements
of the City with preference given to the employee with seniority
whenever possible.
5.1 Accumulation of Vacation Time.
Vacation time shall be used during the anniversary year
of the employee during which an employee becomes entitled thereto,
unless the Police Chief makes a written request during such
anniversary year for extension to the office of the Mayor who shall
approve or disapprove same. When vacations cannot be granted
during the anniversary year, pay in lieu thereof may be given, if
mutually agreeable.
5.2 Vacation Rights in Case of Layoff or Separation
Any employee who is discharged, retired, or separated
from the service of the Employer for any reason, prior to using
vacation time due, shall be compensated in cash for the unused
vacation accumulated at the time of separation.
DIVISION 6. HOLIDAYS.
6.1 Days Desictnated .
The following .days are holidays with pay for all
employees: New Year's Day (1 January), President's Day (3rd Monday
in February), Good Friday, Independence Day (4 July), Thanksgiving
Day (4th Thursday in November), Memorial Day (last Monday in May),
Labor Day (1st Monday in September), Christmas Day (25 December),
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and, Veterans Day (11 November).
6.2 Holiday Pay.
Each employee shall receive and be paid a "holiday"
consisting of eight ( 8 ) hours of regular pay applicable to each
person, provided, however, that such employee works the day before
and the day after the holiday, or has a scheduled day off, or an
excused absence the day before or after the holiday and provided
further, that such employee shall be and remain employed by the
City both before and after applicable holiday.
F.9 Holidays Worked.
An employees workday shall be determined by the day on
which his shift begins. Should the employee's shift begin on a
holiday designated in Section 6.1, and such a day is part of the
employee's regular work week, such employee shall receive and be
paid the holiday pay set forth in Section 6.2 in addition to eight
(8) hours at the rate of double time, making thereby a total
entitlement for such holiday worked of eight (8) hours at the rate
of triple time. The Code Enforcement Officer and Traffic Safety
Officer not essential to immediate public safety may be given the
day off rather than granted the holiday. If any of the above are
called into work on the designated holiday, the employee will be
paid holiday pay for actual hours worked in accordance with Section
9.2 of this contract. If the TASK Officer works on a holiday, we
celebrate, then he will work with the TASK force. The Chief may
schedule the detectives to work holidays. Nine (9) holidays will
be paid to the employees assigned to the Detective Unit.
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Scheduling of the nine (9) holidays will be supject to the request
of the employee with a recommendation made by their supervisor and
approval of the Chief.
6.4 Holiday Fallinct on Vacation or Reqular Day Off.
If a holiday occurs during a vacation, employees will
receive an extra days' vacation or holiday pay„ at the employee's
discretion. If the holiday occurs on a regularly scheduled day
off, the employee will receive eight (8) hours additional pay at
the straight time rate.
DIVISION 7. SICK AND PERSONAL DAYS.
7.1 Co~putation of Sick/Personal Days - Probationarv.
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, an employee shall earn one-half (1/2)
day of personal leave 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 Chief of Police.
7.2 Computation of Sick/Personal Days -
Non Probationary Employees.
All non-probationary employees shall begin each fiscal
year eligible for ten (10) workdays of which five (5) may be used
as personal days when requested and approved in advance by the
Chief of Police and five (5) may be used as sick days.
Illness of Employee.
Use of sick Leave shall only be used for injury off duty,
illness or exposure to contagious disease. Employee shall be
governed by the following requirements in order to be eligible for
06.Z5.97/LOGEDG/NP/F1L83/CAlR'QNPOL/
pay during such sick leave. Employee must:
(a) Report promptly the reason for absence to the
on-duty shift commander or Chief of Police.
(b) Keep the Chief of Police informed of
employee's condition if the absence is more
than three (3) consecutive days duration.
(c) The Chief may require an affidavit or doctor's
excuse if there is reasonable suspicion of
abuse of sick leave.
7.4 PaX,In Lieu of Personal Days.
Should an employee not use all or any of the five ( 5 )
personal days, the employee shall be paid in lieu thereof for each
unused day. Personal days may be held over to the next fiscal year
by first obtaining written consent of the Chief of Police and of
the Mayor prior to the start of the next fiscal year.
7.5 Accrual of Personal Davs.
Personal days shall not survive beyond the fiscal year of
accrual unless first approved in writing by the Chief of Police and
the Mayor during the fiscal year of accrual.
7.6 Accrual of Sick Days.
Should any or all of the five (5) sick days not be used
by the employee during the fiscal year, all unused days shall be
accrued. Employee may accrue up to a total of ninety (90) days.
Payment for up to forty-five (45) accumulated days shall be made
upon retirement or voluntary resignation.
7.7 Ca1I In for Emergency Duty.
In the event that an employee is called for emergency
duty on any such day, the employee shall be paid for such emergency
duty at a straight time rate.
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DIVISION 8. LEAVE
8.1 Disability Leave.
If a employee becomes sick or injured off-the-job and is
temporarily disabled from performing his duty, the employee shall
be eligible to receive disability benefits under the City's Loss of
Time Insurance Policy. Notwithstanding anything herein to the
contrary, any employee who is on an unpaid leave of absence for
more than thirty (30), or worker's compensation for more than
forty-five (45) working days (Monday through Friday excluding
holidays), shall not be paid nor shall they accrue any vacation,
holidays, personal days, stress days or any other paid leave unless
the employee had it accrued prior to the leave of absence, or
unless otherwise provided for by law.
~2 Job Related Disability.
Any police officer injured while performing assigned
tasks, shall be eligible for injury leave in compliance with
Section 1 of the Public Employee Disability Act and any non-
commissioned employee injured while performing assigned tasks
during the course of employment shall be eligible for worker's
compensation under applicable State Statutes as they may be
approved and amended from time to time by the Governor. The
employee shall be responsible for causing periodic reports to be
submitted by the attending physician to the City Clerk, on forms
prescribed by the Employer.
8.3 Military Leave.
Employees shall be granted such leave in accordance with
06.25.97/LDGBDG/NP/FILES/CANTONPOL/ ~ 1
the provisions of 65 ILLS 5/10-2.1-23 and 2.1-24.
8.4 $ereavement.
Each employee shall be granted up to three (3) calendar
days of bereavement leave when a death occurs in the employee's
immediate family. (Immediate family shall include: spouse,
children, mother, father, brother, sister, current mother-in-Law,
current father-in-law, grandparents, grandchildren, step relatives,
and Legal guardian). Additional vacation time or other accrued
Leave time may be taken with approval of the Chief. Bereavement
leave shall be with pay for any regular scheduled workdays.
8.5 Miscellaneous Leave Policies.
The Chief of Police has the authority to approve other
leaves of absence without pay. Such leaves of absence shall be
requested by the employee, approved by the Chief of Police, and
reported to the Office of the Mayor. Other leaves of absence with
pay shall be authorized by the Mayor upon recommendation of the
Chief of Police. Action by the Mayor may be secured upon
submission of an approved request from the Chief of Police. No
employee may be absent without the permission of the Chief of
Police.
8.6 Family Medical Leave Act.
A11 leaves for medical reasons as the same may be defined
under the Family and Medical Leave Act of 1993, as amended, shall
be as prescribed by said Act.
DIVISION 9. SPECIAL PAY PROVISIONS.
9.1 Court Time.
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Court time shall be paid at the regular hourly rate for
all hours outside the employee's regular shift. Employees required
to appear in Court other than in Canton shall be paid a four (4)
hour minimum for the time they are required to be in court and a
two (Z) hour minimum for the time they are required to appear in
City Court in Canton. Employees shall be paid a two (2) hour
minimum for other activities which are court related.
9.2 Overtime.
Except as otherwise provided, employees required to work
in excess of eight (8) hours per day shall be paid at the rate of
one and one half (1 1/2) times for all hours worked in excess of
forty-five (45) minutes beyond the employee's regularly scheduled
eight (8) hour shift with a minimum of one (1) hour. Employees
called in for additional duty shall also be paid at one and one
half (Z 1/2) times the regular rate, with a four (4) hour minimum.
Call in time on a holiday will be paid at double time, with a four
(4) hour minimum.
9.3 Call In for Breathalyzer Test.
Employees called in to administer a breathalyzer test
shall be paid at one and one half (1 1/2) times the regular rate
with a two (2) hour minimum.
9.4 Call In from Vacation.
Employees 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.
9.5 Temporary Rank PaX.
06.25.97/LDGdDG/IOP/PILBB/CAM'OIIPOL/ 1 `~
When a commissioned officer is assigned to temporary rank
of acting Chief of Police, by the Chief of Police, or Mayor, or, in
writing, such commissioned officer shall be granted temporary
acting Chief of Police with pay in the amount of fifty dollars
($50.00) per week during the period of such assignment. No
assignment shall be for a period of less than one (1) full work
week (five (5) working days).
When a commissioned officer is assigned to a temporary
rank higher than the permanent rank of the employee, other than the
Acting Chief of Police, by the Chief of Police, or Mayor, or the
Police and Fire Commission, such employee shall be granted
temporary rank pay equivalent to the seniority step pay of the
higher rank during the time period of such assignment. No
assignment shall be for a period of less than one (1) full work
week (five (5) working days).
9.6 iVicrht Bonus .
Employees who work a regular eight (8) hour night shift
as part of their regular work week, shall receive and be paid a
night bonus of five percent ( 5~ ) added to the basic hourly wage for
each hour worked. For the purpose of this Section, the term "night
shift" shall mean any eight (8) hour period between the hours of
3:00 P.M. and 7:00 A.M. the day thereafter.
Commissioned officers assigned to Detectives and Drug
Task Force, subject to call-out status shall receive a sum equal to
the night bonus provided for herein, added to their base salary.
All such assignments are directed by the Chief of Police.
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9.7 Compensatory Time Off
Compensatory time off may be given when the employee has
agreed to work in excess of the employee's regular shift for
compensatory time. Compensatory time off shall be calculated at
the rate of one and one half (Z 1/2) times the hours actually
worked and may be accrued up to eighty (80) hours. The employee
may use these hours under the same rules that govern personal days.
Should the employee not use his accrued hours by the end of the
fiscal year of accrual, employee shall be paid in lieu of the
accrued hours. Employee may request the survival of said hours
beyond the fiscal year of accrual by written request to the Chief
of Police and the Mayor during the fiscal year of accrual.
9.8 Overtime Rotation.
Overtime work shall be rotated among all employees within
the Department so far as is practical. An overtime list shall be
posted and maintained up to date by the Chief of Police.
9.9 Trainincr.
Any employee authorized to attend a training school shall
be paid for time incident thereto at his regular hourly rate.
DIVISION 10. CLOTHING ALLOWANCE.
10.1 Annual Payment.
All employees shall be paid an annual clothing allowance
of $550.00 for regulation Policemen's clothing as approved by the
City Council. Effective May 1, 1999, the payment will increase to
$600.00. The payment of this amount shall be made on the first
payday in May.
06.x5.97/tacanci-rr/rzrs3/CvoL/ 1 5
10.2 Civilian Employees.
Civilian employees, except the Code Enforcement Officer
and Traffic Safety Officer, required to be in uniforms shall be
paid an annual clothing allowance of $275.00 for regulations
clothing as provided for by the City Council. Effective May 1,
1999, the amount will increase to $325.00. The Code Enforcement
Officer and Traffic Safety Officer required to be in uniform shall
be paid an annual clothing allowance of $400.00 for regulation
clothing as approved by the City Council. Effective May 1, 1999,
the amount will increase to $450.00. The payment of this amount
shall be made on the first day in May of each year.
10.3 ~robationarX Employees Payment.
A probationary employee shall be paid the clothing
allowance at the time of his employment.
10.4 Probationary Employee/Reimbursement/Termination.
In the event of the termination of a probationary
employee, for any reason whatsoever, such employee shall reimburse
to the Employer for clothing allowance paid as follows: one-half
shall be retained by the employee. 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.
10.5 Non-Probationary EmployeefReimbursementfTermination.
In the event of the termination for any reason, except
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retirement, of a non-probationary employee, such employee shall
reimburse the Employer on account of clothing allowance paid as
follows: Such employee shall reimburse the Employer clothing
allowance paid in the current fiscal year of the employee's
termination that percentage amount of the clothing allowance paid
in such fiscal year which the remainder of such fiscal year
existing at the time of termination bears to the whole of such
fiscal year.
10.6 Reimbursement Deduction.
In every instance, the reimbursement hereinabove due
shall be deducted from such money amounts which may be yet due and
payable from and by the Employer.
10.7 Equipment Furnished.
The City shall furnish all commissioned officers with a
sidearm, riot baton, flashlight, hat badge, breast badge, rain coat
and ballistic vest. The City further agrees that replacement of
same shall be made by the City when the Chief of Police deems
necessary.
DIVISION 11. MEAL PERIOD.
All employees shall be granted a thirty (30) minute lunch
period during each work shift. Whenever possible, the lunch period
shall be scheduled at the middle of each shift, provided, however,
that the same shall never interfere with assigned or emergency
duties.
DIVISION 12. ElIPI,OYEE'S INSURANCE.
12.1 Payment.
06.25.97/I.DGdDG/NP/1ZL63/CAM'ONPOL/ 1
The employee shall pay 1.2~ 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 all the total insurance premiums including the cost of
health and dental insurance coverage, for employees and their
dependents. Effective at the signing of this Agreement the
employee premium shall increase to 1.5~ until the insurance fund
reaches a balance of $250,000.00, or more, on April 30th of any
contract year, at which time the employee premium shall go back to
1.2~ for the next contract year. At anytime should the insurance
fund balance drop below $100,000.00, the employee premium shall
increase to 1.8~ until said fund reaches a balance of $200,000.00
at which time the employee premium shall be 1.5~ and follow the
guidelines set forth in the above sentence.
12.2 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, and term life insurance for employee shall
be $20,000.00. Disability pay shall be two-thirds (2/3) of the
employee's normal paycheck. 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.
12.3 Emplovee Deductible.
Prior to payment of claims by or on behalf of the
Employer in any given calendar year for any given employee, (to
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include payments for employees' dependents), that employees shall
first be required to pay the first $250.00 aggregate amount of any
such claim(s) for a employee without dependents; or, $500.00
aggregate for an employee with dependents.
12. Insurance committee.
A Joint Health Insurance committee shall be formed and be
comprised of the following persons who accept invitations to
participate:
1. A Representative of City Council
2. A Representative of I.A.F.F. Local 1897
3. A Representative of A.F.S.C.M.E. Local 1372
4. A Representative of A.F.S.C.M.E. Local 759
5. A Representative of Non-Represented Employees
6. A Representative of Management
7. A Park District Representative
8. A Parlin Ingerso ll Representative
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. Changes already agreed upon by the parties are listed on
Exhibit A attached hereto.
DIVISION I3. RETIREMBNT INSURANCE.
X3.0 Life Insurance and Retirement Insurance.
The insurance coverage for retired employees shall
06.25.97/LDG6DCi/MP/FILEJ/CANR'OIIPOL/ 1
consist of the overall group plan of hospital, health, dental and
life insurance coverage. 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
insurance coverage at least equivalent to that provided by the City
to any other City employee or retiree.
13.1 Retired E~Io,Xees - Before May 1, 1994.
For employees who have retired before May 1, 1994, 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
employees 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 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.
X3.2 Retired Employees - After May 1. 1994.
06.25.97/LOGEbG/MP/FILER/CAM'OIIPOL/ 2 O
Employees who retire after May 1, 1994, 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 and have become entitled to a pension under the provisions
of the Policemen's Pension Fund, shall pay a premium of 1.2~ of
annual pension and effective 5/01/96 - 1.5~ (to 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 age of sixty-five (65) years, 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 employes shall
have the option of purchasing Medicare supplement insurance at his
expense through the City's group insurance carrier, if available.
13.3 Disabled Em,..ployee and Spouse and Dependents of
Deceased Commissioned Officer.
A permanently disabled employee and the surviving spouse
and dependent children of a deceased employee shall participate in
the City's insurance plan, but only to the extent specifically
provided in the last four (4) sentences of Section 13.1 above.
This Section shall apply only to spouses of disabled/deceased
employees who are lawfully married to such employees at the time of
the disability/death occurs.
13.4 Emplovees with Early Retirement.
Employees entitled to payment of insurance premiums under
06.35.97/LDGdDG/NP/FSLS1/C8lP1tllIPOL/ 2 1
the above provision, shall be subject to the following limitation:
If such employee chooses to retire under such conditions that
retirement benefits are reduced on account of early retirement
under provisions of the Illinois Municipal Retirement Program, or
Illinois Police Pension Fund, as applicable, then the amount of
insurance premium paid by the Employer will be likewise
proportionately reduced, EXCEPTING HOWEVER, the Employer shall pay
the entire amount of the applicable premium of such insurance if
the employee has reached the age of 55 years, and has twenty (20)
years of service, and who retires eligible to receive retirement
benefits under the provisions of the Illinois Municipal Employees
Retirement Provisions.
DIVISION 14. TRAVEL ALLOWANCE.
When an employee is authorized or required to drive a personal
car for purposes related to employment, the employee shall be
compensated therefore at the rate of thirty cents ($.30) per mile
for each mile necessarily traveled.
DIVISION 15. STRESS DAY.
AlI commissioned officers shall receive one Sunday off per
calendar month with pay as a stress day. However, it is recognized
that such officer is subject to emergency call in without
additional pay. With the prior consent of the Police Chief, an
officer's normal workweek may, from time to time, be modified to
accommodate the stress day.
DIVISION 16. EMPLOYEE TELEPHONE REQUIRED.
Employee shall be required to have a telephone in their
06.25.97/LDGEDG/NP/1IL68/CANS'OIfPOL/ ~~
residence and shall keep the Chief of Police advised, in writing,
of such phone number and of any changes thereto.
DIVISION 17. POLICE SHIFT OPENING.
17.1 New Position Openings.
When an opening on a shift is created by retirement,
resignation, or discharge of an employee, such opening will be
conspicuously posted on the bulletin board at Police Headquarters
for a period of seven (7) days. During this period, qualified
employees who are interested in said opening shall make known their
interest, in writing, to the Chief of Police. The Chief of Police
shall give due consideration to the most senior employee making
such request when filling said position.
17.2 Secondary Position Openings.
Secondary positions that may become open due to the
previous stated policy shall likewise be posted for a period of
t1u-ee days .
DIVISION l8. DUTIES OF POLICE EMPLOYEES.
The duties of all employees shall be in accordance with the
State Statute, City Ordinances or resolutions, job description, or,
local custom, as the same may be promulgated from time to time.
DIVISION 19. MONTHLY DEPARTMENTAL MEETINGS.
Routine Departmental meetings of all employees may be called
on a monthly basis for the purpose of receiving and disseminating
necessary information.
19.1 Payment.
Meetings shall be with pay, at straight time, for a
06.25.97/I.DGEDG/NP/PILS3/CANRtlffAOL/ ~~
minimum of one (1) hour.
19.2 Schedule.
The Chief of Police shall notify all employees of the
Department meeting at least one (1) week in advance.
19.3 Other Meetincxs .
No provision of this Section shall be construed to
prohibit the calling of a Departmental meeting as may be necessary.
Time spent in such meetings shall be considered hours worked, with
a one (1) hour minimum, if the employee is not on duty.
DIVISION 20. SETTI.BPtENT OF GRIEPANCES.
20.1 Purpose.
Amicable settlement of grievances between Employer and
employee is recognized in principle and with the intention that the
same shall be applied in practice to the fullest extent possible.
20.2 Method.
Grievances shall first be referred to the Police Chief,
in writing, within ten (10) calendar days of the date on which the
employee knew or should have known of the event giving rise to the
grievance. The Police 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 Police Chief is made. The Committee shall
thereafter meet with the aggrieved policemen and his
representative, if any, within fourteen (14) calendar days of
06.23.97/LDGEDG/NP/TILES/CAM'ONPOL/ 2 4
submission of his written grievance to the Committee. Following
such meeting, the Committee shall make its written answer within
fourteen (14) calendar days following such meeting. However, by
mutual assent, this latter fourteen { 14 ) day period may be extended
by an instrument in writing signed both by the aggrieved employee
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.
20.3 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.
20.4 Authority of 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. The arbitrator shall be without power to make decisions
06.13.97/LpClDG/NP/]7L68/CANRY]lIPOL/ 25
contrary to or inconsistent with any applicable ordinance,
resolution law or statute. The arbitrator shall make his decision
strictly in accordance with the rules of evidence applicable to the
Circuit Courts in Illinois as set forth in Section 17.10, shall
determine the rights of the parties according to law, shall make
full and complete findings of act and his award shall be based upon
the preponderance of competent evidence. The arbitrator may refer
questions of law to the Fulton County Circuit Clerk (Ninth Judicial
Circuit) for determination.
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. Nor, shall this Section be construed to
be a delegation to the arbitrator of authority to determine matters
relating to the establishment of wages, hours of employment, or
working conditions.
20.5 Application of Evidence Rules.
The rules of evidence applicable to the Circuit Courts in
Illinois shall be applied to arbitration proceedings hereunder as
they are customarily applied in other administrative hearing
proceedings in the State of Illinois.
20.6 Make Up of Arbitrator.
The arbitrator shall be composed of three ( 3 ) persons who
shall be picked in the following manner: Each of the Employer and
the Union shall submit separate lists of twelve (12) persons each.
Names shall be stricken from the respective lists by the other
06.35.9)/I.bGdDG/NP/!'SLSB/CANI~ONPOt/ 2 V
party with the Union striking the first name. The last remaining
name on each list shall be named as members of the arbitration
panel. Those two (2) arbitration panel members shall then agree
upon a third, impartial panel member to complete the make up of the
arbitration panel. A majority vote of the arbitration panel shall
determine the issue(s). An abstention or refusal to vote by a
panel member shall be construed to be an "Aye" vote.
20.7 Court Reporter~Cost 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.
20.8 Interest or Negotiation Impasse Arbitration.
Nothing in this Agreement shall ever be interpreted to
mean that the parties hereto have in any way hereby agreed to
"interest" or "negotiation impasse" arbitration. This binding
arbitration procedure is intended to provide a means of finally
resolving disputes or differences of opinion as to the
interpretation of this Agreement.
20.9 Effect of Arbitration.
Subject to the appeal procedure hereinafter set forth,
the decision of the arbitrator shall be final.
20.10 Appeal.
06.25.97/LDGEDG/NP/FSL63/CANIYMIPbL/ 2 7
Any party may appeal the decision of the arbitrator to
any Court of competent jurisdiction. Implementation of the
arbitrator's decision shall be automatically stayed pending the
resolution of any such appeal.
20.11 Founds for Appeal.
Grounds for appeal shall be those which existed at common
Iaw, which the parties hereby agree were: Fraud, corruption,
evident partiality, that the arbitrator exceeded his authority,
irregularities in the proceedings which deprive a party of a fair
and impartial hearing, gross errors of law or fact, plain mistake
of law, and mistake of law (which the parties agree does not have
to be shown on the face of the award). Other grounds for appeal
shall be where: The award was procured by corruption, fraud or
other undue means; there was evident partiality by an arbitrator
appointed as a neutral or corruption in any one of the arbitrators
or misconduct prejudicing the rights of any party; the arbitrator
exceeded his power, the arbitrator refused to postpone the hearing
upon sufficient cause being shown therefore or refused to hear
evidence material to the controversy or otherwise so conduct the
hearing as to substantially prejudice the rights of a party.
20.12 Time for Appeal.
A1Z appeals shall be filed within thirty (30) days of the
party's receipt of the arbitrator's written, final decision.
Receipt of the final, wx-itten decision shall be presumed thirty-
five (35) days after the date of the decision.
06.15.97/LDGEDO/MP/1IL68/CAR1'Ol-POL/ 2 0
20.13 Limitations.
Should the Union fail to follow the limitation periods
provided for herein, the same shall be treated as a withdrawn
grievance. Should the Employer fail to follow the limitation
periods provided for herein, then it shall automatically advance to
the next step.
DIVISION 21. CHECK OFF SYSTEM AND UNION SECURITY.
21.1 Deductions.
The Employer agrees to deduct from the pay of those
employees who individually request it any or all of the following:
(a) Union membership dues, assessment, or fees;
(b) Union sponsored benefit programs; and
(c) P.E.O.P.L.E. contributions.
Request for any of the above shall be made on a form
agreed to by the parties.
Upon receipt of an appropriate written authorization from
an employee, such authorized deductions shall be made in accordance
with law. The aggregate deductions of all employees and a Iist of
their names, addresses and social security numbers shall be
remitted semi-monthly to the Union at the address designated in
writing to the Employer by the Union. The Union shall advise the
Employer of any increase in dues or other approved deductions in
writing at least fifteen (15) days prior to its effective date.
21.2 availability of Cards.
The Employer shall make available Union deduction cards
to employees. Such cards shall be supplied by the Union.
06.25.97/LDGdDG/NP/FIL63/CAAR'OlfPOL/ 2 9
21.3 Fair Share Deductions.
Employees covered by this Agreement who are not members
of the Union paying dues by voluntary payroll deduction shall be
required to pay in lieu of dues, their proportionate fair share of
the costs of the collective bargaining process, contract
administration and the pursuance of matters affecting wages, hours
and conditions of employment in accordance with the applicable
Labor Relations Act. The fair share payment, as certified by the
Union, shall be deducted by the Employer from the earnings of the
non-member employees. The aggregate deductions of the employees
and a list of their names, addresses and social security numbers
shall be remitted semi-monthly to the Union at the address
designated in writing to the Employer by the Union. The Union
shall advise the Employer of any increase in fair share fees in
writing at least fifteen (15) days prior to its effective date.
The amount constituting each non-member employee's share shall not
exceed dues uniformly required to Union members.
21.4 Relicrious Exemption.
Should any employee be unable to pay their contribution
to the Union based upon bona fide religious tenets or teachings of
a church or religious body of which such employee is a member, such
amount equal to their fair sharer shall be paid to a non-religious
charitable organization mutually agreed upon by the employee
affected and the Union. If the Union and the employee are unable
to agree on the matter, such payments shall be made to a charitable
organization from an approved list of charitable organizations.
o6.ss.s~/rocax~wp/rzrss/cu~ronaot/ 3 0
The employee will on a monthly basis furnish a written receipt to
the Union that such payment has been made.
21.5 ~lotice and Appeal.
The Union agrees to provide notices and appeal procedures
to employees in accordance with applicable law.
21.6 Indemnification.
The Union shall indemnify, defend, and hold the Employer
harmless against any claim, demand, suit or liability arising from
any action taken by the Employer in complying with this Division
21, or, any portion thereof.
DIVISION 22. ACCRUAL AND FORFEITURE OF SENIORITY.
All employees shall be given seniority beginning with the date
of employment with the Department. Months of layoff do not count
toward seniority. Temporary full time employees shall be allowed
credit for seniority for continuous past months service if hired on
a permanent basis without a lapse in employment.
Seniority shall be forfeited for any of the following
reasons:
(a) Employee resigns; and
(b) Employee is discharged for cause.
DIVISION 23. LAYOFFS.
23.1 Notice to be Given.
Any commissioned officer or civilian employee may be laid
off for lack of work or funds without reflection on the
commissioned officer's or civilian employee's standing. At least
two (2) weeks notice of the effective date of a layoff shall be
06.25.97/LDGEDQ/NP/FSL63/CAN4'OI~POL/ 3 1
given each employee affected thereby.
23.2 Order to be Followed When Laying Off.
Commissioned officers shall be laid off in conformity
with the Illinois Fire and Police Commission Act. (65 ILLS 5/10-
2.1-1 et seq.) Layoffs of commissioned officers to accomplish a
reduction in the Department rank structure shall be by seniority in
rank. Layoffs of commissioned officers 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.
Civilian employees shall be laid off by reference to
overall Departmental seniority within the class of departmental
civilian employees. Civilian employees of greater overall
seniority may be laid off before less senior employees are laid
off .
23.3 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 et seq.), that is to say, by inverse order of
Layoff.
Civilian employees shall be recalled by the inverse order
of layoff within the class of civilian employees.
Commissioned officers laid off at a Later date may be
recalled before civilian employees Laid off at an earlier date.
DIVISION 24. EDUCATION EXPENSE.
The City shall reimburse the employee for tuition and books
06.15.97/LDGdDG/NP/FZL89/C~N1'fxIPOL/ 3 2
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, provided such was approved in advance
by the Chief of Police. The above requirement would be contingent
upon the successful completion of such course.
DIVISION 25. RESIDENCY REQUIREMENT.
Any employee shall become a resident of the City of Canton, or
reside within a ten (10 ) mile radius of the City, within thirty
(30) days after expiration of such employee's probationary period,
if the employee is to continue as an employee of the City.
DIVISION 26. GENERAL PROVISIONS.
26.1 All benefits provided hereunder shall remain in full
force and effect for the term of this Agreement.
26.2 ~IanaRement Ricrhts .
The Employer possesses the sole right to operate the City
Police Department and all management rights repose in it. Nothing
herein shall affect the internal control authority of the Chief of
Police. Except as specifically amended, changed or modified by
this Agreement, these management rights include, but are not
limited to, the following:
(a) To direct all operations of the Police
Department;
(b) To determine the overall budget;
(c) To establish reasonable work rules and
schedules or work;
(d) To create an organizational structure; to hire
or promote from the Fire and Police Commission
eligibility list, transfer, schedule and
assign employees in positions and to create,
06.25.97/ZDG6DG/t/P/FILES/CANKYIPOL/ ~ 3
combine, modify and eliminate positions within
the Police Department;
(e) To suspend, discharge and take other
disciplinary action for just cause against
employees under the established work rules and
regulations of the Police Department and Fire
and Police Commission and the provisions of
this Agreement;
(f) To lay off employees;
(g) To determine quality and maintain efficiency
of the operations of the Police Department;
(h) To introduce new or improved methods or
facilities;
(i) To change existing methods or facilities;
(j) To determine the kinds, quality and amounts of
services to be performed as pertains to the
Police Department and City operations; and the
number and kind of classifications to perform
such services;
(k) To contract out for goods or services;
(1) To establish rules relating to those items not
subject to arbitration under Section 1614(1)
of the Public Employees Labor Relations Act of
Illinois, except to the degree to the impact
of such items;
(m) To determine the methods, means and personnel
by which the Police Department operations are
to be conducted;
(n) To take whatever action is necessary to carry
out the functions of the Police Department in
situations of emergency.
Nothing in this Division is intended to alter or abrogate
the intention or authority of any other Division contained in this
Agreement. Nothing in this Agreement shall be construed to modify,
eliminate or detract from the statutory responsibilities and
obligations of the Employer.
06.t5.97/LDGdDG/MP/FSLES/CANTQNPOL/ 3 4
X26.3 No Strike or Lockout 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.
X6.4 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.
26.5 ~'otality.
The Employer and Union acknowledge 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 shaZ1 constitute the entire Agreement between the
parties for its duration.
26.6 Conflict with Existinar Po~ licies o~ Regulations.
If there is a conflict between an existing City policy or
regulations and an expressed term or provision of this Agreement,
the term or provision of this Agreement shall apply.
26.7 Termination.
This Agreement shall be effective for the entire period
of the fiscal years 1997-1998, 1998-1999, and 1999-2000 of the
Employer. At the end of that time, it shall terminate, and shall
be of no effect, unless agreed to otherwise by both parties in
06.13.97/LDGdDG/NP/PILES/CJIIR'd~POt/ 3 5
writing.
26.8 Contingency.
This Agreement, is not an appropriation and it is
recognized by all parties that alI monetary considerations in this
Agreement shall become effective upon adoption of the appropriation
ordinance and budget by the City Council.
26.9 Effective and Terminate Date of Agreement.
A11 provisions and benefits of this Agreement shall be
effective upon signing by both parties, with aI1 provisions
retroactive to May 1, 1997; subject to this Division 26, this
Agreement shall terminate at 12:00 P.M., local time, on April 30,
2000.
IN WITNESS WHEREOF, the parties hereto have executed and
delivered the foregoing Agreement in two (2) duplicate originals,
each of which is hereby declared to be an original for all
purposes. Dated this Sfh day of Au9u~x 1997.
CITY CANT N, ILLINOIS
~, ~, May r of he City of Canton, Illinois
r 7 n
ATTEST:
City Clerk
AFSCM OUNCIL 31, ~,OCAL NO. 759
BY:
Its President.
Its Vice-President.
Its Secretary
06.Z5.97/LDGBDG/NP/PIL63/CANTOtIAOL/ 3 6
EXHIBIT A
The Union and the Employer agree that the following changes
will be implemented effective May 1, 1997, which would not need
approval from the Committee established in Paragraph 12.4 of this
Agreement:
A. The establishment of a Preferred Provider
Agreement with Graham Hospital and one (1)
Peoria Hospital.
B. The establishment of a Preferred Provider
Agreement for prescription drug card.
C. Increase the out-of-pocket expense Iimit from
$500.00 to $1,000.00 excluding the deductible.
D. All benefits will come under the deductible
beginning May 1, 1997.
D6.35.97/LDGBLG/NP/FIL83/CANTONPDL/ ~ 7
',
CS2'Y' OF' CAN2'ON , .=.LLSNOSS
POLICE DEPARTMENT WAGE AND LONGEVITY SCHED~i7LE
YEAR ONE OF CONTRACT ' - FISCAL YEAR 19 97-1998
PATROLMAN SERGEANTS LIEUTENANTS
1st Year $25,495.00 $30,176.00 $31,432.00
Starting
2nd Year $26,970.00 $32,329.00 $32,655.00
Starting
3rd Year $28,562.00 $32,159.00 $33,543.00
Starting
4th Year $31,583.00 $33,002.00 $34,431.00
5-6 Years $31,883.00 $33,325.00 $34,788.00
7-9 Years $32,713.04 $34,223.00 $35,722.00
10-14 Years $33,911.00 $35,481.00 $37,046.00
15-19 Years $34,708.00 $36,287.00 $37,948.00
20-24 Years $36,092.00 $37,697.00 $39,345.00
25 Years and
Over $37,465.00 $39,081.00 $40,754.00
Step A: For those employees who are eligible for this
Step under 4.4 of the Agreement, shall have an
additional $7,500.00 to their base pay.
•, ~
C3'2'Y OF CAN2'ON , SLL.rNOSS
POLICE DEPARTMENT WAGE AND LONGEVITY SCHEDULE
YEAR TWQ OF CONTRACT - FISCAL YEAR 19 98-1999
PATROLMAN SERGEANTS LIEUTENANTS
1st Year $26,387.00 $31,232.00 $32,532.00
Starting
2nd Year $27,914.00 $32,425.00 $33,798.00
Starting
3rd Year $29,561.00 $33,284.00 $34,717.00
Starting
4th Year $32,688.00 $34,156.00 $35,636.00
5-6 Years $32,999.00 $34,491.00 $36,006.00
7-9 Years $33,858.00 $35,421.00 $36,972.00
10-14 Years $35,098.00 $36,722.00 $38,342.00
15-19 Years $35,923.00 $37,557.00 $39,276.00
2d-24 Years $37,355.00 $39,016.00 $40,722.00
25 Years and
Over $38,776.00 $40,449.00 $42,181.00
,.~
CS2'Y OF C.AN~'ON , S.LLSlTOSS
POLICE DEPARTMENT WAGE AND LONGEVITY SCHEDULE
YEAR THRS.~ OF CONTR ACT - FISCAL YEAR 3999-2000
PATROLMAN SERGEANTS LIEUTENANTS
1st Year $27,178.00 $32,169.00 $33,508.00
Starting
2nd Year $28,752.00 $33,398.00 $34,812.00
Starting
3rd Year $30,448.00 $34,283.00 $35,759.00
Starting
4th Year $33,669.00 $35,181.00 $36,705.00
5-6 Years $33,989.00 $35,526.00 $37,086.00
7-9 Years $34,873.90 $36,484.00 $38,081.00
10-14 Years $36,152.00 $37,824.00 $39,493.00
15-19 Years $37,000.00 $38,683.00 $40,454.00
20-24 Years $38,476.00 $40,187.00 $41,944.00
25 Years and
Over $39,940.00 $41,662.00 $43,446.00
CS~'Y OF CAN~'ON , ILLZ"NOI.S
POLICE DEPARTMENT WAGE AND LONGEVITY SCHEDULE
DISPATCHER AND ANIMAL CONTROL /CODE ENFORCEMENT OFFICER
Fiscal Year Fiscal Year Fiscal Year
1997-2998 1998-1999 1999-2000
Year 1 $19,102.00 $19,770.00 $20,363.00
Year 2 $19,672.00 $20,360.00 $20,971.00
Year 3 $20,268.00 $20,977.00 $21,606.00
Year 4-6 $20,876.00 $21,607.00 $22,255.00
Year 7-9 $21,496.00 $22,248.00 $22,916.00
Year 10 $22,141.00 $22,915.00 $23,603.00
Year 15+ $22,811.00 $23,610.00 $24,318.00
PARKING ENFORCEMENT/TRAFFIC SAFETY OFFICER
Fiscal Year Fiscal Year Fiscal Year
1997-2998 1998-1999 1999-2000
$28,224.00 $29,211.00 $30,088.00