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HomeMy WebLinkAboutResolution #3241 :. RESOLUTION NO. 3241 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 Z 3. That the city agrees to pickup the pension contributions of the police department commissioned officers in accordance with state statutes and Internal Revenue Code Section 414(h) all to be retroactive to May 1, 1994 along with employee contributions to health insurance premiums. 4. That the 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 21st day of upon a roll call vote as follows: JtnZe , 19 9 4 AYES: Aldermen Coay, Molleck, Phillips, Sarff, May. NAYS: fie, ABSENT: Aldern~en Meade, Bohler, Cxiap:nan. APP"RAVED:.., ~~ Wald dwards, Mayor ATTEST: an y White City Clerk ~= _ Z ;. AGREEMENT NO. 500 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. 1.1.6 "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. 1.1.8 "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. 2.2 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 06.09.91/LDGEDG/WP/FILES/CANTONPOL/ ~... > >. test or trial for the commissioned officer and the Employer, during which time 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 (I11. Comp. Stat. 65 ILCS 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. 3.3 Workweek. Except as otherwise provided, the workweek shall consist of five (5) consecutive eight (8) hour days. 06.09.94/LDGEDG/FIP/FILES/CANTONPOL/ 3 -.. t .. ~ ~. 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 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. 3.6 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. To 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 Pay Period. The salaries and wages of employees shall be paid weekly on every Friday, or the preceding Thursday, if Friday falls 06.09.94/LDGEDG/WP/FILES/CANTONPOL/ 1 .~ on a holiday. Payroll to include hours worked through the preceding Saturday. 4.3 L.E.A.D.S. Supervisor. The Employer will agree to pay effective 5/01/94, $.25 per hour, effective 5/01/95, $.25 per hour, and effective 5/01/96, $.30 per hour in addition to the base pay for Dispatchers provided for in the Wage and Longevity Schedule. 4.4 Longevity. Employee 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) days he/she shall revert permanently to previous step. There is a twelve (12) month window period of eligibility associated with Step A. This window begins when a 06.09.94/LDGEDG/NP/FILES/CANTONPOL/ 5 -~ t commissioned officer reaches the age of fifty (50) and has the required twenty (20) years of service with the Canton Police Department. For commissioned officers who already meet these requirements, the window starts on the day of , 1994. On the expiration date of this Agreement, no further step to step movement shall occur until a new Agreement is signed. 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 06.09.9{/LDGEDG/iiP/FILES/CANTONPOL/ 6 -~ Employees who are hired after May 1, 1994, shall accumulate vacation based upon the following schedule payable at the same rate 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 Designated. 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 06.09.94/LDGHDG/NP/FILS9/C1INTONPOL/ .~ Day (4th Thursday in November), Memorial Day (last Monday in May), Labor Day (1st Monday in September), Christmas Day (25 December), 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. 6.3 Holidays Worked. An employee's 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 06.09.94/LDGEDG/i7P/FILES/CANTONPOL/ i • t schedule the detectives to work holidays. Nine (9) holidays will be paid to the employees assigned to the Detective Unit. Scheduling of the nine (9) holidays will be subject to the request of the employee with a recommendation made by their supervisor and approval of the Chief. 6.4 Holiday Falling on Vacation or Regular 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 Computation of Sick1Personal 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, 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. 06.09.9/LDGEDG/NP/FILES/GINTONPOL/ 7.3 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 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 Pay In Lieu of Personal Daxs. 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 Days. 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 Davs. 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 sixty (60) days. Payment for up to thirty (30) accumulated days shall be made upon termination of employment. 06.09.91/LDGEDG/WP/FILES/CANTONPOL/ ~ O c 7.7 Call 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. 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 employe 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. 8.2 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 06.09.9L/LDGEDG/NP/FILES/CANTONPOL/ ~ 1 S 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 the provisions of 65 ILCS 5/10-2.1-23 and 2.1-24. 8.4 Bereavement. 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 ~r 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. 06.09.91/LDGEDG/iPP/FILES/CIRITONPOL/ 1 a 8.6 Family Medical Leave Act. All 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. 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 ( 2 ) 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 (1 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. 06.09.9/LDGEDG/IQP/FILES/CANTONPOL/ 1 3 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 Pay. 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 twenty dollars ($20.00) 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 acting Chief of Police, by the Chief of Police, or Mayor, such employee shall be granted temporary rank pay of ten dollars ($10.00) per week 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 Night Bonus. Employees who work a regular eight (8) hour night shift as part of their regular work week, shall receive and be paid 06.09.91/LDGEDG/pIP/FILES/CANTONPOL/ ~ 4 S a night bonus of five percent (50) 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. 9.7 Compensatory Time Off Compensatory time of f 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 (1 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. 06.09.94/LDGEDG/iPP/FILES/CANTONPOL/ ~ `~ Y 9.9 Trainina. 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. The payment of this amount shall be made on the first pay day in May or as soon thereafter as practical. 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. 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. The payment of this amount shall be made on the first day in May of each year, or as soon thereafter as practical. 10.3 Probationary 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 06.09.9L/LDGEDG/4iP/FILES/CANTONPOL/ 1 V 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 Employee,/Reimbursement~Termination. In the event of the termination for any reason, except 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. 06.09.94/LDGEDG/4/P/FILES/CANTONPOL/ 1 7 ti 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. EMPLOYEE'S INSURANCE. 12.1 Payment. Effective May 1, 1994, and May 1, 1995, the employee shall pay 1.2~ of said employee's base pay, and effective May 1, 1996, shall pay 1.5~ of the employee's base pay, to be deducted from pay in fifty-two (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 the employee officer and their dependents. 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. 06.09.9/LDGEDG/WP/FILES/CANTONPOL/ 1 0 4 12.3 Employee Deductible. Prior to payment of claims by or on behalf of the Employer in any given calendar year for any given employee, (to include payments for employees' dependents), that employees shall first be required to pay the first $100.00 aggregate amount of any such claim(s) for a employee without dependents; or, $200.00 aggregate for an employee with dependents. Effective May 1, 1995, the deductible will be $250.00 for employee, and $500.00 for employee with dependents. 12.4 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 Rep resentative 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 06.09.91/LDGEDG/NP/FILES/CANTONPOL/ 1 i payments. Changes already agreed upon by the parties are listed on Exhibit A attached hereto. DIVISION 13. RETIREMENT INSURANCE. 13.0 Life Insurance and Retirement Insurance. The insurance coverage for retired employees shall 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 $10,000.00 respectively, during the term of this Agreement, employees covered by this Agreement or retirees, as the case may be, shall receive insurance coverage at least equivalent to that provided by the City to any other City employee or retiree. 13.1 Retired Employees - Before May 1, 1994. For employees who have retired before May 1, 1994, and who have twenty (20) years of service and who have reached fifty (50) years of age, or who have twenty-five (25) years of service regardless of age, the Employer shall pay the full amount of the applicable insurance premium. Premium payment shall be for the retiree, retiree's spouse, and dependent children. Retired employees who become reemployed where insurance coverage is provided by the new employee shall be excluded from this provision. Upon attaining his age of sixty-five (65) years, or such other age as Congress may subsequently determine, this coverage shall 06.09.9{/LDGEDG/NP/FILES/C1INTONPOL/ ~ 0 . . terminate and the retired employee shall make application to Medicare or to its successor program. The retired employee shall have the option of purchasing Medicare supplement insurance at his expense through the City's group insurance carrier, if available. 13.2 Retired Employees - After May 1, 1994. Employees who retire after May 1, 1994, and who have twenty (20) years of service and who have reached fifty (50) years of age, or who have twenty-five (25) years of service, regardless of age and have become entitled to a pension under the provisions of the Policemen's Pension Fund, shall pay a premium of 1.2$ 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 employee shall have the option of purchasing Medicare supplement insurance at his expense through the City's group insurance carrier, if available. 13.3 Disabled Employee 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 06.09.96/LDGEDG/NP/FILES/CANTONPOL/ 2 1 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 Employees with Early Retirement. Employees entitled to payment of insurance premiums under 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 twenty-eight cents ($.28) per mile for each mile necessarily traveled. DIVISION 15. STRESS DAY. All commissioned officers shall receive one Sunday off per calendar month with pay as a stress day. However, it is 06.09.9{/LDGEDG/YPP/PILES/CANTONPOL/ 2 2 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 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 three days. DIVISION 18. DUTIES OF POLICE EMPLOYEES. The duties of all employees shall be in accordance with the State Statute, City Ordinances or resolutions, job 06.09.94/LDGEDG/NP/FILES/CANTONPOL/ 2 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 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 Meetinas. 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. SETTLEMENT OF GRIEVANCES. 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 06.09.94/LDGEDG/NP/FILES/C1121TONPOL/ 2 4 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 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. 06.09.96/LDGEDG/NP/FILES/CANTONPOL/ 2 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 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. 06.09.9{/I.DOEDG/NF/FZLS9/C1INTONPOL/ 2 6 M 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 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 ReporterfCost 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. 06.09.94/LDGEDG/fiP/FILES/CANTONPOL/ 2 7 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. 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 Grounds for Appeal. Grounds for appeal shall be those which existed at common law, 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 06.09.9L/LDGHDG/NP/FILES/CaNTONPOL/ 2 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. All appeals shall be filed within thirty (30) days of the party's receipt of the arbitrator's written, final decision. Receipt of the final, written decision shall be presumed thirty-five (35) days after the date of the decision. 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 SYSTEN 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. 06.09.94/LDGEDG/6YP/FZLE9/CANTONPOL/ 2 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 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 dues or other approved deductions in writing at least fifteen (15) days prior to its effective date. All employees covered by this Agreement who have signed Union dues checkoff cards for AFSCME prior to the effective date of this Agreement, or who signed such cards after such date shall not be allowed to cancel such dues deduction within the term of this Agreement. 21.2 Availability of Cards. The Employer shall make available Union deduction cards to employees. Such cards shall be supplied by the Union. 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 06.09.96/LDGEDG/NP/FILES/CANTONPOL/ 3 0 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 Religious 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 anon-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. The employee will on a monthly basis furnish a written receipt to the Union that such payment has been made. 21.5 Notice and A,pbeal. 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. 06.09.96/LDGEDG/NP/FILES/C)~tiTONPOL/ ~ 1 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 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 ILCS 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, 06.09.94/LDGEDG/NP/FILS9/CI~I7TONPOL/ 3 2 ,. 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 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 REQUIRENENT. Any employee shall become a resident of the City of Canton, or reside within a ten (10) mile radius of the City, within 06.09.9{/LDGSDO/NP/FILER/CANTONPOL/ 3 3 ~. 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 Management Rights. 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, 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; 06.09.94/LDGEDG/NP/FILES/CANTONPOL/ 34 (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. 26.3 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. 06.09.94/LDGEDG/WP/FILES/C1INTONPOL/ 3 5 26.4 Titles or Headinas. 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 Totality. 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 shall constitute the entire Agreement between the parties for its duration. 26.6 Conflict with Existing Policies or 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 1994-1995, 1995-1996, and 1996-1997 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 writing. 26.8 Contingency. This Agreement, is not an appropriation and it is recognized by all parties that all monetary considerations in this Agreement shall become effective upon adoption of the appropriation ordinance and budget by the City Council. 06.09.9{/LDGEDG/NP/FILES/CAETONPOL/ 3 6 26.9 Effective and Terminate Date of Agreement. All provisions and benefits of this Agreement shall be effective upon signing by both parties, with all provisions retroactive to May 1, 1994; subject to this Division 26, this Agreement shall terminate at 12:00 P.M., local time, on April 30, 1997. 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 G?~!~ day of 1994. CI CANT N, ILLINOIS yor of the ~ity~of Canton, rllinois ATTEST: 1 City Clerk Its President. Its Vice-President. Its Secretary 06.09.9{/LDGEDG/NP/FZLE9/C7INTONPOL/ 3 7 . ~, EXHIBIT A The Union and the Employer agree that the following changes will be implemented effective May 1, 1994, 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 limit from $500.00 to $1,000.00 excluding the deductible. D. All benefits will come under the deductible beginning May 1, 1994. 06.09.96/LDGEDG/NP/FILES/CANTONPOL/ 3 C CANTON , SLLSNOSS POLICE DEPARTMENT WAGE AND LONGEVITY SCHEDULE 1st Year Starting 2nd Year Starting 3rd Year Starting 4th Year 5-6 Years 7-9 Years 10-14 Years 15-19 Years 20-24 Years 25 Years and Over YEAR ONE OF CONTRACT - FISCAL YEAR 1994-1995 PATROLMAN SERGEANTS LIEUTENANTS $22,884.00 $27,086.00 $28,214.00 $24,209.00 $25,637.00 $28,121.00 $28,866.00 $29,311.00 $30,108.00 $28,349.00 $28,618.00 $29,363.00 $30,439.00 $31,154.00 $32,396.00 $32,696.00 $29,622.00 $29,912.00 $30,719.00 $31,847.00 $32,571.00 $32,903.00 $33,213.00 $30,905.00 $31,226.00 $32,064.00 $33,252.00 $34,062.00 $34,383.00 $34,714.00 Step A: For those employees who are eligible for this Step under 4.4 of the Agreement, shall have an additional $6,000.00 to their base pay. • . /•, C'S2'Y OF CANTON ~ SLLSNOS.S POLICE DEPARTKENT WAGE AND LONGEVITY SCHEDULE YEAR TWO OF CONTRACT - FISCAL YEAR 2995-1996 PATROLMAN SERGEANTS LIEUTENANTS 1st Year $23,685.00 $28,034.00 $29,201.00 Starting 2nd Year $25,056.00 $29,105.00 $30,337.00 Starting 3rd Year $26,534.00 $29,876.00 $31,162.00 Starting 4th Year $29,341.00 $30,659.00 $31,987.00 5-6 Years $29,620.00 $30,959.00 $32,319.00 7-9 Years $30,391.00 $31,794.00 $33,186.00 10-14 Years $31,504.00 $32,962.00 $34,416.00 15-19 Years $32,244.00 $33,711.00 $35,254.00 20-24 Years $33,530.00 $34,055.00 $35,586.00 25 Years and Over $33,840.00 $34,375.00 $35,929.00 Step A: For those employees who are eligible for this Step under 4.4 of the Agreement, shall have an additional $6,000.00 to their base pay. • . ~ CSI'Y OF CAN2'ON , SLLSNOSS POLICE DEPARTMENT WAGE AND LONGEVITY SCHEDULE YEAR THREE OF CONTRACT - FISCAL YEAR 1996-1997 PATROLMAN SERGEANTS LIEUTENANTS 1st Year $24,514.00 $29,015.00 $30,223.00 Starting 2nd Year $25,933.00 $30,124.00 $31,399.00 Starting 3rd Year $27,463.00 $30,922.00 $32,253.00 Starting 4th Year $30,368.00 $31,732.00 $33,107.00 5-6 Years $30,657.00 $32,043.00 $33,450.00 7-9 Years $31,455.00 $32,907.00 $34,348.00 10-14 Years $32,607.00 $34,116.00 $35,621.00 15-19 Years $33,373.00 $34,891.00 $36,488.00 20-24 Years $34,704.00 $35,247.00 $36,832.00 25 Years and Over $35,024.00 $35,578.00 $37,187.00 Step A: For those employees who are eligible for this Step under 4.4 of the Agreement, shall have an additional $6,000.00 to their base pay. r `J ~ ~ i C'=2'Y OF C'.AN2'ON , -rLL-rNOSS POLICE DEPARTlKENT WAGE AND LONGEVITY SCHEDULE DISPATCHER AND ANII~fAL CONTROL/CODE ENFORCEIKENT OFFICER Fiscal Year Fiscal Year Fiscal Year 1994-1995 1995-1996 1996-1997 Year 1 Year 2 Year 3 Year 4-6 Year 7-9 Year 10 Year 15+ $16,981.00 $17,488.00 $18,018.00 $18,559.00 $19,110.00 $19,683.00 $20,279.00 $17,660.00 $18,188.00 $18,739.00 $19,301.00 $19,874.00 $20,407.00 $21,090.00 $18,367.00 $18,915.00 $19,488.00 $20,073.00 $20,669.00 $21,289.00 $21,934.00 PARKING ENFORCEI~lENT/TRAFFIC SAFETY OFFICER Fiscal Year Fiscal Year Fiscal Year 1994-1995 1995-1996 1996-1997 $25,090.00 $26,094.00 $27,138.00