HomeMy WebLinkAboutResolution #4019 RESOLUTION NO. 4019
A RESOLUTION APPROVING AN AGREEMENT BETWEEN THE CITY OF CANTON AND
THE POLICE BENEVOLENT AND PROTECTIVE ASSOCIATION AND AUTHORIZING AND
DIRECTING THE MAYOR AND THE 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 the Policemen's
Benevolent Labor Committee, 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 COLTNCIL OF THE CITY OF
CANTON, ILLINOIS, AS FOLLOWS:
1. That the Agreement between the City of Canton and the Police Benevolent and Protective
Association, a copy of which is attached hereto and incorporated herein as Exhibit A, is hereby
approved by the Canton City Council and said agreement to be subject to and effective
pursuant to the terms and conditions set forth therein
2. That the Mayor and the City Clerk of Canton, Illinois, are hereby authorized and directed to
execute and deliver said agreement on behalf of the City of Canton.
3. That this Resolution shall be in full force and effect immediately upon its passage by the City
Council of the City of Canton, Illinois, and approval by the Mayor thereof.
4. That this Agreement is retroactive to May 1, 2010 and will terminate April 30, 2014.
PASSED by the City Council of the City of Canton, Illinois, at a regular meeting this 19 day of March
2013, upon a roll call vote as follows:
AYES: Aldermen Pickel, Hartford, Schenck, Pasley, West, Ellis, Nelson
NAYS:
ABSENT: Alderman Fritz
APPROVED: ~ ~
L ~
~
vin R` Mea e, Mayor
ATTEST: ~
Diana Pavley, City Clerk
CONTRACT
Between
THE CITY OF CANTON, ILLINOIS
And
POLICEMEN'S BENEVOLENT &
PROTECTIVE ASSOCIATION
May l, 2010
Through
Apri130, 2014
AGREEMENT NO. 505
THIS AGREEMENT MADE AND ENTERED INTO BY THE CITY OF CANTON AND THE
POLICEMEN'S BENEVOLENT LABOR COMMITTEE.
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 the Policemen's Benevolent Labor Committee;
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.
l.1 Definition of Terms.
For the purposes of clarification, various terms used in this contract
are defined as follows: '
l. l.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.
l.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 the Policemen's Benevolent
Labor Committee, or, who is a nonmember pcrying dues thereto pursvant 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 lst 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 (12J consecutive calendar months.
1.1.8 "Union" shall mean the Policemen's Benevolent Labor Committee.
DIVISION 2. RECOGNITION
2.1 Bargaininq Aaent.
The Employer recognizes the Policemen's Benevolent Labor
' Committee 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 secrefiaries, 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 (12J 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 such employees may be discharged by the
2.26.13. CANTON. POL. BEN V. A G REEM ENT
3
Employer without cause. Nothing herein shall be constrved, as to the
commissioned officers, to be other than in conformity with the Illinois Fire and
Police Commission Act (III. Comp. Stat. 65 ILCS 5/ 10-2.1-1 et seq.J.
2.3 Non-Aqpointive 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_l Regular Hours.
Except as otherwise provided, the regular hours of work each day
shall be consecutive except thafi they may be interrupted by a lunch period.
3.2 Work Shift.
Except as otherwise provided, eight (8J 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 (SJ
consecutive eight (8J hour days.
3_4 Work Schedule.
Work schedules showing the employees' workdays and hours shall be
posted on a Department bvlletin board at all times.
3.5 Shift Desiqnation.
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4
The 1 1 A.M. to 7 P.M. and 7 P.M. to 3 A.M. shifts shall be considered
the power shifts for the Patrol Division. Except as otherwise provided, the 7:00
A.M. to 3:00 P.M. shall be considered the first shift; the 3:00 P.M. to 1 1:00 P.M. shall
be considered the second shift; and the 1 1:00 P.M. to 6:00 A.M. shift shall be
considered the third shift of each day.
Dispatch shifts shall be the same as those in effect on September l, ~01 l.
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 Pav Period.
The salaries and wages of employees shail be paid bi-weekly on
Friday, or the preceding Thursday, if Friday falls on a h~oliday. Payroll to include
hours worked throvgh 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 shall be by appointment of the Chief.
4_4 LonqevitX.
Employees shall be entitled to receive additional longevity salary
payments based upon the service requirements specified in the longevity
schedvle. Employees will be moved from Step to Step upon accrual of the
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5
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:
(aJ Eligible employees are those who have accrued at least
twenty (20) years of service.
(bJ 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 (aJ
above.
(cJ 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.
(dJ Employees placed in Step A shall be entitled to receive
the salary provided in such Step for a maximum period
of thii~ty (30J days. If employee is still in service after thirty
(30J days he/she shall revert permanently to previous
Step.
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 residence. This compensation
covers daily feeding and watering, kennel cleaning, dog grooming, vehicle
cleaning and K-9 exercising.
This compensation does not include K-9 training, veterinary care, or
call-out time for K-9 usage. Compensation will be paid in three (3J equal
installments of $800.00 each, payable on the l st pay week of April, August and
2.26.13. CA NTON. POL. BEN V. A G REEM ENT
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December.
4_6 Field Traininq Officer
The Field Training Officer will be paid one (1 J hour straight time for
each shift that a Field Training Officer has a recruit.
DIVISION 5. VACATION.
Each employee hired prior to May l, 1994, shall be eligible for the following
vacation. Vacation will be paid at the rate it was earned. After one (1 J full year
of service, an employee shall accumulafie two (2J full calendar weeks (not to
exceed ten (10J working daysJ 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, shal~ be granted an additional calendar week of
~ vacation (not to exceed five (SJ working daysJ each year. Employees after ten
()O) years of continuous service shall be granted an additional calendar week of
vacation (not fio exceed five (5) working daysJ each year. Employees, after
fifteen (15J years of continuous service shall be granted an additional calendar
week of vacation (not to exceed five (SJ working daysJ 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 as provided for
2.26.13.CANTON. POL.BENV.AGREEMENT
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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
Chref makes a written request during such anniversary year for extension fio the
office of the Mayor who shall approve or disapprove same. When vacations
cannot be granted during the anniversary year, employees shall be paid their
regular straight time rate for all unused vacation in lieu thereof.
5_2 Vacation Riqhts in Case of Layoff or Seqaration.
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.
5.3 Schedulinq of Vacation
As of December 15th the Chief shall post a vacation schedule to include
available vacation slots for the following calendar year. Employees shali bid for
the vacation slots within each classification for thirty (30J days and thereafter
employee vacations are selected on a first come first serve basis. All vacation
2.26.13.CANTON. POL.BENV.AGREEMENT
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shall be approved by the Chief. A vacation slot bid and approved shall not be
changed by the employee or the Employer unless by mutual consent.
DIVISION 6. HOLIDAYS.
6_l Days Desiqnated.
The following days are holidays with pay for all employees: New
Year's Day (1 JanuaryJ, Martin Luther King, Jr. Day (3rd Monday in JanvaryJ,
President's Day (3rd Monday in Febrvary), Good Friday, Independence Day (4
JulyJ, Thanksgiving Day (4th Thursday in NovemberJ, Memorial Day (last Monday in
May), Labor Day ( lst Monday in September), Veterans Day (1 1 November), and
Christmas Day (25 DecemberJ.
6.2 Holidav Pav.
Each employee shall receive and be paid a"holiday" consisting of
eight (8J hours of regular pay applicable to each persun, provided, however, that
such employee works the day before and the day after the holiday, or has a
schedvled 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. l, and such a day is parf 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
2.26.13.CANTON. POL.BENV.AGREEMENT
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eight (8J 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
holidcry 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. 7en
( l OJ holidays will be paid to fihe employees assigned to the Defiective Unit.
Scheduling of the ten (10)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 Fallina on Vacation or Reaular Day Off.
If a holid~ry 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 regvlarly scheduled day off, the employee will receive eight (8J
hours' additional pay at the straight time rate.
DIV?SION 7. SICK AND PERSONAL DAYS.
7.1 Computation 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 (60J days of
service, an employee shall earn one-half (1 /2J day of personal leave and one-half
(1 /2J day of sick leave for each month worked during the current fiscal year.
2. 26.13. CA NTON. POL. BEN V. AG REEM ENT
10
Personal days may only be used when requested and approved by the Chief of
Police.
7.2 Computation of Sick/Personal Days -
Non Probationarv Emplo~es.
All non-probationary employees shall begin each fiscal year eligible
for ten ( l OJ workdays of which five (5J 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. Notwithstanding anything herein to the contrary, one (1 J
personal day per shift for the Department, may be taken with twenty-fovr (24J
hovrs' notice on a first come first serve basis.
7_3 Illness of Emplovee.
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
reqvirements in order to be eligible for pay during such sick leave. Employee
must:
(crJ Report promptly the reason for absence to the on-duty
shift commander or Chief of Police.
(bJ Keep the Chief of Police informed of employee's
condition if the absence is more than three (3J
consecutive days duration.
(cJ 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 Davs.
Should an employee not use all or any of the five (5J personal days,
2.26.13.CANTON. POL.BENV.AGREEMENT
19
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 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 ninety (90J days. Payment for up to forty-five (45J
accumulated days shall be made upon retirement or voluntary resignation.
7_6 Call in for Emergency Duty.
In the event fihat an employee is called for emergency duty on any
such day, the employee shall be paid for such emergency duty at a stroight time
rate.
DIVISION 8. LEAVE ~
8_l Disability Leave.
If an 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 (30J, or worker's compensation for more than forty-
five (45J working days (Monday throvgh Friday excluding holidaysJ, 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
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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 civilian employee injured while performing assigned tasks
during fihe 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 Chief of
Police, on forms prescribed by the Employer.
8.3 Military Leave.
Employees shall be granted s~ch 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 (3J 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, current brother-in-law, current sister-
in-law, grandparents, grandchildren, step relatives, and legal guardianJ.
Additional vacation time or other accrued leave time may be taken with
approval of the Chief. Bereavement leave shall be wifih pay for any regular
scheduled workdays.
2.26.13. CA NTON. POL. BEN V. A G REEM ENT
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8.5 Miscellaneous Leave Policies.
The Chief of Police has the authorifiy to approve other leaves of
absence withovt pay. Such leaves of absence shcrll 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.
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 ~AY 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 (4J hour minimum for the time they are required to be
in court and a two (2J hour minimum for the time they are reqvired to appear in
City Court in Canton. Employees shall be paid a two (2J hovr minimum for other
activities, which are court related.
9.2 Overtime.
Eighfi (8J hours per day shall be paid at the rate of straight time up to
2.26.13.CANTON. POL.BENV.AGREEMENT
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forty-three (43) hours per pcay period in quarter hour increments as determined by
the FLSA, and over forty-three (43) hours at time and one-half for all hours worked
in the pay period. For Civilian employees overtime will be paid after forty (40J
hours at time and one-half (1 %2 All time will be paid in qvarter hour increments
to the nearest quarter hour. Employees (except K-9 Handlers and DetectivesJ
called in for additional d uty shall also be paid at one and one half (1 1/2J times
the regulcrr rate, with a four (4J hour minimum. Call in time on a holiday will be
paid at dovble time, with a four (4J hour minimum. K-9 Handlers and Detectives
called in for additional duty shall be paid a minimum of two (2J hours at time and
one-haif their regvlar rate and double time on holidays. If called out for reasons
other than K-9 Handler or Detective duty, they will receive the four (4J hovr
minimum at the appropriate rate (time and one-half or double timeJ.
~ 9.3 Call In from Vacation.
Employees called in while on vacation shall be paid at the rate of
double time for all hovrs worked with a minimum of fovr (4J hours.
9_4 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 fifty dollars ($SO.OOJ per week during the period of such assignment. No
assignment shall be for a period of less than one (1 J full workweek (five (SJ working
daysJ.
2.26.13. CA NTON. POL. BEN V. A G REEM ENT
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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 fiemporary rank pay equivalent to the seniority step
pay of the higher rank during the time period of such assignment. On days where
fihere is no Patrol Supervisor, Commissioned Officers assigned as Senior Officers
shail receive $10.00 per shiffi in addition to their regvlar wages.
9.5 Niqht Bonus.
Any commissioned officer who works a regular eight (8J hour shift
anytime between the hours of 3:00 P.M. an 7:00 A.M. shall receive a night bonus
of 5~ added fio the basic hourly wage for each hour worked between 3:00 P.M.
and 7:00 A.M. Telecommunicators who work a regular eight (8J hour shift
between the hours of 2:00 P.M. and 6:00 A.M. shall receive and be paid a night ~
bonus of 5~ added to the basic hourly wage for each hour worked between the
hours of 2:00 P.M. and 6:00 A.M.
Commissioned officers assigned to Detectives and Drug Task Force,
subject to call-ovt status shall receive a sum equal to the night bonus provided for
herein, crdded to their base salary. All such assignments are directed by the Chief
of Police. Detectives and Task Force Officers are not eligible for additional night
bonus based on hours worked as mentioned in the first Paragraph of this Section.
9_6 Comqensatory Time Off
Compensatory fiime off may be given when the employee has
2.26.13. CANTON. POL. BEN V. A G REEM ENT
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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 1/2J
times the hours actually worked and may be accrved up to eighty (80J hours. The
employee may use these hours under the same rules that govern personal days.
Shovld 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 accrval by written
request to the Chief of Police during the fiscal year of accrual.
9.7 Overtime Rotation.
Overtime work shall be rotated among all employees within the
Department so far as practical. An overtime list shall be posted and maintained
up to date by the Chief of Police.
When overtime is required and thei~e are no volunteers for said
overtime shift, a supervisor, or officer acting in his stead, may order an employee
in to fill the vacancy. Initially, Officers will be ordered in based on their seniority in
rank beginning with the least senior Patrolman throvgh the most senior Lieutenant
and Telecommunicators from the least senior through the most senior until the
vacancy is filled, provided that no one who has worked sixteen (16J continuous
hours or is on a pre-approved vacation or personal day shall be ordered in to
work. Any employee so ordered in shall not be subject to another mandated
overtime order until the call in has progressed through the list, so far as practical.
Any officer assigned to a task force is not subject fio a mandatory call in
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and overtime rotation. Any officer assigned to the detective division shall not be
subject to a mandatory call in while acting as the on call detective.
9_8 Trainin .
Any employee authorized to attend a training school shall be paid
for time incident thereto at his regular hourly rate.
9.9 Tradinq Time
With the approval of the Chief of Police or his designee, employees
will be permitted to trade time, provided that the employees perform the same
job function and are each qualified to perform the basic duties of the other.
However, a patrol supervisor shall only be allowed to trade with someone of a
lesser rank provided there is another supervisor on duty during the effected time
or there is prior approval by the Chief of Police. Trading of time shall not cost the
Employer overtime.~ Repayment of duty trade time for the employee actually
working shall be the responsibility of the individual employees and not the
Employer.
DIVISION 10. CLOTHING ALLOWANCE.
10.1 Annual Pa~.
All employees shall be paid an annual clothing allowance of $650.00
for regulation Policemen's clothing as approved by the City Council. The
payment of this amount shall be made on the first payday in May.
10.2 Civilian Employees.
Civilian employees, except the Code Enforcement Officer and
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Traffic Safety Officer, required to be in uniforms shall be paid an annval clothing
allowance of $375.00 for regulation clothing as provided for by the City Council.
The Code Enforcement Officer and Traffic Safety Officer required to be in uniform
shalf be paid an annual clothing allowance of $500.00 for regulation clothing as
approved by the City Council. The payment of this amount shall be made on fihe
first payday in May.
10.3 Probationarv Employees Pa~.
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 (12J month probationary period.
10.5 Non-Probationary Emqloyee/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 currenfi fiscal year of the employee's
termination that percentage amount of the clothing allowance paid in such
2.26.13. CA NTON. POL. BEN V. A G REEM ENT
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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 amounfis, which may be yet dve, 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, raincoat and ballistic vest. The City
further agrees that replacement of same shall be made by the City when the
Chief of Police deems necessary. Equipment damaged in the line of duty will be
repcrired or replaced at the expense of the City.
DIVISION 11. MEAL PERIOD. ~
All employees shall be granted a thirty (30J 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, 2009, employees will contribute 20~ of the
premium cost for the healthcare plan elected by the employee for single or
family coverage. The City shall pay the balance. Payments shall be through
2.26.13. CA NTON. POL. BEN V. A G REEM EN7
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payroll deduction and their Section 125 Plan. Healthcare insurance is defined
as the City's healthcare coverage including dental for employees and their
dependents.
12.2 Coveraae.
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 (6J months of age shall be $10,000.00, and term life
insurance for employee shali be $20,000.00. Disability pay shall be two-thirds (2/3J
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 Emqloyee Deductible.
Prior to payment of claims by or or~ behalf of the Employer in any
given calendar year for any given employee, (to include payments for
employees' dependentsJ, that employees shali first be required to pay the first
$500.00 aggregate amount of any such claim(sJ for a employee without
dependents; or, $1,000.00 aggregate for an employee with dependents.
12.4 Insurance Committee.
A Joint Heaith Insurance committee shall be formed and be
comprised of the foliowing persons who accept invitations to participate:
l. 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
2.26.13.CANTON. POL.BENV.AGREEMENT
21
4. A Representative of the Policemen's Benevolent
Labor Committee.
5. A Representative of Non-Represented Employees
6. A Representative of Management
7. A Park District Representative
8. A Parlin Ingersoll Representative
This committee shall be empowered to research and analyze the
existing coverage and benefits, as well as, available plans to recommend
possrble changes to and/or additions to the existing plan. The committee shall
only make recommendations to modify the existing plan with a 2/3 majority vote
of the committee. No recommended change shall substantially change the
benefit levels and coverage of the existing plan. Also this committee will be
empowered to hear complaints on insurance payments. The City shall have the
final authority on any recommended changes or appeals on payments.
12.5 Post Employment Health Plan (PEHP~
Effective May l, 2007 the Employer shall cause a PEHP Plan to be
established through the Security Benefit Group under Internal Revenue Code
Section SO l(cJ (9). Annually, the Employer will fund the Plan by calculating 2~ of
the entire bargaining unit base pay for full-time employees for the preceding
fiscal year. That amount shall be divided by the total number of currenfi full-time
bargaining unit employees. The result of that calculation will equal the
"annualized contribution" that shall be paid by the Employer. The annualized
contribution will then be paid on a monthly basis for all full months of service the
employee works in the following fiscal year. For the first year of the PEHP Plan,
2.26.13. CA NTON. POL. BENV. A G REEM ENT
22
the Employer shall take the annualized contribution based on fihe fiscal year
2006 base pay and begin the monthly contributions for each employee on May
l , 2007.
12.6 Internal Revenue Code Section 125 Plan
Beginning May l, 2009 the Employer shall deduct from the payroll of
all employees participating in the City's Group Health Care Plan 20~ of fihe then
current healthcare premiums for their elected Plan coverage plus whatever
amounts the employee may direct in addition to that contribution. Such
amounts shall be pretax and shall be deposited into each employee's Section
125 Plan account. Each month the Employer shall be authorized to withdraw
from the employee's Section 125 Plan 20~ of the current premium cost for the
Plan coverage elected by the employee.
12.7 Insurance Coverages
The Employer agrees that no less than every five (5J years they will
competitively bid the insurance provisions of their insurance policy to determine
the best and most effective cost for the City's Plan.
DIVISION 13. RETIREMENT INSURANCE.
13.1 Life Insurance and Retirement Insurance.
The insurance coverage for retired empioyees shall consist of the
overall group plan of hospital, health, dental and life insurance coverage
offered to employees of the City. The insurance coverage may change from
time to time as it changed for the entire group and the City reserves the right to
2.26.13. CA NTON. POL. BEN V. A GREEM ENT
23
change coverages or premivm co-pays for the entire group without
discrimination between its employee participants and its retiree participants.
Continuation for the retiree's spouse will be in accordance with the terms and
conditions of the policy provisions as they may exist from time to time for the
termination of the "retirement or disability period" and continued coverage is
conditioned upon the retiree's obligation to pay the monthly premium directly
to the municipality in accordance with the premium payments determined by
the City. Notice of continued coverage and election of continved coverage
shall be in accordance with 215 ILCS 5/367j as it exists or is amended from time
to time.
13.2 Retired Employees - Before May l, 1994.
For employees who have retired before May l, 1994, and who have
twenty (20J years of service and who have reached fifty (50J years of age, or wi~~o
have twenty-five (25J years of service regardless of age, the Employer shall pay
the full amount of the applicable insurance premivm. 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 (65J 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
2.26.13. CA NTON. POL. BEN V. A GREEM ENT
24
group insurance carrier, if available.
13.3 Retired Emplo~es.
Employees, who retire after May l, 1994, and before May 1, 2009,
regardless of age, shall pay a premium equal to 3~ of their pension. Employees
who retire after May l, 2009 shall pay the same premium paid by other active
employees of the City for single and dependent coverage. Payments shall be
paid in twelve (12J equal monthly insfiallments. Premium payments shall be for the
retiree, retiree's spouse, and dependent children. Retired employees who
become reemployed where insurance coverage is provided by fihe new
Employer shall be excluded from this provision. Upon attaining his eligible age of
65 years for Medicare or such other age as Congress may subsequently
determine, this coverage shall terminate and the retired employee shall make
application to Medicare or to its' successor pro~ram. The retired employee shall
have the option of purchasing Medicare supplement insurance at his expense
through the City's group insurance carrier, if available.
13.4 Disabled Emqlovee and Sqovse and Dependents of
Deceased Commissioned Officer.
Employees who are hired after May l, 2007, and retire, or are
otherwise disabled as that term is defined under Article 7 of the Illinois Pension
Code, shall be entitled only to the continuation of benefit coverage provided
under 215 ILCS 5/367j, as it exists or is amended from time to time. Employees
hired after May l, 2007 and retiring after May l, 2009 or who are disabled off-duty
2.26.13.CANTON. POL.BENV.AGREEMEN7
25
after May l, 2009, shall be responsible for 75~ of the premium payment for both
single and family coverage.
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 pay appropriated by the Internal Revenue Service per mile for each
mile necessarily firaveled.
DIVISION 15. STRESS DAY.
All commissioned officers shall receive one Sunday off per calendar month
with pay as a stress day. Civilian empioyees shall receive five (5J stress days per
year (one every 73 daysJ. 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 office~'s normal workweek may, from time to time, be modified to
accommodate the stress day.
DIVISION 16. EMPLOYEE TELEPHONE REQU?RED.
Employee shall be required to have a telephone 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 Oqenings.
When an opening on a shift is created by retirement, resignation, or
discharge of an employee, such opening will be conspicvously posted on the
bullefiin board at Police Headquarters for a period of seven (7J days. During this
226.13.CAN70N. POL.BENV.AGREEMENT
26
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 dve
consideration to the most senior employee making such request when filling said
position.
17.2 Secondary Position Openinqs.
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 description, or, local custom, as fihe same may
be promulgated from time to time.
DIVISION 18.A. DISCIPLINE.
Discipline shall be progressive and corrective and shall be designated to
improve the behavior and not merely punish it. Those employees who are
commissioned officers shall be subject to the disciplinary requirements and
procedures of the Canton Police and Fire Commission or the grievance
procedure herein. Such commissioned officers shcall make an irrevocable election
to appeal any discipline (i.e. suspension, discharge, demotion and/or
reassignmentJ through the grievance procedure or the Canton Fire and Police
Commission within ten ( lOJ calendar days after receiving notice of the discipline.
All employees covered by this Agreement shall be suspended, relieved from duty
or disciplined in any manner only for just cause.
2.26.13. CA NTON. POL. BENV. A G REEM ENT
27
All disciplinary actions taken against a civilian employee shall be subject to
the grievance procedure set forth in Division 20.
DIVISION 19. MONTHLY DEPARTMENTAL MEETINGS.
Rovtine 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 an appropriate rate. Time spent in
such meetings shall be considered hours worked, for a minimum of one (1 J hour.
19.2 Schedule.
The Chief of Police shall notify all empioyees of the Department
meeting afi least one (1 J week in advance.
19.3 Other Meetinqs. ~
No provision of this Section shall be construed to prohibit the calling
of cr Departmental meeting as may be necessary. Time spent in such meefiings
shall be considered hours worked, with a one (1 J hour minimum, if the employee is
not on duty.
DIVISION 20. SETfLEMENT OF GRIEVANCES.
20.1 Purqose.
Amicable settlement of grievances between Employer and
employee is recognized in principal and with the intention that the same shall
be applied in practice to the fvllest extent possible.
2.26.13. CA NTON. POL. BENV. A G REEM ENT
28
20.2 Definition and Procedure.
A grievance is a dispute or difference of opinion raised by one or
more employees against the City of Canton, involving the meaning,
interpretation or application of the express provisions of this agreement. The
grievance procedure shall be available for discipline for all civilian employees.
A grievance shall be processed in the following manner:
Step 1: An employee who has a grievance shall submit it to the
Chief of Police. The Chief of Police shall give a written answer
within five (5J working days after such presentation.
Step 2: If the grievance is not settled in Step 1 and the employee
wishes to appeal the grievance to Sfiep 2 of fihe grievance
procedure, it shall be referred in writing to the City Council or the
City Personnel Commitfiee two (2J days prior to their next regularly
scheduled meeting at which time the employee and the Union
may present their grievance to the City for its consideration. If no
settlement is reached, the Mayor, or his or her representative, shall
give the City's written answer to the Union President within five (SJ
working days following their meeting. ~
Steq 3: If the grievance is not settled in Step 2 and the employee
wishes to appeal the grievance to Step 3 of the grievance
procedure, it shall be referred in writing to the Mayor within five (SJ
working days after the answer in Step 2 and shall be signed by both
the employee and the Union President. The Mayor, or his or her
representative, shall discuss the grievance within five (5J working
days with the Union President at a time mutually agreeable to the
parties. If no settlement is reached, the Union or the City may
request arbitration in accordance with 20.3 herein.
20.3 Arbitration.
If the grievance is not settled in accordance with the foregoing
procedure, the Union or fihe City may refer the matfier to arbitration within seven
(7J working days after receipt of the City's answer in Step 3. The parties shall
226.13. CANTON. POL. BENV. A G REEM ENT
29
attempt to agree upon an arbitrator within five (SJ working days after receipt of
notice of referral and in the event the parties are unable to agree upon an
arbitrator within said five (5J day period, the parties shall immediately present a
joint request to the Federal Mediation and Conciliation Service to submit a
panel of seven (7J arbitrators. Both the City and the Union shall have the right to
alternately strike three (3J names from the panel one (1 J at a time. The party
requesting arbitration shall make the first strike. The remaining person shall be
the arbitrator. The arbitrator shall be notified of his or her selection by a joint
letter from the City and the Union reqvesting that he or she set a time and
place, subject to the availability of the City and Union representatives.
20.4 Authority of Arbitrator.
The arbitrator shall have no right to amend, modify, nullify, ignore,
add to, or suutract from the provisions of this Agreement. He or she shall
consider and decide only the specific issue submitted to him or her in writing by
the City and the Union and shall have no avthority to make a decision on any
other issue not so submitted to him or her. The arbitrator shall be without power
to make decisions contrary to or inconsistent wifih or modifying or varying in any
way the application of laws and rvles and regulations having the force and
effect of law. The arbitrator shall submit in writing his or her decision within thirty
(30J days following the close of the hearing or the submission of briefs by the
parties, whichever is later, unless the parties agree to an extension thereof. The
decision shall be based solely upon his or her interpretation of the meaning or
2.26.13.CANTON. POL.BENV.AGREEMENT
30
application of the express terms of this Agreement to the facts of the grievance
presented. The decision of the arbitrator shall be final and binding, unless
otherwise appealed or modified according to the Uniform Arbitration Act.
This Section relating to binding grievance arbitration shall not be
interpreted to in any way 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 Ex~enses of Arbitration.
The fee and expenses of the arbitrator and the cost of a written
transcript shall be divided equally between the city and the Union provided,
however, that each party shall be responsible for compensating its own
representative and witnesses.
20.6 Time Limit for Filinq.
No grievance shall be entertained or processed unless it is
submitted within ten (10J working days after the occurrence of the event giving
rise to the grievance or within ten (10J working days after the employee through
the use of reasonable diligence should have obtained knowledge of the
occurrence of the event giving rise to the grievance.
If a grievance is not presented within the time limits set forth above,
it shall be considered "waived". If a grievance is not appealed to the next Step
within the specified time limit or any agreed extension thereof, it shall be
considered settled on the basis of the City's last answer. If the City does not
2.26.13. CA NTON. POL. BEN V. A G REEM ENT
31
answer a grievance or an appeal thereof within the specified time limit, the
Union may elect to treat the grievance as denied at that Step and immediately
appeal the grievance to the next Step. The time limit in each Step may be
extended by mutual written agreement of the City and Union President
involved in each Step. The term "working days" as used in this Article shall
mean the days Monday through Friday inclusive when employees covered by
this Agreement are schedvled to work.
20.7 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.
D?V?SION 21. CHECK OFF SYSTEM AND UNION SECURITY.
2 l. l Dues Check Off. ~
Upon receipt of a signed authorization in the form set forth herein,
the City will deduct from the pay of an employee covered by this Agreement the
monthly dves in the amount payable by him or her as certified by the Union to
the City. Deductions shall be made equally from earnings payable on the
second paycheck of each month beginning with the first month immediately
following the date of receipt of such authorization. Such deduction shall be
remitted to the Union within fifteen (15J days after the deduction has been made.
The authorization card shall be as follows:
2.26.13. CA NTON. POL. BEN V. A G REEM ENT
32
AUTHORIZATION FOR PAYROLL DEDUCTION TO: CITY OF CANTON, ILLINOIS
I hereby request and authorize you to deduct from my earnings the
monthly Union membership dues established by the Policemen's Benevolent
Labor Committee. I authorize and direct you to deduct membership dues from
my second paycheck each month after the date this assignment is delivered to
you and to remit same to the Union.
This Agreement, authorization, and direction shall become operative on
the date it is delivered to yov and may be revoked in writing at any time.
Date
Name
21.2 Fair Share Deductions.
Employees covered by this AgrE~ement who are not members of the
Union paying dues by voluntary payroll deduction shall be required to pay in liev
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
2.26.13. CA NTON. POL. BEN V. A G REEM ENT
33
advise the Employer of any increase in fair share fees in writing at least fifteen (15J
days prior to its effective date. The amovnt constituting each non-member
employee's share shall not exceed dues uniformly required to Union members.
21.3 Reliqious Exemption.
Shovld 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 amovnt eqval to their fair
sharer shall be paid to a non-religious charitable organization mutualiy agreed
upon by the employee affected and the Union. If the Union and the employee
are unable to agree on the mcrtter, such payments shall be mcade 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. ~
21.4 Notice and Aqpeal.
The Union agrees to provide notices and appeal procedures to
employees in accordance with appiicable law.
21.5 Indemnification.
The Union shall indemnify, defend, and hold the Employer harmless
against any claim, demand, svit or liability arising from any action taken by the
Employer in complying with this Division 2 l, or, any porfion thereof.
DIVISION 22. ACCRUAL AND FORFEITURE OF SENIORITY.
All employees shall be given seniority beginning with the date of
2.26.13. CA NTON. POL. BEN V. A GREEM ENT
34
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 month's service if hired on a permanent basis without a lapse in
employment.
Seniority shall be forfeited for any of the following reasons:
(aJ Employee resigns; and
(bJ Employee is discharged for just cause.
Officers who are promoted or appointed to a police management position
will continue to accrve bargaining unit seniority while they serve in that capacity.
If said officer subsequently leaves the police management position, he/she shall
be allowed to return to the rank he/she held prior to the promotion/appointment.
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. Nothing herein shall
constitute a waiver of any rights or obligations the Union or the Employer may
have under the ILRA. The Employer agrees to bargain over the impact of the
layoff, as determined in the sole discretion of the Employer. The bargaining shall
commence with ten ( l OJ days of the notice.
23.2 Order to be Followed When Lavinc~ Off.
2.26.13.CANTON. POL. BENV.AGREEMENT
35
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. J Layoffs of
commissioned officers to accomplish a reduction in the Department rank
structure shall be by seniorifiy 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 Iess senior
employees are laid off.
23.3 Order to be Followed in Call Back.
Recall of commissioned officers shall be in conformity wi~fh the
requirements of the Fire and Police Commission Act (65 ILCS 5/10 2.1-1 et seq.J,
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 covrse required for a job
2. 26.13. CA NTON. POL. BEN V. A G REEM ENT
36
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 covrse.
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 limits within thirty (30J days after expiration
of such employee's probationary period, if the employee is to continve 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 Manaqement Riqhts.
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:
(aJ To direct all operations of the Police Department;
(bJ To determine the overall budget;
(cJ To establish reasonable work rules and schedules or
work;
(dJ To create an organizational structure; to hire or promote
from the Fire and Police Commission eligibility list,
2.26.13.CANTON. POL.BENV. AGREEMENT
37
transfer, schedule and assign employees in positions and
to create, combine, modify and eliminate positions
within the Police Department;
(eJ To suspend, discharge and take other disciplinary action
for just cavse against employees under the established
work rules and regulafiions of the Police Department and
Fire and Police Commission and the provisions of this
Agreement;
(fJ To lay off employees;
(gJ To determine quality and maintain efficiency of the
operations of the Police Department;
(hJ To introduce new or improved methods or facilities;
(iJ To change existing methods or facilities;
(jJ To determine the kinds, quality and amounts of services
to be performed as pertains to the Police Department
and City operafiions; and the number and kind of
classifications to perform such services;
~(k) To contract out for goods or services;
(IJ To establish rules relating to those items not subject to
arbitration under Section 1614(iJ of the Public Employees
Labor Relations Act of Illinois, except to the degree to
the impact of such items;
(mJ To determine the methods, means and personnel by
which the Police Department operations are to be
conducted;
(nJ To take whatever action is necessary to carry out the
functions of the Police Department in sitvations 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
2.26.13. CA NTON. POL. BEN V. A G R EEM ENT
38
Agreement shall be construed to modify, eliminate or detract from the stafiutory
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.
26.4 Titles or Headinqs.
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 Existinq Policies or Reqvlations.
If there is a conflict befiween 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 Drva and Alcohol Testinq_
Drug and alcohol testing of employees shall be in accordance with
2.26.13. CA NTON. POL. BEN V. AGREEM ENT
39
the Policy attached as Exhibit A.
26.8 Wellness Proqram
The City of Canton adopts and incorporates herein the Graham
Hospital Association Well Bucks Incentive Program (Copy AttachedJ. Employees
will be permitted to participate in the Program and earn points in accordance
with the Program's established and presented by Graham Hospital. 7he
Program's terms and conditions may be changed from time to time by Graham
and the same shall apply to the City of Canton employees throvgh their
participation in fihe Program.
Wellness Program benefits will be awarded each year on
December ) St.
26.9 Effective and Termination Date of Aqreement
All provisions and benefits of this Agreement shall be effective upon
signing by both parties with all provisions retroactive to May l, 2010. This
Agreement shall expire on the 30th of April, 2014, but shall continue in fvll force
and effect if no Agreement has then been entered into between the parties
pending negotiations for a new Agreement.
IN WITNESS WHEREOF, the parties hereto have executed crnd delivered the
foregoing Agreement in two (2J duplicate originals, each of which is hereby
declared to be an original for all purposes.
2.26.13. CANTON. POL. BENV. A G REEM ENT
40
Dated this 21st day of March, 2013.
~ C1TY F NT , ILLINOIS
Mayor of the City of Canton, Illinois
ATTEST: `
City Clerk
POLICEMEN'S BENEVOLENT LABOR COMMITTEE
~
BY:
FOR THE UNION:
~ ~ President.
, Its Vice-President.
~~t,'1~ ~'~i ~~i~~( , Its Secretary
2.26.13. CANTON. POL. BENV. AGREEM ENT
41
Police Union Wage Schedule
Wage and Longevity Schedule beginning 5/1/2010 to 4/20/2014
4.00% 2.50% 2.50% 2.50%
FY11 FY12 FY13 FY14
5/1/2010 5/1/2011 5/1/2012 5/1/2013
4/30/2011 4/30/2012 4/30/2013 4/30/2014
Patrolman
ist Year 39,868.05 40,864.75 41,886.37 42,933.53
Starting 2nd Year 42,177.21 43,231.64 44,312.43 45,420.24
Starting 3rd Year 44,664.19 45,780.80 46,925.32 48,098.45
Starting 4th Year 49,389.93 50,624.68 51,890.30 53,187.56
5-6 Years 49,858.92 51,105.39 52,383.03 53,692.60
7-9 Years 51,154.93 52,433.80 53,744.65 55,088.26
10-14 Years 53,029.70 54,355.45 55,714.33 57,107.19
15-19 Years 54,276.78 55,633.70 57,024.54 58,450.15
20-24 Years 56,918.89 58,341.86 59,800.41 61,295.42
25 Years and Over 58,588.41 60,053.12 61,554.45 63,093.31
Police Union Wage Schedule
Wage and Longevity Schedule beginning 5/1/2010 to 4/20/2014
4.00% 2.50% 2.50% 2.50%
FY11 FY12 FY13 FY14
5/1/2010 5/1/2011 5/1/2012 5/1/2013
4/30/2011 4/30/2012 4/30/2013 4/30/2014
Sergeants
1st Year 47,190.55 48,370.31 49,579.57 50,819.06
Starting 2nd Year 48,992.54 50,217.35 51,472.79 52,759.61
Starting 3rd Year 50,289.73 51,546.97 52,835.65 54,156.54
Starting 4th Year 51,608.40 52,898.61 54,221.07 55,576.60
5-6 Years 52,113.19 53,416.02 54,751.42 56,120.21
7-9 Years 53,520.18 54,858.18 56,229.64 57,635.38
10-14 Years 55,484.46 56,871.57 58,293.36 59,750.69
15-19 Years 56,745.85 58,164.50 59,618.61 61,109.08
20-24 Years 58,951.19 60,424.97 61,935.60 63,483.99
25 Years and Over 61,114.77 62,642.64 64,208.70 65,813.92
Police Union Wage Schedule
Wage and Longevity Schedule beginning 5/1/2010 to 4/20/2014
4.00% 2.50% 2.50% 2.50%
FY11 FY12 FY13 FY14
5/1/2010 5/1/2011 5/1/2012 5/1/2013
4/30/2011 4/30/2012 4/30/2013 4/30/2014
Lieutenants
1st Year 49,153.64 50,382.49 51,642.05 52,933.10
Starting 2nd Year 51,066.61 52,343.28 53,651.86 54,993.15
Starting 3rd Year 52,455.70 53,767.09 55,111.27 56,489.05
Starting 4th Year 53,843.58 55,189.67 56,569.41 57,983.64
5-6 Years 54,402.08 55,762.13 57,156.18 58,585.09
7-9 Years 55,861.56 57,258.10 58,689.55 60,156.79
10-14 Years 57,933.25 59,381.58 60,866.12 62,387.78
15-19 Years 59,342.62 60,826.18 62,346.84 63,905.51
20-24 Years 61,528.88 63,067.10 64,643.77 66,259.87
25 Years and Over 63,731.83 65,325.13 66,958.26 68,632.21
Police Union Wage Schedule
Wage and Longevity Schedule beginning 5/1/2010 to 4/20/2014
4.00% 2.50% 2.50% 2.50%
FY11 FY12 FY13 FY14
5/1/2010 5/1/2011 5/1/2012 5/1/2013
4/30/2011 4/30/2012 4/30/2013 4/30/2014
Dispatcher
Year 1 29,870.01 30,616.76 31,382.18 32,166.73
Year 2 30,762.65 31,531.72 32,320.01 33,128.01
Year 3 31,693.47 32,485.81 33,297.95 34,130.40
Year 4-6 32,645.60 33,461.74 34,298.28 35,155.74
Year 7-9 33,615.99 34,456.39 35,317.80 36,200.75
Year 10 34,623.19 35,488.77 36,375.99 37,285.39
Year 15+ 35,672.17 36,563.97 37,478.07 38,415.02
Police Union Wage Schedule
Wage and Longevity Schedule beginning 5/1/2010 to 4/20/2014
4.00% 2.50% 2.50% 2.50%
FY11 FY12 FY13 FY14
5/1/2010 5/1/2011 5/1/2012 5/1/2013
4/30/2011 4/30/2012 4/30/2013 4/30/2014
Code Enforcement and Animal Control
Year 1 33,852.28 34,698.59 35,566.05 36,455.20
Year 2 34,556.36 35,420.27 36,305.78 37,213.42
Year 3 35,261.65 36,143.19 37,046.77 37,972.94
Year 4-6 35,966.92 36,866.10 37,787.75 38,732.44
Year 7-9 37,377.49 38,311.92 39,269.72 40,251.46
Year 10 38,082.76 39,034.83 40,010.70 41,010.97
Year 15+ 39,493.32 40,480.66 41,492.67 42,529.99
Police Union Wage Schedule
Wage and Longevity Schedule beginning 5/1/2010 to 4/20/2014
4.00% 2.50% 2.50% 2.50%
FY11 FY12 FY13 FY14
5/1/2010 5/1/2011 5/1/2012 5/1/2013
4/30/2011 4/30/2012 4/30/2013 4/30/2014
Parking Enforcement/Traffic Safety Officer
44,136.73 45,240.14 46,371.15 47,530.43
Police Unlon Wage Schedule
Wage and Longevity Schedule beginning 5/1/2010 to 4/30/2014
2080 hours
4.00% 2.50% 2.50% 2.50%
FV11 FY12 FV13 FY14
s/i/zoio s/i/zoii s/i/zoiz s/i/zois
4/30/2011 4/30/2012 4/30/2013 4/30/2014
Dispatcher
Vear 1 29,870.01 14.3606 574.42 30,616.76 14.~196 588.78 31,382.18 15.~876 603.50 32,166.73 15.4648 618.59
Vear 2 30,762.65 14.7897 591.59 31,531.72 15.1595 606.38 32,320.01 15.5385 621.54 33,128.01 15.9269 637.08
Year3 31,693.47 15.2372 609.49 32,485.81 15.6182 624.73 33,297.95 16.0086 64035 34,130.40 16.4088 656.35
Vear4-6 32,645.60 15.6950 627.80 33,461.)4 16.0874 643.50 34,298.28 16.4896 659.58 35,155.74 16.9018 676.07
Year7-9 33,615.99 16.1615 646.46 34,45639 16.5656 662.62 35,317.80 16.9797 679.19 36,200.75 17.4042 696.17
Vear 10 34,623.19 16.6458 665.83 35,488.77 17.0619 682.48 36,375.99 17.4885 699.54 37,285.39 17.9257 717.03
Vear 15+ 35,672.17 17.1501 686.00 36,563.97 17.5788 703.15 37,478.07 18.0183 720.73 38,415.02 18.4688 738.75
FY11 FY12 FV13 FY14
s/i/zoio s/i/zoii s/i/~oiz s/i/zola
4/30/2011 4/30/2012 4/30/2013 4/30/2014
Cade Enforcement and Animal Control
Vear l 33,852.28 16.2751 651.01 34,698.59 16.6820 667.28 35,566.05 17.0991 683.96 36,455.20 17.5265 701.06
Year 2 34,556.36 16.6136 664.55 35,420.27 17.0290 681.16 36,305.78 17.4547 698.19 37,213.42 17.8911 715.64
Vear3 35,261.65 16.9527 678.11 36,143.19 17.3765 695.06 37,046.77 17.8109 712.44 37,972.94 18.2562 730.25
Year4-6 35,966.92 17.2918 691.67 36,866.10 17.7241 ~08.96 37,787.75 18.1672 726.69 38,732.44 18.6214 744.85
Vear 7-9 37,377.49 17.9699 718.80 38,311.92 18.4192 736.77 39,269.72 18.8797 755.19 40,251.46 19.3517 774.07
Vear 10 38,082.76 18.3090 732.36 39,034.83 18.7667 750.67 40,030.70 19.2359 769.44 43,010.97 19.7168 788.6J
Vear 15i 39,493.32 18.9872 759.49 40,480.66 19.4619 778.47 41,492.67 19.9484 797.94 42,529.99 20.4471 817.88
FVil FY12 FY13 FY14
s/i/zoio s/i/zoii s/i/zoiz 5/1/2013
4/30/2011 4/30/2012 4/30/2013 4/30/2014
Psrking Enforcament/TreHic Safety O(Flcer
44,136.73 21.2196 848.78 45,240.14 21.7501 870.00 46,371.15 22.2938 891.75 47,530.43 22.8512 914.05
Police Union Wage Schedule
W age and W ngevity Schedule beglnning 5/1/2030 to 4/30/2014
2080 hours
4.00% 2.50% 2.50% 2.50%
FV11 FV12 FY13 FV14
s/i/zoio s/i/zoii s/i/zoiz s/i/zoia
4/30/2011 4/30/2012 4/30/2013 4/30/2014
Annual Hourly Weekly Annual Hourly Weekly Annual Hourly Weekly Annual Hourly Weekly
Panolman
1st Vear 39,868.05 19.16~3 766.69 40,864.75 19.6465 785.86 41,886.37 20.1377 BO5.51 42,933.53 2o.6431 825.64
Starting2ndYear 42,177.21 20.2775 811.30 43,231.64 20.)844 831.38 44,312.43 21.3041 852.16 45,420.24 21.8367 873.47
Starting3rdVear 44,664.19 21.4732 858.93 45,780.80 22.0100 880.40 46,925.32 22.5602 902.41 48,098.45 23.1243 924.97
Starting4thVear 49,389.93 23.7452 949.81 50,624.68 24.3388 973.55 51,890.30 24.9473 997.89 53,187.56 25.5709 1,022.84
5-6Yean 49,858.92 23.9706 958.83 51,105.39 24.5699 982.80 52,383.03 25.1841 1,007.37 53,692.60 25.8138 1,032.55
7-9Years 51,154.93 24.5937 983.75 52,433.80 25.2086 1,008.34 53,744.65 25.8388 1,033.55 55,088.26 26.4847 1,059.39
10-14Years 53,029.J0 25.4951 1,019.80 54,355.45 26.1324 1,045.30 55,714.33 26.7857 1,071.43 57,107.19 27.4554 1,098.22
15-19Years 54,276.78 26.0946 1,043.78 55,633.70 26.7470 1,069.88 57,024.54 27.4156 1,096.63 58,450.15 28.3010 1,124.04
20-24Years 56,918.89 27.3649 1,094.59 58,341.86 28.0490 1,121.96 59,800.41 28.7502 1,150.01 61,295.42 29.4690 1,178.76
25YearzandOver 58,588.41 28.1675 1,126.70 60,053.12 28.8717 1,154.87 61,554.45 29.5935 1,183.74 63,093.31 30.3333 1,213.33
FV11 FV12 FY13 FV14
s/i/zoio s/i/zoii s/i/zoiz s/i/zoi3
4/30/2011 4/30/2012 4/30/2013 4/30/2014
Seryeants
1stVear 47,190.55 22.6878 907.51 48,370.31 23.255U 930.20 49,579.57 23.8363 953.45 50,819.06 24.4322 97~.29
Starting 2nd Vear 48,992.54 23.5541 942.16 50,217.35 24.1430 965.72 51,472.79 24.7465 989.86 52,759.61 25.3652 1,014.61
Starting3rdVear 50,289.73 24.1778 967.11 51,546.97 24.7822 991.29 52,835.65 25.4018 1,016.0~ 54,156.54 26.0368 1,041.47
Starting4thVear 53,608.40 24.8117 992.47 52,898.61 25.4320 1,017.28 54,221.07 26.0678 1,042.71 55,576.60 26.7195 1,068.78
53 Vears 52,113.]9 25.0544 1,002.18 53,416.02 25.6808 1,027.23 54,751.42 26.3228 1,052.91 56,120.21 26.9809 1,079.23
7-9Years 53,520.18 25.7309 1,029.23 54,858.18 26.3741 1,054.97 56,229.64 27.0335 1,081.34 57,635.38 27.7093 1,308.37
10-14Vears 55,484.46 26.6752 1,067.01 56,871.57 27.3421 1,093.68 58,293.36 28.0257 1,121.03 59,750.69 28.7263 1,149.05
15-19Vears 56,745.85 27.2817 1,091.27 58,164.50 27.9637 1,118.55 59,618.61 28.6628 1,146.51 61,309.08 29.3794 1,175.17
20-24Vears 58,951.19 28.3419 1,133.68 60,424.97 29.0505 1,162.02 61,935.60 29.7767 1,191.07 63,483.99 30.5211 1,220.85
25VearsandOVer 61,114.77 29.3821 1,175.28 62,642.64 30.1167 1,204.67 64,208.70 30.8696 1,234.78 65,813.92 31.6413 1,265.65
FV11 FV12 FY13 FV14
s/i/zaia s/i/zoii s/i/zoiz s/i/zoi3
4/30/2011 4/30/2012 4/30/2013 4/30/2014
Liautenants
1stVear 49,153.64 23.6316 945.26 50,382.49 24.2223 968.89 51,642.05 24.8279 993.12 52,933.10 25.4486 1,017.94
Starting2ndYear 51,066.61 24.5513 982.05 52,343.28 25.1650 1,006.60 53,651.86 25.7942 1,~31.77 54,993.15 26.4390 1,057.56
Starting3rdYear 52,455.70 25.2191 1,008.76 53,767.09 25.8496 1,033.98 55,111.27 26.4958 1,059.83 56,489.05 27.1582 1,086.33
Starting4thVear 53,843.58 25.8863 1,035.45 55,189.67 26.5335 1,061.34 56,569.41 27.1968 1,087.87 57,983.64 27.8768 1,115.07
5-6Years 54,402.08 26.1548 1,046.19 55,762.13 26.8087 1,~72.35 57,156.16 27.4789 1,099.16 58,585.09 28.1659 1,126.64
7-9Years 55,861.56 26.8565 1,074.26 57,258.30 27.5279 1,101.12 58,689.55 28.2161 1,128.65 60,356.79 28.9215 1,156.86
10-14Vears 57,933.25 27.8525 1,114.10 59,381.58 28.5486 1,141.95 60,866.12 29.2626 1,170.50 62,387.78 29.9941 1,199.76
15-19Vears 59,342.62 28.5301 1,141.20 60,826.18 29.2434 1,169.73 62,346.84 29.9744 1,198.98 63,905.51 30.7238 1,228.95
20-24Years 61,528.88 29.5812 1,183.25 63,067.10 30.3207 1,212.83 64,643.77 31.0787 1,243.15 66,259.87 31.8557 1,274.23
25 Vears and Over 63,731.83 30.6403 1,225.61 65,325.13 31.4063 1,256.25 66,956.26 32.1915 1,287.66 68,632.21 32.9963 1,319.85
r
~
I C1TY OF CAMON, lLUNOIS
. ~ Mayor of the City oi Canton, lilinois
ATfEST.~ "
Ciiy Clerk
POIiCEMEN'S BENEVOLENT LA80R COMM(TTEE
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By: i~ ~ t /~l.c--L
F i'HE UN1pN: ~
r Its Presidenfi.
~ ~ lis ~ce-President. -
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~ • r tts Secretary •
~ 2.26.13.CAMON.POLBENV.AGREEMEM '
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