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HomeMy WebLinkAbout80-0303 EFD Union 439 7;0-C:103 AGREEMENT Between CITY OF ELGIN And LOCAL #439 INTERNATIONAL ASSOCIATION OF FIREFIGHTERS 1980 - 1981 TABLE OF CONTENTS Item Page P Recognition of International Association of Firefighters 1 1. Management Responsibilities 1 2. Non-Interruption of Work 1 3. Union Security 2 4. Salary Range 2 5. Wages 3 6. Hours of Work and Overtime 4 7. Holidays and Personal Days 5 8. Vacations 6 9. Sick Leave 7 10. Group Hospitalization and Major Medical Insurance 9 11. Life Insurance 9 12. Uniform Allowance 9 13. Separation Pay 9 14. Death of an Employee 10 15. Grievance Procedure 10 16. General Conduct 12 17. Entire Agreement 12 18. Savings 13 19. Term 13 A Dues Checkoff Form Appendix A The City of Elgin (herein called "City" ) recognizes the Fire Employee Relations Committee of Local #439, International Association of Firefighters (herein called "Association" ) as the sole representative and bargaining agent of all full-time firefighters, and fire lieutenants. This Memorandum of Agree- ment is made by and between the City and the Association for and on behalf of all full-time firefighters and fire lieutenants employed by the City, and sets forth the wages, hours and con- ditions of employment for the period December 30, 1979 through December 26, 1981. Each employee represented by the Fire Employee Relations Committee will receive a copy of this Memo- randum of Agreement. Item 1. Management Responsibilities The City shall retain the sole right and authority to operate and direct the affairs of the City and the Fire Department in all its various aspects, including, but not limited to, all rights and authority exercised by the City prior to the execution of this Agreement, except as modified in this Agreement. Among the rights retained is the City ' s right to determine its mission and set standards of service offered to the public; to direct the working forces; to assign overtime; to plan, direct, control and determine the operations or services to be conducted in or at the Fire Department or by employees of the City; to assign and transfer employees within the Fire Department; to hire, promote, demote, suspend, discipline, or discharge for just cause, or to relieve employees due to lack of work or for other legitimate reasons; to make and enforce rules and regulations; to change methods, equipment, or facilities; provided, however, that the exercise of any of the above rights shall not conflict with any of the specific provisions of this Agreement. Any matters within the jurisdiction of the Elgin Board of Fire and Police Commissioners shall not be affected by the terms of this paragraph nor shall this paragraph be deemed to limit the authority or jurisdiction of said Board in any way. Item 2. Non-Interruption of Work The Association, its officers and agents, and the employees covered by this Agreement agree not to instigate, promote, sponsor, engage in, or condone any strike, slowdown, concerted stoppage of work, or any other intentional interruption of operations. Any or all employees who violate any of the provisions of this Article may be discharged or otherwise disciplined by the City in accord- ance with the procedures of the Elgin Board of Fire and Police Commissioners. The City will not lock out any employees during the term of this Agreement as a result of a labor dispute with the Association. 1 Item 3. Union Security All non-probationary employees covered by this Agreement who are members of the Union shall be required to pay Union dues. Employees are not required to join the Union as a condition of employment, but non-probationary employees shall, during the term of this Agreement, pay a service fee in an amount not to exceed the Union dues for the purpose of administering the pro- visions of this Agreement. Upon receipt of a voluntarily signed written dues checkoff authorization from an employee covered by this Agreement, the City shall during the term of this Agreement deduct the uniform bi-weekly Union dues of such employees from their pay and remit such deductions to the Secretary-Treasurer of the Union. In the event a non-probationary employee covered by this Agreement does not voluntarily sign a written dues checkoff authorization, the City, after being requested to do so in writing by the Union, shall make an involuntary deduction from the pay of the employee of a service charge to administer this Agreement in an amount that does not exceed the uniform bi-weekly Union dues and shall remit such deduction to the Secretary-Treasurer of the Union. A copy of the dues checkoff authorization to be used during the term of this Agreement is attached as Appendix A. The Union shall indemnify the City and hold it harmless for all legal costs or other forms of liability, monetary or other- wise, arising out of or by reason of any action taken by the City at the direction of the Union for the purpose of complying with the provisions. Item 4. Salary Range Section a. Rate Review. The beginning Firefighter shall start at step one of the salary range as reflected in Item 5. He/she will be eligible to advance to step two of the Firefighter pay range after six (6) months employment and will be eligible to advance to further steps in said pay range at twelve (12) month increments thereafter until reaching the range maximum. The be- ginning Fire Lieutenant will start in a salary range as reflected in Item 5, which shall be one (1) step above the maximum pay step of the Firefighters ' salary range and will be eligible to advance to further steps in said pay range at twelve (12) month increments following promotion until reaching the range maximum. 2 Section b. Working Out of Class. Effective the beginning of the next payroll period immediately following the ratification of this Agreement by both parties, Firefighters covered by this Agreement shall receive additional compensation for being assigned the re- sponsibility of the company officer during either: a minimum twelve (12) hour period on a scheduled work shift, or a minimum twelve (12) hour period when called in from off duty status to fill a vacancy. Compensation for this assigned responsibility shall be the hourly difference between the straight time hourly rate of the first step of the Fire Lieutenant ' s salary range and the straight time hourly rate of the top step of the Firefighter salary range. Whenever a Fire Lieutenant is assigned by the Fire Chief to be an Acting Fire Captain for a period of twenty-one (21) con- secutive calendar days or more, he/she shall be paid at the rate of one (1) step above his/her current pay step retroactive to the beginning of such period. Section c. Rank Security. All promotions of Firefighters to Fire Lieutenant or Fire Lieutenant to Fire Captain, shall be to a salary level one (1) step above the maximum step of the salary range of the position occupied by either the Firefighter or Fire Lieutenant prior to the promotion. This promotion policy will apply to the Firefighter or Fire Lieutenant regardless of the salary step occupied by the employee in the appropriate salary range prior to the promotion. Item 5. Wages Effective December 30, 1979, the salary ranges for employees covered by this Agreement shall be: Position I II III IV V VI Firefighter 1430 1484 1539 1607 1670 1744 Fire Lieutenant 1806 1885 1963 Effective June 29, 1980, the salary ranges for employees covered by this Agreement shall be : Position I II III IV V VI Firefighter 1451 1506 1562 1631 1695 1770 Fire Lieutenant 1833 1913 1992 Effective December 28, 1980, the salary ranges for employees covered by this Agreement shall be: Position I II III IV V VI Firefighter 1538 1596 1656 1729 1797 1876 Fire Lieutenant 1943 2078 2112 3 Effective June 28, 1981 , the salary ranges for employees covered by this Agreement shall be : Position I II III IV V VI Firefighter 1569 1628 1689 1764 1833 1914 Fire Lieutenant 1982 2120 2154 In addition to the salary increase to take effect June 28, 1981, employees covered by this Agreement will be eligible for an additional salary increase to be added to the base ranges effective June 28, 1981, if the Consumer Price Index for Urban Wage Earners and Clerical Workers - Chicago, All items (1967=100) (hereafter "CPI" ) for the month of May, 1981 has increased one half of one percent or more above eight percent (8%) over the preceding CPI for the month of May, 1980. The cost of living adjustment shall be calculated on the following basis : for each full one-half of one percent (%%) increase in the CPI between May, 1980 and May, 1981 above eight percent (8%) up to a maximum increase in the CPI of ten percent (10%) there shall be a salary increase calculated by multiplying each full one-half of one percent (z%) increase by 0. 8. The foregoing salary increases are in addition to all in- range step increases to which employees may be eligible for on their anniversary dates during the term of this Agreement. A decline in the Consumer Price Index during any adjustment period will not result in a reduction of the existing base pay rate on the effective adjustment dates. Item 6. Hours of Work and Overtime Section a. Application of This Article. This article is intended to define the normal hours of work and provide the basis for the calculation and payment of overtime and shall not be construed as guarantee of hours of work per day or per week, or guarantee of days of work per week. Section b. Normal Work Period. The normal work period shall be an average 56 hour week consisting of 24 hour work shifts with 48 hours off. Section c. Overtime Pay. Employees covered by this Agreement shall be paid one and one-half times their regular straight time hourly rate of pay based on a 56 hour average work week for all hours worked in excess of the standard work shift except for training which shall be compensated at the employee ' s straight time hourly rate based on a 56 hour average work week. 4 Section d. Compensatory Time Off. Employees working overtime hours may elect to accumulate up to 48 hours (two work shifts) of compensatory time on the basis of one hour of compensatory time for each hour of overtime worked. Requests for compensatory time off must be submitted in writing to the Fire Chief at least one week prior to the requested time off and shall be for segments of at least twelve (12) hours provided that the Fire Chief may permit a request to be made for a smaller segment. The approval of the request for compensatory time off shall be at the sole discretion of the Fire Chief based on the operational needs of the department. If accumulated compensatory time is not re- quested, approved, and taken as time off within sixty (60) days after the date on which the hours were worked, said hours shall be paid at the applicable overtime rate, computed on the basis of either the employee ' s straight time hourly rate of pay or one and one-half times the employee ' s straight-time hourly rate of pay that was in effect when the overtime hours were actually worked. Section e. Callouts. An employee called back to work while off duty after having completed his/her assigned work shall receive a minimum of two (2) hours compensation, or his/her actual time, whichever is greater at one and one-half (1-1/2) times his/her straight time rate of pay for the minimum two (2) hours or his/her actual time, whichever is greater. Section f. No Pyramiding. Compensation shall not be paid more than once for the same hours under any provision of this Article or Agreement. Item 7. Holidays and Personal Days The employees covered by this Agreement are eligible for eight (8) holidays and two (2) 24-hour personal days. The holidays consist of the following: New Year ' s Day; Easter Sunday; Memorial Day; Independence Day; Labor Day; Veteran' s Day; Thanksgiving Day and Christmas Day. Section a. Personal Days. The personal day can be taken for any work shift during the calendar year and shall not be carried over to the succeeding year. Eligibility for the two (2) personal days shall be for all employees on the payroll as of January 1st of the calendar year. New employees starting after January 1st but be- fore June 30th of a calendar year shall be eligible for one (1) personal day. Any time off for a personal day shall be scheduled with the approval of the Fire Chief. 5 Section b. Holiday/Remuneration. Employees shall receive holiday compensation at his/her straight time hourly rate on an hour-to- hour basis for all hours worked on the actual holiday in addition to their regular pay. Employees who are not scheduled to work on a holiday and who are called out to work on a holiday shall receive holiday compensation of his/her straight time hourly rate on an hour-to-hour basis for all hours actually worked in addition to the callout provisions of Item 6, Section d. of this Agreement. Section c. Holiday Pay Eligibility. In order to be eligible for holiday pay, the employee must work his/her last full scheduled work shift immediately preceding and his/her first full scheduled work shift immediately following the day observed as a holiday, unless the employee is excused in writing by his/her supervisor because said employee is off work as a result of authorized paid leave. Section d. Personal Day Conversion. An employee eligible for personal days but not desiring to use either or both of them may, upon written request to the Fire Chief prior to December 1st of a year, convert, his/her personal day or days into a cash payment. Such payment shall be equal to his/her straight time hourly rate of pay times either twenty four (24) or forty-eight (48) hours to be included with a paycheck issued within thirty ( 30) days following the written request. Item 8. Vacations Employees covered by this Agreement shall be eligible for paid vacation as follows: Years of Continuous Service Length of Vacation From the completion of one (1) year Two (2) weeks to the eighth (8th) anniversary date After eight (8) years to the fifteenth Three (3) weeks (15th) anniversary date After sixteen (16) years Four (4) weeks The employee ' s anniversary date of employment from the last date of hire as a full-time employee shall be the basis of determining length of continuous service. Section a. Accrual. Vacation hours are accrued each bi-weekly pay period if the employee is paid for a minimum of fifty-six (56) hours inclusive of holiday, personal days, vacation, sick leave, workmen' s compensation or authorized leave "with pay" . An employee does not accrue additional vacation hours while he/she is absent "without leave" ; on "leave without pay" ; or extending out accrued vacation hours upon retirement. 6 Section b. Vacation Pay. An eligible employee shall be entitled to a vacation allowance at the employee ' s regular straight-time hourly rate. Section c. Increasing Vacation. The annual vacation leave for which an employee is eligible in any one year may be increased by the conversion of accumulated sick leave. The employee with more than sixty (60) accrued twelve (12) hour sick days, which equals 720 hours, may convert three (3) 12 hour days of sick leave for one (1) additional 12 hour period of vacation. Such conversion shall be for a maximum of five (5) additional 12 hour periods of vacation in any one year, and may not decrease the remaining accrual of sick leave below the base accumulation of sixty (60) 12 hour sick days. Scheduling of any such increased vacation shall be done only after the determination of the vacation schedules for all other employees in the department. Section d. Scheduling. Vacations shall be scheduled insofar as practicable at times most desired by each employee, with the de- termination of preference being made on the basis of an employee ' s length of continuous service. It is expressly understood that the final right to designate the vacation period and the maximum number of employees who may be on vacation at any one time is exclusively reserved by the Fire Chief in order to insure the orderly performance of the services provided by the City. Item 9. Sick Leave Employees covered by this Agreement shall earn sick leave by accumulating the equivalent of one (1) 12-hour sick day for each full month of continuous service. Employees may accumulate sick leave up to a total maximum accrual of 240 sick days, which is the equivalent of 2880 hours of sick leave. Sick leave is an insurance-type benefit that should be used by the employee only when needed and may be charged for the following reasons : -- Personal illness or injury -- Illness or death of a member of the immediate family necessitating the absence of the employee from his work. (Members of the immediate family shall include wife, husband, children, mother, father, sister, brother, mother-in-law or father-in-law) . -- Funeral of a close friend or relative. Such leave shall be limited to travel time and necessary attendance at the funeral. 7 Section a. Accrual. Sick hours are accrued each payroll period if the employee is paid a minimum of fifty-six (56) hours work inclusive of holidays; personal days; vacation; sick leave; workmen' s compensation; or authorized leave "with pay" . An employee does not earn sick hours while he/she is on "leave without Pay" ; absent "without leave" ; or extending out accrued vacation hours upon retirement. Section b. Disability. Any employee who is ill or physically unable to perform his/her duties and has used all his/her accumulated sick leave and vacation leave shall be placed on a disability leave for a period of six months. While on such disability leave, the employee shall be continued to be covered by the City on the hospitalization and life insurance programs but shall not be eligible for additional accrual of sick leave and vacation leave. Seniority shall continue to accrue while on such leave. Before returning to work, an employee on such a disability leave must present to the Personnel Office medical evidence satisfactory to the City that the employee is capable of returning to work and resuming his/her normal duties. Section c. Injury or Surgery. Employees who are absent from work because of a severe injury or surgery must present a written state- ment by a physician certifying that the employee is capable of returning to work and resuming his/her full duties. This state- ment must be brought to the Personnel Office before the employee is allowed to return to work. Section d. Conversion. In recognition of non-use of sick leave, employees may convert accumulated sick leave for additional vacation leave or for severance pay. Such conversion shall be at the rate of three (3) 12-hour days of sick leave for one (1) 12-hour period of vacation or one (1) 12-hour period of severance pay. (1) Vacation leave conversion requires an accumulation of sick leave of over 60 accrued sick days which is the equivalent of 720 hours of sick leave. Such conversion is limited to a maximum of five (5) 12-hour periods of vacation leave in any one year. ( 2) Retirement or severance pay is predicated on leaving the City ' s employment in good standing and requires an accumulation of sick leave of over 90 accrued sick days which is the equivalent of 1080 hours of sick leave. This type of conversion is limited to a maximum of twenty (20) 12-hour periods or 240 hours upon separation. (3) In the process of converting sick leave to additional vacation or severance pay, the remaining balance of unused sick leave may not total less than the required base accumulations of 60 or 90 twelve (12) hour sick days. 8 Item 10. Group Hospitalization and Major Medical Insurance The City will pay the cost of the premium for the group hospitalization and major medical insurance plan currently in effect for each employee including his/her dependents, who is covered by this Agreement and has been employed full-time for thirty ( 30) days or more. Effective December 30, 1979 the major medical limit of the current plan shall be increased to $50, 000. The City retains the right to change insurance carriers or otherwise provide for coverage (e.g. self-insurance) as long as the level of benefits remains substantially the same with benefit changes to be reviewed with the Association prior to implementation. Section a. Retiree Participation. An employee who retires with at least twenty ( 20) years of full-time active service with the City of Elgin can elect to participate in the group Comprehensive Major Medical Insurance program upon retirement. Said participation shall be available only on a continuous coverage basis and by the retiree paying 150% of the applicable premium, payable in advance on a quarterly basis. If a retiree fails to make the applicable quarterly payment by the beginning of the quarter, coverage will be terminated. The right of a retiree to continue coverage under the provisions of this Item shall terminate when the retiree (1) reaches the age of 65, ( 2) becomes eligible for medicare, or (3) becomes eligible for group coverage at a new place of employment, whichever occurs earlier. Item 11. Life Insurance. At the beginning of the payroll period immediately following the ratification of this Agreement by both parties, the City shall provide each employee covered by this Agreement who has been employed full-time for thirty (30) days or more with a paid $5, 000 life insurance policy (including accidental death and dis- memberment) . Item 12. Uniform Allowance Employees covered by this Agreement who have been employed full-time for ninety (90) days or more shall be eligible for an annual uniform allowance of $200 with equal payments being issued during January and July of each year. Item 13. Separation Pay All regular employees separating from the City service in good standing are eligible for payment of all accrued vacation hours and severance pay pursuant to Item 9, Section d. (2) . 9 Item 14. Death of an Employee Upon the death of an employee, the employee ' s spouse, legal heir, or executor of his estate shall receive compensation for all unused vacation leave, all eligible severance pay pursuant to Item 9, Section d. (2) above and the balance of the pay period' s compensation of the period in which the employee died. Item 15. Grievance Procedure Definition of Grievance. A grievance for the purpose of this Agreement is defined as a difference of opinion between an employee covered by this Agreement and the City with respect to the meaning or application of the express terms of this Agreement. Grievance Procedure. Recognizing that any grievances should be raised and settled promptly, a grievance must be raised within seven (7) calendar days of the occurrence of the first event giving rise to the grievance. A grievance shall be processed as follows: STEP 1 : Verbal to Station Captain. By discussion between the employee and the Station Captain. The Station Captain shall answer verbally within seven (7) calendar days of this discussion. STEP 2: Appeal to Shift Deputy. If the grievance is not settled in Step 1 , the aggrieved employee within seven (7) calendar days following receipt of the Station Captain' s answer shall file with the Shift Deputy a written grievance signed by the employee on a form provided by the City setting forth the complete facts on which it is based, the specific contract provision (s) allegedly violated and the relief sought. The Shift Deputy, or his designee, shall give a written answer in seven (7) calendar days after receipt of the written grievance. STEP 3 : Appeal to Chief. If the grievance is not settled in Step 2 and the aggrieved employee and the Association decide to appeal, the Association shall, within seven (7) calendar days from receipt of the Step 2 answer, file with the Chief an appeal signed by the aggrieved employee and the appropriate Association representative. The Association representative and the Chief, or his designee, will discuss the grievance at a mutually agreeable time. If no agreement is reached in such a discussion, the Chief, or his designee, will give his answer in writing within seven (7) calendar days of the discussion. 10 STEP 4 : Appeal to City Manager. If the grievance is not settled in Step 3 and the Association decides to appeal, the Association shall, within seven (7) calendar days after receipt of the Step 3 answer, file a written appeal with the City Manager. A meeting between the City Manager, or his designee, and the appropriate Association representative will be held at a mutually agreeable time. If no settlement is reached at such meeting, the City Manager, or his designee, shall give his answer in writing within fourteen (14) calendar days of the meeting. STEP 5 : Arbitration. If the grievance is not settled in accordance with the foregoing procedure, the Association may refer the grievance to arbitration by giving written notice to the City Manager within fourteen (14) calendar days after receipt of the City' s answer in Step 4. The parties shall attempt to agree upon an arbitrator promptly. In the event the parties are unable to agree upon an arbitrator, they shall jointly request the Federal Mediation and Conciliation Service to submit a panel of five (5) arbitrators. The Association shall strike two (2) names and the City shall then strike two (2) names; the person whose name remains shall be the arbitrator; provided, that either party, before striking any names, shall have the right to reject one panel of arbitrators. The arbitrator shall be notified of his selection by a joint letter from the City and the Association requesting that he set a time and place for hearing, subject to the availability of the City and Association representatives. The arbitrator shall have no authority to amend, modify, nullify, ignore, add to, or subtract from the pro- visions of this Agreement. He shall consider and decide only the specific issue submitted to him, and his recommendation shall be based solely upon his interpretation of the meaning or application of the terms of this Agreement to the facts of the grievance presented. The decision of the arbitrator shall be final and binding. The costs of the arbitration proceeding, including the fee and expenses of the arbitrator, shall be divided equally between the City and the Association. 11 Time Limits. No grievance shall be entertained or processed unless it is filed within the time limits set forth above. If a grievance is not appealed within the time limits for appeal set forth above, it shall be deemed settled on the basis of the last answer of the City. If the City fails to provide an answer within the time limits so provided, the Association may immediately appeal to the next Step. The parties may mutually agree in writing to extend any time limits. Where the parties mutually agree in writing, more than one grievance may be submitted to the same arbitrator. Investigation and Discussion. All grievance discussions and investigations shall take place in a manner which does not inter- fere with City operations. Board of Fire and Police Commissioners. It is expressly under- stood that matters subject to the Board of Fire and Police Com- missioners or matters which may be appealed to the Board of Fire and Police Commissioners are not subject to this grievance procedure and that the sole recourse for such matters is with the Board of Fire and Police Commissioners. Item 16. General Conduct. As a member of the public service, employees covered by this Agreement shall conduct themselves, both on and off the job, so as to bring credit upon the service and shall abide by all Federal laws, State Statutes, the Manual of the Elgin Fire Department rules and regulations, the Board of Fire and Police Commissioners rules and regulations, and the personnel rules and regulations of the City of Elgin pertaining to general conduct which are currently in effect or as amended in the future. Prior to effective date of any written changes made in the written personnel rules and regulations of the City of Elgin or the written rules and regulations of the Elgin Fire Department, the Association will receive a five (5) day written notice. Item 17. Entire Agreement The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Therefore, the City and the Association, for the duration of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated, to bargain collectively with respect to any subject or matter referred to, or covered in this Agreement, or with respect to any subject or matter not specifically referred to, or covered in this Agreement, even though such subjects or matters may not have been within the knowledge or contemplation 12 of either or both of the parties at the time they negotiated or signed this Agreement. This Agreement may only be amended during its term by the parties ' mutual agreement in writing. Item 18. Savings If any provision of this Agreement is subsequently declared by legislative or judicial authority to be unlawful , unenforceable, or not in accordance with applicable statutes or ordinances, all other provisions of this Agreement shall remain in full force and effect for the duration of this Agreement. If any of these pro- visions are in conflict with existing federal or state laws or ordinances of the City of Elgin or Counties of Cook or Kane, then those provisions shall continue in effect only to the extent per- mitted by law or ordinance. Such invalidity shall not affect any other term of this Agreement. In the event any such provision is found to be invalid, the parties shall promptly meet for the purposes of negotiating a lawful substitute provision. Item 19. Term This Agreement shall be effective as of the 30th day of December, 1979 and shall remain in full force and effect until the 26th day of December, 1981. It shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing sixty ( 60) days prior to the expiration date set forth above or each yearly period thereafter if applicable. Notwithstanding the expiration date set forth above, this entire Agreement shall remain in full force and effect during the period of negotiations and until a successor agreement is ratified by both parties. EXECUTED THIS ��n day of (0.'t, , 1980 after approval by the City Council , City of Elgin, and after ratification by the Association membership. FOR HE CITY, Attest: By: ' 1 , C ty Ma ager • OVXIA-11-2 lei City Clerk FOR THE ASSOCIATION, Cc-) 7157 Attest: B • pry s ident Secretary 13 Appendix A Checkoff The Union will supply all the necessary papers for checkoff upon mutual agreement between the Employer and the Union. The Employer shall check off union dues on presentation of checkoff authorization cards, voluntarily and individually authorized, from employees in accordance with law. The Employer will then deduct such dues in the amount certified to the Employer by the Secretary or Treasurer of the Local Union, and send to the Local Union their respective shares as certified by the Secretary or Treasurer of the Local Union. In the event a non-union employee shall not voluntarily sign a checkoff, then, in that event, an involuntary checkoff of a service charge not to exceed the amount of union dues shall be made by the City upon the written direction of the Union. New employees may voluntarily sign checkoff authorization and application blanks upon receiving employment. The Employer shall then process each new employee in accordance with this Article. The Local Union shall supply the Employer with all such necessary forms. However, nothing in this paragraph shall supercede any existing ordinance and/or statute as pertains to the rights of the City to place new employees on a twelve (12) month pro- bationary status. There shall be one copy of the checkoff sheet sent to the Local No. 439. All money so deducted shall be paid bi-weekly on payroll days (the Friday immediately following the payroll period) . The employee request forms shall be as follows: "Payroll Deduction Authorization" BY Last Name First Name Middle Name TO: The City of Elgin - Finance Director Effective: I hereby request and authorize you to deduct bi- weekly from my earnings union dues or service charge equal to $ annually. The amount deducted shall be paid to the Elgin Firefighters, Local No. 439 . Signed: Address: TELEPHONE 312/695-6500 SFE( • C t ki 1 iki : '':f.2*tie) r Igin 150 DEXTER COURT ELGIN, ILLINOIS 60120 \Tfbwo December 26, 1979 Mr. Dennis G. Ahrens President Local 439, I.A. F. F. 367 Sexauer Avenue Elgin, IL 60120 Dear Buck: In addition to the annual uniform allowance provided for in the contract, there shall be a one (1) time payment to purchase the new Fire Department Dress Uniform. Said uniform should consist of the coat, trousers, white shirt, tie and name plate. These items total $104. 00 and will be paid to those mem- bers of your group who currently have a dress uniform which would have to be replaced by the new issue. )Sinc1'erel f \1( s':rr\ L o Nelson City Manager cc: George VanDeVoorde, Chief Robert Malm