78-0315 EFD Union 439 AGREEMENT•
Between
CITY OF ELGIN
And
LOCAL #439
INTERNATIONAL ASSOCIATION OF FIREFIGHTERS
1978 - 1979
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 1
4. Salary Ranges 2
5. Wages 3
6. Hours of Work and Overtime 4
7. Holidays and Personal Days 5
8. Vacations 5
9. Sick Leave 6
10. Group Hospitalization and Major Medical Insurance 8
11 . Life Insurance 8
12. Uniform Allowance 8
13. Separation Pay 8
14. Death of an Employee 8
15. Grievance Procedure 9
16. Entire Agreement 10
17. Savings 11
18. Term 11
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
Agreement 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 conditions of employment for the
period January 1 , 1978 through December 29, 1979. Each employee represented
by the Fire Employee Relations Committee will receive a copy of this Memorandum
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 pro-
visions of this Article may be discharged or otherwise disciplined by the City
in accordance with the procedures of the Elgin Board of Fire and Police Com-
missioners. The City will not lock out any employees during the term of this
Agreement as a result of a labor dispute with the Association.
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 provisions of
this Agreement.
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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 otherwise, 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 beginning
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.
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 responsibility 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 Fire-
fighter salary range.
Whenever a Fire Lieutenant is assigned to be an Acting Fire Captain for
a period of thirty (30) consecutive 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.
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Item 5. Wages
Effective the beginning of the next payroll period immediately following
the ratification of this Agreement by both parties, the salary ranges for
employees covered by this Agreement and who are on the payroll on the date
this Agreement is ratified by both parties shall be:
Position I II III IV V VI
Firefighter 1200 1246 1293 1349 1402 1463
Fire Lieutenant 1517 1581 1649
Effective July 2, 1978 the salary ranges for employees covered by this
Agreement shall be:
Position I II III IV V VI
Firefighter 1212 1258 1306 1362 1416 1478
Fire Lieutenant 1532 1597 1665
In addition to the salary increases provided above to take effect on
January 1 , 1978 and July 2, 1978, employees covered by this Agreement will be
eligible for an additional salary increase to be added to the base ranges
effective July 2, 1978 if the Consumer Price Index for Urban Wage Earners &
Clerical Workers - Chicago, All items (1967=100) (herein called "CPI") for the
month of May, 1978 (as made available in June, 1978) has increased one-half
of one percent (1/2%) or more above six percent (6%) over the preceding CPI
for the month of May, 1977. The cost of living increase shall be calculated
on the following basis: For each full one-half of one percent (1/2%) increase
in the CPI between May, 1977 and May, 1978 above six percent (6%) there shall
be a salary increase calculated by multiplying each full one-half of one
percent (1/2%) increase by .8. Example: If the CPI increases 8.1 percent
(2.1 percent over the 6.0 percent stated above) between May, 1977 and May, 1978,
the salary increase would be determined by multiplying 2.0 percent by .8 for a
1 .6 percent salary increase.
Effective December 31 , 1978, employees covered by this Agreement shall
receive a five and one-half percent (5-1/2%) salary increase which shall be
computed on the previous base ranges of July 2, 1978 including any applicable
cost of living increases.
Effective July 1 , 1979 employees covered by this Agreement shall receive
a one percent (1%) salary increase which shall be computed on the previous
base ranges of December 31 , 1978 including any applicable cost of living
adjustments.
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In addition to the salary increases provided above to take effect on
December 31 , 1978 and July 1 , 1979, employees covered by this Agreement will
be eligible for an additional salary increase to be added to the base ranges
effective July 1 , 1979 if the Consumer Price Index for Urban Wage Earners &
Clerical Workers - Chicago, All items (1967=100) (herein called "CPI") for the
month of May, 1979 (as made available in June, 1979) has increased one-half
of one percent (1/2%) or more above six and one-half percent (6-1/2%) over
the preceding CPI for the month of May, 1978. The cost of living increase
shall be calculated on the following basis: For each full one-half of one
percent (1/2%) increase in the CPI between May, 1978 and May, 1979 above
six and one-half percent (6-1/2%) there shall be a salary increase calculated
by multiplying each full one-half of one percent (1/2%) increase by .8.
Example: If the CPI increases 8.1 percent (1 .6 percent over the 6.5 percent
stated above) between May, 1978 and May, 1979, the salary increase would be
determined by multiplying 1 .5 percent by .8 for a 1 .2 percent salary increase.
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.
Employees covered by this Agreement who are still on the active payroll
the beginning of the next payroll period immediately following the ratification
of this Agreement by both parties shall receive a retroactive payment which
shall be made on the basis of the difference between the existing pay ranges
and the above agreed upon salary ranges for all payroll periods between
January 1 , 1978 and said payroll period. For the purpose of application
of the retroactivity provision, no increased adjustments shall be made for
any additional holiday pay or overtime hours worked between January 1 , 1978
and said payroll period.
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.
Section d. 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.
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Section e. 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 seven (7)
holidays and two (2) 24-hour personal days. The holidays consist of the
following: New Year's Day; 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 before 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.
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 September 30th 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
Effective January 1 , 1978, 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 seventeenth Three (3) weeks
(17th) anniversary date
After seventeen (17) years Four (4) weeks
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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. Employees eligible for additional paid vacation pursuant to this
provision may take such additional vacation during the calendar year 1978.
Effective with the ratification of this Agreement by both parties the
schedule of years of continuous service shall be decreased so that eligibility
for three (3) weeks of vacation shall be after eight (8) years to the fifteenth
(15th) year anniversary date and the eligibility for four (4) weeks of vacation
will be after fifteen (15) years of continuous service. Said additional vaca-
tion may be scheduled following ratification during the remainder of the 1978
calendar year.
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.
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 determination 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 per-
formance 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 :
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-- 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 .
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 statement by a physician
certifying that the employee is capable of returning to work and resuming his/
her full duties. This statement 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.
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(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.
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.
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.
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
with equal payments being issued during January and July of each year.
Effective on the next distribution period immediately following the
ratification of this Agreement by both parties, the annual uniform allowance
shall be increased to $200 with payments of $100 being issued each dis-
tribution period.
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) .
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.
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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.
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 ten (10) calendar days of the meeting.
STEP 5: Advisory Arbitration. If the grievance is not settled in accordance
with the foregoing procedure, the Association may refer the
grievance to advisory arbitration by giving written notice to
the City Manager within ten (10) calendar days after receipt of
the City's answer in Step 4. The parties shall attempt to agree
upon an advisory arbitrator promptly. In the event the parties
are unable to agree upon an advisory arbitrator, they shall
jointly request the Federal Mediation and Conciliation Service
to submit a panel of five (5) advisory arbitrators.
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STEP 5: The Association shall strike two (2) names and the City shall
(Contd) then strike two (2) names; the person whose name remains shall
be the advisory arbitrator; provided, that either party, before
striking any names, shall have the right to reject one panel
of advisory arbitrators. The advisory 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 advisory arbitrator shall have no authority
to amend, modify, nullify, ignore, add to, or subtract from the
provisions 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 advisory arbitrator
shall be advisory only. The costs of the advisory arbitration
proceeding , including the fee and expenses of the advisory
arbitrator, shall be divided equally between the City and the
Association.
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 advisory arbitrator.
Investigation and Discussion. All grievance discussions and investigations shall
take place in a manner which does not interfere with City operations.
Board of Fire and Police Commissioners. It is expressly understood that
matters subject to the Board of Fire and Police Commissioners 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. 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 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.
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Item 17. 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 provisions 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 permitted 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 18. Term
This Agreement shall be effective as of the 1st day of January, 1978 and
shall remain in full force and effect until the 29th day of December, 1979. 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 agree-
ment is ratified by both parties.
EXECUTED THIS / . day of atit-'ti , 1978, after approval by the
City Council , City of Elgin, and after ratification by the Association, membership.
FOR THE CITY, 11
;t
Attest: By:
City Manager
C c�
Y
FOR THE ASSOCIATION,
Attest:
BY: ) �
President
-c''-taryl
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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 nonunion 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 probationary 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:
•
January 20, 1978
MEMORANDUM
TO: President, Local #439, IAFF
FROM: Leo Nelson
SUBJECT: Wage Neogitations
The following policy is to govern wage negotiations between the City and
the Local #439, International Association of Firefighters.
The parties shall endeavor to schedule mutually agreed to bargaining sessions
at times which will maximize the number of fire personnel on the Association's
bargaining team who can attend such sessions during their off duty hours.
Those fire personnel who are members of the Association's bargaining team who
cannot attend such bargaining sessions during their off duty hours shall be
excused from duty without loss of pay for the purpose of attending such
bargaining sessions, provided that no more than three (3) members shall be
excused from duty.
cc: George VanDeVoorde