80-0303 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