00-182 Resolution No. 00-182
RESOLUTION
AUTHORIZING EXECUTION OF AN AGREEMENT WITH THE
CLERICAL AND TECHNICAL GROUP SEIU LOCAL 73
WHEREAS, representatives of the City of Elgin and
representatives of the Clerical and Technical Group SEIU Local
73 have met and discussed wages, fringe benefits and other
working conditions; and
WHEREAS, said representatives have submitted for review
and approval by the City Council an agreement pertaining to
such matters ; and
WHEREAS, the City Council has reviewed said agreement and
finds that it is fair and equitable for the City of Elgin and
employees covered by it .
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE
CITY OF ELGIN, ILLINOIS, that it hereby approves the proposed
agreement between the City of Elgin and the Clerical and
Technical Group SEIU Local 73 , a copy of which is attached
hereto and made a part hereof by reference .
BE IT FURTHER RESOLVED that Joyce A. Parker, City
Manager, and Dolonna Mecum, City Clerk, be and are hereby
authorized and directed to execute said agreement on behalf of
the City of Elgin.
s/ Ed Schock
Ed Schock, Mayor
Presented: August 9, 2000
Adopted: August 9, 2000
Omnibus Vote : Yeas 7 Nays 0
Attest :
s/ Dolonna Mecum
Dolonna Mecum, City Clerk
AGREEMENT
Between
CITY OF ELGIN
And
Clerical and Technical Group
SEIU Local 73
1999-2002
TABLE OF CONTENTS
PAGE
PREAMBLE 1
ITEM 1. RECOGNITION 2
ITEM 2. MANAGEMENT RESPONSIBILITIES 3
Sub-contracting 3
ITEM 3. NON-INTERRUPTION OF WORK 4
ITEM 4. UNION RIGHTS 5
ITEM 5. ANTI-DISCRIMINATION 6
ITEM 6. UNION SECURITY 7
Section a. Checkoff 7
Section b. Fair Share 7
Section c. Fair Representation
Section d. Indemnification 8
Section e. Civil Service Commission
Section f. New Hires 8
ITEM 7. SENIORITY 9
Section a. Definition and Accumulation 9
Section b. Termination of Seniority 9
Section c. Probationary Period 9
Section d. Job Vacancies 10
Section e. Career Ladder 10
ITEM 8. LAYOFF AND RECALL 11
Section a. Layoffs 11
Section b. Recall List 12
Section c. Order of Recall 12
ITEM 9. WAGES 13
Section a. Salaries 13
Section b. Retroactivity 13
Section c. Training Bonus 13
Section d. Job Reclassificatioh 13
ITEM 10. HOURS OF WORK AND OVERTIME 14
Section a. Application of This Article 14
Section b. Normal Work Week 14
Section c. Work Schedule Change 14
Section d. Overtime Pay 14
Section e. Schedule and Anticipated Overtime 15
Section f. Standby 15
Section g. Callouts 15
Section h. Standby/Callout Policy-Maintenance Technicians . . . . 15
Section i. Compensatory Time 16
Section j . Travel Time - Training 16
Section k. Travel Time - Court 16
Section 1. No Pyramiding 16
ITEM 11. HOLIDAYS AND PERSONAL DAYS 17
Section a. Holiday Observance 17
Section b. Christmas and New Years Eve Holidays 17
Section d. Holiday Pay Eligibility 18
Section e. Personal Days 18
Section f. Personal Day Conversion 18
Section g. Overtime Computation 18
ITEM 12. VACATIONS 19
Section a. Accrual 19
Section b. Vacation Pay 19
Section c. Increasing Vacation 19
Section d. Scheduling 20
Section e. Scheduling - Shift Employees 20
ITEM 13. SICK LEAVE 21
Section a. Accrual 21
Section b. Injury or Surgery _ 21
Section c. Conversion • 21
Section d. Attendance Incentive Recognition 22
ITEM 14. MEDICAL AND HEALTH PLANS 23
Section a. Medical Insurance 23
Section b. Health Maintenance Organization 23
Section c. Retiree Participation 23
ITEM 15. WORKER'S COMPENSATION 24
ITEM 16. DENTAL AND OPTICAL PLANS 25
ITEM 17. LIFE INSURANCE 26
ITEM 18. UNIFORM ALLOWANCE 27
Quartermaster System 27
Uniform Maintenance Allowance 27
ITEM 19. GRIEVANCE PROCEDURE 28
Section a. Definition of Grievance 28
Section b. Grievance Procedure 28
Section c. Time Limits 29
Section d. Investigation and Discussion of Grievance 29
Section e. Civil Service Commission 29
Section f. Disciplinary Suspensions or Deductions from Pay . . . 29
Section g. Precedence of Agreement 30
Section h. Meeting Prior to Suspension or Termination 30
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ITEM 20. DRUG TESTING AND SUBSTANCE ABUSE 31
ITEM 21. ENTIRE AGREEMENT 32
ITEM 22. SAVINGS 33
ITEM 23. TERM 34
Retroactivity 34
ATTACHMENT 'A 36
•
PREAMBLE
This Agreement is made by and between the City of Elgin (herein
Called "City") and the Clerical/Technical Employee Group (herein called
"Group") for and on behalf of all non-probationary full-time occupants
of the positions listed in Attachment 'A' . Said Agreement shall
constitute the entire agreement between the parties for the period
December 19, 1999, through December 28, 2002, setting forth wages,
hours, and other terms and Conditions of employment, with the City
retaining all other rights to operate the City government effectively
in a responsible and efficient manner. Each employee covered by this
Agreement will receive a copy of the final executed Agreement .
ITEM 1
RECOGNITION
Section 1. Bargaining Unit. The City recognizes the Union SEIU
Local 73, as the sole bargaining representative for the purposes of
establishing wages, hours and conditions of employment for all full-
time employees of the Clerical Technical Employee Group who are in
the classifications listed in Attachment "A" . All other employees of
the City are excluded, including, but not limited to part-time;
seasonal; and short-term employees; and all confidential employees,
managerial employees and supervisory employees . Absent a significant
change in work duties or responsibilities, those persons originally
included within the bargaining unit under the Illinois State Labor
Relations Board (ISLRB) certification shall continue as bargaining
unit members and those persons excluded under the ISLRB' s
certification shall remain excluded. The employer agrees that it
will not reduce the work hours of bargaining unit employees for the
purpose of removing such employees from the bargaining unit under
this section.
Section 2 . Classifications . The classifications found in Attachment
"A" are for descriptive purposes only. The City will not arbitrarily
change or eliminate classifications nor will it use this provision to
reduce the compensation levels of existing employees whose duties
have not changed. Furthermore, the City will not create a new
department and transfer work performed by bargaining unit personnel
to that department with the intent of avoiding the terms of this
Agreement.
The City shall meet and negotiate with the Union any aspect of this
section that is required to be negotiated by law.
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ITEM 2
MANAGEMENT RESPONSIBILITIES
The City shall retain the sole right and authority to operate and
direct the affairs of the City and its various operating departments 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, policies, and set
forth 'all standards of service offered to the public; to plan,
direct, control and determine the operations or services to be
conducted by operating departments and by employees of the City; to
determine the methods, means and number of personnel needed to carry out
each department' s mission; to direct the working forces, to schedule and
assign work, and to assign overtime; to hire, assign and transfer
employees; to promote, demote, discipline or suspend; to discharge for
just cause; to lay off or relieve employees due to lack of work or other
legitimate reasons; to establish work and productivity standards; to
make, publish and enforce rules and regulations; to contract out for
goods and services; to introduce new or improved methods, equipment or
facilities; and to take any and all actions as may be necessary to carry
out the mission of the City in situations of civil emergency, provided,
however, that the exercise of any of the above rights shall not conflict
with any of the specific provisions of this Agreement, nor shall such
rights be exercised in an arbitrary and capricious manner. Any matters
within the jurisdiction of the Elgin Civil Service Commission, as
prescribed by the Illinois Revised Statutes and the Rules and
Regulations of the Elgin Civil Service Commission, shall not be
affected by the terms of this Article.
Sub-Contracting. It is the general policy of the City to utilize its
employees to perform work they are qualified to perform. However, the
City reserves the right, in determining its mission and setting forth
all standards of service offered to the public, to supplement its
existing workforce by contracting out any work it deems necessary in the
interest of efficiency, economy, improved work product, or emergency,
including, but not limited to, natural and manmade disasters . No
employee shall be laid off as a result of any decision by the City to
subcontract any work performed by employees covered by this Agreement.
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ITEM 3
NON-INTERRUPTION OF WORK
During the term of this Agreement, the Group, its Officers and
agents, and the employees covered by this Agreement agree not to
instigate, promote, sponsor, engage in, or condone any strike,
sympathy strike, 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 accordance with the procedures of the
Elgin Civil Service Commission. The City will not lock out any
employees during the term of this Agreement as a result of a labor
dispute with the Group.
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ITEM 4
UNION RIGHTS
Section 1 . Representation Rights . For purpose of collective
bargaining, the bargaining unit employees shall be represented as
follows:
Bargaining Committee: By a Union bargaining committee chosen and
designated by the vote of the Union bargaining unit members .
Steward Structure: By Union stewards and/or Unit Officers chosen
and designated by the vote of the Union bargaining unit members,
to represent employees among all departments and shifts .
Union Representatives : By Local Union Representatives who may at
any time participate and assist the Bargaining Committee and/or
Unit Officers and Stewards in the performance of their Union
related duties .
Section 2 . Bulletin Board. The Union shall be given space for a
bulletin board in each building in a place where employees normally
gather (time clock, break room, etc. ) for the purpose of displaying
Union information of non-political and non-inflammatory nature. Said
information will consist of meeting notices, negotiation updates,
Steward' s names, Election notices and results and the like .
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ITEM 5
ANTI-DISCRNINATION
The City and the Union agree not to discriminate against employees
covered by this Agreement on account of race, religion, creed, color,
national origin, sex, age, mental or physical disability, or union
activity. Any dispute concerning the application and interpretation of
this paragraph shall be processed through the appropriate federal and
state agency or court.
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ITEM 6
UNION SECURITY
Section a. Checkoff. Upon receipt of a voluntarily signed written
dues authorization card from an employee covered by this Agreement,
the City shall, during the term of this Agreement, deduct the uniform
bi-weekly Union dues and uniform initiation fees of such employees
from their pay and remit such deductions to the Secretary-Treasurer
of the Union.
Section b. Fair Share . During the term of this Agreement, all non-
probationary bargaining unit employees who are not members of the
Union shall pay as a condition of employment a fair share fee to the
Union for collective bargaining and contract administration services
rendered by the Union as the exclusive representative of the
employees covered by this Agreement, provided that the fair share fee
shall not exceed the dues attributable to being a member of the
Union. Such fair share fees shall be deducted by the City from the
earnings of non-members and remitted to the Union in the same manner
and intervals as Union dues are deducted. The Union shall
periodically submit to the City a list of employees covered by this
Agreement who are not members of the Union and an affidavit which
specifies the amount of the fair share fee. The amount of the fair
share fee shall not include any contributions related to the election
of or support of any candidate for political office or for any member
only benefit.
The Union agrees to assume full responsibility to insure full
compliance with the requirements laid down by the United States
Supreme Court in Chicago Teachers Union v. Hudson, 106 U.S. 1066
(1986) , with respect to the constitutional rights of fair share fee
payors . It is specifically agreed that any dispute concerning the
amount of the fair share fee and/or the responsibilities of the Union
with respect to fair share fee payors as set forth above shall not be
subject to the grievance and arbitration procedure set forth in this
Agreement .
Non-members who object to this fair share fee based upon bona fide
religious tenets or teachings shall pay an amount equal to such fair
share fee to a non-religious charitable organization mutually agreed
upon by the employee and the Union. If the affected non-member and
the Union are unable to reach agreement on the organization, the
organization shall be selected by the affected non-member from an
approved list of charitable organizations established by the Illinois
State Labor Relations Board and the payment shall be made to said
organization.
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Section c. Fair Representation. The Union recognizes its
responsibility as bargaining agent, and agrees fairly to represent
all employees in the bargaining unit', whether or not they are members
of the Union. The Union further agrees to indemnify, defend and hold
harmless the City and its officials, representatives and agents from
any and all claims, demands, suits, or other forms of liability
(monetary or otherwise) and for all legal costs resulting from any
failure on the part of the Union to fulfill its duty of fair
representation.
Section d. Indemnification. The Union shall indemnify the City and
any Department of the City and hold it harmless against any and all
claims, demands, suits, legal costs or other forms of liability,
monetary or otherwise, arising out of, or by reason of, any action
taken by the City or any Department of the City, at the direction of
the Union for the purpose of complying with the provisions of this
item.
Section e. Civil Service Commission. The Bargaining Unit
Chairperson shall be put on the mailing list of the Civil Service
Commission to receive meeting notices and agenda including notice of
proposed rule, regulation or policy changes to be considered at any
regular meeting of the Commission. This requirement shall not,
however, restrict the Commission' s right to amend its Rules and
Regulations .
The terms of this Article shall not be deemed to limit the authority
or jurisdiction of the Elgin Civil Service Commission.
Section f. New Hires .
The City agrees to -complete and provide the Union with a copy of the
Union' s "New Employee Information Form" (Attachment " r' ) on every new
hire.
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ITEM 7
SENIORITY
Section a. Definition and Accumulation. Unless otherwise provided
in this Agreement, seniority shall, for the purpose of this
Agreement, be defined as a non-probationary employee ' s length of
continuous full-time service in a position covered by this Agreement
since the employee' s last date of hire, less adjustments for layoff,
approved leave of absence without pay, and all other unauthorized
breaks in service .
Section b. Termination of Seniority. Seniority and the employment
relationship shall be terminated when an employee:
a) quits; or
b) is discharged for just cause; or
c) applies for and is accepted under permanent disability, or is
on a non-job related temporary disability for a period in
excess of one (1) year; or
d) retires; or
e) does not report for work within forty-eight (48) hours after
the ermination of an authorized leave of absence unless the
employee is able to demonstrate that the failure to notify the
City was due to extraordinary circumstances beyond the
employee 's control; or
f) is absent for three (3) consecutive working days without
notifying the City unless the employee is able to demonstrate
that the failure to notify the City was due to extraordinary
circumstances beyond the employees ' control; or
g) in laid off and fails to notify the City of his intent to
return to work within three (3) working days after receiving
notification -of recall or fails to report to work within
fourteen (14) calendar days after receiving notification of
recall; or
h is laid off for a period exceeding two (2) full years .
Section c . Probationary Period. All newly hired employees, and
those employees rehired after loss of seniority, shall be considered
probationary employees until they successfully complete a
probationary period of six (6) months (12 months for Communication
Operators) , as may be adjusted for any authorized unpaid leaves of
absence or other unpaid breaks in service. During the probationary
period, a probationary employee may be disciplined, discharged, laid
off or otherwise dismissed at the sole discretion of the City, and
neither the reason for, or action taken, may be the subject of the
grievance procedure. There shall be no seniority among probationary
employees . Upon the successful completion of the probationary
period, the employee shall receive seniority credit and their
seniority shall be retroactive to the last continuous date of
employment, less any adjustments . The employee successfully
completing the probationary period shall be fully
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covered by the provisions of this Agreement, except as otherwise
stated in this Agreement for those employees appointed under the
procedures of the Elgin Civil Service Commission.
Section d. Job Vacancies . The City agrees to post on bulletin
boards a notice of any opening in any position covered by this
Agreement with a detailed explanation of the requirements, salary
range and the duties of the position and to provide a copy of such
notice to the Unit Chairperson. A copy of the job description for the
position will be made available to an applicant upon request. The
City further agrees to give special consideration to applicants with
prior City service, though the City reserves the right to choose the
best available applicant for the job. Promotions to positions
outside the bargaining unit shall not be subject to the grievance
procedure.
Section e. Career Ladder.
1. DEMOTIONS : Both parties agree that demotions shall be in
accordance with Article XI, Section 3 of the City of Elgin
Civil Service Commission Rules and Regulations .
2 . PROMOTIONAL POSITIONS: All openings in job classifications
in salary ranges above the salary range of a bargaining unit
employee shall be considered as promotional positions .
3 . ENTRY LEVEL POSITIONS : All positions in job classifications
in salary equal to the salary range of the lowest paid
bargaining unit employee shall be considered as entry level
positions .
4 . APPLICATION OPPORTUNITY: Any interested bargaining unit
employee (regardless of Department or Division) at or below the
salary range of the job classification in which there is a
promotional opening will be given the opportunity to apply and
sit for the prescribed test for the open position, if he/she
meets the required qualifications for the position.
It is understood that the above understanding with reference to
the career ladder shall not be deemed to limit or infringe on the
authority or jurisdiction of the Elgin Civil Service Commission on
this matter.
Section f. Preference Based on Departmental Seniority. Departmental Seniority
shall be the determining factor if there is a conflict between two or more
bargaining unit employees when bidding on vacation time, shift preference or
off days except where stated otherwise in this agreement.
Section p. Carry-over of seniority. As long as it is the City' s practice,
bargaining unit employees shall be allowed to carry their "city seniority'
from one division or department to another for the purpose of benefit time
accrual, if there is no break in service and employment is continuous with the
City.
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ITEM 8
LAYOFF AND RECALL
Section a. Layoffs . If the City, in its sole discretion, determines
that layoffs are necessary, employees will be laid off in the
following order:
a) temporary or part-time employees in the affected classification
within the affected department or division;
b) newly hired probationary employees in the affected
classification within the affected department or division; and
c) in the event of further reductions in force, employees will be
laid off from the affected classification within the affected
department or division starting with the least classification
seniority. When such reduction shall occur, the employee with
the least classification seniority in the affected
classification shall, based' on City-wide seniority, displace
the least senior employee in a lower or equally rated job
classification in the same department or division, provided he
is qualified to do the job and has the necessary City-wide
seniority. If the employee cannot displace the least senior
employee in a lower or equally _rated job classification in the
same department or division because he is unqualified for the
job or does not have the necessary City-wide seniority, the
employee shall then displace the least senior employee in a
lower or equally rated job classification in another department
or division, provided he is qualified to do the job and has the
necessary City-wide seniority.
d) an employee who is on layoff with recall rights shall retain
his seniority and unused benefits accrued up to the effective
date of the layoff and shall have the right to maintain
insurance coverage by paying in advance the full applicable
monthly premium for employee or dependent coverage, whichever
may apply, provided, however, that the employee shall not be
eligible to accrue seniority, sick leave and vacation leave
during the layoff. An employee electing to participate in the
insurance coverage while on layoff shall be allowed up to
twenty-four (24) months of said participation and shall be
reimbursed for any overpayment..
If any non-probationary employee is laid off as a result of the
foregoing layoff provisions, said employee may, at his option, bump
any non-bargaining unit temporary or part-time employee employed by
the City to perform work the same as or similar to work performed by
bargaining unit employees, provided he is qualified to do the job of
the displaced temporary or part-time employee. In such event, the
employee shall not be in the bargaining unit, and provided, however,
such employee shall retain the right to be recalled to a bargaining
unit position in accordance with the provisions of this Agreement.
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Section b. Recall List. Employees so laid off shall have their
names placed on a recall list. The names of such laid off employees
shall remain on the list for a period of two (2) full years .
Section c. Order of Recall. Employees on the recall list shall be
recalled in seniority order within their job classification within
the affected department or division, provided they are still
qualified to perform the work in the job classification. The
employer will not impose new job tests when there has been no change
in job duties . In event of a recall, the employee (s) shall be sent a
letter by registered mail, return receipt requested, with a copy to
the Union. The recalled employee shall notify the City of his intent
to return to work within three (3) working days after receiving
notification of recall and shall report to work within fourteen (14)
calendar days of receiving notice of the recall. The City shall be
deemed to have fulfilled its obligations by mailing the recall notice
by registered mail.
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ITEM 9
WAGES
Section a. Salaries . Effective the beginning of the next payroll
period immediately following the ratification of this Agreement by
both parties, employees covered by this Agreement shall receive a
three and a half percent (3 . 50%) salary increase.
Effective December 31, 2000, employees covered by this Agreement
shall receive a three and a half percent (3 . 50%) salary increase.
Effective December 30, 2001, employees covered by this agreement
shall receive a three and a half percent (3 .50%) 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.
Section b. Retroactivity. Employees covered by this Agreement who are
still on the active payroll as of the beginning of the payroll period
immediately following the ratification of this Agreement by both parties
shall receive a retroactive payment back to December 19, 1999. Said
payment shall be computed on the difference between the new rates
effective the beginning of said payroll period and the rates in effect
prior to ratification of the Agreement for all hours worked for which
the employee was compensated between December 19, 1999, and said payroll
period. Included in all hours worked shall be all paid leave and
holiday additional pay.
Section c. Training Bonus . Any bargaining unit employee who is assigned
to formally train another employee and is required to complete a daily
observation report or an evaluation report on the trainee, shall receive
a 4% increase to his/her base rate of pay for all hours spent performing
said training. This provision does not apply to bargaining unit
employees whose job responsibilities include training.
Section d. Job Reclassification or New Job Creation. Should the City
reclassify bargaining unit position to another classification within the
bargaining unit or create a new bargaining unit position due to work not
encompassed in the existing job classification, the new position shall
be included in the unit and a new wage rate shall be established. It is
further agreed that reclassification shall not be made with the
intention of eroding the bargaining unit membership.
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ITEM 10
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 Week. The normal work period shall not exceed
fourteen (14) calendar days . The normal work week shall normally consist
of five (5) days of eight (8) hours each day unless an alternative
schedule currently exists within a department or is mutually agreed to
by the City, the Employee and/or the Union.
Section c. Work Schedule Change. Should it be necessary for the City to
establish a daily or weekly work schedule departing from the normal
workday or normal work week, the City shall, where possible, give at
least three weeks notice, except in emergency situations, to the
employee or employees to be affected. Such schedule change shall be
offered to, qualified employees, by seniority. If it is necessary to
assign the changed schedule, it shall be done by reverse order of
seniority among qualified bargaining-unit employees .
Section d. Overtime Pay. Employees covered by this Agreement shall-be
paid one and one-half times their regular straight-time hourly rate of
pay for all hours worked in excess of the scheduled eight (8) hours in
a day or forty (40) hours in a week actually worked. For shift
employees this would also be in excess of the scheduled eight (8) hours
in a day or forty (40) hours in the normal work period actually worked.
For the purpose of application of this section, hours worked shall
include all paid leave hours except sick time . In addition:
1 . On the officially designated day on which Central Daylight
Savings Time becomes effective (clocks turned ahead one (1)
hour) , employees on duty and actually working during the
time change shall be paid for actual hours worked.
2 . On the officially designated day on which Central Daylight
Savings Time reverts to Central Standard Time (clocks turned
back one (1) hour) , emplo7ees on duty and actually working
during the time change shall be paid for actual hours
worked. Any hours actually worked beyond eight (8) hours
shall be paid at the employee' s applicable overtime rate of
pay.
3 . Employees shall not be compensated for time spent for
receiving department awards or city recognition if such
receipt occurs during off-duty time .
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4 . Off Duty Calls : Any bargaining unit employee who is
authorized or directed by a supervisor to make a job related
telephone call while off' duty, shall receive one-half (4)
hour pay at time and one-half (1 4) .
Sedtion e. Scheduled and Anticipated Overtime. When overtime is
anticipated, within a classification, and can be scheduled in advance,
it shall be offered to bargaining unit employees, in the affected
classification, by rotational seniority and/or exclusive area of Job
assignment in accordance with established department practice. This
provision shall not apply to holdovers for completion of assignment (s) .
For purpose of this Article, "scheduled" overtime will mean overtime
that is not anticipated within a 24 hour period. "Anticipated" overtime
will mean overtime that may be scheduled within the same workday with
advance notice of one (1) hour or more.
It is further agreed that bargaining unit employees shall continue to
work within the current policy and/or any amended policy that is
mutually agreed to between the City and the Union.
Section f. Standby. An off-duty employee placed on standby, court
standby, or on-call status by his/her supervisor will be paid $40 . 00 per
day. An employee on standby, called out to work or court, will receive
compensation for the actual time worked at brie and one-half (1 4) times
his/her straight time hourly rate of pay in addition to the scheduled
standby compensation.
Section g. Callouts. An employee Called back to work after having
completed his/her assigned work and gone home or called out on their
day off shall receive a minimum of two (2) hours compensation, or
his/her actual time, whichever is greater, at one and one-half (14)
times his/her straight time rate of pay.
Section h. Standby/Callout Policy - Building Maintenance Technicians.
For the purpose of responding to emergency calls during off schedule
periods, all Maintenance Technicians will be on a rotating schedule
for designated callout . Each scheduled period will be one (1) week in
length starting on Monday morning at 7 : 00 A.M. and ending on the
following Monday morning at 7 : 00 A.M. The employee working this
schedule will be the first person contacted to respond to an
emergency situation unless the skill .level required to perform the
task at hand dictates that an employee more suited for the situation
be called. It is also understood that any employee who feels that he
will be unable to respond to callout anytime during his designated
scheduled week will be responsible for notifying his supervisor in
advance so that other arrangements could be made. Any designated
maintenance employee or maintenance employee called out in place of
the designated employee under this provision shall receive
compensation for the actual time worked at one and one-half (11/2)
15
times his regular hourly rate of pay in addition to the callout pay.
Should the callout be on a holiday or Sunday it shall be paid at
three (3) hours at time and one-half (11/2) instead of two (2) hours .
Section i. Compensatory Time. In lieu of overtime pay,
employees covered by this agreement may accrue up to twenty-four (24)
hours of compensatory time. The option of accruing compensatory time
or being paid overtime pay shall be within the sole discretion of the
employee' s Department Head or his designee. For each hour of overtime
for which the employee would have been paid time and one-half, the
employee shall be granted one and one-half (1-1/2) hours of
compensatory time.
Compensatory time may not be carried over into a new fiscal year.
Any employee who has accrued compensatory time at the end of the fiscal
year as a result of not being unable to use said compensatory time
through no fault of the employee, shall be paid at the applicable hourly
rate on the last payroll period in the fiscal year.
Bargaining Unit employees' request to schedule compensatory time
off will not be granted if any shift coverage (e.g. the monthly
Communications Division schedule) must be covered by the hireback or
holdover of another employee. Both parties agree that the use of
compensatory time shall be within the sole discretion of the Department
Head or his designee. Both parties agree that compensatory time off
will not be granted if, in the opinion of' the Department Head or his
designee, it would create operational problems .
Section Travel Time - Training. An employee attending training
session, seminar and conferences that do not include overnight lodging
at or in the vicinity of the function shall be compensated at one and
one-half times his/her straight time hourly rate of pay for reasonable
time spent traveling to and from the function if the travel time causes
the duty day to extend beyond an eight (8) hour workday. An employee
attending training sessions, etc. , that include overnight lodging at or
in the vicinity of the function shall be compen5ated at his/her straight
time hourly rate of pay for reasonable time spent traveling to and from
the function when such travel time occurs on an employee' s scheduled day
off. All compensation shall be in accordance with the provisions of the
Fair Labor Standards Act.
Section k. Travel Time - Court. 'An employee attending court at a
location beyond the corporate limits of Elgin on official city business
and pursuant to a subpoena or other official notification of the court
shall be compensated at one and one-half times his/her straight time
hourly rate of pay for reasonable travel time to and from- the court
location if the travel time is conducted during non-working, off-duty
time.
Section 1. No Pyramiding. Compensation shall not be paid more
than once for the same hours under any provision of this Article or
Agreement.
16
ITEM 11
HOLIDAY AND PERSONAL DAYS
The employees covered by this Agreement are eligible for eight (8)
holidays and four (4) personal days . The holidays consist of the
following: New Year' s Day; Memorial Day; Independence Day; Labor Day;
Thanksgiving Day; the day after Thanksgiving Day; the afternoon four (4)
hours on Christmas Eve; Christmas Day; and the afternoon four (4) hours
on New Year' s Eve.
Martin Luther King holiday shall be added to the list of holidays
that employees covered by this Agreement are eligible for beginning
January 2001.
Section a. Holiday Observance. The standard observance of recognized
holidays will be on the day they occur. However, for employees working
a forty (40) hour week, Monday through Friday (except as provided in
Section b. below) , when a holiday falls on a Sunday, the following
Monday shall be observed as the holiday; or when a holiday fall on a
Saturday, the preceding Friday shall be observed as the holiday.
Section b. Christmas and New Year' s Eve Holidays . In order to
implement the one-half (4) holiday on Christmas Eve (December 24) and
New Year' s Eve (December 31) , non-shift employees shall be entitled to
the following holiday provision depending on the day of the week on
which Christmas Eve and New Year' s Eve falls :
Day of Which Eves Fall Provision
Monday the full day before Christmas
(December 24)
Tuesday, Wednesday and one-half (4) day on both
Thursday Christmas Eve and New Year' s Eve
Friday, Saturday and one (1) floating holiday to be taken
Sunday between Thanksgiving Day and January
Section C. Holiday remuneration. Employees shall receive
eight (8) hours pay at his/her straight time hourly rate of pay for
the hours normally scheduled to work 'on the holiday In addition:
1 . Employees who are assigned to a twenty-four (24)
hour shift operation consisting of an eight (8) hour
workday shall receive holiday compensation if worked or
not.
2 . Shift employees who are scheduled and actually work on New
Years Day, Independence Day, or Christmas Day shall
receive an additional four (4) hours of holiday pay at
his/her straight time hourly rate of pay.
17
3 . All non-shift employees required to work on an observed
holiday because of a call-out will be paid at the
applicable overtime provisions in addition to his/her
holiday pay.
Section d. Holiday Pay Eligibility. In order to be eligible for
holiday pay, the employee must work his/her last full scheduled working
day immediately preceding and his/her first scheduled working day
immediately following the day observed as a holiday, unless one of these
days is the employee' s scheduled day off or unless the employee is
excused by his/her supervisor because said employee is off work as a
result of authorized paid leave.
Section e. Personal Days . The personal days can be taken on any
workday during the payroll year and shall not be carried over to the
succeeding payroll year. Eligibility for the four (4) personal days in
any one payroll year shall be for all employees on the payroll as of
January 1st of said year. New employee starting after January 1st, but
before June 30th of the same payroll year, shall be eligible for two (2)
personal days (16 hours) . For the purpose of interpretation of this
section, employees assigned to a twenty-four (24) hour shift operation
consisting of an eight (8) hour workday shall receive personal days as
set forth above. Any time off on a personal day shall be scheduled with
the approval of the employee' s division or department head.
Section f. Personal Day Conversion. An employee eligible for personal
days but not desiring to use them may, upon written request to his/her
department head, convert those personal days into cash payment. Such
payment shall be equal to his/her straight-time hourly rate of pay
times . either eight (8) , sixteen (16) , twenty-four (24) , or thirty-two
(32) hours, and will be included with a paycheck issued within thirty
(30) days of the written request. Such request shall be submitted prior
to December 1 . _
However, employees will also be eligible for said cash payment
i a personal day scheduled as time off is canceled by the department
head because of emergency reasons and cannot be rescheduled by the end
of the same payroll year.
Section g. Overtime Computation. A holiday observed during an
eligible employee ' s normal work week shall be counted as a day worked
in computing eligibility for overtime.
18
ITEM 12
VACATIONS
Effective upon ratification of this Agreement by both parties,
employees covered by this Agreement who have been employed by the
City for a period of at least one year, shall be entitled to a
vacation as follows:
Years of Continuous Service Length of Vacation
First (1st) year to sixth (6th) Two weeks - 80 hours
anniversary
Seventh (7th) year to thirteenth Three weeks - 120 hours
(13th) anniversary
Fourteenth (14th) year to Twenty- Four weeks - 160 hours
first (21st) anniversary
Twenty-second (22nd) year and Five weeks - 200 hours
over
The employee' s anniversary date of continuous employment from the
last date of hire as a full-time employee shall be the basis of
calculation for length of service.
Section a. Accrual. Vacation hours are accrued each bi-weekly pay
period if the employee is paid for a minimum of sixty (60) hours
inclusive of holiday, vacation, sick leave, workmen' s compensation or
authorized leave "with pay" . An employee does not earn 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. For each week of vacation, an eligible
employee shall be entitled to a vacation allowance of forty (40) hours
pay at the employee' s regular straight-time hourly rate of pay.
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 60
accrued sick days, which equals 480 hours, may convert three (3) days
of sick leave for one (1) additional vacation day. Such conversion
shall be for a maximum of five (5) additional days of vacation in any
one year, and may not decrease the remaining accrual of sick leave below
the base accumulation of 60 days . Scheduling of any such increased
vacation leave shall be done only after the determination of the
vacation schedules for all other employees in the division or
department.
19
Section d. Scheduling. Vacation shall be scheduled in so far as
practical at times most desired by each employee with the
determination of preference being made on the basis of an employee ' s
departmental seniority in initial vacation selections or according to
existing departmental policy. 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 Department Head, or his designee, in order to insure
orderly performance of the services provided by the City. However,
requests for vacation shall not be unreasonably denied.
Section e. Scheduling. - Shift Employees . When a shift employee takes
'a' week of vacation, every effort shall be taken to give the employee
the weekend before and after the scheduled vacation off if desired by
the employee, with such requests not being unreasonably denied. In case
of multiple weeks vacation, the employee shall be given off the weekend
between the two weeks .
20
ITEM 10
SICK LEAVE
Employees covered by this Agreement shall earn sick leave by
accumulating the equivalent of one (1) 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 1920 hours
of sick leave. Sick leave is an insurance-type benefit that should be
used by the employee only when needed and an employee may charge time
to sick leave 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, grand
parents, mother-in-law or father-in-law. )
- Funeral of a relative. Such leave shall be limited to
travel and necessary attendance at the funeral.
Section a. Accrual. Sick hours are accrued each payroll period if
the employee is paid a minimum of sixty (60) 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. 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 full duties. This statement must be brought
to the Personnel Office before the employee is allowed to return to
work.
Section c. 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) days of sick leave for one 41) vacation day or one (1) day of
severance pay.
(a) Vacation leave conversion requires an accumulation of
sick leave of over 60 accrued sick days which is the
equivalent of 480 hours of sick leave. Such conversion is
limited to a maximum of five (5) days of vacation leave in
any one year.
21
(b) Conversion of Sick Leave 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 720 hours of sick
leave. Such conversion is limited to a maximum of twenty
(20) days or 160 hours of severance pay upon separation.
(c) 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 sick days .
Section d. Attendance Incentive Recognition. Employees who are still
on the active payroll at the end of a payroll year are eligible for an
incentive payment of said year' s unused sick leave earnings . Such
eligibility is for employees having an annual sick leave balance from
that payroll year' s earnings of six (6) sick days (48 hours) or more.
Following the end of the payroll year, a payment will be made for each
full eligible day of unused sick leave accrued at year' s end according
to the following schedule.
Years of Continuous Service Sick Day Payment
First (1st) anniversary to $20 for each full day
sixth (6th) anniversary •
Seventh (7th) anniversary to $30 for each full day
thirteenth (13th) anniversary
Fourteenth (14th) anniversary .to $40 for each full day
nineteenth (19th) anniversary
Twentieth (20th) anniversary $50 for each full day
and over
(a) Sick leave utilized pursuant to the reasons listed in Item
10 . Sick leave for the death of a member of the immediate
family or for the funeral of a close friend or relative
shall not be chargeable to the Attendance Incentive
Recognition program up to a maximum of forty (40) hours.
22
ITEM 14
MEDICAL AND HEALTH PLANS
Full-time employees who have been employed for at least thirty
(30) days will be eligible to elect one of the following health and
medical coverage options for themselves and their dependents . The City
reserves the right to change insurance carriers, self-insure, or
implement costs containment features, so long as the overall coverage
available to employees employed upon the effective day of this Agreement
is substantially the same.
Section a. Medical Insurance. The City shall offer a group medical
insurance plan for the employee and his/her dependents . The City shall
contribute to this program at a cost equal to the full premium and
liability of the City' s basic comprehensive major medical insurance
plan.
The City's basic comprehensive major medical insurance plan
for employees covered by this Agreement shall include the following
provisions:
1. $200 deductible per person, limit three (3) per
family ($600 per_family) .
2 . $1, 000, 000 Major Medical limit.
Section b. Health Maintenance Organization. The employee may,
as an option, elect to participate in any eligible Health Maintenance
Organization (HMO) certified with the City. The City will contribute
to the cost of an HMO plan a monthly amount equal to that provided for
the City's basic comprehensive major medical insurance plan for employee
covered by this Agreement. Any costs for HMO participation over this
prescribed monthly amount will be paid by the employee.
Section c. Retiree Participation. An employee who is a participant
in the Illinois Municipal Retirement Fund who retires and is qualified
to receive immediate pension or an employee who retired after 20 years
of service with the City, may elect to continue participation in the
City' s group comprehensive major medical insurance program upon
retirement. Said participation shall be available only on a continuous
coverage basis and by the retiree paying 100% of the applicable premium,
payable in advance on a monthly basis . If a retiree fails to make the
applicable monthly payment by the beginning of the month, coverage will
be terminated. The right of a retiree to continue coverage under the
provisions of this Item shall terminate when the retiree (1) _returns to
active service, (2) exercises any pension refund option available or
accepts any separation benefits, (3) looses his/her rights to pension
benefits . , or (4) dies .
23
ITEM 15
WORKER' S COMPENSATION
Worker' s Compensation claims and benefits shall be administered
only according to the provisions of the State of Illinois Worker' s
Compensation Act (820 ILCS 305/1, et seq) for all employees
covered by this Agreement.
24
ITEM 16
DENTAL AND OPTICAL PLANS
Employees covered by this Agreement who have been employed for at
least thirty (30) days shall be eligible to participate in a dental
and/or optical insurance plan offered and administered by the City.
Participation in either or both plans shall be at the employee' s option.
The full amount of the premium and liability for either or both plans
shall be paid by the employee through payroll deduction. The monthly
administrative fee for said plans shall be paid by the City.
•
•
25
ITEM 17
LIFE INSURANCE
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 $30, 000 term group life insurance policy (including accidental
death and dismemberment) .
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.
26
ITEM 18
UNIFORM ALLOWANCE
Non-probationary employees holding certain positions which are
covered by this Agreement, because of the nature of their work, are
required to wear a uniform, as specified by the City, in the performance
of their duties . These positions are:
Code Enforcement Officer
Code Enforcement supervisor
Senior Code Enforcement Officer
Communications Operator
Community Service Officer
Court Liaison Officer
Record Clerks
Quartermaster System. Communication Operators, Record Clerks,
Community Service Officers and Court Liaison Officers shall receive re-
quired uniforms through a procedure commonly referred to as a
"quartermaster system" .
Uniform Cleaning. The City shall be responsible for providing uniform
cleaning services to all employees in the .positions listed above that
are required to wear uniforms.
27
ITEM 19
Grievance Procedure
Section a. Definition of Grievance. A grievance for the purpose of
this Agreement is defined as a difference of opinion between an
employee, or the Union with respect to the meaning or application of
the terms of this Agreement or the inequitable application of rules,
regulations, personnel policies or procedures as may be adopted by
the employer during the terms of this Agreement.
Section b. Grievance Procedure. Recognizing that any grievance should
be raised and settled promptly, a grievance must be raised within
seven (7) calendar days of the occurrence of the first (1') event
giving rise to the grievance. A grievance shall be processed as
follows:
STEP 1 : Division Head. The employee or group of employees shall file
the grievance in writing to the Division Head. The Division Head may
choose to meet with the employee, or group of employees to discuss
the grievance . The Division Head will, upon the receipt of the
grievance, hold such meeting, if desired, and provide a written
response within seven (7) calender days of said receipt .
STEP 2 : Appeal to Department Head. If the grievance is not settled in
Step 1, and the aggrieved employee and the Union decide to appeal,
the Union shall, within seven (7) calender days from the receipt of
the Step 1 answer, file with the Department Head an appeal signed by
the aggrieved employee and the appropriate Union representative. The
Department Head will schedule a meeting within seven (7) calendar
days of the receipt of the appeal. Such meeting will be held with the
aggrieved employee (s) , the unit chairperson, and the steward of the
affected employee (s) . If no agreement is reached in such a
discussion, the Department Head, or his designee, will give his
answer in writing within seven (7) calender days of the discussion.
STEP 3 : Appeal to City Manager. If the grievance is not settled in
Step 2, and the aggrieved employee (s) and the Union decides to
appeal, the Union shall, within seven (7) calendar days after receipt
of the Step 2 answer, file a written appeal with the City Manager. A
meeting between the City Manager, or his designee, and the
appropriate Union representative, will be scheduled within ten (10)
working days of receipt of such appeal. 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 4 : Arbitration. If the grievance is not settled in accordance
with the foregoing procedure, the Union may refer the grievance to
arbitration by giving written notice to the City Manager within ten
(10) calendar days after receipt of the City' s answer in Step 3 . The
parties shall attempt to agree upon an arbitrator promptly. In the
event the parties are unable to agree upon an arbitrator, they shall
28
jointly request the Federal Mediation and Conciliation Service or the
American Arbitration Association to submit a panel of five (5 )
arbitrators . The Union shall striketwo (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/her selection by a joint letter
from the City and the Union, requesting that he/she set a time and a
place for a hearing, subject to the availability of the City and
Union representatives .
The arbitrator shall have no authority to amend, modify, nullify,
ignore, add to, or subtract from the provisions of this Agreement .
He/she shall consider and decide only the specific issue submitted to
him/her, and his/her recommendation shall be based solely upon
his/her 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 binding. The costs of the arbitration
proceeding, including the fee and expenses of the arbitrator, shall
be divided equally by both parties .
Section c. 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 or schedule a required meeting within the
specified time, the Union may immediately appeal the grievance 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.
Section d. Investigation and Discussion of Grievances . All
grievances resulting in suspension or discharge of an employee (s)
shall be subject to immediate investigation by the Union and its off-
duty employee delegate (s) during working hours . Discussion and
irrvestigation of grievances relating to other issues shall take place
outside of working hours unless otherwise agreed to by the City.
Section e. Civil Service Commission. It is expressly understood
that matters subject to the Civil Service Commission or matters which
may be appealed to the Civil Service Commission are not subject to
this grievance procedure and that the sole recourse for such matters
is with the Civil Service Commission.
Section f. Disciplinary Suspensions or Deductions from Pay.
Disciplinary action resulting in the suspension of a non-probationary
employee may be appealed to the Civil Service Commission, in
accordance with its rules and regulations (probationary employees
have no recourse to the Civil Service Commission or the grievance
procedure to protest discipline) . Such suspensions, if not subject
to the Civil Service Commission' s jurisdiction, may, if otherwise
timely, be processed as a grievance under the provisions of this
Article.
29
Section g. Precedence of Agreement. If there is any conflict
between the specific terms of this Agreement and any City rules,
regulations or policies, the specific terms of this Agreement shall
be controlling. If an employee believes there is such a conflict,
the, employee may file a grievance in accordance with the provisions
of this Article .
Section h. Meeting Prior to Suspension or Termination. No grievance
shall be filed by an employee, group of employees or the Union
without first giving the department head of the aggrieved employee (s)
the opportunity to discuss in a meeting the incident/situation giving
rise to the grievance . No non-probationary employee shall be
suspended or terminated by the City without first being given the
opportunity to discuss in a meeting with the department head of the
subject non-probationary employee the incident/situation giving rise
to the proposed suspension or termination. The foregoing provision
that a non-probationary employee be given the opportunity to meet
with the department head prior to the imposition of a suspension or
termination shall not apply if the incident/situation involves
alleged criminal or unlawful activity or if in the opinion of
management immediate action is required to maintain order or to
protect workplace or public safety.
30
ITEM 20
DRUG TESTING AND SUBSTANCE ABUSE
In order to help provide a safe work environment and to protect the
public by insuring that employees covered by this agreement have the
physical stamina and emotional stability to perform their assigned
duties, the City may require employees to submit to a urinalysis test
and/or other appropriate test up to four times per year per employee at
a time and place designated by the, City. If the employee tests
positive in the urinalysis test, the results shall be
confirmed by a gas chromatography/mass spectrometry (GC/MS)
test . The results of said tests shall be submitted to the City.
If an employee tests positive in any such testing procedure, the
employee may be advised confidentially to seek assistance through the
City' s Employee Assistance Program (EAP) or, if circumstances warrant,
may be the recipient of appropriate disciplinary action, which may
include discharge. If the same employee tests positive a second time,
the test results shall be submitted to the City for appropriate action,
which may include discharge. Drug testing may be required at any time
when there is reasonable suspicion for such testing. Reasonable
suspicion may include, but is not limited to, such things as involvement
in an on-the-job injury and/or accident, excessive or unusual
absenteeism and/or tardiness, poor work performance (as evidenced by
such things as difficulty in concentrating on the task at hand,
confusion in handling assignments, or excessive mistakes) , a change in
personality, wide swings in attitude and/or morale, etc . The abuse of
prescribed drugs at any time, as well as being under the influence of
alcohol or the consumption of alcohol while on duty, shall be cause for
discipline, including discharge.
31
ITEM 21
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 agreement arrived at by the parties after the
exercise of that right and opportunity are set forth in this Agreement .
Therefore, the City and the Union, 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, including the impact of the City' s exercise of its rights as
set forth herein on salaries, fringe benefits, or terms and conditions
of employment, 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 ' agreement in writing .
32
ITEM 22
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 statues or ordinances, all other
provisions of this Agreement shall remain in full force and effect
for the duration of this Agreement.
•
33
ITEM 23
TERM
Unless otherwise specifically provided, this Agreement shall
be in full force and effect on December 19, 1999, and shall continue
until and including the 28th day of December, 2002 . It shall be
automatically renewed form 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 par-
ties .
Retroactivity. If the Group fails to ratify and execute an agreement
prior to the expiration of this Agreement (December 28, 2002) , it shall
be understood that retroactivity will not be guaranteed but will instead
be subject to negotiations .
34
EXECUTED THIS 23 /W- day of AUG; , 2000 after approval by the
City Council, City of Elgin, and after ratification by the Group
membership.
FOR THE CITY,
•
Attest: By: L (_ ,A
i Manager
City Clerk
FOR THE GROUP
Attest; By:
Chairperson
Acretary
•
35
Attachment 'A'
•
The appropriate unit for negotiations with the Cleri-
cal/Technical Employee Group shall include all non-probationary full-
time employees in the following job classifications in the Building
Maintenance, Cemetery, City Garage, Planning, Finance, Fire, Police,
Public Property and Recreation, Public Works, Purchasing, and Water
Departments . Employees who are specifically excluded are certain
clerical employees in the offices of the City Manager, Police Chief,
Fire Chief, Legal Department, and the Human Resources Department .
Building Maintenance Worker
Building Operations Worker
Central Services Coordinator
Clerk Typist
Code Enforcement Officer
Code Enforcement Supervisor
Communications operator
Community Outreach Worker
Community Service Officer
Court Liaison Officer
Custodial Supervisor
Custodian
Customer Service Clerk
Hispanic Outreach Worker
Lead Customer Service Clerk
Para-Legal
Permit Control Officer I
Permit Control Officer II
Planning Technician
Principal Account Clerk
Program Administrator
Purchasing Assistant
Records Clerk
Rehabilitation Specialist
Sanitarian
Secretary
Senior Code Enforcement Officer
Stage Technician
36
SIDE LETTER
1. JOINT LABOR MANAGEMFNT COMMITTEE:
Both parties shall establish a Joint Labor Management Committee (JLMC) which shall be
comprised of an equal number of participants from the Union and the City, with a
minimum of four members from each side. The committee shall serve in an advisory
capacity only to discuss labor relations and health and safety issues of mutual interest to
both parties for the sole purpose of establishing a harmonious working relationship
between the union employees and the Employer. The JLMC shall not have the power to
alter or change in any way the provisions of this agreement or to resolve grievances.
Meetings shall be held on a quarterly, or as needed basis at a prearranged date and
location. Employees on the JLMC will be paid at their regular straight time hourly pay for
time spent in committee meetings during their regular working hours. Meeting hours
outside the normal working hours of members will not be considered as time worked nor
used in the calculation of overtime.
2. RESIDENCY:
If during the term of this agreement the City Council adopts a residency ordinance for any
represented group of City employees (i.e., firefighters, police, and public works) that is
less restrictive than the residency ordinance that is currently in effect for the
Clerical/Technical Group covered by this agreement, the provisions of such ordinance
shall be deemed to be likewise applicable to the Clerical/Technical Group on the same
terms and conditions and with the same effective date as for such other represented group
of employees.
3. POSITION REVIEW:
A formal review of the following positions shall be done by the applicable departments
upon the departments' receipt from the union of data to justify such a review:
Records Clerk
Building Maintenance Worker
Building Operations Worker
Custodial Supervisor
Para-Legal
Lead Customer Service Clerk
Principal Customer Service Clerk
Customer Service Clerk
Following the department's review, a written recommendation for reclassification or salary
adjustment shall be submitted by the department to the Human Resources Department if
deemed necessary. The written recommendation and the result of the Human Resources
Department's analysis of such recommendation shall be submitted to the City Manager for
final determination. Any resulting reclassification(s) or salary adjustment(s), if any, shall be
effective December 31, 2000.
FOR THE CITY OF ELGIN FOR THE UNION z,-
,
•