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G87-98 (2)
Ordinance No. G87-98 AN ORDINANCE AMENDING CHAPTER 2 . 20 OF THE ELGIN MUNICIPAL CODE, 1976, AS AMENDED, ENTITLED "RESIDENCY REQUIREMENTS FOR CITY OFFICERS" BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF ELGIN, ILLINOIS : Section 1 . That Section 2 . 20 . 030 of the Elgin Municipal Code, 1976 , as amended, entitled "Establishment" be and is hereby further amended to read as follows : "2 . 20 . 030 Establishment . All full time officers and employees of the city, named in this chapter, shall establish residency as required by this chapter within eighteen ( 18) months following original appointment whether or not probationary, or employment or promotion to an office or position for which a different residence is required by this chapter. Extensions of time in which to establish residency, or temporary exceptions to residency as required by this chapter may be granted in the discretion of the city manager for a period not to exceed an additional six (6 ) months, upon written application and a hearing, where there are practical difficulties or particular hardship, in establishing residency within the time provided or in maintaining residency as otherwise provided. " Section 2 . That all ordinances or parts of ordinances in conflict with the provisions of this ordinance be and are hereby repealed. Section 3 . That this ordinance shall be in full force and effect from and after its passage and publication in the manner provided by law. s/ Kevin Kelly Kevin Kelly, Mayor Presented: October 28 , 1998 Passed: October 28, 1998 Omnibus Vote: Yeas 6 Nays 0 Recorded: October 29, 1998 Published: October 29 , 1998 Attest: s/ Dolonna Mecum Dolonna Mecum, City Clerk Committee of the Whole Meeting October 28 , 1998 Page 3 Discussion of Residency Ordinance Mayor Kelly stated that he has been approached a number of times by people who question whether the City' s ordinance which requires that new employees reside within the City within 18 months after they are hired is too strict and in the best interest of the City. Representatives from the various employee groups addressed the Council and stated their objections to the residency requirement . Among the reasons cited to repeal the residency requirement were that it limits the pool of prospective employees, makes it difficult to attract qualified people for certain positions, eliminates employees ' right to choose where they live, few other municipalities have a residency requirement, can create family hardships, some people can' t afford to relocate, not wanting to relocate can keep a qualified employee from applying for promotion, and living within the City doesn' t make an employee work any harder than one who doesn' t live within the City. The Council was urged to repeal the residency ordinance . Councilman Gavin made a motion, seconded by Councilwoman Yearman, to immediately repeal residency across the board. Councilman Schock stated that he would like to have more information before voting on this issue . Councilwoman Yearman made a motion, seconded by Councilman Schock, to table the motion until the November 4 , 1998, meeting. Yeas : Councilmembers Schock, Walters, Yearman, and Mayor Kelly. Nays : Councilmembers Gavin and Gilliam. Center City Place Loan Councilman Walters made a motion, seconded by Councilman Schock, to approve a revision in the terms of the promissory note with Center City Place Limited Partnership to include a five-year term, semi-annual principal payment of $3 , 250 and a 5 . 5% interest rate on the outstanding balance . Yeas : Councilmembers Gavin, Gilliam, Schock, Walters, Yearman and Mayor Kelly. Nays : None . Cultural Arts Commission General Grant Councilwoman Yearman made a motion, seconded by Councilman Walters, to approve the Cultural Arts program grant to Elgin Children' s Chorus in the amount of $3 , 000 and grant to Elgin Symphony Orchestra in the amount of $6 , 000 . Yeas : Councilmembers Gavin, Gilliam, Schock, Walters, Yearman and Mayor Kelly. Nays : None . Committee of the Whole Meeting November 4 , 1998 Page 2 Consideration of Residency Requirement for Employees Councilwoman Yearman made a motion, seconded by Councilman Gavin, to remove consideration of the motion to repeal the residency requirement from the table. Yeas : Councilmembers Gavin, Gilliam, Schock, Walters, Yearman and Mayor Kelly. Nays : None . Councilman Gavin made a motion, seconded by Councilwoman Yearman, to amend the aforesaid motion to have the residency requirement apply only to Group A employees . The Council reviewed and discussed material and information they had requested, including residency practices of other jurisdictions . Representatives from the Police Department , Public Works, and the Fire Department also furnished additional material and information regarding the effect the residency requirement has on hiring, retention, promotions, and other aspects of employment and again urged the Council to repeal the residency requirement . Councilman Schock stated that the city has changed its residency requirement six times since 1973 , and this produces an unstable environment . He believes the best way to deal with the issue is through the collective bargaining process, which will require both sides to make tough decisions . Mayor Kelly stated that he believes it is important for government to make people happy and that too often that opportunity is missed. The vote on the amendment to the motion was as follows : Yeas : Councilmembers Gavin, Yearman, and Mayor Kelly. Nays : Councilmembers Gilliam, Schock, and Walters . The main motion and second were withdrawn. License Agreement with IDI/Gateway Drive Landscape Median Councilman Gilliam made a motion, seconded by Councilman Schock, to authorize execution of a License Agreement with IDI for the placement and maintenance of a landscape median and entryway sign within the Gateway Drive right-of-way. Yeas : Councilmembers Gavin, Gilliam, Schock, Walters, Yearman and Mayor Kelly. Nays : None . Public Works Sewer Division Crew Leader Councilman Gilliam made a motion, seconded by Councilman Gavin, to authorize filling the Crew Leader position within the Sewer Division of the Public Works Department as soon as practical in 1998 . Yeas : Councilmembers Gavin, Gilliam, Schock, Walters, Yearman and Mayor Kelly. Nays : None . Committee of the Whole Meeting November 4 , 1998 Page 2 Consideration of Residency Requirement for Employees Councilwoman Yearman made a motion, seconded by Councilman Gavin, to remove consideration of the motion to repeal the residency requirement from the table. Yeas : Councilmembers Gavin, Gilliam, Schock, Walters , Yearman and Mayor Kelly. Nays : None. Councilman Gavin made a motion, seconded by Councilwoman Yearman, to amend the aforesaid motion to have the residency requirement apply only to Group A employees . The Council reviewed and discussed material and information they had requested, including residency practices of other jurisdictions . Representatives from the Police Department, Public Works, and the Fire Department also furnished additional material and information regarding the effect the residency requirement has on hiring, retention, promotions, and other aspects of employment and again urged the Council to repeal the residency requirement. Councilman Schock stated that the city has changed its residency requirement six times since 1973, and this produces an unstable environment. He believes the best way to deal with the issue is through the collective bargaining process, which will require both sides to make tough decisions . Mayor Kelly stated that he believes it is important for government to make people happy and that too often that opportunity is missed. The vote on the amendment to the motion was as follows : Yeas : Councilmembers Gavin, Yearman, and Mayor Kelly. Nays : Councilmembers Gilliam, Schock, and Walters . The main motion and second were withdrawn. License Agreement with IDI/Gateway Drive Landscape Median Councilman Gilliam made a motion, seconded by Councilman Schock, to authorize execution of a License Agreement with IDI for the placement and maintenance of a landscape median and entryway sign within the Gateway Drive right-of-way. Yeas : Councilmembers Gavin, Gilliam, Schock, Walters, Yearman and Mayor Kelly. Nays : None. Public Works Sewer Division Crew Leader Councilman Gilliam made a motion, seconded by Councilman Gavin, to authorize filling the Crew Leader position within the Sewer Division of the Public Works Department as soon as practical in 1998 . Yeas : Councilmembers Gavin, Gilliam, Schock, Walters, Yearman and Mayor Kelly. Nays : None. FROM : ADH INSURANCE AGENCY, I NC PHONE NO. : 1 947 697 0161 Nov. 02 1990 03:21PM P2 ti RESIDENCY SURVEY Addison Police Department Res.Req.:7 1t2 mile radius • • Algonquin Police Department Res.Req.:10 mile radius(may apply for waiver) Altamont Police Department Res.Req.: 11/2 mile radius within 6 months Alton Police Department Res.Req.: within City limits Antioch Police Department ReaS, Req.: 15 mile radius(expanded from 8 miles 1993) Arlington Heights Police Department Res.Req.:none Anrora Police Department Res.Req.:none -changed 1992 Barrington Hills PoliceDepariment Res.Req.:none Barrington Police Department Ree.Req.:Mae Bartlett Police Department Res.Req.:20 mile radios(changed 20 years ago) Bartonville Police Department Rea.Req.:Limestone Township Batavia Police Department Res Req.: 10 mile radius Belleville Police Department Res.Req.: 15 minutes from city Bensenville Police Department lies Req.: 15 mile radius Berwyn Police Department Res Req.:anywhere in Cook County Bloomingdale Police Department Res.Req.:none(within 45 minutes of Police Dept.) Bloomington Police Department Res.Req.:none Bolingbrook Police Department Ras.Req.: 13 mile radius-changed 1 year ago Bourbonnais Police Department Res_Req.: 10 mile radius,changed from 5 mile,last couple of Yeall Broadview Police Department Res_Req.: 10 mile radius Brookfield Police Department Res.Req.:none(Requirement was 2 mile radius,then 10 mile radius and finally changed to no requirement 2 years ago) Buffalo Grove Police Department Res.Req.:none,requirement lifted 20 years ago Burnham Police Department Res.Req.:5 mile radius-changed from 3 miles Barr Ridge Police Department Res.Req.:none Calumet Park Police Department Res.Req.. 10 mile radius(changed in 86-87) Carbondale Police Department • Rea.Req.:9 mile radius Carol Stream Police Department Rea Req.: 15 mile radius,for Police Officers,other city employees have no require' C:arpentersville Police Department Res_Req.: 15 mile radius(expanded from 10 miles)-changed 2 years ago Cary Police Department Ras.Req.:none FROM : ADH INSURANCE AGENCY, I NC PHONE NO. : 1 04? 697 0161 Nov. 02 1990 03:22PM P3 ti Centralia Police Department Rea-Req.:within City limits Champaign Police Department Res.Req.:9 mile radius Charleston Police Department Res.Req.:City Limits Chicago Police Department Ras.Req.:City Limits Chicago Heights Police Department Res.Req.:within City limits Chicago Ridge Police Department Res.Req.:at least 5 miles within certain highway boundaries outside of city(changed 5 years ago) Clinton Police Department Res.Req.:City Limits Collinsville Police Department Res.Req.:within City limits Country Club Hills Police Res.Req.: 15 Inge radius Camtryside Police Department Res.Req.:none Crave Coeur Police Department Res.Req.; 10 mile radius(Tazewell County) Crystal Lake Police Department Res.Req.:15 mile radius Danville Pollee Department Res. Req.:City Limits Darien Police Department Rs.Req.:none Mur Police Department Res.Req.: 15 mile radius Deerfield Police Department Res.Req.: 15 mile radius DeKalb Police Department Ras Req.: 12 mile radius Des Plaines Police Department Rs_Req.:none Dixon Police Department Res_Req.:within City limits Dnamoor Police Department Res.Req.:neve Dolton Police Department Ras.Req.:22 mile radius Downers Grove Police Department Res.Req.:none DuPage Police Department Res.Req.:approx. 10 mile radius of county DuQuoin Police Department Res.Req.:within 10 minutes of Police Department East Hazel Crest Police Department Res.Req.:20 minute radius-not strictly enfbrced-changed 9 Yeas ago East Moline Police Department Res.Req.:in East ElDorado Township East St.Louis Police Department Res.Req.:within City limits Edwardsville Police Department Res.Req.:within City limits FfRngham Police Dcpartmeat Res.Req.:within City limits • Elgin Police Department Res.Req.:within City limits Elk Grove'Police Department Res.Req.: 15 mile radius Elmhurst Police Department Res.Req.:none Elmwood Police Department Ries.Req.:none Evanston Police Department Res.Req.:none,has not had one far over 26 years FROM : ADH INSURANCE AGENCY, INC PHONE NO. : 1 847 697 0161 Nov. 02 1998 03:22PM P4 4. Evergreen Park Police Department Res.Req_: 15 mile radius of city,increased 6 year ago from 10 miles Flossmoor Police Department Res.Req.: 15 mile radius Forest View Police Department Res.Req.:5 mile radius Fox Lake Police Department Res.Req.:none Fox River Police Department Res.Req.:30 minute radius with permission Frankfort Police Department Res.Req.:within 20 minutes of Police Department Franklin Park Police Department Res.Req.:none Freeport Police Department Res.Req.:can reside in any of the 4 townships that are adjacent to city Galena Police Department Ben.Req.: 15 minute drive Galesburg Police Department Res.Req.:within City limits Genesee"Police Department Res.Req.:within 10 minutes of travel Geneva Police Department Reis.Req.:20 mile radius(changed10 years ago) Glendale Heights Police Department Res. Req.: 15 mile radios Glenview Police Department Res.Req.:none-changed 20 years ago Glenwood Police Department Res.Req.:25 mile radius Granite City Police Department Res.Req.:City Limits Grayslake Police Department Ras.Req.:50 miles of Police Department Gurnee Police Department Res.Req.: 15 mile radius Hamilton Police Department Rea Req.:in Illinois,"close proximity of Hamilton" Hanover Park Police Department Res.Req.:20 mile radius Harrisburg Police Department Res.Req.:in Harrisburg Township Harvard Police Department Ree.Req.:30 minute radius by air radius,changed from 25 miles Harvey Police Department Rae.Req.:within City limits,but not enforced could not get people from town to apply Harwood Heights Police Department Res.Req.;none(for over I S years) Hawthorn Woods Police Department Rios.Req.:none Hazel Crest Police Department Ree.Req.: 10 mile radius HickoryHills Police Department Ree.Req.:none-changed 15 years ago Highland Park Police Department Res.Req.: 18 mile radius Hillsboro Police Department Res.Req.:within City limits Hillside Police Department Res.Req.:none Hinsdale Police Department Res.Req.:none Homewood Police Department Res.Req.:none-changed 3 years ago . FROM : ADH INSURANCE AGENCY, INC PHONE NO. : 1 847 697 0161 Nov. 02 1998 03:23PM P5 Island Lake Police Department Rea.Req.: 15 mile radius Itasca Police Department Res.Req.:none Jacksonville Police Department Res.Req.:within City limits Jerseyville Police Department Res.Req.:within City limits Kankakee City Police Department Res.Req.:within City limits Kewanee Polio.Deportment Rea.Req.:within City limits LaGrange Police Department Res.Req.:none Lake Bluff Police Department Res.Req.: 15 mile radius Lake Forest Police Department Ree.Req.: 11 mile radius Leland Grove Police DeS arfiment Res.Req.:none Lenient Police-Department Res.Req.: 15 mile radius within 2 years Libertyville Polio Department Ree.Req.:live within Lake County Lincoln Police Dcpariment Res.Req.:City Limits Lincolnshire Police Department Res.Req.:none Lincolnwood Police Department Res.Req.:radius defined by certain roadways and landtnmtirs 20 miles to north and 6 mile to south Lisle Police Department Res.Req_50 mile radius Lockport Police Department Res.Req.: 10 mite radius Lombard Police Department Res.Req.:none Lynwood Police Department Ras.Req.: 15 mile radius-change made by Chief Lyons Police Department Res.Req.:ordinanac on books but not enforced Ma emb Police Department Res.Req.:City Limits Madison Police Department Res. Req.:City Limits Manhattan Police Department Res.Req.:none Manteno Police Department Res Req.:10 mile radius Marengo Police Department Ras.Req.: 15 mile radius Marion Police Department Res.Req.:City Limits Markham Police Departmait Rea Req.:3 mile radius-changed 4 years ago Mascariah Police Department Res Req.: 15 minutes Eon Police Department Matteson Police Department Res.Req..none Mattoon Police Department Res.Req.:High School District McHenry Police Department Res Req.:none Moline Police Department Rm.Req.:City Limits Montgomery Police Department Res.Req.:none Morris Police Department Res.Req.:City Limits Morton Grove Police Deparerne m Res.Req.:none FROM : ADH INSURANCE AGENCY, INC PHONE NO. : 1 847 697 0161 Nov. 02 1998 03:23PM PG Mount Prospect Police Department Res.Req.:none Mt.Vernon Police Department Res.Req.:City Limits New Lenox Police Department Res.Req.:none Niles Police Department Res.Req.:none Memel Police Department Rea Req.: 15 anile radius North Riverside Police Department Rea.Req.:nano Northbrook Police Department Rem Req.:none Northfield Police Department Res.Req.:20 mile radius Oakbrook Police Department Res.Req.;.none Oakbrook Terrace Police Department Ras.Req.:.none Orland Hills Police Department Res.Req.:none Orland Park Police Department Res.Req.;none Ottawa Police Depsrtment Res,Req, 1.5 mile radius Palatine Police Department Res.Req.: 15 mile radius Palos Heights Police Department Res.Req.:none Palos Hills Police Department Res.Req.:none-used to be 5 to 6 miles,but was changed Paris Police Department Res.Req.:City Limits Park City Police Department Res.Req.: 15 mile radius Park Ridge Police Department Res.Req.:none Pectin Police Department Res.Req.:within geographic area surrounding city Peoria Police Department Res.Req.:City Limits Peoria School District Res Req.:none Plainfield Police Department Res Req.:none Pontiac Police Department Res.Req.:City Limits Princeton Police Department Res Req.:City Limits Prospect Heights Police Department Res.Req.:none Quincy Police Department Res.Req.:City Limits Rantoul Police Deportment . Rae.Req.:4 mile radius Richmond Police Department Res_Req.:none River forest Police Department Res.Req.:none-changed 4 or 5 fiats ego unlimited River Grove Police Department Res_Req.:nape-changed many years ago Riverdale Police Department Res.Req.: 16 mile radius Riverside Police Department Rus.Req.:nate Rochelle Police Department Res.Req.: 10 mile radius Reck Island Police Department Res.Rei}.:City Limits Rock Island Terrace;Police Department Res.Req.: 10 mile radius FROM : ADH INSURANCE AGENCY, INC PHONE NO. : 1 047 697 0161 Nov. 02 1990 03:24PM P7 Rockfalls Police Department Res, Req.:5 mile radius Rockford Police Department Res.Req.;City Limits Rolling Meadows Police Department Res.Req.:none Round Lake Beach Police Department Res.Req.:none Sandwich Police Department Res.Req.:5 mile radius Schaumburg Police Department Rtes.Req.:none Schiller Park Police Department Res.Req.:6 mile radius Shorewood Police Department Res.Req.:none Skokie Police Department Res:.Req.:none Springfield Police I. •• ent Res.Req.:City Limits Starling Police I-._ . •eat Res.Req.:City Limits Streamwood Police'a-. ent Res.Req.:within certain roadway boundaries,roughly 15 to 20 mile Sycamore Police Department Res.Req.:City Limits Summit Police Department Res.Req.:8 mile radius Taylorville Palioe Department Res.Req.:City Limits Tuscola Police Department Res.Req.:2 mile radius University Park Police Department Res.Req.: 10 mile radius Urbana Police Department Res.Req.; 15 mile radius Vandalia Police Department Res.Req.: 12 mile radius Vernon Hills Police Department Ret:.Req.:nano Village of Rosemont Police Department Res.Req.:none Village of South Barrington Police Department Res.Req.:none Wcst Dundee Police Department Res.Req.:25 mile radius Westchester Police Department Res.Req.:none Western Springs Police Department Res.Req.:none Wheaton Police Department Res.Req.:none Wheeling Police Department Res.Req.:20 mile radius(changed 10 years ago) Willowbrook Police Department Res.•Req.:none Wilmette Police Department Rea.Req.:none Wilmington Police Department Res.Req.: 1 0 mile radius Winfield Police Department Res.Req.:none Wirwetka Police Department Res Req.:none • Winthrop HELI bar Police Department Res.Req.:S mile radius just changed to get greater quality of officers Wood Dale Police Department Res.Req.:none(changed in 1970's) FROM : ADH INSURANCE AGENCY, INC PHONE NO. : 1 047 697 0161 Nov. 02 1990 03:24PM PG . . . . Woodridge Police Department RCS.Req.:20 mile radius Woodstock Police Department Rcs. Req.:none Worth Police Department Res.Req.: 12 mile radius Yorkville Police Department Res. Req.:none I ) I • (1, • November 2 , 1998 MEMORANDUM TO: Joyce A. Parker, City Manager FROM: Olufemi Folarin, Human Resources Director SUBJECT: Information Request We have in answer to Councilman Ed Schock' s request put together these attached materials: 1. Residency practices of comparable jurisdictions. 2 . Population, average Family Income and average Home Value for each comparable jurisdiction. 3 . Non-Promotional Civil Service Applicant flow data for positions advertised publicly in 1998 and the years before and after the 1994 passage of the residency ordinance. 4 . List of police officers and firefighters hired from other jurisdictions. 5. Employee termination data from 1994 to the present by position title. 6. Some articles on employment trend. I hope these cover the information that he requested. 10/30/98 15: 11 tr8 1 3 bb 4 1.11) 1 r1. , _ . _ Tl-IE 0.) INNOVATION GROUPS October 30. 1998 Ms. Virginia Schuring Administrzltive Assistant City of Elgin 150 Dexter Court Elgin, IL 60120 Dear Ms. Schuring: Thank you for your inquiry regarding residency requirements for cities in Illinois with populations of 75,000 and above. 1 contacted the personnel departments of the below cities which produced the following information: These cities have no residency requirement in effect for all employees: City of Arlington Heights, IL— (pop. 75,000) City of Aurora, IL—(pop. 100,000) City of Naperville, IL—(pop. 85,000) The below jurisdictions do have a residency requirement for all city employees: City of Chicago, IL—(pop. 2,784,000) City of Joliet, IL—(pop. 77,000) City of Peoria, IL—(pop. 114,000) City of Rockford, 1L—(pop. 143,000) City of Springfield,IL—(pop. 105,000) I hope this information is helpful. Please conow,t me at 813/622-8484 if I may be of further assistance. II• erely. t )he 1 - a • -trick S. Kinney Research Associate 6604 14ofney Rood,Suite L P.O. Box 16645 Tampa,Florida 33687-6645 8139622'8484 Fox el 3.664•C031 RESIDENCY REQUIREMENT OF COMPARABLE CITIES USED FOR NEGOTIATION These cities have no residency requirement in effect for all employees: Arlington Heights Aurora DesPlaines Evanston Oak Park The below jurisdictions have residency requirement: Joliet - (All City Employees) Skokie - (Police & Fire must live in Lake, Cook or DuPage Counties) Waukegan - (All Full and Part Time Employees) DEMOGRAPHIC DATA FOR COMPARABLE JURISDICTIONS JURISDICTION AVERAGE FAMILY INCOME AVERAGE HOME VALUE ARLINGTON HEIGHTS $67,546 $211,892 AURORA $45,380 $136,982 DES PLAINES $55,129 $163,375 ELGIN $46,071 $129,031 EVANSTON $54,025 $269,186 JOLIET $40,727 $91,481 OAK PARK $51,653 $197,537 SKOKIE $54,411 $192,956 WAUKEGAN $39,756 $101,631 Source: Living in Greater Chicago: The Buyers and Renters Guide. 1996 Edition. Chicago: Chicago Sun- Times. 2067442 XLS POPULATION , ASSESSED VALUATION , AND SALES TAX DATA FOR ALL COMPARABLE JURISDICTIONS ASSESSED SALES JURISDICTION POPULATION VALUATION TAX Arlington Heights 75 , 463 $1, 542, 234, 704 $12, 873, 338 Aurora 99 , 556 $1, 250, 302, 707 $16, 484, 204 Des Plaines 53, 414 $1, 203, 280 , 698 $8, 890, 485 ELGIN 85, 068 $1,011,553, 752 $11, 770,225 Evanston 73, 233 $1 , 035, 358, 110 $7, 775, 593 Joliet 83, 189 $717, 326 , 179 $21, 152, 976 Oak Park 53, 648 $600 , 406 , 064 $3 , 965, 020 Skokie 59 , 432 $1, 276, 953 , 000 $17, 037, 355 Waukegan 69 , 392 $697, 017, 434 $7, 184, 245 SOURCE: All data from Illinois Department of Revenue except Assessed Valuations for all but Aurora and Joliet from the Comptroller of Illinois . Population values per official updates through 1995-96 . NON-PROMOTIONAL CIVIL SERVICE EXAMINATIONS 1993 1995 1998 Positions Total Applicants Positions Total Applicants Positions Total Applicants Property Maintenance Water Treatment Customer Service Inspector (Nov. ) 10 Laborer (July) 26 Clerk (Oct. ) 20 Building Code Enforce- Water Meter Servicer (May) 19 Arborist (Oct. ) 5 ment Officer (Oct.) 20 Electrical Worker (April) 18 Parks Grounds Laborer (Oct. ) 13 Building Operations Worker (June) 3 Code Enforcement Program Administrator (Oct.) 3 Officer (April) 5 Planning Technician (April) 30 Communication Operator(Sept. ) 37 Clerk Typist (March) 28' Equipment Operator (March) 7 Communication Shift Custodian (Feb. ) 11 Supervisor (Aug. ) 12 Assistant Building Maint. Supervisor (March) 4 Water Meter Mainten- Secretary (Aug. ) 16 ance Person (Feb.) 48 Water Maintenance ; Water Maintenance Mechanic (March) 28 j Code Enforcement Mechanic (July) 7 Officer (Plumbing) (Feb.) 3 Water Meter Mainten- ance Person (April) 24 Lead Customer Service Clerk (March) 21 Communication Operator(March) 30 4t Water Treatment Lab. (Feb. ) 18 Utility Worker (Feb. ) 10 Communication Operator(Jan.) 28 • BARGAINING UNIT MEMBERS WHO HAVE BEEN ATTRACTED TO THE ELGIN POLICE DEPARTMENT FROM FULL-TIME POSITIONS WITH OTHER MUNICIPAL/STATE POLICE DEPARTMENTS SINCE 1983 NAME HIRE DATE PREVIOUS EMPLOYMENT Ericson, Kenneth 06-01-98 Stone Park Police Department Hooker, Travis 01-05-97 Village of Golf Illinois Baumgartner, David A. 01-05-97 Kane County Sheriff Dept. Abner, Jason 03-11-96 Clay County Sheriff Dept. Mikletsch, Joseph 03-11-96 Village of Glen Ellyn Santiago, Enrique 03-11-96 Barrington Hills Police Dept. Baratti, Arnold 03-11-96 Village of Addison Rodriguez, David 10-13-95 DuPage County Sherrif Dept. Wolek, Thomas 09-05-95 Cook County Sheriff Dept. Hughes, Christopher 09-05-95 Niles Police Department Ciganek, Richard 01-03-95 Rolling MeadowsPolice Dept. Ahrens, Jennifer 06-27-94 Cary Police Department Burnett, Jeffrey 08-15-94 Peru Police Department Beeter, Robert 08-02-93 Wheaton Police Department Clancy, Thomas 08-02-93 Huntley Police Department Slocum, John 09-20-93 Addison Police Department Hill Stephen 10-12-92 State of Wisconsin Police Lullo, James 02-10-92 Addison Police Department Spejcher, Ronald 01-14-91 Mudelein Police Department Knott, Terrence 07-30-90 Dalzell Police Department Mazzola, Craig 11-13-89 Schaumburg Police Department O'Herron, Thomas 11-13-89 Kane County Sheriff Dept. Mayer, Robert 05-26-87 Winfield Police Department Shergold, Thomas 01-26-87 Barrington Police Department Reiter,Ronald 06-27-83 Elk Grove Village Police Dept. BARGAINING UNIT MEMBERS WHO HAVE BEEN ATTRACTED TO 1HE ELGIN FIRE DEPARTMENT FROM FULL—TIME POSITIONS WITH OTHER FIRE DEPARTMENTS NAME HIRE DATE PREVIOUS EMPLOYER Rink, Daniel J. 02-23-98 Batavia Fire Department Wilk, Kimberly 03-04-96 Barrington F.D Wagner, Daniel 03-04-96 Palatine Rural F.D. Kenneally, Matthew 09-16-96 Elk Grove Township F.D. Magee, Scott 10-17-94' Downers Grove F.D. Carter, Rich 01-07-91 Bartlett F.D. Cummings, Richard 01-07-91 Elk Grove Township F.D. Hryniewicz, Mark 08-12-91 Lombard F.D. Luppino, Thomas 12-16-91 Carol Stream F.D. Wahl, Douglas 08-12-91 Geneva F.D. Benson, Greg 01-02-90 St. Charles F.D. Sabatino, Wayne 04-02-90 Carpentersville F.D. Dzadon, Jeff 09-05-89 Westchester F.D. McMahan, Bryan 01-16-89 Elmhurst F.D. Covert, Randy 04-04-88 Ft. Myers, Florida F.D. Christiansen, Eric 10-12-87 Hoffman Estates F.D. Dunne, Rich 10-12-87 Lombard F.D. Fahy, John 02-09-87 Aurora F.D. Tripoli, Richard 02-09-87 Wheaton F.D. Horist, Rudy 01-27-86 Hanover Park F.D. Olson, David 01-27-86 Bartlett F.D. Baker, William 04-29-85 Hanover Park F.D. Lucas, Robert 04-04-83 Police Officer ( Elgin P.D. ) Hilbrich, Patrick 11-03-80 Police Officer (Indiana) Tobin, John 08-06-79 Waukegan F.D. EMPLOYEE TERMINATION DATA 1994 Position # Retired Disability Fired Deceased Voluntary Planning Technician 1 X Custodian 1 X Moved to Greece Building Maintenance Wkr. 1 X Analyst/Programmer 1 X MIS Manager 1 X Administrative Secretary 1 X Husband Transferred Police Officer 3 2 1 Communication Operator 3 1 2 Police Lieutenant 2 X X Fire Lieutenant 2 X Deputy Fire Chief 1 X Firefighter 5 2 1 2 Assyt. Community Dev. Dir. 1 X Traffic Supt. 1 X • Utility Worker 1 X Water Treatment Operator 1 X Stage Technician 1 X Promotional Coordinator 1 X Golf Course Superintendent 1 X • . EMPLOYEE TERMINATION DATA 1995 Position V Retired Disability Fired Deceased Voluntary Associate Planner 1 X GIS Technician 1 X Customer Service Clerk 1 X MIS Manager 1 X Director of Police Training 1 X Police Officer 1 X Communication Operator 2 X Police Sergeant 1 X Community Service Officer 1 X Deputy Fire Chief l X Firefighter 3 2 1 Fire Captain 1 X Director of Code Admin. l X Historic Preservationist 1 X Sr. Code Enforcement Officer 3 3 Signs Lead Worker 1 X Equipment Operator 1 X Electrical Worker 1 X Water Meter Supervisor 1 X Public Property & Rec. Dir. l X Building Maintenance Worker 2 1 1 Golf Professional l X EMPLOYEE TERMINATION DATA 1996 Position Retired Disability Fired Deceased Voluntary City Manager 1 X Deputy Human Resources Dir. 1 X Building Maintenance Worker 1 X Customer Service Clerk 1 X Analyst/Programmer 1 X Police Officer 8 4 1 3 Communication Operator 1 X Community Service Officer 1 X Police Lieutenant 1 X Court Liaison Officer 1 X Clerk Typist 2 2 Firefighter 1 X Code Compliance Officer 1 X Public Works Director 1 X Parks Grounds Worker 1 X Front of House Supervisor 1 X EMPLOYEE TERMINATION DATA 1997 Position Retired Disability Fired Deceased Voluntary Administrative Secretary 2 2 Principal Account Clerk l X Community Service Officer l X Police Secretary 1 X Community Outreach Worker 1 X Crime Analyst 1 X Communication Operator 3 3 Police Officer 4 4 Police Sergeant 1 X Firefighter 2 2 /'ir, Cg`toin 1 X Code Enforcement Officer 1 X Engineering Inspector 1 X Instrumentation Service Wkr. 1 X Water Meter Supervisor 1 X Utility Worker 1 X Program Supervisor 1 X Program/Maint. Supervisor l X Parks Maintenance Supervisor 1 X Clerk Typist 1 X Front Of House Supervisor 1 X Golf Administrator • 1 X EMPLOYEE TERMINATION DATA 1998 Position 1/ Retired Disability Fired Deceased Voluntary COO/Assistant City Manager 1 X . Purchasing Assistant 1 X Corporation Counsel 1 X Human Resources Generalist i X Associate Planner 1 X Principal Account Clerk 1 X Accountant 1 X Residency Computer Operator 1 X Data Processing Technician 1 X MIS Manager 1 X Community Service Officer 1 X Deputy Police Chief 1 X Police Sergeant 2 2 Crime Analyst 1 X Communication Operator 6 2 4 Police Officer 2 1 1 Property Custodian 1 X Firefighter 3 1 2 Zoning Officer 1 X Residency Program Administrator 1 X Utility Worker 2 2 EIcctciCal Worker 1 X Parking Meter Supervisor l • X Water Treatment Operator 1 X Instrumentation Service Wkr. 1 X Water Meter Servicer 1 X . Water Distribution Supt. 1 X ProAram Supervisor 2 X X ~ Parks Maintenance Supervisor 1 X Vild gr,•C- •—/s, - • Dow Jones Interactive" Article 6 of 24 TRIB9822800128 JOBS COURTING THE CANDIDATES IN A TIGHT JOB MARKET, WORKERS CAN NAME THEIR PERKS Lisa Holton. Special to the Tribune. 1221 Words 8166 Characters 08/16/1998 Chicago Tribune CHICAGOLANT) FINAL; C Page 1 (Copyright 1998) When people think of signing bonuses, it usually has to do with a professional sports team adding a little sweetener to the contract offer for last season's Heisman Trophy winner or a top draft pick in order to get him to sign on the dotted line. But the tight job market--particularly for workers with technical, scientific or marketing skills--is making Charles Woodsons out of sought-after workers in the job market. Perhaps the checks aren't as big as the one the Michigan defensive back will get from the Oakland Raiders, but hiring incentives are becoming the name of the game in many fields. "We're talking about the best job market in 20 years, and workers are starting to wield a little power," explains L. Patrick Scheetz, director of the Collegiate Employment Research Institute at Michigan State University. "Employers won't talk about it because they don't want to tip their hand to the competition. It's all hush-hush, but signing bonuses and other incentives are out there. And any worker knows who's offering the best deals just by listening to the grapevine." Frank Gallis, 23, had a wonderful problem when he graduated last Source:Chicago Tribune,August 16, 1998 Copyright 0 1998 Dow Jones&Company,Inc. All Rights Reserved. 1)01512NES__ Page 1 NOV-02- 1=1 lv = Sty r`cv.i Dow Jones Interactive'"' year with a computer science degree: Employers were fighting over him. "Most people in my class had multiple offers, aid all sorts of incentives to sign on," said the graduate of DeVr)'s Addison campus. Gallis, who now works for a suburban computer-consulting firm, was able to negotiate a salary and bonus offer with the employer of his choice just by presenting the incentives offered by the competition. While he won't state the specific offer he got to join his current employer, Gallis said he has heard of signing bonuses ranging from $2,000 to $5,000, one commitment for a 25 percept salary hike after six months, even a pledge of full tuition reimbursement for any grade above a C if he stayed with that employer one year. "There's a feeding frenzy for people with specific skills," notes Gallis of Palatine. "And just to attract and hold on to people, companies are willing to offer a lot." It's not an across-all-fields phenomenon, but for entry- and mid- level workers in technical fields, particularly computer services and engineering, the hiring process is starting to look;'like the NFL draft. And to a degree, such incentives for non-management employees have begun to creep into marketing and certain categories of sales jobs. Negotiating higher pay and benefits isn't new for most employees, but the amount of negotiating at all levels of the employment spectrum is unprecedented, experts say. "I think you can say there's a considerable chu pah factor out there right now," says Arnold Zimmerman, president of the Chicago- based National Association of Employment Recruiters and senior partner in Hollander Horizon International, a search firm based in Redondo Beach, Calif. "I wouldn't say that sign-on bonuses are becoming standard across all fields and employees, but it's getting close. You don't make a placement without them these days." Zimmerman said that on average, employers arefacin 9- to 12- Source:Chicago Tribune,August 16, 1998 Copyright©1998 Dow Jones&Company,Inc. All Rights Reserved. DO Page 2 NOV-02-99 14 : 59 FROM: •- Dow Jones Interactive month hiring searches for their most competitive assignments, and that's why the new incentives frontier is dipping lower on the annual pay scale than ever. "A lot of the action we've seen in recent years has been in jobs that pay from $30,000 to $150,000 a year. Granted, you won't see huge bonuses at the bottom of the spectrum, maybe a few hundred, but if employers want someone with skills, they are willing to offer something at the start," he said. Michigan State's latest recruiting survey reported that starting salaries in 1998 are 3 to 5 percent higher than they were in 1997. The highest starting salaries were expected in five fields: chemical engineering ($44,557); electrical engineering ($4 I,167); mechanical engineering ($39,857), industrial engineering ($39,462) and computer science ($38,741). Zimmerman notes that workers in these fields are creating some amazing war stories for employers, particularly among the youngest recruits. "The age thing is interesting, because if you're placing someone who came into the job market in the 1980s, the post-recession years, you sense that they're a little more grateful to get a job and the dealmaking isn't as fierce," Zimmerman said. "But if you talk to someone younger, it's quite different. The toughness is amazing. "I wouldn't say this is common, but we've seen Some in the hottest computer areas come into a salary negotiation with a counterproposal to double their salary. Believe me, it ain't happening, but they're asking, and if that's where you start the talks, imagine how well you're going to finish." So what's realistic? Karen Danziger, an executive vice president with New York-based Howard-Sloan-Koller Group, which specializes in the media industry placement, says most employers are willing to do, signing bonuses "because it sweetens the pie and they don't have to build in a higher Source:Chicago Tribune,August 16, 1998 Copyright© 1998 Dow Jones& Company,Inc. All Rights Reserved. D0,111YES— Page 3 NOV-02-88 14 : 58 FROM : - - Dow Jones Interactive''4 salary number over the long haul. It attracts the worker without any long-term cost issues for the employer." And since media jobs typically pay lower than highly sought-after computer hotshots, many media startups are placing offers of stock in their commitment letters for new employees. "Obviously the potential employee should weigh whether ownership is worth trading for salary and benefits, but this is happening a lot in new media these days." Bonuses in media and marketing fields are a result of two factors: the tight job market overall, and the explosion of new media, which requires people to create content and to market the product. "In virtually every industry now, you see an Internet dimension. People have to develop sales and content opportunities for those new operations, and that puts further demand on an already thin pool of talent," explains Danziger. Overall, she sees hiring incentives "in roughly 40 to 50 percent of the placements we do," which is way up from even a few years ago. "Attitudes about employees marketing themselves have really changed." She notes that candidates come prepared to job interviews; armed with specific questions that go beyond wages and benefits to the viability of the organization and the stake they'll eventually hold in it--a stake that can be monetary or emotional, or both. Gallis'job search education began three months before graduation at DeVry, which, like many schools, now offers ome training in interviewing and evaluating the marketplace. "We knew before we started the process what to ask for." What's the strategy on the other side of the bargaining table? "Our job is to close the deal for the least amount of money the employer wants to pay, but offering a little so the employee feels he's gained something in the process," says placement specialist Danziger. "For your average $50,000 to $100,006 person, you might see a hiring bonus as low as $5,000, more likely $10,000 if they're Source:Chicago Tribune,August 16, 1998 Copyright 0 1998 Dow Jones&Company,Inc. All Rights Reserved. DO,ONES___ Page 4 NOV-02-98 1b :bb rPCUV1 Dow Jones Interactive losing profit-sharing or some other benefit from their former employer based on their seniority." TO LEARN MORE The U.S. Office of Personnel Management publishes salaries it pays government employees in a host of fields. While private-sector pay is typically higher in many of these same fields, ifs a good place to start looking. www.opm.gov/oca/payrates/index.htm The National Association of Professional Engineers has an on-line salary database for members in all fields. www.nspe.org/eml-salr.htm Clayton Wallis Co., a compensation consulting firm, publishes a thorough Web site of compensation information that can be used as a guideline for prospective employees. www.competisation- online.corn/salaries.htm Source:Chicago Tribune,August 16, 1998 Copyright OD 1998 Dow Jones&Company.Inc. All Rights Reserved. DO� Page 5 • IVV V-Y.IG-00 10 = 'UYl Dow Jones Interactive Article 1 of 10 CCHI9823300008 SURVEY: PAY RAISES FLAT IN 1999: LABOR SHORTAGE WON'T TRANSLA HIKES KEVIN KNAPP 954 Words 6449 Characters 08/17/1998 Crain's Chicago Business Page 3 News Copyright (C) 1998 Crain Communications, Inc. All rights reserved. If Chicago-area workers think the tight labor market means they'll be getting a big pay raise next year, they should think again. Salary increases in 1999 for most local employees will average about 4.1% -- pretty much the same annual gain that salaried workers saw this year, according to a survey by Lincolnshire-based management consultancy Hewitt Associates LLC. Hewitt surveyed 1,069 employers across the nation and 72 in the Chicago area. Area executives will fare slightly better, with raises projected at 4.2%, and most non-union hourly workers can expect a 3.6% increase. "Raises won't feel significant to the average employee," says Ken Abosch, Hewitt's compensation business leader. In place of fat raises, Chicago-area employers are looking at non-salary incentives, ranging from performance-based bonuses to flex time to company outings, Hewitt found. "Pay raises are not a strong motivator," says Donald R. Clark, president of Micron Industries Corp., a Hillside manufacturer of transformers, which plans raises in the 3.8%-to-4% range next year. "Challenge and opportunity do more." Source:Crain's Chicago Business,August 17, 1998 Copyright 01998 Dow Jones&Company,Inc. All Rights Reserved. IDO�W pNES_ Page 1 Dow Jones Interactive5M Meanwhile, those small raises might be good news for the local economy, say market watchers like Joseph Keating, senior vice-president at Old Kent Bank in Grand Rapids, Mich. Mr. Keating is among those who have been watching the compensation picture closely for signs the tight labor market may be driving up employers' costs. The worry, as Federal Reserve Chairman Alan Greenspan told Congress in July, is that big pay increases could ignite inflation. "The tight labor market is putting the squeeze on company profits," says Mr. Keating, but he believes increased productivity will allow companies to hold the line on costs. "These salary predictions may turn out to be too high," he says. Even with national unemployment at its lowest level in more than two decades and Illinois employment at an all-time high, Mr. Greenspan's worry has yet to materialize. Employers are managing to keep payroll costs down, and "wage-push" inflation seems dormant. Upticks in the Consumer Price Index for the Chicago area have been minuscule -- 0.2% in June, and 2.7% over the last 12 months. Despite the flat pay raises projected for Chicagorarea workers overall, employees in certain sectors can expect Major pay hikes next year. Those employed in information technology and engineering, for example, can expect raises in the 10%-to-12% range, according to human resources consultants at the Broadview-based Majnagement Assn. of Illinois. Salary gains in computer-related fields, where demand has long exceeded the labor supply, are expected to continue as companies struggle with changing technologies and the specter of year 2000 computer glitches. Hewitt's Mr. Abosch notes that this year's raises will be slightly greater than last year's predictions. And overall employer spending on pay is higher than expected. "The trend is upward," he says. A June survey of 460 Illinois companies by the Illinois Manufacturers' Assn. supports that view. The report projects that in 1999, 59% of employers will give raises in the 3%-to-4.4% range, but 22% plan raises Source:Crain's Chicago Business,August 17, 1998 Copyright<6 1998 Dow Jones&Company,Inc. All Rights Reserved. POM —. Page 2 NUV-2-9 1S : 01 rr<UN Dow Jones Interactives" of 5% or more. The Employment Cost Index -- the U.S. Bureau of Labor Statistics' measure of employer costs for wages, salaries and benefits -- was up 3.5% nationally for the 12-month period ended in June, vs. 2.8% a year earlier. Beyond paychecks To manage increasing costs, more companies are offering compensation beyond a plain vanilla pay raise. The number of employers offering variable pay plans a combination of bonuses and incentives, as well as performance awards and stock options -- increased to 72% this year from 67% last year and 47% in 1990, according to Hewitt. Of the employers offering variable pay plans, special recognition awards -- recognition for individual or group achievements in the form of cash, merchandise or travel -- were the most popular incentive, given out by 52% of employers. The next-most-popular motivator: bonuses based on company or departmental performance, dubbed "business incentives" by Hewitt; 48% of companies surveyed used this system. Individual performance awards were given at 41% of the companies surveyed, and 31% offered stock ownership programs. Flexible Steel Lacing Co. in Downers Grove is one company that's revamping its compensation scheme. Aside from perks like an employee wellness program and flex time, the conveyor belt manufacturer is considering dividing its workforce into teams that',will be awarded bonuses for performing well. "Frankly, we've been behind the eight ball on this," says Human Resources Director Thomas E. Ryan. "If you're trying to achieve certain goals, you have to provide the incentives to do that." You can't simply ask workers to be more productive, Mr. Ryan says. "They'll just say, 'What's in it for me?' " Incentives are also crucial for attracting employees. Sign-on bonuses now are given to 75% of marketing professionals and 65% of information Source:Crain's Chicago Business,August 17, 1998 Copyright(i)1998 Dow Jones&Company,Inc. All Rights Reserved. DO%i S.. Page 3 NOV-02- 1:1 1b : VL11 risvi•. Dow Jones InteractiveSM technology workers, Hewitt says. "To get them in the door, you have to think salary," says John Williams, director of compensation services at the Management Assn. of Illinois. "To keep them at the company, you need to be more creative." 'How much can you pay?' Engineers at Naperville-based Internet software developer Spyglass Inc. are constantly fielding calls from corporate headhunters, says Susan Kizman, human resources director. "It borders on the ridiculous," she says. "It's very difficult to get engineering people. . . . I mean, how much can you pay?" Spyglass has been giving employees stock options for years, but last year, it beefed up its benefits package by adding short-term disability and dental benefits, and this year, it is adding a bonus program. In an attempt to create a more relaxed company atmosphere, the company last week invited its 150 employees and their families to a Kane County Cougars baseball game. Yet even at the game, Ms. Kizman worried about future defections: "Wouldn't you know it, it rained that day." Source:Crain's Chicago Business,August 17, 1998 Copyright 01998 Dow Jones&Company,Inc. All Rights Reserved. DOIN NES., Page 4 t uV-kJG- b 15 = v7G tKUI.1 Dow Jones Interactive Article 5 of 10 TRIB9829200261 BUSINESS FACTORY JOBS NOT EXTINCT MANUFACTURING, CONSTRUCTION HIRING SHOWS '96-97 STRENGTH George Gunset, Tribune Staff Writer. 520 Words 3961 Characters 10/15/1998 Chicago Tribune NORTH SPORTS FINAL; N Page 1 (Copyright 1998) Forget the Information Age and the service sector. While white- collar jobs are rising, factory jobs still provide the underpinning to good economic times in the Chicago area. A new report from the Illinois Department of Employment Security shows that private employment for the area grew at a 1.4 percent rate in the year ended March 1997, the same rate as a year earlier--a pretty solid pace, say economists, at this point in the seven-year economic expansion. The comprehensive annual report, based on unemployment insurance reports from employers, shows that job gains in the six counties for the latest year totaled 46,209 versus 46,332 in the previous year ended March 1996. Chicago had a 1.3 percent gain while Cook County, including the city, was up 1 percent. DuPage County rose by 2.1 percent; Lake, 3.6 percent; Kane, 2.7 percent; Will, 2.3 percent; and McHenry, 1.6 percent. Private-industry payrolls slipped only in west and south suburban Cook County and parts of the city. Source:Chicago Tribunc,October 15, 1998 Copyright 01998 Dow Jones&Company,Inc. All Rights Reserved. DOW s.... Page 1 NOV-02-98 15 :02 FROM: • Dow Jones Interactive' "Growth in construction equipment jobs can and does feed growth in construction, transportation, wholesale, and fmance jobs," said George Putnam, an economist with the state agency. He said that during the reporting period, construction equipment manufacturers added 3,000 jobs. Also hiring were fabricated metal firms, creating 1,000 jobs. Chemical companies reported the only significant decline for manufacturers, some 1,000 jobs. All types of construction— infrastructure, commercial and residential--showed gains of 5,500. Transportation jobs increased by 4,000. Finance, including insurance and real estate, gained 7,800 positions. Business services, including a significant number of temporary positions,jumped by 15,000. "Since then (the report period), we have seen a decline in unemployment and, as you would expect, a slowing in job growth," said Diane Swonk, deputy chief economist at Bank One Corp. "The strong economy here has meant more job choices for employees and a tight labor market for employers," she said. "Our growth is slower than the rest of the country, but any faster rate could mean potential problems." One trend she noted that applies nationally "is that one-half of all new jobs in manufacturing are temporary. These jobs don't provide the security or benefits of permanent positions, but they are two or three steps above hamburger flipping." Putnam said that "even this late" in the economic expansion, the area still has strong growth. "You have to remember that the Midwest in general and Illinois in particular began economic expansion before other areas of the country in the early 1990s," he said. "We showed growth early on, so it is natural that we would be gaining at a slower rate than other areas at this point." Source_Chicago Tribune,October 15, 1998 Copyright 01998 Dow Jones&Company,Inc. All Rights Reserved. DO i QNEQ, Page 2 1,1 NOV-02_98 15 : 02 FROM: Dow Jones InteraCtiV'esM For the reporting period, Chicago added 14,932 jobs. Cook County's total gain was 21,610, with increases centered in the southwest and northwest suburbs. In the collar counties, the agency reported that DuPage posted an increase of 9,637; Lake, 8,057; Kane, 3,673; Will2,172; and McHenry, 1,060. The agency said the number of business establishments in the area increased 0.3 percent to 194,062, with about half the growth coming in DuPage County. Cook County had a slight decline and Chicago remained stable at about 56,000. Source:Chicago Tribune,October 15, 1998 Copyright 1998 Dow Jones&Company,Inc. All Rights Reserved, DO5ONES— Page 3 . . . , Stdffing . fl BY DRUID SERBS . s the Information Age morphs into the "Information Economy," human resource . leaders and professionals struggle with the the flew seemingly insatiable demands to boost recruiting, retention, pay and career growth of their informa- tion systems departments. More than 346,000 information technology (IT) jobs remain unfilled because of a lack of skilled workers, according to a study by the Information Technology Association of America (ITAA). Another industry estimate is that three out of every . 10 computer-related vacancies now take six months or longer to Ell. At ground level, chief information :• officers (CIOs) and IT hiring managers bounce • 1'1 Cconorrig between frustration and desperation. • "Any solution you provide to their staffing needs , . is like bringing a bucket of ice cubes into hell.The demands are just so great," says Don Goodman, vice president of business development for Chubb ... 1 i Computer Services, headquartered in Parsippany, 1[ li.! , - NJ., which provides training IL S IIII III t I . and staffing services for cor- i porate IS departments. Adds Bob Steinard, an I. analyst for the Gartner • HGroup, a Stamford, Conn.-based con- W. suiting firm that evaluates technology T ,, issues for corporate CIOs, • . "Ninety percent of the CIOs 1 we talk with feel worse off I about this issue than previ- Ilir ously. It's one of the real issues that keeps them up at 1 night." . _. h .1? vX -,, s Ekt; ,,,,,fes - -. mow;,... a • , ,--;,•.-.,---,� d` ' 1 • nus: � S :.??::1 /.' ? �"��Sif ' / � yiaridl. • +y1 +itis s n Z x Gld sits Faced with an ever shrinking labor pool and a future glut of retirees, companies are recruiting seniors to fill vacancies. BY CAROL PATTON Who would have thought that finding good Her department introduced part-time schedules. identified people to fill good paying jobs would be so target groups tit potential employees and soon recognized that hard? retired workers would be perfect candidates. Since then,she All across America,employers are sitar- says,a handful of seniors has been hired for ciciical and re- mg horror slot les or empluyeeti who tail to cruiter jobs,which has added(tutor to the worklorce show up for work and lack driv{,basic bust- Our company is made up of a tot ol young employees,and ness skills and esen company loyalty. the generational experiences really add value,"she says."The No wonder.The country's unemployment rate,the lowest in mature worker brings in a different element that the younger 25 years,has produced slim pickings within the labor pool. worker appreciates." Plagued by staffing shortages,employers are turning to se- Seniors are also valued for their customer-friendly approach nor citizens to fill work gaps, enhance their deteriorating says Gordon Bingham, senior vice president of marketing a: workforce and re-introduce the work ethic into their business Olsten Staffing Services in Melville.N.Y.lie says medium-stag culture. In 1997, 16 I million people aver the aget of 55 were companies with a strong emphasis on customer ser ice beliese employed in either part-time or full-time jobs in various Indus- seniors are more curnfonable interacting with people and are tries throughout the country,according to the Department of less likely to brush them oft than their younger counterparts. Labor.That number represents an increase of 2.2 Million from This is particularly true in retail,especially since manager, 1994,a sign that more employers are pushing aside old stereo- can no longer rely on merchandise discounts to lure younger types about seniors in the workplace and embracing their relt- workers to part-time positions.As the U S.population aces,IC ability and experience. tatters are switching gears and starting to hire stature satesis- sociates to cater to their older clientele. Adding Flavor "Retailers are having real trouble finding patt-timers and hare Last year, Oxford & Associates was has Ing tiouhle keeping asked us to specifically target seniors to hi!sone at the sale- employees in adni,ni.,tiamise ,i.ppc;rt o les, says'vleg_cit A.she, associates spots,"says Bingham. human resource manager for the lu_h-tech stalling tirni In Nearly Iice years ago,the company Implemented Its Mawr. Peabody,Mans,"A whole unit turned user ss hen I tits(gut thele,' Advantage Program,a recruiting program spec:uc.dI,alined.. she recall`. tein'ees,Now I?percent itt Its hake of tetnpur airt workers coir / October 30, 1998 MEMORANDUM TO: Joyce A. Parker, City Manager FROM: William A. Cogley, Corporation Counsel SUBJECT: Collective Bargaining Over Residency Requirements At the October 28, 1998 Committee of the Whole meeting representatives of the city employee bargaining groups suggested that residency requirements were now a mandatory subject of bargaining under the Illinois Public Labor Relations Act. The Illinois Public Labor Relations Act is found at 5 ILCS 315/1 et seq. Section 315/4 provides for management rights and states in relevant part: "Employers shall not be required to bargain over matters of inherent managerial policy, which shall include such areas of discretion, or policy as the functions of the employer, standards of services, its overall budget, the organizational structure and selection of new employees, examination techniques and direction of employees . Employers, however, shall be required to bargain collectively with regard to policy matters directly effectiinq wages, hours and terms and conditions of employment as well as the impact thereon upon request by employee representatives . . . " (emphasis added) The requirement that public employees bargain collectively with regard to policy matters directly effecting wages, hours and terms and conditions of employment results in any residency requirement for city employees being a mandatory subject of collective bargaining if requested by the bargaining groups of city employees . Section 315/14 of the Public Labor Relations Act relates to disputes with police officers and fire fighters and specifies what issues may be the subject of arbitration. This section was amended in May of 1997 to include residency requirements in municipalities with a population under 1,000,000 as a matter which is subject to arbitration decision in the event the city and police or fire bargaining units could not reach agreement thereon. The current collective bargaining agreements with the police union, fire fighters union and clerical/technical employee group expire in December of 1999 . The current agreement with Joyce A. Parker -2- October 30, 1998 the public works employee group (SEIU) expires in December of 1998 . Residency requirements would be 'a mandatory subject of collective bargaining for the new agreements if requested by the respective bargaining groups . In the event agreement could not be reached with the police or fire bargaining units the issue of any residency requirement would be the subject of binding arbitration. The current agreement with the police union contains a side letter which requires that in the event the City Council adopts a residency ordinance for any other represented group of employees ( i .e. , fire fighters, public works and clerical/technical) that is less restrictive than the current ordinance for the police officers the provisions of any such less restrictive ordinance shall be deemed to be likewise applicable to the police officers as for such other represented group of city employees . In the event the City Council determines to amend residency requirements I suggest consultation with the various bargaining groups of the city employees and obtaining written confirmation of the bargaining unit' s concurrence of the proposed changes . Please contact me if you have any questions . WAC nr cc: Femi Folarin pAzz_dt,v, „ 4.1 74- • SLGIIN Ejgjn fre4 • Residency An Information Packet au /kcpi \ ") OffIGO'N Presented by the Elgin Association of Fire Fighters Fire Department Residency Requirements for Elgin's Comparable Cities CITY REQUIREMENT Aurora No Residency Requirement Arlington Heights No Residency Requirement Des Plaines No Residency Requirement Evanston No Residency Requirement Oak Park No Residency Requirement Skokie DuPage, Cook, and Lake Counties Joliet City Limits Waukegan City Limits Fire Department Residency Requirements for the State of Illinois 65% Do not require residency in the Fire Department's jurisdiction 35% Require residency in the Fire Department's jurisdiction (21% of these are Fire Protection Districts) Source: 1996 Wage & Working Conditions Survey: Illinois Professional Firefighters Association 267 Fire Departments throughout the State of Illinois were polled-221 responded to this question Elgin Fire Department Resignations: 1980 to Present YEARS OF RESIGNATION NAME SERVICE DATE John Siddal 6 05/16/81 Tim Conner 3 11/11/82 Dick Porter 16 11/11/83 Mike McGee 6 11/21/86 Jeff Quilter 5 months 07/08/87 Greg Eck 4 months 8/23/88 Roger Fisher 11 months 10/04/88 Jim Swanson 5 10/19/89 Tom Rauschenberger 13 11/26/89 Mike Murphy 3 09/29/91 Ray Powell 1 05/02/92 Ron Kirkpatrick 4 05/10/94 Bob Young 5 05/22/95 Ted Blackwood 2 12/09/97 Scott Magee 3 12/29/97 Kim Wilk 2 06/30/98 Ryan Holtz 2 07/26/98 Names that are hold& underlined left Elgin and went to work elsewhere in the Fire Service Elgin Fire Department Resignations: 1980 to Present of Employees who went to work elsewhere in the Fire Service YEARS OF RESIGNATION NAME SERVICE DATE Jeff Quilter 5 months 07/08/87 Greg Eck 4 months 8/23/88 Roger Fisher 11 months 10/04/88 Jim Swanson 5 10/19/89 Ray Powell 1 05102/92 Bob Young 5 05/22/95 Ted Blackwood 2 12/09/97 Scott Magee 3 12/29/97 Kim Wilk 2 06/30/98 Ryan Holtz 2 07/26/98 Names that are bold& underlined have cited Residency as being part of their departure decision November 2, 1998 Elgin City Counsel Members: Dear Sir or Madam: My name is Ted E. Blackwood. I worked for the City of Elgin.Fire Department from June of 1995 through December 1997. I enjoyed working for the fire department; however, the city's residency requirement caused a direct conflict with my wife's career. Consequently, I was forced to choose between my family and my career, and of course, I chose my family. I ended up leaving the Elgin Fire Department and now work for a fire department with no residency requirement. I would have never left the Elgin Fire Department if it would not have been for the residency requirement. I think that Elgin was a great place to work, but in today's world with both spouses working, there needs to be the freedom of where a family can reside. I believe that you are losing qualified, hard-working individuals for the positions you offer because of your residency requirement. I hope that as City Counsel Members you will make the right decision and eliminate the residency requirement as so many cities have done in recent years. Sincerely, eLlze.crj Theodore E. Blackwood V\S: .v)-‘ 5 '; N:\\ \1.. • sy Se. * coPQ \ \-\ Ryan Holtz 729 Kinnikinnik Hill Golden, CO 80401 303-526-0865 Dear Terry Bruce,Local 439 Union president, I am writing you this letter on behalf of Kimberly Wilk and myself. As you know we both resigned from the Elgin Fire Department three months ago. We left for a couple of reasons,but the biggest was residency. We both feel that an employer should not and can not control you life outside of work What gives them the right to say where I can live?As employees we are NOT owned by the city or even the taxpayers, we work for them! Outside of work my life is my own. I should be able to live where I want,Elgin did not have what I wanted Two friends of mine did not take Elgin's test last time due to the residency.Now they are both Firemen in other towns. It's to bad,they both would have made great Elgin Fire Fighters. I just wanted to write this letter letting you know how I feel.Maybe someday this rule will be changed. Sincerely, ky4n -oltz r NOY- 2-98 MON 5: 16 PPS P. -� 2 Nov 98 Greg Eck To Whom it may concern, My name is Greg Hack and I'm a former member of the Elgin Fire Department I'm writing this letter, in regards to residency requirentots, at the Elgin Fire Department, I would like to state for the record, that having residency requirements was one of the factors that made me decide to go to another department. I feel if a person is qualified, on time, and a good worker, they should be able to live where they choose. I also feel that putting such a restriction on personal, may deter them from taking a job on your department,'or like myself moving onto another department. With the cost of training and outfitting fire department personnel, I would think your department would take any steps possible to keep that person on the department. Respectfully submitted, /ill, G r Scott Roesslein 310 Washington Street Carpentersville,Illinois 60110 November 3, 1998 City of Elgin Council Members 150 Dexter Court Elgin Illinois 60120 Dear Council Members: Last year I tested with the City of Elgin for a communicator position. I have experience in Public Safety Dispatching and always found it challenging and rewarding. I have wished to dispatch for a medium large city,like Elgin,due to its diversity of calls. Upon receiving a letter offering me a position as a City of Elgin Public Safety Dispatcher,with reluctance,I had to turn the position down. The primary reason was the Cities requirement to reside within the corporate limits of the City of Elgin. This would require me to pull my children out of their school,move away from my children's friends,move away from my friends and neighbors and take a loss on my house selling it so soon. I firmly believe that the City of Elgin is doing a great disservice to its citizens by requiring the employees of the City of Elgin to reside within its corporate boundaries. This requirement limits the caliber of people the City attracts to fill its Public Safety,Public Works and Technical job offerings. From multiple newspaper stories and friends,I have become aware that you,the Council Members of the City of Elgin, are contemplating removing the residency requirement. I strongly urge you to remove the residency requirement and allow the Citizens of Elgin the opportunity to have skilled,cheerful,and pleasurable employees working for their tax dollar. I feel that if the City had no residency requirement that I would be an employee of the City of Elgin and be enjoying my new job greatly. Respectfully Yours, A777. Scott Roesslein r"k PAMELA L JENSEN 424 North Lord Street Carpentersville, IL 60110 (847) 844-1044 November 2, 1998 Elgin City Council 150 Dexter Court Elgin, IL 60120 Dear Council Members: The purpose of this letter is to encourage you to remove the residency restrictions for employees within the city of Elgin. I am currently a resident of Carpentersville and have been one since 1974. I also have over nine years' of experience as an emergency medical dispatcher. I am interested in seeking employment with the city of Elgin as a Communications Operator, but to accept such a position would mean the disruption of my family in a relocation to Elgin. My decision not to relocate to Elgin is not based on what the city of Elgin can or cannot offer me. It is based on the fact that my roots are elsewhere and the structure this brings to my family is important to me. I hope that you will consider relaxing the residency requirements, not just for me and all of the potential employment candidates who reside outside the city limits, but for the benefit of the city of Elgin to expand its potential personnel pool. In today's shrinking employee market, it is a decision that makes sense. Sincerely, Pamela Jensen r x 9p- ' -3irrrn_ l/vP '0'17 �'w u)mun,cGe? t"�Yrp' "" ! Ti J io'r/771/Q7r) ,I T /?fv1V Ya-()-9wN (-(ffirvrtwv-,v4- , -) 711711/ Wrs 70:7- f_P 6 )2"?TV-Op-N/11-0T frl-t9-61 .:_6h_ -2,--rovp -?-0:rf f ,_ p r ,9.6?,r-r -4- _Fdwi,-a. ---broni iz,k-troc N1% _9,,r0 72 , -r-y701,--xv ---y0-660,70,9-2/ -1/)102,6 .-1,14(vy-e -wy -iryl-iie- 9.,0*or -19 --bleff do : ",, :.- -7ry7 W (401A/C/ ipir 1 1-f!rOX ' --(121w? -12 r/r1v-a9 ---;rr'ii Wi 01,7r7 -Lop- :rgio --g76.774-70- 2/ v�' - � ,.� ���ov • • (11, I cp wog 2 ) ,,ompue SY --PY1161121r • -v0:6? 1-4(i(v) --0 -(-47ch`4°- 9/11.7, 2-0 -0:V3re-r/* r.i-P79 ),(40 • ity).0.6 (97 -r-: Y'r71•6 Prrivivr7 1/r). 0 -°I'vrxr (q. 1"-nr wrnari-"490 17N- -19 2-vds 5rivi9Ohtitap e-gw0/// . _ L. Full-Time Batavia Firefighters L4FF Local 3436 P.O. Box 35 Batavia, Il. 60510 10-30-98 To whom it may concern , Earlier this month while attending a meeting , I had the opportunity to talk with several Elgin Firefighters . One of the areas of discussion was residency . Since the City of Batavia recently expanded it's residency requirement , I inquired about Elgin . I was surprised to hear the Elgin still has it's requirement , which prompted this letter . As a point of interest , several members of the Batavia Fire Department started testing with the Elgin Fire Department but discontinued the process . The major factor influencing their decision not to continue the testing process was the residency requirement . At the start of my career as a firefighter , I also tested with the City of Elgin , but because of the requirement , my family and I chose to stay in Batavia . This issue has stopped many good Firefighters from employment with great departments such as Elgin . In closing , I would ask that you give consideration to lifting the residency requirement . Respectfully submitted , E ncauskas President Local 3436 MR. ED SCHOCK CITY OF ELGIN 150 DEXTER CT ELGIN, IL 60120 RE: RESIDENCE REQUIREMENT DEAR MR.SCHOCK, IN THE PAST I HAVE TESTED FOR THE ELGIN FIRE DEPT. WHEN I FIRST STARTED TESTING, RESIDENCY WAS NOT AN ISSUE, FOR THE SIMPLE FACT THAT I HAD NO PERMINATE RESIDENCE OR CHILDREN. NOW WHILE I WOULD STILL LOVE TO HAVE THE OPPORTUNITY TO WORK FOR THE ELGIN FIRE DEPT. I WOULD HAVE TO TURN IT DOWN IF OFFERED BECAUSE OF THE ESTABLISHED HOME, SCHOOLS AND NEIGHBORHOOD MY CHILDREN HAVE COME TO LOVE, I WOULD NOT WANT TO TAKE THIS AWAY FROM THEM.I WOULD ALSO LIKE TO ADD THAT I GREW UP IN ELGIN AT THE SAME ADDRESS ON STEWART AVE ALL MY LIFE AND MY PARENTS STILL RESIDE THERE. I THINK THAT ELGIN IS A WONDERFUL CITY TO RESIDE IN AND IF THE SAME DEAL FOR MY CURRENT HOME WAS AVAILABLE IN ELGIN I WOULD HAVE BOUGHT IN ELGIN. ELGIN LOSSES WHEN SOME VERY GOOD PEOPLE PASS UP THE OPPORTUNITY TO SERVE THE PEOPLE OF ELGIN JUST BECAUSE OF RESIDENCY REQUIREMENTS. I WOULD HOPE FOR THE GOOD OF THE PEOPLE IN ELGIN THAT YOU AND THE OTHER CITY COUNSEL MEMBERS MIGHT RECONSIDER THIS REQUIREMENT. THANKS FOR YOUR TIME 78-I- 8 C"�L1V /427/ ROBERT KING r L `kAcl 1a a w1ncr• tk UmQvCn ' S- - qC r yv� .0-p n r_y`s (`¢ cxr i r� - - rers%( v.ci (tee LC v r$71.9-A- k c t,c)\ Fi re we-fin-411 - x-41 e^n _ - ovc A-r ►. )(Ni v - - Y {.,-s ir:1 4 _bpirl0\ CS S s e Uvv`kVA 0r o`c-6 6,, ars . Q,; C a `j W Gia Q -45ckz A sl,u-1,) uP Git C_ke `5 es-�- S*<< � 1 -1-w-a Cr o- s w W s -est w .41 - =, ire. tive - 1'3 V a. - More C (, 4-eTh ct (if141 _ ansa __c� less - _ # t — T k i v w Q lsz atnik a te t el j a cOs- i 1, cy� J f-e s(e;./A--t) -kb -tip (-1\"k,--( wti ft -kb Ce-&-k , - _ j " rs :\ w c\ oma?A i ;4: a"t 0,A1 1n C\ )1\el trwiLs o✓v. LY-c..2ak biav -' + ,(Nrc4-e"r T stir. 4r4 0E -'4\0 f i rev C NinAti- gtin - ?Oa(' LL .8/-A2. b - (LI ) 1i I ? 7 '7�227d 1-y))1 L1i74 fS,.0gLev.77 h/! 6 .72h )r)12,}>) v! ;ra>/ cla., 'QQ J,) v/771-1_2_ -.+��u/a2piW A?? dVJ �''a lit aiiti,itr v/ fro+ r1G;J 7-,,,i� 3 Lo 'v c21 f0-.at 3L1 f, ail- X'/2 /aC 1/7 a5 n1?IJ s-i ifi, p,gs O4 ail ,7 6i,/nor? T ' L/ I2y r,,.'rJ 3 +o h f.;'y , 7W �c L,4 w12o/vLei.? V X57.4;-/.vi 1,141 2s-1172,11J/0orn S ,(�,( /?sn?,�/'.7 f'2va�/SP31 R77-1, ,vf�J )7 (1/,)ccn7 c2 •"n 0/ / //// • ./,a12C/ v..)171 l4,12,A::I a i %i ,on Iwcy.S n d .t 1 ,0 r ?,_4 v ti g 2 'y7c �v c(7-?2 p J,i.e. ,h y 1-2-12t5- p paarr r 'aY)/ ap 074 pvii 1 as0Vj0 A7ua1?6aA a 117 (2L a(7Q • ?, ,n.,as a✓)-� 2714. u) 7.42? _ '1f. & s12ti?,24i -.49viko bud ±o P`LS L eV /214-2 ? - i /2011i-SA-19-/-11._/ 1 / L 7/ -S))nj`` , a/'L',/ ?c2/L4 .7)dc/ _Ag 2'c:,(/ 9 JO). tJrV JO). c,-f-/ ? ? 'S Irl l 6-.7 /0 .. ri'11' 04 CV! ,9',22/o°-? Z - /7aan z', v/ Sy.uau..f,:.7c4f/7/1 ?v./7/ Cv/fs 77?f-ivtc L (76'13 5471?/7 '1E)°--1l� rv ' ? /r77' �! -I- oyrr) 0/ November 3, 1998 Mr. Terry Bruce Elgin Firefighters Dear Terry, After our conversation the other day in reference to residency requirements, I took an informal survey of several of our firefighters. The majority feeling was that they would not choose to live in Elgin. All had high regards for the Elgin Fire Department, but a negative impression of the town itself Although these feelings may be unfounded, all said they would not take a hiring test in Elgin if they had to live there. It is my opinion that residency requirements do limit the number of qualified applicants testing for firefighter positions. I know that many years ago, before I was hired by Bloomingdale, I would have loved to become a Chicago firefighter. I never took the test, however, because I had no interest in living in Chicago. My department does not set any residency restrictions. Our administrative staff and Board of Trustees have always felt that as long as a firefighter reports to work and gives their all to serve the community, they should have the right to reside where they choose. I hope this letter has been some help and if I can be of assistance in the future, please feel free to contact me anytime. Sincerely, %I Tom Z. h'- Firefighter/Paramedic Bloomingdale Fire Department r (IlIIFa To whom It May Concern: The following is a list of people who for various reasons, would elect not to test for the Elgin Fire Department due to the residency requirement. NAME CITY 1 ' -)---)aLr - Oh 140 b-g--t- c--- E4j-dr,2_3 2 /ez.,-;;, Ae714 Se OX-r E__ 3 # 4 5 acyffir-- :// kiii V(04 ct , 6 e; ...._ r 8 9-. --/ _ ,_____ (.4.4 y,:., 11O.4c2-. .z:_., -'?--'C107-45 12 13 -%' ''"i . t----/i-k r' -- /4' 1 . - _;-1 ardiiiiiirtoOf.Mik Lr;74e1 0 IP 15 `----- vi-o----)--- :,7-i-AD-t-- C A R '----Li 17 //W2.,___.1,-LOpe,), 1 18 .S-a-12-- Z.- ,'"?..47//.../K ,lz-/c (; 6_ • r 19 • W-417/_- ri 7-- AiL (Please feel free to attach additional sheets as needed.) OCT-30 98 21:50 FROM:ELGIN FIRE DEPT. 3-175.316179 TO:530 541 0229 ' PRGE:02 . . _ To whom It May Concern: The following is a list of people who for various reasons, would elect not to test for the Elgii Fire Department due to the residency requirement. NAME CITY - 1 di Ityr, 6-0 rc p 0 Pj L., 0 k-vi 6 A-rz_49 CCW\-+AA-i Cb MCit-xii tzpm _h Aclio 4 5 cisti JIA Lt. . gt.44-)rir 6 I/A G4t Lal/AltUVP 7 • 'IL" ..., -- lib .. _ 1 I 4101 ell% I II r 9 I. 4ikk 10 .4Ir _4 400 /OK a2t-:67r 1 ,,\ ,0, 1 . . ...1 Fr• -t,<-104 i - f' . NEW S',9,6/Vic7'( f-, 7/00.04 15 fit(4.., Ir. ‘xlhed 16 JAMES ER t Ck5e4 M Ay Woo D 17 18 19 (Please feel free to attach additional sheets as ne:ccied) eillik , rn nnHJ Z# alId IS61-11-1W73 HZ0-1176-069 61:60 8661/E0/11 N. RIVERSIDE FIRE DEPT. 708 447 3030 P. 02 To whom ft May Concern; rill°k ie tbliowing is a list of people who for various reasons, would elect not to test for the Elgin Fire Department due to the residency requirement. NAME CITY 4/0/Cp g) ,Am ,9, / - AI• ,,,h,--1---- 8 r 1 0 c_ze, e /fier e ( ( ) -I . ? illf , c11,6j .)•\,, I-.0 )( alt# /1/45' p/r/1,A iFir-i i't7 4 .• ,•-- _,- 3 Pit 6 'P2/(1/ //644/4/W 44, A'agyarzo 1 7 • ;8 r 1 9 'Please,fe4free to (welch additional sheets as needed) 1-708-350-3421 BENSENVILLE FIRE DPT 422 P01 NOV 03 '98 08:56 To whom it May Concern: The following is a fist of people who for various reasons, would elect not to teat for the Elgin Fire Department clue to the residency requirement. t I l ch /` s,MI 5cA ct tb 2 g t c-tif AI) -t ft.M 54. A v NA 4 v r2 Cr- 3 /xe 411- 0fiFG/olt), /'4 LI-k (:- 4 C w ue /)-141099A) 01\hdoob 5 ?/kc.4 571.00eev 5 40A.e."-e•A-t d,•Il - 6 tici. F. FC•At t.0 4tF .vssrvvi//E f' vi : ,'E. ( to N QST ,,-r, ir�o [c) '', /rm. v,-y 7e 9 ` (Aii-i'5 :/-rte (ccro/ 574/ Q, r In Lo-F#t'in 't o inkhArC 12 C-NENN, \14-0a 13 ).,,, ill______ C il)LOY11) 14 15 16 17 18 19 (Please feel free to attach additional sheets ay neem) r NOV-03-1993 15:49 P.02 To whom It May Concern: The following is a list of people who for various reasons, would elect not to test for the Elgin Fire Department due to the residency requirement. NAME CITY: 1 111 - 1141t1N-1411- 2 CartAr?- M2e_ SLAyr 6v c 4cA //Ate/6 LAV ke_ 45o 5 k 11-U/if-Lc/Oa 63y ci'i Od2(g,LA L - 7 k /4/4- /4. r8 6erbri'e / Sevar-ek- 9 \i-(-;-E-3 6 kIrOArtii--k . , 1 10 4017A,) g kt CtX &—>t)ti/e-Lji II •1 I .5>Ce / .:5 _ft 12 '3 14 15 16 17 g 19 (Pleas e fte(free to attach additional sheets at needed) TOTAL P.02 Noy-03-98 1110A RON VINYARD 708-788-3039 P. 02 -30 98 F1:43 FROM:ELGIN FIRE DEPT. 8479316179 TO:7087882675 PACiE:02 6e1f2141/V /4e../4 Nc° To whom It May Concern. The following is a list of people who for various reasons, would elect not to test for the Elgin Fire Department due to the residency requirement. NAME CITY .0k-12 44- 2 z,e)..z-zzaei 7x./6\S 3 4 --14'1A44 Ke-efftt - eg..0)-/A..) 5 AV 111. 41;4 e, .&' /A/ 6 --('N‘ .44-A-5-e• y r 7 10 11 12 13 14 15 16 11 1 8 19 (Please feel.free (o attach additional sheets as needed) (01"1 To whom It May Concern: The following is a list of people who for various reasons, would elect not to test for the Elgin Fire Department due to the residency requirement. NAME CITY._ (.12,- 2 Af-1- Gd1 3 �- 4 t'� J •%C I s%/' 5 � 1 " l �.-� S Grt u_k C:rt P K. 6 .314-0 — "4-77,�'�-.tee y' f 7 ./.1 - 6ZA ye_ r8 •••••-..9 10 Z./.9/n 11 6-71 1111111 13 1 ! L 14 � '� �� e-C- 16 17 c 18 - , -� ` / � (7'7'2() 19 19 G(eu-i- t-v! �) (Please feel free to attach additional sheets as needed.) rTo whom It May Concern: The following is a list of people who for various reasons, would elect not to test for the Elgin Fire Department due to the residency requirement. NAME CITY 1 Ai A >Pt/1-77) e• Al 2 3 i EF"-FRE-1-SN\iuS Opejk<03/\ey 4 aDO , • , 5 24 6 471,7/7. 7 2 • /C— z3 '11 8 1--69--1 9 ) I of 10 1 1 12 13 14 15 16 17 1 8 •' r 19 (Please feel free to attach additional sheets as needed.) l• To whom It May Concern: The following is a list of people who for various reasons, would elect not to test for the Elgin Fire Department due to the residency requirement. NAME CITY dyvo 8424 :-‘1.11c26e.e2Z-1- 2 GRrN 3 61-7,m5e) 4- / M / 6777e( 5 ; 6 7 8 9 10 11 12 13 14 15 16 17 18 r19 (Please feel free to attach additional sheets as needed.) November 1, 1998 To whom It May Concern: The following is a list of people who for various reasons, elected not to test for the Elgin Fire Department eligibility test due to the residency requirement. ,670(2_, 4' ' qv 10 rDizv1 D, TO 64 tL I /' '• /O WA,vss,rJ &f_!J C 1.-1.,/rl p.4 zejj R/6-4 =_C-rci( ELL r _L -1 k Eiripik, nea November 4, 1998 Terrence Bruce, President Elgin Association of Firefighters Local 439 550 Summit Street Elgin, Illinois 60120 Dear Terrence Bruce: We wish you and the Elgin Association of Firefighters success in your efforts to change the firefighter residency requirements now in place in the City of Elgin. We agree with you that public employees ought to have the same freedom to choose where to reside as do other citizens. Because of mutual aid agreements, special equipment considerations, the need to hire and retain qualified personnel, and the proven loyalty of Elgin firefighters, the requirement does constitute policy that is neither necessary or fair. Sincerely, ELGIN TEACHERS ASSOCIATION Dave Alexa der President • i ELGIN TEACHERS ASSOCIATION • 2050 LARKIN AVENUE • ELGIN, ILLINOIS 60123-4405 • (847) 742-2334 1 of Residency Requirements for The City of Elgin • DATE REQUIREMENT 6/13/73 Officers: City Limits / Police, Fire, other Employees: irregular 10 miles boundary 10/22/80 Class I: Officers, Dept. Heads, Den. Gov. Staff, Asst. Dept. Heads, Management Personnel - Citizen interaction & Emergency Services, New Fire & Police: City Limits Class II: All other employees: irregular 10 mile boundary 11/11/81 Class I: Same as 10/22/80 Class II: Same as 10/22/80 including corporate boundaries or any city or village partly in previous boundaries 9/28/88 Removes Fire & Police from Class I Residency 8/28/91 Class II: irregular close boundary to the East, 20 miles other directions 5/25/94 Class I: Same as previous employees now to include all new employees Class II: All previous employees hired before this change No Residency Requirement: Peimanently disabled Fire & Police CElgin Association gin of Fire Fighters 4c,4 —el'me, CIA Lt.ir . ,„ 10 Loa 439 0 550 Summit Street • Elgin, II 60120 Terence M. Bruce ici"4.176re:4 President Woils (847)931-6177(REt)) Honk (630)513-8338 Voice Mail(847)931-5600 Ext 93I 3 —_ , r Residency Ordinance Proposal 2.20.070 Class III - Residency not required All full time officers and employees covered by a collective bargaining agreement including sworn officers of the police and fire departments in ranks not required to live within the Class I or Class II residency area shall not be required to maintain residency within any specific geographic area as a condition of employment or continued employment, except as may be hereafter mutually agreed upon by the City and such employees' collective bargaining representative.