CHAPTER 36: POLICE BARGAINING UNIT
Section
General Provisions
   36.001   Discipline and discharge
   36.002   Regular holidays
   36.003   Management rights
   36.004   Uniforms and clothing allowance
Recognitions
   36.015   Represented unit
   36.016   Probationary period
   36.017   Gender
   36.018   No strike; no lockout
Union Security
   36.030   Duties, fair share, indemnification
   36.031   Union Steward
   36.032   Union representatives
   36.033   Bulletin boards
Terms of Employment and Working Conditions
   36.045   Non-discrimination
   36.046   Eating area
   36.047   Loss of personal property
   36.048   Access to personnel files and forms
   36.049   Educational benefits
   36.050   Wages (use of village vehicles)
   36.051   Normal work hours
   36.052   Overtime
   36.053   Call back
   36.054   Hours worked
   36.055   Court time
   36.056   Shift exchanges
   36.057   Compensatory time
   36.058   No guarantee
   36.059   Group insurance
Seniority
   36.070   Definition
   36.071   Loss of seniority
   36.072   Layoffs and recall
   36.073   Seniority list
Grievance Procedure
   36.085   Definition
   36.086   Grievance steps
   36.087   Limitations on authority of arbitrators
   36.088   Miscellaneous
   36.089   Compensation during grievance procedure
Leaves
   36.100   Sick leave
   36.101   Personal leave
   36.102   Military leave
   36.103   Jury duty leave
   36.104   Bereavement leave
   36.105   Training time
   36.106   Vacation use
GENERAL PROVISIONS
§ 36.001 DISCIPLINE AND DISCHARGE.
   (A)   Post-probationary employees shall be disciplined and/or discharged for just cause consistent with this agreement. The village agrees that any disciplinary action shall be taken in a timely fashion. However, with respect to the scheduling of suspensions, the Police Chief may consider the availability of other officers to cover the shifts during a disciplinary suspension of an individual officer, and schedule the suspension so as not to impede police operations.
   (B)   The village agrees with the tenets of progressive and corrective discipline. However, serious infractions of departmental rules and regulations, village ordinances, or state or federal laws may result in more serious discipline up to and including immediate discharge. Once the measure of discipline is determined and imposed, the village shall not increase it for the particular incident of misconduct unless new facts or circumstances become known.
   (C)   Disciplinary action will include the following:
      (1)   Oral warning or reprimand;
      (2)   Written reprimand;
      (3)   Suspension without pay up to three days;
      (4)   Suspension without pay for more than three days; and
      (5)   Suspension pending ultimate discharge.
   (D)   The village shall comply with the provisions of the state’s Uniform Peace Officers’ Disciplinary Act, being 50 ILCS 725/1 et seq. in conducting any formal investigation as defined in the Act.
   (E)   Oral warnings or reprimands may not be grieved. However, notice of the oral reprimand will be provided to the union and should further disciplinary action be taken based, in part, on the previous oral reprimand or warning, the union may dispute the just cause for the oral reprimand or warning in the process of grieving another level of disciplinary action taken against that employee. All other forms of discipline may be grieved.
   (F)   All discipline may be grieved. Any oral reprimand shall be removed from the employee’s record, if, from the date of the last reprimand, 12 months have passed without the employee receiving an additional oral reprimand or other discipline for the same or substantially similar offenses. Written reprimands will remain a part of the officer’s permanent personnel file. However, when an officer has completed two years without any additional written reprimand, previous written reprimands will not be considered for purposes of progressive discipline.
(Ord. 2014-07, passed 5-20-2014)
§ 36.002 REGULAR HOLIDAYS.
   (A)   The following are the recognized holidays for employees:
New Year’s Day
January 1
President’s Day
Third Monday in February
Memorial Day
Last Monday in May
Independence Day
July 4
Labor Day
First Monday in September
Columbus Day
Second Monday in October
Veteran’s Day
November 11
Thanksgiving
Fourth Thursday in November
Christmas Day
December 25
 
   (B)   In order to be eligible for holiday pay, the employee must work his or her scheduled working day immediately preceding and immediately following the holiday, unless the employee’s absence is excused.
   (C)   All full-time employees shall receive holiday pay. Holiday pay is computed at the employee’s regular straight time hourly rate at eight hours.
   (D)   If an officer’s shift begins on the holiday, all hours worked in that shift will be paid at time and one-half.
   (E)   The eight hours shall not be considered hours worked for purposes of calculating overtime.
   (F)   All holiday pay and any overtime resulting from the holiday hours being considered as hours worked shall be paid in the regular payroll cycle. No holiday hours can be accumulated or exchanged for any other time off of work.
   (G)   If non-union village employees are granted holidays other than those listed above, those extra holidays shall be granted to members of the bargaining unit.
   (H)   The result of this chapter is that if a full-time officer begins a regular work shift on the holiday, additional hours worked beyond the regularly scheduled shifts will be paid at time and one-half of regular straight time pay.
(Ord. 2014-07, passed 5-20-2014)
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