Code of Ordinances

of Union County, Illinois.

Ordinance Chapter: Article IV - Labor Contracts

THIS AGREEMENT, entered into by and between the COUNTY OF UNION, a body politic and cor­po­rate (here­inafter referred to as “Coun­ty”), and Grant Capel, of 210 Orange, Anna, Union Coun­ty, Illi­nois, the Assis­tant Direc­tor of the Union Coun­ty Ambu­lance Ser­vice, (here­inafter referred to as “Assis­tant Director”).

1. Term of Office.  The term of this Agree­ment shall be for a peri­od of four (4) years, from and after June 6, 2005, and run­ning through Decem­ber 1, 2009, unless oth­er­wise ter­mi­nat­ed by the res­ig­na­tion of the Assis­tant Direc­tor, ter­mi­na­tion by agree­ment of the par­ties, dis­con­tin­u­a­tion of the Union Coun­ty Ambu­lance Ser­vice, or upon the removal of said Assis­tant Direc­tor, as pro­vid­ed by law.

2.  Salary and Ben­e­fits.  The start­ing salary for the Assis­tant Direc­tor shall be annu­al­ly Forty-Two Thou­sand Dol­lars ($42,000.00).  For each sub­se­quent year under the terms of this agree­ment the Assis­tant Direc­tor shall receive an annu­al increase to be deter­mined by the major­i­ty of the­Coun­ty­Commis­sion­ers and not to be less than the min­i­mum increase received by the full time hourly employ­ees of the ambu­lance ser­vice.  This increase shall be giv­en on Decem­ber 1, the begin­ning of each fis­cal year.

The Assis­tant Direc­tor may be pro­vid­ed with a vehi­cle for use in his offi­cial capac­i­ty, at the dis­cre­tion of the Union Coun­ty Com­mis­sion­ers.  In the alter­na­tive, the Assis­tant Direc­tor shall be reim­bursed by the Coun­ty of Union for the use of his per­son­al vehi­cle in per­form­ing his duties as defined here­in.  Said mileage reim­burse­ment shall be in present­ly approved amount set and estab­lished by the Coun­ty of Union for its employ­ees, at the time said reim­burse­ment is sought.

Both the Coun­ty and the Direc­tor here­by agree that the Assis­tant Direc­tor shall receive any and all insur­ance ben­e­fits, Social Secu­ri­ty ben­e­fits, I.M.R.F. retire­ment ben­e­fits, and all oth­er ben­e­fits as are pro­vid­ed to all oth­er Union Coun­ty employees.

If at any time dur­ing the course of this con­tract or upon non-renew­al of the con­tract for the Assis­tant Direc­tor, said employ­ee shall revert back to the pre­vi­ous posi­tion of employ­ment with Union Coun­ty Ambu­lance and shall retain all ben­e­fits of employ­ment based on years of ser­vice includ­ing senior­i­ty and super­vi­so­ry capac­i­ty under the union contract.

3. Equip­ment and Per­son­nel.  The Coun­ty of Union shall pro­vide for the Union Coun­ty Ambu­lance Ser­vice all equip­ment and per­son­nel rea­son­ably nec­es­sary as deter­mined by the Union Coun­ty Board of Com­mis­sion­ers, and upon the rec­om­men­da­tion and advice of the Ambu­lance Ser­vice Direc­tor or Assis­tant Direc­tor, con­sis­tent with the finan­cial well being of the Ambu­lance Ser­vice, with the advice and con­sent of the Direc­tor or Assis­tant Director.

4. Hours of Employ­ment.  The Assis­tant Direc­tor shall be con­sid­ered to be a full-time employ­ee of the Coun­ty and shall be required to devote a suf­fi­cient num­ber of hours per week to sat­is­fac­to­ri­ly per­form his duties as described herein.

5. Vaca­tion, Sick Leave and Hol­i­days.  The Assis­tant Direc­tor shall be enti­tled to the following:

(a) Vaca­tion Time.  The Assis­tant Direc­tor shall receive four (4) weeks vaca­tion time per year.  A max­i­mum of two (2) weeks unused vaca­tion time will be allowed to car­ry over for one (1) year and not build to more than two (2) weeks max­i­mum over suc­ces­sive years.  Any unused vaca­tion time will be allowed to be tak­en in pay at the cur­rent week­ly rate of pay.

(b) Sick Leave.  The Assis­tant Direc­tor shall receive twen­­­ty-four (24) hours of sick leave per month.  Accrued sick time for the Assis­tant Direc­tor will be amend­ed to coin­cide with the Illi­nois Munic­i­pal Retire­ment reg­u­la­tions.  A max­i­mum of two hun­dred forty (240) days can be accu­mu­lat­ed by an employ­ee to be used at time of retire­ment for ser­vice cred­it.  Nine­ty (90) days of which may be paid upon res­ig­na­tion or retire­ment if not used for IMRF ser­vice credit.

(c) Hol­i­days.  The Assis­tant Direc­tor shall receive the same rec­og­nized Hol­i­days as oth­er Coun­ty employees.

6. Director’s Employ­ees.  All employ­ees who per­form ser­vices for the Union Coun­ty Ambu­lance Ser­vice shall be hired by the Direc­tor.  Among those employ­ees hired by the Direc­tor, one (1) Deputy Direc­tor or Assis­tant Direc­tor shall be select­ed by the Direc­tor, who shall serve sole­ly at the direc­tion and dis­cre­tion of the Direc­tor, pro­vid­ed that said Deputy Direc­tor or Assis­tant Director’s com­pen­sa­tion shall be fixed by the Union Com­mis­sion­ers and paid by the County.

7. Coun­ty Board Meet­ings.  The Assis­tant Direc­tor shall attend any and all­Coun­ty­Board meet­ings when sched­uled and request­ed so to do by the Union Coun­ty Com­mis­sion­ers, and will, to the best of his abil­i­ty, coop­er­ate with saidCountyCommissioners.

8. Duties of Assis­tant Direc­tor.  The Assis­tant Direc­tor shall com­pe­tent­ly and effi­cient­ly oper­ate the Union Coun­ty Ambu­lance Ser­vice to or from points both with­in and out­side of the Coun­ty, and per­form all duties as are defined and required by the laws of the State ofIll­i­nois and the Union Coun­ty Com­mis­sion­ers in oper­at­ing said ser­vice.  The Assis­tant Direc­tor shall like­wise main­tain any and all qual­i­fi­ca­tions, cer­tifi­cates and/or licens­es as are nec­es­sary to ful­fill his duties and shall receive any and all addi­tion­al train­ing or edu­ca­tion as is required by law, through­out the term of the Agreement.

The Direc­tor, or in his absence, the Assis­tant Direc­tor will have full author­i­ty over the hir­ing and dis­missals, as well as dis­ci­pli­nary action and of all hourly employ­ees in accor­dance with the labor agree­ment.  Also, the Direc­tor and the Assis­tant Direc­tor are respon­si­ble for the dai­ly oper­a­tions and estab­lish­ment of all stan­dard oper­at­ing pro­ce­dures and poli­cies for the Union Coun­ty Ambu­lance Service.

9. Dis­missal of Assis­tant Direc­tor.  In keep­ing with the laws of State of Illi­nois, the Coun­ty Com­mis­sion­ers, by major­i­ty vote, may dis­miss the Assis­tant Direc­tor before the expi­ra­tion of the term of this Agree­ment and his office, for mis­fea­sance, malfea­sance or non­fea­sance in the per­for­mance of the duties of the office, pro­vid­ed that upon dis­missal, the Com­mis­sion­ers must spec­i­fy their rea­sons in writ­ing and are sub­ject to a pub­lic hearing.

 

ENTERED into this 6th day of June, 2005.

 

COUNTYOFUNION                                      UNIONCOUNTYAMBULANCEASSISTANT

DIRECTOR

 

BY:     /s/ Bill Jack­son                           /s/ Grant Capel

Bill Jack­son, Chair­man                Grant Capel, Assis­tant Director

 

ATTEST:

 

/s/ Bob­by Tol­er Jr.                                         (SEAL)

Bob­by Tol­er, Jr.,CountyClerk

THIS AGREEMENT, entered into by and between the COUNTY OF UNION, a body politic and cor­po­rate (here­inafter referred to as “Coun­ty”), and Bill Bowen, of 122 Willi­ford Road, Jones­boro, Union Coun­ty, Illi­nois, the Direc­tor of the Union Coun­ty Ambu­lance Ser­vice, (here­inafter referred to as “Direc­tor”).

1. Term of Office.  The term of this Agree­ment shall be for a peri­od of four (4) years, from and after June 6, 2005, and run­ning through Decem­ber 1, 2009, unless oth­er­wise ter­mi­nat­ed by the res­ig­na­tion of the Direc­tor, ter­mi­na­tion by agree­ment of the par­ties, dis­con­tin­u­a­tion of the Union Coun­ty Ambu­lance Ser­vice, or upon the removal of said Direc­tor, as pro­vid­ed by law.

2. Salary and Ben­e­fits.  The start­ing salary for the Direc­tor shall be annu­al­ly Forty-Six Thou­sand Dol­lars ($46,000.00).  For each sub­se­quent year under the terms of this agree­ment the Direc­tor shall receive an annu­al increase to be deter­mined by the major­i­ty of the­Coun­ty­Commis­sion­ers and not to be less than the min­i­mum increase received by the full time hourly employ­ees of the ambu­lance ser­vice.  This increase shall be giv­en on Decem­ber 1, the begin­ning of each fis­cal year.

The Direc­tor may be pro­vid­ed with a vehi­cle for use in his offi­cial capac­i­ty, at the dis­cre­tion of the Union Coun­ty Com­mis­sion­ers.  In the alter­na­tive, the Direc­tor shall be reim­bursed by the Coun­ty of Union for the use of his per­son­al vehi­cle in per­form­ing his duties as defined here­in.  Said mileage reim­burse­ment shall be in present­ly approved amount set and estab­lished by the Coun­ty of Union for its employ­ees, at the time said reim­burse­ment is sought.

Both the Coun­ty and the Direc­tor here­by agree that the Direc­tor shall receive any and all insur­ance ben­e­fits, Social Secu­ri­ty ben­e­fits, I.M.R.F. retire­ment ben­e­fits, and all oth­er ben­e­fits as are pro­vid­ed to all oth­er Union Coun­ty employees.

If at any time dur­ing the course of this con­tract or upon non-renew­al of the con­tract for the Direc­tor, said employ­ee shall revert back to the pre­vi­ous posi­tion of employ­ment with Union Coun­ty Ambu­lance and shall retain all ben­e­fits of employ­ment based on years of ser­vice includ­ing senior­i­ty and super­vi­so­ry capac­i­ty under the union contract.

3. Equip­ment and Per­son­nel.  The Coun­ty of Union shall pro­vide for the Union Coun­ty Ambu­lance Ser­vice all equip­ment and per­son­nel rea­son­ably nec­es­sary as deter­mined by the Union Coun­ty Board of Com­mis­sion­ers, and upon the rec­om­men­da­tion and advice of the Ambu­lance Ser­vice Direc­tor or Assis­tant Direc­tor, con­sis­tent with the finan­cial well being of the Ambu­lance Ser­vice, with the advice and con­sent of the Direc­tor or Assis­tant Director.

4. Hours of Employ­ment.  The Direc­tor shall be con­sid­ered to be a full-time employ­ee of the Coun­ty and shall be required to devote a suf­fi­cient num­ber of hours per week to sat­is­fac­to­ri­ly per­form his duties as described herein.

5.  Vaca­tion, Sick Leave and Hol­i­days.  The Direc­tor shall be enti­tled to the following:

(a)  Vaca­tion Time.  The Direc­tor shall receive four (4) weeks vaca­tion time per year.  A max­i­mum of two (2) weeks unused vaca­tion time will be allowed to car­ry over for one (1) year and not build to more than two (2) weeks max­i­mum over suc­ces­sive years.  Any unused vaca­tion time will be allowed to be tak­en in pay at the cur­rent week­ly rate of pay.

(b) Sick Leave.  The Direc­tor shall receive twen­­­ty-four (24) hours of sick leave per month.  Accrued sick time for Direc­tor will be amend­ed to coin­cide with the Illi­nois Munic­i­pal Retire­ment reg­u­la­tions.  A max­i­mum of two hun­dred forty (240) days can be accu­mu­lat­ed by an employ­ee to be used at time of retire­ment for ser­vice cred­it.  Nine­ty (90) days of which may be paid upon res­ig­na­tion or retire­ment if not used for IMRF ser­vice credit.

(c) Hol­i­days.  The Direc­tor shall receive the same rec­og­nized Hol­i­days as oth­er Coun­ty employees.

6. Director’s Employ­ees.  All employ­ees who per­form ser­vices for the Union Coun­ty Ambu­lance Ser­vice shall be hired by the Direc­tor.  Among those employ­ees hired by the Direc­tor, one (1) Deputy Direc­tor or Assis­tant Direc­tor shall be select­ed by the Direc­tor, who shall serve sole­ly at the direc­tion and dis­cre­tion of the Direc­tor, pro­vid­ed that said Deputy Direc­tor or Assis­tant Director’s com­pen­sa­tion shall be fixed by the Union Com­mis­sion­ers and paid by the County.

7.  Coun­ty Board Meet­ings.  The Direc­tor shall attend any and all­Coun­ty­Board meet­ings when sched­uled and request­ed so to do by the Union Coun­ty Com­mis­sion­ers, and will, to the best of his abil­i­ty, coop­er­ate with saidCountyCommissioners.

8. Duties of Direc­tor.  The Direc­tor shall com­pe­tent­ly and effi­cient­ly oper­ate the Union Coun­ty Ambu­lance Ser­vice to or from points both with­in and out­side of the Coun­ty, and per­form all duties as are defined and required by the laws of the State ofIll­i­nois and the Union Coun­ty Com­mis­sion­ers in oper­at­ing said ser­vice.  The Direc­tor shall like­wise main­tain any and all qual­i­fi­ca­tions, cer­tifi­cates and/or licens­es as are nec­es­sary to ful­fill his duties and shall receive any and all addi­tion­al train­ing or edu­ca­tion as is required by law, through­out the term of the Agreement.

The Direc­tor, or in his absence, the Assis­tant Direc­tor will have full author­i­ty over the hir­ing and dis­missals, as well as dis­ci­pli­nary action and of all hourly employ­ees in accor­dance with the labor agree­ment.  Also, the Direc­tor and the Assis­tant Direc­tor are respon­si­ble for the dai­ly oper­a­tions and estab­lish­ment of all stan­dard oper­at­ing pro­ce­dures and poli­cies for the Union Coun­ty Ambu­lance Service.

9. Dis­missal of Direc­tor.  In keep­ing with the laws of State of Illi­nois, the Coun­ty Com­mis­sion­ers, by major­i­ty vote, may dis­miss the Direc­tor before the expi­ra­tion of the term of this Agree­ment and his office, for mis­fea­sance, malfea­sance or non­fea­sance in the per­for­mance of the duties of the office, pro­vid­ed that upon dis­missal, the Com­mis­sion­ers must spec­i­fy their rea­sons in writ­ing and are sub­ject to a pub­lic hearing

 

ENTERED into this 6th day of June, 2005.

 

COUNTYOFUNION                                      UNION COUNTY AMBULANCE DIRECTOR

 

BY:     /s/ Bill Jack­son                           /s/ Bill Bowen

Bill Jack­son, Chair­man                Bill Bowen, Director

 

ATTEST:

 

/s/ Bob­by Tol­er Jr.                                         (SEAL)

Bob­by Tol­er, Jr.,CountyClerk

THIS AGREEMENT, is made and entered into this 10th day of Feb­ru­ary, 2009 by and between the COUNTY OF UNION, a body politic and cor­po­rate (the “Coun­ty”) and Ash­ley L. Roach, (the “Employ­ee”, and togeth­er with the Coun­ty, the “Par­ties”).

In con­sid­er­a­tion of the mutu­al promis­es, covenants and agree­ments here­in con­tained, intend­ing to be legal­ly bound, the Par­ties agree as follows:

1.  Employ­ment.  The Coun­ty here­by agrees to employ Employ­ee, and Employ­ee here­by agrees to serve, sub­ject to the pro­vi­sions of the Agree­ment, as an employ­ee of the Coun­ty in the posi­tion of Super­vi­sor of Gen­er­al Assis­tance.  Employ­ee will per­form all ser­vices and acts rea­son­ably nec­es­sary to ful­fill the duties and respon­si­bil­i­ties of the posi­tion of Super­vi­sor of Gen­er­al Assis­tance includ­ing, but not lim­it­ed to, the following:

a. receive and pay out monies raised by tax­es or allo­cat­ed by the State ofI Illi­nois and/or the Coun­ty for pub­lic aid purposes;

b.  pro­vide pub­lic aid to per­sons eli­gi­ble under Arti­cle VI of the Illi­nois Pub­lic Aid Code, 305 ILCS 5/1–1 et seq. (the “Code”);

c. keep such records and sub­mit annu­al­ly, and at such oth­er times as the Union Coun­ty Board of Com­mis­sion­ers (the “Board”) may require, reports relat­ing to the admin­is­tra­tion of pub­lic aid pro­grams as are the respon­si­bil­i­ty of the Coun­ty under the Code;

d.  sub­mit month­ly, or so often as the Illi­nois Depart­ment of Human Ser­vices (the “Depart­ment”) shall require, to the Depart­ment such reports and infor­ma­tion as the Depart­ment shall require.

2.  Term.  The term of this Agree­ment is the peri­od begin­ning on Feb­ru­ary 10, 2009, and run­ning through June 30, 2010 (the “Term”) or upon the date of ter­mi­na­tion of employ­ment pur­suant to this Sec­tion 2 of this Agreement.

Notwith­stand­ing any pro­vi­sion of this Agree­ment to the con­trary, the employ­ment of Employ­ee here­un­der will ter­mi­nate on the first to occur of the fol­low­ing events:

a. expi­ra­tion of the Term; or

b. res­ig­na­tion by the Employ­ee; or

c. six­ty (60) days after notice is pro­vid­ed by the Coun­ty to Employ­ee regard­ing non-renew­al of grant fund­ing from the State of Illi­nois for admin­is­tra­tion of a coun­ty gen­er­al assis­tance pro­gram; or

d. the date on which Employ­ee has engaged in con­duct that con­sti­tutes Cause (as defined below), and the Coun­ty gives notice of ter­mi­na­tion for Cause.

For pur­pos­es of this Agree­ment, “Cause” will mean the occur­rence of any of the fol­low­ing events, as rea­son­able deter­mined by the Board:

i. Employee’s will­ful and con­tin­ued refusal to sub­stan­tial­ly per­form her duties here­un­der; or

ii. Employee’s con­vic­tion of a felony, or her guilty plea to or entry of a nolo con­tendere plea to a felony charge; or

(iii) Employee’s breach of any mate­r­i­al term of this Agree­ment or the County’s writ­ten poli­cies and pro­ce­dures, as in effect from time to time; pro­vid­ed, how­ev­er, such ter­mi­na­tion for Cause will only be effec­tive if the con­duct con­sti­tut­ing Cause is not cured by Employ­ee with­in five (5) days of receipt by Employ­ee of writ­ten notice spec­i­fy­ing in rea­son­able detail the nature of the alleged breach.

3. Salary and Ben­e­fits.  Employ­ee shall be paid an annu­al salary of Twen­­­ty-Eight Thou­sand Sev­en Hun­dred Eighty-Two Dol­lars ($28,782.00) payable in accor­dance with the County’s reg­u­lar pay­roll practices.

Employ­ee shall be reim­bursed by the Coun­ty for the use of the Employee’s per­son­al vehi­cle in per­form­ing her duties under this Agree­ment.  Reim­burse­ment shall be at the approved Inter­nal Rev­enue Ser­vice mileage rate effec­tive at the time of such use of the Employee’s per­son­al vehicle.

Employ­ee shall receive any and all insur­ance ben­e­fits, Social Secu­ri­ty ben­e­fits, and I.M.R.F. or oth­er retire­ment ben­e­fits as are pro­vid­ed to all oth­er Coun­ty employees.

4. Hours of Employ­ments.  Employ­ee shall be required to devote a suf­fi­cient num­ber of hours per week to sat­is­fac­to­ri­ly per­form her duties as described here­in; pro­vid­ed, how­ev­er, Employ­ee shall work, or oth­er­wise account for, a min­i­mum of thir­­­ty-five (35) hours per week.

5. Vaca­tion, Sick Leave and Hol­i­days.  Employ­ee shall be enti­tled to ten (10) days of vaca­tion per year dur­ing the Term.  Employ­ee shall be allowed to car­ry over unused vaca­tion time for one (1) year.  All unused vaca­tion time not used dur­ing the fol­low­ing year shall for­ev­er be forfeited.

Employ­ee shall receive sick leave at the rate of one (1) day per month, or twelve (12) days per year.  A max­i­mum of two hun­dred forty (240) days may be accu­mu­lat­ed by an employ­ee to be used at time of retire­ment for ser­vice cred­it, nine­ty (90) days of which may be paid upon res­ig­na­tion or retire­ment if not used for I.M.R.F. ser­vice credit.

Employ­ee shall receive the same rec­og­nized hol­i­days as oth­er Coun­ty employ­ees who are not cov­ered by col­lec­tive bar­gain­ing agree­ments with the County.

6. Coun­ty Board Meet­ings.  Employ­ee shall attend meet­ings of the Board as sched­uled and request­ed by the Board.

7. Audit of Accounts.  All Union Coun­ty Office of Gen­er­al Assis­tance funds and accounts are sub­ject to being audit­ed in the same man­ner as all otherUnion­Coun­ty funds.

8. Amend­ment, Mod­i­fi­ca­tion and Waiv­er.  No pro­vi­sion of this Agree­ment may be amend­ed or waived unless such amend­ment or waiv­er is agreed to in writ­ing, signed by Employ­ee and by the Chair­man of the Board.  The fail­ure of either par­ty to this Agree­ment to enforce any of its terms, pro­vi­sions or covenants will not be con­strued as a waiv­er of the same or of the right of such par­ty to enforce the same.  Waiv­er by either par­ty here­to of any breach or default by the oth­er par­ty of any term or pro­vi­sion of this Agree­ment will not oper­ate as a waiv­er of any oth­er breach or default.

9.  Sev­er­abil­i­ty.  In the event that any one or more of the pro­vi­sions of this Agree­ment will be held to be invalid, ille­gal or unen­force­able, the valid­i­ty, legal­i­ty and enforce­abil­i­ty of the remain­der of the Agree­ment will not in any way be affect­ed or impaired there­by.  More­over, if any one or more of the pro­vi­sions con­tained in this Agree­ment will be held to be exces­sive­ly broad as to dura­tion, activ­i­ty or sub­ject, such pro­vi­sions will be con­struct­ed by lim­it­ing and reduc­ing them so as to be enforce­able to the max­i­mum extent allowed by applic­a­ble law.

10. Sur­vivor­ship.  The respec­tive rights and oblig­a­tions of the par­ties here­un­der will sur­vive any ter­mi­na­tion of this Agree­ment to the extent nec­es­sary for the intend­ed preser­va­tion of such rights and obligations.

11. Each Par­ty the Drafter.  This Agree­ment and the pro­vi­sions con­tained in it will not be con­strued or inter­pret­ed for or against any par­ty to this Agree­ment because that par­ty draft­ed or caused that party’s legal rep­re­sen­ta­tive to draft any of its provisions.

12. Gov­ern­ing Law.  This Agree­ment will be gov­erned by and con­strued in accor­dance with the laws of the State of Illi­nois, with­out regard to its con­flicts of laws principles.

13. Head­ings.  All descrip­tive head­ings of sec­tions and para­graphs in this Agree­ment are intend­ed sole­ly for con­ve­nience, and no pro­vi­sion of this Agree­ment is to be con­strued by ref­er­ence to the head­ing of any sec­tion or paragraph.

14. Coun­ter­parts.  This Agree­ment may be exe­cut­ed in coun­ter­parts, each of which will be deemed an orig­i­nal, but all of which togeth­er will con­sti­tute one and the same instrument.

IN WITNESS WHEREOF, the par­ties here­to have exe­cut­ed this Agree­ment as of the date first writ­ten above.

 

COUNTY OF UNION,ILLINOIS                       EMPLOYEE

 

BY:     /s/ John Gar­ner                                    /s/ Ash­ley L. Roach

John Gar­ner, Chair­man                         Ash­ley L. Roach

Union Coun­ty Board of Commissioners

THIS AGREEMENT, entered into by and between the COUNTY OF UNION, a body politic and cor­po­rate (here­inafter referred to as “Coun­ty”), and Kevin Gram­mer, P.E., of 1357 E. North 7thStreet, Mur­phys­boro, Illi­nois, (here­inafter referred to as “Engi­neer”), effec­tive the 15th day of Decem­ber, 2008.

1. Term of Office.  The term of this Agree­ment shall be for a peri­od of six (6) years, begin­ning on Decem­ber 15, 2008, and run­ning through Decem­ber 15, 2014, unless oth­er­wise ter­mi­nat­ed by res­ig­na­tion of the Engi­neer, ter­mi­na­tion by agree­ment of the par­ties, or upon the removal of the Engi­neer as pro­vid­ed by statute.

2. Salary and Ben­e­fits.  For the peri­od of Decem­ber 15, 2008 run­ning through Decem­ber 31, 2009, the Engi­neer shall be paid an annu­al salary of Eighty-Four Thou­sand Sev­en­­­ty-Five Dol­lars ($84,075.00).  For each sub­se­quent year under the terms of Agree­ment, the Engi­neer shall receive an annu­al increase to be deter­mined by a major­i­ty of the Union Coun­ty Board of Commissioners.

In addi­tion to said annu­al salary, the Engi­neer shall be reim­bursed by the Coun­ty for the use of the Engineer’s per­son­al vehi­cle in per­form­ing his duties while in the Coun­ty, as per the terms of this Agree­ment.  Said reim­burse­ment shall be at the approval Inter­nal Rev­enue Ser­vice mileage rate effec­tive at the time of such use of the Engineer’s per­son­al vehicle.

Both the Coun­ty and the Engi­neer here­by agree that the Engi­neer shall receive any and all insur­ance ben­e­fits, Social Secu­ri­ty ben­e­fits, and I.M.R.F. or oth­er retire­ment ben­e­fits as are pro­vid­ed to all oth­er Union Coun­ty employees.

3.  Equip­ment and Per­son­nel.  The Coun­ty shall pro­vide for the Union Coun­ty High­way Depart­ment all equip­ment and per­son­nel rea­son­ably required as deter­mined by the Union Coun­ty Board of Com­mis­sion­ers, upon con­sul­ta­tion with the Engineer.

4. Hours of Employ­ments.  The Engi­neer shall be required to devote a suf­fi­cient num­ber of hours per week to sat­is­fac­to­ri­ly per­form his duties as described herein.

5. Vaca­tion, Sick Leave and Hol­i­days.  The Engi­neer shall be enti­tled to three (3) weeks of vaca­tion per year dur­ing the first four (4) years of this Agree­ment.  Vaca­tion time dur­ing final two (2) years of this Agree­ment shall be sub­ject to nego­ti­a­tion; pro­vid­ed how­ev­er, the Engi­neer shall receive no less than three (3) weeks of vaca­tion per year dur­ing the final two (2) years of the Agree­ment.  The Engi­neer shall be allowed to car­ry over unused vaca­tion time for one (1) year.  All unused vaca­tion time not used dur­ing the fol­low­ing year shall for­ev­er be forfeited.

The Engi­neer shall receive sick leave at the rate of one (1) day per month, or twelve (12) days per year.  A max­i­mum of two hun­dred forty (240) days may be accu­mu­lat­ed by an employ­ee to be used at time of retire­ment for ser­vice cred­it, nine­ty (90) days of which may be paid upon res­ig­na­tion or retire­ment if not used for I.M.R.F. ser­vice credit.

The Engi­neer shall receive the same rec­og­nized Hol­i­days as oth­er Coun­ty employ­ees who are not cov­ered by col­lec­tive bar­gain­ing agree­ments with the County.

6. High­way Depart­ment Employ­ees.  All employ­ees of the Coun­ty who per­form ser­vices for the Union Coun­ty High­way Depart­ment shall be hired by the Engi­neer, with the advice and con­sent of a major­i­ty of the Union Coun­ty Board of Com­mis­sion­ers.  Among those employed hired by the Engi­neer, one (1) Fore­man shall be select­ed by the Engi­neer, who shall serve sole­ly at the direc­tion and dis­cre­tion of the Engineer.

7. Coun­ty Board Meet­ings.  The Engi­neer will attend Board meet­ings as sched­uled and request­ed by the Union Coun­ty Board of Com­mis­sion­ers, and will, to the best of his abil­i­ty, coop­er­ate with the Union Coun­ty Board of Commissioners.

8. Audit of Accounts.  All Union Coun­ty High­way Depart­ment funds and accounts con­tain monies and rev­enue of the Coun­ty and are sub­ject to being audit­ed in the same man­ner and fash­ion as all otherUnion­Coun­ty funds.

9. Duties of Engi­neer.  It is rec­og­nized that all high­ways in the Coun­ty under the Coun­ty High­way Sys­tem are under the direct con­trol and super­vi­sion of the Union Coun­ty Board of Com­mis­sion­ers.  Fur­ther, it shall be the duty of the Engi­neer, sub­ject to the advice and gen­er­al over­sight of the Union Coun­ty Board of Com­mis­sion­ers, to per­form the fol­low­ing func­tions and duties:

(a)  Pre­pare or cause to be pre­pared, plans, spec­i­fi­ca­tions, and esti­mates for all bridges and cul­verts to be built by the Coun­ty, and to super­vise the con­struc­tion of all of such bridges and culverts.

(b) Act for the Coun­ty in all mat­ters relat­ing to the super­vi­sion of the con­struc­tion or main­te­nance of any high­way con­struct­ed or main­tained in whole or in part at the expense of the County.

(c) Per­form such oth­er law­ful duties as may be pre­scribed by law or as may be required or direct­ed by a major­i­ty of the Union Coun­ty Board of Com­mis­sion­ers, accord­ing to accept­ed or cus­tom­ary practices.

(d) Sub­ject to the approval and super­vi­sion by the Union Coun­ty Board of Com­mis­sion­ers, the Engi­neer shall have the author­i­ty, sub­ject to com­pli­ance with any col­lec­tive bar­gain­ing agree­ment, and Coun­ty direc­tives, to per­form the following:

(i) to make a deter­mi­na­tion as to when High­way Depart­ment employ­ees should work over­time.  Over­time pay­ments shall be prop­er­ly doc­u­ment­ed and sub­mit­ted to the Union Coun­ty Board of Com­mis­sion­ers for approval.

(ii) to pur­chase parts for the repair ofCoun­ty High­way equip­ment.  How­ev­er, all pur­chas­es must be sub­se­quent­ly approved by the Union Coun­ty Board of Commissioners.

(iii) to attend to the min­is­te­r­i­al func­tion approv­ing progress pay­ments on con­tracts which are approved by the Union Coun­ty Board of Commissioners.

ENTERED into this 1st day of Decem­ber, 2008.

COUNTYOFUNION                                               COUNTYENGINEER

 

BY:     /s/ John Gar­ner                                    /s/ Kevin Grammer

John Gar­ner, Chair­man                         Kevin Gram­mer, Engineer

 

ATTEST:

 

/s/ Bob­by Tol­er Jr.                                         (SEAL)

Bob­by Tol­er, Jr.,CountyClerk

It is agreed that there shall be no dis­crim­i­na­tion by the Union or the Employ­er against any employ­ee or appli­cant for employ­ment with respect to hir­ing, fir­ing, rate of pay, work assign­ment, or any term or con­di­tion of employ­ment for rea­sons of race, reli­gion, col­or, sex, age, mar­i­tal sta­tus, hand­i­cap, nation­al ori­gin, or veteran’s status.

DATED AND SIGNED BY THE PARTIES TO THE AGREEMENT.

 

For the Coun­ty                                              For theUnion

/s/ Bill Bowen                                                 /s/ Ter­ry Rawson

Bill Bowen                                                     Ter­ry Rawson

Ambu­lance Ser­vice, Direc­tor                           Pres­i­dent, Busi­ness Agent

Union­Coun­ty                                                         Team­sters Local 347

Date:            04–06–09                                   Date:            04–03–09

 

/s/ John Garner

John Gar­ner, Board Chairman

Date:            04–13–09

UNIONCOUNTYAMBULANCE SERVICE

SENIORITY LIST

EMPLOYEE NAME                                                 HIRE DATE                     

 

Roy E. Walk­er                                                         01/14/87

Car­rell O’Daniell                                                      02/93

Wes­ley Hin­kle                                                         06/14/02

Mike Akers                                                             09/03

Julian Lopez                                                           02/16/04

Dana McGuire                                                         10/04

Thom Dacosse                                                        06/19/06

Greg Brown                                                            12/18/06

Mark Cerny                                                             05/15/08

This Agree­ment shall be in full force and effect from Decem­ber 1, 2008, until Novem­ber 30, 2010, and shall auto­mat­i­cal­ly con­tin­ue year to year there­after.  Either par­ty desir­ing change or mod­i­fi­ca­tion in the same shall noti­fy the oth­er par­ty in writ­ing at least six­ty (60) days pri­or to Novem­ber 30, 2010.  Such oth­er par­ty must grant a meet­ing to the oth­er par­ty desir­ing the change with­in thir­ty (30) days after such noti­fi­ca­tion.  If the Agree­ment is not reopened in a time­ly man­ner, it shall con­tin­ue in force and effect for addi­tion­al one (1) year.

Due to the fact these employ­ees pro­vide a vital and nec­es­sary ser­vice the fol­low­ing pro­ce­dure is here­by agreed to in the event of an impasse at the expi­ra­tion of this Agreement.

For the fis­cal peri­od com­menc­ing Decem­ber 1, 2008, hourly wage rates will be as follows:

Employee’s Work.  56 hours per week x 52 weeks = 2,912 hours per year

Exam­ples for cur­rent wage increas­es are as follows:

  Cur­rent Hourly Rates                     12-01-2008          12-01-2009 

$7.88                                        $8.23                     $8.58

7.96                                          8.31                      8.66

7.97                                          8.32                      8.67

7.98                                          8.33                      8.68

8.32                                          8.67                      9.02

8.39                                          8.74                      9.09

8.93                                          9.28                      9.63

9.33                                          9.68                     10.03

11.08                                        11.43                     11.78

 

Start­ing wages will be as follows:

 

       Start­ing Wages                          12-01-2008          12-01-2009 

EMT Basic                                                 $8.00                     $8.25

EMT Inter­me­di­ate                                        8.40                      8.65

 

In addi­tion to the above stat­ed rates for Advanced Inter­me­di­ate posi­tions, an addi­tion­al Forty Cents ($0.40) per hour will be added to the base wage rate when all class/clinical hours are com­plet­ed and ALS care is imple­ment­ed.  This is to include new drugs, mon­i­tors, skills and any oth­er equip­ment that may be utilized.

In addi­tion, employ­ees shall receive longevi­ty increas­es to be added as follows:

(A) Upon com­ple­tion of each two (2) years of ser­vice an addi­tion­al one per­cent (1%)per hour.

(B) Des­ig­nat­ed Team Cap­tains shall receive an addi­tion­al One Hun­dred Dol­lars ($100.00) per month, flat rate.

Longevi­ty is deter­mined by years of ser­vice in the cur­rent office of ser­vice.  The longevi­ty increase is not cumulative.

(C) Full time employ­ees who take call on their day off will receive Six Dol­lars Twen­­­ty-Five Cents ($6.25) per hour for a total of eight (8) hours.  Full time employ­ees who choose to work at the quar­ters for their shift will receive their reg­u­lar over­time rate of pay.  The deci­sion for the on-call rate or the over­time rate will be made pri­or to the date of the shift, unless sched­ul­ing con­flicts do not per­mit it.  Employ­ees will receive the on-call rate, or the over­time rate, but not a mix­ture of both for the same shift.

ection 1.  No Strike Com­mit­ment.  Dur­ing the dura­tion of this Agree­ment, nei­ther the Union nor any employ­ee shall call, insti­gate, autho­rize, par­tic­i­pate in, sanc­tion, encour­age or rat­i­fy any strike, work stop­page, slow-down or sim­i­lar activ­i­ties by any employ­ee or group of employ­ees or any con­cert­ed inter­fer­ence with, in whole or in part, the full faith­ful and prop­er per­for­mance of the duties of employ­ment with the Employ­er.  Nei­ther the­Union nor any offi­cer shall refuse to cross any pick­et line by whomev­er established.

Sec­tion 2.  Dis­avow­al by Union.  In the event any action pro­hib­it­ed by Sec­tion 1 above, the­Union shall imme­di­ate­ly dis­avow such action and request the employ­ees to return to work and shall use its best efforts to achieve a prompt resump­tion of nor­mal oper­a­tions.  Upon com­ply­ing with the require­ments of this Sec­tion, nei­ther the­Union nor its offi­cers or agents shall be liable for any dam­ages result­ing direct­ly or indi­rect­ly from activ­i­ty pro­hib­it­ed by Sec­tion 1.

Sec­tion 3.  Employ­er Right to Dis­ci­pline.  Any employ­ee who vio­lates the pro­vi­sions of Sec­tion 1 of this Arti­cle shall be sub­ject to dis­ci­pli­nary action up to and includ­ing dis­charge and any action tak­en by the employ­er against any employ­ee who par­tic­i­pates in action pro­hib­it­ed by Sec­tion 1 above shall not be con­sid­ered a vio­la­tion 
of this Agree­ment and shall not be sub­ject to the pro­vi­sions of the Griev­ance Pro­ce­dures here­in except that the issue of whether an employ­ee in fact par­tic­i­pat­ed in a pro­hib­it­ed action may be sub­ject to the griev­ance and arbi­tra­tion pro­ce­dures herein.

Sec­tion 4.  If any employ­ee or employ­ee orga­ni­za­tion fails to com­ply with any order of the Court issued pur­suant to this Sec­tion, the employ­er may insti­tute judi­cial pro­ceed­ings to enforce the order of the court.

Eco­nom­ic ben­e­fits and work prac­tices not set forth in this Agree­ment and still in effect shall con­tin­ue and remain in effect for the term of this Agreement.

All employ­ees hired by the Employ­er shall serve a six (6) month pro­ba­tion peri­od from the date of hire.  Dur­ing said peri­od, the Employ­er shall eval­u­ate the per­for­mance of the employ­ee and may, at any time dur­ing said six (6) month peri­od, ter­mi­nate the individual’s employ­ment upon giv­ing the four­teen (14) days writ­ten notice.

(1) Dam­aged Per­son­al Items.  Approved per­son­al items of the employ­ees which are dam­aged pur­suant of the course of their employ­ment while on duty, will be repaired and/or replaced by the employ­er up to an annu­al lim­it of One Hun­dred Dol­lars ($100.00) for watch­es and Three Hun­dred Dol­lars ($300.00) for eye­glass­es.  The Employ­er shall not be respon­si­ble for said repair or replace­ment if the dam­age was due to the employee’s neg­li­gence.  Noth­ing con­tained in this Sec­tion shall restrict the County’s abil­i­ty to pro­hib­it or restrict the use of per­son­al items while on duty.

(2) Immu­niza­tion.  All nec­es­sary immu­niza­tions shall be pro­vid­ed at the employer’s expense.  These immu­niza­tions are lim­it­ed to those nec­es­sary to pro­tect the employ­ee dur­ing the course of employment.

(3) Part-Time Employ­ees.  The Coun­ty reserves the right to employ part-time employ­ees for the pur­pose of main­tain­ing ade­quate staffing lev­els that might be cre­at­ed by hol­i­days, vaca­tions, sick leave, etc.

(4) Sched­ul­ing.  The Direc­tor or his designee shall post a work sched­ule with­in a rea­son­able time pri­or to the ini­ti­a­tion of said work sched­ule.  In no event shall the work sched­ule be post­ed less than forty-eight (48) hours pri­or to the ini­ti­a­tion of the same.  Noth­ing here­in pro­hibits tem­po­rary changes in the sched­ule that might be need­ed because of unfore­seen emer­gen­cies (i.e., injury, ill­ness, res­ig­na­tion, etc.).

(5) Mileage Reim­burse­ment.  Use of a per­­­son­al­­­ly-owned auto­mo­bile must be autho­rized in advance.  Mileage will be reim­bursed at rates con­sis­tent with Inter­nal Rev­enue Ser­vice Guide­lines.  Adjust­ments to the allow­able IRS rates shall become effec­tive on Decem­ber 1 of each year.  The autho­rized mileage allowance includes all oper­at­ing expens­es such as gas, oil, and repairs pre­clud­ing any sep­a­rate claim for such items.

In the event any arti­cle, sec­tion, or por­tion of this Agree­ment should be held invalid and unen­force­able by any court of com­pe­tent juris­dic­tion, such deci­sion shall apply only to the spe­cif­ic arti­cle, sec­tion, or por­tion there­of spec­i­fied in the court’s deci­sion; and upon issuance of such deci­sion, the Employ­er and the Union agree to imme­di­ate­ly nego­ti­ate a sub­sti­tute for the inval­i­dat­ed arti­cle, sec­tion, or por­tion thereof.

Two (2) sets of shirts and pants shall be pro­vid­ed by the Employ­er to each full-time employ­ee.  Two (2) sets of jack­ets and caps shall also be pro­vid­ed by the Employ­er.  All dam­aged or worn out uni­forms shall be replaced as soon as prac­ti­ca­ble by the Employ­er at the Employer’s expense.

The Coun­ty reserves the right to deter­mine whether and/or when sea­son­al uni­form changes are to be made.  Fur­ther, the Coun­ty may des­ig­nate oth­er items of appar­el that must be worn while on duty (i.e., hats, iden­ti­fi­ca­tion tags, etc.).

The Union shall appoint a stew­ard to assist fel­low employ­ees in pre­sent­ing griev­ances to the Employer.

It shall be the respon­si­bil­i­ty of each employ­ee to main­tain his/her Illi­nois state license.  This shall include, but not be lim­it­ed to, all refresh­er cours­es, com­pe­ten­cy test­ing, con­tin­u­ing edu­ca­tion hours and any oth­er renew­al stan­dards estab­lished by the Illi­nois Depart­ment of Pub­lic Health.  The employ­er may reim­burse indi­vid­u­als for mileage and/or train­ing that is required by the Union Coun­ty Ambu­lance Ser­vice as a con­di­tion of employ­ment.  Any reim­burse­ment or require­ment is sole­ly at the dis­cre­tion of the Direc­tor or his designee.

Sec­tion 1.  In all cas­es of decreas­ing or increas­ing the work force or for pro­mo­tion, senior­i­ty shall be used as a deter­mi­nant as well as abil­i­ty to per­form the work with prop­er licen­sure and skills.

Sec­tion 2.  The list of employ­ees rat­ed accord­ing to senior­i­ty shall be attached here­to and made a part of this Agreement.

Sec­tion 3.  In the event of lay­off, an employ­ee with less than five (5) years senior­i­ty shall be con­tin­ued on the senior­i­ty list of the Coun­ty for a peri­od of twelve (12) months from the date of the lay­off.  An employ­ee with five (5) or more year’s senior­i­ty shall be con­tin­ued on the senior­i­ty list of the Coun­ty for a peri­od of twen­­­ty-four (24) months from the date of layoff.

Sec­tion 4.  The term “con­tin­u­ous ser­vice”, and “employed con­tin­u­ous­ly” as used in this Arti­cle shall be so con­strued that absence from employ­ment due to ill­ness, acci­dent, fam­i­ly death, or oth­er sim­i­lar occur­rences, or lay­offs by the Coun­ty due to lack of work or for oth­er caus­es shall not cause a break in the mean­ing in the work rates or oth­er pro­vi­sions of this Agree­ment except as stat­ed in Sec­tion 4 above.

Sec­tion 5.  Reg­u­lar employ­ees who leave the ser­vice of the Coun­ty to enter the Unit­ed States Armed Forces, or the ser­vice of the U.S. Mar­itime Com­mis­sion, or who are draft­ed by the Unit­ed States Gov­ern­ment for civil­ian ser­vices will upon their return, with­in nine­ty (90) days from release from such ser­vice, be grant­ed all senior­i­ty rights as if con­tin­u­ous­ly employed by the Coun­ty dur­ing such service.

The Coun­ty shall par­tic­i­pate in the Illi­nois Munic­i­pal Retire­ment Fund and con­tribute the stan­dard amount of the employ­ees share.

The Coun­ty shall pro­vide all full-time employ­ees with health insur­ance.  Begin­ning Decem­ber 1, 2006, the employ­ee shall be respon­si­ble for the first Three Hun­dred Dol­lars ($300.00)of the deductible as pro­vid­ed in the coun­­­ty-wide health insur­ance plan.

If the employ­ee elects fam­i­ly or depen­dent cov­er­age, the employ­ee shall be respon­si­ble for all pre­mi­um and deductible costs asso­ci­at­ed with the fam­i­ly coverage.

A com­plete copy of the health plan describ­ing the ben­e­fits and cov­er­age con­tained there­in shall be sup­plied to the employ­ee upon hire or upon the cre­ation of a new or addi­tion­al ben­e­fit health plan.

Dis­ci­pline shall be admin­is­tered by the super­vi­sor or employ­er on a pro­gres­sive basis as follows:

1.       Doc­u­ment­ed Oral Warning

2.       Writ­ten Warning(s)

3.       Suspension(s)

a.       At the dis­cre­tion of the Direc­tor, a sus­pen­sion may be with or with­out pay.

4.       Ter­mi­na­tion

Copies of all writ­ten doc­u­men­ta­tion exclud­ing oral warn­ings shall be for­ward­ed to theUnion.

Pro­gres­sive steps may be sus­pend­ed in cas­es in which the sever­i­ty of the act or acts of the employ­ee man­date stronger dis­ci­pli­nary action by the employer.

All dis­ci­pli­nary doc­u­men­ta­tion shall remain in the employee’s per­son­nel file unless purged from said file pur­suant to the griev­ance and arbi­tra­tion process.

Should dif­fer­ences arise between the Employ­er and the Union as to the mean­ing or appli­ca­tion of the pro­vi­sions of this Agree­ment, there shall be no sus­pen­sion of work or slow­down by employ­ees, nor any lock­out by the Employ­er, but an earnest effort shall be made to set­tle such dif­fer­ences prompt­ly by the fol­low­ing procedure:

Step 1.  The griev­ance shall be pre­sent­ed prompt­ly so that the facts can be read­i­ly obtained.  The time shall be estab­lished as with­in sev­en (7) work­ing days of the occur­rence that caused the griev­ance.  The griev­ance should first be sub­mit­ted to the imme­di­ate super­vi­sor of the grievant.

Step 2.  If the griev­ance is not sat­is­fac­to­ri­ly resolved pur­suant to Step 1, the griev­ance shall be reduced to writ­ing and sub­mit­ted to the Direc­tor with­in sev­en (7) days.  The Direc­tor shall meet with the griev­ant, and Union Rep­re­sen­ta­tive with­in sev­en (7) days of the receipt of the writ­ten griev­ance.  The Direc­tor will hear the griev­ance and secure any oth­er evi­dence he deems appro­pri­ate.  With­in sev­en (7) days of the meet­ing, he shall for­ward a writ­ten response to the griev­ant and Union regard­ing his findings.

Step 3.  If the griev­ance is not sat­is­fac­to­ri­ly resolved either par­ty shall noti­fy the oth­er in writ­ing of its intent to seek arbi­tra­tion with­in four­teen (14) days fol­low­ing receipt of the Step 2 writ­ten response from the Employer.

After sub­mit­ting noti­fi­ca­tion of an intent to arbi­trate to either par­ty, the Employ­er and/or the Union shall file a request to the Illi­nois Depart­ment of Labor to appoint an Arbi­tra­tor with­in sev­en (7) days.

The deci­sion of the Arbi­tra­tor shall be final and bind­ing on both par­ties.  Costs of arbi­tra­tion shall be borne equal­ly by the parties.

All employ­ees shall earn one (1) twen­­­ty-four (24) hour sick leave day per month with­out loss of pay.  Sick leave may be accu­mu­lat­ed to a max­i­mum of two hun­dred forty (240) days.  Illi­nois Munic­i­pal Retire­ment guide­lines will be used to deter­mine max­i­mum accru­als and how accrued sick leave will be con­vert­ed for ser­vice cred­it at retirement.

Sick leave shall be inter­pret­ed to mean per­son­al ill­ness includ­ing preg­nan­cy relat­ed dis­abil­i­ty or ill­ness in the imme­di­ate fam­i­ly or household.

Man­age­ment reserves the right to require a doctor’s state­ment if there is any evi­dence of abuse or mis­use of sick leave.  A doctor’s state­ment is required if an indi­vid­ual is absent for two (2) con­sec­u­tive shifts.

In the event of a death in the imme­di­ate fam­i­ly of an employ­ee, the employ­ee shall be allowed two (2) twen­­­ty-four (24) hour shift days of leave with pay.  Imme­di­ate fam­i­ly shall mean the death of a spouse, father, moth­er, broth­er, sis­ter, son, daugh­ter, step-chil­­­dren, grand­child, father-in-law, moth­­­er-in-law, broth­­­er-in-law, sis­ter-in-law, son-in-law, daugh­­­ter-in-law, mater­nal or pater­nal grandparents.

(A) Employ­ees shall receive eight (8) hours pay per each rec­og­nized hol­i­day.  Those hol­i­days rec­og­nized under the Agree­ment shall be as follows:

  • New Year’s Day
  • Veteran’s Day
  • Memo­r­i­al Day
  • Lincoln’s Birth­day
  • Thanks­giv­ing
  • Labor Day
  • Good Fri­day
  • Day after Thanksgiving
  • Gen­er­al Elec­tion Day
  • Inde­pen­dence Day
  • Mar­tin Luther King Birthday
  • Christ­mas Eve
  • Colum­bus Day
  • Washington’s Birth­day
  • Christ­mas Day

Any oth­er addi­tion­al days or part days, which may be observed by the Coun­ty as direct­ed by theCountyBoard.

(B) The employ­er and employ­ees agree that the fol­low­ing hol­i­days shall be worked through split shifts: 1.  Thanks­giv­ing, 2. Christ­mas Eve,  3. Christ­mas Day.

No oth­er hol­i­days will be effected.

Man­age­ment reserves the right to amend the work sched­ule to allow one hun­dred twelve (112) hour pay peri­ods for all Union employees.

(C) Said hol­i­days will be observed on those days which are nation­al­ly rec­og­nized accord­ing to state and fed­er­al guide­lines, which may dif­fer from the tra­di­tion­al dates for said holidays.

(D) Dur­ing pay peri­ods involv­ing Thanks­giv­ing and Christ­mas, man­age­ment reserves the right to amend the work sched­ule to allow one hun­dred twelve (112) hour pay peri­ods for all Union employees.

(E) Employ­ees will receive eight (8) hours hol­i­day pay at their reg­u­lar rate to be col­lect­ed on each pay peri­od for hol­i­days approved by theCountyBoard.

(F) Bar­gain­ing unit employ­ees will be pro­vid­ed one (1) twen­­­ty-four (24) hour shift peri­od per year as a per­son­al day.  The per­son­al day may be tak­en in eight (8) hour incre­ments and must be approved at least one (1) twen­­­ty-four (24) hour shift in advance of request­ed use.  The Direc­tor may deny a per­son­al time request if oper­a­tional needs of the Ser­vice dictate.

(A) Employ­ees shall earn vaca­tion time off as follows:

After one (1) year of ser­vice -> One (1) 72-hour week of vacation

Upon com­ple­tion of two (2) years of ser­vice -> Two (2) weeks of vaca­tion (one 72-hour week and one 48-hour week)

Upon com­ple­tion of ten (10) years of ser­vice  ->Three (3) weeks of vaca­tion (two 72-hour weeks and one 48-hour week)

Upon com­ple­tion of fif­teen (15) years of ser­vice -> Four (4) weeks of vaca­tion (two 72-hour weeks and two 48-hour weeks)

(B) Vaca­tion time shall be award­ed on the anniver­sary date fol­low­ing com­ple­tion of the above years of ser­vice.  Vaca­tion time shall be pro-rat­ed for the num­ber of months actu­al­ly employed dur­ing the year should an employ­ee resign his posi­tion or oth­er­wise be ter­mi­nat­ed before the year of employ­ment has been completed.

(C) Vaca­tion time does not accu­mu­late from year to year.  It must be tak­en with­in a year after it is earned.

(D) Vaca­tion days may be used sep­a­rate­ly or tak­en in forty-eight (48) hour or sev­en­­­ty-two (72) hour work weeks.  No more than three (3) indi­vid­ual twen­­­ty-four (24) hour shift days can be tak­en indi­vid­u­al­ly as vaca­tion in any cal­en­dar year.

Employ­ees shall make every effort to give the Coun­ty at least ten (10) work­ing days notice of their request for vaca­tion days.  All vaca­tion days that are to be used shall be by mutu­al con­sent of Employ­er and employee.

(E) When an employ­ee sched­ules a short (forty-eight (48) hour) vaca­tion week, in place of a long (sev­en­­­ty-two (72) hour) week, the remain­ing twen­­­ty-four (24) hour hours may be allowed to be tak­en at a lat­er time.  This shall be sub­ject to man­age­ment approval and based on avail­abil­i­ty as to not inter­fere with oth­er sched­uled vaca­tion time.  It is under­stood that this use of vaca­tion time shall be with pri­or Approval of the Direc­tor of his designee, and that the use of short (forty-eight (48) hour) weeks so that more than three (3) indi­vid­ual twen­­­ty-four (24) hour shifts may be tak­en in one (1) year shall be allowed.

(F) Vaca­tion time request­ed pri­or to and until March 1st of each cal­en­dar year shall be sched­uled based on employ­ee senior­i­ty.  Vaca­tion time request­ed after March 1st shall be sched­uled based on the order in which requests are received and availability.

Any­time two (2) or more employ­ees request vaca­tion time that con­flicts with dai­ly oper­a­tions it will be resolved with management’s discretion.

Man­age­ment shall reserve the right to reject vaca­tion time that con­flicts with oth­er requests or dai­ly operations.

Sec­tion 1.  Work Week.  The work week shall be set as fol­lows.  Twen­­­ty-four (24) hours on shift and forty-eight (48) hours off for all employees.

Sec­tion 2.  Over­time.  All hours worked in excess of forty (40) hours a week shall be com­pen­sat­ed at the rate of one and one-half (1 ½) times the nor­mal rate of pay.  Over­time shall be dis­trib­uted as equal­ly as pos­si­ble among those qual­i­fied and licensed to per­form spe­cial­ized tasks.  In order to main­tain appro­pri­ate staffing lev­els, it is under­stood that over­time is not voluntary.

Sec­tion 3.  Team Cap­tains.  There shall be a Team Cap­tain des­ig­nat­ed by the Direc­tor or his designee for each shift team accord­ing to qual­i­fi­ca­tions and senior­i­ty as defined in this Agree­ment.  Qual­i­fi­ca­tions for Team Cap­tain shall include a min­i­mum of inter­me­di­ate or para­medic skills and appro­pri­ate licens­es.  Also the abil­i­ty to per­form and demon­strate pro­fi­cien­cy in sys­tem pro­to­cols and guide­lines at the ALS lev­el of care.

(A) Duties and Respon­si­bil­i­ties.  Team Cap­tains shall have the fol­low­ing duties and responsibilities:

1. Each Team Cap­tain shall have author­i­ty over and direct super­vi­sion of his or her assigned shift team.  In the absence of the Direc­tor or his Assis­tant, the Team Cap­tain shall have the author­i­ty to make bind­ing deci­sions as to the oper­a­tion of his or her crew, and shall oth­er­wise 
enforce the orders, direc­tives, and/or poli­cies of the Union Coun­ty Ambu­lance Ser­vice.  All direc­tives or orders issued by the Team Cap­tain shall have the same force and effect as if issued by the Direc­tor and/or Assistant.

2. Each Team Cap­tain shall be respon­si­ble for the main­te­nance and clean­li­ness of his des­ig­nat­ed ambu­lances which shall be cleaned and checked dai­ly, and shall insure that the same are ful­ly oper­a­tional at all times.  Any and all sys­tems and/or equip­ment which is not ful­ly oper­a­tional and which can­not be reme­died and/or repaired by the Team Cap­tain shall be imme­di­ate­ly report­ed to the Direc­tor and/or Assistant.

3. Each Team Cap­tain shall like­wise be respon­si­ble for the clean­li­ness of the Ambu­lance Ser­vice quar­ters, which shall be cleaned dai­ly, and shall also be respon­si­ble to see that all laun­dry used by or involv­ing the Ambu­lance Ser­vice is washed and dried.

(B) Dis­ci­pline.

1. Any employ­ee who fails to com­ply with an order or direc­tive issued by a Team Cap­tain shall receive a writ­ten rep­ri­mand by the Team Cap­tain, which shall be placed in the employee’s per­son­nel file.  Said employ­ee shall receive writ­ten notice of said rep­ri­mand by per­son­al ser­vice of a copy of the same with­in sev­en (7) days after its issuance.

Any sub­se­quent vio­la­tions shall result in a one day sus­pen­sion with­out pay, as oth­er­wise con­sis­tent with per­ti­nent pro­vi­sions of this Agreement.

2. Team Cap­tains who fail to fol­low any order, direc­tive or pol­i­cy of the Direc­tor or Assis­tant Direc­tor of the Ambu­lance Ser­vice shall receive a writ­ten rep­ri­mand by the Direc­tor and/or Assis­tant, which shall be placed in the Team Captain’s per­son­nel file.  Said Team Cap­tain shall receive writ­ten notice of said rep­ri­mand by per­son­al ser­vice of a copy of the same with­in sev­en (7) days after its issuance.

Any sub­se­quent vio­la­tion shall result in imme­di­ate ter­mi­na­tion and for­fei­ture of the Team Cap­tain des­ig­na­tion, as well as all of the rights, duties, and oblig­a­tions which that posi­tion entails, as oth­er­wise con­sis­tent with per­ti­nent pro­vi­sions of this Agreement.

(C) Abuse of Author­i­ty.  Team Cap­tains shall not abuse their author­i­ty and shall ful­fill the same duties as all oth­er employ­ees in inspect­ing and main­tain­ing ambu­lances, clean­ing the Ambu­lance quar­ters, and doing the laun­dry asso­ci­at­ed with the Ambu­lance Service.

 

Sec­tion 4.  Emer­gency Runs.  All off duty employ­ees who are called in for emer­gency runs shall receive a min­i­mum of two (2) hours over­time pay, with all ser­vices pro­vid­ed in excess of two (2) hours to be com­pen­sat­ed as pro­vid­ed in Sec­tion 2.

It is under­stood and agreed that the Coun­ty pos­sess­es the sole and unre­strict­ed right to plan and con­duct its oper­a­tions and to deter­mine the con­di­tions of employ­ment of its employ­ees, except where that right is clear­ly, express­ly, and specif­i­cal­ly lim­it­ed in this Agree­ment.  Noth­ing here­in shall affect the inter­nal con­trol author­i­ty of the Coun­ty as ref­er­enced in State Statute.

Rights which the Coun­ty may exer­cise include, but are not lim­it­ed to, the following:

  1. To deter­mine its mis­sion, orga­ni­za­tion, bud­get, method of oper­a­tion, and stan­dards of service.
  2. To deter­mine the meth­ods and means, includ­ing num­ber and type of per­son­nel, need­ed to car­ry out its mission.
  3. To plan, direct, and con­trol the work of employ­ees, includ­ing the assign­ment of overtime.
  4. To select new employ­ees and to pro­mote cur­rent employees.
  5. To sus­pend, demote, dis­charge or take oth­er dis­ci­pli­nary action against employ­ees for just cause.
  6. To lay off employ­ees for lack of work or funds or for oth­er legit­i­mate reason.
  7. To intro­duce new or improved meth­ods, equip­ment, and facilities.
  8. To con­tract for goods and ser­vices, pro­vid­ed that the Coun­ty will noti­fy the Union pri­or to con­tract­ing out ser­vices to the extent that wages, hours or ben­e­fits of bar­gain­ing unit employ­ees may be reduced.  Upon request, the Coun­ty will meet and nego­ti­ate with the Union over the impact of such con­tract­ing out.

The Coun­ty rec­og­nizes the inter­est of the Union in any changes which affect the work­ing con­di­tions of employ­ees rep­re­sent­ed by the Union, and con­se­quent­ly agrees to inform the Union of such changes.

All dues, ini­ti­a­tion fees, and assess­ments levied by the Union on the employ­ees cov­ered by this Agree­ment shall be checked off from the wages of such employ­ees from each pay check after the Coun­ty receives signed autho­riza­tion from the bar­gain­ing unit employ­ees to make such deduc­tions.  Any delin­quent dues and/or ini­ti­a­tion fees shall be col­lect­ed by the­Union. The Union shall indem­ni­fy and hold the Employ­er harm­less against any claim, demand, suit or lia­bil­i­ty aris­ing from any action tak­en by the Employ­er in complying.

The fol­low­ing autho­riza­tion will be signed by the employee:

Date

I,                                                       , here­by autho­rize my employ­er to deduct from my wages each and every month an amount equal to the month­ly dues, ini­ti­a­tion fees and uni­form assess­ments of Local #347, and direct such amounts so deduct­ed to be turned over each month to the Sec­re­­­tary-Trea­­­sur­er of the Local Union on my behalf.

This autho­riza­tion is vol­un­tary and is con­di­tioned on my present or future mem­ber­ship in theUnion.

This autho­riza­tion and assign­ment shall be irrev­o­ca­ble for the term of the applic­a­ble con­tract between the Union and the Employ­er or for one (1) year, whichev­er is the less­er, and shall auto­mat­i­cal­ly renew itself for suc­ces­sive year­ly or applic­a­ble con­tract peri­ods there­after, whichev­er is less­er, unless I give writ­ten notice to the Employ­er and the Union at least six­ty (60) days, but not more than sev­en­­­ty-five (75) days before any peri­od­ic renew­al date of this autho­riza­tion and assign­ment of my desire to revoke same.

 

Employ­ee Signature 

With­in the lim­its pro­vid­ed by the laws ofIll­i­nois, the Coun­ty rec­og­nizes the Team­sters Union as the exclu­sive bar­gain­ing rep­re­sen­ta­tive for the employ­ees cov­ered by this Agreement.

It shall be a con­di­tion of employ­ment that all employ­ees who are employed with­in the rec­og­nized bar­gain­ing unit shall become mem­bers of the Union or shall con­tribute his or her fair share for rep­re­sen­ta­tion with­in thir­ty (30) days of the effec­tive date of this Agree­ment, or with­in thir­ty (30) days upon being hired, whichev­er is later.

The Coun­ty rec­og­nizes the Union as the sole and exclu­sive bar­gain­ing agent for all full-time indi­vid­u­als employed by the Union Coun­ty Ambu­lance Ser­vice, exclud­ing the Ambu­lance Ser­vice Direc­tor and Assis­tance Direc­tor, and all super­vi­so­ry, man­age­r­i­al and con­fi­den­tial employ­ees with­in the mean­ing of the Illi­nois Pub­lic Labor Rela­tions Act (5 ILCS 315).


AGREEMENT BETWEEN

TEAMSTERS LOCAL UNION NO. 347

REPRESENTING UNION COUNTY

AMBULANCE SERVICE

AND

THE COUNTY OF UNION

 

Decem­ber 1, 2008 – Novem­ber 30, 2010

  

ARTICLE I – AGREEMENT

Agree­ment made and entered into by and between the Union Coun­ty Board, here­inafter referred to as “Coun­ty” and the Team­sters Local Union No. 347 Rep­re­sent­ing Union Coun­ty Ambu­lance Ser­vice, here­inafter referred to as the “Union”.

This Agree­ment shall be in full force and effect from Decem­ber 1, 2005 through Novem­ber 30, 2010 and shall remain in effect from year to year there­after, unless, either par­ty gives notice in writ­ing to the oth­er par­ty six­ty (60) days before the con­tract expires that they desire to ter­mi­nate or mod­i­fy the Agreement.

IN WITNESS WHEREOF, the High­way Depart­ment has caused this instru­ment to be exe­cut­ed, and Union has caused this instru­ment to be exe­cut­ed by its duly autho­rized offi­cers, the day and year above written.

 

UNION COUNTY HIGHWAY DEPARTMENT:     OPERATING ENGINEERS:

Com­mis­sion­er                                               Busi­ness Manager

Com­mis­sion­er                                               President

Dat­ed           Jan­u­ary 3, 2006

Com­mis­sion­er

Coun­ty­Clerk

Coun­ty Clerk                                                 Chief Negotiator

(Seal)                                                        Illi­no­is­FOP Labor Council

 

A shoe and cloth­ing allowance of up to One Hun­dred Fifty Dol­lars ($150.00) per employ­ee shall be allowed each year of this Agreement.

Dur­ing the term of this Agree­ment employ­ees shall not cease work, slow down, or engage in any strike or oth­er con­cert­ed inter­rup­tions or inter­fer­ence with the work or busi­ness of the employ­er, and the employ­er shall not lock out any employee/s cov­ered here­un­der dur­ing the term of said Agreement.

Any pro­vi­sions con­tained here­in that are con­trary to or held to be in vio­la­tion of any Fed­er­al, State, or Munic­i­pal law now in force, or here­inafter enact­ed, shall be void and of no force and effect and the oth­er pro­vi­sions of this Agree­ment shall remain in full force and effect. Any arti­cle in this Agree­ment that is void by law shall become imme­di­ate­ly negotiable.

The Union Coun­ty High­way Depart­ment agrees that one (1) day sick leave shall be allowed for each month of employ­ment to a max­i­mum of two hun­dred forty (240) days can be accu­mu­lat­ed by an employ­ee to be used at time of retire­ment for ser­vice cred­it.  All hours accrued are sub­ject to cur­rent guide­lines estab­lished and main­tained by the Illi­nois Munic­i­pal Retire­ment Fund.  This should and must be rolled over to retirement.

(1) All reg­u­lar employ­ees shall receive eight (8) hours pay at their reg­u­lar rate for the fol­low­ing hol­i­days with­out work­ing such days:

  • New Year’s Day
  • Thanks­giv­ing Day
  • Mar­tin Luther Kind Day
  • Day after Thanksgiving
  • Memo­r­i­al Day
  • Lincoln’s Birth­day
  • July 4th
  • Washington’s Birth­day
  • Labor Day
  • Good Fri­day
  • Veteran’s Day
  • Colum­bus Day
  • Christ­mas Day
  • Elec­tion Day (even years)
  • Employee’s Birth­day

plus any oth­er hol­i­day grant­ed cour­t­house employ­ees and one (1) per­son­al day.

(2) All work per­formed on hol­i­days under the terms of this Agree­ment shall be paid for at dou­ble the reg­u­lar rate in addi­tion to the hol­i­day pay grant­ed above.

(3) All reg­u­lar employ­ees shall have worked his sched­uled work­day before and his sched­uled work­day after the hol­i­day unless at the Depart­ments dis­cre­tion the employ­ee is excused from the day’s work by his super­vi­sor.  Employ­ees on tem­po­rary lay-off shall be enti­tled to hol­i­day pay for Christ­mas Day, New Year’s Day, Memo­r­i­al Day, Fourth of July, Labor Day, Veteran’s Day, Thanks­giv­ing Day, after being called back to work, and employ­ees off sick dur­ing any hol­i­day shall be enti­tled to hol­i­day pay by fur­nish­ing proof from the doc­tor of illness.

(4)     It is agreed that all employ­ees who have been in the employ of the Coun­ty High­way Depart­ment for a peri­od of one (1) year shall receive one (1) week vaca­tion with pay on the basis of a forty (40) hour week at the reg­u­lar rate of pay and after two (2) years of ser­vice, each employ­ee shall receive two (2) 
weeks
 vaca­tion with pay on the basis of a forty (40) hour week, and after nine (9) years ser­vice each employ­ee shall receive three (3) weeks vaca­tion with pay on the basis of a forty (40) hour week and after fif­teen (15) years of ser­vice each employ­ee shall receive four (4) weeks vaca­tion with pay on the basis of a forty (40) hour week.  If an employ­ee quits or is dis­charged he shall receive vaca­tion pay based on time worked dur­ing the year.  No employ­ee will lose vaca­tion because of illness.

(5)  All accrued vaca­tion time will be used by employ­ees as soon as pos­si­ble, and in no event lat­er than one (1) year after their next anniver­sary date, and there­after, no employ­ee shall accu­mu­late vaca­tion leave in excess of that which was earned the pre­vi­ous year by Decem­ber 31.

(6) Years of ser­vice are deter­mined since the employ­ee was hired by the Depart­ment, not since he joined theUnion.

The Depart­ment shall grant three (3) days funer­al leave with pay for the imme­di­ate fam­i­ly, which shall include: Father , Moth­er, Wife, Daugh­ter, Son, Broth­er, Sister.

Three (3) day funer­al leave with pay shall be allowed for:

Broth­­­er-in-Law, Sis­ter-in-Law, Father-in-Law, Moth­­­er-in-Law, Son-in-Law, Daugh­­­ter-in-law, Grand­par­ents, Grand­child, Step-Children.

It is agreed that the Coun­ty shall make avail­able a Hos­pi­tal­iza­tion Plan.  All employ­ees will be cov­ered under a Sin­gle Plan.  All shall be based on a forty (40) hour week and no deduc­tions will be made from the employ­ee for over­time hours or vaca­tion pay and reduc­tion in insur­ance rate will be shared on a 50/50 basis.  It should be bet­ter or equal cov­er­age includ­ing eye and dental.

When new jobs or vacan­cies occur, the old­est in ser­vice qual­i­fied employ­ee shall be con­sid­ered for said posi­tion, qual­i­fi­ca­tions shall be con­sid­ered by the Depart­ment and the­Union.  If the old­est employ­ee in senior­i­ty can­not hold down said posi­tion, he shall be returned to his for­mer posi­tion; with­in the bar­gain­ing unit.  In the event of a reduc­tion in force, the last man hired shall be the first man laid off.

Con­tract Years

12/1/2005 through 12/31/2010

(1) The Depart­ment agrees to pay Oper­at­ing Engi­neers the fol­low­ing rates of wages:

1st Year         12/1/05                                                        11/30/06

.50 increase                     GROUP 1               $17.00

.50 increase                     GROUP 2               $16.30

 

2nd Year        12/1/06                                                        11/30/07

.55 increase                     GROUP 1               $17.55

.55 increase                     GROUP 2               $16.85

 

3rd Year        12/1/07                                                        11/30/08

.60 increase                     GROUP 1               $18.15

.60 increase                     GROUP 2               $17.45

 

4th Year        12/1/08                                                        11/30/09

.65 increase                     GROUP 1               $18.80

.65 increase                     GROUP 2               $18.10

 

5th Year        12/1/09                                                        11/30/10

.70 increase                     GROUP 1               $19.50

.70 increase                     GROUP 2               $18.80

 

(1) Per­son­nel in Groups 1 and 2 shall be deter­mined by the Coun­ty Super­in­ten­dent of High­ways and the Busi­ness Rep­re­sen­ta­tive for pay purposes.

(2) It is agreed that the Coun­ty Super­in­ten­dent of High­ways may des­ig­nat­ed a “HEAD MECHANIC” whose pay shall be Twen­­­ty-Five Cents ($0.25) per hour above Group 1 pay.  The­Coun­ty­Su­per­in­ten­dent of High­ways shall have the sole dis­cre­tion as to when this Arti­cle is allowable.

(3) The terms Oper­at­ing Engi­neer as here­in defined shall include the fol­low­ing employ­ees of the Depart­ment: Shov­el, Dragline, Clamshell, Mix­er Oper­a­tors, Black­smiths, Fire­men, Oil­ers, Plant Oper­a­tors, End loader and High­lift Oper­a­tors, Doz­ers, Der­ricks, Pug mills, Motor Patrol, Mechan­ic and Repair­men, and any or all oth­ers employed by the Union Coun­ty High­way Depart­ment, exclu­sive of cler­i­cal and super­vi­so­ry per­son­nel as defined by the Illi­nois Pub­lic Labor Rela­tions Act of 1986 (amend­ed).

(4) The Coun­ty High­way Depart­ment agrees to pay the wages as shown on Fri­day fol­low­ing the end of the biweek­ly pay peri­od, except where cir­cum­stances caused by ill­ness or vaca­tion by cler­i­cal employ­ees pre­vent such.  Pay shall be avail­able for all employ­ees with­in one (1) hour of, and pri­or to, the estab­lished quit­ting time.

The Busi­ness Rep­re­sen­ta­tive and all oth­er agents or employ­ees of the Union shall be allowed to vis­it the shops or job sites of the High­way Depart­ment at rea­son­able busi­ness hours, pro­vid­ed, such vis­it shall have ref­er­ence only to a mat­ter com­ing with­in the terms of this Agree­ment.  The Union agrees to keep the Coun­ty High­way Depart­ment informed of duly accred­it­ed Union Representatives.

In the event any dis­pute shall arise between the Oper­at­ing Engi­neers and the High­way Depart­ment and such dis­pute can­not be adjust­ed between such employ­ee and the Depart­ment, then and in such event, the dis­pute shall be report­ed to the Busi­ness Rep­re­sen­ta­tive, who shall attempt to adjust the dis­pute with the Depart­ment Super­in­ten­dent or its duly autho­rized rep­re­sen­ta­tive and if such dis­pute can­not then be set­tled, the mat­ter shall be referred to an arbi­tra­tor by the last two men­tioned rep­re­sen­ta­tives, select­ing a third arbi­tra­tor from a pan­el sub­mit­ted by the Fed­er­al Medi­a­tion and Con­cil­i­a­tion Ser­vice.  The deci­sion of this arbi­tra­tor shall be final and bind­ing on both par­ties and the expens­es of this third arbi­tra­tor shall be borne equal­ly by both par­ties.  In ren­der­ing his deci­sion, the arbi­tra­tor shall not have the author­i­ty to add to, sub­tract from, mod­i­fy, or amend any pro­vi­sion of this Agreement.

Tem­po­rary employee/s may be used by the Com­pa­ny under the terms of this Agree­ment, how­ev­er, no tem­po­rary employee/s shall be allowed to work when those employee/s con­sid­ered per­ma­nent are off work through no fault of their own.  An Employee/s shall be con­sid­ered tem­po­rary for a peri­od not to exceed one hun­dred eighty (180) cal­en­dar days from the day of hire and shall be com­pen­sat­ed at One Dol­lar ($1.00) per hour less than Group II employee/s.  No tem­po­rary employee/s shall accu­mu­late senior­i­ty under the terms of this Agree­ment, nor be enti­tled to oth­er pro­vi­sions afford­ed per­ma­nent employee/s, how­ev­er, should the Depart­ment allow tem­po­rary employee/s the oppor­tu­ni­ty to fill a vacan­cy cre­at­ed in a per­ma­nent posi­tion, that date shall be used to deter­mine the employee’s date of hire, and there­after, the employee/s shall be enti­tled to all pro­vi­sions of the Agree­ment.  Tem­po­rary employ­ees shall receive Hol­i­day pay for cov­ered hol­i­days dur­ing their work sea­son.  Tem­po­rary employ­ees shall pay the sum of Eight Dol­lars ($8.00) per week work­ing dues to I.U.O.E. Local 318,3310 Water Tow­er Rd., Mar­i­on, Illi­nois 62959 dur­ing their work season.

NON-BARGAINING UNIT WORKERS

Dur­ing the term of this Agree­ment, the employ­er will not allow NON-BARGAINING WORKERS to dri­ve and/or run any motor­ized equip­ment over thir­ty (30) horse­pow­er.  Ceme­tery crew will be allowed to dri­ve a pick-up truck to job site.

  1. There shall be a max­i­mum of eight (8) hours dur­ing any one (1) day and forty (40) hours in one (1) week at reg­u­lar rate of pay.  All time worked over eight (8) hours dur­ing one (1) day and forty (40) hours in one (1) week shall be paid at the rate of time and one-half the reg­u­lar rate.  All time worked on Sat­ur­day shall be paid at time and one-half the reg­u­lar rate.  All time worked on Sun­day and rec­og­nized hol­i­days shall be paid for at dou­ble the reg­u­lar rate.  Mon­day will be the first day of the work week for com­put­ing time.
  2. The Depart­ment shall noti­fy the employ­ee one (1) hour pri­or to start­ing time when there is no work.  If no attempt is made by the Depart­ment to pre­vent the employ­ee from report­ing to work, the employ­ee shall receive two (2) hours pay for report­ing at the reg­u­lar rate.  If an Employ­ee starts to work, he shall receive four (4) hours pay and should work con­tin­ue past four (4) hours he shall receive eight (8) hours pay at the reg­u­lar rate.  The Depart­ment may hold the employee/s no more than one (1) hour on report­ing time.  All employ­ees are respon­si­ble for fur­nish­ing to the Depart­ment tele­phone num­bers or oth­er names by which to con­tact them regard­ing show-up time.
  3. No boss, fore­man, or tem­po­rary employee/s shall do the work of any employee/s laid off, and should he do the work of any employee/s, the employee/s so dis­placed shall receive pay for same.  If an employee/s is dis­charged by the Depart­ment and it is estab­lished that he was wrong­ful­ly treat­ed, the Depart­ment shall rein­state said employee/s with com­pen­sa­tion for all lost time (based on oper­a­tion).  The Depart­ment also agrees to noti­fy the Union with­in forty-eight (48) hours when an employee/s is dis­charged and give the rea­son why.
  4. Clean and fresh drink­ing water shall be fur­nished by the Depart­ment no lat­er than one (1) hour after start­ing time.  Ice shall be fur­nished when weath­er war­rants it.
  5. Rea­son­able heat and pro­tec­tion from the ele­ments shall be fur­nished on all equip­ment and to all employee/s of the Department.
  6. When required to fur­nish his own tools, a mechan­ic shall be fur­nished a safe place to keep these tools and the Depart­ment agrees to be respon­si­ble to replace stolen and bro­ken tools.
  7. The Coun­ty High­way Depart­ment and Union agree that: The I.M.R.F. plan in effect at present will con­tin­ue in full force and effect.  Workman’s com­pen­sa­tion will be paid in accor­dance with State Laws gov­ern­ing such.  Con­tri­bu­tions to the Illi­nois Unem­ploy­ment Insur­ance to pro­tect against the haz­ards of unem­ploy­ment through no fault of the employee/s shall be continued.
  8. In the event the Coun­ty High­way Depart­ment shall request the Union to assist in obtain­ing qual­i­fied employee/s, the Union shall use its best effort to secure the num­ber of employee/s requested.
  9. In the event any Oper­at­ing Engi­neer employed by the Coun­ty High­way Depart­ment becomes sick or inca­pable of per­form­ing the ser­vices required and as a result there­of is absent from the employ of the High­way Depart­ment, the Depart­ment agrees such employee/s will be rein­stat­ed as soon as he is able to resume work in a man­ner that is sat­is­fac­to­ry to the Department.

Sec­tion 1.  The Employ­er shall have the right to employ per­sons to work the clas­si­fi­ca­tions of work named in this Agree­ment with the under­stand­ing that such mem­bers and present employ­ees, who are not mem­bers, must become mem­bers of the Local Union not lat­er than thir­­­ty-one (31) days after the date of their employment.

Sec­tion 2.  If an employ­ee refrains from join­ing the­Union the Employ­ee will be required to pay a fee which shall be their pro­por­tion­ate share of the costs of the col­lec­tive bar­gain­ing process, con­tract admin­is­tra­tion, and the cost of pur­su­ing mat­ters effect­ing wages, hours, and oth­er con­di­tions of employ­ment.  In no event shall the employee’s fees exceed the amount of dues uni­form­ly required of members.

Sec­tion 3.  Pro­vid­ing fur­ther, that if the employee’s rea­son for not join­ing the Union is based on bona fide reli­gious ten­ants or teach­ings of a church or reli­gious body of which the employ­ee is a mem­ber, the employ­ee will be required to pay their pro­por­tion­ate share to a non-reli­­­gious char­i­ta­ble orga­ni­za­tion agreed upon by the Employ­ee and the­Union.  If an agree­ment is not reached on which appro­pri­ate char­i­ta­ble orga­ni­za­tion, the choice of the char­i­ty to which such pay­ments shall be made will be from the approved list of char­i­ta­ble orga­ni­za­tions estab­lished by the Illi­nois State Labor Board.

Sec­tion 4.  Dues Check Off – Admin­is­tra­tive Dues.  Upon receipt of an employee’s writ­ten autho­riza­tion which shall be irrev­o­ca­ble for not more than one (1) year, or the ter­mi­na­tion of this Agree­ment, whichev­er occurs soon­er, the employ­er shall deduct from each employee’s wages the sum of Five Cents ($0.05) per hour worked for admin­is­tra­tive dues and the employ­er shall remit the amount so deduct­ed month­ly togeth­er with a list show­ing the names of the employ­ees from whose pay the deduc­tions were made and the amount deduct­ed to: I.U.O.E. Local #318 3310 Water Tow­er Road, Mar­i­on, IL 62959, no lat­er than the fif­teenth (15th) day of the month fol­low­ing the last pay­roll peri­od of the month in which deduc­tions were made.  Such writ­ten autho­riza­tion may be revoked on a revo­ca­ble date by the employ­ee giv­ing writ­ten notice by reg­is­tered mail to the employ­er and the Union not less than thir­ty (30) days pri­or to the date set for revok­ing such autho­riza­tion.  In the event no revo­ca­tion is received, the autho­riza­tion shall be con­tin­ued in affect for anoth­er year or until the end of the col­lect­ed bar­gain­ing agreement.

Sec­tion 5.  Union Dues.  While this Agree­ment is in effect, the Employ­er will deduct from each employee’s pay­check once each pay peri­od the uni­form reg­u­lar month­ly Union dues and ini­ti­a­tion fee, if any, for each employ­ee in the bar­gain­ing unit who has filed with the employ­er a vol­un­tary check off autho­riza­tion form.  Check off autho­riza­tion forms shall be sup­plied by the Union.  Upon receipt of an employee’s writ­ten autho­riza­tion, which shall be irrev­o­ca­ble for not more than one (1) year, the Employ­er shall deduct from each employee’s wages the sum of Thir­ty Dol­lars Fifty Cents ($30.50) per month for Union dues (amount sub­ject to change per union noti­fi­ca­tion).  The Employ­er shall remit the amount so deduct­ed, month­ly, togeth­er with 
a list show­ing the names of the employ­ees from whose pay the deduc­tions were made and the amount deduct­ed to: I.U.O.E. Local #318, 3310 Water Tow­er Road, Mar­i­on, IL 62959 no lat­er than the fif­teenth (15th) of the month fol­low­ing the last pay­roll peri­od of the month in which the deduc­tions were made.  Such writ­ten autho­riza­tion may be revoked on a revo­ca­ble date by the employ­ee giv­ing writ­ten notice by reg­is­tered mail to the Employ­er and the Union not less than thir­ty (30) days pri­or to the date set for revok­ing such autho­riza­tion.  In the event no revo­ca­tion is received, the autho­riza­tion shall con­tin­ue in effect for anoth­er year or until the end of the bar­gain­ing agreement.

The Coun­ty High­way Depart­ment will not be respon­si­ble for pay­ment of Union Dues dur­ing the lay­off peri­od.  The Employ­ees will be respon­si­ble for mail­ing in Union Dues at that time.

This is a pay­roll deduc­tion for each employ­ee; there is no cost to the High­way Department.

It is under­stood that the man­age­ment of the Employer’s prop­er­ty and the direc­tion of its work­ing forces, includ­ing the right to hire, sus­pend, dis­ci­pline, and dis­charge employ­ees for prop­er cause, and the right to trans­fer employ­ees, shall be vest­ed exclu­sive­ly with the Employ­er.  Man­age­ment shall have the right to receive employ­ees from active duty for lack of work or for oth­er legit­i­mate rea­sons, how­ev­er, that no action may be tak­en pur­suant to this Arti­cle, which is incon­sis­tent with any oth­er pro­vi­sions of this Agree­ment or for the pur­pos­es of dis­crim­i­nat­ing against any employee.

COLLECTIVE BARGAINING AGREEMENT

BETWEEN

UNION COUNTY HIGHWAY DEPARTMENT

AND

OPERATING ENGINEERS LOCAL 318

DURATION 

Decem­ber 1, 2005 – Novem­ber 30, 2010

AGREEMENT

This Agree­ment made and entered into this first day of Decem­ber, 2005, by and between Union Coun­ty High­way Depart­ment, par­ty of the first part, (here­inafter referred to as the Depart­ment) and Inter­na­tion­al Union of Oper­at­ing Engi­neers, Local 318, Mar­i­on, Illi­nois, par­ty of the sec­ond part (here­inafter referred to as the Union).

WITNESSETH

The Union has rep­re­sent­ed and war­rant­ed that it has juris­dic­tion over the Oper­at­ing Engi­neers employed by the Coun­ty of Union, in the State of Illi­nois, locat­ed in Local 318’s ter­ri­to­r­i­al juris­dic­tion, and that it is autho­rized to rep­re­sent all of the Oper­at­ing Engi­neers so employed by the Depart­ment in said Coun­ty, and that it is the duly autho­rized agency to enter into any and all col­lec­tive bar­gain­ing agree­ments for and on behalf of all Oper­at­ing Engi­neers employed by the Coun­ty High­way Department.

NOW THEREFORE, for and in con­sid­er­a­tion of the promis­es the par­ties here­to agree as follows:

Sec­tion 1.  Term of Agree­ment.  The Agree­ment shall be effec­tive from Decem­ber 1, 2008 and shall remain in full force and effect until Novem­ber 30, 2010.  It shall con­tin­ue in effect from year to year there­after unless notice of ter­mi­na­tion is giv­en in writ­ing by cer­ti­fied mail by either par­ty to the oth­er not more than one hun­dred twen­ty (120) days nor less than nine­ty (90) days pri­or to expi­ra­tion.  The notices referred to shall be con­sid­ered to have been giv­en as of the date, shown on the post­mark, writ­ten notice may be ten­dered in per­son, in which case the date of notice shall be the writ­ten date of receipt.

Sec­tion 2.  Con­tin­u­ing Effect.  Notwith­stand­ing any pro­vi­sion of this Arti­cle or Agree­ment to the con­trary, this Agree­ment shall remain in full force and effect after the expi­ra­tion date while nego­ti­a­tions or Res­o­lu­tion of Impasse pro­ce­dure are con­tin­u­ing for a new agree­ment or part there­of between the parties.

Sec­tion 3.  Reopen­er.  The par­ties agree that if either side decides to reopen nego­ti­a­tions mak­ing any changes in the Agree­ment, the oth­er par­ty may so noti­fy the oth­er at least nine­ty (90) days and no more than one hun­dred twen­ty (120) days pri­or to the expi­ra­tion of this Agree­ment or the exten­sion there­of.  In the event such notice to nego­ti­ate is giv­en, then the par­ties shall meet not lat­er than ten (10) days after the date of receipt of such notice, or at such rea­son­able times as are agree­able to both par­ties for the pur­pos­es of nego­ti­a­tion.  All notices pro­vid­ed for in this Agree­ment shall be served upon the oth­er par­ty by reg­is­tered mail, return receipt requested.

 

SIGNATURES

IN WITNESS WHEREOF, the par­ties here­to have affixed their sig­na­tures in this 4TH day of May, 2009.

FOR THE EMPLOYER:                                    FOR THE UNION:

Coun­ty Board Chair­man                                 Bar­gain­ing Com­mit­tee Member

Sher­iff                                                          Bar­gain­ing Com­mit­tee Member

Bar­gain­ing Com­mit­tee Member

 

Coun­ty Clerk                                                 Chief Negotiator

 

(Seal)                                                        Illi­no­is­FOP Labor Council

 

APPENDIX A – WATE RATES/LONGEVITY

The Employ­er and the­Union, here­by agree that the wage and longevi­ty pro­vi­sions of a two-year con­tract run­ning from Decem­ber 1, 2008, through Novem­ber 30, 2010, shall be as follows:

1.       Each employ­ee cov­ered by this agree­ment shall be paid accord­ing to the wage scale shown in Appen­dix “A” com­menc­ing on Decem­ber 1, 2005.

2.       Each employ­ee cov­ered by this agree­ment shall be paid accord­ing to the wage scale shown in Appen­dix “A” com­menc­ing on Decem­ber 1, 2008.

3.       Each employ­ee cov­ered by this agree­ment shall be paid accord­ing to the wage scale shown in Appen­dix “A” com­menc­ing on Decem­ber 1, 2009.

4.       In addi­tion, the pre­vi­ous­ly exist­ing 1% step increase shall be main­tained for each officer.

5.       The entry lev­el wage for offi­cers cov­ered by this Agree­ment shall be:

 

Effec­tive 12/1/08:             Road Deputy                              $27,828.80

Dis­patch­er                                 $26,828.80

 

Effec­tive 12/1/09:             Road Deputy                              $29,019.81

Dis­patch­er                                 $28,019.81

6.       Pro­ba­tion­ary salaries shall be increased by One Thou­sand Dol­lars ($1,000.00) annu­al­ly for any employ­ee who has com­plet­ed state-required train­ing (i.e. Police Train­ing Insti­tute orCorrectionsAcademy).

7.       The Sher­iff will have the lat­i­tude to start a new employ­ee at high­er pre-base steps (6–12 months, 12–18 months, 18–24 months) depend­ing upon pri­or ser­vice, expe­ri­ence or train­ing.  Such an employ­ee will advance in the steps at six months incre­ments until he has two years of ser­vice com­plet­ed, at which time he will be paid at the two year base rate.

8.       Rank/Assignment Dif­fer­en­tial shall be paid to offi­cers in the fol­low­ing clas­si­fi­ca­tions.  Dif­fer­en­tials shall be added to the officer’s base pay.

Cap­tain:                 $225.00 per month

Lieu­tenant:             $175.00 per month

Sergeant:               $150.00 per month

Inves­ti­ga­tor:           $150.00 per month

 

PATROL

Years of Ser­vice                12/1/2007              12/1/2008              12/1/2009

 

0–6 mos.                          $26,520.00            $27,828.80            $29,019.81

6–12 mos.                        $27,520.00            $28,828.80            $30,019.81

12–18 mos.                      $28,520.00            $29,828.80            $31,019.81

18–24 mos.                      $29,520.00            $30,828.80            $32,019.81

2                                     $32,720.00            $34,028.80            $35,219.81

3                                     $33,047.00            $34,369.09            $35,572.01

4                                     $33,374.40            $34,709.38            $35,924.20

5                                     $33,701.60            $35,049.66            $36,276.40

6                                     $34,028.80            $35,389.95            $36,628.60

7                                     $34,356.00            $35,730.24            $36,980.80

8                                     $34,683.20            $36,070.53            $37,333.00

9                                     $35,010.40            $36,410.82            $37,685.19

10                                   $35,337.60            $36,751.10            $38,037.39

11                                   $35,664.80            $37,091.39            $38,389.59

12                                   $35,992.00            $37,431.68            $38,741.79

13                                   $36,319.20            $37,771.97            $39,093.99

14                                   $36,646.40            $38,112.26            $39,446.18

15                                   $36,973.60            $38,452.54            $39,798.38

16                                   $37,300.80            $38,792.83            $40,150.58

17                                   $37,628.00            $39,133.12            $40,502.78

18                                   $37,955.20            $39,473.41            $40,854.98

19                                   $38,282.40            $39,813.70            $41,207.18

20                                   $38,609.60            $40,153.98            $41,559.37

21                                   $38,936.80            $40,494.27            $41,911.57

22                                   $39,264.00            $40,834.56            $42,263.77

23                                   $39,591.20            $41,174.85            $42,615.97

24                                   $39,918.40            $41,515.14            $42,968.17

25                                   $40,245.60            $41,855.42            $43,320.36

26                                   $40,572.80            $42,195.71            $43,672.56

27                                   $40,900.00            $42,536.00            $44,024.76

28                                   $41,227.20            $42,876.29            $44,376.96

29                                   $41,554.40            $43,216.58            $44,729.16

30                                   $41,881.60            $43,556.86            $45,081.35

 

Above charge extends begin­ning rates to 24 months

Salary steps are 1% of two-year base salary

Dis­patch base is patrol base minus $2400

Above charges reflect increase in 2‑year base pay:

12/1/08:                4.00%

12/1/09:                3.50%

 

DISPATCH

Years of Ser­vice                12/1/2007              12/1/2008              12/1/2009

 

0–6 mos.                          $25,520.00            $26,828.80            $28,019.81

6–12 mos.                        $26,520.00            $27,828.80            $29,019.81

12–18 mos.                      $27,520.00            $28,828.80            $30,019.81

18–24 mos.                      $28,520.00            $29,828.80            $31,019.81

2                                     $30,320.00            $31,628.80            $32,819.81

3                                     $30,623.20            $31,945.09            $33,148.01

4                                     $30,926.40            $32,261.38            $33,476.20

5                                     $31,229.60            $32,577.66            $33,804.40

6                                     $31,532.80            $32,893.95            $34,132.60

7                                     $31,836.00            $33,210.24            $34,460.80

8                                     $32,139.20            $33,526.53            $34,789.00

9                                     $32,442.40            $33,842.82            $35,117.19

10                                   $32,745.60            $34,159.10            $35,445.39

11                                   $33,048.80            $34,475.39            $35,773.59

12                                   $33,352.00            $34,791.68            $36,101.79

13                                   $33,655.20            $35,107.97            $36,429.99

14                                   $33,958.40            $35,424.26            $36,758.18

15                                   $34,261.60            $35,740.54            $37,086.38

16                                   $34,564.80            $36,056.83            $37,414.58

17                                   $34,868.00            $36,373.12            $37,742.78

18                                   $35,171.20            $36,689.41            $38,070.98

19                                   $35,474.40            $37,005.70            $38,399.18

20                                   $35,777.60            $37,321.98            $38,727.37

21                                   $36,080.80            $37,638.27            $39,055.57

22                                   $36,384.00            $37,954.56            $39,383.77

23                                   $36,687.20            $38,270.85            $39,711.97

24                                   $36,990.40            $38,587.14            $40,040.17

25                                   $37,293.60            $38,903.42            $40,368.36

26                                   $37,596.80            $39,219.71            $40,696.56

27                                   $37,900.00            $39,536.00            $41,024.76

28                                   $38,203.20            $39,852.29            $41,352.96

29                                   $38,506.40            $40,168.58            $41,681.16

30                                   $38,809.60            $40,484.86            $42,009.35

 

Above charge extends begin­ning rates to 24 months

Salary steps are 1% of two-year base salary

Dis­patch base is patrol base minus $2400

Above charges reflect increase in 2‑year base pay:

12/1/08:                4.00%

12/1/09:                3.50%

The par­ties acknowl­edge that dur­ing the nego­ti­a­tions, which pre­ced­ed 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.  The under­stand­ings and agree­ments arrived at by the par­ties after the exer­cise of that right and oppor­tu­ni­ty are set forth in this Agreement.

If any pro­vi­sion of this Agree­ment or any appli­ca­tion there­of should be ren­dered or declared unlaw­ful, invalid or unen­force­able by virtue of any judi­cial action, or by any exist­ing or sub­se­quent­ly enact­ed fed­er­al or state leg­is­la­tion, or by Exec­u­tive Order or oth­er com­pe­tent author­i­ty, the remain­ing pro­vi­sions of this Agree­ment shall remain in full force and effect.  In such event, upon the request of either par­ty, the par­ties shall meet prompt­ly and nego­ti­ate with respect to sub­sti­tute pro­vi­sions for those pro­vi­sions ren­dered or declared unlaw­ful, invalid or unenforceable.