Code of Ordinances

of Union County, Illinois.

Ordinance Chapter: Exhibit "A"

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.



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



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



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%



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.

Sec­tion 1.  State­ment of Coun­ty Pol­i­cy.  It is the pol­i­cy of the Employ­er that the pub­lic has the rea­son­able right to expect per­sons employed by the Employ­er to be free from the effects of drugs and alco­hol at all times.  The Employ­er has the right to expect its offi­cers to report for work fit and able for duty and to abide by all the laws.  The pur­pos­es of this pol­i­cy shall be achieved in such a man­ner as to not vio­late any estab­lished rights of the officers.

Sec­tion 2.  Pro­hi­bi­tions.  Offi­cers shall be pro­hib­it­ed from:

(A) con­sum­ing or pos­sess­ing alco­hol at any time dur­ing the work day or any­where on any Coun­ty premis­es or job sites, includ­ing all Coun­ty build­ings, prop­er­ties, vehi­cles and the officer’s per­son­al vehi­cle while engaged in Coun­ty busi­ness, except as required in the line of duty, or ille­gal drugs at any time and any place except as required in line of duty;

(B) ille­gal­ly sell­ing, pur­chas­ing or deliv­er­ing any ille­gal drug, at any time or place, except as required in the line of duty;

(C) being under the influ­ence of alco­hol dur­ing the course of the work day;

(D) fail­ing to report to their super­vi­sor any known adverse side effects of med­ica­tion or pre­scrip­tion drugs, which they are taking.

Sec­tion 3.  Drug and Alco­hol Test­ing Per­mit­ted.  Where Employ­er has rea­son­able sus­pi­cion to believe that an offi­cer is then under the influ­ence of alco­hol or ille­gal drugs dur­ing the course of the work day, Employ­er shall have the right to require the offi­cer to sub­mit to alco­hol or drug test­ing as set forth in this Agree­ment.  A super­vi­sor must cer­ti­fy his rea­son­able sus­pi­cions con­cern­ing the affect­ed offi­cer pri­or to any order to sub­mit to the test­ing autho­rized here­in.  There shall be no ran­dom or unit-wide test­ing of offi­cers, except ran­dom test­ing of an indi­vid­ual offi­cer as autho­rized in Sec­tion 8 below.  The fore­go­ing shall not lim­it the right of Employ­er to con­duct such test as it may deem appro­pri­ate for per­sons seek­ing employ­ment as offi­cers pri­or to their date of hire.  Offi­cers shall dis­close the use of pre­scrip­tion drugs, to the Sher­iff, if in the opin­ion of the pre­scrib­ing physi­cian, the drug may affect the offi­cer in the per­for­mance of his duty.

Sec­tion 4.  Order to Sub­mit to Test­ing.  At the time an offi­cer is ordered to sub­mit to test­ing autho­rized by this Agree­ment, the Employ­er shall pro­vide the offi­cer with­in two (2) writ­ten notice of the order, set­ting forth all of the objec­tive facts and rea­son­able infer­ences drawn from those facts which have formed the basis of the order to test.  The offi­cer shall be per­mit­ted an oppor­tu­ni­ty to con­sult with a rep­re­sen­ta­tive of the FOP or legal coun­sel at the time the order is giv­en.  No ques­tion­ing of the offi­cer shall be con­duct­ed with­out first afford­ing the offi­cer an oppor­tu­ni­ty to con­sult FOP or legal coun­sel.  Refusal to sub­mit to such test­ing may sub­ject the offi­cer to dis­ci­pline, but the officer’s tak­ing of the test shall not be con­strued as a waiv­er of any objec­tion or rights that he may have.

Sec­tion 5.  Tests to be Con­duct­ed.  In con­duct­ing the test­ing autho­rized by this Agree­ment, the Employ­er shall:

(A) use only a clin­i­cal lab­o­ra­to­ry or hos­pi­tal facil­i­ty that is licensed pur­suant to the Illi­nois Clin­i­cal Lab­o­ra­to­ry Act that has or is capa­ble of being accred­it­ed by the Nation­al Insti­tute of Drug Abuse (NIDA);

(B) insure that the lab­o­ra­to­ry or facil­i­ty select­ed con­forms to all NIDA standards;

(C) estab­lish a chain of cus­tody pro­ce­dure for both sam­ple col­lec­tion and test­ing that will insure the integri­ty of the iden­ti­ty of each sam­ple and test result.  No offi­cer cov­ered by this Agree­ment shall be per­mit­ted at any time to become a part of such chain of custody;

(D) col­lect a suf­fi­cient sam­ple of the same bod­i­ly flu­id or mate­r­i­al from an offi­cer to allow for ini­tial screen­ing, a con­fir­ma­to­ry test, and a suf­fi­cient amount to be set aside reserved for lat­er test­ing if request­ed by the officer;

(E) col­lect sam­ples in such a man­ner as to pre­serve the indi­vid­ual officer’s right to pri­va­cy, insure a high degree of secu­ri­ty for the sam­ple and its free­dom from adul­ter­ation.  Offi­cers shall not be wit­nessed by any­one while sub­mit­ting a sam­ple, except in cir­cum­stances where the lab­o­ra­to­ry or facil­i­ty does not have a “clean room” for sub­mit­ting sam­ples or where there is rea­son­able belief that the offi­cer will attempt to com­pro­mise the accu­ra­cy of the test­ing procedure.

(F) con­firm any sam­ple that tests pos­i­tive in the ini­tial screen­ing for drugs by test­ing the sec­ond por­tion of the same sam­ple by gas chro­matog­ra­phy, plus mass spec­trom­e­try or an equiv­a­lent or bet­ter sci­en­tif­i­cal­ly accu­rate and accept­ed method that pro­vides quan­ti­ta­tive data about the detect­ed drug metabolites;

(G) pro­vide the offi­cer test­ed with an oppor­tu­ni­ty to have the addi­tion­al sam­ple test­ed by a clin­i­cal lab­o­ra­to­ry or hos­pi­tal facil­i­ty of the officer’s own choos­ing, at the officer’s own expens­es; pro­vid­ed the offi­cer noti­fies the Sher­iff with­in sev­en­­­ty-two (72) hours of receiv­ing the results of the tests;

(H) require that the lab­o­ra­to­ry or hos­pi­tal facil­i­ty report to the Employ­er that a blood or urine sam­ple is pos­i­tive only if both the ini­tial screen­ing and con­fir­ma­tion test are pos­i­tive for a par­tic­u­lar drug.  The par­ties agree that should any infor­ma­tion con­cern­ing such test­ing or the results there­of be obtained by the Employ­er incon­sis­tent with the under­stand­ings expressed here­in (e.g. billings for test­ing that reveal the nature or num­ber of tests admin­is­tered), the Employ­er will not use such infor­ma­tion in any man­ner or forum adverse to the officer’s interests;

(I) require that with regard to alco­hol test­ing, for the pur­pose of deter­min­ing whether the offi­cer is under the influ­ence of alco­hol, test results that show an alco­hol con­cen­tra­tion of .10 or more based upon the grams of alco­hol per 100 mil­li­liters of blood be con­sid­ered pos­i­tive (Note: the fore­go­ing stan­dard shall not pre­clude the Employ­er from attempt­ing to show that test results below .10 demon­strate that the offi­cer was under the influ­ence, but the Employ­er shall bear the bur­den of proof in such cases;

(J) pro­vide each offi­cer test­ed with a copy of all infor­ma­tion and reports received by the Coun­ty in con­nec­tion with the test­ing and the results;

(K) insure that no offi­cer is the sub­ject of any adverse employ­ment action except emer­gency tem­po­rary reas­sign­ment with pay dur­ing the pen­den­cy of any test­ing pro­ce­dure.  Any such emer­gency reas­sign­ment shall be imme­di­ate­ly dis­con­tin­ued in the event of a neg­a­tive test result.

Sec­tion 6.  Right to Con­test.  The Union and/or the offi­cer, with or with­out the Union, shall have the right to file a griev­ance con­cern­ing any test­ing per­mit­ted by this Agree­ment, con­test­ing the basis for the order to sub­mit to the tests, the right to test, the admin­is­tra­tion of the tests, the sig­nif­i­cance and accu­ra­cy of the tests, the con­se­quences of the test­ing or results or any oth­er alleged vio­la­tion of this Agree­ment.  Such griev­ances shall be com­menced at Step 2 of the griev­ance pro­ce­dure.  It is agreed that the par­ties in no way intend or have in any man­ner restrict­ed, dimin­ished or oth­er­wise impaired any legal rights that offi­cers may have with regard to such test­ing.  Offi­cers retain any such rights as may exist and may pur­sue the same in their own dis­cre­tion, with or with­out the assis­tance of theUnion.

Sec­tion 7.  Vol­un­tary Requests for Assis­tance.  The Employ­er shall take no adverse employ­ment action against an offi­cer who vol­un­tar­i­ly seeks treat­ment, coun­sel­ing or oth­er sup­port for an alco­hol or drug relat­ed prob­lem, pro­vid­ed the offi­cer vol­un­tar­i­ly dis­clos­es his prob­lem pri­or to detec­tion of the prob­lem.  The Employ­er shall make avail­able through its Employ­ee Assis­tance Pro­gram a means by which the offi­cer 
may obtain refer­rals and treat­ment.  First time vol­un­tary requests shall be con­fi­den­tial and any infor­ma­tion received by the Employ­er, through the EAP in the first instance, shall not be used in any man­ner adverse to the officer’s inter­ests.  This Sec­tion only pro­vides pro­tec­tion to offi­cers for the first instance of alco­hol or drug-relat­ed prob­lems.  Offi­cers may uti­lize accrued paid leave for treat­ment under this Section.

Sec­tion 8.  Dis­ci­pline.  Offi­cers who test pos­i­tive on both the ini­tial and con­fir­ma­to­ry tests for ille­gal drugs may be sub­ject to dis­ci­pline.  The offi­cer will be enti­tled to assert dur­ing any dis­ci­pli­nary process and the Mer­it Com­mis­sion will have the right to con­sid­er that treat­ment in lieu of or in addi­tion to some dis­ci­pli­nary action is appro­pri­ate.  In the first instance pri­or to detec­tion by Employ­er that an offi­cer is found to be under the influ­ence of alco­hol, and all offi­cers who vol­un­tar­i­ly seek assis­tance with drug and/or alco­hol relat­ed prob­lems pri­or to detec­tion by the Employ­er, shall not be sub­ject to any dis­ci­pli­nary action by the Employ­er.  The fore­go­ing is con­di­tioned upon:

(A) the offi­cer agree­ing to appro­pri­ate treat­ment as deter­mined by the physician(s) involved;

(B) the offi­cer dis­con­tin­ues his use of ille­gal drugs or abuse of alcohol;

(C) the offi­cer suc­cess­ful­ly com­pletes the course of treat­ment pre­scribed, includ­ing an “after-care” group for a peri­od of up to twelve (12) months, or as pre­scribed by a physi­cian if longer than eleven (11) months;

(D) the offi­cer agrees to sub­mit to ran­dom test­ing dur­ing hours of work dur­ing the peri­od of “after-care”.

Offi­cers who do not agree to the fore­go­ing, or who test pos­i­tive a sec­ond or sub­se­quent time for the pres­ence of ille­gal drugs, or for the pres­ence of alco­hol dur­ing the hours of work shall be sub­ject to dis­ci­pline, up to and includ­ing dis­charge.  The fore­go­ing shall not be con­strued as an oblig­a­tion on the part of the Employ­er to retain an offi­cer on active sta­tus through­out the peri­od of reha­bil­i­ta­tion if it is appro­pri­ate­ly deter­mined that the officer’s cur­rent use of alco­hol or drugs pre­vents such indi­vid­ual from per­form­ing the duties of a police offi­cer or whose con­tin­u­ance on active sta­tus would con­sti­tute a direct threat to the prop­er­ty or safe­ty of oth­ers.  Offi­cers shall be afford­ed the oppor­tu­ni­ty to uti­lize accu­mu­lat­ed paid leave or take an unpaid leave of absence pend­ing treat­ment as to the first instance of a vio­la­tion.  The fore­go­ing shall not lim­it the Employer’s right to dis­ci­pline offi­cers for mis­con­duct pro­vid­ed such dis­ci­pline shall not be increased or imposed due to alco­hol or drug abuse.

Offi­cers who are tak­ing pre­scribed or over-the-counter med­ica­tion that has adverse side effects which may inter­fere with the officer’s abil­i­ty to per­form his nor­mal duties may be tem­porar­i­ly reas­signed with pay to oth­er more suit­able police duties or relieved of duty uti­liz­ing accu­mu­lat­ed paid time as avail­able, if mutu­al­ly agreed.

Sec­tion 1.  Main­te­nance of Stan­dards.  Any and all eco­nom­ic ben­e­fits which the Employ­er is oblig­at­ed to pro­vide are con­tained in this Agree­ment.  Any such ben­e­fits which are not con­tained in this Agree­ment cease to exist upon exe­cu­tion of this Agree­ment, pro­vid­ed the Union has six (6) months from exe­cu­tion of this Agree­ment to raise any eco­nom­ic ben­e­fit inad­ver­tent­ly omit­ted from this Agree­ment which exist­ed pri­or to exe­cu­tion.  Should there exist any eco­nom­ic ben­e­fits inad­ver­tent­ly omit­ted, the par­ties agree to meet to nego­ti­ate with­in nine­ty (90) days of their exclu­sion from this Agree­ment.  All oth­er non-eco­nom­ic past prac­tices are extin­guished upon exe­cu­tion of this Agree­ment unless incor­po­rat­ed in this Agreement.

Sec­tion 1.  F.O.P. Rep­re­sen­ta­tive Vis­its.  Autho­rized rep­re­sen­ta­tives of the Nation­al or State Union shall be per­mit­ted to vis­it the Depart­ment dur­ing work­ing hours to talk with offi­cers of the local Union and/or rep­re­sen­ta­tives of the Employ­er con­cern­ing 
mat­ters cov­ered by this Agree­ment.  Such vis­its shall not inter­fere with the oper­a­tions of Employ­er and notice shall be pro­vid­ed to the Sher­iff pri­or to the­Union engag­ing in such activity.

Sec­tion 2.  F.O.P. Exam­i­na­tion of Records.  The­Union or a rep­re­sen­ta­tive shall have the right to exam­ine time sheets and oth­er records per­tain­ing to the com­pu­ta­tion of com­pen­sa­tion of any offi­cer whose pay is in dis­pute or any oth­er records of the offi­cer per­tain­ing to a spe­cif­ic griev­ance, at rea­son­able times with the officer’s consent.

Sec­tion 3.  Dry Clean­ing.  The Sher­iff of Union Coun­ty and Union Coun­ty, Illi­nois, shall pro­vide dry-cleaned uni­forms for offi­cers of the Sher­iff dur­ing the life of this Agree­ment.  Dis­patch­ers are enti­tled to have two (2) uni­forms dry cleaned per week to be paid out of the above amount.

Sec­tion 4.  Dam­aged Per­son­al Equip­ment.  The Employ­er agrees to repair or replace as nec­es­sary an officer’s eye­glass­es, con­tact lens­es, pre­scrip­tion sun­glass­es, watch­es (up to a val­ue of One Hun­dred Fifty Dol­lars ($150.00)), or oth­er items of per­son­al equip­ment, if such are dam­aged or bro­ken, if dur­ing the course of the employee’s duties the employ­ee is required to exert phys­i­cal force or is attached by anoth­er per­son.  Inci­dent is to be doc­u­ment­ed with imme­di­ate supervisor.

Sec­tion 5.  Required Inoc­u­la­tions.  The Employ­er agrees to pay all expens­es for inoc­u­la­tion or immu­niza­tion shots for the offi­cer and for mem­bers of an officer’s fam­i­ly when such becomes nec­es­sary as a result of the officer’s expo­sure to con­ta­gious dis­eases when the offi­cer has been exposed to said dis­ease in the line of duty.

Sec­tion 6.  Work Rules.  Work rules of the Union Coun­ty Sher­iff which are not in con­flict with this Agree­ment shall con­tin­ue in full force and effect.

Sec­tion 7.  Bal­lis­tic Vests.  Patrol Deputies cov­ered by this Agree­ment shall be fur­nished a bal­lis­tic vest by the Employ­er.  This vest shall be replaced dur­ing the sixth (6th) year fol­low­ing its ini­tial issue.

Sec­tion 8.  Squad Meet­ings.  Road deputies shall be required to attend squad meet­ings with the Sher­iff as a group no more than once per month and no less than bi-mon­th­­­ly on dates sched­uled by the Sher­iff.  A deputy may be excused from such meet­ings when cir­cum­stances beyond the deputy’s con­trol exist.  The deputies shall be paid straight time for such atten­dance but not in addi­tion to pay being received at the time of such meetings.

Sec­tion 9.  Uniforms/Maintenance Allowance.  Employ­ees per­form­ing patrol/road duties cov­ered by this Agree­ment shall receive an annu­al allowance of Two Hun­dred Dol­lars ($200.00) to pay for pur­chase and main­te­nance of uni­form items and equip­ment not nor­mal­ly pro­vid­ed by the Employ­er.  Such funds shall be used through 
the use of vouch­ers or pur­chase orders, and up to Two Hun­dred Dol­lars ($200.00) of the main­te­nance allowance may be car­ried over from year to year, to a max­i­mum of Four Hun­dred Dol­lars ($400.00).

Sec­tion 10.  Shift Dif­fer­en­tial.  A shift dif­fer­en­tial shall be paid to employ­ees work­ing between the hours of 4:00 P.M. and 6:00 A.M. at the rate of Fifty Cents ($0.50) per hour.

The Employ­er shall pro­vide the Union with des­ig­nat­ed space on avail­able bul­letin boards, or pro­vide bul­letin boards on a rea­son­able basis, where none are avail­able for pur­pos­es of the Union.

Sec­tion 1.  Labor Man­age­ment Con­fer­ences.  The Union and the Employ­er mutu­al­ly agree that in the inter­est of effi­cient and har­mo­nious offi­cer rela­tions, it is desir­able that meet­ings be held between Union rep­re­sen­ta­tives and respon­si­ble admin­is­tra­tive rep­re­sen­ta­tives of the Employ­er.  Such meet­ings may be request­ed at least sev­en (7) daysin advance by either par­ty by plac­ing in writ­ing a request to the oth­er for a labor-man­age­­­ment con­fer­ence and express­ly pro­vid­ing the agen­da for such meet­ing.  Such meet­ings and loca­tions shall be lim­it­ed to:

(A) Dis­cus­sion of the imple­men­ta­tion and gen­er­al admin­is­tra­tion of this Agreement.

(B) A shar­ing of gen­er­al infor­ma­tion of inter­est to the parties.

(C) Noti­fy­ing the Union of changes in non-bar­­­gain­ing con­di­tions of employ­ment con­tem­plat­ed by the Employ­er, which may affect officers.

(D) Dis­cus­sion of pend­ing griev­ances on a non-bind­ing basis to attempt to adjust such griev­ances and to dis­cuss pro­ce­dures for avoid­ing fur­ther grievances.

(E) Items con­cern­ing safe­ty issues.

The Employ­er and the Union agree to coop­er­ate with each oth­er in mat­ters of the admin­is­tra­tion of this Agree­ment, and to the degree that stan­dards of law enforce­ment can be main­tained for the max­i­mum pro­tec­tion of the cit­i­zens of the State ofIllinois.

To effec­tu­ate the pur­pos­es and intent of the par­ties, both par­ties agree to meet as necessary.

Sec­tion 2.  Integri­ty of Griev­ance Pro­ce­dure.  It is express­ly under­stood and agreed that such meet­ings shall be exclu­sive of the griev­ance pro­ce­dure.  Griev­ances being processed under the griev­ance pro­ce­dure shall not be dis­cussed in detail at labor-man­age­­­ment con­fer­ences, and any such dis­cus­sions of a pend­ing griev­ance shall be non-bind­ing on either par­ty and sole­ly for the pur­pose of explor­ing alter­na­tives to set­tle such griev­ances and such griev­ance dis­cus­sion shall only be held by mutu­al agree­ment of the Employ­er and the Union, nor shall nego­ti­a­tions for the pur­pose of alter­ing any or all of the terms of this Agree­ment be car­ried on at such meetings.

Sec­tion 3.  Safe­ty Issues.  Any report or rec­om­men­da­tion which may be pre­pared by the Union or the Employ­er as a direct result of a labor-man­age­­­ment con­fer­ence dis­cus­sion will be in writ­ing and copies shall be sub­mit­ted to the Employ­er and theUnion.

Sec­tion 4.  Atten­dance by Union Rep­re­sen­ta­tive. When absence from work is required to attend labor-man­age­­­ment con­fer­ences, offi­cers shall, before leav­ing their work sta­tion, give rea­son­able notice to and receive approval from, their super­vi­sor in order to remain in pay sta­tus.  Super­vi­sors shall approve the absence except when absence inter­feres with Employer’s oper­a­tions or in emer­gency sit­u­a­tions.  Employ­ees attend­ing such con­fer­ences shall be lim­it­ed to two (2).  Atten­dance shall not result in any over­time lia­bil­i­ty for Employer.

Sec­tion 1.  Insur­ance.  The cur­rent cov­er­age for health and life insur­ance shall remain in full force and effect dur­ing the length of the Agree­ment.  In the event cov­er­age is can­celed through no fault of Employ­er, the Employ­er agrees to pro­vide at least the same pre­mi­um dol­lar for indi­vid­ual cov­er­age as it is pro­vid­ing now in replac­ing the health and life insur­ance plan.  No con­tri­bu­tion shall be made by Employ­er toward depen­dent cov­er­age premiums.

The Employ­er shall reim­burse said offi­cers for any deductible assessed up to a lim­it of One Hun­dred Fifty Dol­lars ($150.00), if said deductible is applied to any one (1) ill­ness or dis­abil­i­ty.  Effec­tive Decem­ber 1, 2006, the Employ­ee respon­si­bil­i­ty for deductibles will increase from One Hun­dred Dol­lars ($100.00) to Three Hun­dred Dol­lars ($300.00), and the Employ­er shall reim­burse said offi­cers for any deductible above Three Hun­dred Dol­lars ($300.00).

Sec­tion 2.  Pen­sions.  Employ­er shall con­tin­ue to con­tribute on behalf of the offi­cers to the Illi­nois Munic­i­pal Retire­ment Fund in the amount the Employ­er is required to con­tribute by state statute.

Sec­tion 1.  Work Day and Work Week.  The nor­mal work day shall be defined as ten (10) con­sec­u­tive hours for road deputy sher­iffs and dis­patch­ers.  The nor­mal work week shall be defined as four (4) con­sec­u­tive work days for deputy sher­iffs and dis­patch­ers.  All time in excess of the hours worked in the nor­mal work day and nor­mal work week, forty (40) hours, Sun­day through Sat­ur­day, shall be com­pen­sat­ed as pro­vid­ed in Sec­tion 2.  The def­i­n­i­tion of the nor­mal work day or the nor­mal work week may be made only by mutu­al agree­ment between the­Union and the Employ­er.  An excep­tion to the def­i­n­i­tion of the nor­mal work week may be made for any deputy sher­iff assigned to a “relief deputy” schedule.

Each offi­cer shall be allowed a thir­ty (30) minute meal peri­od per tour of duty.  This meal peri­od shall be con­sid­ered out of ser­vice time dur­ing which the offi­cer will be sub­ject only to pri­or­i­ty calls.  Offi­cers will be allowed to take peri­od­ic cof­fee breaks as long as they are not out of ser­vice and prop­er­ly per­form their assignments.

Sec­tion 2.  Over­time Pay­ment.  All over­time in excess of the hours required of an offi­cer by rea­son of the officer’s reg­u­lar duty, as not­ed in Sec­tion 1, whether of an emer­gency nature or of a non-emer­­­gency nature, shall be paid at one and one-half (1 ½) times his/her actu­al hourly rate of pay for work per­formed in excess of hours in a giv­en work day payable in excess of forty (40) hours.  Hours worked in this Sec­tion and in Sec­tion 1 above include hours com­pen­sat­ed for furlough/vacation and hol­i­days.  Com­pen­sato­ry time may be paid in lieu of over­time pay­ment if the offi­cer in his dis­cre­tion so elects.  Com­pen­sato­ry time will be cal­cu­lat­ed at the same rate as over­time pay.  Over­time rate shall be com­put­ed on the basis of com­plet­ed fif­teen (15) minute seg­ments.  Comp time shall be grant­ed at such times and in such time logs as are mutu­al­ly agreed upon between the involved offi­cer and a super­vi­sor; per­mis­sion to uti­lize comp time shall not be unrea­son­ably denied by the super­vi­sor if oper­a­tional require­ments will not be adverse­ly affect­ed.  Comp time shall be grant­ed in blocks of that officer’s nor­mal tour of duty.

In the event an emer­gency is declared by the Employ­er as many of the offi­cers shall be con­tin­ued on duty for such num­ber of hours as may be necessary.

It is under­stood that train­ing assigned by the Employ­er is con­sid­ered time worked for the pur­pos­es of this Sec­tion.  Addi­tion­al­ly, time spent in tran­sit on extra­di­tion trips beyond the hours in the nor­mal work day are sub­ject to over­time compensation.

Sec­tion 3.  Call Back.  A call-back is defined as an offi­cial assign­ment of work, which does not con­tin­u­ous­ly pre­cede or fol­low an officer’s reg­u­lar­ly sched­uled work­ing hours.  Offi­cers report­ing back to the Employer’s premis­es at a spec­i­fied time on a reg­u­lar­ly sched­ule work day shall be com­pen­sat­ed for two (2) hours at the appro­pri­ate over­time rate or be com­pen­sat­ed for the actu­al time worked, whichev­er is greater, at the over­time rate.

Sec­tion 4.  Court Time.  Offi­cers cov­ered by this Agree­ment required to attend court out­side their reg­u­lar­ly sched­uled work hours shall be com­pen­sat­ed at the over­time rate with a min­i­mum of two (2) hours.

Sec­tion 5.  Work Sched­ule.  Work sched­ules show­ing the officer’s nor­mal shifts, work days, and hours for the quar­ter shall be post­ed on all depart­ment bul­letin boards at all times, four­teen (14) days pri­or to begin­ning of sched­ule.  Offi­cers shall not have their sched­ules changed in order to accom­mo­date the sched­ul­ing of part-time/aux­il­iary employ­ees or to avoid pay­ment of over­time pay.

Sec­tion 6.  Vol­un­tary Assignments/Extra Shifts.  Vol­un­tary over­time assign­ments or extra shifts (includ­ing extra­di­tion assign­ments) with­in a divi­sion shall be offered to offi­cers on the basis of senior­i­ty and needs of the Employ­er through use of a turn sheet.  When an over­time shift occurs, the offi­cer shall be con­tact­ed by phone.  If the offi­cer accepts the assign­ment or refus­es, his name shall go to the bot­tom of the turn sheet.  In the event of a refusal or unavail­abil­i­ty, the next offi­cer on the turn sheet shall be called.  The Employ­er reserves the right to assign over­time when vol­un­teers are not avail­able, or if a spe­cial need of the Employ­er exists.  Assign­ments requir­ing spe­cial­ized skills or cer­ti­fi­ca­tions (i.e. DARE, canine, etc.) are not sub­ject to the turn sheet.

Sec­tion 1.  Dis­cre­tionary Leave.

(A) The Sher­iff may grant leaves of absence, with­out pay or salary, to offi­cers under his super­vi­sion for job-relat­ed rea­sons (such as fur­ther train­ing or study), which will enable offi­cers to per­form their usu­al and cus­tom­ary duties with greater effi­cien­cy and exper­tise, or for oth­er valid rea­sons (such as pro­longed ill­ness of the offi­cer, his spouse, or his child or chil­dren, or childbirth).

(B) The Sher­iff may assure an offi­cer who is grant­ed such leave, that the officer’s posi­tion, or job, will be restored to him at the con­clu­sion of such leave; pro­vid­ed, how­ev­er, that the officer’s employ­ment by the Coun­ty might, and could, be ter­mi­nat­ed if, dur­ing the peri­od of such leave, the officer’s posi­tion, or job, were to be elim­i­nat­ed by action of the Coun­ty Board or the enact­ment or amend­ment of state or fed­er­al leg­is­la­tion would result in the elim­i­na­tion of such posi­tion or job.  In that event, any per­son hired to fill the officer’s posi­tion, or to per­form his usu­al and cus­tom­ary duties dur­ing the officer’s leave will be dis­charged so as to per­mit such offi­cer to resume employment.

(C) No leave shall be grant­ed for a peri­od exceed­ing one hun­dred eighty (180) con­sec­u­tive cal­en­dar days, nor shall any offi­cer be grant­ed a leave, or leaves, total­ing more than one hun­dred eighty (180) days in a giv­en cal­en­dar year with­out the approval of theCountyBoard.

(D) An offi­cer on leave will not accrue any ben­e­fits whatsoever.

Sec­tion 2.  Absence Due to Death in Imme­di­ate Family.

(A) In the event of the death of an imme­di­ate fam­i­ly mem­ber, an offi­cer shall be per­mit­ted to be absent from his job for an appro­pri­ate num­ber of days up to three (3) days per year with the Sheriff’s approval, and for each such day’s absence, the offi­cer shall receive com­pen­sa­tion at his nor­mal rate of pay.  If the offi­cer desires to be absent for more than three (3) days, he may uti­lize pre­vi­ous­ly earned, unused, vaca­tion days and receive com­pen­sa­tion for each such addi­tion­al day’s absence at his nor­mal rate of pay, pro­vid­ed that the Sher­iff approves such addi­tion­al absence.

(B) Any absence to attend the funer­al of any­one who is not a mem­ber of an officer’s imme­di­ate fam­i­ly may be arranged with the Sher­iff, with­out pay, but pre­vi­ous­ly earned and unused vaca­tion days may be uti­lized in such case with the con­sent of the Sheriff.

Sec­tion 3.  Jury Duty.  An offi­cer required to serve on a grand jury or petit jury shall be grant­ed leave for the peri­od required to serve on such jury with­out loss of pay.  Such offi­cers shall sign a waiv­er of any com­pen­sa­tion oth­er­wise due them for ser­vice on such jury.

Sec­tion 4.  Pro­hi­bi­tion Against Mis­use of Leaves.  Dur­ing any leaves grant­ed pur­suant to the terms of this Agree­ment, regard­less of being with or with­out pay, an offi­cer may not be gain­ful­ly employed or inde­pen­dent­ly self-employed with­out pri­or approval by the Employ­er.  Vio­la­tion of the pro­vi­sions con­tained with­in this Agree­ment shall sub­ject the offi­cer to imme­di­ate dis­charge and loss of all ben­e­fits and rights accrued pur­suant to the terms of this Agreement.

Sec­tion 5.  Short-Term Mil­i­tary Leave.  The Employ­er agrees to abide by state and fed­er­al law as cur­rent­ly writ­ten and as may be amend­ed from time to time.  The Employ­er may opt to pro­vide addi­tion­al ben­e­fits for mem­bers serv­ing in the mil­i­tary, how­ev­er, the Employ­er shall nev­er pro­vide less than required by State and Fed­er­al law.

Sec­tion 6.  Injury Leave.  An offi­cer who sus­tains injuries aris­ing out of and in the course of this employ­ment shall be cov­ered by the pro­vi­sions of 5 ILCS 345/1Illi­nois Com­piled Statutes.  No offi­cer will lose any ben­e­fits dur­ing the statu­to­ry peri­od while injured on duty, and will con­tin­ue to accu­mu­late all ben­e­fits pro­vid­ed by this mem­o­ran­dum.  Offi­cers on injury leave may be returned to light duty if able to per­form the work and placed at the dis­cre­tion of the Department.

Sec­tion 1.  Allowance.  It is the pol­i­cy of Union Coun­ty to pro­vide pro­tec­tion for its full-time offi­cers against loss of income because of ill­ness.  All eli­gi­ble offi­cers are encour­aged to save as much sick leave as pos­si­ble to meet seri­ous ill­ness sit­u­a­tions.  Sick leave is not intend­ed for a one (1) day vaca­tion nor to be used to extend vaca­tion peri­ods or hol­i­days.  Any offi­cer con­tract­ing or incur­ring any non-ser­vice con­nect­ed sick­ness or dis­abil­i­ty, which ren­ders such offi­cer unable to per­form the duties of his 
employ­ment, shall receive sick leave with pay in accor­dance with this Agree­ment.  In accor­dance with past prac­tice, sick leave may be used for the case of mem­bers of the employee’s imme­di­ate family.

Sec­tion 2.  Accu­mu­la­tion.  Sick leave will be grant­ed at the rate of one (1) sick day per month of ser­vice.  Sick leave may be accu­mu­lat­ed and car­ried over from year to year indef­i­nite­ly.  Upon lay­off, retire­ment, or res­ig­na­tion, no more than nine­ty (90) days accu­mu­lat­ed sick leave shall be paid to the employ­ee.  Any sick leave paid at retire­ment can­not be used for cal­cu­lat­ing ser­vice cred­it in accor­dance with Illi­nois Munic­i­pal Retire­ment Fund guidelines.

Sec­tion 3.  Qual­i­fi­ca­tion Peri­ods.  Sick leave pay­ments will begin only after the third day of ill­ness, except in the case of hos­pi­tal­iza­tion or in the case where the offi­cer has accu­mu­lat­ed more than fif­teen (15) sick days.

Sec­tion 4.  Pro­ce­dures.  No offi­cer will be per­mit­ted to take leave if it has not yet been earned.  Sick leave shall be paid at full pay at the cur­rent rate of com­pen­sa­tion.  Sick leave may be uti­lized by offi­cers when they are suf­fi­cient­ly ill so that good judg­ment would deter­mine it best not to report to work or in the event of injury not aris­ing out of or in the course of their employ­ment and for rou­tine med­ical and den­tal appoint­ments.  All fore­see­able leave for such pur­pos­es shall require a spe­cif­ic pri­or approval of the Sher­iff; in the event of sick leave for any pur­pose, the Sher­iff may require the cer­tifi­cate of a physi­cian giv­ing infor­ma­tion as to the cir­cum­stances involved.  Offi­cers who are unable to return to work upon expi­ra­tion of sick leave ben­e­fits and all oth­er autho­rized ben­e­fit time must request a leave of absence with­out pay.  Non-paid sick leave shall be equiv­a­lent to the total accu­mu­lat­ed sick leave avail­able on the first day of ill­ness, or thir­ty (30) cal­en­dar days, whichev­er is greater.  Fail­ure to apply for a leave of absence for extend­ed ill­ness upon expi­ra­tion of all such ben­e­fits will result in auto­mat­ic termination.

Any absence of three (3) work­ing days or longer may require a physician’s state­ment of release and ver­i­fi­ca­tion sub­stan­ti­at­ing that he may return to work.  In addi­tion, the Sher­iff may request a physician’s state­ment of ver­i­fi­ca­tion of absence of short­er peri­ods of time.  The Sher­iff may also require the offi­cer to be exam­ined by a physi­cian of the Sheriff’s choice and at the expense of the Employ­er.  Notice of an officer’s desire to return to work after an extend­ed ill­ness must be giv­en to the Sher­iff no less than twen­­­ty-four (24) hours in advance.  The Sher­iff or any autho­rized super­vi­sor may direct an offi­cer who appears ill to leave work to pro­tect the health of oth­er offi­cers.  Com­pli­ance with such an order will not be charged to sick leave for the first day.  An offi­cer shall be paid sick leave equiv­a­lent to the nor­mal­ly sched­uled straight time day.

The Sher­iff shall main­tain a record of sick leave accru­al, sick leave tak­en, and the bal­ance of sick leave allowance avail­able for the indi­vid­ual officers.

Sec­tion 5.  Sick Leave Abuse Sanc­tions.  For the pur­pos­es of the pro­vi­sions con­tained in this Arti­cle, “abuse” of sick leave is the uti­liza­tion of such for rea­sons oth­er than those stat­ed in Sec­tion 1 of this Arti­cle.  Upon suf­fi­cient evi­dence of the abuse of such sick leave, the offi­cer shall not be paid for such leave tak­en nor shall the offi­cer accrue any rights such as senior­i­ty or oth­er rights.  Suf­fi­cient evi­dence of abuse shall be pre­sumed if the offi­cer is found not to be at home or the offi­cer can­not estab­lish that he has sought med­ical treat­ment.  Con­tin­ued “abuse” of sick leave shall sub­ject the offi­cer to dis­ci­pli­nary action pur­suant to the terms of this Agree­ment.  All offi­cers agree to coop­er­ate ful­ly with the Depart­ment in ver­i­fy­ing illness.

Sec­tion 1.  Vaca­tion Leave.  All full-time offi­cers shall earn vaca­tion time.  Offi­cers on leave of absence or lay­off shall not accrue vaca­tion time.  Eli­gi­ble offi­cers shall earn vaca­tion time in accor­dance with the fol­low­ing schedule:

All reg­u­lar offi­cers with­in the bar­gain­ing unit shall be enti­tled to vaca­tion time with pay under the fol­low­ing schedule:

1 – 10 years of ser­vice 2 weeks

10 years of ser­vice 3 weeks

11 years of ser­vice and beyond 3 weeks plus one nor­mal work day of vaca­tion per year of ser­vice to a max­i­mum of 4 weeks (160 hours) of vacation

It is agreed that the intent of this Arti­cle is to pro­vide vaca­tions to eli­gi­ble offi­cers who have been con­sis­tent­ly employed.  Con­sis­tent employ­ment shall be con­strued to mean the receipt of earn­ings or com­pen­sa­tion con­sist­ing of workmen’s com­pen­sa­tion in at least sev­en­­­ty-five per­cent (75%) of the pay peri­ods with­in the year imme­di­ate­ly pre­ced­ing the officer’s anniver­sary date.  No offi­cer shall be eli­gi­ble to receive any ben­e­fits under this Arti­cle if he quits or resigns from the employ­ment of the Employ­er with­out giv­ing two (2) weeks notice in writ­ing of his inten­tion to resign.

Sec­tion 2.  Vaca­tion Pay.  All vaca­tion leave will be paid for at the reg­u­lar hourly rate.

Sec­tion 3.  Vaca­tion Requests.  Except for an occa­sion­al day which is tak­en as vaca­tion leave, all offi­cers must sub­mit, in writ­ing, to the Sher­iff, a sched­ule of designed vaca­tion pri­or to Feb­ru­ary 1st of each year.  Con­flicts in sched­ul­ing will be resolved in favor of the most senior offi­cer.  At least one day’s notice shall be giv­en for a one day’s leave.  The Sher­iff shall have the right to alter any sched­ule if he deems it to be for the best inter­est of the Depart­ment to do so.  No offi­cer shall be enti­tled to pri­or­i­ty in select­ing his vaca­tion for more than two (2) weeks in each cal­en­dar year.

Sec­tion 4.  Vaca­tion Car­ry Over.  When offi­cers have vaca­tion can­celed through no fault of their own, offi­cers shall be per­mit­ted to car­ry a max­i­mum of three (3) weeks over from year to year.  Any vaca­tion time exceed­ing three (3) weeks as of Novem­ber 30th shall be paid in cash with the first pay­check in December.

Sec­tion 5.  Pay­ment of Accrued Vaca­tion.  When an offi­cer ter­mi­nates employ­ment with the Employ­er, he shall be paid for all unused vaca­tion accrued dur­ing the pri­or fis­cal year, and any amount for the cur­rent year pro-rat­ed to the por­tion of the cur­rent year that has elapsed.

Sec­tion 1.  Paid Hol­i­days.  Except in cas­es of emer­gency, all offi­cers cov­ered by this Agree­ment shall receive hol­i­days annu­al­ly as set by the Coun­ty Board.  The Coun­ty Board will under­take a “buy back” of uncom­pen­sat­ed hol­i­days earned by employ­ees of the Sheriff’s Office, at straight time.  The max­i­mum num­ber of hol­i­days each offi­cer may hold in an uncom­pen­sat­ed bank will be four (4).  Sched­ul­ing of hol­i­day time off will be in accor­dance with Arti­cle XXI, Sec­tion 5 of this Agree­ment.  The Sher­iff and his offi­cers will make a good faith effort to accom­plish sched­ul­ing and com­pli­ance with this pro­vi­sion and the approval of an officer’s request to imple­ment this amend­ment will not be unrea­son­ably with­held by the Sheriff.

Sec­tion 2.  Per­son­al Days.  In addi­tion to the above cit­ed hol­i­days, employ­ees cov­ered by this Agree­ment shall receive three (3) per­son­al days per year.

Sec­tion 1.  Employ­er Respon­si­bil­i­ty.  The Employ­er shall be respon­si­ble for, hold offi­cers harm­less from and pay for dam­ages or monies, which may be adjudged, assessed or oth­er­wise levied against any offi­cer cov­ered by this Agreement.

Sec­tion 2.  Legal Rep­re­sen­ta­tion.  Offi­cers shall have legal rep­re­sen­ta­tion by the Employ­er in any civ­il cause of action brought against an offi­cer result­ing from or aris­ing out of the per­for­mance of duties.

Sec­tion 3.  Coop­er­a­tion.  Offi­cers shall be required to coop­er­ate with the Employ­er dur­ing the course of the inves­ti­ga­tion, admin­is­tra­tion or lit­i­ga­tion of any claim aris­ing under this Article.

Sec­tion 4.  Applic­a­bil­i­ty.  The Employ­er will pro­vide the pro­tec­tions set forth in Sec­tion 1 and Sec­tion 2 above, so long as the offi­cer is act­ing with­in the scope of his employ­ment and where the offi­cer coop­er­ates, as defined in Sec­tion 3, with the Employ­er in defense of the action or actions or claims. 

Sec­tion 1.  Lay­off.  Where there is an impend­ing lay­off with respect to the offi­cers in the bar­gain­ing unit, the Employ­er shall inform the Union in writ­ing no lat­er than thir­ty (30) days pri­or to such lay­off and lay­offs may be ini­ti­at­ed by the Employ­er only where there are insuf­fi­cient funds to pay the offi­cers in the bar­gain­ing unit.  The Employ­er will pro­vide the Union with the names of all offi­cers to be laid off pri­or to the lay­off.  Pro­ba­tion­ary offi­cer, tem­po­rary and part-time offi­cers shall be laid off first, then offi­cers shall be laid off in accor­dance with their senior­i­ty.  The offi­cers with the least amount of senior­i­ty shall be laid off first.  All offi­cers shall receive notice in writ­ing of the lay­off at least thir­ty (30) days in advance of the effec­tive date of such lay­offs.  No offi­cer will be hired to per­form or per­mit­ted to per­form those duties nor­mal­ly per­formed by an offi­cer while any offi­cer is on lay­off status.

Any offi­cer who has been laid off shall be placed on the appro­pri­ate rein­state­ment list and shall be recalled on the basis of senior­i­ty in the Sheriff’s Department.

Sec­tion 2.  Recall.  Offi­cers shall be recalled from lay­off with­in each par­tic­u­lar job clas­si­fi­ca­tion accord­ing to their senior­i­ty.  No new offi­cers at all shall be hired until all offi­cers on lay­off in that par­tic­u­lar job clas­si­fi­ca­tion desir­ing to return to work shall have been giv­en the oppor­tu­ni­ty to return to work.  Recall rights under this pro­vi­sion shall ter­mi­nate twen­­­ty-four (24) months after lay­off.  In the event of recall, eli­gi­ble offi­cers shall receive notice of recall either by actu­al notice or by cer­ti­fied mail, return receipt request­ed.  It is the respon­si­bil­i­ty of all offi­cers eli­gi­ble for recall to noti­fy the Sher­iff of their cur­rent address.  Upon receipt of the notice of recall, offi­cers shall have five (5) work­ing days to noti­fy the Sher­iff of their accep­tance of the recall.  The offi­cer shall have five (5) work­ing days there­after to report to duty.

Sec­tion 1.  Def­i­n­i­tion of Senior­i­ty.  As used here­in, the term “senior­i­ty” shall refer to and be defined as the con­tin­u­ous length of ser­vice or employ­ment cov­ered by this Agree­ment from the date of last hire.

Sec­tion 2.  Pro­ba­tion Peri­od.  An offi­cer is a “pro­ba­tion­ary offi­cer” for his first twelve (12) months of employ­ment.  No mat­ter con­cern­ing the dis­ci­pline, lay­off, or ter­mi­na­tion of a pro­ba­tion­ary offi­cer shall be sub­ject to the griev­ance and arbi­tra­tion pro­ce­dures.  A pro­ba­tion­ary offi­cer shall have no senior­i­ty, except as oth­er­wise pro­vid­ed in this Agree­ment, until he has com­plet­ed his pro­ba­tion­ary peri­od.  Upon the com­ple­tion of his pro­ba­tion­ary peri­od, he will acquire senior­i­ty from his date of hire.

Sec­tion 3.  Senior­i­ty List.  The Employ­er andUnion have agreed upon the ini­tial senior­i­ty list set­ting forth the present senior­i­ty dates for all offi­cers cov­ered by this Agree­ment and shall become effec­tive on or after the date of exe­cu­tion of this Agree­ment.  Such lists shall final­ly resolve all ques­tions of senior­i­ty affect­ing offi­cers cov­ered under this Agree­ment or employed at the time the Agree­ment becomes effec­tive.  Dis­putes as to senior­i­ty list­ing shall be resolved through the griev­ance pro­ce­dure.  The ini­tial agreed list is attached here­to as Exhib­it B and made a part hereof.

Sec­tion 4.  Ter­mi­na­tion of Senior­i­ty.  An offi­cer shall be ter­mi­nat­ed by the Employ­er and his senior­i­ty bro­ken when he:

(A) quits; or

(B) is dis­charged for just cause; or

(C) is laid off pur­suant to the pro­vi­sions of the applic­a­ble agree­ment for a peri­od of twen­­­ty-four (24) months; or

(D) accepts gain­ful employ­ment while on an approved leave of absence from the Sheriff’s Depart­ment; or

(E) is absent for three (3) con­sec­u­tive sched­uled work days with­out prop­er noti­fi­ca­tion or autho­riza­tion; or

(F)  fails to return to work at the con­clu­sion of an approved leave of absence for a peri­od of three (3) con­sec­u­tive days.

Sec­tion 5.  Senior­i­ty While on Leave.  Offi­cers will not con­tin­ue to accrue senior­i­ty cred­it for all time spent on autho­rized unpaid leave of absence.

Sec­tion 6.  Con­flicts in Vaca­tion.  Offi­cers shall select the peri­od of their annu­al vaca­tion on the basis of senior­i­ty.  Vaca­tion sched­ules may be adjust­ed to accom­mo­date sea­son­al oper­a­tions, sig­nif­i­cant revi­sion in orga­ni­za­tion, work assign­ments or the num­ber of per­son­nel in par­tic­u­lar ranks.  Pro­vid­ed how­ev­er, that no more than one (1) offi­cer from each shift may take vaca­tion at the same time and no offi­cer shall receive pri­or­i­ty for more than two (2) weeks vaca­tion per year.

Sec­tion 7.  Intrade­part­men­tal Trans­fers.  When an employ­ee trans­fers between the dis­patch divi­sion and the patrol divi­sion, he shall move to the salary step near­est to his then-cur­rent step, which would yield a salary increase.  Such employ­ees shall serve a one (1) year pro­ba­tion­ary peri­od dur­ing which he may be returned to his pri­or dis­patch posi­tion at the dis­cre­tion of the Employ­er.  Trans­ferred employ­ees shall move 
from step to step on the anniver­sary date of their trans­fer.  Employ­ees shall con­tin­ue to accrue vaca­tion and sick leave based on his entry date into the bar­gain­ing unit.  Entry date into the divi­sion shall dic­tate such intradi­vi­sion items as vaca­tion pref­er­ence, shift selec­tion (if applic­a­ble), and turn­sheet position.

Sec­tion 8.  Shift Bid­ding by Senior­i­ty.  Employ­ees cov­ered by this Agree­ment shall select their shift assign­ments and days off on the basis of senior­i­ty.  Shifts shall be bid annu­al­ly, and such changes shall be effec­tive of the first day of the first pay peri­od in Decem­ber of each year.  No over­time oblig­a­tion will result from such shift changes.  Vacan­cies (whether caused by trans­fer, new hire, res­ig­na­tion, or oth­er rea­sons) with­in the bar­gain­ing unit shall also be filled mid-year through such senior­i­ty bidding.

Sec­tion 1.  Def­i­n­i­tion of a Griev­ance.  A griev­ance is defined as any unre­solved dif­fer­ence between the Employ­er and the Union or any offi­cer regard­ing the appli­ca­tion, 
mean­ing or inter­pre­ta­tion of this Agree­ment.  This griev­ance pro­ce­dure is sub­ject to and shall not con­flict with any pro­vi­sions of the Illi­nois Pub­lic Labor Rela­tions Act.

Sec­tion 2.  Dis­pute Res­o­lu­tion.  In the inter­est of resolv­ing dis­putes at the ear­li­est pos­si­ble time, it is agreed that an attempt to resolve a dis­pute shall be made between the offi­cer and his imme­di­ate supervisor.

The offi­cer shall make his com­plaint to his imme­di­ate super­vi­sor with­in ten (10) days of the occur­rence giv­ing rise to the mat­ter.  The super­vi­sor will noti­fy the offi­cer of the deci­sion with­in two (2) work­ing days fol­low­ing the day when the com­plaint was made.  Set­tle­ments or with­drawals at this step shall not con­sti­tute a prece­dent in the han­dling of oth­er griev­ances.  In the event of a com­plaint, the offi­cer shall first com­plete his assigned work task, and com­plain lat­er.  In lieu of super­vi­so­ry per­son­nel, Step 1 of the griev­ance pro­ce­dure will be heard by the Sheriff.

Sec­tion 3.  Rep­re­sen­ta­tion.  Griev­ances may be processed by the Union on behalf of an offi­cer or on behalf of a group of offi­cers.  The Employ­er may file con­tract griev­ances direct­ly at Step 3, Sec­tion 8 of this Arti­cle.  Either par­ty may have the griev­ant or one griev­ant rep­re­sent­ing group griev­ants present at any step of the griev­ance pro­ce­dure, and the offi­cer is enti­tled to Union rep­re­sen­ta­tion at each and every step of the griev­ance pro­ce­dure upon his request.  Griev­ances may be filed on behalf of two (2) or more offi­cers only if the same facts, issues and request­ed rem­e­dy apply to all offi­cers in the group.

Sec­tion 4.  Sub­ject Mat­ter.  Only one sub­ject mat­ter shall be cov­ered in any one griev­ance.  A griev­ance shall con­tain a state­ment of the grievant’s posi­tion, the Arti­cle, and Sec­tion of the Agree­ment alleged­ly vio­lat­ed, the date of the alleged vio­la­tion, the relief sought, and the sig­na­ture of the griev­ing officer(s) and the date.

Sec­tion 5.  Time Lim­i­ta­tions.  Griev­ances may be with­drawn at any step of the griev­ance pro­ce­dure with­out prece­dent.  Griev­ances not appealed with­in the des­ig­nat­ed time lim­its will be treat­ed as with­drawn griev­ances.  The Employer’s fail­ure to respond with­in the time lim­its shall not find in favor of the griev­ant, but shall auto­mat­i­cal­ly advance the griev­ance to the next step, except Step 3.  Time lim­its may be extend­ed by writ­ten agree­ment; such exten­sion shall be to a date certain.

Sec­tion 6.  Griev­ance Pro­cess­ing.  Rea­son­able time while on duty shall be per­mit­ted to Union rep­re­sen­ta­tives for the pur­pose of aid­ing or assist­ing or oth­er­wise rep­re­sent­ing offi­cers in the han­dling and pro­cess­ing of griev­ances or exer­cis­ing oth­er rights set forth in this Agree­ment, and such rea­son­able time shall be with­out loss of pay, except that no over­time lia­bil­i­ty shall be incurred by engag­ing in activ­i­ty under this Sec­tion.  Employ­er shall be noti­fied of any intend­ed absence in advance and may deny the intend­ed absence where such absence may inter­fere with the oper­a­tions of the Employ­er.  No offi­cer shall engage in activ­i­ty under this Sec­tion with­out pri­or release being pro­vid­ed by the Sher­iff, which shall not be unrea­son­ably denied.

Sec­tion 7.  Griev­ance Meet­ings.  A max­i­mum of two (2) offi­cers (the griev­ant and/or Union Rep) per work shift shall be excused from work with pay to par­tic­i­pate in a Step 1 or Step 2 griev­ance meet­ing.  The officer(s) shall only be excused for the amount of time rea­son­ably required to present the griev­ance.  The officer(s) shall not be paid for any time dur­ing which a griev­ance meet­ing occurs out­side of an officer’s work shift.  In the event of a griev­ance, an offi­cer shall first per­form his assigned work task and file his griev­ance later.

Sec­tion 8.  Steps in Pro­ce­dure.  Dis­putes aris­ing under this Agree­ment shall be resolved as follows:

Step 1.        If no agree­ment is reached between the offi­cer and the super­vi­sor, as pro­vid­ed for in Sec­tion 2 Dis­pute Res­o­lu­tion, the Union shall pre­pare a writ­ten griev­ance on a form mutu­al­ly agreed to and pre­sent­ed to the Sher­iff and Chair­man of the Coun­ty Board no lat­er than ten (10) work­ing days after the offi­cer was noti­fied of the deci­sion by the super­vi­sor.  With­in five (5) work­ing days after the griev­ance has been sub­mit­ted, the Sher­iff and Chair­man of the Coun­ty Board shall meet with the griev­ant and the Union Rep to dis­cuss the griev­ance and make a good faith attempt to resolve the griev­ance.  The Sher­iff and Chair­man of the Coun­ty Board shall respond in writ­ing to the griev­ant and the Union Rep with­in five (5) work­ing days fol­low­ing the meeting.

Step 2.        If the griev­ance is not set­tled at Step 1 the griev­ance may be referred in writ­ing, with­in five (5) work­ing days after the deci­sion of the Sher­iff and Chair­man of the Coun­ty Board, to a Com­mit­tee con­sist­ing of the Sher­iff and all mem­bers of the Coun­ty Board.  With­in twen­ty (20) work­ing days after the griev­ance has been filed with the Com­mit­tee, the Com­mit­tee shall meet with the Union and the griev­ant to dis­cuss the griev­ance and make a good faith effort to resolve the griev­ance.  The Com­mit­tee shall respond in writ­ing to the griev­ant and the Union with­in five (5) work­ing days fol­low­ing the meeting.

Step 3.        If the dis­pute is not set­tled at Step 2, the mat­ter may be sub­mit­ted by the Union to arbi­tra­tion with­in ten (10) work­ing days after the Committee’s writ­ten deci­sion or the expi­ra­tion of the five (5) day peri­od if the Com­mit­tee fails to ren­der a writ­ten deci­sion.  With­in ten (10) work­ing days after the mat­ter has been sub­mit­ted to arbi­tra­tion a rep­re­sen­ta­tive of the Employ­er and the Union shall meet to select an arbi­tra­tor from a list of mutu­al­ly agreed-to arbi­tra­tors.  If the par­ties are unable to agree on an arbi­tra­tor with­in ten (10) work­ing days after such meet­ing, the par­ties shall request the Amer­i­can Arbi­tra­tion Asso­ci­a­tion to sub­mit a list of sev­en (7) arbi­tra­tors.  Either par­ty shall have the right to reject an entire list of arbi­tra­tors.  The arbi­tra­tor shall be select­ed from the list of sev­en (7) by alter­nate strikes by the employ­ee rep­re­sen­ta­tive and the 
Union.  The Employ­er and the Union shall take turns as to the first strike.  The per­son whose name remains on the list shall be the arbi­tra­tor, pro­vid­ed that either par­ty before strik­ing any names shall have the right to reject one (1) of the arbi­tra­tors on the list.  The arbi­tra­tor shall be noti­fied of his selec­tion by a joint let­ter from the Employ­er and the­Union.  Such let­ter shall request the arbi­tra­tor to set a time and a place for the hear­ing sub­ject to the avail­abil­i­ty of the Employ­er and a Union rep­re­sen­ta­tive and shall be noti­fied of the issue where mutu­al­ly agreed by the par­ties.  All hear­ings shall be held in the City of Jones­boro, Illi­nois, unless oth­er­wise agreed to.

Both par­ties agree to make a good faith attempt to arrive at a joint state­ment of facts and issues to be sub­mit­ted to the arbitrator.

The Employ­er or Union shall have the right to request the arbi­tra­tor to require the pres­ence of wit­ness­es and/or doc­u­ments.  Each par­ty shall bear the expense of its wit­ness.  Once a deter­mi­na­tion is made that the mat­ter is arbi­tra­ble, or if such pre­lim­i­nary deter­mi­na­tion can­not be rea­son­ably made, the arbi­tra­tor shall then pro­ceed to deter­mine the mer­its of the dispute.

The expens­es and fees of arbi­tra­tion and the cost of the hear­ing room shall be shared equal­ly by the Employ­er and Union.  Costs of arbi­tra­tion shall include the arbitrator’s fees, room cost and tran­scrip­tion costs.  Noth­ing in this Arti­cle shall pre­clude the Employ­er and Union­from agree­ing to use the expe­dit­ed arbi­tra­tion pro­ce­dures of the Amer­i­can Arbi­tra­tion Asso­ci­a­tion.  The deci­sion and award of the arbi­tra­tor shall be made with­in forty-five (45) days fol­low­ing the hear­ing and shall be final and bind­ing on the Employ­er, the­Union and the officer(s) involved.  The arbi­tra­tor shall have no pow­er to amend, mod­i­fy, nul­li­fy, ignore, add to or sub­tract from the pro­vi­sions of the Agreement.

Sec­tion 9.  Waiv­er of Pro­ce­dure.  Any offi­cer who uses this pro­ce­dure waives all oth­er review pro­ce­dures that the offi­cer or the Coun­cil may pos­sess to review the alle­ga­tions raised by the griev­ance.  An offi­cer who seeks to process a mat­ter griev­able here­un­der, under any oth­er pro­ce­dure waives all rights to review the alle­ga­tions that may be raised by a griev­ance filed here­un­der.  The Coun­cil agrees not to process such a griev­ance under this Agreement.

Sec­tion 1.  Dis­ci­pline and Dis­charge.  The par­ties rec­og­nize the prin­ci­ples of pro­gres­sive and cor­rec­tive dis­ci­pline.  Dis­ci­pli­nary action or mea­sures shall include only the following:

(A) Oral reprimand

(B) Writ­ten reprimand

(C) Demotion

(D) Sus­pen­sion (notice to be giv­en in writing)

(E) Discharge

Dis­ci­pli­nary action may be imposed upon an offi­cer only for just cause.  Any dis­ci­pli­nary action or mea­sure imposed upon an offi­cer shall be processed as a griev­ance through the reg­u­lar griev­ance pro­ce­dure.  If the Employ­er has rea­son to rep­ri­mand an offi­cer, it shall be done in a man­ner that will not embar­rass an offi­cer before the oth­er persons.

Sec­tion 2.  Lim­i­ta­tion.  The Employer’s agree­ment to use pro­gres­sive and cor­rec­tive dis­ci­pli­nary action does not pro­hib­it the Employ­er in any case from impos­ing dis­ci­pline, which is com­men­su­rate with the sever­i­ty of the offense.  The Employ­er shall noti­fy both the offi­cer andUnion of dis­ci­pli­nary action.  Such noti­fi­ca­tion shall be in writ­ing and shall reflect the spe­cif­ic nature of the offense.

Sec­tion 3.  Pre-dis­­­­­ci­­­pli­­­nary Meet­ing.  For dis­ci­pline oth­er than oral and writ­ten rep­ri­mands, simul­ta­ne­ous­ly with noti­fy­ing the offi­cer of the con­tem­plat­ed dis­ci­pline to be imposed, the Employ­er shall noti­fy the local Union of the meet­ing and then shall meet with the offi­cer involved and inform the offi­cer of the rea­son for such con­tem­plat­ed dis­ci­pline, includ­ing any names of wit­ness­es and copies of per­ti­nent doc­u­ments.  The offi­cer shall be informed of his con­tract rights to Union atten­dance, if request­ed by the offi­cer, and the offi­cer and Union Rep shall be giv­en the oppor­tu­ni­ty to rebut or clar­i­fy the rea­sons for such dis­ci­pline and fur­ther pro­vid­ed that a Union Rep shall be avail­able with­in twen­­­ty-four (24) hours of noti­fi­ca­tion.  If the offi­cer does not request Union rep­re­sen­ta­tion, a Union rep­re­sen­ta­tive shall nev­er­the­less be enti­tled to be present as a non-active par­tic­i­pant at any and all such meetings.

Sec­tion 4.  Inves­ti­ga­to­ry Inter­views.  Where the Employ­er desires to con­duct an inves­ti­ga­to­ry inter­view of an offi­cer where the results of the inter­view might result in dis­ci­pline, the Employ­er agrees to first inform the offi­cer that the offi­cer has a right to Union rep­re­sen­ta­tion at such inter­view.  If the offi­cer desires such Union rep­re­sen­ta­tion, no inter­view shall take place with­out the pres­ence of a Union rep­re­sen­ta­tive.  The role of the Union rep­re­sen­ta­tive is lim­it­ed to assist­ing the offi­cer, clar­i­fy­ing the facts and sug­gest­ing oth­er offi­cers who may have knowl­edge of the facts.

Sec­tion 5.  Mer­it Com­mis­sion.  The Employ­er and the­Union agree that the pro­vi­sions of this Agree­ment relat­ing to dis­ci­pline, dis­charge, griev­ance pro­ce­dures and arbi­tra­tion shall be exclu­sive to sim­i­lar pro­ce­dures hereto­fore avail­able under the Sheriff’s Mer­it Com­mis­sion.  Pro­vid­ed, how­ev­er, that noth­ing here­in shall infringe on the func­tion of the Sheriff’s Mer­it Com­mis­sion in test­ing appli­cants for new posi­tions or pro­mo­tions and cre­at­ing eli­gi­bil­i­ty lists for any such posi­tions from which the Sher­iff shall fill any such positions.

Sec­tion 1.  Per­son­nel Files.  The Employ­er shall keep a cen­tral per­son­nel file with­in the bar­gain­ing unit for each offi­cer.  Employ­er is free to keep work­ing files, but mate­r­i­al not main­tained in the cen­tral per­son­nel file may not pro­vide the basis for dis­ci­pli­nary or oth­er action against an officer.

Sec­tion 2.  Inspec­tion.  Upon request of an offi­cer, the Employ­er shall rea­son­ably per­mit an offi­cer to inspect his per­son­nel file sub­ject to the following:

(A) Such inspec­tion shall occur imme­di­ate­ly fol­low­ing receipt of the request;

(B) Such inspec­tion shall occur dur­ing day­time work­ing hours Mon­day through Fri­day upon rea­son­able request;

(C) The offi­cer shall not be per­mit­ted to remove any part of the per­son­nel file from the premis­es but may obtain copies of any infor­ma­tion con­tained there­in upon pay­ment for the cost of copying;

(D) Upon writ­ten autho­riza­tion by the request­ing offi­cer, in cas­es where such offi­cer has a writ­ten griev­ance pend­ing, and is inspect­ing his file with respect to such griev­ance, that offi­cer may have a rep­re­sen­ta­tive of the Union present dur­ing such inspec­tion and/or may des­ig­nate in such writ­ten autho­riza­tion that said rep­re­sen­ta­tive may inspect his per­son­nel file sub­ject to the pro­ce­dures con­tained in this Article;

(E) Pre-employ­­­ment infor­ma­tion, such as ref­er­ence reports, cred­it checks or infor­ma­tion pro­vid­ed the Employ­er with a spe­cif­ic request that it remain con­fi­den­tial, shall not be sub­ject to inspec­tion or copying;

(F) Mate­r­i­al exempt from inspec­tion by state or fed­er­al law shall be exempt from inspec­tion and copying.

Sec­tion 3.  Noti­fi­ca­tion.  Offi­cers shall be giv­en imme­di­ate notice by Employ­er when a for­mal, writ­ten warn­ing or oth­er dis­ci­pli­nary doc­u­men­ta­tion is per­ma­nent­ly placed in their per­son­nel file.

Sec­tion 4.  Lim­i­ta­tion on Use of File Mate­r­i­al.  It is agreed that any mate­r­i­al and/or mat­ter not avail­able for inspec­tion, such as pro­vid­ed in Sec­tion 1 and 2 above, shall not be used in any man­ner or any forum adverse to the officer’s inter­ests, until the offi­cer is noti­fied of the use of the mate­r­i­al and/or mat­ter.  There­after, the mate­r­i­al shall be sub­ject to rea­son­able inspec­tion in con­junc­tion with the pro­ceed­ing to which it is relat­ed.  Writ­ten rep­ri­mands or oth­er doc­u­men­ta­tion shall not be used in any man­ner or forum adverse to the employee’s inter­ests three (3) years after its issuance.

If the inquiry, inves­ti­ga­tion or inter­ro­ga­tion of a law enforce­ment offi­cer results in the rec­om­men­da­tion of some action, such as trans­fer, sus­pen­sion, dis­missal, loss of pay, reas­sign­ment, or sim­i­lar action which would be con­sid­ered a puni­tive mea­sure, then, before tak­ing such action, the Employ­er shall fol­low the pro­ce­dures set forth in 50 ILCS 725/1–7 of the Illi­nois Com­piled Statutes.  The law enforce­ment offi­cer may be relieved of duty and shall receive all ordi­nary pay and ben­e­fits as he would have if he were not charged.  The offi­cer shall have the right to be rep­re­sent­ed at such inquiries, inves­ti­ga­tions and inter­ro­ga­tions by a Union representative.

All impass­es on eco­nom­ic mat­ters shall be resolved accord­ing to the pro­vi­sions of Sec­tion 14 of the Illi­nois Pub­lic Labor Rela­tions Act, except that all arbi­tra­tion hear­ings shall be con­duct­ed inJonesboro,Illinois.

Sec­tion 1.  No Strike Com­mit­ment.  Nei­ther the Union nor any offi­cer will call, ini­ti­ate, autho­rize, par­tic­i­pate in, sanc­tion, encour­age, or rat­i­fy any work stop­page, slow down, or the con­cert­ed inter­fer­ence with the full, faith­ful and prop­er per­for­mance of the duties of employ­ment with the Employ­er dur­ing the term of this Agree­ment.  Nei­ther the­Union nor any offi­cer shall refuse to cross any pick­et line, by who­ev­er established.

Sec­tion 2.  Per­for­mance of Duty.  It is rec­og­nized that offi­cers cov­ered by this Agree­ment may be required in the line of duty to per­form duties grow­ing out of or con­nect­ed with labor dis­putes, which may arise with­in the Coun­ty.  The Union agrees that no dis­ci­pli­nary action or oth­er action will be tak­en by the­Union against any offi­cer cov­ered by this Agree­ment by rea­son or any such action or con­duct in the line of duty.

Sec­tion 3.  Resump­tion of Oper­a­tions.  In the event of action pro­hib­it­ed by Sec­tion 1 above, the­Union imme­di­ate­ly shall dis­avow such action and request the offi­cers to return to work, and shall use its best efforts to achieve a prompt resump­tion of nor­mal oper­a­tions.  The­Union, includ­ing its offi­cials and agents, shall not be liable for any dam­ages, direct or indi­rect, upon com­ply­ing with the require­ments of this Section.

Sec­tion 4.  Union Lia­bil­i­ty.  Upon the fail­ure of the Union to com­ply with the pro­vi­sions of Sec­tion 2 above, any agent or offi­cial of the Union who is an offi­cer cov­ered by this Agree­ment may be sub­ject to the pro­vi­sions of Sec­tion 5 below. 

Sec­tion 5.  Dis­ci­pline of Strik­ers.  Any offi­cer who vio­lates the pro­vi­sions of Sec­tion 1 of this Arti­cle shall be sub­ject to imme­di­ate dis­charge.  Any action tak­en by the Employ­er against any offi­cer who par­tic­i­pates in action pro­hib­it­ed by Sec­tion 1 above shall not be con­sid­ered as a vio­la­tion of this Agree­ment and shall not be sub­ject to the pro­vi­sions of the griev­ance pro­ce­dure, except that the issue of whether an offi­cer in fact par­tic­i­pat­ed in a pro­hib­it­ed action shall be sub­ject to the griev­ance and arbi­tra­tion procedure.

Sec­tion 1.  Gen­er­al Pol­i­cy.  It is the gen­er­al pol­i­cy of the Employ­er to con­tin­ue to uti­lize offi­cers to per­form work they are qual­i­fied to per­form.  How­ev­er, the Employ­er reserves the right to con­tract out any work it deems nec­es­sary in the inter­ests of econ­o­my, improved work prod­uct, or emer­gency, pro­vid­ing such sub­con­tract­ing does not reduce hours or ben­e­fits of offi­cers cov­ered by this Agreement.

For the pur­pos­es of admin­is­ter­ing and enforc­ing the pro­vi­sions of this Agree­ment, the Employ­er agrees as follows:

Sec­tion 1.  Con­ven­tion or Con­fer­ence Atten­dance.  Officer(s) who are cho­sen as delegate(s) to an F.O.P. State or Nation­al Con­ven­tion, upon writ­ten appli­ca­tion approved by the Union and sub­mit­ted to the Sher­iff with at least four­teen (14) days notice, may be giv­en a leave of absence for the peri­od of time required to attend such Con­ven­tion or Con­fer­ence.  This peri­od of time shall not exceed one (1) week.  The offi­cer may be allowed to uti­lize any accrued vaca­tion or oth­er leave time.  Any leave under this Sec­tion must be approved by the Sher­iff before an offi­cer may engage in the activ­i­ty.  The Sher­iff may deny the leave for valid rea­sons stat­ed in writ­ing to the officer(s), which leave shall not be unrea­son­ably denied.

Sec­tion 2.  Union Nego­ti­at­ing Team.  Mem­bers des­ig­nat­ed as being on the Union nego­ti­at­ing team who are sched­uled to work on a day on which nego­ti­a­tions will occur, shall, for the pur­pose of attend­ing sched­uled nego­ti­a­tions, be excused from their reg­u­lar duties with­out loss of pay.  If a des­ig­nat­e­dUnion nego­ti­at­ing team mem­ber is in reg­u­lar day-off sta­tus on the day of nego­ti­a­tions, he will not be com­pen­sat­ed for attend­ing the ses­sion.  This pro­vi­sion shall not result in any over­time lia­bil­i­ty for per­sons attend­ing or for per­sons who may be required to pro­vide cov­er­age for attend­ing persons.

Sec­tion 1.  Dues Deduc­tion.  Upon receipt of a writ­ten and signed autho­riza­tion form from an offi­cer, the Employ­er shall deduct the amount of Union dues and ini­ti­a­tion fee, if any, set forth in such form and any autho­rized increase there­of, and shall remit such 
deduc­tions month­ly to the Illi­nois Fra­ter­nal Order of Police Labor Coun­cil at the address des­ig­nat­ed by the Union in accor­dance with the laws of the State of Illi­nois.  The Union shall advise the Employ­er of any increase in dues, in writ­ing, at least thir­ty (30) days pri­or to its effec­tive date.

Sec­tion 2.  Fair Share.  Any present offi­cer who is not a mem­ber of the Union shall, as a con­di­tion of employ­ment, be required to pay a fair share (not to exceed the amount of Union dues) of the cost of the col­lec­tive bar­gain­ing process, con­tract admin­is­tra­tion in pur­su­ing mat­ters affect­ing wages, hours, and oth­er con­di­tions of employ­ment, but not to exceed the amount of dues uni­form­ly required of mem­bers.  All offi­cers hired on or after the effec­tive date of this Agree­ment and who have not made appli­ca­tion for mem­ber­ship shall, on or after the thir­ti­eth (30th) day of their hire, also be required to pay a fair share as defined above.  The Employ­er shall, with respect to any offi­cer in whose behalf the Employ­er has not received a writ­ten autho­riza­tion as pro­vid­ed for above, deduct from the wages of the offi­cer the fair share finan­cial oblig­a­tion, includ­ing any retroac­tive amount due and owing, and shall for­ward said amount to the Union on the tenth (10th) day of the month fol­low­ing the month in which the deduc­tion is made, sub­ject only to the following:

(A) The Union has cer­ti­fied to the Employ­er that the affect­ed offi­cer has been delin­quent in his oblig­a­tions for at least thir­ty (30) days;

(B) The Union has cer­ti­fied to the Employ­er that the affect­ed Offi­cer has been noti­fied in writ­ing of the oblig­a­tion and the require­ment for each pro­vi­sion of this Arti­cle and that the offi­cer has been advised by the Union of his oblig­a­tions pur­suant to this Arti­cle and of the man­ner in which the Union has cal­cu­lat­ed the fair share fee;

(C) The Union has cer­ti­fied to the Employ­er that the affect­ed offi­cer has been giv­en a rea­son­able oppor­tu­ni­ty to pre­pare and sub­mit any objec­tions to the pay­ment and has been afford­ed an oppor­tu­ni­ty to have said objec­tions adju­di­cat­ed before an impar­tial arbi­tra­tor assigned by the offi­cer and the Union for the pur­pose of deter­min­ing and resolv­ing any objec­tions the offi­cer may have to the fair share fee.

 Sec­tion 3.  Indem­ni­fi­ca­tion.  The­Union here­by indem­ni­fies and agrees to save the Employ­er harm­less against any and all judg­ments that may arise out of or by rea­son of any prop­er action tak­en by the Employ­er for the pur­pose of com­ply­ing with the pro­vi­sions of this Section.


The Employ­er pos­sess­es the sole right to oper­ate the Sheriff’s Office of the Coun­ty and all man­age­ment rights repose in it.

Noth­ing here­in shall affect the inter­nal con­trol author­i­ty of the Sher­iff.  Except as specif­i­cal­ly amend­ed, changed or mod­i­fied by the Agree­ment, these rights include, but are not lim­it­ed to, the following:

(A) To direct all oper­a­tions of the Employer;

(B) To estab­lish rea­son­able work rules and sched­ules of work;

(C) To hire or pro­mote from the Mer­it Com­mis­sion eli­gi­bil­i­ty list, trans­fer, sched­ule and assign offi­cers in posi­tions and to cre­ate, com­bine, mod­i­fy and elim­i­nate posi­tions with­in the County;

(D) To sus­pend, dis­charge and take oth­er dis­ci­pli­nary action against offi­cers under the estab­lished work rules and reg­u­la­tions of the Sheriff’s Police and the pro­vi­sions of this Agreement;

(E) To lay off officers;

(F) To main­tain effi­cien­cy of Employ­er operations;

(G) To intro­duce new or improved meth­ods or facilities;

(H) To change exist­ing meth­ods or facilities;

(I) To deter­mine the kinds and amounts of ser­vices to be per­formed as per­tains to Employ­er oper­a­tions; and the num­ber and kind of clas­si­fi­ca­tions to per­form such services;

(J) To con­tract out for goods or services;

(K) To deter­mine the meth­ods, means and per­son­nel by which Employ­er oper­a­tions are to be conducted;

(L) To take what­ev­er action is nec­es­sary to car­ry out the func­tions of the Employ­er in sit­u­a­tions of emergency.

It is under­stood and agreed that any of the rights, pow­ers, or author­i­ty the Employ­er had pri­or to the sign­ing of this Agree­ment are retained by the Employ­er except those specif­i­cal­ly abridged, grant­ed, or mod­i­fied by this Agreement.

Sec­tion 1.  Equal Employ­ment Oppor­tu­ni­ty.  The Employ­er will con­tin­ue to pro­vide equal employ­ment oppor­tu­ni­ty for all offi­cers, and devel­op and apply equal employ­ment practices.

Sec­tion 2.  Pro­hi­bi­tion Against Dis­crim­i­na­tion.  The Employ­er shall not dis­crim­i­nate against offi­cers, and employ­­­ment-relat­ed deci­sions will be based on qual­i­fi­ca­tions and pre­dict­ed per­for­mance in a giv­en posi­tion with­out regard to race, col­or, sex, age, reli­gion, or nation­al ori­gin of the offi­cer; nor shall the Employ­er dis­crim­i­nate against offi­cers as a result of activ­i­ties on behalf of the Union or mem­ber­ship in the Union, or the exer­cise of con­sti­tu­tion­al rights.  The Employ­er agrees to com­ply with all applic­a­ble laws.  Offi­cers shall not be trans­ferred, assigned or reas­signed or have any of their duties changed for rea­sons pro­hib­it­ed by this Section.

Sec­tion 3.  Union Mem­ber­ship or Activ­i­ty.  Nei­ther the Employ­er nor the Union shall inter­fere with the right of offi­cers cov­ered by this Agree­ment to become or not become mem­bers of the­Union, and there shall be no dis­crim­i­na­tion against any such offi­cers because of law­ful Union mem­ber­ship or non-mem­ber­­­ship activ­i­ty or status.

Sec­tion 4.  Use of Mas­cu­line Pro­noun.  The use of the mas­cu­line pro­noun in this Agree­ment is under­stood to be for cler­i­cal con­ve­nience only, and it is fur­ther under­stood that the mas­cu­line pro­noun includes the fem­i­nine pro­noun as well.

Sec­tion 1.  Vacan­cies.  Vacan­cies shall be cre­at­ed and filled in accor­dance with past prac­tice using the estab­lished Mer­it Com­mis­sion pro­ce­dures with­out waiv­er there­of.  The Sher­iff shall fill vacan­cies for new posi­tions or pro­mo­tions by select­ing a qual­i­fied per­son from an eli­gi­bil­i­ty list cre­at­ed by the Mer­it Com­mis­sion in accor­dance with its past practice.

Sec­tion 1.  Unit Descrip­tion.  The Employ­er here­by rec­og­nizes the­Union as the sole and exclu­sive col­lec­tive bar­gain­ing rep­re­sen­ta­tive for the pur­pose of col­lec­tive bar­gain­ing on mat­ters relat­ing to wages, hours, and oth­er terms and con­di­tions of employ­ment of all full-time sworn patrol offi­cers in the bar­gain­ing unit.  The bar­gain­ing unit shall include: All sworn mer­it­ed Deputy Sher­iffs and Deputy Sheriff/Dispatchers/ Jail­ers in the rank of Cap­tain and below, but exclud­ing the Sher­iff of Union Coun­ty and all oth­er non-sworn per­son­nel and those as defined in the Illi­nois Pub­lic Labor Rela­tions Act.

Sec­tion 2.  Super­vi­sors. Super­vi­sors may con­tin­ue to per­form bar­gain­ing unit work, which is inci­den­tal to their jobs.  They may also per­form bar­gain­ing unit work in emer­gency sit­u­a­tions and where such work is nec­es­sary to train a bar­gain­ing unit offi­cer.  Such work by super­vi­sors shall not cause any lay­offs of the bar­gain­ing unit officers.

Sec­tion 3.  Sheriff’s Aux­il­iary. The Employ­er may con­tin­ue to uti­lize the ser­vices of the Union Coun­ty Sheriff’s Police Aux­il­iary to per­form bar­gain­ing unit work in accor­dance with Illi­nois statutes.

Sec­tion 4.  Short-Ter­m/­­­Part-Time Employ­ees.  The Employ­er may con­tin­ue to uti­lize the ser­vices of short-term and part-time employ­ees to per­form bar­gain­ing unit work in accor­dance with past prac­tice, pro­vid­ing such use does not reduce reg­u­lar­ly sched­uled hours or ben­e­fits of offi­cers cov­ered by this Agreement.








Decem­ber 1, 2008 – Novem­ber 30, 2010




This Agree­ment is entered by the Coun­ty of Union, a body politic, by its duly con­sti­tut­ed Coun­ty Board and the Sher­iff of Union Coun­ty, here­inafter referred to as the “Employ­er,” and the Fra­ter­nal Order of Police, Union Coun­ty Peace Offi­cers, Lodge No. 201, and the Illi­nois F.O.P. Labor Coun­cil, here­inafter referred to as the “Union”.

The pur­pose of this Agree­ment is to pro­vide an order­ly col­lec­tive bar­gain­ing rela­tion­ship between the Employ­er and the Lodge rep­re­sent­ing the offi­cers in the bar­gain­ing unit, and to make clear the basic terms upon which such rela­tion­ship depends.  It is the intent of both the Employ­er and the Union to work togeth­er to pro­vide and main­tain sat­is­fac­to­ry terms and con­di­tions of employ­ment, and to pre­vent as well as to adjust mis­un­der­stand­ings and griev­ances relat­ing to employ­ees wages, hours and work­ing conditions.

In con­sid­er­a­tion of mutu­al promis­es, covenants and agree­ments con­tained here­in, the par­ties here­to, by their duly autho­rized rep­re­sen­ta­tive and/or agents, do mutu­al­ly covenant and agree as follows: