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.
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.
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.).
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 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.
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
Day after Thanksgiving
General Election Day
Martin Luther King Birthday
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.
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:
To determine its mission, organization, budget, method of operation, and standards of service.
To determine the methods and means, including number and type of personnel, needed to carry out its mission.
To plan, direct, and control the work of employees, including the assignment of overtime.
To select new employees and to promote current employees.
To suspend, demote, discharge or take other disciplinary action against employees for just cause.
To lay off employees for lack of work or funds or for other legitimate reason.
To introduce new or improved methods, equipment, and facilities.
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:
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.
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 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”.