Code of Ordinances

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

DATED AND SIGNED BY THE PARTIES TO THE AGREEMENT.

For the Coun­ty                                              For theUnion

/s/ Bill Bowen                                                 /s/ Ter­ry Rawson

Bill Bowen                                                     Ter­ry Rawson

Ambu­lance Ser­vice, Direc­tor                           Pres­i­dent, Busi­ness Agent

Union­Coun­ty                                                         Team­sters Local 347

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

/s/ John Garner

John Gar­ner, Board Chairman

Date:            04–13–09

UNIONCOUNTYAMBULANCE SERVICE

SENIORITY LIST

EMPLOYEE NAME                                                 HIRE DATE                     

Roy E. Walk­er                                                         01/14/87

Car­rell O’Daniell                                                      02/93

Wes­ley Hin­kle                                                         06/14/02

Mike Akers                                                             09/03

Julian Lopez                                                           02/16/04

Dana McGuire                                                         10/04

Thom Dacosse                                                        06/19/06

Greg Brown                                                            12/18/06

Mark Cerny                                                             05/15/08

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

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

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

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

Exam­ples for cur­rent wage increas­es are as follows:

Start­ing wages will be as follows:

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

1.       Doc­u­ment­ed Oral Warning

2.       Writ­ten Warning(s)

3.       Suspension(s)

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

4.       Ter­mi­na­tion

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

No oth­er hol­i­days will be effected.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

(B) Dis­ci­pline.

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

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

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

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

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

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

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

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

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

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

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

The fol­low­ing autho­riza­tion will be signed by the employee:

Date

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

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

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

Employ­ee Signature 

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

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

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

AGREEMENT BETWEEN

TEAMSTERS LOCAL UNION NO. 347

REPRESENTING UNION COUNTY

AMBULANCE SERVICE

AND

THE COUNTY OF UNION

Decem­ber 1, 2008 – Novem­ber 30, 2010

ARTICLE I – AGREEMENT

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