HomeMy WebLinkAbout006-R-23 Authorizing the City Manager to Execute the Collective Bargaining Agreement Between the City of Evanston and Evanston Police Sergeants Association Affiliated with Illinois Fraternal Order of Police Labor Council1/23/2023
6-R-23
A RESOLUTION
Authorizing the City Manager to Execute the Collective Bargaining
Agreement Between the City of Evanston and
Evanston Police Sergeants Association Affiliated with
Illinois Fraternal Order of Police Labor Council
WHEREAS, the City of Evanston (the “City”) and the Evanston Police
Sergeants Association Affiliated with the Illinois Fraternal Order of Police Labor Council
(the “FOP Sergeants”) entered into a Collective Bargaining Agreement (“Agreement”) in
February 2019; and
WHEREAS, the Agreement and its terms expired December 31, 2022;
and
WHEREAS, pursuant to the Agreement, representatives of the City and
FOP Sergeants, according to the terms of the contract, met and bargained in good
faith on the terms of a successor agreement; and
WHEREAS, the City and FOP Sergeants have reached a tentative
agreement.
NOW BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF
EVANSTON, COOK COUNTY, ILLINOIS, THAT:
SECTION 1: The Collective Bargaining Agreement between the City of
Evanston and The Evanston Police Sergeants Association Affiliated with the Illinois
Fraternal Order of Police Labor Council is hereby approved. The term of the
Agreement shall be from January 1, 2023, to December 31, 2026.
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6-R-23
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SECTION 2: The City Manager is hereby authorized and directed to
execute the Collective Bargaining Agreement on behalf of the City of Evanston.
SECTION 3: This Resolution 6-R-23 shall be in full force and effect from
and after its passage and approval in the manner provided by law.
_______________________________
Daniel Biss, Mayor
Attest:
______________________________
Stephanie Mendoza, City Clerk
Adopted: __________________, 2023
Approved as to form:
______________________________
Nicholas E. Cummings, Corporation Counsel
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I L L I N O I S F O P
L A B O R C O U N C I L
and
CITY OF EVANSTON
Sergeants
January 1, 2023 – December 31, 2026
Springfield - Phone: 217-698-9433 / Fax: 217-698-9487
Western Springs - Phone: 708-784-1010 / Fax: 708-784-0058
Web Address: www.fop.org
24-hour Critical Incident Hot Line: 877-IFOP911
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TABLE OF CONTENTS
Page
ARTICLE 1 RECOGNITION......................................................................................................................................3
SECTION 1.1 RECOGNITION OF ASSOCIATION ...............................................................................................................3
SECTION 1.2 RECOGNITION OF SERGEANTS ..................................................................................................................3
SECTION 1.3 PROBATIONARY PERIOD ...........................................................................................................................3
ARTICLE 2 ASSOCIATION SECURITY..................................................................................................................3
SECTION 2.1 DUES CHECK-OFF.....................................................................................................................................3
SECTION 2.2 INDEMNIFICATION ....................................................................................................................................4
SECTION 2.3 UNION BULLETIN BOARDS .......................................................................................................................4
SECTION 2.4 ACCESS TO CITY PREMISES ......................................................................................................................4
SECTION 2.5 USE OF CITY FACILITIES AND EQUIPMENT ...............................................................................................4
ARTICLE 3 NON-DISCRIMINATION......................................................................................................................4
SECTION 3.1 NON-DISCRIMINATION .............................................................................................................................4
SECTION 3.2 GENDER ...................................................................................................................................................5
ARTICLE 4 GRIEVANCE PROCEDURE ................................................................................................................5
SECTION 4.1 DEFINITION ..............................................................................................................................................5
SECTION 4.2 GRIEVANCE PROCEDURE ..........................................................................................................................5
SECTION 4.3 TIME LIMITS.............................................................................................................................................6
SECTION 4.4 INVESTIGATION AND DISCUSSION ............................................................................................................6
SECTION 4.5 CIVIL SERVICE .........................................................................................................................................6
SECTION 4.6 DISCIPLINARY GRIEVANCES .....................................................................................................................6
ARTICLE 5 LABOR-MANAGEMENT MEETINGS...............................................................................................7
SECTION 5.1 MEETING REQUEST ..................................................................................................................................7
SECTION 5.2 CONTENT .................................................................................................................................................7
SECTION 5.3 ATTENDANCE ...........................................................................................................................................7
ARTICLE 6 MANAGEMENT RIGHTS ....................................................................................................................7
ARTICLE 7 NO STRIKE-NO LOCKOUT................................................................................................................8
SECTION 7.1 NO STRIKE ...............................................................................................................................................8
SECTION 7.2 NO LOCKOUT ...........................................................................................................................................8
SECTION 7.3 PENALTY ..................................................................................................................................................8
SECTION 7.4 JUDICIAL RESTRAINT ...............................................................................................................................8
ARTICLE 8 GENERAL...............................................................................................................................................8
SECTION 8.1 WEAPONS/MARKSMANSHIP .....................................................................................................................8
SECTION 8.2 STATUTES ................................................................................................................................................8
ARTICLE 9 WAGES AND BENEFITS......................................................................................................................9
SECTION 9.1 SALARY SCHEDULE ..................................................................................................................................9
SECTION 9.2 LONGEVITY PAY ....................................................................................................................................10
SECTION 9.3 PENSION PICK-UP PLAN .........................................................................................................................11
SECTION 9.4 HOLIDAYS ..............................................................................................................................................11
SECTION 9.5 HOLIDAY COMPENSATION ......................................................................................................................11
SECTION 9.6 VACATIONS ............................................................................................................................................12
SECTION 9.7 UNIFORM ALLOWANCE ..........................................................................................................................12
SECTION 9.8 SICK LEAVE............................................................................................................................................13
SECTION 9.9 ANNUAL AUDIT ......................................................................................................................................13
SECTION 9.10 DEATH BENEFIT ...................................................................................................................................13
SECTION 9.11 PAY FOR ASSIGNMENT TO WORK IN A HIGHER RANK ..........................................................................14
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SECTION 9.12 PHYSICAL FITNESS ...............................................................................................................................14
SECTION 9.13 EDUCATIONAL COMPENSATION ...........................................................................................................14
ARTICLE 10 HOURS OF WORK AND OVERTIME............................................................................................14
SECTION 10.1 APPLICATION OF ARTICLE ....................................................................................................................14
SECTION 10.2 NORMAL WORK WEEK AND WORK DAY .............................................................................................14
SECTION 10.3 OVERTIME ............................................................................................................................................14
SECTION 10.4 COMPENSATORY TIME .........................................................................................................................15
SECTION 10.5 HIREBACK ............................................................................................................................................15
SECTION 10.6 COURT PAY ..........................................................................................................................................15
SECTION 10.7 NO PYRAMIDING ..................................................................................................................................16
SECTION 10.8 HEARINGS/INVESTIGATIONS .................................................................................................................16
SECTION 10.9 SHIFT ASSIGNMENTS ............................................................................................................................16
SECTION 10.10 CALCULATION OF REGULAR HOURLY RATE OF PAY ..........................................................................16
SECTION 10.11 CANCELLATION OF DAYS OFF ............................................................................................................16
SECTION 10.12 RANDOM DRUG TESTING POLICY.......................................................................................................16
ARTICLE 11 INSURANCE.......................................................................................................................................17
SECTION 11.1 CITY GROUP LIFE INSURANCE..............................................................................................................17
SECTION 11.2 CITY GROUP HEALTH INSURANCE PLANS ............................................................................................17
SECTION 11.3 TERMS OF POLICIES TO GOVERN ..........................................................................................................18
SECTION 11.4 OPT-OUT PLAN .....................................................................................................................................18
SECTION 11.5 LINE OF DUTY DEATH ..........................................................................................................................18
SECTION 11.6 MEDICAL INSURANCE/LINE OF DUTY DISABILITY................................................................................18
SECTION 11.7 SECTION 125 PLAN ...............................................................................................................................19
SECTION 11.8 DENTAL PLAN ......................................................................................................................................19
SECTION 11.9 POST-EMPLOYMENT HEALTH PLAN .....................................................................................................19
ARTICLE 12 TERMINATION AND LEGALITY CLAUSES...............................................................................19
SECTION 12.1 SAVINGS...............................................................................................................................................19
SECTION 12.2 ENTIRE AGREEMENT ............................................................................................................................19
SECTION 12.3 TERM....................................................................................................................................................19
SECTION 12.4 CONTINUING EFFECT............................................................................................................................20
MEMORANDA OF UNDERSTANDING.................................................................................................................21
REDUCTION IN RANK DUE TO LAYOFFS .....................................................................................................................21
USE OF OUTSIDE COUNSEL FOR BARGAINING UNIT MEMBERS ..................................................................................21
COMPENSATORY TIME CAPS ......................................................................................................................................21
ADDITIONAL COMPENSATORY TIME ..........................................................................................................................22
ATTACHMENT A – COMPENSATORY CAPS – SECTION 10.4.......................................................................23
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LABOR AGREEMENT
Between
CITY OF EVANSTON
And
EVANSTON SERGEANTS ASSOCIATION
AFFILIATED WITH
ILLINOIS FRATERNAL ORDER OF POLICE LABOR COUNCIL
AGREEMENT between, the CITY OF EVANSTON (hereinafter also called the "City") and
Evanston Sergeants Association affiliated with Illinois Fraternal Order of Police, Labor Council
(hereinafter also called the "Labor Council" or “Union”).
ARTICLE 1 RECOGNITION
Section 1.1 Recognition of Association The City recognizes the Labor Council as the sole and
exclusive bargaining agent with respect to wages, hours and other conditions of employment for all full-
time employees classified by the City as Police Sergeants.
Section 1.2 Recognition of Sergeants The City and the Labor Council recognize that sergeants are
key members of the management and command staff of the Department. In this role, sergeants are
responsible for supervising, directing and disciplining employees. The participation in Union activity,
collective bargaining and/or grievance activity by sergeants pursuant to this Agreement does not and
cannot interfere with the sergeants' responsibility of loyalty as members of management.
Section 1.3 Probationary Period All new Sergeants shall be considered probationary Sergeants until
they complete a promotional probationary period of twelve (12) months. The City may, for reasonable
cause, extend the promotional probationary period for up to an additional six (6) months. Sergeants in
their promotional probationary period are eligible for membership in the Union and are covered by this
Agreement, but no grievance shall be presented or entertained in connection with the demotion of a
probationary Sergeant.
ARTICLE 2 ASSOCIATION SECURITY
Section 2.1 Dues Check-off Upon receipt of a signed authorization form from an employee in
the form set forth in Appendix A, the City agrees for the duration of this Agreement to deduct
from such employee's pay uniform monthly union dues. The Labor Council will notify the City
in writing of the amount of the uniform dues to be deducted. Deductions shall be made on the
second City payday of each month and shall be remitted, together with an itemized statement
and list of employees' names from whom deductions have been made, to the Labor Council at
the address designated by the Labor Council by the 15th day of the month following the month
in which the deduction is made. Employees desiring to revoke such voluntary dues deductions
during the term of this Agreement may do so at any time by providing thirty (30) days' written
notice to both the City and the Labor Council.
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It is specifically agreed that any dispute concerning the amount of the dues fee as set forth above shall
not be subject to the grievance and arbitration procedure set forth in this Agreement. Non-members
who object to the dues fee based upon bona fide religious tenets or teachings shall pay an amount equal
to such dues fee to a non-religious charitable organization mutually agreed upon by the employee and
theLaborCouncil. Iftheaffectednon-memberandtheLaborCouncilareunabletoreachagreementon
the organization, the organization shall be selected by the affected non-member from an approved list of
charitable organizations established by the Illinois State Labor Relations Board and the payment shall be
made to said organization.
Section 2.2 Indemnification The Union will indemnify the City and hold it harmless against any
and all claims, demands, suits, or other forms of liability that may arise out of, or by reason of, any
action taken by the City for the purpose of complying with the provisions of this Article.
Section 2.3 Union Bulletin Boards The City will make a bulletin board available (currently located
in the mail room) for the sole use of posting legitimate Union notices that are not inflammatory in nature
or endorsements of candidates for elected public office. It shall generally include notices dealing with
internal Union affairs and Union-related business or activities. In addition, representative as identified
in writing to the Chief of Police) shall be permitted to distribute such Union notices in Department
mailboxes of bargaining unit employees. Except as provided in this section, there shall be no
distribution or posting of Union materials of any kind inside City buildings unless the Police Chief or his
designee specifically approves same.
Section 2.4 Access to City Premises Duly authorized Union business representatives and National
representatives will be permitted access at reasonable times to the premises of the City for the purpose of
handling grievances or otherwise representing employees pursuant to the provisions of this Agreement
upon showing proper credentials to the Police Chief or his designee. These business representatives will
enter and conduct their business so as not to interfere with City operations. Such right of entry shall at
all times be subject to general department rulesapplicable to non-employees.
Section 2.5 Use of City Facilities and Equipment With the prior approval of the Police Chief or
his designee, the Union may use City office equipment and facilities, provided such approval shall not be
unreasonably withheld. Such use shall not take precedence over department needs and any materials used
or other costs incurred shall be reimbursed by the Union if requested by the City.
ARTICLE 3 NON-DISCRIMINATION
Section 3.1 Non-Discrimination In accordance with applicable federal and state law, the City and
Union agree not to discriminate against any employee on the basis of race, color, creed, sex, age,
disability, national origin, sexual orientation or Union membership or non-membership. Actions taken by
the City in the assignment or utilization of employees for reasonable and necessary operational reasons
shall not be considered in violation of this Article. The parties agree that the City has the right,
notwithstanding any other provisions of this Agreement, to take action that is reasonable and necessary in
order to be in compliance with the Americans with Disabilities Act. Complaints of discrimination under
this Article shall not be subject to the grievance and arbitration Article of this Labor Agreement but
shall be processed through appropriate state or federal agencies or courts.
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Section 3.2 Gender The use of the masculine pronoun in this document is understood to be for
clerical convenience only, and it is further understood that the masculine pronoun includes the feminine
pronoun as well.
ARTICLE 4 GRIEVANCE PROCEDURE
Section 4.1 Definition A "grievance" is defined as a difference of opinion raised by an employee or
the Union against the City involving the meaning, interpretation or application of the provisions of this
Agreement or with respect to inequitable application of the Personnel Rules of the City or with respect
to inequitable application of the Rules of the Police Department.
Section 4.2 Grievance Procedure Recognizing that grievances should be raised and settled
promptly, a grievance must be raised within fourteen (14) calendar days of the occurrence of the event
giving rise to the grievance or within fourteen (14) calendar days of when the employee, through the use
of reasonable diligence, could have known of the occurrence of the event giving rise to the grievance.
Union grievances shall be filed at Step 2. A grievance shall be processed as follows:
STEP 1: Written To Immediate Supervisor. An employee who has a grievance shall submit the
grievance in writing to the employee's immediate supervisor, not to include a bargaining unit member,
specifically indicating that the matter is a grievance under this Agreement. The grievance shall contain a
statement of facts, the provision or provisions of this Agreement which are alleged to have been
violated, and the relief requested. The immediate supervisor and the employee, accompanied by an
Union representative who is an employee covered by this Agreement if the grievant so desires, shall
discuss the grievance at a mutually agreeable time within seven (7) calendar days. If no agreement is
reached in such discussion, the immediate supervisor shall give a written answer to the grievant within
seven (7) calendar days of the discussion.
STEP 2: Appeal To Chief of Police. If the grievance is not settled in Step 1, the grievant or Union
may, within fourteen (14) calendar days following receipt of the immediate supervisor's answer, file a
written appeal to the Chief of Police. The grievant, a Union representative and the Chief will discuss the
grievance at a mutually agreeable time within fourteen (14) calendar days. If no agreement is reached in
such discussion, the Chief will give his answer in writing to the grievant and the Union representative
within fourteen (14) calendar days of the discussion.
STEP 3: Appeal to City Manager. If the grievance is not settled in Step 2, the Union may, within
fourteen (14) calendar days following receipt of the Chiefs answer, file a written appeal to the City
Manager. A meeting between the City Manager and his/her designee and the grievant and Union
representatives, if agreed to, will be held at a mutually agreeable time within fourteen (14) calendar
days of the meeting. If the City Manager determines there will be no Step 3 meeting, the City Manager
will advise the Union representative within fourteen (14) calendar days in writing and the City
Manager's written communication shall be deemed to be a Step 3 denial of the grievance.
STEP 4: Arbitration. If the grievance is not settled in accordance with the foregoing procedure, the
Union may refer the grievance to arbitration by giving written notice to the City Manager within
twenty-one (21) calendar days after receipt of the City's answer in Step 3. The parties shall attempt to
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agree upon an arbitrator promptly. In the event the parties are unable to agree upon an arbitrator, they
shall jointly request the Federal Mediation and Conciliation Service to submit a panel of seven (7)
arbitrators. Before striking any names, each party shall have the right to reject one (1) panel of
arbitrators. The parties shall determine by a toss of a coin who shall strike first, then alternately strike
names one at a time until only one name remains, who shall be the arbitrator. The arbitrator shall be
notified of his selection by a joint letter from the City and the Union requesting that he set a time and
place for the hearing, subject to the availability of the City and Union representatives. The arbitrator
shall have no right to amend, modify, nullify, ignore, add to, or subtract from the provisions of this
Agreement. The arbitrator shall consider only the specific issue submitted to him and his decision and
award shall be based solely upon his interpretation of the meaning or application of the terms of this
Agreement to the facts of the grievance presented. The decision and award of the arbitrator, which
conforms to his authority, shall be final and binding upon the City, the Union and the employee
or employees involved. The costs of the arbitration, including the fee and expenses of the
arbitrator and the cost of a written transcript, if any, shall be divided equally between the City
and the Union; provided, however, that each party shall be responsible for compensating its own
representatives and witnesses.
Section 4.3 Time Limits No grievance shall be entertained or processed unless it is filed within
the time limits set forth in Section 4.2. If a grievance is not appealed within the time limits for
appeal set forth in Section 4.2, it shall be deemed settled on the basis of the last answer of the
City, provided that the parties may mutually agree to extend any time limits. If the City fails to
provide an answer within the time limits set forth in Section 4.2, the Union may immediately
appeal to the next step.
Section 4.4 Investigation and Discussion All grievance discussions and investigations shall
take place in a manner which does not interfere with City operations.
Section 4.5 Civil Service Except as provided in Section 4.6 or with respect to subject matters
covered by this Agreement, it is understood that matters subject to Civil Service are not subject
to this grievance procedure.
Section 4.6 Disciplinary Grievances Grievances may be filed with respect to the just cause of
any disciplinary action taken against an employee. Any grievance concerning a suspension or
discharge shall be filed directly at Step 2 of this grievance procedure within fourteen (14)
calendar days of the imposition of the discipline. If an employee is transferred for disciplinary
reasons, the employee may grieve the transfer pursuant to the provisions of this Section.
Discharge and disciplinary action shall be subject to review under the grievance procedure up to
and including arbitration, provided that oral reprimands may not be appealed to arbitration.
Disciplinary actions shall be subject to review under the grievance procedure only. Such review
procedures are in lieu of and expressly supersede and preempt the employee notification and appeal
procedures of the City Civil Service Commission. Such contractual review procedure shall be the sole and
exclusive method of reviewing all disciplinary action.
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ARTICLE 5 LABOR-MANAGEMENT MEETINGS
Section 5.1 Meeting Request The Union and the City agree that in the interest of efficient
management and harmonious employee relations, quarterly Labor-Management meetings will be
held. The Labor-Management Committee shall include three (3) employees covered by this
Agreement and up to three (3) representatives appointed by the Chief of Police and the Chief of
Police if he so desires. The Union may also designate a non-employee Union representative to
attend a labor-management meeting, if mutually agreed, and the City may include a non-Police
Department employee, if mutually agreed. Such quarterly meetings may be requested by either
party by placing in writing a request to the other for a "labor-management meeting" and
expressly providing the agenda for such meeting. Labor-management meetings shall be set at a
mutually convenient day and time. Such meetings shall be limited to:
(a) discussion of the implementation and general administration of the Agreement; (b) sharing of
general information of interest to the parties, including departmental operational matters
affecting employees; and (c) notifying the Union of changes in condition of employment
contemplated by the City which may affect employees. The parties agree to meet in good faith
and exercise their best efforts to submit recommendations for approval by the Chief of Police.
Section 5.2 Content It is expressly understood and agreed that such meetings shall be exclusive
of the grievance procedure. Specific grievances being processed under the grievance procedure
shall not be considered at labor-management meetings nor shall negotiations for the purpose of
altering any or all of the terms of this Agreement to be conducted at such meetings. The Labor-
Management Committee shall keep summary minutes of labor-management meetings, which
shall be initialed by the parties and made available for distribution to employees covered by this
Agreement.
Section 5.3 Attendance Attendance at labor-management meetings shall be voluntary on the
employee's part. If the parties agree to schedule a meeting during an employee's regular straight-time
shift, the employees shall be compensated for time lost from the normal straight-time work day.
ARTICLE 6 MANAGEMENT RIGHTS
The City shall retain the sole right and authority to operate and direct the affairs of the City and
the Police Department in all its various aspects, including, but not limited to, all rights and
authority exercised by the City prior to the execution of this Agreement, except as modified in
this Agreement. The rights retained by the City include, but are not limited to: the right to plan,
direct, control and determine all the operations and services of the City; to supervise and direct
the working forces; to establish the qualifications for employment and to employ employees; to
transfer employees, to schedule and assign work; to establish work standards and, from time to
time, to change those standards; to assign overtime; to determine the methods, means,
organization and number of personnel; to make, alter and enforce reasonable rules, regulations,
orders and policies; to evaluate employees; to discipline, suspend, demote and discharge
employees for just cause; to lay off or promote employees, to change or eliminate existing
methods, equipment or facilities; to establish, implement and maintain an effective internal
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control program; to determine the overall budget; and to carry out the mission of the City
provided, however, that the exercise of any of the above rights shall not conflict with any of the
express written provisions of this Agreement.
ARTICLE 7 NO STRIKE-NO LOCKOUT
Section 7.1 No Strike Neither the Union nor any officers, agents or employees will instigate,
promote, sponsor, engage in, or condone any strike, sympathy strike, slowdown, sit-down,
concerted stoppage of work, concerted refusal to perform overtime, concerted, abnormal and
unapproved enforcement procedures or policies or work to the rule situation, mass resignations,
mass absenteeism, illegal picketing or any other intentional interruption or disruption of the
operations of the City, regardless of the reason for so doing. Any or all employees who violate
any of the provisions of this Article may be discharged or otherwise disciplined by the City.
Each employee who holds the position of officer of the Union occupies a position of special trust
and responsibility in attempting to maintain and bring about compliance with the provisions of
this Article. In addition, in the event of a violation of this Section of this Article the Union agrees
to inform its members of their obligations under this Agreement and to direct them to return to
work.
Section 7.2 No Lockout The City will not lock out any employees during the term of this
Agreement as a result of a labor dispute with the Union.
Section 7.3 Penalty The only matter which may be made the subject of a grievance concerning
disciplinary action imposed for an alleged violation of Section 7.1 is whether or not the
employee actually engaged in such prohibited conduct. The failure to confer a penalty in any
instance is not a waiver of such right in any other instance nor is it a precedent.
Section 7.4 Judicial Restraint Nothing contained herein shall preclude the City or the Union
from obtaining judicial restraint and damages in the event the other party violates this Article.
ARTICLE 8 GENERAL
Section 8.1 Weapons/Marksmanship The City will supply practice qualification ammunition
for automatic weapons in quantities which the Police Department determines are appropriate. If
a Sergeant, during the term of this Agreement, replaces an existing departmental-issued handgun
with a departmental-approved weapon, and turns in a handgun to the department, he shall be
reimbursed fifty (50%) of the cost of said weapon, up to four hundred dollars ($400). The
purchased weapon will be considered the Sergeant's property upon retirement or separation from
the department.
Section 8.2 Statutes The City will continue to comply with federal and state statutes covering
mandatory subjects of bargaining which are applicable to police sergeants, except to the extent
modified in this Agreement.
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Section 8.3 Drug and Alcohol Testing Drug and Alcohol testing of members, in addition to
testing required under 50 ILCS 727/1-25, shall be conducted according to the processes detailed
in Evanston Police Department General Orders. The City agrees to bargain over a Drug and
Alcohol Testing Policy required by the Police and Community Relations Improvement Act,
Public Act 100-0389, amended August 25, 2017. The resolution of any bargaining impasse shall
be resolved according to the provisions of the Illinois Labor Relations Act (5 ILCS 315/14) or as
amended.
ARTICLE 9 WAGES AND BENEFITS
Section 9.1 Salary Schedule The salary schedule for employees covered by this Agreement
shall be as follows: an equity adjustment increase to be applied retroactively to January 1, 2023,
for all eligible wages under this Agreement, an increase of 4% effective January 1, 2024, an
increase of 4% effective January 1, 2025, and an increase of 4% effective January 1, 2026, for
all eligible wages under this Agreement. Any pay-outs of applicable benefit time by the terms
and conditions of the CBA shall be at the covered members’ current rate of pay including
longevity at the time of pay-out.
1/1/2023 – Equity Adjustment
Pay
Grade
Step Effective Date
Step Rate Salary
PS34 A 1/1/2023 $58.405 $121,482.71
PS34 B 1/1/2023 $61.422 $127,757.40
PS34 C 1/1/2023 $64.439 $134,032.10
PS34 D 1/1/2023 $67.455 $140,306.79
PS34 E 1/1/2023 $70.472 $146,581.48
1/1/2024 – 4% COLA
Pay
Grade
Step Effective Date
Step Rate Salary
PS34 A 1/1/2024 $60.741 $126,342.02
PS34 B 1/1/2024 $63.879 $132,867.70
PS34 C 1/1/2024 $67.016 $139,393.38
PS34 D 1/1/2024 $70.153 $145,919.06
PS34 E 1/1/2024 $73.291 $152,444.74
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1/1/2025 – 4% COLA
Pay
Grade
Step Effective Date
Step Rate Salary
PS34 A 1/1/2025 $63.171 $131,395.70
PS34 B 1/1/2025 $66.434 $138,182.41
PS34 C 1/1/2025 $69697 $144,969.12
PS34 D 1/1/2025 $72.960 $151,755.83
PS34 E 1/1/2025 $76.222 $158,542.53
1/1/2026 – 4% COLA
Pay
Grade
Step Effective Date
Step Rate Salary
PS34 A 1/1/2026 $65.698 $136,651.53
PS34 B 1/1/2026 $69.091 $143,709.70
PS34 C 1/1/2026 $72.485 $150,767.88
PS34 D 1/1/2026 $75.878 $157,826.06
PS34 E 1/1/2026 $79.271 $164,884.24
An employee shall be eligible for annual advancement to the next highest step in the salary
structure to the maximum step based upon receipt of a highly satisfactory merit evaluation. An
employee who does not receive a step increase under this Section may file a grievance under the
grievance procedure of this Agreement grieving the reasonableness of the evaluation. An
employee who is promoted to the position of Sergeant from the position of police officer in the
City shall be compensated at the next higher Sergeant pay step above the employee's current
salary including longevity. An employee who does not receive a step increase under this Section
may file a grievance under the grievance procedure of this Agreement grieving the
reasonableness of the evaluation. An employee who is promoted to the position of Sergeant
from the position of police officer in the City shall be compensated at the next higher Sergeant
pay step above the employee's current salary including longevity.
Section 9.2 Longevity Pay Employees with the years of service Indicated below shall be eligible
to receive longevity pay added to the current rate of pay in accordance with the following
schedule. If a Sergeant dies while at work, he will have the 5.5% longevity step added to the
current rate of pay.
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Longevity Pay Computed
Years of Service Completed As a Percent of Employee's Annual Salary
9 years 3%
14years 4%
19 years 5.5%
25 years 6.5%
Section 9.3 Pension Pick-Up Plan The City agrees to maintain a "pension pick-up plan"
whereby employees' contributions are made from pre-tax earnings for as long as such plan
continues to be permitted by state and federal law.
Section 9.4 Holidays Holidays shall be as follows:
New Years' Day Thanksgiving Day
Dr. Martin Luther King Jr.'s Birthday Friday after Thanksgiving
Employee's Birthday Christmas Eve
Memorial Day Christmas Day
Juneteenth Three Floating Holidays
Fourth of July
Labor Day
For approved days off other than sick leave, the employee may designate the type of accrued
time off to be charged (e.g., vacation, holiday, compensatory time). Holiday time for holidays
will be carried on the Department records as hours rather than days, in the compensatory time
bank, and may be carried over from year to year. The three floating holidays will be accrued as
consistent with the Sergeant’s assigned work schedule. At the time of separation from City
employment the employee shall receive payment of all accrued but unused holiday time that has
been transferred to the compensatory time bank.
Employees required to work on New Year’s Day, Dr. Martin Luther King Jr.’s Birthday,
Thanksgiving Day, Friday after Thanksgiving, or Christmas Day shall receive pay at time and
one-half for all hours worked in addition to the Holiday Compensation addressed in Section 9.5
below.
Section 9.5 Holiday Compensation Employees who are off-duty on a holiday shall receive
eight (8) hours' holiday time in their compensatory time bank. Employees who are on-duty on a
holiday shall be paid their regular rate of pay for all hours worked and shall receive eight (8)
hours' holiday time in their compensatory time bank. Sergeants who are normally scheduled to
work on holidays listed in Section 9.4 will work those hours unless the Sergeant requests to take the day
off; in that case, the hours off will be charged to the Sergeant's vacation or compensatory time accrual.
A Sergeant who is sick on such holidays will have that time off charged to his sick leave accrual.
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Section 9.6 Vacations Vacations shall be accrued at the following rates:
Recruitment through 4th year 2 weeks
5th year through 6th year 2 weeks/2 days
7th year through 10th year 3 weeks
11th year through 14th year 3 weeks/2 days
15th year through 20th year 4 weeks
21st year 4 weeks/1 day
22nd year 4 weeks/2 days
23rd year 5 weeks
Two (2) years accrual of vacation time may be carried over into the subsequent year. At the time of
separation from City employment the employee shall receive payment of all accrued but unused vacation
time up to two (2) years accrual. Employees that request a vacation pay-out may not have an accrued
balance over their maximum at the time of their payout.
Section 9.7 Uniform Allowance
(a)The City shall provide an annual allowance of one-thousand and no/100 dollars ($1,000) each
year of this agreement for the purchase of uniform items. Uniform allowances willbe paid on or about
April 1 of each calendar year and no receipts will be required.
(b)If changes in uniform or new uniform items are mandated by the City, at City’s initiative, the
City shall pay the entire cost of the initial issue of such items; however, if changes in uniform or new
uniform items are approved by the City at the request of the Union or of the employees, employees
shall be expected to bear the cost of the initial issue. If authorized uniform items are damaged in
the line of duty (as distinguished from normal wear and tear), the Chief of Police will give
consideration to replacing said damaged uniform items at City expense, Upon promotion to the
rank of Sergeant, each new Sergeant will be provided four long-sleeved and four short-sleeved
uniform shirts at City expense.
Upon promotion to the rank of Sergeant, each new Sergeant will be provided four (4) long-
sleeved and four (4) short-sleeved uniform shirts at City expense.
(c)Effective the first pay period after ratification of this Agreement by both parties, if a
Sergeant's bullet-proof vest is out of its warranty period, the City will reimburse the Sergeant up
to a maximum of eight hundred and no/100 dollars ($800) for the replacement vest upon
submission of a receipt of purchase and return of the out of warranty vest. Upon leaving the
City's employ, a Sergeant shall have the right to keep his vest.
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Section 9.8 Sick Leave
(a)Employees shall accrue twelve (12) sick days per full year of employment.
(b)Whenever an employee with ten (10) years or more of service retires or has his
employment terminated in good standing, the employee shall receive payment of all sick days
accrued in excess of two hundred (200) hours to a maximum of four hundred forty (440) hours'
pay. Such payment shall be in the form of cash or directed to a designated ICMA-RC Account,
or any combination thereof. An employee with over six hundred and fifty (650) hours of sick
leave shall be eligible, at time of leaving the bargaining unit, for payment of 100% of sick hours
over six hundred and fifty (650). Such payment shall be directed to the PEHP plan. The
provisions of this Section shall not be applicable to an employee who is discharged for just cause
or who does not give at least two weeks’ advanced written notice of the employee's decision to
voluntarily retire or otherwise terminate City employment in good standing.
(c)An employee with seventy-five (75) days of sick leave accrued as of January 1 of each
year, shall be eligible to receive on January 31 of the immediate following calendar year of each
year payment, vacation or time off equivalent to one hundred percent (100%) of all sick leave
days accrued during that year, but not used during that year, in excess of four (4) days. This
means that if an eligible employee uses eight (8) or more days of sick leave accrued in the
calendar year, the employee shall have no days of entitlement; uses seven (7) days - one (1) day
of entitlement; uses six (6) days - two (2) days of entitlement; uses five (5) days - three (3) days of
entitlement; uses four (4) days - four (4) days of entitlement; uses three (3) days - five (5) days of
entitlement; uses two (2) days - six (6) days of entitlement; uses one (1) day - seven (7) days of
entitlement; uses no days - eight (8) days of entitlement.
(d)In the event an employee dies while employed by the City, neither subsection (b) or (c) of this
Section are applicable; provided, however, that the employee's entire accrued but unused sick leave shall
be paid to the person(s) designated as beneficiary and/or trust fund named on the employee's group life
insurance, or if there is no designation, as required by the City.
(e)Sick leave may be used for absences due to illness, injury, or medical appointment of the
employee’s family members pursuant to and as defined by the Illinois Sick Leave Act (820 ILCS
191/1 et. seq.), or as amended.
Section 9.9 Annual Audit The Police Department will provide a bi-weekly update of each
employee’s balances of compensatory time, floating holiday, sick leave, and vacation leave.
After notification, the employee has thirty (30) days to file any discrepancies with the Police
Department. After this thirty (30) day period, the update shall be considered final. Reasonable
exceptions may be made for an employee who can demonstrate a prolonged absence (e.g.,
FMLA, worker’s comp, military leave).
Section 9.10 Death Benefit In the event of death of an employee in the line of duty, the City shall
pay a death benefit of three thousand and no/100 dollars ($3,000) to the designated group life insurance
beneficiary and/or trust fund named, or if there is no designation, as directed by the City. In addition to
provisions provided by law, for a Sergeant who dies on duty the City shall pay one-hundred percent
(100%) of the health insurance premium for ninety (90) days.
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Section 9.11 Pay for Assignment to Work in a Higher Rank Effective January 1, 2019, an
employee who is temporarily assigned to in a higher rank shall be paid an additional two (2)
hours compensatory time per day in that capacity.
Section 9.12 Physical Fitness Sergeants may voluntarily participate in a physical fitness
examination (the P.O.W.E.R. test) administered by the department. As an incentive to maintain
physical fitness, employees will be paid five hundred and no/100 dollars ($500) if they pass the
physical fitness exam OR seven hundred and no/100 dollars ($700) if they pass the physical
fitness exam and participate in the required components of the City’s annual wellness program.
Section 9.13 Educational Compensation Effective January 1, 2019 and continuing, employees
who possess a bachelor’s degree or higher from an accredited college or university will receive
an additional two thousand dollar ($2,000) stipend. Employees who possess a master’s degree or
higher in a relevant subject area will receive an additional two thousand five-hundred dollar
($2,500) stipend. Relevant subject areas for a master’s degree or higher include, but are not
limited to, criminal justice or law enforcement, sociology, psychology, public administration,
social work, public safety, and any other subject areas at the discretion of the Police Chief.
Educational stipends are to be paid on the first pay period each February.
ARTICLE 10 HOURS OF WORK AND OVERTIME
Section 10.1 Application of Article This Article is intended only as a basis for calculating
overtime payments, and nothing in this Agreement shall be construed as a guarantee of hours of
work per day or per week.
Section 10.2 Normal Work Week and Work Day The normal workweek shall average forty
(40) hours per week, but in some weeks employees shall work more than forty (40) hours and
some weeks less than forty (40) hours. The normal workday shall be eight (8) hours, plus a thirty
(30) minute unpaid lunch period each day, subject to emergency work duties. As a part of their
administrative duties Sergeants shall be compensated at 1.5 hours and for Sergeants assigned to
Investigations (Detective Bureau and Special Operations Group) and Midnight Shift Patrol two
(2) hours of compensatory time for each day worked at the straight time calculation for.. The
shifts, workdays and hours to which employees are assigned shall be stated on a departmental
work schedule. Should it be necessary in the interest of efficient operations to establish different
shift starting or ending times or schedules, the City will provide as much advance notice as
possible of such change to the individuals affected.
Section 10.3 Overtime Employees shall be paid at a minimum of one and one-half (1-1/2) times
their regular rate of pay for all hours worked beyond the Sergeants’ assigned work schedule in a
work day. Vacation, sick time, holidays and other absences from work, paid or unpaid, will be
considered as hours worked for the purposes of calculating overtime. Overtime shall be paid in
fifteen (15) minute increments using FLSA rounding rules.
Section 10.4 Compensatory Time An employee who is entitled to time and one-half pay under
this Agreement may elect compensatory time at time and one-half rate, in lieu of pay, by giving
advance notice to the City. The maximum compensatory time accumulated shall be five hundred
(500) hours. At the time of separation from City employment, the employee shall receive
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payment of all accrued but unused compensatory time. An employee with accrued compensatory
time may make advance request for time off (in minimum increments of 15 minutes) and time
off will be approved by the City based upon departmental needs. Employees in the rank of
Sergeant prior to May 1, 2011 may keep the current compensatory time bank accrued, which
may exceed five hundred (500) hours with the combination of the holiday and compensatory
time banks. The specific limits of maximum hours or grandfathered balance that may be in a
member’s bank are included in Attachment A to the Memorandum of Understanding (MOU). If
at any time a member’s grandfathered balance falls below the five hundred (500) hour
maximum, then the five hundred (500) maximum shall apply going forward and the
grandfathered status shall be forfeited.
New employees to the unit are subject to the five hundred (500) hour maximum for the combined
compensatory time bank. New employees to the unit will be paid out any hours in excess of the
five hundred (500) hour maximum prior to entering the unit. Any existing Sergeant who does
not meet the five hundred (500) hour combined maximum as of May 1, 2011 will be subject to
the new limit. Any hours of compensatory time exceeding the five hundred (500) hour
maximum, pursuant to the MOU and Attachment A, as of December 31 of each calendar year
will be paid out by the end of February of the immediate following calendar year.
An employee may request a payout of up to two hundred (200) hours per year from accumulated
compensatory time, which may be in addition to the annual payout for hours over five hundred
(500). Requested payouts will be based on a first come first served basis and simultaneous
requests will be based on seniority. Payouts are subject to annual available funding set by the
Chief of Police. Payouts made as a result of a new member entering the bargaining unit to bring
that member in line with the five hundred (500) hour maximum and the MOU on Compensatory
Time Banks shall be made separate and apart from the discretionary payments indicated above.
Section 10.5 Hireback When an employee is hired back there shall be a minimum pay guarantee
of four (4) hours' pay at time and one-half, or if hired back on the July 4 holiday, the Halloween
holiday, or the New Year's holiday (Eve or Day), a minimum pay guarantee of four (4) hours'
pay at two (2) times their regular rate of pay. Supervisory hire back will first be offered to the
rank of Sergeant, within the respective shift or unit, before it is offered to other Command ranks.
Section 10.6 Court Pay An employee, who is required to appear for off-duty court appearance
or off-duty proceedings, shall receive time and one-half for all hours actually worked, or a
minimum guarantee of four (4) hours pay at straight time, whichever is greater, under the
following situations:
(a)Morning Court Call. Employee on afternoon shift, midnight shift, or on a day off;
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(b)Afternoon Court Call. Employee on midnight shift, on a day off or on an afternoon shift
which begins at or after 4:00 p.m.; and
(c)Afternoon Court Call. If the employee is on an afternoon shift which begins before 4:00
p.m., the court hour minimum shall not be applicable, but the employee shall receive time and
one-half pay until the beginning of the shift, even if the court appearance ends before the
beginning of the shift.
(d)Off-Duty Proceedings. If required to attend any of the following proceedings in a
supervisory capacity while off duty, the employee shall receive a minimum of four (4) hours' pay
at straight time, or pay for hours worked at time and one-half, whichever is greater; (a) pre-
disciplinary meetings; (b) OPS investigations; and (c) Accident Review Board meetings. An
employee shall not be eligible for more than one minimum guarantee of four (4) hours per day.
In the event it is necessary for an off-duty employee to come to the station in order to obtain
evidence for the court appearance, that employee will receive an additional half-hour before and
after court for travel time.
Section 10.7 No Pyramiding Overtime shall not be paid twice for the same hours worked.
Section 10.8 Hearings/Investigations This Section shall apply to investigations which do not
fall under the qualifications set forth in Section 10.6 of this Agreement. An employee who
attends any of the following proceedings during off-duty time shall receive time and one-half pay
for time spent in the proceeding, with a minimum of two (2) hours’ pay at time and one-half: (a)
pre-disciplinary meetings; (b) OPS investigation; and (c) Accident Review Board meeting. There
shall be no pay, however, if at the employee's request the proceeding is continued or rescheduled
to a later date. Pay under this Section applies only to the employee himself and not to witnesses.
Section 10.9 Shift Assignments Sergeants that are assigned to the midnight shift (1st Watch)
shall not be involuntarily assigned to that shift for more than two (2) consecutive years. Such
placement again of the same Patrol Sergeant shall not occur until all other Patrol Sergeants have
served at least one (1) full year on the midnight shift, depending on operational needs. Sergeants
may request a third year, which may or may not be granted by the Chief of Police or designee.
After promotion to Sergeant, members must complete a minimum of two (2) years in patrol prior
to being eligible for a non-patrol shift position. Sergeants working in a non-patrol shift capacity
shall be assigned for a minimum of three (3) years and a maximum of five (5) years, with the
option to extend by two (2) years subject to operational needs and the approval of the Chief of
Police or their designee. Sergeants in a non-patrol shift assignment shall be required to work one
(1) year in a patrol shift before becoming available for a non-patrol shift assignment. Time
calculations will begin with the date moved to the current assignment status.
Section 10.10 Calculation of Regular Hourly Rate of Pay Effective the first payroll period
beginning after June 1, 1996, longevity pay shall be included in an employee's base salary for
purposes of determining an employee's regular hourly rate of pay which is used to calculate
overtime pay and any other benefits which are based on an employee's regular hourly rate of pay.
The practice of paying longevity as a lump sum on June 1 shall be discontinued after the June 1,
1996 payment.
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Section 10.11 Cancellation of Days Off When an employee's day off is cancelled for operational
needs, the employee will be paid double time for all hours worked.
Section 10.12 Random Drug Testing Policy In addition to the provisions in Section 8.3 above
and any General Orders relating to drug and alcohol testing, each member of the bargaining unit shall
be included in a department-wide lottery conducted by an outside agency, not more than two (2)
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times per year for random drug testing. No more than fifty percent (50%) of the department will be
tested in any one (1) year.
ARTICLE 11 INSURANCE
Section 11.1 City Group Life Insurance
(a)The City shall provide each employee with group life insurance in an amount equal to the
employee's annual salary, rounded up to the nearest five hundred dollars ($500) for the term of
this Agreement.
(b)An employee who is eligible for group life insurance under subsection (a) of this Section
shall have the option to reject additional optional life insurance which may be offered by the
City's insurance carrier (under rules of that carrier) so long as the employee pays the entire
premium, which may change from time to time. The election and/or continuation of optional
insurance is solely an employee's individual decision.
Section 11.2 City Group Health Insurance Plans (Plan design changes normally take effect at
the same time as contribution changes). For the term of this Agreement, employees may
participate in one of the below medical insurance plan(s) maintained by the City. If the City
determines that one of these plans shall no longer be in effect, or if the City adds a new plan,
employees shall have the right to switch to another plan on a non-medical basis under rules
established by those plans.
PPO1 PPO2 HMO IL & BA
Deductible
(sing/fam)
$500/$1500 $1000/$2000 n/a
Coinsurance
(in/out net)
90%/70% 80%/0%n/a
Office Visit Copay $30 $30 $30
ER Copay $150 $150 $150
Prescription Drug
co-pay(30 day)
$10/$25/$40 $10/$25/$40 $10/$25/$40
Prescription Drug
co-pay (90 days)
$20/$50/$80 $20/$50/$80 $20/$50/$80
(b)Health Insurance Contributions made by employees will be based on a percentage of
funding premiums that will be set by 10/1 of each year. Increases to union member contributions
will be limited to a ten percent (10%) increase. If the total funding premium increases by more
than ten percent (10%) in a given year, the union member contribution for the following year
will be capped at a ten percent (10%) increase. For all subsequent years union member
premiums will continue to increase within the cap in order to “catch up” to the originally agreed
upon percentage contribution rates. Employees covered by these plans will contribute the
following percentages (%) of total premium cost, which shall be deducted from their employee
paychecks:
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TIER (Effective 1/1/19)
Employee 10%
Employee + 1 or 2 children 8%
Employee + Spouse/DP 9%
Family 10%
TIER (Effective 1/1/20)
Employee 10%
Employee + 1 9%
Family 10%
TIER (Effective 1/1/21)
HMO PPO
Employee 12% Employee 15%
Employee + 1 10% Employee + 1 13%
Family 12% Family 15%
Note: The contribution amounts for the Employee + 1 or 2 children, Employee +
Spouse/DP, and Employee + 1 tiers will be calculated as a percentage of the total family
premium cost. + 1 is defined as an eligible spouse or dependent child.
(c)An employee who retires during the term of this Agreement and is eligible for an
immediate or deferred pension under the Police Pension Fund may elect employee-only or
family coverage under the City's Medical Insurance Plan by paying the entire group premium
cost, which may increase from time to time. Payment shall be by means of deduction from the
pensioner's Police Pension Fund check.
Section 11.3 Terms of Policies to Govern The extent of coverage under the insurance policies
referred to in this Article shall be governed by the terms and conditions set forth in said policies. Any
questions concerning coverage shall be resolved in accordance with the terms and conditions in said
policy and shall not be subject to the grievance procedure set forth in this Agreement.
Section 11.4 Opt-out Plan An employee who does not desire City group medical insurance coverage
because that employee is covered under a group plan elsewhere may elect to opt out of the City's
insurance plan and receive an annual payment of one thousand eight hundred dollars ($1,800).
Section 11.5 Line of Duty Death In the event an employee with dependent medical coverage is killed
in the line of duty, the employee's spouse shall receive dependent medical coverage applicable to other
employees covered by this Agreement, which may change from time to time, paid for by the City. The
coverage under this Section shall continue until remarriage, until the spouse is eligible for Medicare or
until the spouse is covered by the spouse's own group medical insurance plan (i.e., if the spouse is
employed), whichever occurs sooner.
Section 11.6 Medical Insurance/Line of Duty Disability In the event an employee is absent from
work because of line of duty disability, the City shall pay the entire group medical insurance premium
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for the duration of the employee’s line of duty disability, but not beyond the date that an employee
retires or ceases to be an employee.
Section 11.7 Section 125 Plan The City agrees to maintain a Section 125 Plan for employees'
contributions under this Article as long as such Plan continues to be permitted by State and Federal
law.
Section 11.8 Dental Plan Employees covered by the City Group Health Insurance Plan described in
Section 11.2 shall be eligible to elect coverage under the City dental plan, single or family coverage. The
employee shall pay one-hundred percent (100%) of the premium cost for both single and family
coverage, which premium may increase from time to time.
Section 11.9 Post-Employment Health Plan The City agrees to establish a post-employment
health plan for members of the bargaining unit. Employees agree that each year they will contribute
thirty-two (32) hours of accrued sick time and compensatory time, for a total of sixty-four (64) hours of
time to the plan by the end of the second pay period of November of each year as the total contribution
for said year.
ARTICLE 12 TERMINATION AND LEGALITY CLAUSES
Section 12.1 Savings If any provision of this Agreement is subsequently declared by legislative
or judicial authority to be unlawful, unenforceable or not in accordance with applicable statutes,
all other provisions of this Agreement shall remain in full force and effect for the duration of this
Agreement. In such event, upon the request of either party, the parties shall meet promptly and
negotiate with respect to substitute provision(s) for those provision(s) held invalid or
unenforceable.
Section 12.2 Entire Agreement This Agreement constitutes the entire agreement between the
parties and concludes collective bargaining on any subject, whether included in this Agreement
or not, for the term of this Agreement, except as otherwise provided by statute.
Section 12.3 Term This Agreement shall be effective January 1, 2023 and shall terminate at
11:59 p.m. on December 31, 2026. Not earlier than September 1, 2022 either the City or the
Union may give written notice to the other party by registered or certified mail of its desire to
negotiate modifications to this Agreement, said modifications to be effective January 1, 2027,
unless mutually agreed otherwise.
Section 12.4 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 and
until a new Agreement is reached.
For the Union:For the City:
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MEMORANDA OF UNDERSTANDING
Reduction in Rank Due to Layoffs
The City agrees that if in the future a layoff of a covered member is implemented, the reduced
Sergeant, who will be the Sergeant with the least amount of service in the rank, will be placed
back in his former position as a Police Officer. The member’s pay and longevity step shall be
based on if the member would have remained as a Police Officer. If the member’s pay is above
the top pay of a Police Officer, then the member shall be paid at the highest step in the pay range
for Police Officer. If the member’s pay is within the pay range for Police Officer, then the
member shall be paid the closest pay to his current pay, within the range for Police Officer,
which does not result in a pay reduction. Any member returned to a lower rank as a result of a
layoff will be first on the list when the next promotional opportunity occurs. This Memorandum
of Understanding applies to layoffs only.
Use of Outside Counsel for Bargaining Unit Members
A member of the bargaining unit, who is named as a defendant in any matter before a Federal
and/or State Court, may request the use of outside counsel of the member’s choosing, providing
the member was acting in good faith within the scope of his official duties, which gave rise to the
lawsuit. Such a request shall be directed in writing to the City’s Corporation Counsel, who will
have the final say in whether or not outside counsel is used and if the suggestion made for a
particular Attorney by the member is acceptable. The City’s Corporation Counsel shall agree
upon the amount of compensation that shall be paid to the chosen Attorney and negotiate the
terms of the engagement.
Compensatory Time Caps
The Memorandum of Understanding (MOU) is agreed to by and between the parties of City of
Evanston (hereinafter also known as the “Employer”) and the Illinois Fraternal Order of Police
Labor Council (hereinafter also known as the “FOP”) to address Article X - Hours of Work and
Overtime, Section 10.4 Compensatory Time in the Collective Bargaining Agreement January 1,
2019 through December 31, 2022 and continuing between the parties. All other Sections in
Article X shall remain as written in the Collective Bargaining Agreement. The parties to the
MOU agree to the following understanding of the current practice and utilization of Section 10.4
Compensatory Time and such understanding shall be made part of the Agreement between the
parties and continuing on when dealing with the excess balances as denoted on Attachment A as
of January 1, 2019. The parties agree (Employer and FOP) that the individuals listed on
Attachment A can maintain balances of compensatory time in excess of those specified in
Section 10.4 as specifically articulated in Attachment A.
This MOU will be made part of the Collective Bargaining agreement, until December 31, 2022
pertaining to excess balances listed on Attachment A, Compensatory Time Caps, and in
accordance with Section 10.4.
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Additional Compensatory Time
Within one (1) month of the effective date of this Agreement, the City will deposit sixteen (16)
hours into each employee’s compensatory time bank as a one-time consideration in 2019. These
hours will be used consistent with Section 10.4 above.
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Attachment A – Compensatory Caps – Section 10.4
Employee Max Compensatory Cap
MULLIGAN, GENE 960 hours
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