R-26-02 04/08/02RESOLUTION R' a4 ` a k
RESOLUTION AUTHORIZING ADOPTION OF A LABOR AGREEMENT BETWEEN
THE VILLAGE OF LEMONT AND METROPOLITAN ALLIANCE OF POLICE
LEMONT POLICE CHAPTER #39
WHEREAS, the Lemont Police Department is represented by Metropolitan Alliance of
Police Lemont Police Chapter #39, and;
WHEREAS, following negotiations with the Police bargaining unit, the Police Department
has ratified the terms of a Labor Agreement; and
WHEREAS, the terms of this labor agreement shall extend from May 1, 2002 through April
30, 2005.
NOW THEREFORE, BE IT RESOLVED by the President and Board of Trustees that the
attached Agreement be approved.
PASSED AND APPROVED BY THE PRESIDENT AND BOARD OF TRUSTEES OF
THE VILLAGE OF LEMONT, COUNTIES OF COOK, WILL AND DuPAGE, ILLINOIS
on this 8th day of April , 2002.
John Benik
Debby Blatzer
Peter Coules
Connie Markiewicz
Steve Rosendahl
Jeanette Virgilio
Attest:
AYES NAYS PASSED ABSENT
V
CHARLENE SMOLLEN, Village Clerk
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
THE VILLAGE OF LEMONT
and
METROPOLITAN ALLIANCE OF POLICE
LEMONT POLICE CHAPTER #39
2002 - 2005
TABLE OF CONTENTS
Page
PREAMBLE 1
ARTICLE I 2
RECOGNITION 2
Section 1.1 - Representative Unit 2
Section 1.2 - Application of Agreement 2
ARTICLE II 3
UNION SECURITY 3
Section 2.1 - Dues Checkoff 3
Section 2.2 - Fair Share 3
Section 2.3 - Indemnification 3
ARTICLE III 4
NON - DISCRIMINATION 4
ARTICLE IV 5
LABOR MANAGEMENT COMMITTEE 5
ARTICLE V 6
ENTIRE AGREEMENT 6
ARTICLE VI 7
CONTINUITY OF OPERATION 7
Section 6.1 - No Strike 7
Section 6.2 - Union's Responsibility 7
Section 6.3 - Discharge of Violators 7
Section 6.4 - No Lockout 7
Section 6.5 - Reservation of Rights 7
ARTICLE VII 8
BILL OF RIGHTS 8
ARTICLE VIII 9
WORKING CONDITIONS 9
Section 8.1 - Locker Provided 9
Section 8.2 - Eating Area 9
Section 8.3 - Loss of Personal Property 9
Section 8.4 - Drug/Alcohol Testing 9
i
ARTICLE IX 10
PERSONNEL FILES 10
Section 9.1 - Personnel Files 10
Section 9.2 - Forms 10
ARTICLE X
SENIORITY
Section 10.1 -
Section 10.2 -
Section 10.3 -
Section 10.4
Section 10.5
Section 10.6
11
11
Definition of Seniority 11
Loss of Seniority 11
Application of Seniority 11
- Layoffs and Recall 12
- Failure to Respond to Recall 12
- Seniority List 12
ARTICLE XI 13
GRIEVANCE PROCEDURE 13
Section 11.1 - Definition 13
Section 11.2 - Procedure 13
Section 11.3 - Arbitration 14
Section 11.4 - Limitations on Authority of Arbitrator 14
Section 11.5 - Miscellaneous 14
Section 11.6 - Promotion, Suspension or Termination 15
ARTICLE XII 16
UNION STEWARDS 16
ARTICLE XIII 17
UNION REPRESENTATIVE 17
ARTICLE XIV
DISCIPLINE
Section 14.1
Section 14.2
Section 14.3
Section 14.4
Section 14.5
18
18
18
18
18
18
18
ARTICLE XV 19
MILEAGE REIMBURSEMENT 19
ARTICLE XVI 20
PARTIAL INVALIDITY 20
ARTICLE XVII 21
BULLETIN BOARDS 21
ii
ARTICLE XVIII 22
REGULAR HOLIDAYS 22
Section 18.1 - Holidays 22
Section 18.2 - Personal Holidays 23
ARTICLE XIX 24
INSURANCE 24
Section 19.1 - Health and Major Medical Insurance 24
Section 19.2 - Life Insurance 24
Section 19.3 - Death of an Officer in the Line of Duty 24
ARTICLE XX
PAID VACATIONS
Section 20.1 -
Section 20.2 -
Section 20.3 -
Section 20.4 -
25
25
Eligibility and Accrual 25
Vacation Pay 25
Scheduling 25
No Accumulation 26
ARTICLE XXI 27
WORKER'S COMPENSATION 27
ARTICLE XXII 28
SHORT -TERM DISABILITY 28
Section 22.1 - Short-Term Disability 28
Section 22.2 - Family and Medical Leave 28
ARTICLE XXIII 29
VOLUNTARY LEAVE OF ABSENCE 29
ARTICLE XXIV 30
MILITARY LEAVE 30
ARTICLE XXV 31
31
JURY LEAVE
ARTICLE XXVI 32
FUNERAL LEAVE 32
ARTICLE XXVII 33
OUTSIDE EMPLOYMENT 33
ARTICLE XXVIII 34
CLOTHING ALLOWANCE 34
Section 28.1 - New Employees 34
iii
Section 28.2 - Uniform Voucher 35
Section 28.3 - Protective Vest Replacement 35
ARTICLE XXIX 36
EDUCATIONAL BENEFITS 36
ARTICLE XXX
SICK LEAVE
Section 30.1 -
Section 30.2 -
Section 30.3 -
Section 30.1 -
ARTICLE XXXI
HOURS OF WORK
Section 31.1 -
Section 31.2 -
Section 31.3 -
Section 31.4 -
Section 31.5 -
Section 31.6
Section 31.7
Section 31.8
37
37
Absence from Work 37
Sick Leave Usage 37
Sick Leave Accrual 37
Sick Leave Buy Back 37
AND OVERTIME
Overtime
Compensatory Time
No Guarantee
Court Time
Call -Back Time
- Effects Bargaining
- Equalization of Overtime
- Shift Exchange
38
38
38
39
39
39
39
39
39
39
ARTICLE XXXII 40
SALARIES 40
Section 32.1 - Base Annual Salary 40
Section 32.2 - Stipends 40
Section 32.3 - Pension Contributions 40
ARTICLE XXXIII 41
MANAGEMENT RIGHTS 41
ARTICLE XXXIV 42
FIRE AND POLICE COMMISSIONERS 42
ARTICLE XXXV 43
NO PYRAMIDING 43
ARTICLE XXXVI 44
TERM OF AGREEMENT 44
APPENDIX A 45
iv
PREAMBLE
This Agreement is made and entered into by and between the Village of Lemont
(hereinafter referred to as the "Village ") and the Metropolitan Alliance of Police, Lemont Police
Chapter #39 (hereinafter referred to as the "Union ").
1
ARTICLE I
RECOGNITION
Section 1.1 - Representative Unit
The employer recognizes the Union as the sole and exclusive representative for all sworn
police officers of the employer in the job classification of police officer and excluding all sworn
police officers above the rank of police officer and all supervisors, managers, and confidential
employees.
Section 1.2 - Application of Agreement
The terms of this Agreement are applicable only to full -time sworn police officers.
2
ARTICLE II
UNION SECURITY
Section 2.1 - Dues Checkoff
With respect to any employee from whom the employer receives individual written
authorization, signed by the employee in a form agreed upon by the Union and the Employer, the
Employer shall deduct from the wages of the employee the dues required as a condition of
membership in the Union, or a fair share fee, and shall forward such amount to the Union within
thirty (30) calendar days after close of the pay period for which the deductions are made, the
amounts deducted shall be set by the Union.
Section 2.2 - Fair Share
During the term of this Agreement, Police Officers who are not members of the Chapter
shall, commencing thirty (30) days after the effective date of this Agreement, pay a fair share fee
to the Chapter for collective bargaining and contract administration services tendered by the
Chapter as the exclusive representative of the officers covered by this Agreement. Such fair
share fee shall be deducted by the Village from the earnings of non - members and remitted to the
Chapter each month. The Chapter shall annually submit to the Village a list of the officers
covered by this Agreement who are not members of the Chapter and an affidavit which specifies
the amount of the fair share fee, which shall be determined in accordance with the applicable
law.
Non - members who object to this fair share fee based upon bona fide religious tenets or
teachings of a church or religious body of which such employee is a member shall pay an amount
equal to such fair share fee to a non - religious charitable organization mutually agreed upon by
the employee and the Union. If the affected non - member and the Union cannot agree on an
organization, the organization shall be selected by the affected non- member from an approved
list of charitable organizations established by the Illinois State Labor Board and the payment
shall be made to said organization.
Section 2.3 - Indemnification
The Union shall indemnify and hold the Village harmless against any and all claims,
demands, suits or other forms of liability, including costs and attorneys' fees that may arise out
of or by reason of any action taken by the Village for the purpose of complying with any
provisions of this Article. If an incorrect deduction is made, the Union shall refund any such
amount directly to the involved employee.
3
ARTICLE III
NON - DISCRIMINATION
In accordance with applicable law, neither the Village nor the Union shall discriminate
against any employee covered by this Agreement because of race, sex, age, religion, creed, color,
marital status, parental status handicap, national origin, union status and/or lawful union activity.
Any dispute concerning the interpretation and application of this paragraph shall be processed
through the appropriate federal or state agency or court rather than through the grievance
procedure set forth in this Agreement.
4
ARTICLE IV
LABOR MANAGEMENT COMMITTEE
At the request of either party, the Union Steward and the Police Chief or their designees
shall meet at least quarterly to discuss matters of mutual concern that do not involve
negotiations. The Union steward may invite other bargaining unit members (not to exceed two)
to attend such meetings. The Police Chief may invite other Village representatives (not to
exceed two) to attend such meetings. The party requesting the meeting shall submit a written
agenda of the items it wishes to discuss at least seven (7) days prior to the date of the meeting.
Employees scheduled to work will notify the Police Chief prior to their attendance at a meeting,
and if such attendance is approved by the Police Chief, the employee will be permitted to attend
the meeting during his regular hours of work with not loss of pay.
A labor - management committee meeting shall not be used for the purpose of discussing
any matter this is being processed pursuant to the grievance procedure set forth in this
Agreement or for the purpose of seeking to negotiate changes or additions to this Agreement.
5
ARTICLE V
ENTIRE AGREEMENT
The parties acknowledge that during the negotiations which resulted in this Agreement,
each had the unlimited right and opportunity to make demands and proposals with respect to any
subject or matter not removed by law or by specific agreement of the parties, and that the
understandings and agreements arrived at by the parties after the exercise of that right and
opportunity are set forth in this Agreement. Therefore, the Village and the Union, for the life of
this Agreement, each voluntarily and unqualifiedly agrees that the other shall not be obligated to
bargain collectively with respect to any subject matter referred to, or covered in this Agreement.
This Agreement supersedes and cancels all prior practice and agreements, whether
written or oral, unless expressly state to the contrary herein, and together with any letter of
understanding executed concurrently with or subsequent to this Agreement constitutes the
complete and entire Agreement between the parties.
6
ARTICLE VI
CONTINUITY OF OPERATION
Section 6.1 - No Strike
Neither the Union nor any officer, member of the Union or officer covered by this
Agreement, will call, institute, authorize, participate in, sanction, encourage, or ratify any strike,
work stoppage, overtime, concerted abnormal and unapproved enforcement procedures or
policies, or mass resignation, mass absenteeism or picketing which causes any work stoppage or
any concerted refusal to perform duties by an officer or officer group. Neither the Union nor any
officer, member of the Union, or offer covered by this Agreement shall refuse to cross any picket
line, by whomever established.
Section 6.2 - Union's Responsibility
Should any activity prescribed in section 1 of this Article occur, the Union shall
immediately:
A. Publicly disavow such action by the employees or other persons involved;
B. Advise the employee in writing that such action has not been caused or sanctioned
by the Union;
C. Notify the employees stating that it disapproves of such action instructing all
employees to cease such action and return to work immediately;
D. Take such other steps as are reasonably appropriate to bring about observance of
the provisions of this Article, including compliance with reasonable requests of
the employer to accomplish this end.
Section 6.3 - Discharge of Violators
The employer shall have the right to file charges seeking discharge or otherwise
discipline any or all employees who violate any of the provisions of this Article. In such event,
the employee or employees, or the Union in their behalf, shall have no recourse to the grievance
procedure.
Section 6.4 - No Lockout
The employer agrees that it will not lockout its employees during the term of this
Agreement or any extension thereof.
Section 6.5 - Reservation of Rights
In the event of any violation of this Article by the Union or the Employer, the offended
party may pursue any legal or equitable remedy otherwise available.
7
ARTICLE VII
BILL OF RIGHTS
The Uniform Peace Officer' Disciplinary Act (50 ILCS 725) is hereby adopted by
reference.
ARTICLE VIII
WORKING CONDITIONS
Section 8.1 - Locker Provided
The Village shall provide a locker for each bargaining unit employee.
Section 8.2 - Eating Area
The Village shall provide an eating area for employees.
Section 8.3 - Loss of Personal Property
Personal property carried by an on -duty officer which is required for the performance of
the officer's duties, and which is damaged by a third party during the performance of the
officer's duties, shall be repaired or replaced at a reasonable value not to exceed a total of
$200.00 per year. In the event the officer receives restitution or other reimbursement, the amount
expended by the Village shall be reimbursed by the officer to the extent of restitution or
reimbursement received.
Section 8.4 - Drug /Alcohol Testing
The Village acknowledges that no random drug and alcohol testing policy may be
implemented without bargaining over the issue pursuant to the Illinois Public Labor Relations
Act.
9
ARTICLE IX
PERSONNEL FILES
Section 9.1 - Personnel Files
Employees shall be entitled to inspect their personnel files in accordance with the
provisions of 820 ILCS 40. No material shall be placed in an employee's personnel file unless
the employee has had an opportunity to view the material.
Section 9.2 - Forms
No employee shall be required to sign undated or incomplete forms.
10
ARTICLE X
SENIORITY
Section 10.1 - Definition of Seniority
Where the term "seniority" is used in this Agreement, it will mean as follows:
A. Seniority shall be defined as an officer's length of full -time continuous service as
a police officer in the Lemont Police Department.
B. In the event that two or more officers have the same seniority date, seniority shall
be determined by the officer's placement on the Police Commission's eligibility
list.
C. Bargaining unit employees shall be afforded seniority credit only for the purposes
set forth in this contract.
D. Except for vacation purposes, probationary officers shall have no seniority rights.
If an officer satisfactorily completes the probationary period, his/her seniority
shall be the date of original employment.
Section 10.2 - Loss of Seniority
An officer's seniority will terminate in the following circumstances:
A. The officer resigns or quits;
B. The officer retires;
C. The officer is discharged or permanently removed from the payroll, and the
separation is not reversed;
D. The officer does not return to work at the expiration of a leave of absence;
E. The officer is absent for three (3) consecutive scheduled work days without
authorization; or
F. The officer does not return to work when recalled from layoff.
Section 10.3 - Application of Seniority
Seniority shall be considered for the following:
A. Vacation preference except that of detectives (criminal and juvenile) shall draw
separately from patrol.
11
B. Layoffs as specified in the Illinois Compiled Statutes.
Section 10.4 - Layoffs and Recall
Should the employee in its sole discretion determine that it is necessary to decrease the
number of officers in the bargaining unit, it will layoff and recall officers in accordance with the
provisions set forth in the Illinois Compiled Statutes. Where applicable, affected officers and the
Union will be given notice of contemplated layoffs. Laid off officers will have recall rights for a
period of two (2) years.
Section 10.5 - Failure to Respond to Recall
If an officer fails to timely respond to recall notice by return mail or in person, his name
shall be removed from the recall list. Pursuant to 65 ILCS 5/10- 2.1 -18; an officer must make
written application for reinstatement within thirty (30) days after notification of recall.
Section 10.6 - Seniority List
As soon as practicable after signing of this contract, the employer will furnish the Union a
list showing the name, address, job title and last hiring date of each officer in the bargaining unit,
whether the officer is entitled to seniority or not. The employer shall post a similar list without
officers' addresses. Withing thirty (30) calendar days after the date of posting, an officer must
notify the employer of any alleged errors in the list or it will be considered binding on the officer
and the Union. When changes or additions to those lists become necessary, the employer will
provide notification to the Union of such changes or additions. A revised seniority list will be
posted once a year. Within thirty (30) calendar days of such posting, an officer must again notify
the employer of any alleged errors or the information in the list shall be considered binding on
the officer and the Union.
12
ARTICLE XI
GRIEVANCE PROCEDURE
Section 11.1 - Definition
A "grievance" is defined as a dispute or difference of opinion between an employee ( or
the Union) and the Village involving the meaning, interpretation or application of the specific
provisions of this Agreement except that a grievance does not include a matter within the
jurisdiction of the Fire and Police Commissioners.
Section 11.2 - Procedure
The parties acknowledge that t is usually most desirable for an employee and his
immediate supervisor to resolve problems through free and informal communications. If,
however, the informal process does not resolve the matter, the grievance will be processed as
follows:
STEP 1:
Any employee who has a grievance shall submit the grievance in writing
to the employee's immediate supervisor. The grievance shall contain a
statement of the facts, the provision or provisions of this Agreement which
are alleged to have been violated, and the relief requested. All grievances
must be presented no later than twenty (20) business days from the date of
the occurrence of the matter giving rise to the grievance, except that for
errors in pay, the time period shall be twenty -five (25) business days. An
employee's failure to file a grievance within the time period specified shall
constitute a waiver of any rights to advance the grievance. The immediate
supervisor shall render a written response to the grievant with five (5)
business days after the grievance is presented.
STEP 2: If the grievance is not settled at Step 1 and the employee wishes to appeal
the grievance to Step 2 of the grievance procedure, it shall be submitted in
writing to the Police Chief within five (5) business days after receipt of the
Village's answer to Step 1. A grievance relating to all or substantial
number of employees or the Union's own interests or rights with the
employer may be initiated at Step 2 by a Union representative. The Police
Chief, or his designee, shall investigate the grievance and, in the course of
such investigation, shall offer to discuss within five (5) business days with
the grievant and an authorized representative of the Union at a time
mutually agreeable to the parties. The Police Chief, or his designee, shall
provide a written answer to the grievant and the Union within five (5)
business days following their meeting.
STEP 3: If the grievance is not settled at Step 2 and the Union desires to appeal, it
shall be referred by the Union in writing to the Village Administrator
withing five (5) business days after receipt of the Village's answer to Step
2. Thereafter, the Village Administrator of his designee shall meet with
the grievant and a Union representative withing fifteen (15) business days
13
of receipt of the Union's appeal. The Village Administrator or designee
shall submit a written answer to the grievant and the Union within ten (10)
business days following the meeting.
Section 11.3 - Arbitration
If the grievance is not settled in Step 3 and the Union wished to appeal the grievance
from Step 3 of the grievance procedure, the Union may refer the grievance to arbitration, as
described below, within fifteen (15) business days of receipt of the Village's answer provided to
the Union at Step 3:
A. In the absence of agreement of neutral arbitrator, the parties shall file a joint
request with the Federal Mediation & Conciliation Service (FMCS) for a panel of
five (5) arbitrators from which the parties shall select a neutral arbitrator. The
parties shall agree to request the FMCS to limit the panel to members of the
National Academy of Arbitrators and to those residing in the greater Chicago
area. Both the Village and the Union shall each have the right to reject one panel
in its entirety within seven (7) business days of its receipt and request that a new
panel be submitted. The Village and the Union shall alternatively strike names
from the panel. The order of striking names shall be determined by a coin toss
with the losing party striking the first and the third names. The remaining person
shall be the arbitrator.
B. The arbitrator shall be notified of his/her selection and shall be requested to set a
date for the hearing, subject to the availability of Union and Village
representatives. The fees and expenses of the arbitrator and the cost of a written
transcript for the arbitrator shall be divided equally between the Village and the
Union; provided, however, that each party shall be responsible for compensating
its own representatives and witnesses.
Section 11.4 - Limitations on Authority of Arbitrator
The arbitrator shall have not right to amend, modify, add to, or subtract from the
provisions of this Agreement. The arbitrator shall be empowered to determine the issue(s) raised
by the grievance as submitted in writing at Step 1 or at Step 2 (by the Union). The decision or
award of the arbitrator shall be final and binding upon the Village, the Union and the employees
covered by this Agreement.
Section 11.5 - Miscellaneous
11.5.1 A "business day" is defined as a calendar day exclusive of Saturdays, Sundays or
holidays observed by the Village.
11.5.2 No grievance may be filed more than twenty (20) business days from the day of
the original occurrences of the event giving rise to the grievance. No grievance filed after the 20-
14
day period shall be processed. The failure of an employee to act within the time limits will act
as a bar to any further appeal.
11.5.3 Any decision not appealed by the employee or the grievant as provided within the
time limits specified in each step shall be considered settled on the basis of the latest decision
and shall not be subject to further appeal. Any grievance not answered within the time limits
specified in each step shall be automatically appealed to the next step. Time limits at each step
may be extended by mutual agreement of the grievant and the Village.
11.5.4 No matter or action shall be treated as a grievance unless a grievance is filed in
accordance with this Article.
Section 11.6 - Promotion, Suspension or Termination
It is understood that matters involving promotion, suspension or termination are subject
to the jurisdiction of the Chief of Police and the Board of Fire and Police Commissioners and are
not subject to this grievance procedure.
15
ARTICLE XII
UNION OFFICERS
The Village recognized the right of the Union to select Union officers, representatives, or
stewards, and the Union agrees to furnish the Village, within 2 weeks of ratification of this
Agreement, with the names of the officers, representatives, or stewards selected by the Union..
Union officers, representatives and/or stewards are not permitted to conduct Union business
during work hours without the permission of the Chief of Police.
16
ARTICLE XIII
UNION REPRESENTATIVE
The Village agrees that non - employee officers and representatives of the Union shall
have reasonable access to designated areas of the premises during normal Village Hall working
hours with advance notice to the Chief. Such access shall be for the administration of this
Agreement. The Union agrees that such activities shall not interfere with the normal work duties
of the employees or interfere with the confidential operation of the Department. The Village
reserves the right to designate the accessible areas as provided herein.
17
A
ARTICLE XIV
DISCIPLINE
Section 14.1
Oral and written reprimands shall be subject to the grievance procedure or to
determination by the Fire and Police Board at the election of the officer affected. Once an
employee elects a procedure for review of an oral or written reprimand neither the officer or the
union shall have recourse to the other method of review. The Village and the Chapter recognize
that promotions, suspensions, and termination, are within the sole jurisdiction of the Fire and
Police Board and are not subject to the terms of this Agreement, including the grievance
procedure.
The parties agree that all newly employed Patrol Officers are required to serve a
probationary period of twelve (12) months. During the probationary period, the officer is an
employee -at -will and may be disciplined or discharged without notice and without cause, and
without recourse to the grievance procedure.
Section 14.2
If the Village has reason to discipline an employee, it will make every effort to do so in a
manner that will not unduly embarrass the employee before other fellow employees or members
of the public. A violation of this section shall not be cause to rescind any disciplinary action.
Section 14.3
In cases or oral reprimand, notation of such oral reprimand shall become a part of the
employee's personnel file and a copy given to the employee.
Section 14.4
All oral and written reprimands shall be expunged upon written request of the employee
after eighteen (18) months from the date of discipline if the employee has not been disciplined
for a similar incident.
All suspension of five (5) days or less issued by the Chief shall be expunged upon written
request of the employee after four (4) years from the date of discipline if the employee has not
bee n disciplined for a similar incident and if the employee did not appeal the suspension to the
Fire and Police Board.
Section 14.5
A suspension day is defined as an 8 -hour day.
ARTICLE XV
MILEAGE REIMBURSEMENT
An employee who is required and authorized by the employer to use his private vehicle
for Village business shall be reimbursed at a per mile rate as established by the Village for all
Village employees.
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ARTICLE XVI
PARTIAL INVALIDITY
In the event any of the provisions of this Agreement shall be or become invalid or
unenforceable by reason of any federal or state law or local ordinance now existing or hereinafter
enacted, such invalidity or unenforceability shall not affect the remainder of the provisions
hereof.
ARTICLE XVII
BULLETIN BOARDS
The employer will make a bulletin board available for the use of the Union in non - public
locations. The union will be permitted to have posted on this bulletin board notice of a non-
controversial nature, but only after submitting them to the Chief or his designee for approval and
posting. There shall be no distribution or posting by employees of advertising political material,
notices or other kinds of literature on the employer's property other than herein provided.
21
ARTICLE XVIII
REGULAR HOLIDAYS
Section 18.1 - Holidays
A. The following shall be paid holidays for all eligible employees:
New Year's Day
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Day after Thanksgiving
Christmas Eve
Christmas Day
To be eligible for holiday pay, an Officer must work his last scheduled shift before the holiday
and the scheduled shift after the holiday.
A.
Employees Assigned to Shift Schedules
1. If an officer is regularly scheduled to work, and works on a holiday,
compensation will be at two and one -half (2 -1/2) times the officer's hourly
rate for each hour worked.
2. If a holiday falls on an officer's regularly scheduled non - vacation day off,
he will receive compensation equivalent to eight (8) hours at base rate pay
in lieu of a day off.
B. Employees Regularly Assigned to a Monday - Friday Schedule
Officers regularly assigned to a Monday through Friday schedule will receive the
day off on the celebrated holiday. If a holiday falls on a Saturday, the holiday will
be celebrated on the preceding Friday. If a holiday falls on a Sunday, the holiday
will be celebrated on the following Monday.
C. All Employees
If a holiday falls on an officer's scheduled vacation day, the officer shall receive
compensation equal to eight (8) hours of base pay in lieu of a day off.
22
Section 18.2 - Personal Holidays
All officers will be given three (3) personal days, equal to twenty -four (24) hours, off
with pay to be used within the calendar year. Any requests for personal days must be approved
at least four (4) days in advance and must not conflict with the manpower requirements of the
department. Any personal days not used within the calendar year will be lost.
23
ARTICLE XIX
INSURANCE
Section 19.1 - Health and Major Medical Insurance
The Village shall select and provide a health and major medical insurance program for
employees and dependants. The Village, at its option, may include the provision of vision care
and eye care with the benefits to be determined by the Village. The Village shall provide
bargaining unit employees with major medical and life insurance coverage at the same level of
benefits which it provided to the general non - bargaining unit work force of the Village. The
village reserves the right without future bargaining with the Union, to change the level of
benefits provided bargaining unit employees under the foregoing insurance coverage to long as
any such change is also applicable to the general non - bargaining unit work force of the Village.
The employees shall pay the following sums toward the monthly premiums for said
coverage with the Village paying the remaining monthly premium amounts as payroll
deductions:
Single -
Family -
15% of Premium
20% of Premium
Section 19.2 - Life Insurance
The Village shall select and provide group life insurance benefits for employees equal to
fifty thousand dollars ($50,000.00) . The Village shall pay the entire premium for said coverage.
Section 19.3 - Death of an Officer in the Line of Duty
In the event that an officer dies in the performance of his duties, and the death is not
subject to the benefits provided by the Public Safety Employee Benefits Act, the Village shall
pay the full premium for the continuation of the then current health/major medical insurance for
the officer's spouse and minor children for a period of five (5) years, or until a surviving spouse
dies, remarries or becomes eligible for social security benefits, or until a surviving minor
dependent attains the age of twenty -one years. In addition, the Village shall provide
reimbursement of up to five thousand dollars ($5,000.00) for burial expenses.
24
ARTICLE XX
PAID VACATIONS
Section 20.1 - Eligibility and Accrual
Paid vacations are provided to employees in accordance with length of continuous
service. Annual vacation is earned at the commencement of each fiscal year according to the
following accrual schedule:
Length of Service Annual Vacation
Less than five (5) years 80 hours
Upon reaching fifth (5th) 120 hours
Anniversary of Employment
Upon reaching tenth (10`h) 160 hours
Anniversary of Employment
Upon reaching fifteenth (15th) 200 hours
Anniversary of Employment
Upon reaching twentieth (20th) 240 hours
Anniversary of Employment
Covered officers who utilize vacation and subsequently leave the employ of the Village
shall be required to reimburse the Village for the pro rata share of used but unearned vacation.
(e.g., a first year officer utilizing 80 hours of vacation in June and departing the Village on
October 31 shall be responsible for reimbursing the Village for 40 hours of vacation time used).
Section 20.2 - Vacation Pay
The rate of vacation pay shall be the employee's regular straight -time rate of pay in effect
for the employee's regular job classification at the commencement of the vacation period.
Section 20.3 - Scheduling
Sign -up for annual vacations will begin on May 1 with all employees covered by this
Agreement's final vacation sign -ups being posted by May 31 . A sign -up sheet will be posted
providing each officer the opportunity to select vacations. Vacations will be allocated according
to shift. After May 31 , vacations will be on a first come, first serve basis according to shift.
Adjustments, cancellations, and re- scheduling of vacation periods may occur during the
calendar year, provided a minimum of thirty (30) days written notice is given to the Chief or his
designate and that they do not conflict with previously scheduled employee vacation periods.
Any such adjustment or scheduling shall be granted based on a first come basis.
Subject to the approval of the Chief or his designee, a maximum of eighty (80) vacation
25
hours may be carried over to the following fiscal year . In all other instances no carry over for
vacation is permitted and all unused vacation at the end of a fiscal year shall be forfeited.
All vacation requests are subject to manpower constraints and the authorization of the
Chief of Police or his designate. The Chief of Police or his designate may, to meet emergencies,
order an Officer(s) to forego or cancel all or part of his vacation. The employee will be allowed a
non - conflicting vacation period at a later date.
Section 20.4 - No Accumulation
Vacation credit shall not be accumulated during any layoff period, nor shall vacation
credit be accumulated during an unpaid leave of absence.
26
ARTICLE XXI
WORKER'S COMPENSATION
Worker's Compensation shall be subject to state statute.
ARTICLE XXII
SHORT -TERM DISABILITY
Section 22.1 - Short -Term Disability.
If an employee shall require a leave of absence for medical reasons, and such leave
extends beyond any accrued sick leave, vacation, personal days or compensatory time due, the
employee may request to be placed on unpaid short-term disability status. During such unpaid
leave, the employee may be eligible for disability earnings subject to the pension and/or
insurance policy in force. Any short-term disability shall be documented with a written medical
statement. Approval of short-term disability status shall be the role of the Village Administrator.
Sick leave, vacation, holiday benefits and seniority will not accrue during the short-term
disability, and the employee's anniversary date shall be adjusted according to the length of
absence. Health and life insurance benefits will be maintained during the disability leave,
according to the provisions of the policy in effect, and provided that the employee pays the full
premium amount.
If a short-term disability leave is granted for a period of three (3) calendar months or less,
the employee's position will remain vacant until expiration of the leave. Reinstatement shall
only occur if the position has not been eliminated due to reorganization or budgetary constraints.
Unpaid leaves in excess of three (3) months provide no guarantee of reinstatement to the former
positions, unless approved by the Village Administrator.
Upon expiration of a leave of absence the Village Administrator shall attempt to reinstate
the employee to his/her former position or one that is similar, depending upon qualifications.
The Village will provide written notice of termination to an employee who has not
returned to work within five (5) days after the disability period.
Officers assigned to temporary light duty assignments shall be paid at their regular rate of
pay.
Section 22.2 - Family and Medical Leave
An employee shall be entitled to Family and Medical Leave as provided by law. All paid
sick leave which is used for and FMLA eligible event shall run concurrently with FMLA leave
and shall be deducted from an employee's annual FMLA leave time.
28
ARTICLE XXIII
VOLUNTARY LEAVE OF ABSENCE
An unpaid leave of absence may be requested by employees with more than one (1) year
of continuous service. Requests for leave must not exceed six (6) months. Requests for leave
shall be made in writing to the Department Head along with an explanation of the reason for the
request. Unpaid leaves may be granted with the approval of the Village Administrator. Unpaid
leaves of absence for sworn personnel shall be subject to state statutes.
Sick leaves, vacation, holiday benefits, and seniority will not accrue during the leave of
absence, and the employee's anniversary date shall be adjusted according to the length of
absence. Health and life insurance benefits will be maintained during the leave of absence
according to the provisions of the policy in effect and provided that the employee pays the full
premium amount. Upon return to duty, employees will receive credit for all unused sick or
vacation leave earned prior to the leave of absence.
If a leave of absence is granted for a period of one (1) calendar month or less, the
employee's position will remain vacant until the leave expires. Reinstatement shall only occur if
the position has not been eliminated due to reorganization or budgetary constraints. Unpaid
leaves in excess of one (1) month provide no guarantee of reinstatement to the former position,
unless approved by the Village Administrator. A medical leave of absence (short-term disability)
is subject to rules as outlined in Article XXII.
Upon expiration of a leave of absence the Village Administrator shall attempt to reinstate
the employee to his/her former position or one that is similar, depending upon qualifications. If
no position is available upon expiration of the leave of absence, the employee may be considered
for future opening s depending upon qualifications.
The Village shall provide written notice of termination to an employee who has not
returned to work withing five (5) days after the leave of absence has ended.
Denial of a voluntary leave of absence shall not be subject to the grievance procedure.
An employee may request a meeting with the Village Administrator to discuss the denial.
29
*ARTICLE XXIV
MILITARY LEAVE
Military leave, without pay, will be granted as required by state or federal law.
30
ARTICLE XXV
JURY LEAVE
Employees shall receive their regular base pay for the time spent on jury duty upon
signing and returning their jury duty check to the Village.
31
ARTICLE XXVI
FUNERAL LEAVE
An employee may be granted a maximum of five (5) paid working days funeral leave due
to death in the immediate family. The immediate family is defined to include: spouse, child,
mother, father, sister, sister -in -law, brother, brother -in -law, mother -in -law -, father -in -law,
grandparents or guardian.
32
ARTICLE XXVII
OUTSIDE EMPLOYMENT
The Chief of Police, in his sole discretion, may restrict off -duty employment in the best
interest of department operations. Patrol Officers may be allowed to engage in off -duty
employment subject to the prior written approval of the Chief of Police or his designate.
33
ARTICLE XXVIII
CLOTHING ALLOWANCE
Section 28.1 - New Employees
Officers starting on the Police Department shall be equipped with uniforms and
equipment by the Village in accordance with the list described below. Equipment and uniforms
issued to new officers will be returned to the Village if the officer fails to complete eighteen (18)
months of service with the Village.
1. Hats
a. 1 year round dress hat
b. 1 winter
c. 1 baseball type cap
d. 1 hat shield
2. Jacket
a. 1 winter
b. 2 spring /fall
3. Stars /Shield
a. 1 shirt
b. 1 jacket
4. Shirts
a. 3 long sleeve
b. 3 short sleeve
c. 2 polo shirts
5. Ties
a. 2 ties
b. 1 tie bar
6. 3 pair trousers /pants
7. 1 trouser /pant belt
8. 1 pair shoes
9. 1 pair boots
10. Gun equipment
a. Uncle Mike's belt or Sam Brown belt/or leather
duty belt
b. 1 patrol holster
c. double snap clip pouch or quick loader
34
d. handcuff case
e. PR24 or nightstick holder /or ASP (dependant on
certification)
f. 4 double snap keepers
g. set of handcuffs with key
11. Protective vest
12. Rain gear
13. 1 wooly pully sweater
14. 2 name tags /plates
15. 2 police badges
16. Capstun device with holster
17. 1 baton ring
18. Radio holder
19. 1 epaulet radio mic holder
20. 50 rounds of ammunition
21. 1 key holder
22. 1 reflective vest
23. 2 sets of ammo magazines or speed loaders for revolver ammunition
Section 28.2 - Uniform Voucher
The Village shall maintain a voucher system for authorized uniform and equipment
replacement acquisition. Each officer shall have an annual limit of $550.00 to be used pursuant
to the voucher system for the replacement and acquisition of authorized uniform components and
equipment. An officer assigned to plainclothes duty as a regular assignment may use said
amount for civilian clothes needed for plainclothes duty.
Section 28.3 - Protective Vest Replacement
The Village shall replace protective vests five (5) years from the manufacture date of the
vest.
35
ARTICLE XXIX
EDUCATIONAL BENEFITS
A full -time employee with at least one year of service with the Department may seek
reimbursement for job - related college courses in accordance with the provisions of this section.
All requests shall be subject to the approval of the Village Administrator, and subject to the
availability of funds.
Reimbursement shall be subject to the following criteria:
1. A written request by the employee with all supporting documents to the Chief
prior to registration.
2. The course or curriculum must be, in the opinion of the Village Administrator,
related to the employee's job, and approved by the Village Administrator prior to
enrollment.
3. The amount of funds budgeted by the Village, and available for reimbursement on
a village wide basis.
4. Courses must be taken from an accredited college or university.
5. The employee must receive a minimum grade of "C" or its numerical equivalent.
6. Reimbursement is limited to tuition, books and laboratory fees which must be
supported by presentment of an official receipt of payment issued by the
institution attended.
7. Classes are not to be taken during employee's work hours.
8. The employee must sign an agreement to repay the Village for all reimbursement
received, if the employee leaves the employment of the Village for any reason
prior to the completion of a period of one (1) year after completion of the course
so reimbursed, including therein an agreement for withholding of said amount
from the employee's last payroll check or checks.
Reimbursement shall be limited to a maximum of Two Thousand Dollars ($2,000.00) per
employee during any calendar year. In the event that funding is not available for all village
employees who have been approved for reimbursement, the Village Administrator may prorate
the reimbursement among the approved employees.
36
ARTICLE XXX
SICK LEAVE
Section 30.1 - Absence from Work
All absences from work must be reported to the Supervisor in charge a minimum of two
(2) hours prior to their assigned work shift. Unauthorized absence from work is to be regarded as
an unpaid absence without leave. Instances of absence without leave may be grounds for
disciplinary action.
If an officer becomes ill during working hours, he must notify his supervisor before
leaving work.
Section 30.2 - Sick Leave Usage
Sick leave may be used only for illness for employee, or for the care of an ill or injured
member of the officer's immediate family who resides with the employee. If the duration of the
illness lasts longer than one day, the employee must notify the Chief of Police and/or his
designate daily. An employee may be required after three (3) consecutive days absence to
furnish a certificate from a licensed physician to support their sick leave claim. An employee
who has three events of sick leave usage in a six -month period may be required to furnish a
certificate from a person physician to support their sick leave claim for any further sick leave
usage. The employee may be required to be examined by a physician designated by the Village
at the expense of the Village. Sick leave may only be used in increments of no less than one (1)
hour. Failure to follow the foregoing procedures or providing false or misleading information
may result in the absence being considered an unexcused absence for which no pay will be
received and may result in disciplinary action.
Section 30.3 - Sick Leave Accrual
Employees shall accrue sick leave at the rate of 8 hours for each month worked.
An employee shall receive credit for a month if the employee has worked or been on paid
sick leave at least one -half of the employee's scheduled workdays in a calendar month. Sick
leave may accumulate to a maximum of 1504 hours. Sick leave earned in excess of the
maximum shall be forfeited.
Section 30.4 - Sick Leave Buy Back
Upon retirement from the Village police department after 20 years of service with the
Village police department, an employee will receive payment for 25% of any unused,
accumulated sick leave
37
ARTICLE XXXI
HOURS OF WORK AND OVERTIME
Section 31.1 - Overtime
31.1.1 Eight -Hour Shift
Patrol Officers who are assigned to an eight -hour shift shall receive overtime pay for all
time worked in excess of one hundred sixty (160) hours in a 28 -day work period. Overtime shall
be compensated at a rate of on and one -half (1 %) time the Officer's regular hourly straight time
rate of pay. All authorized paid time off shall be included in determining whether an Officer has
worked in excess of the 160 -hour requirement.
Patrol Officers shall be permitted two (2) fifteen (15) minute rest periods, one to be taken
at a reasonable time during the first half of the shift and one to be taken at a reasonable time
during the second half of the shift, and one thirty (30) minute meal period during each shift.
Patrol Offices shall remain on duty during rest and meal periods.
31.1.2 Twelve -Hour Shift
Patrol Officers who are assigned to a twelve -hour shift receive overtime pay for all time
worked in excess of 168 hours in a 28 -day work period. Overtime shall be compensated at a rate
of one and one -half (1 -1/2) times the Officer's regular hourly straight time rate of pay. All
authorized paid time off shall be included in determining whether an Officer has worked in
excess of the 168 -hour requirement.
For all hours worked in excess of 160 hours but not in excess of 168 hours, Patrol
Officers shall receive straight time pay, in addition to their regular base salary.
Patrol Officers shall be permitted two (2) fifteen minute rest periods and one -forty (45)
minute meal period during each shift. Patrol Officer shall remain on duty during rest and meal
periods.
31.1.3 Modified Twelve -Hour Shift
The modified twelve -hour shift shall provide for a combination of twelve -hour shifts with
two eight -hour shifts within a 28 -day work period. Patrol Officers who are assigned to an eight -
hour shifts shall receive overtime pay for all time worked in excess of one hundred sixty (160)
hours in a 28 -day work period. Overtime shall be compensated at a rate of one and one -half (1-
1/2) times the Officer's regular hourly straight time rate of pay. All authorized paid time off
shall be included in determining whether an Officer has worked in excess of the 160 -hour
requirement.
While working the eight -hour shift, Patrol Officers shall be permitted two (2) fifteen (15)
minute rest periods, one to be taken at a reasonable time during the first half of the shift and one
to be taken at a reasonable time during the second half of the shift, and one thirty (30) minute
meal period during each shift. While working the twelve -hour shift, Patrol Officers shall be
permitted two (2) fifteen minute rest periods and one forty-five (45) minute meal period during
each shift. Patrol Officers shall remain on duty during rest and meal periods.
38
Section 31.2 - Compensatory Time
31.2.1 Accrual
Overtime compensation at the overtime rate may, at the employer's discretion, be made
as wages or as compensatory time off. Compensatory time may accrue to a maximum of 168
hours. If an employee is at the maximum accrual, all additional overtime compensation shall be
as wages.
31.2.2 Usage
Use of compensatory time will be subject to the approval of the Chief or his designate.
Said approval shall not be unreasonably denied.
Section 31.3 - No Guarantee
Nothing in this Agreement shall be construed as a guarantee of a maximum or minimum
daily or weekly work schedule.
Section 31.4 - Court Time
When an Officer is required to be present at court for work - related reasons during non-
duty hours, the officer shall receive a minimum of three (3) hours pay at time and one -half (1 -1/2 )
the officer's regular base rate.
Section 31.5 - Call -Back Time
All officer called back to work after having left work shall receive a minimum of two (2)
hours pay at time and one -half (1 -1/2) the officer's regular base rate, unless the time extends to the
officer's regular work shift or unless the officer is called back to rectify his own error.
Section 31.6 - Effects Bargaining
The Parties agree that they have bargained the effect of changing patrol shifts from 12-
hour shift to 8 -hour shift as a part of the negotiations leading to this successor agreement. In the
event that the Village, in its sole discretion, elects to change the practice of using an 8 -hour shift
for patrol assignments, it agrees to bargain with the Union over the effect of such change.
Section 31.7 - Equalization of Overtime
For planned overtime, every attempt shall be made to distribute the overtime fairly and
equitably.
Section 31.8 - Shift Exchange
Officers may switch a scheduled day with another officer. Such exchange shall not be the
cause of overtime and shall be subject to the approval of the Chief of Police or his designee.
39
ARTICLE XXXII
SALARIES
Section 32.1 - Base Annual Salary
Covered employees shall receive compensation as set forth in Appendix A, attached
hereto. All wages and wage - related benefits shall be retroactive to May 1, 2002
Section 32.2 - Stipends
A. Detectives /Juvenile Investigator
All Officers assigned to work as a Detective or Juvenile Investigator shall
receive an annual stipend of $1000 to be paid pro rata on each paycheck
while the officer is serving in said assignment.
B. Officer in Charge
When an employee is assigned to act as an officer in charge during a patrol
shift the employee shall receive two dollars ($2.00) per hour for each hour
that the employee acts in that capacity.
C. Canine Officer
Should the Chief of Police assign an officer to the position of Canine
Officer, said officer shall be entitled to 1.25 hours of release time per
scheduled 12 -hour shift, and 1 hour of release time per scheduled 8 -hour
shift as total compensation for the care of the canine.
Section 32.3 - Pension Contributions
The Village agrees to adopt a resolution implementing a tax deferral of employee pension
contributions as provided by law.
40
ARTICLE XXXIII
MANAGEMENT RIGHTS
Except as limited by the express language of this Agreement, Employer retains the
exclusive right to manage the operations, determine its policies, budget and operations, the
manner of exercise of its statutory functions and the directions of its working forces, including,
but not limited to the rights to hire, promote, demote, transfer, allocate and assign Employees: to
discipline, suspend and discharge, to lay off or relieve Employees from duty; to determine the
size and compositions of the work force; to make and endorse work rules, rules of conduct and
regulations; to maintain discipline, order and efficiency; to determine the departments, divisions
and sections and work to be performed therein; to determine the number of hours of work shift
per work week; to establish and change work schedules and assignments; to introduce new
methods of operation; to eliminate, contract, and relocate transfer work and maintain efficiency.
41
ARTICLE XXXIV
FIRE AND POLICE COMMISSIONERS
This Agreement is not intended and shall not be construed in any manner to diminish or
modify the statutory authority of the Board of Fire and Police Commissioners (the "Board "),
Lemont, Illinois. The parties hereto expressly recognize the sole statutory authority of the Board
over employees covered by this Agreement, including, but not limited to, making, altering and
enforcing rules and regulations, and hiring, promoting, demoting, disciplining, and discharging
employees. The parties expressly agree that the actions of the Board are not subject to the terms
of this Agreement. The parties agree that all newly employed Patrol Officers are required to
serve a probationary period as prescribed by the Village. During the robation
officer is an employee -at -will and may be disciplined or discharged without notice and without
cause, and without recourse to the grievance procedure.
42
ARTICLE XXXV
NO. PYRAMIDING
Compensation shall not be paid more than once for the same hours under any provision of
this Agreement.
43
ARTICLE XXXVI
TERM OF AGREEMENT
This Agreement shall be in effect upon execution by both parties and shall remain in
effect until April 30, 2005
VILLAGE OF LEMONT
By:
Date:
By:
Date:
METROPOLITAN ALLIANCE OF POLICE
LEMONT POLICE CHAPTER #39
By:
Date:
By:
Date: Nj - 0 ,�__
44
APPENDIX A
WAGES
Step
2002 -2003
2003 -2004
2004 -2005
Start
$36,067
$37,690
$39,575
After 1 year
$37,690
$39,386
$41,356
After 2 years
$39,386
$41,159
$43,217
After 3 years
$41,159
$43,011
$45,161
After 4 years
$43,011
$44,946
$47, 194
After 5 years
$44,946
$46,969
$49,317
After 6 years
$46,969
$49,082
$51,536
After 7 years
$49,082
$51,291
$53,856
After 8 years
$51,291
$53,599
$56,279
All wages are retroactive to May 1, 2002.
advance on their anniversary date of hire.
on May 1 of each year, as set forth above.
May 1 of each year only.
Steps are based on actual years of service; officers
In addition, officers shall receive salary adjustments
Officers at top pay shall receive salary adjustments on
45
i
Village of Faith
Mayor
John F. Piazza TO:
Village of Lemont
Village Clerk FROM:
Charlene M. Smollen
Trustees
John Benik
Debby Blatzer
Peter Coules
Connie Markiewicz
Steven Rosendahl
Jeanette Virgilio
Administrator
Gary C. Holmes
Administration
phone (630) 257 -1590
fax (630) 243 -0958
Building Department
phone (630) 257 -1580
fax (630) 257 -1598
Community Development
phone (630) 257 -1595
fax (630) 243 -0958
Economic Development
phone (630) 257 -6440
fax (630) 257 -1598
Engineering Department
phone (630) 243-2705
fax (630) 257 -1598
Finance Department
phone (630) 257 -1550
fax (630) 257 -1598
Police Department
416 Main Street
phone (630) 257 -2229
fax (630) 257 -5087
Public Works
14574 127th Street
phone (630) 257 -2532
fax (630) 257 -3068
www.lemont.il.us
DATE:
RE:
418 Main Street • Lemont, Illinois 60439
EXECUTIVE MEMORANDUM
Mayor and Village Board
Gary Holmes, Village Administrator
stratdr
Drew Irvin, Assistant Village Ad mini �
Jean Nona, Village Treasurer
March 28, 2002
FINAL Capital Improvements Plan (CIP) for Years 2003 -2007
Following the March Committee -of -the -Whole meeting (COW), the CIP was
circulated to all Department Heads for any final comments and/or revisions.
Those changes, along with Board comments, have been incorporated into the
attached Village capital improvements and equipment plan for the five -year
period beginning May 1, 2002.
As noted at the March COW, the Village staff is excited to embark upon such an
aggressive list of projects.
CC; All Department Heads
Z: \drew word \CIP Report FY2003 fmal.doc
Village of Lemont
Capital Improvement Plan FY2003- FY2007
Mayor & Village Board (10 -05
Projects
FUNDING
FY 2003
FY 2004
FY 2005
FY 2006
FY 2007
Department Total
0
0
0
0
0
ADMIN /FIN (10 -10)
ENGINEERING DEPARTMENT (10 -13
FUNDING
FY 2003
FY 2004
FY 2005
FY 2006
FY 2007
Office Equipment
Computer Replacement Program
A
2,000
2,000
2,000
2,000
2,000
Software
A
2,000
2,000
2,000
2,000
2,000
Office Equipment
A
1,500
15,000
2,000
Department Total
A
5,500
19,000
4,000
4,000
4,000
ENGINEERING DEPARTMENT (10 -13
Page 1 of 9
FUNDING
FY 2003
FY 2004
FY 2005
FY 2006
FY 2007
Office Equipment
Computer Replacement Program
A
2,000
2,000
CAD Workstation
A
(2) 8,000
4,000
4,000
Plotter
A
2,000
Fiat File
A
(4) 4,500
Subtotal
12,500
2,000
2,000
4,000
6,000
Other Equipment
Survey Equipment
A
2,000
0
0
0
0
Subtotal
2,000
0
0
0
0
Vehicles
Ford Explorer
A*
9,183
3,061
Department Total
23,683
5,061
2,000
4,000
6,000
Page 1 of 9
PUBLIC WORKS DEPARTMENT (10- 15,10 -17, 22 -05, 22 -10)
Other Equipment
Mechanic Hand Tools
Wheel Dolly
Mig Welder
Loader Backhoe
FUNDING
A
A
A
L
FY 2003
8,000
0
0
77,000
FY 2004
FY 2005
FY 2006
FY 2007
Replacement & New Water Meters
B
17,000
100,000
100,000
100,000
80,000
Paving Machine
J
40,000
Sewer Jet
I
30,000
Roller Mower
J
30,000
Grass Hopper Mower
J
32,000
Tire Machine with Cage
K
3,649
Wheel Balancer
K
3,279
Truck Lift
K
24,000
Street Sweeper
J
120,000
Subtotal
162,928
250,000
100,000
100,000
152,000
(Vehicles)
1 Ton Dump Truck
J*
(2)
26,588
(2)
19,941
1 Ton Dump Truck
B
(2)
85,000
(1)
50,000
2.5 Ton Dump Truck
J'
26,458
2.5 Ton Dump Truck
J
85,000
(2)
190,000
(2)
205,000
Van
L
26,000
30,000
Ford Explorer
L
26,000
.75 Ton P/U Truck
B
(2)
60,000
30,000
30,000
2.5 Ton Dump Truck
B
110,000
Subtotal
105,046
164,941
115,000
360,000
255,000
Department Total
267,974
414,941
215,000
460,000
407,000
Page 2 of 9
POLICE DEPARTMENT (10 -20
BUILDING DEPARTMENT (10 -25
Office Equipment
Desk
Computer Replacement Program
FUNDING
FY 2003
(1) 1,200
FY 2003
FY 2005
FY 2004
FY 2007
FY 2005
FY 2006
0
FY 2007
Office Equipment
0
Computer Replacement Program
A
Shelving for Evidence File System
A
1,500
2,500
Color Printer
A
1,000
3,000
Office File Cabinets
A
(1)
2,000
(1)
2,000
(1)
2,000
(3)
6,000
Office Furniture
A
3,000
3,000
6,000
6,000
Grant Match (computers and computer software)
A
(7)
4,000
Software Updates for Computers
A
Copy Machine
A
13,000
Fax Machine
A
800
Subtotal
7,500
13,000
6,800
8,500
15,000
Other Equipment
Repeater /Receiver System
A
0
15,000
Portable Radio and Mobile Upgrade
A
(8)
8,000
(3)
3,500
(3)
3,500
(5)
5,000
(5)
5,000
Gas Masks
A
(3)
3,000
(3)
3,000
Bullet Proof Vest (Grant)
K
(12)
13,000
Badge Update
A
9,000
Vehicle Radios
A
2,000
2,000
Radar Unit Upgrades
A
Subtotal
21,000
5,500
21,500
16,000
8,000
Vehicles
Patrol Cars
A
(3)
60,000
(4)
88,000
(4)
90,000
(4)
90,000
(4)
90,000
K -9 Patrol Car
A*
7,869
4,590
ATV
A
10,000
Subtotal
67,869
102,590
90,000
90,000
90,000
Department Total
96,369
121,090
118,300
114,500
113,000
BUILDING DEPARTMENT (10 -25
Office Equipment
Desk
Computer Replacement Program
FUNDING
A
A
FY 2003
(1) 1,200
FY 2004
FY 2005
FY 2006
(2) 2,000
FY 2007
Department Total
1,200
0
0
2,000
0
Page 3 of 9
COMMUNITY DEVELOPMENT (10 -30)
Projects
Computer Replacement Program
FUNDING
A
FY 2003
FY 2004
2,000
FY 2005
FY 2006
FY 2007
2,000
Department Total
0
2,000
0
0
2,000
ECONOMIC DEVELOPMENT (10 -31)
Projects
Computer Replacement Program
Paper Folder
Graphic Software
Scanner
FUNDING
A
A
A
A
FY 2003
550
1,200
150
FY 2004
FY 2005
2,000
1,200
FY 2006
FY 2007
2,000
200
Department Total
1,900
0
3,200
0
2,200
BUILDINGS & GROUNDS (10 -35)
Construction
Police - Fire Alarm System
Police - Re- carpet offices
Police - Large Evidence Locker
Police - Evidence Cage
Police - Cameras (security system)
Police - Intercom System
VH /PD sanitary sewer replacement
VH /PD Construction (new roof)
VH Remodeling (Re- carpet First Floor)
VH /PD Construction (storage addition in basement)
Police- Remodeling (Men's Restroom)
VH /PD Construction (Install HVAC 1st Floor entrance)
VH /PD Construction (new EXIT lighting)
VH /PD Remodeling (rewire Generator to all 3 Phases)
VH /PD Construction (1st Floor Window, conf room)
VH /PD Remodeling (paint basement floor and walls)
VH /PD Replace Central AC unit
FUNDING
K
K
K
K
K
K
K
K
K
K
A
A
A
A
A
A
A
FY 2003
8,500
5,500
1,003
2,235
2,115
5,220
18,747
13,000
6,225
4,955
FY 2004
31,415
1,500
FY 2005
1,000
2,000
15,000
FY 2006
1,500
FY 2007
15,000
Department Total
67,500
32,915
18,000
1,500
15,000
Page 4 of 9
4
DOWNTOWN COMMISSION (10 -53)
Projects
HC -Canal Trail Limestone Screenings
HC -ENG Canal Restoration (Section 206 Army Corps Permit)
HC - General Fry's Landing and Safety Village Landscaping Plan
FUNDING
A
A
A
FY 2003
2,500
11,500
6,000
FY 2004
FY 2005
FY 2006
FY 2007
Total Expenditures
FY 2006
20,000
0
0
0
0
LEMA (10 -60)
Office Equipment
FUNDING
FY 2003
5,000
FY 2003
FY 2004
FY 2006
5,000
FY 2005
Department Total
FY 2006
5,000
FY 2007
Computer Replacement Program
A
5,000
(2)
2,000
Laptop Computer
A
(1)
2,000
(2)
5,000
(2)
4,000
(2)
4,000
Software
A
500
2,500
1,000
Subtotal
2,500
2,500
5,000
6,000
5,000
Other Equipment
Radio and Mobile Radio Upgrade
A
2,000
2,000
DTN (Weather Satellite) Upgrade
A
1,800
Subtotal
0
2,000
1,800
0
2,000
Vehicles
Box Van Refurbish
A
15,000
Construction
Secondary EOC (Coincide with new POL Facility)
A
10,000
Total Expenditures
2,500
19,500
16,800
6,000
7,000
Video Access League (10 -70)
Projects
Equipment
FUNDING
A
FY 2003
5,000
FY 2004
5,000
FY 2005
5,000
FY 2006
5,000
FY 2007
5,000
Department Total
5,000
5,000
5,000
5,000
5,000
Page 5 of 9
TIF / DOWNTOWN (FUND 17)
Projects
FUNDING
FY 2003
FY 2004
FY 2005
FY 2006
FY 2007
ENG - Signage /Design Grants
E
100,000
75,000
75,000
75,000
75,000
ENG -411 Talcott Lot
E
60,000
CON -411 Talcott Lot
E
190,000
ENG- Stephen St (Parking Lot)
E
10,000
CON - Stephen St (Parking Lot)
E
115,000
ENG- Stephen St Reconstruction
E
CON - Stephen St Reconstruction
E
2,400,000
Decorative Banners (Downtown)
E
16,250
5,000
5,000
Fund Total
491,250
2,475,000
80,000
75,000
80,000
WATER 1 SEWER CAPITAL IMPROVEMENTS ( FUND 25)
Projects
FUNDING
FY 2003
FY 2004
FY 2005
FY 2006
FY 2007
CON- Hillview Channel
G
0
ENG -New Ave Culvert
G
30,000
CON -New Ave Culvert
G
276,000
ENG -Old Derby Drainage
G
5,000
CON -Old Derby Drainage
G
0
ENG -I -355 Water /Sewer
G
0
ENG- Safety Village W/S
G
0
CON - Safety Village W/S
G
0
ENG -127th Street Water Main
G
0
CON -127th Street Water Main
G
20,000
ENG -First Street Sewer Relief
G
35,000
CON -First Street /Sewer Relief
G
0
ENG -KA Steel Box Culvert
G
0
50,000
CON -KA Steel Box Culvert
G
0
ENG- Eureka Drive Sewer Relief
G
10,000
CON - Eureka Drive Sewer Relief
G
30,000
ENG -NPDES Phase II Req. (moved to Fund 22)
G
0
ENG -Water System Study Update (moved to Fund 22)
G
0
ENG -CSO Overflow Monitoring (moved to Fund 22)
G
0
Fund Total
406,000
50,000
0
0
0
Page. 6of9
GENERAL CAPITAL IMPROVEMENTS (Fund 80)
Projects
CON - Safety Village
ENG- Logan /State Signal
CON - Logan /State Signal
FUNDING
A
A
A
FY 2003
20,000
0
0
FY 2004
FY 2005
FY 2006
FY 2007
ENG - Sidewalk Rating Program
A
0
2,000
2,000
2,000
2,000
CON - Sidewalk Program
A
35,000
25,000
25,000
25,000
GASB 34 Inventory
A
15,000
GIS Program
A
20,000
15,000
15,000
Quarry Area ENG
K
25,000
Quarry Area CON
K
100,000
Canal Path Pedestrian Overpass /bridge
H
60,000
RTAP Grant
A
75,000
Parkway Tree Program
A
10,000
10,000
10,000
10,000
10,000
Property for New Police /Public Works Facility
A
0
500,000
New Police Facility
A
0
5,000,000
Color Printer
A
4,000
4,000
Incremental IT Blueprint
A
16,000
5,000
3,000
3,000
3,000
Fund Total
380,000
557,000
5,055,000
40,000
19,000
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