Contracts

CONTRACT

“The Education Stipend was the best takeaway for us. We felt very strongly given the research that the higher the education level of the Officer, the lower likeliness of lawsuits against them,” said Sgt. Alicia Montes, Green Oak Township Command Officers Local Union President. "We thought we should be awarded for extending our education beyond what the minimum is for the department. Annual Tuition Reimbursement of $1,500 was always there, but we negotiated an Educational Stipend, which has not been there. Once you obtain a bachelor’s degree or higher, the Employer will give you $1,500 the first paycheck in December every single year. It worked out for us since three of the four of us already have their bachelor’s degrees and the other should be done this year. The Employer’s MERS contribution went from 8% to 10%, increasing a half percent each year up to the 10%. Upon successful passage of the millage renewal in 2024, the parties agree to a Re-opener to include years 2024 and 2025 for 457 contributions by the Employer. We asked for $5,000 matching contributions (to the 457 plans) and received it in 2026, to make up for the Tier 2 Employees having less than Tier 1 Employees. As long as the millage passes, we can negotiate for matching contributions next year and in 2025.”

Contract Duration: 5-year agreement, effective July 1, 2022 to June 30, 2027.

Wage Increases:
3% increase effective Feb. 9, 2023.
3% increase effective April 1, 2023.
3% increase effective April 1, 2024.
3% increase effective April 1, 2025.
3% increase effective April 1, 2026.

The first pay increase is retroactive to the date Patrol received their initial pay raises under their new contract.
Decreased pay scale steps to reach top Sergeant pay quicker, from 18 months to 12 months.
Sergeants maintain 15% pay increase above Patrol for an annual salary top out of $101,250 by April 1, 2026.
Lieutenants maintain a 20% pay increase above Patrol for an annual top out salary of $105,661 by April 1, 2026.

CONTRACT

“We received a 12% pay increase,” said William Brewster, Beverly Hills Public Safety Officers Local Union President. “We eliminated a two-tier Vacation program … which gave Officers more steps and more hours. Now, Officers receive 96 hours of Paid Vacation Time after one year of service, and after 20 years, they receive 200 hours. We increased the Employer’s portion to the Defined Contribution pension by 1.5% through the duration of the contract. It’s half of a percent increase for every year of the contract. At the sunset of this contract, the Village will be contributing 13.5%. We took no concessions on this contract. We actually added strong disciplinary language. We added strong promotion language and transfer language. We never had any discipline language or Weingarten language. We established a procedure for promotions and transfers. The department has to notify the Member and Association within 90 days of finding out that a Member will be disciplined more than just a verbal discipline and the Association has to be given information regarding the investigation. When Members separate from the department in good standing, Officers receive their full Comp Time bank, half of their Sick Time bank, and all of their Furlough Time bank. There was no language about this in the prior agreement. It was subject to management decision. We have a really nice, strong contract now. We’re being competitive in the current market with recruitment and retention. The pay increases are definitely a big external factor and so are the improvements in the language for Association protections within the contract. The newer Officers didn’t receive as much Furlough Time as more senior Officers (over the course of their career). Now Officers receive more steps and more Furlough Time, which is popular for recruitment.”

Contract Duration: 3-year agreement ratified February 2023 and effective July 1, 2023 to June 30, 2026.

Wage Increases:
5% increase effective July 1, 2023.
4% increase effective July 1, 2024.
3% increase effective July 1, 2025.

CONTRACT

“The best part of the contract was the Sick Time Payout along with the increase in wages,” said Josh Bouchard, Birmingham Police Officers Association Local Union President. “It’s a 5.7% wage increase in the first year, plus the $2,000 wage increase for Sergeants. We lifted the $650 Short-Term Disability cap and we received another day for Maternity Leave, increasing paid leave to two days. Short-Term Disability coverage is now 60% of regular pay. Sixty percent is obviously much more than $650 per week. Upon retirement, Employees with a Defined Contribution Pension plan receive a payout of 50% of all Sick Time in excess of 480 hours, capped at 600 hours. Uniform Allowance of $450 is paid by check once a year. (MAP Labor Relations Specialist) Chad Trussler is why we joined MAP in the first place. We knew him when he was with Beverly Hills Public Safety and we knew he was going to be in our corner. During contract negotiations, he was always there on time and very knowledgeable.”

Contract Duration: 3-year agreement ratified July 1, 2022 and effective 7-1-22 to 6-30-25.

Wage Increases:
4.5% increase effective July 1, 2022.
3.5% increase effective July 1, 2023.
3.5% increase effective July 1, 2024.

The wage scale increased by 1.2% effective July 1, 2022, which brings the first year pay increase total to 5.7%.
In addition to the 5.7% increase, Sergeants also received an extra $2,000 wage increase effective July 1, 2022.

CONTRACT

“I believe the increases in wages and the tuition bonuses for those that came in with a degree are the biggest takeaways,” said MAP Labor Relations Specialist Gregg Allen. “I think there were several Employees who have degrees and would benefit from the annual bonuses.”

“The best part of the contract is probably the education incentives because a lot of people have either been looking to go back to school or already have completed degrees,” said Ashley Obodzinski, SERESA Dispatchers Local Union President . “We don’t technically need a degree, so they’re … not being compensated at all. Our director is really big on furthering your education. He always gives us the opportunity to sit in with him and learn more and really pushes education, so his say on that played a big part in the decision the board made. They’re now letting supervisors cover part of the Overtime, so we’re not burning out Dispatchers for Overtime every day. If you’re forced (into Overtime) more than 12 hours within a 7-day work period, (the new contract) says Dispatchers receive credit for double those hours for any OT hours (beyond) 12 hours in that rolling week. Whoever has the lowest hours gets the forced Overtime. Everyone wants off the holidays, but with this type of job it’s just not going to work like that.”

Contract Duration: 3-year agreement ratified Oct. 12, 2022 and effective 7-1-22 to 6-30-25.

Wage Increases:
2% increase effective July 1, 2022.
4% increase effective July 1, 2023.
4% increase effective July 1, 2024.