By Jennifer Gomori, MAP Editor

A reputation for great communication motivated Melvindale Police Command to make a change from their longtime former union representation to the Michigan Association of Police (MAP).

The Sergeants and Lieutenants group had been with the Police Officers Labor Council (POLC) for more than 15 years before they voted to become MAP members in May. They decided to find out more about MAP after hearing positive feedback from Melvindale Patrol, who left Police Officers Association of Michigan (POAM) to join MAP in 2018.

Melvindale Police Lt. Dan Jones said Command really took notice of the positive relationship between Patrol Officers and MAP Representatives.

“They wanted different representation and they wanted a new look,” said MAP Labor Relations Specialist Chad Trussler.

“MAP had taken over POAM for Patrol and we really liked your guys interaction with Patrol,” Lt. Jones said. “I met Chad through Staff and Command (school at Eastern Michigan University) and we decided to take a look at MAP and liked what you presented - what you said you would do. It just seemed like your guys were motivated to work with us.”

By Jennifer Gomori, MAP Editor

Bloomfield Hills Public Safety Officers didn’t feel like larger departments could relate to their unique work schedules. So, when they discovered Michigan Association of Police (MAP) Labor Relations Specialist Chad Trussler came from a similar public safety department, they wanted to hear more.

“Chad works in the area and understands how we work our schedule because its unique,” said Bloomfield Hills Public Safety Local Union President Dan Telfer. “He understands our department and our schedule better than somebody who works a straight 40-hour work week. We work a 24-hour shift.”

“They reached out to me and we did a presentation,” said Trussler, a Lieutenant with Beverly Hills Public Safety.

After listening to presentations from competing unions, Bloomfield Hills Public Safety Officers voted to change representation to MAP in May. They were formerly represented by Police Officers Labor Council (POLC).

“Some of the guys were a little concerned with our command guy being on the POLC board and we thought that might be a conflict of interest,” Telfer said. “One of the other dilemmas we have is we’re a small unit and we don’t get a whole lot of attention sometimes and MAP is a little bit of a smaller Union and we thought we’d match up better.”

By Jennifer Gomori, MAP Editor

A Melvindale Police Officer was awarded back pay and benefits and all references to discipline were removed from his employment file after Michigan Association of Police (MAP) filed a grievance on his behalf and won.

The Grievant, another Melvindale Officer he was training, and a Sergeant responded to a domestic disturbance call Feb. 1, 2019 involving an intoxicated man arguing with a homeowner inside a Clarann Avenue residence. After some discussion, officers encouraged the intoxicated man to return to his bedroom in the home’s basement and sleep it off, but the man did not comply.

Initially, officers decided to administer a PBT test to determine if the level of alcohol in his system required a hospital transport. The man refused to cooperate. With the Sergeant’s help, Grievant attempted to administer the test three times, but due to the man’s shortness of breath, those attempts were unsuccessful.

The homeowner asked to have the man removed, but the Grievant told the homeowner police have no jurisdiction to evict him and he should go to court to get an eviction order. Officers asked the intoxicated man to leave voluntarily and he asked to go his girlfriend’s home. However, police refused transport when the homeowner said the man was at her home earlier that day and police were called. Officers offered to take him to a motel, but he said he had no money.


“Immediately upon ratification, they shall receive a wage increase of 50 cents an hour for the whole unit. After Jan. 1, 2021, the base rates went up 30 cents an hour for new hires,” said MAP Labor Relations Specialist Jim Steffes. “There’s a reduction in how long it takes to get on the merit system. It used to be 30 months. Everybody over 6 months is eligible for a merit raise every year. Paul Vaughn, the (Local Union) President, is going to oversee the scheduling of Overtime so its equalized as best as possible according to the language we got added. Vacation, Sick and Personal time will be counted as hours worked so you can reach your 40 hours sooner for Overtime pay. We have increases for shift premiums and we also got language added that shift premiums will be included in all Overtime calculations. They used to receive 8 hours of Additional Floating Holiday Pay, now they’re getting 16. It’s two days extra pay, and it gives them that pay right before the Christmas holiday,” and Steffes said, “If you have leftover Vacation days, you can cash them out.”

Contract Duration: 3-1/2-year agreement ratified March 19, 2019 and effective March 1, 2019 to Dec. 31, 2022.

Wage Increases:
.50 increase effective March 1, 2019 for all Employees.
Increase based on Merit System effective Jan. 1, 2020 for all Employees.
Increase based on Merit System effective Jan. 1, 2021 for eligible Employees.
Increase based on Merit System effective Jan. 1, 2022 for eligible Employees.
$.30 increase for New Hires base pay effective Jan. 1, 2021.
$.25 increase for New Hires upon completion of probation.
$.20 increase for New Hires at 1 year of service.
$.30 increase for New Hires at 2 years of service.

By Jennifer Gomori, MAP Editor

Melvindale Patrol Officers hadn’t been getting the help they desired from their former Union in recent years. When they heard about MAP’s responsiveness with area departments, they felt confident MAP would stand up for them when they needed help.

“About a year or so ago, I started calling around to other unions and realized there was an open enrollment period we had to wait for so when that came up this year we went for it,” said Melvindale Patrol local union President John Thompson. “We had other unions come in and they had a lot of bells and whistles, but MAP gave us an intelligent well-spoken thought out reason of why they would be a good fit for us. We talked to officers (represented by MAP), like Sterling Heights and St. Clair Shores, and they were really positive and really sold it to us.”