* This is a new MAP unit.

"Originally all of their raises were based on the merit system, so we were able to get a substantial increase for new hires, then once they hit two years, they are in the merit system," said MAP Labor Relations Specialist James Steffes. "They used to have no funeral leave. We got the afternoon and night shift premiums increased. New hires, under the old union's contract, were limited to a maximum of 10 vacation days no matter how many years they worked. We got that increased to 15 days and they have the option to cash in 5 a year so they can get paid for them and not lose them. The older people always had the ability to get up to 20 days, but now have the ability to cash in 5 if they don't use them."

"I feel like it was a very big change for our group. It was a nice improvement from the last contract we had," said Kettering Campus Safety Officers Chief Steward Phil Howell of MAP's representation. "The union we were with didn't help us out very much. Our union stewards used to have to go into contract talks by themselves."

Contract Duration: 3-year agreement ratified 2-27-15 and effective 3-1-15 to 3-1-18.
Wage Increases:
New Hire - Increase from $10.25 per hour to $13 per hour.
Completion of probation - Increase from $10.95 per hour to $13.50 per hour.
Completion of 1 year - New Step Increase to $14.00 per hour.
Completion of 2 years - New Step Increase to $14.50 per hour.
After 30 months of service, Campus Safety Officers are eligible for performance based wage increases.
• Officers scheduled to work Sunday will be paid time and one-quarter for hours worked during their regularly scheduled shift. Officers will be paid time and one-half for all hours worked over 40 in a scheduled work week. Any approved vacation time will be counted as hours worked for the purpose of reaching 40 hours in calculating eligibility for overtime.
• Officers scheduled to work second shift will be paid a premium of 5% of their regular hourly rate up to a maximum of $.90 per hour. Officers who are regularly scheduled to work third shift will be paid a premium of 10% of their regular hourly rate up to a maximum of $1.60 per hour. There will be no pyramiding of premium pay.


"I think the fact that we still don't have to pay into our health insurance we are extremely lucky given today's day and age," said Sgt. Gary Harpe, Hamburg Command Officers Association President. "There were a couple added holidays put in the contract," and he said, "The wage increase is fantastic in today's economy. It's unheard of."

Contract Duration: 4-year agreement ratified April 18, 2014 and effective 7-1-13 to 6-30-17.
Wage Increases:
3% increase effective July 1, 2013.
3% increase effective July 1, 2014.
3% increase effective July 1, 2015.
• Wage reopener July 1, 2016.
• One time signing bonus of $1,000 per member upon execution of the agreement.


"Contracts traditionally in the past had a ton of gray language. With this contract that gray language was really focused on and addressed and removed which is really, really critical," said Association President Clint Pace. "With all the contracts I've read and dealt with language wise this is really a good contract. The Chief definitely deserves credit for being reasonable and making sure the contract is fair and equitable." Pace noted significant changes in the contract: "Field Training Officers, in previous contracts, got no paid benefit in addition to their regularly hourly rate. Now with the new contract you get compensated for every training day," and, he said, "We were working 12-hour shifts, but our (personal and sick time) benefits reflected an 8-hour shift. What I negotiated in this contact, your current shift matches your benefits. Before, if you took a day off or called in sick for a day you were charged 12 hours but you only accrued eight hours."

Contract Duration: 4-year agreement ratified 11-25-13 and effective 7-1-13 to 6-30-17.
Wage Increases:
0% increase effective July 1, 2013.
3% increase effective July 1, 2014.
3% increase effective July 1, 2015.
3% increase effective July 1, 2016.
• Employees receive a one-time $700 signing bonus within 30 days of the execution of the contract.

Waterford Grievance Arbitration Decisions

The Arbitrator agreed with the Waterford Police Officers' Association and MAP by stating the past practice of paying FTOs a daily overtime rate of 1.5 hours per 10 hour shift of training new officers could not be unilaterally changed without the benefit of union input.

Appearances before the Arbitrator included Fred Timpner, Executive Director of MAP and Officers Himmelspach, Taylor, Foley and Biggs. After hearing testimony, Arbitrator Anne Patton agreed with the Union's position that the Township violated the Maintenance of Conditions clause of the contract by reducing the FTO's rate of compensation. The practice was clear and consistent and remained unchanged for seven years before an attempt was made to reduce the benefit.

In another grievance, Arbitrator Joseph Girolamo agreed with MAP's position that overtime had to be paid to officers who proctored a written examination for new hire police candidates. The Chief hand picked officers to observe the examination process and be available to answer any questions from the candidates. By doing so, he failed to abide by the equalization of overtime procedure. Arbitrator Girolamo ruled that overtime must be paid to the officer who was passed over when the invitation went out for the detail.

These are examples of how MAP stands ready to protect the rights of its members. These cases show how each and every member is important to us.