Contracts

CONTRACT

"It was a pretty good contract,” said MAP Executive Director Fred Timpner of the 10 percent pay raises in the first year and the 5-year agreement. “Additionally, the Employer has agreed they will opt out of PA 152 and pay all (premium and deductible) costs associated with the healthcare for the life of the agreement. For those people who have (Retiree) HSA accounts, the Employer will kick in $2,000 a year from when the Employee was hired.”

“The healthcare and the pay raises are the two biggest for us,” said Sgt. Steve Kramer of Green Oak Township Command local union. “For all of our surrounding departments, we were really severely underpaid. That’s where that 10 percent came from - to get us up to the other local departments.”

Contract Duration: 5-year agreement ratified Oct. 11, 2017 and effective 7-1-17 to 7-1-22.

Wage Increases:
10% increase effective July 1, 2017.
3% increase effective July 1, 2018.
2% increase effective July 1, 2019.
2% increase effective July 1, 2020.
2% increase effective July 1, 2021.

CONTRACT

"It was a pretty good contract,” said MAP Executive Director Fred Timpner of the 10 percent pay raises in the first year of the 5-year agreement. “Additionally, the Employer has agreed they will opt out of PA 152 and pay all (premium and deductible) costs associated with the healthcare for the life of the agreement. For those people who have (Retiree) HSA accounts, the Employer will kick in $2,000 a year from when the Employee was hired.”

Contract Duration: 5-year agreement ratified Oct.11, 2017 and effective 7-1-17 to 7-1-22.

Wage Increases:
10% increase effective July 1, 2017.
3% increase effective July 1, 2018.
2% increase effective July 1, 2019.
2% increase effective July 1, 2020.
2% increase effective July 1, 2021.

CONTRACT

"The law says every year the Employer can decide if they’ll opt out, go hard cap, or go 80/20. For the last seven years, they have opted out. Employees hired prior to 2012 were only going to pay 10 percent in premium shares instead of the 20 percent. We were able to hang onto that for another year," said MAP Labor Relations Specialist Jim Steffes. "They’re going to get a shift premium from 6 p.m. to 6 a.m. of 20 cents an hour which they never had before. We held onto the option for those that buy up to PPO 1. PPO 4 is their standard health care plan. The Employer was trying to take it out.”

Contract Duration: 3-year agreement ratified Feb. 24, 2017 and effective 1-1-17 to 12-31-19.

Wage Increases:
1% increase effective Jan. 1, 2017.
2% increase effective Jan. 1, 2018.
2% increase effective Jan. 1, 2019.
• $500 signing bonus effective upon ratification.

Fringe Benefits: Added shift premium of 20 cents per hour for 6 p.m. to 6 a.m. shift. Continue annual wellness and equipment reimbursement program of up to $500. Added $100 per year payout for having annual physical.

Health Insurance: Preserved 10 percent Employee premium share for healthcare for 2017. In 2018, Employer may continue to opt out of PA 152 or switch to 80 percent of premium paid by Employer and 20 percent paid by Employees. Employees continue to have choice of standard PPO 4 with option to buy up to PPO 1.

Bargaining Team: MAP Labor Relations Specialist Jim Steffes, Livingston County Sergeants Vice President Gary Childers, President Ryan Vorhies, Sgt. Dan Knapp and Sgt. Brad Fetner.