Contracts
CONTRACT
“We did increase wages for three different groups – Dispatch, Records Clerks and Police by 3% a year and increased the stipend to $2,400 per year for Dispatch and Records Clerks,” said Northville Township Police Officers Association President Justin Norlock, “with the major addition being a 3% Employer contribution into the 457 contribution fund for hours worked. We did not have that before. We are still in a Defined Benefit plan through MERS. Shift Differential is a new addition with Employees working midnights receiving 1.5% of their base wages. We already had Holiday Pay where we would get a check for 12 days. If I worked the Holiday now, it’s an Overtime day at time and half for a regular scheduled day. If we are called in for Overtime on a Holiday, it’s double time. If you take an HSA high deductible plan, the Employer will contribute 25% every Jan. 1 of the IRS cap. We increased separation pay of Sick Time. You’ll be paid out dollar for dollar up to 480 hours of your Sick Time. Previously, it was half of 720 hours, up to 360 hours.”
Wage Increases:
3% increase effective Jan. 1, 2024.
3% increase effective Jan. 1, 2025.
3% increase effective Jan. 1, 2026.
- In addition to the wage increases, the Employer increased the annual stipend to $2,400 for Dispatchers and Record Clerks.
CONTRACT
“The best takeaway was the wage scale, especially for the newer people. There’s no complaints about that. Hopefully, it will help retain people and attract people too,” said Suzie DePlancke, Sterling Heights Police Clerical Local Union President. “That was a great accomplishment to get the $2,000 for the PHEP (Post Employment Health Plan) because that’s for the newer group (of Employees) that doesn’t have a pension and doesn’t have health care when they retire. It used to be an hour lunch (before the nine-day work pay period) and two 15 minutes breaks. Now you can take your two breaks and have a half hour lunch or take one break and have a 45 minute lunch or take the whole hour for lunch.”
Wage Increases:
2% increase effective July 1, 2023.
2.5% increase effective July 1, 2024.
3% increase effective July 1, 2025.
- To attract new hires, the first two steps of the Technical Secretary wage scale were eliminated, providing new Employees with a higher starting wage. Two steps were added to the top of the scale for higher top out annual salary.
- As an equity adjustment for wages, two additional steps were added to the top of the pay scale for the other positions.
CONTRACT
“We were really grateful for being able to be represented by MAP. This negotiation was the easiest we’ve ever done,” said Joe Ajlouny, Huntington Woods Public Safety Officers Local Union President. “Chad and MAP had a lot of information prepared, including our comparables for now through the next four years. They were on the ball and easily accessible and readily available. It’s been a great experience and everyone is really happy. They’ve been allowing us to sell our 12 (paid) Holidays at end of year if we didn’t use them. Now, they’ve allowed us to do that with our Vacation Time as well. They know when a guy goes on vacation, they pay Overtime or they can sell that time back to them at cost.”
Wage Increases:
6% increase effective July 1, 2023.
5% increase effective July 1, 2024.
5% increase effective July 1, 2025.
4% increase effective July 1, 2026.
Fringe Benefits: Employees now have the option of being paid for unused Vacation Time at the end of each year.
Bargaining Team: MAP Labor Relations Specialist Chad Trussler with Local Union President Joe Ajlouny, Vice President Brian Luther and Secretary Dan Steeby.
CONTRACT
“As soon as we signed the contract we got a 3 percent pay increase from the last year,” said Joe Sparks, Green Oak Township Patrol Officers Local Union President. “We received either $2,000 (individual) or $4,000 (family) contributions into our healthcare spending accounts. We did get the 12-hour shifts. That was our members’ number one request. The guys wanted it for a number of different reasons, like more time to spend with family and more days off. Overall, there are more hours worked yearly, but not as many consecutive days spent at work. Rather than work short days, we get paid for the extra hours worked.”
Wage Increases:
3% increase effective February 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.
Manning & Safety: Employees transitioned from an 8-hour to 12-hour shift schedule.
Retirement: Beginning April 2026, the Employer will match 100% up to $5,000 per Employee contribution into a 457 Voluntary Supplemental Retirement plan. Upon successful passage of the millage renewal in 2024, the parties agree to a 457 matching contribution Re-opener to include the 2024 and 2025 contract years.
Bargaining Team: MAP Labor Relations Specialist Chad Trussler with Local Union President Joe Sparks, Vice President Brittany Besso and Secretary David Vaseloff.
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.”