Contracts
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
“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.
CONTRACT
“This is a very nice contract. The Lieutenants’ salary will be six figures,” said MAP Labor Relations Specialist Joe O’Connor. “Starting this July 1, 2022, the base wage for Lieutenants is $102,600. It goes up $2,000 in 2023 and the following year another $2,000, for a base wage at end of the contract of $106,782. The Sergeants starting base wage July 1, 2022 will be $93,600 with their top out at $97,000. When the tentative agreement was presented to Council for approval, the pension board attorney had an issue with the DROP (Deferred Retirement Option Plan) language. This led to a delay in getting final approval. When St. Clair Shores Command Officers reach eligibility to retire … they may apply for the DROP plan, continue working or simply retire. Once they enter the DROP, they calculate their pension and their pension is frozen. They can continue working, however, they must leave City employment within 3 years. In the end, there wasn’t a change in the DROP. We were just waiting for the City Manager to sign the contract after he gave his resignation. Once we signed it, the Employer paid them retroactive back to July 1, 2021.”
“We definitely wanted to keep the DROP option in the contract. That was important for us,” said Jenna Conrad, St. Clair Shores Command Local Union President. “It’s only advantageous to those retiring during the contract. We wanted to keep it so it’s there to be negotiated for the next contract moving forward. We did get a few changes here and there that were advantageous to us. Initially, when we had Sergeants getting promoted, they would not get full pay for a year even though they were off probation in 90 days. Now they get the raise in pay after 90 days. We were able to keep the medical insurance we have with all the same coverage and the DROP program. We got what we think are fair wage increases and we really didn’t lose anything.”
Contract Duration: 4-year agreement ratified Sept. 30, 2021 and effective 7-1-21 to 6-30-25.
Wage Increases:
3% increase effective July 1, 2021.
3% increase effective July 1, 2022.
2% increase effective July 1, 2023.
2% increase effective July 1, 2024.
- After the contract was signed, all Employees received the first year pay increase retroactive to July 1, 2021.
CONTRACT
“This is the first contract I’ve been a part of - and I’ve been involved in four contract negotiations - that we’ve never lost anything. That’s pretty rare these days, not losing anything,” said Paul Opper, St. Clair Shores Patrol Local Union President. “The health care, pension increase and the raises were the major issues. We went into it with that mentality. They did raise the starting wage for new hires and they also brought in the Lateral Pay for new hires with previous experience at other departments or prior Military Police experience up to three years. With three years’ experience at another department, they start at the 3-year step of the pay scale. With two years’ experience, they come in at 2-year step. It’s a nice benefit to help the City get new hires. In this day and age, it’s hard to hire people and this helps. We were able to improve the pension benefit for the second and third tier Officers. In fact, we were able to eliminate the third tier and combine everyone in the second and third into the second tier, increase their multiplier and include Overtime into their pensions. That was a huge win! We were able to get a really good health care plan with Blue Cross Blue Shield. It’s essentially no out-of-pocket costs for us, except the copays for prescriptions. I really credit (MAP Executive Director) Fred (Timpner) and (MAP Labor Relations Specialist) Chad (Trussler) for the whole contract. They did a lot of research and they had some good suggestions for us. A lot of times health care jargon can be very confusing and Fred and Chad definitely made it easier to understand. Fred and Chad just did an awesome job. They were there throughout the whole thing. We are always pleased with the way MAP goes through negotiations with us.”
Contract Duration: 4-year agreement ratified Feb. 21, 2022 and effective 7-1-21 to 6-30-25.
Wage Increases:
3% increase effective July 1, 2021.
3% increase effective July 1, 2022.
2% increase effective July 1, 2023.
2% increase effective July 1, 2024.
- Officers with up to 3 years prior law enforcement experience will receive Lateral Pay, starting on the pay scale at a higher level according to the number of years of service with another police department or as a Military Police Officer.