• January 19, 2020
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    Jan 17, 2020

       Cass County Deputies

          By Jerry Lieb, Field Supervisor - Friday, January 17, 2020

             The bargaining unit represented by Chairman Brian McCombs negotiated outstanding additions to their Agreement.  Comp-time was improved by moving choice Employer to choice Deputy, and court and call-out pay was increased to two hours at the time and a half rate.  Two new $300 steps were added for the fourth and fifth year and three new $200 steps were added at ten, fifteen and twenty-year marks prior to the percentage adjustment.  Wages will be increased by 11.75% over the four years of the deal.  The unit was assisted by Field Supervisor Jerry Lieb.

    Jan 17, 2020


          By Richard Stomper, Field Representative - Thursday, January 16, 2020

            Three year contract, with 2.25% increase in each year.  Went from a quartermaster system to $800 uniform allowance each year.

    Jan 17, 2020

       Adams Co Correction Sgt

          By Jerry Lieb, Field Supervisor - Wednesday, January 15, 2020

             The Corrections Sergeants which recently separated from the patrol sergeant unit, did an excellent job on behalf of their unit.  They established an extremely good relationship with the Employer that provided them with a $1,000 market adjustment prior to their contract opening because of the change in staffing and responsibilities with a new jail opening in January 2020.  With achieving the 10% health insurance co-pay being added to their new base, their pay was increased by $.86 per hour before the percentage increase of 5.5% over the next two years.  With the addition of reimbursements for health and gun club participation of $300 per year and improving their sick leave buy-back to full pay for any days earned past their 90 day cap.  The bargaining team Chaired by Brian Curran and Bryan Boden represented their members well.  They were assisted by Field Supervisor Jerry Lieb.

    Jan 14, 2020

       15th JC Ogle Co Probation

          By Michael Powell, Assistant Director - Tuesday, January 14, 2020

             Agreed to a three year contract with annual 2.5% COLA.  Extended juvenile on-call compensation for duration of contract.  Removed probationary pay ( start at 1st pay step), improved jury duty language, removed on-call compensatory time usage restrictions, and agreed to new evaluation tool.  Increased support staff pay scale and added an evaluation tool for support staff that contains potential bonus pay. Training reimbursement language added.

    Jan 13, 2020

       Adams County CSO

          By Jerry Lieb, Field Supervisor - Monday, January 13, 2020

             The bargaining team of Chairman John Ervin and Steve Traubitz represented their membership well during the negotiations making several clerical changes improving the language of their Agreement.  The team made many economic changes that added reimbursements for Health Club and Gun Club memberships, as well as improving FMLA language and getting the IRS mileage rate for travel in their personal vehicles.  They added the State family sick leave usage allowing more time for family illness, as well as modifying language where they receive full pay for any sick leave earned beyond their 90-day cap in November of each year.  The most significant work was done in overhauling the wage matrix in the first year of the Agreement when they combined the starting and after one year pay, increased pay for after two year through after four year step.  After these changes the 10% co-pay for health insurance was added to the matrix ($.38 an hour) making the hourly increase from $1.40 to $2.00 an hour in the first year, with the five year pay being adjusted by 2.75%.  The entire wage matrix was adjusted by 2.75% in the second year of the Agreement with the 10% insurance pay not commencing until January 1, 2021.  Field Supervisor Jerry Lieb assisted the team.

    Jan 03, 2020

       Forest Park

          By Russ Vogt, Field Representative - Friday, January 3, 2020

             Congratulations to all Parties!  The Parties, with the assistance of a mediator, have negotiated a three-year Agreement consisting of fair and equitable wage increases, educational stipend increases and  Officer-Involved Shooting (OIS) and Cannabis language addressed  Although the relationship throughout the bargaining process was amicable, there were some hiccups.  With hard work and determination, a fair and equitable agreement was achieved. 

    Jan 03, 2020


          By John Roche, Attorney - Thursday, January 2, 2020

              The Hinsdale Patrol Officers negotiated a three-year collective bargaining agreement and obtained wage increases of 2.25%, 2.25% and 2.5% for each year of the Agreement with no change to health insurance.  The ability to use sick leave to care for family members was improved and the life insurance benefit was quadrupled.  The bargaining unit was very ably represented by Officers Dan Blake and Grant McElroy.  They were assisted by Labor Council Attorney John Roche.

    Jan 03, 2020

       Sauk Village Patrol

          By Richard Stomper, Field Representative- Monday, December 30, 2019

             This CBA is for a 3 year term with a total wage increase of 6% over the term.  The major change was the introduction of a 12 hour schedule for the majority of the Officers.  This has proved popular, although with a certain portion of the work left to a 5-3, 5-2 schedule the details took time to work out.  Increased sick time is one of the benefits of the new schedule.  The bargaining team of Gary Luke, Dave Melnyczenko, Scott Langan, and Mark Bugjaske persevered through some difficult negotiating sessions.  However, all parties finally ended up satisfied with the results.

    Dec 24, 2019

       Easy Rider: Illinois Cannabis Trailer Bill Allows

       Public Sector Employers/Collective Bargaining Agreements

                          to Regulate Cannabis Use by First Responders

                                     By Jeff Burke, Attorney - Tuesday, December 24, 2019

                Concerns about marijuana use by first responders may have gone up in smoke with a trailer bill proposing to amend the Illinois Cannabis Regulation and Tax Act to allow public employers and collective bargaining agreements to regulate cannabis use by police officers, corrections officers, probation officers, paramedics, and firefighters (1).  

                The bill rolls other amendments into the well known and recently passed Act, a 400-plus page behemoth dealing with all topics cannabis related, including growth, manufacture, sale, possession, taxation, regulation, and use of marijuana and cannabis infused substances, as well as expungement of past criminal records, restriction and licensing of cannabis dispensaries, and prohibition against discrimination in housing and/or lending to cannabis users.

                While the original law made possession and use by the public generally legal—with significant restrictions—it prohibited use of cannabis “by a law enforcement officer, corrections officer, probation officer, or firefighter while on duty.” Concerns about recreational marijuana possession, transportation, and use by first responders “off duty” apparently pressured the General Assembly into a double take on this issue.  It bears noting that while cannabis possession and use will be legal under state law, it remains prohibited under federal law—at least as of this article’s publishing.  Also, issues surrounding off duty marijuana use by first responders have been present for years, at least since states outside of Illinois began legalizing its recreational and medical use over the past decade.  For example, what if an Illinois police officer uses marijuana while on vacation in California, where it’s legal?  Given how long chemicals from marijuana stay in the human body after its use, can a drug test discern how recently someone used it, and how much they used?  How far can an employer go in restricting an employee’s off duty legal conduct?  The   Illinois law legalizing marijuana use has made answers to these questions, and others, more urgent.

                The amendment hashes out some of the problems.  Assuming it passes, the law will now state, in part:

    “Nothing in this Act prevents a public employer of law enforcement officers, corrections officers, probation officers, paramedics, or firefighters from prohibiting or taking disciplinary action for the consumption, possession, sales, purchase, or delivery of cannabis or cannabis-infused substances while on or off duty, unless provided for in the employer’s policies . . . To the extent that this Section conflicts with any applicable collective bargaining agreement, the provisions of the collective bargaining agreement shall prevail.  Further, nothing in this Act shall be construed to limit in any way the right to collectively bargain over the subject matters contained in this Act . . .”

                The law previously prohibited use of marijuana “while on duty” explicitly, but it did not expressly forbid public employers from preventing marijuana use by policy or through a negotiated provision in a collective bargaining agreement.  This amendment seems intended to clarify any ambiguity about whether a public employer can bar marijuana use among the designated employee groups, and also whether public employers have a duty to bargain over any restrictions they may impose.  Clearly, they can prohibit the ingestion of cannabis products.  It is also clear that the General Assembly intends to leave resolution of first responder marijuana use up to the collective bargaining process.      

                While possibly hidden in the Act’s many recesses, it is not apparent that it forbids marijuana use by judges, medical field employees like doctors and pharmacists, or those holding political office. 

                After the smoke clears from the Act’s implementation, how should contract negotiators respond to employer policies seeking to prohibit, limit, or allow marijuana use?  Officer involved shootings, car crashes, and contacts with detainees and the general public mitigate against taking a strong “pro pot” position in contract negotiations.  Given the current political climate and hyper scrutiny of police activity, it is probably best to just say “no”.


    (1) It does not reference telecommunicators.

    Dec 17, 2019

       Cannabis Enforcement Following Legislation on January 1, 2020

          By ILFOPLC, Staff - Tuesday, December 17, 2019

    Click image below for the full pdf 

    Page Last Updated: Jan 17, 2020 (09:51:09)
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