DU QUOIN -- The Fraternal Order of Police and City of Du Quoin negotiating teams came to a tentative agreement last month on a new three-year contract, which becomes effective when approved by the city council.
The agreement was worked out with the aid of a federal mediator after a little over eight hours of discussions on June 6. The members of the police and dispatcher units ratified the deal in early July.
Mayor Guy Alongi explained that the agreement must be posted for public consumption for at least two weeks prior to adoption by the council.
"We're going to ratify the agreement at our next meeting (Aug. 14)," Alongi said. "There was give-and-take both sides. They worked hard to get the best deal that they could get and we worked hard to get the best deal for the city."
Altogether, the city will spend $57,000 on police department wage increases over the term of the contract.
A summary of the labor agreement includes the following:
• Wage rates: They include salary increases of 60 cents an hour this year, 54 cents an hour in 2019 and an additional 54 cents in 2020.
• New hire wage rates (0-12 months is 80 percent of regular wage rate for the given year; 13-24 months is 90 percent of regular wage for the given year; following 24 months the officer receives the regular wage for the given year.
• Reimbursement of hiring costs: If an officer leaves his position any time during the first three years of employment, the officer will reimburse the city for all costs associated with training and preparation for full employment status.
• Insurance: The city will pay the cost of the individual premium at the rate effective May of this year. Additional costs above the May 2018 rate will be split between the employee and the city, but the employee's payment will be capped at $35 per month. This provision takes effect May of 2019. Effective Jan. 1, 2020, rate increases above the May 2018 rate will be split 50/50 by the city and employee, but the employee payment will be capped at $250. The city may change insurance carriers, but the coverage needs to be "substantially similar and result in no extra cost being assumed by the employee for items within the employer's control."
• Clothing and equipment allowance: Increased the officer's allowance from $500 to $600 and increases dispatchers from $500 to $575.
• Shift differential wage rate: Increased the pay rate for hours worked between midnight and 8 a.m. from 15 cents per hour to 20 cents per hour.
• Sick leave bank: The city agrees to establish an employee/management group to develop a policy and procedure (ordinance) for a sick leave bank so that employees may share sick leave during difficult health situations. The policy and procedure will become part of the city code.
• Personnel records: Added language that the city will comply with the Illinois Personnel Records Act and that the supervisor will be notified if additions are made to a personnel record.
• Drug, alcohol and substance testing: Added language requiring an officer to be tested in the event of a weapon discharge. New language establishing the procedures and processes for random drug testing of all sworn officers has been added to the agreement.
• Employer responsibility (city liability): Clarified language about the city's liability for employee conduct while the employee is acting within the scope of his or her work duties whether the employee is "on or off duty." The city will hold the employee harmless from financial and/or personal harm.
