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Member News
12 • WINTer 2019
®
Contract Settlements
— As reported by POLC/GELC Labor Representatives
Allegan County Sheriff, Road Patrol, Sergeants,
Lieutenants, Deputies & Captains
Wage Re-opener expires Dec. 31, 2023. Wages:
1.5% effective Jan. 1, 2019.
Bargaining team: Chris Kuhn, Cory Hunt, Chris Haverdink aided by POLC Labor Rep. John Stidham.
Burton Command
New ve-year agreement expires June 30, 2023. Wages:
5% effective July, 1, 2018.
5% effective July, 1, 2019.
Wage and De ned Contribution re-opener July 1, 2020, 2021, 2022.
**Pay scale top out reduced from 10 years to 5 years, allowing Employees to
advance wages faster.
Retirement: Pension bridged down from 2.5% De ned Bene t (DB) multiplier to 1.5%. Employee responsibility for unfunded pension limited to no more than 10 percent annually with Employer responsible for the difference. Previously, Employees were paying unfunded liability in excess of 24 percent. Employees hired prior to July 1, 2018 no longer have the 55-year-old age requirement
for a full retirement. They will receive a full retirement at 25 years of service regardless of age. Employer contributes 3% to DC Plan annually. Employer contributes primer payments to DC as follows:
$1,500 effective July 1, 2018. $1,500 effective July 1, 2019. $1,000 effective July 1, 2020. $1,000 effective July 1, 2021.
Fringe Bene ts: Two additional paid Vacation days.
Bargaining team: Sgt. John Owens and Lt. Brian Warden aided by POLC
Labor Rep. Hal Telling.
Bridgeport township Patrol
Wage Re-opener expires June 1, 2020. Wages:
2% effective Jan. 1, 2019.
Bargaining team: Dennis Howe aided by POLC Labor Rep. John Stidham.
Burton Patrol
New four-year agreement expires June 30, 2022. Wages:
Top pay raised to $56,000 effective July, 1, 2018, which amounted to pay increases from $2,000 to $4,210.
Wage and De ned Contribution re-openers July 1, 2020 and July 1, 2021.
**Pay scale top out reduced from 10 years to 5 years, allowing Employees to advance wages faster.
Retirement: Pension bridged down from 2.5% De ned Bene t (DB) multiplier to 1.5%. Employee responsibility for unfunded pension limited to no more than 10 percent annually with Employer responsible for the difference. Previously, Employees were paying unfunded liability in excess of 24 percent. Employees hired prior to July 1, 2018 no longer have the 55-year-old age requirement for a full retirement. They will receive a full retirement at 25 years of service regard- less of age. Employer contributes 3% to DC Plan annually. Employer contributes $5,000 primer payments to DC divided equally each year of contract. Bargaining team: Local Union President Dennis Gross and Vice President Mark Mahon aided by POLC Labor Rep. Chris Watts.
Cheboygan County Corrections
New three-year agreement expires Dec. 31, 2021. Wages:
3% effective Jan. 1, 2019. 3% effective Jan. 1, 2020. 2% effective Jan. 1, 2021.
Fringe Bene ts: Paid Sick Leave payout of up to 80 hours at retirement. Pre- viously, Employees received no Sick Leave payout upon retirement. Road Patrol Deputies eliminated from Corrections (Jail) Overtime. Corrections OT now has the option to Comp Time by Corrections Of cer’s choice.
Health Care: Health care opt-out payment of 35% of Employee premium responsibility or a maximum of $5,000 annually for all Employees. Previously, Employees received an opt out payment of $700 a year for all Employees hired after 2001.
Bargaining team: Mike Raymus and Mari LaCross aided by POLC Labor Rep. John Stidham.
Eaton County Youth Facility
New three-year agreement expires Sept. 30, 2021. Wages:
1% effective Dec. 19, 2018.
1% effective Oct. 1, 2019.
1% effective Oct. 1, 2020 in all steps, unless any other Employee group receives higher pay, in which case the highest increase in pay shall apply.
*Effective Dec. 19, 2018, all Employees received $700 lump sum signing bonus. Bargaining team: Tyler Tarpley aided by POLC Labor Rep. John Stidham.
Frankenmuth Patrol
New three-year agreement expires Dec. 31, 2021. Wages:
3% effective Jan. 1, 2019.
Wage increases for second and third years based on Consumer Price Index and merit increases proposed for non-union Employees each year.
Fringe Bene ts: Tuition reimbursement increase from $1,000 to $1,500 annu- ally. Bereavement Leave extended to include step family and relatives living in the same house as Employee.
Health Care: Health care contract re-openers are possible if the cost of the health care plan increases more than 10 percent for any year of the collective bargaining agreement.
Bargaining team: Tony McLaughton aided by POLC Labor Rep. John Stidham.
midland City Command
New three-year agreement expires June 30, 2021. Wages:
2% effective July 1, 2018.
2% effective July 1, 2019.
2% effective July 1, 2020.
Administrative weekday Command Positions had hours reduced from 42 to 40 per week, keeping the same salary rates.
Fringe Bene ts: Promotion consideration by Chief increases from three top applicants to ve top applicants without re-testing requirement. Volunteer Time Off (ETO) of 8 hours per year for voluntary service to non-pro t or educa- tional City organizations within the City.
Retirement: MERS bridge down plan from 2.7% multiplier to 2.5% multiplier effective Jan. 1, 2019.
Bargaining team: Chris Kumara, Chris Wentzell, Marc Goulette, Matt Burchett aided by POLC Labor Rep. John Stidham.
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