Order of Recall As vacancies occur, employees will be recalled to available work in the order of the seniority providing skill; competence and ability are considered substantially equal in the judgment of the Employer. Subject to the above qualifications, an employee on layoff shall be offered reinstatement to vacant positions prior to any employees being newly hired and after any appropriate internal transfers as further set forth in this section. Employees regularly assigned to a specific unit, department or facility will be given preferential consideration for transfer to other shifts or positions in that unit, department or facility over all other employees except more senior employees returning from layoff status to their previous unit and shift or position and department/facility. If any offer of recall is accepted, the employee shall be deemed recalled and be removed from the recall roster. Any recall of employees out of seniority will be communicated to the Union representative in advance of the recall.
Order of Layoff A. When a reduction in the work force is necessary, employees in regular positions and those occupying limited-term positions at the direction of their agency/department head shall be laid off in an order based on consideration of:
Order of Layoffs Employees shall be laid off in reverse order of their seniority. When layoffs occur, the employee(s) occupying the position(s) affected shall have the right to accept the layoff, or be entitled to exercise their seniority to bump a less senior employee, providing they have the qualifications, ability and skills to perform the work of the position they chose to bump into. The employee must be able to perform the job within a reasonable period of orientation. Such period of orientation not to exceed thirty (30) working days.
ARTICLE GRIEVANCE PROCEDURE The parties to this Agreement are agreed that it is of the utmost importance to adjust complaints and grievances as quickly as possible. Unless agreed to by both the Company and the Union, no grievance shall be presented, the alleged circumstances of which originated or occurred, or should have come to the attention of the employee concerned, more than five (5) working days prior to its original presentation in writing at Step A grievance shall consist of a dispute concerning interpretation and/or application of any Article, Schedule or Clause in this Agreement. Should a grievance arise it shall be handled as follows. Prior to filing a formal grievance, an employee will, with the assistance of his xxxxxxx, refer the on an informal basis to his immediate Supervisor. If the grievance cannot be settled as a result of this discussion, then it may be dealt with as follows: STEP The employee shall a written grievance with his immediate Supervisor within five (5) working days of the incident giving rise to the complaint. The immediate Supervisor shall answer the grievance within five (5) working days. The grievance shall specify the Article or Articles and subsections of the Agreement of which a violation is alleged, indicate the relief sought and be signed by the employee. STEP Should the employee be dissatisfied with the disposition of the grievance at Step the grievance may be referred to the Plant Manager within five (5) working days after receipt of the immediate Supervisor's reply at Step The Plant Manager shall convene a meeting with the and Chief Xxxxxxx and shall answer the grievance in writing within five (5) working days of such meeting. STEP If no settlement is reached at Step the the Union Grievance Committee and representatives of Management shall meet to discuss the grievance within five (5) working days of receipt of the reply of the Plant Manager. The Union's National Representative will be in attendance at this meeting. If the grievance is not settled within five (5) working days it may be referred to arbitration as hereinafter provided. The Union or the Company may initiate a grievance beginning at Step of the Grievance Procedure. Such grievance shall be filed within five (5) working days of the incident giving rise to the complaint and be in the form prescribed in Step Any such grievance may be referred to arbitration under Article by either the Union in the case of a Union grievance or the Company in the case of a Company grievance. The Union may not institute a grievance directly affecting an employee or employees which such employee or employees could themselves institute and the regular Grievance Procedure shall not thereby be by-passed except where the grievance would affect the Bargaining Unit as a whole. This Clause shall not preclude a group grievance signed by a group of employees commencing at Step Any complaint or grievance which is not commenced or processed through the next stage of the Grievance or Arbitration Procedure within the time specified shall be deemed to have been dropped. However, time limits specified in the Grievance Procedure may be extended by mutual agreement in writing between the Company and the Union. An employee who has been discharged or suspended may file a written grievance at Step within five (5) working days of the discharge or suspension. Rolling Sunset Clause: In taking disciplinary action within twenty-four (24) months from the date of a suspension or dismissal (reinstatement) for a similar infraction, the Company may consider the employee's entire record preceding suspension or dismissal (reinstatement), as the case may be. In taking disciplinary action within twelve 2) months from the date of an oral or written warning for a similar infraction, the Company may consider the employee's entire record preceding the employee's oral or written warning, as the case may be.
GRIEVANCE PROCEDURE 6 Section 3.01 Definitions 6 Section 3.02 Procedure 6 Section 3.03 Other Conditions 7 Article IV. LEAVES 8 Section 4.01 Sick Leave 8 Section 4.02 Bereavement Leave 9 Section 4.03 Personal Leave 9 Section 4.04 Leave Without Pay 9 Section 4.05 Association Leave 10 Section 4.06 Leave Day Calculation 10 Article V. EARNED VACATION DAYS, HOLIDAYS, AND E- LEARNING DAYS 10 Section 5.01 Earned Vacation Days 10 Section 5.02 Recognized Holidays 10 Section 5.03 E-Learning Days 11 Article VI. MEDICAL INSURANCE 11 Section 6.01 Premium Cost 11 Section 6.02 Insurance Committee 11 Article VII. SENIORITY, TRANSFERS, VACANCIES AND LAYOFFS 11 Section 7.01 Definition of Seniority 11 Section 7.02 Probationary Employees 12 Section 7.03 Classifications Without Bargaining Unit 12 Section 7.04 Seniority List 12 Section 7.05 Termination of Seniority 12 Section 7.06 Transfer to New Position 12 Section 7.07 Posting of Vacancies 13 Section 7.07A Posting of Vacancies – Bus Routes 13 Section 7.07B Trips 13 Section 7.08 Filling of Vacancies 14 Section 7.09 Layoffs, Reduction in Force and Elimination of Positions 14 Section 7.10 Recall From Layoff, Reduction in Force Elimination of Positions 15 Section 7.11 Notification of Tentative Assignment 15 Article VIII. PERSONNEL FILE 15 Section 8.01 General 15 Section 8.02 Right to Access 15 Section 8.03 Copies of Documents 15 Article IX. EVALUATION PROCEDURES 15 Section 9.01 Review of Procedures 15 Section 9.02 Informal Observations 16 Section 9.03 Formal Evaluations 16 Section 9.04 Post-Evaluation Procedures 16
GRIEVANCE PROCEDURE 7 Section 6.1. Definition of Grievance 7 Section 6.2. Grievance Procedure 7 Section 6.3. Binding Arbitration 8 Section 6.4. Arbitrator’s Authority 8 Section 6.5. Time Limits 8 Section 6.6. Fees and Expenses of Arbitration 8 Section 6.7. Method of Determination 8 Section 6.8. Rights 9 Section 6.9. Aggrieved Employee 9 Section 6.10. Miscellaneous 9 Section 6.11. Grievance Meetings 9 Section 6.12. Class Grievance 9 ARTICLE VII LABOR-MANAGEMENT COMMITTEE 10 ARTICLE VIII SENIORITY AND LAYOFFS 11 Section 8.1. Definition: Acquisition and Retention 11 Section 8.2. Probationary Period 12 Section 8.3. Layoffs 12 Section 8.4. Recall 12 Section 8.5. Effects of Layoff 12 Section 8.6. Posting of Seniority List 13 Section 8.7. Termination of Seniority 13 ARTICLE IX HOURS OF WORK 14 Section 9.1. No Guarantee 14 Section 9.2. Hours of Work 14 Section 9.3. Hours Worked 14 Section 9.4. Shift Assignments and Changes 14 Section 9.5. Overtime 14 Section 9.6. Emergency Call Back Pay 14 Section 9.7. Court Time 15 Section 9.8. Overtime Assignments 15 Section 9.9. Compensatory Time 16 Section 9.10. No Pyramiding 16 Section 9.11. Shift Switch. 16 ARTICLE X SICK LEAVE 18 Section 10.1. Purpose and Use 18 Section 10.2. Sick Leave Accrual 18 Section 10.3. Miscellaneous 18 Section 10.4. Monetary Compensation upon Termination 19 Section 10.5. Payout of Sick Leave 19 ARTICLE XI OTHER LEAVES OF ABSENCE 20 Section 11.1. Jury Duty 20 Section 11.2. Bereavement Leave 20 Section 11.3. Military Leave 20 Section 11.4. Family Medical Leave Act 20 Section 11.5. Discretionary Leaves 21 Section 11.6. Benefits While On Leave 21 Section 11.7. Non-Employment Elsewhere 21 Section 11.8. Family Bereavement Leave Act 21 Section 11.9. PEDA 22 ARTICLE XII VACATIONS 23 Section 12.1. Eligibility and Accrual of Vacation 23 Section 12.2. Vacation Eligibility 23 Section 12.3. Vacation Pay 23 Section 12.4. Vacation Scheduling 23 Section 12.5. Limitation on Accumulation of Vacation 24 Section 12.6. Vacation Pay upon Separation 24 Section 12.7. Vacation Payout 24 Section 12.8. Vacation Staffing 24 Section 12.8. Vacation Time Definition 25 ARTICLE XIII HOLIDAYS & PERSONAL DAYS 26 Section 13.1. Holidays 26 Section 13.2. Eligibility Requirements 26 Section 13.3. Holiday Pay 26 Section 13.4. Personal Days 27 ARTICLE XIV WAGES 28 Section 14.1. Salaries and Step Placement 28 Section 14.2. Field Training Officer Pay 28 Section 14.3. Officer-In-Charge Pay 28 Section 14.4. Employee Retention Incentive Program 28 Section 14.5. Early Payout of Employee Retention Pay 29 Section 14.6. On/Off Duty Designation 29 ARTICLE XV INSURANCE 30 Section 15.1. Coverage 30 Section 15.2. District Insurance Benefit Reciprocity 30 Section 15.3. Life Insurance 30 Section 15.4. Terms of Insurance Policies to Govern 30 Section 15.5. Coverage While in Unpaid Status 30 Section 15.6. Retiree Insurance Coverage 30 Section 15.7. Survivor’s Insurance 31 ARTICLE XVI DISCIPLINE 32 Section 16.1. Discipline 32 Section 16.2. Suspension Pending Investigation 32 Section 16.3. Pre-suspension or Discharge Meeting 32 Section 16.4. Arbitration of Suspension or Discipline 32 Section 16.5. Disciplinary Rights of a Police Officer 32 Section 16.6. Disclosure of Electronic Evidence 32 ARTICLE XVII MISCELLANEOUS PROVISIONS 34 Section 17.1. Ratification and Amendment 34 Section 17.2. Gender 34 Section 17.3. Application of Agreement to MEG Unit and Other Special Assignment Employees 34 Section 17.4. No Solicitation 34 Section 17.5. Fitness for Duty 35 Section 17.6. Tuition Reimbursement 35 Section 17.7. Outside Employment 35 Section 17.8. Drug and Alcohol Testing 35 Section 17.9. Maintenance of Economic Benefits 35 Section 17.10. Resolution of Impasses 36 Section 17.11. Uniforms and Equipment 36 Section 17.12. Body Armor 36 Section 17.13. Reimbursement of Training Expenses 37 Section 17.14 Scheduling of Off-Duty Training 37 Section 17.15. Savings Clause 37 Section 17.16. Departmental Meetings/Training 37 Section 17.17. Alternate Duty 38 Section 17.18. Global Positioning System (GPS) and Audio/Video Recording 38 Section 17.19.Officer Involved Shooting (OIS) Required Drug Testing 38 Section 17.20. Retirement Stars and Identification 39 Section 17.21. Interpreter Stipend 39 ARTICLE XVIII ENTIRE AGREEMENT 40 ARTICLE XIX TERMINATION 41 Section 19.1. Termination in 2028 41 APPENDIX A 42 APPENDIX B 43 APPENDIX C 44 MEMORANDUM OF AGREEMENT 46 PREAMBLE THIS AGREEMENT, entered into by the FOREST PRESERVE DISTRICT OF DUPAGE COUNTY (hereinafter referred to as the “District” or the “Employer”) and the METROPOLITAN ALLIANCE OF POLICE, CHAPTER #471 (hereinafter referred to as the “Union”) is in recognition of the Union’s status as the representative of the District’s full-time sworn Police Officers. It is the intent and purpose of this Agreement to set forth the parties’ entire agreement with respect to the rates of pay, hours of employment, fringe benefits, and other conditions of employment that will be in effect during the term of this Agreement for employees covered by this Agreement; to prevent interruptions of work and interference with the operations of the District; to encourage and improve efficiency and productivity; to maintain the highest standards of personal integrity and conduct at all times; and to provide procedures for the prompt and peaceful adjustment of grievances as provided herein.
The Grievance Procedure Step I. A grievance may be submitted within the period specified in Section Five to the employee’s first supervisor in the chain of command who is outside the bargaining unit. Such supervisor shall meet with the Union representative and/or the grievant and issue a written response within seven (7) days after such meeting but not later than ten (10) days after the submission of the Grievance.
GRIEVANCE PROCEDURE 7.01 For purposes of this Agreement, a grievance is defined as a difference arising between the parties relating to the interpretation, application, administration or alleged violation of the Agreement including any question as to whether a matter is arbitrable.
Formal Grievance Procedure 1. In the event that a complaint cannot be resolved informally, the parties shall pursue the first step in the formal grievance procedure before making any application for arbitration, unless the College and the AAUP agree in writing to alter the procedure or waive one or more of the steps by proceeding directly to arbitration.
DISCIPLINARY AND GRIEVANCE PROCEDURES 16.1 The Employee is subject to the Company's disciplinary and grievance procedures, copies of which are available from the Group HR Manager. These procedures do not form part of the Employee's contract of employment.
