Court Services, December 1, 2017 – November 30, 2021

expired opportunity(Expired)
From: Kendalls(County)

Basic Details

started - 12 Jan, 2021 (about 3 years ago)

Start Date

12 Jan, 2021 (about 3 years ago)
due - 29 Jan, 2021 (about 3 years ago)

Due Date

29 Jan, 2021 (about 3 years ago)
Bid Notification

Type

Bid Notification

Identifier

N/A
Kendall County

Customer / Agency

Kendall County
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EFFECTIVE DECEMBER 1, 2017 NOVEMBER 30, 2021 AND Ta ewe ~HIEF JUDGE WENTY-THIRD JUDICIAL CIRCUIT C URT SERVICES AGREEMENT ME ~~~ ULITAN ALLIAN 72> DF TD OLITE 238? JUDICIAL 27-.DUIT, COURT SERVICES UuAPTER #696 TROPPO CK OK POODLE ( CERE Y BETWEEN Se ilsaeey ah i HRB NEN " AGREEMENT ...... 0.0 ccc cccccccc cece ecee ne ce nee e eee eeeee eee neseeeeeeaesea sees seueseeeeesunceeessesansessss 3 ARTICLE 1. PURPOSE... 00.00. cccccceeeceeceeeceececeeseeeeeeeseeeeaeeeeeseetaneeeesecssenelearesansnase 3 ARTICLE 2. RECOGNITION. .........ecccccsecseceeceesseesseee ceases sean seeseeeeaseeeeeeveasegasevseess 3 ARTICLE 3. NEW CLASSIFICATIONG...........c:ccecceseesecseeee teen cueee seeee bee steve vsevseteanens 4 ARTICLE 4. MANAGEMENT RIGHTS..........:.cccccessecseceeeeeeeeee sesee Gueee tae seaueceeeesees 5 ARTICLE 5. NONDISCRIMINATION..........02:ccccsccececsece cece eeeeesseaeseessnseveeeseseeenaes 6 ARTICLE 6. UNION SECURITY..........ccccescecneceecesceeteseeseee see
censscseeasecseaseeaseasenesuess 6 ARTICLE 7. VISITATION AND BULLETIN BOARDS. ............ccccsccecseseceeeeeceeeeeeesuceeens 8 ARTICLE 8. SENIORITY... 0. cc cece cc cec eee ec eee e eee ee nee eeeeen eee eaeceeeeeaeeenseseeeeenesaeuseneas 8 ARTICLE 9. HOURS OF WORK.........cccccccc ccc eceeceececeeece eee eceeceeeesceeseneseeeeasensanenaess 9 ARTICLE 10. OVERTIME. ..... 0. .ccecceccscc ncn ecnec eee ee nese eeeeeceecs eee eee eee eeeeceserseenenseneeneeas 1] ARTICLE 11. HOLIDAYS... 20 ok ee ee cee cece eee eee ee eee eeeeeeeeeateneenes we l2 ARTICLE 12. DISCIPLINE. .. .. ... be eee we Le sav at ee eee seas eeeeees 12 ARTICLE 13, INSURANCE. ..0... 0... cc ccceecec ee ee need eee eee eee eee eee Cee ee asses teen eassbbea sen eeeeas 13 ARTICLE 14. PENSIONS. ......... 0c cece ce cec ec neeeeeeeeeeneeebeneeeeeee ceceeeeneeeeaeessieeesaeegens 13 ARTICLE 15. LEAVE OF ABSENCE. ....... 2... cccececeeceeceeeeeueceeceeecesnsaeeesaeeeeeseneeseenenes 14 ARTICLE 16. GRIEVANCE PROCEDURE/ARBRITRATION........0 02.0 cece ceeseceseeeeeeees 14 ARTICLE 17. NO STRIKE-NO LOCKOUT.............cccccececcececeeee cee dene deaeeeeseeeeeenes 16 ARTICLE 18. LIMITATIONS OF AGREEMENT. ............:ccceceenee cess gees ceeecesesseeseeeess 17 ARTICLE 19. SUBCONTRACTING... . cc cccccecneeecnen eee eeeeeeeneteeeteeneceseeeeeaeaeneeaereesens 18 ARTICLE 20. WAIVER... 0... cece cecsecee cece ence eee nena eee de ened ence ee ee a eae eee ee nee Ee tae EeEEeE EE ES 18 ARTICLE 21. WAGES, SENIOR PROBATION OFFICER, ON CALL, EVALUATIONG.......18 ARTICLE 22. AUTOMOBILE USAGE. ............2cceeceenececeeeeceeece cess eeeeeeeeneneaeaeneneaseneas 21 ARTICLE 23. DRUG FREE WORK PLACE POLICY ....0 00.0 cek ee cece cee cee cee eeeeaes 21 ARTICLE 24, MISCELLANEOUG............cccceececeee fees cee cee tee eee dee tee teeeeeeees 26 ARTICLE 25. DRESS CODE..........ccccceseeneseeeneeeeeeeeeeeee eee ben beteeeeee dete taeaeteeeeees 28 ARTICLE 26. TERM AND SIGNATURE...... 0... ccc eceeceec eee eee eee n ete ee nea ee eeeeeenen ene eaeenees 31 SCHEDULE A oo... cece cece nee e een eee ee ee nee ene E EEE DEAE EEE E EEE EEE E HEE EGE EEE EE a EEE EE EEE: 33 SCHEDULE B 0.0... e ccc ene re ene eee eee nee e eee EEE EARS EEE E SERED EOLA DEE Ee EEG EEE EG Ea ed EEE EE baEE 34 APPENDIX C ooo cece cece cence ee scene eee be ete eeeeee beens eeneae beets tees gene eeneceneeeeeeaeeeees 35 APPENDIX D oo. cece cence cece teen e enna eeeseeeeeeeeeeee teneeeeeeeee Gene ceed seeeeeeeseeeeeeanens 37 APPENDIX D1] ooo cece cece ncn e reece nee e ence eee e tee e aed ee ete steed tata ne nt eeteetnea teens 39 Fa od od oh) D) D@ Spencer 42 APPENDIX F ooo ccc cece cece eee cen ence ene teen dene Een ee EEE EEE Ee ee EERE ESE ESE Een EEE 43 APPENDIX G ooo cece nce ee nee ee nen e nen ed ene ede e nee eee ene eseed een eeecnnee esse eneaeaeaeeeeneats 45 APPENDIX Hao. ec cece cence rece ene ee ence eae ee ease ease neeneeeenenentaeeeenteeteeeneaeseuegeeerets 46 SIDE LETTER OF AGREEMENT .... ... wwe gcc neers deee ue nn dan eeesaes 47 INDEX AGREEMENT . This Agreement is made and entered into, by and between the Chief Judge 23" Judicial Circuit, Court Services (hereinafter referred to as-the "Employer"), and the Metropolitan Alliance of Police 23" Judicial Circuit Court Services Chapter #696 (hereinafter referred to as the "Union") and their successors and assigns on behalf of employees in the collective bargaining unit set forth in Article I hereof. ARTICLE 1 PURPOSE. WHEREAS, it is the intent and purpose of the parties hereto to set forth the agreement between them for the term hereof concerning rates of pay, wages, hours of employment and other working conditions to be observed by them and the employees covered hereby and to establish an equitable and peaceful procedure for the resolution of differences; and WHEREAS, the parties recognize the constitutional, statutory, and inherent powers of the Judicial Branch of government and agree that no provision of this Agreement may be interpreted or enforced in such a manner as to interfere with the constitutional, statutory, and inherent powers of the Judicial Branch; and WHEREAS, the parties recognize the central role of the Employer in assuring compliance with the laws, the Constitution of the State of Illinois, and the United States Constitution; and WHEREAS, the parties recognize the vital and necessary role of the employees in carrying out the day-to-day work of the judicial system; and WHEREAS, the parties recognize that the users of the Courts services demand and have a constitutional right to the prompt and efficient adjudication of complaints and disputes, and insist upon the fullest protection of common law, statutory, civil, and constitutional rights; NOW, THEREFORE, in consideration of the mutual promises and agreements herein contained, the parties do mutually covenant and agree as follows: Section 2.1 Recognition. The Employer recognizes the Union as the sole and exclusive representative for purposes of collective bargaining, pursuant to the "Illinois Public Employees Labor Relations Act, as amended, 5 ILCS 315/1 et seq. (hereinafter referred to as the "Labor Act") over wages, hours, and other terms and conditions of employment for the following Court Services Employee classifications. ARTICLE 2 RECOGNITION : 7 Sb seers coir oot ieee fee eee - Oe es ed es et as Se eee ee ee ee 0 ee Se nn eee eee a es | : Pe, lees lees Se Se SE A eS: ets Bs he bee feel ell SS , a, ih = cielo i oe a ee ee ss es = eee ee ee ee ee es = bee ee = ee a Pe en ee ee a - = ro Se Se = 8 ee es a a Pe ee re ee ee ee ee ee ee 7 ds ed ee SS = hee eet ee a : a Se 1 ee es ee ee ee ee a a ee ee a 7 eg Me Atay hi RF Atte es The following positions are to be classified as Special Units for the term of this contract: The following positions are to be classified as Standard Units for the term of this contract: ARTICLE 3 NEW CLASSIFICATIONS Section 3.1 New Classifications. If any new position classification is created by the Employer, the Union will be immediately notified. The Employer shal] also then set the proper pay grade for the classification. The Employer shall determine the proposed salary grade in relationship to: (a) The job content and responsibilities attached thereto in comparison with the job content and responsibilities of other position classifications in the Employers work force; Probation Officer/Adult Probation Officer/Juvenile CRS Officers Investigative Officer Administrative Officers Program Coordinator Delinquency Diversion Officers Drug Rehabilitation Court Officers Intensive Probation Officers Electronic Monitoring Officers Domestic Violence Officers Pretrial Officers Pretrial/Technology Officers Sex Offender Officers Mental Health Court Officers Swift, Certain and Fair Coordinator Expressly excluded from the aforesaid bargaining unit are; No more than three (3) part-time positions within the Twenty Third Judicial Circuit that do not displace any full time bargaining unit employees, seasonal, part time employees operating under a grant program, office clericals, supervisory, confidential and management classifications and employees as defined by the Labor Act. The Employer shall not negotiate nor make collective bargaining agreements during the life of this Agreement with any individual employees in the bargaining unit. Steins fie ees eke ee es ete LS a Se at Pe ee eee es a SS ee on i a oo ey a ee a a ee ee = eee ee ere ee i Se ee ee 2 ee OS / - eae ; a ot Fe ts, = net = Se OO ee ee! ge = coke oon a ee ee ee SE I LL | 7 oy 2 ee ee eee ee SS = ee A ee ie ee a = a i Sf a a ie = es a Fo i eS SN ST ee er = es ee Se = == i ee od a oe (b) Like positions with similar job content and responsibilities within the Kendall and DeKalb County Government System if available otherwise to the Kendall and DeKalb County Labor Market generally; and (c) Significant differences in working conditions to comparable position classifications. If the Union does not agree with the determination of the proposed salary grade the Employer establishes under this paragraph, then the Union shall within ten (10) days request a meeting with the Employer to discuss the Employer's action. The Employer shall thereafter meet with the Union and render a decision within twenty (20) calendar days. In any event, any such new classification shall become a part of the bargaining unit if such work or a significant portion thereof was previously performed by bargaining unit employees. Section 4.1 Management Rights. Except as amended, changed, or modified by a provision of this Agreement, subject to the general administrative and supervisory authority of the Illinois Supreme Court, the Chief Judge and his agents retain all the management rights and prerogatives they had prior to signing this Agreement either by law, custom, practice, usage or precedent, to manage and control the judicial system in the Counties. Such rights and prerogatives include, but are not limited to the following: (a) to plan, direct, control, manage, determine, and set standards for all functions, operations, and services of the Judiciary; (b) to establish the qualifications for employment and to employ employees; (b) to determine and establish reasonable rules of conduct and work rules; (d) to determine and establish work schedules and assignments; (d) to hire, promote, transfer, demote, evaluate, reassign, supervise, direct, schedule and assign employees to positions and to create, modify and eliminate positions within the Judiciary; (f) to take disciplinary actions against non-probationary employees for just cause; -(g) to determine the hours of work and shifts per workweek; (h) to establish reasonable work and productivity standards and to amend such standards; (i) to lay off employees because of lack of work or funds or other legitimate reasons; or to change or eliminate methods, equipment, and facilities for the improvement of operations; ARTICLE 4 MANAGEMENT RIGHTS te we os (j) to determine the size and composition of the work force; (k) to determine the methods, means, organization, and number of personnel by which such operations and services shall be provided; (1) to contract out for goods and/or services; (m) to take whatever action is necessary to comply with state and federal law, (n) to maintain the efficiency of Judiciary operations and services; (0) to take whatever action is necessary to carry out the functions of the Judiciary in emergency situations; and (p) to set its overall budget. The parties agree that this Agreement has been entered into with the intent that its provisions should be interpreted so as to fully respect the constitutional authority and duties of the Judiciary, including, for example, the power to administer and supervise the administration of the Courts. ARTICLE 5 NONDISCRIMINATION Section 5.1 Equal Employment Opportunity. The Employer will continue to provide equal employment opportunity for all employees and develop and apply equal employment practices. Section 5.2 Prohibition Against Discrimination. Both the Employer and the Union agree not to illegally discriminate against any employee on the basis of race, sex, creed, religion, color, age, national origin, political preference, disability, or marital status. Section 5.3 Union Membership or Activity. Neither the Employer nor the Union shall interfere with the right of employees covered by this Agreement to become or not become members of the Union and there shall be no discrimination against any such employees because of lawful Union membership or non-membership activity or status. ARTICLE 6 UNION SECURITY Section 6.1 Maintenance of Membership. Each employee, who on the effective date of this Agreement is a member of the Union, and each employee, who becomes a member after that date, shall maintain his/her membership during the term of this Agreement except as provided herein. Except as provided below, all new employees shall become members of the Union on their thirty-first (31st) day of employment. a ome a Section 6.2 Fair Share Deductions. Employees covered by this Agreement who are not members of the Union paying dues by voluntary payroll deduction shall be required to pay in lieu of dues, their proportionate fair share of the costs of the collective bargaining process, contract administration and the pursuance of matters affecting wages, hours and conditions of employment in accordance with the Illinois Public Labor Relations Act. The fair share payment, as certified by the Union, shall be deducted by the Employer from the earnings of the nonmember employees and shall be remitted each payday to the Union at the address designated in writing to the Employer by the Union. The Union shall advise the Employer of any increase in fair share fees in writing at least fifteen (15) days prior to its effective date. The amount constituting each nonmember employee's share shall not exceed dues uniformly required to Union members. Section 6.3 Religious Exemption. Should any employee be unable to pay their contribution to the Union based upon bona-fide religious tenets or teachings of a church or religious body of which such employee is a member, such amount equal to their fair share, shall be paid to a nonreligious charitable organization mutually agreed upon by the employee affected and the Union. If the Union and the employee are unable to agree on the matter, such payments shall be made to a charitable organization from an approved list of charitable organizations. The employee will on a monthly basis furnish a written receipt to the Union that such payment has been made. Section 6.4 Notice and Appeal. The Union agrees to provide Fair Share notices and appeal procedures to employees in accordance with applicable law. Section 6.5 Indemnification. The Union shall indemnify, defend, and hold the Employer harmless against any claim, demand, suit or liability arising from any action taken by the Employer in complying with this Article, except where the Employer initiates or prosecutes such action. Section 6.6 Dues Check off, During the term of this Agreement the Employer will deduct from each employees biweekly paycheck the uniform, regular Metropolitan Alliance of Police dues for each employee in the bargaining unit who has filed with the Employer a lawfully written authorization form. The Employer shall remit such deductions monthly to the Ilinois Metropolitan Alliance of Police at the address designated by the Chapter. The actual dues amount deducted, as determined by the Metropolitan Alliance of Police, shall be uniform for each employee in order to ease the Employers burden in administering this provision. If any employee has no earnings or insufficient earnings to cover the amount of the dues deduction, the Metropolitan Alliance of Police shall be responsible for collection of dues. The Metropolitan Alliance of Police agrees to refund to the employee any amounts paid to the Metropolitan Alliance of Police in error on account of this dues deduction provision. ARTICLE 7 VISITATION AND BULLETIN BOARDS Section 7.1 Union Access with Notification. A representative of the Union shall have reasonable access to the Employer for the purpose of conferring with the Employer and/or employees, and for the purpose of administering this Agreement. However, due to issues of confidentiality and security to the public which must be maintained at the facilities where employees work, the Union representative must notify the Employer at least one (1) hour in advance of the desire for access. Furthermore, when the Union representative enters a Court Services Office for this purpose, he shall first advise the Supervisor of the office or his designee, prior to contacting other employees. Such visits shall not unreasonably interfere with the operation of the Employer. Notwithstanding the foregoing, an employee who may be subject to disciplinary action for any impropriety has the right for a union representative to be present at any interrogation or hearing. However, the Employer shall not have to defer or avoid its intended disciplinary action because of the unavailability of an employee representative, taking all the circumstances into account. Section 7.2 Bulletin Boards. The Employer shall provide a bulletin board in each office which shall be used for the purpose of posting proper Union notices. Such bulletin boards shall be placed conspicuously and at places readily accessible to workers in the course of employment. ARTICLE 8 SENIORITY Section 8.1 Definition of Seniority. Seniority is defined as the length of continuous service of an employee for the County within the Court Services Department since the employee's last date of hire. In the event an employee is transferred from another County department to the Court Services Department he/she enters Court Services as an employee with the least departmental seniority, however, the transferred employee does not lose his/her County seniority. Section 8.2 Modification of Seniority. Newly hired employees shall be considered probationary during the first nine (9) months of their employment with the Court Services Department and have no right to use the Grievance Procedure in the event of discharge. Employees who have been promoted to new positions and employees who have transferred to a lateral position in Court Services shall serve a six (6) month probationary period in said new position. An employee promoted to a new position or transferred to a lateral position may request a return to his/her former position within forty-five (45) days of said promotion or transfer. Failure to make such a request within forty-five (45) days shall make the employee subject to said six (6) month probationary period. The grievance procedure shall be available to those employees who fail to satisfactorily complete their probationary period following a promotion or transfer to a new position within the bargaining unit. a oo ta es = re = EE TT lS ee eee ne ee = ee te ase ree . ee eer i Pa se ee ee ee ee * De _ ek ee ren ete ere a nee Sas oF An employee's continuous service record shall be broken by voluntary resignation, discharge, retirement, layoff of more than one (1) year and the failure to return upon recall from layoff (within 5 days of recall). In cases of layoffs and recall, seniority shall prevail unless a less senior employee has demonstrably better skill and ability to perform the work required in the job. Non-merit factors unrelated to work performance shall not be considered. If there are no qualified employees "to recall," the Employer may fill the position by hiring new employees. ARTICLE 9 HOURS OF WORK Section 9.1 Hours of Work. This article is intended to set forth the normal hours of work in effect at the time of execution of this Agreement. Nothing contained herein shall be construed as preventing the Employer from restructuring the normal workday or workweek for the purpose of promoting the efficiency of Court Services and from establishing the work schedules of employees. However, any such changes must be approved by the Chief Judge and discussed with the Union prior to implementation. Section 9.2 Work Schedule. The normal hours of work for Court Services employees consists of a five (5) day, Monday through Friday, thirty-seven and one-half (37-1/2) hour workweek. Court Services Offices in DeKalb County are expected to be open from 8:30 a.m. through 5:00 p.m. Court Services Office in Kendall County is expected to be open from 8:00 AM to 4:30 PM. DeKalb County will maintain at least one late night per month but will not exceed two late nights per month with the office being opened from 8:30 AM to 7:00 PM. Kendall County will maintain at least one late night per month not to exceed two late nights per month with the office being opened from 8:00 AM to 7:00 PM. A minimum of three staff will either volunteer or be assigned on a rotating basis to work the extended hours. The employer agrees to formulate a Circuit-wide employee/management workgroup within 90 days of the finalization of this agreement that is tasked with the responsibility of fully evaluating a 4-day work week. This group will work during the first two years of the contract to develop a 4-day work week recommendation that is mutually beneficial, with a possible implementation no earlier than the third year of this agreement. Section 9.3 Deviation from Work Schedule. Due to the special nature of their work, employees working in special units may be required to work hours other than those stated above. Employees will be notified of these changes in work schedules by their Department Directors. Modification of the employee's work schedule must be approved by their supervisor. Section 9.4 Lunch Break. Employees may be provided with up to a one (1) hour unpaid lunch. Staff must take at least one half (1/2) hour lunch break no later than five (5) hours into their shift. 7 a ee, ses ee ee ee ee SS ng Ot a _ uo LE es ar ee es ee ee 7 SS SS 7 i ed ed | 8 eee en or a ae ee Ser Ser = | gt ed a ee ot i Le es a) ee eet = oe Se iL Los sy ed ee ee a Sa ee Fe = 2 = gs = Ps ee ee ee | ok ra ion al = = le ee (== es a es ee - rs ee ee ee 2 - - a) eee, ee - ee ee ee =] EE : Se 2 Ls a | - ) ees fe ae es eS ee ee ee ee TS PHOs are accrued on non-overtime hours paid, excluding funeral leave and jury duty pay. Employees will be paid for holidays during the first six months of their employment providing the scheduled day before and the scheduled day after the holiday are worked. Part-time employees in Group A will be eligible to earn PHOs only if their position is budgeted at 50% or more of the positions full-time hours per week. Emergency PHOs may be used at the discretion of the department head for reasons of illness and personal emergency only. Leave for vacation purposes shall be arranged with due regard for the operating needs of the County. Each department head is responsible for vacation scheduling within his or her department that shall best meet the needs of the department and reconcile vacation preferences of employees with County workloads. Upon termination of at least six months continuous employment, and with at least fourteen (14) calendar days of advance notice in writing, employees in Groups A and B above, shall be paid for any accumulated PHO benefits up to a maximum of sixty (60) days. Any PHO benefits over sixty (60) days will be moved to an emergency bank. PHO benefits moved to the emergency bank will not be paid out upon termination. Section 9.6 Vacation, Sick Leave and Personal leave. The policy for Vacations, Sick Leave and Personal Leave for Kendall County for the duration of this agreement shall be 60 days 60 days 60 days 60 days 60 days 60 days 60 days 15 days 15 days 15 days 15 days 15 days 15 days 15 days 60 days 60 days 60 days 60 days 60 days 60 days 60 days Section 9.5 Paid Hours Off (PHOs). The Paid Hours Off (PHOs) policy for DeKalb County shall be pursuant to the following: A. All Groups Hired after 11/30/2005 All Groups Hired before 12/1/05 Years 0.5-4 5-8 9-14 15+ 0.5-4 5-14 5+ Accrual Rate* 0.1077 0.1270 0.1443 0.1616 0.1270 0.1443 0.1616 Equivalent Days Off 28.0 33.0 37.5 42.0 33.0 37.5 42.0 Maximum Maximum Maximum Emergency Paid At Accrual Accrual Termination pursuant to the terms and conditions contained in Appendices E and F, attached hereto and made part hereof. ARTICLE 10 OVERTIME Section 10.1 Overtime. Time and one-half (1-1/2) of the employee's regular hourly rate of pay, or compensatory time off as defined below, shall be paid for work under any of the following conditions, but compensation shall not be paid twice for the same hours. It is understood that work in excess of regular hours, except as provided below, shall be compensated through the use of comp time at the straight-time rate, with the approval of the Employer. Overtime compensation shall apply to all work performed in excess of forty (40) hours in any workweek. Section 10.2 Accrual of Compensatory Time. If the Employer determines that compensatory time off is to be used as the method of paying employees overtime work, the overtime rate of pay shall be one and one-half (1 4) hours compensatory time off for each hour of overtime work. If compensatory time off is used, it shall be by mutual agreement, but the taking of time off shall not be denied to an employee except in such cases where the Employer determines there is a legitimate operational need for such denial. In the event of emergencies, all reasonable efforts will be made to accommodate the employees request to utilize accumulated compensatory time off. Requests for use of accumulated compensatory time, including whether such requests were granted or denied, and the rationale therefore, shall be maintained by the Employer. The Employer will make every reasonable effort to grant or deny compensatory time requests by the end of the employees next regularly scheduled shift. Earned compensatory time may not be accumulated in excess of eighteen hours (18). Employees shall use their earned compensatory time within 60 calendar days after they have earned it. Earned compensatory time will not be paid out at anytime during the fiscal year, unless the employee leaves employment. Said compensatory hours shall include both overtime and straight-time compensatory hours. Section 10.3 Use of Compensatory Time. Employees will be allowed to use accumulated compensatory/personal/sick/flex time when late once every other month up to fifteen (15) minutes with a supervisors approval. Abuse of this provision will cause employees to be subject to disciplinary action in accordance with this Agreement, provided however, that up to six (6) such uses of accumulated compensatory time in a calendar year as described above in this paragraph, shall not be used as a basis for discipline. At anytime, if an employee is late == a a = eS eee. ie ee Fer" es ee ee es ri a Ss ee a - = Coie ere 2 om a 7 rn ee se Poo 2 eee eerie ars Saft eae SSS = SS ee ee Ss es ee Pe 2 See ed ee ee ee ee es , ee ee ee SS se ES fronfab ats Beda Fahim = - a a more than fifteen (15) minutes, the employee must use compensatory time first (if applicable) and then personal/sick time for anything 30 minutes or more. In addition, if an employee is late more than once every other month, the employee cannot use flex time when late. The employee must use compensatory time first and then personal/sick time. ARTICLE 11 HOLIDAYS Section 11.1 Holidays. An official list of paid holidays is determined annually by the Supreme Court and Chief Judge. Holidays shall be those designated by the Illinois Supreme Court or the Chief Judge of the Twenty-Third Judicial Circuit subject to the general administrative and supervisory authority of the Illinois Supreme Court. With the exception for emergencies, all eligible employees, as defined below, will be granted the day off based on their normal hours of work with regular hourly pay. To qualify for holiday pay, an employee must be in paid status the day preceding and following the holiday. All employees who work on a holiday shall receive another day off in lieu of holiday pay, in accordance with past practice. If a holiday falls within an employees scheduled vacation, such employee, if otherwise eligible, shall use the holiday in place of a vacation day. ARTICLE 12 DISCIPLINE Section 12.1 Discipline. The Employer shall not discharge or suspend any employee except for just cause. The Employer agrees to apply the principles of progressive discipline where applicable and hereby declares an intent to utilize written reprimands, whenever possible and appropriate, prior to the use of suspension or discharge. The requirement to utilize corrective written reprimands as referenced above shall not be held to apply to an offense which is severe or indicates some significant shortcoming which renders the employee's continuance in his position in some way detrimental to the Employer. Section 12.2 Pre-Disciplinary Meetings. For discipline other than oral or written reprimands, before final notification to the employee of the contemplated measure of discipline to be imposed, the Employer shall meet with the employee involved and will inform the employee of the reason for such contemplated disciplinary action, including, if appropriate, any names of witnesses and copies of pertinent documents. Employees shall be informed of their rights to Union representation and shall be entitled to such, if so requested by the employee. The a e 2 el OY be eel i a a ee a - ee | Ss = a ee ar ee ae gy ae ees oe] ge a - Po ee ee ee er 2 ee 2 eee - ae, - - Eg le ee ee ee ed ee ed es 5 a ee 2 ee 7 - ee a Se [Se ae og el a 2 os 2 2 PL a el a ieee ee =. a. es 2 i= Pee ee ee eee pi ol SE Ss lr, ee = 7 ees el Gee! Jes gee el SL ly ot aeaee el eee teres a es es ee a ee Se es es a ee ee i oS sk ee Se ee ee ee a se a S a a eee a Bae Bd ed 2 es ee ks _ a oe Pe 2 a a ee a tein a ete employee and the Union representative shall be given the opportunity to rebut or clarify the reasons for such discipline. The Union will have up to three (3) days notice prior to the pre- disciplinary meeting unless the severity of the offense warrants otherwise. Where appropriate, reasonable extensions of time for rebuttal purposes will be allowed when requested. Following the pre-disciplinary meeting, the employee and the Union shall be notified of disciplinary action; such notification shall be in writing and reflect the specific nature of the offense and, where applicable, direction to the employee for future behavior. Section 12.3 Purge of Discipline. Disciplinary actions in excess of two (2) years ago, with no further violations, will not be considered as part of discipline and may not be used against the employee for any future discipline; provided however, that reference to such discipline shall remain in the file. ARTICLE 13 INSURANCE Section 13.1 Insurance. The policy for Health Insurance for Kendall County for the duration of this agreement shall be pursuant to the terms and conditions contained in Appendix C, attached hereto and made part hereof. The policy for Health Insurance for DeKalb County for the duration of this agreement shall be pursuant to the terms and conditions contained in Appendix G, attached hereto and made part hereof. During the term of this Agreement should the deputy sheriffs covered by the same Health Plan in DeKalb County receive a change in benefits, coverage, or employer or employee paid premiums, such changes, including the retroactive or prospective application of such changes shall be applicable to the probation officers of DeKalb County in this bargaining unit. Should the County adopt plans or policies which affect employee's insurance benefits, the probation officers of DeKalb County shall have the option to participate in the same plans or programs as other county employees. ARTICLE 14 PENSIONS Section 14.1 Pensions. During the term of this Agreement, covered employees shall continue to participate in the Illinois Municipal Retirement Fund (IMRF), in accordance with and subject to the provisions of the statutes of the State of Illinois, as applicable or as may hereafter be amended: ARTICLE 15 LEAVE OF ABSENCE Section 15.1 Eligibility Requirements. Employees shall be eligible for leaves of absence after they have completed nine (9) months of employment with the Employer. - Se a ee ye oo 7 ee ee ed es eee Se be i ee ee es a a 2 ee ed ee ee ee en re ee ee ee oe 8 oe ee ee eee eee a es ee es eles oe eee ee ee ek oe oe Oe ds ee er a or _ = es i bE Oe ee es ee, ee 2 ee gee ee oe Sess oa ns i] - SE eco oe eee See ele Sel is ee = ey el Le Ps ee * ee ee ee Be ee eS a a ed = SS eS ee a a ee ee ee ee ee a Ca ee oe es ee 7 Section 15.2 Application for Leave Without Pay. Any request for a leave of absence shall be submitted in writing by the employee to his immediate supervisor at least ten (10) working days prior to the date of departure if at all possible. The request shall state the reason the leave of absence is being: requested and the length of time off that the employee desires. Authorization for a leave of absence must be in writing and must contain the signature of the employees immediate supervisor. Any request for a leave shall be answered promptly. Requests for immediate leaves (for example, immediate family sickness or death) shall be answered before the end of the shift on which the request is submitted. A request for a short leave of absence (defined as a leave not exceeding one (1) month) shall be answered within five (5) working days. A request for a leave of absence exceeding one (1) month shall be answered within ten (10) calendar days. Section 15.3 Failure to Return From Leave of Absence. Failure to return from leave of absence within five (5) working days after the expiration date thereof may be cause for discharge unless it is impossible for the employee to so return and evidence of such impossibility is presented to the Employer within five (5) working days after the expiration of the leave of absence. Section 15.4 Applicability of Law-Family and Medical Leave Act. The Employer will comply with. the provisions of the Family and Medical Leave Act. Nothing contained in this Agreement is intended to interfere with or impede the Employer in meeting its obligations under the Family and Medical Leave Act. Compliance with the time off provisions of the Family and Medical Leave Act will be determined in accordance with the policies in effect in the particular county. Section 15.5 Bereavement Leave. Up to three (3) paid days per occurrence may be allowed for death in the immediate family. Immediate family is defined for purposes of this section to be spouse, mother, father, child, brother, sister, son-in-law, daughter-in-law, grandmother, grandfather, grandchild, spouses relatives of the same degree of blood relationship and any blood relative who resides in the employees home, current step-parent(s) and current domestic partners as defined by the Illinois Civil Unions Act. These paid days are considered as bereavement days and not sick/personal days. If any additional time is needed, the time off may be taken from paid vacation/sick/personal days, with approval of the departmental head unless leave under the Child Bereavement Act is provided in accord with the statute. This is applicable only to full-time employees. ARTICLE 16 GRIEVANCE PROCEDURE/ARBITRATION Step 2. Step 3. Section 16.1 Intent of Parties. It is the intent of the parties to this Agreement that the grievance procedure set forth herein shall serve as a means of peaceful settlement of disputes that may arise between them as to the application and interpretation of this Agreement. Section 16.2 Definition and Process. A grievance is defined as a dispute or complaint arising between the parties hereto under or out of this Agreement or in the interpretation, application, performances, termination, or any alleged breach hereof, and shall be processed and disposed of in the following manner: Step 1. Within a reasonable time, i.e., within five (5) working days of the occurrence giving rise to the grievance, or within five (5) working days of the employee becoming aware of the occurrence giving rise to said grievance, the employee having the grievance shall take it up with his office supervisor. The grievance shall be reduced to writing (setting forth the alleged violations and relief sought), on the approved Grievance Form, which is attached as Schedule BC, signed by the grievant and/or Union representative, and presented to the office supervisor. The Employer shall give its answer to the employee, and/or the Union representative, within five (5) working days after the presentation of the grievance in Step 1. If the grievance is not resolved at Step 1, the Union shall have ten (10) working days after the Employer's answer to move the grievance to the next step. The Union and the Employer shall meet in an attempt to resolve the grievance prior to any further action being taken. The Employer shall give an answer to the employee, and Union representative, within five (5) working days of the conclusion of the Step 2 meeting. If the grievance is not resolved at Step 2, the Union shall have ten (10) working days after the Employer's answer to move the grievance to the next step. The grievance shall be presented to the Presiding Judge of the County that is not the County where the grievant works. If that Presiding Judge is also the Chief Judge of the Circuit, the grievance shall be presented to the acting Presiding Judge. The Union and the Employer shall meet in an attempt to resolve the grievance prior to any further action being taken. The Employer shall give an answer to the employee, and Union representative, within five (5) working days of the conclusion of the Step 3 meeting. Step 4. If the grievance is not resolved in Step 3, the Union shall have ten (10) working days after the Employer's answer to move the grievance to the next step. The grievance shall be presented to the Chief Judge or his Designee. The Union will attempt to schedule a grievance meeting with the Chief Judge or Designee within twenty-one (21) days at a mutually agreeable time and place in order to resolve the grievance. A grievance presented in Step 4 shall be answered in writing by the Chief Judge, or his Designee, within five (S) working days after the conclusion of the grievance meeting or when the limits for a meeting expire. Step 5. If the grievance is not resolved, the Union may, within ten (10) working days after receiving the answer in Step 4, elect to advance the grievance to Step 5. The ee 9 2 ES ee ee ee eee ee ee ee er Ss oe a Pao on ee oe oe ss er, es 2 as ee eee eee eee ee ee ss 8 a eee eT tr eu Ee es ee ee ee ee ee ee ee ee ee a gins Bales oe lS es ey SS =e eee. = - a | ry 8 a BS ee ee ed ee ee eee eee 6 7 ee ee ed ee ee Ss 7 re oe es ee ee ee ee 2 oe ao So ee eS ee ee ee ee ee SS 3 2 Se ee = ee ee a 2 es ae a a 2 Se ee ee lhc ge ei ee dd Ok Le 8 Ss ed ee 2 ee a 2 ee ra Li. 8 ss ee ee re oe en aes ar neta rae ered Se Union, pursuant to the provisions of this Article may then elect to advance this grievance for final and binding resolution. Section 16.3 Employers Failure to Respond. Failure on the part of the Employer and/or Chief Judge to answer a grievance at any step shall not be deemed acquiescence thereto, and the Union may proceed to the next step. Section 16.4 Waiver. Any disposition of a grievance from which no appeal is taken within the time limits specified herein shall be deemed resolved and shall not thereafter be considered subject to this Article, i.e., if a grievance is not submitted or presented within the time limits set forth above, it shall be considered "waived," unless otherwise mutually extended by the parties. Binding Resolution of Grievances Section 16.5 Referral to Arbitration. Ifthe grievance is not settled in Step 4, or no answer is given within the specified time, the Union may request by written notice to the Chief Judge, within ten (10) working days after his receipt of the Step 4 answer, or after such answer was due, whichever occurs first, that his grievance be resolved by binding arbitration. . Section 16.6 Arbitration. Within ten (10) working days after the receipt by the Chief Judge the Unions request to proceed to Step 5 of the grievance procedure by electing final and binding resolution of the grievance by arbitration, the Chief Judge or his Designee and Union representative shall meet to select a mutually agreed to arbitrator. If the parties fail to select an arbitrator, the Illinois Labor Relations Board or Federal Mediation and Conciliation Service shall be requested by either or both parties to provide a panel of five (5) arbitrators. Both the Employer and the Union shall have the right to strike two (2) names from the panel. The party requesting arbitration shall strike the first name; the other party shall then strike one name. The process will be repeated and the remaining person shall be the arbitrator. The decision of the arbitrator shall be final and binding on the parties, the cost of the arbitrators services and the proceedings shall be borne equally by the Employer and the Union. However, each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record and makes a copy available to the arbitrator. If the other party desires a copy, it shall pay one-half (1/2) the transcription fee and the cost of duplication its copy. ARTICLE 17 NO STRIKE-NO LOCKOUT Section 17.1 Strike Prohibited. No employee shall engage in any strike, sit-down, sit in, slowdown, cessation or stoppage or interruption of work, boycott, or other interference with the operation of the Employer during the term of this Agreement. pa oe a ee - a a a ee ee es ee ee eee) ee ee ee a ii a tala tol ee ore terial ao tirisireniss iin il i= a ST aaa. fe led eis 8 ee ee ee eee eee eee ed eee eee ee eed = el ee = a ee ee, eee eee ee eee eee ee Se SS a es ee ee . eer tee eee ees ee ee = se eee 7 SS i is ee a eer re es ee eee i ol 6 a ee SS i ee oe oo eo or = = a Sat . b= = one a el Se a ee ee _, es es a eS Ss re es ee ee ee i ee ge es ey a gs ll Ms Lge a Se ee SS Oo SS ee =n ee ta tell [ee Se 2 oe oe es se Le es ee ee ee 2) ee ee. - ee Fe te ee es oe eee re eer a iy i Ee ak Oe | 2 es ee ee e =. ses si SS ee - le eel SS ee eee a a es a = se ay oh el ee Oe bee a a i lrs a or en ce a a Section 17.2 Prohibition of Union Participation. The Union, its officers, agents, representatives and members, shall not in any way, directly or indirectly, authorize, assist, encourage, participate in or sanction any strike, sit down, sit in, slowdown, cessation or stoppage or interruption of work, boycott, or other interference with the operations of the Employer, or ratify, condone or lend support to any such conduct or action. Section 17.3 Union Liability and Duty. In addition to any other liability, remedy or right provided by applicable law or statute, should a strike, sit down, sit in, slowdown, cessation or stoppage or interruption of work, boycott or other interference with the operations of the Employer occur, the Union within twenty four (24) hours of a request by the Employer, shall: (a) Advise the Employer in writing that such action by the employees has not been called or sanctioned by the Union. (b) Notify employees of its disapproval of such action and instruct such employees to cease such action and return to work immediately. (c) Post notices at Union Bulletin Boards advising that it disapproves of such action and instructing employees to return to work immediately. Section 17.4 Discharge for Violation. The Employer may discharge or discipline any employee who violates this Article and the Union will not resort to the grievance procedures on such employees behalf. Section 17.5 No Lockout. The Employer agrees that it will not lock out employees during the term of this Agreement. Section 17.6 Employers Judicial Remedies. Nothing contained herein shall preclude the Employer from obtaining judicial restraint and damages in the event of a violation of this Article. ARTICLE 18 LIMITATIONS OF AGREEMENT Section 18.1 Judicial Powers. No provision in this Agreement which materially and adversely affects or interferes with the exercise of the constitutional, statutory, or inherent of judicial powers of the Judiciary or with the application of a rule or order of the Illinois Supreme Court may be enforced. During an emergency affecting the Courts business as reasonably determined by the Court, no provision in this Agreement which materially and adversely affects or interferes with the exercise of the constitutional, statutory, or inherent administrative powers of the judiciary may be enforced, but the unenforceability of any such provision due to the emergency shall not cause loss of wages or economic benefit to the members of the bargaining unit. The Union may raise other issues stemming from the way the emergency was dealt with pursuant to this Agreement. Section 18.2 Saving Clause. If any Article of this Agreement or any addenda thereto shall be held invalid by operation of law or by any tribunal of competent jurisdiction, or if compliance with or enforcement of any Article should be restrained by such tribunal, the remainder of this Agreement and Addenda shall not be affected thereby, and the parties shall immediately negotiate a substitute for the invalidated Article or portion thereof. ARTICLE 19 SUBCONTRACTING Section 19.1 General Policy. It is the general policy of the Employer to continue to utilize employees to perform work for which they are qualified to perform. The Employer reserves the right to contract out any work that it deems necessary in the interest of economy, improved work product or emergency. Section 19.2 Notice and Discussion. Absent an emergency situation, prior to the Employer changing its policy involving the overall subcontracting of work in a bargaining unit area, when such change amounts to a significant deviation from past practice resulting in loss of work of bargaining unit employees, the Employer shall notify the Union and offer the Union an opportunity to discuss and participate in considerations over the desirability of such subcontracting of work, including means by which to minimize the impact of such on employees. Prior to subcontracting of bargaining unit work, the Employer, the Union, and the proposed subcontractor shall meet to discuss the employment of employees subject to layoff. The Employer will request that the subcontractor hire laid-off employees. ARTICLE 20 WAIVER Section 20.1 Waiver. The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter within the area of collective bargaining, and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Therefore, the Employer and the Union, for the life of this Agreement, each voluntarily and unqualifyingly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any subject or matter referred to, or covered by this Agreement, or with respect to any subject or matter not specifically referred to or covered in this Agreement, even though said subject or matter may not have been within the knowledge or contemplation of either or both of the parties at the time they negotiated or signed this Agreement. a re eo wie : an 0 Ss ee ee ee les ee ee | rae ee ee ee ee a SS SS Sr ee a ee ee ee es Seer, wet: deel _ = a eee Saenos : a rs as | rs 2 ee a A 2 fd el fee! ee ee ee! a 1 i : Se ee ee ee ee ee Se ee ed de a a as ed) les iced ed Peed Beeld Pe ee Vee! be CO ees Lee 7 SS SS eee eee ey ek, ree ee ee ee a J | Se ee a ee eee ee et eT 7 ee od ae ee ee - in ee er oe | a ee SS as ee ee gee ae sd ee ee es es 7 ARTICLE 21 WAGES, SENIOR PROBATION OFFICER, ON-CALL, AND EVALUATIONS - Section 21.1 Wages. The Wage Rates and Step Plan in effect during the term of this Agreement are set forth in this paragraph and in Schedule A. Effective 12/1/17 steps 0-15 of the Standard Unit Pay and Special Unit Pay shall be increased by 1% over the 12/1/16 salaries. Effective 6/1/18 steps 0-15 of the Standard Unit Pay and Special Unit Pay shall be increased by 2.7% over the 12/1/17 salaries. Effective 12/1/18 steps 0-15 of the Standard Unit Pay and Special Unit Pay shall be increased by 2.95% over the 6/1/18 salaries. Effective 12/1/19 steps 0-15 of the Standard Unit Pay and Special Unit Pay shall be increased by 3.2% over the 12/1/18 salaries. Effective 12/1/20 steps 0-15 of the Standard Unit Pay and Special Unit Pay shall be increased by 3.2% over the 12/1/19 salaries. Beginning the first year of the contract, 12/1/2017, members will receive a 1% increase in salary by moving from their current step to the new column and same step of the new scale, i.e., officers currently at Step 1 will move over to Step 1 of the new scale, officers currently at Step 2 will move over to Step 2 of the new scale, etc. Also, effective 12/1/17, officers will receive a retroactive lump sum payment for 7 months of the 1% increase in salary. On 6/1/2018, all members will receive a 2.7% increase by moving to the new column at their current step of the new scale. On 12/1/18, all members will receive a 2.95% increase by moving from their current step to the new column and one step higher. On 12/1/19, all members will receive a 3.2% increase by moving from their current step to the new column and one step higher. On 12/1/20, all members will receive a 3.2% increase by moving from their current step to the new column and one step higher. New employees will be placed at Step 0 and will not receive their first step increase until the December 1*, following one full completed year of service. When an officer transfers from a standard unit position to a Special Unit position, he/she will be slotted into the Special Units Step Plan at the same step in the Special Units Step Plan (i.e., Step 5 to Step 5). When an officer transfers to a Standard Unit position, he/she will be slotted into the same Regular Unit step number he/she held in Special Units. There will be no decrease in pay, but no increase wil! be given until the step in that step plan exceeds the current salary. No employee shall move to their next step after November 30, 2021 until a successor agreement is negotiated to completion. Section 21.2 Senior Probation Officer. The existing Career Path Policy dated December 3, 2012 will remain in place with two Senior Probation Officer positions in each County. Upon any Senior Probation Officer position being vacated the Director of the County where the position is vacated will discuss with the Chief Judge the benefit of filling the position. The discussion will include at a minimum whether the position being filled is beneficial to the entire office. Should a determination be made that the position will not be filled, it will remain vacant for a period of no less than six months until it is open for review by the Director and the Chief Judge. The monthly stipend provided to the officers designated Senior will be $100.00 during years 1 and 2 of the agreement and $125.00 during years 3 and 4 of the agreement. Senior Probation Officer stipends will not be added to the overall salary. The selection process for these officers would be as delineated in the Career Path Policy document. No staff can be forced into the position, but must voluntarily apply for the position. The Union can appoint one ex- officio member from the bargaining unit to participate on the Career Path Review Panel. The ex- officio member has no voting rights. The Union agrees to provide the Employer with 5 candidates from which the Employer will select a candidate to function in the ex-officio position. A small workgroup will be developed within 90 days of full finalization of this agreement to update the existing career path policy so that it aligns with the current performance appraisal process. Section 21.3 On-Call (Kendall County Only). Special Units staff will be paid a flat $3,600.00 each year for years 1 and 2 of this agreement and $3,750.00 each year for years 3 and 4 of this agreement (paid out in equal monthly installments) for Bischof, GPS and Juvenile Detention on-call. Any on-call pay earned will not be added to the overall salary. Should the number of staff change (up or down), the number of days and the pay will also adjust accordingly. Any days not covered by Special Units staff will be offered to Standard Units staff and paid to the Standard Unit staff at the following rate; e 2 hours of regular pay for each day on call e If staff goes out on a call, they will be paid a minimum of 2 hours at 1 4 times their regular hourly rate 2 tk eee ed s : Se 2 oe a a | ee 7 SS a. S 5s ee 2 - ee a DE. Be. "Ls eg ee el teint ete eee ee ee es ee ee ee ee Se = i lee ek pele ol ee is ee eS = a kd AS a Said i oi 0 ree a aes = eee ee iain Se! Seed oe so - a et 8 eee ee ee a es ld Pd ee ee es ie - - : 7 ee ee Oe Se a se e If staff goes out on a call, and it is more than two hours they will be paid at 1 4 times their hourly rate of pay for time from their home to the call and back to their home, in 15 minutes increments e If staff goes out on a call, they will not be paid'the 2 hours of regular pay in addition to the overtime pay e If staff are on call for holidays, they will receive their regular holiday pay, in addition to two hours of straight pay for being on call e If staff are called out on holidays, they will be paid at 1 % times their rate of pay for any hours they work, at a minimum of two hours, but in lieu of the two hours of straight time. Anything over 2 hours will be paid in 15 minute increments. On-call pay covered within the terms of this agreement will be adjusted to reflect the increase and paid out in retroactive form. Currently Special Programs does detention authorizations. They would like to remove these from their current duties See Section 24.6. Section 21.4 Evaluations. Employees are required to meet performance standards required by the Administrative Office of the Illinois Courts. Each employee in the Court Services Department shall be evaluated on an annual basis. The evaluation too! that was implemented as of December 1, 2016 will be utilized during the term of the Agreement. An employees performance evaluation shall be reviewed with the employee and the employees comments shall be taken into consideration. An employees signature shall signify only that he or she has been given his or her performance evaluation; the employees performance evaluation may not be altered subsequently without the employees concurrence. In the event that the supervisor completing an employees performance evaluation determines that he or she has insufficient knowledge of the employees performance with regard to a particular objective, the supervisor shall gather all such pertinent reference materials and information necessary for completing the employees performance evaluation. Employees may participate with the supervisor in gathering pertinent material and information necessary to complete the performance evaluation. Where standard objectives are applied to employees whose actual caseloads or workloads vary materially, the supervisor shall identify, document, and take into consideration the varying caseload and workload characteristics prior to and during the performance evaluation process. The parties agree that in completing an employees performance evaluation, bias and favoritism are to be avoided in every way possible. If an employee objects to his/her evaluation, he/she may utilize the grievance procedure up to and including Step 3 of the grievance procedure. The Employers evaluation shall not be subject to Step 4 or arbitration. on 9 ee ee ee ee Ss a ee en 222s i ee ee eo ee ee a SEs se Se pe ee el ee ee ee ee a ee ee Se = Maes ees a ee oe a er ge ed oe ee el = | a ARTICLE 23 DRUG-FREE WORKPLACE POLICY ARTICLE 22 AUTOMOBILE USAGE Section 22.1 Personal Automobile Usage. The Employer will pay for the current IRS rate for work-related personal car usage. Section 23.1 Purpose and Goal. The 23rd Judicial Circuit Court Services (the Employer) is committed to protecting the safety health and well-being of all employees and other individuals in the workplace. Court Services recognizes that alcohol abuse and illegal drug use pose a significant threat to Court Service's goals. Court Services has established a drug-free workplace program that balances respect for individuals with the need to maintain an alcohol and drug-free environment. Court Services encourages employees to voluntarily seek help with drug and alcohol abuse. Section 23.2 Covered Workers (Employees). Any individual who conducts business for Court Services, is applying for a position, or is conducting business on Employer property is covered by the drug-free workplace policy. The policy includes, but is not limited to managers, supervisors, full-time employees, part-time employees, contractors, interns, volunteers and applicants. Section 23.3 Applicability, The drug-free workplace policy is intended to apply whenever anyone is representing or conducting business for Court Services. Section 23.4 Prohibited Behavior. It is a violation of the drug-free workplace policy to use, possess, sell, trade, distribute, manufacture, dispense, and/or offer for sale alcohol, illegal drugs or intoxicants during the course of the workday. Unlawful use of drugs as well as being under the influence of alcohol or the consumption of alcohol while on duty shall be cause for discipline up to and including discharge. It is a violation of the drug-free workplace policy to consume or possess sealed or unsealed alcohol at-any time during the workday, or anywhere on the Employers premises or work sites, buildings or properties or any vehicle owned by the Employer or any vehicle not owned by the employer but while being used in service to the Employer (It is a violation of the drug-free workplace policy to possess sealed or unsealed alcohol in personal vehicles only when being used in service to the Employer). Prescription and over-the-counter drugs are not prohibited when taken in standard dosage and/or according to a physicians prescription. Any employee taking prescribed or over-the counter medications will be responsible for consulting with the prescribing physician and/or pharmacist to ascertain whether the medication may interfere with safe performance of his/her a. Fa Seer re i ee = Lo a =, - oe eee ee es es ee ee a = Ts 2 ee ere i es ee Lee ee a ee ee eS See 2 ee a el eS in BS io. a = ee ee el ee = i No De ee De ee De es ee ee ee = - 0 ee se ee 2 ee ee Peel oe ame ee 2 oe Se a ke ee Fil ek ee Gs oe ed Od SS Se ee es el Bee eg ls ls ls pe is ee ee 6 eee ed eee Fe eee 2 es 2 a ee ee en ee Se = in ee eee ee ee eee ee Le Se oo ee ee ee ee et ee ee ee ees ee ee ee 2 te : ee Ee ee 2 a 2 nea =. Sete al pe ape pr ait ao Se a ee Oe ee Oe es 6 eee es ee cg ee rl a et ee es Sea = es ee ee dS ee ee le oe = SS SS a ee ee ee ee eee een Fle os job. If the use of a medication could compromise the safety of the employee, fellow employees or the public or interfere with the employees performance of his or her job duties, it is the employees responsibility to use appropriate personnel procedures (e.g. call in sick, use leave, request change of duty, notify supervisor) to avoid unsafe workplace practices. Upon reporting to work or taking medication, an employee must immediately report to management the use of medication likely to impair the employees ability to do his or her job duties. - The illegal or unauthorized use, possession, sale, distribution, manufacturing, or dispensing of prescription drugs is prohibited. It is a violation of the drug-free workplace policy to intentionally misuse and/or abuse prescription medications. If an employee is convicted of a criminal drug statute violation, the employee shall notify his or her immediate supervisor of the conviction in writing, with a copy of the disposition attached, no later than two (2) working days after the conviction, unless the conviction has been sealed, expunged or impounded under Section 5.2 of the Criminal Identification Act. The department head will notify the Presiding and Chief Judges of any violation of the drug-free workplace policy. Section 23.5 Searches. Entering the Employers property constitutes consent to searches and inspections. As it is expected that all property used to conduct business is county property, it is expected that searches can be made of any county office, common space, work spaces, computers, equipment or desk areas at any time. However in cases where the staff use lockers with personal locks attached, use their personal cars to conduct home visits or have personal items such as purses or brief cases, then those items can only be searched with a member of law enforcement present. If a member of law enforcement needs to be present, the employee will be informed of the search so that they may be present also when the search is conducted. If the employee fails to attend the search (such as that of an abandoned locker) this will not preclude the search from occurring. No searches are to be conducted without the approval of the Presiding Judge of the Employees County. Section 23.6 Drug Testing. To ensure the accuracy and fairness of the drug testing program, all testing will be conducted according to the Substance Abuse and Mental Health Services Administration (SAMHSA) guidelines where applicable and will include a screening test, a confirmation test; the opportunity for a split sample; review by a Medical Review Officer, including the opportunity for employees who test positive to provide a legitimate medical explanation, such as a physicians prescription, for the positive result; and a documented chain of custody. The employee will be placed on paid administrative leave pending the test results. All drug-testing information will be maintained in separate confidential records. Each potential employee (applicant) may be required to participate in pre-employment testing as a condition of employment following a job offer. The applicant may begin work before the test results are returned but the new hire will be subject to immediate termination of employment if there is a positive test result. : rs OS ed Se Ss ee ee ee ee ee ee De se ee ee ee ee ee 2 ee ee 7 es a a ee ee es ee ee ee ee ee ee gg ee eget, Qed rs ee ee ee ee oe ee Oy a ee Le 2 es ee SS se ee, ee 2 ee ee ee ee es 2 Se 7 ree er eos 6 eee ie ee ee ee ee = a ed ot ee ee ee red = Ses eer ek = ee ee ak ee ee es ee ee ed ee ee eee = ey ee ed Be ee bd ee es ee eS ee ee ee ee ee ee es eee ee Ss eel es 1 eS re : ee ee ee ie le ee off a a eee ey oe ee eee ee 2 ee os ee ee SSeS a eee es ee ee ee ee et SS ee es ee ee ee ee 9 ee Fs Pee ee SS Employees must submit to reasonable suspicion testing (also referred to as probable- cause testing) upon selection or request of management. Reasonable suspicion testing may be based upon, among other things: | 1. Observable phenomena, such as direct observation of alcohol or drug use or possession and/or physical symptoms of being under the influence of alcohol or drug; 2. A pattern of abnormal conduct or erratic behavior; 3. Arrest or conviction for a drug-related offense, or the identification of an employee as the focus of a criminal investigation into illegal drug possession, use, or trafficking; 4, Information provided by reliable and credible sources (identified by type. e.g. law enforcement agency, etc.), or independently corroborated; Authorization for such a test must come from the Presiding Judge of the Employees County or other designee as appointed by the Chief Judge. At the time an employee is directed to submit to reasonable suspicion testing, the Employer will provide the employee with oral notice briefly outlining the reasonable suspicion leading to the request. At least two supervisory personnel must state their reasonable suspicions concerning an affected employee prior to any direction to submit the employee to testing. The supervisory personnel must document observable signs and symptoms that lead to the suspicion of alcohol or drug use or drug free workplace policy violation. Once directed to do so, the employee will be transported by two supervisors, when available, or other management personnel, to the required location during their regular shift but no later than two (2) hours from the time notice is received. The employee must show photo identification to the testing agency upon arrival to verify their identity prior to testing. Within 72 hours of the time an employee is ordered to submit to testing, the Employer shall provide the employee and the Union with a written notice setting forth the facts and inferences which form the basis of the order to test. The substances that will be tested for are: Amphetamines, Cannabinoids (THC), cocaine, opiates, Phencyclidine (PCP) and Alcohol. Testing for alcohol will be performed on site through the use of a Breathalyzer. The testing will be performed by a supervisor and witnessed by a union representative, if requested and available, and if not requested or available, by a second supervisor or other management personnel. Anyone testing above .04 will be considered under the influence and not fit for duty The employee is to be requested to accept the result in writing or must report to Sheriff's office to be breathalyzed. (Note: The foregoing standard shall not preclude the Employer from attempting to show that test results between .02 and .04 demonstrate that the employee was under the influence, but the Employer shall bear the burden of proof in such cases). Testing for the presence of the metabolites of drugs will be conducted off site by the analysis of urine. In cases where an applicant or employee receives a negative-dilute test result, the individual will be required to re-take the test. If there is a second negative-dilute test result, it will be accepted as a negative test result. ka ee eeidels aqeies eeqesereccions elles = SS Se _ oe ee eee ee 4 = oe reer re a ata ee eer rr a _ z Sr Saree a eee tt 7 See ee oe ee ee ae ee i ee ee a : - 1 es ee ee ee ee ee a ap Le Rc al i es Se ee 2 eee ie eee SS a : a ee ee ee ee Oe ee ee Ie es er eo Pe es s + S ee Se ere - - In cases where an employee is notified of a positive drug test, the employee will be removed from duty for up to 72 hours. The employee may request that the second sample of the split sample be tested, at the employees own expense. If the results of the second sample come back as negative, the employer will reimburse the employee for the cost of the test. Such test shall be considered negative and it would be the final test. Section 23.7 Consequences. One of the goals of the drug-free workplace program is to encourage employees to voluntarily seek help with alcohol and/or drug problems. If, however, an individual violates the policy, the consequences are serious. An applicant testing positive for illegal drugs during the employment process will have the offer of employment withdrawn and will not be considered for employment in the future. If an employee violates the policy, he or she may be subject to disciplinary action up to and including immediate termination from employment. If an employee who has tested positive is not immediately terminated, the employer, in its sole discretion, reserves the right to offer the employee participation in approved alcohol rehabilitation or drug abuse assistance program, at the employees cost over and above any insurance coverage, as an alternative to, or in conjunction with disciplinary action. If such a program is offered and accepted by the employee, then the employee must satisfactorily complete the program as a condition of continued employment and may be subject to periodic random testing over a set period of time, up to 12 months, following his or her return to work. An employee will be subject to the same consequences of a positive test if he/she refuses the screening or the test, adulterates or dilutes the specimen, substitutes the specimen with that from another person or sends an imposter, will not sign the required forms or refuses to cooperate in the testing process in such a way that prevents completion of the test. Section 23.8 Assistance. Court Services recognizes that alcohol and drug abuse and addiction are treatable illnesses. Early intervention and support improve the success of rehabilitation. To support employees, the drug-free workplace policy: > Encourages employees to seek help if they are concerned that they or their family members may have a drug and/or alcohol problem. > Encourages employees to utilize the services of qualified professionals in the community to assess the seriousness of suspected drug or alcohol problems and identify appropriate sources of help. > Offers all employees and their family members assistance with alcohol and drug problems through the Employee Assistance Program (EAP). > Allows the use of accrued paid leave while seeking treatment for alcohol and other drug problems. Treatment for alcoholism and/or other drug use disorders may be covered by the employee benefit plan. However, the ultimate financial responsibility for recommended treatment belongs to the employee. ee eed ee ee eee Se ek ee ee ee 7 eS ee 7 2 ee eee . ae 5 es ee oe ee Gee ee ee ea es - EEE Se _ - SN or Fk ee ee a eee eS ar 7 ee ek a a a - i - ee ee - = Pees oe ee 2 ee ee ee oe Section 23.9 Confidentiality. All information received by the Employer through the drug-free workplace program will remain confidential according to applicable state and federal laws. Access to this information is limited to those who have legitimate need to know in compliance with relevant laws, court orders and management policies. - Section 23.10 Shared Responsibility. A safe and productive drug-free workplace is achieved through cooperation and shared responsibility. Both employees and the Employer have important roles to play. All employees are required to not report to work or be subject to duty while their ability to perform job duties is impaired due to on-duty use of alcohol or other drugs. In addition, employees are encouraged to: > Be concerned about working in a safe environment. > Support fellow workers in seeking help. > Use the Employee Assistance Program. > Report dangerous behavior to their supervisor. It is the supervisors and managers responsibility to: Inform employees of the drug-free workplace policy Observe employee performance Investigate reports of dangerous practices. Document negative changes and problems in performance. Counsel employees as to expected performance improvement. Refer employees to the Employee Assistance Program. Clearly state consequences of policy violations. VVVVVVV Section 23.11 Communication. Communicating the drug-free workplace policy to both supervisors and employees is critical to success. To ensure all employees are aware of their role in supporting the drug-free workplace program: > All employees will receive a written copy of the policy. > The policy will be reviewed in orientation sessions with new employees. . ARTICLE 24 MISCELLANEOUS Section 24.1 Vacant Offices. Vacant offices space shall be offered to Probation Officers in accordance with seniority in each specific unit classification as determined by the Employer for a particular location. Section 24.2 Educational Reimbursement /Kendall. The Educational Reimbursement policy for Kendall County for the duration of this agreement shall be pursuant to the terms and conditions contained in Appendix D and Appendix D.1, attached hereto and made part hereof. = i Lee ee ee ee ee Se es : E ee es Lae ee ee eee eee eS es ee ee ee ed ee a ee ce ag a es ee ee ee ee ed ee, ee 8 ee Se a ee a ee SE | eS ee ee eee ee ee ee el | ee ee a TT eee es a ee ee ee ee se ee es ee ee a, | ge! Oe ee ee ee ee = a ee ee eee ee ee eee eee ee ee ee ee ee ee ee ee = ee es ee ee eee ee Ss ee ye ee ee ee a a ee ee oe ee PO) ee eee = ee ee ee fo ee ee ". : ee ee a le ee ee ee ee ee es ee ee ei ee ee ee 2 Ls 2 ee ee ee ee ee es es ee ee Pe ee ee ee = = a Section 24.3 Educational Reimbursement/DeKalb. The Educational Reimbursement policy for DeKalb County for the duration of this agreement shall be pursuant to the terms and conditions contained in Appendix H, attached hereto and made part hereof. Section 24.4 Flex Time. Staff may either take flex, or forego up to thirty (30) minutes of their lunch hour. This must be entered into the officers individual flex schedule. Staff must reflect the use of flex or benefit time on the individual flex schedule that may be used during the day, using specific times that would not otherwise be reflected on the summary page. Any time accrued by the use of lunch hours must be used in that week. The work week is Monday through Friday (special units Sunday through Saturday). Staff must complete 37.5 hours within the weekly time frame. As stated previously, any time accrued in the work week must be used in that same week the time must balance during that week. Flex hours may be used in conjunction with vacation time, bank time, extended illness, and PHOs to complete their 37.5 hour work week. All staff requests to flex schedules/hours must be pre-approved by a supervisor. Staff will be required to submit a monthly schedule to the immediate supervisor by the 25" of the preceding month. A schedule has been installed on the computer allowing all staff the ability to view the entire office coverage/schedule. Any approved changes to the flex schedule must be immediately entered on the staff's individual schedule. Schedules need to consider the following criteria: a) The offices must be covered during all open hours including the office late nights (when the buildings are open to clients/public), b) There must be program coverage, c) There must be three (3) officers working on all office late nights and a minimum of three (3) officers scheduled to work every day. Support staff, and Supervisors will not count as a third person, and d) Hours may be accumulated by flexing lunch hours or working late on the scheduled office late night. No hours may be accumulated by coming in early or staying late on any other days outside of the scheduled office late night hours. Officers staying during late night do not have to see defendants but may use that time for any other departmental duties. Supervisors may, at their discretion, alter schedules in order to insure office coverage and to otherwise meet departmental needs. This could include denying flex hours, switching time off, or sending staff home who are in excess of hours so as not to exceed 37.5 hours in a work week. In addition to the above, in Kendall County: The flex schedule shall be released to staff at the beginning of each month for the following month (ex February's schedule shall be released on January 1). Staff shall enter their flex schedule as soon as possible by order of seniority, starting with the most senior officer and continuing down the seniority list. The next month the calendar is released, the most senior officer will go to the bottom of the list and the second most senior staff will enter their work schedule first. This process will continue, monthly, in.order of seniority and once all staff have had an opportunity to select their schedules first, it will go back to the most senior staff, who will select his/her schedule. Staff are to enter their schedule in a timely manner. All officers are required to work a minimum of one full Friday shift, from 8:00am- 4:30pm. Should current Special Programs schedules change that includes a regular shift of Fridays off, that/those officers will not be required to work a Friday. All schedules are to be submitted by the 25th of each month to the designated supervisor for that month. Supervisors shall have schedules approved by the last day of the month. Schedules are not approved until confirmed by a Supervisor. Once approved, any changes to the flex schedule must also be pre-approved by a Supervisor. Should a change in schedule be warranted a Supervisor will first seek volunteers, but if no volunteers step forward, a Supervisor will assign the least senior staff to the assignment (taking into consideration the program or shift needing coverage). For purposes of the second assignment being mandated, the least senior staff will go to the bottom of the list and the second least senior staff will be assigned. This process will continue in order of seniority. Office coverage shall consist of one juvenile officer and one adult officer and one other officer. Newly hired staff wil] be available for office coverage after completing a minimum of two months: Section 24.5 On Call, Kendall County Only. In Kendall County, there will be an on-call system (for GPS, Bischof, and Juvenile Detention Authorization) required for the current 5 special unit officers and offered to the standard unit officers as an option. Special Unit Officers will be required to be on-call 6-days per month with one officer adding a day each month (rotating basis). For purposes of the on-call assignment, Special Units Officers will be allowed to sign up for their 6 days each month and must ensure equitable coverage of weekend and court designated holidays. A weekend is considered Friday thru Sunday (consecutive days). Kendall County intends to transition primary juvenile detention on-call to the Kane County Juvenile Justice Center. Upon completion of the transition, the on-call Juvenile Detention duties will be a back-up measure only. In DeKalb County, the Sheriff administers the Bischof Law provisions and electronic monitoring and GPS programs. DeKalb County Court Services is not currently responsible for after hours juvenile detention authorizations. When a Special Program Officer calls-in sick, and he/she is scheduled to be on call, the officer must remind the supervisor that he/she is on call and will then be relieved of the on call assignment. In this situation a supervisor will assign another special program officer to cover the on call assignment and work with the two to ensure the coverage is returned. ARTICLE 25 DRESS CODE ee i eS eegeesca eris meienl eeel Ege esee ee ee ee ee ee eee oe os 6 Po ee ees ee Se ee ee ee ee 2 ee ss ee ee eet eee ere memes Derails meets es ee eee Oe 9 ete eer ee es Ch es ee ee ee eee a ee oe ee Pa meee] Faq! = eee pe een oni eore eel oo = Se 2 7 i ee ee es ee ee es eee ks cee : = eee re rr re ees ee ee Se ee eee = 2 eg ak ae a Diets bei feces eee fein eee elie a ee ee ee es eee eee Poet ees 8 ee ee a, ee ee ee eee en ee at 2 7 en 3 eee ee ee ee ee ed ee EE 2 nes SS See eee ee es er - =F ee Section 25.1 Procedure. Staff are to come to work having appropriate court attire available at all times in the event they are called to court. All staff will dress in the appropriate attire as outlined in the dress code listed below. If staff have any doubts about their respective attire for work, they should not come to work in the intended attire. Based upon the proximity to the courtrooms, and the fact that officers may be called to immediately report to court, the Kendall County Presiding Judge will determine if the staff should change into court attire prior to checking in to Court. Should the officer have advanced knowledge their presence in court is or may be requested, court attire is required. Section 25.2 Dress Code for Court Services Male Staff. Sworn/Administrative/Support Staff Court Ties (Must be worn) Office/Professional Field/Home Visit Business Suits All Court Attire All Court & office attire Blazers Dockers Style Pants Jeans Dress Shirts (Collared/button front) Polos Solid Color Uniform Shirts Dress Slacks Corduroy Pants Cargo Pants (Dockers, suit pants, dress pants) Sweaters Casual Shoes/Sneakers Dress Shoes . Collared Shirts Caps/Hats Approved County Polo Allowed: e Sweaters/Vests with tie and collared shirt along with a blazer may be worn to court (The tie must be visible underneath the sweater/vest) e Collared shirts may be worn without a tie in the office; however, the shirt must be appropriately sized and tucked into pants e Approved County Polo shirts may be worn in the office; however, polo shirts are not approved for court. Polo shirts must be appropriately sized. e In Kendall County, male employees shall be allowed to attend court without a tie and jacket as long as they are not testifying. If testifying, a jacket and tie are required. If the employee chooses to purchase additional approved County shirts, the logo must be altered to read only County name here with no reference to Court Services. The employee may choose the color of the shirt, but it must be the identical style of the approved county shirts. Not Allowed in the Office: e Cargo pants (Pants with side pockets, leg pockets or strings hanging from the side(s) or bottom) Jeans or denim material pants EE a FD 2 ee ee ee ee ee ees Bee ee ee de ee _ ab ee a a hg eg pe Mle eo eg * a es oe oy bn ogee oe ee ee - a iets a a = im ee el eee = ee el ee eee 6 Me teres Geel eed ee 2 rs i es es oe ces elle eee le chee le foils 7 comet ieee Sire = ey es i fee sere ements ee ee eset ees elit x De oe oe a ee ee ee ee ee eee be ; a oe es ee as a e Tight fitting pants or pants made of spandex and/or Lycra; sweat pants; sweat suits, leggings, baggy pants or shorts e = Shirt without a collar; turtlenecks; banded collars; rolled collars e Printed polo shirts; Hawaiian shirts or shirts made of Lycra, spandex or mesh e Ties may not contain slogans or any depiction of inappropriate activities, actions or advertisements. Bolo ties are not to be worn e Nocaps or hats are to be worn in the office No sweatshirts Shoes Not Allowed in the Office: e Tennis shoes, gym shoes, sneakers or athletic type shoes e Work boots or hiker boots e Slippers, flip flops, slip on rubber shoes, croc or thong type shoes e Dirty or soiled shoes Hosiery: Male staff must wear proper foot hosiery and/or socks and shoes of an appropriate nature at all times. Section 25.3 Dress Code for Court Services Female Staff. Court Office Professional Field/Home Visit Business Suits All Court Attire All court & office attire Blazers Casual slacks (i.e. Dockers) Jeans Dress Slacks Polos Solid Color Uniform Shirts Dress Blouses Sweaters Casual Shoes/Sneakers Skirts Blouses Cargo Pants Dresses Approved County Polo Shirts | Caps/Hats Hosiery Capri pants Allowed: Approved County Polo shirts may be worn in the office; however, polo shirts are not approved for the court. Polo shirts must be appropriately sized. Sheer blouses may be worn; however, with an appropriate cami or top underneath e Thong type dress shoes may be worn; however, the shoes are to be dress type and not casual e These shoes are not to be made of rubber or foam material and must not resemble a flip flop If the employee chooses to purchase additional approved Court shirts, the logo must be altered to read only County name here with no reference to Court Services. These shirts may be purchased in different colors, but the style must be identical to the approved County shirts. Sworn/Administrative/Support Staff Not Allowed in the Office: Skirts more than 3 inches above the knee. Skirts made of Lycra, spandex or denim material. Blouses, tops, or sweaters with necklines extending more than 3 below the base of the neck. Cargo pants (Pants with side pockets, leg pockets or strings hanging from the side(s) or bottom). Tight fitting pants or _ pants made of spandex and/or Lycra; sweat pants; sweat suits, leggings, baggy pants or shorts T-shirts, mesh or midriff shirts, halter or tube tops or backless or low-cut back shirts Tank tops with thin straps No caps or hats are to be worn in the office No sweatshirts Shoes Not Allowed in the Office: Hosiery: Tennis shoes, gym shoes, sneakers or athletic type shoes Work boots or hiker boots Slippers, flip flops, slip on rubber shoes, croc or thong type shoes Dirty or soiled shoes Female staff are not required to wear hosiery with the exception of attendance at Court. Section 25.4 Dress Code for Court Services Casual Day Attire and Field Attire. Casual Day Office Attire/As Deemed Appropriate by the Presiding Judge of Each County: * Cargo pants or jeans (if they are not ripped, tattered, soiled, or inappropriately low cut) e Approved County Polo Shirt (appropriately sized) * Court attire/Professional attire shirt that meets the guidelines listed under male staff and under female staff Or clothing listed under Allowed court attire/office/professional attire No sweatshirts Shoes Not Allowed in the Office: * Tennis shoes, gym shoes, sneakers or athletic type shoes * Work boots or hiker boots Slippers, flip flops, slip on rubber shoes, croc shoes e Dirty or soiled shoes Hosiery: Male Staff must wear hosiery of an.appropriate nature. Shoes must be worn at all times by all staff. Field Attire: Jeans may be worn if they are not ripped, soiled, stained or tattered Shirts are provided by the department and are to be worn * Cargo pants may be worn if they are not ripped, soiled, stained or tattered + Shoes may be athletic or boot (Not dirty or soiled) * Caps/hats may to worn in the field (may not contain any slogans or any depiction of inappropriate activities, actions, profanity or advertisements) Approved court attire or office/professional attire (see under male and female staff) + Sweat pants, sweat suits, shorts or spandex pants are not allowed Court Attire On Casual Day, the guidelines for Court attire apply to any staff attending court. These are listed under the male and female dress code Staff found in violation of the dress code will be directed to go home and return wearing proper attire. Staff in violation who have appropriate court attire will be allowed to change clothing in lieu of being sent home. If staff are sent home, the employee must use his/her own benefit time to change clothing. One shirt will be purchased, budget permitting, for all probation staff who request them. ARTICLE 26 TERM AND SIGNATURE Section 26.1 Term of Agreement. This Agreement shall remain in full force and effect until November 30, 2021. It shall continue in effect from year to year thereafter unless notice of termination is given in writing by either party to the other, no less than ninety (90) days prior to expiration. The notices referred to shall be considered to have been given as of the date shown on the postmark. Written notice may be tendered in person, in which case the date of notice shall be the written date of receipt. Section 26.2 Continuing Effect. Notwithstanding any provision of this Article or Agreement to the contrary, this Agreement shall remain in full force and effect after any expiration date while negotiations or Resolution of Grievances are continuing for a new Agreement or part thereof between the parties. Section 26.3 Procedure on Notice of Terminating, The parties agree that if either side decides to reopen negotiations upon termination, making any changes in the Agreement, the other party may so notify the other at least ninety (90) days and not more than one hundred and oS ey ied dee le eras ee =a = ee . = = ee ee ee eel a os ieee lel ere ae a - a a cone ee = eS Ss * ee ee ee ee a a i ke leg ed SL | i ee ee ee a 7 oe : Keck ed, a, el eS a : See ae a ee a a See eee a cere ert rela eri twenty (120) days prior to the expiration of this Agreement or the extension thereof. In the event such notice to negotiate is given, then the parties shall meet no later than ten (10) days after the date of the receipt of such notice, or at such reasonable times as are agreeable to both parties for the purposes of negotiation. All notices provided for in this Agreement shall be served upon the other party, in writing. IN WITNESS WHEREOF, the parties hereto have affixed their signatures. FOR THE EMPLOYER: FOR THE UNION: Honorable Rofbin Stuckert Keith George 7 As Chief Judge of the 23"4 Judicial Circuit President, MAP Chapter #696 Date o-4- [ Toon Ubi Teresa Wendt Employee Representative MAP Chapter #696 Date L490 Colon Zarda Jeslyn Tfuesdale, Employee Representative MA&P Chapter #696 Date GAS yi Ketheyr Brown, Employee Representative MAP Chapter #696 Date Lilt ir STANDARD UNIT PAY SPECIAL UNIT PAY OwmOnN OU fF WN FP os ee ee wb WNP O Wo On Do PWN Oo a en WB WN EO current $38,926.12 $39,977.13 $41,056.51 $42,165.04 $43,303.49 $44,472.69 $45,673.45 $46,906.63 $48,173.11 $49,473.79 $50,809.58 $52,181.44 $53,590.34 $55,037.28 $56,523.28 $58,049.41 current $41,770.89 $42,898.70 $44,056.96 $45,246.50 $46,468.16 $47,722.80 $49,011.31 $50,334.62 $51,693.65 $53,089.38 $54,522.80 $55,994.91 $57,506.77 $59,059.46 $60,654.06 $62,291.72 SCHEDULE A 12/1/2017 $39,315.38 $40,376.90 $41,467.08 $42,586.69 $43,736.52 $44,917.42 $46,130.18 $47,375.70 $48,654.84 $49,968.53 $51,317.68 $52,703.25 $54,126.24 $55,587.65 $57,088.51 $58,629.90 12/1/2017 $42,188.60 $43,327.69 $44,497.53 $45,698.97 $46,932.84 $48,200.03 $49,501.42 $50,837.97 $52,210.59 $53,620.27 $55,068.03 $56,554.86 $58,081.84 $59,650.05 $61,260.60 $62,914.64 6/1/2018 $40,376.90 $41,467.08 $42,586.69 $43,736.53 $44,917.41 $46,130.19 $47,375.70 $48,654.84 $49,968.52 $51,317.68 $52,703.25 $54,126.24 $55,587.65 $57,088.52 $58,629.90 $60,212.91 6/1/2018 $43,327.69 $44,497.53 $45,698.96 $46,932.84 $48,200.03 $49,501.43 $50,837.96 $52,210.59 $53,620.27 $55,068.02 $56,554.86 $58,081.84 $59,650.05 $61,260.61 $62,914.64 $64,613.33 12/1/2018 $40,477.84 $41,570.74 $42,693.15 $43,845.87 $45,029.70 $46,245.51 $47,494.13 $48,776.48 $50,093.44 $51,445.96 $52,835.00 $54,261.55 $55,726.61 $57,231.23 $58,776.47 $60,363.44 12/1/2018 $43,436.01 $44,608.78 $45,813.22 $47,050.18 $48,320.53 $49,625.19 $50,965.07 $52,341.12 $53,754.33 $55,205.70 $56,696.25 $58,227.05 $59,799.18 $61,413.76 $63,071.93 $64,774.87 12/1/2019 $40,680.23 $41,778.59 $42,906.62 $44,065.09 $45,254.85 $46,476.73 $47,731.61 $49,020.36 $50,343.91 $51,703.19 $53,099.18 $54,532.86 $56,005.24 $57,517.39 $59,070.36 $60,665.26 12/1/2019 $43,653.19 $44,831.83 $46,042.29 $47,285.43 $48,562.13 $49,873.31 $51,219.89 $52,602.83 $54,023.10 $55,481.73 $56,979.74 $58,518.19 $60,098.18 $61,720.83 $63,387.29 $65,098.75 12/1/2020 $40,883.63 $41,987.49 $43,121.15 $44,285.42 $45,481.13 $46,709.12 $47,970.26 $49,265.46 $50,595.63 $51,961.71 $53,364.68 $54,805.52 $56,285.27 $57,804.97 $59,365.71 $60,968.58 12/1/2020 $43,871.46 $45,055.99 $46,272.50 $47,521.85 $48,804.94 $50,122.68 $51,475.99 $52,865.84 $54,293.22 $55,759.14 $57,264.63 $58,810.78 $60,398.67 $62,029.43 $63,704.23 $65,424.24 Spa UALaT GH I ie "(REET nH) ALIEN MGT RES: ETT EES ieeeseaeittial > ISeaddeeldaeald - == 4 0 Shae -5= j 4@-==-- ====rgaa5 ia Nature of Grievance: Section of Contract or Company Policy/Procedure Violated: of Company Information Name: Date: SCHEDULE C GRIEVANCE Work Phone: Director Supervisor Company Address: Settlement Request: Employees Information Home Phone: Time of Report: Signed: Dated: Page: oo ee ee ee aga a ee ge eel ee ere a | ee ee a Ss ania. 7 eee re ee ee ee a a a eee a ed ee rs ee ee ee ee ee ee Dh 6 ee ee eee oe ee ee ee i ee Fe a ee ee Le ee Gee eee eee se See en - , ae ee be alee ire fe oe ES Se SS a ls Rees he ee | SS es ee kee ply rt Poe - 7 (es ees ed Be ee ee eee OO : APPENDIX C KENDALL COUNTY INSURANCE EMPLOYEES AND DEPENDENTS Section 1. Insurance. The current coverage provided for life, accidental death and dismemberment, and dental insurance shall remain in full force and effect during the length of the contract, provided the Employer reserves the right to change carriers or self- insure so long as the level of benefits for deductible, co-insurance, and annual out-of-pocket and coverage maximums remains substantially similar. Effective January 1, 2017, the parties agree that the current traditional PPO plan shall no longer offered as a health plan to employees. The parties agree the Employer may choose to discontinue the current HMO plan for the 2017 plan year and/or subsequent plan years. If the Employer discontinues the current HMO the Employer will provide a minimum of one alternative health plan option such as a HMO (health maintenance organization), PPO (preferred provider organization), HDHP (high deductible health plan) or EPO (exclusive provider organization). Each plan year, the Employer may offer new alternative health plans or eliminate any alternative health plan, but, at a minimum, the Employer agrees to offer at least one (1) alternative health plan to bargaining unit members each plan year. Effective January 1, 2017, the Employer will provide a core high deductible health plan with health savings account (hereinafter Core HDHP-HSA). The Core HDHP-HSA benefit levels will be as follows for the January 1, 2017 plan year: Deductibles: $1,500 single, $3,000 family; Coinsurance: 100% in network; 80% out of network; Out of pocket: $3,000 single, $6,000 family; Physician Services after deductible: 100% in network; 80% out of network; Inpatient Hospital after deductible: 100% in network; 80% out of network; ER room: 90% after deductible; Prescriptions after deductible: 80% In subsequent plan years, the Employer reserves the right to change insurance carriers, fully insure, or self-insure, and to change benefit levels of the Core HDHP-HSA plan as long as the coverage and benefit of the Core HDHP-HSA remains substantially similar. In the event the Core HDHP-HSA is cancelled through no fault of the Employer, the Employer agrees to provide at least the same premium dollar it is providing now in replacing the Insurance Plan. The Employer and the Union, by mutual consent, may establish a committee to recommend a health care plan to the County for adoption in the effort to reduce rising health care costs. Le + es 7 ee ee a = es ee ee ed eee ee | ee ee es ee ee ee eee ee SS el eS. ieee ee a eee rier a ee ee ey Sore ee ee eee) = eee ee ee Oe eee | ee ee eee ee ee ee 6 ee SS ee "2 ee ee LL Le SS SS Ss = oe ee EE ee Oe ee Se et = ee ee ee Ms s ) A Section 2. Premium Allocations. A) B) C) Premium Allocation for Dental and Current Term Life The Employer will pay one hundred percent (100%) of the single premium or single premium equivalent for dental coverage and one hundred percent (100%) of the current term life insurance for the employee. If an employee elects family dental coverage, the employee shall pay fifty percent (50%) of the difference between the family premium or premium equivalent amount less the Employers percentage share of the single premium or premium equivalent. Premium Allocation for Single Health Plans The Employers obligation for the cost of the single premium or single premium equivalent for the single Core HDHP-HSA shall be eighty percent (80%). The Employer will also contribute $1,500 to an employees health savings account payable on January 1 of each year for employees enrolled in the single Core HDHP- HSA plan. The Employers contribution to an employees health savings account will be prorated for employees enrolling in the Core HDHP-HSA plan after January 1 of each plan year. The Employer shall under no obligation to continue contributing any money to the employees health savings account upon the employees termination of employment or upon any other qualifying event as defined pursuant to 29 U.S.C. 1163, whichever occurs first. The Employers obligation for the cost of the single premium or single premium equivalent for employees enrolled in an alternative health plan shall be the same total dollar contribution provided by the Employer for employees enrolled in the single Core HDHP-HSA. However, the enrolled employee shall pay a minimum of $15 per pay check for single premium or single premium equivalent. Employees not enrolled in a County sponsored high deductible health plan are not eligible for the Employer contribution to a health savings account. Premium Allocation for Family Health Plans If an employee elects Core HDHP-HSA family coverage the employee shall pay fifty percent (50%) of the difference between the family premium or family premium equivalent less the Employers eighty percent (80%) share of the single premium or single premium equivalent of the Core HDPH-HSA. The Employer will also contribute $3,000 to an employees health savings account payable on January 1 of each year for employees enrolled in the family Core HDHP-HSA plan. The Employers contribution to an employees health savings account will be prorated for employees enrolling in the Core HDHP-HSA plan after January 1 of each plan year. The Employer shall be under no obligation to continue contributing any money to the employees health savings account upon the employees termination of s SS ee pe ee ee ee Eee et ee = ee, - Pes ee ec es Le le a Ee oan lelerer ies = = eke a ee ee ee os aioe declan Ss ee ee Oe 7 Se gras ele ber rr dh ee ee ee ee ee ee ee eee Ss ee, ee Ge ee ee ee * e s Se ge 8 ee ge a Se ee ee ee ee eee ee ee a ee ee ee ee ee fol hfs Se eee he eS es be eek eee ee) Bee aed oe ees Dee a a a ag tele | Pets pes be oh on i es ee ee en er i FS | employment or upon any other qualifying event as defined pursuant to 29 U.S.C. 1163, whichever occurs first. The Employers obligation for the cost of the family premium or family premium equivalent for employees enrolled in an alternative health plan shall be the same total dollar contribution provided by the Employer for employees enrolled in the family Core HDHP-HSA. However, the enrolled employee shall pay a premium of $100 per pay check for family premium or family premium equivalent. Employees not enrolled in a County Sponsored high deductible health plan are not eligible for the Employer contribution to a health savings account. Section 3. Wellness Program. A) B) Incentive for Employees Enrolled in Single Health Plans By December 1 of each year, employee must submit proof of completion of employees annual wellness screening/physical to the confidential third party administrator selected by the Employer to receive the following incentive for the subsequent plan year: The Employers obligation for the cost of the single premium or single premium equivalent for the single Core HDHP-HSA shall be ninety percent (90%). The Employer will also contribute $1,500 to an employees health savings account payable on January 1 of each year for employees enrolled in the single Core HDHP- HSA plan. The Employers contribution to an employees health savings account will be prorated for employees enrolling in the Core HDHP-HSA plan after January 1 of each plan year. The Employer shall be under no obligation to continue contributing any money to the employees health savings account upon the employees termination of employment or upon any other qualifying event as defined pursuant to 29 U.S.C. 1163, whichever occurs first. The Employers obligation for the cost of the single premium or single premium equivalent for employees enrolled in an alternative health plan shall be the same total dollar contribution provided by the Employer for employees enrolled in the single Core HDHP-HSA. However, the enrolled employee shall pay a minimum of $15 per pay check for single premium or single premium equivalent. Employees not enrolled in a County sponsored high deductible health plan are not eligible for the Employer contribution to a health savings account. Incentive for Employees Enrolled in Family Health Plans By December 1 of each year, employee must submit proof of

111 West Fox Street, Yorkville, IL 60560Location

Address: 111 West Fox Street, Yorkville, IL 60560

Country : United StatesState : Illinois

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