Acting Officer Compensation Guidelines

Acting Officer Compensation

• Employees required to act as a company officer or shift commander for one hour or more are compensated at the current starting pay for that position, as per Appendix B.
• This replaces their regular hourly rate.

Acting Officer Lists

• Acting Lieutenant and Battalion Chief lists are established after the promotional process.
• The lists include all participants in the promotion process.
• Lists also include those who became eligible during the process, those who didn't meet the minimum score, and any employee meeting the qualifications for the Lieutenant or Battalion Chief test.
• Employees added to the list during an active list period based on full-time seniority.
• Lists are maintained for the same duration as the final eligibility list.
• These lists are for distribution of acting opportunities only and are not considered for promotions.
• Acting roles provide experience to those participating in the promotional process.

Declination to Act

• Employees can opt out of acting assignments by signing a declaration form.
• This form lasts until rescinded by the employee, with a minimum of six months after the initial request.
• Refusal to act on a regular duty shift implies refusal to act during any shift, including callbacks or trade-of-duty shifts.
• Employees on the Lieutenant or Battalion Chief eligibility list cannot decline acting assignments.

Sick Leave

• Full-time employees accrue sick leave at a rate of 12 hours per month
• Maximum accumulation of sick leave for shift employees is 1080 hours
• Employees receive 24 hours of pay for each day of sick leave used
• Sick leave can be used in increments of an hour

Sick Leave Notification & Abuse

• Employees must notify their supervisor of their absence at least one hour before their shift
• Sick leave abuse includes falsifying medical records, or using sick leave immediately before or after a vacation
• The District may require medical consultation or verification from a physician

Fitness for Duty Exam

• The District may require an employee to undergo a Fitness for Duty exam when reasonable suspicion exists
• The District will pay for the first exam at a designated facility
• If the employee disagrees with the first exam, he/she can choose a second physician at their own cost
• If the medical opinions differ, a third physician, chosen by the first two, will make the final decision

Sick Leave Donation

• Non-probationary employees who have exhausted their sick leave may receive up to one month of sick leave from other employees
• Sick leave donation is subject to the Fire Chief's approval
• Employees donating sick leave must have at least 240 hours remaining after the donation

Bereavement Leave

• Employees are eligible for up to 48 hours of paid bereavement leave for the death of an immediate family member
• Employees are eligible for one day of paid bereavement leave for the death of an extended family member
• The Chief has discretion to grant additional unpaid bereavement leave for funerals of non-family members

Grievance Process

• The Union or employee must submit a written grievance to the Deputy Chief within 10 business days of the event.
• The grievance must include a complete statement of facts, violated Agreement provisions, and requested relief.
• The Deputy Chief must respond in writing within 10 business days, or the grievance is deemed denied.
• If the grievance isn't settled, it can be appealed to the Fire Chief within 10 business days of receiving the Deputy Chief's answer.
• The Fire Chief must respond in writing within 10 business days, or the grievance is deemed denied.
• Further appeals can be made to the Board of Trustees within 10 business days of the Fire Chief's answer, or when it was due.
• The Board of Trustees has 40 calendar days to respond in writing, or the grievance is deemed denied, allowing Union referral to arbitration.

Arbitration

• If the grievance isn't settled at Step 3, the Union can refer it to arbitration within 10 business days of receiving the Board of Trustees' answer.
• Both parties attempt to agree on an arbitrator within 10 business days.
• If no agreement is reached, the Federal Mediation and Conciliation Service provides a panel of 7 arbitrators from Illinois or Indiana within a 150-mile radius of New Lenox.
• Each party can reject the entire panel once and request a new one.
• Both sides strike names alternately from the panel until one remains, who becomes the arbitrator.
• The arbitrator sets a time and place for the hearing, accommodating Union, District, and witness availability.
• Both parties can request witnesses and documents, and employ legal counsel.
• Multiple grievances can be submitted to the same arbitrator with mutual written agreement.
• The arbitrator's fees and expenses, plus the cost of a transcript, are split equally between the District and the Union.
• Each party is responsible for compensating its own representatives and witnesses and purchasing its own transcript.

Compensation for Mandatory Meetings

• Employees attending mandatory meetings, classes, seminars, or training sessions are compensated at time and a half for all off-duty hours of actual classroom attendance.
• Employees are reimbursed for travel, hotel, and meals according to the Local Government Travel Expense Control Act (50 ILCS 150/1).

Coverage for Mandatory Meetings

• If a Battalion Chief needs coverage for mandatory meetings, trainings, seminars, etc., lasting less than 12 hours, the Fire Chief or Deputy Chief can cover the position.

This quiz covers the compensation structure for employees acting as officers or shift commanders, including the creation and management of Acting Officer Lists. It outlines eligibility requirements and the process for maintaining these lists within the promotional context. Test your understanding of these policies with our quiz.