Labor Relations and Employee Benefits Quiz

The official recognition of the Union as the sole representative for all full-time employees of the Waukegan Fire Department with the rank of Firefighter, Firefighter/Paramedic, Fire Lieutenant and Fire Captain, excluding Bureau Chief or Battalion Chief.

A 12-month period where a new employee's performance is evaluated. Time off exceeding 30 days doesn't count towards the probationary period.

The City extends the probationary period for firefighters who need to become certified paramedics. The only reason for discharge during this extended period is failing to achieve paramedic certification.

The Union promises to represent all bargaining unit employees fairly, including those who are not members or supporters.

The Union has the right to present its benefits and offerings to new employees during a 30-minute session, at a time determined by the Fire Chief.

The agreement allows for Union dues to be deducted directly from employees' salaries.

The Union has discretion over the process of a grievance, and can refuse to process grievances they deem

A group representing both the City and the Union, responsible for discussing and recommending solutions regarding contract interpretation, work rules, and safety concerns.

Meetings of the Labor-Management Committee are held quarterly, lasting up to 1.5 hours, with additional meetings possible by mutual agreement.

The committee can make recommendations to the City and the Union, but these recommendations are not legally binding.

The committee should consist of representatives from both the City and the Union, nominated before the start of each fiscal year.

A dedicated group focused on improving department employee safety and well-being.

The Health and Safety Committee includes representatives from both management and the Union, ensuring diverse perspectives.

The committee reviews safety and wellness strategies at least once a year, aiming to improve workplace conditions and employee health.

The committee's work includes evaluating and recommending updates to safety equipment, procedures, and training to meet industry standards.

The annual base salary for employees covered under the agreement. It changes each year, with specific amounts outlined in the agreement.

Salary adjustments based on the length of time an employee has worked at their current rank. The higher the seniority, the bigger the increase.

A percentage increase applied to the base salary based on the employee's years of service. This is calculated separately from step adjustments.

The base salary amount that applies to most employees covered under the agreement. It increases annually based on the agreement.

A percentage discount applied to the base salary based on an employee's seniority level.

A set percentage increase added to the base salary for Lieutenants based on their rank seniority. The percentage increases with each year in the Lieutenants role.

A set percentage increase added to the base salary for Captains based on their rank seniority. The percentage increases after the first year as Captain.

A 1% increase to the base salary received by employees after they have completed 15 years or more of service.

If an employee is injured on the job or gets an occupational disease, they are entitled to paid leave pay for up to 365 days. This leave pay is limited by law and is reduced by any workers' compensation insurance benefits or disability insurance benefits received from the City.

Employees must immediately report any work-related illness or injury and file for worker's compensation benefits to be eligible for paid leave under Section 16.3.

The leave pay under Section 16.3 is computed on an hourly basis.

The City will cover the costs of the physician selected to determine the employee's fitness for work.

The opinion of the selected physician is final and binding unless both the employee and the City agree otherwise.

A temporary replacement for a vacant lieutenant position due to injury, illness, or other emergency situation.

The maximum number of firefighters allowed to temporarily fill a lieutenant position on any given shift.

No more than one-third of the bargaining unit officer spots can be filled by acting officers on any given shift.

Acting officers are not used to permanently replace or delay the filling of officer positions through promotions, and should not create a permanent need for an 'acting' position.

Qualified acting officers on a 'time trade' cannot be scheduled to act up during their time trade.

Paid sick leave is accrued at a rate of 12 hours per month for employees on 24-hour shifts or 8 hours per month for employees on 8-hour shifts.

Unused sick leave can be carried over to following years, up to a maximum of 900 hours.

Sick leave is not accumulated during layoff, suspension, or unpaid leave.

The City of [City Name] retains the right to manage and direct the Fire Department's operations, including staffing, scheduling, performance standards, and disciplinary actions, as long as these actions don't contradict the terms of this agreement.

Fire Department employees must abide by rules and regulations set by the City and the Department itself, as long as these rules don't conflict with the collective bargaining agreement.

Management is required to follow the Firemen's Disciplinary Act when questioning a firefighter about a potential disciplinary issue that could lead to a suspension.

The City is required to provide the Union President with advance notice of any proposed changes to Fire Department rules and regulations, giving the Union time to voice concerns before the changes take effect.

The Firemen's Disciplinary Act defines the legal process for questioning firefighters about incidents that may result in suspension. It helps ensure fair treatment during investigations.

Probationary firefighters are under a trial period and can be disciplined, suspended, or dismissed without having to provide a specific reason for taking such action.

The City has the right to assign overtime to firefighters, meaning work hours beyond their regular schedule, to ensure adequate staffing and service levels.

The City can change or eliminate existing methods, equipment, or facilities in the Fire Department, as long as it doesn't violate the existing agreement with the Union.