Untitled Quiz

A dispute or difference of opinion raised by an employee against the City, or by the Union against the City, concerning the interpretation or application of the Collective Bargaining Agreement, written rules, regulations, or procedures.

The individual designated by the City as the Shift Commander or their designee.

A grievance must be submitted to the employee's Shift Commander or their designee within 10 calendar days of the event causing the grievance.

The Shift Commander or their designee must provide an oral answer to the Union within 10 calendar days after the grievance is submitted.

If the grievance is not resolved in Step One, the Union can proceed to Step Two and submit the grievance in writing to the Fire Chief or their designee within 5 calendar days.

The written grievance must include a complete statement of the facts, the specific provision(s) of the Agreement allegedly violated, and the desired remedy.

The Fire Chief or their designee must discuss the grievance with the Union within 5 calendar days of receiving the written grievance and provide a written answer within 5 calendar days following the meeting.

The grievance procedure outlines a structured process for addressing disputes or disagreements between employees and the City.

If a grievance is not resolved in Step Two, the Union can appeal it to the Human Resource Director within five days. The Director then discusses the grievance with a Union representative and provides a written decision within five days.

If a grievance remains unresolved after Step Three, the Union can escalate it to binding arbitration. This involves selecting an arbitrator through a process involving both parties, with the goal of reaching a final resolution.

This is the process where a neutral third party, an arbitrator, listens to both sides of the grievance and issues a legally binding decision that both the City and the Union must abide by.

The parties involved in the grievance will attempt to choose an arbitrator mutually. If they cannot agree, they will request a panel of seven arbitrators from the Federal Mediation and Conciliation Service.

The panel of arbitrators will be limited to members of the National Academy of Arbitrators who reside in Illinois, Indiana, or Wisconsin.

Each party can reject the entire panel of arbitrators and request a new one. Each party also has the right to strike three names from the panel.

The parties take turns striking names from the panel of arbitrators until only one name remains. This person becomes the arbitrator.

The arbitrator chosen through this process will issue a final and binding decision on the grievance, resolving the dispute.

A temporary replacement for a Lieutenant position due to absence or emergency. Can also fill positions for officers attending department training.

Individuals chosen to temporarily fill officer positions during absences or emergencies. They cannot be used to permanently fill vacant positions or delay promotions.

A situation where an officer position is vacant due to injury, illness, or other unexpected circumstances. This can lead to the use of 'acting up' or 'actors' to fill the position.

The practice of filling open officer positions by assigning overtime hours to officers from the same rank. It's used when 'acting up' is not an option.

Employees on a temporary schedule change, likely involving time off or a reduced work schedule. They are typically not considered for 'acing up' roles.

A period of absence from work due to illness or injury. Employees accrue paid sick leave to cover time off.

The maximum amount of paid sick leave an employee can accumulate each year.

The rate at which employees accumulate paid sick leave each month. The rate depends on whether the employee works a 24-hour shift or an 8-hour shift.

Sick leave can be used for personal illness, medical appointments, enforced quarantine, sickness in the immediate family, and non-compensable injuries.

The employee's spouse, child, parent, domestic partner, sibling, mother-in-law, father-in-law, grandchild, grandparent, or stepparent.

The City may require a doctor's report before granting extended sick leave or compensating for requested time, especially if abuse of sick time is suspected.

The City may require a report from a physician before returning to work following an extended absence due to personal illness or injury.

If the City requires a report from a different physician than the employee's personal doctor, the City will pay for the expense.

To resolve a dispute, a third opinion from a board-certified physician can be obtained if the first two opinions conflict.

The employee bears the cost of the third opinion physician.

A panel of at least five board-certified physicians in the relevant specialty is used to select the third opinion physician.

An employee who has been absent for more than four 24-hour shifts due to personal illness or injury must take a physical agility test.

Abuse of sick leave is a serious offense with potential consequences up to and including termination.

Using sick leave in excess of 144 hours in a rolling calendar year without evidence of a serious illness raises suspicion of abuse.

A pattern of using sick leave immediately following a 48-hour shift, exceeding 48 hours within a 12-month rolling period, can be considered abuse.

An employee can provide bona fide evidence of illness to rebut any presumption of sick leave abuse.

A pattern of using sick leave with vacation or Kelly days, or failing to honor time trade commitments can also be considered abuse.

An employee can eliminate the need for a practitioner's report by demonstrating good attendance with no more than two sick leave occurrences in a rolling year period.

A pattern in this context refers to using sick leave for more than 96 hours within a rolling 12-month period.

The City provides an additional 24 hours of time off for employees attending training, specifically when a Kelly Day falls within the training dates. This additional time off is given unless the employee and City agree on different compensation.

If an employee on Days would have normally worked on a Wednesday, they'll receive the preceding Sunday and the following Saturday off as part of their Days schedule.

The City aims to make training accessible to all employees, posting training opportunities at least 20 days before registration and providing City-funded tuition for required courses.

For non-required training, the Chief selects half of the participants based on their criteria, and the other half based on seniority.

Employees attending non-required training are responsible for completing the course, maintaining certification (if applicable), and working for the City for at least four years. Failure to meet these conditions results in reimbursement for training costs.

The City pays full tuition for approved continuing education courses and provides transportation when possible.

If an employee leaves the City before completing the four-year commitment after attending a non-required course, they have to reimburse the City for training costs based on the time spent with the City. This applies to situations excluding disability retirement.

The City is responsible for the full cost of the non-required training, including tuition, meals, travel, and lodging, when applicable. This reimbursement is calculated based on the employee's time with the City.