Bolingbrook Labor Contract 5012020 to 4302024.docx

PUBLISHED IN PAMPHLET FORM FOR THE FOLLOWING: ORDINANCE 20-055 ILTJ,.ED: I ##### ORDINANCE 20-055 ##### ASSOCIATION OF FIREFIGHTERS AFL- 1O-CLC NOW, THEREFORE, BE IT ORDAINED BY THE MAYOR AND BOARD OF TRUSTEES OF THE VILLAGE OF BOILINGBROOK, WILL AND DUPAGE COUNTIES, ILLINOIS, IN THE EXERCISE...

PUBLISHED IN PAMPHLET FORM FOR THE FOLLOWING: ORDINANCE 20-055 ILTJ,.ED: I ##### ORDINANCE 20-055 ##### ASSOCIATION OF FIREFIGHTERS AFL- 1O-CLC NOW, THEREFORE, BE IT ORDAINED BY THE MAYOR AND BOARD OF TRUSTEES OF THE VILLAGE OF BOILINGBROOK, WILL AND DUPAGE COUNTIES, ILLINOIS, IN THE EXERCISE OF ITS HOME RULE POWERS, AS FOLLOWS: AYES: NAYS: ABSENT: APPROVED THIS 13th DAY OF OCTOBER, 2020. PUBLISHED BY THE VILLAGE CLERK, IN PAMPHLET FORM, BY AUTHORITY OF THE CORPORATE AUTHORITIES OF THE VILLAGE OF BOLINGBROOK ON OCTOBER 14, 2020. I, Carol S. Penning, certify that I am the duly elected and acting Village Clerk of the Village of Bolingbrook, Will and DuPage Counties, Illinois. The pamphlet form of Ordinance 20-055 including the Ordinance and a cover sheet, thereof, was prepared on October 13, 2020. Copies of such Ordinance are available for public inspection upon request in the office of the Village Clerk. AND FIGHTERS AFL-CIO-CLC [Section 3. Advanced Step Grievance Filing 11](#_TOC_250116) [Section 5. Time Limits for Filing 12](#_TOC_250114) [Section 7. Exclusion 13](#section-7.-exclusion) [Section 1. Definition of Seniority 13](#section-1.-definition-of-seniority) [Section 3. Seniority List 14](#section-3.-seniority-list) [ARTICLE VII-RULES AND REGULATIONS 14](#article-vii-rules-and-regulations) [Section 2. Vacancies 15](#section-2.-vacancies) [Section 8. Order of Selection 22](#section-8.-order-of-selection) [Section 1. Employee Discipline 23](#_TOC_250095) Section 3. Disciplinary Manner. 25 [Section 5. Notification and Measure of Disciplinary Action 25](#_TOC_250093) [Section 7. Written Documentation 26](#_TOC_250091) [ARTICLE X-HOURS OF WORK AND OVERTIME 26](#article-x-hours-of-work-and-overtime) Section 1. Platoon Duty 26 [Section 2. 8 Hour Shifts 27](#_TOC_250089) [Section 3. Overtime Hours 27](#_TOC_250088) [Section 4. Overtime Distribution 28](#_TOC_250087) [Section 5. Time Trades 30](#_TOC_250086) [Section 6. Off Duty Firefighting and EMS Duties 31](#_TOC_250085) [ARTICLE XI-FURLOUGHS 32](#article-xi-furloughs) [Section 1. Furloughs for Platoon Employees 32](#_TOC_250083) [Section 2. Holidays for 40 Hour Per Week Employees 33](#_TOC_250082) [Section 3. Holiday Observance 34](#section-3.-holiday-observance) [ARTICLE XII-VACATIONS 34](#article-xii-vacations) [Section 2. Health Insurance Coverage Continuation 58](#section-2.-health-insurance-coverage-continuation) [Section **4.** Optional Insurance 58](#section-4.-optional-insurance) Section 5. Disability 59 Section 6. Retirement Health Insurance 59 [Section 7. Section 125 Plan 61](#_TOC_250040) [ARTICLE XVII-PERSONNEL FILES 61](#article-xvii-personnel-files) [Section 1. Personnel Files 61](#_TOC_250038) [Section 2. Time and Pay Records 62](#_TOC_250037) [ARTICLE XVIII-EMPLOYEE DEVELOPMENT AND TRAINING 62](#article-xviii-employee-development-and-training) [Section 1. Job Training and Orientation 62](#_TOC_250035) [Section 2. Conferences Seminars and Examinations 62](#_TOC_250034) [Section 3. Employee Assistance 63](#section-3.-employee-assistance) [Section 4. Licenses and Certifications 64](#section-4.-licenses-and-certifications) [Section 1. Introduction 64](#section-1.-introduction) [Section 2. Clothing and Equipment. 64](#section-2.-clothing-and-equipment) [Section 3. Minimum Platoon Complement 65](#_TOC_250028) Section 4. Labor Management Safety Committee 66 Section 5. General Policy Regarding Drugs and Alcohol 67 Section 5.1 Statement of Policy 67 [Section 5.2 Prohibitions 67](#_TOC_250027) [Section 5.4 Order to Submit to Testing 68](#_TOC_250025) [Section 5.5 Conduct of Tests 69](#_TOC_250024) [Section 5.6 Drug Testing Standards 71](#_TOC_250023) [Section 5.7 Disciplinary Action 71](#_TOC_250022) [Section 5.8 Right to Contest 72](#_TOC_250021) [Section 5.9. Voluntary Request for Assistance 73](#_TOC_250020) Section 5.1O Employee Assistance Program 73 [ARTICLE XX-NON-DISCRIMINATION 74](#article-xx-non-discrimination) [Section 1. Discrimination Prohibited 74](#_TOC_250018) [Section 3. Residency 74](#_TOC_250017) [ARTICLE XXI-NO STRIKE / NO LOCKOUT 75](#article-xxi-no-strike-no-lockout) [ARTICLE XXII-SAVINGS 75](#article-xxii-savings) [APPENDIX A-Wage Schedule 77](#appendix-a-wage-schedule) [APPENDIX C-2021 KELLY CYCLES 79](#appendix-c-2021-kelly-cycles) [APPENDIX D-Health Insurance Premiums 83](#appendix-d-health-insurance-premiums) [APPENDIX E-Ascertained Merit 84](#_TOC_250007) [APPENDIX F-Examples of Factors in Chief\'s Points 86](#appendix-f-examples-of-factors-in-chiefs-points) APPENDIX G-Subjective Factors for Local Assessment Center & Peer Review. 87 APPENDIX H-Side Letter of Agreement 89 [APPENDIX I-Fire Department Promotion Act 50 ILCS 742 90](#_TOC_250005) [APPENDIX J-7(g) Wage Schedule 98](#appendix-j-7g-wage-schedule) APPENDIX K-Residency Communities 99 [APPENDIX K-MAP 100](#appendix-k-map) [APPENDIX L-Disability Insurance MOU 101](#appendix-l-disability-insurance-mou) [APPENDIX M-Foreign Fire Insurance Board Side Letter 104](#appendix-m-foreign-fire-insurance-board-side-letter) [APPENDIX N-Promotional Testing MOU 106](#appendix-n-promotional-testing-mou) EXHIBIT A-Retiree Health Care Funding Plan 104 V  BOLINGBROOK FIRE FIGHTERS ASSOCIATION ##### ARTICLE I-PREAMBLE ###### Section 1. Objective ##### ARTICLE II-RECOGNITION ###### Section 1. Bargaining Unit a. The right to determine its missions, policies, and to set forth all standards of service offered to the public: b. To plan, direct, control and determine the operations of services to be conducted by employees of the Village of Bolingbrook Fire Department: c. To determine the methods, means, number of personnel needed to carry out the departments mission: d. To direct the working forces: e. To hire and assign or to transfer employees within the fire department, and to set hours of work and overtime policies: f. To promote, suspend, discipline or discharge for just cause: g. To lay-off or relieve employees due to lack of work or funds or for other legitimate reasons: h. To make, publish and enforce rules and regulations: i. To introduce new or improved methods, equipment, or facilities: j. To purchase goods and services k. To take any and all actions as may be necessary to carry out the mission of the Village in situations of civil emergency as may be declared by the Mayor, or his designee, provided that no right enumerated herein shall be exercised or enforced in a manner contrary with the provisions of this Agreement, except as set forth in Section 3, below, and I. To determine the qualification of applicants for the positions of employment. ARTICLE IV-UNION RIGHTS ###### Section 6. Indemnification ##### ARTICLE V-GRIEVANCE PROCEDURE ###### Section 1. Definition ###### Section 2. Procedure a. Time Off: The grievant(s) and/or Union grievance representative(s) will be permitted reasonable time not to exceed two hours unless mutually extended by the Employer and Union without loss of pay during their working hours to investigate and process grievances. A grievant, who is called back on a different shift or his/her day off as a result of the Employer scheduling a grievance meeting shall have such time spent in the meeting considered as time worked. Employees who are on duty and testimony is directly related to the grievance and is pertinent to the Union\'s presentation or argument will be permitted reasonable time without loss of pay to attend grievance meetings, provided that the employee\'s testimony is necessary and reasonably required at that meeting and that the scheduling of same is prudent. No employee or Union representative shall leave his/her work to investigate, to file or to b. Meeting Space and Telephone Use: Upon request, and approved by the Employer, the employee and Union representative shall be allowed the use of an available appropriate room while investigating or processing a grievance, and, upon prior approval by the Employer, shall be permitted the reasonable use of telephone facilities for the purpose of investigating or processing grievances. Such use shall not include any long distance or toll calls at the expense of the Employer. ###### Section 7. Exclusion ##### ARTICLE VI-SENIORITY ###### Section 1. Definition of Seniority ###### Section 2. Personnel Reduction ###### Section 3. Seniority List ##### ARTICLE VII-RULES AND REGULATIONS ##### ARTICLE VIII-PROMOTIONS ###### Section 1. General ###### Section 2. Vacancies - At least seven (7) years as a Village of Bolingbrook fire fighter; or - At least five (5) years as a Village of Bolingbrook fire fighter with an Associate\'s degree in Fire Science: or - At least five (5) years as a Village of Bolingbrook fire fighter with Fire Officer I (or provisional) status 10% -- ----- 10% 10% 20% 5% ###### Section 5. Test Components A. The Components and order of testing shall be as follows: a. Ascertained Merit b. Seniority Points c. Peer Review d. Local Assessment Center e. Chiefs Points f. Written Examination B. Administration of Components-Test components shall be administered as follows: 1. **Ascertained Merit.** Points shall be awarded to a maximum of 10 points as specified in the attached Appendix E. 2. **Seniority Points.** Each candidate that is participating shall be awarded the applicable percentage of the available credit of 10 Seniority Points corresponding to the candidate\'s years of service on the following schedule. Credit for years of service shall be calculated in full years of continuous length of service as defined in Article VI, Section 1, based upon each candidate\'s anniversary date falling within the calendar year in which the written examination is administered. ---- -- 5 6 7 8 9 14 16 18 23 25 ---- -- 3. **Chief\'s Points.** Candidates shall be evaluated by the Village Fire Chief (\"Chief\') as to various attributes as determined by the Chief in a manner consistent with Section 50 of the Act. By way of example, the assessment may include evaluation of the following categories: - Preparation and maintenance of written reports and records - Participation in training activities and study of modern firefighting methods and techniques - Leading drills - Assumption of command of personnel and apparatus at fire scenes - Conducting size-up of situations - Directing and coordinating suppression - Conducting rescue and salvage operations - Inspection of commercial, industrial and other buildings for fire hazards, adequacy of fire prevention equipment and fire escapes, and compliance with fire prevention codes - Planning, organization, supervision, monitoring and evaluation of the work of subordinate personnel 4. **Local Assessment Center.** Candidates shall be evaluated by the Assessment Board described below as to leadership, supervisory and other traits, qualities and skills in a manner consistent with section 50 of the Act. The assessment shall include evaluation of the following categories: - Leadership - Teamwork - Performance under stress of emergency - Ethics and Values - Tactical fire suppression simulation 5. **Peer Review.** The Chief shall administer a peer review process of 6. **Written Examination.** Shall be administered as provided in Section C. The appointing authority may establish a minimum passing score for the aggregate of all components of the testing process, in which event such minimum passing score shall be announced prior to the date of the promotion process. A. Only objective grievances shall be allowed under the grievance procedure. B. The grievance shall not involve any claims relating to disputes over the ###### Section 8. Order of Selection ARTICLE IX-DISCIPLINE ###### Secti9n 2. Disciplinary Measures - Counseling; - Oral Reprimand - Written Reprimand; - Suspension; - Discharge g. In the case of oral reprimands, the Supervisor must inform the employee that he/she is receiving an oral reprimand. The Employee shall also be given reasons for the oral reprimand. h. An Employee shall be entitled to the presence of a Union representative (or designee) at an investigatory interview if he/she requests one. i. If the Employer has reasonable grounds to believe at any time that the Employee being interviewed might be subject to disciplinary action based upon the investigation, the Employer shall inform the Employee of the same ARTICLE X-HOURS OF WORK AND OVERTIME a. Employees may work in the Fire Prevention Bureau subject to mutual written agreement by the Fire Chief and the affected employee. b. An employee or employees who are authorized by the Fire Chief to attend training programs outside the Village provided however such 40 hours per week shall be for the period of time for such training program and without any overtime pay to the employee attending such training. c. Other assignments to 40 hours per week may be made by the Fire Chief subject to mutual written agreement by the Fire Chief and the affected employee. a. The provision of fire protection services and EMS services to the public is a dangerous occupation requiring highly trained, physically capable personnel using appropriate methods and equipment under the direction of experienced supervisors. As such, the performance of fire protection duties without the requisite training, methods, equipment or supervision may threaten the health and well-being of employees and the public. b. Employees who perform fire protecting duties on a voluntary basis or as a result of outside employment are subject to increased exposure to hazardous conditions that may result in a greater incidence of illness or injury. Consequently, the performance of such duties for other municipalities or employers may have a direct bearing on employees\' ability to perform fire protection duties for the Village of Bo!ingbrook. c. State statue has established a presumptive causal relationship between an employee\'s fire suppression duties and certain heart and lung disabilities the employee may develop. The Village of Bolingbrook and its taxpayers are d. The prohibition against employees of the Bolingbrook Fire Department from - performing firefighting and/or EMS duties for jurisdictions other than the Village of Bolingbrook shall be in effect upon ratification of the Agreement. e. Employees may work for another fire department or fire district with the written approval of the Fire Chief, and such duties have been sanctioned by the International Association of Fire Fighters, The Associated Fire Fighters of Illinois and this Local ARTICLE XI-FURLOUGHS ###### Section 3. Holiday Observance ##### ARTICLE XII-VACATIONS ###### Section 1. Vacation Accumulation Rate -- -- -- -- -- -- 192 hours 144 hours -- ----------- ----------- 216 hours 152 hours 240 hours 160 hours 240 hours 160 hours 240 hours 160 hours 240 hours 160 hours 240 hours 160 hours 288 hours 200 hours ###### Section 7. Vacation Call-Back ###### Section 8. Separation from Service ##### ARTICLE XIII-SICK LEAVE ###### Section 1. Sick Leave ###### Section 2. Maximum Sick Leave Accumulation ###### S ction 3. Sick Leave Eligibility Requirements a. b. c. ###### Example 1 - Between two (2) scheduled days off B-Shift C-Shift **A-Shift** Example 2 - Prior to two (2) scheduled days off ARTICLE XIV-OTHER LEAVES OF ABSENCE Additional bereavement leave may be granted by the Fire Chief under unusual ###### S ction 3. Military Leave ###### Section 4. Jury Duty Leave ###### Section 9. Maternity Leave ##### ARTICLE XV-WAGES AND OTHER PROVISIONS ###### Section 1. Wage Schedule ###### Se ction 2. Pay Periods ###### Section 3. Need for Temporary Upgrading ###### Section 4. Effective Date of Any Pay Raises ###### Section 5. Longevity Pay - Cause and Origin - Technical Rescue Team - Hazardous Material Specialist 1. Fire Inspection/Prevention Officer 2. Public Education Officer 3. Specialty Team Training Assignments - Engineers: - At least five (5) years as a Village of Bolingbrook Fire Fighter. - Employees appointed to the position of Engineer must become FAE Certified within one year. - Fire Inspectors: - At least five (5) years as a Village of Bolingbrook Fire Fighters. - Employees appointed to the position of Fire Inspector shall become a Fire Investigator certified by OSFM within one year. a. Comp time shall be at the employee\'s request, and must be given to his/her Battalion Chief no sooner than one Month prior of the date requested. b. More than six (6) employees shall be allowed to be scheduled off provided that manning is met per Article **XIX,** Safety, Section 3. Minimum Platoon Complement. c. Comp time approved prior to the shift requested shall not be canceled. d. Comp time may be granted anytime by the Shift commander, for employees who have a personal emergency. e. The Shift Commander shall approve comp time the shift prior as long as the comp time request does not create overtime. f. Comp time can only be requested if the employee has the time in his accrued bank. g. The Shift Commander will approve comp time if requested at the start of an employee\'s workday or during the workday and there are 19 or more employees on duty and there is no department overtime scheduled that day. The Shift Commander shall not be required to grant comp time if it will cause overtime. h. If more than one employee notifies his/her Battalion Chief on the same day for future comp time and the comp time is not available for more than one employee, then the employee with the most seniority shall be granted the comp time. 1. No employee shall have comp time unreasonably denied. j. Comp time shall not be allowed on the following Village events a. Village Picnic b. Pathways Parade c. Fourth of July Celebration d. Fire Department Open House during Fire Prevention Week e. Bolingbrook Annual Paintball Tournament ###### S ction 9. Education Incentive Pay \$90.00 per month for a Bachelor\'s degree in Fire Science or related field ARTICLE XVI-INSURANCE AND OTHER BENEFITS ###### Section 2. Health Insurance Coverage Continuation ###### Section 3. Life Insurance ###### Section 4. Optional Insurance ##### ARTICLE XVII-PERSONNEL FILES ARTICLE XVIII-EMPLOYEE DEVELOPMENT AND TRAINING ###### Section 3. Employee Assistance ###### Section 4. Licenses and Certifications ##### ARTICLE XIX-SAFETY ###### Section 1. Introduction ###### Section 2. Clothing and Equipment 1. No non-classified non-sworn employee may be substituted for a full-time classified bargaining unit employee without the express written agreement of the Union. 2. The Employer shall maintain a minimum platoon complement of eighteen (18) full-time firefighting personnel of which two (2) shall be Lieutenants who are employees of the Village, excluding the Battalion Chief, or upgrade Acting Shift Commander on any platoon for a complement of five (5) fire stations, as a safety factor for the employees of this Agreement. 3. Beginning May 1, 2021 the Employer shall maintain a minimum platoon complement of nineteen (19) full-time firefighter personnel of which two (2) shall be Lieutenants who are employees of the Village, excluding the 4. The parties agree that in the event a sixth (6^th^) fire station is opened during the life of this agreement this section on minimum manning would be reopened. a. Consuming or possessing alcohol after midnight prior to the beginning of, or at any time during, the work day or anywhere on any of the Village\'s premises or job sites, including Village buildings, properties, vehicles, and the employee\'s personal vehicle while engaged in the business of the Village. b. Possessing, using, selling, purchasing, or delivering any illegal drug at any time and at any place or abusing any prescription drug, except as may be necessary in the performance of duty. c. Failing to report to the employee\'s supervisor any known adverse side effects of medication or prescription drugs which the employee may be taking. a. An employee is involved in an accident, while operating a Fire Department vehicle, that either results in damage to such vehicle, or involves a member of the general public, or b. An employee incurs an injury while on duty which requires medical attention by a physician, c. Post-accident or post-injury testing shall not be applicable to bargaining unit employees unless there is in effect a Fire Department policy or order requiring such testing for all sworn or paid-on-call personnel. a. use only a clinical laboratory or hospital facility which is licensed or certified pursuant to the Illinois Clinical Laboratory Act or that has or is capable of being accredited by the National Institute of Drug Abuse (NIDA); b. establish a chain-of-custody procedure which maintains confidentiality, ensures integrity of the identity of each sample and test results and preserves specimens for a minimum of six (6) months; c. collect a sufficient sample of the same bodily fluid or material from an employee to allow for initial screening, a confirmatory test and a sufficient amount to be set aside reserved for later testing if requested by the employee; d. collect samples in such manner as to preserve the individual employee\'s right to privacy, ensure a high degree of security for the same and its freedom from adulteration. Employees shall not be witnessed by anyone while submitting a sample, except in circumstances where the laboratory or facility does not have a \"clean room\" for submitting samples or where there is reasonable suspicion that the employee may attempt to compromise the accuracy of the testing procedure; e. confirm any sample that tests positive in the initial screening for drugs by testing the second portion of the same sample by gas chromatography, plus mass spectrometry (GC/MS) or an equivalent or better scientifically accurate and acceptable method that provides quantitative data about the detected drug or drug metabolites; f. provide the employee tested with an opportunity to have the additional sample tested by a clinical laboratory or hospital facility of the employee\'s own choosing, at the employee\'s own expense, provided the employee g. require that the laboratory or hospital facility report to the Employer that a blood or urine sample is positive only if both the initial and confirmatory test are positive for a particular drug. The parties agree that should any information concerning such testing or the results thereof be obtained by the Village inconsistent with the understanding expressed herein, the Village shall not use such information in any manner or forum adverse to the employee\'s interests, h. require that with regard to alcohol testing, for the purpose of determining whether the employee is under the influence of alcohol, test results that show an alcohol concentration of.050 or more based upon the grams of alcohol per 100 milliliters of blood be considered positive (Note: the foregoing standard i. provide each employee tested with a copy of all information and reports received by the Village in connection with the testing and the results; and j. ensure that no employee is subject to any adverse employment action except emergency temporary reassignment with pay during the pendency of any testing procedure. Any such emergency reassignment shall be immediately discontinued in the event of a negative test result, and all records of the testing procedure will be expunged from the employee\'s personnel files. a. agree to undergo appropriate treatment as determined by the physician(s) involved; b. discontinue use of illegal drugs or abuse of alcohol; c. agree to authorize persons involved in counseling, diagnosing and treating the employee to disclose to the personnel of the Village as specified in Section 5.1O the employee\'s progress, cooperation, drug and alcohol use, and any dangers perceived in connection with performing job duties and completion or non-completion of treatment; d. complete the course of treatment prescribed, including an \"after-care\" group for a period of up to twelve (12) months; e. submit to random testing during working hours during the period of \"after­ care\" treatment and for a period of twenty-four (24) months following the period of \"after-care\", and f. agree that during the last chance time period in (e) above, if the employee tests positive again the employee may be terminated. a. the employee agreeing to appropriate treatment as determined by the physician(s) involved; b. the employee discontinues use of illegal drugs or abuse of prescribed drugs or alcohol; c. the employee agreeing to authorize persons involved in counseling, diagnosing and treatment of the employee to disclose to the Village personnel as specified in Section 5.1O the employee\'s progress, cooperation, drug and alcohol use, and any dangers perceived in connection with performing job duties and completion or non-completion of treatment; d. the employee completes the course of treatment prescribed, including an \"after-care\" group for a period of up to twelve (12) months; and e. the employee agrees to submit to random testing during hours of work during the period of \"after-care\". ARTICLE XX-NON-DISCRIMINATION ##### ARTICLE XXI-NO STRIKE / NO LOCKOUT ###### Section 1. No Strike/ No Lockout ###### Section 2. Union Responsibility ##### ARTICLE XXII-SAVINGS ###### ARTICLE XX.Ill-TERMINATION ### X ###### APPENDIX A-Wage Schedule \- \-\-- , ###### APPENDIX B-Payroll Deduction Form TO: FINANCE DEPARTMENT VILLAGE OF BOLINGBROOK APPENDIX C-2021 KELLY CYCLES CYCLE 1 -------- -- ---- --------- ----- -- -- -- -- -- -- -- -- -- -- --- ---- ------- -- --- ------- ------- ---- --- -- -- -- 10/27 2 2/8 :\'\' 10/30 i **3** \' I 11/2 **4** \' \' I I I 11/14 I\'~\'~ 11/17 \' **9** 3/1 \'I **10** l CYCIE I I 9/1 6/3 I ' I I ' CYCLE I i I i ##### APPENDIX C-2022 KELLY CYCLES \' ! 3/30 6/4 11/16 ! ! 4/9 10/24 10/27 10/30 11/2 6/26 11/5. 11/8 11/11 11/14 11/17 11/20 11/23 ##### APPENDIX C-2023 KELLY CYCLES 6/13 1 9/20 ) 11/25 12/28 6/16 9/23 : 10/26 11/28 1/5 ! 6/19 : 9/26 I 12/1 1/8 ! 6/22 9/29 ! 12/4 1/11 6/25 10/2 ! 12/7 1/14 I 6/28 9/2 10/5 I 12/10 1/17 ' 9/5 10/8 12/13 ' 1/20 7/4 10/11 ; 12/16 ;' 1/23 12/19 i 1/26 7/10 12/22 1/29 7/13 12/25 ; 'j 9/25 9/28 10/1 10/4 10/7 10/10 10/13 7/9 7/12 10/19 APPENDIX C-2024 KELLY CYCLES 2/29 5/5 8/12 12/22 4/5 8/15 11/22 12/25 2/2 5/11 8/18 12/28 2/5 3/9 5/14 8/21 12/31 3/12 5/17 I 8/24 I 6 3/15 5/20 ' 8/27 5/23 8/30 5/26 5/29 9/5 !' 3/30 9/11 --- -- -- ----- -- -- -- -- -- -- -- --- -- ------- 1 I LE/23 12/26 3/7 12/29 --- -- -- ----- -- -- -- -- -- -- -- --- -- ------- 4/12 10/27 -- -- -- -- -- -- -- ------ -- -- -- ----- -- -- -- -- -- ------ ---- ------- -- 4/15 10/30 4/18 11/2 4/21 \' 11/5 4/24 10/6 11/8 4/27 11/11 4/30 11/14 5/3 7/8 11/17 I ###### APPENDIX D-Health Insurance Premiums --- -- -- -- -- -- I ! --- -- -- -- -- -- --- -- ------------ -- -- ---------- 6 \$269.13 I \$427.77 7. 8 \$231.90 I 9 --- -- ------------ -- -- ---------- --- -- -- -- --- -- --- -- -- ---------- 6 7 I 8 \$344.02 9 I --- -- -- -- --- -- --- -- -- ---------- 1. Appendix N of the CBA, the 6.1.18 MOU between the parties regarding Promotional Examinations, contains Section 4(c) which states as 2. Effective the ratification of this 2020-2024 CBA by both parties, Appendix **N** of the CBA shall be permanently modified as follows (with all other provisions of Appendix **N** remaining status quo: ###### APPENDIX F-Examples of Factors in Chief\'s Points - Reaching logical conclusions from incomplete or ambiguous information - Reaching sound decisions and committing oneself to a defined course of action - Dealing with citizens, public officials, subordinates and co-workers in a courteous and tactful manner - Actively influencing events, initiating required action, and thinking and acting independently - Correctly recognizing and identifying a problem and developing reasonable solutions - Maintaining a positive attitude and even temperament despite opposition, difficulties and frustration - Expressing ideas and communicating orally in a clear and understandable manner and in correct grammatical style - Working calmly and efficiently under stress and maintaining composure and even temperament under opposition LEADERSHIP - Leads others by example - Is effective in motivating others to do unpleasant tasks or assignments - Is a natural leader - Can make unpopular decisions when necessary - When appropriate, allows group to devise solutions to problems rather than insisting on doing it \"my way\" - Sensitive to the needs of others - Will stand up for his/her convictions - Is a creative problem solver - Can align teams strengths and weaknesses - Has excellent time management skills - Does not allow personal emotion to cloud judgment TEAMWORK - Contribution to the group - Supportive of group\'s goal, even when you personally disagree - Supportive of other team members - Able to adapt to many points of view - Able to motivate without manipulating - Able to give encouragement - Shows initiative - Shows compassion PERFORMANCE UNDER STRESS OF EMERGENCY - Remains calm - Thinks clearly - Assesses situations - Controls situations - Gives proper consideration for safety - Takes appropriate action - Able to adapt - Fellow workers have confidence in candidate\'s abilities APPENDIXG ETHICS AND VALUES - Is dependable - Has strong core values - Is honest - Is trustworthy and has a high level of integrity - Respects others - Displays self-esteem - Is optimistic - Quality of character ###### APPENDIX H-Side Letter of Agreement (50 ILCS 742/10) a. This Act shall apply to all positions in an affected department, except those specifically excluded in items (i), (ii), (iii), (iv), and (v) of the definition of \"promotion\" in Section 5 unless such positions are covered by a collective bargaining agreement in force on the effective date of this Act. Existing promotion lists shall continue to be valid until their expiration dates, or up to a maximum of 3 years after the effective date of this Act. b. Notwithstanding any statute, ordinance, rule, or other laws to the contrary, all promotions in an affected department to which this Act applies shall be administered in the manner provided for in this Act. Provisions of the Illinois Municipal Code, the Fire Protection District Act, municipal ordinances, or rules adopted pursuant to such authority and other laws relating to promotions in affected departments shall continue to apply to the extent they are compatible with this Act, but in the event of conflict between this Act and any other law, this Act shall control. c. A home rule or non-home rule municipality may not administer its fire department promotion process in a manner that is inconsistent with this Act. This Section is a limitation under subsection (i) of Section 6 of Article VII of the Illinois Constitution on the concurrent exercise by home rule units of the powers and functions exercised by the State. d. This Act is intended to serve as a minimum standard and shall be construed to authorize and not to limit: 1. An appointing authority from establishing different or supplemental promotional criteria or components, provided that the criteria are job related and applied uniformly. 2. The negotiation by an employer and an exclusive bargaining representative of clauses within a collective bargaining agreement relating to conditions, criteria, or procedures for the promotion of employees who are members of bargaining units. 3. The negotiation by an employer and an exclusive bargaining representative of provisions within a collective bargaining agreement to achieve affirmative action objectives, provided that such clauses are consistent with applicable law. e. Local authorities and exclusive bargaining agents affected by this Act may agree to waive one or more of its provisions and bargain on the contents of those provisions, provided that any such waivers shall be considered permissive subjects of bargaining. (50 ILCS 742/15) a. For the purpose of granting promotion to any rank to which this Act applies, the appointing authority shall from time to time, as necessary, administer a promotion process in accordance with this Act. b. Eligibility requirements to participate in the promotional process may include a minimum requirement as to the length of employment, education, training, and certification in subjects and skills related to fire fighting. After the effective date of this Act, any such eligibility requirements shall be published at least one year prior to the date of the beginning of the promotional process and all members of the affected department shall be given an equal opportunity to meet those eligibility requirements. c. All aspects of the promotion process shall be equally accessible to all eligible employees of the department. Every component of the testing and evaluation procedures shall be published to all eligible candidates when the announcement of promotional testing is made. The scores for each component of the testing and evaluation procedures shall be disclosed to each candidate as soon as practicable after the component is completed. d. The appointing authority shall provide a separate promotional examination for each rank that is filled by promotion. All examinations for promotion shall be competitive among the members of the next lower rank who meet the established eligibility requirements and desire to submit themselves to examination. The appointing authority may employ consultants to design and administer promotion examinations or may adopt any job related examinations or study materials that may become available, so long as they comply with the requirements of this Act. (50 ILCS 742/20) a. For the purpose of granting a promotion to any rank to which this Act applies, the appointing authority shall from time to time, as necessary, prepare a preliminary promotion list in accordance with this Act. The preliminary promotion list shall be distributed, posted, or otherwise made conveniently available by the appointing authority to all members of the department. b. A person\'s position on the preliminary promotion list shall be determined by a combination of factors which may include any of the following: (i) the person\'s score on the written examination for that rank, determined in accordance with Section 35; (ii) the person\'s seniority within the department, determined in accordance with Section 40; (iii) c. A person on the preliminary promotion list who is eligible for a veteran\'s preference under the laws and agreements applicable to the department may file a written application for that preference within 10 days after the initial posting of the preliminary promotion list. The preference shall be calculated as provided under Section 55 and added to the total score achieved by the candidate on the test. The appointing authority shall then make adjustments to the rank order of the preliminary promotion list based on any veteran\'s preferences awarded. The final adjusted promotion list shall then be distributed, posted, or otherwise made conveniently available by the appointing authority to all members of the department. d. Whenever a promotional rank is created or becomes vacant due to resignation, discharge, promotion, death, or the granting of a disability or retirement pension, or any other cause, the appointing authority shall appoint to that position the person with the highest ranking on the final promotion list for that rank, except that the appointing authority shall have the right to pass over that person and appoint the next highest ranked person on the list if the appointing authority has reason to conclude that the highest ranking person has demonstrated substantial shortcomings in work performance or has engaged in misconduct affecting the person\'s ability to perform the duties of the promoted rank since the posting of the promotion list. If the highest ranking person is passed over, the appointing authority shall document its reasons for its decision to select the next highest ranking person on the list. Unless the reasons for passing over the highest ranking person are not remedial, no person who is the highest ranking person on the list at the time of the vacancy shall be passed over more than once. Any dispute as to the selection of the first or second highest ranking person shall be subject to resolution in accordance with any grievance procedure in effect covering the employee. e. A final adjusted promotion list shall remain valid and unaltered for a period of not less than 2 nor more than 3 years after the date of the initial posting. Integrated lists are prohibited and when a list expires it shall be void, except as provided in subsection f. This Section 20 does not apply to the initial hiring list. (50 ILCS 742/25) a. All aspects of the promotion process, including without limitation the administration, scoring, and posting of scores for the written examination and subjective evaluation and the determination and posting of seniority and ascertained merit scores, shall be subject to monitoring and review in accordance with this Section and Sections 30 and 50. b. Two impartial persons who are not members of the affected department shall be selected to act as observers by the exclusive bargaining agent. The appointing authorities may also select 2 additional impartial observers. c. The observers monitoring the promotion process are authorized to be present and observe when any component of the test is administered or scored. Except as otherwise agreed to in a collective bargaining agreement, observers may not interfere with the promotion process, but shall promptly report any observed or suspected violation of the requirements of this Act or an applicable collective bargaining agreement to the appointing authority and all other affected parties. d. The provisions of this Section do not apply lo the extent that they are inconsistent with provisions otherwise agreed to in a collective bargaining agreement. (50 ILCS 742/30) a. The appointing authority may not condition eligibility to lake the written examination on the candidate\'s score on any of the previous components of the b. Written examinations shall be graded at the examination site on the day of the examination immediately upon completion of the test in front of the observers if such observers are appointed under Section 25, or if the tests are graded offsite by a bona fide testing agency, the observers shall witness the sealing and the shipping of the tests for grading and the subsequent opening of the scores upon the return from the testing agency. Every examinee shall have the right (i) to obtain his or her score on the examination on the day of the examination or upon the day of its return from the testing agency (or the appointing authority shall require the testing agency to mail the individual scores to any address submitted by the candidates on the day of the examination); and c. Sample written examinations may be examined by the appointing authority and members of the department, but no person in the department or the appointing authority (including the Chief, Civil Service Commissioners, Board of Fire and Police Commissioners, Board of Fire Commissioners, or Fire Protection District Board of Trustees and other appointed or elected officials) may see or examine the specific questions on the actual written examination before the examination is administered. If a sample examination is used, actual test questions shall not be included. It is a violation of this Act for any member of the department or the appointing authority to obtain or divulge foreknowledge of the contents of the written examination before it is administered. d. Each department shall maintain reading and study materials for its current written examination and the reading list for the last 2 written examinations or for a period of 5 years, whichever is less, for each rank and shall make these materials available and accessible at each duty station. e. The provisions of this Section do not apply to the extent that they are in conflict with provisions otherwise agreed to in a collective bargaining agreement. (50 ILCS 742/40) a. Seniority points shall be based only upon service with the affected department and shall be calculated as of the date of the written examination. The weight of this component and its computation shall be determined by the appointing authority or through a collective bargaining agreement. b. A seniority list shall be posted before the written examination is given and before the preliminary promotion list is compiled. The seniority list shall include the a. The promotion test may include points for ascertained merit. Ascertained merit points may be awarded for education, training, and certification in subjects and skills related to the fire service. The basis for granting ascertained merit points, after the effective date of this Act, shall be published at least one year prior to the date ascertained merit points are awarded and all persons eligible to compete for promotion shall be given an equal opportunity to obtain ascertained merit points unless otherwise agreed to in a collective bargaining agreement. b. Total points awarded for ascertained merit shall be posted before the written examination is administered and before the promotion list is compiled. a. A promotion test may include subjective evaluation components. Subjective evaluations may include an oral interview, tactical evaluation, performance evaluation, or other component based on subjective evaluation of the examinee. The methods used for subjective evaluations may include using any employee assessment centers, evaluation systems, chiefs points, or other methods. b. Any subjective component shall be identified to all candidates prior to its application, be job related, and be applied uniformly to all candidates. Every examinee shall have the right to documentation of his or her score on the subjective component upon the completion of the subjective examination component or its application. c. Where chiefs points or other subjective methods are employed that are not amenable to monitoring, monitors shall not be required, but any disputes as to the results of such methods shall be subject to resolution in accordance with any collectively bargained grievance procedure in effect at the time of the test. d. Where performance evaluations are used as a basis for promotions, they shall be given annually and made readily available to each candidate for review and they shall include any disagreement or documentation the employee provides to refute or contest the evaluation. These annual evaluations are not subject to grievance procedures, unless used for points in the promotion process. e. Total points awarded for subjective components shall be posted before the written examination is administered and before the promotion list is compiled. a. A person who knowingly divulges or receives test questions or answers before a written examination, or otherwise knowingly violates or subverts any requirement of this Act commits a violation of this Act and may be subject to charges for official misconduct b. A person who is the knowing recipient of test information in advance of the examination shall be disqualified from the promotion examination or demoted from the rank to which he was promoted, as applicable and otherwise subjected to disciplinary actions. APPENDIX J-7(g) Wage Schedule  -- ------------ --. \$ 26.38. \$ 26.38 \$ 26.38 -- ------------ -- \-- ### APPENDIX K-MAP I - C \_fP.en\'tersv· !e \_ ,·.\'.\' ij, Elgin - schaumbl!rgi.;;:t:!ri , Des ,Plaihias (El :1 carilp\_ton HIils i #### ·, \"=lP \'· \' Elburn \' *)\\* ti\"al?BrOO Countf)\'\_S!d,E!.Mof1l9f:.:ry O\_s\\!/\@go ® *t;:l* pja\]nfi°\'ll \' \", - RomEQVi,Ue - Joli 1 \- - \-\-\-\-\-- / Mokena iii. ··· Ch:c\_agQ \_ ^@^ :imi ======== i *G)/* \\\'1/l,l ® Midf!Vfill (§J --- Sc \"\"\' ###### APPENDIX L-Disability Insurance MOU 1. ARTICLE XVI; INSURANCE AND OTHER BENEFITS; Section 5\--Disability of the collective bargaining agreement covering the Union provides that an Employee who is approved for a duty disability by the Village of Bolingbrook Firemen\'s Pension Board, including heart and lung (40 ILCS 5/4-110 and 40 ILCS 5/4-110.1) of the Illinois Pension Code), the Employee and his dependents shall continue to participate in the same hospitalization coverage that is in effect at no cost to that disabled member and his dependents. 2. The parties agree that the term \"hospitalization coverage\'\' means the same health and prescription insurance as currently provided to active employees. 3. The parties agree that this coverage shall continue to be provided to those employees who have been approved for a pension under 40 ILCS 5/ 4-110 and 40 ILCS 5/ 4-110.1 of the Illinois Pension Code by the Village of Bolingbrook Firemen\'s Pension Board. 4. The Union and the Employer, in a mutual attempt to control the costs of such coverage, agree that if an eligible employee were to receive Medicare Part B coverage when legally qualified to do so, and the Employer provided hospitalization coverage became the secondary insurer/re­ insurer, the costs incurred by the Employer will be reduced 5. The Union and the Employer agree that, upon being granted a disability pension pursuant to 40 ILCS 5/4-110 and 40 ILCS 5/4-110.1 of the Illinois Pension Code, said disabled member shall take any and all necessary steps to apply for, and receive, Social Security Disability Benefits, if possible, and take any and all necessary steps to apply for, and receive, Medicare Disability Benefits, if possible. 6. When an employee who is granted a pension under 40 ILCS 5/4-110 and 40 ILCS 5/ 4-110.1 of the Illinois Pension Code reaches the minimum age required to enroll and receive Medicare 7. The parties agree that when the disabled member has enrolled and received confirmation of benefit approval by Medicare, the Employer will continue to provide hospitalization coverage for that disabled member at no cost to the employee. The hospitalization coverage provided by the Employer will be secondary to Medicare Part B coverage with the Employer acting as a secondary insurer/re-insurer. For example, any hospitalization coverage not covered by Medicare Part 8. The Employer agrees to reimburse the disabled member the monthly cost of Medicare Part A and Part B premiums and deductibles incurred up to the amount of \$150.00 (one hundred and fifty dollars) per month for single members and \$300.00 (three hundred dollars) per month for married members. Disabled members shall be responsible for the payment of Co-Insurance (Typically, 20% of the Medicare-approved amount). It is agreed to by the parties that this Co­ Insurance shall be the only cost to Disabled members unless the cost of Medicare Part A and Part B premiums is over the above dollar amounts, in which case the Disabled members shall be responsible for the difference. It is further agreed by the parties that the above monthly reimbursement amounts shall be revisited and bargained over in 2024 with either party being able to give the other notice within that calendar year to commence negotiations over these monthly **amounts.** 9. The Union agrees, by way of settlement, that upon the execution of this provision by both parties, the Union shall immediately withdraw the pending June 1, 2016 grievance. The Union and the Village agree to equally split and pay half of any cancellation fee charged the parties by the Arbitrator in connection with the cancelled May 2, 2017 arbitration hearing. It is understood between the parties that the four current members of the department on disability who are Medicare eligible: Spindel, Lopez, Hanson (Mike) and Hanson (John) shall, upon the execution of this Agreement, be reimbursed for their Part A and Part B Medicare premium payments going forward and shall not be reimbursed for those Part A or Part B Medicare premium payments these disabled members may have made prior to the execution of this Agreement by both parties, if any. 10. To the extent that any portion of this Agreement may be held to be invalid or legally unenforceable by a court of competent jurisdiction, the parties agree that the remaining portions of this Agreement shall not be affected and shall be given full force and effect. ###### APPENDIX M-Foreign Fire Insurance Board Side Letter 1. There is, pursuant to Audit performed by the Village of Bolingbrook, currently \$179,949.26 in assets of the Foreign Fire Insurance Board. 2. Upon ratification of this Side Letter of Agreement by both parties, portions of said Funds from Item \#1, above, shall be administered as follows: A. \$50,000 of these assets shall be utilized for the remodel/repair of the interior of Bolingbrook Fire Station \#1. B. \$129,949.26 of these assets shall be utilized for the remodel/repair of Bolingbrook Station \#3. 3. Upon ratification of this Side Letter of Agreement by both parties, a Foreign Fire Insurance Board shall be created and administered pursuant to 65 ILCS 5/11-10-2. Future funds, shall then immediately be placed under the authority and control of the Foreign Fire Insurance Board. The Foreign Fire Insurance Board shall obtain, upon receipt of Funds, the appropriate \"Honesty\" or \"Surety\" Bond. 4. All future assets of the Foreign Fire Insurance Board shall, within thirty {30) days of receipt of such funds by the Village of Bolingbrook, be deposited into the accounts of the Foreign Fire Insurance Board. 5. The Parties acknowledge that the term \"fire chief\" contained in the Statute shall refer to the Public Safety Director or his designee. By: ###### APPENDIX N-Promotional Testing MOU 1. The collective bargaining agreement covering the Union provides that promotions to the rank of Lieutenant shall be conducted in accordance with the provisions of the Fire Department Promotional Act, effective August 4, 2003, and.the rules and regulations of the Bolingbrook Fire and Police Commission, to the extent they are not inconsistent with the terms of ARTICLE VII; Promotions. 2. The parties have agreed to creating a timetable outline to be followed when creating a promotional list. 3. The bargaining agent will select two (2) impartial persons who are not members of the Bolingbrook fire department to act as observers. The appointing authority will select two (2) impartial persons who are not members of the Bolingbrook Fire Department to act as observers. These observers will observe the administration and scoring of the written examination. They will also observe the scoring and tallying of the peer points, chief\'s points, seniority points, ascertained merit scores, and observe and monitor all assessment center **evaluations.** 4. The procedures for the promotion process shall consist of the following: a. The written source content shall be posted a minimum of 90 calendar days prior to the written examination date. Information covered will consist of reading material selected by the appointing authority. Posting of the written source will be done via email, posting on bulletin boards in the fire stations, and an all call text message will be delivered alerting all members that the written source material has been posted. b. Request for intent to challenge the promotional exam will be required to be emailed to the appointing authority, or their designee, within 7 calendar days of the written source content being posted. c. Ascertained merit will be collected during the 10-business day period starting the business day after the window for providing a letter of intent to challenge the process has closed. Individuals will bring copies of their ascertained merit to Fire Administration where they will be provided with a white envelope. Individuals will be responsible for placing their correct documentation in the white envelope, seal the envelope and write their name on the sealed envelope. The individual will place their sealed white envelope into the lock box and initial and write the date on a provided roster. The appointing authority will provide a lock box that the ascertained merit will be kept in until the ascertained merit is scored. d. The Friday following the deadline to turn in the ascertained merit, the appointing authority shall mail out to all non-command staff members of the bargaining unit a peer review matrix. The peer review matrix will be due 10 business days after it is mailed out. Individuals completing the peer review.will bring their sealed BROWN envelopes to Fire Administration and place it in the lock box. After placing the brown envelope into the lock box, the individual shall initial and date next to their name on a roster. All envelopes and lock boxes will be provided by the appointing authority. e. The Friday following the deadline to turn in the ascertained merit, the appointing authority shall mail out to all Command Staff the Chiefs points review. The final chiefs point document shall be due 10 business days after the chiefs point review is mailed out. The chiefs points document shall be in a sealed envelope with the words \"Chiefs Points\" written on it. The sealed envelope shall be placed into the lock box and initialed by the Chief or his designee when completed. f. A minimum of 1 month before the assessment center, the assessment center rimes will be posted and orientation for the assessors will be scheduled. g. The assessment center will be scheduled three (3) weeks prior to the written exam. The assessment center will be administered by a seven (7) person board consisting of three (3) members appointed by the Mayor; one (1) member appointed by the Chief; two (2) members appointed by the Union; and one (1) member appointed by mutual agreement of the Village and the Union. h. The week following the completion of the assessment centers, and prior to the administration of the written test, the seniority points, ascertained merit and subjective components (chiefs points and peer review) will be tallied and posted within 72 hours of completion of the scoring. i. Candidate\'s scores for the written exam shall be made immediately available to them upon completion of their individual tests. k. A candidate that is on the preliminary promotional list and is eligible for veteran\'s preference under the laws and agreements applicable to the fire department, may file a written application for that preference within 10 days after the initial posting of the preliminary promotion list 1. 10 days after the initial posting of the preliminary promotion list, the final adjusted promotion list shall be posted on the bulletin board in each fire station and administration office. **Date** Effective: May 1, 2019 INTRODUCTION PLAN YEAR **Eligibility** B. A retired Employee who has retired after May 1, 2019 from active service with the Employer with accumulated creditable service which would qualify the Retired Employee for receipt of retirement benefits under the laws of the State of Illinois, but who has not attained the age of retirement to immediately a. Pays a one-time contribution to the Trust in an amount equal to 1/12 of 6.2% of the retired Employee\'s most recent annual salary for each month that the Retired Employee\'s date of retirement preceded the Retired Employee\'s attainment of the age of retirement to receive retirement starting at age 50 and; b. The one-time contribution to the Trust in a, above, shall be made within 30 days of the Retired Employee\'s date of retirement from the Employer\'s service. For Example, if a member retires at age 47, that member, within 30 days of the date of retirement, shall make payment to the Trust of 1/12 of 6.2% of the retired Employee\'s most recent annual salary times 36 to the Trust. If a member does not make the payment within the 30-day requirement, said member shall forfeit their right to any benefits of the Trust and shall not be eligible for any refunds of any monies paid to the Trust. C. A Retired Employee, who has retired after May 1, 2019 from active service with the employer, with attained age and accumulated creditable service, which together qualify the Retired Employee for immediate receipt of retirement pension benefits under the laws of the State of Illinois, shall be entitled to receive the benefit during the term of this agreement, provided that the retired Employee has paid contributions to the Trust in an amount required under the terms of this and successor Agreements. D. Except as provided in subsections A, B, and C, hereinabove, no Retired Employee shall be eligible for the Benefit. Furthermore, if a member receives health insurance from the Village ofBolingbrook pursuant to any provision of the CBA by and between the Village of Bolingbrook and the IAFF-AFFI Local 3005 or through the Public Safety Employee Benefits Act, that member shall not receive any benefits through the Trust for the period of time that member is receiving health insurance benefits from those other sources, nor shall the member receive a refund for any monies placed into the Trust. E. All employees hired after May 1, 2019 must make, at a minimum, at least 20 years\' worth of contributions into the Trust to receive the benefit, or pay 1/12 of 6.2% of their final base salary for every month they retire short thereof. This one-time contribution to the Trust shall be made within 30 days of the Retired Employee\'s date of retirement from the Employer\'s service (See (B)(b), above). F. If a Qualified Employee dies while in service from any cause other than a duty related cause, their surviving spouse may receive benefits under the Trust if the Employee\'s length of service and contributions would have entitled them to a benefit under this Trust. A surviving spouse may also choose, within 90 days of the date of death, to make the additional contributions consistent with, and required by, (B)(b) and/or (E), above. G. If two participants in the Trust are married, one of the two participants may elect to forfeit their eligibility of retirement benefits, and contribute a diminished schedule of contributions. This member will be defined as a c. Employees who have not completed 8 years will contribute 1% of their base salary, d. Employees who have completed 8 but have yet to complete 15 years will contribute 3% salary, and e. Employees who have completed 15 years or more will contribute 4% of their base salary. ###### 6enefigi ###### Contrib1.1tions A. All Sworn Fire Department Union & Non-Union Employees shall have 1126th of their required contribution automatically deducted biweekly from the Employee\'s paycheck and deposited into the Trust as the employee\'s contribution. B. All Eligible Sworn Union and Non-Union Fire Retiree\'s currently receiving the Benefit will pay 15% of the current monthly premium cost, which will be deposited into the Trust. This percentage may be changed on an annual basis as deemed necessary by the Health Insurance Trust Board. C. The Employee shall execute any necessary wage deduction documentation and shall submit said documentation to the Employer. D. All contributions to the Trust are non-refundable. E. Funding contributions will be as such; a. Employees who have not completed 8 years will contribute 3.5% of their base salary, b. Employees who have completed 8 but have yet to complete 15 years will contribute 5.4% salary, and c. Employees who have completed 15 years or more will contribute 6.2% of their base salary. F. In the event there is good reason to believe based upon competent actuarial analysis that the funds available in the Trust are or will be insufficient to pay the benefits described for all Retired Employees, the Trust Board will submit to the membership (membership being defined as all current active sworn members of the Fire Department, and all members currently receiving the Benefit) for a vote of one or more of the following options: d. Making additional Employee contributions; e. Reducing the percentage of premiums paid by the Trust; or f. Modifying the benefits package to reduce the premiums cost; or g. A combination of these or other changes that ensure the continuance of this medical insurance benefit. A. Convene quarterly to review, monitor and to ensure a proper accounting of the Trust account. B. Shall take all steps to ensure the health and well-being of the Fund and shall act as Fiduciaries to the Fund. C. Shall have the ability to execute all contracts or duties necessary to administer the Fund and shall have the ability to contract for Fiduciary Liability Insurance and Investment Advisors/Managers. D. Shall have the ability to create all Rules and Regulations of the Trust in order to ensure the orderly and efficient operation of the Fund. The Trust Board shall report to the membership of the Fire Department, at a minimum once a year, on the health and viability of the Trust E. Any changes to the level of benefits, or the level of contributions, must be ###### T.rustBo rd\_gf Trus.1ee\_!!\_ Election A. May 1st, 2021 The two Contract Negotiator\'s terms will end. Those two positions shall be replaced by one elected member of Local 3005 in good standing elected by all active contributing members, and one current retired sworn member collecting recipient benefits elected by only current sworn retired collecting recipient benefits. These newly elected trustees shall serve a three-year term. B. May 1st, 2022 the Local 3005 VP Trustee position will end and be replaced by an elected member of Local 3005 in good standing elected by all active contributing members. This newly elected trustee shall serve a three-year term. C. May 1st, 2023 the Local 3005 Secretary/Treasurer position will end and be replaced by an elected member of Local 3005 in good standing elected by all active contributing members. This newly elected trustee shall serve a three-year term. D. The President of Local 3005 will continue to serve on the Trust Board of Trustees by virtue of position. E. Nominations for elections will be held the second and third business week of March. F. Voting will be by secret ballot, and held the first & second business week of April. G. Vote tabulations will be at the second quarter regular meeting of the Board of Trustees H. The Trust Board of Trustees will nominate and vote on a Board President, and a Board Secretary during the second quarter regular meeting of the Board of Trustees. III --- - Registered Mail™ - Registered Mail Restricted - Signature ConfirmationTM 0 Signature Confirmation Restricted Delivery