Issuu

J urnal The Police Officers

VOLUME 30, NUMBER 2 • SUMMER 2020

Celebrating Safely

ON THE INSIDE: Conference canceled due to COVID-19 – Pg. 2 Board member retires – Pg. 3 New Units – Member News

POLC/GELC Conference canceled due to pandemic — By Rob Figurski, POLC/GELC Director VOLUME 30, NUMBER 2 • SUMMER 2020

Police Officers Labor Council (POLC) 667 E. Big Beaver Road, Suite 205, Troy, MI 48083. (248) 524-3200 • FAX: (248) 524-2752 POLC membership: www.polc.org

EXECUTIVE COMMITTEE

CHAIR: Steve McInchak Gibraltar Police Dept.

VICE CHAIR: Brian McNair Chesterfield Township Police Dept.

Collin Birnie Flint Police Dept.

Kyle Culbertson

Berrien County Sheriffs Dept.

Mike DeKam

t was a tough decision, but one that had to be made in the best interests of our membership. The 2020 POLC/GELC Annual Conference & Labor Seminar, originally set for October 21-23, has been canceled due concerns about safety amid the COVID-19 pandemic. State reopening plans include social distancing guidelines and face coverings. Attempting to envision what types of mitigation measures will be in place by fall is impossible as that will depend on the number of coronavirus cases and deaths at that time. The health and safety of our members is our top priority. Medical experts’ concerns about a resurgence of COVID-19 cases this fall has weighed heavily into this decision. If permitted by the state, hosting an indoor conference with guests six feet apart would also be difficult if not impossible. Unfortunately, the POLC’s Spring Labor Seminars were also tabled due to the State’s Stay-at-Home Order. As we struggle with safety concerns and subsequent changes at work and in our daily lives to mitigate the coronavirus, we want our Public Safety personnel to know that we still plan to recognize their service, especially during this pandemic. Because of COVID-19, simply risking your lives to do this job has taken on a whole new list of dangers and an additional meaning never considered in past years. Please be assured that the Outstanding Service Award recipients for 2020, who are traditionally honored at the annual conference, will receive their awards and will be honored in an appropriate manner. During this unprecedented time, all POLC first responders and public employees deserve to be recognized for their commitment to putting the health and safety of Michigan residents before their own. The POLC and GELC will continue striving to ensure partnerships with Employers to provide the safest working conditions for our members. d

Grand Rapids Communications

Scott Eager

Battle Creek Police Dept.

Jennifer Flick

Jackson Police Dept.

Jeff Gormley

Bloomfield Hills Public Safety Dept.

John Huizdos

Bloomfield Township Police Dept.

DIRECTOR, Robert Figurski Warren PD (Retired)

MEMBER SERVICES Lloyd Whetstone PUBLICATIONS Executive Editor: Jennifer Gomori

DELAYED DUE TO COVID-19

Kent County Sheriff’s Office Reserve Deputy Matt Garbarino has rescheduled his solo Run Across Michigan again due to COVID-19. The fundraiser for Michigan Chapter of Concerns of Police Survivors (MI-COPS), originally planned for June, is expected to take place this fall. Click here to donate and see the POLC website for the complete article and updates.

The Police Officers Journal

Flick retires from Jackson Police, takes on 911 supervisor role — By Jennifer Gomori, POJ Editor

fter 25 years of service, POLC/GELC Executive Committee member Jennifer Flick is retiring from Jackson Police Department, but she will be doing anything but resting. The Jackson Police Sergeant is in the process of selling her home and moving to the southwest side of Michigan where she will serve as Berrien County Assistant Director of 911. Flick said she will be staying with friends on the west side while house hunting and waiting for her Jackson home to sell. Retirement means Flick must leave her position on the Executive Committee. While she will miss fellow POLC/GELC board members, representatives and Union members, she will be working with staff represented by the POLC since Berrien County 911 Dispatch Supervisors are a member unit. “They are just a great bunch of people that support public employees and show the willingness to help wherever they can,” Flick said. The move seems fitting since she has been a POLC member since she was hired as a Jackson Patrol Officer in 1994. A local FOP Lodge 70 board member from 1995-2001, Flick has held various POLC local Union board positions. She worked as a Field Training Officer (FTO) and served in the Honor Guard. In 2001, she was promoted to Sergeant. She was FTO Coordinator and supervised the multi-jurisdictional team JNET, coordinating confidential drug informant and undercover officer buys from 2004-2006. Flick was instrumental in getting command staff switched over to POLC in 2007, sharing her positive experiences as a POLC-represented Patrol Officer. In March 2017, she was appointed to the POLC/ GELC Executive Committee and was later re-elected by Union members.

“I’ve thoroughly enjoyed my time on the board,” Flick said. “It helped me develop a better understanding of all the work that goes in behind the scenes to allow public employees to do their jobs with great representation.” She graduated with honors from Grand Valley State University with a bachelor’s degree in Criminal Justice and a master’s degree in Public Administration from Western Michigan University. The Northwestern (University) School of Police Staff and Command graduate served as Adjunct Faculty teaching Criminal Justice courses at Jackson Community College since 2012. After Jackson Police Officer and fellow POLC member James Bonneau died in the line of duty in 2010, Flick was honored to be chosen by his parents as their escort officer for National Police Week 2011. One of Bonneau’s supervisors, Flick made it her mission to keep his legacy alive. She helped establish the James Bonneau Memorial Scholarship at Lansing Community College (LCC) Police Academy for new recruits and the Officer James Bonneau Child Advocacy Fund in Jackson, to assist children who are victims of crime. “During my tenure, over $100,000 has been raised,” Flick said. ‘Retirement’ takes on new meaning for Flick. Instead of slowing down, her many years of labor relations experience have prepared her well for this new leadership role in public safety. d

ON THE COVER: CELEBRATING SAFELY — By Jennifer Gomori, POJ Editor

Ashton Allen’s third birthday was celebrated May 22 with a surprise parade of police and fire vehicles driving by with their sirens and lights on in front of his home. Allen was presented a gift card from the Flushing City and Township Police and Flushing Fire departments by Flushing City Police Officer William Wilkins (left), who was at a social distance and wearing a mask. Allen is one of several youngsters who have been celebrated by socially distanced Flushing Police and Firefighters since children are missing traditional birthday parties during the state’s COVID-19 response. “We did one of these a while ago when Coronavirus first started and since then we’re getting requests,” Wilkins said. “We have two more scheduled for Friday (May 29). Our department has probably done over 20 of these.” “Our neighbor had done one a couple weeks ago. I was afraid he (Ashton) would be scared of the sirens but he loved it,” said Ashley Allen, Ashton’s mother. “I Facebooked them and they organized it and it was amazing.”

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The Police Officers Journal

Knightscope hopes to aid more offic — By Jennifer Gomori, POJ Editor

OVID-19 has significantly changed law enforcement procedures around the world. On a global level, officers are facing a deadly threat they cannot see, hear or touch. Their senses — human and K9 officers alike — are of no use against this predator. In a time when social distancing and personal protective equipment are the best defenses against this pandemic, Knightscope, the makers of autonomous security robots, is seeing an increase in demand. Immune to disease and danger, Knightscope robots can aid in the effort to fight crime while also helping to protect security and police officers from the hidden danger of COVID-19 exposure. Tasers, body cameras and other new technologies continue to change the landscape of law enforcement, providing better ways of obtaining evidence, speeding investigations, and helping save officer lives. Knightscope’s goal is to give law enforcement an extra set of ears and eyes 24 hours a day, seven days a week to deter crime and improve safety for the public and officers alike. “They’re just another tool in our toolbelt to do our jobs efficiently and stay safe to make it home to our families at the end of the day,” said Knightscope EVP & Chief Client Officer Stacy Dean Stephens, a former police officer.

LAW ENFORCEMENT & SECURITY USE But why would police or security companies consider the use of robots that could potentially take their jobs? Company Chairman and CEO William Santana Li said Knightscope robots were designed to enhance, not take law enforcement jobs away from humans. The stationary and motorized robots cannot

capture criminals, perform arrests, write police reports or question suspects. What they can do is provide police with evidence by recording visual and audio data. They also serve as a presence in areas to deter criminal activity and alert officers to potential concerns in real time. As a former City of Coppell, Texas Law Enforcement Officer, Stephens said, he is “incredibly protective of that group of people.” “I understand the needs of what we face on a daily basis,” Stephens said. “We have law enforcement on the team who are actively involved in the technology and how it’s being deployed.” Li, a former Ford Motor Co. executive, and Stephens began showing the prototype of the K5 robotic crime fighter in December 2013. Now the Silicon Valley company is operating in 15 states and backed by nearly 9,000 investors, he said. The bots are designed for use anywhere security is needed: from office and school campuses to malls, casinos, manufacturing plants and police departments. “The goal of Knightscope technology is to make the U.S. the safest country in the world,” Li said. Knightscope K5 robots are utilized with Huntington Park and City of Hayward police departments in California as well as North Central Texas College Police Department. Each agency uses a single robot which provides a moving presence in areas of concern. From parking structures to parks, the results are noteworthy. Huntington Park Police Department began using a K5 in June 2019. Comparing crime stats from June to December 2018 (without Knightscope) to June to December 2019, the department had: 10 percent less calls for service; 46 percent less crime reports; 68 percent less citations issued; and 27 percent more arrests. “One of our really big use cases is hospitals. We‘ve actually had nurses that defended the robots when a technician showed up to do repairs,” Stephens said, adding they questioned the tech to make sure he wasn’t harming or stealing the bot. Nurses and doctors reported feeling secure when the K5 was used in a hospital multi-level parking garage, especially when their shifts ended late at night, Stephens said.

4 MODELS FOR DIFFERENT NEEDS

Knightscope autonomous security robots are available in three models: the stationary K1 for use at ingress and egress points indoors or outdoors; the mobile K3 indoor only robot; and the mobile K5 robot for indoor and outdoor use. Knightscope is also developing a K7, which resembles a miniature four-wheel autonomous car and is used for light off-road duty. Photos courtesy of Knightscope

The K5 is being used by some police agencies as a crime deterring mobile presence. The robot also records audio and visual evidence.

4 • SUMMER 2020

The Police Officers Journal

cers in wake of coronavirus pandemic

Stephens said the K7 would be ideal for outside prison perimeter fencing, helping protect against aggressive contraband, phones or drugs being smuggled into prisoners. “One of the biggest challenges with prisons is people will come to edge of fence and try to put things over, under, or through the fencing,” Stephens said. “Now, with drones, they’re flying it in. It’s all about doing patrols on the outside whereas most guards are on the inside.” The mobile units have 360-degree video; record audio; navigate with lasers; use LiDAR to feel their way around and make a 3D map of the area. Sensors detect license plates, mobile devices and thermal anomalies. They also have people detection abilities, such as identifying a person in a restricted area. The machines communicate with detected individuals with audio greetings, emergency warnings, and now special COVID-19 safety instructions. Clients can even have custom messages tailored to their facilities. If someone attempts to relocate or tamper with the unit, it emits an ear-piercing alarm while sending an alert to the Knightscope Security Operations Center (KSOC) and recording the event for evidence. All data is immediately encrypted and uploaded to the Cloud. Knightscope offers robots and user interface software on a Machine-as-a-Service subscription model by annual contract. Knightscope takes care of all the rest — from providing user-friendly data to customers, to robot upgrades, maintenance and service. All models even autonomously recharge without any human intervention for true 24/7/365 operation.

Photos courtesy of Knightscope

Knightscope’s autonomous security robots from left include the mobile indoor K3, mobile indoor/outdoor K5, stationary K1, and the mobile K7, an off-road model still in production.

“The pricing varies greatly, depending on the model and options. It’s roughly $2,000 to $7,500 per month per robot,” Stephens said. “We literally just finished updating all of our pricing and we’ve lowered the pricing due to manufacturing efficiencies and advances in technology. For agencies to get the best price, we offer a three-year contract which provides users with a super deep discount.” d For more information or to arrange a free virtual demonstration of Knightscope products, visit https://www.knightscope.com/

Knightscope CEO William Santana Li with the K7 for light off-road duty.

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New Units POLC unites Livingston Sergeants pay scales, advancing wages, benefits — By Jennifer Gomori, POJ Editor

arity and unity were the themes of Livingston County Sergeants first contract with POLC representation. The group of Corrections Sergeants and Road Patrol Sergeants used to be under one wage scale, but the County had separated the two groups in their previous contract through Michigan Association of Police. They joined the POLC in October 2019 and when their contract expired in December, the POLC brought the 17 Sergeants back together under one wage scale with 1.5% increases for the next three years. “When we took over we were able to get the wage scale merged back together … ultimately getting Corrections more of a wage increase,” said POLC Labor Rep. Jim Stachowski. “(Reuniting) was one of the dream things on our wish list that none of us expected to accomplish,” said Local Union Vice President Gary Childers. “That was very divisive because the unit wasn’t just spilt financially, it was spilt attitudes.” “Our Sheriff and Undersheriff always supported us being on the same pay scale,” Childers said. “The County administration split us financially. We had an arbitrator for 312 and the fact finder said we should get the same things and the County went against the fact finder decision to split us in the first place.” The POLC negotiated an even higher boost in pay when they raised the Sergeants’ top wage from $72,193 to $73,350, which amounts to a 1.6% raise. “It was kind of a hidden way to get them a two percent raise for each of three years,” Stachowski said.

Childers said the group was pleased to receive fair pay increases without giving up major concessions. “We went backwards so many years on benefits,” Childers said. “It was nice to make a contract without losing anything beyond ® (elective) abortion coverage.” The primary reason for the switch to POLC was access to POLC attorneys and Financial Analyst Nancy Ciccone. “We’ve seen her work with our deputies before,” Childers said. ”They contracted Nancy to work on the side to do financials for their past contract.” “In this contract, we had issues with the notice for opt out of Right to Work and the new drug policy,” Childers said. “POLC had attorneys look at the language on both of those issues and that was something that was very valuable to us. It was way outside of our expertise.” Other increases included 12 more hours of Personal Leave, 12 more hours of Sick Leave and full equipment allowance. The former $200 boot allowance was increased to a $400 supplemental equipment allowance since the County already provides uniforms. “The shift premium increased 35 cents per hour from 6 p.m. to 6 a.m.,” Stachowski added. “It’s definitely fair and true to say that things went more smoothly with Jim,” Childers said. “Jim just did a great job for us. We’re really happy.” d

Iron Mountain Police Sergeants, Patrol join POLC for unity with Lieutenants — By Jennifer Gomori, POJ Editor

ron Mountain Police Sergeants and Patrol Officers missed the unity of negotiating contracts together with the Lieutenants. “Being a small department, we’re all going to get the same thing and ask for the same thing and we might as well be all together — two separate units represented by one organization,” said Iron Mountain Police K9 Sgt. Adam Ray, President of the local Patrolmen and Sergeants unit. The 10-member group, which was represented by a different union, joined the Police Officers Labor Council (POLC) this spring to reunite with Iron Mountain Police Lieutenants in negotiations. The Lieutenants became POLC members several decades before and have been pleased with their change in representation. “The Lieutenants unit left the former union to go to POLC and we 6 • SUMMER 2020

stayed until we decided to switch as well,” Sgt. Ray said. The Sergeants and Patrolmen voted to join POLC and were certified in April 2020. Sgt. Ray said POLC Labor Rep. Hal Telling was their primary reason for changing representation. “I met Hal when he was up visiting with the Lieutenant President and I talked to him for a while. He seemed like a really nice guy that would look into the best interests of us as a unit,” Sgt. Ray said. “Even before, while we were still with our former union, Hal answered some questions for me that I was unable to get answers for.” With their contract expiring June 30, Sgt. Ray said, the group is looking forward to negotiations with unified POLC representation. “The ease of negotiating is one of the reasons why we switched,” Sgt. Ray said.d

New Units Sanilac County Corrections, Clerical touts POLC for ‘phenomenal’ raises — By Jennifer Gomori, POJ Editor

anilac County Corrections Officers and Clerical Staff were not feeling the love from their former union, Police Officers Association of Michigan (POAM), when they decided to switch to the POLC for representation. The 27-member unit was forced to separate from their shared unit with Sanilac County Road Patrol Deputies. “The POAM wanted them split out because Corrections are not 312 eligible,” said POLC Labor Rep. Frank Klik. “By splitting them out they’re no longer going to 312 for arbitration.” “We were forced to split. We didn’t feel like we were properly represented by the same union, so we decided to go with POLC,” said Local Union Vice President Jessica Ratcliff. Klik said Corrections and Clerical were riding on the shirttails of Sanilac Deputies. “Corrections and Clerical people wanted POLC because they said POAM never spoke to them in regard to what their concerns were,” Klik said. “No one ever really talked to them about their problems or what they were looking to do. They appear to be very happy with us because we take into consideration what their group wants.” “We had been with POAM for years and not satisfied with them,” said Ratcliff, a Records Clerk. “Since we’ve been with POLC, we have been more informed and better represented than we ever were with POAM. POLC appears to be more attentive.” The POLC reached an agreement with the Employer in January, less than a month after their contract expired Dec. 31, 2019. In their first contract with POLC, Sanilac Corrections Officers and Clerical Staff received several advancements. “They did a complete readjustment of the wages,” Klik said. “They eliminated the starting wage and added another wage step at the end.” The new starting wage of the pay scale is the old pay scale 6-month step plus a 12-cent per hour increase. Additionally, a seventh step was added to the pay scale. Employees also received a

1.5 percent wage increase effective Jan. 1, 2020. The combined changes add up to 3 to 5.7 percent wage increases in the first year of the contract, Radcliff said. Additionally, effective Jan. 1, 2021 ® and Jan. 1, 2022, Employees receive 1.75 percent wage increases. “They did mirror other units in the Sheriff’s Department,” Klik said. “It helps the Employer to keep contracts very similar to each other instead of trying to keep track of each one. They picked up a Longevity payment after 15 years of service. It goes up every five years thereafter. They never had longevity.” Longevity payments start at $500 annually for 15 years of service and reach $2,000 annually for 30 years of service or more. Night shift premiums increased from 45 to 50 cents per hour. Onehalf of anything over 640 hours of Sick Time can be cashed out annually. Clerical staff were added to the $10,000 life insurance double indemnity clause. Tuition reimbursement of $100 per year was added for Employees with 60 credits or more of college and law enforcement courses or four years of active military service. A $50 annual tuition reimbursement will be given to those with 30 college credits or two years of active military service. A unique new benefit is bed rental. Employees will receive an extra 5 cents for every federal inmate bed filled during each of their worked shifts. Bed Rental payments will be made annually in December. “That’s something I’ve never seen before — bed rental,” Klik said. “That number is constantly changing. They usually hover around 80 to 90 beds filled every day.” “Everything in this particular contract was great,” Ratcliff said. “Everything we asked for we got. We got phenomenal raises. We got all the contract language cleared up. There was nothing negative about our contract this year.” d

WELCOME ABOARD The Police Officers Labor Council welcomes the following new units

Unit Iron Mountain Police Sergeants & Patrol Livingston County Sergeants Sanilac County Corrections Officers & Clerical Staff

Former Affiliation MAP POAM

www.polc.org

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Member News Summer Contract Settlements

— As reported by POLC/GELC Labor Representatives

Arenac County 911 Dispatchers

New three-year agreement expires Dec. 31, 2022. Wages: $.60 cents per hour increase effective Jan. 1, 2020. $.60 cents per hour increase effective Jan. 1, 2021. $1 per hour increase effective Jan. 1, 2022. *New Employees begin at starting pay level. Fringe Benefits: Trainer pay eliminated. Easter Sunday added as a Holiday. PTO Payout is now offered at: 40 hours of PTO payout for less than 10 years of service. 80 hours of PTO payout for 10 years or more of service. Bargaining Team: Dawn Tola and Emily Mesehke aided by GELC Labor Rep. John Stidham.

Baraga County Correctional Officers Association *NEW UNIT

New three-year agreement expires Sept. 30, 2022. Wages: $1 per hour increase effective Oct. 1, 2019. $.60 per hour increase effective Oct. 1, 2020. $.40 per hour increase effective Oct. 1, 2021. Health Care: Changed from Blue Care Network Platinum to Silver with HSA. Employer sought to exclude new hires from retiree health care. Retiree health care is maintained for new hires. Language was added to the bargaining agreement to protect current and future retirees from losing their health care. Retirement: Employer sought to change the pension for new hires. Pensions are maintained for new hires. Bargaining Team: Sgt. Jon Boever aided by POLC Labor Rep. Hal Telling.

Baraga County Deputy Sheriff’s Association *NEW UNIT

Charlevoix Police Officers

New four-year agreement expires March 31, 2024. Wages: 5% effective April 1, 2020. 3% effective April 1, 2021. 3% effective April 1, 2022. 2.5% effective April 1, 2023. Fringe Benefits: Added sister-in-law, brother-in-law and grandparents-in-law to Funeral Leave. Added Parental Paid Leave of 80 hours for childcare after

8 • SUMMER 2020

birth of a child. Employer agrees to provide confirmation of approved Vacation Time at least 30 days in advance. Union members may now conduct Union business and negotiations while on duty. New hires paid leave time will be pro-rated based on hours worked instead of having to wait one year before being able to take paid leave time. Manning & Safety: On duty Officers will not be scheduled more than 12 hours per shift. Previously, they could be scheduled up to 16 hours per shift during emergency situations. Employer must notify Officers at least 72 hours in advance of a shift change. If notice is less than 72 hours, the Officer will receive $50 additional pay for that shift. Bargaining Team: Barb Orban and Andrew Flickema aided by POLC Labor Rep. Hal Telling.

Chesterfield Police Clerical New three-year agreement expires Dec. 31, 2022. Wages: 3% effective Jan. 1, 2020. 3% effective Jan. 1, 2021. 1% effective Jan. 1, 2022. Fringe Benefits: Bereavement pay up to 5 days for stepparents or any person who raised the Employee (in loco parentis). Employees will be paid for 75% of their unused PTO days over 14 days. This is an increase from being paid 50% of unused PTO days. Employees have new Educational Allowances as follows: • $500 annual payout for completing associate degree or having 60 college credits. • $1,000 annual payout for completing a bachelor’s degree. • $1,500 annual payout for completing a master’s degree. Health Care: Full-time Employees, hired on or after Jan. 1, 2020, will receive $150 bi-weekly Employer contribution into their Health Care Savings program, with annual amount not to exceed $3,900. This is an increase from $100 per pay period. Employer pays 50% of deductible, instead of 100%. This change was originally sought by the Employer in 2019, but the Union was able delay it until 2020. Bargaining Team: Holly Haarz, aided by POLC Labor Rep. Jim O’Connor.

Chesterfield Patrol & Dispatch New three-year agreement expires Dec. 31, 2022. Wages: 3% effective Jan. 1, 2020. 3% effective Jan. 1, 2021. 1% effective Jan. 1, 2022. *Part-time Dispatchers shall receive step raises on their anniversary date. Fringe Benefits: Holidays are changed from observing the Holiday to the actual date of the Holiday. Bereavement pay up to 5 days for stepparents or any person who raised the Employee (in loco parentis). Longevity: Longevity is re-established for Employees hired after Jan. 1, 2014. 5-9 years of service = $1,500 annually 10-14 years of service = $2,000 annually 15 or more years of service = $3,000 annually Health Care: Employer pays 50% of deductible, instead of 100%. This change was originally sought by the Employer in 2019 but was able to be delayed until 2020. Bargaining Team: Jason Dawidowicz, Chris Swanson and Mike Ogden aided by POLC Labor Rep. Jim O’Connor.

Chesterfield Township Command

New three-year agreement expires Dec. 31, 2022. Wages: 3% effective Jan. 1, 2020. 3% effective Jan. 1, 2021. 1% effective Jan. 1, 2022. Fringe Benefits: Employees received a 7% increase for each step in their Longevity pay. Bargaining Team: Capt. Brian McNair and Earl Riske aided by POLC Labor Rep. Jim Stachowski.

Flint Police Captains & Lieutenants

New four-year agreement expires June 30, 2021. Wages: 2% effective July 1, 2018. 2% effective July 1, 2019. 2% effective July 1, 2020. *Lump sum payout of $1,657 to $6,898 based on time spent in rank. Fringe Benefits: Night shift will now receive a shift premium of $1.50 per hour in additional pay. Employees will accrue Personal Time Off (PTO) quicker than they did in the prior bargaining agreement. A Compensatory Time bank up to 40 hours is now available to Employees. Health Care: Employees were able to maintain existing health care with no changes despite discussions about a change in benefits. Retirement: Employees were able to maintain the existing pension system without changes despite discussions about a change in benefits. Bargaining Team: Captain Collin Birnie, Captain Leigh Golden and Lt. Jason Cate aided by POLC Labor Rep. Hal Telling.

Gladwin County Corrections Command Officers

New two-year agreement expires Dec. 31, 2021. Wages: $1.68 per hour increase effective Jan. 1, 2020 for Jail Administrators. $1.96 per hour increase effective Jan. 1, 2020 for Sergeants. $1.86 per hour increase effective Jan. 1, 2020 for Corporals. $.51 per hour increase effective Jan. 1, 2021 for Jail Administrators. $.47 per hour increase effective Jan. 1, 2021 for Sergeants. $.44 per hour increase effective Jan. 1, 2021 for Corporals. Bargaining Team: Matthew McCourty and Vic Kraus aided by GELC Labor Rep. Hal Telling.

Lapeer City Police Officers

New four-year agreement expires June 30, 2023. Wages: 3% effective July 1, 2019 for Sergeants & Patrol. 3% effective July 1, 2020 for Sergeants. 2.5% effective July 1, 2020 for Patrol. 3% effective July 1, 2021 for Sergeants. 2% effective July 1, 2021 for Patrol. 2.5% effective July 1, 2022 for Sergeants & Patrol. *Sergeants desired a larger wage differential and Patrol agreed to take a little less. The “Start” level, based on years of service prior to promotion, was removed for all Sergeant positions and replaced with a single first year Sergeant wage. Fringe Benefits: Employer will allow more than one Officer per shift to take Vacation Time. Employees now earn 25 Vacation Days after 20 years of service, instead of the previous 25 years of service. Night Shift will now receive a shift premium of $.50 per hour additional pay.

Health Care: Bargaining agreement language was added to protect current and retired Employees from losing retiree health care. Retirement: Vacation Payout was removed from Final Average Compensation. Employees will receive 20% payout of Sick Time upon retirement. Bargaining Team: Jason Minor and A.J. Wetzel aided by POLC Labor Rep. Hal Telling.

Livingston County Sergeants *NEW UNIT

New three-year agreement expires Dec. 31, 2022. Wages: 1.5% effective Jan. 1, 2020. 1.5% effective Jan. 1, 2021. 1.5% effective Jan. 1, 2022. * Effective upon contract ratification: Merged Corrections and Road Patrol Sergeants under one wage scale, which brought Corrections Sergeants in line with pay of Road Patrol. Raised the top wage from $72,193 to $73,350, which amounts to a 1.6% raise. Fringe Benefits: Shift Premium for 6 p.m. to 6 a.m. shift increased 35 cents per hour. Supplemental Equipment Allowance, formerly a boot allowance, raised from $200 to $400 annually. Sick Leave and Personal Leave increased by 12 hours annually each. Bargaining Team: Local Union Vice President Sgt. Gary Childers, Brad Fetner and Roy Asquith aided by POLC Labor Rep. Jim Stachowski.

Macomb County Professional Deputy Sheriff’s Association

New three-year agreement expires Dec. 31, 2022. Wages: 2% effective Jan. 1, 2020. 2% effective Jan. 1, 2021. 2% effective Jan. 1, 2022. Fringe Benefits: The Corrections Deputies now have a Uniform Allowance. Employees can now bid on preferred job assignments within Corrections that are weekdays with weekends off. Bargaining Team: James Crabtree, Chris Conaway, Denny Felsner, Brian Pingilley and Dave White aided by POLC Labor Rep. Hal Telling.

Sanilac County Command Officers

New three-year agreement expires Dec. 31, 2022. Wages: 1.5% effective Jan. 1, 2020, plus a wage re-adjustment which amounts to a 4% total increase. 1.75% effective Jan. 1, 2021. 1.75% effective Jan. 1, 2022. *The first two steps of the pay scale were removed, causing the starting pay to increase to the former third step. Two additional steps were added to the end of the wage scale. These changes increased first contract year wages by 4%. Fringe Benefits: Shift premiums increased 5 cents per hour. Second shift, which are 8-hour shifts, increased from 35 cents per hour to 40 cents per hour. Midnight shifts, which are 12-hour shifts, increased from 45 cents to 50 cents per hour. Plain Clothes Detectives will now receive $350 clothing allowance annually. Manning & Safety: Employees under investigation shall now be informed of the specific nature of the investigation and permitted time to discuss it with their Union Representative. Employees now have 72 hours to make written statements relative to investigations. Formerly, it was 24 hours. Continued on page 11

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Member News

Arbitration — As reported by POLC/GELC Legal Staff

POLC GETS SERGEANT REINSTATED

A Melvindale Police Sergeant was reinstated to his job after his Employer terminated him for allegedly throwing a man down the stairs. In February 2019, police were called to a residence by a homeowner who asked to have an intoxicated man removed from his home. This was the third call police responded to that day involving the intoxicated man, who had been removed from his girlfriend’s home earlier by police. The Sergeant attempted to perform a breathalyzer test for the man’s safety, sitting him in a chair and removing food because it posed a choking hazard. The Sergeant was unable to obtain a sufficient sample for the breathalyzer. Police determined the men should be separated to avoid an altercation, but the intoxicated man wanted to go back to his girlfriend’s home, which police refused due to the earlier incident at his girlfriend’s home. Police were unable to take the man elsewhere as he didn’t have any place to go or money for a motel room and he resided in the basement of the home. Officers decided the man should sleep it off in the basement, where he would be separated from the homeowner. He refused, then stalled about going downstairs. The Sergeant escorted him to the stairs. While arguing with the Sergeant, the Sergeant said the man pulled away and slipped, landing on his buttocks on the stairs. The man complained of a back injury, demanded medical attention, and threatened to sue officers for throwing him down the stairs. While awaiting an ambulance, he told officers he instead planned to go to his girlfriend’s home. He was transported by ambulance to the hospital where medical personnel documented his chief medical complaint as “alcohol intoxication” and the report noted no other injuries. Upon release, he went back to his girlfriend’s house. Other Melvindale Officers responded to a fourth call for service involving the man that day. When they arrived, he had a forehead injury, which he claimed happened during the earlier fall. He later filed a complaint with Melvindale Police and the City initiated an investigation. In a written statement from the other two officers at the scene of the fall, they said they saw the man sitting on the stairs with no forehead injury. In June 2019, the Sergeant was terminated for throwing the man down the stairs and related charges. The Arbitrator reversed the discharge against the Sergeant. She noted the intoxicated man repeatedly refused to comply and policy allows officers to use force when people are a danger to themselves. She noted the man’s extreme intoxication posed a danger to him 10 • SUMMER 2020

and therefore held the Sergeant did not improperly use force by sitting the man in a chair and taking his food while administering the breathalyzer. The Arbitrator found that the man simply fell down the stairs. She based her decision on many factors including the fact the man landed on his buttocks; the Sergeant’s consistent statements; the man’s numerous untruthful allegations; the man’s absence from the arbitration hearing; and his history of intoxication and falling.

POLC PROTECTS PSO STAFFING AT OCC

After Oakland Community College failed to fill two Public Safety Officer (PSO) positions, which would maintain minimum staffing per their collective bargaining agreement (CBA), the POLC filed a grievance against the College and prevailed during arbitration. The CBA requires the College “endeavor” to maintain minimum staffing of 20 “Public Safety employees” college-wide and two “Public Safety employees” per shift at each of its five campuses when they are open to the public. The minimums depend on the College’s financial condition and enrollment. Under the contract, PSOs have “shift preference selection” through a bidding process and can transfer to vacant PSO assignments, based on seniority. In late 2018, four PSOs left the bargaining unit. One was promoted to Lieutenant, one retired, and two were promoted to Sergeant under the new contractual language. The College then hired two new PSOs and assigned the Sergeants to work shifts for which PSOs had always bid. Since at least 2004, the College has met minimum staffing levels solely with PSOs, who bid on or transferred to shifts within the bargaining unit. During contract negotiations for the current CBA, provisions were added for promotion to Sergeant. The College also sought to classify new Sergeants as “working sergeants” assigned PSO duties in addition to supervisory duties, however, POLC rejected the College’s proposal and no such wording was added to the contract. When asked about hiring two additional PSOs to fill the vacancies, the College informed the Union it would not be hiring any new PSOs nor allow PSOs to bid on shifts now filled by Sergeants. A grievance was filed in March 2019 alleging the College had violated several provisions of their CBA related to minimum staffing, shift bidding, and transfer opportunities. POLC Staff Attorney Mike Akins represented the group during the arbitration hearing. The POLC presented overwhelming evidence of longstanding past practices related to minimum staffing, shift bidding, and transfers. The Union argued the College had not satisfied its duty to “endeavor” to meet minimum staffing requirements with PSOs and had not proven claims of financial hardship and significantly reduced enrollment. The POLC stated PSO shifts could not be properly filled by Sergeants since Sergeants were not primarily performing PSO duties, such as providing backup for service calls, which compromises the safety of the PSOs, students and staff.

The College argued Sergeants are “Public Safety employees” and therefore it met minimum staffing levels. The Employer contended that even if Sergeants could not be counted for minimum staffing, it had the right to reduce staffing due to its financial condition and enrollment figures. According to the College, the PSO unit agreed to allow Sergeants to be assigned to PSO shifts and perform PSO duties by bargaining over the promotional procedure. The Arbitrator ruled the College failed to “endeavor” to meet minimum staffing when it did not fill the vacant PSO positions left by the promotions and retirement. He ruled the College’s finances did not warrant a staff reduction. The Arbitrator pointed to the fact that not only did the Union reject the College’s proposal regarding “working Sergeants,” the College never made it clear during bargaining that it intended to use Sergeants to meet staffing levels. Furthermore, he rejected the College’s assertion that “Public Safety employees” encompassed more than just bargaining unit employees. The Arbitrator admonished the College for attempting to guilt him into denying the grievance by threatening to demote the Sergeants if he ruled in the Union’s favor. During arbitration, the College had painted the Union as selfishly protecting its membership dues to the detriment of former members who moved on to better things. The

Arbitrator said the College’s suggestion was “improper” and “disrespectful.” The Arbitrator said that despite the College’s claim it will have no choice but to demote, the College does have a choice and his “decision cannot and will not be influenced by its improper assertions to the contrary.” By holding the College to the minimum staffing standard, Akins wrote in his arbitration summary, the Award effectively limits the College’s ability to utilize Sergeants however it sees fit, which in turn should protect shift bids, transfers, and unit work. “… the minimum staffing victory should protect the unit’s rights across the board because their schedule has 20 spots available and at least for now the College must fill those spots with PSOs,” Akins wrote.

Contract Settlements continued from page 9

Longevity: Employees will receive Longevity Pay again. There was no Longevity Pay in the prior contract. Annually each Employee will receive: • $500 for 15-19 years of service. • $1,000 for 20-24 years of service. • $1,500 for 25-29 years of service. • $2,000 for 30 years of service and up. Bargaining Team: Michael Moore and Ryan McConnachie aided by POLC Labor Rep. Jim O’Connor.

Sanilac County Corrections Officers & Clerical *NEW UNIT

New three-year agreement expires Dec. 31, 2022. Wages: 1.5% effective Jan. 1, 2020. 1.75% effective Jan. 1, 2021. 1.75% effective Jan. 1, 2022. *The starting wage of the pay scale changed to the prior 6-month step plus a 12-cent per hour increase. Additionally, a seventh step was added to the wage scale. These changes increased first contract year wages between 3% and 5.7%. Fringe Benefits: Employees can cash out one half of anything over 640 hours of Sick Time annually on their anniversary date. Clerical staff was added to the $10,000 life insurance policy on the double indemnity clause. Employees having completed 60 credits or more of college classes or four years of active military duty receive an extra $100 per year. Those with 30 credit hours of college or two years of active military service, receive an extra $50 per year. Night Shift Premium increases from 45 cents to 50 cents per hour. Longevity: Longevity Pay was implemented as follows: 15-19 years of service = $500 annually

20-24 years of service = $1,000 annually 25-29 years of service = $1,500 annually 30 or more years of service = $2,000 annual Longevity Pay Bed Rental Benefits: Employees will receive an extra 5 cents for every federal inmate bed filled during each of their worked shifts. Employees will receive Bed Rental payouts in December each year. Bargaining Team: Local Union Vice President Jessica Ratcliff, President Jeremy Abrego, Secretary/Treasurer Renae Blaine, Stewards Evans Ehardt and James Anderson aided by POLC Labor Rep. Frank Klik.

Sanilac County Dispatch

New three-year agreement expires Dec. 31, 2022. Wages: 1.5% effective Jan. 1, 2020. 1.75% effective Jan. 1, 2021. 1.75% effective Jan. 1, 2022. Fringe Benefits: Shift premiums increased 5 cents per hour. Second shift, which are 8-hour shifts, increased from 35 cents per hour to 40 cents per hour. Midnight shifts, which are 12-hour shifts, increased from 45 cents to 50 cents per hour. FTO’s will receive an extra $2 per hour while training other officers. Half of any unused Sick Time in excess of 640 hours, or the Cap as of Jan. 31, 2008, shall be paid out at a per diem rate on the Employee’s anniversary date. Prior to this contract, Employees would lose all hours above the cap of 640. Manning & Safety: Employees under investigation shall now be informed of the specific nature of the investigation and permitted time to discuss it with their Union Representative. Employees now have 72 hours to make written statements relative to investigations. Formerly, it was 24 hours. Bargaining Team: Kristal Schultz aided by POLC Labor Rep. Jim O’Connor. d

www.polc.org

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