Police academy grads thankful for POLC Awards – Pgs. 2-5
Save the Date for Annual Conference – Pg. 3
Noteworthy gains in bargaining agreements – Pgs. 6-8 GELC & POLC impress new units – Pg. 9-11
Police Officers Labor Council (POLC)
65 SB Gratiot Avenue
Mt. Clemens, MI 48043
(248) 524-3200
FAX: (248) 524-2752
POLC membership: www.polc.org
EXECUTIVE COMMITTEE
CHAIR:
Brian McNair
Chesterfield Township Police Dept.
VICE CHAIR:
Greg Alexander
Oscoda Township Police Dept.
Scott Beggs
Flat Rock Police Dept.
Joseph Bialy Canton Police Dept.
Adam Byrd
Van Buren Township Police Dept.
Esther Campbell Flint Police Dept.
Robert Gaiser
Caro City Police Dept.
Ryan Strunk
Battle Creek Police Dept.
Jacob Theisen
Royal Oak Police Dept.
DIRECTOR:
Jim Stachowski
Clinton Township PD (Retired)
MEMBER SERVICES
Christopher Watts
PUBLICATIONS
Executive Editor: Jennifer Gomori
Weiler Award recipient graduates academy, sworn in as Officer on same day
— By Jennifer Gomori, POJ Editor
Wayne County Regional Training Academy (WCRPTA) graduate Thomas Stinson is following his father’s lead into a career in public safety. He hit the ground running with his exceptional performance in the academy, being honored with the Richard R. Weiler Scholarship Award at graduation.
Stinson graduated from the Schoolcraft College police academy on Nov. 13, 2025 with a 3.9 GPA, earning second place in Emergency Vehicle Operations. He was chosen for the Weiler Scholarship Award from among four non-agency sponsored recruits in a graduating class of 45.
“He was the top candidate from the group of the four non-sponsored recruits,” said WCRPTA Director Erik Tilli.
The $500 Richard R. Weiler Scholarship Award, which is sponsored by the Police Officers Labor Council (POLC), is given twice yearly at the discretion of the police academy to graduates who have not been sponsored by any police agency. Qualifying cadets must pass the Michigan Commission on Law Enforcement Standards (MCOLES) certification test and meet MCOLES employment standards to become certified Michigan Law Enforcement Officers.
After the 5 p.m. graduation ceremony, Stinson didn’t waste any time stepping into his first role in law enforcement. “I was officially sworn in yesterday after the ceremony so I have a job now with the Livonia Police Department,” he said. “My first day is on Monday (Nov. 17).”
The 22-year-old graduated from Macomb Community College with a General Studies associate’s degree in May 2025, prior to enrolling in the police academy.
“I was inspired by my father, who is in public service,” Stinson said of his decision to pursue a law enforcement career.
His father, West Bloomfield Fire Lt. Curt Stinson, has been with the department for 24 years. Previously, his dad served as a Paramedic with Detroit EMS for 7 years.
Continued on page 8
Photo courtesy of WCRPTA POLC Director Jim Stachowski (left) presents the Richard R. Weiler Scholarship Award to Wayne County Regional Training Academy graduate Thomas Stinson.
Oakland Academy grad says Weiler Award inspires him to set example for others
— By Jennifer Gomori, POJ Editor
Oakland Community College Police Academy Cadet Stephen Kage was honored with the Richard R. Weiler Scholarship Award at graduation, inspiring him to share his community-minded leadership qualities with others.
“I wrote this in my donor letter. For law enforcement, (the Weiler Award) meant I’m taking a stand to help people that are forgotten,” Kage said of the appreciation letter he sent to the Police Officers Labor Council (POLC). “That award meant that I will work toward encouraging someone else to take a stand, to be an example, to be a leader and help other people.”
The $500 Richard R. Weiler Scholarship Award, which is sponsored by the POLC, is given twice yearly at the discretion of the police academy to graduates who have not been sponsored by any police agency. Qualifying cadets must pass the Michigan Commission on Law Enforcement Standards (MCOLES) certification test and meet MCOLES employment standards to become certified Michigan Law Enforcement Officers.
Kage graduated with a 93.11 percentile from the academy. He was among 11 pre-service cadets in a class of 52 cadets who graduated on Dec. 12, 2025.
The 19-year-old has always been interested in helping others, prompting him to learn more about law enforcement by taking a criminal justice
Continued on page 11
He was chosen for the Richard R. Weiler Scholarship Award based on his overall scores and well-rounded performance, said Oakland Police Academy Director David Ceci.
Photo courtesy of Oakland Police Academy POLC Director Jim Stachowski (from left) presents Oakland Police Academy graduate Stephen Kage with the Weiler Scholarship Award at graduation. Kage was congratulated by Dearborn Police Cpl. Daniel Bartok (at right).
Birnie Award honoree admired law enforcement from young age
— By Jennifer Gomori, POJ Editor
Law Enforcement Regional Training Academy (LERTA) graduate Dylan Drzal admired and respected law enforcement officers growing up, so he did all he could to prepare himself to become a police officer before attending the academy.
Drzal’s enthusiasm for the career field was evident in the effort he put in to succeed at the academy, prompting LERTA staff to honor him with the Collin Birnie Scholarship Award at graduation.
“Dylan was chosen for the Birnie Award based on embodying the characteristics of the late Capt. Collin Birnie,” said LERTA Director Eric Rodgers.
The 23-year-old completed LERTA with a 90.62 percentile and was one of 19 agency-sponsored graduating cadets from the Mott Community College police academy on Dec. 11, 2025.
The $500 Collin Birnie Scholarship Award, which is sponsored by the Police Officers Labor Council (POLC), is named in honor of the fallen POLC Executive Committee member. It’s given twice yearly at the discretion of the police academy. Qualifying cadets must pass the Michigan Commission on Law Enforcement Standards (MCOLES) certification test and meet MCOLES employment standards to become certified Michigan Law Enforcement Officers.
“It was a great honor! It came to me as a surprise — I really didn’t know I was getting it,” Drzal said. “I heard the story from Collin Birnie’s two daughters about how this award really embodies their father. All I did was show up every day and put in a good attitude and did the work and helped out people when I could.”
Drzal graduated with a bachelor’s degree in Criminal Justice in 2024 from Michigan State University. In college, he found opportunities to work in the field. He served as a Reserve Officer with the City of Williamston from Jan. 2025 to July 2025, while simultaneously serving as a Meridian Township Police Cadet from March through July 2025 and a Michigan State University Police Cadet beginning in June 2023 and departing in August 2025 to join the police academy.
His hard work paid off when Shiawassee County Sheriff’s Office hired Drzal and sponsored him through the police academy.
“Working these other jobs — even though it was very minimalistic — I just answered the telephone as a cadet. When people came in or called, I always had some satisfaction at the end of my interaction with them,” he said. “I really liked helping people out. It made me feel good.”
“I actually had a personal connection at Shiawassee and he asked me if I was interested in applying there and I said ‘yes,’” Drzal said of a family friend, who was the former Undersheriff. “I went in for an interview and probably a week later they called me and started doing background checks and paperwork and eventually they said, ‘We’ll send you to the academy.’ I was talking with them and said even if I wasn’t going to be sponsored I would put myself through the academy. I just wanted to have a job when I got out.”
While Drzal was on the payroll during the police academy, on Dec. 15, 2025, he was officially sworn in as a Shiawassee County Sheriff’s Office Road Deputy. It was a culmination of years of preparation and a childhood of aspiring to become a peace officer.
“From a young age, I grew up watching COPS with my dad and I really respected law enforcement. My parents taught me law enforcement are the good guys and you should really support them,” he said.
COPS has been filmed on location since 2013, airing footage of actual law enforcement officer interactions on the job, so Drzal got to see real time situations unfold and observe how police responded to those incidents. It was nothing like his employment as a teenager, which he found a bit monotonous.
“Working different jobs growing up, I kind of had the same schedule every day,” he said. “I was looking for something which I would have something new to do every day. With law enforcement, you never know what you’re going to get that day. I put all of this work in so I’d have plenty of experiences that have me well suited to become a law enforcement officer.”
LERTA provided the remaining essential training and instruction Drzal needed to be fully prepared for his law enforcement career.
“Sgt. (Joseph) Hall and Lt. Rodgers were both great in the academy,” he said. “They really pushed everyone to do their best, and if people were struggling, they really had no problem doing one-on-ones — especially in academics, physical fitness, and officer safety — all the things you really need to become a good law enforcement officer and stay safe out there.”
Photo courtesy of LERTA
LERTA graduate Dylan Drzal (center) was honored with the Collin Birnie Award by Birnie’s daughters Bailey Ramirez (left) and Marista Dryden (right).
Figurski Award recipient finds true north as police officer in hometown
— By Jennifer Gomori, POJ Editor
Macomb Community College Police Academy graduate Brad Neaton has worn a few hats during his career, serving in the Army and working as a journalist and writer, but he is quite literally coming home as a law enforcement officer.
Due to his stellar performance in the academy, Neaton was selected for the Robert Figurski Award, which he received during the academy graduation on Dec. 10, 2025. Neaton was one of 10 pre-service recruits in a graduating class of 26 cadets.
The $500 Robert Figurski Award, which is sponsored by the Police Officers Labor Council (POLC), is given twice yearly at the discretion of the police academy to graduating cadets. To qualify, cadets must pass the Michigan Commission on Law Enforcement Standards (MCOLES) certification test and meet MCOLES employment standards to become certified Michigan Law Enforcement Officers.
“I wasn’t expecting it, but I’m genuinely honored and grateful and it’s an honor too that they thought that I was worthy of the award,” Neaton said. “Going forward, I’ll try to live up to that.”
The 34-year-old also received the Macomb Police Academy Award for Academic Excellence, earning a 3.7 GPA, and Macomb Police Academy Physical Excellence Award at graduation.
“Cadet Neaton has stood out as a leader in the Macomb Police Academy,” said Macomb Police Academy Director Michael Ciaramitaro. “Physically, he stood out as a leader in physical training as voted on by his instructors and peers. Academically, he stood out with the highest academic score for Class 119.”
Neaton truly has come full circle in his professional life. Originally from New Baltimore, Michigan, he began his law enforcement career as a New Baltimore Police Officer on Dec. 15, 2025.
The United States Army Veteran received a United States Military Academy Preparatory School (USMAPS) Certification in 2010 and graduated with a Bachelor of Science in American History from the United States Military Academy West Point in 2014. Neaton served 5 years as an Infantry Officer in the Army at Fort Benning in Georgia from 2014 to 2019. He went on to pursue his Master’s degree in Strategic Public Relations, graduating in 2021 from the University of Southern California.
That same year, he began his journalism and writing career, working at the University of Southern California School of Journalism office and in 2023 he was hired as Communications Manager at the University of Texas San Antonio
Neaton even wrote a novel about the opioid epidemic, titled “Because of Jenny”, which was published in 2021. “It’s just an issue that seems to affect a lot of people and yet it doesn’t receive a whole lot of attention,” Neaton said. “It seems like everyone you talk to knows at least
“I tried to be a kind of a normal guy, a civilian, for a while and it just didn’t really fit me.”
one person who has really been impacted, whether they know someone who has overdosed or it’s a friend or family member struggling with addiction. I felt like it was a topic that deserves more attention.”
Despite his successful writing career, Neaton had a nagging feeling that he wasn’t in the right profession for him.
“I tried to be a kind of a normal guy, a civilian, for a while and it just didn’t really fit me. I missed the Army and I just felt drawn to pursuing another opportunity,” he said. “Being a writer is great, but it’s kind of a solitary pursuit — you’re doing this on your own. I missed feeling like I was part of a team. I missed the camaraderie. I missed feeling like I was part of something bigger than myself. I missed all the benefits of surrounding yourself with a certain type of person.”
So, he dove into researching a career in law enforcement.
“I don’t have any family in law enforcement. I don’t have a background in law enforcement,” however, Neaton said, “The idea of being in civil service was very appealing to me. Just the idea of being able to do something for more than myself and for a career outside of the Army is what drew me to wanting to become a police officer. It became pretty clear — after a while I felt like it could kind of reorient my life and get some of those things back, like a sense of camaraderie … It felt like becoming a police officer would check all those boxes.”
Macomb Police Academy really brought everything together for Neaton, who found a sense of purpose training to become a law enforcement officer.
“My time at the academy reinforced for me that I made the right decision, just based on the instructors and my classmates,” he said. “It went by fast. I can’t emphasize enough how great the instructors are! The Director, Mike Ciaramitaro, he’s an outstanding leader, and just from top to bottom every single instructor we had … I really felt they were all very top-notch outstanding individuals. It was really a pleasure and an honor to be able to learn from them every day.” d
Photo courtesy of Macomb Police Academy Macomb Police Academy graduate Brad Neaton was honored with the Robert Figurski Award at graduation on Dec. 10, 2025.
Member News
Chippewa County Corrections gain 34% increase in first POLC-negotiated CBA
— By Jennifer Gomori, POJ Editor
Chippewa County Corrections Officers are starting the new year off with a major increase in pay and benefits after negotiating their first bargaining agreement with Police Officers Labor Council (POLC) representation.
The group scored a 13 percent increase in pay effective Jan. 1, 2026 and a total 25 percent increase in wages over the course of their 4-year bargaining agreement, which expires Dec. 31, 2029. But the icing on the cake came with the incredible tenfold increase they received in their Employer’s pension contribution, which jumped from 1 percent to a 10 percent match to the Defined Benefit contribution portion of the MERS Hybrid Plan. Employees who contribute 10 percent of their base wages will have their contribution doubled with the match.
“Chippewa County Corrections were so glad to go to us and the raises alone were 25 percent, but then getting the pension into the benefit that’s 34 percent more income,” said John Stidham, their POLC Labor Representative. “Even though they’re not getting that 10 percent right now, it’s a big thing, and that was a very important thing for them to do!”
“That still doesn’t put us in the top of the (wage) comparables, but our guys have a 10 percent match on a 457 and that’s 10 percent in your wages right off the rip. So, we have a retirement now!” said Chippewa County Corrections Officers Local Union Chief Steward David Hall. “I am what they refer to as a dinosaur. I’m lucky enough to have a pension, and that’s 20 percent that can go into that. I actually can work there and get taken care of. They finally have seen it’s time to take care of these kids and give them something that will be keeping them around.”
Shift Premiums for those working Midnights or Afternoons increased from 3 to 4 percent of their base wages and Shift Captain/Acting Corporal Premium Pay increased to $1 per hour.
Employees received an incentive for remaining with the Sheriff’s Office long term. At 20 years of service, they now receive an additional 40 hours of paid Vacation Time, bringing their total Vacation Time to 240 hours annually.
“We needed to do something for the five or six guys that have been there forever,” Hall said. “Once you hit your 20, you didn’t get Shift Differential or Longevity, so we tried our hardest to get them something to look at the light at the end of the tunnel for. I think we did very, very, very well!”
Minimum staffing was officially established in the contract and Employees have more flexibility using their Compensatory and Vacation Time. Now they can use that paid time off on short notice, as long as their time off doesn’t disrupt the shift.
“We always had to give notice two weeks in advance just so the schedule was taken care of. We’re not a road division where you can lose a guy and not worry about it,” Hall said. “They agreed to our
minimum manning and, if I, as a Corporal, need a day off, I can get that approved instead of waiting two weeks or having to burn a (Personal Leave) day.”
Carryover of Sick Leave was greatly increased. Previously, Employees could not exceed 168 hours in their Sick Leave Banks. Now they may bank up to 480 hours. Now, Employees who are out on Sick Leave do not have to draw from their Comp Time Banks, and they can leave up to 40 hours of Vacation Time in their bank.
“We won’t have to deal with Short-Term, Long-Term Disability as much as we have been,” Hall said. “If you can raise your Sick Bank up significantly, you can get your knee scoped or shoulder done and not have to worry about only getting 66-1/3 of your actual paycheck.”
Employees on Short-Term Disability have the assurance that paying their bills will not be as worrisome. Short-Term Disability doubled from $500 to $1,000 maximum per Employee per week.
Hall was impressed with the communication he received throughout negotiations. “They were keeping me apprised of everything. John specifically wanted to make sure we were comfortable with everything,” Hall said. “I thought he did everything in his power to get me a contract we haven’t seen in ever.”
“Contracts are contacts, but it comes down to how you can present it. I’ve been preaching that you need to be able to attract or recruit and once you have them, you need to be able to retain them,” Stidham said. “We’re not trying to take away from an entity that doesn’t have the ability to pay. We’re just stating you need to be fair with your Employees. There are different jobs and there are different risks involved in different jobs. When you go to work and kiss your family and say goodbye, your job can take you away from them. That’s worth something! We’re the ones that run to the threat. We don’t run away from it. They run at them knowing that’s their job, and they have that desire to do it, and knowing the consequence could be death.”
Chippewa County Corrections looks forward to attracting outside corrections officers with these major benefit advancements.
“We’ve had hiring problems the last 15 years,” Hall said. “We have two prisons within 12 miles and three within 2 hours that are working mandatory everyday 16-hour shifts. If we can draw from them with our good retirement, good healthcare … yes, they’ll take a little bit of pay cut, but they’ll get to see their families. We work 12-hour days and you get every other weekend off.”
When they joined the POLC in June 2025, Hall had said they wanted to find out if the grass was greener on the other side. Now they know it is, based on the incredible service they’ve received from Stidham and POLC Labor Reps. Mike Griffin and Chris Watts.
“I get to talk to John probably three or four times a month. He calls
Continued on page 9
Contract Settlements
— As Reported by POLC/GELC Labor Reps
Alpena County Corrections
New four-year agreement expires Dec. 31, 2029.
Wages:
2.5% increase effective Jan. 1, 2026.
3% increase effective Jan. 1, 2027.
3% increase effective Jan. 1, 2028.
3% increase effective Jan. 1, 2029.
Manning & Safety: Established a minimum mandatory firearms training of one time every year. Shift Differential increased from $.50 per hour to $.75 cents hourly.
Fringe Benefits: Deputies cannot be bumped from Overtime (OT) within 48 hours of their scheduled OT shift. Full-Time Employees will be offered OT first, before Part-Time Employees.
Bargaining Team: Ryan Wilson and Joshua Lefebvre with POLC Labor Representative John Stidham. Arenac County 911
New three-year agreement expires Dec. 31, 2028.
Wages:
4% to 15% increase, depending on wage scale step, effective Jan. 1, 2026.
4% increase effective Jan. 1, 2027.
4% increase effective Jan. 1, 2028.
*The wage scale steps increased significantly. Total wage increases for Employees for the life of the contract range from 16% for New Hires up to 23% for top of scale.
**Part-Time Employees will increase their wage scale step after each 2,080 hours worked.
Fringe Benefits: Holiday Pay will now be paid on the payroll in which the Holiday occurs instead of in a lump sum once per year. Longevity Pay was changed from pro-rated hourly to a lump sum payment. Operations Specialist pay increased from an additional $1 per hour to $2 per hour. A provision was added to the contract for Earned Sick Time, with Employees receiving 72 hours of Sick Time after 180 days of employment.
Bargaining Team: Dawn Tola and Haley Norton with POLC Labor Representative John Stidham. Village of Baraga Police
New three-year agreement expires Feb. 29, 2029. Wages:
5% increase effective March 1, 2026.
5% increase effective March 1, 2027.
5% increase effective March 1, 2028.
Fringe Benefits: Paid Personal Days were increased from 2 to 3 per year.
Manning & Safety: Shift Differential increased from $.50 cents to $.75 cents per hour for night shift work.
Health Care: Employee Health Insurance Premium payment increased between 11.7% and 15% due to rising health care costs nationally.
Bargaining Team: Local Union President Mathew
Shalifoe with POLC Labor Representative Michael Griffin.
Barry County Central Dispatch
Non-Supervisory
New three-year agreement expires Dec. 31, 2028. Wages:
4% increase effective Jan. 1, 2026.
3.5% increase effective Jan. 1, 2027.
3% increase effective Jan. 1, 2028.
*An additional $.70 cents per hour was added to all 2026 wages on top of the 4% increase.
Manning & Safety: The previous $.70 cent per hour Shift Differential was eliminated in exchange for the same increase in pay for all Employees being added to their first-year wages. A new Special Event Premium was added. Employees are now paid triple time for working Non-County funded special events. Communication Training Officers (CTO’s) are no longer paid an extra $1.50 per hour of training. Instead, they receive $24 per completed Daily Observation Report (DOR), which amounts to a net increase in CTO pay.
Health Care: Dental and Optical Insurance coverage was added by the Employer. Employees pay 20% of Premiums and the Employer pays 80%. Previously, the Employer reimbursed each Employee’s Dental and Optical expenses up to $1,000 per year. Bargaining Team: Megan Green with GELC Labor Representative Scott Eager.
Chesterfield Township Command Officers
New three-year agreement expires Dec. 31, 2028.
Wages:
4% increase effective Jan. 1, 2026.
4% increase effective Jan. 1, 2027.
4% increase effective Jan. 1, 2028.
*In addition to the annual pay increases listed above, a notable $6,000 wage adjustment was made to Employees’ base wages beginning Dec. 1, 2025. Fringe Benefits: The Employer agreed to pay for Employees’ PORAC Legal Defense Fund Premiums. Tuition Reimbursement increased an immense 150% from $2,000 to $5,000 per year per Employee. Uniform Allowance increased $300 per year, from $1,200 to $1,500.
Retirement Health Care: Active and future Retirees will now pay 20% of their Health Care Premiums.
Bargaining Team: Local Union Stewards Michael Ogden and Matt McPhillips with POLC Director Jim Stachowski.
New three-year agreement expires Dec. 31, 2028. Wages:
4% increase effective Jan. 1, 2026.
4% increase effective Jan. 1, 2027.
4% increase effective Jan. 1, 2028.
*In addition to the annual pay increases listed above, a notable $6,000 wage adjustment was made to Employees’ base wages beginning on Dec. 1, 2025. Fringe Benefits: The Employer agreed to pay for Employees’ PORAC Legal Defense Fund Premiums.
Retirement Health Care: Active and future Retirees will now pay 20% of their Health Care Premiums. Bargaining Team: Local Union Stewards Brenden Alexander, Jason Kline, Kevin Treier, Brandon Wickersham with POLC Director Jim Stachowski.
Chippewa County Corrections
New four-year agreement expires Dec. 31, 2029. Wages:
13% increase effective Jan. 1, 2026.
4% increase effective Jan. 1, 2027.
4% increase effective Jan. 1, 2028.
4% increase effective Jan. 1, 2029.
Retirement: The Employer’s contribution increased tenfold from 1% to 10% to the Defined Benefit contribution portion of the MERS Hybrid Plan. Manning & Safety: Shift Premiums increased from 3% of Employees’ base wages to 4% of their base wages.
Fringe Benefits: Employees will receive an additional 40 hours of Vacation Time at 20 years of service, bringing those Employees total Vacation Time to 240 hours annually. Comp Time or Vacation Time can be used on short notice now, provided the time off doesn’t cause a disruption to the shift. Employees may now accumulate up to 480 hours in their Sick Leave Banks, which previously could not exceed 168 hours. While on Sick Leave, Employees do not have to draw from their Comp Time Banks, and they can leave up to 40 hours of Vacation Time in their bank. Shift Captain/Acting Corporal Premium Pay increased to $1 per hour.
Health Care: Short-Term Disability payments doubled from $500 to $1,000 maximum per Employee per week.
Bargaining Team: Chief Steward David Hall and Jake Snyder with POLC Labor Representative John Stidham.
Ironwood Public Safety
New three-year agreement expires June 30, 2028.
Wages:
10% up to 38% increase for Officers effective Sept. 22, 2025.
5% increase for Officers effective July 1, 2026.
5% increase for Officers effective July 1, 2027.
*The first-year wage increases vary with Officers receiving a minimum increase of 10% up to 38% based on their position on the restructured pay scale.
**Sergeants wages are 8% above Officers’ base wage.
***Lieutenants wages are 16% above Officers’ base wage.
Fringe Benefits: Retention Wage Rates were added to the contract based on Employee’s anniversary date of hire as follows:
• Start of Year 5 = $1 extra per hour
• Start of Year 7 = $1.50 extra per hour
Member News
Contracts
continued from page 7
• Start of Year 10 = $2 extra per hour
Compensatory Time is capped at 60 hours annually.
Manning & Safety: Shift Differentials increased to $1 an hour for Midnights and $.80 cents for Afternoons. Part-Time Employees will now receive Holiday Pay of 1-1/2 times their hourly rate as an incentive to ensure coverage if there is a fire on a Holiday. Previously, Part-Time Employees received straight time for working on Holidays.
Retirement: When the Employer attempted to reduce retirement benefits by raising the minimum retirement age, the POLC filed for mediation. Employees kept their existing retirement qualifications of age 50, with a minimum of 25 years of service, or age 60, with a minimum of 10 years of service.
Bargaining Team: Local Union President Brandon Snyder, Vice President Matthew Sterbenz and Steward Jason Roberts with POLC Labor Representative Michael Griffin.
Macomb Community College Command Officers
New three-year agreement expires Dec. 31, 2028.
Wages:
6% increase effective Jan. 1, 2026.
4% increase effective Jan. 1, 2027.
3% increase effective Jan. 1, 2028.
Fringe Benefits: Annual Stipends were added for the following positions:
• EMT = $750
• FTO Coordinator = $500
• Training Sergeant = $1,000
• Range Master = $1,000
Manning & Safety: A new Shift Differential was added for Command Officers working 3 p.m. to 7 a.m., which increases yearly as follows:
• 2026 = 1% of base wage
• 2027 = 1.5% of base wage
• 2028 = 3% of base wage
Bargaining Team: Local Union Stewards Anthony Greene and Marty Kroll with POLC Director Jim Stachowski.
Macomb County Captains, Commander & Dispatch Director
New three-year agreement expires Dec. 31, 2027.
Wages:
5% increase effective Jan. 1, 2025.
3% increase effective Jan. 1, 2026.
3% increase effective Jan. 1, 2027.
Fringe Benefits: A significant Occupational Death Benefit Rider of $450,000 for line-of-duty deaths was added to Employees’ life insurance policies.
Bargaining Team: Local Union Stewards Rob Doherty, Angela Elsey, Ryan Ruttan, Jason Abro and Jeff Gornicki with POLC Director Jim Stachowski.
Macomb County Correction Deputies
New three-year agreement expires Dec. 31, 2027. Wages:
5% increase effective Jan. 1, 2025.
3% increase effective Jan. 1, 2026.
3% increase effective Jan. 1, 2027.
Manning & Safety: The Union went to Act 312 arbitration and won the sole issue disputed –increases in Shift Differentials. The Afternoons Shift Differential increased from $.50 cents per hour to 3% of hourly wages. The Midnights Shift Differential
Weiler Award Recipient
continued from page 2
“I’m someone who likes talking to people so, I thought I’d be better doing police work,” Thomas Stinson said. “I wanted to do a job that was different every day and where I would do something to make a difference every day.”
Receiving the Richard R. Weiler Scholarship Award will help him get started in his career.
“I’m very thankful for the Labor Council,” he said. “They do a lot obviously to dedicate their funds to the future of law enforcement and it was a great honor to know I was the one chosen to get that. It’s going to financially support me if there’s anything in equipment I need to buy. I didn’t even know I was going to get it until the ceremony. It was a good surprise.”
Stinson expressed his support of the work the Police Officers Labor Council does representing members. “I believe in labor unions,” he said. “They work for people who work for a living.”
increased from $1 per hour to 6% of hourly wages.
Retirement: The previous Pension Plan was reinstated after Employees were switched to a Defined Contribution Plan in 2016. The Employees now have a Defined Benefit Plan with a 2.64% multiplier and Employees receive their full Pension benefits after 25 years of service with no age restriction. Employees’ Pension contribution is 5.18% of their wages.
Bargaining Team: Local Union Stewards Chris Conaway, Matt Valentino and Bill Horan with POLC Director Jim Stachowski.
Southfield Command Officers
New three-year agreement expires June 30, 2028.
Wages:
5% increase effective July 1, 2025.
3% increase effective July 1, 2026.
3% increase effective July 1, 2027.
Fringe Benefits: Annual Public Safety Retention
Pay increased based on years of service as follows:
• 5 years = From $500 to $750
• 10 years = From $1,500 to $2,500
• 15 years = From $2,000 to $3,000
• 20 years = From $3,500 to $4,000
Clothing Allowance increased from $425 to $500 per year. Cleaning Allowance increased from $525 to $750 annually.
Retirement: Final Average Compensation (FAC) for all Command Officers is now the best 3 years of their last 10 years of service. The interest rate the Employer will pay on DROP Account funds is now a fixed rate of 4% per year.
Bargaining Team: Local Union Steward Shane Russell with POLC Director Jim Stachowski. d
“I was really grateful for the decades of combined experience from the teachers. They all have a different perspective to offer and you receive a great education from Schoolcraft academy,” Stinson said.
It was a whirlwind weekend for the newly hired Livonia Police Officer, who lauded his academy experience.
“I was really grateful for the decades of combined experience from the teachers. They all have a different perspective to offer and you receive a great education from Schoolcraft academy,” Stinson said. “I’m really thankful that I was chosen (for the Weiler Award) and I am really looking forward to starting my career in law enforcement. The future is bright!” d
New Units
Ironwood PSO’s receive up to 38% raises in 1st year with switch to POLC
— By Jennifer Gomori, POJ Editor
Ironwood Public Safety Officers had gotten used to negotiating their own bargaining agreements, despite having Union representation. Making the switch to POLC not only brought their labor representative to the bargaining table, it netted them huge raises and benefit increases.
The Officers had been members of Police Officers Association of Michigan (POAM) for at least 15 years when they voted unanimously in May 2025 to join the POLC.
“We just felt we were not getting represented correctly. We weren’t getting our money’s worth essentially,” said Jason Roberts, Ironwood Public Safety Officers (PSO’s) former Local Union President. “I’ve been here for two contracts now and the first time myself, Brandon Snyder, and Matt Sterbenz did negotiations and the second time, (POLC Labor Rep.) Mike Griffin came and helped us. I will say that Brandon Snyder and Matt Sterbenz are both very smart and they could probably be business agents themselves. They negotiated a lot of contracts without POAM. They said they got better results just being there on their own.”
When Roberts notified POAM about their plan to switch representation, he was informed they couldn’t legally do that. “I kind of had it out with them. I was the (Local) Union President at the time when we voted to make the switch, and they were not very nice about it,” he said.
POAM notified him Ironwood Public Safety was bound by a service agreement the locals signed in the early 2000s, requiring them to remain with the Union until their contract officially expired, Roberts said. Initially, they were threatened with a lawsuit if they switched Unions, however, Roberts said, later that week they were assigned a new business agent.
“(A POAM representative) essentially accused me of being a rogue president and going against what my legacy members would want,” Roberts said. “I said, ‘Sir, little do you know, but your legacy members voted to switch our union.’ I told him ‘Your business agent is like a mystical creature. I’ve heard a lot about him, but I’ve never seen him.’ The new agent came here and was very nice and professional, but the relationship was too damaged at that point. We were ready to move on.”
Ironwood PSO’s heard about the POLC’s excellent service from POLC members L’Anse Village Police Officers. Ironwood Public Safety Officers were immediately impressed with the POLC’s professionalism from attorneys and Director Jim Stachowski to their new Labor Rep. Michael Griffin. The POLC helped them make the transition without any legal headaches.
“Jim was super great dealing with the process of coming on board with the POLC. Anytime I called Griff, he answered and was always on top of things,” Roberts said. “I text him and communicate with him all the time.
Chippewa County
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and checks in, and I get a text randomly at 5 or 6 p.m. and I never got any of that before,” Hall said. “To have people that, if something hits the fan, somebody is going to answer that other end of the phone and make sure I’m taken care of is huge. I never once had a feeling that I
Communication is a thousand times better with them being there for us and available to talk with us. I’ve seen Griff more in 5 months than I saw (the POAM Rep.) in 5 years.”
“They were able to negotiate, but we couldn’t sign until after our contract expired,” he said. “(POAM representatives) said that was our service agreement and they’d take it to MERC. POLC lawyers said just wait until (the contract) expires. We didn’t want them and they continued to try to ram it down our throats.”
The wait was worth it with the 11-member group receiving incredible pay increases as high as 38 percent in the first year of the POLC-negotiated agreement, which began Sept. 22, 2025. First year wages ranged from 10 to 38 percent depending on Officers positions on the restructured pay scale. All Employees received another 5 percent in July 2026, and 5 percent more in July 2027. Total wage increases during the 3-year contract are 20 to 48 percent.
On top of that, Sergeants wages are 8 percent over the base Patrol Officers’ wage and Lieutenants receive 16 percent more than Officers’ base wage.
Newly added to their agreement are Retention Wage Rates of $1 per hour extra at the start of Employees’ fifth year of service; $1.50 additional hourly pay at the beginning of the seventh year; and $2 additional hourly pay starting their tenth year of service.
“It was a lot! I essentially ended up with a 38 percent raise,” Roberts said of his pay increase in 2025. “It was a sliding scale — some ended up with more than others.”
Shift Differentials increased to $.80 cents per hour for afternoons and $1 an hour for midnights. Part-Time Public Safety Officers received a new benefit — those who work Holidays receive 1-1/2 times their hourly rate of pay.
“This was implemented strictly as an incentive to ensure coverage if there is a fire on a Holiday,” Griffin said. “Previously, Part-Time Employees did not receive time and a half for Holidays and the department was experiencing difficulty getting people to come in.”
“If they’re at home, they get the Overtime rate to fight fires and it’s an incentive to pick up Holiday shifts,” Roberts said.
Having the POLC in their corner at negotiations proved to be extremely beneficial since the Employer was pursuing a reduction in retirement benefits. Thanks to Union efforts, existing retirement benefits were maintained.
“They tried to raise our retirement age to 55. We ended up filing for mediation, and once the mediator got involved, we worked through it,” Roberts said. “It’s age 50, with 25 years (of service) or 60 years with a minimum of 10 years (of service) and vested at 10 years. We have some guys that are pretty close to retiring. That would’ve really extended their careers.” d
was just another number. They know my name; they know what’s going on. John checks in with our V.P. and makes sure my guys are taken care of, which is huge for me and makes you feel you’re getting what you paid for and then some.”
“I’m on this phone 24/7 and it never ends,” Stidham said. “It comes down to service. When the phone rings, you answer it or send a text back. The Reps here call by the next day at the latest.” d
New Units
St. Clair Shores Employees leave lifelong Union for attentive GELC
— By Jennifer Gomori, POJ Editor
St. Clair Shores General Employees have been with their prior union for as long as they can remember, but in recent years costs and service became an issue prompting them to become members of the Governmental Employees Labor Council (GELC).
St. Clair Shores Employees left American Federation of State, County and Municipal Employees (AFSCME) and joined the GELC for a more personal experience.
“I’ve been here 26 years and as far as I know we’ve always been AFSCME since the City was formed, since we went from the Township to the City. I would say as long as we’ve been around, forever,” said Mike Gilmore, St. Clair Shores General Employees Local Union President. “Dues kept going up and it was hard to get representation from AFSCME. We just weren’t happy and it was time for a change.”
In September 2025, the group voted to become GELC members.
“We had three or four members that didn’t want to be unionized with AFSCME,” he said. “Now we have 100 percent membership and the vote was unanimous. We fluctuate between 62 and 65 members right now. We used to be 200 members strong and we watched membership erode through attrition and downsizing. Right now, there is so much going on with healthcare.”
This is not the first time the group decided to seek out new representation, but this time they didn’t stop the forward momentum.
“We went with a de-certification vote before and AFSCME lobbied hard against it and we just didn’t do it,” Gilmore said, adding that AFSCME made them concerned they would not have comparable legal protection with another Union. “We had gone through tough negotiations, and a few items with retiree healthcare we couldn’t agree on. We have a new board now and everybody is pretty headstrong. We heard how GELC replaced other groups in Warren with AFSCME and other groups in the area.”
Gilmore spoke with different unions and area officers about their representation experiences.
“I sent out feelers to a lot of different (unions),” he said. “I was at a work function and talking to another member from another city and they mentioned GELC and they sounded interesting. We met with (GELC Labor Rep.) Joe Stone and we really liked what he had to say. He talked to our members and it felt like a good fit at the time. I feel like GELC was small enough where we would have individual attention.”
With their existing contract set to expire July 1, 2026, the timing was right to make the change. That became even more evident to St.
“Every time someone calls (Joe) he’s been there; he’s answered the phone. He is having meetings.”
Clair Shores General Employees when Representative Stone got out ahead of negotiations with City management.
“We haven’t started negotiations, but had preliminary discussions and we had a meeting with management that Joe participated in. So, we started laying some foundations for groundwork and expectations for certain things,” Gilmore said.
After AFSCME Council 25 in Detroit was placed in receivership by its international union in late 2023, the group’s longtime labor representative was replaced.
“In the past, AFSCME was just fine for us. This new Rep. really rubbed us the wrong way. She liked to talk a good game, but never introduced herself to any of our management,” Gilmore said. “She had a lot of excuses and lip service. So far, it’s been night and day as far as our last Rep. with AFSCME and our new Rep. with GELC.”
While GELC is representing them under their existing contract for now, St. Clair Shores General Employees greatly appreciate Stone’s overall availability when they need assistance.
“I have to say GELC is Joe Stone — that’s really all we’ve known. Joe has been our point guy,” Gilmore said. “Every time someone calls him he’s been there; he’s answered the phone. He is having meetings. Whenever we need him, everything has been good so far. Right now, the communication has been great and we have a lot of confidence with Joe. Joe has been very open to talking to our members individually about stuff.”
It was difficult to change Unions after such an extended history with their former representation, Gilmore said, but after doing their homework and ‘some deep soul searching’ St. Clair Shores General Employees feel they made the best decision.
“GELC has gotten really good reviews from other groups,” he said. “The beauty of it is (GELC) is small. We were trying to stay away from big bureaucracy with maintenance fees. A lot of times that money gets sent out to political candidates. I like the autonomy of GELC. Joe didn’t seem to want to jam any political philosophy down our throats. We’re just trying to feed our families.” d
Unit size doesn’t determine quality of service with POLC representation
— By Jennifer Gomori, POJ Editor ®
The Village of Baraga Police Department did not have the advantage of size when seeking representation, but the new Police Officers Labor Council (POLC) bargaining unit is benefitting from the same Employee advocacy that substantially larger groups receive from the Union.
“We are a very, very small department,” said Mathew Shalifoe, Village of Baraga Police Local Union President. “The Chief of Police works days and I work nights. I’m the only one in the Union. It’s a pretty small area. We’ve been running the department with two guys as long as I can remember. I was born and raised here.”
Village of Baraga Police parted ways with Police Officers Association of Michigan (POAM) after well over a decade of membership, joining the POLC in November 2025. Officer Shalifoe has spent the past 9 years with POAM representation, and he said, they’d been representing the department for quite some time before he was hired.
“I was kind of discouraged from them by the lack of representation from my Union Rep.,” Shalifoe said. “I had the same Union Rep. the entire time. When it came to negotiations, he just didn’t show up. I asked him, and he said he doesn’t do that anymore because it becomes confrontational.”
Shalifoe recognizes the small unit size has a lot to do with the handsoff approach that was taken.
“I can understand that, but my money is just as green as everyone else’s money. In the 9 years, it was over $4,300 in dues that I paid for literally nothing,” he said. “I literally have the text messages from (the Rep.) saying he’s not going to show up for representation.”
Shalifoe’s relationship with neighboring law enforcement helped him realize just how much he was lacking in labor relations assistance.
“I’ve been working with Griff (Michael Griffin) since he started with the (Baraga County) Sheriff’s Office and I’ve always gotten along with him,” Shalifoe said. “He’s a very respectable guy … so I thought we’d give it a shot.”
Oakland Academy Grad
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class in high school. He received his Associates Degree in Criminal Justice from Oakland Community College, also in December.
His older brother, Oakland County Sheriff’s Deputy Jacob Kage, was an influence on his decision to enter into the profession, but not his sole motivation. Deputy Kage has served the past 4 years with the Sheriff’s Office.
“My brother is not necessarily the reason I joined. There’s a lot of reasons I was inspired to go into law enforcement,” Stephen Kage said. “I’ve always wanted to work closely with people’s mental health and
Griffin is now the Village of Baraga Police’s POLC Labor Representative. He jumped right into contract talks early, settling the first POLC-negotiated collective bargaining agreement with the Village in December 2025. “We did it a little bit early to get it out of the way and so it would go smooth that way,” Shalifoe said.
In just over a month represented by POLC, he’s already realized the valuable impact of his move. Beginning March 1, 2026, Baraga Village Police will receive a 5% boost in wages with a total of 15% in wage increases over the 3-year contract.
“I was extremely happy. I think Griff did a really good job in the negotiations,” he said. “I was really impressed how he handled himself. He was very professional, very polite. He didn’t try to overstep any boundaries. He wanted my opinion on everything, which I really liked and respected as well.”
Other improvements include a boost in Shift Differential, from $.50 cents to $.75 cents an hour since Shalifoe works the night shift. He also receives an additional paid Personal Day off. Health Care Premiums increased between 11.7 and 15 percent, but Shalifoe understands why.
“It went up a little bit. I think that’s everywhere, not just here. Health benefits have gone up for everybody,” he said.
Shalifoe is thrilled he made the decision to become a POLC member, knowing now that his dues are paying for excellent service. He hopes to inspire other smaller departments to make the same move.
“I like the fact that there’s actually representation with the POLC,” Shalifoe said. “Just the fact that Griff was there and he did his job compared to what I was used to in the past.”
“I’m glad we did this article. In a sense, maybe if other officers read this, it will sway them away from POAM so they’ll actually get something for their money,” he said. “Maybe this could save another younger officer, with less experience, from this stuff and save some other (officers) some money.” d
work closely with individuals. I think my brother was a good example, and he set the example of what I wanted to be. I wanted to be a part of something bigger than myself.”
Just a few days after graduation, Stephen Kage joined his brother as a newly hired Oakland County Sheriff’s Deputy on Dec. 15. Thanks to his positive experience at Oakland Police Academy, he understood the strong bonds formed between law enforcement officers even before he was officially sworn in.
“I don’t remember who said it, but an instructor had said that this academy and the people in it would become like family, and I didn’t believe it at first, but looking back now there is nobody that I wouldn’t go fight alongside,” he said. “We are like family.” d
