The Police Officers Journal: Volume 32, Number 1 Winter 2022

J urnal The Police Officers

®

VOLUME 32, NUMBER 1 • WINTER 2022

ON THE INSIDE:

Remembering Capt. Collin Birnie – Pg. 2 Unions welcome new Board member, Reps – Pgs. 4-6 2022 Conference Date Set – Pg. 3 South Lyon First Responders Monument fundraiser – Pg. 7 New Units – Pgs. 7-11

VOLUME 32, NUMBER 1 • WINTER 2022 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.

Greg Alexander

Oscoda Township Police Dept.

Collin Birnie Flint Police Dept.

Ryan Shrunk

Battle Creek Police Dept.

Robert Gaiser

Caro City Police Dept.

Troy Taylor

Oak Park Public Safety Dept.

Jeff Gormley

Bloomfield Hills Public Safety Dept.

John Huizdos

Bloomfield Township Police Dept.

DIRECTOR: Robert Figurski Warren PD (Retired)

MEMBER SERVICES Christopher Watts PUBLICATIONS Executive Editor: Jennifer Gomori

Loss of Executive Committee member Collin Birnie weighs heavily on comrades, community — By Jennifer Gomori, POJ Editor with excerpts from news media

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lint Police Captain Collin Birnie, a POLC/GELC Executive Committee member, was killed in a two vehicle crash Feb. 4 in Mt. Morris Township, police said.

Captain Birnie’s vehicle was struck head-on by a Chevy Traverse on Elms Road, between Mt. Morris and Frances roads, Mt. Morris Township Police Chief Michael Veach said in a MLive-The Flint Journal article.

“We are extremely saddened by the sudden loss of Collin,” said POLC Director Rob Figurski. “He was a well-respected leader of the POLC and his department. Collin served his country both in the Marines and throughout his law enforcement career. His passing weighs heavily on all of us. Unfortunately, his life was taken way too soon. He had so much more to contribute and he will be dearly missed. Our sincerest condolences to his family and the members of the Flint Police Department.”

The collision happened while Birnie, 53, was driving northbound about 6 p.m., Veach said in the article.

Birnie was transported to Hurley Medical Center where he was pronounced deceased. Veach said he could not comment on the condition of the licensed teenager driving the Chevy Traverse.

“According to witness statements, (the juvenile) was passing vehicles on the left, heading southbound, and lost control, hitting (Birnie) head-on,” Veach said in the article.

Michigan State Police assisted Mt. Morris Police with the crash scene investigation.

“With very heavy hearts, we regret to inform you that Flint PD Captain Collin Birnie died tonight as the result of a traffic crash while on duty,” The Flint Police posted on their Facebook page Feb. 4.

“Captain Birnie served with the Flint Police Department for 26 years. His family is asking for privacy at this time. Funeral arrangements will be forthcoming.”

As a Captain in charge of Special Operations and Identification Bureaus, Birnie’s duties included: Bomb Squad, Emergency Management, Dignitary Protection, Honor Guard and Firearms Instructor. A POLC member since 1996, he was the Local Union President for Flint Captains and Lieutenants Association.

Prior to that, he had served as Steward, Secretary and Treasurer of the Captains and Lieutenants Association. A United States Marine Corps Veteran (1988-1992), he was assigned to Security Force Company and an Infantry Battalion. Birnie served in Operation Desert Shield and Operation Desert Storm.

Flint Mayor Sheldon Neeley released the following statement: “We’re saddened by the sudden passing of Captain Collin Birnie. He was a beloved and well-respected leader that took pride in serving and protecting the residents of Flint and Genesee County. We offer our sincere condolences to his family and all those that loved him. Please keep his family in your prayers.”

Birnie is survived by his wife, Tina, two daughters and two granddaughters.

REMEMBERING CAPT. BIRNIE

A memorial service was held Feb. 11 at St. Paul Episcopal Church in Flint with Police and Military honors. Funeral arrangements were handled by Swartz Funeral Home in Flint. Please click here for Captain Birnie’s obituary and to share your condolences.

Gov. Gretchen Whitmer ordered U.S. and Michigan flags within the State Capitol Complex and at all Michigan public buildings to be lowered to half-staff Feb. 11 in honor of Captain Birnie.

Officer Collin Rose Memorial Foundation has organized a Memorial Fundraiser for his family and is selling Collin Birnie Memorial Coins with proceeds going to his family. d

The Police Officers Journal

Eager retires as police, labor leader — By Jennifer Gomori, POJ Editor

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cott Eager served 25 years with the Battle Creek Police Department and just as many years as a POLC member, and he retired a leader in both organizations.

In October 2021, Eager retired as a Battle Creek Police Sergeant and a POLC/GELC Executive Committee member. Eager was appointed to the board in March 2013 and was re-elected by members until his retirement.

He was also elected Chairman of the Local POLC Non-Supervisory Unit for Battle Creek Police for five years and served as a former Chief Steward two years. Assigned to the Detective Bureau in 2002, Eager worked as a Detective until 2017, spending 10 years in the Special Investigations Unit. He also worked as an Animal Control Supervisor. A veteran of the United States Marine Corps Reserve, Eager earned his Criminal Justice degree at Kalamazoo Valley Community College.

He’s proud to have represented members at the state level. He said it’s easy for members not to realize the depth of responsibilities of being elected to the Union Executive Committee.

“We’re not just sitting there rubber stamping things,” Eager said.

“There’s a lot of serious decisions that are made. It can almost feel ceremonial at times when people look at the (POLC/ GELC Labor) Conference, but there’s a lot more that goes into sitting on that board. We’re really helping run the organization and making sure that we are representing the members well.”

His advice for his replacement is to be open to new ideas, especially in this time of rapid change due to pandemicrelated issues.

“Basically, be a good listener and apply common sense,” he said.

“With COVID and everything, it just brought up a whole lot of Union issues, beyond what we dealt with in Right to Work and the Janus Continued on page 5

POLC/GELC Wednesday, September 14th - Friday, September 16th

Park Place Hotel & Conference Center Traverse City, Michigan

www.polc.org

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The Police Officers Journal

New Labor Representative prepared to negotiate pandemic solutions — By Jennifer Gomori, POJ Editor

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ecruitment, retention and retirement benefits – those are the three R’s the newest POLC/GELC Labor Representative Chris Hild is focusing on in contract negotiations.

Hild has seen first-hand the implications of the pandemic on law enforcement. He hit the ground running after retiring from White Lake Township Police Command in August 2021.

“The number one issue we’re dealing with is attempting to retain pension plans for our units and recruitment and retention of new officers,” he said. “It’s very difficult with the political climate we’re in right now.”

Hild said there’s a lack of interest for students to go into law enforcement majors in college due to the negative press surrounding the profession. Couple that with reduced benefits and municipalities around the nation will continue to have a problem recruiting new officers.

“We’re trying to incentivize jobs so we draw people with experience who will actually stay with them for a career in law enforcement,” he said.

Hild served 26 years with the department, retiring as a Lieutenant, having run both the Patrol Division and Detective Bureau. He spent 17 years in Local Union leadership positions so when he was approached by two POLC/GELC Labor Reps about becoming a Representative himself, he didn’t hesitate to respond.

“I was recruited by Chris Watts and Jim Stachowski from POLC labor union. I had an opportunity to work contracts with both of these guys,” he said. “I also had the opportunity to work with (POLC Director) Rob Figurski on a couple of contracts. Being that it’s such a professionally run Union, I had no issues coming to work for them.

I’d like to thank the Director of the POLC for his support and offering me another career path.”

Hild’s first Union position was serving on White Lake Patrol’s Grievance Committee for two years. “My Union involvement locally started for me very early in my career at White Lake,” Hild said. “I did 15 years as either Vice President or President of both Patrol and Command Officers associations.”

“Because I was always doing that work for White Lake for that length of time, it was an easy transition for me and I wanted to be somewhat affiliated with the law enforcement field after I retired,” he said. “I felt like myself and the administration were able to bring a lot of good things through the bargaining agreements and I just wanted to serve in the next capacity.”

Having to deal with COVID-19 during his last days on the job, he understands that being exposed to the virus is bad enough, but paying for your quarantine period is quite another issue.

“We’re trying to get some relief so it doesn’t affect the member’s Sick Bank, but gives them fair compensation when they 4 • WINTER 2022

retire,” Hild said, adding that people outside their profession underestimate the importance of ample Sick Banks.

“What they don’t understand is when that person retires, there’s a certain percent of that bank they can cash out.

This pandemic is tapping into that unfairly.”

Hild was hired by White Lake Township PD in 1995. He was a member of White Lake Police Special Response Team (SRT). He served as a Field Training Officer, firearms instructor, Taser instructor, and a traffic stops and occupant control instructor.

“I taught the occupant control class at Mott’s Law Enforcement Regional Training Academy as a Sergeant and Lieutenant and at our agency,” he said.

Hild was elected three years each as Vice President and President of the Patrol Union. He was promoted to Sergeant of the Patrol Division in 2010. After serving two years as Command Vice President, he was elected Local Union President for Command his last seven years with the department.

“I was promoted to Lieutenant in 2017. My first assignment was to run the Patrol Division and I switched over in 2019 to the Detective Bureau,” he said. “I ran that through my retirement. Up until this past August, I was the President of the Union.”

His Detective Bureau initiation was quite eventful.

“In 2020, I received the Officer of the Year Award for White Lake for work done in the Detective Bureau. We had a high profile homicide that involved a poker player burned alive,” Hild said.

“Within six months of being promoted there, I had two attempted homicides and then a homicide,” he said. “It was all in six months and I think it took a few years of my life off in expectancy.”

Now Hild can devote his energy to helping Union members deal with their professional lives in the wake of COVID-19 so they can focus on their jobs, instead of their working conditions.

“We’re seeing the COVID relief funding come to local governments and we’ve been waiting on these governments to make a decision on what kind of allocation they’ll make to public safety,” he said. “We could bargain for better raises or compensation in other areas. It’s been difficult without knowing what exactly these local governments are willing to spend out of that relief fund.” d

The Police Officers Journal

Genesee County Dispatch Supervisor expands Union role as part-time Labor Rep — By Jennifer Gomori, POJ Editor

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hen Jake Reitano was hired as a GELC Labor Representative, he soon realized his background set him apart from most of his current and former colleagues.

POLC/GELC Labor Representatives are typically retired law enforcement officers. Reitano is far from retirement, but the 34-yearold Genesee County 911 Dispatch Supervisor is dedicated to his POLC role as Local Union Chief Steward.

“I was working through contract negotiations with Genesee County 911 and we had put a lot of time into it and (POLC/GELC Labor) Representative Chris Watts asked if I was interested in working with the groups,” he said. “I said ‘Why not, if they think I can do it.’”

It’s his stellar work ethic that gives him the drive needed to be a successful part-time Labor Rep. And, if that’s not impressive enough, Reitano is also pursuing a business degree at Northwood University.

A POLC member since 2015, he began representing GELC units in December 2020. He brings with him a decade of experience serving as a Local Union Steward during his public safety career.

“I have served in different Union leadership positions in different jobs,” Reitano said.

He became a Genesee County 911 Dispatcher in 2015 after the City of Flint went into receivership and their 911 Dispatch Center was consolidated. He was a Flint Dispatcher from March 2012 until the consolidation in August 2015. “We had a financial manager.

We were one of the parties that got eliminated,” he said.

“For a brief period of time, I was elected Sergeant at Arms for the Genesee Dispatchers Union, then I was promoted and joined the Supervisors group,” he said.

He’s served in public safety positions since he was 18 years old.

“In 2005, I graduated Genesee County Fire Academy and started working in Flushing,” Reitano said. “I was a Firefighter in the City of Flushing from 2006–2018. Since 2006, I’ve been a licensed EMT in the State of Michigan and worked as an EMT in the City of Flint for several years, right up until taking the dispatch job.”

He also worked as a Contract Firefighter for General Motors at their proving grounds in Milford. “That’s where I joined Security Police and Fire Professionals of America (SPFPA),” he said, adding he was a Local Union Steward. “It was my first Union position in 2009.”

“I grew up in a union household. My dad was a UAW member

his entire career. He just retired,” Reitano said.

“He went on strike a few times when I was a kid.

As an adult, I realized there was a lot of work that goes into doing the union work and fighting for everything you have.

I realized I could give back by becoming a Steward. I tried to take on as much roles as I could in the Union.”

He wants to tackle the problems non-312 workers face and help Employees navigate Right to Work, which has negatively impacted Michigan workers by allowing “free riders” to have some union benefits without supporting their union through dues.

“The fact that the (Right to Work) law encourages people not paying union dues … It’s not about choice; it’s about destroying unions,” he said. “It’s about destroying what little say someone can have in their union.”

He understands the challenges of representing non-312 workers and wants to improve those outcomes.

“We have the issues with the rights of some of the non-312 groups.

Negotiations can be tough for some of those groups,” Reitano said.

“Some of them are in more of a take it or leave it feel from the boss.

Contractual arbitration is not a guarantee. That’s something legislatively we’ll have to figure out how to get around that.”

He also sees COVID-19 as an extremely large game changer for every worker who has to leave their home to work. Essential workers took on a whole new meaning, he said.

“COVID is something I never anticipated that literally took everybody and put them at risk,” Reitano said. The sewers need to be maintained and taxes need to be paid and you’re putting people at risk just doing their jobs.”

Reitano said he wants to make sure those he represents are as safe as they can be during the pandemic. d

Eager Retires continued from page 3

He cherishes the relationships he’s built with Union members.

“I’m definitely going to miss the comradery with the fellow board members that I worked with through the years,” Eager said. “I’m from the west side of the state. The board position helped me with branching out and getting to know other police Union members, while working for the betterment of the organization. I’m going to miss that.” d

decision. Now there’s the vaccine mandates and how they go forward with members who don’t want to follow a mandate and how that effects the representation.”

While he has no long-term plans yet, he dove into his retirement. “A week and half after my last day of work, my wife, Tina, and I went to Hawaii for 10 days,” he said. ”It was gorgeous. Maui is the place to go.”

www.polc.org

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The Police Officers Journal

Executive Committee member focuses on mental health, long-term benefits — By Jennifer Gomori, POJ Editor

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elping Union members flourish their entire careers with mental health intact and good benefits are the main objectives of newly appointed POLC/GELC Executive Committee member Ryan Strunk.

Strunk, a Battle Creek Police Sergeant, had many Union discussions with recently retired Committee member Scott Eager. So when Eager’s Committee position became vacant, Strunk didn’t hesitate to seek an appointment.

“I’ve known and worked with Scott for a long time. In discussions with him, I’ve always taken an active interest in the Union as a whole,” Strunk said. “I recognize we’re in some trying times with some unique circumstances.”

Strunk, a Sergeant in the Special Investigations Unit, was Chief Steward of the POLC Non-Supervisory Unit for five years prior to his promotion to Sergeant in December 2020. He has been with Battle Creek PD for 16 years, serving as a Detective from 20122020. He’s spent over six years in Special Investigations. During his career with Battle Creek PD, he has also been assigned to Road Patrol, the Gang Suppression Unit, and the Detective Bureau. Ryan earned a Criminal Justice degree at Kellogg Community College.

He supervises BCPD’s Hostage/Crisis Negotiation Team and the BCPD Peer Support Group. “If there’s any callout, I assist in getting officers and negotiators out there,” he said of the Hostage/Crisis team. “I oversee the process on scenes and the development and training along the way.”

He understands the myriad of issues police officers in particular are facing and how their daily stressors have greatly increased since the pandemic began.

“I’m trying to create a better avenue to help navigate this career,” he said. “Now you have all these stressors from local agencies want-

“We’re trying to create a work environment that’s more conducive to better mental health,” Strunk said. “I just recognize the need for it really became heightened over the last couple years with COVID and the George Floyd case. Officers have to go work daily and deal with real stressors of mental health in their personal life and work in a profession that’s become quite difficult and social media makes it even harder on people.”

6 • WINTER 2022

ing to mandate vaccines or mask wearing or testing. All these are additional stressors on top of what we’ve already had put on us. That’s a big theme in what’s driving me to be on the board.”

From officer involved shootings to gruesome homicides and infant deaths, the Battle Creek PD Peer Support Team is there to help officers manage the mental toll. “Anything that officers might see or experience that could have an effect on their overall mental health, perhaps driving people into substance abuse or unhealthy habits,” Strunk said.

“We’re trying to create a work environment that’s more conducive to better mental health,” Strunk said. “I just recognize the need for it really became heightened over the last couple years with COVID and the George Floyd case. Officers have to go work daily and deal with real stressors of mental health in their personal life and work in a profession that’s become quite difficult and social media makes it even harder on people.”

Good pension benefits are imperative when it comes to retention, he said. “Dealing with some of these turbulent issues, like vaccine mandates, and just overall the flavor of law enforcement, helping officers make it from hiring to retiring is my goal,” Strunk said. “And make them whole, with a good pension, so we don’t have to supplement in other ways.”

“If we take away too many incentives in this career, are we going to get good employees?” he asked. “If we don’t have (good pensions) it’s going to be pretty troublesome moving forward.”

“Just the toll that this career takes … money is never going to fix that, but it makes the pill a lot easier to swallow when I have a pension on the back end,” Strunk said. d

The Police Officers Journal

South Lyon Police sell coins to raise funds for First Responders Monument — By Jennifer Gomori, POJ Editor

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piece of South Lyon’s public safety history will be used as the centerpiece in a South Lyon First Responders Monument, but first enough funds are needed to build it.

South Lyon Police and Firefighters are selling $25 challenge coins to help raise funds to build a First Responders Monument in McHattie Park, 474 S. Lafayette in South Lyon.

The monument will be constructed around the historic bell from the old town hall steeple. The town hall housed the fire department in the 1880s and they used the bell for fire calls, said South Lyon Police Lt. Doug Baaki. The building collapsed in 1957 due to a sink hole that formed under the foundation.

“We have a memorial for Veterans and wanted to do something for all First Responders in the area,” Lt. Baaki said. “There was a committee formulated to take this current Veterans Memorial and make it better.”

As of January, they had raised about $7,133 through coin sales and donations toward the $30,000 project. The goal is to dedicate the monument on Sept. 11, 2022.

There are two coins available for sale at the police station — one features the South Lyon Police badge on one side and the thin blue line flag on the other side. The front of the fire department coin features the Witch’s Hat Depot atop the Maltese Cross for the logo.

The back features a 3D imprint of the original fire department/city hall with the bell tower.

Currently, the historic bell is located in McHattie Park on a cement slab near the Veterans Memorial. The First Responders Monument will feature a steeple design housing the bell. If enough funds are raised, construction could begin in June or July.

“They’re done with the landscaping. The City put in the cement slab and we just need to have funds raised at about $30,000,” Lt. Baaki said. “It’s basically mimicking the old town hall bell tower in South Lyon.”

To purchase challenge coins with cash or check, visit the South Lyon Police Department, located at 219 Whipple St. For more information or to make a donation, call (248) 437-1773. d

Alcona County Central Dispatch joins Union based on excellent reputation — By Jennifer Gomori, POJ Editor

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lcona County Central Dispatchers decided it was time to get a new perspective for contract negotiations. They chose the POLC based on their excellent reputation.

The group of six full-time 9-1-1 Dispatchers had been represented by the Police Officers Association of Michigan (POAM) for over three decades.

“I have no qualms about POAM. It’s just time for some new eyes or opinions on different things and getting our contract cleared up,” McKenzie said. “It’s encouraging to have fresh eyes on things and we’ve heard a lot of good things about the POLC.” They joined the POLC in November 2021 and jumped right into negotiations with their contract expiring at the end of the year.

“I’ve been here for 35 years,” said DeAnna McKenzie, Alcona County Central Dispatch Local Union President. “We’ve been with the POAM since the same time the Alcona County Sheriff’s Deputies joined in 1987.”

Their unit was run by Alcona County Sheriff’s Office when POAM was brought in. Now it’s a Central Dispatch unit with a 9‑1‑1 Director appointed by a board. However, Dispatchers continue to work in the Sheriff’s Office and have close contact with the officers.

“The Deputies talked with Oscoda Township Police and learned more about the POLC and shared information with us,” she said.

Continued on page 8

www.polc.org

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The Police Officers Journal

POLC/GELC Membership Services leader retires — By Jennifer Gomori, POJ Editor

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loyd Whetstone retired for the third time in December 2021, but unlike his prior retirements, he’s not taking on any new positions.

Whetstone has been with Membership Services since 2015. His job includes recruiting new units, assisting with labor seminars and labor reps, setting up events and attending legislative meetings. The former POLC/GELC Labor Representative retired for good after a lengthy public safety, labor relations career.

“It’s just time. I’m going to be 72 next month,” he said in December.

While he has no specific plans for retirement, he will likely do more of what he enjoys: golfing, hunting and traveling with his wife, Carolyn. He looks forward to visiting out of state relatives, like his granddaughter in the Army. He also plans the occasional trip to the casino.

Whetstone served as a POLC/GELC Labor Rep. after retiring from Flint Police Department in January 1998. He was a Steward and Past President of Flint Police Officers Association from 1985-1990. In 1990, he was promoted to Sergeant and elected President of the Flint Police Sergeants Association, a POLC unit, from 1993 through January 1998.

“I did 24 years of (POLC work),” Whetstone said. “Throw in 28 years with the City of Flint and it’s quite a career.”

Finishing up his final years with the Union during a pandemic has been challenging. “It’s hard to recruit because nobody really wants to meet because of the pandemic,” he said. “They have to really be upset about something to change unions at this point.”

Despite that fact, new units have continued to be added. “I would say that we are probably much more accessible than any of the other unions,” he said. “We provide a lot of services other unions

Alcona Dispatch continued from page 7 “When we sat down with a couple different unions, all three of us — the Deputies, Command and Dispatch groups, we decided to go with POLC. We all communicate in here since we’re all here together.”

POLC representatives have been readily available, providing detailed information.

“I’ve been in contact with Member Services Rep. Lloyd Whetstone and Chris Watts and we have set up dates for negotiations and both have called me back immediately, and answered my questions,” she said.

McKenzie said Whetstone made the process of changing unions as simple as possible, assisting her with the proper steps.

Watts is helping the group navigate the negotiations process under new representation.

8 • WINTER 2022

don’t offer. The major service is we use attorneys for all legal matters … and also being ran by dues paying members because our members are our bosses. We rely on what the guys want to do.

We don’t set the guidelines for negotiations. They’re the ones that decide what they want.”

He will miss the great friends he’s made through the Unions, but he won’t miss cold calls. “It’s just hard to make cold calls and get response with 24/7 operations,” he said. “You just keep plugging away and keep calling people two or three times.”

He advises patience and persistence for his replacement. “The job is a lot harder than it sounds like it would be,” Whetstone said. “If you call 30 people, maybe one or two decide they’re interested and you go out and meet and they decide not to change unions. If you’re looking for instant gratification, it’s not going to happen. You’ve got to get lucky and timing is everything with the whole recruiting thing.”

Reaching local units when they’re within months of their contract expiring and getting a meeting with enough unit members to answer their questions is key.

“When they’re working three or four different shifts it’s hard to get the majority together to meet,” so Whetstone said, the Union is flexible, offering multiple meetings to reach Employees on different shifts. d

“In just the short amount of conversations I’ve had with them, things are rolling right along and they’re keeping in contact with me,” she said prior to contract negotiations.

Top concerns going into negotiations were language cleanup, wages and possibly pension improvements.

“We just need to have things updated and we need clarification between us and the Employer,” McKenzie said. “We’re looking at improving some things.”

The POLC was able to negotiate a 9 percent increase in wages in Alcona County Central Dispatchers’ three-year bargaining agreement along with a total of 5 percent in lump sum payments into their DC pension plans. The lump sum payments are in addition to what the Employer already contributes. They also received shift differential increases of over three times more per hour for afternoons and four times more per hour for midnights. d

New Units

Ogemaw County Patrol switch to POLC yields 17 percent pay increase — By Jennifer Gomori, POJ Editor

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att Viviano is a longtime POLC member, so when he joined Ogemaw County Sheriff’s Office he soon realized the difference in representation.

“I retired from Hazel Park (Police). We were a part of the POLC my entire 20 years down there,” said Viviano, Ogemaw County Sheriff’s Deputies Local Union President. “I was the Vice President of the Union for a number of years for Hazel Park. I know the resources and I know the people and I’ve never had a bad experience with the POLC so why wouldn’t we bring them on board (with Ogemaw County Patrol).”

After retiring in 2016, he went to work for Pinconning Police Department for two years. “It was time to get out of the big city,” Vivano said.

When he joined Ogemaw County Patrol in 2020, they were represented by the Teamsters until their contract expired Oct. 31, 2021.

“It was kind of thrown in my lap to handle all the Union affairs and I immediately said we needed a 312 union,” Viviano said. “I doubted their ability to handle it. I’m sure the Teamsters are great for people who drive for a living. I just think the application wasn’t good in our setting.”

Viviano reached out to his former POLC Labor Rep. Lloyd Whetstone. The seven-member Patrol group and four-member Command staff liked what Whetstone and POLC Labor Rep. Chris Watts presented and both groups voted in the POLC as their new Union.

“When they switched over, the Deputies split away from the Corrections group,” Watts said. “Corrections stayed with Teamsters.

Patrol left Teamsters because they felt they weren’t being represented well. Teamsters are not a police-orientated group by trade and they wanted to go to a police-oriented group.”

“When I was exploring the POLC, I also invited the Command to listen in when we met with Chris initially,” Viviano said. “The Command was hesitant at first but they liked what POLC pitched.”

Ogemaw County Patrol settled their first three-year bargaining agreement with POLC, effective Nov. 1, 2021 and received 17 percent raises up front with a total wage adjustment, changing the scale from a 20-year top out to a 5-year top out.

“What we did is we redesigned their entire pay scale because they had fallen so far behind,” Watts said. “We presented comparables that were more in line with where they should be and we condensed the pay scale down. They had a long top out. It was a significant amount of time between start and finish. The first year of the contract their wages jumped up significantly.”

“We had two negotiations and it was Ok’d after that,” Vivano said.

“It all happened pretty quickly. The previous contract was just so

“What we did is we redesigned their entire pay scale because they had fallen so far behind,” Watts said. “We presented comparables that were more in line with where they should be and we condensed the pay scale down.” archaic. I believe everybody on board in negotiations knew how behind the times we were.”

“The new County Administrator, Tim Dolehanty, was fantastic to work with,” Watts said. “He came from Ingham County and he was excited that we were going to be there because he’s had some experiences with the POLC. He knows we’re a reputable Union.”

Holidays and Bereavement were converted from 8 hours of Paid Time Off (PTO) to 12 hours to match Patrol’s new shift. All time off is together in one Paid Time Off Bank now.

“We were only getting 40 hours off up to 7 years, and now we’re on a Paid Time Off Bank of up to 256 hours per year,” he said. “That was a big increase in time off. Between Paid Time Off, Holidays and Bereavement, and obviously the wages, those are the highlights of the contract.”

Watts said the Patrol PTO bank was brought up to par with Command’s PTO bank. “The Employer said let’s just make this all equal,” Watts said. “Patrol really saw a significant increase, gaining more than 100 hours of additional time off per year.”

The new contract has already improved Employee retention and recruitment with three new Deputies hired since the contract was ratified, Viviano said.

“When we sat down, we negotiated them some fantastic increases,” Watts said. “One of those benefits was we brought MESSA insurance and cut the costs for the Employer, which in turn they were able to offer better pay incentives knowing they were grossly underpaid.”

The group’s shift premiums doubled and medical insurance improved. Their prior medical insurance through Teamsters came with a $98 monthly premium for family coverage.

“MESSA presented two plans and one with a Health Spending Account so a majority of the members went with the HSA and were able to save the $98 they paid with Teamsters,” Viviano said. “And MESSA is available to Employees countywide. POLC did a real good job doing all that.” d

www.polc.org

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New Units Ogemaw County Command impressed with POLC — By Jennifer Gomori, POJ Editor

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gemaw County Sheriff’s Detective Lt. Dave Stahl, Jr. summarized his view of the Command unit’s new POLC Labor Rep. Chris Watts in one word – “Outstanding.”

“In my opinion, when you’re dealing with unions, you’re only as good as your Rep. and I can’t speak highly enough about Chris,” Stahl said.

Ogemaw County Sheriff’s Command was represented by the Teamsters for nearly a decade before joining the POLC just before the contract with their former Union was set to expire Sept. 30, 2021. Initially, they were not even looking for other representation, but when they heard Ogemaw County Patrol was interested in joining the Police Officers Labor Council, they decided to attend the Union’s presentation.

“When Patrol starting talking about it, they wanted more of the police-oriented Union,” Stahl said. “We met with Chris and Lloyd Whetstone (POLC Member Services). Our Teamsters Rep. that we had dealt with was retiring. We were trying to stay consistent, so we were trying to (align) with the Patrol unit as well.”

After joining the POLC, Watts went right to work, negotiating a three-year labor agreement effective Oct. 1, 2021 with significant increases in wages and benefits. Command was able to piggy back on the 17 percent wage increases Watts negotiated for Patrol.

“We established a rank differently for the Command guys and they never had something like that,” Watts said. “They’re going to maintain a certain percentage above each of those levels. Basically, we established for them something along the same lines as what we got Alcona County (Sheriff’s Command). We got (Ogemaw County Patrol) a significant raise because of the lack of keeping up with the market. Then Command established their wages on top of that.”

The Command percentage increases above Deputies were: 5 percent for Probationary Sergeants; 8 percent for Sergeants; and Lieutenants received a 13 percent increase.

“When we met with Chris, we hammered that out between our unit and Chris for a set percentage for Sergeants and Lieutenants,” Stahl said. “What happened was the Deputies got such a huge pay increase and then we got the 13 percent above that. It was very rewarding to get that type of contract.”

Previously the group negotiated strictly with Ogemaw County Commissioners, but this time was different. “The County had never had a County Administrator prior to these contract negotiations.

The combination of Chris working together with the County Administrator is what helped both contracts,” Stahl said. “Having both Chris and Tim Dolehanty in the room and working through negotiations kept things on task and helped it to be very professional and it went smooth.”

Command was pleased with the switch to MESSA health insurance, which Stahl said was a good fit and comparable to their previous Teamsters insurance. The group had temporary insurance provided by the County by the time POLC started working with them.

“The Teamsters, when they found out we were talking about switching (unions), they eliminated our health care on the spot. They canceled us in July,” Stahl said.

Other enhancements with the new contract include more Holiday and Bereavement time, which were converted from a standard 8 hours to 8, 10 or 12 hours depending on each Employee’s assigned shift. Field Training Officers are now compensated an additional 10 percent stipend for time spent training other officers and afternoon and midnight shift premiums doubled. d

POLC brings home exceptional raises — By Jennifer Gomori, POJ Editor

T

he POLC brought home double-digit wage increases and exceptional benefit enhancements for Oscoda Township Police and Sergeants in their 2022 labor agreement.

The four-year agreement, which took effect Jan. 1, started off with Officers receiving 14 to 23.5 percent wage increases thanks to a two-step process. The POLC signed a Letter of Agreement with the Township in June 2021 for 10 percent across the board wage increases. They added increases onto those, effective Jan. 1, 2022 with a complete restructuring of their pay scale.

“The former pay scale had a bump at six months, 12 months and 18 months,” said Greg Alexander, Local Union President and POLC/ GELC Executive Committee member. “The new scale is 1-year, 5-years and 10-years and really increased our numbers. The Township was focused on retention, so they took our old top out and 10 • WINTER 2022

moved it down to one year from 18 months and added 4 percent increases. To get people to stay, they added more years of service, more money, and continued the Longevity clause.”

Sergeants received 18 to 22 percent increases in 2022, followed by 5 percent increases over the Officers’ wages the last three years.

Lateral Language was added so new hires receive credit for previous law enforcement work with another department. While they spend the first year at the starting wage, those with at least five years prior law enforcement employment advance to the 5-year level on the pay scale by year two.

Uniform allowance nearly doubled from $520 to $1,000. Three paid Holidays were added. Bereavement doubled from 40 to 80 hours.

Parental Time for the birth of a child was added at 80 hours. Union Stewards are paid to attend Union meetings that occur on their

Cass County Sergeants seek POLC’s help to navigate pension talks — By Jennifer Gomori, POJ Editor

C

ass County Sergeants joined the POLC in December 2021 after negotiations over proposed pension reductions hit a wall. Their former Union, Fraternal Order of Police (FOP), represented them during their past three bargaining agreements, but when their current agreement expired Dec. 31, 2020, their Employer began pushing hard for major pension reductions.

“The final straw was actually during contract negotiations when we were able to get FOP to admit that they had been meeting with the County administration without our knowledge,” said Jason Pompey, Local Union Steward. “They basically struck up a deal with the County administration and FOP told the County, ‘This is what we think you need to offer them.’”

“When our unit said ‘No’ FOP became outraged,” Pompey said.

“This is the most important contract we will go through in our careers. This is about our pension. I cannot fight the County and fight on every front by myself … We need people in our corner trying to do what’s best for us when we go to the County on this.”

So Pompey reached out to a POLC contact he had previously spoken with, former Membership Services Rep. Fred LaMaire, when the group decided to move from the Teamsters to FOP a few contracts back.

“During our last union change, I was pushing for POLC, but one of my colleagues found FOP and liked that they were nationally recognized,” he said.

Pompey expressed objections about a national group not having very much concern for a their smaller unit. “I had Fred’s number stored in my phone,” he said. “I knew sooner or later this was going to happen, so I said, ‘I need to keep POLC’s information handy.’”

Pompey was sorry to hear LaMaire had passed away, but was still set on reaching POLC. “One of the local agencies has POLC and they are doing great with their contracts. They even have a COLA in their contract,” Pompey said of Dowagiac Police. “I talked to some of their guys and they speak very highly of POLC. I said, ‘We need to get on board with POLC and their representation. They’re doing something right.’”

The six-member group rejected the County’s proposal to freeze their Defined Benefit (DB) plan, which is currently 25 years of service with the ability to retire at any age and go to a Defined Contribution (DC) plan. They attempted to negotiate a one-year contract extension, but the Employer wasn’t interested. “The County did a retirement MERS presentation then stated to us that they wanted to make this switch from a DB plan to a DC plan. They were basically telling us to come to the table with what it would take to make the switch to their proposed DC plan,” Pompey said. “We had several meetings like that and we continued telling the County we are not interested. FOP said they were calling for our unit to vote on the presented proposal and we voted it down.”

“Instead of the County keeping current Employees in their DB plan and signing over new Employees to a DC plan, the County wants current Employees to freeze their DB and switch to a DC plan,” Pompey said. “I’m six years away from retirement. I’d lose $1,400 to $1,600 a month for the rest of my life. I still loose over $1,000 per month under the best case scenario that anybody’s offered me and yet this is supposed to be so good for me.”

After failed negotiations, the two sides were at an impasse. “We are a year out of contract right now,” he said in December 2021. “I started working with my unit on changing unions. Before (the Employer) could file for arbitration, we got the paperwork to change Union leadership. After we turned in the cards, the County said, ‘We’re at an impasse and you can take up all labor issues with the County attorney at this point.’”

Recently, other County unions have begun contract negotiations, Pompey said, and the Employer has planned to bring in MERS to breakdown the cost comparisons between the DB and DC plans.

However, to date no meetings have been scheduled, he said.

“We have an unfunded liability. We’re on a payback plan,” Pompey said. “My Union pays 36 percent … into the retirement. For every dollar they give, they owe 36 cents to retirement. If they make this switch, that cost will go to 51 cents. You’re going to spend twice as much on something they currently afford.” d

Exceptional Raises

Sick Time payout at retirement more than doubled. The 50 percent payout went from 720 hours maximum to 1,660 hours maximum.

“We didn’t give anything up. We didn’t go backwards anywhere,” Alexander said. “We were having to hire people and they finally recognized if they’re not going to be competitive in the market, guys are going to apply elsewhere. Looking at the surrounding areas, we were well behind and this brought us up where we need to be. We’re in the ballpark with everybody else and we have a good pension and healthcare. It should entice some applicants.” d

continued from page 10

scheduled work days. Formerly, Employees had to use PTO. Employees are rewarded for Longevity, which was maintained at 1 percent after 5 years up to 5 percent of base pay after 20 years.

This amounted to significant increases on top of their raises. Those with 15 years of service receive 40 hours of additional Vacation Time, instead of the former 8 hours, for a total of 200 hours of Vacation Time at 15 years.

www.polc.org

• 11

Member News Winter Contract Settlements

— As reported by POLC/GELC Labor Representatives

Alcona County Dispatchers

• New three-year agreement expires Dec. 31, 2024.

• Wages: 3% effective Jan. 1, 2022.

3% effective Jan. 1, 2023.

3% effective Jan. 1, 2024.

• Fringe Benefits: Steward and Alternate Steward will receive paid days off to attend the POLC/GELC Annual Conference. Shift premiums increased from $.15 cents per hour for afternoons to $.50 cents per hour and from $.25 cents to $1 per hour for midnights. Additional family members were added to Bereavement Time.

• Retirement: Employer will pay 1% additional lump sum into the DC plan in 2022 on top of the Employer’s current contribution. In 2023 and 2024, the Employer will contribute 2% additional lump sum payments into the DC plan over the current contribution.

• Bargaining Team: Local Union President DeAnna McKenzie and Jessica Bolanowski aided by POLC Labor Representative Christopher Watts.

Barry County Deputies

• New five-year agreement expires Dec. 31, 2025.

• Wages: 2% effective Jan. 1, 2021.

2.25% effective Jan. 1, 2022.

2% effective Jan. 1, 2023.

2.25% effective Jan. 1, 2024.

2% effective Jan. 1, 2025.

• Retirement: Eliminate stipend of up to $250 per month earned according to years of service toward County health care plan (25 years = $250). Replace it with $30 per month into Healthcare Savings Plan, which can be spent on any eligible health care expenses. Current Employees were paid out based on a formula created by the Employer to compensate for all earned time under the previous years of service plan. This removed the liability going forward for the Employer, making it a pay as you go system, while paying Employees the amount they would have received under the old plan to date. These one-time payouts ranged up to $16,000 per Employee depending on years of service.

• Bargaining Team: Bill Romph, Robert Fueri and Elliot Hauser aided by POLC Labor Representative John Stidham.

Cheboygan County Corrections

• New three-year agreement expires Dec. 31, 2024.

• Wages: 3% effective Jan. 1, 2022.

3% effective Jan. 1, 2023.

3% effective Jan. 1, 2024.

• Fringe Benefits: Shift differential increases from $.35 cents to $.50 cents per hour. Sick Time accumulation for duty death established at 100% to beneficiary.

• Health Care: Employee’s family insurance coverage is added 30 days after hire date. Previously, Employees had to wait one year to have family health insurance.

• Bargaining Team: Chris Parsons and Mari LaCross aided by POLC Labor Representative John Stidham.

12 • WINTER 2022

Eaton County Youth Home

• New three-year agreement expires Sept. 30, 2024.

• Wages: 2% effective Oct. 1, 2022.

2% effective Oct. 1, 2023. ® 2% effective Oct. 1, 2024.

• Fringe Benefits: $1,500 one-time payment from the American Rescue Plan federal funding. Bereavement Leave increases from 3 days to 5 days. Added 4 hours of funeral leave for an Employee in their department. Removed the weekly cap of $425 for Sick and Accident insurance payouts. Instead of a flat amount, Employees now receive 66% percent of their pay, which amounts to an increase for many Employees. Sick and Accident eligibility time to collect benefits increased from 30 days to 180 days.

• Bargaining Team: Sampson Burman aided by GELC Labor Representative John Stidham.

Frankenmuth Patrol

• New three-year agreement expires Dec. 31, 2024.

• Wages: 3% effective Jan. 1, 2022.

3% effective Jan. 1, 2023.

3% effective Jan. 1, 2024. *The wage scale was reduced down to 48 months to reach top pay. Previously, Employees had to work 5 years (60 months) to top out.

• Fringe Benefits: Officers hired before Jan. 1, 2009 are able to bank up to 80 hours, but cannot carryover any hours into the next year. Officers hired after Jan. 1, 2009 can bank 40 hours and carryover 40 hours into the next year.

All are paid for unused Comp Time at the end of the year. PTO accrual time increased for Employees hired after Jan. 1, 2009 to accommodate 10-hour days instead of 8-hour days. PTO can now be used after the first 30 days.

Previously, Employees had to wait one year to use PTO. PTO can be used in less than half-day increments with approval. Presidents Day was added as a paid Holiday. The Employer approved up to two paid days off to attend the POLC/GELC Annual Conference for Stewards and Alternate Stewards. Bereavement pay was added for spouses. Short-term Disability was changed from a fixed dollar amount to a percentage, which benefited Employees.

• Health Care: Switched to MESSA insurance, which provides such a savings for the Employer that they opted against an earlier proposal to pro-rate the premium costs for dependents between ages 19 to 26.

• Retirement: For Employees in the second tier, hired after Jan. 1 2009, the Employer is contributing the equivalent of 5% of each Employee’s total wages into the Defined Contribution plan. Previously, the Employer made no contribution to the pension plan.

• Bargaining Team: Chief Steward David Danielson aided by POLC Labor Representative Christopher Watts.

Kalkaska County Command

• New three-year agreement expires Dec. 31, 2023.

• Wages: 7% effective Jan. 1, 2021.

3% effective Jan. 1, 2022.

2% effective Jan. 1, 2023. *Wage increase is retroactive to Jan. 1, 2021.

• Fringe Benefits: Meal reimbursement for meals purchased outside of the County increases to $38 per pay period. Clothing allowance increased from $400 to $500 per year.

• Health Care: Opt-out pay for healthcare insurance increases from $200 to $250 per month.

• Bargaining Team: Scott Griffith and Kevin Schaub aided by POLC Labor Representative John Stidham.

Kalkaska County Patrol, Dispatch & Corrections

• New three-year agreement expires Dec. 31, 2023.

• Wages: 7% effective Jan. 1, 2021.

3% effective Jan. 1, 2022.

2% effective Jan. 1, 2023. *Wage increase is retroactive to Jan. 1, 2021. Lump sum payment equal to retroactivity paid to Corrections unit upon ratification.

• Fringe Benefits: FTO’s receive one hour of Overtime for each shift spent training Employees. Meal reimbursement for meals purchased outside of the County increases to $38 per pay period. Clothing allowance increases as follows: $400 to $500 per year for Deputies. $300 to $400 per year for Corrections. $200 to $300 per year for Dispatchers.

• Health Care: Opt-out pay for healthcare insurance increases from $200 to $250 per month.

• Bargaining Team: Todd Jones and Regan Foerster aided by POLC Labor Representative John Stidham.

Lansing Township Patrol

• New three-year agreement expires Dec. 31, 2024.

• Wages: 2% effective Jan. 1, 2022.

2% effective Jan. 1, 2023.

2% effective Jan. 1, 2024.

• Fringe Benefits: $1,000 one-time payment from the American Rescue Plan federal funding. Employees forced into working Overtime will now be equalized, instead of the lowest seniority Employee being forced into OT first.

• Bargaining Team: Dave Gubry and Randy Valoskie aided by POLC Labor Representative John Stidham.

Lansing Township Supervisors

• New three-year agreement expires Dec. 31, 2024.

• Wages: 2% effective Jan. 1, 2022.

2% effective Jan. 1, 2023.

2% effective Jan. 1, 2024.

• Bargaining Team: Aaron Lightner and Brad Braeutigam aided by POLC Labor Representative John Stidham.

Village of Mancelona DPW

• New two-year agreement expires Dec. 31, 2023.

• Wages: $2 per hour effective Jan. 1, 2022. $1 per hour effective Jan. 1, 2023.

• Bargaining Team: Craig Hart aided by GELC Labor Representative John Stidham.

Metro Police Authority of Genesee County Command • New four-year agreement expires Dec. 31, 2025.

• Wages: 2% effective Jan. 1, 2022.

2.5% effective Jan. 1, 2023.

2.5% effective Jan. 1, 2024.

2.5% effective Jan. 1, 2025.

* Lieutenants receive an additional 10 percent pay increase over top-paid Sergeants.

• Fringe Benefits: Established a 60-hour Pandemic Relief Bank, with any remaining hours carried over from year-to-year. This is separate from the current Sick Time Bank. Established Longevity Pay, which is paid annually over the course of 26 pay periods, as follows: 5-10 years = $500 10-15 years = $1,000 15-20 years = $1,500 20-plus years = $2,000 • Manning & Safety: Shift premiums were doubled from $.75 cents per hour to $1.50 per hour. Employees receive On-Call Pay as 5 hours of Comp Time bi-weekly for carrying department cell phones.

• Retirement: Employees contribution to Defined Benefit pension was raised from 6% to 7.5% per year for 2022 and 2023. In 2024 and 2025, Employees contribution is raised to 7.75% per year.

• Bargaining Team: Local Union President Sgt. Mike Murphy aided by POLC Labor Representative Christopher Hild.

Metro Police Authority of Genesee County Patrol

• New four-year agreement expires Dec. 31, 2025.

• Wages: 2% effective Jan. 1, 2022.

2.5% effective Jan. 1, 2023.

2.5% effective Jan. 1, 2024.

2.5% effective Jan. 1, 2025. * The pay scale top out was reduced from 7 years to 5 years. The first tier was dropped and all Employees, including part-time, start the scale at the second-tier level. The pay scale includes lateral transfers from other agencies with pay based on prior experience.

• Fringe Benefits: Established a 60-hour Pandemic Relief Bank, with any remaining hours carried over from year to year. This is separate from the current Sick Time Bank. Established Longevity Pay, which is paid annually over the course of 26 pay periods, as follows: 5-10 years = $500 10-15 years = $1,000 15-20 years = $1,500 20-plus years = $2,000 • Manning & Safety: Shift premiums were doubled from $.75 cents per hour to $1.50 per hour. Detectives with take home vehicles will receive 2 hours of Paid On-Call time for each week they’re on call.

• Retirement: Employees contribution to Defined Benefit pension was raised from 6% to 7.5% per year for 2022 and 2023. In 2024 and 2025, Employees contribution is raised to 7.75% per year.

• Bargaining Team: Local Union President Nik Paul, Vice President Steve Fisher and Alternate Steward John Badal aided by POLC Labor Representative Christopher Hild.

Midland Police Command

• New three-year agreement expires June 30, 2024.

• Wages: 2% effective July 1, 2021.

2.5% effective July 1, 2022.

3% effective July 1, 2023.

• Fringe Benefits: Voluntary Time Off for voluntary service for non-profits or educational organizations can be used in one-hour or more increments.

Continued on page 14

www.polc.org

• 13

Member News Contract Settlements Continued from page 13

Midland Police Command continued Residency requirement changed from a 25-mile to a 45-mile radius. Provide Sick Leave up to 30 days for parental care. Second shift Employees who are required to report for court hearings shall receive paid administrative leave to allow for 8 hours of rest prior to their next shift.

• Health Care: Health Care Savings Plan to change from 2% Employer contribution to 1% Employee and 3% Employer contribution.

• Bargaining Team: Chris Komara aided by POLC Labor Representative John Stidham.

Ogemaw County Command

• New three-year agreement expires Sept. 30, 2024.

• Wages: 5% over Patrol wages effective Oct. 1, 2021 for Probationary Sergeants.

8% over Patrol wages effective Oct. 1, 2021 for Sergeants.

13% over Patrol wages effective Oct. 1, 2021 for Lieutenants.

0% effective Oct 1, 2022.

0% effective Oct. 1, 2023. *Ogemaw County Patrol received a 17% pay increase up front in the first year of their 3-year contract and Command’s pay increases are added on top of that percentage.

• Fringe Benefits: Holidays and Bereavement pay was converted from a standard 8 hour shift to 8, 10 or 12 hours depending on each Employee’s assigned shift. Field Training Officers are now compensated an additional 10 percent stipend for time spent training officers. Shift premiums for both afternoons and midnights increased from $.50 cents to $1 per hour.

• Health Care: Their former Teamsters Insurance Welfare Fund, which cost a $98 monthly premium, was replaced with MESSA insurance with two plan options. This provided a cost savings for the Employer and Employees. The Health Spending Account plan has no monthly premium for Employees.

• Bargaining Team: President Dave Stahl and Lt. Doug Casselman aided by POLC Labor Representative Christopher Watts.

Ogemaw County Patrol

• New three-year agreement expires Oct. 31, 2024.

• Wages: 17% effective Nov. 1, 2021.

0% effective Nov. 1, 2022.

0% effective Nov. 1, 2023. *Changed the 20-year top out to a 5-year top out for a total wage adjustment up front.

• Fringe Benefits: Holidays were converted from 8 hours to 12 hours to match shifts. All time off is placed into one Paid Time Off (PTO) bank with a maximum of 256 hours per year. Previously, Officers were only getting 40 hours PTO up to 7 years of employment. Bereavement was changed to 12hour shifts to match shifts worked. Shift premiums for both afternoons and midnights increased from $.50 cents to $1 per hour.

• Health Care: Their former health insurance, which had a $98 monthly premium, was replaced with MESSA health insurance with a Health Spending Account (HSA) plan, which has no monthly premium. MESSA provided a cost savings for the Employer and Employees.

• Bargaining Team: President Matt Viviano aided by POLC Labor Representative Christopher Watts.

14 • WINTER 2022

Oscoda Township Police & Sergeants

• New four-year agreement expires Dec. 31, 2025.

• Wages: 14% to 23.5% for Officers depending on years of service effective Jan. 1, 2022 when compared to Jan. 1, 2021 wages. ® 18% to 22% for Sergeants depending on years of service effective Jan. 1, 2022 when compared to Jan 1, 2021 wages.

4% for Officers effective Jan. 1, 2023.

Sergeants receive 5% above Officers effective Jan. 1, 2023.

4% for Officers effective Jan. 1, 2024.

Sergeants receive 5% above Officers effective Jan. 1, 2024.

4% for Officers effective Jan. 1, 2025.

Sergeants receive 5% above Officers effective Jan. 1, 2025. *In June 2021, Employees signed a Letter of Agreement with the Employer, receiving immediate 10% pay increases across the board while still working under their prior contract. In the new contract, the pay scale was completely restructured from 18 months top out to 10 years top out. The prior contract top out was less than the new first year step. These changes resulted in a total first year pay increase of 14% to 23.5% for Officers and 18% to 22% for Sergeants.

• Fringe Benefits: Added Lateral Language for Officers with prior service at other departments. Those with at least 5 years work experience with another department will start at the first year on the pay scale, and after one year, will move to 5 years of service on the pay scale. Longevity was maintained from 1% to a maximum of 5% of base pay after 20 years, which amounted to significant increases after raises. Uniform allowance increased from $520 to $1,000 per year. Added Presidents Day, Veterans Day and Day after Thanksgiving as paid Holidays. Bereavement doubled from 40 hours to 80 hours. Added 80 hours of paid Parental Time for birth of a child. The Employer will pay for Union Stewards to attend the POLC conference and other Union meetings that occur on scheduled work days. Formerly, Employees had to use PTO for Union business. At 15 years of service, Vacation Time increased from an additional 8 hours to an additional 40 hours for a total of 200 hours of Vacation Time at 15 years.

• Health Care: Moved to MESSA PPO plan with an HSA, which allows members to save money on medical and does not cost anything extra when they don’t have medical costs. Improved dental and vision plans. The Township contributes $1,400 to the HSA annually for family coverage and $700 for single coverage.

• Retirement: Sick Time payout at retirement increased from 50% maximum up to 720 hours to 50% maximum up to 1,660 hours.

• Bargaining Team: Local Union President Greg Alexander, Vice President Kevin Hart and Treasurer/Secretary Danny Gallahar aided by POLC Labor Representative Christopher Watts.

City of Otsego Police Officers

• New three-year agreement expires June 30, 2024.

• Wages: 1.4% effective July 1, 2021.

Wage reopener effective July 1, 2022.

Wage reopener effective July 1, 2023.

• Fringe Benefits: Remove residency requirement. Sick Leave use expanded to include care for parents and spouse’s parents. Vacation requests must be approved or denied within 2 weeks of request.

• Bargaining Team: Michael Gudith aided by POLC Labor Representative John Stidham. d