The Police Officers Journal Winter 2023

The Police Officers J urnal

ON THE INSIDE:

Police Cadets honored with Weiler, Birnie Scholarships – Pgs. 2-5

Save the Date for 2023 POLC/GELC Annual Conference – Pg. 3

Unions welcome new units – Pgs. 6-8

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

Flat Rock Police Dept.

VICE CHAIR: Brian McNair

Chesterfield Township Police Dept.

Greg Alexander

Oscoda Township Police Dept.

Leigh Golden

Flint Police Dept.

Ryan Strunk

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

Macomb Police Academy honors 2 leaders with Weiler Scholarship Awards

— By Jennifer Gomori, POJ Editor

Two Macomb Community College Police Academy graduates were selected to receive Richard R. Weiler Scholarship Awards for taking the lead and inspiring their fellow classmates. Garrett Lauzon and James Lietzow were honored with the $500 Awards during Macomb Police Academy’s graduation ceremony Dec. 19, 2022. They were among 11 pre-service cadets who paid their way through the academy. The remaining 11 graduates were in-service cadets.

The Richard R. Weiler Scholarship Award, which is sponsored by the Police Officers Labor Council (POLC), is given twice yearly at the discretion of the college police academy to graduates who have not been sponsored by any police agency. To qualify for the $500 Award, cadets must pass the Michigan Commission on Law Enforcement (MCOLES) Standards licensing test and meet MCOLES employment standards to become licensable as Michigan Law Enforcement Officers.

“Both of these cadets have been amazing to watch grow into future public servants,” said Michael Ciaramitaro, Macomb Police Academy Director. “They have become disciplined and professional, and are outstanding examples of what our future law enforcement professionals should be!”

GARRETT LAUZON

Garrett Lauzon, 21, graduated from the academy with an 89.86 percent grade point average. He earned two associate degrees at St. Clair County Community College — one in Mechatronics (mechanical and electrical engineering) and his second in Criminal Justice Generalist.

“I started going to college at the age of 16, full-time. I was able to that,” Lauzon said. “My dad is in engineering so I thought I’d do what he does. When I was going through school, I thought I would like to help others — change someone’s life for the better and have a more fulfilling career — so, I switched over to Criminal Justice.”

By 2020, he started working part-time as a Henry Ford Macomb Hospital Security Officer. In 2021, he was also hired as a part-time Cadet with Marysville Police Department

“I wanted to see if I would enjoy the atmosphere and enjoy the job,” Lauzon said of his position with Marysville PD. “I really enjoyed it. I fit in real well and I felt like it was the right spot for me.” So he returned to college to pursue his Criminal Justice degree while working both jobs.

“Also, in Marysville, they are transferring over to Public Safety,” Lauzon said. “I was offered to go

Photo courtesy of Macomb Police Academy

POLC Deputy Director Jim Stachowski (center) congratulates Richard R. Weiler Scholarship Award recipients Garrett Lauzon (left) and James Lietzow (right) at the Macomb Police Academy graduation Dec. 19, 2022.

to St. Clair County Fire Academy and they would pay tuition. I worked two part-time jobs and went to the fire academy at night. I graduated with my associate degree the month before.”

He graduated the fire academy and completed his Criminal Justice degree by June 2022. “I had two months off and started police academy in August,” Lauzon said. “That’s when I stopped working in Marysville and the hospital.”

Lauzon was hired by Macomb County Sheriff’s Office immediately after the academy. The newly hired Deputy began work Dec. 20, 2022. Lauzon is the second in his family to join law enforcement. His uncle, Kevin Nowhisky, is a St. Clair County Sheriff’s Deputy and School Resource Officer.

“Cadet Lauzon was nominated by several of his fellow cadets for the MCOLES Outstanding Leadership Award, the most prestigious award in the academy,” Ciaramitaro said.

While he did not receive the MCOLES Award, he was appreciative of the nomination. “I like helping others and taking charge in some situations,” Lauzon said. “I just try to help if anyone is struggling, no matter what.”

Lauzon was honored and thankful for the Richard R. Weiler Scholarship Award.

“It was cool being recognized with the (Weiler) Award,” Lauzon said.

“I had to take out a pretty big loan for the police academy because I couldn’t work during the academy. It helped with my school loan payment and my bills because I live on my own, with my fiancé.”

JAMES LIETZOW

Weiler Scholarship Award recipient James Lietzow, 25, is living up to his namesake. He’s the third James Lietzow in his family to pursue a career in Law Enforcement.

His father, James Lietzow, is a U.S. Customs and Border Patrol Officer and his paternal grandfather, James Lietzow, is a retired Customs and Border Patrol Officer. But, that’s only half the story. Cadet Lietzow’s maternal grandfather, Brian Brunnette, is a Detroit Police Department veteran and his uncle, Jeff Lietzow, is a Michigan State Police Trooper Lietzow, who graduated Macomb Police Academy with an 86.31 percent grade point average, was immediately hired as a Troy Police Officer after graduation. He received his associate degree in General Studies from Macomb Community College.

Lietzow, like Lauzon, was also a source of motivational leadership for the class.

“He has demonstrated his leadership through his physical abilities and dedication to fitness,” Ciaramitaro said. “He has been consistent in his encouragement of his fellow cadets in this and other areas.” d

Collin Birnie Award recipient begins second career in law enforcement

— By Jennifer Gomori, POJ Editor

At a time when potential Law Enforcement Officers are departing agencies across the nation in record numbers, Curt June is starting his second career as a Police Officer. The 48-year-old retired teacher was honored with the $500 Collin Birnie Scholarship Award during the Dec. 19, 2022 graduation ceremony at Law Enforcement Regional Training Academy (LERTA)

“He was the highest scoring pre-service scholastic achievement recruit,” said LERTA Training Director Lt. David Livingston.

The Collin Birnie Scholarship Award, which is sponsored by the Police Officers Labor Council (POLC), is awarded twice yearly at the discretion of the college police academy to graduates who have not been sponsored by any police agency. 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.

June graduated with a 93.5 percent grade point average and was one of four pre-service cadets in a graduating class of 27 from LERTA, at Mott Community College. “There are 27 recruits, so it’s a big class,” said Kitty Severance, LERTA Staff Assistant.

He was sworn in by Lapeer County Sheriff’s Office Dec. 22, 2022 and started working as a full-time Deputy in January 2023.

“I’ve been a Reserve Deputy for nine years with Lapeer County,” he said. “I taught for 25 years and retired from teaching at North Branch High School.”

June received his bachelor’s degree in Secondary Education from Western Michigan University and master’s in Education from Marygrove College.

“After being a Reserve for nine years, it just felt right to do something else and still help people in the community,” he said. “There still is a necessity for officers and I feel that it’s a position you can help your community both in good times and in bad times.”

After graduation, June was interested in finding out more about Birnie. The Flint Police Captain, who served as his Local Union President and a POLC/GELC Executive Committee member, was killed in a two-vehicle crash in February 2022.

“I got online and found out who he was and where the award came from,” June said. “That will help with some expenses I paid out while I was going through the academy.”

He was honored to receive the Birnie Scholarship Award and said he was planning to write a letter of appreciation to the POLC.

“It’s going to help with everything,” June said. “I’m very appreciative of the award and grateful that I’ve received it.” d

Weiler Scholar excels in police academy

— By Jennifer Gomori, POJ Editor

Adam Groat left quite an impression on his police academy trainers and classmates, which earned him the Richard R. Weiler Scholarship Award and several others at graduation Nov. 10.

“The class voted him Captain the last four weeks of the academy. I had him serve as Captain in weeks four to eight,” Wayne County Regional Police Training Academy (WCRPTA) Director Anthony Mencotti said. “He was an outstanding leader. He’s the type of person who brings his very best effort. He does an awesome job mentoring the other recruits. He’s a great team player, very respectful. The guy is totally self-motivated and worked extremely hard every day, academically, mentally, physically.”

The 23-year-old WCRPTA Cadet graduated at the top of his class and took home the $500 Richard R. Weiler Scholarship Award, which is given to an academy selected non-sponsored recruit. He was among the 14 pre-service cadets in a graduating class of 40.

“He’s our number one academically in the class with a 96.4 percent (grade point) average,” Mencotti said. “He’s the number one physical person in the class, so he got the Ironman Award and because of that he will get the Nehasil Award ($250). Also, he’s going to get the Chief’s Outstanding Award ($500) — that is from the coordinators

and myself. He’s getting a ton of awards.”

The Chief’s Outstanding Award compares the top eight pre-service cadets, rating them in leadership, demeanor and their history before coming to the academy. Groat also received the $270 Kehrl Scholarship for Excellence and Academics; $2,500 Michael Krol Scholarship; and the $2,500 Patrick O’Rourke Scholarship

“He’s number two in defensive tactics, and number three in emergency vehicles operations driving,” Mencotti said. “He’s going to walk away with a lot, but he deserves everything. He does a fantastic job.”

Three of the scholarships are in memory of WCRPTA graduates: Livonia Officer Larry Nehasil (EOW Jan. 17, 2011); West Bloomfield Sgt. Patrick O’Rourke (EOW Sept. 9, 2012); and Officer Michael Krol, one of five Dallas, Texas Officers assassinated during protests in July 2016.

“(Krol) was a recruit that came through Wayne County Regional Police Academy,” Mencotti said. “His family established the scholarship last semester.”

“The Weiler Award, as well as any award, is more than pleasing when you get them,” Groat said. “To me nothing means more than getting awarded and acknowledged monetarily. It helps recoup some of the

Continued on page 6

LERTA graduate Curt June received the Collin Birnie Scholarship Award.

Weiler Scholarship awardee stands out in largest Oakland Academy class

— By Jennifer Gomori, POJ Editor

As part of the largest graduating class in the history of Oakland Police Academy, Amy Losey was especially honored to receive the Richard R. Weiler Scholarship Award.

“The class we had was really spectacular so to be the recipient of the Award was definitely an honor,” she said. “I wasn’t expecting anything, so it was really cool to be chosen in a class that size. It’s definitely taken off some the financial burden.”

The $500 Weiler Scholarship Award is sponsored by the POLC. It’s awarded at the discretion of the police academy to graduates who have not been sponsored by any police agency. 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.

Losey earned a 94.8 percent grade point average. She was among 65 graduating cadets on Dec. 8, in a class that included 39 who were sponsored by police agencies and 26 pre-service cadets.

She served as a squad leader in the Academy, a role she was prepared for by her experience as a U.S. Army Military Police Officer from 20072012. Deployed during Operation Iraqi Freedom as a gunner, she also served as a semi-covert Drug Suppression Team Investigator at Fort Drum, Criminal Investigation Division

“On day 1 of the police academy, I was selected, along with five others, to serve as a squad leader,” she said. “Some of my responsibilities included: maintaining accountability of the 10 members of my squad; disseminating information provided by the instructors; and being their

first line supervisor to address any issues they had. Being a squad leader was a very rewarding position and I appreciate the opportunity that my role afforded me.”

“She consistently demonstrated leadership skills, integrity and a committed work ethic,” said Oakland Police Academy Director David Ceci. “Amy also showed a great deal of empathy and compassion for her fellow classmates while also being a firm leader ensuring academy standards were met.”

Losey left the military in 2012 to have children and stay home with them. She’s also filled that time volunteering. “I am the Vice President of the Parent Teacher Organization at my children’s school, a Girl Scout Troop Leader, and a Troy Youth Soccer League Coach. Giving back to the community is important to me and my family,” she wrote in a letter of appreciation to the POLC.

“She is just an overall decent person,” Ceci said. “She is someone you enjoy talking and working with. In a class of some very standout individuals, she was one of the shining examples in the academy.”

Losey also received the $500 Leroy and Carole Salowich Scholarship. She earned her Bachelor of Arts degree in Psychology from Oakland University and plans to use her Weiler Scholarship Award to further her education in a year or two. Right now she’s focused on her new position with Troy Police Department, where she began work Jan. 9, 2023.

“This scholarship means a lot to me, and your generosity has inspired me to pursue my master’s degree in Criminal Justice,” she wrote to the POLC. “I will work very hard to be a life-long learner and give back to my community. One day, I would like to be able to provide financial relief to students in my position. I greatly appreciate your support.”

RECORD GRADUATING CLASS

POLC-represented Bloomfield Hills Department of Public Safety benefitted from Oakland Police Academy’s record-setting graduating class. “Bloomfield Hills Public Safety had three sponsored cadets. We’re fully staffed right now, so we’re really lucky,” said Bloomfield Hills Police Captain Jeff Gormley, a POLC Executive Committee member. “There were a lot of sponsored candidates. It was great to see the diversity in the academy as well.”

“We started with 67 in this class and graduated 65,” Director Ceci said. “We had 14 females in this class. Honestly, our classes are usually in the 50s, so this wasn’t that much larger, but part of it is word of mouth. The students know I am invested in them; the instructors are invested in them. We care about them and their success.”

Losey couldn’t agree more and expressed her sincere gratitude.

“The instructors and the Director have been just phenomenal,” she said. “They were really knowledgeable and passionate about what they do every day and it showed. In a graduating class of 65 future officers, they helped each of us in different ways. With the way policing has changed over time … I feel like the Director and instructors are just doing a really great job staying up with times and training future police officers.” d

Photo courtesy of Oakland Police Academy POLC Deputy Director Jim Stachowski (left) presents the Richard R. Weiler Scholarship Award to Oakland Police Academy graduate Amy Losey (center), with Academy Instructor Keith Waller.

New Units

POLC service ‘personal’ for small unit

— By Jennifer Gomori, POJ Editor

In her 34-year law enforcement career with multiple agencies, Tittabawassee Township Police Officer Julie Nagel has been particularly impressed by one Union — the Police Officers Labor Council (POLC).

“We had POLC up in Gladwin County (Sheriff’s Department) when I was there and they still have them,” said Nagel, the Local Union Chief Steward. “You don’t just hear from them every three or four years when there’s a contract. It’s a very personal experience. I’ve always had good contact and success with their Union representation.”

The POLC even got Gladwin County Deputies, who had been terminated for unsubstantiated reasons, their jobs back. Tittabawassee Township Full-time Patrol Officers, formerly represented by the Fraternal Order of Police (FOP) for over a decade, switched Unions in September 2022.

“We were locked into a six-year contract. We had to wait until our three years were up,” Nagel said. “It was a unanimous unit decision to switch to POLC. In April (2023), we’ll be down to two years left.”

In the meantime, FOP signed off on POLC taking over full representation of the group and unit members are pleased with the experience.

“We had everybody in the POLC in Gladwin — Corrections, Dispatch Supervisors and Deputies. We probably had around 50 members there,” she said. “Being in a six-man department still feels just as important with the representation we are currently getting with the agent we have. I think you need to treat small departments the same as those that have 50 to 100 officers. We want to feel that we are important and we mean something.”

Nagel, who began her career as a Part-Time Tittabawassee Police Officer in 1988, was hired full-time by Gladwin County Sheriff’s Office a few months later. Over the years, she’s worked part-time for other area departments. In 2004, she retired as a Gladwin County Sergeant, under an excellent pension agreement negotiated by the POLC and returned to Tittabawassee as a Full-Time Officer.

“The department decided it was time for a change and everybody’s

Weiler Award recipient

continued from page 4

monetary amount spent on the academy. I’m appreciative for not only that one, but for all of them.”

Attending the academy from 6:30 a.m. to 6:30 p.m. weekdays left no time for a job. “If it was weekends, I was studying for academy. On weekdays, I was shining my shoes, making my lunch and getting enough sleep,” Groat said. “I didn’t have any income for the entirety of the academy. The awards were especially helpful for jump starting a career and getting everything you need for equipment.”

Groat received his Criminal Justice bachelor’s degree from University of Michigan Dearborn. He was hired by Wyandotte Police Department immediately after graduation, joining his father, Wyandotte Det. Sgt. Ken Groat and brother, Wyandotte Officer Tyler Groat.

“I’m thankful for the instructors and the staff as well because none of it would have been possible without all of them giving us the training and tools to be out there,” Groat said. d

been extremely happy with POLC,” Nagel said. “They do everything in a timely manner, including getting us enrolled very rapidly in the legal defense insurance. You pay an extra $5 a month for the legal defense. To be honest with you, nobody in the department has ever heard of such a coverage prior to be represented by POLC. We have been very happy with the information that gets forwarded to us rapidly and the personal contact.”

POLC Labor Rep. Christopher Watts made quite an impression on the unit years before they joined. “(Chris) wasn’t our representative at the time, but the guy has constantly reached out, communicated and just checked in, seeing how things are going,” Nagel said. “He’s a caring person and maintains communication with the persons he represents or doesn’t represent. When I met Chris Watts, he also represented other departments that I know, so that was a factor in our decision for changing. They had nothing but positive things to say about POLC.”

“I represent Richland Township, Essexville Public Safety, Hampton Township (Police), Frankenmuth (Patrol) and several other units within Saginaw and Bay counties and I look forward to representing the members of Tittabawassee Township Police,” Watts said.

Nagel noted that some of the new hires had never met their FOP Union representation. “There’s never been more of a time where strong Union representation is needed,” she said. “Officers want to be assured more than ever because of the change in times. Unfortunately the trend in law enforcement is there just seems to be more police officers being prosecuted and criminally charged for doing their jobs. That’s why cops are retiring and not getting back into this field.

“I think you’ll be seeing a lot of departments switching over (representation),” Nagel said. “They’re going to want more personal contact. They want to know they’ll be represented when the time comes. There’s not a doubt in my mind that POLC will represent us to the best of their ability if the need arises.” d

WCRPTA graduate and newly hired Wyandotte Police Officer Adam Groat (right) celebrates academy graduation with his father, Wyandotte Det. Sgt. Ken Groat (center), and his brother, Wyandotte Police Officer Tyler Groat.

New Units GELC provides ‘fantastic’ first contract for City of Orchard Lake Employees

— By Jennifer Gomori, POJ Editor

City of Orchard Lake Village Employees is a smaller represented unit, but that doesn’t mean they should take a number when it comes to being heard. Unfortunately, that’s how they felt when their AFSCME Union Representative changed in 2022.

“We got switched over to her from another guy at the beginning of the year,” said Michael Lee, City of Orchard Lake Employees Local Steward, of their American Federation of State, County and Municipal Employees (AFSCME) Rep. “She wouldn’t return phone calls. She wouldn’t respond to our questions. It was an absolutely awful experience. We never even got a chance to meet her. It took her over a month to respond to my email and that email said ‘Call my cell.’”

The six-member unit, made up of clerical and Department of Public Works (DPW) Employees, finally gave up. On Nov. 1, 2022, they unanimously elected the Governmental Employees Labor Council (GELC) to represent them after hearing good things about POLC/GELC Labor Rep. Chris Hild, who represents City of Orchard Lake Village Police Officers.

“One of my really close friends also works for the White Lake (Township) Police Department, and Chris represents them too,” Lee said. “Chris was the main reason why we switched because of the referrals he had.”

The payoff was swift and profitable. The group settled their first GELCrepresented contract before the end of the year, receiving significant pay increases. Their new three-year bargaining agreement resulted in a

whopping 21 percent increase in total pay for clerical staff, the Assistant City Clerk and the IT Specialist. They received the first 15 percent of that pay boost effective Jan. 1, 2023.

“For the whole unit and myself, the best part of the contract was mainly the wage increases — especially getting our clerical staff up where they were supposed to be,” said Lee, the DPW Foreman, speaking of comparing clerical pay to neighboring cities. “We were all on the same page for the most part.”

The DPW Foreman received a noteworthy 12.5 percent raise in pay over the next three years, with a six percent increase effective Jan. 1, 2023. DPW Employees received a nine percent increase in pay over the contract term, which expires Dec. 31, 2025. The Employer also provided a $500 annual increase to each Employee’s Health Savings Plan, raising the contribution from $2,000 to $2,500.

Lee described their unit’s experience with GELC as “fantastic” and said the entire negotiations process went smoothly.

“We’ve got no complaints. Honestly, Chris just did his thing and we were able to make a bunch of meetings happen in a short amount of time and everybody just agreed and life was good,” Lee said. “Our City Council has a lot of respect for Chris. He’s one of those guys that explains things to you so you understand. I’m not trying to say he’s Superman, but … Chris is very good at what he does.” d

Rochester Patrol switches to POLC for dues set by member-elected board

— By Jennifer Gomori, POJ Editor

Rochester Patrol Officers were getting tired of being docked for wage increases by their Union, so when they learned the POLC handled their dues much differently, they opted to switch representation. After spending well over a decade represented by the Police Officers Association of Michigan (POAM), the group voted unanimously, 10-0, in favor of the POLC representing them.

“I think it was the structure of the organization itself,” said Local Union President Michael Knight of the reasoning behind the change in representation. “We were just a little frustrated with the structure and how every time we would negotiate a better benefit, they would raise their dues yearly. Every time you get your yearly raise, their union dues are a percentage of your pay.”

Rochester Patrol Officers were drawn to the Police Officers Labor Council (POLC) after being informed that POLC members elect their governing Executive Committee, which sets the dues rates.

“We liked how POLC has a board made up of dues-paying contributing members and they decide when the dues go up,” Knight said. “It’s not based on an arbitrary administrator’s decision.”

The 22-member group officially became POLC members Nov. 1, 2022, well before their bargaining agreement expires.

“Our contract is up at the end of June (2023),” Knight said. “So, POLC is representing our bargaining unit as a whole, with the current contract and any sort of discrepancies with the City. It’s kind of a one-stop shop.”

Knight was impressed with the professionalism displayed by the POLC Deputy Director during his initial contact with the Union.

“My experience has been good. I met with Jim Stachowski originally and he kind of gave me his spin on things,” Knight said. “He didn’t come in and try to disparage POAM. He laid out how (the POLC) operates, what we can expect — just the pertinent information we needed.”

Stachowski and Executive Director Rob Figurski provided an impactful formal presentation to the group as a whole. Following their vote approving the POLC, Knight met with their newly assigned POLC Labor Representative Chris Hild.

“(The POLC) seems much more approachable,” Knight said. “It seems to me like anytime I’ve had a question or was curious about something, it’s much more customer-service oriented. So, so far so good.” d

Van Buren Deputies contract ‘best they’ve seen’

— By Jennifer Gomori, POJ Editor

Van Buren County Deputies joined their comrades in Command and Corrections seeking representation with the Police Officers Labor Council (POLC) and members were wowed by their first POLC-negotiated contract.

“Command was already on board with POLC as were our Corrections unit. It just seemed to make more sense,” said Derek Weldon, President of Van Buren County Deputies Local Union. “Everybody seems to get along better. Deputies (used to) feel they weren’t represented very well. Everybody now gets along pretty well.”

The nearly 40-member group voted to part ways with the Police Officers Association of Michigan (POAM) in August 2022.

“Between people leaving, retirements and new hires, our group is in the high 30’s maybe 40 members,” Weldon said. “We had a couple major incidents. I didn’t feel they represented us very well. It could’ve been done better. With Command and Corrections, they’re really happy.”

Weldon was put in touch with POLC Labor Representative Dave Thomas who settled the group’s bargaining agreement effective Jan. 1, 2023. He complimented Thomas on his stellar communication skills. “I’m very impressed. Dave has been very receptive, getting back to me, checking in,” Weldon said.

Members were more than impressed with their new contract. They received an adjustment/increase of $2 per hour for their pay scale steps upon ratification, followed by a 6 percent wage increase effective Jan. 1, 2023. The three-year agreement includes two additional 3 percent wage increases on Jan. 1, 2024 and Jan. 1, 2025.

“The response I’m getting so far everybody is saying this contract is the best they’ve seen,” Weldon said. “Definitely the wage compensation was major. They’re used to 2 percent, 2 percent, 2 percent across the board. Everybody was very happy with the wage increase.”

The increases Thomas negotiated make their department an attractive place for new hires. “The increases are getting us up where we needed to be,” Weldon said. “Other departments are offering pretty significant compensation. So, just having a competitive wage scale for retention and recruitment, as are all the other departments nationwide who are trying to get people and retain them.”

An added attraction is their more flexible PTO usage and greater PTO payouts. Previously, Deputies had to use or lose 65 percent of the PTO they accrued in any given year and were limited to cashing out 375 hours out of a maximum of 1,000 hours they could accrue. Now, they no longer have required PTO usage in the same year. Instead, they can roll it over to the next year and can cash out up to 500 hours.

“It was hanging a lot of newer folks up so it was not worth it,” Weldon said. “My reason during negotiations was if you have a new hire and they plan to start a family or get married, they need to bank that time. Our Sheriff is awesome. He totally supports his guys and gals and that’s been helpful during the entire process.”

Employees also received a $50 monthly boost in health care opt out pay, which is now $200 per month. They received Juneteenth as an additional paid Holiday and newly added minimum call-in pay for Special Assignment Team activation. Previously, Special Assignment Team members were paid nothing if they were called to a scene, but no longer needed once they arrived. Now, Special Team assignments must be paid a minimum of two hours of straight time followed by OT for any additional hours.

“One big thing I fought for is call-in pay for Deputies for special assignments,” Weldon said. “A lot of times, being close to the lakeshore, we activate our Dive Team to the location and in 30 minutes the missing person is found. We wanted a minimum amount of pay.” d

Van Buren Dispatchers receive 12% raises

— By Jennifer Gomori, POJ Editor

Van Buren County Dispatchers became the fourth County unit to join the POLC, after hearing County Road Patrol Deputies were joining the Union.

Van Buren County Dispatchers made the switch from Police Officers Association of Michigan (POAM) to the POLC in August 2022, along with the County Deputies. The POLC has been representing Van Buren County Command for decades and County Corrections Officers since 2013.

“I was hearing rumors that Road Patrol Deputies were switching to POLC, so I asked their Representative what was going on,” said Christine Mortimer, Van Buren County Dispatchers Local Union President. “Our Representative that we had from POAM wasn’t being helpful. Given all the positive comments being made about POLC being more helpful, I presented it to the members.”

Initially, the 13-member unit was interested in merging into one bargaining unit with the Deputies. Their opinion changed after POLC Labor

Representative Dave Thomas explained the importance of autonomy.

“I was thinking strength in numbers. I talked with Dave and he said that, ‘In this case, you really want to keep your own unit,’” Mortimer said. “I think one of the biggest reasons why is because we have issues unique to Dispatch that the Road Patrol doesn’t have. I think he was concerned, if we merge with Road Patrol, none of our needs would be met.”

Thomas helped the group obtain vast improvements in their wages. In their first POLC-negotiated bargaining agreement, effective Jan. 1, 2023, they received an immediate 6 percent boost in pay, followed by 3 percent increases in the second and third years of the contract.

“A 12 percent pay increase is better than the 6 percent we normally get,” Mortimer said. “Traditionally, we only get 2 (percent), 2, and 2 (over three years), and if you only allow 2 (percent), 2, and 2, you’re going to

Contract Settlements

Arenac County 911 Dispatchers

New three-year agreement expires Dec. 31, 2025.

• Wages:

2% increase effective Jan. 1, 2023.

2% increase effective July 1, 2023.

3% increase effective Jan. 1, 2024.

3% increase effective Jan. 1, 2025.

*Part-Time Employees pay rate increased from $15 per hour starting pay to the Full-Time starting hourly rate.

• Manning & Safety: No workday shall extend to more than 16 hours in a 24-hour period. There shall be 8 hours off duty between all work shifts.

• Fringe Benefits: Overtime (OT) equalization applies to scheduled OT only. Holiday Pay increases from 104 to 112 hours per year.

• Health Care: There will be no increase in costs to Employees premiums or co-pays for health care.

• Bargaining Team: Dawn Tola aided by GELC Labor Representative John Stidham.

Birmingham Police Command

New three-year agreement expires June 30, 2025.

• Wages:

3.5% increase in base wages effective July 1, 2022.

3.5% additional increase effective July 1, 2022.

3.5% increase effective July 1, 2023.

3.5% increase effective July 1, 2024.

• Fringe Benefits: Short-Term Disability benefit increased to 60% of average weekly earnings. Previously, the maximum Short-Term Disability Employees could be paid weekly was $500. Employees promoted to the rank of Lieutenant and Captain, who have at least 24 months of prior experience as a Sergeant, will immediately receive the maximum step in pay for the classification.

• Retirement: Employees in the Defined Contribution (DC) plan will not contribute less than Patrol. Currently the Employer contributes 15% and Patrol Officers contribute 6.5% to their DC plans.

• Bargaining Team: Capt. Christopher Koch and Capt. Greg Wald aided by POLC Labor Representative Chris Hild.

City of Burton Patrol Officers

New four-year agreement expires June 30, 2026.

• Wages:

2% increase effective July 1, 2022.

1% lump sum base increase effective upon ratification.

2.5% lump sum base increase effective July 1, 2023. $33.86 per hour effective July 1, 2024. Wage re-opener effective July 1, 2025.

*Employees have the option of having their lump sum payments deposited to their Deferred Compensation accounts.

**Employer must pay step increases at the beginning of the new step year. Previously, Employees were paid at the end of their new step year.

• Retirement: Effective July 1, 2023, July 1, 2024 and July 1, 2025, Employer will make $1,250 tax-free payments to Employees’ Deferred Compensation plan for a total of $3,750 per Employee.

• Fringe Benefits: Added 12-hour shift language, with a shift premium of 5% of pay for Employees working 6 p.m. to 6 a.m. Life insurance policy upgraded from $35,000 to $50,000 with double indemnity clause. Tuition reimbursement increased from $1,500 to $2,000 per year.

• Manning & Safety: Added 7 hours straight pay per week for K9 Officers to care for and house their K9.

• Health Care: Employer has the option to provide immediate health care benefits to new hires.

• Bargaining Team: Officer Tyler Depottey and Officer Kirt Bierlein aided by POLC Labor Representative Chris Hild.

Genesee County 911 Supervisors

New three-year agreement expires Sept. 30, 2025.

• Wages:

5.95% overall top increase effective Oct. 11, 2022.

*Prior 9-step pay scale was reduced to 4-step pay scale with wages increased to $31-$34 per hour. The top out after 5 years seniority is a 5.95% increase, which is $34 per hour or $70,720 annually.

• Fringe Benefits: Regular, Full-Time Employees who are not scheduled to work on a Holiday, will be paid 12 hours of straight-time pay. Juneteenth was added as a paid Holiday for a total of 13 paid Holidays.

• Manning & Safety: Employees working 12-hour shifts will receive a 1-1/4-hour break during their shift.

• Bargaining Team: Jake Reitano and Maria Mcguckin aided by POLC Labor Representative Chris Hild.

Grand Blanc Township Command

New three-year agreement expires Dec. 31, 2025.

• Wages:

5% increase effective Jan. 1, 2023.

4% increase effective Jan. 1, 2024.

3% increase effective Jan. 1, 2025.

*Each Employee will be paid a lump sum of $4,500 in Occupational Hazard Pay as soon as feasible in 2023. On the first year anniversary of the Hazard Payment, each Employee will receive an additional $1,500 in 2024.

• Fringe Benefits: Mileage payout for court appearances and training increased significantly. Employees formerly received $.10 (10 cents) per mile for use of their personal vehicle for work travel. Now they are paid the IRS mileage rate (which fluctuates, but was $.625 or 62.5 cents in Dec. 2022). Detective Sergeants Clothing Allowance increased from $600 to $800 per year. Court Time compensation for off-duty Employees called in for court appearances was combined to provide the higher benefit to all Employees. Previously, Employees were paid 3 hours of straight time for courts that were closer and 4 hours of straight time for courts located farther away. Now the minimum for all court appearances is 4 hours of straight time pay with OT for all additional hours.

The 2-Tier Longevity Pay, which had a lower rate for those hired after Jan. 1, 2010, was changed to a single

tier with the higher rate for all Employees. Now every new and existing Employee receives the following annual Longevity Pay:

• 6-7 years of agency service = $500

• 8-9 years of agency service = $1,200

• 10-plus years of agency service = $2,400

• Manning & Safety: Sergeants on duty for the weekends or Holidays will be paid an additional 5 hours of straight time. This increased from the prior additional 4-1/2 hours of straight time compensation.

• Retirement: The two sides are in further negotiations over future pension plans.

• Bargaining Team: Sgt. Todd Gilbert and Sgt. Scott Theede aided by POLC Labor Representative Chris Hild.

Lapeer County Sheriff’s Command

Wage Re-opener & New two-year agreement expires Dec. 31, 2025.

• Wage Re-opener:

17.4% increase for Detectives effective Jan. 1, 2023. Starting pay: $27.11 per hour; Max. @ 4 years: $36.01 per hour.

43% increase for Sergeants effective Jan. 1, 2023. Starting pay: $33.03 per hour; Max. @ 4 years: $43.87 per hour.

44% increase for Lieutenants effective Jan. 1, 2023. Starting pay: $36.20 per hour; Max. @ 4 years: $48.07 per hour.

• Two-year contract extension:

2% increase effective Jan. 1, 2024.

2% increase effective Jan. 1, 2025.

*POLC negotiated this contract a year early, following a wage study by the Employer. The group’s original contract was set to expire Dec. 31, 2023. POLC negotiated wage increases for an additional two years.

• Health Care: Employer is opting out of PA 152 for 2023 only. Employees’ contributions for 2023 set at 2022 hard cap rate. The Employer will return to the state adopted hard cap rates in 2024 and 2025.

• Bargaining Team: Det. Sgt. Jason Parks and Sgt. Jeremy Herfert aided by POLC Labor Representative Chris Hild.

City of Orchard Lake Employees

New three-year agreement expires Dec. 31, 2025.

• Wages:

6% increase effective Jan. 1, 2023 for DPW Foreman.

3.5% increase effective Jan. 1, 2023 for DPW Employees.

15% increase effective Jan. 1, 2023 for Clerical and Assistant City Clerk/IT Specialist.

4% increase effective Jan. 1, 2024 for DPW Foreman.

3% increase effective Jan. 1, 2024 for DPW Employees.

3.5% increase effective Jan. 1, 2024 for Clerical and Assistant City Clerk/IT Specialist.

2.5% increase effective Jan. 1, 2025 for all Unit Employees.

Continued on page 10

Contracts - cont. from page 9

• Health Care: The Employer’s contribution to each Employee’s Health Savings Plan increased from $2,000 to $2,500 per year.

• Arbitration: The Employer and Union agree to utilize the Michigan Employment Relations Commission (MERC) to arbitrate.

• Bargaining Team: DPW Foreman Michael Lee and Clerk Danielle Hixson aided by GELC Labor Representative Chris Hild.

Otsego County Sheriff’s Department

New three-year agreement expires Dec. 31, 2025.

• Wages:

4% increase effective Jan. 1, 2023.

4% increase effective Jan. 1, 2024.

4% increase effective Jan. 1, 2025.

0.5% increase effective July 1, 2025.

*Employees receive a one-time retention bonus of $1,000 on Jan. 1, 2023.

• Fringe Benefits: Eliminate 10-year vesting period for Sick Leave payout upon separation. Mandated training will be paid as Overtime. Martin Luther King Jr. Day was added as a paid Holiday. New hires are eligible for paid Vacation Time after field training is completed. Personal Leave increases from 80 to 96 hours annually.

• Health Care: Employer will now pay 100% of dental and vision premiums.

• Bargaining Team: Joe Tath and Gregg Kates aided by POLC Labor Representative John Stidham.

Shiawassee County Corrections Officers

New four-year agreement expires Dec. 31, 2026.

• Wages:

5% increase effective Jan. 1, 2023.

5% increase effective Jan. 1, 2024.

5% increase effective Jan. 1, 2025.

5% increase effective Jan. 1, 2026.

• Manning & Safety: Shift premium pay increased from $70 per month to $100 per pay, equivalent to $200 per month or $2,600 per year.

• Fringe Benefits: 12-hour shift language established for the positions of Office Manager, Secretary

and Secretary Clerk with an OT rate of 1-1/2 times the hourly rate. Newly hired Officers will receive 36 hours of Vacation Time and 36 hours of Sick Leave during their first year. Across-the-board increases at each step of Vacation Leave, topping out at 236 hours. Sick Bank maxes out at 804 hours. Employees separating from employment in good standing will receive 50% payout of their Sick Bank. Sick Bank compensation for anything over the 804 hours is counted at 75% each year toward FAC. A $250 boot allowance is provided every 2 years for unit Employees. Mileage reimbursement increased to the current IRS business travel rate which was $.0625 per mile in Dec. 2022.

• Health Care: Active Employees cash-out option on health insurance is raised from $1,800 to $6,000 annually, paid out at $500 per month.

• Retirement: Employees receive up to $15,000 bonus upon retirement by Dec. 31, 2022, which is prorated based on number of years of service. Employees retiring in good standing will receive 50% payout of their Sick Bank. For Employees hired after Jan. 1, 2021: Employer will match Employees 3% contribution to the MERS Hybrid Plan. Employees can contribute up to an additional 7% to the MERS plan with the County matching up to an additional 7%.

• Bargaining Team: Deputy Todd Hunt aided by POLC Labor Representative Chris Hild.

Van

Buren County Deputies

New three-year agreement expires Dec. 31, 2025.

• Wages:

6% increase effective Jan. 1, 2023.

3% increase effective Jan. 1, 2024.

3% increase effective Jan. 1, 2025.

*Additionally, Employees initially received a $2 per hour wage increase/adjustment upon contract ratification plus the yearly wage increases. On Jan. 1, 2023, Employees received a $2 per hour increase plus a 6% wage increase, followed by additional 3% increases the next 2 years.

• Fringe Benefits: Juneteenth was added as a paid Holiday. Previously, Employees were required to use 65% of their PTO in the year it was accrued and those who leave the County could only cash out a maximum of 375 hours from a PTO bank of up to 1,000 hours. Now, Employees are no longer required to use PTO in

Van Buren Dispatchers

continued from page 8

see a mass exodus of Employees. The cost of living went up 7 percent.”

Paid Time Off (PTO) was altered to provide more flexibility, and they received an increase in PTO payout hours. Previously, Employees were required to use 65 percent of the PTO they earned in a given year or lose it. PTO rolls over to the next year, with a maximum bank of 1,000 hours. PTO maximum payouts increased from 375 hours to 500 hours.

“It’s not the end of the year — use it or lose it — PTO anymore,” Mortimer said. “As you earn PTO, you can build your bank up to 1,000 hours. The nice thing about having 1,000 hours for the older ones … is we can build that up and be more confident we’ll have the time we need if a major illness comes along or we need a surgery.”

the year it accrues. Now, PTO can be rolled over and Employees can cash out a maximum of 500 hours out of their potential 1,000-hour bank.

• Manning & Safety: Call-in pay language was added for Special Assignment Team members to provide a minimum of 2 hours of straight time pay and OT for any additional hours of call-in duty. Previously, Special Assignment Team members could be called-in to work and receive no pay if, after they arrived at the scene, they were no longer needed.

• Health Care: Employees who opt out of health care coverage receive an increase in opt out pay from $150 per pay period to $200 per pay period.

• Bargaining Team: Local Union President Derek Weldon, Vice President Felix Torres and Secretary Justin Blankenship aided by POLC Labor Representative Dave Thomas.

Van Buren County Dispatchers

New three-year agreement expires Dec. 31, 2025.

• Wages:

6% increase effective Jan. 1, 2023.

3% increase effective Jan. 1, 2024.

3% increase effective Jan. 1, 2025.

• Fringe Benefits: Juneteenth was added as a paid Holiday. Previously, Employees were required to use 65% of their PTO in the year it was accrued and those who leave the County could only cash out a maximum of 375 hours from a PTO bank of up to 1,000 hours. Now, Employees are no longer required to use PTO in the year it accrues. Now, PTO can be rolled over and Employees can cash out a maximum of 500 hours out of their potential 1,000-hour bank.

• Manning & Safety: An Employee who works an entire 4-week, 20-working day cycle as a CTO, without any time off, will receive 8, 10 or 12 hours of time off with pay, depending on the Employee’s assignment. This Paid Time Off must be used during the next pay period.

• Health Care: Employees who opt out of health care coverage receive an increase in opt out pay from $150 per pay period to $200 per pay period.

• Bargaining Team: Local Union President Christine Mortimer aided by POLC Labor Representative Dave Thomas. d

Juneteenth was added as a paid Holiday. Health care opt out pay increased from $150 to $200. Employees working as Certified Training Officers (CTOs) receive compensation in the form of extra PTO, after every four weeks of training. Employees who work a four-week, 20-working-day cycle as a CTO, without time off, receive 8, 10, or 12 hours of PTO, based on the assignment.

“Sometimes we’re training one (Dispatcher) after another. We’ve had quite the turnover,” Mortimer said. “We got them to recognize, for us, a (working) day is 12 hours.” Mortimer said Thomas takes the time to really listen to concerns and provides thoughtful responses. “Dave’s so easy to work with,” she said. “He answers my questions and he never makes me feel stupid. He’s very ‘down-homish.’” d