Register for Conference featuring new venue, speaker – Pgs. 4-5
POLC assists academy grads with scholarships – Pgs. 2-3, 6
New Units share their stories – Pgs. 7-9, 11
Holly PD helps resident with needed services – Pg. 9
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:
Brian McNair
Chesterfield Township Police Dept.
VICE CHAIR:
Greg Alexander
Oscoda Township Police Dept.
Scott Beggs
Flat Rock Police Dept.
Adam Byrd
Van Buren Township Police Dept.
Robert Gaiser
Caro City Police Dept.
Leigh Golden Flint Police Dept.
Joe Meier
Oak Park Public Safety Dept.
Ryan Strunk
Battle Creek Police Dept.
Jacob Theisen
Royal Oak Police Dept.
DIRECTOR:
Jim Stachowski
Clinton Township PD (Retired)
MEMBER SERVICES
Christopher Watts
PUBLICATIONS
Executive Editor: Jennifer Gomori
Clio Assistant Fire Chief receives Birnie Award at LERTA graduation
— By Jennifer Gomori, POJ Editor
Law Enforcement Regional Training Academy (LERTA)
graduate Stephen Rynbrandt maintained his position as Assistant Chief of Clio Area Fire Department throughout his time in the police academy.
Rynbrandt is thankful for the Collin Birnie Scholarship Award he received during the Mott Community College police academy graduation May 1, 2025. He completed the academy with a 95.1 GPA and was selected from among three pre-service cadets for the Collin Birnie Award in the 26th Academy Session with a graduating class of 25 cadets.
“Whoever gets the highest GPA is how they are picked,” said LERTA Director Lt. Eric Rodgers.
The $500 Collin Birnie Scholarship Award, which is sponsored by the POLC, is named in honor of the fallen POLC Executive Committee member. It’s given twice yearly at the discretion of the police academy to graduates who have not been sponsored by any police agency. Qualifying cadets must pass the Michigan Commission on Law Enforcement Standards (MCOLES) certification test and meet MCOLES employment standards to become certified Michigan Law Enforcement Officers.
“I remember when Captain Birnie’s accident occurred and the impact it had not only on Flint Police Department, but the public safety departments in all of Genesee County and the rest of Michigan,” Rynbrandt said. “It was an absolute tragedy. I’m beyond honored to receive the award — to receive the recognition. My goal is to carry on his legacy forward and have as successful a career as Captain Birnie did.”
The 48-year-old has served just shy of 30 years with Clio Area Fire Department, beginning his career as a firefighter in 1996. “I’m the third-generation firefighter in my family, but first in law enforcement,” he said.
His father, James Rynbrandt, was Captain of the Clio Area Fire Department and his grandfather, Alyn Rynbrandt, was Chief of the Jamestown (MI) Fire Department. His daughter, Penelope Rynbrandt, is the family’s fourth-generation firefighter. The 20-year-old has been a Clio Area Firefighter for the past 2 years and was in the department’s Fire & EMS Career Exploring program as a youth.
“Over 29 years I worked with friends in law enforcement,” Rynbrandt said. “It’s always been a goal of mine to serve in law enforcement.”
At the beginning of May, he was in the process of being hired by the City of Clio Police Department, a POLC-represented agency.
“Hopefully, I’ll be putting on that uniform in the coming month or two,” he said. “I am going to be able to serve the residents and business owners that I’ve been serving for 29 years in a little bit different capacity. I’m going to attempt to continue to do my Assistant Chief job here. We will see exactly how things go. I don’t mind doing a bunch of hard work and being busy, so that part I’m excited about.”
While the majority of cadets find it nearly impossible to work during the academy, Rynbrandt is used to wearing multiple hats. He began his Criminal Justice degree program in 2021 while working part-time as Assistant Fire Chief and helping his wife, Michelle, run their company — Intelligent AV
“We design and program audio-visual systems for boardrooms, conference rooms and other presentation spaces for corporate, education and government customers,” he said.
He completed his associate’s degree in Criminal Justice at Mott Community College when he graduated from the academy, which provided him with the last 16 credit hours needed for his degree. “It took me
Continued on page 3
Photo courtesy of LERTA LERTA graduate Stephen Rynbrandt received the Collin Birnie Award at graduation May 1, 2025.
Figurski Award recipient prepared for law enforcement from a young age
— By Jennifer Gomori, POJ Editor
Macomb Community College Police Academy graduate Thomas Shore prepared from a young age to become a police officer in California, but when his family moved to Michigan, he finished the last step here.
Shore graduated with a 3.7 GPA from the academy and was selected for the Robert Figurski Award from amongst five pre-service and 28 sponsored police recruits who graduated on May 12, 2025.
“Mr. Shore is a dedicated and hardworking recruit,” said Macomb Police Academy Director Michael Ciaramitaro. “He is committed to becoming a professional law enforcement officer. He displayed a positive mental attitude throughout the Police Academy, excelling in academics and firearms.”
The $500 Robert Figurski Award, which is sponsored by the POLC, is given twice yearly at the discretion of the police academy to graduating cadets. To qualify, cadets must pass the Michigan Commission on Law Enforcement Standards (MCOLES) certification test and meet MCOLES employment standards to become certified Michigan Law Enforcement Officers.
“Honestly I was surprised. I didn’t know I was going to get an award at all,” Shore said. “I’m very grateful for receiving the award.”
The 21-year-old earned his associate degree in Criminal Justice from Victor Valley College in Victorville, California in 2024. He’s been preparing for his career since his older cousin, a San Bernadino County Sheriff’s Deputy, told him about the Police Explorer program through his department.
“He got me into the Explorer program out there just to see how it was,” Shore said. “I was a volunteer for the San Bernadino County Sheriff’s Department in California for 5 years or so. I started in 2019. I
Birnie Award recipient
continued from page 2
about 3 years this whole process to get it completed,” he said, adding his education was interrupted when he and Michelle took several months off for a boating vacation in 2021. “I was hoping to be in the previous academy, but I had some physical injuries that didn’t allow that to happen. Some great, lifelong friends were made (at LERTA) and it seemed like the right fit for me in the end.”
LERTA was an intense, but great experience, which Rynbrandt said he thoroughly enjoyed.
“Some days were definitely harder than others, but overall, I really enjoyed my time at LERTA,” he said. “I don’t think I could have asked for better classmates. Everybody was so supportive. I’ve been to a lot of in-service training, but I was beyond satisfied with the quality of their instruction, the knowledge of the instructors and the support the staff gave us. I thought we were well-prepared for state licensing. On the first attempt, our whole entire class passed the exit physical fitness test and I think that’s a testament to the academy.” d
was 14 at the time. I just never really turned back. From that point on, I knew it was a job I wanted to do. I graduated high school and I was in the program all the way until I moved out.”
“I worked as much as I could. I wasn’t getting paid for it — it was strictly volunteer,” he said. “I was job shadowing officers and helping them out as much as I was allowed to.”
Shore was impressed with the training he received at Macomb Police Academy and feels well-prepared for his duties as a newly hired St. Clair County Sheriff’s Deputy, a position he started May 15th.
“It definitely wasn’t easy, but it was a fun time and I had to work for every bit of everything I could, really,” Shore said of his academy experience. “I would recommend the college to a lot of future recruits. It’s a great academy! The administrative staff and instructors really cared about us, our safety, and how our futures were lined up.” d
Photo courtesy of LERTA LERTA graduate Stephen Rynbrandt (right) is honored with the Collin Birnie Award by LERTA Director Lt. Eric Rodgers (center) and Birnie’s daughter, Marista Dryden.
Photo courtesy of Macomb Police Academy Macomb Police Academy graduate Thomas Shore was honored with the Robert Figurski Award during graduation May 12, 2025.
2025 Annual POLC/GELC Meeting & Labor Seminar
Wednesday – Friday September 10-12, 2025
Delamar
Traverse City
615 E. Front Street
Traverse City, MI 49686
Attendance limited to registered delegates and invited guests only
RESERVE ROOMS by August 24, 2025 to receive POLC/GELC discount: Call 231-947-3700 and request POLC/GELC Block
Questions? Call the POLC/GELC Office: 248-524-3200
Seminar Sessions
• Featuring internationally renowned motivational speaker Paul Butler, a retired law enforcement leader
POLC Business Meeting
• Outstanding Service Awards
• POLC Business Agenda
• POLC Board and Officers elections
Come join us for an outdoor Cocktail Reception, 8-11 p.m. on Wednesday, September 10, 2025
SECTION 1. Each participating bargaining unit in the Labor Council shall be entitled to one (1) delegate to the Annual Meeting for each ten (10) members or major portion thereof in their unit, provided however, that each participating unit shall have at least one (1) delegate.
SECTION 7. Any delegate from a bargaining unit that is delinquent in payment of dues shall not be admitted or seated at the Annual Meeting.
There is no fee to register this year. Please fill out and return this registration form.
This registration must be returned before Friday, August 29, 2025 to: Police Officers Labor Council • 667 E. Big Beaver Rd, Ste. 205 • Troy, MI 48083-1413 Name of your unit and its current enrollment. Number of delegates allowed
List names and shirt sizes of all unit delegates here: (Please type or print neatly)
Return to the Libation Tour
The Libation Tour is back!
A luxury coach will pick up participants at 2:00 p.m. on Thursday, September 11th at the Delamar and head up the scenic Leelanau Peninsula to visit a winery, brewery, and distillery where drinks can be purchased. After enjoying the tour, guests will be transported back to the Delamar by 6:00 p.m.
Call Nancy Ciccone at (248) 524-3200 before Friday, August 29, 2025 to reserve your spot for the tour.
27th Annual POLC/GELC Golf Outing
The Crown Golf Course
provides a scheduled diversion for attendees of the Police Officers Labor Council’s Annual Conference in Traverse City on September 10-12, 2025. Reserve your spot now.
Four-person Scramble
Thursday, September 11, 2025
Tee-off time: 2:00 p.m.
Cost: $65 per person
Includes 18 holes with cart (non-refundable) Reservations guaranteed only when golf is paid in full.
The Crown Golf Course – Golf attire is required by the course; all golfers must be in a collared shirt, walking shorts or long pants. Denim jeans or denim shorts are NOT permitted. NO tank tops, NO tee shirts, NO spikes.
This registration must be returned, with payment, before Friday, August 29, 2025 to:
Weiler Award recipient completes police academy after dual enrollment
— By Jennifer Gomori, POJ Editor
Richard R. Weiler Scholarship Award recipient Allison Phillips had to wait to attend the Wayne County Regional Police Training Academy (WCRPTA) because she was too young when she completed enough Criminal Justice college courses.
Phillips was in the Early Middle College Program, studying Criminal Justice at Schoolcraft College while attending Northville High School, beginning in her sophomore year. By the time she graduated high school in June 2024, she was ready to start the academy, but at age 17 the academy wasn’t ready for her.
“I did not qualify for the academy until age 18,” she said. “I didn’t turn 18 until October. I was in the first graduating class to start this middle college program. This fall semester I took other related Criminal Justice courses to keep me enrolled. Then this winter I did the academy.”
The youngest recruit in her class graduated from WCRPTA with a 3.9 GPA. She was selected for the Richard R. Weiler Scholarship Award from among four non-agency sponsored cadets during the May 8, 2025 graduation of 52 recruits. Completing the academy also gave her the final credits needed to receive her Criminal Justice associates degree.
The $500 Richard R. Weiler Scholarship Award, which is sponsored by the POLC, is given twice yearly at the discretion of the police academy to graduates who have not been sponsored by any police agency. Qualifying recruits must pass the Michigan Commission on Law Enforcement Standards (MCOLES) certification test and meet MCOLES employ-
ment standards to become certified Michigan Law Enforcement Officers.
“According to the criteria for the (Weiler) Scholarship, she was the number one pre-service recruit,” said WCRPTA Director Erik Tilli. “She did well on all the tests for the whole academy. She was the top candidate overall in most of the skills and she’s our first dual-enrollment recruit.”
“It’s really such an honor,” Phillips said, thanking the POLC for the scholarship named for former POLC Director Richard Weiler, a retired Detroit Police Officer. “He’s just a good example to look up to of leadership and kindness and empathy.”
She was sworn in as a full-time Canton Police Officer May 19th. The offer was conditional upon her passing the state licensing exam on May 6. “I passed the exam — our whole class did, which is wonderful,” she said of the 52 graduates.
Soon after beginning her law enforcement career, Phillips plans to expand upon her profession in public safety.
“I did enlist in the National Guard this last December. I leave for basic training in August,” Phillips said. “I got it delayed until I could graduate. I do 6 months of initial training and after that it’s one weekend a month until my contract is up. I’ll be a full-time police officer while I’m in the Guard. I wanted the training — I decided to that before becoming a police officer.”
As a high school senior, Phillips also completed the EMT training program at William D. Ford Career-Technical Center in Westland. In fact, she wasn’t planning to become a police officer at first.
“I always thought it would be a medical route when I started the EMT program,” Phillips said of her career. “I still loved what I did, but I didn’t see myself doing it the next 25 years. (Criminal Justice) was something I had an interest in. It started when I had a ride along with Washtenaw County Sheriff’s Office. It was just a really cool experience.”
“I signed up for this (Criminal Justice) program in my sophomore year because I wanted to sign up for the military, but I wanted experience beforehand,” she said. “Throughout the program the past 3 or 4 years, I’ve really enjoyed learning about it. I had a really good relationship with our School Resource Officer Michael Brown, who is with Northville Township Police Department. He walks around the school a lot, and he’s always available at lunch to talk to him.”
Phillips excelled in academy physical training, receiving the Iron Woman Runner-up certificate awarded by the academy staff at graduation. “The PT (staff) looks at the females and the males separately and sees how they did on their PT throughout the academy and how they did with their three MCOLES Physical Agility Tests. She took second (runner-up) for females,” Tilli said.
Phillips praised Schoolcraft College police academy. “It’s a super awesome academy! All the instructors are very passionate about what they do,” she said. “The class was very supportive. Overall, it was a really great experience.” d
Photo courtesy of WCRPTA Wayne County Regional Police Training Academy graduate Allison Phillips (right) receives the Richard R. Weiler Scholarship Award from POLC Director Jim Stachowski at graduation May 8, 2025.
New Units
Rochester Hills Employees have high praise for GELC after joining
— By Jennifer Gomori, POJ Editor
Rochester Hills Employees were represented by AFSCME for over three decades, but changes in their representation led them to join the Governmental Employees Labor Council (GELC) and they could not be more pleased.
The 120-member group voted to join the GELC in September 2024 after their already soured relationship with AFSCME hit a dead end when the Union endorsed the wrong candidate for City Mayor.
“Ever since I became Vice President in 2011, our services have been dwindling from fair to slowly declining. They kept changing Reps.,” said Jason Boughton, Rochester Hills Employees Local Union President. “We endorsed our mayor that we have a good working relationship with in 2023 and a week later the Council endorsed the other person running against the mayor.”
AFSCME notified the Council they endorsed the mayor’s opponent, who filed paperwork with the Union requesting their backing, Boughton said. “We didn’t have a standing Rep., so (AFSCME) didn’t know we gave our endorsement, but they never reached out to us!” he said. “I called them out and said, ‘Why didn’t you call us and ask our opinion? Your local — that’s 120 people you just ignored.’ They said, ‘We don’t have to.’ That does not sit well with me or anybody else.”
AFSCME challenged Rochester Hills Employees when they attempted to become GELC members, but Boughton’s testimony during what he called a ‘kangaroo court’ sealed the deal. “I guess they have the international powers to take over the (Local) Union,” he said. “I brought the (endorsement) situation up. The faces on all of (the AFSCME Reps.) were just dumbfounded. I said, ‘… and seeing your faces just proved I am doing what’s right about jumping ship.’ They couldn’t rebut it. I was proud to be standing up for my members. I understand why they’re losing members left and right. The head has gotten too big for the body of the snake on that one.”
The large unit boasts nearly all dues paying members, except for one person, and is pleased GELC dues cost less. “They were probably getting $50,000 to $60,000 a year from us,” Boughton said of AFSCME. “Our people don’t think we are throwing money into an empty pot. If you show the value, we will continue having an almost 100 percent sign up rate.”
By 2021, dissatisfaction with their former Union prompted Boughton and former Local Union Vice President Jeff Sellers initial conversations about changing representation to the GELC. Boughton credited Sellers for his guidance and support through tough times.
“They just weren’t doing anything for us. They never cared about us. They cared more about our paycheck that was going to them,” Boughton said. “We had a conversation with POAM, but we felt like it was more a used car salesman talking to us. Come July (2024) we had a meeting with (GELC Labor Rep.) Joe (Stone) and (GELC Director) Jim Stachowski. Of the people that attended, a couple people were against it at first, but we moved forward and everything else has been great!”
They felt comfortable and in good hands with Stone, a retired City of Warren Foreman of Sanitation. “Joe, coming from City of Warren, is very relatable. (The GELC) seems like our kind of people. They fit right in with us,” Boughton said. “We got a good feeling and we haven’t looked back. Joe has been early to everything, stays late. We don’t have to rush. Any time we needed support on any issues that came up, he’s been there.”
The GELC helped them negotiate a 3-year agreement with 10 percent wage increases. Effective Jan. 1, 2025, they kicked off the first year with a 4.5 percent wage increase and $750 signing bonuses for each member.
The dental coverage will double in 2026 with the maximum per person increasing from $1,000 to $2,000 annually. Employees currently pay $20 extra a month for the $2,000 coverage, but this will become the core plan in 2026 at no additional charge. Effective July 2025, Employees will receive Maternity and Paternity Leave.
Employees kept their retirement benefits, with the Employer contributing 4 percent of Employees’ wages to their Healthcare Retirement Accounts and 1 percent Employee contribution. The Employer also contributes 15 percent to their 403b Defined Contribution Plans with Employees contributing 4 percent. “Once Joe heard our retirement percentages, he laughed. We get a very high percentage toward our retirement,” Boughton said.
Boughton offered to be a spokesperson for GELC to encourage other agencies who are on the fence about joining. “This is the Cadillac of all (Unions)! There’s no instance of hesitation of not jumping ship. As long as we have Joe as our Rep., or someone comparable to Joe, I don’t ever see us changing to anyone else,” he said. “I have only high things to say about GELC. We plan on going to the Steward Training in April. We may even make it up to the (POLC/GELC) Conference in Traverse City.”
AFSCME turned off Rochester Hills Employees during their conference, which Boughton described as “all political talk.” “We’re very diverse politically. They just want to be represented well and I think GELC does a great job of doing that,” he said.
Having gone through a demotion due to the recession is what inspired him to lead the Local. “It was very upsetting to me just to be treated that way. There was no empathy, no caring,” he said of AFSCME. “I ended up having to teach my job to the other guy. Six months later … it didn’t work out for him and I got my old job back. Either A, I don’t care about the Union or option B, I make sure no else gets treated the way I got treated.”
Now he feels the voices of all his members are heard. “I’ve gotten more service in 6 months than in the 12 to 13 years I was kind of leading with AFSCME,” Boughton said. “I only have the best things (to say) about switching to GELC and Joe is by far the best Rep. we have ever had in my 15 years being the President/Vice President of the Union!” d
New Units
Mattawan Police join POLC for protections, gain expanded benefits
— By Jennifer Gomori, POJ Editor
Mattawan Police have the best of both worlds — a supportive department and now they have a Union to back them up.
The Village of Mattawan Police Officers joined the Police Officers Labor Council (POLC) in September 2024. They had been operating without any union representation for about 8 years since having a less than desirable experience with their former representation.
“They had a union years ago through the Teamsters. That was way before my time,” said Mattawan Police Local Union Steward Lacey Ryan. “From my knowledge, it just wasn’t very law enforcement based or very progressive so they had gotten rid of it.”
Ryan joined the department 3-1/2 years ago. “We had been talking about getting unionized a year after I started here,” she said. “We wanted to be progressive, especially with law enforcement, you want that extra protection in case something happens.”
“Our current chief that we’ve got in office, he’s pro-union and we just decided to pull the trigger. It was very nice. There was no hostility about it,” Ryan said.
The group chose the POLC for the “broad spectrum” of coverage it provides to its members from enhancements in bargaining agreements to protections on the job, including access to discount PORAC Legal Defense Fund insurance. After doing some research into what the POLC provides compared to a couple of other unions, the choice became clear.
“I ended up getting union contracts from departments around Van Buren County and we decided to go with POLC,” Ryan said. “A lot of other departments used them around Van Buren and I hadn’t heard anything negative about it. I heard that everybody was really receptive and responsive.”
POLC Representative Scott Eager helped Mattawan Police reach a 2-1/2-year bargaining agreement with the Village. The contract, which runs from March 2025 to June 30, 2027, includes wage reopeners effective July 1st of each year. Employees were pleased with the significant wage increases they had received the past few years prior to their first POLC contract, Eager said.
“We are very, very supported at our department. We get paid extremely well for how small our department is,” Ryan said. “Prior to having the contract, our chief has fought very hard for us to get paid for what we’re worth … so, we are just having wage reopeners due to inflation and all that. We’re not trying to ask for anything that is too much or that is too little for the economy.”
Monetary changes were made to other areas of the agreement. Field Training Officer (FTO) pay was added at $1.50 extra per hour for every hour spent training a new officer. Maternity and Paternity Leave were added providing 60% of pay for 12 weeks for the birthing parent and 9 weeks of 60% pay for the non-birthing parent. For all hours worked on a Holiday, Holiday Pay increased from straight pay to 1-1/2 times hourly pay, with the normal shift at 12 hours. Employees who are off work on Holidays receive 8 hours of straight pay. Employees who work part of the Holiday receive a combination of both, based on hours worked.
“We also got hours worked as hours paid regardless if we take scheduled Vacation Days,” she said.
“They wouldn’t get Overtime, previously, until they had over 80 hours of actual work in a pay period,” Eager said.
“If I worked Overtime for two weeks and received 4 hours of Overtime, and I had a Vacation prescheduled, they did not give me the Overtime and would take it out of my Vacation Time,” Ryan said. “Now, if we take a Vacation Day and get Overtime, then the Overtime is paid as Overtime.”
The four-member group maintained their medical insurance and retirement benefits, with the Employer continuing to provide a 6% match to Employee contributions to their 401(a) accounts.
“Our Village takes care of us very well when it comes to insurance,” Ryan said. “Overall our department treated us very well prior to the contract. There was really not a lot of qualms we had. It was just the fact that I heard good things about POLC, and when I did reach out, everybody was very receptive and communicated real well.” d
Communication key for L’Anse Police
— By Jennifer Gomori, POJ Editor
Village of L’Anse Police Local Union President Fabian Kristo has never had an in-person meeting with his former POAM Labor Representative and it was becoming increasingly difficult to get a timely response about his officers’ concerns. So, the group decided to check out the competition and liked what they heard.
Village of L’Anse Police joined the Police Officers Labor Council (POLC) in February 2025 by a unanimous vote and by March, they had their first POLC-negotiated agreement.
“Our contract was up on March 15th and we were able to get everything settled before the 15th,” Kristo said. “We were very pleased.”
Village of L’Anse Police had been with the POAM for about 25 years, but in recent years their Labor Rep. was ill and unable to meet their representation needs.
“I’ve been in law enforcement for just short of 11 years. I’ve been with L’Anse Police for 4 years. I don’t ever remember meeting our representative,” Kristo said. “I talked to him on and the phone and emailed but it was getting to the point where we’d asked questions, but he wouldn’t answer us. But he had some health issues delaying the response. He was never present during negotiations. I believe he was handling everything by phone.”
Continued on page 9
Holly Police Officers working to help man obtain Life Alert, service dog
— By Jennifer Gomori, POJ Editor
When Holly Police Officers responded to the scene of a man in a wheelchair being hit by a car April 19, they found that his dog had been hit and killed instead.
After the man, identified as Ron, told officers he lacked the funds to cremate his dog, Odin, officers sought the assistance of Pawsitive Care Veterinary Clinic, which covered half of the cremation costs while Holly PD and staff paid the remaining costs. The POLC-represented officers also paid for an urn and ceramic paw print and delivered Odin’s remains to Ron.
Having learned Ron’s fingers were amputated due to frostbite after he fell outside in the winter and no one knew he was out there, Holly Officers are working with Ron and his doctor to get him an emergency notification system necklace for fast emergency help.
But they are not done and they need your help to complete their mission! “We’re looking to get a Life Alert and trained service dog to help him,” said Holly Police Chief Jerry Narsh. “I’m really proud of my staff all the time, but sometimes when it’s this exceptional, it blows me away! This is an awesome story that truly represents the heart and mission of America’s law enforcement officers. I am super proud of my crew. This is them, ... every day!”
Holly PD is seeking donations for a service dog for Ron. To help, please email Officer Robert Goedertier at rgoedertier@hollypolice.com or call Officer Goedertier at the station at (248) 634-8221. d
L’Anse Police
continued from page 8
Kristo previously served with the now POLC-represented Baraga County Sheriff’s Office as a Deputy for 6-1/2 years when they were with the POAM.
“When they switched over (to POLC), we heard what the Sheriff’s Office was getting and how they were being represented,” Kristo said. “I met with (POLC Labor Rep.) Mike Griffin. He worked for Baraga County Sheriff’s. We decided to talk with Mike and he showed us what he would do and what we could do working with him.”
Everything changed when they joined the POLC. The group obtained a more beneficial contract in an extremely timely manner with 9 percent raises over 3 years.
“This was my first year as Union President and President during negotiations. We’re mostly pleased with the raise. We were able to negotiate the raise pretty effortlessly,” he said, adding it’s a larger increase than what they obtained with their prior Union.
The group more than tripled their Shift Differential in the new contract, effective March 15, 2025, from $.30 cents to $1 for officers working 7 p.m. to 7 a.m. They added two new paid Holidays — their birthdays and President’s Day — bringing their yearly paid Holidays to 12.
“Those are the only three things that changed and they didn’t give up
anything,” Griffin said. “They have a pretty good Defined Benefit retirement and their medical is good.”
The Employer will continue to pay all medical insurance premiums and Employees’ co-pays remain at $20 for office visits and $50 for emergency room visits.
“The insurance is very good. We have Blue Cross Blue Shield,” Kristo said. “We have really low copays and their insurance has been great. I’ve recently gone through some health issues myself and I’m very impressed what they covered. We kept our Defined Benefit and we can get a 457 through MERS as well.”
The four-member group also had their contract language cleaned up a bit. “He just cleared up some confusing verbiage in the contract. My experience so far has been very good,” Kristo said. “I feel like we will definitely be more represented. We are very happy with how negotiations went. We sat down with Griffin and he made negotiations very easy to go through. He made us understand things we didn’t understand and brought a lot of information we never had before.”
“I’d say we’re most pleased with the communication — that’s our big thing. The communication is key,” he said. “There was great communication between us and the Rep. and, if we had questions, he’d answer us almost instantly. If he didn’t know the answer, he was able to get it for us in a day’s time.” d
Photo courtesy of Holly Police Department
Member News
Contract Settlements
—
As Reported by POLC/GELC Labor Reps
Berrien County 911 Dispatchers & Call Takers
New three-year agreement expires Dec. 31, 2027.
Wages:
8.7% increase for Dispatch New Hires effective Jan. 1, 2025.
4% increase for all Call Takers and Dispatchers at Steps 2-5 effective Jan. 1, 2025.
4% increase effective Jan. 1, 2026.
4% increase effective Jan. 1, 2027.
*The starting wage increased significantly from $44,156 to $48,000 annually for Dispatchers.
**The Department Director has the discretion to start New Hires up to 3 steps higher on the wage scale, based on their previous experience, with the approval of the Board of Commissioners.
Fringe Benefits: Spanish Language Interpretation Pay of $50 per pay period was added for those who qualify. If a Dispatcher is assigned a job shadow, citizen sit-along, etc., the Dispatcher receives an additional 1/8th hour of pay per hour. The Employer added 2 additional days of Bereavement Leave for immediate family. When County facilities close for weather or other emergencies, Dispatchers who are scheduled to work that day will receive 2 hours of Compensatory Time.
Bargaining Team: Rebecca Sutherland and Christina Selent with POLC Labor Rep. Scott Eager. Bridgeport Township Employees
New one-year agreement expires Dec. 31, 2025. Wages:
5% increase effective Jan. 1, 2025.
Fringe Benefits: Employees received a newly added paid Floating Holiday. Clerical Employees have a newly added Uniform Allowance, which includes 4 shirts and 2 sweatshirts per Clerical Employee provided by the Township as needed. Employees now receive Stipends depending on their licensing levels. Deputy Clerks and Deputy Treasurers with MCAT certification receive a quarterly Stipend of $250. Waste Water Employees, who have certificates from the Department of Natural Resources and/or Environmental Quality, will receive additional compensation annually in December for the highest held certificate as follows:
• Class C Certificate = $500
• Class B Certificate = $1,000
• Class A Certificate = $2,000 Water Department Employees will be paid Stipends for licenses annually in December based on their highest held license as follows:
• S1 license = $2,000
• S2 license = $1,000
• S3 license = $500
Bargaining Team: Local Union President Shannon Huber with GELC Labor Rep. Joe Stone.
Gaylord Police Officers
New three-year agreement expires June 30, 2028.
Wages:
6% increase effective July 1, 2025.
4% increase effective July 1, 2026.
4% increase effective July 1, 2027.
Fringe Benefits: Martin Luther King, Jr. Day was added to paid Holidays. Employees will now receive 24 hours of paid Personal Time Off each year. Previously, Employees received 24 hours of Personal Time, however the paid time off was deducted from their Sick Leave hours.
Retirement: The Employer contribution to Employees’ 457 Deferred Compensation Plan increased from $38.47 to $50 per pay period.
Bargaining Team: Blake Huff and Taylor Johnston with POLC Labor Rep. John Stidham.
L’Anse Village Police
New three-year agreement expires March 14, 2028.
Wages:
3% increase effective March 15, 2025.
3% increase effective March 15, 2026.
3% increase effective March 15, 2027.
Fringe Benefits: The Shift Differential increased from $.30 cents to $1 per hour for Employees working from 7 p.m. to 7 a.m. Two new paid Holidays were added, for the Employees’ birthdays and President’s Day, bringing their total annual paid Holidays to 12.
Contract language: Contract language that was unclear was clarified.
Health Insurance: Maintained their excellent BCBS coverage with zero premiums and $20 office copays and $50 for emergency room visits.
Retirement: Retained their Defined Benefit pension plan and 457 plan.
Bargaining Team: Local Union President Fabian Kristo with POLC Labor Rep. Michael Griffin.
Mackinac County Sheriff Command
New three-year agreement expires Dec. 31, 2027.
Wages:
4% increase effective Jan. 1, 2025.
4% increase effective Jan. 1, 2026.
4% increase effective Jan. 1, 2027.
*Command Officers continue to receive wages that are 10% above the highest Patrol Officer’s pay.
Fringe Benefits: The Boot Allowance was changed to Uniform and Equipment Allowance and
was increased from $150 to $300 per year per Employee.
Health Care: The Opt Out of health insurance coverage payment increased from $2,500 to $3,500 per Employee annually.
Bargaining Team: Local Union President Bryan Hookana and Steward Stephanie Vallier with POLC Labor Rep. John Stidham.
Mackinac County Sheriff Non-Supervisory
New three-year agreement expires Dec. 31, 2027.
Wages:
4% increase effective Jan. 1, 2025.
4% increase effective Jan. 1, 2026.
4% increase effective Jan. 1, 2027.
Fringe Benefits: The Employer removed the requirement that Employees must use Compensatory Time before they can use their earned Vacation or Personal Time Off. The Boot Allowance was changed to Uniform and Equipment Allowance and was increased from $150 to $300 per year per Employee. New Hires will now accumulate Vacation Time beginning after their first payroll. Previously, they did not earn Vacation Time until they completed one year of service.
Health Care: The Opt Out of health insurance coverage payment increased from $2,500 to $3,500 per Employee annually.
Bargaining Team: Paul Davis and Eli Leach with POLC Labor Rep. John Stidham.
Mattawan Police
New 2-1/2-year agreement expires June 30, 2027.
Wages:
Wage Reopener effective July 1, 2025.
Wage Reopener effective July 1, 2026.
*The contract began March 12, 2025 with Wage Reopeners established since the Employer had increased Employees wages significantly the past few years prior to their first POLC contract.
Fringe Benefits: Field Training Officer (FTO) pay was added at $1.50 extra per hour for every hour spent training a new officer. Maternity and Paternity Leaves were added, providing 60% of pay for 12 weeks for the birthing parent and 9 weeks at 60% pay for the non-birthing parent. Employees receive 1-1/2 times their regular pay for all hours worked on a Holiday, with a normal shift of 12 hours. Holiday Pay is 8 hours of straight time for Holidays Employees have off. Employees who work part of the Holiday, receive a combination of 1-1/2 times their regular pay and Holiday pay, based on hours worked. Employees are now paid their full OT wages based on the hours they worked, even when they have scheduled Vacation Days during the same
New Units
Bridgeport Township Employees choose GELC for expertise, receive 5% boost
— By Jennifer Gomori, POJ Editor
There was no question that Bridgeport Township Employees needed a change of representation. Governmental Employees Labor Council (GELC) fit the bill perfectly.
After being represented by American Federation of State, County and Municipal Employees (AFSCME) for about 7 years, the group joined the GELC in August 2024, but they didn’t even need to vote on the matter.
“The circumstances allowed us to just kind of roll into this,” said Shannon Huber, Bridgeport Township Employees Local Union President. “We just did an agreement with GELC and our Township and MERC.”
The 13-member group had made their dissatisfaction apparent to their former Union and AFSCME Representatives agreed to step aside.
“We didn’t feel like we were being represented to the fullest,” she said. “There were some things that went down between us and AFSCME, so it was basically a mutual parting.”
Bridgeport Township Employees wanted a Union that was experienced providing service for municipal employees and found that the GELC checked off all the right boxes.
“We felt that we needed a Union that was more specific to our needs being a government entity,” Huber said. “We just felt, after doing some research, that GELC was what we were wanting out of a union. They just seemed to be the best fit for what we were looking for as far as representation and our needs.”
Their new GELC Labor Representative Joe Stone, a retired City of Warren Foreman of Sanitation, really brought home the importance of working with a union that knows exactly the types of issues that pertain to your profession.
“They seemed to cater more directly to the government side and our DPW and Waste Management side and we liked the fact that we are being represented by people who have actually done the jobs we are doing now,” she said. “They understand the positions and how we feel.”
With their contract expiring Dec. 31, 2024, the GELC got to work im-
Contracts
continued from page 10
two-week pay period. Previously, Employees would not receive OT unless they worked 80 hours in a two-week pay period. Now, they receive OT for any additional hours worked, with Vacation Days counting toward the 80 hours worked.
Bargaining Team: Local Union Steward Lacey Ryan with POLC Labor Rep. Scott Eager. Rochester Hills Employees
New three-year agreement expires Dec. 31, 2027.
Wages:
mediately on a new bargaining agreement. Their first GELC-represented contract took effect Jan. 1, 2025. The one-year contract was settled during a significant time of change.
“We were switching from AFSCME to GELC and we were getting new Township Board members in, so everything was bad timing for negotiating. It was just a mess,” Huber said. “We negotiated and completed a short contract with GELC. We will sit down again this fall and do our normal 3-year negotiations.”
They’re off to a great start with a 5% pay increase for all Employees in 2025. “The pay was mainly what we were focusing on for this year,” she said. “That was definitely better than what we normally get.”
The GELC helped Bridgeport Township Employees obtain Stipends dependent on their levels of licensing. Water Department and Waste Water Employees Stipends range from $500 to $2,000 annually. Deputy Clerks and Deputy Treasurers with MCAT certifications receive a quarterly Stipend of $250.
The group also received one paid Floating Holiday and Clerical Employees were provided with a Uniform Allowance.
“We did agree on Clerical staff being able to have some uniform shirts. We agreed on four shirts and two sweatshirts,” Huber said. “DPW and Wastewater (Employees) have their uniforms provided already. We felt like it was important to put that in there to have a couple shirts and be represented as well. (The Township) would provide them on an as needed basis.”
The GELC made a great impression on not only the Employees, but also Township officials. Bridgeport Township Employees noticed a difference in their first negotiations aided by the GELC.
“We feel so far that it was a good change definitely!” Huber said. “I would say the negotiations as whole went a lot better than they normally do because of the new Rep. Joe (Stone) on our side, and the new board members who we were negotiating with as well.” d
4.5% increase effective Jan. 1, 2025.
2.75% increase effective Jan. 1, 2026.
2.75% increase effective Jan. 1, 2027.
*Employees received a $750 signing bonus.
Health Care: Dental insurance coverage is doubling from $1,000 in maximum benefits per person in 2025 to $2,000 annually effective Jan. 1, 2026. In 2025, Employees can continue to receive the higher coverage for a $20 extra premium payment per month. Effective Jan. 1, 2026, the $2,000 maximum becomes the new core plan for no extra charge.
Fringe Benefits: Effective July 1, 2025, Employees will receive a new benefit of paid Maternity Leave and Paternity Leave.
Retirement: Employees maintained their excellent retirement benefits with the Employer contributing 4% of Employees’ wages to their Healthcare Retirement Accounts and Employees contributing 1%. The Employer will continue to fund Employees’ 403b Defined Contribution Plan with a 15% contribution and Employees contribute 4% to the plan.
Bargaining Team: Local Union President Jason Boughton, Vice President Jason Rozell, Jeff Sellers and Brian Vermander with GELC Labor Rep. Joe Stone. d
