The Police Officers Journal | Winter 2025

J urnal The Police Officers

®

VOLUME 35, NUMBER 1 • WINTER 2025

ON THE INSIDE: Save the Date for Annual Conference in new venue – Pg. 5 POLC honors stellar police academy grads – Pgs. 2-5 New members share reasons to join POLC, GELC – Pgs. 6-8 Latest contracts show impressive gains – Pgs. 9-10

VOLUME 35, NUMBER 1 • WINTER 2025

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

Figurski Award recipient begins his dream career with POLC-represented unit — By Jennifer Gomori, POJ Editor

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ince he was a child, Macomb Police Academy graduate Carson Washburn always knew he wanted to become a police officer. So when he was presented the Robert Figurski Award at graduation, he was especially proud to be recognized for his performance in the academy.

“I know I looked into a posted article about that early on in the academy. It seems like a very honorable (award), and when I heard I received it, I was very honored and thankful,” Washburn said.

The $500 Robert Figurski Award, sponsored by the POLC, is bestowed twice annually at the discretion of the police academy on graduating cadets. To qualify, cadets must pass the Michigan Commission on Law Enforcement Standards (MCOLES) certification test and meet MCOLES em- Photo courtesy of Macomb Police Academy ployment standards for certified Michigan Law Enforce- Macomb Police Academy graduate Carson Washburn was honored with the Robert ment Officers.

Figurski Award at graduation Dec. 13, 2024.

The 24-year-old was chosen for the Figurski Award from among six pre-service cadets and 13 agency-sponsored cadets who graduated on Dec. 13, 2024. He received a 3.3 GPA at the academy and earned a bachelor’s degree in Criminal Justice from Madonna University.

“Officer Washburn is a hardworking, dedicated young man who displayed outstanding grades as a preservice cadet,” said Macomb Community College Police Academy Director Michael Ciaramitaro. “He was dedicated not only to performing well in the hands-on areas of the Police Academy, but strived academically to achieve high performance.”

As a child, whenever he was asked to create a poster of his dream career for a school assignment, his drawings depicted police work. While he didn’t know any officer in particular, Washburn’s father and grandfather both have military backgrounds. His dad, Robert G. Washburn, recently retired after working as a civilian electrical engineer for 29 years with the U.S. Army Corps. His grandfather, Robert Washburn, served as a U.S. Marine Lance Corporal.

“It was just seeing police officers out and about and respecting them and looking up to them,” he said of his desire to become a law enforcement officer. “It’s always been something I wanted to do since kindergarten.”

In December, Washburn was sworn in as a Chesterfield Township Police Officer. His first day on the job with the POLC-represented Patrol unit was Jan. 6, 2025. As he gets started in his career, he said he will likely use the Figurski Award funding to further enhance his skills.

“I will probably use it to get more training on law enforcement specific firearms and tactical training.

There’s a firing range I go to pretty often and they offer law enforcement specific classes and at Macomb Police Academy they offer active law enforcement classes as well,” Washburn said. “Sometimes the department will pay for those, but other times you just have to go out on your own and pay for them.”

His desire to obtain additional training outside of his department displays his strong motivation to be as prepared as possible as a rookie officer.

“Officer Washburn was one of the leaders in the Police Academy, displaying the exemplary behavior as he progressed through the program,” Ciaramitaro said.

“I realized how crazy vast of a profession it is — how many different hats you have to wear,” Washburn said. “People just expect you to show up to their situation and handle it no matter what it is. Macomb Police Academy trained me very well and I’m as excited as ever to start working in the field!” d

The Police Officers Journal

Birnie Award recipient’s career comes full circle to law enforcement — By Jennifer Gomori, POJ Editor

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aw Enforcement Regional Training Academy (LERTA) graduate Hayden Hughes had always planned on becoming a law enforcement officer, but the impact of COVID on the profession put a pause in his career path. That didn’t stop Hughes from excelling in the academy and being honored with the Collin Birnie Scholarship Award.

Hughes graduated with a 90.85 percentile and was selected from among five pre-service cadets for the Birnie Award in a graduating class of 31 cadets on Dec. 19, 2024.

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.

“Hayden showed academic and physical fitness excellence,” said LERTA Director Lt. Eric Rodgers.

“Honestly it was a surprise to me. I had no idea that I would be the one selected for it,” Hughes said. “It’s definitely an honor! It shows that your commitment and education can pay off by doing what is right no matter what.”

The 29-year-old plans to use the funds to help pay off bills. “Once I went into the police academy, I stopped working. My wife does not work so we’ve been living off of what we saved up,” he said. “It definitely was difficult. We had a plan. We saved up and, luckily, I have a very supportive wife so she’s helped out.”

Hughes began his service career in the U.S Navy, from 2014 to 2020, as an electronic technician specialized in communications.

“In 2017 to 2019, I was deployed in Bahrain doing communications for all units to deploy in the Middle East. From 2019 to roughly 2020, I was on the USS Harry S. Truman aircraft carrier. I was on the Elite Communications deployed to the Arctic Circle and another deployed to Middle East.”

At that time, Hughes was following in the footsteps of his grandfather, Casper Borgess Hughes, a World War II veteran who served in the U.S. Air Force. But Hayden’s long-term plan was to follow his brother, Travis Hughes’ career path.

“My oldest brother is a police officer in Pell City in Alabama. He’s SWAT and K9 down there,” Hughes said. “I think he’s going on 5 years.”

“Originally, when I joined the military, the whole idea was to go into law enforcement,” Hughes said. “Then COVID hit, and after being newly married with a child, with how everything was going with law enforcement, I didn’t believe it was the right time when I got out. I ended up at Consumers Energy doing communications for all their vehicles.”

From 2021 to 2024, he worked for Consumers Energy performing maintenance and ensuring the vehicles dispatch radios were programmed and ready to use whenever needed. He began taking courses for an

“It’s definitely an honor! It shows that your commitment and education can pay off by doing what is right no matter what.” electrical engineering degree at University of Arizona, “when I was trying to figure out what I wanted to do from 2022 to 2023.”

“Slowly, in that career, I realized I really do want to go into law enforcement,” he said. “Then in 2023 to 2024 I was at Baker College and my credits transferred over so that’s how I got my associates in Criminal Justice. While I was in school, I was still working full-time and I was full-time in school. It was all online. Especially with two kids, there were plenty of long nights.”

His hard work and dedication paid off when Hughes was hired by Davison Township Police Department, a POLC-represented unit, beginning his law enforcement career on Dec. 20, 2024.

Hughes also acknowledged the hard work the instructors and staff at LERTA put in while dealing with the recent loss of former LERTA Director Lt. David Livingston. Livingston lost his battle with cancer in July 2024 and the academy began in September.

“I really want to thank the instructors. I know it was last minute for them after the passing of previous director Lt. Livingston,” Hughes said.

“I’m sure they were stressed out but they didn’t show it at all. They definitely knew what they were doing and were able to do it in a timely manner. Lt. Rodgers and Sgt. (Joe) Hall stepped up and they were able to accomplish it.” d

Photo courtesy of LERTA

LERTA graduate Hayden Hughes (right) was presented the Collin Birnie Scholarship Award by Birnie’s daughter Marista Dryden.

www.polc.org • 3

The Police Officers Journal

Former Marine honored with Weiler Award at Oakland Police Academy graduation — By Jennifer Gomori, POJ Editor

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akland Police Academy graduate Joseph Phelps spent nearly a decade in the military when he decided he wanted to change course. He’s off to an impressive start, receiving the Richard R. Weiler Scholarship Award for his overall performance in the academy.

Phelps was selected for the honor from among 18 pre-service cadets in a graduating class of 54 cadets. The Weiler Scholarship Award was presented to him during the academy graduation on Dec. 13, 2024.

The 32-year-old finished the academy with a 93.63%. Phelps also received an associate’s degree in Liberal Arts – General Studies from Oakland Community College.

“Cadet Phelps received the award for his overall performance on written tests, defensive tactics and firearms,” said Oakland Community College Police Academy Director David Ceci.

The $500 Richard R. Weiler Scholarship Award, sponsored by the POLC, is presented twice yearly at the discretion of the college 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.

His career path after serving in the military originally didn’t involve law enforcement.

“I was a Sergeant in the Marine Corps for 9 years. I went to Kuwait,” Phelps said of his 7-month deployment. “Initially, I got out of the Marine Corps and I was done with wearing a uniform and I was done with the structured environment.”

He decided to pursue an engineering degree at Washtenaw Community College, but after nearly 2 years, the rigorous studies coupled with the birth of his daughter in the spring of 2024 made him rethink his career plans.

“When I went to school, I said, ‘I’m going to use my brain and I’m not going to be a foot pounder my whole life,’” however, Phelps said, “I had my daughter and I was hitting a point where I wasn’t able to do 9 hours of studying every day. There was something inside me that made me realize I need to keep serving. I’m good at it and I like that kind of work.

(Service) is something I cannot get away from.”

He didn’t want to return to the military though because he knew that lifestyle could be difficult for his young family.

“She was born in April 2024 and I started the police academy in August,” Phelps said. “Law enforcement is stable. If I want to do 25 years, I wanted to do it in the same spot. In the military, you’re deployed here

“Cadet Phelps received the award for his overall performance on written tests, defensive tactics and firearms.”

4 • WINTER 2025

and there. You’re just all over the place. It’s almost more pain than it is good (for families).”

He was surprised to receive the Weiler Award and thankful for the recognition and the funds at a time when money is tight.

“It means everything. I didn’t even know I was possibly nominated. I think I worked hard and receiving a scholarship is just that confirmation from someone else that ‘you did well, thank you,’” Phelps said. “It’s a true honor.”

Phelps credits his fiancée, Mandy Hummel, for supporting him through the long days and nights of police academy training, while caring for a baby.

“My girlfriend worked while I went to the academy so we did ok. She was the real driving factor that got me through this,” he said. “I’d leave at 6 a.m. every day and most days I wasn’t getting home until 7 at night and some nights I was not home until midnight. Doing that with a newborn baby was tough at points.”

Immediately following graduation, he was in the process of being hired by the White Lake Township Police Department and expected to start his career in the New Year. He credits Oakland Police Academy for preparing him well.

“I can’t speak highly enough of the academy. From the Director down to his staff, they’re all there for the right reasons. They are there to set an example of what police leadership needs to be,” Phelps said. “No matter what the issue is, big or small, their philosophy was ‘we’ll take it together.’ I just want to thank the academy staff. They were just there for everyone and they tried their hardest to make it the best experience they could.” d

Photo courtesy of Oakland Police Academy

POLC Director Jim Stachowski (from left to right) presents Oakland Police Academy graduate Joseph Phelps with the Richard R. Weiler Scholarship Award at graduation Dec. 13, 2024 with Academy Range Master Keith Waller.

The Police Officers Journal

Weiler Award honoree changes career path, excels at police academy — By Jennifer Gomori, POJ Editor

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ayne County Regional Police Training Academy (WCRPTA) graduate Brandon Brushaber completed two college degrees before realizing he was in the wrong career field. His stellar performance in the police academy proves he made the right decision to change course.

The 24-year-old was honored with the $500 Richard R. Weiler Scholarship Award during the academy graduation Nov. 8, 2024. He was among three non-sponsored cadets in a graduating class of 58.

“It means a lot because I put myself through this, so I used my own money during the academy,” Brushaber said. “I didn’t have any income so (the Weiler Award) is really beneficial. I really appreciate it.”

The Richard R. Weiler Scholarship Award, sponsored by the POLC, is awarded twice yearly at the discretion of the college 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.

“He did very well in academics and was outstanding in all the Continued on page 10

Photo courtesy of WCRPTA

WCRPTA graduate Brandon Brushaber (right) is presented the Richard R. Weiler Scholarship Award by Plymouth Police Chief Al Cox at graduation Nov. 8, 2024.

www.polc.org • 5

New Units Royal Oak Patrol, Dispatch join POLC for security, unity with Command, Detectives — By Jennifer Gomori, POJ Editor

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ince the 1970s, the Royal Oak Police Officers Association (ROPOA) has represented itself, with the help of a hired labor attorney. But changing times led them to seek formal representation with the Police Officers Labor Council (POLC).

“Over the years there’s been the ask and the push by the membership to maybe join a bigger union. We’ve always had our own labor attorney that we paid independently who handled discipline matters, contract negotiations, etc.,” said Joe Ivy, ROPOA President. “Our longtime attorney retired and he represented us for 30-plus years. Then, in the last couple of contract negotiations, we searched for labor attorneys and we just found that it was a very exhausting and extensive search to find someone decent. There aren’t many labor attorneys out there anymore that are independent like that.”

Around the same time, many Local Board members were retiring from the department or promoting, and newer, younger ROPOA members were elected to the Local Union Board.

“We just weren’t overly satisfied with our newer attorney. We felt like we had to do a lot of work on our own. It became increasingly difficult,” Ivy said. “Once we got five guys on the Board and settled in, we started including our membership more in the say.”

The 74-member association, which includes Patrol Officers, Dispatch and Parking Enforcement Officers, met with a few unions and voted to

6 • WINTER 2025

join the POLC in late 2023. However, they have been easing into the transition from independent to unionized one step at a time.

“We felt like we could secure the ROPOA better by joining the POLC. We wanted to sit down with the POLC to make sure we were all on the same page moving forward after the vote,” Ivy said. “We became official in January (2024). We were working on a contract extension in the middle of all of this. We brought (POLC Director) Jim Stachowski in to let the City know … Stach was going to be our (Labor) Rep.” Royal Oak Patrol had been operating under a shift change from 8 hours to 12 hours, on a trial basis, when they joined POLC. That trial was coming to an end, an issue the POLC assisted with in the group’s one-year contract extension, which expires June 30, 2025.

“This past spring (2024) is when the trial was supposed to end. POLC came in the middle of it and negotiated, making the 12-hour shifts permanent,” Ivy said. “It’s a unique situation because (the POLC) was already representing the Command Union. Command was doing the same (shift change), so the POLC had already been read in on it. There are a lot of times where the POLC comes in handy. That was one of the first things they helped with, keeping the 12-hour shifts.”

Since the POLC not only represents Royal Oak Command, but also Royal Oak Detectives, Patrol members felt comfortable with the Union and realized the bargaining power of uniting through the same representation.

“It was a majority sentiment, if all three police unions are unified, it might make our position stronger when we go into contract negotiations,” Ivy said. “We just wanted to make sure we still kept our business completely separate from Command, because of potential discipline matters. We don’t want information shared and prefer separate (POLC Labor) Reps.”

They found the cost factor of joining the POLC palatable because the Union dues are more affordable than the competition. The final piece that made POLC the best fit was the connection the Union’s Representatives and Labor Attorneys already have with Royal Oak’s Attorney.

“We have a new Police Chief in the last few years and we have a very good rapport with him,” however, Ivy said of their former independent status, “Rather than deal with our Board members directly, the City Attorney for Royal Oak prefers to deal with the guys at the POLC, who have a really good working relationship with him.”

While Ivy admits it’s not easy letting go of the reins a little and sharing the responsibilities with the POLC, Royal Oak Patrol has experienced positive changes since becoming members.

“They’ve been great! Stach is responsive whether it’s a phone call, text or email,” he said. “They brought us in for board training. They’ve been very patient with us … allowing us to transition at our own pace.

They’ve provided an answer whenever we needed one. So far everyone is pretty happy with our overall choice.” d

Cass City PD touts POLC for benefit boosts — By Jennifer Gomori, POJ Editor

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he primary reason Cass City Police voted to join the POLC was legal protection, but the group’s Local President had nothing but praise for the additional excellent benefits they received during contract negotiations.

Cass City Police Officers first contract negotiated with POLC representation yielded 15 percent pay increases over the two-year agreement and a host of additional benefits. Previously, they were not represented by a union.

“Really the impetus for wanting the Union was out of concern for not having defense counsel or any representation other than the City contracting with any attorney to represent us,” said Jeff Wagner, Cass City Police Officers Local Union President. “If any of us were involved in a deadly force encounter or situation requiring representation, we would want the best attorneys specializing in law enforcement matters.”

Wagner learned more about the Police Officers Labor Council through his friendship and affiliation with POLC/GELC Executive Committee member Bob Gaiser. “After talking to Bob Gaiser at Caro (City Police Department), he told me about PORAC,” he said.

By becoming POLC members, Cass City Police were able to purchase significantly discounted group legal protection through PORAC Legal Defense Fund after voting to join the Union in October 2023.

“It was more of the legal defense and if we were able to get a raise and a little better benefits that would be just icing on the cake,” he said. “(POLC Representative) Chris Watts was fantastic! He negotiated an awesome contract for us with a significant pay increase and better benefits. It’s been great.”

The group’s bargaining agreement, effective Jan. 1, 2024 through Dec. 31, 2025, includes a 12 percent pay increase the first year and a 3 percent increase in 2025. Their Shift Premium pay also doubled and expanded.

“We received approximately a 15 percent raise over the two-year contract in addition to $1 an hour Shift Premium,” Wagner said. “We only have two 12-hour shifts — days and nights. Previously, our Shift Premium started at 8 p.m. and we were able to negotiate that to 6 p.m.

(Watts) got it moved so our entire shift was covered from 6 p.m. to 6 a.m. We were all pleased with it.”

Also, adding a potential sizable boost to their annual pay is the new requirement that Overtime must be offered to Full-Time Employees first.

Previously, Part-Time Employees were utilized on Holidays etc. as they did not receive Holiday Pay and were paid significantly less.

Vacation Time increased from 80 hours for the first 5 years of service to 120 hours in Year 1, going up to 220 hours for Employees with 10 years of service.

Their annual Uniform Cleaning Allowance increased to $500 and Bereavement Leave increased from 3 to 5 days for immediate family. Employees now have three paid Personal Days off per year that can be taken without prior notice to the Employer. The POLC negotiated additional contract language to clarify procedural and disciplinary items.

“Now there is a formal process in place for disciple action, which there wasn’t before,” he said.

“On a personal note, it’s been a great experience working with Chris Watts and seeing first hand the integrity and commitment POLC has towards its membership,” Wagner said. d

Sebewaing DPW impressed with GELC — By Jennifer Gomori, POJ Editor

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illage of Sebewaing Department of Public Works (DPW) Employees were at a ‘stalemate’ with their old representation, so when they heard the Sebewaing Police were looking into joining the Police Officers Labor Council (POLC), it peaked their interest.

“The reason why we changed was the (Village) Clerk and the Local (United) Steelworkers Representative did not get along and we were not getting anywhere,” said Sebewaing DPW Local Union President Aaron Holdwick.

Village of Sebewaing Police Sgt. Drew Gokey shared his exceptional experience being represented by the POLC as a former Essexville Public Safety Officer and the Officers’ Local Union President.

“The Steelworkers also represented the (Sebewaing) Police Department. Drew told us about his experience working with (POLC/GELC Labor Rep.) Chris (Watts),” Holdwick said.

By the time Holdwick reached out to Watts, the group’s contract had expired on Dec. 31, 2023. “He just came up and we did a meet and greet.

Chris told us his history as an officer and all of his experience with the POLC and GELC,” he said.

Sebewaing DPW Employees voted to join POLC’s sister Union, the Governmental Employees Labor Council (GELC), in February 2024 and the Union got to work on contract negotiations, settling their new agreement in August.

“They came over with the police just because the police department talked about how good we were,” Watts said. “We got some things changed in their contract. They were represented by the Steelworkers and there are not many governmental workers represented by them.

They were pleased with having a Union more familiar with the public sector representing their members.”

Sebewaing DPW Employees received a 9 percent increase in wages over their new 3-year agreement, which expires March 31, 2027. The Employer also increased their matching contributions to Employees’ 401K’s, from 5 percent to 7 percent. Additionally, the GELC helped with improvements to their contact language.

“The main thing was the wages because in past history they only Continued on page 8

www.polc.org • 7

New Units Sebewaing Police enjoy significant gains after becoming POLC members — By Jennifer Gomori, POJ Editor

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ebewaing Police Sgt. Drew Gokey was on the job for a short period of time before he realized the officers’ representation was lacking. So, he encouraged them to join the Union he had success with at his previous department.

The former Essexville Department of Public Safety Officer joined Sebewaing Police Department with 13 years of prior law enforcement experience, including representation by the Police Officers Labor Council (POLC). Gokey worked directly with the POLC, serving as Essexville Public Safety Local Union President.

After meeting with POLC Labor Representative Christopher Watts, Sebewaing Police voted to join the POLC in February 2024. They parted ways with United Steelworkers after their contract expired Dec. 31, 2023.

“We joined at the same time as the (Sebewaing) DPW. We were doing negotiations and the contract ran out so I knew that was the opportunity to switch us,” said Gokey, Sebewaing Police Officers and Supervisory Local Union President.

Sebewaing DPW Employees, who were also represented by United Steelworkers, joined POLC’s sister company, Governmental Employees Labor Council (GELC), after hearing what Gokey had to say and meeting with Watts, who is also the Unions’ Membership Services Representative.

Both groups had been represented by their former union for quite some time and wanted a union with expertise serving public safety and public employees.

“I was very unhappy with the Steelworkers and how they handled things. Their knowledge of the public sector was somewhat atrocious and I was very concerned they wouldn’t be able to represent us well,” Gokey said.

“I know who can serve both us and the DPW well, so I told them who would help us the most,” Gokey said. “Going back to the POLC was a no brainer for me. I was the (Local) President in Essexville and Chris and I did contracts together. As soon as Chris came in, he helped the DPW with a lot of stuff too, because the Steelworkers just didn’t understand the public sector.”

Sebewaing DPW continued from page 7

gave us anywhere from 2 to 3 percent, and if they did give us 3 percent, it was only for one year,” Holdwick said.

“Bumping our (matching) percentage up for the retirement, the wages, and being able to contribute more money to our retirement are the main advancements,” Holdwick said, adding that Employees have 401K and 457B plans. “Now, there’s a total of 7 percent matched by the Employer just in the 401k.”

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® Both Gokey and Sebewaing Police Chief Steve Repkie also know POLC/GELC Executive Committee member Bob Gaiser, a Caro City Police Officer. “My Chief just left Caro (City Police) right before I got hired, so he and I both know Bob quite well. The Chief worked with Bob a couple of years,” Gokey said.

The POLC settled Sebewaing Police and Supervisory contract in August with significant raises. In the first year, Officers and Sergeants received a market adjustment, equivalent to an 8 to 9 percent increase, depending on where they were on the pay scale. The POLC obtained an even larger increase for the Sergeant’s position through added differential pay.

“We actually didn’t do a percentage the first year. We received a $2 an hour raise to get us up close to where we should’ve been, which is an 8 or 9 percent increase,” Gokey said. “We negotiated a pay increase for the Sergeant’s position. Now it’s established and they get 5 percent over the (highest paid) Patrol Officer.”

Over the life of the 3-year agreement, Officers will receive a 14 to 15 percent pay raise and Sergeants receive a 20 percent increase.

The POLC also helped the three-member group double the Employer’s matching contribution to their retirement. Now the Employer will contribute up to 5 percent into Employees’ 475 plans in addition to the up to 5 percent the Employer will continue to contribute in matching 401k funding.

The group also secured two extra paid Holidays.

Sebewaing Police have noticed a striking difference between their current and former Union, and are very pleased they chose to become POLC members.

“I think I was only there a little over a year before I had the opportunity to finally switch us to POLC,” Gokey said. “All (the United Steelworkers) did for negotiations was just change the wages. They didn’t even open anything in the contract up.”

“Everybody is pretty happy with the switch and the improvements and Chris’s knowledge of what we can actually look at and what we can and should be able to do,” he said. d

The three-member group was extremely pleased with the personal attention the GELC is known for providing to each of its groups, no matter the size.

“Without a doubt, we are very happy! My interactions with Chris and communication is great with Chris,” Holdwick said. “Comparing him to (our former Rep.), Chris was more knowledgeable and more level headed. With our experience, (joining the GELC) was definitely the right choice. Chris knows how to talk to the (Village) President and the Clerk.

Overall, he is more friendly and everything went a lot smoother.” d

Member News Contract Settlements

Charlotte Police Sergeants

— As Reported by POLC/GELC Labor Reps

Allegan County Sheriff’s Deputies, Command & Captains Three-year contract extension expires Dec. 31, 2027.

Wages: 5% increase effective Jan. 1, 2025.

5% increase effective Jan. 1, 2026.

5% increase effective Jan. 1, 2027. * Contract extension with wage increases acrossthe-board. ** The pay scale was reduced by 2 steps, from 9 steps to 7 steps effective Jan. 1, 2027, allowing Employees to reach top pay sooner.

Bargaining Team: Eric Speese, David Ashton, Rob Flokstra, Matt Langlois, Aaron Hobbs, Mike Brown and John Daniels with POLC Labor Representative John Stidham.

Cass City Police New two-year agreement expires Dec. 31, 2025.

Wages: 12% increase effective Jan. 1, 2024.

3% increase effective Jan. 1, 2025.

Fringe Benefits: Overtime hours, including working on Holidays, must now be offered to Full-Time Employees before Part-Time Employees. This change can significantly impact Full-Time Employees annual pay if they opt for the OT. Employees also received a significant increase in Vacation Time. Previously, Employees received 80 hours of Vacation Time for the first 5 years of employment. Now Vacation Time is paid as follows: 1 year = 120 hours 2 years = 164 hours 5 years = 180 hours 10 years = 220 hours Bereavement Leave increased from 3 to 5 days for immediate family. Employees have a new benefit of 3 Personal Days per year that can be taken without notice.

Manning & Safety: Shift Premiums doubled from $.50 per hour to $1 per hour and the timeframe expanded. Shift Premium takes effect for any hours starting at 6 p.m., so now it covers Employees’ entire 12-hour shift (6 p.m. to 6 a.m.). Previously, Employees were paid Shift Premium beginning at 8 p.m.

The annual Uniform Cleaning Allowance increased from $400 to $500.

Bargaining Team: Local Union President Jeffrey Wagner with POLC Labor Representative Christopher Watts.

New three-year agreement expires June 30, 2027.

Wages: $36.04 per hour effective July 1, 2024. $37.78 per hour effective July 1, 2025. $39.61 per hour effective July 1, 2026. * Sergeants receive an hourly rate of pay with a minimum of a 13.75% wage differential from the top step of the Patrol Officers Relief Wage. ** Employees each received a one-time $1,000 Retention Stipend paid at contract signing, which is not calculated into any other benefit.

Fringe Benefits: Off-Duty Employees who are called back to work to testify in court will be paid a minimum of 3 hours at 1-1/2 times their regular rate of pay. This is an increase from the 2 hours of minimum pay they were receiving.

Manning & Safety: The annual Footwear Allowance increased from $300 to $400, as needed with approval from the Chief of Police. Field Training Officers will receive an additional 2 hours of straight time pay for every 12 hours spent performing FTO duties.

Bargaining Team: Rob Antcliff and Jeremy Hafner with POLC Labor Representative David Thomas.

Lansing Township 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.

Fringe Benefits: Inclement Weather Pay was added with the Employer providing Comp Time to match office closure hours. The Earned Time Off (ETO) Bank increased from 100 hours to 120 hours per year. Juneteenth was added as a Paid Holiday.

Newly added, Employees now receive 1-1/2 times their pay for all hours worked on a Holiday.

Vacation Time accumulation increased as follows based on years of service: 1 year = From 50 hours (previously) to 60 hours 2 years = From 100 hours (previously) to 120 hours 5 years = From 130 hours (previously) to 156 hours 10 years = From 170 hours (previously) to 204 hours 12 years = From 200 hours (previously) to 240 hours Longevity Pay increased based on years of service as follows: 5 years = From $550 (previously) to $600 10 years = From $1,050 (previously) to $1,200 15 years = From $1,250 (previously) to $1,500 20 years = From $1,550 (previously) to $1,800 25 years = From $1,950 (previously) to $2,200 Sick Leave: All Employees Sick Leave may ac-

cumulate up to 180 days. Previously, anyone hired after Jan. 1, ® 2014 maxed out at 132 days of Sick Leave. Sick Leave payout after death increased from 50% to 100%. Each year of the contract, Employees payout increases from 25% to 50% of unused Sick Leave over the cap. Additionally, Employees may request a payout of 40 hours of unused Sick Leave annually.

Manning & Safety: Reimbursement for Loss of Personal Equipment on the job (such as watches and cell phones) increased from $125 to $200 per year.

The use of Take-Home Vehicles was clarified and assigned to Lieutenants and Detective Sergeants.

Bargaining Team: Aaron Lightner and Eric Lapham with POLC Labor Representative John Stidham.

Manistee County 911 Central Dispatch

Four-year agreement expires Sept. 30, 2028.

Wages: 10% increase effective Oct. 1, 2024.

3% increase effective Oct. 1, 2025.

3% increase effective Oct. 1, 2026.

3% increase effective Oct. 1, 2027. * Due to the significant wage increase in the first year, and the 19% increase over the life of the contract, the prior $2,000 yearly bonus was removed.

Fringe Benefits: Holiday pay will be paid out instead of converted to Comp Time. Employees receive an additional 24 hours of Personal Time (from 60 hours to 84 hours) annually. Part-Time Employees no longer receive Longevity, Personal Time and Vacation Time.

Health Care: Employees’ health insurance Opt Out payment increased from $208 to $250 per month.

Bargaining Team: Sonja Ratliff, Jessica Witkowski, Jason Vess, and Lindsey Francisco with GELC Labor Representative John Stidham.

Presque Isle County Sheriff’s Dispatchers, Corrections, Clerks & Cooks

Three-year agreement expires June 30, 2027.

Wages: $2.50 per hour (13.6% average top wage) increase for Corrections and Clerks effective July 1, 2024. $2.50 per hour (13.5% average top wage) increase for Dispatchers effective July 1, 2024. $2.25 per hour increase for Head Cooks and PartTime Cooks effective July 1, 2024. $1 per hour increase for Corrections and Clerks effective July 1, 2025. $1 per hour increase for Dispatchers effective July 1, 2025. $.75 cents per hour increase for Head Cooks and Part-Time Cooks effective July 1, 2025.

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Member News $1 per hour increase for Corrections and Clerks effective July 1, 2026. $1 per hour increase for Dispatchers effective July 1, 2026. $.75 cents per hour increase for Head Cooks and Part-Time Cooks effective July 1, 2026. * All Employees received a market adjustment of $1.25 more per hour in addition to their annual pay increase in their first-year wage increases.

Fringe Benefits: The Employer exchanged all Leave Banks for a PTO plan. Veterans Day was added as a paid Holiday.

Retirement: MERS Defined Benefit will be closed and all New Hires will receive a Defined Contribution Plan with the Employer contributing 7% and the Employees matching 3%.

Bargaining Team: Scott Arkwood and Amber Kolcan with POLC Labor Representative John Stidham.

Sault Ste. Marie Patrol

New two-year agreement expires June 30, 2026.

Wages: 7.5% increase effective July 1, 2024.

4% increase effective July 1, 2025.

Manning & Safety: Field Training Officers will now receive $1.50 per hour while training other officers.

Previously, FTO’s did not receive any extra compensation.

Fringe Benefits: Off-Duty Employees who are called back to work to testify in court will be paid a minimum of 3 hours of pay, an increase from the 2 hours of minimum pay they were receiving. Paid Funeral Leave increased from 3 days to 6 days.

Vacation Time increased by lowering the number of years of service required to earn additional Vacation

Time as follows: 1 year of service = 2 weeks 5 years of service (previously 7 years) = 3 weeks 10 years of service (previously 14 years) = 4 weeks 15 years of service (previously 20 years) = 5 weeks 20 years of service (previously 25 years) = 6 weeks Health Care: The Public Employee Health Care Savings Program was dissolved and replaced with individual MERS Healthcare Savings Plans with Employer contributions to be increased yearly, comparable with Employees wage increase percentages. Previously, Employees received at a flat rate of $1,400 per year, which did not increase. Now that amount will be raised by 7.5% in 2024 and 4% in 2025.

Bargaining Team: Phil Donnay, Marcel Coullard and Jake Nicholson with POLC Labor Representative John Stidham.

Sebewaing DPW Employees

New three-year agreement expires March 31, 2027.

Wages: 3% increase effective April 1, 2024.

3% increase effective April 1, 2025.

3% increase effective April 1, 2026.

Contract Language: Several contract language improvements were made.

Retirement: Employer increased the amount they match Employees’ 401K contributions from up to 5% to up to 7%.

Bargaining Team: Local Union President Aaron

Award honoree changes path continued from page 5

primary skills (shooting, defensive tactics, driving, and physical training),” said WCRPTA Director Erik Tilli.

“Physical fitness has always been extremely important to me. I grew up being involved in sports, lifting weights, being active,” said Brushaber, who had practice shooting at gun ranges and outdoors with his dad and brother.

Brushaber graduated with a 3.8 GPA from the academy. He earned an associate degree in Liberal Arts from Schoolcraft College, and a bachelor’s in Business Administration from Wayne State University.

“It just so happened my boss had the same degree I was going for.

That’s when I realized I don’t think I can do this for 30 years,” he said. “I knew right away that I didn’t want to sit at a desk my entire career.”

His best friend, Brenden Honeycutt, shared his plans to attend WCRPTA in July 2024 and what he knew about becoming a police officer. Being able to move around on the job while protecting the public appealed to Brushaber.

10 • WINTER 2025

Holdwick with GELC Labor Representative Christopher Watts.

Sebewaing Police & Supervisory

New three-year agreement expires March 31, 2027.

Wages: $2 per hour increase for all Employees effective April 1, 2024.

5% increase over highest paid Police Officer for Sergeants effective April 1, 2024.

3% increase for all Employees effective April 1, 2025.

3% increase for all Employees effective April 1, 2026. * The first year pay increase was based on a market adjustment, which amounts to an 8% to 9% boost for Police Officers depending on where they were on the wage scale and a 9% increase for Sergeants. ** Sergeants receive a newly added pay differential, which amounts to 5% above the highest paid Police Officer. Effective April 1, 2024, the differential combined with the market adjustment equates to a 14% pay increase.

Fringe Benefits: Two newly paid Holidays were added – Veterans Day and Employees’ birthdays.

Retirement: In addition to the Employer continuing to match up to 5% of Employees’ 401K contributions, the Employer will now also match up to 5% of Employees’ 457 plan contributions.

Bargaining Team: Local Union President Drew Gokey with POLC Labor Representative Christopher Watts. d

“From a young age (Honeycutt) wanted to go into law enforcement.

Over some time, it kind of just got in my mind … and I thought I would give it a try and have been doing it ever since,” he said. “I really enjoyed (the academy). The material they cover is phenomenal and they go above and beyond to help us out even more. The friends I made in there I think I’ll be friends with them forever.”

The two graduated together and were immediately hired. Brushaber began working as a Livonia Police Officer Nov. 11, 2024 and Honeycutt was hired as a Trenton Police Officer. d

“I used my own money during the academy. I didn’t have any income so (the Weiler Award) is really beneficial. I really appreciate it.”