Metropolitan Alliance of Police - The Rapsheet - 2022, Vol. 4

President’sPost

KEITH R. GEORGE

Inthe last issue of the “Rapsheet” we discussed the 3R’s, Recruitment, Retention, and Respect. Management has seemed to focus heavily on the recruitment aspect of the current conditions in our profession and somewhat ignored the other two. The recruitmentcrisis will continue, especially with all of the lateral transfers. Remember,ofthe 895 officers hired last year,almost half werelateral transfers. This is an unsustainable model. As one member of the Illinois Association of Chiefs of Police confessed, “Wecan only steal from each other for so long.” If your agency is looking to add lateral transfers, you need to contact your chapter attorney and issue ademand to bargain immediately.The addition of lateral transfers/hires will most likely have an impact on your current benefits and working conditions. The good news is that many employers have reached out to the union in advanced and we wereable to provide additional benefits to current employees. That is wherethe retention portion of this equation comes in. Many employers have not reached out to the union or the local chapter to bargain for additional benefits. Employers must realize the pool of public employees is only so big –the labor market demands increased wages and benefits to attract and retain the best and the brightest.

To add to the recruitmentand retention problem this was released in September 2022:

Illinois is one of the most dangerous

states to be apolice officer,according to the FBI. Moreover,Illinois is the third-most dangerous state to be cop. Between 2012 and 2022, therehavebeen atotal of 33 officer fatalities. Of those fatalities, 19 officers died accidentally while 14 werevictims of homicide.

The most common fatal accidents in the last decade weretrafficrelated; officers struck while conducting trafficstops or dying from injuries suffered in vehicle crashes. Officers who werevictimsof homicide were killed during ambushes, domestic violence calls, and activeshooter situations.

Illinois is ranked behind Louisiana and Mississippi. Louisiana logged 47 officer deaths in the last 10 years.

According to the U.S. Bureau ofLabor Statistics, as of 2022, police officer is 19th on its list of the 31 most dangerous jobs in America.

So far this year,141 officers have been shot across the country.Twenty-one have died from their wounds.

Finally,concerning the Retention/Respect issue. In ameeting with the Illinois Chiefs of Police, it was brought to their attention that the Safe-T Act decertification/ licensing issue may have animpact on retention. The idea was quickly dismissed; however,wenow areseeing the first decertification cases being filed. In one recent case, the officer was decertified by the Illinois Law Enforcement Training and Standards Boardafter being charged with

an offense, no conviction, no diversion agreement, no supervision, just charged. Aletter to the Illinois Training and Standards Boardappealing the officer’s decertification and requesting ahearing was simply denied. No hearing, no appeal, nothing! Makes you wonder what happened to “due process,” doesn’tit?

The sponsors of the Safet-T Act regularly referred to policeofficersas professionals like doctors and lawyers, so they should be subject to the same licensing provisions. Youknow what doctors and lawyers get, yep, ahearing orreview,often by their peers. To be clear,MAP will continue to fight for the rights of our members and carefully consider all avenues, including litigation. Our aggressive legal defense postureis included in your monthly dues and will not cost our members, who areingood standing, anything additional.

On aside note, Iwanted to personally thank everyone who attended our Union StewardTraining on October 4th. The training was well attended by our chapter representatives, and we received rave reviews regarding the content and presentation by all our MAP Attorneys. The ability of our skilled Labor Attorneys to sharetheir knowledge and expertise, concerning current labor issues, was interesting and informative! Asincere thank you from all of us.

Stay healthy and safe!!

Learnthe Risk Factor forSuicide

This article is the first in aseries developed by the American Foundation forSuicide Prevention, Illinois Chapter, forTHE RAP SHEET.These research-informed reportsare intended to provide MAP memberswithfactsabout mentalwellness and suicide prevention. The moreyou know, the easier it will be to talk about these health issues and take appropriate action to help yourself and others

This article is the first in aseries developed by the American Foundation for Suicide Prevention, Illinois Chapter, for THE RAP SHEET.These research-informed reports areintended to provide MAP members with facts about mental wellness and suicide prevention. The moreyou know,the easier it will be to talk about these health issues and take appropriate action to help yourself and others.

The elevated risk of suicide among police officers is widely recognized. But did you know that construction workers, farmers, miners, nurses, and public entertainers arealso at elevated risk? What does a police officer have in common with these and other occupations? And what does “elevated risk” mean?

Suicide risk factors arecharacteristics or conditions that increase the chance that aperson may take their life. Just like someone is at greater risk for heart disease because of their high blood pressureorbecause of afamily history of heart disease, some people areathigher risk for suicide than others.

THERE ARE THREE CATEGORIES OF RISK FACTORS:

1.

Health Factors

2. Historical

Factors

3. Environmental Facts

These risk factors can converge at difference times in aperson’slife and increase their risk for suicidal behavior.

HealthFactors

Health factors include biological and psychological factors, the most significant of which aremental health conditions. Depression is the most common mental health condition and the one that is most associated with suicide risk. Some other mental health conditions that elevate suicide risk include anxiety disorders, bipolar disorder,personality disorders, psychosis, and substance use disorders. Most people who die by suicide have a diagnosable mental health condition at the time of their death.

In addition to mental health conditions, physical health factors can also increase suicide risk. These physical health factors include serious and/or chronic health conditions, such aschronicpain or traumatic brain injury (such as afootball player’smultiple concussions).

Historical Factors

Historical factors include afamily history of suicide or afamily history ofmental health conditions. Past trauma, such as combat stress, is ahistorical factor Research has also found that an abusive childhood or ahistory of adverse childhood events can contribute to suicide risk.

And while most people who attempt suicide do not go on to die by suicide, one or moreprevious suicide attempts is an historical factor that puts aperson at increased risk for suicide.

Metropolitan Alliance of Police

Board of Directors

EnvironmentalFactors

Environmental factors refertothe circumstances of aperson’slife, or the aspects of aperson’senvironment that can contribute to their overall level of risk. For example, prolonged stress (a first responder’sjob) or stressful life events (divorce or aloved one’sdeath) areenvironmental risk factors.

Access to lethal means is another environmental factor that contributes to someone’slevel of suicide risk. Suicide contagion –exposuretoasuicide or to graphic or sensationalized accounts of suicide –especially for individuals with other suicide risk factors (for example, depression or past trauma), is real and it is yet another environmental risk factor

Aphysically challenging workplace (think high-rise construction or an oil rig) or difficult work culture(e.g., one

short on respect) can also serve as an environmental factor.Physical isolation afarmer’senvironment –isanother

Thereare many other work-related stressors that can heighten suicide risk: job insecurity and lack of autonomy; lack of variety; work-family conflict; feeling “trapped” in ajob and/or job burnout; or work that is not meaningful or rewarding.

It is important to note that while environmental factors do not lead to suicide on their own, when an individual has other health or historical risk factors, these environmental factors can contribute to an escalation of risk.

Putting It All Together: Understanding Suicide Risk

When someone dies by suicide,

outsiders usually see asingle factor, such as arelationshipbreakup or ajob loss. But suicide is never due to asingle factor

What the public doesn’tsee is the whole pictureofaperson, such as their health, family history,and life conditions, all of which may play arole in the suicide. Say apersondies after ahuge fight with their partner; other people may look to that fight as the “cause” of the suicide. What they don’tknow is that the person had afamily history of suicide, suffered from depression, and was drinking morethan usual.

Research and data have shown that suicide occurs because of aconvergence of health, historical, and environmental factors. Understanding this is critical to prevention.

IN CASE OF EMERGENCY

If you areinvolvedina critical incident or need to contact MAP for any emergency,call 630-905-0663.

MAKING ADIFFERENCE in Carpentersville

Carpentersville Police Department is making waves in the community, becoming moreinvolved and connecting with the people they serve in ameaningful way Representing three separate chapters in the Metropolitan Alliance of Police, Carpentersville Civilians, Patrol, and Sergeants divisions areworking in tandem to make adifference.

CIVILIANS

Beth Pearson, Crime Scene Investigator, and president of Chapter 390 has been a member of MAP for about 20 years.

“Our civilian division is made up of several different divisions and when we went to unionize, it was actually the civilians of the police department that petitioned for the union,” says Pearson. “When we werepetitioning, the village said they would absolutely accept it, but we had to take on village employees that worked in the village as well, so we took on other divisions because the more, the merrier.” Inside the civilian sector is arecords department and community service officers with code enforcement officers, a finance department and other secretarial positions on the village side.

“In the civilian chapter,wehavea lot of diversity and what Imean by that is that we have alot of different job descriptions,” says Pearson. “It definitely makes bargaining challenging because you have so many different positions and some areinthe police department, while others arenot.”

Carpentersville civilians seek to be involved in community outreach whenever they can. “Some of our civilian police employees volunteer to do things like Shop with aCop,” says Pearson.

“Right now,one of our patrol officers is deployed overseas. Iamthe Senior Vice President of the West Dundee VFW, so we adopted his troop and we just sent out over 100 boxes of supplies we collected throughout the community.”

MAP helps support their division, offering awell-organized union option. “I would say the comfort of having the union back you in your everyday work is crucial,” says Pearson. “I know Ihave relied on MAP and have been the president of my chapter since we unionized, but for fellow union employees, should asituation arise, we have the comfort of knowing MAP is theretosupport us and back us it’sliterally aphone call away.”

SERGEANTS

Sergeant Chris Bognetti is the chapter president for MAP 379 and has been a member with the sergeant’schapter for two and half years. BeforeChapter 379, Bognetti had been amemberwith MAP in the patrol division since September 2004.

“Wehave eight sergeants –there are six for patrol with two for each shift on days, midnights, and afternoons,” says Bognetti. “I am the detective sergeant in charge of the investigations section. We also have asergeant in charge of our special operations group, and they do a little bit of everything and anything we need.”

With theSAFE-T Act on the horizon, Bognetti notes the need to preparefor a number ofdifferences to the department coming down the line. “Therecould potentially be some bigger changes coming, depending on how it goes, especially with the pre-trial fairness,” says Bognetti.

The sergeant’sdivision does as much volunteer work in the community as their time allows. “We’rebig time involved in Special Olympics, Shop with aCop all that stuff,” says Bognetti. “Wehave golfoutings and various fundraisers throughout the year.”

PATROL

Community Engagement OfficerKara Burroughs and MAP member for the last three and ahalf years, has apassion for positive interaction with the public.

“I help out with patrol when they need me,” says Burroughs. “My main thing is being able to go out into the public and getting people to see who we arewhen we’renot having to be the enforcers.”

Carpentersville Patrol runs three overlapping shifts aday withawide array ofofficers in the field. “The best part about Carpentersville is the fact that we have such avariety of officers,” says Burroughs. “Wehavesomething to cater to every individual within Carpentersville and we have alot ofofficers now, especially the younger officers, who want to engage the community,especially with children.”

MAP has been awonderful support system for the patrol division and Burroughs notes the Rapsheet helps buoy morale throughout the department. “Whenever weget copies of MAP,we know thereare resources available to us as first responders and we’reable to see what other officers aredoing and praise them for their hardwork. It helps remind us we’renot thesehorrible, selfish murderers that somepeople depict us to be, we’reactually doing alot of goodout in the community.”

Steward Trainin 2022

ALLOWING INFORMATION TO BE SHARED AMONG DIFFERENT CHAPTERS

ngEvery year,the Metropolitan Alliance of Police hosts a StewardTraining Seminar to ready chapter representatives, new and old, for upcoming changes and union negotiations. With new laws looming in the near future, MAP made it apriority to explain how they will affect their members with comprehensive preparation.

“The StewardSeminar is for training current stewards and board members as well as new stewards to give them ataste of what kind of things they’ll be discussing in bargaining, arbitration as far as grievances and working with their contracts,” says Brian Barkalow,Vice President of the law enforcement bureau for MAP Chapter 126.

This year,training included afew new challenges and, alternatively, benefits for MAP members. “I thought the training this year was very good; it did go over quite a few things we’ve gone over the last several years since Ihave been there, but therewereacouple of new things,” says Barkalow.“The new things they talked about were the new offerings from the Midwest Coalition of Labor that MAP brought on boardinthispast year.They went

over some of those things to let union stewards know about those changes and the additional benefits that MAP was able to bring through the Midwest Coalition of Labor.”

MAP Executive Boardmember Derek Hawkins notes the upcoming SAFE-T Act and how it might affect members’ everyday work experience. “The SAFE-T Act is just ahuge concernfor current law enforcement because thereisalot of new language in the SAFE-T Act that isn’tclearly defined in courts,” says Hawkins. “Thereare certain wordstheychoose to use, andwe have to interpret what they mean and how arethey defined. It opens us up to alot of pitfalls and we’re really concerned with it. We’ve asked for clarification on some of the SAFE-T Act language and even the experts in the field and the people who wrote it cannotgive us clear definitions of this language. It’svery problematic for how we carry out our everyday operations on the street as police officers.”

Critical Incidents and bargaining werealso main talking points and aretwo highly important topics brought up annually.“Theydoa great job of going over bargaining; bargaining of our contract, what we

should be looking for and what the current conditions of bargaining and things we should make sureare in our contracts,” says Barkalow.“The last thing they really go over and is super important for everyone is critical incidents like officer involved shootings. They talk about what MAP is going to do, what officers should do, what we should be telling our members if they are involved in asituation like that or if we areinvolved in asituation like that.Whenthathigh stress incident happens, we’ll know what we should be doing or saying; it’s super important for the members to know that stuffand know that MAP is going to be behind them, so it’s always acritical part of the training.”

Ultimately,the StewardSeminar creates abaseline for members to find fundamental career support. “Weare the head organization, and it just sets the proper tone,” says Hawkins. “It shows we take a vested interest in the development and training of our chapters and it’s achance for us to sit down and talk from person to person, see what questions they have or what issues aregoing on. It’sdualpurpose and we provide alot of training, but it also gives us achance to meet with our members.”

Earlier this year Iwrote about apilot program from Indiana that was targeted to introduce policing and social services and establish aworking model of cooperation. In alocal news report, I found alocal department was involved in a pilot program that placed social services on the street available for calls. Ijustchecked with that department Naperville PD and Chief Jason Arres reports “It’snolonger apilot and is part of our daily operations. The social workers working withour crisis intervention trained (CIT) officers has been a great compliment to have in the field.” This is one program Ifound and theremay be others. Why Ilike this program it addresses issues

faced in domestic violence calls. Ilook at this way,when you arrive at adomestic it’s afull alarm fire with flames of accusations everywhere. Youleave and like with every fire,there is the chance of the remaining embers that could reignite into another blaze today,tomorrow,ornextweek if the embers arenot put out. That is where social services involvement can look after the embers of the domestic and address the issues of today and hopefully address the long-termissues. The old model would be afollow up days after.Withthis program the expected result hopefully will be a reduction of domestic calls at that resident and then it is awin for the family and the

community.Chief Arres is open to talk with other departments with moredetail. You can ask your agency if thereisinterest.

My opinion, the recent negative voices of defund the police have been shut down by many in the community as they realize how far out aposition those voices were pushing in their agenda. Respect and cooperation arereturning to be louder voices. The news networks concentrating on the bad cop reports areseenas the over reactive reporting they represent. People see each week the numbers of police that have given their lives serving justice and understand the pressures on policing agencies. Ithink the tide is turning

for the good as they see the good work you do every day.

This fall issue will bringusto the Thanksgiving and Christmas holidays. As we gather as family let us be thankful for all the blessings we have big or small. Sometimes it is just good to express them out loud. Thanks for all who will serve and protect us this holiday time. Be good to one another.Find time for Church. Stay safe and God Bless. Happy Thanksgiving, Merry Christmas and awonderful 2023.

Chaplain TomRoss, Sr sligo8@wowway.com

Contract Summary

STEVE CALCATERRA

 PALOS PARK

•3 year contract

•3.5%3.25% 3.25%

•Increase in personal/ sick days

•Uniform allowance $800 per year

 COOK CO EM SGTS/ DEPUTY CHIEF

•5 year contract

•11.5% 1.5% 2.5% 2.5% 2.0%

•Personal /Sick days –8hrs per month

•Uniform Allowance $800

•$2,000 signing bonus

•Insurance 1.5% -3.0 of salary

•Added Juneteenth holiday

 NORTHERN IL UNIVERSITY PATROL

•6 year contract

•10.1% (3.0-restructure-2-2-3-3) total 18-31% depending on step

 PLAINFIELD PATROL

•3 year contract

•5%3.5% 3.5%

•Vacation time 80 hrs to start/ 200 hrs after 20 years

•Personal/ Sick days: 8hrs per month

 ELWOOD

•3 yr contract

•Wages: 2021 –3%+$1,500 adj 2022 –3%+$2,500 adj 2023 –3%

•Uniform Allowance $750 per year

•Personal 16 hrs per yr/ Sick days 8.4 hrs per month

MARK SMCQUEARY

 WINFIELD SERGEANTS

•3 year contract

•3%3.25% 3.25%

•Training per diem increased

RON CICINELLI

 HAWTHORN WOODS

•3 yr contract

•Wages:2.5%for years 2022, 2023 and 2024

•Holidays: (1) Floating Holiday Added

•Uniform Items Added

•Insurance: Medical/Dental and Vision (same as other employees in the Village)

 GENOA

•4 yr contract

•Wages:Reduction in steps from 12 yrs. to 8yrs. to reach top pay

•Top pay increase by 4.27%.

•Compensatory Time: 80 hours; unused time paid out

•Longevity Pay $200 increasing to $600 after 20 years.



NORRIDGE

•4 yr contract

•Wages: 05/01/2020 =nochange 04/30/2021 =increase by $1,000 05/01/2021 =3%increase 05/01/2022 =3%increase 05/01/2023 =3%increase

•Court Time: (2) hours minimum

•PPO =15%;HMO =11% -13%

•Asof05/01/2023: PPO 16%; HMO =12% -14%



JUSTICE SERGEANTS

•ContractDuration: 3years

•Wages: 01/2021 =2.75%, 01/2022 =2.75%, 01/23 = 2.75%

•FTO pay increased from $1.00 per hr.to$1.50 per hr

•POWER TEST:Annual stipend of $250 for passing; no discipline

•Uniform Allowance: Increase from $85 per monthto $100.00 per month

 DWIGHT

•3 yr contract

•Wages:2022= Step Adjustment(s) in 2022 from starting $46,779 to 52,665 and top pay from $60,771 to $74,940. 2022 =3%increase 2023 =3%increase

•Hours Worked:8hrs. regular rate of pay per month for members working 12-hour patrol shift

•Holiday Pay: Double timeand ahalffor members who work on adesignated holiday

•Sick Leave Accrual: Increased from 700 to 1040 hours of sick leave. Hours accrued above 1040 hours can be traded for additional vacation pay or straight timepay at arate of (1) hour for every (2) hours earned.

•Retirement: Retired employee(s) shallreceive one-half (1/2) payout of unused sicktime not to exceed 350 hours.

IN CASE OF EMERGENCY

If you areinvolvedina critical incident or need to contact MAP for any emergency,call 630-905-0663.

Updates from our attorneys about collective bargaining agreements for MAP members.

GARYDEUTSCHLE

 JOHNSBURG

•3 yr contract

•Wages: 3% per year

MICHAEL BUTLER

 HANOVER PARK

SERGEANTS

•4 yr contract

•Wags:2020–2.75% 2021 –3.5% 2022 –3% 2024 –3.5%

•Overtime for detective sergeant to match the overtime offered to patrol sergeants

•Additional fund for ballistic vests and expanded uniform choices  IL TOLLWAY

TELECOMMUNICATORS

•4 yr contract

•Wages: 2021 –2.5% 2022 –3.0% 2023 –3.0% 2025 –3.25%

•Increase in Telecommunicator-inCharge pay

•Increase in Telecommunicator Training incentive pay

•Increase in Shift Incentive pay

•Time limit for initial Grievance filing from seven to ten days

JOSEPH MAZZONE



COOK CO

TELECOMMUNICATORS

SUPERVISORS

•4 yr contract

•Wages: 2021 –1.5% 2022 –2.5%/12/1/22 $1,000 payment to each member 2023 –2.5% 2024 –2.0%

•Signing bonus one-time $2,000

•Pandemic payment $1,000

•Removed residency requirement

RAYMOND GARZA

 MOMENCE

•4 yr contract

•Wages: 2022 –3% 2023 –4% 2024 –4%

•2026– 4%

•Suspension of 3days or less not admissible after 5 years

 OAK FOREST

•4 yr contract

•Wages: 2021 –2.5% 2022 –2.5% 2023 –2.5% 2024 –2.5%

•Removal of penalty language from retirement incentive stipend

•Addition of 12-hour shifts

 WESCOM DISPATCH

•3 yr contract

•Wages:2022– 2.75% 2023 –2.75% 2024 –3%

•Increase of Telecommunicator in Charge pay to $2.00 and hour

Chapter Elections

LaSalle

DID YOU KNOW?

Welcome to anew section we will be featuring in theRapsheet. MAP will be answering questions we often receive from chapter members. If thereisaquestion you would likeMAP to answer, please email John at Jholiday@mapunion.org.

QDuring recent contract negotiations, the city said if we go to arbitration, the whole contract is open and decided by the arbitrator and that we could lose everything. Is that true?

Answer from Steve Calcaterra, MAP Co-Counsel

This is not arealistic threat, and once you understand how interest arbitration works in Illinois, you can see why this shouldn’tbetaken seriously.Interest arbitration is an inherently conservative process where the arbitrator tries to enter an awardthat most closely resembleswhat the parties would have voluntarily agreed to if the bargaining relationship had not broken-down during negotiations. Arbitrators lean heavily towards awarding the status quo (your existing contract language), unless the party seeking achange can clearly demonstrate why the existing provision does not work as anticipated when it was originally agreed to; that it creates operational hardships; and that the union refused to negotiate achange. The moving party must essentially demonstrate that the current language is “broken.” Because arbitration is “baseball” style, each issue provision is looked at independently from one another –the union or the employer “win” or“lose” each issue one at atime, like innings in abaseball game. Only those issues that werenegotiated to impasse go beforethe arbitrator.The arbitrator does not look at “the whole contract,” and will not consider changing the rest of the contract because the union didn’tagree to a final proposal. If the city tries to argue that the entirecontract should be thrown out, they need to prove that each and every one of those other provisions arebroken and that they areunable to fixthose issues through negotiation with the union.

IN CASE OF EMERGENCY

If you areinvolvedina critical incident or need to contact MAP for any emergency,call 630-905-0663.

QIalways hear that Ishould review my personnel file. What does that mean?

Answer from Ray Garza, MAP Attorney

It's agood idea to check your personnel file maintained by your employer. Employers often put “counseling session" or other notes regarding an employee in an employee's personnel file not known to the employee. Under the Illinois Personnel RecordReview Act, an employee may request his/her personnel records from their employer two times per year.Aformer employee may request this information for aperiod of up to one year after separation. If the employer refuses, the employee may file acomplaint with the Illinois Department of Labor

Some collective bargaining agreements do not allow for the grieving of oral/written reprimands. Nonetheless, an employee should submit aTo/From memorandum, requesting it to be placed in his/her personnel file stating any opposition to the reprimand. This should be done in with the assistance of their Union representative/attorney

termbargaining and/or impacts and effects bargaining from successor CBAs. The Union and its members have a statutory right to mid-termbargaining under Sections 4and 7of theLabor Act. The continuing duty to bargain applies during the termofthe contract to mandatory subjects of bargaining, not specifically addressed in the CBA. Waivers by contract must be specific and clearly articulated. In other words, a waiver must be aknowing and intentional relinquishment of an established right. Moreover,any proposal seeking the waiver of astatutory right is apermissive subject of bargaining. Meaning, you and your Union areunder no obligation to waive their rights to compel mid-termbargaining.

What does that mean in simplest terms? If your contract contains language waiving past practices or the Union’sright to bargain midterm, it is apermissive subject of bargaining. In plainer terms, when you contract is open, you do not need to bargain over permissive subjects. Meaning, they can be removed at the insistence of the Union. It does not need to be bargained.

for the cost of training and paying you to attend. According to 50 ILCS 705/8.1(e-1): “Each employing law enforcement agency shall allow and provide an opportunity for alaw enforcementofficer to complete the mandated requirements in this Act. All mandated training shall be provided for at no cost to the employees. Employees shall be paid for all time spent attending mandated training.”

The statute does not requirethe individual officer to “find” the training, but it does requirethe officer to certify their compliance. (50 ILCS 705/8.4(a)(1). In other words, if the training is not complete, the officer faces the penalty oflosing their certification.

ILETSB has anew “officer portal” available for individual officers. It allows you to review your training file and shows if you arecurrent on mandated courses. Youcan register for portal access at this link: https://officerportal.ptb.illinois.gov/ account/register

Question: Why is ‘mid-term bargaining’ so important?

Answer from MAP Legal Counsel

Law enforcement faceschallenging times. Now,morethan ever,employers areseizing this opportunity to attempt to unilaterally impose policies impacting wages, hours, and terms/conditions of employment. To prevent employer’s overreaching, please be mindful when bargaining successor agreements. Specifically,our membersneed to aim to remove any/all waivers concerning mid-

Midtermbargaining rights areapowerful and important tool for the Union. We cannot afford, especially in these antipolice tumultuous times to be disarmed at the bargaining table. When your Chapters’ contracts reopen, be suretoremove any waivers of bargaining rights and/or past practice. As always, stay vigilant and safe.

When you register,you should use a personal email address you will always have access to. This way you will have access even if you switch departments. The portal, and your training record, arebased on your PTB ID #and stay with you for life. If you do not know your PTB ID #you can get it at this link:

https://www.ptb.illinois.gov/resources/ officer-lookup/

Most agencies utilize training options provided by ILETSB through their mobile training units. If this is not an option, officers can also complete training online through the “Online Learning Network” (https://www.ptblearning.org). Credits earned via the OLN arereported directly to ILETSB for credit.

Answer from John Gaw,MAP Staff Counsel

By statute, the employer is responsible

Please talk with your training officers & supervisors to find out what options will be available. If you foresee aproblem in your agency,reachout to your MAP repsowe canget ahead of any problems.

QWith thenew Safe-T act –DoI have to pay for and keep track of the required training on my own?

Am Iresponsible for finding the required training each year?

E-Com 911Dispatch Center Chapter720

Chapter 720 is an E-Com 911 Dispatch Center located in the southernsuburbs of Chicago –achallenging location for anyone in 911 communications. Brian Tobin, Chapter 720’s president, is well awareofnecessary improvements needed for his call center,relaying an experience that is all too familiar in apost-Covid world.

“I have been amember with MAP for at least eight years,” says Tobin. “Wewereoriginally with another local union but eight or ten years ago we joined MAP.” Tobin’steamisnow comfortable with their much-needed support system. “With our other union we werelucky we could reach anybody and then even if we could reach them, they would argue with the legitimacy of our complaints and it didn’tseem like they wereonour side much,” says Tobin. “Wedumped them, got with MAP and our dues got cut in half. Ihave full access to abusiness agent and aMAP attorney,and we have three or four arbitrations we haven’tlost. My team couldn’tbehappier.”

The dispatch center is accountable for agreat number of duties and responsibilities. “Aside from answering 911 calls for police, fire and medical, we answer nonemergency calls,” says Tobin. “Wedoclerical work, recordswork, office-type data entry,and we watch the weather and police bulletins.” Other than over the phone, the dispatchers have no contact with the public during business hours.

Tobin does note that the center is extremely shorthanded, despite their benefits and pay,and theirdaily work can be tremendously challenging. “The most notable thing aside from the rise in crime, is how shorthanded we areand about everyone Iknowisworking sixty hours aweek,” says Tobin. “We’reinthe south suburbs of Chicago and we have alot of shootings and gunshot victims. It’sbusy. At a time when we need morepeople, they’recutting ourstaff. We need morepeople to lessen the burden on each telecommunicator.We’re basically on the phone or the radio all day.It’shardtokeeppeople.”

Still, Tobin is hoping the circumstances will soon change for the dispatch center,theyjust need strong folks willing to work hardand assist theircommunity members.

IN CASE OF EMERGENCY

If you areinvolvedina critical incident or need to contact MAP for any emergency,call 630-905-0663.

MAP MEMBER MILESTONES

Huntley Police Department Cop on aRooftop

Huntley PD workedhardtoraise over $12000 thisyearfor Cop on aRooftop. Thefundraiser supports Illinois TorchRun Special Olympics. It was another incredibly successful outreachevent involvingseveralcommunity members andpoliceofficersfor an amazingcause.

Crystal Lake Police Department

Crystal Lake police officers stopped by to visit North Elementary School and talk to kids about Halloween safety,what it means to be apolice officer in Crystal Lake and being agood influence. The kids read pizza inspired poems and the police officers had the best time connecting with their young community members.

Second Annual TimStrongFlag Football Tournament

On August 20, the community came together in support of Park Forest Police Officer and MAP member Timothy Jones, severely injured in the line of duty in 2016. Proceeds and donations from participants, sponsors, athletes, and volunteers helped fund the purchase of aPowerPlate to assist Jones in exercise towardwalking again. Agroup of Jones’ former college teammates, the UIndy Legends, took home the championship title this year.The tournament was asmashing success and TimStrong#204 is excited to have a triumphant returnnextyear

MontgomeryPolice Department Halloween Safety Event

Every year,Montgomery PD and volunteers put on an amazing event for the community with the goal of creating asafe environment for kids to have asafe and spooky time! The safety event took place at the police department and was free for everyone. Montgomery PD hosted carnival games, amobile gaming party,crafting, giveaways and, of course, safety education. It was one of the best turnouts they’ve ever had at their annual Halloween celebration, and everyone had agreat time. Montgomery PD is no stranger to connecting with their community

National Police Woman Day –

Various

Departments

Annually,National Police Woman Day is held on September 12. The day is acelebration and recognition of all female police officers and their tireless contributions to the wellbeing of their communities.

Channahon Night Out

Every year, Channahon Police Departmenthosts Channahon Night Out, an event aimed at nurturing a positive relationship between the community andpolice department. Theeventisfreeand thisyear, families were treated with free games, food,activitiesand refreshments.

MAP MEMBER MILESTONES

DeKalb County Sheriff’sOffice National Night Out

Community-beloved National Night Out was co-hosted by the DeKalb County Sheriff’sOffice at the Walmart parking lot in DeKalb on August 2. This year featured adunk tank, K-9 demonstrators, police vehicles, vendors, car seat checks and education, not to mention plenty of entertainment!

Bensenville Police Department Host Cop on aRooftop

The Bensenville Police Department successfully ran another year of Cop on aRooftop in their community.Thisyear,their location raised $2000 to support Special Olympics Illinois while selling shirts and mugs merch!

Huntley Police Department Participates in #PinkOut

Huntley police officers attended a Raiders game at Huntley High School in October and participated in the #PinkOut, supporting breast cancer awareness and going all out in pink!

Special Olympics at NIU Huskie Stadium

NIU Police and the DeKalb County Sheriff’sOffice joined Special Olympics Illinois at NIU Huskie Stadium for a flag football competition. Officers represented their departments and helped recognize athletes from all over Illinois at the wonderful event.

Lemont Cruise Night

Lemont police officers put on aCruise Night/Emergency Vehicle Night Car Show.With free giveaways, popsicles, and popcorn along with over 60 vehicles displayed throughout the night, it was araving success! Therewas an awardceremony for places 1-3, Star of the Show,and Best Specialty Vehicle. The police officers ended the night with an exciting presentation of their lights and sirens.

Algonquin National Night Out

Algonquin Police Department co-hosted this years National Night Out at St. John’sChurchinAlgonquin. Local families had ablast taking part in fun activities, games, and eating delicious food. Police officers werealso on hand to do car seat safety checks.

Huntley Police Officers Honored by the Gazebo Quilters

Local group, Gazebo Quilters, honored Huntley police officers Larkin and Keppler with aValor Quilt to recognize their military service. The ceremony was held at the Shepherdofthe Prairie Lutheran Church in Huntley.

Lemont Police Department Participates in Halloween Activities

LemontPark District hosteda Trick or Treat Traileventand police officersshowed up to say hi to communitymembers, delighting thekiddosand continuing theirdedicated community outreach.

MAP MEMBER MILESTONES

Bensenville

PD

by Local Lemonade Stand

Stops

Whencomingacross alemonade fundraiser set up to supportaresident in need, members of theBensenville PD stopped by to lend their support, buyingsome delicious lemonade, and checking in with their community

Algonquin National Police Woman Day

Algonquin Police Department currently has seven

ficer/SRO Andrea Treml, OfficerAmanda

ficer Debbie Radell, OfficerPatty Miller,and Offi

StaffAppreciation at MCHS

This past Friday was "staffappreciation" night at the MCHS football game. School Resource Officer Presler was selected by #87 Micah Hamilton. Officer Presler was presented with ajersey, and Micah thanked him for "being nothing but helpful" to others, but especially to him. We areveryproud of the positive impact that Officer Presler has on the students at MCHS. We know that he gets just as much of an impact from the students as they do from him. Congratulations Officer Presler!!!!

swornpolicewomen: Detective Amy Bucci, Of

Olsta, Officer Kira Kugler, Of

cer Bucheleres.

PASSED

sofprinting of this issue, it appears the Workers’ Rights Amendment was ratified by Illinois’ voters. This is ahuge victory for working people in Illinois. Upon verification of ratification, the newly minted addition to the Illinois Bill of Rights will become effective January 1, 2022. MAP has assembled ateam of lawyers and labor advocates who continue to consider the impact this landmark constitutional protection will have on our members and potential new members.

SECTION 25. WORKERS' RIGHTS

(a) Employees shall have the fundamental right to organize and to bargain collectively through representatives of their own choosing for the purpose of negotiating wages, hours, and working conditions, and to protect their economic welfareand safety at work. No law shall be passed that interferes with, negates, or diminishes the right of employeesto organize and bargain collectively over their wages, hours, and other terms and conditions of employment and work place safety,including any law or ordinance that prohibits the execution or application of agreements between

employers and labor organizations that represent employees requiring membership in an organization as acondition of employment.

(b) The provisionsofthis Sectionare controlling over thoseofSection6ofArticle VII.

Opponents of labor have vowed to litigate against this important worker protection. So far,all litigation efforts by anti-worker groups have been unsuccessful to date. We will offer amorerobust update in the next issue. MAP is grateful to its staffand members who worked so hardtomakethis important constitutional protection areality.

Jose Alvarez Ethan Berillo Christopher Burbach Joseph Giolli Charles Harris James Keeble Justyn Koster Joshua Stitt Kelci Suchecki

CO Kathern Dummer Stephanie Kroll BrittanyThreatt

E-COM Michael Haskins Cherese Morgan KourtneySenchez Samantha Wiening

Henderson Juan Morales

AnthonyDestefano Christopher Doles LukeEster David Kielczewski John Liddell Michael Mickey Emil Navratil Je

erey Shelton Michael Smurawski

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NAPERVILLE CIVILIANS UNIT 2 Alyssa Valach

OLYMPIA FIELDS PATROL Nicholas Burris

OLYMPIA FIELDS PW Ruben Briceno

ORLAND PARK Cody Gestes

OSWEGO Jesse Kidd AustinSvehla MaryTesinsky EmmalineWaid

PARK FOREST PTRL & SGTS DennyLi

PARK RIDGE PATROL Ioan Costescu MevludinFejzic

PINGREE GROVE Nisa Santana RyanSears

QUADCOM Keith Thornton

RIVERWOODS Michael Stack

SENECA Daniel Lepkowski

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NILES Jacob Anderson AndreCaro

NORTHWEST CENTRAL DISP Auguste Dumitru

ROMEOVILLE Eric Kramer Moises Paniagua-Baeza DrakeXiong

ROSELLE Patrycja Borghese

SCHAUMBURG Luis Baez

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 WILL CO COURTSRVC SECURITY Jakob Iverson  WINNETKA Juan Sandoval Ruslana Slyvchuk  WOODRIDGE LindsayLapaglia

WHEN YOUGIVE TODAY,

we thrive tomorrow

Whatyou do todayimpacts ourtomorrow.BysupportingNorthern Illinois Food Bank, youhelp build astronger community.Fromnourishing our childrenand seniors year-round with easier access to fresh, nutritious food to connecting neighbors with resources at our network of 900food pantries and programs —when yougivetoday,wethrivetomorrow. SolveHungerToday.org