R-22-58VILLAGE OF DEERFIELD
LAKE AND COOK COUNTIES, ILLINOIS
RESOLUTION NO. R-22-58
A RESOLUTION APPROVING A COLLECTIVE BARGAINING AGREEMENT
WITH THE ILLINOIS COUNCIL OF POLICE
(1-1-23 THROUGH 12-31-26)
BE IT RESOLVED BY THE PRESIDENT AND BOARD OF TRUSTEES OF THE
VILLAGE OF DEERFIELD, LAKE AND COOK COUNTIES, ILLINOIS, in the exercise of its
home rule powers, as follows:
SECTION 1: Approval. The corporate authorities of the Village of Deerfield hereby
approve of the attached collective bargaining agreement with the Illinois Council of Police for a
term beginning 1-1-23 and ending 12-31-26.
SECTION 2: Authorizations.
A. The Village President and Clerk are hereby authorized to execute and attest the
attached Agreement.
B. The Village Manager is hereby authorized to forward a copy of this Resolution and
Agreement to the Illinois Labor Relations Board.
SECTION 3: Effective Date. This Resolution is in fall force and effect immediately
upon its passage.
PASSED this 7th day of November , 2022•
AYES: Benton, Berg, Metts-Childers, Oppenheim, Seiden
NAYS: None
ABSENT: Jacoby
1
APPROVED this 7th day of November , 2022.
Village President
ATTEST:
Village Clerk
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
VILLAGE OF DEERFIELD, ILLINOIS
ILLINOIS COUNCIL OF POLICE
1-1-23--12-31-26
CBA Final 10-5-22
TABLE OF CONTENTS
AGREEMENT............................................................................................................................................................. I
ARTICLE 1. RECOGNITION AND REPRESENTATION...................................................................................1
SECTION1.1. RECOGNITION.......................................................................................................................................I
SECTION 1.2. RESERVED FOR FUTURE USE................................................................................................................ I
SECTION 1.3. PROBATIONARY PERIOD....................................................................................................................... I
ARTICLE 2. UNION DUES DEDUCTION..............................................................................................................1
SECTION2.1. DUES DEDUCTION................................................................................................................................ I
SECTION 2.2. FAIR SHARE DEDUCTION......................................................................................................................2
SECTION2.3. INDEMNIFICATION................................................................................................................................2
SECTION 2.4. NO SOLICITATION................................................................................................................................2
ARTICLE3. UNION RIGHTS..................................................................................................................................2
SECTION 3.1. ACCESS TO WORKSITES BY UNION REPRESENTATIVES.......................................................................2
SECTION 3.2. ATTENDANCE AT UNION MEETINGS.....................................................................................................2
ARTICLE 4. MANAGEMENT RIGHTS.................................................................................................................2
ARTICLE5. STRIKES...............................................................................................................................................3
SECTION5.1. NO STRIKES..........................................................................................................................................3
SECTION5.2. NO LOCKOUT.......................................................................................................................................3
ARTICLE 6. GRIEVANCE PROCEDURE..............................................................................................................3
SECTION6.1. DEFINITION..........................................................................................................................................3
SECTION6.2. PROCEDURE.........................................................................................................................................4
SECTION 6.3. LIMITATIONS OF AUTHORITY OF ARBITRATOR.....................................................................................6
SECTION 6.4. TIME LIMIT FOR FILING........................................................................................................................6
SECTION6.5. BYPASSING STEPS................................................................................................................................6
SECTION 6.6. ACTIVITY DURING WORK HOURS........................................................................................................6
ARTICLE 7. EMPLOYEE SECURITY....................................................................................................................6
SECTION 7.1. FILE INSPECTION..................................................................................................................................6
SECTION 7.2. EMPLOYEE NOTIFICATION....................................................................................................................7
SECTION 7.3. REBUTTAI. STATEMENT........................................................................................................................7
SECTION 7.4. REQUIREMENT FOR RESPONSE TO COMPLAINT....................................................................................7
ARTICLE8. INDEMNIFICATION..........................................................................................................................7
ARTICLE 9. LABOR-MANAGEMENT CONFERENCE......................................................................................7
SECTION 9.1. LABOR-MANAGEMENT CONFERENCES.................................................................................................7
SECTION 9.2. ATTENDANCE AT LABOR-MANAGEMENT CONFERENCES.....................................................................8
ARTICLE10: SHIFT BIDDING...............................................................................................................................8
ARTICLE 11. OVERTIME PAY...............................................................................................................................9
SECTION 11.1. COURT PROCEEDINGS........................................................................................................................9
SECTION 11.2. HOURS IN EXCESS OF REGULAR WORK DAY......................................................................................9
SECTION 11.3. POSTING OF WORK SCHEDULE...........................................................................................................9
SECTION 11.4. WORK YEAR HOURS..........................................................................................................................9
CBA Final 10-5-22 i
SECTION11.5. CALL BACK........................................................................................................................................ 9
SECTION 11.6. COMPENSATORY TIME; CASHING IN ACCUMULATED COMPENSATORY TIME.....................................9
SECTION 11.7. ON -CALL DETECTIVE PAY...............................................................................................................10
ARTICLE 12. VACATIONS....................................................................................................................................10
SECTION12.1. SCHEDULE........................................................................................................................................10
SECTION12.2. SENIORITY........................................................................................................................................10
SECTION12.3. POLICY.............................................................................................................................................10
SECTION12.4. CARRY OVER...................................................................................................................................10
SECTION 12.5. DONATION OF VACATION TIME TO CO -EMPLOYEE IN THE EVENT OF LONG-TERM ILLNESS OR
INJURY.....................................................................................................................................................................10
ARTICLE13. HOLIDAYS.......................................................................................................................................11
SECTION13.1. HOLIDAY LIST..................................................................................................................................
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SECTION 13.2. WORK DURING A HOLIDAY..............................................................................................................11
ARTICLE 14. CLOTHING ALLOWANCE...........................................................................................................11
SECTION14.1..........................................................................................................................................................
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SECTION14.2...........................................................................................................................................................I
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SECTION14.3..........................................................................................................................................................
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SECTION14.4..........................................................................................................................................................
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ARTICLE 15. SICK LEAVE - RETIREMENT POLICY.....................................................................................12
SECTION15.1. SICK LEAVE.....................................................................................................................................12
SECTION 15.2. UNUSED SICK LEAVE.......................................................................................................................13
SECTION 15.3. RETIREE HEALTH CARE BENEFIT; JOINT COMMITTEE......................................................................13
ARTICLE 16. ON DUTY DEATH IN.IURY LEAVE............................................................................................13
SECTION 16.1. OFFICER KILLED ON DUTY..............................................................................................................13
SECTION 16.2. OFFICER INJURED ON DUTY.............................................................................................................13
ARTICLE17. LEAVES OF ABSENCE..................................................................................................................13
SECTION 17.1. FUNERAL LEAVE..............................................................................................................................13
SECTION17.2. JURY DUTY......................................................................................................................................14
SECTION 17.3. FAMILY AND MEDICAL LEAVE ACT (FMLA) LEAVE.......................................................................14
SECTION 17.4. MILITARY LEAVE.............................................................................................................................14
SECTION 17.5. MATERNITY LEAVE..........................................................................................................................13
ARTICLE 18. INSURANCE BENEFITS................................................................................................................14
SECTION 18.1. MEDICAL INSURANCE PROVIDED.....................................................................................................14
SECTION18.2. COST................................................................................................................................................14
SECTION 18.3. COVERAGE. CHANGES.......................................................................................................................15
SECTION 18.4. HEALTH INSURANCE OPT-OUT.........................................................................................................16
SECTION 18.5. LIFE INSURANCE BENEFITS..............................................................................................................16
ARTICLE 19. MEDICAL EXAMINATIONS........................................................................................................16
SECTION 19.1. COST OF VILLAGE -REQUIRED MEDICAL EX.AMS..............................................................................16
SECTION 19.2. EXPOSURES TO DISEASES.................................................................................................................
16
ARTICLE20. WAGES.............................................................................................................................................16
SECTION20.1. SALARY SCHEDULE..........................................................................................................................16
SECTION20.2. LONGEVITY......................................................................................................................................17
SECTION 20.3. LATERAL TRANSFERS.......................................................................................................................17
CBA Final 10-5-22 ii
SECTION20.4. NO PYRAMIDING..............................................................................................................................16
SECTION 20.5. CAREER DEVELOPMENT STIPEND; MANAGEMENT RIGHT................................................................17
ARTICLE 21. SENIORITY, LAYOFF AND RECALL........................................................................................17
SECTION 21.1. DEFINITION OF SENIORITY...............................................................................................................17
SECTION21.2. LAYOFF............................................................................................................................................17
SECTION21.3. RECALL............................................................................................................................................ 18
ARTICLE 22. COLLEGE INCENTIVE PROGRAM...........................................................................................18
SECTION 22.1. PROGRAM DESCRIPTION...................................................................................................................18
SECTION 22.2. ASSIGNED TRAINING........................................................................................................................19
ARTICLE 23. DISCIPLINARY PROCEDURES...................................................................................................18
SECTION 23.1. RECOGNITION OF POLICE COMMISSION EXCLUSIVITY......................................................................18
SECTION 23.2. EMPLOYER COMMITMENT TO PRINCIPLE OF PROGRESSIVE DISCIPLINE...........................................19
SECTION 23.3. 1f'EING.4RTENAND UPODA RIGHTS OBSERVED...............................................................................19
SECTION 23.4. EMPLOYER'S ABILITY TO RAISE WEING.4RTEN AND UPODA RIGHTS..............................................19
ARTICLE 24. SAVINGS CLAUSE.........................................................................................................................20
ARTICLE 25. TERM OF AGREEMENT...............................................................................................................20
SIGNATUREPAGE.................................................................................................................................................20
WAGE. SCHEDULE - EXHIBIT 1..........................................................................................................................21
CBA Final 10-5-22 iii
AGREEMENT
This Agreement is made and entered into this day of November, 2022, by and between the
VILLAGE OF DEERFIELD, ILLINOIS (hereinafter referred to as "Deerfield" or "the Village")
and the ILLINOIS COUNCIL OF POLICE (hereinafter referred to as Union).
ARTICLE 1. RECOGNITION AND REPRESENTATION
Section 1.1. Recognition. Deerfield recognizes the Union as the sole and exclusive bargaining
representative for all sworn full-time police officers included in the bargaining unit by virtue of
Case Number S-RC-10-025 (hereinafter referred to as "officers"), but excluding all supervisory
officers (this includes all officers of the rank of sergeant and above) and all other managerial,
supervisory and non -supervisory, confidential and professional employees as defined by the Act,
as amended.
Section 1.2. Non -Discrimination. The Union agrees to fulfill its duty to fairly represent all
officers in the bargaining unit. Deerfield shall not discriminate against officers as a result of
membership in the Union.
Section 1.3. Probationary Period. All new officers shall be considered probationary officers. The
probationary period shall be twenty-four (24) months. During an officer's probationary period,
the officer may be suspended, laid off or terminated at the sole discretion of Deerfield. No
grievance shall be presented or entertained in connection with the suspension, layoff or
termination of a probationary officer.
Probationary officers may have their schedules adjusted to accommodate training during their
probationary period.
ARTICLE 2. UNION DUES DEDUCTIO
Section 2.1. Dues Deduction. During the term of this Agreement, Deerfield will deduct from
each officer's paycheck the appropriate Union dues for each officer who has filed with Deerfield
a written authorization form (attached hereto as appendix A). Deerfield shall remit such
deductions monthly to the Union at the address designated by the Union.
During the term of this Agreement, the Union may change the fixed, uniform dollar amount by
providing Deerfield 30 days notice of any such change.
If an officer has no earnings or insufficient earnings to cover the amount of dues deduction, the
Union shall be responsible for the collection of that officer's dues. The Union agrees to refund to
the officers any amounts paid to the Union in error on account of this dues deduction provision.
An officer may revoke their voluntary dues deduction by notifiling the Union and Deerfield by
CBA Final 10-5-22
certified mail, return receipt requested, and providing 30 days advance notice.
Section 2.2. [RESERVED FOR FUTURE USE]
Section 2.3. Indemnification. The Union shall indemnify and hold harmless Deerfield, its elected
representatives, officers, administrators, agents and employees from and against any and all
claims, demands, actions, complaints, suits or other forms of liability (monetary or otherwise)
that arise out of or by reason of any action taken or not taken by Deerfield for the purpose of
complying with the provisions of this Article, or in reliance on any written checkoff
authorization furnished under any of such provisions.
Section 2.4. No Solicitation. The Union agrees that its officers, agents, affiliated organizations
and members will not solicit merchants, residents or citizens for contributions or donations
without prior written approval of the Village Manager.
ARTICLE 3. UNION RIGHTS
Section 3.1. Access to Worksites by Union Representatives. Deerfield agrees that a representa-
tive from the Union shall have reasonable access to the premises of Deerfield upon appropriate
notice to the Chief of Police or his/her designee.
Section 3.2. Attendance at Union Meetings. Deerfield agrees that authorized local stewards of
the Union shall be permitted reasonable time off with pay if scheduled to work, and unpaid if not
scheduled to work, to attend general, executive and specials meetings of the Union provided:
a. Not more than one (1) representative shall be permitted time off with pay at one time;
and
b. No more than six (6) meetings per year shall qualify for this provision; and
C. No meetings shall exceed more than two (2) hours in duration, except by mutual
agreement; and
d. At least forty eight (48) hours advance notice of such meeting shall be given by the
officer to the Chief of Police; and
e. All such meetings shall be subject to emergency interruption if deemed necessary by
Deerfield; and
f. Meetings shall be conducted within the corporate limits of the Village.
ARTICLE 4. MANAGEMENT RIGHTS
Section 4.1. Management Rights. Except as specifically limited by the express written
provisions of this Agreement and applicable laws, Deerfield retains all traditional rights to
manage and direct the affairs of the Village in all of its various aspects and to manage and direct
its officers, including but not limited to the following: to plan, direct, control and determine the
budget and all the operations, services and missions of the Village; to supervise and direct the
CBA Final 10-5-22 2
work force; to establish qualifications for employment; to maintain a capable and efficient police
force; to establish specialty positions and select personnel to fill them; to establish work and
productivity standards and from time -to -time to change those standards, including the standards
set forth in the Police Department's Career Development program; to institute drug and alcohol
testing; to determine the methods, means, organization and number of personnel by which such
operations and services shall be made or purchased; to make, alter and enforce reasonable rules,
regulations, orders, policies and procedures; to evaluate employees; to require the physical and
mental fitness of officers; to discipline, suspend and discharge officers for just cause; to change
or eliminate existing methods, equipment or facilities or introduce new ones; to determine
training needs and assign officers to training; to determine work hours; to determine internal
investigation procedures; and to take any and all actions as may be necessary to carry out the
mission of Deerfield and the Police Department.
If, at the sole discretion of the Mayor, Village Manager or Chief of Police, it is determined that
extreme civil emergency conditions exist, including but not limited to riots, chemical spills,
plane crashes, civil disorders, tornado conditions, floods, or other similar catastrophes, the
provisions of this Agreement may be suspended by the Mayor, the Village Manager or the Chief
of Police during the time of the declared emergency, provided that wage rate and monetary
fringe benefits shall not be suspended. Should an emergency arise, the Village Manager or
his/her designee shall advise the President of the Union or the next highest officer of the Union
of the nature of the emergency. The Village Manager or his/her designee shall follow up said
advice in writing as soon thereafter as practicable and shall forward said written notice to the
President of the Union. Nothing in this Agreement shall diminish the rights of Deerfield or the
Union under Sections 4 and 7 of the Illinois Public Labor Relations Act.
ARTICLE 5. STRIKES
Section 5.1. No Strikes. There shall be no strikes, including concerted sick calls, slow -down,
picketing (except informational picketing), demonstrations, or any other organized, concerted or
individual interference of any nature either by any member of the Deerfield Police Department or
the Union at any time during the term of this Agreement.
Section 5.2. No Lockout. During the term of this Agreement, Deerfield shall not instigate a
lockout over a dispute with the Union.
ARTICLE 6. GRIEVANCE PROCEDURE
Section 6.1. Definition. A "grievance" is defined as a dispute or difference of opinion raised by
an officer or the Union against Deerfield involving the meaning, interpretation, or application of
this Agreement. Disciplinary actions, up to and including suspensions of two days, may be
grieved but are not eligible for review by an arbitrator at Step 5, or, for suspensions of two or
less days, the officer may choose to appeal to the Board of Police Commissioners. Other than the
disciplinary actions listed above, any other matter or issue subject to the jurisdiction of the board
CBA Final 10-5-22 3
of Police Commissioners shall not be considered a grievance under this Agreement.
Section 6.2. Procedure. The parties acknowledge that it is usually most desirable for an officer
and his/her immediate supervisor to resolve problems through free and informal
communications. If, however, the informal process does not resolve the matter, the grievance
will be processed as follows:
STEP 1. Any officer who has a grievance shall submit the grievance in writing to the officer's
immediate on -duty supervisor of the rank of sergeant or higher specifically indicating that the
matter is a grievance under this Agreement. The grievance shall contain a complete statement of
facts, the provision or provisions of this Agreement which are alleged to have been violated, and
the relief requested. Preparation of these written materials shall not be done during the officer's
hours of work. All grievances must be presented no later than seven (7) calendar days from the
event giving rise to the grievance or within seven (7) calendar days after the officer, through the
use of reasonable diligence, could have obtained knowledge of the first occurrence of the event
giving rise to the grievance. The immediate supervisor shall render a written response to the
grievant within seven (7) calendar days after the grievance is presented.
STEP 2. If the grievance is not settled at Step 1 and the officer wishes to appeal the grievance to
Step 2 of the grievance procedure, it shall be submitted in writing to the Deputy Police Chief of
Operations or his/her designee within seven (7) calendar days after receipt of the Village's
answer at Step 1. The grievance shall specifically state the basis upon which the grievant
believes that grievance was improperly denied at the previous step in the grievance procedure.
Preparation of these written materials shall not be done during the officer's hours of work. The
Deputy Police Chief shall investigate the grievance and, in the course of such investigation, shall
offer to discuss the grievance within, seven (7) calendar days with the grievant and an authorized
representative of the Union at a time mutually agreeable to the parties. If no settlement of the
grievance is reached, the Deputy Police Chief shall provide a written answer to the grievant and
the Union within seven (7) calendar days following the meeting.
STEP 3. If the grievance is not settled in Step 2 and the officer wishes to appeal the grievance to
Step 3 of the grievance procedure, it shall be submitted in writing to the Police Chief or his/her
designee within seven (7) calendar days after receipt of the Village's answer at Step 2. The
grievance shall specifically state the basis upon which the grievant believes that grievance was
improperly denied at the previous step in the grievance procedure. Preparation of these written
materials shall not be done during the officer's hours of work. The Police Chief or the Police
Chief s designee shall investigate the grievance and, in the course of such investigation, shall
offer to discuss the grievance within seven (7) calendar days with the grievant and an authorized
representative of the Union at a time mutually agreeable to the parties. If no settlement of the
grievance is reached, the Police Chief, or the Police Chiefs designee, shall provide a. written
answer to the grievant and the Union within seven (7) calendar days following their meeting.
STEP 4. If the grievance is not settled at Step 3 and the grievant or the Union (if a Union
grievance) desires to appeal, it shall be referred by the Union in writing to the Village Manager
CBA Final 10-5-22 4
or his/her designee within seven (7) calendar days after receipt of the Village's answer at Step 3.
Thereafter, the Village Manager or the Village Manager's designee and the Police Chief or other
appropriate individuals as desired by the Village Manager (not to exceed three) shall meet with
the grievant and a Union representative and other appropriate individuals as desired by the Union
representative (not to exceed three) within seven (7) calendar days of receipt of the Union's
appeal. If no agreement is reached, the Village Manager or the Village Manager's designee shall
submit a written answer to the grievant and the Union within seven (7) calendar days following
the meeting.
STEP 5. Arbitration. If the grievance is not settled in Step 4 and the Union wishes to appeal the
grievance from Step 4 of the grievance procedure, it may refer the grievance to arbitration, as
described below, within thirty (30) calendar days of receipt of the Village's written answer as
provided to the Union at Step 4.
(a) In the absence of agreement on a neutral arbitrator, the parties shall file a joint request
with the Federal Mediation & Conciliation Service ('`FMCS") for a panel of five (5)
arbitrators from which the parties shall select a neutral arbitrator. In the event that the
Village representative does not sign and submit said request to FMCS or return it to the
Union fully signed within ten (10) calendar days after receipt by the Village
representative; the Union may file a request that is consistent with the provisions of this
subsection with the FMCS signed only by it with notice to the Village. The parties agree
to request the FMCS to limit the plan to members of the National Academy of Arbitrators
who reside within a radius of 100 miles of the City of Chicago. Both the Village and the
Union shall each have the right to reject one panel in its entirety, on written notice to the
other, within seven (7) calendar days of its receipt and request that a new panel be
submitted. The Village and the Union shall have the right alternately to strike names
from the panel. One party shall strike a name, the other party shall then strike a name,
and this procedure shall continue until one name remains. The person remaining shall be
the arbitrator. The parties shall alternate striking the first name, with the Union striking
the first in the grievance arbitration, and the Village striking on the next grievance
arbitration and so on thereafter during the collective bargaining relationship between the
parties.
(b) The arbitrator shall be notified of his/her selection and shall be requested to set a time
and place for the hearing, subject to the availability of Union and Village representatives.
(c) The arbitrator shall endeavor to submit his/her decision in writing within thirty (30)
calendar days following the close of the hearing or the submission of briefs by the
parties, whichever is later.
(d) More than one grievance may be submitted to the same arbitrator where both parties
mutually agree in writing.
(e) The fees and expenses of the arbitrator and the cost of a written transcript shall be
CBA Final 10-5-22 5
divided equally between the Village and the Union provided, however, that each party
shall be responsible for compensating its own representatives or witnesses.
Section 6.3. Limitations of Authoritv of Arbitrator. The arbitrator shall have no right to amend,
modify, nullify, ignore, add to or subtract from the provisions of this Agreement. The arbitrator
shall consider and decide only whether there has been a violation, misinterpretation or
misapplication of the specific provisions of this Agreement. The arbitrator shall be empowered to
determine the issue or issues reasonably raised by the grievance as initially submitted. The
arbitrator shall have no authority to make a decision on any issue or issues not so reasonably
raised. The arbitrator shall be without power to make any decision or award which is contrary to
or inconsistent with applicable laws. Any decision or award of the arbitrator rendered within the
limitations of this Section 6 shall be final and binding upon the Village, the Union and the
grievants.
Section 6.4. Time Limit for Filing-- No grievance shall be entertained or processed unless it is
submitted within the time limits set forth in Step 1.
If a grievance is not presented by the officer or by the Union (as defined above) within the time
limits set forth above, it shall be considered "waived" and may not be pursued further. If a
grievance is not appealed to the next step within the specified time limit or any agreed extension
thereof, it shall be considered settled on the basis of the Village's last answer. If the Village does
not answer a grievance or an appeal thereof within the specified time limits, the aggrieved officer
or the Union, whichever is applicable, may elect to treat the grievance as denied at the step and,
v,ithin fifteen (15) days after the Village answer was due, appeal the grievance to the next step.
The parties may by mutual agreement in writing extend any of the time limits set forth in this
Article.
Section 6.5. Bypassing Steps. The parties may by mutual agreement in writing agree to bypass
one or more steps of the grievance procedure. Any grievance filed by the Union shall be initiated
at Step 3.
Section 6.6. Activity During Work Hours. Officers shall, after providing appropriate notice to
Deerfield, be allowed reasonable time off with pay, if working, to attend grievance hearings with
Deerfield if, by virtue of their position with the Union, their attendance is necessary. Attendance
shall be subject to reasonable prior notice and the approval of the Chief of Police, which
approval shall not be unreasonably denied or withheld.
ARTICLE 7. EMPLOYEE SECURITY
Section 7.1. File Inspection. Deerfield personnel files, disciplinary history, and investigative files
relating to any officer covered by this Agreement shall be open and available for inspection by
the affected officer during regular business hours, consistent with the Personnel Records Act.
Chapter 820, ILCS 40/1 et seq. and subsequent revisions.
CBA Final 10-5-22 6
Any record of summary punishment may be used for a period of time not to exceed five (5) years
and shall thereafter not be used to support or as evidence of adverse employment action. Any
oral or written reprimand which has been in an officer's HR file for more than 18 months will
not be considered or used in either the promotion process or for progressive discipline purposes,
provided the officer has not engaged in the same or similar conduct during the 18 month period.
Section 7.2. Employee Notification. A copy of any disciplinary action or material related to an
officer's performance which is placed in the personnel file shall be sent to the officer within
seven (7) calendar days of the addition.
Section 7.3. Rebuttal Statement. At the officer's request, he/she shall have included his/her
rebuttal to any item placed by management in their personnel file subject to the conditions of
Personnel Records Act, Chapter 820, IILCS 40/6 and subsequent revisions.
Section 7.4. Re uirement for Response to Complaint. No officer will be required to submit a
ti,,Titten response to Deerfield on any complaint against him/her by persons in or outside the
Deerfield Police Department, unless said persons cause that complaint to be reduced to writing to
include any accusations against the employee and will include the identity of the complaining
party. Prior to any report having to be written by an officer, the officer will be furnished with a
copy of said complaint. Nothing in this section shall modify or delete the provisions of Article 4.
Nothing in this section shall prevent the management of the Deerfield Police Department from
independently investigating any complaint against an officer. In any meeting called by command
or supervisory personnel, in which an officer reasonably believes that discipline will result from
the meeting, the officer may request that a Union representative be present. Such representative
may be a local unit representative or an Illinois Council of Police representative, at the officer's
choosing, provided that the selection of a Union representative shall not unreasonably delay the
conduct of the meeting.
ARTICLE 8. INDEMNIFICATION
Deerfield shall be responsible for indemnifying all officers as set for in 65 ILCS 5/1-4-5, 1-4-6,
1-4-7, 1-4-8 and any subsequent revisions.
ARTICLE 9. LABOR-MANAGEMENT CONFERENCE
Section 9.1. Labor -Management Conferences. At the request of either party, the President of the
Union and the Police Chief or their designee(s) shall meet at least quarterly to discuss matters of
mutual concern that do not involve negotiations. The President of the Union or his/her
designee(s) may invite other Union bargaining unit members (not to exceed two) to attend such
meetings. The Police Chief or his designee(s) may invite other Village representatives (not to
exceed two) to attend such meetings. The Union shall submit a written agenda of the items it
CBA Final 10-5-22 7
wishes to discuss at least seven (7) calendar days prior to the date of the meeting. This section
shall not be applicable to any matter that is being processed pursuant to the grievance procedure
set forth in this Agreement. Attendance at such meetings shall be voluntary.
Section 9.2. Attendance at Labor -Management Conferences. Attendance at labor-management
conferences shall be voluntary on the officer's part. Attendance at such conferences shall not
interfere with required duty time, and attendance, if duty time, is permitted only upon reasonable
notice to and prior approval of the Chief of Police. The Chief of Police may approve attendance
subject to the manpower needs of the department. Officers attending a labor-management
conference while on duty shall suffer no loss in pay during approved attendance. Officers
attending such conferences shall be limited to two.
ARTICLE 10. SHIFT BIDDING
On or about November 1 It of each year, an annual schedule for the following year will be posted.
The posted schedule will contain shift assignments for midnight shift, day shift and afternoon
shift.
On or about October lst of each year, the Deputy Chief of Operations will distribute a shift
preference surN cy to all officers. Officers will list their choices from most to least preferred shift.
Shift assignments will be made by seniority unless it is determined by the Chief that there is an
unbalanced mix of experience and/or necessary specialized positions on a particular shift. The
officers shall have the opportunity to resolve such problems on their own and if not, the chief
shall have the right to modify such bidding procedure. Remaining shift positions will be assigned
by taking into consideration officers' seniority, department needs and the overall effective and
efficient operation of the Department.
Officers with less than twenty-four (24) months of continuous service at the time of selection and
shift assignment, are ineligible to bid for shift positions, unless mutually agreed upon by the
Department and the Union. The Deputy Chief of Operations will assign such officers into a
rotating position that will be reflected on the annual schedule.
The rotation of officers with less than twenty-four (24) months of continuous service may
necessitate the movement of non -probationary personnel. That movement shall be based on
seniority.
Officers taking permanent positions will either have to remain in the position they selected for
the entire time period or find a volunteer (based on reverse seniority) to take the position, subject
to approval by the Chief; based on department needs and the overall effective and efficient
operation of the department.
If a permanent position becomes available after the selection process has been completed, the
selection for the vacancy will be made by seniority, based on the previous shift preference
survey. The selection may result in the movement of other personnel.
CBA Final 10-5-22 8
Officers returning to Patrol from a specialty position (Investigations, Youth, DARE and MEG)
will be placed on a shift by the Deputy Chief of Operations until the next annual shift bid.
ARTICLE 11. OVERTIME PAY
Section 11.1. Court Proceedings. During the term of this Agreement, any officer who is required
to be present at any court proceeding as a result of his/her official duties performed on the behalf
of Deerfield (criminal or civil), during his/her off -duty hours, shall be paid a minimum of three
(3) hours pay for such court attendance at time and one-half. Officers appearing in court in both
the morning and afternoon of the same day are eligible for the minimum three hours
compensation for both appearances only when they are for separate unrelated cases. For cases,
trials or court calls extending into the next call on the same day, compensation beyond the three
hour minimum will be paid for only the actual time in court. Officers whose regular tour of duty
terminates while they are in court are not eligible for the minimum three hour compensation. In
those cases, overtime will be paid only for the actual time in court beyond the normal tour of
duty.
Section 11.2. Hours in Excess of Regular Work Dam Compensation at the rate of time and one-
half shall be paid for any authorized hours worked in excess of eight (8) and one half (1/2) hours
per day in any scheduled work day for any officer assigned to the Patrol Division. Officers
assigned to a special assignment shall be compensated at the rate of time and one-half after eight
(8) hours.
Section 11.3. Posting of Work Schedule. Deerfield shall continue to post the work schedule
showing the shifts, workdays and work hours to which officers are assigned. The current work
schedule is based on a five (5) days on duty and two (2) days off duty, followed by a five (5)
days on duty and three (3) days off duty, repeated seven (7) times over a fifteen (15) week cycle.
Nothing herein shall be construed as a guarantee of hours of work per day, per week or per work
cycle, and nothing herein shall preclude Deerfield from restructuring the normal workday, work
week or work cycle. It is Deerfield's intent that such changes will be infrequent.
Section 11.4. Work Year Hours. An officer's straight time hourly wage is calculated on a 2088
hour work year.
Section 11.5. Call Back. Officers called in or scheduled for Department related activities on an
off -duty time will be compensated at the rate of time and one half with a minimum of three hours
compensation being granted. Any such hours scheduled concurrent to regular duty hours will be
considered an extension of duty and will be compensated at the rate of time and one-half for the
actual hours worked.
Section 11.6. Compensatory Time; Cashing In Accumulated Compensatory Time. Deerfield
agrees to grant compensatory time off in lieu of overtime payment at the officer's discretion and
at the same overtime rate. Officers shall be allowed to accumulate up to a maximum of eighty
CBA Final 10-5-22 .9
(80) hours. Compensatory time off shall be granted at the officer's request at such time and in
such blocks as are mutually agreed between the officer and his/her immediate supervisor.
Permission to use compensatory time shall not be unreasonably denied.
Officers may cash in accumulated compensatory time twice a year — once in conjunction with the
last paycheck of May; and also in conjunction with the last paycheck of November. In order to
avail themselves of this opportunity, the officers must give at least seven (7) days' notice to the
Village's Finance Department.
Section 11.7. On -Call Detective Pay. Effective 1-1-18, Detectives who are on -call shall
receive ONE HUNDRED FIFTY & 00/100 ($150.00) DOLLARS for each week they are on call.
ARTICLE 12. VACATIONS
Section 12.1. Schedule. Vacations with pay will be granted in each calendar year to eligible
employees as follows:
Length of Continuous Service Vacation Earned
From 0 - 48 months of service 10/12 days per month
From 49 —108 months of service 15/12 days per month
From 109 — 228 months of service 20/12 days per month
From 229 months and onward 25/12 days per month
Annual Accrual
10 days
15 days
20 days
25 days
Upon completion of six (6) month's employment, each employee shall be credited with five
(5) days vacation.
Section 12.2. Seniority. An officer whose seniority from date of hire is unbroken shall qualify
and be eligible for a vacation or a vacation allowance as provided in Section 12.1 of this Article.
Section 12.3. Policv. Vacations will be scheduled to conform to the requirements of Deerfield
and, to the extent practical, with the wishes of the officer pursuant to Deerfield Police
Department Policy and Procedures.
Section 12.4. Carry Over. Vacations may not be postponed from one year to another except upon
written approval of Deerfield.
Section 12.5. Donation of Vacation Time To Co-Emplovee in the Event of Long Term Illness or
Iniury. In the event an employee has suffered an extended illness or injury (in excess of thirty
(30) days) and that employee has exhausted all accumulated benefit time due to him, the
bargaining unit members may assign up to five (5) vacation days to the benefit of the injured or
ill employee. The maximum number of days which may be assigned by bargaining unit
members to the ill or injured employee is twenty-five (25) days per long term illness or injury.
CBA Final 10-5-22 10
ARTICLE 13. HOLIDAYS
Section 13.1. Holidav List. Official holidays recognized by Deerfield for officers are as follows:
New Year's Day
Labor Day
President's Day
Columbus Day
Veteran's Day
Thanksgiving Day
Memorial Day
Christmas Day
Independence Day
Three Floating Holidays
Section 13.2. Work During a Holiday. Officers who work on a holiday shall receive time and one
half (1 1/z) of their regular hourly -rate of pay for all hours worked during the holiday and, in
addition, shall receive another paid day off as a holiday. If a holiday occurs on the officer's
regularly scheduled day off; the officer will receive another day off with pay as the holiday.
Officers assigned to street activities who are regularly scheduled to work on a holiday shall not
be required to take the day off. Neither party will manipulate work schedules to add to or avoid
holiday work assignments. The holiday shall be the above days only, irrespective of its
observance, when the actual holiday falls on a weekend.
ARTICLE 14. CLOTHING ALLOWANCE
Section 14.1. Upon hiring, new officers shall be provided with a complete summer and winter
police uniform pursuant to Deerfield Police Department Policy and Procedure Order 167. Each
year thereafter, each officer shall be granted an annual allowance of $900.00. Effective 1-1-23,
the annual uniform allowance shall be increased to $1,000.00. Beginning in 2018, the clothing
allowance will be credited on January 1 of each year. Officers shall be allowed to carry over
$250.00 in uniform allowance annually. The initial issue of any mandatory uniform change
required by Deerfield will be at the expense of Deerfield. Changes in the uniform which are not
mandatory shall be accomplished within a three year time frame, and replacement of the changed
item during that time will comply with the uniform change.
Section 14.2. Deerfield will also provide a $650.00 allowance for each officer to purchase a
protective vest.
Section 14.3. Nothing in this Agreement shall restrict Deerfield from adding or deleting uniform
requirements within Deerfield Police Departments Policy and Procedure 167 as it currently
exists.
Section 14.4. In the event an employee loses or damages an item of personal property while
engaged in the actual performance of duties and while the employee is exercising due care and
caution under the circumstances, the Village will reimburse the employee for the repair or
replacement of such item up to the amount of $250.00 subject to the following:
CBA Final 10-5-22 11
(a) Reimbursement shall be made from the employee's uniform allowance balance for the
then -current year. In the event the employee's balance for the then -current year is
insufficient to provide reimbursement, the employee may draw upon the uniform
allowance for the following year.
(b) The employee shall document the damage or loss at or about the time of the incident.
(c) Examples of personal property which qualify for replacement are eyeglasses, sunglasses,
briefcases, and wrist watches.
ARTICLE 15. SICK LEAVE - RETIREMENT POLICY
Section 15. L Sick Leave. Upon completion of six months of employment, each officer shall be
credited with six days sick leave. No paid sick leave shall be granted before then. After the
initial six month period, all regular full time officers accrue one day of sick leave for each month
during which the officer is in the service of the Village.
Sick leave will not be paid for days of the week that are not normally worked.
Sick leave shall be granted in minimum one hour blocks for any of the reasons listed below:
• Any bona fide personal illness, injury or pregnancy.
• Quarantine for contagious disease.
• Doctor/dental appointments.
• Illness of immediate family member requiring the presence of the officer as the
primary care giver (includes parents, in-laws, children, spouse, siblings and
grandparents or at the Department Head's discretion).
If an officer is unable to report for work due to illness or other emergency, he/she must so inform
his/her Department Head prior to the time set for beginning his/her regular duties. Failure to do
so each day of absence, or at agreed intervals in the case of extended illness, shall result in a loss
of that day's pay.
After three days of absence, or if there is repeated recurrence of illness, the Department Head
may require a medical certificate. As a mutual protection for the officer and the Employer, the
Village Manager or Department Head may require an officer to submit to a complete physical
examination by a physician designated by the Employer when, in his/her opinion, the
performance of the officer may have become seriously limited or weakened by virtue of impaired
health.
After an officer has taken sick leave on three occasions over a six month period, the Employer
may require a physician's certificate for subsequent sick leave used within the next year.
Officers who are issued a disciplinary suspension do not qualify for accrued sick leave payment.
CBA Final 10-5-22 12
Section 15.2. Unused Sick Leave. Upon retirement, an officer will receive 1/2 day's pay for each
sick leave day accrued to a maximum of 160 days at a rate equal to the officer's normal pay at
the time of retirement. In order to be eligible for accrued sick leave payment, a patrol officer
must have been employed by the Village of Deerfield for at least 15 consecutive years or must be
retired and drawing a pension from the Police Pension Fund. If an officer has more than 160 days
accumulated, the officer shall only receive credit for 160 days, which will be equal to 80 full
days of pay. Officers who leave Deerfield's employ as a result of disciplinary action do not
qualify for the accrued sick leave payment.
During the 19th consecutive year of employment, an officer may elect to receive 1/2 day's pay for
each sick leave day accrued to a maximum of 80 days or 1/2 of sick leave days accrued,
whichever is less, at a rate equal to the officer's normal pay. This will reduce the total sick time
coming by the number of days sold back up to a maximum of 80 days. The maximum an officer
can receive over a career counting both the 19th year pay out and the end of career pay out is 160
days at one half pay.
Section 15.3. Retiree Health Care Benefit,• Joint Committee.
(a) The Village has established by Resolution R-00-06 a Retiree Health Care Plan under the
basic format established by the ICMA Retirement Corporation. Under this program, a patrol
officer at the time of retirement will use any accumulated, unused vacation, holiday,
compensatory time and sick leave buy out to pay for health care after employment on a pre-tax
basis. The Village shall continue this program as long as it is offered by ICMA Retirement
Corporation.
(b) The Village and Union will form a joint committee for purposes of establishing a
qualifying retirement health saving account for bargaining unit members.
ARTICLE 16. ON DUTY DEATH INJURY LEAVE
Section 16.1. Officer Killed On Duty. An officer covered by this Agreement who is killed on -
duty shall have all reasonable costs of burial up to a maximum of $10,000 paid by the Village.
Section 16.2. Officer Injured On Duty. An officer who is injured in the course of duty shall be
given all the rights and benefits including, but not limited to 5 ILCS 345/1 Public Employee
Disability Act and 820 ILCS 320/Public Safety Employees Benefit Act.
ARTICLE 17. LEAVES OF ABSENCE
Section 17.1. Funeral Leave. Officers may, upon the recommendation at the discretion of the
Chief of Police and with the approval of the Village Manager, be granted up to three (3) days
with pay to attend the funeral of any of the following relatives: spouse, parent, child, stepchild,
CBA Final 10-5-22 13
sibling, father/mother-in-law, grandparents or grandparents in law; This leave may be extended
up to a total of five (5) days with the approval of the Village Manager. Time allowed in each
circumstance is governed by the immediacy of the relative and the distance to be traveled to
attend the funeral, among other considerations. Requests for bereavement (funeral) leave will be
considered as soon as possible following notice of the bereavement.
Section 17.2. Jury Dutr. Officers will be given leaves of absence to cover the time needed to
complete jury service, when called. The leave is "with pay" to the extent that the Village will pay
the officer the difference between the payment for jury duty and the officer's regular daily pay at
straight time. The officer will endorse each jury check to Deerfield, and Deerfield will in turn
authorize payment of the officer's regular pay. Officers on jury duty are required to contact their
supervisors every day and keep the supervisor apprised of the potential length of the jury service.
Section 17.3. Family and Medical Leave Act (FMLA) Leave_ The parties agree that Deerfield
may adopt such policies as it deems may be necessary or appropriate to implement the FMLA.
Section 17.4. Military Leave. Any full-time sworn police officer covered by this agreement shall
be granted Military Leave in accordance with State and Federal Law.
Section 17.5. Maternity Leave. The Village will temporarily transfer a pregnant officer to a less -
strenuous or hazardous position for the duration of her pregnancy (a) if she so requests with the
advice of her physician; and (b) when the Village can reasonably accommodate such transfer.
The date of an officer's return following childbirth shall be governed by Section 15.1 (Sick
Leave) and Section 17.3 (FMLA).
ARTICLE 18. INSURANCE BENEFITS
Section 18.1. Medical Insurance Provided. Deerfield will provide group medical insurance for all
officers and their dependents as set forth herein. Notwithstanding the foregoing, the Village
retains the right to change insurance carriers or to self -insure or to adopt additional coverage
alternatives or join a health insurance pool for the provision of medical benefits, dental benefits
or life insurance. The Village further reserves its right to institute, maintain and change cost
containment, benefit and other provisions of the medical plan provided that such changes are
made in the plan for all other eligible Village employees and, provided that changes made shall
only take effect on the plan anniversary date, currently July 1,
Section 18.2. Cost. — Effective 1-1-18,
A. HMO.
As of the date of this agreement, the employee premium share for HMO is as follows:
Employee: 5%
Employee + 1 and Family: 10%
CBA Final 10-5-22 14
Under the prior collective bargaining agreement, the Village maintained the right to increase
employee HMO premium share as follows:
Employee from 5% to 15%
Employee +1 and Family from 10% to 15%.
The Village did not exercise this right during the term of the prior contract. The Village shall
maintain this premium -increase right during the terms of this agreement.
I*-WE63
The current employee premium and deductible share for PPO are:
Premium Share Deductible
Employee 15% $ 500.00
Employee +1 and Family 15% $1,000.00
Effective 1-1-20, if the Village increases the employee premium contribution for unrepresented
"management staff' of the Police Department (Chief, Deputy Chief, Commanders, Sergeants),
bargaining unit members' premium contributions and deductibles will automatically receive the
same marginal increase. The increases shall be as follows:
Effective 1-1-20:
Employee 17.5% $ 500.00
Employee +1 and Family 17.5% $1,000.00
Effective 1-1-21 and for the term of this Agreement:
Employee 20% $ 750.00
Employee +1 and Family 20% $1,500.00
Section 18.3. Coverage Changes. In recognition of the desirability of maintaining a uniform
policy Village -wide with respect to insurance benefits and notwithstanding the foregoing
provisions contained in this Article, the parties agree that if the Village makes any changes,
modifications or improvements with respect to any of the Village's life, dental or medical
insurance programs that are applicable to all other eligible Village employees, then such
changes, modifications or improvements (including the cost -sharing arrangements between the
Village and the employees, except as provided in Section 18.2) shall likewise be applicable to
the employees covered by this Agreement and on the same terms and on the same date that they
are applicable to all other Village employees. The Village and the officers agree that before any
changes are made to the level of insurance benefits that currently exists for eligible Village
employees, the Village will meet and discuss such changes and seek the input and suggestions of
the union before implementing such a change. It is agreed that such changes shall only take
effect on the plan anniversary date, currently July 1.
CBA Final 10-5-22 15
Section 18.4. Health Insurance Opt -Out. The Village will permit employees who are enrolled
in one of the Village's health plans to opt -out of the Village plan during open enrollment or as a
result of a life change, provided such employee provides proof of other health insurance at the
time of opt -out. During each full calendar month during which an employee is not covered by
the Village plan, the Village will pay such employee ONE HUNDRED SEVENTY FIVE
($175.00) DOLLARS per month. Any employee who opts out of the Village insurance plan may
apply to re -enroll at the next annual open enrollment or as a result of a life change in accordance
with the terms of the Village's health insurance plan. This benefit is not available to employees
who change their status with respect to the Village plan but remain covered under the Village
plan.
Section 18.5. Life Insurance Benefits. Deerfield will provide life insurance for each officer in the
amount of $75,000.
ARTICLE 19. MEDICAL EXAMINATIONS
Section 19.1. Cost of Village -Required Medical Exams. The Village retains the right to require
officers to submit to a medical examination at Village expense when, in the opinion of the Chief
of Police, it is essential to the job performance.
Section 19.2. Exposures to Diseases. Deerfield agrees to provide for inoculation or immunization
shots for officers or members of an officer's family when such becomes necessary as a result of
said officer's exposure to a contagious disease (as defined by OSHA regulations), while in the
line of duty.
ARTICLE 20. WAGES
Section 20.1. Salary Schedule.
The wage increase for both TIER I and TIER II OFFICERS shall be as follows:
January 1, 2023 4%
January 1, 2024 4%
January 1, 2025 4%
January 1, 2026:
For Contract Year 2026, in the event the Consumer Price Index for the Chicago metropolitan
area for the year ending October, 2025, is greater than 4%, then the wage increase will be 4%. If
the Consumer Price Index for the year ending October, 2025, is 4% or less, the wage increase for
2026 will be 3% even if the cost of living increase for this period is less than 3%. The wage
table on Exhibit 1 to this Agreement assumes a 3% increase for 2026, but the schedule will be
adjusted to 4% in the event the Consumer Price Index for the year ending October, 2025, is
greater than 4%.
CBA Final 10-5-22 16
Section 20.2 Longevity. Any officers who complete twenty (20 years of service during the term
of this Agreement shall be paid an additional one thousand ($1,000.00) dollars each year for the
duration of this agreement. Effective January 1, 2024, officers will be eligible for this longevity
payment upon the completion of 15 years of service. It is intended that this sum shall be
considered part of "salary" for pension purposes. The longevity payment will be paid within 30
days of the anniversary date, and will be incorporated into the officer's regular payroll check.
Section 20.3. Lateral Transfers. Officers who are lateral transfers from other departments, at the
sole discretion of Deerfield, may begin the pay plan at step 2 of the pay scale.
Section 20.4. No Pyramiding. Compensation shall not be paid more than once for the same hours
under any provision of this article or Agreement.
Section 20.5. Career Development Stipend; Management Right. The Employer has implemented
a Career Development Program pursuant to which monetary awards, based on a percentage of
the officer's base salary, are available to officers who satisfy the program requirements. Those
reaching the "Advanced Officer" level receive a monetary award equal to 3% of that officer's
base salary; officers attaining the "Officer First Class" level receive a monetary award equal to
5% of the officer's base salary; officers attaining the level of "Master Officer" receive a
monetary award equal to 7% of the officer's base salary.
The Village agrees that the salary increase percentages attributable to the Career Development
benchmark achievement levels shall not be modified during the term of this Agreement. The
Union acknowledges that all operational aspects of Career Development are a management right
and that management decisions with respect to either the content of the Career Development
Program, its administration, or decisions relating to whether an officer has satisfied the
requirements necessary to advance in the Career Development Program rest solely with
management and are not subject to the grievance/arbitration procedure. The Village also agrees
to meet and confer with the Union before making any changes to either the content of the Career
Development, its administration or decisions relating to Career Development. The Union also
agrees the Village's final decision will stand on any changes to the content, administration or
decisions relating to Career Development. Tier II officers are eligible to participate in career
development program after they have topped out on the Tier 11 salary schedule.
ARTICLE 21. SENIORITY LAYOFF AND RECALL
Section 21.1. Definition of Seniority. Seniority within the bargaining unit shall be based on the
length of time from the last date of beginning continuous full-time employment as a sworn
officer in the Police Department of the Village. When officers are hired on the same date, the
officer having the highest composite test score shall be deemed the most senior.
Section 21.2. Layoff. Deerfield, at its discretion, shall determine whether layoffs are necessary.
If it is determined that layoffs are necessary, officers covered by this Agreement will be laid off
in accordance with their length of service as provided by Illinois Statute (65 ILCS 5/10-2.1-18).
CBA Final 10-5-22 17
Except in an emergency, no layoff will occur without at least fourteen (14) calendar days'
notification to the Union. Deerfield agrees to consult the Union, upon request, and afford the
Union an opportunity to propose alternatives to the layoff, though such consultation shall not be
used to delay the layoff.
Section 21.3. Recall. Officers who are laid off shall be placed on a recall list for a period of
eighteen (18) months. If there is a recall, officers who are still on the recall list shall be recalled
in the inverse order of their layoff provided they are fully qualified to perform the work to which
they are recalled. The term "fully qualified" includes passing any physical fitness testing and any
medical examination required of newly hired officers, except the physical fitness testing and a
medical examination shall not be required if the layoff is less than four (4) months.
Officers who are eligible for recall shall be given fourteen (14) days' notice of recall and notice
of recall shall be sent to the officer by certified or registered mail, return receipt requested, with a
copy to the Union. The officer must notify the Police Chief or his/her designee(s) of his/her
intention to return to work within three (3) days after receiving notice of recall. Deerfield shall
be deemed to have fulfilled its obligations by mailing the recall notice by certified or registered
mail, return receipt requested, to the mailing address last provided by the officer, it being the
obligation and responsibility of the officer to provide the Police Chief or his/her designee(s) with
his/her latest mailing address. If an officer fails to timely respond to a recall notice, his/her name
shall be removed from the recall list.
ARTICLE 22. COLLEGE INCENTIVE PROG
Section 22.1. Program Description. Officers enrolled in college or graduate level courses will
receive tuition reimbursement and incentive pay, subject to the following conditions:
a. Officers must complete one year of service with Deerfield prior to being eligible
for participation in this program.
b. The officer must complete the appropriate forms and obtain prior approval from
the Chief of Police or his/her designee and Village Manager to take the course.
The Village Manager's decision will be final.
C. The course must be related to the officer's work specialty. No more than three
courses may be taken during any one semester.
d. Upon completion of the course, the officer must complete the appropriate form
and present satisfactory evidence that he/she has completed the course with a
mark of B or better, and a receipted bill from the college for the cost of the
course.
CBA Final 10-5-22 18
e. Only actual tuition costs will be reimbursed. Books, supplies, travel expenses and
meals are not eligible for reimbursement, provided, however, that any fees that
are regularly charged as part of registering for a course or courses shall be
included in the tuition costs to be reimbursed.
f. Tuition will be reimbursed at a rate of $300.00 per credit hour for graduate level
courses. Institute Undergraduate credit hours will be reimbursed at $150.00 per
credit hour. This does not apply to Certificate Programs.
g. Officers must agree to continue to work for Deerfield for at least one additional
year for each year of 30 college credit hours obtained under this program or
refund to Deerfield a pro rata share of tuition payments.
Section 22.2. Assigned Training_ These provisions do not apply to course work and training
assigned by Deerfield during the officer's working hours.
ARTICLE 23. DISCIPLINARY PROCEDURES
Section 23.1. Recognition of Police Commission Exclusivity. Nothing in this Article is intended
to diminish the exclusive jurisdiction of the employer's Police Commission, nor is it intended to
create any additional contractual rights.
Section 23.2. Emhlover Commitment to Principles of Progressive Discipline. The Employer is
committed to the principles of progressive discipline; i.e., that discipline is designed to be
corrective in nature. Generally speaking, the Employer will observe the steps of progressive
discipline, including oral reprimand, written reprimand, short term suspension, long term
suspension, and termination.
At all times, the Employer reserves the right to skip steps based on the severity of the
misconduct.
Section 23.3. Weingarten and UPODA Rights Observed. When conducting disciplinary
investigations, the Employer will observe the employee's right to union representation in
accordance with Sections 10(a)(1) and 10(a)(4) of the Illinois Public Labor Relations Act, and
National Labor Relations Board v. J. Weingarten, Inc., 420 U.S. 251 (1975). The Employer will
also observe the employee's rights when applicable under the Uniform Peace Officers
Disciplinary Act (UPODA).
Section 23.4. Employer's Ability to Raise Weingarten and UPODA Rights. In the event the
Employer suspends an employee or seeks to suspend or terminate an employee before the
Village's Police Commission, the employee may raise a claimed violation of the employee's
Weingarten or UPODA rights in such proceeding, or in a subsequent judicial review. In
recognition of the exclusive jurisdiction of the employer's Police Commission on matters
relating to suspension or termination of employees, neither the employee nor the union may raise
CBA Final 10-5-22 19
a claimed violation of the employee's Weingarten or UPODA rights by way of contractual
grievance.
ARTICLE 24. SAVINGS CLAUSE
If any provision of this Agreement or any application thereof should be rendered or declared
unlawful, invalid or unenforceable by virtue or any judicial action, or by any existing or
subsequently enacted Federal or State legislation, or by Executive Order or other competent
authority, the remaining provisions of this Agreement shall remain in full force and effect. In
such event, upon the request of either party, the parties shall meet promptly and negotiate with
respect to substitute provisions for those provisions rendered or declared unlawful, invalid or
unenforceable.
ARTICLE 25. TERM OF AGREEMENT
This Agreement shall be effective from the date of signing and shall remain in full force and
effect until 12-31-26.
IN WITNESS WHEREOF, the parties hereto have executed this Agreement on
November 1"% , 2022.
VILLAGE OF DEERFIELD
By
Title: �r
By:
Title: %11afkrtajer
CBA Final 10-5-22 20
ILLINOIS COUNCIL OF POLICE
By. /. 1g2.0 n. Q
Title: n �d p kq
By:
Title:
Exhibit 1
Wage Schedule
POLICE PATROL OFFICERS (Tier 1)
Actual
4.00%
4.00%
4.00%
3.00%
1/1/22
111/23
1/1/24
1/1/25
1/1/26
._
Hire to One Year
$ 81,020.33
$ 84,261.14
$ 87,631.59
$ 91,136.85
$93,870.96
One to Two Years
$ 87,216.49
$ 90,705.15
$ 94,333.36
$ 98,106.69
$101,049.89
Two to Three
Years
$ 92,832.58
$ 96,545.88
$100,407.72
$104,424.03
$107,556.75
Three to Four
Years
$ 98,151.77
$102,077.84
$106,160.95
$110,407.39
$113,719.61
Four Years and
Over
$112,059.74
$116,542.13
$121,203.81
$126,051.97
$129,833.53
POLICE PATROL OFFICERS (Tier II)
Actual
4.00%
4.00%
4.00%
3.00%
1/1/22
1/1/23
1/1/24
1/1/25
1/1/26
Hire to One Year
$ 81,020.33
$ 84,261.14
$ 87,631.59
$91,136.85
$ 93,870.96
One to Two Years
$ 85,454.52
$ 88,872.70
$ 92,427.61
$ 96,124.71
$ 99,008.45
Two to Three
Years
$ 89,888.73
$ 93,484.28
$ 97,223.65
$101,112.60
$104,145.97
Three to Four
Years
$ 94,322.92
$ 98,095.84
$102,019.67
$106,100.46
$109,283.47
Four to Five
Years
$ 98,757.13
$102,707.42
$106,815.71
$111,088.34
$114,420.99
Five to Six Years
$103,191.33
$107,318.98
$111,611.74
$116,076.21
$119,558.50
Six to Seven
Years
$107,625.53
$111,930.55
$116,407.77
$121,064.08
$124,696.01
Seven and Over
$112,059.74
$116,542.13
$121,203.81
$126,051.97
$129,833.53
'The Wage Schedule for 2026 will be adjusted from 3% to 4% as required under Section 20.1
CBA Final 10-5-22 21