Police Academy grads receive POLC Awards

The Police Officers Journal First Collin Birnie Scholarship Award recipient honored to be recognized

— By Jennifer Gomori, POJ Editor

For years Collin Birnie handed out awards on behalf of the POLC to help non-sponsored Police Cadets pay the costs of attending Law Enforcement Regional Training Academy (LERTA). This year, a scholarship award was presented in the POLC/GELC Executive Committee member’s honor, following his untimely death in a February traffic accident.

Cadet Jeffrey Wagner is the first recipient of the Collin Birnie Scholarship Award. He was awarded with $1,000 April 28 during the Mott

Community College police academy graduation.

“This is the first graduation we’ve had in-person at the location where we usually do it since COVID began,” said Kitty Severance, LERTA Staff

Assistant, referring to guests being able to attend. Graduations, which have been livestreamed since 2020, had previously been limited to cadets and staff in a smaller venue.

The Collin Birnie Scholarship Award, which is sponsored by the Police

Officers Labor Council (POLC), will be given twice yearly at the discretion of the police academy to graduates who have not been sponsored by any police agency. To qualify, cadets must pass the Michigan Commission on Law Enforcement Standards (MCOLES) certification test and meet MCOLES employment standards to become certified Michigan Law

Enforcement Officers.

Wagner graduated the academy in the 96 percentile. “He was the highest scoring scholastic achievement recruit,” said LERTA Director

Lt. David Livingston. Wagner was hired as a Genesee County Sheriff’s

Deputy after graduation, but his career with the department began in 2018 as a Corrections Officer. He began Criminal Justice coursework at

Schoolcraft College and transferred to University of Michigan Dearborn where he’s in the process of completing his bachelor’s degree. During academy training, he had to take a leave from work.

“(The award) was appreciated and very helpful,” Wagner said. “Apart from the monetary portion, just receiving the award was nice because it was in Collin Birnie’s name. I was honored. I know Collin Birnie was a great guy and you’d be hard-pressed to find anyone to say anything bad about him.”

Wagner said he had met Birnie a couple times and while he didn’t know him well, his reputation preceded him. “I know people who work at Flint PD who knew him well and I just heard stories about him, how he was willing to help out everybody,” Wagner said. “I knew a lot of people who always talked highly of him and so I felt like I knew him through other people. You almost didn’t have to know him personally, he was such a big figure.” d

Photo courtesy of LERTA POLC/GELC Executive Committee member Leigh Golden, left, presents LERTA Cadet Jeffrey Wagner with the first Collin Birnie Scholarship Award.

Weiler Scholarship Award recipient exceeds every metric at Oakland Police Academy

— By Jennifer Gomori, POJ Editor

Oakland Police Academy graduate BreAna Steinbauer’s achievements and positive outlook made her the standout choice for the Richard R. Weiler Scholarship Award.

“I think part of it was she exceeded every metric in the academy for physical fitness and academics,” said Oakland Police Academy Director David Ceci. “Her personality helped a lot too. You could throw some curve balls at her and her positive attitude was contagious. She had a smile most of the time.”

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

Steinbauer was chosen from among the 31 non-sponsored cadets who graduated in the class of 53 recruits June 2, 2022. She earned a bachelor’s degree in Psychology, with a minor in Forensics Investigations and Policing from Wayne State University.

Oakland Police Academy presented the 21-year-old with the Top Academic Award for receiving the best overall grade point average, 3.95 GPA, and the $500 Physical Excellence Scholarship.

A Police Cadet with Port Huron Police Department for two years, she was hired as a Port Huron Police Officer. “I was sworn in June 6, 2022, but I got the job offer in August 2021,” she said. “I was a Cadet from July 2020 up until the end of the police academy. I trained the new cadets on the weekends during the academy.”

Director Ceci was impressed Steinbauer wanted to focus her career on child crimes. “When someone has the passion for that, she really

‘Phenomenal’ representation results in stellar contract for Flushing Twp. PD

— By Jennifer Gomori, POJ Editor

Flushing Township Police can’t say enough about the representation they received from the POLC in their latest contract.

The group garnered 9 percent raises coupled with incredible bonuses and enhancements, including a layered approach to supplementing retirement benefits for newer Employees.

“Those first three years they got a total of $12,000 in bonuses per Employee,” said POLC Labor Rep. Christopher Watts.

Sergeants also received a rank differential increase from 5 percent to 6 percent of Officers’ pay.

Employees hired on or after April 1, 2017 will receive significant boosts from Employer contributions to their 457 plans. The Employer contribution to the 457 MERS plan increased from 5 to 8 percent. In addition, they have an Employer matching contribution up to 2 percent into the 457B or equivalent Employer-provided plan. On top of those increases, the Employer is providing another 2 percent contribution to a non-MERS plan of the Employee’s choice.

“It’s equivalent to 17 percent for our retirement,” said Roy Hatchett, Flushing Township Police Local Union Steward. “It will be a separate retirement plan, not through MERS. MERS wouldn’t allow us to do it, so they opened up the ability to use a John Hancock or Edward Jones 457 Plan. We will own it, but the Township will contribute 2 percent into it.”

Employees hired prior to April 1, 2017 remain on their Defined Benefit plan. All Employees will receive a new 80-hour Pandemic Bank to be used for pandemic-related illness. Personal Leave increased from 30 to 36 hours yearly.

“If you get sick with COVID-19, instead of using Vacation, Personal or Sick Time, they built in an extra 80 hours yearly for any type of pandemic,” Hatchett said.

Overtime (OT) must now be equalized through a system of posting OT hours per Employee and requiring the Employer to offer OT first to the Employee with the least amount of OT.

A one-time payout of $1,000 per covered member is available for orthodontic work and Employees were provided an additional paid Holiday for their birthdays.

“Chris Watts was phenomenal through negotiations,” Hatchett said. “It was my first contract I was ever involved in. He coached us through it and it was as Blue as it could be. It made this a very smooth, successful contract.” d

City of Caro DPW impressed by GELC

— By Jennifer Gomori, POJ Editor

City of Caro DPW Employees were having trouble getting their questions answered by their former Union representation, so they began looking for someone who could. They found the GELC and voted to join the Union in May 2022.

The nine-member group had been represented by American Federation of State, County and Municipal Employees (AFSCME).

“We were not getting any representation at all from the other union,” said Evean Gunsell, City of Caro DPW Local Union Chief Steward. “We tried to contact them. They wouldn’t return our phone calls. We had one guy (in our unit) who kept asking for the City Charter and it took her four months to get us that.”

Their experience with GELC Labor Rep. Christopher Watts has been exactly the opposite. In fact, Gunsell said one of the things that has impressed City of Caro DPW Employees most about the GELC, is how quickly they receive a response from their new Labor Representative. Watts either immediately answers, or if he is busy with another labor unit, he responds that he received the message and will contact Gunsell as soon as he’s available.

“If I text Chris or call him, within minutes I hear back,” he said. “That’s just awesome compared to the other union we had.”

The GELC bargained a three-year contract, effective July 1, 2022, for the group with a total of 17 percent in raises during the contract.

“They got huge raises,” Watts said. “They got just over 9 percent for year one and just over 4 percent for years two and three.”

“Everybody was pretty happy with what we got,” Gunsell said. “We were underpaid compared to other surrounding cities.”

Employees are now rewarded for every water and sewer license they receive with a boost in pay of $.25 cents per hour for each license.

“If you get any water and sewer licenses you make more money,” Gunsell said. “It was standard before this contract but before they only paid for two licenses and now we get paid for every license we get.”

That can add up quickly with eight water licenses available and four sewer licenses, he said.

City of Caro DPW Employees received three Personal Days to use at their discretion and two additional paid Holidays. Employees receive an additional $1 per hour when they are on-call. Those who choose to opt out of health care coverage receive up to $3,600 per year.

“Everything we got was a gain,” Watts said. “They had 12 Sick Days, but whenever they used a Personal Day, the Employer took it out of their Sick Bank. They gained three Personal Days to be used for their personal business.”

“It was definitely one of the best contracts we’ve ever gotten,” Gunsell said. “Our Rep. is amazing. He’s very knowledgeable. He definitely knows what he’s doing. It only took a couple days for negotiations, that’s it!” d

GELC preserves Davison City DPW pensions

— By Jennifer Gomori, POJ Editor

Davison City DPW had a long relationship with their former union, but with a rotation of three new labor representatives in less than 3 years, they decided to switch representation to the GELC. That move from American Federation of State County and Municipal Employees (AFSCME) to GELC in September 2021 paid off in their first GELC-negotiated contract.

“Our biggest fight was that they were trying to get rid of the Defined Benefit pension system for new hires and, through perseverance, we were able to save it,” said Local Union Chief Steward Chris Brandon.

“The Employer proposed to freeze the current pension plan,” said GELC Labor Rep. Christopher Watts. “They then tried to convert new Employees to a Defined Contribution (DC) only. The bottom line is they proposed to shut the Defined Benefit (DB) down and give more of a contribution on behalf of the new hires than the current Employees. We continued to challenge that nearly to fact finding.”

“At the end of the day they were proposing to contribute more to the new hires’ retirement plan than what they were putting into ours,” Brandon said. “None of it really made much sense to us.”

Thanks to the GELC, the Employer withdrew their pension proposal and continued the DB plan for all DPW Employees. “The pension was ultimately left untouched,” Watts said. “They had come over to us because they didn’t feel as if they had a voice, and it took a year, but we stepped up, pushed back on the Employer and we ended up prevailing.”

“With the ASCME representation … we almost felt like there wasn’t a push to negotiate,” Brandon said. “It was almost like ‘Here’s what they’re offering. It seems like this is a good deal.’ Chris (Watts) was more like ‘What do you want? What do you need?’ Chris seemed more attentive to things we were looking for and would go out and find information.”

The POLC’s stellar reputation with the City of Davison Police Department led members of that unit to highly recommend the sister Union to the six-member DPW unit. Davison City DPW also called other GELCrepresented units. “We found out that GELC is the best there is and they’re on top of their game, willing to do whatever it takes to get the contract settled and keep their guys happy,” Brandon said. “We knew Chris had sat at the table before he became a GELC Rep. and was knowledgeable. Everyone we talked to said he was the best guy for the job.”

The immediate assistance GELC provided the group, taking time to answer their questions before they joined the Union, solidified the move. “Anytime we had a question, we’ve been able to reach out before, during and after negotiations,” Brandon said. “He was more than attentive. Chris would say, ‘Here’s what I know. Here’s what I don’t know. Here’s what I’m going to find out. Let’s figure out the best course of action.’ Chris is willing to do what it takes to make sure we are represented correctly.”

The group wanted options for addressing contract concerns, so Watts provided them with specific examples of how the GELC handled similar contract issues with other Michigan municipalities.

“It didn’t feel like it was a cookie cutter contract,” Brandon said. “It felt like Chris was more involved and cared. We didn’t feel like a number.”

The group settled a new four-year agreement with nearly 10 percent in total raises. The contract includes a new pay scale, which makes it easier to reach the next level in pay. Previously, all Employees had to have specific water and sewer licenses to move up to the next step/ range. The licensing requirements were eased to bring pay more in line with the types of work being done.

“They made it more appealing to get new Employees,” Brandon said. “We do everything, from water and sewer to maintaining roads and parks. If you only have three guys who are able to work at the water treatment plant, it’s unreasonable to make Employees from other areas obtain water treatment licenses. There’s no reason a guy who is never going to work in a water treatment plant should have to get those.”

Davison City DPW received other retiree improvements including an annual Employer HSA contribution increase from $1,500 to $2,000 and an additional Employer annual contribution of $500 to each Employee’s 457 plan. d

Weiler Scholarship

continued from page 6 truly wants to help someone in society who doesn’t have the capacity to help themselves because they’re young,” Ceci said.

“I was originally interested in working in victim’s psychology,” Steinbauer said. “I wanted to help with women and children specific crimes. Sexual assaults, child abuse and being able to help those victims. I initially wanted to go into the psychology aspect, then realized I wanted to be a Police Officer. Right now, I want to help them during the criminal process and the investigations portion.”

Steinbauer was surprised and honored to receive the Richard R. Weiler Scholarship Award. “I haven’t received any scholarships in the past so it was really neat to be honored and have some organization contributing to my career and journey and have that support,” she said. d

Photo courtesy of Oakland Police Academy POLC/GELC Deputy Director Jim Stachowski (left) and Dearborn Police Corporal Daniel Bartok (right) present Oakland Police Academy Cadet BreAna Steinbauer with the Richard R. Weiler Scholarship Award at the graduation ceremony.

Contract Settlements

— As Reported by POLC/GELC Labor Reps

City of Caro DPW

• New three-year agreement expires June 30, 2025.

• Wages:

9% increase effective July 1, 2022. 4% increase effective July 1, 2023. 4% increase effective July 1, 2024. • Fringe Benefits: Employees are paid $.25 cents per hour in additional pay for each water and sewer license they obtain. Previously, Employees were paid for a maximum of two licenses and now they are paid for every license. Employees receive 3 Personal Days per year to use at their discretion. Two new paid Holidays were added, Martin Luther King, Jr. Day and Veterans Day. • Manning & Safety: Employees receive an additional $1 per hour for weeks on-call. • Health Care: Employees receive up to $3,600 per year for opting out of the family health care plan. • Bargaining Team: Chief Steward Evean Gunsell and former Chief Steward Tom Reese, aided by GELC Labor Representative Christopher Watts.

Cass County Road Patrol Sergeants & Dispatch Supervisors

• New five-year agreement expires Dec. 31, 2025.

• Wages:

3% effective Jan. 1, 2021. 3% effective Jan. 1, 2022. 5% effective July 1, 2022. 3% effective Jan. 1, 2023. 3% effective Jan. 1, 2024. 3% effective Jan. 1, 2025. • Fringe Benefits: Life insurance increased from $25,000 to $75,000. Grievance procedure excludes Saturdays, Sundays and Holidays when calculating the days during the grievance process. Increased Funeral Leave from 3 to 4 days and added one additional day if the funeral is 175 miles or more from Cass County. Employees are now allowed to hold a portion of their Funeral Leave to abeyance so they may utilize it at a later time to attend a funeral or memorial service. Lateral transfers start on the pay scale at a higher level than the starting pay rate. Added “Extreme Emergency Closing” language, which allows Employees to be paid at 1-1/2 times their pay rate, instead of straight time, under certain circumstances. Reduced the required time period for Vacation Time from increments of 40 hours to 24 hours. • Manning & Safety: Modified layoff language to allow Command Officers within the bargaining unit to bump into classifications of Deputy, Detective and Dispatcher. Shift premium increased from an additional $.20 per hour to $.30 per hour for those assigned after 5 p.m. or working a swing shift. Added current 12-hour schedule into CBA, requiring Employer to negotiate future schedule changes. • Health Care: Health Care Opt-Out pay increased from $225 to $400 per month. Created a MERS Health Care Savings Plan with 4% Employer contribution and 3% Employee contribution. • Retirement: MERS Defined Benefit (DB) Plan was frozen effective June 30, 2022. Effective July 1, 2022 all Employees will be immediately vested in a MERS Defined Contribution (DC) plan with the following Employer contributions: 13% effective July 1, 2022. 14% effective July 1, 2023. 15% effective July 1, 2024 and thereafter with

Employees minimum contribution set at 5% annually. The 5% may be split between the DC plan and their Mission Square 457 account. Employees are not required to make DB contributions. Employer will make any required additional contributions to the DC plan to make up the difference if an Employee wishes to convert their DB to a DC plan. Employees converting their plans receive a one-time Transition Bonus based on years of service, which can be added to their DC plan, 457 account, or taken as a direct payment as follows: 5 years or less of service = $2,000 6-10 years of service = $4,000 11-15 years of service = $6,000 16-20 years of service = $8,000 21-plus years of service = $10,000 • Bargaining Team: Jason Pompey, Anthony Lozada and Phil Small aided by POLC Labor Representative Dave Thomas.

Clayton Township Police

• New three-year agreement expires March 31, 2025.

• Wages:

3% effective April 1, 2022. 2.75% effective April 1, 2023. 2.5% effective April 1, 2024. • Fringe Benefits: Unused Sick Time will be paid out at 100% of Employee’s hourly rate. Employer to pay difference between Worker’s Compensation and base wages for up to 18 months. Employees receive up to 40 hours of COVID-19 or Pandemic Sick Leave per year, separate from their Sick Bank. • Health Care: Addition of dental and optical insurance plans to the current health care coverage. • Bargaining Team: Officer Ryan Chapke and Sgt. Troy Belanger aided by POLC Labor Representative Chris Hild.

Davison City DPW

• New four-year agreement expires June 30, 2025.

• Wages:

2.25% effective July 1, 2021. 2.5% effective July 1, 2022. 2.5% effective July 1, 2023. 2.5% effective July 1, 2024. *The contract, which was signed July 1, 2022, is retroactive to July, 1 2021 with raises equaling 4.75% effective upon ratification. The Employer implemented a new pay scale for all Employees. Previously, Employees had to have certain licensing that wasn’t applicable to all positions to move between steps. The licensing requirement was removed for non-applicable positions. • Retirement: The Employer sought to convert new Employees pensions from the existing Defined Benefit (DB) pension plan to a Defined Contribution (DC) plan with larger Employer contributions to the DC plan than to the DB plan for existing Employees. After a year-long battle, the GELC was able to maintain the existing DB plan for all Employees, which includes future Employees, with the same terms as the previous contract. Additionally, the Employer will contribute $500 annually to each Employees’ 457 plan every January. • Fringe Benefits: Employees receive an increase in their cell phone stipend for being on-call. • Health Care: Retired Employees with the HSA plan received an Employer contribution increase from $1,500 to $2,000 annually to the HSA. • Bargaining Team: Chief Steward Chris Brandon and Assistant Steward Steve Davis aided by GELC Labor Representatives Christopher Watts and Chris Hild.

Davison Township Patrol Officers

• New three-year agreement expires June 30, 2025.

• Wages:

2% effective July 1, 2022. 2% effective July 1, 2023. 2% effective July 1, 2024. • Manning & Safety: Shift Premiums increase from 4% to 6%. • Fringe Benefits: Detectives receive an additional 3% on top of their regular pay rate, for all hours spent performing the functions of a Detective. Added a Longevity Tier for completion of 25 years of continued service which equals 6% of base wages. Longevity pay is rolled into Employees’ hourly rate so it counts toward their pension Final Average Compensation (FAC). • Health Care: Retirees are eligible for health care eligibility at age 50 instead of the former minimum age of 53. • Retirement: Employer to provide MERS Plan B4, F50/25, FAC3, E-2 and V-6 including Retiree health care at age 50. Employee pension contribution capped at 12%. • Bargaining Team: Officer Mark Cuneaz and Detective Phil Yurk aided by POLC Labor Representative Chris Hild.

Flushing Township Police

• New four-year agreement expires March 30, 2026.

• Wages:

2% effective April 1, 2022. 2% effective April 1, 2023. 2% effective April 1, 2024. 3% effective April 1, 2025. *The Employer is paying Employees a $4,000 bonus

Contracts - cont. from page 9

every year for the first 3 years of the contract for a total of $12,000 each, in addition to wage increases. **Sergeants rank differential increased from 5% to 6% each year of the contract. • Fringe Benefits: Employees were given an additional paid Holiday for their birthdays. A yearly Pandemic Bank of 80 hours was created for time off due to pandemic illness, so Employees do not have to use Personal, Sick or Vacation time. Personal Leave increased by 6 hours, from 30 to 36 hours annually. Overtime (OT) must now be posted to allow for equalized OT. The Employer must go through the list and offer the OT first to the Employee with the least amount of OT. • Retirement: The Employer contribution to the 457 MERS retirement plan increased from 5% to 8% with the Employee contribution remaining at 5%. The Employer is also providing a 2% contribution into a separate 457 non-MERS plan of their own choice for those hired on or after April 1, 2017. Additionally, Employees hired after April 1, 2017 were given another Employer contribution match up to 2% in a 457B or equivalent plan provided by the Employer. Employees hired prior to April 1, 2017 remain on the existing Defined Benefit (DB) pension plan. • Health Care: A one-time payout of $1,000 per covered member is provided for orthodontic work. • Bargaining Team: Local Union Steward Roy Hatchett and Alternate Union Steward Andrew Owens aided by POLC Labor Representative Christopher Watts.

Grand Haven Public Safety Department

• New three-year agreement expires June 30, 2025.

• Wages:

3% effective July 1, 2022. 3% effective July 1, 2023. 3% effective July 1, 2024. *Paramedics receive $1,250 annual bonus. **Emergency Medical Technicians receive $750 annual bonus. • Fringe Benefits: Established Merit Achievement Pay and Retention Pay as follows:

After 3 years = $200 per year.

After 5 years = $400 per year.

After 10 years = $800 per year.

After 15 years = $1,200 per year.

After 20 years = $1,600 per year.

After 25 years = $2,000 per year. Martin Luther King, Jr. Day was added as a paid Holiday. Holiday Pay was increased from 5% to 5-1/2% above their individual base pay, but each Employee receives no less than $2,500 per year in Holiday pay. Increased the number of Holidays Employees are scheduled off each year from 5 days to 6 days. • Retirement: The Defined Benefit (DB) plan is closed for new Employees hired after June 30, 2022. Employees hired after June 30, 2022 will have a Defined Contribution (DC) plan with the Employer contributing 12% and Employees contributing 8%. New hires will be 50% vested at 3 years of service and 100% vested at 5 years of service. • Bargaining Team: David Scott, Terry Turkelson, James Kibart, Thomas Jones, Todd DeVries and Andy Cannon aided by POLC Labor Representative Dave Thomas.

Grand Rapids Community College Campus Police Department

• New three-year agreement expires June 30, 2025.

• Wages:

3% effective July 1, 2022. 3% effective July 1, 2023. Wage reopener effective July 1, 2024. *$500 off-schedule stipend will be provided to Employees the third year of the contract regardless if the contract is reopened for a wage increase. • Manning & Safety: If disabled while on duty, the Employer will make every effort to reassign the Employee to another vacant job that is as close as possible to the pay the Employee was previously receiving. Call-in pay will have a 2-hour minimum. Second Shift pay differential increased from $.25 cents per hour to $.50 cents per hour. • Fringe Benefits: Employees receive the equivalent of 2-1/2 times regular pay for hours worked on a Holiday. • Bargaining Team: Tony Myers and Martin Ruiz aided by POLC Labor Representative Dave Thomas.

Village of Holly Patrol Officers

• New three-year agreement expires June 30, 2025.

• Wages:

3% effective July 1, 2022 for Full-Time Employees. 3% effective July 1, 2023 for Full-Time Employees. 3% effective July 1, 2024 for Full-Time Employees. $19.43 per hour effective July 1, 2022 for Part-

Time Employees. $20.01 per hour effective July 1, 2023 for Part-

Time Employees. $20.61 per hour effective July 1, 2024 for Part-

Time Employees. • Fringe Benefits: Employees who do not use any Sick Time in a 6-month period will receive an additional 8 hours of Personal Time, up to 16 total hours of Personal Time per year. • Fringe Benefits: Uniform Allowance increased from $600 to $800 per year. • Retirement: Officers retiring in good standing will receive a Retirement ID and badge and be allowed to purchase a duty firearm for $100. • Bargaining Team: Officer William Hoffman aided by POLC Labor Representative Christopher Hild.

Portland Employees Chapter of the GELC

• New three-year agreement expires June 30, 2025.

• Wages:

3% effective July 1, 2022.

3% effective July 1, 2023. 2.75% effective July 1, 2024. *Electrical Employees received a $2 base wage increase effective July 1, 2022 in addition to the 3% pay increase in 2022. **DPW Mechanics received a $1 base wage increase effective July 1, 2022 in addition to the 3% pay increase in 2022. ***Employees with Water Treatment and Distribution S2-D2 Licenses received an increase in their license stipends from $1,200 yearly for D2 and $800 yearly for S2 to: $1,300 for D2 effective July 1, 2022. $900 for S2 effective July 1, 2022. $1,400 for D2 effective July 1, 2023. $1,000 for S2 effective July 1, 2023. $1,500 for D2 effective July 1, 2024. $1,100 for S2 effective July 1, 2024. • Fringe Benefits: Employees hired after June 30, 2022 receive 40 hours of Vacation Time at the start of their Employment. Employees may cash out up to 80 hours of banked Vacation Time per year. • Bargaining Team: Tim Krizon and Scott Honsowitz aided by GELC Labor Representative Dave Thomas.

Portland Police Department

• New three-year agreement expires June 30, 2025.

• Wages:

3% effective July 1, 2022. 3% effective July 1, 2023. 2.75% effective July 1, 2024. • Fringe Benefits: Employees hired after June 30, 2022 will receive 40 hours of Vacation Time at the start of their employment. Residency increased from 30 miles to 50 miles from the City. Field Training Officers receive an additional $1 per hour while training officers. • Bargaining Team: Tom Goggins and Jason Smith aided by POLC Labor Representative Dave Thomas.

Zeeland Police Department

• New three-year agreement expires June 30, 2025.

• Wages:

4% effective July 1, 2022. 3% effective July 1, 2023. 3% effective July 1, 2024. • Fringe Benefits: Increased Compensatory Time accumulation from 50 hours to 80 hours. Compensatory Time carry over increased from 24 to 40 hours. Employees may add spouse and dependents to their life insurance policy at no further cost to the Employee. A Funeral Leave day is now based upon the hours scheduled (8, 10 or 12-hour shifts). Previously Funeral Leave days were paid at 8 hours. • Retirement: As of July 1, 2023 and July 1, 2024, the Employer will contribute an additional 1% into the Employees 457 account each year, provided the Employee matches the 1% contribution each year. • Bargaining Team: Brian Breuker and Tim Michmerhuizen aided by POLC Labor Rep. Dave Thomas.d