The Police Officers Journal: Volume 31, Number 3 Fall 2021

J urnal The Police Officers

®

VOLUME 31, NUMBER 3 • FALL 2021

ON THE INSIDE: New board members – Pgs. 2-3 Outstanding Service Awards – Pgs. 4-5 Executive Committee Election – Member news New Unit – Member news

VOLUME 31, NUMBER 3 • FALL 2021 Police Officers Labor Council (POLC) 667 E. Big Beaver Road, Suite 205 Troy, MI 48083.

(248) 524-3200 FAX: (248) 524-2752 POLC membership: www.polc.org EXECUTIVE COMMITTEE

CHAIR: Steve McInchak Gibraltar Police Dept.

VICE CHAIR: Brian McNair

Chesterfield Township Police Dept.

Greg Alexander

Oscoda Township Police Dept.

Collin Birnie Flint Police Dept.

Scott Eager

Battle Creek Police Dept.

Robert Gaiser

Caro City Police Dept.

Troy Taylor

Oak Park Public Safety Dept.

Jeff Gormley

Bloomfield Hills Public Safety Dept.

John Huizdos

Bloomfield Township Police Dept.

DIRECTOR: Robert Figurski Warren PD (Retired)

MEMBER SERVICES Lloyd Whetstone PUBLICATIONS Executive Editor: Jennifer Gomori

New Board member couples police Union experience with ample IT knowledge — By Jennifer Gomori, POJ Editor

O

scoda Township Police Officer Greg Alexander wears several hats at work, but it’s his role as Local Union President that inspired him to become a POLC/GELC Executive Committee member.

Alexander was appointed to the board in June to fill one of two 2021 board vacancies (see Election article in Member News). “(Unions) have always been something that interested me a lot,” Alexander said. “I ran for Executive Committee twice. I interviewed when they selected Troy Taylor (in 2020).”

Alexander began working for Oscoda Township Police in 2013. He began his law enforcement career in 2011 as a part-time Alcona County Corrections Officer, who also worked for Alcona’s Marine Patrol unit. After joining Oscoda Township, he led the effort to form a Local Union Board. Alexander has served as Oscoda’s Local Union President the past five years. He was also the Vice PresPhoto by Dave Millar, Photographic Impressions North ident from 2014 to early 2015.

POLC/GELC Executive Committee member “When I got there, we were with POAM and our local Greg Alexander stuff was screwed up,” Alexander said. “There was only one person that was a Steward. We formed a board after I got there.”

“We’re such a small department that we all do a lot of stuff. I run our IT stuff, that’s all my headache,” he joked, “as well as I take care of our fleet program and the big thing I’ve done is serving as Union Steward.”

Oscoda Township Police joined the POLC in 2018. “We were not getting attention based on our group size,” Alexander said. “That was really our big reason why we started shopping Unions. We landed with POLC and have been happy with them. They don’t care if you’re a 12-man group or a 300-man group. Our Rep. Chris Watts has gotten us the best contract Oscoda Township Officers have seen in the past 35 years. Alcona County recently switched to POLC after seeing the work they did for us and they got unbelievable raises.”

He said his primary goal on the Committee is having POLC representing more units in northeastern Michigan. “Small groups add up eventually in numbers,” Alexander said. “The goal would be to just keep expanding that into that greater northeast area of the state. I think our Reps are good and doing a better job than anyone else out there.”

Officer Alexander received his bachelor’s degree in Criminal Justice from Saginaw Valley State University with a minor in Computer Applications. “I manage all of our internal IT as far as the in-car camera program and security cameras we have around Township properties,” he said. “I do most of our security protocols. I manage our Eticket system, in-house server and networking issues, and our mobile data department.”

He is hoping to lend his IT knowledge as a board member, potentially revamping the traditional style website into one that’s more Union focused with user friendly cell phone apps.

“That’s one of the things I’m happy we’re looking at doing,” he said “Law enforcement is getting younger and younger people like technology.”

Continued on page 14

The Police Officers Journal

New Executive Committee member shares Union leadership experience — By Jennifer Gomori, POJ Editor

R

obert Gaiser didn’t become a Law Enforcement Officer until later in life, but his extensive private sector Union experience led him to serve as Local Union President. Now he’s sharing his labor knowledge as a POLC/GELC Executive Committee member.

The Caro City Police Officer was appointed to the board in June to fill one of two 2021 board vacancies (see Election article in Member News).

“I’ve always been active in the unions,” Gaiser said. “I’d like to be able to apply what I learned in the private sector in the public sector and there’s no better way to do that then be on the Executive Board, which is the lifeblood of the Union.”

Gaiser graduated Delta College Police Academy in 2016 at the age of 42 and was hired by Caro City Police Department the same year.

“I went back to school and did the job I originally went to school for when I was 18,” he said.

Gaiser obtained his Criminal Justice associate’s degree from Delta College. “I never completed my schooling because I started my family,” the married father of four said. “I was working on the Criminal Justice program and I started working full-time (in manufacturing) and kind of let it sit.”

He married in 1994 and went to work for Eaton Manufacturing in 1995, starting an industrial arts, skilled trade’s apprenticeship. After 17 years of Union involvement as a skilled tradesman and serving as a Union Representative for over a decade, he decided to pursue his dream career.

“I always wanted to be a Police Officer,” Gaiser said. “I have family friends who were officers. Knowing I couldn’t do that, I just gravitated naturally to Union representation. I spent more than half of my 20 years (in manufacturing) as a Union Representative.”

Gaiser served as a Bargaining Committee Representative for seven years at Eaton Manufacturing, working on contracts and grievances in a full-time evening position for Pace Union, which later merged with the Teamsters. He joined the UAW while working for Delphi Chassis in Saginaw (2006-2014) and spent his last four years there serving as UAW Bargaining Chair, leading contract negotiations.

“When they closed, I went back to school,” Gaiser said.

Gaiser excelled at the police academy, receiving an Academic Award for graduating second in his class. “The academy education part was easy. The physical training program was difficult because I didn’t heal as quickly as the younger kids,” he said. “I had the support of my wife, Erica, who helped me rehab my muscles every day.”

He hit the ground running at Caro City Police Department, working with another newly hired officer to significantly increase patrols as a new POLC member. He’s been serving as the Local Union President

for the past four years.

“It’s just my Union background — I don’t believe in right to work,” Gaiser said.

“We were able to have a 24/7 police agency.

They were always sh or t h an de d an d couldn’t find viable officers. Nobody wanted to come work for us for our benefits and pay package.” “(POLC Labor Rep.) Chris Watts and I were able to change the contract,” he said.

“We totally rede- Photo by Dave Millar, Photographic Impressions North signed that in our last POLC/GELC Executive Committee member bargaining agreement Robert Gaiser two years ago. Now we’ve never gone more than a month with an open position.”

Officer Gaiser also made an impression on the community, being honored as 2019 Officer of Year by the Exchange Club of Caro for his work as a Community Resource Officer. He’s involved in the Shop with a Hero program, volunteers with other school programs, and serves on the Tuscola Technical Center Law Enforcement Advisory Board.

“I was told they made that determination by my involvement with the community,” Gaiser said of the recognition. “I do a lot of public service events. It was a culmination of my activity (as an Officer) and the things I volunteer in.”

“His peers say Officer Gaiser is a hard worker, dedicated to his profession and dedicated to always wanting to do the right thing,” a Caro Police Facebook post about the Officer of the Year award stated. “His attitude is always positive, even when he’s having a bad day.”

Gaiser understands that local bargaining unit representation plays an immense role in obtaining the benefits and protections necessary to attract and keep dedicated Law Enforcement Officers. He knows the importance of educating potential new members on the benefits of paid Union membership.

“I think, like everyone in the Union, we have to address service to the members,” Gaiser said. “We live in a right-to-work state and the need to have bargaining is essential.” d

www.polc.org

• 3

The Police Officers Journal

Bloomfield Township Police Officers awarded for saving injured man’s life — By Jennifer Gomori, POJ Editor, with excerpts from news media

B

loomfield Township Police Officers Michael Buczek and David Comerford were honored with 2021 POLC Outstanding Service Awards (OSA) for their lifesaving response to a serious injury accident.

The Officers received their awards during the 2021 Annual POLC/ GELC Conference in Traverse City Sept. 16.

Officer Buczek was the first to arrive on the accident scene along I-75 near the Square Lake Road exit around 12:22 p.m. Feb. 24, 2021.

A 63-year-old male victim had pulled his 2008 Dodge Ram pickup truck over to the right shoulder of the roadway to close the tailgate, which had fallen down, according to Bloomfield Township Police.

While standing outside his pickup, the man and his truck were struck by an 85-year-old woman driving a 2005 Chrysler Town & Country minivan southbound on I-75, police said.

The man suffered severe injuries to both of his legs, which were nearly severed by the impact, wrote Bloomfield Township Police Officer John Huizdos, in a letter of recommendation for the award.

“She didn’t even know she hit him. She shouldn’t have been driving,” Officer Buczek said. “When I pulled up, I thought she was the victim. I’m talking to her and she was literally hugging me. This guy came up and said, ‘Leave her and get to him.’”

The bystander was pointing to the front of the minivan. “I put her in my car … because we were on the side of the road and I didn’t want her to get hit,” Buczek said.

Photo by Dave Millar, Photographic Impressions North

Bloomfield Township Officers (from left center) David Comerford and Michael Buczek were awarded 2021 POLC Outstanding Service Awards for saving a man’s life by POLC Executive Committee Chair Steve McInchak (left) and POLC Director Rob Figurski.

4 • FALL 2021

The Officer then ran to the man, who was lying on the ground between the minivan and truck.

“It looks like he got pinned and rolled up under her car,” Buczek said. “When I walked up to him, it was obvious there was visible compound fractures and he was bleeding pretty severely. I believe he was praying. He wasn’t hysterical — he was conscious but subdued.”

While assessing the injuries, which included a shattered pelvis, Officer Comerford arrived on scene. The two wasted no time since the victim was in danger of losing his life. Both Officers swiftly applied tourniquets to both of his legs as they awaited the arrival of an ambulance. While both had tourniquet training, neither officer had ever applied a tourniquet during an emergency situation.

“I put a tourniquet on the one leg where it was obvious,” Buczek said. “When we put the first one on, you could see the injury (to the other leg). Dave had to go back (to his squad car) and get a tourniquet and put another one on.”

“It was kind of a chaotic scene,” Officer Comerford said. “I’ve been an officer for 18 years and our department does a really good job of being able to provide training in all aspects of what we do. Having something in our memory, we just knew what to do. I think it’s just a credit to the amount of training we’ve had.”

Bloomfield Township Police and Fire departments and Auburn Hills Fire Department responded to the scene. “Dave and I helped the firemen when they got there. We put a towel underneath him and got him onto the gurney,” Buczek said.

“As a result of their training, quick action and calm demeanor, Officers Buczek and Comerford saved the victim’s life,” wrote Huizdos, a member of the POLC/GELC Executive Committee.

The victim was transported to Royal Oak Beaumont Hospital where he underwent emergency surgery. The minivan driver and the pickup truck passenger were also transported to Beaumont for precautionary evaluation, police said.

The minivan driver was charged with a moving violation causing serious injury, a misdemeanor punishable up to 93 days in jail.

“She was driving on the shoulder and she struck him,” said Bloomfield Township Officer Kelly Marthen, a member of Southeast Oakland County Crash Investigation Team (S.O.C.C.I.T.), which investigated the crash. “After multiple interviews, there were multiple reasons why she was at that location at that time. From ‘I missed my exit’ to ‘I was never driving there.’ She had no impairments, other than possibly age.”

Continued on page 14

The Police Officers Journal

Hart Detective honored for extensive service to community, law enforcement — By Jennifer Gomori, POJ Editor

H

art Detective Sgt. Kevin Skipski has been honored for saving three lives in the line of duty, but it’s his extensive law enforcement and community service that earned him a 2021 Police Officers Labor Council (POLC) Outstanding Service Award (OSA).

Skipski is the department’s annual instructor for Tasers, first aid and CPR, bleeding control, skid cars and firearms. He’s also a PBT Calibrator, School Resource Officer and has been a Drill Instructor at West Shore Community College for 20 years. In his not so spare time, he writes grants for the department and volunteers at community events.

“I was honored when I got the (OSA) letter,” Skipski said. “It was a surprise and I was excited. It kind of brightened the last few months here,” he said referring to the pandemic.

“Sometimes I get overwhelmed, but everything I do I enjoy so much. It’s not like it’s a burden,” said the 25-year Hart Police Department veteran. “I always promised myself, when I became a police officer, I wanted to give back to the community as much as possible.

The community knows me well. Being in the schools, the kids trust me so much and I think that’s important.”

Skipski instructs Hart Middle School 5th graders in Teaching, Education and Mentoring (T.E.A.M.) and has conducted classes in sexting, drug and alcohol identification, internet safety, CPR-first aid and bleeding control for middle school and high school students. He even dons a “Safety Pup” outfit to promote positive relations between elementary students and law enforcement.

“Principals and Deans have called upon Det. Sgt. Skipski assists with many investigations at the schools, ranging from bullying issues, drug possession, vaping and a host of other sensitive issues,” wrote Hart Police Chief Juan Salazar in his OSA nomination letter. “The relationship that the Hart Police Department has at our public schools has never been stronger.”

Skipski volunteers for community events as a magician and through: Trunk or Treats; school functions, such as prom and football games; and bicycle rodeos. He implemented Adopt a Family within his department, helping displaced families in need of assistance.

“To me, policing is looking beyond all the negativity. Whether it’s a magic show or volunteering for dunk tanks,” Skipski said. “I think it’s important for (people) to see you as a different person, not always as a police officer.”

“Over the years, Sgt. Skipski has continued to show his dedication, enthusiasm and professionalism to the citizens of the City of Hart,” Salazar wrote.

“Since being promoted to Detective Sergeant (in 2016), Det. Sgt. Skipski has assisted the department on investigating high priority/ complex complaints,” Salazar wrote. “This has allowed Road Patrol

Officers to strictly focus on day-to-day issues and allowed Det. Sgt. Skipski to properly investigate these timely complaints.”

He’s even written and been awarded grants for community bicycle safety equipment and to conduct the T.E.A.M. program.

He’s obtained department grants for tactical ballistic vests with armor, 5 Kevlar helmets, and combat application tourniquets with holders for each Photo courtesy of Hart Police Department Hart Det. Sgt. Kevin Skipski officer to wear on their duty belts.

Service for Skipski started right out of high school when he joined the U.S. Army. “I went two more times after 9/11,” Skipski said.

LIFESAVING AWARDS

While the OSA was not for his lifesaving efforts, Skipski has been honored for saving three women, receiving two lifesaving and one commendation award from the American Police Hall of Fame.

The commendation award was for wrestling a knife away from a woman who was attempting to kill herself.

He saved another woman by performing CPR while she was having a heart attack. “I was checking her vitals … she slumped back and went into cardiac arrest as I was talking to her,” Skipski said. “I brought her back prior to EMS getting there.”

In a third instance, Skipski rescued a woman having trouble breathing after setting off bug bombs in her home. “I’ll never forget that taste of a bug bomb,” he said. “I went in once and couldn’t find her.”

Skipski ran outside to catch his breath and tried again, locating the woman semi-unconscious upstairs. He was able to pull her to safety outside the house. “I almost got overcome and spent a little time in the hospital,” he said.

Service has always been part of Skipski’s nature and he’s in good company.

“There are so many officers that do such great things,” Skipski said. “I read about it all the time. I’m just a small representation of them.” d

www.polc.org

• 5

The Police Officers Journal

3 appointed Executive Committee members elected to new terms

T

he Union membership gave their nod to reinstating the four POLC/GELC Executive Committee members up for election this year.

With COVID-19 restrictions causing the cancellation of the 2020 POLC/GELC Labor Conference, the terms of all nine board members were extended for a year. However, three board members vacated their positions since the last election in 2019.

Jennifer Flick of Jackson Police Department retired in 2020. Mike DeKam of Grand Rapids Communications retired in 2021 and Kyle Culbertson of Berrien County Sheriff’s Department resigned from his board position in 2021.

The Executive Committee appointed Oscoda Township Police Officer Greg Alexander and Caro City Police Officer Robert Gaiser to fill the remainder of DeKam’s and Culbertson’s terms. Troy Taylor was appointed to fill the remainder of Flick’s term.

All three appointed board members’ terms expired in 2021 and they were elected to new two-year terms by the Union membership during the Labor Meeting Sept. 17. Brian McNair of Chesterfield Township Police Department was re-elected to another two-year term as well.

Executive Committee members re-elected McNair to serve as Vice Chairman and Steve McInchak to serve as Chairman of the board.

In 2022, the remaining five board members’ seats will be up for election. d

6 • FALL 2021

Photos by Dave Millar, Photographic Impressions North

Newly elected Executive Committee members (above from left) are Greg Alexander, Troy Taylor, Brian McNair and Robert Gaiser.

POLC/GELC Executive Committee members from left are John Huizdos, Robert Gaiser, Collin Birnie, Jeff Gormley, Greg Alexander, Scott Eager, Vice Chair Brian McNair, Chairman Steve McInchak and Troy Taylor.

The Police Officers Journal

Emergency response a way of life for retired Executive board member — By Jennifer Gomori, POJ Editor

F

or a quarter of a century Mike DeKam handled emergencies daily at work. Retirement hasn’t slowed him down too much.

DeKam retired from Grand Rapids Communications in March 2021 and stepped down from his longtime POLC/GELC Executive Committee position. The veteran Dispatcher gave himself a full weekend of relaxation before returning to what he does best — being a calm presence in an emergency situation — this time as a Dispatcher for Grand Rapids Community College.

“I retired on a Friday and I started there the next Monday,” he said. “I had a weekend to celebrate. I would’ve liked it to have been longer, but I didn’t want to lose the job because I wanted to take a week or two off.”

DeKam’s career in public safety was a natural stepping stone after serving five years in the U.S. Air Force on active duty. A commissioned officer, he obtained the rank of Captain before his honorable discharge.

He joined Grand Rapids Communications in 1996, where he served as Vice President of the Local Union for 14 years. In the beginning, he worked 8-hour shifts, but 10 years ago the group switched to 12-hour workdays.

“I worked there 25 years, or 35, if you factor in the overtime,” DeKam said jokingly.

DeKam served 12 years on the POLC/GELC Executive Committee and also served on the Unions’ Public Relations/Publication Committee. “I enjoyed being a voice for the Dispatchers and Corrections and those people that work in the law enforcement field that aren’t really Police Officers,” DeKam said.

He really looked forward to the POLC/GELC Annual Conferences which foster comradery in an educational setting through seminars and workshops as well as relaxing outdoor events. He felt that same comradery serving on the Executive Committee.

“I will miss the board — it was a close-knit group,” he said. “I will miss working especially with the labor reps.”

Over the years, DeKam obtained a bachelor’s degree in political science from Michigan State University and a master’s in international relations at Troy State University. He’s also an FCC licensed amateur radio operator.

His dedication to being the best at his job didn’t go unnoticed. “I was the first civilian ever sent by the department to the FBI training to be a hostage negotiator,” DeKam said.

While he doesn’t show up at hostage scenes, he said, “As a Dispatcher, I would use those skills very frequently talking to a suicidal person. It’s the same basic skills whether it’s done over the telephone or a bullhorn or a thrown phone,” he said of the device SWAT teams throw into a window to establish communication with a barricaded gunman.

DeKam leaves behind a legacy at his department. “For the majority of my career I was a trainer, so I take a lot of pride in all of my coworkers that I trained who followed behind me,” DeKam said. “It’s always rewarding to see someone who can do a job better or just as well as I can.”

While Dispatchers often give retiring officers Mike DeKam a sendoff by dispatching their final radio call, a Grand Rapids Police Officer dispatched DeKam’s final call on behalf of all the officers recognizing his 25 years of service.

“Not many people stay in this job for long because of the stress,” he said during a Fox 17 TV interview about his retirement.

His coworkers asked a woman who survived the Eastown commercial building explosion in 2008 to come meet DeKam face-to-face on his last day. DeKam responded to those 911 calls involving seven injured people and five businesses destroyed by the blast. He’s the calming voice 911 callers hear, but usually never see.

“It’s comforting to know I helped them,” he said during the TV interview. “Not all outcomes were favorable.”

MOVING FORWARD DeKam said the Unions growing challenge is the anti-police sentiment around the nation. That lack of support has significantly impacted public safety staffing.

“Recruiting and retention are huge,” he said. “Police and Dispatchers and Corrections are retiring at a very rapid pace because of the current political climate. We need to recruit and retain lest we find ourselves understaffed.”

Proper benefits and support are two major components Unions can address. “I think a return to a defined benefit retirement system would be a big help and better wages,” DeKam said. “Most importantly is the support and backing of Command staff and politicians, like mayors or the county executive. A lot of times the politicians like to use the police as the scapegoat, throwing the police under the bus.” d Click here to view DeKam’s entire Fox 17 TV interview about his retirement..

www.polc.org

• 7

New Units

St. Clair County Corrections Officers choose POLC for strength in numbers — By Jennifer Gomori, POJ Editor

T

he breaking point for St. Clair County Corrections Officers came when their former Union’s international group began throwing their support behind anti-police organizations. That’s when many of the group’s 110-members stopped paying dues and started looking for other representation. Police Officers Labor Council (POLC) fit the bill, providing law enforcement centered services.

“It was in the last year they started supporting some anti-policing groups — not the locals, the international group,” said Justin Wilton, St. Clair County Corrections Officers Local Union Vice President. “We were looking for someone that just represented law enforcement.

We provided a few (Union) options for our members and we had a vote and this is the direction our group wanted to go.”

St. Clair County Corrections Officers voted to join POLC in August after being represented by Teamsters Local 214 for about six years.

With their existing contract expiring Dec. 31, 2021, the POLC didn’t waste any time preparing to negotiate their new agreement. Issues St. Clair County Corrections Officers would like to address include pay raises, retirement, and some safety concerns.

Arbitration — As reported by the POLC Legal Staff

Holiday Pay reduction reversed An Employer’s decision to significantly reduce Holiday Pay for 16 Ottawa County Sheriff’s Deputies was reversed following a grievance filed by the POLC. The Deputies were denied their full Holiday Pay due to the Employer suddenly scheduling them off on Memorial Day, May 25, 2020.

Prior to the COVID-19 pandemic, most Deputies were scheduled to 12-hour shifts while some special assignments worked 8-hour shifts. The collective bargaining agreement requires work schedules be posted at least one week prior to the beginning of next month’s schedule. However, the contract permits the Employer to alter the schedule due to an emergency.

When the pandemic began, the Employer placed all bargaining unit members on 12-hour schedules so that shifts would not overlap.

This reduced the chances of an outbreak and Employees accepted that change per the Employer’s emergency powers.

Normally, 8-hour shift Employees receive holidays off. However, due to the emergency, the Employer initially scheduled these Employees to work Memorial Day 2020. Employees working a paid Holiday are entitled to double time and a half compared to Employees who receive the day off with eight hours of straight pay.

8 • FALL 2021

“One thing we’re going to try to change is retirement health care for those who have 25 (years) and out,” Wilton said of Employees with defined benefit plans. “The County says you have to be at least 50 (years old) to receive full retirement health care. We have a few people who will get to 25 years (of service) before age 50, so they won’t be able to retire and draw retiree health care.”

Bringing in qualified new staff to the department has been a problem the Corrections Officers would like to resolve through improved benefits. “We are trying to increase the County match for the defined contribution plan to make the profession more attractive to younger generations,” Wilton said.

The group’s experience with POLC thus far has been positive. He described the Union as “very organized” with “easy communication.”

“Our Rep has been easy to get a hold of,” Wilton said in September.

“We’ll see where it goes. We will start negotiations pretty quick.”

One thing they know for certain is the POLC has the best interests of law enforcement at heart and the experience necessary to properly represent St. Clair County Corrections Officers. d

On May 5, 2020, the Employer issued a memorandum suddenly scheduling 16 Deputies off on Memorial Day. “It appears that the schedule change occurred solely to save overtime costs,” wrote POLC Labor Attorney Brendan Canfield in a summary of the case. “The Employers would now be paying the affected Employees eight hours of straight time instead of 12 hours of double time and a half.”

Since they were scheduled with four working hours less, the Employees were forced to use four hours of leave time or work an additional four hours on another day.

The POLC filed a grievance asserting the schedule change occurred outside of the bargaining agreement time period.

The Employer argued the holiday schedule change was due to the pandemic emergency. Since the Governor extended the state of emergency during that time period, the Employer countered, less Deputies were needed to work.

The Arbitrator ruled in favor the Union, stating that the desire to save money on payroll costs is not an emergency.

The Arbitrator granted the Employees the full Holiday Pay they would have received had the Employer not changed their schedules in violation of the bargaining agreement. The back pay was determined by subtracting the eight hours of straight pay they received from 12 hours of double time and half and awarding the difference. d

Member News Fall Contract Settlements

— As reported by POLC/GELC Labor Representatives

Charlotte Patrol

paid Holiday.

• Bargaining Team: Tony Geigle aided by POLC Labor Representative David Thomas.

Emmett Township Department of Public Safety Non-Supervisory Unit

• New three-year agreement expires June 30, 2024.

• Wages: 2% effective first full payroll period after July 1, 2021.

2% effective first full payroll period after July 1, 2022.

2% effective first full payroll period after July 1, 2023. *One-time lump sum bonus of $500 upon contract ratification.

• Fringe Benefits: Single Vacation Day requests must be made at least 5 days prior, instead of 14 days prior, to the requested leave. Upon request to the Chief, Employees may roll over up to 40 hours Vacation Time into the following year’s Vacation Bank. Vacation Time was previously limited to the year it was awarded with special exceptions. Holiday Pay is 12-hours of regular pay or 8 hours of regular pay if the Holiday falls on a day routinely scheduled as a shortened work day. Employees scheduled to work on paid Holidays will be compensated at one and a half times their normal pay.

Personal Leave days may not be cancelled by the Employer within 5 calendar days of the approved time. Formerly, the Employer could cancel personal leave within 3 days. A $300 shoe/boot allowance for new uniform shoes as needed and approved by Chief. Employees may be reimbursed for loss or damage to certain personal property that occurs in the line-of-duty, which must be approved by the Chief. Officers requesting Earned Time Off (ETO) of more than 12 hours must submit a written request to the Chief.

• Manning & Safety: Chief of Police may alter shifts of probationary Employees. The Senior Patrol Officer on a shift that does not have a Patrol Sergeant scheduled, will receive an additional $1.50 per hour. Employees receive one approved service firearm during the contract term.

• Bargaining Team: Justin Bahm and Curtis McDaniel aided by POLC Labor Representative Scott Blackwell.

• New three-year agreement expires March 31, 2024.

• Wages: 2.5% effective April 1, 2021.

2% effective April 1, 2022.

2% effective April 1, 2023.

• Fringe Benefits: Increase Compensatory Time carryover from 60 to 90 hours per year. Tuition reimbursement added with a maximum reimbursement of $3,000 annually. Change Good Friday Holiday to Easter Sunday as a paid Holiday.

• Bargaining Team: James Mackey aided by POLC Labor Representative David Thomas.

Charlotte Police Supervisory

Fruitport Police

• New three-year agreement expires June 30, 2024.

• Wages: $31.20 per hour effective July 1, 2021. $31.80 per hour effective July 1, 2022. $32.42 per hour effective July 1, 2023. *Sergeants receive 13.75% wage differential from the highest paid Patrol Officers pay scale. **One-time lump sum of $500, not rolled into base pay, paid July 2021.

• Fringe Benefits: Added Martin Luther King Jr. Day and Presidents Day as paid Holidays. Shoe allowance increased to $300 from $200. Employees reimbursed for loss or damage to personal property in the line of duty.

• Bargaining Team: Sgt. Jim Falk and Sgt. Rob Antcliff aided by POLC Labor Representative David Thomas.

Emmett Township Department of Public Safety Supervisory Unit

• New three-year agreement expires March 31, 2024.

• Wages: 2.5% effective April 1, 2021.

2% effective April 1, 2022.

2% effective April 1, 2023.

• Fringe Benefits: Increase Compensatory Time carryover from 60 to 90 hours per year. Tuition reimbursement added with a maximum reimbursement of $3,000 annually. Change Good Friday Holiday to Easter Sunday as a

Ferndale Police Command

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

• Wages: 2.5% effective July 1, 2021.

2% effective July 1, 2022.

2% effective July 1, 2023.

2% effective July 1, 2024. *Rank differentials also increased so Sergeants wages are 19.5% above Patrol Officers and Lieutenants wages are 30% above Patrol Officers.

• Health Care: Employees’ premium contribution increased from $20 to $30 per month for singles; $40 to $50 for two-person; and $50 to $75 for family coverage.

• Retirement: Two-tier pension contributions are eliminated. Employer contributes 14% to all Employees’ pensions.

• Bargaining Team: Lt. Shane Ptak, Lt. Tim Andre and Lt. Casey O’Loughlin aided by POLC Labor Representative Jim Stachowski.

• New three-year agreement expires March 31, 2024.

• Wages: 3% effective April 1, 2021.

2.5% effective April 1, 2022.

2% effective April 1, 2023.

• Fringe Benefits: OT paid at time and a half for all hours in excess of regularly scheduled hours or in excess of 84 hours in a bi-weekly pay period.

Court time for off-duty Employees assigned to the night shift will be paid at time and half with a 3-hour minimum compared to a 2-hour minimum for day shift Employees. Mandatory meetings or training for off-duty Employees is paid at a 3-hour minimum compared to a 2-hour minimum for those continuing their shift. Employees who work 12-hour days and are not scheduled to work on a designated Holiday will be paid 8 hours of regular pay. School Resource Officers, Detective Bureau or other special assignment Employees will receive the Holiday off with pay. If the Holiday falls on the Employee’s normal day (Saturday or Sunday), the Employee will receive the following Monday off with pay. Employees working a Holiday will be paid two and half times their hourly rate for hours worked beyond their normal shift.

Employees who are not scheduled, but work a Holiday anyway will be paid two times their hourly rate plus 8 hours of regular Holiday pay. Employees who have worked one full year will receive 84 hours of PTO or two regular work weeks. An additional 36 hours of PTO will be earned each fiscal year to be used at Employee’s discretion. New hires and those who quit or are termiContinued on page 10

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Member News nated will receive prorated PTO according to the number of months worked in the fiscal year rounded up to the next month. Parent in loco parentis was added to Bereavement Leave.

• Manning & Safety: Officers on the 12-hour schedule will work a Pitman Schedule, 28-day cycle with two-on, two-off, three-on, three-off. The threeoff will be every other Friday-Sunday. School Resource Officers and Detective Bureau Employees will work 8.5 hours per day Monday-Thursday and 8 hours Friday. School Resource Officers schedules may change when schools are not in session. If an Officer is unable to work their 12-hour shift, it will be offered to part-time Officers first, then full-time Officers. If no one can fill the entire shift, portions of the shift will be offered to part-time Officers. The Employer will provide newly hired Employees with specified necessary clothing and equipment plus a $150 boot allowance per year. Current Employees lacking any clothing and equipment will be brought up to the same uniform standard. The $300 annual cleaning/maintenance allowance will be prorated by the number of months worked for newly hired Employees or those who quit or are terminated. Part-time Employees will be laid off prior to full-time Employees. Employees may take outside part-time jobs that do not interfere with their effectiveness or efficiency at work, except part-time police/security without the Employer’s approval.

• Retirement: Retiring Employees will receive Longevity based on the prorated number of months worked rounded up to the next month. Employer contributes 10% to existing Employees Pensions based on hours worked and matches dollar for dollar Employee contributions up to 3%. Employer contributes 5% to Employees’ Pensions for those hired after April 1, 2021 and matches dollar for dollar Employee contributions up to 3% when Employee reaches 10 years of seniority.

• Bargaining Team: Tim Thompson, Bryan Rypstra and Dan Babinec aided by POLC Labor Representative Scott Blackwell.

City of Gibraltar Police, Command & Dispatch

• New three-year agreement expires June 30, 2024.

• Wages: 2.5% effective July 1, 2021 for Patrol & Command.

3% effective July 1, 2021 for Dispatch.

2.5% effective July 1, 2022 for Patrol & Command.

3% effective July 1, 2022 for Dispatch.

2% effective July 1, 2023 for Patrol & Command.

3% effective July 1, 2023 for Dispatch. *Dispatchers also receive an additional $.50 cents per hour to starting wage.

Patrol Officers wage scale was downsized from a 7-year top out wage to a 4-year top out wage.

• Fringe Benefits: Despite working 12-hour shifts, Employees will now receive shift differentials of $.45 cents per hour for afternoons (3-11 p.m.) and $.55 cents per hour for midnights (11 p.m. – 7 a.m.).

• Retirement: Employees with Tier 2 Pensions will only pay 7% of their base wages as pension contributions.

• Bargaining Team: Sgt. Gary Robinson and Lt. Bruce Bullard aided by POLC Labor Representative Jim Stachowski.

Greenville Department of Public Safety Non-Supervisory Unit

• New three-year agreement expires June 30, 2023.

• Wages: 3% effective July 1, 2020.

2% effective July 1, 2021.

Wage reopener effective July 1, 2022.

• Bargaining Team: Chad Aniszko and Steve Dewitt aided by POLC Labor Representative David Thomas.

10 • FALL 2021

Hillsdale County Non-Supervisory Deputies & Corrections

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

• Wages: 4% effective Jan. 1, 2021.

4% effective Jan. 1, 2022.

3% effective Jan. 1, 2023.

3% effective Jan. 1, 2024.

3% effective Jan. 1, 2025.

• Fringe Benefits: Full-time Employees may use at their discretion 4 Personal Business days with 72-hour notice to Employer. Comp Time shall not accumulate beyond 80 hours. Vacation Pay will be converted from days to 8 hours per day. Longevity is eliminated.

• Manning & Safety: Full-time Employees required to appear for jury duty, when scheduled to work, receive time off with full pay. Employees must turn over jury duty compensation from the government to the Employer. Employees required to appear for jury duty shall be reassigned to day shift for the duration of their jury duty. A gun allowance of $300 per year will be payable to each Sheriff’s Deputy or Corrections Officer qualified for road duties or who has the required training.

• Retirement: Employer DB plan contribution cap eliminated effective Jan. 1, 2021. Employee contribution for those in DB plan capped at 14.4% effective Jan. 1, 2021. Employees hired prior to the ratification date maintain the current DB plan. Employees hired after ratification are eligible to participate in DC plan, which has a 4-year vesting period. Employer contributes 8% to DC plan with a mandatory Employee contribution of 2%. By Jan. 1, 2022, both parties will meet to negotiate Retiree Healthcare.

• Bargaining Team: T.S. Leva, Kwinn Leva, Sheila Lonk and Sara Johnson aided by POLC Labor Representative Scott Blackwell.

Houghton Command Officers

• New three-year agreement expires June 30, 2024.

• Wages: 7% effective July 1, 2021.

3% effective July 1, 2022.

3% effective July 1, 2023.

• Health Care: Employee to contribute $20 per pay for single premium, $50 for two-person and $60 for family beginning July 1, 2022. Insurance opt out payments will increase by $1,200 yearly.

• Bargaining Team: Nick Roberts and Daron Kari aided by POLC Labor Representative Hal Telling.

Houghton Patrol Officers

• New three-year agreement expires June 30, 2024.

• Wages: 7% effective July 1, 2021.

3% effective July 1, 2022.

3% effective July 1, 2023.

• Fringe Benefits: Employer accepts Union promotional procedure proposal to eliminate testing for promotions and leave the promotion decision to the Chief and City Manager.

• Manning & Safety: Employer must give 15-day notice for a shift change.

Previously, the Employer was able to change an Employee’s shift with 24hour notice.

• Health Care: Employee to contribute $20 per pay for single premium, $50 for two-person and $60 for family beginning July 1, 2022. Insurance opt out payments will increase by $1,200 yearly.

• Bargaining Team: Jeremy Hill and Nate Kinnunen aided by POLC Labor Representative Hal Telling.

Iron Mountain Lieutenants

• New three-year agreement expires June 30, 2024.

• Wages: 2.75% effective July 1, 2021.

2.75% effective July 1, 2022.

2.25% effective July 1, 2023. *Employer accepts Union proposal on promotional procedure.

• Retirement: Vacation accrual is changed from Employee’s anniversary date to the calendar year, allowing for longer payout closer to retirement date, thus increasing final average compensation for pension. The change allows Employees to accrue more time, closer to the maximum number of hours, without working an additional year beyond 25 years. Deputy Directors receive an additional $2.50 per hour for each hour of accrued time to be paid out upon retirement, provided they served a minimum of one year as Deputy Director.

• Bargaining Team: Joe Dumais and Jeff Bortellini aided by POLC Labor Representative Hal Telling.

Iron Mountain Sergeants & Patrol Officers

• New three-year agreement expires June 30, 2024.

• Wages: 2.5% effective July 1, 2021.

2.75% effective July 1, 2022.

2.75% effective July 1, 2023. *Employer accepts Union proposal on promotional procedure for Sergeants.

• Fringe Benefits: Employees may carryover 24 hours of Vacation Time from year to year. New hires receive 24 hours of Personal Leave.

• Retirement: Vacation accrual is changed from Employee’s anniversary date to the calendar year, allowing for longer payout closer to retirement date, thus increasing final average compensation for pension. The change allows Employees to accrue more time, closer to the maximum number of hours, without working an additional year beyond 25 years.

• Bargaining Team: Garth Buddac, Jeff Solka and Adam Ray aided by POLC Labor Representative Hal Telling.

Jackson City Police Non-Supervisory

• Five-year contract extension expires June 30, 2026.

• Wages: 1.5% effective July 1, 2021.

1.5% effective July 1, 2022.

1.5% effective July 1, 2023.

Wage reopener effective July 1, 2024.

Wage reopener effective July 1, 2025.

• Retirement: Both parties agree to reserve pension issues for future bargaining while City conducts investigative/actuary for costs of any changes, specifically 25 and out. *All other terms and conditions of current CBA remain in full effect for the duration of the new agreement.

• Bargaining Team: Marc Smith, Mike Galbreath, Mike Klimmer and Brad Elston aided by POLC Labor Representative Scott Blackwell.

Kent County Sheriff’s Office Captains & Lieutenants

• New five-year agreement expires Dec. 31, 2023.

• Wages: 2.5% effective Jan. 1, 2019.

2.5% effective Jan. 1, 2020.

2.5% effective Jan. 1, 2021.

2.5% effective Jan. 1, 2022.

2.5% effective Jan. 1, 2023.

• Bargaining Team: Bryan Muir, Russell Larson and Tom Barnwell aided by POLC Labor Representative David Thomas.

Kingsford Public Safety Officers

• New three-year agreement expires June 30, 2024.

• Wages: 2% effective July 1, 2021.

2.25% effective July 1, 2022.

2.25% effective July 1, 2023. ® *Employees paid $1,000 COVID-19 bonus.

• Retirement: Employees hired after June 30, 2011 previously received a 2.25 pension multiplier for each year of service with no Sick Time roll in for Final Average Compensation. The pension multiplier was increased to 2.6 with Sick Time roll in. All Employees are on the same pension. The retiree healthcare stipend increased from $600 monthly to $700 monthly.

• Fringe Benefits: The first 3 tiers of Vacation pay increased by 12 hours each. Employees may accumulate unlimited Sick Time with 50% payout upon termination after 10 years of service.

• Health Care: Employer will make 50% of HSA payments each year on Jan. 1 and the remaining 50% on July 1. Employees do not have to pay back Employer HSA contributions upon separation.

• Bargaining Team: Ken Wood, Tim Olson and Brandon Rutter aided by POLC Labor Representative Hal Telling.

Lapeer County Command

• New three-year agreement expires Dec. 31, 2023.

• Wages: 2% effective Jan. 1, 2021.

2% effective Jan. 1, 2022.

2% effective Jan. 1, 2023. *Employees paid $500 COVID-19 stipend upon ratification of contract.

• Fringe Benefits: Funeral Leave of one day added for daughter-in-law and son-in-law.

• Bargaining Team: Sgt. Jason Parks, Det. Sgt. Chad Polmanteer and Sgt. Jeremy Herfert aided by POLC Labor Representative Jim Stachowski.

Mackinaw City Police Officers

• New four-year agreement expires Feb. 28, 2025.

• Wages: 1% effective March 1, 2021.

2% effective March 1, 2022.

2% effective March 1, 2023.

1.5% effective March 1, 2024.

• Bargaining Team: Nick McIntosh aided by POLC Labor Representative Hal Telling.

Montague Police

• Two-year contract extension expires June 30, 2023.

• Wages: 3% effective July 1, 2021.

2% effective July 1, 2022. *Parties agree to bargain non-economic issues to clear up ambiguous language. All other terms and conditions of existing CBA remain in full force and effect.

• Bargaining Team: Rick Johnson and Jeff Wood aided by POLC Labor Representative Scott Blackwell.

Muskegon Central Dispatch 911 Telecommunications • New two and a half-year agreement expires Dec. 31, 2023.

• Wages: 6% effective June 9, 2021.

2.25% effective Jan. 1, 2022.

2.25% effective Jan. 1, 2023.

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Member News

*Employees received $1,000 signing bonus upon ratification.

• Fringe Benefits: Sick Leave bank capped at 480 hours. Sick leave is paid out at 50% if leaving employment. Once 480-hour cap is reached, Employees are paid the overage once per year according to the following scale: 0-15 years of service = 50% of total sick hours over 480.

15-25 years = 75% of total sick hours over 480.

25 or more years = 100% of total sick hours over 480.

Longevity Pay increases at each step to a total of $1,500 annually for 25 or more years of service. One day of Bereavement added for all categories of relatives. Martin Luther King Jr., Presidents Day and Veterans Day added to paid Holidays.

Vacation Accumulation Scale changed as follows: Reduced from 10 to 8 years of service = 12 hours Vacation per month.

Reduced from 15 to 13 years = 14 hours Vacation per month.

Added 20 or more years = 16 hours Vacation per month.

• Manning & Safety: Employees allowed 11.5 hours off between shifts.

• Health Care: Short-term and Long-term Disability coverage were added to the contract at no cost to Employees.

• Retirement: Unused Sick Leave at retirement is paid out 100%.

• Bargaining Team: Daniel Roesler and Ashley Chesebro aided by GELC Labor Representative David Thomas.

Muskegon Central Dispatch 911 Supervisors

• New two and a half-year agreement expires Dec. 31, 2023.

• Wages: 6% effective June 9, 2021.

2.25% effective Jan. 1, 2022.

2.25% effective Jan. 1, 2023. *Employees received $1,000 signing bonus upon ratification.

• Fringe Benefits: Sick Leave bank capped at 480 hours. Sick Leave is paid out at 50% if leaving employment. Once 480-hour cap is reached, Employees are paid the overage once per year according to the following scale: 0-15 years of service = 50% of total sick hours over 480.

15-25 years = 75% of total sick hours over 480.

25 or more years = 100% of total sick hours over 480.

Longevity Pay increases at each step to a total of $1,500 annually for 25 or more years of service. One day of Bereavement added for all categories of relatives. Martin Luther King Jr., Presidents Day and Veterans Day added to paid Holidays.

Vacation Accumulation Scale was changed as follows: Reduced from 10 to 8 years of service = 12 hours Vacation per month.

Reduced from 15 to 13 years = 14 hours Vacation per month.

Added step for 20 or more years = 16 hours Vacation per month.

• Manning & Safety: Employees allowed 11.5 hours off between shifts.

• Health Care: Short-Term Disability and Long-Term Disability were added to the contract at no cost to Employees.

• Retirement: Unused Sick Leave at retirement is paid out 100%.

• Bargaining Team: Josh Charney and Stephanie Stefanich aided GELC Labor Representative David Thomas.

Oak Park Public Safety Command Officers

• New three-year agreement expires June 30, 2024.

• Wages: 2.5% effective July 1, 2021.

2.5% effective July 1, 2022.

2% effective July 1, 2023. *One-time Hazard Bonus of $2,500 per Employee at contract ratification.

• Bargaining Team: Lt. Troy Taylor, Lt. Ryan Bolton and Lt. Sean Tetler aided

by POLC Labor Representative Jim Stachowski.

12 • FALL 2021

Ottawa County Sheriff’s Sergeants Non-312 Eligible

• New three-year agreement expires Dec. 31, 2023.

• Wages: 2% effective Jan. 1, 2021.

2% effective Jan. 1, 2022.

2% effective Jan. 1, 2023. *Dive Team member added to list of specialists for additional pay.

• Health Care: HSA increased to $1,400 for singles and $2,800 for families.

• Bargaining Team: Sgt. Lee Sandoval and Sgt. Matthew Wildfond aided by POLC Labor Representative David Thomas.

Ottawa County Sheriff’s Sergeants 312 Eligible

• New three-year agreement expires Dec. 31, 2023.

• Wages: 2% effective Jan. 1, 2021.

2% effective Jan. 1, 2022.

2% effective Jan. 1, 2023. *Health Officer assigned to oversee the Paramedic unit will receive $1 per hour Specialist Pay. • Health Care: New hires entitled to insurance coverage without a 60-day waiting period. HSA increased to $1,400 for singles and $2,800 for families.

• Bargaining Team: Sgt. Lee Sandoval and Sgt. Matthew Wildfond aided by POLC Labor Representative David Thomas.

Ottawa County Sheriff’s Detectives & Road Patrol

• New three-year agreement expires Dec. 31, 2023.

• Wages: 2% effective Jan. 1, 2021.

2% effective Jan. 1, 2022.

2% effective Jan. 1, 2023. *FTO, Crime Scene Tech and EMT added to list of specialists for additional pay. An additional $1 more per hour for licensed Paramedics and certified EMTs assigned to that detail.

• Fringe Benefits: From date of hire, Employees are entitled to earn and use Vacation Time.

• Health Care: New hires entitled to insurance coverage without a 60-day waiting period. HSA increased to $1,400 for singles and $2,800 for families.

• Bargaining Team: Brent Brown, Jacob Mucha, Daniel Fetkenhour and Pete Feliciano aided by POLC Labor Representative David Thomas.

Presque Isle Corrections & Dispatch

• New three-year agreement expires June 30, 2024.

• Wages: $.55 cent increase effective July 1, 2021. $.55 cent increase effective July 1, 2022. $.55 cent increase effective July 1, 2023.

• Fringe Benefits: Added 24 hours of Vacation Time after 25 years of service.

Established Longevity Pay of $150 per year for 5-16 years of service and $300 per year for more than 16 years of service. Added President’s Day as a paid Holiday.

• Manning & Safety: Established shift premium of $.25 cents per hour for afternoons and evenings.

• Health Care: Employees to pay $0 monthly premium. The out-of-pocket maximum increased to $1,100 for single, two-person or family.

• Retirement: Employees contribute an additional 1% to their MERS pension plan effective beginning July 1, 2023.

• Bargaining Team: Wendy Berg and Scott Aikwood aided by POLC Labor Representative Hal Telling.

Riverview Patrol

• Wage Re-opener expires June 30, 2022.

• Wages: 2.5% effective July 1, 2021.

• Bargaining Team: Detectives Eric Thome and Mike Buccinna and Police Officers Rory Miller and Bruce Herrick aided POLC Labor Representative Jim Stachowski.

Rogers City Police Officers

• New three-year agreement expires June 30, 2024.

• Wages: 2% effective July, 1 2021.

2% effective July, 1, 2022.

Wage Reopener effective July, 1, 2023. *Employees received $500 COVID-19 bonus.

• Health Care: Increase insurance opt-out payment from $4,500 to $9,000 every year. Increase life insurance coverage from $10,000 to $30,000. Increase Employer contribution to MERS Health Savings Plan from 2% to 3.5%.

• Retirement: Increase Employer contribution to 401A from 5% to 10% for Employees hired after July 1, 2019.

• Bargaining Team: Matt Bisson and Ryan Wiseley aided by POLC Labor Representative Hal Telling.

Sault Ste. Marie Police Officers

• New three-year agreement expires June 30, 2024.

• Wages: 2% effective July 1, 2021.

2% effective July 1, 2022.

2% effective July 1, 2023.

• Fringe Benefits: Promotions to Sergeant must be from within the department. Detectives may work Holidays with OT pay. Continuous Vacation scheduling is allowed. Previously, Employees could only schedule their Vacation Time in January every year. Now they can schedule Vacation Time throughout the year.

• Manning & Safety: Officers called into work within 6 hours of scheduled duty will not be sent home and will continue to receive OT Pay. • Bargaining Team: Phil Donnay, Jake Nicholson and Chris Stempky aided POLC Labor Representative Hal Telling.

Sault Ste. Marie Police Records

• New three-year agreement expires June 30, 2024.

• Wages: 2% effective July 1, 2021.

2% effective July 1, 2022.

Wage reopener effective July 1, 2023.

• Fringe Benefits: Increase Holiday allowance from 8 hours to 10 hours.

Increase Sick Time from 80 hours to 120 hours per year. Funeral Leave increases to 6 days from 3 days. Spouse, grandchild and other relatives living in the Employee’s household were added to Funeral Leave. Establish a clothing allowance of $150. Previously there was no clothing allowance.

• Bargaining Team: Laurie Smart-Gierke and Andrea Kinnear aided by GELC Labor Representative Hal Telling.

South Haven Police Command

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

• Wages: 3% effective July 1, 2021.

3% effective July 1, 2022.

3% effective July 1, 2023.

3% effective July 1, 2024.

• Retirement: Employees DB contribution cap increases to 9% effective July

1, 2021 and 10% effective July 1, 2022.

• Bargaining Team: Sgt. Pat Carlotto and Sgt. Kyle Griffith aided by POLC Labor Representative David Thomas.

South Haven Patrol Officers

• New four-year agreement expires June 30, 2025. ® • Wages: 3% effective July 1, 2021.

3% effective July 1, 2022.

3% effective July 1, 2023.

3% effective July 1, 2024.

• Retirement: Employees DB contribution cap increases to 9% effective July 1, 2021 and 10% effective July 1, 2022.

• Bargaining Team: Antwan Bell and Shawn Olney aided by POLC Labor Representative David Thomas.

City of Wayland Non-Supervisory Unit

• New three-year agreement expires June 30, 2024.

• Wages: 2.75% effective July 1, 2021.

3% effective July 1, 2022.

2% effective July 1, 2023.

• Fringe Benefits: On-Call Pay increased from $100 to $150 per week. Benefit Time may now be used in half hour increments. New Hires receive 16 hours of Vacation and 16 hours of Sick Time Pay on their date of hire. Longevity of $100 per year will be paid out every 3 years instead of every 5 years. Travel and mileage reimbursement language was added. Previously, there was no reimbursement language. Tuition reimbursement increased from $4,000 to $4,500 per year plus $100 more each year of the contract.

• Retirement: MERS DB bridged down from a 2.5 multiplier to a 2.0 multiplier.

Employer contributes 3% to all Employees MERS 457 accounts. Employer also contributes up to an additional 3% match in the 457 accounts.

• Bargaining Team: David Paul and Olga Sanchez-Bates aided by GELC Labor Representative David Thomas.

City of Wayland Supervisory Unit

• New three-year agreement expires June 30, 2024.

• Wages: 6% effective July 1, 2021.

3% effective July 1, 2022.

2% effective July 1, 2023.

• Fringe Benefits: Benefit Time may now be used in half hour increments.

New Hires receive 16 hours of Vacation and 16 hours of Sick Time Pay on their date of hire. Longevity of $100 per year will be paid out every 3 years instead of every 5 years. Travel and mileage reimbursement language was added. Previously, there was no reimbursement language. Tuition reimbursement increased from $4,000 to $4,500 per year and will increase $100 more each year of the contract.

• Retirement: MERS DB bridged down from a 2.5 multiplier to a 2.0 multiplier.

Employer contributes 3% to all Employees MERS 457 accounts. Employer also contributes up to an additional 3% match in the 457 accounts.

• Bargaining Team: Coleman Lutz and Lee Ann Clausen aided by GELC Labor Representative David Thomas.

City of Wayland Police Department

• New five-year agreement expires June 30, 2026.

• Wages: 3% effective July 1, 2021.

2.75% effective July 1, 2022.

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Member News

2.75% effective July 1, 2023.

1.25% effective July 1, 2024.

1% effective July 1, 2025.

• Fringe Benefits: Lieutenant added to list of Employees covered by bargaining agreement. The Union is to be contacted when an Employee is being investigated for something. Current 12-hour schedule and wording added to CBA. Employees’ Compensatory Time bank increased to 84 hours.

• Manning & Safety: Body worn camera language was added. Previously, there was no protective language regarding review of the data prior to writing reports. Life insurance increased to $50,000. New Hires receive 16 hours of Vacation and 16 hours of Sick Time Pay on their date of hire. Longevity of $100 per year will be paid out every 3 years instead of every 5 years. Travel and mileage reimbursement language was added. Previously there was no reimbursement language. Tuition reimbursement increased to $4,500 per year from $4,000 and will increase $100 more each year of the contract.

• Retirement: MERS DB bridged down from a 2.5 multiplier to a 2.0 multiplier.

Employer contributes 3% to all Employees MERS 457 accounts. Employer will contribute up to an additional 3% match in the 457 accounts.

• Bargaining Team: Tom Newberry and Jordan Cadahia aided by POLC Labor Representative David Thomas.

City of Wixom Clerical Employees

• New three-year agreement expires June 30, 2024.

• Wages: 3% effective July 1, 2021.

3% effective July 1, 2022.

3% effective July 1, 2023.

• Health Care: Optical insurance increased by $50 from $300 to $350 for Employees and $280 to $330 per dependent.

• Bargaining Team: Sue Comben and Vilma Mazi aided by GELC Labor Representative Jim Stachowski.

Wixom Police Command

• New three-year agreement expires June 30, 2024.

• Wages: 3% effective July 1, 2021.

3% effective July 1, 2022.

3% effective July 1, 2023. *Response bonus for after-hours phone calls increased from $500 to $650 per year.

• Fringe Benefits: Uniform Allowance increased to $750 per year.

• Health Care: Optical insurance increased by $50 from $300 to $350 for Employees and $280 to $330 per dependent.

• Bargaining Team: Sgt. Dean Caldwell and Sgt. Brian Stowinsky aided by POLC Labor Representative Jim Stachowski.

Wixom Patrol

• New three-year agreement expires June 30, 2024.

• Wages: 3% effective July 1, 2021.

3% effective July 1, 2022.

3% effective July 1, 2023.

• Fringe Benefits: Uniform Allowance increased to $750 per year.

• Health Care: Optical insurance increased by $50 from $300 to $350 for Employees and $280 to $330 per dependent.

• Bargaining Team: Det. Brian Cheesebro and Officer Craig Scherbarth aided

by POLC Labor Representative Jim Stachowski.

Wyoming Police Non-Supervisory

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

• Wages: 2.25% effective July 1, 2021.

2.25% effective July 1, 2022.

2.25% effective July 1, 2023.

2.25% effective July 1, 2024. *FTO pay increased an additional $4.50 per hour on top of regular pay. New hires and current Employees move to universal starting wage at Step A. Previously, the Employer could bring in new hires at lower pay rates. This change moved some new hires higher up on the pay scale plus they received the percentage pay increase.

• Fringe Benefits: After 4 years of service, Vacation accrual increases from 8 hours to 10 hours per year. Vacation Bank maximum increased from 160 hours to 176 hours. Employees can transfer up to 3 days of Vacation to Floating Holidays.

• Health Care: Prescription Co-Pay for Specialty Drugs moved to 20% of cost of prescription with a maximum of $125 per prescription filled.

• Retirement: Employees DB contribution cap increases to 9% effective July 1, 2021 and 10% effective July 1, 2022.

• Bargaining Team: Pam Keen, Rachel Clore, Joshua Yancho and Scott Rittenger aided by POLC Labor Representative David Thomas. d

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Officers awarded

Having a say in police reform and other law enforcement legislation is just as important. Alexander said he’s interested in, “being involved at a political level and pushing the POLC to be involved as much as we can to talk with our Representatives to make sure things (that pass) are not hurting law enforcement.”

Due to the nationwide anti-police sentiment, improving benefits is something he sees as necessary to help short-staffed POLC units. “We just had two vacancies in the past week for our 12-man department and we’re projected to have two more vacancies in the next six months,” Alexander said of Oscoda Township PD. “I think the POLC, through their Reps, is making law enforcement more desirable from a financial standpoint,” he said. “A lot of departments are going to have to reinstate pensions. A large percentage of departments have lost those pensions. Without some incentives for guys to get back into this profession, it’s going to be difficult to fill all these slots.”

Due to the extent of his injuries, the victim lost both of his legs. “The hospital staff had commented that if those two had not put on tourniquets, the victim would not have survived. Their actions did save the victim,” Officer Marthen said.

“We’re obviously very happy to hear he lived. We both took a lot of pride in that,” Comerford said. “It would’ve been nicer if it was a happier ending for him, but definitely better than what the alternative could have been.”

Both officers appreciated being recognized with POLC Outstanding Service Awards.

“I’ve been doing this a while and never had any kind of recognition like that before,” said Officer Buczek, who has served with Bloomfield Township Police Department since 2005. d

14 • FALL 2021

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