Lodge Security. Section 7.1 Administration of Summary Punishment Article 8 - Employee Security Article 10 - Non-Discrimination Article 11 - Holidays Article 12 - Promotions Article 18 - Disability Income Article 19 - Bereavement Leave Article 20.1 - Work Day and Work Week Article 20.2 - Compensation for Overtime Article 20.3 - Sixth and Seventh Day Work Article 20.4 - Call-Back Article 20.5 - Court Time Article 20.8 - Stand-By Article 20.11 - Accumulation of Compensatory Time Article 20.12 - Back to Back Shifts on Change Day Article 21.3 - Uniform Allowance Article 22 - Indemnification Article 24 - Educational Reimbursement Article 25 - Life and Health Insurance Provisions Article 26 - Wages Article 27 - Residency Article 29 - Baby Furlough Days Article 29.A. - Furloughs Article 30 - Personal Leaves of Absence Appendix A - Salary Schedule for Sworn Police Personnel Appendix D - Dental Plan Appendix E - Network Changes Appendix F - In-Network/Out-of-Network Care Appendix G - Health Care Contributions for Active Officers Appendix H - Appendix I - Appendix K - Appendix N - Appendix O - Prescription Drug Costs Chemical Dependency and Mental Health Co-Insurance & Limits High Risk Pregnancy Screening Program Procedures for Injury on Duty and Recurrence Claims Subrogation Language for City of Chicago ▇▇▇ Regarding Retroactivity of Wage Increases to Retirees ▇▇▇ Regarding One-Half Hour Lunch Period ▇▇▇ Regarding Article 22 Indemnification MOU Regarding Health Care Plan Any dispute or difference between the parties concerning the interpretation and/ or application of any of the above provisions shall be subject to the Grievance Procedure of Article 9. The parties further agree that an Officer who successfully completes his or her probationary period after having been placed on I.O.D. shall be entitled to the benefits under the contract on the same basis as police Officers who were in that Officer's class who did not have his or her probationary period extended. Finally, the parties agree that in the event a probationary police officer during his or her final six (6) months of the probation period and a non-probationary police Officer are involved together in a situation which gives rise to the non-probationary police Officer and the probationary police officer each receiving discipline of a five (5) day suspension or less and the discipline for the non-probationary police Officer is subsequently rescinded or reduced, any discipline imposed on the probationary police officer may be reviewed in accordance with the collective bargaining agreement and the City will not assert timeliness provided the Officer has completed successfully his or her probationary period. A. The Lodge and the Employer have agreed to a panel of five (5) Arbitrators who shall comprise the exclusive list of Arbitrators to preside over the suspension grievances. The five (5)
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Lodge Security. Section 7.1 Administration of Summary Punishment Article 8 - Employee Security Article 10 - Non-Discrimination Article 11 - Holidays Article 12 - Promotions Article 18 - Disability Income Article 19 - Bereavement Leave Article 20.1 - Work Day and Work Week Article 20.2 - Compensation for Overtime Article 20.3 - Sixth and Seventh Day Work Article 20.4 - Call-Back Article 20.5 - Court Time Article 20.8 - Stand-By Article 20.11 - Accumulation of Compensatory Time Article 20.12 - Back to Back Shifts on Change Day Article 20.13 - Duty Availability Allowance Article 21.3 - Uniform Allowance Article 22 - Indemnification Article 24 - Educational Reimbursement Article 25 - Life and Health Insurance Provisions Article 26 - Wages Article 27 - Residency Article 29 - Baby Furlough Days Article 29.A. - Furloughs Article 30 - Personal Leaves of Absence Appendix A - Salary Schedule for Sworn Police Personnel Appendix D - Dental Plan Appendix E - Network Changes Appendix F - In-Network/Out-of-Network Care Appendix G - Health Care Contributions for Active Officers Members Appendix H - Appendix I - Appendix K - Appendix N - Appendix O - Prescription Drug Costs Appendix I - Chemical Dependency and Mental Health Co-Insurance & Limits Appendix K - High Risk Pregnancy Screening Program Appendix N - Procedures for Injury on Duty and Recurrence Claims Appendix O - Subrogation Language for City of Chicago ▇▇▇ Regarding Retroactivity of Wage Increases to Retirees ▇▇▇ Regarding One-Half Hour Lunch Period ▇▇▇ Regarding Article 22 Indemnification MOU Regarding Health Care Plan Any dispute or difference between the parties concerning the interpretation and/ or application of any of the above provisions shall be subject to the Grievance Procedure of Article 9. The parties further agree that an Officer officer who successfully completes his or her probationary period after having been placed on I.O.D. shall be entitled to the benefits under the contract on the same basis as police Officers officers who were in that Officer's officer’s class who did not have his or her probationary period extended. Finally, the parties agree that in the event a probationary police officer during his or her final six (6) months of the probation period and a non-probationary police Officer officer are involved together in a situation which gives rise to the non-probationary police Officer officer and the probationary police officer each receiving discipline of a five (5) day suspension or less and the discipline for the non-probationary police Officer officer is subsequently rescinded or reduced, any discipline imposed on the probationary police officer may be reviewed in accordance with the collective bargaining agreement and the City will not assert timeliness provided the Officer officer has completed successfully his or her probationary period.
A. 1. When a Complaint Register (CR) investigation is sustained and the accused is a member of the bargaining unit and the recommendation for discipline is a fifteen-day (15) suspension or less, the accused member will be notified of the Screening Program option.
2. The Department will forward to the member notification of the sustained finding and recommendation for discipline. The member will be advised that he or she may accept the recommended discipline or request the Screening Program option. This notification will be returned within seventy-two (72) hours to the Internal Affairs Division.
3. When the member requests the Screening Program option, he or she will be notified of the date the Screening Committee will meet and of the right to review the investigative file prior to the screening date. The member will appear at either the Independent Police Review Authority or the Internal Affairs Division to review the investigative file. The member may make written or audiotape recorded notes, but may not remove or make copies of any part of the investigative file.
4. At the Screening Committee Meeting, a representative of the Lodge and a representative of the Employer have agreed Department will meet and review the selected files and attempt to a panel reach an agreement on the findings and/or the recommendation for discipline. If an agreement is reached, the representative of five (the Department will submit the agreed-upon disposition to the Assistant Deputy Superintendent, Internal Affairs Division or the Chief Administrator, Independent Police Review Authority for approval. If approved, the representative of the Lodge shall contact the member for his or her agreement and approval of the agreed- upon disposition.
5) Arbitrators who shall comprise . If all parties agree, the exclusive list of Arbitrators agreed-upon disposition will be forwarded to preside over the suspension grievancesSuperintendent for final approval. The five (5)Superintendent will retain only the right to decrease the agreed-upon suspension and/or grant options when appropriate. The Superintendent will not increase the agreed-upon suspension or impose a suspension contrary to the agreed-upon disposition of the Committee.
6. In the event the member accepts the Committee’s agreement, he or she will sign a waiver of the right to the filing of a grievance of the suspension. In the event the member rejects the Committee’s agreement, he or she will sign a rejection of the Committee’s agreement.
7. If the Superintendent imposes discipline, the bargaining unit member retains the right to file a grievance if he or she wishes to do so.
Appears in 1 contract
Sources: Collective Bargaining Agreement