Glenview police contract features cost control measure

GLENVIEW — Glenview’s sworn police officers have agreed to a new labor contract that contains a revised wage scale for controlling costs.

The contract runs through 2018, and all newly hired officers will start at 15 percent lower salaries than the existing scale.

The contract is divided into two wage scale tiers, in which current officers will stay on the existing tier one scale, while new hires get paid on the lower tier two scale.

Village Deputy Manager Don Owen said the difference between starting salaries was about $10,000 less for new law enforcement officers.

For instance, police hired in 2014 will receive $70,801 a year, while those hired after the contract was executed on July 15 begin at $60,180.

Both tiers feature pay step raises based on years of experience in the police department.

Step increases in tier two, for example, starting at $60,180 will get $63,999 in 2015 and $68,226 in 2016.

“The tier system is in place to control long-term costs. Starting salaries will be reduced here going forward. It’s similar to pension reform in controlling costs,” Owen said.

The cost of living adjustment for 2015 was changed from the previous 2.5 percent to 2.75 percent, and features 3 percent increases through 2018. The old contract was set to expire Dec. 31, 2015, but union members asked village officials to open negotiations early.

The union approved the contract on July 7 and July 9.

“The Village has a positive working relationship with the Illinois Fraternal Order of Police, Labor Council and the current negotiations built on that,” said Glenview Police Chief William Fitzpatrick in a release.

“By extending the contract through 2018, we believe the needs of the Glenview community are served well and the Officers will have an excellent working environment with clear rules and fair compensation.”

Under health insurance, officers will continue to contribute 16 percent for HMO plans and 20 percent for PP0s.

Other contract clauses included:

• a pilot sick leave incentive that rewards officers with minimal sick leave usage.

• a pilot program to test 10-hour work periods from the current 8-hour period for the detective bureau and traffic division.

Patrol officers will remain on 12-hour day/night shifts.

• additional compensation for officers who receive special training to become field training officers, from one additional hour of pay to 1.5 hours of pay.

• an educational assistance program that increased tuition reimbursement from $4,250 to $4,550 annually for accredited programs.

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