Contracts

By Jennifer Gomori, MAP Editor

Renaissance Police Officers Association (RPOA) Employees were MAP members for 30 years when they decided to part ways with the Union in 2014 and opted to represent themselves instead. But drastic reductions in their benefits and a ‘don’t ask’ mentality led them to return to MAP this year.

“RPOA were members when MAP was formed in 1984,” said MAP Executive Director Fred Timpner.

MAP officially welcomed back RPOA when they joined the Union in July 2018, but MAP went to work for them two months prior as soon as they received a call from their new local union President Jessica Mitchell. By then the former president and vice president had already been through contract negotiations and the final last best offers had been submitted.

Mitchell became local union president in May and immediately called Timpner. “He started helping me on the side when we didn’t have anybody,’ she said. “Fred said, ‘Whether you all vote me in or not, I’m going to help you.’”

An overwhelming majority of the 90-plus member group voted in support of MAP.

CONTRACT

“The increase in shift premiums for them was huge. They had been at the same shift premiums for years and they were actually paid less than the sitters for mental health patients,” said MAP Labor Relations Specialist Jerald James. “Prior to this contract you had certain individuals who would work every holiday for that year. We got the Employer to agree to rotate holidays so no one individual is stuck working every holiday. We had some guys that worked every Christmas, every Thanksgiving. Unfortunately, the way they scheduled it was just based on seniority. The tuition reimbursement went up $500 annually. It went up to $2,000. They agreed to insert a meditation component (into the contract). Prior to that we didn’t have language that afforded mediation. You could just file a grievance and you went to arbitration or you didn’t. This is a step prior to arbitration. I haven’t had an Employer turn it down yet.”

“Everybody was happy with what we got because we didn’t think we were going to get what we got. They were pleased with the signing bonuses and shift premiums,” said Bill Harris, McLaren Macomb Hospital Security Chief Steward. “You can sell 80 hours of PTO and get that money back and they changed it to twice a year for (up to) 40 hours. There’s always give and take and we did pretty good. We had 17 members who all voted and we had no no votes.”

Contract Duration: 3-year agreement ratified Dec. 15, 2017 and effective Jan. 1, 2018 to Dec. 31, 2020.
Wage Increases: Each Full-time Employee received a $1,200 signing bonus upon ratification of the contract and part-time Employees each received $600 signing bonuses.
2% increase at the top rate of pay effective Jan. 1, 2019.
$.75 to $1 afternoon shift premium increase effective Jan. 1, 2018.
$.80 to $1.25 midnight shift premium increase effective Jan. 1, 2018.
$1 to $1.25 afternoon shift premium increase effective Jan. 1, 2019.
$1.25 to $1.45 midnight shift premium increase effective Jan. 1, 2019.

CONTRACT

“Sterling Heights continues to set the pace for top pay for police officers in the state,” said MAP Executive Director Fred Timpner. “They received a four-year contract, which tops out at $85,500. Additionally, Employees receiving duty disability pensions will be guaranteed healthcare for themselves and their families. Disability pensions will now be calculated with a higher multiplier of 2.8 percent for each year of service. If an Employee is injured or disabled in the line of duty and they are forced to retire, these improved disability benefits help take some of the worry out of getting hurt on the job.”

“This is huge from our members’ perspective. Before this contract, new Employees were not eligible for retiree healthcare,” said MAP Executive Board President Rich Heins. “Now they not only receive retiree healthcare for the member and their family, they also receive a full duty pension. Previously, their duty disability pensions were limited to 50 percent.”

Contract Duration: 4-year agreement ratified Sept. 5, 2017 and effective 7-1-17 to 12-31-19.

Wage Increases:
2.5% increase effective July 1, 2017 with top pay of $79,480.
2.5% increase effective July 1, 2018 with top pay of $81,454.
2.5% increase effective July 1, 2019 with top pay of $83,478.
2.5% increase effective July 1, 2020 with top pay of $85,552.

CONTRACT

"It was a pretty good contract,” said MAP Executive Director Fred Timpner of the 10 percent pay raises in the first year and the 5-year agreement. “Additionally, the Employer has agreed they will opt out of PA 152 and pay all (premium and deductible) costs associated with the healthcare for the life of the agreement. For those people who have (Retiree) HSA accounts, the Employer will kick in $2,000 a year from when the Employee was hired.”

“The healthcare and the pay raises are the two biggest for us,” said Sgt. Steve Kramer of Green Oak Township Command local union. “For all of our surrounding departments, we were really severely underpaid. That’s where that 10 percent came from - to get us up to the other local departments.”

Contract Duration: 5-year agreement ratified Oct. 11, 2017 and effective 7-1-17 to 7-1-22.

Wage Increases:
10% increase effective July 1, 2017.
3% increase effective July 1, 2018.
2% increase effective July 1, 2019.
2% increase effective July 1, 2020.
2% increase effective July 1, 2021.

CONTRACT

"It was a pretty good contract,” said MAP Executive Director Fred Timpner of the 10 percent pay raises in the first year of the 5-year agreement. “Additionally, the Employer has agreed they will opt out of PA 152 and pay all (premium and deductible) costs associated with the healthcare for the life of the agreement. For those people who have (Retiree) HSA accounts, the Employer will kick in $2,000 a year from when the Employee was hired.”

Contract Duration: 5-year agreement ratified Oct.11, 2017 and effective 7-1-17 to 7-1-22.

Wage Increases:
10% increase effective July 1, 2017.
3% increase effective July 1, 2018.
2% increase effective July 1, 2019.
2% increase effective July 1, 2020.
2% increase effective July 1, 2021.