===== PDF PAGE 1 ===== WHERE HISTORY & PROGRESS MEET 475 Main Street West Chicago, Illinois 60185 T 630.293.2200 F 630.293.3028 westchicago.org Daniel Bovey MAYOR Viviana Ramirez CITY ADMINISTRATOR FINANCE COMMITTEE MONDAY, OCTOBER 5, 2026 6:00 P.M. – CITY COUNCIL CHAMBERS AGENDA 1. Call to Order, Roll Call, and Establishment of a Quorum 2. Approval of Minutes A. Finance Committee Meeting Minutes of September 8, 2026 3. Public Participation / Presentations 4. Items for Consent A. Collective Bargaining Between the City of West Chicago and the Fraternal Order of Police B. Ordinance No. 26-O-0023 – Increase to the City’s Retail Package Liquor Tax 5. Items for Discussion 6. Unfinished Business 7. New Business 8. Reports from Staff 9. Executive Session (if needed) 10. Adjournment (::llTY ~f WlES'T CHICAGO ===== PDF PAGE 2 ===== DRAFT MINUTES- Pending Approval CITY OF WEST CHICAGO – 475 Main Street FINANCE COMMITTEE MINUTES Regular Meeting September 8, 2026 1. Call to Order, Roll Call and Establishment of a Quorum Alderman Dimas called the meeting to order at 6:01 p.m. on September 8, 2026. Roll call found Daniel M. Beebe, Sandy Dimas, Matthew Myers, Jayme Sheahan, Christopher Swiatek, and Tracey Hernandez present. Absent: Alderman Rebecca Stout. A quorum was established. Staff in attendance: Deputy City Administrator Tia Messino, Business & Community Relations Director Kelley Chrisse, and Finance Director Katrina Hanna. 2. Approval of Minutes A. Finance Committee Meeting Minutes of August 3, 2026. Alderman Swiatek made a motion, seconded by Alderman Myers, to approve the Finance Committee Meeting minutes of August 3, 2026. Voting Aye: Alderman Beebe, Dimas, Myers, Sheahan, Hernandez and Swiatek. Voting Nay: 0. Absent: Alderman Stout. Motion carried. 3. Public Participation / Presentations. A. Resolution No. 26-R-0074 – A Resolution Authorizing the Mayor to Execute a Subscription and Services Agreement with Granicus for Website Design, Development, Hosting, and Support Services in An Amount Not to Exceed $46,933.43 to $64,433.43, Depending on Selected Project Scope. Alderman Dimas requested that the presentation for the proposed Resolution No. 26-R-0074 be moved up. Business & Community Relations Director (BCR), Kelley Chrisse, briefed the Committee on the proposed contract and the difference between Package A and Package B. Alderman Swiatek asked if customers would be able to make payments on the new website. Director Chrisse responded that currently there is another platform being looked at for payment options. Alderman Dimas asked if residents will be drawn to use the website. Director Chrisse said that based on staff and general public surveys the answer would be yes. Item # 2.A. ===== PDF PAGE 3 ===== Alderman Swiatek asked if after a year is the City able to determine how many people have used the site. Director Chrisse said the City would be able to run analytics and evaluate if modifications are needed. Alderman Beebe asked if the Chatbot will direct customers to different areas on the website or will actually provide answers. Director Chrisse said the Chatbox will have the ability to do both. Additional questions were fielded and answered. 4. Items for Consent. A. Authorize the City Administrator to Execute Comcast Business Service Agreements and Related Documents for the Renewal and Upgrade of Internet and Network Services at Various City Facilities. B. Resolution No. 26-R-0074 – A Resolution Authorizing the Mayor to Execute a Subscription and Services Agreement with Granicus for Website Design, Development, Hosting, and Support Services in An Amount Not to Exceed $46,933.43 to $64,433.43, Depending on Selected Project Scope. Alderman Swiatek made a motion, seconded by Alderman Beebe, to approve the Consent Agenda. Alderman Swiatek made a motion, seconded by Alderman Beebe, to amend the original motion to just include Item 4. A. Voting Aye: Alderman Swiatek, Beebe, Sheahan, Hernandez, Dimas, and Myers. Voting Nay: 0. Absent: Alderman Stout. Amended motion carried. Discussion was held on selecting Package A or Package B. Alderman Myers expressed he does not support AI in this use case, noting that chatbots can struggle in this type of application. Alderman Beebe noted he was torn with the use of AI but is leaning towards not using AI. Alderman Swiatek stated AI would help with providing additional customer service. Staff and a Granicus representative provided additional context on how the AI chatbot would be designed and how it would provide information. It was also noted that the resource would be used by staff in addition to customers. Alderman Swiatek made a motion, seconded by Alderman Sheahan, to approve Item 4.B., Resolution No. 26-R-0074, selecting the $64,433.43 version of the package. Voting Aye: Alderman Swiatek, Sheahan, Hernandez, Dimas, and Myers. Voting Nay: Beebe. Absent: Alderman Stout. Motion carried. 5. Items for Discussion. None ===== PDF PAGE 4 ===== 6. Unfinished Business. None 7. New Business. None 8. Reports from Staff. Deputy City Administrator Tia Messino, noted that online payments had been discussed and that the City is currently evaluating an update to its ERP system. The City currently uses CentralSquare, and information regarding BS&A and OpenGov, the two options currently under review, will be provided to the City Council. Deputy City Administrator Tia Messino, introduced the new Finance Director, Katrina Hanna. 9. Executive Session (if needed). None 10. Adjournment. At 6:36 p.m., Alderman Beebe made a motion, seconded by Alderman Swiatek, to adjourn the meeting. All Aldermen voted Aye by voice vote. Respectfully submitted, Josie Avilez ===== PDF PAGE 5 ===== CITY OF WEST CHICAGO. . FINANCE COMMITTEE AGENDA ITEM-SUMMARY ITEM TITLE: Collective Bargaining Between the City of West Chicago and the Fraternal Order of Police AGENDA ITEM NUMBER: ____4.A.____ COMMITTEE AGENDA DATE: October 5, 2026 COUNCIL AGENDA DATE: October 5, 2026 PREPARED BY: Colin Fleury, Chief of Police APPROVED BY: Tia Messino, Acting City Administrator SIGNATURE__________________________ SIGNATURE__________________________ The attached Collective Bargaining Agreement is a three-year contract with the following highlighted negotiated terms:  Contract Term: Three-year agreement covering January 1, 2026 through December 31, 2028.  Wage Increases: Provides for wage increases of 3.25% retroactive to January 1, 2026; 4.50% effective January 1, 2027; and 4.25% effective January 1, 2028. Retroactive compensation will be paid to eligible bargaining-unit employees employed by the City at the time of execution of the agreement.  Health Insurance Contributions: Employee contributions toward City-provided health insurance will be 12% in 2026, 13% in 2027, and 14% in 2028, with the City’s corresponding contribution being 88%, 87%, and 86%, respectively.  12-Hour Shift Pay Period: Beginning in 2027, employees working 12-hour shifts will move from an 84-hour to an 80-hour pay period over 14 days. This change affects annual compensation and was taken into consideration in negotiating the wage increases for the final two years of the agreement.  Sick Leave-Overtime Calculation: Sick leave will generally not count as time worked for purposes of calculating overtime, except under specified circumstances, including approved FMLA leave or when the required medical documentation is provided.  Vacation Accrual Cap: Beginning in 2027, the agreement establishes a new vacation accrual cap. Employees may accrue vacation up to twice their annual vacation accrual, subject to an absolute maximum of 480 hours in their vacation bank. Employees exceeding the applicable limit when the agreement takes effect will be grandfathered at their existing balance subject to the provisions of the agreement. This agreement includes several administrative and operational cleanup provisions that clarify existing practices, modernize outdated language, and bring certain provisions into closer alignment with current City practices and contemporary collective bargaining standards. ACTIONS PROPOSED: Staff recommends approval of the collective bargaining agreement between the City of West Chicago and the Fraternal Order of Police for the term January 1, 2026 through December 31, 2028. COMMITTEE RECOMMENDATION: ===== PDF PAGE 6 ===== LABOR AGREEMENT BETWEEN ILLINOIS FOP LABOR COUNCIL AND CITY OF WEST CHICAGO PATROL OFFICERS JANUARY 1, 2026 - DECEMBER 31, 2028 ===== PDF PAGE 7 ===== [Blank page.] ===== PDF PAGE 8 ===== i TABLE OF CONTENTS PREAMBLE .......................................................................................................................................... 1 ARTICLE 1 RECOGNITION .............................................................................................................. 1 Section 1.1 Recognition .................................................................................................................... 1 Section 1.2 Probationary Period ...................................................................................................... 1 Section 1.3 Fair Representation ........................................................................................................ 1 Section 1.4 Labor Council Employees .............................................................................................1 Section 1.5 Gender ........................................................................................................................... 1 Section 1.6 Seniority......................................................................................................................... 2 ARTICLE 2 LABOR COUNCIL SECURITY AND RIGHTS ......................................................... 2 Section 2.1 Dues Checkoff ............................................................................................................... 2 Section 2.2 Labor Council Indemnification ..................................................................................... 2 Section 2.3 Council Use Of Bulletin Boards .................................................................................. 2 ARTICLE 3 LABOR MANAGEMENT MEETINGS ....................................................................... 2 Section 3.1 Meeting Request ........................................................................................................... 2 Section 3.2 Content .......................................................................................................................... 3 Section 3.3 Attendance ......................................................................................................................3 ARTICLE 4 MANAGEMENT RIGHTS ............................................................................................ 3 ARTICLE 5 SUBCONTRACTING ......................................................................................................4 ARTICLE 6 HOURS OF WORK AND OVERTIME ......................................................................... 4 Section 6.1 Application of Article ....................................................................................................4 Section 6.2 Normal Workday and Pay Period .................................................................................4 Section 6.3 Changes in Normal Workweek and Workday ..............................................................4 Section 6.4 Overtime Pay and Required Overtime ..........................................................................4 Section 6.5 Work During Vacation, Floating Holiday, or Personal Day ....................................... 6 Section 6.6 Compensatory Time ...................................................................................................... 7 Section 6.7 Court Time ..................................................................................................................... 7 Section 6.8 Call-Back Pay ................................................................................................................ 7 Section 6.9 No Pyramiding ............................................................................................................... 8 Section 6.10 On-Call Pay ................................................................................................................ 8 ARTICLE 7 SHIFT ASSIGNMENT AND SCHEDULING .............................................................. 8 Section 7.1 Scheduling ...................................................................................................................... 8 Section 7.2 Posting of Annual Schedule ..........................................................................................9 Section 7.3 Basic Requirements For Each Schedule .......................................................................9 Section 7.4 Less Experienced Officers ..............................., ............................................................9 Section 7.5 Conclusion Of Bidding Process .................................................................................... 9 Section 7.6 Changes If System Unworkable ................................................................................. 10 Section 7.7 Specialized Work Units .............................................................................................. 10 Section 7.8 Canine Unit Compensation Plan ................................................................................ 10 Section 7.9 School Resource Officers ........................................................................................... 10 ARTICLE 8 GRIEVANCE PROCEDURE ......................................................................................... 10 Section 8.1 Definition ..................................................................................................................... 10 Section 8.2 Procedure ..................................................................................................................... 11 Section 8.3 Arbitration ................................................................................................................... 12 Section 8.4 Limitations on Authority of Arbitrator ...................................................................... 12 Section 8.5 Time Limit For Filing ..................................................................................................12 Section 8.6 Time Off…. ...................................................................................................................13 ===== PDF PAGE 9 ===== ii Section 8.7 Discipline ................................................................................................................ 13 ARTICLE 9 NO STRIKE NO LOCKOUT ................................................................................... 14 Section 9.1 No Strike ................................................................................................................ 14 Section 9.2 No Lockout ............................................................................................................ 14 Section 9.3 Penalty .................................................................................................................... 14 Section 9.4 Judicial Restraint..................................................................................................... 14 ARTICLE 10 HOLIDAYS ........................................................................................................... 15 Section 10.1 Holidays ................................................................................................................ 15 Section 10.2 Holiday Pay And Work Requirements ................................................................. 15 Section 10.3 Floating Holiday .................................................................................................. 16 ARTICLE 11 LAYOFF AND RECALL ...................................................................................... 16 Section 11.1 Layoff. ................................................................................................................. 16 Section 11.2 Recall ................................................................................................................... 17 ARTICLE 12 VACATIONS ......................................................................................................... 17 Section 12.1 Eligibility And Accrual. ....................................................................................... 17 Section 12.2 Vacation Pay ........................................................................................................ 18 Section 12.3 Scheduling And Accrual ...................................................................................... 18 Section 12.4 Employee Emergency .......................................................................................... 19 Section 12.5 Accumulation ...:................................................................................................... 19 Section 12.6 City Emergency.................................................................................................... 19 ARTICLE 13 PERSONAL DAYS AND SICKLEAVE ............................................................... 19 Section 13.1 Purpose of Sick Leave ......................................................................................... 19 Section 13.2 Probationary Personnel ........................................................................................ 19 Section 13.3 Use of Sick Leave ................................................................................................ 19 Section 13.4 Days Earned In Accumulation ............................................................................. 19 Section 13.5 Notification ........................................................................................................... 20 Section 13.6 Medical Examination............................................................................................ 20 Section 13.7 Abuse Of Sick Leave ............................................................................................ 20 Section 13.8 Sick Leave Utilization .......................................................................................... 20 Section 13.9 Sick Leave Buy Back ........................................................................................... 20 Section 13.10 Personal Days ..................................................................................................... 21 Section 13.11 Personal Day Earning And Use .......................................................................... 21 Section 13.12 Personal Day Accumulation ............................................................................... 21 ARTICLE 14 ADDITIONAL LEAVES OF ABSENCE .............................................................. 21 Section 14.1 Unpaid Leave of Absence .................................................................................... 21 Section 14.2 Benefits While on an Unpaid Leave of Absence .................................................. 21 Section 14.3 Leave for an Off-Duty Illness, Injury, or Disability ............................................. 22 Section 14.4 Leave for an On-Duty Illness, Injury, or Disability ............................................. 22 Section 14.5 Military Leave ...................................................................................................... 23 Section 14.6 Jury or Witness Duty Leave ................................................................................. 23 Section 14.7 Bereavement Leave .............................................................................................. 23 Section 14.8 Light Duty ............................................................................................................. 23 ARTICLE 15 WAGES .................................................................................................................. 23 Section 15.1 Wages .................................................................................................................... 23 Section 15.2 Officer In Charge (OIC) Pay ................................................................................ 24 Section 15.3 Field Training Officer Benefits............................................................................. 24 ===== PDF PAGE 10 ===== iii Section 15.4 Placement On Wage Schedule ................................................................................. 24 Section 15.5 Movement Through Wage Schedule ....................................................................... 25 Section 15.6 Recourse .................................................................................................................... 25 Section 15.8 Bilingual and Sign Language Stipend……………………………………………….25 ARTICLE 16 QUARTERMASTER ALLOWANCE AND CLOTHING REIMBURSEMENT 26 Section 16.1 Quartermaster Allowance ......................................................................................... 26 Section 16.2 Clothing Allowance .................................................................................................. 26 ARTICLE 17 INSURANCE .............................................................................................................. 27 Section 17.1 Coverage .................................................................................................................... 27 Section 17.2 Cost ............................................................................................................................ 27 Section 17.3 Cost Containment ...................................................................................................... 27 Section 17.4 Life Insurance ........................................................................................................... 28 Section 17.5 Killed In The Line Of Duty ..................................................................................... 28 Section 17.6 VEBA 115 Plan ........................................................................................................ 28 ARTICLE 18 DRUG/ALCOHOL TESTING ................................................................................... 28 ARTICLE 19 MISCELLANEOUS PROVISIONS .......................................................................... 28 Section 19.1 Maintenance of Economic Benefits ......................................................................... 28 Section 19.2 Americans With Disabilities Act ............................................................................. 29 Section 19.3 Smoking .................................................................................................................... 29 Section 19.4 Family and Medical Leave Act. ............................................................................... 29 Section 19.5 Bill of Rights ............................................................................................................. 29 Section 19.6 Fitness Allowance ..................................................................................................... 29 Section 19.7 Officer Wellness Checks .......................................................................................... 29 ARTICLE 20 IMPASSE RESOLUTION .......................................................................................... 29 ARTICLE 21 CIVIL SERVICE COMMISSION ............................................................................. 30 ARTICLE 22 OUTSIDE EMPLOYMENT ....................................................................................... 30 ARTICLE 23 SAVINGS CLAUSE................................................................................................... 30 ARTICLE 24 ENTIRE AGREEMENT ............................................................................................. 31 ARTICLE 25 TERMINATION.......................................................................................................... 31 APPENDIX A DUES AUTHORIZATION FORM ......................................................................... 33 APPENDIX B..................................................................................................................................... 34 ===== PDF PAGE 11 ===== [Blank page.] ===== PDF PAGE 12 ===== 1 PREAMBLE THIS AGREEMENT, entered into by the CITY OF WEST CHICAGO, ILLINOIS (hereinafter referred to as "City" or "Employer") and the WEST CHICAGO FRATERNAL ORDER OF POLICE, LODGE NO. 85/ILLINOIS FOP LABOR COUNCIL (hereinafter referred to as "Labor Council" or "Union"), is in recognition of the Labor Council's status as the representative of the Employer's non-supervisory sworn peace Employees and has as its basic purpose the promotion of harmonious relations between the Employer and the Labor Council; the establishment of an equitable and peaceful procedure for the resolution of differences; and the establishment of an entire agreement covering all rates of pay, hours of work and conditions of employment applicable to bargaining unit employees. Therefore, in consideration of the mutual promises and agreements contained in this Agreement, the Employer and the Labor Council do mutually promise and agree as follows: ARTICLE 1 - RECOGNITION Section 1.1 Recognition The Employer recognizes the Labor Council as the sole and exclusive collective bargaining representative for all full-time sworn peace employees (hereinafter referred to as "Officers" or "Employees") but excluding all supervisory employees (this includes all Officers of the rank of Sergeant and above) and all other supervisory and non-supervisory employees of the Department and Employer. Section 1.2 Probationary Period The probationary period shall be sixteen (16) months from the date of hire or twelve (12) months from the date of hire for any Police Officer hired under the City's Lateral Transfer Program. Time absent from duty or not served for any reason shall not apply towards satisfaction of the probationary period. During the probationary period, an Employee is subject to discipline, including discharge, without cause and with no recourse to the grievance procedure. During the probationary period, Employees are not entitled to use any accrued leave during their first twelve (12) months of employment with the City, except for sick leave as detailed in Section 13.2. Employees may use compensatory time after completion of their field training program. (Civil Service Commission Rules). Section 1.3 Fair Representation The Labor Council recognizes its responsibility as a bargaining agent and agrees to fairly represent all Employees in the bargaining unit, whether or not they are members of the Labor Council. Section 1.4 Labor Council Employees For purposes of this Agreement, the term "Labor Council Employees" shall refer to the Labor Council's duly elected President, Vice President, Secretary, Treasurer, and Sergeant at Arms. Section 1.5 Gender Wherever the male gender is used in this Agreement, it shall be construed to include both males and females equally. ===== PDF PAGE 13 ===== 2 Section 1.6 Seniority Seniority for the purpose of this Agreement shall be defined as an Officer's length of continuous full- time service with the Employer since the Officer's last date of hire. Seniority shall not include periods of unpaid leave time, except for military leave. ARTICLE 2 - LABOR COUNCIL SECURITY AND RIGHTS Section 2.1 Dues Checkoff While this Agreement is in effect, the Employer will deduct from each Employee's paycheck twice per month the uniform, regular monthly Labor Council dues for each Employee in the bargaining unit who has filed with the Employer a voluntary, effective Checkoff authorization in the form set forth in Appendix A of this Agreement. If a conflict exists between that form and this Article, the terms of this Article and Agreement control. A Labor Council member desiring to revoke the dues checkoff may do so by written notice to the Employer at any time within thirty (30) days of the expiration date of this Agreement. The actual dues amount deducted, as determined by the Labor Council, shall be uniform in nature for each Employee in order to ease the Employer's burden of administering this provision. Each Employee's signed checkoff authorization form shall be kept in his Personnel File. If the Employee has no earnings due for that period, the Labor Council shall be responsible for collecting the dues. The Labor Council agrees to refund to the Employee any amounts paid to the Labor Council in error under this dues deduction provision. The Labor Council may change the fixed uniform dollar amount that will be considered the regular monthly dues once each year during the life of this Agreement. The Labor Council will give the Employer sixty (60) days' notice of any such change in the amount of uniform dues to be deducted. Section 2.2 Labor Council Indemnification The Labor Council shall indemnify, defend, and save the Employer harmless against any and all claims, demands, suits, or other forms of liability (monetary or otherwise) and for all legal costs that shall arise out of or by reason of action taken or not taken by the Employer in complying with the provisions of this Article. If an improper deduction is made, the Labor Council shall refund the Employee any such amount directly. Section 2.3 Council Use Of Bulletin Boards The Employer will make available space on a bulletin board for the posting of official Labor Council notices or minutes of a nonpolitical, non-inflammatory nature. The Labor Council will limit the posting of Labor Council notices to such bulletin board, with prior approval of the Chief of Police or City Administrator. ARTICLE 3 - LABOR MANAGEMENT MEETINGS Section 3.1 Meeting Request The Labor Council and the Employer agree that, in the interest of efficient management and harmonious employee relations, meetings be held upon mutual agreement between the Labor Council and senior administrative representatives of the Employer. Such meetings shall be held not less than quarterly and shall be requested by either Party at least five (5) days in advance by placing in writing a request to the other for a labor management meeting and expressly providing the agenda for such meeting. A quarterly meeting can be waived upon written agreement of both Parties. ===== PDF PAGE 14 ===== 3 Such meetings, times, and locations, as mutually agreed upon, shall be limited to: (1) discussion on the implementation and general administration of this Agreement; (2) a sharing of general information of interest to the Parties; and (3) notifying the Labor Council of changes in conditions of employment contemplated by the Employer which may affect Employees. Section 3.2 Content It is expressly understood and agreed that such meetings shall be exclusive of the grievance procedure. Specific grievances being processed under the grievance procedure shall neither be considered at "labor management meetings" nor shall negotiations to alter any or all of the terms of this Agreement be conducted at such meetings. Section 3.3 Attendance Attendance at labor management meetings shall be voluntary on the Employee's part, if not on scheduled duty, and attendance during such meetings shall be considered time worked for compensation purposes if during regular scheduled duty hours. Normally, three (3) representatives from each Party shall attend these meetings, schedules permitting. Attendance at such meetings shall not interfere with required duty time, and attendance, if during duty time, is permitted only upon prior approval of the Employee's supervisor. ARTICLE 4 - MANAGEMENT RIGHTS Except as specifically limited by the express provisions of this Agreement, the Employer retains all traditional rights to manage and direct the affairs of the Employer in all of its various aspects and to manage and direct its Employees, including but not limited to the following: to plan, direct, control and determine the budget and all the operations, services and missions of the Employer; to supervise and direct the working forces; to establish the qualifications for employment and to employ Employees; to schedule and assign work; to establish work and productivity standards and, from time to time to change those standards; to assign overtime; to contract out for goods and services; to determine the methods, means, organization and number of personnel by which such operations and services shall be made or purchased; to make, alter and enforce reasonable rules, regulations, orders and policies; to evaluate Employees; to establish performance standards; to discipline, suspend and discharge non probationary Employees for just cause; to change or eliminate existing methods, equipment or facilities or introduce new ones; to take any and all actions as may be necessary to carry out the mission of the Employer and the West Chicago Police Department (hereafter "Department"). In the event of civil emergency as may be declared by the Mayor, the City Administrator, Chief of Police or their authorized designees, it is the sole discretion of the Mayor to determine that civil emergency conditions exist which may include, but not be limited to, riots, civil disorders, tornado conditions, floods or other catastrophes; and to carry out the mission of the Employer provided, however, that the exercise of any of the above rights shall not conflict with, any of the express written provisions of this Agreement. ===== PDF PAGE 15 ===== 4 ARTICLE 5 - SUBCONTRACTING It is the general policy of the Employer to continue to utilize its Employees to perform work for which they are qualified. However, the Employer reserves the right to contract out work it deems necessary or appropriate in the exercise of its best judgment, provided it is consistent with the Employer's lawful authority under Illinois Statutes. ARTICLE 6 - HOURS OF WORK AND OVERTIME Section 6.1 Application of Article This Article is intended only as a basis for calculating overtime payments, and nothing in this Agreement shall be construed as a guarantee of hours of work per day or per week. Section 6.2 Normal Workday and Pay Period The normal workday for Employees shall consist of one (1) “day shift,” working twelve (12) continuous hours from 6:00 A.M. to 6:00 P.M., and one (1) “night shift,” working twelve (12) continuous hours from 6:00 P.M. to 6:00 A.M., . A normal pay period will be considered to be eighty (80) hours during a fourteen (14) day work period for those working eight (8) and ten (10) hour shifts. Starting in 2027, for those working twelve (12) hour shifts, the normal pay period shall be eighty (80) hours during the fourteen (14) day pay period. Those working twelve (12) hour shifts will select one preset day each pay period to work one eight (8) hour shift, which shall be selected by seniority during shift selection. This eight (8) hour day can be changed by the Chief or designee to accommodate a training day that occurs during that period. Each Employee will be allowed to take a paid thirty (30) minute lunch break at a reasonable time each shift, subject to emergency work duties. If an Employee’s lunch is interrupted by emergency work duties for more than fifteen (15) minutes but can be taken within a two (2) hour period before the end of their shift, the Employee shall have the option of taking and/or completing that lunch. If the lunch cannot be taken within that period, the Employee shall not be compensated for missing it. During his lunch break, the Employee must be available immediately to return to duty and, therefore, must respond to radio inquiries and remain within the corporate limits of the City of West Chicago. The Employee will not be required to perform routine duties such as patrol, respond to routine telephone calls or handle other routine non-emergency calls while on a lunch break. Section 6.3 Changes in Normal Workweek and Workday The shifts, workdays, and hours to which employees are assigned shall be based upon a fifty- six-hour (56) day departmental work schedule and shift rotation, which may occur every fifty- six (56) days. Section 6.4 Overtime Pay and Required Overtime A. Overtime Compensation Employees working an eight (8) or ten (10) hour shift shall be paid one and one-half (1½) times their regular straight-time hourly rate for all hours worked beyond their scheduled shift, provided they work forty (40) hours in a seven (7) day pay period, except as otherwise noted in this Agreement. Employees working a twelve (12) hour shift shall be compensated at the same overtime rate for all hours worked beyond their scheduled shift, provided they work eighty (80) ===== PDF PAGE 16 ===== 5 hours in a fourteen (14) day pay period. An employee's hourly rate is calculated by dividing their annual salary by 2,080 hours. B. Paid Leave and Sick Time Restrictions All paid leave counts as time worked for calculating overtime, except for sick leave. Sick leave is excluded from this calculation unless the employee is on approved FMLA leave or provides a doctor’s note as specified in Section 13.6. After the second use of sick leave in a calendar year, the employee must submit documentation of illness per Section 13.6 for each subsequent use for those hours to count toward the overtime calculation. This documentation must be submitted to Human Resources or the commanding officer prior to or immediately upon returning to work. If an officer is mandated to work or responds to an emergency call-in during a pay period in which they used sick time, that mandatory or emergency time counts as overtime but will not contribute toward regular hours accrual for that period. C. Required Overtime and Assignments The Chief of Police, or his designee, shall have the right to require overtime work, and officers may not refuse overtime assignments In non-emergency situations, the Chief or designee will generally take reasonable steps to secure volunteers by seniority before mandating overtime. Where it will not adversely affect operations or unduly delay assignments, the Chief, or his designee, will attempt to assign overtime on a reverse length-of-service basis among employees present and available. However, volunteers may not be selected for work in progress already being performed by a specific officer. Furthermore, specific officers may be selected for special assignments based on specialized skills, training, or experience (e.g., bilingual capability, breathalyzer training, or traffic accident reconstruction). D. Non-Binding Practice for Staffing Shortages and Call-Outs The City will continue using the following non-binding practice to fill manpower shortages:  Block Scheduling: Overtime shifts shall be offered by seniority in continuous four (4) hour blocks. If a shift cannot be divided equally, it will be split into as many four (4) hour blocks as possible, with the remaining hours placed in a single separate block. Senior volunteers may accept any number of available blocks, subject to schedule compatibility, or refuse the assignment entirely. Remaining blocks will then be offered down the seniority list.  Voluntary Overtime Bidding: Overtime caused by manpower shortages will first be offered voluntarily by seniority. The Chief or designee retains the discretion to deny any overtime bid that violates City policy or operational necessity.  Mandatory Ordering Sequence: If an assignment remains unfilled after exhausting the voluntary seniority list, staffing will be mandated using the following sequential steps: 1. The least senior employee working the shift immediately preceding the vacancy will be ordered to stay (or a Sergeant may choose to fill the slot). 2. If the shortage persists past that employee's maximum sixteen (16) hour working limit, the Employer will continue ordering employees from the preceding shift in reverse seniority order. ===== PDF PAGE 17 ===== 6 3. If no Employees working the shift preceding the assignment are available, a callout will be conducted by reverse seniority. The first Employee(s) contacted by reverse seniority and available for the vacancy shall be ordered to work the vacancy.  Shift Classifications for Ordering: For ordering purposes, School Resource Officers, Detectives, Community Relations Officers, and Targeted Response Unit officers are considered part of the Day Shift (6:00 AM–6:00 PM). Targeted Response Unit officers working afternoon or evening hours are considered part of the Night Shift (6:00 PM–6:00 AM).  Eligibility Restrictions: o Employees currently working an overtime assignment during call-out hours are ineligible to be ordered for additional hours unless a full reverse call-out occurs. o Employees on light or restricted duty are ineligible for any overtime. o Detectives (defined as individuals on-call or assigned to a task force) cannot be ordered to cover Patrol Road shortages (shifts falling below minimum staffing levels) and cannot sign up for posted Patrol overtime. However, they may volunteer to take the place of an officer who was ordered to cover a patrol shortage, and they remain subject to mandatory ordering for all other non-patrol posted overtime.  Sergeant Eligibility: Sergeants may fill any unclaimed shift after a call-out is completed unfilled, even if a Sergeant is already working during that shift.  Maximum Hours and Rest Periods: Employees can be mandated to work until the shortage is resolved, up to a maximum of sixteen (16) continuous working hours. Officers working sixteen (16) continuous hours must receive an eight (8) hour consecutive rest period before their next shift. This rest period may only be bypassed for court appearances, public safety emergencies, or critical manpower shortages. Routine sick calls do not constitute an emergency under this provision and will be resolved via standard call-out procedures.  Notice and Cancellation Rules: o Volunteer Cancellation: Employees volunteering for a shift must give more than twenty- four (24) hours' notice to cancel. Failure to do so may result in disqualification from future voluntary overtime opportunities. o Employer Cancellation: If the City cancels an overtime assignment with less than two (2) hours' notice, the officer may choose to work all or part of those hours on patrol. If cancelled while the officer is actively working the assignment, the officer may choose to leave and receive a two (2) hour minimum pay guarantee or remain and work the rest of the scheduled patrol hours. Section 6.5 Work During Vacation, Floating Holiday, or Personal Day An Employee ordered to work on a vacation, floating holiday, or personal day shall be paid one and one-half (1½) times their regular rate of pay for all such hours worked on that day. ===== PDF PAGE 18 ===== 7 Section 6.6 Compensatory Time Compensatory time at time and one-half (1½) rate may be granted at such time and in such time blocks as are mutually agreed upon between the involved Employee(s), their supervisor and the Chief of Police in accordance with state and federal statutes. Compensatory time must be used in two (2) hour increments (2 hours, 4 hours, 6 hours, etc.). The Compensatory time earned by the Employee may be taken at any time or for any reason, provided twenty-four (24) hours' notice is given to the immediate supervisor, though the Chief of Police or their designee may refuse such leave for good cause. Compensatory days shall be granted on a first-requested, first-received basis. Compensatory time may be used with less than twenty-four (24) hours' notice if approved by the Chief of Police or his designee. If mutual agreement on compensatory time cannot be reached, the Employee shall receive one and one-half (1½) times his rate of pay for each overtime hour worked. An Employee may accumulate and carry over up to two hundred (200) hours of compensatory time. Compensatory time off may be taken with the approval of the Chief of Police, or his designee, based upon Departmental manning levels as established by the Chief and the Department needs, as determined by the Chief. Compensatory time cannot be taken before it is earned within the same pay period. Section 6.7 Court Time Employees who would otherwise be off duty shall be paid, with a three (3) hour minimum, for all hours worked when appearing in court on behalf of the Employer in the capacity of a commissioned officer or when preparing for an off-duty court appearance when in the presence of a prosecuting attorney. Hours worked during court time shall be included as overtime pay at one and one-half (1½) times his rate of pay in accordance with Section 6.4. Employees who receive notice of a court appearance and are placed on call-in status, required to be on standby, who are not subsequently required to appear, shall receive two (2) hours of straight-time pay for each occurrence. Officers must call to verify if their appearance in court is required. Standby pay shall not be paid if the officer is scheduled to appear in court for another matter on the same day during the same period. Example #1: If an officer has a court appearance scheduled at 0830 hours and a call-in (1230 hours), the officer will be paid the three-hour minimum at time and a half (for the court appearance). In addition, they will be paid two hours of straight time for the call-in. If needed for an in-person appearance, the officer will be paid an additional three-hour minimum of one and one-half (1 ½) times their rate of pay, considering the appearance will start at 1230 hours. Example #2: If an officer has a court appearance scheduled at 0900 hours, the officer will be paid the three-hour minimum at one and one-half (1 ½) times their rate of pay. If the officer has an additional court appearance scheduled in the afternoon and there is a break between the court appearances, they will be paid a minimum of three hours at one and one-half (1 ½) times their rate of pay. If the officer's court appearances occur without a break in between, the officer will be paid for the total hours worked. Section 6.8 Call-Back Pay An Employee called back to work after having left work shall receive a minimum of two (2) hours' pay at 1-1/2 times his straight-time rate of pay. Hours worked during callback may be paid as overtime in accordance with Section 6.4, if applicable. Section 6.9 No Pyramiding ===== PDF PAGE 19 ===== 8 Compensation shall not be paid (or compensatory time taken) more than once for the same hours under any provision of this Article or Agreement. Section 6.10 Detective On-Call Pay Beginning the first full month following execution of the Collective Bargaining Agreement by both Parties, each Detective who is required to be on call shall receive a stipend of three (3) hours straight time pay or compensatory time at the Detective’s discretion. This stipend does not impact an Officer's base salary or hourly rate of pay and shall not be included in pension-eligible earnings. Personnel assigned to a special operations event who accept on-call status for an operation will receive two (2) hours of straight time on-call pay, provided they notify the Patrol Commander. This pay is only authorized if: (1) if approved by the Chief or designee, (2) the operation occurs, or (3) the operation is canceled less than twelve (12) hours before the designated arrival time for briefing. ARTICLE 7 - SHIFT ASSIGNMENT AND SCHEDULING Section 7.1 Scheduling Except in an emergency, including an unintended shortage of manpower, or when circumstances change in such fashion as to affect the Employer's ability to provide police protection to the public, the Employer agrees that the principles stated below shall govern shift assignment and scheduling for the length of the Agreement. The Employer reserves the right to determine the number of Employees to be required on duty during any shift as well as the basic job skills and qualifications of such Employees and to temporarily change work shifts of the affected Employee for purposes of conducting or receiving training or for court attendance of three (3) or more consecutive days using the following parameters: If the Officer is instructing in-service training on the Officer's day off, then it will be treated as an overtime assignment. If the Officer is instructing in-service training on the Officer's regular work day, the Officer will instruct during the training hours in lieu of working his Shift that day, regardless of the Shift to which the Officer is assigned. Subject to the conditions stated herein, starting in 2027, Employees shall have the right to bid, based upon seniority, for available shift assignments. Such bidding is to be accomplished in four (4) blocks, three (3) blocks of 12 weeks and one (1) block of 16 weeks. The Employer may refuse to grant individual days off on any shift due to a manpower shortage. For purposes of manpower calculation, the officer on their short day counts as a full shift officer. If another shift falls below minimum staffing (a Sergeant plus three (3) officers, or no Sergeant and four (4) officers), the Chief of Police or designee may request a volunteer from another shift with five (5) or more officers to move to the understaffed shift. If more than one officer volunteers, the officer with the highest seniority will be selected. If there are no volunteers, then the officer with the lowest seniority will be ordered to move to the understaffed shift. Example #1: if Night's “B” falls under minimum staffing and Days “A” has (6) six officers and Days “B” has five (5) officers, and the lowest seniority officer (on either day shift) is on Days “B”, that officer will be ordered to change shifts unless a higher seniority officer volunteers. The lowest senior officer on Days “A” will be ordered to go to Days “B”. Example #2: If Nights “A” falls below minimum staffing, and both Day Shifts are at the required five (5) officers, but Nights “B” has six (6) officers and is considered “Heavy”, a volunteer from Nights “B” will be asked to switch shifts, if nobody volunteers, the lowest seniority officer on Nights “B” will be ordered to switch shifts. If anyone is ordered or volunteers to cover a shift that falls below minimum staffing levels, they will only do so until the understaffed shift reaches minimum ===== PDF PAGE 20 ===== 9 staffing. All officers who moved will return to their previously selected shifts. Any officer who changes shifts and has approved time off scheduled will have their time off honored regardless of shift minimums. If an officer volunteers or is ordered to do so, the shift change will not take effect until the beginning of the next pay period. When any training sessions is held at the West Chicago Police Station or within an hour’s drive time of the West Chicago Police Station, the officer will be required to maintain his twelve-hour workday (from the time training is scheduled to start) and report to the on-duty shift supervisor upon completion of the training, or work on their preceding or next scheduled workday if within the same pay period or must submit a time-off request to cover the remaining time. When officers attend training sessions located outside of one (1) hour's drive from the West Chicago Police Station, they will not be required to report for duty upon completion of the training. The Training Coordinator will determine the distance between the training site and the Police Station and advise the Patrol Commander. An officer returning to complete their twelve-hour workday will not be mandated to work overtime but may volunteer to fill overtime. Section 7.2 Posting of Annual Schedule The Employer shall post on or before October 1st of each year, a schedule for shift and vacation bidding for Employees for assignments beginning January 1st of each year. Employees will be expected to work at least eighty (80) hours every two (2) weeks on an eight (8) or ten (10) hour shift and eighty (80) hours every two (2) weeks on a twelve (12) hour shift. This schedule shall provide for shift bidding in t w e l v e (12) or sixteen (16) week blocks, with the schedule showing the shift assignments of work available during the scheduled period, the scheduled days off for each shift, and the required numbers and skill levels of Employees for each shift. Section 7.3 Basic Requirements For Each Schedule Prior to bidding, the Employer's posted schedule shall provide the basic criteria for each shift. Such criteria may provide, among other things, that at least one (1) Employee having six (6) or more years of experience shall be scheduled on each shift; that at least one (1) Employee with specialized breathalyzer training be assigned to the two (2) twelve (12) hour shifts; and that only one (1) Field Training Officer shall be scheduled on a shift during a period of actual function within the field training officer program at any one time. In addition, after offering to and discussing the matter at a labor-management meeting, the Employer may indicate on the schedule any changes or additional specialized skills required for each shift as circumstances warrant. Section 7.4 Less Experienced Officers The Employer shall have the right to assign any probationary Employee during the probationary period to any shift the Employer, in its discretion, deems necessary or desirable for such Employee's education, experience, and professional development, prior to opening the remaining shift assignments for bidding by more senior Employees. Section 7.5 Conclusion Of Bidding Process All bidding for shift assignments will be completed when all assigned Patrol positions are filled. The Employer may thereafter assign shifts to the scheduled officers who have not submitted bids. Thereafter, representatives of the Employer shall review the bid schedule and offer to meet with representatives of the Labor Council to inform them of adjustments in the schedule if required by manpower, experience, or skill requirements or needs. ===== PDF PAGE 21 ===== 10 Section 7.6 Changes If System Unworkable In the event the system of shift assignment and scheduling proves to be unworkable or impractical, the Employer reserves the right to inform the Labor Council, discuss the matter with the Labor Council for up to seven (7) days, and temporarily institute another scheduling approach or system it deems appropriate based upon manpower availability. Thereafter, upon request, the Employer will enter into negotiations with the Labor Council on a new, more permanent scheduling system. If agreement on a new, more permanent system cannot be reached within thirty (30) days from the beginning of such negotiations, then the parties agree that their impasse may be submitted to interest arbitration as provided in Article 20 of this Agreement. Section 7.7 Specialized Work Units Notwithstanding any other provision of this Agreement, the Employer may create specialized work units and adjust the work schedules of Employees assigned to these units to meet the needs of such units; however, work schedules shall not be changed solely to avoid overtime. The Employer will seek volunteers for these units; however, the Chief retains the right to determine the necessary staffing for these units. Section 7.8 Canine Unit Compensation Plan Officers assigned as the Department's Canine Officer will receive a stipend of one (1) hour of straight-time pay (at the Officer's then-current rate of pay, non-pensionable) for each day scheduled to work per pay period. A scheduled workday for purposes of this section is defined as a day the Canine Officer is scheduled to work or is attending training on behalf of the department. The Canine Officer will also receive the stipend of one (1) hour of straight pay for sick leave, unplanned bereavement leave, and pre-approved time off. Canine Officer Benefits will only be provided to an active Canine Officer as defined in the Department's policies. The Department's Canine Officer will work ten (10) continuous hours from 4:00 P.M. to 2:00 A.M. The normal pay period shall be eighty-eight (88) hours during the fourteen (14) day period. The Canine Officer's schedule is subject to change based on departmental needs or at the discretion of the Chief of Police. Section 7.9 School Resource Officers During individual days and extended breaks from school, when School Resource Officers are not required or requested by District Administration to work at school, they shall report to the Investigations Sergeant for duty. The School Resource Officers will work their regularly scheduled hours. School Resource Officers may be used to supplement the Patrol Division with the approval of the Investigations Sergeant. During times when School Resource Officers are used to supplement the Patrol Division, they shall work their normally scheduled hours and are not subject to shift minimums for the Patrol Division. They shall be treated as Detectives for the purpose of calculating overtime as well as requesting leave time. ARTICLE 8 - GRIEVANCE PROCEDURE Section 8.1 Definition A "grievance" is defined as a dispute or difference of opinion raised by an Employee or the Labor Council against the Employer involving an alleged violation or misapplication of an express provision of this Agreement. ===== PDF PAGE 22 ===== 11 Section 8.2 Procedure A grievance filed against the Employer shall be processed in the following manner: Step 1: Any Employee and/or Steward who has a grievance shall submit the grievance in writing to the Employee's immediate supervisor (in most cases, the sergeant in charge), specifically indicating that the matter is a grievance under this Agreement. The grievance shall contain a complete statement of the facts, the provision or provisions of this Agreement which are alleged to have been violated, and the relief requested. All grievances must be presented no later than five (5) business days from the date of the occurrence of the matter giving rise to the grievance or within five (5) business days after the Employee, through the use of reasonable diligence, could have obtained knowledge of the occurrence of the event giving rise to the grievance. The immediate supervisor shall render a written response to the grievant within five (5) business days after the grievance is presented. Step 2: If the grievance is not settled at Step 1 and the Employee, or the Labor Council if a Labor Council grievance, wishes to appeal the grievance to Step 2 of the grievance procedure, it shall be submitted in writing to the appropriate Commander within five (5) business days after receipt of the Employer's response in Step 1, or within five (5) business days of the time when such answer would have been due. The grievance shall specifically state the basis upon which the grievant believes the grievance was improperly denied at the previous step in the grievance procedure. The Commander shall investigate the grievance and, in the course of such investigation, shall offer to discuss the grievance with the grievant and an authorized business representative, if one is requested by the Employee, within five (5) business days of its receipt by the Commander, at a time mutually agreeable to the parties. If no settlement of the grievance is reached, the Commander shall provide a written response to the grievant, or to the Labor Council, if a Labor Council grievance, within five (5) business days following their meeting or within ten (10) business days of its receipt if no meeting is requested. Step 3: If the Grievance is not settled at Step 2 and the Employee, or the Labor Council if a Labor Council grievance, wishes to appeal the grievance to Step 3 of the grievance procedure, it shall be submitted in writing designated as a "grievance" to the Chief of Police within five (5) business days after receipt of the Employer's response in Step 2, or within five (5) business days of the time when such response would have been due. The grievance shall specifically state the basis upon which the grievant believes the grievance was improperly denied at the previous step in the grievance procedure. The Chief of Police or his designee shall investigate the grievance and, in the course of such investigation, shall offer to discuss the grievance within five (5) business days with the grievant and an authorized Labor Council representative, if one is requested by the Employee, at a time mutually agreeable to the parties. If no settlement of the grievance is reached, the Chief of Police or designee shall provide a written response to the grievant, or to the Labor Council if a Labor Council grievance, within five (5) business days following their meeting, or within ten (10) business days of its receipt by the Chief if no meeting is requested. Step 4: If the grievance is not settled at Step 3 and the Labor Council desires to appeal, it shall be referred by the Labor Council in writing to the City Administrator within five (5) business days after receipt of the Employer's response in Step 3. Thereafter, the City Administrator or his designee and the Chief of Police or other appropriate individual(s) as desired by the City Administrator shall meet with the grievant, the Steward involved and a Labor Council ===== PDF PAGE 23 ===== 12 representative or another representative if desired by the Employee, within five (5) business days of receipt of the Labor Council's appeal, if at all possible. If no agreement is reached, the City Administrator or designee shall submit a written response to the Labor Council within five (5) days following the meeting. Section 8.3 Arbitration If the grievance is not settled in Step 4 and the Labor Council wishes to appeal the grievance from Step 4 of the grievance procedure, the Labor Council may refer the grievance to arbitration, as described below, within ten (10) business days of receipt of the Employer's written response as provided to the Labor Council at Step 4: The Parties shall attempt to agree upon an arbitrator within five (5) business days after receipt of the notice of referral. In the event the Parties are unable to agree upon the arbitrator within said five (5) business day period, the Parties shall jointly request the Federal Mediation and Conciliation Service to submit a panel of five (5) arbitrators. Each Party retains the right to reject one panel in its entirety and request that a new panel be submitted. Both the Employer and the Labor Council shall have the right to strike two (2) names from the panel. The Party referring the grievance to arbitration shall strike the first two (2) names; the other Party shall then strike two (2) names. The person remaining shall be the arbitrator. The arbitrator shall be notified of his/her selection and shall be requested to set a time and place for the hearing, subject to the availability of Labor Council and Employer representatives. The Employer and the Labor Council shall have the right to request the arbitrator to require the presence of witnesses or documents. The Employer and the Labor Council retain the right to employ legal counsel. The arbitrator shall submit his/her decision in writing within thirty (30) calendar days following the close of the hearing or the submission of briefs by the Parties, whichever is later. More than one grievance may be submitted to the same arbitrator if both Parties mutually agree in writing. The fees and expenses of the arbitrator and the cost of a written transcript, if any, shall be divided equally between the Employer and the Labor Council; provided, however, that each Party shall be responsible for compensating its own representatives and witnesses. Section 8.4 Limitations on Authority of Arbitrator The arbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract from the provisions of this Agreement. The arbitrator shall consider and decide only the question of fact as to whether there has been a violation, misinterpretation, or misapplication of the specific provisions of this Agreement. The arbitrator shall be empowered to determine the issue raised by the grievance as submitted in writing at Step 2. The arbitrator shall have no authority to make a decision on any issue not so submitted or raised. The arbitrator shall be without power to make any decision or award which is contrary to or inconsistent with, in any way, applicable laws, or of rules and regulations of administrative bodies that have the force and effect of law. The arbitrator shall not in any way limit or interfere with the powers, duties, and responsibilities of the Employer under law and applicable court decisions. Any decision or award of the arbitrator rendered within the limitations of this Section 8.4 shall be final and binding upon the Employer, the Labor Council, and the Employee covered by this Agreement. Section 8.5 Time Limit For Filing No grievance shall be entertained or processed unless it is submitted at Step 1 within five (5) business days after the occurrence of the event giving rise to the grievance or within five (5) business days after the Employee, through the use of reasonable diligence, could have obtained knowledge of the ===== PDF PAGE 24 ===== 13 occurrence of the event giving rise to the grievance. A "business day" is defined as a calendar day excluding Saturdays, Sundays, and holidays recognized by the Employer. If a grievance is not presented by the Employee or the Labor Council within the time limits set forth above, it shall be deemed "waived" and may not be pursued further by the Employee or the Labor Council. If a grievance is not appealed to the next step within the specified time limit or any agreed extension thereof, it shall be considered settled on the basis of the Employer's last response. If the Employer does not respond to a grievance or an appeal thereof within the specified time limits, the aggrieved Employee and/or the Labor Council may elect to treat the grievance as denied at that step and immediately appeal the grievance to the next step. Section 8.6 Time Off The grievant and one (1) Labor Council representative, or a Labor Council representative if a Labor Council grievance, shall be compensated at straight time to participate in the Step 3 or 4 meetings if the meetings are conducted on scheduled shift time. No other time spent on grievance matters shall be considered time worked for compensation purposes. Section 8.7 Discipline The Chief of Police shall have disciplinary authority: A. to discharge Employees under his command or to issue disciplinary suspensions to Employees. Such disciplinary action shall be deemed final, subject only to an appeal of the disciplinary action through the grievance procedure. The arbitrator retains the right to nullify or otherwise alter the discipline as well as require back pay and restore benefits if it so chooses; and B. to place an Employee on paid or unpaid administrative leave pending an investigation for such time as is necessary to complete the investigation. If the Employee is placed on unpaid administrative leave, such leave shall not exceed one hundred and fifty (150) . calendar days, except in cases where the Employee is the target of a criminal investigation. After one hundred and fifty (150) calendar days, except in cases where the Employee is the target of a criminal investigation, the Employee shall be placed back on paid administrative leave until the investigation is completed and Notice of Charges has been provided and discipline issued. Such disciplinary action shall not be deemed final until the investigation to which it relates is completed, at which time the Employee shall have the right to appeal said disciplinary action, including any unpaid administrative leave implemented through the grievance procedure with respect to the disciplinary action, including discharge. Such unpaid administrative leave shall be considered disciplinary action and shall be made part of any grievance initiated and processed under Article 8. For example, if the Department places a covered member on unpaid administrative leave for thirty (30) scheduled days of work, and after the investigation is completed, issues a ten (10) days of work suspension for alleged violation(s), the Employer owes the covered member twenty (20) days of work back pay, along with any lost fringe benefits, provided the member does not grieve the discipline. If the discipline is grieved, the member will be compensated once the grievance process is completed. Nothing in this paragraph shall prevent the Labor Council and the City from arriving at discipline by mutual agreement of the Labor Council and the City. The arbitrator retains the right to nullify or otherwise alter the discipline, as well as to require back pay and restore benefits, if the Arbitrator or a court of competent jurisdiction determines. All unpaid administrative leave successfully claimed or awarded under the grievance procedure as being compensable to the Employee as back pay shall be paid by the City after the grievance arbitration or disciplinary ===== PDF PAGE 25 ===== 14 proceeding becomes final. If an Employee elects to file a grievance as to any discipline imposed that involves a suspension or discharge, the grievance shall be processed in accordance with Article 8 of this Agreement, except that it shall be filed at Step 3 of the procedure. ARTICLE 9 - NO STRIKE NO LOCKOUT Section 9.1 No Strike Neither the Labor Council nor any Employees or their agents will instigate, promote, sponsor, engage in, or condone any strike, sympathy strike, secondary boycott, slowdown, speed up, sit-down, concerted stoppage of work, concerted refusal to perform overtime, concerted, abnormal and unapproved mass resignations, mass absenteeism, or picketing which in any way results in the interruption or disruption of the operations of the Employer, regardless of the reason for so doing. Any or all Employees who violate any of the provisions of this Article may be discharged or otherwise disciplined by the Employer with normal appeal and hearing rights as mutually agreed upon elsewhere in this Agreement. Each Employee who holds the position of officer or steward of the Labor Council occupies a position of special trust and responsibility in maintaining and bringing about compliance with the provisions of this Article. In addition, in the event of a violation of this Section of this A1iicle the Labor Council agrees to inform its members of their obligations under this Agreement and to direct them to return to work. Section 9.2 No Lockout The Employer will not lock out any Employees during the term of this Agreement as a result of a labor dispute with the Labor Council. Section 9.3 Penalty The only matter that may be made the subject of a grievance concerning disciplinary action imposed for an alleged violation of Section 9.1 is whether or not the Employee actually engaged in such prohibited conduct. The failure to confer a penalty in any instance is not a waiver of such right in any other instance, nor is it a precedent. Section 9.4 Judicial Restraint Nothing contained herein shall preclude the Employer or the Labor Council from obtaining judicial restraint and damages in the event the other Party violates this Article. ===== PDF PAGE 26 ===== 15 ARTICLE 10 – HOLIDAYS Section 10.1 Holidays Employees shall receive eight (8) hours' pay, whether they are working or not, for each of the following holidays: New Year's Day President's Day Independence Day Columbus Day Thanksgiving Day Martin Luther King Jr.'s Birthday Memorial Day Labor Day Veterans' Day Christmas Day Employees scheduled to work on a holiday who are approved to take that day off must use accrued time from their leave bank. If an Employee is not scheduled to work or takes approved leave time, he may choose to add these eight (8) hours to their compensatory time bank in lieu of pay. Section 10.2 Holiday Pay And Work Requirements Employees working their entire scheduled shift, regardless of shift length, on a holiday (listed in Section 10.1) shall receive an additional twelve (12) hours of straight time pay. The additional twelve (12) hours may be placed into their compensatory bank in lieu of pay at the employee's option. Employees who do not work the holiday, or who only work part of a scheduled shift, shall receive eight (8) hours of straight time pay, which they may choose to place in their compensatory bank in lieu of pay. For example: For Employees Working an Entire Shift Scheduled shift hours (straight time) Holiday Pay Hours (Straight time) Total Compensation (In straight time hours) 8 hours 12 hours 20 hours 10 hours 12 hours 22 hours 12 hours 12 hours 24 hours For Non-Working Employees Scheduled shift hours (straight time) Holiday Pay Hours (Straight time) Total Compensation (In straight time hours) 0 hours 8 hours 8 hours Employees scheduled to work on a holiday who are approved to take time off on that day must use accrued time from their leave bank for all scheduled shift hours not worked. To be eligible for holiday pay when scheduled to work on the holiday, an Employee must work their regularly scheduled day before and after the holiday, in addition to the holiday, when scheduled as part of their normal work schedule. A regularly scheduled workday is defined as a workday the Officer is assigned to work and expected to work, not a pre-arranged day off, whether it's comp, vacation, or any other accrued time off. If an Employee is absent from work on the day before or the day after a holiday, the Employee will not receive holiday pay until an excusable absence is established ===== PDF PAGE 27 ===== 16 to the Chief's satisfaction. An Employee not scheduled to work on a holiday who does work on the holiday shall receive pay equal to two (2) times the Employee's regular straight-time hourly rate of pay for the actual hours worked on the holiday. An Employee ordered to work beyond his regularly scheduled shift or carry over due to an assignment on the holiday shall receive pay at two (2) times the Employee's regular straight-time hourly rate of pay for all such unscheduled hours worked. Section 10.3 Floating Holiday Employees shall receive one (1) eight (8) hour floating holiday on January 1st per fiscal year, and said day must be used by the end of the fiscal year and may not be carried over to subsequent years, unless an Employee is in their first year of employment and was hired after July 1st. Until December 31, 2028, employees shall receive one (1) extra eight (8) hour floating holiday which was previously allowed not by contract but under the City’s personnel policy manual if the City gives that day for all other City employees. If the City does not, it will not be given to union employees. This practice will stop on January 1, 2029 following which union employees will not receive the extra days regardless of whether other City employees receive them under the personnel policy manual. If a carry-over is permitted, the day(s) carried over must be used within the first six (6) months of the new fiscal year. A floating holiday must be taken in at least one-half (1/2) day/shift increments, with the number of hours dependent on the impacted Employee's shift length. The Chief of Police or their designee may refuse such leave for good cause and must be scheduled at least three (3) weekdays in advance unless the Chief of Police or designee approves a shorter notice. For purposes of this Section and other accrued leave time sections throughout the Agreement, "dependent on the impacted Employee's shift length" refers to the number of shift hours an Employee is assigned. Said approval shall not be unreasonably denied. An Employee terminated before the end of the probationary period will not be paid for floating holidays. In addition, if the City keeps the current safety day policy in place and an employee is eligible for a safety day, until December 31, 2028, the employee may accrue and use safety days in accordance with the City’s personnel policy manual that was effective May 2023. After January 1, 2029, union employees will not receive safety days under the personnel policy manual. Further, in the event the City maintains the current personnel policy language about the Retirement Vacation Leave Policy, employees qualifying for retirement vacation leave under that policy who were hired before January 1, 2013, with 19 or more years of completed full time service who provide irrevocable notice of retirement will qualify for vacation leave under that policy until December 31, 2028. This practice will stop on January 1, 2029, following which union employees will not receive retirement vacation leave under any City policy regardless of whether other City employees receive them under the personnel policy manual. Nothing in this paragraph will be construed as limiting the City’s ability to repeal the extra floating holiday, safety days or retirement leave during the term of this contract. However, if the City keeps the policies in place, these three additional benefits will be extended to union employees until December 31, 2028. ARTICLE 11 - LAYOFF AND RECALL Section 11.1 Layoff The Employer, in its discretion, shall determine whether layoffs are necessary. If it is determined that layoffs are necessary, Employees covered by this Agreement will be laid off in accordance with their length of service as provided in Illinois Statutes, Ch. 24 §10-1-38.1, as it exists on ===== PDF PAGE 28 ===== 17 January 1, 1986. An Employee subject to layoff will be paid all accumulated vacation leave benefits. Laid off Employees and their dependents will be eligible to continue as participants in the Employer's group health plan at their own expense to the extent required by federal law. A notice of potential benefits will be sent to the Employee and any dependents covered by the group health plan by the Employer. Section 11.2 Recall Employees who are laid off shall be placed on a recall list for a period of two (2) years. If there is a recall, Employees who are still on the recall list shall be recalled, in the inverse order of their layoff, provided they are fully qualified to perform the work to which they are recalled without further training. Employees who are eligible for recall shall be given ten (10) calendar days' notice. Notice of recall shall be sent to the Employee by certified or registered mail, with a copy to the Labor Council. The Employee must notify the Chief of Police or his designee of his intention to return to work within three (3) calendar days after receiving notice of recall. The Employer shall be deemed to have fulfilled its obligations by mailing the recall notice by certified mail, return receipt requested, to the mailing address last provided by the Employee; it is the Employee's obligation and responsibility to provide the Chief of Police or his designee with his latest mailing address. If an Employee fails to timely respond to a recall notice, their name shall be removed from the recall list. ARTICLE 12 - VACATIONS Section 12.1 Eligibility And Accrual Employees shall start to accrue vacation time as of their date of hire, but it may not be used during their first twelve (12) months of employment with the City. Vacation accruals shall be posted in the following month after they are earned, and shall be based on the following schedule: Years of Service Hours per Month Hours per Year 0-5 Years 6.667 80 5 Years & one day- 11 Years 10.000 120 11 Years & one day- 17 Years 13.334 160 17 Years & one day or more 16.667 200 Employees shall accrue vacation time for any calendar month in which they receive compensation for more than eighty (80) hours of regularly scheduled work or approved paid leave time. Officers hired under the City's Lateral Transfer Program will be placed on the vacation accrual schedule by the Chief of Police or his/her designee, based on their years of work experience and background. Once the Lateral Transfer Officer is placed on the vacation accrual schedule, they will follow the schedule for the remainder of their employment. (For example, Lateral Hire is given three (3) weeks of vacation when hired; they will not receive the ===== PDF PAGE 29 ===== 18 additional week of vacation (4 total weeks) until they have been employed by the City for eleven (11) years and one (1) day. Employees may carry over vacation time from one (1) fiscal year to the next without limit, provided, however, that: (1) The Employee uses at least sixty (60) hours of vacation time per fiscal year; and (2) No more than the Employee's annual vacation accrual amount will be compensated at straight time pay at the time his employment ends with the City, regardless of whether the City or Employee ends it; and (3) Starting in 2027, employees may only accrue up to twice their annual earning potential, capped at an absolute maximum of 480 hours in their vacation bank. Any officer who, prior to the effective date of this Agreement, has a balance exceeding either 480 hours or twice their annual accrual limit will be grandfathered at their current balance, which becomes their personal maximum cap. These officers cannot add additional hours to this bank and must use any hours earned in excess of their personal cap by the end of each calendar year. If a grandfathered officer uses more vacation time in a year than they accrue, their personal maximum cap shall be permanently reduced by the exact number of hours used in excess of that year's accrual. This downward adjustment will continue each year until the officer's personal maximum cap reaches either 480 hours or twice their annual accrual limit (whichever is lower), which will then become their permanent maximum cap. Section 12.2 Vacation Pay The rate of vacation pay shall be the Employee's regular straight time rate of pay. Vacation days may be taken in increments of less than a half-day/shift, at the discretion of the Chief of Police, with the number of hours depending on the impacted Employee's shift length. Section 12.3 Scheduling And Accrual Earned vacation time shall be scheduled by the Employer in accordance with Employer service needs and, if possible, the Employee's desires. On or before October 1st, when the shift schedule is released, the Commander or his designee shall post a schedule of days available for vacation during the twelve-month period beginning each January 1st. The Employees on each shift shall then select their vacation preferences on the same day they are scheduled to bid for their next year's work schedule in the order of their seniority, with the most senior Employee having first choice, the next most senior Employee having second choice, and so on. At this time, Employees may schedule no less than one (1) week of vacation at a time and no more than their annual accrual amount. The vacation periods requested pursuant to this procedure shall be submitted on the Officer's assigned day of bidding, with the hard copy written request submitted to the Commander or his designee for approval. The Commander or his designee shall review the requests and post a vacation schedule on or before December 1st. After the vacation schedule has been established, any remaining vacation days ("floating" vacation days) shall be approved on a first-come, first-served basis. Requests for a floating vacation day must, absent an emergency, be submitted at least two (2) full days in advance of the date sought. The Chief of Police or their designee may refuse such leave for good cause. Requests for two (2) or more consecutive days of floating vacation must be submitted to the Employee's immediate supervisor and can be ===== PDF PAGE 30 ===== 19 taken only with his authorization. No vacation days may be taken without prior notice to and approval of the Chief of Police or designee. • Section 12.4 Employee Emergency Where a vacation day is needed for emergency reasons, such as an unexpected family illness, the Employee will notify the Employer as soon as possible. If the Employer can arrange suitable coverage for the Employee's work, the Employee will be granted the requested day(s) off as vacation days, provided the Employee has the requisite number of approved vacation days. Section 12.5 Accumulation Vacation time shall not accrue during any layoff or unpaid leave of absence. Section 12.6 City Emergency In case of an emergency, the City Administrator or Chief of Police may cancel and reschedule any or all approved vacation leaves in advance of the vacations being taken, and/or recall any Employee from vacation in progress. ARTICLE 13 - PERSONAL DAYS AND SICK LEAVE Section 13.1 Purpose of Sick Leave Sick leave with pay is provided as a benefit in recognition that Employees do contract various illnesses from time to time and that their financial resources may be diminished in such instances if pay is discontinued, and that it may not be in the best interest or health of the Employee or fellow Employees for them to work while sick. To the extent permitted by law, sick Employees are expected to remain at home unless hospitalized, visiting their doctor, following reasonable instructions for care, or caring for an seriously ill member of the immediate family. Section 13.2 Probationary Personnel All Employees shall be eligible to take sick leave after completing six (6) months of employment with the Employer. Employees shall accrue sick leave upon their date of hire, but may not use it until after successful completion of six (6) months of employment with the Employer. Unpaid sick leave taken during the first six (6) months of the probationary period will not reduce an Employee's seniority under Section 1.6. Section 13.3 Use of Sick Leave Sick leave may be used for non-service connected sickness or disability, or for caring for an ill or injured family member who is in the Employee's immediate family (defined as the Employee's legal spouse, children, step-children, parents, parents of spouse, step-parents, brothers, and sisters and family members under the officer's care). Section 13.4 Days Earned In Accumulation Employees shall earn eight (8) hours of sick leave for each calendar month of service. Sick leave shall be earned by an Employee for any calendar month in which the Employee is compensated for more than eighty (80) hours of work. Sick leave used shall reduce accrued sick leave by an equal amount. Unused sick leave credit will be carried over from year to year. Such leave cannot be taken before it is earned. ===== PDF PAGE 31 ===== 20 Section 13.5 Notification Notification of absence due to sickness shall follow current Department policy and be given as soon as possible on the first day of such absence and every day thereafter (unless this requirement is modified or waived by the Chief), but no later than one (1) hour before the start of the Employee's work shift unless it is shown that such notification was impossible. Failure to properly report an illness may be considered an absence without pay and may also subject the Employee to discipline. Section 13.6 Medical Examination The Employer may require a written certification from a physician indicating the nature of the illness, injury, or disability and containing a statement that the Employee has been examined and a determination of his ability to return to work, for an employee’s absence of more than two (2) consecutive days due to illness, injury, or disability. The Employer may require the Employee to provide his job description to his doctor to assist in determining the Employee's ability to perform the essential functions of the job. Employees with less than ninety-six (96) hours of sick leave must provide a physician's note upon the Employer's request prior to returning to work, beginning with the fifth (5th) sick leave occurrence and every subsequent occurrence in any given calendar year. If an employer suspects abuse of sick leave as defined in section 13.7, the employer may request a physician's note for a one-day absence. In lieu of a physician's note, the employee may provide a note from a Medical Doctor, Dentist, Nurse Practitioner (NP), Physician’s Assistant (PA), or Doctor of Osteopathy (DO). Section 13.7 Abuse Of Sick Leave Abuse of sick leave is a serious matter that may subject an Employee to discipline. The Labor Council shall work with the Employer in making an effort to correct the abuse of sick leave wherever and whenever it may occur, but the employer is not required to engage in an effort to correct abuse prior to imposing discipline. A pattern of abuse may include, but is not limited to, taking sick days between vacation days, or repeatedly taking a sick day prior to or following a training day or if an employee has been denied time off and then calls in sick for their shift, they will be required to provide medical documentation of the illness and may face disciplinary action. The employer reserves the right to request documentation regarding suspected abuse. Abuse of sick leave, even in the absence of a pattern, may constitute just cause for discipline pursuant to the discipline policy. Section 13.8 Sick Leave Utilization Sick leave must be used in no less than one (1) hour increments. Section 13.9 Sick Leave Buy Back At the Employee's retirement, the Employee will be paid eight (8) hours' pay for each thirty-two (32) hours' sick leave time earned and not taken, up to a maximum of five hundred (500) hours (e.g., an Employee with two-thousand five hundred (2,500) hours of sick leave will only be paid for five hundred (500) hours. For purposes of this Section, retirement is defined as any Employee having twenty (20) years or more of employment service with the City, and who will receive retirement pension payments from the West Chicago Police Pension Fund. Effective January 1, 2024, an employee who participates in the VEBA 115 Plan will have their sick leave buy-back deposited into the VEBA account. ===== PDF PAGE 32 ===== 21 Section 13.10 Personal Days The Employer and the Labor Council recognize that there are times when Employees have personal business that requires absence from work but does not meet the criteria for sick leave, floating holidays, or vacation time. To allow for these absences, without encouraging sick leave time abuse or vacation time depletion, the Employee shall be eligible to earn personal days based on sick leave time use, as provided in Section 13.11. Section 13.11 Personal Day Earning And Use Employees shall accrue eight (8) hours of personal day leave with straight-time pay on January 1st each fiscal year. In addition, Employees may earn an additional eight (8) hours of straight- time pay for each fiscal quarter (i.e., January-March, April-June, July-September, and October- December) in which such an Employee does not use any sick time. Employees on probation shall earn personal days but may not take them until after twelve (12) months have been completed. All accrued paid leave, except sick time, will count toward earning personal days; taking unpaid leave or a suspension will prevent an Employee from earning a personal day in that fiscal quarter. The Employee shall not be required to provide a reason for taking a personal day. The Chief of Police or his designee may refuse such leave for good cause. Personal days must be taken in at least one- half (½) shift increments, with the number of hours depending on the impacted Employee's shift length. Personal days may be taken in increments of less than a half-day/shift, at the discretion of the Chief of Police, with the number of hours depending on the impacted Employee's shift length. Section 13.12 Personal Day Accumulation Non-probationary Employees may accumulate up to forty (40) hours of personal day leave time. The time earned, but not taken, may be carried over from year to year. Employees will not be paid for any time accrued as personal days upon separation from the Employer. Excluding the personal day granted each January 1st, Employees may not accumulate personal day leave while on Workers' Compensation leave. ARTICLE 14 -ADDITIONAL LEAVES OF ABSENCE Section 14.1 Unpaid Leave of Absence An Employee who has exhausted all earned vacation leave, sick leave (if applicable), floating holiday leave, personal days, and compensatory time may request, in writing, an unpaid leave of absence. Any request for an unpaid leave of absence shall be submitted in writing by the Employee to the City Administrator and Chief of Police or their designee as far in advance as practicable. The request shall state the reason for the leave of absence and the approximate length of time off the Employee desires. A leave of absence will not be granted to enable an Employee to try out for or accept employment elsewhere or for self-employment. An Employee who engages in employment elsewhere (including self-employment), while on any leave of absence as provided in this Article, shall be subject to discipline up to and including termination. Authorization for an unpaid leave of absence is at the sole discretion of the City and shall, if granted, be furnished in writing to the Employee by the City Administrator or his designee. Section 14.2 Benefits While on an Unpaid Leave of Absence A. Unless otherwise stated in this Article or otherwise required by law, seniority, and any right or privilege for which seniority is a factor, shall not accrue for an Employee who is on an approved unpaid leave status. Accumulated seniority shall remain in place during ===== PDF PAGE 33 ===== 22 unpaid leave and resume accruing upon the Employee's return to paid status. Unless otherwise stated in this Article, an Employee returning from leave will have his seniority continued after the period of the leave. Upon return, the City will place the Employee in his previous job classification if there is a vacancy; if there is not a vacancy, the Employee will be placed in the first available opening in his job classification. B. If, upon the expiration of an unpaid leave of absence, there is no work available for the Employee or if the Employee could have been laid off according to his seniority except for his leave, he shall go directly on layoff. C. During the approved unpaid leave of absence, all fringe benefits will cease, except that the Employee shall be entitled to coverage under applicable group and life insurance plans to the extent provided in such plan(s); provided the Employee makes arrangements for the change and arranges to pay the entire insurance premium involved, including the amount of premium previously paid by the City. Section 14.3 Leave for an Off-Duty Illness, Injury, or Disability A. In the event an Employee is unable to work, by reason of an off-duty illness, injury or disability, the City may grant an unpaid leave of absence during which time seniority shall not accrue. B. To qualify for such leave, the Employee must report the illness, injury or disability as soon as the illness, injury or disability is known, and thereafter furnish to the Chief of Police or his designee a physician's written statement showing the nature of the illness or injury or state of disability and the estimated length of time that the Employee will be unable to report for work, together with a written application for such leave. Thereafter, during such leave, the Employee shall furnish an updated report each time the Employee meets with his physician. An unpaid leave of absence for illness, non-job-related injury, or disability will under no circumstances be granted until an Employee's entire accrued sick leave bank is first exhausted. C. Before returning from sick leave or an unpaid leave of absence for an injury, illness or disability, or during such leave, the Employee, at the discretion of the City, may be required to have a physical examination by a doctor designated by the City to determine the Employee's capacity to perform work to be assigned. If the City's designated doctor conflicts with the Employee's doctor, a third mutually agreed-upon Doctor of Occupational Health shall be the deciding factor; otherwise, the City's doctor prevails. Section 14.4 Leave for an On-Duty Illness, Injury, or Disability A. The City acknowledges that it must comply with the Illinois Public Employee Disability Act and, in addition, the Illinois Workers' Compensation Act for an illness, injury, or disability that is determined to be compensable in accordance with the Illinois Workers' Compensation Act. B. Before returning from a leave of absence for an on-duty illness or disability, the Employee, at the discretion of the City, may be required to have a physical examination by a doctor designated by the City to determine the Employee's capacity to perform work to be assigned. ===== PDF PAGE 34 ===== 23 C. If the City's designated doctor conflicts with the Employee's doctor, a third mutually agreed upon Doctor of Occupational Health shall be the deciding factor; otherwise, the City's doctor prevails. Any physical examination shall be completed within fourteen (14) calendar days of the City directing the Employee to schedule such, which time frame can be extended by mutual agreement of the Parties, and a request for an extension shall not be unreasonably denied. Section 14.5 Military Leave Military leave shall be granted in accordance with applicable law. Section 14.6 Jury or Witness Duty Leave Employees covered by this Agreement who are required to serve on a jury shall sign their jury duty checks over to the Employer. The Employer shall compensate such Employees, at their regular rate of pay, for each regularly scheduled work hour spent on jury duty, up to eight (8) hours per day. Employees whose shift length exceeds eight (8) hours per day must bridge the difference by either reporting for work or using accrued compensatory leave. If an Employee has no accrued compensatory leave, he shall use other accrued leave (other than sick leave) to bridge the difference. If an Employee has no accrued leave to use, the Employee must report to work. Section 14.7 Bereavement Leave In the event of the death of an immediate family member, the Employee will be granted up to three (3) workdays/shifts of paid bereavement leave. The Department Head or designee may approve an Employee's request for up to two (2) additional days, and if granted, such additional day(s) shall be deducted from the accumulated sick leave or other accrued benefit leave time. For this purpose, "immediate family" shall be defined as the Employee's spouse, party to a domestic/civil union, or any of the following members of either the Employee's or spouse's family: parent (including step), sibling (including half or step), child (including step or adopted), grandparents, grandchild, daughter-in-law, son-in-law, niece or nephew and aunt or uncle. An Employee shall provide satisfactory evidence of the death of a member of the affected family member and the Employee's attendance at the funeral, memorial, or bereavement service if so requested by the City. Bereavement leave shall be taken within thirty (30) calendar days from the date of the death. Section 14.8 Light Duty Employees who are physically unable to perform their normal job duties because of an illness, injury, or disability may be placed on light duty assignment by the Chief of Police, provided that the Employee receives a medical release pursuant to Section 14.3(B.) from his physician or the City's designated physician to the extent permitted by law to perform such assignment. The length of time and circumstances of such light duty shall be within the sole discretion of the Chief of Police, and the Chief of Police, when assigning such light duty, shall be mindful of the Employee's previous work schedule and take it into consideration. ARTICLE 15 WAGES Section 15.I Wages Employees shall be compensated according to the following schedule: ===== PDF PAGE 35 ===== 24 The Employer shall have sixty (60) days following execution of the Collective Bargaining Agreement by both Parties to pay all applicable Employees retroactive pay dating back to January 1, 2026. All hours paid retroactively beginning January 1, 2026, SHALL NOT be applicable to Employees who retired, resigned, or were terminated from their employment between January 1, 2026, and the date upon which this Labor Agreement is executed by both Parties or ordered by an Arbitrator. Section 15.2 Officer In Charge (OIC) Pay OIC pay applies only when there is no Sergeant on a particular shift, and the Officer acts as the OIC. The Officer will be compensated fifty dollars ($50.00) when acting as the OIC between two (2) to eight (8) hours and seventy-five dollars ($75.00) when acting as the OIC for eight (8) hours or more per shift. Per "The Officer in Charge (OIC)" Policy, the Chief of Police or his designee shall determine which individuals may serve as OICs on each shift. All callouts and posted overtime for a Supervisor shall be offered based on seniority from a list comprising current Sergeants and designated OICs. Officer manpower shortages shall be resolved in accordance with Section 6.4. This Section (15.2) shall become effective only upon ratification and execution of the Agreement by both parties. No OIC pay shall be retroactive to a date preceding ratification/execution of this Agreement. Section 15.3 Field Training Officer Benefits All Field Training Officers (FTOs) will be compensated one hundred fifty dollars ($150.00) for every training day completed. A training day for purposes of this Section is defined as a day an FTO is assigned to work in conjunction with a trainee within the framework of the formal Field Training program in use by the Department (currently Steps I-IV of the Sokolove Field Training Model). If the full Field Training Step is completed with no time off by the FTO, the FTO will receive eight (8) hours of Personal time. Unplanned bereavement leave and pre-approved time off will be the only exceptions to this rule. FTO benefits will only be provided to active Field Training Officers as defined in the Department’s Policies. Section 15.4 Placement On Wage Schedule Effective January 1, 2026, Employees shall be placed on the Wage Schedule set forth in Appendix B to this Agreement. New Employees shall be placed on the wage schedule as determined 3.25% 4.50% 4.25% 1/1/2025 1/1/2026 1/1/2027 1/1/2028 Step 1 74,033.00 $ 76,439.07 $ 79,878.83 $ 83,273.68 $ A 82,259.00 $ 84,932.42 $ 88,754.38 $ 92,526.44 $ B 86,987.00 $ 89,814.08 $ 93,855.71 $ 97,844.58 $ C 91,990.00 $ 94,979.68 $ 99,253.76 $ 103,472.05 $ D 97,280.00 $ 100,441.60 $ 104,961.47 $ 109,422.33 $ E 102,873.00 $ 106,216.37 $ 110,996.11 $ 115,713.44 $ F 108,789.00 $ 112,324.64 $ 117,379.25 $ 122,367.87 $ G 115,044.00 $ 118,782.93 $ 124,128.16 $ 129,403.61 $ H 121,657.00 $ 125,610.85 $ 131,263.34 $ 136,842.03 $ ===== PDF PAGE 36 ===== 25 appropriate by the City based upon their previous work experience and background. Section 15.5 Movement Through Wage Schedule Employees shall move through the wage schedule based on the performance evaluation received by the officer prior to December 31st of each year. Employees who receive a "meets standards" evaluation or better shall move forward one letter level. Employees who receive a "below standards" evaluation shall not proceed to the next letter level. During the first twelve (12) months of employment, an Employee shall only move across the wage schedule at the same letter level on the January pt following their hire and shall only move forward one letter level after twelve (12) months of employment and if they receive a "meets standards" evaluation or better. The evaluation period each year shall begin on December 1st and conclude on November 30th. After twelve (12) full months of employment, they shall follow the same movement as longer-tenured Employees. Example: A Lateral Transfer officer who is hired on March 1, 2026, and begins at step C. On January 1, 2027, the officer will remain at step C. On March 1, 2027, the Officer will move to step D. Then, on January 1, 2028, the officer will move to step E. All assuming the Officer receives a "meet standards" or better on his evaluation. If an Officer is placed on a Performance Improvement Plan (PIP) and meets standards or better by the six (6) month evaluation review, the Officer will then receive the applicable COLA increase in the next full pay period for the applicable year. Section 15.6 Recourse The Employer's evaluation of Employees may not be arbitrary and capricious. Employees may challenge their evaluation through the grievance procedure; however, if a grievance involving this subject matter cannot be resolved prior to Step 4, the Labor Council may proceed to Step 4 in an attempt to resolve the dispute. Any request to proceed to arbitration shall be determined solely by the Labor Council. To prevail before an arbitrator, the Labor Council must establish that the Employee's evaluation was arbitrary and capricious. Section 15.7 Longevity Pay Officers who have reached their ten (10) year anniversary will receive a one percent (1%) non- pensionable bonus calculated from their current rate of pay, effective the next full pay period after the officer reaches their ten (10) year anniversary. The officer will receive that bonus each year after his/her ten (10) year anniversary and continuing. Section 15.8 Bilingual and Sign Language Stipend Effective upon the execution of this Agreement, the City shall provide a bilingual stipend of seven hundred dollars ($700.00) per fiscal year to any Officer who demonstrates fluency and operational proficiency in a spoken second language or American Sign Language (ASL) beneficial to Department operations, as determined by the Chief of Police. This stipend shall be paid in two (2) three-hundred-fifty-dollar ($350.00) installments on the first payroll that occurs in the month of January and the first payroll that occurs in the month of July of each year. To qualify for and maintain this stipend, the Officer must successfully pass an objective, independent proficiency examination administered by a third-party testing agency approved by the City (such as ACTFL ===== PDF PAGE 37 ===== 26 or Alta Language Services) at a performance level demonstrating conversational and law enforcement operational proficiency. Sign language proficiency must be verified by a recognized state or national certifying body. Initial and recertification testing shall be conducted off duty and at the City's expense. Officers must recertify their proficiency every two (2) years to remain eligible for the payment. This stipend shall not alter an Officer's base hourly rate of pay, shall not be included in pension-eligible earnings, and is strictly non-pensionable. ARTICLE 16 - QUARTERMASTER ALLOWANCE AND CLOTHING REIMBURSEMENT Section 16.1 Quartermaster Allowance Employees who are required to wear and regularly and continuously maintain prescribed items of uniform clothing and personal equipment per the "Uniform Regulations Policy" issued on March 20, 2017 shall be issued same by Employer, as necessary, but shall be required to clean and maintain such items properly and will be responsible for their return in good condition, less normal depreciation and destruction in the course of employment. Section 16.2 Clothing Allowance Effective upon the execution of the Collective Bargaining Agreement by both Parties, the City shall provide to each Detective a clothing allowance of seven hundred dollars ($700.00) per fiscal year and to each School Resource Officer a clothing allowance of four hundred dollars ($400.00) per fiscal year. The clothing allowance for a Detective shall be paid in two (2) three-hundred-fifty-dollar ($350.00) installments on the first payroll that occurs in the month of January and the first payroll that occurs in the month of July of each year. The clothing allowance for an SRO shall be paid in two (2) two-hundred-dollar ($200.00) installments on the first payroll that occurs in the month of January and the first payroll that occurs in the month of July of each year. The type of clothing required to be worn while on duty shall be determined by the Chief of Police or his designee. All personnel receiving this allowance are required to maintain at least one (1) complete, standard department duty uniform for emergency mobilization or temporary reassignments. If a Detective or SRO is temporarily reassigned to standard patrol duties for a continuous period exceeding thirty (30) calendar days, the City will provide standard department-issued apparel for the duration of that specific patrol assignment. In addition, within reason and approved by the Chief of Police or his designee, the City will repair or replace, as necessary, an officer’s glasses, contact lenses, dentures, and other items of personal property or clothing necessary to the performance of the officer’s duties where such property is damaged, destroyed, or stolen in the course of the performance of such duties, except where the officer was negligent. The City's obligation to replace an item is limited to providing a structurally similar item of equivalent age and condition or paying the depreciated market value of the item at the time of damage. In cases of negligence, the City shall specifically identify to the officer all reasons known at the time the determination of negligence was made. ===== PDF PAGE 38 ===== 27 ARTICLE 17 - INSURANCE Section 17.1 Coverage The City will provide health and dental insurance coverage similar to the existing policies, except as otherwise stated in this Article. Employee coverage will begin on the first day of employment Employee coverage terminates on the last day of his employment, unless he decides to continue health insurance through the City's plan at the current applicable premiums for that Plan year, to be paid by the Employee. The Employer may change carriers, benefits, adopt a PPO plan, or self- insure as it deems appropriate, so long as the basic level of insurance benefits remains the same, except the Employer may make the following changes to the PPO Plan: A. Increase the deductible for single coverage to $300 and family coverage to $800 per benefit plan year B. Change co-insurance for participating PPO providers in the network to eighty (80) percent and change co-insurance for non-participating PPO providers to seventy (70) percent for out-of-network. Section 17.2 Cost Beginning the first full month following execution of the Collective Bargaining Agreement by both Parties, the following cost-sharing provisions shall be applicable for Employees participating in an approved medical insurance program offered by the Employer: The Employer will pay one hundred percent (100%) of the premium for both single and family dental care coverage through an approved insurance carrier(s). 2026 2027 2028 Employer Share Employee Share Employer Share Employee Share Employer Share Employee Share Plan/Tier 88 12 87 13 86 14 HMO Single 88 12 87 13 86 14 HMO S + 1 88 12 87 13 86 14 HMO Family 88 12 87 13 86 14 PPO Single 88 12 87 13 86 14 PPO S + 1 88 12 87 13 86 14 PPO Family 88 12 87 13 86 14 On December 31, 2026, the City and Union agree to increase the Employee share of the health insurance premium to 13% for all City-provided health insurance plans/options beginning in the 2027 fiscal year and 14% beginning in the 2028 fiscal year. Any employee opting out of the City’s insurance coverage shall be receive the benefits offered per City policy. Section 17.3 Cost Containment The Employer reserves the right to institute cost containment measures related to insurance coverage, so long as the basic level of insurance benefits remains substantially the same. Such changes may ===== PDF PAGE 39 ===== 28 include, but are not limited to, mandatory second opinions for elective surgery, pre-admission and ongoing admission reviews, a prohibition on weekend admissions except in emergency situations, and mandatory outpatient elective surgery for certain designated surgical procedures. Section 17.4 Life Insurance The Employer shall provide all Employees with life insurance coverage equal to the Employee's base salary. The Employer will pay one hundred percent (100%) of the cost of this insurance premium. The Employer shall also provide life insurance coverage for all Employees' spouses and for all dependents at the coverage amounts approved by the Insurance Cooperative of which the Employer is a member. This coverage shall continue as long as life insurance is available to the Employer at reasonable rates. Section 17.5 Killed In The Line Of Duty The Employer shall defray all remaining reasonable funeral and burial expenses which are not paid from some other source for any bargaining unit member killed in the line of duty, to a maximum of $5,000. Section 17.6 VEBA 115 Plan The City shall maintain a retirement health savings plan for Employees. This VEBA 115 Plan is funded entirely by Employee contributions. The specific contribution amounts to the VEBA 115 Plan shall be determined at the sole discretion of the FOP Membership, in compliance with all applicable state and federal laws. The membership may change the contribution structure or plan options only once per calendar year. To implement a change, the membership must submit written notice of the modifications to both the Human Resources Department and the Finance Department prior to the start of the City’s annual open enrollment period, subject to all VEBA and IRS regulations. ARTICLE 18 DRUG/ALCOHOL TESTING In order to help provide a safe work environment and to protect the public by ensuring that police officers have the physical stamina and emotional stability to perform their assigned duties the Employer may require Employees to submit to a urinalysis test and/or other appropriate drug or alcohol test up to four (4) times per year per Employee at a time and place designated by the Employer. If an Employee tests positive in any such random screening test for drugs/alcohol, a second drug/alcohol test shall be conducted as soon as possible. The results of these tests shall be sent to the Employer, but will remain absolutely confidential, and if both drug tests are positive, the Employee shall be advised confidentially to seek assistance. If, after a reasonable period of time for rehabilitation, the same Employee tests positive another time subsequent to rehabilitation, or if the initial alcohol test (via blood test) shows an alcohol concentration of .040 or more based upon grams of alcohol per 100 milliliters of blood, the test results shall be submitted to the Chief of Police for appropriate action. Drug or alcohol testing may also be required where there is cause for such testing. Unlawful use of drugs or the use of alcohol during or just before work, or the failure to cooperate in testing under this Section, shall be cause for discipline, including discharge. ARTICLE 19 - MISCELLANEOUS PROVISIONS Section 19.1 Maintenance of Economic Benefits All economic benefits which are not set forth in this Agreement and are currently in effect shall continue and remain in effect until such time as the Employer shall notify the Labor Council of ===== PDF PAGE 40 ===== 29 its intention to change them. Upon such notification and, if requested by the Labor Council, the Employer shall meet to discuss such change before it is finally implemented by the Employer. Any change made without such notice shall be considered temporary pending the completion of such meet-and-confer discussions. If the Labor Council becomes aware of such a change and has not received notification, the Labor Council must notify the Employer as soon as possible and, if desired, request discussions. The failure of the Labor Council to request discussions shall act as a waiver of the right to such discussions by the Labor Council. Section 19.2 Americans With Disabilities Act During the term of this Agreement, the parties agree that the Employer may take reasonable steps to comply with the requirements of the Americans with Disabilities Act. Section 19.3 Smoking During working hours, Employees shall be covered by the Smoke Free Illinois Act of 2008. The Employer may adopt and modify policies and procedures that are consistent with the provisions of the Smoke Free Illinois Act. Section 19.4 Family and Medical Leave Act Employees shall be covered by the Family and Medical Leave Act of 1993, as amended. The Employer may adopt and modify policies and procedures that are consistent with the provisions of the Family and Medical Leave Act. Section 19.5 Bill of Rights The Employer shall follow and abide by the rights and procedures provided for in 50 ILCS 725/1 et. seq. of the Illinois Compiled Statutes. Any alleged violation of this Article of the Agreement may be pursued through the grievance procedure up to, but not through, the arbitration step. Section 19.6 Fitness Allowance Upon execution of this contract and each successive year, the City shall provide each employee who voluntarily and successfully passes the Illinois Law Enforcement Training and Standards Board Physical Fitness Test (POWER TEST) with a one-time, per-year five-hundred-dollar ($500.00) stipend. The officer will have two opportunities per year to pass the test. The officer will use age- appropriate standards for that officer's age group. The test will be administered off duty (not eligible for overtime), and each officer will be required to sign a waiver of liability prior to participating. The dates of the POWER Test will be mutually agreed upon by the FOP and the Chief of Police or his designee. Section 19.7 Officer Wellness Checks All Officers shall be required to attend a one (1) hour-long Officer Wellness check with a Certified Clinical Social Worker or higher, yearly. The purpose of the Wellness Check is to provide confidential and emotional support services to the Officers, so they can successfully deal with the emotional stress and trauma that they encounter as part of their profession. These checks are paid for by the City and will be scheduled in advance. ARTICLE 20 - IMPASSE RESOLUTION Upon the expiration of this Agreement, the remedies for the resolution of any bargaining impasse shall be in accordance with the Illinois Public Labor Relations Act, as amended. ===== PDF PAGE 41 ===== 30 ARTICLE 21 - CIVIL SERVICE COMMISSION The Parties recognize that the Civil Service Commission of the City of West Chicago has certain authority over Employees covered by this Agreement, except that the Parties have negotiated an alternative procedure for appealing disciplinary action involving a suspension or discharge. All disciplinary action involving a suspension or discharge shall be subject to review under the grievance procedure and not subject to appeal to the Civil Service Commission, and no such review, filing, or processing of pending disciplinary action or pending charges before the Civil Service Commission shall be implemented by any person ARTICLE 22 - OUTSIDE EMPLOYMENT Employees may not be employed in any other capacity without the written approval of the Chief of Police; said approval shall not be unreasonably denied. Employees who have completed their Field Training Programs and wish to work outside employment must first notify the Chief of Police of such employment immediately by completing a department-provided form. The form will ask the prospective Employer's name, address, phone number, and a description of the job, including requests for self-employment. If approved, thereafter, this same information shall be updated by the Employee on January 1st and July 1st of each year. The City Administrator may withdraw approval for outside employment upon just cause. Outside work is defined as any gainful employment other than the performance of official duties, including, but not limited to, self-employment, working for another employer in management, operation, or direction of a private business for profit, including any direct or indirect financial interest in any such business. Outside employment shall be permitted to the extent it does not prevent Employees from devoting their primary interest to the accomplishment of their work for the City or tend to create a conflict between the private interests of the Employee and the Employee's official responsibilities. An Employee may not engage in outside employment: 1. Which requires the wearing of the West Chicago police uniform. 2. Which involves the use of City facilities, equipment or supplies of whatever kind. 3. Which requires the use of official information not available to the public; and 4. Which requires more than twenty (20) hours of work a week. The carrying of a weapon may be approved for the purpose of outside employment on a case-by- case basis; said approval shall not be unreasonably denied. An Employee may not engage in any other business, position, or occupation outside of the City limits that requires the possession of a firearm without first obtaining a written agreement from such business, position, or occupation to indemnify the City of West Chicago for any liability (including workers' compensation or tort liability) that may arise from the use of such firearm. ARTICLE 23 - SAVINGS CLAUSE In the event any Article, Section or portion of this Agreement should be held invalid and unenforceable by any board, agency or court of competent jurisdiction, such decision shall apply ===== PDF PAGE 42 ===== 31 only to the specific Article, Section or portion thereof specifically specified in the board, agency or court decision, and upon issuance of such a decision, the Employer and the Labor Council agree to immediately begin negotiations on a substitute for the invalidated Article, Section or portion thereof. ARTICLE 24 - ENTIRE AGREEMENT This Agreement constitutes the complete and entire agreement between the Parties and concludes collective bargaining between them for its term. This Agreement supersedes and cancels all prior practices, agreements, policies, and procedures, whether written or oral, which conflict with the express terms of this Agreement. If a past practice is not addressed in the Agreement, the Employer may charge for it under Article 4, Management Rights. The Parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law or ordinance from the area of collective bargaining, and that the understandings and agreements arrived at by the Parties after the exercise of that right and opportunity are set forth in this Agreement. ARTICLE 25 - TERMINATION This Agreement shall be effective on January 1, 2026, and shall remain in full force and effect until 11:59 p.m. on the 31st day of December 2028. It shall be automatically renewed from year to year thereafter unless either Party shall notify the other in writing at least sixty (60) days prior to the anniversary date that it desires to modify this Agreement. In the event that such notice is given, negotiations shall begin no later than sixty (60) days prior to the anniversary date. Executed this day of , 2026. ===== PDF PAGE 43 ===== 32 For the City of West Chicago ___________________________________ Daniel Bovey Date Mayor ___________________________________ David Carlson Date City Clerk City Seal: For the Illinois FOP Labor Council ___________________________________ Sean Brannon Date IL FOP Labor Council ___________________________________ Christopher Richards Date President ___________________________________ Joseph Eversole Date Vice President ___________________________________ Daniel Calabrese Date Treasurer ___________________________________ Michael Montgomery Date Secretary ___________________________________ Derek Mielke Date Sergeant at Arms ===== PDF PAGE 44 ===== 33 APPENDIX A DUES AUTHORIZATION FORM ILLINOIS FRATERNAL ORDER OF POLICE LABOR COUNCIL 974 CLOCKTOWER DRIVE SPRINGFIELD, ILLINOIS 62704 I, (insert your name). understand that under the U.S. Constitution, I have a right not to belong to a union. By my signature, I hereby waive this right and opt to join the IL FOP Labor Council. I, (insert your name), hereby authorize my Employer, City of West Chicago to deduct from my wages the uniform amount of monthly dues set by the Illinois Fraternal Order of Police Labor Council, for expenses connected with the cost of negotiating and maintaining the collective bargaining agreement between the parties and to remit such dues to the Illinois Fraternal Order of Police Labor Council as it may from time to time direct In addition, I authorize my Employer to deduct from my wages any back dues owed to the Illinois Fraternal Order of Police Labor Council from the date of my employment, in such manner as it so directs. Date: Signed: Address: City: _ State: Zip: Telephone: _ Personal Email: Employment Stm1 Date: Title: Employer, please remit all dues deductions to: Illinois Fraternal Order of Police Labor Council Attn: Accounting 974 Clock Tower Drive Springfield, Illinois 62704 (217) 698-9433 Dues remitted to the Illinois Fraternal Order of Police Labor Council are not tax-deductible as charitable contributions for federal income tax purposes; however, they may be deductible on Schedule A of Form 1040 as a miscellaneous deduction. Please check with your tax preparer regarding deductibility. ===== PDF PAGE 45 ===== 34 APPENDIX B AS OF JANUARY 1, 2026 NAME STEP LEVATO H O'NEIL H ARMS H MOOS H HERBERT H SAUSEDA H ALANIZ H KOWALIK H CUMMINGS H CALABRESE H FLANIGAN H RICHARDS H BERTANY H SCHOONHOVEN H MIELKE H RIGLER H MOORE H HUNT G EVERSOLE G JACOBS F MONTGOMERY F CASTRO E CHASSAGNE E CHAPMAN H* MACDOUGALL H* SCHIEVER H* SERRANO E LUKASZEK H* SCHANE E* FROMMERT G* LaPORTA B PEREZ A Casas 1 Palozzolo 1 Puquirre 1 * - Lateral Transfer ===== PDF PAGE 46 ===== CITY OF WEST CHICAGO FINANCE COMMITTEE AGENDA ITEM SUMMARY ITEM TITLE: Ordinance No. 26-O-0023 – Increase to the City's Retail Package Liquor Tax AGENDA ITEM NUMBER: 4.B. COMMITTEE DATE: October 5, 2026 COUNCIL AGENDA DATE: October 5, 2026 STAFF REVIEW: Katrina Hanna, Finance Director SIGNATURE__________________________ ITEM SUMMARY: As part of the City’s FY2027 budget process, staff evaluated several potential revenue options to address projected General Fund and other financial needs. Based on that review, staff recommends increasing the City's Retail Package Liquor Tax by one percentage point, from the current rate of 2.0% to 3.0%, effective January 1, 2027. Staff estimates the increase would generate approximately $80,000 in additional annual revenue. ACTIONS PROPOSED: Staff recommends approval of Ordinance No. 26-O-0023, increasing the City's Retail Package Liquor Tax from 2.0% to 3.0%, effective January 1, 2027. COMMITTEE RECOMMENDATION: ===== PDF PAGE 47 ===== Ordinance 26-O-0023 Page 1 of 2 ORDINANCE NO. 26-O-0023 AN ORDINANCE AMENDING THE CITY OF WEST CHICAGO CODE OF ORDINANCES TO INCREASE THE RETAIL PACKAGE LIQUOR TAX WHEREAS, the City of West Chicago (hereinafter referred to as “City”) is an Illinois home rule municipality, established and existing under the laws of the state of Illinois pursuant to the Illinois Municipal Code, 65 ILCS 5/1-1-1 et seq.; and WHEREAS, Article VII, Section 6, of the Constitution of the State of Illinois of 1970, provides that municipalities of more than twenty-five thousand (25,000) in population are home rule units and, subject to the specific limitations of Illinois law, may exercise any power and perform any function pertaining to its government and affairs; and WHEREAS, as an Illinois home rule municipality, the City has the authority to regulate the sale of alcoholic liquor and to impose a tax thereon; and WHEREAS, on June 18, 2018, the City Council adopted Ordinance No. 18-O-0033, which established a Retail Package Liquor Tax pursuant to Chapter 16, Article IX of the Code of Ordinances of the City of West Chicago at a rate of two percent (2%), effective September 1, 2018; and WHEREAS, the City Council has determined that it is in the best interests of the City and its residents to increase the Retail Package Liquor Tax from two percent (2%) to three percent (3%); NOW, THEREFORE, BE IT ORDAINED by the City Council of the City of West Chicago, County of DuPage, Illinois, as follows: SECTION 1: Section 16.92, “Imposition of Tax,” of Article IX, “Retail Package Liquor Tax,” of Chapter 16 of the Code of Ordinances of the City of West Chicago is hereby amended and restated in its entirety as follows: Sec. 16.92. Imposition of Tax. Effective January 1, 2027, a tax, in addition to any and all other taxes, is imposed upon the Purchase at Retail of Package Liquor at the rate of three percent (3%) of the purchase price, exclusive of any other tax imposed by this Article IX on such Alcoholic Liquor. The liability for payment of the tax shall be borne by the purchaser. SECTION 2: All ordinances and resolutions, or parts thereof, in conflict with the provisions of this Ordinance, to the extent of such conflict, are expressly repealed. SECTION 3: This Ordinance shall be in full force and effect upon its passage, approval and publication in pamphlet form as provided by law; provided, however, that the three percent (3%) Retail Package Liquor Tax rate established by Section 1 of this Ordinance shall apply beginning January 1, 2027. ===== PDF PAGE 48 ===== Ordinance 26-O-0023 Page 2 of 2 PASSED this ____ day of _____ 2026. Alderman J. Alcántar-García ______ Alderman D. Beebe ______ Alderman S. Santiago ______ Alderman J. Sheahan ______ Alderman D. Carreto-Muñoz ______ Alderman T. Hernandez ______ Alderman S. Dimas ______ Alderman M. Birch Ferguson ______ Alderman C. Swiatek ______ Alderman J. Smith, Jr. ______ Alderman C. Aviña Soto ______ Alderman R. Stout ______ Alderman M. Myers ______ Alderman J. Morano ______ APPROVED this ____ day of ______ 2026. ______________________________________ Mayor, Daniel Bovey ATTEST: __________________________________ City Clerk, David Carlson PUBLISHED: