Signed copies of this agreement are on file at AFSCME Local 494 Union Hall.
Final Resolution on 12/05/97
The following are the items agreed to between Pontiac Correctional Center and the American Federation of State, County and Municipal Employees, AFL-CIO, Local Union 494, covering bargaining unit employees (RC-6, 14, 28, 62 and 63).
The work week at Pontiac Correctional Center shall consist of five consecutive work days and two consecutive days off for all employees. Where applicable, by mutual agreement between Management and AFSCME Local 494, a four day work week may be implemented, provided however, the operating needs of the agency are considered.
It is agreed between Pontiac Correctional Center and AFSCME Local 494 that the starting and quitting times for the Bargaining Unit Employees will be as follows:
RC-6 EMPLOYEES
1. Corrections Food Services Supervisers I and II
4:30 AM to 12:30 PM
6:00 AM to 2:00PM
7:00 AM to 3:00 PM
10:00 AM to 6:00 PM
11:30 AM to 7:30 PM
12:30 AM to 8:30 PM
8:30 PM to 4:30 AM
Corrections Food Services Supervisor I and II's may be assigned to variable Shift Relief Supervisors to rotate in the Dietary Department. Volunteers will be initially solicited for these variable shifts. This number shall not exceed five (5).
2. Corrections Maintenance Workers
7:00 AM to 3:00 PM
3. Corrections Maintenance Craftsman
7:00 AM to 3:00 PM
4. Corrections Agricultural Lead Worker
7:00 AM to 3:00 PM
5. Corrections Clerk I and II
8:00 AM to 4:00 PM
6. Visiting Room Sergeant
8:00 AM to 4:00 PM
7. Corrections Industry Lead Worker
7:00 AM to 3:00 PM
8:00 AM to 4:00 PM
8. Corrections Identification Technician
7:00 AM to 3:00 PM
9. Corrections Vocational Instructor
7:30 AM to 3:30 PM
10. Switchboard Operator
6:00 AM to 2:00 PM
7:00 AM to 3:00 PM
*Armory must be double manned on 11-7AM Shift
11. Correctional Laundry Manager I
7:00 AM to 3:00 PM
12. Correctional Supply Supervisors I and II
8:00 AM to 4:00 PM
13. Storekeeper I
8:00 AM to 4:00 PM
14. Correctional Officers
6:00 AM to 2:00 PM
7:00 AM to 3:00 PM
8:00 AM to 4:00 PM
10:00 AM to 6:00 PM
11:00 AM to 7:00 PM
12:00 PM to 8:00 PM
12:30 PM to 8:30 PM
3:00 PM to 11:00 PM
11:00 PM to 7:00 AM
15. Correctional Medical Technician
7:00 AM to 3:00 PM
3:00 PM to 11:00 PM
11:00 PM to 7:00 AM
8:00 AM to 4:00 PM (Monday-Friday with holidays off)
Executive Secretary I
Office Coordinator
Office Associate
Office Assistant
Office Clerk
Account Technician I, II
Account Clerk I, II
Library Aid I, II
12:00 PM to 8:00 PM Mon-Fri
8:00 AM to 4:00 PM Mon-Fri
8:00 AM to 4:00 PM Tues-Sat
Library Technical Assistant
12:00 PM to 8:00 PM Mon-Fri
8:00 AM to 4:00 PM Mon-Fri
8:00 AM to 4:00 PM Tues-Sat
Office Associate (High School)
7:30 AM to 3:30 PM
Office Coordinator-Timekeeping
7:00 AM to 3:00 PM
Office Clerk-Xerox
6:30 AM to 2:30 PM
Office Assistant- B of I
8:00 AM to 4:00 PM
Office Assistant- Medical Records
8:00 AM to 4:00 PM
7:00 AM to 3:00 PM
Office Assistant- Mail Office
8:00 AM to 4:00 PM Tues-Sat
Corrections Leisure Activities Specialist I, II
8:00 AM to 4:00 PM 10:00 AM to 6:00 PM Two (2) CLAS employees, CLAS I or II, will work Tuesday thru Saturday and two (2) CLAS employees, CLAS I or II, will work Sunday thru Thursday.
Corrections Counselors I, II, III
8:00 AM to 4:00 PM
All Correctional Counselors I, II, III will work Monday through Friday with exception
of two (2) Correctional Counselors who will work Tuesday through Saturday,
and two (2) Correctional Counselors who will work Sunday through Thursday. The
facility's practice of scheduling days off will remain in effect unless
there is a dispute which will be resolved on the basis of seniority of the
involved individuals.
Chaplain I
8:00 AM to 4:00 PM
The work weeks for Chaplains are Tuesday through Saturday; Wednesday through
Sunday; and Sunday through Thursday.
During Rhamadan observation, the Senior Chaplain will assign a Chaplain I
to work 4:00 AM 12:00 PM or 12:00 PM to 8:00 PM, when Rhamadan observation
necessitates the presence of a Chaplain.
Educators in District #428
7:30 AM to 3:30 PM
8:00 AM to 4:00 PM
Paralegal Assistants
8:00 AM to 4:00 PM Mon-Fri
12:00 PM to 8:00 PM Mon0Fri
8:00 AM to 4:00 PM Tues-Sat
Librarian
8:00 AM to 4:00 PM
RC-28 EMPLOYEES
Medical Records Assistant
8:00 AM to 4:00 PM Mon-Fri
Maintenance Workers
Maintenance Crafstman
Supply Supervisor I and II
Laundry Manager
Vocational School Instructor
Industry Lead Worker
Industry Supervisor
Correctional Clerks I and II
Identification Technicians
There is no rotation of permanent shifts at the Pontiac Correctional Center.
It is agreed that Management will provide four (4) Union Bulletin Boards for Union use. These boards will be 50 inches by 50 inches in size. Two (2) bulletin boards will be located on the west wall of gate #1 in the Administration Building and one (1) bulletin board will be mounted in the Gate House of the Medium Security Unit on the east wall near the Visiting Women's Shakedown Room and one (1) will be located in the Officer's Kitchen.
There are thirty-five (35) stewards at Pontiac Correctional Center.
Management shall provide two (2) designated areas to use for employee break and lunch times. One area shall be for smokers and the other area shall be for non-smokers. These areas will be used for no other purpose, if possible. This area will have a davenport or cot and an easy chair.
Management shall notify the Union one (1) week in advance of the date and place of Management's orientation of new employees with a list of the names and classification of the new employees. The parties shall work out the time of the hour allotted to the Union during such orientation.
Management shall submit the employees transaction report of items as so stated in the contract to the Union once each month.
Labor/Management Meetings at the Pontiac Correctional Center will be scheduled the third Thursday of each month beginning at 1:00 PM. The number of participants from the Union will not exceed ten (10) employees.
It is agreed that there will be four (4) representatives from AFSCME participating in the Health and Safety Committee Meetings at the Pontiac Correctional Center. Management may have equal representation on this committee. All AFSCME participants will not be chosen from the security force.
It is agreed that Management will provide employees with dry cleaning services through the Pontiac Correctional Center.
The Pontiac Correctional Center is one work location.
For RC-14 employees, overtime shall be distributed as equally as possible among the employees who normally perform the work in the position classification in which the overtime is needed and within a work unit as mutually agreed to between the parties. An example of work unit is the business office or record office. Before mandatory overtime is required, volunteers from other work units shall be utilized.
The work areas at Pontiac Correctional Center for correctional officers and sergeants covered by the RC-6, for the purpose of overtime shall be as follows:
1. Maximum Security Unit
2. Medium Security Unit
3. Writ Team
The work area at Pontiac Correctional Center for correctional officers and sergeants by the RC-6 contract, for the purpose ofshift and days off shall be as follows:
1. Maximum Security Unit
2. Medium Security Unit
For purposes of mandatory overtime, after working normal workday hours, a writ team officer shall be considered for mandated overtime as needed. Whenever volunteer overtime is available, and volunteers consist of both Max and Writ officers, overtime shall be given to the volunteer with the least amount of overtime hours.
Under no circumstances will there be redrawings for seniority lists. Individuals added to a seniority list after the original drawing will be placed on the bottom of the list for that day. This will include transfers, returnees from leaves of absence, and others omitted for any other reason.
The following shall apply in such cases where a transfer comes in to the facility:
If a transferred employee has the same seniority date as other employees at the receiving facility and a lottery was held to determine seniority, the newly transferred employee will draw to determine where he/she is slotted. Fifteen COT's were hired at a ficility on July 1, 1985 and drew in a lottery to determine their seniority among those fifteen. An employee transfers in to that facility January 1, 1990 whose date of hire was July 1, 1985. The transferred employee would draw a number (the numbers in the hat would be 1 through 16), and be slotted in accordance to the number drawn. If the employee draws 9, he/she would be 9 and the old 9 would be 10, the old 10 becomes 11, and so on. There would then be 16 COT's with seniority drawn by lottery for the July 1, 1985 date without everyone drawing again.
This supplement will be reproduced by Management and made available to all employees through the personnel Office.
It is agreed to between Management and AFSCME Local 494 to solicit employees for voluntary overtime prior to the beginning of their shifts. A volunteer log book will be readily available for RC-6 employees to sign indicating their desire to work available overtime. Employees who do not place their name on the overtime volunteer list will be recorded as refusing to work the overtime.
Volunteer Overtime - Security staff are to be given the opportunity to sign up for possible overtime at Roll Call. Staff can add their names to the volunteer log up to two (2) hours before the end of their shift. They can remove their names from the volunteer overtime list no later than two (2) hours prior to the end of the shift, unless an emergency exists.
Volunteer Overtime on Days Off - A volunteer overtime log is kept in the Shift Commanders office. An employee who desires to work overtime on his/her days off or adjacent to their shift must sign their name in the logbook identifying the days and shift. The employee will be contacted to work prior to mandatory overtime being worked or as soon as reasonably possible.
Mandatory Overtime - An employee who is mandatoried to work overtime will be notified one (1) hour prior to the end of their shift or as soon thereafter as possible. When an employee is required to report to the oncoming Shift Commander, the employee has been mandatoried to work overtime and will receive 1/4 hour, or more if appropriate, of overtime pay and be credited for working mandatory overtime. Employees who are mandatoried to work overtime are to be replaced when another employee volunteers to work.
Overtime shall be distributed as equally as possible among the employees who normally perform the work in the position classification in which the overtime is needed and within the work unit of the Pontiac Correctional Center. It shall be distributed on a rotating basis among such employees in accordance with seniority, the most senior employee having the least number of overtime hours being given the first opportunity. If all employees available to work the overtime hours decline the opportunity, the Employer shall assign the overtime in reverse seniority order; the least senior employee sho has not been previously directed by the Employer to work overtime shall be directed to work the hours until all employees have been required to work at which time the process shall repeat itself.
For the purpose of equalizing the distribution of overtime, an employee who is offered but declines an overtime assignment shall be deemed to have worked the hours assigned.
New and temporarily assigned employees shall be credited with the average overtime hours worked by all employees in the unit as of the date of hire or temporary assignment.
During the month of November of each year, RC-14, 28, 62 and 63 employees shall have an opportunity to exercise seniority for shift assignments.
The following are side letters for the Supplemental Agreement between AFSCME Local 494 and IDOC Pontiac:
A. Effective immediately, the customary discipline for tardiness/excessive tardiness at the
Pontiac Correctional Center will be as follows: 1st offense Counseling 2nd offense Oral Reprimand 3rd offense 2nd Oral Reprimand 4th offense Written Reprimand 5th offense 2nd Written Reprimand 6th offense 3rd Written Reprimand 7th offense 4th Written Reprimand 8th offense 3 Day Suspension 9th offense 5 Day Suspension 10th offense Discharge B. Employees who have had a suspension of 15 days or more for tardiness/excessive
tardiness within the 24 months preceding this agreement shall be considered to have
committed his/her 7th offense. C. Employees who have had a suspension of 5 days to 14 days for tardiness/excessive
tardiness within the 24 months preceding this agreement shall be considered to have
committed his/her fifth offense. D. Employees who have had a suspension of 1 day to 4 days for tardiness/excessive
tardiness within the 24 months preceding this agreement shall be considered to have
committed his/her third offense. E. Employees who have not had a suspension for tardiness/excessive tardiness within
the 24 months preceding this agreement shall be considered to have committed no offense. F. An employee will not be disciplined for tardiness unless tardy in excess of two (2) times
in a calendar month, but may be subject to discipline for any one (1)example of tardiness
of sixteen minutes or more. G. This agreement in no way affects or invalidates any discipline given to any employee for
tardiness/excessive tardiness prior to the effective date of this agreement.
Signatories for AFSCME Local 494 Dan Jarrett Ed Corrigan Linda Kane
Signatories for IDOC,Pontiac Warden Howard A. Peters III
1. It is mutually agreed that the Medical Records office in the Health Care Unit will be SUPPLEMENTAL AGREEMENT (ADDENDUM)
Between
Pontiac Correctional Center, the Department of Corrections
and
The American Federation of State, County and Municipal Employees AFL-CIO Local Union 494:
a nonsmoking area on Monday through Friday during the hours of 7:00a.m. to 4:00 p.m. 2. It is mutually agreed that the shift worked by the Library Aide on the Medium
Security Unit will be changed from 7:30 a.m. to 3:30 p.m. to 8:00 a.m. to 4:00 p.m.
The shift for the Library Aide working in the Maximum Security Unit
will remain 8:00 a.m. to 4:00 p.m. It is noted that the master Supplemental Agreement for the Pontiac Correctional
Center which was signed on October 25, 1991, states that
"On a weekly basis, all Library Aide I and II's may be required to work a
1:00 p.m. to 9:00 p.m. shift once per week per employee, as assigned".
That provision is hereby revoked and all Library Aide I and II's will work
an 8:00 a.m. to 4:00 p.m. shift. 3. It is mutually agreed that the shift of the Office Associate assigned to Payroll/Insurance
in the Business Office will be changed from 8:00 a.m. to 4:00 p.m. to 7:00 a.m.
to 3:00 p.m. effective Monday, March 23, 1992. 4. It is mutually agreed that a Tuesday through Saturday shift will be established
in the Mail Office for one of the Office Assistants (to be determined by seniority). 5. It is mutually agreed that the shifts for Paralegal Assistant will be as follows: Monday through Friday, 8:00 a.m. to 4:00 p.m. Tuesday through Friday, 1:00 p.m. to 9:00 p.m. and Saturday, 8:00 a.m. to 4:00 p.m.
Signatories for AFSCME Local 494, March 19, 1992 Dan Jarrett Ed Corrigan Mary McCullough Kevin Murphy
Signatories for IDOC,Pontiac, March 19, 1992 Warden Richard B. Gramley
With regard to the Addendum to the Affirmative Attendance Agreement which took effect on November 30, 1992, it is agreed that the joint Union/Management consultation which is to be afforded an employee beginning with the imposition of suspension time (served or unserved) for unauthorized absence, will be attended as follows:
a. Conferences for 1, 3, or 5-day suspensions will be attended by the employee,
an Assistant Warden or the Business Administrator, and the President, Vice-President,
or Chief Steward of AFSCME Local 494.
b. Conference for suspensions over 5 days will be attended by the employee,
the Warden, and the President of AFSCME Local 494 or his designee.
This consultation will be documented in writing with a copy to the employee and to AFSCME Local 494. The original will be placed in the employee's personnel file.
This addendum shall remain in full force and effect for a trial period of one year from the date of signing, at which time reversion to the original Memorandum of Agreement dated January 26, 1989, will occur unless the parties mutually agree to extend this addendum or otherwise modify the agreement.
Signatories for AFSCME Local 494, December 17, 1992
Dan Jarrett
Ed Corrigan
Signatories for IDOC,Pontiac, December 16, 1992
Warden Richard B. Gramley
SUPPLEMENTAL AGREEMENT (ADDENDUM)
Between
Pontiac Correctional Center, the Department of Corrections
and
The American Federation of State, County and Municipal Employees AFL-CIO Local Union 494:
It is mutually agreed that the shift of the Office Associate assigned to Payroll/Insurance in the Business Office will be changed from 7:00 a.m. to 3:00 p.m. to 8:00 a.m. to 4:00 p.m., effective March 16, 1994.
Signatories for AFSCME Local 494, March 9, 1994
Wayne Germaine
Signatories for IDOC,Pontiac, March 9, 1994
Warden Richard B. Gramley
SUPPLEMENTARY AGREEMENT
Between
Pontiac Correctional Center, the Department of Corrections
and
The American Federation of State, County and Municipal Employees AFL-CIO Local Union 494:
Effective immediately, the customary discipline for late call-ins at the Pontiac Correctional Center will be as follows:
1st offense Counseling
2nd offense Oral Reprimand
3rd offense 2nd Oral Reprimand
4th offense Written Reprimand
5th offense 2nd Written Reprimand
6th offense 3rd Written Reprimand
7th offense 4th Written Reprimand
8th offense 3-day Suspension
9th offense 5-day suspension
10th offense Discharge
The provisions of this agreement only apply to absences which would be considered authorized if not for the late call-in. Late call-in is defined as a call-in that is not received until and up to and including one hour after the start of the employee's shift (for example, up to and including 8:00 a.m. for an employee working the 7:00 a.m. to 3:00 p.m. shift).
Employees who have not had a suspension for late call-in during the 24 months preceding this agreement shall be considered to have committed no offense of late call-in.
Discipline for late call-in will be based on a 24-month period from the date of the last offense. For example, if someone makes a late call-in on 1/25/95 and then does not have another late call-in until 1/26/97 (or later), discipline will start over from the beginning.
This agreement in no way affects or invalidates any discipline given to any employee for late call-in or for unauthorized absence involving late call-in prior to the effective date of this agreement.
Signatories for AFSCME Local 494, March 22, 1995
Dan Jarrett
Wayne Germaine
Mary McCullough
Terry Jahnssen
Ed Corrigan
Signatories for IDOC,Pontiac, March 22, 1995
Warden Richard B. Gramley
SUPPLEMENTAL AGREEMENT
Between
Pontiac Correctional Center, the Department of Corrections
and
The American Federation of State, County and Municipal Employees AFL-CIO Local Union 494:
It is mutually agreed that three existing storekeeper positions (43051-29-85-120-1-01) will be upgraded to Supply Supervisor I positions as a result of a review performed by the Department of Personnel. It is agreed that the postings for these Supply Supervisor positions will be filled with the existing incumbents. Same is agreed to without precedent or prejudice.
Signatories for AFSCME Local 494, September 17, 1998
Dan Jarrett
Signatories for IDOC,Pontiac, September 17, 1998
Warden Jerry D. Gilmore
SUPPLEMENTARY AGREEMENT
Between
Pontiac Correctional Center, the Department of Corrections
and
The American Federation of State, County and Municipal Employees AFL-CIO Local Union 494:
With regard to the Addendum to the Affirmative Attendance Agreement which took effect on November 30, 1992, it is agreed that the joint Union/Management consultation which is to be afforded an employee beginning with the imposition of suspension time (served or unserved) for unauthorized absence, will be attended as folows:
a. Conferences for 1, 3, or 5-day suspensions will be attended by the employee,
an Assistant Warden or the Business Administrator, and the President, Vice-President,
or Chief Steward of AFSCME Local 494. In the case of an employee working
the 11 p.m. to 7 a.m. shift, Management may be represented by the Duty
Warden (who will be either a Chief of Security or a Unit Superintendent.
b. Conferences for suspensions over 5 days will be attended by the employee,
the Warden, and the President of AFSCME Local 494 or his designee.
This consultation will be documented in writing with a copy to the employee and to AFSCME Local 494. The original will be placed in the employee's personnel file.
This addendum replaces the prior agreement dated 12/17/92 and shall remain in full force and effect unless and until rescinded or modified by the parties.
Signatories for AFSCME Local 494, December 9, 1998
Dan Jarrett
Signatories for IDOC,Pontiac, December 9, 1998
Warden Jerry D. Gilmore
SUPPLEMENTARY AGREEMENT (ADDENDUM)
Between
Pontiac Correctional Center, the Department of Corrections
and
The American Federation of State, County and Municipal Employees AFL-CIO Local Union 494:
It is mutually agreed that the shift of the paralegal Assistant shall be changed to 8:00 A.M. to 4:00 P.M. Sunday through Thursday, effective December 15, 2000.
Signatories for AFSCME Local 494, December 9, 1998
Dan Jarrett
Signatories for School District #428
James B. Wiechmann
MEMORANDUM OF AGREEMENT
In order to establish procedures for the use of benefit and dock time for employees of the Illinois Department of Corrections, represented by AFSCME, the parties agree as follows:
1. Unauthorized absences shall be those absences for which time is not approved. 2. Employees are expected to report for work on time each day as scheduled. Tardiness shall
be addressed by counseling and progressive discipline. Absences shall
be approved in accordance with the master agreement. 3. The establishment or change in tardiness policies shall be negotiated with the Union.
During such negotiations, current tardiness practices and policies shall
remain in effect. 4. Vacation, holiday, compensatory, and personal business time must be requested
in advance. In emergencies, if no personal business time is available, vacation,
holiday, or compensatory time may be approved subject to
verification of an emergency situation. In the absence of an emergency, only the Chief Administrator or his or her designee
may approve the use of such time on a call-in basis. 5. Authorization to use other benefit time or, if none is available, authorized
docks shall be granted under the following criteria when sick time has been exhausted. A. The employee has not been on proof status within the previous three (3) months
unless the Chief Administrative Officer approves use of such time. B. Proper medical certification is provided. C. Use of authorized dock time under these circumstances is limited to five (5)
days within a twelve (12) month period unless approval for more time is
granted by the Chief Administrative Officer. 6. All employees requests for sick time usage must be supported by a Notification
of Absence and Call-in Report (DC 314-F) signed by the employee. The DC 314-F form shall be provided to the supervisor no later than forty-eight (48)
hours after the employee's return from the absenc(s) unless extenuating
circumstances exist which are approved by the supervisor. Supervisors shall ensure that the DC 3114-F form is readily available to the employee. Failure of the employee to provide such form will result in the absence being considered
unauthorized. The employee will be docked, and a disciplinary referral will be iniated. The supervisor must process all signed DC 314-F forms generated from call-ins within
three (3)calendar days of receipt either approving or disapproving the request. 7. During the attendance review prescribed in Administrative Directive 03.01.301,
Section F6 (a) and (b), counseling is the first step in working with employees
who may have an attendance problem. 8. Prior to placing an employee on proof status, the supervisor shall meet with the employee
to discuss the attendance records. The maximum period that may be considered
in placing an employee on proof status initially shall be the 90-day period
immediately preceding placement of the employee on proof status. An employee whose attendance record creates reason to suspect abuse of sick time shall
immediately be given written notice of his or her placement on proof status
for a 90-day period. Proof may be required for a single absence only if reasonable grounds exist to suspect
abuse for the day in question. The mere usage of sick leave supported by appropriate medical documentation will not
support a continuation of proof status unless additional fact(s) support suspected
abuse. However, if an employee provides appropriate medical documentation
of sick leave and the Employer seeks to extend proof status based upon additional
facts, said proof status will not take effect until either: (a) ten (10) days after
the employee receives written notice of the proof status, and no grievance is filed;
or (b) the employee's proof status grievance is heard at the third level, and the
grievance is either withdrawn or denied. Use of sick leave shall be reviewed on a
case-by-case basis. Continued proof status shall be reviewed with the employee after each 60-day period.
Employees shall be given either: A. Written notice of their continuation on proof status for an additional 60-day period
if their use of sick time continues to reflect reason to suspect abuse; or B. Written notice that proof status is terminated. An employee on proof status who fails to provide proper medical certification
of the use of earned sick time shall be given an unauthorized absence and be
docked for the day(s) in question. Employees on proof status who are out of earned sick time and who continue to
claim illness shall be advised in writing of the need to apply for a leave of absence
or face discipline. Proper medical certification for proof status shall contain the following
minimum elements: 1. Signature, address and telephone number of the medical practitioner. 2. The pertinent date(s) in question. 3. An indication that the employee was unable to work on the date(s) in question
for reasons of personal or family illness. Employees on prooof status who utilize sick time for bereavement shall provide
appropriate documentation. It is the employee's responsibility to provide proper certification. Documents that
do not contain the necessary elements shall not be accepted, and the employee
shall be so notified. The absences shall be considered unauthorized if acceptable
certification is not subsequently provided within five (5) workdays. 9. Discipline A. All docks for unauthorized absences shall be referred for discipline in a timely manner in
accordance with Administrative Directive 03.01.120. If just cause is established
for the violations, the folowing guidelines shall be followed: 1st offense Oral Reprimand 2nd offense Written Reprimand 3rd offense 2nd Written Reprimand 4th offense 1 day suspension 5th offense 3 day suspension 6th offense 5 day Suspension 7th offense 7 day Suspension 8th offense 10 day Suspension 9th offense 15 day Suspension 10th offense Discharge B. Each day of unauthorized absence shall be considered a seperate offense for purposes
of progressive discipline. C. Each day of unauthorized absence without a call-in shall be considered as two
offenses, and appropriate progressive discipline shall be administered
pursuant to Paragraph 9.A. above. 10. Except for the 8th and 9th offense prior to discharge, any suspension shall be documented,
but the employee shall report to work and lose no wages. For the 8th offense,
the employee shall actually serve three (3) days of the suspension. For the 9th offense
prior to discharge, the employee shall actually serve five (5) days of the suspension.
The employee shall report to work and lose no wages for the remaining suspension days. 11. The level of discipline imposed shall be based upon the above guidelines and shall be
progressive in nature consistent with the Master Contract, Article IX, Section7:
"upon review of an employee's record, discipline for absenteeism shall be removed
from such record if, from the date of the last discipline, two (2) years pass
without the employee receiving additional discipline for absenteeism." 12. Implementation (Movement of employees to a single track) If an employee is solely on a single track for unauthorized absence with a call-in, such
employee shall remain on his/her existing step. If an employee is on two or
more tracks, such employee will be placed one step higher than his/her existing
step with a call-in. However, notwithstanding the above,
no employee shall be placed on the new track higher than Step 7.
Signatories for AFSCME Council 31
Henry Bayer
Signatories for Illinois Department of Corrections
Director Donald N. Snyder, JR
SUPPLEMENTARY AGREEMENT (ADDENDUM)
Between
Pontiac Correctional Center, the Department of Corrections
and
The American Federation of State, County and Municipal Employees AFL-CIO Local Union 494:It is mutually agreed by the parties that Correctional Medical Technicians and/or
Licensed Practical Nurses who are represented by the RC-6 Bargaining Unit
have an established 11:00 a.m.-7:00p.m. shift.This agreement is effective on date of signature by Union and Management.
Signatories for AFSCME Local 494, April 26, 2002
Dale Scrogum
Signatories for IDOC,Pontiac, April 26, 2002
Warden James M. Schomig
SUPPLEMENTARY AGREEMENT (ADDENDUM)
Between
Pontiac Correctional Center, the Department of Corrections
and
The American Federation of State, County and Municipal Employees AFL-CIO Local Union 494:Management and Union agree that effective May 6, 2002, Office Clerk Jeff Allen waives
his ten day notice and accepts temporary assignment to the Business Office,
Timekeeping Department, as an Office Assistant, Option 1.Signatories for AFSCME Local 494, May 2, 2002
Jeff Allen Tracy Hill
Signatories for IDOC,Pontiac, May 2, 2002
Warden James M. Schomig
Management and Union agree that Office Assistant 1 Andrea Lee will remain in her position
in the Timekeeping Department through July 5, 2002 for the purpose of training Office
Clerk Jeff Allen. Andrea Lee agrees to waive her ten day notification at
the conclusion of this established training period-July 5, 2002.
Effective July 8, 2002, Andrea Lee will assume the duties of an Office Assistant,
Option 2, in the Training Department.Signatories for AFSCME Local 494, May 2, 2002
Andrea Lee
Tracy Hill
Signatories for IDOC,Pontiac, May 2, 2002
Warden James M. Schomig
SUPPLEMENTAL AGREEMENT (ADDENDUM)
Between
Pontiac Correctional Center, the Department of Corrections
and
The American Federation of State, County and Municipal Employees AFL-CIO Local Union 494:It is mutually agreed that the shift of all paralegal assistants shall be
changed to 8:00 A.M. to 4:00 P.M. Monday through Friday, effective
December 16, 2002.Signatories for AFSCME Local 494, November 25, 2002
George Walker
Signatories for School District #428, November 25, 2002
Richard M. Greer