“The Union was able to convince the Employer that an immediate shift to Public Act 152 and forcing the Employees to make contributions was a huge hardship,” said MAPE Labor Relations Specialist Jim Steffes. “The Employer opted out of P.A. 152 for the life of the agreement and is fully funding the first year’s deductibles and 50% of the second years deductibles. This gives Employees time to make Health Savings Accounts (HSA) contributions for future deductible costs. Employees hired after ratification will have a Retiree Health Savings Plan into which the Employer will contribute $100 per pay or $2,600 per year. Employees hired after 2010 have the option to change from retiree healthcare to the Retiree Health Savings Account before July of 2018. For those who choose to enter the plan, the Employer will contribute $5,400 for each year of service between 2010 and 2018. Going forward, those Employees would also receive the $100 per pay Employer contribution. The Employee is immediately vested in the plan and, upon separation from employment with the Township, can use their funds to pay for IRS-approved healthcare expenses such as premiums, drug costs, or supplementing Medicare when they reach age 65, etc.”

Local Unit President Mark Wroblewski said this contract gives Employees an option other than simply having retiree healthcare taken away. “Anything we could keep or save was beneficial for us,” Wroblewski said. “In essence, that money would be there for them when they did retire instead of having to follow along for what the new employees voting on the contract would do. There’s good and bad in everything. We didn’t get hit with the 80/20 for (active employee) healthcare, which would’ve had $3,000 for individual and $6,000 for family deductibles. So that’s a positive. Instead, what we have now is $2,000 and $4,000. But the Township did cover 100 percent (of deductible costs) in the first year and half of it in the second year of the two-year contract.”

Contract Duration: 2-year agreement ratified Dec. 13, 2017 and effective 1-1-18 to 12-31-19.
Wage Increases:
1% increase Jan. 1, 2018 to all steps and classifications.
2% increase Jan. 1, 2019 to all steps and classifications.


“Northville Library Employees are receiving wage increases of 3 percent the first year followed by 2 percent and 1 percent over the 3-year agreement. Each full-time Employee also received a $520 signing bonus, while part-timers received $260 signing bonuses,” said MAPE Executive Director Fred Timpner. “Their dental benefits improved with coverage through Cops Trust Delta Dental. Their annual cap is $1,500 with full coverage for Tier 1 services and 90 percent coverage for Tier 2 services. Employees taking Family Medical Leave will no longer be forced to use up all their paid time off while on leave. Under the new contract, they can save some of their vacation days for future use.”

“We all feel good about the contract, especially the dental and FMLA (Family Medical Leave Act),” said Northville Library local union Co-President Laura Curtsinger.

Contract Duration: 3-year agreement ratified Oct. 6, 2017 and effective Dec. 1, 2017 to Nov. 30, 2020.
Wage Increases: Each Full-time Employee received a $520 signing bonus upon ratification of the contract and part-time Employees each received $260 signing bonuses.
3% increase Dec. 1, 2017.
2% increase Dec. 1, 2018.
1% increase Dec. 1, 2019.


They got some of the largest raises I think we’ve ever seen,” said MAPE Labor Relations Specialist Jerald James. “They did a wage survey – the City ordered it. They realized they were losing Employees because their rates of pay were not at market rate. There was an increase in shift premium. We got a lot of positive support from the Employer. They did adopt some of our recommendations on the grievance process and bereavement. Our members now have the right to select Comp Time in lieu of Overtime. This is beneficial to those members that have run out of Vacation Time that would wish to accrue more Vacation Time instead of the cash Overtime payment. There was also a significant increase in tuition reimbursement proposed by the Employer. From a max of $750 to a max of $3,000.”

Contract Duration: 4-year agreement ratified June 8, 2017, effective 7-1-17 to 6-30-21.
Wage Increases: A Gallagher Wage Survey was performed by the Employer to ensure Employees were receiving pay at market rates. The survey found Employees were underpaid so the Employer agreed to pay step increases in 3% increments. Members will receive a minimum of 12.5% increase up to 30% increase in wages depending on title.
3% step increase, plus 1.5% increase effective July 1, 2017.
3% step increase, plus 1.5% increase effective July 1, 2018.
3% step increase for those not at maximum pay effective July 1, 2019.
3% step increase for those not at maximum pay effective July 1, 2020.

By Jennifer Gomori, MAPE Editor

A Chesterfield Township utility worker was given a pay increase for the promotion he was denied after Michigan Association of Public Employees (MAPE) filed an arbitration on his behalf.

The Department of Public Works (DPW) Employee was seeking a promotion to a code enforcement officer position. “The Employer didn’t follow the contract as far as the testing process for promotion,” MAPE Labor Relations Specialist Jim Steffes said. “They started interviewing people from outside and they ended up hiring someone from outside. It was supposed to be an internal process first.”

The external candidate was hired in August 2016. The utility worker, who has been employed with the Township nearly 20 years, submitted his resume and was given an interview. He met the job qualifications for code enforcement, which includes handling citizen complaints about violations of township code, Steffes said. However, he was not hired.

“They were going to require five years of prior police experience,” Steffes said. “This gentleman has that qualification in the military police so we challenged that they hired from outside rather than inside.”

“The qualified internal candidate should’ve at least been given a trial period. If the Employee didn’t like the job or the Township didn’t think he met their expectations, they could move him back,” Steffes said. “That’s what they should’ve done before the process of going outside.”


“Because the part-time Employees were new in our previous contract, most of it was in hindsight to correct a number of issues. I think the management was willing to address a number of things because it was affecting them as adversely as the full-time Employees,” said Union Steward Ray Sharer. “Our focus was long-term benefits for current employees; they had already eliminated retiree health care for the new full-time hires. Prior to the last contract, anybody who retired under the terms was eligible for health care in retirement for themselves and their spouse. It was very challenging to try to find that happy medium for everybody, which was one reason I wanted that larger negotiating committee. We were trying to focus on what was best for the group in years coming.”

“They are subject to four furlough and four unpaid holidays. For the first year of the contract, they can get two days back. I was able to convince the Employer to allow them to use Vacation Time. They could theoretically reduce their furlong days to two,” said MAPE Labor Relations Specialist Joe O’Connor. “Part-time Employees could work the same amount of hours as a full-time person but they wouldn’t get any breaks before or after lunch. We changed it so they have breaks. Part-timers were capped at working 400 hours in a quarter and the problem is the Employer was running out of hours and asking the Union to approve working more hours. We allowed them to work 450 hours a quarter knowing they’ll still be capped by the Affordable Care Act. Some part-time Employees only worked two or three days a week and during any kind of snow emergency, there was nothing forcing the Employer to pay them. The concern was they could switch their scheduled work days. I wanted to be sure they got paid for the hours they were scheduled to work.”

Contract Duration: 3-year agreement, effective 7-1-15 to 6-30-18.
Wage Increases: One-time signing bonus of 1.5% effective July 1, 2015 for each full-time Employee. Tier 2 Employees wages were increased to Tier 1. Tier 2 wages were previously up to 20% lower.
1.5% increase July 1, 2016.
1% increase July 1, 2017.


“The highlight of the contract is there was some restoration of eight unpaid days over the life of the three-year contract. We haven’t had raises since 2010 so we had a 1-1/2 percent signing bonus in year one, then 1-1/2 percent raise in year two and a one percent in year 3. There was the elimination of the two-tier salary structure, where new hires after 2012 were at 80 percent value of the current positions in the group. We got some equity things - in years 20 to 22, our group was getting two less vacation days than every other group,” said Local Association Chairman Steve Deon.

“That’s a new group to us and this is the first contract we negotiated for them,” said MAPE Labor Relations Specialist Joe O’Connor. “The group is subject to four furlough and four unpaid holidays. We reduced that to six days, three of each. For the first year of the contract, they can get two days back. I was able to convince the Employer to allow them to use Vacation Time. They could theoretically reduce their furlong days to two. They were one of the only groups in the city that didn’t have Martin Luther King, Jr. Day. We got that as a floating holiday. They were at $1,500 for the health coverage opt out and they got it moved up to $3,000.”

Contract Duration: 3-year agreement, effective 7-1-15 to 6-30-18.
Wage Increases: One-time signing bonus of 1.5% effective July 1, 2015 for each full-time employee. Tier 2 Employees wages were increased to Tier 1. Tier 2 wages were previously 20 percent lower.

  • 1.5% increase July 1, 2016.
  • 1% increase July 1, 2017.
  • A new Employee’s starting wage step shall not exceed an existing Employee’s wage step for the same position.
  • Every year Employees are eligible to receive bonuses based on job performance as follows:
    1.333% of base pay after 5 years of continuous service.
    2.667% of base pay after 10 years of continuous service.
    4.000% of base pay after 15 years of continuous service.
    5.333% of base pay after 20 years of continuous service.
    6.667% of base pay after 25 years of continuous service.


“The Tier 2 people were getting 40 hours of Sick Time per year and the Tier 1 were getting 64, so we increased the Tier 2 people. We brought them in line with Tier 1 people,” said MAPE Labor Relations Specialist Joe O’Connor. “The Employer wanted the option to close the township hall down between Christmas and New Year’s. There’s a maximum of three days unpaid. The Employer agreed to pick up one of them, leaving two days where they can take time as unpaid or utilize any time from their Vacation, Sick or Personal banks to make up the other two unpaid days.”

Contract Duration: 3-year agreement, effective 7-1-15 to 6-30-18.
Wage Increases:
3% increase July 1, 2015.
2.5% increase July 1, 2016.
2% increase July 1, 2017.
Fringe Benefits: Tier 2 Employees Sick Time is increased from 40 hours per year to 64 hours, equal to Tier 1 Employees. Increase Sick Time accumulation bank from 80 hours allowed per year to 120 hours.
Job Vacancies: Part-time Employees may not be used to fill a classification in which a full-time Employee has vacated or been laid off. Employer will not be filling full-time positions with part-time Employees.
Furlough Days: Employer may elect to shut down the week between Christmas and New Year’s, creating three unpaid days for Employees. Employer will pay one day and members can use any banked time to supplement the other two days or take them as unpaid.
Bargaining Team: Labor Relations Specialist Joe O’Connor with Association Chairperson Jason Berndt, Secretary Eva Koss and Steward Tom Moilanen.