By Jennifer Gomori, POJ Editor
Flushing Township Patrol and Sergeants received 16 to 19 percent in wage increases in their POLC-negotiated agreement with a 10 to 13 percent boost in the first year of the CBA, among other notable benefits.
The agreement, effective April 1, 2026 until Dec. 31, 2029, includes a wage re-opener in the last year of the contract, effective Dec. 31, 2028.
“We signed a four-year contract because of our history. Having a board that came in and disbanded us in 2012, this Township Board wanted to protect us from that happening as long as possible,” said Sgt. Brian Farlin, Chief Steward for Flushing Township Patrol and Sergeants. “So, they suggested a four-year contact with a wage re-opener. Our Supervisor is a retired police chief and our whole board is very supportive! Because of the 2012 layoff, they know we’re drastically underpaid. The 10 percent raise was based off the current pay scale, but we negotiated another 3 percent, so a majority of our bargaining unit got 13 percent instead of 10 percent! Three (Employees) got 10 percent and seven got 13 percent pay raises for the first year.”
Additionally, Employees received 3 percent increases in 2027 and again in 2028. Further enhancing their total package, the Employer’s contribution to Employees’ Defined Contribution Retirement plans increased from 8 to 10 percent.
“Besides the raises, that’s probably the most significant change. The three that we maxed out on the pay scale — Sergeants and high senior Patrol Officers — got a total package of 18 percent including the pension, and everyone else got 21 percent!”
The minimum Off-Duty Court Time pay was raised 50 percent. “If you went into court, and you’re there 5 minutes, and the judge adjourns your case, we got paid 2 hours of Overtime and we increased it to 3 hours Overtime,” Farlin said.
Now, instead of carrying over up to half of their annual Vacation Time, Employees have the option of receiving that time paid out, beginning April 1, 2026. “Previously, we had to use half of what was accrued. The other half carries over for a max of 400 hours (banked),” Farlin said. “If you choose to cash that 100 hours in instead of carrying it over, you can cash it in for one year (at a time) only.”
Paid Time Off to attend the Unions' Annual Conference or Stewards Seminars greatly expanded. “We had one day off for the POLC Conference if it fell on a day of work,” Farlin said. “Because we split Stewards between Command and Patrol, we have two positions off now, and three days (each) instead of one.”
“Not only did (POLC Labor Rep.) Chris (Hild) do a great job, and he was prepared, and we had strategy sessions, but we also had a great Township to work with,” Farlin said.
The Long-Term and Short-Term Disability monetary cap was raised to 66-2/3% of the current highest base wage. “They realized the cap on the policy was from a salary that was $20,000 less (than the highest wage),” Farlin said.
Holiday Pay increased from 8 hours of straight pay, regardless if the Employee worked the Holiday, to 12 hours of straight pay with increased pay for working the Holiday. “If you work it now, your Holiday Pay is the amount of hours worked at time and a half, which is now double time and a half (combined with the straight-time pay)!” Farlin said.
Promotional procedures were altered to remove a required psychiatric evaluation. Previously, the Chief had to approve Comp Time. Now Comp Time can be used at Employees’ discretion.
“We also got 36 hours of Personal Time previously that we had to use or cash in at 50 percent,” he said. “That increased to 48 hours and we can cash in 100 percent!”
“Chris did an amazing job! He was responsible. He always answered my phone calls. He sat down with me before negotiations and worked on strategy,” Farlin said. “He was great to work with — a valuable resource.”
