POLC awards noteworthy Police Academy grads - Pgs. 2-3 & 7 Register today for POLC/GELC Fall Conference, outings – Pgs. 4-5 Flushing Police tout stellar agreement – Pg. 11 Unions welcome 4 new units – Pgs. 6 & 8-9
Police Officers Labor Council (POLC)
65 SB Gratiot Avenue
Mt. Clemens, MI 48043
(248) 524-3200
FAX: (248) 524-2752
POLC membership: www.polc.org
EXECUTIVE COMMITTEE
CHAIR:
Brian McNair
Chesterfield Township Police Dept.
VICE CHAIR:
Greg Alexander
Oscoda Township Police Dept.
Scott Beggs Flat Rock Police Dept.
Joseph Bialy Canton Police Dept.
Adam Byrd
Van Buren Township Police Dept.
Esther Campbell Flint Police Dept.
Robert Gaiser
Caro City Police Dept.
Ryan Strunk
Battle Creek Police Dept.
Jacob Theisen Royal Oak Police Dept.
DIRECTOR:
Jim Stachowski Clinton Township PD (Retired)
MEMBER SERVICES
Christopher Watts
PUBLICATIONS
Executive Editor: Jennifer Gomori
Brothers inspire Weiler Award honoree to become officer
— By Jennifer Gomori, POJ Editor
Richard R. Weiler Scholarship
Award recipient Khoder ElHallani was inspired by his three brothers to become a law enforcement officer, honoring the memory of one of them.
El-Hallani was one of two preservice recruits in a class of 54 who graduated from Wayne County Regional Police Training Academy (WCRPTA) on May 7, 2026.
The $500 Richard R. Weiler Scholarship Award, which is sponsored by the Police Officers Labor Council (POLC), is given twice yearly at the discretion of the police academy to graduates who have not been sponsored by any police agency. Qualifying cadets must pass the Michigan Commission on Law Enforcement Standards (MCOLES) certification test and meet MCOLES employment standards to become certified Michigan Law Enforcement Officers.
Completing the academy with a 3.6 GPA, the 19-year-old made quite an impression on his fellow recruits and academy staff for his overall performance. “This recruit consistently demonstrated professionalism, strong work ethic, and a positive attitude throughout the academy,” said Erik Tilli, WCRPTA Director. “He showed leadership among his peers, accepted constructive feedback, and continually worked to improve his skills. His commitment to teamwork, accountability, and high ethical standards distinguished him as a role model within the class and made him a deserving recipient of this award.”
“It was honestly a surprise. It meant a lot to me to receive the award, especially when it was unexpected,” El-Hallani said. “Starting this academy as a pre-service recruit, paying for everything out of my own pocket … and having to push myself through all of this at such a young age, knowing other people are out there (to help) made me feel connected in a way. I got hired with Canton PD in the last two weeks of the academy, so I was kind of blessed in that sense, but I had to pay my way through the academy. It helps out a lot with financial situations right now as far as paying bills.”
El-Hallani was the Week #1 Recruit of the Week. He received second place in Driving Emergency Vehicle Operations (EVO) and third place in Defensive Tactics (DT), which covers suspect control, self-defense and proper use-of-force techniques, handcuffing, takedowns, weapon retention and ground fighting.
“Recruit of the Week is selected by their peers for their performance and teamwork,” Tilli said.
“I was a Sergeant at one point in the academy … in charge of the squad and platoon and you delegate responsibilities to them and make sure they’re doing their jobs,” El-Hallani said.
Upon completion of the Police Academy, El-Hallani obtained the remaining credits needed to receive an Associates Degree in Criminal Justice from Schoolcraft College
He’s following the example of his two older brothers, who served as Detroit Police Officers. While his brother Hassan El-Hallani has moved on to a different profession, his brother Husayn El-Hallani is currently searching for his next law enforcement position. But it’s his brother, Ismail Jaafar, who passed away unexpectedly, who left a lasting impression on him.
“It had to do with my brother who passed away in 2019 on March 22. I was 12 and he was 17. It was quite a time in my life. He was a big motivating factor of getting in this job. My brother was going into the National Guard, but unfortunately passed way that March. He wanted to be a police officer later in life,” El-Hallani said. “Both my older brothers, who I really look up to, gave me a huge motivating factor to be in law enforcement. It’s something I’ve always wanted to do.”
Continued on page 3
Photo courtesy of WCRPTA From left, POLC Director Jim Stachowski honors Khoder El-Hallani with the Richard R. Weiler Scholarship Award at the WCRPTA graduation.
LERTA graduate desires to ‘live up’ to Collin Birnie Award’s namesake
— By Jennifer Gomori, POJ Editor
Law Enforcement Regional Training Academy (LERTA) graduate Jonathan Foerster was interested in policing from a young age, but it wasn’t until high school that he knew it was the career for him. Foerster was honored with the Collin Birnie Scholarship Award during the academy graduation ceremony.
He was the only pre-service cadet among the 12 who graduated from the Charles Stewart Mott Community College LERTA Academy Session 28 on May 7, 2026. “I’m in the process of interviewing with several different police departments,” Foerster said.
The $500 Collin Birnie Scholarship Award, which is sponsored by the Police Officers Labor Council (POLC), is named in honor of the fallen POLC Executive Committee member. It’s given twice yearly at the discretion of the police academy. Qualifying cadets must pass the Michigan Commission on Law Enforcement Standards (MCOLES) certification test and meet MCOLES employment standards to become certified Michigan Law Enforcement Officers.
“It means a lot hearing (Birnie’s) daughters that presented the award — hearing the message about their father and hearing the values he stood for,” Foerster said. “I was honored to receive it and it also pushes me to want to live up to those values. Those are values that I share — they struck a chord with me. It’s something that will continue with me as I enter my career as a law enforcement officer.”
“(The Birnie Award) will help me make this transition toward being a law enforcement officer and providing any equipment that I need to help service my community,” he said.
The 25-year-old graduated with an 89.3 percentile from the academy. “Jonathan Foerster’s selection for the Collin Birnie Award is a tremendous accomplishment and a reflection of his exceptional dedication, professionalism, and academic excellence throughout his time in the Law Enforcement Regional Training Academy (LERTA),” said LERTA Director Eric Rodgers. “Being selected for this prestigious award speaks to his outstanding work ethic, commitment to learning, and strong potential for success in the law enforcement profession.”
“In addition to successfully graduating from the LERTA program, Jonathan also earned an Associate Degree in Criminal Justice (from Mott Community College), further demonstrating his commitment to personal and professional development,” Rodgers said. “We are extremely proud of his achievements and confident that he will represent both the academy and the law enforcement profession with distinction throughout his career. Way to go, Jonathan!!! We are proud of you!”
Weiler Award honoree
continued from page 2
“I’ve always been the kind of person who likes to go out and put a smile on other people’s faces and honoring my brother (Jaafar accomplishes both),” he said. “If I can go and do that job right, it‘s very rewarding at the end of the day.”
While his older brother, Josh, served in the United States Marines Corps for 4 years, Foerster’s decision to pursue law enforcement was based on his personal experiences.
“Honestly, it was something I kind of picked up an interest for as a young kid. I was probably about 5 (years old) or so when I went to New York City with my mom, and I remember seeing the NYPD Police cars, but I never really viewed it as a career path until high school when we had a Deputy from Genesee County come to one of my law classes as a guest speaker,” he said. “He drove home for me what it took to be a police officer — serving the community, going out to help others. That is what set me down this path I find myself on today.”
Forester’s interests led him to take business law in high school. “I’ve always had an interest in law. Maybe if I wasn’t a police officer, I would have gone into some sort of field that involved law, like a lawyer,” he said. “I’m also somebody that likes to work with their hands and go out and be proactive and help others. Being an officer struck me … (as to) how I wanted to give back to my community.”
LERTA instilled in him the comradery that comes with being a member of the law enforcement profession.
“(The academy) teaches you a lot. We are part of a family and a team and I want to give a shout out to my LERTA fellow (Academy Session) 28 graduates that I’m proud of every single one of them and I’m honored to serve and protect our communities together,” said Foerster, adding, “I’m thankful for my (immediate) family for supporting me through this process. I wouldn’t be here without them.” d
WCRPTA greatly expanded El-Hallani’s brothers in blue. “As far the academy went it was honestly a great experience, very eye opening, and got us prepared for law enforcement,” El-Hallani said. “It was a very rewarding experience to build those friendships, the strong relations with the coordinators and instructors, and knowing you will have those relations after the academy. It feels good, from day 1 all the way to week 17.” d
Photo by Michael Gleason of Gleason Studios Collin Birnie Scholarship Award honoree Jonathan Foerster (center) accepts his award from Birnie’s daughters Marista Dryden (left) and Bailey Ramirez (right) during LERTA’s graduation ceremony.
2026 Annual POLC/GELC Meeting & Labor Seminar
Wednesday – Friday September 23-25, 2026
Delamar
Traverse City
615 E. Front Street Traverse City, MI 49686
Attendance limited to registered delegates and invited guests only
RESERVE ROOMS by September 6, 2026 to receive POLC/GELC discount: Call 231-947-3700 and request POLC/GELC Block
Questions? Call the POLC/GELC Office: 248-524-3200
Seminar Sessions
• Featuring one of the nation’s top public safety union lawyers: LRIS Executive Director and labor relations trainer Richard Poulson.
POLC Business Meeting
• Outstanding Service Awards
• POLC Business Agenda
• POLC Board and Officers elections
Come join us for an outdoor Cocktail Reception, 8-11 p.m. on Wednesday, September 23, 2026
SECTION 1. Each participating bargaining unit in the Labor Council shall be entitled to one (1) delegate to the Annual Meeting for each ten (10) members or major portion thereof in their unit, provided however, that each participating unit shall have at least one (1) delegate.
SECTION 7. Any delegate from a bargaining unit that is delinquent in payment of dues shall not be admitted or seated at the Annual Meeting. ®
There is no fee to register this year. Please fill out and return this registration form.
Name of your unit and its current enrollment.
Number of delegates allowed
List names and shirt sizes of all unit delegates here: (Please type or print neatly)
This registration must be returned before Friday, September 11, 2026 to: Police Officers Labor Council • 65 SB Gratiot Avenue • Mt. Clemens, MI 48043
Poker Run
For those interested in an alternative to the golf outing, a Poker Run will be available from 2:30 p.m. - 6:00 p.m. Thursday, September 24th with beverage stops at some local establishments – all while trying to win some $money$ picking up a card or two at each stop.
Call Nancy Ciccone at (248) 524-3200 before Friday, September 18, 2026 to reserve your spot.
28th Annual POLC/GELC Golf Outing
The Bear Golf Course
at Grand Traverse Resort provides a scheduled diversion for attendees of the Police Officers Labor Council’s Annual Conference in Traverse City on September 23 – 25, 2026 Reserve your spot now.
Four-person Scramble
Thursday , September 24, 2026
Tee-off time: 2:30 p.m.
Cost: $65 per person
Includes 18 holes with cart (non-refundable) Reservations guaranteed only when golf is paid in full.
The Bear Golf Course – Golf attire is required by the course; all golfers must be in a collared shirt, walking shorts or long pants. Denim jeans or denim shorts are NOT permitted. NO tank tops, NO tee shirts, NO spikes.
This registration must be returned, with payment, before Friday, September 11, 2026 to: POLC/GELC Golf Outing Police Officers Labor Council 65 Southbound Gratiot Avenue, Mt. Clemens, MI 48043.
Switch to POLC yields Fenton Patrol 15% raises, responsive representation
— By Jennifer Gomori, POJ Editor
Fenton Patrol Officers had a long history of career members in their Local Union, but in recent years when younger officers joined the ranks they noticed labor issues were not being addressed. Represented by the Police Officers Association of Michigan (POAM) for as long as they could remember, former Local Union Board members and their POAM Representative had more of a laissez-faire attitude about raising concerns with the Employer, said Susie Haney, who was a Local Union Steward for Fenton Patrol until her recent promotion.
“I can see (POAM) contracts as far back as the early 1990s and I’m assuming it was far before that,” Haney said. “Our department had a history of officers starting and ending their careers here. When we were getting younger officers transferring in from other departments, they started asking, ‘When are we meeting?’ and we raised some concerns. People would bring grievances and (former Local Union Board members) would say ‘No, we don’t do that.’ They were biding their time for retirement. When we started getting laterals in, people started raising eyebrows.”
The lateral hires were a wake-up call for existing Employees, some of whom lacked prior Union experience. “I didn’t come from a Union background family, so I didn’t know any different. I was just frustrated,” Haney said. “There was no Union representation. There were never any meetings. It just wasn’t active at all.”
After enough older members retired, the group sought out new representation, voting unanimously in favor of joining the Police Officers Labor Council (POLC) in the spring of 2025. The 16-member group reached out to the POLC after hearing favorable things about their service from White Lake Command Officers, who are POLC members. “Someone they knew there had been at a couple different departments that had switched to POLC,” she said.
The Dispatchers in the group were feeling completely disregarded by their POAM Labor Rep., said Haney, a former Fenton Dispatcher who served on Patrol’s bargaining team. Now, she’s a Fenton Dispatch Supervisor and Records Coordinator.
“That was shortly before we switched (to POLC) when I finally had questions. I said ‘Hey, Dispatch needs to be brought up. We need a $3 an hour raise.’ He said, ‘I’m not going to do that because Dispatch would make more than a first-year officer. Why would we do that?’”
“It took the officers saying we want them to make a higher wage,” however, she said, their POAM Representative still didn’t listen. “He was just flabbergasted. He said, ‘You’re holding up other contracts. We’re rubber stamping it.’ Honestly, that was the expectation.”
During contract negotiations, their POAM Representative kept silent and had the Local Union Steward do all the talking, Haney said. “We were not getting far because they didn’t speak in our room,” she said. “We had a police officer going against city attorneys and they didn’t know any better. I asked ‘Are you going to speak in negotiations? Because our officers don’t do well speaking for themselves.’
We were kind of always outmatched. I said, ‘I don’t know what we’re paying dues here for guys.’”
Since the City was used to compliance without questions, Fenton Patrol’s new POLC Labor Representative Christopher Hild had some work ahead of him, Haney said.
“I’ve never seen anything like this. No one has ever challenged (the City Attorney). She’s been there for so long and gotten used to POAM doing what she wants, when she wants, on her timeline,” Haney said. “Within 5 minutes of negotiations with POLC, she was already bent out of shape. That’s because POAM didn’t speak — nobody challenged her. I think having the POLC come in, at least for the City Manager, it was like ‘Okay, things are kind of changing.’ People are not just going with the flow anymore.”
The POLC didn’t back down, bargaining until they reached a contract beneficial for all members. Their new four-year agreement is retroactive to July 1, 2024 since the group was nearly a year past their contract expiration when they joined the Union. The gains were worth the wait with Fenton Patrol Officers and Dispatchers receiving 15 percent in wage increases. Employees received 4 percent pay bumps the first two years, effective July 1, 2024 and July 1, 2025, following by 3.5 percent increases effective July 1, 2026 and again on July 1, 2027.
Martin Luther King, Jr. Day and Juneteenth were added as paid Holidays in exchange for removal of the Employee’s Birthday as a Holiday. Since the shift in workplace dynamics, there is a different perception among Employees. Once a tight knit department, the past lack of labor representation combined with several retirements ushered in a new reality. “They’re not loyal to each other within the walls (of the department). We were all so loyal to each other that we wouldn’t leave — we were more like a family,” Haney said. “That whole thing is gone. You have so many young ones now. If you have nothing to offer them, there’s not an incentive to stay.”
The POLC’s helpful response to member concerns has been a longawaited relief for Fenton Patrol. “It’s a breath of fresh air knowing the fact that you can speak to (Hild). If I sent any email to POAM before, they would never answer me and call the (Local) Union President and say, ‘Tell people not to contact me.’”
Having the POLC by their sides in negotiations, the bargaining team no longer felt outgunned, being forced to challenge city attorneys without Union assistance. “Chris weighed in and started speaking right away. He was educated, he had his facts, and he was detail-oriented,” she said. “It was just a completely different and positive experience. We couldn’t even find any bylaws. He had sent me an email recently saying, ‘Here’s some sample ones. I would suggest filing these.’”
Hild thoroughly reviewed their prior contract and noted items that needed to be addressed, like not including Dispatchers in sections that applied to them. “Chris said, ‘I noticed all of this needs be to be done. Let’s just handle it. If we’re redoing this contract, let’s redo it.’ That was Continued on page 7
Paramedic earns Figurski Award, will attend Fire Academy, become Public Safety Officer
— By Jennifer Gomori, POJ Editor
Macomb Community College Police Academy graduate Morgan Eskew has been working in Emergency Medical Services for nearly two years. Honored with the Robert Figurski Award at graduation, she is applying to public safety departments before starting Macomb Community College Fire Academy this fall.
The 20-year-old Shelby Township resident was one of two pre-service cadets in a graduating class of 28 at Macomb Police Academy on May 18, 2026.
The $500 Robert Figurski Award, which is sponsored by the Police Officers Labor Council (POLC), is given twice yearly at the discretion of the police academy to graduating cadets. To qualify, cadets must pass the Michigan Commission on Law Enforcement Standards (MCOLES) certification test and meet MCOLES employment standards to become certified Michigan Law Enforcement Officers.
“Honestly, I did not expect (the Award). I was really shocked when I got it,” Eskew said. “It means a lot! I’m really grateful for it. It will probably help me out with the fire academy with the cost of that and the books and stuff for it. (The fire academy) starts in September, so I’m going to apply for positions until then, but I’m going to go to the fire academy even if I don’t get sponsored.”
Eskew completed Macomb Police Academy with an 87.9 percentile. Her motivation to become a Public Safety Officer was evident throughout the training program.
“Cadet Morgan Eskew has demonstrated a strong commitment to becoming a professional law enforcement officer and performed very well in the Macomb Police Academy,” said Michael Ciaramitaro, Macomb Police Academy Director. “Her background as an Emergency Medical Technician and Paramedic, and now her graduation from the Macomb Police Academy, will provide her with the skills needed to best serve the community. The POLC Robert Figurski (Award) is very well deserved.”
Continuously progressing in her education and training, Eskew became a licensed Paramedic in August 2025 and obtained an Associate of Applied Science degree in Emergency Medical Services from Macomb Community College in December 2025.
“I didn’t really know what I wanted to do right out of high school. I knew I didn’t want to work a desk job,” Eskew said. “I started at MedStar for a couple months as an EMT and then I moved to Universal Macomb Ambulance Service and I was an EMT there for about a year while I was doing my Medic. I’ve been a Medic there for 8 months. EMS was the way I went, and I love it!”
Fenton Patrol – continued from page 6
nice having somebody go line-by-line, making them fix what they were supposed to fix so (members) were covered.”
Gone are the days of ambiguity and literally not having their votes count. Haney recalled a time when she voted absentee at a Local Union
Witnessing public safety officers in action prompted her to expand her knowledge and skills to assist community members in multiple ways.
“Working on the ambulance, we work alongside a lot of different public safety departments and we saw them on every single medical scene and I was really interested in what they do,” Eskew said. “I’m going to do all three (at a) public safety department — police, fire and EMS.”
Her positive experience at Macomb Police Academy solidified that she chose the perfect occupational path.
“It was really great! Everyone in the academy was very friendly, very nice. All of the staff was very helpful,” Eskew said. “I would recommend the academy to anyone!” d
meeting she was unable to attend, but her vote was not counted. “If we had a vote, and if the person running the meeting felt that counting absentee votes was not in favor of him, he didn’t count those,” she said.
“It’s been a positive experience overall,” she said of switching to the POLC. “I don’t have any negative with it. From the representation in the room to the communication, he is proactive.” d
Photo courtesy of Macomb Police Academy Macomb Police Academy graduate Morgan Eskew was honored with the Robert Figurski Award during the May 18, 2026 graduation ceremony.
New Units
South Haven Employees turn to GELC for proven expertise with municipalities
— By Jennifer Gomori, POJ Editor
South Haven General Employees have been looking for improved representation for quite some time. After learning about the Governmental Employees Labor Council’s (GELC) experience working with City leaders, they made the switch.
The 34-member group voted unanimously to join the GELC in March 2026, parting ways with the International Brotherhood of Electrical Workers (IBEW).
South Haven General Employees had also changed representation just 3 years prior, leaving their longtime Union to join the IBEW based on assurances the IBEW would make specific advancements for them in their next bargaining agreement, said Kevin Sisson, South Haven General Employees Local Union President. When those commitments didn’t materialize, the group lost faith in the IBEW, especially after witnessing the techniques used during negotiations.
“A lot of people just weren’t happy with the way things turned out. Our last negotiations we were promised stuff that we didn’t get,” Sisson said. “In my own opinion, they just started taking on cities recently. I think when we started talking to them they only had four or five cities they were working with and I don’t think they had a good rapport (with municipalities) to know how to negotiate a contract with a city. We were kind of new to them.”
Their former representation started negotiations with a more combative tone than they had experienced in the past. Their methods resulted in more arguing, longer sessions, and less progress in their current bargaining agreement, which expires June 30, 2026.
“The first time with the IBEW, our first negotiations, they brought their attorney with them and that’s not how you start off a negotiation,” Sisson said. “The last contract took a long time to resolve with so much arguing and bickering going on. I don’t know if they tried to intimidate them or what it was. We had over six sessions of negotiations and they were all day long!”
In search of another new Union, they checked with South Haven City Police, who reported they were very pleased with Police Officers Labor Council (POLC), the GELC’s sister Union. GELC staff came out to meet with South Haven General Employees, providing a comprehensive presentation and answering their questions.
“When we had our meeting with (GELC Labor Rep.) Dave Thomas and the other two (GELC representatives), everybody was very, very pleased when we were done talking,” Sisson said. “Everybody said this is who we want to go with. They deal with our police department, and they’ve already dealt with our City Manager and human resources. They already have a good rapport with them!”
Preparing for their first GELC-led negotiations with Rep. Thomas in May felt a lot different for South Haven General Employees, who have a renewed sense of confidence in the capabilities of their Union.
“Dave Thomas just seems like a genuine guy, speaking the truth,” Sisson said. “IBEW promised they would get you this and that. Dave isn’t saying stuff like that. He just tells us that this is the way it is and that’s it. He says, ‘I’m not going to promise you anything, but we’re going to try to get you what you deserve.’” d
Utica DPW chooses GELC after a half century with former representation
— By Jennifer Gomori, POJ Editor
Utica Department of Public Works (DPW) Employees were longstanding members of their former Union, but in recent years their representation had been lacking. So, when their current contract negotiations got off on the wrong foot, they wasted no time seeking an alternative.
“We did start negotiations with AFSCME. It was after that first meeting that we decided to look elsewhere for a Union,” said Mike Francis, Utica DPW Employees Local Union Steward.”
During negotiations, their American Federation of State, County and Municipal Employees (AFSCME) representative didn’t speak up, and it was up to the Employees to do all the talking, Francis said. So, they reached out to the Governmental Employees Labor Council (GELC), voting in March 2026 to join. By April, they already had their second negotiations meeting — this time with their new GELC Labor Representative Joe Stone.
“I inquired (about representation) with our police Union because I knew they had switched as well. They are with the POLC,” Francis said of Utica Police, which are represented by GELC’s sister Union.
“It was a unanimous vote with our unit!” Francis said. “Then it had to go to our City Council to be approved for the switch. Once it was approved by Council, I believe Joe handled the transfer as far as us being relinquished from AFSCME and switched to GELC.”
Replacing their Labor Union was significant for the seven-member group, which had been with AFSCME for over half a century. “I believe they first joined with them in the 60s,” he said. “Let’s just say 50-plus years at least. Things change.”
What changed for Utica DPW Employees was the quality of representation they were receiving. “I believe it was a mutual agreement with the group that we were not being represented as efficiently as we felt
Continued on page 9
POLC makes Fenton Command Officers feel valued, brings home 14% increases
— By Jennifer Gomori, POJ Editor
Fenton Command Officers decided it was time to make a change in their representation after failing to reach an agreement with their Employer nearly a year past their contract expiration.
They voted unanimously to join the Police Officers Labor Council (POLC) in the spring of 2025 after being with their former Union, Police Officers Association of Michigan (POAM), for about a decade. Their contract had expired June 30, 2024 and, 11 months later, they were still in negotiations and looking for a Union that could deliver superior service.
“We just weren’t getting the treatment we felt we deserved,” said Cole Hopkins, Fenton Command Local Union President. “Being a smaller department, we just wanted a more professional and just a more friendly approach — someone to be a lot more personable.”
The four-member group needed results from their Union, and from what they heard, the POLC could provide them.
“We asked around to departments our size, that were in and outside of the county, and heard really good things about POLC and how they handle their smaller departments,” Hopkins said.
With the assistance of their new POLC Labor Representative Christopher Hild, they not only reached an agreement with double digit wage increases — they also were paid for the time lost during extended negotiations. Fenton Command Officers signed a new 4-year agreement at the beginning of March 2026, with wage increases retroactive to July 1, 2024.
The group gained 14 percent in wage advancements over the life of the contract, which expires June 30, 2028, with 4 percent hikes in 2024 and 2025, followed by 3.5 percent increases effective July 1, 2026 and again on July 1, 2027.
“I was very happy with them,” Hopkins said of the pay increases and other advancements.
Under their new agreement, Command Officers now receive addi-
Utica chooses GELC
continued from page 8
we should be,” he said. “They were not returning phone calls, not being as prepared as we would like to see in negotiations.”
“There seemed to be a large turnaround as well. I remember 3 to 4 years ago — at the last negotiations — we went through five different representatives,” Francis said. “That was very frustrating on our end having to deal with that. We feel that partially led to us not getting as good of a contract as well. To be fair, in their defense, it was during Covid. It was a very lengthily, drawn-out negotiations because of that fact, but still five representatives! It was like having to bring them all up to speed and it was not very easy.”
Those delays and frustrations are now a thing of the past as Utica DPW Employees continue talks with their current contract expiring June
tional compensation for the time spent training Officers. The minimum number of hours they are paid for appearing in court also increased.
“If a supervisor is training someone, they get one hour of Overtime and the Court Time changed from two hours for in-person. Now it’s three hours, no matter how long you’re there,” he said.
Paid Time Off expanded under the agreement. A Compensatory Time Bank of 48 hours was established, with Employees permitted to use a maximum of 60 hours Comp Time annually. Martin Luther King, Jr. Day and Juneteenth were added as paid Holidays, and Employees’ Birthday was eliminated.
Employees now have a minimum of 8 hours rest period between their shifts. Command Officers also received a boost in their Boot Allowance, from $250 to $300, and Dispatch Supervisors were included with a Shoe Allowance of $100 for the contract term.
Most importantly, with POLC representation, Fenton Command Officers are experiencing something that is immeasurable — having their concerns addressed promptly.
“I just feel like the communication is a lot better. It’s very hand-in-hand and there’s no lapse in it,” Hopkins said. “If I reach out for information and need to talk to somebody, (the response) is almost right away or within the hour and it was not like that before.”
Fenton Command Officers no longer see themselves as simply a smaller unit — they recognize they are a valuable part of a labor relations organization that doesn’t treat them like a number. As such, they look forward to being part of the larger conversation at outings and events with agencies from across the state, such as the Annual POLC/ GELC Labor Conference. Hopkins said their former Union did not invite them to attend these types of events.
“I just feel like POLC is more. They treat everybody equally and professionally,” he said. “They have more of a well-rounded feel.” d
30, 2026. Thus far the experience with Representative Stone has been the polar opposite of their prior Union interactions.
“We are happy with the returning of the calls quickly — the response time. As far as the knowledge goes, we are happy with and impressed with that as well and we felt that Joe really handled himself well in our first negotiations,” Francis said.
He cited Stone’s extensive experience as a retired City of Warren Foreman of Sanitation, who held several positions during his 28-year career with the city.
“He represented us well. We liked that he would do most of the talking. We strongly feel that’s important. We don’t want the Employees to be directly arguing with the mayor,” he said. “We’re there if Joe needs us to answer any questions or reiterate, but I think all of his years in (local government) service himself has made a difference as well.” d
Member News
Contract Settlements
— As Reported by POLC/GELC Labor Reps
Barry County Corrections
New three-year agreement expires Dec. 31, 2028.
Wages:
6% increase effective Jan. 1, 2026.
4.5% increase effective Jan. 1, 2027.
4.5% increase effective Jan. 1, 2028.
Manning & Safety: Employees who are mandated to work non-County funded special events will now receive triple time pay for all hours worked. The new pay rate doubled for these events as previously Employees received 1-1/2 times their hourly wage.
Fringe Benefits: New Hires will immediately receive 80 hours of Vacation Time upon hire, which was added to improve recruitment. Previously, New Hires had to wait until their one-year anniversary to receive 80 hours of Vacation Time.
Health Care: Dental and Vision insurance plans were added as a new benefit. The County previously provided Employees a $500 Dental/Vision reimbursement annually to purchase their own insurance plans or pay for copays on their spouse’s plan. The County has eliminated the reimbursement in lieu of providing insurance. The Employer will pay 80% of insurance premiums, with Employees paying 20% of the premiums. The new Dental plan includes $1,500 in covered services annually per person.
Bargaining Team: Melinda Bachus and Dan Garvin with GELC Labor Representative Scott Eager.
Bath Charter Township Police
Non-Supervisory
New three-year agreement expires Dec. 31, 2028. Wages:
4% increase effective Jan. 1, 2026.
3.5% increase effective Jan. 1, 2027.
3% increase effective Jan. 1, 2028.
*Employees receive a $1,500 lump sum payment each year of the contract, for a total of $4,500 per Employee over the term of the agreement. The lump sum payments, combined with the total 10.5% in annual pay increases, provide an additional incentive for Employees to continue their careers at Bath Township.
**A new designation of Detective Assignment was added to the agreement at a pay rate of 5% above highest paid Patrolman.
Fringe Benefits: Juneteenth was added as a paid Holiday.
Health Care: Employees have a new medical plan, and the Employer sought to have Employees pay a portion of the new premium, however, through Union negotiations, the Employer agreed to pay 100% of the premiums. Employees will no longer receive $1,500 per year through an Employer-run medical reimbursement account. To receive those funds, Employees were required to submit receipts. Flexible Spending Accounts (FSAs) were established for
Employees and the Employer will pay $250 annually into each Employee’s FSA. The Employer also added new Opt Out payments. Employees who Opt Out of medical insurance receive a monthly payment from the Employer as follows: $150 for Single; $370 for two-person; and $600 for family.
Bargaining Team: Bradley Bailey and Blake Roe with POLC Labor Representative Scott Eager.
Cass County Sergeants & Dispatch Supervisors
New three-year agreement expires Dec. 31, 2028. Wages:
3% increase effective Jan. 1, 2026.
3% increase effective Jan. 1, 2027.
3% increase effective Jan. 1, 2028.
*Employees will also receive an additional 3% Market Adjustment effective Jan. 1, 2026 and Jan. 1, 2027, effectively doubling their wage increases the first 2 years of the CBA.
Manning & Safety: Employees receive $2 per hour additional pay for all hours spent performing Field Training Officer duties. Employees now receive a Hazard Pay Stipend of $500 annually. Shift Premiums more than doubled, from $.20 cents per hour to $.50 cents per hour.
Fringe Benefits: New Hires with prior experience will receive a Sign On Bonus as follows:
• 5-9 years = $1,000
• 10-14 years = $1,500
• 15-19 years = $2,500
• 25 or more years = $3,000
Life insurance coverage increased from $25,000 to $75,000. A Me-Too Clause was added. If any unionized unit eligible for Act 312 enters into a Letter Of Understanding or mid-contract agreement that provides a wage increase or additional pay bargaining unit wide, the Employer must provide the same increase to this unit.
Bargaining Team: Anthony Lozada and Ryan Shields with POLC Labor Representative Dave Thomas.
Fenton Command
New four-year agreement expires June 30, 2028. Wages:
4% increase effective July 1, 2024.
4% increase effective July 1, 2025.
3.5% increase effective July 1, 2026.
3.5% increase effective July 1, 2027.
*This new unit was almost a year past their prior contract expiration when they joined the POLC in 2025. Pay increases in their first POLC-represented bargaining agreement are retroactive to their prior contract expiration date of July 1, 2024.
Manning & Safety: Employees are newly compensated for training Officers. Command Officers are paid one hour of Overtime for each shift spent training other Officers. A minimum of 8 hours rest period was established between shifts.
Fringe Benefits: Employees are paid a minimum of 3 hours each time they must appear in court. Previously, they were paid a minimum of 2 hours. Martin
Luther King, Jr. Day and Juneteenth were added as paid Holidays and Employee’s Birthday was eliminated as a paid Holiday. A Compensatory Time Bank of 48 hours was established, with Employees permitted to use a maximum of 60 hours of Comp Time per year. Command Officers’ Boot Allowance increased from $250 to $300 and Dispatch Supervisors’ Shoe Allowance is included at $100 during the contract term. The contract allows for the Chief to approve additional replacements when necessary.
Bargaining Team: Local Union President Cole Hopkins and Dan Forbush with POLC Labor Representative Christopher Hild.
Fenton Patrol
New four-year agreement expires June 30, 2028. Wages:
4% increase effective July 1, 2024.
4% increase effective July 1, 2025.
3.5% increase effective July 1, 2026.
3.5% increase effective July 1, 2027.
*This new unit was almost a year past their prior contract expiration when they joined the POLC in 2025. Pay increases in their first POLC-represented bargaining agreement are retroactive to their prior contract expiration date of July 1, 2024.
Fringe Benefits: Martin Luther King, Jr. Day and Juneteenth were added as paid Holidays and the Employee’s Birthday was eliminated as a paid Holiday.
Contract Language: Changes to the contract language were made to enhance clarity, and inclusion for Dispatchers, who were not mentioned in various areas of their former agreement.
Bargaining Team: Local Union Stewards Susie Haney, Travis Whitman and Kevin Kissel with POLC Labor Representative Christopher Hild.
Flushing Township Patrol & Sergeants
New four-year agreement expires Dec. 31, 2029. Wages:
10% to 13% increase effective April 1, 2026.
3% increase effective April 1, 2027.
3% increase effective April 1, 2028.
Wage re-opener effective Dec. 31, 2028.
*Sergeants and the highest paid Patrol Officers received a 10% increase the first year, while remaining Employees received a 13% increase effective April 1, 2026.
Retirement: The Employer contribution to Employees’ Defined Contribution Retirement plans increased from 8% to 10%.
Manning & Safety: Off-Duty Court Time minimum increased from 2 hours to 3 hours of Overtime pay.
Fringe Benefits: The new Payout option for unused Vacation Time year to year does not apply to previously banked and carried over Vacation Time prior to April 1, 2026. Previously, Employees were required to use half of their Vacation Time and the other half
Continued on page 11
Flushing Patrol, Sergeants credit POLC relations for 18% to 21% benefit boost
— 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.
Contracts
continued from page 10
could be banked, up to a maximum of 400 hours. Now, Employees can receive a Payout for up to half of their annual unused Vacation Time. Holiday pay of 8 hours straight time, whether Employees worked or not, was increased to 12-hours straight time. Additionally, Employees who work the Holiday are now paid 1-1/2 times their base rate, equating to double time for hours worked. Personal Time increased from 36 hours with the option to cash in 50% to 48 hours with the option to cash in 100%. Previously, Comp Time had to be approved by the Chief. Now, Comp
“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 Union 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, whether or not 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.” d
Time can be used at Employees’ discretion. Promotional procedures were altered to remove a required psychiatric evaluation.
Union Benefits: Two Stewards will now receive 3 days of paid Leave to attend the POLC Annual Conference or Stewards Seminars. Previously, one Steward received one day of paid Leave.
Health Care: The monetary cap for Short-Term and Long-Term Disability pay was increased to reflect 66-2/3% of the highest paid base wages.
Bargaining Team: Sgt. Brian Farlin and Ofc. Justin Greninger with POLC Labor Representative Christopher Hild.
Lincoln Charter Township Police Command
New three-year agreement expires March 31, 2029.
Wages:
5% increase effective April 1, 2026. 5% increase effective April 1, 2027.
4% increase effective April 1, 2028. Manning & Safety: All hours Command Officers spend training Employees that are outside of their regularly scheduled work hours will be paid at the Overtime rate. Previously, Command was only paid
Continued on page 12
Member News
Contracts
continued from page 11
Overtime for MCOLES mandated training. Tier 1 Special Instructor/Certification Pay increased from $750 to $1,000 per year. Tier 2 Special Instructor/Certification Pay increased from $300 to $500 annually.
Bargaining Team: Ryan Venno with POLC Labor Representative Scott Eager.
Lincoln Charter Township Patrol Officers
New three-year agreement expires March 31, 2029.
Wages:
5% increase effective April 1, 2026.
5% increase effective April 1, 2027.
4% increase effective April 1, 2028.
Manning & Safety: All hours Employees spend attending training that are outside of their regularly scheduled work hours will be paid at the Overtime rate. Previously, Employees were only paid Overtime for MCOLES mandated training. Tier 1 Special Instructor/Certification Pay increased from $750 to $1,000 per year. Tier 2 Special Instructor/Certification Pay increased from $300 to $500 annually.
Bargaining Team: Joseph Mastalanski with POLC Labor Representative Scott Eager.
Otsego County Sheriff’s Department
New three-year agreement expires Dec. 31, 2028.
Wages:
2% increase effective Jan. 1, 2026.
2% increase effective July 1, 2026.
3.5% increase effective Jan. 1, 2027.
3.5% increase effective Jan. 1, 2028.
*Effective July 1, 2026, the pay period will increase from 80 hours to 84 hours every 14 days, which will be paid at the straight time rate. This equates to 5% more in pay for working 4 more hours biweekly, while resolving a staffing shortage and officer safety issue. Employees will continue to work 7 out of 14 days, still using the Pitman schedule.
**Sergeants Wage Differential increased from 9% to 10% more than the highest paid Deputy.
Fringe Benefits: Employees are receiving a boost in their annual Equipment Allowance from $400 to $600. Employees will now receive an additional day of Holiday Pay for New Year’s Eve.
Manning & Safety: Members who work the Night Shift had their Shift Differential doubled from $.30
cents per hour to $.60 cents per hour. Field Training Officers’ compensation increased for shifts spent training from 1 additional hour of straight time pay to 1 additional hour at the Overtime rate of 1-1/2 times their hourly rate.
Bargaining Team: Gregg Kates and Kirth Sterly with POLC Labor Representative John Stidham.
Van Buren County Sheriff’s Command
New three-year agreement expires Dec. 31, 2028.
Wages:
3% increase effective Jan. 1, 2026.
3% increase effective Jan. 1, 2027.
3% increase effective Jan. 1, 2028.
Fringe Benefits: Longevity pay was added to the contract with Employees receiving the following annual amounts:
• 5-9 years = $500
• 10-14 years = $1,000
• 15-19 years = $1,500
• 20 plus years = $2,000
The PTO Scale was modified to increase the amount of time earned in a shorter period of time. Employees will top out at 273.52 hours of PTO annually after 15 years of service. Previously top out was 256 hours after 20 years of service.
Manning & Safety: An On-Call Stipend of $2,600 was added for Lieutenants and Captains, paid at $100 per pay period.
Bargaining Team: James Charon and Larry Weers with POLC Labor Representative Dave Thomas.
Van Buren County Sheriff’s Dispatch
New three-year agreement expires Dec. 31, 2028.
Wages:
3% increase effective Jan. 1, 2026.
3% increase effective Jan. 1, 2027.
3% increase effective Jan. 1, 2028.
Fringe Benefits: Longevity pay was added to the contract with Employees receiving the following annual amounts:
• 5-9 years = $500
• 10-14 years = $1,000
• 15-19 years = $1,500
• 20 plus years = $2,000
The PTO Scale was modified to increase the amount of time earned in a shorter period of time. Employees will top out at 273.52 hours of PTO annually after 15 years of service. Previously, top out was 256 hours after 20 years of service.
Bargaining Team: Emily Stone and Melissa Dunkel
with POLC Labor Representative Dave Thomas. Van Buren County Sheriff’s Corrections Deputies
New three-year agreement expires Dec. 31, 2028. Wages:
3% increase effective Jan. 1, 2026.
3% increase effective Jan. 1, 2027.
3% increase effective Jan. 1, 2028.
*Effective Jan. 1, 2026, Employees received a $.30 cents per hour base wage increase as a Market Adjustment in addition to the first year 3% increase.
Fringe Benefits: Longevity pay was added to the contract with Employees receiving the following annual amounts:
• 5-9 years = $500
• 10-14 years = $1,000
• 15-19 years = $1,500
• 20 plus years = $2,000
The PTO Scale was modified to increase the amount of time earned in a shorter period of time. Employees will top out at 273.52 hours of PTO annually after 15 years of service. Previously, top out was 256 hours after 20 years of service.
Bargaining Team: Matt Kozel and Al Boyer with POLC Labor Representative Dave Thomas.
Van Buren County Sheriff’s Road Patrol
New three-year agreement expires Dec. 31, 2028. Wages:
3% increase effective Jan. 1, 2026.
3% increase effective Jan. 1, 2027.
3% increase effective Jan. 1, 2028.
Fringe Benefits: Longevity pay was added to the contract with Employees receiving the following annual amounts:
• 5-9 years = $500
• 10-14 years = $1,000
• 15-19 years = $1,500
• 20 plus years = $2,000
The PTO Scale was modified to increase the amount of time earned in a shorter period of time. Employees will top out at 273.52 hours of PTO annually after 15 years of service. Previously, top out was 256 hours after 20 years of service. If an Employee arrives at court and their appearance is cancelled, the Employee will receive 4 hours of straight time pay for Court Time.
Bargaining Team: Felix Torres and Derrick Weldon with POLC Labor Representative Dave Thomas. d
