Frankfort Village Board Approves Four-Year Contract with Public Works and Utilities Union

Village of Frankfort Meeting | March 2, 2026

Article Summary: The Village of Frankfort on Monday approved a comprehensive four-year collective bargaining agreement with the International Union of Operating Engineers Local 150, establishing detailed wage, benefit, and operational guidelines for the village’s Public Works and Utilities employees through 2030.

Frankfort Union Contract Key Points:

• Term: The contract is effective May 1, 2026, through April 30, 2030.

• Health Insurance: Employees participating in the Village’s health insurance plans will maintain an 85/15 premium split, with the Village covering 85% of the cost.

• Allowances and Stipends: Employees receive a $175 annual boot allowance, a $500 annual Arborist stipend, and up to $1,000 for specific water/wastewater licenses.

• Tuition Reimbursement: The agreement includes an annual tuition reimbursement cap of $5,250 per employee for approved, job-related coursework.

The Frankfort Village Board on Monday, March 2, 2026, unanimously approved Resolution #26-03, authorizing the execution of a new collective bargaining agreement with the International Union of Operating Engineers (IUOE), Local 150, Public Employees Division.

Passed as part of the board’s Unanimous Consent Agenda, the four-year contract covers employees within the Village’s Department of Public Works and Utilities. Trustee Eugene Savaria presented the item, noting the agreement establishes “rates of pay, fringe benefits, hours of work, and other terms and conditions of employment.”

The extensive contract, running from May 1, 2026, to April 30, 2030, formalizes numerous operational and financial specifics that dictate how the village’s essential infrastructure is maintained.

A significant portion of the agreement addresses compensation beyond base wages. Employees assigned to on-call duties will receive $25.00 per day. The village established specific stipends to incentivize specialized training, including a $500 annual payment for employees holding a CDL A license and a $500 annual stipend for a certified Arborist. Furthermore, employees who obtain specialized water and wastewater licenses are eligible for one-time payments: $1,000 for a Class A or 1 license, and $500 for a Class B or 2 license.

The agreement also institutes a longevity pay structure paid out as a lump sum annually, recognizing extended service to the community. Employees with 15 years of service receive $500 annually, those with 20 years receive $1,000, and employees with 25 years of service receive $1,500.

Regarding operational scheduling, the standard workday is established as 6:30 a.m. to 3:00 p.m., Monday through Friday, including a 30-minute unpaid lunch. The village retains management rights to temporarily alter schedules for emergencies, such as winter snowplowing and salting operations, requiring at least 48 hours advance notice when practicable. The contract also mandates an eight-hour rest period for employees who have worked 16 hours in a 24-hour period to ensure safe operations.

Fringe benefits are thoroughly outlined. The Village will provide a 457 retirement plan match comparable to what is offered to non-bargaining unit employees. For health insurance, employees will contribute 15% of the premium costs, with the Village absorbing the remaining 85%.

The contract also supports continued education, offering up to $5,250 annually per employee for tuition reimbursement. Coursework must be related to Public Works or Utilities, with the village reimbursing $200 per credit hour at 100% for an ‘A’ grade and 80% for a ‘B’ grade. Employees utilizing this benefit must agree to remain employed with the village for 24 months after receiving the funds.

Leave time policies were codified, recognizing 10 full-day holidays and two half-days (Christmas Eve and New Year’s Eve). Vacation accrual maxes out at 200 hours annually for employees with 20 or more years of service, and employees may carry over up to two times their annual accrual. Sick leave accrues at 3.08 hours per bi-weekly pay period (up to 80 hours per year). As a voluntary separation incentive, employees retiring with at least 20 years of service can receive a payout for unused sick leave capped at 14 weeks of pay.

Finally, the agreement outlines formal grievance and disciplinary procedures. The village formalized a progressive discipline structure featuring oral warnings, written reprimands, suspensions, and dismissals, while retaining the right to skip steps for severe offenses.