MAP has served the needs of law enforcement employees since 1983. Its founder and president, Joe
Andalina, along with the highly trained Executive Board, Board of Governors, office staff, and attorneys, provide assistance in the areas of labor
contract negotiations, interest arbitrations, grievance resolution, unfair labor practices, and legal defense.
MAP strives to achieve an advanced strategy of
collective bargaining for the attainment of improved
salaries and working conditions through the
negotiation process and political action with the
goal of upgrading the service of our law
We attempt to provide an equal voice for all of law
We wish to advance the knowledge of the labor
field through education and experience and the
promise of friendship for all our members.
MAP will tailor your contract to fit the
requirements that your wages, benefits, and working conditions.
Mediation and Interest Arbitration: MAP strives to negotiate your contract in good faith, providing the equality you deserve at negotiation sessions.
If impasse is reached, MAP is prepared to call in
federal impartial mediators and arbitrators when
Contract maintenance and grievance resolution: After your contract is completed, MAP does not go
away. Our legal staff is ready to assist you as disputes
arise in order to ensure that your employer does
not violate your contract. When disputes cannot be
resolved during your grievance procedure timelines,
MAP will enter into the grievance arbitration stage
Unfair Labor Practices (ULP): When appropriate and indicated during periods
of bad faith bargaining, MAP will file ULPs with the Illinois Labor Board (or other labor boards) and argue these issues to provide remedy and relief to our members.
Legal Defense s saved the
jobs of hundreds of member officers and reduced
• Our attorney staff will provide consultation
and guidance for all allegations of misconduct
arising out of your employment that is not
criminal in nature.
• Representation by a MAP attorney only will
be provided to protect your rights at either a
police, fire, civil service or merit commission, and
• Initial consultation with one of our MAP
attorneys on issues that can result in
discipline. While MAP does not file lawsuits
or provide civil rights violation
representation, our staff will provide
consultation on these matters to ensure your
rights. In cases where criminal allegations
are made, MAP will assist you in early
discussions to ensure your rights are not
violated. Representation for an initial
interview only will be provided in alleged
criminal cases, also.
Should We Organize?
This question will be posed by most police officers at some time in their careers. There are as many answers to this question as there are officers who ask it, depending on what stage of your career you are at. First of all, let’s identify what we mean by organizing. One is your local association, made up of members from your department, and the others are your national, state or regional groups (such as M.A.P.) which are comprised of numerous individuals and/or police agencies in multiple jurisdictions. The motions for bringing both to life are similar and contains all the elements of one another.
The difference lies in the extent of need, influence and money available to provide various benefits. We as police officers (or the municipal workers) form a collective to protect ourselves against unfair labor practices, rules and regulations; to communicate more efficiently with management for purposes of wage and working conditions; to share common goals among employees and in our law enforcement sector; to inform the public as to who we are, what our needs are, and why we feel we deserve them; and to do “something” in the way of charitable projects for those in need among our community.
Fairness and equity are the key to any labor-management relationship. As new police officers (or departments) develop, their foremost goal is to serve the public. That is why most of us became police officers in the first place. We do this at the expense of our private lives, which are ever so scrutinized, our standard of living, our families and sometimes with our lives. For a while we are strong in these commitments, even when our managers are using us as political pawns, keeping wages and benefits low, expecting more statistical production while understaffed, and placing police officers in untenable position with the public when we ask for more money, knowing that the source of these increases will most likely come from the pockets of our already over-taxed citizens. Further, when an allegation of misconducts arises, we soon see that we stand alone.
When this occurs, it (the allegation) becomes hard to overcome, even if it is totally without merit or unfounded. The issues of misconduct are pushed aside as a part of the job by management and little is offered to the aggrieved employee once the allegation of misconduct is set aside. The officer usually carries “the beef” long after he/she is exonerated of any wrongdoing. If you are found at fault, or partially at fault, it hurts not only you but the entire department. One officer become indistinguishable from the rest as the sins of one become the sins of all.
It is then we begin to feel out the notion of collectively forming an association in order to protect, nurture and preserve our needs and goals. Our commitments do not waiver—we first naturally must come to grips with the fact that we as individuals are important.
Forming an association is a natural evolution of realizing your importance as a police officer. We form an association when we reach that point, but we take into account all of the reasons described above, as well as reasons that pertain to the individual agency. We form an association when management will not deal with our realistic requests. Where do we turn? When we’re told that value of a police officer is only momentarily worth so much, when they say there is nothing in the budget for a raise, when “forced resignations reign,” when unequitable punishments arise, when favoritism rears its ugly head and double standards prevail—where do we turn?
We are police officers—municipal workers—we want to help people but we must also want to help ourselves. We need the support, that when lacking, drives us into despair, the stress festering and clouding our thoughts and damaging our perspective to what is going on around us. At some stage in our career, each of us will feel this to some degree. Some more than others, but there is a reason for our high suicide, divorce and alcoholism rates. Forming an association isn’t going to cure deep seated problems, or “what’s wrong with this society, the system or my department,” but it will help in providing an outlet if it’s run properly. It gives us a voice and among other things, an identity, the ability to show common goals, and working to resolve various issues.
Progressive departments will not wait for problems to happen. They will organize for more social reasons, and, in anticipation of problems, branch out and be ready for them when they come, because they will come. Once your association is formed, if you’re still having difficulty accomplishing your goals, an alternative is to affiliate with various large groups such as M.A.P. The manpower, resources and influence might be just the injection needed to assist your association in developing it into the viable force it is intended to be.
At the very least, when you feel that police work has lost its shine, then your local association must (and should) pick you up. It must speak for you, with you, reduce your burden, make you smile, provide alternatives, and work for you while doing the same for others.
It would be nice if you could trust your management totally and completely. Even in the best of circumstances, outside forces, social or benevolent factors make forming an association a wise choice. Make it easy on yourself—start your own local associations today. Join M.A.P. See how much more effective you can be. Then, all you have to do is find leaders to make it all worthwhile.
By: Joseph Andalina Metropolitan Alliance of Police We as police officers form collectives to protect ourselves…
to communicate more efficiently…
…We want to help others, but we must also want to help ourselves.
• Representation at all hearings where
suspensions and/or termination is being
sought against you for work-related
allegations of misconduct.
• Administrative and/or appellate service when
such cases qualify and are approved by the
• Peace of mind that as a MAP member, when
acting in good faith in the performance of your
duty, MAP will provide a MAP attorney (only)
to represent you at no additional cost to you.
• Relief for expert witnesses or other experttestimony in that MAP provides a partial benefit for these fees
• Collective bargaining services, which include
representation for contract bargaining,
mediation, arbitration, and contract
maintenance with an experienced and MAP
approved labor attorney. This also includes
grievance and contract arbitration
• MAP identification card and vehicle sticker
• Reduced attorney MAP rates available to
members for other legal services
• $1,000 line of duty death benefit
• $500 one-time line of duty disability benefit
• Information on current criminal justice
legislation and organizational support of
legislation favorable to law enforcement, as
provided in our newsletter and web site
• The Rap Sheet, MAP’s official newsletter
• Legal defense in issues emanating out of the
scope of your police employment, utilizing an
approved MAP attorney
• Twenty-four hour emergency consultation
available with a MAP Board member or attorney