A. This Agreement entered into this day of October, 2022, by and between the Township of Pemberton (hereinafter the “Township” or “Employer”), a municipal corporation located in the County of Burlington, State of New Jersey, and the Government Workers Union (hereinafter the “Union”).
B. This Agreement has as its purpose the following objectives:

1. To achieve and thereafter maintain a harmonious relationship characterized by mutual respect and cooperation.
2. The establishment of an equitable, peaceful and fair procedure for the resolution of grievances.
3. The establishment of rates of pay, hours of work and other terms and conditions of employment.
4. The Employer and the Union enter into this Agreement with the expectation that its implementation will enhance the ability of both to serve the interests of its constituents.
5. The parties recognize and endorse the responsibility of the Employer to provide the highest quality services to its residents. The parties further subscribe to the traditional principles of professional ethics.
6. The Employer and the Union have entered into collective negotiations and mutually agree as follow.

A. The Township hereby retains and reserves unto itself, without limitation, all powers, rights, authority, duties and responsibilities conferred upon and vested in it prior to the signing of this agreement by the laws and Constitution of the State of New Jersey and of the United States, including but without limiting the generality of the foregoing, the following rights:

1. To the executive management and administrative control of the Township Government and its properties and facilities and the activities of its employees;
2. To hire all employees and subject to the provisions of law, to determine their qualifications and conditions for continued employment or assignment and to promote and transfer employees; and
3. To suspend, demote, discharge or take other disciplinary action for good and just cause according to law.

B. The exercise of the foregoing powers, rights, authority, duties and responsibilities of the Township, the adoption of the policies, rules, regulations and practices in furtherance thereof, and the use of judgment and discretion in connection therewith shall be limited only by the specific and express terms of this agreement, and then only to the extent such specific and express terms hereof are in conformance with the Constitution and Laws of New Jersey and of the United States.

A. Dues deductions to the Union for members covered by this Agreement shall be made by the Township by said employees authorizing the deduction of dues from their pay. The appropriate Township official shall forward said dues deductions to the Union by the fifteenth (15^th) day of each month following the monthly pay period from which deductions are made. Employees shall have the authority to withdraw the authorization to the Township to deduct dues on their behalf. Any such written authorization to deduct dues may be withdrawn by the employee only during the months of January and July of each calendar year by the filing of notice of withdrawal with the Township. The filing of notice of withdrawal shall become effective to halt deductions as of the 1^st day next succeeding month after the date on which notice of withdrawal is filed. The Union will provide the necessary “check-off authorization forms” and deliver those signed forms to the Township Treasurer or other appropriate Township Official.

B. If during the life of the Agreement there shall be any change in the rate of membership dues, the Union shall furnish to the Township written notice of the change on official Union letterhead at least thirty (30) days prior to the effective date of such change.

C. The Union shall indemnify, defend and save the Township harmless against any and all claims, demands, suits or other forms of liability that shall arise out of or by reason of action taken by the Township in reliance upon the Union regarding salary deduction authorization cards submitted by the Union to the Township.

A. The Union covenants and agrees that during the term of this Agreement, neither the Union nor any person acting on its behalf will cause, authorize or support, nor will any of its members take part in any strike (i.e., the concerted failure to report for duty, or willful absence of any employee from his position, or stoppage of work or abstinence in whole or in part, from the full, faithful and proper performance of the employee’s duties of employment), work stoppage, slowdown, walkout or other job action against the Township. The Union agrees that such action would constitute a material breach of this Agreement.

B. In the event of a strike, a slowdown or walkout, it is covenanted and agreed that participation in any such activity by any employee covered under the terms of this Agreement shall be deemed grounds for termination of employment of such employee or employees with due process.

C. The Union will actively discourage and will take whatever affirmative steps are necessary to prevent or terminate any strike, work stoppage, slowdown, walkout or other job action against the Township.

D. Nothing contained in this agreement shall be construed to limit or restrict the Township in its right to seek and obtain such judicial relief as it may be entitled to have in law or in equity for injunction or damages or both, in the event of such breach by the Union or its members.

E. The Township agrees that during the term of this Agreement, there shall be no lock-out under the penalties provided in this Article.

F. Prior to entry into any shared services agreement or consolidation that would result in a reduction or increase in force, the Township shall provide a minimum of 45 days’ prior notice, meet with the union upon request, and provide requested information.

Notwithstanding the above and as otherwise modified for Municipal Court employees in subparagraph I below, the following work hours and shifts shall be applicable as noted:

1. Department of Public Works hours are from 7:00 a.m. – 3:30 p.m.
Summer seasonal hours from 6:00 AM – 2:30 PM for DPW staff: Subject to management’s discretion to determine when the summer seasonal hours begin and end, which at a minimum includes Memorial Day to Labor Day for employees assigned to Streets & Roads, Buildings & Grounds and Park Maintenance, but excluding clerical and Building Service worker. Management to provide two weeks advance notice if seeking to expand the seasonal hours.
2. Water Division hours are from 7:00 a.m. – 3:30 p.m.
3. Sewer Division hours are from 7:00 a.m. – 3:30 p.m.
4. Senior Citizen Program Aide hours are from 7:00 a.m. – 3:30 p.m. and 7:30 a.m. – 4:00 p.m.
5. Code Enforcement Division: See attached Side-Bar.
** Note** If the Township determines to revise the above work hours it shall notify the Union and the parties shall initiate negotiations.

(1) Department of Public Works: The Township will make reasonable efforts to provide for an equitable distribution of overtime work among employees in each job classification within each work unit, after taking into consideration the nature of the work to be performed during the overtime hours and the qualifications and abilities of the employees in the work unit. “Reasonable efforts” shall include placing a phone call to the cellular telephone number on record with the Department and, if available, contacting the employee using the CB radio inside the employee’s assigned vehicle and waiting five minutes for the employee to respond after leaving a message about the overtime opportunity on the employee’s cell phone. To the extent reasonable and consistent with the aforesaid objective, overtime shall be distributed among the non-clerical titles via three (3) posted lists: Buildings & Grounds; Streets & Roads; and General List for Scheduled Overtime, and by order of seniority on a rotating basis, except that an employee shall not be removed from a job which said employee is performing on a particular day in order to provide such equitable distribution of overtime. In the event an employee is on paid leave time when overtime is being assigned for a date and time on which the employee will be available for work (i.e., on a date and time when the employee is no longer on paid leave), the Township shall make a good faith attempt to contact the employee via telephone using the employee’s telephone number on file with the Public Works Department.

(2) See attached Pemberton Township DPW Overtime Sign-Up Side Bar 2022.

1. Employees working on Court days shall work from 11:00 a.m. to 7:30 p.m. Any work beyond 7:30 p.m. shall be considered overtime.

2. Employees working the night session will receive a 12% shift differential for all hours worked after 4:30 p.m.

A. The number of years of service to the Township for purposes of vacations will be determined as of January 1^st of each year, except during the first and last years of service when the determination as to years of service will be the date of appointment and the vacation leave will be pro-rated as to actual time on the job.

B. All employees shall be granted annual vacation leave based upon the following schedule:

C. Vacation leave shall be scheduled for the mutual convenience of the Township and its employees. Vacation shall be scheduled by the Department Head or designee so as not to interfere with the efficient operation of the Department.
D. Vacation leave shall not be unreasonable denied. The establishment of minimum staffing requirements by the Township, at the Township’s sole discretion for operational reasons, and the denial of vacation leave requests that would, if approved, reduce the number of employees scheduled for work pursuant to the established minimum number shall not be deemed to be “unreasonable denial” of vacation leave.

E. If in any calendar year vacation leave is not used, the unused vacation leave for that year shall be used during the next succeeding year only.
F. Vacation schedules shall be posted on the bulletin board within each department by the Township on November 1^st of each year and they shall remain posted until November 30^th for the employees to select their vacations for the following year on a seniority basis in one (1) week blocks. In the event an employee has failed to make a selection by the aforementioned deadline, such employee may, nevertheless, make a vacation selection thereafter without regard to seniority for such vacation time as remains available on the schedule, which shall be approved in order of the date requested. Notwithstanding and subject to the availability of adequate staffing, employees may request vacation leaves of less than one week upon 48 hours advance notice.

G. Vacation time may be used in whole or half day increments.

H. Payment upon separation from employment for unused leave shall be made no later than the 2nd pay day after the date of separation.

A. The Township shall continue to provide major medical, prescription drug, dental, life and disability insurance.

B. A disability income policy will be provided to all full-time permanent employees. The weekly benefits under this policy will be no less than 66.67% of an employee’s base earnings, up to the legal maximum for Short-term disability (accident induced) and the 15^th day of illness up to a maximum of twenty-six (26) weeks from the initial day of illness or disability.

C. The Township shall provide major medical, prescription drug, and dental coverage for employees covered by this Agreement in accordance with the attached schedule identified as the PBA Plan.

D. The Township retains the right to change carriers and/or to self-insure so long as equal to or better benefits are provided.

E. The Township will pay up to one hundred fifty ($150.00) dollars per year per family member for an eye examination or prescription glasses. “Family” includes the employee, employee’s spouse and dependent children only.

F. Benefits upon retirement. The Township will assume the cost of health benefits coverage and pay all premiums for employees, less the employee contributions calculated and required by the New Jersey law commonly referred to as ‘chapter 78’, and the current collective negotiations agreement, for employees who have retired with twenty-five (25) years or more of service credit in the State of New Jersey Public Employees Retirement System (PERS) and a period of continuous service of twenty-five (25) years with Pemberton Township at the time of retirement at the ‘Single’ level of coverage. Said coverage shall be primary solely until the 1^st day of the month following the employee’s sixty-fifth birthday. Thereafter, coverage shall be secondary to Medicare Parts ‘A’ and ‘B’ notwithstanding whether the employee has applied and/or obtained said Medicare coverage. Subject to the foregoing, retirees will receive the same health benefits and under the same terms and conditions as current active employees. In the event the Township obtains health insurance through a third party insurance provider rather than provide insurance on a self-insured basis, a retired employee may purchase coverage for his or her spouse under the Township’s Plan provided that the retiree pays the difference between the premium for Single coverage and the premium for two party/spousal coverage.

A. Upon commencing employment with the Township, each non-clerical employee assigned to the Department of Public Works, Water Department, Animal Control and Code Enforcement Division shall be provided five (5) industrial uniforms. A uniform shall consist of one (1) shirt and one (1) pair of pants. In addition to the shirt and pants, each employee shall receive one (1) winter jacket and foul weather gear as is necessary and required by the Township. Once an employee has received said uniforms, the Township shall replace said uniforms on a “wear-and-tear” basis. In this regard, the employee must bring to the Department Head or his or her immediate supervisor the article of clothing sought to be replaced in order for the Township to determine whether or not the item shall be replaced.

B. The Township will reimburse employees up to one hundred fifty ($150.00) dollars per year for boots during the term of this contract. Employees must bring old boots to their Department Head or immediate supervisor to determine whether the boots should be replaced. This provision shall apply only to non-clerical employees assigned to the Department of Public Works and Code Enforcement Division.

C. The Township shall pay to all employees covered under this Agreement an annual clothing allowance in the amount of one hundred ($100.00) dollars. The aforesaid annual clothing allowance shall be paid to the employees covered by this agreement by the last pay in November of each year. This clothing allowance shall be prorated on a monthly basis so that if an employee terminates his or her employment with the Township for any reason during the year, the employee shall receive only the amount of clothing allowance payable for the month(s) during which the employee worked for the Township.

A. Longevity

For the term of this Agreement, all full-time permanent employees, in addition to their annual salaries, shall be paid upon their base pay each pay period longevity payment as follows:
1. After five (5) continuous years of service = 4%
2. After ten (10) continuous years of service = 6%
3. After fifteen (15) continuous years of service = 8%

B. Salary Increases.

1. For 2021, effective and retroactive to January 1, 2021, the wage rate schedule reflecting hourly rates for all steps in each salary range as attached will increase by 2.50%
2. For 2022, effective and retroactive to January 1, 2022, the wage rate schedule reflecting hourly rates for all steps in each salary range as attached will be increased by 2.25 %
3. For 2023, effective January 1, 2023, the wage rate schedule reflecting hourly rates for all steps in each salary range as attached will be increased by 2.25%
4. For 2024, effective January 1, 2024, the wage rate schedule reflecting hourly rates for all steps in each salary range as attached will be increased by 2.50%

Notwithstanding the above, employees in the title of Crossing Guard shall be placed on a revised Range 3 while employees in the title of Recreation Aide shall be placed on revised Range 4 per the wage rate schedule for 2021 – 2024.

In order to be eligible for retroactive pay, an employee must be currently employed, have retired between January 1, 2021 and the date the new contract is signed, or have resigned in good standing with at least 30 months of service to the Township. Employees who were terminated, failed to provide two weeks’ notice or who resigned in lieu of termination are not eligible for back pay.

C. The Township has instituted a payroll plan for payroll every two (2) weeks, that is twenty-six (26) or twenty-seven (27) pay periods per year. The Township will give the employees covered under this Agreement not less than sixty (60) days’ notice prior to the institution of any change in the payroll plan. All employees shall enroll in Direct Deposit within 30 days of the date this Agreement is ratified by the parties.

D. Sewer Division employees shall receive a shift differential of eight percent (8%) of their hourly rate of pay for hours scheduled on weekends (Saturday or Sunday). Employees assigned to work weekend hours may either be assigned a Wednesday to Sunday or Saturday to Wednesday schedule.

E. The Sewer Division requires that employees be available to respond to emergencies during non-working hours. As essential personnel, Sewer Division employees (other than those assigned to the Laboratory) are required to participate in the on-call rotation schedule described below.

1. There shall be one Primary On-call Employee and one Back-up On-call Employee, per week, scheduled on a rotating basis.

2. When the on-call rotation gets to an employee, s/he will serve her/his on-call appointments for two consecutive weeks, as follows:

b. For the next consecutive week, the employee will be assigned as the Primary On-call Employee.

3. Both the Primary and Backup On-Call assignment are obligated for a seven-day period that runs from Wednesday at 3:30 PM to the following Wednesday at 7:00 AM

4. Both the Primary and Backup On-call Employees will be issued a cell phone to carry during their seven-day on-call periods.

5. On-call Stipends will be paid as follows:

6. In the event that an employee scheduled to work a weekend shift calls out of work on a Saturday or Sunday due to illness or emergency, the On-call employee will be notified by the Sewer Division Supervisor and will be required to report to work to cover the shift.

7. In the event that both employees scheduled to work the weekend shift call out of work on a Saturday or Sunday due to illness or emergency, both the On-call Employee and backup On-call Employee will be notified by the Sewer Division Supervisor and will be required to report to work to cover the shift.

A. Tuition shall be reimbursed by the Township for all college level equivalent courses and educational training courses commencing January 1, 1987, in which the employee maintains a “C” or better average or a “Passing” grade for those courses graded “Pass/Fail.” All course participation must be authorized by the Mayor or Business Administrator in advance and must directly relate to the work responsibilities of the employee.

B. Upon successful completion of the college level equivalent courses and educational training courses pursuant to Section A, and upon presentation of appropriate verification, the Township will reimburse the employee for the cost of required books purchased for those courses.
C. Annual Stipends:

S1/S2: $150/$250 S3/S4: $350/$450

T1/T2: $150/$250 W1/W2: $150/$250

A maximum of four (4) employees per division shall be eligible for stipends.

There shall be a $150 stipend for pesticide applicator license for two (2) employees in Buildings & Grounds and one (1) employee in Streets & Roads.

Employees shall verify that their license is in good standing by October 24^th of each year to enable the Township to issue stipends after the November Township Council meeting.

A. The Township shall maintain safe and healthful working conditions for all employees covered by this Agreement and will provide employees with any wearing apparel, including foul weather clothing, tools or devices that may be reasonably necessary to ensure their health and safety.

B. The Union shall designate a Safety Committee for each unit of representation. It shall be their responsibility to investigate unsafe or unhealthy conditions on behalf of the Union. They shall meet periodically, as necessary and in accordance with the Union leave provisions contained in Article VIII, to review conditions in general in order to make appropriate recommendations to either or both parties. The Safety Committee member(s) representing the Union shall be permitted a reasonable opportunity to visit work locations throughout the Township’s facilities where employees covered by this Agreement perform their duties, for the purpose of investigating safety and health conditions with the prior approval of the mayor and/or the Business Administrator. Said inspections shall be conducted during working hours with no loss of pay for a period not to exceed one (1) hour per week unless additional time is specifically requested and authorized by the Mayor or Business Administrator.

C. The Township shall provide employees official identification.

D. The Township shall attempt to schedule two (2) employees on each truck during snow or ice removal duty during night time hours, which are defined as the hours between 10:00 p.m. and 5:00 a.m. However, the Department Head may elect to assign one (1) employee for each truck during this period. This election shall not be subject to a grievance.
E. For employees assigned to fixed locations such as an office, building or the sewer treatment plant, the Township will provide employees with restrooms with hot and cold running water. Facilities for breaks shall be provided with a refrigerator and microwave. Such facilities shall be kept clean and in good repair. The Sewer Division shall provide shower facilities with hot and cold running water.
F. Any employee involved in an accident or injury shall immediately report said incident to the Department Head or designee. Said report shall include a summary of the incident and a description of any injury. Before leaving work on the day of an accident or injury, the employee must complete an accident report in writing. The report shall conform to the forms provided by the Township.

B. Removal of disciplinary records.

A. A grievance is a complaint that there has been an improper application, interpretation or violation of this Agreement. Also, included in the scope of items that may be grieved are minor disciplinary actions, which are not permitted to be appealed to the New Jersey Civil Service Commission as a matter of right. In order to provide for the expeditious and mutually satisfactory settlement of grievances, the procedures hereinafter set forth shall be followed. Nothing herein shall be construed as limiting the right of any employee having a grievance to discuss and resolve the matter informally with any appropriate member of the department.

B. Complaints may be initiated by an employee to his or her supervisor. If the employee’s complaint deals with improper action by the employee’s supervisor, then the employee or the authorized Union representative may initiate this step with the Department Head or the Township Business Administrator, whichever would be applicable. An earnest effort shall be made to settle the dispute immediately. If the complaint is not adjusted satisfactorily at this stage and the employee wishes to enter a grievance, it shall be presented by the employee or by the authorized Union representative.

C. When the Union wishes to present a grievance for itself or for an employee or group of employees for settlement or when an aggrieved employee wishes to present a grievance, such grievance shall be presented as follows:

Step 1 Within ten (10) working days of the event giving rise to the grievance, the aggrieved employee, the President of the Union or his or her authorized Union representative, shall present the grievance in writing to the Department Head or his or her duly designated representative. The Department Head shall answer the grievance within seven (7) working days.

Step 2 If the grievance is not resolved at Step 1 or if no answer has been received within the time set forth in Step 1, the Union shall present the grievance within seven (7) working days in writing to the Township Business Administrator. This presentation shall set forth the position of the Union and, at the request of either party, discussion may ensue. The Township Business Administrator shall answer the grievance in writing within fifteen (15) working days after receipt of the grievance setting forth the position of the employer.

Step 3 If the grievance is not resolved at Step 2 or if no answer has been received by the Union within the time set forth in Step 2, the grievance may be presented in writing within ten (10) working days to the Mayor. The final decision of the Mayor shall be given to the Union in writing within twenty (20) working days after the receipt of the grievance, said time period may be extended by consent of the Union.

Step 4 If the grievance has not been settled by the parties at Step 3 of the grievance procedure or if no answer in writing by the Mayor has been received by the Union within the time provided in Step 3, the Union may invoke arbitration of the grievance in accordance with Article XVII hereof.

D. In the event a grievance is not processed in accordance with the time limitations set forth above, unless such time limitations are waived by both parties, the grievance shall be deemed satisfactorily resolved and no further action may be taken pursuant to this Article.

A. Any grievance not resolved by the grievance procedure may be referred to arbitration as hereinafter provided not later than thirty (30) days from the decision at Step 3 of the grievance procedure.

B. The Union may institute arbitration proceedings when the grievance procedure has been exhausted by requesting the NJ State Board of Mediation to appoint an arbitrator to hear the dispute in the manner set forth in the Rules and Regulations and Statement of Procedure of the Public Employment Relations Commission. A copy of said request shall be forwarded to the Mayor.

C. The cost for the services of the arbitrator shall be born equally between the Township and the Union. Any other expenses incurred, including but not limited to the presentation of witnesses shall be paid for by the party incurring the same.

D. The Township and the Union shall be limited to placing one (1) issue before an arbitrator at any one time. The arbitrator shall be prohibited from hearing more than one (1) grievance except by mutual consent of the parties. The arbitrator shall be bound by the provisions of the Agreement and restricted to the application of facts presented to him or her involved in the grievance. The arbitrator shall not have the authority to add to, modify, subtract from, or alter in any way the provisions of this Agreement or any amendment or supplement thereto. The Arbitrator shall set forth his or her findings of fact and reasons for making the award within thirty (30) calendar days after the conclusion of the arbitration hearing, unless agreed to otherwise by the parties.

E. The arbitrator’s decision shall be final and binding on all parties.

F. In any case where the subject matter of a grievance as defined herein is appealable through either the grievance procedure or an appeal procedure established by the New Jersey Civil Service Commission resort to one procedure shall preclude the employee and Union from resorting to the other procedure.

A. Sick leave shall be defined as an absence of an employee from post or duty because of illness, accident, or exposure to contagious disease.

B. Permanent full-time employees shall accrue sick leave on the basis of eight (8) hours per month during the remainder of the first calendar year of employment after initial appointment and one hundred twenty (120) hours in every calendar year thereafter. Permanent part-time employees shall receive sick leave on a prorated basis. Sick leave shall be credited on January 1st.

C. Verification of Sick Leave.

An employee who has been absent on sick leave for five (5) or more consecutive work days may be required to submit acceptable medical evidence substantiating the illness.

1. An employee who has been absent on sick leave for periods totaling more than one hundred twenty (120) hours in one calendar year consisting of periods of not less than five (5) days shall have his or her sick leave record reviewed by the appointing authority and thereafter may be required to submit acceptable medical evidence for any additional sick leave in that year. In cases where an illness of a chronic or recurring nature causes recurring absences of one day or less, only one submission of such proof shall be necessary for a period of six (6) months.

2. The appointing authority may require proof of illness of an employee on sick leave whenever such requirement appears reasonable. Abuse of sick leave shall be cause for disciplinary action.

a. In case of leave of absence due to exposure to a contagious disease, a certification from the Department of Health shall be required.

b. In case of death in the immediate family, reasonable proof shall be required.

c. The appointing authority may require an employee who has been absent because of personal illness, as a condition of his or her return to duty, to be examined, at the expense of the agency, by a physician designated by the appointing authority.

Such examination shall establish whether the employee is capable of performing his or her normal duties and his or her return will not jeopardize the health of other employees.

Abuse of sick leave shall include pattern absence defined as multiple occasions of calling out sick in conjunction with approved vacation, personal leave, holidays or regularly scheduled days off, or calling out sick the same day(s) each week or month.

D. Upon retirement, an employee is entitled to be reimbursed for fifty (50%) percent of his or her accumulated sick leave up to a maximum of $5,000. However, any employee who, as of December 18, 2003, accumulated more than $10,000 in sick leave time may be reimbursed for fifty (50%) percent of his or her accumulated sick leave up to a maximum of $10,000.

E. Sick leave is permitted to be used in one hour increments. Use of sick leave is permitted for medical, dental or eye examinations for employees and members of their immediate family.

Part-time employees, as defined in Article I, Par. A., shall be entitled to receive and observe (celebrate) a pro-rata share of holidays.

A. For employees who work the standard business workweek, holidays that fall on Saturday shall be celebrated on the preceding Friday. Holidays that fall on Sunday shall be celebrated on the following Monday.

B. Any employee who works on a holiday shall receive premium pay at one and one-half times the employee’s regular hourly rate of pay in addition to the employee’s regular pay at straight time for the holiday.

C. In order to qualify for holiday pay, employees must work their scheduled workdays immediately preceding and immediately following the holiday or holiday weekends unless excused by the Mayor or Business Administrator. Employees who are on a leave of absence without pay will not be eligible for holiday pay.

D. Holiday pay referred to in subparagraph B of this Article shall not be included in calculation of payments to the retirement system, nor be considered as part of base salary for the purpose of determining longevity or overtime.

E. The following shall govern overtime compensation for full-time Sewer Division employees who are employed in a seven day coverage operation:


1. If a holiday occurs on a regular workday of an employee, the employee is entitled to overtime compensation for all work performed on that holiday in addition to the regular rate of compensation.

2. The Sewer Division will offer two employees the opportunity to work a holiday that falls on their regularly scheduled workday. Volunteers shall be selected based upon a rotating seniority list. In the event a holiday shift or shifts remain unfilled after soliciting volunteers, employees shall be assigned to work the holiday based upon a rotating mandatory overtime list in inverse seniority. An employee working a holiday is entitled to overtime compensation for all work hours performed on that holiday in addition to the employee’s regular rate of compensation.

3. If an employee volunteers to work a holiday that is not his or her regularly scheduled workday, the employee shall be entitled to receive both his or her regular rate of pay and the overtime rate of pay, but shall not be entitled to another day off.

A. The Township shall provide bulletin boards for the unit covered by this Agreement. The bulletin board shall be used for Union business only. Such notices shall be signed by the Union President or his or her designee prior to posting and must be on Union letterhead. Notices of a political nature and notices disrespectful to the Township or officials of the Township shall NOT be posted on said bulletin boards.

B. It is agreed that representatives of the employer and the Union will meet from time to time upon the request of either party to discuss matters of general interest or concern, matters that are not necessarily a grievance as such. Said meetings shall be initiated by written request of either party and shall reflect the precise agenda of the meeting.

Members of the negotiating unit who, by mutual agreement between the Union and the Township, participate during working hours in conferences and meetings with the Township which involve or derive from the parties’ collective negotiations agreement shall suffer no loss of pay. Upon obtaining approval from their department head, they shall give the Township Business Administrator and/or his designee reasonable advance notice of their desire to attend such meetings. It is understood, however, that except for the foregoing, nothing shall be done which shall interfere with the work of any employee and/or department. The Union agrees to take all steps necessary to ensure that this time is within reasonable limits.

C. The Township will allow membership packets furnished by the Union to be placed in suitable areas so they may be obtained by new employees.

D. Upon adequate notice, staff representatives and officers of the Government Workers Union shall be permitted to visit job sites and work locations for the purpose of Union business, so long as such visitations do not unreasonably interfere with the general business operation of the Township. Approval shall not be denied without adequate cause. In the event of an emergency, notice shall be given as quickly as possible.
E. Union Leave: The Township shall, during the life of this Agreement, provide time off, with pay, to a maximum of two (2) persons (with no more than one from a single department) as designated by the President of the Union, to attend Union business or attend Union conventions at any one time, for a period not to exceed sixty-four (64) hours in the aggregate per year. Said 64 hour limitation shall be cumulative in nature so that the total combined union leave time of bargaining unit members does not exceed 64 hours. The Union will be permitted to carry not more than thirty-two (32) hours of unused Union leave time from year to year.

A. The Township shall post employment announcements pertaining to newly created positions and vacancies on an official Employment Announcement bulletin board located in the Municipal Building, 500 Pemberton-Browns Mills Road. The posting of employment announcements on the official Employment Announcement bulletin board shall occur no later than the date on which the Township commences the recruitment process. Current employees who submit an employment application no later than the closing date will not be unreasonably denied the opportunity to be interviewed by the appointing authority’s designee. The Township will notify the GWU President of appointments to newly created positions and vacancies. E-mail or fax shall be acceptable. The Township will set clear criteria for the review and selection of candidates at the time of posting.

B. Promotions will be considered upon written request from an employee, an employee’s supervisor, GWU officials, and /or at the initiative of the Township Administration.

C. The Township may advance employees in job titles based on job duties performed, performance evaluations and in accordance with New Jersey Civil Service Commission examinations and procedures. No such requests will be considered unless an employee has been in a job title for a minimum of one (1) year, or the job duties have changed to such an extent that a higher title must be looked at, or a written agreement was promulgated upon hiring that granted such a consideration.

Classification			Range	Step 1	Step 2	Step 3	Step 4	Step 5
Crossing Guard			3	12.56	13.05	13.54	13.97	14.41
Recreation Aide			4	13.05	13.54	13.97	14.41	14.70
Clerk 1			5	****	****	18.80	19.40	20.00
Senior Citizen Program Aide			5	****	****	18.80	19.40	20.00
Security Guard			7	18.80	19.40	20.00	20.68	21.43
Omnibus Operator			8	19.28	19.48	20.48	21.76	22.51
Adult Day Care Worker			10	20.68	21.43	22.09	22.84	23.66
Building Service Worker			10	20.68	21.43	22.09	22.84	23.66
Code Enforcement Trainee			10	20.68	21.43	22.09	22.84	23.66
Records Support Tech 1			10	20.68	21.43	22.09	22.84	23.66
Cashier			12	22.09	22.84	23.66	24.33	25.22
Clerk 2			12	22.09	22.84	23.66	24.33	25.22
Code Enforcement Officer			12	22.09	22.84	23.66	24.33	25.22
Electrician Helper			12	22.09	22.84	23.66	24.33	25.22
Keyboarding Clerk 1			12	22.09	22.84	23.66	24.33	25.22
Police Aide			12	22.09	22.84	23.66	24.33	25.22
Laborer 1			12	22.09	22.84	23.66	24.33	25.22
Records Support Tech 2			12	22.09	22.84	23.66	24.33	25.22
Recreation Leader			12	22.09	22.84	23.66	24.33	25.22
Water Meter Reader 1			12	22.09	22.84	23.66	24.33	25.22
Lab Tech. Water Analysis			13	*****	*****	24.33	25.22	26.09
Account Clerk			14	23.56	24.19	25.22	26.09	27.00
Keyboarding Clerk 2			14	23.56	24.19	25.22	26.09	27.00
Records Support Tech 3			14	23.56	24.19	25.22	26.09	27.00
Sr. Building Service Worker			14	23.56	24.19	25.22	26.09	27.00
Sr. Code Enforcement Officer			14	23.56	24.19	25.22	26.09	27.00
Water Meter Reader 2			14	23.56	24.19	25.22	26.09	27.00
Carpenter			15	24.33	25.11	26.17	27.10	28.12
Electrician			15	24.33	25.11	26.17	27.10	28.12
Maintenance Worker 1 Grounds			15	24.33	25.11	26.17	27.10	28.12
Mechanic Helper/ Truck Driver			15	24.33	25.11	26.17	27.10	28.12
Plumber			15	24.33	25.11	26.17	27.10	28.12
Sewer Repairer 1			15	24.33	25.11	26.17	27.10	28.12
Truck Driver			15	24.33	25.11	26.17	27.10	28.12
Water Repairer 1			15	24.33	25.11	26.17	27.10	28.12
Tree Maintenance Worker 3			16	*****	*****	27.00	27.98	28.97
Truck Driver Heavy			16	*****	*****	27.00	27.98	28.97
Equipment Operator			17	25.96	26.84	27.98	28.97	29.98
Heating & A.C. Mechanic			17	25.96	26.84	27.98	28.97	29.98
Maintenance Worker 2 Grounds			17	25.96	26.84	27.98	28.97	29.98
Senior Account Clerk			17	25.96	26.84	27.98	28.97	29.98
Sewer Repairer 2			17	25.96	26.84	27.98	28.97	29.98
Water Repairer 2			17	25.96	26.84	27.98	28.97	29.98
Clerk 3			18	26.84	27.98	28.97	30.28	31.67
Keyboarding Clerk 3			18	26.84	27.98	28.97	30.28	31.67
Mechanic			18	26.84	27.98	28.97	30.28	31.67
Principal Account Clerk			18	26.84	27.98	28.97	30.28	31.67
Principal Cashier			18	26.84	27.98	28.97	30.28	31.67
Heavy Equipment Operator			19	26.84	27.98	29.98	31.23	33.12
Asst. Maintenance Supervisor			20	29.87	31.06	32.37	33.57	34.89
Senior Carpenter			20	29.87	31.06	32.37	33.57	34.89
Senior Electrician			20	29.87	31.06	32.37	33.57	34.89
Senior Mechanic			20	29.87	31.06	32.37	33.57	34.89
Senior Plumber			20	29.87	31.06	32.37	33.57	34.89

Classification			Range	Step 1	Step 2	Step 3	Step 4	Step 5
Crossing Guard			3	13.00	13.39	13.82	14.25	14.70
Recreation Aide			4	13.39	13.82	14.25	14.70	15.14
Clerk 1			5	****	****	19.22	19.84	20.45
Senior Citizen Program Aide			5	****	****	19.22	19.84	20.45
Security Guard			7	19.22	19.84	20.45	21.15	21.91
Omnibus Operator			8	19.71	20.33	20.94	21.64	22.40
Adult Day Care Worker			10	21.15	21.91	22.59	23.35	24.19
Building Service Worker			10	21.15	21.91	22.59	23.35	24.19
Code Enforcement Trainee			10	21.15	21.91	22.59	23.35	24.19
Records Support Tech 1			10	21.15	21.91	22.59	23.35	24.19
Cashier			12	22.59	23.35	24.19	24.88	25.79
Clerk 2			12	22.59	23.35	24.19	24.88	25.79
Code Enforcement Officer			12	22.59	23.35	24.19	24.88	25.79
Electrician Helper			12	22.59	23.35	24.19	24.88	25.79
Keyboarding Clerk 1			12	22.59	23.35	24.19	24.88	25.79
Police Aide			12	22.59	23.35	24.19	24.88	25.79
Laborer 1			12	22.59	23.35	24.19	24.88	25.79
Records Support Tech 2			12	22.59	23.35	24.19	24.88	25.79
Recreation Leader			12	22.59	23.35	24.19	24.88	25.79
Water Meter Reader 1			12	22.59	23.35	24.19	24.88	25.79
Lab Tech. Water Analysis			13	*****	*****	24.88	25.79	26.68
Account Clerk			14	24.09	24.73	25.79	26.68	27.61
Keyboarding Clerk 2			14	24.09	24.73	25.79	26.68	27.61
Records Support Tech 3			14	24.09	24.73	25.79	26.68	27.61
Sr. Building Service Worker			14	24.09	24.73	25.79	26.68	27.61
Sr. Code Enforcement Officer			14	24.09	24.73	25.79	26.68	27.61
Water Meter Reader 2			14	24.09	24.73	25.79	26.68	27.61
Carpenter			15	24.88	25.67	26.76	27.71	28.75
Electrician			15	24.88	25.67	26.76	27.71	28.75
Maintenance Worker 1 Grounds			15	24.88	25.67	26.76	27.71	28.75
Mechanic Helper/ Truck Driver			15	24.88	25.67	26.76	27.71	28.75
Plumber			15	24.88	25.67	26.76	27.71	28.75
Sewer Repairer 1			15	24.88	25.67	26.76	27.71	28.75
Truck Driver			15	24.88	25.67	26.76	27.71	28.75
Water Repairer 1			15	24.88	25.67	26.76	27.71	28.75
Tree Maintenance Worker 3			16	*****	*****	27.61	28.61	29.62
Truck Driver Heavy			16	*****	*****	27.61	28.61	29.62
Equipment Operator			17	26.54	27.44	28.61	29.62	30.65
Heating & A.C. Mechanic			17	26.54	27.44	28.61	29.62	30.65
Maintenance Worker 2 Grounds			17	26.54	27.44	28.61	29.62	30.65
Senior Account Clerk			17	26.54	27.44	28.61	29.62	30.65
Sewer Repairer 2			17	26.54	27.44	28.61	29.62	30.65
Water Repairer 2			17	26.54	27.44	28.61	29.62	30.65
Clerk 3			18	27.44	28.61	29.62	30.96	32.38
Keyboarding Clerk 3			18	27.44	28.61	29.62	30.96	32.38
Mechanic			18	27.44	28.61	29.62	30.96	32.38
Principal Account Clerk			18	27.44	28.61	29.62	30.96	32.38
Principal Cashier			18	27.44	28.61	29.62	30.96	32.38
Heavy Equipment Operator			19	27.44	28.61	30.65	31.93	33.87
Asst. Maintenance Supervisor			20	30.54	31.76	33.10	34.33	35.68
Senior Carpenter			20	30.54	31.76	33.10	34.33	35.68
Senior Electrician			20	30.54	31.76	33.10	34.33	35.68
Senior Mechanic			20	30.54	31.76	33.10	34.33	35.68
Senior Plumber			20	30.54	31.76	33.10	34.33	35.68

Classification			Range	Step 1	Step 2	Step 3	Step 4	Step 5
Crossing Guard			3	14.00	14.42	14.85	15.30	15.75
Recreation Aide			4	14.42	14.85	15.30	15.75	16.22
Clerk 1			5	****	****	19.65	20.29	20.91
Senior Citizen Program Aide			5	****	****	19.65	20.29	20.91
Security Guard			7	19.65	20.29	20.91	21.63	22.40
Omnibus Operator			8	20.15	20.79	21.41	22.13	22.90
Adult Day Care Worker			10	21.63	22.40	23.10	23.88	24.73
Building Service Worker			10	21.63	22.40	23.10	23.88	24.73
Code Enforcement Trainee			10	21.63	22.40	23.10	23.88	24.73
Records Support Tech 1			10	21.63	22.40	23.10	23.88	24.73
Cashier			12	23.10	23.88	24.73	25.44	26.37
Clerk 2			12	23.10	23.88	24.73	25.44	26.37
Code Enforcement Officer			12	23.10	23.88	24.73	25.44	26.37
Electrician Helper			12	23.10	23.88	24.73	25.44	26.37
Keyboarding Clerk 1			12	23.10	23.88	24.73	25.44	26.37
Police Aide			12	23.10	23.88	24.73	25.44	26.37
Laborer 1			12	23.10	23.88	24.73	25.44	26.37
Records Support Tech 2			12	23.10	23.88	24.73	25.44	26.37
Recreation Leader			12	23.10	23.88	24.73	25.44	26.37
Water Meter Reader			12	23.10	23.88	24.73	25.44	26.37
Lab Tech. Water Analysis			13	*****	*****	25.44	26.37	27.28
Account Clerk			14	24.63	25.29	26.37	27.28	28.23
Keyboarding Clerk 2			14	24.63	25.29	26.37	27.28	28.23
Records Support Tech 3			14	24.63	25.29	26.37	27.28	28.23
Sr. Building Service Worker			14	24.63	25.29	26.37	27.28	28.23
Sr. Code Enforcement Officer			14	24.63	25.29	26.37	27.28	28.23
Water Meter Reader 2			14	24.63	25.29	26.37	27.28	28.23
Carpenter			15	25.44	26.25	27.36	28.33	29.40
Electrician			15	25.44	26.25	27.36	28.33	29.40
Maintenance Worker 1 Grounds			15	25.44	26.25	27.36	28.33	29.40
Mechanic Helper/ Truck Driver			15	25.44	26.25	27.36	28.33	29.40
Plumber			15	25.44	26.25	27.36	28.33	29.40
Sewer Repairer 1			15	25.44	26.25	27.36	28.33	29.40
Truck Driver			15	25.44	26.25	27.36	28.33	29.40
Water Repairer 1			15	25.44	26.25	27.36	28.33	29.40
Tree Maintenance Worker 3			16	*****	*****	28.23	29.25	30.29
Truck Driver Heavy			16	*****	*****	28.23	29.25	30.29
Equipment Operator			17	27.14	28.06	29.25	30.29	31.34
Heating & A.C. Mechanic			17	27.14	28.06	29.25	30.29	31.34
Maintenance Worker 2 Grounds			17	27.14	28.06	29.25	30.29	31.34
Senior Account Clerk			17	27.14	28.06	29.25	30.29	31.34
Sewer Repairer 2			17	27.14	28.06	29.25	30.29	31.34
Water Repairer 2			17	27.14	28.06	29.25	30.29	31.34
Clerk 3			18	28.06	29.25	30.29	31.66	33.11
Keyboarding Clerk 3			18	28.06	29.25	30.29	31.66	33.11
Mechanic			18	28.06	29.25	30.29	31.66	33.11
Principal Account Clerk			18	28.06	29.25	30.29	31.66	33.11
Principal Cashier			18	28.06	29.25	30.29	31.66	33.11
Heavy Equipment Operator			19	28.06	29.25	31.34	32.65	34.63
Asst. Maintenance Supervisor			20	31.23	32.47	33.84	35.10	36.48
Senior Carpenter			20	31.23	32.47	33.84	35.10	36.48
Senior Electrician			20	31.23	32.47	33.84	35.10	36.48
Senior Mechanic			20	31.23	32.47	33.84	35.10	36.48
Senior Plumber			20	31.23	32.47	33.84	35.10	36.48

Classification			Range	Step 1	Step 2	Step 3	Step 4	Step 5
Crossing Guard			3	15.00	15.45	15.91	16.39	16.88
Recreation Aide			4	15.45	15.91	16.39	16.88	17.39
Clerk 1			5	****	****	20.14	20.80	21.43
Senior Citizen Program Aide			5	****	****	20.14	20.80	21.43
Security Guard			7	20.14	20.80	21.43	22.17	22.96
Omnibus Operator			8	20.65	21.31	21.90	22.68	23.47
Adult Day Care Worker			10	22.17	22.96	23.68	24.48	25.35
Building Service Worker			10	22.17	22.96	23.68	24.48	25.35
Code Enforcement Trainee			10	22.17	22.96	23.68	24.48	25.35
Records Support Tech 1			10	22.17	22.96	23.68	24.48	25.35
Cashier			12	23.68	24.48	25.35	26.08	27.03
Clerk 2			12	23.68	24.48	25.35	26.08	27.03
Code Enforcement Officer			12	23.68	24.48	25.35	26.08	27.03
Electrician Helper			12	23.68	24.48	25.35	26.08	27.03
Keyboarding Clerk 1			12	23.68	24.48	25.35	26.08	27.03
Police Aide			12	23.68	24.48	25.35	26.08	27.03
Laborer 1			12	23.68	24.48	25.35	26.08	27.03
Records Support Tech 2			12	23.68	24.48	25.35	26.08	27.03
Recreation Leader			12	23.68	24.48	25.35	26.08	27.03
Water Meter Reader			12	23.68	24.48	25.35	26.08	27.03
Lab Tech. Water Analysis			13	*****	*****	26.08	27.03	27.96
Account Clerk			14	25.25	25.92	27.03	27.96	28.94
Keyboarding Clerk 2			14	25.25	25.92	27.03	27.96	28.94
Records Support Tech 3			14	25.25	25.92	27.03	27.96	28.94
Sr. Building Service Worker			14	25.25	25.92	27.03	27.96	28.94
Sr. Code Enforcement Officer			14	25.25	25.92	27.03	27.96	28.94
Water Meter Reader 2			14	25.25	25.92	27.03	27.96	28.94
Carpenter			15	26.08	26.91	28.04	29.04	30.14
Electrician			15	26.08	26.91	28.04	29.04	30.14
Maintenance Worker 1 Grounds			15	26.08	26.91	28.04	29.04	30.14
Mechanic Helper/ Truck Driver			15	26.08	26.91	28.04	29.04	30.14
Plumber			15	26.08	26.91	28.04	29.04	30.14
Sewer Repairer 1			15	26.08	26.91	28.04	29.04	30.14
Truck Driver			15	26.08	26.91	28.04	29.04	30.14
Water Repairer 1			15	26.08	26.91	28.04	29.04	30.14
Tree Maintenance Worker 3			16	*****	*****	28.94	29.98	31.05
Truck Driver Heavy			16	*****	*****	28.94	29.98	31.05
Equipment Operator			17	27.82	28.76	29.98	31.05	32.12
Heating & A.C. Mechanic			17	27.82	28.76	29.98	31.05	32.12
Maintenance Worker 2 Grounds			17	27.82	28.76	29.98	31.05	32.12
Senior Account Clerk			17	27.82	28.76	29.98	31.05	32.12
Sewer Repairer 2			17	27.82	28.76	29.98	31.05	32.12
Water Repairer 2			17	27.82	28.76	29.98	31.05	32.12
Clerk 3			18	28.76	29.98	31.05	32.45	33.94
Keyboarding Clerk 3			18	28.76	29.98	31.05	32.45	33.94
Mechanic			18	28.76	29.98	31.05	32.45	33.94
Principal Account Clerk			18	28.76	29.98	31.05	32.45	33.94
Principal Cashier			18	28.76	29.98	31.05	32.45	33.94
Heavy Equipment Operator			19	28.76	29.98	32.12	33.47	35.50
Asst. Maintenance Supervisor			20	32.01	33.28	34.69	35.98	37.39
Senior Carpenter			20	32.01	33.28	34.69	35.98	37.39
Senior Electrician			20	32.01	33.28	34.69	35.98	37.39
Senior Mechanic			20	32.01	33.28	34.69	35.98	37.39
Senior Plumber			20	32.01	33.28	34.69	35.98	37.39

SALARY RANGE	SINGLE COVERAGE
	CONTRIBUTION %
less than 20,000	4.50%
20,000 - 24,999.99	5.50%
25,000 - 29,999.99	7.50%
30,000 - 34,999.99	10.00%
35,000 - 39,999.99	11.00%
40,000 - 44,999.99	12.00%
45,000 - 49,999.99	14.00%
50,000 - 54,999.99	20.00%
55,000 - 59,999.99	23.00%
60,000 - 64,999.99	27.00%
65,000 - 69,999.99	29.00%
70,000 - 74,999.99	32.00%
75,000 - 79,999.99	33.00%
80,000 - 94,999.99	34.00%
95,000 and above	35.00%
SALARY RANGE	H/W or P/CHILD COVERAGE
	CONTRIBUTION %
less than 25,000	3.50%
25,000 - 29,999.99	4.50%
30,000 - 34,999.99	6.00%
35,000 - 39,999.99	7.00%
40,000 - 44,999.99	8.00%
45,000 - 49,999.99	10.00%
50,000 - 54,999.99	15.00%
55,000 - 59,999.99	17.00%
60,000 - 64,999.99	21.00%
65,000 - 69,999.99	23.00%
70,000 - 74,999.99	26.00%
75,000 - 79,999.99	27.00%
80,000 - 84,999.99	28.00%
85,000 - 99,999.99	30.00%
100,000 and above	35.00%
SALARY RANGE	FAMILY COVERAGE
	CONTRIBUTION %
less than 25,000	3.00%
25,000 - 29,999.99	4.00%
30,000 - 34,999.99	5.00%
35,000 - 39,999.99	6.00%
40,000 - 44,999.99	7.00%
45,000 - 49,999.99	9.00%
50,000 - 54,999.99	12.00%
55,000 - 59,999.99	14.00%
60,000 - 64,999.99	17.00%
65,000 - 69,999.99	19.00%
70,000 - 74,999.99	22.00%
75,000 - 79,999.99	23.00%
80,000 - 84,999.99	24.00%
85,000 - 99,999.99	26.00%
90,000 - 94,999.99	28.00%
95,000 - 99,999.99	29.00%
100,000 - 109,999.99	32.00%
110,000 and above	35.00%