AGREEMENT BETWEEN THE CITY OF BRIDGETON
AND
FIREMEN’S MUTUAL BENEVOLENT ASSOCIATION
LOCAL NO. 252
JULY-1-2011 TO JUNE-30-2015
TABLE OF CONTENTS
Page
Purpose and Intent………………………………………………………………… 4
Recognition of Association…………..……………………………………………. 5
Management Rights and Responsibilities……………………………………….. 5
Effect of Employee Not Joining Association……………………………………… 5
Union Representation……………………………………………………………… 6
Vacations…………………………………………………………………………… 6
Personal Tour……………………………………………………………………… 8
Leave Of Absence………………………………………………………………….. 8
Life Insurance…………………………………………………………………..…. 9
Funeral Leave…………………………………………………………………..….. 9
Veterans……………………………………………………………………………. 10
Health Benefits..…………………………………………………………………… 10
Dental Plan………………………………………………………………………… 12
Absence Without Leave…………………………………………………………… 12
Interference With Work…………………………………………………………… 12
Work Assignments…………………………………………………………………. 12
Wages……………………………………………………………………………….. 13
Overtime Pay………………………………………………………………………... 13
Longevity Clause……………………………………………………………………. 15
Standby Clause…………………………………………………………………….. 15
Return To Duty Clause……………………………………………………………. 15
State Conventions And District Meetings And Schooling……………………….. 15
Severance Pays……………………………………………………………………… 16
Sick Leave…………………………………………………………………………… 17
Donated Leave Program…………………………………………………………… 18
College Credits……………………………………………………………………… 18
Personnel Regulations……………………………………………………………… 18
Department Of Personnel………………………………………………………….. 19
New Jersey Statutes Relating to Fire……………………………………………… 19
Other Employment…………………………………………………………………. 19
Presenting A Grievance……………………………………………………………. 19
Clothing Allowance………………………………………………………………… 22
Breach Of Contract Effect………………………………………………………… 22
Savings Clause……………………………………………………………………… 22
Ratification By Association and Employees……………………………………… 22
Embodiment Of Agreement……………………………………………………….. 23
Written Agreement………………………………………………………………… 23
Term Of Agreement………………………………………………………………… 23
Salary Schedule “A” and “B”..…………………………………….………..… Attached
THIS AGREEMENT entered into this 21st day of February, 2012, by and
between THE CITY OF BRIDGETON, IN THE COUNTY OF CUMBERLAND, a
Municipal Corporation of the State of New Jersey, hereinafter referred to as the “EMPLOYER”, or
The “CITY”, and FIREMAN’S MUTUAL BENEVOLENT ASSOCIATION LOCAL #252, Senior
Officers, hereinafter referred to as “ASSOCIATION.”
The general purpose of this Agreement is to set forth terms and conditions of
employment to promote orderly and peaceful labor relations for the mutual interest of the City
of Bridgeton in its capacity as an Employer, the employees, the Association, and the people of the
City of Bridgeton.
The parties recognize that the interest of the community and the job security of the
employees depend upon the Employer’s success in establishing a proper service to the community.
To these ends, the Employer and the Association encourage to the fullest degree,
friendly and cooperative relations between the respective representatives at all levels and among all
employees.
RECOGNITION OF ASSOCIATION
Pursuant to and in accordance with all applicable provisions of Chapter 303 of the
Laws of 1968 (N.J.S.A. 34:13A-5.1 et seq.), the Employer does hereby recognize the Association as
the sole and exclusive representative of the employees of the Captains and Lieutenants, in the
Department of Fire, except that this representation shall not extend to any management
executive or any supervisor having the power to hire, discharge, discipline or to effectively
recommend the same, nor any person who is employed in a clerical or similar position in the
aforesaid Department. The representation shall extend to the terms and conditions of employment.
MANAGEMENT RIGHTS AND RESPONSIBILITIES
It is recognized that the management of the Department of
Fire, the control of properties and the maintenance of order and efficiency is solely a
responsibility of the City. Accordingly, the City retains the rights, including but not limited to
hire, suspend, or discharge for just cause, assign, promote or transfer to determine the amount
of overtime to be worked, to relieve employees from duty because of lack of work or for other
legitimate reasons; decide the number and location of its facilities, stations, etc., determine the
work to be performed within the unit, maintenance and repairs, amount of supervision necessary,
machinery and tool equipment, schedules of work, together with the selection, procurement,
designing, engineering and the control of equipment and materials; purchase services of others,
contract or otherwise, except as they may be otherwise specifically limited in this Agreement and
to make reasonable and binding rules which shall not be inconsistent with this Agreement.
EFFECT OF EMPLOYEE NOT JOINING ASSOCIATION
Neither membership in the Association nor non-membership shall be a condition of
employment or continued employment.
The Association agrees that there shall be no discrimination, intimidation, restraint or
coercion by its officers, agents, or members against any employee who refuses or fails to join
FMBA Local #252.
The Association shall indemnify and save the City harmless against all claims,
demands, suits, or other forms of liability, which may arise by reason of any action taken.
The Employer agrees to deduct from the wages of any employees covered by this
agreement, all union membership dues and initiation fees or agency fees uniformly required, if any,
as provided in a written authorization form used by the Employer herein, provided that the said form
shall be executed by the employee. Written authorization for union dues or agency fees deduction
shall remain in full force and effect during the period of this contract, but union fees may be
withdrawn at any time by the filing of notice of such withdrawals with the Comptroller of the
Employer, or other proper disbursing officer. The filing of this notice of withdrawal shall be
effective to halt deductions as of January 1st or July 1st next succeeding date on which notice of
withdrawal is filed. The Employer agrees to provide this service without charge to the union.
The Employer and the Association agree as to representation fees in lieu of dues,
in accordance with N.J.S.A. 34:13A-5.5, as follows: All employees not a member of the union
shall pay a representation fee in lieu of dues in accordance with N.J.S.A. 34:13A-5.5, which fee
shall be a maximum fee allowable under the aforesaid statute and which in no event shall such
fee exceed eighty-five (85%) percent of the regular membership dues, fees, and assessments.
Association officials shall be permitted time, with the permission of the Chief of Fire,
or his duly authorized representative, during regular working hours for the purpose of
investigating or processing grievances.
Vacations will, insofar as possible, be granted at the time most desired by
employees according to their rank and seniority per shift. No more than one (1) supervisor
per section may be on vacation at the same time unless the Department Head is satisfied that he
has sufficient personnel to operate efficiently. Employees shall submit a vacation schedule no
later than March 1st. An employee may divide his vacation tours into twelve (12)
hour segments. Additionally, an employee may divide his vacation tours into four (4) hour segments
provided the time is used to attend college classes that are directly related to a college degree
in Fire Science. This is limited to one (1) class per calendar year.
(2) Eligibility: Employees shall receive the following paid vacations based
upon their rank and period of employment:
Captain Lieutenant
1 year to end of 5 years – Six (6) tours Six (6) tours
6 years to end of 10 years – Seven (7) tours Seven (7) tours
11 years to end of 15 years – Eight (8) tours Eight (8) tours
16 years to end of 20 years – Eleven (11) tours Ten (10) tours
21 years to end of 24 years - Eleven (11) tours
21 years or More – Twelve (12) tours
25 years or More - Twelve (12) tours
To qualify for a full vacation in any given year, an employee must have been
continuously employed for the employment year. Employees who are employed less than a full
year shall receive a prorated vacation.
If an employee becomes sufficiently ill so as to require in-patient hospitalization while
on vacation, the employee shall charge such period and the recovery post period to his sick leave.
Any unused vacation time resulting from the pressure of work as determined by the Chief of Fire
and approved by the Business Administrator may be carried forward into the next succeeding year.
When mutually acceptable to the Employer and an employee, the Employer may buy back the
lump sum of twenty-four hours of accrued vacation leave at said employee’s rate of pay. This sell
back by the employee may be exercised one time during the calendar year. Neither the Employer
nor any employee can require the other to exercise this option.
6. PERSONAL TOUR
Employees will receive two (2) PERSONAL TOURS each year which will insofar as
possible be granted at time most desired by employees according to their seniority. No more than
one supervisor may take a personal tour at the same time unless the Department Head is satisfied
that there are sufficient personnel to operate efficiently. Employees will give a minimum of three (3)
hours prior notice of taking personal tour and it shall be taken only with the approval of the
department head or designee.
Personal Tours may not be carried from year to year.
At the employee’s option, personal tours can be divided into twelve (12) hour segments.
LEAVE OF ABSENCE
A. A permanent full-time employee who has worked for the City for a minimum of twelve (12) consecutive months may request leave without pay for a period not exceeding three (3) months during a fiscal year for specific personal reasons, or other reasons deemed in the best interest of the City.
B. Applications for leave without pay must be submitted in advance, in writing, to the employee’s Department Head, stating the employee’s reason for requesting such leave and containing a statement that they intend to return to the City’s service after expiration of such leave. The leave request must be recommended by the Department Head and City Business Administrator and approved by the Mayor. A leave of absence without pay shall not be considered for approval if the employee has paid leave available to utilize.
C. Any leave of absence without pay granted in this article shall be in accordance with the Federal Family Medical leave Act (FMLA) and/or the Family Leave Act (FLA) and shall not be in addition to those regulations.
D. 1. A leave of absence without pay not exceeding three (3) months shall be granted for maternity leave purposes.
2. Upon written request and certification from the employee’s physician that
additional time is needed, the City, in its sole discretion, may extend maternity leave beyond three (3) months.
E. During the period of a leave of absence without pay, an employee shall not continue
to accrue seniority, but shall not lose any seniority already accrued. An employee shall not
accrue vacation, sick or personal time during the leave of absence without pay.
LIFE INSURANCE
The City shall maintain a life insurance policy of $4,000 for each supervisor.
FUNERAL LEAVE
Employees within the Bargaining Unit shall be entitled to a bereavement leave of
absence with pay due to a death of a member of said employee’s immediate family or household
as follows:
TWO TOURS LEAVE ONE-TOUR LEAVE
Spouse Uncle
Parent Aunt
Child Niece
Sibling Nephew
Grandchild Brother-In-Law
Grand Parent Sister-In-Law
Step Child Son-In-Law
Significant Other* Daughter-In-Law
Mother-In-Law
Father-In-Law
*Significant Other shall be defined as a person with whom the employee lived as a
spouse or shared a domicile such as a life partner. It does not include roommates, friends
or persons with whom the subject had other than a committed relationship and active
relationship.
Significant Other Exception: any employee who has been actively separated/divorced for
over 364 days may only use one (1) tour of leave for funeral leave of that significant other.
VETERANS
Nothing in this Agreement shall abridge the right and preferences of veterans and
members of the Armed Forces Reserves, as provided by Federal, State, and Local Laws.
HEALTH BENEFITS
A. Health Benefits
The City shall provide the following health benefits for all permanent employees and their dependents, beginning on the first day of the third month after two (2) months of active employment:
Hospitalization, Major Medical, and Health Maintenance Organization coverages
are through the New Jersey State Health Benefits Plan (NJSHBP), as it exists or as modified by the State Health Benefit Program (or any other substantially similar health benefit plan), including any changes in co-pays or deductibles that may be implemented by the New Jersey State Health Benefits Program, for all employees and eligible dependents covered by this Agreement. The City agrees to pay the cost of the NJSHB Plan selected by employees.
B. The City retains the right, at its option, to change any of the existing
insurance plans or carriers providing such benefits, so long as the level of benefits provided to the employees and eligible dependents is substantially similar. The City further reserves the right, at its option, to self-insure any of said plans and coverages so long as the level of benefits provided to the employees and their eligible dependents is substantially similar.
C. Employee shall contribute to the costs of the health benefits insurance plan coverages in accordance with P.L. 2011, Chapter 78.
D. Prescription Plan
The Employer agrees to provide a prescription plan for the employees, their spouses and/or eligible dependents. Currently, a prescription plan is provided through the New Jersey State Health Benefits Plan.
Co-pays for generic prescriptions are currently Five Dollars ($5.00) and Ten Dollars ($10.00) for brand name prescriptions (per current State Health Benefit rates) and are subject to future additional changes to reflect the then applicable State Health Benefit Plan prescription co-pays.
In the event the City no longer provides prescription coverage under the State Health Benefits Plan, then in such event the copayment for the prescription plan shall be $10.00 for mail in prescriptions, $15.00 for generic drugs and $25.00 for brand name drugs. Reduced cost for prescriptions shall be available through a mail order system.
The City retains the right, at its option, to change the prescription plan provider so long as the level of benefits provided to the employees and their eligible dependents is substantially
MEDICAL COVERAGE AFTER RETIREMENT
As of the signing of this contract, in compliance with the contract addendum dated
June 9, 1998, the City of Bridgeton and the Fireman’s Mutual Benevolent Association Local #252
agree that health and prescription benefits after retirement with 25 years or more will fall under
Public Law Chapter #330, which was signed into legislation in 1998. This provides contributory
managed health care benefits for members of FMBA Local #252.
DENTAL PLAN
The parties acknowledge that there is presently no dental plan implemented by the
City for City employees, but the parties do further agree that if the City implements any dental
Plan for any City employees at the time the City shall implement said dental plan for members
of the Association.
ABSENCE WITHOUT LEAVE
An absence of any employee from duty, including any absence for a single tour or part
of a tour that is not authorized by a specified grant of leave of absence shall be deemed to be an
absence without leave. Any such absence shall be without pay and may be subject for disciplinary
action. In the absence of such disciplinary action, any employee who absents himself for
two (2) consecutive tours without leave shall be deemed to have terminated his employment. Such
action may be reconciled by a subsequent grant of leave recommended by the Department Dead and
approved by the Appropriate Authority.
INTERFERENCE WITH WORK
The Association agrees to refrain from engaging in any strike, work stoppage, slowdown
or interference of any kind with the operations of the City during the terms of this Agreement.
WORK ASSIGNMENTS
Employees shall perform any reasonable work assignments made by supervisors, so
long as they suffer no reduction in their rate of pay and the assignments are in their job description
as described by the State Department of Personnel. It is further provided that in no event shall
employees covered by this Agreement be assigned police related duties except in the case of
emergency as determined by the Chief of Fire.
WAGES
Effective July 1, 2011 employees of this bargaining unit will receive wages as set forth in the previous contract without step movement. Effective February 26, 2012 employees in this bargaining unit will receive wages as set forth in the wage guide in Schedule A or Schedule B. Captains will be assigned to Schedule A, Step 3. Movement on the guide will be on July 1, 2012; July 1, 2013; and July 1, 2014 regardless of the Captain’s anniversary date. Lieutenants will be assigned to Schedule B, Step 4 and will advance to Step 5 on July 1, 2013. Movement on the guide will be on July 1, 2012; July 1, 2013; and July 1, 2014 regardless of the Lieutenant’s anniversary date. Supervisors promoted after January 1, 2012 will be placed on Step 1 of the appropriate guide in the appropriate year. Members serving in the capacity of Fire Inspector shall receive $2,000 annually in their bi-weekly paycheck and shall be pensionable. Member serving in the capacity of Emergency Management Coordinator (EMC) shall receive $3,000 in their bi-weekly paycheck and shall be pensionable. EMC pay is in lieu of Fire Inspector Pay.
OVERTIME PAY – OVERTIME ASSIGNMENT – ACTING OFFICER
A. Employees shall be paid based on an average 19-day work period as established by
7 (k) exemption Department of Labor comprised of 144 hours. Hourly rate shall be
determined by dividing annual salary by 2912 hours, then the overtime rate shall be
determined as time and one-half that rate. Any employee working more than his
regularly scheduled hours during any work period, shall be compensated at time and one
half for all hours on duty in any work period which exceeds 144 hours. The 19-day work
schedule is established as follows:
Day: 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19
X O O X O O X O O X O O X O O X O O X
The 19th day of an employee’s schedule is compensable only if the employee has not
utilized sick, vacation, personal, comp, or other valid absence(s) prior to the 19th day. A
tour of duty shall be comprised of 24 hours.
The parties agree that compensatory time may be utilized in lieu of paid overtime
on a mutually agreed to case by case basis, but shall be calculated at time and one half.
B. Overtime shall be classified and assigned on the following basis:
1. Scheduled overtime shall be overtime which the Chief of Fire or his designee, for that particular work, approves at least two (2) tours in advance of the time when the overtime is to be worked. Call back overtime shall be overtime approved by the Chief of Fire, or his designee to assist a regular shift. For either scheduled or callback overtime, a complete roster of each rank within the bargaining unit shall be kept in order of rank and seniority. Overtime will be assigned on a rotating basis and each time overtime is assigned to an individual, the next assignment will be first offered to the next officer on the roster, provided that if any officer is scheduled or any officer refuses to work scheduled overtime, the assignment shall be given to the next officer on the list not scheduled for a regular tour of duty and assignment will be made thereafter beginning with the last officer to have been assigned scheduled overtime. The Chief of Fire has the prerogative to fill daytime vacancies with available qualified officer personnel without using the overtime list.
2. Emergency overtime shall be overtime approved by the Chief of Fire, or his designee because an emergency has arisen. In this event the parties hereto agree that the Chief of Fire, or his designee may call in any available officer.
C. In the event that an officer shall be assigned by the Chief of Fire, or his designee, to perform the duties of a higher rank, the officer shall be eligible for compensation at the minimum base rate of the rank to which assigned, commencing after having served in that higher rank for two (2) consecutive tours. Compensation shall take effect on the start of the third consecutive tour and shall not be paid for the first two consecutive tours.
LONGEVITY CLAUSE
Longevity is deleted effective February 26, 2012.
STANDBY CLAUSE
The parties agree that if standbys are needed, that the City shall make every reasonable
effort to reach full time men for said standby in order to have a minimum of half of the standby force
to be comprised of full time men. Standby time shall be paid at no less than time and one-half or as
applicable under the FLSA 7K schedule exemption and shall be paid as close to the pay period
worked as possible.
RETURN TO DUTY CLAUSE
If any employee is called to return to duty after having physically completed his work
shift and vacated the premises of his place of employment, then said employee shall be guaranteed a
minimum of two (2) hours of pay for said return to duty.
STATE CONVENTIONS AND DISTRICT MEETING AND SCHOOLING
Leave of absence with pay shall be given to the President and State Delegate of
Firemen’s Mutual Benevolent Association Local #252, for attendance at the State Convention of the
Firemen’s Mutual Benevolent Association. In addition thereto, the President and State Delegate
shall receive leave with pay to attend District Meetings of the Firemen’s Mutual Benevolent
Association. Further, one Delegate may attend regularly scheduled State Executive Committee
Meetings. If State law does not reflect above language, the President will be permitted to attend as
long as approved by the Chief and Appropriate Authority when a hardship or overtime
situation occurs. No alternate will receive a leave of absence to attend any convention or meeting
except when the State Delegate cannot attend. It is further agreed that as to the attendance
by an employee of the District Meetings, The State Convention, or the State Executive Committee
Meetings that said employee upon completion of attendance at said meeting shall return to work.
It is further agreed that leave of absence shall be granted to delegates that are to attend the
convention for NJ State Firemen’s Association.
Delegate to the Southern District meeting shall return to work after the meeting as these meetings are generally held at night in surrounding counties. Delegate to the State monthly meeting shall return by 7:30 pm as these meetings are generally held in the daytime in Northern New Jersey. Generally daytime meetings will be granted 12 hours off and night meetings will be time as needed to travel to, attend the meeting and to return to duty.
Employees may attend at least one session per year of school pertaining to
their employment. Employees may also attend any session necessary to maintain their certification
i.e. Emergency Medical Technician, Fire Prevention Inspector, Arson Investigator, etc. If said
sessions are held during the normal hours of employment of said employee, the employee shall
receive normal pay as if he were on the job. If said sessions are held during normal off hours of
employment of said employee, the employee shall receive compensation at one and one half rate
of time. For any mandatory training, employees shall be given the option of overtime, or
compensatory time. Any other approved training shall be compensated at one and one half rate
of time, and may be compensated either by overtime or compensatory time, as determined by
management.
SEVERANCE PAY
It is stipulated and agreed that employees who retire having accumulated sick days
and/or tours, shall be compensated up to $15,000. If a firefighter shall die in the line of duty
during the term of employment, the City shall pay severance pay as provided in this paragraph.
The severance pay shall be computed and paid within two years of the date of death to the
beneficiary or if the beneficiary predeceased the employee, to the employee’s estate.
SICK LEAVE
Employees shall receive as sick leave, seven (7) tours of duty per year. Said tours do not
have to be utilized during the calendar year, but may accumulate thereafter.
SICK LEAVE SHALL BE CALCULATED AS FOLLOWS:
1 – 12 hours = ½ tour
13 and over hours = 1 tour
SICK BANK
A. Employees can charge their unused sick days off to another employee for dollar per dollar amount only in the event of a catastrophic health condition or injury. Employees must contact the Chief first for approval. The Appropriate Authority must give final approval.
For the purpose of this ARTICLE, a "catastrophic health condition or injury" shall be defined
as follows:
1. With respect to employee, a "catastrophic health condition or injury" is either:
i. A life threatening condition or combination of conditions; or
A period of disability required by his or her mental or physical health or
the health of the employee’s fetus which requires the care of a physician who provides a medical verification of the need for the employee’s absence from work for 60 or more workdays.
With respect to employee’s immediate family member, a "catastrophic
health condition or injury" is either:
i. A life-threatening condition or combination of conditions; or
A period of disability required by his or her mental or physical health
which requires the care of a physician who provides a medical verification of the need for the employee’s absence from work for 60 or more workdays.
This article is to be administered in accordance with N.J.A.C. 4 A: 6 – 1.22.
24. DONATED LEAVE PROGRAM
Donated sick leave program shall be in accordance with the City of Bridgeton
Personnel Manual effective as of the date of signing of this agreement.
25. COLLEGE CREDITS
Supervisors shall receive pay for an Associate Degree or a Bachelor Degree in Fire
Science. Supervisors who have credits equal to or greater than 60 but do not have an Associate Degree will be eligible for the Associate Degree pay if 50% or greater of those credits are in Fire Science courses. College degree money is incorporated in the wage scale in Schedule A or Schedule B.
It is understood and agreed that the personnel regulations and the Fire Manual adopted
by the City of Bridgeton, as applicable, shall apply in all cases and for all matters not covered by this
Agreement except that the provisions providing that the City will recognize all holidays declared by
the President of the United States, Governor of the State of New Jersey, shall be and is hereby
deleted from said personnel regulations.
NEW JERSEY DEPARTMENT OF PERSONNEL
This contract is intended to comply with statutes, rules, and regulations of the New Jersey
Department of Personnel and in the event there is a conflict, the Rules of the New Jersey Department
of Personnel shall apply.
NEW JERSEY STATUTES RELATING TO FIRE
This Agreement is intended to comply with all New Jersey Statutes relating to fire and fire
Departments and in the event there is a conflict, the New Jersey Statutes shall apply.
No member of the Association shall engage in any other form of employment, without
having obtained prior approval of the Chief of Fire and Business Administrator of the City of
Bridgeton, who shall give such permission only upon ascertaining that said employment will not
in any way interfere with said member’s employment with the Fire Department of the City of
Bridgeton and upon being assured that said employment will not bring discredit to said Fire
Department.
In the event that any difference or dispute should arise between the terms of this
Agreement, an earnest effort shall be made to settle such difference immediately and in the
following manner, provided that the grievance is filed within five (5) working days of its
occurrence or employee knowledge thereof:
Between the aggrieved employee with or without his steward and the
Chief of Department. If no satisfactory agreement is reached within five (5)
working days, then
Between the aggrieved employee and the local Association Representative
in conference with the Appropriate Authority. Should no acceptable agreement be reached
within an additional ten (10) working days, then
Between the aggrieved employee and the local Association Representative
and the Business Administrator and the Mayor to appeal. No grievance for discipline of five days
or less shall proceed beyond this step. If no satisfactory agreement is reached within fourteen (14)
days, then
The matter may be referred to binding arbitration by the City and
Association only.
It is understood that should any grievance proceed to the next step in the procedure
as outlined herein, notice in writing shall be given by the Association to the appropriate City
Official that a grievance has not been resolved in the next preceding step and said notice
shall request that said City official arrange a meeting with the Local Association Representative
or Representatives pursuant to this Section.
It is understood that should any grievance be resolved pursuant to Steps 1 through 3
of this Agreement, both parties to this Agreement shall execute a Memorandum of
Agreement setting forth the fact of the grievance and basis for resolving the same, and in any event,
the answer of the City official pursuant to any step in the grievance procedure shall always be in
writing.
Either party may within ten (10) days after Step 3 Meeting request the New Jersey
Public Employment Relations Commission to submit a list of arbitrators from which the parties
may select an arbitrator. The decisions shall be binding. Any fees or administrative charges for
the arbitrator shall be borne equally by both parties. Witness fees, and other expenses shall be
borne by the parties respectively.
Unless extended by mutual agreement in writing, the failure to observe the time limits herein
shall constitute abandonment of the grievance and settlement on the basis of the last City answer.
It is specifically understood and agreed that arbitration shall not be obtained as a matter of
right if the grievance:
Involves the existence of alleged violation of any agreement other than the present
agreement between the parties;
Involves issues which are discussed at negotiations but not expressly covered by the
terms and conditions of this Agreement;
Involves claims of violations of an allegedly implied or assumed obligation;
Would require an arbitrator to consider, rule on, or decide the appropriate
hourly salary or incentive rate at which an employee shall be paid, or the method by which his pay
shall be determined.
Would require an arbitrator to consider, rule on or decide any of the following:
The elements of an assignment;
The level, title or other designation of an employee’s job classification;
The right of management to assign or re-assign work.
Pertains in any way to the establishment, administration, interpretation or
application of insurance, pension, savings or other benefit plan in which covered employees are
eligible to participate;
Involves discipline or discharge of employees who have not satisfactorily completed
the designated probationary period.
Employees shall have an election as to whether they shall pursue remedies under New Jersey
Department of Personnel or under the Grievance Procedures set forth herein.
Action beyond Step 2 of the Grievance Procedure shall constitute an election to pursue
remedies under the New Jersey Department of Personnel
CLOTHING ALLOWANCE AND MAINTENANCE
The City will provide by June 1 of each year the following:
2 Summer Uniforms
2 Winter Uniforms
1 Pair of Shoes – Up to $150.00
Clothing Maintenance:
Clothing maintenance money is deleted.
32. BREACH OF CONTRACT EFFECT
The waiver of any breach or condition of this Agreement by either party shall not constitute
a precedent in the further enforcement of the terms and conditions herein.
It is understood and agreed that if any part of this Agreement is in conflict with the
Law, that such part shall be suspended and the appropriate mandatory provision shall prevail
and the remainder of the Agreement shall not be affected thereby.
RATIFICATION BY ASSOCIATION AND EMPLOYEES
The Association hereby represents that solely employees ratified this Agreement
of the City of Bridgeton, Division of Fire, employed pursuant to the terms of this Agreement and that
no members of the Association who are not covered by this Agreement took part in the ratification
proceedings. The Association further agrees that upon the adoption of any new Agreement which
shall be substituted for this Agreement, or any part thereof, said Agreement will be ratified only by
persons who are employed pursuant to the terms of this Agreement or the new Agreement.
This document constitutes the sole and complete Agreement between the parties, and embodies all
terms and conditions governing the employment of employees represented by the Association.
The parties acknowledge they have had the opportunity to present and discuss proposals on any
subject which is (or may be) subject to collective bargaining provided, however, that upon
mutual agreement of the parties, which shall be in writing, the parties may further amplify or
interpret the terms of this Agreement. Any prior commitment or agreement between the City
and the Association of any individual employee covered by this Agreement is suspended.
A written agreement signed by all parties shall be completed within ninety (90) days after
approval of the budget. One hundred fifty (150) days prior to the expiration date of this Agreement,
the parties shall meet to discuss and negotiate regarding the terms and conditions of a new Agreement
or the extension of this Agreement, provided that should the Public Employees Relations Commission
fix another time to commence negotiations, the rules of the Public Employees Relations Commission
shall apply.
This Agreement shall be in effect until June 30, 2015 and thereafter until modified.
IN WITNESS WHEREOF, the parties hereto have caused these presents to be
signed on the day and year first above written.
ATTEST: THE CITY OF BRIDGETON IN THE
COUNTY OF CUMBERLAND
__________________________________ ___________________________________
City Clerk Mayor
ATTEST: FIREMEN’S BENEVOLENT ASSOC.
___________________________________ By:_______________________________
 | SCHEDULE A | |
| | |
Captain | | |
| | |
Step | 1/1/12 | 7/1/127/1/137/1/14 |
| | |
1 | 82,500 | 83,73885,41287,120 |
2 | 83,766 | 85,02286,72388,457 |
3 | 85,041 | 86,31788,04389,804 |
| | |
Captain – Associate Degree | | |
| | |
Step | 1/1/12 | 7/1/127/1/137/1/14 |
| | |
1 | 83,800 | 85,05786,75888,493 |
2 | 85,066 | 86,34288,06989,830 |
3 | 86,341 | 87,63689,38991,177 |
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Captain – Bachelor Degree | | |
| | |
Step | 1/1/12 | 7/1/127/1/137/1/14 |
| | |
1 | 85,100 | 86,37788,10489,866 |
2 | 86,366 | 87,66189,41591,203 |
3 | 87,641 | 88,95690,73592,549 |
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| | |
| | |
| Trembley | 3 |
| Shelton | 3 |
| Scarlato | 3 |
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| SCHEDULE B | |
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Lieutenant | | |
| | |
Step | 1/1/12 | 7/1/127/1/137/1/14 |
| | |
1 | 74,000 | 75,11076,61278,144 |
2 | 75,155 | 76,28277,80879,364 |
3 | 76,299 | 77,44378,99280,572 |
4 | 77,623 | 78,78780,36381,970 |
5 | 78,787 | 79,96981,56983,200 |
| | |
Lieutenant - Associate Degree | | |
| | |
Step | 1/1/12 | 7/1/127/1/137/1/14 |
| | |
1 | 75,300 | 76,43077,95879,517 |
2 | 76,455 | 77,60279,15480,737 |
3 | 77,599 | 78,76380,33881,945 |
4 | 78,923 | 80,10781,70983,343 |
5 | 80,087 | 81,28982,91484,573 |
| | |
Lieutenant - Bachelor Degree | | |
| | |
Step | 1/1/12 | 7/1/127/1/137/1/14 |
| | |
1 | 76,600 | 77,74979,30480,890 |
2 | 77,755 | 78,92180,50082,110 |
3 | 78,899 | 80,08281,68483,318 |
4 | 80,223 | 81,42683,05584,716 |
5 | 81,387 | 82,60884,26085,946 |
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| | |
| | |
| | |
| Schaffer | 4 |
| Sims | 4 |
| Justice | 4 |
|