BETWEEN
THE CAMDEN COUNTY LIBRARY COMMISSION

CAMDEN COUNTY COUNCIL #10 (Support Staff)
________________________________________________________________________________ Effective: January 1, 2000 through December 31, 2003

This Agreement entered into this day of 2000
by and between the CAMDEN COUNTY LIBRARY COMMISSION, hereinafter called the “Commission” and Camden County Council # 10,hereinafter called "Union," has as its purpose the promotion of harmonious relations between the Commission and the Union; the establishment of an equitable, prompt and peaceful procedure for the resolution of differences; and the establishment of rates of pay, hours of work, and other conditions of employment; and to avoid interruptions of and interference with services; and represents the complete and final understanding on all bargainable issues between the Commission and the Union.

Clerk Typist Computer Operator

Maintenance Worker Senior Clerk Typist

Senior Library Assistant Bilingual (Spanish/English) Senior Library Assistant/Typing Senior Purchasing Assistant

(as defined under the Public Employment Relations Act as amended, called "The Act"), are expressly excluded from the bargaining unit covered by this Agreement.

employee who regularly and customarily is scheduled to work less than thirty-five (35) hours per week on a year-round and permanent basis.

(1) A "casual employee" shall refer only to an employee who is not scheduled to work on a regular and frequent basis by the Commission, but who may be called in from time to time when the Commission deems necessary.
(2) A casual employee, as defined herein, shall not be 5 covered he terms and conditions of this Agreement during his/her period of casual employment.

(1) Employees required by their supervisor to work overtime shall be paid overtime after seven (7) hours in any day or after thirty-five (35) hours in any work week at the rate of time and one and one-half (1 1/2) the employee's hourly rate of pay.
(2) All work performed in excess of the employee's regular hours of duty in any one(1)week except those hours for which time and one-half or double is compensated shall not be included in the base weekly hours.
(3) Those employees whose regularly scheduled shift of duties requires them to work on a holiday as defined herein shall be paid at the rate of one and one-half (1 1/2) times their regular rate of pay in addition to being paid for the hours worked on the holiday, with the exception of Good Friday.(See Article XXI, Section G.) Section D. Employees working on Sunday will receive seven (7)

a. He/she works in the same classification for at least two (2 consecutive calendar weeks, and
b. The subsequent period begins within twelve (12) calendar months of the original qualifying event.
3. This section does not apply when replacing employee(s) for vacation leave, personal leave as defined in Article XX, Personal Leave and compensatory time.

2) payment toward the employee's health benefits costs after retirement
3) prorated and added to the employees salary during the last year of employment
4) prorated leave taken over the course of the last year of employment

(3) The employee submits adequate proof of the time served on jury duty.

(1.) Holiday pay is pro-rated for all employees. Pro-rated is defined as ber of hours the employee normally works per week divided by 5 For example, a prorated day for an employee who works 35 hours per week is 7. A prorated day for an employee who works 19 hours a week is 3.8 hours.
(2.) When a holiday falls on a day the employee does not normally work the will be paid the prorated amount. The employee may choose to take the holiday pay in cash or compensatory time. The employee must note on their time sheet if holiday pay is to be paid in cash or compensatory time. If no notation is made, the holiday will be paid in cash.
(3.) When a holiday falls on a day an employee normally works, the employee will be paid the pro-rated amount of holiday pay. If the amount of holiday pay does not equal the amount of hours the employee normally works on that day, the employee may elect to do one of the following:
a. Make up the additional hours on another day within the
week.
b. Take vacation, personal or compensatory time to make
up the additional hours.
c. Choose not to make up the hours.

- for employees whose yearly salary is between $30,001 and $50,000 shall be two dollars ($2.00) for generic prescription drugs; seven dollars ($7.00) for name brand prescription drugs, and ten dollars ($10.00) for maintenance prescription drugs.
- for employees whose yearly salary is $50,001 or more
shall be two dollars ($2.00) for generic prescription drugs, ten dollars ($10.00) for name brand prescription drugs, and ten dollars ($10.00) for maintenance prescription drugs.
There shall be no co-pay for mail-in prescription drugs.
After the purchase of three (3) consecutive months of maintenance prescription drugs, the prescription co-pay
for maintenance drugs as set forth above shall be applicable for all such maintenance prescription drugs not ordered through the available mail-in procedures unless the prescription drug cannot be prescribed for ninety (90) days or cannot be mailed. The decision of the County to require a maintenance prescription drug co- pay as set forth above shall be appealable through the grievance procedure.
2. Employees and their dependents are encouraged to use generic prescription drugs. If a drug is on the state formulary list and the doctor does not specify that only a brand name may be used, the pharmacist will substitute the generic equivalent, if available. If the doctor specifies "dispense as written", the pharmacist must dispense whatever is specified and the participant shall pay only the co-pay. If the participant, however, specifically requests a brand name, the participant shall pay the difference in price between the generic and the non-generic prescription drug in addition to the co-pay.
3. Employees are encouraged to utilize the services of "Preferred Providers." The County will be responsible for designating such "Preferred Providers." This program is strictly voluntary and shall not reduce the level of benefits currently provided pursuant to the County's
self-insured program.

4. a. In the event any participant covered by the County's self-insured health benefits program contemplates any of the elective (non-emergency) surgical procedures set forth below, a second opinion by another qualified doctor is mandatory and must be submitted. If no second opinion is submitted the County will only pay for fifty percent (50%) of the total cost of said surgery and all related treatment services. Participants contemplating elective surgery which requires a second opinion must contact the administrator of the County's self-insured benefits program to arrange for said second opinion, which shall be provided at no additional cost to the participant.

5. All of the elective (non-emergency) minor surgical procedures set forth below will be considered as covered benefits under the County's self-insured health benefits program only when performed on an out-patient basis unless the participant's doctor certifies in advance to the program's administrator, and in writing that special medical circumstances require that the procedure be performed in a hospital.

2. Simple hernia repair
3. Excision of skin lesions and cysts
4. Minor gynecological procedures

6. Where a participant is required by his/her doctor to undergo diagnostic tests prior to surgery being performed, to be considered a covered benefit under the County's self-insured health benefits program, such pre- admission testing must be performed on an out-patient basis unless the participant's doctor certifies in advance to the program's administrator, and in writing that special medical c circumstances require that the procedure be performed in a hospital.

7. There will be no benefits paid under the County's self- insured health benefits program for any treatment provided in a hospital emergency room except where the treating doctor certifies in writing that such treatment was necessitated by an accident or life saving emergency.

receive for covered benefits under the program. If a participant discovers an error in a bill submitted to the. Administrator for payment under the program which results in an overcharge to the County, the participant shall either advise the Administrator in writing of the error in question or contact the provider directly and have the bill corrected. Upon the submission of acceptable written documentation, the participant shall be entitled to a refund of fifty percent (50%) of the amount saved as a result of the correction of the error up to a maximum of $100.00 per bill.

Years of Employment Percentaqe of Co-Pay I
1 20%
2 18%
3 16%
4 12%
5 10%
6 8%
7 4%
8 0%
The amount paid by any employee shall not exceed five percent(5%) of gross salary. Effective January 1,2001, the employee co-pay, however will be reduced on an annual basis if the employee joins the lowest cost major medical plan available at the annual period of open enrollment. The employee shall be entitled to a credit at that time towards their co-pay of the percentage difference between the lowest cost major medical plan available and the average cost of all the other major medical plans available. This average cost shall be determined by combining the costs of all the County HMOs at their current rate with the costs for the County's traditional self-insured plan and the County's self-insured PPO plan at the prior year's rate, subtracting the lowest cost plan, and then dividing the remaining costs by the remaining total number of plans. Average costs shall be separately calculated for each type of coverage, i.e. single, husband/wife, parent child and family. The employee must remain in the lowest cost plan for the entire year in order to be entitled to the credit. If at, any open enrollment period an employee elects not to remain in the lowest cost major medical plan, the applicable employee percentage co-pay pursuant to this Section shall be based solely on the employee's years of employment with the County.
14. All participants currently retired from the County and those who retired from the County through December 31, 1994 with less than twenty-five (25) years of service with the County, but more than five (5) years of service with the County, shall continue to receive all health benefits in accordance with Section A above, and at the same cost to the participant as currently exists as of the effective date of this Agreement. All such employees who retire from the County with five (5) years of service or less with the County as of their date of retirement shall be entitled to receive all health benefits as set forth in Section A above at a cost of fifty percent (50%) of the actual cost for the type of coverage selected by participants as established by the County and adjusted on an annual basis. Any participant who is ineligible for retirement and who ceases to be employed by the County for any reason other than termination for disciplinary reasons may purchase health benefits for a period not to exceed 120 days at a cost of fifty percent (50%) of the County's actual cost.

All employees who retire from the County after January 1,
1995 through December 31, 1996, shall be entitled to receive all health and prescription benefits as set forth in Section A above at a cost for the actual type of coverage selected by the participant as set forth in the following schedule, with the premium cost established by the County and adjusted on an annual basis:
Years of County Service Participant Co-Pay
0 up to 5 years COBRA coverage only
5 up to 10 years 15%
10 up to 25 years 10%
25 or more years 0%
All participants who retire from the County on or after January 1, 1997, shall be entitled to receive all health and prescription benefits as set for in Section A above at a cost for the actual type of coverage selected by the participant as set forth in the following schedule, with the premium cost established by the County and adjusted on an annual basis.
Years of County Service Participant Co-Pay
0 up to 10 years COBRA coverage only
10 up to 15 years 20%
15 up to 20 years 15%
20 up to 25 years 10%
25 or more years 0%
Effective upon the signing of this agreement, any retiree age sixty-five (65) or older who is receiving health benefits from the County through an HMO must enroll in a Medicare plan no later than three (3) months after retirement, and remain enrolled so long as the Medicare plan is equal to or better than the traditional HMO being provided. Retirees may change their health care provider during the annual open enrollment period or if they relocate to an area which is not served by their current provider.
15. Effective January I, 2001, the yearly deductible applicable to those employees enrolled in the County's traditional major medical plan shall increase to $200 for single coverage/$300 for family coverage.

1. If an employee chooses to participate in this program and selects one of the options set forth below, the employee shall receive the monetary incentive specified.
2. Employees who opt to participate in this program must do so for a minimum of one (1) year at a time. If an employee chooses to participate and then the spouse's coverage is terminated, upon proper verification of termination, the County will immediately and retroactively to the date of cessation of the spouse's coverage restore the employee, his or her spouse or dependents to coverage under the Self-Insurance Plan for the remainder of that year. If the employee desires to reinstate HMO coverage he or she will be required to wait until the next open enrollment. Where an employee participates in the program for less than one (1) full year, the County shall be entitled, through payroll deduction, to recoup the prorated balance of the incentive paid. The employee shall authorize the payroll deductions, in writing, at such time as the employee opts to participate in the program.

employee and spouse.

for spouse. Spouse covered under
spouse's
plan.

plan. Employee and children continue under County plan.

plan. Employee continues under
County plan.
The incentive shall be paid to the employee no later than (1) month after the effective date of the option.
4. Effective upon date of signing, the incentive paid pursuant to paragraph three above shall be increased to fifty percent (50%) of the actual premium cost for the employee's coverage.
5. Effective upon date of signing, the incentive payments provided pursuant to paragraph three above shall be paid in equal monthly payments and appropriate deductions shall be made from the gross incentive amount.

all new employees on their hire date and shall be available to all current and prospective retirees under the same terms and conditions applicable to active employees.
7. Effective upon date of signing the optional health benefits program set forth above shall be extended to the County's self-funded prescription program and employees who drop such coverage shall be entitled to an incentive of fifty percent (50%) of the annual premium cost, paid in equal monthly installments, under the same terms and conditions as are applicable to participation in the remainder of the optional health benefits program.
8. Effective January 1, 2001, the incentive paid shall be fifty percent (50%) of the combined average of all County HMO's at their current rate and the rate for the County's self-insured plan at the prior year's rate, for the coverage dropped.

Section A. Temporary Disability: When an employee is injured
on duty, he or she shall receive Worker's Compensation due him or her plus the difference between the amount received as compensation to him or her and his or her net salary, not gross, during the period of temporary disability only, up to a maximum of forty-five (45) working days. Thereafter, in the event of continued temporary disability beyond the forty-five (45) day period, the employee shall receive Worker's Compensation and his or her salary during the period of temporary disability only; which difference shall be charged against his/her sick leave and provided further that the employee signs a form authorizing the Commission to charge the time lost to sick leave.
Section B. Breaks/Lunch: Full-time employees scheduled for a 7-hour day will be scheduled for one IS-minute break for each 3.5 hours worked. Employees working four (4) hours per day will be scheduled for a 15-minute break. Anyone working less than four (4) hours will not be scheduled for a break. These breaks are paid time and are not accruable. Employees working seven (7) hours will be scheduled for an additional hour unpaid lunch break. Those working six (6) hours will be scheduled for an additional half-hour unpaid lunch break.
Section C. Employee pension contributions and the payment of loans to the pension program will be deducted in equal payments

Section D. Regardless of medical coverage, employees who work three and one-half (3 1/2) hours or more a day at a VDT shall have an eye examination annually and, if it is determined by the examining doctor, shall be fitted for work computer glasses. All costs as set forth below shall be paid by the employer. Examinations shall be obtained from Dr. John D. Dugan, at Eye Physicians of Southern New Jersey, 227 E. Somerdale Road, Somerdale, NJ 08083 and glasses shall be obtained at DiDonato Opticians, 918 S. White Horse Pike, Somerdale, NJ 08083. Employees must submit a completed request for eye examinations to their supervisors for approval before scheduling an appointment and receive letters of authorizations for the examination and the eyeglasses.
Annual Examination $80.00
for new patients
$75.00
for current patients
Glasses (frames and lenses)
Single $60.00
Double $85.00

a. The parties direct the arbitrator to decide, as a preliminary question, whether he/she has jurisdiction to hear and decide the matter in dispute.

b. The arbitrator shall be bound by the provisions of this Agreement and the Constitution and Laws of the State of New Jersey, and be restricted to the application of the facts presented involved in the grievance. The arbitrator shall have no authority to add to, modify, detract from or alter in any way the provisions of this Agreement or any amendment or supplement thereto. The decision of the arbitrator shall be in writing with reasons therefore and shall be final and binding on the parties.

(1) To engage in the executive management and administrative control of the Library and its properties, facilities and
the activities of its employees by utilizing personnel, methods and means of the most appropriate and efficient manner possible as may from time to time be determined by the Commission.
(2) To make rules of procedure and conduct, to use improved methods and equipment, to determine work schedules and shifts, to decide the number of employees needed for any particular time and to be in sole charge of the quality and quantity of the work required.
(3) The right of management to make maintain and amend such reasonable rules and regulations as it may from time to time deem best for the purposes of maintaining order,
safety and/or the effective operation of the Library
after advance notice thereof to the employees to require compliance by the employees.
(4) To hire all employees, and subject to the provisions of law, to determine their qualifications and conditions of continued employment, or assignment, and to promote and transfer employees.
(5) To suspend, demote, discharge or take any other appropriate disciplinary action against any employee for good and just cause according to law.
(6) To layoff employees in the event of lack of work or funds or under conditions where continuation of such work would be inefficient and non-productive.
(7) The Commission reserves the right with regard to all other conditions of employment not reserved to make such changes as it deems desirable and necessary for the efficient and effective operation of the Library.

Section B. In the exercise of the foregoing powers, rights, authority, duties and responsibilities of the Commission, the adoption of policies, rules, regulations and practices and the furtherance thereof, and the use of judgment and discretion in connection therewith, shall be limited only to 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.
Section C. Nothing contained herein shall be construed to deny or restrict the Commission in the exercise of any of its rights, responsibilities and authority under any national, state, county or local laws or regulations.

2. As of pay period #1, 2001, every employee will move up a step, which represents a three percent (3%) increase.
3. As of pay period #1, 2002, every employee will move up a step which epresents a three percent (3%) increase. r
4. As of pay period #14, 2002, the entire salary scale will be increased by one percent (1%).

5. As of pay period #1, 2003, the entire scale will be increased by one percent (1%).

6. As of pay period #1, 2003 every employee will move up a step which represents an additional three percent (3%) increase.

7. Steps will be created to provide adjustments for employees who have reached the maximum level.

NOTE: The entire salary package represents a 13.5% pay increase over a 4 - year period.