A. Included: All full time and regular part time administrative supervisors

B. Excluded:

C. The Employer further agrees to deduct, in accordance with P.L. 1979, Chapter

D. The amounts to be deducted shall be certified to the Employer by the Union and

(a) Major disciplinary action shall be commenced by the employer serving the employee with a Preliminary Notice of Disciplinary Action which shall set forth the charges and the Statement of Facts supporting the charges (specifications).
(b) The employee shall have a right to a departmental hearing in accordance with N.J.A.C. 4A:2-2.5. Such a hearing shall be requested in writing by the affected employee or by the local union representatives on the employee’s behalf within 5 calendar days of the employee’s receipt of the Preliminary Notice of Disciplinary Action, otherwise the departmental hearing will be deemed to have been waived and the appointing authority may then issue a Final Notice of Disciplinary Action.
(c) A departmental hearing, if requested, shall be held within thirty (30) days of the Preliminary Notice of Disciplinary Action or at such later date as may be agreed to in writing by the parties. Hearings shall be held before the Human Resources Director or such other employer designated representative and shall be held in accordance with the requirements of N.J.A.C. 4A:2-2.6.
The hearing officer’s decision along with a Final Notice of Disciplinary Action shall be served by the Department Head upon the employee by either personal service or by certified mail, return receipt requested, within twenty (20) days of the conclusion of the departmental hearing. A copy of the hearing officer’s decision and the Final Notice of Disciplinary Action shall also be sent by the Department Head to the employee’s union representative, or attorney, by regular mail.
(d) Discovery. The employee shall be entitled to discovery which
shall consist of the following:
(i) A copy of the charges and specifications;
(ii) A copy of all statements or other evidence which the employer intends to rely upon at the hearing;
(iii) The name of all witnesses who will testify for the employer at the hearing. The employee or the employee’s attorney or union representative shall submit all discovery requests in writing to the requisite Department Head with a copy to County Counsel not less than ten (10) days prior to the scheduled hearing date. If such a request is not made within that time frame, the union shall waive its right to object to the introduction of the evidence other than on relevancy grounds.
The County shall be entitled to reciprocal discovery by forwarding
a written request to the employee or the employee’s attorney or
union representative at least ten (10) days prior to the scheduled
hearing date. The County, upon forwarding such a request, shall
be entitled to know the names of any witnesses the employee
intends to produce at the hearing, including any statements that
have been secured as well as any documentary evidence the
employee intends to rely upon at the hearing. In the event the
County fails to exercise its request for discovery in timely fashion,
then the County shall waive its rights to object to the introduction
of the evidence at the hearing other than on relevancy grounds. In
the event that either the employee or the County fails to fully
respond to a timely discovery request, then the hearing officer may
preclude the non-responsive party from introducing the evidence at
the hearing.
(e) Appeals. An employee may appeal from a Final Notice of
Disciplinary Action by filing a Notice with the Merit System Board of the
New Jersey Department of Personnel.
Pursuant to N.J.A.C. 4A:2-2.8, such an appeal must be filed
within twenty (20) days of receipt of the Final Notice of Disciplinary
Action. The appeal process shall be governed by the Merit System Board
Rules and Regulations currently found in N.J.A.C. 4A:2-2.8 through 4A:2-
2.9.

(a) Appeals of minor discipline shall be handled exclusively through
the grievance process as set forth in Article X entitled “Grievance
Procedure.”
(b) Non-permanent employees (excepting probationary employees)
shall be limited in appealing disciplinary actions to the third step of the
grievance process but shall be precluded from arbitration.
(c) Appeals of minor discipline shall be subject to the same discovery
procedures as set forth in Section B(2)(d) of this Article.

2. Nothing herein contained shall be construed as limiting the right of any

B. DEFINITIONS

C. PRESENTATION OF A GRIEVANCE

D. STEPS OF THE GRIEVANCE PROCEDURE

3. The grievant through the shop steward and/or Local Union Representative

4. Step Two. If the grievance has not been resolved in Step One, the

5. Step Three. If the grievance has not been resolved in Step Two, the

6. Only B-1 grievances may be appealed to arbitration. The union must file

The arbitrator shall be selected from a panel of arbitrators maintained by the Public Employment Relations Commission, in accordance with the Commission’s selection

1. An employee receiving a promotion of one grade shall receive a salary increase of six percent or the minimum salary of the new grade, whichever is greater.
2. An employee receiving a promotion of two grades shall receive a salary increase of seven percent or the minimum salary of the new grade, whichever is greater.
3. An employee receiving a promotion of three or more grades shall receive a salary increase of eight percent or the minimum salary of the new grade, whichever is greater.

C. Copies of any written documents specifically related to discipline or the work

2. All hours on the sixth (6th) day worked within an individual work
week (Sunday through Saturday);

B. Employees become eligible for holidays on their first day of employment.
C. Those employees who are required to work on the following enumerated holidays,
in addition to being paid for the holiday at their regular rate of pay, shall receive time and
a half for all ours worked on that day. The holidays covered by this subsection shall be:
New Years Day (January 1), Memorial Day, Independence Day (July 4), Labor Day,
Thanksgiving Day and Christmas Day (December 25). When New Year’s Day (January
1), Independence Day (July 4) and Christmas day (December 25) fall on a Saturday or
Sunday, the provisions of this section shall apply to the actual day of the celebration. i.e.,
January 1, July 4, or December 25 and shall not apply to the day given off by the County
in recognition of the holiday. Employees working on the day declared by the County
shall be compensated as hereinafter provided in Section D.
D. Those employees who work on the following recognized holidays (Martin Luther
King’s birthday, Lincoln’s Birthday, Washington’s Birthday, Good Friday, Columbus
Day, General Election Day and Veteran’s Day) in addition to being paid for the holiday,
shall receive straight time for all hours worked on that day.
E. Announced Days Off. In circumstances where the County announces a day off
for nonessential employees, such as the Friday after Thanksgiving Day, then those
employees who are required to work shall be compensated as provided in Section C of
this Article. These provisions shall not apply to weather related days off or similar type
closures.

XXI. VACATION

After five years of service through ten years of service, eighteen (18) working days per year;

After ten years of service through twenty years of service, twenty (20) working days per year;After twenty years of service, twenty-five (25) working days per year.

Service includes all temporary and/or provisional continuous service immediately prior to permanent appointment with the County, provided there is no break in service of more than one week. Any increase in vacation days based on years of continuous County service will be credited at the beginning of the calendar year in which the employee attains it, with the anticipation that his/her employment will be continuous throughout the calendar year.
B. Vacations will be scheduled and granted, subject to management's responsibility to maintain efficient operations. If the nature of the work makes it necessary to limit the number of employees on vacation at any given time, the employee whose request is submitted first shall be approved. If two requests are submitted at the same time, the employee with the greatest seniority (as it relates to total years of service with the County) shall be given preference in vacation scheduling.

C. Vacation can be granted in one half day periods. For vacation leave less than one week, requests must be approved at least 24 hours in advance by the employee's supervisor or designee. For vacation leave of one week or more, request must be approved at least two (2) weeks in advance by the employee's supervisor or designee. Emergency request will be considered on a case by case basis.
D. Earned vacation days that have not been used at the end of the calendar year may be carried over. The amount of carry-over cannot exceed the number of vacation days an employee will earn in the current year. Part time employees will be given a quarterly update of vacation time earned and those employees shall have until April 1st of the following year to use any excess carry over vacation days.
E. Employees on Leave of Absence Without Pay shall not accrue any vacation benefits during that time.
F. When an employee separates from the County, he/she will be paid for all vacation time that has been earned, at his/her current hourly rate. Advanced vacation time used, but not earned, will be deducted from the employee's final pay check.
G. Employees will be able to participate in the vacation buy back program of up to two (2) days of unused vacation days per year to be paid by the end of the year.
H. Three administrative days are available for personal use in increments of one (1) hour. Under normal circumstances, requests must be submitted twenty-four (24) hours in advance. An employee can not call in for use of this time at the beginning of his/her scheduled shift. Use of this time at the beginning of a work shift must be approved in advance. Administrative time must be taken within the year accrued or forfeited.
Notwithstanding the foregoing provisions, an employee shall have the option of using up to eight (8) hours of the allotted administrative time without prior approval for bona fide emergencies. This administrative time can be used in hourly increments of not less than two (2) hours and no more than eight (8) hours. (By way of example, an employee could use all eight hours for a single emergency or could use four hours on two occasions or two hours on four occasions.) Once the eight hour allotment has been used, the employee shall have no further recourse under this provision. To the extent feasible, the employee shall provide documentation of the emergency to the designated supervisor, Division Director or Department Head.

1. Personal illness which renders an employee unable to perform his/her duties.
2. Presence of serious illness in the immediate family which requires the employee's short term personal care. Immediate family means an employee's spouse, child, legal ward, grandchild, foster child, father, mother, legal guardian, grandfather, grandmother, brother, sister, father-in-law, mother-in-law, and other relatives residing in the employee's household.
3. Dental, optical or medical treatment that cannot be scheduled during non-work hours. One week advance notice of such treatment is required except in emergent circumstances. A doctor's note is required as verification of the appointment.

1. medical or dental treatment that cannot be scheduled during non-working hours
2. medical emergencies of the employee or an immediate family member.

incapacitated and unable to perform his/her duties or who desired to engage in a course of study such as will increase his/her usefulness or for any reason considered valid by the Department Head and the Appointing Authority, desires to secure leave from regular duties may, with the approval of the Department Head be granted a special leave of absence without pay for a period not to exceed six (6) months which may be extended for an additional six months upon similar approval. Employees shall not be granted leave to accept other employment.

request, in writing, stating the reasons why the request should be granted, the date when he/she desires the leave to begin, and the return date to duty.

equitably.

Family Leave Act (FLA), eligible employees are entitled to leave for 12 weeks in a 12 or 24 month period for the birth or placement of a child; to care for a child, spouse or parent with a serious health condition; or, if they have worked for the County for a total of 12 months and worked 1000 hours (1250 hours for the FMLA) in the immediately preceding 12 months. A serious health condition means an illness, injury, impairment or physical or mental condition which requires inpatient care in a hospital, hospice or residential care facility or continuing medical treatment or continuing supervision by a health care provider involving a period of incapacity.

FMLA/FLA designated leave. The leave can be taken in a single block of time or, under certain conditions, intermittently or on a reduced schedule. Medical benefits are maintained during a FMLA/FLA leave although an employee will have to continue to pay his/her share of premiums, where applicable. At the termination of the leave, the employee has a right to restoration to the same or an equivalent position in most instances.

qualifying leave. If the need for leave is foreseeable, advance notice of 15 to 30 days may be required. Otherwise, notice must be given as soon as practicable. The employee has the obligation to provide sufficient information about the need for the leave to allow the employer to determine if the request qualifies as a FMLA/FLA leave. The County can, in allowable circumstances, require: a medical certification of a serious health condition; 2nd and 3rd opinions; recertification on a periodic basis; a statement of employee status and intention to return to work and a return to work certification. Failure to comply with notice or certification requirements can result in the delay or denial of FMLA/FLA leave or the return to work. It is incumbent on the County to designate qualifying leave as FMLA/FLA leave and notify the employee of the designation and any obligations on the part of the employee to obtain and maintain his/her rights under the FMLA or FLA. It is prohibited to take adverse action against an employee because of the exercise of FMLA/FLA rights.

above is merely an overview of the various provisions of these laws. Employees who need more detailed information on their rights and obligations under these statutes should contact Human Resources.

during their regularly scheduled working hours. The County encourages employees to fulfill their civic obligations and responsibilities with respect to Jury Duty. Only in exceptional cases will the County request that an employee be excused.
2. When an employee is subpoenaed to appear as a witness during work time
before a Court, Legislative Committee, or a Judicial or Quasi-Judicial body, he/she shall be granted the necessary time off without loss of regular pay unless the employee is a party or a witness for a party in which the County is the opposing party, or he/she is a party or a witness in a matter unrelated to his/her capacity as an employee of the County.
3. Employees must notify their immediate supervisor that they have been summoned for jury duty/court appearance upon notification. Evidence of such notification shall be submitted to the immediate supervisor.
4. An employee who is notified in advance by the Court that he/she need not be present in Court on any specific working day is required to report to work on that day as usual.
5. An employee who is released from a court located in Atlantic County at least two hours prior to the end of their shift, must return to work for the remainder of their shift.
6. Employees are required to remit to the County any money they have received for jury service from any other source.
7. Employees who serve on jury duty shall not be subjected to mandatory overtime.

days per incident at the time of a death in the employee's immediate family as hereafter defined: employee's spouse, child, stepchild, legal ward, grandchild, foster child, parent and stepparent, legal guardian, grandfather, grandmother, brother, sister, father-in-law, mother-in-law, and other relatives residing in the employee's household.

2. Bereavement Leave shall not be cumulative and any such leave credit remaining unused by an employee at the end of the calendar year or upon separation from County employment shall be canceled. The County reserves the right to require proof of the death.

XXIV EMERGENCY PAY

C. Leaves of Absence - When an employee is granted a leave of absence unrelated to any Family and Medical Leave Act, the coverage of that employee and his dependents will be terminated unless the employee reimburses the County in full for the monthly premiums as they become due during such leave of absence. Employees can then re-enroll with the County group upon returning from the leave of absence. In no event can this period of reimbursed coverage exceed 6 months. Any employee who goes to an unpaid status for 15 or more calendar days is liable for payment of the monthly premiums retroactive to the first day of unpaid status.
D. Part Time Employees. Those employees regularly scheduled for at least 20 hours of work per week shall be entitled to health benefits. Temporary and part time employees working less than 20 hours are not entitled to any health benefits.
E. Effective August 1, 2003, eligible employees and their families will be offered temporary extension of health coverage called continuation coverage under the COBRA provisions of the New Jersey State Health Benefits Program.
F. Disability Pool. The County will maintain its disability pool system subject to the following changes:
(1) The County's decision as to employee's eligibility to use the disability pool will not be arbitrarily or unreasonably denied.
(2) All disability claims shall be submitted to an independent doctor mutually agreed upon by both the union and the County for evaluation and approval.
(3) Employees are eligible to use the program while maintaining up to one year's worth of sick and vacation time.
(4) Employees who have previously utilized disability pool benefits may reapply for maximum pool benefits after full repayment of amounts previously used.
(5) The decision to either approve or not approve entry into the disability pool in the first instance shall be with the department head. The Union may appeal the department head's decision to the Director of Human Resources who shall render a decision within ten (10) calendar days following receipt of the appeal. The decision of the Director of Human Resources may be challenged through the grievance process of this agreement.
G. Workers' Compensation - If an employee of this unit is injured on duty during working hours, he/she will be entitled to Worker's Compensation benefits as set forth in NJSA 34:15.