5
A G R E E M E N T
BETWEEN
CAMDEN COUNTY LIBRARY COMMISSION
CAMDEN COUNTY, NEW JERSEY
and
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES
DISTRICT COUNCIL 71, LOCAL 1454, AFL-CIO
(Professional Unit)
January 1, 2005 through December 31, 2008
TABLE OF CONENTS
PREAMBLE ……………………………………………………………… 4
I RECOGNITION …………………………………………………… 5
II SENIORITY ……………………………………………………….. 9
III WORK SCHEDULES …………………………………………….. 10
IV OVERTIME ………………………………………………………. 11
V RATES OF PAY …………………………………………………. 12
VI LONGEVITY PAY ……………………………………………… 13
VII SICK LEAVE …………………………………………………… 14
VIII VACATION ……………………………………………………. 17
IX LEAVES OF ABSENCE ………………………………………. 19
X MILITARY LEAVE …………………………………………… 20
XI EDUCATIONAL LEAVE ……………………………………. 21
XII EMERGENCY OR SPECIAL LEAVE ………………………. 22
XIII JURY DUTY LEAVE ………………………………………... 23
XIV COURT APPEARANCE …………………………………….. 24
XV MEDICAL LEAVE ………………………………………….. 25
XVI FAMILY AND MEDICAL LEAVE ………………………… 26
XVII BEREAVEMENT LEAVE ………………………………….. 27
XVIII PERSONAL LEAVE ………………………………………... 28
XIX HOLIDAYS …………………………………………………. 29
XX RELIGIOUS HOLIDAYS …………………………………. 31
XXI EMERGENCY CLOSINGS ………………………………. 32
XXII INSURANCE ………………………………………………… 33
XXIII FRINGE BENEFITS ………………………………………… 46
XXIV WORK RULES ……………………………………………… 48
XXV SAFETY AND HEALTH …………………………………... 49
XXVI NON-DISCRIMINATION …………………………………. 50
XXVII GRIEVANCE PROCEDURES ……………………………. 51
XXVIII JOB POSTINGS …………………………………………... 54
XXIX MANTENANCE OF WORK OPERATIONS …………… 55
XXX MANAGEMENT RIGHTS ………………………………. 56
XXXI UNION-MANAGEMENT LIAIASON COMMITTEE …. 58
XXXII PROFESSIONAL CONFERENCES AND DUES ……… 59
XXXIII SEPARABILITY AND SAVINGS ……………………… 60
XXXIV FULLY-BARGAINED AGREEMENT ………………… 61
XXXV ASSOCIATION RIGHTS AND PRIVILEGES ……….. 62
XXXVI DUES DEDUCTIONS ………………………………... 63
XXXVII PERSONNEL FILES …………………………………. 65
XXXVIII REIMBURSEMENT FOR MILEAGE ………………. 66
XXXIX UNION LEAVE ……………………………………… 67
XL DURATION OF AGREEMENT ……………………. 68
APPENDIX A SALARIES …………………………………….. 69
EXHIBIT A, LETTER OF UNDERSTANDING #1 ……………… 70
PREAMBLE
This Agreement entered into this 12th day of April 2005, by and between the Camden County Library Commission, in the County of Camden, state of New Jersey, and the Camden County Library System Employees affiliated with the American Federation of State, County and Municipal Employees, District Council 71, Local 1454 AFL-CIO, hereinafter called the “Union” represents the complete and final understanding on all bargainable issues between the Commission and the Union. The term of this Agreement is
January 1, 2005 and December 31, 2008.
ARTICLE I
RECOGNITION
Section A. The Commission recognizes the Union as the exclusive bargaining representative for all professional, non-supervisory employees employed by the Commission including:
§ Library Associate
§ Librarian
§ Senior Librarian
§ Principal Librarian
§ Principal Librarian Plus
§ Community Service Worker
§ Senior Community Service Worker
§ Assistant Public Information Officer
§ Public Information Officer
§ Coordinator/Community Library Program
§ Assistant Administrator Cultural and Heritage Affairs
§ Systems Analyst
§ Network Administrator
Excluding managerial executives, supervisory employees within the meaning of the New Jersey Civil Service Statutes, N.J.S.A. 11:1-1m et seq., confidential employees, non-professional employees, Supervising Librarian and Associate Library Director.
Section B. Recognition hereunder shall not be interpreted as having the effect of abrogating in any way the rights of employees as established under Chapter 303, Laws of 1968, N.J.S.A. 34:13A-1 et seq. or the responsibilities of the Commission under applicable statutes, regulations and ordinances.
Section C. The term “employee” or “employees” as used in this Agreement shall refer only to the individuals employed in the classifications set forth in Article I Section A and shall include males and females.
Section D. The term “full-time employee” shall refer only to an employee who regularly and customarily is scheduled to work at least thirty-five (35) hours per week or more on a year-round basis.
Section E. The term “part-time employee” shall refer only to an employee who regularly and customarily is scheduled to work less than thirty-five (35) hours per week on a year-round and permanent basis.
Section F.
(1) A “temporary employee” shall refer only to an employee a) who is hired for a period of up to four (4) months and is so informed at the time of hire, or b) who is hired for the duration of a special project or group of assignments, or c) is hired to replace an employee who is on vacation or on any contractual leaves of absence provided herein.
(2) The four (4) month period may be extended at the option of the Commission to an additional four (4) months or for the entire length of a contractual leave and the said employee shall still be considered a temporary employee.
(3) Upon the return of the temporarily replaced employee, or the expiration of the temporary employment, the Commission may either terminate the temporary employee or retain the temporary employee in a unit classification as set forth in Article I Section A. In the event the said employee is retained, he/she shall be covered by the terms of this Agreement in the same manner as all newly hired regular full-time and regular part-time employees.
(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 covered by the terms and conditions of this Agreement during his/her period of casual employment.
Section H. A “provisional employee” shall refer only to an employee who is not otherwise permanently appointed or assigned to a job classification having yet to be certified or successfully qualify for the position under the terms, requirements and procedures of the New Jersey Department of Personnel.
Section I. A “permanent employee” shall refer only to an employee who has successfully passed an open competitive or promotional examination, has been appointed and has satisfactorily completed the probationary period set forth in this Agreement, or an employee in a non-competitive position who has satisfactorily completed the probationary period hereunder.
Section J. Agency Shop.
(1) The commission agrees to deduct the fair share fees from the earnings of those employees who elect not to become members of the Union and transmit the fee to the Union. Thirty (30) days after employment agency shop dues are to be deducted. Ninety (90) days after employment, they are eligible to join the Union and the full amount is to be deducted with notification.
(2) The deduction shall commence for each employee who elects not to become a member of the Union during the month following written notice from the Union of the amount of the fair share assessment. A copy of the written notice of the amount of the fair share assessment shall also be furnished to the New Jersey Public Employment Relations Commission.
(3) The fair share fee for services rendered by the Union shall be in an amount equal to the regular membership dues, initiation fees, and assessments of the Union, less the cost of benefits financed through the dues and available only to members of the Union, but in no event shall the fee exceed eighty-five (85%) of the regular membership dues, fees and assessments.
(4) The sum representing the fair share fee shall not reflect the cost of financial support of political causes of candidates, except to the extent that it is necessary for the Union to engage in lobbying activity designed to foster its policy goals in collective negotiations and contract administration and to secure the employees it represents advances in wages, hours, and other conditions of employment which ordinarily cannot be secured through collective negotiations with the Commission or the County of Camden Government.
(5) The Union shall establish and maintain a procedure whereby any individual paying the agency fee can challenge the assessment as computed by the Union. This appeal procedure shall in no way involve the Commission or any other agency of the County of Camden Government or require the Commission or any such agency to take any action other than to hold the fee in escrow pending resolution of the appeal.
(6) The Union hereby indemnifies, agrees to defend, and saves harmless the Commission and any and all other agencies of the County of Camden Government 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 Commission or any such agency in reliance upon salary deduction authorization cards or the fair share assessment information as furnished by the Union to the Commission or any such agency, or in reliance upon the official notification on the letterhead of the Union and signed by the president of the Union, advising of such changed deduction.
Section K. Director. The term “Director” shall refer to the
individual who, at any time during the term of this Agreement, is appointed by the Commission as the Director of the County Library.
(1) lump sum at retirement – One half (1/2) of a maximum of twenty-six (26) weeks of accumulated sick leave at retirement (maximum 455 hours for full-time employees, prorated for part-time employees).
(2) payment toward the employee’s health benefits costs after retirement – One half (1/2) of a maximum of twenty-six (26) weeks of accumulated sick leave at retirement (maximum 455 hours for full-time employees, prorated for part-time employees). In case of the death of the retiree, any unexpended payment toward the retiree’s health benefits shall be calculated and paid to the estate.
(3) Prorated and added to the employee’s salary and disbursed in the employee’s twenty-six (26) bi-weekly paychecks during the last year of employment – Three quarters (3/4) of a maximum of twenty-six (26) weeks of accumulated sick leave at retirement (maximum 683 hours for full-time employees, prorated for part-time employees). One year’s notification is required for this option.
(4) Prorated leave taken over the course of the last year of employment – Three quarters (3/4) of a maximum of twenty-six (26) weeks of accumulated sick leave at retirement (maximum 683 hours for full-time employees, prorated for part-time employees). Scheduling of the leave shall be distributed throughout the year at the mutual agreement of the employee and the supervisor. One year’s notification is required for this option.
(5) Divided into three equal payments to be disbursed in the three years following retirement – One-half (1/2) of accumulated sick leave. In case of the death of the retiree, any unexpended payment toward the retiree’s health benefits shall be calculated and paid to the estate.
ARTICLE VIII
VACATIONS
Section A. Employees shall be entitled to vacation on the following basis:
YEARS OF SERVICE NUMBER OF DAYS
0-5 years of service 20 days per year
6-10 years of service 22 days per year
over 10 years of service 24 days per year
Section B. During the fifth (5th) and tenth (10th) year of employment, employees having an employment date falling between January 1 and June 30 will receive one (1) extra vacation day for that year only.
Section C. Periods of a leave of absence, without pay shall be deducted from an employee’s total continuous service for purposes of determining the earned service credit for vacation time.
Section D. Permanent and provisional part-time employees shall receive vacation credits on a prorated basis.
Section E. If within any calendar year the vacation or any part thereof cannot be taken by an employee because of the manpower needs of the Library, such vacation or any part thereof not taken may accumulate and shall be granted during the next succeeding calendar year only.
Section F. Employees terminating employment will be paid for any unused, earned vacation credits. If any employee has used vacation credit in advance of earning them at the time of termination, the employee will be required to reimburse the Library for the advance vacation credit used.
Section G. Upon the death of an employee, any earned vacation time not used shall be calculated and paid to the estate.
Section H. A vacation schedule will be posted each June 1 in the Department or Branch. Changes after this date may be made with the supervisor’s approval and notification to the Director of the Library.
Section I. In case of conflict, first choice of any given time will be on the basis of (1) Library service and programs, (2) employee’s seniority, and (3) prior approval.
Section J. Vacation entitlement, as set forth above, may be taken by an employee in half-hour units or greater, in any amount not to exceed the employee’s total vacation entitlement. Should an employee opt to exercise his or her vacation time in half-hours, the employee must make a request to do so to his or her supervisor, and secure his or her immediate supervisor’s approval prior to scheduling such vacation.
Section K. If an employee becomes ill or there is a death of a family member covered under Article XVII, Bereavement Leave, the employee shall inform the employer and the vacation time shall be changed to reflect sick leave or bereavement.
ARTICLE IX
LEAVES OF ABSENCE
Section A. Leave of absence shall be defined as an authorized absence from work with or without pay which is not chargeable to sick leave, vacation leave, sick leave injury, or accumulated compensatory time.
Section B. Permanent employees may request a leave of absence without pay for good cause not to exceed six (6) months.
Section C. All requests for leave of absence without pay must be approved by the Director of the Library.
Section D. If extended leave is required, an additional six (6) months may be considered at the request of the Director of the Library for approval by Civil Service, as aforesaid.
Section E. Employees may return to work prior to the expiration of their approved leave of absence upon making appropriate arrangements with the Director of the Library at least fifteen (15) days prior to their anticipated return, in the case of leaves of three (3) months or less, and at least thirty (30) days prior to their return in the case of leaves of more than three (3) months.
ARTICLE X
MILITARY LEAVE
Section A. Military leave will be granted in accordance with New Jersey State Statutes and Rules and Regulations.
ARTICLE XI
EDUCATIONAL LEAVE
Section A. Permanent full-time employees may request reimbursement for tuition of job related, pre-approved courses designed to improve job skills for which the employee has received a satisfactory grade (C or above). Tuition shall be reimbursed upon completion of the course.
Section B. Full-time employees may choose between one half day off per week for the duration of the course or the tuition reimbursement.
Section C. An employee is not entitled to be reimbursed when tuition is being paid from another source such as a scholarship.
Section D. The maximum reimbursement per employee per year shall not exceed the per credit hour cost at the State University of Rutgers for two courses.
ARTICLE XII
EMERGENCY OR SPECIAL LEAVE
Section A. Permanent employees shall be given time off without loss of pay when they are required to perform emergency civilian duty in relation to national defense or other emergency declared by the Governor of New Jersey or President of the United States.
ARTICLE XIII
JURY DUTY LEAVE
Section A. Any employee called to jury duty as certified by the Clerk of the Court shall be granted time off without loss of pay, subject to the following conditions:
(1) The employee must notify his/her supervisor immediately upon receipt of a summons for jury services;
(2) The employee has not voluntarily sought jury service; and
(3) The employee submits adequate proof of the time served on jury duty.
Section B. If, on any given day, an employee is attending jury duty, and he or she is released by the Court prior to 11:00 a.m., that employee shall be required to return to work by 12:00 noon that day in order to receive pay for that day.
ARTICLE XIV
COURT APPEARANCE
Section A. Any employee subpoenaed to appear as a witness before a court, legislative committee or quasi-judicial body for actions and/or conduct arising out of his/her employment with the Library will be excused for the time of the appearance without loss of pay, as long as such appearance is not a consequence of conduct by the employee which violates Article XXIX of this Agreement (Maintenance of Work Operations).
ARTICLE XV
MEDICAL LEAVE
Section A. An employee who is temporarily either mentally or physically incapacitated to perform his or her duties or for any good reason as determined by the Director may be granted special leave of absence, without pay. Such leave shall be granted at the Director’s sole and exclusive discretion. Any employee seeking such special leave shall submit his or her request, in writing, stating the reason why, in his or her opinion, the request shall be granted, the date when he or she desires the leave to begin and the probable date of his or her return to duty. Before returning to work, the employee must present a note from the attending physician stating that she/he is fit to perform the job. Any temporary exception must be noted by the physician.
ARTICLE XVI
FAMILY AND MEDICAL LEAVE
Section A. Employees shall be granted leave in accordance with the New Jersey Family Leave Act and the Federal Family and Medical Leave Act of 1993 or their successor legislation.
ARTICLE XVII
BEREAVEMENT LEAVE
Section A. In the event of death of an employee’s spouse, child, parent, step-parent, brother, sister, brother-in-law, sister-in-law, mother-in-law, father-in-law, or grandchild, the employee shall be granted time off without loss of pay from the day of death up to and including the day of the funeral, but in no event to exceed five (5) working days, notwithstanding the occurrence of the funeral of said relative prior to the expiration of such five (5) working days.
Section B. In the event of death of an employee’s grandparent or relative residing in the employee’s household, the employee shall be granted time off without loss of pay from the day of death up to and including the day of the funeral, but in no event to exceed three (3) working days, notwithstanding the occurrence of the funeral of said relative prior to the expiration of such three (3) working days.
Section C. Employees should notify their supervisors as soon as possible when such leave is needed. Confirmation of death is required upon return from such leave.
ARTICLE XVIII
PERSONAL LEAVE
Section A. All full-time employees shall be entitled to three (3) personal leave days per year, after the first year of such full-time employment, for necessary, and important personal reasons.
Section B. Necessary important personal reasons shall include, but not be limited to: property settlement, religious holiday, christening, marriage in immediate family, or the accomplishment of personal business which can only be carried out on the day for which leave is sought.
Section C. Permanent part-time employees will be entitled to personal business days, prorated, for emergencies not covered by other provisions, with approval from the Director of the Library.
Section D. Personal leave shall not normally be taken in conjunction with vacation or sick leave or after a holiday, and must be taken in the year given. Personal business days are not cumulative.
Section E. Requests for personal leave must be submitted to the employee’s immediate supervisor for approval at least three (3) days in advance of the leave day(s) sought.
Section F. Recognizing that emergencies arise which do not allow for advance notification, an employee may request personal leave by notifying the administration office of the Library of the nature of the emergency. Such emergency shall be limited to those that either endanger life or health such as a failure in the heating system during winter months; make transportation to work impossible, such as a dead battery; or a family event of an important nature, such as a birth. Repair of household appliances, installation of furnishings and the like do not constitute an emergency, and must be arranged on the employee’s own time.
Section G. Personal leave time may be taken in half-hour units.
ARTICLE XIX
HOLIDAYS
Section A. The following holidays are recognized as paid holidays:
New Year’s Day Labor Day
Martin Luther King Day Columbus Day
Presidents’ Day General Election Day
Good Friday Veteran’s Day
Memorial Day Thanksgiving Day
July 4th Christmas Eve (1/2)
Christmas Day
The Library will be open on Good Friday. Employees are entitled to a floating holiday, to be used within six (6) weeks of Good Friday. Employees must notify the supervisor of their intended floating holiday date no later than two (2) weeks prior to the date.
Section B. All employees shall be entitled, as an additional holiday, to a day off for their birthday. Such holiday must be taken within seven (7) days of the employee’s actual birthday with the approval of the employee’s supervisor.
Section C. All employees shall be entitled to an additional one-half (1/2) holiday, at the employee’s option, approved in advance by the employee’s supervisor.
Section D. Those employees required to work on a holiday shall receive time and one-half for the hours worked on the holiday, in addition to pay for the day. The employee shall have the option of taking pay or compensatory time.
Section E. Holidays which fall on a Saturday shall be celebrated on the preceding Friday. Holidays which fall on a Sunday shall be celebrated on the following Monday. When a holiday falls on a Saturday, employees whose work week is Monday through Friday will receive Friday as the holiday. Those who are normally scheduled to work on a Saturday will receive Saturday as the holiday. When the holiday falls on a Sunday, employees whose work week is Monday through Friday will receive Monday as the holiday. Those who are normally scheduled to work on Sunday will receive Sunday (7 hours) as the holiday. It is specifically understood that there shall be only one day of celebration in the event that holidays are celebrated on a day other than the actual date of said holiday, and no additional pay shall be received because of the adjustment on the date of celebration.
Section F. Any employee absent on the day before or the day after a holiday, due to illness, must present a doctor’s note in order to be paid for that day.
Section G. Should an official holiday occur while an employee is on paid sick leave or vacation, the employee shall not have the holiday charged against sick leave or vacation.
ARTICLE XX
RELIGIOUS HOLIDAYS
Section A. Employees may use personal days, vacation days, or compensatory time for the observance of established religious holidays, other than those listed as paid holidays.
Section B. In the event that personal days, vacation days, and compensatory time have been exhausted, absence for religious observance will be charged to the employee as leave without pay.
ARTICLE XXI
EMERGENCY CLOSINGS
Section A. All employees will be expected to report as scheduled unless notified that the Library will be closed, in which case the employees will receive their regular pay, if they were scheduled to work.
Section B. If an employee cannot report to work because of severe weather conditions, or other emergency, the time lost from work will be charged against accumulated vacation time or personal days.
Section C. In the event that no time is accumulated, the time lost from work will be charged as time off without pay.
Section D. If an employee is unable to report for work, the employee must call in to report the absence to the supervisor as soon as possible on the work day.
Section E. If an emergency closing falls on an employee’s vacation or prearranged personal business day, the time will still be charged to arranged leave. If the library closes for part of a day because of inclement weather or other emergency, sick time or emergency personal leave will be charged only for the time the library was open.
Section F. The Commission reserves the absolute right, and sole discretion, to determine whether its facilities, or any individual facility or branch, shall be closed by reason of emergency.
ARTICLE XXII
INSURANCE
Section A. Effective the signing of this Agreement, all employees will have the choice of enrolling in the Preferred Providers program (PPO) pursuant to the plan description in effect January 1, 2000, or any of the HMOs. The traditional self-insured indemnity plan will not be an option. The county agreed that in the event that a dependent or a retiree resides in a location that is not covered by the network, the County will enroll that dependent or retiree in the traditional self-insured indemnity plan. A location that is not covered by the network is defined for the purposes of this clause as one that is twenty (20) or more miles away from a network physician and/or hospital.
1. Effective as of the signing of the agreement, employees shall pay in accordance with the following prescription co-pay schedule:
Employee Salary Under $30,000 –
Retail Co-pay Mail Order Co-pay
Brand Name 7% Brand Name 8%
Generic 7% Generic 8%
Minimum Co-pay $2 Minimum Co-pay $5
Maximum / 2% of weekly Maximum / 2% of weekly Prescription Co-pay base rate Prescription Co-pay base rate
Annual Maximum – 1.5% of average annual salary
Maintenance Prescription Co-pay (Retail co-pay after 3 consecutive months if mail order program not used) – 20%
Employee Salary $30,000 up to $50,000 –
Retail Co-pay Mail Order Co-pay
Brand Name 10% Brand Name 12%
Generic 10% Generic 12%
Minimum Co-pay $3 Minimum Co-pay $6
Maximum / 2% of weekly Maximum / 2% of weekly
Prescription Co-pay base rate Prescription Co-pay base rate
Annual Maximum – 1.75% of average annual salary
Maintenance Prescription Co-pay (Retail co-pay after 3 consecutive months if mail order program not used) – 25%
Employee Salary $50,000 up to $70,000 –
Retail Co-pay Mail Order Co-pay
Brand Name 15% Brand Name 20%
Generic 15% Generic 20%
Minimum Co-pay $5 Minimum Co-pay $8
Maximum / 2% of weekly Maximum / 2% of weekly
Prescription Co-pay base rate Prescription Co-pay base rate
Annual Maximum – 2% of average annual salary
Maintenance Prescription Co-pay (Retail co-pay after 3 consecutive months if mail order program not used) – 30%
Employee Salary over $70,000 –
Retail Co-pay Mail Order Co-pay
Brand Name 20% Brand Name 25%
Generic 20% Generic 25%
Minimum Co-pay $8 Minimum Co-pay $12
Maximum / 4% of weekly Maximum / 4% of weekly
Prescription Co-pay base rate Prescription Co-pay base rate
Annual Maximum – 2.25% of average annual salary
Maintenance Prescription Co-pay (Retail co-pay after 3 consecutive months if mail order program not used) – 40%
For the purposes of the above schedules, the weekly base rates and annual salaries shall be calculated once per year. Average weekly base rate and average annual salary shall be separately calculated for each of the salary categories using the weekly base rates and annual base salaries for all benefit eligible employees in each separate category at the time of the calculation.
The percentage co-pays set forth above are based on the retail and/or mail order cost to the County for the prescription purchased. Only one co-pay shall be charged for a mail order prescription for up to a ninety (90) day supply.
After the retail purchase of three (3) consecutive months of a maintenance prescription drug, the prescription co-pay for such maintenance drug thereafter shall be in accordance with the maintenance prescription co-pay shown in the above schedules, with no maximum, if not ordered through the available mail-in procedures. However, if the prescription drug cannot be prescribed for ninety (90) days or cannot be mailed then the employee shall pay only the appropriate co-pay (generic or name brand as set forth above). The decision of the County to require a maintenance prescription drug co-pay shall be appealable through the grievance procedure.
Section C. During the term of this Agreement, there shall be no change in the Group Hospital Medical Plan presently maintained and paid for by the Commission on behalf of the employees, except in the case of a new plan that is the equivalent or better.
Section D. All new employees are to be advised of the Hospital Plan at the time of hire.
Section E. Eligible employees covered by this agreement may choose, in writing, to participate in the “Optional Health Benefits Program.” Participation in this program is totally voluntary and is intended for those eligible employees who are covered by health insurance coverage through a working spouse who is not also employed by the County or who decides not to maintain the County’s health coverage. Employees who hold elective office and are receiving health insurance benefits as a result of their elected office and employees who are receiving health insurance benefits as a result of their retirement from another public entity in New Jersey are not eligible for opt out.
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 County 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 full year, the County shall be entitled, through payroll deductions, 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.
3. No health and/or prescription opt out is permitted for spouses or dependents if both are on the County/Library payroll and would otherwise be eligible for benefits. However, such employees who are currently receiving opt out will be permitted to continue to receive an opt out payment until the first pay period of 2009, in declining percentage amounts over the term of this contract as follows. As of the first pay period of 2005, these employees will receive 80% of the amount they otherwise would have been paid as set forth in (a) below. Effective the first pay period of 2006, they will receive 60% of the opt out amount they would otherwise have received. Effective the first pay period of 2007, they will receive 40% of the opt out amount they would otherwise have received. Effective the first pay period of 2008, the amount will be reduced to 20%. Effective the first pay period of 2009 and thereafter, opt out payments will cease in entirety. This schedule for the reduction and elimination of opt out payments for such employees will be applicable to both active employees and those who retire during the term of this Agreement.
a. All employees who are entitled to receive opt out and are not subject to the phase out set forth above and who elect to participate shall be paid the following amounts on a monthly basis.
Opt Out
Change in Coverage Opt Out Amount Paid
From Family to No Coverage $415.83
From Parent/Child to No Coverage 242.13
From Husband/Wife to No Coverage 307.94
From Single to No Coverage 143.16
From Family to Parent/Child Coverage 173.70
From Family to Husband/Wife Coverage 107.89
From Family to Single Coverage 272.68
From Parent/Child to Single Coverage 98.98
From Husband/Wife to Single Coverage 164.79
Prescription Benefits
From Family to No Coverage $174.33
From Husband/Wife to No Coverage 174.33
From Parent/Child to No Coverage 102.63
From Single to No Coverage 60.29
From Family to Parent/Child Coverage 71.71
From Family to Single Coverage 114.04
From Parent/Child to Single Coverage 42.34
4. The incentive payments provided shall be paid monthly and appropriate deductions shall be made from the gross incentive amount.
5. The optional health benefits program shall be available to all new eligible employees effective 1st of the month following their first 60 days of employment and shall be available to all eligible current and prospective retirees under the same terms and conditions applicable to active employees.
6. The incentive shall begin to be paid to the eligible employee no later than one month after the effective date of the option.
Section F. Effective upon the signing of this agreement, the county shall provide as a covered benefit:
(1) mammogram once yearly for all female employees and/or dependents over age forty (40), or more frequently, at an earlier age, if a physician so prescribes; and
(2) pap smears of the type prescribed by the employee’s or dependent’s physician at least once annually; and
(1) All employees shall be covered by the Public Employment Retirement System in accordance with New Jersey Statutes.
(2) Employee pension contributions and the payment of loans to the pension program will be deducted in equal payments from the first two (2) salary payments to an employee in each month.
Section E. Computer Glasses: Regardless of medical coverage, employees who work three and one-half (31/2) 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 authorization for the examination and the eyeglasses.
Annual Examination $60.00
Glasses (frames and lenses)
Single 60.00
Double 85.00
Section F. NJ Temporary Disability: Effective January 1, 1993, the County of Camden will join or otherwise implement the terms of the New Jersey Temporary Disability Program for all employees.
ARTICLE XXIV
WORK RULES
Section A. The Commission may establish reasonable and necessary rules of work and conduct for employees as to the conditions of employment not included in this Agreement. Such rules shall be equitably applied and enforced and posted on employees’ bulletin boards no later than ten (10) days prior to their effective date. The location of such employees’ bulletin boards are to be established by mutual agreement of the parties hereto.
Section B. Management shall inform the Union of any changes in working conditions that affect any employee under the bargaining unit concurrently with notice to the employee.
ARTICLE XXV
SAFETY AND HEALTH
Section A. The Commission shall, at all times, maintain safe and healthful working conditions, and tools or devices reasonable necessary in order to insure the safety and health of employees.
Section B. The Commission and the Union shall each designate a Safety Committee member. It shall be their joint responsibility to investigate and correct unsafe and unhealthful conditions. They shall meet periodically, as necessary to review conditions in general and to make recommendations to either/or both parties. The Safety Committee member representing the Union shall be permitted reasonable opportunity to visit work locations throughout the Commission facilities, where employees, covered by this Agreement, perform their duties, for the purpose of investigating safety and health conditions, during working hours, with no loss of pay, for periods not to exceed three (3) hours per week for any given week.
Section C. The Safety Committee member, who represents the Union, will notify the Director prior to making such inspections.
ARTICLE XXVI
NON-DISCRIMINATION
Section A. The Commission and the Union agree that there shall be no discrimination or favoritism against any employee because of race, creed, color, age, religion, marital status, sex, sexual preference, national origin or political affiliation.
Section B. The Commission and the Union agree that all employees covered under this Agreement have the right without fear of penalty or reprisal to form, join, and assist any employee organization or to refrain from any such activity. There shall be no discrimination by the Commission or the Union against any employee because of the employee’s membership or non-membership or activity or non-activity in the Union.
ARTICLE XXVII
GRIEVANCE PROCEDURES
Section A. The purpose of this procedure is to secure, at the lowest possible level, an equitable solution to the problems which may arise affecting the terms and conditions of employment under this Agreement.
Section B. Nothing herein shall be construed as limiting the right of any employee having a grievance to discuss the matter informally with any appropriate employee or designated representative of the Commission.
Section C.
(1) The term “grievance” as used herein means an appeal by an individual employee or the Union on behalf of an individual employee or group of employees, from the interpretation, application or violation of policies, agreements, and administrative decisions affecting them.
(2) With respect to employee grievances, no grievance may proceed beyond Step 3 herein unless it constitutes a controversy arising over the interpretation, application or alleged violation of the terms and conditions of this Agreement. Disputes concerning terms and conditions of employment controlled by Federal or State statute or Federal or State administrative regulation, incorporated by reference in this Agreement, either expressly or by operation of law, shall not be processed beyond step 3 herein.
(3) A working day is defined as Monday through Friday.
Section D. The following constitutes the sole and exclusive method of resolving grievances between the parties covered by this Agreement, and shall be followed in its entirety unless any Step is waived by mutual consent:
Step 1: The aggrieved or the Union shall present a grievance under the provisions hereof in writing within five (5) working days after the event giving rise to the grievance has occurred, or within five (5) working days of when the aggrieved or the Union should have, with reasonable diligence, known of its occurrence. An earnest effort shall be made to settle the difference between the aggrieved employee and the immediate supervisor for the purpose of resolving the matter informally. Failure on the part of the grievant to act within said five (5) days shall be deemed to constitute an abandonment of the grievance. The immediate supervisor shall respond to the grievance in writing within five (5) working days after the date of the initial presentation of the grievance by the employee.
Step 2: If no agreement can be reached under Step 1 within five (5) working days of the initial discussion with the immediate supervisor, the employee or the Union may present the grievance in writing within five (5) working days thereafter to the Director of the Library. The written grievance at this Step shall contain the relevant facts and a summary of the preceding discussion under Step 1, the applicable Section of this Agreement alleged to be violated, and the remedy requested by the grievant. The Director will answer the grievance in writing within five (5) working days of his or her receipt of the written grievance.
Step 3: If the grievant or the Union wishes to appeal the decision of the Director of the Library, such appeal shall be presented in writing within five (5) working days after the grievant or Union receives the said decision to the Library Commission. The written grievance at this Step 3 shall contain the relevant facts and a summary of the preceding decision of the Director of the Library, the applicable section of this Agreement allegedly violated, and the remedy requested by the grievant. If the grievant or the Union desires a hearing before the Commission, such a request must also be made in writing at the time the grievance is submitted for Step 3 consideration. The Commission shall hold a hearing within thirty (30) days of the request for hearing.
The Commission will answer the grievance in writing within five (5) working days after such hearing. If the grievant or the Union elects not to present the grievance to hearing, the Commission will answer the grievance within five (5) working days after its next regularly scheduled meeting, or within thirty (30) calendar days.
Step 4: If grievance remains unsettled, the Union Representative may within fifteen (15) days after the reply of the Commission is due, by written notice to the chairman of the Commission, request mediation by the Camden County Labor Relations Committee.
Step 5: If the grievance is not settled through Steps 1, 2 and 3, either party shall have the right to submit the dispute to arbitration pursuant to the Rules and Regulations of the Public Employment Relations Commission. The costs for the services of the Arbitrator shall be borne equally by the Commission and the Union. Any other expenses, including but not limited to the presentation of witnesses, shall be paid by the parties incurring same.
Section E.
(1) The parties direct the Arbitrator to decide, as a preliminary question, whether he or she has jurisdiction to hear and decide the matter in dispute.
(1) To engage in the executive management and administrative control of the Camden County Library (called “The Library”) and its properties, facilities and the activities of its employees by utilizing personnel, methods and the 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 the Commission to make, maintain and amend such reasonable rules and regulations as 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 lay off 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 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.
ARTICLE XXXI
UNION-MANAGEMENT LIAISON COMMITTEE
Section A. The Commission and the Union agree to establish a “Union-Management Liaison Committee”.
Section B. The Union shall be entitled to assign no more than two (2) Union members to the Committee.
Section C. the Committee will meet at mutually agreed upon times, but not less than quarterly.
Section D. At least three (3) work days prior to the scheduled meeting, the Union members of the Committee shall submit an agenda to the members of the Committee designated by the Commission outlining the issues to be discussed.
Section E. It is understood that any discussion and/or recommendation of the Committee is non-binding on any party or individual, and is solely advisory.
ARTICLE XXXII
PROFESSIONAL CONFERENCES AND DUES
Section A. Professional employees, as defined in Article I, may be granted time off, at the sole discretion of the Director of the Library, to attend professional meetings.
Section B. To the extent that the budget allows, at the sole determination of the Director of the Library, all or part of the expenses for said professional conference will be paid by the Commission.
Section C. Such attendance at professional conferences will be on a rotational basis.
Section D. All employees interested will be granted time off without loss of pay to attend some part of the annual conference of the New Jersey Library Association. One day’s registration will be paid for an active NJLA member provided the supervisor has approved the absence.
Section E. Attendance at other professional meetings will be granted as the schedule permits, at the sole discretion of the Director of the Library.
Section F. Employees holding office or committee assignments in professional organizations will be given priority where conflicts in schedules arise.
Section G. Budget permitting, registration fees will be reimbursed at the membership rate.
Section H. All employees will be eligible for reimbursement of professional dues equivalent to the base dues for annual membership in the New Jersey Library Association. Reimbursement for a professional organization other than NJLA must be approved by the Director.
ARTICLE XXXIII
SEPARABILITY AND SAVINGS
Section A. Each and every clause of this Agreement shall be deemed separable from each and every other clause of this Agreement to the extent that in the event any clause or clauses shall be finally determined to be in violation of any law, then in such event, such clause, or clauses, only to the extent that any may be so in violation shall be deemed of no force and effect and unenforceable without impairing the validity and enforceability of the rest of the Agreement, including any and all provisions on the remainder of any clause, sentence, or paragraph in which offending language may appear.
ARTICLE XXXIV
FULLY-BARGAINED AGREEMENT
Section A. This Agreement represents and incorporates the complete and final understanding and settlement by the parties of all bargainable issues which were or could have been the subject of negotiations. During the term of this Agreement, neither party will be required to negotiate with respect to any such matter, whether or not covered by this Agreement, and whether or not within the knowledge or contemplation of either of both parties at the time they negotiated or signed this Agreement.
ARTICLE XXXV
ASSOCIATION RIGHTS AND PRIVILEGES
Section A. Upon notice to and authorization of the Director of the Library, or other person designated by the Commission, representatives of the Union will be permitted to visit with employees during working hours at their work stations for the purpose of discussing union representation matters. Such notice shall be made by the Union’s representatives prior to the visit. Requests shall not be unreasonably denied as long as said requests do not interfere with the normal business operation of the Library. Requests shall be denied summarily upon the failure of the Union’s representatives to provide the foregoing notice or upon the failure of the Union’s representatives to secure the required authorization of the Administrative Office.
Section B. Upon prior notice to and authorization of the Director of the Library or other person designated by the Commission, employee representatives shall be permitted to visit with employees during working hours at their work stations for the purpose of discussing union representation matters. Requests shall not be unreasonably denied so long as said requests do not interfere with the normal business operation of the Library.
Section C. Upon notice to and authorization of the Director of the Library or other person designated by the Commission, representatives of the Union and employees may conduct union membership meetings on the premises of the Library during the regular business hours of the Library.
Section D. Upon prior notice to and authorization of the Director of the Library or other person designated by the Commission, and upon written authorization from the employee concerned, Union representatives shall have access to the personnel file of the employees for whom authorization have been obtained. Any such requests shall not be unreasonably denied so long as said requests do not interfere with the normal business operation of the Library. Review of personnel folders will occur in the presence of a person authorized by the Commission to observe such review.
Section E. At mutually agreeable times, representatives of the Union who are not employees of the Library as well as employee representatives shall be permitted to meet with persons designated by the Commission for the purpose of resolving grievances, participating in collective negotiations, and for the purpose of discussing other items of mutual concern.
ARTICLE XXXVI
DUES DEDUCTIONS
Section A. The Commission agrees to deduct or to cause to be deducted from the salaries of its employees, subject to this Agreement, dues for the Union. Such deductions shall be made in compliance with N.J.S.A. (R.S.) 52:14-15.9 (e), as amended.
Section B. A check-off shall commence for each employee who signs an authorization card, supplied by the Union and verified by the Director of the Library during the month following the filing of such card with the Director of the Library.
Section C. If during the term of this Agreement there shall be any change in the rate of membership dues, the Union shall furnish the Commission written notice thirty (30) days prior to the effective date of such change and shall furnish to the Director of the Library either new authorizations from its members showing the authorized deduction for each employee, or an official notification on the letterhead of the Union and signed by the President of the Union advising of such changed deduction.
Section D. The Union will provide the necessary “check-off” authorization form and the Union will secure the signatures of its members on the forms and deliver the signed forms to the Director of the Library.
Section E. Any such written authorization may be withdrawn at any time by the filing of notice of such withdrawal with the Director of the Library. The filing of notice withdrawal shall be effective to halt deductions in accordance with N.J.S.A. 52:14-15.9(e), as amended.
Section F. The Commission agrees to deduct the fair share fee from the earnings of those employees who elect not to become members of the Union and transmit the fee to the Union.
Section G. The deductions shall commence for each employee who elects not to become a member of the Union during the month following written notice from the Union of the amount of the fair share assessment. A copy of the written notice of the amount of the fair share assessment shall be furnished to the New Jersey Public Employment Relations Commission by the Union.
Section H. The sum representing the fair share fee shall not reflect the costs of financial support of political causes of candidates, except to the extent that it is necessary for the Union to engage in lobbying activity designed to foster its policy goals in collective negotiations and contract administration and to secure the employees it represents advances in wages, hours, and other conditions of employment which ordinarily cannot be secured through collective negotiations with the Commission or the Government of Camden County.
Section I. The Union shall establish and maintain a procedure whereby any individual paying the agency fee can challenge the assessment as computed by the Union. This appeal procedure shall in no way involve the Commission or the Government of Camden County or require either the Commission or the Government of Camden County to take any action other than to hold the fee in escrow pending resolution of the appeal.
Section J. The Union shall indemnify, defend and save the Commission, its agents, servants, employees and members, and the Government of the County of Camden 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 Commission in reliance upon salary deduction authorization cards as furnished by the Union to the Commission, or in reliance upon the official notification on the letterhead of the Union and signed by the President of the Union, advising of such changed deduction.
ARTICLE XXXVII
PERSONNEL FILES
Section A. Adequate personnel records shall be maintained for each employee of the Commission.
Section B. These records shall include the following: dates of appointments and promotions; job titles; salaries; commendations; performance evaluations; disciplinary actions; amounts of leave accrued and used; and a record of the employee’s training and other related matters.
Section C. Personnel files are considered to be of a confidential nature and are available only to the employee and supervising personnel on a need-to-know basis.
Section D. Employees are entitled to review the contents of their personnel file, but not that of other employees.
Section E. Employees shall be entitled to see their personnel files at any reasonable time during regular business hours, so long as such review does not interfere with the normal operations of the Library.
Section F. Employees wishing to see their personnel files shall call the administrative office for an appointment in advance. Any such review of personnel files by the employee will be done in the presence of the Director of the Library or a person designated by the Director of the Library.
Section G. Employees will not be permitted to take personnel files outside of the human resources office or to remove documents from these files.
Section H. Employees shall be entitled to see any disciplinary or negative reports to be placed in their personnel files prior to such placement. Employees shall be entitled to receive copies of all such reports.
ARTICLE XXXVIII
REIMBURSEMENT FOR MILEAGE
Section A. The Commission will reimburse employees who request and receive authorization from the Director of the Library or a person designated by the Director of the Library to use private vehicles for the discharge of official library business.
Section B. Reimbursement will be at the rate of thirty seven and a half cents ($.375) per mile effective the date the MOA is signed.
Section C. Vouchers for reimbursement must be approved by the supervisor of said employee before being submitted to the accountant for payment.
Section D. Paid parking and toll charges are not included in the mileage rate. Tolls and parking will be reimbursed. However, receipts may be required.
Section E. When an employee travels to a meeting, workshop, conference, etc., and leaves or returns directly home without first going to the work site, the miles in excess of those normally consumed by traveling to and from work will be reimbursable.
ARTICLE XXXIX
UNION LEAVE
A total of six (6) days of union leave shall be available to members of the unit. If a program is educational, the hours of leave may be charged to developmental leave, at the discretion of the Director.
ARTICLE XL
DURATION OF AGREEMENT
Section A. This Agreement shall be in full force and effect as of January 1, 2005 and shall remain in effect to and including December 31, 2008, without any reopening date. This Agreement shall continue in full force and effect from year to year thereafter, until one party or the other gives notice in writing, no sooner than one hundred twenty (120) days nor later than ninety (90) days prior to the expiration of this agreement of a desire to change, modify or terminate this agreement.
IN WITNESS WHEREOF, the parties have hereunto set their hands and seals at the Camden County Library, Camden County, New Jersey, on this day of 2005.
LOCAL 1454, CAMDEN COUNTY LIBRARY
COMMISSION
AFSCME COUNCIL 71
____________________________ BY: ______________________________
NAN ROSENTHAL ALBERT T. MAGLIANO
President President
______________________________
JOHN HEMMY
Business Agent
DATE:
APPENDIX A
SALARIES
1. As of pay period one in 2005, the entire scale will be increased by 5%.
2. As of pay period one in 2006, the entire scale will increase by 5% and in pay period 14 every bargaining unit member will move up one step.
3. As of pay period one in 2007, the entire scale will be increased by 5%.
4. As of pay period one in 2008, the entire scale will increase by 5% and in pay period 14 every bargaining unit member will move up one step.
NAN RONSENTHAL ALBERT T. MAGLIANO
Chapter Chairperson
Dated: _________________________ Dated: __________________________
2005 Rates | As of pay period one, 2005 the entire scale will be increased by 5% | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) |
Grade | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 89101112131415 |
A | 17.8740 | 18.4103 | 18.9626 | 19.5315 | 20.1174 | 20.7209 | 21.3425 | 21.982822.642323.321624.021224.741925.4841$26.2486$27.0361 |
1 | 19.8600 | 20.4558 | 21.0695 | 21.7016 | 22.3526 | 23.0232 | 23.7139 | 24.425325.158125.912826.690227.490928.3156$29.1651$30.0401 |
2 | 20.8527 | 21.4783 | 22.1226 | 22.7863 | 23.4699 | 24.1740 | 24.8992 | 25.646226.415627.208028.024328.865029.7309$30.6229$31.5416 |
3 | 21.8959 | 22.5527 | 23.2293 | 23.9262 | 24.6440 | 25.3833 | 26.1448 | 26.929127.737028.569129.426230.309031.2183$32.1548$33.1195 |
4 | 22.9903 | 23.6800 | 24.3904 | 25.1221 | 25.8758 | 26.6520 | 27.4516 | 28.275129.123429.997130.897031.823932.7786$33.7620$34.7749 |
5 | 24.1400 | 24.8642 | 25.6102 | 26.3785 | 27.1698 | 27.9849 | 28.8245 | 29.689230.579931.497332.442233.415434.4179$35.4504$36.5140 |
6 | 25.3471 | 26.1075 | 26.8907 | 27.6975 | 28.5284 | 29.3842 | 30.2658 | 31.173732.109033.072234.064435.086336.1389$37.2231$38.3398 |
7 | 26.6145 | 27.4129 | 28.2353 | 29.0823 | 29.9548 | 30.8534 | 31.7791 | 32.732433.714434.725835.767636.840637.9458$39.0842$40.2568 |
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2006 Rates | As of pay period one in 2006 the entire scale will increase by 5% and in pay period 14 every bargaining unit member will move up one step. | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) |
Grade | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 89101112131415 |
A | 18.7677 | 19.3308 | 19.9107 | 20.5080 | 21.1233 | 21.7570 | 22.4097 | 23.082023.774424.487725.222325.979026.7583$27.5611$28.3879 |
1 | 20.8530 | 21.4786 | 22.1230 | 22.7867 | 23.4703 | 24.1744 | 24.8996 | 25.646626.416027.208528.024728.865529.7314$30.6234$31.5421 |
2 | 21.8953 | 22.5522 | 23.2287 | 23.9256 | 24.6434 | 25.3827 | 26.1442 | 26.928527.736328.568429.425530.308231.2175$32.1540$33.1186 |
3 | 22.9907 | 23.6804 | 24.3908 | 25.1225 | 25.8762 | 26.6525 | 27.4520 | 28.275629.123929.997630.897531.824432.7792$33.7625$34.7754 |
4 | 24.1398 | 24.8640 | 25.6099 | 26.3782 | 27.1695 | 27.9846 | 28.8242 | 29.688930.579631.496932.441933.415134.4176$35.4501$36.5136 |
5 | 25.3470 | 26.1074 | 26.8907 | 27.6974 | 28.5283 | 29.3842 | 30.2657 | 31.173632.108933.072134.064335.086236.1388$37.2230$38.3397 |
6 | 26.6145 | 27.4129 | 28.2353 | 29.0823 | 29.9548 | 30.8535 | 31.7791 | 32.732433.714434.725835.767636.840637.9459$39.0842$40.2568 |
7 | 27.9452 | 28.7835 | 29.6470 | 30.5365 | 31.4525 | 32.3961 | 33.3680 | 34.369035.400136.462137.556038.682739.8431$41.0384$42.2696 |
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A | Library Associate | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) |
1 | Librarian, Community Service Worker | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) |
2 | Senior Librarian, Assistant Public Information Officer | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) |
3 | Assistant Administrator Cultural & Heritage | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) |
4 | Senior Community Service Worker, Principal Librarian, Public Information Officer | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) |
5 | Principal Librarian Plus | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) |
6 | System Analyst | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) |
7 | Network Administrator I | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) |
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A* | With no prior library service, the first year's salary will be 5% less than the hiring rate of Library Associate. After completion | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) |
![](/icons/ecblank.gif) | of 12 consecutive months as a Library Associate, the pay rate will be adjusted to the appropriate step on the Library Associate pay grade scale. | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) |
![](/icons/ecblank.gif) | When the training period crosses the same time frame as the annual increase the rate of pay will reflect the same amount | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) |
![](/icons/ecblank.gif) | of increase as other AFSMCE positions. | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) |
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2007 Rates | As of pay period one, 2007 the entire scale will be increased by 5% | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) |
Grade | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 89101112131415 |
A | 19.7061 | 20.2973 | 20.9062 | 21.5334 | 22.1794 | 22.8448 | 23.5302 | 24.236124.963125.712026.483427.277928.0962$28.9391$29.8073 |
1 | 21.8957 | 22.5525 | 23.2291 | 23.9260 | 24.6438 | 25.3831 | 26.1446 | 26.928927.736828.568929.425930.308731.2180$32.1545$33.1192 |
2 | 22.9901 | 23.6798 | 24.3902 | 25.1219 | 25.8755 | 26.6518 | 27.4514 | 28.274929.123229.996830.896831.823732.7784$33.7617$34.7746 |
3 | 24.1402 | 24.8644 | 25.6103 | 26.3786 | 27.1700 | 27.9851 | 28.8246 | 29.689430.580131.497532.442433.415734.4181$35.4507$36.5142 |
4 | 25.3468 | 26.1072 | 26.8904 | 27.6971 | 28.5280 | 29.3839 | 30.2654 | 31.173332.108533.071834.064035.085936.1384$37.2226$38.3393 |
5 | 26.6144 | 27.4128 | 28.2352 | 29.0822 | 29.9547 | 30.8534 | 31.7790 | 32.732333.714334.725735.767536.840537.9457$39.0841$40.2566 |
6 | 27.9452 | 28.7835 | 29.6470 | 30.5365 | 31.4525 | 32.3961 | 33.3680 | 34.369135.400136.462137.556038.682739.8431$41.0384$42.2696 |
7 | 29.3424 | 30.2227 | 31.1294 | 32.0633 | 33.0252 | 34.0159 | 35.0364 | 36.087537.170138.285239.433840.616841.8353$43.0904$44.3831 |
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2008 Rates | As of pay period one in 2008 the entire scale will increase by 5% and in pay period 14 every bargaining unit member will move up one step. | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) |
Grade | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 89101112131415 |
A | 20.69144 | 21.3122 | 21.95155 | 22.6101 | 23.2884 | 23.98705 | 24.70666 | 25.4478626.211326.9976427.8075728.6417929.501048$30.3861$32.2092 |
1 | 22.9904 | 23.6802 | 24.3906 | 25.1223 | 25.8760 | 26.6522 | 27.4518 | 28.275429.123629.997330.897231.824232.7789$33.7623$35.7880 |
2 | 24.1396 | 24.8638 | 25.6097 | 26.3780 | 27.1693 | 27.9844 | 28.8239 | 29.688730.579331.496732.441633.414834.4173$35.4498$37.5768 |
3 | 25.3472 | 26.1076 | 26.8908 | 27.6976 | 28.5285 | 29.3843 | 30.2659 | 31.173932.109133.072334.064535.086436.1390$37.2232$39.4566 |
4 | 26.6141 | 27.4125 | 28.2349 | 29.0820 | 29.9544 | 30.8531 | 31.7786 | 32.732033.714034.725435.767136.840237.9454$39.0837$41.4288 |
5 | 27.9451 | 28.7834 | 29.6470 | 30.5364 | 31.4525 | 32.3960 | 33.3679 | 34.368935.400036.462037.555938.682539.8430$41.0383$43.5006 |
6 | 29.3424 | 30.2227 | 31.1294 | 32.0633 | 33.0252 | 34.0159 | 35.0364 | 36.087537.170138.285239.433840.616841.8353$43.0904$45.6758 |
7 | 30.8096 | 31.7338 | 32.6859 | 33.6664 | 34.6764 | 35.7167 | 36.7882 | 37.891939.028640.199541.405542.647643.9271$45.2449$47.9596 |
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A | Library Associate | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) |
1 | Librarian, Community Service Worker | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) |
2 | Senior Librarian, Assistant Public Information Officer | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) |
3 | Assistant Administrator Cultural & Heritage | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) |
4 | Senior Community Service Worker, Principal Librarian, Public Information Officer | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) |
5 | Principal Librarian Plus | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) |
6 | System Analyst | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) |
7 | Network Administrator I | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) |
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A* | With no prior library service, the first year's salary will be 5% less than the hiring rate of Library Associate. After completion | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) |
![](/icons/ecblank.gif) | of 12 consecutive months as a Library Associate, the pay rate will be adjusted to the appropriate step on the Library Associate pay grade scale. | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) |
![](/icons/ecblank.gif) | When the training period crosses the same time frame as the annual increase the rate of pay will reflect the same amount | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) |
![](/icons/ecblank.gif) | of increase as other AFSMCE positions. | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) | ![](/icons/ecblank.gif) |
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