January 1, 2015-December 31, 2018
























TABLE OF CONTENTS

Article 1 - Recognition 1

Article 2 - Maintenance of Standards 1

Article 3 - Incentive Systems 2

Article 4 - Union Representatives 2

Article 5 - Retirement and Terminal Leave-Incumbent Employees 2

Article 5 Part B - Retirement and Terminal Leave - New Hires 3

Article 6 - Extra Contract Agreements 4

Article 7 - Non-Discrimination 4

Article 8 - Leave of Absence 4

Article 9 - Management Rights 4

Article 10 - Disciplinary Action 5

Article 11 - Bereavement Leave 5

Article 12 - Military Leave 5

Article 13 - Bulletin Boards 6

Article 14 - Dues Check-Off Representation Fee 6

Article 15 - Hours and Overtime 8

Article 16 - Longevity 10

Article 17 - Holidays 11

Article 18 - Health and Safety 13

Article 19 - Seniority 14

Article 20 - Changes, Supplements or Alterations 15

Article 21 - Personal Days 15

Article 22 - No Strike Pledge 15

Article 23 - Non-Contractual Grievance Procedure 15

Article 24 - Contractual Grievance Procedure 16

Article 25 - Vacations - Incumbents 18

Article 25. Part B - Vacations, New Hires Between November 26, 1991 and
December 31, 1996 19

Article 25. Part C - Vacations, New Hires After December 31, 1996 20

Article 26 - Sick Leave 20

Article 27 - Promotional Announcements 22

Article 28 - Out-of-Title and Temporary Appointments 22

Article 29 - Insurance, Health and Welfare 22

Article 30 - Wages 24

Article 31 - Fully Bargained Provisions 25

Article 32 - Savings Clause 26

Article 33 - Transportation Expense Reimbursement 26

Article 34 - Public Safety Department Employees Working Rotating Shift Schedules 27

Article 35 - Parking Enforcement Division Employees...................................................................

Article 36 - Term And Renewal 32

WHEREAS, the parties have negotiated for the purpose of entering into a Collective Bargaining Agreement

NOW, THEREFORE, it is agreed as follows:

A. The City hereby recognizes Local 246 as the exclusive representative on behalf of the following non-management employees in the following departments in the City's employ in accordance with the designated jurisdiction of the said Union.
1. Department of Administration/Finance/Mayor's Office;
2. Department of Law (non-professional employees only);
3. Department of Public Safety (non-uniformed employees only);
4. Department of Health and Human Services (except Rodent Control);
5. Department of Housing, Economic Development, and Commerce;
6. Office of the City Clerk;
7. Office of the Tax Assessor.
B. Excluded from this unit shall be employees statutorily excluded by the New

C. It is agreed that employees who are transferred into departments or divisions for

A. All conditions of employment contained in this Agreement relating to wages,

B. When the parties mutually determine that a negotiation session shall be scheduled during the workday, authorized Union negotiating committee members, not to exceed four (4), shall be excused from their normal duties and shall suffer no loss in regular pay thereby.

C. Two (2) members of the Union shall be granted time off to attend State meetings and State Legislative Sessions where there are items on the agenda affecting public employees. Any employee attending such meeting or Legislative Session shall provide written proof of attendance upon his/her return to work.

D. Elected officers and Union delegates, not to exceed three (3), shall be granted time off to attend local meetings and caucuses and the League of Municipalities Convention, provided operation of the various Departments is not impeded by the granting of such request.

E. The President of the Union or his designee, although his primary obligation shall be to his job, shall be given reasonable time off from his normal duties to pursue Union business on behalf of members of the bargaining unit. The Union President shall first report to his Division or Department Director.

B. Members of the bargaining unit who retire on a currently paid, or deferred,
pension under the Employees' Retirement System of Jersey City (ERS) or the Public Employees' Retirement System (PERS), shall receive a mandatory lump sum cash payment in lieu of time off
for unused vacation time, unused sick time, and unused personal time, in accordance with the conditions set forth below.

1. Beginning on the date of execution of this Agreement, sick leave payment shall be calculated at eighty (80%) percent of all unused sick leave.

2. In the event an employee suffers a bona fide long term illness and has attained ten (10) years of service in the employ of the City prior to incurring such illness, he may apply to the review committee to restore up to thirty (30) days of sick leave used thereby, if the illness takes place within the two (2) years immediately prior to retirement. The Committee shall consist of one (1) representative of the Union and one (1) representative of the City. The Committee shall consider the length and merit of service in reaching a decision. If the committee members cannot agree, an arbitrator will be selected pursuant to the contractual grievance procedure set forth herein, and his decision shall be binding. Long-term "bona fide" illness shall mean only those illnesses or injuries that result in use of forty-five (45) consecutive sick days.

C. In the event an employee eligible for retirement dies prior to such retirement, terminal leave benefits as set forth above shall be paid to the estate of the employee, The phrase "eligible for retirement" means only those employees who have attained ten (10) or more years of credited service in either the ERS or PERS pension systems.

D. In the event of death, all unused sick time, for the year of death only shall be
prorated, inclusive through the month of death, and shall be paid to the estate for an employee not eligible for retirement

E. All vacation time not granted an employee shall be paid to the estate in the event
of his death, to include vacation time for the year of his death.

Retirement and Terminal Leave for new hires employed after November 26, 1991 shall be as provided in Article 5, Part A except Paragraph B.1 is amended to read as follows:

B.1 Sick leave payment shall be calculated at fifty (50%) percent of all unused sick

ARTICLE 6

B. Such leaves of absence may be renewed for good cause for an additional period not to exceed six (6) months upon the employee's written request, only by formal recommendation of the Division Head and approval of the appointing authority, in the sole exclusive discretion of the City.

A. The City hereby retains and reserves unto itself, without limitation, all powers,

B. The City shall have the exclusive right to install and introduce any new or improved production methods, working conditions or facilities to maintain efficient operations. The City retains its inherent right to direct and control its work force personnel, to determine the number of employees required and to designate the types of positions it deems necessary to function properly. Prior to the implementation thereof, the City shall discuss the proposed changes with the Union.

B. Except in the most aggravated situations, the City agrees not to suspend employees on the spot, and, under usual circumstances, agrees to give the Union one (1) day's notice prior to the suspension of an employee.

B. Immediate family, for purposes of this Article, shall be defined as follows; spouse, domestic partner, mother, father, son, daughter, stepchildren, sister, brother, grandparent, grandchild, sister-in- law, brother-in-law, mother-In-law, father-in-law, son-in-law, daughter-in- law.

C. An eligible employee shall also be entitled to one (1) day off for attendance at the funeral of an aunt, uncle, niece or nephew of himself or his spouse, or any relative residing in the employee's household, other than those relatives listed in paragraph B, above. Reasonable verification of the event shall be required

B. All members of the National Guard or Reserves will be granted time off with full pay to attend required drills. Such time off will be in addition to vacation, sick and administrative leave. The Business Administrator will, however, reschedule an employee's hours and days of work in order to enable the employee to attend drills and still fulfill all employment responsibilities without the need for additional time off.

C. In the event an employee is called to active duty, the employee shall receive the difference in pay between his military pay and his regular pay for up to 180 days. The City may, at its option, extend the 180-day limit.

B. Dues deduction shall be in compliance with the statutes and laws governing same. Remittance of dues monies deducted, together with records of any corrections, shall be submitted to the Union Treasurer by the fifteenth (15th) day of each month following the pay period in which the deductions were made.

C. If during the life of this Agreement there shall be any change in the rate of
membership dues, the Union shall furnish to the City as copy of the resolution adopted by the Executive Board for the said increase in dues prior to the effective date of such change.

D. The Union will provide a copy of the membership card for each of its members
and the same will be accepted as "check-off" authorization, the said cards to be signed by each member. The cards are to be delivered to the Payroll Supervisor. The Union shall indemnify, defend and save the City 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 City in reliance upon the salary deduction authorization cards submitted by the Union to the City.

F. Representation Fee.
1.. Purpose of Fee. If any eligible member of this bargaining unit does not

2... Amount of Fee.

b. Legal Maximum. In order to adequately offset the per capita cost
of services rendered by the Union as the majority representative, the representation fee should be equal in amount to the regular membership dues, initiation fees and assessments charged by the Union to its own members, and the representation fee has been set at eighty-five (85%) percent of that amount solely because that is the maximum presently allowed by law. If the law is changed in this regard, the amount of the representation fee automatically will be increased to the maximum allowed, said increase to become effective as of the beginning of the Union membership year immediately following the effective date of the change.

3. Deduction and Transmission of Fee.

(b) Payroll Deduction Schedule. The City will deduct the
representation fee in equal installments, as nearly as possible, from the direct deposits paid to each employee who chooses not to become a member of the Union during the remainder of the membership year in question. The deductions will begin with the first direct deposit made.

(c) Termination of Employment. If an employee who is required to
pay a representation fee terminates his or her employment with the City before the Union has received the full amount of the representation fee to which it is entitled under this Article, the City will deduct the unpaid portion of the fee from the last direct deposit made to said employee during the membership year in question.

(d) Mechanics. Except as otherwise provided in this Article, the
mechanics for the deduction of representation fees and the transmission of regular membership dues to the Union will, as nearly as possible, be the same as those used for the deduction and transmission of regular membership dues to the Association.

e) Changes. The Union will notify the City in writing of changes in the amount of the representation fee, and such changes will be reflected in any deductions made more than ten (10) days after the City receives said notice.

(f) New Employees. On or about the last day of each month, beginning with the month this Agreement becomes effective, the City will submit to the Union a list of all employees who began their employment in a bargaining unit position during the preceding thirty (30) day period. The list will include names, job titles and dates of employment for all such employees. This list shall be in addition to the requirements of Paragraph 3 (a) above.

4. Indemnification. The Union, in exchange for implementation of said Agency Shop, hereby agrees to hold the City harmless against any and all claims or suits or any other liability occurring as the result of the implementation of this Agency Shop provision.

A. Work Hours.

2. The regular workweek shall be from Monday through Friday for those employees not regularly scheduled to work Saturday and Sunday. The City reserves the right to place employees hired after January 1, 1982 on a schedule of any five (5) consecutive workdays.

3. Notwithstanding anything contained in this Agreement to the contrary, the following section shall apply to all those hired by the City into this bargaining unit after November 26, 1991, unless any employee was demoted or transferred from another City bargaining unit after November 26, 1991:

The regular workweek shall be from Monday through Friday for those employees not regularly scheduled to work Saturday and Sunday. The City reserves the right to place employees hired after January 1, 1982 on a schedule of any five (5) consecutive workdays. The City further reserves the right to place blue collar employees hired after November 26, 1991 on a schedule of any eight (8) consecutive hours in the workday, and to place white collar employees hired after November 26, 1991 on a schedule of any seven 7.5 hours in the workday. If the City is unable to fulfill its operational and staffing requirements within a given title with employees that were hired after November 26, 1991, additional employees within the required title will be assigned by the City in accordance with the following procedure:

a. Employees holding the required title or job skills needed to perform the required work will be asked to volunteer for the altered work schedule and those employees that volunteer will be assigned in order of seniority.

b. If the needed number of employees to be assigned to the altered work schedule exceeds the required amount from the request for volunteers, the City will assign those employees holding the required job title or job skill needed to perform the work based upon seniority,

c. If the needed number of employees to be assigned to the altered work schedule does not result from the request for volunteers, the City will assign those employees holding the required title or job skills needed to perform the work based upon inverse seniority.

It is understood that if an employee with special skills is needed to perform required work during the alternate work schedule, the City will have the prerogative to assign that skilled employee without regard to seniority.

B. Housing Code Enforcement Unit Employees.

1. (a) The regular work hours each day shall be consecutive except for
interruption for lunch period and coffee breaks. Reference to consecutive hours of work in the balance of this Article shall be construed generally to include lunch periods and coffee breaks.

(b) Employees assigned to the field shall take their lunch break at or in

1. Except for emergency situations, work schedules shall not be changed unless the Union is notified of such intended change and the City and the Union agree to negotiate with regard to such change. Notice of any intended change shall be given the Union one (1) week prior to the intent to make such change. No unilateral implementation of changes in work schedules shall take place until the negotiations have resulted in true impasse.

C. Overtime.
1. Employees who are authorized to work in excess of their regularly

For purposes of determining the days of the week relative to the forty (40) hour threshold, the workweek will start on Monday and end on Sunday.

1. Any employee who is required to work on a holiday shall receive triple time (3X) regardless of whether the forty (40) hour threshold is reached.

2. Employees who are required to work overtime for snow removal duty shall be compensated at double time for such duty regardless of whether the forty (40) hour threshold is reached.

3. Employees who are recalled on emergency work shall receive a minimum guarantee of four (4) hours at the appropriate overtime rate, provided, however, that the City shall have the right to retain the employee for the four (4) hours.

If the City, in its sole and exclusive discretion permits the recalled employee to return home prior to the expiration of the four (4) hour period, that employee shall not qualify for an additional four (4) hours of recall pay in the event another emergency call is received within the initial four (4) hour period which necessitates that employee's return to duty to attend to the emergency.

An employee who receives an emergency call at the end of his/her tour of duty shall not delay in responding to the call in order to qualify for recall pay. Employees who so delay shall be subject to disciplinary action.

1. Hourly rates will be determined by dividing the annual salary by 2088 hours for forty (40) hour employees, and 1827 hours for thirty-five (35) hours employees. Effective January 1, 1995 hourly rates will be determined by dividing the annual salary by 2088 hours for forty (40) hour employees, and 1957.5 hours for thirty-seven and one-half (37 '/2) hour employees.

2. Overtime shall be awarded based upon a rotating seniority list within each unit and qualifications to do the particular job.

3. There shall be no compensatory time given in lieu of work that can be considered overtime.

4. The City shall distribute pay via direct deposits by 3:00 p.m. on pay day, barring any unusual circumstances. The City will notify the Union prior to scheduling overtime whenever possible.

5. Except in exigent circumstances, the City agrees to pay for overtime within two (2) weeks.

10. All changes in overtime pursuant to this Agreement shall be effective with

D. Shift Differential.

2. Effective January 1, 1997, employees who work on a shift that starts between 12:00 noon and 5:00 A.M. shall receive a differential for each hour of their shift of forty cents ($.40) per hour. In order to qualify for the shift differential, the employee's shift must have started at a time between 12:00 noon and 5:00 A.M. It is understood that employees whose shifts start at 5:01 A.M. through 11:59 A.M. shall not receive shift differential for any hour of their shift.

B. Except for employees hired on or after July 1, 2013, longevity payment shall be made in accordance with the following schedule:

After five (5) years of service 200.00
After ten (10) years of service 400.00
After fifteen (15) years of service 600.00
After twenty (20) years of service 800.00
After twenty-five (25) years of service 1,000.00
After thirty (30) years of service 1,200.00

Effective January 1, 2014, except for employees hired on or after July 1, 2013, longevity payments shall be made in accordance with the following schedule:

After five (5) years of service 250.00
After ten (10) years of service 500.00
After fifteen (15) years of service 750.00
After twenty (20) years of service 1,000.00
After twenty-five (25) years of service 1,250.00
After thirty (30) years of service 1,500.00

C. Employees hired on or after July 1, 2013, shall no longer receive longevity payments.

D. Any employee whose anniversary date falls prior to October 31 shall receive longevity credit for the entire year. If the anniversary date falls on or after November 1, the employee shall receive credit commencing the next January 1^ST.

A. The following fourteen (14) days shall be recognized as paid holidays:
New Year's Day
Martin Luther King Day Lincoln's Birthday
Washington's Birthday Good Friday
Memorial Day
Independence Day
Labor Day
Columbus Day
General Election (November) Day
Veteran's Day
Thanksgiving Day
Friday after Thanksgiving
Christmas Day

B. Each of the fourteen (14) holidays shall only be recognized and paid as holidays for those employees who: (a) actually work on their work days immediately preceding and following the holiday; or (b) are on an approved annual leave day, personal business day, jury duty or bereavement leave; or ( c) are on a paid sick day supported by a doctor's note; or (d) any combination of a, b, or c. Any other exceptions will result in a failure to be paid for the Holiday.

C. If an employee has a workweek other than Monday through Friday and a holiday falls on the employee's regular day off, the employee shall be entitled to a compensatory day in lieu of the holiday. Such compensatory day is to be scheduled with the agreement of management.

D. Effective December 31, 1995, part-time nurses, will no longer receive holiday pay as part of a bi-weekly pay. Instead, their amount of holiday pay will be calculated as follows:

(1) take the number of days worked per week and divide by the number of workdays per week; (2) take the result of calculation No. 1 and multiply by the length of the work day; (3) take the result of calculation No. 2 and multiply by the number of holidays provided; (4) take the result of calculation No. 3 and multiply by the portion of the year worked; (5) take the result of calculation No. 4 and multiply by the hourly pay rate in effect as of December of the prior calendar year.

Illustration: Part time nurse who worked 3 days per week, 6 hours per day, who took a three (3) month leave of absence and earns $20.81 per hour as of January 1, 1997.

(1) 3 days worked per week divided by 5 in a workweek = .6; (2) .6 x 6 hours in a workday = 3.6; (3) 3.6 x 14 holidays per year = 50.4; (4) 50.4 x .75 (portion of year worked) = 37.8; (5) 37.8 x 20.21 (hourly rate as of December 31, 1996) = $763.94.

A. Part-time nurses will receive a separate direct deposit payment for holiday pay during January of the succeeding calendar year. The hourly rate utilized in determining holiday pay will be the hourly rate in effect as of December 31 of the preceding calendar year.

B. Part-time nurses leaving the employ of the City will receive a prorated share of the Holiday Pay in a separate direct deposit payment. The prorated amount will be determined by the amount of full months worked in the year of departure.

B. Vehicle Safety Conditions.

2. It shall be the obligation of each employee to immediately report any damage or malfunction of the vehicle assigned to the employee to their immediate supervisor and/or the motor pool.

C. Sanitary Conditions. The City shall provide and maintain sanitary conditions in

D. The City will make every effort to provide for the safety of its employees, and, at

E. When temperatures reach extremes, which make it dangerous to employees health,

F. Uniforms.

2. All employees who are provided the uniforms must report to work in proper uniform. Failure to wear the uniform may result in the employee not being permitted to work and being docked for the day.

3. All City supplied uniforms are to be turned in at severance for any reason. Security guards will be provided by the City with two (2) sets of uniforms. Field employees who are so designated by management will be provided with three (3) shirts and three (3) pants every two (2) years and a winter jacket every three (3) years.

4. Bailiffs shall continue the current practice of having uniforms supplied by the City.

5. Effective and retroactive to January 1, 2009, and payable in January of each year, each employee required to wear a uniform will receive a clothing maintenance allowance of seventy-five ($75.00) dollars per year. In order to receive the clothing maintenance allowance, an employee must be actively on the payroll as of the January 1 of the year in which the allowance is being paid except that employees who have been on a leave of absence, extended sick leave, and/or sick-no-pay, absent-no-pay, or any combination thereof, (excluding statutory leaves and workers compensation injury) for a period of time, that in the aggregate, exceeds ninety (90) work days during the calendar year preceding the January 1 on which the uniform allowance is being paid, shall not be entitled to that full uniform allowance payment even if actively on the payroll on January 1 but shall have their uniform allowance prorated based on each full month they have been actively at work during the preceding calendar year.

1. The uniform allowance for nurses will be one hundred thirty five dollars ($135.00) per year.

A. Seniority is defined as an employee's total length of service with the employer

B. If two (2) employees are hired on the same date, seniority shall thereafter be

C. One (1) seniority list shall be established for each work unit and another seniority list shall be established for the entire bargaining unit. Work unit as utilized in this Article shall be defined to mean a group of employees who are qualified and experienced to perform specific tasks, e.g. tree maintenance vs. field maintenance vs. park maintenance. Each list shall be subject to approval by the Union.

1. In cases of layoffs and demotions, the bargaining unit seniority list shall be utilized as one factor, along with ability to perform any job titles.

2. Vacation schedules shall be arranged in accordance with the work unit
seniority list.

D. Employees shall be permitted to bid for changes of work shift, when an individual

B. No employee shall be entitled to accumulate or utilize these days until they have completed six (6) months of service with the City.

B. The Union will actively discourage and will take whatever affirmative steps are necessary to prevent or terminate any strike, work stoppage, slowdown, walkout or other action which interferes with the full and complete normal operation of the employer.

C. Nothing contained in this Agreement shall be construed to limit or restrict the City or the Union in their rights to seek and obtain judicial relief as they may be entitled to have in law or in equity for injunction in the event of such breach by the City or the Union.

A. Purpose.
1. The purpose of this procedure is to secure, at the lowest possible level, an

1. Step One.

b. The Department Director shall render a decision in writing within five (5) days after receipt of the grievance. A failure to render a timely decision in writing shall constitute a denial of the grievance. .

2. Step Two.

a. In the event either party deems it valuable, a meeting shall be held between the Business Administrator or his designee and the grievant and his representative. A written answer to said grievance shall be submitted within ten (10) days from receipt of the grievance or the holding of the conference by the Business Administrator, whichever is later. A failure to render a timely decision in writing shall constitute a denial of the grievance. The decision of the Business Administrator shall be final, as to this procedure, and shall not be subject to arbitration. The Union reserves whatever other rights of appeal it may have.

A. Purpose.

2. Nothing contained herein shall prevent any employee from processing his own grievance, provided a Union representative may be present as an observer at any hearing on the individual's grievance.

C. Steps of the Grievance Procedure. The following constitutes the sole and
exclusive method for resolving contractual grievances between the parties covered by this Agreement and shall be followed in its entirety unless any step is waived by mutual consent:

1. Step One.

b. The Department Director shall render a decision in writing within
five (5) days after receipt of the grievance. A failure to render a timely decision in writing shall constitute a denial of the grievance.

2. Step Two.

d. In the event either party deems it valuable, a meeting shall be held
between the Business Administrator or his designee and the grievant and his representative. A written answer to said grievance shall be submitted within ten (10) days from receipt of the grievance or the holding of the conference by the Business Administrator, whichever is later. A failure to render a timely decision in writing shall constitute a denial of the grievance.

3. Step Three.
(a) If the grievance is not settled through Steps One and Two, either

b. The Arbitrator shall be bound by the provisions of this Agreement and restricted to the application of the facts presented to him involved in the grievance. The Arbitrator shall not have the authority to add to, modify, detract from, or alter in any way, the provisions of this Agreement or any amendment or supplement thereto.

c. The costs for the services of the Arbitrator shall be borne equally between the City and the Union. Any other expenses, including, but not limited to, the presentation of witnesses, shall be paid by the party incurring same.

(e) The Arbitrators's Award shall be final and binding on all parties, unless the Award is appealed to the courts, in which case the order of the court, including any orders on further appeals, shall be binding on all parties.

D. Miscellaneous Provisions.

The Union President, or his authorized representative, may report an impending grievance to the Department Director in an effort to forestall its occurrence. The Union shall be a party to each and every grievance whether or not the grievant was a member or non-member of the Union.

ARTICLE 25. PART A
VACATIONS - INCUMBENTS

Up to the end of the 1st calendar year of

employment 1 working day for each month

1st. full calendar year of service 12 working days 2 to 5 years of service 17 working days
6 to 10 years of service 20 working days
11 to 15 years of service 25 working days
16 years and over 30 working days

B. All temporary employees shall be entitled to the following vacation:

Up to end of 1st year of service 1 working day for each month (not to
exceed 10 working days)
Every year thereafter 10 working days only.

B. Upon request at the end of each calendar year, the City shall notify the employee of the number of vacation days the employee has due.

C. Effective January 1, 2003, in any calendar year, employees shall be entitled to use not more than five (5) working days of vacation as half vacation days.

F. All references to vacation time in 'Days' relates to the current daily work schedules of either 7.5 or 8.0 hour days as set forth in Article 15 (A) above. It is understood that any alteration of the workday shall require a recalculation of vacation time.

Vacations for new hires employed between November 26, 1991 and December 31, 1996 shall be as follows:

A. The following vacation schedule shall apply for those hired into this unit between November 26, 1991 and December 31, 1996.

Amount of Service Up to end of 1st calendar year Next full calendar year 2 to 5 yrs. of service 6 to 10 yrs. of service 11 to 15 yrs. of service 16 and greater yrs. of service

1 day/month 12 days 15 days 18 days 22 days 25 days

A. All temporary employees shall be entitled to the following vacation:

Up to end of 1st year of service 1 working day for each month (not to
exceed 10 working days)
Every year thereafter 10 working days

C. In all other respects the terms and conditions of Vacations for incumbent employees shall apply to employees hired into this unit between November 26, 1991 and December 31, 1996.

Vacations for new hires employed after December 31, 1996 shall be as follows:

Amount of Service

Up to end of 1st calendar year 1 day/month
Next full calendar year 12 days
2 to 5 yrs. of service 13 days
6 to 10 yrs. of service 15 days
11 to 15 yrs. of service 18 days
16 and greater yrs. of service 20 days

Up to end of 1st year of service 1 working day for each month (not to

Every year thereafter 10 working days

1. Sick leave may be utilized by employees when they are unable to perform

B. Amount of Sick Leave.

C. Reporting of Absence on Sick Leave.

2. Absence without notice or absence without authorized leave for five (5) consecutive days shall constitute a resignation.

3. Employees on sick leave for a duration of one (1) or more consecutive work days through ten (10) consecutive work days must notify theft Division Director, or his designee, on a daily basis. After exceeding ten (10) consecutive work days on sick Leave, an employee must notify their Division Director, or his designee, on every Monday (or Tuesday if Monday is a holiday) as to their continuance of sick leave.

D. Verification of Sick Leave.

5. The appointing authority may require proof of illness of an employee on sick leave, notwithstanding the above cause for disciplinary action under the guidelines herein set forth. The City shall have the right to direct an employee on sick leave to its medical provider for physical examination.

6. Absence due to exposure to contagious disease shall be accepted only if the Department of Health has declared the employee exposed and proof of same shall be obtained by the City from the Department of Health. Only a note from a physician will serve to evidence that an employee has been exposed to a contagious disease within the meaning of Paragraph A, Section 2 above.

4. The City may require an employee who has been absent because of

B. Promotions shall be made in accordance with Civil Service Law. Examinations shall be conducted in accordance with Civil Service procedures.

B. Out-of-Title Work. Where an employee is assigned to perform the duties of a

ARTICLE 29
INSURANCE, HEALTH AND WELFARE
A. The City shall continue to maintain and provide all insurance coverage that is in

E. Effective May 1, 2013 the City will provide a prescription drug plan for active employees with the following co-pays that apply on a per prescription basis:

	RETAIL	MAIL ORDER
Generic Drugs	$5.00 co-pay retail for prescriptions up to thirty (30) days supply.	Mail order, $5.00 co-pay for up to a 30 day supply. Mail order, for a ninety (90) day supply is 2 times co-pay for 30 day supply or $10.00.
Preferred Brand Drugs: Non-Preferred Brand Drugs:	$25.00 co-pay retail for prescriptions up to thirty (30) days supply. $35.00 co-pay retail for prescriptions up to thirty (30) days supply.	Mail order, $25.00 co-pay for up to a 30 day supply. Mail order, for a ninety (90) day supply is 2 times the applicable co-pay for a 30 day supply, or $50.00. Mail order, $35.00 co-pay for up to a 30 day supply. Mail order, for a ninety (90) day supply is 2 times the applicable co-pay for 30 day supply or $70.00.
Prescriptions that cost over $1,000.	$100.00 co-pay retail for a prescription up to a thirty day supply that costs over $1,000.00.	Mail order, co-pays based on cost of each prescription: Cost Co-pay $1,000-$1,999= $50.00. $2,000-$2,999=$100.00. Over $3,000=$150.00

It will be mandatory for all drugs that are defined as maintenance drugs by the United States Food and Drug Administration (FDA) bought through mail order (when available). However, the co-pay on the first two prescriptions filled on any maintenance drug, whether that drug is over $1,000.00 in cost or not, will be at the retail co-pay rate for either a generic, or brand, drug following which the employee will be responsible for the mail order co-pays set forth above. Only medications on the National Preferred Formulary Program list shall be included in covered medications. Prescription coverage does not include compound medication unless, upon appeal exercised by the employee, it is determined that the compound prescription is medically necessary and there is no other alternative prescription. It is mandatory that an employee accepts the generic version of a prescribed medication.

F. HGH to enhance normal functions or for “fountain of youth” purposes, such as anti-aging, the improvement of athletic performance, or memory enhancement are excluded from coverage, unless medically necessary.

G. The following with respect to dependent coverage will apply to employees hired
into this bargaining unit on or after November 26, 1991, provided that any employee demoted or transferred from other City bargaining units on or after November 26, 1991 who at the time of such demotion or transfer was in the employ of the City in another bargaining unit will not lose prescription coverage for their dependents provided the employee's dependents were covered by the City's prescription plan prior to the employee becoming a member of this bargaining unit:

1. The City will provide a prescription plan for employees only in accordance with the terms of this Article.
2. No coverage will be provided at the City's expense on behalf of dependents of the employee.

H. 1 The City will provide an optical plan to employees and their dependents to

2 Only those employees submitting a request for reimbursement within

I. The City will maintain the current dental program for the life of this Agreement

L. The co-pay for Emergency Room visits shall be increased to $50.00, unless the employee is admitted to the hospital, in which case the co-pay shall be waived.

A. Wage rates and salaries for all full time employees within the bargaining unit

C. If an employee does not have an account into which pay can be directly deposited,the City will prepare a non-electronic check for that employee.

D. Any error in an employee's direct deposit of one day's pay or more shall be corrected by a supplemental direct deposit within eight (8) days.

E. 1. The City will conduct a study to determine the feasibility of instituting a

1. The City agrees to form a committee, which will study the inequities of the present minimum/maximum salary structure. The committee will be responsible for making recommendations toward solving the inequities therein.

2. The results of the studies to be conducted by the City under this Article shall be discussed with the Union within six (6) months of the date of this Agreement.

F. Wage Increases. The wage increases set forth in this contract shall only be

ARTICLE 31

This Agreement represents and incorporates the complete and final understanding and settlement by the parties on all bargainable issues which were or could have been the subject of negotiations

A. Six Dollars and Sixty Cents ($6.60) a Day.

2. The above rate maybe combined with the rate of Twelve Dollars and Fifty Cents ($12.50) per day depending on the number of stops an employee makes in a day. Only one rate shall apply on any given day.

B. Thirteen Dollars and Seventy-Five Cents ($13.75) a day.

4. This rate may be combined with the rate of Six Dollars and Sixty Cents ($6.60) per day depending on the number of stops an employee makes in a day. Only one rate shall apply on any given day.

C. One Hundred and Thirty -Two Dollars ($132.00) Per Month.

2. Department Directors will be required to provide a list of all employees authorized to receive a monthly reimbursement of One Hundred and Thirty-Two Dollars ($132.00) a month. Only those employees included in the Department Director's list of authorized personnel shall be eligible for the One Hundred and Thirty-Two Dollar ($132.00) monthly reimbursement.

3. Daily deductions in the amount of $6.60 a day will be made for each exception (vacation, sick, personal business, leave of absence, did not report, bereavement, etc.) exceeding five (5) in any month.

4. Each month employees will be required to provide a daily log regarding the use of their personal vehicle throughout the month. Forms will be provided by each Department.

D. Two Hundred and Seventy-Five Dollars ($275.00) Per Month.

6. Department Directors will be required to provide a list of all employees
authorized to receive a monthly reimbursement of Two Hundred and Fifty Seventy-Five Dollars ($275.00) a month. Only those employees included in the Department Director's list of authorized personnel shall be eligible for the Two Hundred and Seventy-Five Dollar ($275.00) monthly reimbursement.

7. Daily deductions in the amount of $13.75 a day will be made for each
exception (vacation, sick, personal business, leave of absence, did not report, bereavement, etc.) exceeding five (5) in any month.

8. Each month employees will be required to provide a daily log regarding
the use of their personal vehicle throughout the month. Forms will be provided by each Department.

ARTICLE 34

A. For the purpose of this Article, "Employees" are those who work in the following

1. Communications Center
2. Closed Circuit Television Unit
3. Bureau of Criminal Investigation
4. Criminal Justice Information System
Other areas may be added as changes in the operation are effectuated.

B. Work Week & Overtime.

Six-fifty (6:50) A.M. to Three (3:00) P.M. Two-fifty (2:50) P.M. to Eleven (11:00) P.M. Ten-fifty (10:50) P.M. to Seven (7:00)

Effective January 1, 2010, at Managements' discretion, Call Takers may be assigned to a shift from Five-Fifty (5:50) P.M. to Two (2:00) A.M.

Notwithstanding the times set forth above, the shift start times for Call Takers and Dispatchers shall be staggered to take effect thirty (30) minutes apart.

This schedule will be used to accomplish the twenty-four (24) hour per day, seven (7) days per week uninterrupted service required within this work unit. All other provisions regarding over-time as set forth in Article 15 (Paragraph B) only shall be applicable to these employees as well.

By virtue of working this schedule, employees are deemed to be on a forty (40) hour per week schedule, whose hourly rate is determined by using a divisor of 2088 hours.

When Overtime is required, those employees who are currently on the shift will be asked first; a Voluntary List will be utilized. If stations are not fully manned, overtime becomes mandatory for those on current shift, with the least senior person first, next senior person second, etc. on a rotating basis. No one shall be required to work a triple shift. Essential employees who work a rotating shift and work during a State of Emergency covering the City of Jersey City, as declared by the Governor of New Jersey or when City Hall is closed due to inclement weather, and work in the unit of Police Dispatch, Police Call Taker, Fire Dispatch, BCI, CCTV and CJIS will recieve double pay for all hours worked during the state of Emergency or when City Hall is closed.

C. Lunch.

Lunch will be Forty (40) Minutes.

D. Mutual Swaps.

Effective January 1, 2010, Mutual Swaps will be limited to twelve (12) per year. Swaps to be reimbursed within one (1) month of each swap. A Three (3) Day Notice will be required on all swaps, indicating when Swap will be paid back. All Swaps must be approved by (Communication bureau Commander). Tour exchanges can be used, at the option of the employee, in lieu of overtime for another day off. Use of the repayment days shall be scheduled by mutual agreement of the employee and management.

E. Call In.

Employees will be required to call in exceptions (Sick and Personal Days) at least four (4) hours prior to starting time. Employees will be required to call in single-use vacation days at least twenty four (24) hours in advance. Compensatory days shall be mutually scheduled between Management and the Employee.

F. Holidays

Holidays for employees will be those set forth in Article 17, Paragraph A and Paragraph D only. If a Holiday falls on a regularly scheduled workday, and the employee is required to work on that day, the employee shall receive double time for that day. If an employee is required to work on a Holiday that is that employee's regular day off, the employee will receive triple time (3x) for that day. For purposes of this article, the holiday to be paid is the actual day of the holiday even if it falls on a Saturday or Sunday.

G. Personal Days and Compensatory Days.

H. Vacations.

I. Notification.

J. All current provisional and new employees will be given training, on the job or otherwise, within the discretion of the City.

Employees will be evaluated and given no more than two chances to pass an evaluation test to be given by the City.

Successful completion of training and evaluation testing is required for employees continued employment and subsequent eligibility for permanent employment. This Article is subject to reopening at such time as the Unified Communications created and becomes operational.

ARTICLE 36

B. Part-time employees (those employees working twenty (20) hours or over) shall receive hospitalization, life insurance and a pro-rata share of monetary increases mandated by this Agreement.

C. The City agrees to pay for special licenses required for driving certain vehicles.

D. The City and the Union will share equally in the cost of the printing of contracts. The Union guarantees fifty (50) copies of the contract to be supplied to the City.

E. All personnel information as permitted by law will be available to members of the bargaining unit upon prior notice to the Personnel Department.

F. Municipal Court Clerks shall continue to work court hours on court nights in lieu of their regular shift on those days.

G. The City shall not be required to augment the funds provided under any grant program in order to fund salary increases provided under this Agreement. Any increases provided to such employees shall be funded only to the extent possible with funds available through the grant program.

H. The City and Union agree to jointly study the feasibility of instituting a self-
supporting disability program.

I. The City agrees to implement the provisions of this collective negotiations agreement within ninety (90) days of signing.

This Agreement shall continue in full force and effect from year to year thereafter unless one party or the other gives notice in writing, no sooner than one hundred fifty (150) days nor later than ninety (90) days prior to the expiration date of this Agreement of a desire to change, modify, or terminate this Agreement. Bargaining for a successor Agreement shall commence on or about November 3, 2018


WITNESS: JERSEY CITY PUBLIC EMPLOYEES, INC., LOCAL 246


___________________________ _______________________________
STEVE GOLECKI, 1ST VICE PRESIDENT JULIO CORDERO, PRESIDENT

DATE: ____________ _____, 2018

ATTEST: CITY OF JERSEY CITY

_________________________ _______________________________

ROBERT BYRNE, CITY CLERK ROBERT KAKOLESKI,

BUSINESS ADMINISTRATOR