1. An employee shall have the right to inspect his or her personal file at reasonable times provided the Township Clerk, or her designee, is present at the time of the inspection.
2. The Employer agrees to notify the Union and the individual employee, in writing, if any material derogatory to the employee is placed in his/her personal file, within five (5) days of such placement. Failure to comply with written notification within said five (5) days of such placement would constitute a violation of the contract and would deny the placement of said material into the employee’s personal file.
3. The Township reserves the right to remove records such as medical, psychological and psychiatric examination, pre-employment inquiries and background investigations, prior to submitting the file to the employee.
4. Employee must notify their Department Head, in advance, when requesting to review their personal file.
5. The Township shall provide a bulletin board to be placed at each job site.
6. The Union shall have the use of the Union bulletin board for the posting of notices relating to meetings and official business of the Union. Only material authorized by signature of the Local Union President or his designee shall be permitted to be posted on said bulletin board, and said notices shall not contain any political or controversial material.
7. Employees who are covered by this Agreement shall perform the duties and responsibilities as outlined in Appendix “B” attached, or as directed by the Superintendent of Public Works.

1. Whenever an Employee of the Township or a Representative of the Union is mutually scheduled to participate, during working hours, in negotiations, grievance proceedings, conferences or meetings, he/she shall suffer no loss in regular pay or be charged for any sick leave or vacation leave.
2. The President or his/her designee shall have time off with pay to attend Council 71 Executive Board Meetings or Special Meetings; in addition shall receive up to five (5) days to attend conventions, in all cases with not less than one (1) week’s notice to the Department Head.

1. The executive management administrative control of the Township Government and its properties and facilities and the activities of its employees by utilizing personnel, methods, and means of the most appropriate and efficient manner possible as may from time to time be determined by the Township.
2. To make rules of procedure and conduct, to use improved methods and equipment, to determine work schedules and shifts, to decide the number of employees needed for any particular time and to be in sole charge of the quality and quantity of the work required.
3. The right of management to make, maintain, and amend such reasonable rules and regulations as it may from time to time deem best for the purpose of maintaining order, safety, and/or the effective operation of the Department, after advance notice to the employees, to require compliance by the employees, is recognized.
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 accordingly to Law.
6. To layoff employees in the event of lack of work or funds or under conditions where continuation of such work would be inefficient or non-productive.
7. The Township reserves the right with regard to all other conditions of employment, not reserved, to make such changes as it deems desirable and necessary for the efficient and effective operation of the Department.

1. The Township agrees to deduct the monthly union membership dues from the pay of those employees who individually request, on properly dated authorization card, during the month following the filing of such card with the Township. The amounts to be deducted shall be certified to the Township by the Treasurer of the Union, and the aggregate deductions from all employees shall be remitted to the Office of Council #71, together with a list of names of all employees for whom the deductions were made, by the tenth (10th) day of the succeeding month after such deductions were made.
2. Employees covered by this agreement may only request deduction for the payment of dues to the duly certified majority representative named herein.
3. The effective date of a termination of dues deduction to the majority representative shall by July 1, next succeeding the date on which the notice of withdrawal is filed with the employer.
4. The Union shall indemnify, defend and save the Township 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 Township in reliance upon salary deduction authorization cards as furnished by the Union to the Township, 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.

Add: POSTING of VACANCIES

Section 2: Any vacancies or newly created positions will be posted prominently for

ten (10) calendar days. The posting shall include the classification, the salary, a

description of the job, and required qualifications and the procedure to be followed by

employees interested in applying.

Section 3: It is agrees to give preference to an employee applying for any vacancies or newly created position, provided he has the ability to perform the work involved.

A. The workweek shall consist of five (5) days. To efficiently serve the needs of the residents of the community, work schedules will be determined by the Superintendent of Public Works:
Routine Work Schedule - Monday thru Friday - 7:00 AM to 3:00 PM
Office Work Schedule - Monday thru Friday - 8:30 AM to 3:30 PM

B. All hours in excess of forty (40) hour work week shall be considered overtime and shall be compensated at one and one half (1 ½) times the regular hourly rate except as indicated in Section F.
1. For the purpose of determining the regularly hourly rate, the employee’s regular bi-weekly pay will be divided by 75 hours.
C. Time and one half (1 ½) the employees regular rate of pay shall be paid for work under any of the following conditions:
a) All work performed in excess of forty (40) hours in a week
b) All work performed on Saturday except prescheduled hours in the Water and Sewer Departments.
D. Double time the employees regular rate of pay shall be paid for all work performed under any of the following conditions:
a) All work performed on Sunday, except prescheduled hours in the Water and Sewer Departments.
b) For holidays, in addition to holiday pay.
E. All overtime will be paid in accordance with the salary agreed upon for the current year of the contract.
F. The base rate of time and one-half (1 ½) of the hourly schedule for overtime will not be paid for the first half hour at the end of the work day, if the employee has not been released from work. Such additional first half-hour after quitting time will be paid at straight time.
G. Time paid for (whether or not worked, but not including overtime) will be considered as time worked for the purpose of computing overtime pay in accordance with this Article.
H. Overtime shall be distributed in accordance with the following:
1. A seniority list by classification shall be developed and updated on a regular basis by the Superintendent.
2. Overtime shall first be offered to the senior qualified employee within the classification involving the work, said offer being on a rotating basis. A refusal of overtime shall be counted as an acceptance for purposes of rotation.
3. If the overtime work is not covered by a sufficient number of employees in the classification, such work will be offered to senior qualified employees out of the classification on a rotating basis.
4. If the overtime work remains uncovered, then the least senior qualified employees in the classification may be required to work. If coverage is still insufficient, then the least senior qualified employees in the classification next most related to the work to be performed may be required to work until sufficient coverage is obtained.

1. 10 hour shift= 40 hours per week, overtime occurs after 40 hour have been

completed: employees will receive Monday or Friday as established days

off.

2. Flex time project schedule will not be used to avoid overtime for the

bargaining unit.

3. Part-time employee will receive all benefits on a prorate scale: part-time

will not be hired to avoid overtime for the bargaining unit

1. That figure is the same if he receives no calls, or many calls.
2. If a member is not available on a day, or misses a call, he will not be paid for that day. Forty-five dollars ($45.00) Equal dollar amount will be deducted and given to the person who is called in.
3. The member must be available all day when he is “on call.” For instance, a member responds to a call in the morning, but fails to respond to one in the afternoon, he will not receive that day’s pay. The person called in the afternoon will receive that day’s pay.
4. If a member is off on a sick, personal, or vacation day, that person cannot be “on call” that day. One day’s pay will be deducted. However, if he is on vacation the week he is “on call”, or, if he knows he will not be available during his week “on call”, he may switch weeks with either the person in front of him or behind him on the “on call” list. If he is changing weeks, the Superintendent must be notified at least one week prior to the change.
5. If a member fails to respond to any calls for two consecutive “on call” weeks without good reason, he will be removed from the list.
6. If a member “on call” cannot be reached, the next person the list will be called to respond.
7. If a member is not available on a particular day, he should notify the Superintendent of that.

1. The Township shall reimburse members for course costs and licensing fees up to $300.00 to any employee who successfully completes any approved course.
2. The Township shall reimburse employees for Licensing Fees for any employee required to hold a special license or certification to perform their duty.

- Commencing with the seventh month through the first year, Five (5) working days vacation.
- Commencing with the second year through the fifth year, Ten (10) working days vacation.
- Commencing with the sixth year through the tenth year, Fifteen (15) working days vacation.
- Commencing with the eleventh year through the twentieth year, Twenty-three (23) working days vacation.
- Commencing with the twenty-first year and every year thereafter, twenty-five (25) working days vacation.

Short-sleeved shirt Long-sleeved shirt
Dungarees Coveralls
Coveralls-insulated Jacket - fingertip length
Vest - quilted Parka - lined
T-shirt - with pocket Heaving sweat shirt
Windbreaker jacket Hooded sweat shirt
One paid heavy-duty work shoes

2003- $350.00 2004- $375.00 2005- $400.00 2006 -$425.00

The following National Holidays are recognized as paid Holidays:

A. Any employee who is absent for reasons that entitled him/her to sick leave shall notify his supervisor promptly, but not later than Fifteen (15) minutes before the employee’s usual starting time, except in cases of extreme emergency, where the employee is unable to do so. Failure to give such notice may be cause for denial of the use of sick leave for that absence and may constitute cause for disciplinary action.
B. Sick leave shall accrue for regular full time employees at the rate of one (1) day per month during the first year of employment, and one and one-quarter (1¼) days per month in every calendar year thereafter and shall accumulate from year to year. It is understood that each employee, after his/her first calendar year, shall be credited 15 days as of the first of the year and shall be charged at the rate of one and one-quarter (1¼) days, if he/she leaves the service of the Township.
C. If an employee is absent for three (3) consecutive work days, the Township May require acceptable evidence on the prescribed form. The nature of the illness and length of time the employee was absent shall be stated on a Doctor’s Certificate.
D. At the discretion of the Department Head, the employee seeking sick leave ay be required to submit medical evidence to substantiate his request. Failure to provide adequate medical evidence may result in the denial of sick leave benefits for any unauthorized time period. In the event sick leave is not approved or the employee has exhausted his accumulated sick leave, the absence may be charged to the employee’s vacation, if any, provided the employee agrees.
E. Abuse of sick leave will be cause for disciplinary action.
F. Sick leave claimed by reason of quarantine or exposure to contagious disease may be approved upon certification of the County Department of Health.
G. Any employee covered by the Public Employees Retirement System, upon retirement, (Service Retirement, Accidental Disability, Ordinary Disability, and Early Retirement, but not Deferred Retirement), shall be entitled to one hundred and fifty (150) maximum unused sick days, severance pay upon retirement. Where sick days are to be used as severance pay, the employee must give notice of retirement prior to budget preparation and payment will be made by the
H. Township in two equal installments, the first to be made in the final pay immediately subsequent to the date of retirement, and the second to be made on or prior to the anniversary date of retirement in succeeding year. This entitlement shall also apply to employees laid off due to subcontracting, to be paid upon lay-off.
I. Each employee may sell back to the Township up to five (5) sick days annually, provided the employee has at least fifteen (15) sick days remaining. An additional five (5) sick days may be purchase, provided that the employee has 120 sick days accumulated.

3) sell back fifteen (15) days with 120 sick days remaining.

1. In the event of the death of an employee’s brother-in-law or sister-in-law, mother-in-law, father-in-law, grandmother, grandfather, aunt, uncle, grandchild, niece or nephew, the employee shall be entitled to one day off without loss of pay, that day being the day of the funeral.

Salary increases shall be effective a of the employee’s anniversary date and on January 1st of each year, for those employees employed at the signing of this contract (except as noted in #1 below), in accordance with Appendix B, attached.
1. Any employee covered by the Public Employees Retirement System, upon retirement (Service Retirement, Accidental Disability, Ordinary Disability and Early Retirement, but not Deferred Retirement), shall be entitled to retroactive pay should settlement of the employment contract occur after the retirement date.
2. An employee required to work in a higher classification for a period of seven (7) consecutive days shall be paid at the higher rate retroactively to the first day.
For 2000, 2003 Appendix B has been restructured to recognize the skills and experience of the personnel on staff, including an increase of 4.0%.
For 2001, 2004Appendix B will be adjusted by a 4.0% increase.
For 2002, 2005 Appendix B will be adjusted by a 4.0% 5% increase.
For 2006 Appendix B will be adjusted by a 5% increase
3. Beginning July 1, 2000, new employees shall have a starting salary of $27,500.00 and shall receive salary increases as scheduled.
a. Articulated/Senior Heavy Equipment Operator salary will be increased January 1, 2002 by $1200.00 followed by yearly percent increases
b. Electric Engineer title will be change to Electric Mechanic January 1, 2003
c. Salary increase for Electric Mechanic will be increased $1000. 00 on Janaury 1, 2003 followed by yearly percent increases
d. Salary increase for Electric Mechanic will be increased $1000. 00 on Janaury 1, 2004 followed by yearly percent increases
e. Salary increase for Electric Mechanic will be increased $1000. 00 on Janaury 1, 2005 followed by yearly percent increases
f. Salary increase for Electric Mechanic will be increased $1000. 00 on Janaury 1, 2006 followed by yearly percent increases

1. The Township 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 majority representative.
2. 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.
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%) percent of the regular membership dues, fees and assessments.

	2002	2003	2004	2005	2006
		4%	4%	5%	5%
Mechanic	41667	43334	45067	47320	49686
Sewer Crew Chief	40395	42011	43691	45876	48170
Arti./Sr. Heavy Equip Oper.	39591	42423	44120	46326	48642
Electrical Mechanic	37856	40410	43067	46270	49633
Tree Mechanic/Driver Oper	35471	36890	38365	40284	42298
Equipment Operator	38636	40181	41789	43878	46072
Sr. Water Plant Oper.	36306	37758	39269	41232	43294
Collections Sys Oper/Water	34648	36034	37475	39349	41316
Plant Attendant
Assist. Water Plant Oper.
Water Meter Reader/Mech.	33778	35129	36534	38361	40279
Mechanic Helper
Tree Helper/Driver Laborer	33746	35096	36500	38325	40241
Street Mech/Driver Laborer
Sewer Mechanic
Grounds Keeper
Driver Laborer
Dispatcher/Computer Oper.	30921	32158	33444	35116	36872
Laborer	30232	31441	32699	34334	36051
NEWLY HIRED EMPLOYEES SHALL RECEIVE $27,500.00 AS THE STARTING SALARY.