To achieve and thereafter maintain a Harmonious relationship between the County and the Union. To foster cooperative Labor/Management efforts in the implementation of work of the Department of Family and Community Development and thereafter maintain a harmonious relationship.

The establishment of an equitable and peaceful procedure for resolution of differences.

The establishment of rates of pay, hours of work, and other terms and conditions of employment.

The County recognized the Union as the sole bargaining agent for the titles listed

1. "Employees" refers to employees in the certified bargaining unit as set forth Paragraph A above.
2. "Union refers to the Communications Workers of America AFL-CIO CLC and Communication Workers of America, Local 1034 of the union at various job sites.
3. "Management" as defined by the P.E.R.C. Act.
4. "Authorized Representative" refers to Union and County employees who are authorized by way of position and or/delegation, to insure correct and proper implementation of terms agreed to herein.

(1) To the executive management and administrative control of all County functions, properties and facilities, and the activities of County employees;
(2) To take personnel action subject to the provisions of N.J.S.A. 11A: 1-1 et seq.
(3) To maintain the efficiency of County operations;
(4) To take all necessary actions to carry out its mission in emergencies; (emergency to be construed as a sudden generally unexpected occurrence demanding immediate action);
(5) To exercise control and discretion over its organization and the technology of performing its work;
(6) To schedule employee work hours pursuant to the terms of this Agreement, as set forth in Article X - Hours of Work.
(7) To take disciplinary action.

2. Nothing herein contained shall be construed as limiting the right of any employee having a grievance to discuss the matter informally with any appropriate member of the Administration. Any adjustments made as a result of such a discussion shall not be in conflict with the terms of this Agreement.

B. DEFINITIONS

1. A contractual grievance, for the purposes of and within the meaning of this Agreement, shall be defined as a breach, misinterpretation, improper application, or non-application of the terms and conditions set forth within the language of this Agreement.


2. A non-contractual grievance for the purposes of and within the meaning of this Agreement shall be defined as a breach, misinterpretation, improper application, or non-application of all policies, procedures, rules and regulations, as well as those specific management rights noted herein as may be practiced and/or adopted by the County during the life of this Agreement.

3. In the event an employee selects Civil Service/Department of Personnel procedure with regard to all matters that are appropriate for such procedures, the employee shall not have the right to grieve on such matters.

The following constitutes the sole and exclusive method for resolving grievances between the parties covered by this Agreement.
1. Step One. The grievant, through the Shop Steward, must file the grievance on the approved grievance form with the employee's Division Director or his/her designee within ten (10) working days of when the employee knew of, or could have reasonably been expected to know of a grievable occurrence, whichever occurred first.
The Division Director or designee shall have ten (10) working days to respond in writing to the Shop Steward.
Failure to so respond shall constitute a denial of the grievance, and the grievant may proceed to Step Two.
2. Step Two. If the grievance is not been resolved in Step One, the grievant, through the Shop Steward shall, in writing, present the grievance to the Department Head or his/her designee within ten (10) working days of the receipt by the Shop Steward of the written response in Step One, or within ten (10) working days of the end of the time allotted for the written response if none is issued. Failure of the Shop Steward or the grievant to act within this time shall constitute an abandonment of the grievance.
The Department Head or designee shall have ten (10) working days to respond in writing to the Shop Steward about the grievance. Failure to so respond shall constitute a denial of the grievance, and the grievant may proceed to Step Three.
3. Step Three. If the grievance is not resolved in Step Two, the grievant, through the Shop Steward shall, in writing, present the grievance to the County Executive or his/hers designee within ten (10) working days of the Shop Steward's receipt of the Step Two response, or within ten (10) working days of the end of the time allotted for the written response if none is issued. Failure of the Shop Steward or the grievant to act within this time shall constitute and abandonment of the grievance.
The County Executive or designee shall have ten (10) working days to respond in writing to the Shop Steward or schedule a hearing. The hearing may be waived, or re-scheduled if mutually agreed in writing. The County Executive or designee shall issue a written decision within ten (10) working days of the receipt of the grievance or of the conclusion of such a hearing if there is one. Failure to so respond shall constitute a denial of the grievance.
4. Any unresolved B.1 grievance may be appealed to arbitration only by the Union, except for B.1 grievances involving the exclusive province of the State Department of Personnel (which is addressed in paragraph B-3). The Union must file the request for arbitration within ten (10) working days after receipt of the Step 3 decision.
Nothing in this Agreement shall be construed as compelling the Union to submit a grievance to arbitration or to represent an employee before the State Department of Personnel. The Union's decision to request the movement of a grievance to arbitration to terminate the grievance prior to submission to arbitration shall be final as to the interests of the grievant and the Union.
The arbitrator shall be selected from the panel of arbitrators maintained by the Public Employment Relations Commission, in accordance with the Commission's selection procedures.
The parties shall meet at least ten (10) working days prior to the date of the arbitration hearing to frame the issues to be submitted to the arbitrator and to stipulate the facts of the matter in an effort to expedite the hearing.
The decision or award of the arbitrator shall be final and binding on the County, the Union, and the grievant or grievants to the extent permitted by and in accordance with applicable law and this Agreement. Disciplinary disputes shall be subject to the grievance procedure herein set forth.
The arbitrator may prescribe an appropriate back pay remedy when he/she finds a violation of this Agreement, provided such remedy is permitted by law and is consistent with the terms of this Agreement, except that he/she may not make an award which exceeds the County's authority. The arbitrator shall have no authority to prescribe a monetary award as a penalty for a violation of the Agreement.
The arbitrator shall not have the power to add to, subtract from, or modify the provisions of this Agreement, and shall confine his/her decision solely to the interpretation and application of this Agreement. He/she shall confine himself/herself to the precise issue submitted for arbitration and shall have no authority to determine any other issues not so submitted to him/her, nor shall he/she submit observations or declarations of opinions which are not essential in reaching the determination.
The costs of the services of the arbitrator shall be borne equally by both parties. Any other expenses incurred in connection with the arbitration shall be paid by the party incurring same.
The cost of the transcript, if any, will be borne by the party requesting it. If both parties request a transcript, the cost will be shared equally.
The arbitrator shall hold a hearing at a time and place convenient to the parties as expeditiously as possible after his/her selection and shall issue his/her decision within thirty (30) days after the close of the hearing.
Grievance resolutions or decisions at step 1 through 3 shall not constitute a precedent in any arbitration or other proceeding unless specific agreement to that effect is made by the authorized representatives of both parties. This in not to be construed as limiting the right of either party to introduce relevant evidence, including such grievance resolution, as to the prior conduct of the other party. The arbitrator shall determine the matter on the evidence presented within the meaning of the Agreement.
5. There shall be no loss of pay for any employee for County time spent grievance proceeding by the grievant or witness.

B. Employees become eligible for holidays on their first day of employment.

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

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

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

1. Personal illness which renders an employee unable to perform his/her duties.

2. Presence of serious illness in the immediate family which requires the employee's short term personal care. Immediate family means an employee's spouse, child, legal ward, grandchild, foster child, father, mother, legal guardian, grandfather, grandmother, brother, sister, father-in-law, mother-in-law, and other relatives residing in the employee's household.

3. Dental, optical or medical treatment that cannot be scheduled during non-work hours. One week advance notice of such treatment is required except in emergent circumstances. A doctor's note is required as verification of the appointment.

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

G.(1) If an employee is absent for five (5) or more consecutive working days for
any reason set forth in the above, the employee may be required to produce medical evidence. The employer may require proof of illness or injury when there is a reason to believe that an employee is abusing sick leave, an employee has been absent on sick leave for five or more consecutive work days, or an employee has been absent on sick leave for an aggregate of more than 15 days in a 12-month period.

(2) Anytime the County detects a pattern of sick leave abuse and can articulate a basis for reasonable suspicion of sick leave abuse, the County may require medical evidence. The employee shall be given timely notice in each instance.

(3) Medical evidence shall be in the form of a physician's certification which states the date of illness, and the reasons for the absence within the parameters of confidentiality, and the date the employee will return to work and certifies the need for the employee to be absent.

(4) The County reserves unto itself the right to send an employee to a County appointed and County paid for physician to verify the usage of sick leave. The County may require an employee who is absent because of serious illness or injury before returning to duty, to be examined at the expense of the County by a physician. Such examination shall determine whether the employee is capable of performing his/her normal duties and that his/her return will not jeopardize the health of the employee or that of other employees.

1. A permanent employee who is temporarily (mentally or physically) incapacitated and unable to perform his/her duties or who desires to engage in a course of study such as will increase his/her usefulness or return to service or for any reason considered valid by the Department Head and the Appointing Authority, desires to secure leave from regular duties may, with the approval of the Department Head, the Appointing Authority and the State Department of Personnel be granted a special leave of absence without pay for a period not to exceed six (6) months which may be extended for and additional six months upon similar approval. Employees shall not be granted leave to accept other employment.
2. Any employee seeking such special leave without pay shall submit his/her request, in writing, stating the reasons why the request should be granted the date when he/she desires the leave to begin, and the return date to duty.
3. Such leave shall not be unreasonably denied and shall be applied equitably.
4. Employers shall not be required to use vacation or unearned but advanced sick time before applying for Temporary State Disability, as provided by law.

1. They must be taken contiguous to the birth or adoption of the child, or contiguous to leave taken pursuant to the Family Leave Act if such leave has been contiguous to the birth or adoption of the child.
2. The request for use of these weeks must be at least 2 months prior to use unless an emergency occurs.
3. No benefits shall be provided during these 14 weeks.
4. The 14 weeks must be taken all at one time and consecutively, or are lost.
5. The 14 weeks may be extended or renewed for an additional six (6) months upon the request of the employee, and in the discretion of the Department Head. This must be taken contiguous to the 14 weeks.

6. In addition to the notice requirements of this Agreement and the Family Leave Act, the employee shall submit a plan of use for each type of leave (Child Care and Family Leave Act) to his/her supervisor as soon as is reasonably possible. Failure to designate shall result in the first twelve weeks of leave being attributed to the Family Leave Act.

1. Any unauthorized absence of an employee from duty shall be an Absence Without Leave and is cause for disciplinary action.

1. All employees will receive their regular base pay for Jury Duty performed during their regularly scheduled working hours. The County encourages employees to fulfill their civic obligations and responsibilities with respect to Jury Duty. Only in exceptional cases will the County request that an employee be excused.
2. When an employee is subpoenaed to appear as a witness during work time before a Court, Legislative Committee, or a Judicial or Quasi-Judicial body, he/she shall be granted the necessary time off without loss of regular pay unless the employee is a party or a witness for a party in which the County is the opposing party, or he/she is a party or a witness in a matter unrelated to his/her capacity as an employee of the County.

4. An employee who is notified in advance by the Court that he/she need not be present in Court on any specific working day is required to report to work on that day as usual.
5. An employee who is released from a court located in Atlantic County at least two hours prior to the end of their shift, must return to work for the remainder of their shift, unless serving out of County.

1. The employee should notify his/her Department Head in writing, stating the reason for resignation and the exact date the resignation will take effect.
2. Any employee who is absent from work five (5) consecutive working days without proper notice to the appropriate Department Head will be considered as having resigned not in good standing.

1. Four months after a permanent or unclassified appointment or twelve months after a provisional or temporary appointment, employees are required to enroll in the Public Employees' Retirement System (P.E.R.S.).
2. Salary deductions are based on a percentage ratio according to an employees' age and earnings.
3. If an employee is enrolled in P.E.R.S. and terminates his/her service with the County before retirement, he/she may have his/her deductions refunded, if desired. The employee must request the application to withdraw pension monies and complete and forward it within two (2) months of his/her termination date.

4. Employees enrolled in P.E.R.S. seeking to retire should report to the payroll unit of the Department of Finance 45 days in advance of retirement to complete an application for retirement.

1. Effective August 1, 2003 employees and their eligible dependents shall be entitled to comprehensive medical and hospital coverage in accordance with the provisions of the New Jersey State Health Benefits Program. Employees shall be afforded a choice from among the State Health Program’s plan offerings.
2. Prescription drug coverage shall be offered to all employees and their dependents in accordance with the freestanding prescription plan offered by the New Jersey State Health Benefits Plan.
3. The employees and their dependents shall also be afforded optical and dental coverages through the County’s own provider contracts.
All of the coverages outlined above will be furnished to the employees and their dependents without premium copays and shall extend at least through the duration of this agreement.
4. Employee, as used herein, means a bargaining unit member who works 20 or more hours per week. Your eligible dependents, for comprehensive medical, hospital and prescription drug coverage under the New Jersey State Health Benefits Program are currently defined as your spouse and/or your unmarried children under age 23 who live with you in a regular parent-child relationship. This includes children who are away at school as well as divorced children living at home and dependent upon you for support. Eligible dependents for optical and dental coverage are defined by the County’s provider contracts.

Any employee hired on or before October 23, 1995 shall be eligible for County paid health benefits coverage for himself/herself and eligible dependents for five years after retirement, commencing with the employee's retirement date. Employees hired after October 23, 1995 shall be entitled to health benefits coverage for himself/herself and eligible dependents for three (3) years after retirement, commencing with the employee's retirement date. Retirement is currently defined in accordance with N.J.S.A. 40A:10-23 as having 25 years or more of service credit in the State Pension Plan and a period of service of up to 25 years with Atlantic County at the time of retirement or upon reaching the age of 62 years or older and having had at least 15 years of service credit with Atlantic County. Health Benefits coverage is defined as the coverage currently in force at the time of retirement and any changes to such coverages as may occur during the applicable periods of employer paid coverage.

When an employee is granted a leave of absence unrelated to any family and medical leave act, the coverage of that employee and his dependents will be terminated unless the employee reimburses the County in full for the premiums due during the leave in advance of taking such leave. Employees can then re-enroll with the County group upon returning from the leave of absence. In no event can this period of reimbursed coverage exceed six months. An employee who goes through an unpaid status for 15 or more calendar days is liable for payment of premiums retroactively to the first day of unpaid status.

D. Part-time employees, defined as those regularly scheduled for at least twenty (20) hours of work per week, shall be entitled to health benefits. Temporary and part-time employees working less than 20 hours are not entitled to any health benefits.

E. Effective August 1, 2003, eligible employees and their families will be offered temporary extension of health coverage called continuation coverage under the COBRA provisions of the New Jersey State Health Benefits Program.

If an employee of this unit is injured on duty during working hours, he/she will be entitled to Workers’ Compensation benefits as set forth in N.J.S.A. 34:15.
G. The County shall continue to provide health care coverage to employees on approved furloughs.

1/1/05 - $1,400 added to base (retroactive to 01/01/05)
1/1/06 - $1,550 added to base
1/1/07 - $1,650 added to base
1/1/08 - $1,800 added to base.

C. When an employee is promoted to a title at a higher grade than their

Increase of two grades - 7% salary increase or minimum salary of new grade.
Increase of three grades - 8% salary increase or minimum salary of new grade.

Only one unit employee may be on such leave at a time.

1. If the employee so requests, one steward may accompany an employee to a meeting, conference or hearing concerning a disciplinary matter. Such meetings, conferences or hearings shall be mutually scheduled by the Employer and the Union.
2. Mutually scheduled negotiation sessions.
3. Investigation of grievances up to one hour maximum.
4. Mutually scheduled grievance hearings.
5. Mutually scheduled labor/management meeting.

E.1. There shall be Labor-Management meetings quarterly upon the request of either the county or the Union in order to discuss and mutually resolve any concerns. Up to three (3) representatives of each party may attend and shall have authorization to resolve the issues being discussed except where resolution must come outside the Department, where Freeholder and/or where full Union approval is required.

2. The request of either party for such a meeting shall include an agenda of topics to be discussed and be submitted seven (7) days prior to the meeting date. Sufficient meeting time(s) shall be established to complete the agenda.