Police Officer's/Corporal’s/Detective’s Contract 2025 – 2028
15
22 Police Officer’s/Corporal’s/Detective’s Contract 2025 – 2028
 
AGREEMENT BETWEEN
THE TOWNSHIP OF FLORENCE
AND
FLORENCE TOWNSHIP FOP LODGE #210
PATROL OFFICERS, CORPORALS, & DETECTIVES
JANUARY 1, 2025
Through
DECEMBER 31, 2028
(v11132024)
INDEXACCUMULATED SICK LEAVE PAYMENT-RETIREMENT - 15
ADDITIONAL SICK LEAVE - 19
AGREEMENT - 3
BEREAVEMENT LEAVE - 17
BULLETIN BOARD - 4
CANINE ASSIGNMENT - 13
CAREER DEVELOPMENT - 16
CEREMONIAL ACTIVITIES - 4
CLOTHING ALLOWANCE - 14
CORPORAL ASSIGNMENT - 12
COURT TIME - 14
DETECTIVE DIVISION – 11
DISABILITY AND DEATH BENEFIT - 18
DISCIPLINARY ACTION - 6
DURATION OF CONTRACT - 3
E.M.T. DESIGNATION - 20
FIELD TRAINING OFFICER - 21
GENERAL PURPOSE - 3
GRIEVANCE PROCEDURE - 6
INJURY LEAVE - 17
INSURANCE - 8
LODGE-AGENCY SHOP - 5
LONGEVITY - 23
LUNCH BREAK - 4
NON-DISCRIMINATION - 3
NORMAL AND OVERTIME WORKED - 9
NOTICE OF SCHEDULE CHANGE - 21
PAY RATE - 24
PERSONAL DAYS - 20
PERSONNEL FILES - 7
PRESERVATION OF RIGHTS - 3
POLICE LICENSING - 9
RECOGNITION - 3
REIMBURSEMENT OF EXPENSES - 16
REPLACEMENT OF LOST PERSONAL PROPERTY - 15
RETIREMENT PAYMENT - 15
RIGHTS AND PRIVILEGE OF THE LODGE - 4
SALARY - 24
SCHOOL RESOURCE OFFICER - 14
SEPARABILITY AND SAVING - 4
SICK LEAVE - 18
SPECIALIZED CERTIFICATIONS AND PROFICIENCIES - 21
TWELVE (12) HOUR SCHEDULE - 21
UNION REPRESENTATION AND MEMBERSHIP - 5
VACATIONS - 19
WELLNESS - 16
AGREEMENT
On January 1, 2025 this Agreement was ratified by the governing body of the Township of Florence, County of Burlington, State of New Jersey, herein referred to as the Township, and the Florence Township FOP Lodge #210, of the Township of Florence, County of Burlington, State of New Jersey herein referred to as the Lodge, employee, or member. In consideration of the mutual promises contained herein, it is hereby agreed as follows.
DURATION OF CONTRACT - TERM AND RENEWAL
This Agreement shall have a term from January 1st, 2025 through December 31st, 2028. If the parties have not executed a successor agreement by December 31, 2028, then this Agreement shall continue in full force and effect until a successor agreement is executed. Negotiations for a successor agreement shall be in accordance with the rules of the Public Employment Relations Commission.
RECOGNITION
The Township herein recognizes the Florence Township FOP Lodge #210 as the bargaining agent for the purpose of establishing salaries, wages, hours and all terms and conditions of employment eligible for negotiations for, Police Officer, or those members covered by this Agreement, assigned as Corporal’s, or to the Detective or Investigative Division.
NON - DISCRIMINATION
The Township and the Lodge do agree that there shall be no discrimination against any of the members of Florence Township FOP Lodge #210, because of their Race, Creed, Religion, Sex, National Origin, or Political Affiliation, and has the right without fear of penalty or reprisal to form, join, and assist any employee or organization, or to refrain from any such activity. There shall be no such activity during the employee's scheduled working hours, nor shall the employee represent that his/her participation in the above-mentioned activities represent the position of the Township of Florence.
GENERAL PURPOSE
A) This Agreement is entered into in order to promote harmonious relations between the Township and the Lodge, in the best interest of the residents of the Township of Florence, County of Burlington, State of New Jersey, to establish an orderly and peaceful procedure to settle differences which might arise and to set forth a full agreement between parties, establishment of pay, hours of work, and all terms and conditions of employment eligible for negotiations.
B) The Township agrees to continue with all and any procedures that are not covered or excluded by this contract, that have been established in past years. The Township however, reserves the right to amend or alter policies and procedures in accordance with the law.
PRESERVATION OF RIGHTS
The Township of Florence agrees that all benefits, terms and conditions of employment relating to the status of the Township of Florence Police Patrol Officers and Detectives, which benefits, terms and conditions of employment are not specifically set forth in this Memorandum of Agreement, shall be maintained at not less than the highest standards in effect at the time of the commencement of collective bargaining negotiations between the parties leading to the execution of the memorandum of Agreement.
SEPARABILITY AND SAVING
If any provision of this Agreement or any application of this Agreement to any employee, member or group of employees or member is held to be invalid by operation of law, by any Court, administrative body or other tribunal of competent jurisdiction, then the parties agree to reopen negotiations with respect to the impact of such invalid provision consistent with the law relating to negotiations and interest arbitration as set forth in the N.J.S.A. 34:13A-3, et seq.; however, all other provisions and applications contained herein shall continue in full force and effect, and shall not be affected thereby.
CEREMONIAL ACTIVITIES
In the event a police officer in another department in the State of New Jersey and surrounding states is killed in the line of duty, the Township will permit at least one uniformed police officer of the Township to participate in the funeral service, for the said deceased officer, on a voluntary basis.
Subject to the availability of same, the Township will permit a Township police vehicle to be utilized by the members in the funeral service.
Police officers participating in such funeral service shall not be entitled to any compensation during the time in which they are participating in said funeral service unless otherwise agreed to by the Chief of Police.
RIGHTS AND PRIVILEGE OF THE LODGE
Representatives of the Lodge shall be permitted a reasonable amount of time to transact joint Police and management business on the premises as long as it does not interfere with assigned duties. Members of the Lodge shall be granted an excuse from duty for a period of time not to exceed two (2) hours, for a regularly scheduled meeting of the Lodge or contract negotiations which falls during his/her normal tour of duty, except where the Chief of Police determines that an emergency exists, or where working conditions require said officer's service elsewhere. The Lodge may have use of a meeting room in the township building, subject to the township policy for utilizing and scheduling the use of township building.
BULLETIN BOARD
The Township agrees to supply the Lodge and the Police Department a bulletin board, to be placed in the Police Department Headquarters, for posting of notices of meetings and other official business of the Lodge and the Police Department only.
LUNCH BREAK
For every four (4) hours of scheduled work, including overtime, an employee is entitled to a thirty (30) minute suspension of patrol/duties that may be taken consecutively. Assignments and duties will govern when breaks are to be taken, pending the shift supervisors discretion, and available manpower during that period. Nothing herein will eliminate the responsibility of an officer to respond to any and all calls when deemed necessary.
LODGE - AGENCY SHOP
Any permanent employee in the bargaining unit on the effective date of this Agreement who does not join the Union within thirty (30) days thereafter, any new permanent employee who does not join within thirty (30) days of initial promotion within the unit, and any permanent employee previously promoted within the unit who does not join within ten (10) days of reentry into employment with the unit shall, as a condition of employment, pay a representation fee to the Union by Automatic Payroll Deduction. The representation fee shall be in an amount equal to eighty-five percent (85%) of the regular Union membership dues, fees, and assessments as certified to the employer by the Union. The Union may revise its certification of the amount of the representation fee at any time to reflect changes in the regular Union membership dues, fees and assessments. The Union’s entitlement to the representation fee shall continue beyond the termination date of this Agreement so long as the Union remains the majority representative of the supervisors in the unit, provided that no modification is made in this provision by a successor agreement between the Union and the employer.
The Union agrees that it will indemnify and save harmless the Township against any and all actions, claims, demands, losses or expenses (including reasonable attorneys' fees) in any matter resulting from action taken by the Township at the request of the Union under this article.
UNION REPRESENTATION AND MEMBERSHIP
SECTION 1 In accordance with the Lodge rules, authorized representatives of the Lodge, whose names shall be filed in writing with the Township Administrator, or his/her designee, shall be permitted to visit any facility or the office of the Chief of Police of Florence Township, or his/her designee, for the purpose of processing or investigating grievances. The right shall be exercised reasonably, and shall be exercised by no, more than two (2) authorized Union representatives at any one time. Upon entering the premises, the authorized representative shall notify the commander or, in his/her absence his/her duly authorized representative. The Lodge representatives shall not unreasonably interfere with the normal conduct of the work within the public facility.
SECTION 2 The Township agrees that any sworn officer, regardless of rank, who are Lodge members and authorized representatives, who are officially recognized delegates, shall be granted an administrative leave with pay in accordance with the provisions of N.J.S.A. 11A: 6-10 for the reasons set forth therein.
SECTION 3
With respect to internal investigations, the Township shall present to the Lodge copies of all charges for disciplinary action and/or discharge against all employees covered by this Contract and the results thereof. The Lodge shall be informed of dates, times, and any charges, thereof for disciplinary hearings and also have the right to have a representative at such hearings at the employee’s request at no loss in pay. The employee/member has the right to have a Lodge representative present during any meeting or interview, that he/she believes may result in disciplinary action, this is in accordance with NLRB vs. Weingarten, Inc. also East Brunswick B.O.E PERC No. 80-31, 5 NJPER 10206, (1979); 420 U.S. 251 (1975).
DISCIPLINARY ACTION
A) In the event any disciplinary action is taken against one of the members of the Lodge, that member shall be notified within thirty (30) days of confirmation of the alleged infraction. The notification shall be in writing from the Chief of Police or his/her delegate and state in full the allegation and proposed methods of adjudication and penalty. Knowledge of the allegation shall commence upon written notification of the infraction, to the Chief of Police or his/her delegate, and such date to be documented.
B) If the Chief of Police and/or his/her delegate deem an investigation into the alleged infraction is necessary and disciplinary action is to be taken against any member, the investigation into the alleged infraction (s) shall commence within thirty (30) days of the knowledge of the alleged infraction (s) by the Chief of Police and/or his/her delegate. Every effort will be made to conclude the investigation within forty-five (45) days of its induction. The Lodge agrees that some investigations may require additional time and that said additional time shall not constitute a violation of contractual rights. The Township agrees to notify the Lodge in instances when additional time is required.
GRIEVANCE PROCEDURE
To provide for the expeditious and mutually satisfactory settlement of grievance arising with respect to complaints occurring under this agreement, the following procedures shall be used. For purposes of this agreement, the term "grievance" means any complaint, difference or dispute between the employer and any supervisor or the Lodge with respect to the interpretation, application, or violation of any of the provisions of this Agreement, or any negotiable rules, regulations, policies, agreements or administrative decisions affecting any employee (s) covered by this Agreement. For the purpose of this section, “working days” shall mean Monday through Friday and not inclusive of Saturday, Sunday, or holidays and not limited to days that are worked by the member(s) of the Grievance Committee. Disciplinary action shall not be subject to the grievance procedure.
The procedure for settlement of grievance shall be as follows:
STEP #1.
The complainant enters a written Grievance with the members of the Grievance Committee within ten (10) working days of the occurrence.
STEP #2.
The Grievance Committee will meet and review the grievance with the complainant, within five (5) working days, to determine if the grievance is valid.
STEP #3.
If it is determined that the grievance is valid, the Grievance Committee and the complainant will meet with the Chief of Police or officer in charge of the Police Department, to try to resolve the grievance, within five (5) working days of the receipt of the said grievance.
STEP #4.
If STEP #3 is unsuccessful, a written grievance will be submitted to the Chief of Police or officer in charge of the Police Department, within five (5) working days. The Chief of Police or officer in charge shall respond within five (5) working days of the receipt of the said grievance.
STEP #5.
If the Chief of Police or the officer in charge does not respond to the grievance within five (5) working days, or if the Chief's or the officer in charge, decision is unsatisfactory, the grievance shall be presented in writing to the Township Administrator or his/her delegated representative within ten (10) working days. This presentation shall include copies of all previous correspondence relating to the matter in dispute. The Township Administrator or his/her delegated representative may give that complainant the opportunity to be heard and will give its decision in writing within twenty (20) working days of receipt of the written grievance.
STEP #6.
(1) If no satisfactory resolution of the grievance is reached at STEP #5, then within five (5) working days the grievance shall be referred to the Public Employment Relations Commission for the selection of an arbitrator, pursuant to the rules of said commission. The decision of the arbitrator shall be final and binding upon parties.
(2) It is agreed between the parties that no arbitration hearing shall be held until after the expiration of at least thirty (30) days after the decision rendered by the Township Administrator or his/her delegated representative on the grievance.
3) The cost of the arbitration shall be borne equally by the parties but each party shall be responsible for such other costs as he/she may incur.
PERSONNEL FILES
In as much as the members of this agreement recognize that some portions of personnel files are a matter of public record, the Township must take efforts to safeguard personnel information, which is not legally accessible to the public.
Only those types of files described in this agreement shall be maintained by the employer. The Township agrees to take steps necessary to assure that access to these files is restricted as per this agreement. Only those personnel files described below may be maintained:
PERSONNEL FILE - To be maintained by the township personnel file clerk and contain the following:
a. Employee application
b. Payroll and attendance records
c. Training and/or Special school resume
d. Assignment and promotion records
e. Awards and accommodations
f. Accompanying Civil Service forms required by Department of Personnel
Administrative law or practice.
g. Sustained disciplinary actions with penalties - disposition only
Access: Accessible to public. (Copies of training files may be maintained by police personnel for the purpose of training, assessment, scheduling and discovery purposes).
CONFIDENTIAL FILE - To be stored in a locked file / electronic database controlled by the Chief of Police and the Township Administrator and may contain the following:
a. Medical questionnaires
b. Medical reports
c. Financial reports
d. Psychological
Access: This information is restricted and available on an absolute need to know basis only. Upon one day advance notice to the Chief of Police and member covered by this agreement may review his/her confidential file. The appointment for an employee to review his/her file will be made with the Chief of Police at a mutually agreeable time and date. Upon written request, the officer is entitled to receive one complete copy of the confidential file at Township expense within 7 days of making such a request.
INTERNAL AFFAIRS - To be stored in a locked file / electronic database controlled by the Chief of Police and the Township Administrator and may contain the following:
a. Citizen complaint forms
b. Supervisory investigative/complaint forms
c. Statements from Internal affairs investigations
d. Internal affairs investigation reports
e. Inter-agency correspondence
f. Findings and recommendations
g. Supporting documentation and information associated with sustained disciplinary
actions with penalties.
Access: This file is available only to the Chief of Police or his/her designee. Other persons shall have access to internal affairs files only upon exercising discovery privileges. Further, the Township retains its rights under the State Statutes and nothing is this section shall be construed so as to limit whatever rights the Mayor, Council and Administrator shall have under State Statutes.
INSURANCE
The following benefits apply to all current and future officers who are members of the Florence Township FOP Lodge #210.
A) Should the Township need to change from the current prescription plan, FOP Lodge #210 shall receive a list of items covered by the current and proposed prescription plan carriers. The list shall show the comparison of cost both to the Township and FOP Lodge #210 members, as well as those items covered by both plans. The Township shall give thirty (30) days advanced notice to the FOP Lodge #210 of the details of the proposed changes. The Township agrees that changes to the prescription plan coverage shall be equal to or better than the current plan in place at the time of this agreement.
Effective October 1, 2013, the Township of Florence entered into a self-insured health benefits plan. Covered employee co-pays shall be those set forth within the self-insured health benefits plan as prescribed on October 1, 2013.
In addition to the coverage provided under the self-insured health benefits plan, it is further agreed that the following provisions are a part of this contract:
1. Florence Township can withdraw from the self-insured health benefits plan so long as a minimum of sixty (60) days notice is provided to the employees and FOP Lodge #210.
2. Florence Township can withdraw from the self-insured health benefits plan and join another program so long as the benefits and costs are equivalent to or better than the current plan which was in place immediately prior to the establishment of this current contract.
3. FOP Lodge #210 and the Township agree that if the co-pay levels increase to an amount greater than the co-pay levels required by the SHBP immediately prior to joining the self-insured health benefits plan, or if at any time the benefits provided by the self-insured health benefits plan are found not to be equivalent to or better than the SHBP which was in place immediately prior to joining the self-insured health benefits plan, than the Township, if cost neutral, may choose the adjust the co-pays under the self-insured health benefits plan.
4. The Patrol Officers, Corporals and Detectives shall contribute to the cost of health insurance pursuant to the provisions established prior by (P.L. 2011 c.78). The contribution amount shall be based on the employees’ base salary and/or any combination of compensation as required by (P.L. 2011 c.78) and shall not be calculated to include overtime, stipends or other forms of salary unless specified by (P.L. 2011 c. 78).
5. Under the self-insured health benefits plan, the Township can request that its insurance representative prepare additional alternative plan options for employees to consider. The decision to choose an alternative plan with defined co-pay levels different than the standard offered plans rests solely with the employees. If an alternative plan is more beneficial for an employee, then the employee is free to select that coverage.
There shall be established a dental services plan with benefits equal to or better than the level of benefits provided by the Delta Dental Plan of New Jersey, Inc. - Program III:A.
B) The Township agrees to continue the present life insurance coverage under the (PFRS) POLICE and FIREMAN'S RETIREMENT SYSTEM.
C) Consistent with N.J.S.A. 40A:10-17.1, an employee who waives health care coverage because the employee is covered under his/her spouse’s insurance plan or any other health insurance provider not provided by Florence Township, shall receive a payment in December of each year in which he/she has elected not to receive medical and prescription health care benefits. The payment in lieu of participation in the Township health insurance is stipulated and enumerated in the Florence Township combined policy and procedure manual / employee handbook. At the time of this contract, the payment in lieu of insurance is $3,000.
POLICE LICENSING
The Township agrees to pay for the cost of police licenses and all associated fees including but not limited to licenses, required training to maintain police licenses, psychological examinations, physical examinations, and administrative requirements. Officers shall be compensated appropriately for attending any of the above. The Township is responsible for maintaining and incurring the full cost of any insurance related to police licensing to meet or exceed the terms and amounts required by the NJ Attorney General, legislation, Police Training Commission, or other organizations requiring the same.
NORMAL AND OVERTIME WORKED
A) A normal work day shall be twelve (12) continuous hours per day.
B) The shift assignment of each employee, and the days of the week at which he/she is assigned to work, shall be determined by the Chief of Police or his/her designee.
C) If an employee is called to work early or requested or ordered to stay past the normal departure time, this will be considered overtime. He/she will receive one and one half (1½) times his/her normal rate of pay (time and a half), regardless of the number of hours actually worked during the regular payroll period.
D) If an employee is requested or ordered to work overtime on a vacation day, or one of the days listed under section F below, when he/she would normally be off duty, he/she shall receive two (2) times his/her rate of pay (double time), for the hours worked. In the case of vacation overtime, this will be in addition to any compensation he/she would have received if he/she had not been requested or ordered to work the overtime.
E) If an employee is called into work at a time other than he/she would normally be scheduled, he/she is to receive a rate of one and one half (1½) times his/her rate of pay, (time and a half), for the hours worked. He/she will be guaranteed a minimum of two hours pay at a rate of one and one half (1½) times his/her rate of pay, unless this overtime is continuous to the employee's regular scheduled shift in which case the employee shall receive the overtime rate for the time actually worked in excess of the regularly scheduled shift.
F) If an employee reports off sick for a scheduled shift on any of the below listed days, the employee must see a doctor on that day and present a doctor’s certificate indicating the employee was seen on that date and the nature of the illness. If an employee reports off sick for a scheduled shift that includes any part of a shift that is part of a holiday listed below, then the employee must see a doctor and present a valid medical note. For example, if an officer is scheduled shift (2) on December 23rd which runs into December 24th (a scheduled holiday) the officer must present a valid medical note. If an employee reports off sick on any of the below listed days, and does not see a doctor on that day and provide a doctor’s certificate, the employee shall at a minimum be docked one (1) day’s pay:
New Years Day, Martin L. King Birthday, Presidents Day, Good Friday, Easter Sunday, Memorial Day, Juneteenth, Independence Day, Labor Day, Columbus Day, General Election Day, Veterans Day, Thanksgiving Day, the day after Thanksgiving, the day before Christmas, and Christmas Day. Holiday is the day it is celebrated.
G) If an employee should be off during the pay period because of a Personal day or Vacation day this will be considered a day worked; and he/she shall not lose any compensation if a Holiday falls during that pay period.
H) An employee cannot be charged for two days off for the same day.
I) All Vacation, Sick, and Personal day leave shall be considered a working shift, regardless of the employee's shift assignment. This section (I) shall not affect item (H) above.
J) All training taking place outside of the employee’s regular work schedule shall be compensated at the rate of time and one-half (1 ½) the regular hourly rate, or at the rate of two (2) times the rate of compensatory time if the training occurs on one of the recognized holidays in Section F.
K) If the employee works an extra duty assignment / outside employment detail, their overtime pay rate will be determined by the type of job and the category the vendor is categorized under.
1) Job Descriptions:
i Traffic Control – Any type of construction, demolition, repair, replacement, installation or maintenance being completed by the vendor and/or requires assistance with managing and directing the flow of vehicular or pedestrian traffic on all public & private roadways or parking lots.
ii Security – A police presence is requested at a specific property, venue or event in which law enforcement services are needed to ensure the safety of the public and or property.
2) All vendors will be required to pay the fixed rate or double-time pay rate unless the contractor is the Florence Twp. Board of Education or its sub-contractor(s), Township of Florence or its sub-contractor(s), a religious organization that has an established place of worship within the township’s boundaries, or a non-profit organization with an IRS determination letter, EIN and/or IRS 990 tax filing with an operating address within Florence Township. Any non-profit organization with an operating address located outside of Florence Township holding an event within township boundaries are subject to the fixed rate or double-time pay rate. If the vendor qualifies for the exemption the officer will be receive 1 ½ times their rate of pay for every hour worked. If the hours worked occur on a holiday that is recognized in this contract then the officer will receive double-time pay for every hour worked.
3) Traffic Control:
i. 2025 & 2026 - $105.00 per hour
ii. 2027 & 2028 - $110.00 per hour
4) Security
i. 2025 – 2028: $100.00 per hour
5) Double-time Rate: If the extra duty assignment occurs on a holiday recognized in this contract, the employee is entitled to two (2) times their salaried rate of pay (double-time) for the hours worked, or the rate specified herein whichever is the higher of the two rates of compensation. If any of the hours of the assignment occurs on a date in which the officer is entitled to double-time they will receive the double-time rate for the entire extra duty assignment.
6) The officer is entitled to a four (4) hour minimum for all job categories and vendors unless at the time of request, the vendor requests a shorter time period. In the event this occurs the officer is entitled to a two (2) hour minimum. This exception shall only be available to the vendor if the job request is made twenty-four (24) hours in advance of the scheduled start time.
7) The vendor is required to provide at least twelve (12) hours of notification for all job cancelations or requests for reduction in staffing. If this requirement isn’t met, then the vendor agrees to pay a four (4) hour minimum to the affected officer(s).
DETECTIVE DIVISION
Any member assigned to the Detective Division, shall for the period assigned to that Division, receive five percent (5%) of his/her base salary, in addition to his/her regular wages and overtime.
A) Floating Vacation Days- A detective may utilize up to three (3) floating vacation days per year from the following list:
1. New Year’s Day
2. Memorial Day
3. Independence Day
4. Labor Day
5. Thanksgiving Day
6. Christmas Day
B) If the “on-call” detective is recalled for an investigation on one of these days, the detective agrees to respond, work the necessary hours to conclude the investigation, and agrees to do so as part of their straight-time hours with no overtime compensation. The hours that the detective works will be credited back to their vacation time allotment
CORPORAL ASSIGNMENT
A) Corporal is an officer assigned by the Chief of Police or his/her designee and has
completed the mandatory Corporal training as per Florence Township Police S.O.P.03-19. Upon successfully completing the mandatory Corporal training, Corporals assigned to the patrol division will earn top patrol pay for the first two years of the assignment based on the date of completion of Corporal training. Upon completion of the two years or if the Corporal is already at top patrol pay, the Corporal will go to initial Sergeant’s pay as listed in the Florence Township Police Sergeant bargaining agreement.
B) Corporals with assignments outside of the patrol division such as Corporals holding positions as detectives or school resource officers are exempt from the salary provisions of Section A. However, these Corporals shall be compensated the difference of their salary rate and the initial Sergeant salary rate for any hours worked as a patrol shift supervisor.
C) If the patrol Corporal is removed from the assignment for any reason, he/she will assume their salary position in the salary chart at the same level had they not been assigned as a Corporal.
D) The Township shall not use the Corporal position to unreasonably delay the filling of
an open Sergeant position. If circumstances dictate that the position cannot be promptly
filled, then the FOP shall be advised of the circumstances that give rise to the delay.
E) In the event of a long-term absence of the Sergeant of the Patrol Division shift, the Corporal of that squad who is running said shift shall be compensated at the initial Sergeant’s salary rate for each day worked after thirteen (13) working shifts or one full month rotation as acting shift leader (exclusive of vacation or personal leave) if the Corporal is not already receiving the initial Sergeant salary rate.
F) If a Sergeant is on sick leave or workman’s compensation leave for thirteen (13) or more working shifts or one full month rotation, the Corporal who is running said shift in the Sergeant's absence shall be compensated at the initial sergeant’s salary rate for each day worked after thirteen (13) working shift or one full month rotation as acting shift leader if the Corporal is not already receiving the initial sergeant salary rate.
G) In the event a Patrol Sergeant retires, is reassigned, or is promoted, the Patrol Corporal
(if not already receiving the initial Sergeant’s salary rate) shall immediately receive
compensation at the initial Sergeant’s salary rate for every day worked as acting shift
leader commencing on the first day of the Sergeant's absence.
H) A Corporal who volunteers to work an available Sergeant’s position overtime shift
will be compensated for same at the initial Sergeant’s overtime rate.
I) The Township agrees to make every effort to keep patrol staffing to a maximum whenever possible.
J) The Township agrees that the manpower staffing of all shifts shall not be reduced below the minimums found in (Twelve (12) Hours Scheduled) section of this contract at paragraph 2) as a result of a Corporal becoming the squad supervisor on any given shift.
K) If a Corporal receiving top step patrol rate is promoted to Sergeant, the Corporal shall advance to the initial Sergeant rate under terms outlined in the Florence Township Police Supervisors (Sergeant) labor agreement. If a patrol Corporal is currently receiving initial Sergeant rate and is promoted to Sergeant, they shall remain at initial Sergeant pay until they have been in that pay grade for a period of one (1) year exclusive of time served in that pay grade as a patrol Corporal, at which time they will advance to Step 2 in the Sergeant’s salary guide as outlined in the Florence Township Police Supervisors (Sergeant) labor agreement.
L) The Corporal assigned to the patrol division agrees to allow for one shift adjustment on Sunday, per twenty-eight (28) day rotation, that is exempt from the “set” of working shifts mentioned above in this section. The shift adjustment will count as one (1) shift towards the agreed upon allotment.
CANINE ASSIGNMENT
A) K-9 Unit Officers shall be provided with all the necessary equipment to maintain a clean and healthy atmosphere for their assigned K-9. This is not to state that the Township shall pay or bill the individual kennel units needed to house K-9 Units.
B) It is agreed that the Township shall provide all necessary food stuffs for the maintenance of the K-9.
C) It is agreed that the Township shall provide the necessary medical supplies and equipment needed for the good health of the K-9.
D) Those officers who have earned the designation of K-9 Officer as deemed by the Chief shall, in addition to their salary, receive a stipend payable annually, during the first pay period of January, prorated based on the actual period assigned during the year. The stipend will be calculated based on the following paragraph:
In order to compensate an officer assigned as a K-9 Officer for the additional time spent while not working a shift, the K-9 officer shall receive additional compensation in the form of a 5% stipend calculated on his/her base pay, half to be paid in the first pay period of January of each year and the second half in first pay period of July of each year. The stipend is calculated on the yearly base pay.
E) When a K-9 handler is working, his/her supervisor is to allow the handler 30 minutes of shift time to care for the K-9.
F) The Chief will have discretion to establish which shift the K-9 Officer will work. It is agreed that the twelve-hour shift is the preferred shift, maintaining the same schedule as set forth in the “TWELVE (12) HOUR SCHEDULE” section of this contract. However, notwithstanding hours worked by other officers under this Agreement, the hours for the K-9 Officer shall be established by the Chief of Police as determined to be the most efficient use of the K-9 resources for the Township. The K-9 Officers’ schedule will be posted at the same time as the Departmental schedule. Once established, the officer’s shift will not be changed without at least seven (7) days notice, unless the Chief declares and articulates a non-economic emergency. Due to K-9 training, K-9 related training, community policing events and K-9 specific assignments shall not count toward the limit of shift assignment changes during the 28-day work cycle.
G) Training shall be provided as required by law and at the discretion of the Operation Division Commander. Training will be scheduled whenever possible during the officer’s assigned shift. A K-9 Officer shall be permitted to receive up to twelve (12) hours of compensation time for attending training on their regularly schedule day off. Such compensation time must be used by the officer within one calendar year of the date on which it was earned, in a manner which does not negatively impact the operations of the department or result in the creation of overtime.
SCHOOL RESOURCE OFFICER
A) It is agreed that the eight (8) hour shift is the preferred shift for the school resource officer. The assigned hours will depend on the school that the school resource officer is assigned to each day. Due to the hours of each school being different, the section of the contract titled “Notice of Schedule Change” will not apply to the school resource officer. The Police Department and School District will make every effort to assure the school resource officer has the appropriate notification of their daily assignment.
B) The School Resource Officer (SRO) shall receive overtime or compensatory time for all responsibilities that attendance is required outside the scheduled school day.
C) The School Resource Officer (SRO) would be given first opportunity for all school sanctioned overtime events.
D) Stipend: School Resource Officers will receive the following stipend paid in two (2) increments as follows: 2025-2028 $1400 ($700 in the 1st pay in July & $700 in the last pay in December)
PAYMENT FOR COURT TIME
A) If an employee is required to appear in court, at a time other than he/she would normally be scheduled, he/she shall receive a rate of one and one half (1½) times his/her rate of pay, (time and a half), for each hour that he/she is required to be present in court. He/she will be guaranteed a minimum of two hours of pay at a rate of one and one half (1 ½) times his/her rate of pay. The employer has option to work the employee the full two (2) hours when the court is completed in less than two (2) hours.
B) Court payment will be included in the member's weekly paycheck, for that pay period.
C) Supervisors agree to schedule no more than two court dates per month. The court will be provided a list of these dates by each supervisor. The list will be kept current and cover a minimum period of twelve (12) months. The court will be given sufficient notice should a court date need to be canceled.
Supervisors will schedule court dates so as not to fall on days of approved personal leave. In cases that involve extenuating circumstances, the presiding judge can require an officer to attend a third court. This section does not apply to special courts held during the year, nor to cases that require the charging officer to schedule the case for the next court date and be present (i.e. domestic violence cases, DWI, etc.).
CLOTHING ALLOWANCE
A) The Township agrees to the uniform maintenance and purchase allowance to the following amounts during the term of this contract: 2025 – 2028 $2,300.00. The amount is to be paid to the employee by May 1st of each year. If an employee is off on sick leave, worker’s compensation leave, FMLA or Military for a total of two (2) or more consecutive months in a calendar year, then he/she will receive a pro-rated amount of the yearly clothing allowance. If the officer is scheduled off for disciplinary reasons for a total of two (2) or more months in a calendar year, then he/she will receive a pro-rated amount of the yearly clothing allowance. If the employee already received their clothing allowance the following year’s clothing allowance will be pro-rated.
B) The Chief of Police or his/her designee is to set the requirements for each uniformed officer as to the number of clothing items and the condition of each.
C) In the event a member's uniforms or clothing are lost, damaged, or destroyed in the line of duty, the Township shall, in addition to the annual allowance, reimburse the said member for such loss. If the Chief of Police or his/her designee should order a change or addition to the present uniform, the initial change or addition will be paid for by the Township. This is to include the purchase of all material for uniforms upon promotion to a higher rank. (Gold buttons, Chevrons, Badge, etc.) All the standards are to be set by the Chief of Police and/or the Township.
D) The Township agrees to pay for the replacements of the officer’s bulletproof vest once every five (5) years, or the manufacturers certified life of the vest, whichever is the greater, with a vest of equal or greater quality and/or ballistic standards.
PAYMENT UPON RETIREMENT &
ACCUMULATED SICK LEAVE PAYMENT
A) Upon the date of retirement, an employee is entitled to compensation on a pro-rated basis for vacation, personal and sick days pertaining to the actual retirement year. For sick time, the total payment for all accumulated time (prior and current year) must conform to requirements for payment of sick time in accordance with P.L. 2010,c.3 which caps payment at $15,000. In the case of employees who do not fall within the limitations of P.L. 2010,c.3, such unused sick time payout caps for those days falling outside the provisions of P.L. 2010,c.3 are enumerated herein as outlined in paragraph (B) below.
B) For those employees not specifically covered by the provisions of paragraph (A) above, the Township agrees to pay each employee upon retirement, fifty percent (50%) of the total sum of his/her accumulated sick leave, not to exceed the following amounts: 2025 - $26,050.00, 2026 - $26,300.00, 2027 - $26,550.00, and 2028 - $26,800.00. The accumulated sick leave payment shall be made in two (2) equal installments. The first payment (50%) shall be paid within thirty (30) days after the effective date of retirement, providing that the employee has notified Florence Township of the retirement date by January 31st. The second payment (50%) shall be paid in the year following the actual retirement. The second payment will be made to the employee by January 31st of the following year.
REPLACEMENT OF LOST PERSONAL PROPERTY
The Township agrees to compensate an employee for damages to, or the loss of personal property, in the performance of his/her duty, provided said notice of such damage or loss shall be given to the immediate shift supervisor during or immediately following the shift in which the damage or loss occurred. The liability of the Township shall be only for the actual cost to replace the damaged or lost items, provided the items can be demonstrated to be necessary to the performance of duties, as determined by the Chief of Police in consultation with the Township Administrator, and in conformance with accounting principles and standards.
REIMBURSEMENT OF EXPENSES
A) The Township agrees to reimburse an employee for the use of his/her personal vehicle, at the Internal Revenue Service (IRS) published amount per mile, if used in the performance of his/her duties, educational seminars, and/or training, with proper authorization.
B) The Township agrees to reimburse an employee while on reassignment or temporary additional duty, for expenses concerning meals and lodging. Reimbursement for meals not to exceed fifteen dollars ($15.00) per meal, and lodging will be reimbursed at the actual cost per day. Receipts must be provided.
CAREER DEVELOPMENT
Police Officers employed by the Florence Township Police Department for thirty-six (36) months will be eligible for incentive pay for further career development as follows:
A) The Township shall pay an education stipend to each officer during the first week of June each year as follows;
1. Associate’s Degree - $300
2. Bachelor’s Degree - $600
3. Master’s Degree - $800
WELLNESS INCENTIVE
This is a voluntary program. The Township and FOP Lodge # 210 agree with the below Point System and Monetary Value. All documentation will be provided to the Police Chief. Payment will be based on points accumulated by December 1st of each year. Payment will be last pay in December. The Township & FOP agrees to add additional point incentives during the duration of this contract if agreed upon the Wellness Incentive activity and point value.
Level 1 - 500 Points ($400)
Level 2 – 900 Points ($800)
Level 3 – 1200 Points ($1200)
Points
- Pass PT Test:
o Pass 1.5 Mile Run = 100 Points
o Pass Push –Ups = 100 Points
o Pass Sit-Ups = 100 Points
- Perfect Attendance = 500 Points
o Use 1 Sick Day = 300 Points
o Use 2 Days = 100 Points
- Run Torch Run = 100 Points
- Attend JIF Wellness Seminar/Webinar = 50 Points
- Participate in Florence Township Wellness Contest = 50 Points
- Get an Annual Physical = 100 Points
- Participate in Captain Buscio Program or Medical Essentials Diagnostics = 300 Points
- Participate in a mental health checkup = 300 Points
- Get A Flu Shot = 50 Points
- Documented Fitness Facility Attendance = 100 points
- Home Workout/Run/ Bike/Etc. = 100 points (snap shot of phone app with distance, mileage, etc.)
- Weigh-In/Weigh-Out = 10 Points Per Pound
o Or Body Fat Percentage if in shape = 50 Points per percent reduced
- COVID-19 Vaccine – 50 points
The Chief of Police may add items or update items (but cannot remove them) to the wellness incentive without reopening the contract. Minimum points per category will be 50.
INJURY LEAVE
A) Injury leave shall be granted with full pay to employees disabled through an injury or illness as a result of/or rising from, and in the course of their respective employment, to include but not limited to skin poisoning or infections or contagious disease.
B) Any amount of salary or wages paid or payable to an employee because of leave granted pursuant to Section A, shall be reduced by the amount of Workmen's Compensation awarded under Chapter 15 of Title 34 of the revised statutes made for disability, because of the same injury or illness requiring such leave. It is the intention of the Township to supplement any temporary disability payments made under Workmen's Compensation to the employee so that said employee shall receive their full salary or wages.
BEREAVEMENT LEAVE
A) An employee will be granted the following time off with pay, in the case of the death of: SPOUSE, SON, or DAUGHTER for a maximum of ten (10) shifts. FATHER, MOTHER, GRANDFATHER, GRANDMOTHER, BROTHER, SISTER, FATHER-IN-LAW, MOTHER-IN-LAW, GRANDCHILD or STEP AFFILIATION for a maximum of five (5) shifts. One of the five (5) shifts must be the day of the funeral. However, if travel out of state with a one-way distance of more than one hundred (100) miles is required, the employee will be granted an additional two (2) days paid leave. One of the two (2) days shall be deducted from the employee's available sick leave.
B) An employee will be granted the following time off with pay, in the case of the death of: NEPHEW, NIECE, AUNT, UNCLE, BROTHER-IN-LAW, SISTER-IN-LAW, SON-IN-LAW, DAUGHTER-IN-LAW, GRANDFATHER-IN-LAW, GRANDMOTHER-IN-LAW, COUSIN OF THE FIRST DEGREE, or STEP AFFILATION for three (3) shifts, one of the days must be the day of the funeral or viewing. However, if travel out of state with a one-way distance of more than one hundred (100) miles is required, the employee will be granted an additional two (2) days paid leave. One of the two (2) days shall be deducted from the employee's available sick leave.
“Day of the Funeral” as used in this Section shall mean that the bargaining unit member may choose to use one Bereavement Day for any shift on which the scheduled hours occur on the day of the funeral. For the purpose of clarification, the following example is offered:
EXAMPLE: If the day of the funeral is Tuesday and the officer is scheduled to work on that Monday and Tuesday shift, the officer shall have the option to use the Bereavement Day on either that Monday or Tuesday.
DISABILITY AND DEATH BENEFITS
1. In the event that an active member receives a line of duty “accidental disability” retirement, as deemed by the Police and Fire Retirement System, provided the member has an unmarried dependent under the age of 18 or under the age of 26 years who is a full time matriculated student at an accredited college or university, the Township agrees to pay a disability benefit to the retired member in the amount of $1,200 per month for each month the accidental disability retiree is not covered by private health insurance, to be paid in quarterly installments, until the member reaches the age of sixty-five (65). If the member accepts employment after leaving Florence Township and earns more than fifty percent (50%) of his/her annual PFRS pension premium, then payment for this disability benefit shall cease thirty (30) days after the starting date of the new employment.
2. In the event that an active member receives a line of duty “accidental disability” retirement, as deemed by the Police and Fire Retirement System, and the member has no dependent, or no dependent under the age of 26 years who is a full time matriculated student at an accredited college or university, the Township agrees to pay a disability benefit to the retired member in the amount of $900 per month for each month the accidental disability retiree is not covered by private health insurance, to be paid in quarterly installments, until the member reaches the age of sixty-five (65). If the member accepts employment after leaving Florence Township and earns more than fifty percent (50%) of his/her annual PFRS pension premium, then payment for this disability benefit shall cease thirty (30) days after the starting date of the new employment
3. Upon the death of a member in the line of duty, provided the surviving spouse has an unmarried dependent under the age of 18 or under the age of 26 years who is a full time matriculated student at an accredited college or university, the Township agrees to pay a death benefit to the surviving spouse in the amount of $1,200 per month for each month the surviving spouse is not covered by private health insurance, to be paid in quarterly installments, for a period of twelve (12) years or until the surviving spouse remarries, whichever occurs first.
4. Upon the death of a member in the line of duty, and the member has no dependent, or no dependent under the age of 18 or under 26 years who is a full time matriculated student at an accredited college or university, the Township agrees to pay a death benefit to the surviving spouse in the amount of $900 per month for each month the surviving spouse is not covered by private health insurance, to be paid in quarterly installments, for a period of twelve (12) years or until the surviving spouse remarries, whichever occurs first.
5. In the event that an active member of the Florence Township Police Department who is covered by this contract should die in the line of duty, the Township shall pay up to fifteen thousand ($15,000.00) dollars of all necessary funeral expenses.
SICK LEAVE
A) Between the time of employment and the end of the calendar year, (December 31st), employees shall receive one (1) days (12 Hours) sick leave, with pay, for each month of employment. Thereafter, as of January 1st of the year following his/her employment, he/she shall be entitled to fifteen (15) days (180 Hours) sick leave with pay, for each year thereafter. The employee can use all accumulated sick leave and up to five (5) unearned sick days (60 Hours) at anytime during the year, which shall not exceed the annual maximum. If an employee required none of the said sick leave permitted during the calendar year, the sick leave not taken shall accumulate from year to year, to be used when needed. Sick leave herein is defined to mean - absence from duty of employee, because of personal illness by reason of which said employee is unable to perform the usual duties of his/her position, exposure to contagious disease, short period of emergency attendance upon a member of his/her immediate family who is ill and requiring medical treatment to provide care.
B) If an employee is absent for more than three (3) consecutive working days, for any reason set forth in the above section A, the Chief of Police or Township will require acceptable medical evidence, such as a doctor's certificate to return to work or being off 30 (thirty) consecutive calendar days. The nature of the illness shall be stated on the doctor's certificate, unless it is confidential between the doctor and patient. In this event, the doctor must give a certificate to return to work. The Township reserves the right at all times to verify any alleged illness.
C) Sick leave claimed by reason of quarantine or exposure to contagious disease may be approved on the certificate of the local Department of Health.
ADDITIONAL SICK LEAVE
If an employee is off for an extended period of illness or injury (NOT JOB RELATED), and uses all of his/her sick leave and vacation, he/she will then receive compensation according to the following:
After five (5) years of service on the Florence Township Police Department, he/she will receive one weeks pay for each year of service. This provision can be used only once in the twelve (12) month period following the last date the provision is used. If the full amount of the additional sick leave is not used during the employee’s absence from work, then he/she may use the remaining sick leave allotted during the twelve (12) month period which begins on the first day of the extended sick leave. If an employee uses their balance of extended sick leave on a second occasion during the twelve (12) month period, then the provision requiring the employee to wait 12 months before implementing extended sick leave again actually starts on the date he/she last used said leave under the first extended sick leave absence.
The provision of extended sick leave is subject to a physical examination at the discretion of the Township.
EXAMPLE: An employee with seven (7) years service will receive seven (7) weeks pay after his/her sick leave and vacation are exhausted.
VACATIONS
A) The Township agrees that the employee shall receive the following number of vacation hours per year, with pay.
Date of Hire through end of 1st year - 8 days (96 hours)
Beginning of 2nd Year through 6th Year - 12 days (144 hours)
Beginning of 7th Year through 13th Year - 15 days (180 hours)
Beginning of 14th Year through 19th Year - 20 days (240 hours)
Beginning of 20th Year through retirement - 25 days (300 hours)
B) Notice of approval or disapproval, of the requested vacation, shall be given within seven (7) days from the time such request is submitted to the Chief of Police or his/her designee. If after the seventh (7th) working day the employee has not received approval or disapproval of the requested vacation, it shall be considered approved. This provision applies to seven (7) days or less. These requests must be made at least (7) days before the first (1st) day of the vacation sought by the employee.
C) When in any calendar year the vacation time of an employee has not been exhausted, the employee may carry a maximum of twelve (12) days (144 hours) into the next succeeding year, and up to fifty (50) hours of compensatory time.
D) When a vacation day is taken in conjunction with an employee's regular scheduled days off, those days off shall be treated as part of and an extension of the employee's vacation, as long as it is five (5) or more consecutive days off. If the employee is ordered into work on the days in conjunction with the vacation day, he/she will receive the overtime rate specified in section D of Normal and Overtime Worked, contained in this Agreement.
E) The Township agrees that an officer’s scheduled shift cannot be changed provided the officer will be on consecutive vacation leave of at least five (5) days:
1. The day before starting vacation leave.
2. The shift immediately following vacation leave. (Except when no other officer is eligible for a shift adjustment.)
F) A Patrol Officer or Detective may three (3) times a year request a “green line” for less than five (5) consecutive days off. This request shall be noted on the leave request form. For the purpose of this contract the phrase “green line” means the days in conjunction with the Patrol Officer’s or Detective’s scheduled vacation day(s).
G) No compensation time will be granted if it creates overtime. Compensation time approvals may be rescinded in the event the shift drops below minimum, due to a patrol officer’s leave, between the time of approval and 24 hours prior to the requested day off. The officer shall be given the opportunity to change the type of leave requested if they have other leave time available. Shift adjustments will be taken into consideration if shift minimums allow and the officer agreeing to a shift adjustments waives the less than 7-day notice compensation.
The Employer encourages the Employee to comply with the above paragraph so that the Employer can plan in-service training, special schools, special assignments, and other departmental operation assignments. Failure to comply with the above paragraph could result in the denial of leave entitlement requests due to manpower requirements.
PERSONAL DAYS
Each employee is granted three (3) personal days (36 Hours) per year, with pay, provided the employee is absent from work on the day. Twelve (12) hours notice is required, except in the case of an emergency situation. A total of twelve (12) hours can be taken at any time; however the employee must provide a valid reason for the request. For example, there is a personal emergency and the use of a sick time wouldn’t be applicable or another employee is on leave during the requested period off. Documentation may be requested. In any case, approval is needed from the immediate supervisor or the department head. Personal days cannot be accumulated.
EMT DESIGNATION
Unit members who have achieved the designation of Emergency Medical Technician (E.M.T.) and who serve the residents and visitors of the Township of Florence in such an official capacity shall be afforded an annual incentive of $1,000 payable on or before the last pay cycle of each calendar year.
FIELD TRAINING OFFICERS
Any Patrol Officer/Detective who has been assigned as Field Training Officer (FTO) for a full shift will be compensated one (1) hour of compensation time for each full shift worked as FTO.
SPECIALIZED CERTIFICATIONS AND PROFICIENCIES
A) An officer certified as, and appointed to be a department (DRE) Drug Recognition Expert, shall receive an annual stipend amount of $1,000.00. Such annual stipend shall be payable in the first pay of December each year and shall not be included in the officer’s base salary.
B) An officer fluent in a second language, who shall be subject to testing to determine fluency, shall receive an annual stipend amount of $1,000.00. Such annual stipend shall be payable in the first pay of December each year and shall not be included in the officer’s base salary.
NOTICE OF SCHEDULE CHANGE
A) When it is necessary to change an employee from his/her regularly scheduled shift assignment to another shift, the Township agrees to give the employee a minimum of seven (7) days notice. If the notice is given in less than seven (7) days he/she shall be paid at a rate of one and a half times his/her regular rate of pay, during that period that he/she works other than his/her regularly scheduled shift. This does not prevent the employee from volunteering to change his/her shift, at which time he/she shall be paid his/her regular rate.
B) The Township agrees that before January 1st of each year, a schedule will be posted and made available to the employees, showing the days and hours of work for each employee, from January 1st through the following January.
C) The Township agrees to limit the number of shift assignment changes to five (5) per officer per twenty-eight (28) day work cycle. After which the overtime rate must be paid. This limitation does not apply to those shift changes which are undertaken on a voluntary basis at which time the employee shall be paid at the regular rate. Nor does this provision apply to those employees serving in the capacity of detective or officers who have their shift changed for the purpose of attending an organized school.
D) Shift Switches referred to in paragraphs A, B, & C shall only be allowed on the same calendar day. Example: An officer’s shift schedule is 0600 hrs. to 1800 hrs. on May 1st. The officer may only be switched to 1800 hrs. to 0600 hrs. with the start of the shift on May 1st.
E) Shift assignment changes/shift switches shall be done for all days that an employee is working in a “set” of working shifts. Example: An officer is working shift 2 on Wednesday and Thursday of a given week. The officer will be switched to shift 1 on both Wednesday and Thursday and not shift 1 on Wednesday and left on shift 2 for Thursday. The same shall apply to weekend shifts consisting of 3 consecutive working shifts. This does not prevent an employee from volunteering to switch their shift for a single day (or two days on a weekend), if the employee wishes to do so. Shift #3 (1400hrs -0200hrs) can be schedule for filling minimum manpower on weekends only. Officers will not be scheduled permanently to Shift # 3.
F) The officer(s) assigned as “Proactive Officers” are not restricted in the number of shift adjustments, as long as the shift adjustment is necessary for the officers' assignment and not to meet the minimum staffing level. Shift adjustments to meet minimum staffing levels count towards “C” of this section.
TWELVE (12) HOUR SCHEDULE
The Florence Township FOP Lodge #210 and the Township of Florence do hereby agree that all matters pertinent to the scheduling of work hours will be based on a twelve hour (12) work day. The Lodge and the Township agree to the following hours and schedule:
1) The schedule consists of five (5) shifts with the following start and end times:
Shift #1 0600 Hours to 1800 Hours (12)
Shift #2 1800 Hours to 0600 Hours (12)
Shift #3 1400 Hours to 0200 Hours (12)
Shift #4 0800 Hours to 1800 Hours (10) for unit members assigned to serve
as Detectives.
Shift #5 1200 Hours to 2400 Hours (12)
Shift #3 shall be allocated to the K-9(s) and Proactive Officer(s) shifts on the schedule upon assignment of an officer(s). There may be times when no officers are assigned to either the K-9 and/or Proactive Officer assignments.
An officer may volunteer on a short-term temporary basis to work a schedule other than the times listed above to assist with special investigations, special details, or other limited similar circumstances.
2) The township shall agree to abide by the following minimum manpower requirements:
Monday through Thursday: Friday through Sunday:
0600-1800 - Three Officers 0600-1800 - Three Officers
1800-0600 - Three Officers 1800-0200 - Four Officers
0200-0600 - Three Officers
- Total officer count shall include the supervisor working said shift
3) Training outside the regular work schedule shall be compensated at the rate of time and one half (1.5) unless the employee voluntarily agrees to adjust his/her regularly scheduled shift to attend the training.
4) Sick days, Personal days, and Vacation days will be computed on a “day for a day” (hour for hour) basis.
5) No officer will be required to attend training after working the evening/night shift (Shift #2). This does not prevent any officer from volunteering should he/she choose to attend training.
6) Each year the officer is required to attend 32 hours of in-service training to fulfill police licensing requirements and department requirements. At minimum, the scheduled training will be three (3) hours in duration. The 32 hours of in-service training are worked into the schedule. No additional compensation will be paid for in-service training. In-service dates will not be considered “Blackout Days”. If you are scheduled for a vacation during the time period you have been scheduled for the in-services training it is the Officers responsibility to attend another date so long as it is a day with command staff approval.
7) Vacation Rotations will be done by squad. For example, squad one will rotate through each Officer in order of seniority. Rotation will continue as per S.O.P. 03 – 12, and as amended in the future.
8) Officers in squad 1 and squad 2 will rotate together between shift (1) and shift (2).
9) Officers in squad 3 and squad 4 will rotate together between shift (1) and shift (2).
10) K-9 officers will rotate together so that both K-9 officers will not be off during the same period, to include days in conjunction. (See G.O. 03-12 regarding K-9 vacation rotations.)
11) K-9 officers on shift (3) will count towards officers on shift (2) and K-9 officers on shift (5) will count towards officers on shift (1) when selecting their leave time. A K-9 officer and one other officer may be off on a shift as long as the shift maintains minimum manpower.
12) If a Proactive Enforcement Officer is assigned to the same side of the rotation as the canine officers, then those two officers will select leave time against each other. The stipulation listed in section 11 shall not apply. Only the proactive officer or canine officer will be permitted leave.
13) If an officer is assigned to the Proactive Enforcement Officer position the manpower minimum requirements and voluntary leave scheduling will follow the terms outlined in G.O. 03-27.
14) Squads will be assigned by the command staff with the input from the Sergeants.
15) The Lodge agrees to incorporate the schedule and language from the contract amendment signed by FOP Lodge#210 and the Township of Florence on November 25, 2013.
LONGEVITY
A) The following longevity benefit shall be implemented for all employees covered by this agreement:
Beginning of the 4th year through the 9th year of service……..1%
Beginning of the 10th year through the 14th year of service…..2%
Beginning of the 15th year through the 19th year of service…..3%
Beginning of the 20th year of service through retirement…….4%
B) The percentage of longevity entitlement shall be calculated on the respective employee’s years of service with the Department at his/her current rate of pay.
C) Longevity shall be added to the employee’s annual pay and divided by 2080 hours, the number of hours scheduled to work in a year to determine his/her hourly overtime rate.
D) Officers assigned to the position of Corporal in the Patrol Division shall not be eligible for the longevity benefit.
SALARY - PATROL OFFICERS AND DETECTIVES
Consistent with the terms of this Agreement, the Township of Florence agrees to provide the unit members with a four-year cumulative salary increase commensurate with the Step chart and percentages outlined in the Step chart outlined herein and shown below which shall cease at the end of this contract term on December 31, 2028.
The Township anticipates phasing in the salary increases as follows:
| 2025 | 2026 | 2027 | 2028 |
| Step 1 | $56,884 | $58,022 | $59,762 | $61,555 |
| Step 2 | $65,181 | $66,485 | $68,479 | $70,534 |
| Step 3 | $73,477 | $74,947 | $77,195 | $79,511 |
| Step 4 | $81,775 | $83,411 | $85,913 | $88,490 |
| Step 5 | $87,999 | $89,759 | $92,452 | $95,225 |
| Step 6 | $94,223 | $96,107 | $98,991 | $101,960 |
| Step 7 | $106,668 | $108,801 | $112,065 | $115,427 |
| Step 8 | $110,685 | $112,899 | $116,286 | $119,774 |
| Step 9 | $117,769 | $122,674 | $129,445 | $136,418 |
 | New Base | Plus $2,500 | Plus $3,000 | Plus $3,000 |
| | 2% | 3% | 3% |
The rates above shall be shown in the appropriate salary ordinance that will be adopted by the Township Council.
If the Township decides that it is necessary to make changes to the above referenced phasing schedule of the base salaries, then it shall notify the appropriate representatives of Florence Township FOP Lodge #210 at least thirty (30) days in advance of any adjustments with an explanation why the changes are necessary, and provide a revised salary schedule.
PATROL OFFICERS AND DETECTIVES
Pursuant to the terms of this agreement, the following ranges of salary are hereby established for all employees.
PAY RATE STEPS
A) “DATE OF EMPLOYMENT” – shall be considered herein as the date the employees began his/her employment and began receiving wages from the Township. Date of employment shall also mean the date on which an officer was hired to begin police academy.
B) Steps shall all be one-year in duration and all officers shall remain in their respective step until their anniversary date of hire.
This Agreement, made and entered into, on this 1st day of January 2025, between the Township of Florence, County of Burlington, State of New Jersey, and the Florence Township FOP Lodge #210, of the Township of Florence, County of Burlington, State of New Jersey, is hereby signed and shall be enacted upon the effective date(s) contained within.
| MAYOR | | LODGE PRESIDENT |
| TOWNSHIP ADMINISTRATOR | | PATROL OFFICER/DETECTIVE
REPRESENTATIVE |
| WITNESS | | PATROL OFFICER/DETECTIVE
REPRESENTATIVE |
| | PATROL OFFICER/DETECTIVE
REPRESENTATIVE |
APPENDIX A
| | T | F | S | S | M | T | W | T | F | S | S | M | T | W | T | F | S | S | M | T | W | T | F | S | S | M | T | W |
| Squad 1 | | | | | | | | | | | | | | | | | | | | | | | | | | | | |
| SERGEANT | 2 | | | | 2 | 2 | | | 2 | 2 | | | | 2 | 2 | | | | 2 | 2 | | | 2 | 2 | 2 | | | 1 |
| CORPORAL | 2 | | | | 2 | 2 | | | 2 | 2 | 2 | | | 2 | 2 | | | | 2 | 2 | | | 2 | 2 | 2 | | | |
| PATROL | 2 | | | | 2 | 2 | | | 2 | 2 | 2 | | | 2 | | | | | 2 | 2 | | | 2 | 2 | 2 | | | 1 |
| PATROL | 2 | | | | 2 | | | | 2 | 2 | 2 | | | 2 | 2 | | | | 2 | 2 | | | 2 | 2 | 2 | | | 1 |
| PATROL | 2 | | | | 2 | 2 | | | 2 | 2 | 2 | | | 2 | 2 | | | | 2 | 2 | | | 2 | 2 | 2 | | | 1 |
| | | | | | | | | | | | | | | | | | | | | | | | | | | | | |
| K-9 OFFICER | 5 | | | | 5 | 5 | | | 3 | 3 | 3 | | | | 5 | | | | 5 | 5 | | | 3 | 3 | 3 | | | 5 |
| PROACTIVE | 5 | | | | 5 | | | | 3 | 3 | 3 | | | 5 | 5 | | | | 5 | 5 | | | 3 | 3 | 3 | | | 5 |
| | | | | | | | | | | | | | | | | | | | | | | | | | | | |
| Squad 2 | | | | | | | | | | | | | | | | | | | | | | | | | | | | |
| SERGEANT | 1 | | | | 1 | 1 | | | 1 | 1 | 1 | | | 1 | 1 | | | | 1 | 1 | | | 1 | 1 | | | | 2 |
| CORPORAL | 1 | | | | 1 | 1 | | | 1 | 1 | 1 | | | 1 | 1 | | | | 1 | 1 | | | | 1 | 1 | | | 2 |
| PATROL | | | | | 1 | 1 | | | 1 | 1 | 1 | | | 1 | 1 | | | | 1 | 1 | | | 1 | 1 | 1 | | | 2 |
| PATROL | 1 | | | | 1 | 1 | | | 1 | 1 | 1 | | | | 1 | | | | 1 | 1 | | | 1 | 1 | 1 | | | 2 |
| PATROL | 1 | | | | 1 | 1 | | | 1 | 1 | | | | 1 | 1 | | | | 1 | 1 | | | 1 | 1 | 1 | | | 2 |
| | | | | | | | | | | | | | | | | | | | | | | | | | | | | |
| Squad 3 | | | | | | | | | | | | | | | | | | | | | | | | | | | | |
| SERGEANT | | 2 | 2 | | | | 2 | 2 | | | | 2 | 2 | | | 2 | 2 | 2 | | | 2 | 2 | | | | 2 | 2 | |
| CORPORAL | | 2 | 2 | 2 | | | 2 | 2 | | | | 2 | 2 | | | 2 | 2 | 2 | | | 2 | 2 | | | | 2 | 2 | |
| PATROL | | 2 | 2 | 2 | | | 2 | 2 | | | | 2 | 2 | | | 2 | 2 | 2 | | | 2 | 2 | | | | 2 | | |
| PATROL | | 2 | 2 | 2 | | | | 2 | | | | 2 | 2 | | | 2 | 2 | 2 | | | 2 | 2 | | | | 2 | 2 | |
| PATROL | | 2 | 2 | 2 | | | 2 | 2 | | | | 2 | 2 | | | 2 | 2 | 2 | | | 2 | | | | | 2 | 2 | |
| | | | | | | | | | | | | | | | | | | | | | | | | | | | | |
| K-9 OFFICER | | 3 | 3 | 3 | | | 5 | 5 | | | | 5 | 5 | | | 3 | 3 | 3 | | | | 5 | | | | 5 | 5 | |
| PROACTIVE | | 3 | 3 | 3 | | | 5 | 5 | | | | 5 | 5 | | | 3 | 3 | 3 | | | | 5 | | | | 5 | 5 | |
| | | | | | | | | | | | | | | | | | | | | | | | | | | | |
| Squad 4 | | | | | | | | | | | | | | | | | | | | | | | | | | | | |
| SERGEANT | | 1 | 1 | 1 | | | 1 | 1 | | | | 1 | 1 | | | 1 | 1 | | | | 1 | 1 | | | | 1 | 1 | |
| CORPORAL | | 1 | 1 | | | | 1 | 1 | | | | 1 | 1 | | | 1 | 1 | 1 | | | 1 | 1 | | | | 1 | 1 | |
| PATROL | | 1 | 1 | 1 | | | 1 | | | | | 1 | 1 | | | 1 | 1 | 1 | | | 1 | 1 | | | | 1 | 1 | |
| PATROL | | 1 | 1 | 1 | | | 1 | 1 | | | | 1 | 1 | | | | 1 | 1 | | | 1 | 1 | | | | 1 | 1 | |
| PATROL | | 1 | 1 | 1 | | | 1 | 1 | | | | 1 | 1 | | | 1 | 1 | 1 | | | | 1 | | | | 1 | 1 | |
| | | | | | | | | | | | | | | | | | | | | | | | | | | | | |
| SRO | 8 | 8 | | | 8 | 8 | 8 | 8 | 8 | | | 8 | 8 | 8 | 8 | 8 | | | 8 | 8 | 8 | 8 | 8 | | | 8 | 8 | 8 |
| | | | | | | | | | | | | | | | | | | | | | | | | | | | | |
| SPECIAL | 8 | 8 | | | 8 | 8 | 8 | 8 | 8 | | | 8 | 8 | 8 | 8 | 8 | | | 8 | 8 | 8 | 8 | 8 | | | | 8 | 8 |
| | | | | | | | | | | | | | | | | | | | | | | | | | | | | |
| DSGT | 8 | 8 | | | 8 | 8 | 8 | 8 | 8 | | | 8 | 8 | 8 | 8 | 8 | | | 8 | 8 | 8 | 8 | 8 | | | 8 | 8 | 8 |
| DETECTIVE | 4 | | | | 4 | 4 | | 4 | 4 | | | 4 | 4 | 4 | 4 | | | | 4 | 4 | | 4 | 4 | | | 4 | 4 | 4 |
| DETECTIVE | 4 | 4 | | | 4 | 4 | 4 | 4 | | | | 4 | 4 | | 4 | 4 | | | 4 | 4 | 4 | 4 | | | | 4 | | |
|