Louis N. Rainone
DeCotiis, FitzPatrick, Cole & Wisler, LLP
Glenpointe Centre West
500 Frank W. Burr Boulevard
Teaneck, New Jersey 07666

a. The Employer hereby agrees to deduct from the wages of employees by means of a check-off the dues uniformly required by the labor organization pursuant to the provisions of N.J.S. 52:14-15.9E. The Employer, after receipt of written authorization from each individual employee, agrees to deduct from the salaries of said employees their monthly dues and initiation fees Such deductions shall be made from the 2nd salary paid to each employee during the month and such deduction made the 1st month shall be a double deduction and thereafter the regular deduction shall apply to dues owed for the following month.

b. In making the deductions and transmittals as above specified, the Employer shall rely upon the most recent communication from the Union as to the amount of monthly dues and proper amount of initiation fee. The total amount deducted shall be paid to the Union within fifteen (15) calendar days after such deduction is made.

c. The Employer agrees to forward the full name and address for all new employees who become eligible for membership and for whom initiation fee is deducted. The Employer further agrees to notify the Union in the event dues for an employee cannot be deducted from the designated salary and the reason thereof.

a. Failure at any step of this procedure to communicate the decision on a grievance within the specified time limits shall permit the grievant to proceed to the next step. Failure at any step of this procedure to appeal a grievance to the next step within the specified time limits shall be deemed to be a waiver of further appeal of the decision. (If the grievance is unanswered by Management within the time limits, it is assumed that the grievance is denied and the Union has the absolute right to proceed to the next step).

b. The grievance, when it first arises, shall be taken up orally between the employee, the Shop Steward, and the Supervisor. The Supervisor shall within five (5) working days thereafter give an oral or written decision on the grievance. (If the grievance is unanswered by Management within the time limits, it is assumed that the grievance is denied and the Union has the absolute right to proceed to the next step).

c. If no satisfactory settlement is reached during the first informal conference, then such grievance shall be reduced to writing and the Shop Steward shall serve the same upon the Employer. Within three (3) working days thereafter, the grievance shall be discussed between the Director of the respective Department and a representative of the Union. A written decision shall be given to the Union within three (3) working days thereafter. (If the grievance is unanswered by Management within the time limits, it is assumed that the grievance is denied and the Union has the absolute right to proceed to the next step).

e. In the event the grievance is not satisfactorily settled by the meeting between the respective Department Head and the representative of the Union, then both parties agree that within ten (10) calendar days either party may request the New Jersey State Board of Mediation to aid them in the selection of an Arbitrator, according to the rules and regulations of the Board, who shall have full power to hear and determine the dispute and the Arbitrator's decision shall be final and binding.

a. The first ninety (90) days of employment for all new employees shall be considered a probationary period.

b. During the aforementioned probationary period, the Employer may discharge such employee for any reason whatsoever. An employee discharged during his probationary period shall not have recourse to the Grievance Procedure as set forth in this Agreement. The Employer shall have no responsibility for the re-employment of newly engaged probationary employees if they are dismissed during the probationary period.

a. If new jobs are created or if permanent vacancies, or promotional opportunities, occur of fourteen (14) days duration, in a higher-rated position, the Director of Public Works shall determine the qualifications required for the position and shall determine which, if any, of the applicants meet the qualifications. The most senior of those determined to be qualified shall be deemed the successful bidder. If an employee is dissatisfied with the determination of the Employer, said employee may institute a meeting with the Department Head of the respective Department within three (3) calendar days after the notification of the selection is made.

b. The Employer agrees to post a notice of such new job or vacancy on the bulletin board for a period of five (5) working days. Such notice shall contain a description of the job, the rate, and when the job will be available. Departmental employees interested, in order to be eligible, must sign the notice. Preference will be granted on the basis of departmental seniority provided the applicant has the necessary skill and ability to perform the work required. However, all other department employees are eligible to bid. Lateral and down-bidding will not be considered; however, the Employer may waive this prohibition in case of health problems. Once the Employer publishes a seniority list, for any reason, the Union or any of its membership must grieve said list within fifteen (15) days or the list becomes binding.

c. If a bidder is a successful applicant, said employee will be notified by a notice placed on the bulletin board within five (5) working days after the expiration of the three (3) working days required under Section 4(b) above.

d. Any employee so selected to fill such job shall be granted a training period of up to thirty (30) calendar days. If it shall be determined by the Employer at any time after the initial twenty (20) days of the training period that the promoted employee is not qualified to discharge the duties of the position to which said employee was promoted, the employee shall resume the former position held or a position equivalent thereto. The employee shall receive the rate for the job as of the day that person begins the training period. If removed from the position during or at the end of the training period, the employee shall receive the rate of the position to which said employee is assigned.

e. The Employer shall establish the hourly rate for any new or materially changed job and shall notify the Union in writing If the Union files a written protest, the Union and the Employer shall jointly study the new or changed job title and its relationship to the other job titles in the Employer's system on the basis of factors and procedures customarily used in job evaluation programs and shall determine the appropriate hourly wage rate accordingly.

a. The Employer agrees that it will not engage any new employees unless all of the regular, full-time employees are working the scheduled hours noted in this agreement.

b. In the reduction or restoration of the working force, the rule to be followed shall be the length of service with the Employer; however, no employees assigned to and performing the duties of a classification which is above that of Laborer shall be laid off unless an employee who is retained is qualified to perform the duties of that classification. The employee with the least seniority shall be laid off first and in re-hiring, the reverse principle shall apply; namely, the last employee laid off shall be the first to be re-hired.

c. In the event of a reduction in the number of persons in a job classification or of the abolishment of a job classification, the displaced employee may bump into a classification first which carries the same rate of pay, secondly, into a classification carrying a lesser rate of pay, and, finally, into a classification carrying a higher rate of pay, only if said employee is qualified to perform the duties and is of greater seniority than the employee being bumped.

d. Notice of any impending lay-off shall be placed upon the bulletin board seventy two (72) hours prior to the lay off.

e. An employee's seniority shall cease under the following conditions:

1. Resignation or termination of employment for cause.

2. Failure to report to work no later than the regular shift beginning on the 4th calendar day following the 3rd calendar day after the date of the receipt accompanying the notice mailed by certified mail to the last address of the employee contained in the department files.

3. Lay-off of more than twenty four (24) consecutive months.

a. Upon making timely application, employees may apply to the Employer for a leave of absence without pay for a period not exceeding ninety (90) days without loss of seniority rights. Extensions for such leaves may be granted. Such a leave may be granted to employees who are temporarily or physically handicapped or incapacitated to such an extent that they are unable to perform their duties.

b. Leaves may also be granted to attend an approved school with a course of study designed to increase an employee's usefulness upon return to service.

c. A leave of absence will not be granted to employees as a matter of convenience or temporary advantage to such employees by reason of place of work, hours of work, or increased compensation. Employees seeking leave of absence without pay shall submit such a request in writing, stating the reasons when the leave is desired and the expected return to duty date.

Any employee leaving a position prior to receiving such written authorization by the respective Department Head involved shall be deemed to have left said position and abandoned such job title. Further, such an act shall be considered a resignation from the employment of the Employer

a. Twelve (12) days paid sick leave each year shall be granted to all employees and the same shall be cumulative from year to year, subject to the provisions of this Section. Employees having not used one or more of their sick days for that year will have the option to be paid their current wage rate for up to six (6) of these unused days in lieu of accumulating same. Any employee who has more than six (6) days unused from a given year and wishes to be paid wages for their remaining days, in lieu of accumulating same, may be paid one (1) day's current rate of pay for every two (2) unused sick days The purpose of this provision is that, at the end of each calendar year, an employee may elect to be paid for unused sick time. The rate of pay will be 100% for the first six (6) sick days unused, and 50% for the second six (6) days of unused sick time. The employee must notify the Employer on January 10th of his or her election, payment to be made in the first pay check after February 15th of the year. Upon retirement, employees shall be paid one hundred (100%) percent of all unused sick days, to a maximum of:

a. Ten Thousand Dollars ($10,000.00) for employees retiring before the date of the execution of this contract; or,

b. Twelve Thousand Five Hundred Dollars ($12,500) for employees retiring after the date of the execution of this contract. It being the intent of the parties that this benefit is not retroactive to the beginning of the term of this contract.

b. The Director of Public Works, or his designee, may request at any time a physician designated by the Employer to determine sick time certification. All costs for said examination shall be borne by the Township Proof of illness shall be defined to be a statement from a physician including the nature of the illness and a prognosis for recovery. If the Director determines that a pattern of suspected abusive illness exists, he shall have the right to demand a physician's certification of illness at any time notwithstanding the three (3) day limitation. Refusal to comply with such a request will subject the employee to disciplinary action.

c. In the event an employee is absent due to a work connected injury which entitles him to Workmen's Compensation, the Township agrees to reimburse the employee at full pay for up to six (6) months sick leave, with the understanding that the employee shall endorse any Workmen's Compensation checks for that period back to the Township. Workmen's Compensation law will prevail (An employee must be out for a period of seven (7) consecutive days, inclusive of Saturday and Sunday, in order to be eligible for pay on the eighth day).

d. If an employee has used all of his sick time, and he becomes ill, time will be charged to his remaining vacation time. If this practice appears to be abused, the Employer reserves the right to request a doctor's note to determine the validity of the illness. If an employee is suspended without pay for disciplinary purposes, the employee is not entitled to any pay.

a. An employee shall be entitled to no more than five (5) personal leave days with pay per annum for the transaction of personal business. Personal leave days with pay may be withheld on the day before or the day following any paid holiday or vacation, except in extenuating circumstances All personal leave days require prior approval of the Employer at the time the request is made, except that two (2) such days may be utilized on the basis of same-day approval in the event of a verified emergency.

a. Employees will be granted four (4) days off with pay at the employee's straight time rate in the event of the death of the employee's spouse or child, and four (4) days in the event of the death of any other member of the immediate family defined as parent, parent-in-law, child, sister or brother, spouse, grandparents, grandparents-in-law, brother-in-law, sister-in-law, or other members of the employee's household. The Employer reserves the right to verify the legal relationship of the family member of the employee.

b. Employees shall be granted one day off, the day of the funeral, without loss of pay, for the funeral of any other relative.

c. Effective January 1, 1982, if an employee in the bargaining unit has to travel 450 miles to attend a funeral, he shall be entitled to one (1) extra day off without loss of pay.

vi. Coverage for dependents shall terminate on said dependents twenty-third (23)rd birthday.

ARTICLE XI WORK SCHEDULE

Section 1.

The regular hours of operation shall be 5:30 a.m. to 7:00 p.m.. The work shifts for the Vehicle Maintenance Division shall be as follows:
First shift- 5:30a.m. to 2:00 p.m. Second shift- 10:30 a.m. to 7:00 p.m.

The Employer may assign an early start time during the months of June, July and August, with due justification, for the following departments: Sanitation, Roads, Recycling, Parks, and Vehicle Maintenance. The Township also reserves the right to assign Sanitation employees early starting times between 6:00 a.m. and 8:00 a.m., with just cause.

Section 2. Employees may be assigned to the following work weeks subject to the provisions of this Article.

Work week 1. Monday – Friday
Work week 2. Wednesday – Sunday
Work week 3. Tuesday – Saturday
Work week 4. Sunday – Thursday

Only those employees hired with the written understanding that they may be assigned to a different work week, and those employees hired after the execution of this contract may be assigned to work weeks 2, 3 or 4 without their consent.

Section 3. Shift and work week assignments may be changed at any time upon mutual agreement by the Employer and Employee. Any employee hired prior to the date of the execution of this contract who agrees to be assigned to work weeks 2, 3 or 4 shall receive a 2% salary differential. Shift and work week assignments will be made by the Director of Public Works with the approval of the Business Administrator on 30 days notice.

No employee hired prior to the execution of this contract except for employees of the Vehicle Maintenance Division shall be assigned to a different shift unless this was understood by the employee at the time of employment. Shift assignments in the Vehicle Maintenance Division shall be based upon seniority within job classifications. Any employee assigned to the second shift in the Vehicle Maintenance Division shall receive a 2% shift differential.

a. Employees upon retirement with twenty-five (25) years of pensionable service credit or on a disability retirement after fifteen (15) years of pensionable service credit with the Township, shall be eligible for continuous medical coverage for themselves and their eligible spouse or dependents at the time of retirement in accordance with the provisions of Article X, section 1 of this agreement. Employees not meeting the twenty-five (25) year requirement will be extended medical coverage at their own cost as required by Federal COBRA statutes.

b. Any retiree or spouse attaining the age of sixty-five (65), and qualified, must enroll into Part A and Part B of Medicare. While the Township will continue to pay for an eligible retiree’s medical benefits, the Township will not be responsible for a retiree’s Medicare premium.

c. The provisions of subsection (a) shall not apply to any employee who is convicted under State of Federal Law of a crime or offense committed while in the employ of the Township of Edison which results in either the forfeiture of his or her Public Office or employment or bars said employee form Public Office or employment.

1. The right to direct the work force.

2. To fire and discharge for just cause, inefficiency, incompetence, and other good and sufficient reasons.

3. To determine manning levels and the number of

4. To determine its own negotiating team and administrators.

5. To determine its own procedures for the verification of sick time.

6. To determine qualifications for employment with the Township.

7. Subcontracting and reorganization decisions

8. To determine performance evaluation criteria

9. To determine reduction or expansion of facilities, equipment and supplies, and delivery of services to the public.

10. To determine job assignments and transfers

11. To determine promotion criteria and make productivity studies. Such criteria will be negotiated with the Union if they impact terms and conditions of employment. All said management rights are subject to, and limited by, the specific provisions of this agreement

a. All employees shall wear OSHA approved shoes or sneakers at all times. Each employee will be provided $160.00 each year for the purchase of Ankle-top safety shoes and insulated boots. Beginning calendar year 2004, payment shall be made on the first pay date following April first of each year.

b. Sanitation and Recycling employees will receive fifteen (15) pairs of canvas gloves, three (3) pairs of cotton gloves and three (3) rubber gloves per year. All other departments will receive twelve (12) pairs of canvas gloves, three (3) pairs of cotton gloves and two (2) rubber gloves per year. Gloves will be replaced when old, damaged gloves are returned.

c. Other protective clothing and equipment which in the opinion of the Employer is necessary to perform the job.

d. Shields or goggles, prescription type, if necessary.

e. Effective January 1, 2004 the clothing and maintenance allowance shall be increased to
$800.00 per year. Payment shall be made to the Employee when the annual budget is adopted. Beginning with calendar year 2004, clothing and maintenance allowance will be paid with the first pay check following April first of each year.

f. The Director of Public Works shall establish a dress code for each Department and any employee without his or her proper uniform or safety equipment shall not be permitted to work and shall be docked for any time lost as a consequence of such failure to appear in proper attire and with appropriate safety equipment as determined by the Director. The Sanitation Department dress code will be blue or black sweat pants and orange tee shirts. In consultation the employees the Township may establish a secondary color shirt to be used between May and October.

g. The Township shall pay 2/3 the cost of the Union Disability Insurance policy which covers each employee.

h. The Township will supply the Mechanics and Mechanic's Helper with a tool replacement allowance each year of the contract. Effective January 1, 2004 the allowance shall be increased to $350.00. Beginning with calendar year 2004, the tool allowance will be paid on the first pay date following April first of each year.

COMMITTEE:

________________________
Roger Palmer, President

________________________

______________________________

Title		2001	2002	2003	2004	2005	2006
Asst. Tire Repair		14.81	15.27	15.76	16.26	16.75	17.32
Body and Fender Mechanic		22.21	22.90	23.63	24.39	25.12	25.97
Custodians-Public Bldgs.		18.12	18.68	19.28	19.90	20.49	21.19
Diesel Mechanic		22.68	23.38	24.13	24.90	25.65	26.52
Driver		19.44	20.04	20.68	21.35	21.99	22.73
Equipment Operator A		20.51	21.15	21.82	22.52	23.20	23.99
Equipment Operator B		20.31	20.94	21.61	22.30	22.97	23.75
Equipment Operator C				20.68	21.94	22.60	23.37
Garage Apprentice		14.06	14.50	14.96	15.44	15.90	16.44
General Maintenance-Public Bldgs.		20.31	20.94	21.61	22.30	22.97	23.75
Hydraulic Mechanic/Welder		22.21	22.90	23.63	24.39	25.12	25.97
Lead Maintenance Man		19.69	20.30	20.95	21.62	22.27	23.03
Leadman		19.83	20.44	21.10	21.77	22.43	23.19
Lifter (hired AFTER Jan 1, 1990)		16.73	17.25	17.80	18.37	18.92	19.56
Lifter (hired PRIOR TO Jan 1, 1990)		18.88	19.47	20.09	20.73	21.35	22.08
Maintenance Man-Public Bldgs.		19.44	20.04	20.68	21.35	21.99	22.73
Maintenance Clerk		19.44	20.04	20.68	21.35	21.99	22.73
Maintenance Man		18.75	19.33	19.95	20.59	21.21	21.93
Mechanic		20.31	20.94	21.61	22.30	22.97	23.75
Mechanic's Helper		19.44	20.04	20.68	21.35	21.99	22.73
Steam Wash Operator/Tire Repair		18.94	19.53	20.15	20.80	21.42	22.15
Tandem Truck Driver		19.98	20.60	21.26	21.94	22.60	23.37
Tire Repairman/Mechanic's Helper		19.44	20.04	20.68	21.35	21.99	22.73
Traffic Maintenance Man		18.83	19.41	20.03	20.68	21.30	22.02
Welder		20.57	21.21	21.89	22.59	23.26	24.06

Title				2003	2004	2005	2006
Asst Tire Repair				15.76	16.26	16.75	17.32
Body and Fender Mechanic				23.63	24.39	25.12	25.97
Custodians-Public Bldgs				17.80	18.37	18.92	19.56
Diesel Mechanic				24.13	24.90	25.65	26.52
Driver				18.03	18.60	19.16	19.81
Equipment Operator A				18.71	19.31	19.89	20.56
Equipment Operator B				18.53	19.12	19.69	20.36
Equipment Operator C				18.03	18.60	19.16	19.81
Garage Apprentice				14.96	15.44	15.90	16.44
General Maintenance-Public Bldgs.				18.42	19.01	19.58	20.24
Hydraulic Mechanic/Welder				23.63	24.39	25.12	25.97
Lead Maintenance Man				19.34	19.96	20.56	21.26
Leadman				18.70	19.29	19.87	20.55
Lifter				17.80	18.37	18.92	19.56
Maintenance Clerk				18.42	19.01	19.58	20.24
Maintenance Man				18.42	19.01	19.58	20.24
Mechanic				21.61	22.30	22.97	23.75
Mechanic's Helper				18.27	18.86	19.42	20.08
Steam Wash Operator/Tire Repair				17.80	18.37	18.92	19.56
Tandem Truck Driver				18.53	19.12	19.69	20.36
Traffic Maintenance Man				18.42	19.01	19.58	20.24
Welder				21.89	22.59	23.26	24.06