AND

APRUZZESE, McDERMOTT, MASTRO & MURPHY
BY: FREDERICK T. DANSER, III
25 Independence Boulevard
P.O. Box 112
Liberty Corner, New Jersey 07839

III MANAGEMENT RIGHTS 4

IV RULES & REGULATIONS 6

V BAN ON STRIKES 7

VIII ASSOCIATION PRIVILEGES 14

IX POLICE OFFICERS RIGHTS 15

X HOURS OF WORK AND OVERTIME 16

XI SHIFT CHANGE 24

XII STAFFING 25

XIII SALARIES 26

XIV LONGEVITY 27

XV VACATIONS AND HOLIDAYS 28

XVI SICK LEAVE, LEAVE OF ABSENCE and CONVENTION LEAVE 33

XVII MILITARY LEAVE 35

XVIII MEDICAL AND HEALTH INSURANCE 36

XIX LEGAL DEFENSE OF EMPLOYEES 38

XX EQUIPMENT 39

XXI BULLETIN BOARDS 42

XXII SEPARABILITY AND SAVINGS 43

XXIII FULLY BARGAINED PROVISIONS 44

XXIV POLICE DEPARTMENT SAFETY COMMITTEE 46

XXV CEREMONIAL ACTIVITIES 47

XXVI PERSONNEL FILES 48

XXVII RULES AND REGULATIONS COMMITTEE 49

XXVIII TERM 50

SIGNATURE PAGE 50

SCHEDULE A-1 52

SCHEDULE A-2 53

PREAMBLE

The Township hereby retains and reserves unto itself, without limitation, all powers, rights, authority, duties and responsibilities conferred upon and vested in it prior to the signing of this Agreement by the laws and Constitution of the State of New Jersey and of the United States, including, but without limiting the generality of the foregoing, the following rights

(A) To the executive management and administrative control of the Township Government and its properties and facilities and the activities of its Employees;
(B) To hire Employees and, subject to the provisions of law, to determine their qualifications and conditions for continued employment or assignment and to promote and transfer Employees;
(C) To suspend, demote, discharge or take other disciplinary action for good and just cause according to law.

The exercise of the foregoing powers, rights, authority, duties or responsibilities of the Township, the adoption of policies, rules, regulations and practices and furtherance thereof, and the use of judgment and discretion in connection therewith shall be limited only by the terms of this Agreement and then only to the extent such terms hereof are in conformance with the Constitution and Laws of New Jersey and the United States.

Section 3

Nothing contained herein shall be construed to deny or restrict the Township of its rights, responsibilities and authority under R.S. 40 and R.S. 11 or any other national, state, county or local laws or ordinances.

Section 4

The failure to exercise any of the foregoing rights, or any right deemed to be a management right by tradition, by agreement, by mutual acceptance, or by practice, shall not be deemed a waiver thereof.

The Chief of Police may establish and enforce reasonable and just rules and regulations in connection with his operation of the Department and maintenance of discipline, provided such rules and regulations are not in conflict with the provisions of this Agreement. Copies of new rules and regulations shall be furnished to the

Association and an opportunity for discussion of the new rules and regulations shall be afforded to the Association before implementing same.

Section 2
It is understood that Employees shall comply with all rules and regulations. Employees shall promptly and efficiently execute the instructions of Officers and Superiors. If an Employee, or Employees, believe a rule, regulation, instruction or order of an Officer or other Superior is unreasonable or unjust, the Employee, or Employees, shall comply with the rule, regulation, order or instruction, but with the future provision that such Employee or Employees may regard the rule, regulation, order or instruction as a grievance which shall be handled in accordance with the grievance procedure as set forth in this Agreement.

Section -1

The Association covenants and agrees that during the term of this Agreement neither the Association nor any person acting in its behalf will cause, authorize or support, nor will any of its members take part in any strike (i.e., the concerted failure to report for work, or concerted willful absence of Employees covered under this Agreement from their duties of employment), work stoppage, slow-down, walk-out or other job action against the Township.

Section 2

The Township shall have the right to discipline or discharge any Employee encouraging, suggesting, fomenting or participating in a strike, slow-down, or other such interference subject to law.

STEP 4 If the aggrieved party is not satisfied with the disposition of the grievance at STEP 3, he/she may submit the matter for review by the Council within five (5) working days after receiving the decision in STEP 3. The Council shall render a final decision from the record before it in writing within ten (10) working days.
Section 2
The time limits specified in the grievance procedure shall be construed as maximum. However, these may be extended upon mutual agreement.
Section 3

Any grievance not presented under the grievance procedures described herein within seven (7) working days of the occurrence of the condition giving rise to the grievance shall not thereafter be considered a grievance under this Agreement unless reasons satisfactory to the Township are given in explanation of the failure to present the grievance within such time.
Section 4

Arbitration:

(A) If the grievance is not settled through STEPS ONE, TWO, THREE or FOUR and the grievance concerns a contract violation, the Association may refer the matter to the Public Employment Relations Commission within thirty (30) calendar days after the determination by the Governing Body, or its representative. An arbitrator shall be selected pursuant to the rules of the New Jersey Public Employment Relations Commission.

(B) The arbitrator shall be bound by the provisions of this Agreement and restricted to the application of the facts presented to him involved in the grievance. The arbitrator shall not have the authority to add to, modify, detract from or alter in any way the provisions of this Agreement or any amendment or supplement thereto. The decision of the arbitrator shall be final and binding.
(C) The cost for the services of the arbitrator shall be borne equally between the Township and the Association. Any other expenses, including but not limited to the presentation of witnesses, shall be paid by the party incurring same.
(D) The time limits expressed herein shall be strictly adhered to. If any grievance has not been initiated within the time limits specified, the grievance shall be deemed to have been waived. If any grievance is not processed to the next succeeding step in the grievance procedure within the time limits prescribed, then the disposition of the grievance at the last preceding step shall be deemed to be conclusive. Nothing herein shall prevent the parties from mutually agreeing to extend or contract the time limits provided for processing the grievance at any step in the grievance procedure.

ARTICLE VII

(A) The Township agrees to deduct from the salaries of its Employees, subject to this Agreement, dues for the Association. Such deductions shall be made in compliance with N.J.S.A. (R.S.) 52:14-15.9e as amended.
(B) A check-off shall commence for each Employee who signs an authorization card supplied by the Association and verified by the Township Treasurer during the month following the filing of such card with the Township.
(C) If during the life of this Agreement there shall be any change in the rate of membership dues, the Association shall furnish the Township written notice thirty (30) days prior to the effective date of such change and shall furnish to the Township either new authorizations from its members showing the authorized deduction for each Employee, or an official notification on the letterhead of the Association and signed by the President of the Association advising of such changed deduction.
(D) The Association will provide the necessary "check-off authorization" form and the Association will secure the signatures of its members on the forms and deliver the signed forms to the Treasurer.
(E) Any such written authorization may be withdrawn at any time by the filing of notice of such withdrawal with the Township Treasurer. The filing of notice of withdrawal shall be effective to halt deductions in accordance with NJSA 52:14--15.9e as amended.
(F) The Township agrees to deduct the fair share fee from the earnings of those Employees who elect not to become members of the Association and transmit the fee to the Association.
(G) The deduction shall commence for each Employee who elects not to become a member of the Association during the month following written notice from the Association of the amount of the fair share assessment. A copy of the written notice of the amount of the fair share assessment must also be furnished to the New Jersey Public Employment Relations Commission.
(H) The fair share fee for services rendered by the Association shall be in an amount equal to the regular membership dues, initiation fees and assessments of the Association, less the cost of benefits financed through the dues and available only to the members of the Association, but in no event shall the fee exceed eighty-five (85 %) percent of the regular membership dues, fees and assessments.
(I) The sum representing the fair share fee shall not reflect the costs of financial support of political causes or candidates, except to the extent that it is necessary for the Association to engage in lobbying activity designed to foster its policy goals in collective negotiations and contract administration, and to secure for the Employees it represents advances in wages, hours and other conditions of employment which ordinarily cannot be secured through collective negotiations with the Township.

(J) Prior to January 1st and July 31st of each year, the Association shall provide advance written notice to the New Jersey Public Employment Relations Commission, the Township and to all Employees within the unit the information necessary to compute the fair share fee for services enumerated above.
(K) The Association shall establish and maintain a procedure whereby any Employee can challenge the assessment as computed by the Association. This appeal procedure shall in no way involve the Township or require the Township to take any action -other than to hold the fee in escrow pending resolution of the appeal.

ARTICLE VIII
ASSOCIATION PRIVILEGES

Section 1

Upon approval of the Chief of Police the Association shall have the right to visit the Chief of Police and Headquarters and other police facilities at all reasonable hours for Association business. The Association will not abuse this right.
Section 2
Copies of all general orders, rules and regulations, and communications affecting wages, hours, and other terms and conditions of employment for Employees covered by this Agreement shall be furnished to the Association within twenty-four (24) hours of their promulgation. A single copy of the Agreement will be furnished to the Association. It will be the Association's responsibility to provide copies to the membership.
Section _3

The Association may use the Department mail or message routing system and may use Department mailboxes. Such use shall be reasonable. The Association shall pay for its own postage and stationery.

Pursuant to Chapter 303, Public Laws of 1968, the Township and the Association hereby agree that every Police Officer shall have the right to freely organize, join, and support the Association and its affiliates for the purpose of engaging in collective negotiations and other concerted activities for mutual aid and protection or to refrain from doing so. The Township and the Association agree that they shall not directly or indirectly discourage or deprive or coerce any Police Officer in the enjoyment of any rights conferred by Chapter 303, the Public Laws of 1968, and that they shall not discriminate against any Police Officer by reason of his membership or non-membership in the Association and its affiliates, or by reason of his participation or non-participation in any activities of the Association and its affiliates.

1. NUMBERS OF MEN ASSIGNED TO EACH SHIFT - The number of men on any shift will be determined by current Departmental Rules, Regulations, Procedures and by Department needs and current crime statistics for those periods.
2. SHIFT ASSIGNMENT - Shift assignment shall be made each year in accordance with a seniority bid system. Shifts shall be Eleven (11) hours in duration, with starting/ending times as outlined herein. The starting/ending times of said shifts may be adjusted during review periods consistent with the best interest of the Police Department. Standard slips for shift selection shall be distributed to all employees on or about October 1st of each year, and shall be returned promptly so that assignments can be made on or before October 31st of that year.
3. SHIFT PREFERENCE - Each employee shall list his first, second, and third preference for shift assignment, and consistent with the efficient operation of the department, assignments shall be made based upon seniority. The procedure, to be used shall provide the employee with his highest shift preference in accordance with seniority and the efficient operation of the department.
If the members first choice is not available, the member shall be given his second choice, if available, and so on until his shift is assigned.
4. NON-BID POSITIONS - Any member who has not completed three years of service with the department is not entitled to participate in the bid process. In the case of a recruit, the three years shall commence from the date of graduation from the police academy. Employees who are given credit for previous police experience shall commence their three years from the date of appointment to the department. Any such members shall be given duty assignments consistent with the needs of the department. Such assignments are not grievable.

VACANCIES ON SHIFTS

1. ANNOUNCEMENT OF VACANCIES - Any vacancies on any shift created by retirement, death, resignation or promotion, which occur after finalization of the yearly seniority bid selections will be announced via a departmental memorandum for bid within thirty (30) days previous to or twenty (20) days following the dates they occur. The memorandum advertising shift vacancies shall show the shift time and shall be posted for a period of sixteen (16) calendar days.

2. BID SUBMISSIONS IN WRITING - Police Officers desiring to bid on such vacancies must submit such bid in writing, in duplicate, to the Patrol Commander within the (16) calendar day period, with one copy being returned to the Officer as an acknowledgment.
3. FILLING OF VACANCIES - Providing the manpower of the department allows an immediate filling of the vacancy without creating overtime situations, the vacancy shall be filled within seven (7) calendar days following the close of the advertising period.
A. Any member who is absent during the sixteen (16) calendar days of advertising for an open shift as described and who is senior to the most senior member who has applied, must be notified and given an opportunity to apply before the shift can be awarded.
SHIFT HOURS
1. PATROL HOURS - patrol members shall work an eleven (11) hour day, four (4) days on, four (4) days off for a total of 2,007 hours worked during a given year. Since this is a reduction of sixty-one (61) hours from the previous four and two (4x2) work schedule of 2,068 hours, the members affected have agreed to give back thirty-three (33) hours for training purposes. The thirty-three (33) hours, three (3) training days must be worked with no more than eleven (11) hours, one (1) training day per any given calendar quarter.
Note: This is a total of 2,040 hours worked if all training days are used. This still leaves a balance of twenty-eight (28) fewer hours the above members shall be working as compared with the present 4x2 schedule with 78 fewer days at work.

2. ADMINISTRATION HOURS - Those members of the department not covered by the above schedule, Patrol Supervisor, Administrative Supervisor, Training Officer, Records Supervisor, Traffic Bureau, and Detective and Juvenile bureaus, shall continue to work a four and three (4&3), ten (10) hour work day for a total of 2,080 hours. They shall be granted four (4) additional days off during the year. Thanksgiving, Christmas, New Years Day, and their birthday.

This will reduce their hours worked to a total of 2,040 hours. Should one of the holidays fall on a scheduled day off then those members shall be given the working day preceding or immediately following the holiday day. Days off shall be split by members within areas of responsibility to provide that all members are not off on the same day.

Note: The above members shall be coming to work 78 more days than the members on the 4x4 work schedule.

SHIFT SCHEDULE - Unless modified during the review period the 4-4 schedule shall consist of two (2) patrol platoons with the following four (4) shifts: each shift shall be eleven (11) hours in duration.




DAY SHIFT 0700-1800

EARLY, RELIEF SHIFT 1100-2200
LATE RELIEF SHIFT 1700-0400
MIDNIGHT SHIFT 21000-0800

2. An Employee may split the compensatory time at any one time only once. Illustration: An Employee acquires six (6) hours overtime in one lump sum and elects to receive his payment back in compensatory time. He may:
(a) Elect to receive a settlement of six (6) hours off;





(b) Four (4) hours and two (2) hours off; or





(c) Three (3) hours and three (3) hrs. off

4. Compensatory time will not be permitted to be carried over from one calendar year to another except in cases when time is earned in September, October, November, or December, when the one hundred and eighty (180) day provision will apply. Any time carried over into the next calendar year must be taken off in time and not pay.

Illustration: An Employee earning six (6) hours of compensatory time on September 20 may take this time off until January 18, but if time is taken off in January there can be no pay involved.

Salaries for Employees covered by this Agreement shall be as set forth on Schedules A-1 through A-3 annexed.

All full-time Employees and all part-time Employees employed on a regularly scheduled year round basis of not less than twenty (20) hours per week are entitled to longevity compensation in addition to their base salaries according to the following schedule:
Term of Service Longevity Payment

Following completion of 5 years of
service to completion of 10 years of service 2%

Following completion of 10 years of
service to completion of 15 years of service 4%

Following completion of 15 years of
service to completion of 20 years of service 6%

Following completion of 20 years of service 8%

Following completion of 23 years of service 10%

Section 2

Term of service shall be computed to the first of the month nearest the employment anniversary date.
Section 3

Longevity compensation shall continue to be folded into and paid in the regular paychecks in accordance with present practice.

From the completion of the first year of service to and
including completion of the fifth (5th) year of service---- 15 working days

Commencing with the sixth (6th) year of service to
and including the tenth (10th) year of service ------------- 18 working days

Commencing with the eleventh (11th) year of service
to and including the fifteenth (15th) year of service------ 21 working days

Commencing with the sixteenth (16th) year of service
to and including the twentieth (20th) year of service----- 24 working days

Commencing with the twenty-first (21st) year of
service and each year thereafter ------------------------------- 27 working days

(B) The Employer and the Association agree that vacation days are to be used in the calendar year in which they accrued. If an Employee is unable to take his vacation within the calendar year in which it accrued due to extended illness or injury, or because the Employer cannot permit the Employee to take his vacation due to the needs of the Department, then the Employee can carry over his vacation entitlement into the next succeeding calendar year only.
Any vacation carried over into the next succeeding year must be taken prior to May 1 of that calendar year. The Chief of Police shall have the discretion to determine whether such illness or injury was of a nature to permit the Employee to accumulate vacation days not actually used.
(C) For those new Police Officers who begin employment with the Township of Scotch Plains before July 1 of any given year, a credit for vacation time shall be given after each Employee has completed his first six (6) months as a Police Officer. The credit shall be one (1) day per month of employment in excess of six (6) months of that year, and the Employee will be required to use that vacation time in the calendar year in which his employment began.

(D) Vacations taken from December 15th to December 31st will be the same as the rest of the year: Two (2) men will be allowed at the same time, one (1) Supervisor and one (1) Officer. During this time, personal days will not be allowed, with the exception if only one (1) Officer is on vacation.
(E) Upon completion of twenty-five (25) years of service, the retiring Officer will be entitled to the full year's unused vacation regardless of the month of retirement.
(F) During the period of time that the 4/4 and 4/3 work schedules are in effect vacation entitlements shall be modified as follows:

2. VACATION DAY CONVERSION For 4 x 3 Plus 2 Days

(G) Administration of vacation shall be as follows:

For the purposes of determining vacation preference, the Department is presently divided into five (5) units consisting of two (2) Patrol Platoons, one (1) Detective and Juvenile Bureau, one (1) Traffic/Record and Training Bureau, and one (1) Command Rank Section. Vacation preference for the Detective and Juvenile Bureau, Traffic/Record and Training Bureau and Command Rank Section shall be guided by the vacation schedule as promulgated by the Chief of Police. Vacation preferences shall be granted separately within each Patrol Platoon at the time that a preference is exercised according to the following schedule.

PATROL PLATOON "A"

Only one Supervisor allowed off at any given time per platoon.
One officer from the 07:00 - 18:00 shift.
One officer from the 11:00 - 22:00 or 17:00 - 04:00 shift.
One officer from the 21:00 - 08:00 shift.

PATROL PLATOON "B"

Only one Supervisor allowed off at any given time per platoon.
One officer from the 07:00 - 18:00 shift.
One officer from the 11:00 -22:00 or 17:00 - 04:00 shift.
One officer from the 21:00 - 08:00 shift.

3. ORDER OF VACATION PREFERENCE Vacation preferences shall be granted, as per the above guidelines, separately within each of the specific units existent at the time that a preference is exercised according to rank as the first priority, time in rank as the second priority, and length of service with the department as the third priority. If an employee chooses to take his vacation in three (3) or more parts, he is entitled to exercise his assigned preference with respect to two (2) of these vacation periods. After all members of the respective units have chosen their two (2) preferenced vacation periods, members may then pick their remaining vacation time as per the seniority order of preference as previously stated.

4. VACATION LIMITATION A member who normally works a four (4) day work week shall be limited to a maximum of eight (8) vacation days in the period of June 1st through Labor Day inclusive.

Members in the Detective/Juvenile, Traffic/Records/Training, and Command Rank Sections, who work a four (4) days on, three (3) clays off work schedule shall be limited to a maximum of twelve (12) vacation days in the period of June 1st through Labor Day inclusive.

A member may use two (2) single, eleven (11) hour vacation days, a total of twenty-two (22) hours, in hourly increments of four (4) hours each until he has a balance of less than four (4) hours remaining.

All members must sign up for vacation by the dates indicated on the vacation schedule published by the department in a timely fashion. Those officers who are not signed up by the stated deadline indicated shall loose their privilege to select their two (2) preferenced vacation periods.

Section 2 – Holidays

December 24
December 25
December 31
January 1

Section 1 - Sick Leave
(A) Sick leave is hereby defined to mean absence from duty because of illness or accident which is not job related, or because of the death of a relative in accordance with the personnel policy of the Township of Scotch Plains for other municipal employees, relative being defined as husband, wife, child, parents or parent-in-law, brother, sister, grandparent and grandchildren.

(D) All earned entitlements under this Article based upon earned and accrued time shall, in the event of the Employee's death, be paid to the deceased Employee's estate.
(E) At all times during the current work schedule or during the modified work schedule (Schedule B) the number of sick days shall remain the same.
Section 2 - Leave of Absence
A. Leave of absence is defined as absence from duty for an extended period following approval of the absence in advance by the Township manager.
B. Permission to take a leave of absence for a period of up to six (6) months may be extended to Employees in the fairly exercised discretion of the Township Manager. In determining whether to permit an Employee to take a leave of absence, the Township Manager shall take into account whether the leave, if granted, will serve to benefit the Employer either directly or indirectly should the Employee return to active employment upon termination of the leave of absence.
Section 3 - Work Related Injury or Illness
(A) In the event that an Employee's absence from employment is alleged by the employee to be due to a work related injury or illness, the Employer shall have the right to require appropriate proof of the injury or illness and its origin.
Section 4 – Convention Leave

The PBA President and delegate shall be entitled to time off with pay to attend the PBA Mini Convention and the President, delegate and one other designated PBA representative shall be entitled to time off with pay to attend the annual PBA convention. Administration of this paid leave time shall be in accordance with the practice followed in 2002.

ARTICLE XVII

MILITARY LEAVE
Any full time Employee who is a member of the National Guard or a reserve unit of any of the Armed Forces of the United States and is required to engage in field training which normally consists of not more than two weeks shall be granted a military leave of absence with pay for the period of such training. Such paid leave of absence shall not affect his vacation. Any such full time Employee who is called to active duty shall be entitled to be made whole for the difference between military pay received and regular salary, including longevity and holiday pay, received from the Township during such period of active duty honorable service. Such employee shall cooperate with the Department to provide all necessary information concerning the call to active duty and the details of compensation while on active duty.

ARTICLE XVIII
MEDICAL AND HEALTH INSURANCE

Subject to prior approval of the Chief of Police, which approval shall not be unreasonably withheld, the Township shall permit the Association reasonable use of a bulletin board in Headquarters for the posting of notices concerning Association business and activities and concerning matters dealing with the welfare of the Employees.

Section 1
This Agreement represents and incorporates the complete and final understanding and settlement by the parties of all bargainable issues which were or could have been the subject of negotiations. The parties acknowledge that during negotiations that resulted in this Agreement each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Therefore, the Township and the Association, for the life of this Agreement, each voluntarily and unqualifiedly waive the right, and each agrees that the other shall not be obligated to bargain or negotiate with respect to any subject or matter referred to or covered in this Agreement, or with respect to any matter or subject not specifically referred to or covered in this Agreement, even though such subjects or matters may not have been within the knowledge or contemplation of either or both parties at the time they negotiated or signed this Agreement.
Section 2

During the term of this Agreement, neither party will be required to negotiate with respect to any such matter whether or not covered by this Agreement, and whether or not within the knowledge or contemplation of either or both of the parties at the time they negotiated and signed this Agreement.

This Agreement shall have a term from January 1, 2002 to December 31, 2004. If a successor agreement is not executed by December 31, 2004, then this Agreement shall continue in full force and effect until a successor agreement is executed. All negotiations shall be commenced pursuant to the time periods of the Public Employment Relations Commission.

day of 2002.



TOWNSHIP OF SCOTCH PLAINS

ATTEST: _______________________________
Martin Marks, Mayor

_______________________________
Thomas Atkins, Municipal Manager
ATTEST:

SCOTCH PLAINS PATROLMEN'S

PBA Local 87


_______________________________

RANK 1/1/2002 1/1/2003 1/15/2004

Academy Rate $30,221 $31,369 $32,656

Probationary Officer 41,761 43,348 45,125

1st Year 57,412 59,594 62,037

2nd Year 60,780 63,090 65,676

3rd Year 64,755 67,216 69,972

4th Year - Max. 68,810 71,425 74,353

Police Sergeant 75,026 77,877 81,070

Police Lieutenant 81,357- 84,449 87,911

Police Captain 87,414 90,735 94,455

Assigned Detective – 2002 -$600.00 additional pay
and Computer 2003 -$750.00 additional pay
Bureau 2004 -$800.00 additional pay

Bargaining unit members hired after January 1, 1993 who are hired for basic police academy training, shall be compensated at the "Academy Rate" for the first six (6) months of employment. Compensation for the balance of the first year shall be at the "Probationary Officer" rate. These stated pay rates, "Academy Rate" and "Probationary Officer",, are designations intended for compensation purposes only. The statutory rights of the parties with respect to probationary periods for new employees shall not be affected by this rate of compensation change.

SCHEDULE A-2
SALARIES
(Wage Scale for employees hired after 9/1/95)

1st Step

(1 yr. after probation rate) 42,913 44,544 46,370

Second Step
(2 yrs. after probation rate) 57,412 59,594 62,037
Third Step
(3 yrs. after probation. rate) 60,780 63,090 65,676

Fourth Step
(4 yrs. after probation rate) 64,755 67,216 69,972

Fifth Step
(5 yrs. after probation rate) 68,810 71,415 74,353

Police Sergeant 75,026 77,877 81,070

Police Lieutenant 81,357 84,449 87,911

Police Captain 87,414 90,735 94,455

Assigned Detective – 2002 - $600.00 additional pay
and Computer 2003 - $750.00 additional pay
Bureau 2004 - $800.00 additional pay
Bargaining unit members who are hired for basic police academy training shall be compensated at the "Academy Rate" until the candidate graduates successfully from the police academy. Compensation for the next twelve (12) months after graduation from the academy shall be at the "Probationary Officer Rate". These stated pay rates, "Academy Rate" and "Probationary Officer" are designations intended for compensation purposes only. The statutory rights of the parties with respect to probationary periods for new employees shall not be affected by this rate of compensation change.

SCHEDULE A-3
SALARIES

1st Step
(1 yr. after probation rate) 42,913 44,544 46,370

Second Step
(2 yrs. after probation rate) 50,162 52,068 54,203
Third Step
(3 yrs. after probation. rate) 57,412 59,594 62,037

Fourth Step
(4 yrs. after probation rate) 60,780 63,090 65,676

Fifth Step
(5 yrs. after probation rate) 64,755 67,216 69,972

Sixth Step
(6 yrs. After probation rate) 68,810 71,425 74,353

Police Sergeant 75,026 77,877 81,070

Police Lieutenant 81,357 84,449 87,911

Police Captain 87,414 90,735 94,455

Assigned Detective - 2002 - $600.00 additional pay
and Computer 2003 - $750.00 additional pay
Bureau 2004 - $800.00 additional pay
Bargaining unit members who are hired for basic police academy training shall be compensated at the "Academy Rate" until the candidate graduates successfully from the police academy. Compensation for the next twelve (12) months after graduation from the academy shall be at the "Probationary Officer Rate". These stated pay rates, "Academy Rate" and "Probationary Officer" are designations intended for compensation purposes only. The statutory rights of the parties with respect to probationary periods for new employees shall not be affected by this rate of compensation change.