49
A G R E E M E N T BETWEEN:
TOWNSHIP OF RANDOLPH
MORRIS COUNTY, NEW JERSEY -AND- TEAMSTERS' LOCAL 97 OF NEW JERSEY
INTERNATIONAL BROTHERHOOD OF
TEAMSTERS, CHAUFFEURS, WAREHOUSEMEN AND WORKERS OF AMERICA
JANUARY 1, 2004 THROUGH DECEMBER 31, 2006
TABLE OF CONTENTS
Preamble.................................................. 4
Article 1.
Recognition.......................................... 5
Article 2.
Union Rights......................................... 6
Article 3.
Management Rights.................................... 7
Article 4.
Equal Employment Opportunity Policy.................. 9
Article 5.
Work Week and Overtime............................... 10
Article 6.
Sick Leave........................................... 15
Article 7.
Holidays............................................. 19
Article 8.
Career Development ................................. 21
Article 9.
Vacations............................................ 22
Article 10.
Health Benefits...................................... 23
Article 11.
Grievance Procedure.................................. 25
Article 12.
No-Strike Pledge..................................... 28
Article 13.
Discharge and Discipline............................. 29
Article 14.
Salaries............................................. 30
Article 15.
Longevity............................................ 33
Article 16.
Uniforms............................................. 34
Article 17.
Leave of Absence and Jury Duty....................... 35
Article 18.
Bulletin Board and Suggestion Box.................... 36
Article 19.
Check-Off of Dues.................................... 37
Article 20.
Union Stewards....................................... 39
Article 21.
Traveling and Meal Expense........................... 40
Article 22.
Use of Employees Equipment........................... 41
Article 23.
Seniority and Job Performance........................ 42
Article 24.
Maintaining Records.................................. 44
Article 25.
Notification of Call Out............................. 45
Article 26.
Separability and Savings............................. 46
Article 27.
Fully Bargained Provisions........................... 47
Article 28.
Term of Agreement.................................... 48
Appendix A.
Job Descriptions for Public Works, Parks/Maintenance and Building Maintenance Personnel.
Appendix B.
Employee Performance Evaluation for Public Works, Parks/Recreation and Building Maintenance.
Appendix C.
Policy regarding winter vacations
PREAMBLE
THIS AGREEMENT entered into this 15th day of February, 2004 by
and between the TOWNSHIP OF RANDOLPH, in the County of Morris, New
Jersey, a Municipal Corporation of the State of New Jersey, hereinafter
called the "Township", and TEAMSTERS' LOCAL 97 OF NEW JERSEY,
INTERNATIONAL BROTHERHOOD OF TEAMSTERS, CHAUFFEURS, WAREHOUSEMEN AND
HELPERS OF AMERICA, hereinafter called the "Union", represents the
complete and final understanding on all the bargainable issues between
the Township and the Union.
ARTICLE 1.
RECOGNITION
The Township recognizes the Union as the exclusive agent for full time employees of Public Works and Parks. The union represents all job titles listed in Article 14. Professional, clerical and supervisory employees of Public Works and Parks are excluded.
ARTICLE 2.
UNION RIGHTS
A. During Collective Negotiations, authorized Union representatives, not
to exceed two (2) shall be excused from their work duties when
necessary, to participate in all negotiations sessions which may be
mutually scheduled to take place partially during their regularly
scheduled work time, and shall suffer no loss of regular pay thereby.
B. Each respective negotiating Committee shall be empowered with
authority to negotiate an Agreement, subject, however, to the
approval and ratification of same by their respective
constituencies.
ARTICLE 3.
MANAGEMENT RIGHTS
A. 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:
1. To the executive management and administrative control of the
Township Government and its properties and facilities and the
activities of its employees;
2. To hire all 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;
3. To suspend, demote, discharge or take other disciplinary action
for good and just cause according to law.
B. The exercise of the foregoing powers, rights, authority, duties and
responsibilities of the Township, the adoption of policies, rules,
regulations and practices in furtherance thereof, and the use of
judgment and discretion in connection therewith shall be limited only
by the specific and express terms of this Agreement and then only to
the extent such specific and express terms hereof are in conformance
with the Constitution and Laws of New Jersey and of the United
States.
C. Nothing contained herein shall be construed to deny or
restrict the Township of its powers, rights, authority, duties
and responsibilities under R.S. 40 and R.S. 11 or any other
national, state, county or local laws or ordinances.
ARTICLE 4.
EQUAL EMPLOYMENT OPPORTUNITY POLICY
A. It is mutually agreed that there shall be no discrimination
because of race, color, religion, sex, age, marital status,
national origin, or physical disability unless based upon a
bona fide job requirement. Union and Township representatives
shall work cooperatively to assure the achievement of equal
employment opportunities. Any employee who fails to cooperate
to this end shall be subject to disciplinary action.
Furthermore, employees who feel they have been discriminated
against shall be encouraged to use the grievance provisions of
this contract prior to seeking relief through other channels.
ARTICLE 5.
WORK WEEK AND OVERTIME
A. WORK HOURS
The normal work week shall consist of five (5) consecutive days,
Monday through Friday. The normal work day shall consist of eight
(8) consecutive hours exclusive of a one-half hour lunch period. The
normal starting time shall be 7:00 a.m. and the normal quitting time
shall be 3:30 p.m. It is recognized that starting and quitting times
must vary for certain seasonal operations including activities such
as park and public grounds maintenance, leaf removal, and with
respect to emergencies such as those resulting from storms (snow
removal, flooding, debris removal), vehicular accidents, water main
breaks, road cave-ins, and vandalism.
For Parks employees hired after January 1, 2001 the work week shall vary
from April 1 to December 1. Employees shall be assigned to a five (5)
consecutive day week inclusive of Saturday and Sunday.
B. OVERTIME
1. Public Works Department employees shall be entitled to overtime
pay at the rate of one and one-half times their hourly rate after
eight hours in any work day or forty hour, in any week for days
from Monday through Saturday. Such employees, when called out
after regular hours shall receive a minimum of two hours at the
rate of one and one-half times their hourly rate, except when the
overtime work is contiguous to a normal work day. When overtime
is contiguous to the normal work day, employee will be paid for the actual time worked in excess of eight hours at the rate
of one and one-half times their hourly rate. Overtime shall be
distributed as equally as possible among all employees.
2. Employees called out on Sundays shall be entitled to overtime pay
at the rate of two times their hourly rate.
3. In determining eligibility for overtime pay, time within the
employee's standard weekly work schedule for which he receives
pay from the Township for approved absence shall be credited to
time worked when computing the forty (40) hours at straight
hourly pay required before overtime rates are paid.
4. Compensatory time may be granted in lieu of overtime at the employee’s
request.
Compensation time will apply as outlined in the Employee Manual.
Sundays and holidays will be calculated at two times the hourly rate.
Employees shall be entitled to accrue a maximum of 60 hours of
compensatory time per calendar year. Effective December 31, 2006 the
total accrual of compensatory shall not exceed 120 hours at any time.
Department Superintendent will be responsible for bookkeeping. In
addition employees’ accumulated comp time will be posted and updated on
a monthly basis. Compensation time will be used upon Superintendent’s
approval and shall not be unreasonably denied.
C. COFFEE BREAK
During the normal 8-hour work day, a 15 minute coffee break may be
taken in the forenoon and in the afternoon, provided, however, the
employee shall not return to the garage for such break.
Within the limits of work required, every attempt will be made to
reasonably provide fifteen minute coffee breaks between 9:00 a.m. and
10:00 a.m. in the morning and 1:30 p.m. and 2:30 p.m. in the
afternoon. Employees shall not return to the garage for said coffee
breaks, but one person may be permitted to travel to purchase coffee
for all men on a crew within the limits of the work schedule as
approved by the Superintendent of Public Works and confirmed by the
Township Engineer, if necessary.
D. SNOW REMOVAL
1. When an employee is called out after regular hours for snow
removal work, one-half hour of time will be provided after every
four (4) hours of work or, in the event that the overtime is
anticipated to be longer than four (4) hours one hour of time
will be provided after every six (6) hours of work, subject to
approval of the Superintendent of Public Works, based upon snow
removal needs.
When employees are required to work beyond 3:30 p.m., and in
the opinion of the Superintendent, the overtime will be longer
than four hours, the employee will be permitted a one-half hour
break for meals between 5:00 p.m. and 6:00 p.m. as work permits.
Other meal breaks will continue on a four or six hour basis after
7:30 p.m.
When an employee works up to the four or six hour limit and
has not received his meal break, the Superintendent may allow the
employee to go for his meal break and then directly home. An
employee will be paid for the meal break.
The one hour meal break may be taken after a minimum of five
and one-half (5-1/2) hours work time and within a maximum of six
and one-half (6-1/2) hours work time. All breaks are subject to
the approval of the Superintendent of Public Works based on
existing and anticipated work requirements.
2. Rest Period - Whenever an employee is required to work twenty-
four (24) consecutive hours, the employee will be entitled to
six (6) hours excused absence, without pay before resuming work.
3. Equipment Operator Availability - In any instance where five (5)
trucks are required for snow and ice control, one (1) equipment
operator shall be provided, if available, to load and mix
materials.
E. DIVISION OF WORK
It is the intent of the parties that Foremen or supervisory
personnel will not generally perform work customarily provided
by employees covered by this Agreement. However, it is
expressly understood that this shall not apply to special or
unusual circumstances including, but not limited to the
following:
1. Emergencies of any type.
2. Initial call-outs for small scale snow or ice control
which must be checked in advance by supervisory personnel.
3. Activities or work projects involving regular crews of men
where the Foreman or other supervisor is on the site to
provide both supervision and some participation in the
work project, and for regular snow removal operations when
the full department is on duty.
(1) Note:
The time allotted for the meal break will be started when the
employee reaches the eating establishment.
ARTICLE 6.
SICK LEAVE
A. SERVICE CREDIT FOR SICK LEAVE
1. All employees shall be entitled to sick leave with pay based on
their aggregate years of service.
2. Sick leave may be utilized by employees when they are unable to
perform their work by reason of personal illness, accident or
exposure to contagious disease. Sick leave may also be utilized
for short periods when the presence of the employee is necessary
to care for the employee's spouse or other members of the
immediate family due to illness or injury. For the purpose of
this section, immediate family is defined as spouse, children, or
stepchildren of the employee.
3. Employees absent on sick leave shall be at home, at a medical facility,
at a pharmacy or in transit to/from same throughout his/her normally
assigned working hours.
B. AMOUNT OF SICK LEAVE
1. Sick leave with pay shall accrue to any full-time employee at a
rate of twelve (12) days per year.
2. Any amount of sick leave allowance not used in any calendar
year shall accumulate to the employee's credit from year to
year to be used if and when needed for such purpose.
C. REPORTING OF ABSENCE ON SICK LEAVE
1. If any employee is absent for reasons that entitle him to sick
leave, his supervisor shall be notified prior to the employee's
starting time.
(a) Failure to so notify his supervisor may be cause of denial
of the use of sick leave for that absence and constitute
cause for disciplinary action.
(b) Absence without notice for five (5) consecutive days
shall constitute a resignation.
D. VERIFICATION OF SICK LEAVE
1. An employee who shall be absent on sick leave for four (4)
or more consecutive working days shall be required to submit
acceptable medical evidence substantiating the illness. The
Township may require proof of illness of an employee on sick
leave, however, whenever such requirement appears reasonable
abuse of sick leave shall be cause for disciplinary action.
2. In case of leave of absence due to exposure to contagious
disease, a certificate from the Department of Health, shall
be required.
3. The Township may require an employee who has been absent
because of personal illness, as a condition of his return to
duty, to be examined at the expense of the Township by a
physician of the Township's choice. Such examination shall
establish whether the employee is capable of performing his
normal duties and that his return will not jeopardize the
health of other employees.
E. USE OF SICK LEAVE AND INSURANCE
1. In instances when an employee is absent due to job related
or non-job related illness or injury, he/she may apply for
use of sick leave on a one-to-one substitution basis for
days absent.
2. When Worker's Compensation benefits are received for work
related absence, the employee will be credited with
accumulated sick days to an equal extent that the Worker's
Compensation benefits reimburse the Township for sick leave
that has been paid.
F. BEREAVEMENT LEAVE
1. In case of death in the immediate family, an employee shall
be granted up to three (3) days leave.
2. Immediate family shall be defined as the employee's husband,
wife, child, stepchild, mother, father, brother, or sister,
father-in-law, mother-in-law, brother-in-law or
sister-in-law, maternal, paternal grandparents and grandchild.
3. Reasonable verification of the event may be required
by the Township.
4. In the event of a death in the immediate family which
would cause the employee to travel considerable distance or
would otherwise entail additional time off, a maximum of
five (5) days may be granted by the Superintendent at his
discretion in unusual or extraordinary circumstances.
G. Accumulated Sick Time Assignments
1. When an employee exhausts his sick time due to a prolonged illness and is short of the required 60 days to become eligible for disability benefits, the Township will allow any member of the bargaining unit in good standing to voluntarily donate up to 3 days of his/her own sick time to said co-worker.
2. The employee donating the sick time must maintain a balance of 12 days of accumulated sick leave.
3. The employee must notify the Township in writing of his/her desire to grant the accumulated sick time.
H. Worker’s Compensation/Alternative Duty Assignments
The Township shall comply with all state regulations governing municipal workers compensation due to job related injuries.
The Township shall be empowered to assign an employee to alternative duty assignments provided that the following steps are taken:
1. The Worker’s Compensation doctor shall certify that the employee’s condition is not compromised by said assignment.
2. The Township has sufficient need to assign the employee to Alternative Duty.
Alternative Duty Assignments shall be at the discretion of the Township. Employees on Worker’s Compensation are not guaranteed Alternative Duty Assignments.
Alternative Duty Assignments shall be temporary in nature.
ARTICLE 7.
HOLIDAYS
A. The following thirteen (13) days shall be holidays upon which
the public offices of the employer shall be closed and on which
the employees shall not be required to work except in the case
of emergencies as determined by the Superintendent of Public
Works or the Township Manager:
New Year's Day Labor Day
Martin Luther King Day General Election Day
Lincoln's Birthday Veteran's Day
Washington's Birthday Thanksgiving Day
Good Friday Day after Thanksgiving Day
Memorial Day Christmas Day
Independence Day
B. Any employee required to work on a holiday shall be paid at an
hourly rate of two times said employee's regular rate of pay,
plus eight (8) hours holiday pay. The holiday will be
considered to occur from 12:00 a.m. on the actual day of the
holiday until 12:00 midnight that evening rather than the
observance day.
FLOATING HOLIDAYS
(a) Lincoln's Birthday and Election Day are designated as
"floating holidays" for all employees.
(b) Employees will have the option of taking Lincoln's
Birthday and Election Day as holidays or reporting for a
normal workday on those dates and taking another day off
subject to the following:
(1) Sufficient personnel will be available in the
department on Lincoln's Birthday and Election Day to adequately maintain operations on those days.
(2) The day taken in lieu of Lincoln's Birthday or
Election Day as a "floating holiday" shall be
subject to approval of the Superintendent of Public
Works and Township Engineer according to normal
procedures for vacation or time off from work.
ARTICLE 8.
CAREER DEVELOPMENT
A. The Township of Randolph encourages its employees to obtain all of the
education and training possible. Most programs are offered by local
educational institutions. The Township has adopted a policy whereby it will
reimburse employees up to 50% of their tuition for satisfactory
participation (a grade of “C” or better) in a job oriented course. This
benefit is subject to the availability of budgeted appropriations.
B. An employee may receive tuition reimbursement for course work unrelated to
their position. Such reimbursement shall be at the full and complete
discretion of the Township Manager. The Manager’s decision shall be final
with no appeal.
ARTICLE 9.
VACATIONS
A. Vacations for full time employees shall be based upon the
following schedule:
During the employee’s first year of service he/she will accrue vacation time
at a rate of one day per month beginning the third month of service not to
exceed 10 vacation days for the year.
B. Years of Service Completed Vacation to be Received
After 1st year through 6th year 2 Weeks
January 1st after 6th year of service 3 Weeks
January 1st after l3th year of service 4 Weeks
January 1st after l8th year of service 1 Day for Each
Additional Year Served Over 18 Years
C. All vacation days must be taken during the calendar year at such
time as permitted by the Superintendent of Public Works and
Township Manager, unless it is determined that vacation may not
be taken due to pressure of work. In case of the latter, unused
vacation shall be carried forward into the next succeeding year,
in which it must be used.
ARTICLE 10.
INSURANCE A. Medical Coverage/Prescription Plan
The base policy shall be Select 10 Program
1. For employees hired prior to 1-1-95, the Township will pay 100% of the premium in 2004.
The Township will pay 90% of the premium* for 2005/employee shall pay 10%.
The Township will pay 80% of the premium* for 2006 and thereafter/employee shall pay 20%.
2. For employees hired after 1-1-95, the Township will pay 80% of the premium* and employee shall
pay 20%.
*Single coverage premium will be paid in its entirety by the Township.
Employees opting for coverage with premiums exceeding the Select 10 option shall contribute all costs
in excess of the Township contribution for the base policy plan.
3. Cash Option
Employees who receive hospital and medical coverage through their spouse's
employer may surrender their benefits for cash. The Township will distribute
a questionnaire in November and the coverage will begin the following January
1". Employees must be able to document their alternate coverage and will not
be able to re-enter the Health Insurance Program until the next open
enrollment period (November). The Township will provide
one-half of the savings allowed by the Health Insurance Fund. (Note that the cash payment is
taxable). Payments will be made in two installments; June 1" and December 1".
B. Dental Benefits
1. The Township will provide payment towards the cost of a dental plan for
employees based on the following schedule:
a) The maximum premium contribution paid by the Township shall be $600.00.
b) For employees hired after 1-1-2000 including single coverage employees, the
premium shall be shared 80/20 with the Township's contribution capped at $600.
C. Other Insurances
The Township shall continue to provide Group Life Insurance and Long Term
Disability Insurance per policy levels in place as of 12-31-2000.
D. Right to Select Carrier
The Township reserves the right to change insurance carriers as long as substantially
similar benefits are provided.
ARTICLE 11.
GRIEVANCE PROCEDURE
A. PURPOSE
1. The purpose of this procedure is to secure, at the lowest
possible level, an equitable solution to the problems which
may arise affecting the terms and conditions of this
Agreement and to resolve grievances as soon as possible so
as to assure efficiency and promote employees' moral. The
parties agree that this procedure will be kept as informal
as may be appropriate.
2. Nothing contained herein shall be construed as limiting the
right of any employee having a grievance to discuss the
matter informally with the Head of the Department and
having the grievance adjusted without the intervention of
the Union.
B. DEFINITION
The term "grievance" as used herein means any controversy
arising over the interpretation or adherence to the terms and
conditions of this Agreement and may be raised by an individual,
the Union or the Township.
C. STEPS OF THE GRIEVANCE PROCEDURE
The following constitutes the sole and exclusive method for
resolving grievances between the parties covered by this
Agreement and shall be followed in its entirety unless any step
is waived by mutual consent.
STEP ONE:
The moving party shall present the grievance in writing signed
by the aggrieved to the Department Head within five (5) working
days of the occurrence giving rise to the grievance for the
purpose of resolution. In the discussion of the grievance, the
persons involved shall make an earnest effort to resolve the
matter. The Department Head shall make whatever additional
investigation is necessary and shall, within three (3) working
days after presentation of the grievance, give his decision.
STEP TWO:
If a grievance is not resolved at Step One, the moving party
may, within three (3) working days of receipt of the answer
in Step One, submit the written grievance to the Township
Manager, who shall give his answer within three (3) working
days of the presentation of the grievance in Step Two.
STEP THREE: Arbitration:
(a) In the event the grievance has not been resolved at Step Three,
the Union may within five (5) working days request arbitration.
The arbitrator shall be chosen in accordance with the Rules of
the American Arbitration Association.
(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.
(c) The costs of the services of the arbitrator shall be borne
equally between the Township and the Union. Any other expense
incurred, including but not limited to the presentation of
witnesses, shall be paid by the party incurring same.
(d) The arbitrator shall set forth his findings of fact and reasons
for making the award within thirty (30) days at the conclusion
of the arbitration hearing unless agreed to otherwise by the
parties. The decision of the arbitrator shall be final and
binding.
D. A grievance will be considered settled upon its withdrawal in
writing, or when the grievant ceases to be an employee by
resignation or when any time limit set forth above has expired for
its appeal to the next step. Failure to answer a grievance within
the proper time shall move it to the next step.
ARTICLE 12.
NO-STRIKE PLEDGE
A. The Union covenants and agrees that during the term of this
Agreement neither the Union 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 duty, or
willful absence of any employee from his position, or stoppage of
work or abstinence in whole or in part, from the full, faithful and
proper performance of the employee's duties of employment), work
stoppage, slowdown, walkout or other job action against the
Township. The union agrees that such action would constitute a
material breach of this Agreement.
B. In the event of a strike, slowdown, walkout or other job action, it
is covenanted and agreed that participation in any such activity by
any employee covered under the terms of this Agreement shall be
deemed grounds for termination of employment of such employee or
employees.
C. The Union will actively discourage and will take whatever
affirmative steps are necessary to prevent or terminate any strike,
work stoppage, slowdown, walkout or other job action against the
Township.
D. Nothing contained in this Agreement shall be construed to limit or
restrict the Township in its right to seek and obtain such judicial
relief as it may be entitled to have in law or in equity for
injunction or damages or both in the event of such breach by the
Union or its member.
ARTICLE 13. DISCHARGE AND DISCIPLINE
A. No permanent employee shall be discharged or suspended or otherwise
disciplined without just cause.
B. The employer shall notify the Union at the time disciplinary action
is taken.
C. Employees shall have the right to claim that suspension or discharge
was unjustly imposed by submitting such claim to the Township
Manager in writing within three (3) working days after the
disciplinary action. This shall be the sole method of appeal of
disciplinary action. Failure to so appeal shall be admission as to
the propriety of the action taken.
ARTICLE 14.
SALARIES
A. Salary ranges and increments for the years 2004 through 2006 shall be
determined as follows:
Minimum Hourly Maximum Hourly
Building Maintenance $15.00 $22.50
Laborer & Utility Worker 15.00 22.50
Park Maintenance 15.00 22.50
Driver 16.50 27.00
Park Maintenance II 16.50 27.00 Water & Sewer Technician 16.50 27.00
Equipment Operator 17.00 29.25
Senior Water & Sewer Technician 17.00 29.25
Sr.Park Maintenance 17.00 29.25
Mechanic 19.00 29.25
1) Effective January 1, 2004 each employee shall receive a 3.75% increase
on their base salary.
2) Effective January 1, 2005 each employee shall receive a 3.75% increase
on their base salary.
3) Effective January 1, 2006 each employee shall receive a 3.75% increase
on their base salary
B. Employees hired after July 1 shall be eligible for a wage increase on
January 1 following their first anniversary of employment. Said employees
will be eligible for merit bonus stipends.
C. Any employee specifically designated to be in charge of other
employees on any project shall receive extra compensation at the
rate of $0.50 per hour for the period said employee directs and
supervises said project.
D. Any employee assigned to work in a higher job classification shall
be compensated for such higher classification in accordance with the
following procedure:
1. An employee must work ten (10) days as needed by the
Department of Public Works as training without extra pay.
At the time when this training period is completed, which
will depend upon needs for persons in such higher
classifications, a letter of verification will be provided
to the employee.
2. If any employee is assigned to a higher classification for
any part of one (1) day (including a full day) and is then
assigned to the higher classification for a second day, the
employee shall be paid at the higher rate for the second day
and each consecutive day thereafter. This rule shall not apply
to an employee filling in during vacation time which would
require work in the higher classification for one (1) full week
before payment at the higher classification is provided. Such
higher rate will begin on the sixth working day during a
vacation relief assignment.
3. The time noted above shall not include incidental use of
machines for loading of sand during snow removal or similar
types of brief work assignments related to an employee's normal
duties.
E. Merit Bonus System
See attached Schedule B. The evaluation rating is subject to the grievance procedure should an employee choose to exercise that right. The bonus earned from the evaluation is not to be added to base. It is a separate rate distributed as a bonus.
Maximum Bonus 2004 - $700.
2005 - $750.
2006 - $800.
Evaluations to be completed on November 1, 2004. 2005, 2006 with bonus checks released in December of each year to qualifying employees.
ARTICLE 15. LONGEVITY
ELIMINATED JANURY 1, 2003
ARTICLE 16.
UNIFORMS
A. Within (60) sixty days of the ratification of this agreement, the Township
will enter into a contract with a uniform service. Said service shall
provide, maintain, clean and replace all employee uniforms including
trousers, shirts and sweatshirts.
B. The Township shall provide on an as-needed basis, hooded winter jackets and
rain gear. Ultimate responsibility for determination of need shall rest
with the division superintendent.
C. A shoe/boot allowance shall be provided in April of each year as follows:
2004 $130.
2005 $140.
2006 $150.
ARTICLE 17.
LEAVE OF ABSENCE
AND
JURY DUTY OR MILITARY RESERVE
A. A permanent employee may be granted a leave of absence without pay
for a period not to exceed six (6) months for illness or disability
with certificate from a doctor. An employee's request for a
personal leave not connected to illness or disability may be granted
with the consent of the Township Manager.
B. JURY DUTY OR MILITARY RESERVE
Any permanent employee who is required to serve on jury duty or in
Military Reserve will be entitled to his normal salary for the
length of time he serves, under the condition that any compensation
received from either will be reimbursed to the Township.
ARTICLE 18. BULLETIN BOARD AND SUGGESTION BOX
A. The Township shall provide a bulletin board and suggestion box
for the purpose of posting Union notices of meetings, elections,
appointments to Union positions, recreational and social events, and
such other notices of official Union business and Township notices.
All such notices shall be approved and initialed by the Department
Head prior to posting.
ARTICLE 19.
CHECK-OFF OF DUES
A. Upon receipt by the Township of a voluntary written authorization
and assignment by a member covered by this Agreement in the form
agreed upon between the Township and the Union and consistent with
applicable State law, and which shall call for deduction from the
wages of such member of monies for payment to the Union of his
membership dues (and initiation fee if a new member), which shall
be uniform, the Township thereafter will deduct from the first pay
each month of each of such member, during the full term of this
Agreement and any extension or renewal thereof and during the
existence of such assignment, his periodic Union dues (and
initiation fee if a new member). The Township shall promptly remit
monthly any and all amounts so deducted to the Secretary-Treasurer
of the Union of its office address, 853 Mount Prospect Avenue,
Newark, New Jersey 07104, provided the Union shall previously have
notified the Township of the amount of dues and initiation fee to be
deducted and shall have furnished the Township with the signed
voluntary written assignment of each member whose dues and/or
initiation fee are to be deducted.
B. The Union shall indemnify and save harmless the Township against any
and all claims, demands, suits, or other forms of liability by
reason of action taken by the Township in reliance upon signed
authorization cards furnished to the Township by the Union and in
compliance with the provisions of this Article.
C. The Township may suspend or terminate the deduction of dues
provisions of this contract where prompt and corrective action
is not taken after notice by the Township to the business agent
of the Union in the event of a violation of the foregoing
provisions of Article 12 above, relative to strikes or work
stoppages.
ARTICLE 20.
UNION STEWARDS
A. The Union shall notify the Township of the employee it designates
to act as the Union Steward for the purpose of investigation and
representation of grievances in accordance with the provisions of
this Agreement. Reasonable amounts of time shall be granted as
approved by the Township Manager, during regularly scheduled working
hours for such activities without loss of regular pay.
ARTICLE 21.
TRAVELING AND MEAL EXPENSE
A. Employees shall be entitled to twenty (20) cents per mile for
traveling expenses when using their personal vehicles in the
performance of Township duties.
B. Employees may receive up to $12.00 per dinner meal and $10.00 per
breakfast when required to work during emergency call-outs only.
Amounts provided for meals shall be subject to approval of the
Superintendent of Public Works as to the reasonableness of the cost for the
type of meal purchased. In the event that an employee is called in prior
to 7 a.m. for unscheduled overtime one half hour of time and up to $10.00
for a breakfast meal shall be provided. Scheduled overtime such as
Saturday work which is planned in advance will not qualify for meal
expense.
ARTICLE 22. USE OF EMPLOYEES EQUIPMENT
A. Employees shall be entitled to payment for use of personal
equipment in the performance of Township duties provided specific
prior agreement as to reasonable compensation has been reached
with the Superintendent of Public Works and the Manager.
ARTICLE 23.
SENIORITY AND JOB PERFORMANCE
A. All job openings shall be posted for bid for a period of one
(1) week.
B. It is hereby agreed that the parties hereto recognize and accept
the principle of seniority in cases of transfer, promotions,
assignment of schedules, layoffs, and recalls. In all cases,
however, ability to perform the work in a satisfactory manner will be a factor in designating the employee to be affected.
C. An employee shall be deemed as probationary following his regular
appointment to a permanent position for a trial period of three
(3) months. An employee may be dismissed without recourse during
the probationary period for reasons relating to the employee's
qualifications.
D. The seniority of an employee is defined as the length of service
as a Township Employee dating back to his first date of hire and by his job classification.
E. In the event of layoffs and rehiring, the last person laid off in
any job classification, shall be rehired to any new position
available, provided said employee is able to do the available
work in a qualified and satisfactory manner.
F. When promotions to a higher labor grade or transfers to another
grade are in order, the Township shall make such promotions or
transfers from among its regular employees if qualified employees
are presently employed. Consideration for such promotions or
transfers shall be based on seniority and ability to perform the
work and if an employee so promoted or transferred is not deemed
qualified after a sixty (60) day trial period, the Township may
remove him and retransfer him to his former position.
G. The Township shall prepare and forward to the Union a seniority
list of employees by department and classification. Seniority list shall be updated when necessary and shall be posted on the Union Bulletin Board showing the employee's name, classifications, and seniority date.
ARTICLE 24.
MAINTAINING RECORDS
A. Records of sick leave, vacation time and overtime shall be main-
tained by the Department Head and Township Manager and the Union
Steward. The Steward shall be notified when an employee is out
on sick leave and vacation, and the duration of same. Both sick
time and vacation time shall be posted on the bulletin board each quarter by the Department Head.
ARTICLE 25.
NOTIFICATION OF CALL OUT
It is mutually understood that response to emergency call outs for snow removal work is considered in establishing an employee's annual merit increase. Employees may trade standby positions for call outs or arrange to have their standby positions covered by another employee if clear prior notification is provided to the Superintendent of Public Works.
If an employee who is substituting for another employee's standby is not available when called, the substituting employee shall be charged with a missed call out. If an employee arranges to have his standby position covered and the magnitude of the storm or other circumstance requires that the substitute employee would have been called as well, then, if the original employee on the standby list is not available, he will also be charged with a missed call out.
ARTICLE 26.
SEPARABILITY AND SAVINGS
A. The Township and the Union recognize the applicability of the
budgetary limitations enacted by the State of New Jersey with
reference to Municipal budget "caps" and agree to abide fully by such provisions and other applicable present or future legislation. Therefore, salary or wage increases or other economic changes will be put into effect to the extent that is legally possible. In the event any or all of the salary increases or adjustments or other economic changes for 1989 or beyond cannot be legally made effective, such increases shall be omitted or proportionately adjusted according to law.
B. If any provision of this Agreement or any application of this
Agreement to any employee or group of employees is held invalid by operation of law or by a Court or other tribunal of competent jurisdiction, such provision shall be inoperative but all other provisions shall not be affected thereby and shall continue in full force and effect.
ARTICLE 27.
FULLY BARGAINED PROVISIONS
A. The Agreement represents and incorporates the complete and final
understanding and settlement by the parties on all bargainable issues which were or could have been the subject of negotiations. 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 or signed this Agreement.
ARTICLE 28.
TERM OF AGREEMENT
A. This Agreement shall take effect from January 1, 2004, and shall
remain in full force and effect through December 31, 2006, and
thereafter from year to year unless either party shall give
notice in writing no sooner than one-hundred fifty (150) nor
later than one-hundred twenty (120) days in advance of the
expiration date of this Agreement of the desire to amend or
terminate the same. All changes by the moving party must
be submitted in writing at the time the initial aforesaid notice
is given. Thereafter, the responding party shall have thirty
(30) days to give notice of proposed changes and/or counter
proposals in writing. No such changes by either party shall be considered
which are not received in accordance with this Section.
TEAMSTER’S LOCAL 97 TOWNSHIP OF RANDOLPH
OF NEW JERSEY INTERNATIONAL
BROTHERHOOD OF TEAMSTER,
CHAUFFEURS, WAREHOUSEMEN
AND WORKERS OF AMERICA
____________________________ ____________________
John Gerow, President John C. Lovell, Manager
____________________________
Ignazio Amodio, Business Agent/
Local 97
____________________________
Charles Crossan, Shop Steward
Witness: Witness:
______________________ _________________________
Carl Dean Frances S. Bertrand, Township Clerk
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