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AGREEMENT
BETWEEN:
TOWNSHIP OF RANDOLPH,
MORRIS COUNTY, NEW JERSEY
-AND-
RANDOLPH TOWNSHIP EMPLOYEES ASSOCIATION
January 1, 2004 through December 31, 2006
INDEX
Preamble 3
Article I Recognition 4
Article 11 Management Rights 5
Article III Work Week and Overtime 6
Article IV Sick Leave 7
Article V Holidays 10
Article VI Vacations 11
Article VII Insurance 12
Article VIII Grievance Procedure 14
Article IX No Strike Pledge 16
Article X Discharge and Discipline 17
Article XI Salaries 18
Article XII Work Boot Allowance/Replacement 20
Article XIII Equal Employment Opportunity Policy 21
Article XIV Separability and Savings 22
Article XV Fully Bargained Provisions 23
Article XVI Terms of Agreement 24
PREAMBLE
This AGREEMENT entered into June 16, 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 the RANDOLPH TOWNSHIP EMPLOYEES ASSOCIATION, hereinafter called the "Association" represents the complete and final understanding on all the bargainable issues between the Township and the Association.
ARTICLE I
RECOGNITION
The Township recognizes the Association as the exclusive collective negotiations agent for the
following job classifications within the Township of Randolph:
Engineering Assistant
Public Works Inspector
Fire Code Inspector
Animal Control Officer
Deputy Animal Control Officer
Building Inspector
Foreman (Public Works)
Public Health Nurse
Sanitarian
Deputy Court Administrator
Zoning Officer
Health Educator
P/T Fire Inspector
P/T Public Nurse
Romper Teacher/Secretary
Tax Assessment Assistant
Community Services Supervisor
Purchasing Coordinator
ARTICLE 11
MANAGEMENT RIGHTS
- 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:
- To the executive management and administrative control of the Township government
and its properties and facilities and the activities of its employees;
- To hire all employees and subject to the provisions of law, to determine their
qualification and conditions for continued employment or assignment and to promote
and transfer employees;
- 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 and responsibilities of the
Township, the adoption of policies, rules and 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.
ARTICLE III
WORK WEEK AND OVERTIME
A. The normal work week and hours vary depending on the department
and position. All positions represented by the Association are salaried.
B . The employer shall compensate each employee for overtime in excess of forty (40)
hours at one and one-half 0-1/2) times the hourly rate of compensation paid such
employee such employee providing such overtime shall have been with the authority or
approval or at the direction of the immediate supervisor of the employee or the
Township Manager.
C. Employees may opt for compensatory time in lieu of overtime payments.
- For employees who work less than a 40 hour week, the employer shall compensate the employee with one (1) hour of compensatory time off for each hour worked by
the employee in any given week up to forty (40) hours and one and one half (1.5)
hour of compensatory time off for each hour worked by the employee in any given
week in excess of forty (40) hours providing such overtime shall have been with the
authority or approval or at the direction of the immediate supervisor of the
employee or the Township Manager.
2. Employees shall be entitled to accrue a maximum of 60 hours of compensatory time.
ARTICLE IV
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. The employer has a reasonable expectation that the employee is convalescing and/or seeking medical assistance as opposed to other unrestricted activities associated with time off for vacations, compensatory time or holidays. Both parties to this contract agree that abuse of the sick leave benefit is unacceptable and subject to managerial response.
Sick leave may also be utilized for short periods because of death in the employee's
immediate family as defined below.
B. Amount of Sick Leave
- 1. Sick leave with pay shall accrue to any full time employee on the basis of one day per month.
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.
3. In the event an employee is injured while at work, full salary will be paid without a charge
against sick leave, provided the employee is eligible for, and the Township receives, workers'
compensation benefits.
C. Reporting of Absence on Sick Leave
1. If an employee is absent for reasons that entitle him/her to sick leave, his/her supervisor shall be
notified prior to the employee's starting time, except in emergencies.
(a) Failure to so notify the supervisor may be cause for 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
- 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 whenever such
requirement appears reasonable. Abuse of sick leave shall be cause for disciplinary action.
- In case of leave of absence due to exposure to contagious disease, a certificate from the
Department of Health shall be required prior to return to work.
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 and safety of other employees.
E. Payment for Accumulated Sick Leave at Retirement
Full time employees shall be entitled to sick pay retirement benefits of 50 percent of accumulated sick time based on the following schedule:
Maximum Benefit
When the employee’s age and years of service to the
Township added together total 70 years 70 days (not to exceed $10,000)
When the employee’s age and years of service to the
Township added together total 75 years 75 days (not to exceed $12,500)
When the employee’s age and years of service to the
Township added together total 80 years 80 days (not to exceed $15,000)
F. Bereavement Leave
1. In case of death in the immediate family, an employee shall be granted up to three (3) days of
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, grandparents, sister-in-law and brother-
in-law, son- in-law, daughter-in-law, grandchild.
3. Reasonable verification of the event may be required by the Township.
ARTICLE V
HOLIDAYS
- The following thirteen (13) days shall be holidays upon which the public offices of the
Township shall be closed and on which the employees shall not be required to work:
New Year's Day Labor Day
Martin Luther King's Birthday General Election Day
Lincoln's Birthday Veteran's Day
Washington's Birthday Thanksgiving Day
Good Friday Day after Thanksgiving
Memorial Day Christmas Day
Independence Day
- Floating Holidays
- Lincoln's Birthday and Election Day are designated as "floating holidays" for all
employees.
- Employees will have the option of taking Lincoln's Birthday and Election Day as
holidays or reporting for a normal work day on those dates and taking another day
off subject to the following:
- Sufficient personnel will be available in all departments on Lincoln's Birthday and
Election Day to adequately maintain operations on these days.
- The day taken in lieu of Lincoln's Birthday or Election Day as a "floating holiday"
shall be subject to approval of the department head or supervisor according to normal
procedures for vacation or time off from work.
ARTICLE VI
VACATIONS
A. Vacations for full time employees shall be based upon the following schedule:
After 1st calendar year 2 weeks
January 1st following the 3rd year 2 weeks plus one day
January 1st following the 6th year 3 weeks
of service
January lst following the 13th year 4 weeks
of service
January lst following the 18th year 4 weeks plus one
of service (1) additional day
for each year
served over 18.
B. Employees may carry forward accumulated vacation time not to exceed the total number
of days received in the following year, i.e. if an employee has a 2000 vacation allowance of 15
days, an additional 15 days can be carried forward from 1999 for use in 2000.
Any unused vacation in excess of the one year carry over amount shall be forfeited.
C. During the first calendar year of employment, employees shall begin accruing vacation
time in their third month of employment at a rate of one day of vacation per month of service up
to a maximum of 10 working days.
ARTICLE VII
INSURANCE
- Medical Coverage/Prescription Plan
- The Select 10 Plan shall be the base plan for coverage.
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.
2. 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%.
3. For employees hired after 1-1-95:
The Township will pay 80% of the premium* and employee shall pay 20%.
4. 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 period will begin the following January 1st. 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. The Township will provide
one half of the insurance premium savings that it realizes as a result of the employee’s
action. (Note that the cash payment is taxable) Payment will be made in two installments,
April and October.
* Single coverage will be paid in its entirety by the Township
B. Dental Benefits
- The Township will provide payment towards the cost of a dental plan for employees based on
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 VIII
GRIEVANCE PROCEDURE
A. Purpose
- 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 to promote employees' morale. The parties agree that this procedure will be kept as informal as may be appropriate.
- Nothing contained herein shall be construed as limiting the right of any employee having
grievance to discuss the matter informally with the department head and having the
grievance adjusted without the intervention of the Association.
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 Association 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 five (5) working days after
presentation of the grievance, give a decision.
Step Two: If a grievance is not resolved at Step One, the moving party may, within five (5)
Working days of receipt of the answer in Step One, submit the written grievance to the
Township Manager, who shall provide a response within five (5) working days of the
presentation of the grievance in Step Two.
Step Three: If the grievance is not resolved in Step Two, it may be appealed in writing
within five (5)working days after receipt of the answer in Step Two for arbitration before
the N.J. Public Employee Relations Commission ( PERC). The arbitrator's decision shall
be final.
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 IX
NO-STRIKE PLEDGE
- 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 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 Association agrees that such action would constitute a material breach of this Agreement.
- 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.
A. The Association 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.
- 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 in law or in equity
for injunction or damages or both in the event of such breach by the Association or its
members.
ARTICLE X
DISCHARGE AND DISCIPLINE
- No permanent employee shall be discharged or suspended or otherwise disciplined without
- The employer shall notify the Association at the time disciplinary action is taken.
- 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 five (5) 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 XI
SALARIES/PERFORMANCE EVALUATIONS
A. Annual Increases
January 1, 2005 3.75%
January 1, 2006 3.75%
B. Newly Appointed and Recently Promoted Staff
Members hired or promoted after July 1 shall be exempted from the automatic salary adjustment for the following January 1. The Township may, however, grant said increase based upon a performance evaluation to be conducted by the department head and reviewed by the Township Manager. The Township Manager’s decision shall be final.
C. Merit Stipends
Merit stipends are based upon performance and are not built into the base salary.
from 0-$950
from 0-$1,000
from 0-$1,050
D. Performance evaluations shall be prepared for each employee by their supervisor and/or
head with approval by the Township Manager to determine if merit/performance increase shall
be granted. In the absence of a department head, the Township Manager shall review the
employee's performance. In the event that the employee believes that the performance
evaluation is not representative of his/her performance; said employee may petition the
Township Manager to undertake an examination. The decision of the Township Manager
shall be final.
E. The Township Manager shall have the authority to increase individual salaries when in
his/her opinion such an increase is warranted.ARTICLE XII
CLOTHING ALLOWANCE/REPLACEMENT
- Public Works Foremen/Women
See Teamster contract for uniform maintenance and work shoe/boot allowance
- For all other field staff, the Township shall reimburse for any combination of shoes, boots, and /or
rain gear not to exceed the following annual maximum:
ARTICLE XIII
EOUAL EMPLOYMENT OPPORTUNITY POLICY
It is mutually agreed that there shall be no discrimination because of race, color, religion, sex,
age, marital status, national origin, physical disability or sex orientation based upon a bona flde
job requirement. Association 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
Agreement prior to seeking relief through other channels.
ARTICLE XIV
SEPARABILITY AND SAVINGS
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 XV
FULLY BARGAINED PROVISIONS
This 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 XVI
TERMS OF AGREEMENT
This Agreement shall take effect retroactive to January 1, 2004and 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 twenty (120) nor later than sixty (60) 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.
RANDOLPH TOWNSHIP EMPLOYEES TOWNSHIP OF RANDOLPH
ASSOCIATION MORRIS COUNTY, NEW JERSEY
By:__________________________ By:_________________________
Raphael Carchia John C. Lovell, Manager
Date:_________________________ Date:_________________________
Witness: Witness:
______________________________ ______________________________
Frances S. Bertrand
Township Clerk
24
1
AGREEMENT
BETWEEN:
TOWNSHIP OF RANDOLPH,
MORRIS COUNTY, NEW JERSEY
-AND-
RANDOLPH TOWNSHIP EMPLOYEES ASSOCIATION
January 1, 2004 through December 31, 2006
INDEX
Preamble 3
Article I Recognition 4
Article 11 Management Rights 5
Article III Work Week and Overtime 6
Article IV Sick Leave 7
Article V Holidays 10
Article VI Vacations 11
Article VII Insurance 12
Article VIII Grievance Procedure 14
Article IX No Strike Pledge 16
Article X Discharge and Discipline 17
Article XI Salaries 18
Article XII Work Boot Allowance/Replacement 20
Article XIII Equal Employment Opportunity Policy 21
Article XIV Separability and Savings 22
Article XV Fully Bargained Provisions 23
Article XVI Terms of Agreement 24
PREAMBLE
This AGREEMENT entered into June 16, 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 the RANDOLPH TOWNSHIP EMPLOYEES ASSOCIATION, hereinafter called the "Association" represents the complete and final understanding on all the bargainable issues between the Township and the Association.
ARTICLE I
RECOGNITION
The Township recognizes the Association as the exclusive collective negotiations agent for the
following job classifications within the Township of Randolph:
Engineering Assistant
Public Works Inspector
Fire Code Inspector
Animal Control Officer
Deputy Animal Control Officer
Building Inspector
Foreman (Public Works)
Public Health Nurse
Sanitarian
Deputy Court Administrator
Zoning Officer
Health Educator
P/T Fire Inspector
P/T Public Nurse
Romper Teacher/Secretary
Tax Assessment Assistant
Community Services Supervisor
Purchasing Coordinator
ARTICLE 11
MANAGEMENT RIGHTS
- 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:
- To the executive management and administrative control of the Township government
and its properties and facilities and the activities of its employees;
- To hire all employees and subject to the provisions of law, to determine their
qualification and conditions for continued employment or assignment and to promote
and transfer employees;
- 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 and responsibilities of the
Township, the adoption of policies, rules and 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.
ARTICLE III
WORK WEEK AND OVERTIME
A. The normal work week and hours vary depending on the department
and position. All positions represented by the Association are salaried.
B . The employer shall compensate each employee for overtime in excess of forty (40)
hours at one and one-half 0-1/2) times the hourly rate of compensation paid such
employee such employee providing such overtime shall have been with the authority or
approval or at the direction of the immediate supervisor of the employee or the
Township Manager.
C. Employees may opt for compensatory time in lieu of overtime payments.
- For employees who work less than a 40 hour week, the employer shall compensate the employee with one (1) hour of compensatory time off for each hour worked by
the employee in any given week up to forty (40) hours and one and one half (1.5)
hour of compensatory time off for each hour worked by the employee in any given
week in excess of forty (40) hours providing such overtime shall have been with the
authority or approval or at the direction of the immediate supervisor of the
employee or the Township Manager.
2. Employees shall be entitled to accrue a maximum of 60 hours of compensatory time.
ARTICLE IV
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. The employer has a reasonable expectation that the employee is convalescing and/or seeking medical assistance as opposed to other unrestricted activities associated with time off for vacations, compensatory time or holidays. Both parties to this contract agree that abuse of the sick leave benefit is unacceptable and subject to managerial response.
Sick leave may also be utilized for short periods because of death in the employee's
immediate family as defined below.
B. Amount of Sick Leave
- 1. Sick leave with pay shall accrue to any full time employee on the basis of one day per month.
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.
3. In the event an employee is injured while at work, full salary will be paid without a charge
against sick leave, provided the employee is eligible for, and the Township receives, workers'
compensation benefits.
C. Reporting of Absence on Sick Leave
1. If an employee is absent for reasons that entitle him/her to sick leave, his/her supervisor shall be
notified prior to the employee's starting time, except in emergencies.
(a) Failure to so notify the supervisor may be cause for 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
- 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 whenever such
requirement appears reasonable. Abuse of sick leave shall be cause for disciplinary action.
- In case of leave of absence due to exposure to contagious disease, a certificate from the
Department of Health shall be required prior to return to work.
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 and safety of other employees.
E. Payment for Accumulated Sick Leave at Retirement
Full time employees shall be entitled to sick pay retirement benefits of 50 percent of accumulated sick time based on the following schedule:
Maximum Benefit
When the employee’s age and years of service to the
Township added together total 70 years 70 days (not to exceed $10,000)
When the employee’s age and years of service to the
Township added together total 75 years 75 days (not to exceed $12,500)
When the employee’s age and years of service to the
Township added together total 80 years 80 days (not to exceed $15,000)
F. Bereavement Leave
1. In case of death in the immediate family, an employee shall be granted up to three (3) days of
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, grandparents, sister-in-law and brother-
in-law, son- in-law, daughter-in-law, grandchild.
3. Reasonable verification of the event may be required by the Township.
ARTICLE V
HOLIDAYS
- The following thirteen (13) days shall be holidays upon which the public offices of the
Township shall be closed and on which the employees shall not be required to work:
New Year's Day Labor Day
Martin Luther King's Birthday General Election Day
Lincoln's Birthday Veteran's Day
Washington's Birthday Thanksgiving Day
Good Friday Day after Thanksgiving
Memorial Day Christmas Day
Independence Day
- Floating Holidays
- Lincoln's Birthday and Election Day are designated as "floating holidays" for all
employees.
- Employees will have the option of taking Lincoln's Birthday and Election Day as
holidays or reporting for a normal work day on those dates and taking another day
off subject to the following:
- Sufficient personnel will be available in all departments on Lincoln's Birthday and
Election Day to adequately maintain operations on these days.
- The day taken in lieu of Lincoln's Birthday or Election Day as a "floating holiday"
shall be subject to approval of the department head or supervisor according to normal
procedures for vacation or time off from work.
ARTICLE VI
VACATIONS
A. Vacations for full time employees shall be based upon the following schedule:
After 1st calendar year 2 weeks
January 1st following the 3rd year 2 weeks plus one day
January 1st following the 6th year 3 weeks
of service
January lst following the 13th year 4 weeks
of service
January lst following the 18th year 4 weeks plus one
of service (1) additional day
for each year
served over 18.
B. Employees may carry forward accumulated vacation time not to exceed the total number
of days received in the following year, i.e. if an employee has a 2000 vacation allowance of 15
days, an additional 15 days can be carried forward from 1999 for use in 2000.
Any unused vacation in excess of the one year carry over amount shall be forfeited.
C. During the first calendar year of employment, employees shall begin accruing vacation
time in their third month of employment at a rate of one day of vacation per month of service up
to a maximum of 10 working days.
ARTICLE VII
INSURANCE
- Medical Coverage/Prescription Plan
- The Select 10 Plan shall be the base plan for coverage.
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.
2. 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%.
3. For employees hired after 1-1-95:
The Township will pay 80% of the premium* and employee shall pay 20%.
4. 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 period will begin the following January 1st. 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. The Township will provide
one half of the insurance premium savings that it realizes as a result of the employee’s
action. (Note that the cash payment is taxable) Payment will be made in two installments,
April and October.
* Single coverage will be paid in its entirety by the Township
B. Dental Benefits
- The Township will provide payment towards the cost of a dental plan for employees based on
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 VIII
GRIEVANCE PROCEDURE
A. Purpose
- 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 to promote employees' morale. The parties agree that this procedure will be kept as informal as may be appropriate.
- Nothing contained herein shall be construed as limiting the right of any employee having
grievance to discuss the matter informally with the department head and having the
grievance adjusted without the intervention of the Association.
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 Association 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 five (5) working days after
presentation of the grievance, give a decision.
Step Two: If a grievance is not resolved at Step One, the moving party may, within five (5)
Working days of receipt of the answer in Step One, submit the written grievance to the
Township Manager, who shall provide a response within five (5) working days of the
presentation of the grievance in Step Two.
Step Three: If the grievance is not resolved in Step Two, it may be appealed in writing
within five (5)working days after receipt of the answer in Step Two for arbitration before
the N.J. Public Employee Relations Commission ( PERC). The arbitrator's decision shall
be final.
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 IX
NO-STRIKE PLEDGE
- 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 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 Association agrees that such action would constitute a material breach of this Agreement.
- 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.
A. The Association 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.
- 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 in law or in equity
for injunction or damages or both in the event of such breach by the Association or its
members.
ARTICLE X
DISCHARGE AND DISCIPLINE
- No permanent employee shall be discharged or suspended or otherwise disciplined without
- The employer shall notify the Association at the time disciplinary action is taken.
- 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 five (5) 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 XI
SALARIES/PERFORMANCE EVALUATIONS
A. Annual Increases
January 1, 2005 3.75%
January 1, 2006 3.75%
B. Newly Appointed and Recently Promoted Staff
Members hired or promoted after July 1 shall be exempted from the automatic salary adjustment for the following January 1. The Township may, however, grant said increase based upon a performance evaluation to be conducted by the department head and reviewed by the Township Manager. The Township Manager’s decision shall be final.
C. Merit Stipends
Merit stipends are based upon performance and are not built into the base salary.
from 0-$950
from 0-$1,000
from 0-$1,050
D. Performance evaluations shall be prepared for each employee by their supervisor and/or
head with approval by the Township Manager to determine if merit/performance increase shall
be granted. In the absence of a department head, the Township Manager shall review the
employee's performance. In the event that the employee believes that the performance
evaluation is not representative of his/her performance; said employee may petition the
Township Manager to undertake an examination. The decision of the Township Manager
shall be final.
E. The Township Manager shall have the authority to increase individual salaries when in
his/her opinion such an increase is warranted.ARTICLE XII
CLOTHING ALLOWANCE/REPLACEMENT
- Public Works Foremen/Women
See Teamster contract for uniform maintenance and work shoe/boot allowance
- For all other field staff, the Township shall reimburse for any combination of shoes, boots, and /or
rain gear not to exceed the following annual maximum:
ARTICLE XIII
EOUAL EMPLOYMENT OPPORTUNITY POLICY
It is mutually agreed that there shall be no discrimination because of race, color, religion, sex,
age, marital status, national origin, physical disability or sex orientation based upon a bona flde
job requirement. Association 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
Agreement prior to seeking relief through other channels.
ARTICLE XIV
SEPARABILITY AND SAVINGS
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 XV
FULLY BARGAINED PROVISIONS
This 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 XVI
TERMS OF AGREEMENT
This Agreement shall take effect retroactive to January 1, 2004and 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 twenty (120) nor later than sixty (60) 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.
RANDOLPH TOWNSHIP EMPLOYEES TOWNSHIP OF RANDOLPH
ASSOCIATION MORRIS COUNTY, NEW JERSEY
By:__________________________ By:_________________________
Raphael Carchia John C. Lovell, Manager
Date:_________________________ Date:_________________________
Witness: Witness:
______________________________ ______________________________
Frances S. Bertrand
Township Clerk
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