AGREEMENT
Between
TOWNSHIP OF STAFFORD
and
TEAMSTERS LOCAL NO. 469 OF NEW JERSEY
(DPW Foremen and Assistant Superintendent)
Effective January 1, 2013 through December 31, 2016
TABLE OF CONTENTS
ARTICLE PAGE
1 Recognition and Scope of Agreement 2
2 Collective Bargaining Procedure 5
3 Management 6
4 Discrimination and Coercion 9
5 Agency Shop, Due Deductions & Union Dues check Off 11
6 Probation Period/Part Time Employees 13
7 Grievance Procedure............................ 14
8 Discipline 18
9 Seniority 20
10 Hours/Schedule/Overtime 23
11 On-the-Job Injury/Return to Work Policy 29
12 Leave of Absence/Jury Duty 30
13 Military Leave 30
14 Sick Leave/Sick Bank 32
15 Bereavement Leave . . . . . . . . . . . . . . . 40
16 Holidays 41
17 Personal Leave 42
18 Vacation 43
19 Wage Schedule 47
20 Longevity 49
21 Medical Benefits 51
22 Uniforms 55
23 Bulletin Boards 55
24 Complete Agreement 56
25 Negotiations 57
26 Savings Clause 57
27 No Waiver 58
28 Duration 58
29 Resignation 59
2
S:\PERSONNE\Teamsters469DPW 2013-16final.docx
THIS AGREEMENT made this _____ day of _____________, 2014, by and between the TOWNSHIP OF STAFFORD, a corporate body politic, in the County of Ocean, State of New Jersey, hereafter referred to as the "Employer", and TEAMSTERS LOCAL NO. 469, hereafter referred to as the "Union", as bargaining agent for and on behalf of the Stafford Township Blue Collar Workers, County of Ocean, State of New Jersey, hereafter referred to as "Employees".
WITNESSETH:
WHEREAS, it is the intent and purpose of the parties herein to promote and improve the harmonious and economic relations between the Employer and its Employee and to establish a basic understanding relative to rates of pay, hours of work and other conditions of employment consistent with the law;
NOW, THEREFORE in consideration of this and mutual covenants herein contained, the parties hereunto agree with each other and with respect to the Employees of the Employer recognized being represented by the Union hereby as follows:
ARTICLE 1
RECOGNITION AND SCOPE OF AGREEMENT
- In the negotiation of this Contract Agreement and for the
Purpose of collective bargaining and all activities and processes relative thereto, the Township hereby recognizes the Union as the sole and exclusive representative of the Employees in the positions of Assistant Superintendent of Public Works and Foremen of Public Works.
B. The bargaining unit shall consist of all such regular full-time Employees of the Township of Stafford now employed or hereinafter employed in such titles.
C. This Agreement shall govern all wages, hours, and other conditions of the employment set forth herein.
D. This Agreement shall be binding upon the parties hereto.
E. The Union recognizes that, pursuant to New Jersey Statute, they have no right to strike.
1. In addition to any other restrictions under the law, the Union will not cause a strike or work stoppage of any kind, nor will any Employee take part in a strike, interference with or stoppage of the Township's work.
2. It is understood in the case of the Employees who are represented herein, the need to stop work for just cause, such as safer health reasons, will not be considered a violation of this Article.
As used in this section, the term "strike" shall be defined as any of the following:
a. Concerted of failure to report for duty;
b. Willful actions of Employee(s) from assigned positions;
c. Stoppage from work;
d. Absence in whole or in part from full, faithful and proper performance of the Employee(s)' duties of employment.
e. Slow down;
f. Walk out; or
g. Any other illegal job action against the Township.
2. 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 equity for an injunction or damages, or both, in the event of such strike by the Union.
ARTICLE 2
COLLECTIVE BARGAINING PROCEDURE
A. Collective bargaining, with respect to rates of pay, hours of work or other conditions of employment, shall be conducted by a duly authorized bargaining agent of each of the parties to the Agreement. Each party to the Agreement shall select their own bargaining team.
B. Collective bargaining meetings shall be held at times and places mutually convenient at the request of either party.
C. Employees of the Employer, not to exceed two in number, may be designated by the Union to participate in collective bargaining meetings called for the purpose of the negotiation of a collective bargaining agreement, will be excused from their work assignments to attend such collective bargaining meetings.
D. Those Employees known as Shop Steward and the Assistant Shop Steward shall be excused from work for Union activities, with no loss of pay, with proof of attendance at Union scheduled seminars.
ARTICLE 3
MANAGEMENT
A. Nothing in this Agreement shall interfere with the right of the Employer in accordance with the applicable statutes, ordinances, rules, and regulations to:
1. Carry out the statutory mandate and goals assigned to a municipality;
2. To utilize personnel, methods and means in the most appropriate, reasonable and efficient matter possible;
3. Manage Employees of the Employer, to hire, promote, transfer, assign or retain employees in positions within the municipality, and to establish reasonable work rules without creating undue hardships to the Employees. Such work rules shall be in written form, and a copy shall be provided to each member of the union, with applicable amendments thereto.
- The Township of Stafford hereby retains and reserves to
itself, without limitation, all powers, rights, authority, duties, and responsibilities conferred upon invested 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 limit to, the generality of the foregoing rights:
1. The executive management and administrative control for the Township government and its properties and facilities and the activities of the employees by utilizing personal, methods, and means of the most appropriate and efficient matter possible, as may be determined from time to time by the township.
2. To make rules and procedures of conduct, to use improved methods and equipment, to determine work schedules and shifts, to decide the number of employees needed for any particular time, and to be in sole charge of the quality and quantity of the work required.
3. To make, maintain and amend such reasonable rules and regulations as the Township may from time to time deem best for the purpose of maintaining order, safety and/or the efficient operation of its subdivisions.
4. To hire all Employees and determine their qualifications and conditions of continued employment or assignment, and to promote and transfer employees.
5. To suspend, demote, discharge or take other appropriate disciplinary action against an Employee for just cause; or to lay off Employees in the event of lack of work or funds or under conditions where continuation of such work would be inefficient and non-productive.
6. To exercise its discretion with regard to the Employees, as to be consistent with all the foregoing.
7. The exercise of the foregoing powers, rights, authority, duties and responsibilities of the Township, the adoption of policies, rules, regulations and practices and the 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 only to the extent such specific and express terms thereof are in conformance with the constitution and laws in the State of New Jersey and of the United States.
8. All discretionary or permissive language contained within the Family Leave Act (FMLA), the New Jersey Family Leave Act (NJFLA), the New Jersey Security and Financial Empowerment Act (NJ SAFE ACT) (P.L. 2013, c.92) and regulations promulgated pursuant to those statutes or comparable leave laws shall be management prerogative. All leaves which are also covered under any of the foregoing laws as well as leave under the foregoing laws shall run at the same time.
ARTICLE 4
DISCRIMINATION AND COERCION
A. There shall be no discrimination, interference or coercion by the Employer or any of its agents against the Employee represented by the Union because of membership in or activities on behalf of the Union. The Union shall not intimidate or coerce Employees into membership. Neither the
Employer or the Union shall discriminate against any Employees because of sex, race, creed, color, religion, national origin, ancestry, age, marital or political status, affectional or sexual orientation, domestic partnership status, civil union status, atypical heredity, cellular or blood trait, genetic information, disability (including AIDS or HIV infection), liability for service in the United States armed forces, gender identity or expression, and/or any other characteristic protected by law.
B. 1. No material derogatory to Employee's conduct, service, character or personality should be placed in his or her personnel file unless the Employee has had an opportunity to review the material by affixing his or her initials to the document to be filed with the express understanding that such initials in no way indicate agreement with the contents thereof. The Employee shall also have the right to submit a written reply (example - rebuttal, answer, etc.) to such material, and this reply shall be reviewed by the department head and the Township designee at the Employee's request. This reply will be attached to the document to which it is in reply as soon as the document is in the Employee's personnel file.
2. Although the Township agrees to protect the confidentiality of personal references, credentials, and other similar documents, it shall not establish any separate personnel file which is not available for the Employee's inspection. This provision shall not apply to any information which need not be disclosed to the Employee under the requirements of State law.
ARTICLE 5 AGENCY SHOP, DUE DEDUCTIONS AND UNION DUES CHECK-OFF
A. Any permanent Employee in the bargaining unit on the effective date on this Agreement who does not join the Union within 30 days thereafter, and any new permanent Employee who does not join within 30 days of initial employment within the unit, and any permanent Employee previously employed within the unit who does not join within 10 days of re-entry into the employment with the unit, shall, as a condition of employment, pay a representation fee to the Union by automatic payroll deduction. The representation fee shall be in an amount up to 85% of the regular Union membership dues, fees and assessments as certified to the Township by the Union. The Union may revise its certification of the amount of the representation fee at any time to reflect changes in the regular membership dues, fees and assessments. The Union's entitlement to the representation fee shall continue beyond the termination date of this Agreement so long as the Union remains the majority representative of the Employees in the unit, provided that no modification is made in this provision by a successor agreement between the Union and the Township. For the purpose of this provision, Employees employed on a 10 month basis or who are re-appointed from year to year shall be considered to be in continuous employment.
B. All Employees covered by this Agreement who have joined the Union as of the signing of this Agreement shall remain members of good standing for the duration of this Agreement.
C. Upon receiving the voluntary written authorization and assignment of an Employee covered by this Agreement (in the form agreed upon by the Township and the Union and consistent with State Statutes), the Township agrees to deduct from the pay of each Employee membership dues in such amounts as shall be fixed pursuant to the by-laws in constitution of the Union during the full term of this Agreement and any extension or renewal thereof. The regular Union membership dues, fees, and assessments shall be certified to the Township by the Union at least 30 days prior to the month in which the deduction of Union dues is to be made. If during the life of this Agreement there shall be any change in the rate of membership dues, the Union shall furnish to the Township such written notice of such change within 30 days prior to the effective date of said change. Union dues and representation fees deducted by the Township shall be remitted by the Township to the Union, c/o Secretary - Treasurer, Teamsters Local No. 469, 3400 Highway 35, Suite 7, Hazlet, N.J. 07730 by the 10th day of the month following the calendar month in which such deductions are made, together with a list of employees from whose pay such deductions were made. A copy of such list shall also be delivered to the Local Union President. The Union will provide the necessary check-off authorization form and deliver the signed forms to the Township Treasurer or designee.
D. The Union shall indemnify and save harmless the Township against any and all claims, demands, suits, or any other form of liability that shall arise out of or by reason of action taken by the Township in reliance upon wage deductions, authorization cards or the fair share assessment information as furnished by the Union to the Township or upon the official notification of any Union agents or persons acting on their behalf, advising of such deductions.
ARTICLE 6
PROBATION PERIOD
All new Employees shall be considered to be on probation for a period of 90 days and may be discharged without cause during the 90 day probationary period.ARTICLE 7 GRIEVANCE PROCEDURE
A. Definitions
1. A grievance is defined as, and limited to, an alleged violation of a specific provision of this Agreement.
2. Aggrieved person: An "aggrieved person" is the person or persons or the Union making the claim.
3. Party in interest: A "party in interest" is the person or persons making the claim and any person who might be required to take action or against whom action might be taken in order to resolve the claim.
B. Requirement
1. A written grievance shall contain a clear and concise statement of the grievance and indicate the issue involved, the relief sought, the date the incident or violation took place, and the specific section or sections of the Agreement involved.
2. Any Employee may be represented at all stages of the grievance procedure by himself, or, at his option, by a representative of the Union, or by an attorney, where reasonable notice of legal representation is given the Employer. When an Employee is not represented by the Union, the Union shall have the right to be present and state its views at all stages of the grievance procedure unless the Employee objects to the presence of the Union representative in which case the Union may not be present at any stage of this procedure.
However, in the event the Union is not present after final determination at Step 3, if such final determination is made, the Union will promptly receive a copy of the Employee's written grievance and a copy of the final determination thereof.
3. All grievances must be presented promptly and no later than 20 calendar days from the date of grievance or within 20 calendar days after the grievant would reasonably be expected to know of its occurrence.
C. Procedure
Step One: Any grievance which arises after the effective date of this Agreement shall first be discussed with the Superintendent of Public Works. The Superintendent of Public Works or his representative will meet with the Employee, his representatives and representatives of the Employer as the Superintendent of Public Works may elect and attempt to resolve the grievance. A written decision will be made following the meeting by the Superintendent of Public Works or his representative and returned to the Employee and Union representative within 10 calendar days from its appeal to the Superintendent of Public Works.
Step Two: If dissatisfied with the decision in Step One, to be considered further, the grievance must be appealed to the Township Administrator within 5 calendar days of receipt of the decision in Step Two. The Township Administrator will meet with the Employee and/or his Union representative and the Superintendent of Public Works to discuss and attempt to resolve the grievance. Following this meeting, the written decision will be made by the Township Administrator and returned to the Employee and Union representative within 30 calendar days from its appeal to the Mayor and Council.
Step Three: Grievances which have not been settled under the foregoing procedure may be appealed to arbitration by either party within 10 calendar days of the date of Employer decision in Step Three. If an unresolved grievance is not appealed to arbitration, it shall be considered terminated on the basis of the Second Step answer. The appeal of a grievance to arbitration shall state in concise detail the nature of the remedy requested.
For the purpose of arbitration, the aggrieved party shall file with the New Jersey State Public Employment Relations Commission for a panel of arbitrators in accordance with PERC rules. This appeal shall be within 14 days of the determination in Step Two.
The cost of the arbitrator and the expenses of the hearing, including a court reporter if requested by either party, shall be shared equally by the parties. The arbitrator shall only have jurisdiction and authority to determine compliance with the provisions of this Agreement. The arbitrator shall not have jurisdiction or authority to add to, amend, or modify the provisions of this Agreement. In formulating his decisions, the arbitrator shall adhere to the statutory law of New Jersey and to the pertinent decisions of the Civil Service Commission and the Courts. The decision of the arbitrator shall be in writing and is final and binding for the parties to the Agreement.
D. Grievances not appealed within the designated time limits in any step of the grievance procedure will be considered as having been adjudicated on the basis of the last preceding management answer. Grievances not answered by management within the designated time limits in any step of the grievance procedure may be appealed to the next step within 5 calendar days of the expiration of the designated time limits. The parties may, however, mutually agree in writing to extend the limits in any step of the grievance procedure.
E. The Union shall notify the Employer in writing of the names of the grievance representatives and an alternate within 30 calendar days after the effective date of this Agreement. Any changes thereto will be forwarded to the Employer by the Union as soon as changes are made.
ARTICLE 8
DISCIPLINE
A. The Township shall not discipline any member of the Public Works Department without just cause.
B. All disciplinary action taken by the Township will be in one or more of the following formats:
1. Informal, private, or oral reprimand by the supervisor or his designee;
2. A written memorandum of censure by the supervisor or his designee with copies to the Township Administrator;
3. A confidential letter of admonition from the Township Administrator or the Mayor and Township Council with copies to the Employee's supervisor and to the Employee's personnel file;
4. Suspension from duty without pay not to exceed 5 working days by action of the supervisor;
5. Suspension from duty without pay taken by action of the Township Administrator;
6. Demotion by action of the Township Administrator. Demotion shall include but not be limited to a change in job title and/or a loss of pay;
7. Dismissal from the Township's employ by action of the Township Administrator;
8. Copies of all notices under the section shall be forwarded to Teamster's Delegate.
C. Nothing shall require the Township to take disciplinary action in the order of appearance in this article so long as the action taken is related to the severity of the offense determined to have occurred.
D. All documents in any way connected with an Employee's disciplinary history shall be placed in the Employee's personal history file and may be viewed in accordance with the terms of this Agreement.
E. Newly hired probationary Employees may be separated from their employment by action of the Mayor and Township Council or its designee at any time without recourse from said Employee.
ARTICLE 9
SENIORITY
A. A job opening shall be posted on an appropriate bulletin board for a period of 10 working days.
B. Seniority is defined as continuous unbroken service with the Employer, except were bridging of service is mutually agreeable to both parties. A coin toss will determine seniority for 2 or more employees hired on the same date.
C. To the maximum extent possible, the township will endeavor to make its best effort to fill permanent/temporary job openings by promoting Employees from the next lower rate of job titles. In all instances, Employees promoted must possess the skill, ability and knowledge to perform the duties required of the higher rated job. Temporary employees may be given credit for the time served at the discretion of the township.
D. If there are 2 or more Employees with the equal skill and ability to perform the work, then, at the discretion of the administration (which may not be arbitrarily or capriciously withheld), the Employee with the greatest seniority shall be given preference. If the Employee once promoted to the higher rated job cannot perform all of the duties and functions required for that job for any reason whatsoever, the Township may promote the next senior Employee it deems qualified.
E. A permanent job opening or vacancy in the bargaining unit, constituting a promotion, shall be posted on appropriate bulletin boards for a period of 10 calendar days. In the event that a permanent job opening or vacancy in the bargaining unit is not filled within 10 calendar days of the posting of such notice, the Township, at its discretion, shall fill such permanent job opening or vacancy within 25 days (35 days total). This time may be extended for an additional 10 day period upon proper notification to the union by the township. The above does not limit the right of the Township to fill, on a temporary basis and at its discretion, any of the above-referenced bargaining job vacancies or openings, regardless of the time limits of the above-referenced notice. Nothing stated herein shall require the Township to fill vacancies.
F. 1. In the event the Township reduces the number of Employees in any particular job title(s), Employee(s) with the least seniority will be laid off first, provided that the Employee(s) not laid off possess the necessary skills and abilities to perform the duties of those position(s) affected by the layoff. Such determination shall be at the discretion of the Township.
2. Foremen will be given notice of pending layoffs at least 2 weeks in advance of said layoff (or sooner if possible). Foremen will have bumping rights which considers their seniority in relation to all Township Teamsters Employees.
G. Employees continuously laid off for a period of 24 months or more shall not be entitled to recall.
H. Employees shall be recalled to work from layoff in the order of their seniority, provided that they have the requisite qualifications and ability to perform the work available. The Township, in its sole discretion, shall determine the requisite qualifications and skills necessary to perform the available work.
- Any recall of employees by the Township may be on
a temporary basis.
ARTICLE 10 HOURS/SCHEDULE/OVERTIME
A. The parties understand and agree that the standard work week shall consist of 8 hours per day, Monday through Friday from 7:00 a.m. to 3:00 p.m., 40 hours per week.
- All Employees shall complete their work in the time
allotted during the normal 8 hour work day.
OVERTIME
A. The Employer agrees that overtime consisting of time and one-half time shall be paid to all Employees covered by this Agreement for hours worked in excess of a normal 8 hour work day or 40 hour work week. Double time will be paid after 12 consecutive hours of overtime worked. No Employee shall be paid overtime for work performed which was not completed in the allotted time provided during the normal 8 hour work day. The Superintendent of Public Works shall have the sole discretion with respect to any and all determinations regarding work which should have been completed in a normal 8 hour work day.
B. Employees shall not be paid overtime for hours of work in excess of the normal work day unless such overtime has been authorized by the Superintendent of Public Works. If employees are held over to work after their normal 8 hour work day, there will be a 2 hour guarantee.
B(1) After working 8 hours prior to the start of the normal work day (7:00 AM) any and all additional hours are to be paid at the rate of time and one-half until the end of the work day, after which time the rate shall be double-time.
C. If an Employee is required to work on Sunday or a Holiday, he/she shall receive double time for all hours worked on a Sunday or Holiday.
D. In the event an Employee is called in to duty other than his/her normal assignment, he/she shall be paid overtime at a rate of time and one half for all time worked during such period. In no such case shall he/she be paid for less than 4 hours and he/she shall work for those 4 hours, except when he/she punches in after 6:00 AM prior to normal working shift. In such an event when the employee punches in after 6:00 AM the Employee shall only be paid for the overtime actually worked on that day.
D(1). Any employee may, at his/her option indicate at the time overtime is assigned that he/she wishes to take compensatory time (at time and one-half) in lieu of monetary payment. Once made, however, this decision may not be changed. Further, employees may only accumulate up to 80 hours of compensatory time in a calendar year and they must utilize all compensatory time earned within that calendar year by 12/31 of each year or the time will be forfeited. At no time may compensatory time be converted to monetary payment.
E. Emergency Work
The Township and/or the Superintendent of Public Works shall have the sole discretion as to:
1. What constitutes an emergency (unless such is governed appropriate law);
- The number and qualifications of Employees assigned to
work in an emergency situations (unless governed by an appropriate statute).
3. During periods of impending emergency, if the superintendent of Public Works notifies employees that they must be home and ready to be called out after hours, a 2-hour stand-by shall be paid to each employee so notified. If the employee does not personally speak to the superintendent to respond to the phone call in person, he/she will not be paid the 2-hour time.
F. When an Employee has been called out for emergency work the Township agrees to reimburse the Employee for any meals that fall within that working time period at a rate of $8.25 for breakfast, $11.00 for lunch and $15.00 dinner. This benefit is available only for time not included in the normal work day schedule.
G. Overtime Rotation
1. The Township has established an “on-call” rotational schedule for responding to calls after normal business hours and on weekends and paid holidays. All employees will be assigned by the Township on a rotational basis to respond to “on-call” assignments after 3:30 PM and on Saturdays, Sundays, and paid holidays. Employees will be compensated at the rate of time and one-half for 20 hours each week for fulfilling their on-call responsibilities as “stand-by” time in recognition of the inconvenience to the employee for being available as needed during these times. Failure by an employee to respond to the request for service during an employee’s rotational shift shall result in forfeiture of the 20-hour stipend for that entire week. Further, the Township reserves the right to take disciplinary action in such cases where an employee is not available and/or does not respond when called by the Police Department, Superintendent of Public Works, Township Administrator or other appropriate township official requesting service from the “on-call” Foreman. Prior to instituting disciplinary action, the township will take into account any legitimate unforeseen emergencies that arose that may have impacted the employee’s ability to respond. It shall be the sole responsibility of the employee scheduled to be on-call to make arrangements with another Foreman to cover his on-call responsibilities in the event an unforeseen emergency or event prevents the employee for fulfilling his responsibilities. In the event another Foreman agrees to cover the employee’s on-call responsibilities, it shall be the responsibility of the employee scheduled for the on-call shift to notify the Superintendent of Public Works and the Stafford Township Police Department concerning the change in the on-call schedule accordingly.
2. Foreman who are “on-call” shall be entitled to a minimum of two (2) hours pay at time and one-half for an emergency call out occurring prior to 10:00 PM. Foremen who are “on-call” shall be entitled to a minimum of four (4) hours pay at time and one-half for an emergency call out occurring after 10:00 PM. Employees are not permitted to “pyramid” overtime during multiple emergency call outs on the same shift. Employees called out in case of emergency shall be limited to the actual hours worked in excess of the minimum call out times stated above in the case of multiple call outs on the same shift.
H. The superintendent must be able to reach employees for overtime assignments. If an employee does not return a call left on an answering machine within 10 minutes, the superintendent may “pass over” the employee for an assignment.
ARTICLE 11
ON THE JOB INJURY
A. All accidents shall be reported immediately to the Employee's supervisor.
B. An Employee who is injured during the course of his/her employment and is immediately sent for medical treatment and is unable to return to work shall be paid for the entire shift, not to exceed 8 hours straight time.
ARTICLE 12 LEAVE OF ABSENCE/JURY DUTY
Leaves of absence for reasonable purposes may be granted for up to 1 year at the discretion of the Township Administrator.
ARTICLE 13
MILITARY LEAVE Military Leave
When a full-time employee (either permanent or temporary) who is a member of the reserve component of any United States armed force or the National Guard of any state including the Naval Militia and Air National Guard is required to engage in field training or is called for active duty, the employee will be granted a military leave of absence for the duration of the service. The first thirty (30) workdays of the leave shall be with full pay except that a member of the New Jersey National Guard shall receive full pay for the first ninety (90) days. (Thereafter, the leave shall be without pay but without loss of time.) or (Thereafter, the employee shall be paid the difference between military salary and the employee’s regular salary.) The paid leave will not be counted against any available time off including but not limited to vacation, sick or personal time. A full-time temporary employee who has served less than one-year shall not be entitled to paid leave but shall be granted non-paid military leave without loss of time.
Employees on military service will also continue to receive paid health insurance coverage during the period of the paid leave plus an additional thirty days calendar days after the
paid leave is exhausted. After this period has expired, employees may continue coverage for themselves or their dependents under the (local unit type) group plan by taking advantage of the COBRA provision. Members of the State administered retirement systems (PERS and PFRS) will continue accruing service and salary credit in the system during the period of paid leave.
Pursuant to the Uniformed Services Employment and Reemployment Rights Act, any employee released from active duty under honorable circumstances shall return to work without loss of privileges or seniority within the following time limits: for service less than thirty-one (31) calendar days, the employee must return to work on the beginning of the first regularly scheduled workday or eight (8) hours after the end of military duty, with reasonable allowances for commuting; for service of thirty-one (31) to one hundred eighty (180) calendar days, the employee must submit an application for reinstatement within fourteen (14) calendar days after completing military duty; for service greater than one hundred and eighty (180) calendar days, the employee must submit an application for reinstatement within ninety (90) calendar days after completing military duty.
ARTICLE 14
SICK LEAVE/SICK BANK
A. Sick Leave
1. Sick leave shall be defined as absence of an Employee from post or duty because of illness, accident, or exposure to contagious disease. An Employee shall not be eligible for sick leave under this Agreement if the accident or injury suffered which caused the request for sick leave occurs while the Employee is being employed by a company or organization other than the Township of Stafford.
2. The first calendar year an Employee is employed in a full-time capacity, sick leave shall be earned at the rate of 1 day for each calendar month that the Employee is employed. Thereafter, beginning on the first day of January, each Employee shall be entitled to 15 sick days. Such sick days shall accumulate from year to year, to be used if and when needed by the Employee. New employees hired by the Township after 1/1/09 shall “earn” sick leave each year at the rate of 1.25 days per month worked, for a total of 15 days each and every year
3. Employees shall be allowed to use 3 sick leave days per year for family illness. "Family" shall include all immediate family members residing with the Employee.
4. If an Employee is absent for reasons that entitle him/her to sick leave, his/her supervisor shall be notified promptly at the Employee's usual reporting time, except in those work situations where notice must be given prior to the Employee's usual reporting time.
Failure to so notify the supervisor may be the cause of denial of the use of sick leave for the absence, and may constitute cause for disciplinary action.
b. Absence without notice for 5 consecutive days shall constitute a resignation.
5. The Township may require proof of illness from an Employee on sick leave when such a requirement appears reasonable. Abuse of sick leave shall be cause for disciplinary action. In addition, in cases where illness is of a reoccurring or chronic nature, causing reoccurring absences of one day or less, the Township reserves the right to require competent medical evidence to be submitted prior to the reinstatement of said Employee, and also reserves the right to have the Employee examined by the Township physician before returning to duty. In all cases of reported illness or disability, the Township reserves the right to send the Township physician to investigate the report.
6. When an absence due to an illness does not exceed 2 consecutive working days, normally the Employee's statement of the cause for the absence will be accepted without a supporting statement by the attending physician. The Township reserves the right to have the employee examined by the Township physician before returning to work. Any absence in excess of 2 consecutive working days may, at the discretion of the supervisor or his designee, require a written statement from the attending physician. The Township also reserves the right to require the Employee to be examined by the Township's physician to be certified as fit for duty before returning to work.
7. After 2 absences due to illness on a Monday or Friday or the day preceding or following a paid holiday or vacation, a written statement from the attending physician will be required for the third such absence in order for the Employee to return to work.
8. (a) Employees retiring pursuant to NJPERS guidelines shall be eligible for payment for accumulated unused sick leave under the following formula:
- Employees with 30 years or more of continuous service with the township shall be eligible for payment up to $30,000 for accumulated unused sick leave.
- Employees with less than 30 years of continuous service with the township shall be eligible for payment for up to 90 days of accumulated and unused sick leave.
- New employees hired after 1/1/09 would only be eligible for payment up to a maximum of $15,000.
- The total maximum payment amount shall be reduced by the value of all sick leave used above the annual allotment for the that year (15) days by that employee, at the daily rate of pay to the employee during the 12 month period preceding the employee’s effective retirement date.
- Any determination regarding any penalty assessed under the above provisions may be appealed to the administrator but is not subject to the grievance procedure.
(b) Employees shall have the right to “sell back” the township unused sick days on an annual basis under the following formula:
All employees may sell back up to 5 days per year regardless of sick leave usage during the year provided that written notice is given by 11/1 of each year. Payment will be made during the first pay of February of the ensuing year.
In order for an employee to sell back more than 5 days with a maximum sell back of 10 days, he/she must meet the following criteria:
If an employee uses less than 2 days of sick leave, he/she may sell back up to an additional 5 days for a total of 10 days
If an employee uses 2 to 5 days of sick leave, he/she may sell back up to an additional 2 days for a total of 7 days
No additional sell back over and above 5 days if employee uses more than 5 days
The option to sell back days must be exercised during the timeframes given or the employee forfeits the right to sell back sick days for that calendar year.
New employees hired after 1/1/09 are permitted to sell back accumulated and unused sick days in accordance with the above-cited formula; however, the payment shall be capped at at 50% of the value of the days.
Employees hired after 1/1/14 will not be eligible for sick time pay out.
9. Payments which an Employee receives under the provisions of Workers' Compensation or Temporary Disability Laws shall either be remitted to the Township or used as an offset to full salary payments.
10. Employees who are unable to report to work because of illness or injury, and who have notified their supervisor in accordance with this Article, shall be responsible for notifying their supervisors as to their place of confinement. If an Employee is unable to report this information or if there is a change in this information, some person shall notify the supervisor on behalf of the Employee with all the pertinent information.
11. Employees who are absent in an unauthorized matter may be subject to disciplinary action being preferred against them. An unauthorized absence occurs when an Employee:
(a) feigns illness or injury;
(b) deceives the Township position in any way as to his/her true condition; or
(c) violates any provisions concerning the reporting of sickness or injury.
12. The least amount of time chargeable against sick leave is a one-half day.
13. The beneficiaries of any Employee who dies while employed by the Township will be entitled to receive the Employee's accrued sick, vacation and personal days benefits pursuant to the terms of this Agreement.
B. Sick Bank
A voluntary bank will be established and said language will become an addenda hereto.
B. Disability Absence
1. All employees regardless of years of service or date of hire shall be subject to the provisions and weekly payment schedule of the NJ Temporary State Disability Program.
2. The disability policy described above applies only if the following conditions are met:
3. Disability status is a period of continuous absence after 8 working days.
4. If hospitalized, the department head must be notified as soon as possible.
5. The Township Mayor and Council may request the Township physician to ascertain physical condition of said employee and may require the employee to submit to a physical examination by a physician selected by the Township.
6. Illness or injury occurring during employment for another Employer shall not qualify for the paid disability absence as described above.
ARTICLE 15
BEREAVEMENT LEAVE
All Employees, after submitting proof either prior to taking bereavement leave or no more than 5 days after returning from said leave, shall receive up to 5 days paid leave in the event of a death of a father, mother, grandparent, brother, sister, father-in-law, mother-in-law, daughter-in-law, son-in-law, grandchild or spouse’s grandparents. Employees shall receive 10 days paid leave in the event of a death of spouse or child. Employee shall receive 1 day off for death of uncle, aunt, nephew, niece, brother-in-law, sister-in-law or cousin of first degree. Such leave shall be separate and distinct from any other leave time. No bereavement leave may be taken until the appropriate supervisor is notified of the instance of death of one of the aforementioned relatives.
A. All employees are entitled to the following holidays:
New Year's Day Columbus Day
Martin Luther King Day General Election Day
President's Day Veteran's Day
Good Friday Thanksgiving Day
Memorial Day Day after Thanksgiving
Fourth of July Christmas Day
Labor Day
ARTICLE 17
PERSONAL LEAVE
A. All Employees shall be granted six personal days off with pay during the course of any calendar year, exclusive of vacation and sick leave. There shall, however, be a 3 working day minimum notice to Employee's immediate supervisor to use such personal days (except in the event of an emergency). Personal days shall not be accumulated.
B. Employees may be paid for up to 2 unused personal days in any 1 year. The Employee will be reimbursed for up to 2 unused personal days from the previous year at the same time the Employee receives money from the Township for the Employee's "sell-back" of sick days from the previous year. New employees hired after 1/1/09 are permitted to sell back accumulated and unused personal days in accordance with the above-cited formula; however, the payment shall be capped at 50% of the value of the days.
C. Personal days may only be attached to a vacation or holiday with prior approval of the Township.ARTICLE 18 VACATIONS
A. The Township vacation plan for all Employees shall be as follows:
1. During the first year of employment: 1 vacation day for the 3rd through 12th month of employment, for a total of 10 vacation days.
2. During the second year of employment: 1 vacation day for the 13th through 21st month, and 2 vacation days for the 22nd, 23rd, and 24th month of employment.
3. Upon completion of the second year of employment: 16 vacation days, and 1 additional vacation day per year, up to and including the 12th year.
B. The Township vacation plan for employees hired subsequent to January 1, 1996 shall be as follows:
1. During the first year of employment: 1 vacation day for the 3rd through the 12th months of employment for a total of 10 vacation days.
2. Beginning with the first day of employment in the 2nnd year through the 4th year of employment, 12 vacation days.
3. Between the 5th year of employment through the 11th year of employment, 15 vacation days.
4. Between the 12th year of employment through the 19th year of employment, 20 vacation days.
- After the 19th year of employment, 25 vacation days.
- For employees hired after 1/1/09, the maximum number of vacation days that may be accumulated shall be “capped” at 20 days per year.
- All employees hired prior to August 1, 1993 may
accumulate a maximum of 65 vacation days. All Employees hired after August 1, 1993 may accumulate a maximum of 2 years’ vacation time, to be carried over into a succeeding year. An Employee may not exceed an accumulation of 2 years' vacation time on any given year. Each Employee must use 1 full week of vacation per year.
- All Employees must submit an annual report for vacation
by February 1st of each year. This request will cover the current calendar year. In granting approval for vacations, the primary needs of the management of the Township shall be taken into account by the Superintendent of Public Works or his designee in deciding how many Employees may be absent from duty at any one time.
- Whenever more than 1 Employee within a job
classification at a job locations requests vacation, at a given time, the Township shall endeavor to honor all vacations as requested. However, when vacations cannot be granted to all employees requesting vacations for a particular period, the Employees with the greatest seniority shall be granted their vacations first.
F. Employees may submit additional vacation requests throughout the year, which will be approved as per seniority and availability. Two weeks’ notice is required for such request. However, senior employees may not bump a less senior employee who’s vacation had already been approved through the annual vacation request process.
G. Peak-time Scheduling
It is recognized that the summer months of employment are the peak work time of the Township. The peak time period shall be from Memorial Day to Labor Day. During this period of time, 1 Employee shall be allowed to schedule 1 week of his vacation. The Employee with the most seniority who desires to schedule his/her vacation during this period shall have first preference. The Superintendent of Public Works shall have full discretion regarding said scheduling as certain skills may be required as to Employees needed to perform the job.
H. Vacation days shall be accrued in equal monthly installments according to length of service.
I. Should a member, due to sickness or injury for a period of 1 continuous year, be unable to comply with Section C above, he will be exempt from that section and shall be paid for all accrued vacation over 55 days.
J. Employees are permitted to sell back up to (10 days) of vacation time each. Payment for these days will be made on the first pay after December 1st each year provided the employee has submitted a request for payment by November 1st. New employees hired after 1/1/09 shall be permitted to sell back accumulated and unused vacation time as noted above; however, the payment shall be limited to 50% of the value of those days.
ARTICLE 19
WAGE SCHEDULE
A. The following hourly rates shall be in effect. The hourly rates reflect a 2% increase in 2013, a 1.75% wage increase in 2014, a 1.75% increase in 2015 and a 2% increase in 2016.
B. IN addition to the base rates shown, employees, Employees with 5 or more years of uninterrupted experience as a Foreman and/or as the Assistant Superintendent of Public Works with the Township of Stafford shall be entitled to an additional .60₡ per hour.
Hourly Wage
2013 $37.46 *19B
2014 $38.12 *19B
2015 $38.79 *19B
w/CDL $39.10 *19B
2016 $39.56 *19B
w/CDL $39.87 *19B
Assistant Superintendent of Public Works/Foreman of Roads (includes annual stipend for Foreman) annual salary:
2013: $101,056
2014: $102,803
2015: $104,580
w/CDL $105,330
2016: $106,646
w/CDL $107,396
C. Pay periods will be determined by Employer. For the duration of this contract, employees will be paid no less frequently than on a bi-weekly basis.
D. Subject to budgetary constraints, Employees are eligible for reimbursement from the township for approved training classes including transportation costs provided that the Employees attain a passing grade. Further, in addition to the foregoing, the Township will provide full reimbursement to employees for any and all fees required to maintain their State issued licenses.
ARTICLE 20
LONGEVITY
A. Each Employee covered by the Agreement shall be paid, in addition to and together with his annual base salary as listed in this Article, additional compensation based upon the length of service with the Township, as fixed and determined according to the following schedule:
Commencing 1st day of 5th year - 2% of employees base salary
Commencing 1st day of 9th year - 4% of Employee's base salary
Commencing 1st day of 13th year - 6% of Employee's base salary
Commencing 1st day of 17th year - 8% of Employee's base salary
Commencing 1st day of 21st year - 10% of Employee's base salary
Commencing 1st day of 24th year - 12% of Employee’s base salary
B. Longevity pay shall be applied on the basis of the Employee's anniversary date of employment and shall commence at the adjusted rate in the pay period immediately following said anniversary date. Longevity shall be paid together with an in addition to the Employee's base salary.
C. A new lump sum longevity plan shall be in effect for new employees hired “off the street” after 1/1/02 as follows:
● Beginning 1st day of 5th year $500
● Beginning 1st day of 9th year $1,000
● Beginning 1st day of 13th year $1,275
● Beginning 1st day of 17th year $2,000
● Beginning 1st day of 20th year $2,500
D. Employees hired after 1/1/14 will not be eligible for longevity.
ARTICLE 21
MEDICAL BENEFITS
A. Medical, Hospitalization, Dental, Vision & Prescription Care
All Employees shall be subject a premium co-pay amount through bi-weekly payroll deduction as per NJ Health Benefits Report, Chapter 78 schedule.
B. State of New Jersey Health Benefit Plan
1. There shall be no change in the group Hospitalization Medical Plan, or any type of medical plan paid by the Township on behalf of the Employees as shown above, and in effect as of 1/1/09, except in the case of a new plan that is equivalent or better.
New employees hired after 1/1/09 shall be entitled to the NJSHBP Direct 15 Plan only.
C. Dental
All Employees covered under this agreement shall be entitled to choose from either of the following two plans for dental insurance coverage:
- Managed Dental Choice (MDC)
- Dental Option Plan (Traditional Fee Schedule Plan)
- New employees hired after 1/1/09 shall be enrolled in the BC/BS Horizon Dental Choice only.
D. Vision
The Township agrees to provide a vision plan dealing with eye care and eyeglasses known as Vision Service Plan of New Jersey or equivalent.
E. Prescription Plan
Prescription Care coverage shall be provided through the plan administered by BeneCard. The prescription plan shall match or exceed the benefits available under the State Health Benefit prescription plan. The current co-pay amounts are $5.00 generic and $10.00 for name brand prescriptions. These prescription co-pay amounts shall remain in effect through 12/31/12.
Employees hired after 1/1/14 will have prescription co-ay amounts of $5.00 for generic and $20.00 for name brands.
F. Life Insurance
1. The Township agrees to pay 50% of the cost of providing Employees with an insurance policy under the Public Employees Retirement System, entitling Employee to a death benefit of 3 times his salary.
2. The Employee's 50% contribution is at his option after 1 year of employment with the Township.
G. The Township will provide an opportunity for Employees, upon retirement, to continue in the benefit program listed in this Article, Sections C, D and E at the Employee's expense with individual costs the same as the group rate.
The Township will provide, upon retirement, paid medical benefits commencing January 1, 1991, as listed in Section A of this Article, to all Employees who have successfully completed 25 years of service, or are eligible for disability retirement, under the New Jersey Public Employees Retirement System. It is further understood that said insurance shall cover the spouse of said retiring Employee, and dependents who are considered eligible for benefits under said medical plan.
Employees may voluntarily choose to participate in a medical flexible spending account program to be implemented by the township. The program permits employees to have a specified amount of pre-taxed salary to be deducted from their payroll check each pay period for the purpose of being reimbursed for eligible “out of pocket” medical expenses. Employees electing to participate in the program will be charged $3.00 per month and must comply with all aspects of the program. This program is strictly voluntary.
ARTICLE 22
UNIFORMS
A. The Township will allocate an annual clothing allowance of $750 per employee per year. Based on that allotment, the township will provide to each Employee an allotment of clothing to include: 11 (eleven) pair of pants, shirts, shorts and T-shirts for warmer weather and rain gear, gloves, choice of bib overalls or coveralls, jacket, sweatshirt and rubber boots. Clothing for inclement weather will be provided by the Township. Additionally, this amount shall include an annual allotment for shoes/boots which shall be paid either directly to a Township-approved vendor or to the employee to reimburse him/her for the costs advanced as evidenced by a paid receipt and as approved by the Township Administrator. ARTICLE 23 BULLETIN BOARDS
The Union will have access to a bulletin board in each work area. The Union may post notices of Union activities and information pertinent to its collective bargaining relationship on these bulletin boards. Copies of the information to be posted on the bulletin boards will be forwarded to the office of the Township Superintendent of Public Works.
No material offensive in nature ("offensive" to mean anything contrary to existing social morals and values) shall be posted on said bulletin boards. Violation of this provision shall result in the loss of said boards to the Union.
ARTICLE 24
COMPLETION OF AGREEMENT
This Agreement constitutes the entire collective negotiation agreement between the parties and contains all the benefits to which employees covered by this Agreement are entitled.
ARTICLE 25
NEGOTIATIONS
It is hereby agreed between the parties to this Agreement that negotiations for the 2017 Contract shall be initiated on or before the 15th day of October, 2016, and that the parties hereto will schedule as soon thereafter as practicably possible a time and a place in order to discuss the terms and conditions of the 2013 Contract.ARTICLE 26 SAVINGS CLAUSE
In the event that any Federal or State legislation, governmental regulation including Internal Revenue Service determinations or court decisions causes invalidation of any Article or Section of this Agreement, all other Articles and Sections not so invalidated shall remain in full force and effect, and the parties shall renegotiate any such invalidated provisions.
ARTICLE 27
NO WAIVER
Except as otherwise provided in this Agreement, the failure to enforce any provisions of this Agreement shall not be deemed a waiver thereof. This Agreement is not intended and shall not be construed as a waiver of any right or benefit to which Employees are entitled by law.
ARTICLE 28
DURATION
This Agreement shall be in effect as of and applied retroactively to the first day of January, 2013 to and including the 31st day of December, 2016. In the event that a new written contract has not been entered into between the Employer and the Union on or before the first day of January, 2017, then all of the terms and conditions of this Contract shall be in full force and effect unless and until a Contract has been entered into subsequent to January 1, 2017.
ARTICLE 29 RESIGNATION
A. Any Employee who wishes to resign in good standing should give the Township at least 2 weeks prior written notice. The 2 weeks notice shall not include earned annual vacation time where applicable.
B. No resignation shall become effective until it is accepted by the Township Administrator.
C. Any Employee who does not submit his or her resignation in compliance with the provision of this subsection, or whose resignation is not approved, or who is absent from work for a period of 5 working days without notifying the Department Head or the reason for his/her absence and of his/her intention to return to work, may be considered as having resigned without notice and not in good standing.
D. Any Employee who resigns in good standing shall be paid a pro rata share of those vacation days earned for that year.
- Any Employee who dies while in the employment of the
Township shall have his survivors compensated for all unused vacation time for the year of employment.
IN WITNESS WHEREOF, the parties hereto set their hands and seals in Stafford Township, Manahawkin, New Jersey on this _____ day of ____________, 2014.
TEAMSTERS LOCAL 469 OF N.J. TOWNSHIP OF STAFFORD
____________________________ _________________________ Michael Broderick John Spodofora, Mayor
ATTEST: ATTEST:
_____________________________ ________________________
Teamsters Local 469 James A. Moran, Administrator
ATTEST:
_________________________
Bernadette M.Park
Municipal Clerk
Dated this ________ day of_______________, 2014
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