ARTICLE XIV
Hospital. and Medical Insurance 18

ARTICLE XV
Clothing Allowance 21

ARTICLE XVI
Legal Aid 22

ARTICLE XVII
Disability 23

ARTICLE XVIII
Pay Increase/Salaries 28

ARTICLE XIX

Out-of-Title Work 29

ARTICLE XX
Longevity 30

ARTICLE. XXI
Savings Clause 31

ARTICLE XXII

Duration 31

ARTICLE XXIII
Educational Incentives 31

ARTICLE XXIV

Retention of Benefits 33

ARTICLE XXVI
Patrolmen's Rights 37

ARTICLE XXVII

Notification of Intent to Retire 37

ARTICLE XXVIII
Negotiations 38

ARTICLE XXIX

No Waiver 38

ARTICLE XXX
Completion of Agreement 38
THIS AGREEMENT made this day of September, 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," or "Township" and the STAFFORD TOWNSHIP POLICEMENS BENEVOLENT ASSOCIATION, LOCAL NO. 297, hereafter referred to as the "PBA", as bargaining agent and on behalf of members of the Stafford Township Police Department, Township of Stafford, County of Ocean, State of New Jersey, hereafter referred to as "employee" or "officer".

Years of Service for longevity calculation
Years of Service for selection of vacation
Determining their salary on the salary guide

1. The Employer reserves the right to extend sick time.
2. Up to five (5) days of an employee's personal sick leave may be used each year to attend the illness of immediate family members, which shall include the following individuals: mother, father, spouse, son and daughter.

1. Employees who utilized up to but not in excess of three (3) days or 24 hours of sick leave in the calendar year shall be compensated at the rate of one hundred percent (100%) of the then current rate of pay.
2. Employees who have utilized more than three (3) days or 24 hours of sick leave but not in excess of six (6) days or 48 hours of sick leave in the calendar year shall be compensated at the rate of seventy-five percent (75%) of the current rate of pay.
3. Employees hired after January 1, 2014 (badge 111) will not be eligible for sick leave sell back either annually or upon retirement.

1. Carry out the statutory mandate and goals assigned to a municipality utilizing personnel, methods and means in the most appropriate, reasonable and efficient manner possible.
2. Manage employees of the Employer, to hire, promote, transfer, assign or retain employees in positions within the municipality and in that regard to establish reasonable work rules without creating hardships to the employees. Such work rules shall be in written form and a copy shall be provided to each member of the PBA, with applicable amendments thereto.
3. Special Police Officers shall be scheduled and utilized by the Township in accordance with the provisions of N.J.S.A. 40A:14-146.8 et. seq.
4. The Township agrees that the on-call policy for detectives and other officers shall at all times comply with the provisions of the Fair Labor Standards Act (29 U.S.C, section 201) and applicable case law.

1. The four-hour call out provision as contained in Article XI, Section D, shall apply only to off duty employment for private entities contracting with the Township for police services. The four-hour call out provision shall not apply to off-duty employment for public or non­profit entities such as local churches, school districts, or fraternal organizations. Based on the fact that the township will not be charging the same rates to public/non-profit entities and will therefore not be reimbursed for all costs incurred for police services rendered to public or non-profit entities, officers shall be paid on an "hour for hour" basis for off-duty work performed for public and non-profit entities.
2. In recognition of the fact that all officers may not be interested in off-duty employment, the Police Department, through the Chief of Police may establish a list of separate and apart from the departmental overtime list for the purpose of assigning off-duty employment.
3. Based on the fact that police officers will be paid directly by the township and are representing the township during off-duty employment , it is recognized that all rules and regulations pertaining to the department personnel shall apply to off-duty employment.

1. During the first year of employment: One (1) vacation day for the 3rd through 12th month employment, for a total ten (10) vacation days.

1. During the second year of employment: One (1) vacation day for the 13th through 21st month, and two (2) vacation days for the 22nd, 23rd, and 24th month of employment.
2. Upon completion of the second year of employment: Sixteen (16) vacation days and one (1) additional working day per year, up to and including the 16th year of employment, to maximum of 30 days.
3. All members hired on or after January 1, 1998 shall accrue vacation beginning the first day of the following year of employment as follows:

1. New Jersey State Health Benefits Direct 10 Plan, or equivalent. Employees hired after January 1, 2014 (Badge 111) will be eligible for BC/BS Direct 15/25 only.
2. Prescription Plan Benecard, or equivalent ;
3. The HMO plan shall be optional at no additional cost to the Township over the B/C-B/S.
4. All employees shall be subject to premium co-pay amounts through bi-weekly payroll deduction as per NJ Health Benefits Guidelines, Chapter 78 schedule.

Annual maximum of $2,000.00
Orthodontic benefit of $2,000.00

1. Managed Dental Choice (MDC)
2. Dental Option Plan (Traditional Fee Schedule Plan)

1. The clothing allowance shall be paid on June 1 and December 1 in equal installments as follows:

1. Purpose: The Township of Stafford recognizes that it is in the best interest of the Township to reduce and/or minimize workers compensation claims costs. To that end, the governing body would like to establish a policy and procedure to facilitate employees' return to work following an on the job injury through the assignment of temporary alternate duty or what is commonly referred to as "light duty".

1. Applicability: It is the stated purpose of the governing body that although this policy shall apply to all full time and part time employees of the Township of Stafford the ultimate approval for the return to work on temporary alternate duty or light duty rests with the Township Administrator. The Township Administrator in consultation with employee's department head shall determine if it is in the best interest of the Township to approve a return to work request.
2. Procedure: All requests for temporary alternate duty/light duty assignments are submitted by fax to the Township Administrator from the Disability Case Manager of the Township's Managed Care Provider. The request shall include a detailed list of the restrictions placed on the employee's activities and the estimated duration of the temporary alternate duty/light duty assignment. The Township of Stafford's alternate duty program is limited to 45 work days; therefore the Township will only consider requests with an estimated duration of 45 work days or less. If it does not appear that the employee will be able to return to work without any restrictions within 45 working days then the Disability Case Manager should not submit a request to the Township at that time. Following written notification from the Case Manager, the Township Administrator will then contact the department head of the employee involved and solicit the department head's opinion with respect to the temporary alternate duty/light duty assignment. • Each request shall be considered on a case by case basis. There shall be no specific positions created for alternate duty/light duty assignments, if, in the opinion of the department head and the Township Administrator there is meaningful work to be assigned to the employee on a short-term basis without disrupting the operation of the department then the request would be approved. The Township Administrator may also consult with other Department Heads if the employee's department does not have meaningful work to be performed. If the request cannot be accommodated then the employee shall be so notified. If the request is approved it shall be the responsibility of the Disability Case Manager to keep the Township Administrator informed of the medical progress of the employee. The Township reserves the right at all times to curtail the temporary alternate duty assignment if in the opinion of the Township Administrator the employee not providing meaningful service to the Township. If at the end of 45 days the employee completes the temporary alternate duty assignment and is not able to return to work without restrictions the Township reserves the right to place the employee back on Workers Compensation leave at that time.
3. . General Provisions:

Employees assigned to temporary alternate duty assignments shall continue to receive the same salary and benefits as they received prior to their injury.
Any employees assigned to temporary alternate duty are prohibited from engaging in any outside employment of any kind unless they have requested and received written approval from the Township Administrator.
This policy does not affect the rights and privileges of employees under the provisions of the Family and Medical Leave Act, Fair Labor Standards Act, American with Disabilities Act or other Federal or State Law.
Employees may not refuse temporary alternate duty assignments that are recommended by the Township's Workers Compensation Physician or Disability Case Manager. Failure to report to work as directed shall constitute immediate grounds for dismissal. Employees may be assigned for temporary alternate duty in any township department where the need exists for assistance. The assignment need not be in the department to which the employee is normally assigned.
Employees assigned to temporary alternate duty shall be allotted time off to attend medical appointments and/or physical therapy appointments which have been arranged by the Disability Case Manager. Employees must request other leave time for any other reason.
Temporary alternate duty assignments are available only to employees of the Township who have been injured in the course of their employment with the Township and recommended by the Disability Case Manager.
Temporary alternate duty assignments are not guaranteed. As noted above, each request shall be reviewed on a case by case basis, If the employee's medical condition is such that he/she would be limited in their activities beyond what is reasonable then the assignment would not be approved. Further, if an assignment cannot be found which would provide meaningful employment then the request would not be approved. if more than one employee in a department with few employees is out with a Workers Compensation injury it is likely that the Township would not be able to find temporary alternate duty for all affected employees. In larger departments (i.e.: Police, Public Works) it is likely that the township would be able to find temporary alternate duty for all affected employees.
It shall be the responsibility of the Disability Case Manager to keep the Township Administrator informed of any change in the employee's status immediately.
If the employee believes that the temporary alternate duty which he/she has been assigned is too strenuous or beyond the physical abilities of the employee, then he/she may request a meeting with the Township-Administrator and Disability Case Manager. The Township Administrator and Disability Case Manager shall render a written response to the employee within 24 hours of the meeting and that response shall be final.
The Township reserves the right to extend the provisions of this policy on a case by case basis for employees who are injured off the job if the circumstances warrant such consideration.

Year	2013 (2%)		2014 (1.75%)		2015(1.75%)		2016(2%)
1	$35,700.00		$36,325.00		$36,960.00		$37,700.00
2	$45,000.00		$46,700.00		$47,520.00		$48,470.00
3	$55,488.00		$56,549.00		$57,447.00		$58,596.00
4	$65,076.00		$66,214.00		$67,373.00		$68,721.00
5	$74,664.00		$75,970.00		$77,300.00		$78,846.00
6	$84,252.00		$85,726.00		$87,226.00		$88,970.00
7	$93,840.00		$95,842.00		$97,153.00		$99,096.00
8	$104,488.00		$106,317.00		$108,177.00		$110,341.00

Year		2014		2015		2016
1		$38,825.00		$39,504.44		$40,195.77
2		$43,820.0		$44,586.85		$45,367.12
3		$48,800.00		$49,654.00		$50,522.95
4		$53,820.00		$54,761.85		$55,720.18
5		$58,300.00		$59,320.25		$60,358.35
6		$64,300.00		$65,425.25		$66,570.19
7		$70,300.00		$71,530.25		$72,782.03
8		$76,300.00		$77,635.25		$78,993.87
9		$82,300.00		$83,740.25		$85,205.70
10		$88,300.00		$89,845.25		$91,417.54
11		$94,300.00		$95,950.25		$97,629.38
12		$100,300.00		$102,055.25		$103,841.22
13		$109,488.00		$110,677.00		$112,841.00

B. The following longevity schedule shall apply to all employees hired after July 1, 2002:

Beginning the first day of the 5th year Beginning the first day of the 10 year Beginning the first day of the 15th year Beginning the first day of the 20th year Beginning the first day of the 23rd year

$1,250.00 $3,250.00 $4,250.00 $6,250.00 $8,500.00

C .Employees hired after January 1, 2014 will no longer be eligible for longevity.

1. The Township shall provide payment for an officer who attends an institution of higher learning in the following manner.

C. If the employee shall leave his/her position with the Stafford Township Police Department within two (2) years of receipt of payment of said tuition monies from the Township, said employee shall be obligated to repay said tuition payments to the Township in full within thirty (30) days of his/her departure.

1. A grievance is defined as, and limited to, an alleged violation of a specific provision of this Agreement.

2. 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. Requirements

1. A written grievance shall contain a clear and concise statement of the grievance and indicate the issued involved, the relief sought, the date the incident or violation took place, and the specific 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 Association, or by an attorney, where reasonable notice of legal representation is given by the Employer. When an employee is not represented by the Association, the Association 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 Association representative in which case the Association may not be present at any stage of this procedure. However, in the event the Association is not present after final determination at Step Three, if such final determination is made, the Association 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 twenty (20) calendar days from the date of grievance or within twenty (20) calendar days after the grievant would reasonably be expected to know its occurrence.

C. Procedure.

Step One:
A grievance which arises after the effective date of this Agreement shall first be discussed by the aggrieved employee with his immediate supervisor. Grievances which have not been settled by the immediate supervisor to the satisfaction of the employee under the foregoing procedure within five (5) calendar days of presentation, to be considered further, must be filed in writing within five (5) calendar days after the disposition by the supervisor. The grievance shall be presented to the Division Commander in triplicate on mutually agreed upon forms furnished by the Employer and signed and dated by the employee(s) and Association representative. The Division Commander and the supervisor involved will meet with the employee and his representative and attempt to resolve the grievance. A written decision will then be made by the Division Commander and the supervisor and returned to the employee and his representative within five (5) calendar days from its presentation to the Division Commander.

Step Two:

If dissatisfied with the decision in Step One, to be considered further, the grievance must be appealed to the Chief of Police within five (5) calendar days of the receipt of the written decision in Step One. The Chief of Police or his representative will meet with the employee, his representative, the supervisor, Division Commander and representatives of the Employer as the Chief of Police may elect and attempt to resolve the grievance. A written decision will be made following the meeting by the Chief of Police or his representative and returned to the employee and Association representative within ten (10) calendar days from its appeal to the Chief of Police.•

Step Three:

If dissatisfied with the decision in Step Two, to be considered further, the grievance must be appealed to the Township Administrator within five (5) calendar days of receipt of the decision in Step Two. (The Mayor and/or Township council have appointed the Township Administrator as their representative to meet with the employee and/or his Association representative and the Chief of Police 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 Association representative within thirty (30) calendar days from its appeals to the Mayor and Council.

Step Four:

a. Grievances which have not been settled under the foregoing procedure may be appealed to the Public Employment Relations Committee (PERC) by either party within ten (10) calendar days of the date of the Employer decision in Step Four. If an unresolved grievance is not appealed to arbitration, it shall be considered terminated on the basis of the Fourth Step answer. The appeal procedure and selection of an arbitrator shall be in accordance with the PERC rules.

b. The cost of the arbitrator and the expenses of the hearing shall be shared equally by the parties. A court reporter's expense shall be paid by the requesting party. The arbitrator shall only have jurisdiction and authority to determine compliance with the provisions of this Agreement. The arbitrator shall not have jurisdiction and 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 final and binding for parties of this Agreement.

c. 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 five (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.

d. The Association shall notify the Employer, in writing, of the names of the grievance representatives and an alternate within thirty (30) calendar days after the effective date of this Agreement. Any changes thereto will be forwarded to the Employer by the Association as soon as changes are made.

e. The parties agree that a grievance form shall be provided which allows for the mere acknowledgment of receipt, by officers in the chain of command, but who are without power or authority to address or correct the alleged grievance. Other than a "check" or "initials" to acknowledge awareness, no other writing shall be placed on the form. The expedited movement of this form to the person or persons able to render a substantive response is the desire of the parties.