WESTAMPTON SUPERIOR OFFICERS FOP LODGE #147
AND
WESTAMPTON TOWNSHIP,
BURLINGTON COUNTY, NEW JERSEY
COLLECTIVE NEGOTIATIONS AGREEMENT
January 1, 2007 to December 31, 2009
Article 1 – Definitions…………………………………………………………………………… 1
Article 2 – Recognition and Management Rights……………………………………………….. 2
Article 3 – General Rules………………………………………………………………………... 3
Article 4 – Salary………………………………………………………………………………… 4
Article 5 – College Credit……………………………………………………………………….. 4
Article 6 – Holiday……………………………………………………………………….………. 5
Article 7 – Bereavement Leave………………………………………………………….……… 5
Article 8 – Other Leaves of Absence………………………………………………….…………. 5
Article 9 – Hours of Work and Overtime ………………………………………………….…….. 6
Article 10 – Workman’s Compensation, Safety and Health………………………………..……..7
Article 11 – Equal Treatment………………………………………………………………..…….8
Article 12 – Grievance Procedure……………………………………………………….…….…..8
Article 13 – Rights and Privileges of Lodge #147……………………………………………….11
Article 14- Medical/Surgical Coverage………………………………………………………….11
Article 15 - Seniority…..………………………………………………………………………..12
Article 16 -Uniform Maintenance Allowance……………...……………………………………13
Article 17 – Sick leave………………………………………………………………….………..13
Article 18 – Vacation Leave……………………………………………………………………..14
Article 19 – Severance Agreement……………………………………………………..………..14
Article 20 – Miscellaneous…………………………………………………………………..…..14
Article 21 – Use of Personal Property……………………………………………………..…….15
Article 22 – Savings Clause……………………………………………………………..……….15
Article 23 – Survivors Benefits…………………………………………………….……………15
Article 24 – Communicable Diseases……………………………………………….……….…..16
Article 25 – Term and Renewal…………………………………………………….……………16
PREAMBLE
This Agreement entered into on this ________day of ___________,2007, by and between
the Township of Westampton (“Employer” or the “Township”) having its principal offices in the Municipal Building, 710 Rancocas Road, Westampton Township, County of Burlington, and State of New Jersey, and the Fraternal Order of Police New Jersey Labor Council/ Westampton Superior Officers FOP Lodge #147 having its principal offices at 71 Indel Avenue, Township of Westampton, County of Burlington, and State of New Jersey.
WITNESSETH: WHEREAS, certain members of the Westampton Township Police Department requested recognition of the Fraternal Order of Police New Jersey Labor Council/ Westampton Superior Officers FOP Lodge #147 (“Lodge 147” or “FOP”), as the exclusive collective bargaining agent for the bargaining unit defined in Article 1, Section 2, of this Agreement; and
WHEREAS, the Township Committee, by resolution, did so recognize said agent and it is necessary that the parties agree to certain terms and conditions of employment not to conflict with the Police Manual adopted by the Township Committee of the Township of Westampton and agreed to by the FOP in the herinafter Agreement and on file in the office of the Township Clerk; and
WHEREAS, the parties desire to execute a written contract with respect to said conditions
of employment.
NOW, THEREFORE, in consideration of the terms and conditions and covenants hereinafter
set fort , the employer and FOP do hereby agree and covenant as follows:
Article 1 – Definitions The following words shall have the following meanings when used in this contract:
Employer: The Township of Westampton and the Township Committee of the
Township of Westampton.
Employees: The full and part time permanent members of the Police Department to
1
include Lieutenants and Captains. Excluded are Sergeants, Detective Sergeants, Detectives, both full and part time Police Officers, the Chief of Police, Secretaries, Crossing Guards, Dispatchers, Typists, and all others.
Full-Time Employee: An individual who is appointed as a sworn full-time member
of the Police Department and is regularly scheduled to work forty (40) hours or more per week.
Part-time Employee: An individual who is appointed by the Township Committee as
a special officer for one (1) year per term and who regularly works less than forth (40) hours per week.Article 2 – Recognition and Management Rights
The Employer recognizes Fraternal Order of Police New Jersey Labor Council/ Westampton Superior Officers FOP Lodge #147 (“Lodge 147” or “FOP”) as the bargaining agent for the purpose of establishing salaries, wages, hours and other conditions of employment for the employees in this unit. This recognition however shall not be interpreted as having the effect of or in any way abrogating the rights of the Township and Lodge #147 as established pursuant to any Federal or State Statute or Law or the original Resolution or Recognition as adopted by the Township Committee. By executing this Agreement, Lodge #147 and its members and the Township agree to be bound by the terms and conditions and provisions of the Police Manual, provided that if the terms and conditions and provisions of this contract are in conflict with the terms and conditions and provisions of the Police Manual, then the terms and conditions and provisions of this contract shall govern.
1. 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 of the following rights:
To manage and control administratively the Township government and its
properties and facilities and the activities of its employees.
2
To hire all employees and, subject to the provisions of Law, to determine
their qualifications and conditions for continued employment or assignment, and to promote and transfer employees.
To suspend, demote, discharge or take other disciplinary action for good and
just cause according to Law
2.. The exercise of the foregoing powers, rights, authorities, duties and responsibilities of the Township, the adoption of policies, rules, regulations and practices in furtherance thereof and the use of judgment and discretion in connection therewith shall be limited only by specific and express terms of the Agreement and then only to the extend such specific and express terms hereof are in conformance with the Constitution and Laws of New Jersey and the United States.
Article 3 – General Rules
Proposed salary ranges shall be established and applied to all authorized classified
Positions, except where the positions and the salary are established by Statute.
The minimum rate shall be the hiring rate for each title. Employees with special
skills or experience may be assigned a rate in excess of the minimum hiring rate at the discretion of the Township. In the event the employee shows special skills or his work record and performance are above average, the Township Committee, upon the recommendation of the Chief of Police, may advance the employee to a higher rate within his/her classification premature to the scheduled increase. The Township shall notify the FOP in writing of any action taken pursuant to this paragraph.
The above rates of compensation are fixed on the basis of full-time service where a
salary is indicated. During the term of this Agreement, the pay scales will not be reduced unless by mutual agreement of both parties. The Township shall implement a Direct Deposit program.
3 Article 4-Salary
Classification
The employees shall be classified by the Township Committee. The effective date
For the computation of years of service for the purpose of classification is the date of hiring as full-time Township employee. In the case of prior employment as a part time employee, credit will be given for time accumulated, as follows: Three part-time years equal one full-time year.
Salaries and Wages
The salaries and wages for Lieutenants in the Police Department covered
by this Agreement are as follows, and are retroactive to the dates as set forth in the guide:
1/1/07 1/1/08 1/1/09
Lieutenant (5.5%) (4.0%) (4.0%)
The salary and wages for Captain, in the Police Department covered by this
agreement are as follows, and retroactive to the dates set forth in this guide:
1/1/07 1/1/08 1/1/09
Captain (4.0%) (4.0%) (4.0%)
Article 5 – College Credit
To promote the furthering of the individual’s education the Township will reimburse
cost of tuition, fees and books for courses take in a program leading to a degree in Police Science
or Criminal Justice. All courses, cost allowance per credit, and number of courses allowed in one budget year must be approved by the Chief of Police in advance. Notwithstanding the foregoing,
there shall be no reimbursement for “make up” classes, or for remedial classes.
Reimbursement will be limited to:
100% for grade A and B
75% for grade C
Zero for a grade other than A, B or C4
Article 6 – Holiday
Each employee covered by the provisions of this Agreement shall receive time off
with pay whenever possible as determined by the Chief of Police,
1. Thirteen listed days: New Years, Martin Luther King, Presidents(observed), Good Friday, Memorial, Independence, Labor, Columbus, Veterans(observed), Thanksgiving and day after, Christmas and day after.
2. Each officer covered under this agreement shall receive forty-eight (48) hours personal time and may be taken at the employee’s discretion only with seventy-two (72) hours’ notice to the Chief of Police or his designee, and with his approval.
Article 7 – Bereavement Leave
A maximum of seven (7) days paid leave of absence shall be granted to full-time employees
in the event of death of the employee’s mother, father, spouse, child or stepchild, provided that the leave includes the day of death and/or the day of the funeral. A maximum of three (3) days paid leave shall be granted to full-time employees for death of the parent spouse, brother, sister, grandparents, grandchildren, aunt, uncle, first cousin, niece, nephew, brother/sister in law, or relative living in the same house as the officer. The said leave of absence is to be determined in accordance with Section 4, 9.6 of the Police Manual, which shall not be inconsistent with this Article. An additional day shall be granted for travel requirements in excess of one hundred (100) miles, one-way, said requirement to be determined by the Township Committee.
Article 8 – Other Leaves of Absence A. A full-time member of the Police Department who is temporarily either mentally or physically incapacitated to perform his/her duties or who temporarily desires to engage in a course of study which will increase his/her usefulness upon return to service, or who for any reason
considered good by the Township Committee and to secure leave from his/her regular duties may, with the approval of the Township Committee, upon recommendation of the Chief of Police, be granted special leave of absence without pay for a period of not exceeding six (6) months. Any employee asking for a special leave of absence without pay shall, twenty (20) days prior to the commencement of the leave, submit the request in writing to the Chief of Police and a copy to the
5
Township Committee stating the reason why the request should be granted, the date the leave is to
begin, and the probable date of his/her return to duty. For each separate use of special leave of absence without pay other than as herein provided under the Statutes, the Township Committee shall, at the time the leave is approved, determine whether the employee granted such leave shall be entitled to his/her former positions upon return from such leave or whether his/her name shall be placed on the re-employment list.
Any employee granted such leave of absence by the Township Committee (not to
exceed six months) shall not accumulate seniority while on leave of absence, and shall have all fringe benefits discontinued while on leave of absence except on the case of veterans to the extent so provided by State and Federal Law.
At the employee’s option and at the employee’s expense, insurance coverage may be
provided during such leave of absence. Prepayment of the premiums at the Township’s group rate shall be in monthly increments.
The Township of Westampton agrees to comply with all New Jersey State and United States Federal laws governing military leave.
Article 9 – Hours of Work and Overtime
A. Except as otherwise provided in this Agreement, the normal tour of duty for officers
covered by this Agreement shall consist of a forty hour week, the schedule to be determined by the Chief of Police.
B. Officers covered under this contract may work an overtime detail if the full cost of the overtime detail is being paid by or reimbursed by an outside source or contractor. The rate of compensation for such a detail shall be derived from the same rates set forth in the FOP Lodge 147 contract covering Sergeants to Patrolman.
C. All compensatory time shall be in compliance with the FSLA.
Article 10 – Worker’s Compensation, Safety and Health
Employees disabled with job related injuries and unable to work shall receive full
pay from the Township and shall endorse any Compensation checks received from the Township’s insurance carrier as a result of said injury over to the Township. During the period of disability,
6
management reserves the right, as such times and under such circumstances as are reasonable to
require the person covered under the provisions set forth herein to undergo a physical examination by a physician of the Township’s choosing. When said physician determines that the employee may return to work, the Township’s checks will cease unless the employee returns to work. Such leaves
of absence with pay for work incurred injuries shall be limited to one (1) year under N.J.S.A. 40A:14-137.
As practical, the Township shall at all times maintain safe and healthful working
conditions and will provide employees with the following items(as also listed in the Police Manual):
Summer and winter uniforms
Tools or devices reasonably necessary in order to insure their safety and health.
Rain gear and rubber pullover boots.
Uniform shoes.
Any article provided by the Township is to be worn only during work hours. Articles
are the property of the Township of Westampton, but are the sole responsibility of the employee. Articles lost, stolen or damaged shall be paid for by the employee who was assigned the articles, if such loss is determined to be through the employee’s fault by the Chief of Police.
Work uniforms shall be worn by all employees and the Township shall provide such
clothing. Such uniforms shall be limited to that provided by the Township, in accordance with the Police Manual.
Uniforms may not be worn other than while on duty for Westampton Township, or
during the performance of police duties approved by the Chief of Police. Safety equipment and uniforms must be worn as prescribed by the Township. All safety and health rules must be obeyed by the employees.
All safety problems reported by the employees will be investigated by the Chief of
Police or his/her designee. If a solution cannot be reached on mutual agreement, then the problem may be handled as a grievance.
The Township shall reimburse any employee for the loss or damage to certain
specified personal property which occurs as a result of the performance of job duties which involve non-routine activities such as altercations, accidents, injuries, etc. Such property shall include the
following: eyeglasses, contact lenses, dentures or plates, hearing aids.
7
Article 11 – Equal Treatment Neither the Township nor the employees will discriminate for reasons of sex, age, nationality, race, religion, marital status, political status, political affiliation or Association or police activity.
Article 12 – Grievance Procedure
Definitions
Grievance: A grievance is a claim based upon a breach, misinterpretation, or
improper application of the terms of this Agreement or administrative decisions or policy which adversely affect the unit member, a group of unit members or Lodge #147.
Aggrieved Person: An aggrieved person is the person or persons or Lodge
#147 instituting the grievance.
Party of Interest: A party in interest is the person or persons making the claim,
or any person including Lodge #147 or Township Committee, who might be required to take action, or against whom action might be taken, in order to resolve the claim.
B. Purpose
The purpose of this procedure is to secure, at the lowest possible level, equitable
solutions to the problems which may from time to time arise affecting members of Lodge #147. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.
C. Procedure
Time Limits: The number of days indicated at each level should be
considered as maximum and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement in writing.
An aggrieved person shall institute action under the provisions hereof within
Twenty-one (21) days from the date the employee could reasonably have had knowledge of the
occurrence. Failure to act within said period shall be deemed to constitute an abandonment of the12
grievance.
8
Levels of Grievance
1. Level One: Immediate Supervisor: An aggrieved person shall first discuss
the complaint with his/her immediate supervisor either directly or through Lodge #147’s designated representative, with informal resolution the objective.
Level Two: If the aggrieved person is not satisfied with the disposition of the
Complaint at Level One or if no decision has been rendered within seven (7) calendar days after presentation of the grievance, then it may be filed in writing with Lodge #147 within fourteen (14) calendar days after the grievance was presented or seven (7) calendar days of the unsatisfactory decision, whichever is sooner. Within seven (7) calendar days after receipt of the grievance, Lodge #147 shall refer it to the Chief of Police for a decision.
Level Three: If Lodge #147 is not satisfied with the disposition of the
grievance at Level Two or if no decision has been rendered within fourteen (14) calendar days after the grievance was delivered to the Chief, Lodge #147 may, within twenty-one (21) calendar days after the grievance was presented or seven (7) calendar days of the unsatisfactory decision, whichever is sooner, submit the grievance to the Police Liaison of Westampton Township.
If Lodge #147 is not satisfied with the disposition of the grievance, which shall be rendered within seven(7)days after it is presented to the Police Liaison, the aggrieved person may submit the
grievance to the Township Committee of the Township of Westampton.
Level Four: The Township Committee shall review and consider the
submitted grievance and shall issue within thirty-five (35) calendar days after receipt of the grievance, a decision.
Level Five: If Lodge #147 is not satisfied with the disposition of the
grievance at Level Four, or if no decision has been rendered within the specified time, Lodge #147 may submit said grievance to binding arbitration. The Arbitrator shall be selected from the Public Employment Relations Commission Panel (PERC), and shall be bound by the rules for labor arbitration of PERC. In deciding the case, the Arbitrator shall be bound by the provisions of this
Agreement and by the applicable laws of the State of New Jersey and the United States and the decisions of the Courts of the State of New Jersey and the United States. The Arbitrator shall not have the authority to add to, modify, detract from, or alter the provisions of this Agreement or
supplement thereto. The Arbitrator’s decision shall be final and binding upon the parties subject to
applicable Court proceedings. The parties shall share the cost of the Arbitrator’s fees and expenses 9 equally; however, each party shall be solely responsible for its own counsel fees, costs and expenses.
Any aggrieved person may be represented at the first two levels of the grievance
procedure by himself/herself or, at his/her option, by a representative selected or approved by Lodge #147. Only Lodge #147 may submit grievances at Level Three and above. When a unit member is not represented by Lodge #147, the Lodge shall have the right to be present and to state its views.
No reprisals of any kind shall be taken by the Township or its agents against any
representative, any member of Lodge #147, or any other participant in the grievance procedure by reason of such participation.
Miscellaneous
1.. Group Grievances: If, in the judgment of Lodge #147, a grievance a
Group or class of its members, Lodge #147 may submit such grievance in writing to the Chief directly and the processing of such grievances shall be commenced at Level Two. Lodge #147 may process such a grievance through all levels of the grievance procedure even though the aggrieved person does not wish to do so.
Separate Grievance File: All documents, communications and records dealing
With the processing of a grievance shall be filed in a separate grievance file and shall not be kept in the personnel file of the participants.
Written Decisions: Decisions rendered at Level One which are unsatisfactory
To the aggrieved person, and all decisions rendered at Levels Two and Three of the procedure shall be in writing setting forth each decision and the reasons therefore and shall be transmitted promptly.
to all parties in interest and to Lodge #147.
Forms: Forms for filing grievances, serving notices, taking appeals, making
reports and recommendations, and other necessary documents, shall be prepared jointly by the Chief
and Lodge #147 and given the appropriate distribution so as to facilitate operations of the grievance procedure.
Meetings and Hearings: All meetings and hearings under this procedure shall
not be conducted in public and shall include only such parties in interest and their designated or selected representatives heretofore mentioned.
10
Article 13 – Rights and Privileges of Lodge #147
Representatives of Lodge #147 shall be permitted a reasonable amount of time to
transact Lodge business on the premises as long as it does not interfere with the assigned duties. Lodge #147 may have use of a meeting room in the Township Building(s) when appropriately scheduled through the Township Committee. No employee shall be allowed to be called in and have charges put against him/her by the Township Committee or Chief of Police without representation by Lodge #147.
Employees shall be excused from duty for limited periods of time to attend Lodge
#147 meetings on premises provided that no calls are pending. It is understood that calls take priority.
An adequate space on the patrol room bulletin board will be provided for Lodge
#147 use.
The parties agree to Agency Shop as provided by law.
The Executive Board of Lodge #147 will receive a total of 72 hours per year to be
excused from duty to conduct Lodge business. Hours off must be submitted one week in advance to the Chief and cannot cause the Department to incur overtime at time of approval. This time is in addition to time allowed under Section A of this article and does not include required time off covered under state labor laws or rulings. Assignment of the 72 hours will be at the discretion of the
President of Lodge #147.
Article 14 – Medical/Surgical Coverage
Each employee and his/her family shall be provided with:
1. New Jersey State Health Benefits-family coverage
2. Prescription Plan – family coverage through N.J. State Health Benefits
3. Dental plan – employee covered; if family coverage is elected, employee pays one half (1/2) of additional premium.
4. Or a plan that is equal to or better than the existing level of coverage.
11
If Health Care Costs increase more than 10% per year, the employee will contribute $10.00 per week toward their benefits
The township reserves the right to change insurance carriers provided that the level of benefits is equal to or greater than the existing level of benefits. Written notice must be given to the FOP, including notice of any and all proposed changes in the levels of benefits provided in such coverage; and provided further that the level of benefits is equal to or greater than the level of benefits which exist under the plans currently in effect.
Full-time unit members shall be eligible for an annual health insurance waiver rebate
of $1,200/full calendar year, pro-rated for a partial calendar year, for that period of time during which the employee does not receive any portion of the Township paid health coverage. The employee must provide proof of the existence of alternative equivalent health coverage at the beginning of any such period and the continuation thereof for any period for which this rebate is claimed. Payment under this provision shall be made during the month of December for the preceding calendar year. Such rebate will not be paid for any period during which the unit member is not qualified for, or before a unit member qualifies for coverage under the Township insurance coverage. All full time employees will be enrolled in:
Article 15 – Seniority
Seniority is defined to mean the accrued length of continuous service with the
Department, computed from the date of appointment. An employee’s length of service shall not be reduced by the time lost due to authorized leave of absence for bona fide illness or injury certified by a physician and not in excess of six (6) months.
Seniority preferences shall be awarded according to the order in which listed at the
time of hire in questions concerning two (2) or more employees hired on the same date.
The Township shall maintain an accurate current seniority roster showing each
employee’s date of permanent and/or temporary employment, classification and pay rate, and shall 12 furnish copies of same to Lodge #147’s representative(s) upon receipt, for the prevailing copy fee.
Except where New Jersey Statutes require otherwise, in all cases of demotion, layoff,
Recall, and vacation schedule, he employee with the greatest amount of seniority shall be given work preference, provided he is qualified to perform the work involved.
Article 16- Uniform Maintenance Allowance
Full-time sworn-employees covered by the provisions of this Agreement shall be
Entitled to an annual uniform maintenance allowance in the amount of $790.00 for each calendar year. The uniform maintenance allowance shall be payable by voucher in November of each year.
Full-time sworn employees covered by the provisions of this Agreement shall be
entitled to an annual clothing allowance in the amount of $720.000 a year effective January 1, 2007. This shall be in fulfillment of the Township’s contractual obligations under Article 11 with respect to clothing, uniforms, and related gear.
If appointed after January 1 of any year of this Agreement, full-time sworn
employees shall receive a pro-rated share of the aforementioned clothing allowance and uniform maintenance allowance for that fiscal year based on their date of hire.
Article 17 – Sick Leave
Permanent and provisional employees shall be entitled to eight(8) hours of sick leave
credit for each month worked during the remainder of the contract year following full-time appointment, and one hundred and twenty (120) hours sick leave credit in each year thereafter.
Sick leave is defined as absence from work because of illness or accident.
An employee who is absent due to illness for three (3) or more consecutive days, or
more than four (4) days in a two (2) week period shall not be permitted to return to work without a doctor’s excuse.
In addition to the aforementioned hours, as of January 1st of each year, each
employee shall have one hundred and twenty (120)sick hours credited to his or her account. Of those one hundred and twenty (120) hours only, the employee shall have the option at the end of each year, on or before December 31st, of selling back to the Township the hours at half pay or carrying them over to the next year.
13
E. No sick days shall be paid upon separation from employment with Westampton
Township except upon retirement. Upon retirement the Township shall reimburse employees for one-half(1/2) of their accumulated sick leave in an amount not to exceed 360 hours pay or 720 hours half pay. Retirement in this context means the receipt of retirement benefits in accordance with the State Pension System. (Bank hours do not apply at retirement)
Article 18-Vacation Leave
All full-time employees shall be entitled to vacation on January 1st following the date hired and any subsequent January 1st. Vacation time shall be taken between January 1st and December 31st in the year that it becomes due. The amount of vacation time earned shall be determined from the following schedule in accordance with service time:
Five(5)to nine(9)full years of service: one hundred and thirty two(132)hours
vacation.
Ten(10) to fourteen(14) full years of service: one hundred and eighty
(180) hours vacation.
Fifteen(15) or more full years of service: two hundred and sixteen(216) hours
Employees covered under this contract shall be entitled to carry sixty (60) hours vacation into the following year. Time carried over must be used by June 30 of the next following year or it will be lost; provided however that the Chief of Police in his discretion may grant permission to allow an employee to use the carryover time up to September 30th.
Article 19 – Severance Agreement Upon separation from employment with Westampton Township under the terms of this Agreement, vacation pay shall be provided for the current year on a pro-rata basis. Time served from January 1st through the last day worked shall be counted only for full months of service. When calculated, the number of days earned shall be rounded to the next full day for any fractional portion earned. This amount shall be included in the severing Employee’s final pay check. This benefit shall be paid to the Employee’s estate in the event of the Employee’s death prior to receipt of said benefit.14
Article 20 – Miscellaneous
Fully Bargained-for Provisions
This Agreement represents the totality of the understanding and agreements reached between the parties and it is the intent of the parties that during the term of this Agreement, that neither Township nor employee shall be required to negotiate or re-negotiate over any of the subjects herein contained and that the contractual understanding between the parties, shall during
the term of this Agreement, be governed by the provisions hereof.
Further, if no agreement is reached before December 31,2009 for the next contract
term, the terms of this Agreement shall remain in force until such time as the next Agreement is signed. When the next Agreement is signed, all terms and benefits shall be retroactive to January 1, 2009, unless the parties agree otherwise.
Notice
All notices required to be given by the Agreement shall be given to the following entities:
Township – Township Clerk
Lodge #147 – The President, the name of whom shall be supplied to the
Township Clerk on an annual basis.
Article 21 – Use of Personal Property When using a personally owned vehicle on any Township business with prior approval, except in the event of an emergency, an employee shall be reimbursed for the use of such vehicle at the per mile rate established by the Internal Revenue Service for business use of personal vehicles.
In matters such, as but not limited to, Court and schooling, the provisions of this Article shall apply if a Township vehicle is unavailable.
Article 22 – Saving Clause Each and every clause of this Agreement shall be deemed separable from each and every other clause of this Agreement to the extent that in the event that any clause or clauses shall be finally determined to be in violation of any law, then in such event such clauses, or clauses, only to the extent that any may be so in violation shall be deemed of no force and effect and unenforceable without impairing the validity and enforceability of the rest of the Agreement, including any and all provisions in which offending language may appear. 15
Article 23 – Survivors Benefits In the event of the death of a member of the Westampton Township Police Department, the Township agrees to assist Lodge #147 with ensuring that all viable benefits and moneys are transferred to said member’s estate. If a unit member expires while in the performance of his/her duties for Westampton Township Police Department, the Township will comply with the mandatory provisions of N.J.S.A. 34:15-13; as well as providing a payment of one thousand dollars ($1,000.00) to the family of the deceased officer to help pay for the funeral expenses.
Article 24 – Communicable Diseases
The “Westampton Township Blood borne Pathogens Employee Exposure Control
Plan” and the “Westampton Township Police Exposure Control Plan” are incorporated herein by reference.
An officer who has reported an exposure to a blood borne pathogen or
communicable disease in accordance with the “Westampton Township Blood borne Pathogens Employee Exposure Control Plan” and the “Westampton Township Police Exposure Control Plan” may rely upon said report to establish causation should the officer later develop a medical condition arguably related to the blood borne pathogen or communicable disease that he reported. Said report shall be sufficient to demonstrate the job-related nature of the medical condition unless the Township produces evidence that the condition arose from non-job related sources.
16
Article 25 – Term and Renewal
This Agreement shall be in full force and effect as of January 1,2007 and shall remain in effect through and including December 31,2009. If no further agreement is negotiated between the parties, the terms and conditions of employment shall be as set forth in the Township Code, Ordinances, and Motions, and State and Federal Law, and the Policy Manual. The parties shall commence negotiations for the purpose of determining the terms and conditions of employment for the year(s) after the expiration of this Agreement.
Westampton Superior Officers Lodge #147 Township of Westampton
Fraternal Order of Police
By:_________________________
By:_________________________
By:_________________________ ___________________________________
Dated:_______________________ Dated:______________________________
17
|