Contract Between
Bay Head Boro-Ocean
- and -
Bay Head Police Dept Ees
* * *
01/01/2012 thru 12/31/2015


CategoryMunicipal
UnitPolice Officers

Contract Text Below
AGREEMENT

BETWEEN

BOROUGH OF BAY HEAD

AND

BAY HEAD POLICE DEPARTMENT
EMPLOYEES

________________________________________________

January 1, 2012 through December 31, 2015
________________________________________________

Table of Contents

Preamble ………………………………………………………………1

Article 1 ………………………………………………………………. 2
RECOGNITION AND SCOPE OF AGREEMENT


Article 2 ……………………………………………………………… 3
COLLECTIVE BARGAINING PROCEDURE

Article 3 ……………………………………………………………… 4
DISCRIMINATION AND COERCION

Article 4 ……………………………………………………………… 5
HOURS

Article 5 ……………………………………………………………... 6
OVERTIME

Article 6 & 6A ………………………………………………………. 7
ANNUAL BASE SALARY

Article 7 ………………………………………………………………10
LONGEVITY

Article 8 ………………………………………………………………11
VACATIONS

Article 9 ………………………………………………………………12
PERSONAL LEAVE

Article 10 ……………………………………………………………. 13
HOLIDAYS

Article 11 ……………………………………………………………. 14
SICK LEAVE

Article 12 ……………………………………………………………. 16
PAYMENT OF ACCRUED SICK LEAVE

Article 13 ……………………………………………………………. 17
DEATH IN FAMILY

Article 14 ……………………………………………………………. 18
CLOTHING ALLOWANCE
i
Article 15 ……………………………………………………………. 19
EDUCATION INCENTIVE

Article 16 ……………………………………………………………. 20
HOSPITAL, DENTAL AND MEDICAL INSURANCE

Article 17 ……………………………………………………………. 21
EXTRA DUTY

Article 18 ……………………………………………………………. 23
PRISONER TRANSPORT

Article 19 ……………………………………………………………. 24
SEPARABILITY AND SAVING

Article 20 ……………………………………………………………. 25
PRESERVATION OF RIGHTS

Article 21 ……………………………………………………………. 26
GRIEVANCE PROCEDURE

Article 22 ……………………………………………………………. 30
MATERNITY/PATERNITY LEAVE

Article 23 ……………………………………………………………. 31
PERSONNEL FILES

Article 24 ……………………………………………………………. 32
TERM AND RENEWAL


















ii




    PREAMBLE



    This Agreement made this day of January, 2012 by and between the Borough of Bay Head, a municipal corporation of the State of New Jersey (the “Borough”), and The Bay Head Police Department Employees (the “Association”).


    WITNESSETH:


    WHEREAS, it is the intent and purpose of the parties hereto to promote and

    improve the harmonious and economic relations between the Borough and its

    employees and to establish a basic understanding relative to compensation, hours

    of work and other conditions of employment consistent with the law and

    established practices not modified by this Agreement.


    NOW, THEREFORE, in consideration of these premises and mutual covenants

    herein contained, the parties hereto agree with each other as follows:











                        1



    ARTICLE 1


    RECOGNITION AND SCOPE OF AGREEMENT


      The Borough hereby recognizes the Association as the sole and exclusive

          representative of all the employees in the bargaining unit as defined

          herein for the purpose of collective bargaining and all activities and

          processes relative thereto.
      The bargaining unit shall consist of all probationary and permanent

          members of the Police Department of the Borough of Bay Head, New

          Jersey, now employed or hereafter employed, except the Chief of Police.
      This Agreement shall govern compensation, hours of work and other
          conditions of employment herein set forth.
      This Agreement shall be binding upon the parties hereto.
      This Agreement shall not be modified in whole or in part by the parties
          except by an instrument in writing duly executed by both parties.












    2




    ARTICLE 2


    COLLECTIVE BARGAINING PROCEDURE


      The duly authorized bargaining agent of each of the parties shall conduct

          collective bargaining with respect to compensation, hours of work and

          other conditions of employment.
      Collective bargaining meetings shall be held at times and places mutually
          convenient at the request of either party.






























          3



          ARTICLE 3
          DISCRIMINATION AND COERCION

    There shall be no discrimination, interference or coercion by the Borough or any of

    its agents against the employees of the Bay Head Police Department because of their

    activity or employment in the Department. Neither the Borough nor the members

    of the Bay Head Police Department shall discriminate against any employee because

    of sex, race, creed, color, national origin or political affiliation.



































          4


          ARTICLE 4

          HOURS

        The work day shall consist of not more than 10 consecutive hours in a
          24 hour period, except as mutually agreed to by the parties.

    B. The tours of duty shall continue as they are currently in force, unless
        hereinafter changed and mutually agreed to by the parties.































        5



                    ARTICLE 5

                    OVERTIME

      The Borough agrees that overtime consisting of time and one-half shall be
          paid to all employees covered by this Agreement for hours worked in

          excess of 40 hours in any week, or beyond an employee’s scheduled shift.

          All such overtime is to be authorized by the Chief of Police.
      It is recognized that employees may be required to report in advance of
          the tour starting time and for the purpose of report making to remain

          after the termination of a tour. In accordance with this recognition, no

          overtime shall be paid for a 15 minutes period prior to the commence-

          ment of a tour or for a 15 minute period after the termination of a tour.

          In the event any employee is required to report earlier than 15 minutes

          after the end of a tour, the employee shall be paid for all time worked in

          excess of the regular work day.
      At any time an employee is summoned for overtime duty, he shall be
          entitled to be paid a minimum of 4 hours at the overtime rate from the

          time of arrival.















          6




                        ARTICLE 6
                    ANNUAL BASE SALARY
          Effective January 1, 2012 the annual base salary each of the
            following classifications shall be:
                      Year of service2012201320142015
                      Probationary officer/first year of service$40,000$41,000$42,025$43,076
                      Second year of service$45,680$46,822$47,993$49,193
                      Third year of service$51,360$52,644$53,960$55,309
                      Fourth year of service$57,040$58,466$59,928$61,426
                      Fifth year of service$62,720$64,288$65,895$67,542
                      Sixth year of service$68,401$70,111$71,864$73,661
                      Seventh year of service$74,081$75,933$77,831$79,777
                      Eighth year of service$79,761$81,755$83,799$85,894
                      Ninth year of service$85,441$87,577$89,766$92,010
                      Tenth year of service and beyond$91,121$93,399$95,734$98,127





    7



                        ARTICLE 6A
          ANNUAL BASE SALARY – SUPERVISORY POSITIONS

          Effective January 1, 2012 the annual base salary for the following
          classifications shall be:


          Title2012201320142015
          Corporal$92,121$94,399$96,734$99,127
          Sergeant$95,806$98,175$100,603$103,092
          Sgt. First Class$99,638$102,102$104,627$107,216
          Lieutenant$103,624$106,186$108,812$111,505






















                          9




                          ARTICLE 7
                        LONGEVITY

      A. No longevity increases and/or payments shall be due to any covered employee hired on or after January 1, 2012.

      B. Each employee shall be paid, in addition to annual base salary, a longevity

      payment based upon continuous years of employment as a regular officer

      in the Police Department as follows:

      Continuous Years of Service Annual Non-Cumulative
      Longevity Payment

      1 through 5 years 2% of Annual Base Salary

      6 through 10 years 4% of Annual Base Salary

      11 through 15 years 6% of Annual Base Salary

      16 through 19 years 8% of Annual Base Salary

      20 through 24 years 10% of Annual Base Salary

      25 or more years 12% of Annual Base Salary

      C. Longevity payments shall be calculated or recalculated immediately

          following the anniversary date of employment of each employee; paid

          bi-weekly; and included as part of the employee’s regular

          paycheck.










          10

          ARTICLE 8

          VACATIONS


          Each employee shall be entitled to annual vacation leave based upon
              continuous years of employment as a regular officer in the Police

              Department as follows:

              Continuous Years of Service Annual Vacation Leave

              0 to 1 year 7 working days

              2 to 4 years 13 working days

              5 to 8 years 18 working days

              9 to 13 years 21 working days

              14 to 18 years 23 working days

              19 or more years 25 working days

          The choice of vacation days will be based on seniority and will only
              apply to the first 10 vacation days. The balance, if any, will be left

              to the administrative discretion of the Chief of Police.
          No compensatory pay will be given for vacation days not taken.
          D. Up to ten (10) days can be carried over into the following year and no more than ten (10) days may be accumulated for payment upon retirement or resignation after January 8, 2007 as per N.J.S.A. 40A:9-10.3.





              11
          ARTICLE 9

          PERSONAL LEAVE


          Each employee shall be entitled to 5 personal leave days each year
              without deductions from any other leave time permitted, providing

              the employee shall notify the Chief of Police at least 3 days in

              advance.
          If less than 3 days advance notice is given, entitlement to personal
              leave shall be at the discretion of the Chief of Police.
          No compensatory pay will be given if the personal leave days are
              not taken, nor can said days be accrued.



























              12


                          ARTICLE 10
                          HOLIDAYS
        The following shall be recognized as holidays paid at 8 hours regular time

            under this Agreement:
            New Year’s Day
            Martin Luther King, Jr. Day
            President’s Day
            Good Friday
            Easter
            Memorial Day
            Independence Day
            Labor Day
            Columbus Day
            Veteran’s Day
            Thanksgiving Day
            Day After Thanksgiving
            Christmas

      B. When any of the above holidays are in conflict with an employee’s religious

      belief, the employee may substitute a religious holiday of the employee’s

      religious belief, provided that adequate notice is given to the Chief of Police.

      C. It is recognized by both parties that employees may not by reason of

      Department business, enjoy the above holidays by working on those dates.

      The entire holiday benefit (104 annual hours) shall be folded in and paid

      along with regular payroll and utilized for all computation purposes.
      D. Notwithstanding the provisions of Section C above, any employee who is

      required to work on New Year’s Day, Easter, Thanksgiving or Christmas

      shall be paid an additional one-half times the employee’s regular

      hourly rate of pay.

      13




                      ARTICLE 11

                      SICK LEAVE
        Each employee shall be entitled to annual sick leave in any calendar year
            as follows:
      Annual Sick Leave
      Classification Each Calendar Year

      Probationary Patrolman 5 working days

      Patrolman – 1st year 10 working days

      All other Patrolmen, Corporals
      Sergeants and Lieutenants 15 working days
        The amount of sick leave not taken in any calendar year shall accumulate
            from year to year up to a maximum of 200 days, unless such accumulated is otherwise restricted by state law. If an employee resigns or is discharged for cause, the employee shall not receive compensation for any accumulated sick leave.
        An employee may utilize sick leave when the employee is unable to perform
            work by reason of personal illness, accident, or exposure to contagious

            disease. An employee may use sick leave for short periods when a

            member of the immediate family of the employee is seriously ill, pursuant to federal and New Jersey Family and Medical Leave Act regulations.
        Sick leave shall not include any extended period where an employee
            serves as nurse or housekeeper to a member of the immediate family of

            the employee during a period of serious illness.
        An employee absent on sick leave shall submit acceptable medical evidence substantiating illness if requested to the Borough Clerk.




            14
      F. Sick leave injury – Any employee who is disabled in the line of duty due to occupational injury or disease may, on the approval of the Borough, be granted a leave of absence at full pay. Any amount of salary paid or payable to an employee for service connected disability leave shall be reduced by the amount of worker’s compensation benefits paid or payable under the New Jersey Worker’s Compensation Act for temporary disability, provided that:

            This leave shall not be granted beyond one year from the date of

              the injury or illness.
            The employee shall furnish the Borough with such medical or other
              proof relating to the injury or illness and the continued disability of

              the employee.


























              15
      ARTICLE 12

              PAYMENT FOR ACCUMULATED SICK LEAVE
          Any employee completing a minimum of 10 years of full time employment

            as a regular officer in the Police Department who has accumulated sick

            time shall be entitled to partial compensation upon retirement from full

            time employment in accordance with the Police and Firemen’s Retirement

            System (PFRS) or such other retirement system which may be in effect

            and approved by the Division of Pensions, Department of Treasury of the

            State of New Jersey.
          Any employee qualifying for compensation under the terms of this provision shall be paid for of up to a maximum of two hundred accumulated sick days at the rate of compensation not to exceed the total sum of $15,000 in 2009 and $20,000 in 2010 forward. Employees hired on or after January 1, 2012 shall not be paid for accrued sick time in an amount exceeding $15,000.Compensation for accumulated sick time shall be paid based upon the annual base salary and longevity payments in effect as of the employee’s retirement date.
          An employee shall notify the governing body of his claim for terminal leave
            before December 1st of the year prior to retirement so that the Borough

            may properly establish its budget. Upon retirement, an employee may

            receive accumulated sick time in a lump sum or, upon request, and at the

            discretion of the governing body, an employee may receive the

            accumulated sick time within 30 days after the final adoption of the

            Borough’s annual budget during the year immediately following the year of
        retirement. The employee shall make this request at the time of giving

            notification of the claim for terminal leave.

                              16
                          ARTICLE 13

              DEATH IN FAMILY

        In the event of a death in the immediate family (mother, father, husband, wife, children, grandparents, mother-in-law, father-in-law, sister-in-law, brother-in-law, step children, brother, sister) of an employee, the Borough shall grant a 3 day leave of absence, with pay, to the employee.
        All applications under this provision shall be on a case by case basis upon
            the recommendation of the Chief of Police and Police Committee. This

            benefit may be denied if the Chief of Police and Police Committee

            determine that there will be insufficient police coverage should the benefit

            be granted.























                              17



            ARTICLE 14

            CLOTHING AND EQUIPMENT ALLOWANCE

      A. During the year 2012-2015, the Borough shall pay a clothing and equipment allowance of up to $ $1,400.00 per year to all permanent employees. The clothing and equipment allowance shall be drawn on an as needed basis upon application to the Chief of Police up to the maximum amount of the allowance.





























      18







      ARTICLE 15

      EDUCATION INCENTIVE


        The Borough agrees to pay each employee of the Department, in addition
            to annual base salary, an annual educational incentive based upon the

            following table:

            Associates Degree in Police Science
              Upon Completion - $500.00
            Bachelors Degree in Police Science
              Upon Completion - $1,000.00
            Masters Degree in Police Science
              Upon Completion - $1,250.004

              4. Emergency Medical Technician Certificate
              Upon Completion and each year upon receipt of proof of continued validity by the Borough Clerk- $750.00

        An employee must complete his Probationary year as a regular officer in
            the Police Department before the employee shall be entitled to receive

            any payment under this provision.















      19
                      ARTICLE 16

            HOSPITAL, DENTAL AND MEDICAL INSURANCE

      The Borough shall pay the cost and provide hospital, dental and medical

      insurance, including family coverage, for each employee.

      Each year, employees shall submit to a comprehensive physical examination to

      be performed by a physician selected by the employee. The physical examination will

      be charged against the employee’s health care provider; however, if the provider does

      not pay the complete cost of the physical examination, the balance, if any, shall be

      paid by the Borough. A written report of the physical examination shall be provided

      to both the employee and the Borough. The Borough shall make arrangements to

      maintain and file copies of the physical examination in the Office of the Chief of Police

      and Municipal Clerk/Personnel Officer, which shall be held in a confidential file. It is

      agreed that any recommendations made by the physician conducting the physical

      relating to exercise, diet or medication will be adhered to by the employee. The

      purpose of this provision is to address the physical well being of the employee and

      insure that the employee is capable of performing applicable police functions and

      duties.

      All employees shall contribute to the costs of medical insurance pursuant to the statutes and administrative regulations of the State of New Jersey and shall be deducted through the payroll system of the Borough.



                            20


        ARTICLE 17

        EXTRA DUTY

        The Chief of Police shall have the right to issue general orders concerning

        extra duty performed for outside contractors to insure that public safety needs of

        the community are appropriately addressed and that such outside employment is

        carried out in accordance with applicable State rules and regulations.

        Extra duty work performed for outside contractors, which assignments are undertaken at the sole option of the employee, shall be paid through the payroll system of the Borough. As of January 1, 2012, the general work rate is $65.00 per hour, with the employer being permitted to subtract an administrative charge of $15.00 per hour,
        netting the employee $50.00 per hour. If extra duty work is performed between7:00 p.m. and 7:00 a.m. the work rate shall be $75.00 per hour with the employer being permitted to subtract an administrative charge of $15.00 per hour, netting the employee $60.00 per hour. These rates may be adjusted by the action of the governing body, after receipt of written agreement to proposed changes from the Association, during the terms of this agreement, but shall not be adjusted in such a manner as to provide for a lower hourly payment to employees than is currently paid for extra duty work.
        The Borough and Association acknowledge that the general work rate to be

        paid to members of the Association for extra duty performed for outside contractors

        has been mutually established by the parties. Compensation to members of the

        Association for this outside employment is made through the normal payroll system

        of the Borough as required pursuant to Attorney General Formal Opinion 1997

        No. 23. The Association acknowledges that this extra duty work is not mandated by

        the Borough and that the system is established as an accommodation to permit

        Association members to perform extra duty work for entities other than the

        Borough.
        21

        The Association agrees, represents and warrants that it will not support or

        fund any lawsuit or challenge of whatsoever nature made by any individual or

        entity pursuant to the provisions of the Fair Labor Standards Act.

        The Borough and Association agree that a copy of this Article shall be filed

        with the Division of Local Government Services of the New Jersey Department of

        Consumer Affairs. This Article shall be void should its application be prohibited by

        any applicable mandate of the State of New Jersey.





































        22

        ARTICLE 18

        PRISONER TRANSPORT


        It is agreed that two employees shall be assigned to the duties of transporting

        prisoners outside of the Municipality.







































        23

        ARTICLE 19

        SEPARABILITY AND SAVING


        A. It is understood and agreed that if any provision of this Agreement or

        the application of this Agreement to any person or circumstance shall

        be held invalid, the remainder of this Agreement or the application of

        such provision to other persons or circumstances shall not be affected

        thereby.

        B. If any such provisions are so invalid, the Borough and the Association

        will meet for the purpose of negotiating changes made necessary by

        applicable law.


























        24



        ARTICLE 20


        PRESERVATION OF RIGHTS


        The parties agree that all benefits, rights, duties, obligations and conditions

        of employment relating to the status of the Police Department which benefits,

        rights, duties, obligations, terms and conditions of employment are not specifically

        set forth in this Agreement, shall be maintained in not less that the highest

        standards in effect at the time of the commencement of collective bargaining

        negotiations between the parties leading to the execution of this Agreement.

        Unless a contrary intent is expressed in this Agreement, all existing benefits,

        rights, duties, obligations and conditions of employment applicable to any Officer

        pursuant to any rules, regulations, instruction, directive, memorandum, statute or

        otherwise shall not be limited, restricted, impaired, removed or abolished.























        25

        ARTICLE 21

        GRIEVANCE PROCEDURE


        1. The term “grievance” as used herein means a dispute between the parties

        over the interpretation, application or violation of this Agreement, or a dispute

        concerning policies and management decisions affecting employees, but not mean

        a dispute involving the discipline or discharge of employees.


        2. Grievances shall be process in accordance with the following procedure:

        STEP ONE

        Grievances shall be submitted in writing to the office of the Chief of

        Investigations within ten (10) days following the date upon which the

        grievance occurred. The grievance shall thereupon be discussed at a

        meeting consisting of the employee involved, the PBA representative,

        and the Chief of Investigations or his/her designee. The meeting shall

        be conducted within fourteen (14) days from the date the grievance is

        submitted unless the PBA and the Chief of Investigations agree to

        conduct the meeting at a later date.


        STEP TWO

        If a grievance is not settled at the grievance meeting described in Step 1,

        above, the PBA may, within five (5) days from the grievance meeting,

        appeal the grievance in writing to the Employer, who shall respond to

        said grievance in writing within 10 days of his/her receipt of the

        grievance appeal.
        26




        STEP THREE

        If a grievance appeal under Step 2, above, is denied, and only if the

        grievance concerns the interpretation, application or alleged violation

        of the terms of this Agreement, the PBA may submit the grievance to

        arbitration before an arbitrator appointed by the Public Emloyment

        Relations Commission. Such a request for arbitration must be submitted

        within five (5) days of the date upon which the grievance appeal is denied

        by the Employer. Grievances concerning policies or management decisions

        affecting employees may not be submitted to arbitration.

            3. The designated arbitrator shall be bound by the provisions of this Agreement

        and applicable laws of the State of New Jersey and the United States. The arbitrator

        shall be restricted to the question of the contract interpretation presented. The

        arbitrator shall not have the authority to add to, modify, subtract from, or alter in

        any way the provisions of this Agreement or amendment or supplement thereto. In

        rendering his written decision, the arbitrator shall indicate in detail his findings of

        fact and reasons for the making the award. The decision and award of the arbitrator

        shall be final and finding upon the parties, and upon the grieving employees. The

        costs of the services of the arbitrator shall be borne equally between the parties. Any

        other expenses, including but not limited to the presentation of witnesses, shall be

        paid by the party incurring same. Each arbitration shall be limited to one grievance

        unless otherwise agreed in writing by the parties. Only the Employer or the PBA may

        submit a grievance to arbitration under this Article.
          4. Employer Grievances. Any grievance with the Employer may have

          27

          against the PBA shall be reduced to writing and submitted to the PBA. Representatives

          of the PBA and Employer shall meet within fourteen (14) days from the date the

          grievance issubmitted unless the PBA and Employer agree to conduct the meeting at a

          later date. If the grievance is not resolved, the Employer may submit the dispute to

          arbitration as provided in this Article.
                5. The failure of a grieving employee or the PBA to file a grievance, to appeal

            a grievance, or to demand arbitration within the time periods contained in this Article

            shall constitute an absolute waiver of the grievance and shall deprive the arbitrator of

            jurisdiction to hear the grievance. The failure of the Employer to answer a grievance

            shall be deemed a denial of the grievance on all applicable grounds.
                  The parties hereby agree that any judicial action to compel compliance

              with the arbitration clause of this contract, to confirm or enforce any arbitration award

              entered pursuant to this contract, or to vacate or modify any arbitration award entered

              pursuant to this contract, shall be processed in accordance with the New Jersey

              Arbitration Act, N.J.S.A. 2A:24-1 et.seq.
                    Employees shall perform all duties as instructed even though they may feel

                aggrieved. During the pendency of any grievance, the Employees affected by the

                grievance shall continue to comply with all work directives and work rules applicable to

                them notwithstanding that any such work directives or work rules are the subject of the

                pending grievances, except where compliance would pose a direct threat to the life and

                safety of the Employees.
                      It is understood and agreed that a decision of the PBA not to exercise its

                  Right to request arbitration shall be final and finding upon all Employees, and it is

                  Further understood and agreed that the PBA and its designated representatives have

                  the authority to settle any grievance at any step.
                  28
                        Disputes involving the discipline or discharge of employees shall not be

                    subject to the grievance and arbitration procedures contained in this Article.
                          Any time lost by a grievant in the arbitration procedure shall not be

                      compensated by the Employer.






































                        29


                        ARTICLE 22

                        MATERNITY/PATERNITY LEAVE


                          Female Police Officers shall advise the Employer of a pregnancy. The

                        rights of a female Police Officer shall include but not be limited to the following

                        provisions:
                            The female Police Officer shall be permitted to work her normal duties
                              so long as such work is permitted by a doctor’s note. The doctor shall

                              be a physician of the female Police Officer’s own choosing.

                        2. In addition to the other provisions of this Article, the female Police Officer

                        shall be permitted to use accumulated sick time, compensatory time off

                        and any other accumulated time benefits which she may have during the

                        period of her pregnancy and the period following childbirth.

                            3. Upon return from maternity leave the Officer shall be returned to work
                            without loss of seniority or benefits and shall be returned to the same
                              position as worked prior to utilizing leave.

                              4. The female Police Officer shall at all times be kept at full benefits and

                              shall be considered as on active duty for all computation purposes.

                              Upon return to active duty status, the female Police Officer shall be
                                placed in the same position which she held before departing for maternity

                                status.
                            Both male and female Police Officers shall be permitted such time and
                          Such terms and conditions as are provided under the Federal Family Leave Act and
                          The New Jersey Temporary Disability Benefits Law.



                          30
                          ARTICLE 23

                          PERSONNEL FILES


                          A personnel file shall be established and maintained for each Employee

                          covered by this Agreement. Such files are confidential records and shall be maintained

                          in the office of the Chief of Police, and may be used for evaluation purposes.

                          Upon advance notice and at reasonable times, any member of the Department

                          may at any time review his personnel file. However, this appointment for review

                          must be made through the Chief of Police or his designated representative.

                          Whenever a written complaint concerning an office of his actions is to be

                          placed in his personnel file, a copy shall be made available to him and he shall be

                          given the opportunity to rebut it if he so desires, and he shall be permitted to place said

                          rebuttal in his file. When the Employee is given a copy of the complaint, the

                          identification of the complainant shall be excised. However, if any disciplinary action

                          is taken based on any complaint, then the Employee shall be furnished with all details

                          of the complaint, including the identity of the complainant.

                          All personnel files will be carefully maintained and safeguarded permanently,

                          and nothing placed in any file shall be removed there from. Removal of any material

                          from a personnel file by any member of the force shall subject that member to

                          appropriate disciplinary action.









                            31

                            ARTICLE 24

                            TERM AND RENEWAL


                            This Agreement shall have a term from January 1, 2012 through December

                            31, 2015. If the parties have not executed a successor agreement by December 31,

                            2015, then this Agreement shall continue in full force and effect until a successor

                            agreement is executed.

                            Negotiations for a successor agreement shall be in accordance with the rules

                            of the Public Employment Relations Commission.


                            IN WITNESS WHEREOF, the parties have authorized and caused this Agreement

                            to be signed by their respective officers or agents on this 21st day of February 2012.


                            ATTEST: BOROUGH OF BAY HEAD




                            __________________________________ ____________________________________
                            Patricia M. Applegate, RMC William W. Curtis

                            Municipal Clerk Mayor



                            ATTEST: BAY HEAD POLICE DEPARTMENT




                            __________________________________ ___________________________________
                            Todd D. LaRue William A. Hoffman
                            Secretary President





                            32


                            Bay Head Boro and Bay Head Police Dept Ees 2012.pdf