Contract Between
Randolph Tp-Morris
- and -
FOP Lodge 25 (Superiors)
* * *
01/01/2004 thru 12/31/2007

UnitPolice Superior Officers, Supervisors

Contract Text Below



Township of Randolph







  Article                                                       Page

            PREAMBLE..........................................     3

     I      RECOGNITION.......................................     4

    II      MANAGEMENT RIGHTS.................................     5

   III      LODGE RIGHTS......................................     6

    IV      EQUAL EMPLOYMENT OPPORTUNITY POLICY...............     8

     V      WORK WEEK ........................................     9

    VI      HOLIDAYS..........................................    11

   VII      VACATIONS.........................................    12

  VIII      SICK AND BEREAVEMENT LEAVE........................    13

    IX      WORK INCURRED INJURY..............................    16

     X      SALARIES..........................................    18

    XI      POLICE SCHOOL.....................................    19

   XII      CLOTHING ALLOWANCE................................    20

  XIII      INSURANCE.........................................    21

   XIV      HOSPITALIZATION AFTER DISABILITY..................    23

    XV      NO-STRIKE PLEDGE..................................    24

   XVI      LONGEVITY.........................................    25

  XVII      TRAVEL ALLOWANCE .................................    26

 XVIII      COLLEGE CREDITS & COLLEGE DEGREE .................    27

   XIX      GRIEVANCE PROCEDURE...............................    29

    XX      SEPARABILITY AND SAVINGS..........................    32

   XXI      WORK IN HIGHER RANK...............................    33

  XXII      TERMS OF AGREEMENT................................    34

            SCHEDULES A & B....................................   35


     This AGREEMENT entered into this 1st day of May 2005 by and

between the  TOWNSHIP OF RANDOLPH, in the County of Morris, New Jersey,

a Municipal Corporation of the State of New Jersey, hereinafter called

the "Township", and LODGE #25,  THE FRATERNAL ORDER OF POLICE, herein-

after called the "Lodge".

                                   ARTICLE I


     The Township hereby recognizes the Lodge as the exclusive collective

negotiations agent for Supervisory Officers employed in the Police Department of

the Township.





     A.  The Township hereby retains and reserves unto itself, without

limitations, all powers, rights, authority, duties and responsibilities

conferred upon and vested in it prior to the signing of this Agreement by

the laws and Constitution of the State of New Jersey and of the United

States, including, but without limiting the generality of the foregoing,

the following rights:

         l.  To the executive management and administrative control of

the Township Government and its properties and facilities and the

activities of its employees;

         2.  To hire all employees subject to the provisions of law, to

determine their qualifications and conditions for continued employment or

assignment and to promote and transfer employees;

         3.  To suspend, demote, discharge or take other disciplinary

action for good and just cause according to law.

     B.  Nothing contained herein shall be construed to deny or restrict

the Township of its powers, rights, authority, duties and

responsibilities under R.S. 40 and R.S. ll or any other National, State,

County or Local laws or ordinances.

                                  ARTICLE III

                                 LODGE RIGHTS

     A.  The Township agrees to grant time off, as provided by State

Statute,  to any employee designated by the Lodge to attend State and

international meetings or conventions, provided seventy-two (72) hours

written notice is given to the Chief of the Department by the Lodge.  No

more than two (2) employees from both units, that is, a total of two (2),

shall be granted time off at any one time, unless an employee of the

Township of Randolph is elected as an officer in the State and/or

National organization.  In such cases, one such elected State-wide

officer may be granted time off in addition to the two (2)

representatives stated above.  In addition, one other member from both

units, that is, a total of one, shall be granted time off under the

provisions of this paragraph to attend the annual meeting of the National

Lodge of the Fraternal Order of Police.

     B.  During Collective Negotiations, authorized Lodge

Representatives, not to exceed three (3), including the President of the

Lodge, shall be excused from their work duties to participate in

collective negotiations sessions which may be mutually scheduled to take

place during their regularly scheduled work time, and shall suffer no

loss of regular pay thereby, however, other off-duty officers may participate

in such negotiations.

     C.  The Township agrees that the F.O.P. shall have the right through

a three (3) officer committee including the President of the Lodge, to make

recommendations and suggestions in connection with the revision of the

present Police Department Rules and Regulations.  The impact of such

revision of rules on working conditions, if any, shall be negotiated with

the F.O.P.

      D.  The Township agrees that in the event that disciplinary action is

taken in the form of formal, filed charges against any officer, said

officer shall be permitted to have his personal attorney, the Lodge

Attorney and/or the Lodge President present at such formal proceedings,

provided that all costs for such persons shall be borne soley by the

Officer and/or the Lodge.


                                 ARTICLE IV


     A.  It is mutually agreed that there shall be no discrimination

because of race, color, religion, sex, age, marital status, national

origin, or physical disability unless based upon a bona fide job

requirement.  Lodge and Township representatives shall work cooperatively

to assure the achievement of equal employment opportunities.  Any

employee who fails to cooperate to this end shall be subject to

disciplinary action.  Furthermore, employees who feel they have been

discriminated against shall be encouraged to use the grievance provisions

of this contract prior to seeking relief through other channels.

It is understood that the Lodge does not have any role in the hiring,

discipline or dismissal of any employee.

                                   ARTICLE V

                           WORK WEEK AND OVERTIME

A. The normal work week for Supervisory Officers shall begin on Monday

Morning at 12:0l a.m. and end on the following Sunday at 12:00 midnight.  The

regular hours of work shall be eight (8) hours per day, forty (40) hours

per week.  

B.     B.  It is understood by the parties hereto that Superior Officers covered by this Ageement are managerial positions to which men are appointed through promotion and are compensated as such.  Therefore, although the hours set forth above are those which should be maintained, if the managerial or supervisory responsibilities of these positions require additional effort to be met, such additional effort will be put forth in order to meet those requirements with the exceptions as stated in Paragraphs C and E.
C. Sergeants shall receive overtime compensation when required to remain on duty in order to assume the duties of a shift leader who is absent without prior notification due to their exercise of command functions which may not be efficiently transferred to another command officer.
     D. Should it become necessary for an employee to appear to testify

in superior, county, municipal or other court on official business during

other than his regularly scheduled duty time, such employee shall receive

compensation for such appearance at time-and-one-half. Employees will be paid

for a minimum of two hours for all call-ins.    In lieu of cash

payment, an employee may opt for compensatory time off at the rate of

time-and-one-half the hours worked.  Such time may be taken only when

scheduled by the Chief so as not to interfere with departmental

E. All personnel shall have the option of receiving compensatory time

at their time and one half rate when they are required to work other than

their normally scheduled shift assignment.  All compensatory time shall

continue to be taken subject to the approval of the Chief of Police or his


    F.  For the purpose of this article, the hourly pay rate shall be

calculated by combining standard base pay rates with longevity

increments, where applicable.  The time and one half rate shall be

calculated by multiplying the hourly rate by l.5.

                                ARTICLE VI


     A.  The Township agrees to provide thirteen (13) paid holidays to

each employee.

B. Compensation for these thirteen (13) days shall be incorporated into

the employee’s base rate of pay, but shall not be used in the computation of

overtime compensation.  An employee must have been on the payroll during the

holiday to receive compensation therefore.

     C.  The designated holidays are:

             New Year's Day                       Labor Day

             Martin Luther King's Birthday        General Election Day

             Washington's Birthday                Veteran's Day

             Good Friday                          Thanksgiving

             Easter                               Day after Thanksgiving

             Memorial Day                         Christmas

             Fourth of July


                              ARTICLE VII


     A.  All employees shall receive vacations as follows:

             After lst year                       - 2 weeks

             January lst following the sixth
             year of service                      - 3 weeks

             January lst following the thirteenth
             year of service                      - 4 weeks

             January lst following the eighteenth
             year of service                      - 4 weeks plus one (l)
                                                    additional day for each year                                             served over 18

B. Vacations are to be effective from January l to December 3l, and are granted on a calendar year basis for employees who remain on the payroll continuously and without interruption for the requisite number of years.  Leaves of absence shall neither break continuity of service, nor be counted for purposes of accruing additional vacation under this section.  Issues which may arise as to creditable service shall be controlled by applicable law.

    C. Vacations must be taken during the current calendar year at such time as   permitted or directed by the Chief of Police, unless the Chief determines it may not be taken due to pressure of work.  In case of the latter, unused vacation shall be carried forward into the next succeeding year, in which it must be granted.

                           ARTICLE VIII

                      SICK AND BEREAVEMENT LEAVE


     A.  Service Credit for Sick Leave

         l.  All employees shall be entitled to sick leave with pay based

on the current rate of compensation for their rank.

         2.  Sick leave may be utilized by employees when they are unable

to perform their work by reason of personal illness, accident or exposure

to contagious disease, which is not related to their status as police


     B.  Amount of Sick Leave

         l.  Sick leave with pay shall accrue to any full time employee

on the basis of twelve (12) days per year.

         2.  Any amount of sick leave allowance not used in any calendar

year shall accumulate to the employee's credit from year to year to be

used if and when needed for such purposes.

     C.  Reporting of Absence of Sick Leave

         l.  If any employee is absent for reasons that entitle him to

sick leave, his supervisor shall be notified prior to the employee's

starting time, except in emergencies.

             (a)  Failure to notify his superior, or desk officer, may be

cause for denial of the use of sick leave for that absence.

             (b)  Absence without notice for five (5) consecutive days

may result in disciplinary action which may include dismissal in

accordance with law.

    D.  Verification of Sick Leave

         l.  An employee who shall be absent on sick leave for four (4)

or more consecutive working days may be required to submit acceptable

medical evidence substantiating the illness.  The Township may require

proof of illness of an employee on sick leave, however, whenever such

requirement appears reasonable. Abuse of sick leave may be cause for

disciplinary action.

         2.  The Township may require an employee who has been absent

because of personal illness, as a condition of his return to duty, to be

examined at the expense of the Township by a physician of the Township's

choice.  Such examination, together with other relevant medical evidence,

shall establish whether the employee is capable of performing his normal

duties and that his return will not jeopardize the health of other


3.  Employees absent on sick leave shall be required to be either at

home, obtaining medical treatment or medication or in transit to a medical care

facility or pharmacy.

D. Payment for Accumulated Sick Leave at Retirement

1. Patrol Officers shall be eligible to receive 50% of accumulated sick leave at retirement based on the following schedule:  
                                  Maximum Number of Days to be Paid
             Years of Service    (50% of Accumulated Days up to the
                                     Maximum Shown)

                    25                      70
                    26                      72
                    27                      74
                    28                      76
                    29                      78
                    30                      80

2. The benefit shall be calculated at the employee’s current salary at the time of retirement and shall be paid within 30 days from the effective date of retirement.
         3. It is strongly recommended that employees who expect to retire    

       formally advise the Chief of Police of their retirement date no later  
       than January 15 of the year of retirement to assure availability of
       funds for this benefit.


     A.  In case of death in the immediate family, an employee shall be

granted up to three (3) days leave.

     B.  Immediate family shall be defined as the employee's husband,

wife, child, stepchild, mother, father, brother, sister, grandparents,

father-in-law, mother-in-law, brother-in-law or sister-in-law.

     C.  Reasonable verification of the event may be required by the


     D.  In the event of a death in the immediate family which would

cause the employee to travel considerable distance or would otherwise

entail additional time off, a maximum of five (5) days may be granted by

the Chief of Police at his discretion in unusual or extraordinary


                                 ARTICLE IX

                             WORK INCURRED INJURY

     A.  For the purpose of this Article, injury or illness incurred

while the employee is acting in any employer authorized activity, shall

be considered in the line of duty.

     B.  Where an employee covered under this Agreement suffers a work

connected injury or disability, the employer shall continue such employee

at full pay for a period not to exceed one (l) year, during the

continuance of such employee's inability to work.  During this period of

time, all temporary disability benefits accruing under the provisions of

the Workmen's Compensation Act or any other insurance paid for by the

employer, shall be paid over to the employer.  The employee may be

required to present evidence by a certificate from a responsible

physician that he is unable to work.  The employer may require the said

employee to present an additional certificate from the Police Surgeon or

other designated Township physician; however, if such certificate is

required, then the employee shall not be caused to pay for same.

     C.  In the event the employee contends that he is entitled to a

period of disability beyond the period established by the treating

physician, or a physician employed by the employer or by its insurance

carrier, then, and in that event, the burden shall be upon the employee

to establish such additional period of disability by obtaining a

judgment in the Division of Workmen's Compensation or by the final

decision of the last reviewing court, which shall be binding upon the


     D.  In the event a dispute arises as to whether an absence shall be

computed or designated as a sick leave or as an injury on duty, the

parties agreed to be bound by the decision of the last reviewing court.

     E.  An injury on duty requiring time off for treatment, recuperation

or rehabilitation shall not be construed as sick leave or a sick leave

occasion under the terms of the sick leave policy heretofore agreed upon

between the parties.


                                   ARTICLE X


A. The salary rates for Supervisory Officers for 2004, 2005, 2006 and 2007

    shall be as listed on the schedule attached hereto as Schedule A.

B. Detective pay in the amount of $1,375 per year shall be included in the employee’s base pay but shall not be used in the computation of overtime.  Detective pay is conditioned upon assignment to detective work, which includes on-call responsibilities/scheduling and the wearing of a pager while off duty.
          C. All personnel will receive their increments as of January 1st annually.


                                ARTICLE XI

                               POLICE SCHOOL

      A.  Supervisory Officers may be required to attend police training


     B.  Any Supervisory Officer required to attend training schools or

meetings beyond his regular tour of duty may receive compensatory time

off where the granting of such time would not interfere with departmental

operations, in the opinion of the Chief of Police.  Where granted, such

time shall be at the rate of one-and-one-half hours for the time while

actually attending school.

                                 ARTICLE XII

                              CLOTHING ALLOWANCE

     A.  The Township will supply uniforms to all members of the

Uniformed Force.  The issue of various items of uniform and equipment

will be on an as needed basis, with ultimate responsibility for

determination as to need, with the Chief of Police.

B. Effective January 1, 2005, the clothing maintenance and cleaning

allowance is rolled into all steps of the salary guide.   All Supervisory

Officers are expected to maintain their uniforms in accordance with departmental  


C. Funds shall be made available to Supervisory Officers assigned to

plain clothes to reimburse for repair and replacement of clothing damaged

while on duty.  Reimbursements will be made available on a receipt turn-in

basis through the Chief of Police.

   The plain clothes clothing reimbursement/repair allotment shall not exceed  

an annual maximum of $575.




     A.  The employer shall provide for each full-time employee and his

or her dependants the following health insurance:

1. Health care insurance as currently provided through the North

Jersey Municipal Employee Benefits Fund.

         2.  Long Term Disability Insurance as currently provided.

         3.  Group Life Insurance ($10,000 Municipal Policy)

     B.  The employer reserves the right to change network provider and/or

insurance carriers, so long as substantially similar benefits are provided.

     C.  The Choice 10 Plan shall be the base plan for coverage;

Employees opting for coverage with premiums exceeding the Choice 10

option shall contribute all costs in excess of the Township contributions for

the base policy plan.

     D. For employees appointed after January 1, 2005;

The employee shall be responsible for 20% of the premium for dependent

coverage under the Choice 10 plan.

     E. Employees who receive hospital and medical coverage through their

spouse’s employer may surrender their benefits for cash.  The Township will

distribute a questionnaire in November and the coverage period will begin the

following January 1st.  Employees must be able to document their alternate

coverage and will not be able to re-enter the Health Insurance Program until the

next open enrollment period.  The Township will provide one-half of the

insurance premium savings that it realizes as a result of the employee’s action.  

(Note that the cash payment is taxable)  Payment will be made in two

installments, April and October.

     F. All current employees shall receive a “one-time-only” cash incentive

payment to switch from one of the three (3) Choice Plus Plans to the “Aetna

Patriot V” plan.   The cash incentive payment shall be equal to 50% of the

difference between the cost of the “Choice Plus 10” plan and the cost of the

“Aetna Patriot V” plan.  

     G. In accordance with C and D above, the employer agrees to pay the

premium or periodic charges for the benefits provided to all eligible retired

employees and their dependents covered under the program.  If such employees

retired from a State retirement system on a benefit based on 25 years or more of

service credited in such retirement system, but including the employees who

retired on a disability pension based on fewer years of service credited in such

retirement system, the Township will also reimburse such retired employees for

their premium charges under Part B of the Federal Medicare Program covering the

retired employee and their spouses.

     H.  The Township will provide payment toward the cost of a dental

plan for Township employees up to a maximum of $600. per year.

     If the dental plan is discontinued in the future, the annual sick

leave allowance for employees shall revert to fifteen (15) days.



     A.  Any Supervisory Officer who retires due to a disability incurred in

the line of duty, shall be entitled to hospitalization benefits to the

same extent that benefits are provided in the standard policy of the

Township for active employees.

     B.  This coverage shall continue during the lifetime of the disabled

Officer and their spouse under the family plan, but shall terminate as to the

spouse upon his/her remarriage after the officer’s death or divorce.

                                ARTICLE XV

                             NO-STRIKE PLEDGE

     A.  The Lodge covenants and agrees that during the term of this

Agreement neither the Lodge nor any person acting in its behalf will

cause, authorize, or support, nor will any of its members take part in

any strike (i.e., the concerted failure to report for duty, or willful

absence of any employee from his position, or stoppage of work or

abstinence in whole or in part, from the full, faithful and proper

performance of the employee's duties of employment), work stoppage,

slowdown, walkout or other job action against the Township.  The Lodge

agrees that such action would constitute a material breach of this


     B.  In the event of a strike, slowdown, walkout, or other deliberate

interference with normal work procedures, it is covenanted and agreed

that participation in any such activity by any employee covered under the

terms of this Agreement shall be deemed grounds for disciplinary action

in accordance with applicable law.

     C.  The Lodge will actively encourage the prevention or termination

of any strike, work stoppage, slowdown, or walkout or other job action

against the Township.

     D.  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 in equity for injunction

or damages, or both, in the event of such breach by the Lodge or its

members in accordance with applicable law.

                                  ARTICLE XVI


     A.  In addition to base salary, Supervisory Officers initially appointed prior to January 1, 2001 shall be entitled to compensation as a reward for long-term service to the Township.

     B.  Longevity increments shall be computed annually as of January

lst  based upon the completion of service anniversaries according to the

following schedule:


    l.  January lst after fifth year of service           2% of base pay

    2.  January lst after tenth year of service           4% of base pay

    3.  January lst after fifteenth year of service       6% of base pay

    4.  January lst after twentieth year of service       8% of base pay

    5.  January lst after twenty-fifth year of service    10% of base pay

C. No longevity compensation shall exist for Supervisory Officers

who were hired by the Township after January 1, 2001.



     A.  Supervisory Officers shall be compensated for using their personal

vehicles for attendance at required police schools, or in other approved

official police business at the rate of $.20  per mile.

     B.  Supervisory Officers may receive up to $8.00 per meal when travelling

on official business.  Compensation shall be made upon the officers

return and presentation of receipts.



     A.  Supervisory Officers shall receive additional annual compensation at

the rate of $l5.00 per credit for a maximum of 67 credits upon the

completion of college credit courses resulting from enrollment in a

specific police science or law enforcement curriculum; and provided that

a grade average of "C" has been maintained.

B. Compensation for college credits shall be incorporated into the

employee’s base rate of pay, but shall not be used in the computation of

overtime compensation.

     C.  The foregoing compensation schedule shall not apply to any

courses taken in the basic police program at Sea Girt Police Academy.

         In the event an employee has completed college courses in a

curriculum other than police science or law enforcement, compensation for

such credits can be provided for accepted transfer courses on a

one-for-one basis after enrollment and completion of credits in the major

field of police science.  That is, when an employee enrolls and completes

three (3) credits in a police science course, he or she shall also be

entitled to compensation for (3) credits in English or another course

which is accepted as a transfer course toward a degree; when six (6)

credits in police science courses are completed, compensation for (6)

transfer courses can be provided and this procedure continued until a

maximum of 67 credits is earned.

D. Supervisory Officers who hold an Associate’s Degree from an

accredited community college shall receive $1005 annually in lieu of $15 per

credit as described in Section A.

E.  Supervisory Officers who hold a Bachelor’s Degree from an accredited

university or college shall receive $1500 annually in lieu of $15 per credit as

described in Section A.

                                 ARTICLE XIX

                             GRIEVANCE PROCEDURE

     A.  Purpose

         l.  The purpose of this procedure is to secure, at the lowest

possible level, an equitable solution to the problem which may arise

affecting the terms and conditions of this Agreement and to resolve

grievances as soon as possible so as to assure efficiency and promote

employees' morale.  The parties agreed that this procedure will be kept

as informal as may be appropriate.

     2.  Nothing contained herein shall be construed as limiting the

right of any employee having a grievance to discuss the matter informally

with the Head of the Department and having the grievance adjusted without

the intervention of the F.O.P.

    B.  Definition

     The term "grievance" as used herein means any controversy arising

over the interpretation, application or violations of any policy,

agreement or administrative decision affecting the terms and conditions

of this Agreement and may be raised by an individual or the F.O.P. on

behalf of and at the request of an employee or group of employees.

     C.  Steps of the Grievance Procedure

         The following constitutes the sole and exclusive method for

resolving grievances between the parties covered by this Agreement and

shall be followed in its entirety unless any step is waived by mutual


         STEP ONE:  The moving party shall present the grievance in

writing signed by the aggrieved to the Department Head within five (5)

calendar days of the occurrence giving rise to the grievance for the

purpose of resolution.  In the discussion of the grievance, the persons

involved shall make an earnest effort to resolve the matter.  The

Department Head shall make whatever additional investigation is necessary

and shall, within five (5) calendar days after presentation of

the grievance, give his decision.

         STEP TWO:  If a grievance is not resolved at Step One, the

moving party may, within five (5) calendar days of receipt of the answer

in Step One, submit the written grievance to the Township Manager, who

shall give his answer within five (5) calendar days of the presentation

of the grievance in Step Two.

         STEP THREE:  If the grievance is not resolved in Step Two, it

may be appealed in writing within five (5) calendar days after receipt of

the answer in Step Two to the Governing Body.  Upon receipt of an appeal,

a meeting may be scheduled to discuss the grievance within fifteen (15)

calendar days of receipt of the appeal unless extended by mutual

agreement.  The decision of the Governing Body shall be made not later

than ten (l0) calendar days after the Step Three meeting, or if no

meeting is held then the answer shall be given within fifteen (15)

calendar days of receipt of the grievance.

         STEP FOUR:  Arbitration:

             (a) In the event the grievance has not been resolved at Step

Three, either party may within five (5) calendar days request

arbitration.  The arbitrator shall be chosen in accordance with the Rules

of the Public Employment Relations Commission.

             (b) The arbitrator shall be bound by the provisions of this

Agreement and restricted to the application of the facts presented to him

involved in the grievance.  The arbitrator shall not have the authority

to add to, modify, detract from or alter in any way the provisions of

this Agreement or any amendment or supplement thereto.

             (c) The costs of the service of the arbitrator shall be

borne equally between the Township and the F.O.P.  Any other expense

incurred, including but not limited to the presentation of witnesses,

shall be paid by the party incurring same.

             (d) The decision of the arbitrator shall be final and


     D.  A grievance will be considered settled upon its withdrawal in

writing, or when the grievant ceases to be an employee by resignation or

when any time limit set forth above has expired for its appeal to the

next step.  Failure to answer a grievance with the proper time shall be

deemed a denial and move it to the next step.




     A.  If any provision of this Agreement, or any application of this

Agreement to any employee or group of employees is held invalid by

operation of law or by a Court or other tribunal of competent

jurisdiction, such provision shall be inoperative but all other

provisions shall not be effected thereby and shall continue in full force

and effect.

                                ARTICLE XXI

                             WORK IN HIGHER RANK

     A.  When an employee covered by this Agreement is formally assigned

to or required to perform the duties of a higher ranking officer on a

permanent basis or after four consecutive weeks, the employee shall

receive the pay of that higher rank together with any benefits and

privileges which may go with that higher rank.

     B.  Paragraph A above shall not apply to temporary assignments,

wherein an officer is required to fill in for an absent superior, due to

illness, vacation or similar reasons, in an "acting" capacity.


                            ARTICLE XXII

                         TERMS OF AGREEMENT

     This Agreement shall take effect from January l, 2004, and shall

remain in full force and effect through December 31, 2007, and thereafter

from year to year unless either party shall give notice in writing of a

desire to amend or terminate the same in accordance with rules and

regulations of the New Jersey Public Employment Relation Commission.  All

changes by the moving party must be submitted in writing at the time the

initial aforesaid notice is given.  Thereafter, the responding party

shall have thirty (30) days to give notice of proposed changes and/or

counter proposals in writing.  No such changes by either party shall be

considered which are not received in accordance with this section.

     IN WITNESS WHEREOF, the parties hereto have hereunto set their hands

and seals at Randolph, New Jersey, on this 1st day of May 2005.

OF POLICE (Superiors)                      MORRIS COUNTY, NEW JERSEY

BY:                                        BY:

Keith Donovan,  President                  Allen Napoliello, Mayor

ATTEST:                                    ATTEST:

BY:                                        BY:
                                           Frances S. Bertrand
                                           Township Clerk



POSITION              2003       2004      2005*      2006      2007

Lieutenant         $87,128     $90,395   $94,589    $98,136   $101,816

Sergeant          $80,083     $83,086   $87,006    $90,269   $93,654


         2004     3.75%
2005*    add $775 for clothing, apply 3.75%
2006     3.75%
2007     3.75%  

Randolph Tp and FOP Lodge 25 Superiors 2004.pdf