|Hamilton Township Fire District No. 4|
AGREEMENT made this First day of January 2004 by and between the Board
of Fire Commissioners, Hamilton Township Fire District No.4, hereinafter
referred to as the "Commissioners" and the Fireman's Mutual Benevolent
Association (Local #84) hereinafter referred to as "FMBA".
ARTICLE I. Purpose
It is the purpose of this Agreement to define the terms and conditions of
employment for members of the bargaining unit.
ARTICLE II. Recognition
Section 1. The Commissioners recognize the FMBA local #84 as the
exclusive collective bargaining representative for all full time suppression
employees of the Commissioners of Fire District No. 4,
Section 2. Excluded are:
B. Managerial Executives
C. Volunteer firefighters not paid employees of the District.
E. Police and Craft Employees
G. Non-Firefighting Employees
ARTICLE III. Duration of Agreement
The Commissioners and the FMBA agree that the duration of this Agreement
shall be for a period of four (4) years commencing January 1, 2004 and ending
December 31, 2007. This Agreement shall remain in full force and effect during
collective negotiations between the parties beyond the date of expiration
(December 31, 2007) set forth herein until the parties have agreed mutually
upon a new Agreement.
ARTICLE IV. Discrimination
The Commissioners and the FMBA both recognize that there shall be no
unlawful discrimination by reason of sex, age, handicap, creed, race
origin and residency as far as employment and promotions are concerned or
as far as any application for or condition of employment. The
Commissioners further agree that they will not interfere with nor discriminate
against any employee because of membership in, or legitimate activity on
behalf of the FMBA Local #84, or do anything to interfere with the exclusive
representative of the Employees in the appropriate bargaining unit.
ARTICLE V. Sick Time and Disability Provisions
Section 1. Each employee shall receive ten (10) hours sick time per month
for a total of one hundred-twenty (120) working hours per year during the year
of contract (2004-2007), from the date of employment to the date employment
terminates. Permanent employees will be credited January 1 of the contract years
with the full amount of sick hours (120) as if they were already earned with
the assumption they will work the full year. If an employee is terminated from
his/her position the sick time will be prorated by the number of hours earned
for the months worked up to their termination. Any time used over the earned
amount will be deducted from the employee’s termination paycheck.
New hires will be pro-rated based on their hiring date at a figure equal to
total hours for the year divided by number of months (120 divided by 12 = 10
hours per month * months left from hire date (hired June 1, 2004) = 6 mos. * 10
hours = 60 sick hours available for the six months.
Unused sick time shall be paid the last pay period in December of each year.
For purpose of this agreement any reference to a "day/shift" of leave shall mean
the hours (10 or 14) scheduled for that day/shift.
Section 2. Payment for accumulated sick leave is calculated by
dividing the highest base salary attainable by that employee at the time of
termination of employment (excluding overtime) by 52. Said calculation will
arrive at a weekly rate which then shall be divided by forty-two (42). Said
calculation will arrive at a weekly rate, which shall than be divided by
forty-two (42) for rotating shift employees or forty (40) for steady day shift
employees. Said calculation will arrive at an hourly rate, which shall
than be multiplied times the unused sick time.
Section 3. Employees, with three (3) or more years of service, who
receive a disability retirement or a deferred retirement pursuant to P.F.R.S.
shall receive payments in accordance with Section 1 of this Article.
Section 4. An employee covered by this agreement may take sick time for
any of the following reasons.
A. Personal illness or personal incapacity to such an extent as to
render the employee unable to perform their duties adequately.
B. Attendance to members of the immediate family whose illness
requires the care of such employee up to four (4) shifts.
Section 5. In all cases of sick leave (illness) the employee is required
to notify his supervisor of the reason for absence at the earliest possible
time, but in no event less than his usual reporting time. Failure to report
absence or abuse of sick leave privileges on the part of any employee may be
cause for disciplinary action. When known that sick leave will be required
for more than three (3) working days, such leave must be requested by the
employee in writing to his Supervisor. This request must be accompanied by a
written and signed statement from a physician prescribing sick leave and stating
the reason(s) and the anticipated duration of the incapacity of the employee or
immediate family member.
Section 6. Service connected disabilities shall be treated in the
A. Employees who are injured while in the performance of duty,
sustain an illness directly related to the fire occupation or suffer work-
connected injury or disability shall be granted leave of absence with full pay
for lost time work provided the injury or illness has been substantiated by a
physician. Said sick leave will not be chargeable under sick time regulations.
Any amount of salary or wages paid or payable to such an employee for disability
leave shall be reduced by the amount of workmen's compensation paid under the
New Jersey Workmen's Compensation Act for Temporary Disability. Said leave
shall be limited to a maximum of one (1) year from the date of injury.
B. The employee shall be required to present evidence by certificate
of an authorized physician that he or she is unable to work and the
Commissioners may reasonably require the said employee to present such
certificate from time to time.
C. In the event a conflict arises with respect to a definition of
major illness or injury between parties, a meeting will be convened between the
Commissioners and FMBA for the purpose of arriving at a final determination.
D. In event the employee contends that he or she is entitled to a
period of disability beyond the period established by the treating physician, or
a physician employed by the Commissioners or its insurance carrier, then, and in
that event, the burden shall be upon the employee to establish such additional
period of disability and such findings by the Division of Workers' Compensation,
or by the final decision of the last reviewing court shall be binding upon the
E. For purposes of this Article, injury or illness incurred while the
employee is attending a training program mandated by the Commissioners shall be
considered in the line of duty.
F. In the event of a dispute as to whether an absence shall be
computed or designated as sick leave or as to an injury on duty, the parties
agree to be bound by the decision of an appropriate Workers' Compensation
judgement, or, if there is an appeal therefrom, the final decision of the last
G. An injury on duty requiring time off for treatment, recuperation
or rehabilitation shall not be construed as chargeable under sick time
H. Employees returning from authorized leave of absence, as set forth
above, will be restored to their original job classification and shifts at the
appropriate rate of pay with no loss of seniority or other employee rights,
privileges or benefits, subject to the employee's ability to perform all duties
and functions required by the position.
Section 7. Any employee of the District who reports for duty and
subsequently reports off duty due to illness within four (4) hours from shift
start will be charged against sick time only those hours actually not worked.
Section 8. Disability due to illness or injury not related to the fire
occupation and occurring outside of employment shall be treated as regular sick
leave under Article V, Section 4.
ARTICLE VI. Bereavement
Any employee suffering bereavement because of death in his or her family,
including spouses, children, parents, grandparents, grandchild, brothers,
sisters, and parent-in-laws shall receive up to four (4) working days and one (1)
working day for non-immediate family members from the day of death to the day
after the affairs.
ARTICLE VII. Hours of Work and Overtime
Section 1. The work week for employees shall consist of an average forty-
two (42) hour per week over an eight (8) week cycle for rotating shifts
A. Rotating shifts consist of ten (10) hour day shifts (7 a.m. - 5
p.m.) and fourteen (14) hour night shifts (5 p.m. - 7 a.m.). Effective with the
signing of the contract the employees will work two (2) consecutive day shifts
and two (2) night shifts with a four (4) day off period. This may be changed by
request and agreed to by the Commissioners and employees of FMBA Local 84.
Section 2. Work Schedule: Work schedules showing the employee's shift,
work days and hours, shall be posted at all times in the station, and a copy
forwarded to the FMBA. Except in emergency, one (1) week advance notice will be
given for the purpose of shift changes. Emergency is hereby defined as any
situation which jeopardizes the public health, benefit, safety and welfare, as
defined by New Jersey State Law, Hamilton Township Ordinance, or at the
discretion of the Commissioners.
Section 3. Overtime:
A. Employees shall be compensated for overtime on an hourly rate
based on their standard forty-two (42) work week schedule.
B. An employee who is recalled to work overtime for any reason,
shall receive time and one-half of their pay for the hours worked and receive a
minimum of three (3) hours.
C. Employees covered under this Agreement shall be offered the right
of first refusal with regard to any overtime situation created through the use
of any leave under this Agreement or any other cause for overtime sanctioned by
ARTICLE VIII. Uniforms
Section 1. The employees will be reimbursed up to $350.00 for receipted
purchases of approved uniforms each calendar year of the contract, an additional
$200.00 for maintenance and replacement due to normal wear and tear of uniforms
during the contract year without receipts, payable during the first pay
period in March of the following year.
Section 2. If at any time the Commissioners make any uniform change, the
initial cost of requiring each employee to change uniforms shall be borne by the
Section 3. Only dark blue colored t-shirts with logos approved by the
Board are allowed to be worn under uniforms. Logos may include FMBA, District
#4, Enterprise or Hamilton. The uniform will be kept neat and clean at all
times and shall be worn at all times when on duty. Only authorized badges, name
tags, Commissioners approved patches and American Flag will be worn on the
uniform. The American Flag on the right side down one (1) inch from the
shoulder seam, badge on left side of shirt over the top of pocket, name tag
right side over top of pocket.
During the timeframe of May 1 through October 1 of the year, appropriate short
pants may be worn by the employees. In addition to the shorts the previous
authorized gray uniform District #4 shirt will be worn.
ARTICLE IX. Health Benefits and Hospitalization
Section 1. The Commissioners shall provide current employees and their
families hospitalization and sickness insurance under the New Jersey State
Health Benefits Plan. The Commissioners shall also provide to all curent
Employees and their families’ major medical benefits pursuant to the State
Health Benefits Plan. Increased cost for option plans (like HMO), which are
selected by the employee shall be borne by the employee.
Section 2. Other coverage: The Commissioners shall reimburse each
employee for family medical care for dental, prescription, eyeglasses and
examinations expenses up to eleven hundred ($1,100.00) dollars each calendar
year of the contract upon presentation of receipts to the Commissioners, payable
by the third pay period in January of the following year.
Section 3. Retirement Coverage: On retirement from service to the Fire
District, amounting to 25 years pursuant to Division of Pension by laws for the
P.F.R.S., an employee will be covered by the medical coverage in place at the
time of his/her retirement that will be of no cost to the employee
except for standard co-pays and will be in effect until the demise of said
employee. There will be no carry over rights to family members after such
ARTICLE X. Pensions
The Commissioners shall provide pension and retirement benefits and contribute
as heretofore to all employees covered by this Agreement under the Police and
Firemen’s Retirement System pursuant to provisions of the statutes and Laws of
the State of New Jersey.
ARTICLE XI. Vacation
Section 1. Yearly vacation will be as follows:
A. After 1 year: 4 shifts 48 hours
B. After 3 years: 8 shifts 96 hours
C. After 5 years: 12 shifts 144 hours
D. After 10 years: 16 shifts 192 hours
E. After 15 years: 18 shifts 216 hours
F. After 20 years: 20 shifts 240 hours
G. After 25 years: 24 shifts 288 hours
"Shifts" are defined under Article VII, Section 1a and for the purpose of
this section, either a ten (10) or fourteen (14) hour regular scheduled shift
and a eight (8) hour steady day shift shall be counted as one shift.
Vacation choices with respect to available dates shall be based on
seniority and not more than one (1) employee shall be on vacation per work
station at any given time unless approved by the Commissioners with reasonable
notice. In case of emergency, the Commissioners may change the vacation
Section 2. All yearly vacation must be completed before December 31st of
each year. Any unused portion will be paid over to each employee during the
first pay period of December of each contract year.
Section 3. Injured Personnel: Any employee injured in the line of duty
preceding his or her vacation shall not be penalized and the vacation shall be
rescheduled for a period which is mutually agreeable between the employee and
ARTICLE XII. Longevity
Longevity will discontinue in the beginning of the contract year 2004 and
replaced with a one time increase of three thousand five hundred dollars
($3,500.00) added to the base pay of all current employees on record as of
January 1, 2004.
ARTICLE XIII. Holidays
Section 1. The Commissioners agree to provide the employees on duty with
the following paid working holidays at double time the regular rate. Holidays
are twenty-four hours periods from 7am till 7am.
A. New Years Day
B: Martin Luther King
C: Presidents Day
E. Memorial Day
F. July 4th
G. Labor Day
H. Election Day
I. Columbus Day
J. Veterans Day
K. Thanksgiving Day
ARTICLE XIV. Leave without Pay
The Commissioners, upon request of an employee and after reasonable
written notice, may grant a three (3) months leave of absence without pay to the
employee. Said leave may only be granted by the Commissioners when the
Commissioners receive a written request signed by the employee and endorsed by
his immediate supervisor. The Commissioners may extend such leave for an
additional three (3) months. If, however, the said employee overstays such
leave, his employment with the Fire District shall be deemed to have terminated.
ARTICLE XV. Salaries
Section 1. The Firefighter/Driver employees within Fire District No. 4
receive the following percent of increase.
Firefighter/Drivers: 2004 2005 2006 2007
Increase 3% 3% 3% 3%
See page 20.
Starting salary determined upon initial hiring, no less then $26,000.00 and no
more then $34,000.00. After serving a one (1) year probationary period and
becoming certified by The Department of Personnel, the employee will attained
permanent status within the district, with a salary range that will be prorated
for a period of three (3) years after which he/she will receive the maximum
salary based on the current salary of any (1) to three (3) year employee.
ARTICLE XVI. Grievance Procedure
A grievance is defined as any dispute, controversy or issue involving the
interpretation, application or violation, (alleged or otherwise), of any
provision of this Agreement or regarding employment or the application of any
rules, regulations, ordinance and or statute which actually affects working
A grievant is defined as any individual or entity which has been, is being
or may be affected by any issue or controversy or dispute or application as
indicated in the definition of a grievance.
Where disciplinary proceedings have been instituted, the grievance
procedure shall not be available during the pendency of such disciplinary
proceedings for issues arising out of the subject matter of the charge. Any
issues finally determined or resolved during or in the course of a disciplinary
proceeding shall be considered a final disposition as to those issues for the
purpose of any subsequent grievance. All benefits under this Agreement shall be
available to the subject employee during the pendency of any disciplinary
Grievances, disputes or controversies, which may arise, shall be resolved
in the following manner.
Section 1. A written grievance shall meet the following specifications.
A. It shall be specific.
B. It shall contain a synopsis of the facts giving rise to the dispute, controversy or issue.
C. It shall specify the section of the agreement, Rule, Regulation
Statute which has been allegedly violated, misapplied or as to
which the dispute arises.
D. It shall state the relief requested.
E. It shall contain the date of the alleged dispute, controversy or
F. It shall be signed by the grievant.
Section 2. Times as indicated exclude Saturdays, Sunday and legal
holidays, except where calendar days are indicated.
Section 3. Step Procedures
Step One: Within twenty (20) calendar days after its occurrence, or
within twenty (20) calendar days after he or she knew or should have know of its
existence, the aggrieved employee's grievance shall be discussed verbally and if
resolved, no further action shall be taken. If not resolved on an informal
discussion basis within three (3) working days, the grievance shall be reduced
to writing within seven (7) calendar days, signed by the aggrieved and submitted
to the Commissioner in charge of personnel. In no event shall a grievance be
initiated more than thirty (30) calendar days after the grievant first knew or
should have known of its existence. The Commissioner in charge of personnel
shall investigate the grievance and provide a written answer to the grievant
within seven (7) calendar days of the date of submission. The time limit in
preparing a written grievance or written response may be waived by mutual
Step Two: In the event the grievance is not resolved at Step one, or
if no written response is received by the grievant, then the grievance shall be
submitted in writing, by the grievant, to the Board of Fire Commissioners. The
Commissioners shall submit their written answer, to the grievant, within
fourteen (14) calendar days. This time limit may be waived by mutual agreement.
Step Three: In the event the grievance shall not have been resolved
at Step Two, then the grievant may seek relief at arbitration as herein
specified. In all respects the initiation of binding arbitration or Court
process shall begin within forty five (45) days after receipt of a written
resolution from the Commissioners.
Section 4. Arbitration
A. Arbitration request shall be directed to the Public Employee
Relation Commission subject to the rules then existing of such agency. The
aggrieved party shall copy the other party. The request shall specify the
particulars of the grievance and the Contract provision(s) allegedly violated.
B. The selection of the independent arbitrator shall be made
pursuant to the rules then existing of the Public Employment Relation
C. As promptly as possible after the arbitrator has been selected,
the arbitrator shall conduct a hearing between the parties and consider the
subject matter of the dispute. The decision of the arbitrator will be served
upon the employee or employees aggrieved, the Commissioners and the FMBA in
writing. It shall be the obligation of the arbitrator, to the Commissioners and
to the FMBA, to make his best effort to rule on cases heard by him within
twenty-one (21) calendar days after the hearing.
D. Unless otherwise mutually agreed, the submission to the
arbitrator shall be based on the original written grievance and issues submitted
in the grievance procedure at Step One. This paragraph shall not be construed
so as to limit the submission of proofs by the parties.
E. The decision of the arbitrator is final and binding upon both
parties and the grievance shall be considered permanently resolved.
F. The expense of the arbitrator shall be shared equally by both
parties. Each party shall make arrangements for and pay the witnesses which are
called by it.
ARTICLE XVII. Maintenance of Benefits
Both the Commissioners and FMBA agree that all benefits and conditions of
employment presently in effect for employees be maintained except where modified
pursuant to this Agreement.
ARTICLE XVIII. General Provisions
A. Both the Commissioners and the FMBA acknowledge that this Agreement is
a fair agreement and both parties agree that no modification or wavier of any of
the terms of this Agreement shall be valid unless in writing, signed and
acknowledged by both parties. No waiver or breach herein or default hereunder
shall be deemed a waiver of any subsequent breach or default of same or similar
nature. Further, the waiver of any breach of conditions of this Agreement by
either party shall not constitute a precedent in the future enforcement of the
terms and conditions thereof.
B. It is understood and agreed by and between the Commissioners and the
FMBA that if any part of this Agreement is in conflict with applicable State or
Federal laws, that such part shall be suspended and the appropriate applicable
provision shall prevail, the remainder of this Agreement shall not be affected
C. Notwithstanding any prior Articles, all paragraphs of this article or
provisions of this Agreement may be changed or altered provided that both
parties mutually agree in writing.
ARTICLE XIX. Post - Termination Employment
Any employee whose services are terminated, and who is in good standing,
and who is called to testify or assist in any proceeding, including but not
limited to criminal and civil cases, administrative hearings, disciplinary
hearings and so forth, that he or she investigated or was involved in prior to
termination of his services, shall be compensated for such appearances by a
day's pay at the present prevailing rate at the same compensation as paid to the
employee in the rank immediately prior to termination exclusive of overtime.
Employees who are required to appear for such appearances shall be compensated
for reasonable travelling expenses.
ARTICLE XX. Personnel Files
There shall be one Fire District No. 4 employee file, and the employees
shall have the right to examine their files at a reasonable time. Employees
shall have the right to debut any derogatory materials included in their files.
No reasonable request to view a file shall be refused, except that an employee
shall be limited to view his file during regular business hours. Furthermore, a
log shall be maintained indicating when a file has been viewed, by whom, and
whether any materials have been removed or photocopied.
ARTICLE XXI. Employee Representation
Section 1. The FMBA shall notify the Commissioners as to the Stewards and
accredited Representatives. No more than one steward and alternate is to be
designated for each station.
Section 2. Representatives of the FMBA, who are not employees of Hamilton
Township Fire District No. 4, will be permitted to visit with employees during
working hours at their work stations for the purpose of discussing FMBA
representation matters by notifying the Commissioner in charge of personnel
provided that adequate notice is given and it doesn't interfere with normal
ARTICLE XXII. Management Rights
There are no provisions in this Agreement that shall be deemed to limit or
curtail the Commissioners in any way in the exercise of their rights, powers and
authority which the Commissioners had prior to the effective date of this
Agreement unless and only to the extent that provisions of this Agreement
curtail or limit such rights, power and authority. These rights, however, shall
be exercised reasonably, in accordance with this Agreement and for good cause.
ARTICLE XXIII. Dues Check-off
Section 1. The Commissioners agree to check-off FMBA dues and assessments
uniformly arrived at and pay over such money to the duly elected treasurer of
the FMBA. Employees will file authorization forms with the Commissioners,
signed by each employee prior to such deductions.
Section 2. Pursuant to the Agency Shop Law, any new employee in the
Bargaining Unit on the effective date of this Agreement who does not join the
association within thirty (30) days of initial appointment within the unit and
any Employee previously employed within the unit who does not join within ten
10 days of reentry into employment within the unit shall, as a condition of
employment, pay a Representation Fee to the FMBA by automatic payroll deduction.
The Representation Fee shall be in an amount equal to eighty-five percent (85%)
of the regular Association membership dues, fees and assessments as certified to
the employer by the FMBA. The FMBA may revise its certification of the amount
of the Representation Fee at any time to reflect changes in the regular FMBA
membership dues, fees and assessments. The FMBA's entitlement to the
Representation Fee shall continue beyond the termination date of this Agreement
so long as the FMBA remains the majority representative of the employees in the
unit, provided that no modification is made in this provision by a successor
agreement between the FMBA and the Commissioners.
ARTICLE XXIV. Training and Education
The Commissioners will determine and approve what Fire Training Schools,
courses and or seminars the employees will attend during their working shifts.
With prior approval from the Commissioners, any employee may be entitled to
attend any schooling or classes, the subject of which is directly related to the
performance of the employee’s position, including training required to maintain
any necessary licenses or certifications and mandatory training required by law.
Any off duty time to attended these training sessions, if not available during
regular work schedule, will be reimbursed on an hour to hour basis.
ARTICLE XXV. Discipline Procedures
Except as otherwise provided by law, an Employee shall not be removed from
his office, employment or position for political reasons or for any cause other
than incapacity, misconduct or disobedience of rules and regulations established
by the Commissioners for the benefit of the Fire District. Nor shall such
employee be suspended, removed, fined or reduced in rank in office, from
employment or position therein except for just cause as herein above provided
and then only upon a written complaint, setting forth the charge or charges
against the employee. Said complaint shall be filed with the Secretary of the
Board of Fire Commissioners, and a copy thereof shall be served upon the
employee so charged, with notice of a hearing thereon designating its time and
place, which shall be no less than ten (10) nor more than thirty (30) days from
the date of service of the complaint. A failure to substantially comply with
said provisions as to the service of the complaint shall require a dismissal of
the complaint. The employee have no more than fourteen (14) days to appeal.
ARTICLE XXVI. Military Leave
Section 1. Any employee who is ordered to active duty to be a component
of the United States Armed Forces shall be granted leave without pay for the
period of such service without loss of seniority.
Section 2. Consistence with state statutes and regulations, any employee
who is a member of the National Guard or Reserves shall be granted leave of
absence to attend required drills. Such time off shall be granted in addition
to vacation and sick time.
ARTICLE XXVII. Miscellaneous Provisions
Section 1. In the event of retirement or death, the employee or his
estate shall receive vacation pay accumulated as of that date. The employee's
vacation pay shall be in the same amount had he worked his standard schedule as
Section 2. The Commissioners shall maintain Worker's Compensation
Insurance for employees pursuant to N.J.S.A. 34:15-1 et seq.
Section 3. Each employee shall initially serve a one (1) year
Section 4. The Board will supply each employee with safety equipments as
ARTICLE I – Purpose . . . . . . . . . . . . . Page 1
ARTICLE II – Recognition . . . . . . . . . . . Page 1
ARTICLE III – Duration of Agreement . . . . . . Page 1
ARTICLE IV – Discrimination . . . . . . . . . Page 2
ARTICLE V – Sick Time and Disability . . . . Page 2
ARTICLE VI – Bereavement . . . . . . . . . . . Page 6
ARTICLE VII – Hours of Work and Overtime . . . Page 6
ARTICLE VIII – Uniforms . . . . . . . . . . . . Page 7
ARTICLE XI – Health Benefits . . . . . . . . . Page 8
ARTICLE X – Pensions . . . . . . . . . . . . Page 8
ARTICLE XI – Vacation . . . . . . . . . . . . Page 9
ARTICLE XII – Longevity . . . . . . . . . . . . Page 10
ARTICLE XIII – Holidays . . . . . . . . . . . . Page 10
ARTICLE XIV – Leave without Pay . . . . . . . . Page 10
ARTICLE XV – Salaries . . . . . . . . . . . . Page 11
ARTICLE XVI – Grievance Procedure . . . . . . . Page 11
ARTICLE XVII – Maintenance of Benefits . . . . . Page 14
ARTICLE XVIII – General Provisions . . . . . . . Page 14
ARTICLE XIX – Post – Termination Employment . . Page 15
ARTICLE XX – Personnel Files . . . . . . . . . Page 15
ARTICLE XXI – Employee Representations . . . . Page 16
ARTICLE XXII – Management Rights . . . . . . . . Page 16
ARTICLE XXIII – Dues Check-off . . . . . . . . . Page 16
ARTICLE XXIV – Training and Education . . . . . Page 17
ARTICLE XXV – Discipline Procedures . . . . . . Page 18
ARTICLE XXVI – Military Leave . . . . . . . . . Page 18
ARTICLE XXVII – Miscellaneous Provisions . . . . Page 19
- Step Program & Pay Scale . . . . Page 20
- Sign off sheet . . . . . . . . . Page 21