Contract Between
Hamilton Tp Fire Dist 4-Mercer
- and -
FMBA Loc 84
* * *
01/01/2004 thru 12/31/2007


Contract Text Below
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,

Hamilton Township.

Section 2. Excluded are:

A. Supervisors

B. Managerial Executives

C. Volunteer firefighters not paid employees of the District.

D. Confidentials

E. Police and Craft Employees

F. Professionals

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

following manner.

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

reviewing court.

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

the Commissioners.


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

the Commissioners.


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.


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

D. Easter

E. Memorial Day

F. July 4th

G. Labor Day

H. Election Day

I. Columbus Day

J. Veterans Day

K. Thanksgiving Day
      L. Christmas 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%

Pay Scale:

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

presently computed.

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

probationary period.

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

Hamilton Tp Fire Dist 4 and FMBA Loc 84 2004.pdf