AGREEMENT
between
The Brick Township Municipal Utilities Authority
and
Office & Professional Employees International Union
Local 32
January 1, 2004 through December 31, 2006
Secare, Ford, Delanoy, Martino & Ryan
A Professional Corporation
616 Washington Street
Toms River, New Jersey 08753
TABLE OF CONTENTS Section Page
1 RECOGNITION 1
1.3 Union Rights 1
1.4 Shop Stewards 2
1.5 Union Visitation - Bulletin Boards 2
1.6 Labor Management Committee 2
1.7 Management Rights 2
1.8 Strike-Lockout Pledge 2
2 NEGOTIATION PROCEDURES 3
3 EMPLOYMENT STATUS 3
3.1 Hiring Practice 3
3.2 Probationary Employees 3
3.3 Temporary Employees 3
3.4 Regular Employees 4
3.5 Resignation 4
3.6 Posting of Jobs 4
3.7 Job Classification 5
3.8 Employee Evaluations 5
3.9 Layoff and Recall 5
3.10 No-Smoking Policy 5
4 SALARIES 6
4.2 Out-of-Title Work 6
4.3 Pay Checks 6
4.4 Payroll Deductions 7
4.5 Longevity Increment 7
4.6 Licenses 7
5 HOURS OF WORK AND OVERTIME 8
5.1 Definition of Standard Shift 8
5.2 Normal Work Week 8
5.2.1 Field Personnel 8
5.2.2 Water Treatment Operator/SCADA Technicians 8
5.2.3 Lunch Period and Coffee Breaks 8
5.2.4 Holiday Pay 8
5.2.5 Definition of Sixth and Seventh Day 9
5.3 Tardiness 9
5.4 Failure to Punch Time Clock 9
5.5 Out-Of-Doors Work 9
5.6 Civic Duty and Other Emergencies 10
5.7 Overtime 10
5.8 Meal Tickets 11
5.9 Emergency Response System (ERS) 11
5.9.1 General Guidelines 11
5.9.2 Compensation for Response 12
5.9.3 Management Prerogatives 14
5.9.4 Continuing Clock Time 14
Table of Contents
(Continued)
Section Page
6 DISCHARGE AND DISCIPLINE 14
6.4 Progressive Disciplinary Guidelines 14
7 GRIEVANCE PROCEDURES 17
8 HOLIDAYS 19
8.4 Weather Days 19
9 VACATION 20
9.1 Vacation Time Earned 20
9.2 Vacation Request Procedure 20
9.3 Advance Vacation 20
9.4 Vacation Accrual 20
9.5 Illness During Vacation 20
9.6 Vacation Pay On Termination 21
10 LEAVES OF ABSENCE 21
10.1 Sick Leave 21
10.2 Personal Leave 21
10.2.1 Death in Family 22
10.2.2 Personal Leave of Absence 22
10.2.3 Procedure For Extended Personal Leave Of Absence 22
10.3 Jury Duty 23
10.4 Maternity Leave 23
10.5 Leave Covered By Worker's Compensation 23
11 BENEFIT PLANS 23
11.1 Health Benefits Plan 23
11.2 Dental Plan 24
11.3 Vision Care Plan 24
11.4 Prescription Drug Plan 24
11.5 State Temporary Disability Insurance 24
11.5.1 Long Term Disability Coverage 25
12 TUITION/UPGRADING 25
13 UNIFORMS 25
SCHEDULE A - Starting Salaries 28
ADDENDUM 1 - Chronic or Excessive Absenteeism.
1
This Agreement, made this ____ day of ________, 2004 by and between the Brick Township Municipal Utilities Authority (hereinafter called "the Authority") and Professional Employees International Union Local 32 (hereinafter called "the Union"). This Agreement shall run from
January 1, 2004 through December 31, 2006.
PURPOSE
It is the intent and purpose of the parties hereto to promote harmonious and cooperative relationships subject, however, to the paramount right of the public to keep inviolate the guarantee for their health, safety, and welfare. Unresolved disputes between the Authority and the Union are injurious to the public and both parties are, therefore, aware that adequate means must be established for minimizing such disputes and providing for their resolution. The Authority and the Union agree that this overall policy may be best accomplished by negotiating in good faith in entering into written agreements evidencing the results of such negotiations and establishing procedure to provide for the protection of the rights of the Authority and the Union, and to insure orderly and uninterrupted service to the public.
- RECOGNITION
1.1 The Authority recognizes and acknowledges that pursuant to the New Jersey Employer -
Employee Relations Act, the Union has been certified as the sole and exclusive bargaining agent for all of the Authority's eligible full time regular employees as contemplated by the certification of Representative of the State of New Jersey Public Employment Relations Commission, Docket No. RO-93-113. The parties agree that effective October 1993, the position of working foreman shall be created and not be included in the bargaining unit. The intent of this position is not to change the call out procedure.
1.2 The Authority and its agents will not discriminate in any manner whatsoever against any
member of the Union because of said membership and activity.
1.3 Union Rights
All Employees who have joined the Union or who join the Union in the future shall
remain members for the duration of this contract, with the exception of the period they are allowed by statute to withdraw.
Upon presentation to the Authority of a duly executed authorization form, the Authority
agrees to deduct from the pay of all employees who are members of the Union as defined in this Agreement, monthly dues and initiation fees, in such amounts as shall be certified by the Union to be due it under the terms of its Bylaws, and to remit said sums thus deducted prior to the end of the month following that for which the deduction is made. The Union shall indemnify and hold the Authority harmless against any and all claims, suits, orders or judgments brought or issued against the Authority as the result of any action taken, initiated, or brought against the Authority as a result of the provisions of this Article.
The parties agree that for the term of this Agreement, in accordance with New Jersey Statutes, any employee in a title covered by this Agreement who is not a member of the Union shall pay an agency shop fee equal to 85% of the dues, initiation fees and special assessments of the bargaining agent. Such fees shall be deducted from the pay of the employees affected following the successful completion of the first ninety (90) days of employment. The contract language shall serve as authorization for the deduction of these fees. The bargaining agent agrees to save the Employer harmless from any and all actions it takes under this Article.
1.4 Shop Stewards
A total of four shop stewards and four alternates will be elected. One will be designated as Chief Steward. The Chief Steward and the appropriate shop steward or alternate shall be permitted to be present at all formal grievance presentations.
1.5 Union Visitation-Bulletin Board
The accredited representatives of the Union shall be permitted to enter the Authority premises after giving advance notice to the Executive Director during working hours, with the proviso that at no time shall such visitation rights interfere with the work requirements of any employee or the operation of his department or the Authority.
The Union will submit all notices and bulletins to the Executive Director for signature prior to officially posting any notice on the union-designated bulletin boards as mutually agreed in the locker room. The shop steward will be required to sign, date and identify the source of the posting. Simultaneous with posting, the Union will provide the Executive Director with a copy of the fully executed posting. The Executive Director’s signature is not for approval.
1.6 Labor Management Committee
A committee composed of representatives of the Union and the Authority shall be established to recommend resolution of problems dealing with the implementation of this Agreement, job assignments, caseload/workload, health and safety, job scheduling, or other matters related to the working conditions of the employees. Meetings shall be scheduled at a time and place determined by the Labor/Management Committee and approved by the Executive Director.
1.7 Management Rights
The Authority hereby retains and reserves unto itself, without limitation, all powers, rights, authority, duties, and responsibilities conferred upon it and vested in it by the laws and Constitution of the State of New Jersey and the United States of America; except as may be specifically modified by this Agreement. These rights will include, but not be limited to, full operating efficiency and productivity in the direction of the work force. All of the terms and conditions of employment not specifically set forth herein or not specifically covered by existing statutes, are hereby reserved by the Authority as its management prerogatives and rights.
1.8 Strike-Lockout Pledge
During the term of this Agreement or any extension thereof, there shall be no strikes,
walkouts, and stoppages of work, sit-downs, slowdowns, boycotts, or any other direct or indirect interference with the Authority's operations. The Authority agrees that there will be no lockout during the term of this Agreement or any extension thereof. In the event of any breach of this clause, the Authority and the Union shall have the right to institute a suit in the appropriate court for damages and/or injunctive relief, without regard to and without
having to invoke, proceed under, or abide by any provision for grievances and/or arbitration.
2. NEGOTIATION PROCEDURES
On or about October 1 of the calendar year preceding the expiration of this Agreement,
the Authority and the Union agree to enter into collective negotiations on a successor Agreement in accordance with Chapter 303, Public Law 1975, as amended. Until a new Agreement is reached, the current Agreement remains in effect.
3. EMPLOYMENT STATUS
3.1 Hiring Practice
The Authority will hire on the basis of qualifications, without regard to race, color, sex,
age, religious belief, national origin, physical handicap, political affiliation, membership
or non-membership in any organization.
3.1.1 Any employee who believes that they have been discriminated against in any manner shall have the right to file a grievance directly with the Executive Director or the Affirmative Action Officer. In the alternative, the employee also has the right to file a grievance in accordance with the grievance procedure set forth in Section 7 of the Collective Bargaining Agreement.
3.2 Probationary Employee
For appointments in Authority service, the working test or probationary period shall be
eighty (80) working days, not subject to extension. During that period, the probationary employee will receive no benefits, and the Authority may terminate the service of any such appointee if, in the opinion of Management, the appointee is unable or unwilling to perform the duties of the position satisfactorily or is of such reputation, habits, or capabilities as not to merit continuance in the service. In each such case, the Authority shall give notice to the appointee whose service is discontinued.
During the probationary period, assuming that the probationary employee is not
terminated during the probationary period, it shall be mandatory for the supervisor to evaluate the employee three times, once at the end of 30 working days, once at the end of 60 working days, and again at the end of the evaluation period. These evaluations along with management's assessment of said employee will constitute the grounds for continuation or dismissal. If a probationary employee is selected or another position or job title while the employee is on probation, a new full time probationary period begins for another 80 working day period. In addition to the 80 working day probation period for new employees, there shall also be an 80 working day probationary period for employees who have changed classification. In cases of classification changes or promotion, all current benefits shall continue during this period. The wage rate for such change in classifications shall be set by the Authority within the range of the new classification and posted along with the job.
3.3 Temporary Employee
A temporary employee is one who is:
A) Hired as seasonal help.
B) Hired to replace a regular employee who cannot work for a specified period of time.
C) Hired for a specific job, for a specified period of time.
If the temporary job turns into a regular one, then the job will be posted, the same as any
other opening in the Authority. Temporary personnel will have the right to bid on jobs
posted; however, they will not be given credit for length of service or experience gained while on temporary status.
3.4 Regular Employee
A regular employee is one who has completed the probationary period. Upon successful
completion of the probationary period, sick time and vacation time shall accumulate from
the first day of regular employment, but any unearned time absent during the probationary period will not be payable.
3.5 Resignation
Notice of resignation is to be submitted to the Supervisor in writing, stating the reason
and the exact date of resignation. A minimum notice of two weeks is required for the resignation to be in good standing, unless a special request is made by the employee to leave sooner, which must be approved by the Authority. The employee will remain on duty for the period of notice. Failure to give adequate notice will result in a resignation that is not in good standing. If any employee has given two weeks notice and is advised that he may leave before the notice period expires, he will receive pay for the remaining portion of the notice period. All uniforms, keys, safety issue, identification and Authority property issued to the employee must be turned in prior to receipt of final pay checks.
3.6 Posting of Jobs
All openings for regular positions will be posted on the bulletin boards, and a copy of the
posting will be supplied to the Shop Steward. All employees may bid on such openings, and applications submitted in writing will be reviewed jointly by the Supervisor, Department Head, and Executive Director. The following conditions apply to posting of jobs:
Jobs are to be posted for five working days.
Applications are to be submitted in writing to the Department Head.
All applicants will be notified in writing as to selection.
D) Jobs will be filled on a temporary basis if a grievance as to selection is submitted
within two working days, pending resolution of the grievance.
E) If more than one employee qualifies for the position, seniority shall prevail,
provided all other qualifications are equal.
F) The Executive Director shall notify the appropriate shop steward of the selection prior to filling the position.
Employees will not be permitted to downgrade themselves, unless there are extenuating
circumstances approved by the Executive Director as in the best interests of the Authority and the employee concerned.
If the Executive Director deems it necessary to fill any position on a temporary basis for
longer than a two week period, the employee filling the temporary position and the appropriate shop steward will be notified prior to the appointment being made.
3.7 Job Classification
The Authority reserves the right to review the present job classification of each employee
and, should they deem it necessary, may promote or demote to a higher or lower level. Demotions shall be handled in accordance with Article 6.1. The Authority will furnish the Union any and all job descriptions within the job classification in this bargaining unit.
3.8 Employee Evaluations
Every employee will be evaluated on a periodic basis on a schedule and procedure as
formulated by the Executive Director.
The performance and disciplinary appraisal will be conducted a minimum of once each
year and shall become part of each employee's personnel file.
Signing of the evaluation form by the employee after discussing it with the Supervisor
indicates only acknowledgment that the evaluation was received, not concurrence with what it contains. The evaluation form shall contain the following language preceding the employee's signature: "The undersigned hereby acknowledges receipt of this evaluation" and the date. Should an employee feel that an unfair evaluation was given, the regular grievance procedure should be followed, as outlined in Section 7.
3.9 Layoff and Recall
In the event of layoff or transfer, the last person hired in the position in question shall be
the first to be laid off or transferred. Within each division, an employee scheduled for such action has the option to bump a less senior employee in another classification, provided that the qualifications for the other classification are met. Similarly, the last person laid off or transferred shall be the first to be recalled, in accordance with seniority.
Employees shall remain on a recall list for one year. They shall retain all seniority. The
last person laid off in a given classification shall be the first person recalled in that classification.
The Authority shall notify the laid off employee at his/her last known address of his/her
recall to work, by certified mail. The employee shall respond within seven (7) calendar days and return to work, if gainfully employed elsewhere, within fourteen (14) days. Failure of a laid off employee to respond within seven (7) calendar days shall result in forfeiture of all recall rights.
All part time, seasonal and temporary employees doing blue collar work, shall be laid off
before regular employees. Any employee on layoff status shall not accrue seniority or benefits of any nature during layoff status.
3.10 No-Smoking Policy
Effective January 1, 1991, all buildings, vehicles, and facilities of the BTMUA will be
smoke-free. The BTMUA will provide suitable receptacles outside the entrance doors of the buildings to extinguish all smoking material before entering the buildings.
4. SALARIES
4.1 The minimum starting rate of pay for each position is established in Schedule A of this
Agreement. For the term of this contract, the hourly rates of pay shall be increased as follows:
Effective and retroactive to January 1, 2004, all employees on board on the date
of acceptance shall receive a four percent (4%) per hour wage increase or an
hourly wage increase equivalent on an annualized basis to $2000 per year based
on a 2,080 hour work year, whichever is greater.
B) Effective January 1, 2005, all employees on board on the date of acceptance shall
receive a four percent (4%) per hour wage increase or an hourly wage increase equivalent on an annualized basis to $2000 per year based on a 2,080 hour work year, whichever is greater.
C) Effective January 1, 2006, all employees on board on the date of acceptance shall
receive a four percent (4%) per hour wage increase or an hourly wage increase equivalent on an annualized basis to $2000 per year based on a 2,080 hour work year, whichever is greater.
D) Salary placement of all new hires shall be at management's discretion. However, in no event shall a new hire be placed at a higher salary than an employee in that same classification, already in the MUA's employ. After six (6) months' employment, management shall have the right to increase said employee's salary based on said employee's performance over the first six (6) months.
E) The aforesaid salary increases and retroactive payments shall apply to those persons in the employ of the Authority on the date of the execution of the Collective Negotiations Agreement.
4.2 Out-of-Title Work
When an employee performs the work of a higher level employee, thereby being assigned
duties and responsibilities clearly above and beyond the employee’s regular job title, duties and responsibilities, the employee will receive a 10% increase over his/her hourly rate presently earned. Such additional pay shall commence with the second day of such work assignment, retroactive to the first day, within a 28 day period.
Seniority shall prevail in the selection of the person to be upgraded. If it becomes necessary to fill the position on a permanent basis, the position shall be posted in accordance with the contract. Any time served filling a temporary position shall not count toward the probationary period in the event that employee is selected to permanently fill the position.
4.3 Pay Checks
Pay checks will be issued weekly. If the normal pay day falls on a holiday, pay checks
will be issued on the closest possible prior work day.
Payday shall continue to be at the discretion of the Authority. The Authority will make
an effort to distribute checks on Thursday afternoons. However, the Authority reserves the right to move payday back to the Friday if it deems it necessary.
Advance pay will be given for vacation days only, provided the request is for five days or
more. Advance vacation pay will be given only for the number of vacation days which fall on or before the pay days on which the employee will be on vacation. All requests for advance vacation pay must be received by the employee's supervisor by the Friday prior to the pay day when the check is to be received.
4.4 Payroll Deductions
Payroll deductions will be made for Federal and State income taxes, Social Security tax,
State Unemployment insurance, State disability insurance, and in the case of regular employees, the Public Employees Retirement System payments.
At the employee's option, deduction shall be made for contributory insurance, savings
bonds, and savings accounts.
Should the employees covered by this Agreement arrange to form a Credit Union, the
Authority will permit payroll deductions.
4.5 Longevity Increment
On the employee’s anniversary date and each anniversary date thereafter, the employee will receive a lump sum incentive payment according to the following schedule, and the lump sum payments shall not be cumulative. The years must be completed years.
Service Time Completed Longevity Payment Per Annum
5 years through 9 years $1,000
10 through 14 years $2,000
15 through 19 years $3,000
20 through 24 years $4,000
25 through 30 years $5,000
30 year or more $6,000
4.6 Licenses
Any employee who receives a Water Treatment ("T") license, Water Distribution ("W")
license, or Wastewater Collection ("C") license, shall receive a one-time bonus, in the following amounts, upon receiving said license:
Class 1 License - $150.00
Class 2 License - $300.00
Class 3 License - $400.00
Class 4 License - $550.00
(This benefit is prospective only)
Prospectively the MUA shall pay the fee for obtaining the initial CDL endorsement. All
other requirements associated with the CDL shall be the employee's responsibility. In the event that an employee leaves the employ of the MUA before the expiration of the period of the license, the employee shall reimburse the MUA on a pro rate basis for the cost of the license.
5. HOURS OF WORK AND OVERTIME
5.1 Definition of Standard Shift
"Standard shift" shall be defined as follows:
Field Personnel - Eight hours, with a thirty minute non-paid lunch.
Water Treatment Operator/SCADA Technicians - Eleven and one-half hours, with a
thirty minute, non-paid lunch.
5.2 Normal Work Week
5.2.1 Field Personnel
The normal work weeks for Field Personnel shall be five (5) days of eight (8) hours each
within the period commencing 12:01 A.M. Monday and terminating at midnight on Sunday, with a one-half (½) hour non-paid meal period each day. The specific shifts shall be scheduled as needed by the Authority.
5.2.2 Water Treatment Operator/SCADA Technicians
The normal work week for Water Treatment Operator/SCADA Technicians shall be a
twelve (12) hour shift, beginning 8:01 A.M. Sunday and ending at 8:00 A.M. the following Sunday, with one-half (½) hour non-paid meal period each shift. The specific shifts shall be scheduled as needed by the Authority.
The Schedule as constituted for Water Treatment Operator/SCADA Technicians requires
alternating weeks of 34.5 hours for one week and 46 hours for the other week. Water Treatment Operator/SCADA Technicians will receive straight time pay for the first forty (40) hours worked, and one and one-half times the regular straight time base rate for scheduled work over forty (40) hours.
5.2.3 Lunch Period and Coffee Breaks
Field personnel will have coffee breaks for fifteen (15) minutes between 9:00 A.M. and
10:00 A.M. and between 2:00 P.M. and 3:00 P.M. Lunch is for thirty (30) minutes, to be taken between noon and 1:00 P.M.
It shall not be required for Meter Division personnel who are regularly scheduled to work overtime on Saturday to take a lunch break unless they work beyond 2:00 P.M.
5.2.4 Holiday Pay
Water Treatment Plant Operators/SCADA Technicians whose normal work day falls on a
holiday will receive eight (8) hours straight time, eight (8) hours holiday pay, and 3.5 hours overtime. If the holiday is an overtime day for the Operator, the appropriate overtime rate will be paid for the time worked, plus eight (8) hours straight time for the holiday.
5.2.5 Definition of "Sixth" and "Seventh Day"
The definition of sixth and seventh days for field employees is as follows:
Sixth Day - The Sixth day shall be the first day off regularly occurring during the
specific shift. The sixth day will end 8 hours prior to the start of the next
regularly scheduled shift day.
Seventh Day - The seventh day shall be the second day off regularly occurring during the
specific shift. The seventh day will end 8 hours prior to the start of the
next regularly scheduled shift day.
Illustrated according to the present shift schedule these days are:
Shift Regular Hours 6th Day 7th Day
1 8 AM - 4 PM Friday Saturday
2 12 AM - 8 AM Sunday Monday
3 8 AM - 4 PM; 4 PM - 12 PM Wednesday Thursday
4 4 PM - 12 PM; 12 PM - 8 AM Tuesday Saturday
5.3 Tardiness
Employees shall be prepared to begin working at the start of their shift, otherwise they
shall be considered to be tardy. Penalties for tardiness will be incurred as follows:
1-6 minutes after start of shift - no deduction from pay.
More than 6 minutes after start of shift - exact time involved in 6 minute increments.
(See also Article 6, Progressive Disciplinary Guideline, No. 24)
An employee who is tardy more than four times during any year of this Agreement will
Be subject to a hearing by the appropriate Shop Steward and the Executive Director to
determine what action, if any, should take place.
5.4 Failure to Punch Time Clock
An employee who fails to punch the time clock in and out as required more than four
times during any calendar year of this Agreement, may be subject to a hearing before the Union and the Executive Director to determine what action, if any, should be taken.
(See also Article 6, Progressive Disciplinary Guideline, No. 25)
5.5 Out-of-Doors Work
Employees will not be required to work out-of-doors during heavy rain, snow, or sleet
which would be detrimental to health or safety. However, the Executive Director has the authority to call in critical personnel for the removal of snow at the Authority complex.
If any emergency occurs, the Executive Director will have the authority to take whatever
measures are necessary to protect the health and safety of the community.
5.6 Civic Duty and Other Emergencies
Whenever necessary for the protection of life and property, employees are expected to
perform any reasonable duties, including major fire fighting, civilian defense, and other types of emergency services. In the event of such an emergency, the employee must notify his Supervisor before leaving the job.
Management reserves the right to request a letter from either the Civil Defense
Coordinator or the Fire Chief, which would be submitted after the fact, indicating that the services of this particular individual were necessary to provide such defense. Regular pay will be given for the time spent away from the Authority on such duties. If, in the opinion of Management, this allowance is being abused, disciplinary action will result.
5.7 Overtime
It is currently agreed and understood that the Field employees are first to be given/offered
the regular, routine and/or emergency overtime as necessary. Presently all formal systems of assigning regular/routine and/or emergency overtime provides priority status for Field Employees.
5.7.1 Employees shall be expected to complete their work in the time allotted to them in a
normal work day. Any employee scheduled to work beyond his standard shift shall be paid at the rate of one and one-half times the regular base pay for all hours worked in excess of his normal shift in any given day.
Any hours worked beyond the normal work week will be paid at the appropriate overtime
rates. In this case, "normal work week" will include paid sick time, (except in the case of an employee who has been designated as a sick time abuser pursuant to the attached policy, in which case sick time will not be included), holidays, personal time, and vacation time.
For purposes of computing this time, ERS time will not be included.
5.7.2 Employees scheduled to work a five day week will receive straight time for the first five
days actually worked, one and one-half times the regular straight time base rate of the sixth day actually worked, and twice the regular straight base rate for authorized work performed on the seventh day actually worked, regardless of the starting day of the work week.
For example, an employee starting his work week on Tuesday will receive straight time for the first five days, time and a half on Sunday, and double time on Monday.
5.7.3 Scheduled overtime assignments will be made on the basis of a rotating list maintained by the Supervisor in each division, and notification given to employees at least two days
ahead of time. Employees shall be made aware of any changes in schedule by 3:00 PM of the day before the scheduled overtime, or in the case of a rotating shift, one hour shall be sufficient notification.
All Division employees will be on the list in seniority order. When overtime is
scheduled, the Supervisor shall offer it to the first qualified person on the list, who may accept or refuse. Once offered, and either accepted or rejected, the name goes to the bottom of the list. If no one takes the scheduled overtime, then the first qualified person on the list with the least yearly scheduled overtime shall be assigned the overtime.
5.7.4 Those employees who must remain at work when others are discharged early (Christmas
Eve, New Year's Eve) shall receive straight time for the number of hours involved in addition to their normal pay. Those employees on vacation during such times will be charged vacation time, no adjustment given.
5.8 Meal Tickets
Any employee working two hours continuously before or after the shift on any particular
day is entitled to a meal ticket, with an additional meal ticket for every four hours overtime thereafter. The rate for meals with a receipt is $7.50 and $5.00 with no receipt. Reimbursement will be made via payroll.
The intent of issuing a meal ticket is to allow employees who work unscheduled or
emergency overtime a reimbursement for a meal they purchased. Note: This will eliminate the need to pay personnel for a meal ticket who work scheduled overtime.
5. 9 Emergency Response System (ERS)
The Emergency Response System is designed to provide after hour emergency coverage
for the purposes of protecting/maintaining the Authority’s water and sewer infrastructure, as well to protect the health, welfare and safety of the public.
5.9.1 General Guidelines
A) All field bargaining personnel will be covered by the ERS, except for those covered under paragraph 5.9.2-K.
B) The Authority will continue to reserve all management’s rights and prerogatives.
C) Divisional cross-over will be permitted within ERS assignments, provided the employee is qualified.
D) ERS coverage begins and ends at the start and close of routine/regular shifts as per division assignment, seven days a week.
E) Qualifications and placement within the ERS will be at management’s discretion (Management is defined as supervisor and/or director). The Authority will provide union and steward with changes to the ERS list.
F) Transfer of ERS duties will be administered by the supervisor. The employee will remain responsible for duty until the employee secures a qualified replacement and confirms transfer of duty with the Supervisor. Certain absences (sick, etc.) will automatically absolve/remove the employee from ERS duty. Upon vacancy management reserves the right to assign ERS duty to an employee in the ERS. Employees are responsible for exercising reasonable care in responding to calls.
G) Communication devices issued to employees for ERS duty will be used for company business only. Any personal use of these devices will result in disciplinary action.
5.9.2 Compensation for Response
A) Each division will have primary responders for all applicable calls.
B) Divisional assignments will be at management’s discretion.
C) Employees responding will be paid applicable overtime rate for actual work session plus travel time, not to exceed 45 minutes from the place of notification to
Authority grounds. Travel time from Authority grounds back to employee’s home will not exceed 30 minutes. Employees will contact Control upon arriving home. Time in excess of 45 minutes to Authority grounds will not be paid and may result in disciplinary action.
The authority will offer that any hours actually worked after 1:00 a.m. will be
acknowledged by an hour-for-hour comp-time to be used before the next shift when called in to work. This applies to emergency hours only and is not applicable to water plant operators.
D) Employee responding will punch time card in and out.
E) Employees, once responding, will be entitled to a minimum of two (2) hours applicable overtime, inclusive of time called/time home per call.
F) Regular benefits are available to employees on ERS duty from time they are in-route until time home, within limited parameters.
G) A call response payment will be made to responding employee in accordance with the following schedule. Employees on the clock will not receive a response payment. Declining schedule is relative to one off-duty response period.
Water Distribution Division - Crew Chiefs & All Primary Employees
The crew chief and primary employees will receive a $50.00 call response
payment for all call responses. In the event a second crew chief or primary employee is required for the same job, a response fee of $25.00 will be paid.
Noted employee will receive minimum of two hours applicable overtime, inclusive of time called/time home per call, plus applicable overtime rate for hours worked beyond the two hour minimum.
Schedule 2:
Water Distribution Division - Pipefitter, Laborer & All Assist Employees
1) First ERS call-out will provide a $25.00 response payment.
2) Second ERS call-out will provide a $15.00 response payment.
3) Third and any thereafter will provide a $10.00 response payment
Noted employee will receive minimum of two hours applicable overtime,
inclusive of time called/time home per call, plus applicable overtime rate for hours worked beyond the two hour minimum.
Schedule 3:
Meter Division - Customer Service
1) First ERS call-out will provide a $50.00 response payment.
2) Second ERS call-out will provide a $25.00 response payment.
3) Third call-out will provide a $15.00 response payment
4) Fourth and any thereafter will provide for a $10.00 response payment.
Noted employee will receive minimum of two hours applicable overtime,
inclusive of time called/time home per call, plus applicable overtime rate for hours worked beyond the two hour minimum.
H) For the employees who are assigned a pager, a fixed rate of $1.50 per hour will be paid, to employee, for off-duty period. A fixed rate of $2.00 per hour will be paid for Sundays and holidays. Employee is required to have an active pager in their possession at all times during the off duty period. Failure to perform in this fashion will result in disciplinary action. Beeper assignment will be on a daily rotation or weekly rotation schedule, using the current ERS list for each division.
I) For calls that originate while employees are already working at the Authority either on regular time or overtime, the Authority reserves the right to utilize the services of all employees already on the clock.
J) If an employee is called back for ERS duty within one hour after punching out for the day, clock time will be considered to be continuous as of the punch-out time, and if two hours beyond the preceding 8 hour shift are worked a meal ticket will be issued. (This will be for computing time for meal tickets only, not for overtime pay.) Payments for meal ticket will be $7.50 with a receipt and $5.00 without a receipt.
K) Employees within the bargaining unit that are called to work emergency overtime, but are not part of the ERS, will receive compensation for said accepted call-outs as follows:
1) Calls accepted will provide a response call fee in accordance with Schedule 3 as so established in Section 5.9.2, Item G of the ERS.
2) Calls accepted will provide travel time in accordance with the language in Section 5.9.2, Item C of the ERS.
3) Calls accepted will provide a minimum of two (2) hours of applicable overtime in the event the call is completed in less than a two hour period, as per Section 5.9.2, Item E of the ERS.
Regular benefits are available to employees on ERS duty from time they are in-route until time home, within limited parameters.
5.9.3 Management Prerogatives
For calls which originate while someone is already working at the Authority either on
regular time or overtime, the Authority reserves the right to utilize the services of the person already on the time clock, instead of having to call the on-call person, provided that the person already working has the proper qualifications.
If it is deemed in the best interests of the Authority, Management reserves the right to
utilize on call personnel for emergency repairs and/or response which may not normally be assigned to that particular department. Wherever possible, Management will attempt to contact people in the correct department; however, when it is not possible during an
emergency, other personnel will be utilized.
5.9.4 Continuing Clock Time
If an employee is called back for duty within an hour after punching out for the day,
clock time will be considered to be continuous as of the punch-out time, and if two hours
are worked, a meal ticket will be issued. (This will be for computing time for meal tickets
only, not for overtime pay.)
6. DISCHARGE AND DISCIPLINE
6.1 The Authority reserves the right to discipline employees subject to the grievance
procedure. When an employee is reprimanded, a full report in writing shall be given to the individual concerned and to the employee's shop steward. A copy of the report will be placed in the employee's personnel file. At any discussion concerning disciplinary action, the employee will be entitled to have the shop steward present.
6.2 Every employee will have the right to review his own personnel file in the presence of his
Supervisor or the personnel clerk. A request to do this must be done through the employee's Supervisor, who will make the necessary arrangements for the review, after working hours. The employee's shop steward, if requested, may be present. For a period of thirty (30) days following the execution of this Agreement, all employees shall have the right to review and photostat material in their personnel files.
6.3 If an employee wishes to have an infraction letter removed from his/her file, the employee may make such a request in writing to the Executive Director. Consideration of the request will be given by a review board consisting of the Executive Director, Department Head, Supervisor and Shop Steward. Upon majority consent of the review board, the infraction letter under consideration will be removed.
6.4 Progressive Disciplinary Guidelines
The Progressive Disciplinary Guideline which is set out on Pages 15 through 17 of this
Agreement is not all inclusive, but is intended to be a guideline with respect to the most common disciplinary actions.
PROGRESSIVE DISCIPLINARY GUIDELINE
Offense Occurrence Penalty Code
1. Insubordination First A
(refusal to obey reasonable orders, insolence, etc.) Second B
2. Careless, willful, or negligent failure to observe
any regulation or order.
A) Violation of regulations where safety of First A
persons or property is not endangered. Second B
B) Violation of regulations where safety of First B
persons or property is endangered. Second C
Third D
3. Theft or attempted theft, or willful damage First B
and/or negligence of public property or Second C
waste of public supplies. Third D
4. Threatening, intimidating, coercing or First A
interfering with other employees. Second B
5. Any discourteous or insulting action or words First A
to customers resulting in adverse public Second B
reaction to the Company or its employees. Third C
6. Provoking a fight or fighting during working First B
hours or on Company property. Second C
7. Making or publishing false, vicious, or malicious First B
statements concerning any employee, supervisor, Second C
the Company, or its products. Third D
8. Interfering or refusing to cooperate with authorized First A
supervisory personnel in the performance of Second B
their duties. Third C
9. Possessing, selling, drinking, or distributing of First C
alcoholic beverages or illegal drugs on Company Second D
premises or during assigned working hours.
10. Reporting to work while under the influence of First C
alcohol or illegal drugs. Second D
Offense Occurrence Penalty Code
11. Sleeping on the job during working hours. First B
12. Leaving early and/or failure to be at assigned First A
work area at the start or end of shifts, breaks, Second B
and/or meal periods; failure to punch time Third C
clock as prescribed.
13. Failure to be available for ERS when assigned. First A
14. Absence without leave (any absence from work First A
which has not been approved); leave used for a Second C
purpose other than for which it was granted. Third D
15. Chronic or excessive absenteeism. First A
16. Refusal to testify in a properly authorized inquiry First D
or investigation except where such refusal is based
upon the grounds of self-incrimination.
(Witnesses shall be assured freedom from restraint, interference,
coercion, discrimination or reprisal in presenting their testimony.)
17. Immoral conduct or indecency. First D
18. Disorderly or immoral conduct, such as notorious First A
off-duty conduct which brings disrepute or which Second D
reflects unfavorably on the Company as an employer.
19. Intentional work slowdown. First A
20. Failure to maintain proper dress and personal First A
appearance. Second B
21. Unauthorized use of Company vehicles. First B
Second C
22. Failure to secure Company vehicles and equipment. First A
Offense Occurrence Penalty Code
23. Deliberate or attempted falsification of records. First B
24. Tardiness:
More then four (4) times during a calendar year - First A
After five (5) times - Second B
After six (6) times - Third C
After seven (7) times - Fourth D
25. Failure to punch the time clock in and out as required:
More than four (4) times during any calendar year - First A
After five (5) times - Second B
After six (6) times - Third C
After seven (7) times - Fourth D
26. Other Sufficient Cause Based on the gravity of the offense.
Penalty Codes:
A = Verbal or written warning, or 1 to 3 day suspension if warranted.
B = 4 to 6 day suspension or removal.
C = 7 to 10 day suspension or removal.
D = Removal.
The Authority reserves the right to waive, lessen or increase the penalties, depending on
the circumstances involved.
Receipt of any combination of five of the aforesaid offenses within a one-year period will
result in automatic discharge of the employee.
Written notices or warnings received by an employee will not be used as a basis for
further discipline, provided the employee has maintained a clear record for two years.
Disciplinary action resulting in time off without pay shall not be used as a basis for
further discipline of an employee, provided the employee has maintained a clear record for two years.
Written notices and warnings will be removed from an employee's personnel file two
years from the date of the citation, provided the employee has maintained a clear record for that particular violation for a two-year period.
7. GRIEVANCE PROCEDURES
Should any differences arise between the Authority and the Union, or Union members
employed by the Authority, as to the terms and conditions of this contract or a violation thereof, there shall be no suspension of work on account of such differences, but an earnest effort shall be made to settle such differences immediately through the following procedure in the order specified. Grievances filed through this procedure may only be filed by the Union or its representatives.
Step 1 Within three working days after the occurrence of the act giving rise to the grievance, the employee must discuss the alleged grievance directly with his immediate supervisor in the presence of his shop steward. If no satisfactory disposition of the matter is reached, then the matter may be submitted to Step 2.
Step 2 Within five working days after the occurrence of the action being grieved, the grievance must be reduced to writing and presented by the Union to the Department Head or his designee. Step 2 meeting is in discretion of Department Director. Failure to submit a written grievance within said five-day period shall be deemed to constitute a waiver of the grievance. If no satisfactory disposition of the grievance is reached at this Step within 10 working days of such submission, the matter may then be submitted to Step 3.
Step 3 Within seven working days after the decision of the Department Head under Step 2 has been received, if the employee is unsatisfied with the results, the grievance must be submitted to the Executive Director. Within ten working days of such
submission, the Executive Director shall meet with the employee and the Chief Steward and/or Union Delegate regarding the grievance. The Executive Director shall render a decision within fifteen working days of such meeting.
Step 4 Within five working days of the Executive Director's decision in Step 3, either side may submit a written request to the other that the dispute be referred to an impartial arbitrator to be appointed by mutual agreement of the parties. If the parties are unable to agree upon such request, then, on application of either party, the New Jersey Public Employment Relations Commission shall be requested to designate a panel of arbitrators in accordance with N.J.S.A. 19:12-5.1.
Any impartial arbitrator designated hereunder, to whom any grievance or dispute shall be
submitted in accordance with the provisions of this Agreement, shall have jurisdiction and authority only to apply and interpret the provisions of this Agreement. The arbitrator shall limit himself to the issues submitted to him and shall consider nothing else. The arbitrator shall not add anything to nor subtract anything from the parties' Collective Negotiations Agreement. The arbitrator shall only have jurisdiction to rule on grievances which pertain to an alleged violation of this Agreement. If the grievance does not allege a violation of this Agreement, the Union may not request the appointment of an arbitrator.
The decision of the arbitrator on any matter within his jurisdiction shall be final and
binding upon the parties. The expense and fees of the arbitrator shall be shared equally by both parties.
Any grievance shall be considered as settled on the basis of the last answer of the
Authority if not appealed to the next Step or to arbitration within the time limitations set forth herein. Time is of the essence.
The disposition of any grievance at any Step of the grievance procedure, prior to actual
receipt of the decision of the arbitrator, by agreement between the Authority and the Union, shall be final and binding upon the employee, employees, or persons who are involved or affected thereby. Any interpretation of this Agreement agreed upon by the Authority and Union shall be final and binding upon all employees and upon any person affected thereby.
If the Authority does not respond to a grievance within the time period set forth in the
grievance procedure and the Union wishes to pursue the grievance, the Union shall advance the grievance to the next Step at the expiration of the time period provided for the Authority to respond to the grievance. The time frames set forth in the grievance procedure will be extended as a result of utilization of vacation/sick time.
8. HOLIDAYS
8.1 The Authority recognizes the following thirteen days as holidays:
New Year's Day Memorial Day Election Day (general) Christmas Day
Lincoln's Birthday Independence Day Veterans' Day
Washington's Birthday Labor Day Thanksgiving Day
Good Friday Columbus Day Day after Thanksgiving Day
If a holiday falls on a Saturday, the preceding Friday will be observed as the holiday; if a
holiday falls on a Sunday, the following Monday will be observed as a holiday. General Election Day shall be considered a floating holiday to be designated by the Executive Director at the beginning of each year.
8.2 In order to receive holiday pay, employees must work the day before and the day after, if
each of those days is a normal work day. Should an employee call in sick on either of said days, a doctor's certificate may be required.
8.3 Except as is provided under Section 5.2.5, if required to work on an approved holiday, the employee will receive double-time for the standard shift plus the standard normal shift pay. If the employee should work beyond the standard shift time, he will receive double-time for the additional time. Compensation for a holiday not worked shall be computed on an eight-hour day for all field employees.
8.4 Weather Days
When weather emergencies exist, the Executive Director shall make the decision as to
whether or not the Authority offices will be closed. If the Authority offices are closed, critical personnel as designated by the Dept. Head may be called in. Decision shall be promulgated according to the phone method, as well as on the radio stations authorized.
If the Executive Director or designee declares an emergency on a Saturday or Sunday, the
Water Treatment Operator/SCADA Technician on duty shall be eligible for compensatory time for the shift covered by the weather emergency.
Critical personnel who are called in and work will receive a full day's pay plus a
compensatory day which may be used in conjunction with, or in lieu of, vacation, sick or personal days. If the Water Treatment Operator/SCADA Technician is scheduled to take over the shift at the time critical personnel are called in, he will also be eligible for compensatory time. Compensatory time may be taken during the period March 15 - November 15.
Non-critical personnel will receive a full day's pay.
Field personnel will be called by 6:00 a.m. to inform them of closing.
9. VACATION
9.1 Vacation Time Earned
Employees will earn annual paid vacation time according to the following schedule:
0 - 1 year - 1 day/month
1 - 5 years - 12 days
6 - 10 years - 18 days
11 - 15 years - 20 days
16 - 20 years - 26 days
For the purpose of computing overtime pay, earned vacation days taken during a pay period
will be considered as days actually worked.
9.2 Vacation Request Procedure
Vacation requests will be submitted to the Division Supervisor for approval in January.
Upon approval by the Department Head, the request will be submitted to the Executive Director. Once a vacation request has been approved, it cannot be displaced by a higher seniority person. All other vacation requests not submitted in January must be submitted five (5) days in advance. Such a request must be approved by the Supervisor, Department Head, and Executive Director.
Vacation requests will be scheduled with full consideration for the effective operation of
the Department, and employees with the greatest length of service will receive preference and choice of vacation period insofar as effective staffing requirements are met.
At the beginning of each calendar year, five (5) weeks will be designated 'Safety Weeks'.
During these weeks, those divisions which require training during that week will not be permitted to take vacation or personal time.
9.3 Advance Vacation
Employees with one year or more of service may request one week vacation time in
advance for no more than the number of days to be earned during the calendar year.
9.4 Vacation Accrual
Employees may only accrue a bank of vacation days equal to one year accrual of vacation
based upon the employees' vacation entitlement. When an employee is denied vacation and will lose said vacation if not used, and not able to accrue the vacation, the employee shall be paid for said vacation.
9.5 Illness During Vacation
Should an employee become ill during vacation, a doctor's certificate will be required to
substitute sick time for the vacation time.
9.6 Vacation Pay on Termination
Unused vacation time will be paid to any employee leaving the service of the Authority.
Payment will be made on a pro-rated basis of the individual's current vacation schedule. Similarly, unearned vacation time which may have been taken in advance will be deducted from the final pay check.
10. LEAVES OF ABSENCE
10.1 Sick Leave
Employees will earn paid sick leave according to the following schedule:
During the first year of employment - One day for each month worked
After the first year of employment - Twelve days per year.
Any sick leave not taken during the calendar year will accumulate from year to year, and
the employee is entitled to use the accumulated sick leave, with pay, if and when needed. Payment will be made for 1:1 of all sick time accrued at the time of separation in good standing from the Company, provided the person has been employed for at least five years.
"Sick leave" is defined as absence from duty because of personal illness or accident by
reason of which the employee is unable to perform the usual duties of his/her position; exposure to a contagious disease; a period of emergency attendance upon an ill family member requiring the presence of the employee.
Employees absent on sick leave for a period of five days or longer shall present to the
Supervisor upon return to work a certificate of medical disability completed by a physician, or similar certification of the need for the employee's absence. Such certification may be required for absences of less than five days for employees having records of repeated absences.
In case of absence on sick leave, the employee must notify the Supervisor as early as
possible before the regular starting time. Failure to notify the Supervisor may constitute cause for disciplinary action.
All field employees covered by this contract will buy down on their sick time to 320
hours, which is the minimum number of hours they must maintain.
Employees will be paid 1:1 at the current salary rate for unused sick time above the
minimum accumulated during each year. Payment will be made at the end of the calendar year or at time of retirement in good standing.
10.2 Personal Leave
10.2.1 Death in Family
For absence due to death of a member of the employee's immediate family - up to three
days with pay providing such time is used to make arrangements and attend funeral.
"Immediate family" is defined as spouse, parent of employee or spouse, child, sister or
brother of employee or spouse, grandparent/grandchild of employee or spouse, and step
immediate family.
For absence due to death of a close member of the employee's family - one day with
pay. "Close member" is defined as uncle, aunt of employee or spouse, niece/nephew,
sister/brother-in-law. Such absences shall not be more than two days per year.
Absence due to death in the family is not to be charged to Personal Leave.
10.2.2 Personal Leave of Absence
Each field employee shall be granted three personal leave days per year. While it shall
not be necessary for the employee to give a reason for the leave, application for the day
shall be made at least three days in advance. Such application shall be approved
through the normal chain of command up to the Department Head. The number of
employees in any Division who may take personal leave on the same day shall be
limited to two, and seniority will prevail.
Personal days are not to be applied in any way to add to vacation, sick leave, or holiday
time. Unused personal days may be carried for one year. Those not utilized after the
one year carry period are forfeited.
In the event of an emergency, a morning call to the Supervisor with a justifiable reason
will be allowed. However, if it is felt that the privilege is being abused or that the
situation may not truly be an emergency, disciplinary action will be taken.
10.2.3 Procedure for Extended Personal Leave of Absence
When there are important personal reasons to justify it, employees may request an
extended personal leave of absence without pay, by submitting the following
information in writing to the Executive Director:
1. Reason for leave.
2. Period of leave.
The Executive Director will determine whether the conditions justify the request, and will
inform the employee within five days, in writing, as to whether the request has been granted or denied. The written request for leave will remain in the employee's personnel file.
Such extended leave of absence will be granted for a period of three months. Employees
may request an additional three months which shall be subject to the approval of the Authority.
Prior to the start of the leave of absence period, the employee must make arrangements
with the Payroll Department in regard to health benefits plan payments during the leave period. The employee may continue coverage during the leave in accordance with the prevailing law.
Upon return to work from leave of absence, the employee will return to the same
classification as when he left. If the classification has increased due to cost of living or merit raises, appropriate consideration will be given to the employee by the Executive Director, based upon the length of the leave of absence.
Once an employee has exhausted all sick, vacation and personal time, they may make application pursuant to New Jersey and Federal Family Leave Acts.
10.3 Jury Duty
The Authority will reimburse an employee for jury duty only when the employee must
physically be at the courthouse serving in the capacity of a juror.
Employees summoned to jury duty will be paid regular salary by the Authority during the
period of such service; however, upon receipt of payment from the court, the employee will turn over such payment to the Authority, less traveling expenses.
10.4 Maternity Leave
Regular employees may request that earned or accumulated sick leave be granted during
the time prior to the expected date of delivery and for six weeks after the actual date of delivery. This request must be accompanied by a doctor's certificate and is dependent upon approval by the Department Head. Additional time beyond the six-week period after delivery may be granted, provided the doctor's certificate sets forth the details of the condition requiring such additional leave.
10.5 Leave Covered by Workers' Compensation
If an employee is injured on the job, payment will be made by Workers' Compensation
insurance after the seventh working day of absence.
The Authority will continue to pay the full regular salary to an employee for a period of
up to 12 weeks following the date of injury on the job; however, any payments made by Workers' Compensation Insurance will be turned over to the Authority.
After 12 weeks of receiving a full regular salary, the employee must be examined and
evaluated by a physician and/or therapist designated by the Authority. If the designated physician/therapist determines that the employee is able to return to work at that time, the employee's salary payments will cease and the employee will receive only Workers'
Compensation. If it is determined by the designated physician/therapist that the employee cannot return to work, the Authority will continue to pay the full salary and the Workers' Compensation payments will be turned over to the Authority. In no event however shall the amount of salary paid to the employee exceed the employees normal salary while not on workers’ compensation. The employee will be examined as directed by the Authority by the designated physician/therapist until the employee returns to work or a determination is made by Workers' Compensation Insurance.
After discharge from full regular salary, employees may, at their option, use accumulated
sick time proportionately to cover the difference between Workers' Compensation Insurance payments and full salary.
11. BENEFIT PLANS
11.1 Health Benefits Plan
Basic and major medical insurance is available to full-time employees & their dependents
on a group basis. Enrollment is optional and requires submittal of a registration form. Coverage becomes effective when 3 months of continuous service is completed.
Basic coverage is provided by the Hospital Service Plan (Blue Cross) and the Medical-Surgical
Plan (Blue Shield) of New Jersey. Coverage is paid by the Authority for the enrolled employee
and dependents.
Booklets outlining the contract provisions and benefits will be available in the Payroll Department.
The Authority has passed a resolution providing for retiree health benefits. These benefits
shall be available to eligible retirees only. The Authority reserves the right to eliminate retiree health benefits if it so determines in the future.
11.2 Dental Plan
The Dental Plan will reimburse the employee 100% of the eligible amount provided by
the Plan. There is a $25.00 deductible fee required for each adult each year. The Family Plan covers all dependent children up to age 19, or up to age 23, if still in school. The Plan covers preventative, diagnostic, and most other dental work, plus orthodontic benefits. Dental coverage will increase from $1,000.00 to $1,800.00 per year. Orthodontia coverage will increase from $500.00 to $1,500.00 per year.
11.3 Vision Care Plan
It is agreed that the Authority will pay for replacing eyeglasses broken due to the performance
of the employee's duties.
A vision care plan for employees and dependents will be provided by the Authority. The
plan will pay charges for one eye examination and one pair of prescription lenses and frames (or contact lenses) in each 12 consecutive month period. Coverage will be in accordance with the "Schedule of Covered Services and Supplies" as furnished by the insurance carrier.
11.4 Prescription Drug Plan
Prescriptions resulting from on-the-job injuries will be paid for by the Authority, and an account for this purpose will be established at local pharmacies.
A prescription drug plan for employees and dependents will be provided by the Authority. The
plan will cover the cost of all prescription drugs (except oral contraceptives) less a $2.00
deductible to be paid by the employee.
11.5 State Temporary Disability Insurance
To protect employees against sickness or disability not compensable under the Worker's
Compensation Law, the Authority agrees to participate in the New Jersey State Temporary Disability Plan. The Authority and the employee will each contribute one-half of 1% of the first $10,100 paid to the employee.
Authority policy requires that before being eligible for disability coverage, the employee must
first use up any accumulated sick time on record.
11.5.1 Long Term Disability Coverage
The Authority shall provide long-term disability coverage to the members of the Field
Employees Group. The plan shall begin on the 180th day and continue until the 730th
day. Payment shall be at the same rate as the State Temporary Disability Plan. The
Authority reserves the right to change carrier, assuming the level of benefits is
substantially similar.
11.6 The Authority reserves the right to change its insurance carriers if it should be in the interest of the Authority and its employees providing that the benefits remain substantially the same.
12. TUITION/UPGRADING
12.1 In some instances, the Authority will pay education expenses for employees wishing to upgrade
their education. Each request for reimbursement shall be submitted in writing to the Executive Director prior to taking the course. The Executive Director will determine the merits and advantages to the Authority of such additional education and, if approved, the employee shall be authorized to take the course and be reimbursed by the Authority upon successful completion.
12.2 Obtaining a license or other diploma which would qualify an employee for an upgrading
will not entitle said employee to a salary increase. However, such license or diploma will be taken into consideration for future openings within the Authority which require such license or diploma.
13. UNIFORMS
The parties agree that all personnel covered by this Agreement who are required to wear
uniforms shall wear such uniforms only while on Authority business.
A) Standard Issue -
To be supplied to all bargaining unit members, of Field Employee Group.
1. Five (5) Trousers - Dickies
2. Six (6) Shirts, Long or Short Sleeve, any combination - Dickies
3. One (1) Light Coverall - Dickies
4. One (1) Winter Jacket – Wear Guard
Standard issue items will be replaced on an "as needed basis" subject to Supervisory and Dept. Head approval. Improper use of, or lack of proper required maintenance, will constitute employee being charged for replacement article.
B) Points - Fifteen (15) points shall be issued each year in January.
C) Point Accrual - Employee may accrue and carry no more than five (5) points per
year. At time of separation from the Authority in all circumstances, accrued points will remain with the Authority. All uniform articles will be turned in to the Authority at time of separation.
D) Maintenance - Maintenance of uniform articles will remain and be the sole
responsibility of the employee. The Authority is providing garments, uniform trousers, and uniform shirts that are of a wrinkle free material when properly maintained. The employee will be required to properly maintain uniforms in a clean, wrinkle free, neat, and presentable fashion. Employees who do not properly maintain and/or do not report to work in proper uniform, will not be permitted to work.
E) Protection of Uniform Articles - All uniform articles are to be properly used
and/or protected. Specific safety uniform articles are supplied to the employee, to safeguard employee and said uniform articles. Example: Rain gear in wet weather, overshoes/slush boots in mud and/or foul conditions. The protective safety articles issued will be used appropriately by the employee, to protect the employee and said uniform articles.
Steel-toe Boots – The Authority will select standard color for steel-toe boots. Boots will be maintained by employee with proper applications of water-proofing polish. Height increments will be 6" minimum and 8" maximum. Steel toe ratings will meet or exceed Z-41 - Class 75 requirements.
G) Tee-Shirts - Once each year, in April, the Authority shall purchase for each
employee covered by this Agreement, three (3) 100% cotton pocketless tee shirts or three (3) 50/50 blend pocketless tee shirts, with the Authority logo affixed. Selection process regarding type of tee shirt to be supplied will be made in accordance with established uniform item ordering procedures. Maintenance of tee shirts will be the sole responsibility of the employee.
H) Uniform Item/Option List Points
1. Trouser - Dickies 1.5
2. Shirt - Dickies, Short Sleeve 1.5
3. Shirt - Dickies, Long Sleeve 1.5
4. Shirt - Hanes, Staff, Short Sleeve 1.2
5. Coverall - Dickies-Lightweight, Long Sleeve 4.0
6. Coverall – Wear Guard 9.0
7. Coat – Wear Guard - Winter 7.4
8. Sweatshirt - Insulated 3.7
9. Tee-shirt - 100% cotton, Pocketless .5
10. Turtleneck 1.25
11. Shorts - Dickies, 3/4 length (just above knee) 1.5
12. Steel-toe Boots - Hy Test A - #03000/6" 5.5
B - #04000/8"
13. Hat, Corduroy .3
14. Hat, Cloth, Mesh Back .3
15. Tee Shirt - 50/50 blend, Pocketless .5
I) Probationary Employee/New Employee - Probationary employee will become
entitled to standard issue uniforms at time of and after successful completion of probation period. Points afforded to new employees will be pro-rated based on the date probation period is completed.
Probationary/new employees will be required to purchase steel toe safety shoes before beginning work with the Authority. Pro-rated example: a) New employee hired first week of March, b) Probation period successfully completed last week of May, c) Standard issue given in June, d) 7.5 points given in June for balance of year.
J) Program Initiation/Implementation - Once the new program is initiated and
implemented, all old uniform articles are to be retired. Past issue/old issue uniform articles will not be permitted to be worn in any case at any time.
K) Safety Issue - The Authority will supply the following safety issue, on an "As
Needed" basis, which the employee shall be required to reasonably maintain:
Complete Set of Rain Gear (Boots, Jacket & Pants).
Hard Hat.
Safety Goggles.
Ear Protection.
Work Gloves.
L) In the event items noted within Section H, Uniform Items/Option List, are
discontinued by the vendor and no longer available, the Authority reserves the right to replace the previously listed item with an item of equal quality as determined by the Authority.
SCHEDULE A
Starting
Title Salary_
Crew Chief $ 13.22
Groundsman 10.00
Groundsman, Senior 11.00
Instrumentation Technician 13.22
Jet Vac Operator 13.22
Laborer 10.00
Laborer, Senior 11.00
Maintenance Man 10.00
Maintenance Mechanic, Assistant 10.50
Maintenance Mechanic 11.00
Maintenance Mechanic, Senior 13.22
Meter Maintenance/Repair/Reader 10.00
Meter Serviceman 11.00
Meter Serviceman, Senior 13.22
Pipefitter 12.00
Pipefitter, Senior 13.00
Pump Station Operator 12.00
TV/Grout System Operator 13.22
Water Plant Operator 13.22
Additions to Schedule A
Custodian 10.00
SCADA Technician 12.00
Water Leak Detection System Operator 13.22
Water Leak Detection System Technician 12.00
IN WITNESS WHEREOF, each of the parties hereto has caused this Agreement to be
executed by its duly authorized representative this day of , 2004.
THE BRICK TOWNSHIP MUNICIPAL
UTILITIES AUTHORITY
Attest:
____________________
Secretary Chairman
OFFICE AND PROFESSIONAL EMPLOYEES
INTERNATIONAL UNION
LOCAL 32
Attest:
ADDENDUM TO AGREEMENT BETWEEN
BRICK TOWNSHIP MUNICIPAL UTILITIES AUTHORITY
AND
OFFICE AND PROFESSIONAL EMPLOYEES INTERNATIONAL UNION LOCAL 32
JANUARY 1, 2004 – DECEMBER 31, 2006
MEMORANDUM OF AGREEMENT
This agreement made by and between the Brick Township Municipal Utilities Authority (BTMUA) and OPEIU Local 32 encompasses the entire agreement between the BTMUA and the OPEIU reached on May 9, 2002, regarding grievance 34.01.
It is agreed that the following language would be used regarding notification of employees of potential chronic absenteeism.
Chronic absenteeism or excessive absenteeism is not acceptable. Chronic or excessive absence is defined as a pattern of such absenteeism. The employer may issue a letter of notice to the employee, informing the employee that the employee has taken five occurrences per calendar year of absenteeism. This will inform the employee of the absenteeism situation. This letter shall not be used for disciplinary purposes, but as informational only. This does not bar the employer from discipline for chronic or excessive absenteeism.
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Attest Sharon Eastwick, OPEIU Representative
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Witness Kevin F. Donald, BTMUA Representative
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