solution to the problems which may arise affecting the items and conditions of

employment under the conditions of this Agreement.

controversy arising over the interpretation, application or alleged violations of the terms

and conditions of this agreement.

1. With respect to employee grievances, no grievance may proceed beyond STEP

TWO herein unless it constitutes a controversy arising over interpretation, application

or alleged violation of the terms and conditions of this agreement. Disputes concerning

terms and conditions of employment controlled by statute incorporated by reference in

this agreement, either expressly or by operation of law, shall not be processed beyond

STEP TWO herein.





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he/she has jurisdiction to hear and decide the matter in dispute.

1. The arbitrator shall be bound by the provisions of this Agreement and the
   
   Constitution and Laws of the State of New Jersey, and may be restricted to the
   
   application of the facts presented to him/her involved in the grievance. The
   
   arbitrator shall not have the authority to add to, modify, detract from or alter
   
   in any way the provisions of this Agreement or any amendment or supplement
   
   thereto. The decision of the arbitrator shall be final and binding.

1. The City and representatives agree that there shall be no discrimination against

any employee because of race, creed, color, religion, sex, national origin or political

affiliation.

authority, duties and responsibilities inferred upon and vested in it prior to the signing of

this Agreement by the Laws and Constitutions of the state of New Jersey and of the

United States, including, but not limited to the generality of the foregoing, the following

rights:

1. The executive management and administrative control of the city government, its
properties and facilities, and the activities of its employees by utilizing

personnel, methods and means of the most appropriate and effective

manner possible as may from time to time be determined by the City.

1. To make rules of procedure and conduct, to use improved methods and

equipment, to determine work schedules and shifts, to decide the number of

employees needed for any particular time.

1. The right of management to make, maintain and amend such reasonable rules
   
   and regulations as it may from time to time deem best for the purposes of
   
   maintaining order, safety and/or the effective operation of Department after
   
   advance notice thereof to the employees to require compliance by the employees
   
   is recognized.

1. To hire all employees and, subject to the provisions of law, to promote and

transfer employees.

1. To suspend, demote, discharge or take any other appropriate action against any

employee for good and just cause, according to the law.





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City, the adoption of policies, rules, regulations and practices and the furtherance thereof,

and the use of judgement and discretion in connection therewith, shall be in conformance

with the Laws and Constitutions of the State of New Jersey and of the United States.

responsibilities and authority under R.S. 40A, or any other national, state, county or

local laws or regulations.

as to permit no strikes by employees, no work stoppages, slow-downs or any other such

method which would interfere with the services to the public or violation of the Laws

and Constitution of the State of New Jersey.

to initiate the same.

thirteen (13) holidays:

New Year’s Day

Martin Luther King Day

Lincoln’s Birthday

President’s Day

Good Friday

Memorial Day

July 4^th

Columbus Day

Labor Day

Veteran’s Day

Thanksgiving Day

Friday following Thanksgiving Day

Christmas Eve (2021 ONLY)

Christmas Day

New Year’s Day (January 1)
Easter Sunday
Memorial Day
Fourth of July (July 4)
Labor Day
Thanksgiving Day
Christmas Day
Employees who work on these premium holidays shall be compensated at one and one-half (1 ½ ) times the employee’s hourly rate of pay for all hours worked on the holiday.

For all employees hired before January 1, 2013, the following vacation schedule shall be in effect:

An employee in his/her first year of service shall be entitled to one (1) working day’s vacation for each month of service up to and including December of his/her initial year. Thereafter, he/she shall be entitled to a full paid vacation. Vacations shall be assigned according to policy.
Thereafter, all employees shall be entitled to sixteen (16) actual working days paid vacation through nine years of service.
All employees with ten (10) or more years of service shall be entitled to twenty-one (21) actual working days paid vacation.
All employees with fifteen (15) or more years of service shall be entitled to twenty-four (24) actual working days paid vacation.
The Senior Communications Operator shall be entitled to twenty-three (23) actual working days paid vacation. A Senior Communications Operator with fifteen (15) or more years of service shall be entitled to twenty-six (26) actual working days paid vacation.

For all employees hired on or after January 1, 2019 the following vacation schedule shall be in effect:

An employee in his/her first year of service shall be entitled to one (1) working day’s vacation for each month of service up to and including December of his/her initial year. Thereafter, he/she shall be entitled to a full paid vacation. Vacations shall be assigned according to policy.


-15-
Beginning the Second (2) year through the Fourth (4) year of continuous service the employees shall be entitled to Twelve (12) working days paid vacation.
Beginning the Fifth (5) year through the Seventh (7) years of continuous service the employees shall be entitled to Fourteen (14) working days paid vacation.
Beginning the Eighth (8) year through the Tenth (10 ) year of continuous service the employees shall be entitled to Sixteen (16) working days paid vacation.
Beginning the Eleventh (11) year through the Fourteenth (14) year of continuous service the employees shall be entitled to Eighteen (18) working days paid vacation.
Beginning the Fifteenth year of continuous service the employees shall be entitled to Twenty (20) working days paid vacation.

It is the intent of this Article to assure personnel covered by the Agreement that they shall receive the maximum amount of actual vacation days to which they are entitled. Days on which they are normally scheduled off that fall during vacation period shall not be compute as part of the vacation days.

After the first year of service, all vacation days will accumulate on the first day of January for the ensuing year.

If an employee is permitted to but does not use his/her vacation time (including the thirteen (13) days granted as compensation time for holidays described in Article VII) during the year in which earned, he/she will lose the days not used. If, however, an employee is not permitted to use his/her vacation time (including the thirteen (13) days granted as compensation time for holidays as described in Article VII) during the year in which they are earned, he/she shall then be paid for each of such days of unused time. The pay for such unused days shall be computed at the straight time daily rate of pay, including longevity, based upon a five (5) day workweek, fifty-two (52) weeks a year.

It is each employee’s responsibility to see that his/her vacation is planned well in advance of the year-end so there will be no unused days.

In order for an employee to qualify to be paid for unused vacation days, the following procedure must be followed:

The schedule is to be posted and employees (in order of seniority) will mark off vacation days planned for the current year. This procedure is to be completed before January 31^st of each year.
If the days selected are unsatisfactory, in the determination of the supervisor, then the supervisor shall give the employee alternate days, which days must be accepted by the employee.
If the supervisor cannot give the employee alternate days, he/she is to notify the employee who must then write a memorandum to the City notifying the City of the employee’s intent to claim to be paid for such unused vacation days. This memorandum must be received by the City prior to November 1^st of each year.
If steps 1, 2, and 3 are complied with and the employee does not in fact use his/her days earned and so rejected during each year, he/she shall be paid for same during January of the following year.

Any employee who shall be absent from work for three (3) or more consecutive working days due to illness, leave and attendance of a member of the employee’s immediate family, shall be required to submit acceptable medical evidence substantiating the illness.

In case of sick leave due to exposure to a contagious disease, a certificate from the family doctor shall be required.

Sick leave shall accrue for the regular full-time employees at the rate of one (1) per month during the first fiscal year of employment and thereafter each December 31^st commencing the following calendar year fifteen (15) working days in every calendar year of employment, which shall accumulate from year to year.

If an employee is absent from work for reasons that entitle him to sick leave, the Chief of Police or his representative shall be notified as early as possible, but no later than two (2) hours prior to the start of the scheduled work shift for which he/she is absent, except in the case of emergency.

Effective in 2019 through 2021, an employee having seventy-five (75) or more accumulated sick days at the end of a calendar year shall be allowed to sell back up to five (5) days at the end of each calendar year as long as he/she maintains at least seventy-five (75) sick days accumulation after such sell back. Such payment shall be computed at an employee’s daily base salary rate of pay. Notice of such intent shall be provided to the City no later than December 30 of each year and payment by the City shall be made no later than January 31 of the immediate succeeding year. This provision shall “sunset” as of December 31, 2021 and shall not be carried forward into the successor agreement unless agreed upon by the parties in their negotiations for a successor agreement.

The term “immediate family” shall include only father, mother, father-in-law, mother-in-law, grandparents, grandchildren, aunts, uncles, sisters, brothers, spouse, children and foster children of the employee residing in his household.

In the event of a death of an Aunt, Uncle, Niece or Nephew of the employee or employee’s spouse, bereavement leave shall be granted for the purpose of attending the funeral.

Funeral leave may be extended beyond the three (3) working day period at the sole discretion of the Director of Public Safety or his/her designated representative.

The above shall not constitute sick leave and shall not be deducted from the employee’s annual sick leave.

Any amount of salary or wages paid or payable to employees because of leave granted pursuant to Section A above shall be reduced by amount of Workmen’s Compensation awarded under Chapter 15 of Title 34 of the revised statutes made for disability because of the same injury or illness requiring such leave. It is the intention of the City to supplement any temporary disability payments made under Workmen’s Compensation to employees so that said employees receive their full salary or wage. Upon the cessation of payment of temporary disability by the carrier to the employees, the City supplemental payments will also cease and the employee will be expected to return to work.

Margate governed by this agreement and having attained the ages of sixty two, sixty-

three or sixty-four and then choosing to retire under the provisions of NJ PERS shall be

entitled to a payment of up to $1000.00 per month to cover the cost of Health Insurance

for any month prior to attaining the age of sixty-five. The amount paid shall be

determined by the net cost of said insurance paid by the City and said employee on the

month proceeding the month of retirement.

Effective January 1, 2019 3%

Effective January 1, 2020 3%

Effective January 1, 2021 3%

	Effective 1-1-2019 through 12-31-2019	Effective 1-1-2020 through 12-31-2020	Effective 1-1-2021 through 12-31-2021
First Year Telecommunicator	$34,373.	$34,373.	$34,373.
Second Year Telecommunicator	$36,997.	$36,997.	$36,997.
Third Year Telecommunicator	$39,621.	$39,621.	$39,621.
Forth Year Telecommunicator	$42,245.	$42,245.	$42,245.
Fifth Year Telecommunicator	$44,869.	$44,869.	$44,869.
Sixth Year Telecommunicator	$47,493.	$47,493.	$47,493.
Seventh Year Telecommunicator	$50,117.	$50,117.	$50,117.
Eight Year Telecommunicator	$52,741.	$52,741.	$52,741.
Ninth Year Telecommunicator	$55,365.	$55,365.	$55,365.
Tenth Year Telecommunicator	$57,989.	$57,989.	$57,989.
Eleventh Year Telecommunicator	$60,613.	$60,613.	$60,613.
Twelth Year Telecommunicator	$63,237.	$63,237.	$63,237.
Thirteenth Year Telecommunicator	$65,861.	$65,861.	$65,861.
Fourteenth Year Telecommunicator	$68,485.	$68,485.	$68,485.
Fifteenth Year Telecommunicator	$72,110.	$72,110.	$72,110.

week year.

when required.

(40) hours a week.

Local Traffic Court, said employee shall be guaranteed a minimum of two (2) hours

compensation at the overtime rate. In the event an employee receives a standby

subpoena for a Municipal or Local Traffic Court, said employee shall by guaranteed a

minimum of one (1) hour compensation at the overtime rate.

work will be paid overtime at time and a half according to their rate of pay, as long as said employee meets the established overtime pay policy of the City.

The City agrees to provide all bargaining unit members with eight hundred fifty

($850) dollars clothing maintenance allowance in 2019, eight hundred fifty

($850) dollars clothing maintenance allowance in 2020, and eight hundred fifty

($850) dollars clothing maintenance allowance in 2021.

The City agrees to distribute the above clothing maintenance allowance in a separate check on the first pay period in December.




































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1. The City agrees to establish in accordance with Section 125 of the Internal Revenue Code an opt-out provision for the purpose of allowing an employee otherwise entitled to health insurance coverage to voluntarily opt-out of such coverage in exchange for receiving from the City a cash payment in lieu of health insurance coverage. If an employee selects the cash option, it shall be included in the employee’s gross income as compensation. If an employee selects the insurance coverage the value of such coverage is excluded from the employee’s gross income as compensation. The terms of the opt-out provision shall be as follows:
a. An employee otherwise entitled to health insurance coverage shall have the option to voluntarily not participate in the Medical & Prescription Plans and withdraw from any such coverage. The employee will still participate in the Dental and Optical Plans. The decision to exercise this option rests solely with the employee. In the event an employee elects to opt-out of the Medical and Prescription Plan coverage, the City Shall pay to the employee 25% of the amount saved by the City because of the employee’s waiver of coverage, or $5,000.00, whichever is less, in accordance with P.L. 2010, Chapter 2.

b. Employees that have elected to waive health coverage prior to P.L. 2012, Chapter 2 shall be compensated as follows:
Single Coverage $3,000.00

These payments to the employee are in lieu of the yearly premium costs for the Medical and Prescription Plans. Such cash payment shall be in the form of a stipend and shall be paid by separate checks in twelve (12) equal monthly installments in the calendar year in which the non-participant occurs.
c. In order for an employee to be eligible to elect the cash option for the medical and prescription insurance plans as stated above, an employee must provide documentation to the City that they are covered under an alternative health insurance plan.
d. All withdrawals shall be for a full year (January 1 through December 31). Written notification of an employee’s intent to elect the withdrawal option must be filed with the City during the normal enrollment period. Employees may either re-elect the option of the withdrawal during each enrollment period or elect to re-enroll in the insurance plans offered by the City. Prior to each re-enrollment period, the City’s insurance carrier and/or representative shall hold a meeting with the employees considering to elect to withdraw from the City’s insurance plan(s) and shall apprise them of any and all benefits and/or risks involved should the employee elect such waiver.

2. Notwithstanding the above, an employee who has a change in status (e.g. termination of employment, death, separation, divorce, etc.) which causes the employee to lose his/her alternate health insurance coverage shall be entitled to re-enroll in the

health plans during the year provided the employee supplies the City with notice of the
change of status within sixty (60) days of the event causing such change. The City’s obligation to pay the cash option shall be prorated for the employee subject to a change in status. If the City’s health plans do not accept the employee, the City will find a comparable plan and pay the premium up to the current amount paid for employees in the City’s plan. Additional costs above the current cost incurred will be the responsibility of the employee. The employees will be re-enrolled in the City’s plan at the first permissible date.

3. Return to the medical and prescription plans for reasons other than a change in status is subject to the terms of the carrier.

ARTICLE XXIII

DURATION OF AGREEMENT




This Agreement shall be in full force and effect as of January 1, 2019 and

shall remain in effect until and including December 31, 2021 without any

reopening date except as provided in Article XIV. This Agreement shall

continue from year to year thereafter, until one party or the other gives

notice, in writing, no sooner than one hundred and fifty (150) days nor no

later than one hundred and twenty (120) days prior to the expiration of this

Agreement of a desire to change, modify or terminate this Agreement.

IN WITNESS THEREOF, the parties have hereunto set their hand and

seals at the City of Margate City, New Jersey on this ________ day of

______________________, 2019.


CITY OF MARGATE CITY

________________________ _________________________
Commissioner City Clerk


MARGATE CITY COMMUNICATIONS OPERATORS


_________________________ __________________________
SCO Leona K. Thomas CO Jessica Johansson


_________________________ __________________________
CO Nancy Edge CO Deborah Bond

_________________________ __________________________
CO Shelley Moran CO Malissa Lewis


_________________________
CO Erik Jensen