Contract Between
Margate-Atlantic
- and -
Margate Communications Operators
* * *
01/01/2019 thru 12/31/2021


CategoryMunicipal
UnitCommunications Personnel, Dispatchers

Contract Text Below
AGREEMENT

BY AND BETWEEN



CITY OF MARGATE CITY


AND



MARGATE COMMUNICATIONS OPERATORS



JANUARY 1, 2019 through DECEMBER 31, 2021




















TABLE OF CONTENTS

ARTICLE PAGE

AGREEMENT 1

PURPOSE 2

I RECOGNITION 3

II GRIEVANCE PROCEDURE 4

III NON-DISCRIMINATION 8

IV BULLETIN BOARD 9

V MANAGEMENT RIGHTS 10

VI STRIKES 12

VII HOLIDAYS 13

VIII VACATIONS 15

IX SICK LEAVE 18

X FUNERAL LEAVE 20

XI INJURY LEAVE 21

XII LIMITATIONS ON LEAVE 22

XIII RETIREMENT 23

XIV SALARIES 24

XV OVERTIME 26

XVI LONGEVITY 27

XVII CLOTHING ALLOWANCE 29

XVIII HOSPITALIZATION INSURANCE 30

XIX EMPLOYEES RIGHTS AND PRIVILEGES 35

XX SAVING CLAUSE 36

XXI FULLY-BARGAINED AGREEMENT 37

XXII LABOR MANAGEMENT COMMITTEE 38

XXIII DURATION OF AGREEMENT 39

AGREEMENT


This Agreement entered into on this __________________ day of _______________,

2019 by and between the City of Margate City, in the County of Atlantic, a municipal

corporation of the State of New Jersey, hereinafter referred to as the “City” and the

Margate City Communications Operators, hereinafter referred to as the Communications

Operators, represents the complete and final understanding on all bargainable issues

between the City and the Communications Operators.






























- 1 -
PURPOSE


This agreement is entered into pursuant to the provisions of Chapter 123, Laws of 1974

(N.J.S.A. 34:13A-5.1 et.seq.) of the State of New Jersey to promote and ensure the harmonious

relations, cooperation and understanding between the City and the employees; to prescribe the

rights and duties of the City and the employees; to provide for the resolution of legitimate

grievances, all in order that the public services shall be expedited and effectuated in the best

interest of the people of the City of Margate City.



































- 2 -
ARTICLE 1

RECOGNITION


  1. The City hereby recognizes the Communications Operators as the sole and exclusive

negotiating agent and representative for all full-time Communications

Operators employed in the City of Margate City.






































- 3 -
ARTICLE II

GRIEVANCE PROCEDURE


A. The purpose of this procedure is to secure, at the lowest possible level, an equitable
      solution to the problems which may arise affecting the items and conditions of

      employment under the conditions of this Agreement.

  1. Nothing herein shall be construed as limiting the right of any employee having

a grievance to discuss the matter informally with any appropriate member of the

department.

  1. (1) With regard to employees, the term “grievance” as used herein means an appeal by

an individual employee or their representative on behalf of an individual employee or

group of employees, from interpretation, application or violation of policies,

agreements and administrative decisions affecting them.

With regard to the City, the term “grievance” as used herein means a complaint or
      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.




      - 4 -
  1. The following constitutes the sole and exclusive method for resolving grievances

      between the parties covered by this agreement, and shall be followed in its entirety

      unless any step is waived by mutual consent.

      STEP ONE: The aggrieved or their representative shall institute action under the

      provisions hereof within ten (10) calendar days after the event giving rise to

      the grievance has occurred or knowledge thereof. Then an earnest effort shall

      be made to settle the differences between the aggrieved and the Chief of Police

      or representative designated by him/her for the purpose of resolving the matter

      informally. Failure to act within said ten (10) calendar days shall be deemed to

      constitute an abandonment of the grievance.

      STEP TWO: If no agreement can be reached orally within seven (7) calendar days of the

      initial discussion with the Chief of Police the employee or their representative

      may present the grievance in writing within seven (7) days thereafter to the

      Commissioner of Public Safety or his/her designated representative. The written

      grievance at this step shall contain the relevant facts and a summary of the

          preceding oral discussion, the applicable Section of the contract violated, and

          the remedy requested by the grievant. The Commissioner of Public Safety or

          his/her designated representative will answer the grievance, in writing, within

          ten (10) calendar days of receipt of the written grievance or schedule a hearing or

          both.










          - 5 -

STEP THREE: If the grievance is not settled through Steps One and Two, either party

shall have the right to submit the dispute to arbitration pursuant to the rules and

regulations of the Public Employment Relations Commission. The costs for the services

of the arbitrator shall be borne equally by the City and the grievant. Any other expenses,

including but not limited to the presentation of witnesses, shall be paid by the parties

incurring the same.


E. (1) The parties direct the arbitrator to decide, as a preliminary question, whether
      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. Upon prior notice to and authorization of the Director of Public Safety, the designated

representative shall be permitted as members of the Grievance Committee to confer with
    employees of the City on specific grievances in accordance with the grievances set forth

    herein, during work hours of the employee, without loss of pay, provided the conduct of

    said business does not diminish the effectiveness of the City of Margate City Police

    Department or require the recall of off-duty employee.








    - 6 -
  1. The time limits expressed herein shall be strictly adhered to. If any grievance has not

been initiated within the time limits specified, then the grievance shall be deemed to

have been abandoned. If any grievance is not processed to the next succeeding Step in the
    grievance procedure within the time limits prescribed thereunder, then the disposition of the

    grievance at the last proceeding Step shall be deemed to be conclusive. If a decision is not

    rendered within the time limits prescribed at any Step in the grievance procedure, then the

    grievance shall be deemed to have been denied. Nothing herein shall prevent the parties

    from mutually agreeing to extend or contract the time limits for processing the grievance at

    any Step in the grievance procedure.

  1. In the event the aggrieved elects to pursue remedies available through Civil Service,
    the grievance shall be canceled and the matter withdrawn from this procedure. It is agreed

    between the parties that no arbitration hearing shall be held until after the expiration of at

    least thirty (30) calendar days after the decision rendered by the Director of Public Safety

    on the grievance. In the event the grievant pursues his/her remedies through Civil Service,

    the arbitrator hearing, if any, shall be canceled and the filing fees and expenses incurred

    thereby shall be paid by the city or the Communications Operators, whichever is responsible

    for the costs incurred.















    - 7 -

    ARTICLE III

    NON – DISCRIMINATION


    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.


B. The City and representatives agree that all employees covered under this Agreement

have the right without fear of penalty or reprisal to form, join or assist any employee

organization or to refrain from any such activity. There shall be no discrimination

by the City or representative against any employee because of the employee’s

membership or non-membership in an association of Communication Operators.



























- 8 -
ARTICLE IV

BULLETIN BOARD


  1. The employees shall have the use of the bulletin board located in the police
      department headquarters for the posting of notices relating to meetings and
      official business of the Communications Operators only.
    1. Only material authorized by the signature of the representative of the

      Communications Operators shall be permitted to be posted on said

      bulletin board. Any unauthorized material may be removed by the Chief

      of Police.































    - 9 -
    ARTICLE V

    MANAGEMENT RIGHTS

    1. The City hereby retains and reserves unto itself without limitation, all powers, rights,
        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.




        - 10 -
    1. The exercise of the foregoing powers, rights, authority, duties and responsibilities of the
        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.
    1. Nothing contained herein shall be construed to deny or restrict the City of its rights,
        responsibilities and authority under R.S. 40A, or any other national, state, county or

        local laws or regulations.



































    - 11 -
    ARTICLE VI

    STRIKES


    1. The employees assure and pledge to the City that their goals and purposes are such
        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.
    1. The employees will not permit such activities nor advocate or encourage other employees
        to initiate the same.

    C. The employees will not support anyone acting contrary to this Article.
































    - 12 -
    ARTICLE VII

    HOLIDAYS


      All employees covered by the Agreement shall receive the following
        thirteen (13) holidays:

        New Year’s Day

        Martin Luther King Day

        Lincoln’s Birthday

        President’s Day

        Good Friday

        Memorial Day

        July 4th

        Columbus Day

        Labor Day

        Veteran’s Day

        Thanksgiving Day

        Friday following Thanksgiving Day

        Christmas Eve (2021 ONLY)
            Christmas Day
      Employees covered by this agreement shall be granted thirteen (13) days off with pay as holidays, to be used in the same manner as vacation days. An employee at his/her option may be paid for up to five (5) of the holidays actually worked in lieu of vacation time. The payment for holidays worked shall be computed at straight time daily rate of pay paid including longevity.


    - 13 -
      There shall be seven (7) premium holidays as follows:
                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 ) times the employee’s hourly rate of pay for all hours worked on the holiday.
      The effect of the Article is to give all employees, in addition to two (2) days off each week of each year and in addition to their regular vacation time, an additional thirteen (13) days off per year.
        All employees hired prior to January 31, 2019, covered by this agreement shall receive Three (3) personal days per year during the period of this Contract. Personal days may be taken in half (1/2) day increments, but may not be taken to create a personnel shortage, as to create over-time. Personal days shall not be carried to the next calendar year, without the authorization of the Chief of Police.
        F. All Employees hired after January 31, 2019 are not entitled to receive personal days.






          - 14 -
          ARTICLE VIII
          VACATIONS
              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.



            - 16 -
                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 31st 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 1st 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.

            - 17 -
            ARTICLE IX

            SICK LEAVE

              Sick leave is herby defined to mean absence from post of duty by an employee because of illness, exposure to contagious disease, or attendance upon a member of the immediate family who is seriously ill and requires the care or attendance of such employee.

              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 31st 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.



            - 18 -
              Annual Sell Back
                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.


            - 19 -

            ARTICLE X
            FUNERAL LEAVE



              In the event of death in the employee’s immediate family, the employee shall be granted time off without loss of pay, to make funeral arrangements and attend the funeral, but in no event to exceed three (3) working days.

              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.



            - 20 -

            ARTICLE XI
            INJURY LEAVE



              Injury leave shall be granted with full pay to employees disabled through injury or illness as a result of, or arising from and in the course of their respective employment.

              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.



            - 21 -

            ARTICLE XII

            LIMITATIONS OF LEAVE



              No leave of absence or combination of absences for any cause whatsoever, including sick leave, injury leave, funeral leaves, etc., shall exceed one (1) year. In the case of continuous absence from duty of any employee for any cause whatsoever, of more than one (1) year duration, such employee so absent shall be automatically retired from the Department on the first anniversary from the date such absence began.


            - 22 -

            ARTICLE XIII

            RETIREMENT

              Upon an employee’s retirement or death after having served at least five (5) years, said Employee shall be compensated for his/her first 100 accumulated sick days at his/her rate of pay for the year immediately preceding said termination. In the event an employee has accumulated more than 100 sick days, he/she shall receive two (2) full days for each three (3) days of accumulated sick leave with a maximum of two hundred (200) days credit. No compensation will be paid for accumulated sick leave over 200 days.
              The accumulated sick leave pay shall be computed at his/her daily rate for the year immediately preceding, including longevity. The daily rate of pay shall be computed by dividing the base salary plus longevity by two hundred sixty (260).
              Other yearly benefits upon retirement, death, resignation or honorable termination after the fifth year of employment shall be paid on a pro-rata basis upon the number of months this employee has worked during that calendar year. If an employee terminates his/her employment and is not in good standing in accordance with Civil Service regulations, then no benefits will be paid.
              Any Employee with twenty-five years continuous full time service with the City of

                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.
              All Civil Service requirements pursuant to 4:1-16-12 shall be complied with.
                - 23 -
              ARTICLE X1V

              SALARIES



              The annual base salary for Communications Officers who were hired prior to January 1, 2019 shall be as follows:
                All salaries shall be increased as follows:
                  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
              Telecommunicator
              $72,110.00
              $74,273.00
              $76,501.00
              Senior/Supervising
              Telecommunicator
              $77,881.00
              $80,217.00
              $82,624.00




















              - 24 -
                The annual base salary for Communications Officers who were hired on or after
              January 1, 2016 shall be as follows:


                  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.

                Salaries shall be paid bi-weekly and shall include base salary and shall represent base figure for all calculations concerning hourly rate, pension, longevity, overtime, etc.
                Base salary is the annual pay based on a forty (40) hour week and a fifty-two (52)
                  week year.
                The workday shall consist of eight (8) consecutive hours of work and overtime
                  when required.
              - 25 –

              ARTICLE XV

              OVERTIME


              A. Overtime shall consist of all hours worked in excess of (8) hours in a day or forty
                  (40) hours a week.

              B. All employees covered by the Agreement shall, in addition to their basic salary, be paid

              one and one-half (1 ) times their straight time hourly rate of pay, including longevity in

              accordance with their services for all overtime hours worked. All overtime payments

              shall be paid no later than on the pay day for the pay period which immediately follows

              the pay period in which the overtime occurs, or they shall receive compensation equal in

              value to an overtime payment.

              C. If an employee is recalled to duty, he/she shall receive a minimum of two (2) hours

              compensation at the overtime rate, provided said recall is not contiguous with the

              employee’s normal shift.

              D. If an employee receives a standby subpoena for any court, other than Municipal or
                  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.
                In the event that a state of emergency is declared, the employees who have to report to
                  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.









              - 26 -
              ARTICLE XVI

              LONGEVITY


              A. Each employee hired prior to January 1, 2013 shall be paid in addition to and together with his/her annual base salary, additional compensation based upon the length of his/her service to the City of Margate City as fixed and determined by the following schedule:

              Years of Service Longevity Payment

              15 Years 6.5 %

              20 Years 8.5 %

              25 Years or More 10.5 %

                Each employee hired on or after January 1, 2013 shall be paid in addition to and together with his/her annual base salary, additional compensation based upon the length of his/her service to the City of Margate City as fixed and determined by the following schedule:
                At the completion of Ten (10) Years. . . . . . . . . . $1,000.00
                At the completion of Eleven (11) Years . . . . . . . $1,100.00
                At the completion of Twelve (12) Years . . . . . . .$1,200.00
                At the completion of Thirteen (13) Years . . . . . . $1,300.00
                At the completion of Fourteen (14) Years . . . . . .$1,400.00
                At the completion of Fifteen (15 ) Years . . . . . . .$1,500.00
                At the completion of Sixteen (16) Years . . . . . . .$1,600.00
                At the completion of Seventeen (17) Years . . . . .$1,700.00
                At the completion of Eighteen (18) Years . . . . . . $1,800.00
                At the completion of Nineteen (19) Years . . . . . . $1,900.00
                At the completion of Twenty (20) Years . . . . . . . $2,000.00
                At the completion of Twenty One (21) Years . . . $2,100.00
                At the completion of Twenty Two (22) Years . . . $2,200.00
                At the completion of Twenty Three (23) Years . . $2,300.00
                At the completion of Twenty Four (24) Years . . . $2,400.00
                At the completion of Twenty Five (25) Years . . . .$2,500.00





              - 27 -
                The aforementioned additional salary or compensation shall be paid in equal

              bi-weekly installments at the same time as the base pay. In computing overtime

              pay and vacation pay and other pay rates set forth in the Agreement, the basic

              pay of all employees shall include his/her base pay plus longevity.














































              - 28 -
              ARTICLE XVII

              CLOTHING ALLOWANCE



                  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.



































                  - 29 -

              ARTICLE XVIII
              HOSPITALIZATION INSURANCE

              A. The City agrees to provide comprehensive medical and hospitalization insurance through the New Jersey State Health Benefits Plan, as it exists or as modified by the State Health Benefit Program (or any substantially similar health benefits plan), including any changes in co-pays or deductibles that may be implemented by the New Jersey State Health Benefits Program, for all employees and eligible dependents covered by this agreement. The City will offer a selection of plans available under the New Jersey State Health Benefits Program. Except as provided by law, the City agrees to pay the full cost of the NJSHBP plan selected by the employee for employees and their eligible dependents.
              B. The City further agrees that the continuance of coverage after retirement of any Employees shall be provided at such rates and under such conditions as shall be prescribed in the contract subject, however, to the requirements hereinafter set forth in this subsection. The contribution required of any retired Employee toward the cost of such coverage shall be paid by him/her directly to the insurance agent.
              C. Retired Employees shall be required to pay for the entire cost of coverage for themselves and their dependents at rates which are deemed to be adequate to cover the benefits, as affected by Medicare, of such retired Employees and their dependents on the basis of the utilization of services which may be reasonably expected of such older age classifications, provided, however, that the total rate payable by such retired Employee for himself/herself and his/her dependents for coverage under the contract and for Part B of Medicare, shall not exceed by more than twenty-five (25%) percent the total amount that would have been required to have been paid by the Employee and his/her Employer for the coverage maintained had he/she continued in office or active employment and he/she and his/her dependents were not eligible for Medicare benefits. Nothing herein shall be construed as compelling and Employer to pay any portion of the premiums or charges attributable to such contracts. D. The city agrees to provide a co-pay
              - 30 -
              prescription plan for employees and dependents through the New Jersey State Health Benefits Plan. The co-payments shall be determined by the New Jersey State Health Benefits plan and may be subject to future changes to reflect the then applicable NJSHBP prescription co-pays.
              E. The City agrees to provide Bargaining Unit Employees with a Five Thousand ($5,000.00) life insurance policy.
              F. The City agrees to provide Bargaining Unit Employees and their eligible dependents with a dental health plan.
              G. The City agrees to provide Bargaining Unit Employees and their eligible dependents an optical plan through Horizon Eye Care.
              H. Opt-Out Provision
                  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.
              - 31 -
                      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
              Parent/Child Coverage $4,000.00
              Husband/Wife Coverage $5,000.00
              Family Coverage $7,500.00
                      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
              - 32 -
                  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.

              I. Flexible Spending Account
              The City shall provide at no additional cost to the employee a flexible Spending Account (FSA) in accordance with Section 125 of the Internal Revenue Code, allowing a maximum of $2,500.00 for medical expenses and a maximum of $5,000.00 for child/dependent care. The option of enrolling in the FSA shall be that of the employee.

              J. Change in Plans and Providers
              The City may, at its option, change any of the existing insurance plans or carriers providing such benefits so long as the benefits which are provided to the employees and their eligible dependents are the same or equivalent to the coverages and benefits as were being provided on December 31, 2012. The City further reserves the right, at its option, to self-insure any of the plans or coverage so long as the benefits which are provided to the employees and their eligible dependents are the same or equivalent to the coverages and benefits as were being provided on December 31, 2012. Disagreements regarding coverage changes can go to the grievance process and to arbitration. The City will notify the Association at least thirty (30) days before any change is to happen.
              - 33 -
              Selection of the carrier or carriers is a managerial prerogative not subject to the terns of this collective bargaining agreement. The Margate City Tele-communicators shall be provided with copies of the Master Plan documents in both the current and proposed plan prior to the implementation of the proposed plan.
              K. Cost Contribution
              Employees shall be required to contribute to the costs of the health Insurance Plan as may be mandated by law, including P.L. 2011, Chapter 78. Such payments shall be withheld in equal installments throughout the year from an employees’ pay check. The City shall establish and adopt a Section 125 Plan so that said contributions would be “pre-tax”.
              CONTINUATION OF BENEFITS NOT COVERED BY THIS AGREEMENT

              A. All conditions not covered by this Agreement shall continue to be governed, controlled and interpreted by reference to the City’s Charter and ordinances, and any present benefits which are enjoyed by employees covered by this Agreement, that have not been included in the contract, shall be continued.


















              - 34 -
              ARTICLE XIX
              EMPLOYEE’S RIGHTS AND PRIVILEGES

                Nothing contained herein shall be construed to deny or restrict to any Communications Operator such rights as he/she may have under any other applicable laws and regulations. The rights granted to Communications Operator shall be deemed to be in addition to those provided elsewhere.
                The City agrees not to enter into any other agreement or contract with its employees who are covered hereunder, individually or collectively, which in any way conflicts with the terms and provisions of the Agreement.
                The Chief of Police and his/her designee, at his/her sole discretion, may grant reasonable requests of Communications Operators to exchange tours of duty. Under no circumstances will Communications Operators receive additional compensation upon voluntary exchange of tours of duty.
                All uniforms damaged in the line of duty shall be replaced or repaired by the City, after inspection and certification by the Chief of Police.
                A set of written guidelines, procedures and orders shall be established.
                The City agrees to provide legal defense in any action or legal proceeding arising out of or incidental to the performance of duties pursuant to N.J.S.A. 40A:14-155 and for the expungements of records where applicable.







                - 35 -
              ARTICLE XX

              SAVINGS CLAUSE

                Each and every clause of this Agreement shall be deemed separate from each and every other clause of the Agreement to the extent that in the event any clauses shall be finally determined to be in violation of any Federal or State Law, then in such event, such clause or clauses, only to the extent that any may be so in violation shall be deemed of no force and effect and unenforceable without impairing the validity and enforceability of the rest of the Agreement, including any and all provisions on the remainder of any clause, sentence or paragraph in which offending language may appear.

















              - 36 -
              ARTICLE XXI

              FULLY - BARGAINED AGREEMENT

                This Agreement represents and incorporates the complete and final understanding and settlement by the parties of all bargaining issues, which were or could have been the subject of negotiations. During the term of this Agreement, neither party will be required to negotiate with respect to any such matter, whether or not covered by the Agreement, and whether or not within the knowledge or contemplation of either or both parties at the time they negotiate or signed this Agreement.
















              - 37 -
              ARTICLE XXII

              LABOR MANAGEMENT COMMITTEE

                The City and employees agree that there shall be established a Labor Management Committee whose purpose is to increase the communications between the employees and the Commissioners of the City of Margate City. The committee will consist of three (3) Communications Operators and the Director of Public Safety of the City of Margate City. The Committee shall meet periodically for the purpose of discussing matters of concern of both parties.















              - 38 -

                              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
              - 39 -


              Margate and Margate Comm Operators 2019.pdf
              File Attachment Icon
              Margate and Margate Comm Oper cert 2019.pdf