Contract Between
Clark Tp-Union
- and -
Union Co 8 IFPTE
* * *
01/01/2005 thru 12/31/2009


CategoryMunicipal
UnitWhite Collar

Contract Text Below
27
ftd/clark/council8/white collar/cba/01.01.05-12.31.09/1848.9907
ftd/clark/council8/whitecollar/cba/01.01.05-12.31.09/1848.9907










AGREEMENT


Between


CLARK TOWNSHIP


and


UNION COUNCIL NO. 8, I.F.P.T.E., AFL-CIO


REPRESENTING WHITE COLLAR EMPLOYEES



EFFECTIVE January 1, 2005 through December 31, 2009




Union Council No. 8 APRUZZESE, McDERMOTT,
I.F.P.T.E., AFL-CIO MASTRO & MURPHY
A Professional Corporation
25 Independence Boulevard
P.O. Box 112
Liberty Corner, N. J. 07938
(908) 580-1776
TABLE OF CONTENTS

ARTICLE DESCRIPTION PAGE NO.
Witnesseth 1
1 RECOGNITION 1
2 REPRESENTATION FEE 1
3 ASSOCIATION BUSINESS 3
4 MANAGEMENT RIGHTS 4
5 HOURS OF WORK 4
6 PAY PERIODS 5
7 SALARIES 5
8 OVERTIME 5
9 INCREMENTS/PROMOTIONS 6
10 LONGEVITY PROGRAM 7
11 VACATIONS 7
12 HOLIDAYS 8
13 PERSONAL LEAVE DAYS 8
14 SICK LEAVE, LEAVE OF ABSENCE AND OTHER
LEAVE; FLEX TIME 9

15 MISCELLANEOUS BENEFITS 13

16 MEDICAL BENEFITS TO RETIRED MEMBERS 15

17 INOCULATION 16

18 NON-DISCRIMINATION 16



18 GRIEVANCE PROCEDURE 16

19 MAINTENANCE OF WORK OPERATIONS 17

20 SAVINGS CLAUSE 18

21 RETENTION OF BENEFITS 18

22 CLOTHING ALLOWANCE 18

23 CIVIL SERVICE RULES 19

24 JOB VACANCY, EMPLOYMENT LEVELS 19

25 DURATION 20





THIS AGREEMENT made and entered into this day of 2006, effective January 1, 2005, by and between THE TOWNSHIP OF CLARK, a Municipal Corporation of the State of New Jersey (hereinafter known and designated as the Employer) and UNION COUNCIL NO. 8, I.F.P.T.E., AFL-CIO (hereinafter known and designated as the Association).
WITNESSETH:
WHEREAS, it is the purpose of this Agreement to prescribe the legitimate rights of those Municipal Employees recognized as being represented by the Association and to provide orderly and peaceful procedures for presenting employee grievances and proposals, and to protect the rights of the public in the Township of Clark;
NOW, THEREFORE, IT IS AGREED AS FOLLOWS:
ARTICLE 1
RECOGNITION
The Employer hereby recognizes Union Council No. 8, I.F.P.T.E., AFL-CIO as the exclusive representative for the clerical and secretarial employees, sanitary inspector, building maintenance employees and police records clerk working for the Township of Clark, but excluding all managerial executives, confidential employees, supervisory employees within the meaning of the Act, police officers, craft employees, secretary to the mayor and secretary to the Business Administrator, all division and department heads, communications operators and all other employees employed by the Township of Clark.

ARTICLE 2
REPRESENTATION FEE
a. Notice and Amount of Fee
If an employee in the bargaining unit is not a member of the Association during the term of this Agreement, and during the period, if any, between successive Agreements, such employee shall be required to pay a representation fee to the Association during such term of period. The purpose of the representation fee is to provide for payment to the Association of a fee in lieu of dues for services rendered by the Association, and thereby to offset the cost of services rendered by the Association as majority representative. In order to adequately offset the cost of services rendered by the Association, the representation fee shall be 85% of the amount of the regular membership dues, initiation fees and assessments charged by the Association to its own members.
The Employer shall submit an up-to-date list of all employees in the unit to the Association at least once each month. The Employer shall advise the Association of any new hires within fourteen (14) days of said employee’s hiring. The Association shall submit to the Employer a list of those employees in the unit who are not members of the Association. The Employer shall deduct from the salary of such employee in accordance with “b” below, the full amount of the representation fee and shall transmit promptly the amount so deducted to the Association. The Association shall notify the Employer in writing of any changes in the list and/or the amount of the representation fee, and such changes shall be reflected in any deduction made.
b. Payroll Deduction Schedule
The Employer shall deduct a representation fee in equal installments as nearly as possible, from the paychecks paid to each employee on the aforesaid list during the membership period fixed by the Association. The deductions will begin with the first paycheck paid ten days after the receipt of the aforesaid list by the Employer or 30 (thirty) days after the employee begins his/her employment in the bargaining unit position) and every pay check thereafter except where the employee is continued in the employ of the Employer in a non-bargaining unit position or is on layoff, in which event the deductions will begin with the first paycheck paid 10 (ten) days after the resumption of the employee’s employment in a bargaining unit position. Except as otherwise provided herein, the mechanics for the deduction of representation fees and the transmission of such fees to the Association will, as nearly as possible, be the same as those used for the deduction and transmission of regular membership dues paid to the Association by payroll deduction.
c. Purpose of Article
The purpose of this Article is to provide for payment of representation fees as set forth in Chapter 477 P.L. 1979 of New Jersey or any amendments thereto, and anything herein which may be inconsistent with said law shall be deemed to be changed to conform with said law. The Association has represented that it has established a “demand and return” system pursuant to the foregoing law, which is available to employees who pay the representation fee.
ARTICLE 3
ASSOCIATION BUSINESS
Section 1. The Association shall advise the Employer in writing of the names of its representatives.
Section 2. The Association shall neither solicit members nor conduct any business on Employer’s property during Employer assigned working schedules of either the representatives of the Association or the employee involved, except for the following:
a. Collective bargaining
b. Time spent conferring with management or employees on specific grievances as specified in the Grievance Procedure, provided that there shall be no unreasonable interference with work assignments and in the event of a conflict the work assignment shall have priority.
Section 3. When an authorized representative is excused from assigned duties, the representative shall:
a. Arrange with his/her supervisor to leave work;
b. Notify the supervisor of any employee facility or job location visited on arrival;
c. Notify the supervisor of return to the job;
d. Record his time out and time in with his/her supervisor upon leaving and returning to the job.
ARTICLE 4
MANAGEMENT RIGHTS
The Association recognizes that there are certain functions, responsibilities and management rights exclusively reserved to the Employer. All of the rights, powers, prerogatives and authority possessed by the Employer prior to the signing of this Agreement are retained exclusively by the Employer subject only to such limitations as specifically provided in this Agreement.
ARTICLE 5.
HOURS OF WORK
Section 1. The established hours of work for all employees (except as otherwise herein expressly provided) shall be thirty-five (35) hours in a workweek of five (5) days, beginning Monday and terminating on Friday. Each day’s work shall begin at 8:30 a.m. and terminate at 4:00 p.m. with a half hour (1/2 hour) lunch break.
Section 2. The workweek of the building maintenance employees of the Department of Public Works shall be 40 hours, except if otherwise directed by the Department Head.
ARTICLE 6
PAY PERIODS
The Township shall pay its employees on a bi-weekly payroll schedule of twenty-six (26) times annually. Each payroll period shall consist of ten (10) working days, so that the bi-weekly rate of pay of each employee shall be 1/26th of the employee’s annual salary. In a year in which 27 pay periods shall occur, the bi-weekly rate of pay of each employee shall be 1/27th of the annual salary. All newly hired employees will be paid one week in arrears.
ARTICLE 7
SALARIES
Section 1. There shall be general wage increases for employees covered hereunder as follows:
Effective January 1, 2005 – 3.5%
Effective January 1, 2006 – 3.25%
Effective January 1, 2007 – 3%
Effective January 1, 2008 – 3.25%
Effective January 1, 2009 – 3.5%

Section 2. Effective January 1, 2006 and for each year thereafter remaining on the contract there shall be a $550.00 increase to the maximum salary range for the titles of Senior Permit Clerk Typist, Senior Assessing Clerk, Senior Building Maintenance Worker, and Senior Police Records Clerk; and the principal level for all four titles will be eliminated. Accordingly, the total increase to the senior level of those four titles will be $2200.00 ($550 x 4 adjustments) by January 1, 2009.
ARTICLE 8
OVERTIME
Section 1. All employees shall be compensated for overtime work when such compensation has been authorized in the municipal budget and approved by the employee’s department head or authorized designee and the Business Administrator.
Section 2. In place of payment of overtime, an employee may be granted leave with pay as compensation for overtime work. This leave shall be calculated on a time and one-half (1 ) basis. Such request must be approved by the employee’s department head. There shall be a cap of 100 hours on the amount of compensatory time that may be accumulated and such time must be used within twelve (12) months of when it was earned. Once an employee elects to be paid by compensatory time for overtime worked, the payment must be taken in compensatory time and will not be paid in cash.
Section 3. When an employee is summoned to work in an emergency by his/her director or department head (emergency shall be defined as an unforeseen combination of circumstances which calls for immediate action), the employee shall be credited with a minimum of four (4) hours time at the rate of time and one-half (1 ) on weekdays and Saturdays, and at the rate of double time on Sundays (12:01 to 12 midnight).
ARTICLE 9
INCREMENTS/PROMOTIONS

Section 1. Increases of $550.00 shall be paid to employees on their anniversary date of hire until they reach the maximum salary.
Section 2. Each employee receiving a promotion shall receive a $500 increment added to his/her base salary.
ARTICLE 10
LONGEVITY PROGRAM
Any employee hired after January 1, 1991, shall not be eligible for the longevity program.
Each employee hired prior to January 1, 1991 who completes five (5) years of continuous uninterrupted service shall become eligible for longevity payment computed as follows:
a. For each five (5) year period of service as outlined above, each employee of the Township shall receive the following in addition to the current annual salary:
After 5 continuous years $ 500.00
After 10 continuous years 1,000.00
After 15 continuous years 1,500.00
After 20 continuous years 2,000.00
After 25 continuous years 2,500.00

b. The effective date as to eligibility for longevity shall be the anniversary date of the individual’s employment by the Township of Clark and the amount shall be as set forth above.
ARTICLE 11

VACATIONS

Section 1. All employees shall be entitled to the following vacation period with pay:
Less than one (1) year One (1) day for each full month

One (1) year to five (5) years Twelve (12) working days
Six (6) to ten (10) years Seventeen (17) working days
Eleven (11) to twenty (20) years Twenty-three (23) working days
Twenty-one (21) + years Twenty-seven (27) working days

Section 2. If any vacation, or part of it, cannot be taken in the calendar year when earned because of the workload in the department, the same can be taken in the following year with the consent of the department head, which consent shall not be unreasonably withheld, but such accumulated vacation days may not be extended beyond the second year.
Section 3. Any employee whose employment has terminated for any reason except retirement, shall have his/her vacation prorated on a monthly basis in the year of termination.
ARTICLE 12

HOLIDAYS

Section 1. The employees covered hereunder shall receive the following thirteen (13) official holidays per year:
New Years Day Memorial Day Thanksgiving Day
Martin Luther King’s Birthday Independence Day Day after Thanksgiving
Lincoln’s Birthday Labor Day Christmas Day
Presidents’ Day Columbus Day
Good Friday Veterans’ Day

Should any of the listed holidays fall on a Saturday, the preceding Friday shall be considered the holiday and paid accordingly. Should any of the listed holidays fall on a Sunday it shall be celebrated Monday and paid accordingly.
Section 2. If a listed holiday falls during an employee’s vacation period or extended sick leave, such employee shall receive an additional day’s vacation or an additional sick day.
Section 3. Any additional time off shall be established by proclamation of the Mayor.
ARTICLE 13
PERSONAL LEAVE DAYS
Section 1. Employees are entitled to two (2) days leave with pay for personal business except an employee shall receive one (1) personal day for each six (6) months of employment in the year of hire or the year of termination. Effective January 1, 2006 all employees covered by this Agreement who have completed ten years of service with the Township of Clark shall be entitled to a third personal day. The granting of personal days off shall be for personal business. Where possible, request for leave shall be asked for and obtained in advance of the required date or dates from the employee’s department head. Personal leave days must be used in the one (1) year period and shall not be cumulative year to year.
ARTICLE 14
SICK LEAVE, LEAVE OF ABSENCE AND OTHER LEAVE; FLEX TIME
Section 1. – Sick Leave
Sick leave is hereby defined to mean absence from post of duty of an employee because of illness, accident, exposure to contagious disease, attendance upon a member of the employee’s immediate family seriously ill requiring the care and attendance of such employee, or absence caused by death in the immediate family of such employee. A certificate of a reputable physician in attendance shall be required as sufficient proof of need of leave of absence of the employee or the need of the employee’s attendance upon a member of the employee’s immediate family. In case of leave of absence due to contagious disease a certificate from the Department of Health shall be required. In case of death in the family of the employee, any reasonable proof required by the department head shall be sufficient. The term “immediate family” is limited to the employee’s spouse, a child, a grandchild, his parents, or grandparents, brothers or sisters or to a relative who is part of the household.
Employees are entitled to one (1) sick leave day with pay for each month of service from the date of appointment to December 31st of that year. Thereafter, fifteen (15) days of paid sick leave are granted in each calendar year, except any employee whose employment is terminated for any reason except retirement shall have his/her sick leave prorated in the year of termination at the rate of one and one-quarter (1 ) days per month, not to exceed fifteen (15) days.
All certified full-time employees hired subsequent to November 1, 1981, shall accumulate unused sick leave to a maximum of $6,000.00, which shall be redeemable at retirement. Effective January 1, 2006, the maximum redeemable amount of unused sick leave at retirement shall be $6,500.00 and effective January 1, 2007 the maximum shall be $7,500.00. In the event the employee’s illness causes his absence from work for three (3) consecutive days, the Business Administrator may require that a physician’s certificate be filed with his office on the fourth (4th) day at the expense of the employee.
Any employee expending a total of more than five (5) days of sick leave in any year may be required to produce a doctor’s note at his/her expense. Such employee may also be required to submit to a physical examination by a medical doctor or any other physician selected by the Business Administrator at the expense of the Employer. A report of such examination on forms provided by the Business Administrator and signed by the physician, shall be furnished to the Business Administrator by the employee forthwith. (Included would be such a leave extending from December into January of the following year).
The employee or a member of his family must telephone Police Headquarters or any other individual designated by the Department Head at least an hour before the employee’s starting time to advise that the employee cannot report to work. This practice shall be followed each day through the third (3rd) day, at which time a doctor’s certificate on forms provided by the Business Administrator will be required together with a statement from the doctor as to the expected length of time the absence will continue.
During a period of disability employees may elect, if they so desire, to first utilize all or any part of their accumulated sick leave. In the absence of such elections, leaves of absence provided by this Article will not affect in any manner whatsoever the accumulated sick leave of the disabled employee.
Where a disability work-connected injury is sustained and causes an extended absence, the Township Council may adopt a resolution granting the injured employee up to one-year leave of absence with pay. If and when such action is taken, the employee shall not be charged with sick leave time beyond that in at the time of the disability.
In the event of such action, the employee must agree in writing to reimburse the Township for payments he may receive as Workers’ Compensation, insurance benefits or from any settlement or judgment paid to the employee by a person or corporation held responsible for such injury.
Section 2. – Maternity Leave
In the event of a leave of absence due to pregnancy, the employee shall inform the employer, in writing, of the date the employee will begin her maternity leave and the date the employee shall provide medical certification of her condition.
Section 3. – Military Leave
Any full-time employee, who is a member of the National Guard or a reserve unit of any of the armed forces of the United States and is required to engage in field training shall be granted a military leave of absence with pay for the period of such training. Such paid leave of absence shall not affect vacation entitlement.
When a full-time employee has been called to active duty or inducted into the military or naval forces of the United States, the employee shall be granted an indefinite leave of absence, without pay, for the duration of such military service. Each such employee must be reinstated, without loss of privileges or seniority, provided he/she reports for duty with the Township within ninety (90) days following the employee’s honorable discharge from military service.
      Section 5. – Leave Because of Death in the Family
Leave with pay, not exceeding five (5) days, shall be granted by the Department Head, with the approval of the Business Administrator, to any employee in the event of a death in his/her “immediate family”. The term “immediate family” for all the purposes of this Section shall include only the employee’s spouse, child, grandchild, mother or father.
Leave with pay, not exceeding three (3) days, shall be granted by the Department, with the approval of the Business Administrator, to any employee in the event of a death of a grandparent, brother or sister; and in the event of a death of the parent or grandparent, brother or sister of his/her spouse, or other person who is a member of his/her household.
Section 6. – Leave Without Pay
Leave without pay shall be granted only when the employee has used his/her accumulated sick leave in the case of illness. In the event leave without pay is requested for reasons other than illness an employee must have used his/her vacation leave. Written request for leave without pay must be signed by the employee, endorsed by the Department Head, and approved by the Business Administrator before becoming effective.
Such leave, except for military leave without pay, shall not be approved for a period longer than six months at one time. The Business Administrator with the Department Head’s consent may extend such leave for an additional six (6) months or any portion thereof.
A request for any type of leave, except sick leave or because of a death in the family, shall be made ten (10) days in advance to permit engaging a substitute for the particular position held by the applicant.
      Section 7. – Flex Time
Provides the employee with the opportunity to start work early or stay late to make up time for short periods of absence, during regularly scheduled working hours, for personal business without having to use personal, sick or vacation time hours.
If and when such time is needed, the employee must obtain prior approval from their Department Head, as well as the Business Administrator, before becoming effective.
ARTICLE 15
MISCELLANEOUS BENEFITS
The following are the recognized Medical/Dental Benefits Program: New Jersey State Health Benefit Plan which consists of Traditional, New Jersey Plus and 6 HMO options. The parties agree that the Township has the right to change insurance carriers provided that any new insurance carrier supplies substantially equivalent coverage.
The following benefits shall also be provided by the Employer:
1. Group Life Insurance - $10,000.00
2. Group Accident Insurance:
          (a) Indemnities for Death, Dismemberment and Loss of Sight – Accidents (employees only)
          (b) Maintenance of existing disability insurance for all fulltime employees.
          (c) Major Medical Expense Benefits in accordance with New Jersey State Health Benefit Plan.
All benefits enumerated in this Article shall be provided by the Employer, at no cost to the employee.
3. Dental Plan – The Township shall continue the current Dental Insurance Plan which includes a deductible of twenty-five ($25.00) dollars per person and seventy-five ($75.00) dollars per family.
4. Prescription Plan – The Prescription Insurance benefit shall continue to provide a co-pay of five ($5.00) dollars for generic drugs and ten ($10.00) dollars for brand name except where no generic substitute exists the five ($5.00) dollar co-pay will apply.
(a) If an employee does not wish to be covered by the medical prescription and/or dental insurance programs and furnishes proof of substitute coverage through spouse’s employment or other equivalent plan, the employee shall be permitted to opt out of participation in any one combination or all of the insurance programs. The employee shall opt out using such forms and/or procedures as established by the Business Administrator. In exchange for such non-participation the employee shall be entitled to receive, in December of each year, the sums set forth in Section b. hereof prorated for the number of months during the preceding year that the employee did not participate in the insurance plan. The employee may opt out of the insurance plans at any time, but may not rejoin until the next annual open enrollment period. Should the employee’s substitute coverage lapse between the time the employee opts out of the Township Insurance Plan or plans and the next open enrollment, the Township shall pay the cost (up to an amount equivalent to the Township’s standard plan) of continuing substitute coverage under the COBRA provisions until the next open enrollment.
(b) Employee cash entitlement on an annual basis in exchange for non-participation in Township insurance programs:
MEDICAL INSURANCE only - $3,000.00
MEDICAL AND PRESCRIPTION - $4,000.00
5. The Township agrees to provide Group Setting for solicitation of eyeglass plan for employee, spouse and dependents. Employee to pay all premiums.
ARTICLE 16
MEDICAL BENEFITS TO RETIRED MEMBERS
Section 1. Effective commencing on January 1, 1984, an Association Member who retires in good standing, with at least twenty-five (25) years of continuous service, shall be covered for Blue Cross/Blue Shield, with Major Medical and Prescription Plan and Dental Coverage, at no cost to the member. Such coverage will continue until the retired member reaches age sixty-five (65).
After age sixty-five (65) a Medical/Dental Health Plan will be provided to supplement Medicare-Medicaid with coverage equal to pre-retirement agreement for employees with over 25 years of service. This benefit shall only apply to members and their spouses who retire after January 1, 1984 and shall not be retroactive to members presently retired. (The parties agree that the Township has the right to change insurance carriers and make such other changes as where agreed in Article 15 above.)
Section 2. In the event an employee who has completed at least twenty-five (25) years of service and is either killed in the line of duty or dies prior to retirement, the Township shall provide the employee’s spouse and dependents with the same health/hospitalization benefits as those which would have been provided had the employee retired. The cost of said benefits shall be borne totally by the Township. Said coverage for the spouse shall continue until the age of sixty –five (65) and dependent coverage shall continue until age nineteen (19) or twenty-three (23) in the case of full time students.
ARTICLE 17
INOCULATION
Section 1. The Employer shall provide, at its expense, inoculation against influenza or any epidemic, if declared as such by the State Department of Health. This precautionary measure shall be performed by a physician selected by the Administration.
ARTICLE 18
NON-DISCRIMINATION
The Employer agrees that it will not discriminate against an employee because of activities as a member of the Association. There shall be no discrimination against any employee because of race, color, religious creed, national origin, political affiliation, sex or Union affiliation. The Association, or any of its agents, shall not intimidate or coerce employees into membership.
ARTICLE 19
GRIEVANCE PROCEDURE
Section 1. A grievance within the meaning of this Agreement shall be limited to any controversy or dispute arising between the parties hereto relating to any matter of wages, hours, and working conditions or any dispute between the parties involving interpretation or application of any provisions of this Agreement, exclusively.
Section 2. The purpose of this Article is to provide for the expeditious and mutually satisfactory settlement of grievances, and to that end, the following procedures shall be followed:
Step 1. An employee with a grievance shall first discuss it with his Department Head and/or supervisor directly and in the presence of a local Association representative for the purpose of resolving the matter informally. A grievance must be presented under the Grievance Procedure described herein within five (5) working days of the time that the employee knew of the occurrence of the condition giving rise to the grievance. It is understood that time off the job, be it with or without pay, shall be counted as “working days” under Step 1 of the Grievance Procedure. If it is not presented within the aforementioned time period, it shall not thereafter be considered a grievance under this Agreement, unless reason satisfactory to the Employer is given in explanation of the failure to present the grievance within such time.
Step 2. If the aggrieved party is not satisfied with the disposition of his grievance at Step 1, or if no decision has been rendered within three (3) working days after presentation of that grievance at Step 1, the employee may file a grievance appeal in writing to the Business Administrator. A hearing on the grievance shall be held between the Business Administrator and the Association’s designated representative and the employee affected and any witnesses within seven (7) working days of the receipt of the grievance. The Business Administrator shall render a decision in writing within five (5) working days of the hearing.
Step 3. If the grievance is not satisfactorily resolved at Step 2, or if no decision is rendered within the time required as aforesaid, the Association may, within 30 days of the decision or the time required to render the decision, request the New Jersey State Board of Mediation to appoint an arbitrator who shall have full power to hear and determine the dispute and the arbitrator’s decision shall be final and binding on all parties.
The arbitrator shall have no authority to change, modify or amend the provisions of this Agreement. The cost of the arbitrator shall be shared equally by the parties.
ARTICLE 20
MAINTENANCE OF WORK OPERATIONS
There shall be no lockouts, strikes, work stoppages or slow downs of any kind during the life of the Agreement. No officer or representative of the Association shall authorize, institute or condone any such activity. No employee shall participate in any such activity. The Employer shall have the right to take disciplinary action, including discharge, against any employee participating in a violation of the provisions of this Article.
ARTICLE 21
SAVINGS CLAUSE
In the event that any Federal or State Legislation, Governmental Regulation or Court decisions cause invalidation of any article or section of this Agreement, all other activities and sections not so invalidated shall remain in full force and effect.
ARTICLE 22
RETENTION OF BENEFITS
The Township agrees that all benefits, terms and conditions of employment relating to the status of members in Union Council No. 8, I.F.P.T.E., AFL-CIO, not covered by this Agreement, shall be maintained at not less than the highest standards in effect at the time of the commencement of the collective negotiations leading to the execution of this Agreement and as provided for in this Agreement.
ARTICLE 23
CLOTHING ALLOWANCE
Records Clerk in the Department of Police and all Building Maintenance Workers in the Division of Buildings and Grounds shall be provided with a clothing allowance of five hundred ($500.00) dollars per year. Effective in calendar year 2006 and for each calendar year thereafter of the contract the clothing allowance shall be six hundred ($600.00) dollars per year.
Any bargaining unit member entitled to a clothing allowance hereunder who is also eligible to receive a clothing allowance from the Township pursuant to any other position held by that member (such as Special Police Officer, Records Clerk, etc.) shall receive the higher of the clothing allowances from the Township based on the attached schedule, but not the clothing allowance for both positions.
New employees will be provided with an initial uniform issue by the Township in the year of hire, and each calendar year thereafter shall receive the yearly clothing allowance as set forth above. Employees shall be permitted to wear vests in addition to the normal clothing permitted during the period of their shifts, provided that said vests are of the appropriate color and construction.
ARTICLE 24

CIVIL SERVICE RULES
The parties agree that all hiring, layoffs and separations shall be in accordance with the REVISED CIVIL SERVICE RULES FOR THE STATE OF NEW JERSEY as applicable to the Township and that the Civil Service Laws and rules shall be applicable to all employees.
ARTICLE 25
JOB VACANCY, EMPLOYMENT LEVELS
Section 1. In the event that a vacancy should occur in a bargaining unit position, the employer shall, when filling the vacancy, give preference to those employees on the payroll when the vacancy occurs.
Section 2. The employer desires to maintain employment as near to constant level as possible and in that regard it shall use its best efforts not to layoff any employees covered hereunder during the term of this Agreement by subcontracting or assignment of work performed by such employees to private, outside contractors. Both parties recognize, however, that the needs of the Employer and its effective operation may necessitate reassignment of personnel or the addition to or decrease from the workforce.
ARTICLE 26
DURATION
This Agreement shall be in effect from January 1, 2005 through December 31, 2009.
ATTEST: TOWNSHIP OF CLARK

By: By:
Salvatore Bonaccorso


ATTEST: UNION COUNCIL NO. 8,
INTERNATIONAL FEDERATION OF
PROFESSIONAL AND TECHNICAL
ENGINEERS



PRESIDENT

INTERNATIONAL REPRESENTATIVE



Karen Bellamy Lewis

WHITE COLLAR EMPLOYEES:





117596
SCHEDULE A

MINIMUM MAXIMUM YEAR

CLERK TYPIST 26,418 34,369 2005
27,277 35,486 2006
28,095 36,551 2007
29,008 37,739 2008
30,023 39,060 2009

SENIOR CLERK TYPIST 30,150 36,368 2005
31,129 37,550 2006
32,063 38,676 2007
33,105 39,933 2008
34,264 41,331 2009

PRINCIPAL CLERK
TYPIST 34,407 44,759 2005
35,525 46,213 2006
36,590 47,600 2007
37,780 49,147 2008
39,102 50,867 2009



PERMIT CLERK TYPIST 30,150 36,368 2005
31,129 37,550 2006
32,063 38,676 2007
33,105 39,933 2008
34,264 41,331 2009

SENIOR PERMIT CLERK
TYPIST 34,407 44,759 2005
35,525 46,213 2006
36,590 47,600 2007
37,780 49,147 2008
39,102 50,867 2009



SENIOR CLERK
TRANSCRIBER 30,150 36,368 2005
31,129 37,550 2006
32,063 38,676 2007
33,105 39,933 2008
34,264 41,331 2009

PRINCIPAL CLERK
TRANSCRIBER 34,407 44,759 2005
35,525 46,213 2006
36,590 47,600 2007
37,780 49,147 2008
39,102 50,867 2009



ASSESSING CLERK 27,893 36,368 2005
28,800 37,550 2006
29,664 38,676 2007
30,628 39,933 2008
31,700 41,331 2009

SENIOR ASSESSING
CLERK 31,830 41,185 2005
32,865 42,523 2006
33,851 43,799 2007
34,951 45,222 2008
36,174 46,805 2009



PURCHASING
ASSISTANT 30,175 38,781 2005
31,156 40,042 2006
32,091 41,243 2007
33,134 42,584 2008
34,293 44,074 2009

SENIOR PURCHASING
ASSISTANT 34,437 44,227 2005
35,556 45,664 2006
36,622 47,034 2007
37,813 48,562 2008
39,136 50,262 2009

PRINCIPAL PURCHASING
ASSISTANT 39,299 50,471 2005
40,576 52,111 2006
41,793 53,674 2007
43,152 55,419 2008
44,662 57,358 2009



CASHIER TYPIST 30,146 38,722 2005
31,126 39,981 2006
32,060 41,180 2007
33,102 42,519 2008
34,261 44,007 2009

SENIOR CASHIER
TYPIST 34,401 44,189 2005
35,519 45,625 2006
36,585 46,994 2007
37,774 48,522 2008
39,096 50,220 2009

PRINCIPAL CASHIER
TYPIST 39,299 50,427 2005
40,576 52,066 2006
41,793 53,628 2007
43,152 55,371 2008
44,662 57,309 2009



DEPUTY MUNICIPAL
ADMINISTRATOR 30,150 39,221 2005
31,129 40,496 2006
32,063 41,711 2007
33,105 43,067 2008
34,264 44,574 2009

ADMINISTRATIVE
CLERK/TYPIST 32,263 48,022 2005
33,312 49,583 2006
34,311 51,070 2007
35,426 52,730 2008
36,666 54,575 2009

SENIOR ADMINIS-
TRATIVE CLERK/TYPIST 36,817 54,802 2005
38,014 56,583 2006
39,154 58,281 2007
40,426 60,175 2008
41,841 62,281 2009

PRINCIPAL ADMINIS-
TRATIVE CLERK/TYPIST 42,014 62,539 2005
43,379 64,571 2006
44,681 66,508 2007
46,133 68,670 2008
47,747 71,073 2009



ADMINISTRATIVE
CLERK 38,113 48,022 2005
39,352 49,583 2006
40,532 51,070 2007
41,849 52,730 2008
43,314 54,575 2009

SENIOR ADMINIS-
TRATIVE CLERK 43,492 54,802 2005
44,905 56,583 2006
46,252 58,281 2007
47,756 60,175 2008
48,427 62,281 2009

PRINCIPAL ADMINIS-
TRATIVE CLERK 49,631 62,539 2005
51,244 64,571 2006
52,782 66,508 2007
54,497 68,670 2008
56,405 71,073 2009



ACCOUNTING CLERK 27,893 36,056 2005
28,800 37,228 2006
29,664 38,345 2007
30,628 39,591 2008
31,700 40,977 2009

SENIOR ACCOUNTING
CLERK 31,830 41,185 2005
32,865 42,523 2006
33,851 43,799 2007
34,951 45,222 2008
36,174 46,805 2009

PRINCIPAL ACCOUNT-
ING CLERK 36,792 46,484 2005
37,988 47,995 2006
39,128 49,434 2007
40,399 51,041 2008
41,813 52,828 2009



BUILDING MAINT-
ENANCE 27,988 36,204 2005
28,898 37,381 2006
29,765 38,502 2007
30,732 39,754 2008
31,808 41,145 2009

SENIOR BUILDING
MAINTENANCE 31,939 36,977 2005
32,977 38,179 2006
33,966 39,325 2007
35,070 40,603 2008
36,298 42,024 2009


FOR THE FOLLOWING POSITIONS OF EMPLOYEES
HIRED AFTER 1/1/91

POLICE RECORDS
CLERK 24,376 35,523 2005
25,169 36,678 2006
25,924 37,778 2007
26,766 39,006 2008
27,703 40,371 2009

SENIOR POLICE
RECORDS CLERK 27,817 40,510 2005
28,721 41,826 2006
29,582 43,081 2007
30,544 44,481 2008
31,613 46,038 2009



BUILDING MAINTE-
NANCE P/T 13.54/hr. 19.92/hr. 2005
13.98/hr. 20.57/hr. 2006
14.40/hr. 21.19/hr. 2007
14.87/hr. 21.88/hr. 2008
15.39/hr. 22.64/hr. 2009



SANITARY INSPECTOR 24.60/hr. 30.33/hr. 2005
25.40/hr. 31.32/hr. 2006
26.16/hr. 32.26/hr. 2007
27.01/hr. 33.31/hr. 2008
27.96/hr. 34.48/hr. 2009



CLERK TYPIST P/T 13.54/hr. 18.88/hr. 2005
13.98/hr. 19.49/hr. 2006
14.40/hr. 20.08/hr. 2007
14.87/hr. 20.73/hr. 2008
15.39/hr. 21.45/hr. 2009

Since the principal level of Permit Clerk Typist, Assessing Clerk, Police Records Clerk and Building Maintenance Worker is not recognized by the Department of Personnel, it is being eliminated, and the Maximum of the Senior Range for each of those titles as set forth above will be increased by $550.00 for each remaining year of the contract starting in 2006. By the end of the contract (2009) this will result in a total increase to the maximum of these 4 titles of $2200.00.
For any other position of employee hired after 1/1/91, the minimum salary for such position shall be negotiated between the Association and the Employer prior to the hiring of such employee. The Association and Employer agree to use as the basis for any such minimum salary negotiation, the 1991 minimum salary for that position of employees hired prior to 1/1/90.


Clark TP and Union Co 8 IFPTE WC 2005.pdf