Contract Between
Rockaway Tp-Morris
- and -
* * *
01/01/2004 thru 12/31/2008

UnitWhite Collar

Contract Text Below





(White Collar)

January 1, 2004 through December 31, 2008
























This agreement entered into this day of ,

2004, by and between the TOWNSHIP OF ROCKAWAY, in the County of

Morris, New Jersey, a municipal corporation of the State of New Jersey,

(hereinafter called the “Township”), and Morris Council No. 6,

N.J.C.S.A., (hereinafter called the “Association”), represents the complete and

final understanding on all bargainable issues between the Township and the



The Township hereby recognizes the Association as the exclusive

negotiating agent for all full-time and permanent part-time White Collar employees

of the Township, including professionals and supervisors, but not excluding

managerial executives, confidentials, craft employees, and police.



1. The parties agree to enter into collective negotiation over a successor

agreement in accordance with Chapter 303, Public Laws of 1968, in a good

faith effort to reach agreement on all matters concerning the terms and

conditions of employment for all personnel in the negotiating unit for whom

the Association is authorized to negotiate in accordance with Article I,

Recognition, of this Agreement. Any agreement so negotiated shall be

applicable to the aforementioned personnel, shall be reduced to writing,

shall be adopted by appropriate resolution of the Township, and shall be

signed by the Township and the Association. The signature by the

Association of the contract shall be pursuant to authorization received

from the membership and the Township reserves the right to request proof of

authorization of the membership before appending its signature to any


2. The Association shall submit its total contract proposals to the

Township not later than October 15th and the Township shall submit its proposals to the Association not later than December 1st of the calendar year preceding the expiration of this Agreement. Such submissions of proposals shall constitute the opening of formal negotiations. In the event proposals are not received by the Township by the aforementioned date, the then current agreement shall
continue in full force and effect until a new contract is negotiated.

The Township reserves the right to present proposals of its own as

well as counter proposals to those presented by the Association; such

proposals shall be presented to the Association in writing.

3. All meetings between the parties for the purpose of negotiations shall

be scheduled based on the availability of the parties and when the parties

mutually determine that a meeting shall be scheduled during the work day,

the employees involved shall be excused from their duties and shall suffer

no loss of pay.

4. It is agreed by and between the parties that in order to

facilitate the expeditious resolution of matter in dispute without undue

delay, each side shall normally limit its negotiating committee to not more

than (2) members but not including counsel to either party.

5. The Township agrees to furnish the Association, in response

to reasonable requests made by the Association from time to time, all

available public information and data concerning the Township which the

Association may require in connection with negotiations.

6. The parties agree that during the period of negotiations and

prior to reaching an agreement, the proceedings of the negotiations shall

remain confidential and releases to news media shall be made only as

agreed upon jointly, at least until either party declares impasse.




1. Accredited representatives of the Association may enter

the Township facilities or premises at reasonable hours for the purpose

of observing working conditions or assisting in the adjustment of

grievances. When the Association decides to have its representatives

enter the Township facilities or premises, it will request such permission

from the appropriate Township representative and such permission will

not be unreasonably withheld, provided there should be no interference with

the normal operations of the Business of Township government or normal

duties of the employees.

2. One (1) Shop Steward and one (1) Alternate Shop Steward

may be appointed to represent the Association in grievances with the Township.

3. The Shop Steward or the Alternate Shop Steward of the

Association will have the right during the business day to investigate any

problems with working conditions or contract violations and/or contract related

issues without said time being deducted from his/her working time.





1. The term “grievance” means a complaint by an employee that,

as to him/her, there has been inequitable, improper, or unjust

application, interpretation, or violation of this agreement.

2. An “aggrieved person” is the person or persons making the claim.

3. A “party in interest” is the person or persons making the claim

and any person(s) who might be required to take action or against whom

action might be taken in order to resolve the claim.

4. “Employee” is defined as a full-time or permanent part-time

employee represented by the Association.

5. New Jersey Civil Service Association Morris Council No. 6

Grievance Committee is the Association’s Committee on Professional

Rights and Responsibilities.


The purpose of this procedure is to secure, at the lowest possible

level, equitable solutions to the problems which may, from time to time, arise

effecting employees of the Township, solely restricted to the terms and

conditions of this agreement and Civil Service Rules and Regulations.

Both parties agree that these proceedings will be kept as informal and

confidential as may be appropriate at any level of the procedure.


The procedure shall be as follows:

1. An aggrieved person shall notify the Department Head in

writing of the nature of the grievance within ten (10) days of the event

giving rise to the grievance. Within five (5) days of receipt of the notice,

the Department Head shall meet with the aggrieved person and attempt

to adjust or resolve such grievance. The Department Head shall render

his decision, in writing, within five (5) days after such meeting.

2. If the grievance is not resolved to the satisfaction of the aggrieved

person, he/she may present the grievance to the Business Administrator,

in writing, within ten (10) days after receipt of the decision of the Department

Head. The notice shall set forth the nature of the grievance and the

reasons he/she is dissatisfied with the decision of the Department Head.

In the case of disciplinary action grievances, the written notice to the Business

Administrator shall be presented within ten (10) days after receipt of the

decision of the Department Head. The Business Administrator shall arrange to

meet with the aggrieved person and attempt to adjust or resolve such

grievance. The Business Administrator shall render his decision, in writing,
within ten (10) days after such meeting.

3. If such grievance is not resolved to the satisfaction of the

aggrieved person, the Association may, within fifteen (15) days after receipt

of the Business Administrator’s decision, notify the Business Administrator,

in writing, that the Association wishes to take the matter to binding



A. Within ten (10) days after service of such written notice of

submission to arbitration, the Business Administrator and the Association

shall select a mutually acceptable arbitrator according to the rules and

procedures of the New Jersey State Board of Mediation. However, no

arbitration shall commence within thirty (30) days of the Business

Administrator’s decision. If during such time the grieved elects to pursue the

Civil Service appellate remedies, the matter shall be withdrawn from arbitration

and no arbitration hearing shall be held.

B. The arbitrator selected shall hold hearings promptly and

shall issue his decision not later than twenty (20) days from the date of the

close of the hearing or, if oral hearings have been waived, then from the date

the final statements and proofs on the issues are submitted to him/her. The

arbitrator’s decision shall be in writing and shall set forth his/her findings of

fact, reasoning and conclusions on the issues submitted. The decision of the

abitrator shall be submitted to the Business Administrator and the

Association and shall be binding on the parties.

C. All the cost of the arbitration, including the costs of services of the

arbitrator, but not including any attorney’s fees, shall be borne equally by the

Township and the Association.




1. The Association convenants and agrees that during the term of

this agreement, neither the Association nor any person acting in its behalf

will cause, authorize, or support, nor will any of its members take part in

any strike (i.e., the concerted failure to report for duty, or willful absence

of any employee from his/her position, or stoppage of work or abstinence
in whole or in part, from the full, faithful and proper performance of the

employee’s duties of employment), work stoppage, slowdown, walkout or other

job action against the Township. The Association agrees that such action

would constitute a material breach of this agreement.

2. In the event of a strike, slowdown, walkout or other job action, it

is covenanted and agreed that participation in any such activity by any

Association member shall entitle the Township to invoke any of the following


(a) Withdrawal of dues deduction privileges.

(b) Such activity shall be deemed grounds for termination

of employment of such employee or employees, subject,

however, to the application of the Civil Service Law.

3. The Association will actively discourage and will take

whatever affirmative steps are necessary to prevent or terminate any

strike, work stoppage, slowdown, walkout or other job action against the


4. Nothing contained in this agreement shall be construed to

limit or restrict the Township in its right to seek and obtain such judicial relief

as it may be entitled to have in law or in equity for injunction or damages

or both in the event of such breach by the Association or its members.




1. There shall be no discrimination by the Township or the

Association against an employee on account of race, color, creed, sex, age, national origin, ancestry, marital status, handicap, political affiliation or association activity.

2. There shall be no discrimination, interference, restraint, or coercion by the Township or any of its representatives against any of the employees covered under this agreement because of his or her membership or non-membership in the Association or because of any lawful activities by such employee on behalf of the Association. The Association, its members and agents, shall not discriminate against, interfere with, restrain or coerce any employees covered under this Agreement who are not members of the Association.




1. The Township agrees to deduct from the salaries of its

employees subject to this Agreement dues for the Association. Such

deductions shall be made in compliance with Chapter 310, Public Laws

of 1967, N.J.S.A. (R.S.) 52:14-15.9 (e), as amended. Said monies together

with records of any corrections shall be transmitted to the Association

treasurer on the tenth (10th) working day after the last payroll paid for

the prior month.
2. If during the life of this Agreement there shall be any change

in the rate of membership dues, the Association shall furnish to the Township

written notice thirty (30) days prior to the effective date of such change.

3. The Association will provide the necessary check-off authorization

form and the Association will secure the signature of its members on the forms

and deliver the signed forms to designated Township officials. The

Association shall indemnify, defend and save the Township harmless against

any and all such claims, demands, suits or other forms of liability that may

arise out of or by reason of action taken by the Township in reliance upon

the salary deduction authorization cards submitted by the Association to

the Township.

4. The Township agrees to the continuation of a Agency Shop in

accordance with N.J.S.A. 34:13A-5.5.




1. The Township hereby retains and reserves unto itself, without

limitation, all powers, rights, authority, duties and responsibilities conferred

upon and vested in it prior to the signing of this Agreement by the Laws and

Constitution of the State of New Jersey and of the United States, including but

not without limiting the generality of the foregoing, the following rights:

(a) To the executive management and administrative control of the

Township government and its properties and facilities and the activities of

its employees.
(b) To hire all employees and subject to the provisions of law, to

determine their qualifications and conditions for continued employment

or assignment and to promote and transfer employees.

[c] To suspend, demote, discharge or take other disciplinary action

for good and just cause according to law.

2. Nothing contained herein shall be construed to deny or restrict

the Township of its powers, rights, authority, duties and responsibilities

under R.S. 40 and R.S. 11 or any other national, state, county, or local

laws or ordinances.

3. Management will post a notice on all municipal bulletin boards

whenever a vacancy in an existing position occurs or whenever a new position

is established. In addition, this same notification shall be forwarded to each

Shop Steward in each unit. Such notice is intended to alert employees of an

available position within the Township.



1. There will be a 3.90% (three and nine tenths percent) across-the-board increase on base salaries, retroactive to January 1, 2004. Effective January 1, 2005, there shall be a 3.85% (three and eighty-five hundredths percent) across-the-board increase on base salaries, compounded. Effective January 1, 2006 there shall be a 3.85% (three and eighty-five hundredths percent) across-the-board increase in base salaries, again compounded. Effective January 1, 2007 there shall be a 3.85% (three and eighty-five hundredths percent) across-the-board increase in base salaries, again compounded. Effective January 1, 2008 there shall be a 3.75% (three and three quarter percent) across-the-board increase in base salaries, again compounded.
      2. Any alleged salary inequities which may result from inaccurate

Civil Service job descriptions will be dealt with on an individual employee

basis through desk audits.



The Township shall reimburse employees for educational costs provided:
      1. The employee receives prior approval from the Township, which

shall not unreasonably be denied;

2. The educational course is related to the employee’s job;

3. For non-academic educational programs, the issuance of CEU’s a Certificate of Completion, or a Pass Certificate is required for Municipal Reimbursement.
    4. For college courses, an employee must receive a grade equivalent to a “B” or better.

    Reimbursement shall include tuition and ancillary costs such as

    registration fees, books and any other charges by the institution providing the

    education. Commutation, meals and other personal costs are the responsibility

    of the employee.




    1. The Township shall reimburse employees for traveling costs requiring use of employee’s automobile for Township business at the rate of $0.25 per mile. Employees may use their personal automobiles only if a township vehicle is unavailable. Mileage computation will be determined from the Municipal Building or the employee’s home, whichever is less. Receipted tolls and parking expenses shall be reimbursed.




    1. The current work week of thirty-five (35) hours shall continue

    for the life of this Agreement (except for Public Safety Telecommunicators, who shall

    continue their normal around-the-clock work week. Employees who work in excess of thirty-five (35) hours in a paid status shall receive time and one half (1 ) for authorized overtime, except for Public Safety Telecommunicators, forty (40) hours shall apply. Paid status for purposes of this Contract shall include any absence from work by an employee for which the employee receives monetary compensation from the Township, as though the employee actually worked. It includes sick, holiday, vacation, bereavement, or leave of absence with pay. Such overtime shall be compensated for at the rate of time and one half (1 ). Any overtime worked on Sunday or holidays shall be compensated for at the rate of double time.
        3. An overtime hour will be determined on the basis of anything in excess of
    fifteen (15) minutes in one-half () hour intervals for overtime compensation.
        4. Fifteen (15) minute A.M. and P.M. coffee breaks shall be permitted in
    accordance with current practice

    5. Meal money will be increased from Eight Dollars ($8.00)per meal to Ten Dollars ( $10.00) per meal and shall be paid to any employee working two (2) or more consecutive hours of overtime, before or after completing seven (7) consecutive hours, and once again every seven (7) consecutive hours of overtime worked thereafter. Meal money allowance shall be submitted by the Supervisor within that pay period and reimbursement is to be included in the Employee’s next regular pay schedule. The meal money increase shall be retroactive to January 1, 2004. WC-16
    6. Public Safety Telecommunicators will receive a forty-five (45) minute lunch break and two (2) ten (10) minute coffee breaks.
    7. All White Collar full time employees shall receive a minimum of three (3) hours overtime pay if called or recalled to work for emergencies.
    8. White Collar Supervisors shall continue to receive overtime in excess of thirty-five (35) hours a week.
    9. Any employee covered under this agreement, that is required to posses a Commercial Drivers License (CDL), shall receive two (2) hours off from work to renew the (CDL). This shall be granted without being charged time off.



        1. There shall be twelve (12) paid holidays accorded to each employee

    in this bargaining unit. The following shall be observed by the Township as

    official holidays:

    New Year’s Day Martin Luther King Day
    President’s Day Good Friday
    Memorial Day Independence Day
    Labor Day Columbus Day
    Veteran’s Day Thanksgiving Day
    Day After Thanksgiving Christmas Day

    If a holiday falls on a Saturday, it shall be observed on the preceding

    If a holiday falls on a Sunday, it shall be observed on the following Monday.

    2. In addition to receiving pay for the above holidays, employees shall

    be granted five (5) personal days with pay during each year of this three (3)

    year contract. Personal days may be carried over from year to year in

    accordance with the procedures established for the carry over of vacation

    time as set forth in Article XVII, Vacation.

    3. In addition to the enumerated holidays, the employees shall

    receive any special unscheduled federal, state, or local holidays declared by

    The President, the Governor or the Mayor on a one-time basis.



    1. The following is a list of those health, medical, dental, vision, disability,

    prescription and life insurance benefits provided by the Township under the

    collective bargaining agreement:

    A. The Township, at its expense shall provide for all employees,
      their spouses and eligible dependents enrollment in the New Jersey State

      Health Benefits Program effective April 1, 1998, including major medical and Rider J coverage and the Township shall continue to provide the existing, dental, vision,
      disability, prescription and life insurance presently in existence. The foregoing

      benefits and enrollment in the NJ State Health Benefits Plan shall remain in effect

      without change except through written agreement of the Association.

      B. Effective the first full month following full authorization of this agreement
        by both parties, Morris Council VI members shall contribute a

        co-payment of $15.00 per month, not taxable, toward the New Jersey State Health

        Benefits premium for spouse and/or dependent coverage, provided all Township

        employees covered under the same Health Benefits and receiving the same coverage,

        pay the same amount at the same date which is no less than coverage provided by

        the existing coverage. The co-pay for State Health Benefits Program (for

        dependent coverage only) will increase from $15.00 to $35.00 per month

        payroll deduction, provided it is concurrently implemented and agreed by

        both Morris Council VI and the FOP #31. There will be no retroactive

        charge to employees.
              2. Health benefits shall continue upon retirement and the employer will assume the entire cost, including all of the benefits referred to in this Article XIV, Section A, for retirees who meet one of the three following criteria:
        (a). One must have at least twenty-five (25) years in the State Pension

        Plan and must be at least fifty-five (55) years of age.

        (b). One must have fifteen (15) years of service with the Township of

        Rockaway and be at least sixty two (62) years of age.

        (c). One must be retired on disability within a state administered

        pension plan or any retirement covered in Chapter 88 Laws of 1974.

        Present practices shall continue concerning the foregoing payment.

        3. A surviving spouse and/or eligible dependents, at the expense of the

        Township shall continue to receive all of the benefits referred to in this

        Article XIV if the Retired employee dies. (See attached Side Bar Agreement.)

        4. Employees enrolled in the Medicare Program will be reimbursed for the cost of
        Medicare Part B, by the Township upon presentation of proof that
        such cost has been paid by the employee.

        5. Should the State of New Jersey enact into a Law an “Opt-Out”

        provision for those Municipalities Adopting a Flexible Spending Account

        Program, all Employees and Retirees will be entitled to participate in the

        Program without regard to any pre-existing conditions.

        6. The comprehensive health, medical, life insurance and other benefit

        programs currently in existence will continue without change except

        through written agreement of the Association. WC-20

        7. New Employees hired after January 1, 1999 will be required to co-pay for health benefits upon retirement if they desire continuation of such benefits at the same rate as active employees.
        8. New employees hired after December 31, 2003 shall co-pay 50% (fifty percent) for ancillary medical package (vision, prescription, dental) through payroll deduction. Administration agrees not to retroactively charge employees hired prior to the signing of this Contract. Effective at the signing of this Contract, payroll deductions for the ancillary medical benefits will commence.
        9. Effective January 1, 2005, the Prescription Plan for active employees will increase to: Mail Order = $2.00; Generic = $3.00; Brand Name = $5.00.
        10. All employees requiring prescription safety glasses shall be reimbursed up to $75.00 for said prescription upon submission of receipts, which is effective upon execution of contract.


        ARTICLE XV
        SICK LEAVE

        1. 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 or attendance of such employee. A certificate from a qualified

        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 a qualified physician shall be required.

        2. All employees covered under this Agreement will receive one (1) day of sick leave day per month during the first calendar year of service and fifteen (15) days in the second and all subsequent years service. All unused sick leave will be accumulative for length of service.

        3. If an employee, in the line of duty, is incapacitated and unable to

        work because of an injury, he shall be entitled to injury leave with full pay

        during the period in which he is unable to perform his duties, as certified by

        the physician designated by the Township. Such payments shall be

        discontinued when an employee is placed on disability leave or pension, and

        reduced by any payment received by Workers’ Compensation.

        4. An employee who is ill for an extended period of time or is

        incapacitated and unable to work due to non-work related injury must use all

        of his accrued sick time before he is entitled to use the temporary disability

        insurance provided in Article XIV of this Agreement. Employees are not WC-22

        required to use up their accrued vacation days, personal days, holidays or

        other paid time off from work before they can avail themselves of this

        disability benefit.

        5. If an employee is absent for reasons that entitle him to sick leave,

        his supervisor shall be notified prior to the employee’s starting time. The

        Township shall prepare a procedure for notification that should be followed in

        the event of the non-availability of the supervisor.

        A. Failure to so notify his supervisor may be cause for denial of the use

        of sick leave for that absence and constitute cause for disciplinary


        B. Absence without notice for five (5) consecutive working days shall

        constitute a resignation.

        6. An employee who shall be absent on sick leave for five (5) or more

        consecutive working days shall be required to submit acceptable medical

        evidence substantiating the illness. (The Township may require proof of illness

        of an employee on sick leave. Abuse of sick leave shall be cause for

        disciplinary action).

            A. In case of leave of absence due to exposure to contagious disease, a

        certificate from a qualified Physician shall be required.
            B. The Township may require an employee who has been absent

        because of personal illness, as a condition of his return to duty, to be

        examined, at the expense of the Township, by a physician designated

        by the Township. Such examination shall establish whether the employee is
        capable of performing his normal duties and that his return will not jeopardize

        the health of other employees.

        7. Upon cessation of employment with the Township of Rockaway,

        employees with twenty-five (25) or more years of service shall receive full payment

        for all unused sick time. Any employee with less than twenty-five (25) years of
        service shall receive one-half (1/2) pay for all unused sick time. These

        provisions are subject to the limitations of Paragraph 7A herein.
            A. Employees shall continue to be compensated for a maximum of 1,500
        hours of unused sick time that has been accumulated by the employee. While

        additional sick hours may be accumulated the employee will not be compensated

        for these additional hours in accordance with Paragraph 7, above. The employee will

        be able to sell back additional hours as stated below in paragraph 8. Current

        employees with more than 1,500 hours of unused sick time accumulated through

        1998, will be permitted to cap their sick time at the level they will reach as of

        December 31, 1998.

        8. The Township agrees to continue a deferred compensation

        plan, wherein excessive sick, vacation, and/or personal time may be applied thereto

        or reimbursed to the employee. An employee may not sell back more than a total of

        twenty five (25) accumulated days per year. The total may include any combination

        of sick, vacation and/or personal time. The employee must notify the

        Business Administrator, in writing, no later than November 1st of the prior year as

        to how many days will be sold back. Reimbursed time will be payable within

        ninety (90) days after the budget is adopted by the Rockaway Township Council.

        A sick leave bank of sixty (60) days must be maintained by each employee to

        receive benefits cited above. WC-24
              9. All new employees hired after January 1, 1999 will be allowed to accumulate Sick Time as described in Article XV. However, no payments for unused Sick Time will be paid to the employee upon resignation or retirement from employment.



            1. Employees shall be granted four (4) days off without deduction from

        pay for a death in the immediate family.
            2. “Immediate family” means father, mother stepfather, stepmother,

        spouse, child, foster child, stepchild, sister, brother, , mother-in-law, father-in-law, or grandparent of the employee or employee’s spouse. It shall also include relatives of the employee residing in the employee’s household.
        3. One day shall be granted for aunts, uncles, nieces, nephews, grandchild, sister-in-law, brother-in-law or active co-worker. This one day shall not be charged to Sick Leave.
            4. The scheduling of bereavement leave, whether before or after the day

        of the funeral, shall be made in accordance with the individual needs of the




            1. The following vacation schedule will be in effect for the length of this Agreement.
            First Year of Service
            One (1) day per month of service
            One to Five Years
            Twelve days per year
            Sixth Anniversary to Tenth Anniv.
            Fifteen days per year
            Eleventh Anniversary
            Sixteen day per year
            Twelfth Anniversary
            Seventeen days per year
            Thirteenth Anniversary
            Eighteen days per year
            Fourteenth Anniversary
            Nineteen days per year
            Fifteenth Anniv. to Twentieth Anniv.
            Twenty days per year
            Twenty-first Anniversary
            Twenty-one days per year
            Twenty-second Anniversary
            Twenty-two days per year
            Twenty-third Anniversary
            Twenty-three days per year
            Twenty-fourth Anniversary
            Twenty-four days per year
            Twenty-fifth Anniversary or greater
            Maximum of Twenty-five days per year

        2. Ten (10) Vacation days per year must be used by all employees.

        Employees will be allowed to carry over a maximum of seventy-five (75) unused Vacation days from year to year.
        Employees with more than seventy-five (75) unused Vacation days saved through December 31, 1998 will be permitted to cap their Vacation Day levels at their 1998 year end level. The sell back of vacation days does not constitute the
        utilization of ten (10) vacation days per year.

        3. Public Safety Telecommunicators will be granted seventeen (17) holidays
          which may be converted to vacation time and taken in accordance with the
            procedures for the use of vacation time as set forth in this Article.


            ARTICLE XVIII


            1. Uniforms are to be supplied to all Public Safety Telecommunicators by the
              Township as follows:

              A. Initial issue of uniforms shall be:
                a. Six (6) each long sleeve shirts
                b. Four (4) each pants (or slacks)
                c. One (1) each belt
                d. One (1) pair of shoes
                e. One (1) each necktie

                B. Yearly replacements shall be issued no later than June 1st of each
                  subsequent calendar year of employment as follows:
                            a. Four (4) each long sleeve shirts
                            b. Two (2) each pants (or slacks)
                            c. One (1) pair of shoes
                            d. One (1) each necktie

                  C. Uniforms are to be the type prescribed by the Chief of Police. If the type of
                    prescribed uniform is changed, an initial issue of that uniform shall be issued to

                    each Public Safety Telecommunicator.

                    D. Should other articles of uniform be prescribed, an initial issue shall be
                      made and yearly replacement on an “as need” basis for that individual employee.

                      E. A uniform, heavy outer jacket and sweater shall be issued on an “as need”
                        basis for each employee and, in the event, shall be replaced at least once every even

                            F. All Public Safety Telecommunicators will receive a clothing allowance

                        of $150.00 for cleaning of all required uniforms and apparel. Each said allowance shall be paid to the employee by the twelfth (12th) pay period. Clothing allowance shall be retroactive to January 1, 2004. WC-29

                            2. The current existing practice on uniforms and clothing allowance for
                        nurses shall continue during the term of this contract.


                        ARTICLE XIX

                        FULLY BARGAINED PROVISION

                        This Agreement represents and incorporates the complete and final

                        understanding and settlement by the parties on all bargainable 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 this Agreement, and whether or not

                        within the knowledge or contemplation of either or both of the parties at the

                        time they negotiated or signed this Agreement.

                        ARTICLE XX

                        SEPARABILITY AND SAVINGS

                        If any provision of this Agreement or any application of this Agreement to

                        any employee or group of employees is held to be invalid by operation of law or

                        by a court or other tribunal of competent jurisdiction, such provision shall be

                        inoperative but all other provisions shall not be affected thereby and shall

                        continue in full force and effect.

                        ARTICLE XXI

                        CIVIL SERVICE PROVISION

                        Nothing herein shall be construed to deny any individual his rights under

                        Civil Service Law and Regulation, Title 11A, and the revised Civil Service Rules,

                        Title IV.


                        ARTICLE XXII

                        DURATION OF AGREEMENT

                        1. The Agreement shall be for five (5) years commencing January 1, 2004

                        and terminating on December 31, 2008.

                        2. This Agreement shall continue in full force and effect from year to year

                        thereafter, unless one party or the other gives notice, in writing, no sooner than

                        one hundred fifty (150) days nor later than seventy-seven (77) days prior to the

                        expiration date of this Agreement of a desire to change, modify or terminate

                        this Agreement.

                        IN WITNESS WHEREOF, the parties hereto have hereunto set their

                        hands and seals at Rockaway, New Jersey, on the _____________ day of

                        ______________________, 2004.

                        TOWNSHIP OF ROCKAWAY
                        MORRIS COUNTY, NEW JERSEY

                        _____________________________ By:_____________________________

                        MORRIS COUNCIL NO.6, N.J.C.S.A.
                        (WHITE COLLAR)

                        _____________________________ By:_________________________________
                        Betty Lisovsky, President


                        Rockaway Tp and Morris Co 6 NJCSA IFPTE White Collar 2004.pdf