ARTICLE TITLE PAGES

PRINCIPLES 3

ARTICLE I RECOGNITION 4

ARTICLE II NEGOTIATION OF A SUCCESSOR AGREEMENT 5

ARTICLE III GRIEVANCE PROCEDURE 7

ARTICLE IV EMPLOYEE RIGHTS AND PRIVILEGES 11

ARTICLE V ASSOCIATION RIGHTS AND PRIVILEGES 12

ARTICLE VI WORK YEAR/WORK WEEK/WORK SCHEDULE 13

ARTICLE VII OVERTIME 14

ARTICLE VIII CALL BACK/COURT TIME 16

ARTICLE IX VACATION 18

ARTICLE X HOLIDAY PAY 19

ARTICLE XI SICK LEAVE 20

ARTICLE XII LEAVES OF ABSENCE 22

ARTICLE XIII EXTENDED LEAVE 23

ARTICLE XIV UNIFORMS 24

ARTICLE XV SALARY 25

ARTICLE XVI HEALTH BENEFITS 27

ARTICLE XVII MISCELLANEOUS PROVISIONS 33

ARTICLE XVIII DURATION OF AGREEMENT 34

Borough and the PBA agree upon the grievance procedure in this Agreement for dealing with

1. A "grievance" is a claim by an employee or the P.B.A. based upon the

interpretation, application or violation of this Agreement, policies or administrative

decisions affecting a Patrolman or a group of Patrolmen.

2. The "aggrieved person" is the person, persons, or the P.B.A. on whose behalf

the claim is made.

1. Time Limits: The number of days indicated at each level should be considered as a

maximum and every effort should be made to expedite the process. The time limits specified,

may however be extended by mutual agreement. In computing any period of time called for

in this Article, the day of the act or event from which the period begins to run is not to be

2. Thirty (30) days from the date of occurrence shall be the time limit to institute

a grievance.

3. Level One: A member with a grievance shall first discuss it with his

immediate supervisor, either directly or through the P.B.A's designated

representative, with the objective of resolving the matter informally.

4. Level Two: If the aggrieved person is not satisfied with the disposition of

his grievance at Level One, or if no decision has been rendered within five (5) days

after the representation of the grievance, he may file the grievance in writing with the

P.B.A within five (5) days after the decision at Level One or ten (10) days after the

grievance was presented, whichever is sooner. Within five (5) days after receiving the

written grievance, the P.B.A. shall refer it to the Borough Personnel Committee.

5. Level Three:

(A) If the aggrieved person is not satisfied with the disposition of his

grievance at Level Two, or if no decision has been rendered within ten (10) days after
the grievance was delivered to the Borough, he may within five (5) days after a

decision by the Borough or fifteen (15) days after the grievance was delivered to the

Borough, whichever is sooner, request in writing that the P.B.A. submit its grievance

to arbitration. If the P.B.A. determines that the grievance is meritorious, it may

submit the grievance to arbitration within fifteen (15) days after receipt of a request

by the aggrieved person.

(b) Within ten (10) days after such written notice of submission to

arbitration, the Borough and the P.B.A. shall attempt to agree upon a mutually

acceptable arbitrator and shall obtain a commitment from said arbitrator to serve. If

the parties are within the specified period, a request for a list of arbitrators may be

made to the Public Employment Relations Commission (PERC) by either party. The

parties shall then be bound by the rules and procedures of PERC in the selection of an

arbitrator.

(c) The arbitrator so selected shall confer with representatives of the

Borough and the P.B.A., hold hearings promptly and shall issue his decision not later

than twenty (20) days from the date of the close of the hearings or, if oral hearings

have been waived, then from the date the final statements and proofs on the issues are

submitted to him. The arbitrator's decision shall be in writing and shall set forth his

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

shall be without power or authority to make any decision which requires the

commission of an act prohibited by law or which is a violation of the terms of this

Agreement. The arbitrator can add nothing to, subtract from, nor modify the terms of

the Agreement between the parties. The decision of the arbitrator shall be submitted

to the Borough and the P.B.A. and shall be final and binding on both parties.

(D) In the event that arbitrability of a grievance is at issue between the

parties, jurisdiction to resolve the issue shall rest solely with the arbitrator selected in

accordance with the provisions of Section C.5 (B) of this Article.

(E) The cost for services of the arbitrator, including per diem expenses, if

any and actual and necessary travel, sustenance expenses and the cost of a hearing

room shall be borne equally by the Borough and the P.B.A.. Any other expenses

incurred shall be paid by the party incurring same.

Any aggrieved person may be represented at all stages of the grievance procedure by

himself, or at his option, by a representative(s) selected or approved by the P.B.A.

When an employee is not represented by the P.B.A., the P.B.A. shall have the right to

be present and to state its view at all stages of the grievance procedure.

No reprisals of any kind shall be taken by the Borough or by any member of the

administration against any party in interest, any representative, any member of the

Association or other Association, or any other participant in the grievance procedure

by reason of such participation.

1. Group Grievance

Patrolman, the P.B.A. may submit such grievance in writing to the Chief of Police

and the Borough and the processing of such grievance shall be commenced at Level

Two. The P.B.A. may process such a grievance through all levels of the grievance

procedure, even though the aggrieved person does not wish to do so.

The work year for employees shall be from January 1 to December 31.

The work week for employees will be five (5) consecutive days, each consisting of

a eight (8) hour shift, with the following two (2) days off. Any change must be

agreed upon by the employee

1. The work schedule for employees will be posted no later than seventy-two (72)

hours prior to implementation.

2. The employee's shift will be eight (8) hours per day, including a thirty (30)

minute meal period. All employees scheduled to work shall be advised of a regular

starting and quitting time. Any involuntary change shall be subject to Article III of this

Agreement.

3. A clean up period of fifteen (15) minutes will be granted prior to the end of the of the

work shift.

1. Overtime will paid at the rate of time and one half the employee's regular

hourly rate of pay for all time worked, including training in excess of forty (40) hours

in any work week. For the purpose of determining overtime, the following shall count

as regular work days:

(A) Holidays

(B) Paid Sick Days

(C) Paid Vacation Days

(D) Other Approved Paid Leaves

2. Overtime shall be offered to all regular members of the Department first, by

order of seniority on a rotating basis.

1 Employees may, at their option, elect to receive compensatory time off in lieu

of overtime compensation. Compensatory time shall be computed in the same manner
as overtime compensation; that is, one and one half hours of compensatory time for

each hour worked.

2. An employee shall notify the Chief of the appropriate Borough official in

charge of Police time records no later than forty-eight (48) hours after the overtime is

worked that he/she is electing to receive compensatory time in lieu of overtime

compensation. In the absence of such notice, the employee will receive overtime

compensation pursuant to normal payroll procedure.

3 The scheduling of compensatory time off shall be subject to the approval of the

Chief, based upon the needs of the Department. Such approval shall not be

unreasonably withheld.

4, Any unused compensatory time remaining as of December 31 or not scheduled

to be utilized by December 31 of each calendar year shall be paid to the Officer as

overtime in the last paycheck of that calendar year.

Any employee called to return to work outside his/her regularly scheduled shift shall

1. Vacation eligibility will be determined in accordance to guidelines established

by department S.O.P.'s. Vacation requests will not be unreasonably denied, if

submitted at least seventy-two (72) hours prior to the requested time off. Officers

will not be required to submit a minimum number of days off and will not be

required to take time off in block days.

March 31^st. Vacation requests submitted after March 31^st will be approved on a

date and time submitted basis.

vacation for each completed month of service.

of accumulation. Any vacation not utilized by the employee shall be waived,

unless the employee was unable to use the time due to being unreasonably denied

by the Employer.

4. Non retirement termination or leave:
It is understood that all annual leave is credited as of January 1 of each calendar year. In the event that an officer leaves employment with the borough other than for retirement, to include disability retirement all leave from the current year will be prorated over a 12 month period. This proration shall not apply to any time previously earned and banked by the employee.

New Year's Day Veteran's Day

Lincoln's Birthday Thanksgiving Day

Washington's Birthday Christmas Day

Good Friday Martin Luther King Day

Easter Sunday New Year's Eve

Memorial Day Election Day

Independence Day Labor Day

Every officer shall receive credit for fifteen (15) sick days per year
Officers may use their sick days for family illness. Family illness is defined as domestic partner , wife or child/s sick.

basis at the employee's rate of pay at the time of separation or retirement from the
Borough. Payments will be made by Borough check.

2. At the employee's discretion, payment at the current rate of pay shall be given

by the Borough to the employee on a fifty/fifty (50/50) basis for any sick days

accumulated by the employee. The employee must accumulate fifteen (15) sick

days before selling any back.

3. At the employee's discretion, sick time accumulated up to the time of

retirement may be converted into vacation time and used for early retirement on a

one (1) for one (1) basis.

4. The amount of accumulated sick time shall be capped at 110 days.

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ARTICLE XI CONT.
5. It is agreed that if any employee leaves employment with the Borough other than for the reason of retirement that any leave which is accumulated within that calendar year shall be prorated by dividing the number of said days by 12. This shall only be applicable to the leave earned and credited within that calendar year and will not include any saved accumulated leave from prior years, which shall be payable under any applicable terms elsewhere in this agreement.ARTICLE XII

1. Upon notification to the Chief of Police, an employee shall be granted five (5)

days leave with pay for a death in the immediate family.

2. "Immediate family" shall be defined as mother, father, grandparent, brother,

sister, spouse and children of either spouse.

3. For family not listed in Section Al., the employee shall make his/her

individual request to the Chief of Police. Pursuant to Section A.1., of this Article, the

Chief shall then make a recommendation to the Borough for leave regarding other

relatives.

Chief.

Each Officer will be given three (3) days of personal leave per year for personal

The following three tables are used to determine the percent of the health benefit cost an employee contributes towards during the phase-in period. The tables cover single, employee “plus” (children, spouse, or partner), and family coverage.
Use the table that reflects the type of coverage chosen by the employee; then find the employee’s base salary within the given ranges. The percent of cost of the health care benefit is the percentage based on the implementation year.

Regardless, the employee’s contribution is the higher of 1.5% of base salary or the amount of health care costs based on the table calculation.

Appendix A – Health Benefit Contribution Schedules (2 of 3)