Contract Between
Randolph Tp-Morris
- and -
Randolph Tp Mun Supv Ees Assn
* * *
01/01/2004 thru 12/31/2006

UnitProfessionals, Supervisors

Contract Text Below






January 1, 2004 through December 31, 2006


Preamble 3

Article I Recognition 4

Article II Management Rights 5

Article III Work Week and Overtime 6

Article IV Sick Leave 7

Article V Holidays 10

Article VI Vacations 11

Article VII Insurance 12

Article VIII Grievance Procedure 14

Article IX No Strike Pledge 16

Article X Discharge and Discipline 17

Article XI Salaries 18

Article XII Clothing Allowance/Replacement 19

Article XIII Equal Employment Opportunity Policy 20

Article XIV Separability and Savings 21

Article XV Fully Bargained Provisions 22

Article XVI Terms of Agreement 23



This AGREEMENT entered into June 16, 2004 by and between the TOWNSHIP OF

RANDOLPH, in the County of Morris, New Jersey, a Municipal Corporation of the State of New

Jersey, hereinafter called the "Township", and the RANDOLPH TOWNSHIP SUPERVISORY EMPLOYEES

EMPLOYEES ASSOCIATION, hereinafter called the "Association" represents the complete and final

understanding on all the bargainable issues between the Township and the Association.




The Township recognizes the Association as the exclusive collective negotiations agent for the following job

classifications within the Township of Randolph:

Tax Assessor

Court Administrator

Park Maintenance Supervisor

Public Works Superintendent

Water & Sewer Supervisor

Tax Collector/Treasurer

Assistant Engineer

Construction Official

Fire Code Official

Senior Sanitarian

Public Health Nurse Supervisor

Recreation Superintendent

Planning and Zoning Administrator



    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 without limiting the generality of

the foregoing, the following rights:

1. To the executive management and administrative control

of the Township government and its properties and

facilities and the activities of its employees;

2. To hire all employees and subject to the provisions of

law, to determine their qualification and conditions for

continued employment or assignment and to promote and

transfer employees;

3. To suspend, demote, discharge or take other disciplinary

action for good and just cause according to law.
      1. The exercise of the foregoing powers, rights, authority, duties and responsibilities of the Township,

      the adoption of policies, rules and regulations and practices in furtherance

thereof, and the use of judgment and discretion in connection therewith shall be limited only by the

specific and express terms of this Agreement and then only to the

extent such specific and express terms hereof are in conformance with the Constitution and Laws

of New Jersey and of the United States.



        1. The normal work week and hours vary depending on the department

        and position. All positions represented by the Association are salaried.

        1. Executive, administrative and professional employees are exempt from compensatory time or

        overtime payment provision as promulgated under the Fair Labor Standards Act. Such

        employees are expected to work those hours necessary to perform their jobs in a competent,

        efficient, effective and professional manner.



A. Service Credit for Sick Leave

1. All employees shall be entitled to sick leave with pay based on their aggregate years of service.

2. Sick leave may be utilized by employees when they are unable to perform their work by reason of

personal illness, accident or exposure to contagious disease. The employer has a reasonable

expectation that the employee is convalescing and/or seeking medical assistance as opposed to other

unrestricted activities associated with time off for vacations, compensatory time or holidays. Both

parties to this contract agree that abuse of the sick leave benefit is unacceptable and subject to

managerial response.

Sick leave may also be utilized for short periods because of death in the employee's immediate

family as defined below.

B. Amount of Sick Leave

1. Sick leave with pay shall accrue to any full time employee on the basis of one day per month.
        1. Any amount of sick leave allowance not used in any calendar year shall accumulate to the

        employee’s credit from year to year to be used if and when needed for such purpose.
        1. In the event an employee is injured while at work, full salary will be paid without a charge against

sick leave, provided the employee is eligible for, and the Township receives, workers' compensation


C. Reporting of Absence on Sick Leave
      1. If an employee is absent for reasons that entitle him/her to sick leave, his/her supervisor shall be

      notified prior to the employee's starting time, except in emergencies.

(a) Failure to so notify the supervisor may be cause for denial of the use of sick leave for

that absence and constitute cause for disciplinary action.

(b) Absence without notice for five (5) consecutive days shall constitute a


D. Verification of Sick Leave
        1. An employee who shall be absent on sick leave for four (4) 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 whenever such

requirement appears reasonable. Abuse of sick leave shall be cause for

disciplinary action.

2. In case of leave of absence due to exposure to contagious disease, a certificate from the Department

of Health shall be required prior to return to work.
      1. 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 of the Township's choice.

Such examination shall establish whether the employee is capable of performing his normal duties

and that his return will not jeopardize the health and safety of other employees.

E. Payment for Accumulated Sick Leave at Retirement

Full time employees shall be entitled to sick pay retirement benefits of 50 percent of accumulated

sick time based on the following schedule:

Maximum Benefit

When the employee’s age and years of service to the
Township added together total 70 years 70 days not to exceed $10,000

When the employee’s age and years of service to the
Township added together total 75 years 75 days not to exceed $12,500

When the employee’s age and years of service to the
Township added together total 80 years 80 days not to exceed $15,000

F. Bereavement Leave
        1. In case of death in the immediate family, an employee shall be granted up to three (3) days of


2. Immediate family shall be defined as the employee's husband, wife, child, stepchild, mother, father,

brother or sister, father-in-law, mother-in-law, grandparents, sister-in-law, brother-in-law, son-in-

law, daughter-in-law and grandchild.

3. Reasonable verification of the event may be required by the Township.



A. The following thirteen (13) days shall be holidays upon which the public offices of the Township shall

be closed and on which the employees shall not be required to work:

New Year's Day Labor Day
Martin Luther King's Birthday General Election Day
Lincoln's Birthday Veteran's Day
Washington's Birthday Thanksgiving Day
Good Friday Day after Thanksgiving
Memorial Day Christmas Day
Independence Day

B. Floating Holidays

(1) Lincoln’s Birthday and Election Day are designated as "floating holidays" for all employees.
        1. Employees will have the option of taking Lincoln’s Birthday and Election Day as holidays or

        reporting for a normal work day on those dates and taking another day off subject to the

          1. Sufficient personnel will be available in all departments on Lincoln's Birthday and Election

          Day to adequately maintain operations on these days.

(b) The day taken in lieu of Lincoln's Birthday or Election Day as a "floating holiday" shall be

subject to approval of the department head or supervisor according to normal procedures for

vacation or time off from work.



A. Vacations for full time employees shall be based upon the following schedule:

After 1st calendar year 2 weeks

January 1st following the 3rd year 2 weeks plus one day

January 1st following the 6th year 3 weeks
of service

January 1st following the 13th year 4 weeks
of service

January 1st following the 18th year 4 weeks plus one
of service (1) additional day
for each year
served over 18.
    1. Employees may carry forward accumulated vacation time not to exceed the total number of days received

    in the following year, i.e. if an employee has a 2000 vacation allowance of 15

days, an additional 15 days can be carried forward from l999 for use in 2000.

Any unused vacation in excess of the one-year carry over amount shall be forfeited.

    1. During the first calendar year of employment, employees shall begin accruing vacation time in their third

    month of employment at a rate of one day of vacation per month of service up to a maximum of 10

    working days.



A. Medical Coverage/Prescription Plan

    1. The Select 10 Plan shall be the base plan for coverage.
      Employees opting for coverage with premiums exceeding the Select 10 option shall contribute all costs in

      excess of the Township contribution for the base policy plan.
    1. For employees hired prior to 1-1-95:
      a. The Township will pay 100% of the premium in 2004.

      b. The Township will pay 90% of the premium * for 2005/employee shall pay 10%

      c. The Township will pay 80% of the premium * for 2006 and thereafter/employee shall pay 20%
    1. For exempt employees hired after 1-1-95, the Township will pay 80% of the premium* and employee shall

    pay 20%.
      *Single coverage premium will be paid in its entirety by the Township.
    1. Exempt employees who receive hospital and medical coverage through their spouse’s employer may
      Surrender their benefits for cash. The Township will distribute a questionnaire in November and the

      coverage period will begin the following January 1st. Employees must be able to document their alternate

      coverage and will not be able to re-enter the Health Insurance Program until the next open enrollment

      period . The Township will provide one-half of the insurance premium savings that it realizes as a result

      of the employee’s action. (Note that the cash payment is taxable). Payment will be made in two

      installments, April and October.
    B. Dental Benefits
      1. The Township will provide payment towards the cost of a dental plan for employees based on the

      following schedule:

        1. The maximum premium contribution paid by the Township shall be $600.00.
        1. For employees hired after 1-1-2000 including single coverage employees, the premium shall be
        shared 80/20 with the Township’s contribution capped at $600.

    C. Other Insurances

    The Township shall continue to provide Group Life Insurance and Long Term Disability Insurance per

    policy levels in place as of 12-31-2000.

    D. Right to Select Carrier

    The Township reserves the right to change insurance carriers as long as substantially similar benefits are




    A. Purpose
          1. The purpose of this procedure is to secure, at the lowest possible level, an equitable solution to the

          problems which may arise affecting the terms and conditions of this

    Agreement and to resolve grievances as soon as possible so as to assure efficiency and to promote

    employees' morale. The parties agree that this procedure will be kept as informal as may

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

          grievance to discuss the matter informally with the department head and

    having the grievance adjusted without the intervention of the Association.

    B. Definition

    The term "grievance" as used herein means any controversy arising over the interpretation or

    adherence to the terms and conditions of this Agreement and may be raised by an

    individual, the Association or the Township.

    C. Steps of the Grievance Procedure

    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 moving party shall present the grievance in writing signed by the aggrieved to the

    department head within five (5) working days of the occurrence giving rise to the grievance for the purpose of

    resolution. In the discussion of the grievance, the persons involved shall make an earnest

    effort to resolve the matter. The department head shall make whatever additional investigation is necessary and

    shall, within five (5) working days after presentation of the grievance, give a decision.

    Step Two: If a grievance is not resolved at Step One, the moving party may, within five (5) working

    days of receipt of the answer in Step One, submit the written grievance to the

    Township Manager, who shall provide a response within five (5) working days of the presentation of the

    grievance in Step Two.

    Step Three: If the grievance is not resolved in Step Two, it may be appealed in writing within five

    (5) working days after receipt of the answer in Step Two for arbitration before the N.J. Public Employee

    Relations Commission ( PERC). The arbitrator’s decision shall be final.

      1. A grievance will be considered settled upon its withdrawal in writing, or when the grievant ceases to be

      an employee by resignation or when any time limit set forth above

    has expired for its appeal to the next step. Failure to answer a grievance within the proper time shall

    move it to the next step.



        1. The Association covenants 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 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

        1. 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 employee covered under the terms of

    this Agreement shall be deemed grounds for termination of employment of such employee or

        1. 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 Township.
        1. 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 in law or in equity for injunction or

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



        1. No permanent employee shall be discharged or suspended or otherwise disciplined without just


    B. The employer shall notify the Association at the time disciplinary action is taken.
        1. Employees shall have the right to claim that suspension or discharge was unjustly imposed by

        submitting such claim to the Township Manager in writing within five (5) working days

    after the disciplinary action. This shall be the sole method of appeal of disciplinary action. Failure

    to so appeal shall be admission as to the propriety of the action taken.



      Annual Increases
        January 1, 2004 3.75%

        January 1, 2005 3.75%

        January 1, 2006 3.75%

    B Newly Appointed and Recently Promoted Staff

    Members hired or promoted after July 1 shall be exempted from the automatic salary adjustment for the
    following January 1. The Township may, however, grant said increase based upon a performance
    evaluation to be conducted by the department head and reviewed by the Township Manager. The Township
    Manager’s decision shall be final.

    C. Merit Stipends

    Merit stipends are based upon performance and are not built into the base salary.
        from 0 - $1,300
        from 0 - $1,350
        from 0 - $1,400

    D. Performance evaluations shall be prepared for each employee by their supervisor and/or department
    head with approval by the Township Manager to determine if merit/performance increase shall be
    granted. In the absence of a department head, the Township Manager shall review the employee’s
    performance. In the event that the employee believes that the performance evaluation is not
    representative of his/her performance; said employee may petition the Township Manager to
    undertake an examination. The decision of the Township Manager shall be final.

    E. The Township Manager shall have the authority to increase individual salaries when in his/her
    opinion such an increase is warranted.


    1. The Park Maintenance Supervisor, Public Works Superintendent and Water/Sewer Supervisor shall receive
      Uniform maintenance and work shoe/boot allowance in accordance with the Teamsters contract.
    1. For all other Field Staff, the Township shall reimburse for any combination of shoes, boots, and/or rain gear not to exceed the following annual maximum:



    It is mutually agreed that there shall be no discrimination because of race, color, religion, sex, age,

    marital status, national origin, physical disability or sex orientation based upon a bona fide job

    requirement. Association and Township representatives shall work cooperatively to assure

    the achievement of equal employment opportunities. Any employee who fails to cooperate to this end shall

    be subject to disciplinary action. Furthermore, employees who feel they have been discriminated against

    shall be encouraged to use the grievance provisions of this Agreement prior to seeking relief through other




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

    employees is held 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.



    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.



    This Agreement shall take effect retroactive to January 1, 2004 and shall remain in full force and effect

    through December 31, 2006, and thereafter from year to year unless either party shall give notice in writing no

    sooner than one hundred twenty (120) nor later than sixty (60) days in advance of the expiration date of this

    Agreement of the desire to amend or terminate the same. All changes by the moving party must be submitted in

    writing at the time the initial aforesaid notice is given. Thereafter, the responding party shall have thirty

    (30) days to give notice of proposed changes and/or counter proposals in writing. No such changes by either

    party shall be considered which are not received in accordance with this Section.


    By: ________________________ By: ______________________
    Frank Howard John C. Lovell, Manager

    ________________________ ______________________
    Date Date

    Witness: Witness:

    ___________________________ _________________________
    Frances S. Bertrand
    Township Clerk
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