Contract Between
Camden Cty (Health Serv Ctr)-Camden
- and -
Camden Co 10
* * *
01/01/2003 thru 12/31/2006


CategoryCounty
UnitProfessionals, Supervisors

Contract Text Below
3

AGREEMENT

BETWEEN

CAMDEN COUNTY HEALTH SERVICES CENTER
BOARD OF MANAGERS

AND

CAMDEN COUNTY SUPERVISORY UNIT

OF

CAMDEN COUNTY COUNCIL #10 N.J.C.S.A.

JANUARY 1, 2003 TO DECEMBER 31, 2006

TABLE OF CONTENTS


ARTICLE PAGE

Preamble
I Recognition 2
II Check-Off 3
IIA Agency Shop 4
III Work Schedules 6
IV Rates of Pay 7
V Differential Pay 9
VI Insurance 10
VII Sick Leave with Pay 23
VIII Military Leave 25
IX Jury Duty 26
X Court Time 27
XI Emergency Leave 28
XII Bereavement Leave 29
XIII Maternity Leave 30
XIV Workers Compensation 31
XV Fringe Benefits 32
XVI Personal Days 34
XVII Seniority 35
XVIII Holidays 36
XIX Discipline 38
XX Longevity 39
XXI Vacations 40
XXII Strikes and Lockouts 42
XXIII Safety and Health 43
XXIV Equal Treatment 44
XXV Grievance Procedure 45
XXVI General Provisions 48
XXVII Separability and Savings 49
XXVIII Labor Management Committee for Job Security 50
XXIX Management Rights 51
XXX Fully Bargained Agreement 53
XXXI Duration 54
PREAMBLE






This Agreement entered into this 31st day of August 2004, by and between the Camden County Health Services Center Board of Managers hereinafter called the "Board", and the Camden County Supervisory Unit of Camden County Council No. 10, New Jersey Civil Service Association, hereinafter called the "Union", has as its purpose the promotion of harmonious relations between the Board and the Union; the establishment of an equitable and peaceful procedure for the resolution of differences; and the establishment of rates of pay, hours of work, and other conditions of employment, and represents the complete and final understanding on all the bargainable issues between the Board and the Union.
ARTICLE I

RECOGNITION


A. The Board of Managers recognizes Camden County Supervisory Unit of Camden County Council No. 10 N.J.C.S.A. as being the bargaining agent for the purpose of establishing salaries, wages, hours, and other conditions of employment for all of its employees in the classifications listed and attached hereto and by reference made a part of this agreement, and for such additional classifications as the parties may later agree in writing to include.

B. The Board shall notify the Union in writing prior to the creation of new titles, of new classifications of employees or the filling of existing positions.
ARTICLE II

CHECK-OFF


A. The Board agrees to deduct from the salaries of its employees, subject to this Agreement, dues for the Union. Such deductions shall be made in compliance with N.J.S.A. (R.S.) 52:14-15.9e, as amended.

B. A check-off shall commence for each employee who signs a properly dated authorization card, supplied by the Union and verified by the Treasurer of the Union during the month following the filing of such card with the Board.

C. The aggregate deductions from all employees shall be remitted to the Treasurer of the Union together with the list of names of all employees for whom the deductions were made by the fifteenth (15th) day of the succeeding month after such deductions were made.

D. If during the life of this Agreement there shall be any change in the rate of membership dues, the Union shall furnish the Board written notice thirty (30) days prior to the effective date of such change and shall furnish to the Board either new authorizations from its members showing the authorized deduction for each employee, or an official notification on the letter head of the Union and signed by the President of the Union or Local Representative advising of such changed deduction.

E. The Union will provide the necessary "check-off authorization" form and the Union will secure the signatures of its members on the forms and deliver the signed forms to the Chief Financial Officer.

F. Any such individual written authorization may be withdrawn at any time by the filing of such withdrawal with the Chief Financial Officer. The filing of notice of withdrawal shall be effective to terminate deductions in accordance with N.J.S.A. 52:14-15.9e as amended.

G. The Union and/or Council #10 shall indemnify, defend, and save the Board harmless against any and all claims, demands, suits, or other forms of liability that shall arise out of or by reason of action taken by the Board or in reliance upon information furnished by the Union or official notification on the letter head of the Union and signed by the President of the Union or Local Representative.
ARTICLE IIA

AGENCY SHOP


A. The Board agrees to deduct the fair share fee from the earnings of those employees who elect not to become members of the Union and transmit the fee to the majority representative.

B. The deduction shall commence for each employee who elects not to become a member of the Union during the month following written notice from the Union of the amount of the fair share assessment. A copy of the written notice of the fair share assessment must also be furnished to the New Jersey Public Employment Relations Commission.

C. The fair share fee for services rendered by the Union shall be in an amount equal to the regular membership dues, initiation fees, and assessments of the Union, less the cost of benefits financed through the dues and available only to members of the Union, but in no event shall the fee exceed eighty-five (85%) percent of the regular membership dues, fees and assessments.

D. The sum representing the fair share fee shall not reflect the costs of financial support of political causes of candidates, except to the extent that it is necessary for the Union to engage in lobbying activity designed to foster its policy goals in collective negotiations and contract administration, and to secure for the employees it represents advances in wages, hours, and other conditions of employment which ordinarily cannot be secured through collective negotiations with the Board.

E. Prior to January 1st and July 31st of each year, the Union shall provide advance written notice to the New Jersey Public Employment Relations Commission, the Board, and to all employees within the unit the information necessary to compute the fair share fee for services enumerated above.

F. The Union shall establish and maintain a procedure whereby any employee can challenge the assessment as computed by the Union. This appeal procedure shall in no way involve the Board or require the Board to take any action other than to hold the fee in escrow pending resolution of the appeal.
ARTICLE IIA cont'd


G. The Union shall indemnify, defend, and save the Board harmless against any and all claims, demands, suits, or other forms of liability that shall arise out of or by reason of action taken by the Board in reliance upon salary deduction authorization cards or the fair share assessment information as furnished by the Union to the Board, or in reliance upon the official notification on the letterhead of the Union and signed by the President of the Union, advising of such changed deduction.
ARTICLE III

WORK SCHEDULES


A. The regularly scheduled work week shall consist of thirty-five (35) through forty (40) hours per week as noted elsewhere in this Agreement.

B. The regular starting time for the work shift will not be changed without one (1) week written notice, except in case of emergency, to the affected employee and without first having discussed the need for such changes with the Union.

C. All employees covered by the Agreement shall receive a salary predicated on the appropriate hourly rate for their title multiplied by the actual number of hours that comprise their scheduled work week.

D. When more than one work shift per day within a given classification exists, employees will be given preference of shifts in accordance with their seniority, provided that the exercise of such preference will have no adverse effect on productivity, and provided further that such preference may be exercised when vacancies occur or when for other reasons changes in the number of employees per shift are being made.

F. Employees can work flex time schedules as long as the Department Head and employee mutually agree.
ARTICLE IV

RATES OF PAY


A. The pay scales for all employees covered by this Agreement shall be set forth in the attached schedules. Employees covered by this Agreement will receive the following pay increases:

Effective pay period one of 2003 – 1.75% pay increase on the hourly rate.


      Effective pay period fourteen of 2003 – 1.25% pay increase on the hourly rate.

      Effective pay period one of 2004 – 2% pay increase on the hourly rate.

      Effective pay period fourteen of 2004 – 2% pay increase on the hourly rate.

      Effective pay period one of 2005 – 3.5% pay increase on the hourly rate.

      Effective pay period one of 2006 – 3.75% pay increase on the hourly rate.


B. New or additional employees hired during the term of this Agreement shall be governed by the attached pay scales.

C. The established salaries are fixed on the basis of full-time positions. If the Board establishes any position on a part-time basis, or the Board approves the incumbent of any full-time position for part-time service only, the rate of pay for the position shall be proportionately reduced, unless otherwise stated.

D. An employee who performs work in a higher paid classification than his own shall be temporarily assigned and paid for such work after performing said work for three (3) weeks, spending at least 50% of his time on the higher paid job. An employee shall be paid at the rate of his own classification when performing work in a lower paid classification.

E. When an employee is promoted or reclassified (so as to assume additional duties or responsibilities, or in recognition of the performance of duties beyond those required by his old title) from one class of title to another having a higher salary, then his salary shall be adjusted to receive the highest rate of any employee holding that title to which the promoted or reclassified employee is raised. In no event shall such employee's salary be less than that which he received in his prior title.

ARTICLE IV cont'd


F. Employees covered by this contract shall receive the annual salary in the attached schedule.

G. All work performed beyond the employee's normal work week will be compensated at the rate of time and one half. All non-preapproved time will not be included in the base weekly hours for purposes of calculating overtime. Further those employees who are required to be on-call, shall be compensated one hundred dollars per week while on call. Employees called in during off hours will be guaranteed at least two hours minimum of overtime.

H. The lowest step in the salary schedule shall be the hiring rate. All steps shall increase each year as provided in Section A above. The parties agree to renegotiate the hiring rates upon the request of either party to reflect market conditions.
ARTICLE V

DIFFERENTIAL PAY


A. 1. Employees permanently assigned to the 2nd shift will be compensated at an additional rate of 10% of the hourly rate provided such employee's regular work day schedule is seven (7) or more hours.

2. Employees permanently assigned to the 3rd shift shall be compensated at an additional rate of 8% of the hourly rate, provided such employee's work day schedule is seven (7) or more hours.

3. If an employee's hours of work overlap between the 1st and 2nd shift, for the convenience of the employer, differential pay shall be paid for those hours.
ARTICLE VI

INSURANCE


A. The Board of Managers shall continue to provide all employees with health benefits through the County plan. The Board may continue its self-insurance program or utilize an insurance carrier so long as substantially similar benefits as exist under the 1979 Council #10 contract are provided except as provided below.
      1. All participants in an HMO shall be subject to a five dollar ($5.00) co-pay for all visits to a primary physician. Effective upon the signing of this agreement, all participants in an HMO or PPO shall be subject to a ten dollar ($10) co-pay for all visits to a primary physician and a fifteen ($15) co-pay for all visits to a specialist.
      1. The prescription co-pay shall be ($4.00) for name brand prescription drugs. There shall be no co-pay for generic prescription drugs or mail-in prescription drugs. However, after the purchase of three (3) consecutive months of maintenance prescription drugs, a prescription co-pay of seven dollars ($7.00) shall be applicable for all such maintenance prescription drugs not ordered through the available mail-in procedures. The decision of the Board of Managers to require a seven dollar ($7.00) co-pay shall be appealable through the grievance procedure.
      Effective the signing of this Agreement, Employees shall co-pay a percentage of the cost of each prescription subject to a minimum and maximum per prescription and/or maximum per card per year in accordance with the following schedule.

      EMPLOYEES WITH A SALARY UNDER $30,000 –
      Percentage Co-pays:
      Retail Purchases
      Mail Order Purchases
      Brand Name Drugs – 7%
      Brand Name Drugs – 7%
      Generic Drugs – 4%
      Generic Drugs – 4%
      Minimum Co-pay/Prescription - $3
      Minimum Co-pay/Prescription - $6
      Maximums:

      Retail Purchases/Prescription
      Mail Order Purchases/Prescription
      2004 - $8
      2004 - $9
      2005 - $10
      2005 - $11
      2006 - $12
      2006 - $13
      Maximum per Card (including all covered dependents)/Year
      2004 - $400
      2005 - $450
      2006 - $500
______________________________________________________________________________

      EMPLOYEES WITH A SALARY OF $30,000 – $50,000

      Percentage Co-pays:
      Retail Purchases
      Mail Order Purchases
      Brand Name Drugs – 8%
      Brand Name Drugs – 8%
      Generic Drugs – 5%
      Generic Drugs – 5%
      Minimum Co-pay/Prescription - $3
      Minimum Co-pay/Prescription - $6
      Maximums:

      Retail Purchases/Prescription
      Mail Order Purchases/Prescription
      2004 - $10
      2004 - $11
      2005 - $12
      2005 - $13
      2006 - $14
      2006 - $15
      Maximum per Card (including all covered dependents)/Year
      2004 - $700
      2005 - $750
      2006 - $800
______________________________________________________________________________

      EMPLOYEES WITH A SALARY OF $50,000 – $70,000

      Percentage Co-pays:
      Retail Purchases
      Mail Order Purchases
      Brand Name Drugs – 9%
      Brand Name Drugs – 9%
      Generic Drugs – 6%
      Generic Drugs – 6%
      Minimum Co-pay/Prescription - $3
      Minimum Co-pay/Prescription - $6
      Maximums:

      Retail Purchases/Prescription
      Mail Order Purchases/Prescription
      2004 - $12
      2004 - $13
      2005 - $14
      2005 - $15
      2006 - $16
      2006 - $17
      Maximum per Card (including all covered dependents)/Year
      2004 - $1,100
      2005 - $1,300
      2006 - $1,500



______________________________________________________________________________

      EMPLOYEES WITH A SALARY OF OVER $70,000 –

      Percentage Co-pays:
      Retail Purchases
      Mail Order Purchases
      Brand Name Drugs – 11%
      Brand Name Drugs – 11%
      Generic Drugs – 8%
      Generic Drugs – 8%
      Minimum Co-pay/Prescription - $5
      Minimum Co-pay/Prescription - $8
      Maximums:

      Retail Purchases/Prescription
      Mail Order Purchases/Prescription
      2004 - $14
      2004 - $15
      2005 - $16
      2005 - $17
      2006 - $18
      2006 - $19
      Maximum per Card (including all covered dependents)/Year
      2004 - $1,300
      2005 - $1,500
      2006 - $1,700
          The percentage co-pays set forth above are based on the retail and/or mail order cost to the County for the prescription purchased. Only one co-pay shall be charged for a mail order prescription for up to a ninety (90) day supply.

          After the retail purchase of three (3) consecutive months of a maintenance prescription drug, the prescription co-pay for such maintenance drug thereafter shall be twenty-five percent (25%) of the retail cost to the County for the prescription purchased, with no maximum, if not ordered through the available mail-in procedures. However, if the prescription drug cannot be prescribed for ninety (90) days or cannot be mailed then the employee shall pay only the appropriate co-pay (generic or name brand as set forth above). The decision of the County to require a maintenance prescription drug co-pay shall be appealable through the grievance procedure.
3. Employees are encouraged to utilize the services of "Preferred Providers". The County will be responsible for designating such "Preferred Providers". This program is strictly voluntary and shall not reduce the level of benefits currently provided pursuant to the County's self-insured health benefit program.

a. Employees will be advised by the County of the designated "Preferred Providers" and may sign up on a voluntary basis at any time during the calendar year for one (1) full year.
ARTICLE VI cont'd
b. Certain other "Preferred Providers" as designated by the County may be made available to enrolled and non-enrolled employees on a voluntary case-by-case basis.

c. Notwithstanding the provisions of (a) above, employees may opt out of a "Preferred Provider" program during the period of open enrollment in order to enroll in an HMO Program.

4. a. In the event any participant covered by the County's self-insured health benefits program contemplates any of the elective (non-emergency) surgical procedures set forth below, a second opinion by another qualified doctor is mandatory and must be submitted. If no second opinion is submitted, the County will only pay for fifty percent (50%) of the total cost of said surgery and all related treatment and services. Participants contemplating elective surgery which requires a second opinion must contact the administrator of the County's self-insured benefits program to arrange for said second opinion, which shall be provided at no additional cost to the participant.

ELECTIVE PROCEDURES REQUIRING SECOND OPINION

1. Bunionectomy
2. Cataract Removal
3. D & C (Dilation and Curettage)
4. Hemorrhoidectomy
5. Herniorrhaphy
6. Hysterectomy
7. Knee Surgery
8. Spinal and Vertebral Surgery
9. Ligation and Stripping of Varicose Veins
10. Mastectomy or other Breast Surgery
11. Prostatectomy
12. Submucous Resection
13. Tonsillectomy and/or Adenoidectomy






ARTICLE VI cont'd

b. All hospitalizations of a non-emergency nature must be pre-certified to verify the necessity of, and authorize the length of, an overnight hospital stay before a participant enters the hospital. Participants or their attending physicians must contact the Pre-certification Administrator to arrange for this pre-certification. Denial decision by the Pre-certification Administrator may be appealed to the County Director of Insurance who shall be bound by the employee’s doctor, which doctor will have the final say as to the necessity and length of hospital stay for the selected procedure. If any employee does not follow this procedure, the County’s self-insured plan will pay only fifty per cent (50%) of the costs associated with the selected procedure.

5. All of the elective (non-emergency) minor surgical procedures set forth below will be considered as covered benefits under the County's self-insured health benefits program only when performed on an out-patient basis unless the participant's doctor certifies in advance to the program's administrator, and in writing that special medical circumstances require that the procedure be performed in a hospital.

PROCEDURES WHICH MUST BE PERFORMED ON AN OUTPATIENT BASIS

1. Tonsillectomy and/or Adenoidectomy
2. Simple Hernia repair
3. Excision of skin lesions and cysts
4. Minor gynecological procedures
5. Cataract Removal
6. Dilation and Curettage
7. Tubal Ligation
8. Knee Surgery
9. Bunionectomy
10. Submucous resection
11. Biopsies
12. Correction Hammer Toe
13. Removal of foreign body
14. Vasectomies
15. Bronchoscopy
16. Laryngoscopy
17. Minor Fractures
ARTICLE VI cont'd
6. Where a participant is required by his/her doctor to undergo diagnostic tests prior to surgery being performed, to be considered a covered benefit under the County's self-insured health benefits program, such pre-admission testing must be performed on an outpatient basis unless the participant's doctor certifies in advance to the program's Administrator, and in writing, that special medical circumstances require that the procedure be performed in a hospital.

7. There will be no benefits paid under the County's self-insured health benefits program for any treatment provided in a hospital emergency room except where the treating doctor certifies in writing that such treatment was necessitated by an accident or life saving emergency.

8. Participants in the County's self-insured health benefits program are encouraged to carefully review all bills they receive for covered benefits under the program. If a participant discovers an error in a bill submitted to the Administrator for payment under the program, which results in an overcharge to the County, the participant shall either advise the Administrator in writing of the error in question or contact the provider directly and have the bill corrected. Upon the submission of acceptable written documentation, the participant shall be entitled to a refund of fifty percent (50%) of the amount saved as a result of the correction of the error, up to a maximum of $100 per bill.

9. When any payment is made under the County's self-insured health benefits program, the County shall be subrogated to all rights of recovery of the participant against any third party. Participants will be required to enter into subrogation agreements to this effect as appropriate.

10. Mental health and substance abuse benefits under the County's self-insured health benefits program will be covered at a rate of 90/10 co-insurance for both in-patient and out-patient treatment, with each type of treatment covered equally.

11. Benefits for chiropractic care under the County's self-insured health benefits program will be limited to a maximum of 12 visits per year unless a physician's order requires otherwise.






ARTICLE VI cont'd

12. Effective January 1, 1993, the County's self-insured health benefits program will change from a coordination of benefits program to a maintenance of benefits program. The new maintenance of benefits will apply when the self-insured plan is secondary for any dependent's medical claim or retiree's claim. Maintenance of benefits means that the self-insured plan pays the balance of the claim up to the amount that the self-insured plan would normally cover as if it were the primary plan.

13. All new employees hired between February 18, 1993 and October 3, 1995 shall be required to pay a portion of the premium cost for the health care and prescription coverage selected in accordance with the following schedule:

Years of Employment Percentage of Co-Pay

1 20%
2 16%
3 12%
4 8%
5 4%
              6 0%

14. All new employees hired between October 3, 1995 and the signing of this Agreement shall be required to pay a portion of the premium cost for the health care and prescription coverage selected in accordance with the following schedule:

Years of Employment Percentage of Co-Pay

1 20%
2 18%
3 16%
4 14%
5 12%
6 10%
7 8%
              1. 6%
              2. 4%
              3. 0%


      ARTICLE VI cont'd.

      All new employees hired after the signing of this agreement shall be required to pay a portion of the premium cost for the health care and prescription coverage selected in accordance with the following schedule:

      Years of Employment
      Percentage of Co-pay
      1
      20%
      2
      20%
      3
      17%
      4
      17%
      5
      13%
      6
      13%
      7
      10%
      8
      10%
      9
      10%
      10
      10%
      11
      0%
      All deductions are limited to a maximum of 5% of an employee’s base gross pay.

          The employee co-pay, however, will be reduced on an annual basis as follows: If the employee joins the lowest cost health insurance plan available at the annual period of open enrollment, the employee shall be entitled to a credit towards his/her percentage co-pay equal to the difference between the lowest cost plan available and the average cost of all the other health insurance plans available. The employee shall receive the credit on the first two pays of each month. The credit may not exceed the employee's percentage co-pay. The average cost shall be determined by combining the costs for the County's self-insured traditional indemnity plan and the County's self-insured PPO plan at the prior year's rates with the existing HMOs at the current rates, subtracting the lowest cost plan and then dividing the remaining costs by the remaining total number of plans. Average costs shall be separately calculated for each type of coverage, i.e. single, husband/wife, parent/child and family. The employee must remain in the lowest cost plan for the entire year in order to be entitled to the credit. If at any open enrollment period an employee elects not to remain in the lowest cost major medical plan, the applicable employee percentage co-pay pursuant to this Section shall be based solely on the employee's years of employment with the County and/or Center.



              ARTICLE VI cont'd.
    1. All participants currently retired from the Board of Managers and those who retire from the Board up to and including December 31, 1995 with less than 25 years of service but more than five (5) years of service with the Board of Managers/ County, shall continue to receive all health benefits in accordance with Section A above and at the same cost to the participant as currently exists as of the effective date of this Agreement. All such employees who retired up to and including December 31, 1995 with five (5) years of service or less with the Board of Managers/County as of their date of retirement shall be entitled to receive all health benefits as set forth in Section A above at a cost of fifty (50%) percent of the actual cost for the type of coverage selected by participants as established by the County and adjusted on an annual basis. Any participant who is ineligible for retirement and who ceases to be employed by the Board of Managers for any reason other than termination for disciplinary reasons may purchase such health benefits for a period not to exceed 120 days at a cost of fifty percent (50%) of the County's actual cost.
    1. All health and prescription coverage for dependent children under all plans will end at the end of the month the dependent child reaches age 19, if the child is not in school, or at the end of the month the dependent child reaches age 23, if the child is in school. Children who are permanent dependents as a result of a disability are covered for the life of the employee or as long as the employee maintains eligibility for health benefits.
    B. Employees retiring with twenty-five (25) or more years of service with Camden County and/or affiliated organizations and twenty-five (25) or more years of service credit in a state or locally administered retirement system, and employees retiring on an accidental disability pension, shall continue to receive fully paid health and prescription benefits.
      Employees retiring at age 62 or older with at least fifteen (15) years of service with Camden County and/or affiliated organizations; or retiring with at least ten (10) years of service with Camden County and/or affiliated organizations and twenty-five (25) or more years of service credit in a state or locally administered retirement system; or retiring on an ordinary disability pension, shall continue to receive health and prescription benefits subject to the following co-pays:

Years of Employment Percentage of Co-Pay
Under 10 COBRA Only
10 up to 15 25%
15 up to 20 20%
20 up to 25 5%
Over 25 0%

ARTICLE VI cont'd.

      Prior years of employment with the HSC/County and/or affiliated organizations shall count as “Years of Employment” for the purpose of determining the appropriate co-pay set forth above.
      Any participant who is ineligible for retirement and who ceases to be employed by the Board of Managers for any reason other than termination for disciplinary reasons may purchase such health benefits for a period not to exceed one hundred and twenty (120) days at a cost of fifty percent (50%) of the Board of Manager’s actual cost.
C. The Board of Managers will reimburse an employee on active pay status for the premium cost of the Medicare Plan when the employee or his spouse reaches age 65.

D. Any employee covered by this Agreement may choose, in writing, at any time, to participate in the "Optional Health Benefits Program" (“opt out”). Participation in this program is totally voluntary and is intended for those eligible employees who are covered by health insurance through a working spouse not receiving coverage as the result of employment by Camden County, a Camden County Row Office, the Camden County Mosquito Commission, the Camden County Superintendent of Schools, the Camden County Prosecutor’s Office, the Camden County Health Services Center, the Camden County Library System, the Camden County Municipal Utilities Authority, the Camden County Improvement Authority, the Camden County Pollution Control Authority, the Camden County Superintendent of Elections, or the Camden County Board of Elections or who choose not to maintain the County’s health coverage. Employees who hold elective office and are receiving health insurance benefits as a result of their elected office and employees who are receiving health insurance benefits as a result of their retirement from another public entity in New Jersey are not eligible for opt out.
      No health and/or prescription opt out is permitted for spouses or dependents if both are and would otherwise be eligible for benefits through the County Insurance Division. However, such employees who are currently receiving opt out will be permitted to continue to receive an opt out payment until the first pay period of 2007, in declining percentage amounts over the term of this contract as follows. Upon the signing of this Agreement, these employees will receive 75% of the amount they otherwise would have been paid as set forth in Section D(3) below. Effective the first pay period of 2005, they will receive 50% of the opt out amount they would otherwise have received. Effective the first pay period of 2006, that amount will be reduced to 25%. Effective the first pay period of 2007 and thereafter, their opt out payment will cease in entirety. This schedule for the reduction and elimination of opt out payments for such employees will be applicable to both active employees and those who retire during the term of this Agreement.

      If an employee chooses to participate in this program and drops employee and/or spouse and/or dependent coverage, the eligible employee shall receive a monetary incentive.
      2. Employees who opt to participate in this program must do so for a minimum of one (1) year at a time. However, if an employee chooses to participate and then the spouse's coverage is terminated, upon proper verification of termination, the County will restore the employee, his or her spouse and/or dependents to coverage under the County’s Self-Insured Plan for the remainder of the year, effective the first day of the following month. If the employee desires to reinstate HMO coverage he or she will be required to wait until the next open enrollment period. The employee can opt out any time during the year but must remain in the program for one full year.
      3. All employees who are entitled to receive opt out and are not subject to the phase out set forth above and who elect to participate shall be paid the following amounts on a monthly basis:
      Health Insurance

      Change in Coverage Opt Out Amount Paid

      From Family to No Coverage $415.83
      From Parent/Child to No Coverage 242.13
      From Husband/Wife to No Coverage 307.94
      From Single to No Coverage 143.16
      From Family to Parent/Child Coverage 173.70
      From Family to Husband/Wife Coverage 107.89
From Family to Single Coverage 272.68
      From Parent/Child to Single Coverage 98.98
      From Husband/Wife to Single Coverage 164.79








      Prescription Benefits

      From Family to No Coverage 174.33
      From Husband/Wife to No Coverage 174.33
      From Parent/Child to No Coverage 102.63
      From Single to No Coverage 60.29
      From Family to Parent/Child Coverage 71.71
      From Family to Single Coverage 114.04
      From Parent/Child to Single Coverage 42.34

4. The incentive payments provided shall be paid in equal monthly payments and appropriate deductions shall be paid from the gross incentive amount.

5. The optional health benefits program provided above shall be available to all new employees on their hire date and shall be available to all current and prospective retirees under the same terms and conditions applicable to active employees at the time of their retirement.

6. The incentive shall begin to be paid to the eligible employee no later than one month after the effective date of the option.
      1. The incentive shall begin to be paid to the employee no later than one month after the effective date of the option.

8. The option health benefits program set forth above shall be extended to the County's self-funded prescription program and employees who drop such coverage shall be entitled to an incentive at the 2003 opt-out rate for each coverage paid in equal monthly installments under the same terms and conditions as are applicable to participation in the remainder of the optional health benefits program.

E. Effective January 1, 1996, Board of Managers will enroll employees in the New Jersey Temporary Disability Benefits Plan.

F. The Board of Managers and the Union agreed to co-market the following insurance programs to current and retired employees.

1. Mail order prescription plan
2. Health and/or Prescription Opt Out Program
3. Preferred Provider Organization (PPO)
4. 65 + Medicare Plan for retirees
  1. The Union and the Board of Managers agrees that the Board will re-enroll employees in the health and prescription plans once every two years in order to verify dependent coverage.
  2. Effective January 1, 2003, the Board of Mangers shall provide as a covered benefit all prescription contraceptive medications and devices.
  3. Employees shall be responsible for any extra cost incurred by the County/Health Service Center if there is a change in life status (divorce, death of spouse, etc.) that would affect their health and prescription benefits and where they do not report such change to the County Insurance Division within 90 days of the change. However, no employee will be required to pay more than $3,000 for such costs.
  4. Employees on leave shall be required to pay a percentage of the premium for health and prescription benefits in accordance with the following schedule:
      For Employees on Personal Leave
      Employees with a Gross Base Salary of Under $30,00020%
      Employees with a Gross Base Salary of $30,000 up to $50,00030%
      Employees with a Gross Base Salary of $50,000 up to $70,00040%
      Employees with a Gross Base Salary of $70,000 and Above50%
      For Employee on Medical Leave
      First Three Months of Leave0%
      Months Four, Five, and Six of Leave15%
      Months Seven, Eight, and Nine of Leave 20%
      Months Ten and Over (up to maximum permitted)30%

K. Effective upon the signing of this Agreement, County employees who are the dependents and/or spouse of an employee or retiree receiving benefits as the result of employment by Camden County, a Camden County Row Office, the Camden County Mosquito Commission, the Camden County Superintendent of Schools, the Camden County Prosecutor’s Office, the Camden County Health Services Center, the Camden County Library System, the Camden County Municipal Utilities Authority, the Camden County Improvement Authority, the Camden County Pollution Control Authority, the Camden County Superintendent of Elections, or the Camden County Board of Elections, and who are otherwise eligible for health benefits, must choose one type of health benefit coverage only and are not eligible for opt out.






ARTICLE VII

SICK LEAVE WITH PAY

A. Sick leave is hereby defined to mean absence of any employee from duty because of personal illness which prevents his/her doing the usual duties of his/her position, exposure to contagious disease, or a short period of emergency attendance upon a member of his/her immediate family who is critically ill and requires the presence of the employee.

B. The term "immediate family" is hereby defined to include the following: mother, father, mother-in-law, father-in-law, brother, sister, brother-in-law, sister-in-law, spouse, children or foster children of the employee, and grandmother, grandfather and grandchildren.

C. Any shift employee who is absent for reasons that entitle him/her to sick leave shall notify his/her supervisor promptly, but not later than one and one half (1 ) hours before the employee's usual reporting time except in cases of extreme emergency where the employee is not able to do so. Other employees will provide the notification within sixty (60) minutes of their scheduled starting time. Failure to give such notice may constitute cause for disciplinary action.

D. Sick leave shall accrue for regular full-time employees at the rate of one (1) day per month during the first calendar year of employment and one and one-quarter (1 ) days per month per year in every calendar year of employment thereafter, and shall accumulate from year to year. Part-time permanent employees shall be entitled to sick leave on a pro-rated basis. Sick leave must be earned before it may be utilized.

E. If any employee is absent for five (5) consecutive work days (or after fifteen (15) days sick leave in any one (1) year for any reason set forth in the above rule), the Board shall require acceptable evidence on the form prescribed. The nature of the illness and length of time the employee was absent shall be stated on a doctor's certificate.
  1. At the discretion of the Department Head, the employee seeking sick leave may be required to submit medical evidence to substantiate his/her request. Failure to provide adequate medical evidence may result in the denial of sick leave benefits, and the employee will suffer a loss of his/her pay for any authorized time period. In the event the employee has exhausted his/her accumulated sick leave and is sick, the absence may be charged to the employee's vacation, if any, provided that the employee agrees and further provided that such use of vacation time will not be used to circumvent either the provisions or the intent of Article XXII, Strikes and Lockouts.

ARTICLE VII cont'd


G. Abuse of sick leave will be cause for disciplinary action.

H. Sick leave claimed by reason of quarantine or exposure to contagious disease may be approved upon the certification of the local Public Health Department.

I. Full-time temporary employees in the Board service shall be entitled to sick leave in the same amount and for the same reasons as provided for permanent employees.

J. Employees on a daily, hourly, or seasonal basis are not eligible for sick leave.

K. 1. Unused sick time up to a maximum of 15 days will be payable to employees covered by the Agreement on an active pay status on November 15. Such payment will be made on or about January 15 year for the preceding year. All sick leave in any year shall be initially charged against the unused sick leave for the year in which it is taken and then against any accumulated sick leave of prior years. In exercising this right, the total amount shall not exceed $2,247 for sick time.

2. The employee has the right to elect to continue accumulating sick leave as per Civil Service rules or to take cash payment as provided above. The employee must select one of the two options. In either event, such choice must be made in writing to the department head no later than November 15.

L. Upon retirement, an employee with twenty-five (25) years of service and who has reached the age sixty (60) may elect to sell one-half of his or her earned and unused accumulated sick leave multiplied by his or her rate based upon the annual base pay received during the last year of employment with the Board, provided, however, that no such lump sum payment shall exceed $23,000.00.
ARTICLE VIII

MILITARY LEAVE


A. A permanent employee who enters upon active duty in the United States Military Service in time of war or emergency or who is actively engaged in Reserve or National Guard duty will be granted a leave of absence in accordance with the law.
ARTICLE IX

JURY DUTY


A. Employees shall be given time off without loss of pay when performing Jury Duty in the following circumstances:

1. In State Court, the employee shall serve without loss of pay and is allowed to retain any stipend for services.

2. In Federal Court, the employee shall receive full pay plus a maximum stipend of five ($5.00) dollars paid by the Federal Court. All monies received by the employee in excess of five ($5.00) dollars paid by the Federal Court in services as a Federal Juror shall be returned to the Chief Financial Officer.
ARTICLE X

COURT TIME

  1. An employee shall be given time off without loss of pay when commanded to appear as a witness and not a party before a court, legislative committee, or judicial or quasi - judicial body.
  1. The provisions of Section A above shall not apply for appearances by an employee in connection with any activities set forth in Article XXII, Strikes and Lockouts.
ARTICLE XI

EMERGENCY LEAVE


A. Employees shall be given time without loss of pay when performing emergency civilian duty in relation to national defense or other emergency when so ordered by the Governor of the State of New Jersey or the President of the United States.
ARTICLE XII

BEREAVEMENT LEAVE


A. In the event of death in the employee's immediate family the employee shall be granted time off without loss of pay, in no event to exceed four consecutive working days, one of which shall be the day of death or the day of the funeral. In the event of death of the employee’s aunt or uncle, the employee shall be granted time off without loss of pay, in no event to exceed one working day either on the day of death or the day of the funeral.

B. The term "immediate family" is hereby defined to include the following: mother, father, mother-in-law, father-in-law, brother, sister, brother-in-law, sister-in-law, spouse, children, or foster children of the employee, grandmother, grandfather, granddaughter and grandson.
ARTICLE XIII

MATERNITY LEAVE


A. Requests for maternity leave shall be made in writing no later than the third (3rd) month of pregnancy.

B. Except for reasons of health or inability to perform her job, the pregnant employee shall be permitted to work providing the attending physician approves and so advises in writing.

C. Such employees shall be granted earned and accumulated sick leave during the time prior to the expected date of confinement and for one (1) month after the actual date of birth. Additional time beyond the one (1) month period shall be granted for reasons of the employee's individual health upon presentation of a doctor's certificate setting forth the necessity therefore.
ARTICLE XIV

WORKERS COMPENSATION


When an employee is injured on duty, and meets the qualifications for Workers’ Compensation as determined by the Health Services Center Workers’ Compensation carrier, the employee will receive workers’ compensation due him/her plus the difference between the amount received as compensation and 80% of his/her net, not gross, salary during the period of temporary disability, to a maximum of forty-five (45) working days. In the event of continued temporary disability beyond the forty-five (45) day period aforementioned, the eligible employee will continue to receive Workers Compensation. If the employee is entitled to use and authorizes the Board to charge time to accumulated sick leave, the employee may receive the difference between the amount received as Workers Compensation and his/her salary. Employees entitled to workers compensation benefits shall continue to receive a regular paycheck from the Board of Managers during the period of temporary disability, subject to an assignment by the employee of the workers' compensation benefits due and payable to him/her for this period.
ARTICLE XV
FRINGE BENEFITS

A. Employees required to travel on authorized, necessary Board business and who are required to use their personal vehicle shall be reimbursed 28 cents a mile plus out-of-pocket expenses. If the Board increases, the reimbursement rate for management this rate will likewise be increased to the same new rate.

B. Where employees, as a condition of their job, are required to use their personal vehicles for official Board business, said employees will declare such use on their application for automobile liability insurance. Upon presentation by them of an invoice from their insurance carrier evidencing an increased premium for business coverage, the Board will pay $25 to the affected employee on an annual basis.

C. Those employees who, as a requisite of employment, are required by the Board to wear specified uniforms (as opposed to conforming to a specified dress code) shall either be furnished those uniforms or receive an annual uniform allowance of $225. Employees required to wear tailored uniforms which are furnished by the employer shall receive one hundred and fifty dollars ($150) per annum for cleaning purposes. At the Board's option, the Board may provide uniforms and the maintenance thereof. If such option is exercised, the uniform maintenance allowance of this section shall not be applicable. Uniform allowances shall be pro-rated based upon the actual number of weeks worked.

1. When provided with Board insignia, employees shall have the insignia sewn on the uniform.

2. Where applicable, uniform allowance shall be paid no later than December 15 of the current year.

3. New or additional employees hired during the term of this agreement and required to wear a tailored uniform shall be supplied by the Board during the first year of employment and shall not receive a uniform allowance for the initial calendar year. Subsequently, said employees shall either be furnished uniforms as required or shall be entitled to a uniform allowance under the terms of this Agreement.

D. Employee pension contributions and repayment of loans from the pension program will be deducted in equal payments from the first two (2) salary payments to an employee each month.



ARTICLE XV cont.

E. The Board of Managers will pay or cause to be paid to the Council #10 Health
and Welfare Fund the sum of $250 per annum for 1999, $300 for 2000, $325 for 2001, and $350 for 2002 for each employee who is a member of the Representative for whom the Representative is the bargaining agent.
  1. The Representative agrees to save and hold harmless the employer from any liability arising out of the administering of the fund to which this sum shall be paid on behalf of each employee as stated above, and further agrees to make available to the employer detailed audits or reports dealing with said funds on June 30, 1983, and each June 30th thereafter as well as the bidder list and bids for each service provided.
      Employees shall be entitled to be reimbursed by the Board for all costs incurred in attending seminars, training programs, or attendance at courses in an accredited educational institution so long as such courses, seminars, and/or training program are required for the employee to maintain a license, or to meet State and/or Federal Regulations relating to their employment with the Board of Managers. At the employee’s request, employees will be entitled to tuition reimbursement, up to a maximum of six (6) credits per semester, for job related courses of study if approved in advance by the C.C.H.S.C. If approved, reimbursement will be made to the employee upon completion of the course(s) so long as the employee completes the course and achieves a passing grade. The rate of reimbursement shall not exceed the per credit cost for general graduate studies at Rutgers-Camden.

ARTICLE XVI

PERSONAL DAYS


A. All employees covered by this Agreement shall enjoy four personal days for personal, business, household, or family matters described in this Section and shall be non-accumulative.

B. Business means an activity that requires the employee's presence during the work-day and is of such a nature that it cannot be attended to at a time outside the work-day.

C. Personal, household, or family refers to matters when the employee's absence from duty is necessary for the welfare of the employee or his family.

D. Request for a personal day, along with the reasons therefore, must be submitted at least three (3) full working days in advance and is subject to approval of the employee's supervisor. Emergency days may be granted for an unforeseen occurrence which necessitates the presence of the employee and for which the individual had no prior knowledge and is unable to resolve the situation outside the workday. Personal leave will not be granted if it interferes with the manpower needs of the department.
ARTICLE XVII

SENIORITY


A. Seniority is defined as an employee's total length of service with the employer, beginning with his/her original date of hire.

B. An employee having broken service with the employer (as distinguished from leave of absence) shall not accrue seniority credit for the time when he was not employed by the Employer.

C. If a question arises concerning two or more employees who were hired on the same date, the following shall apply: if hired prior to the effective date of this Agreement, seniority preference among such employees shall be determined by the order in which such employees are already shown on the Employer's payroll records; first name, first preference, etc. For employees hired on the same date subsequent to the effective date of this Agreement, preference shall be given in alphabetical order of the employee's last name.

D. The employer shall maintain an accurate, up-to-date seniority roster showing each employee's date of hire, classification, and pay rate and shall furnish copies of same to the Representative upon request.

E. Except where New Jersey Civil Service statutes require otherwise, in cases of provisional and temporary promotions, demotions, lay-offs, recalls, or where vacation schedules are concerned, an employee with the greatest amount of seniority shall be given preference provided that the exercise of such will have no adverse effect on productivity.
ARTICLE XVIII

HOLIDAYS

A. All holidays are classified as follows:

Floating Holidays Choice Holidays Established Holidays

Martin Luther King Day New Years Day Memorial Day
Columbus Day Christmas Day Fourth of July
Presidents Day Labor Day
Veteran's Day Thanksgiving Day
Election Day Good Friday
Friday before Labor Day

B. Established and choice holidays shall be celebrated on the day on which they are observed and employees shall normally receive the day off with pay. If required to work, they shall be entitled to holiday pay in addition to their regular pay. Employees on a seven day schedule only shall be entitled to choose when they will celebrate choice holidays by selecting either New Years Eve, New Years Day or the day after New Years for the New Years Day holiday, and either Christmas Eve, Christmas Day or the day after Christmas for the Christmas Day holiday.

C. Floating holidays shall be granted pursuant to the following procedure. All offices shall be open on floating holidays unless employees are notified otherwise at least 30 days before the holiday. Forty-five days prior to each floating holiday, employees shall submit to their supervisor three options for celebrating the holiday in order of preference. Employees must be granted one of their three options. If there is a conflict in preferred dates, employees with the most seniority will be given preference. The floating holiday must be taken on a regular work day within the four weeks prior or four weeks after the day on which the holiday would normally be observed. If an employee selects less than three options, and his/her preference cannot be accommodated, the supervisor shall determine the day on which the floating holiday will be celebrated.

D. Holidays which fall within an employee's vacation period shall not be charged to the employee’s vacation time.

E. It is understood that there shall be only one (1) day of celebration in the event the Holidays are celebrated on a day other than the actual day of said holiday, and no additional day shall be received because of the adjustment on the day of celebration.
ARTICLE XVIII cont'd

F. Holidays which fall on Saturday shall be celebrated on the preceding Friday. Holidays which fall on a Sunday shall be celebrated on the following Monday.

G. When the Board of Managers declare by formal action a day off for all Board employees, those who are required to work on such a day off shall be given a compensatory day at a later date. This provision has no applicability when holidays are declared or granted pursuant to a contract with other Representative Associations or Unions. Employees who work more than one half the day will receive a whole day as compensatory time.

H. The granting by the Board of Managers of a day off or a holiday in addition to those enumerated in Section A. shall not be considered as a precedent and is subject to Board approval each and every time such day off or holiday is granted.

Employees who are required to work on a holiday shall be granted compensatory time at a rate of time and one-half in addition to holiday pay.

In order to receive holiday pay, an employee who has received any kind of disciplinary action for attendance within the previous 12 months must be on a pre-approved leave the employee’s scheduled workday before and the employee’s scheduled workday after the holiday if he/she is not at work.

If an employee is serving a suspension on a day before or a day after a holiday and as a result is disqualified from receiving holiday pay under this Section, the holiday shall be counted as a day of suspension.

ARTICLE XIX

DISCIPLINE

The Employer will have the right to discharge, suspend or discipline an employee covered by this Agreement for just cause. In the case of suspension and/or discharge, the employer will notify the Union in writing within two (2) working days (exclusive of Saturdays, Sundays and Holidays) of such action. The Employer shall treat all employees covered by this contract equally in all matters of disciplinary action.
ARTICLE XX

LONGEVITY


Beginning the first pay period of 1999, all bargaining unit employees who were eligible for longevity pay in 1998, shall have their longevity pay added to their base before the calculation of the 3% pay increase effective the first pay period of 1999, which shall then constitute the employee’s new base pay. For purposes of this conversion, employees shall be entitled to longevity pay added to their base in an amount $200 more than what they were entitled to in 1998 based on their years of service. Once the longevity pay has been added to base, the longevity pay program is eliminated. However, employees who are promoted into the unit will have their longevity, if applicable added to their base.
ARTICLE XXI

VACATIONS


A. Employees in the Board service shall be entitled to vacation as follows:

1. Permanent full-time employees in the Board Service shall be entitled to the following annual vacation, accruing on a monthly basis with pay:

a. Up to one year of service, one working days vacation for each month of service.

b. After one year and up to ten years of service, twelve (12) working days vacation.

c. After ten years and up to twenty years of service, eighteen (18) working days vacation.

d. After twenty years of service, twenty-five (25) working days vacation.

2. Temporary full-time employees in the Board service shall be entitled to vacation leave to the same extent such leave is provided for permanent employees.

3. Permanent part-time employees shall receive vacation leave on a pro-rated basis, in accordance with the above schedule.

4. Employees on a daily, hourly or seasonal basis are not eligible for vacation leave.

B. Where in a calendar year the vacation leave or any part thereof is not used, such vacation periods shall accumulate and any unused vacation resulting from the pressure of work as determined by the Board may be carried forward into the next succeeding year only and will be scheduled to be taken in the next succeeding year. However, if in the second year, due to the pressure of work as determined by the Board, the employee still has accumulated vacation that will be lost, the employee has a right to sell that time only.

C. Employees shall be allowed to use vacation time not accrued, in anticipation of continued employment provided that such time is scheduled time with the approval of the Department Head.
ARTICLE XXI cont'd



D. If an employee dies having vacation credits, a sum of money equal to the compensation figured on his salary rate at the time of death shall be calculated and paid to his estate within sixty (60) days.

E. Vacation time cannot be used for sick time without the express written consent of the employee.

F. In order to exercise seniority, vacation requests shall be submitted by the employee to his or her Department Head by April 1st, so that the Department Head can prepare the vacation schedule for the calendar year. Failure to submit such a request by April 1st, will result in a loss of seniority preference for the employee.


ARTICLE XXII

STRIKES AND LOCKOUTS


A. The Union hereby covenants and agrees that during the term of this Agreement, neither the Union 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 absence in whole or in part, from the full, faithful and proper performance of the employee's duties of employment), work stoppage, slow-down, walk-out, or other illegal job action against the Board. The Union agrees that such action would constitute a material breach of this Agreement.

B. The Union agrees that it will make a reasonable effort to prevent its members from participating in any strike, work stoppage, slow-down, or other activity aforementioned or supporting any such activity by any other employee or group of employees of the Board, and that the Union will publicly disavow such action and order all such members who participate in such activities to cease and desist from same immediately, and take such other steps as may be necessary under the circumstances to bring about compliance with the Union order.

C. Nothing contained in this Agreement shall be construed to limit or restrict the Board 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 Union or its members.

D. The Board agrees that it will not engage in the lock-out of any of its employees.
ARTICLE XXIII

SAFETY AND HEALTH


A. The employer shall at all times maintain safe and healthful working conditions, and will provide employees with any wearing apparel, tools, or devices reasonably necessary in order to insure their safety and health.

B. In the case of an emergency, affecting employees covered by this Agreement, declared by local police authorities, it shall be the Employer's duty to notify all Department Heads as soon as possible with respect to an appropriate course of action.

C. Employees must wear all safety equipment provided to them by the Board. Failure to do so shall subject the employee to possible disciplinary action.
ARTICLE XXIV

EQUAL TREATMENT


A. The Board and the Union agree that there shall be no discrimination against any employee because of race, creed, color, religion, sex, national origin, or political affiliation.

B. The Board and the Union agree that all members covered under this Agreement have the right without fear of penalty or reprisal to form, join, and assist any employee organization or to refrain from any such activity. There shall be no discrimination by the County or the Union against any member because of member's membership or non-membership or activity or non-activity in the Union.

C. The Board may establish reasonable and necessary rules of work and conduct for employees. Such rules shall be equitably applied and enforced, insofar as practicable.

D. Insofar as practicable, ten (10) working days prior to the implementation of any new rules or changes of rules of work and conduct for employees, the Board agrees to notify the Union of said rules or changes.

E. This Agreement shall be equitably applied to all employees covered by the Agreement.
ARTICLE XXV

GRIEVANCE PROCEDURE


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

B. Nothing herein shall be construed as limiting the right of any employee having a grievance to discuss the matter informally with any appropriate member of the department.

C. 1. With regard to employees, the term "grievance" as used herein means an appeal by an individual employee or the Association on behalf of an individual employee or group of employees, from the interpretation, application or violation of policies, agreements, and administrative decisions affecting them. With regard to the Board, the term "grievance" as used herein means a complaint or controversy arising over the interpretation, application, or alleged violation of the terms and conditions of this Agreement.

2. With respect to employee grievances, no grievance may proceed beyond Step One herein unless it constitutes a controversy arising over the interpretation, application, or alleged violation of the terms and conditions of this Agreement. Disputes concerning terms and conditions of employment controlled by statute or administrative regulation, incorporated by reference in this Agreement, either expressly or by operation of law, shall not be processed beyond Step One herein.

D. The following constitutes the sole and exclusive method for resolving grievances between the parties covered by this Agreement, and shall be followed in its entirety unless any step is waived by mutual consent:

Step One: The aggrieved or the Union shall institute action under the provisions hereof within seven (7) work days after the event giving rise to the grievance has occurred, and an earnest effort shall be made to settle the differences between aggrieved employee and the immediate supervisor for the purpose of resolving the matter informally. Failure to act within said seven (7) work days shall be deemed to constitute an abandonment of the grievance.
ARTICLE XXV cont'd



Step Two: If no agreement can be reached orally within seven (7) work days of the initial discussion with the immediate supervisor, the employee or the Union may present the grievance in writing within seven (7) work days thereafter to the designated Board representative. The written grievance at this Step shall contain the relevant facts and a summary of the preceding oral discussion, the applicable Section of this contract violated, and the remedy requested by the grievant. The designated Board representative will answer the grievance in writing within ten (10) work days of receipt of the written grievance. Where the Step One immediate supervisor and the Step Two designated Board Representative are the same person, or for other reasons, separate steps are ineffective, Step One and Step Two shall be treated as being integrated, but in no event may a Union member represent the Board in regard to this Article.

Step Three: If the Union wishes to appeal the decision of the designated Board Representative, such appeal shall be presented in writing to the Labor Relations Committee within five (5) work days thereafter. This presentation shall include copies of all previous correspondence relating to the matter in dispute. The Labor Relations Committee shall respond, in writing, to the grievance within twenty (20) work days of the hearing.

Step Four: If either party wishes to appeal the decision of the Labor Relations Committee, such appeal shall be presented in writing to the Chief Executive Officer within ten (10) work days thereafter. The Union may opt to proceed directly to Step Five. This presentation shall include copies of all previous correspondence relating to the matter in dispute. The Chief Executive Officer or his designee, shall respond in writing to the grievance within fifteen (15) work days of the submission.

Step Five: If the grievance is not settled through Steps One, Two, Three, and Four, either party shall have the right within fifteen (15) work days to submit the dispute to arbitration pursuant to the rules and regulations of the Public Employment Relations Commission. The costs for the services of the arbitrator shall be borne equally by the Board and the Union. Any other expenses, including but not limited to the presentation of witnesses, shall be paid by the parties incurring same.
ARTICLE XXV cont'd


E. 1. The parties direct the arbitrator to decide, as a preliminary question, whether he/she has jurisdiction to hear and decide the matter in dispute.

2. The arbitrator shall be bound by the provisions of this Agreement and the Constitution and Laws of the State of New Jersey, and be restricted to the application of the facts presented to him/her involved in the grievance. The arbitrator shall not have the authority to add to, modify, detract from or alter in any way the provisions of this Agreement or any amendment or supplement thereto. The decision of the arbitrator shall be in writing with reasons therefore and shall be final and binding on the parties.

F. Upon prior notice to and authorization of the Department Head or his designee, the designated Union Representative shall be permitted to confer with members of the Grievance Committee, employees, and other Board officials on a specific grievance in accordance with the grievance procedure set forth herein during work hours of employees, without loss of pay, provided the conduct of said business does not diminish the effectiveness of the Board or require the recall of off-duty employees.

G. The time limits expressed herein shall be strictly adhered to. If any grievance has not been initiated within the time limits specified, or if the grievance is not processed to the next succeeding step in the grievance procedure within the time limits prescribed thereunder, then the disposition of the grievance at the last preceding step shall be deemed to be conclusive. If a decision is not rendered within the time limits prescribed for decision at any step in the grievance procedure, then the grievance shall be deemed to have been denied. Nothing herein shall prevent the parties from mutually agreeing to extend or contract the time limits for processing the grievance at any step in the grievance procedure, but any such agreement must be in writing to be effective.

H. In the event the aggrieved elects to pursue remedies available through the Civil Service or EEO or Civil Rights complaint procedures, the grievance shall be canceled and the matter withdrawn from this procedure. It is agreed between the parties that no arbitration hearing shall be held until after the expiration of at least thirty (30) calendar days after the decision rendered by the Chief Executive Officer on the grievance. In the event the grievant pursues his/her remedies through Civil Service, the arbitration hearing, if any, shall be canceled and the filing fees and expenses incurred thereby shall be paid by the grievant or the Union.
ARTICLE XXVI

GENERAL PROVISIONS

A. It is agreed that the Board and the Supervisory Unit of Council #10 may meet from time to time upon reasonable request of either party to discuss matters of general interest and concern, matters which are not necessarily a grievance as such. Such meetings shall be initiated by written request of either party, which shall reflect the precise agenda of the meeting. A seven (7) day advance notice will be given Council #10 or the Board.

B. Employees who are covered by this Agreement shall perform the duties and responsibilities outlined in the New Jersey Department of Civil Service job specifications for their positions.

C. Agents of the Union will be permitted to visit with employees during working hours at their work stations for the purpose of discussing Union representation matters, as long as there is no undue interference with the Employer's work. Whenever any employee of the Board who is a representative of the Union is mutually scheduled to participate during working hours in negotiations, grievance proceedings, conferences or meetings, he shall suffer no loss in regular pay or be charged with sick leave or vacation time. Employees will be allowed to leave their work station up to one-half (1 1/2) hour prior to the meetings and will be required to return to their work station at the conclusion of the meeting provided there is at least one and one-half (1 1/2) hours of work time remaining. In no event shall the President of Council #10 be allowed more than one hour per week to conduct Union Business of any kind. Such business will be limited to employer - related business.

D. No more than two (2) members of the Supervisory Unit will be permitted to attend New Jersey Civil Service Association meetings and conventions, without loss of pay, in accordance with R.S. 38:23-2.

E. The Union will be permitted to post union-related information on Union bulletin boards.

F. No more than one employee who becomes a full-time employee of Camden Council #10 shall, upon request, be granted a leave of absence, without pay and without loss of seniority, subject to Civil Service rules and regulations, for three years with a three-year extension.

G. The Board shall be responsible for printing this collective bargaining agreement within sixty (60) days of its execution by the parties. The cost of printing shall be shared equally by the parties. The Union shall be responsible for distribution to all persons covered by the Agreement.
ARTICLE XXVII

SEPARABILITY AND SAVINGS


A. Each and every clause of this Agreement shall be deemed separable from each and every other clause of this Agreement to the extent that in the event any clause or clauses shall be finally determined to be in violation of any law, then in such event, such clause or clauses, only to the extent that any may be so in violation shall be deemed of no force and effect and unenforceable without impairing the validity and enforceability of the rest of the Agreement, including any and all provisions on the remainder of any clause, sentence, or paragraph in which offending language may appear.
ARTICLE XXVIII
LABOR MANAGEMENT COMMITTEE FOR JOB SECURITY
The employees and the management of C.C.H.S.C. are committed to providing every patient with the best quality of care. The parties recognize that this can best be accomplished by working together in full partnership between Labor and Management, and must be done so by working within the financial limitations of the Center and the health care industry.

We understand that we together must consider the need for flexibility, a qualified and satisfied work force and maximize job security and better working conditions. We must work within the guidelines of the State and Federal regulations and the context of the language of the existing collective bargaining agreements.

It is our goal that the Committee make recommendations to the parties to enable them to reach agreement on all issues by consensus and develop a relationship based on mutual respect and trust.
a. In the event of staff reduction, the appropriateness and numbers of layoffs may be evaluated by the Labor/Management Committee after the gathering of financial facts, information on job trends and emerging skills, and new job classifications.

b. The Labor/Management Committee will undertake an analysis of why part-time employment exists. It will measure which areas can be developed to create more full time employment.

c. The Labor/Management Committee will submit their findings and recommendations to the C.E.O. and the Board of Managers.

d. In the event of the sale, privatization, or merging of C.C.H.S.C. the unions will be given the opportunity to develop an employee based company to bid for a contract that will provide the service needed for staffing.

e. The Labor Management Committees will appoint a member on a quarterly rotational basis to attend public Board of Manager meetings and closed sessions at the invitation of the Board and report back to the Labor/Management Committee. Generally, the Board, at it discretion, may invite the representative into closed sessions concerning potential layoffs, staff reductions or the privatization, sale or merging of any part of C.C.H.S.C. The appointment must be approved by the CEO and serves at the pleasure of the Board of Managers.
ARTICLE XXIX


MANAGEMENT RIGHTS

A. The CCHSC Board of Managers 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. The executive management and administrative control of the County Hospital and its properties and facilities and activities of its employees by utilizing personnel, methods, and means of the most appropriate and efficient manner possible as may from time to time be determined by the Board.

2. To make rules of procedure and conduct, to use improved methods and equipment, to determine work schedules and shifts, to decide the number of employees needed for any particular time, and to be in sole charge of the quality and quantity of work required.

3. The right of management to make, maintain and amend such reasonable rules and regulations as it may from time to time deem best for the purposes of maintaining order, safety, and/or the effective operation of the Department after advance notice thereof to the employees to require compliance by the employees is recognized.

4. To hire all employees, and subject to the provisions of law, to determine their qualifications and conditions of continued employment, or assignment, and to promote and transfer employees.

5. To suspend, demote, discharge, or take any other appropriate disciplinary action against any employee for good and just cause according to law.

6. To layoff employees in the event of lack of work or funds or under conditions where continuation of such work would be inefficient and non-productive.

7. The Board reserves the right with regard to all other conditions of employment not reserved to make such changes as it deems desirable and necessary for the efficiency and effective operation of the Center.
ARTICLE XXIX cont'd


B. In the exercise of the foregoing powers, rights, authority, duties and responsibilities of the Board, the adoption and administration of policies, rules, regulations and practices as well as the use of judgement and discretion shall be limited only to 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.

C. Nothing contained herein shall be construed to deny or restrict the Board of its rights, responsibilities, and authority under R.S. 40A, or any other national, state, county, or local laws or regulations.
ARTICLE XXX

FULLY BARGAINED AGREEMENT


A. This Agreement represents and incorporates the complete and final understanding and settlement by the parties of all bargainable issues which were or could have been the subject of negotiations.

B. 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 parties at the time they negotiated or signed this Agreement.
ARTICLE XXXI

DURATION


A. This Agreement shall be in force and effect as of January 1, 2003 and shall remain in effect to and including December 31, 2006, without any reopening date. This Agreement shall continue in full force and effect from year to year thereafter, until one party or the other gives notice, in writing, no sooner than one hundred fifty (150) nor no later then one hundred twenty (120) days prior to the expiration of this Agreement of a desire to change, modify or terminate this Agreement.



IN WITNESS WHEREOF, the parties have hereunto set their hands and seals at the County of Camden, New Jersey on this date

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For Council #10 N.J.C.S.A. For The Camden County Health Services
Camden County Supervisory Unit Center Board of Managers








Dated Dated


Camden Cty and Camden Co 10 Supervisory Unit 2003.pdf