Contract Between
Morris Cty Sheriff's Office-Morris
- and -
PBA Loc 151
* * *
01/01/2003 thru 12/31/2006

UnitSheriff's Officers

Contract Text Below





January 1, 2003 through December 31, 2006

Preamble . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ……………………. 3
Article I Recognition and Scope……………………………………………………………...4
Article II Sheriff’s Rights and Responsibilities 5,6
Article III Security – Dues Deductions 7
Article IV Discrimination and Coercion 8
Article V Collective Negotiations Procedure 9
Article VI Grievance Procedure 10, 11
Article VIII Vacations 13, 14
Article IX Holidays 15, 16
Article X Sick Leave 17, 18, 19
Article XI Maintenance of Certain Practices…………………………………………………..20
Section 1 – Choice of holiday allowances
Section 2 – Switching days off for personal reasons
      Section 3 - Acting sergeants
Article XII Hospital and Medical – Surgical Insurance……………………………………21, 22
Article XIII Dental Insurance 23
Article XIV Group Life Insurance 24
Article XV Pensions 25
Article XVI Personal Leave 26, 27
Article XVII Bereavement Leave 28
Article XVIII Liability Insurance 29
Article XIX Bulletin Boards 30
Article XX Promotions 31
Article XXI Seniority 32
Article XXII College Credits 33, 34, 35
Article XXIII Uniform Allowance 36
Article XXIV Hours of Work 37, 38
          Section 1 - Work week
          Section 2 - Overtime
          Section 3 - Standby duty
          Section 4 - Emergency duty
Article XXV Wages 39
Article XXVI Longevity 40
Article XXVII General Provisions 41-
Article XXVIII Preservation of Rights 42
Article XXIX Expansion of Certain Benefits during the Term of the Agreement. 43
Article XXX Duration……………………………………………………………………………44
SCHEDULE A Salary Guide/Detective Differential………………………………………………45
SCHEDULE B Salary Guide/Detective Differential………………………………………………46
SCHEDULE C Health Care Contributions………………………………………………………. 47


THIS AGREEMENT made and entered into this 14 day of August , 2003, by and between
the SHERIFF OF THE COUNTY OF MORRIS, hereinafter referred to as the "Sheriff", THE COUNTY OF MORRIS, a County Government of the State of New Jersey, hereinafter referred to as the "County", and the MORRIS COUNTY POLICEMEN'S BENEVOLENT ASSOCIATION, LOCAL 151, hereinafter referred to as the "Association", is the final and complete understanding between the Employer and the Association on all negotiable issues and as such will serve to promote and maintain a harmonious relationship between the Employer and those of its employees who are subject to this Agreement in order that more efficient and progressive public service be rendered.


Section 1: The Sheriff hereby recognizes the Association as the sole and exclusive representative of all full time employees under this Agreement for the purpose of collective negotiations pursuant to the New Jersey Employer-Employee Relations Act (N.J.S.A. 34: 13A-1, et seq.) concerning salary, hours and other terms and conditions of employment in the negotiating unit described below:
All Sheriff's Officers and Sheriff's Officer Detectives, employed in the Morris County Sheriff's Office.

Unless otherwise indicated, the terms "employee" or "employees" when used in this Agreement refer to all persons represented by the Association in the above-defined negotiating unit.


Section 1: In order to effectively administer the affairs of the Sheriff's Office and to properly serve the public, the Sheriff's Office hereby reserves and retains unto itself, as public employer, all the powers, rights, authority, duties and responsibilities conferred upon and vested in it by law prior to the signing of this Agreement. Without limitation of the foregoing, management prerogatives include the following rights:

1. To manage and administer the affairs and operations of the Sheriff's Office;

2. To direct its working forces and operations;

3. To hire, promote and assign employees in accordance with law and the provisions of this Agreement.

4. To demote, suspend, discharge or otherwise take disciplinary action

against employees in accordance with law and the provisions of this Agreement.

5. To promulgate rules and regulations, from time to time which may effect the order and efficient administration of the Sheriff's Office subject to N.J.S.A. 34:13A-5.3.

Section 2: The Sheriff's Office's use and enjoyment of its powers, rights, authority, duties and responsibilities, the adoption of its policies and practices or the promulgation of rules and regulations in furtherance thereof, and the exercise of discretion pursuant thereto, shall be limited only by the terms of this Agreement and to the laws of New Jersey and of the United States.
Section 3: Nothing contained in this Agreement shall operate to deny or restrict the Sheriff in the exercise of his rights, responsibilities and authority pursuant to the laws of this State or the United States.


Section 1: Upon request the Sheriff agrees to deduct from the salaries of those of its employees who authorize it, membership dues in the Association. Authorization must be in writing and comply with the provisions of N.J.S.A. 52:14-15.9e of the statutes of New Jersey. Deductions shall be made in compliance with law each pay period and monies collected together with records of any corrections shall be transmitted to the treasurer of the Association by the first of each month following collection.

Section 2: If during the life of this Agreement, there shall be any change in the rate of

membership dues, the Association shall furnish to the Sheriff written notice prior to the effective date of such

change and shall furnish to the Sheriff new authorizations from its members showing the authorized deduction

for each employee.

Section 3: The Association will provide the necessary dues deduction form and will secure the signatures of its members on the forms and deliver the signed forms to the Director of Personnel. The Association shall indemnify, defend and hold the Sheriff and the County of Morris 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 Sheriff in reliance upon salary deduction authorization cards submitted by the Association.

Section 4: All new employees will be informed of the existence of the PBA Agreement at the time of hire by the Personnel Department and furnished with a copy thereof by the PBA representative at the time the employee authorizes dues deduction.


There shall be no discrimination, interference or coercion by the Employer or any of its agents against the employees represented by PBA Local 151 because of membership or activity in PBA Local 151. PBA Local 151 shall not intimidate or coerce employees into membership. Neither the employer nor PBA Local 151 shall discriminate against any employee because of race, creed, color, sex or national origin.


Section 1: Collective negotiations with respect to rate of pay, hours of work or other conditions of employment shall be conducted by the duly authorized agent of each of the parties. Unless otherwise designated, the Sheriff of Morris County, or his designees, and the President of PBA Local 151, or his designees, shall be the respective negotiating agents for the parties.

Section 2: Collective negotiating meetings shall be held at times and places mutually convenient at the request of either party.

Section 3: Employees of the employer who may be designated by PBA Local 151 to participate in

collective negotiation meetings called for the purpose of the negotiation of a collective negotiation agreement

will be excused from their work assignments, without loss of pay.

Section 4: Ordinarily, not more than six (6) representatives of each party plus legal counsel shall

participate in collective negotiation meetings, but the number of such representatives shall be equal and

agreed upon in advance of such meetings.


Section 1: To provide for the expeditious and mutually satisfactory settlement
of grievances arising with respect to complaints occurring under this Agreement, the following procedures shall
be used.

Section 2: For purpose of this Agreement, the term "grievance" means any complaint, difference or

dispute between the public employer and any employee with respect to the interpretation, application,

or violation of any of the provisions of this Agreement.

Section 3: The procedure for settlement of a grievance shall be as follows:


      In the event that any employee covered by this Agreement has a grievance within ten (10) calendar days of the occurrence of the event being grieved, the employee shall present the grievance in writing to the Shift Commander or the officer in charge in the event of the Shift Commander's absence.

      If the Association wishes to appeal the decision of the Shift Commander (or officer in charge if the Shift Commander is absent), it shall be presented in writing to the Sheriff or his designee within ten (10) calendar days. This presentation shall include copies of all previous correspondence relating to the matter in dispute. The Sheriff of his designee may give the Association the opportunity to be heard and will give his decision in writing within twenty (20) calendar days of receipt of the written grievance.

      (1) If no satisfactory resolution of the grievance is reached at Step Two, then within ten (10)
          calendar days the grievance shall be referred to the Public Employment Relations

          Commission for the selection of an arbitrator, pursuant to the rules of said Commission.

          The decision of the arbitrator shall be final and binding upon the parties. The expense

          of such arbitration shall be borne equally by the parties.
      (2) It is agreed between the parties that no arbitration hearing shall be held until after the expiration of at least thirty (30) days after the decision rendered by the employer's governing body or its representative on the grievance.

      (3) Employees covered by this Agreement shall have the right to process their own grievance without representation.
      (4) The cost of the arbitrator shall be borne equally by the parties but each party shall be responsible for such other costs as he may incur.


Section 1: The Association acknowledges that the need for continued and uninterrupted

operation of the County's departments and agencies is of paramount importance to the citizens of Morris

County and that there should not be interference with such operation.

Section 2: In light of the foregoing and the fact that adequate procedures exist for the peaceful and

orderly resolution of grievances arising under this Agreement, the Association covenants and agrees

that during the terms of this Agreement neither it nor any person acting on its behalf will cause,

authorize, or support, nor will any of its members take part in any strike (including the concerted

failure of four (4) or more employees to report for duty), mass resignation, mass absenteeism, work

stoppage, slowdown, walkout or other job action or the invocation of sanctions against the County. The

Association agrees that such action would constitute a material breach of this Agreement.


Section 1: Employees shall be granted vacation leave, pursuant to the following schedule, based upon length of service:
Length of Service Vacation Leave

Less than 1 year 1 day for each month worked during first
year of employment

From 1st anniversary 12 days
to 6th anniversary

From 6th anniversary 15 days
to 12th anniversary

From 12th anniversary 18 days
to 18th anniversary

From 18th anniversary 21 days
to 24th anniversary

After 24th anniversary 25 days

Section 2: The vacation period for employees shall begin January 1 of each year and continue in

effect until December 31 of such year. Annual leave shall be taken, subject to the needs of the service,

during the current vacation period.

Section 3: In any vacation period, annual vacation or any portion thereof which is not taken or

granted by reason of the pressure of work shall be accumulated to the next calendar year.

Accumulations after one (1) calendar year shall not be permitted. Extended annual vacation may be

granted in accordance with the schedule above, at the convenience of the Sheriff. The Sheriff will

consider the needs of the employee and carried vacation time.

Section 4: Annual vacation shall be granted only with prior approval of the supervisor who may

require six (6) weeks prior notice of extended vacation, and is authorized to plan vacation so as to not

interfere with responsibility of orderly work. Selection of vacation periods shall be made according to

seniority in position title.

Section 5: An employee who during the calendar year returns from a continuous period of absence of more than six (6) months due to disability, leave of absence or layoff, shall not be eligible for a vacation in that year until the employee has completed six (6) months in the performance of duty after returning from such absence. These six (6) months in the performance of duty need not be continuous, but periods of absence of eight (8) days or more shall not be credited in computing the required six (6) months. This section shall not deprive an employee of earned vacation time.

Section 6: Upon termination of employment, an employee will be credited with annual vacation for

only those months of the calendar year worked on a prorated basis of one (1) day's vacation for each

month of actual service. Vacation will be calculated for terminated employees based on his vacation

entitlement in accordance with length of service. If he is entitled to fifteen (15) days per year, a day will

be calculated at the rate of 1.25 days per month. If he is entitled to twelve (12) days it will be calculated

on the basis of one (1) day, per month. An employee who has, pro rata, used more annual vacation than

entitled to at the time of termination, shall have an amount equal to his daily rate of pay deducted from

his final pay for each day of annual vacation taken in excess of the number to which he was entitled.


Section 1: (a) All employees shall be granted the following paid holidays:

(1 ) New Year’s Day
(2) Martin Luther King’s Birthday
(3) Lincoln’s Birthday
(4) Washington’s Birthday
(5) Good Friday
(6) Memorial Day
(7) Independence Day
(8) Labor Day
(9) Columbus Day
(10) Election Day
(11) Veteran’s Day
(12) Thanksgiving Day
(13) Christmas Day

In addition, at the discretion of the Sheriff, employees may be granted any other days declared to be holidays by proclamation of the President or Governor.

(b) Those employees who work on Easter Sunday shall receive either compensatory time off or payment for said day in accordance with Section 3 of this Article.

(c) The Friday after Thanksgiving shall be granted as an approved leave day off with pay.

Section 2: To be eligible for a paid holiday, an employee must have worked the last scheduled day

before and after the holiday, unless on authorized leave.

Section 3: a) When an employee is required to work on a holiday, he shall be granted compensatory

time off equivalent to two (2) additional days, or shall be paid equivalent sums of money for said days

at the discretion of the employer.
      (b) Whenever a holiday falls on an employee's scheduled day off, the employee shall be
paid one (1) day’s pay for the holiday in the pay period in which the holiday fell.


Section 1: Sick leave is hereby defined to mean absence from post duty of an employee

because of illness, accident, exposure to contagious disease or attendance upon a member of the employee’s

immediate family who is seriously ill requiring the care of attendance of such employee.

Immediate family means father, mother, spouse, child, foster child, sister or brother of

the employee. It shall also include relatives of the employee residing in the employee’s household.

brother of the employee. It shall also include relatives of the employee residing in the employee's household.

Section 2: Each employee shall be entitled to sick leave credits at the rate of one (1) day per month from the date of employment to the end of the calendar year of hire. If separation from employment occurs before the end of said year, and the employee has used more sick leave than appropriate on a pro rata basis, he shall have an amount equal to his daily rate of pay deducted from his final pay, for each day of sick leave taken in excess of the number to which he was entitled.

Each employee will be credited with fifteen (15) days of sick leave annually for each succeeding calendar year of full time employment, which is cumulative. Sick leave cannot be used as terminal leave.

There shall be no accumulated time under any circumstances for sick leave when leaving the employ of the

Sheriff except and only as provided in Section 5 of this Article. If upon termination after a year's service an

employee has used more sick leave than that to which he is entitled, he shall have deducted from his final pay

an amount equal to his daily rate of pay for each day of sick leave taken in excess of the number of sick leave

days to which he is entitled.

Sick leave benefits shall be available to permanent employees.

Section 3: Notice of absence is required as follows:

Illness: Each employee is required to notify his supervisor by one-half hour before

starting time on each day of absence, provided, however, that shift personnel are required to so notify two (2)

hours before starting time. Should the employee be unable to reach the supervisor, then the Communications

Center should be notified. It is recognized that there may be instances when it is impractical or impossible to

give daily notice as is the case when an employee is hospitalized or seriously disabled in which case it shall be

sufficient that the employee or member of the employee's family notify the supervisor or Personnel Office

giving reason for absence an information as to the degree of illness or disability and the amount of time

required for recuperation. Absent such instances, the daily requirement of notice shall be enforced.

.Failure to give notification as required will result in loss of sick leave for that day and may
Constitute cause for disciplinary action. Failure to report absences from duty for five (5) consecutive days shall
Constitute a resignation pursuant to New Jersey Department of Personnel (Civil Service) Rules and

Section 4: A certificate from a reputable physician in attendance shall be required as sufficient proof of need of leave of absence or the need of the employee’s attendance upon a member of the employee’s immediate family. Where an employee is absent from duty due to illness less than five (5) days at one time, the Sheriff may not require production of the physician's certificate. However, in the event of absence from duty due to illness for five (5) or more days at one time, the employee shall be required to submit a physician's certificate to his supervisor to justify payment of sick leave.

An accumulation of ten (10) sick occurrences where an occurrence is recognized as one (1) eight (8) hour day or more and the occurrences having been at various times during a calendar year (January through December) may be approved without a physician’s certificate. All sick occurrences in excess of ten (10), must be accounted for with a physician’s certificate if the time is to be approved with pay. An employee may request the Chief to review a sick occurrence requiring a physician's certificate. This request must be made in writing prior to the submission of the payroll in which the "sick occurrence" occurred. A copy of this request must also be given to the employee's supervisor. At the discretion of the Chief, sick leave in excess of ten (10) occurrences may not require a physician’s certificate, depending on the submission of physicians' certificates submitted for prior occurrences and the employee's use of past sick leave.

In the instance of leave of absence due to contagious disease, a certificate from the Department of Health shall be required.

Section 5: Upon retirement from service with the Morris County Sheriff’s Office after twenty-five (25) years of service with the County, an employee shall be paid the equivalent of thirty-five (35%) percent of accumulated sick leave up to a maximum of $10,000.

Section 6: In case of death of any Sheriff’s Officer with fifteen (15) years continuous service during

the course of employment with the Morris County Sheriff's Office his/her spouse or designated heirs will

receive, in addition to present allowances, compensation for accrued sick time the same as if that individual had

retired from the office. This modification only applies to the death of an Association member while he/she is an

employee of the Sheriff and does not apply to termination of employment for any reason other than retirement.


Section 1: Choice of holiday allowances – When an employee wishes to use one or more of his holiday allowances, he may do so by submitting the dates when such allowances are requested to his supervisor at least three (3) days prior to the date requested. Holiday allowances will only be-given upon request of the employee provided there is three (3) days prior notice and sufficient coverage during the tour of duty when the holiday allowances are to be used. The supervisor shall designate a replacement.

Section 2: Switching days off for personal reasons – Employees may exchange days off for personal reasons but only upon the approval of their supervisor.

Section 3: Where an officer is designated acting sergeant for any eight (8) hour period he/she should be paid regular pay plus an additional four (4) hours at straight time pay. However, the combination of straight time pay. However, the combination of straight pay plus the four (4) hours at straight time rate shall not exceed the sergeant’s rate of pay. If the acting sergeant is held over in the responsibility of a sergeant then there shall be no additional compensation for the first four (4) hours of hold-over. If the acting sergeant is held over as an acting sergeant for more that four (4) hours then he/she shall be paid overtime at the sergeant’s regular rate. If an officer commences a shift at a certain rank then he/she shall maintain that rank for the entire eight (8) hour shift. If the officer works the second shift as an officer then he/she shall be compensated for all second shift work at the officer’s rate of overtime compensation.


Section 1: All eligible incumbent employees have the option of choosing from the following:
      Medallion Plan

Base hospital wrap around, major medical


(a) The hospital, surgical, major medical plan and. prescription plan and HMO option will be made available to new hires within three months of the date of employment. (The Medallion Plan will not be available to employees hired on or after January 1,1995).

(b) Effective January 1, 2003 and retroactive to that date, employees shall contribute health care contributions in bi-weekly payroll deductions as applicable, in accordance with Schedule “C” appended hereto.

(c) Prior to July 1, 2003, the co-pay prescription drug plan for employees and
eligible dependents is:
$3.00 for generic drugs
$6.00 for brand name drugs

Effective July 1, 2003, the co-pay prescription drug plan for employees and eligible dependents shall be increased as follows:
$ 5.00 for generic drugs

$10.00 for brand name drugs

(d) The employer will offer a plan by which employees may set aside a portion of their salaries in the form of flexible spending accounts (pre-tax contributions).

Section 2: The health insurance premiums for an employee and his/her eligible dependents will be paid by County if the employee retires with:

1. A disability pension from a state administered retirement system, or

2. Retires after 25 years of service credit in a New Jersey State retirement system and with at least
      15 years service of service with the County of Morris, or

3. Retires at age 62 or older with at least 15 years of service with the County.

4. Each retiree and his/her eligible dependents shall receive this benefit provided they annually

advise the County of all other health and hospital coverage under which they are covered

through any other source.

Employees retiring who do not meet the above criteria will be allowed to continue the group health

insurance by paying the monthly premiums.

There is no dental insurance coverage for retirees nor is the Medallion Plan available to any retirees.

Section 3: Disability Leave: The County of Morris shall provide a self-insured Disability Plan to

pay employees who are sick or injured off the job the sum of two hundred thirteen dollars ($213.00) per

week after sick leave has been exhausted, for a period not to exceed twenty-six (26) weeks. Each

employee shall contribute a percentage, to be deducted from wages, up to a maximum of fifty six

dollars and fifty cents ($56.50) per year.


Section 1: An individual employee coverage dental insurance plan shall be continued during the term of this Agreement. The Sheriff will pay for the premium cost for employee coverage only to a maximum of $9.83 per month ($118.00 maximum annually or prorated for less than a full year coverage) per employee.

Section 2 It is understood and agreed that any increase in the dental premium charged by the authorized carrier during the term of this agreement shall be equally shared by the employee and the Sheriff.

Section 3: The provided benefit plan will include an option for the employee to elect dependent coverage providing the same level of benefit as provided the employee. The total cost of the premium charged for dependent coverage shall be paid by the employee.


Section 1: Insurance is automatically provided upon enrollment in the Public Employee’s Retirement System of New Jersey with total coverage equal to three (3) times annual base wage of the employees as provided below.

Section 2: Under the Public Employee’s Retirement System of New Jersey, one and one-half (1-1/2) times the amount of base annual wage life insurance is provided fee of charge.

Section 3: After the first twelve (12) months membership (during which the remaining one

and one-half (1-1/2) times contributory insurance is mandatory, at the employee's expense at the

present cost of .75% of base salary), the employee may thereafter at the employee’s option

withdraw from the contributory insurance only, provided required notification is given.

Section 4: Upon retirement under the Public Employee's Retirement System,

the coverage continues and becomes a paid up policy equal to presently 3/16th of the base pay at the time of


Section 5: Those officers under the age of thirty-five (35) are eligible for life

insurance and retirement benefits pursuant to the Police and Firemen's Retirement Plan of New Jersey.


The County shall provide pension and retirement benefits to employees covered by this Agreement pursuant to the provisions of the statutes and laws of the State of New Jersey.


Section 1: Jury Duty – Each employee shall be allowed leave with differential pay, if required for

jury duty. A written request for such leave shall be given by the employee to his supervisor at least two

weeks in advance. When granted said leave, an employee shall receive the difference between the pay received

for jury duty and the employee’s wages for the leave period.

Section 2: Military Leave – Military Leave shall be provided pursuant to N.J. Civil Service Personnel Manual (Local Jurisdiction), Part 17-3, “Military Leave” and said Part is hereby incorporated herein by reference.

Section 3: Administrative Leave Days

Each employee shall be entitled to an annual non-cumulative allowance of three (3) work days leave upon written request to and the approval of the Sheriff, or his designee, for the following:

(a) Court attendance (non-work related).
(b) Marriage of employee.
(c) Personal business which cannot be attended to outside of work hours.
(d) Established Religious Holidays.

Administrative leave shall be prorated during the calendar year on the basis of one (1) day per each four
(4) months of employment.

Section 4: Convention leave - The Sheriff agrees to provide time off without loss of pay to the

Members of the PBS Local 151 selected by the membership of the PBS Local No. 151 as delegates and

alternate delegates to attend any State or National Convention of the New Jersey Policemen's Benevolent

Association. Leave will be granted pursuant to the provisions of N.I.S.A. 11 A:6-1 O. (formerly N.I.S.A. 11


Section 5: Other Leaves – Time off, other than sick leave, vacation, holidays or military leave, may

be honored when warranted by the Sheriff. For a leave without pay, the employee shall submit a written

request to the supervisor at least thirty (30) days in advance stating the reason for the request, and the time

required, except in emergency circumstances. This request will be forwarded to the Morris County Sheriff, or

his designee, and promptly answered. If the employee's required absence exceeds the normal pay period, the

employee shall be required to report to the Personnel Office to make suitable arrangements for pension

payments, insurance, hospitalization, and other matters required during the leave period.


Section 1: The Sheriff shall provide bereavement leave with pay not to exceed three (3) working

days in the case of death of an employee's spouse, children, brothers, sisters, mother, father, ,mother-in-

law, father-in-law, grandfather, grandmother, grandmother-in-law, or grandfather-in-law. The Sheriff shall

provide one (1) working day’s bereavement leave with pay in the case of death of an employee’s relative of

the second degree, that is, uncle, aunt, niece, nephew, cousin, sister-in-law or brother-in-law. Such leave is not

chargeable against sick leave.

Section 2: Bereavement leave that is granted must be taken by the employee within three (3)
calendar days of the funeral of the employee’s relative. Such leave shall not be cumulative and may not be carried over into the succeeding year.

Section 3: As soon as possible an employee shall notify his supervisor of a death in his family and

of his need for leave. Notification must be given as in the case of illness under Article, Sick Leave,

Section 3. Proof of death may be required by the Sheriff.


Through the term of this Agreement, the County shall continue the existing liability Insurance coverage for employees under this Agreement during performance of their duties. Coverage will be equivalent to the representation of Griffith-Prideaux, Inc. on September 15, 1975. Prior to any substantial change in coverage, the County will give reasonable notice to the Association.


The Sheriff shall permit the Association reasonable use of designated bulletin boards located in work areas for the posting of notices concerning Association business and activities, provided any such notices shall not contain malicious, inflammatory or anonymous material.


All promotions shall be in accordance with regulations, and in accordance with New Jersey Department of Personnel (Civil Service) requirements concerning qualifications.


Seniority shall be addressed in the rules and regulations of the Morris County Sheriff' Office.


Section 1: In addition to the employee's base salary herein stated, all eligible (employees employed on or before December 31, 1995) full time employees shall receive payment per year, per credit, the sum of twenty-five dollars ($25.00), for all credits earned as of January 1, of each year, acceptable toward an Associate. of Police Science or Law Enforcement degree from an accredited institution or college approved by the Middle States Association of Colleges and Secondary Schools. See Section 7, infra., as to eligibility.

The employee may also be eligible for such payment per credit acceptable toward a Bachelor's Degree of Criminal justice, Public Administration, Business Administration, or Political Science or any other discipline or study if, in the Sheriff's sole determination, said credits are applicable to the employee's assigned responsibilities in excess of fifty percent (50%) of the time said employee is performing his assigned duties and responsibilities. Payments will be made for a total number of credits earned each year and previous years combined.

Section 2: Payment for any credits earned for a master's degree shall be as determined by the Sheriff

in accordance with the guidelines established for a Bachelor's degree in Section 1 herein.

Section 3: The Sheriff shall also have absolute discretion to hire new

employees and provide, or not provide, payment for college credits earned while such persons were employed

elsewhere, subject to the Sheriff's determination that such credits are deemed appropriate for the employee’s

respective job. The employee’s degree must be job related to be eligible for payment referred to herein, as

determined solely by the Sheriff.

Section 4: College credit payments referred to herein shall be paid in a single lump sum in the first

pay period in December, and such payment shall not be included in the employee's base salary. Payment shall

only be made upon receipt of an official transcript from the issuing college or institution and upon receiving a

passing grade for approved courses as set forth in Section 1 herein.

Section 5: If an employee has not received a degree, he shall receive payments only for those credits

which he has earned in the preceding year and all prior years, provided, however, if no credits have been

received during the preceding year, all payment shall be suspended until such time as he has continued

his education and has again qualified.

- Section 6: Employees pursuing either an Associate's, Bachelor's or Master's degree in an approved

course of study as set forth in Section 1 shall also be eligible to receive reimbursement for tuition and books

incurred for such courses. Such reimbursement shall only be available for a course of study at a public college

or institution, such as a county community college or state university. Payments for books or tuition shall not

be available for courses taken at any private college or institution, regardless of the course of study being


In order to be eligible for reimbursement the employee must have received a minimum grade of "C" or better in the approved course(s).

Reimbursement shall be in a lump sum and. shall not be included in the employee's base salary.

Section 7: Employees employed on or after January 1, 1996, shall not be eligible for, and shall not receive any payments for college credits pursuant to the terms of this Article, Sections 1, 2, 3, 4 and 5.
Reimbursement for tuition and books, however, shall be provided to eligible employees in accordance with
Section 6 of this Article, including employees hired on or after January 1, 1996.

Article, Sections 1, 2, 3, 4 and 5. Reimbursement for tuition and books, however, shall be provided to eligible employees in accordance with Section 6 of this Article, including employees hired on or after January 1, 1996.


Section 1: An annual uniform maintenance allowance shall be paid in the first quarter of each

calendar year to employees covered by this Agreement. The amount for 2003 shall be increased to $900; in

2004 shall be $1,000; in 2005 shall be $1,100 and in 2006 shall be $1,200.

Section 2: The Sheriff agrees to supply each new employee with sufficient uniforms, without cost to such employee. Equipment issued shall be the property of the Sheriff of Morris County and must be returned to the Sheriff as provided under Section 3, below.

Section 3: Upon termination of employment, an employee shall turn back his uniform issue. Failure

to do so shall result in deduction of the depreciated value of said unreturned equipment (as determined

by management), from the employee's final pay check.


Section 1: Work Week - The work week for all personnel shall consist of five (5) consecutive working days, except that

(a) Personnel will not be required to work more than one (1) specific shift within one (1) work week,

unless it is an emergent situation, hospital detail or the two (2) Title IVD State Sheriff scheduled
      raids and then it will be only for the duration of the emergency, detail or raid. The emergency
or hospital detail is to be determined in the sole judgment of the Sheriff of Morris County or

      his designee.

During hospital details the Sheriff has a responsibility to cover a shift not normally covered during the normal workweek. On these occasions an officer may volunteer and or be assigned to the additional shift consistent with the present contract XXIV section 1 (A). If during the course of this shift the detail is canceled the officer will assume his normal shift the next business day.

For purposes of this Article, the night shift (11:00 p.m. - 7:00 a.m.) shall be considered the following day (e.g. if an officer works Wednesday at 11:00 p.m. to Thursday 7:00 a.m. it shall be considered as work for Thursday).

Example: Hospital detail assigned on an afternoon or evening shift. The detail is canceled
midweek, the officer will report to work on his normal shift being on the next business day not
to exceed 40 hours. Any additional overtime will be compensated according to the appropriate

(b) There are to be two (2) continuous days off. There shall be no split days off.

(c) As otherwise provided in Section 3 of this Article.

Section 2: Overtime- Only work which exceeds forty (40) hours in a week is to be considered overtime and paid at the overtime rate (time and one half). Approved leave, contractual leave and statutory leave will be considered as hours worked however, sick leave shall not be considered as hours worked for the purpose of calculating the employee's work week nor for computing overtime. All scheduling shall be for five (5) consecutive eight (8) hour like shifts, followed by at least forty-eight (48) hours time off, unless as otherwise required in the public interest or in the interest of the agency's goals as determined by the Sheriff or as agreed to by the employee and the Sheriff.

Section 3: Standby dutv - Employees assigned to standby duty shall receive a minimum of

four (4) hours pay when they are called out for active duty. Time spent on standby duty shall not

be considered hours worked for overtime computation when employee's are called out for active

duty. When there are two (2) Officers who are on the duty squad and are acting as partners; and when the

Officer without a county vehicle is called to duty and that call is subsequently cancelled by the County, prior to

that Officer being picked up by the Officer with the county vehicle and going “10-8”, that Officer shall receive

one hour pay at straight time. Should the Officer without the county vehicle be picked up by the other Officer

and go “10-8”, then the provision of this Article shall apply as to the four (4) hour minimum.

Section 4: Emergency Duty- Employees called out on emergency duty shall receive a minimum of four (4) hours pay for such duty at the appropriate rate. All hours worked on emergency "call-out" shall not be included as time worked for purpose of calculating the employee's work week nor for overtime computation in accordance with the provisions of the Fair labor Standards Act.


Section 1: Notwithstanding the salaries set forth on Schedules A and B, the Association agrees that the Sheriff has the managerial prerogative and right, without limitation, to hire employees at any salary he deems, appropriate commensurate with experience, education or any other factors, provided said salary is within the announced salary range for the job title in question, if any.

Section 2: Effective January 1, 2003 employees hired prior to January 1, 2001 and who were employed at the time of execution of this Agreement shall have their base salaries increased as set forth in Schedule "A", appended hereto. All employees hired on or after January 1, 2003 shall be paid in accordance with Schedule "B", appended hereto.

Section 3: Those employees on a 5 (five) step salary guide under Schedule "A-1" of the 1991-1995 contract shall have their salaries determined in accord with the parties' Memorandum of Agreement dated February 7, 1996 appended hereto.

Section 4: The parties agree that they are subject to the performance evaluation system set forth under SOP, Vol. V, Chapter 8, dated March 16, 1999 and that the provisions of said performance evaluation system cannot be changed, deleted or modified without negotiation between the Sheriff and the PBA.


The provisions of this Article XXVI set forth below, apply only to employees employed prior to January 1, 1995. All employees hired after January 1, 1995, shall not receive any longevity benefit whatsoever.

Section 1: Each eligible employee who was employed prior to January 1, 1995, covered by this agreement shall be paid, bi-weekly in addition to the rates of pay set forth in Schedule "A" of the fully integrated contract, a longevity increment calculated from date of hire and based upon unbroken continuous years of service with the County of Morris in accordance with the following Schedule:

From 3rd year anniversary to 8th year anniversary 1 %
From 8th year anniversary to 12th year anniversary 3%
From 12th anniversary to 15th year anniversary 5%
From 15th anniversary to 16th year anniversary 7%
From 16th year anniversary 9%

Section 2: For eligible employees any and all longevity shall accrue and be effective after ninety (90) days of employment provided such employee shall have requested in writing permanent status under New Jersey Department of Personnel (Civil Service) requirements. Any time period shall commence to run from the date of making such request.

Section 3: Eligible employees employed prior to January 1, 1995, carried in a temporary status for extended periods of time through no fault of their own shall be entitled to have time employed in temporary status after the initial ninety (90) day period counted in their total length of continued service for the purpose of entitlement to longevity benefits under this contract.


Section 1: This Agreement constitutes the complete and final understanding and resolution by the parties of all bargain able issues which were or could have been the subject matter of negotiations between the parties. During the life of this Agreement, neither party shall be required to negotiate with respect to any such matter, whether or not covered by this Agreement or whether or not within the knowledge or contemplation of either or both parties at the time they negotiated and executed this Agreement.

Section 2: If any provisions of this Agreement or application of this Agreement to
any employee or employees covered hereunder is held invalid by operation of law, by Legislative Act or by a Court or other tribunal of competent jurisdiction, such provision shall be inoperative but all other provisions contained herein shall not be affected thereby and shall continue in full force and effect.

Section 3: All terms of masculine gender shall be construed to include the feminine gender and all terms stated in the singular shall be construed to include the plural unless a different intention is clearly understood from the context in which such terms are used.


The Sheriff of the County of Morris agrees that all benefits, terms and conditions of employment relating to the status of the Morris County Sheriff's Officers, which benefits, terms and conditions of employment are not specifically set forth in this Memorandum of Agreement, shall be maintained at not less than the highest standards in effect at the time of the commencement of collective bargaining negotiations between the parties leading to the execution of this Memorandum of Agreement.

Unless a contrary intent is expressed in this Memorandum of Agreement, all existing benefits, rights, duties, obligations and conditions of employment applicable to any police officer pursuant to any rules, regulations, instruction, directive, memorandum, statute or otherwise shall not be limited, restricted, impaired, removed or abolished.


In the event the Board of Chosen Freeholders of Morris County should grant major benefit improvements which normally would have uniform application among various groups of County employees or should grant improved insurance benefits to any group of County employees during the term of this Agreement, the Sheriff of Morris County agrees to reopen this contract to negotiations so that those benefits may be bargained for by PBA Local 151. Improved insurance benefits shall include, but not be limited to, dental plans, optical plans, prescription drug plans and the like, but shall not include the prescription drug purchase program presently being provided to employees of Morris View which cannot, by law, be extended to County employees who are employed other than at Morris View.


This Agreement shall be in full force and effect as of the first day of January, 2003, and shall remain in full force and effect through the thirty-first day of December, 2006, except as otherwise specified.

The Agreement shall continue thereafter unless and until the parties execute a successor agreement.

Negotiations for a successor agreement shall be conducted in accordance with law.

IN WITNESS WHEREOF, the parties have hereunto subscribed their hand and seals this day and year first above written.

Morris County Office of the Sheriff Morris County Policemen's Benevolent Association Local 151

_______________________________ __________________________________________________
Sheriff Edward V. Rochford Brian Stanton, President

Witness: Witness:

_____________________________ _____________________________________


Salary Schedule

12/31/2002 1/1/2003 1/1/2004 1/1/2005 1/1/2006 Yr. 1 – Yr. 4
Base Yr. 1 Yr. 2 Yr. 3 Yr. 4 Annual Salary Incr.

Entry $29,750 $31,750 $33,750 $35,750 $37,750 2000

After 1 yr. 33,700 35,800 37,900 40,000 42,100 2100

After 2 yrs. 36, 400 38,600 40,800 43,000 45,200 2200

After 3 yrs. 39,100 41,400 43,700 46,000 48,300 2300

After 4 yrs. 42,116 44,516 46,916 49,316 51,716 2400

After 5 yrs. 46,189 48,689 51,189 53,689 56,189 2500

After 6 yrs. 51,379 53,979 56,579 59,179 61,779 2600

After 7 yrs. 56,579 59,279 61,979 64,679 67,379 2700

After 8 yrs. 62,079 64,879 67,679 70,479 73,279 2800

The detective differential for all eligible employees shall be $1,500.00 per year which shall be in addition to the base salary set forth above. The detective differential shall be included in and paid with the detective’s regular pay.SCHEDULE B


Salary Schedule

12/31/2002 1/1/2003 1/1/2004 1/1/2005 1/1/2006 Yr. 1 – Yr. 4
Base Yr. 1 Yr. 2 Yr. 3 Yr. 4 Annual Salary Incr.

Entry $29,750 $31,750 $33,750 $35,750 $37,750 2000

After 1 yr. $31,300 $33,000 $35,300 $37,300 $39,300 2000

After 2 yr. 33,700 35,800 37,900 40,000 42,100 2100

After 3 yrs. 36, 400 38,600 40,800 43,000 45,200 2200

After 4 yrs. 39,100 41,400 43,700 46,000 48,300 2300

After 5 yrs. 42,116 44,516 46,916 49,316 51,716 2400

After 6 yrs. 46,189 48,689 51,189 53,689 56,189 2500

After 7 yrs. 51,379 53,979 56,579 59,179 61,779 2600

After 8 yrs. 56,579 59,279 61,979 64,679 67,379 2700

After 9 yrs. 62,079 64,879 67,679 70,479 73,279 2800

The detective differential for all eligible employees shall be $1,500.00 per year which shall be in addition to the base salary set forth above. The detective differential shall be included in and paid with the detective’s regular pay.SCHEDULE C

Medallion: Family Parent/Child Single

2003 $26.73 $18.98 $10.10

2004 32.08 22.78 12.12

2005 38.50 27.34 14.54
2006 46.20 32.80 17.45

HMO Family Parent/Child Single

2003 $11.85 $ 7.88 $ 4.31

2004 14.22 9.45 5.18

2005 17.06 11.34 6.21
2006 20.48 13.61 7.46

Wrap-Around Family Parent/Child Single

2003 $14.92 $10.53 $ 5.64

2004 17.90 12.64 6.77

2005 21.48 15.17 8.12
2006 25.78 18.21 9.75

The above health care contributions are effective January 1, 2003. Prior contributions in 2003 shall be deducted from retroactive assessments. Each contribution shall be deducted from the employee’s pay each pay period as applicable.

Morris Cty Sheriffs Office and PBA Loc 151 2003.pdf