Contract Between
Camden Cty College-Camden
- and -
IUE Loc 81440
* * *
07/01/2003 thru 06/30/2006


CategoryHigher Education
UnitBlue Collar

Contract Text Below
(1)







AGREEMENT

Between


THE CAMDEN COUNTY COLLEGE
BOARD OF TRUSTEES
And

INTERNATIONAL UNION OF ELECTRONIC, ELECTRICAL,
SALARIED, MACHINE AND FURNITURE WORKERS
COMMUNICATION WORKERS OF AMERICA
IUE/CWA 81440






TABLE OF CONTENTS

Article IPurpose
1.00
Article IIRecognition
1.00
Article IIINon-Discrimination
1.00
Article IVManagement Rights
1.00
Article VRight to Organize
2.00
Article VICheckoff
2.00
Article VIIAgency Shop
3.00
Article VIIIGroup Leaders
3.00
Article IXNight Shift Differential
3.00
Article X & XIHours and Overtime
4.00
Article XIISeniority
4.00
Article XIIIGrievance Procedure
5.00
Article XIVNotice of Discharge
6.00
Article XVPromotions and Posting of Vacancies
6.00
Article XVIReporting Time
8.00
Article XVIIBereavement Leave
8.00
Article XVIIISick Leave
8.00
Article XIXFamily Leave
8.00
Article XXPersonal Leave
8.00
Article XXIVacations
9.00
Article XXIIHolidays
9.00
Article XXIIIHospitalization and Prescription Plan
10.00
Article XXIVWorkmen's Compensation Insurance
11.00
Article XXVDental Insurance
11.00
Article XXVIDisability Insurance
12.00
Article XXVIIBulletin Boards
12.00
Article XXVIIIUnion Visitation
12.00
Article XXIXSafety Conditions
12.00
Article XXXRest Period
12.00
Article XXXIWash-Up Time
12.00
Article XXXIIJury Duty
12.00
Article XXXIIITuition to College Courses
12.00
Article XXXIVJob Descriptions
13.00
Article XXXVMeal Compensation
13.00
Article XXXVICollege Sponsored Programs
13.00
Article XXXVIISalaries
15.00
Article XXXVIIIMiscellaneous
17.00
Article XXXIXTermination or Modification
17.00

AGREEMENT
The BOARD OF TRUSTEES OF CAMDEN COUNTY COLLEGE operating under the provision of Public Laws of 1968, Chapter 303 of the State of New Jersey as amended by Chapter 123, Public Laws of 1974 of the State of New Jersey and THE CUSTODIAL LOCAL UNION OF CAMDEN COUNTY COLLEGE.
THIS AGREEMENT is entered into this first day of July 20031996, between the CAMDEN COUNTY COLLEGE BOARD OF TRUSTEES, hereinafter called “the Board”, “The Board of Trustees,” or “The College” and the INTERNATIONAL UNION OF ELECTRONIC, ELECTRICAL, SALARIED, MACHINE AND FURNITURE WORKERS, AFL-CIOIUE/CWA , by and in conjunction with LOCAL 44081440, hereinafter called the “Union” or “Local 81440”.

ARTICLE I - PURPOSE
It is the intent and purpose of the parties hereto to set forth herein the Agreement covering rates of pay, hours of work and conditions of employment to be observed by the parties hereto, and to secure closer and more harmonious relations between said parties.

ARTICLE II - RECOGNITION
The College recognizes the Union as the exclusive bargaining agent for all its employees for the purpose of collective bargaining in respect to wages, rates of pay, hours of employment and other conditions of employment.
The term "employees" as used in this Agreement shall include all custodians, groundskeepers, shipper/receivers, and drivers.

ARTICLE III - NON-DISCRIMINATION
A. There shall be no discrimination, interference, restraint, intimidation or coercion by the College and its representatives or by the Union and its representatives on account of any employee's sex, race, color, creed, national origin, age, handicap, or veteran's status.
There shall be no discrimination against any employee on account of membership in the Union or on account of employee's participation in any Union activities.
, defined to mean the fulfillment of steward functions.
B. Any employee who engages in any form of conduct or activity (sexual harassment) which violates Section 703 of Title VII shall be subject to disciplinary action up to and including discharge as the College in its sole discretion shall deem appropriate, including selective discipline where all participants cannot be discharged and all leaders, participants and instigators cannot be identified. An employee who believes the disciplinary action by the College concerning him or her was not justified shall have recourse to the appropriate grievance procedure.

ARTICLE IV - MANAGEMENT RIGHTS
Recognition of Rights and Function of Management
A. In the exercise of the following powers, rights, authority, duties and responsibilities of the College, the adoption of policies, rules, regulations and practices and the implementation thereof, and the use of judgment and discretion in connection therewith, shall be limited only by the specific and express terms of this Agreement, and then only to the extent such specific and express terms are in conformance with the constitutions and laws of the State of New Jersey and of the United States.

B. The College hereby retains and reserves unto itself without limitation all powers, rights, authority, duties, and responsibilities conferred upon, vested in and exercised by it prior to the signing of this Agreement, including but without limiting the generality of the foregoing, the following rights:
1. Executive and administrative control of the College and its properties and

facilities and the activities of its employees, by utilizing personnel, methods and means in the most appropriate and efficient manner possible as may from time to time be determined by the College.
2. To make rules of procedure and conduct, to use different methods and equipment, to determine work schedules and shifts, to decide the number of employees needed at any particular time, and to be in sole charge of the quality and quantity of the work required.
3. To make such rules and regulations as it may from time to time deem best for the purpose of maintaining order, safety, and/or the effective operation of the College after advance notice thereof to the employees who will be required to comply therewith.
4. To hire, promote, transfer, evaluate, assign and retain employees.
5. toTo suspend, demote, discharge or take other disciplinary action against any employee.
6. To eliminate positions and lay-off employees.
7. To make such changes in all other conditions of employment not specifically delineated in this agreement as it deems desirable and necessary for the efficient and effective operation of the College.
8. To do any and all things the College deems appropriate to further the interests of the College.

ARTICLE V - RIGHT TO ORGANIZE
All present and newly hired employees, covered by this agreement, may on the thirtieth (30th) day of their employment become members in good standing of the Union and may maintain such membership in the Union during the life of this Agreement.
The College shall, upon hiring new employees, inform them of their working conditions.

ARTICLE VI - CHECKOFF
For the duration of this Agreement, the College shall deduct from each pay of each month, the semi-monthly Union dues for those employees in the bargaining unit whose written and signed authorizations are received by the College.
The College shall forward a check for the total of such deduction to the Financial Secretary of the Union each payday for which the deduction is made. The following dues deduction authorization shall be in the form as follows:
CHECKOFF AUTHORIZATION
I.U.E./C.W.A. LOCAL 44081440
TO:___________________________ ______________________
(Name of College & Location) (Effective Date)

I authorize and direct that you checkoff from my pay each month an amount equal to I.U.E./C.W.A. Local 440 Local 81440 membership membersLocal 81440 bargaining unit membership dues, and to promptly remit same to Local 44081440, IUE/CWAInternational Union of Electrical Workers (Affiliated with the AFL-CIO).This checkoff is valid and is not revocable until:
(a) the expiration of contract; or
(b) one year from signature
This checkoff is valid and may only be withdrawn effective as of the July 1 next succeeding the date on which written notice of withdrawal is filed with the College’s disbursing offices in accordance with the provisions of NJSA 52:14-15.9e
Revocation shall be in effect only if I give you and Local 44081440, IUE/CWAInternational Union of Electrical, Radio and Machine Workers written notice by individual certified mail, return receipt requested.
______________________________
Date Employee's Signature
Initiation Dues:
ARTICLE VII - AGENCY SHOP
Agency Shop Provision for Non-Members
Upon written notification from the President of Local 44081440, the College will deduct from non dues paying employee(s) represented by this bargaining unit, a representation fee equal to eighty-five percent (85%) of the annual dues for Local 440 membersbargaining unit members.
The Financial Secretary of Local 44081440 will determine the amount of the dues to be paid by payroll deduction. The Union shall indemnify, defend, and save the College 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 College in reliance upon deduction authorization forms submitted. It is further understood that once the funds deducted are remitted to the Union the disposition of such funds thereafter shall be the sole and exclusive obligation and responsibility of the Union.

ARTICLE VIII - GROUP LEADERS
Group Leaders shall be chosen by the College President or his/her designee whenever he/she deems it necessary. In the selection of a Group Leader, the College President or his/her designee will give weight to seniority in his/her choice.
Group leaders shall be paid an additional five percent (5%) per year over and above their base salary.

ARTICLE IX - NIGHT SHIFT DIFFERENTIAL
From July 1, 1996 through June 30, 1999, employees assigned to night shift work shall be paid an additional $1212.75 over and above their regular salary Effective July 1, 19992003, this stipend will be eliminated, and employees assigned to night shift work will be paid an additional seventy-five cents ($.75) above their regular hourly rate for all hours worked during the second and third shift except for shift changes requested by the staff.

ARTICLES X AND XI - HOURS AND OVERTIME
SECTION 1
The standard work week shall be forty (40) hours per week, eight (8) hours per day, and five (5) days per week from Monday through Friday. The College may vary these hours by mutual consent between the College and the employee or for any new or vacant position. Prorated portions of annual salaries will be paid by check every other week. There shall be no payroll advances.
SECTION 2
The Union shall be notified of any proposed changes in the above working schedule. Any difference or disputes concerning any such proposed changes shall be handled through the grievance procedures.
SECTION 3
All work performed in excess of eight (8) hours in a single day, in excess of forty (40) hours in any given week and all work performed on Saturday shall be paid for at one and one-half (1-1/2) times the regular straight time rate. All work performed in excess of 8 hours in a single day, or in excess of 40 hours in a given week and all work performed on a sixth day shall be compensated at one and one-half times (1 1/2) the regular straight time rate. Double time shall be paid for all work performed on a seventh day. Work performed on listed holidays shall be paid as double time and one-half (2 ), which shall include all remuneration including pay for the holiday and overtime premium.

SECTION 4
Double time shall be paid for all work performed on Sunday. Work performed on listed holidays shall be paid for at double time and a half (2-1/2) which shall include all remuneration including pay for the holiday and overtime premium.
Any eEmployees who isare required to work on a Snow Day when the College is officially closed will receive their regular days pay and in addition will receive straight time for the hours worked. Employees who are not required to work on a Snow Day when the College is officially closed will receive their regular days pay.
SECTION 5
No employee will be required to work on holidays that are observed by the College and
listed in this Agreement. If the College knows of its overtime requirements, it will endeavor to give

at least three (3) days notice prior to overtime requirements and forty-eight (48) hours notice of requested Saturday overtime.
SECTION 6
The College may require the services of employees in the bargaining unit in the case of an emergency such as snow removal, flood or other "Act of God" to protect the property of the College and to permit the College to function. Employees who are called in on an emergency basis are to receive minimum of four (4) hours pay.
SECTION 7
If any employee is injured during the course of the work day and required medical or surgical attention, he/she will be paid the balance of the regular work day on which such injury occurs at his/her regular hourly rate.
For purposes of overtime pay during the Christmas Eve through New Year's Day break, days worked on weekends will be treated the same way as days worked on Monday through Friday when the weekend is part of an employee's regular work schedule.
SECTION 8 - SHIFT DETERMINATION
Where more than one work shift per day within a given occupation is in effect, employees within the occupation will be given preference of shifts in line with seniority. Such preference will be exercised only when vacancies occur, or where there is a decrease in work force on a given shift.

ARTICLE XII - SENIORITY
SECTION 1
Seniority shall be defined as the employee's length of continuous service within this specific bargaining unit, beginning with the original date of hire in a full-time capacity. In the event that the employees should leave the bargaining unit and take another non-Local 440 position within the College, his/her seniority within this bargaining unitin Local 440 will shall end.
SECTION 2
For the purposes of seniority and layoffs, Custodian employees, Groundskeepers, Drivers, and Shipper/Receivers, shall be four separate units.
SECTION 3
In the event of a layoff, the least senior employee in the Custodian unit is to be laid off first.
SECTION 4
In the event of a layoff, the least senior employee in the Groundskeeper unit is to be laid off first.
SECTION 5
In the event of a layoff, the least senior employee in the Drivers' unit is to be laid off first.
SECTION 6
In the event of a layoff, the least senior employee in the Shipper/Receivers unit is to be laid off first.
SECTION 7
Recall from layoff shall be accomplished in the inverse order of the layoff. Employees shall be required to be able to perform the work.
SECTION 8
All employees shall be notified by certified mail, directed to the address of the employee as stated in the College records, to return to work and be allowed five (5) days in which to report to work after such notice before any loss of seniority occurs.
SECTION 9
Employees shall be eligible for recall when on layoff for a period not to exceed the following:
Seniority up to three (3) years - twelve (12) months
Seniority three (3) years and up to five (5) years - eighteen (18) months
Seniority five (5) years and up to ten (10) years - twenty-four (24) months
Seniority ten (10) years and up to fifteen (15) years - thirty (30) months
Seniority fifteen (15) years and up to twenty (20) years - thirty-six (36) months
Seniority twenty (20) years or more - forty-two (42) months
SECTION 10
All elected union officials, up to a maximum of twelve (12) shall have super seniority for the purpose of layoffs, during the term of office to which they are elected. They will be returned to their regular standing on the seniority list upon termination of office.
SECTION 11
The College shall send notification to the Union each month of all new hires and terminations showing name, address, date of hire, job title, and salary.
SECTION 12
Seniority shall cease upon voluntary termination, discharge for just cause, and failure to return to work when recalled.
SECTION 13
Any bargaining unit member being elected or delegated to any Union activities necessitating a temporary leave of absence without pay shall be granted same and at the end of such leave shall be reinstated to their former job and rate, plus any increases granted in their absence without loss of other benefits.
SECTION 14
An employee inducted or called for active military duty in any branch of the United States Armed Forces, shall be granted military leave without pay.
The College will abide by all applicable regulations of State and Federal Law regarding military leave.

ARTICLE XIII - GRIEVANCE PROCEDURE
Any differences, disputes or grievances that may arise between the Union and the College regarding interpretation of this Agreement shall be taken up as follows:
Step 1
Between the aggrieved employee and the steward on the one hand and the immediate supervisor on the other hand. If no satisfactory agreement is reached between them in eight (8) hours, the grievance shall be reduced to writing and referred to:
Step 2
The Union Chief Shop Steward and the Steward, or their designees, on the one hand, the Director of the Physical Plant and the supervisor, or their designees, on the other
hand. If no satisfactory agreement is reached between them within five (5) working days, the matter will be referred to:
Step 3
The Grievance Committee with the Union Representative on the one hand and the College and its Representative on the other hand. If no satisfactory agreement is reached between them within five (5) days, the matter shall be dealt with as hereinafter set forth.
Step 4
All differences, disputes, or grievances between the parties that are not satisfactorily settled after following the grievance procedures set forth above, shall at the request of either party, be submitted to arbitration within fifteen (15) days to the Public Employment Relations Commission.
(a) The decision of the arbitrator shall be final and binding on both parties.
(b) All time spent in the adjustment of grievances, the negotiating of the labor contract, and arbitration will be paid for by the College at straight time.
(c) The time for meetings or for giving of decisions at each step above set forth may be extended by mutual agreement of the parties involved in the particular or respective steps.
(d) The Union and the College shall have the right to bring in the aggrieved person(s) in any of the steps of the grievance procedure as outlined above.
(e) A grievance must be filed in writing within fifteen (15) calendar days from the date on which the act which is the subject matter of the grievance occurred or fifteen (15) calendar days from the date on which grievant should reasonably have known of its occurrence or thereafter be barred.
(f) Anything to the contrary notwithstanding, any challenge to the propriety of a discharge must be filed in writing to the College within five (5) days from the date of the discharge or the same will be deemed to have been waived.
(g) Without limitation, the College shall have the right to discharge employees within the first ninety (90) calendar days of employment.

ARTICLE XIV - NOTICE OF DISCHARGE
SECTION 1
Employees shall be discharged only for just cause after the first ninety (90) calendar days of employment.

SECTION 2
The President of Local 44081440 shall be notified immediately of all terminations.
SECTION 3
It is agreed that a discharge grievance shall be processed immediately with the College President or his/her designee.
SECTION 4
If any discharge is found to be unfair or discriminatory, the employee shall be reinstated.
SECTION 5
Any employee with at least one (1) year's seniority will receive thirty (30) days notice of layoff or in lieu of notice two (2) weeks' pay.

ARTICLE XV - PROMOTIONS AND POSTING OF VACANCIES

SECTION 1
It is the policy and intention of the College to upgrade its employees. Job vacancies on permanent or new positions will be posted for a period of not less than three (3), but not more than five (5) working days exclusively within the College for the information of the employees. The posting will include, but not be limited to, a general summary of the major duties expected of the position, as well as the salary.
SECTION 2
If an employee applies for an open staff position and meets all of the written qualifications in the job description, the College shall give first consideration to the employee applicant before filling the vacancy.
Procedures to be utilized in the filling of positions for Local 44081440, I.U.E/CWA., bargaining unit members are as follows:
1. The College will maintain a system wherein the most senior applicant for a position will be appointed to said position for a sixty-day thirty-day probationary period. The College and the employee may extend this probationary period by mutual agreement. Likewise, the College and the employee may extend the probationary period for new hires by mutual agreement.
The applicant will be interview by the immediate supervisor in advance of an official appointment. The basic purpose of the interview will be to provide the immediate supervisor with an opportunity to delineate the specific job responsibilities and reasonable expectations (e.g., productivity standards, skills level, organizational capabilities, etc.) that the applicant will have to satisfy. In the event that, as a result of the initial interview, the most senior applicant does not accept the position, the next most senior applicant will receive the same consideration that was extended to the primary candidate. If there are no additional applicants, the position will either be advertised externally or the College will temporarily assign a current bargaining unit member to fill the position and the employee so assigned will be paid the negotiated rate for the position commencing with thirtieth (30th) day in that position..
2. The candidate with the greatest seniority will have a thirtysixty-day (30 calendar) day 60 calenprobationary period within which to demonstrate that he/she has the necessary and appropriate skills and abilities to successfully meet the requirementsfor of the position.
It will be the responsibility of the immediate supervisor to complete a performance appraisal form near the end of the probationary period and forward same to the Human Resources Office. Further, the supervisor will give a photocopy of the appraisal form to the candidate at the time it is completed.
3. Should the overall performance appraisal indicate that the candidate has failed to meet the basic requirements for the position, the employee will have one of several options:
a. If his/her previous position has not yet been filled by the College, the employee will be assigned to fill the vacancy.
b. If the former position has been filled, the unsuccessful candidate will either be assigned to another existing vacancy of a comparable level, or may utilize the "bumping" rights contained in Article XII, Section 2 of the current collective bargaining agreement.
Note: the College cannot guarantee that every candidate's "former" position will not be filled during a probationary period because the needs of the College will be assessed on a case-by-case basis.
4. An employee who utilizes seniority to move laterally or downward will be required to remain in the new position for a period of one full year. All newly hired employees will be required to remain in their first position for a period of nine months.
5. It is understood by the parties that an unsuccessful candidate will have full access to the grievance procedure, excluding binding arbitration, if there is a disagreement with the performance appraisal form that was completed by the immediate supervisor at the conclusion of the probationary period. If there is a disagreement with the performance appraisal that was completed by the immediate supervisor at or near the end of the probationary period, the employee has the right to submit a rebuttal which will be attached to the performance appraisal. An adverse evaluation is not subject to being grieved or reviewed by an arbitrator.

6. External applicants for position(s) that have not been filled by bargaining unit members may still be tested by the College (Note: several entry-level positions in the bargaining unit do not explicitly require specialized skills). However, the College will notify external applicants who are appointed to those positions that do not require specialized skills that they will have to obtain a passing test score if they subsequently apply for positions within the bargaining unit that entails proficiency in certain clerical skills.
7. The College reserves the right to consider performance factors such as attendance records and disciplinary history, and test scores on such tests as the College may require for positions demanding specialized skills, in making a choice for appointment to a position.
A disagreement with the decision of the College to disqualify the most senior applicant is subject to the grievance procedure, excluding binding arbitration.
SECTION 3
The College recognizes that in making promotions, consideration shall be given first to the ability and aptitude of an employee to perform the job in question; and second, to the length of the employee's continuous service. However, it is understood that if all other variables are equal, seniority shall prevail in the final selection process.

ARTICLE XVI - REPORTING TIME
Employees who report to work at their regular starting time and have not been given at least one day's notice not to report, shall be guaranteed at least four (4) hours work or pay, except when the inability to provide four (4) hours work is due to an "Act of God" beyond the control of the College.

ARTICLE XVII - BEREAVEMENT LEAVE
In the event of a death in the immediate family, the College will grant leave with pay not to exceed five (5) days. An employee's immediate family shall be considered as husband, wife, children, brother, sister, stepchildren, grandchildren, father, mother, mother-in-law, father-in-law, grandfather and grandmother. Additionally, one (1) day off with pay may be granted by the College in the event of a death of an employee's aunt, uncle, brother-in-law, sister-in-law, nephews, nieces and cousins.

ARTICLE XVIII - SICK LEAVE
A. All full-time employees are entitled to take time off from work because of personal illness in the immediate family (father, mother, spouse, or children) without any loss of pay according to the following schedule:
(a) Employees are allowed twelve (12) days of sick leave per year.
(b) Accumulated days of sick leave will be unlimited.
(c) A sick leave is subject to medical verification if requested by the immediate supervisor.
(d) Part-time employees will have their sick leave prorated based on time worked.
(e) Sick leave will be allocated from the time of employment for those starting other than at the start of the College school year.
B. Upon retirement from the service of Camden County College, as confirmed by the New Jersey Public Employee Retirement System, a bargaining unit member shall receive a lump sum payment equal to $80.00 per day for fifty percent (50%) of unused accumulated sick leave, to a maximum of $10,000, with the provision that:
1. The bargaining unit 440member has been employed continuously by the College (including periods of approved leaves of absence) for a period of fifteen (15) complete years or more, and
2. The bargaining unit member has formally notified the College of an intent to retire by November 1 of the year prior to the fiscal year in which retirement will take place. In emergent circumstances, a later notice may be considered by the Board; however, the College may elect to defer payment for one (1) year to allow for a budgeting.
Exceptions to the period of employment and notification timeliness described above will be granted only in cases of unforeseen disability retirement from the College.

ARTICLE XIX - FAMILY LEAVE
The College will comply with the federal and State law and guidelines concerning the Family Leave Act. family and medical leave.

ARTICLE XX - PERSONAL LEAVE
A. Employees will be granted a personal leave with pay not to exceed three (3) days per year for matters which cannot be cared for in other ways.
Personal leave may not be used for vacation or work for pay for another employer. Unused personal leave will be added to accumulated sick leave entitlement. The employee requesting personal leave will give at least twenty-four (24) hours advance notification to his/her supervisor except in case of emergency.
The College may request verification for the use of personal leave only where less than twenty-four (24) hours advance notification is given to the College by the employee. This agreement is applicable to all four collective bargaining agreements covering each of the bargaining units represented by IUE/CWA Local 81440.
B. Probationary employees shall be granted personal leave on a pro-rated basis as follows:
Date of Hire Personal Days
First 4 months of employment One day
Next 4 months of employment Another day
Next 4 months of employment Another day

At the end of probation, the employee will be granted a prorated portion of three (3) personal days based upon the number of months remaining in the fiscal year.

ARTICLE XXI - VACATIONS
SECTION 1
The College agrees to grant to each employee on the payroll as of July 1 of each year a vacation with pay, in accordance with the following schedule, according to the length of service of each individual:
(a) Employees who have worked less than five (5) years will accrue vacation at .835 days per month.
(b) Employees who have worked five (5) years shall begin to accrue three (3) weeks vacation. Employees who have worked six (6) years shall begin to accrue three (3) weeks plus one (1) day vacation. Employees who have worked seven (7) years shall begin to accrue three (3) weeks plus two (2) days vacation. Employees who have worked eight (8) years shall begin to accrue three (3) weeks plus three (3) days vacation. Employees who have worked nine (9) years shall begin to accrue three (3) weeks plus four (4) days vacation.
(c) Employees who have worked ten (10) years shall begin to accrue four (4) weeks vacation.
(d) Employees who have worked more than ten (10) years shall begin to accrue twenty-two (22) vacation days.
(e) Part-time employees shall have their time prorated and receive vacation time accordingly.
(f) It is understood that vacation time will be used within any two (2) year period. Vacation time should be taken so that it is mutually satisfactory with his/her supervisor.
(g) An employee who retires at any age shall receive a pro rata vacation pay as of the date he/she leaves the employ of the College.
(h) The pro rata vacation pay of an employee who dies while in the employ of the college shall be paid to the beneficiary of his/her group life insurance policy.
(i) Vacation time may be taken as it is earned.
SECTION 2
On July 15 of each year, employees will receive a memorandum from the Human Resources Office advising them of the number of personal days, sick days and vacation days they have remaining. Additionally, it is agreed that the Human Resources Office will notify, in writing, any employee who is in danger of losing time at least sixty (60) days prior to the end of the fiscal year.

ARTICLE XXII - HOLIDAYS
SECTION 1
The College agrees to pay to each eligible employee eight (8) hours pay for each of the following holidays:

1. July 4th
2. Labor Day
3. Thanksgiving Day
4. Day after Thanksgiving Day
5. Christmas Eve Day through/and including New Year's Day
6. Martin Luther King's Birthday
7. Memorial Day
8. Employee's Birthday (or an alternate day mutually agreed upon by the employee and the immediate supervisor)
9. Two (2) floating holidays to be scheduled by mutual agreement between the employee and the immediate supervisor.

ADDENDUM: Part-time employees shall receive pro rata pay for holidays they would normally be scheduled to work.
SECTION 2
Eligible employees shall include all those who are at work within the work week in which the holiday falls or absent for bona fide reasons.
SECTION 3
In the event that any of the above holidays fall on a Saturday, they shall be celebrated on the preceding Friday.
In the event that any of the above holidays fall on a Sunday, they shall be celebrated on the following Monday.

ARTICLE XXIII - HOSPITALIZATION AND PRESCRIPTION PLAN
1. The College will pay one hundred percent (100%) of the cost of the managed care plan and the HMO offered in June 1996 1996 (Patriot V and HIP, respectively). Employees choosing the traditional indemnity plan (Patriot X) will make the following contributions toward the cost of the premiums through payroll deductions:

Single No contribution$15.00 per check (26 per year)
Parent/child $20.04 per check (26 per year)
Husband/wife $51.74 per check (26 per year)
Family $67.90 per check (26 per year)

2. To be eligible for health insurance an employee must work 30.5 hours per week. Employees employed on June 27, 1996, 1996 for less than 30.5 hours per week who received health insurance benefits on that date will continue to receive such benefits on the same terms as full-time employees.
3. The College will provide a prescription plan (with co-pays of $15.00 namebrand/$1.00 $7.50 generic/$0.00 mail order per prescription) for each eligible employee, spouse and unmarried eligible dependents.
4. If the cost of health insurance premiums increases by ten percent (10%) or more between the 1995-1996 fiscal year and 1998-1999 fiscal year, the College and the IUE/CWA Union agree to convene an Insurance Cost Containment Committee to review cost containment options and make recommendations to the College and the IUE/CWA Union.
5. The College will pay one thousand dollars ($1,000) per plan year to a unit member who elects to waive all health insurance for themselves and their dependents if such unit member shows proof of alternative coverage.
The College will pay one thousand three hundred dollars ($1,300) per plan year to a unit member who elects to waive all health insurance, dental insurance, and prescription drug insurance for themselves and their dependents if such unit member shows proof of alternative coverage.
The College will pay six hundred dollars ($600) per plan year to a unit member who elects to waive all dependent health insurance coverage if such unit member shows proof of alternative coverage.
The College will pay eight hundred dollars ($800) per plan year to a unit member who elects to waive dependent coverage for health insurance, dental insurance, and prescription drug insurance if such unit member shows proof of alternative coverage.
These payments will be made in the first paycheck in July, for a full year without the insurance coverage. If the employee drops the insurance after July 1, the payment will be prorated. If the employee drops insurance and then has to have the insurance reinstated, the employee will have to reimburse the College a prorated portion of the payment.
6. The College will pay up to fifteen percent (15%) more towards the combined cost of health insurance premiums (including dental and prescription insurance) per year in 2000-01, 2001-02 and 2002-03 (cumulative) compared to the combined premium cost in 1999-2000. If the increases are greater than this fifteen percent (15%) allowance, the College and the IUE will meet and negotiate over benefit and or carrier changes that will reduce the combined premiums by at least the amount above the fifteen percent (15%) allowance. If there is no agreement by September 30 following the rate increase, the College will implement payroll deductions to recover one-half of the cost above the cumulative annual fifteen percent (15%) allowance.
6.
7. The College shall permit employees to participate in a Section 125 account and will provide training to employees as to how to utilize such account.

ARTICLE XXIV - WORKMEN'S COMPENSATION INSURANCE
All employees are covered by Workmen's Compensation Insurance.
SECTION 1
In the event of an accident, the employee shall immediately notify his/her immediate supervisor.
SECTION 2
Time lost from work due to an injury occurring while at work shall not be taken from the employee's allowed sick days until clarified under the Workmen's Compensation Insurance Program.

SECTION 3
Employees shall be allowed time off from work, without loss of pay, to attend compensation hearings which occur during their regular work- day..

ARTICLE XXV - DENTAL INSURANCE
All full-time employees and eligible dependents will be covered by the New Jersey Dental Plan, premium to be paid by the College. Employees hired on or after July 1, 1994 shall contribute $15.00 per paycheck toward the cost of insurance. Employees hired after July 1, 2003 shall contribute $30.00 per paycheck toward the cost of dental insurance. Part-time employees shall be permitted to enroll in the dental insurance plan at their own expense. The maximum annual benefit shall increase from $1,000 per year to $1,500 per year.

ARTICLE XXVI - DISABILITY INSURANCE
The College agrees to pay all premiums to provide a Disability Insurance Plan for all employees who have completed their probationary period and who work at least twenty-four hours per week on their regular schedule.

ARTICLE XXVII - BULLETIN BOARDS
The College shall make available to the Union a bulletin board for the purpose of posting official Union notices.

ARTICLE XXVIII - UNION VISITATION
Officers or Representatives of the Union shall, upon request of the Union, be admitted to the College during working hours for the purpose of ascertaining whether or not this Agreement is being observed by the parties or for assisting in the adjustment of grievances upon permission of the College President or his/her designee.

ARTICLE XXIX - SAFETY CONDITIONS
The College President or his/her designee and the Union Chairman or his/her designee shall comprise the Safety Committee. They shall meet when deemed necessary to discuss and rectify any safety conditions which are brought to their attention or any safety condition they feel necessary to institute. Employees shall use all protective devices and safety equipment provided by the College, and observe all College safety rules.

ARTICLE XXX - REST PERIOD
Employees will be given a fifteen (15) minute rest period in the morning and a fifteen (15) minute rest period in the afternoon without loss of pay.

ARTICLE XXXI - WASH-UP TIME
All employees shall receive five (5) minutes wash-up time before the regular lunch period and before quitting time, or supper time if working overtime.

ARTICLE XXXII - JURY DUTY
An employee who is required to be absent from his/her scheduled work in order to serve jury duty shall receive from the College the difference between the daily jury duty pay and the amount payable at his/her regular straight time earning for a normal work day.

ARTICLE XXXIII - TUITION TO COLLEGE COURSES
A. Local 440Bargaining unit members and eligible dependents who meet the course entrance requirements are to be granted tuition free entrance to any credit classes offered by the College. The general service fees will be waived for Local 440bargaining unit members and eligible dependents. Dependents shall be those defined by the Internal Revenue Service. Members of Local 44081440 and eligible dependents may enroll in credit courses without payment of tuition and general service fees. Additionally, Local 440bargaining unit members may enroll in non-credit courses on a space available bases with payment of tuition and general service fees. Laboratory fees for non-credit courses will be waived if said course(s) is deemed to be work-related and approved by the appropriate Dean.
B. Dependent children, age twenty-three or younger, of full-time Local 440bargaining unit members who have died or became permanently disabled while employed by the College shall be permitted to enroll on a tuition-free basis at the College for a maximum of thirty (30) credits per fiscal year for a limit of two (2) three (3) years if they meet the academic standards requirements and obtain the approval of the Dean of Academic Affairs.Assistant Vice President of Human Resources. “Permanently disabled” shall be defined as either receipt of a disability pension through PERS or entitlement to social security disability.
C. Upon successful completion ("C" or better) of a course, Local 440bargaining unit members may be reimbursed for tuition and fees up to an amount per credit that does not exceed the prevailing rate per credit at Rutgers University for in-state students, or at fifty percent (50%) of the existing rate of the institution the bargaining unit member is attending, whichever is the lesser amount. The employee can be reimbursed for a maximum of fifteen (15) credits or its equivalent during the period between July 1 and June 30, each year. There will be a different reimbursement rate for undergraduate course(s) than for graduate course(s) in accordance with the respective tuition rates at Rutgers University. Reimbursement provisions will also be applicable to workshops, seminars, and vocational school training.
Approval by the College President or his/her designee is to be secured in advance. Payment will be made on exhibition of receipt of payment for the course(s) and the official final grade(s).
D. The College will reimburse Local 440bargaining unit members for the Transfer Credit Evaluation Fee, the Annual Enrollment Fee and Tuition and Fees assessed by Edison State College.
E. Employees receiving tuition reimbursement are obligated to continue to work at the College as follows:

Reimbursement Continuing Work Obligation

$1 to $750 Six (6) months
$751 to $1250 Twelve (12) months
$1251 to $1750 Eighteen (18) months
$1751 or more Twenty-four (24) months

The continuing work obligation begins on the date of reimbursement. If the employee does not continue to work for the required period of time, the employee must repay the College for the amount of the tuition reimbursement.

ARTICLE XXXIV - JOB DESCRIPTIONS
1. Any new or revised job descriptions will be presented to the local five (5) working days before they are made effective.
2. Effective job descriptions may be reviewed at any time to take into consideration changes that have been made in job duties or equipment (additions or deletions) to determine that they are properly classified.

ARTICLE XXXV - MEAL COMPENSATION
An employee required to work two (2) or more hours in excess of his/her regular work day shall be entitled to a non-transferable meal ticket valid only at College food service facilities, which will entitle such employee to a meal allowance of $5.50. If all College food service facilities are closed, and the employee is unable to use such meal ticket, the employee may be reimbursed for meals up to a maximum of $5.50 with the submission of a valid receipt.

ARTICLE XXXVI - COLLEGE SPONSORED PROGRAMS
A. WELLNESS PROGRAM
A Wellness Program will be developed and maintained by the College for the physical health of all employees. It is understood that the Wellness Program will be available at no cost to Local 440 membersLocal 81440 bargaining unit members.
B. HUMAN RESOURCES DEVELOPMENT
Camden County College is committed to fostering an environment that enables individuals to seek opportunities for professional growth and enrichment. The College will help employees to develop their potential and improve their ability to meet job responsibilities by providing opportunities and encouraging participation in educational training and development programs.

ARTICLE XXXVII - SALARIES
A. Three Seven Year Contract
      1. Full-time salaries for custodians, groundskeepers, drivers, and shipper/receivers shall be as follows (salaries for part-time positions will be adjusted proportionately):
FY 2004
7/03-6/04
(4%)
FY 2005
7/04-6-05
(3.7%)
FY 2006
7/05-6/06
(3.5%)
Hired before 7/1/96
Custodian
29,613
30,70931,784
Groundskeeper
30,151
31,26732,361
Shipper/Receiver
29,828
30,93232,015
Driver
29,828
30,93232,015
FY 2004
7/03-6/04
(4%)
FY 2005
7/04-6-05
(3.7%)
FY 2006
7/05-6/06
(3.5%)
Hired between 7/1/96 and 6/30/00
Custodian
22,461
23,29224,107
Groundskeeper
22,461
23,29224,107
Shipper/Receiver
22,461
23,29224,107
Driver
22,461
23,29224,107
FY 2004
7/03-6/04
(4%)
FY 2005
7/04-6-05
(3.7%)
FY 2006
7/05-6/06
(3.5%)
Hired Between 7/1/00 & 6/30/01
Custodian
21,702
22,50523,293
Groundskeeper
21,702
22,50523,293
Shipper/Receiver
21,702
22,50523,293
Driver
21,702
22,50523,293
FY 2004
7/03-6/04
(4%)
FY 2005
7/04-6-05
(3.7%)
FY 2006
7/05-6/06
(3.5%)
Hired Between
7/1/01 & 6/30/02
Custodian
21,069
21,84922,614
Groundskeeper
21,069
21,84922,614
Shipper/Receiver
21,069
21,84922,614
Driver
21,069
21,84922,614
FY 2004
7/03-6/04
(4%)
FY 2005
7/04-6-05
(3.7%)
FY 2006
7/05-6/06
(3.5%)
Hired Between 7/1/02 & 6/30/03
Custodian
21,000
21,77722,539
Groundskeeper
21,000
21,77722,539
Shipper/Receiver
21,000
21,77722,539
Driver
21,000
21,77722,539
FY 2004
7/03-6/04
(4%)
FY 2005
7/04-6-05
(3.7%)
FY 2006
7/05-6/06
(3.5%)
Hired Between 7/1/03 & 6/30/04
Custodian
21,000
21,77722,539
Groundskeeper
21,000
21,77722,539
Shipper/Receiver
21,000
21,77722,539
Driver
21,000
21,77722,539
FY 2004
7/03-6/04
(4%)
FY 2005
7/04-6-05
(3.7%)
FY 2006
7/05-6/06
(3.5%)
Hired Between 7/1/04 & 6/30/05
Custodian21,00021,735
Groundskeeper21,00021,735
Shipper/Receiver21,00021,735
Driver21,00021,735
FY 2004
7/03-6/04
(4%)
FY 2005
7/04-6-05
(3.7%)
FY 2006
7/05-6/06
(3.5%)
Hired Between 7/1/05 & 6/30/06
Custodian21,000
Groundskeeper21,000
Shipper/Receiver21,000
Driver21,000
2. Salaries shall be provided to all full-time employees hired prior to July 1, 1996 2003 serving in the designated job category regardless of their years of service.

3. Any non-unit College employees who are transferred, promoted or demoted into a position in one of these categories will receive the same full-time starting salaries as employees hired on or after July 1, 20031996. Unit members who are employed on June 30, 20031996 who are transferred or promoted into other unit positions will receive the same salary for these positions as employees hired before June 30, 20031996.
4.All employees below maximum shall receive the same dollar increases as employees at maximum in addition to the salary increase due on their anniversary.
4. There shall be a one-time payment, non-recurring and not becoming part of the base salary, of three hundred fifty dollars ($350) payable to all bargaining unit members within six (6) weeks of ratification of this agreement.

ARTICLE XXXVIII - MISCELLANEOUS
A. During the term of this agreement, the College agrees not to privatize or outsource the custodial, groundskeeping driving or shipping/receiving functions performed by College employees on June 30, 19962003. In the event that the College does privatize such functions during the term of this agreement, it will provide severance payments equal to six months salary and insurance benefits to all the affected employees.
B. The College and IUE/CWA Union agree that the College can transfer incidental duties from one job category covered by this agreement to another job category covered by this agreement without negotiations on job responsibilities, workload or salary. The College and the IUE/CWA Union agree that the College can fill positions in this unit with other employees in this unit for period of up to sixty (60) days without payment of any salary differential based on the higher or lower pay status of the job being filled.

ARTICLE XXXIX - TERMINATION OR MODIFICATION
This Agreement shall remain in full force and effect to and including June 30, 20063. Negotiations for the next subsequent agreement shall commence no later than February 1, 20063




CAMDEN COUNTY COLLEGE

CAMDEN COUNTY COLLEGE IUE/CWA LOCAL 81440
BOARD OF TRUSTEES NEGOTIATING TEAM

BY:___________________________ By __________________________________
Kevin G. Halpern, Peter Wickersty,
Chairman International Representative
BY:____________________________ By __________________________________
Sandee G. Vogelson, Kathryn O’Hanlon,
Vice Chairman President

BY:___________________________ By __________________________________
Hazel T. Nimmo, Mike McCallion,
Secretary Vice President


By:____________________________ By __________________________________
Joe Ripa, Jeff Chapline,
Treasurer Maintenance
By:__________________________________
John Obuchowski,
Alternate


COLLEGE PRESIDENT



BY:___________________________________
Dr. Phyllis Della Vecchia

________________________
Date Signed


Camden Cty College and IUE Loc 81440 Cusdotians 2003.pdf