Contract Between
- and -
IBEW Loc 210 Unit 3
* * *
01/01/2022 thru 12/31/2025


Contract Text Below
23 Unit 3: 2022-2025
Changes are in Bold



A Municipal Corporation of the State of New Jersey





January 1, 2022 through December 31, 2025

Access . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Bulletin Boards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Call-In Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Check-Off and Agency Shop . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Conflicting Regulations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Education and Training Incentives . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Embodiment of Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Essential Personnel . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Exhibit “A” - Water Treatment License Incentives . . . . . . . . . . . . . . . . .
Exhibit “B” - Job Classifications . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Funeral Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Grievance Procedure and Arbitration . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Health Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Hours and Working Conditions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Jury Duty . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Layoffs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Leave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Leave of Absence - Union . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Loyalty, Efficiency, No Discrimination . . . . . . . . . . . . . . . . . . . . . . . . . .
Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Management Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Meals . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Military Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
No Strike or Lockout Pledge . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Overtime . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Pay Period . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Personal Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Promotions and Promotional Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Retirement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Severability . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Shift Differential . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Term of Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Time to Attend Meetings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Travel Allowances . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Uniforms and Safety Equipment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Vacations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Wages . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
This Agreement dated by and between the City of Vineland, a municipal corporation of the State of New Jersey, or its successors, together with such City properties as may be acquired, hereinafter referred to as the “City” and Local Union No. 210, Unit-3 of the International Brotherhood of Electrical Workers, affiliated with the AFL/CIO, hereinafter referred to as the “Union”.

This Agreement is entered into in order to promote and ensure harmonious relations, cooperation, and understanding between the City and its employees; to prescribe the rights and duties of the City and its employees; and to provide for the resolution of legitimate grievances; all in order that the public service shall be expedited and effectuated in the best interest of the people of the City and its employees. It is the intent of the parties that this Agreement be construed in harmony with the laws of the State of New Jersey which govern public employment.

Article 1 - Recognition

The City recognizes the Union as the sole and exclusive representative of all full-time City employees as certified to the parties by the New Jersey Public Employment Relations Commission (PERC), by a Certification of Representation, Docket No. RO-82-34, dated November 17, 1981 as follows:
    All full-time supervisory employees employed by the City of Vineland, but excluding non-supervisory employees, police, confidential employees, managerial executives, and craft employees.

The job classifications covered hereunder shall be those listed in Exhibit “B” attached hereto and made a part hereof. Should an employee receive a new New Jersey Civil Service Commission (Civil Service) title during the term of this Agreement, said title may be added to Exhibit “B”, and any vacant title may be deleted.

Article 2 - Embodiment of Agreement

This document constitutes the sole and complete agreement between the parties, and embodies all of the terms and conditions governing the employment of employees in the Unit. The parties acknowledge that they have had the opportunity to present and discuss proposals on any subject, without prejudice, which are subject to negotiation.

Article 3 - Severability

In the event that any provision of this Agreement shall be held by operation of law and/or by a court or administrative agency of competent and final jurisdiction to be invalid or unenforceable, the remainder of the provisions of such Agreement shall not be affected thereby but shall be continued in full force and effect. In the event any provision is finally declared to be invalid or unenforceable, the parties shall meet within 30 days of written notice, by either party to the other, to negotiate concerning the modification or revision of such provision.

Article 4 - Loyalty, Efficiency, No Discrimination

1. Employees shall perform loyal and efficient work and service; that they will use their influence and best endeavors to protect the property of the City and its interest; that they will cooperate with the City in promoting and advancing the welfare and prosperity of same at all times. Employees have an obligation to respond to a reasonable amount of overtime.

2. The City and the Union shall apply the provisions of this Agreement equally to all employees without discrimination as to race, creed, color, national origin, ancestry, age, sex, marital or civil union status, familial status, religion, affectional or sexual orientation, atypical hereditary cellular or blood trait, genetic information, disability, liability for service in the United States Armed Forces or any other classification protected by Federal or State law.

3. All references to employees in this Agreement designate both sexes, and wherever the male gender is used, it shall be construed to include male and female employees.

4. The City shall not interfere with the rights of employees to become members of the Union. There shall be no discrimination, interference, restraint or coercion by the City or any City representative, against any employee because of union membership or because of any employee activity permissible under the New Jersey Employer-Employee Relations Act of 1968, as amended, or this Agreement.

5. Employees shall retain all civil rights under the New Jersey State and Federal Law.

6. All actions or recruitment of new employees are not to take place during employee’s working time.

Article 5 - Maintenance of Standards

The City will not seek to diminish or impair any benefit or privilege not covered by this Agreement but provided by law, rule or regulation for employees without prior notice to the Union and, when appropriate, without negotiation with the Union unless required by law. However, this Agreement shall be construed consistent with the free exercise of rights reserved to the City by the Management Rights Article of this Agreement.

Article 6 - Access

Authorized Union representatives (President and Business Manager), whose names shall be filed in writing with the Business Administrator, shall be permitted by appointment to visit the City’s facilities or the offices of the City for the purpose of processing grievances.

Any duly authorized representative of the Union designated in writing, after reporting to the office of the Department Director, shall be admitted to the premises for the purpose of assisting in the adjustment of grievances and for investigation of complaints that this Agreement is being breached. Upon request, the Union representative shall state the purpose of his/her visit, specifying the particulars of the items the Union desires to discuss. Except in any emergency, at least four hours advance notice must be given. Such visits shall not be permitted to interfere with, hamper or obstruct normal operations. The City will not be liable for any time lost by employees during such visits.

Article 7 - Check-Off and Agency Shop

1. Pursuant to N.J.S.A. 52:14-15.9e, employees who are Union members may authorize voluntarily and in writing to the proper disbursing officer of the City, to have customary dues deducted from their compensation and paid to the Union Financial Secretary.

2. Pursuant to N.J.S.A. 34:13A-5.5, employees who choose not to be Union members shall have deducted from their compensation a representation fee in lieu of dues equal to 85% of regular membership dues, fees and assessments paid by Union members for services rendered by the Union. Said deduction will commence as soon as practicable after the employee’s 30th day of employment in a bargaining unit position. Said monies, together with records of any corrections, shall be transmitted to the Union Financial Secretary during the month following the monthly pay period in which deductions were made.

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

4. If there is any change in membership dues, the Union shall furnish to the City written notice prior to the effective date of such change.

5. The Union shall furnish the City with a copy of its “demand and return system” which must be established and maintained by the Union in accordance with the law.

6. The Union shall indemnify, defend and save the City harmless against any and all claims, demands, suits or other forms of liability that shall arise out or by reason of any action taken in making deductions and remitting the same to the Union pursuant to this Article.

7. Any written authorization required herein may be withdrawn at any time by the filing of a notice of such withdrawal with the above-mentioned disbursing officer, and deduction authorization cannot again be effected for a period of three months.

Article 8 - Management Rights

1. It is recognized that the management of the City, the control of its properties, and the maintenance of order and efficiency, is a right and responsibility of the City. Accordingly, the City hereby retains and reserves unto itself, or through and by the Department Directors or designees, without limitation, all powers, rights, authority, duties, and responsibilities conferred upon and vested in it prior to the signing of this Agreement by the laws and constitutions of the State of New Jersey and the United States, except as they may be otherwise limited in this Agreement:
    a. the executive management and administrative control of the City and its properties and facilities and the determination of the methods of operation to be offered by its employees and to direct the activities of its employees;
    b. the determination of the standards of selection of employment and the hiring of all employees and, subject to the provisions of law, the determination of their qualifications and conditions for continued employment as well as the assignment, promotion and transfer of employees subject to Civil Service regulations;
    c. the transfer, assignment, reassignment, layoff or recall of employees to work, subject to Civil Service regulations;
    d. the determination of the number of employees and of the duties to be performed, in accordance with applicable Civil Service regulations, and the relief of its employees from duty because of a lack of work or lack of funding or other legitimate reason;
    e. the maintenance of the efficiency of its operations and employees as well as the establishment, expansion, reduction, alteration, combination, consolidation or abolition of any job or job classification, department operation or service;
    f. the determination of staffing patterns and areas worked, hours of operation, the control and regulation of the use of facilities, supplies, equipment, materials and other property of the City;
    g. the determination of the number, location and operation of divisions, departments, units and all other work groups of the employer, the assignment of work, the qualifications required, the performance standards and the size and composition of the work force;
    h. the determination of the amount of overtime to be worked;
    i. the determination of the methods, means and personnel by which its operations are to be conducted;
    j. the determination of the content of work assignments not inconsistent with Civil Service job specifications.
    k. the exercise of complete control and discretion over its organization and the technology of the performance of its work;
    l. the making, maintenance and amendments of such operating rules as it may from time to time deem best for the purposes of maintaining order, safety or the effective and efficient operation of the work of the City; and
    m. the determination of job classifications and to assign work not inconsistent with Civil Service job specifications as it deems appropriate.

2. The City shall have the right at all times to make and enforce rules, regulations, policies or other statements of procedure not inconsistent with this Agreement, notwithstanding the act, whether active or passive, of the City in refraining from doing so at any time. The act of the City at any time in refraining to enforce said rights shall not be construed as having created a custom or practice contrary or as having waived or modified said rules, regulations, policies or other statements of procedures.

3. The City may suspend, discharge or demote an employee for sufficient and reasonable cause, but the employee or his/her representative shall, upon request, be entitled to an appeal and hearing, at which the reason for such action as taken shall be given. In the event of a discharge, demotion or suspension for a period greater than five days, Civil Service appeal procedures shall be followed. Consistent with Civil Service procedures, the Department Director or designee shall preside at department hearings.

4. In declared governmental emergencies, including but not limited to storm response, the City may cancel any previously approved vacation leave, personal leave or compensatory time requests, provided that the cancelation of leave time would not cause an undue hardship on such employees. For example, pre-approved leave time requests involving travel plans by the employee, where the employee is unable to cancel or reschedule travel reservations without suffering financial harm, would be considered an undue hardship.

Article 9 - No Strike or Lockout Pledge

1. Neither the Union nor any person acting on its behalf will cause, authorize or support any strike (e.g., the concerted failure of employees to report for duty, willful absence from their positions, work stoppage or abstinence in whole or in part from the full, faithful and proper performance of the employee’s employment duties), slowdown, walkout or other job action against the City.

2 The participation in any strike or strike-related activity as specified above shall constitute a material breach of this Agreement, and such participation by any employee shall be grounds for termination, subject to the grievance procedure set forth in this Agreement.

3. The Union will actively discourage employees from participating in any strike or strike-related activity as specified above and take whatever affirmative steps are necessary to prevent or terminate the same.

4. Nothing contained in this Agreement shall be construed to limit or restrict the City in its right to seek and obtain such judicial relief as it may be entitled to have in law or in equity for injunction or damages or both in the event of such breach by the Union or its members.

5. The City shall not engage in a lockout or other similar action because of any proposed changes in this Agreement or disputes over matters relating to this Agreement.

Article 10 - Grievance Procedure and Arbitration

1. In the event that any difference or dispute should arise between the City and the Union, or its members employed by the City, over the application and interpretation of the terms of this Agreement, an earnest effort shall be made to settle such differences immediately. The grievance must be presented in writing within three working days of its occurrence or employee’s reasonable knowledge thereof in quadruplicate to the Union Representative, who in turn shall forthwith file one copy with the Business Administrator, one copy with the Department Director, and one copy with the managerial executive who supervises the aggrieved employee. Failure to file his/her grievance in writing as aforesaid shall bar the employee from any right to proceed further with any grievance.
    Step 1: Between the aggrieved employee, with or without his/her Steward and his/her managerial executive. If no satisfactory agreement is reached within three working days, the Union may submit the grievance, in writing, to the second step within five working days from the verbal answer.
    Step 2: Between Union Officials, Shop Steward and Department Director of the respective Department. If no satisfactory agreement is reached within 10 working days, the Union may submit the grievance to the third step, in writing, within 10 working days from the second step answer.
    Step 3: Between Union Officials, Shop Steward, Grievant, Department Director and other City officials. At this step an International Representative may be present to assist only. If no satisfactory agreement is reached within 10 working days, the matter may be referred to arbitration by the City or Union within 30 days of the third step written answer.

2. Either party may request PERC to submit a list of arbitrators from which the parties may select an arbitrator. The arbitrator shall be limited to the issues presented, and shall have no power to add to, subtract from or modify any of the terms of this Agreement, or to establish or change any wage rate. The decision shall be final and binding. Any fees or administrative charges for the arbitrator shall be borne equally by the parties.

3. Unless extended by mutual agreement in writing, the failure to observe time limits herein shall constitute abandonment of the grievance, and settlement on the basis of the last City answer.

4. This grievance procedure, including the arbitration provisions thereof, shall not be applicable if the alleged grievance:
    a. involves the existence of alleged violation of any agreement other than the present agreement between the parties;
    b. would require an arbitrator to rule on, consider or change the appropriate salary, hourly rate or incentive rate by which an employee shall be paid or the method by which his/her pay shall be determined;
    c. would require an arbitrator to consider, rule on or decide any of the following:
      i. the elements of a job assignment;
      ii. the level, title or other designation of an employee’s job classification;
      iii. the right of management to assign or reassign work;
      iv. pertains in any way to the establishment or administration of insurance, pension, savings, or other benefit plans in which employees are eligible to participate;
      v. the right of management to determine and assign shift hours, except as limited by this Agreement;
      vi. involves discipline or discharge of employees;
      vii. involves violations of State laws and regulations.

Article 11 - Conflicting Regulations

Any specific or general provision of this Agreement notwithstanding, wherever a provision of this Agreement is determined to be in conflict with New Jersey law, or with rules, regulations or procedures thereunder, the New Jersey law, regulations, rules and procedures shall be controlling, subject to review by normal grievance or judicial process.

Article 12 - Promotions and Promotional Pay

The City shall provide qualified employees with the opportunity to be interviewed for open positions covered by this Agreement.

Subject to the approval of the Appointing Authority or designee, an employee, when promoted so as to assume additional responsibilities or duties, from one class or title to another having a higher salary range, then his/her salary shall be increased to the minimum of the new range or by five percent of his/her then current base salary, whichever is higher.

The Appointing Authority or designee shall determine what is a promotion and whether the employee is entitled to the “Promotional Pay” provided for above. The Appointing Authority or designee shall base his/her determination upon the increased responsibilities and complexities of the additional duties. Neither an increase in the volume of the same type of work now being performed or length of service in a classification will be considered as a basis for promotion. Furthermore, a change in job classification, per se, is not necessarily a promotion.

Article 13 - Hours and Working Conditions

1. The work week shall consist of seven consecutive days beginning at 12:01 a.m. Sunday and ending at 12:00 midnight Saturday. This shall not be construed, and nothing in this Agreement shall be construed, as a guarantee or limitation of the number of hours to be worked per day, per week, or for any other period of time by employees. Work weeks shall normally be comprised of an eight hour day and 40 hour work week or a seven and one-half (7) hour work day for those with a thirty-seven and one-half (37) hour work week.
    An employee and his/her supervisor may mutually agree upon a flexible schedule with approval by the Mayor or designee and Department Director, which may include an unpaid lunch break of either one-half () hour or one hour, so long as said break does not reduce the total hours of an employee’s regular work day. Should any flexible schedule be agreed upon, all benefit time in this Agreement shall remain unchanged hour-for-hour.

2. As far as practicable, non-rotating employees shall normally work five consecutive days, Monday through Friday. Due to the operating needs of various City departments and the potential for declared governmental emergencies, including but not limited to storm response, other schedules of work outside of the normal work week defined above may be necessary, and the City shall not be limited in determining such schedules by the foregoing language.

3. Employees are supervisory personnel of the City. It is anticipated that because of their position they are emulated by subordinates at the work station. This obligates the supervisors to exemplify deportment and behavior becoming their status with adherence to the management principles of the administration including the rules and regulations regarding hours of work and work station conditions of employment. This includes compliance with the Federal regulations imposed by the Fair Labor Standards Act and the Administration’s policy toward preapproved overtime.

4. An employee who completes 16 continuous hours of work shall receive an eight hour rest period without compensation. However, if this rest period involves any part of the employee’s normally scheduled work shift, the employee shall lose no time or pay thereby.

Article 14 - Overtime

1. Overtime shall be paid at the regular hourly rate of pay multiplied by one and one-half (1) for all work after a full work shift is worked, either seven and one-half (7) hours or eight hours, whichever is employee’s regular work shift. If an employee works on the second unscheduled day of the work week, the rate shall be double time. The use of personal leave, sick leave, vacation leave, compensatory time and other paid leave shall not count toward hours worked for the purpose of determining overtime when employees work continuously past their normal stop time. However, no overtime shall be worked nor shall any overtime be payable unless said overtime has been specifically authorized by the Department Director or other appropriate managerial executive prior to its being worked. Overtime shall be compensated in one-quarter () hour units, fractional portions being counted as a full quarter () hour. No payment shall be made for an initial period of less than 15 minutes.

2. For Community Nursing Service and Flex-Time employees only, overtime shall be paid at one and one-half (1) the regular hourly rate of pay in accordance with the FLSA for all hours worked over 37 or 40 per week, whichever is employee’s regular work schedule.

3. The City and an employee may mutually agree for said employee to earn compensatory time in lieu of the appropriate overtime payment. Compensatory time may accrue in accordance with the FLSA. However, the City retains the right to buy-out an employee’s compensatory time in December of each year, so long as the affected employee is able to carry over at least 24 hours to the following calendar year.

4. Employees scheduled to work prearranged overtime on their scheduled day off shall receive a minimum of two hours pay at the applicable rate.
Article 15 - Shift Differential

An hourly shift differential of $.60 shall be paid at straight time for all hours worked outside the regularly scheduled Monday through Friday day shift.

Article 16 - Call-In Pay

1. An employee called in for work during non-working hours shall be paid the prevailing overtime rate but with a minimum pay of five hours at straight time. Should an employee be called in again within the five hours for which the first call-in was paid, then the employee shall be paid just overtime and no minimum pay shall apply. This guarantee does not apply to overtime arranged in advance during the employee’s normal work week. Notwithstanding the above, no call-in shall be permitted or paid unless authorized by the Department Director or designee prior to it being worked.

2. An employee called to resolve work station emergencies between 10:00 p.m. and 6:00 a.m. shall be paid two hours at straight time. The two hours pay shall be considered full compensation for any additional call related to the work station emergency made during the two hour period after the first call. An employee called to resolve work station emergencies prior to 10:00 p.m. shall endeavor to resolve the emergency but shall not receive any compensation.

3. A Designated Registered Environmental Health Specialist shall receive $2.50 per hour when assigned to standby duty, which shall be defined as being available and ready for work upon emergency notification via City pager continuously for the time period designated by the Department Director. When activated for work, Standby Pay shall cease for the period of time worked. Such employees shall be entitled to overtime set forth in Article 14 but shall not be entitled to minimum pay as provided in 1 of this Article.

Article 17 - Meals

1. In lieu of a meal, employees shall receive $10.50 through payroll as follows:
    a. Upon working the initial two hours of unscheduled overtime beyond their normal work period. For each five hours of additional such overtime worked, another $10.50 shall be earned. If less than two hours are worked, no meal payment shall be earned. Such unscheduled overtime occurs when employees are notified of the overtime after reporting to work for their normal work period and not given at least a 30 minute break to obtain a meal.
    b. Upon working every four hours of call-in overtime. If less than four hours are worked, no meal payment shall be earned. Call-In overtime is defined in Article 16.

2. Meal payment shall not be provided for prearranged overtime.

Article 18 - Holidays

1. Employees shall receive the following paid holidays off at straight time:
    New Years Day Labor Day
    Martin Luther King Day Columbus Day
    President’s Day Veteran’s Day
    Good Friday General Election Day
    Memorial Day Thanksgiving Day
    Juneteenth Day After Thanksgiving
    Independence Day Christmas Day

2. Holidays that occur on a Saturday shall be observed on the preceding Friday, and holidays that occur on a Sunday shall be observed on the following Monday.

3. Employees who work a paid holiday shall be paid in addition to straight time, one-and-one-half (1) times their normal rate of pay for all hours worked on such holiday.

4. Holiday pay shall not be paid unless the employee is active on the City payroll on the date of the observed holiday. An employee who uses sick leave immediately before or after the day a holiday is observed shall submit acceptable medical evidence substantiating the use of sick leave to be entitled to holiday pay. Such verification shall not apply to an employee who works on the observed holiday.

5. Should a designated holiday occur while an employee is on approved vacation leave, said day shall count as a holiday, not vacation leave.

Article 19 - Personal Leave

1. Employees shall be credited four personal leave days annually at the beginning of each year. Employees in their first and final year of employment shall earn one personal leave day quarterly provided the employee is on the payroll for at least 60 consecutive days between each quarterly period as follows:
    a. January 1 and March 31.
    b. April 1 and June 30.
    c. July 1 and September 30.
    d. October 1 and December 31.

2. Personal leave shall not accumulate from year to year, nor shall it be paid out to employees upon separation of employment. Should an employee use credited personal leave that is not earned and separates employment, the employee shall be liable to the City for such unearned personal leave pursuant to the earning criteria set forth in Section 1 above.

3. Employees shall request personal leave use in writing with three days notice to the Department Director or designee. Said request shall be granted if the Department Director or designee determines that the employee’s absence will not interfere with the proper conduct of the Department. Notice may be waived in emergency circumstances as determined by the Department Director or designee. Personal leave shall be rescheduled if an employee on scheduled personal leave is called into work or voluntarily works during an emergency.

4. Employees may not use any personal leave until completing 90 days employment with the City, unless in emergency circumstances, the Department Director or designee approves such use. Personal leave subject to the 90 day provision shall be carried over to the succeeding year.

5. Personal leave cannot be used after the fact, such as to cover tardiness to work.

Article 20 - Vacations

1. All employees shall be credited with the following vacation leave with pay upon each calendar year for their continuous service with the City:
    a. One working day for each month up to one year of service.
    b. 12 working days after one year and up to six years of service.
    c. 15 working days after six years and up to 13 years of service.
    d. 20 working days after 13 years and up to 19 years of service.
    e. 25 working days after 19 years and up to 27 years of service.
    f. 30 working days after 27 years of service.

2. Vacation leave shall be taken in the year earned and granted, so far as practicable, at the employee’s request. Employees shall submit vacation requests at least one month in advance. Preference for vacation leave shall be given in order of seniority. Any vacation leave denied due to the pressure of City business as determined by the Business Administrator or designee shall be carried over to the following year and shall be used by June 30th of that year. Accumulated vacation leave not taken by June 30th shall be forfeited. Notwithstanding the above, employees may carry over five vacation days to the following year. The Business Administrator may also approve additional vacation leave to carry over to the following year.

3. An employee commencing employment during the first 15 days of the month shall be credited with working a full month for vacation computation. An employee commencing employment after the 15th day of the month shall not be credited with working said month for vacation computation. The balance of the employee’s first year of service shall be considered one calendar year of service for vacation computation.

4. New employees may not use vacation leave until completing 90 days employment with the City. In extraordinary circumstances, the employee may use earned vacation leave prior to completing said 90 days employment upon approval of the Business Administrator or designee. Should an employee be unable to use vacation leave due to the 90 day provision, said leave may be carried over to the succeeding year.

5. Vacation pay will be paid to employees terminating employment, except that employees terminated from employment within their first 90 days of employment shall not receive vacation pay. The amount of vacation pay will be proportional to the amount accrued during the year of termination. An employee who terminates during the first 15 days of the month shall not be credited with working said month. An employee who terminates after the 15th day of the month shall be credited with working said month. In the event of death, vacation pay shall be paid to the employee’s beneficiary. An employee’s rate of vacation pay shall be based on the employee’s regular rate of pay.

Article 21 - Time to Attend Meetings

Union members, who, by mutual agreement between the Union and City, participate during working hours in conferences and meetings with the City which involve or derive from this Agreement, shall suffer thereby no loss of pay. Union members shall be allowed one-half () hour prior to and one-half () hour after the conference is over as excused time from their work assignment. They shall give their supervisor reasonable notice in advance of their desire to attend such meetings. Except for the foregoing, nothing shall be done which shall interfere with the work of any employee or department.

Vacation days will be rescheduled if they coincide with City-authorized meetings. The Union shall take all steps necessary to ensure that this time is within reasonable limits.

Article 22 - Layoffs

When a layoff, for any reason, in the bargaining unit is imminent, the City will notify the Union and immediately arrange a meeting to determine the exact procedure to be followed.

Any agreement regarding the sale, lease, transfer, takeover, assignment or corporate reorganization that results in the loss of employment of people in positions covered under this Agreement, will contain language that provides the displaced workforce the first opportunity to fill any existing, new or additional positions that may be needed or created as a result of said sale, lease, transfer, takeover, assignment or corporate reorganization.

Article 23 - Military Leave

1. Leave shall be granted to employees to fulfill the special military requirements of regular annual active duty for training with any reserve unit of the Army, Navy, Marine Corps, Coast Guard, National Guard or Air Force. The employee shall be paid his/her regular pay during the period of his/her military training.

2. The existing Federal and State statutes with regard to leave for military service in their present state or as they may be amended will be observed by the parties hereto. The benefits under these applicable statutes shall be provided for any employee.

Article 24 - Funeral Leave

1. Employees shall receive leave with pay for up to three days in the event of death of the employee’s spouse, father, mother, child, step-parent, step-child, sister, brother, grandfather, grandmother, great-grandfather, great-grandmother, father-in-law, mother-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, grandchildren, grandparents or great grandparents of the spouse.

2. To be eligible for funeral leave, the employee must attend the funeral service. At the discretion of the employee, funeral leave shall be contiguous and consecutive to either the date of death or the date of funeral service.

Article 25 - Leave of Absence

1. General Leave. Any permanent employee desiring leave without pay for personal reasons shall make a request in writing to his/her Department Director not less than two weeks in advance of the date for which such leave is desired, except in the event of an emergency, stating the reasons for the leave and the time requested. Leave may be granted or denied at the discretion of the Business Administrator who shall review all recommendations for leaves of absence as submitted by the Department Director. Employees may not be gainfully employed during the period of such leave. Falsification of the reason for leave, or failure to return promptly at the expiration of the leave, shall be considered reason for summary discharge. Leave shall be granted or denied in writing.

2. Maternity Leave.
    a. With Pay. Permanent employees shall be entitled to utilize any accumulated sick leave during the time prior to the expected date of childbirth and for one month thereafter upon presentation of a doctor’s certification and approval by the Department of Administration. The City may consider granting, in extenuating circumstances, additional use of sick leave not to exceed two months, upon presentation of a doctor’s statement setting forth the necessity therefor. Employees who have accumulated vacation leave and/or compensatory time may use such time for maternity purposes.
    b. Without Pay. Permanent employees who have no earned or accumulated vacation leave, sick leave or compensatory time, may be granted a leave of absence for maternity purposes prior to the expected date of childbirth and for one month thereafter upon presentation of a doctor’s certification. Leave may be granted or denied at the discretion of the Business Administrator who shall review all recommendations for leaves of absences as submitted by the Department Director.
      Therefore, the leave of absence would require a certification from the employee’s physician as to the length of time the employee is required to be on said leave of absence without pay, which in no case will be granted for more than a one-month period after the expected date of childbirth. In extenuating circumstances, additional leave of absence without pay not to exceed two months will be granted upon presentation of a doctor’s statement setting forth the necessity therefor.
    c. Employees may not be gainfully employed during the period of such leave. Falsification of the reason for leave, or failure to return promptly at the expiration of a leave shall be considered reason for summary discharge. Leave shall be granted or denied in writing.

3. Family Leave. Family Leave is governed by the Federal Family and Medical Leave Act of 1993 (FMLA) and the NJ Family Leave Act (FLA). Under both acts, Family Leave shall run concurrently to any leave with pay that has accrued to an employee or to any leave without pay. Family Leave shall continue to run in a manner prescribed by law after the employee has exhausted all benefit time.
    Pursuant to the FMLA, employees who have been employed for at least 12 months and worked for a minimum of 1,250 hours, are eligible to receive an unpaid leave of absence for a period not to exceed 12 weeks during a 12 month period. Leave may be taken only for the following reasons:
    a. Employee’s own serious health condition.
    b. The birth or adoption of a child.
    c. To care for a child, spouse or parent with a serious health condition.
    Eligible employees must provide prior notice to the Department Director if requesting a leave of absence under this Act. Management has a right to request that an employee provide a certification issued by a licensed health care provider in order to verify necessity of leave.

Article 26 - Leave of Absence - Union

The City will consider a written request for the necessary and reasonable time off, up to a maximum of two weeks annually, without discrimination or loss of seniority rights and without pay, to not more than one employee annually designated by the Union to attend a labor convention or serve in any capacity on other official Union business. Length of time off and reason must be specified. During the period of absence, the employee shall not engage in gainful employment. Failure to comply with this provision shall result in the discharge of the employee involved.

Article 27 - Jury Duty

An employee who loses time from work because of jury duty, as certified by the Clerk of the Court, shall be paid by the City normal daily wages, subject to the following conditions:

a. When jury service is completed prior to 1:00 p.m., the employee is required to telephone the management’s office and report to work if requested.
b. Time lost because of jury service will not be considered time worked for purposes of computing overtime.
c. The employee must notify his/her supervisor immediately upon receipt of any communication regarding jury service.
d. No reimbursement of wages will be made for jury services during holidays or vacations.
e. At the management’s request, adequate proof must be presented of time served on a jury and the amount received for such services.
f. An employee who voluntarily seeks jury duty in any manner whatsoever shall not be eligible for payments from the City.

Article 28 - Travel Allowances

1. The City shall reimburse employees for their necessary travel expenses incurred while on City business consistent with the Travel Policy of the Policy Manual. Employees are expected to work the length of a normal work day while traveling, and no overtime shall be worked unless authorized and pre-approved by the Department Director.

2. Employees who travel to perform City business shall use a City vehicle. If a City vehicle is not available, employees shall be reimbursed mile for mile for the use of their personal vehicles while on City business at the prevailing IRS rate. A travel log shall be maintained by each employee and submitted no later than one month following said travel to the Department Director for reimbursement.

Article 29 - Education and Training Incentives

1. If the City requests an employee to take a course, the City shall designate the course to be taken and reimburse the employee for any tuition fees, book costs or other direct out-of-pocket expenses incurred in the completion of said course.

2. The City shall reimburse the Director, Public Health Nursing Service and Public Health Nurse Supervisor for out-of-pocket expenses incurred in the completion of 16 college credits per year, provided the course is required to perform the duties of the job and has been approved by the Department Director in writing prior to the enrollment in said course and the employee submits a certificate of successful completion to the Department Director. Furthermore, the course must be taken during non-working hours and said reimbursement for college credits shall not accumulate.

3. The City shall reimburse an employee for tuition and books for courses preapproved by the City and considered relevant to the employee’s present position which requires an undergraduate degree or a graduate degree, or a foreseeable future position which requires an undergraduate degree or a graduate degree. Other out-of-pocket expenses are not reimbursable to the employee. Said reimbursement shall be contingent on the availability of City funds. Remedial courses required are not reimbursable to the employee. Reimbursement shall be contingent upon an employee successfully completing the approved course with a grade of “B+” or better.
    The City may approve a flexible schedule should coursework conflict with and employee’s work schedule.

4. Employees shall make every effort to attain certification in their classifications, such as licensed professional engineer or certified professional accountant, etc. If the City requests an employee to undertake special duties requiring a new license or certification, the City shall pay the costs for fees to obtain said license. If the City requests an employee to undertake specialized training, the City shall pay all authorized expenses directly related to the training, such as tuition, meals, and traveling and lodging expenses. The employee shall suffer no loss of regular wages as a result of such specialized training.

5. Any employee who receives any reimbursement provided for in this Article and becomes separated from City employment, which shall include retirement, within five years after the completion of any semester of educational training, shall reimburse the City for tuition costs and other reimbursable expenses paid to or on behalf of the employee.

6. The City may assign an employee to teach, instruct or participate in on-site informal or formal training programs authorized by the City.

Article 30 - Uniforms and Safety Equipment

1. The City shall reimburse up to $450 annually for professionally recognized uniforms to the Director, Public Health Nursing Service and Public Health Nurse Supervisor who submits a paid receipt for said uniforms purchased during that year. Professionally recognized nursing shoes (not sneakers) shall be considered a part of uniforms. All such employees shall wear said uniforms while on-duty. If such employee works for less than one full year, then such amount shall be prorated for the period worked.

2. Coveralls and uniforms provided by the City shall be used for City business only. Coveralls, uniforms and maintenance of coveralls and uniforms will be provided to the following employees:
    Storekeeper, E.U.
    Supervisor of Garage Services
    Supervisor, Water
    Supervisor, Parks
    Supervisor, Trees
    Supervisor, Roads
    Supervisor, Recreation Maintenance
    Supervising Maintenance Repairer
    Assistant Water Treatment Plant Superintendent
    Assistant Water Utility Superintendent
    Assistant Water Sewer Utility Supervisor
    Any employee responding to an incident that could expose them to fire hazard must wear the OSHA/PEOSHA approved fire retardant outer garment provided by the City.

3. Disposable coveralls shall be provided to employees at the discretion of the Department Director.

4. Effective upon ratification of this Agreement, each employee shall be reimbursed an annual amount not to exceed $120 for safety shoes upon the employee submitting the original paid receipt for said shoes and original safety-toe documentation verifying ASTM-F2412 or ASTM-F2413 compliance. If documentation is not provided by the shoe manufacturer, then compliance verification shall be determined by the employee’s supervisor. If OSHA mandates that the footwear be dielectric, the above reimbursement shall be an additional $25. Reimbursable footwear must be worn on the job as a condition of employment by employees working in a non-office environment in the Department of Municipal Utilities, which shall include the Water-Sewer Utility and the following divisions of the Department of Public Works and/or Department of Administration:
    Streets, Roads and Sanitation
    Equipment, Maintenance and Vehicle Fuel Facility
    Public Property
    Street Marking and Traffic Signs
    Tree Cultivation and Maintenance
    Engineering (excluding Planning)

5. The City shall provide employees with prescription or non-prescription safety glasses as required to be worn in accordance with safety manual stipulations. Safety glasses shall not replace goggles where goggles are required. Employees wearing prescription glasses shall verify that their prescription lenses are the safety type. Safety glasses shall be provided as the prescription reads for lenses only.

Article 31 - Sick Leave

1. Service Credit for Sick Leave. All employees shall be entitled to sick leave with pay as specified hereunder.
    a. Sick Leave for purposes herein is defined to mean absence from work of an employee because of personal illness by reason of which such employee is unable to perform the usual duties of their position. Sick Leave may be used by employees who are unable to work because of:
      i. Personal illness or injury.
      ii. Exposure to contagious disease.
      iii. Care, for a reasonable period of time of a seriously ill member of the employee’s immediate family. “Immediate family” is defined by N.J.A.C. 4A: 1-1.3 as employee’s spouse, child, legal ward, grandchild, foster child, father, mother, legal guardian, grandfather, grandmother, brother, sister, father-in-law, mother-in-law, and other relatives residing in the employee’s household. In addition, the City recognizes step-father and step-mother to be part of the immediate family or other near relative.
      iv. Death in the employee’s immediate family for a reasonable period of time.
    b. Whenever an employee is disabled through injury or illness as a result of or arising from his/her employment as evidenced by a certificate of a City-designated physician or physician acceptable to the City, he/she shall be granted, in addition to his/her annual sick leave with pay or any accumulation thereof, leave of absence with pay for a period of eight months or so much thereof as may be required, as evidenced by certificate of the City designated physician or physician acceptable to the City, but not longer than a period of which worker’s compensation temporary disability are allowed. If at the end of such eight month period the employee is unable to return to work, a certificate from either the City-designated physician or physician acceptable to the City shall be presented, certifying to this fact, and the employee may elect, if he/she or she so desires, to use all or any part of the sick leave accumulated to supplement compensation payments so that the combined compensation payments and sick leave allowance will approximate the employee’s regular basic wage or salary payment. During the period in which the full salary or wages of any employee on disability leave is paid by the City, any compensation payments made to or received by or on behalf of such employee shall be deducted from the amount carried on the payroll for such employee or shall be assigned to the City by the insurance carrier or the employee.
      Whenever the City-designated physician or physician acceptable to the City shall report in writing that the employee is fit for work, such disability leave shall terminate and such employee shall forthwith report for work.
      Furthermore, if an employee, during the period of his/her disability, is fit to perform “other” light duties, the City may, at its discretion, allow or require such employee to perform these light duties. The employee’s ability to perform such light duties shall be determined by the City-designated physician or other physician acceptable to the City.
    c. Any employee on injury leave, resulting from injury while on City work, shall continue to accrue sick leave credits while he/she remains on the payroll.
    d. Employees may not be gainfully employed during the period of injury leave.

2. Amount of Sick Leave. An employee commencing employment during the first 15 days of the month shall earn one working day, and an employee commencing employment on or after the 16th day of the month shall earn one-half () working day for said month. Thereafter, sick leave with pay shall accrue to any full-time employee on the basis of one working day per month during the remainder of the first calendar year of employment, and 15 working days in every following calendar year, pursuant to N.J.A.C. 4A:6-1.3, as long as the employee remains actively employed. If the employee terminates, the 15 working days shall be pro-rated at one and one-fourth (1) working days for each full month of employment. Any amount of sick leave allowance not used in any calendar year shall accumulate to the employee’s credit from year to year to be used if and when needed for such purpose.

3. Reporting of Absence on Sick Leave. If an employee is absent for reasons that entitle him/her to sick leave, his/her Department Director shall be notified prior to the employee’s starting time. Failure to so notify appropriate personnel within his/her department may be cause for denial of the use of sick leave for that absence and constitute cause for disciplinary action. Absence without notice for five consecutive days shall constitute a resignation not in good standing.

4. Verification of Sick Leave. An employee who shall be absent on sick leave for five or more consecutive working days, or totaling more than 10 days in one calendar year, may be required to submit acceptable medical evidence substantiating the illness. Any abuse of sick leave shall be cause for disciplinary action.
    a. In case of leave of absence due to exposure to contagious disease, a certification from a City designated physician or physician acceptable to the City shall be required.
    b. The Business Administrator may require proof of illness of an employee on sick leave, whenever such requirement appears reasonable. Abuse of sick leave shall be cause for disciplinary action. The Business Administrator may also designate the employee’s Department Director to obtain such proof of illness.
    c. The City may require an employee who has been absent because of personal illness, as a condition of his/her return to work, to be examined at the expense of the City by a physician designated by the City. Such examination shall establish whether the employee is capable of performing his/her normal duties and that his/her return will not jeopardize the health of other employees.

5. Payment of Accrued Sick Leave at Death. The City will pay upon the death of an active employee an amount equal to 50% of all accrued and unused sick leave pay up to a maximum of $15,000.

Article 32 - Retirement

For purposes of this Article, retirement shall mean an approved pension documented by the New Jersey Division of Pensions & Benefits, Department of Treasury. Pensions can be in the form of service retirement, early retirement options, special retirement, veterans retirement, ordinary disability and accidental disability retirement.

1. Employees retiring either on the regular pension or disability shall be paid for all accumulated vacation.

2. In case of death of any employee, there shall be paid to his/her widow, beneficiary or estate, the amount or amounts due for any and all unused vacation and wages due in the pay period in which he/she has died.

3. At retirement, the City shall pay each employee 50% of all accrued and unused sick leave pay up to a maximum of $15,000.

4. This supplemental compensation payment shall be computed at the rate of one-half () accumulated unused sick days multiplied by the eligible employee’s daily rate of pay which is based upon the average annual base compensation received during the last year of his/her employment, prior to the effective date of his/her retirement, provided however, that no such lump sum supplemental compensation payment shall exceed the amounts as specified above.

5. Payment shall be made promptly if funds are available, but no later than one month after the final adoption of the budget of the City for the year succeeding the effective date of retirement of the employee.

Article 33 - Health Benefits

1. The City shall provide health insurance to all employees and their eligible dependents subject to any employee contribution or co-pay as required by New Jersey law. The City shall continue to provide a health benefit program including hospitalization, medical treatment, major medical coverage, surgical fees and all other benefits included in the New Jersey State Health Benefits Program (SHBP). Employees will be subject to any co-payment established by the medical coverage selected by the employee. The City retains the unilateral right to select the insurance carrier or to be self-insured for the provision of any health benefits, so long as the overall level of benefits or administrative procedures is substantially equivalent to the plans and coverages provided from time to time under the New Jersey State Health Benefits Plan.

2. The City shall provide, as the base plan, the State Health Benefits Plan, New Jersey Horizon Direct 15/25 Plan. In the event the employee chooses a plan with a higher premium, the employee shall pay the difference in the premium between the NJ Direct 15/25 Plan and the plan selected. No reimbursements or compensation will be paid in the event an employee chooses a plan with a lower premium than the NJ Direct 15/25 Plan. The City retains the unilateral right to select the insurance carrier or to be self-insured for the provision of any health benefits, so long as the overall level of benefits or administrative procedures is substantially equivalent to the plans and coverages provided from time to time under the current plan.

3. The City shall provide a generic prescription plan for employees and their eligible dependents. A federally approved generic equivalent, if available, will be dispensed for name brand unless an employee’s physician specifically requires name brand. An employee who receives name brand when generic is available shall pay the cost difference between the name brand and generic, except if the attending physician specifies no substitute for name brand. This cost will not be applied to the employee’s deductible. The co-pays are as follows:
    Name brand, including mail order Generic
    $25.00 $15.00

4. An employee who retires with at least 25 years of creditable service in the New Jersey Public Employees Retirement System shall receive the same prescription coverage as active employees, which may change from time to time, until said employee:
    a. Obtains employment having prescription coverage comparable to active employees. However, retired employees may re-enroll in the City prescription program given to active employees should said employment cease; or
    b. Becomes eligible for a federal or state prescription program, such as Medicare; or
    c. Receives prescription coverage as a retiree through the SHBP.
    It is the retired employee’s responsibility to notify the City’s Personnel Office upon the occurrence of any event as described in this section above.

5. Employees and their eligible dependents shall receive a basic dental care plan and choose from among a customary Delta 50/50 Dental Plan, Delta-Flagship Health Systems, Inc. or Delta Preferred Provider Option, or their successors.

6. Employees on approved Leave of Absence, pursuant to regulations of the State Health Benefit Program, are responsible for payment of their portion of said health benefit premiums in accordance with the applicable regulations and City Policy.

7. The City retains the right to select the insurance carrier or to be self-insured for the provision of any health benefits. Any change in insurance provider that is not substantially equivalent to the level of benefits or administrative procedures currently in place will be subject to negotiation.

8. The City shall make available a supplemental temporary disability insurance program to employees. This supplemental temporary disability insurance program shall be fully paid for and funded by the employees who choose to participate in the program. The City shall help administer such program, but shall not be under any obligation to fund or maintain the program in any way, in whole or in part. One Union representative shall be selected by the Union Business Manager to attend presentations, requests for proposals and provide input to the City in the selection of the temporary disability insurance carrier. However, the City reserves the unilateral right to select such carrier.

9. The City offers a cafeteria plan pursuant to Section 125 of the Internal Revenue Code, whereby employees who receives health benefits from an entity other than the City may waive City provided health benefits and receive an incentive as follows:
                          Medical Prescription
    Family Coverage Incentive: $1,500 $1,000
    Husband/Wife Coverage Incentive: $1,300 $650
    Parent/Child Coverage Incentive: $1,400 $650
    Single Coverage Incentive: $750 $400
    The waiver incentive shall be considered a supplemental pay and subject to a flat tax in accordance with IRS rules. The City’s policy to allow employees to waive coverage and the amount of the incentive is not negotiable and is subject to change from time to time. The City also reserves the right to discontinue the waiver payment at any time. In addition, in the event spouses or civil union partners are both employed by the City, health insurance coverages provided herein, including but not limited to the Prescription Plan, shall be afforded to only one designated spouse with the other spouse covered as a family member. Further, eligible children can only be covered by one participating subscriber. No waiver payment shall be paid to any employee whose spouse or civil union partner is also employed by the City and receives his/her health insurance from the City.
    Employees who waive coverage under these provisions may immediately resume City provided health benefits if they lose their health benefits with the other entity.

10. All employees shall pay a cost contribution for Health Insurance Plan coverages in accordance with P.L. 2011, Chapter 78, Pension and Health Benefit Reform Law adopted June 28, 2011. Payments shall be made by the way of withholdings from each employee’s payroll checks. The City shall establish and adopt a Section 125 Plan so that said contribution would be ‘pre-tax’. Specifically, employees shall contribute a percentage of the premium as follows:

Salary Range
& Parent/Child
Less than 20,000
110,000 and over

Article 34 - Bulletin Boards

The City shall furnish bulletin board space to be used exclusively by the Union for the posting of notices relating to Union meetings and official business only. The Union shall limit its posting of notices and bulletins to such bulletin board. All bulletins or notices shall be signed by a local Union Officer or designee. Union Bulletin Boards shall be maintained in a neat and orderly fashion by the Shop Stewards.

Article 35 - Essential Personnel

The parties acknowledge and agree that some members of this bargaining unit are essential personnel and, therefore, are expected to report to work and work their regularly scheduled work hours even in the event that non-essential personnel are not required to report to work or are not required to work their regularly scheduled work hours for any reason including but not limited to a weather-related event or an unscheduled holiday declared by the Mayor. Therefore, employees of this bargaining unit who are designated as essential personnel shall receive no additional compensation or time off for reporting to work and working their regularly scheduled work hours on a day where non-essential personnel are not required to report to work or do not work their regularly scheduled work hours for any reason including, but not limited to, a weather related event or an unscheduled holiday declared by the Mayor.

The City shall provide to the Union a list of the job titles in the unit that shall designate the job title as either: “always essential”, “sometimes essential” or “never essential”.

Article 36 - Pay Period

1. The City shall, in its discretion, pay employees weekly or bi-weekly on the applicable Friday provided that weekly or bi-weekly pay is instituted for all City employees and 60 days’ notice is given to employees. Should the payroll office be scheduled for closure on a Friday, paychecks shall be issued on the preceding day.

2. The City shall administer a payroll deduction plan for savings accounts in accordance with procedures of the Chief Financial Officer.

3. The City shall endeavor to provide as much information on paychecks as employees desire within the capabilities of the computerized payroll system. Pay receipts currently specify:
    a. base pay.
    b. overtime pay.
    c. other payments, hours and entitlements.
    d. accrued benefit time.
    e. deductions.
    f. year-to-date deductions.

4. All employees shall be enrolled in a Direct Deposit plan in accordance with procedures of the City’s Chief Financial Officer. After the Direct Deposit plan is implemented, paystubs may be issued on paper or paperless as determined by the Chief Financial Officer.

Article 37 - Wages

1. Effective first pay for each and every calendar year of this Agreement, the City shall increase base wages for employees as follows:
    Year 2022: Effective January 2, 2022, base wages shall be increased by 2.75%.
    Year 2023: Effective January 1, 2023, base wages shall be increased by 2.75%.
    Year 2024: Effective December 31, 2023, base wages shall be increased by 2.90%.
    Year 2025: Effective December 29, 2024, base wages shall be increased by 2.90%.
    All wage increases shall be retroactive to the effective dates set forth above and shall be provided to all employees still employed by the City of Vineland as of the ratification of this agreement by both parties and to those employees who have retired from the bargaining unit. No employees who have otherwise left the employ of the City of Vineland shall be entitled to retroactive pay.

2. The City reserves the right, with the consent of the Union, which consent will not be unreasonably denied, to grant wage increases to employees in the event special circumstances exist which require such an adjustment to maintain the quality of the City’s work force.

Article 38 - Term of Agreement

This Agreement, when signed by the CITY and approved by the INTERNATIONAL PRESIDENT OF THE INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, shall become effective January 1, 2022, and shall remain in effect through December 31, 2025, and from year to year thereafter, unless 60 days prior to any current expiration date, either of the parties hereto notifies the other party at interest, in writing, of its desires to amend or terminate the Agreement.

IN WITNESS WHEREOF, the parties hereto have caused these presents to be duly executed by their proper officials the day and year first above written.

City of Vineland International Brotherhood of
Electrical Workers, Local 210, Unit-3

By: By:

Mayor President


Municipal Clerk Business Manager

Negotiating Committee: Negotiating Committee:

Exhibit "A”
Water Treatment License Incentives

The Water-Sewer Utility is required by the State of New Jersey, Department of Environmental Protection (NJDEP) to have a succession plan, regarding licensed operators. Employees who are promoted internally must attend classes on their own time and pass State exams to receive the licenses. The NJDEP licenses are as follows: Water Distribution System (W License) and Public Water Treatment System (T License). Each License has four levels: W-1, W-2, W-3, W-4; T-1, T-2, T-3, T-4.

The following incentives shall be provided to those employees who achieve the following NJDEP licenses. The amount for each level is in addition to the levels below. The increase is in addition to the employee’s hourly rate.

T-1, W-1 = $0.25 each
T-2, W-2 = $0.50 each
T-3, W-3 = $0.75 each
T-4, W-4 = $1.00 each

    An employee who holds a T-1 and W-1 license will receive $0.50 in addition to his hourly rate of pay.
    An employee with sufficient time and experience who opts to bypass the T-1 & W-1 and successfully passes the State exam for the T-2 & T-3 will receive an additional $1.50 per hour.
    An employee who held a T-2 and W-2 license and successfully passed the State Exam for a T-3 and W-3 will receive an additional $1.50 per hour.

Compensation for NJDEP T and W licenses shall be retroactive to the date the license is received or January 1, 2018, whichever is later.

All newly hired employees with NJDEP T and W licenses will be compensated additionally to their starting pay according to the contract.

All employees are required to abide by City policy regarding educational courses.
Exhibit “B”
Job Classifications

Assistant Chief Housing Inspector
Assistant Chief Registered Environmental Health Specialist, PH
Assistant Chief Stationary Engineer
Assistant Director of Solid Waste Management
Assistant Engineer E.U.
Assistant Health Officer
Assistant Municipal Tax Collector
Assistant Purchasing Agent
Assistant Recreation Supervisor
Assistant Superintendent of Electric Distribution
Assistant Superintendent of Electric Generation
Assistant Superintendent of Water Distribution
Assistant Supervisor Criminal Information Unit
Assistant Supervisor of Nurses
Assistant Water and Sewer Utility Superintendent
Chief Accountant
Chief Auditor
Chief Clerk
Chief Engineer, Electric Utility
Chief Pumping Station Operator
Chief Stationary Engineer
Construction Official
Crew Supervisor Building Maintenance Workers
Director of Automotive Services
Director of Solid Waste Management
Electrical Engineer Trainee
Environmental Engineer Trainee
Environmental Engineer 1
Environmental Engineer 2
Environmental Engineer 3
Environmental Engineer 4
Fire Official
General Operations Supervisor, Electrical Generation
General Supervising Maintenance Repairer
General Supervisor, Electric Distribution
Health Officer
Investigator Law Department
Maintenance Supervisor, Grounds
Mechanical Engineer Trainee
Municipal Court Administrator
Network Administrator 2
Principal Assistant Assessor
Principal Engineer
Principal Registered Environmental Health Specialist, PH
Program Monitor
Project Coordinator, Construction
Public Health Nurse Supervisor
Purchasing Agent
Recreation Program Specialist
Recreation Supervisor
Risk Manager
Road Repairer Supervisor
Senior Engineer, E.U.
Senior Pharmacist
Senior Pharmacy Aide
Storekeeper, E.U.
Supervising Cashier
Supervising Code Enforcement Officer
Supervising Engineer
Supervising Environmental Health Specialist
Supervisor of Garage Services
Supervising Heavy Equipment Operator
Supervising Interconnection Technician, E.U.
Supervising Mason
Supervising Mechanic
Supervising Planner
Supervising Road Inspector
Supervisor Information Technology Help Desk
Supervisor of Accounts
Supervisor Traffic Maintenance
Technical Assistant to the Construction Official
Tree Maintenance Supervisor
Water Repairer Supervisor
Zoning Officer

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