HomeMy WebLinkAbout7/1/2023 - 6/30/2025 AGREEMENT BETWEEN
TOWN OF NORTH ANDOVER
AFSCME, COUNCIL 93, LOCAL 2978
ADMINISTRATIVE CONTRACT
EFFECTIVE JULY I, 2023 to JUNE 305 2025
TABLE OF CONTENTS
PREAMBLE 3
ARTICLE I RECOGNITION CLAUSE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
ARTICLE 2 MANAGEMENT RIGHTS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
ARTICLE 3 NO STRIKES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
ARTICLE 4 PAYROLL DEDUCTION OF UNION DUES. . . . . . . . . . . . . . . . 4
ARTICLE 5 PAYROLL DEDUCTION OF AGENCY SERVICE FEES . . . . . . 5
ARTICLE 6 DISCIPLINE AND DISCHARGE . . . . . . . . . . . . . . . . . . . . . . . . . 5
ARTICLE 7 GRIEVANCE AND ARBRITRATION . . . . . . . . . . . . . . . . . . . . . 5
ARTICLE 8 NON-DISCRIMINATION AND THE AMERICANS WITH
DISABILITIES ACT. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
ARTICLE 9 SENIORITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
ARTICLE 10 PERSONNEL RECORDS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
ARTICLE 11 HOURS OF WORK AND OVERTIME . . . . . . . . . . . . . . . . . . . . 9
ARTICLE 12 VACATION LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
ARTICLE 13 SICK LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
ARTICLE 14 SICK LEAVE BANK . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
ARTICLE 15 BEREAVEMENT LEAVE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
ARTICLE 16 EDUCATION LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
ARTICLE 17 PERSONAL LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
ARTICLE 18 UNION BUSINESS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
ARTICLE 19 JURY LEAVE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
ARTICLE 20 MILITARY LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
ARTICLE 21 FAMILY AND MEDICAL LEAVE ACT AND PARENTAL
LEAVE ACT. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
ARTICLE 22 UNPAID LEAVE OF ABSENCE. . . . . . . . . . . . . . . . . . . . . . . . . . 23
ARTICLE 23 RETIREMENT LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .23
ARTICLE 24 HOLIDAYS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24
ARTICLE 25 LONGEVITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
ARTICLE 26 CLEANING ALLOWANCE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
ARTICLE 27 JOB POSTING AND BIDDING. . . . . . . . . . . . . . . . . . . . . . . . . . . 27
ARTICLE 28 COMPENSATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
ARTICLE 29 SAFETY AND HEALTH . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
ARTICLE 30 EDUCATIONAL REIMBURSEMENT . . . . . . . . . . . . . . . . . . . . . 30
ARTICLE 31 MISCELLANEOUS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
ARTICLE 32 SMALL NECESSITIES LEAVE ACT. . . . . . . . . . . . . . . . . . . . . . 33
ARTICLE 33 DIRECT DEPOSIT. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33
ARTICLE 34 STABILITY OF AGREEMENT. . . . . . . . . . . . . . . . . . . . . . . . . . . 33
ARTICLE 35 DURATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33
APPENDIX A CLASSIFICATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36
SIDE LETTER 1 TRAINING. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37
AFSCME(Council 93,Local 2978)Administrative Agreement—7/1/23 to 6/30/25 Page 2
PREAMBLE:
This Agreement made and entered into by and between the Town of North Andover,acting through
its Town Manager, (hereinafter referred to as the "Town" or the 'Employer") and the American
Federation of State, County and Municipal Employees Union, Massachusetts Council 93, Local
2978 (hereinafter referred to as the "Union") has as its sole purpose the establishment of
harmonious relations between the Town and the Union, establishment of rates of pay, hours of
work and all other terms and conditions of employment within the authority of law, and providing
for equitable and peaceful procedures for the resolution of differences and securing the efficient
operation of the Departments of the Town of North Andover and the best possible services for the
residents and taxpayers of the Town.
ARTICLE 1: RECOGNITION CLAUSE
Section 1. In accordance with the certification of the State Labor Relations Commission issued on
April 19, 1984 in Case MCR 3453, the Town recognizes the Union as the exclusive bargaining
representative with respect to wages,hours, and other conditions of employment for the following
bargaining unit:
All full-time and regular part-time administrative employees of the Town of North Andover
including the Town Hall,Public Works,Police and Fire employees,Library and Senior Center
employees,and part-time Electrical and Plumbing Inspectors,and not including those positions
not listed in Appendix A. An employee employed by the Town, as a continuous, part-time
employee, for more than twelve (12) hours per week for six(6)months shall be considered a
regular,part-time employee.
ARTICLE 2: MANAGEMENT RIGHTS
Section 1. The Employer reserves and retains solely and exclusively all of its common law,
statutory,and inherent rights as such rights existed prior to the execution of this agreement as long
as not inconsistent with the specific provisions of this Agreement.
Section 2. Except as to the extent specifically abridged by this Agreement,the Employer shall not
be deemed to be limited in any way by this Agreement in the performance of the regular and
customary functions of municipal management and shall have, without interference, control, and
supervision of the Town and its various departments and facilities. The Employer reserves and
retains all powers, authority, and prerogatives including,but not necessarily limited to:
The right to assign, transfer, hire and promote; to determine the number of employees it
shall employ at any time and the qualifications necessary for any jobs it may have or may
create in the future;to suspend,demote,discharge, or take other disciplinary action against
employees for just cause; to relieve employees of work or layoff employees for reasons of
economy or other legitimate reasons; to determine the mission of the Town and its
departments,its budget,its organization, and the number of classifications of employees to
be utilized; to determine the types of operations, methods, and processes to be employed;
AFSCME(Council 93,Local 2978)Administrative Agreement—7/1/23 to 6/30/25 Page 3
to discontinue processes or operations; to determine reasonable standards of performance;
and otherwise to take measures as the Employer may determine to be necessary for orderly
and efficient operations.
Section 3. Rules. The Town shall have the right to make and enforce reasonable rules and
regulations governing operations,the manner and method of performing the work,the standards it
requires and attendance, and any other matter, so long as such reasonable rules and regulations are
not in conflict with the specific terms of the Agreement. Such rules will be enforced and in effect
upon being posted in each Department and a copy of such rules,prior to posting, shall be furnished
to the Union.
ARTICLE 3: NO STRIKES
Section 1. No employee covered by this Agreement shall engage in, induce, or encourage any
strike,work stoppage, slowdown,or withholding of services. The Union agrees that neither it,nor
any of its officers or agents,will call,institute,authorize,participate in,sanction,or ratify any such
strike,work stoppage, slowdown, or withholding of services.
Section 2. Should any employee or group of employees covered by this Agreement engage in any
strike, work stoppage, slowdown, or withholding of services, at the request of the Employer, the
Union shall take all reasonable means to induce such employee or group of employees to terminate
the strike, work stoppage, slowdown, or withholding of services, and to return to work forthwith.
Section 3. In consideration of the performance by the Union of its obligations under Section 1 and
2 of this Article, there shall be no liability on the part of the Union or on its officers or agents for
any damages resulting from the unauthorized breach of the agreements contained in this Article
by the individual members of the Union.
Section 4. The Employer shall have the right to discharge or otherwise discipline any employee
who violates Section 1 above in accordance with provisions of M.G.L. el50 E, §15.
Section 5. The Employer agrees it will not lockout employees covered by this Agreement except
where allowing employees to work will adversely impact the health or safety of employees or
citizens of the Town.
ARTICLE 4: PAYROLL DEDUCTION OF UNION DUES
Section 1. Pursuant to the provisions of M.G.L. c180, §17A, Union dues shall be deducted bi-
weekly by the Town from the salary of each employee who executes and remits to the Town a
form of authorization for payroll deduction of Union dues. Remittance of the aggregate amount
of dues shall be made to the Union Treasurer within thirty (30) days after the month in which dues
are deducted.
AFSCME(Council 93,Local 2978)Administrative Agreement—7/1/23 to 6/30/25 Page 4
Section 2. Such authorization may be withdrawn by an employee by giving at least (60) days'
notice, in writing,to both the Town and the Union Treasurer.
ARTICLE 5: PAYROLL DEDUCTION OF AGENCY SERVICE FEES
Pursuant to M.G.L. c150E, §12, as amended by Chapter 903 of the Acts of 1977, it may be
condition of employment that on or after the thirtieth (30a') day of employment in the bargaining
unit, or the effective date of this Agreement, whichever is later, each and every member of the
bargaining unit may pay to the Union an agency service fee which may be equal to the amount
required to become a member and remain a member in good standing of the exclusive bargaining
agent and its affiliates to or from which membership dues or per-capita fees are paid or received.
Said agency service fee shall be deducted weekly.
ARTICLE 6: DISCIPLINE AND DISCHARGE
Section 1. No employee covered by this Agreement who has successfully completed his/her
probationary period shall be disciplined or discharged without just cause.
Section 2. Employees covered by this Agreement who have completed their probationary period
may appeal such discipline or discharge pursuant to the grievance/arbitration provisions of this
Agreement. A copy of any notice of suspension or dismissal shall be mailed,or delivered in-hand,
to the local Union president within forty-eight(48)hours of the suspension or dismissal action.
Section 3. Notwithstanding any contrary provision of this Agreement, employees who have not
completed their probationary period shall not be able to utilize the grievance/arbitration provisions
of the Agreement concerning discipline or discharge.
Section 4,Probationary Employees. Persons covered by this Agreement shall be probationary for
the first (6) months of their employment. During the probationary period, the employee shall
receive a job performance review by his/her supervisor at the completion of three (3) months of
service and at the completion of the six(6)month probationary period. The Department Head with
the permission of the Town Manager or his/her designee may extend the probationary period for
an additional period of time that is consistent with the length of the leave. For example, if the
employee is absent for three (3) weeks, the probationary period shall be extended for three (3)
weeks.
ARTICLE 7: GRIEVANCE AND ARBITRATION
Section 1. The grievant along with a Union representative may be present at all proceedings
relevant to a grievance.
Section 2. A grievance is a complaint arising out of an alleged violation, misinterpretation, or
misapplication of written provisions of the Agreement.
AFSCME(Council 93,Local 2978)Administrative Agreement—7/l/23 to 6/30/25 Page 5
Section 3. Any grievance or dispute which may arise between the parties regarding the application
or interpretation of this Agreement shall be settled in the following manner.
Step 1: The Union steward and/or representative,with or without the aggrieved employee,
shall submit the grievance in writing to the Department Head(or his/her designee)in which
the grievant is employed within seven(7)calendar days after the employee knew or should
have known of the occurrence or failure of occurrence of the incident upon which the
grievance is based. The Department Head shall answer the grievance in writing within
seven(7) calendar days of its submission.
Step 2: If the grievance has not been resolved by the Department Head or his/her designee
within seven (7) calendar days of its submission, it shall be submitted to the Division
Director within seven (7) calendar days of the Step 1 response or the date when said
response is due, whichever occurs first. The Division Director shall respond to the
grievance in writing within seven(7) calendar days of its submission. Those employees in
Departments with no Division Director (Police and Fire) can omit Step 2 and file directly
at Step 3.
Step 3: If the grievance has not been resolved by the Division Director within seven (7)
calendar days of its submission, it shall be submitted to the Town Manager or designee
within seven (7) calendar days of the Step 2 answer or the date when said answer is due.
The Town Manager or designee shall hear the grievance and shall answer the grievance in
writing within twenty-one (2 1) calendar days of its submission.
Step 4: If the Grievance has not been resolved by the Town Manager or designee at Step
3,the Union,and only the Union,may submit the grievance to arbitration within thirty(30)
calendar days following the Town Manager's or designee's answer or the date on which
said answer is due,whichever occurs first. Submission.to arbitration shall be accomplished
by a letter addressed to the American Arbitrators Association,postage prepaid,with a copy
to the Town Manager or designee. The grievance shall constitute the sole and entire subject
matter to be heard by the Arbitrator. The Arbitrator shall be chosen from a panel under the
rules of the American Arbitrators Association. The cost of the Arbitration shall be shared
equally by the parties. The arbitrator shall have no power to alter, amend, modify, add to
or subtract from this Agreement. The decision of the Arbitrator shall be final and binding
on both parties except that any money awarded shall not be retroactive prior to the date of
the written submission of the grievance at Step 1.
Section 4, Time Limits. Failure by the Union to initiate and process a grievance in accordance
with the time limits established in Steps 1 through 4 shall be deemed a waiver of the grievance.
Section 5. The occurrence or failure of occurrence of any incident prior to the execution date of
this Agreement shall not be subject to grievance and arbitration.
AFSCME(Council 93,Local 2978)Administrative Agreement—7/1/23 to 6/30/25 Page 6
ARTICLE 8: NON-DISCRIMINATION AND THE AMERICANS WITH DISABILITIES
ACT
The Town and the Union agree not to discriminate against employees covered by this Agreement
on any basis proscribed by applicable state laws such as M.G.L. c151B or applicable federal laws
such as the Americans with Disabilities Act. Further, the Town and the Union shall not
discriminate against employees based upon Union membership or non-membership or
participation or non-participation in Union activities. Recourse for alleged violations of the above
provisions is through the applicable state or federal administrative agency or agencies.
ARTICLE 9: SENIORITY
Section 1. An employee's seniority shall be based upon the length of continuous service with the
Town commencing with the date of appointment to a regular full-time or regular part-time position
covered by this Agreement. Where two (2) or more employees were appointed on the same date,
seniority shall be determined by order of draw of names.
Section 2. Regular,part-time employees unless otherwise stated shall receive fringe benefits (i.e.,
vacation, sick leave, and holidays)pursuant to this Agreement provided they are employed twelve
(12) or more per week. Fringe benefits shall be pro-rated in relation to a thirty-seven and one-
half(37.5) hour workweek.
Regular,part-time employees of the Library,whose assigned hours of work more than twelve(12)
hours or more per week throughout the fiscal year shall receive fringe benefits (i.e.,vacation, sick
leave and holidays)pro-rated in relation to a thirty seven and half(37.5) hour workweek.
Section 3. Seniority rights accrued to an employee under this Article shall be lost in the event of
a break in continuous service with the Town caused by any of the following:
a. Voluntary resignation;
b. Discharge for cause;
c. Absence from work on five (5) consecutive working days without notice to the Town;
d. Layoff for lack of work for more that twenty-four (24)months;
e. Failure to return to work after the expiration of any leave of absence; or
f. Failure to return to work within fourteen (14) days after receipt of a registered or certified
letter mailed to the employee at last known address requesting employee's return to work.
Employees must notify Town of intent to work within five(5)days of receipt of said notice.
An authorized leave of absence will not be considered a break in continuous service for seniority
purposes; however, where such leave extends beyond thirty (30) days, only the first thirty (30)
days shall be counted toward an employee's accrued seniority. Further, suspensions of thirty (30)
or more days shall not count toward accrued seniority.
Section 4. Layoffs In the event a layoff becomes necessary in the exclusive judgment of the Town,
the Town will lay off on the basis of seniority within each job classification and Department
AFSCME(Council 93,Local 2978)Administrative Agreement—7/1/23 to 6/30/25 Page 7
affected. The employee with the least seniority in the job classification with the affected
Department will be laid off first and may elect, if he/she chooses, to bump the employee with the
least seniority within the bargaining unit in the same job classification or in a lower classification
provided he/she is qualified to do the work. The Town shall provide a two (2) week notice of
layoff to affected employees.
Employees will be recalled based on seniority in their job classification with the most senior
employee recalled first. The employer shall determine whether layoff or recall shall be limited to
part-time employees or full-time employees, or both. No new employee shall be hired within the
Department and classification from which employees are laid off until all laid-off employees are
given an opportunity to accept a recall to work.
Section 5. Vacation requests will be approved by the Department Head subject to the operational
needs of the Department and in a manner which will cause the least interference with performance
of work. Subject to these provisions, seniority shall be used in resolving vacation selection
preferences.
Section 6. The Town shall prepare and forward to the Union a seniority list of employees in the
bargaining unit. Seniority lists shall be revised by the Town no later than April 1 of each year and
shall be posted in a conspicuous place,with a copy sent to the local Union President, showing the
employee's name and seniority date.
ARTICLE 10: PERSONNEL RECORDS
Section 1. No materials originating from the Town derogatory to an employee's conduct, service,
character or personality shall be placed in the personnel file unless the employee has had an
opportunity to read the material. The employee shall acknowledge that he/she has read such
material by affixing his/her signature on the actual copy to be filed. Such signature does not
necessarily indicate agreement with its content,but merely signifies that the employee has read the
material to be filed.
Section 2. The employee shall have the right to answer any material filed, and his/her written
submission shall be attached to the personnel file copy.
Section 3. If any material is placed in an employee's file without proper notice and"opportunity"
to respond,said material shall be removed until such time as the employee has had such notice and
opportunity to reply.
Section 4. Any employee shall have the right to examine all material in his/her personnel file with
a Union representative present, if requested by the employee. A copy of any such material shall
be furnished to the employee at his/her request.
Section 5. Records of oral warnings issued to employees by immediate supervisors, department
heads, or division directors will be cleared from the employee files after twelve (12) months
provided that the employee was not involved during such twelve-month period in any infraction
AFSCME(Council 93,Local 2978)Administrative Agreement—7/1/23 to 6/30/25 Page 8
of the Town's personnel rules, regulations, policies, or practices. Once removed from the
employee's file, such oral warnings shall not be used in connection with subsequent disciplinary
actions.
ARTICLE 11: HOURS OF WORK AND OVERTIME
Section 1. The Town shall establish work schedules based upon the operational needs of the
respective Department. The Town will notify the Union of such changes two (2)weeks prior to a
schedule change,when possible. Without limiting the Town's right to establish, change or modify
work schedules to meet these needs,the following regular work schedules are acknowledged to be
in effect:
The regular workweek for full-time employees covered by this Agreement shall be 37.5
hours per week. The regular workday for full-time employees shall be as established by
the Town, excluding one-half(%2)hour unpaid lunch for any workday in excess of five (5)
hours.
Full-time Employee -Employees working 37.5 hours per week. A week is considered a five (5)
day workweek.
Regular Part-time Employees—Employees working less than 37.5 hours per week but more than
12 hours a week. A week is considered a five (5) day workweek.
Casual Employees—Employees working less than or equal to 12 hours in a week. A week is
considered a five (5) day workweek.
Casual employees are not entitled to the benefits contained in the following Articles:
Article 24: Holidays
Article 12: Vacation Leave
Article 13: Sick Leave
Article 17: Personal Leave
Article 23: Retirement Leave
Article 15: Bereavement Leave
Article 21: Parental Leave and the F.M.L.A
Article 30: Education Reimbursement
Article 32: Small Necessities Leave Act
Section 2. Full-time employees will normally be scheduled to work five (5) consecutive days,
Monday through Friday, with two (2) consecutive days off with the exception of Library
employees whose work schedules may vary.
Section 3. Regular,part-time employees will be assigned to work less than the full-time schedule
specified in Section 1 and 2 and will not necessarily have consecutive workdays and days off. Said
employees will be provided a one-half('/2)hour unpaid lunch period when assigned to work more
than five (5)hours in a workday.
AFSCME(Council 93,Local 2978)Administrative Agreement—7/l/23 to 6/30/25 Page 9
Section 4. All work performed beyond 37.5 hours in a workweek shall be compensated at time
and one-half the regular hourly rate or shall receive compensatory time off at an equivalent of 1.5
times the hours worked in excess of 37.5 hours per week.
Section 5. Accumulation of compensatory time off will be limited to no more than 22.5 hours.
Those employees who have accumulated in excess of 22.5 hours of compensatory time off must
be compensated at a pay rate of 1.5 times their regular rate per hour worked.
Section 6. All overtime work must be authorized and approved in advance by the respective
Department Head in order to be compensated.
Section 7a. Overtime work shall be distributed fairly and equitably in each Department among all
employees qualified to perform such work.
Section 7b. Library Staff. All full open shifts will be first offered to all Library Administrative
staff by seniority on a rotating system dropping down one (1) name each time a shift is available.
The Library may use a"block scheduling method" in place of the regular step-down rotation
method when filling open shifts occurring repeatedly over an extended period (minimum of three
(3)weeks) due to the absence or vacancy of staff without further Town Manager/Management
approval. This method facilitates scheduling when long absences occur.
When considering the use of"block scheduling" Library Management will first notify Union
representative of the intent to use this method as soon as practical.
When using "block scheduling,"all eligible staff will be offered an equal number of additional
hours for the time period. It is up to each individual staff member to accept all or some of the
offered hours.
Section 8. Employees will be scheduled to work a shift with regular starting and quitting times
and, except in emergency situations, will be given two (2) weeks' notice of a new regular change
in their work schedule. Work schedules shall be clear, concise, and posted two (2) weeks in
advance.
Section 9. The Town reserves the right to utilize time clocks as a method of recording time worked.
Section 10. Administrative staff shall not cover night meetings past 10:00 pm. For meetings that
extend past 10:00 pm,minutes will be produced by watching the video recording.
Section 11. In the event the Town Manager closes Town Offices before the scheduled closing
time for the Library, employees who were scheduled to work that day,if the Library remains open
to the public,those employees will receive compensatory time from the time of closure to the end
of their regularly scheduled shift. Compensatory time shall be used within two (2)bi-weekly pay
periods.
AFSCME(Council 93,Local 2978)Administrative Agreement—7/l/23 to 6/30/25 Page 10
Section 12. Library Sundays. Full-time employees, required to work on Sunday, will be paid
double-time for such hours worked. As of July 1, 2023 the shift premium shall be $55,00. As of
July 1, 2024,the shift premium shall be $60.00.
Section 13. Library Swing Days. When the Library operates on a 7-day public hours schedule
and a staff member is scheduled to work a weekend rotation,the work week will include a
"swing day,"where the staff person's hours one day (i.e. Friday hours)moves to Saturday.
Saturday becomes the regular work. As a regular work day, if the day is taken off the staff
member must use accrued time-off. The swing day is unpaid.
Section 14. Five (5) Weekend Months. When there are 5 weekends in a month during the year,
staff are asked to volunteer to work for additional hours. If an insufficient number of employees
volunteer for the additional hours,the Library Director may assign members of the Unit to work
to cover Library operations using Article XII, Seniority, with the most Junior members of the
bargaining unit assigned first."
A 5th weekend schedule will be set on the first of the month in which the 5th weekend occurs.
Section 15. Inspectors.
i. Electrical Inspector—The regular hours of work shall be from 7:00 am until 1:45 pm
Monday through Thursday and 7:00 am until 12:00 pm on Fridays with an unpaid lunch
break of thirty (30) minutes.
ii. Plumbing/Gas Inspector—The regular hours shall be Mondays 7:30 am until 3:30 pm
with an unpaid lunch break of thirty (30)minutes and Tuesday through Thursday from
7:30 am until 12:30 pm.
iii. Emergency Call-ins - It is understood that the possibility of being called out for an
emergency is part of the job inasmuch as the safety of the public is involved and as such
the employee shall be required to report to work when directed,unless he/she has
sufficient reason. The minimum call-ins shall be two (2)hours. Time in excess of two (2)
hours shall be paid at normal hourly rate until the employee reaches 40 hours worked. At
that time,time and one half(1.5)will be paid. An employee called in to perform work in
an emergency shall be permitted to return home after completing his/her assignments,
and shall not be required to perform any non-emergency work.
iv. Sunday calls shall be paid using compensatory time.
V. Cleaning Allowance shall be pro-rated based on full-time equivalent.
Employee shall be paid for attending any training or seminars required to maintain their
professional licensing.
AFSCME(Council 93,Local 2978)Administrative Agreement—7/l/23 to 6/30/25 Page 11
ARTICLE 12: VACATION LEAVE
Section 1. A continuous, full-time employee or a regular, part-time employee shall be granted
vacation with pay on the following terms:
Complete Years of Service Number of Weeks/Days Vacation
One (1)* Three(3) weeks/Fifteen(15) days
Ten(10) Four (4)weeks/Twenty (20) days
Eleven(11) Four(4)wks+ One (1) day/Twenty-one days (21)
Twelve (12) Four(4)wks+Two (2) days/Twenty-two days (22)
Thirteen(13) Four(4)wks+Three (3) days/Twenty-three days (23)
Fourteen(14) Four(4)wks+Four(4) days/Twenty-four days (24)
Fifteen(15) or more Five (5)weeks/Twenty-five days (25)
*After six (6)months of employment, an employee shall be entitled to one (1)week of his/her
initial vacation allowance in advance, in which case, he/she shall receive one (1) week of
vacation after his/her first year of service.
After 10 years of service, employees shall receive one additional day for every year of continuous
service for every year thereafter, for a maximum of five (5) weeks.
An employee, after completion of the probationary period,may request one (1)week of his or her
vacation in advance, in which case he/she shall receive only one (1) week's vacation after his/her
first(P5 year of service.
Section 2. Employees will receive their full vacation entitlement as provided by this Article, on
the first of the month in which their anniversary falls.
Length of service for purposes of vacation eligibility shall be based upon the employee's
anniversary date of employment. The amount of vacation time allowed in any anniversary year
will be based on the number of months of active service during the preceding twelve (12)months.
Employees may carry over from one benefit year to the next no more than five(5)days of vacation,
regardless of the amount of vacation accrued during a specific year.
AFSCME(Council 93,Local 2978)Administrative Agreement—7/l/23 to 6/30/25 Page 12
Section 3. Upon the death of an employee who is eligible for vacation under these rules,payment
shall be made to the estate of the deceased in an amount equal to the vacation allowance as accrued
in the vacation year prior to the employee's death but which had not been granted. In addition,
payment shall be made for that portion of the vacation allowance earned in the vacation year during
which the employee died up to the time of his or her separation from the payroll.
Section 4. Employees who are eligible for vacation under this Article and whose services are
terminated by dismissal through no fault or delinquency of their own,or by retirement,or entrance
into the armed forces, shall be paid an amount equal to the vacation allowance as earned, and not
granted, nor used, up to the time of the employee's separation from the payroll due to such
dismissal,retirement, or entrance in the armed forces. In addition,payment shall be made for that
portion of the vacation allowance earned in the vacation year during which such dismissal,
retirement or entrance into the armed forces occurred up to the time of the employee's separation
from the payroll; but no such payment shall be made to those persons on injury leave who have
not been separated from the payroll.
Section 5. Absence on account of sickness in excess of that authorized under the rules thereof, or
for personal reasons as provided for under other leave may, at the discretion of the Department
Head, be charged to vacation leave.
Section 6. An employee shall be granted an additional day of vacation if,while on vacation leave,
a designated holiday occurs which falls on a day he/she would normally work.
Section 7. Scheduling of vacation is subject to the approval of the Department Head. Employees
shall submit their vacation request (except for single vacation days as noted below) fourteen (14)
calendar days in advance of the requested vacation period. Multiple requests for the same vacation
period will be resolved on the basis of seniority. An employee's requested vacation period shall
be posted in the Department for seven(7) days within which period a more senior employee may
request that same vacation period and bump a junior employee. At the end of the seven (7) day
posting period, a junior employee's requested vacation period shall be secured. Vacation leave
must be used within the employee's anniversary (vacation)year, except as provided for in Section
2.
In special circumstances, an employee may request an opportunity to accumulate more vacation
than otherwise permitted and the Town Manager or his designee may allow such additional
accumulation in his/her discretion. Changes in the vacation schedule may be made only in cases
where the Department Head approves.
Vacation leave must be scheduled in units of one (1)week except that up to five (5)vacation days
may be scheduled as single days upon one week's notice to the Department Head. Where one (1)
week's notice is given, said single vacation day will be allowed provided no other employee in the
Department is on vacation or absent for other reasons. Where less than one (1) week's notice is
given, approval of the single vacation day shall be at the Department Head's discretion.
AFSCME(Council 93,Local 2978)Administrative Agreement—7/1/23 to 6/30/25 Page 13
Section 7. Library:
The Library Director, or his/her designee,will notify members of the Administrative Union if
their vacation request has been granted within fifteen (15) days of the request except during high
demand periods to insure equity and to meet the requirement in Section 6 above. There are three
(3) defined high demand periods each year: Thanksgiving week, Christmas and New Year's, and
Summer vacations in June, July & August. The Library Director has the option to define
additional high demand periods as needed. If additional high demand periods need to be added,
the addition/modification of periods must be reviewed and agreed to by the Union.
High Demand Period Process
1. Staff submit high demand vacation requests no later than the submission date below.*
2. Once the due date is reached,the Director or his/her designee, review all the requests
submitted and approves them in seniority order (see Section 6)while insuring there will be
enough staff to meet the operational needs of the Library.
High Demand Period Staff Submission Date Management Response Date
Thanksgiving Week September 1 st October 1 st
Christmas/New Year's Eve October 1 st November 1st
Summer Vacation-June/Jul/Aug April 1 st May 1st
*Staff may submit vacation requests earlier than the submission date, but they will not be
reviewed until the submission date.
Section 8. Absences for personal reasons may be charged to vacation leave upon the application
by the employee and approval by his/her Department Head. Such absences,however, may not be
charged to vacation leave beyond that which the employee has earned at the time of such
application.
Section 9. Employees called upon to serve during a State or National emergency will have
vacation time accrued as mandated by Federal and State laws.
Section 10. An employee on no-pay status with the Town shall cease accruing vacation leave.
Section 11. Upon completion of their first year of service, regular part-time employees of the
Library,whose assigned hours of work average less than fifteen(15)hours per week, shall receive
up to fifteen (15) hours of unpaid leave per year to be used and granted in the same manner as
vacation leave.
AFSCME(Council 93,Local 2978)Administrative Agreement—7/l/23 to 6/30/25 Page 14
ARTICLE 13: SICK LEAVE
Section 1. A full-time employee in continuous service who has completed six (6) months of
service shall be allowed six (6) days leave with pay and thereafter shall be allowed one (1) and
one-quarter (1/4) days for each month of service, with unlimited accumulation, provided such
leave is caused by sickness or injury or by exposure to contagious disease. Regular, part-time
employees shall be credited with sick leave on a pro-rated basis.
Section 2. Sick leave shall be used only for the necessary absence of an employee as a result of
his own sickness or injury, including treatment for drug or alcohol addiction, or for medical
appointments. Any employee absent three (3) consecutive workdays or more may be required to
submit a doctor's certificate to the Town Manager or his designee prior to receiving sick leave pay.
Sick leave must be authorized by the Town Manager or his designee and reported in Munis or for
Library staff, on the Library sick leave form. The Town may require a medical examination of
any employee who reports his/her inability to report for duty because of illness. In such cases,the
Town will select the physician and pay for the examination.
Up to four (4) days of accumulated sick leave may be used in a fiscal year for the purpose of an
employee caring for a sick spouse or child residing in the employee's household.
Section 3. If a pattern of sick leave abuse exists, of which the employee has been warned in
writing, the Town may take the appropriate disciplinary action including, but not limited to
suspension or discharge.
Section 4. Employees who are going to be absent due to sickness or injury shall report their
absence to the Department Head or his/her designee as close to the start of their shift as possible
in order to be eligible for paid sick leave. If advance notice can be given to the Department(e.g.,
library employees) such a notice shall be provided, so that the Department may contact a
replacement.
Section 5. Notwithstanding any provision of this Agreement to the contrary, injuries arising out
of and in the course of employment shall not be charged to sick leave,but shall be compensated in
accordance with Worker's Compensation statutes. Any claims under said statutes shall not be
subject to the grievance and arbitration provisions of this agreement. Accumulated sick leave may
be used to compensate for the difference between Worker's Compensation payments and the
employee's regular rate. The Town may debit the employee's sick leave accrual by such amount
as it determines to be equitable in relation to such payment.
Section 6. The Town shall maintain accurate and complete records of employee's accrued sick
leave and sick days used. Sick days accumulated as of the execution date of this Agreement shall
be carried forward under this Agreement.
Section 7. An employee in a no-pay status with the Town shall cease accruing sick leave.
AFSCME(Council 93,Local 2978)Administrative Agreement—7/1/23 to 6/30/25 Page 15
ARTICLE 14: SICK-LEAVE BAND
Section 1. Employees in the bargaining unit are eligible to join the sick leave bank by
contributing two (2) of their personal sick leave days to the bank upon completion of their
probationary period, or annually during the first pay period in January, and by contributing one
(1) additional personal sick leave day annually during the first pay period in July.
Employee entitlement to draw from the sick leave bank shall be determined by the Sick Leave
Bank Committee pursuant to paragraphs (4) and(5). The sick leave bank committee shall consist
of two (2)members of the bargaining unit and two (2)members designated by Town
Management.
A list of employees in the bargaining unit will be made available on July 1 of each year to the
sick leave bank committee.
Section 2. The following rules and regulations are promulgated for the purpose of administering
a sick leave bank for employees who are members of the Union.
1) There is hereby established a sick leave bank from which employees that have exhausted
their sick leave can make application to draw additional sick leave benefits to a maximum
of fifty (50) days per fiscal year. Procedures and standards for contribution shall be as
follows:
a. The bank shall be administered by Town Management.
b. Each application for sick leave from the bank will be considered separately by the
sick leave bank committee. The employee's act of contributing to the bank does
not guarantee the right to draw from the bank.Applications for sick leave from the
sick leave bank shall be made in writing to the Human Resources Department as
soon as practicable. Where the need for sick leave bank days is foreseeable, the
application shall be submitted at least ten (10) business days in advance. For
purposes of this section, " business days" are Monday through Friday excluding
holidays.
c. The sick leave bank committee may require an employee, who applies to draw
from the bank, to provide a medical certificate as to illness. The sick leave bank
committee may re-evaluate each case at one month intervals, and, in that regard,
the sick leave bank committee may require that the employee furnish further
medical certification of illness, at no expense to the Town.
d. The employee, while drawing from the sick leave bank, shall not earn or
accumulate sick leave.
e. The employee who is drawing from the sick leave bank for a period of more than
thirty (30) consecutive calendar days shall forfeit a portion of his/her vacation
leave. The portion so forfeited shall be determined by dividing the number of
AFSCME(Council 93,Local 2978)Administrative Agreement—7/1/23 to 6/30/25 Page 16
calendar days on which the employee is utilizing the bank by 365. Fractions shall
be rounded off to the nearest whole day. In the event that said employee shall have
then remaining vacation leave,the sick leave bank committee shall determine how
much of the leave will be credited as vacation and how much will be credited to
the employee as sick leave.
However, said employee shall be allowed to leave one (1) week of vacation in
their accrual. In the event that the employee shall have exhausted his vacation
leave prior to drawing from the bank, adjustments shall be made from the
employee's vacation leave for the following calendar year.
In the event that an employee drawing from the bank has accumulated unused
vacation leave,which he/she is unable to use during the calendar year due to his/her
sick leave status, the unused vacation leave will be credited as sick leave upon
his/her return to work in the next calendar year, after his deduction of vacation
leave, as provided in this section.
2) Employees have the option of joining the sick leave bank upon completion of their six (6)
months probationary period and annually during the first pay period in January.
3) In the event the number of days remaining in the sick leave bank reaches thirty (30)or less,
Town Management shall notify the Union of this fact and shall assess each participating
employee one (1) additional day of his sick leave to be added to the sick leave bank. Any
participating employee who does not wish to contribute the additional day, shall so notify
Town Management within (10) days of the posting of Town Management's intention to
make the assessment. In that event, the employee shall forfeit any further consideration
for eligibility to draw from the sick leave bank and shall forfeit the use of days already
contributed. The days so forfeited will remain in the bank for use by participating
members. Each member will be assessed one (1) day each time additional contributions
are needed.
4) Employee entitlement to draw from the sick leave bank shall be determined by the sick
leave bank committee. In the event that the committee is unable to come to a decision,the
Town Manager will be called upon to make the final determination. The determination by
the sick leave bank committee shall be based upon, among other considerations,
information and data supplied by the Union, information and data supplied by the Town,
attendance and performance; provided, however, that an employee must contribute to the
bank in order to be eligible to draw from the bank. Upon receipt of an application for use
of the bank, the sick leave bank committee shall notify the Union, who shall supply
information and data in writing, as they see fit, within seven(7) days of the notification.
5) If the sick leave bank committee and/or the Town Manager rejects an employee's
application for use of the bank, such rejection shall be in writing and shall state the specific
reasons for the rejection. The Town Manager's determination on the use of sick-leave bank
time in excess of 30 days will be final.
AFSCME(Council 93,Local 2978)Administrative Agreement—7/1/23 to 6/30/25 Page 17
6) In the event the sick leave bank totals 350 days or more, existing members will not be
required to contribute one additional sick leave day on July 1 of each year as stipulated in
Section 1 above.
7) These rules and regulations may be amended by Collective Bargaining or by mutual
consent of the Town and the Union.
ARTICLE 15: BEREAVEMENT LEAVE
Bereavement leave up to five (5) working days with pay following day of death in an employee's
immediate family (spouse, child,parent of either spouse,brother, sister, grandparent of employee,
grandchild of employee) and up to three(3)working days for the following: brother-in-law, sister-
in-law, grandparent of spouse, and person in the immediate household.
The Town Manager may,upon recommendation of the Division Director, grant funeral leave to
an employee in the event of the death of an individual not defined in this article or for
extenuating travel requirements. Employees with extenuating circumstance shall reduce their
request to writing to the Division Director stating the circumstances that should be considered for
granting Bereavement Leave.
ARTICLE 16: EDUCATION LEAVE
An employee required by the Town to attend conferences, seminars, briefing sessions or other
functions of a similar nature intended to improve, maintain or upgrade the employee's
certifications, skills, and professional ability shall be granted leave with pay.
Employees who seek to attend a conference or are asked to attend a conference out of state need
written permission from the Town Manager or his/her designee (i.e. Deputy Town Manager).
ARTICLE 17: PERSONAL LEAVE
All employees after completion of their probationary period may, with the prior approval of the
Department Head or Division Director, use up to thirty (30) hours (pro-rated for part-time
employees) in each fiscal year for personal reasons. These days may be used to extend vacation
with (2) weeks advance notice and approval by his/her Division Director. Except in cases of
emergency, requests for personal days for other reasons requires twenty-four(24) hours' advance
notice.
ARTICLE 18: UNION BUSINESS
Section 1. Union staff representatives or officials shall be permitted to have access to the premises
of the Employer for the performance of Union business, and shall be allowed reasonable access to
Town property and records relevant to investigating grievances during normal business hours.
AFSCME(Council 93,Local 2978)Administrative Agreement—7/1/23 to 6/30/25 Page 18
Section 2. One Union steward or officer for Town Hall and one Union steward or officer for the
remainder of the bargaining unit shall be permitted reasonable time off with pay to investigate and
process grievances in their respective areas.
Section 3. A total of up to five (5) days with pay per fiscal year shall be permitted the bargaining
unit as a whole for the purpose of attending meetings, conventions, executive board meetings of
the local, state,regional, or national union.
ARTICLE 19: JURY LEAVE
An employee shall provide his/her Department Head with as much notice as possible when called
for jury duty and shall provide the Department Head with notice of the dates of such jury duty.
Employees shall receive their regular compensation for the first three (3) days of jury duty in
accordance with the provision of M.G.L. c234A.
Employees are required to submit a Juror Service Certificate to their Department Head in order to
receive their regular compensation for scheduled work days on which they performed jury duty.
Employees who are excused from jury duty before 2:00 p.m. shall be required to report for work.
ARTICLE 20: MILITARY LEAVE
An employee in the military reserve who has been granted a military leave of absence due to being
called into active service will be compensated in accordance with Chapter 137 of the Acts of 2003
as adopted by the 2004 Annual Town Meeting.
ARTICLE 21: FAMILY MEDICAL LEAVE ACT AND PARENTAL LEAVE ACT
Section 1. Family Medical Leave Act.
a) An employee who has been employed for twelve (12)months and who has worked
1,250 hours during the twelve (12)month period immediately before the leave is to
start,is entitled to up to a total of twelve(12)weeks of family medical leave in any
twelve (12) month period for a qualifying reason pursuant to the Family Medical Leave
Act("FMLA"). The Town of North Andover defines a twelve (12)month period as the
twelve(12)month period measured forward from the date an employee's first FMLA
leave begins. The leave shall be unpaid unless the employee elects to use their accrued
time concurrently with FMLA (i.e., at the same time as FMLA). Eligible spouses who
work for the same employer are limited to a combined total of twelve (12)workweeks
in a twelve (12)month period for the birth of a child and bonding with the newborn
child and for the placement of a son or daughter with the employee for adoption or
foster care and for bonding with the newly placed adopted or foster child.
b) Where the need for family medical leave is foreseeable,the employee must notify the
Human Resources Department and their Department Head or Division Director at least
30 days in advance of their need for family medical leave, including when the leave is
AFSCME(Council 93,Local 2978)Administrative Agreement—7/1/23 to 6/30/25 Page 19
expected to begin and how much leave is needed. Where the need for leave is not
foreseeable, the employee must provide such notice as soon as possible and practical. In
the event of pregnancy, family medical leave will begin on the date of birth of the child
unless the employee opts to begin her leave on the date she is deemed disabled by her
physician.
c) The employee may be required to provide a complete and sufficient medical
certification within the time required under the Family Medical Leave Act to document
the employee's qualifying reason for the leave. Employees taking leave to bond with a
newborn or newly placed adopted or foster child may be required to provide
documentation to confirm the family relationship. Subject to medical documentation, an
employee can certify that they are needed to care for an immediate family member with
a serious health condition.
d) Family Medical Leave must be granted for the qualifying reasons set forth in the Family
Medical Leave Act, including:
i. The birth of a child and to bond with the newborn child within one year of birth;
ii. The placement with the employee of a child for adoption or foster care and to
bond with the newly-placed child within one year of placement;
iii. A serious health condition that makes the employee unable to perform the
functions of their position, including incapacity due to pregnancy and for prenatal
medical care;
iv. To care for the employee's immediate family member who has a serious health
condition, including incapacity due to pregnancy and for prenatal medical care.
The term"immediate family member"is defined in accordance with FMLA
regulations (section 825.122);
v. Any qualifying exigency arising out of the fact that the employee's spouse son,
daughter or parent is a military member on covered active duty or call to covered
active-duty status.
vi. The term, "serious health condition," is defined in accordance with the Family
Medical Leave Act regulations (29 CFR Sections 825.113 to 825.121.)
e) Leave that is due to an employee's serious health condition, or for the employee to care
for an immediate family member with a serious health condition may be consecutive,
intermittent, or on a reduced hour schedule subject to medical certification. Leave that is
due to the birth of a child and to bond with a newborn child or due to the placement
with the employee of a child for adoption or foster care and to bond with the newly-
placed child may be consecutive or intermittent in blocks of time as set forth in
paragraphs i. through v. below, up to a total of twelve (12) weeks:
i. Intermittent leave shall be taken in two (2) week blocks of either two (2), four
AFSCME(Council 93,Local 2978)Administrative Agreement—7/l/23 to 6/30/25 Page 20
(4), six (6), eight(8), or ten(10) weeks, up to a total of twelve (12)weeks.
ii. Employees who take a block of FMLA leave must work the same number of
weeks that they took for the block of time before taking a subsequent block of
FMLA leave. For example, if an employee-takes a block of two (2)weeks,they
need to work for two (2)weeks before taking any subsequent blocks of leave.
iii. Employees must submit a comprehensive FMLA leave schedule to the
Department Head or Division Director at least one (1)month in advance of the
leave,unless there are extenuating circumstances.
iv. If an employee elects to terminate their FMLA leave early, and they return to
work, their FMLA intermittent leave entitlement ends for that particular leave
request.
V. All blocks of intermittent FMLA leave must be taken within twelve (12)months
following the birth of the child or the placement of the adopted or foster child
with the employee.
f) When requesting family medical leave,the employee should state which type of accrued
leave is to be utilized. An employee on leave for their own serious health condition, or
maternity leave, or for bonding with a newborn child or a child placed in adoption or
foster care, shall be allowed to use accrued sick leave for the duration of leave and may
use any accrued personal and vacation leave if sick leave is exhausted, for a total of
twelve weeks. An employee requesting accrued leave to care for an immediate family
member with a serious health condition shall be approved to utilize accrued sick leave
for the first 30 days, or six weeks, and shall be prorated one day of vacation or personal
leave for each additional week of leave requested. The other four days may continue to
be deducted from accrued sick leave. Usage of leave under FMLA excludes application
to sick leave banks.
The Town of North Andover will continue the employee's health benefits coverage
during leave. The employee will continue to accrue holiday,vacation, and sick leave
credits during paid leave. In the event that the employee exhausts all accrued leave,
there will be no further accrual of holiday, sick, or vacation leave. If the employee
exhausts all accrued leave and enters an unpaid status,the employee will be responsible
for payment of their portion of their health insurance premium. Seniority will accrue
during the term of the leave.
When an employee returns from FMLA leave,they shall be restored to the same job
that they held when the leave began or to an equivalent job. Employees returning from
FMLA leave will be entitled to the benefits the employee accrued prior to the period of
FMLA leave and such benefits must be resumed in the same manner and at the same
level as when the leave began.
g) The Town and the Union recognize that Section 1 of this Article is not a complete
recitation of the Family Medical Leave Act. Where the language of the contract is silent,
AFSCW(Council 93,Local 2978)Administrative Agreement—7/1/23 to 6/30/25 Page 21
the language of the respective statute and accompanying regulations shall control.
Section 2. Massachusetts Parental Leave Act.
a) Pursuant to G. L. c.149, § 1051),the Massachusetts Parental Leave Act("PLA"),parental
leave is provided to eligible employees. Both the birthing and non-birthing parent are
eligible for PLA leave. Both men and women are eligible for PLA leave. For those
employees who are also eligible for FMLA leave, any leave taken pursuant to the PLA
shall run concurrently with FMLA leave.
b) Employees are eligible for PLA leave for the purposes of:
a. giving birth; or
b. adopting a child under the age of 18; or
c. adopting a child under the age of 23, if the child is mentally or physically disabled.
c) The PLA does not require paid leave. An employee may voluntarily elect to use their
accrued paid leave concurrently with unpaid PLA up to a maximum of 8 weeks and in the
same manner as in Section 1 (FMLA),paragraph f. However, if the employee has no
accrued leave,the leave shall be unpaid.
d) An employee, who due to their length of employment, is not eligible for FMLA leave, but
who has been employed as a full-time employee by the Town for three(3) months is
eligible for PLA leave under Massachusetts law. PLA leave provides an eight(8)week
unpaid leave period. Any two (2) employees of the same employer shall only be entitled
to eight(8)weeks of parental leave in aggregate for the birth or adoption of the same
child.
e) For employees eligible for FMLA, PLA will run concurrently with the FMLA period.
The total leave shall not exceed twelve (12) weeks and must be used within one year of
the birth of a child or the placement of a newly adopted child with the employee.
f) Under the provisions of PLA, an employee is required to provide two (2)weeks' notice
of the anticipated start of the leave and to state their intention to return to work. If an
employee is unable to provide two (2)weeks' notice due to reasons beyond their control,
the employee shall provide notice as soon as practicable.
g) Length of Leave and Pay
i. Accrued sick leave benefits will be available under the same terms and conditions
which apply to other medical leave obligations, contractual agreements, and
applicable law.
ii. An employee may use accrued sick,vacation,personal, and/or compensatory time
concurrently with PLA leave up to a maximum of 8 weeks and in the same manner
AFSCME(Council 93,Local 2978)Administrative Agreement—7/1/23 to 6/30/25 Page 22
as in Section 1 (FMLA), paragraph f.
iii. PLA leave may be consecutive or intermittent in blocks of time as set forth in
Section 1 (FMLA), paragraph e, for a total of 8 weeks.
h) The Town and the Union recognize Section 2 of this Article is not a complete recitation
of the Massachusetts Parental Leave Act. Where the language of the contract is silent,the
language of the respective statute and accompanying regulations shall control.
ARTICLE 22: UNPAID LEAVE OF ABSENCE
Section 1. The Town Manager or his designee may, in his/her discretion, grant an employee's
request for a leave of absence without pay for medical or other good and sufficient reasons. Such
a leave shall,if granted, generally not exceed twelve (12) months.
Section 2. An employee seeking an unpaid leave of absence shall submit a written request to the
Town Manager explaining the reasons why a leave is requested and how long a leave the employee
is requesting. Such written request shall, except in case of emergency, be submitted to the Town
Manager at least four(4) weeks prior to the date on which the employee wishes to start the leave.
The Town Manager shall have discretion as to whether to approve a request for an unpaid leave of
absence and as to the duration of any unpaid leave approved. The decision shall not be subject to
the Grievance and Arbitration procedure.
Section 3. An approved unpaid leave of absence shall not constitute a break in service. However,
an employee on an approved unpaid leave, other than a leave for military service, shall not accrue
seniority or other benefits for the period of the unpaid leave. An employee on approved unpaid
leave will not be entitled to any benefit, but can continue group health insurance coverage by
paying the full premium cost in advance on a monthly basis.
Section 4. An employee returning to work after an approved unpaid leave of absence will be
placed at that step of the salary schedule at which he/she was being paid prior to the unpaid leave
of absence.
ARTICLE 23: RETIREMENT LEAVE
An employee whose service is terminated by retirement shall be allowed a portion of his
accumulated sick leave as retirement leave. The following formula shall be.used in computing the
amount of retirement leave to be allowed a retiring employee:
1) Twenty-five (25) whole years of continuous, full-time service shall be considered
100% service.
2) An employee who qualifies for retirement leave shall be entitled to the same
percentage that the number of years of service bears to the 100% service factor of 25
years.
AFSCME(Council 93,Local 2978)Administrative Agreement—7/1/23 to 6/30/25 Page 23
3) In no case shall the retirement leave be measured by more than 75 days accumulated
sick leave, or fifteen (15) work weeks, whichever is the lesser. For employees hired
after July 1, 2005, said leave shall be measured by no more than 20 days accumulated
sick leave or four (4)work weeks,whichever is the lesser.
ARTICLE 24: HOLIDAYS
Section 1. The following days shall be recognized as paid legal holidays on which days employees
are schedule to work.
New Year's Day Memorial Day Veteran's Da
Martin Luther King Day Juneteenth Independence Da
Presidents Day Labor Day Thanksgiving Da
Day after Thanksgiving Patriot's Day Columbus Da
Christmas Da
Section 2. Christmas Eve — when December 24th (Christmas Eve) falls on a regular scheduled
workday,Union members shall receive an additional half-day holiday as follows:
1) Town Hall, Community Development, Public Works Building and the Library shall close
one-half work day with no loss of pay for administrative employees regularly assigned to
work in those Town Buildings. Employees working in other buildings including the Police
Station and Fire Station,who are not released one-half work day shall be entitled to receive
the equivalent number of hours off without loss of pay in the same week.
2) The scheduling of such compensatory time off must be approved by the employee's
Department Head. The extra half-day holiday for Christmas Eve shall apply only when
December 24th falls on a weekday The Library will be closed on Christmas Eve when it
falls on a weekend.
Section 3. The Library will close at 5:00 pm on the day before Thanksgiving (Thanksgiving
Eve). Those administrative employees who were scheduled to work from 5:00 pm- 9:00 pm will
be given the option to modify their schedule to work those four (4) hours within the same pay
period, or employees may use accrued leave to cover those four(4)hours.
Section 4. Every full-time employee and regular part time employee working an average of
eighteen (18) hours per week in a regular position shall receive one day's pay at his regular rate
based on the number of hours regularly worked on the day on which the designated holiday occurs.
Regular part-time employees of the Library whose assigned hours of work average fifteen (15)
hours or more per week shall receive one day's pay at his regular rate of the number of hours
regularly worked on that day on which the designated holiday occurs.
AFSCME(Council 93,Local 2978)Administrative Agreement—7/1/23 to 6/30/25 Page 24
Section 5. Payment under provisions of this Article shall be made provided the eligible employee
shall have worked his/her last regularly scheduled working day preceding and following such
holiday or was in full-pay status on such preceding and following days.
Section 6. An employee in continuous service who performs work on one of the days designated
in Section 1, or, in the case of an employee in continuous employment whose regular day off or
vacation day falls on any of the aforementioned holidays, an additional day off shall be allowed,
or payment in lieu of one day shall be allowed in addition to the amount to which he/she is entitled
under Section 4.
Section 7. Any employee in continuous employment, who, because of rotation of shifts, works
different days in successive weeks shall be granted, in each year in which the number of holidays
falling on his regular days off is in excess of the number of holidays in the year falling on Saturday,
additional days off equal to the excess.
Section 8. Continuous employment, as used in this Agreement, shall mean uninterrupted
employment except for required military service and for authorized vacation leave, sick leave,
bereavement leave, or other leave of absence.
Section 9. Whenever one of the holidays set forth in Section 1 falls on a Sunday,the following day
shall be a legal holiday. When a holiday falls on a Saturday, the preceding day shall be a legal
holiday. Notwithstanding the foregoing provisions of this Section to the contrary, the Library
reserves the right to celebrate Saturday and Sunday holidays on those particular days and to close
the Library on those days in addition to scheduling the holiday for the preceding Friday or
following Monday. The Library will close no later than 5:00 p.m. on Christmas Eve and New
Year's Eve.
Section 10. Library -Easter Sunday. The Library shall be closed on Easter Sunday. This day
will not be scheduled for staff and there will be no compensation for that day.
Section 11. Library- Swing Day. When person's "swing day"would occur on a holiday,the
person's swing day moves back to the last day the Library is open before the holiday.
If the swing day is Friday and the holiday is Thanksgiving Friday, then the swing day moves
back to Wednesday because the Library is closed on Thanksgiving Thursday also.
AFSCME(Council 93,Local 2978)Administrative Agreement—7/1/23 to 6/30/25 Page 25
ARTICLE 25: LONGEVITY
Section 1. Employees who have been in continuous, full-time or regular, part-time employment
shall receive longevity increments in accordance with the following schedule:
Length of Service 7/1/23
Over 5 but not over 10 years $700
Over 10 but not over 15 years $1,000
Over 15 but not over 20 years $1,925
Over 20 but not over 25 years $2,025
Over 25 years $2,125
Longevity will be pro-rated for regular, part-time employees.
Section 2. An employee will become eligible for longevity increments on the 5th, 1 Oth, 15th, 20th,
and 251h anniversary date of his/her employment and the amount of increment to which he/she is
entitled for the current fiscal year will be determined by paying, in the first payday of December,
the highest amount relative to the employee's anniversary date
Section 3. An employee who qualifies for longevity compensation and then leaves the employ of
the Town shall not be entitled to such compensation if reemployed until a new five-year period of
continuous, full-time employment has been served.
Section 4. If the service of an employee is interrupted by layoff,military service, or other reasons
not resulting from the employee's own action, total service will be considered as continuous
service.
Section 5. Upon termination of an employee, the total longevity payment shall be a pro-rated
amount related to that portion of the fiscal year in which their employment is terminated. Upon
the death of any employee, benefits shall be paid to the estate of the deceased.
Section 6. Upon retirement, eligible employees shall receive the entire benefit.
ARTICLE 26: CLEANING ALLOWANCE
The Town shall provide a cleaning allowance in the amount of $300 as of July 1, 2023 to
employees covered by this Agreement. This cleaning allowance shall be paid in the first pay
period of each December during the terms of this agreement.
AFSCME(Council 93,Local 2978)Administrative Agreement—7/1/23 to 6/30/25 Page 26
ARTICLE 27: JOB POSTING AND BIDDING
Section 1. When the Town determines the need to fill a vacancy in the bargaining unit, a notice
of vacancy shall be posted within the Town Hall, Public Works, the Senior Center, the Library,
the Fire and the Police Departments listing the pay, duties and qualifications for the position.
Accordingly, the Union Steward and the Union President shall receive control copies of the
approved job posting.
Section 2. The vacancy shall be posted for ten (10) work days and interested employees shall
apply in writing within the posting period. Selection of applicants in accordance with Section 4
of this Article shall be made first from within the Department in which the vacancy arises, next
from within the bargaining unit, and then from outside the bargaining unit pursuant to Section 5
of this Article.
Section 3. The parties agree that the Town will post or advertise externally vacancies it decides to
fill within the bargaining unit simultaneously with the internal posting, in order to expedite filling
the position in the event the Town determines that no applicant from the unit is deemed qualified
under Section 5 or if there are no applicants from the unit.
Section 4. Selections shall be made on the basis of qualifications, ability, and dependability and
the Town Manager shall be the sole and exclusive judge on these criteria. Where qualifications,
ability, and dependability are relatively equal,seniority shall be the determining factor. Where the
senior applicant is selected, a junior employee may not grieve his/her non-selection.
Section 5. Where no applicant from the unit is deemed qualified for the position, the Town may
hire an applicant from outside the unit.
Section 6. Position vacancies, outside of the bargaining unit, will be posted in accordance with
Section 1, and will not be subject to provisions in Sections 2 through 5. These positions shall be
posted for information purposes only and shall not be subject to the provisions of Article VII,
Grievance and Arbitration.
Section 7. A bargaining unit employee who has been approved for a transfer into a vacant position
shall be transferred into such position within thirty (30) days from the date the employee was
notified of such transfer.
AFSCME(Council 93,Local 2978)Administrative Agreement—7/1/23 to 6/30/25 Page 27
ARTICLE 28: COMPENSATION
Section 1. Employees covered by this Agreement shall be compensated in accordance with the
following hourly wage schedule(s):
FY2024
a. Implementation of Appendix A—Classification and Compensation Schedule;
b. Employee migrates to the recommended Grade and next closest higher step in the
salary schedule retroactive to 07/01/2023. The positions listed below in Grade 2
shall be placed in the following step:
i. Department Assistant—McAuley - Treasurer/Collector Step 7
ii. Department Assistant—Wolfenden-Heath Step 5
iii. Department Assistant—Nguyen—Treasurer/Collector Step 5
iv. Department Assistant—Wolstromer—Planning Step 5
V. Department Assistant—Chase—Building Step 4
vi. Department Assistant—Phelan- Conservation Step 3
vii. Department Assistant—Sifferlen—Town Clerk Step 5
viii. Department Assistant—Wright—Assessor Step 5
ix. Department Assistant—Dempsey -Police Step 5
c. The positions listed below in Grade 1 shall be placed in the following step:
i. Van Driver—Elder Services—Long Step 2
ii. Van Driver—Elder Services—Fernandez Step 2
d. Two (2) DPW Administrative Assistant positions (Viens and Bracero), two (2)
Library Assistant positions (Glennon and Franson) and one (1) Department
Assistant-Treasurer/Collector position(Maggio)will receive a 2.0%COLA effective
07/01/2023 and be placed in the new salary schedule Step 1 effective 01/01/2024.
FY2025
a. 2.0% COLA effective 07/01/2024; and
b. 2.0% Step increase.
See Appendix A.
Section 2. Pay Rates and Increments
1) An employee shall receive a step increase to the next highest step under the following
circumstances:
a. After completion of six (6)months at the minimum or entrance rate.
b. Thereafter one (1) year from the date of his/her previous increase until he/she
attains the maximum rate of the range of the compensation grade to which his/her
position class is assigned.
c. The increase in rate which this increment represents must be recommended by the
employee's Department Head and approved by the Town Manager.
AFSCME(Council 93,Local 2978)Administrative Agreement—7/1/23 to 6/30/25 Page 28
d. The increase shall be based on performance of the employee during the preceding
six(6)month or twelve (12)month period and not solely on length of service.
2) Any employee occupying a position in the classification plan who is not recommended
to receive the increment shall have the right to appeal in writing to the Town Manager
or designee.
a. Upon receipt of such appeal, the Town Manager may initiate and approve the
increment without the recommendation of the Department Head after hearing both
the employee and the Department Head or may deny the appeal.
b. In the event of the Town Manager's denial of the appeal, the employee involved
may initiate a grievance at Step 3 of Article VII, Grievance and Arbitration.
3) A new full time or regular,part-time employee denied an increment after six(6)months
continuous employment shall be considered again for such increment following
completion of an additional six(6)months continuous employment.
4) An employee receiving a promotion shall, upon assignment resulting from such
promotion, receive the rate in the compensation grade of the new position next above
his/her existing rate. If the resulting adjustment does not equal $.20 per hour, the
adjustment shall be to the second rate above the existing rate, but within the
compensation grade of the new position.
5) The employee receiving a promotion and adjustment in rate pursuant to the provisions
of the Section 4 shall receive the next increment of his compensation grade effective
following completion of six (6)months at the rate resulting from the promotion.
6) The Town Manager may authorize an entrance rate higher than the minimum rate upon
recommendation of a Department Head, supported by evidence in writing of special
reasons and exceptional circumstances satisfactory to the Town Manager and such
other variance in the classification and compensation plans, as it may deem necessary
for the proper functioning of service of the Town.
Section 3. An employee assigned by the Department Head to work in a higher grade, after the
fifth (5th) consecutive day and commencing with the sixth (60) consecutive day shall be paid for
work in the higher position at that step, which provides an increase over his/her regular rate of
compensation.
Section 4. Employees will be classified under this Article in accordance with the grade and
classification schedule in Appendix A.
Section 5. Effective July 1, 2023, part-time Administrative Union employees assigned to the
Library who are required to work on Sunday, will be compensated for their straight time Sunday
AFSCME(Council 93,Local 2978)Administrative Agreement—7/1/23 to 6/30/25 Page 29
work plus a shift premium of$55. As of July 1, 2024,the Sunday shift premium shall increase to
$60.00
ARTICLE 29: SAFETY AND HEALTH
Section 1. The Employer agrees to provide a safe, clean, and wholesome surrounding in all places
of employment. The Employer shall inspect the premises to maintain good housekeeping.
Section 2. The Employer shall at all times be concerned with the safety and health of the
employees of their respective departments.
Section 3. If a piece of equipment is defective, worn, or dangerous to operate because of its
condition, the supervisor shall not permit its use until authorized by his/her Department Head or
designee.
Section 4. When an employee reports any condition which he/she believes to be injurious to
his/her health to the Department Head,the Department Head shall seek to correct the situation.
Section 5. The parties shall form a joint safety committee with equal representation from the Town
and the Union to discuss mutual concerns about work space, air quality, and safety issues.
Section 6. The provisions of this Article shall not be subject to Article VII, Grievance and
Arbitration.
ARTICLE 30: EDUCATIONAL REIMBURSEMENT
Any employee working twenty (20)hours or more having completed one (1)year of service with
the Town shall be eligible to receive educational reimbursement as follows:
1) Advance written approval of Department Head and Division Director required, however,
the Town Manager makes the final decision.
2) Course must be offered outside normal working hours. Hardship cases may be discussed
with approving authority.
3) Course contents must be job-related.
4) Course cost must be approved in writing in advance.
5) Educational reimbursement of 100% will be made for tuition only based upon a passing
grade of B or better.
6) Grade and payment certification is required before reimbursement.
AFSCME(Council 93,Local 2978)Administrative Agreement—7/1/23 to 6/30/25 Page 30
7) Employee will be obliged to remain in the Town employment for six (6) months after
completion of the course, or full reimbursement for the last courses will be deducted from
final paycheck at time of termination.
Employees may take on-line courses offered during working hours with the approval of the
Department Head and Division Director of the relevancy of the on-line course and the required
allotted time.
ARTICLE 31: MISCELLANEOUS
Section 1. Appropriations: No monies shall be paid under this Agreement in any particular fiscal
year unless and until an appropriation has been made therefore. Further, where the cost of items
in the Agreement is not fully funded for a particular fiscal year, the parties will return to the
bargaining table for further negotiation.
Section 2. Savings: Should any provision of this Agreement be found in violation of the law, said
provision shall be null and void,but all other provisions of the Agreement shall remain in full force
and effect.
Section 3. The Town agrees to maintain the existing coffee break practice during the term of this
Agreement. Further, the Town agrees that Library employees covered by this Agreement shall
continue, during its term, to bid on weekend rotations as per existing practice. (Bid preferences
are limited to which employees shall work on particular weekends, so that all employees have an
equitable rotation and no employee avoids all weekend work.)
Section 4. Reasonable space shall be provided for the Union bulletin board in every location where
there are employees covered by this agreement.
Section 5. Notary Public Stamp: Any employee who becomes a notary public at the request of
the Town Manager shall be reimbursed the sum equal to all costs incurred for commission and
stamp.
Section 6. Union Meeting Space: Available space will be provided to the Union by the Town for
Union meetings without cost where sufficient notice is given to the Town Manager or his designee
and approval obtained.
Section 7. Inclement Weather: If work is canceled because of inclement weather,the Employer
agrees to pay the employee his/her regular rate of pay for said day. If an employee was already
scheduled for a health-related appointment on a personal or sick leave day and the employee was
schedule for an appointment and that appointment was cancelled,the hours of leave submitted
will be not deducted from the employee's leave accrual. Employee must provide proof of the
cancelled appointment by the provider within five (5)business days. Otherwise,the leave will
be deducted from the employee's accrual.
AFSCME(Council 93,Local 2978)Administrative Agreement—7/1/23 to 6/30/25 Page 31
Section 8. Mileage Reimbursement: Employees, using their own personal vehicle for Town
business, shall be reimbursed at the Town established reimbursement rate in effect at that time.
Mileage shall be submitted on a quarterly basis.
Section 9. Contract Copies: The Town will provide the Union one (1) electronic file and three
(3) paper copies of the integrated Agreement following the completion of successor negotiations.
The Town will also provide one(1) original to the AFSCME Council 93 representative.
Section 10. The Town will provide the Union with the name,job title, and department of each
bargaining unit member and will notify the Union of deletions and additions and any reason
therefore.
Section 11. Gender: Whenever a male gender is used in this.Agreement, it shall be construed to
include male and female employees.
Section 12. Working Conditions: When the temperature reaches 90 degrees or 60 degrees in any
employees' respective work area, except in cases of an emergency, after consultation with the
union steward, the Town Manager may suspend work for the balance of the shift provided,
however, the Town Manager may reassign the employee to a work area not affected by the
temperature condition. Employees relieved from work will be paid straight time rates to the end
of their shift. Within one (1) hour of meeting with union representatives, the Town Manager will
make a decision as to the course of action to be followed.
Section 13. Administrative Classification: The Administrative classification shall be per the
listing as found in Appendix A. Any classification may be changed by mutual agreement between
the Union and the Town.
Section 14. Performance Evaluations: Employees will receive a performance evaluation
annually. The evaluation is not tied to an employee's advancement through the salary steps. The
employee has the opportunity to submit a response to the evaluation. Both the evaluation and
response will be placed in the employee's personnel record. If the evaluation is not completed
within forty-five (45) calendar days of the employee's review date,the review will be null and
void for that year only. The evaluation tool shall not be used as an instrument of discipline.
However, if an employee is cited for a performance issue during the year in compliance with
Article VI, Discipline and Discharge,this information may be included in the annual evaluation.
This section is not subject to Article VII, Grievance and Arbitration.
Section 15. Labor/Management Committee: There shall be established a committee designed to
meet when needed to recommend methods and tools which could improve productivity and
expedite harmonious resolutions of problems of mutual concern. The committee shall be
comprised of two (2) persons chosen by the Union and two (2) persons chosen by the Town
Manager. The committee shall meet no more than once quarterly,unless otherwise necessary,and
no more than for one (1) hour per meeting. The committee cannot overrule and/or supersede any
provisions contained within the collective bargaining agreement.
AFSCME(Council 93,Local 2978)Administrative Agreement—7/1/23 to 6/30/25 Page 32
ARTICLE 32: SMALL NECESSITIES LEAVE ACT
In accordance with M.G.L. c. 149, §52D, the Small Necessities Leave Act (the "SNLA") all
employees will be permitted to take up to twenty-four (24) hours of unpaid leave in any twelve
month period for the purpose of participating directly or indirectly in school activities of a son or
daughter; to accompany an eligible child to routine medical and dental appointments; or to
accompany an elderly relative to routine medical or dental appointments. The Town uses a
calendar year. Although the leave is unpaid, employees may use available vacation or sick time
to compensate for the absence. SNLA Leave may be taken all at once, intermittently, or on a
reduced work schedule. Employees wishing to take SNLA Leave must provide seven days written
notice to their supervisors, where possible. If seven (7) days' notice is not possible, notice must
be provided as soon as practicable. Employees shall complete an Employee Certification form
and give the original to Human Resources and a copy to the Division Director. SNLA Leave must
be documented on the timesheet and the annual attendance calendar. SNLA Leave is in addition
to leave under the Family Medical Leave Act.
ARTICLE 33: DIRECT DEPOSIT
As of the signing of the agreement, all employees must have their biweekly pay direct deposited
to the financial institution of their choosing. Existing employees who are currently not receiving
direct deposit will be excluded from the above provision unless and until they request otherwise.
New employees hired after July 1, 2019 and those existing employees who request will have
their payroll stubs sent to the electronic mail address of their choosing. Arrangements will be
made for individuals without access to personal or Town of North Andover electronic mail.
ARTICLE 34: STABILITY OF AGREEMENT
Section 1. No amendment, alteration, or variation of the terms or provisions of this Agreement
shall bind the parties hereto, unless made and executed in writing by the parties.
Section 2. The failure of the Town or the Union to insist, in any one (1) or more situations,upon
performance of any of the terms or provisions of this Agreement shall not be considered as a waiver
or relinquishment of the right of the Town or the Union to future performance of any such term or
provision, and the rights and obligations of the Union and the Town to such future performance
shall continue in full force and effect.
ARTICLE 35: DURATION
These Agreements shall be effective as of July 1, 2023 and shall continue in full force and effect
until and including June 30, 2025. These Agreements shall remain in force until a successor
agreement is reached.
AFSCME(Council 93,Local 2978)Administrative Agreement—7/1/23 to 6/30/25 Page 33
On or after December 1, 2024, either party shall notify the other of its intention to commence
bargaining for a successor agreement or the parties shall proceed forthwith to bargain collectively
with respect thereto.
The Agreement represents the entire Agreement of the parties and may not be reopened except as
provided herein during its term.
AFSCME(Council 93,Local 2978)Administrative Agreement—7/l/23 to 6/30/25 Page 34
Executed this day �-4f'2023.
AFSCME, COUNCIL 93,LOCAL 2978 TO OF NO II ANDOVER
ADM STRATIVE
Melissa Murphy Rodrigues Town Manager
SELECT BOARD
e Phillips, Ch ' an
rosemary e - Smedile
Michael Fiorentino, AFSCME
ichard aillan urt
L a Bate
Bri 6ache
AFSCME(Council 93,Local 2978)Administrative Agreement—7/1/23 to 6/30/25 Page 35
1 37,140 37,883 38,640 39,413 40,853 41,670 42,503 !43,353 44,220 45,104 46,007 46927
19.05 19A3 19.82 20.21 20.95 2137 21.80 2223 22.68 23.13 2359 24.06 �p
2 45,162 46,065 46,987 47,926 49,885 49,862 50,860 51877 52,914 53,973 55,052 56153 ch
23.16 23.62 24.10 2458 25.07 25.57 26.08 26.60 27.14 27.68 28.23 28.80 bz
3 52,388 53.436 54,504 55,594 56,706 57,840 58,997 60,177 61,381 62,608 63,861 65,138 PU
26.87 27AO 27.95 2851 29.08 29.66 30.26 30.86 31.48 32.11 32.75 33.40
4 55007 56107 57,230 58 74 59,542 60733 61947 63186 64450 65739 67,054 68,395
2821 28.77 2935 2994 3053 31.14 31.77 32AO 33.05 33.71 3439 35.07
5 57,758 58,913 60,091 61,293 62,519 63,769 65,045 66,345 67,672 69,026 70,406 71814
29.62 30.21 30.82 31.43 32.06 32.70 33.36 34.02 34.70 35.40 36.11 36.83 N
6 60,646 61,858 63 096 64,358 65 645 66,958 68 297 69 663 71056 72,477 73,927 75,405
31.10 31.72 3236 33.00 33.66 3434 35.02 35.72 36.44 37,17 37.91 38.67 �
7 63 678 64 951 66 250 67,575 68,927 70 305 71712 73,146 74 609 76101 77 623 79175 p
32.66 3331 3397 34.65 35.35 36.05 36.78 3751 38.26 39.03 39.81 40.60 M
Van Drivers
m -
Assessor
Department Assistant
a)
Department Assistant-Conservation - - - bn
Q,
Department Assistant-Hea Ith De artment
Department Assistant-Plannin
Department Assistant-Police
Department Assistant-Town Clerk
Department Assistant-Treasurer/Collector
De amnentAssistant-MVYouth/Rec.
Office Assistant-Libra CN
-_ -_ --
00
Administrative Assistant-Elder Services
AdministrativeAssistant-PublicWorks - --- -" - ^
__...Library Assistant
- No Positions ch
No Positions
_.
Electrical Inspector
-
1VIUMDingi4s Ins ector
No Positions - - - - - -
SIDE LETTER 1
Training
The parties acknowledge the need for a more comprehensive assessment and implementation of
training for specific tasks required in specific jobs.
The parties will first identify specific training needs and options for meeting those needs. The
parties shall discuss the most efficient way of meeting those needs, within the funds available,
and priorities for training. The Town will determine the training to be provided and shall advise
the Union of training requests which are either rejected or delayed.
AFSCME(Council 93,Local 2978)Administrative Agreement—7/1/23 to 6/30/25 Page 37