HomeMy WebLinkAbout7/1/2024 - 6/30/2027 AGREEMENT T EN
TOWN OF NORTH ANDOVER
N
NORTH ANDOVER
POLICE LIEUTENANTS
EFFECTIVE JULY 1, 2024 to JUNE 30, 207
TABLE OF CONTENTS
ARTICLE 1: RECOGNITION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
ARTICLE 2: EMPLOYEE RIGHTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
ARTICLE 3: PRESERVATION OF RIGHTS . . . . . . . . . . . . . . . . . . . . . . 4
ARTICLE 4: MANAGEMENT RIGHTS. . . . . . . . . . . . . . . . . . . . . . . . . . 4
ARTICLE 5: GRIEVANCE PROCEDURE & ARBITRATION. . . . . . . . 5
ARTICLE 6: UNION BUSINESS LEAVE . . . . . . . . . . . . . . . . . . . . . . . . 6
ARTICLE 7: SALARY SCHEDULE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
ARTICLE 8: WORK SCHEDULE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
ARTICLE 9: STEP RATE INCREASE . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
ARTICLE 10: NIGHT DIFFERENTIAL . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
ARTICLE 11: LONGEVITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
ARTICLE 12: ACCREDITATION STIPEND . . . . . . . . . . . . . . . . . . . . . . .10
ARTICLE 13: EDUCATION INCENTIVE . . . . . . . . . . . . . . . . . . . . . . . . .10
ARTICLE 14: OVERTIME . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
ARTICLE 15: OUTSIDE DETAILS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
ARTICLE 16: STRIKE DETAILS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
ARTICLE 17: COURT APPEARANCES. . . . . . . . . . . . . . . . . . . . . . . . . . 14
ARTICLE 18: HOLIDAYS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
ARTICLE 19: PERSONAL DAYS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
ARTICLE 20: VACATION LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
ARTICLE 21: SICK LEAVE . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . 17
ARTICLE 22: BEREAVEMENT LEAVE. . . . . . . . . . . . . . . . . . . . . . . . . . 19
ARTICLE 23: RETIREE SICK LEAVE PAYOUT. . . . . . . . . . . . . . . . . . .19
ARTICLE 24: INJURED ON DUTY LEAVE . . . . . . . . . . .. . . . . . . . . . . . 20
ARTICLE 25: UNIFORM ALLOWANCE . . . . . . . . . . . . . . . . . . . . . . . . . 21
ARTICLE 26: LIABILITY INSURANCE. . . . . . . . . . . . . . . . . . . . . . . . . . 22
ARTICLE 27: ADMINISTRATIVE ASSIGNMENTS . . . . . . . . . . . . . . . . 22
ARTICLE 28: WORKING CONDITIONS . . . . . . . . . . . . . . . . . . . . . . . . . 23
ARTICLE 29: LEAVE OF ABSENCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24
ARTICLE 30: FIREARMS PERMITS . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24
ARTICLE 31: WEAPONS PROFICIENCY . . . . . . . . . . . . . . . . . . . . . . . . 24
ARTICLE 32: DEFIBRILLATION PROFICIENCY. . . . . . . . . . . . . . . . . . 25
ARTICLE 33: SUPPLEMENTAL LONGEVITY INCENTIVE . . . . . . . . .25
ARTICLE 34: MILITARY LEAVE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
ARTICLE 35: LIMITED DUTY ASSIGNMENT - MATERNITY. . . . . . .28
ARTICLE 36: UNION DUES. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
ARTICLE 37: SHIFT SWAPS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
ARTICLE 38: FAMILY AND MEDICAL LEAVE ACT
AND MASS PARENTAL LEAVE ACT. . . . . . . . . . . . . ... 29
ARTICLE 39: RESIDENCY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33
ARTICLE 40: TIME OWED. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33
ARTICLE 41: LIGHT DUTY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33
ARTICLE 42: VOLUNTEERING. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35
ARTICLE 43: SUPERVISORY DUTY STIPEND. . . . . . . . . . . . . . . . . . . . 35
Police Lieutenants Agreement 7/l/24 to 6/30/27 Page 2
ARTICLE 44: DURATION OF AGREEMENT . . . . . . . . . . . . . . . . . . . . . 35
APPENDIX 1: NOTICE OF ELECTION TO PARTICIPATE IN THE
SUPPLEMENTAL LONGEVITY INCENTIVE. . . . . . . . . 37
Police Lieutenants Agreement 7/l/24 to 6/30/27 Page 3
ARTICLE 1: RECOGNITION
Section A. Lieutenants Recognition The Town of North Andover recognizes the North Andover
Police Lieutenants for the purpose of negotiating wages, hours of work and all other conditions of
employment.
Section B. Good Faith Clause The Town of North Andover through its agent(s) and the Police
Lieutenants agree to negotiate and bargain in good faith as allowed by Federal and State laws.
Section C. Union Recognition The Town of North Andover recognizes the North Andover Police
Lieutenants, hereafter referred to as the Union, as the exclusive bargaining agent for the purpose
of collective bargaining relative to wages, hours and other conditions of employment of all
employees covered by this Agreement and employed by the Police Department. The Municipal
employer, the Chief of Police and the Union agree not to discriminate against employees covered
by this agreement due to membership or non-membership in the Union.
Section D. Bargaining Unit Description The unit to which this agreement is applicable consists
of all full time sworn police officers with rank of Lieutenant and specifically excludes patrol
officers, sergeants, chief, executive officer, special police officers, reserve police officers,
auxiliary officers, community service officer and all civilian employees of the police department.
Section E. Anti-discrimination Clause The Municipal employer, Police Chief and the Union
agree not to discriminate in any way against employees covered by this agreement because of race,
religion, creed, color, national origin, sex or age.
ARTICLE 2: EMPLOYEE RIGHTS
All job benefits heretofore enjoyed by the employees, either by State Statute, Personnel By-Law
or Civil Service, which are not specifically provided for or abridged in the agreement are hereby
protected by this agreement. Where subject matter is covered by both this agreement and
Personnel By-law, the language of the agreement shall control. All other benefits which are
enjoyed by the employees covered by this agreement are hereby protected by this agreement.
ARTICLE 3: PRESERVATION OF RIGHTS
The Town of North Andover agrees that all rights and privileges previously and currently enjoyed
by the Lieutenants will remain in effect unless specifically abridged or modified by the contract
agreement.
ARTICLE 4: MANAGEMENT RIGHTS
Except as expressly limited by provision of this Agreement or by statute, the Union recognizes
that all of the functions, rights, powers, responsibilities and authority of the Town in regard to the
operation of its work and business and the direction of its work force are, and shall remain,
exclusively of the Town.
Police Lieutenants Agreement 7/t/24 to 6/30/27 Page 4
ARTICLE 5: GRIEVANCE PROCEDURE AND ARBITRATION
Section A: Definition Any complaint, dispute or controversy of any kind which arises between
one or more employees and the Town of North Andover or its agents shall be processed at Step 1
and 2. For the purposes of a grievance processed beyond Step 2, a grievance shall be defined as a
complaint between the Town and the Union and/or any employee involving only an interpretation
of a specific provision of this Agreement.
Section B: Grievance Steps A grievance must be presented within thirty (30) days of the time
of occurrence of the alleged contract violation or within thirty (30) days of the time the employee
should reasonably have acquired knowledge of the incident giving rise to the violation or within
thirty (30) days of the dispute or controversy and must be processed in accordance with the steps,
time limits and conditions set forth below in this Article. Time limits may be waived or extended
by agreement in writing by both parties. An aggrieved employee(s) may have a union
representative at and participating in any level of the following procedures:
Step 1. The employee shall submit his/her grievance in writing to the Union who shall
determine justification for the complaint. In making such determination, the Union may
discuss the grievance with the employee's immediate supervisor.
Step 2. If the grievance is unresolved, the Union shall submit the grievance in writing to
the Chief setting forth the nature of the grievance. The Chief shall have fifteen (15) days,
exclusive of Saturday and Sunday,to answer the grievance.
Step 3. If the Union is not satisfied with the Chiefs decision the grievance shall be
appealed in writing within ten (10) days to the Town Manager.
Step 4. If the grievance is not resolved at step 3,the Union and only the Union,may within
fifteen(15) calendar days after the reply of the Town manager is due, submit the grievance
to arbitration by sending a letter to the American Arbitration Association with a letter to
the Town Manager.
The arbitrator shall be selected and the arbitration shall be conducted in accordance with the rules
of the American Arbitration Association. Expenses for the arbitrator's services shall be shared
equally by both parties.
The arbitrator shall be without power to alter, amend, add to or subtract from the express language
of the agreement. The decision of the arbitrator shall be final and binding on the parties. Money
awards resulting from a decision of the arbitrator shall in no case be retroactive prior to the date of
submission of the grievance in writing to the Union.
A grievance shall be deemed waived unless presented to the next higher step within the time limits
so provided unless such time limits for filing a grievance are extended by mutual agreement of the
parties. "Calendar" days as used in this Article shall not include Saturday or Sunday for purposes
of the time limits under the grievance procedure.
Police Lieutenants Agreement 7/l/24 to 6/30/27 Page 5
The Union shall be allowed access at all reasonable times to Town property and records relevant
for the purposes of investigating a grievance.
ARTICLE 6: UNION BUSINESS LEAVE
The Employer agrees to provide time off, without loss of compensation or benefit, for up to a total
of two (2) days (unit wide) for members of the Union to conduct legitimate Union business. Such
leave shall be subject to reasonable notice and subject to operational requirements of the
Department as determined by the Chief.
ARTICLE 7: SALARY SCHEDULE
Section A. Compensation Lieutenants shall receive compensation per the below schedule:
Fiscal Year 2025 2.0%
Fiscal Year 2026 3.0%
Fiscal Year 2027 3.0%
July 1,2024 FY2025
Min Step 1 Step II IStep III Max Step IV IV 10 yrs IVI 15 yrs IVII 20 yrs IVI II 25+yrs
Annual 1 $ 77,809.08 $ 82,937.77 $ 88,856.66 $ 94,293.30 $ 96,650.63 $ 99,066.90 $ 101,543.57 $ 104,082.16
STEPS Min Step 1 Step 1 plus 10 Step 1 Plus 15 Step 1 Plus 20 Step 1 Plus 25
2%over FY 24 $ 77,809.08 $ 79,754.31 $ 81,748.17 $ 83,791.87 $ 85,886.67
2.5%inc 2.5%Inc 2.5%inc 2.5%inc
STEPS Step 2 Step 2 plus 10 Step 2 Plus 15 Step 2 Plus 20 Step 2 Plus 25
2%over FY 24 $ 82,937.77 $ 85,011.21 $ 87,136.49 $ 89,314.90 $ 91,547.78
2.5%Inc 2.5%Inc 2.5%inc 2.5%inc
STEPS Step 3 Step 3 plus 10 Step 3 Plus 15 Step 3 Plus 20 Step 3 Plus 25
2%over FY 24 $ 88,856.66 $ 91,078.08 $ 93,355.03 $ 95,688.91 $ 98,081.13
2.5%Inc 2.5%Inc 2.5%inc 2.5%inc
STEPS Max-Step 4 Step 4 plus 10 Step 4 plus 15 Step 4 plus 20 Step 4 plus 25
2%over FY 24 $ 94,293.30 $ 96,650.63 $ 99,066.90 $ 101,543.57 $ 104,082.16
2.5%inc 2.5%inc 2.5%inc 2.5%Inc
July 1,2025 FY2026
Min Step II Step III Max Step IV V SO yrs VI 15 yrs VII 20 yrs VIII 25+yrs
Annual $ 80,143.35 $ 85,425.90 $ 91,522.36 $ 97,122.10 1$ 99,550.15 1$ 102,038.90 $ 104589.87 $ 107,204.62
STEPS Min Stop 1 Step 1 plus 10 Step 1 Plus 15 Step 1 Plus 20 Step 1 Plus 25
3%over FY25 $ 80,143.35 $ 82,146.94 $ 84,200.61 $ 86,305.63 $ 88,463.27
2.5%Inc 2.5%Inc 2.5%Inc 2.5%Inc
STEPS Step 2 Step 2 plus 10 Step 2 Plus 15 Step 2 Plus 20 Step 2 Plus 25
3%overFY25 $ 85,425.90 $ 87,561.55 $ 89,7S0.59 $ 91,994.35 $ 94,294.21
2.5%Inc 2.5%Inc 2.5%Inc 2.5%Inc
STEPS Step 3 Step 3 plus 10 Step 3 Plus 15 Step 3 Plus 20 Step 3 Plus 25
3%overFY25 $ 91,522.36 $ 93,810.42 $ 96,155.68 $ 98,559.57 $ 101,023.56
2.5%inc 2.5%Inc 2.5%Inc 12.5%Inc
STEPS Max-Step 4 Step 4 plus 10 Step 4 plus 15 Step 4 plus 20 Step 4 plus 25
3%over FY25 $ 97,122.10 $ 99,550.15 $ 102,038.90 $ 104589.87 $ 107,204.62
2.5%Inc 2.5%inc 2.5%inc 2.5%inc
Police Lieutenants Agreement 7/1/24 to 6/30/27 Page 6
July 1,2026 FY2027
Min I Step 11 IStep III Max Step IV IV 10 yrs I VI 15 yrs IVII 20 yrs I Vill 25+yrs
Annual $ 82,547.65 1$ 87,988.68 $ 94,268.03 $ 100,035.76 1$ 102,536.65 $ 105,100.07 $ 107,727.57 $ 110,420.76
STEPS Min Step 1 Step 1 ptus 10 Step 1 Plus 15 Step 1 Plus 20 Step 1 Plus 25
3%over FY 26 $ 82,547.65 $ 84,611.34 $ 86,726.63 $ 88,894.79 $ 91,117.16
2.5%inc 12.5%inc 12.5%inc 12.5%inc
STEPS Step 2 Step 2 plus 10 Step 2 Plus 15 Step 2 Plus 20 Step 2 Pius 25
31/6 over FY26 $ 87,988.68 $ 90,188.39 $ 92,443.10 $ 94,754.18 $ 97,123.04
2.5%inc 2.5%inc 2.5%inc 12.5%inc
STEPS Step 3 Step 3 plus 10 Step 3 Plus 15 Step 3 Pius 20 Step 3 Plus 25
3%overFY26 $ 94,268.03 1$ 96,624.73 1$ 99,040.35 $ 101,516.36 1$ 104,054.27
2.5%inc 12.5%inc 12.5%inc 12.5%inc
STEPS Max•Step 4 Step 4 plus 10 I Step 4 plus 15 Step 4 plus 20 IStep 4 plus 25
3%over FY26 1 $100,035.76 $ 102,536.65 $ 105,100.07 $ 107,727.57 1$ 110,420.76
2.5%inc 12.5%inc 12.5%inc 12.5%inc
A newly promoted Lieutenant starts at Step 1. Anniversary steps based on 10, 15, 20 and 25 years of
service will be paid according to the Salary Schedule.
The calculation of the following pay types shall be as follows:
Annual Salary: Annual Salary from the Salary Schedule.
Annual Longevity: Annual Longevity from Longevity Schedule.
Duty Stipend: Annual Salary x Duty Stipend %.
Loaded Base Salary: Annual Salary +Annual Longevity +Annual Duty Stipend.
Education Incentive: Loaded Base Salary x Education%.
Shift Differential: (Loaded Base Salary +Education) x Shift Diff%.
Total Biweekly Pay: (Loaded Base Salary+Education+ Shift Differential)/26 pay periods.
Holiday Pay (1/4 of a week's pay): (Loaded Base Salary +Education+ Shift)/ 52 x .25.
ARTICLE 8: WORK SCHEDULE
Section A. Work Week Shift Lieutenants - Employees shall work a so-called "4 and 2" work
schedule consisting of four (4) consecutive days (or nights), on duty followed by two (2)
consecutive days (or nights), off duty under a six-week rotating schedule.
Section B. Work Day The regular workday shall consist of eight and one-half (8.5) hours
including fifteen (15)minutes before the scheduled shift starting time and (15) minutes following
the scheduled shift ending time. No overtime shall be incurred as a result of these fifteen minute
periods before and after the scheduled shift notwithstanding any provision to the contrary in this
Agreement.
Section C. Hourly Rate Computation The hourly rate shall be computed by dividing the annual
salary, as specified in the Salary Schedule, by 2065.5 hours (8.5 hours x 243 days).
Section D. Administrative Schedule Division Commanders Notwithstanding the foregoing
provisions and to the contrary, the Police Chief reserves the right to assign employees in
administrative and specialist positions to a five (5) consecutive day schedule where said schedule
Police Lieutenants Agreement 7/l/24 to 6/30/27 Page 7
is determined by the Chief to best serve the Town. In such cases, the employees working the 5-
day work schedule shall receive two (2) consecutive days off and, in addition, shall in each
calendar year,receive eighteen(18)compensatory days off. These additional days will be credited
based on 1%z days for each month of service on this schedule.
Section E. Bi-Weekly Pay Bi-weekly pay will be computed by dividing the yearly salary by 26.
In any event, Lieutenants' total base pay will be equal to the yearly rates established in the Salary
Schedule of this contract.
Section F. Overtime Computation In accordance with Federal and State Wage Laws, longevity,
differentials and incentive pay will be computed into the overtime rate. The overtime rate of pay
shall be one and one-half(1.5)times the hourly rate including longevity,differentials and incentive
Pay.
Section G. Retirement Pay In accordance with all Federal, State and Essex Regional Retirement
System regulations, rules, regulations and procedures, the following payments will be treated as
base pay which will computed as compensation for pension and retirement purposes: straight time,
education incentive, holiday pay, sick pay, vacation pay, longevity pay and differential pay.
ARTICLE 9: STEP RATE INCREASE
Section A. Step Rates Any Lieutenant with continuous full-time employment shall receive the
increment between his/her present rate and the next highest rate as follows:
1. After completion of six (6) months at the minimum or entrance rate.
2. Thereafter one year from the date of his/her previous increase until he attains the
maximum rate of the range of the compensation grade to which his/her position
class is assigned.
3. The increase in rate which this increment represents must be recommended by the
Chief of Police and approved by the Town Manager.
4. 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.
Section B. Right of Appeal Any Lieutenant who is not recommended to receive the increment
shall have the right to appeal to the Town Manager. 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. The
decision of the Town Manager shall be final
Section C. Right to Reconsideration A newly promoted Lieutenant 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.
Police Lieutenants Agreement 7/l/24 to 6/30/27 Page 8
Section D. Promotion Increase An newly promoted Lieutenant receiving a promotion to a vacant
position or to a new position, shall be upon assignment resulting from such promotion receive the
rate in compensation grade of the vacant or new position next above his/her existing rate. If the
resulting adjustment does not equal $100.00 per year, the adjustment shall be to the second rate
above the existing rate but within the compensation grade of the vacant or new position.
Section E. Entrance to Higher Rate The Town Manager may authorize an entrance rate higher
than the minimum rate upon the recommendation of the Chief of Police supported by evidence in
writing of special reasons and exceptional circumstances satisfactory to the Manager and such
other variance in the classification and compensation plans as it may deem necessary for the proper
functioning of the service of the Town.
ARTICLE 10: NIGHT DIFFERENTIAL
Lieutenants regularly assigned to work the early night shift shall be paid a differential payable
weekly and computed on their regular weekly salary. Employees regularly assigned to work the
late night shift shall be paid a differential payable in the same manner. Said night shift differentials
shall be payable separate and apart from the base pay but shall be included in overtime pay and
shall not be paid to employees on sick leave or injured leave. Any lieutenant receiving night
differential shall not be eligible to receive division commander differential. Effective July 1,2026,
both the early night shift differential and the late night shift differential shall be 9.0%.
For employees who are eligible to receive a night differential, the night shift differential shall be
included in the employee's compensation for paid sick time.
ARTICLE 11: LONGEVITY
Section A. Payment Schedule A Lieutenant who has been in continuous full-time employment
shall be paid, in addition to the compensation received under the present plan, an annual increment
determined as follows:
Length of Service 7/1/21 7/l/22 7/l/23
Over 5 but not over 10 years $ 600 $ 650 $ 700
Over 10 but not over 15 years $ 900 $ 950 $1,000
Over 15 but not over 20 years $1,525 $1,725 $1,925
Over 20 but not over 25 years $1,625 $1,825 $2,025
Over 25 years $1,725 $1,925 $2,125
Section B. Eligibility Lieutenants will become eligible for longevity increments on the 5th, 1 Oth,
15th, 20th and 25th anniversary date of his/her employment.
Section C. Re-employment Any Lieutenant who qualifies for longevity compensation and then
leaves the employ of the Town shall not be entitled to such compensation if re-employed until a
new five year period of continuous full-time employment has been served, except for authorized
leave of absence (see Article 31).
Police Lieutenants Agreement 7/l/24 to 6/30/27 Page 9
Section D. Interrupted Service If the service of a Lieutenant is interrupted by lay-off, military
service, or other reason not resulting from the employee's own action, total service will be
considered as continuous service.
Section E. Base Pay Inclusion Longevity payment shall be included as part of base pay for
overtime and other purposes, and shall also be treated as part of compensation for pension and
retirement purposes.
ARTICLE 12: ACCREDITATION STIPEND
In consideration of the North Andover Police Department having and maintaining State
Accreditation,effective 07/01/2024,the Town agrees to pay an annual stipend to all lieutenants of
$1,400 payable in the first payroll of the respective fiscal year. Effective 07/01/2026, this stipend
shall increase to $1,500. It is understood that such payments are contingent on the Department
maintaining accreditation in accordance with applicable state standards.
ARTICLE 13: EDUCATION INCENTIVE
Section A. Education Incentive
Employee shall be entitled to an Education Incentive payment based on the educational degree
attained as below:
Associates Degree 10%
Bachelor's Degree 20%
Master's Degree 25%
Educational Incentive Pay is added to the base pay as part of the base wage rate.
A. The intent of the education incentive is to attract and reward employees who have attained a
degree that emphasizes critical thinking skills, as well as oral and written communication.
Accreditation for the purposes of the colleges and universities granting the degrees for which
compensation will be paid shall mean accreditation by the New England Association of
Schools and Colleges (NEASC) or an equivalent regional accrediting agency in another
region. Programs granting degrees recognized for the purposes of this Article must be
reasonably rigorous, and programs delivering content primarily through on-line methods
may be scrutinized to a greater extent, as will programs granting credits for"life experience."
B. The Town shall develop policy as necessary to implement this Article of the agreement in
consultation with a committee of department members representing a cross section of the
department in terms of rank and assignment, and including one or more members designated
by the Union. The policy will guide the interpretation of this provision of the agreement as
it relates to the type of degrees that are deemed to be related to law enforcement for the
purpose of the Associates Degree, the types of degrees that can qualify for the Bachelor's
Degree stipend, the colleges and programs that will be acceptable, and the procedure for
Police Lieutenants Agreement 7/l/24 to 6/30/27 Page 10
notifying the Town of a degree and the proof required. In the event of a disagreement
regarding the policy, the matter will be submitted to the Town Manager for final
determination.
The Town and Union recognize the following degrees as benchmark degrees that may qualify for
the Education Incentive:
® Criminal Justice/ Criminology;
® Emergency Management;
• Public Administration;
® Business Management/Administration;
® Computer Science;
® Political Science/Government;
® Sociology;
® Psychology;
® Law;
® Public Policy;
® Biochemistry (forensic science);
® Homeland Security;
® International Relations/Foreign Policy;
® Linguistics/English/Foreign Languages;
® Communications;
® Education;
® Engineering; and
® Health Sciences/Technology.
Programs granting degrees recognized for the purposes of this Article must be reasonably
rigorous, and programs delivering content primarily through on-line methods may be scrutinized
to a greater extent, as will programs granting credits for"life experience."
Employees who do not possess a degree listed above, but want to petition the Town Manager for
consideration of Education Incentive must provide the following:
1. Transcripts from the accredited College(s) or University(ies);
2. Syllabi from the course(s)that are applicable to police work; and
3. Letter to the Town Manager explaining the relevance of the courses to police work.
Section B. Tuition Reimbursement Any Lieutenant who has completed five (5) full years of
service shall receive educational reimbursement for all courses, certifications, diplomas and
degrees taken by the individual Lieutenant that will advance his/her administrative, management
and police skills within the Department. Conditions for reimbursement will be as follows:
1. Reimbursement will be provided, in accordance with provisions of this Article,
provided the employee receives an advanced favorable recommendation by the
Chief of Police and approval by the Town Manager, subject to the appropriation of
funds.
Police Lieutenants Agreement 7/l/24 to 6/30/27 Page 11
2. Course must be offered outside normal working hours. Hardship cases may be
discussed with approving authority in paragraph 1.
3. Course contents must be job-related and approved.
4. Course cost must be approved in advance.
5. Educational reimbursement of 100% will be made for registration fees, books and
tuition based on passing grade of C or better.
6. Grade and payment certification is required before reimbursement.
7. Employee will be obligated to remain in the Town employment for six months after
completion of the course,or full reimbursement for the last courses will be deducted
from final paycheck at time of termination.
ARTICLE 14: OVERTIME
Section A. Rate of Pay In the event that a need for overtime should occur in the department
because of sickness, vacation, or other unforeseen conditions, overtime shall be administered by
the Chief or his/her designee, and shall be paid at the rate of time and one-half of the regular rate
of pay. Time worked in excess of the normal tour of duty on any work day shall be considered
overtime and shall be paid at the time and one half rate.
Section B. Mandatory Call-in All mandatory call-in shifts for all officers will be paid at time
and one half for a minimum shift of four (4)hours.
Section C. Assignment of Overtime The Chief of Police maintains the right to assign overtime
in accordance with the needs of the Department,however,every effort should be made to distribute
overtime evenly among all Lieutenants.
Section D - OIC Overtime
OIC overtime shall first be offered to Shift Lieutenants. If no shift Lieutenant accepts the
overtime, it shall be offered to Command Lieutenants. If no Command Lieutenant accepts the
overtime, it shall be offered to Sergeants. If no Sergeant accepts the overtime, forced overtime
shall be from a combined pool of Shift Lieutenants and Sergeants.
Section E- Patrol Supervisor Overtime
Patrol Supervisor overtime shall first be offered to Sergeants. If no Sergeant accepts the overtime, it
shall be offered to Shift Lieutenants. If no Shift Lieutenant accepts the overtime, it shall be offered to
Patrol Officers. If no Patrol Officer accepts the overtime, forced overtime shall be from a combined
pool of Shift Lieutenants and Sergeants.
ARTICLE 15: OUTSIDE DETAILS
Section A. Rate of Pay
All details shall be assigned by the Chief of Police or designee. All details shall be paid at the
following rate:
Police Lieutenants Agreement 7/I/24 to 6/30/27 Page 12
Public Detail Rate Weekday - $61/hr.
Private Detail Rate Weekday - $65/hr.
Town Meeting - $77/hr.
Private Detail Rate Weekends/Nights - $97.50/hr,
Private Detail Rate Holidays - $130/hr.
Public Detail Rate Weekends/Nights - $91.50/hr.
Public Detail Rate Holidays - $122/hr.
Strike/Labor/Work Stoppages - $130/hr.
Merrimack College is considered a private detail and subject to the applicable rate.
Alcohol Served Detail - No different from the Private Detail Rates.
Details Beyond 8 hours - Paid at time and a half(1.5) of the applicable rate.
Night details are those details that start at or after 6:00 pm through 6:00 am.
Municipal Details are defined as those details that are paid directly by the Town of North Andover
(or any of its departments) or are paid by a contractor/vendor who is paid by the Town of North
Andover(or any of its departments).
All details will be a four (4) hour minimum. Details in excess of four (4) hours in length will be
paid for eight (8) hours. Details in excess of eight (8) hours will be paid at the rate of time and
one-half the detail rate rounded up to the next hour.
Section B. Command of Detail When a detail of four (4) or more officers below the rank of
Lieutenant is established for non-town related functions, a Lieutenant shall be assigned to
command that detail at one and one-half times the detail rate.
Section C. Details in Other Communities The Police Department may approve requests to
allow North Andover police officer to perform details in other communities. The Chief of Police,
in consultation with the Town Manager, shall retain the ultimate discretion to determine whether
out of town details may be performed and to determine in which town(s) such details may be
performed.
Officers will not be allowed to accept and perform details in other communities unless and until
all details available within the Town of North Andover have been assigned.
Section D. Distribution of Details The Lieutenants seek fair and equitable distribution of all
outside details to every full-time sworn member of the Police Department. To this end, the
Lieutenants recognize and accept the North Andover Police Uniorr/Association's vote in June of
1991 to establish a seniority list that integrates Lieutenants for the purpose of distributing detail
overtime based on length of full time service.
Section E. MGL c41, §100 Any Lieutenant who performs a detail described in this Article shall
be protected by MGL c41 §100, as amended.
Police Lieutenants Agreement 7/l/24 to 6/30/27 Page 13
Section F. Donation of Time The Lieutenants reserve the right to donate their time to certain
non-profit Town sponsored functions on a case by case basis. This section does not reduce or
negate the provisions of MGL c41 §l I IF.
Section G. Authority With the exception of the conditions of this Article, the Chief of Police or
his/her designee maintains the authority to set outside detail policy, procedures and regulations.
Section H. No Forced Work Except in emergencies declared by the Chief of Police, no
Lieutenant will be forced to work details.
Section I. Unfilled Details The parties agree to work with the Civilian Traffic Unit to increase
the pool of eligible individuals to work details in North Andover.
If 20% of the details are unfilled for a period of 3 months (not consecutive), the Town may
exercise its right to conduct a competitive bid process for an outside firm to fill the unfilled
details.
ARTICLE 16: STRIKE DETAIL
Lieutenants assigned to strike details will be compensated at the rate of$130/per hour, with a
four(4) hour minimum; over four (4) hours to equal eight (8) hours; over eight(8) hours to equal
twelve (12) hours.
ARTICLE 17: COURT APPEARANCES
Section A. Court-time Compensation A Lieutenant who is in an off duty status or on vacation,
or on a day off,who attends as a witness or in any capacity for,or on behalf of the Commonwealth,
or the Town, in a criminal or other matter including civil, pending in any court of the
Commonwealth, or before a Grand Jury proceeding, or in conference with a District Attorney, or
Assistant District Attorney, or at any pre-trial court conference or any other related hearing or
proceeding; or who is required or requested by any City, County, Town, State, or the Federal
Government or subdivision or Agency, Board, Commission, Division, Authority, Tribunal or
Official of the State or Federal Government or subdivision or agency of either such government,
or in any other capacity for or on behalf of the government of the United States or the
Commonwealth or town in a criminal or other matter including civil, pending in a federal district
court or before a federal grand jury proceeding or a United States commissioner or in conference
with the United States attorney or any federal court proceeding shall be entitled to and shall receive
court-time compensation.
Section B. Amount of Compensation Lieutenants assigned to appear in court shall be paid time
and one-half for the amount of time in attendance with a minimum of four (4) hours. Overtime
for this purpose shall be calculated to include payments under the education incentive.
Section C. Witness Fees All witness fees received by a Lieutenant will be turned into the Chiefs
office.
Police Lieutenants Agreement 7/1/24 to 6/30/27 Page 14
Section D. Continuous Work If a Lieutenant is required to remain in court or at any proceeding,
as outlined in Section A above, after 1:00 P.M. and who has worked a late night shift continuous
to the aforementioned proceeding and is scheduled to work the early night shift within the same
24-hour period, shall have the option to work the scheduled shift or to have the night off in lieu of
pay for the court appearance.
Section E. Non-Criminal Hearings The Chief of Police shall maintain the right to assign the
Court Officer or other individual to sign and process at non-criminal hearings for all traffic
violations.
ARTICLE 18: HOLIDAYS
Section A. Paid Holidays The following days shall be recognized as paid holidays above and
beyond the payment stated in the salary schedule of this contract:
New Year's Day Independence Day
Martin Luther King Day Labor Day
Washington's Birthday Columbus Day
Patriot's Day Veteran's Day
Memorial Day Thanksgiving Day
Juneteenth Christmas Day
Section B. Holiday Compensation Options
Employees may elect between the options by November 30th to be in effect for all holidays during
the entire following calendar year. In the case of either option, it does not matter whether the
employee is scheduled to work the holiday or not, and it does not matter whether the employee
works the holiday or not.
i. Holiday Pay: For each of the above listed holidays, the employee who selects this option
shall receive, in addition to regular pay, '/4 of his/her base weekly pay as holiday pay.
ii. Time Off. The employee who selects this option will be entitled to twelve (12) days off,
with pay,to be requested and approved in accordance with other time-off requests. Six(6)
days off will be granted in the first six months of the calendar year, and six (6) days off
will be granted in the second six months of the calendar year. The days off must be taken
during the six-month period in which they were granted, and may not be carried over into
a subsequent six-month period, or a subsequent calendar year.
iii. Mixed Pay/Time Off. The employee may elect to be paid for six (6) holidays and receive
six (6) days off, such days off to be requested and approved with other holiday requests.
Payments shall be made as follows: three(3)holidays in the first bi-weekly payroll in June
and three (3) holidays in the first bi-weekly payroll in December. The six (6) days' time
off will be credited on January 1 and must be used during that calendar year.
Police Lieutenants Agreement 7/l/24 to 6/30/27 Page 15
ARTICLE 19: PERSONAL DAYS
Lieutenants shall be entitled to four (4) personal days per year, not deducted from sick time, and
credited on January 1 st of each year.
ARTICLE 20: VACATION LEAVE
Section A. Vacation Eligibility A Lieutenant in continuous service for the Town of North
Andover shall be granted vacation with pay on the following terms:
1. Any Lieutenant who has completed one year of service shall be entitled to two
weeks of vacation with pay.
2. Any Lieutenant who has completed five years of service shall be entitled to
three weeks of vacation with pay.
3. A Lieutenant who has completed ten years of service shall be entitled to four
weeks of vacation with pay.
4. A Lieutenant who has completed fifteen years of service shall be entitled to
five weeks vacation with pay.
Effective January 1, 2023, the vacation year shall be January 1 to December 31. One week of
vacation shall consist of five (5) workdays.
An employee who is in a no-pay status shall cease accruing vacation leave.
Section B. Death Benefit Upon the death of a Lieutenant who is eligible for vacation under these
rules,payment shall be made to the estate of the deceased in the amount equal to the vacation year
prior to the employee's death but which had not been granted. In addition, payment shall be made
for that vacation allowance earned or would have been earned in the vacation year during which
the employee died.
Section C. Dismissal/Retirement Lieutenants who are eligible for vacation under these rules
and whose services are terminated by dismissal through no fault or delinquency of their own, or
by retirement, or by entrance into the armed forces, shall be paid an amount equal to the vacation
year prior to such dismissal, retirement, or entrance into the armed forces. In addition, payment
shall be made for that portion of the vacation allowances earned in the vacation year during which
such dismissal,retirement,or entrance into the armed forces occurred up to the time of employee's
separation from the payroll.
Section D. Lieu of Sick Time Absences caused by sickness in excess of that authorized under
the rules therefore, or for personal reasons as provided for under other leave may, at the discretion
of the Chief of Police, be charged to vacation leave.
Police Lieutenants Agreement 7/1/24 to 6/30/27 Page 16
Section E. Credit Date One week of vacation shall consist of five (5) work days. Vacation will
be credited each year on the permanent appointment date of each Lieutenant.
Section F. Vacation Carryover Lieutenants may carry over into the next anniversary year
no more than two (2)weeks of vacation,regardless of the amount of vacation accrued during
a specific year.
Section G. Granting Authority Vacation leave shall be granted at the discretion of the Town at
times that best meet the operational requirements of the Department. Previously approved and
scheduled vacation leave will not be changed in an arbitrary or capricious manner.
Section H. Vacation Buyback In each eligible year, lieutenants with twenty or more years of
service may buy-back one (1) week vacation by submitting a written request in the thirty (30) day
period prior to the start of the respective eligible year. The vacation buy-back will be paid in the first
payroll of the subsequent month.
ARTICLE 21: SICK LEAVE
Section A. Accumulation A Lieutenant in continuous service for the Town of North Andover
who has completed six months of service shall be allowed six(6)days leave with pay and thereafter
shall be allowed leave of one and one-quarter(1.25)days for each month of service,provided such
leave is caused by sickness or injury or by exposure to contagious disease. An employee who is
in a no-pay status, shall cease accruing sick leave.
Section B. Unused Leave Lieutenants shall be credited with the unused portion of leave granted
under Section A above.
Section C. Additional Leave If the amount of leave credited provided under Sections A and B
above has been or is about to be exhausted, a Lieutenant may make application of additional
allowance to that provided in Section A. Such application shall be made to the Town Manager
who is authorized to grant such additional allowance as he may determine to be equitable after
reviewing all circumstances including the employee's attendance and performance record prior to
conditions supporting his/her request for the additional allowance.
Section D. Sick Time Use Sick leave must be authorized by the Chief of Police and must be
reported, electronically on the department's software . Five (5) sick days, per calendar year, may
be used for family illness.
Section E. Physician's Certificate A physician's certificate of illness shall be submitted by the
employee after four (4) days absence to the Chief of Police before leave is granted under the
provisions of this Article. This certificate shall be forwarded by the Chief of Police to the Town
Manager.
Section F. Medical Examination The Town Manager may, of his/her own motion, require a
medical examination of any Lieutenant who reports his/her inability to report for duty because of
Police Lieutenants Agreement 7/1/24 to 6/30/27 Page 17
illness that has lasted longer than four days. This examination shall be at the expense of the Town
by a physician appointed by the Town Manager.
Section G. Restrictions Injury, illness or disability, self-imposed, shall not be considered a
proper claim for leave under this section.
Section H. Conflict Nothing in this section shall be construed to conflict with MGL c41, §100.
Section I. Attendance Incentive There shall be an attendance incentive system under which
lieutenants with little or no sick leave used in a calendar year shall be granted additional days off,
with pay. The attendance and number of days off granted shall be as follows:
i. For zero (0) sick hours used, three (3) additional days off with pay; or
ii. For eight (8) sick hours or less used,two (2) additional days off with pay; or
iii. For more than eight(8) sick hours but for sixteen(16) sick hours or less used, one(1)
additional day off with pay..
Additional days off earned shall be taken in the following calendar year after which they are earned
and shall not be carried over into a subsequent calendar year.
Section J. Attendance Incentive
There shall be an attendance incentive system under which officers with little or no sick leave in a
calendar year can buy back sick days at their applicable daily rate under Article VIII, Section IA.
Officers shall submit a written request to the Chief s Office no later than December 31 st to express
their intent to participate in the Attendance Incentive. The attendance and buy back amounts shall
be as follows:
For zero (0) sick days used, five (5) sick days can be bought back; or
For one (1) sick day used, four(4) sick days can be bought back; or
For two (2) sick days used, three (3) sick days can be bought back.
In calculating"sick days used",the following absences shall not count: (1) Up to two occurrences
of sick leave of up to two days each, provided the employee submits a physician's note, with an
original signature of the physician, certifying that the officer was examined and found to be ill,
and the Chief approves this exception;and(2)for absences due to non-elective surgery of an injury
compensable under this section 4 of this Article, provided the period of convalescence (beginning
with the date of surgery) does not exceed six (6) weeks.
Buy back payments under this section will be made in July of the year following the calendar year.
Police Lieutenants Agreement 7/l/24 to 6/30/27 Page 18
ARTICLE 22: BEREAVEMENT LEAVE
Paid 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 Police Chief, 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 stating the circumstances that should be considered for granting Bereavement Leave.
ARTICLE 23: RETIREE SICK LEAVE PAYOUT
Section A.
A. An employee whose service is terminated by retirement or death shall be allowed a portion
of his/her accumulated sick leave as terminal leave. The following formula shall be used in
computing the amount of terminal leave to be allowed a retiring or deceased employee.
i. Twenty-five(25)whole years of continuous full-time service shall be considered 100%
service.
ii. An employee who qualifies for terminal leave shall be entitled to the same percentage
that the number of years of service bears to the 100% service factor of 25 years,
provided that in no case shall said leave be measured by more than 90 days accumulated
sick leave, or eighteen work weeks, whichever is less.
iii. In addition to the 90 days sick leave noted above in paragraph ii, an employee who
has accumulated more than 90 days of sick leave shall also receive a payment for
50% of the total number of sick days they have accumulated over and above 90, up to
a maximum of 30 additional days.
iv. Example #1: an eligible retiree with an accumulation of 150 sick days would be paid
for 90 sick days plus 50% of the remaining 60 days (30 days) for a total of 120 sick
days (90 + 30).
v. Employees promoted into the bargaining unit after January 1, 2006 shall be limited to
a maximum terminal leave payment of 90 days of pay. Officers hired on or after July
1, 2012 shall not receive more than 25 days' pay as terminal leave.
B. Eligible for retirement in accordance with the criteria, rules and regulations as set
forward by the Essex Regional Retirement System.
Section B. Treatment of Compensation Contrary to any other Section or subsection contained
within this contract and in accordance with all Federal, State and Essex Regional Retirement
System regulations, rules, regulations and procedures the following payments will be treated as
base pay and as part of compensation for pension and retirement purposes; straight time, holiday
pay, education incentive, vacation pay, longevity pay and differential pay.
Police Lieutenants Agreement 7/l/24 to 6/30/27 Page 19
Section C. Payment Schedule Terminal leave will be paid in accordance with the following
formula:
i. Terminal leave will be paid in full and prorated for the balance of the fiscal year
in which a Lieutenant terminates his/her employment.
ii. Payments will be made in increments equal to 1/12 of the total Terminal leave
due.
iii. Lieutenants will receive their first 1/12 payment on the first pay date following their
termination. Subsequent 1/12 payments shall be made on the first pay date of the
month beginning the month after the Lieutenant retires. The full balance of terminal
leave will be paid on the last pay date of the fiscal year in which the Lieutenant
retires.
iv. For example, if a lieutenant retires on Friday, February 2, 2024, the first 1/12
payment of terminal leave is due on the next pay date Thursday, February 8,
2024.The subsequent 1/12 payments will be made on Thursday,March 7,2024;
Thursday,April 4,2024,Thursday,May 2,2024; and Thursday,June 13, 2024.
The remaining balance of terminal leave will be paid on Thursday, June 27,
2024.
v. If terminal leave is due to the death of a Lieutenant, his/her estate will have the
option to waive the above formula and receive payment in full upon the date of
death.
Section D. Continued Health Insurance In the event that a Lieutenant dies on duty, the Town
agrees to provide 100% of the cost for Health Insurance for the surviving spouse and children for
a period of two (2) years from the death of the employee.
ARTICLE 24: INJURED ON DUTY LEAVE
A. Employees who sustain an injury in the performance of their duty shall be eligible to receive
injured leave in accordance with the provisions of M.G.L. c41, §I I IF, the appellate cases
interpreting said section, and analogous provisions of M.G.L. cl 52. Such determinations are
made in the first instance by the appointing authority, subject to recourse under the
grievance/arbitration procedure.
B. Employees claiming paid injured leave (including a recurrence of a prior injury) under
M.G.L. c41, §100, or related applicable sections, shall be required, as a condition of
eligibility for such compensation or reimbursement, to do the following:
i. Provide all requested information concerning the claimed injury and provide
affirmative evidence of incapacity for duty because of injury sustained in the
performance of his duty without fault of his own;
ii. Provide all release to the Town and its agents all relevant medical evidence and
documentation pertinent to the cause, diagnosis, and treatment of the injury for which
compensation or reimbursement is claimed;
Police Lieutenants Agreement 7/l/24 to 6/30/27 Page 20
iii. Undergo an examination by a physician or other medical specialist designated by the
employer to determine diagnosis, prognosis and recommendations for treatment, and
to advise the employer concerning issues of causation;
iv. Promptly notify the Town of any material change in medical condition, including, but
not limited to, any hospitalization or recommended surgery; and,
V. Take all reasonable steps to hasten his/her return to duty status, including avoiding
work or leisure activities which could foresee ably jeopardize or slow his/her recovery,
and adhering to all prescribed treatments and therapies.
C. An employee seeking or receiving injured leave may be denied such leave for any of the
following reasons:
i. Attempting to deceive or mislead a physician or medical specialist concerning his case;
ii. Failing to cooperate with the Town in obtaining medical or other evidence relating to
his injury, incapacity and treatment, in conjunction with initial and follow-up
evaluations and monitoring by the Department-designated physicians and medical
professionals; or
iii. Failing to make diligent efforts to comply with treatment and rehabilitation
recommendations of the employee's physician or engaging in activities that will
interfere with his/her prompt return to duty.
D. Employees receiving paid disability leave are not eligible to accrue other forms of paid leave
after 180 calendar days on such leave.
E. Nothing in this Article shall affect in any way the Town's ability to initiate retirement
proceedings for an employee who is medically incapacitated from resuming his usual duties.
F. The Union acknowledges the Town's right to monitor the rehabilitation of employees who
are unable to report to work due to incapacity, with the goal of returning the employee to
work as soon as the incapacitating condition allows it. Employees are obligated to cooperate
in this effort. Nothing in this Section or Article shall be deemed to impair or diminish the
right of an employee to examination and treatment by a physician of his/her choice.
G. The Town shall provide and maintain insurance for the purpose of paying the hospital,
medical, and surgical expenses incurred by an employee who is injured in the performance
of his duties.
ARTICLE 25: UNIFORM ALLOWANCE
Section A. Required Equipment The Town of North Andover agrees to supply all issued
equipment that it requires Lieutenants to carry and to replace said equipment when it becomes
worn, damaged or otherwise unserviceable.
Section B. Allowance The Town of North Andover shall provide each Lieutenant a uniform
allowance that will be available in full at the start of each new fiscal year. Each allotment must be
Police Lieutenants Agreement 7/l/24 to 6/30/27 Page 21
spent by June 301h of the fiscal year that the allowance was granted. Payment will be included in
the first bi-weekly paycheck issued in August of each year.
Section C. Schedule The annual clothing allowance shall be $1,450.
Section D. Departmental Specifications Expenditure of full uniform allowance shall not excuse
any Lieutenant from maintaining his/her uniform in compliance with departmental specifications.
Section E. Change in Uniform If there is a change the present uniform, the Town of North
Andover agrees to assume the cost of such change and will not be deducted from the regular
uniform allowance.
Section F. Damaged Uniforms The Town of North Andover agrees to replace uniforms damaged
or destroyed in the line of duty without cost to the employee.
ARTICLE 26: LIABILITY INSURANCE
The Town shall purchase and maintain a police professional liability insurance policy that will
include all Lieutenants with limits established as follows:
® $1,000,000 per person
® $1,000,000 per occurrence
® $1,000,000 in the aggregate for the year
ARTICLE 27: ADMINISTRATIVE ASSIGNMENTS
Section A. Division Commander Vehicle Lieutenants given the added responsibility of a
division commander will be assigned a department vehicle at the discretion of the Chief of Police.
Section B. Division Commander Differential
Lieutenants given the added responsibility of a division commander will receive a differential of
9.0%based on the salary schedule of the contract. The differential will be computed and paid on
a weekly basis and will be included as part of the computations for overtime and will also be
treated as part of compensation for pension and retirement purposes. Effective July 1, 2026, the
differential shall be 12.5%.
Section C. Fleet Manager
Effective July 1, 2025, the Lieutenant assigned as Fleet Manager will receive a $1,500 annual
stipend to be paid in the first payroll in July.
Section D. Communications Center Supervisor
1. The Lieutenant assigned the added responsibility of the Communications Center
Supervisor will receive a differential of five percent (5%) based on the salary schedule of
the contract;
Police Lieutenants Agreement 7/1/24 to 6/30/27 Page 22
2. The differential will be computed and paid on a weekly basis and will be included as part
of the computations for overtime and will also be treated as part of compensation for
pension and retirement purposes; and
3. The assignment of the Communications Center Supervisor shall be made by the Chief of
Police.
ARTICLE 28: WORKING CONDITIONS
Section A. Mutual Enforcement All parties to this agreement shall cooperate in the enforcement
of safety rules and regulations. Complaints with respect to unsafe or unhealthy working conditions
shall be brought to the attention of the Chief of Police and can become grounds for a grievance if
left unacted upon.
Section B. Vehicle Standards No Lieutenant shall be compelled to operate any motor vehicle
that does not meet the requirements of the Registry of Motor Vehicles or that has not been serviced
to the manufacturers specifications for severe duty use. This condition applies to all emergency as
well as standard equipment added to the police vehicle that is not normally supplied by the vehicle
manufacturer.
Section C. Vehicle Insurance All police vehicles that Lieutenants will operate will be properly
insured by the Town of North Andover at the expense of the Town of North Andover.
Section D. Repair Work No Lieutenant will be compelled to do any emergency repairs on any
vehicle or its equipment including the changing of flat tires.
Section E. Professional Training Opportunities All Lieutenants will be offered command
training courses, conferences, seminars, programs etc., as they become available through the
Municipal Police Training Committee, Massachusetts Chiefs of Police,International Association
of Chiefs of Police,United States or State Attorney General,District Attorney's Office or any other
Federal, State or Municipal Law Enforcement Agency under the following conditions and subject
to available funds and at the discretion of the police chief.
i. No out of state travel expense will be incurred by the Town.
ii. Lieutenants will not suffer loss of vacation, compensation or personal time for
the opportunity to attend said events.
iii. Lieutenants whose scheduled tour of duty does not coincide with the
aforementioned training will not be compelled to attend an eight hour program
and work his/her scheduled shift back to back. The Lieutenant will be
reassigned off his/her shift to the training session at no additional cost to the
Town.
Section F. Command Training All newly appointed Lieutenants will be required to attend
Command Training within six months of his/her appointment.
Police Lieutenants Agreement 7/l/24 to 6/30/27 Page 23
Section G. Staff Meetings Lieutenants agree to attend staff meetings, not to exceed four hours,
every other month, when needed at the discretion of the police chief. Compensation will be in the
form of straight time off in accordance with department guidelines.
ARTICLE 29: LEAVE OF ABSENCE
Section A. Granting/Length The Town Manager or his/her designee may grant an employee's
request for a leave of absence without pay for medical or other reasons. Such leave shall not
exceed twelve (12) months without the express written permission of the Chief and the Town
Manager.
Section B. Request A written request seeking leave of absence will be submitted to the Town
Manager through the Chief of Police. The letter will detail the reasons for the request, how long
the leave will be and will be submitted at least four (4) weeks prior to the date that leave is
expected, except in the case of an emergency.
Section C. Service Time An approved leave will not constitute a break in service. However,
except for military service, a Lieutenant will not accrue seniority or other benefits during his/her
absence.
Section D. Continuation of Health Insurance A Lieutenant will not be entitled to any benefits
except to continue group health insurance coverage by paying the full monthly premium cost in
advance on a monthly basis.
Section E. Return to Work/Pay A Lieutenant returning to work will be placed at that step of
the salary schedule in which he left. Current pay rates will prevail for that step.
Section F. Denial Denial is not subject to grievance procedure.
ARTICLE 30: FIREARMS PERMITS
The Town shall pay for firearms permits issued and required under MGL c140, §131.
ARTICLE 31: WEAPONS PROFICIENCY
Section A. Frequency In order to enhance the level of training and proficiency in the use of
weapons,the parties agree that there shall be two weapons training sessions, lasting approximately
four(4) hours, every year. One of the two training sessions shall also include a qualification test;
the other session shall include such training as the Chief shall determine.
Section B. Requirement Police Lieutenants shall also be subject to the enhanced weapons
training requirements set forth in Section A above, but such lieutenants shall continue to receive
overtime outside scheduled work hours.
Police Lieutenants Agreement 7/l/24 to 6/30/27 Page 24
ARTICLE 32: DEFIBRILLATION PROFICIENCY
In order to enhance the level of services provided to the public by police lieutenants as first
responders, it is agreed that unit personnel will be required, as a condition of employment, to
undergo and successfully complete training in the use of defibrillators, and thereafter maintain
certification for such use in the course of their regular duties. The initial training shall be
conducted outside scheduled work hours and compensated under Article 14. Subsequent training
for re-certification shall be conducted during scheduled work hours, without additional
compensation.
ARTICLE 33: SUPPLEMENTAL LONGEVITY INCENTIVE
Section A. An employee who has attained twenty-five (25)years of service as an employee of the
Town of North Andover shall be eligible for the Supplemental Longevity Incentive ("SLI"). In
order to be eligible to receive the SLI benefit, an employee must submit a completed and executed
form, as set forth in Appendix 3 to this Agreement, on or before the last day of December
immediately preceding the July 1st start of the fiscal year in which the employee intends to
commence receipt of the SLI. Payment of the SLI benefit will be paid in the first payroll in July
of the following fiscal year in which the request form was submitted (i.e., December 2024
enrollment will be paid in July 2025).
Section B. An employee who satisfies both of the foregoing eligibility and notice requirements,
shall commence receipt of the SLI as of the date in the next fiscal year specified in the election
form (Appendix 3), and the employee thereafter shall remain a recipient of SLI for up to a
consecutive three (3) year period, ending on the earlier of either the end of the consecutive three-
year period or the separation date of the employee's employment with the North Andover Police
Department. During this consecutive three-year period,the employee will continue to receive any
regular longevity payment as specified in the collective bargaining agreement(Article 11, Section
A).
Section C. An employee who participates in the SLI shall be compensated in accordance with the
following schedule:
First Year SLI $2,000
Second Year SLI $2,000
Third Year SLI $2,000
The parties agree that these amounts are not cumulative.
Section D. A decision to participate in the SLI is non-revocable and once an employee has
completed participation in the SLI program, the employee shall no longer be eligible to receive
any longevity payment pursuant to the collective bargaining agreement. The allowance paid under
these provisions will be paid weekly and added to base pay; however, such increase shall not be
included in the overtime rate.
Police Lieutenants Agreement 7/l/24 to 6/30/27 Page 25
ARTICLE 34: MILITARY LEAVE
It is the policy of the Town of North Andover to comply with the Uniformed Services
Employment and Reemployment Act(USERRA), as well as the provisions of M.G.L. c. 33, s.
59. Members called to active duty by the State shall be considered on federal active duty for
purposes of this policy.
For the purposes of this section, the Town will follow the federal fiscal year of October 1
to September 30.
L PROCEDURES
1.1 A Town employee in the service of the armed forces of the commonwealth under sections
38, 40 or 41 (of M.G.L. Chapter 33) shall be entitled to receive pay without loss of ordinary
remuneration as a public employee and shall not lose any seniority or any accrued vacation
leave, sick leave, personal leave, compensation time or earned overtime during the first 30
consecutive days of any mission in any federal fiscal year. Thereafter, any such ordinary
remuneration shall be reduced by any amount received either from the United States or the
commonwealth as base pay for military service performed during the same pay period, and
there shall be no loss of any seniority or any accrued vacation leave, sick leave, personal leave,
compensation time or earned overtime. National guard duty performed under Title 32 of the
United States Code shall not be deemed service in the armed forces of the commonwealth under
sections 38, 40 or 41 for the purposes of this section.
1.2 A Town employee of the commonwealth in the armed forces of the commonwealth
performing duty under Titles 10 or 32 of the United States Code or in a reserve component of
the armed forces of the United States who is ordered to service for more than 30 consecutive
days (in any federal fiscal year) shall be paid the regular base salary as a public employee for
each pay period of such military leave of absence, reduced by any amount received either from
the United States or the commonwealth as base pay for military service performed during the
same pay period, and shall not lose any seniority or any accrued vacation leave, sick leave,
personal leave, compensation time or earned overtime.
1.3 A Town employee in the service of the awned forces of the commonwealth or a reserve
component of the armed forces of the United State shall be entitled to receive pay without loss of
ordinary remuneration as a public employee during service in the uniformed services, annual
training under section 60 or drills and parades under section 61, not to exceed 40 days in any
federal fiscal year. Employees shall not lose any seniority or any accrued vacation, sick, or
personal leave.
1.4 Except for emergency situations, or unless precluded by military necessity or is otherwise
unreasonable, employees called for active duty must request a Military leave of absence,
verbally or in writing, for the period of the leave, or may choose to resign.
1.5 A Town employee who request a Military leave of absence will be required to provide orders
as proof of active-duty service as soon as is practicable.
Police Lieutenants Agreement 7/1/24 to 6/30/27 Page 26
1.6 When, according to the above policy, the Town is required to pay the employee during
their military service, the Town of North Andover will make up any difference between an
employee's municipal base pay and military pay as defined by the Defense Finance and
Accounting Service.
1.6.1 —Example: An employee's weekly salary is $1,000. If the employee receives
$700 per week in military pay, the Town will supplement the remaining $300 to
make weekly remuneration whole.
1.7 When, according to the above policy, any leave overlaps, the time periods allowed for
employees to be on leave will run concurrently.
2. CONSIDERATIONS
2.1 Leave of absence for military service, when such service is required to meet the current
national or state needs or requirements for minimum training of citizens, shall not break the
continuity of service and the time of such leave shall be included in computing years of service
for vacation purposes.
2.2 Employees will not receive any military leave compensation for overtime pay, shift
differential or other premium pay that an employee could have worked/received if he/she was at
their employment rather than on deployment.
2.3 A Town employee returning from military service is generally entitled to the position that
would have been attained if for not the leave taken for military service. The exact position of
reemployment is determined by federal or state law and, where applicable, and may depend on
relevant collective bargaining agreements, personnel policies, and changes in the nature of the
work environment.
2.4 A returning Town employee is entitled to the pay-level that would have been attained if it
had not been for military service. This includes cost of living adjustments and length of
service increases (such as longevity), and step increases.
2.5 The returning Town employee is entitled to retirement credit as if his/her employment had
continued without interruption.
3. ACCRUALS & BENEFIT PROCEDURES
3.1 Employees who are called to military service pursuant to this policy shall not lose any
seniority, accrued vacation leave, sick leave, personal leave, compensatory time, or earned
overtime while on leave.
3.2 For the purposes of this section, "base pay for military service" shall not include
any skills pay, allowance or other stipend or benefit paid to the employee for the
employee's military service.
Police Lieutenants Agreement 7/l/24 to 6/30/27 Page 27
3.3 Town employees on Military leave are entitled to continue under the Town's health
insurance plan as provided under USERRA, 38 USC 4317 for up to 24 months or when the
employee fails to report or reapply for the position after his military service, whichever time
period is lesser.
3.3 Employees granted an unpaid military leave of absences for more than 30 calendar days
must pay the full cost (100%) of the premium directly to the Town, one month in advance of
coverage, in accordance with M.G.L. Chapter 32(B).
3.4 During periods of Military leave, the Town will deduct retirement contributions from any
payments of salary made by the Town to the employee that would otherwise be considered
"regular compensation," and the Town will make any other retirement contributions required
by law on the employee's behalf.
ARTICLE 35: LIMITED DUTY ASSIGNMENT - MATERNITY
Section A. The purpose of this Article is to ensure that female officers who are pregnant will be
fully utilized in a capacity that will not endanger the officer,the fetus,other officers,or the general
public. This language is intended to extend to the officer the opportunity to have her assignment
modified during the term of her pregnancy.
The Department and the Union recognize that pregnancy is not a disability. Each pregnancy is
different and pregnant officers have a right to be treated as individuals with decision about their
ability to work based upon their individual pregnancy and their respective assignment. The parties
further recognize that both state and federal law prohibit discrimination on the basis of pregnancy.
Accordingly, the fact that an officer is pregnant shall not be cause for any involuntary change in
her assignment. However, if it is determined that the officer is unable to perform the essential
functions of the current assignment or is placing herself, or other officer's, or the public's safety
in jeopardy, then the officer may be reassigned to a modified administrative duty assignment as
outlined below.
The parties further recognize that pregnancy is a personal and confidential matter. No officer shall
be required to disclose she is pregnant. Any officer who does disclose her pregnancy shall be
entitled to have all information relating to the pregnancy be confidential.
Section B. The Department and the Union recognize that an officer may desire a change in duty
assignment during their pregnancy due to concern for their safety and/or health. In addition, a
pregnant officer may become medically unable to perform the essential functions of their
assignment. Therefore,the Department will honor the request of any pregnant officer to be placed
in a modified administrative duty assignment. The officer shall submit such a request in writing
to the Police Chief, along with a written notification of pregnancy from a medical doctor,
physician's assistant, or nurse practitioner. The officer will not be required to submit any further
documentation to be moved to a modified administrative duty assignment. After a written request
is received, the Department shall immediately assign the officer to a modified administrative duty
assignment.
Police Lieutenants Agreement 7/l/24 to 6/30/27 Page 28
Section C. The modified administrative duty assignment shall be the Police Chief s decision and
the workday shall be a Monday through Friday, 7:45 a.m. to 4:15 p.m. shift. The officer can
continue to receive the same incentive(s) she was receiving prior to the reassignment or she can
opt not to receive the incentive(s) and instead receive compensatory days in the same manner as
other officers assigned to a 5 and 2 schedule.
Section D. During the modified administrative duty assignment, the officer shall not wear the
Department issued uniform nor shall she carry a weapon. The officer shall not be eligible for any
overtime and/or details. The officer shall be exempted from qualification with her weapon and
shall not be required to requalify until she resumes her full duty assignment.
Section E. A pregnant officer shall be eligible to take accrued leave during her pregnancy and
post-delivery. The officer shall be entitled to all benefits and rights under the Family Medical
Leave Act (FMLA).
ARTICLE 36: UNION DUES
All employees covered by this Agreement who are not members of the Union may pay to the
Union monthly an Agency Fee equal to, but not to exceed, monthly union dues. This provision
shall be effective within (30) days after the date of execution of this Agreement. The treasurer of
the Town of North Andover shall remit the aggregate amount to the treasurer of the Union along
with a list of employees who have said agency fee deducted.
ARTICLE 37: SHIFT SWAPS
Shift swaps will be requested electronically via the Department's attendance software, signed by
both officers, and submitted to the Chief or designee for approval. Once approved, the swapped
shift becomes the responsibility of the officer who has swapped on it. That officer must appear
for the shift or he/she will be docked the equivalent amount of pay. Officers who swap off a
shift may not work for the Department during those shift hours (not including details) without
the prior consent of the Police Chief. Lieutenants are not limited in the amount of shift swaps.
Decisions made by the Chief or designee shall be subject solely to the Step 3 grievance
provisions of this Agreement.
Shift swaps are only available to Shift Lieutenants. Division Commanders are not eligible for
swaps.
ARTICLE 38: FAMILY AND MEDICAL LEAVE ACT AND MASSACHUSETTS
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
Police Lieutenants Agreement 7/1/24 to 6/30/27 Page 29
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 the Chief of Police, in writing, at least 30 days in
advance of their need for family medical leave, including when the leave is 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 (including pregnancy and
childbirth), or for the employee to care for an immediate family member with a serious
Police Lieutenants Agreement 7/l/24 to 6/30/27 Page 30
health condition may be consecutive, intermittent, or on a reduced hour schedule subject
to medical certification. Leave for a non-birthing parent 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, if approved by the Chief, intermittently in blocks of time as set forth in paragraphs i.
through v. below, up to a total of twelve (12) weeks:
i. Unless the leave is taken in a single block of twelve (12) consecutive weeks, a
"block" of FMLA leave for this purpose shall be measured in two-week
increments of either two (2), four (4), six (6), eight (8), or ten (10) week blocks.
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
to care for an immediate family member with a 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. Usage of leave under FMLA excludes application to sick leave banks.
The Town of Not 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 I of this Article is not a complete
recitation of the Family Medical Leave Act. Where the language of the contract is silent,
the language of the respective statute and accompanying regulations shall control.
Police Lieutenants Agreement 7/l/24 to 6/30/27 Page 31
Section 2. Massachusetts Parental Leave Act.
a) Pursuant to G. L. c.149, § 105D, 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
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.
Police Lieutenants Agreement 7/l/24 to 6/30/27 Page 32
ARTICLE 39: RE,SIDENCY
Effective 07/01/2024 the Parties agree that the residency limit for members of the bargaining unit
is any City or Town within twenty (20) miles of any boundary of the Town of North Andover,
inside or outside of the Commonwealth of Massachusetts.
Employees hired before 07/01/2024 shall be grandfathered in their current residency for the
duration of their employment.
ARTICLE 40: TIME ®WED
If a request for time owed has not created a fill 24 hours before the start of the shift or less, the
request for time owed will be approved and not revolted if a fill is later created.
ARTICLE 41: LIGHT DUTY
1. The Chief of Police may offer limited/light duty to Lieutenants who become injured,
whether on or off duty, provided that in'the Chief's discretion there is an adequate
amount of limited/light duty work available and provided that the limited/light duty
assignment is consistent with the Lieutenant's individual medical limitations. Examples
of duties that may be assigned to Lieutenants on limited/light Duty are described in
paragraph 11 below.
2. At the discretion of the Chief, a Lieutenant on limited/light duty may be prohibited
from wearing their uniform so as not to be called upon by the public to perform police
duty that may jeopardize their injury.
3. The Lieutenant will be assigned by the Chief to a shift that in the opinion of the Chief
will increase the effectiveness of the Police Department. If possible, the Lieutenant will
be assigned to his/her normal shift.
4. While performing limited/light duty, Lieutenants shall be paid at their regular hourly
rate.
5. A Lieutenant on limited/light duty shall not be eligible for details or overtime.
6. If a Lieutenant whose injury was incurred on duty works less than a full week of
limited duty, the Lieutenant shall be considered to be on injured on duty status for that
portion of the regular work week during which the Lieutenant does not perform limited
duty. The Lieutenant shall be paid for such time in accordance with G. L. c. 41, Section
111F.
7. If a Lieutenant whose injury was incurred off duty works less than a frill weep of
limited/light duty, the Lieutenant may use their individual sick time, if available, for
that portion of the regular work week during which the Lieutenant does not perform
Police Lieutenants Agreement 7/l/24 to 6/30/27 Page 33
limited/light duty. If the Lieutenant's sick time is exhausted, the Lieutenant may use a
combination of other forms of individual paid time off and/or unpaid time off.
8. Limited/light duty shall be temporary. The duration of the limited/light duty assignment
shall be determined by the Lieutenant's individual prognosis. Reasonable extensions
may be granted provided that the Chief determines there is an adequate amount of
limited/light duty work available and there is sufficient medical documentation to
support the extension. However, in no event shall limited/light duty be allowed for a
period of more 180 calendar days.
9. A review of the Lieutenant's injury will be made periodically to determine the
likelihood and the timetable for their return to full duty. The review shall consist of a
review of the findings of the Lieutenant's treating physician and may also consist of a
functional capacity assessment and/or an examination by a physician chosen and paid
for by the Town. If the two physicians' findings disagree, the Lieutenant may be
examined by a third physician selected by and paid for by the Town, whose findings
shall be binding. If after 180 calendar days, the Lieutenant is unable to return to full
duty, the Chief reserves the right to return the Lieutenant to injured-on-duty status or, if
the injury is not work-related, the Lieutenant may be permitted to use their individual
sick leave or, if exhausted, other forms of individual paid time off or unpaid time off
for their continued absences.
10. Any Lieutenant not complying with the limited/light duty provisions may forfeit
compensation during the period of time they were in violation.
11. Duties that may be assigned to a Lieutenant on limited/light duty include, but are not
limited to the following:
a. Maintain and update police records, and be a report review Lieutenant;
b. Update teletype information such as warrants, green sheets, etc.;
c. Assist the CID with school or neighborhood problems;
d. Transport drugs and evidence to the State lab;
e. Attend and help coordinate training;
f. Assist in writing reports;
g. Assist the CID with records and reports;
h. Assist the Dispatcher during peak hours or when needed; and
i. Any and all administrative, clerical or other duties that may be assigned by the
Chief.
12. A Lieutenant who is on limited/light duty assignment may be afforded time off without
loss of pay for medical examinations, treatment, and rehabilitation as needed, in
connection with their injury. Such time off will be with the prior approval of the Chief
(which approval shall not be unreasonably withheld), and upon the submission of
satisfactory documentation detailing the necessity of such an examination, treatment, or
Police Lieutenants Agreement 7/l/24 to 6/30/27 Page 34
rehabilitation, and the necessity of such to enable the Lieutenant to return to full police
duty as soon as possible.
13. A Lieutenant on limited/light duty will not replace a Lieutenant on a regular schedule.
14. Any dispute regarding the interpretation or application of this Article is subject to the
grievance procedure up to Step 3 only.
ARTICLE 42: VOLUNTEERING
Farmer's Market Volunteering. The number of volunteers from the Union is capped at three (3)
volunteers on a first come-first served basis. The list of volunteers shall rotate on an annual basis
giving all members access to this benefit.
Members of the Union are not eligible to participate in the Volunteer Policy per the Town's
Personnel Policy.
ARTICLE 43: SUPERVISORY DUTY STIPEND
Effective July 1, 2025, the parties agree to eliminate the current specialty stipends and replace
them with a 3% supervisoiy duty stipend for all Lieutenants, calculated on each Lieutenant's
annual salary as set forth in the salary schedule, not including longevity, overtime or educational
incentive. This agreement is not to impact the accreditation stipend or Fleet Manager stipend.
The 3% stipend shall be paid bi-weekly.
The parties acknowledge that the Chief has the right to assign and re-assign all
Lieutenants' specialty work.
This stipend is intended to compensate the Lieutenants for this important contribution to the
Department, and the Lieutenants understand that the Chief may assign specialty work and
assignments at his/her sole discretion. The Chief may assign one Lieutenant with several
specialty assignments and a different Lieutenant with none. Those assignments could, and likely
will change over time.
Effective July 1, 2026, the Supervisory Duty Stipend shall be increased to 4%.
ARTICLE 44: DURATION OF AGREEMENT
This Agreement covers the three-year period from July 1, 2024 through June 30, 2027 and shall
be subject to funding of economic items by Town Meeting. This agreement shall remain in full
force and effect until a successor agreement has been negotiated and takes effect.
Police Lieutenants Agreement 7/l/24 to 6/30/27 Page 35
Executed this\ � day of August 2024
NORTH ANDOVER
POLICE LIEUTENANTS TOWN OF NORTH ANDOVER
Mich
Lieutenanta Davis lis'8a t ph " Zodrigues, Town Manager
...........
..........
Lieutenant Stephen Diluirlico Denise Y as
Depy, -T .11 3anager
S LECT BO
,t11 1�4<he U11 an
"""ac'"
ry Q -Smed�(peiriai (-�Abem� ile
Laura Bates
B e, Uh'a IVI �0
lice Phillips
0�
David Kres
Police Lieutenants Agreement 7/l/24 to 6/30/27 Page 36
APPENDIX 1
TOWN OF NORTH ANDOVER
POLICE DEPARTMENT
NOTICE OF ELECTION TO PARTICIPATE IN THE
SUPPLEMENTAL LONGEVITY INCENTIVE
TO: Police Chief DATE:
FROM:
SUBJECT: Supplemental Longevity Incentive
In accordance with Article , I hereby give notice of my election to participate in the
Supplemental Longevity Incentive (SLI) for a consecutive three-year period commencing on
the first payroll in July of the following fiscal year in which the
request form was submitted. I understand that this election is irrevocable once executed and
submitted to the Department and that, upon the conclusion of the consecutive three-year period
my base salary shall revert to that provided by the collective bargaining agreement then in effect
for non-SLI annual base salary applicable to my rank or position. I also understand that at the
conclusion of the consecutive three-year period, I will no longer be eligible to receive any
longevity payment pursuant to the collective bargaining agreement.
The amount of money that I will be entitled to receive bi-weekly will be calculated by
dividing the $1,000 that I am eligible to receive by 26 (the number of pay periods in a 12-month
period). Although this bi-weekly amount will be added to my base salary, it will be excluded for
purposes of calculating my overtime rate.
I fully understand the terms and conditions as outlined in Article and of this election
form, and I agree to be bound by all such terms and conditions.
Signature Print Name
cc: Town Manager
Personnel Record
Police Lieutenants Agreement 7/1/24 to 6/30/27 Page 37