Loading...
HomeMy WebLinkAbout7/1/2025 - 6/30/2028 AGREEMENT BETWEEN TOWN OF NORTH ANDOVER NEPBA,, LOCAL 102 COMMUNICATIONS OFFICERS EFFECTIVE JULY I, 2025 to JUNE 30, 2028 ----------- TABLE OF CONTENTS Article I Preamble 4 Article II Recognition Clause 4 Article III Non-Discrimination 4 Article IV Management Rights 4 Article V No Strikes 5 Article VI Stability of Agreement 5 Article VII Union Business 6 Article VIII Dues Deductions 6 Article IX Rules and Regulations 7 Article X Past Practices 7 Article XI Personnel Records 7 Article XII Grievance and Arbitration Procedures 8 Article XIII Discipline and Discharge 10 Article XIV Probationary Employees 10 Article XV Unpaid Leave of Absence 11 Article XVI Bereavement Leave 11 Article XVII Educational Reimbursement 11 Article XVIII Personal Leave 12 Article XIX Jury Leave 12 Article XX Military Leave 12 Article XXI Terminal Leave 15 Article XXII Worker's Compensation 15 Article XXIII Length of Service Bonus Payments 16 Article XXIV Uniform Allowance 16 Article XXV Holidays 17 Article XXVI Vacation Leave 18 Article XXVII Sick Leave 19 Article XXVIII Liability Insurance 21 Article XXIX Call Back 21 Article XXX Work Schedule 21 Article XXXI Night Differential 22 Article XXXII Seniority 22 Article XXXIII Overtime 23 Article XXXIV Swap Policy 24 Article XXXV Safety and Health 24 Article X XVI Miscellaneous 25 Article XXXVII Compensation 25 Article XXXVIII Performance Evaluation 27 Article XXXIX Direct Deposit 27 Article XL Small Necessities Leave Act 27 Article XLI Family and Medical Leave Act and Mass Parental Leave Act 28 Article XLII Part-Time Communications Officer 31 Article XLIII Accreditation Stipend 32 NEPBA,Local 102(Communications Officers)7/l/26 to 6/30/28 Page 2 -- --- ---- -- - Article XLIV Extra Duty Road Details 32 Article XLV Attendance Incentive 33 Article XLVI Announced Retirement Pay 34 Article XLVII Sick Leave Bank 34 Article XLVIII Duration of Agreement 36 APPENDIX A Job Descriptions 38 APPENDIX B Performance Evaluation 43 NEPBA,Local 102(Communications Officers)7/1/26 to 6/30/28 Page 3 ARTICLE I -PREAMBLE This Agreement is made and entered into by and between the Town of North Andover, Massachusetts, acting by and through its Town Manager, (hereinafter referred to as the "Town"), and the New England Police Benevolent Association(NEPBA) Local 102 (hereinafter referred to as the "Union"). ARTICLE II -RECOGNITION CLAUSE Pursuant to the decision of the Massachusetts Labor Relations Commission,Case MCR4353,dated April 11, 1995, the Town hereby recognizes the Union as the sole and exclusive representative of all full-time and regular part-time Communications Officers in the Town of North Andover, excluding the communications supervisor, on-call part-time Communications Officers, and all managerial, confidential, casual and all other employees of the Town of North Andover, for the purposes of bargaining with respect to wages, hours of work and working conditions. ARTICLE III -NON-DISCRIMINATION Section 1. The Town and the Union agree not to discriminate in any way,including discrimination in training, promotions, transfers, layoffs, or discharge, against employees covered by this Agreement because of race, religion, creed, color, national origin, sex, or age. Further, the Town and the Union will not discriminate against employees based upon Union membership or non- membership or participation in or non-participation in Union activities. ARTICLE IV-MANAGEMENT RIGHTS Section 1. The employer reserves and retains sole and exclusively all of its common law,statutory, and inherent rights as existed prior to the execution of this agreement, as long as such rights are 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 and to relieve employees of work or layoff employees for reasons of economy or other legitimate reasons; to determine the number of classifications of employees to be utilized; to determine the types of 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; any other matter so long as such reasonable rules and regulations NEPBA,Local 102(Communications Officers)7/l/26 to 6/30/28 Page 4 governing operations; and so long as the regulations are not in conflict with the specific terms of the Agreement. Such rules will be enforced and in effect upon being posted in the Department and a copy of such rules prior to posting shall be furnished to the Union. ARTICLE V- 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, 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, the Union (at the request of the Employer), 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. Section 3. In consideration of the performance by the Union of its obligations under Sections 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 and otherwise discipline any employee who violates Section 1 above in accordance with the provisions of the Massachusetts General Laws, Chapter 150E, Section 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 VI - STABILITY OF AGREEMENT This Agreement incorporates the entire understanding of the parties on all issues which were or could have been the subject of negotiations. The Union and Town acknowledges that during the negotiations which resulted in the Agreement,it had the unlimited rights and opportunities to make demands and proposals with respect to all proper subjects of collective bargaining;that all subjects have been discussed and negotiated and that the agreements contained in the Agreement were arrived at after free exercise of such rights and opportunities. No amendments, alterations, or variations of the terms or provisions of the Agreement shall bind the parties unless made and executed in writing by the parties. The failure of the Employer or the Union to insist,in any one or more situations,upon performance of any of the terms or provisions of this agreement shall not be considered a waiver or relinquishment of the Employer or the Union to the future performance of any term or provision, and the obligation of the Union and the Employer to such future performance shall continue. NEPBA,Local 102(Communications Officers)7/1/26 to 6/30/28 Page 5 ARTICLE VII -UNION BUSINESS Section 1. Leave for Union Business - Union negotiating committee members shall be allowed time off from their regular duties to attend collective bargaining sessions with the Town. The negotiation committee shall include no more than three (3) employees. The Union Steward shall be allowed reasonable time to meet with employees and Town Officials to investigate and present grievances during regular working hours,provided he/she obtains the Police Chief s or designee's approval and does not interfere with Town operations. No more than two (2) persons shall be designated as Union Stewards. Section 2. Union Representatives on Premises -The Town agrees to permit representatives of the New England Police Benevolent Association to enter the premises for individual discussions of working conditions with an employee provided care is exercised not to unduly interfere with the performance of the duties assigned to the employee and further that they notify the department head beforehand. ARTICLE VIII -DUES DEDUCTIONS Section 1. NEPBA Dues - Employees covered by this agreement may, on the prescribed form, authorize payroll deductions for the purpose of paying NEPBA dues. No authorization shall be allowed for payment of initiation fees, assessments or fines. Dues shall be deducted bi-weekly and the funds shall be remitted to the Treasurer of NEPBA on the fifteenth day of each month. Any such deduction for any employee shall be terminated by the Town Treasurer whenever the employee shall submit to the Town Treasurer a signed request giving sixty (60) days notice that said deduction is to be terminated. Section 2. Agency Service Fees a. In accordance with Massachusetts General Laws Chapter 150E, § 12,it shall be a condition of employment that all employees in the bargaining unit who are not members of the Union and who have been employed for thirty(30)days or more, shall pay to the Union an agency service fee to defray the costs of collective bargaining and contract administration in an amount equal to the current regular Union dues. Such payment shall be made on or after the thirtieth (30th) day following the bargaining of such employment or the effective date of this Agreement, whichever is later. b. The Town agrees to deduct bi-weekly from the pay of such employees who properly authorize it, all agency service fees which are owed to the Union. c. The Union agrees to indemnify the Town for any financial liability or legal expense which the Town may incur in complying with this Article. No member of the bargaining unit whose employment is covered by this Agreement shall be required to join the Union or pay an agency fee to the Union as a condition of employment with the Town. NEPBA,Local 102(Communications Officers)7/1/26 to 6/30/28 Page 6 Section 3. Notification to Town - The Union will initially notify the Town as to the amount of dues. Such notification will be certified to the Town in writing over the signature of an authorized officer of the Union. ARTICLE IX-RULES AND REGULATIONS The Town and its elected and appointed officials have the right to promulgate reasonable rules and regulations pertaining to the employees covered by this Agreement, as long as such rules and regulations do not directly conflict with the express terms of conditions of this Agreement. ARTICLE X-PAST PRACTICES Section 1. -All rights and working conditions uniformly enjoyed by the employees at the signing of this Agreement,which are not included in this Agreement, shall remain in full force and effect, unchanged and unaffected in any manner during the term of this Agreement unless changed in accordance with the provision of Section 2. Section 2. - The following procedures will be observed in connection with modifying past practices: a. The Town shall give the Union specific written notice of the contemplated change; b. The parties shall engage in good faith bargaining concerning the change under the provisions of Chapter 150E of the Massachusetts General Laws; and c. If good faith bargaining does not result in complete agreement on the proposed elimination or modification within a reasonable period of time,the Town may implement its last stated position on written notice to the Union, and such action in modifying past practices shall automatically become a subject of bargaining during negotiations between the parties on the next collective bargaining agreement. ARTICLE XI—PERSONNEL RECORDS Section 1. No materials originating from the Police Department derogatory to an employee's conduct, service, character or personality shall be placed in the personnel files 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 contents 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 answer shall be attached to the 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 an opportunity to reply. NEPBA,Local 102(Communications Officers)7/1/26 to 6/30/28 Page 7 Section 4. Any employee shall have the right to examine all material in his/her personnel file with a Union representative if requested by the employee. A copy of any such material shall be furnished to the employee at his/her request. Section 5. The Town will comply with M.G.L. Chapter 149, Section 52C, Personnel Records. ARTICLE XII - GRIEVANCE AND ARBITRATION PROCEDURES Section 1. Grievance Procedure Defined-For the purpose of this Agreement, a grievance shall be defined as a complaint between the Employer and the Union or, to the extent set forth below, an individual employee, involving an alleged specific and direct violation of a specific and express provision of this Agreement. The grievance and arbitration procedures,to the extent that the latter apply, shall be the sole and exclusive means of resolving such grievances. Section 2. Interpretation of Time Limits - A grievance which is not initiated within the time periods specified below shall be deemed to have been waived. Failure of the Union to appeal a decision within the time limit specified shall mean that the grievance shall be considered settled on the basis of the decision last made and shall not be eligible for further appeal. Failure of the Administrative Services Director, Chief of Police, or Town Manager or designee to answer an appeal within the time limit specified shall mean that the appeal may be taken immediately to the next step in the procedure. The time limits herein set forth may be waived or extended by mutual written agreement by the parties. Section 3. Procedural Steps and Time Limits Step 1. Administrative Services Director —No later than five (5) working days after the event giving rise to the grievance, or five (5) work days after the employee should reasonably have learned of the event giving rise to the grievance, whichever is later, the employee must submit a written grievance to the Administrative Division Commander, or his/her designee. The written grievance must contain the specific term(s) allegedly violated by the Town on the basis for claiming said violation. The failure to do so will be sufficient grounds to refuse to process the grievance. Within five (5) work days after receiving the grievance, the Administrative Services Director and the employee shall meet to discuss the grievance. The Administrative Services Director shall give his or her written answer within five (5)work days of said meeting. Step 2. Chief of Police—If the grievance is not settled in Step 1,the employee,no later than five (5) work days after receipt of the immediate supervisors' response to the grievance or when said response is due,whichever is earlier, may file a written appeal to the Chief of Police. Within five (5) work days after receipt of this appeal the Chief and the employee shall meet to discuss the grievance. The Chief shall give his or her written answer within five (5) work days of said meeting. Step 3. Town Manager—If the grievance is not resolved at Step 2, the grievance may be presented to the Town Manager or designee within five (5) work days after the NEPBA,Local 102(Communications Officers)7/1/26 to 6/30/28 Page 8 ............................. response from the Chief of Police, or when said response is due, whichever is earlier. The Town Manager or his/her designee may meet with the employee within ten (10) work days of the presentation of the grievance at Step 3. The Town Manager or his/her designee, shall give his/her written answer to the grievance within ten (10) work days after such meeting, and said answer shall be final and binding on the employee and the Town. Section 4. Arbitration- 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 Arbitration 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 fees and expenses of the Arbitrator, tribunal or the American Arbitration Association shall be shared equally by the parties. Each party shall bear the expense of its own representation at the arbitration proceedings, witnesses, and for the preparation of its own case. If either party desires a verbatim record of the proceedings, it may cause such a record to be made,provided that it pays for such a record and agrees to make copies available to the other parry at cost. If arbitration fees or expenses are incurred by the Town and not paid by the Town,neither the Union nor its members shall be responsible for payment. Any decision of an Arbitrator which requires that payment of moneys which are not presently appropriated shall not be acted upon until the necessary budgetary action is taken by the Town Meeting or other authority. The Arbitrator's decision shall be final and binding on the parties except: a. As provided in Massachusetts General Laws Chapter 150C; or b. Where the decision of the Arbitrator violates or misinterprets any federal or state laws or any rules and regulations duly promulgated by federal and state agencies pursuant to such laws. Section 5. Limitations on Arbitration. Notwithstanding anything to the contrary, no dispute or controversy shall be subject to arbitration unless it involves only an alleged specific and direct violation of an express provision of this Agreement. The Arbitrator shall have no power to add to, subtract from or modify any of the terms of this agreement. The parties are agreed that no restrictions are intended on the rights and powers of the Employer except those specifically and directly set forth in express language in specific provisions of this Agreement. The Arbitrator shall arrive at his/her decision solely upon the facts,evidence and contentions as presented by the parties during the arbitration proceedings. The Arbitrator shall have the power to direct a resolution of the dispute up to and including restoration of the employee's job and/or the award of full or partial restoration of all compensation NEPBA,Local 102(Communications Officers)7/1/26 to 6/30/28 Page 9 and privileges as to the Arbitrator deems warranted, if the Arbitrator concludes that the Town violated the Agreement. Any incidents which occurred or failed to occur prior to the effective date of this Agreement shall not be subjected to grievance or arbitration procedures under this Agreement or other recourse. Section 6. Miscellaneous. No reprisals of any kind will be taken by the Employer,Town Manager, or any member of the Select Board against any party in interest or any participant in the grievance procedure, by reason of such participation. The parties may by mutual agreement submit more than one pending grievance to the same Arbitrator. ARTICLE XIII-DISCIPLINE AND DISCHARGE Section 1. Except as otherwise provided in this Agreement, no employee covered by this Agreement shall be disciplined or discharged without just cause. Section 2. Employees covered by this Agreement who have completed their probationary period may appeal such discharge or discipline 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. Article XIV—PROBATIONARY EMPLOYEES All employees and those hired after a break in continuous service shall be regarded as probationary employees for the first twelve (12)months of their employment, except as provided in the next paragraph. The Town has the right to extend probationary periods for up to six additional (6) months provided that the employee is given the opportunity to meet with a management representative to discuss the reasons for the probationary period extension and the Union is notified of the Town's intentions. The employee shall have the right to Union representation at the meeting. Said meeting shall take place thirty (30)to sixty (60) days prior to the end of the original probationary period. Probationary employees may be discharged as exclusively determined by the Town Manager and no such discharge of a probationary employee may be made the subject matter of the grievance procedure of this agreement by either employee or employees affected or by the Association. The Police Chief, with the permission of the Town Manager or his/her designee, may extend the employee's probationary period for a period of time equivalent to the number of days the employee was absent during the probationary period. For example, if the employee is absent for 5 working days, the probationary period may be extended for an additional five (5) working days. NEPBA,Local 102(Communications Officers)7/l/26 to 6/30/28 Page 10 ARTICLE XV- UNPAID LEAVE OF ABSENCE a. The Town Manager,or his/her designee,may in his discretion grant an employee's request for a leave of absence without pay for good and sufficient reasons. Such a leave shall, if granted, generally not exceed twelve (12) months. b. An employee seeking a 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 a leave of absence and as to the duration of any leave approved. c. An approved leave of absence shall not constitute a break in service. However, an employee on an approved leave, other than for military service shall not accrue seniority or other benefits for the period of the leave. An employee on approved 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. d. An employee returning to work after an approved leave of absence will be placed at that step of the salary schedule at which he was being paid prior to said leave of absence. ARTICLE XVI - 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 Chief of Police, 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 XVII - EDUCATIONAL REIMBURSEMENT A continuous full-time employee who has completed one (1) year of service with the Town, or regular part-time employee who has completed two (2) years of service with the Town, shall be eligible to receive educational reimbursement as follows: a. Reimbursement will be provided in accordance with provisions of this Article, provided the employee receives an advanced favorable recommendation by the Police Chief and approval by the Town Manager, subject to the appropriation of funds. Reimbursement for regular part-time employees will be pro-rated based on the ratio of regular hours worked to the regular workweek of full-time employment. NEPBA,Local 102(Communications Officers)7/l/26 to 6/30/28 Page 11 b. Course must be offered outside normal working hours. Hardship cases may be discussed with the Police Chief subject to the approval of the Town Manager. c. Course contents must be job-related and approved. d. Course cost must be approved in advance. e. Educational reimbursement of 100%will be made for registration fees, books, and tuition based upon a passing grade of C or better. f. Grade and payment certification is required before reimbursement. g. 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. ARTICLE XVIII-PERSONAL LEAVE All employees after completion of their probationary period may, with the prior approval of the Police Chief or the Administrative Services Director,use up to four(4) days in each fiscal year for personal reasons. These days may be used to extend vacation (or a holiday) with two (2) weeks advance notice and approval by the Police Chief or Administrative Services Director. Except in cases of emergency, personal days require twenty-four (24) hours advance notice. Unused personal leave cannot be carried over into next fiscal year. Any employee completing their probationary period in the month of June shall be awarded their personal days on June 1st Only two employees may use personal/vacation or ILOH (In-Lieu of Holiday) days on the same calendar day." ARTICLE XIX-JURY LEAVE An employee shall provide as much notice as possible when called for jury duty and shall provide notice of the dates of such jury duty. Employees shall be compensated for jury duty in accordance with Massachusetts General Laws, Chapter 234A. ARTICLE XX- 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. NEPBA,Local 102(Communications Officers)7/1/26 to 6/30/28 Page 12 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 armed 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. 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. NEPBA,Local 102(Communications Officers)7/1/26 to 6/30/28 Page 13 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. 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). NEPBA,Local 102(Communications Officers)7/1/26 to 6/30/28 Page 14 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 XXI - TERMINAL LEAVE The following sections shall be incorporated in the computation for payment of terminal leave: Length of Service Bonus; Vacation Leave; and Sick Leave. An employee who retires 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 employee. a. Twenty-five (25) whole years of continuous full-time service shall be considered 100% service. b. 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 twenty-five (25) years provided that in no case shall said leave be measured by more than sixty (60) 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 twenty (20) days accumulated sick leave or four (4)work weeks, whichever is the lesser. c. Upon the death of an employee, benefits shall be paid to the estate of the deceased. ARTICLE XXII -WORKER'S COMPENSATION If an employee, who has been absent from work and collected sick pay, and has this absence declared eligible for worker's compensation benefits, the following shall take place: a. Those days paid and charged to sick pay during this absence will be credited back to the employee based upon the difference between the gross pay paid under sick pay benefit and the portion determined to be collected under worker's compensation. b. The first check received by the employee from worker's compensation shall be turned over to the Town to reimburse the Town for the payments made to date under sick pay benefit and becomes the basis for determining the credits due the employee for sick days. c. Once it has been determined the amount the employee is to receive under worker's compensation, the difference between one's regular gross week's pay and the worker's compensation payment will be paid by the Town and be charged against accrued sick days. NEPBA,Local 102(Communications Officers)7/l/26 to 6/30/28 Page 15 This difference will continue until the employee exhausts his or her sick pay benefits or until the employee returns to work, whichever comes first. The employee will not accrue sick pay or vacation benefits while out on worker's compensation. ARTICLE XXIII- LENGTH OF SERVICE BONUS PAYMENTS a. An employee of the Town who has been in continuous full-time or regular part-time employment in a position shall be paid, in addition to the compensation received under Article XXXVIII—Compensation annual increments determined as follows: Length of Service 7/1/22 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 Length of Service Bonus will be pro-rated for regular part-time employees. b. An employee will become eligible for the Length of Service Bonus increments on the 5th, 10th, 15th, and 25th anniversary date of his or her employment. c. An employee who qualifies for the Length of Service Bonus 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. d. If the service of an employee is interrupted by lay-off, military service, or other reason from the employee's own action, total service will be considered continuous service. e. Longevity shall be paid bi-weekly as part of base pay and included in the calculation of overtime or other purposes and shall be treated as part of compensation for pension and retirement purposes only. ARTICLE XXIV-UNIFORM ALLOWANCE Employees will receive an annual fiscal year uniform allowance of$850.00. Payment will be included in the first bi-weekly paycheck issued in August of each year. Any expenses arising from any change in the prescribed uniform shall be borne by the Town and shall not be attributable to the clothing allowance. Employees shall be neatly dressed at all times while on duty, in uniforms which comply with the Departmental specifications. Expenditure of full uniform allowance shall not excuse a Communications Officer from maintaining his/her uniform in compliance with Departmental specifications. Employees out on injury leave or sick leave shall receive an extended pro-rated allowance. NEPBA,Local 102(Communications Officers)7/1/26 to 6/30/28 Page 16 ARTICLE XXV—HOLIDAYS Employees may elect between the three (3) options by November 30th to be in effect for all holidays during the entire following calendar year. Employees shall send notice to the Office Manager,who will coordinate with the Administrative Division Commander. 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. Holidays: New Year's Day Juneteenth Martin Luther King Day Labor Day Presidents' Day Columbus Day Patriots' Day Veterans' Day Memorial Day Thanksgiving Day Independence Day Christmas Day When December 24th (Christmas Eve) falls on a regular scheduled workday, employees shall receive an additional half-day paid holiday. Employees shall receive, in addition to his/her regular weekly pay, eight(8)hours of their regular rate of pay as holiday pay. i. Holiday Pay: For each of the above listed holidays, the employee who selects this option shall receive, in addition to regular pay, 1/4 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. NEPBA,Local 102(Communications Officers)7/1/26 to 6/30/28 Page 17 ARTICLE XXVI -VACATION LEAVE a. 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)* Two (2) wks/Ten (10) days Five (5) Three (3) wks/Fifteen(15) days Ten(10) Four(4) wks/Twenty (20) days Eleven(11) Four(4) wks+ One (1) day/Twenty-one days (2 1) 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 wks/Twenty-five days An employee,after receiving a"Meets Expectations"rating at the earlier of either the six(6)month or nine(9)month probationary period may request five(5) days of his/her vacation in advance. If the employee does not complete their first year of service, any advance vacation pay taken will be deducted from their last paycheck. b. Employees will receive their full vacation entitlement, as provided by this Article, on the first (1'� 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. c. Absences on account of sickness in excess of that authorized under the rules, or for personal reasons as provided for under other leave may, at the discretion of the Police Chief,be charged to vacation leave. d. 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 has 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 payroll. e. Absence for personal reasons may be charged to vacation leave upon application by the employee and approved by the Police Chief. Such absences, however, may not be charged to vacation leave beyond that which the employee has earned at the time of such application. NEPBA,Local 102(Communications Officers)7/1/26 to 6/30/28 Page 18 f. Employees called upon to serve during a State or National emergency will have vacation time accrued as mandated by Federal and State laws. g. Vacation allowances provided under the terms of this section shall not be permitted to accumulate in excess of four(4)weeks at any time. Notwithstanding the foregoing restriction on vacation accumulation, an employee in continuous service for ten (10) or more years and eligible for four (4) weeks' vacation shall be permitted to accumulate one additional week for a total accumulation of five (5) weeks. Effective July 1, 2022, employees may carry-over from one benefit year to the next no more than ten (10) days of vacation, regardless of the amount of vacation accrued during a specific year. Vacation shall be granted by the Police Chief at such time as in his/her opinion will cause the least interference with the performance of the regular work of the Town. h. Employees who are eligible for vacation under these rules and whose services are terminated by dismissal, or by retirement, or by entrance into the armed forces, or who are on leave as result of an injury sustained while on the job, shall be paid an amount equal to the vacation allowance as earned, and not granted, nor used, in 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 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. j. In each calendar year, Dispatchers may buy-back one (1) weeks' vacation by submitting a written request no later than January 3rd of that calendar year. The vacation buy-back will be paid in the first payroll of December of that calendar year. k. The Town Manager has the authority to grant a new hire additional vacation leave based on prior years of experience as a law enforcement dispatcher. 1. Only two employees may use vacation/personal or ILOH (In-Lieu of Holiday) days on the same calendar day. There will be no accrual of vacation leave when an employee is in an unpaid status (unpaid leaves of absence, discipline, etc.). ARTICLE XXVII- SICK LEAVE a. An employee at six (6)months who is meeting expectations shall be credited with six(6) days of leave with pay and shall be allowed leave of one and one quarter (1.25) days for each consecutive month of service, provided such leave is caused by sickness or injury or by exposure to contagious disease. An employee who does not meet expectations at six (6) months and subsequently receives a meets expectations rating shall be credited with six (6) days of leave with pay and be allowed leave of one and one quarter (1.25) days for each NEPBA,Local 102(Communications Officers)7/1/26 to 6/30/28 Page 19 consecutive month of service, provided such leave is caused by sickness or injury or by exposure to contagious disease. b. An employee shall be credited with the unused portion of leave granted under paragraph a. c. If the amount of leave provided under paragraph A has been or is about to be exhausted, an employee may make application for additional allowance to the Town Manager. The Town Manager, who is authorized to grant such additional allowances, as he/she 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. d. Sick leave must be authorized by the Police Chief or his designee and must be reported to the Officer in Charge who enters the sick leave into the Department's tracking software. e. A physician's certificate shall be submitted by the employee or his agent after three (3) consecutive work days absence to the Administrative Services Director before leave is granted under the provisions of this section. The certificate shall be forwarded by the Police Chief. This note shall be submitted to the Administrative Services Director by the fourth (4t') consecutive workday. f. The Town Manager may require medical examination of any employee who reports his/her inability to report for duty because of illness. This examination shall be at the expense of the Town by a physician appointed by the Town Manager. g. Injury, illness or disability as a result of a self-imposed act shall not be considered a proper claim for leave under this section. h. Employees may be granted sick leave if actively participating in a Town approved alcohol or substance abuse program. i. Up to five(5) days of accumulated sick leave in any fiscal year may be used for family illness. j. All Communications Officers hired after July 1, 1996 may accumulate sick leave of up to a maximum of 120 days. All other Communications Officers employed by the Town prior to July 1, 1996, shall be grandfathered to accumulate unlimited sick leave. k. An employee who retires shall be entitled to a portion of his or her accumulated sick leave, as stated in Article XXI Terminal Leave. 1. Upon the death of an employee, benefits shall be paid to the estate of the deceased as stated in Article XXI Terminal Leave. in. There will be no accrual of sick leave when an employee is in an unpaid status (unpaid leaves of absence, discipline, etc.). n. Shift differential pay shall be included in the calculation of sick leave for members. NEPBA,Local 102(Communications Officers)7/1/26 to 6/30/28 Page 20 ARTICLE XXVIII -LIABILITY INSURANCE The Town shall purchase and maintain a professional liability insurance policy covering all the full-time employees and regular part-time employees of the Department. ARTICLE XXIX- CALL BACK Employees who are called back to work after having been dismissed by their supervisor shall receive three (3)hours minimum compensation at time and one-half( 1 1/2) hours worked. Employees who are called back for a Court appearance by their supervisor shall receive four(4) hours of compensation at time and one-half(1 %2) hours worked. ARTICLE XXX-WORK SCHEDULE a. Employees shall work a so-called "4 and 2" work schedule consisting of four (4) consecutive days and/or nights on duty followed by two (2) consecutive days or nights (off duty) or a split shift consisting of four (4) shifts (days and/or nights) in three (3) consecutive days followed by three (3) consecutive days or nights off, under a six week rotating schedule. b. The regular workday shall consist of eight and one-quarter (81/4) hours including 15 minutes before the scheduled shift starting time. No overtime shall be incurred as a result of this 15 minute period before the scheduled shift,notwithstanding any provision to the contrary in this Agreement c. The employee shall be allowed a paid, thirty (30) minutes meal break after four (4) hours of work. In consideration of being paid for this meal break, the Communications Officer agrees to be available for duty at all times during the meal break in the event of any emergency. Employees may be permitted to leave the general vicinity of the Police Station and its grounds and thereby become temporarily unavailable for duty, when in the opinion of the officer in charge of the Dispatch Center at least one (1) Communications Officer is available to assume sole responsibility for fire service or emergency medical service related calls during the employee's absence. In addition to another Communications Officer being present, this condition shall be deemed to be satisfied, if a sworn police officer is specifically assigned to the Dispatch Center to handle police service calls during the employee's absence. d. Due to staffing issues in the Dispatch Center, when only one (1) Communications Officer is working the 12:00 midnight to 8:00 a.m. shift and is unable to take a meal break, the Communications Officer will be allowed to leave work at 8:00 a.m.to compensate for the lack of a meal break. e. In the event that it is necessary for a Communications Officer to work alone, that Communications Officer shall receive an hourly stipend of$4.00 per hour for each hour he/she worked alone. NEPBA,Local 102(Communications Officers)7/1/26 to 6/30/28 Page 21 f. Lead Communications Officer (LCO) ii. The LCO will be assigned to the day shift(7:45 am to 4:15 pm) on an administrative schedule (Monday - Friday) iii. The LCO's administrative work day shall be 8.5 hours. iv. The LCO may flex their schedule with the permission of the Administrative Division Commander. V. Accrue Admin time (17 days per calendar year). vi. The LCO, when on rotation on a console, shall not accrue administrative time. vii. The LCO will be available for normal overtime via the bidding process through DTS. viii. On the days the LCO is working and an open day shift remains unfilled after the regular bidding process, the LCO will fill the open day shift to prevent a mandatory shift. ix. For Communications Center staffing, the LCO will remain in an administrative schedule at the discretion of the Chief of Police or his designee. When staffing dictates, the Chief of Police or his designee may move the LCO to the day shift on a rotating 4 and 2. Any changes to the LCO schedule will also result in a restructuring of schedules which would be done via previous shift bid and seniority. This will not be subject to Article XII, Grievance and Arbitration Procedures. X. The LCO shall work as a support to the day dispatch at the discretion of the OIC. xi. The LCO time off is not to be filled for overtime. xii. The LCO time off shall not be subject to minimum staffing requirements, thus being non- essential. xiii. The LCO will be available for mandatory shifts. ARTICLE XXXI -NIGHT DIFFERENTIAL Communications Officers who are regularly assigned to work the early night and late night shifts shall receive a differential of 7% of the base hourly wage for hours worked between 4:00 p.m. and 8:00 a.m. ARTICLE XXXII—SENIORITY a. Seniority for the purposes of this section is defined as: Continuous service as a full-time Communications Officer with the North Andover Police Department accruing from the first day of employment. b. Every February for March 1st and every August for September 1st, the Administrative Lieutenant,with the approval of the Chief of Police will assign shifts according to the following process. This shift bidding process will take place within thirty (30) days of the initial notice. The most senior Communications Officer will receive his/her first choice of shift preference followed in turn by other Communications Officers in descending order of their seniority. When shifts are filled,then Communications Officers will be granted their second choice while available. c. The following positions are excluded from the shift bidding process: NEPBA,Local 102(Communications Officers)7/l/26 to 6/30/28 Page 22 Lead Communications Officer d. It is agreed that the Town shall have the right to assign newly hired Communications Officer to any shift for evaluation and training purposes. Such officers shall not be eligible to participate in seniority shift bidding, under Section 2B above, until the annual shift bid following successful completion of the one-year probationary period. In order to avoid having too many recent new hires working on the same shift,the parties agree that for purposes of shift bidding there shall only be as many slots as there are Communications Officers actively working at the time the shift bids are posted. Once a newly hired Communications Officer has been working for a period of six months, or for a shorter period solely at the discretion of the Administrative Lieutenant and Chief(whose decision is not subject to the grievance process),his/her shift assignment shall be open for a voluntary shift change by other officers, based on seniority, and the officer with six months' service shall be subject to reassignment. e. Shift reassignment contrary to the shift bidding process may be employed once per calendar year per Communications Officer for disciplinary purposes for a period not to exceed thirty (30) days, during which time the most junior Communications Officer assigned to the affected shift will be reassigned. A written description of the reason for this disciplinary action will be immediately placed on file with the Union President. ARTICLE XXXIII - OVERTIME Section 1. An employee shall be compensated at the rate of one and one half(1%2) times their regular hourly rate of pay for work performed in excess of eight and one-half(8%2) hours per day or for any hours worked not consistent with the normally scheduled forty (40)hour workweek. Section 2. Scheduled overtime shall be distributed, by the Chief of Police or his/her designee, to all employees in a fair and equal basis, as follows: a. When the Department decides to fill a shift with unscheduled employees on an overtime basis, it shall do so by using a rotation list which includes all regular uniformed dispatching personnel. This provision is not intended to increase the occasions in which overtime is incurred, but only to provide for equitable distribution by having a continuous rotation list based on hours. Only overtime actually offered to an eligible employee whether actually declined or not accepted by reason of the employee's inability to be contacted shall be counted as a refusal. b. When there is an open shift to be filled,the Detail Tracking System (DTS) shall be utilized. c. For a special operations event, the Police Department will be allowed to notify an employee ahead of time to ascertain if they would be available to fill the opening on short notice. This notification would not need to be made from the rotation list based on hours, but the overtime hours worked by the employee would be credited to the list after the hours have been worked. NEPBA,Local 102(Communications Officers)7/l/26 to 6/30/28 Page 23 An example of a special operations event would be a CID or DEA undercover operation requiring a communications officer when warrants are being executed on a large scale. This is necessary to facilitate the public safety security issues that surround a special operations event. The Communications Officer would become a member of this special operation for that specific event. Section 3. Time spent in connection with community functions such as marching in parades, memorial services, etc. shall be voluntary and shall not be compensated. Section 4. An employee requesting a vacation day may elect to work that specific shift in an overtime capacity. For the specific shift, the employee shall be charged with a vacation day in addition to being paid at their regular overtime rate. The employee may utilize up to five (5) vacation days in this manner per eligibility year. In the event the employee chooses such an option, this overtime assignment shall be exempt from the provisions of Section 2 above. ARTICLE XXXIV- SWAP POLICY At the discretion of the Administrative Division Commander, or his designee, employees may be permitted to exchange shifts provided it can be done without added costs to the Town. A request to exchange shifts must be submitted and approved, in writing, at least twenty-four (24) hours in advance of the shift to be swapped. A decision not to allow an exchange shall not be subject to the grievance or arbitration procedure. The number of swaps in a calendar year is limited to fifteen (15) per employee. ARTICLE XXXV- SAFETY AND HEALTH a. The employer agrees to provide a safe, clean and wholesome surrounding in all places of employment. At least once a week,the Employer shall inspect the premises to maintain good housekeeping. b. The Employee shall at all times be concerned with the safety and health of the employees of their respective departments. c. The Union will be allowed to appoint one (1) representative to sit on the Town-wide Safety committee. Said representative shall be given time off to attend safety committee meetings held during the employee's normal workday. d. When an employee reports any condition which he/she believes to be injurious to his/her health or if a piece of equipment is defective, worn or dangerous to operate because of its condition to the Administrative Services Director, he/she shall correct the situation or have it corrected. e. This Article shall not be subject to the grievance and arbitration procedure. NEPBA,Local 102(Communications Officers)7/1/26 to 6/30/28 Page 24 ARTICLE XXXVI-MISCELLANEOUS Employees using their own personal vehicle for Police Department business shall be reimbursed at the Town established reimbursement rate in effect at that time. The Union will be provided with one (1)paper copy and an electronic file of this agreement. Stipends—There shall be one(1)employee designated as Emergency Medical Dispatcher Manager (EMD).Employees assigned as the EMD Manager and the Certified Training Officer shall be paid a$600 lump sum stipend in the second payroll of June, payable separate and apart from base pay, and pro-rated based on the number of months in the fiscal year the employee was assigned such work. There shall be one (1) employee designated as the Dispatch Training Supervisor. Employees assigned to this role shall be paid a$1,500 lump sum payment to be paid consistent with the Uniform Allowance payment in the first paycheck issued in August of each year. The Dispatch Training Supervisor must be a Certified Training Officer. ARTICLE XXXVII—COMPENSATION Section 1. Hourly Wages The base wage increases for the life of this bargaining agreement, shall be as follows: FY2026 3% COLA Adjustment effective July 1, 2025 FY2027 3% COLA Adjustment effective July 1, 2026 1%Market Adjustment effective July 1, 2026 FY2028 3% COLA Adjustment effective July 1, 2027 $850 Market Adjustment effective July 1, 2027 NEPBA,Local 102(Communications Officers)7/l/26 to 6/30/28 Page 25 July 1, 2025 Fiscal Year 2026 3% COLA 3.5% Steps I II III IV V VI Max Dispatcher $24.59 $25.46 $26.35 $27.27 $28.22 $29.21 $30.23 Lead Dispatcher $33.28 $34.45 $35.65 $36.90 July 1, 2026 Fiscal Year 2027 3% COLA 1% Market 3.5% Steps I 11 III IV V VI Max Dispatcher $25.59 $26.48 $27.41 $28.37 $29.36 $30.39 $31.45 Lead Dispatcher 1 1$34.62 1 $35.84 $37.09 $38.39 July 12027 Fiscal Year 2028 3% COLA $850 Market 3.5% Steps I 11 III IV V VI Max Dispatcher $26.76 $27.70 $28.67 $29.67 $30.71 $31.78 $32.90 Lead Dispatcher 1$36.07 $37.33 $38.64 $39.99 a. An employee in continuous, full-time employment shall receive the increment between his present rate and the next highest rate as follows: i. After completion of six (6)months at the minimum or entrance rate. ii. Thereafter one year from the date of his previous increase. iii. The increase in rate that this increment represents must be recommended by the employee's department head and approved by the Town Manager. iv. 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. b. Any employee 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 NEPBA,Local 102(Communications Officers)7/1/26 to 6/30/28 Page 26 the employee and the department head, or may deny the appeal. The decision of the Town Manager shall be final. c. A new full-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. d. An employee receiving a promotion to a vacant position or to a new position shall, upon assignment resulting from such promotion,receive the rate in compensation grade of the vacant or new position next above his 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. e. The employee receiving a promotion and adjustment in rate pursuant to the provisions of the preceding subsection shall receive the next increment of his compensation grade effective following completion of six (6) months at the rate resulting from the promotion. f. The Town Manager may authorize an entrance rate higher than the minimum rate upon the recommendation of a department head 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 XXXVIII—PERFORMANCE EVALUATION Employees shall receive an annual performance evaluation according to their hire date. The evaluation tool is attached as Appendix B. ARTICLE XXXIX—DIRECT DEPOSIT As of July 1, 2019, 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 XL—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 NEPBA,Local 102(Communications Officers)7/1/26 to 6/30/28 Page 27 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 XLI—FAMILY MEDICAL LEAVE ACT AND MASS 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 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; NEPBA,Local 102 (Communications Officers)7/1/26 to 6/30/28 Page 28 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 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. £ 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 NEPBA,Local 102(Communications Officers)7/l/26 to 6/30/28 Page 29 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 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, the language of the respective statute and accompanying regulations shall control. 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: giving birth; or adopting a child under the age of 18; or 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. NEPBA,Local 102(Communications Officers)7/1/26 to 6/30/28 Page 30 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. ARTICLE XLII—PART-TIME COMMUNICATIONS OFFICER Section 1. Compliment of Part-time Staff The Town and the Union agree that the Town will hire between four(4)to eight (8)part-time communications officers. Section 2. Hiring Process The process to hire part-time communications officers will be the same hiring process that is utilized for full time communications officers. Section 3. Minimum Requirements Part-time communications officers will possess the following minimum training requirements: - Commonwealth of Massachusetts 9-1-1 Certification; - CPR/AED; - 40 Basic Telecommunicator Training Course; and - EMD Certification(Pre-Requisite: CPR& 40 Basic Telecommunicator course). Section 4. Required Shifts Part-time communications officers will work a minimum of sixteen (16) hours of work per month in order for the employee to stay proficient with the job functions. Section 5. Rate of Pay The Rate of Pay shall be equivalent to the minimum entrance rate of a communications officer. In the event the minimum entrance rate for a full-time communications officer increases due a cost-of-living adjustment (COLA) or other adjustment, the hourly rate afforded to part-time NEPBA,Local 102(Communications Officers)7/1/26 to 6/30/28 Page 31 communications officers shall increase according to the cost of living increase afforded to the full-time employees. Section 6. Utilization of Part-Time Communications Officers The part-time communications officers should be scheduled to work a minimum of sixteen(16) hours per month. Once they have completed training,they will be counted as part of the staffing level for their scheduled shift. The part-time communications officer will be called to fill an open shift if no full-time communications officer takes the shift on overtime basis and it will be going to a mandatory shift. If a full-time communications officer is out for three (3) (4) consecutive shifts, a part time communications officer can be assigned to fill subsequent open shifts. A full-time communications officer position that is vacant/unstaffed due to a leave of absence due to; open position; sickness, injury, FMLA, suspension, or"efe em�r*, a part-time communications officer can be assigned to fill the vacant shifts. ARTICLE XLIII—ACCREDITATION STIPEND In consideration of the North Andover Police Department and Communications Center having and maintaining State Accreditation,the Town agrees to pay an annual stipend in the first payroll in the respective fiscal year. It is understood that such payments are contingent on the Department maintaining accreditation in accordance with applicable State standards. Payments shall be made as follows: Effective July 1, 2026, the Accreditation Stipend will increase to $1,400. Effective July 1, 2027,the Accreditation Stipend will increase to $1,500. ARTICLE XLIV— EXTRA DUTY ROAD DETAILS 1. Extra Duty Road Details through the North Andover Police Department. North Andover Communications Officers ("Dispatchers") shall be eligible to be assigned to work North Andover Police Department Road Work Details ("road details")that do not require an armed officer or police cruiser. 2. Assignment, Pay and Scheduling Details. a. Road details for Dispatchers will be assigned and administered in accordance with the bargaining agreement between the Town of North Andover and the New England Police Benevolent Association (NEPBA) Local 2A, Article VIII Compensation, Section 8. b. Dispatchers accepting road details shall be compensated at a rate equal to that paid detail rate and under the same terms and conditions as set forth in Section 8 of the NEPBA Local 2A contract. NEPBA,Local 102(Communications Officers)7/1/26 to 6/30/28 Page 32 c. Communication Officers will not be eligible to work and/or shall not work a road detail in the following circumstances; i. Until he/she has completed 8 hours of work on their regular shift per North Andover Police policy section D chapter 31 part 1.6 or were on unpaid leave; ii. If doing so prevents them from being held over to meet staffing requirements; and/or iii. If all open shifts are not filled inside the communication center; and iv. No two communications officers that work the same scheduled shift will be allowed to take a detailed together on the same day. d. Communication center assignments, including mandatory shifts, shift overtime or other required Manning assignments take precedence over road details. e. The Police Chief or his designee shall determine whether a Dispatcher meets the above requirements for a road detail assignment. 3. Road Detail Uniform. Dispatchers shall wear road detail uniforms that are compliant with the North Andover Police Uniform Policy for road details. 4. Road Detail Training. Prior to being eligible for a road detail, all Dispatchers shall complete a Training Program at their own expense and without any compensation from the Town and at a time that does not cause any overtime expense to the Police Department. The curriculum will be based on the Uniform Traffic Control Devices Regulations. Said Training Program will not exceed four(4) hours in length and shall be offered within the borders of North Andover. The initial Training Program will be offered twice within the first thirty (30) days of the execution of this Side Letter of Agreement and once per quarter thereafter as needed. ARTICLE XLV—ATTENDANCE INCENTIVE a. Beginning in calendar year 2022, there shall be an attendance incentive system under which Communications Officers with little or no sick leave in a calendar year can buy back sick days at their applicable daily rate under Article XXXVIII, Compensation, Section 1. The attendance and buy back amounts shall be as follows: For zero (0) sick hours used, forty (40) sick hours can be bought back; or For greater than zero (0) and up to eight(8) sick hours used,thirty-two (32) sick hours can be bought back; or For greater than eight (8) and up to sixteen (16) sick hours used, twenty- four(24) sick hours can be bought back. NEPBA,Local 102(Communications Officers)7/1/26 to 6/30/28 Page 33 b. In calculating sick hours used, the following absence shall not count: one occurrence of up to two (2) consecutive calendar full work days, provided the employee submits a physician's note, with the original signature of the physician, certifying that the employee was examined and found to be ill, and the Chief approves this exception. c. Buy back payments under this section will be made in July of the year following the calendar year, e.g. the first payments shall be made in July, 2023. Article XLVI Announced Retirement Pay An employee who has attained 25 years of Town of North Andover Service and who is eligible for retirement and who notifies the Town in writing by December 31 of the definite date of their retirement in the following fiscal year shall receive $1,000. Payment shall be made the first pay period following the employee's retirement date provided the Town has also received notice of the employee's retirement from the retirement board. Article XLVII Sick Leave Bank a. The following rules and regulations are promulgated for the purpose of administering a sick leave bank for members of NEPBA, Local 102. b. 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. Employees contribute to this bank on a voluntary basis, from their accumulated, unused sick leave credits. Procedures and standards for contribution shall be as follows: i. The bank shall be administered by the Police Chief or designee. ii. To seed the Sick Bank, employees shall contribute a minimum of two (2) days and a maximum of five (5) days to the sick bank; iii. Annually, on July 1 of a given year, employees shall contribute a minimum of two (2) days and a maximum of five (5) days to the sick bank; iv. Employees must have exhausted all their sick leave and have been absent for four (4) consecutive days to access the sick leave bank; v. Each application for sick leave from the bank will be made on a form to be supplied by the Town and shall be considered separately by the Police Chief or designee. The employee act of contributing to the bank does not guarantee the right to draw from the bank. Decisions made by the Police Chief or designee shall be subject to the grievance and arbitration provisions of the Collective Bargaining Agreement. The Union hereby waives its rights to grieve a decision made by the Police Chief or designee permitting an employee to draw from the bank over the objection of the Union. vi. The Police Chief or designee may require an employee, who applies to draw from the bank,to provide a medical certificate as to illness. The Police Chief or designee may re- evaluate each case at one-month intervals, and, in that regard, the Police Chief or NEPBA,Local 102(Communications Officers)7/1/26 to 6/30/28 Page 34 designee may require that the employee furnish further medical certification of illness, at no expense to the Town. vii. The employee, while on the bank, shall-not earn or accumulate sick leave. viii. Employees who are on their one year probationary period have the option to join the sick leave bank after six months, but may wait until three months after their one year probationary period has been lifted. Employees must contribute two (2) of their personal sick leave days to join the sick leave bank. It is the responsibility of the Union to remind members of their contribution responsibility to join the sick bank. ix. In the event that the employee does not wish to contribute the additional day shall so notify the Police Chief or designee within ten (10) days of the posting of the Police Chief s or designee'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. x. Employee entitlement to draw from the said bank shall be determined by the Police Chief or designee on the basis of, 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 Police Chief or designee shall notify the Union and the Town,who shall supply information and data in writing,as they see fit,within seven(7)days of notification. However,the Police Chief or designee, in his discretion, may temporarily allow an employee to draw from the bank pending the receipt of this information and data. xi. The maximum time an employee may remain on the bank is one (1) year. The Police Chief or designee may allow up to one (1) additional year if he/she feels it is necessary and justified. The Police Chief or designee may require, as a condition of granting benefits beyond one year, that the employee be examined by a physician chosen by the Town at the expense of the Town. It is the intent of this Article that an employee not return to active duty at the end of one year's drawing on the bank for the purpose of reinstating his eligibility to draw from the bank without the necessity of an examination by a physician chosen by the Town. xii. If the Police Chief or designee 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. NEPBA,Local 102(Communications Officers)7/1/26 to 6/30/28 Page 35 ARTICLE XLVIII—DURATION OF AGREEMENT Section 1. Effective Date This Agreement shall be effective July 1, 2025 and shall remain in full force and effect until June 30, 2028. If funds are needed to implement any provision of this Agreement, then the Agreement shall be of no force or effect unless or until said funds are duly appropriated by the Town Meeting. Section 2. Continuation Clause In the event a new contract is not signed by June 30, 2028, the present contract shall continue in full force and effect until a new one is signed. REMAINDER OF PAGE INTENTIONALLY BLANK NEPBA,Local 102(Communications Officers)7/l/26 to 6/30/28 Page 36 Executed this day TOWN OF NORTH ANDOVER: NEPBA1.; CAL 102: Melissa Murphy Rodrigues Matthew Breeden Town Manager President NEPBA Denise Y. Case — arc Ga n Deputy Town pager „ Vi e 1?residenJA SELECT BOARD: �a �F- �ne Skip roteau Jay e Phillips Chairperson osema , Co e y Smed' e t a a Brian ache David Kres NEPBA, Local 102 (Communications Officers)7/1/26 to 6/30/28 Page 37 APPENDIX A JOB DESCRIPTIONS 1. LEAD COMMUNICATIONS OFFICER The Lead Communications Officer position will perform the following duties: Ensure Open Shifts Are Filled—The approval of time off shall be the responsibility of the Lead Communications Officer, with oversight responsibility by the Administrative Services Director. Once time off has been approved, the Lead Communications Officer shall have the responsibility to ensure all open shifts are filled and appropriate entry made in the "On Duty" system. Ensure On-Line Programs Are Maintained—All informational updates for Blackboard Connect and Fire Department Burn Permit Log shall be submitted to the Lead Communications Officer. The Lead Communications Officer shall ensure the information is entered into the system. Ensure Documents Necessary For The Communications Center Are Maintained—All informational updates for the Communications Center must be maintained on a timely basis. The Lead Communications Officer shall ensure this information is updated in departmental records. These records are maintained in computer and paper systems and include, but are not limited to, such things as telephone numbers, dog licenses, listings, business contacts, pass down book, tow log, fire hydrant information, alarm panel information, fire department call back information, master cards, EMD Q&A reports, etc. Ensure Communications Officers Kept Current On CJIS Information—The CJIS Representative and Backup Representative keep communications officers informed on what takes place during the CJIS Regional Working Group Meetings. Our CJIS Representative is the Lead Communications Officer and shall create meeting notes to update communications officers and Division Commanders/Director of the information contained in these meetings. The Lead Communications Officer shall ensure information from the CJIS system is reviewed on a daily basis and appropriate items are passed on to communications officers and Division Commanders/Director. Ensure Equipment Repairs—The Lead Communications Officer shall ensure the Communications Center is maintained in working order. All problems shall be reported to the Administrative Services Director who will advise how to proceed in making arrangements for repairs. Ensure Cleanliness Of The Communications Center—The Lead Communications Officer shall ensure the Communications Center is kept in a neat and orderly fashion at all times, to include cleaning of surfaces and equipment. Ensure Recording Tapes Are Made—The Department receives requests for copies of radio transmissions and telephone conversations from the court, attorneys and private citizens. The Lead Communications Officer shall ensure these tapes are made and provided on a timely basis NEPBA,Local 102(Communications Officers)7/1/26 to 6/30/28 Page 38 as directed by the Administrative Services Director. The Director shall be kept informed of all requests, so appropriate billing can be initiate if required. Ensure Proper Daily Operation- The Lead Communications Officer shall oversee the daily operation of the communications center and performance of Communications Officers to insure complete compliance to departmental policies and procedures. Ensure Operational Proficiencies—The Lead Communications Officer shall ensure proper direction, training, scheduling, and monitoring of work flow to provide quality, efficiency and speed of emergency dispatching. Ensure Policies Are Up To Date—The Lead Communications Officer shall aid in the development of new policy and procedures and assist with the modifying of existing policies when required for ensure maximum efficiency and effectiveness within the Dispatch Center. Ensure Communications Center Computer Software Updated—The Lead Communications Officer shall ensure all communications center software is current and up to date by serving as a liaison to Town IT Department Representatives. Other Duties And Responsibilities As Assigned—From time to time the Administrative Services Director will have special projects and need assistance with Dispatch Center issues. The Lead Communications Officer shall have the responsibility to assist with these projects and issues as needed. Ability to work any shift(days, early nights, late nights), extended shifts, holidays and weekends is a condition of employment. 2. COMMUNICATIONS OFFICER SUMMARY Communications Officers are responsible for coordinating a prompt and efficient response to requests for police services by the efficient and diligent manner in which they dispatch messages to field units. The Communications Officer has primary responsibility for the initial deployment of personnel and equipment, subject to the provisions of the applicable written directives. By following established procedures and employing common sense,he/she provides aid and support to the personnel of the Police Department by ensuring that messages are relayed in a clear, concise and timely manner. He/she shall maintain accurate and uniform documentation of all dispatched activity through proper utilization of the Computer Aided Dispatch(CAD) system, and shall be fully familiar with the procedures for all other data recording and entry responsibilities assigned to the Communications Section. The Communications Officer maintains and retrieves records, files, and information for prompt dissemination to patrol units and departmental personnel. Communications Officers work under the direct supervision of the Officer-in-Charge of the shift and under the general supervision and control of the Director of Administrative Services NEPBA,Local 102(Communications Officers)7/1/26 to 6/30/28 Page 39 Division. Communications Officers shall successfully complete a background investigation and CHS training, testing, and certification, in accordance with CHSB regulations. DUTIES AND RESPONSIBILITIES 1. Be thoroughly familiar with the department's procedures relating to the use of the telephone, radio and other communications equipment. 2. Answer all incoming telephone calls promptly and appropriately and assist all callers in a calm, courteous, and professional manner. When multiple telephone calls are received, service them using a priority based on the nature and severity of the requested service. 3. Receive and process all Emergency 9-1-1 telephone calls; dispatch appropriate response units; and transfer to other appropriate agencies those calls that fall more appropriately within their jurisdiction or the services they provide. 4. Obtain all necessary information from telephone callers, identify the caller, and obtain call back telephone numbers whenever possible. If necessary and possible, keep callers on the line when their continued assistance would be beneficial to personnel responding to an incident or call for service. 5. Be familiar with emergency procedures that relate to matters requiring urgent police and fire attention so as to be capable of activating them immediately. 6. Dispatch all police personnel to calls for service, as needed. Conduct all radio transmissions according to the rules of the Federal Communications Commission and the established procedures of the Police Department. Dispatch all necessary personnel and equipment according to the nature and severity of the calls for service. 7. Acquire a thorough knowledge of the location and layout of streets, buildings,parks, housing areas and any other significant areas of the community so as to maximize the accuracy and speed of dispatch. 8. Maintain constant and diligent monitoring of the communications and CAD system and immediately respond to all requests for assistance or service from field units. 9. Completely and properly record all calls for service in the CAD system using proper codes. 10. Maintain and update the CAD system status screen, indicating the availability of police units. 11. Become and remain familiar with the procedures for computer operation, data entry, data retrieval, and data modification capabilities, for the in-house and LEAPS computer systems. NEPBA,Local 102(Communications Officers)7/1/26 to 6/30/28 Page 40 12. Respond to police requests for information concerning warrants, missing persons, stolen motor vehicles, motor vehicle listing, stolen property, domestic 209A orders, and other information. 13. Disseminate police information concerning wanted persons, stolen vehicles, missing persons and other police information as may be received by the LEAPS computer system, telephone, radio or other means. 14. Keep personnel who have been dispatched on calls fully informed of all facts affecting their safety and efficiency of their response to the call. 15. Inform the Officer-in-Charge of any unusual or serious occurrences that may develop concerning police personnel, incidents, or calls for service. Inform the Officer-in-Charge of any deployment of police officers beyond their regularly assigned route or area. 16. Be responsible for monitoring the CHS computer system for incoming messages and monitoring the closed circuit television system in order to insure station security. 17. Enter records including, but not limited to, all stolen vehicles, missing persons, warrants, Board of Probation checks, administrative messages, and articles (weapons, stolen property, etc.) when requested or in accordance with department policy. 18. Maintain equipment, especially the emergency call lines, in working order and immediately report any malfunction or defect to the appropriate authority. 19. Record all significant communications as required by departmental procedures. Maintain the departmental daily log ensuring an accurate recording of calls received or other significant events. 20. Maintain a log of all vehicles authorized to be towed by the department according to established procedures. Enter the information into the CAD and LEAPS computer systems when appropriate. 21. Render assistance to members of the general public who make inquiries at the Police Station. When necessary,take telephone reports which may include recovered stolen motor vehicle reports, general information reports and other minor incidents when so directed by a supervisor. 22. Make telephone notifications to citizens and business owners regarding such matters as open doors to their business and homes, vandalism to their premises or vehicles, and/or to ask other questions regarding police related incidents and/or suspicious conditions. 23. Transfer all calls for personnel by proper use of the telephone system. Always attempt to take and relay messages for individuals who are not available to answer their telephone. 24. Properly reroute calls for service where the offense/incident occurred in another NEPBA,Local 102(Communications Officers)7/1/26 to 6/30/28 Page 41 jurisdiction. 25. Ability to work any shift(days, early nights, late nights), extended shifts, holidays and weekends is a condition of employment. 26. Perform other duties as may be assigned or required. SKILLS AND KNOWLEDGE 1. Sufficient knowledge of the principles involved in the operation of radio, telephone and related communications equipment to allow for the proper operation of these systems. Working knowledge of the operation and functions of department computer equipment, as well as the skills and abilities to operate this equipment under emergency circumstances. Knowledge of the street system and the geography of the North Andover area as well as the ability to direct individuals to locations within the community. Ability to speak clearly and concisely and to provide detailed information/instructions to personnel/citizens under stressful circumstances. Possess emotional stability and the ability to work in a stressful, highly responsible environment. Ability to think and act quickly, calmly and accurately in an emergency situation. Ability to type accurately at a reasonable rate of speed. 2. Ability to develop, within a reasonable period of time, skill and speed in the operations of the communication's equipment and to demonstrate a knowledge of public safety practices and procedures. Ability to understand and follow complex oral and written instructions. Ability to keyboard and utilize standard computer equipment. Ability to utilize standard telephone systems. Ability to view monitoring equipment within the communications center. Knowledge of warrants of arrest and related items sufficient to allow for confirmation of wanted persons. Ability to sit for lengthy periods of time. 3. Knowledge of department records system. Knowledge, skills and abilities sufficient to prepare police reports. Ability to project confidence to the public. The ability to quickly and accurately evaluate situations and provide for the proper response or course of action. QUALIFICATIONS High school diploma or an equivalency certificate issued by the Massachusetts Department of Education. Experience dealing with and speaking to the public is required. Computer skills are essential. The successful completion of a background investigation is required. Candidates must have, or be able to obtain,the following certifications: LEAPS/CJIS Terminal Operator, E-911, and APCO Basic Telecommunications. NEPBA,Local 102(Communications Officers)7/l/26 to 6/30/28 Page 42 Appendix B Performance Evaluation Form Town of North Andover Performance Evaluation Form Employee Name: Employee Title: Communications Officer Supervisor/Reviewer: Marc Gagnon Supervisor/Reviewer Title: Lead Communications Officer Date of evaluation: Review Period From: To: Type of Review Probationary: Annual: Section 1 Definition of Ratings Each Town of North Andover employee is expected to maintain a high level of performance in their job. The following scale will be used to rate an employee's performance in all categories. Please describe the employee's contributions and professional strengths and/or areas for improvement in each of the performance categories below. Supervisors/reviewers should illustrate specific, detailed examples of goals, results, and job related attributes and behaviors since last review (if applicable). Please rate each category according to the definition of ratings outlined below. You may rate using .5. Comments are required for all sections • Exceptional- Outstanding performance, results far exceed the position requirements including all individual objective areas. (Rating: 5) • Exceeds expectations- Performance surpasses that expected of experienced and qualified individuals in this position. Performance often exceeds standards. Individual shows initiative, motivation, and versatility. (Rating: 4) • Meets Expectations- Performance is at the level expected of experienced and qualified individuals in this position. Performance meets all standards. (Rating: 3) • Needs Improvement- Sometimes meets performance standards. Performance in a majority of areas is below the level expected of experienced and qualified individuals in this position. (Rating: 2) • Unsatisfactory- Performance fails to meet position requirements, immediate improvement plan must be prepared or termination is possible. Review performance again within 90 days. (Rating: 1) Section 2 Criteria and Performance Elements Job Knowledge/ Quality of work: 1. Clear understanding of departmental / consortium / state /federal rules, procedures, workflow, policies, safety rules and operations. 2. Demonstrates expertise in skill and knowledge within areas relevant to one's own function and/or work group. 3. Work product is accurate, thorough and complete. 4. Adheres to training opportunities pertaining to continuing education, provided by the department. 5. Shows willingness to learn new skills as technology is updated or replaced. 6. Ability to operate department equipment as required. Rating (1-5): Criteria 1. Criteria 2. Criteria 3. Criteria 4. Criteria 5. Criteria 6. Subtotal: Average: Comments: Professionalism: 1. Contributes to a positive working environment through behavior; demonstrates commitment to their work, and adheres to personnel policy and/or union contract. 2. Acknowledge receipt of emails/phone calls within 48 hours. 3. Demonstrates a high level of ethics/integrity/honesty. 4. Treats members of the public and colleagues in a fair, consistent, impartial and professional manner. 5. Maintains a clean and orderly work area. Rating (1-5): Criteria 1. Criteria 2. Criteria 3. Criteria 4. Criteria 5. Subtotal: Average: Comments: Communication and Collaboration: 1. Uses active listening skills. 2. Accepts and understands feedback and takes appropriate action to correct and improve performance. 3. Facilitates sharing of methods and knowledge (mentoring) and exhibits strong interpersonal skills (approachable). 4. Writes and speaks in a clear and concise manner. 5. Acts as a productive team member in responding to, reviewing and supporting ideas of others. 6. Exhibits a loyal, cooperative attitude towards co-workers and the organization; works diligently in support of team goals. Rating (1-5): Criteria 1. Criteria 2. Criteria 3 Criteria 4. Criteria 5. Criteria 6. Subtotal: Average: Comments: - - _ _ -- Problem Solving and Decision Making: 1. Takes initiative to identify problems and recommends solutions 2. Makes decisions based on data and available information 3. Knows when to take action and what type of action is appropriate. Rating (1-5): Criteria 1. Criteria 2. Criteria 3. Subtotal: Average: Comments: Customer Service: 1. Responds to customer concerns in a timely and appropriate manner 2. Assists customers with solving problems and concerns, makes eye contact, listens to the customers' needs, sincerely greets customers, and speaks in friendly manner 3. Can explain department policies and procedures clearly to customers 4. Uses discretion and adapts flexibly to situations when appropriate, seeks input when necessary 5. Respects and maintains the confidentiality and privacy of customer records (where applicable). Rating (1-5): Criteria 1. Criteria 2. Criteria 3. Criteria 4. Criteria 5. Subtotal: Average: Comments: Section 3 Professional Development In conjunction with the Supervisor, the Employee should develop several training and/or professional development initiatives for the upcoming year that would enhance the Employee's ability to succeed and/or advance the goals of the department/division. These tasks should be mutually agreed upon based on collaboration with the Supervisor/Department Head. Professional Development Opportunity: 1. 2. Section 4 Overall Comments Supervisor/Reviewer overall comments: Employee overall comments: ---- ----- - Section 5 Signatures 1 . Employee: Employee Signature Date 2. Supervisor/Reviewer: Signature Date 3. Division Head: Signature Date 4. Chief of Police: Signature Date 5. Deputy Town Manager: Signature Date