HomeMy WebLinkAbout7/1/2025 - 6/30/2028AGREEMENT BETWEEN
TOWN OF NORTH ANDOVER
&
AFSCME, COUNCIL 93, LOCAL 2978
ADMINISTRATIVE CONTRACT
EFFECTIVE JULY 1, 2025 through JUNE 30, 2028
TABLE OF CONTENTS
Preamble 4
Article 1: Recognition Clause 4
Article 2: Management Rights 4
Article 3: No Strikes 5
Article 4: Payroll Deduction of Union Dues 5
Article 5: Payroll Deduction of Agency Service Fees 6
Article 6: Discipline and Discharge 6
Article 7: Grievance and Arbitration 6
Article 8: Non-Discrimination and the Americans with Disabilities Act 8
Article 9: Seniority 8
Article 10: Personnel Records 9
Article 11: Hours of Work and Overtime 11
Article 12: Vacation Leave 12
Article 13: Sick Leave 16
Article 14: Sick-Leave Bank 18
Article 15: Bereavement Leave 20
Article 16: Education Leave 20
Article 17: Personal Leave 20
Article 18: Union Business 21
Article 19: Jury Leave 21
Article 20: Military Leave 22
Article 21: Family Medical Leave Act and Parental Leave Act 22
Article 22: Unpaid Leave of Absence 25
Article 23: Retirement Leave 26
Article 24: Holidays 27
Article 25: Longevity 28
Article 26: Cleaning Allowance 29
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 2
Article 27: Job Posting and Bidding 29
Article 28: Compensation 30
Article 29: Safety and Health 32
Article 30: Educational Reimbursement 32
Article 31: Miscellaneous 33
Article 32: Small Necessities Leave Act 35
Article 33: Direct Deposit 35
Article 34: Stability of Agreement 35
Article 35: Duration 35
Appendix A: Compensation and Classification Schedule 37
Side Letter 1: Training 41
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 3
PREAMBLE:
This Agreement made and entered into by and between the Town of North Andover, acting
through its Town Manager, (hereinafter referred to as the "Town" or the "Employer") and the
American Federation of State, County and Municipal Employees Union, Massachusetts Council
93, Local 2978 (hereinafter referred to as the "Union") has as its sole purpose the establishment
of harmonious relations between the Town and the Union, establishment of rates of pay, hours
of work and all other terms and conditions of employment within the authority of law, and
providing for equitable and peaceful procedures for the resolution of differences and securing
the efficient operation of the Departments of the Town of North Andover and the best possible
services for the residents and taxpayers of the Town.
ARTICLE 1: RECOGNITION CLAUSE
Section 1. In accordance with the certification of the State Labor Relations Commission issued
on April 19, 1984 in Case MCR 3453, the Town recognizes the Union as the exclusive bargaining
representative with respect to wages, hours, and other conditions of employment for the
following bargaining unit:
All full-time and regular part-time administrative employees of the Town of North Andover
including the Town Hall, Public Works, Police and Fire employees, Library and Senior Center
employees, and part-time Electrical and Plumbing Inspectors, and not including those
positions not listed in Appendix A. An employee employed by the Town, as a continuous,
part-time employee, for more than twelve (12) hours per week for six (6) months shall be
considered a regular, part-time employee.
ARTICLE 2: MANAGEMENT RIGHTS
Section 1. The Employer reserves and retains solely and exclusively all of its common law,
statutory, and inherent rights as such rights existed prior to the execution of this agreement as
long as not inconsistent with the specific provisions of this Agreement.
Section 2. Except as to the extent specifically abridged by this Agreement, the Employer shall
not be deemed to be limited in any way by this Agreement in the performance of the regular and
customary functions of municipal management and shall have, without interference, control, and
supervision of the Town and its various departments and facilities. The Employer reserves and
retains all powers, authority, and prerogatives including, but not necessarily limited to:
The right to assign, transfer, hire and promote; to determine the number of employees it shall
employ at any time and the qualifications necessary for any jobs it may have or may create
in the future; to suspend, demote, discharge, or take other disciplinary action against
employees for just cause; to relieve employees of work or lay off employees for reasons of
economy or other legitimate reasons; to determine the mission of the Town and its
departments, its budget, its organization, and the number of classifications of employees to
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 4
be utilized; to determine the types of operations, methods, and processes to be employed;
to discontinue processes or operations; to determine reasonable standards of performance;
and otherwise to take measures as the Employer may determine to be necessary for orderly
and efficient operations.
Section 3. Rules. The Town shall have the right to make and enforce reasonable rules and
regulations governing operations, the manner and method of performing the work, the standards
it requires and attendance, and any other matter, so long as such reasonable rules and
regulations are not in conflict with the specific terms of the Agreement. Such rules will be
enforced and in effect upon being posted in each Department and a copy of such rules, prior to
posting, shall be furnished to the Union.
ARTICLE 3: NO STRIKES
Section 1. No employee covered by this Agreement shall engage in, induce, or encourage any
strike, work stoppage, slowdown, or withholding of services. The Union agrees that neither it,
nor any of its officers or agents, will call, institute, authorize, participate in, sanction, or ratify any
such strike, work stoppage, slowdown, or withholding of services.
Section 2. Should any employee or group of employees covered by this Agreement engage in
any strike, work stoppage, slowdown, or withholding of services, at the request of the Employer,
the Union shall take all reasonable means to induce such employee or group of employees to
terminate the strike, work stoppage, slowdown, or withholding of services, and to return to work
forthwith.
Section 3. In consideration of the performance by the Union of its obligations under Section 1
and 2 of this Article, there shall be no liability on the part of the Union or on its officers or agents
for any damages resulting from the unauthorized breach of the agreements contained in this
Article by the individual members of the Union.
Section 4. The Employer shall have the right to discharge or otherwise discipline any employee
who violates Section 1 above in accordance with provisions of M.G.L. c150 E, §15.
Section 5. The Employer agrees it will not lock out employees covered by this Agreement except
where allowing employees to work will adversely impact the health or safety of employees or
citizens of the Town.
ARTICLE 4: PAYROLL DEDUCTION OF UNION DUES
Section 1. Pursuant to the provisions of M.G.L. c180, §17A, Union dues shall be deducted bi-
weekly by the Town from the salary of each employee who executes and remits to the Town a
form of authorization for payroll deduction of Union dues. Remittance of the aggregate amount
of dues shall be made to the Union Treasurer within thirty (30) days after the month in which
dues are deducted.
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 5
Section 2. Such authorization may be withdrawn by an employee by giving at least sixty (60)
days' notice, in writing, to both the Town and the Union Treasurer.
ARTICLE 5: PAYROLL DEDUCTION OF AGENCY SERVICE FEES
Pursuant to M.G.L. c150E, §12, as amended by Chapter 903 of the Acts of 1977, it may be a
condition of employment that on or after the thirtieth (30th) day of employment in the bargaining
unit, or the effective date of this Agreement, whichever is later, each and every member of the
bargaining unit may pay to the Union an agency service fee which may be equal to the amount
required to become a member and remain a member in good standing of the exclusive
bargaining agent and its affiliates to or from which membership dues or per-capita fees are paid
or received. Said agency service fee shall be deducted bi-weekly.
ARTICLE 6: DISCIPLINE AND DISCHARGE
Section 1. No employee covered by this Agreement who has successfully completed their
probationary period shall be disciplined or discharged without just cause.
Section 2. Employees covered by this Agreement who have completed their probationary period
may appeal such discipline or discharge pursuant to the grievance/arbitration provisions of this
Agreement. A copy of any notice of suspension or dismissal shall be mailed, or delivered in-
hand, to the local Union president within forty-eight (48) hours of the suspension or dismissal
action.
Section 3. Notwithstanding any contrary provision of this Agreement, employees who have not
completed their probationary period shall not be able to utilize the grievance/arbitration
provisions of the Agreement concerning discipline or discharge.
Section 4. Probationary Employees. Persons covered by this Agreement shall be probationary
for the first (6) months of their employment. The Department Head with the permission of the
Town Manager or their designee may extend the probationary period for an additional period of
time that is consistent with the length of the leave. For example, if the employee is absent for
three (3) weeks, the probationary period shall be extended for three (3) weeks.
ARTICLE 7: GRIEVANCE AND ARBITRATION
Section 1. The grievant along with a Union representative may be present at all proceedings
relevant to a grievance.
Section 2. A grievance is a complaint arising out of an alleged violation, misinterpretation, or
misapplication of written provisions of the Agreement.
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 6
Section 3. Any grievance or dispute which may arise between the parties regarding the
application or interpretation of this Agreement shall be settled in the following manner.
Step 1: The Union steward and/or representative, with or without the aggrieved employee,
shall submit the grievance in writing to the Department Head (or their designee) in which
the grievant is employed within seven (7) calendar days after the employee knew or
should have known of the occurrence or failure of occurrence of the incident upon which
the grievance is based. The Department Head shall answer the grievance in writing within
seven (7) calendar days of its submission.
Step 2: If the grievance has not been resolved by the Department Head or their designee
within seven (7) calendar days of its submission, it shall be submitted to the Division
Director within seven (7) calendar days of the Step 1 response or the date when said
response is due, whichever occurs first. The Division Director shall respond to the
grievance in writing within seven (7) calendar days of its submission. Those employees
in Departments with no Division Director (Police and Fire) can omit Step 2 and file directly
at Step 3. For purposes of responding to grievances, the DPW Director, Police Chief and
Fire Chief are both the Department Head and Division Director.
Step 3: If the grievance has not been resolved by the Division Director within seven (7)
calendar days of its submission, it shall be submitted to the Town Manager or designee
within seven (7) calendar days of the Step 2 answer or the date when said answer is due.
The Town Manager or designee shall hear the grievance and shall answer the grievance
in writing within twenty-one (21) calendar days of its submission.
Step 4: If the Grievance has not been resolved by the Town Manager or designee at Step
3, the Union, and only the Union, may submit the grievance to arbitration within thirty (30)
calendar days following the Town Manager's or designee's answer or the date on which
said answer is due, whichever occurs first. Submission to arbitration shall be
accomplished by a letter addressed to the American 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 Arbitration Association. The cost of
the Arbitration shall be shared equally by the parties. The Arbitrator shall have no power
to alter, amend, modify, add to or subtract from this Agreement. The decision of the
Arbitrator shall be final and binding on both parties except that any money awarded shall
not be retroactive prior to the date of the written submission of the grievance at Step 1.
Section 4. Time Limits. Failure by the Union to initiate and process a grievance in accordance
with the time limits established in Steps 1 through 4 shall be deemed a waiver of the grievance.
Section 5. The occurrence or failure of occurrence of any incident prior to the execution date of
this Agreement shall not be subject to grievance and arbitration.
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 7
ARTICLE 8: NON-DISCRIMINATION AND THE AMERICANS WITH DISABILITIES ACT
The Town and the Union agree not to discriminate against employees covered by this Agreement
on any basis proscribed by applicable state laws such as M.G.L. c151B or applicable federal
laws such as the Americans with Disabilities Act. Further, the Town and the Union shall not
discriminate against employees based upon Union membership or non-membership or
participation or non-participation in Union activities. Recourse for alleged violations of the above
provisions is through the applicable state or federal administrative agency or agencies.
ARTICLE 9: SENIORITY
Section 1. An employee's seniority shall be based upon the length of continuous service with
the Town commencing with the date of appointment to a regular full-time or regular part-time
position covered by this Agreement. Where two (2) or more employees were appointed on the
same date, seniority shall be determined by order of draw of names. In accordance with Article
27, Section 4, casual employees' seniority shall be a consideration for promotions and
appointments to lateral positions with an increase in hours. Casual employees' seniority shall
also be a consideration for opportunities to work additional hours and for the weekend rotation.
Section 2. Regular, part-time employees, unless otherwise stated, shall receive fringe benefits
(i.e., vacation, sick leave, and holidays) pursuant to this Agreement provided they are employed
twelve (12) or more hours per week. Fringe benefits shall be pro-rated in relation to a thirty-
seven and one-half (37.5) hour workweek.
Regular, part-time employees of the Library, whose assigned hours of work are twelve (12) hours
or more per week throughout the fiscal year shall receive fringe benefits (i.e., vacation, sick leave
and holidays) pro-rated in relation to a thirty-seven and one-half (37.5) hour workweek.
Section 3. Seniority rights accrued to an employee under this Article shall be lost in the event
of a break in continuous service with the Town caused by any of the following:
a.Voluntary resignation;
b.Discharge for cause;
c.Absence from work on five (5) consecutive working days without notice to the Town;
d.Layoff for lack of work for more than twenty-four (24) months;
e.Failure to return to work after the expiration of any leave of absence; or
f.Failure to return to work within fourteen (14) days after receipt of a registered or certified
letter mailed to the employee at their last known address requesting the employee's return
to work. Employees must notify the Town of their intent to work within five (5) days of
receipt of said notice.
An authorized leave of absence will not be considered a break in continuous service for seniority
purposes; however, where such leave extends beyond thirty (30) days, only the first thirty (30)
days shall be counted toward an employee's accrued seniority. Further, suspensions of thirty
(30) or more days shall not count toward accrued seniority.
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 8
Section 4. Layoffs. In the event a layoff becomes necessary in the exclusive judgment of the
Town, casual employees shall be selected for layoff before regular part-time employees and full-
time employees in the same job classification. The most junior casual employees in the job
classification will be laid off first as determined by the date of their appointment to the position.
Where two casual employees have the same appointment date, the order of layoff shall be
determined by draw of names. With respect to regular part-time and full-time employees, the
Town will lay off on the basis of seniority within each job classification and Department affected.
The employee with the least seniority in the job classification with the affected Department will
be laid off first and may elect, if they choose, to bump the employee with the least seniority within
the bargaining unit in the same job classification or in a lower classification provided they are
qualified to do the work. The Town shall provide a two (2) week notice of layoff to affected
employees.
Employees will be recalled based on seniority in their job classification with the most senior
employee recalled first. The employer shall determine whether layoff or recall shall be limited to
part-time employees or full-time employees, or both. No new employee shall be hired within the
Department and classification from which employees are laid off until all laid-off employees are
given an opportunity to accept a recall to work.
Casual employees will retain bumping rights and recall rights only with respect to casual
positions in the same job classification and Department.
Section 5. Vacation requests will be approved by the Department Head subject to the operational
needs of the Department and in a manner which will cause the least interference with
performance of work. Subject to these provisions, seniority shall be used in resolving vacation
selection preferences.
Section 6. The Town shall prepare and forward to the Union a seniority list of employees in the
bargaining unit. Seniority lists shall be revised by the Town no later than April 1 of each year
and shall be posted in a conspicuous place, with a copy sent to the local Union President,
showing the employee's name and seniority date.
ARTICLE 10: PERSONNEL RECORDS
Section 1. No materials originating from the Town derogatory to an employee's conduct, service,
character or personality shall be placed in the personnel file unless the employee has had an
opportunity to read the material. The employee shall acknowledge that they have read such
material by affixing their signature on the actual copy to be filed. Such signature does not
necessarily indicate agreement with its content, but merely signifies that the employee has read
the material to be filed.
Section 2. The employee shall have the right to answer any material filed, and their written
submission shall be attached to the personnel file copy.
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 9
Section 3. If any material is placed in an employee's file without proper notice and "opportunity"
to respond, said material shall be removed until such time as the employee has had such notice
and opportunity to reply.
Section 4. Any employee shall have the right to examine all material in their personnel file with
a Union representative present, if requested by the employee. A copy of any such material shall
be furnished to the employee at their request within five (5) business days.
Section 5. Records of oral warnings issued to employees by immediate supervisors, department
heads, or division directors will be cleared from the employee files after twelve (12) months
provided that the employee was not involved during such twelve-month period in any infraction
of the Town's personnel rules, regulations, policies, or practices. Once removed from the
employee's file, such oral warnings shall not be used in connection with subsequent disciplinary
actions.
ARTICLE 11: HOURS OF WORK AND OVERTIME
Section 1. The Town shall establish work schedules based upon the operational needs of the
respective Department. The Town will notify the Union of such changes two (2) weeks prior to
a schedule change, when possible. Without limiting the Town's right to establish, change or
modify work schedules to meet these needs, the following regular work schedules are
acknowledged to be in effect:
The regular workweek for full-time employees covered by this Agreement shall be 37.5 hours
per week. The regular workday for full-time employees shall be as established by the Town,
excluding one-half (1/2) hour unpaid lunch for any workday in excess of five (5) hours.
Full-time Employee - Employees working 37.5 hours per week. A week is considered a five (5)
day workweek.
Regular Part-time Employees — Employees working less than 37.5 hours per week but more
than 12 hours a week. A week is considered a five (5) day workweek.
Casual Employees — Employees working less than or equal to 12 hours in a week. A week is
considered a five (5) day workweek.
Casual employees are not entitled to the benefits contained in the following Articles:
Article 24:Holidays
Article 12:Vacation Leave
Article 13:Sick Leave
Article 17:Personal Leave
Article 23:Retirement Leave
Article 15:Bereavement Leave
Article 21:Family Medical Leave and Massachusetts Parental Leave
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 10
Article 25:Longevity
Article 30:Educational Reimbursement
Article 32:Small Necessities Leave Act
When an employee is appointed to a position with increased hours that renders the employee
eligible for benefits (e.g., from a casual employee to a regular, part-time employee) the date of
appointment to the benefits eligible position shall be the starting point for computing vacation
accrual and sick leave benefits. Personal time, however, shall be granted effective as of the
date of appointment to the benefits eligible position.
Section 2. Full-time employees will normally be scheduled to work five (5) consecutive days,
Monday through Friday, with two (2) consecutive days off with the exception of Library
employees whose work schedules may vary.
Section 3. Regular, part-time employees will be assigned to work less than the full-time schedule
specified in Section 1 and 2 and will not necessarily have consecutive workdays and days off.
Said employees will be provided a one-half (%) hour unpaid lunch period when assigned to work
more than five (5) hours in a workday.
Section 4. Members of the bargaining unit must ensure that there is at least one (1) bargaining
unit member available to provide adequate coverage at service desks by staggering their lunch
periods. Scheduling conflicts must be brought to a Department Head prior to the start of the
lunch period
Section 5. All work performed beyond 37.5 hours in a workweek shall be compensated at time
and one-half the regular hourly rate or shall receive compensatory time off at an equivalent of
1.5 times the hours worked in excess of 37.5 hours per week.
Section 6. Accumulation of compensatory time off will be limited to no more than 22.5 hours.
Those employees who have accumulated in excess of 22.5 hours of compensatory time off must
be compensated at a pay rate of 1.5 times their regular rate per hour worked.
Section 7. All overtime work must be authorized and approved in advance by the respective
Department Head in order to be compensated.
Section 7a. Overtime work shall be distributed fairly and equitably in each Department among
all employees qualified to perform such work.
Section 7b. Library Staff: All full open shifts will be first offered to all Library Administrative
staff by seniority on a rotating system dropping down one (1) name each time a shift is
available. The Library may use a "block scheduling method" in place of the regular step-down
rotation method when filling open shifts occurring repeatedly over an extended period
(minimum of three (3) weeks) due to the absence or vacancy of staff without further Town
Manager/Management approval. This method facilitates scheduling when long absences
occur.
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 11
When considering the use of "block scheduling" Library Management will first notify Union
representative of the intent to use this method as soon as practical.
When using "block scheduling," all eligible staff will be offered an equal number of additional
hours for the time period. It is up to each individual staff member to accept all or some of the
offered hours.
Section 8. Employees will be scheduled to work a shift with regular starting and quitting times
and, except in emergency situations, will be given two (2) weeks' notice of a new regular change
in their work schedule. Work schedules shall be clear, concise, and posted two (2) weeks in
advance.
Section 9. The Town reserves the right to utilize time clocks as a method of recording time
worked.
Section 10. Administrative staff shall not cover night meetings past 10:00 p.m. For meetings
that extend past 10:00 p.m., minutes will be produced by watching the video recording.
Section 11. In some cases, the Town Manager closes Town Offices before the scheduled
closing time for the Library and/or Senior Center. If the Library and/or Senior Center remain open
to the public, the employees who work that day will receive compensatory time from the time of
closure to the end of their shift. Compensatory time shall be used within two (2) bi-weekly pay
periods.
Section 12. Library Sundays. Full-time employees, required to work on Sunday, will be paid
double-time for such hours worked. Effective July 1, 2025 (FY26), the shift premium shall be
$75.00. Effective July 1, 2026 (FY27) the shift premium shall be $80.00. Effective July 1, 2027
(FY28), the shift premium shall be $85.00.
Section 13. Library Swinq Days. When the Library operates on a 7-day public hours schedule
and a staff member is scheduled to work a weekend rotation, the work week will include a
"swing day," where the staff person's hours on one day (i.e., Friday hours) move to Saturday.
Saturday becomes the employee's regular work day. As a regular work day, if the day is taken
off, the staff member must use their accrued time-off. The swing day is unpaid. Swing days
occur when a full weekend is worked, not just one weekend day.
Section 14. Five (5) Weekend Months. When there are 5 weekends in a month during the
year, staff are asked to volunteer to work for additional hours. If an insufficient number of
employees volunteer for the additional hours, the Library Director may assign members of the
Unit to work to cover Library operations using Article 9, Seniority, with the most Junior
members of the bargaining unit assigned first.
A 5th weekend schedule will be set on the first of the month in which the 5th weekend occurs.
When setting the annual weekend calendar each fiscal year, the first (1st) week of a month is
determined by the first weekend in that month which contains both Saturday and
Sunday. When a weekend is "split" between two (2) months because the Saturday falls in one
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 12
month and Sunday falls in the next month, the weekend will be treated as the last weekend of
the month in which the Saturday falls.
Management will make every effort to have the calendar set by the second Friday in
August. The team rotation schedule will be set no later than two (2) weeks prior to the start of
the weekend schedule per Article 14, Hours of Work and Overtime, Section 1.
Section 15. Inspectors.
i.Electrical Inspector — The regular hours of work shall be from 7:00 am until 1:45 pm
Monday through Thursday and 7:00 am until 12:00 pm on Fridays with an unpaid lunch
break of thirty (30) minutes.
ii.Plumbing /Gas Inspector — The regular hours shall be Mondays 7:30 am until 3:30 pm
with an unpaid lunch break of thirty (30) minutes and Tuesday through Thursday from
7:30 am until 12:30 pm.
iii.Emergency Call-ins - It is understood that the possibility of being called out for an
emergency is part of the job inasmuch as the safety of the public is involved and as
such the employee shall be required to report to work when directed, unless they have
sufficient reason. The minimum call-ins shall be two (2) hours. Time in excess of two
(2) hours shall be paid at normal hourly rate until the employee reaches 40 hours
worked. At that time, time and one half (1.5) will be paid. An employee called in to
perform work in an emergency shall be permitted to return home after completing their
assignments, and shall not be required to perform any non-emergency work.
iv.Sunday calls shall be paid using compensatory time.
v.Cleaning Allowance shall be pro-rated based on full-time equivalent.
Employee shall be paid for attending any training or seminars required to maintain their
professional licensing.
ARTICLE 12: VACATION LEAVE
Section 1. A continuous, full-time employee or a regular, part-time employee shall be granted
vacation with pay on the following terms:
Complete Years of Service Number of Weeks/Days Vacation
One (1)* Three (3) weeks / Fifteen (15) days
Ten (10) Four (4) weeks / Twenty (20) days
Eleven (11) Four (4) wks + One (1) day / Twenty-one days (21)
Twelve (12) Four (4) wks + Two (2) days / Twenty-two days (22)
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 13
Thirteen (13) Four (4) wks + Three (3) days / Twenty-three days (23)
Fourteen (14) Four (4) wks + Four (4) days / Twenty-four days (24)
Fifteen (15) or more Five (5) weeks / Twenty-five days (25)
*After six (6) months of employment, an employee shall be entitled to one (1) week of their
initial vacation allowance in advance, in which case, they shall receive one (1) week of
vacation after their first year of service.
Effective July 1, 2026, newly hired employees shall, after three (3) months of employment, be
entitled to one (1) week of their vacation allowance in advance, in which case, they shall
receive the remaining two (2) weeks of their vacation allowance after their first year of service.
After 10 years of service, employees shall receive one additional day for every year of continuous
service for every year thereafter, for a maximum of five (5) weeks.
The Town shall not extend the six (6) month probationary period of an employee who takes up
to (1) week of approved vacation time during their probationary period.
In the event a probationary employee takes approved vacation time of up to (1) one week during
their probationary period and then separates from service prior to completing one (1) year of
service, the Town shall not recoup the amount of vacation time used prior to the employee's
separation.
Section 2. Employees will receive their full vacation entitlement as provided by this Article, on
the first of the month in which their anniversary falls.
Length of service for purposes of vacation eligibility shall be based upon the employee's
anniversary date of employment. The amount of vacation time allowed in any anniversary year
will be based on the number of months of active service during the preceding twelve (12) months.
Employees may carry over from one benefit year to the next no more than five (5) days of
vacation, regardless of the amount of vacation accrued during a specific year.
An employee who was unable to utilize their excess vacation time (vacation time in excess of
five (5) days) by the date on which their annual vacation carryover occurs, may make a written
request to their Department Head to extend the deadline during which they will utilize their
excess vacation time. Such requests must be for exceptional circumstances and shall be
forwarded by the Department Head, along with the Department Head's recommendation, to the
Division Director and Human Resources Director. The Human Resources Director will
coordinate submittal of the employee's request and the Department Head's recommendation to
the Town Manager. The Town Manager shall have the discretion as to whether to approve the
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 14
request. The Town Manager's decision shall not be subject to the grievance and arbitration
provisions in Article 7.
Section 3. Upon the death of an employee who is eligible for vacation under these rules,
payment shall be made to the estate of the deceased in an amount equal to the vacation
allowance as accrued in the vacation year prior to the employee's death but which had not been
granted. In addition, payment shall be made for that portion of the vacation allowance earned
in the vacation year during which the employee died up to the time of his or her separation from
the payroll.
Section 4. Employees who are eligible for vacation under this Article and whose services are
terminated by dismissal through no fault or delinquency of their own, or by retirement, or
entrance into the armed forces, shall be paid an amount equal to the vacation allowance as
earned, and not granted, nor used, up to the time of the employee's separation from the payroll
due to such dismissal, retirement, or entrance in the armed forces. In addition, payment shall
be made for that portion of the vacation allowance earned in the vacation year during which such
dismissal, retirement or entrance into the armed forces occurred up to the time of the employee's
separation from the payroll; but no such payment shall be made to those persons on injury leave
who have not been separated from the payroll.
Section 5. Absence on account of sickness in excess of that authorized under the rules thereof,
or for personal reasons as provided for under other leave may, at the discretion of the
Department Head, be charged to vacation leave.
Section 6. An employee shall be granted an additional day of vacation if, while on vacation
leave, a designated holiday occurs which falls on a day they would normally work.
Section 7. Employees shall submit their vacation request (except for single vacation days as
noted below) fourteen (14) calendar days in advance of the requested vacation period.
Scheduling of vacation is subject to the approval of the Department Head. Multiple requests for
the same vacation period will be resolved on the basis of seniority. Vacation leave must be used
within the employee's anniversary (vacation) year, except as provided for in Section 2.
In special circumstances, an employee may request an opportunity to accumulate more vacation
than otherwise permitted and the Town Manager or his designee may allow such additional
accumulation in their discretion. Changes in the vacation schedule may be made only in cases
where the Department Head approves.
Section 8. Library
The Library Director, or their designee, will notify members of the Administrative Union if their
vacation request has been granted within fifteen (15) days of the request except during high
demand periods to ensure equity and to meet the requirement in Section 6 above. There are
three (3) defined high demand periods each year: Thanksgiving week, Christmas and New
Year's, and Summer vacations in June, July & August. The Library Director has the option to
define additional high demand periods as needed. If additional high demand periods need to
be added, the addition/modification of periods must be reviewed and agreed to by the Union.
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 15
High Demand Period Process
1.Staff submit high demand vacation requests no later than the submission date below.*
2.Once the due date is reached, the Director, or their designee, reviews all the requests
submitted and approves them in seniority order (see Section 6) while ensuring there will
be enough staff to meet the operational needs of the Library.
High Demand Period Staff Submission Date Management Response Date
Thanksgiving Week September 1st October 1st
Christmas/New Year's Eve October 1st November 1st
Summer Vacation - June/Jul/Aug April 1st May 1st
*Staff may submit vacation requests earlier than the submission date, but they will not be
reviewed until the submission date.
Section 9. Absences for personal reasons may be charged to vacation leave upon the
application by the employee and approval by their Department Head. Such absences, however,
may not be charged to vacation leave beyond that which the employee has earned at the time
of such application.
Section 10. Employees called upon to serve during a State or National emergency will have
vacation time accrued as mandated by Federal and State laws.
Section 11. An employee on no-pay status with the Town shall cease accruing vacation leave.
Section 12. Upon completion of their first year of service, regular part-time employees of the
Library, whose assigned hours of work average less than fifteen (15) hours per week, shall
receive up to fifteen (15) hours of unpaid leave per year to be used and granted in the same
manner as vacation leave.
ARTICLE 13: SICK LEAVE
Section 1. A full-time employee in continuous service who has completed six (6) months of
service shall be allowed six (6) days leave with pay and thereafter shall be allowed one (1) and
one-quarter (1/4) days for each month of service, with unlimited accumulation, provided such
leave is caused by sickness or injury or by exposure to contagious disease. Regular, part-time
employees shall be credited with sick leave on a pro-rated basis.
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 16
Employees hired on or after July 1, 2026, shall begin to accrue paid sick leave beginning at the
date of hire for absences caused by sickness, or injury, or exposure to contagious disease. Sick
leave shall be accrued at the rate of one and one-quarter days (1.25 days) for each month of
service. Sick leave shall be credited to part-time employees on a pro-rated basis. Accumulation
of sick leave shall be without limitation.
There will be no accrual of sick leave when an employee is in an unpaid status (unpaid leave of
absences, etc.) regardless of the employee's hire date.
The Town may not extend the probationary period of an employee who uses sick leave during
their probationary period except in the following circumstances:
a.when an employee uses more than five (5) sick leave days during the probationary
period (regardless of whether they are used due to the illness of the employee or a
family member); or
b.when an employee fails to provide a requested doctor's note following an absence of
three (3) or more consecutive workdays; or
c.when there has been an abuse of sick leave (an abuse of sick leave may appear as a
pattern of sick leave use on Mondays and/or Fridays or on the days before or after a
holiday).
Section 2. Sick leave shall be used only for the necessary absence of an employee as a result
of their own sickness or injury, including treatment for drug or alcohol addiction, or for medical
appointments. Employees may use up to eight (8) days of accumulated sick leave in a fiscal
year for the purpose of an employee caring for a sick spouse or child residing in the employee's
household.
Any employee absent three (3) consecutive workdays or more may be required to submit a
doctor's certificate prior to receiving sick leave pay. The doctor's certificate shall be submitted to
the Department Head who shall forward the certificate to the HR Director for filing in the
employee's confidential medical file.
Sick leave must be authorized by the Department Head and reported in MUNIS, and recorded
on applicable shared calendars, or, for Library staff, on the Library sick leave form. The Town
may require a medical examination of any employee who reports their inability to report for duty
because of illness or injury, or where the Town has a reasonable belief that the employee is unfit
to safely perform their job duties. In such cases, the Town will select the physician and pay for
the examination.
Section 3. If a pattern of sick leave abuse exists, of which the employee has been warned in
writing, the Town may take the appropriate disciplinary action including, but not limited to
suspension or discharge.
Section 4. Employees who are going to be absent due to sickness or injury shall report their
absence to the Department Head or their designee as close to the start of their shift as possible
in order to be eligible for paid sick leave. If advance notice can be given to the Department (e.g.,
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 17
library employees) such a notice shall be provided, so that the Department may contact a
replacement.
Section 5. Notwithstanding any provision of this Agreement to the contrary, injuries arising out
of and in the course of employment shall not be charged to sick leave, but shall be compensated
in accordance with Worker's Compensation statutes. Any claims under said statutes shall not
be subject to the grievance and arbitration provisions of this Agreement. Accumulated sick leave
may be used to compensate for the difference between Worker's Compensation payments and
the employee's regular rate. The Town may debit the employee's sick leave accrual by such
amount as it determines to be equitable in relation to such payment.
Section 6. The Town shall maintain accurate and complete records of employee's accrued sick
leave and sick days used. Sick days accumulated as of the execution date of this Agreement
shall be carried forward under this Agreement.
Section 7. An employee in a no-pay status with the Town shall cease accruing sick leave.
ARTICLE 14: SICK-LEAVE BANK
Section 1. Employees in the bargaining unit are eligible to join the sick leave bank by
contributing two (2) of their personal sick leave days to the bank at any time following
completion of their probationary period, and by contributing one (1) additional personal sick
leave day annually during the first pay period in July.
Employee entitlement to draw from the sick leave bank shall be determined by the Sick Leave
Bank Committee pursuant to paragraphs (4) and (5). The Sick Leave Bank Committee shall
consist of two (2) members of the bargaining unit and two (2) members designated by Town
Management.
The Union may request a list of employees in the bargaining unit. The Town shall have ten
(10) business days to respond to the Union's request. All new hires shall receive a thirty (30)
minute orientation regarding the sick bank within thirty (30) days of hire. The Union is
responsible for ensuring this orientation session occurs.
Section 2. The following rules and regulations are promulgated for the purpose of administering
a sick leave bank for employees who are members of the Union.
1) There is hereby established a sick leave bank from which employees that have exhausted
their sick leave can make application to draw additional sick leave benefits to a maximum
of fifty (50) days per fiscal year. The Sick Leave Bank shall be used only for the illness
or injury of the employee themselves and not for the illness or injury of an employee's
family member. Procedures and standards for contribution shall be as follows:
a.The bank shall be jointly administered by the Town and the Union.
b.Each application for sick leave from the bank will be considered separately by
the sick leave bank committee. The employee's act of contributing to the bank
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 18
does not guarantee the right to draw from the bank. Applications for sick leave
from the sick leave bank shall be made in writing to the Human Resources
Department. Where the need for sick leave bank days is foreseeable, the
application shall be submitted at least ten (10) business days in advance.
Where the need for sick leave bank days is not foreseeable, the application
must be made as soon as practicable, and, except in extremely unusual
circumstances, must be made no later than the last day of the second pay
period after the absence occurred or it shall be waived. (For example, if an
employee calls in sick on February 7, 2024, the employee will have only until
March 2, 2024 to make their request to draw from the sick leave bank absent
a showing of extremely unusual circumstances). For purposes of this section,
"business days" are Monday through Friday, excluding holidays.
c.The sick leave bank committee may require an employee, who applies to draw
from the bank, to provide a medical certificate as to illness. The sick leave
bank committee may re-evaluate each case at one-month intervals, and, in
that regard, the sick leave bank committee may require that the employee
furnish further medical certification of illness, at no expense to the Town.
d.The employee, while drawing from the sick leave bank, shall not earn or
accumulate sick leave.
2)Employees have the option of joining the sick leave bank at any time following the
completion of their probationary period. It is the responsibility of the Union to notify
members regarding the ability to join the sick bank.
3)In the event the number of days remaining in the sick leave bank reaches thirty (30) or
less, Town Management shall notify the Union of this fact and shall assess each
participating employee one (1) additional day of their sick leave to be added to the sick
leave bank. Any participating employee who does not wish to contribute the additional
day, shall so notify Town Management within ten (10) days of the posting of Town
Management's intention to make the assessment. In that event, the employee shall forfeit
any further consideration for eligibility to draw from the sick leave bank and shall forfeit
the use of days already contributed. The days so forfeited will remain in the bank for use
by participating members. Each member will be assessed one (1) day each time
additional contributions are needed.
4)Employee entitlement to draw from the sick leave bank shall be determined by the sick
leave bank committee. In the event that the committee is unable to come to a decision,
the Town Manager will be called upon to make the final determination. The determination
by the sick leave bank committee shall be based upon, among other considerations,
information and data supplied by the Union, information and data supplied by the Town,
attendance and performance; provided, however, that an employee must contribute to
the bank in order to be eligible to draw from the bank. Upon receipt of an application for
use of the bank, the sick leave bank committee shall notify the Union, who shall supply
information and data in writing, as they see fit, within seven (7) days of the notification.
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 19
5)If the sick leave bank committee and/or the Town Manager rejects an employee's
application for use of the bank, such rejection shall be in writing and shall state the specific
reasons for the rejection. The Town Manager's determination on the use of sick-leave
bank time in excess of thirty (30) days will be final.
6)In the event the sick leave bank totals 350 days or more, existing members will not be
required to contribute one additional sick leave day on July 1 of each year as stipulated
in Section 1 above.
7)Any member of the sick leave bank who voluntarily resigns from employment with the
Town shall be permitted to donate up to a maximum of five (5) days of sick leave to the
sick leave bank. The employee must submit a written request to donate sick time to the
Human Resources Director prior to their separation date.
8)These rules and regulations may be amended by Collective Bargaining or by mutual
consent of the Town and the Union.
ARTICLE 15: BEREAVEMENT LEAVE
Employees are entitled to up to five (5) working days with pay following the death of a member
of the employee's immediate family (spouse, child, parent of either spouse, brother, sister,
grandparent of employee, grandchild of the employee) and up to three (3) working days for the
death of the following: brother-in-law, sister-in-law, grandparent of spouse, and person in the
immediate household.
In exceptional circumstances, and where extenuating travel is required, the Town Manager may,
upon recommendation of the Division Director, grant bereavement leave to be taken at a time
that is not immediately following the day of death for a family member listed in the paragraph
above. However, said leave shall be taken on consecutive working days and shall not be taken
more than twelve (12) months following the date of death.
ARTICLE 16: EDUCATION LEAVE
An employee required by the Town to attend conferences, seminars, briefing sessions or other
functions of a similar nature intended to improve, maintain or upgrade the employee's
certifications, skills, and professional ability shall be granted leave with pay.
Employees who seek to attend a conference or are asked to attend a conference out of state
need written permission from the Town Manager or their designee (i.e., Deputy Town Manager).
ARTICLE 17: PERSONAL LEAVE
Section 1. All employees after completion of their probationary period may, with the prior
approval of the Department Head or Division Director, use up to thirty-seven and one half (37.5)
hours (pro-rated for part-time employees) in each fiscal year for personal reasons. These days
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 20
may be used to extend vacation with (2) weeks of advance notice and approval by the
employee's Division Director. Except in cases of an emergency, requests for personal days for
other reasons require twenty-four (24) hours of advance notice.
Section 2. Effective July 1, 2025, newly hired employees will be credited with personal leave at
the time of hire in accordance with the following schedule:
Employees hired July 1 through September 30 will receive five (5) personal days;
Employees hired October 1 through December 31 will receive three (3) personal days;
Employees hired January 1 through March 31 will receive two (2) personal days; and
Employees hired April 1 through June 30 shall receive zero (0) personal days.
Section 3. Personal days do not carry over from one fiscal year to the next. Therefore, personal
time not used by June 30 of the fiscal year in which it was credited shall be forfeited.
Section 4. If an employee has unused personal time in their individual balance at the time they
separate from employment, the unused personal time shall be paid out to the employee.
ARTICLE 18: UNION BUSINESS
Section 1. Union staff representatives or officials shall be permitted to have access to the
premises of the Employer for the performance of Union business, and shall be allowed
reasonable access to Town property and records relevant to investigating grievances during
normal business hours.
Section 2. One Union steward or officer for Town Hall and one Union steward or officer for the
remainder of the bargaining unit shall be permitted reasonable time off with pay to investigate
and process grievances in their respective areas.
Section 3. A total of up to five (5) days with pay per fiscal year shall be permitted the bargaining
unit as a whole for the purpose of attending meetings, conventions, executive board meetings
of the local, state, regional, or national union. Union business leave shall exclude routine
activities that are necessary for the Union and Town to jointly administer the terms of the
Agreement, such as bargaining sessions and sick leave bank committee meetings.
ARTICLE 19: JURY LEAVE
An employee shall provide their Department Head with as much notice as possible when called
for jury duty and shall provide the Department Head with notice of the dates of such jury duty.
Employees shall receive their regular compensation for the first three (3) days of jury duty in
accordance with the provision of M.G.L. c234A.
Employees are required to submit a Juror Service Certificate to their Department Head in order
to receive their regular compensation for scheduled work days on which they performed jury
duty. Employees who are excused from jury duty before 2:00 p.m. shall be required to report
for work.
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 21
ARTICLE 20: MILITARY LEAVE
An employee in the military reserve who has been granted a military leave of absence due to
being called into active service will be compensated in accordance with Chapter 137 of the Acts
of 2003 as adopted by the 2004 Annual Town Meeting.
ARTICLE 21: FAMILY MEDICAL LEAVE ACT AND PARENTAL LEAVE ACT
Section 1. Family Medical Leave Act.
a)An employee who has been employed for twelve (12) months and who has worked
1,250 hours during the twelve (12) month period immediately before the leave is to
start, is entitled to up to a total of twelve (12) weeks of family medical leave in any
twelve (12) month period for a qualifying reason pursuant to the Family Medical Leave
Act ("FMLA"). The Town of North Andover defines a twelve (12) month period as the
twelve (12) month period measured forward from the date an employee's first FMLA
leave begins. The leave shall be unpaid unless the employee elects to use their
accrued time concurrently with FMLA (i.e., at the same time as FMLA). Eligible
spouses who work for the same employer are limited to a combined total of twelve (12)
workweeks in a twelve (12) month period for the birth of a child and bonding with the
newborn child and for the placement of a son or daughter with the employee for
adoption or foster care and for bonding with the newly placed adopted or foster child.
b)Where the need for family medical leave is foreseeable, the employee must notify the
Human Resources Department and their Department Head or Division Director at least
30 days in advance of their need for family medical leave, including when the leave is
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:
The birth of a child and to bond with the newborn child within one year of birth;
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 22
ii.The placement with the employee of a child for adoption or foster care and to
bond with the newly-placed child within one year of placement;
iii.A serious health condition that makes the employee unable to perform the
functions of their position, including incapacity due to pregnancy and for prenatal
medical care;
iv.To care for the employee's immediate family member who has a serious health
condition, including incapacity due to pregnancy and for prenatal medical care.
The term "immediate family member" is defined in accordance with FMLA
regulations (section 825.122);
v.Any qualifying exigency arising out of the fact that the employee's spouse, son,
daughter, or parent is a military member on covered active duty or called to
covered active-duty status.
vi.The term, "serious health condition," is defined in accordance with the Family
Medical Leave Act regulations (29 CFR Sections 825.113 to 825.121.)
e)Leave that is due to an employee's serious health condition, or for the employee to
care for an immediate family member with a serious health condition may be
consecutive, intermittent, or on a reduced hour schedule subject to medical
certification. Leave that is due to the birth of a child and to bond with a newborn child
or due to the placement with the employee of a child for adoption or foster care and to
bond with the newly-placed child may be consecutive or intermittent in blocks of time
as set forth in paragraphs i. through v. below, up to a total of twelve (12) weeks:
i.Intermittent leave shall be taken in two (2) week blocks of either two (2), four
(4), six (6), eight (8), or ten (10) weeks, up to a total of twelve (12) weeks.
ii.Employees who take a block of FMLA leave must work the same number of
weeks that they took for the block of time before taking a subsequent block of
FMLA leave. For example, if an employee takes a block of two (2) weeks, they
need to work for two (2) weeks before taking any subsequent blocks of leave.
iii.Employees must submit a comprehensive FMLA leave schedule to the
Department Head or Division Director at least one (1) month in advance of the
leave, unless there are extenuating circumstances.
iv.If an employee elects to terminate their FMLA leave early, and they return to
work, their FMLA intermittent leave entitlement ends for that particular leave
request.
v.All blocks of intermittent FMLA leave must be taken within twelve (12) months
following the birth of the child or the placement of the adopted or foster child
with the employee.
f)When requesting family medical leave, the employee should state which type of
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 23
accrued leave is to be utilized. An employee on leave for their own serious health
condition, or maternity leave, or for bonding with a newborn child or a child placed in
adoption or foster care, shall be allowed to use accrued sick leave for the duration of
leave and may use any accrued personal and vacation leave if sick leave is
exhausted, for a total of twelve weeks. An employee requesting accrued leave to care
for an immediate family member with a serious health condition shall be approved to
utilize accrued sick leave for the first 30 days, or six weeks, and shall be prorated one
day of vacation or personal leave for each additional week of leave requested. The
other four days may continue to be deducted from accrued sick leave. Usage of leave
under FMLA excludes application to sick leave banks.
The Town of North Andover will continue the employee's health benefits coverage
during leave. The employee will continue to accrue holiday, vacation, and sick leave
credits during paid leave. In the event that the employee exhausts all accrued leave,
there will be no further accrual of holiday, sick, or vacation leave. If the employee
exhausts all accrued leave and enters an unpaid status, the employee will be
responsible for payment of their portion of their health insurance premium. Seniority
will accrue during the term of the leave.
When an employee returns from FMLA leave, they shall be restored to the same job
that they held when the leave began or to an equivalent job. Employees returning
from FMLA leave will be entitled to the benefits the employee accrued prior to the
period of FMLA leave and such benefits must be resumed in the same manner and at
the same level as when the leave began.
g)The Town and the Union recognize that Section 1 of this Article is not a complete
recitation of the Family Medical Leave Act. Where the language of the contract is
silent, the language of the respective statute and accompanying regulations shall
control.
Section 2. Massachusetts Parental Leave Act.
a) Pursuant to M.G.L. c.149, §105D, the Massachusetts Parental Leave Act ("PLA"),
parental leave is provided to eligible employees. Both the birthing and non-birthing
parent are eligible for PLA leave. Both men and women are eligible for PLA leave. For
those employees who are also eligible for FMLA leave, any leave taken pursuant to the
PLA shall run concurrently with FMLA leave.
b) Employees are eligible for PLA leave for the purposes of:
a.giving birth; or
b.adopting a child under the age of 18; or
c.adopting a child under the age of 23, if the child is mentally or physically disabled.
c) The PLA does not require paid leave. An employee may voluntarily elect to use their
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 24
accrued paid leave concurrently with unpaid PLA up to a maximum of 8 weeks and in
the same manner as in Section 1 (FMLA), paragraph f. However, if the employee has
no accrued leave, the leave shall be unpaid.
d) An employee, who due to their length of employment, is not eligible for FMLA leave, but
who has been employed as a full-time employee by the Town for three (3) months is
eligible for PLA leave under Massachusetts law. PLA leave provides an eight (8) week
unpaid leave period. Any two (2) employees of the same employer shall only be entitled
to eight (8) weeks of parental leave in aggregate for the birth or adoption of the same
child.
e) For employees eligible for FMLA, PLA will run concurrently with the FMLA period. The
total leave shall not exceed twelve (12) weeks and must be used within one year of the
birth of a child or the placement of a newly adopted child with the employee.
f) Under the provisions of PLA, an employee is required to provide two (2) weeks' notice
of the anticipated start of the leave and to state their intention to return to work. If an
employee is unable to provide two (2) weeks' notice due to reasons beyond their
control, the employee shall provide notice as soon as practicable.
g) Length of Leave and Pay
i.Accrued sick leave benefits will be available under the same terms and conditions
which apply to other medical leave obligations, contractual agreements, and
applicable law.
ii.An employee may use accrued sick, vacation, personal, and/or compensatory time
concurrently with PLA leave up to a maximum of 8 weeks and in the same manner
as in Section 1 (FMLA), paragraph f.
iii.PLA leave may be consecutive or intermittent in blocks of time as set forth in
Section 1 (FMLA), paragraph e, for a total of 8 weeks.
h) The Town and the Union recognize Section 2 of this Article is not a complete recitation
of the Massachusetts Parental Leave Act. Where the language of the contract is silent,
the language of the respective statute and accompanying regulations shall control.
ARTICLE 22: UNPAID LEAVE OF ABSENCE
Section 1. The Town Manager or their designee may, in their discretion, grant an employee's
request for a leave of absence without pay for medical or other good and sufficient reasons.
Such a leave shall, if granted, generally not exceed twelve (12) months.
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 25
Section 2. An employee seeking an unpaid leave of absence shall submit a written request to
their Department Head 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 by the employee to the Department Head at least four (4) weeks prior to the date on
which the employee wishes to start the leave. The Department Head shall forward the request,
along with their recommendation, to their Division Director and the HR Director. The HR
Director shall coordinate submittal of the request and recommendation to the Town
Manager. The Town Manager shall have discretion as to whether to approve a request for an
unpaid leave of absence and as to the duration of any unpaid leave approved. The Town
Manager's decision shall not be subject to the Grievance and Arbitration procedure in Article 7.
Section 3. An approved unpaid leave of absence shall not constitute a break in service.
However, an employee on an approved unpaid leave, other than a leave for military service,
shall not accrue seniority or other benefits for the period of the unpaid leave. An employee on
approved unpaid leave will not be entitled to any benefit, but can continue group health insurance
coverage by paying the full premium cost in advance on a monthly basis.
Section 4. An employee returning to work after an approved unpaid leave of absence will be
placed at that step of the salary schedule at which they were being paid prior to the unpaid leave
of absence.
ARTICLE 23: RETIREMENT LEAVE
An employee whose service is terminated by retirement shall be allowed a portion of their
accumulated sick leave as retirement leave. The following formula shall be used in computing
the amount of retirement leave to be allowed a retiring employee:
1)Twenty-five (25) whole years of continuous, full-time service shall be considered
100% service.
2)An employee who qualifies for retirement leave shall be entitled to the same
percentage that the number of years of service bears to the 100% service factor of
25 years.
3)In no case shall the retirement leave be measured by more than 75 days accumulated
sick leave, or fifteen (15) work weeks, whichever is the lesser. For employees hired
after July 1, 2005, said leave shall be measured by no more than 20 days
accumulated sick leave or four (4) work weeks, whichever is the lesser.
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 26
ARTICLE 24: HOLIDAYS
Section 1. The following days shall be recognized as paid legal holidays on which days
employees are scheduled to work:
New Year's Day
Martin Luther King, Jr. Day
Presidents' Day
Patriots' Day
Memorial Day
Juneteenth
Independence
Labor Day
Columbus Day
Veterans' Day
Thanksgiving Day
Day After Thanksgiving
Christmas Day
Section 2. Christmas Eve — when December 24th (Christmas Eve) falls on a regular scheduled
workday, Union members shall receive an additional half-day holiday as follows:
1)Town Hall, Community Development, Public Works Building and the Library shall close
one-half work day with no loss of pay for administrative employees regularly assigned to
work in those Town Buildings. Employees working in other buildings including the Police
Station and Fire Station, who are not released one-half work day shall be entitled to
receive the equivalent number of hours off without loss of pay in the same week.
2)The scheduling of such time off must be approved by the employee's Department Head.
3)The extra half-day holiday for Christmas Eve shall apply only when December 24th falls
on a weekday. The Library will be closed on Christmas Eve when it falls on a weekend.
Section 3. The Library will close at 5:00 pm on the day before Thanksgiving (Thanksgiving
Eve). Those administrative employees who were scheduled to work from 5:00 pm - 9:00 pm will
be given the option to modify their schedule to work those four (4) hours within the same pay
period, or employees may use accrued leave to cover those four (4) hours.
Section 4. Every full-time employee and regular part time employee working an average of
eighteen (18) hours per week in a regular position shall receive one day's pay at their regular
rate based on the number of hours regularly worked on the day on which the designated holiday
occurs. Regular part-time employees of the Library whose assigned hours of work average
fifteen (15) hours or more per week shall receive one day's pay at their regular rate of the number
of hours regularly worked on that day on which the designated holiday occurs.
Section 5. Payment under provisions of this Article shall be made provided the eligible employee
shall have worked their last regularly scheduled working day preceding and following such
holiday or was in full-pay status on such preceding and following days.
Section 6. An employee in continuous service who performs work on one of the days designated
in Section 1, or, in the case of an employee in continuous employment whose regular day off or
vacation day falls on any of the aforementioned holidays, an additional day off shall be allowed,
or payment in lieu of one day shall be allowed in addition to the amount to which they are entitled
under Section 4.
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 27
Section 7. Any employee in continuous employment, who, because of rotation of shifts, works
different days in successive weeks shall be granted, in each year in which the number of holidays
falling on his regular days off is in excess of the number of holidays in the year falling on
Saturday, additional days off equal to the excess.
Section 8. Continuous employment, as used in this Agreement, shall mean uninterrupted
employment except for required military service and for authorized vacation leave, sick leave,
bereavement leave, or other leave of absence.
Section 9. Whenever one of the holidays set forth in Section 1 falls on a Sunday, the following
day shall be a legal holiday. When a holiday falls on a Saturday, the preceding day shall be a
legal holiday. Notwithstanding the foregoing provisions of this Section to the contrary, the Library
reserves the right to celebrate Saturday and Sunday holidays on those particular days and to
close the Library on those days in addition to scheduling the holiday for the preceding Friday or
following Monday. The Library will close no later than 5:00 p.m. on Christmas Eve and New
Year's Eve.
Section 10. Library - Easter Sunday. The Library shall be closed on Easter Sunday. This day
will not be scheduled for staff and there will be no compensation for that day.
Section 11. Library - Swing Day. When a person's "swing day" would occur on a holiday, the
person's swing day moves back to the last day the Library is open before the holiday.
If the swing day is Friday and the holiday is Thanksgiving Friday, then the swing day moves
back to Wednesday because the Library is closed on Thanksgiving Thursday also.
ARTICLE 25: LONGEVITY
Section 1. Employees who have been in continuous, full-time or regular, part-time employment
shall receive longevity increments in accordance with the following schedule:
Length of Service Amount
Over 5 but not over 10 years $700
Over 10 but not over 15 years $1,000
Over 15 but not over 20 years $1,925
Over 20 but not over 25 years $2,025
Over 25 years $2,125
Longevity will be pro-rated for regular, part-time employees.
Section 2. An employee will become eligible for longevity increments on the 5th 10th 15th 20th,
and 25th anniversary date of their employment and the amount of increment to which they are
entitled for the current fiscal year will be determined by paying, in the first payday of December,
the highest amount relative to the employee's anniversary date
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 28
Section 3. An employee who qualifies for longevity compensation and then leaves the employ
of the Town shall not be entitled to such compensation if reemployed until a new five-year period
of continuous, full-time employment has been served.
Section 4. If the service of an employee is interrupted by layoff, military service, or other reasons
not resulting from the employee's own action, total service will be considered as continuous
service.
Section 5. Upon termination of an employee, the total longevity payment shall be a pro-rated
amount related to that portion of the fiscal year in which their employment is terminated. Upon
the death of any employee, benefits shall be paid to the estate of the deceased.
Section 6. Upon retirement, eligible employees shall receive the entire benefit.
ARTICLE 26: CLEANING ALLOWANCE
The Town shall provide a cleaning allowance in the amount of $400 to employees covered by
this Agreement. This cleaning allowance shall be paid in the first pay period of each December
during the terms of this Agreement.
ARTICLE 27: JOB POSTING AND BIDDING
Section 1. When the Town determines the need to fill a vacancy in the bargaining unit, a notice
of vacancy shall be posted within the Town Hall, Public Works, the Senior Center, the Library,
the Fire and the Police Departments listing the pay, duties and qualifications for the position.
Accordingly, the Union Steward and the Union President shall receive control copies of the
approved job posting.
Section 2. The vacancy shall be posted for ten (10) work days and interested employees shall
apply in writing within the posting period. Selection of applicants in accordance with Section 4
of this Article shall be made first from within the Department in which the vacancy arises, next
from within the bargaining unit, and then from outside the bargaining unit pursuant to Section 5
of this Article.
Section 3. The parties agree that the Town will post or advertise externally vacancies it decides
to fill within the bargaining unit simultaneously with the internal posting, in order to expedite filling
the position in the event the Town determines that no applicant from the unit is deemed qualified
under Section 5 or if there are no applicants from the unit.
Section 4. Selections shall be made on the basis of qualifications, ability, and dependability and
the Town Manager shall be the sole and exclusive judge on these criteria. Where qualifications,
ability, and dependability are relatively equal, seniority shall be the determining factor. Where
the senior applicant is selected, a junior employee may not grieve their non-selection.
Section 5. Where no applicant from the unit is deemed qualified for the position, the Town may
hire an applicant from outside the unit.
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 29
Section 6. Position vacancies, outside of the bargaining unit, will be posted in accordance with
Section 1, and will not be subject to provisions in Sections 2 through 5. These positions shall
be posted for information purposes only and shall not be subject to the provisions of Article 7,
Grievance and Arbitration.
Section 7. A bargaining unit employee who has been approved for a transfer into a vacant
position shall be transferred into such position within thirty (30) days from the date the employee
was notified of such transfer.
ARTICLE 28: COMPENSATION
Section 1. Cost of Living Adjustments (COLAs):
3% COLA Effective July 1, 2025 (FY26)
3% COLA Effective July 1, 2026 (FY27)
3% COLA Effective July 1, 2027 (FY28)
Section 2. Market Adjustments:
1.9% Market Adjustment Effective July 1, 2026 (FY27)
1.9% Market Adjustment Effective July 1, 2027 (FY28)
The Compensation and Classification Schedule is attached as Appendix A.
Section 3. Pay Rates and Increments
1. An employee shall receive a step increase to the next highest step under the following
circumstances:
a.After completion of six (6) months at the minimum or entrance rate.
b.Thereafter one (1) year from the date of their previous increase until they attain the
maximum rate of the range of the compensation grade to which their position class
is assigned.
c.The increase in rate which this increment represents must be recommended by
the employee's Department Head and approved by the Town Manager.
d.The increase shall be based on the performance of the employee during the
preceding six (6) month or twelve (12) month period and not solely on length of
service.
2. Any employee occupying a position in the classification plan who is not recommended
to receive the increment shall have the right to appeal in writing to the Town Manager
or designee.
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 30
a.Upon receipt of such appeal, the Town Manager may initiate and approve the
increment without the recommendation of the Department Head after hearing
both the employee and the Department Head or may deny the appeal.
b.In the event of the Town Manager's denial of the appeal, the employee
involved may initiate a grievance at Step 3 of Article 7, Grievance and
Arbitration.
3.A new full time or regular, part-time employee denied an increment after six (6) months
continuous employment shall be considered again for such increment following
completion of an additional six (6) months continuous employment.
4.An employee receiving a promotion shall, upon assignment resulting from such
promotion, receive the rate in the compensation grade of the new position next above
their existing rate. If the resulting adjustment does not equal $.20 per hour, the
adjustment shall be to the second rate above the existing rate, but within the
compensation grade of the new position. If a promotion results in a supervisory
employee making less per hour than any of the supervisor's direct reports, the Town
Manager may offer the supervisory employee the step that is $.25 more per hour than
the highest paid direct report.
5.The employee receiving a promotion and adjustment in rate pursuant to the provisions
of the Section 4 shall receive the next increment of his compensation grade effective
following completion of six (6) months at the rate resulting from the promotion.
6.The Town Manager may authorize an entrance rate higher than the minimum rate
upon recommendation of a Department Head, supported by evidence in writing of
special reasons and exceptional circumstances satisfactory to the Town Manager and
such other variance in the classification and compensation plans, as it may deem
necessary for the proper functioning of service of the Town.
Section 4. An employee assigned by the Department Head to work in a higher grade, after the
fifth (5th) consecutive day and commencing with the sixth (6th) consecutive day shall be paid for
work in the higher position at that step, which provides an increase over their regular rate of
compensation.
Section 5. Employees will be classified under this Article in accordance with the grade and
classification schedule in Appendix A.
Section 6. Effective July 1, 2023, part-time Administrative Union employees assigned to the
Library who are required to work on Sunday, will be compensated for their straight time Sunday
work plus a shift premium of $55.00. As of July 1, 2024, the Sunday shift premium shall increase
to $60.00.
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 31
ARTICLE 29: SAFETY AND HEALTH
Section 1. The Employer agrees to provide a safe, clean, and wholesome surrounding in all
places of employment. The Employer shall inspect the premises to maintain good housekeeping.
Section 2. The Employer shall at all times be concerned with the safety and health of the
employees of their respective departments.
Section 3. If a piece of equipment is defective, worn, or dangerous to operate because of its
condition, the supervisor shall not permit its use until authorized by their Department Head or
designee.
Section 4. When an employee reports any condition which they believe to be injurious to their
health to the Department Head, the Department Head shall seek to correct the situation.
Section 5. The parties shall form a joint safety committee with equal representation from the
Town and the Union to discuss mutual concerns about work space, air quality, and safety issues.
Section 6. The provisions of this Article shall not be subject to Article 7, Grievance and
Arbitration.
ARTICLE 30: EDUCATIONAL REIMBURSEMENT
Any employee working twenty (20) hours or more having completed one (1) year of service with
the Town shall be eligible to receive educational reimbursement as follows:
1)Advance written approval of the Department Head/Division Director is required.
However, the Town Manager makes the final decision.
2)The course must be offered outside normal working hours. Hardship cases may be
discussed with approving authority.
3)The course contents must be job-related.
4)The course cost must be approved in writing in advance.
5)Educational reimbursement of 100% will be made for tuition only based upon a passing
grade of B or better.
6)Grade and payment certification is required before reimbursement.
7)The employee will be obliged to remain in Town employment for six (6) months after
completion of the course, or full reimbursement for the last course(s) will be deducted
from their final paycheck at the time of termination.
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 32
Employees may take on-line courses offered during working hours with the approval of the
Department Head and Division Director of the relevancy of the on-line course and the required
allotted time.
ARTICLE 31: MISCELLANEOUS
Section 1. Appropriations: No monies shall be paid under this Agreement in any particular fiscal
year unless and until an appropriation has been made therefore. Further, where the cost of
items in the Agreement is not fully funded for a particular fiscal year, the parties will return to the
bargaining table for further negotiation.
Section 2. Savings: Should any provision of this Agreement be found in violation of the law,
said provision shall be null and void, but all other provisions of the Agreement shall remain in full
force and effect.
Section 3. The Town agrees to maintain the existing coffee break practice during the term of
this Agreement. Further, the Town agrees that Library employees covered by this Agreement
shall continue, during its term, to bid on weekend rotations as per existing practice. (Bid
preferences are limited to which employees shall work on particular weekends, so that all
employees have an equitable rotation and no employee avoids all weekend work.)
Section 4. Reasonable space shall be provided for the Union bulletin board in every location
where there are employees covered by this Agreement.
Section 5. Notary Public Stamp: Any employee who becomes a notary public at the request of
the Town Manager shall be reimbursed the sum equal to all costs incurred for commission and
stamp.
Section 6. Union Meeting Space: Available space will be provided to the Union by the Town for
Union meetings without cost where sufficient notice is given to the Town Manager or their
designee and approval is obtained.
Section 7. Inclement Weather. If work is canceled because of inclement weather, the Employer
agrees to pay the employee their regular rate of pay for said day. If an employee was already
scheduled for a health-related appointment on a personal or sick leave day and that appointment
was cancelled, the hours of leave submitted will not be deducted from the employee's leave
accrual. The employee must provide proof of the cancelled appointment by the provider within
five (5) business days. Otherwise, the leave will be deducted from the employee's accrual.
Section 8. Mileage Reimbursement: Employees using their own personal vehicle for Town
business shall be reimbursed at the annual Town-wide rate established by the Finance
Department. Mileage shall be reimbursed on a quarterly basis.
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 33
Section 9. Contract Copies: The Town will provide the Union one (1) electronic file and three
(3) paper copies of the integrated Agreement following the completion of successor negotiations.
The Town will also provide one (1) original to the AFSCME Council 93 representative.
Section 10. The Town will provide the Union with the name, job title, and department of each
bargaining unit member and will notify the Union of deletions and additions and any reason
therefore.
Section 11. Working Conditions: When the temperature reaches 90 degrees or 60 degrees in
any employees' respective work area, except in cases of an emergency, after consultation with
the union steward, the Town Manager may suspend work for the balance of the shift provided,
however, the Town Manager may reassign the employee to a work area not affected by the
temperature condition. Employees relieved from work will be paid straight time rates to the end
of their shift. Within one (1) hour of meeting with union representatives, the Town Manager will
make a decision as to the course of action to be followed.
Section 12. Administrative Classification: The Administrative classification shall be per the
listing as found in Appendix A. Any classification may be changed by mutual agreement between
the Union and the Town.
Section 13. Performance Evaluations: Employees will receive a performance evaluation
annually. The evaluation is not tied to an employee's advancement through the salary steps.
The employee has the opportunity to submit a response to the evaluation. Both the evaluation
and response will be placed in the employee's personnel record. If the evaluation is not
completed within forty-five (45) calendar days of the employee's review date, the review will be
null and void for that year only. The evaluation tool shall not be used as an instrument of
discipline. However, if an employee is cited for a performance issue during the year in
compliance with Article 6, Discipline and Discharge, this information may be included in the
annual evaluation.
The parties agree to establish a labor-management committee for the purpose of discussing
concerns over performance evaluations.
This section is not subject to Article 7, Grievance and Arbitration.
Section 15. Labor/Management Committee: There shall be established a committee designed
to meet when needed to recommend methods and tools which could improve productivity and
expedite harmonious resolutions of problems of mutual concern. The committee shall be
comprised of two (2) persons chosen by the Union and two (2) persons chosen by the Town
Manager. The committee shall meet no more than once quarterly, unless otherwise necessary,
and no more than for one (1) hour per meeting. The committee cannot overrule and/or supersede
any provisions contained within the collective bargaining agreement.
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 34
ARTICLE 32: SMALL NECESSITIES LEAVE ACT
In accordance with M.G.L. c. 149, §52D, the Small Necessities Leave Act ("SNLA"), all
employees will be permitted to take up to twenty-four (24) hours of unpaid leave in any twelve
(12) 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 twelve (12)
month period is the calendar year. Although SNLA leave is unpaid, employees may use
available vacation or sick time to compensate for the absence. SNLA Leave may be taken all
at once, intermittently, or on a reduced work schedule. Employees wishing to take SNLA Leave
must provide seven (7) days written notice to their supervisors, where possible. If seven (7) days'
notice is not possible, notice must be provided as soon as practicable. Employees shall complete
an Employee Certification form and give the original to Human Resources and a copy to the
Division Director. SNLA Leave must be documented on the timesheet and the annual attendance
calendar. SNLA Leave is in addition to leave under the Family Medical Leave Act.
ARTICLE 33: DIRECT DEPOSIT
All employees must have their biweekly pay direct deposited to the financial institution of their
choosing.
ARTICLE 34: STABILITY OF AGREEMENT
Section 1. No amendment, alteration, or variation of the terms or provisions of this Agreement
shall bind the parties hereto, unless made and executed in writing by the parties.
Section 2. The failure of the Town or the Union to insist, in any one (1) or more situations, upon
performance of any of the terms or provisions of this Agreement shall not be considered as a
waiver or relinquishment of the right of the Town or the Union to future performance of any such
term or provision, and the rights and obligations of the Union and the Town to such future
performance shall continue in full force and effect.
ARTICLE 35: DURATION
This Agreement shall be effective as of July 1, 2025 and shall continue in full force and effect
until and including June 30, 2028. This Agreement shall remain in force until a successor
Agreement is reached.
On or after December 1, 2027, either party shall notify the other of its intention to commence
bargaining for a successor Agreement, or the parties shall proceed forthwith to bargain
collectively with respect thereto.
This Agreement represents the entire Agreement of the parties and may not be reopened except
as provided herein during its term.
Executed this 15th day of July, 2026.
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 35
TOWN OF NORTH ANDOVER
Melissa Murphy-Rodrigues
T9wn Manager
rry M. M isinger
Director
SELECT BOARD
AFSCME LOCAL 2978
Alison Horner, President
nifer Ba -rsby
gaining earn Member
Jaime
Barga
nice M. Phillips, Chair
an
Team Member g
A CME Cou it 93
Laura M. Bates
Rosemary Connelly Smedile
Day
Bria oache
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 36
APPENDIX A
FY26 1.03 COLA
GRADE 1
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
$20.01 $20.41 $20.82 $21.24 $21.66 $22.10 $22.54 $22.99 $23.45 $23.92 $24.40 $24.88
1.03 COLA
GRADE 2
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
$24.33 $24.82 $25.31 $25.82 $26.33 $26.86 $27.40 $27.95 $28.50 $29.07 $29.66 $30.25
1.16
GRADE 3 1.16 over Grade 2
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
$28.22 $28.79 $29.36 $29.95 $30.55 $31.16 $31.78 $32.42 $33.07 $33.73 $34.40 $35.09
1.05
GRADE 4 1.05 over Grade 3
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
$29.63 $30.22 $30.83 $31.45 $32.07 $32.72 $33.37 $34.04 $34.72 $35.41 $36.12 $36.84
1.05
GRADE 5 1.05 over Grade 4
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
$31.11 $31.74 $32.37 $33.02 $33.68 $34.35 $35.04 $35.74 $36.45 $37.18 $37.93 $38.69
1.05
GRADE 6 1.05 over Grade 5
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
$32.67 $33.32 $33.99 $34.67 $35.36 $36.07 $36.79 $37.53 $38.28 $39.04 $39.82 $40.62
1.05
GRADE 7 1.05 over Grade 6
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
$34.30 $34.99 $35.69 $36.40 $37.13 $37.87 $38.63 $39.40 $40.19 $41.00 $41.82 $42.65
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 37
FY27 1.03 COLA 1.019 Market
GRADE 1
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
$21.00 $21.43 $21.85 $22.29 $22.74 $23.19 $23.65$24.13 $24.61 $25.10 $25.60 $26.12
1.03 COLA 1.019 Market
GRADE 2
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
$31.75 $25.53 $26.05 $26.57 $27.10 $27.64 $28.19 $28.76 $29.33 $29.92 $30.52 $31.13
1.16
GRADE 3 1.16 over Grade 2
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
$29.62 $30.21 $30.82 $31.43 $32.06 $32.70 $33.36 $34.02 $34.70 $35.40 $36.11 $36.83
1.05
GRADE 4 1.05 over G rade 3
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
$38.67 $31.10 $31.72 $32.36 $33.00 $33.66 $34.34 $35.02 $35.73 $36.44 $37.17 $37.91
1.05
GRADE 5 1.05 over Grade 4
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
$40.60 $32.66 $33.31 $33.98 $34.65 $35.35 $36.06 $36.78 $37.51 $38.26 $39.03 $39.81
1.05
GRADE 6 1.05 over Grade 5
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
$34.29 $34.97 $35.67 $36.39 $37.12 $37.86 $38.61 $39.39 $40.17 $40.98 $41.80 $42.63
1.05
GRADE 7 1.05 over Grade 6
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
$36.00 $36.72 $37.46 $38.21 $38.97 $39.75 $40.55 $41.36 $42.18 $43.03 $43.89 $44.77
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 38
FY28 1.03 COLA 1.019 Market
GRADE 1
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
$22.05 $22.49 $22.94 $23.40 $23.86 $24.34 $24.83 $25.32 $25.83 $26.35 $26.87 $27.41
1.03 COLA 1.019 Market
GRADE 2
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
$26.80 $27.34 $27.88 $28.44 $29.01 $29.59 $30.18 $30.79 $31.40 $32.03 $32.67 $33.32
1.16
GRADE 3 1.16 over Grade 2
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
$31.09 $31.71 $32.34 $32.99 $33.65 $34.32 $35.01 $35.71 $36.42 $37.15 $37.90 $38.65
1.05
GRADE 4 1.05 over Grade 3
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
$32.64 $33.30 $33.96 $34.64 $35.33 $36.04 $36.76 $37.50 $38.25 $39.01 $39.79 $40.59
1.05
GRADE 5 1.05 over Grade 4
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
$34.27 $34.96 $35.66 $36.37 $37.10 $37.84 $38.60 $39.37 $40.16 $40.96 $41.78 $42.62
1.05
GRADE 6 1.05 over Grade 5
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
$35.99 $36.71 $37.44 $38.19 $38.96 $39.73 $40.53 $41.34 $42.17 $43.01 $43.87 $44.75
1.05
GRADE 7 1.05 over Grade 6
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
$37.79 $38.54 $39.31 $40.10 $40.90 $41.72 $42.56 $43.41 $44.27 $45.16 $46.06 $46.98
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 39
Grade 1
Van Drivers
Grade 2
Department Assistant - Assessor
Department Assistant - Building
Department Assistant - Conservation
Department Assistant - Health Department
Department Assistant - Planning
Department Assistant - Police
Department Assistant -Town Clerk
Department Assistant - Treasurer-Collector
Department Assistant - Youth & Recreation Services
Department Assistant - Zoning Board of Appeals
Office Assistant - Library
Grade 3
Administrative Assistant - Elders Services
Administrative Assistant - Public Works
Library Assistant
Grade 4
No Positions
No Positions
Electrical Inspector
Plumbing/Gas Inspector
Grade 5
Grade 6
Grade 7
No Positions
AFSCME Council 93, Local 2978, Administrative Agreement — 7/1/25 to 6/30/28 Page 40
SIDE LETTER 1
Training
The parties acknowledge the need for a more comprehensive assessment and implementation
of training for specific tasks required in specific jobs.
The parties will first identify specific training needs and options for meeting those needs. The
parties shall discuss the most efficient way of meeting those needs, within the funds available,
and priorities for training. The Town will determine the training to be provided and shall advise
the Union of training requests which are either rejected or delayed.
AFSCME Council 93, Local 2978, Administrative Agreement— 7/1/25 to 6/30/28 Page 41