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HomeMy WebLinkAbout7/1/1988-6/30/1990 AGREEMENT BETWEEN TOWN OF NORTH ANDOVER AND AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICIPAL EMPLOYEES, AFL-CIO, COUNCIL #93 (Division of Public Works) 1988-1990 AFSCME-#93 , 1988-1990 TABLE OF CONTENTS ARTICLE I, PREAMBLE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 ARTICLE II, RECOGNITION CLAUSE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 ARTICLE III, MANAGEMENT RIGHTS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 ARTICLE IV, WORK RULES. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 ARTICLE V, UNION RIGHTS AND PRIVILEGES. . . . . . . . . . . . . . . . . . . . . . . . . 3 ARTICLE VI, NONDISCRIMINATION. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 ARTICLE VII, DUES DEDUCTIONS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 Section 1. Council #93 Dues. . . . . . . . . . . . . . . . . . . . . . . .. . . . . . 4 Section 2 . Agency Service Fee. . . . . . . o . . . . . . . . . . . . . . o . . . . 4 Section 3 . Notification to Town. . . . . . . . . . . . . . . . . . . . . . . . . 4 ARTICLE VIII, SENIORITY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 1 ARTICLE IX, VACANCY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ... . . . 5 ARTICLE X, HOURS OF WORK. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 Section1. Regular Hours. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 Section 2 . Shift Differential. . . . . . . . . . . . . . . . . . 6 Section 3 . Notification of Change. . . . . . . . . . . . 6 Section 4. Overtime. . . . . . . . . . . . . . . . . . . . . . . . . . 6 Section 5. Emergency Call-Ins. . . . . . . . . . . 7 Section 6. Coffee Breaks and Wash-Up Period. . . . . . . . . . . . . 7 Section 7. Additional Coffee Breaks. . . . . . . . . . . . . . . . .. 7 ARTICLE XI, COMPENSATION. . . o . . . . . . . . . . . . . . . . . .. 8 Section 1. Wage Schedule. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 Section2 . Step Increases. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 Section 3 . Working Out of Grade. . . . . . . . . . . . . . . . . . . . . . . . . 10 i AFSCME-#93 , 1988-1990 ARTICLE XII, FRINGE BENEFITS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 Section 1. Longevity. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 Section 2. Holidays. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 Section 3 . Vacation Leave. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 Section 4. Sick Leave. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 Section 5. Emergency Leave. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 Section 6. Bereavement Leave. . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 Section 7. Jury Leave. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 Section 8. Military Leave. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 Section 9. Terminal Leave. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 Section 10. Other Leave. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 ARTICLE XIII, GRIEVANCE PROCEDURE. . . . . . . . . . . . . . . . . . . . . . . . . . . 16 Section 1. Definition of Grievance. . . . . . . . . . . . . . . . . . ... . . 16 Section 2. Grievance Steps. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 Section 3 . Rights of Grievant. . . . . . . . . . . . . . . . . . . . . . . .. . . . 17 ARTICLE XIV, ARBITRATION. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 f ) ARTICLE XV, UNION BUSINESS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 Section 1. Leave for Union Business. . . . . 18 Section 2. Union Representatives on Premises. . . . . . . . . . . . 18 Section 3. Bulletin Board. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 Section 4. Disciplinary Notice. . . . . . . . . . . . . . . . . . . . . . . . . ' 18 ARTICLE XVI, MISCELLANEOUS PROVISIONS. . . . . . . . . . . . . . . . . . . . . . . . . 18 Section 1. Clothing. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 Section 2. Contracting Out Work. . . . . . . . . . . . . . . 19 Section 3 . Helpers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 Section 4. Auto Allowance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 Section 5. Licenses and Fees. . . . . . . . . . . . . . . . . . . . . . . ... . . . 19 Section 6. Rubbish Collection. . . . . . . . . . . . . . . . . . . . . . . . . . . 19 ARTICLE XVII, STRIKES. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . : . . . . 20 ARTICLE XVIII, DURATION OF AGREEMENT. . . . . . . . . . . . . . . . . . . . . . . . . . 20 Section 1. Effective Date. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 Section 2. Continuation Clause. . . . . . . . . . . . . o . . . . . . . . . . . . 20 LIST OF CLASS SPECIFICATIONS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 , 31 n AFSCME-793, 1988-1990 ARTICLE I_ PREAMBLE This Agreement is made and entered into on this by .and between the Town of North Andover, Massachusetts, acting by and through its Town Manager; (hereinafter referred to as the "Town") , and Council 93 , American Federation of State, County and Municipal employees, AFL-CIO, (hereinafter referred to as the '. "Union") . ARTICLE II RECOGNITION CLAUSE Pursuant to the decision of the Massachusetts Labor Relations Commission Case No. CR-2397, dated January 6, 1977, the Town hereby recognizes the Union as the sole and exclusive representative of all employees of the Department of Public Works with the exception of administrative , and supervisory personnel such as the Division Director, department heads, assistant department heads, general foremen, and engineering personnel and laboratory personnel for the purposes of bargaining with the respect to wages, hours of work, and working conditions. ARTICLE III MANAGEMENT RIGHTS The Union recognizes that all of the functions, rights,. - powers, responsibilities and authority of the Town with regard to the operation of its work and business and- direction of its work force which the Town has not specifically abridged, deleted, delegated, granted or modified by this Agreement are, and shall remain, exclusively those of the Town. Not by way of limitation of the foregoing clause, the Town, retains the right and responsibility to (1) hire, discharge, transfer, suspend and discipline employees for cause: . (2) to determine the number of persons required to be employed, laid off or discharged; (3) to determine the qualifications of employees; (4) to determine the starting and quitting time of its employees; (5) make any and all reasonable rules and regulations; (6) n determine the work assignments of its employees; (7) determine the basis for selection, retention and promotion of employees subject to Civil Service law; (8) determine the type .of equipment, facilities, and work processes to be used. 2 AFSCME-#93 , 1988-1990 ARTICLE IV WORK RULES The Town ,agrees. to make no change in past practices relative to work rules or in the work rules themselves without prior consultation between the Town . and three (3) representatives of the Union who shall be designated by the Union to consult with the Town in regard to the proposed changes. Such consultation shall take place within two (2) working days of the .request for consultation delivered in writing to the Union president or other local officer. Provided, such two (2) working day periods may be extended upon mutual agreement by the parties. ARTICLE V UNION RIGHTS AND PRIVILEGES All job benefits heretofore enjoyed by the employees, either (� by State Statute or Civil Service, which are not specifically provided for or abridged in this Agreement are hereby protected by' this Agreement. No provision in this Agreement shall be construed to conflict with Massachusetts General Laws, Chapter 31, or any other provision of the General Laws. ARTICLE VI NONDISCRIMINATION The Town and Union agree that neither will interfere with, restrain, or coerce employees in the exercise of the rights guaranteed by the General Laws and that neither will discriminate, nor cause the other to discriminate with respect to appointment, tenure or employment, any term or condition of employment against any employee because of membership in the Union or any legal Union activities. No person shall be discriminated against on the basis of race, creed, color, sex, age, political belief, sexual preference, religion, and national origin. 3 n _ AFSCME-#93 , 1988-1990 ARTICLE VII DUES DEDUCTIONS Section 1. Council 493 Dues. Effective July 1, 1977, employees covered by this Agreement may on the prescribed form, authorize payroll deductions for the purpose of paying Council #93 dues. 'No authorization shall be allowed for payment of initiation fees, assessments or fines. Dues shall be deducted weekly and the funds shall be remitted to the Treasurer of Council #93 on the fifteenth day of each month. Any such deduction for any employee shall be terminated by the Town Treasurer whenever the employee shall submit to the Town Treasurer a signed request giving sixty (60) days notice that said deduction is to be terminated. Section 2. Agency Service Fee. (A) In accordance with G.L.C. 150E, s.12, it shall be a condition of employment that all employees in the bargaining unit who are not members of the Union and who have been employed for n thirty (3 0) days or more, shall pay to the Union an agency service fee to defray the costs of collective bargaining and contract administration in an amount equal to the current regular Union dues. Such payment shall be made on or after the thirtieth (30) day following the beginning of such employment or the effective date of this Agreement, whichever is later. (B) The Town agrees to deduct monthly from the pay of such employees who properly authorize it, all agency service fees . which are owed to the Union. (C) The Union agrees to indemnify the Town for any financial liability or legal expense which the Town may incur in complying with this Article. Section 3 . Notification to Town. The Union will initially notify the Town as to the amount of dues. Such notification will be certified to the Town in writing over the signature of an authorized officer of the Union. n i 4 AFSCME-#93 , 1988-1990 ARTICLE VIII SENIORITY Seniority, according to this Agreement, shall consist of the accumulated paid service of the employee with the Town as a regular full-time employee and including temporary, continuous full-time ewployment prior to regular employment. The employee's earned seniority shall not be lost because ofabsence due to illness, authorized leave of absence,, or temporary lay-off. The seniority list shall be brought up to date each year as soon as possible ,after April 1st and shall be posted in a conspicuous place. A copy of the seniority list shall be sent by mail to the designated secretary of the Union. Any objections to the seniority list shall be reported to . the respective department. head within ten (10) days -or it shall stand approved. The principle of seniority in job grade or classification shall govern and control in cases or reassignment, reduction in working force, preference in shift work, overtime and choice of vacation time. ARTICLE IX VACANCY Whenever there is a vacancy in any position covered by . this Agreement, said vacancy shall be filled in accordance with Civil Service Law. - ARTICLE X HOURS OF WORK Section 1. Regular Hours. The regular hours of work shall be from 7: 30 a.m. until 4:00 p.m. with lunch from 12: 00 noon to n 12: 30 p.m. The work week shall consist of five (5) consecutive eight (8) hour days, Monday through Friday, inclusive. 5 . r n AFSCNE-#93 , 1988-1990 Section 2 . Shift Differential. An employee who is regularly assigned to work an evening or night shift, or weekend shift (for example an employee working a shift from 3 :00 p.m. to 11:00 p.m. or from 11:00 P.M. to 7:00 a.m. or Saturday or Sunday) shall be paid an extra differential of five percent (5%) of his . . regular wage while working on said shift. Such differential is paid only to employees regularly assigned to work an evening or night shift, or weekend shift, and is paid separate and apart from base pay and not included therein for any purposes. Section 3 . Notification of Chancre. A fourteen (14) calendar-day notice in writing must be given by the department head to an employee or employees in the department if regular working hours or the regular work week is changed unless the change is mutually agreed upon by the department head and the n Union or the department head and the employees involved, in a bonafide emergency situation. Section 4. Overtime. (A) In the event that a need for overtime should occur, overtime pay shall be paid at time and one half of the rate. of pay to the permanent members of the department who work. Overtime shall be paid for those hours worked in excess of the normal work week. Double time will be paid for work performed on holidays. (B) Overtime work shall be distributed as equitable as possible. Department heads shall maintain a rotation list, which shall be posted in a conspicuous place, and shall distribute overtime in accordance with said list subject to the job classification required and location for the work. An employee who refuses overtime work will be dropped to the bottom of the rotation list. (C) Normally, employees shall not be allowed to work over 24 consecutive hours. At the end of that period, employees will be allowed at least a six-hour break without loss of compensation or (� leave time. In the event of unusual emergency conditions,, employees who continue to work without a six-hour break shall be credited with time and one-half (1 1/2 hours) for every hour worked until he receives a six-hour break. This time and one- 6 AFSCME-#93 , 1988-1990 Section 5. Emergency Call-Ins . The minimum time on call- ins shall be three (3) hours, except for any such call-ins between the hours of eleven o 'clock (11: 00) p.m. and four-thirty (4 :30) a.m. when the minimum time on call-ins shall be four (4) hours. It is understood that the possibility of being called out for an emergency is part of the job inasmuch as the safety of the - public is involved and as such the employee shall be required to report to work when directed, unless he has sufficient reason. An employee called in to perform work in an emergency shall be permitted to return home after completing his assignments and shall not be required to perform other duties unrelated to the emergency. Section 6. Coffee Breaks and Wash-Up Period. Employees will be provided a paid, fifteen (15) minute coffee break in the n morning, a paid fifteen (15) minute coffee break in the afternoon and a paid, fifteen minute wash-up period before the expiration of each shift. Section 7. Additional Coffee Breaks. Any employee .who works beyond his normal quitting time for any reason, shall receive a paid, fifteen (15) minute coffee break in -every three (3) hour period. 7 AFSCME-#93 ,- 1988-1990 ARTICLE XT COMPENSATION Section 1. Wage Schedule Wage rates shall be in accordance with the following schedule: Effective July 1 , 1988 Min. II III IV W-1 7.83 8 .14 8.43 8 .75 W-2 8.02 8 .35 8. 61 8 . 87 W-3 8.43 8 .73 9.00 9 .29 W-4 8.73 9.00 9 .29 9 .58 W-5 9 . 00 9 .29 - 9.58 9 .89 W-6 9.42 9 .73 10.02 10 .36 W-7 9 .99 10 .30 . 10.59 10-. 89 , W-8 10 . 60 10 .92 11.21 11. 64 Effective July 1, 1989 Min II III IV W-1 3.24 8 .57 8.87 9 .21 W-2 8.44 8 .79 9.06 9.9.34 W-3 8 .87 9 .19 9.47 9 .78 W-4 9.19 9.47 9 .78 10 . 08 W-5 9.47 9.78 10.08 10 .41 W-6 9 .91 10.24 10 .55 10.90 W-7 10.51 10.84 11.15 11.46 - W-8 10.60.- 11.49 11.80 12 .25 o - AFSCME-#93 , 1988-1990 Section 2 . Step Increases (A) An employee shall receive the increment between his present rate and the next higher step rate as follows: (1) After completion of six months at the minimum or entrance rate. (2) Thereafter one year from the date of his previous increase until he attains the maximum rate of the range of the compensation grade to which his position class is assigned. (3) The increase in rate which this increment represents must be recommended by the employee's department head and approved by the Town Manager (4) The increase shall be based on performance of the employee during the preceding six-month or twelve- month period and not solely on length of service. (B) Any employee occupying a position in the classification plan who is not recommended to receive the increment shall have the right to appeal to the Town Manager. (1) 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. (2) In the event of the Town Manager' s denial of the appeal, the employee involved may appeal to the Town for a final decision at- a subsequent Town _ Meeting-in a special article in the Town Warrant. (C) A new full-time employee denied an increment after six months continuous employment shall be considered again for such increment following completion of an additional six months continuous employment. (D) An employee receiving a promotion to a vacant position or to a new position as defined in Section 4 (C) shall, upon assignment resulting from such promotion, received the rate in the compensation grade of the vacant or new position next above his/her existing rate, provided the grade is $ .25 above their, existing rate. 9 n AFSCME-#93 ,_ 1988-1990 (E) The employee receiving a promotion and adjustment in rate pursuant to the provisions of the preceding sub-section shall receive the next increment of his compensation grade effective following completion of six months at the rate' resulting from the promotion. (F) 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. (G) It is agreed by- both parties to implement the reclassifications . of employees and the new job descriptions as recommended by Charles M. Evans Associates in its report of January 1977, on January 1, 1978 . Section 3 . Working Out of Grade. An employee called upon to do work in a higher classification forty-five (45) percent -or more of the working days, shall be paid at the rate of the higher n classification. An employee of one classification called upon to perform duties in a lower classification, shall be paid the rate of the higher classification. Compensation for working out of grade shall be in accordance with Section D, page 9. An employee of one classification called upon to perform duties in a . lower classification, shall be paid the rate of the higher classification. ARTICLE XII FRINGE BENEFITS Section 1. Longevity. (A) An employee of the Town who has been in continuous full-time employment shall be paid, in addition to the compensation received under the present plan, annual increments determined as follows: Length of Service �1 Over 5 years but not over 10 years $200 Over 10 years but not over 15 years 550 Over 15 years but not over 20 years 600 Over 20 years but not over 25 years 650 Over 25 years 700 10 • 1 r n AFSCME-#93 , 1988-1990 (B) An employee will become eligible for longevity increments on the 5th, 10th, 15th, 20th, and 25th anniversary date of his employment; and the amount of increment to which he or she is entitled for the. then current . fiscal year will be determined by pro-rating the. annual increment or increase in that . fiscal year in two payments of equal amount3. (C) An employee who qualifies for longevity compensation and then leaves the employ of the Town shall not be entitled to such compensation if re-employed until a new ten year period of continuous full-time employment has been served. (D) If the service of an employee is interrupted by lay- off, military service, or other reasons not resulting from the employee's own action, total service will be considered -as continuous service. Section 2 . Holidays (A) The following days shall be recognized as paid, • . legal holidays on which days permanent employees shall be excused from all duty not required to maintain essential Town services: New Year's Day Labor Day Washington's Birthday - Columbus Day Patriot's Day Veteran' s Day Memorial Day Thanksgiving Day. Independence Day Christmas Day Martin Luther King Day 1/2 day Christmas Eve In addition, employees who have completed their probationary period shall be entitled to four (4) additional holidays to be - known as "personal holidays" . These days shall be floating holidays and- employees may request or submit a request in advance to take a personal holiday subject to the approval of the department head. Requests to schedule a "personal holiday" shall be handled in the same manner as vacations. Such leave shall be subject to prior approval with reasonable notice to the employee's department head. Reasonable notice shall consist of 48 hours notice, unless circumstances are such that 48 hours notice is impossible. (B) Every employee in a permanent position shall be entitled to these designated holidays on the following terms: r (� 1. If paid on an hourly basis, he shall receive one day's, pay at his regular rate based on the number of hours regularly worked on the day on which the designated holiday occurs. 11 AFSCME-#93 , 1988-1990 ' 2 . If paid on a weekly, semi-monthly or annual basis, he shall - be granted each designated holiday without loss of pay. (C) Payment under provisions ofthis section shall be made -provided the eligible employee shall have worked on his last regularly scheduled working day following such holiday, or was in full pay status on such preceding and following days. (D) An employee in continuous employment who performs work on one of the days designated in sub-section (A) , or, in the case of an employee in continuous employment whose regular day off or vacation day falls on any of the aforementioned holidays, an additional day off shall be allowed, or payment in lieu of one day shall be allowed, in addition to the amount to which he is entitled under sub-section (B) (E) At the request of the employee, he may be granted compensatory time off at the convenience of the department in lieu of payment provided under sub-section (D) . n (F) An employee in continuous employment, who, because of a 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. (G) Whenever one of the holidays set forth in sub-section (A) 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. Section 3 . Vacation Leave (A) A full time employee in continuous service shall be granted vacations with pay on the following terms: 1. An employee who has completed six months of service shall be entitled to one (1) week of vacation with pay. 2 . An employee who has completed one year of service shall be entitled to two weeks of vacation with pay. 3 . An employee who has completed five years of service shall be entitled to three weeks of vacation with pay. . 4. An employee who has completed ten years of service shall be entitled to four weeks of vacation with pay- 12 AFSCME-493 . 1988-1990 S. An employee who has completed twenty years of service shall be entitled to five weeks of vacation with pay. (B) Upon a death of an employee *who is eligible for vacationunder 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 separation from the payroll. (C) Employees who are eligible for vacaction under these rules and whose services are terminated by dismissal through no fault or delinquency of their own, or by retirement, or by entrance into the armed forces, shall be paid an amount equal to the vacation allowance as earned, and not granted, in the vacation year prior to such dismissal, retirement, or entrance into the armed forces. In addition, payment shall be made for that portion of the vacation allowance earned in' the vacation year during whichsuch dismissal, retirement, or entrance into the armed forces occurred up to the time of the employee' s separation from the payroll. (D) Absences on account of sickness in excess of that authorized under the rules therefore or for personal reasons_ as provided for under other leave may, at 'the discretion of the department head, be charged to vacation leave. (E) An employee shall be granted an additional day of vacation if; while on vacation leave, a designated holiday occurs which falls on a day of the normal work week. (F) Vacation allowances provided under the terms of this section shall not be permitted to accumulate in excess of four weeks and shall be granted by the head of the respective department of the Town at with ch time as in the performance Sof opinion regularcause the least interferencework of the Town. (G) The vaction year shall be January 1 to December 31. (H) Employees shall be permitted to request specific, vacation dates and where the granting, of such a request will not duly interfere with the performance of the normal Town business such request shall be granted in whole or in part, on a seniority basis. 13 AFSCME-#93 , 1988-1990 Whenever, in the sound judgment of the department head involved, the granting of any vacation at the time requested will unduly interfere with the performance of Town business, notification shall be given to the employee four weeks at least, before the start of the time requested, in which. event the employee shall be permitted to select an alternative time. Section 4. Sick Leave (A) A full time employee in' continuous service who has completed six (6) months of service shall be allowed six days leave with pay and thereafter shall be allowed leave of one (1) day for each month of service, provided such leave -is caused by sickness or injury or by _exposure to contagious disease. (B) There shall be unlimited accumulation of unused sick leave granted under subsection (A) . . (C) If the amount of leave credit provided under subsection (B) has been or is about to be exhausted, an employee may make (� application for additional allowance to that provided under subsection (A) . Such application shall be made to the Town Manager who is authorized to grant such additional allowances as he may determine to be equitable after reviewing all circumstances including the employee' s attendance and performance record prior to conditions supporting his request for :the additional allowance. (D) Sick leave must be authorized by the department head and must be reported, on blanks provided for same, to the Town Manager. (E•) A physician's certificate of- illness may be required by the department head after three (3) days of absence before leave is granted under the provisions of this Section. This certificate shall be forwarded by the department head to the Town Manager. (F) The Town Manager, may of his own motion, require medical examination of any employee who reports his inability to report for duty because of illness. This examination shall be at the expense of the Town by a physician appointed by the Town Manager. (G) Injury, illness or disability self-imposed, or resulting n from the use of alcohol or drugs shall not be considered a proper, claim for leave under this Section. (H) Payments made under the provisions of this Section will be limited in the case of an employee who is receiving Workman's Compensation and the employee' s regular rate. A AFSCME-#93, 1988-1990 ( I ) In the event of payments made to an employee under the preceding subsection, the Town Manager may debit -the employee ' s sick leave accrual by such amounts as it determined to be equitable in relation to such payemnts. (J) Nothing in this Section shall be construed to conflict with Section 100 of Chapter 41 of the General Laws. (K) Sick leave may be used by an employee participating in a certified alcohol or drug rehabilitation program. This benefit may only be used by an employee no more than once every fiscal year . (L) Employees shall be allowed to use sick leave up to a maximum of (3) days per year , when an employee ' s spouse, children, or person living in the household is ill . These sick days shall be deducted from the employee' s accumulated sick time. Section 5. Emergency Leave. Emergency leave of one ( 1 ) day per year may be allowed an employee for personal reasons other than Sick Leave asprovided in this Section. A "hardship day" is subject to the same provisions of this Section and is deductible from an employee ' s unused sick leave . Section b. Bereavement Leave. Paid Bereavement Leave up to five (5) working days shall be allowed for the death in an employee ' s family (spouse, children, parents of either spouse) . Paid Bereavement Leave up to three (3.) working days shall be . allo.wed for the death in an employee ' s fami-ly for brothers, sisters, grandparents or grandchildren and persons' in the immediate household . Section 7. jury Leave. An employee shall provide his/her department head with as much notice as possible when called for jury duty and shall provide the department head with notice of the dates of such ,fury duty. Employees shall receive their regular compensation for the first three (3) days of jury duty, in accordance with the provisions of Massachusetts General Laws Chapter 234A. Employees are required to submit a Juror Service Certificate to their department head in order to receive their regular compensation for days on which they performed jury duty. Section 8. Military Leave . An employee in full time employment .in the military reserve shall be paid the difference between compensation received while on reserve or emergency duty and regular compensation rates paid the employee by the Town. t AFSCME-#93 , 1988-1990 Section 9 . Terminal Leave. An employee whose service is terminated by retirement or death shall be allowed a portion of his accumulated sick leave as terminal leave. The following formula shall be used in computing the amount of terminal leave to be allowed a retiring or deceased employee. (A) Twenty five (25) whole years of continuous full time . service shall be considered 100% service. (B) Employees retiring with twenty five (25) years or more of continuous, full time service, who, at the time of retirement, have accumulated to their credit one hundred and twenty (120) or more unused sick leave days will receive a terminal leave benefit pursuant to the following formula : fifty percent (50%) of all accumulated, unused sick leave credited to them. (C) An employee who qualifies for 'terminal leave with less than twenty five (25) years service shall be entitled n to the same percentage that the number of his years of service bears to the 100% . service factor of twenty five (25) years. Section 10 . Other Leave. Absences for personal reasons .may be charged to vacation leave upon application by the emloyee -and approved by his 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 ARTICLE XIII GRIEVANCE PROCEDURE Section 1. Definition of Grievance. A grievance is defined as a dispute which may arise over the application, meaning or interpretation of this . Agreement and should be processed according to the steps in Section 2. Section 2. Grievance Steps._ Step 1. All grievances shall be first brought in writing �.� before the department head or his designee within five (5) working days from the date of the occurance or knowledge ofs the occurance by the aggrieved person. However, in no case shall the grievance be presented later than fifteen (15) days after the date of the occurance, otherwise, the right of the grievant to submit the grievance shall be waived. 16 AFSCME-#93 1 1988-1990 not resothe grievance f Ste_ If the matter is with the Division Director or his i shall be filed. in writing the A grievance shall be subm Sttafter° receipt of Division , a designee. 5 working day ; ' Director within five ( ) 1p working days reply from the Department head or ten ( ) { after the date it was submitted to the department head f whichever is sooner. I If the matter is still not resolved the grievance Ste writing with the Town Manager or his shall be filed in designee. A grievance shallda s afbe ters receipt of the reply Manager within five(5) working Ydays after from the . Division Director or ten (10) working the date it* was submitted to the Division Director whichever reply in writing within is sooner. The TowsManager shall seven(7) working days. " ( to 4 . If the matter is still not aftertheeither the party S p Town� within thirty (3 0) days submit the matter to may, r ;position is due, disp provided in this Agreement. Where the manager' s which is defined as arbitration as P disciplinary action, grievance involves written grievant shall elect and limited to oral reprimand, the dispute. in writing an exclusive remedy for resolving provided for in this . He must ch000s aneither tthh r arbitration such asaas pan appeal to Civil Agreement Service but not both. with a Union Ri hes of Grievant. The grievant along Section 3 - resent at all proceedings relevant to the representative may be p grievance. ARTICLE XIV ARBITRATION the arbitration procedure is elected to solvethe If 4 of the grievance procedure, grievance pursuant to Step the rules and processed in accordance with The Town � matter shall be P arbitration regulations of the Americaal Arbitration the cost oofa the - to alter, and Union shall share equally ower proceedings. The arbitrator shall be wi resst language of this nd amend, add to, or substract from the exp The decision of the arbitrator sh if o e a decision Agreement. Mone awards prior to the binding on the parties. Yretroactive case be b the arbitrator shall o Y the grievance i writing by the Union- date of the submission of PFA�FiCME-#93, 1988-1990 ARTICLE XV UNION BUSINESS Section 1. Leave for .Union Business.. Union negotiating t committee members shall be allowed time off from their regular + duties to attend collective bargaining sessions with the Town. The negotiating committee shall include no more than five (5) employees of which no more than two (2) shall be from the same department. Union stewards shall be allowed reasonable time to investigate and present grievances during regular working hours, provided -he obtains his department head's approval and does not interfere with Town operations. No more than three (3) persons shall be designated as Union Stewards. Section 2 . Union Re resentatives on Premises. The Town agrees to permit representatives of the American Federation of State, County, and Municipal Employees, Council 93, to enter the premises for individual discussions of working conditions with an employees provided, care is exercised not to unduly interfere n with the performance of the dutiesassigned to the employee and further, provided that they notify the department head beforehand. Section 3 . Bulletin Board. The Town shall provide bulletin board space in conspicuous places for the posting by the union of notices regarding Union business and activities. Section 4. Disci ling Notice. When any written notice of disciplinary action is taken against an employee, the department head shall send a copy of the notice to the union steward. ARTICLE XVI MISCELLANEOUS PROVISIONS Section 1. Clothincr The Town shall provide every employee with foul weather gear. Such gear shall be the property of the Town. In addition, the Town shall provide a uniform allowance of two hundred and fifty dollars ($250) per man per to be administered at the discretion of the department he deear no later than August 1st of each fiscal year. 18 AFSCME-#93 , 1988-1990 - Section 2 ._ Contracting Out Work. The Town reserves the right to contract out any work but warrants that no member of the union shall be laid off or discharged in so .doing. However, it is recognized that the Town may reclassify an employee or transfer an employee to another Town department in the event that work, customarily performed by members of the union, is . eliminated. In the event of such of such reclassification or transfer, changes shall be made on a seniority basis and, in no case, shall an employee receive a downgrade. Section 3 . Helpers. Helpers shall be provided for trucks normally engaged in sanding, salting or plowing from the hours between dusk and dawn when they are available. The Town will make every effort to provide sufficient helpers, but at no time shall a driver refuse to take out a vehicle when a helper is not available. Section 4. Auto Allowance. Any employee who is requested by his department head to use his own private vehicle in .the exercise of Town business shall be compensated at the rate- of twenty cents ($ .20) per mile with payment to be made ' on submission by the employee of a voucher, approved by his department head. Water service) inspectors will receive $60.00 per month for requested. regular use of personal vehicles. Section 5. Licenses and Fees. The Town shall reimburse an employee for the cost of required or necessary operating licences including and all fees for drivers licenses above class 3 .The toFm shall not be responsible for any training costs incurred to obtain any licenses. Section 6. Rubbish Collection. Rubbish collection will be carried out under the "blitz system". The regular hours for employees collecting rubbish will be 7 :30 a.m. to 3 :30 p.m. Upon n completion of the route, the employees collecting rubbish will be. permitted to leave for the day. An employee who has completed rubbish who is required to stay for emergency work shall be paid overtime. 19 AFSCME-#93, 1988-1990 Article XVII Strikes . The Union agrees that during the term of this contract, neither the Union, its agents, nor its members will authorize, aid , or. assist, instigate, or engage in any work stoppage, slow-down, sick-out , refusal to work or strike against the. Town, nor shall the employer engage in a lock-out . Article XVIII Duration of Agreement Section 1 . Effective Date. This Agreement shall be effective July 1 , 1988, and shall remain in full force and effect to June 30, 1990. If funds are needed to implement any provision of this Agreement , then the Agreement shall be of no nforce or effect unless or until said funds are duly appropriated by the Town Meeting . Section 2. Continuation Clause. In the event a new contract is not signed by June 30, 1990, the present contract shall continue in full force and effect until a new one is signed . Executed this .��5day of/! 1988. AFSCME, COUNCIL 93 TOWN OF NORTH ANDOVER TOWN MANAGER ,/7 nes AFSCME-#93 , 1988-1990 List of Class Specifications W-1 Laborer (Highway) W-2 Laborer and Motor Equipment" Operator (highway) W=3 Laborer and Truck Driver (DPW) Maintenance Man (Water and Sewer, Park) Maintenance Man (DPW) n Maintenance- Skilled Laborer (Highway) * W-4 Heavy Motor Equipment Operator and Laborer (Highway)" W-5 Maintenance Craftsman (Water & Sewer, Forestry) Pumping Station Operator (DPW) Special Motor Equipment Operator (Highway) Tree Climber and Surgeon W-6 Assistant Supervisor, Pumping Station (DPW) Mechanic, Highway Department Vehicles Water Meter and Hydrant Repairman W-7 Working Foreman W-8 Grader Operator/Leadman Supervisor Pumping Station * Effective July 1, 1986 Loader Operator George Myers shall be regarded from W-4 to Special Motor Equipmetn Operator at W-5." 21