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AGREEMENT
BETWEEN
THE TOWN OF NORTH ANDOVER
LOCAL 2035
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS.
AFL-CIO
EFFECTIVE JULY 1, 1998
EXPIRING JUNE 30, 2001
ARTICLEI: PREAMBLE.....................................................................................................................................4
(�. ARTICLE II: RECOGNITION CLAUSE.....................................................................................................................4
ARTICLEIII: MANAGEMENT RIGHTS...................................:...............................................................................4
ARTICLE IV: UNION RIGHTS AND PRIVILEGES..................................................................................................4
ARTICLEV: NON-DISCRIMINATION......................................................................................................................4
ARTICLEVI: PAYROLL DEDUCTIONS...................................................................................................................4
SECTION1. UNION DUES:.............................................................................................................................................4
SECTION2. AGENCY SERVICE FEE.........................................
ARTICLE VII: HOURS.OF WORK AND OVERTIME..............................................................................................5
SECTION1. HOURS OF WORK......................................................................................................................................5
SECTION2. OVERTIME.................................................................................................................................................6
SECTION3. CALL BACK...............................................................................................................................................6
SECTION4. EXTRA DUTY RATE.....................................................................................................................................7
SECTION5. FIRE PREVENTION OFFICER.......................................................................................................................7
ARTICLEVIII: SENIORITY........................................................................................................................................8
ARTICLEIX: VACANCY.............................................................................................................................................8
ARTICLEX: TRANSFERS...........................................................................................................................................8
ARTICLEXI: WORKING RULES..............................................................................................................................8
n, .
ARTICLEXII: HEALTH AND SAFETY.....................................................................................................................8
ARTICLEXIII: MANPOWER.....................................................................................................................................9
ARTICLEXIV: PARKING...........................................................................................................................................9
ARTICLEXV: BULLETIN BOARDS..........................................................................................................................9
ARTICLEXVI: JURY DUTY.......................................................................................................................................9
ARTICLEXVH: COMPENSATION............................................................................................................................9
SECTION1. SALARY SCHEDULE:...................................................................................................................................9
SECTION2. LONGEVITY.............................................................................................................................................10
SECTION3. EMERGENCY MEDICAL TECHNICIANS.....................................................................................................10
SECTION4.NIGITT DIFFERENTIAL...............................................................................................................................11
SECTION5.ANNOUNCEMENT OF RETIREMENT...........................................................................................................11
SECTION6. STIPENDS..................................................................................................................................................12
SECTION7.DEFIBRILLATOR COMPENSATION.............................................................................................................14
ARTICLE XVIII:FRINGE BENEFITS.........................................:..:...............................................14
SECTIONI. PAID HOLIDAYS................................................................................................................................:.....14
SECTION2. VACATION LEAVE...................................................................................................................................15
SECTION3. SICK LEAVE.............................................................................................................................................16
SECTION4. PERSONAL LEAVE....................................................................................................................................18
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SECTION 5. BEREAVEMENT LEAVE............................................................................................
............................
SECTION6. INJURY LEAVE.........................................................................................................................................19
SECTION7. UNION BUSINESS LEAVE..........................................................................................................................19
SECTIONS. UNIFORM ALLOWANCE............................................................................................................................19
SECTION9. ACADEMIC COMPENSATION....................................................................................................................20
�j SECTION 10. ABSENTEEISM........................................................................................................................................20
SECTION11. POSTING ACCUMULATED LEAVE...........................................................................................................20
SECTION12. TERMINAL LEAVE..................................................................................................................................20
ARTICLEXIX: GRIEVANCE PROCEDURE............................................................................................................21
SECTION1. DEFINITION OF GRIEVANCE.....................................................................................................................21
SECTION2. GRIEVANCE STEPS...................................................................................................................................21
SECTION3. -RIGHTS OF GRIEVANT............................................................................................................................22
SECTION4. ACCESS TO RECORDS...............................................................................................................................22
ARTICLE XX: ARBITRATION PROCEDURES......................................................................................................22
ARTICLEXXI: STRWES...........................................................................................................................................22
ARTICLE XXII: DURATION OF AGREEMENT.............................................................................................:........23
APPENDIXA................................................................................................................................................................24
APPENDIXB.................................................................................................................................................................25
ARTICLE I•PREAMBLE
The Town of North Andover,hereinafter referred to as the Town, and Local 2035 of the International
Association of Fire fighters, AFL/CIO,hereinafter referred to as the Union, in order to maintain the existing harmonious
relationship between the Fire Department and its employees and to promote the morale, right,well-being and sincerity of
the Fire Department,do hereby enter into this Agreement.
The Fire Department and the individual members of the Union are to regard themselves as public employees,and
are to be governed by the highest ideals of honor and integrity in all their public and personal conduct in order that they
merit the respect and confidence of the general public.
ARTICLE II: RECOGNITION CLAUSE
The Town.hereby recognizes that the Union is the sole and exclusive representative of all permanent members of
the Fire Department with the exception of the Chief,and(1)Deputy Chief-Administrative Assistant to the Chief,for the
purposes of bargaining with respect to wages,hours of work and working conditions.
The Town and Union are to agree to a job description emphasizing the managerial functions of the Deputy Chief-
Administrative Assistant-to the Chief position. The Town and the.Union agree that this position is to work a day,non-
rotating schedule,is not to be assigned to any unit(working group),is to have fire scene responsibilities the sameas those
of the Fire Chief,is not to perform bargaining unit duties and is not to be utilized in avoidance of overtime for bargaining
unit members.
*� ARTICLE III: MANAGEMENT RIGHTS
The Town retains all the powers and responsibilities it now has under the General Laws of the Commonwealth of
Massachusetts and the By-Laws of North Andover;and,further the determination of policy and operation of the Fire
Department are vested solely with the Town,except as specifically and expressly provided for modified,by the terms of
this Agreement.
ARTICLE IV: UNION RIGHTS AND PRIVII.EGES
All other 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. All other benefits which
are enjoyed by the employees,the employees covered by this contract are hereby protected by this agreement.
ARTICLE V: NON-DISCRIMINATION
The Employer agrees not to discharge or discriminate in any way against employees covered by this agreement
for Union membership or legal Union activities.
ARTICLE VI: PAYROLL DEDUCTIONS
Section 1. Union Dues:
The Town Treasurer is authorized to deduct from the weekly pay of the employees who are members of the
Union,dues for membership in the Union,providing such deductions shall be made only for employees who
have filed with the Treasurer an authorization for said deduction. Any such deduction for any employee shall
be stopped by the Treasurer whenever the employee shall submit to the Treasurer a signed request giving sixty
^) (60)days notice that said deduction is to be terminated.
4.
Section 2. Agency Service Fee
O (A) In accordance with G.L.C. 150 E, Sec. 12,it shall be a condition of employment that all employees
in the bargaining unit who are not members of the Union and who have been employed for thirty(30)
days or more,shall pay to the Union an agency service fee to defray the cost of collective bargaining and
contract administration in an amount equal to the regular Union dues. Such payment shall be made on
or after the thirtieth(30th)day following the beginning of such employment or the effective date of this
Agreement,whichever is the later.
(B) The Town agrees to deduct weekly from the pay of such employees who properly authorize it,all
agency service fees which are owed to the Union.
(C) The Union agrees to indemnify the Town for any financial liability of legal expense which the
Town may incur in complying with this Article.
ARTICLE VII: HOURS OF WORK AND OVERTIME
Section 1. Hours of Work
The hours of duty shall be so established by the Fire Chief, Chap 48 Sec. 58D,that the average weekly hours of
duty in any year,other than hours during which such members may be summoned and kept on duty because of
conflagrations,shall not exceed forty-two(42)hours. The day shift consisting of ten(10)hours to start at 8:00
A.M.,expiring at 6:00 P.M. The night shift consisting of fourteen(14)hours to start at 6:00 P.M. and expiring
at 8:00 A.M. The unit(working group)rotation schedule is depicted by way of a sample eight(8)week cycle
averaging forty-two_(42)hours for each unit(work group)as follows:
WK. #: SUN. MON. TUE. WED. THUR. FRI. SAT. TOT.
1 (D) 10 HRS 10 HRS
48
1 (N) 14 HRS 14 HRS HRS
2(D) 10 HRS 10 HRS
48
2 (N) 14 HRS 14 HRS HRS
3 (D) 10 HRS 10 HRS
48
3 (N ) 14 HRS 14 HRS HRS
4(D) 10 HRS 10 HRS
48
4(N.) 14 HRS 14 HRS HRS
5(D) 10 HRS 10.11M
34
5 (N) 14 HRS HRS
6(D) 10 HRS 10 HRS
34
6(N) 14 HRS HRS
7(D) 10 HRS
38
7(N) 14 HRS 14 HRS HRS
8 (D) 10 HRS
38
8 (N) 14 HRS 14 HRS HRS 5.
1 1) The hours of duty for the day men shall be 7:30 A.M. to 4:00 P.M.,Monday through Thursday and 7:30
A.M.to 3:30 P.M. on Friday.
Section 2. Overtime
In the event that a need for overtime should occur in the department because of sickness,vacations, or other
unforeseen conditions,overtime pay shall be paid(Chap 48 Sec. 58C)at the time and one--half rate of pay to
the permanent member of the department who works. All overtime will be overseen by the overtime
committee,overtime lists will be maintained by hours and seniority(four(4)for permanent firefighters one(1)
for Lieutenants). All lists and current procedures will be posted in each fire station. All overtime procedures
require the approval of the Fire Chief. This sheet shall pertain to tours of duty in the Fire Station only. In the
event that an Officer is needed to fill in a shift,the Chief will authorize an officer to be worked on overtime.
Fire fighters will work for fire fighters,Lieutenants will work for Lieutenants.
In case of absences of Lieutenants which last longer than sixty(60)consecutive calendar days,excluding
vacations,the Chief,at his discretion may fill the Lieutenant position,after sixty days for the duration of the
absence with a permanent fire fighter. If there are any permanent fire fighters who are on a current Civil
Service list for Lieutenants,they shall be given fust consideration to fill the absence. This acting Lieutenant
shall be eligible to work overtime after six continuous months of service as an Acting Lieutenant.
In the event that more than one fire fighter on the same unit will be absent from his tour of duty for a period
of time which will exceed thirty(30)calendar days,the Chief may,in his discretion,transfer other permanent
fire fighters to the unit so affected to replace the second,and succeeding fire fighters so absent from duty. Such
transfer may be made from the date of notification of the absence, and may last for the duration of the time
during which more than one fire fighter is on such extended absence. In the case of said absence being related
(� to health,the probability of the absence being more than thirty(30)days shall be verified by a physician or by
notice from the fire fighter so affected
Section 3. Call Back
(A) A uniformm method of rotation of off-duty men for the purpose of covering responses will be
followed according to the schedule attached hereto. Said schedule shall be maintained in its current
form,by seniority,and shall be updated as to seniority,when personnel changes occur on the various
shifts.
The call back procedure(by unit)for off-duty response shall be as follows:
Unit One Call Back Unit Two Call Back
FIRST DAY: 2-3-4 FIRST DAY 3-4-1
SECOND DAY: 3-2-4 SECOND DAY 4-3-1
FIRST NIGHT: 3-4-2 FIRST NIGHT 4-1-3
SECOND NIGHT: 4-2-3 SECOND NIGHT 1-3-4
Senior Lieutenant Senior Lieutenant
Junior Lieutenant Junior Lieutenant
Fire fighters by Seniority Fire fighters by Seniority
6.
Unit Three Call Back Unit Four Call Back
FIRST DAY 4-1-2 FIRST DAY 1-2-3
SECOND DAY 1-4-2 SECOND DAY 2-1-3
FIRST NIGHT 1-2-4 FIRST NIGHT 2-3-1
SECOND NIGHT 2-4-1 SECOND NIGHT 3-1-2
Senior Lieutenant Senior Lieutenant
Junior Lieutenant Junior Lieutenant
Fire fighters by Seniority Fire fighters by Seniority
After all other Lieutenants have been called,call back the Fire Prevention Officer.
(B) Members recalled because of anemergency shall be paid at overtime rates for the actual time
worked but not less than four hours. Members working more than four(4)hours on callback shall be
paid for at least six(6)hours at overtime rates. Off-duty members called by the Commonwealth or on
behalf of the Town to appear in court for fire-service related cases will be compensated at the rate of
time and one-half for all hours spent on said case with a minimum of-three hours overtime pay for each
court appearance.
Section 4. Extra duty rate
Members working private duty shall be compensated at the rate of 1.75 time their regular hourly wage for all
hours worked,but not less than four hours. According to the following schedule:
0-4 hours = 4 hours overtime
>4-8 hours= 8 hours overtime
>8-12 hours= 12 hours overtime
If the duty is performed on behalf of the Town of North Andover, (at Town sponsored activities),where the
Town is responsible for the payment of the detail,then the compensation shall be at the time and one half rate.
Section 5. Fire Prevention Officer
The bargaining unit position of Fire Prevention Officer is established by agreement of the Union and of the
Town. That position is subject to the following terms and conditions: The incumbent of the position will not
be assigned to nor will he/she work to fill a shift vacancy in avoidance of overtime, (except during the regular
working hours of the Fire Prevention Officer);the incumbent of the position will be the last employee on the
call back list at all times;and the work days of the position will be Tuesday through Friday pursuant to the
following schedule: The daily hours of duty for the position will be 7:00 A.M. -5:30 P.M.
Vacancies affecting the rank of Fire Prevention Officer shall be filled in accordance with Article IX of the
collective bargaining agreement and transfers to the assignment of Fire Prevention Officer shall be made in
accordance with Articles X of the agreement. The Town and the Union agree to the following:
(A) The Fire Prevention Officer position will be filled by an incumbent of the Fire Lieutenant rank. .
The assignment of other lieutenants to perform the duties of Fire Prevention Officer for vacation of
personal leave will only be at the direction of the Fire Chief;provided,however,that when the Fire
Chief directs such assignments,the selection of the lieutenant for such assignment will be pursuant to
the regular overtime roster and rotation system.
(B) The Union agrees that the Town shall not be required to so fill the assignment of Fire Prevention
�J Officer for absences of the incumbent attributable to sick leave or injury leave not exceeding sixty(60)
days. For absences of the regularly assigned Fire Prevention Officer known in advance to be of a
duration exceeding sixty(60)days,the Town agrees to fill the position by assignment of other
lieutenants at overtime or by the appointment of an Acting Lieutenant. For absences of the regularly 7.
assigned Fire Prevention Officer attributable to injury and sick leave exceeding sixty(60)days,the
Town agrees to fill the position by assignment of other lieutenants at overtime or by the.appointment
1 of an acting lieutenant.
(C) In the event of a transfer to Fire Prevention Officer position,unless a Senior Lieutenant agrees to
the transfer,the transferee must be the Junior Lieutenant.
(E) The pay rate of the Fire Prevention Officer position will be 1.23 of the base lieutenant pay at the
appropriate step.
(F) The Fire Prevention Officer will make every effort to provide the Chief with a 24-hour notice for
vacation and personal leave requests.
ARTICLE VIII: SENIORITY
The Fire Chief shall establish a seniority list in grade and it shall be brought up to date each year, and
immediately posted thereafter in the Central Station and Substation. A copy of the same shall be mailed to the
Secretary/Treasurer of the Union. Any objections to the seniority list shall be reported to the Fire Chief within ten(10)
days or it shall stand approved.
ARTICLE IX: VACANCY
A vacancy or anticipated vacancy is defined as all positions newly created,the termination of employment(i.e.
Death,Retirement,Resignation or Discharge),Promotion and change of EMT status of an employee. Whenever a
vacancy occurs the Fire Chief shall post such vacancy throughout the department for 5 days and all employees in grade
may bid for such vacancy. The bidder with the most seniority in grade,if he is determined qualified by the Fire Chief,
shall be awarded the bid. If at the end of 5 days no eligible member has bid for the vacancy,then the most junior eligible
1. member will be assigned to fill the vacancy. After that replacement has been made, any member of the department in the
same grade may make a non-binding request to the Fire Chief for consideration in replacing the successful bidder.
ARTICLE X: TRANSFERS
Permanent and temporary transfers of employees shall be made in good faith,not as a disciplinary action,and
shall be posted A copy of the same shall be mailed to the Secretary/Treasurer of the Union. Temporary transfers of
employees shall not exceed thirty(30)days. Employees who are to be transferred shall be give one.week's notice prior to
said transfer,provided,that in emergencies this requirement may be waived Temporary transfers pursuant to the second
or third paragraphs of Article VII Section 2 may exceed thirty(30)days.
ARTICLE XI: WORKING RULES
The rules and regulations.of the Fire Department of the Town of North Andover are hereby recognized by the
Town and the Union as the basic rules by which the Department sliall operate. The Town further agrees that,,if at any
time after the signing of this Agreement,it shall change or modify or amend the rules heretofore in existence,and if,in
the opinion of the Department, said change affects the health and safety of any member of the Fire Department,then the
Chief shall,prior to the implementation of said rule, give to the Union a forty-eight(48)hour notice,in writing,of the
proposed change or amendment. If the Union,in its opinion,feels that said change modification.or amendment is
unjustified to any member of the Fire Department, such member shall within ten(10)days thereafter,elect to submit the
matter to grievance.
ARTICLE XII: HEALTH AND SAFETY
The Fire Department and the Union shall cooperate in matters of safety,health and sanitation affecting the
n employees. The Fire Department shall furnish protective equipment including coats,fire helmets,boots and self-
contained breathing apparatus and all other personal safety equipment which shall be worn or required by the men on duty
and all other men responding to the alarm. The Union Safety Committee shall be consulted in advance of any change in
the above mentioned equipment.
8.
ARTICLE XIII: MANPOWER
11 The staffing of the Fire Department is an administrative matter and therefore,the responsibility of the Fire Chief.
The Fire Chief will determine and provide an adequate staff at all times to afford proper protection for the Town.
The Town agrees to the following: At the commencement of the day or night shifts,there shall be a minimum of
ten(10)full-time members who rotate shifts, on duty at all times. If more than two(2)simultaneous long term absences
of bargaining unit fire fighters regularly assigned to a given unit(working group)occur, such long term simultaneous
absences in excess of the two(2)can be filled on a temporary basis by use of reserve fire fighters in lieu of inter-unit
transfers of bargaining unit fire fighters as described in Article VII, Section 2,third paragraph. For purposes of this
Section,long term absences are defined as sixty(60)consecutive calendar days or longer. Reserve personnel will not be
entitled to work nor will they be assigned overtime to perform bargaining unit work:
Such use of reserve personnel as provided in the third paragraph of this Article can be made from the date of
notification of the absences,and can last for the duration of the time during which more that two(2)firefighters are on
such extended,simultaneous absence. If the fire fighter absences are health related,the probability of the two(2)absences
simultaneously exceeding sixty(60)consecutive calendar days will be subject to verification by physician or by notice
from the fire fighters so affected
ARTICLE XIV: PARKING
The Town shall provide at no cost to the employees, adequate parking facilities,adjacent to the station houses,
for all employees on duty.
ARTICLE XV:.BULLETIN BOARDS
The Town shall provide bulletin board space in each of the firehouses in day room or kitchen area for the posting
by the Union of notices regarding Union business and activities.
ARTICLE XVI: JURY DUTY
Any employee called for jury duty shall receive his regular pay and all benefits for the period of time during
which he is required to serve on jury duty. Said employee shall,after his fifth day of jury duty return to the Town any
payments received for the performance of jury duty.
ARTICLE XVII: COMPENSATION
Section 1. Salary Schedule:
Salaries will be paid-pursuant to the following schedule:
JULY 1, 1998-JUNE 30, 1999
F-1* 28,276.63 30,136.61 31,999.03 34,086.64
F-2** 36,768.91 39,044.94 41,584.07
JULY 1, 1999-JUNE 30,2000
F-1* 29,124.93 31,040.71 32,959.00 35,109.23
F-2** 37,871.99 40,216.30 42,831.60
J 9.
JULY 1,2000—DEC. 30,2000
1.
F-1* 29,707.43 31,661.53 33,618.18 35,811.42
F-2** 38,629.43 41,020.62 43,688.23
JAN. 1, 2001—JUNE 30,2001
F-1* 30,153.04 32,136.45 34,122.46 36,348.59
F_2** 39,208.87 41,635.93 44,343.55
*Fire fighters and Lieutenants shall not be eligible to move to the next step until they have completed one
year in prior step.
**Lieutenants shall not be eligible to move from their entrance rate to the next step until after one year.
Section 2. Longevity
(A) Employees who have been in continuous full-time employment shall be paid, in addition to regular
salary payments,increments determined as follows:
Length of Service Entitlement
199 100 101
Over 5 but not over 10 years $400 $410 $425
Over 10 but not over 15 years $750 $760 $775
(� Over 15 but not over 20 years $800 $810 $825
Over 20 but not over 25 years $850 $860 $875
Over 25 years $1000 $1000 $1000
(B) An employee will be 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 fiscal year will be determined by paying in two(2)equal amounts the appropriate amount for the
highest anniversary date which falls in.that fiscal year.
Section 3. Emergency Medical Technicians
Employees hired on or after July 1984 will be required to obtain Emergency Medical Technician
certification during their probationary period and to maintain that certification until promoted to the rank of
fire lieutenant or higher,as a condition of employment,.provided,however,that such required condition of
employment is made subject to the following which is applicable to all bargaining unit employees:
The Union and the Town agree that the unit will include at all times a minimum complement of sixteen
(16)certified Emergency Medical Technicians and that whenever such complement of certified Emergency
Medical Technicians exceeds the minimum of sixteen(16),then,to the amount of such excess number(s),
employees can bid off ambulance service with such bid opportunity being allocated to employees on the basis of
seniority.
Lieutenants shall not be assigned to ambulance duty. Fire fighters who are not assigned,those in addition
to the(16)sixteen mentioned in paragraph one, shall not be assigned any full tours-of-duty on the ambulance
and shall not be relocated,transferred or reassigned to perform ambulance duty except as noted below: 10.
^ ) 1. When there are only two assigned EMT's on duty and one or both are released from duty due
( 1 to sickness or for other reasons,or when off-duty EMT personnel are summoned for call back or EMT
extra duty details,every attempt will be made to hire assigned EMT's to replace those positions. If none
of the sixteen(16)assigned EMT's are available,the Fire Chief may fill the vacant EMT position,from
the list of non-assigned EMTs. This list shall be maintained in order of department seniority.
2. When the procedure.outlined in paragraph one is followed and there is no response from off-
duty assigned or non-assigned EMT's to cover the vacant position,the Fire Chief may utilize on-duty,
non-assigned EMT's to continue providing ambulance service. On-duty personnel shall not be used to
cover extra duty details.
3. When the procedure outlined in paragraph one above(for extra duty details only)has been
followed and neither assigned or non-assigned off-duty EMT's respond,the Fire Chief may utilize
lieutenants who have maintained their EMT certification.
4. Non-assigned EMT's who are assigned.to a full or part of a tour-of-ambulance duty shall
receive an additional compensation for their time using the following formula:
*Assigned Stipend-Non-Assigned Stipend/52.14=The weekly tour rate differential
Additional compensation shall not be provided to non-assigned EMT personnel who are
assisting regularly assigned,on-duty EMT's during emergency transport.
All employees entitled to an Annual Emergency Medical Technician stipend will receive such stipend
pursuant to the following formula:
*For eligible employees assigned to the ambulance:7.00%of the fire fighter(F-1)rank
(� current annual maximum salary in effect for the year involved;Lieutenants and Fire fighter
EMT's not assigned to the ambulance,3.5%of the F-1 rank current annual maximum salary in
affect for the year involved,payment of this stipend shall be made on a semi-annual basis unless
there is a transfer or termination and then it shall be paid upon the transfer or termination on a '
pro-rated basis.
5. The Town shall reimburse members for registration fees,books and tuition relative to
attendance at courses approved for the maintenance of the EMT Patch,provided that the Fire Chief shall
have first approved attendance at such courses,and that where grades are given,a passing grade is
obtained.
Section 4.Night Differential
Effective July 1,1988,employees assigned to the rotating unit(work group)schedule will receive on a weekly
basis two percent(2%)of their weekly salary. Such nigh differential increments are to be considered as part of
salary for the computation of all fringe benefits and overtime which are computed.as a fraction or percentage of
salary and are to be included in regular salary for purposes of retirement contributions calculations.
Section 5.Announcement of Retirement
An employee who has attained twenty-five(25)years of service,who is eligible for retirement,and notifies the
Fire Chief in writing,by December 31st of the current fiscal year,of the definitive date of his/her retirement in
the next three years, shall receive the announcement of retirement benefit as follows:
One year advance announcement $2,000
Two year advance announcement $4,000
Three year advance announcement $6,000
11.
If the employee fails to retire on the date specified,for any reason,the employee shall have a one year
"grace"period in which he may retire and receive the appropriate benefit. After that one year period this
announcement benefit shall be forfeited.
An employee receiving an adjustment of weekly compensation under these provisions, and who
subsequently does not retire on the designated date,will agree to reimburse the Town for any such allowances
paid. At the option of the employee,allowance paid under these provisions will be paid weekly and-added to
base pay;however, such increase shall not be added into the overtime rate. Please refer to the Agreement Form
in Appendix B.
Section 6. Stipends
All stipend positions are advisory positions to the fire chief and the employee who is delegated the responsibility for the
stipend must balance their ability to use sound judgment and common sense,to act independently, in the performance of
the tasks assigned,while at the same time maintaining communications with the fire chief,who has the legal authority for
budgetary expenditures.
The annual stipend for each position is two thousand dollars($2,000)which is paid quarterly after the chief receives and
approves a quarterly activity report.
Fire Alarm Supervisor
The Fire Alarm Supervisor involves the supervision of the North Andover Fire Alarm system.
Employees must be knowledgeable in the functions of the fire alarm system and all of its components. The employee in
this position has oversight for the fire alarm expense line item,which includes the equipment and subcontract of
maintenance for the municipal fire alarm system. It is essential that this employee be available for emergency service of
^ the fire alarm system. The Fire Alarm Supervisor coordinates work with the Fire Prevention Officer.
` I Qualifications:
• Strong communications skills
• Ability to provide accurate cost estimates for work to be performed
• Budgeting of monies allocated
• Budget planning
• Organization of work and delegation to work crews
• Planning
• Ability to exercise sound independent judgment
• Basic Computer Skills
Public Education Officer
The Public Education Officer coordinates the public fire education for the Town and works with all age groups in
presenting this message.
Qualifications:
• Strong verbal and presentation skills to a variety of audiences and age groups
• Background in education and preparation.of lesson plans
• Coordination of presentations
• Coordination with fire suppression,fire prevention,fire investigation and juvenile firesetter program to
Present materials which are timely and consistent with the fire problem
• Grant writing
• Budget oversight for the expense line items for fire education
• Oversight of grants for public education and in particular the SAFE grant program
• Oversight of materials and maintenance of equipment and materials assigned to the Public Education Office
in particular the Fire Safety Trailer.
�� • Budget planning
• -Basic computer skills
0 Ability to exercise sound independent judgment. 12.
f
EMS Supply Officer
The EMS,supply Officer performs as a purchasing agent for the budgetary line item for ambulance equipment to maintain
medical supplies and equipment as required by OEMS and federal communicable disease standard on all fire ambulances
and apparatus within the budget allocated and with input from employee as to equipment needs. Typically this position is
offered to the senior EMT assigned to the ambulance who is willing to accept and is qualified to perform this function.
This employee is included as a member of any committee for the purchase of new ambulance(s).
Qualifications:
• Strong communication skills
• Product evaluation and price assessment
• Budgetary oversight of the allocated line item
• Budget planning
• Ability to exercise sound independent judgment
Hazardous Materials Right to Know
The Hazardous Materials Right to Know position coordinates the information relative to hazardous materials in the Town
of North Andover This employee is required to have knowledge in the use of computers and the CAMEO software for use.
in maintaining records relative to hazardous materials. Familiarity with Federal, State and local laws and regulations is a
requirement of this position. This employee.coordinates the requests for 21E property surveys for contamination within
the Town.
Qualifications:
• Computer skills in working with data bases
• Strong communications skills
�- • Budgetary planning
• Budgetary oversight for allocated line item expense
Ability to exercise sound independent judgment.
Senior Fire Investigator
The Senior Fire Investigator oversees the fire investigation office.This employee coordinates the activities of the fire
suppression employees,the public fire education officer,fire prevention officer and police department assigned to criminal
investigation. The fire investigation office is responsible for the investigations for cause and origins of all fires and the
determination of whether fires are incendiary and conducts interviews in relation to those fires: The fire investigation
office is responsible for pursuing criminal process where necessary. The fire investigation.office is the lead program for
the juvenile firesetter program and works with other youth services agencies and social service agencies to provide
assistance to juveniles who display inappropriate fire use. This employee must be available on call for emergencies.
Qualifications:
• Strong communication skills
• Budgetary allocation
• Budgetary planning
• Mass.Fire Academy or equivalent fire investigation courses
• Report writing
• Coordinating of multi-agency scenes(building;state fire marshal,insurance company and other investigative
agencies.)
• Funding sources and grant programs for program enhancement
• Ability to exercise sound independent judgment
n,
13.
Building Maintenance Supervisor
This Building,Maintenance Supervisor involves the review and cost estimates of projects for proposed renovation,
alterations and major facility procurements. This employee must work with the budget allocated for building
maintenance.
Qualifications:
• Strong communication skills
• Ability to achieve consensus
• Constructions supervisor certification helpful
• Knowledge of state codes related to construction,building,fire prevention and electrical
• Oversight of proposed projects within the budget framework
• Budgetary planning
Ability to exercise sound independent judgment
Motor Vehicle Liaison
The Motor Vehicle Liaison position provides oversight into an effective and efficient fire department vehicle apparatus
maintenance program. This employee shall work with the contractor who has been delegated the responsibility of .
performing the maintenance and insure that it is done in a manner which is efficient, in compliance with current standard
and insures the safety of the employee.who will utilize the equipment. The employee.
Qualifications:
• Strong communications skills
• Qualifications as vehicle mechanic
• Budget planning in cooperation with vehicle maintenance contractor
• Development of instruments for the accurate tracking of maintenance
• Basic computer usage
• Ability to exercise sound independent judgment
Section 7. Defibrillator Compensation
Effective 7-1-98, all employees will receive on a weekly basis 1.5%of their weekly salary. Such defibrillator
{ compensation is to be considered as part of salary for the computation of all fringe benefits and overtime which are
computed as a fraction or percentage of salary and are to be included in regular salary for purposes of retirement
contribution calculations.
ARTICLE XVIII: FRINGE BENEFITS
Section 1. Paid Holidays
(A) The following holidays shall be observed as mutually agreed upon by the Town and Union:
Independence Day Labor Day
New Year's(includes the Columbus Day
night shift of December 31
and the day and night shift Veteran's Day
of January 1)
Washington's Birthday Thanksgiving Day
I Patriot's Day Christmas(includes the
night shift of December
Memorial Day 24 and the day and -
night shifts of December 25)
Martin Luther King Day 14.
The Christmas and New Year's holiday, consisting of the night shift immediately prior to the
holiday and the day shifts of the holiday shall each be considered as one holiday.
(B) Employees shall be granted time and one-half for all hours worked on the holiday and one-fourth of
the weeks salary when off duty. The Christmas holiday,consisting of the night shift of December 24,
and the day and night shifts of December 25 shall be considered as one holiday,the New Year's holiday
consisting of the night shift of December 31, and the day and night shifts of January 1 shall be
considered as one holiday,and those employees who are not on duty for any of those shifts shall be
compensated by one-fourth of the week's salary.
(C) The holiday tour shall be 8:00 A.M. on the day of the holiday to 8:00 A.M. on the day following.
Compensation for all hours worked to be paid to all members if working the holiday period,that is one
ten(10)hour day tour and one fourteen(14)hour night tour. (An additional 14 hour night tour on
December 24 and December 31)
(D) Employees will not be allowed to take vacation or personal leave on the holidays of Thanksgiving,
(day and night shift),and Christmas, (night shift on December 24 and day and night shift on Christmas
Day).
Section 2. Vacation Leave
(A) A full-time employee in continuous service shall be granted vacations with pay on the following
terms:
One(1)"shift tour"for all those employees employed continuously by the Town for six(6)months.
Two(2)"shift tours"for all those employees employed continuously by the Town for one(1)year.
Three(3)"shift tours"for all those employees employed continuously by the Town for five(5)years.
Four(4)"shift tours"for all those employees employed continuously by the Town for ten(10)years.
One additional vacation shift for every two years of service until five(5)shift tours have been
reached
Five(5)"shift tours",for all those employees employed continuously by the Town for eighteen(18)
years.
(A) A shift tour is defined as two(2)ten(10)hour days and two(2)fourteen(14)hour nights for
members working on a unit. A shift tour for a day man shall be 7:30 A.M.to 4:00 P.M.,Monday
through Thursday,and 7:30 A.M.to 3:30 P.M.Friday. This section shall take effect on January 1,
1985.
(B) The vacation year shall be from January 1 to and including December 31.
(C) Vacations shall be taken in the year in which they are due except employees may cavy over up to 1
shift tour of vacation into the next vacation period according to the following schedule:
7/1/98 all employees with 5 shift tours
7/1/99 all employees with 4 shift tours
7/1/00 all employees
(D)Employees taking vacation leave shall provide the Department with as much notice as possible,but
no less than one(1)hour's notice. 15.
(E) All vacation leave can be taken on a daily basis. When taking a shift tour's vacation on a daily
basis,said shift tour shall consist of two(2)ten(10)hour days and two(2)fourteen(14)hour nights.
An employee requesting a vacation day must give at least a(ONE)hour notice or such request may be
denied. Any employee taking vacation on a daily basis shall not be called to work overtime on the night
shift when taking that day shift as vacation nor the day shift when taking that night shift as vacation.
The day men shall not be called in Sunday before and Saturday after for overtime.-An employee taking
a full shift tour vacation shall not be called to work overtime for a period of twenty-four(24)hours prior
to the commencement of the shift tour nor for forty-eight(48) hours after the shift tour ends. An
employee taking two or more consecutive shift-tours of vacation shall not be called to work overtime for
a period of twenty-four(24)hours prior to the commencement of the first shift tour of vacation nor until
forty-eight(48)hours after the end of the last shift tour of vacation. Nothing in this paragraph shall
pertain to vacations taken on individual daily basis.
(F) Upon the death of an employee who is eligible for vacation under this section,payment shall be
made to the estate of the deceased in the amount equal to the vacation year prior to the employee's death
but which had not been granted. In addition,payment shall be made foi that portion during which the
employee died up to the time of his separation from the payroll.
(G) Employees who are eligible for vacation under this section and whose services are terminated by
dismissal through no fault of their own,or by retirement,or by entrance into the armed services shall be
paid an equal amount to the vacation period prior to such dismissal,retirement,or entrance into the
armed forces. This payment shall also apply to employees who were unable to take that vacation time
due to prolonged sickness or injury which was taken in compliance with department sick leave policy or
injury under Chapter 41, Section 111F. Said payment will be made when the employee returns to work
or terminates his employment.
(I) In addition,payment shall be made for that portion of the vacation allowance in the vacation period
during which such dismissal, retirement, or entrance into the armed forces occurred up to the time of the
employee's separation from the payroll.
(1)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.
Section 3. Sick leave
(A) A full-time employee or part-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 leave on
one(1)day for each month of service,provided such leave is caused by sickness or injury or by exposure
to contagious disease. Three of these days may be used for family illness per year.
(B) An employee shall be credited with the unused portion of leave granted under,sub-section(A).
(C) Sick leave must be authorized by the department head.
(D) A physician's certificate of illness shall be submitted by the employee or his agent after four(4)
consecutive work days absence to the Fire Chief. This note shall be submitted to the Fire Chief by the
fifth(5th)consecutive work day.
(E) The Fire Chief of his/her own motion,may 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.
(F) Injury,illness or disability self-imposed shall not be considered a proper claim for leave under this
_J Section. In cases where an employee has followed the proper procedure in using an existing employee
assistance program the leave shall be applicable,but the employee may be required to submit remaining
vacation time up to one(1)shift tour to assist in his participation in the program. 16.
(G) Nothing in this Section shall conflict with Section 100, Chapter 41 of the General Laws.
(I) It is agreed that the employees covered by this contract may,if eligible,join the Sick Leave Bank as
established in the 1978- 1979 Collective Bargaining Agreement.
(I) Sick Leave Bank: The following rules and regulations are promulgated for the purpose of
administering a sick leave bank for employees of the Fire Department. Said bank is established
pursuant to the provisions of Article XVIII Section 3 (I)of the Collective Bargaining Agreement
between the Town of North Andover and Local 2035, effective July, 1, 1978 through June 30,1979.
1.) There is hereby established a sick leave bank from which employees who have exhausted their
sick leave can make application to draw additional sick leave benefits. Employees may contribute to
this bank on a voluntary basis,from their accumulated,unused sick leave credits. Procedures and
standards for contribution shall be as follows:
Section A. The bank shall be administered by the Fire Chief.
Section B. Each application for sick leave from the bank will be considered separately by the
Chief. The employee act of contributing to the bank does not guarantee the right to draw from
the bank. Decisions made by the Chief shall be subject to the grievance and arbitration
provisions of the Collective Bargaining Agreement. The Union hereby waives its rights to grieve
a decision made by the Chief permitting an employee to draw from the bank over the objection of
the Union.
Section C. The Chief may require an employee,who applies to draw from the bank,to provide a
medical certificate as to illness. The Chief may re-evaluate each case at one month intervals,
and,in that regard,the Chief may require that the employee furnish further medical certification
nof illness,at no expense to the Town.
Section D. The employee,while on the bank, shall not earn or accumulate sick leave.
Section E. The employee who is drawing from the bank for a period of more than thirty(30)
consecutive calendar days shall forfeit a portion of his vacation leave. The portion so forfeited
shall be determined by dividing the number of calendar days on which the employee is utilizing
the bank by 365. Fractions shall be rounded off to the nearest whole day. In the event that said
employee shall have then remaining vacation leave,the Chief shall determine how much of the
leave will be credited as vacation and how much will be credited to the employee as sick leave. In
the event that the employee shall have exhausted his vacation leave prior to drawing from the
bank, adjustments shall be made from the employees vacation leave for the following calendar
year. In the event that an employee drawing from the bank has accumulated unused vacation
leave,which he is unable to use during the calendar year due to his sick leave status,the unused
vacation leave will be credited as sick leave upon his return to active duty in the next calendar
year,after the deduction of vacation leave,as provided in this section.
2.) Employees who are on their one year probationary period have the option to join the sick
leave bank after six months,but may wait until three months after their one year probationary
period has been lifted
3.) In the event that the number of days remaining in the bank reaches thirty(30),the Chief
shall notify the Union of this fact and shall assess each participating employee one additional day
of his sick leave to be added to the bank. Any participating employee who does not wish to
contribute the additional day,shall so notify the Chief within ten(10)days of the posting of the
Chiefs 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. 17•
4.) Employee entitlement to draw from the said bank shall be determined by the Chief on the
l basis of,among other considerations,information and data supplied by the Union,information and
data supplied by the Town, attendance and performance;provided,however,that an employee
must contribute to the bank in order to be eligible to draw from the bank. Upon receipt of an
application for use of the bank,the Chief shall notify the Union and the Town,who shall supply
information and data in writing,as they see fit within seven(7)days of notification. However,.the
Chief,in his discretion,may temporarily allow an employee to draw from the bank pending the
receipt of this information and data.
5.) The maximum time an employee may remain on the bank is one year. The Chief may
allow up to one additional year if he/she feels it is necessary and justified,based upon the
guidelines established by Article IV. The Chief may require,as a condition of granting benefits
beyond one year,that the employee be examined by a physician chosen by the Town at the expense
of the Town. It is the intent of this Article that an employee'not return to active duty at the end of
one year's drawing on the bank for the purpose of reinstating his eligibility to draw from the bank
without the necessity of an examination by a physician chosen by the Town.
6.) If the Chief 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.
7.) These rules and regulations may be amended by collective bargaining or by mutual
consent of the Town and the Union.
8.) The Town shall,on July 1st of each year,contribute one day for each member of the
Bargaining Unit to the Sick Leave Bank. This contribution shall not be assessed against or in any
way affect the accumulation of sick leave by the employees pursuant to Article XVIII, Section 3
I l (A). The sick leave bank shall not exceed 600 days,unless a new member's contribution shall
cause the bank to exceed 600 days.
Section 4. Personal leave
Employees shall be entitled to four(4)"Personal Tours"per fiscal year. Any employee taking a personal
tour shall not be called to work overtime on the night shift when taking that day shift as a personal day
nor for a day shift when taking that night shift as a personal tour.
Employees taking personal leave shall provide the Department with as much notice as possible,
but not less that one(1)hour's notice.
Section 5. Bereavement Leave
Emergency leave up to three(3)days may be allowed for death in an employee's immediate
family(parent of either spouse,brother or sister of either spouse or grandparent of either spouse,and
person in the immediate household).
Emergency leave of four(4)days shall be allowed for a death of the employee's spouse, son or
daughter.
In the event that the death of the family member mentioned in the above paragraph occurs
within 24 hours of the beginning of a scheduled tour-of-duty or on the first day of the member's
regularly scheduled tour of duty,that employee so affected shall be granted an additional day of
bereavement leave. In that instance,the individual employee shall have the entire four day shift as
bereavement leave. 18. .
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�.1 Section 6.
Injury Leave
Whenever a member of the Fire Department is incapacitated from duty because of an injury
sustained in the performance of his duty,he shall be entitled to injury leave with full pay during the
period in which he is unable to perform his duties or until such time as he has been accepted for
retirement,in accordance with General Laws,Chapter 41 Section 111F as amended
The Town shall provide an maintain insurance for the purpose of paying the hospital,medical
and surgical expenses incurred by any member of the Department who is injured in the performance of
his duties.
Section 7. Union Business Leave
A bank of twelve(12)days shall be established for use by the Union for conducting union
business. The Union shall request of the Chief,or his designee,twenty-four(24)hours prior to the use of
this leave,and state reasons for the intended use. Failure to notify in this manner will negate the leave.
The Chief may deny leave for more than one person at a time if it would incur excessive overtime.
Annually,by June 30,the Secretary-Treasurer of the Union shall provide the Chief with a written
statement of the days taken, dates, and reasons for leave. Failure to provide this information would
disallow the bank until that data is received
Section 8. Uniform Allowance
nEmployees shall receive a maximum annual allowance for the replacement of uniforms,
necessary work clothes and standard equipment and are authorized to charge up to this amount at a store
or stores with the approval of the Chief according to the following schedule:
7-1-98 $300
7-1-99 $350
7-1-00 $400
Appended to and incorporated into the contract as"Appendix A"is the current list of basic
issue,as agreed upon by the Union and the Town,for which the uniform allowance is applicable.
Uniformed members shall be neatly dressed at all time while on duty in uniforms which comply with the
departmental specifications. Members of the Union shall only be required to replace such clothing as is
physically needed,notwithstanding the fact that the various parts of uniforms do not match.
Any expenses arising from any change in the prescribed uniform shall be borne by the Town
and shall not be attributable to the clothing allowance. The Town shall provide new dress and work
uniforms protective clothing for all new employees. Dress uniforms shall be provided upon successful
completion of the probationary period.Probationary employees shall not receive a clothing allowance.
Employees shall not be eligible for clothing allowance when they are terminated as a result of
disciplinary action,layoff or when a notice of retirement has been filed with the Essex County
Retirement Board.
The Town agrees to replace dress uniforms at fifteen(15)year intervals from their date of issue,
The Town agrees to replace no less than six(6)dress uniforms in FY 99,00,01 by seniority. If an
employee requests to keep his uniform badges upon retirement they shall be given to him upon
retirement.
19.
Section 9. Academic Compensation
I )�
(A) The Town shall reimburse members for registration fees,books and tuition for courses which
are part of a curriculum for the attainment of a degree in Fire Science,into which the member has
formerly entered or.matriculated, at Massachusetts State University credit hour rates(i.e. Salem
State rate)for course work at an approved college or university. This does not apply to Mike Beirne.
Such courses must be given by an accredited educational institution,provided that the Fire Chief .
shall first have approved the member's participation in such a program and that a passing grade is
obtained.
(B) Employees shall receive,in annual lump sum payments,compensation for academic course
credits,for courses which they have successfully completed and which are necessary to obtain an
Associates Degree in Fire Science at accredited educational institutions. Compensation shall be as
follows:
20 to 39 credits $500
40 to 59 credits $750
60 or more credits $ 1,000
BS Fire Science $1,500
Employees will receive$500 upon completing annually twenty-one(21)hours of courses
offered by the Massachusetts Fire Academy or other such courses designated by the Fire Chief,
provided,however,that recruit training class hours and hours spent by on-duty members at on-duty
classes will be excluded from the above annual twenty-one. (21)hour count;and,further provided
that the Fire Chief will distribute such on duty classes evenly among the units whenever possible.
Such compensation will be paid to the first fifteen(15)employees to complete these hours in FY 99,the
first thirty(30)in FY 00,and all employees in FY O1.
Section 10. Absenteeism
Employees not expecting to work because of emergencies or other justifiable causes, must
notify the Officer Mi charge one(1)hour before schedule time.
Section 11. Posting Accumulated Leave
No later than July lst of each year the Fire Chief shall post a notice listing the amount of sick
leave,personal days,and vacation time each employee has accumulated.
Section 12. Terminal Leave
An employee whose service is terminated by retirement 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 employee:
(1) Employees retiring with twenty-five(25)whole years of continuous,full-time service
shall receive up to a maximum of twelve(12)shift tours of their accumulated sick leave. (Each shift
tour constitutes four(4)days)
(2) Employees retiring with less that twenty-five(25)whole years of continuous,full-time
service shall receive only a percentage of the maximum entitlement as stated in paragraph(1)
pursuant to the following formula:
( ,) (a) Years served at retirement x 12 shift tours....215 years Paragraphs(1)and(2)
are to be interpreted and applied so that employees will not be_entiaed to terminal leave benefit in
excess of their accumulated,unused sick leave credited to them at the time of their retirement;
20.
(3) The phrase"whole years of continuous full time service"as used in Paragraphs(1)(2)
and(5)will be interpreted and applied as in the past. (The Union and the Town have agreed to"red
( ') circle"employee James Crane so that all of his work time for the fire Department, regardless of his
technical Civil Service or employment status,will count toward his terminal leave entitlement
pursuant to the provisions of this section;
(4) Notwithstanding Paragraph(1)above,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 in lieu of that benefit.provided in Paragraph(1)above:fifty
percent(50%)of all accumulated,unused sick leave credited to them;
(5) For purposes of the terminal leave entitlement as provide in Paragraphs(1)(2)and(5)of
this Section, each compensable day of sick leave is to be paid at the rate of one-fourth(1/4 th)of the
employee's weekly salary in effect at the time of retirement.
ARTICLE XIX: GRIEVANCE PROCEDURE
Section 1. Definition of Grievance.
A grievance is a dispute or controversy over the interpretation of the specific terms of this Agreement.
Section 2. Grievance Steps.
Step 1 - Union representatives shall present the grievance orally to the employee's immediate
supervisor within three(3)working days of the occurrence. The immediate supervisor for a
ngrievance involving employee(s)of the fire fighter rank shall be the Lieutenant assigned to the fire
fighter(s)station and shift at the time the Union representatives decide to present the grievance.
The immediate supervisor for a grievance involving employee(s)of the Lieutenant rank shall
be the Fire Chief when the position of Deputy Chief is vacant. The immediate supervisor shall
document in writing on the grievance form the date and time the grievance was received and what
actions he/she took relative to the grievance.,Every attempt shall be made to settle the grievance at
Step 1.
If the grievance has not been settled by the immediate supervisor within three(3)working
days from the time the grievance is presented to him/her,the grievance shall proceed,at the
discretion of the Union,to Step 2.
Step 2-Union representatives shall present the grievance,in writing,to the Chief within five
(5)working days after the response from the immediate supervisor is due. The Chief has five(5)
working days from the time the grievance is presented to him/her to answer the grievance in writing.
In the absence of the Chief because of vacation or illness,the Union representatives shall
present the written grievance to the Chief upon his return who shall have five(5)working days from
the time the grievance is presented to him/her to answer the grievance in writing. In the case of a
grievance regarding employee(s)in the rank of Lieutenant,and,if the Fire Chief is absent because
of vacation or illness, Steps 1 and 2 will be combined and the procedures and time limits of Step 2
shall pertain.
As a result of the 6/27/91 contract changes,when the Fire Chief is on vacation, he has five(5)
f { working days from the time he physically receives the,grievance to answer. .
—J Step 3-If the grievance is not resolved at Step 2,the grievance, at the discretion of the
Union, shall be presented to the Town Manager by the Union representatives within five(5)days
after the response from the Chief is due. The Town Manager shall meet with the Union 21.
representatives within ten(10)working days of the presentation of the grievance at Step 3 and the
Town Manager shall answer the grievance,in writing,within four(4)working days of such meeting.
If the grievance remains unresolved after processing at Step 3,the Union,in the Union's
discretion,within seven(7)working days,exclusive of holidays, after the date the Town Manager's
written answer is delivered, can implement the arbitration provisions of this Agreement. (Article
XK)•
Section,3.-Rights of Grievant
The grievant may be present at all proceedings relevant to this case. The grievant may at any time
during the proceedings withdraw his grievance.
Section 4. Access to Records
The Union Grievance Committee shall be allowed access at all reasonable time to Town property and
records relevant for the purpose of investigating a grievance.
ARTICLE XX: ARBITRATION PROCEDURES
If a grievance remains unresolved after processing at Step 3,the Union,in the Union's discretion,within seven
(7)working days,exclusive of holidays,after the date the Town Manager's written answer is delivered,can submit the
grievance to the American Arbitration Association. The controversy then shall be processed pursuant to the rules and
regulations of the American Arbitration Association.
All Participants in the procedures of this Article,including the arbitrator, shall accept concepts of reasonableness
and fairness and shall be governed by applicable provisions of this Agreement in performing their functions.
Any adjustment of a grievance reached in any steps of the grievance procedure and the award of the Arbitrator
shall be final and binding on the Town and the Union.
The Town and the Union shall share equally in the cost of the arbitration proceedings.
ARTICLE NM: STRUMS
The Union agrees there shall be no strikes,slow-downs, stoppage of work,or any interference with the efficient
management of the Fire Department. 22•
ARTICLE XIII: DURATION OF AGREEMENT
This Agreement shall become effective July 1, 1998 and shall expire June 30. 2001,unless neither party indicates
its desire to amend the Agreement,in which case the Agreement shall continue yearly. In case either party wished to
amend the Agreement,he will notify the other party on or before January 1, 2001,in writing,including a draft of
proposed changes. Upon such notice,the provisions of this Agreement shall remain in full force and effect until a new
Agreement is executed,funded and implemented.
IN WITNESS WHEREOF,the parties hereto have executed this agreement at on this the
day of 19_
Selectmen Town of North Andover Fire Fighters Union
Loca12035
Town Manager
f !
23.
I ),
i
J
1
APPENDIX A
UNIFORM ALLOWANCE LIST
Uniform Allowance
Basic Issue Items:
Navy blue work pants
Navy blue short sleeve shirts
Navy blue long sleeve shirts
Black belt
Navy blue watch cap
Department issue baseball cap
Quilted jacket
Winter coat
Lapel pins
Shirt badge
Blouse badge
Coat badge
Blouse
Dress trousers
Black tie
Blue dress shirt(ff)
White dress shirt(It)
Dress hat
Dress hat badge
Black shoes/boots
AccessoEy Items
White shirt(f
Dress shoes
Long underwear
Sweaters(navy blue)cardigan or pullover with NAFD logo
Wool socks
White dress gloves
Summer jacket with NAFD logo
Vinyl blacklorange reversible raincoat with badge tab
Navy Blue T-shirts with North Andover Fire Department Logo
Other items as approved by the Fire Chief -
24.
n
APPENDIX B
TOWN OF NORTH ANDOVER
FIRE DEPARTMENT
ANNOUNCEMENT OF INTENT TO RETERE
Insert Date
Dear Fire Chief Dolan:
Please be advised that I intend to retire from the North Andover Fire Department within years of the date
of this notice.
In accordance with Article 17, Section V,I elect to receive the retirement bonus that I am eligible-to receive,for
providing this notification of my retirement date, on a weekly basis over the remaining period of my employment.
The amount of money that I will be entitled to receive each week will be calculated by dividing the amount of
money that I am eligible to receive by the number of weeks remaining until my retirement. Although this weekly amount
will be added to my base salary,it will be excluded for purposes of calculating my overtime rate.
If,for any reason,I do not retire by my designated retirement date,then I authorize the Town to deduct from my
salary, on a weekly basis,an amount equal to that which was paid to me weekly,until such advance has be repaid in full.
If,at my date of separation,there is still an amount due the Town, I authorize the Town to deduct such balance from funds
due me upon termination.
Respectfully Submitted,
Print and Sign Name
cc: Town Manager
Union President
l 1
i
25.
n ARTICLE XXII: DURATION OF AGREEMENT
r This Agreement shall become effective Jul 1 1998 and shall expire June 30:2001 unless neither
1� Y � p party indicates
its desire to amend the Agreement, in which case the Agreement shall continue yearly. In case either party wished to
amend the Agreement,he will notify the other party on or before January 1,2001,in writing,including a draft of
proposed changes. Upon such notice,the provisions of this Agreement shall remain in full force and effect until a new
Agreement is executed,funded and implemented.
IN WITNESS WHEREOF,the parties hereto have executed this agreement at f� on this the
A4 1�4 day of 111TIP 19
electmen own N dover Fire Fighters Union
Local 2035
Town r
e4�WWIZ
n
c
23.
n