HomeMy WebLinkAboutCSEA Agreement 01/01/2020-12/31/2022 RECEIVED
2021
® Southold Town Clerk
Office of the Town Attorney
Town of Southold
Town_ Hall Annex, 54375 Route 25
P.O. Box 1179
Southold, New York 11971-0959
Telephone : 631-765-1939
Facsimile: 631-765-6639
MEMORANDUM
To: Ms. Elizabeth A. Neville, Town Clerk
From: Missy Mirabelli
Secretary to the Town Attorney
Date: July 2, 2021
Subject: CSEA Agreement January 1, 2020- December 31, 2022
With respect to the above-referenced matter, I am enclosing the fully executed CSEA
agreement with the Town of Southold.
If you have any questions regarding the enclosed, please do not hesitate to call me.
Thank you.
/mmm
Enclosures
RECEIVE®
J U L - 168121
Southold Town Clerk
AGREEMENT
y and. between'the
TOWN OF SOU T HOLD
and the
CTVILL SEERVICE.
EMPLOYEES A:SSOCIA.'TTION' ] C. ;
Local 1000,AFSCME,AFL-CIO
CSEA
`own of Southold Unit
Suffolk County Local 852
January 1, 2020 - December 31, 2022
6/28/21
TABLE OF'CONTENTS
SECTION PAGE
AGENCY SHOP FEE 3 2
AMENDMENTS 37 24
BEREAVEMENT LEAVE 16 7
CIVIL SERVICE PROTECTION 7 3
COMPENSATORY TIME 22 10
CSEA RIGHTS 36 23
DEFINITIONS 6 3
DISABILITY INSURANCE 50 27
DUES 26 15
EMPLOYEE BENEFIT FUND 24 14
EMPLOYEE DRUG AND ALCOHOL TESTING 49 26
EMPLOYEE LEAVE REQUESTS 47 26
EMPLOYEE TRAINING 45 26
EVALUATIONS 53 27
GOOD FAITH AGREEMENT 4 2
GRIEVANCE PROCEDURE 35 21
HAZMAT DUTIES 51 27
HEALTH INSURANCE AND HOSPITALIZATION 23 11
HIGHWAY DEPARTMENT 48 26
HOLIDAYS 20 9
HOURS OF WORK 34 19
INJURIES SUSTAINED IN THE COURSE OF
EMPLOYMENT 11 5
JURY DUTY 15 7
LAYOFFS 9 4
LEAVE FOR CIVIL SERVICE,EXAMINATION 52 27
LEAVE OF ABSENCE 18 7
LEGAL SERVICES 10 5
LEGISLATIVE APPROVAL 39 24
LICENSES 33 19
LONGEVITY 30 18
MANAGEMENT RIGHTS - 2 1
MILEAGE ALLOWANCE 32 19
NEGOTIATING COMMITTEE 5 2
NO STRIKE PLEDGE 38 24
OVERTIME 29 17
PAYROLL CHECKS 44 25
PERSONAL LEAVE 21 10
PERSONNEL RECORDS 12 5
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PUBLIC SAFETY DISPATCHERS 43 25
RECALL 28 16
RECOGNITION 1 1
RETIREMENT BENEFITS 25 14
SALARIES 27 15
SENIORITY 8 3
SEVERABILITY 42 25
SHIFT DIFFERENTIAL 31 19
SICK LEAVE 19 8
TERM OF AGREEMENT 54 28
TERMINATION BENEFITS 40 25
TIME CLOCKS 46 26
UNAUTHORIZED ABSENCE 17 7
UNIFORMS 13 6
VACATIONS 14 6
WAIVER-ZIPPER 41 25
APPENDIX A 30
APPENDIX B 31
APPENDIX C 32
APPENDIX D 33
APPENDIX E 34
APPENDIX F 37
APPENDIX G 40
APPENDIX H 43
PART-TIME RATES 46
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THIS AGREEMENT made this day of June 2021, between the TOWN OF
SOUTHOLD, a municipal corporation of the State of New York, having its principal
office at 53095 Main Road, Southold, Suffolk County,New York("the TOWN") and the
C.S.E.A. Inc.,Local 1000, AFSCME,AFL-CIO, Southold Unit 8785, a membership
corporation of the State of New York,with offices located at 143 Washington Avenue,
Albany,New York ("the CSEA").
WHEREAS, the CSEA has been duly recognized as the employee organization to
represent all persons holding a position by appointment or employment in the Town,
except elected officials of the Town,the Town Attorney, Assistant Town Attorney,
Assistant Superintendent of Highways, secretary to the Town Supervisor, secretary to the
Town Attorney, Town Comptroller, lifeguards, beach attendants, school crossing guards,
TCO's, all other seasonal employees except deputy tax receivers, appointees, volunteers,
interns,police officers of the police department of the Town, and all positions designated
as managerial and/or confidential by PERB in Case No. E-2359 and Town Engineer
Michael Collins, hereinafter referred to as "employees," for the purpose of negotiating
collectively with the Town in a determination of the terms and conditions of employment
and to enter into written agreements with respect thereto.
SEC. 1. RECOGNITION
1.1 The Town does hereby recognize C.S.E.A. Inc., Local 1000,AFSCME, AFL-CIO,
Southold Unit 8785 as the exclusive employee organization to represent the employees
and extends to the CSEA the following rights:
a) To represent the employees in negotiations and in the settlement of
grievances;
b) To membership dues deduction,upon presentation of dues deduction
authorization cards signed by individual employees; and
c) To unchallenged representation status until seven months prior to the
expiration date of this Agreement, as per the Taylor Law.
SEC. 2. MANAGEMENT RIGHTS
2.1 Not contrary or inconsistent with the terms of this Agreement, the Town reserves
the right to determine the standards of service to be offered by its various departments;to
set standards of selection for employment; to direct its employees;to regulate work
schedules; to take disciplinary action; to abolish positions; to maintain the efficiency of
governmental operations;to determine the methods, means and personnel by which
municipal operations are to be conducted;to determine the content of job classifications
subject to Civil Service Department approval;to take all actions necessary to carry out its
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mission in emergencies; and the technology of performing its works.
SEC. 3 AGENCY SHOP FEE
3.1 The CSEA will have the following security:
a) Every employee who is a member of the CSEA will remain a member of
the CSEA in good standing for the term of this Agreement or pay to the CSEA a service
fee.
b) Every employee hired during the term of this Agreement will, no later than
the first pay day after the date of hire, either:1. Become a member of the CSEA and
remain a member in good standing for the term of this Agreement; or
2. Pay the CSEA service fee.
c) The CSEA service fee is a fee equal to the biweekly dues of the CSEA,to
be paid to the CSEA by the employees who do not become members of the CSEA. The
amount will be deducted from the employee's biweekly pay check and will be paid
directly to the CSEA on each month.
d) The Town assumes no liability or responsibility for the disposition of the
agency fee funds collected by it for the CSEA after the same are transmitted to,the CSEA
pursuant to the provisions of this Section. Nor does the Town assume any liability or
responsibility whatsoever for the acts or omissions of the CSEA in the administration of
its affairs regarding the agency fee, against all claims the CSEA holds the Town 4
harmless.
Effective April 6, 2421, this Section will be deleted in its entirety and replaced
with: "This Section is intentionally left blank."
SEC. 4. GOOD FAITH AGREEMENT
4.1 The parties agree that they will each conduct grievance hearings and contract
negotiations in good faith, exchange viewpoints,make proposals and counter-proposals,
make available to each other all relevant records, data and information in the possession
of the other to the end that mutual understanding and agreement may be reached with
respect to the terms and conditions of employment and the administration of grievances
of the employees.
SEC. 5. NEGOTIATING COMMITTEE
5.1 The CSEA negotiating committee will consist of no more than five employees
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who are negotiating on Town time. No more than five negotiation sessions will be held
during the normal work day without the consent of both parties.
SEC. 6. DEFINITIONS
For the purposes of this Agreement, the following definitions will apply:
6.1 "Full-time employee"means those employees who regularly work 12 months per
year, five days per week and not less than seven hours per day and those employees who
work the schedule set forth in Section 34.6.
6.2 "Part-time employee" means those employees who regularly work less than 12
months per year, or who work less than five days per week, or who work less than a
seven hour day.
SEC. 7. CIVIL SERVICE PROTECTION
7.1 Employees appointed from a valid Civil Service list will be granted the protection
afforded to them by the applicable provision of Article 5 of the Civil Service Law.
7.2 Full-time employees in the non-competitive class who will have rendered 12
months of continuous service will be granted.the protection of the applicable provisions
of Article 5 of the Civil Service Law.
7.3 Employees will have the right to be represented by persons of their choice,
including representatives of CSEA, in all proceedings relative to grievances, disciplinary
proceedings and the terms and conditions of employment.
7.4 Notice of all positions of employment to be filled within the bargaining unit will
be posted on available bulletin boards and all eligible employees will be given adequate
opportunity to submit an application.
7.5 Prior to creating a new position covered by the recognition clause and rate for
same, the Town will notify the Association President in writing. The Association and
Town will confer within 15 days to discuss the new title. If no agreement is reached, the
new position may go into effect at the expiration of the 15 days.
SEC. 8. SENIORITY
8.1 Seniority will be determined on the basis of continuous employment in the service
of the Town and each department of the Town will establish and maintain a seniority list
of the full-time employees in the department. Unless otherwise provided by law, seniority
for full-time employees will include full credit for each year of full-time employment in
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the service of the Town, and %2 year credit for each year of any part-time service with the
Town. This provision will not be construed to require credit for part-time service for
purposes of leave time accruals or longevity.
8.2. Unless otherwise provided by law, and subject to the provisions of Section 9
(LAYOFFS), in cases of promotion,transfer from one position to another, filling new or
vacant positions, or the assignment of employees to overtime work on a rotating basis,
the Town agrees to accomplish the same on the basis of seniority within job
classifications within each department,provided that the employee, in the opinion of the
Department Head, is competent by reason of ability, training, experience and fitness to
properly perform the duties of the position.
SEC. 9. LAYOFFS
9.1 During the terms of this Agreement,the Town will not lay off employees hired
prior to December 31,, 1980,unless there is reasonable cause.
9.2 Lay-off and recall rights for competitive class employees will be as set forth in
applicable law,rules and regulations.
The lay-off and recall of full-time non-competitive and labor class employees will
be made within the affected job classification and will be based upon Town-wide
seniority,provided that the job skills, training, qualifications and work record of the
retained person(s)in the affected classification are determined to be equal. Laid-off full-
time non-competitive and labor class employees in promotional titles will have so called
bump and retreat rights as set forth in law for competitive class employees, except that
they will not have the right to displace part-time employees.
The lay-off and recall of part-time employees will be made within the affected job
classification and will be based upon Town-wide seniority, provided that the job skills,
training, qualifications, experience and disciplinary records of the retained person(s) in the
affected classification are determined to be equal.
Any part-time employees in the job classification within the department will be laid-
off first.
9.3 When it is necessary to employ additional employees,the positions will be offered
first to former qualified employees of the department in question, who have been laid off
as provided in the preceding section. Notice of the employment will be sent to each
employee by registered mail directed to the employee's last known address advising of
same.
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9.4 In the event of lay-offs, the Town will make every reasonable effort to notify in
writing both the CSEA Unit President and the employee affected at least 45 calendar days
prior to the effective date of the layoff.
SEC. 10. LEGAL SERVICES
10.1 The Town will provide legal services to an employee against whom an action or
proceeding has been commenced involving any matter occurring within the scope of
employment as an officer or employee of the Town.
SEC. 11. INJURIES SUSTAINED IN THE COURSE OF EMPLOYMENT
11.1 Employees who sustain physical injuries in the course of their employment with
the Town may, in the discretion of the Town Board, continue to receive full salary during
the period of incapacity or until eligible for a disability pension, or death,whichever will
first occur. If an employee receives salary during a period of incapacity, any sums
received by the employee under the provisions of the Workers' Compensation Law for
lost earnings as a result of the injury will be paid by the employee to the Town. The
employee may utilize his/her unused accrued sick time, compensatory time,personal time
and vacation time, in that order, during absences from work for which the Town does not
agree to continue to pay the employee's full salary.Nothing contained herein will in any
way be deemed to restrict the Town's right to separate employees pursuant to,the
provisions of Civil Service Law Sections 71-73.
SEC. 12. PERSONNEL RECORDS
12.1 Any employee,not more than twice yearly,will be entitled to examine his/her
official personnel file upon making a request to the person having custody of the records.
12.2 Upon request, any employee will be furnished with a copy of any material in
his/her personnel file. ;
12.3 Only one employee official personnel file will be maintained that will contain all
material with respect to the employee.
12.4 No material derogatory to any employee,,his/her conduct, character or service will
be placed in his/her personnel file unless he/she has been given the opportunity to
examine-the same and affix his/her signature thereon,which signature will not be deemed
to indicate that the employee in any way consents to or agrees with the contents. The
employee may place in the personnel file a written answer to any derogatory material in
the files within 10 working days after receiving notification of the proposed inclusion of
the material in the file.
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SEC. 13. UNIFORMS
13.1 Public Safety Dispatchers, Traffic Control Officers,Bay Constables and
employees from the Landfill, Highway Department and Human Resource Center,who
are supplied uniforms may either, at their option, clean their uniforms themselves or elect
to utilize the Town selected cleaning service.
SEC. 14. VACATIONS
14.1 All full-time employees will be entitled to vacation time in accordance with the
following schedule:
LENGTH OF SERVICE VACATION CREDIT
After 6 months 3 days
Start of 2nd year through the 31 year 10 days
Start of 41h year through the 6th year 12 days
Start of 7th year through the 91 year 15 days
Start of 10th year through the ltd'year 18 days
Start of 12th year through the 141 year. 20 days
Start of 15th year through the 191 year 23 days
Start of 201h year though the 22nd year 25 days
Start of 234 year and thereafter 30 days
14.2 Advanced payment for earned vacation will be paid to the employee prior to
commencement of the vacation,provided that the employee gives at least three weeks'
prior written notice of the time of the commencement to the Department Head.
1.4.3 The head of each department will approve the vacation schedules for the
employees in the respective departments.
14.4 Not more than 12 days of unused vacation time may be carried over into the
succeeding year.
14.5 Subject to the prior approval of the Department Head, vacation may be taken in
increments of one day at a time, as long as it does not interfere with the day to day
operation of services to the Town.
14.6 No time will be accrued during leaves of absence and/or suspensions from work
exceeding 30 calendar days.
14.7 If the Town cancels a previously approved vacation, or any part of it, it will pay
the employee for any time that cannot be rescheduled that year.
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14.8 Each Public Safety Dispatcher will be permitted to take up to 14 vacation days
during the period of Memorial Day through Labor Day, subject to Section 14.3.
SEC. 15. JURY DUTY
15.1 Employees who are required to serve on jury duty will receive full salary during
the period of service, subject to their payment to the Town of all amounts received for
duty, exclusive of expenses of travel and meals, and will receive full excusal for the day
of jury duty, regardless of shift.
SEC. 16. BEREAVEMENT LEAVE
16.1 Full-time employees will be entitled to four days' leave of absence with pay for
the purpose of arranging and attending the funeral of the spouse, child,parent, brother,
sister,parent-in-law, son-in-law, daughter-in-law, step-parent or step-child, of the
employee. A full-time employee will be granted one working day with pay to attend the
funeral on the employee's working day of the employee's grandparents; brothers-in-law,
sisters-in-law,half-brothers or half-sisters, or other relatives living in the household of
the employee.unless additional time is authorized by the Supervisor. The leave of absence
for funeral purposes will be in addition to any other leave of absence to which the
employee is entitled under any other provision of this Agreement. The Town Supervisor
will also have the sole, non-grievable discretion to grant bereavement leave for the loss of
other persons.
SEC. 17. UNAUTHORIZED ABSENCE
17.1 An employee who will be absent without authorization, for which no satisfactory
explanation is given,will not be compensated for the period of absence, and if the
absence will continue for 10 continuous working days,the unauthorized absence will be
deemed to constitute just cause for dismissal in accordance with applicable rules of the
Suffolk County Civil Service Rules and Regulations.
SEC. 18. LEAVE OF ABSENCE
18.1 Upon request, full-tune employees may be granted a child care leave of absence
not exceeding two years without pay by reason of the birth to or adoption of a child by
the employee. The employee, upon the expiration of the period of leave of absence,will
be restored to same or comparable position of employment, if available. Part-time
employees may be granted a leave of absence without pay for these reasons, at the
discretion of the Town Board.
18.2 Upon request, full-"time employees may, be granted a leave of absence without pay
not exceeding one year for reasons of personal health or that of their immediate family,
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provided, however,that the necessity for it is certified in writing to the Town Board by a
physician.
SEC. 19. SICK LEAVE
19.1 Upon completion of one year of service, full-time employees will be entitled to 15
days' sick leave with pay. Full-time employees with less than one year of service will be
entitled to one day of sick.leave with pay for each month of service. Part=time employees
will accrue one hour of sick leave for each 20 hours actually worked. Not more than 1/3
of this accrued time may be utilized annually,pursuant to the procedures contained in
Section 21 and applicable department practices, if any, as though it were personal leave.
19.2 Full-time employees hired after October 15, 1996 will be entitled to 12 days' sick
leave during their first year of employment, 13 days during their second year of
employment, 14 days during their third year of employment and 15 days"sick leave
thereafter.
19.3 Unused sick leave may be accumulated up to a maximum of 280 days.
19.4 An employee who becomes sick while on vacation may have the period of illness,
charged against any unused sick leave,provided that a physician certifies to the illness
and its duration in writing, and the vacation period of the employee will be extended
accordingly.
19.5 An employee who becomes sick while at work, who is required to leave work, will
be charged for one-half day of sick leave if he/she worked at least 50% of the normal
work day, otherwise he/she will be charged for a full day of sick leave.
19.6 Employees who are required to attend a doctor's appointment during normal
working hours and cannot,reschedule the appointment after working hours, will have sick-
leave
ickleave time deducted in the same manner as in Section 19.5, except that, for up to"10 hours
(effective April 6, 2021, for up to the number of hours in the employee's regular work
day)per year, absences of less than one-half day will be charged as actual hours of work
missed.
19.7 A Department Head may request a written physician's certificate in all cases
where an employee is absent by reason of illness for more than three consecutive work
days. In addition, a Department Head may, in consultation with the CSEA President, also
require a physician's statement if the Department Head has,reason to believe that an
employee is abusing his/her sick leave privileges by, for example, exhibiting a pattern of
absences on the first or last days of the employee's regularly scheduled workweek,the
days immediately before or after a holiday or vacation period, or due to use of sick leave
in excess of the unit average for the past three full calendar years. A person who is at or
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exceeding the average will be notified in advance that a doctor's note will be necessary
for future absences.
19.8 Upon retirement, a full-time employee will be entitled to payment for the first 40
days of accumulated unused sick leave. For days accumulated over 40, additional
payment will be made at the rate of one day for each'three accumulated over 40. In no
event will the grand total payment exceed 120 days.
In order to be paid for unused accumulated sick leave, the employee must notify
the Town Comptroller, on a Town provided form, of the employee's non-binding
intention to retire no fewer than 45 calendar days prior-to the date of the;adoption of the
budget,but in no event later than October 1St(effective April 6, 2021, September 151h).
The retiree will receive the monies due provided that the required notice was provided. If
the required notice was not provided, then the payment will not be lost, but will become
payable 30 calendar days after the commencement of the fiscal year for which the Town
budgeted for the same or had an opportunity to do so.
19.9 No time will be accrued during leaves of absence and/or suspension from work
exceeding 30 calendar days.
SEC. 20. HOLIDAYS
20.1 Full-time employees will be entitled to the following holidays off with pay:
• the first day,of January, known as New Year's Day
• the third Monday of January, known as Martin Luther King,Jr.Day $
• the third Monday in February, known as President's Day
• the last Monday in May, known as Memorial Day
• the fourth day of July,known as Independence Day.
• the first Monday in September, known as Labor Day
,6 the second Monday in October,known as Columbus Day
• the Tuesday next succeeding the first Monday in November, known as
Election Day
® the eleventh,day of November, known as Veteran's;Day
• the fourth Thursday in November, known as Thanksgiving Day
• the day after Thanksgiving Day, except for employees assigned to the
Landfill,who will receive a floating holiday to be scheduled as though
it were a personal day
® the twenty-fifth day of December, known as Christmas Day
• the eve of Thanksgiving Day, 1/2 day -
• the eve of Christmas Day, 1/2 day
• the eve of New Year's Day, '/2 day
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20.2 Where a federally observed holiday differs from the list of holidays set forth in
Section 20.1,the federal holiday will be observed.
20.2a Holidays for Public Safety Dispatchers and Bay Constables will be observed on
the day of the actual holiday.
20.3 In the event that any of the above specified holidays occurs on a Saturday,the ;
preceding Friday will be observed as a holiday, and if any of the above specified holidays
occurs on a Sunday,the succeeding Monday will be observed as a holiday.
20.4 In the event, however,that it may be deemed necessary by the head of a
department that certain employees are required to be on duty on those days,the
employees so requested to work on the above-named holidays agree to do so and will be
compensated in accordance with Section 29.2.
20.5 Unless on vacation or an approved compensatory time,holiday,personal or sick
day, employee must work his/her last regularly scheduled day before and the first
following the holiday in order to receive holiday pay or compensatory time off.
20.6 Employees will have the option of receiving pay rather than time off for all
holidays per calendar year,provided written notice is provided to the Accounting
Department, on a form prepared by the Town after notice to the CSEA,by not later than.
December 31 of that year. Employees continue to have the right to carry over unused
holidays into the next calendar year,per existing practices.
SEC. 21. PERSONAL LEAVE
21.1 Full-time employees will be entitled to five days' personal leave of absence with
pay in each calendar year for personal business reasons (personal leave days),provided
that time for taking the leave will be subject to prior approval by the Department Head.
Effective April 6, 2021, personal leave may be taken in half-day increments,provided
that the leave will continue to be subject to the Department Head's prior approval.
Personal leave will be prorated for new full-time employees and for existing full-time
employees during the last year of employment as follows: two days credited on January
1, one on April 1, one on July 1 and one on October 1.
SEC. 22. COMPENSATORY TIME
22.1 Whenever an employee is entitled to compensatory time off, it will be taken at the
time and for the duration as is mutually agreed to by the employee and the Department
Head of the department in which he/she is employed.
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(a)Employees in safety sensitive positions may accrue up to,but no more
than, 240 hours of compensatory time, and employees in non-safety sensitive positions
may accrue up to, but no more than, 160 hours of compensatory time as of each
December 31st. Except where otherwise agreed to in writing by the Department Head,
the employee must request the use and/or payment of 50% of his/her compensatory time
that exceeds 120 hours by each September 1st and must make at least one request for the
use of compensatory time every two months. Any denial of a request to use
compensatory time will be automatically reviewed by the Town Supervisor or designee
and a written response issued to the employee within 14 calendar days from the
Supervisor or designee's receipt of the denial. If, as the result of a decision to deny the
use of compensatory time as requested, the employee still has more than 120 hours of
compensatory time as of each December 31 st, then the Town will pay for that excess
time,provided that the employee has made a good faith effort to request, schedule and
use this time as contemplated by this Agreement.
(b)Nothing contained in this Agreement will be construed as in any way
restricting the Town's right to take any actions required by the provisions of the federal
Fair Labor Standards Act, and the cases and regulations interpreting it, subject to the
Town's duty to bargain, if any,with the CSEA regarding those.actions.
22.2 All Town employees asked to report or remain on duty during a weather
emergency when normal Town services are suspended will receive compensatory time at
the straight time rate for all hours actually worked during their normal shift.
SEC. 23. HEALTH,INSURANCE AND HOSPITALIZATION
23.1 Health insurance and hospitalization will be provided to each employee pursuant
to the NYSHIP/Empire Plan. There will be a waiting eligibility period of no more than
six months,unless otherwise required by law or by the NYSHIP, and consistent with
applicable law and eligibility requirements as set by the NYSHIP,prior to inclusion in
the health insurance plan.
23.2 All employees hired before November 7, 2018 will contribute 5% of the premium
cost towards medical and hospitalization benefits. All employees hired on or after
November 7,2018 will contribute 15% of the premium cost towards medical and
hospitalization benefits. Effective December 31, 2022, if the parties have not fully ratified
and approved a successor Agreement to the one that expired on December 31, 2022, these
employees' 50/o/15% contribution will remain based on the premium cost in effect on
December 31, 2022 until the parties have fully ratified and approved a successor
Agreement, at which time their contribution will be based on the premium cost for the
NYSHIP in effect on the day that the successor Agreement is fully ratified and approved
and as may be modified thereafter, subject to any different agreement being reached by
the parties.
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23.3 Employees will not be eligible to be covered under the Town's health insurance
plan, if they are eligible for coverage under another Town employee's Town health
insurance plan. The employee may reinstate coverage in the event of an emergency
causing the loss of the other person's Town health insurance, consistent with the rules
and regulations of the Town's health insurance plan and applicable laws and regulations.
"Emergency"will be defined as "a qualifying event as defined by Internal Revenue Code
Section 125."
At retirement,,an employee who would otherwise be eligible for retiree health
insurance but for the operation of this provision will continue to be ineligible for retiree
health insurance. However, during retirement, the former employee may reinstate his/her
own individual health insurance coverage(or family coverage if the employee has
dependents as defined in:the plan) in the event of an emergency causing the loss of the
other person's,Town health insurance, consistent with the rules and regulations of the
Town's health insurance plan and applicable laws and regulations. `Emergency"will be
defined as "a qualifying event as defined by Internal Revenue Code Section 125."
23.4 Health Insurance Declination Bonus. Employees may opt out of the Town's
health insurance program in whole for a full year by completing the appropriate form
furnished by the Town. An employee opting out of the Town's health insurance program
in whole will be paid 50%of the premium savings,provided the employee maintains the
employee's waiver(remains out) for a full year(January I to December 31). Payments
will be subject to all usual payroll deductions and will be made on or about December 15
of each year. An Employee who experiences a qualifying event as defined by Internal
Revenue Code Section 125 andwho has submitted to the Town adequate documentation
of that event may enroll in the NYSHIP within the 12-month period, and the Employee
will repay,pro-rata, any amount already forwarded to the Employee in return for the
waiver, by payroll deduction.
Employees-electing to waive coverage must do so by filing their forms,no later
than November 301 in any year,with the provisions of this section taking effect on the
next January 11. Once a waiver form has been filed with the Town,the waiver will
continue to be in effect from year to year thereafter until the employee elects to reenroll,
and the,employee will be entitled to the applicable payment for waiver for each full year
his or her waiver is in effect. Employees will continue to be notified if the application to
decline insurance is incomplete or insufficient.
It is understood that once an employee has waived coverage for a particular year,
the employee may not reinstate'coverage for that year except in the event of an
emergency causing the loss of insurance through another source and consistent with the
rules and regulations of the Town's flexible spending plan and applicable laws and
regulations. Emergency will include loss of employment or termination of insurance for
a spouse whose employer had provided the alternative insurance. Emergency will not
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include the change of any alternative insurance from a noncontributory to a contributory
plan or the voluntary declination of the spouse of insurance offered by the spouse's
employer. An"emergency"will be defined as "a qualifying event as defined by Internal
Revenue Code Section 125."
An employee may reinstate coverage not more than 30 days prior to retirement,
consistent with the rules and regulations of the Town's health insurance plan, by written
request to the Town comptroller. In the event the employee re-enters the health insurance
plan 30 or fewer days prior to retirement,the declination payment will be prorated and
adjusted accordingly. Any monies then owed to the Town will be deducted from,the
employee's remaining paycheck(s) and/or cash payments the employee may be eligible
for at the time of retirement. If these payments are insufficient to meet the employee's
actual repayment obligations, the employee will be deemed to have consented to
recoupment based on terms and conditions to be set by the Town at the time of
recoupment.
Reinstatement of coverrage for the succeeding year may be made by notifying the
Town in writing no later than November 301 to be effective the succeeding fiscal year.
This deadline will not apply to emergency reinstatement of insurance as provided for in
the above paragraph, but the reinstatement will be subject to whatever requirements or
deadlines are imposed by the Town's program. If reinstatement occurs during a waived
year due to emergency, the.employee will,repay,pro rata, any amount already forwarded
to the employee in return for the waiver by payroll deduction. "Emergency"will be
defined as "a qualifying event as defined by Internal Revenue Code Section 125."
23.5 'Retiree Health Insurance: Notwithstanding any contract provision or practice to
the contrary, an employee will be eligible for retiree health insurance provided that the
employee has been covered by the Town's health insurance plan for at least 10
consecutive years and was employed by the Town on the last date immediately prior to
retirement into the New Fork State Employees Retirement System.
It is understood that an employee who is covered by another Town employee's
health insurance plan and therefore not eligible for health insurance pursuant to Section
23.3 or who opts out of health insurance-coverage pursuant to Section 23.4 will be
considered a"covered employee under the Town's health insurance plan" for purposes of
determining eligibility for retiree health insurance,provided,that all other eligibility
requirements have been met.
23,6 FIdkible=SpeA&ng-Plan. An Internal Revenue Code § 125 flexible spending plan
related to the health insurance declination and employee contributions toward the
premium cost of health insurance only has been implemented by the Town. It is
understood that participation in the flexible spending plan is voluntary and that before the
plan is utilized by a particular unit member, the member will first agree in writing to
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indemnify and save the Town harmless against any and all claims and/or liabilities,
including attorneys' fees,that may arise out of or be reason of action taken or not taken
by the Town for the purpose of complying with this Section.
SEC. 24. EMPLOYEE BENEFIT FUND
24.1 The Town will make payments to the CSEA Employee Benefit Fund for the
benefit of full-time employees.
The Town will pay 100%of the premiums for the benefits provided by the former
CSEA Benefit Fund Package 7 Plan for each full-time employee.
24.2 CSEA represents that the CSEA Employee Benefit Fund is a legally constituted
entity;that the entity may legally receive funds paid to it by the Town for the benefit of
the employees of the Town; and that the employees of the Town are eligible to participate
in the benefits provided by the entity. CSEA also represents that it will obtain and
provide to the Town the assurance from the Trustees of the Benefit Fund as will satisfy
the representations set forth in the preceding paragraph hereof..
24.3 It is understood and agreed by and between the parties that the Town assumes no
liability or responsibility for the disposition of the funds paid by it to the CSEA Benefit
Fund after the same are paid to the fund pursuant to the provisions of this Section. Nor
does the Town assume any liability or responsibility whatsoever for the acts or omissions
of the CSEA Benefit Fund in the administration of its affairs, against all of which the
CSEA does hereby hold the Town harmless.
SEC. 25. RETIREMENT BENEFITS
25.1 Subject to the applicable provisions of law,the Town will provide to Tier 1 and 2
employees a noncontributory "Improved Career Retirement Plan" in accordance with and
subject to the provisions of Section 75-I of the Retirement and Social Security Law and
to pay the entire cost to the New York State Employees Retirement System.
25.2 Subject to the applicable provisions of the law,the Town will provide to Tier 3
and Tier 4 employees a retirement plan in accordance with the New York State
Retirement and Social Security Law.
25.3 Unused sick leave will'be applied as additional service credit upon retirement of
an employee in accordance with the provisions of Section 41 J of the Retirement and
Social-Security Law.
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SEC. 26. DUES
26.1 Dues deduction will be made uniformly and consistently by the Town on each
payroll period and promptly paid over to the Treasurer of CSEA.
26.2 The Town will continue to make deductions from the salary of each employee
who has authorized them in writing until authorized in writing by the employee to
discontinue, change, or amend the deductions.
26.3 Any employee authorization to discontinue dues deductions will be in duplicate
signed by the employee and submitted to the Supervisor,who will promptly mail one
copy to the Treasurer of CSEA.
26.4 The Town assumes no liability or responsibility for the disposition of dues
deductions,after they are paid over to the Treasurer of CSEA.
SEC. 27. SALARIES
27.1 For all full-time employees hired on or before June 8, 1999:
Effective retroactive to June 1, 2020, for employees who are on the payroll
as of April 6; 2021, steps entry level through five, as well as the hourly and
salaried rates,will be increased by I%. In addition, eligible employees will receive
a step.
Effective retroactive to January 1, 2021, for employees who are on the
payroll as of April 6, 2021, steps entry level through five, as well as the hourly and
salaried rates, will be increased by 1%. In addition, eligible employees will receive
a step.
Effective January 1, 2022, steps entry level through five, as well as the
hourly and salaried rates, will be increased by 1.5%. In addition, eligible
employees will receive a step.
27.2 For all full-time employees hired after June 8, 1999:
Eligible employees will be entitled to step movement on January. 1,provided they
were employed by the Town before July 1 of the preceding calendar year.
Effective retroactive to June 1, 2020, for employees who are on the payroll
as of April 6, 2021, steps entry level through five, as well as the hourly and
salaried rates,will be increased by M,In addition, eligible employees will receive
a step.
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Effective retroactive to January 1, 2021, for employees who are on the
payroll as of April 6, 2021, steps entry level through five, as well as the hourly and
salaried rates,will be increased by 1%. In addition, eligible employees will receive
a step.
Effective January 1, 2022, steps entry level through five, as well as the
hourly and salaried rates,will be increased by 1.5%. In addition, eligible
employees will receive a step.
27.3 An employee who is promoted will be placed on the step in the new position that
will enable the employee to have an increase equal to at least 5% of the employees' rate
before promotion. In no event will any increase exceed Step 5 of the new position.
27.4 The Town will prepare a-salary schedule of employees as provided herein and the
same,will be annexed hereto.
27.5 Employees assigned to work as "Acting Foreman" for more than three consecutive
days will be paid foreman's pay.
27.6 All leave credits except personal leave will become effective the first pay period in
the month of the employee's anniversary date.
27.7 When promoted, or when granted an extended leave of absence when not on the
top step when leave commences, the employee will be placed on the Section 27.2 salary
schedule.
27.8 If the parties have not fully ratified and approved a successor Agreement to the
one that expires on December 31, 2022, employees will remain on the same step in effect
on December 31,2022 until the parties have fully ratified and approved a successor
Agreement, at which time they will move to the step to which they would have otherwise
moved had the steps not been frozen, subject to a different agreement being reached by
the parties.
27.9 Notwithstanding any contrary practice, salary will be paid biweekly based on the
number of weekdays in a year divided by 10. The Town's method of calculating overtime
will not be changed by conversion to the 26.1 Payroll.
SEC. 28. RECALL
28,1 Employees who are required to report to work due to floods, storms or other
emergency will be deemed for all purposes to have commenced work when notified to
report for work. When possible, the employees will be given a period of 45 minutes
within which to report to work.
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28.2 The employees, when required to work, will receive a minimum of four hours'
compensation at their regular salary scale.
28.3 Justice Court Officers who are called into work on a non-regularly scheduled
workday will receive a minimum of four hours of pay at the straight time rate of pay. The
employee must remain at his/her job assignment and physically work for this minimum
number of hours. If the employee does not remain on the job, he/she will only be paid for
the hours actually worked,unless directed in writing to leave by a Supervisor, in which
case he/she will be compensated for four hours.
SEC. 29. OVERTIME
29.1 Employees who are required to work in excess of eight hours in any one day will
be compensated at the rate of one and one-half times the normal rate of salary or wages,
or at the option of the employee will be given compensatory time off at the same rate
subject to law. The provisions of this paragraph will not,however, apply to work
performed on any holiday set forth in this Agreement.
29.2 Full-time employees who are required to work during the hours between 7:30 AM
and 4:00 PM(7:00 AM and 3:30 PM in the Highway Department and Department of
Public Works) on any holiday-set forth in this Agreement will receive compensation at
the regular rate of salary or wages in addition to receiving the regular salary or wages for
the holiday and will also be given compensatory time off with pay equal to the time
worked on that holiday. If any employee is required to work on any such holiday
between 4:00 PM and 7:30 AM(3:30 PM and 7:00 AM in the Highway Department and
Department of Public Works),the employee will be compensated for hours worked at
double the rate of salary or wages.
29.3 Section 29.2 will not be applicable to Public Safety Dispatchers and Bay
Constables. In the event that a Public Safety Dispatcher or Bay Constable is required to
work on a Holiday set forth in Section 20.1 that he/she was not scheduled to work as part
of his/her normal work schedule,he/she will receive compensation as follows:
a. Time and one half the employee's regular hourly salary rate for the number of
hours actually worked;plus
b. Straight time at the employee's regular hourly salary rate for the number of
hours actually worked during the 8 a.m. to 4 p.m. work shift or double the employee's
regular hourly salary rate for the number of hours actually worked during either the 4
p.m. to 12 a.m. or 12 a.m.to 8 a.m. work shifts.
c. Public Safety Dispatchers and Bay Constables will.not accrue any
compensatory time for working on a Holiday as set forth above.
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In the event that a Public Safety Dispatcher or Bay Constable works on a Holiday
set forth in Section 20.1 that he/she was scheduled to work as part of his/her normal work
schedule, he/she will receive compensation as follows:
a. Straight time at the employee's regular hourly salary rate for the number of
hours actually worked;plus
b. Straight time at the employee's regular hourly salary rate for the number of
hours actually worked during the 8 a.m. to 4 p.m. work shift or double the employee's
regular hourly salary rate for the number of hours actually worked during either the 4
p.m.to 12 a.m. or 12 a.m..to 8 a.m.work shifts;plus
c. Public Safety Dispatchers and Bay Constables will not accrue any
compensatory time for working on a Holiday as set forth above.
29.4 On or about the 101 of each month,the Department Head of every department of
the Town will post in a conspicuous place within the department a list containing the
names and the number of hours of overtime worked by each employee of the department
during the preceding month.
SEC. 30. LONGEVITY
30.1 Full-time employees will receive additional non-cumulative compensation
(applied to the straight-time base rate of pay)based upon length of service in the Town as
follows:
a. Employees with at least 10 years but fewer than 15 years of service will receive
a salary increase of 5%.
b. Employees with at least 15 years but,fewer than 20 years of service will receive
a salary increase of 6%.
c. Employees with 20 years but fewer than 25 years of service will receive a
salary increase of 7%.
d. Employees with 25 years of service or more will receive a salary increase of
8%.
e. Additional compensation as provided in this section will commence on the first
day of the month in which an employee becomes eligible.
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SEC. 31. SHIFT DIFFERENTIAL
31.1 A shift differential of$1,100 per year will be granted to each Public Safety
Dispatcher who works three shifts around the clock on a regularly scheduled basis.
31.2 A shift differential of$300 per year will be granted to each Public Safety
Dispatcher who works two rotating shifts on a regularly scheduled basis.
31.3 The above shift differentials will apply as well to any custodian working the night
shift. If more than one custodian rotates onto the night shift the shift differential will be
prorated between those employees. A shift differential of$300 per year will be granted
to each custodian working the rotating night shift.
31.4 A shift differential of$300 per year will be granted to each full-time Bay
Constable.
SEC. 32. MILEAGE ALLOWANCE
32.1 Employees who will be required to use their private automobile in the
performance�of official Town business will be compensated at a rate to be set by the
Town Board upon the presentation of a voucher to the Town Board.
SEC. 33. LICENSES
33.1 Employees required to have a Suffolk County Electrician's License for
employment with the Town will have the fee paid by the Town up to $100 per year.
33.2 The Town will reimburse the cost of the CDL license fee and renewal fee,to any
employee whose job duties require the possession of a valid CDL. The request for
reimbursement must be submitted, with proof of payment,within 30 days of licensing.
SEC. 34. HOURS OF WORK
The normal work week of all full-time employees will be as follows:
34.1 Clerical employees will work seven hours per day with one hour for lunch, five
days per week(Monday through Friday)for a total of 35 hours per week. The Town has
the option to regularly schedule clerical employees between 8:00 AM and 4:00 PM on
any day Monday to Friday, but without an increase in weekly hours. Employee
qualifications, being equal, the choice of hours will be given on a seniority basis. Five
days' notice will be given for the change in the regular schedule.
34.2 Building Inspectors will work seven hours per day (8:00 AM to 4:00 PM)with one
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hour for lunch, five days per week(Monday through Friday) for a total of 35 hours per
week.
34.3 Highway Department and Public Works employees will work eight hours per day
(7:00 AM to 3:30 PM)with one-half hour lunch, five days per week(Monday through
Friday) for a total of 40 hours per week.
Notwithstanding the preceding paragraph,Maintenance Mechanics 1, 11 and III
-assigned to the Department of Public Works may be assigned to one of the following
work schedules at the discretion of the Director of Public Works: 1) 7:00 AM to 3:30
PM,Monday through Friday; 2) 8:30 AM to 5:00 PM, Monday through Friday; or 3)
12:00 PM to 8:30 PM,Monday through Thursday and 8:30 AM to 5:00 PM, Friday. The
Director of Public Works will provide an employee five working days', or less if
mutually agreed to-by the employee and the Director, notice prior to a change in his/her
work schedule.
34.4 Public Safety Dispatchers will work eight hour rotating shifts with one-half hour
for lunch, for a total of 37.5 hours per week. Upon request by the Town,the parties will
meet to continue their negotiations over,the Town's proposal to implement fixed tours of
duty.
34.5 Full-time Human Resources Department employees may work one of the
following shifts now utilized: 5:30 AM to 1:00 PM, 8:00 AM to 3:00 PM, or 9:00 AM to
4:00 PM,based upon the needs of that department. Effective as soon as the Town
implements time clocks in the Department,the work day will be increased by one hour to
eight hours per day including the current one hour for lunch,with the additional time to
be scheduled by the Department contiguous to the starting and/or ending times of the
existing shifts.
34.6 Employees assigned to work the Collection Center will work 10 hours per day,
6:45 AM to 5:15 PM, four days per week(with one-half hour for lunch), for a total of 40
hours per week. Collection Center employees hired after July 1, 1996 may be scheduled
to work a five day workweek at the discretion of the department head. Effective October
24, 2014, any Collection Center employee may be scheduled to work a five day
workweek at the discretion of the department head. The Town will provide an employee
with at least 30 calendar days' written notice prior to implementing a change in the
employee's workweek. Any employee required to eat lunch on the site will be given a
paid lunch period.
34.7 Bay Constables and Maintenance employees in Building and Grounds will work
eight hours per day with one-half hour for lunch, for a total of 40 hours per week.
34.8 Part-time employees will be required to work at times and on schedules as their
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services may be required by the head of the department in which employed,provided that
the schedules will conform to the rules of the Suffolk County Civil Service Department
and do not infringe upon the work schedules of the full-time employees.
34.9 The Town may close the Collection Center if it so elects in order to meet its
operational objectives.
34.10 A full-time employee and Department Head, upon their mutual written consent, as
well as the written approval of the Town Supervisor and CSEA President or their
designees,may flex the employee's work hours within the employee's defined
workweek,provided that the impact upon the Town is cost-neutral. If any party to the
agreement withdraws consent,then, within 30 calendar days of the Town receiving or
issuing written notice of the withdrawal,the employee's work hours will revert to those
worked prior to the implementation of the flex schedule or to those in another existing
shift.
SEC. 35. GRIEVANCE PROCEDURE
35.1 "GRIEVANCE"means any dispute between the employee and/or group of
employees, and the Town,with respect only to the meaning or interpretation of a specific
provision of this Agreement. It will not include disciplinary proceedings or any other
matters that are reviewable under administrative procedures established by laws or the
rules of the Suffolk County Civil Department.
35.2 All grievances of employees involving the interpretation of this Agreement will be
resolved in accordance with the following procedure:
Step 1(a). Within 10 working,days after an employee knows or should have
known of an occurrence that allegedly violates the contract with respect to that employee,
the employee may submit a grievance in writing to his/her immediate supervisor. The
immediate supervisor will issue a written reply to the grievance within 10 working days
of its receipt. The failure of the Town at Step 1 to respond within the contractually
prescribed timelines will permit the employee to proceed to Step 2.
Step 1(b). Within'15 working days after the CSEA President knows or should
have known of an occurrence that allegedly violates the,contract with respect to a
similarly affected group of employees,the CSEA President may submit a grievance in
writing to the employees' Department Head, or to the Town Supervisor's office if the
similarly affected,group of employees are from more than one Town Department. The
Department Head or Town Supervisor or designee will issue a written reply to the
grievance within 15 working days of its receipt. The failure of the Town'to respond
within the contractually prescribed timelines will permit the CSEA to proceed to Step 2.
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Step 2. If the employee and/or CSEA President in the event of a group grievance
is not satisfied with the reply, within 10 working days of receipt of the reply,the
employee may appeal the decision to the Grievance Board made up of two designees of
the Supervisor, one of whom will normally be the Department Head, and two members
from the"CSEA,who will normally be the President and his/her designated
representative. The Grievance Board will meet to either: (a) consider the grievance
within 20 working days of its receipt, in which case the Grievance,Board will issue a
written reply of its decision within 20 working days after the meeting to the grievant,
CSEA President and the Town Attorney; or(b) if there is more than one grievance before
the Grievance Board and they concern similar issues and facts, the Board by majority
approval will notify the grievant(s) of its decision to hear the grievances as a single
consolidated grievance limited to those currently before it. Once consolidated, the
grievances will remain consolidated for all further purposes until the grievance is finally
resolved. The Grievance Board's decision will be made in writing and indicate the names
of the grievant(s)to be included,into the consolidated grievance within 20 working days
of its receipt;with copies sent to the grievants,the CSEA President and the Town
Attorney. The Grievance,Board will then meet within 10 working days to consider the
grievance. The Grievance Board will issue a written decision within 20 working days of
the meeting. In both situations,the failure of the Town at Step 2 to respond within the
contractually prescribed timelines will permit the CSEA to proceed to Step 3, and the
failure of the employee(s)to appeal within the contractually prescribed timelines will
result in the dismissal of the grievance(s).
Step 3. If the CSEA is not satisfied with the Step 2 answer, the CSEA grievant
may,within 30,working days, notify the Town Clerk in writing that it is requesting a
hearing before an independent advisory arbitrator selected pursuant to the rules of the
New York State Public Employment Relations Board,whose advisory
recommendation(§) will be forwarded to the Town Board and CSEA Unit President
within 20 working days following the Step 3 hearing. The arbitrator will be without
power or authority to make any recommendation(s)that would require the commission of
an act prohibited by law or is in contradiction of or adds to, subtracts from or otherwise
modifies any of the terms of this Agreement. The failure of the CSEA to comply with
and appeal within the contractually prescribed procedures and timelines will result in the
CSEA's written consent to the Town's application for a stay of arbitration and/or
dismissal of the grievance. The cost for the arbitrator will be borne equally by the
parties.
Step 4. The Town Board will consider the recommendation(s) of the advisory
arbitrator at the next scheduled Board meeting and will make a final and binding decision
within 30 days following the meeting and communicate the decision in writing to the
CSEA Unit President.
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SEC. 36. CSEA RIGHTS
36.1 There will be a Labor/Management Committee composed of six members,three of
whom will be selected by the CSEA, the Superintendent of Highways, and two non-
bargaining unit Town employees selected by the Town Board. The Committee will meet
upon the written request of either.party for the purpose of discussing working conditions
and other matters as affect the Town and its employees. The Committee will meet within
20 days of receipt of written request by either party. Any decision made by this
committee will not be binding upon either party until ratified or approved by the CSEA
Unit and the Town Board. This Committee will be established as of January 1S1 of each
year and each party will submit names of its members to the other party.
36.2 Criteria and other matters that are not terms and conditions of employment will
not be subject to the jurisdiction of this committee. The committee's discussions and
results are subject to bilateral agreement, but not to the contractual grievance and
arbitration or PERB's impasse or fact finding procedures.
36.3 It is contemplated by the parties that, notwithstanding the starting wages set forth
in the attached Salary Schedules, it may be necessary from time to time to employ
persons at a starting wage above the amount set forth in the Schedules. In that event, it is
agreed by the parties that a Committee to consist of five members will be established to
authorize the employment. The committee will consist of the Department Head of the
department in which the person is to be employed; two members to be selected by the
CSEA; and two members tor be selected by the Town Board.
36.4 The Town agrees to provide a bulletin board at a convenient location for the
posting of notices relative to the business and affairs of the CSEA.
36.5 The officers and members of the CSEA will have the right to use Town buildings,
when available, for meetings of its members and committees,provided that the use does
not interfere with the use by the Town for regular Town.business.
36.6 Officers of the CSEA will,when possible, be given priority over other employees
in the scheduling of vacation time.
36.7 Officers and authorized-representatives of the CSEA will be entitled to a leave of
absence with pay to attend CSEA conferences and authorized meetings,provided that no
more than two employees of the Town, nor more than one employee from each
department of the Town,will be absent at the same time, and further provided that the
total numbers of days of absence of all employees for these purposes will not exceed 17
days in any calendar year.
36.8 Employees who will be assigned to the duties of resolving employee disputes and
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grievances arising during the work day be authorized time off with pay not to exceed
one-half hour with respect to each incident.
36.9 The Town will establish an e-mail account on the Town's server for the purpose of
the CSEA President or designee sending or receiving external e-mail regarding official
CSEA business only. All related costs will be incurred by the CSEA. The CSEA agrees
to indemnify and save the Town harmless against any and all claims and/or liabilities,
including attorneys' fees that may arise out of or be reason of action taken or not taken by
the CSEA pursuant to the use of the e-mail account.
36.10 The Town will provide unit members with a voluntary payroll deduction option
for the AFSCME-CSEA PEOPLE(Public Employees Organized to Promote Legislative
Equality)payroll deduction at no cost to the Town. Prior to availing him/herself of the
payroll deduction, the unit member must execute an agreement,prepared by the Town,
pursuant to which the employee will agree to indemnify and save and hold harmless the
Town and any of its employees, representatives and/or officers (collectively,
"employees")against any and all claims, demands, suits or other forms of liability that
may arise out of or by reason of any action taken or not taken by the Town on any of its
employees for the purpose of complying with this provision.
SEC. 37. AMENDMENTS
37.1 Any changes,or amendments to this Agreement will not become effective unless
the same are in writing and signed by the parties.
SEC 38. NO STRIKE PLEDGE
3 8.1 The CSEA affirms that it does not assert the right to strike against any government
nor to assist or participate in such strike, or to impose any obligation to conduct, assist or
participate in a strike.
SEC. 39. LEGISLATIVE APPROVAL
39.1 IT IS AGREED BY AND BETWEEN THE PARTIES THAT ANY
PROVISIONS OF THIS AGREEMENT REQUIRING LEGISLATIVE ACTION TO
PERMIT ITS IMPLEMENTATION BY AMENDMENT OF LAW OR PROVIDING
THE ADDITIONAL FUND THEREFOR, SHALL NOT BECOME EFFECTIVE
UNTIL THE APPROPRIATE LEGISLATIVE BODY HAS,GIVEN APPROVAL.
39.2 It is agreed by and between the parties that any provision of this Agreement
requiring approval by federal authorities will not become effective until approval has
been granted.
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SEC. 40. TERMINATION BENEFITS
40.1 In the event that the employment of any employee is terminated by reason of
retirement, resignation or other cause, all benefits provided herein will be prorated up to
the date of termination. Any employee who is terminated for cause will be ineligible for
these benefits.
40.2 In the event of death all time and leave accrued by employees will be paid to the
legal estate, or, subject to applicable laws, written designee, less any time owed to the
Town, as if the employee would have received the remuneration upon retirement,
resignation or other cause, all benefits herein will be prorated up to the date of death.
SEC. 41. WAIVER-ZIPPER
41.1 The Town and the CSEA, for the life of this Agreement, each voluntarily and
unqualifiedly agree that the other will not be obligated to negotiate collectively with
respect to any subject or matter referred to or covered in this Agreement. It is agreed that
salaries and benefits already agreed upon cannot be modified or amended except by
mutual agreement. This will not be construed to apply to negotiations for future
collectively negotiated agreements between the parties.
SEC. 42. SEVERABILITY
42.1 Notwithstanding anything to the contrary contained herein, if one or more of the
provisions of this contract is found to be illegal, all other provisions are to remain in full
force and effect.
SEC. 43. PUBLIC SAFETY DISPATCHERS
43.1 The relief Dispatcher is to be the least senior full-time dispatcher, unless a more
senior Dispatcher volunteers for the relief assignment.
43.2 Public Safety Dispatchers will not be required to perform matron duties.
43.3 The Town has the discretion to deny a switch of tour of duty. Each switch of tour
of duty must be approved in writing prior to,the actual switch. The dates/tours of each
switch must be specified at the time of the request.
SEC. 44. PAYROLL CHECKS
44.1 Employees will participate in direct deposit of paychecks and provide relevant
bank account information to the,Town. The Town will provide access to electronic and
paper paystubs in accordance with applicable law. An employee who does not have a
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bank account will open one, even if solely for the purpose of participating in direct
deposit of paychecks.
SEC. 45. EMPLOYEE TRAINING
45.1 Insofar as practicable, employee seniority will be considered by supervision when
training opportunities become available.
SEC. 46. TIME CLOCKS
46.1 The Town will have the unfettered right to install time clocks to be utilized by all
employees.
46.2 The Town and the CSEA agree that any problems that may arise pertaining to the
use of the time clocks will be dealt with in the Labor-Management Committee forum.
SEC. 47. EMPLOYEE LEAVE REQUESTS
47.1 Employee requests to utilize leave entitlements will be responded to by their
immediate supervisor within five calendar days, or prior to the date of the requested
leave,whichever is sooner.
SEC. 48. HIGHWAY DEPARTMENT
48.1 Except in emergency situations, employees will be given at least 48 hours' notice
of the cancellation of special volunteer work assignments that would alter their existing
work schedules.
48.2 The in-Town/out-of-Town status of Highway employees will only be revealed on
time-off request slips between November 15 and April 15 of any given year. This recall
information will in no way be used as a basis for approving or denying the time.
48.3 During an emergency call-out,the Highway Superintendent will not unreasonably
withhold his/her consent to the employees' use of the Town Recreation Center during
designated rest periods.
SEC. 49. EMPLOYEE DRUG AND ALCOHOL TESTING
49.1 Department of Transportation regulations with regard to drug and alcohol testing
of employees utilizing municipal vehicles and equipment will be implemented and
enforced. All employees will be subject to random and reasonable suspicion drug and
alcohol testing pursuant to the same rules and regulations in effect for CDL holders.
26
6/28/21
Reasonable suspicion is the quantum of knowledge sufficient to induce an
ordinary prudent and cautious,person to act under the circumstances. Reasonable
suspicion must be directed at a-,specific person and be based on specific and articulable
facts and the logical inferences and deductions that can be drawn from those facts.
Reasonable suspicion may, be based on, among other things, observable phenomena, such
as direct observation of use and/or physical symptoms of using or being under the
influence of illegal controlled substances or alcohol, such as, but not limited to, slurred
speech; disorientation; a pattern of abnormal conduct or erratic behavior; conduct or
behavior which warrants Town inquiry because of a direct bearing on the mental facilities
of the employee on the health and safety of others; action(s) inconsistent with normal
conduct or behavior; or information provided either by reliable and credible sources or
that is independently corroborated.
SEC. 50. DISABILITY INSURANCE
50:1 The Town will participate in the New York State Disability Insurance Plan,
subject to the Plan's Rules and Regulations.
SEC. 51. HAZMAT DUTIES
51:1 If the CSEA has reason,to believe that the Town is not in compliance with PESH
requirements regarding HazMat staffing, it will so notify the Supervisor's Office
immediately,providing time, date,situation and any,other detail necessary for the Town
to investigate the claim.
SEC. 52. LEAVE FOR CIVIL SERVICE EXAMINATION
52.1 , Employees may request to utilize one personal or vacation day per year for the
purpose of taking a Civil Service Promotional Exam. These requests will not be
unreasonably denied except when unusual circumstances exist including, but not limited
to, situations when the granting of a request will.detrimentally impact the staffing of a
department.
SEC. 53. EVALUATIONS
53.1 The following Performance-Appraisal process has been implemented:
1. Performance Appraisals will be used to provide employees with an
assessment of their performance over the prior year, suggestions for areas where
performance can be improved, establish performance goals for the coming year,
evaluate eligibility for promotions, salary reclassifications, and may be used for
background evidence for any disciplinary action.
27
6/28/21
2. Performance Appraisals will be conducted on an annual basis by the
employee's Department Head. Department Heads will be evaluated by the
Supervisor or his/her designee.
3. Performance Appraisals will be completed during the first quarter of
each calendar year.
4. The Town Board or designee will notify CSEA and employees about
the performance criteria upon which employees are evaluated.
5. All employees will be evaluated on the same performance criteria
unless the Department Head determines, in his/her sole discretion, that a particular
criterion is not applicable to the employee's job duties.
6. All employees will have the opportunity to review and discuss their
Performance Appraisal with the Department Head. Employees will also have the
right to comment on the Performance Appraisal in writing during the discussion
within 15 working days of the discussion. All employees will be required to sign
the Performance Appraisal at the conclusion of the discussion. The signature will
confirm only that the employee received,read and revised the appraisal with the
Department Head.
7. All completed Performance Appraisals and timely replies will be
stapled together and placed in the employee's personnel file.
8. The agreed upon Performance Appraisal form will be attached to the
Agreement. The Town Supervisor and CSEA Unit President may agree in writing
to amend the Performance Appraisal form.
SEC. 54. TERM OF AGREEMENT
54.1 Except where otherwise provided,this Agreement and all of the terms and
conditions hereof will become effective on January 1, 2020, and will continue in full
force through December 31, 2022.
28
6/28/21
IN WITNESS WHEREOF, the parties hereto have set their hands and seals this day
of June, 2021.
TOWN OF SOUTHOLD G S.E.A. INC.,LOCAL 100
AFSCME,AFL-CIO, SOUTHOLD
UNIT 8785
Scott A. Rusself Thomas A Skabry
Southold Town Supervisor Preside t
Gretchen Penn
Labor Relations Specialist
29
Appendix A
Salary Structure January 1,2020
Title Entry Level 1 2 3 4 5
Building Permits Examiner 68,564.50
Clerk(Spanish Speaking) 51,834.38
Custodial Worker 11 62,278.74
Custodial Worker 111 65,392.68
Home Health Aide 43,354.55
Principal Planner 98,455.95
Senior Assessment Assistant 73,242.15
Senior perk-Typist 55,867.01
30
Appendix B
Salary Structure lune 1,2020
Title Entry Level 1 2 3: 4 6
Building Permits Examiner 69,250.15
Clerk(Spanish Speaking) 52,352.72
Custodial Worker R 62,901.53
Custodial Worker ill 66,046.61
Home Health Aide 43,788.10
Principal Planner 99,440.51
Senior Assessment Assistant 73,,974.57
Senior Clerk-Typist 56,425.68
31
Appendix C
Salary Structure January 1,2021
Tide Entry level 1 2 3 4 5
Building Permits Examiner 69,942.65
Clerk(Spanish Speaking) 52,876.25
Custodial Worker it 63,530.55
Custodial Worker Ili 66,707.08
Home Health Aide 44,225.98
Principal Planner' 100,434.92
Senior Assessment Assistant 74,7.14.32
Senior'Clerk-Typist 56,989.94
32
Appendix
Salary Structure January 1,2022
TJde Entry level 1 2 ?i 4 6_
Building,Permits Examiner 70,991.79
Clerk(Spanish Speaking) 53,669.39
Custodial Worker II 64,483.51
Custodial Worker Iii 67,707.69
Home Health Aide 44,889.37
Principal Planner 101,941.44
Senior Assessment Assistant 751835.03
Senior Clerk-Typist 57,844.79
33
Appendix E
Salary Structure January 1,2020
Title Entry Level 1 2 3 4 5
AEO 25.2826 27.0862 27.8076 28.7821 29.5034 31.3087
Auto Mechanic i&11 23.1575 24.9609 25.6824 26.6568 27.3783 29.1834
Auto Mechanic NI 28.3256 30.1292 30.8505 31.8249 32.5462 34.3516
Auto Mechanic IV 30.1651 31.9687 '32.6901 33.6644 34.3861 36.1912
CEO 26.6029 28.4065 29.1279 30.1021 30.8237 32.6290
Crew Labor Leader 28.3256 30.1292 30.8505 31.8249 32.5462 34.3516
Diesel Mechanic 28,3256 30.1292 30.8505 31.8249 32.5462 34.3516
Driver/Messenger 22.0304 23.8341 24.5554 25.5299 26.2513 28.0565
DriverlTCO/School Crossing Guard 22.0304 23.8340 24.5554 25.5299 262512 28.0565
Groundskeeper 1 25.2826 27.0862 27.8076 28.7821 29.5034 31.3087
Groundskeeper II 26.2129 28.0166 28.7379 29.7123 30.4336 32.2390
Groundskeeper III 27.5234 29.4173 30.1748 31.1979 31.9554 33.8504
HEO 25.8622 27.6658 28.3873 29.3615 30:0831 31.8883
Highway Labor Crew Leader 30.1651 31.9687 32.6901 33.6644 34.3861 36.1912
Laborer 22.0304 23.8341 24.5554 25.5299 26.2513 28.0565
Maintenance Mechanic II '23.1575 24.9609 25.6824 26.6568 27.3783 29.1834
Maintenance Mechanic ill 26,8443 28.6479 29.3693 30.3437 31.0652 32.8703
Maintenance Mechanic IV 28.1867 30.0804 30.8378 31.8610 32.6185 34.5139
Parks Maintenance Crew Leader 30.1651 31.9687 32.6901 33.6644 34.3861 36.1912
Sanitation Site Crew Leader 93.7450 35.5486 36.2700 37.2444 37.9657 39.7710
Scale Operator 22.0304 23.8341 24.5554 25.5299 26.2513 28.0565
Town Maintenance Crew Leader 30.1651 31.9688 32.6902 33.6644 34.3861 36.1913
Account Clerk' 46,996.51 50,941.84 52,519.97 54,642.93 56,221.06 60,136.33
Administrative Aide 52,611.21 56,374.68 57,877.65 59,906.70 61,409.68 65,167.14
Administrative Assistant 47,893.48 51,650.95 53,153.93 55,182.96 56,685.93 60,443.39
Adult Day Care Supervisor 41,786.14 45,543.61 47,046.59 49,075.62 50,578.60 54,336.06
Assessment Assistant 47,893.49 51,650.96 53,1,53.94 55,182.97 56,685.94 60,443.40
Assessment Clerk 39,090.19 42,847.64 44,350.63 46,379.66 47,882.65 51,640.10
Assistant Cook 34,544.24 38,301.69 39,8,04.68 41,833.72 43,336.70 47,094.15
Assistant to Assessor 61,483.28 66,100.35 67,947.16 70,440.37 72,287.16 76,904.26
Assistant,Town Planning Director 81,127.51 85,184.11 86,887.27 89,206.79 90,919.20 95,209.99
.Asst.Senior Citizen Site Manager 28,813.18 32,570.63 34,073.62 36,102.64 37,605.61 41,363.09
Bay Constable 53,692.58 57,450.06 58,952.79 60,982.32 62,485.04 70,659.12
Building Inspector 56,309.26 60,066.71 61,569.70 63,598.72 65,101.70 68,859.16
Building Permits Coordinator 47,893.48 51,650.95 53,153.93 55,182.96 56,685.93 60,443,39
Building Permits Examiner 50,813.61 54,571.06 56,074.05 58,103.07 59,606.05 63,363.51
Case Manager 54,433.89 54,900.34 55,366.80 55,833.23 56,299.68 56,766.13
Case Manager(Spanish Speaking) 54,433.89 54,900.34 55,366.80 55,833.23 56,299.68 56,766.13
Caseworker 54,433.89 54,900.34 55,366.80 55,833.23 56,299.68 56,7.66.13
Chief Office Assistant 47,893.48 51,650.95 53,153.93 55,182.96 56,685.93 60,443.39
Civil Engineer 79,564.83 83,487.39 85,056.81 87,175.22 88,743.64 92,667.19
Clerk 36,836.05 40,593.51 42,096.49 44,125.53 45,628.51 49,385.96
Clerk(Spanish Speaking) 37,587.54 41,345.01 42,847.98 44,877.01 46,379.99 50,137.45
Code Enforcement Officer 56,309.26 60,066.71 61,569.70 63,598.72 65,101.70 68,859.16
Cook 39,291.91 43,049.37 44,552.35 46,581.36 48,084.35 51,841.81
Appendix E
January 1,2020
34
Appendix E
Salary Structure January 1,2020
Title Entry Level 1 2 3 4 5
Custodial Worker I 42,612.95 46,370.40 47,873.37 49,902.40 51,405.38 55,162.85
Custodial Worker II 44;491.85 48,249.31 49,752.30 51,781.31 53,284.30 57,041.75
Custodial Worker III 46,464.70 50,222.15 51,725.13 53,754.17 55,257.15 59,014.60
Data,Control Supervisor 54,911.28 58,668.73 60,171.70 62,200.74 63,703.72 67,461.18
Data Entry Operator 39,603.58 43,361.04 44,864.03 46,893.04 48,396.02 52,153.48
Data Processing Equipment Operator 40,909.43 44,854.77 46,432.89 48,548.35 50,126.47 54,011.68
Director of Code Enforcement 61,071.10 64,828.57 66,331.55 68,360.58 69,863.56 73,621.02
Electrical Inspector 56,309.26 60,066.71 61,569.70 63,598.72 65,101.70 68,859.16
Engineering Inspector 600452.87 64,210.33 65,713.32 67,742:33 69,245.32 73,002.77
Environmental Analyst 49,046.33 54,995.28 57,374.86 60,575:96 62,955.55 68,859.16
Environmental Technician 68,986.89 72,744.34 74,247.32 76,276.34 77,779.33 81,536.78
Exempt Secretary(to ZBA) 47,880.50 51,637.97 53,140.94 55,169.97 56,672.95 60,430.41
Fire Marshall 1 56,309.26 60,066.71 61,569.70 63,598.72 65,101.70 68,859.16
Food Service Worker 30,636.79 34,394.25 35,897.24 37,926.25 39,429.23 43,186.69
GIS Technician 111 87,393.10 91,338.42 92,916.55 95,047.03 96,625.16 100,570.49
Home Health Aide 31,82832 35,586.08 37,089.06 39,118.10 40,621.07 44,378.52
Justice Court Cashier 36,836.05 40,593.51 42,096.49 44,125.53 45,628.51 49,385.96
Justice Court Clerk 41,383.33 45,140.77 46,643.76 48,672.79 50,175.78 53,933.22
Justice Court Clerk(Spanish Speaking) 41,383.32 45,140.77 46,643.76 48,672.79 50,175.78 53,933.22
Justice Court Director 87,433.89 92,196.09 94,100.97 96,672.56 98,577.42 103,339.62
Mini Bus Driver 33,682.40 37,439.87 38,942.62 40,970.86 42,474.87 46,232,35
Neighborhood Aide 34,944.34 38,701.80 40,204.78 42,233.80 43,736.76 47,494.24
Network and Systems Specialist 1 88,696.15 92,453.59 93,956.57 95,985.60 97,488.58 101,246.04
Office Assistant 39,090.19 42,847.64 44,350.63 46,379.66 47,882.65 51,640.10
Ordinance Inspector 56,309.26 60,066.71 61,569.70 63,598.72 65,101.70 68,859.16
Planner 59,745.52 63,502.99 65,005.73 67,035.26 68,537.98 72,295.45
Planner Trainee 48,684.31 52,441.79 53,944.52 55,974.05 57,476.78 61,234.25
Principal Building Inspector 62,610.51 66,367.96 67,870.95 69,899.98 71,402.95 75,160.41
Principal Office Assistant 40,152.01 43,909.48 45,412.46 47,441.48 48,944.47 52,701.92
Principal Planner 70,855.49 74,612.94 76,115.92 78,144.94 79,647.93 83,405.38
Public Safety Dispatcher 53,259.86 56,402.26 59,544.66 62,687:05 65,829.46 68,971.87
Public Safety Dispatcher II 56,488.91 59,631.30 62,773.70 65,916.09 69,058.51 72,200.92
Public Safety Dispatcher III 5,8,401.51 61,543.93 64,686.33 67,828.72 70,971.12 74,113.54
Records Management Assistant 59,852.80 63;610.25 65,113.26 67,142.26 68,645.26 72,402.72
Recreation Program Coordinator 27,372.95 31,130.41 32,633.39 34,662.42 36,165.41• 39,922.87
Recreation Supervisor 52,072.19 55,829.65 57,332.63 59,361.66 60,864.63 64,622.09
Secretarial Assistant 51,436.38 55,193.83 56,696.82 58,725.84 60,228.61 63,986.28
Secretary 47,880.50 51,637.97 53,140.94 55,169.97 56,672.95 60,430.41
Senior Account Cleric 48,262.68 52,020.13 53,523,12 55,552.14 57,055:14 60,812.58
Senior Account Cleric Typist 49,346.33 53,468.92 55,145.96 57,375.07 59,032.11 63,143.13,
Senior Administrative Assistant 57,340.93 61,098.39 62,601.38 64,630.45 66,133.41 69,890.88
Senior Assessment Assistant 50,036.41 53,793.88 55,296.85 57,325.88 58,828.86 62,586.33
Senior Assessment Clerk 41,044.71 43,682.02 46,319:35 48,956.67 51,594.00 54,222.09
Senior Bay Constable 60,572.60 64,330.07 65,834.07 67,862.32 69,365.06 76,657.59
Senior Building Inspector 59,531.61 63,289.06 64,792.04 66,821.06 68,324.06 72,081.50
Appendix E
January 1,2020
35
Appendix E
Salary Structure January 1,2020
Title Entry Level 1 2 3 4 5
Senior Citizen Aide 11 33,519.76 37,277.21 38,780.19 40,809.22 42,312.20 46,069.66
Senior Citizens Bus Supervisor 48,820.09 50,577.56 52,080.51 54,108.55 55,612.56 59,370.04
Senior Citizen Program Director 65,023.52 68,780.98 70,283.96 72,312.99 73,815.97 77,573.43
Senior Citizen Program Supervisor 34,944.34 38,701.80 40,204.78 42,233.80 43,736.78 47,494.24
Senior Citizen Site Manager 61,991.58 65,749.03 67,252.01 69,281.03 70,784.02 74,541.46
Senior Clerk 38,426.10 42,,183.56 43,686.54 45,715.57 47,218.55 50,976.01
Senior Cook 54,433.90 54,900.34 55,366.80 55,833.23 56,299.68 56,766.13
Senior Environmental Planner 68,986.89 72,744.34 74,247.32 76,276.34 77,779.33 81,536.78
Senior Justice Court Clerk 43,317.22 47,262.56 48,840.69 50,956.13 52,534.26 56,419.48
Senior Office Assistant 40,792.95 44,550.40 46,053.38 48,082.42 49,585.39 53,342.85
Senior Planner 68,768.29 72,525.77 74,028.51 76,058.03 77,560.76 81,318.22
Senior Site Plan Reviewer 59,124.72 62,882.18 64,385.16 66,414.20 67,917.17 71,674.62
Situ Plan Reviewer 47,021.49- 50,778.95 52,281.93 54,310.96 55;813.93 59,571.40
Special Projects Coordinator 76,212.50 79,969.96 81,472.95 83,501,97 85,004.95 88,762.42
Stenographer 41,383.33 45,140.77 46,643.76 48,672.79 50,175.78 53,933.22
Stormwater Manager 83,543.09 87,661.75 89,309.64 91,533.99 93,180.83 106,898.40
Technical Coordinator II 83,231.52 86,988.98 88,491.96 90,520;99 92,023.97 95,781.42
Town Engineer' 90,931.25 95,414.43 97,207.90 99,628.74 101,422.22 105,905.40
Town Investigator 54,258.29 58,015.73 59,518,72 61,547.75 63,050.74 66,808.19
Zoning Inspector 56,308.56 60,066.72 61,569.69 63,59812 65,101.59 68,859.16
Suffolk County Civil Service reclassified all Account Clerk Typist positions to Account Clerk in March 2019.
Appendix E
January`1,2020
36
Appendix F
Salary Structure June 1,2020
Tkle Entry Leve! 1 2 3 4 5
AEO 25.5354 27.3571 28.0857 29.0699 29.7984 31.6218
Auto Mechanic I&II 23.3891 25.2105 25.9392 26.9234 27.6521 29.4752
Auto Mechanic ill 28.6089 30.4305 31.1590 32.1431 32.8717 34.6951
Auto Mechanic IV 30.4668 32.2884 33.0170 34.0010 34.7300 36.5531
CEO 26.8689 28,6906 29,4192 30.4031 31.1319 32.9553
Crew Labor Leader 28.6089 30.4305 31.1590 32.1431 32.8717 34.6951
Diesel Mechanic 28:6089 30.4305 31.1590 32.1431 32.8717 34.6951
Driver/Messenger 22.2507 24.0724 24.8010 25.7852 26.5138 28.3371
Driver/TCO/School Crossing,Guard 22.2507 24.0723 24.8010 25.7852 26.51$7 28.3371
Groundskeeper I 25.5354 27.3571 28.0857 29.0699 29.7984 31.6218
Groundskeeper II 26.4750 26.2968 29.0253 30.0094 30.7379 32.5614
Groundskeeper ill 27.7986 29.7115 30.4765 31.5099 32.2750 34.1889
HEO 26.1208 27.9425 28.6712 29.6551 30.3839 32.2072
Highway Labor Crew Leader 30.4668 32.2884 33.0170 34.0010 34.7300 36.5531
Laborer 22,2507 24.0724 24.8010 25.7852 26.5138 28.3371
Maintenance Mechanic II 23.3891 25.2105 25.9392 26.9234 27.6521 29.4752
Maintenance Mechanic III 27.1127 28.9344 29.6630 30.6471 31,3759 33.1990
Maintenance Mechanic IV 28.4686 30.3812 31.1462 32.1796 32.9447 34.8590
Parks Maintenance Crew Leader 30.4668 32.2884 33.0170 34.0010 34.7300 36.5531
Sanitation Site Crew Leader 34.0825 35.9041 36.6327 37.6168 38.3454 40.1687
Scale Operator 22.2507 24;0724 24;8010 25.7852 26.5138 28.3371
Town Maintenance Crew Leader 30.4668 32.2885 33.0171 34,0010 34.7300 36.5532
Account Clerk' 47,466.48 51,451,26 53,045.17 55,189.36 56,783.27 60,737.69
Administrative Aide 53,143.38 56,938.43 58,456.43 60,505.77 62,023.78 65,818,81
Administrative Assistant 48,372.41 52,167.46 53,685.47 55,734.79 57,252.79 61,047.82
Adult Day Care Supervisor 42,204.00 45,999.05 47,517.06 49,566.38 51,084.39 54,879.42
Assessment Assistant 48,372.42 52,167.47 53,685.48 55,734.80 57,252.80 61,047.83
Assessment Clerk 39,481.09 43,276.12 44,794,14 46,843.46 48,361.48 52,156.5,0
Assistant Cook 34,889.68 38,684.71 40,202.73 42,252.06 43,770,07 47,565.09
Assistant to Assessor 62,096.11 66,761.35 68,626.63 71,144.77 73,010.03 77,673.30
Assistant Town Planning Director 81;936.79 86,035.95 87,756.14 90,098.86 91,828.39 96,162.09
Asst.Senior Citizen Site Manager 29,101.31 32,896.34 34,414.36 36,463.67 37,981.67 41,776.72
Bay Constable 54,229.51 58,024.56 59,542.32 61,592.14 63,109.89 71,365.71
Building Inspector 56,872.35 60,667,38 62,185.40 64,234.71 65,752.72 69,547.75
Building Permits Coordinator 48,372.41 52,167.46 53,685.47 55,734.79 57,252.79 61,047.82
Building Permits Examiner 51,321.75 55,116.77 56,634,79 58,684.10 60,202.11 63,997.15
Case Manager 54,978.23, 55,449.34 55,920.47 56,391.56 56,862.68 57,333.79
Case Manager(Spanish Speaking) 54,978.23 55,449.34 55,920.47 56,391.56 56,862:68 57,333.79
Caseworker 54,978.23 55,449.34 55,920.47 56,391.56 56,862.68 57,333.79
Chief Office Assistant 48,372.41 52,167.46 53,685.47 55,734.79 57,252.79 61,047.82
Civil Engineer 80,360.48 84,322.26 85,907.38 88,046.97 89,631.08 93,593.86
Clerk 37,204.41 40,999.45 42,517.45 44,566.79 46,084.80 49,679.82
Clark(Spanish Speaking) 37,963.42 41,758.46 43,276.46 45,325.78 46,843.79 50,638.82
Code Enforcement Officer 56,872.35 60,667.38 62,185.40 64,234.71 65,752.72 69,547.75
Cook 39,684.83 43,479.86 44,997.87 47,047.17 48,565.19 52,360.23
Custodial Worker 1 43,039,08 46,834.10 48,352.10 50,401.42 51,919.43 55,714.48
Appendix F
June 1,2020
37
Appendix F
Salary Structure June 1,2020
Title Entry Level 1 _ 2 3 4 5
Custodial Worker 11 44,936.77 48,731.80 50,249.82 52,299.12 53,817.14 57,612.17
Custodial Worker 111 46,929.35 50,724.37 52;242.38 54,291.71 55,809.72 59,804.75
Data Control Supervisor 55,460.39 59,255.42 60,773.42 62,822.75 64,340.76 68,135.79
Data Entry Operator -39,999.62" 43,794.65 45,312.67 47,361.97 48,879.98 52,675.01
Data Processing Equipment Operator 41,318.52 45,303.32 46,897.22 49,033.83 50,627.73 54,551.80
Director of Cade Enforcement 61,681.81 65,476.86 66,994.87 69,044.19 70,562.20 74,357.23
Electrical Inspector 56,872.35 ' 60,667.38 62,185.40 64,234.71 65,752.72 69,547.75
Engineering Inspector 61,057.40 64,852.43 66,370.45 68,419.75 69,937.77 73,732.80
Environmental Analyst 49,536.79 55,545.23 57,948.61 61,181.72 63,585.11 69,547.75
Environmental Technician 69,676.76 73,471.78 74,989.79 77,039.10 78,557.12 62,352.15
Exempt Secretary(to ZBA) 48,359.31 52,154.35 53,672.35 55,721.67 57,239.68 61,034.71
Fire Marshall 1 56,872.35 60,667.38 62,185.40 64,234.71 65,752.72 69,547.75
Food Service Worker 30,943.16 34,738.19 36,256.21 38,305.51 39,823.52 43,618.56
GIS Technician Ili 88,267.03 92,251.80 93,845.72 95,997.50 97,591.41 101,576.19
Home Health Aide 32,146.91 35,941.94 37,459.95 39,509.28 41,027.28 44,822.31
Justice Court Cashier 37,204.41 40,999.45 42,517.45 44,566.79 46,084.80 49,879.82
Justice Court Clerk 41,797.16 45,592.18 47,110.20 49,159.52 50,677.54 54,472.55
Justice Court Clerk(Spanish Speaking) 41,797.15 45,592.18 47,110.20 49,159.52 50,877.54 54,472.55
Justice Court Director 88,308.23 93,118.05 95,041.98 97,639.29 99,563.19 104,373.02
Mini Bus Driver 34,019.22 37,814.27 39,332.05 41,380.57 42,899.62 46,694.67
Neighborhood Aide 35,293.78 39,088.82 40,606.83 42,656.14 44,174.15 47,969.18
Network and Systems Specialist 1 89,589.11 93,378.13 94,896.14 .96,945.46 98,463.47 102,258.50
Office Assistant 39,481.09 43,276.12 44,794.14 46,843.46 48,361.48 52,156.50
Ordinance Inspector $6,872.35 60,667.38 62,185.40 64,234.71 65,752.72 69,547.75
Planner 60,342.98 64,138.02- 65,655:79 67,705.61 69,223.36 '73,018.40
Planner Trainee 49,171.15 52,966.21 54,483.97 56,533,79 58,051.55 61,846.59
Principal Building Inspector 63,236.62 67,031.64 68,549.66 70,598.98 72,118.98 75,912.01
Principal Office,Assistant 40,553.53 44,348.57 45,866.58 47,915.89 49,433.91 53,228.94
Principal Planner 71,564.04 75,359.07 76,877.08 78,926.39 80,444.41 84,239.43
Public Safety Dispatcher 53,792.46 56,966.28 60,140.11 63,313.92 66,487.75 69,661.69
Public Safety Dispatcher 11 57,053.80 60,227.61 63,401.44 66,575.25 69,749.10 72,922.93
Public Safety Dispatcher 111 58,985.53 62,159.37 65,333.19 68,507.01 71,680.83 74,854.68
Records Management Assistant 60,451.33 64,246.35 65,764.39 67,813.68 69,331.71 73,126.75
Recreation Program Coordinator 27,646.68 31,441.71 32,959.72 35,009.04 36,527.06 40,322.10
Recreation Supervisor 52,592.91 56,387.95 57,905.96 59,955.26 61,473.28 65,268.31
Secretarial Assistant 51,950.74 55,745.77 57,263-79 59,313.10 60,831.10 64,626.14
Secretary 48,359.31 52,154.35 53,672.35 55,721.67 57,239.68 61,034.71
Senior Account Clerk 48,745.31 52,540.33 54,058.35 56,107.66 57,625.69 61,420.71
Senior Account Clerk Typist 49,839,79 " 54,023.81 55,697.42 57,948.82 59,622.43 63,774.56
Senior Administrative Assistant 57,914.34 61,709.37 63,227.39 65,276.75 66,794.74 '70,589.79
Senior Assessment Assistant 50,536:77 54,331.82 55,849.82 57,899.14 59,417.15 63,212.19
Senior Assessment Clerk 41,455.16 44,118.84 46,782.54 49,446.24 52,109.94 54,764.31
Senior Bay Constable 61,178.33• 64,973.37 66,492.41 68,540.94 70,058.71 79,444.17
Senior Building Inspector 60,126.93 63,921.95 65,439.96 67,489.27 69,007.30 72,802.32
Senior Citizen Aide 11 33,854:96 37,649.98 39,167.99 41,217.31 42,735.32 46,530.36
Senior Citizens Bus Supervisor 49,308.29 51,083.34 52,601.32 54,649.64 56,168.69 59,963.74
Appendix F
June 1,2020
38
Appendix F
Salary Structure June 1,2020
Title Entry Level 1 2 3 4 5
Senior Citizen Program Director 65,673.76 69,468.79 70,986.80 73,036.12 74,554.13 78,349.16
Senior Citizen Program Supervisor 35,293.78 39,088.82 40,606.83 42,656.14 44,174.15 47,969.18
Senior Citizen Site Manager 62,611.50 66,406.52 67,924.53 69,973.84 71,491.86 75,286.87
Senior Clerk 38,810.36 42,605.40 44,123.41 46,172.73 47,690.74 51,485.77
Senior Cook 54,978.24 55,449.34 55,920.47 58,391.56 56,862.68 57,333.79
Senior Environmental Planner 89,676.76 73,471.78 74,989.79 77,039.10 78,557.12 82,352.15
Senior Justice Court Clerk 43,750.39 47,735.19 49,329.10 51,465.69 53,059.60 56,983.67
Senior Office Assistant 41,200.88 44,995.90 46,513.91 48,563.24 50,081.24 53,876.28
Senior Planner 69,455.97 73,251.03 74,768.80 76,818.61 78,336.37 82,131.40
Senior Site Plan Reviewer 59,715.97 63,511.00 65,029.01 67,078.34 68,596.34 72,391.37
Site Plan Reviewer 47,491.70 51,286.74 52,804.75 54,854.07 56,372.07 60,167.11
Special Projects Coordinator 76,974.63 80,769.66 82,287.68 84,336.99 85,855.00 89,650.04
Stenographer 41,797.16 45,592.18 47,110.20 49,159.52 50,677.54 54,472.55
Stormwater Manager 84,378.52 88,538.37 90,202.74 92,449.33 94,112.64 107,967.38
Technical Coordinator II 84,063.84 87;858.87 89,376.88 91,426.20 92,944.21 96,739.23
Town Engineer 91,840.56 96,368.57 98,179.98 100,625.03 102,436.44 106,964.45
Town Investigator 54,800.87 58,595.89 60,11-3.91 62,163.23 63,681.25 67,476.27
Zoning Inspector 56,871.65 60,667.39 62,185.39 64,234.71 65,752.61 69,547.75
'Suffolk County Civil Service reclassified all Account Clerk Typist positions to Account,Clerk in March 2019.
Appendix F
June 1,2020
39
Appendix G
Salary Structure January 1,2021
Title Entry Level 1 2 3 4 5
AEO 25.7908 27.6307 28.3666 29.3606 30.0964 31.9380
Auto Mechanic I&II 23.6230 25.4626 26.1986 27.1926 27.9266 29.7700
Auto Mechanic III 28.8950 30.7348 31.4706 32.4645 33.2004 35.0421
Auto Mechanic IV 30.7715 32.6113 33.3472 34.3410 35.0773 36.9186
CEO 27.1376 28.9775 29.7134 30.7071 31.4432 33.2849
Crew labor Leader 28.8950 30.7348 31.4706 32.4645 33.2004 35.0421
Diesel Mechanic 28.8950 30.7348 31.4706 32.4645 33.2004 35.0421
Driver/Messenger 22.4732 24.3131 25.0490 26.0431 26.7789 28.6205
Driver/TCO/School Crossing Guard 22.4732 24.3130 25.0490 26.0431 26.7788 28.6205
Groundskeeper I 25.7908 27.6307 18.3666 29.3606 30.0964 31.9380
Groundskeeper II 26.7398 28.5798 29.3156 30.3095 31.0453 32.8870
Groundskeeper III 28.0766 30.0086 30.7813 31.8250 32.5978 34.5308
HEO 26.3820 28.2219 28.9579 29.9517 30.6877 32.5293
Highway Labor Crew Leader 30.7715 32.6113 33.3472 34.3410 35.0773 36.9186
Laborer 22.4732 24.3131 25.0490 26.0431 26.7789 28.6205
Maintenance Mechanic II 23.6230 25.4626 26.1986 27.1926 27.9286 29.77.00
Maintenance Mechanic III 27.3838 29.2237 29.9596 30.9536 31.6897 33.5310
Maintenance Mechanic IV 28.7533 30.6850 31.4577 32.5014 33.2741 35.2076
Parks Maintenance Crew Leader 30.7715 32.6113 33.3472 34.3410 35.0773 36.9186
Sanitation Site Crew Leader 34.4233 36.2631 36.9990 37.9930 38.7289 40.5704
Scale Operator 22.4732 24.3131 25.0490 26.0431 26.7789 28.6205
Town Maintenance Crew Leader 30.7715 32.6114 33.3473 34.3410 35.0773 36.9187
Account Cleric' 47,941.14 51,965.77 53,575.62 55,741.25 57,351.10 61,345.07
Administrative Aide 53,674.81 57,507.81 59,040.99 61,110.83 62,644.02 66,477.00
Administrative Assistant 48,856.13 52,689.13 54,222.32 56,292.14 57,825.32 61,658.30
Adult Day Care Supervisor 42,626.04 46,459.04 47,992.23 50,062.04 51,595.23 55,428.21
Assessment Assistant 48,856.14 52,689.14 54,222.33 56,292.15 57,825.33 61,658.31
Assessment Clerk 39,875.90 43,708.88 45,242:08 47,311.89 48,845.09 52,678.07
Assistant Cook 35,238.58 39,071.56 40,604.76 42,674.58 44,207.77 48,040.74
Assistant to Assessor 62,719.09 67,428.96 69,312.90 71,856.22 73,740.13 78,450.03
Assistant Town Planning Director 82,758.18 86,896.31 88,633.70 90,999.85 92,746.67 97,123.71
Asst.Senior Citizen Site Manager 29,392.32 33,225.30 34,758.50 36,828.31 38,361.49 42,194.49
Bay Constable 54,771.81 58,604.81 60,137.74 62,208.06 63,740.99 72,079.37
Building Inspector 57,441.07 61,274.05' 62,807.25 64,877.06 66,410.25 70,243.23
Building Permits Coordinator 48,856.13 52,689.13 54,222.32 56,292.14 57,825.32 61,658.30
Building Permits Examiner 51,834.97 55,667.94 57,201.14 59,270.94 60,804.13 64,637.12
Case Manager 55,528.01 56,003.83 56,479.67 56,955.48 57,431.31 57,907.13
Case Manager(Spanish Speaking) 55,528.01 56,003.83 56,479.67 56,955.48 57,431.31 57,907.13
Caseworker 55,528.01 56,003.83 56,479.67 56,955.48 57,431.31 57,907.13
Chief Office Assistant 48,856.13 52,689.13 54.222.32 56,292.14 57,825.32 61,658.30
Civil Engineer 81,164.08 85,165.48 86,766.45 88,927.44 90,527.39 94,529.80
Clerk 37,576.45 41,409.44 42,942.62 45,012.46 46,545.65 50,378.62
Clerk(Spanish Speaking) 38,343.05 42,176.04 43,709.22 45,779.04 47,312.23 51,145.21
Code Enforcement Officer 57,441.07 61,274.05 62,807.25 64,877.06 66,410.25 70,243.23
Cook 40,081.68 43,914.66 45,447.85 47,517.64 49,050.84 52,883.83
Appendix G
January 1,2021
40
Appendix G
Salary Structure January 1,2021
Title,- Entry Level• - 1. 2 3 4 5
Custodial Worker 1 43,469.47 47,302.44 48,835.62 50,905.43 52,438.62 56,271.62
Custodial Worker 11 45,386.14 49,219.12 50,752.32 52,822.11 54,355.31 58,188.29
Custodial Worker III 47,398.64 51,231.61 52,764.80 54,834.63 56,367.82 60,200.80
Data Control Supervisor 56,014.99 59,847,97 61,381.15 63,450.98 64,984.17 68,817.15
Data'Entry Operator 40,399.62 44,232.60 45,765.80 47,835.59 49,368.78 53,201.76
Data Processing Equipment Operator 41;731.71 45,756.35 47,366.19 49,524.17 51,134.01 55,097.32
Director of Code Enforcement 62,298.63 66,131.63 67,664.82 69,734.63 71,267.82 75,100.80
Electrical Inspector 57,441.07 61,274.05 62,807.25 64,877.06 66,410.25 70,243.23
Engineering Inspector 61,667.97 65,500.95 67,034.15 69,103.95 70,637.15 74,470.13
Environmental Analyst 50,032.16 56,100.68 58,526.10 61,793.54 64,220.96 70,243.23
Environmental Technician 70,373.53 74,206.50' 75,739.69 77,609.49 79,342.69 83,175.67
Exempt Secretary(to ZBA) 48,842.90 52,675.89 54,209.07 56,278.89 57,812.08 61,645.06
Fire Marshall 1 57,441.07 61,274.05 62;807.25 64,877.06 66,410.25 70,243.23
Food Service Worker 31,252.59 35,085.57 36,618.77 38,688.57 40,221.76 44,054.75
GIS Technician III 89,149.70 93,174.32 94,784.18 96,957.48 98,567.32 102,591.95
Home Health Aide 32,468;38 36,301.36 37,834.55 39,904.37 41,437.55 45,270.53
Justice Court Cashier 37,5,76.45 41,409.44 42,942.62 45,012.46 46,545.65 50,378.62
Justice Court Clerk 42,215.13 46,048.10 47,581.30 49,651.12 51,184.32 55,017.28
Justice CourtClerk(Spanish Speaking) 42,215.12 46,048.10 47,581.30 49,651.12 51,184.32 55,017.28
Justice Court Director 89,191.31 94,049.23 95,992.40 98,615.68 100,558.82 105,416.75
Mini Bus Driver 34,359.41 38,192.41 39,725.37 41,794.38 43,328.62 47,161.62
Neighborhood Aide 35,646.72 39,479.71 41,012.90 43,082.70 44,615.89 48,448.87
Network and Systems Specialist 1 90,478.94 94,311.91 95,845.10 97,914.91 99,446.10 103,281.09
Office Assistant .39,875.90 43,708.88 45,242.08 47,311.89 48,845.09 52,678.07
Ordinance Inspector 57,441.07 61,274.05 62,807.25 64,877.06 '66,410.25 70,243.23
Planner 60,946.41 64,779.40 66,312.35 68,382.67 69,915.59 73,748.58
Planner Trainee 49,662.86 53,495.87 55,028.81 57,099.13 58,632.07 62,465.06
Principal Building Inspector 63,868.99 67,701.96 69,235.16 71,304.97 72,838.15 76,671.13
Principal Office Assistant 40,959.07 44,792.06 46,325,25 48,395.05 49,928.25 53,761.23
Principal Planner 72,279.68 76,112.66 77,645.85 79,715.65 81,248.85 85,081.82
Public Safety Dispatcher 54,330.38 57,535.94 60,741.51 63,947.06 67,152.63 70,358.21
Public Safety Dispatcher It 57,624.34 60,829.89 64,035.45 67,241.00 70,446.59 73,652.16
Public Safety Dispatcher III 59,575.39 62,780.96 65,986.52 69,192.08 72,397.64 75,603.23
Records Management Assistant 61,055.84 64,888.81 66,422,03 68,491.82 70,025.03 73,858.02
Recreation Program Coordinator 27,923.15 31,756.13 33,289.32 35,359.13 36,892.33 40,725.32
Recreation Supervisor 53,118.84 56,951.83 58,485.02 60,554.83 62,088.01 65,920.99
Secretarial Assistant 52,470.25 56,303.23 57,836.43 59,906.23 61,439.41 65,272.40
Secretary 48,842.90 52,675.89 54,209.07 56,278.89 57,812.08 61,645.06
Senior Account Clerk 49,232.76 53,065.73 54,598,93 56,668.74 58,201.95 62,034.92
Senior Account Clerk Typist 50,338.19 54,564.05 56,254.39 58,528.31 60,218.65 64,412.31
Senior Administrative Assistant 58,493,48 62,326.46 63,859.66 65,929.52 67;462.69 71,295.69
Senior Assessment Assistant 51,042.14 54,875.14 56,408.32 58,478.13 60,011.32 63,844.31
Senior Assessment Clerk 41,869.71 44,560.03 47,250.37 49,940.70 52,631.04 55,311.95
Senior Bay Constable 61,790.11 65,623.10 67,157.33 69,226.35 70,759.30 80,238.61
Senior Building Inspector 60,728.20 64,561.17 66,094.36 68,164.16 69,697.37 73,530.34
Appendix G
January 1,2021
41
Appendix G
Salary Structure January 1,2021
Title Entry Level 1 2 3 4 5
Senior Citizen Aide it 34,193.51 38,026.48 39,559.67 41,629.48 43,162.67 46,995.66
Senior Citizens Bus Supervisor 49,801.37 51,594.17 53,127.33 55,196.14 56,730.38 60,563.38
Senior Citizen Program Director 66,330.50 70,163.48 71,696.67 73,766.48 75,299.67 79,132.65
Senior Citizen Program Supervisor 35,646.72 39,479.71 41,012.90 43,082.70 44,615.89 48,448.87
Senior Citizen Site Manager 63,237.62 67,070.59 68,603.78 70,673.58 72,206.78 76,039.74
Senior Clerk 39,198.46 431031.45 44,564.64 46,634.46 48,167.65 52,000.63
Senior Cook 55,528.02 56,003.83 56,479.67 56,955.48 57,431.31 57,907.13
Senior Environmental Planner 70;373.53 74,206.50 75,739.69 77,809.49 79,342.69 83,175.67
Senior Justice Court Clerk 44,187.89 48,212.54 49,822.39 51,980.35 53,590.20 57,553.51
Senior Office Assistant 41,612.89 45,445.86 46,979.05 49,048.87 50,582.05 54,415.04
Senior Planner 70,150.53 73,983.54 75,516.49 77,586.80 79,119.73 82,952.71
Senior Site Plan Reviewer 60,313.13 64,146.11 65,679.30 67,749.12, 69,282.30 73,115.28
Site Plan Reviewer 47,966.62 51,799.61 53,332.80 55,402.61 56,935.79 60,768.78
'Special Projects Coordinator 77,744.38 81,577:36 83,110.56 85,180.36 86,713.55 90,546.54
Stenographer 42,215.13 46,048.10 47,581.30 49,651.12 51,184.32 55,017.28
Stormwater Manager 85,222.31 89,423.75 91,104.77 93,373.82 95,053.77 109,047.05
Technical Coordinator II 84,904.48 88,737.46 90,270.65 92,340.46 93,873.65 97,706.62
Town Engineer 92,758.97 97,332.26 99,161.78 101,631.28 103,460.80 108,034.09
Town Investigator 55,348.88 59,181.85 60,715.05 62,784.86 64,318.06 68,151.,03
Zoning Inspector 57,440.37 61,274.06 62,807.24 64,877.06 66,410.14 70,243.23
Suffolk County Civil Service reclassified all Account Clerk Typist positions to Account Clerk in March 2019.
Appendix G
January 1,2021
42
Appendix H
Salary Structure January 1,2022
Title Entry Level 1 2 3 4 5
AEO 26.1777 28.0452 28.7921 29.8010 30.5478 32.4171
Auto Mechanic I&II 23.9773 25.8445 26.5916 27,6005 28.3475 30.2166
Auto Mechanic III 29.3284 31.1958 31,9427 32.9515 33.6984 35.5677
Auto Mechanic IV 31,2331 •33.1005 33.8474 34.8561 35,6035 37.4724
CEO 27.5447 29.4122 30,1591 31,1677 31.9148 33.7842
Crew Labor,Leader 29.3284 31,1958 31.9427 32.9515 33.6984 35.5677
Diesel Mechanic 29.3284 31.1958 31.9427 32.9515 33.6984 35.5677,
Driver/Messenger 22,8103 24.6778 25.4247 26.4337 27.1806 29.0498
Driver/TCO/School Crossing Guard 22.8103 24.6777 25.4247 26.4337 27,1805 29.0498
Groundskeeper I 26.1777 28.0452 28.7921 29.801 D 30.5478 32A171
Groundskeeper If 27.1409 ,29.0085 29.7553 30.7641 31.5110 33.3803
Groundskeeper III 28.4977 30.4587 31.2430 32.3024 33,0868 35.0488
HEO 26.7777 28.6452 29,3923 30.4010 31.1480 33.0172
Highway Labor Crew Leader 31.2331 33.1005 33,8474 34.8561 35.6035 37.4724
Laborer 22.8103 24.6778 25.4247 26.4337 27.1806 29.0498
Maintenance Mechanic Il 23.9773 25.8445 26.5916 27.6005 28,3475 30.2166
Maintenance Mechanic 111 27.7946 29,6621 30.4090 31.4179 32.1650 34.0340
Maintenance Mechanic IV 29.1846 31.1453 31.9296 32.9889 33.7732 35.7357
Parks Maintenance Crew Leader 31.2331 33.1005 33.8474 34.8561 35.6035 37.4724
Sanitation Site Crew Leader 34.9396 36.8670 37.5540 38.5629 39.3098 41.1790
Scale,Operator 22.8103 24.6778 25.4247 26.4337 21.1806 29.0498
Town Maintenance Crew Leader 31.2331 33.1006 33.8475 34,8561 35.6035 37.4725
Account Clerk' 48,660.26 52,745.26 54,379.25 56,577.37 58,211.37 62,265.25
Administrative Aide 54,479.93 58,370.43 59,928.60 62,027.49 63,583.68 67,474.16
Administrative Assistant 49,588.97 53,479.47 55,035.65 57,136.52, 58,692.70 62,583.17
Adult Day Care Supervisor 43,265.43 47,155.93 48,712.11 50,812.97 52,369.16 56,259.63
Assessment Assistant 49,588.96 53;479.48 55,035.66 57,136.53 58,692.71 62,583.18
Assessment Clerk, 40,474.04 44,364.51 45,920.71 48,021.57 49,577.77 53,468.24
Assistant Cook 35,767.16 39,657.63 41,213.83 43,314.70 44,870.89 48,761.35
Assistant to Assessor 63,659.88 68,440.39 70,352.59 72,934.06 74,846.23 79,626.78
Assistant Town Planning Director 83,999.55 88,199.75 89,963.21 92,364.85 94,137.87 98,580.57
Asst.Senior Citizen Site Manager 29,833.20 33,723.68 35,279.88 37,380.73 38,936,91 42,827.41
Bay Constable 55,593.39 59,483.88 61,039.81 63,141,18 64,697.10 73,160.56
Building Inspector 58,302.59 62,193.16 63,749.36 65,850.22 67,406.40 71,298.88
Building Permits Coordinator 49,588.97 53,479.47 55,035.65 57,136.52 58,692.70 62,583.17
Building Permits Examiner 52,612.49 56,502.96 58,059.16 60,160.00 61,716.19 65,606.68
Case Manager 56,360.93 56,843.89 57,326.87 57,809.81 58,292.78 58,775.74
Case Manager(Spanish Speaking) 56;360.93 56,843.89 57,326.87 57,809.81 58,292.78 58,775.74
Caseworker 56,360.93 56,843.89 57,326.87 57,809.81 58,292,78 58,775.74
Chief Office Assistant 49,588.97 53,479.47 55,035.65 57,136.52 58,692.70 62,583.17
Civil Engineer 82,381.54 86,442.96 88,067.95 90,261.35 91,885.30 95,947.75
Clerk 38,140.10 42,030.58 43,586.76 45,687.65 47,243.83 51,134.30
Clerk(Spanish Speaking) 38,918.20 42,808.68 44,364.,86 46,465.73 48,021.91 51,912,39
Code Enforcement Officer 58,302.69 62,193.16 63,749.36 65,850.22 67,406.40 71,296,$8
Cook 40,682.91 44,573.38 46,12957 48,230.40 49,786.60 53,671.09
Custodial Worker 1 44,121.51 48,011.98 49,568.15 51,669.01 53,225.20 57,115.69
Appendix H
January,1,2022
43
Appendix H
SalaryStructure January 1,2022
Title Entry Level 1 2 3 4 5
Custodial Worker 11 46,066.93 49,957.41 51,513.60 53,614.44 55,170.64 59,061.11
Custodial Worker III 48,109.62 52,000.08 53,558.27 55,657.15 57,213.34 61,103.81
Data Control Supervisor 56,855.21 60,745.69 62,301.87 64,402.74 65,958.93 69,849.41
Data Entry Operator 41;005.61 44,896.09 46,452.29 48,553.12 50,109.31 53,999.79
Data Processing Equipment Operator 42,357.69 46,442.70 48,076.68 50,267.03 51,901.02 55,923.78
Director of Code Enforcement 63,233.11 67,123.60 68,679.79 70,780.65 72,336.84 76,227.31
Electrical inspector 58,302.69 62,193.16 63,749.36 65,850.22 67,406.40 71,296.88
Engineering Inspector 62,592.99 66,483.46 68,039.66 70,140.51 71,696.71 75,587.18
Environmental Analyst 50,782.64, 56,942.19 59,406.02 62,720.44 65,184.27 71,296.88
Environmental Technician 71,429.13 75,319.60 76,875.79 78,976.63 80,532.83 84,423.31
Exempt Secretary" (to ZBA) 49,575.54 53,466.03 55,022.21 57,123.07 58,679.26 62,569.74
Fire Marshall 1 58,302.69 62,193.16 63,749.36 65,850.22 67,406.40 71,296.88
Food Service Worker 31,721.38 35,611.85 37,168.05 39,268.90 40,825.09 44,715.57
GIS Technician 111 90,486.95 94,571.93- 96,205.94 98,411.84 100,045.83 104,130.83
Home Health Aide, 32,955.41 36,845.88 38,402.07 40,502.94 42,059.11 45,949.59
Justice Court Cashier 38,140.10 42,030.58 43,586.76 45,687.65 47,243.83 51,134.30
Justice Court Clerk 42,848.36 46,738.82 48,295.02 50,395.89 51,952.08 55,842.54
Justice Court Clerk(Spanish Speaking) 42,848.35 46,738.82 48,295.02 50,395.89 51,952.08 55,842.54
Justioe Court Director 90,529.18 95,459.97 97,432.29 100,094.92 102,067.20 106,998.00
Mini Bus Driver -34,874.80 38,765.30 40,321.25 42,421.30 43,978.55 47,869.04
Neighborhood Aide 36,181.42 -40,071.91 41,628.09 43,728.94 45,285.13 49,175.60
Network and Systems Specialist 1 91,836.12 95,726.59 97,282.78 99,383.63 100,939.82 104,830.31
Office Assistant 40,474.04 44,364.51 45,920.71 48,021.57 49,577.77 53,468.24
Ordinance inspector 58;302.69 82,193.16 63,749.36 65,850.22 67,406.40 71,296.88
Planner 61,860.61 65,751.09 67,307.04 69,408.41 70,964.32 74,854.61
Planner Trainee 50,407.80 54,298.31 55,854.24 57,955.62 59,511.55 63,402.04
Principal Building Inspector 64,827.02 68,717.49 70,27169 72,374.54 73,930.72 77,821.20
Principal Office Assistant 41,573.46 45,463.94 47,020.13 49,120.98 50,677.17 54,567.65
Principal Planner 73;363.88 77,254.35 78,810.54 80,911.38 82,467.58 86,358.05
Public Safety Dispatcher 55,145.34 58,398.96 61,652.65 64,906,27 68,159.92 71,413.58
Public Safety Dispatcher li 58,488.71 61,742.34 64,995.98 68,249.62 71,503.29 74,756.94
Public Safety Dispatcher 111 60,469.02 63,722.67 66,976.32 70,229.96 73,48160 76,737.28
Records,ManagemeritAssistant 61,971.68 65;862.14 67,418.36 69,519.20 71,075.41 74,965.89
Recreation Program Coordinator 28,342.00 32,232.47 33,788.66 35,889.52 37,445.71 41,336.20
Recreation Supervisor 53,915.62 57,806.11 59,362.30 61,463.15 63,019.33 66,909.60
Secretarial Assistant 53,257.30 57,147.78 58,703.98 60,804.82 62,361.00 66,251.49
Secretary 49,575.54 53,466.03 55,022.21 57,123.07 58,679.26 62,569.74
Senior Account Clerk 49,971.25 53,861.72 55,417.91 57,518.77 59,074.98 62,965.44
Senior Account Clerk'Typist 51,093.26 55,382.51 57,098.21 59,406.23 61,121.93 65,378.49
Senior Administrative Assistant 59-370.68 63,261.36 64,817.55 66,918.46 68,474.63 72,365.13
Senior Assessment Assistant 51,807.77 55,698.27 57,254.44 59,355.30 60,911.49 64,801.97
Senior Assessment Clerk 42,497.76 45,228.43 47,959.13 50,689.81 53,420.51 56,141.63
Senior Bay Constable 62,716.96 66,607.45 68,164.69 70,264.75 71,820.69 81,442.19
Senior Building inspector 61,639.12 85,529.59 67,085.78 69,186.62 70,742.83 74,633.30
Senior Citizen Aide II 34,706.41 38,596.88 40,153.07 42,253.92 43,810.11 47,700.59
Senior'Chizens Bus Supervisor 50,548.39 52,368.08 53,924.24 56,024.08 57,581.34 61,471.83
Appendix H
January 1,2022
44
Appendix H
Salary Structure January 1,2022
Title Entry Level 1 2 3 4 15
Senior Citizen Program Director 67,325.46 ' 71.215.93 72,772.12 74;872.98 76,429.17 80,319.64
Senior Citizen Program Supervisor 36,181.42 40,071.91 41,628.09 43,728.94 45,285.13 49,175.60
Senior Citizen Site Manager 64,186.18 68,076.65 69,632.84 71,733.68 73,289.88 77,180.34
Senior Clerk 39,786.44 43,676.92 45,233.11 47,333.98 48,890.16 52,760.64
Senior Cook 56,360.94 56,843.89 57,326.87 57,809.81 58,292.78 58,775.74
Senior Environmental Planner 71,429.13 75,319.60 76,875.79 78,976.63 80,532.63 84,423.31
Senior Justice Court Clerk 44,850.71 48,935.73 50,569.73 52,760.06 54,394.05 58,416.81
Senior Office Assistant 42,237.08 46,127.55 47,683.74 .49,784.60 51,340.78 55,231.27
Senior Planner 71,202.79 75,093.29 7.6,649.24 78,750.60 80,306.53 84,197.00
Senior Site Plan Reviewer 61,217.83 65,108.30 66,664.49 68,765.36 70,321.53 74,212.01
Site Plan Reviewer 48,686.12 52,576.60 54,132.79 56,233.65 57,789.83 61,680.31
Special Projects Coordinator 78,910.55 82,801.02 84,357.22 86,458.07 88,014.25 91,904.74
Stenographer 42,848.36 46,738.82 48,295.02 50,395.89 51,952.08 55,842.54
Stomtwater Manager 86,500.64 90,765.11 92,471:34 94,774.43 96,479.58 110,682.76
Technical Coordinator II 86,178.05 90,068.52 91,624.71 93,725.57 95,281.75 99,172.22
Town Engineer 94,150.35 98,792.24 100,649.21 103,155.75 105,012.71 109,654.60
Town Investigator 56,179.11 60,069.58 61,625.78 63,726.63 65,282.83 69,173.30
Zoning Inspector 58,301.98 62,193.17 63,749.35 65,850.22 67,406.29 71,296.88
Suffolk County Civil Service reclassified all Account Clerk Typist positions to Account Clerk in March 2019.
Appendix H
January 1,2022
45
Part Time Rates
Part Time Hourly Rates
s Title 1/1/2020 6/112020 1/1/2021 1!1/2022
Account Clerk' 22.50 22.73 22.95 23.30
Assistant Cook 20.47 20.68 20.88 21.20
Bay Constable 23.48 23.72 23.96 24.32
Clerk 14.59 14.74 14.88 15.11
Clerk Typist 15.56 15.71 15.87 16.11
Code Enforcement Officer 29.45 29.74 30.04 30.49
Community Relations Specialist 33.62 33.96 34.29 34.81
Court Attendant 18.58 18.77 18.96 19.24
Court Officer 32.26 32.58 32.91 33.40
Custodial Worker 1 15.38 15.53 15.69 15.92
Detention Attendant 18.58 18.77 18.96 19.24
Electrical Inspector 31.34 31.65 31.97 32.45
Environmental Analyst 33.62 33.96 34.29 34.81
Fire Marshall 31:34 31.65 31.97 32.45
Food Service Worker 15.92 16.08 16.24 16.48
Guard 15.78 15.94 16.10 16.34
Home Health Aide 15.92 16.08 16.24 16.48
Kitchen Aide 14.98 15.13 15.29 15.51
Land Management Specialist it 31.78 32.10 32.42 32.91
Legal Secretary '23.29 23.53 23.76 24.12
Maintenance Mechanic 1 19.67 19.87 20.07 20.37
Mini Bus Driver 19.11 19.30 19.50 19.79
Neighborhood Aide 29.15 29.44 '29.74 30.18
Principal Clerk 18.70 18.89 19.07 19.36
Public Safety Dispatcher 18.58 18.77 18.96 19,24
Scale Operator 17.61 17.78 17.96 18.23
Senior Citizen Aide II 17.67 17.85 18.02 18.29
Senior Clerk Typist 16.35 16.52 16.68 16.93
Senior Planner 32.60 32.93 33.26 33.75
Senior Tax Cashier 25.00 25,25 25,50 25.89
Tax Cashier 18.70 18.89 19.07 19.36
Tax Receiver Clerk 18.70 18.89 19.07 19,36
Snarled Rates
Constable Fishers island 20,950.28 21,159.79 21,371.38 21,585.10
Recreation Program Coordinator--Entry Level 28,278.02 28,560.80 28,846.41 29,134.87
Recreation Program Coordinator-Step 1 32,159,72 32,481.31 32,806.13 33,134.19
Recreation Program Coordinator-Step 2 33,712.39 34,049.52 34,390.01 34,733.91
Recroatlori Program Coordinator-Step 3 35,808.52 36,166,61 36,528.27 36,893.56
Recreation Program Coordinator-Step 4 37,361.20 37,734.81 38,112.16 38,493.28
Recreation Program Coordinator-Step 5 41,242.89 41,655.32 42,071.88 42,492.59
'
Suffolk County Civil Service reclassified all Account Clerk Typist poaitlons,to Account Clerk in March 2019.
PartTlme Rates
46