HomeMy WebLinkAboutCSEA Agreement 01/01/99-12/02AGREEMENT
by and between the
TOWN OF SOUTHOLI),~
and
CSEA ~1000 AFSCME
~-CIO c~
~gU?HOLD TOWI, ONIT 8785
P.0. BOX III
PECON[C. N Y 11958
ToWn of SoUthold Unit
Suffolk County Local 852
January 1, 1999'-, December 31, 2002
TABLE OF CONTENTS
SECTION
AGENCY SHOP FEE
AMENDMENTS
BEREAVEMENT LEAVE
CIVIL SERVICE~PROTECTION
COMPENSATORY TIME
CSEA RIGHTS
DEFINITIONS
DISABILITY INSURANCE
DUES
EMPLOYEE BENEFIT FUND
EMPLOYEE DRUG AND ALCOHOL TESTI]qG
EMPLOYEE LEAVE REQUESTS
EMPLOYEE TRAINING
GOOD FAITH AGREEMENT
GRIEVANCE PROCEDURE
HAZMAT DUTIES . ~ ~,.
HEALTH INSURANCE AND ,HOSPITALIZATION
HIGHWAY DEPARTMENT ~
HOLIDAYS
HOURS OF WORK
INJURIES SUSTAINED IN THE COURSE OF
EMPLOYMENT
JD'RY DUTY
LAYOFFS
LEAVE OF ABSENCE
LEGAL SERVICES
LEGISLATIVE APPROVAL
LICENSES
LONGEVITY
MANAGEMENT RIGHTS
MILEAGE ALLOWANCE
NEGOTIATING COMMITTEE
NO STRIKE PLEDGE
OVERTIME
PAYROLL CHECKS
PERSONAL LEAVE
PERSONNEL RECORDS
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PUBLIC SAFETY DISPATCHERS
RECALL
RECOGNITION
RETIREMENT BENEFITS
SALARIES
SENIORITY
SEVERABILITY
SHIFT DIFFERENTIAL
SICK LEAVE
TERM OF AGREEMENT
TERMINATION BENEFITS
TIME CLOCKS
UNAUTHORIZED ABSENCE
UNIFORMS
VACATIONS
WAIVER-ZIPPER
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THIS AGREEMENT made this 22nd day of May, 1999, 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, hereinafter called 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, hereinafter called "CSEA".
WHEREAS, CSEA has heretofore 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,
secretaxy to the Town Attorney, comptroller of the Town, appointees, volunteers, interns,
and police officers of the police depathnent of the Town, hereinafter referred to as
"employees," for the purpose of negotiating collectively with the Town in a
determination of the terms and cendifions of employment and to enter into written
agreements with respect thereto.
SEC. 1. RECOGNITION
1.1 The Town does hereby reeagaiae 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 CS~A the/[ollowing 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 persounel~by which
municipal operations are to be conducted; to determine the content ofjob classifications
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subject to Civil Service Commission approval; to take all actions necessary to carry out
its mission in emergencies; and the technology of performing its works.
SEC. 3 AGENCY SHOP FEE
3.1 The CSEA shall have the following security:
a. Every employee who is a member of the CSEA shall remain a member of
the CSEA in good standing for the term of this Agreement or pay to the
CSEA a service fee as hereinafter set forth.
b. Every employee hired during the term of this Agreement shall, no later than
the fi~t pay day after the date of such hiring, either:.
1. Become a member of the CSEA and remain a member in good
standing for the teim of this Agreement; or
2. Pay the CSEA service fee hereinafter set forth.
c. The CSEA service fee referred to henlLa*t~s 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. Such amount shall be deducted fron5 t~,,~ lm~ployee s bi-weekly pay check, or
shall be paid directly to the CSEA on each bi-weekly pay day.
d. The Town assumes no liability or responsibility for the disposition of the
agency fee funds collated for 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 inthe
administration of its affairs regarding the agency fee, again.qt all of such the CSEA does
hereby hold the Town harmless.
SEC. 4. GOOD FAITH AGREEMENT
4.1 The parties agree that they will each conduct grievance heatings and contract
~negotiations in good faith, exchange viewpoints, make proposals and counter-propo~ls,
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
reject to thc terms and conditions of employment and the admi~..'strafion~, f grievances
of the ~mployees.
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SEC. 5. NEGOTIATING COMMITTEE
5.1 The CSEA negotiating committee shall consist of no more than five employees
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
shall apply:
6.1 "Full-time employee" means those employees who regularly work twelve months
per year, five days per week and not less then seven hours per day.
6.2 "Part-time employee" means those employees who regularly work less than twelve
months per year, or who work less than a five day 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 shall 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 shall have rendered twelve
(12) months of continuous service~hall {~e granted the protection of the applicable
provisions of Article 5 of the Civil Service Law.
7.3 Employees shall 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 temis and conditions of employment.
7.4 Notice of all positions of employment to be filled shall be posted on available
bulletin boards and all employees shall be given adequate opportunity to make
application thereof.
7.5 Prior to creating a new position covered by the recognition clause and rate for
same, the Town shall 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.
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SEC. 8. SENIORITY
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8.1 Seniority shall be determined on the basis of continuous employment in the
service of the Town and each department of the Town shall establish and maintain a
seniority list of the full-time employees in such department. Unless otherwise provided
by law, seniority for full-time employees shall include full credit for each year of full-
time'employment in tile service of the Town, and ½ year credit for each year of any part-
time service with the Town.
8.2. Unless otherwise provided by law, and subject to the provisions of Sec. 9
(LAY OFFS), 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 such position.
SEC. 9. LAYOFFS
9.1 During the terms of this Agreement, the Town shall not lay off employees hired
prior to December 31, 1980, unless there is reason~e cause therefor.
9.2 In the event that it is necessary to lay-off tft¢!-01;ae employees, the Town agrees
that the same will be accomplished on the basis of seniority within job classifications
within each department (i.e., employees with the least seniority will be first laid-off).
Effective June 8, 1999, any pm-time employees in the job classification within the
deparlment shall be laid-off first, in inverse order of seniority.
9.3 When it is necessary to employ additional employees, such positions Shall 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 such employment shall be sent to
each such employee by registered mail directed to the employee's last known address
advising of same.
9.4 In the event of lay-offs, the Town shall make every reasonable effort tn notify in
writing both the CSEA Unit President and the employee affected at least forty-five (45)
calendar days prior to the effective date of the layoff.
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SEC. 10. LEGAL SERVICES
10.1 The Town shall 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 shall
first occur. If an employee receives salary during such per/od of incapacity, any sums
received by such employees under the provisions of the Workers' Compensation Law for
lost earnings as a result of such injury shall be paid by such employees to the Town. Any
absence of an employee by mason of such injuries shall not be deducted from any sick
leave to which such employee may be entitled.
SEC. 12. PERSONNEL RECORDS
12.1 Any employee, not more than twice yearly, shall be entitled to examine his/her
official personnel file upon making r~quest therefor to the person having custody of said
records.
12.2 Upon request, any employee shall be furnished with a copy of any material in
his/her personnel file.
12.3 Only one employee personnel file shall be maintained which shall contain all
mater/al with respect to such employee.
12.4 No material derogatory to any employee, his or her conduct, character or service
shall be placed in his/her personnel file unless he or she has been given the oppommity
to examine the same and affix his/her signature thereon, which signature shall not be
deemed to indicate that the eJ~,loyee in any way consents to or agrees with the contents
thereof. The employee may place in such personnel file a written answer to any
derogatory material in said files, effective June 8, 1999, within 10 working days after
receiving notification of the proposed inclusion~f the material in the file.
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SEC. 13. UNIFORb/IS
13.1 Uniforms supplied to Public Safety Dispatchers will be cleaned at Town expense,
by the Town selected cleaning service.
SEC. 14.. VACATIONS
14.1 Effective January 1, 1999, all full-time employees shall be entitled to vacation
time in accordance with the following schedule:
LENGTH OF SERVICE
VACATION CREDIT
After 6 months
Start of 2~a year through the 34 year
Start of 4~ year through the 6~ year
Start of 7t~ year through the 9* year
Start of 10~ year through the 11' year
Start of 12' year through the 14' year
Start of 15~ year through the 19~ year
Start of 20~ year though the 22na year
Start of 23~ year and thereafter
3 days
10 days
12 days
15 days
18 days
20 days
23 days
25 days
30 days
14.2 Advanced payment for em-ned vacation shall bepaid to such employee prior to
commencement of such vacation provided that the employee gives written notice of the
time of the commencement thereof to the Supervisor at least three (3) weeks prior
thereto.
14.3 The head of each department shall approve the vacation schedules for the
employees in the respective departments.
14.4 Not more than twelve (12) days of unused vacation time may be carded over into
the succeeding year.
14.5 Subject to the prior approval of the department head, vacation may be taken in
increments of one (1) day at a time, so long as it does not interfere with the day to day
operation of services to the Town.
14.6 Effective June 8, 1999, no time shall be accrued during leaves of absence and/or
suspensions from work exceeding 30 calendar days.
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14.7 Effective June 8, 1999, if the Town cancels a previously approved vacation, or
any part thereof, it will pay the employee for any such time that cannot'be rescheduled
that year.
SEC. 15. JURY DUTY
15.1 Employees who are required to serve on jury duty shall receive full salary during
the period of such service, subject to their payment to the Town of all amounts received
for such duty, exclusive of expenses of travel and meals, and shall receive full excusal
for the day of such jury duty, regardless of shift.
SEC. 16. BEREAVEMENT LEAVE
16.1 Full-time employees shall be entitled to three (3) days (effective June 8, 1999, 4
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, or daughter-in-law of
such employee. A full-time employee shall 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 shall be in addition to any other leave of absence to
which such employee is entitled under any other provision of this Agreement. The Town
Supervisor shall also have the sole, nongrievable discretion to grant bereavement leave
for the loss of other persons.
SEC. 17. UNAUTHORIZED ABSENCE
17.1 An employee who shall be absent without authorization therefor, for which no
satisfactory explanation is given, shall not be compensated for such period of absence,
and if such absence shall continue for ten (10) continuous working days, such
unauthorized absence shall be deemed to constitute just cause for dismissal in accordance
with applicable roles of-the Suffolk County Civil Service Rules and Regulations.
SEC. 18. LEAVE OF ABSENCE
18.1 Upon request, full-time.employees may be granted a child care leave of absence
not exceeding two (2) years without pay by reason of the birth to or adoption of a child
by the employee. Such employee, upon the expiration of such period of leave of
absence, shall be restored to same or comparable position of emp!oyment, 4f the same is
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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 (1) year for reasons of personal health or that of their immediate
family, provided, however, that the pecessity therefor 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 shall be entitled to
fifteen (15) days sick leave with pay. Full-time employees with less than one year of
service shall be entitled to one (1) day of sick leave with pay for each month of service.
Part-time employees who work at least five days in each week shall be entitled to one (1)
day sick leave with pay for each month after the first month of work. Effective July 1,
1999, part-time employees shall accrue one (I) hour of sick leave for each twenty (20)
hours actually worked. Not more than 1/a of this accmed time maybe utilized annually,
pursuant to the procedures contained in contract Section 21 and applicable department
practices, if any, as though it were personal leave.
19.2 Full-time employees hired after October 15, 1996 shall be entitled to twelve (12)
days sick leave during their first year of employment, thirteen (13) days during their
second year of employment, fourteen (14) days during their third year of employment and
fifteen (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 shall become sick while on vacation may have such period of
illness charged against any unused sick leave, provided that a physician certifies to such
illness and the duration thereof in writing and the vacation period of such employee shall
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 said appointment after working hours shall have
said sick leave time deducted in the same manner as in Section 19.5.
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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.
Effective June 8, 1999, 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 exceeding the average shall be notified in advance that a
doctor's note will be necessary for future absences.
19.8 Upon retirement, a full-time employee shall 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 3 accumulated over 40. In no event
shall the grand total payment exceed 120 days.
19.9 Effective June 8, 1999, no time shall be accrued during leaves of absence and/or
suspension from work exceeding 30 calendar days.
SEC. 20. HOLIDAYS
20.1 Full-time employees shall be entitled to the following holidays off with pay, to
wit:
the first day of January, known as New Year's Day
the third Monday of January, known as Martin Luther King, Jr. Day
the twelfth day of February, known as Lincoln's Birthday (delete, effective
January 1, 2000)
the third Monday in February, known as (President's Day) Washington's
Birthday
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
the second Monday in October, known as Columbus Day
the Tuesday next succeeding the fast 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 shall receive a floating holiday to be ~cheduled as though it
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were a personal day (effective January 1, 2000)
the twenty-fifth day of December, known as Christmas Day
the eve of Thanksgiving Day, ½ day
the eve of Christmas Day, ½ day
the eve of New Year's Day, '/2 day
20.2 Where a federally observed holiday differs from the foregoing list of holidays, the
federal holiday will be observed instead of the day listed in the foregoing.
20.2a Holidays for Public Safety Dispatchers and Bay Constables shall 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 shall be observed as a holiday, and if any of the above specified
holidays occurs on a Sunday, the succeeding Monday shall 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 such days, such
employees so requested to work on the above named holidays agree to do so and shall be
compensated therefor in accordance with Section 29.2 hereof.
20.5 Effective June 8, 1999, 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 Effective June 8, 1999, employees shall have the option of~eeiving pay rather
than time offfor not more than 3 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 shall be entitled to four (4) days personal leave of absence
with pay in each calendar year for personal business rff~ons (personal leave days) and,
effective October 15, 1996, new employees shall receive (1) day of personal leave of
absence per quarter during the first calendar year of their employment, provided that the
time for taking such leave be subject to prior approval by the dep.mhnent l~ead. Effective
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January 1, 2000, personal leave shall also be prorated quarterly for employees during
their last year of employment.
SEC. 22. COMPENSATORY TIME
22.1 Whenever, under any provision hereof, an employee is entitled to compensatory
time off, the same shall be taken at such time and for such duration as shall be mutually
agreed to by the employee and the department head of the depa~hnent in which he/she is
employed.
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.
22.3 Straight-time compensatory time will be granted to Public Safety Dispatchers and
Bay Constables who actually work on Easter Sunday.
SEC. 23. HEALTH INSURANCE AND HOSPITALIZATION
23.1 There shall be a six (6) month waiting eligibility period for inclusion into the
Town of Southold Employees Health Benefit Plan from the employee's date of hire.
23.2 The Town shall continue to pay its 100% premium contribution towards the cost
of medical and hospitalization benefits in accordance with the terms and conditions as set
forth in the Town of Southold Employees Health Benefit Plan "Description Booklet"
dated May 1989, except as to the identity of the administrator and, except that those
enrolled in the Plan are required to pay a five dollar ($5.00) ($6, effective June 8, 1999;
$7, effective January 1, 2000; $8, effective January 1, 2001; $10, effective January 1,
2002) co-payment for each and every office visit to a participating provider and for each
and every visit to a lab or clinic for all diagnostic testing. Additionally, there shall be a
five dollar ($5.00) ($6, effective June 8, 1999; $7, effective January 1, 2000; $8,
effective January 1, 2001; $10, effective January 1, 2002) co-payment for every non-
genetic drug prescription and a four dollar ($4.00) ($5, effective June 8, 1999, $6,
effective January 1, 2000, $7, effective January 1, 2001; $9, effective January 1, 2002)
co-payment for every generic drag prescription so received up to a maximum of one
hundred seventy-five dollars ($175) ($200, effective January 1, 2000) per year at which
time co-payment will revert to two dollars ($2.00) ($4, effective January 1, 2000) for
every non-genetic drug prescription and a one dollar ($1.00) ($2, effective January 1,
2000) co-payment for every generic drag prescription filled.
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23.3 The hospitalization program may be subject to grievances only with respect to the
application of the terms of the hospitalization program to individual claim and not with
respect to the terms of the plan itself.
23.4 Effective June 8, 1999, employees will be eligible for individual coverage, but not
family coverage, if they are eligible for coverage under another Town employee's Town
health insurance plan. The employee may reinstate family 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.
23.5 Health Insurance Declination Bonus. Effective June 8, 1999, employees may opt
out of the Town's health insurance program in whole or in part for a full year by
completing the appropriate form furnished by the Town. An employee optingout of the
Town's health insurance program in whole or in part shall be paid 50% of the premium
savings, provided the employee maintains the employee's waiver (remains out) for a full
year. Payments shall be subject to all usual payroll deductions and shall be made on or
about December 15 of each year.
Employees electing to waive coverage must do so by filing their forms no later
than November 30 in any year, with the provisions of this section taking effect on the
next January 1. Once a waiver form has been filed with the Town, the waiver shall
continue to be in effect from year to year thereafter until the employee elects to reenroll
and the employee shall be entitled to the applicable payment for waiver for each full year
his or h~r waiver is in effect.
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 shall include loss of employment or termination of insurance for,
a spouse whose employer had provided the alternative insurance. Emergency shall not
include the change of any such alternative insurance from a noncontributory to a
contributory plan, or the voluntary declination of the spouse of insurance offered by the
spouse's employer.
Reinstatement of coverage for the succeeding year may be made by notifying the
Town in writing no later than November 30 to be effective the succeeding fiscal year.
This deadline shall not apply to emergency reinstatement of insurance as pxrovided for in
the above paragraph, but the reinstatement shall be subject to wh~tever requirements or
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deadlines are imposed by the Town's program. If reinstatement occurs during a waived
year due to emergency, the employee will repay, prorata, any amount already forwarded
to the employee in return for the waiver, by payroll deduction.
23.6 Flexible Spending Plan. An Internal Revenue Code § 125 flexible spending plan
related to the health insurance declination only shall be implemented by the Town as
soon as practicable after June 8, 1999. It is understood that, before the plan is utilized by
a particular unit member, the member shall first agree in writing 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 Town for the
purpose of complying with this Section.
SEC. 24. EMPLOYEE BENEFIT FUND
24.1 The benefits provided by the 1996-1998 Agreement shall be continued (the CSEA
Employment Benefit Fund Package 7 Plan)
24.2 The Town will make payments to the CSEA Employee Benefit Fund for the
benefit of full-time employees. Effective January 1, 1999, the Town's payments shall not
exceed $613.56 per full-time employee per year. Effective July 1, 1999, the Town's
payments shall not exceed $655.92 per full-time employee per year. Effective July 1,
2000, the Town's payments shall not exceed $852.48 per full-time employee per year.
Effective July 1, 2001, the Town's payments shall not exceed $862.92 per full-time
employee per year. Effective January 1,2002, the Town's payments shall not exceed
$1,125.96 per full-time employee per year. Such payments shall be made in advance on
a bimonthly basis. The mount of each payment shall be based on the number of full
time employees shown on the last payroll preceding such payment. An adjustment shall
be made at the end of each bimonthly period in increase payments (on a daily basis) for
employees added to the payroll during the two month period subsequent to the payment
date to decrease payments (on a daily basis) for employees who have been removed from
the payroll during the two month period subsequent to the payment date.
24.3 The Town will make payments to the fund in the amount of whatever charge is
made against each employee by the fund. The difference between this amount and the
cost &the fund shall be deducted for the employee's pay check, r,
24.4 CSEA represents that the CSEA Employee Benefit Fund is a legally constituted
entity;, that such entity may legally receive funds paid to it by the Town fo[the benefit of
the employees of the Town; and that the employees of the Town fire eligible to
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pa~icipate in the benefits provided by such entity. CSEA also represents that it will
obtain and provide to the Town such assurance from the Trustees of said Benefit Fund as
will satisfy the representations set forth in the preceding paragraph hereof.
24.5 It is understood and agreed by and between the parties hereto 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 such 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 shall provide to Tier 1 and 2
employees a noncontributo~ "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 thereof to the New York State Eml~loyees Retirement System.
25.2 Subject to the applicable provisions of the law, the Town shall 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 subject to the provisions of Section 41J of the
Retirement and Social Security Law.
SEC. 26. DUES
26.1 Dues deduction shall 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 shall continue to make deductions from the salary of each employee
who has authorized the same in writing until authorized in writing by such employee to
discontinue, change, or amend such deductions.
26.3 Any employee authorization to discontinue dues deductions shall be in dupl~ate
signed by such employee and submitted to the Supervisor, who shall promptly mail one
copy thereof to the Treasurer of CSEA.
14
3/22/00
26.4 The Town shall assume no liability or responsibility for the disposition of dues
deductions after the same are paid over to the Treasurer of C.S.E.A.
SEC. 27. SALARIES
27.1 For all full-time' employees hired on or before June 8, 1999:
Effective January 1, 1999, all employees on the Entry Level, 1a and 2~ steps shall
receive a $750 increase. In addition, all employees on Steps 3 and 4 shall receive an
$800 increase. In addition, all employees on Step 5 shall receive a $1,200 increase.
Effective January 1, 1999, eligible employees shall be entitled to step movement
on January 1 provided they were employed by the Town before September 30 of the
preceding calendar year.
Effective January 1, 2000, all employees on the Entry, 1a and 2nd steps shall
receive an $800 increase. In addition, all employees on Step 3 and 4 shall receive a $900
increase. In addition, all employees on Step 5 shall receive a $1,200 increase.
Effective January 1, 2000, eligible employees shall be entitled to step movement
on January 1 provided they were employed by the Town before July 1 of the preceding
calendar year.
Effective January 1, 2001, all employees on the Entry, 1~t and 2~ steps shall
receive a $900 increase. In addition, all employees on Steps 3 and 4 shall receive a
$1,000 increase. In addition, all employees on Step 5 shall receive a $1,400 increase.
Effective January 1, 2002, all employees on the Entry Level, 1~ and 2~ steps shall
receive a $900 increase. In addition, all employees on Steps 3 and 4 shall receive a
$1,000 increase. In addition, all employees on Step 5 shall receive a $1,400 increase.
27.2 For all full-time employees hired after June 8, 1999:
Eligible employees shall be entitled to step movement on January 1 provided they
were employed by the Town before July 1 of the preceding calendar year.
Effective January 1, 2000, the Entry, 1a and 2~d steps shall be increased by $800;
Steps 3 and 4 shall be increased by $900; and Step 5 shall be increased by $1,200.
15
3/22/00
Effective January 1, 2001, the Entry, 1~ and 2nd steps shall be increased by $900;
Steps 3 and 4 shall be increased by $1,000; and Step 5 shall be increased by $1,400.
Effective January 1, 2002, the Entry Level, 1a and 2na steps shall be increased by
$900; Steps 3 and 4 shall be increased by $1,000; and Step 5 shall be increased by
$1,400.
For all part-time employees:
Effective January 1, 1999, all part-time employees who have not received a salary
increase in 1999 shall receive a 3% increase. Effective January 1, 2000, 20 hour
employees shall receive a .58/hour increase and 17.5 hour employees shall receive a
.66gnour increase. Effective January 1, 2001, 20 hour employees shall receive a .67/hour
increase and 17.5 hour employees shall receive a .77/hour increase. Effective January 1,
2002, 20 hour employees shall receive a .67/hour increase and 17.5 hour employees shall
receive a.77/hour increase.
27.3 An employee who is promoted shall be placed on the step in the new position
which will enable said employee to have an increase equal to at least five (5) percent of
the employees rote before promotion. In no event shall any increase exceed Step 5 of the
new position.
27.4 The Town shall prepare a salary schedule of employees as provided herein and the
same shall be annexed hereto.
27.5 Employees assigned to work as "Acting Foreman" for more than three (3)
consecutive days shall be paid foreman's pay.
27.6 Effective January 1, 1999, longevity and all leave credits except personal leave,
shall become effective the first pay period in the month of the employee's anniversary
date.
SEC. 28. RECALL
28.1 Employees who are required to report to work due to floods, storms or other
Emergency shall be deemed for all purposes to have commenced work when notified-to
report for work. When possible, in such events, such employees will be given a period of
45 minutes within which to report to work.
16
3/22/00
28.2 Such employees, when required to work, shall receive a minimum of four (4)
hours compensation at their regular salary scale.
28.3 Except in the case of a foreman, not fewer than two employees shall be called out
for emergency work.
SEC. 29. OVERTIME
29.1 Employees who shall be required to work in excess of eight (8) hours in any one
day shall be compensated therefor at the rate of one and one-half (1-1/2) time the normal
rate of salary or wages, or at the option of the employee shall be given compensatory
time off at the same rate subject to law. The provisions of this paragraph shall not,
however, apply to work performed on any holiday set forth in this Agreement.
29.2 Full-time employees who shall be required to work during the hours between 7:30
AM and 4:00 PM (7:00 AM and 3:30 PM in the Highway Depat anent and Department of
Public Works) on any holiday set forth in this Agreement shall receive compensation
thereof at the regular rate of salary or wages in addition to receiving the regular salary or
wages for such holiday and shall also be given compensatoD' time offwith pay equal to
the time worked on any such holiday. If any such 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
Depathnent and DepaCunent of Public Works), the employee shall be compensated for
hours worked at double the rate of salary or wages.
29.3 On or about the 10t~ of each month, the department head of every department of
the Town shall post in a conspicuous place within the depadment 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 shall receive additional 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 ten years but fewer than fifteen (15) years of service
shall receive a salary increase of 5%.
b. Employees with at least fifteen (15) years but fewer than twenty (20) years of
service shall receive a salary increase of 6%.
17
3/22/00
c. Employees with twenty (20) years but fewer than twenty-five (25) years of
service shall receive a salary increase of 7%.
d. Employees with twenty five (25) years of service or more shall receive a salary
increase of 8%.
e. Additional compensation as provided in this section shall commence on the
first day of the month in which an employee becomes eligible therefor.
SEC. 31. SHIFT DIFFERENTIAL
31.1 Effective January 1, 1999, a shift differential of $800 per year shall be granted to
each Public Safety Dispatcher who works three shif~ around the clock on a regularly
scheduled basis.
31.2 Effective January 1, 2000, a shift differential of $900 per year shall be granted to
each Public Safety Dispatcher who works three shifts around the clock on a regularly
scheduled basis.
31.3 Effective January 1,2001, a shift differential of $1,000 per year shall be granted
to each Public Safety Dispatcher who works three shifts around the clock on a regularly
scheduled basis.
31.4 Effective January I, 2002, a shift differential of $1,100 per year shall be granted
to each Public Safety Dispatcher who works three shifts around the clock on a regularly
scheduled basis.
31.5 Effective January 1, 2000, a shift differential of $300 per year shall be granted to
each Public Safety Dispatcher who works two rotating shifts on a regularly scheduled
basis.
31.6 The above shift differentials shall apply as well to any custodian working the
night shift. If more than one (1) custodian rotates onto the night shift the shift
differential will be prorated between those employees. Effective January l, 2000, a shift
differential of $300 per year shall be granted to each custodian working the rotating night
shift.
31.7 Effective January 1, 2000, a shift differential of $300 per year shall be granted to
each full-time Bay Constable.
18
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SEC. 32. MILEAGE ALLOWANCE
32.1 Employees who shall be required to use their private automobile in the
performance of official Town business shall be compensated therefor at a rate to be set
by the Town Board upon the presentation of a voucher therefor to the Town Board.
SEC. 33. LICENSES
33.1 Employees required to have a Suffolk County Electrician's License for
employment with the Town shall have the fee paid by the Town up to $100 per year.
33.2 Effective January 1, 2000, the Town shall reimburse the cost of the CDL license
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 shall be as follows:
34.1 Clerical employees shall work seven (7) hours per day with one hour for lunch,
five days per week (Monday through Friday) for a total of thirty-five (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 shall be given on a seniority
basis. Five days notice shall be given for such change in the regular schedule.
34.2 Building Inspectors shall work seven hours per day (8:00 AM to 4:00 PM) with
one hour for lunch, five days per week (Monday through Friday) for a total of thirty-five
hours per week.
34.3 Highway Depaxht~ent and Public Works employees shall 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 forty hours per week.
· 34.4 Public Safety Dispatchers shall work eight hour rotating shifts with one-halfh~qur
for lunch, for a total of thirty-seven and one-half hours per week. Upon request by the
Town, the parties shall meet to continue their negotiations over the Town's proposal to
implement fixed tours of duty.
\
19
3/22/00
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 Depa~'tment, the work day shall be increased by one hour
to 8 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 shall work ten hours per day,
6:45 AM to 5:15 PM, four days per week (with one-half hour for lunch), for a total of
forty hours per week. Collection Center employees hired after July 1, 1996 may be
scheduled to work a five (5) day workweek at the discretion of supervision. Any
employee required to eat lunch on the site shall be given a paid lunch period.
34.7 Bay Constables and Maintenance employees in Bnilding and Grounds shall work
eight hours per day with one-half hour for lunch, for a total of forty hours per week.
34.8 Part-time employees shall be required to work at such times and on such schedules
as their services may be required by the head of the department in which employed,
provided that such schedules shall conform to the rules of the Suffolk County Civil
Service Commission, and do not infringe upon the work schedules of the full-time
employees.
34.9 The Collection Center shall be closed to the public on New Year's Day, Easter
Sunday, Thanksgiving Day, and Christmas Day and the employees assigned to work at
said disposal area shall not be required to work on said days. However, the Town may
close the areas on other days if it so elects in order to meet its operational objectives.
SEC. 35. GRIEVANCE PROCEDURE
35.1 "GRIEVANCE" means any dispute between the employee and the Town with
respect only to the meaning or interpretation ora specific provision of this Agreement. It
shall 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
Commission.
35.2 All grievances of enkoloyees involving the interpretation of this Agreement shall
be resolved in accordance with the following procedure:
20
3/22/00
Step 1. Within ten days after an employee knows or should have known of an
occurrence which 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 shall issue a written reply to said grievance within ten days of its
receipt.
Step 2. If the employee is not satisfied with said. reply, within ten days of receipt
of the reply, the employee may appeal the decision to the Grievance Board made up of 2
designees of the Supervisor, one of whom shall normally be the department head, and the
CSEA Unit President or his/her designated representative. The Grievance Board shall
consider such grievance within twenty (20) working days after receipt of said grievance
and shall issue a written reply within ten (10) working days after said meeting.
Step 3. If the CSEA is not satisfied with the Step 2 answer, it may, within 30
working days, notify the Town Clerk in writing that it is requesting a heating before an
independent advisory arbitrator selected pursuant to the roles of the New York State
Public Employment Relations Board, whose advisory recommendation(s) shall be
forwarded to the Town Board and CSEA Unit President within twenty (20) working days
following the Step 3 hearing. The cost for said arbitrator shall be borne equally by the
parties.
Step 4. The Town Board shall consider the said recommendation(s) of the
advisory arbitrator at the next scheduled Board meeting and shall make a final and
binding decision within thirty (30) days following said meeting and communicate said
decision in writing to the CSEA Unit President.
SEC. 36. CSEA RIGHTS
36.1 There shall be a Labor/Management Committee composed of six (6) members,
three of whom shall be selected by the CSEA, the Superintendent of Highways, and two
(2) non-bargaining unit Town employees selected by the Town Board. Such Committee
will meet upon the written request of either party for the purpose of discussing working
conditions and such other matters as affect the Town and its employees. The Committee
will meet within twenty (20) days of receipt of written request by either party. Any
decision made by this committee shall not be binding upon either party until ratified or
-approved by the CSEA Unit and the Town Board. Thi~ Committee will be established as
of January pt of each year and each party will submit names of its members to the o/her
party.
21
3/22/00
36.2 It is contemplated by the parties hereto that, notwithstanding the starting wages set
forth in Salary Schedules hereof, it may be necessary from time to time, to employ
persons at a starting wage above the amount set forth in such Schedules. In such event, it
is agreed by the parties hereto that a Committee to consist of five members shall be
established to authorize such employment. Such committee shall consist of the
depaxhnent head of the depadment in which such personals to be employed; two
members to be selected by the CSEA; and two members to be selected by the Town
Board:
36.3 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.
36,4 The office~s and members of the CSEA shall have the right to use Town
buildings, when available, for meetings of its members and committees, provided that
such use does not interfere with the use thereof by the Town for regular Town business.
36.5 Officers of the CSEA shall, when possible, be given priority over other employees
in the scheduling of vacation time.
36.6 Officers and authorized representatives of the CSEA shall 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
deparhnent of the Town, shall be absent at the same time, and further provided that the
total numbers of days of absence of all employees for such purposes shall not exceed
fourteen (14) (15, effective January 1, 2000; 16, effective January 1, 2001; 17, effective
January 1, 2002) days in any calendar year.
36.7 Employees who shah be assigned to the duties of resolving employee disputes and
grievances arising during the work day shall be authorized time off with pay not to
exceed one-half hour with respect to each such incident.
SEC. 37. AMENDMENTS
37.1 Any changes or amendments to this Agreement shall not become effective unless
the same are in writing and signed by the parties hereto.
22
SEC 38. NO STRIKE PLEDGE
3/22/00
38.1 The CSEA does hereby affirm 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 such 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
requiting approval by federal authorities shall not become effective until such approval
has been granted.
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 heroin shall be prorated up to
the date of such termination.
40.2 In the event of death all time and leave accrued by employees shall be paid to the
legal estate, less any time owed to the Town, as if said employee would have received
such remuneration upon retirement, resignation or other cause, all benefits herein shall 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 shall not be obligated to negotiate collectively with
respect to any subject or matter referred to or covered in this Agreement. It is hereby
agreed that salaries and benefits already agreed upon cannot be modified or amended
except by mutual agreement. This shall not be construed to apply to negotiations for
future collectively negotiated agreements between the parties.
23
3/22/00
SEC. 42. SEVERABILITY
42.1 Notwithstanding anything to the contrary contained herein, if one or more o~ the
provisions of this contract is found to be illegal, all other provisions are to remain in hll
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 said relief assignment.
43.2 Public Safety Dispatchers shall not be required to perform matron duties.
SEC. 44. PAYROLL CHECKS
44.1 Payroll checks are to be delivered to employees in sealed envelopes.
SEC. 45. EMPLOYEE TRAINING
45.1 Insofar as practicable, employee seniority shall be considered by supervision when
training opportunities become available.
SEC. 46 TIME CLOCKS
46.1 The Town shall 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 which may arise pertain'rog to
the use of the time clocks shall be dealt with in the Labor-Management Committee
forum.
SEC. 47. EMPLOYEE LEAVE REQUESTS
47.1 Employee requests to utilize leave entitlements shall be responded to by their
immediate supervision within five (5) calendar days, or prior to the date of the requested
leave, whichever is sooner.
24
3/22/00
SEC. 48. HIGHWAY DEPARTMENT
48.1 Except in emergency situations, employees shall be given at least forty-eight (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 shall only be revealed on
time-off request slips between November 15 and April 15 of any given year. This recall
information shall in no way be used as a basis for approving or denying such time.
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
enfomed.
SEC. 50. DISABILITY INSURANCE
50.1 Effective as soon as practicable after June 8, 1999, the Town shall 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 shall 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. TERM OF AGREEMENT
52.1 Except where otherwise provided, this Agreement and all of the terms and
conditions hereof shall become effective on Jatluary 1, 1999, and shall continue in full
rome through December 31, 2002.
25
3/22/00
IN WITNESS WHEREOF, the parties hereto have set their hands and seals this
day of
TOWN OFSOUTHOLD
Southold Town Supervisor
C.S.E.A. INC. LOCAL 100
AFSCME AFL-CI0, SOUTHOLD
LrI~IT
8785
Lois Atkinson
President
Labor Relations Specialist
26
Title
Laborer
Scale Operator
Wm~weatcr Treatment Plant Helper
HEO
CEO
· lvqulntenunc~ Mechanic II
Mnlnt~nan~ M~cha nic
A~Io Mcx~huni¢ I &l]I
Al.IlO M~cha'ai¢ I~
Auto M~hani¢ IV
Cr~w Labor L~ader
Towa Mulnt~n~nce Crew l~tder
A u~i~'ar, Cook
A ~mlnlqi"~j9~
Achtlt Da7 Car~ Sups'visor
Caok
Oastodial Worker I
Cu~oellu1 WoOer 1]
C~stoeliul Work~ I~
BaT Constable
S~ior Ba~ Constable
Bu/lding ~or
S~mior Building Im!0ector
Principal Building Instx~or
Orellnuncc Ingx~or
Seaior Ass,'~,'nt Assistant
Cl~rk (Sl~i~
Ste~:~raph~
I~tic~'Court Clerk
Data ~outrol Sutx~,isor
Data Entry Op~or
Data Pax~sin~ F~l~ipmem Operator
Dire, or of Coc~ F~urorccm~nt
Dixee~.~or of Program Evaluation
Appendix A
Salary Structure Ja~umy I, 1999
Entry Level ! 2_ 3_ 4_ 5_
13,41 15.8013 16.2929 16.8084 17.3117. 17.9956
13.41 15.8013 16.2929 16.8084 I7.3117 17.9956
13.41 15.8013 16.2929 16.8084 17.3117 17.9956
15.57 18.2592 18.2592 18.2832 18.2832 18.4755
15_96 18.7039 18.7039 18.7279 18.7279 18.9202
16.45 19.2540 19.2540 19.2780 19.2780 19.4703
14.16 16.6674 17.2292 17.7799 18.3417 19.0841
16.61 19.4179 19A179 19.4419 19.4419 19.6342
14.16 16.6674 17.2292 17.7799 18.3417 19.0841
16.61 19.4179 19.4179 19.4419 19.4419 19.6342
17.60 20.5415 20.5415 20.5655 20.5655 20.7578
17.60 20.5415 20.5415 20.5655 20.5655 20.7578
17.60 20.5415 20.5415 20.5655 20.5655 20.7578
20,383.80 23,876.80 25,096.20 26,474.80 27,876.20 29,823.20
29,265.64 34,436.92 35,361.14 36,335.35 37,259.56 38,583.77
25,202.16 30,107.21 30,596.44 31,138.02 32,708.68 34,789.29
23,542.63 27,427.08 27,913.04 28,450.41 30,007.45 32,073.57
25,752.26 30,469.58 31,383.14 32,287.71 33,201.27 34,514.79
27,002.38 31,885.56 32,844.80 33,792.10 34,751..34 36,110.54
28,315.00 33,442.34 34,449.54 35,441.71 36,448.91 37,856.07
2~,044.40 33,076.28 35,214.10 36,000.82 36,796.47 37,933.20
33,469.01 39,196.19 41,394.59 42,157.00 42,910.20 44,101.41
34,865.02 40,776.85 41,713.15 42,668.35 43,606.39 44,909.87
37,008.98 43,208.08 44,144.56 45,098.46 46,036.36 47,338.85
39,057.52 45,640.67 46,577.17 47,531.05 48,468.56 49,771.46
34,865.02 40,776.85 41,713.15 42,668.35 43,606.39 44,909.87
29,265.64 34,436.92 35,361.14 36,335.35 37,259.56 38,583.77
30,691.43 36,051.26 37,021.69 38,042.11 39,012.53 40,382.95
23,408.42 27,805.08 28,402.75 29,207.68 29,615.40 30,581.99
21,908.64 26,106.94 26,704.63 27,509.56 27,918.96 28,883.87
22,408.64 26,606.94 27,204.63 28,009.56 28,418.96 29,383.87
22,966.57 28,059.43 28,705.83 29~72.29 30,015.06 31,026.01 ~"
23,408.42 27,805.08 28,402.75 29,207.68 29,615.40 30,581.99
24,541.34 29,087.83 29,715.39 30,558.07 30,986.17 31,981.09
24,934.14 29,532.56 30,I31.05 30,935.18 31,342.88 32,309.49
24,934.14 29,532.56 30,131.05 30,935.18 31,342.88 32,309A9
27.227.70 32,123.82 32,721.52 33,526A5 33,934.10 34,900.75
29,511.28 34,715.05 35,312.78 36,117.66 36,525.38 37391.96
31,622.88 37,105.90 38,026.78 38,996.52 39,916.20 41,235.47
33,934.88 39,724.77 40,634.10 41,565.38 4~,478.65 43,756.72
23,750.00 26,250.00 27,250.00 28,300.00 29,300.00 30,700.00
37.79:7 70 41,476.45 42,051.68 42,827.58 43,219.56 44,164.42
38,033.29 44,470.82 45,$19.03 47,200.00 ~48,582.82 50,.344.11
44,672.56 52,017.30 53,0s9.44 ,i7 .50 55,249.36 .%,683.s
Pagel of 2
Title
Ex. mtive As~istam
Ex..,,~ Sectary (to :mA)
~[~011~ ~-le~lth ~de
~l~nn~
~ plnnn~
~c ~ D~
~c ~ ~tc~ ~
S~ ~ ~o~ S~r
~ ~or
~hd W~ ~dln~lor
T~ ~i~or H
T~ ~or
Appendix A
Salary Stxucture January 1, 1999
Earn, Level ! _2 3 4 ~
44,672.56 52,017.30 53,099.44 54,173.50 55,249.36 56,683.81
29,257.00 34,428.08 35,0Zl.00 35,821.47 36,224.93 37,186.34 -~'-
29,257.00 34,428.08 35,022.00 35,g21.47 36,224.93 37,186.34
18,576.98 21,072.44 21,672.44 22,322.44 22,922..~ 23,922.44
15,576.98 18,072.44 18,472.44 18,922-44 19,322.44 20,122.44
20,650.00 31,374.91 31,8g&44 32,455.25 34,104.02 36,268.61
28,546.34 33,622.51 34,250.09 35,092.77 35,520.81 36,515.79
26,828.66 31,677.11 32,132.08 32,635.75 33,089.41 33,944.40
28.685.46 33,779.45 34,266.81 34,802.78 35,288.74 36,176.12
35,111.76 41,056.01 41,481.04 41,956.06 42,381.11 43,206.12
44,543,26 50,487.51 50,912.54 51,387.56 51,812.61 52,637.62
24,052.63 28,534.48 30,993.52 33,.500.97 35,958.39 38,815.79
26,201.05 30,965.73 3i,866.gl 35,931.94 38,390.05 41,248.14
27,473.60 32,406.52 33,352.65 37,618.54 40,199.56 43,180.55
15,612.43 18,856.73 19,219.25 19,632.g3 19,995.43 20,75&46
32,045.91 37,584.43 38,489.61 39,474.22 40,418.74 41,713.88
16,570.67 20,062.25 20,548.20 21,085.57 21,571.54 22,455.88
20,650.00 31,374.91 31,888.44 32,455.25 34,104.02 36,268.61
38,645.71 44,661.92 45,618.11 46,5~4.82 47,555.20 48,878.53
37,621.95 43,903.63 44,855.61 45,823.77 46,779.15 48,097.47
43,361.67 50,528.97 51,569.12 52,fi99 '~3 53,666.07 55,069.65
19,702.16 23,607.21 24,096.44 24,638.02 26,208.68 28,289.29
118,655.46 33,779.45 34,266.gl 34,802.78 35,288.74 36,176.12
52,777.58 55,277.58 56,277.58 57,327.58 58,327-58 59,727.58
33,500.42 39,540.78 40,763.64 42,020.87 43,275.13 44,909.86
la'~,,~,~y I; 1999
Page 2 of 2
Appendix B
Salary S~xuctttre January I, 2000
Title
Scale Ope..mtor
Wast~rat~ Treatment Plant Helper
I-mO
~ M~haniC II
Mnimt~rmnc~ Meehnnic'lll
Allto M~:~lmni¢ I & II
AlltO l~hn~ic III
,A.I~O M~ff~nic
Cr~v 1 ~hor l.~ad~
Towll M, imt~nnn~ ~ Leader
Aa-~, Day Care Supea~imr
Custodial Worl~ I
Omodial Work~ II
~ Worke~ 1~
Senior Bay Co~abl¢
B~n~g I~speaor
Senior B~ I~'peaor
Pr~udp~l Bu~g I~'pe~or
Or~c~ Inspe~or
~aior A.~:~ammt A~istaat
As~cssm~ Cl~k
~or
~ ~I S~r
· - .L__£., .
16.1859 16.6775 17.2411 17.7444 18.5725
16.1859 16.6775 17.2411 17.7444 18.5725
16.1859 16.6775 17.2411 17.7444 18.5725
18.6438 18.6438 18.7159 18.7159 19.0524
19.0885 19.0885 19.1606 19.1606 19.4971
19.6386 19.6386 19.7107 19.7107 20.0472
17.0520 17.6138 18.2126 18.7744 19.6610
19.8025 19.8025 19.8746 19.8746 20.2111
17.0520 17.6138 t8.2126 18.7744 19.6610
19.8025 19.8025 19.8746 19.8746 20.2111
20.9261 20.9261 20.9982 20.9982 21.3347
20.9261 20.9261 20.9982 20.9982 21.3347
20.9261 20.9261 20.9982 20.9982 21.3347
24,676.80 25,896.20 27,374.80 28,776.20 31,023.20
35,236.92 36,161.14 37,23535 38,159.56 39,783.77
30,907.21 31,396.44 32,038.02 33,608.68 35,989.29
28,227.08 28,713.0,4 29,350.41 30,907.45 33,273.57
31,269.58 32,183.14 33,187.71 34,101.27 35,714.79
32,685.56 33,644.80 34,692.10 35,651.34 37,310.54
34,242.34 35,249.54 36,341.71 37,348.91 39,0.56.07
33,876.28 36,014.10 36,900.82 37,696.47 39,133.20
39,996.19 42,194.59 43,057.00 43,810.20 45,301.41
41,576.85 42,513.15 43,568.35 44,506.39 46,109'.87
44,008.08 44,944.56 45,998.46 46,936.36 48,538.85
46,440.67 47,377.17 48,431.05 49,368.56 50,971.46
41,576.85 42,513.15 43,568_35 44,506.39 46,109.87
35,236.92 36,161.14 37,235_35 38,159.56 39,783.77
36,851.26 37,~21.69 38,942.11 39,912.53 41,582.95
28,605.08 29,202.75 30,107.68 30,515.40 31,781.99
26,906.94 27,504.63 28,409.56 28,818.96 30,083.87
27,406.94 28,004.63 28,909.56 29,318.96 30,583.87
28,859A3 29,505.83 30,472.29 30,915.06 32,2,26.01
28,605.08 29,202.75 30,107.68 30,515.40 31,781.99
29,887.83 30,.515.39 31,458.07 31,886.17 33,181.09
30,332.56 30,931.05 31,835.18 32,242.88 33,.509.49
30,332.56 30,931.05 31,835.18 32,242.88 33;509.49
32,923.82 33,521.52 34,426.45 34,834.10 36,100.75
35,515.05 36,112.78 37,017.66 37,425.38 38,691.96
37,905.90 38,826.78 39,896.52 40,816.20 42,435.47
40,524.77 41,434.10 42,465.38 43,378.65 44,956.72
27,050.00 28,050.00 29,200.00 30,200.00 31,900.00
42,276.45 42,851.68 43,727.58 44,119.56 45,364.42
45,270.82 46,619.03 48,100.1}0 4X9,482.82 51,544.11
52,817.30 53,889.44 55,0'~/3.50 56,149.36 57,883.81
~ixB
~"~y 1, 2000
Page 1 of 2
Appeadix B
Salary Struaure January l, 2000
" 52,817.30 53,889.44 55,073.50 56,149.36 57,883.81
~., 35,228.08 35,822.00 . 36,721.47 37,124.93 38,386.34
' "' 35,228.08 35,g22.00 36,721.47 37,124.93 38,386.34
,,.- 21,872.44 22,472.44 23,222.44 23,822.44 25,122.44
18,~2.44 19,2TI.44 197~? 44 20,222.44 21,322.44
32,174.91 32,688.44 33,355.25 35,004.02 37,468.61
34,g72 51 35,050.09 35,99177 36,420.81 37,715.79
32,477.11 32,932.08 33,535.75 33,989.41 35,144.40
34,579.45 35,066.81 35,702.78 36,188.74 37,376.12
41,856.01 42,281.04 42,856.06 43,281.11 44,406.12
51,287.51 51,712.54 52,28736 52,712.61 53,837.62
29,334.48 31,793.52 34,400.97 36,858.39 40,015.79
31,765.73 32,666.81 36,831.94 39,290.05 42,448.14
33,206.52 34,152.65 38,518.54 41,099.56 44,380.55
19,656.73 20,019,~.5 20,532.83 20,895.43 21,958.46
38,384.43 39,289.61 40,3743.2 41,318.74 42,913.88
20,862.25 21,3413.0 21,9g5.57 22,471.54 23,658.88
32,174.91 32,688.44 33,35515 35,004.02 37,468.61
45,461.92 46,418.11 47,494.82 48,4553.0 50,078.53
44,703.63 45,655.61 46,723.77 47,679.15 49,297.47
51,328.97 5.2,369.12 53,52233 54,566.07 56,269.65
24,4073.1 24,896.44 25,538.02 27,108.68 29,4893.9
34,579.45 35,066.81 35,702.78 36,188_74 37,376.12
56,077.58 57,077.58 58,227.58 59,227.58 60,927.58
40,340.78 41,563.64 42,920.87 44,175.13 46,109.86
Jama~y 1, 2000
Pag~2of2
Title
Laborer
Scal~ Operator
Was~nnater Treatmeat Plato I-I¢lper
T~ ~int~n~ C~
~ Wo~ H
~'~lc
S~ ~-T~
A~
D~ ~ ~r
-^pp i c
Salary Structure Iaamary I, 2001
1./_11o2
U~ .: ¥ ~=! 1'/.1102
--:- ' : 20.2352
.:~.:,: .~. - 18.04~5
21.3588
21.3588
26,?~.20
37,061.14
29,613.04
33,0~.14
34,544.80
36,149.54
36,914.10
43,094.59
43,41~.15
45,1144.56
48,277.17
43,413.15
37,061.14
38,7~1.69
30,102J5
~,404.63
28,ffi4.63
30,405.83
30,102.75
31,415.39
31,831.05
31,831.05
34,421.52
37,012.78
39,726.78
42,334.10
28;950.00
43,751.68
47,519.03
54,789.44
{almary 1, 2001
17.7219 18.2252 19.2456
17.7219 18 ~'i2 19.2456
17.7219 18.2252 19.2456
19.1967 19.1967 19.7255
19.6414 19.6414 20.1702
20.1915 20.1915 20.7203
18.6934 19.2552 20.3341
203554 20.3554 20.8842
18.693:4 19.2552 20.3341
203554 20.3554 20.8842
21.4790 21.4790 22.0078
21.4790 21.4790 22.0078
21A790 21.4790 22.0078
28,374.80 29,776.20 32,423.20
38,235.35 39,159.56
33,038.02 34,608.68 37,389.29
30,350AI 31,907A5 34,673.57
34,187.71 35,101-27 37,114.79
35,692.10 36,651.34 38,710.54
37,341.71 38,348.91 40,456.07
37,900.82 38,696.47 40,533.20
44,057.00 44,810.20 46,701.41
44,56835 45,50639 47,509.87
46,998.46 47,936.36 49,938.85
49,431.05 50,368.56 52,371.46
44,568.35 45,506.39 47,509.87
38,235.35 39,159.56 41,183.77
39,942.11 40,912.53 42,982.95
31,107.68 31,515.40 33,181.99
29,409.56 29,818.96 31,483.87
29,909.56 30,318.96 31,983.87
31,472.29 31,915.06 33,626.01
31,107.68 31,515.40 33,181.99
32,458.07 32,886,17 34,581.09
32,835.18 33,242.88 34,909.49
32,835.18 33,242.88 34,909.49
35,426A5 35,834.10, 37,500.75
38,017.66 38,425.38; 40,091.96
40,896.52 41,816.2(I 43,835.47
43,465.38 44,378.65 46,356.7'2
30,200.00 31,200.00 33,300.00
44,727.58 45,119.56 46,764.42
49,100.00 5~0,482.82 52,9,$4.11
56,073.50 57,149.36 59,283.81
Title
Exo.,~e Assistant
F_n~npt Sc~eXa~ (to ZBA)
,Home Health Aide
Mini Bus Driver
Neighborhood Aide
'P~sonnel ~ ~i~ant
Pl*aner Trainee
Planner
S~hior
Ptiblic Safay Dispatcher
Public Safe~y Dispatcher H
Public Safe' Dispatcha' III
P, tga~mfion Program Coorclinator
Rec~tioa Suge~visor
AssC Seaior Otizen Site
S~nior C~n~ Program Supervisor
~.-~ -,-a-iag Insp~or
Solid Waste Coor~i,~*tor
Sit~ Plan Reviewer
Town Im, estigator
Appaldix C
Sala~ Structure January 1, 2001
54,789.44
36,722.00
36,722.00
23,372.44
20,172.44
33,58S.44
35,95O.09
33,832.08
35,966.81
43,18L04
52,61234
32,693.52
33,566.81
35,052.65
20,919.25
40,I~.61
33,588.44
47,318.11
46,555.61
53,2~9.12
25,796.44
35,966.81
57,977.58
42,463.64
56,073 .50
37,721.47
37,721.47
24,222.44
20,822.44
34,355.25
36,992.77
34,535.75
36,702.78
43,856.06
53,287.56
35,400.97
37,831.94
39,518.54
21,532.83
41,374.22
22,985.57
34,355.25
48,494.82
47,723.77
54,522.33
26,538.02
36,702.78
59,227.58
43,920.87
57,149.36
38,124.93
38,124.93
24,822.44
36,004.02
37,420.81
34,989.41.
37,188.74
44,281.11
53,712.61
37,858.39
40,290.05
42,099.56
21,895A3
42,318.74
23,471.54
36,004.02
49,455.20
48,679.15
55,566.07
28,108.68
37,188.74
6O,227.58
45,175.13
59,283.81
39,786.34
39,786.34
26,522.44
22,722.44
38,868.61
39,115.79
36,544.40
38,776.12
45,806.12
55,237.62
41,415.79
43,848.14
45,780.55
23,358.46
44,313.88
25,058.88
38,868.61
51,478.53
50,697.47
57,669.65
30,889.29
38,776.12
62,327.58
47,509.86
App~lix C
lm~,,,y 1, 2001
Pag~ 2 Of 2
Title
Laborex
Scale Oimator
Wast~'a~ Treatment Plant Hdp~r
AEO
I-IEO
M~inten~ _~_. M~clmuic H
A~O ~hn~ic I & ~
~c ~
Au~ ~ic ~
~I Wo~ I
B~alng ~r
S~
~ ~ E~on
Salary Strucan'e lanuaxy 1, 2002
- ~ 32,107.68
: ~ 33,835.18
::- : .... 33,835.18
' ' ~. 36,426.45
: :: ~ ~,~5.38
~ 31~.~
45,727.58
~ :: : : : :::.:: ~ ~,0~.50
~2
18.2027 18.7060 19.9187
18.2027 18.7060 19.9187
18.2027 18.7060 19.9187
19.6775 19.6775 20.3986
20.1222 20.1222 20.g433
20.6723 20.6723 21.3934
19.1742 19.7360 21.0072
20.8362 20.8362 21.5573
19.1742 19.7360 21.0072
20.8362 20.8362 21.5573
21.9598 21.9598 22.6809
21.9598 21.9598 22.6809
21.9598 21.9598 22.6809
29,374.80 30,776.20 33,823.20
9, s35 0,z59..
34,038.02 35,608.68 38,789.29
31,350.41 32,907.45 36,073.57
35,187.71 36,101.27 38,514.79
36,692.10 37,651.34 40,110.54
38,341.71 39,348.91 41,856.07
38,900.82 39,696.47 41,933.20
45,057.00 45,810.20 48,101.41
45,568.35 46,506.39 48,909.87
47,998.46 48,936.36 51,338.85
50,431.05 51,368.56 53,771.46
45,568.35 46,506.39 48,909.87
39,235.35 40,159.56 42,583.77
40,942.11 41,912.53 44,382.95
32,107.68 32,515.40 34,581.99
30,409.56 30,818.96 32,883.87
30,909.56 ~31,318.96 33,383.87
32,472.29 32,915.06 35,026.01
32,515.40 34,581.99
33,886.17 35,981.09
34,242.88 36,309.49
34,242.88 36,309.49
36,834.10 38,900.75
39325.38 41,491.96
42,816.20 45,235.47
45,378.65 47,756.72
32,200.00 34,700.00
46,119.56 48,164.42
,5,1,482.82 54,344.11
58,149.36 60,683.81
App~ad~ D
Salary Struca~ January 1, 2002
.! .......... !-==--- 3_
'~' :' F t.:~'*"~t'"-~ ~'::ltrZ:~l' ~:"~,' ~'-: .... ::: ':: 57,073.50
38,721.47
~ ~ ................. , ...... ;~ ~ "--r' 25,222.44
]~ __..~ ' 21,822.44
' 35,355.25
;I ,,'~ 37,992.77
· ' . 35,535.75
· ~' 37,702.78
~ ~ 44,856.06
54,287.56
' ;:: 36,400.97
38,831.94
40,518.54
22,532.83
42,374.22
23,985.57
35,355.25
49,494.82
48,723.77
55,522.33
27,538.02
37,702.78
60,227.58
44,920.87
4_
58,149.36
39,124.93
39,124.93
25,822.44
22,222.44
37,004.02
38,420.81
35,989.41
38,188.74
45,281.11
54,712.61
38,858.39
41,290.05
43,099.56
22,895.43
43,318.74
24,47t.54
3%004.02
5O355.20
49,679.15
56,566.07
29,108.68
38,188.74
61,227.58
46,175.13
60,683.81
41,186.34
41,186.34
27,922.44
24,122.44
40,268.61
40,515.79
37,944.40
40,176.12
47,206.12
56,637.62
42,815.79
45,248.14
47,180.55
24,758.46
45,713.88
26,458.88
~ 40,268.61
5 ,878.53
52,097.47
59,069.65
32,289.29
40,176.12
63,727.58
48,909.86
Appendix D
~',,m,'y 1, 2002
Page2 of 2
App U. E
Salary Structure January 1, 1999
Title ~ Level.
Labor~ 13.41
Scale Opelalor 13.41
Waslx-watcr TrcaVment ?l.*at Helper 13.41
~O 15~
~0 ~-~
~0 ltA5
~=int~nn~ M~hnniC H 14.16
A~ ~nlc ~ 16.61
A~ ~haniC ~' 17.~
C~ ~ ~r 17.~
T~ ~m~="~ C~ ~ 17.~
~t ~ ~ S~r ~16
~k
~iat WO~ I ~,7~2~6
B~ ~le ~,~.40
~or ~ ~le 33,~9.01
~m ~ ~r 37,~.~
~ ~g ~or 39,057.52
~n~ ~r ~,~5.02
~ ~ ~t '~,691.43
~t ~ ~,~.42
~ 2L~.~
~ ~ ~,~.57
, s.42
~ ~-T~ 24~1.34
24,9 .14
l~ ~ ~ 24,9~.14
~ O~ ~.70
D~ ~1 ~r 33,9~.~
D~ ~ ~r ~,7~.~
~ ~ E~on ~,6~.~
14.6078 15.0878 15.5918 16.0718
14.6078 15.0S78 15.5918 16.0718
14.6078 15.0878 15.5918 16.0718
16.7716 17.2516 17.7556 18.2356
17.1573 17.6373 18.1413 18.6213
17.6500 18.1300 18.6340 19.1140
15.3577 15.8377 16.3417 16.8217
17.8107 181907 18.7947 19.2747
153577 15.8377 . 16.3417 16.8217
17.8107 18.2907 18.7947 19.2747
18.7962 19.2762 19.7802 20.2602
18.7962 19.2762 19.7802 20.2602
18.7962 19.2762 19.7802 20.2602
22,883.80 23,8~3.80 24,933.80 25,933.80
31,765.64 32.,765.64 33,815.64 34,815.64
27,702.16 28,702.16 29,752.1.6 30,752.16
26,042.63 27,042.63 28,092.63 29,092.63
28,252.26. 29,252.26 30,302.26 31,302.26
29,502.38 30,502.38 31,552.38 32,552.38
30,815.00 31,815.00 32,865.00 33,865.00
30,544.40 31,544.40 32,594.40 33,594.40
35,969.01 36,969.01 38,019.01 39,019.01
37,365.02 38,365.02 39,415.02 40,415.02
39,50~.98 40,508.98 41,558.98 42,558.98
41,557.52 42,557.52 43,607.52 44,607.52
37,365.02 38,365.02 39,415.02 40,415.02
31,765.64 32,765.64 33,815.64 34,815.64
33,191.43 34,191.43 35,241.43 36,241.43
25,908.42 26,908.42 27,958.42 28,958.42
24,408.64 25,408.64 26,458.64 27,458.64
24,908~64 25,908.64 26,958.64 27,958.64
25,466.57 26,466.57 27,516.57 28,516.57
25,908.42 26,908.42 27,958.42 28,958.42
27,041.34 28,041.34 29,09134 30,091.34
27,434.14 28,434.14 29,484.14 30,484.14
27,434.14 28,434.14 29,484.14 30,484.14
29,722.70 30,722.70 31,772.70 32,772.70
32,011.28 33,011.28 34,061.28 35,061.28
34,122.88 35,122.88 36,172.88 37,172.88
36,434.88 37,434.88 38,484.88 39,484.88
26,250.00 27,250.00 28,300.00 29,300.00
39,722.70 40,722.70 41,772.70 42,772.70
40,533.29 41,533.29 42,583.29 q~'3,583.29
47,172.56 48,172.56 49.9~ 56 50,222.56
janna~ 111999
Pag~ 1 of 2
16.7441
16.7441
16.7441
18.9079
19.2936
19.7863
17.4940
19.9470
17.4940
19.9470
20.9325
20.9325
20.9325
27,333.80
36,215.64
32,152.16
30,4.°2.63
32,702.26
33,952.38
35,265.00
34,994.40
40,419.01
41,815.02
43,958.98
46,007.52
41,815.02
36,215.64
37,641.43
30,358.42
28,858.64
29,358.64
29,916.57
30,358.42
31,491.34
31,884.14
31,884.14
34,172.70
36,461.28
38,572.88
40,884.88
30,700.00
44,172.70
44,983.29
51,622.56
Title
Execufi~
~cmt~t ~ (to 2~)A)
*Homc H~lth Aide
~B~
P~ T~
P~
~On ~ ~in~or
~on S~
~or ~ ~
~ W~ ~inmor
S~ ~ ~d~ ~
Site~~
T~ ~or
App~ldix E
Salary Structure lanuary 1, 1999
Ent~ Level 1 2_ 3_ 4_ 5
44,672.56 47,172.56 45,172.56 49.~56 50,222.56 51,622_56
29,257.00 31,757.00 32,757.00 . 33,807.00 34,807.00 36,207.00
29,257.00 31,757.00 32,757.00 33,g07.00 34,807.00 36,207.00
18,576.98 21,076.98 22,076.98 23,126.98 24,126.98 25,526.98
15,576.98 18,076.98 19,076.98 20,126.98 21,126.98 22,526.98
20,650.00 23,150.00 24,150.00 25,200.00 26,200.00 27,600.00
28,546.34 31,04634 32,046.34 33,096.34 34,096.34 35,496.34
26,828.66 29,328.66 30,328.66 31,378.66 32,378.66 33,778.66
28,685.46 31,185.46 32,185.46 33,235.46 34,235.46 35,635.46
35,111.76 37,611.76 38,611.76 39,661.76 40,661.76 42,061.76
44,543.26 47,043.26 48,043.26 49,093.26 50,093.26 51,493.26
24,052.63 26,552.63 27,552.63 28,602.63 29,602.63 31,002.63
26,201.05 28,701.05 29,701.05 30,751.05 31,751.05 33,151.05
27,473.60 29,973.60 30,973.60 32,023.60 33,023.60 34,423.60
15,612.43 18,112.43 19,112.43 20,162.43 21,162.43 22,562.43
32045.91 34,545.91 35,545.91 36,595.91 37,595.91 38,995.91
16,570.67 19,070.67 20,070.67 21,120.67 22,120.67 23,520.67
20,650.00 23,150.00 24,150.00 25,200.00 26,200.00 27,600.00
38,645.71 41,145.71 42,145.71 43,195.71 44,195.71 45,595.71
37,621.95 40,121.95 41,121.95 42,171.95 43,171.95 44,571.95
43,361.67 45,861.67 46,861.67 47,911.67 48,911.67 50,311.67
19,702.16 22,202.16 23,202.16 24,252.16 25,252.16 26,65Z16
28,685.46 31,185.46 32,185.46 33,235.46 34,235.46 35,635.46
52,777.58 55,277.58 56,277.58 57,327.58 58,327.58 59,727.58
33,500.42 36,000.42 37,000.42 38,050.42 39,050.42 40,450.42
Ap~dh~ E
ian,,a~y 1, 1999
P'age 2 o£2
Appendix F
SalaE/Structure January 1, 2000
Title Ent~ Ltwel
Laborer 13.7924
Scale Operator 13.7924
Wast~,ra~r Treatment Plant Helper 13.7924
A~O 15.9562
HEO 163419
CEO 16.8346
Mnintellallce Mechanic 1'[ 14_5423
Ivfainh, nanc~, M~hanlc l~I 16.9953
AUtO M~hani¢ I & 1I 1431123
Auto MeChanic m 16.9953
Auto Mechanic IV 17.9808
Cr~v Labor Leader 17.9808
Town Malm~uce Crew Leader 17.9808
' ge6~ant Cook 21,183.80
A dmi~iet~Itiw A,n$i~taut 30,065.64
Adult Day Care Stq~isor 26,002.16
Cook 24,342.63
Custodial Worker I 2fi~552~6
Custodial Worker H 27,802.38
Custodial Worker I~ 29,115.00
Bay Constable 28,844.40
S~aior Bay Coastable 34,269.01
Building I~or 35,665.02
Senior Buildiag Inspector 37,808.98
Priacigal Building htspect~r 39,857.52
Otrllnnnc~ Iml~tor 35,665.02
Assessm~t Assistant 30,065.64
Senior ~eut Assistaat 31,491.43
Assassln~ Clerk 24,208A2
· Clerk ($paxttsh Sp~U,g) 23,20S.64
Senior Ckxk 23,766.57
Oak-Typist 24,20S.42
Senior Cl~rk-Typist 25,341.34
St~,~i~r 25,734.14
Justice Gourt Clerk 25,734.14
Ao:nnmt Cl~k 28,022.70
S~ior ,a_?_~_,,.alt Clak ~0,311.28
Pzincigal Aozoum Oak 32,422.88
Data Co,,,ol Sut~wisor 34,734.88
~ ~ op~ator 24,5~0.00
Data Proc~-.i-~ Equipm~t Operator 38,022.70
Direc~ of Code F.,afer~a~ ~8,8~3.29
~r of Pmgnna E-~altntlion 45,472.56
! 2 ! ~_
14.9924 15.4724 16.0245 16.5045 17.3210
14.9924 15.4724 16.0245 16.5045 17.3210
14.9924 15.4724 16.0245 16.5045 17.3210
17.1562 17.6362 18.1883 18.6683 19.4848
17.5419 18.0219 18.5740 19.0540 19.8705
18.0346 18.5146 19.0667 19.5467 20.3632
15.7423 16 77~3 16.7744 17.2544 18.0709
18.1953 18.6753 19.2274 19.7074 20.5239
15.7423 16.2223 16.7744 17.2544 18.0709
18.1953 18.6753 19.2274 19.7074 20.5239
19.1808 19.6608 20.2129 20.6929 21.5094
19.1808 19.6608 20.2129 20.6929 21.5094
19.1808 19.6608 20.2129 20.6929 21.5094
23,683.80 24,683.80 25,833.80 26,833.80 28,533.80
32,565.64 33,565.64 34,715.64 35,715.64 37,415.64
28,502.16 29,502.16 30,652.16 31,652.16 33,352.16
26,842.63 27,842.63 28,992.63 29,992.63 31,692.63
29,052.26 30,052.26 31,202.26 32,202.26 33.902.26
30,302.38 31,302.38 32,452.38 33,452.38 35,152.38
31,615.00 32,615.00 33,765.00 34,765.00 36,465.00
31,344.40 32,344.40 33,494.40 34,494.40 36,194.40
36,769.01 37,769.01 38,919.01 39,919.01 41,619.01
38,165.02 39,165.02 40,315.02 41,315.02 43,015.02
40,308.98 41,308.98 42,458:98 43,458.98 45,158.98
42,357.52 43,357.52 44,507.52 45,507.52 47,207.52
38,165.02 39,165.02 40,315.02 41,315.02 43,015.02
32,565.64 33,565.64 34,715.64 35,715.64 37,415.64
33,991.43 34,991.43 36,141.43 37,141.43 38,841.43
26,708.42 27,708.42 28,858.42 29,858.42 31,558.42
25,208.64 26,208.64 27,358.64 28,358.64 30,058.64
25,708.64 26,708.64 27,858.64 28,858.64 305558.64
26,266.57 27,266.57 2,~,416.57 29,416.57 31,116.57
26,708.42 27,708.42 28,858.42 29,858.42 31,558.42
27,841.34 28,841.34 29,991.34 30,991.34 32,691.34
28,234.14 29,234.14 30,384.14 31,384.14 33,084.14
28,234.14 29,234.14 30,384.14 31,384.14 33,084.14
30,522.70 31,522.70 32,672.70 33,672.70 35,372.70
32,811.28 33,811.28 34,961.28 35,961.28 37,661.28
34,922.88 35,922.88 37,072.88 38,072.88 39,772.88
37,234.88 38,234.88 39,384.88 40,384.88 42,084.88
27,050.00 28,050.00 29,200.00 30,200.00 31,900.00
40,522.70 41,522.70 42,672.70 43,672.70 45,372.70
41,333.29 42,333.29 43,483.29 ~[4,483.29 46,183.29
47,972.56 48,97236 50,122.56 51,122.56 52,822.56
J~""~'y 1, 2000
Page 1 of 2
Title
Ex~:ufi~e As.~mnt
Ex~ S~'rem~ (re ZBA)
Home ~ Aide
Nfmi Bu~ I)xi~x
N~ ~de
P~ ~t
pl~ T~
pla~
~ ~nn~
~c~~n
~~ ~or
~ ~r
~ ~ ~ Site
~ ~ ~ S~r
~ ~ Site M~g~
S~ ~ ~de ~
Sim~~
T~ ~in~tor ~
Tuw~ ~tor
Appendix F
Salary Smacture January 1, 2000
Eno3' _1 _2 3_ 4_ 5
45,472.56 47,972.56 48,972.56 50,122.56 51,122.56 52,822.56
30,057.00 32,557.00 33,557.00 34,707.00 35,707.00 37,407.00
30,057.00 32,557.00 33,557.00 34,707.00 35,707.00 37,407.00
19,376.98 21,876.98 22,876.98 24,026.98 25,026.98 26,726.98
16,376.98 18,8'76.98 19,8/6.98 21,026.98 22,026.98 23,726.98
21,450.00 23,950.00 24,950.00 26,100.00 27,100.00 28,800.1)0
29,346.34 31,846.34 32,846.34 33,996.34 34,996.34 36,696.34
27,628.66 30,128.66 31,128.66 32,278.66 33,278.66 34,978.66
29,485.46 31,985.46 32,985.46 34,135.46 35,135.46 36,835.46
35,911.76 38,411.76 39,411.76 40,561.76 41,561.76 43,261.76
45,343.26 47,843.26 48,843~26 49,993.26 50,993.26 52,693.26
24,852.63 27,352.63 28,352.63 29,502.63 30,502.63 32,202.63
27,001.05 29,501.05 30,501.05 31,651.05 32,651..05 34,351.05
28,273.60 30,773.60 31,773.60 32,923.60 33,923.60 35,623.60
16,412.43 18,912.43 19,912.43 21,062.43 22,062.43 23,762.43
32,845.91 35,345.91 36,345.91 37,495.91 38,495..91 40,195.91
17,370.67 19,870.67 20,870.67 22,020.67 23,020.67 24,720.67
21,450.00 23,950.00 24,950.00 26,100.00 27,100.00 28;800.00
39,445.71 41,945.71 42,945.71 44,095.71 45,095.71 46,795.71.
38,421.95 40,921.95 41,921.95 43,071.95 44,071.95 45,771.95
44,161.67 445,661.67 47,661.67 48,811.67 49,811.67 51,511.67
20,502.16 23,002.16 24,1)02.16 25,152.16 26,152.16 27,852.16
29,485.46 31,985.46 32,985.46 34,135.46 35,135.46 36,835.46
53,577.58 56,0T7.58 57,077.58 58,227.58 59,227.58 60,927.58
34,300.42 36,800.42 37,800.42 38,950.42 39,950.42 41,650.42
Appelldix F
l~m~,y 1, 2000
Page 2 of 2
Salary Structure Jaauary 1, 2001
Title Entry Levcl
L~bore~ 14.22~1
$ca1¢ Opo'utor 14.2251
Was~qat~ Tr~tme~lt Pla~t Helpc~ 14-2251
AEO 16.3889
HEO 16.7746
CEO 17.2673
Maiateaance Mechanic II 14.9750
]v~ninttmnnc~ M~hnnle ~I 17.4280
Allt0 Me,tronic I & II 14.9750
Auto Mechanic III 17.4280
Auto Mechanic IV 18.4135
Crew Labor Leader 18.4135
Towu lV[nintean~nt~e Crew 1 ~'~der 18.4135
~ Cook 22,O83
,~an~ni~rative AssisUmt 30,965.64
Adult Day Care Supervisor 26,902.16
Cook 25,242.63
Custom~l Worker I 27,452.26
Cu~41sl Worker II 28,702.38
Cu.~odin! Worker III 30,015.00
Bay Cxmstable 29,744.40
Senior Bay Cot~'tabl¢ 35,169.01
B,~i~a~g Inspector 36,565.02
Senior B-aildin~ Inspe~or 38,708.98
Principal Buildiag Iasgector 40,757.52
Ordin:artc~ ~or 36,565.02
Assr-Sm_ ~at A.~islant 30,965.64
$~xior Asse~.~at Assistaat 32,391.43
.a. sses~nent Clerk 25,108.42
f'l~ ($ttaalch Sl~lcing) 24,108.64
~mior Cle. rk 24,666.57
Clerk-Typist 25,108.42
~ Clerk-Typist 26,241.34
St~or~hor 26,634.14
lu~io~ Court Clerk 26,634.14
Acc~mt Clexk 28,922.70
Senior Account Clexk 31,211.28
~ Accolmt Clerk 33,322.88
Data Coua~,l $~m, isor 35,634.88
Dm F.~my Opemor 25,450.00
Da~a ~,~g Equit~, Ol~mtor , 38,922.70
Ditt~_ _ .or of Cod~ ~ 39,733.29
D' _t~__~ of P'fagrnrn E~al~on 46,372.56
15.4251 15.9051 16.5053 16.9853 17.9941
15.4251 15.9051 16.5053 16.9853 17.9941
15.4251 15.9051 16.5053 16.9853 17.9941
17.5889 18.0689 18.6691 19.1491 20.1579
17.9746 18.4546 19.0548 19.5348 20.5436
18.4673 18.9473 19.5475 20.0275 21.0363
16.1750 16.6550 17.2552 17.7352 18.7440
18.6280 19.1080 19.7082 20.1882 21.1970
16.1750 16.6550 17.2552 17.7352 18.7440
18.6280 19.1080 19.7082 20.1882 21.1970
19.6135 20.0935 20.6937 21.1737 22.1825
19.6135 20.0935 20.6937 21.1737 22.1825
19.6135 20.0935 20.6937 21.1737 22.1825
24,583.80 25,583.80 26,833.80 27,833.80 29,933.80
33,465.64 34,465.64 35,715.64 36,715.64 38,815.64
29,402.16 30,402.16 31,652.16 32,652.16 34,752.16
27,742.63 28,742.63 29,992.63 30,992.63 33,092.63
29,952.26 30,952.26 32,202.26 33,202.26 35,302.26
31,202.38 32.,202.38 33,452.38 34,452.38 36,552.38
32,515.00 33,515.00 34,765.00 35,765.00 37,865.00
32,244.40 33,244.40 34,4:94.40 35,494.40 37,594.40
37,669.01 38,669.01 39,919.01 40,919.01 43,019.01
39,065.02 40,065.02 41,315.02 42,315.02 44,415.02
41,208.98 42,208.98 43,458.98 44,458.98 46,558.98
43,257.52 44,257.52 45,507.52 46,507.52 48,607.52
39,065.02 40,065.02 41,315.02 42,315.02 44,415.02
33,465.64 34,465.64 35,715.64 36,715.64 38,815.64
34,891.43 35,891.43 37,141.43 38,141.43 40,24L43
27,608.42 28,608.42 29,858.42 30,858.42 32,958.42
26,108.64 27,108.64 28,358.64 29,358.64 31,458.64
26,608.64 27,608.64 28,858.64 29,858.64 31~,9'58.64
27,166.57 28,166.57 29,416.57 30,416.57 32,516.57
27,608.42 28,608.42 29,858.42 30,858.42 32,958.42
28,741.34 29,741.34 30,99L34 31,991.34 34,091.34
29,134.14 30,134.14 31,384.14 32,384.14 34,484.14
29,134.14 30,134.14 31,384.14 32,384.14 34,484.14
31,422.70 32,422.70 33,672.70 34,672.70 36,772.70
33,711.28 34,711.28 35,961.28 36,961.28 39,06L28
35,822.88 36,822.88 38,072.88 39,072.88 41,172.88
38,134.88 39,134.88 40,384.88 41,384.88 43,484.88
27,950.00 28,950.00 30,200.00 31,200.00 33,3OO.OO
41,422.70 42,422.70 43,672.70 44,672.70 46,772.70
42,233.29 43,233.29 44,483.29 ~5,483.29 47,583.29
48,872.56 49,872.56 51,122.56 52,122.56 54.~.56
January 1, 2001
Page 1 of 2
Title
Execuli-~ Assistant
Exempt Sect~m~ (to ZBA)
. Sectary
Home Health Aide
l~.mi Bas Driver
p~nn~l ~t
pl~nn~
~ffc ~
~n~g ~
T~ ~tor
Appendix G
Salary Stmctum]anuary I, 2001
46,372.56 48,872.56 49,872.56 51,122.56 52,122.56 54,222.56
30,957.00 33,457.00 34,457.00 35,707.00 36,707.00 38,807.00
30,957.00 33,457.00 34,457.00 35,707.00 36,707.00 38,807.00
20,276.98 22,776.98 23,776.98 25,026.98 26,026.98 28,126.98
17,276.98 19,776.98 20,776.98 22,026.98 23,026.98 25,126.98
22,350.00 24,850.00 25,850.00 27,100.00 28,100.00 30,200.00
30,246.34 32,746.34 33,746.34 34,996.34 35,996.34 38,096.34
28,528.66 31,028.66 32,028.66 33,278.66 34,278.66 36,378.66
30,385.46 32,885.46 33,885.46 35,135.46 36,135.46 38,235.46
36,811.76 39,311.76 40,311.76 41,561.76 42,561.76 44,661.76
46,243.26 48,743.26 49,743.26 50,993.26 51,993.26 54,093.26
25,752.63 28,252.63 29,252.63 30,502.63 31,502.63 33,602.63
27,901.05 30,401.05 31,401.05 32,651.05 33,651.05 35,751.05
29,173.60 31,673.60 32,673.60 33,923.60 34,923.60 37,023.60
17,312.43 19,SL2A3 20,812.43 22,062.43 23,062.43 25,162.43
33,745.91 36,245.91 37,245.91 38,495.91 39,495.91 41,595.91
18,270.67 20,770.67 21,770.67 23,020.67 24,020.67 26,120.67
22,350.00 24,850.00 25,850.00 27,100.00 28,100.00 30,200.00
40,345.71 42,845.71 43,845.71 45,095.71 46,095.71 48,195.71
39,321.95 41,821.95 42,821.95 44,071.95 45,071.95 47,171.95
45,061.67 47,561.67 48,561.67 49,811.67 50,811.67 52,911.67
21,402.16 23,902.16 24,902.16 26,152.16 27,152.16 29,252.16
30,385.46 32,885.46 33,885.46 35,135.46 36,135.46 38,235.46
54,477.58 56,977.58 57,977.58 59,227.58 60,227.58 62,327.58
35,200.42 37,700.42 38,700.42 39,950.42 40,950.42 43,050.42
Apg~ G
J:~m~try 1, 2001
Page 2 of 2
Appeadix H
Salary Structure January 1, 2002
Title. Entry Leal ! 2_ 3_ 4_ ~_
Laborer 14.6578 15.8578 16.3378 16.9861 17.4661 18.6672
Scale Opea'alor 14.6578 15.8578 16.3378 16.9°o61 17.4661 18.6672
Wastewater Treatment Plant Helper 14.6578 15.8578 16.3378 16.9°o61 17.4661 18.6672
AEO 16.8216 18.0216 18.5016 19.1499 19.6299 20.8310
H~O 17.2073 18.4073 18.8873 19_~356 20.0156 21.2167
CEO 17.7000 18.9000 19.3800 20.0283 20.5083 21.7094
M~int~nce Mechanic II 15.40~/7 16.6077 17.0877 17.7360 18.2160 19.4171
Mnlnt~n~mce Mechuni¢ Ill 17.8607 19.0607 19.5407 20.1890 20.6690 21.8701
Auto Mechanic I & II 15.4077 16.6077 17.0877 17.7360 18.2160 19.4171
Auto Mechanic 111 17.8607 19.0607 19.5407 20.1890 20.6690 21.8701
Auto Mechanic IV 18.8462 20.0462 20.5262 21.1745 21.6545 22.8556
Crew labor Leader 18.8462 20.0462 20.5262 2 L 1745 21.6545 22.8556
TIle, Il ]v~u'?n'l'~n unc~: Cl"~n;'/Leader 18.8462 20.0462 20.5262 21.1745 21.6545 22.8556
Assistant Cook 22,983.~0 25,4~3.80 26,483.80 27,833.80 28,833.80 31,333.80
.~tlmi~i-aallye AqO~ant 31,865.64 34,365.64 35,365.64 36,715.64 37,715.64 40,215.64
Ad,JJt Day Cm'e Supervisor 27,802.16 30,302.16 31,302.16 32,652.16 33,652.16 36,152.16
Cook 26,142.63 28,642.63 29,642.63 30,992.63 31,992.63 34,492.63
Custodial Worker I 28,352.26 30,852~6 31,852-26 33,202.26 34,202.26 36,702.26
~ Worker Il 29,602.~ 32,102.38 33,10238 34,45238 35,452.38 37,952.38
Cu.qtodial Worker III 30,915.00 33,415.00 34315.00 35,765.00 36,765.00 39,265.00
Bay Constable 30,644.40 33,144.40 34,144.40 35394.40 36,494.40 38,994.40
Senior Bay Constable 36,069.01 38,569.01 39,569.01 40,919.01 41,919.01 44,419.01
Building Inspector 37,465.02 39,965.02 40,965.02 42,315.02 43,315.02 45,815.02
Senior Buildiag lxkqpe~or 39,608.98 42,108.98 43,108.98 44,458.98 45,458.98 47,958.98
~l~gal .Building imspect or 41,657.52 44,157.52 45,157.52 46,507.52 47,507.52 50,007.52
O~n~c~ Inspector 37,465.02 39,965.02 40,965.02 42,315.02 43,315.02 45,8t5.02
~ A,~istant 31,865.64 34,365.64 35,365.64 36,715.64 37,715.64 40,215.64
Seaior A,nrv~n_ _ ~nI A_~kntam 33,291.43 35,791.43 36,791.43 38,141.43 39,141.43 41,641.43
Asr~smeat Clerk 26,008.42 28,508.42 29,508.42 30,858.42 31,858.42 34,358.42
Cl~rk 24,508.64 27,008.64 28,008.64 29,358.64 30,358.64 32,858.64
~ (Spanish Sl:~leing) 25,008.64 27,508.64 28,508.64 29,g58.64 30,858.64 33,358.64
Seaior (leak 25,566.57 28,066.57 29,066.57 30,416.57 31,416.57 33,916.57
Clerk-Typist 26,008A2 28,.q)8.42 29,50S.42 30,858.42 31,858.42 34,358.42
Senior Q~:-"I'yp~ 27,14134 29,64134 30,641.34 31,991.34 32,991.34 35,491.34
Stenogr~her 27,534.14 30,034.14 31,034.14 32,384.14 33,384.14 35,884.14
JuRice Cou~t Clerk 27,534.14 30,034.14 31,034.14 32,384.14 33,384.14 35,884.14
Account Clerk 29,822.70 32,322.70 33,322.70 34,672.70 35,672.70 38,172.70
Senior Account Clork 32,111.28 34,611.28 35,611-28 36,961-28 37,961.28 40,461.28
~ A,a,~uat Clerk 34,22/.88 36,722.88 37,722.88 39,072.88 40,072.88 42,572.88
Data Conlxol Supe~,isor 36,534.88 39,034.88 40,034.88 41,384.88 42,384.88 44,884.88
Data Euhy Operator 26,350.00 28,850.00 29,850.00 31,200.1)0 32,200.00 34,700.00
Dala Ptuo,~ng Equipmem Operator 39,822.70 42,322.70 43,322.70 44,6'/2.70 45,672.70 48,172.70
Director of Code Enforceanem 40,633.29 43,133-29 44,133-29 45,483-29 4~,483.29 48,983.29
Director of Program E'mluaQon 47,272.56 49,772.56 50,772.56 52,1/2.56 53,122.56 55,622.56
]amm~ 1, 2002
Page 1 of 2
Appendix H
Salary Structure January I, 2002
47.272.56 49,772.56 50,772.56 52,122.56 53,122.56 55,622.56
31,857.00 34,357.00 35,357.00 36,707.00 37,707.00 40,207.00
31,857.00 34,357.00 35,357.00 36,707.00 37,707.00 40,207.00
21,176.98 23,676.98 24,6%.98 26,026.98 27,026.98 29,526.98
I$,176.~8 20,676.98 21,676.98 23,026.98 24,026.98 26,526.98
23,250.00 25,750.00 26,750.00 28,100,00 29,100.00 31,600.00
31,146.34 33,646.34 34,646.3¢ 35,996.34 36,996.34 39,496.34
29328.66 31,928.66 32.928.66 34.278.66 35,278.66 37,778.66
31,285.46 33,785.46 34,785.46 36,135.46 37,135.46 39,635.46
37,711.76 40,211.76 41,211.76 42,561.76 43,561.76 46,061.76
47,143.26 49,643.26 50,643.26 51,993.26 52,993.26 55,493.26
26,652.63 29,152.63 30,152.63 31,502.63 32,502.63 35,002.63
28,801.05 31,301.05 32,301.05 33,651.05 34,651.05 37,151.05
30,073.60 32,573.60 33,573.60 34,923.60 35,923.60 38,423.60
18,212.43 20,712.43 21,712.43 23,062.43 24,062.43 26,562.43
34,645.91 37,145.91 38,145.91 39,495.91 40,495.91 42,995.91
19,170.67 21,670.67 22,670.67 24,020.67 25,020.67 27,520.67
23,250.00 25,750.00 26,750.00 28,100.00 29,100.00 31,600.00
41,245.71 43,745.71 44,745.71 46,095.71 47,095.71 49,595.71
40,221.95 42,721.95 43,721.95 45,071.95 46,071.95 48,571.95
45,961.67 48,461.67 49,461.67 50,811.67 51,811.67 54,311.67
22,302.16 24,802.16 25,802.16 27,152.16 28,152.16 30,652.16
31.285.46 33,785.46 34,'/85.46 36,135.46 37,135.46 39,635.46
55,377.58 57,877.58 58,877.58 60,227.58 61,227.58 63,727.58
36,100.42 38,600.42 39,600.42 40,950.42 41,950.42 44,450.42
Appm. dix H
· la-,,~D, I, 2002
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