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HomeMy WebLinkAboutCSEA Contract JUDITH T. TERRY TOWN CLERK REGISTRAR OF VITAL STATISTICS OFFICE OF THE TOWN CLERK TOWN OF SOUTHOLD Town Hall, 53095 Main Road P.O. Box 1179 Southold, New York 11971 TELEPHONE (516) 765-1801 THIS IS TO CERTIFY THAT THE FOLLOWING RESOLUTION WAS ADOPTED BY THE SOUTHOLO TOWN BOARD AT A SPECIAL MEETING HELD ON OCTOBER 25, 1988: RESOLVED that the Town Board of the Town of Southold hereby accepts and approves the Memorandum of Agreement, dated October 25, 1988, and executed by the representatives of the Civil Service Employees Association, Inc., Southold Town Unit, as authorized by the membership, and Charles E. Graves, negotiator for the Town; and be it further RESOLVED that Supervisor Francis J. Murphy be and he hereby is auth- orized and directed to execute the 1988-1989 contract between the Civil Service Employees Association, Inc., Southold Town Unit, and the Town of Southold. Southold Town Clerk October 26, 1988 MEMORANDUM OF AGREEMENT BETWEEN THE TOWN OF SOUTHOLD AND THE $OUTHOLD TOWN UNIT OF SUFFOLK COUNTY LOCAL 852 OF C.S.E.A. Subject to satisfaction by the Board and the C.S.E.A. The 1986-87 Agreement is amended as follows: Article I Section 2 Change "shall determine" to "may determine" Article I Section 4 The Association negotiating committee shall consist of no more than 5 employees who are negotiating on Town time. NO more than 5 negotiations sessions will be held during the normal work day without the consent of both parties. Article II Section 2 Delete "except where specifically outlined in VIII ..." Article II Section 12 Change Department Head to Town Board. Article III Section Article III Section Change 10 days vacation carry-over to 12. Add to present language: An 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. Article III Section 5 Delete (Renumber subsequent sections) Article III Section 11 Add to present language on pay at retirement for first 30 accumulated unused sick leave: For days accumulated over 30. additional payment will be made at the rate of one day for each 3 accumulated over 30. In no event shall the grand total payment exceed 55 days. Article III Section 12 Add paid holidays for: Martin Luther King Day MEMORANDUM/GRAVES Page 2 Article III Section 12 { Continued~ Effective 1988: Article IV Section 1 Article VII Section I Article VI Section 3 Article VI Section 5 Article VI Section 5 Article VI Section 10 Article VIII Section 1 Eve of New Year's Day, half day Eve of Thanksgiving, half day . Eve of Christmas, half day Effective January 1, 1989, delete employee birthday holiday. Add: Where federally observed holiday differs from the foregoing list of holidays, the federal holiday will be observed instead of the day listed in the foregoing. Add: Should the Town decide to select another carrier, or become a self-insurer, such selection shall be subject to mutual agreement between the parties. Such agreement shall not be unreason- ably withheld. (al (b) (c) Effective January I. 1988. 7% increase Effective January 1. 1989, 7% increase Effective January 1, 1989, all classifications will have a new entry step of 3.5% less than step 1 of the classification. Employees will remain on the entry step for one year of service. Add to first sentence: subject to law Second line, add after.compensation: applied to the straight-time base rate of pay. Add: Effective January 1, 1989, the foregoin9 increases of 4%, 5% and 6% shall be increased by an additional one per cent to equal 5%, 6% and 7% respectively. Prior to creating a new position and rate, the Town shall notify the Association President in writing. The Association and the 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, subject to negotiations at the next round of bargaining. {new} Bay constables and maintenance employees in buildings and grounds shall work eight (8) hours per day with one-half hour for lunch, for a total of 40 hours per week. MEMORANDUM/GRAVES Page 3 Article VIII Section 3 Add: However, the Town may close the area on other days if it so elects in order to meet its operational objective. Article IX Delete present language and substitute the following: Section 1 All grievances of employees involving the interpretation of this Agreement shall be re- solved in accordance with the following procedure: 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 Labor- Management Committee (Article X). The Committee shall consider such grievance at its next meeting and shall issue a written reply within ten (10) days after said meeting. Step 3 If the employee is not satisfied with said reply. the employee may request a full Town Board hearing to be conducted within twenty (20) days of receipt of the Committee's decision. The full Town Board hearing shall constitute the final step. Article X Section 1 Add after second sentence: The committee will meet within 20 days of receipt of a written request either party. Article XII Revise as follows: 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. Article XV Revise to provide: Effective January 1, 1988, the Town will contribute $365.00 per year. Effective January 1, 1989, the Town and the employee shall split the $36.00 increase with each contributing $18.00. MEMORANDUM/GRAVES Page 4 Article XVI Revise as follows: Except where otherwise provided, this agreement and all of the terms and conditions hereof shall become effective on January 1, 1988, and shall terminate on December 31, 1989.. Salary Schedules: Add to unit following titles and no other with rates before 1988 increases: Step I Step 2 Step 3 Step 4 Step 5 Senior Planner 29.379 29.679 29,979 30,279 30,579 (is this schedule for Senior Planner as to Step 17 If so. other steps are ok. Note: This is subject to 7% increase for 1988, and 7% increase for 1989. ) Sr. Building Inspector 25,313 25,890 26,448 27,026 27,583 Planner Trainee 19.500 19.800 20.100 20.400 20.700 PSD 2 17,766 19,282 20,797 22.312 23,827 Asst. Site Mgr. 11,043 11.343 11,643 11,943 12,243 Cook 13,118 13,418 12,718 14,018 14.318 Asst. Cook 12,629 12.920 13,220 Town Maint. Crew Leader 11.92 No steps 13,520 13.820 Auto Mech IV 11.92 No steps Eliminate Accountant title (not part of unit), Administrative Assistant. Assessor Assistant. Salary Schedule Footnotes - Revise as follows: ia) Employees move on step July 1, 1988, following at least 12 months ofcontinuous service. Other employees move on step on January 1, 1989, pro- vided they have 12 months of continuous service. After Step 5 there is no further movement on steps. 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 MEMORANDUM/CRAVES Page 5 (b) cont. least 5% of that employee's rate before promotion. In no event shall any increase exceed Step 5 of the new position. (c) Employees required to have a Suffolk County electrician's license for their Town employ- ment shall have the fee paid by the Town up to $100,00 per year. IN WITNESS WHEREOF, the parties hereto have set their hands and seals this day of October, 1988. THE TOWN OF SOUTHOLD By: Francis J, Murphy, Supervisor THE C.S.E.A. By: President Irwin M. Scharfeld Collective Bargaining Sepcialist C.S.E.A. The Civil Service Employees Association, Inc. Oct. 20, 1988 Mr. Frank Murphy, Supervisor Town of Southold Town Hall Main Road Southold, NY 11971 Re: CSEA Negotiations Dear Supervisor Murphy: This letter shall serve to notify the Town of Southold that at a recent general membership meeting, CSEA accepted the fact- finder's report dated 9/30/88 with two changes requested by the Town Board: 1) Issue #4 - The position of the Town is to appear in the contract and not the factfinder's recommen- dation. 2) Issue #6 - We agree to accept the Town's position and not the recommendation of the factfinder. Would you kindly notify me as soon as the Town Board acts on this report and, if accepted by the Board, please prepare a draft of the new contract for our committee to review and approve. We are obviously anxious to get the salary increases to our members as soon as possible. On behalf of our committee and myself, I wish to thank you for your cooperation and concern during these difficult negotiations. Si nce rely, Irwin M. Scharfeld Collective Bargaining Specialist IHS:eg cc: C. Stulsky C. Graves~- G. Nielsen 6Iff PAIIK~InE I)IIIVE dERICII(I,NEWYOIII,~ 11'7B3 TEI,EI'IIONE (Biff) 4:1:! ?BI)fl Fran?£s d. Murphy of Southol d .qmlthotd Town Hall Road Southo[d, New York M~. Christine Stulsky P~ es idea t Sou thold C.S.E.A. Town of Southold $ouhhold To~zn Hall Soukhold, New York 11971 Facl: Finder's Hepo~:t - Contract Impasse Town of Southo~d and _]v~l Service Employees Ass~. II,ar Supervisor Murphy aud Ms. Stulsk'v: i have enclose,I copies o~ the fact finding report which deals wi k)l the impasse oekwe~n the Towu and the Association, and whioh was c,3nducted under the auspices of the Public Employment Relations Board. it ts strongly r~commende(l that both Parties be given the full live (5) dny~ opportu,ll, ty to read and stud~ the report before it is re.de public ms requirr'd. I am prepared to meet with both Parties again to clarify any ,i,;estion9 that tile report may raise or to facilitate any efforts to ~pach accord. I can be reached during the day at 516-433-7596, or at 516-298-'1785- (.opl~s of the report are also beinq sent to Mr Kelly's office Conciliation at Pl/10~. llis office can akso be most helpful in stY- you corinne[ relative to tile local release of the information don- I,~i. npd in the report. TFC: g ,,.':: blr. g. let me know S char fe Id Gr~ves if I can be of further assistance. sin96k~y you/s ,~ 'l'/rlOlflflS F, Carey / Paot-Finder-PE~ / tlr, 1~. Kel /y '~ M88 1 STATEMENT OF PROCEEDINGS Under date of March 21, 1988, the undersigned was appointed as a Fact-Finder by the New York State Public Employment Relations Board, in an effort to resolve the contractural impasse between the Town of Southold (Long Island) as the Public Employer, and the Southold Civil Service Employees Association, Public Employee. Said appointment was made pursuant in the New York State Public Employment Section #209 and 205.5 (K). to the authority vested Relations Board under Said appointment directed the undersigned .... "to inquire into the causes and circumstances of the dispute and after hearing .... transmit his finding of fact and recommendations for ~esolution of the dispute to the chief executive officer of the Town of Southold and the Southold C.S.E.A .... and within five (5) days of such transmission make public such findings and recommendations .... " Pursuant to his responsibilities under the New York State Public Employment Relations Act, the Fact-Finder conducted fact- finding proceedings during May-August, at which time the Parties were given ample and sufficient time to present facts and erguments germane to their respective negotiating positions. INTRODUCTION In addition to the oral arguments, there were documents offered in evidence on behalf of the Association and numerous STATE OF NEW YORK PUftLIC EMPLOYMENT RELATIONS BOARO In the Matter of the Impasse between* TOWN OF SOUTHOLI) * and * SOUTHOLD C.S.E.A. * Case No. M88 REPORT AND RECOMMENDATION OF THE FACT FINDER ttearings Close~ August 25, 1988 BEFORE: PROFESSOR THOMAS F. CAREY, FACT FINDER APPEARANCES: TOWN OF SOUTHOLD CHARLES GRAVES Negotiator-Counsel SOUTIiOLD CIVIL SERVICE ERWIN SCIIARFELD JOHN RAYNOR BETTY WELLS PAUL D. GRATTAW DOUGLAS CLARK CURTIS HORTEN CHRISTINE STULSKY CURT DANIELS DAVE BLADOS EMPLOYEES ASSOCIATION C.S.E.A. Representative Negotiating Team Negotiating Team-Secretary-Treasurer Negotiating Team Negotiating Team-Vice President Negotiating Team Association President Negotiating Team Negotiating Team submissions offered on behalf of the Town. Additionally, the Parties were permitted to submit any supplementary documentation necessary to complete their presentation on the remaining issues which they chose not to do. All of this material has been carefully examined by the undersigned, but in order that this report may be submitted to the Parties for action, the undersigned will not attempt to recite herein all the evidence which has been submitted. Negotiations between the Parties began in late 1987. Some-~ limited progress was achieved during the ensuing months. The impasse between the Parties continued and the Association requested fact-finding. At the inception of the fact-finding hearings, the key proposals of the Association and the Town were still open issues. Collective bargaining between the Parties hnd been somewhat productive during mediation but prior to formal fact-finding hearings, several major issues were still unresolved. The Fact-Finder is cognizant that the subsequent recommendations do not give either Party all that was requested. What is projected is an effort to provide an equitable base which will enable the Parties to agree to a workable Contract, ~t least for the ]988 and 1989 calendar years. Both Parties must be prepared to make reasonable adjustments in their respective positions if a fair settlement is to be achieved. Hopefully, this report will facilitate reaching that objective. BACKGROUND The Town of Southold the "Town") is located in Suffolk County and substantially encompasses the North Fork of Long Island. The Bargaining Unit consists of eighty (80) employees. The Southold Civil Service Employees Association, hereinafter called the "Association" represents full and part-time employees in some twenty-five (25) different job titles. GENERAL PROCEDURES 1) All requests for economic improvement were evaluated in accordance with the testimony, argument, and data submitted, and weight was given, in addition to other criteria, to salaries, benefits, and contract settlements in comparable communities; sa]ary improvement for other Town employees; changes in the Cost of Living; the financial position of the Town, and tile like. 2) In those impasse issues, where one Party requested a change in wording of a previously negotiated and accepted non- economic Contract provision in the existing Contract, and the opposing Party insisted on the status quo, the Fact-Finder, in addition to other criteria, has sought to determine from the evidence submitted tho extent to which: (a) the Party r~questing the change has been harmed by the inclusion of that provision in the Contract, or (b) the Party resisting the change has been abusive of the privileges afforded to it by said clause. 4 3) In those impasse issues, where one Party requested the inclusion o[ a new Contract provision, amd the other Party opposed it, the Fact-Finder, in addition to other criteria, has sought to determine from the evidence submitted the extent to which: (a) the Party requesting the inclusion has been handicapped by its omission, or (b) how the Party resisting would be harmed by its inclusion. ISSUES RESOLVED PRIOR TO FORMAL FACT-FINDING HEARING Following are items which both parties agreed to accept prior to the fact-finding hearing: 1. Add to unit following titles rates before 1988 increases: and no other with Step 1 Step 2 Step 3 Step 4 Step 5 Senior Planner 27461 2776] 28061 28361 28661 (must be updated to add Smithtown increases as agreed at time of hiring with applicant, increases to be substituted for Southold increases to bargaining unit) Sr. Building Insp. 25313 25890 26448 27026 27583 Planner Trainee 19500 19800 20100 20400 20700 PSD 2 17766 19282 20797 22312 23827 Asst. Site Mgr. 11043 11343 11643 11943 12243 Cook 13118 13418 13718 14018 14318 Asst. Cook 12620 ]2920 13220 13520 13820 Town Maint. Crew Leader ]1.92 No Steps Auto Mech IV ]1.92 No Steps 2. Eliminate Accountant title (not part of unit), Administrative Assistant, Assesor Assistant 3. Article I 2 Change "shall determine" to "may determine" 4. Article II 6 Retain present language 5. Article II 2 Delete "except where specifically outlined in VIII .... " 6. Article II 12 Change Department Head to Town Board *7. Article III 2 Change 10 days vacation carry-over to 12 *8. Article III 4 An employee shall be granted one _ working day with pay to attend the funeral on the employee's working day of the employee's grand- parents, brothers-in-law, sisters- in-law, half-brothers or half- sisters, or other relatives living in the household of the employee. *9. Article III 5 Delete (funeral of friend) *10. Article III 11 Add to present language on pay at retirement for first 30 accumu- lated unused sick leave: For days accumulated over 30, additional payment will be made at the rate of one day for each 3 accumulated over 30. In no event shall the grand total payment exceed 55 days. *11. Article iii 12 No change in present holiday language except: Where federally observed holiday differs from the foregoing list of holidays, the federal holiday will be observed instead of the day listed in the foregoing. 12. All classifications will have a new entry step of 3.5% less than Step 1. 13. Article VII 5 Add to first sentence - subject to law 6 14. Article VII 5 15. Article VIII 1 16. Article IX 17. Article X 1 18. Article XII 19. 20. Article XVI Second line - add after compensa- tion: applied to the straight- time base rate of pay. Add titles of Bay Constable and Maintenance Employees in build- ings and grounds schedules are 8 hours per day with one-half hour lunch and 40 hours per week (this is not to be a change in practice, merely an addition to contract reflecting practice). Replace present grievance proce- dure with one similar to PBA contract. Possibly a 3-step procedure with L-M committee, the step-2 level and board step 3. Add after second sentence: The committee will meet within 20 days of receipt of a written request by either party. 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 obliga- tion to conduct, assist or participate in such a strike. Salary Schedule Footnote: Employees required to have a Suffolk County electrician's license for town employment shall haw~ the fee paid by the Town up to $]00.00 per year. Add: The Association negotiating committee shall consist of no more than 5 employees who are nego- tiating on Town time. NO more than 5 negotiations sessions will be held during the normal work day without the consent of both parties. 1SSUES PRESENTED AT FACT-FINDING HEARING ISSUE #1 - AGENCY SHOP - ARTICLE VI Position of Association The Association proposes that since it is required under the law to represent ail employees covered under the Agreement, it should be entitled to be granted "agency shop" status. Position of Town The Town opposes any move to grant the Association "agency shop" status and it contends that the right to work should not depend on the payment of fees. Analysis and Recommendations The rationale for the Union/s demand is understandable in that it contends all who benefit from the Union's representation should pay their fair share. Most contracts which contain agency shop clauses were the results of the give and take at the negotiations table by the Parties. If such a benefit is to be included in the local agreement, it should also come about through the bargaining process. iSSUE #2 EMPLOYEE BENEFIT FUND - ARTICLE XV Position of Association The Association proposes that provisions of modified so that the Town will agree to increase bution to the Welfare Fund to $515 for this Article be its contri- 1988 and $551 for 1989. ~osltion of Town The Town proposes to [reeze its contribution to the Fund at the 1987 level of $300 per employee per year. It seeks retroactive payment of the additional $65 it paid in 1988. Analysis and Recommendation The record shows that the Town temporarily increased the Town payments to $365 w~th the employees continuing to pay $150 in 1988. Contractually $300 per employee. the Town had only been required to contribute It elected to contribute $365 for 1988. There is no basis to change that contribution during the current year. However in 1989, it is recommended that employer and employee split the $36 increase with each contributing $18. ISSUE #3 - IIEALTIt INSURANCE - ARTICLE V Position of Assoc].ation The Association opposes any change in the existing health benefits received by Town employees. Position of Town The Town proposes that employees assume a substantial portion of the Empire H~alth Plan increases. Analysis and Recomn/endations The Town currently is contractually obligated to pay 100% of the premiums applicable to benefits afforded to employees and their dependents. The uncxpectedly high increase in premiums by the Empire Plan impacted most munincipalities in the State. What steps will be taken statewide to avoid a repeat can not be determined at this stage. Some municipalities require new employees to pay a percentage of the premium until such time as the overall conditions on health premiums become clear. ~aintaining the status quo is not unreasonable and we so recoimmend. However, if the Town is able to identify another carrier, its selection which is subject to mutual agreement shall not be unreasonably withheld. ISSUE 4 - PROMOTIONS AND PROCEDURES FOR SETTING SALARIES FOR NEW POSITIONS Position of Association The Union proposes that when the Town decides to create a new position that it negotiate with the Union as to what the salary and classification of said position will be. Position of Town The Town proposes that promotional increases cannot place sn employee beyond the top step of the schedule and should be limited to 5%. n~w positions. Analysis and Recommendations The Town's creation of new titles and salaries for those new positions has been a source of repeated strain in the relationship between the Parties. The right of the Town to create new titles and positions is not in dispute. The Town reserves the right to set salaries for 10 The purposes of both Parties would best be served if the Town, prior to creating a new position and rate would notify the Association President in writing. The Association and the Town will con£er within 15 days to discuss the new title. If no agreement is reached, the new position can go into effect at the expiration of the 15 days, subject to negotiations at the next round of bargaining. There is no persuasive basis to recommend the Town's proposal to set the l~mits it seeks on promotions. ISSUE #5 - DISPOSAL AREA CLOSINGS - ARTICLE VIII, SECTION 3 Position of Association The Union opposes any closing of the Disposal Area on any holidays other than the three (3) holidays currently specified in the Agreement. Position of Town The Town proposes that it also may elect to close the Disposal Area additionally on Washington's Birthday, Lincoln's Birthday and Martin Luther King's Birthday under its exercise of its management right. Analysis and Recommendatlns The contract under Article VIII, Section 3 specified when thc Disposal Area shall be closed. To the degree that those days are memorialized in the Agreement; the language is controlling. However, there are no contractual constraints that would preclude the Town from exercising its management prorogative to it close the Area on other days if it so elects in order to meet its operational objective. ISSUE #6 - HOLIDAYS - ARTICLE III, SECTION 12 Position of Association The Association proposes that Martin Luther King Day be added to the holiday schedule and that Easter Sunday be added for those who work on that day. Position of Board The Town would agree to accept the proposal to add Martin Luther King Day as a holiday. It would also propose, however, to eliminate the holiday now given for employee birthdays. It would also assume a contractual obligation to have off with pay the half-days before Thanksgiving, Christmas, and New Year's Day. Analysis and Recommendation The recognition of Martin Luther King's birthday as a holiday has grown widespread acceptance in recent years with all levels of government. Both parties appear to agree on its significance. It is therefore recommended that such a holiday be included in the listing in Section 12. Admittedly, the benefit of having a birthday off with pay is somewhat unique to Southold. There is no persuasive evidence in the record to indicate that the privilege has been abused or that the operating needs of the Town were compromised. There is no basis in the record before me to warrant any change in this existing benefit. 12 ISSUE ~7 - LONGEVITY - ARTICb~ VI±, Section 5 Position o~ Association The Union proposes to add 1% to eacl~ o[ the existing longevity increments so that such increments would be: YEARS LONGEVITY l0 Years 5% 15 Years 6% 20 Years 7% Position o£ Town The Town opposes the increases in longevity as being too costly, particularly Jn the first year of any new agreement. Analysis and Recommendations Many of the salary and job classification adjustments made over the recent years have .logically benefited the younger Town employees. As a result, the senior employees' relative salary twos been negatively impacted. What is needed is some reasonable and equitable wage adjustments for these senior employees. Accordingly, it Js recommended that effective on January 1, 1989 (year 2) that 1% be added to each of the existing longevity levels. ISSUE #8 - WAGES - ARTICLE VII 8.5% Position of Association The Association [~roposes that there be a wage adjustment of for each of the two (2) years of the Agreement. 13 It also seeks salary upgrades for new titles not appearing on the previous salary schedules as determined by the Town Board. It further requests wage adjustments for senior workers who were off step and who did not receive an "inequity wage upgrade" and for Bay and Senior Bay Constables as well as making wages for Custodial Workers Position of Town The Town proposes that I to be equal to Laborers. any general wage increase be limited to 5.5% in each of the two years of the Agreement with the first increment to be effective July 1, 1988. It also proposes that the "entry rate" for new employees be established at 3.5% less than Step 1. Analysis and Recommendations The resolution of any contract impasse hinges on the ability of the Parties to arrive at some mutually acceptable wnqe "package". That final package, whether negotiated or mediated, always involves some trade-offs and invariably can not [~rouide everything requested. Unquestionably, the issues of individual employees doing ] igher--level-out-of-title work and/or the e~isting wage classification for particular titles generat,~} %eruine concern on the part of particular employees that their job responsibilities are not being properly recognized and/or compensated. The i~ues and concerns are of critical importance to those employees involved. Admittedly, th~? issues should be addressed 14 by either the Town or civil Service depending on who has proper jurisdiction. There is serious question whether fact-finding is the proper forum in which such concerns can be addressed and/or resolved. At this state of the contract impasse, the fact-finding procedures dictate that Fact-finder looms on elements which would help ensure a fair and equitable wage adjustments for the majority of employees in the unit while attempting to seek resolution of those wage inequities that have in effect across the board impact. The last round of negotiations produced some significant improvements at the lower end of the schedule. Comparatively speaking, senior employees adjustment at both ends of The Union claims that wage did not fare as well. Some tl~e wage structure are appropriate. adjustments for C.S.E.A. workers in other Suffolk communities range from 6-8%. The Town argues that some settlements in other areas of the State were 5% and only a few in this region exceeded 7%. A review of settlements with Town employees in other East End municipalities indicate the following range: East Hampton Town 7.0% Southampton Town 6.8% Hiverhead 7.0% Village of Southampton 7.0% village of Orient 7.0% (with new benefits) (plus increment) While the range of Suffolk settlements may have been 6-8%, it is clear the East ~nd settlements average 7% plus increment in each year of new agreements. Accordingly, it is recommended as follows: 1988 A 1989 A Effective July 1, 1988, all receive a retroactive wage of 7% plus increment. Effective January 1, 1989, employees adjustment all employees receive a wage adjustment of 7% plus increment. Effective January 1, 1989, that the longevity payments to senior employees be adjusted by 1% as follows: Existing Proposed 10 Years 4% 5% 15 Years 5% 6% 20 Years 6% 7% C That an "entry" rate of hire be established for "new" employees hired after January 1, 1989 at 3.5% less than Step 1. ISSUE #9 DURATION Analysis and Recommendations The Parties both need at least a brief respite from the negotiations table. Accordingly, a two-year Agreement is 16 recommended for the perioa January 1, 1988 Except as otherwise noted in this fact-[inding previously agreed to by the Parties, all other prior Agreement shall remain in effect. December 31, 1989. report or as terms of the September 30, 1988 Matfituck, New York Thomas F. Carey PERB Fact-Finder THIS AGREEMENT made this 18th day of January. 1989. between the TOWN OF SOUTHOLD. a municipal corporation of the State of New York. having its principal office at 53095 Main Street. Southold. Suffolk County. New York. hereinafter called the "Town" and the SOUTHOLD TOWN UNIT OF SUFFOLK COUNTY. LOCAL 852 of C.S.E.A.. INC.. a membership corporation of the State of New York. with offices Io~,,te~ ;,t. 1113 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 uniformed members of the police department of the Town. hereinafter referred to as "employees" for the purpose of negotiating collectively with the Town in the determination of the terms and conditions of employment and to enter into written agreements with respect thereto. NOW. THEREFORE. the parties hereto agree as follows: ARTICLE I RECOGNITION Section 1. The Town does hereby recognize CSEA as the exclusive employee organization to represent the employees and extends to (;SEA the following rights: (a) To represent th~ employees in negotiations and in the settlement Page 2 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. Section 2. Seven months prior to the termination of this agreement. the Town may determine the employees choice of the employee organization to thereafter represent them on the basis of dues deduction authorization and other evidence or. if necessary, by conducting an election in accordance with Article 14 of the Civil Service Law and the rules adopted pursuant thereto. Section 3. The parties agree that they will each conduct 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. Section ~t. The Association negotiating committee shall con~i~.:'~ ~,~ ilo 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. ARTICLE II PROTECTION OF EMPLOYEES Section 1. Employees appointed from a valid Civil Service list shall be granted the protection afforded to them by the applicable provisions of Article 5 of the Civil Ser~zice Law. Page 3 Section 2. The term "full-time" employee· when used herein shall mean those employees of the Town of Southold who regularly work twelve months per year, five days per week and not less than seven hours per day. Section 3. The term apart-time employee", when used herein shall mean those employees of the Town of Southold 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. Section 4. Full-tlme employees in the non-competitive class who shall have rendered twelve (12) months of continuous service to the Town shall be granted the protection of the applicable provisions of Article 5 of the Civil Service Law. Section 5. 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 terms and conditions of employment. Section 6. 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-t/me employment in · the service of the Town, and 1/2 year credit for each year of any part-time service with the Town. Unless otherwise provided by law, seniority for full-time employees shall include full credit for each year of full-time CETA employment in the service of the Town, and 1/2 year credit for each year of any part-time service with the Town. Section 7. During the term of this agreement· the Town shall not lay Page 4 off employees hired prior to December 31. 1980. unless there is r-n~nable cause therefor. Section 8, In the event that it is necessary to .lay off full-time employees, the Town agrees that the same will be accomplished on the basis of seniority within job classifications within each department employees with the least seniority will be first laid off). Section 9. 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 empleyee by registered mail directed to his last known address advising him of such. Section 10. Unless otherwise provided by law. and subject to the provisions of Sections 8 and 9 of this Article. 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. On or about the 10th day of each month, the department head of every department of the Town shall post in a conspicuous place within the department, a list containin~j the names and the number of hours of bvertime work by each employee of the department during the preceding month, Section 11. The Town shall provide legal services to an employee against whom an action or proceeding has been commenced involving any matter occuring within the scope of his employment ~3s an officer or employee of the Page 5 Town of Southold. Section 12. Employees who sustain physical injuries in the course of their employment with the Town may, in the discretion of the Town Baord, 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 his salary during such period of incapacity, any sums received by such employee 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 reason of such injuries shall not be deducted from any sick leave to which such emptoyee may be entitled. Section 13. Personnel Records [a) Any employee shall be entitled to examine his official personnel file upon making request therefor to the person having custody of said records. lb) Upon request, any employee shall be furnished with a copy of any material in his personnel file. lc) Only one employee personnel file shall be maintained which shall contain all material with respect to such employee. {d) No material derogatory to any employee, his conduct, character or service shall be placed in his personnel file unless he has been given the opportunity to examine the same and affix his signature thereon, which signature shall not be deemed to indicate that the employee 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. Page 6 Section lU,. 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 therefor. Section 15. The Town agrees to provide suitable uniforms for School Crossing Guards. Uniforms supplied to Public Safety Dispatchers will be cleaned at Town expense, by the Town-selected cleaning service. ARTICLE III VACATIONS AND LEAVES OF ABSENCE Section 1. All full-time employees shall be entitled to vacation time in accordance with the following schedule: Length of Service After 6 months Start of the 2nd year through the 3rd year Start of the 4th year through the 6th year Start of the 7th year through the 9th year Start of the 10th year through the 11th ~y.ear Start of the 12th year through the 14th year Start of the 15th year through the 19th year Start of the 20th year and thereafter Section 2. Vacation Credit 5 days 10 days 12 days 15 days 18 days 20 days 23 days 25 days payment for earned vacation shall be paid 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. The head of each department shall approve the vacation schedules for the employees in the respective departments. Not mor~ than twelve 112) days of unused vacation time may Page 7 be carried over into the succeeding year. Section 3. 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. Section ~,. Full-tlme employees shall be entitled to three (31 days leave 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 f~nernl on the employee's working day of the employee's grandparents, brothers-in-law, sisters-in-law. half-brothers or half-slsters, 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. Section 5. 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 three [3) continuous working days. such unauthorized absence shall be deemed to constitute a resignation in accordance with applicable rules of the Suffolk County Civil Service Rules and Regulations. Section 6. Officers and authorized representatives of CSEA shall be entitled to a leave of absence with pay to attend CSEA conferences and authorized meetings provided that not more than two employees of the Town, nor more than one employee from each depart~ent of the Town shall be absent Page 8 at the same time, and further provided that the total number of days of absence of all employees for such purpose shall not exceed ten (10) days in any calendar year. Section 7. Employees who shall 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. Section 8. Upon request, full-time employees may be granted a leave of absence not exceeding two (2) years without pay by reason of pregnancy of the employee. Such employee, upon the expiration of ~i~h n~ ~ ~ ....... r absence, shall be restored to the same or comparable position of employment, if the same is available. Part-time employees may be granted a leave of absence without pay for reasons of pregnancy at the .discretion of the Town Board. Section 9. Upon request, full-time employees may be granted a leave of absence without pay not exceeding one (1) year for reasons of health of h~mself or his immediate family, provided, however, that the necessity therefor is certified in writing to the Town Board by a physician. Section 10. 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. Unused sick leave may be accumulated up to a maximum of 165 days. An employee who shall become sick while on vacation may hav~such period of illness charged Page 9 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. Any 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 worked at least 50% of the normal work day. otherwise he will be charged for a full day of sick leave. A department head may request a written physlclan~s certificate in all cases where an employee is absent by reason of illness for more than three consecutive work days. Upon the retirement of a full-time employee, he shall be entitled to payment for first 30 days accumulated unused sick leave. For days accumulated over 30. additional payment will be made at the rate of one day for each 3 accumulated over 30. In no event shall the grand total payment exceed 55 days. ~, Section 11. 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 Oay the third Monday of January, known as Martin Luther King Day the twelfth day of February, known as Lincoln's Birthday' the third Monday in February, known as Washington's Birthday the fourth Monday in May, known as Memorial Day the fourth day of July, known as Independence Day the first Monday ~n September. known as Labor Day 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 Page 10 the fourth Thursday in November, known as Thanksgiving Day the twenty-fifth day of December, known as Christmas Day the eve of Thanksgiving Day, 1/2 day effective 1988 the eve of Christmas Day, 1/2 day effective 1988 the eve of New Year's Day, 1/2 day effective 1988 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. For the year 1988 only, each full-time employee shall be entitled to the day off on the day of his birthday. Thereafter, said holiday is eliminated. 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. 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 4 of Article VII hereof. Section 13. Full-time employees shall be entitled to four (l~) personal leave of absence with pay in each calendar year for personal business reasons Ipersonal leave days) provided that the time for taking such leave shall be subject to prior approval by the department head. ARTICLE IV HOSPITALIZATION Section 1. The Town agrees to make available to the employees, the Empire Plan of New York State Insurance plans provided by the State of New York, whichever each emD. Ioyee shall desire. The Town shall pay 100% of the Page 11 premiums applicable to benefits afforded to both the employee and his dependents. Should the Town decide to select another carrier, or become a self-insurer, such selection shall be subject to mutual agreement by the parties. Such agreement shall not be unreasonably withheld. ARTICLE V RETIREMENT, DEATH AND OTHER EMPLOYEE BENEFITS Section 1, Subject to the applicable provisions of law. the Town agrees to continue to provide a 25 year noncontributary retirement plan for the benefit of the employees and to pay the entire cost thereof. Section 2. The Town agrees to take the necessary action whereby u~used sick leave will be applied as additional service credit upon retirement of an employee in accordance with and subject to the provisions of Section 41J of the Retirement and Social Security Law, Section 3. The Town agrees to take the necessary action to provide an improved career retirement plan for the benefit of the employees in accordance with and subject to the provisions of Section 75-i of the Retirement and Social Security Law. ARTICLE VI DUES DEDUCTION Section 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. Section 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. Section 3. Any employee authorization ~ discontinue dues deductions Page 12 shall be in duplicate signed by such employee and submitted to the Supervisor, who shall promptly mail one copy thereof to the Treasurer of CSEA. Section 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 CSEA. ARTICLE VII SALARIES, COMPENSATION AND JOB CLASSIFICATIONS Section 1. (a) Effective January 1, 1988, all full-time employees shall receive the base salary or wages received by them on December 31, 1987. increased, however, by seven (7) per cent. Effective July 1, 1988, eligible employees with at lease twelve months of continuous service from the last date of hire will move on step and will receive increments due under the 1988 schedule. (b) Effective January 1, 1989, all full-time employees shall receive the base rate of pay received by them on December 31, 1988, increased, however, by seven (71 per cent. Effective January 1, 1989, eligible employees with at least twelve months of continuous service from the last date of hire will move on step and will receive increments due under the 1989 schedule Section 2. Employees who are required to report to work due tq 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. Such employees, when required to wor~<, shall receive a minimum of Page 13 three hours compensation at their regular salary scale. Except in the case of a foreman, not less than two employees shall be called out for emergency work. Section 3. 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 Article III. Section 11 hereof, Section L~, Full-time employees who shall be required to work (du~ing the hours between 7:30 A.M. and ~:00 P.M.) on any holiday set forth in Article III, Section 11 hereof, shall receive compensation thereof at the regular rate of salary or wages (in addition to receiving the regular salary or wage for such holiday) and shall also be given compensatory time off with 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 P.M. and 7:30 A.M. he shall be compensated for hours worked at double the rate of salary or wages. Section 5. 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 (10) years but less than fifteen (15) years of service shall receive a salary increase of ~%.o (b) Employees with at least fifteen (15) years but less than t:wenty (20) years of service shall receive a salary increase of 5%. lc) Employees with more than twenty {20) years of service shall receive a salary, increase of 6%. Page Effective January 1, 1989, the foregoing increases of u,%, 5% and 6% shall be increased by an additional one per cent to equal 5%, 6% and 7%, respectively. (e) Additional compensation as provided in this section shall commence on the first day of the month in which an employee becomes eligible therefor. Section 6. (a) 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. (b) 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. Section 7. The Town shall prepare a salary schedule of employees as provided herein and the same shall be annexed hereto. Section 8. 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 department in which he is employed. Section 9. A shift differential of three hundred (300) dollars per year shall be granted to each Public Safety Oispatcher who works thr.ee shifts around the clock on a regularly scheduled basis. Section 10. Prior to creating a new position and rate, the Town shall notify the Association President in writing. The Association and the Town will confer within 15 days .to discuss the new title. If no agreement is Page 15 reached, the new position may go into effect at the expiration of the 15 days, subject to negotiations at the next round of bargaining. ARTICLE VIII HOURS OF WORK The normal work week of all full-time employees shall be as Section 1. follows: (a) 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 9:00 A.M. to 5:00 P.M, 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 seniority basis. Five days notice shall be given for such change in the regular schedule. {b) Building Inspectors shall work seven hours per day (8:30 A.M. to u,:30 P.M.) with one hour for lunch, five days per week (Monday through Friday) for a total of thirty-five hours per week. [c) Highway Department and Public Works employees shall work eight hours per day (7:30 A.M. to u,:00 P.M.) with one-half hour for lunch, five days per week (Monday through Friday) for a total of forty hours per week. (d) Public Safety Dispatchers shall work eight hour rotating shifts with one-half hour for lunch, for a total of thirty-seven and one-half hours per week. [e) Employees assigned to work the Landfill Site shall work ten hours per day, four days per week, for a.total of forty hours per week. Page 16 Bay Constables and Maintenance employees in Building and Grounds shall work eight hours per day with one-half hour for lunch, for a total of forty hours per week. Section 2. 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. Section 3. The Town agrees that the Town Refuse Disposal Area shall be closed to the public on New Year's Day, Easter SunH~y~ 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 area on other days if it so elects in order to meet its operational objective. ARTICLE IX GRIEVANCE PROCEDURE Section 1. All grievances of employees involving the interpretation this Agreement shall be resolved in accordance with the following procedure: 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 ~eply. within ten days of receipt of the reply, the employee may appeal the decision to the Labor-Management Committee IArt~cle Xl. The Committee shall Page 17 consider such grievance at its next meeting and shall issue a written reply within ten [10) days after said meeting. Step 3. If the employee is not satisfied with said reply, the employee may request a full Town Board hearing to be conducted within twenty (20) days of receipt of the Committee's decision. The full Town Board hearing shall constitute the final step. ARTICLE X CSEA RICHTS Section 1, The Town agrees to establish a Committee of six members, three from the CSEA unit, the Superintendent of Highways, and two Town Board members. Such committee will meet upon the written request of either party for the purpose of dealing with employee grievances, working conditions, and such other matters as affect the Town and its employees. The committee will meet within twenty {20) days of receipt of a writ(~n 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. This committee will be established as of January 1st of each year and each party will submit names of its members to the other party. Section 2. tt is contemplated by the parties hereto that, notwithstanding the starting wages set forth in Article VII, Section hereof, it may be necessary from time to time. to employ persons at a starting wage above the amount set forth in such Section. 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 department head of the department in which such person is to be employed; two members to be selected by CSEA; and two members to be Page 18 selected by the Town Board. Section 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 CSEA. Section 4. The officers and members of 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. Section 5. Officers of CSEA shall, when possible, be given priority over other employees in the scheduling of vacation time. ARTICLE XI AMENDMENTS Section 1. Any changes or amendments to this agreement shall met become effective unless the same are in writing signed by the parties hereto. ARICLE XII NO STRIKE PLEDGE Section 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. ARTICLE XIII APPROVAL Section 1. It is agreed by and between the parties that any provision of this agreement requiring legislative action to permit its implementation by amendment of law or providing the additional funds therefor, shall not become effective until the.appropriate legislative body has given approval. Page 19 Section 2. It is agreed by and between the parties that any provision of this agreement requiring approval by federal authorities shall not become effective until such approval has been granted. ARTICLE XIV APPORTIONMENT OF BENEFITS In the event that the employment of any employee is terminated by reason of retirement, resignation or other cause, all benefits provided herein shall be prorated up to the date of such termination. ARTICLE XV WELFARE FUND Section 1. For the year 1988, the Town will make payments to the CSEA Welfare Fund for the benefit of full-time employees in the amount of $365.00 per year for each full-time employee of the Town. Such payments shall be made in advance on a bimonthly basis. The amount 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. The Town will make payments to the fund in the amount of whatever- charge is made against each .employee by the Fund up to a maximum of $515,00 the same to be deducted from the employee's pay check, less the $365.00 per employee which the Town will pay. Section 2. For the year 1989, the Town will make payments to the fund in the amount of $383.00 per year for each fun, l-time employee and the Page 20 present employee contribution of $150.00 per year per employee will be increased to $168.00. Section 3. CSEA represents that the CSEA Welfare Fund is a legally constituted entity; that such 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 such entity. CSEA also represents that it will obtain and provide to the Town such assurance from the Trustees of said Welfare Fund as will satisfy the representations set forth in the preceding la~r~r~h h~reof. Section 4. 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 Welfare Fund after the same are paid to such fund pursuant to the provisions of this Article, nor does the Town assume any liability or responsibility whatsoever for the acts or omissions of the CSEA Welfare Fund in the administration of its affairs, against all of such the CSEA does hereby hold the Town harmless. ARTICLE XVI TERM OF AGREEMENT Except where otherwise provided, this agreement and all of the terms and conditions hereof shall become effective on January 1, 1988, and shall terminate on December 31, ~989. Page 21 IN WITNESS WHEREOF, the parties hereto have set their hands and seals this /~ day of January, 1989. THE TOWN OF sOUTHOLD B~rvlsor SOUTHOLD TOWN UNIT OF CSEA, LOCAL 852 By Irwin M. Scharfield. Collective Bargaining Specialist. Sworn to before me thisl~day of January, CSEA 1989. TITLE SALARY STRUCTURE Effective January 1, 1988 STEPS 1 2 LABORER 9.75 AEO 11.36 HEO 11.65 CEO 12.02 MAINTENANCE MECHANIC II ~0.31 MAINTENANCE MECHANIC III 12.13 AUTO MECHANIC I AND II 10.31 AUTO MECHANIC III 12.13 CREW LABOR LEADER 12.87 CUSTODIAL WORKER I 8.98 PUBLIC SAFETY DISPATCHER 17,404.62 BAY CONSTABLE 9.80 SENIOR BAY CONSTABLE 24,437.66 BUILDING INSPECTOR 25,480.34 ORDINANCE INSPECTOR 25,480.34 CLERK 15,803.28 CLERK TYPIST 16,923.46 ASSESSMENT CLERK 16,923.46 STENOGRAPHER 18,063.01 JUSTICE COURT CLERK 18,063.01 ACCOUNT CLERK 19,772.34 SENIOR ACCOUNT CLERK 21,481.66 RECREATION SUPERVISOR 23,374.45 3 4 5 10.07 1~.40 10.72 11.05 11.36 11.36 11.36 11.36 11.65 11.65 11.65 11.65 12.02 12.02 I2.02 12.02 10.68 11.04 11.41 11.77 12.13 12.13 12.13 12.13 10.68 11.04 11.41 11.77 12.13 12.13 12.13 12.13 12.87 12.87 I2.87 12.87 9.27 9.54 9.83 10.I2 19,026.74 20,647.79 22,268.84 23,889.89 10.49 10.72 10.97 11.21 25,859.80 26,357.79 26,854.64 27,376.55 26,097.97 26,695.10 27,313.88 27,909.86 26,097.97 26,695.10 27,313.88 27,909.86 16,197.56 16,695.55 16,965.62 17,338.26 17,317.74 17,815.72 18,084.66 18,458.43 17,317.74 17,815.72 18,084.66 18,458.43 18,45Y. 80 18,955.27 19,224.21' 19,597.98 18,457.80 18,955,27 19,224.21 19,597.98 20,166.62 20,664.60 20,933.53 21,307. ~ 21,875.95 22,373.92 22,642.86 23,016.6~~ 23,971.57 24,588.08 25,194.32 25,801.63 1 '-. o~boob~