HomeMy WebLinkAboutCSEA Agreement~ ~ ~~
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RESOLUTION 2007-967
ADOPTED
DOC ID: 3406
THIS IS TO CERTIFY THAT THE FOLLOWING RESOLUTION N0.2007-967 WAS
ADOPTED AT THE REGULAR MEETING OF THE SOUTHOLD TOWN BOARD ON
DECEMBER 18, 2007:
WHEREAS the Town Board of the Town of Southold hereby ratifies a settlement a¢reement
with the CSEA dated December 6.2007.
~q,'
Elizabeth A. Neville
Southold Town Clerk
RESULT: ADOPTED
AGREEMENT
by and between the
TOWN OF SOUTHOLD
and the
CIVIL SERVICE
EMPLOYEES ASSOCIATION, INC.
Loca11000, AFSCME, AFL-CIO
C SEA
Town of Southold Unit
Suffolk County Loca1852
January 1, 2008 -December 31, 2010
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TABLE OF CONTENTS
SECTION PAGE
AGENCY SHOP FEE 3 2
AMENDMENTS 37 24
BEREAVEMENT LEAVE 16 7
CIVIL SERVICE PROTECTION 7 3
COMPENSATORY TIME 22 10
CSEA RIGHTS 36 23
DEFINITIONS 6 3
DISABILITY INSURANCE 50 27
DUES 26 16
EMPLOYEE BENEFIT FUND 24 14
EMPLOYEE DRUG AND ALCOHOL TESTING 49 27
EMPLOYEE LEAVE REQUESTS 47 26
EMPLOYEE TRAINING 45 26
GOOD FAITH AGREEMENT 4 2
GRIEVANCE PROCEDURE 35 21
HAZMAT DUTIES 51 27
HEALTH INSURANCE AND HOSPITALIZATION 23 11
HIGHWAY DEPARTMENT 48 26
HOLIDAYS 20 9
HOURS OF WORK 34 20
INJURIES SUSTAINED IN THE COURSE OF
EMPLOYMENT 11 5
JURY DUTY 15 6
LAYOFFS 9 4
LEAVE FOR CIVIL SERVICE EXAMINATION 52 27
LEAVE OF ABSENCE 18 7
LEGAL SERVICES 10 4
LEGISLATIVE APPROVAL 39 25
LICENSES 33 20
LONGEVITY 30 19
MANAGEMENT RIGHTS 2 1
MILEAGE ALLOWANCE 32 20
NEGOTIATING COMMITTEE 5 3
NO STRIKE PLEDGE 38 25
OVERTIME 29 17
PAYROLL CHECKS 44 26
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PERSONAL LEAVE 21 10
PERSONNEL RECORDS 12 5
PUBLIC SAFETY DISPATCHERS 43 26
RECALL 28 17
RECOGNITION 1 1
RETIREMENT BENEFITS 25 15
SALARIES 27 16
SENIORITY 8 3
SEVERABILITY 42 25
SHIFT DIFFERENTIAL 31 19
SICK LEAVE 19 8
TERM OF AGREEMENT 53 27
TERMINATION BENEFITS 40 25
TIME CLOCKS 46 26
UNAUTHORIZED ABSENCE 17 7
UNIFORMS 13 5
VACATIONS 14 6
WAIVER-ZIPPER 41 25
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e ~
THIS AGREEMENT made this ~ day of J~rxe, 2008, 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,
secretary to the Town Attorney, comptroller of the Town, lifeguards, beach attendants,
school crossing guards, TCO's, all other seasonal employees except deputy tax receivers,
appointees, volunteers, interns, police officers of the police department of the Town, and
all positions designated as managerial and/or confidential by PERB in Case No. E-2359,
hereinafter referred to as "employees," for the purpose of negotiating collectively with the
Town in a determination of the terms and conditions of employment and to enter into
written agreements with respect thereto.
SEC. 1. RECOGNITION
1.1 The Town does hereby recognize C.S.E.A. Inc., Local 1000, AFSCME, AFL-CIO,
Southold Unit 8785 as the exclusive employee organization to represent the employees
and extends to the CSEA the following rights:
a. To represent the employees in negotiations and in the settlement of
grievances;
b. To membership dues deduction, upon presentation of dues deduction
authorization cards signed by individual employees; and
c. To unchallenged representation status until seven months prior to the
expiration date of this Agreement, as per the Taylor Law.
SEC. 2. MANAGEMENT RIGHTS
2.1 Not contrary or inconsistent with the terms of this Agreement, the Town reserves
the right to determine the standazds of service to be offered by its various departments; to
set standards of selection for employment; to direct its employees; to regulate work
schedules; to take disciplinary action; to abolish positions; to maintain the efficiency of
governmental operations; to determine the methods, means and personnel by which
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municipal operations are to be conducted; to determine the content of job classifications
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 first 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 term of this Agreement; or
2. Pay the CSEA service fee hereinafter set forth.
c. The CSEA service fee referred to herein is a fee equal to the biweekly dues
of the CSEA, to be paid to the CSEA by the employees who do not become members of
the CSEA. Such amount shall be deducted from the employee'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 collected 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 in the administration of
its affairs regarding the agency fee, against 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 hearings and contract
negotiations in good faith, exchange viewpoints, make proposals and counter-proposals,
make available to each other all relevant records, data and information in the possession
of the other to the end that mutual understanding and agreement maybe reached with
respect to the terms and conditions of employment and the administration of grievances of
the employees.
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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 shall be 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 terms and conditions of employment.
7.4 Notice of all positions of employment to be filled within the bargaining unit shall
be posted on available bulletin boards and all eligible 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.
SEC. 8. SENIORITY
8.1 Seniority shall be determined on the basis of continuous employment in the service
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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 bylaw,
seniority for full-time employees shall include full credit for each year of full-time
employment in the service of the Town, and'/: year credit for each year of any part-time
service with the Town. This provision shall not be construed to require credit for part-
time service for purposes of leave time accruals or longevity.
8.2. Unless otherwise provided by law, and subject to the provisions of 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 reasonable cause therefor.
9.2 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 (i.e., employees with the least seniority will be first laid-off).
Any part-time employees in the job classification within the department 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 to 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.
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 occumng within the scope of
employment as an officer or employee of the Town.
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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 period 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. The
employee may utilize his/her unused accrued sick time, compensatory time, personal time
and vacation time, in that order, during absences from work for which the Town does not
agree to continue to pay the employee's full salary. Nothing contained herein shall in any
way be deemed to restrict the Town's right to separate employees pursuant to the
provisions of Civil Service Law Sections 71-73.
SEC. 12. PERSONNEL RECORDS
12.1 Any employee, not more than twice yearly, shall be entitled to examine his/her
official personnel file upon making request 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 official personnel file shall be maintained which shall contain
all material 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 opportunity to
examine the same and affix his/her 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 within ten (10) working days after receiving notification
of the proposed inclusion of the material in the file.
SEC. 13. UNIFORMS
13.1 Public Safety Dispatchers, Traffic Control Officers, Bay Constables and
employees from the Landfill, Highway Department and Human Resource Center, who are
supplied uniforms may either, at their option, clean their uniforms themselves or elect to
utilize the Town selected cleaning service.
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SEC. 14. VACATIONS
14.1 All full-time employees shall be entitled to vacation time in accordance with the
following schedule:
LENGTH OF SERVICE
After 6 months
Start of 2°a yeaz through the 3'~ yeaz
Start of 4~' yeaz through the 6~' year
Start of 7`~ year through the 9~' year
Start of 10`s yeaz through the 11~' year
Start of 12~` year through the 14~' yeaz
Start of 15`~ yeaz through the 19t° year
Start of 20a' year though the 22na yeaz
Start of 23'~ year and thereafter
VACATION CREDIT
3 days
10 days
12 days
15 days
18 days
20 days
23 days
25 days
30 days
14.2 Advanced 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.
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 maybe carved 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 No time shall be accrued during leaves of absence and/or suspensions from work
exceeding thirty (30) calendar days.
14.7 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
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the day of such jury duty, regardless of shift.
SEC. 16. BEREAVEMENT LEAVE
16.1 Full-rime employees shall be entitled to four (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 orhalf-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 rules of the Suffolk County Civil Service Rules and Regulations.
SEC. 18. LEAVE OF ABSENCE
18.1 Upon request, full-time employees maybe 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 employment, if the same is available.
Part-time employees maybe granted a leave of absence without pay for these reasons, at
the discretion of the Town Board.
18.2 Upon request, full-time employees maybe 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 necessity therefor is certified in writing to the Town
Board by a physician.
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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 shall accrue one (1) hour of sick leave for each twenty (20) hours
actually worked. Not more than 1/3 of this accrued 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 maybe 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, except that ,for up
to 10 hours per year, absences of less than one-half day shall be charged as actual hours
of work missed..
19.7 A department head may request a written physician's certificate in all cases where
an employee is absent by reason of illness for more than three consecutive work days. In
addition, a department head may, in consultation with the CSEA President, also require a
physician's statement if the department head has reason to believe that an employee is
abusing his/her sick leave privileges by, for example, exhibiting a pattern of absences on
the first or last days of the employee's regularly scheduled workweek, the days
immediately before or after a holiday or vacation period, or due to use of sick leave in
excess of the unit average for the past three full calendar years. A person who is at or
exceeding the average shall be notified in advance that a doctor's note will be necessary
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for future absences.
19.8 Upon retirement, afull-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 three (3) accumulated over 40. In no
event shall the grand total payment exceed 120 days.
Effective January 15, 2008, in order to be paid for unused accumulated sick leave,
the employee must notify the Town Controller, on a Town provided form, of the
employee's non-binding intention to retire no fewer than 45 calendar days prior to the
date of the adoption of the budget, but in no event later than October 1 S`. The retiree shall
receive the monies due provided that the required notice was provided. If the required
notice was not provided, then the payment will not be lost, but shall become payable 30
calendar days after the commencement of the fiscal year for which the Town budgeted for
the same or had an opportunity to do so.
19.9 No time 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 third Monday in February, known as President's Day
• the last Monday in May, known as Memorial Day
• the fourth day of July, known as Independence Day
• the first Monday in September, known as Labor Day
• the second Monday in October, known as Columbus Day
• the Tuesday next succeeding the first Monday in November, known as
Election Day
• the eleventh day of November, known as Veteran's Day
• the fourth Thursday in November, known as Thanksgiving Day
• the day after Thanksgiving Day, except for employees assigned to the
Landfill, who shall receive a floating holiday to be scheduled as though
it were a personal day
• the twenty-fifth day of December, knows as Christmas Day
• the eve of Thanksgiving Day, '/z day
• the eve of Christmas Day, '/: day
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• the eve of New Year's Day, 1/z 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 maybe 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 Unless on vacation or an approved compensatory time, holiday, personal or sick
day, employee must work his/her last regularly scheduled day before and the first
following the holiday in order to receive holiday pay or compensatory time off.
20.6 Employees shall have the option of receiving pay rather than time off for all
holidays per calendar year, provided written notice is provided to the Accounting
Department, on a form prepared by the Town after notice to the CSEA, by not later than
December 31 of that year. Employees continue to have the right to carry over unused
holidays into the next calendar year, per existing practices.
SEC. 21. PERSONAL LEAVE
21.1 Full-time employees shall be entitled to five days personal leave of absence with
pay in each calendar year for personal business reasons (personal leave days), provided
that time for taking such leave be subject to prior approval by the department head.
Personal leave shall be prorated for new full time employees and for full time employees
during their last year of employment as follows: two days credited on January 1, one on
Mazch 1, one on June 1 and one on September 1.
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 department in which he/she is
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employed.
(a) Employees in safety sensitive positions may accrue up to but no more
than 240 hours of compensatory time, and employees in non-safety sensitive positions
may accrue up to but no more than 160 hours of compensatory time as of each December
31st. Except where otherwise agreed to in writing by the Department Head, the
employee must request the use and/or payment of 50% of his/her compensatory time that
exceeds 120 hours by each September 1st, and must make at least one request for the use
of compensatory time every two months. Any denial of a request to use compensatory
time will be automatically reviewed by the Town Supervisor or designee and a written
response issued to the employee within 14 calendar days from the Supervisor or
designee's receipt of the denial. If, as the result of a decision to deny the use of
compensatory time as requested, the employee still has more than 120 hours of
compensatory time as of each December 31st, then the Town will pay for that excess
time, provided that the employee has made a good faith effort to request, schedule and use
this time as contemplated by this Agreement.
(b) Nothing contained in this Agreement shall be construed as in any way
restricting the Town's right to take any actions required by the provisions of the federal
Fair Labor Standazds Act, and the cases and regulations interpreting it, subject to the
Town's duty to bargain, if any, with the CSEA regazding those actions.
22.2 All Town employees asked to report or remain on duty during a weather
emergency when normal Town services are suspended will receive compensatory time at
the straight time rate for all hours actually worked during their normal shift.
SEC. 23. HEALTH INSURANCE AND HOSPITALIZATION
23.1 There shall be a six 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. Any employee hired after
January 15, 2008, shall contribute 5% of the premium cost towazd medical and
hospitalization benefits.
Effective January 1, 2006, the Town's medical plan benefit package shall fully and
completely mirror the Empire Core Plus Enhancements Plan as it existed as of January 1,
2005. Effective February 1, 2008, the Town's medical plan benefit package shall fully
and completely mirror the Empire Core Plus Enhancements Plan as it existed as of
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January 1, 2007. Effective each succeeding January IS`, the Town's medical plan benefit
package shall fully and completely mirror the Empire Core Plus Enhancements Plan as it
existed as of the January 1S` of the previous calendar year.
Notwithstanding any other provisions of Section 23.2, effective January 1, 2006,
the prescription co-pays for medications for which there is no generic brand equivalent
shall be equal to one-half the difference between the co-pay required as of January 1,
2005 and January 1, 2006 by the Empire Core Plus Enhancements Plan. Effective
February 1, 2008, the prescription co-pays for medications for which there is no generic
brand equivalent shall be equal to one-half of the difference between the co-pay required
as of January 1, 2007 and January 1, 200$ by the Empire Core Plus Enhancements Plan.
Effective each succeeding January 15`, the prescription co-pays shall be equal to one-half
of the difference between the co-pay required as of January 1 S` of the previous calendar
year and that January 1 ~` by the Empire Core Plus Enhancements Plan.
The Joint Labor-Management Committee shall have jurisdiction over and continue
the parties' discussions about health insurance and fringe benefit cost-containment
measures. Criteria and other matters that are not terms and conditions of employment
shall not be subject to the jurisdiction of this committee. The committee's discussions
and results aze subject to bilateral agreement, but not to the contractual grievance and
arbitration or PERB's impasse or fact finding procedures.
23.3 The hospitalization program maybe 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 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.
Effective January I5, 2008, employees shall not be eligible to be covered under the
Town's health insurance plan, if they are eligible for coverage under another Town
employee's Town health insurance plan. The employee may reinstate coverage in the
event of an emergency causing the loss of the other person's Town health insurance,
consistent with the rules and regulations of the Town's health insurance plan and
applicable laws and regulations.
At retirement, an employee who would otherwise be eligible for retiree health
insurance but for the operation of this provision shall continue to be ineligible for retiree
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health insurance. However, during retirement, the former employee may reinstate his/her
own individual health insurance coverage (or family coverage if the employee has
dependents as defined in the plan) in the event of an emergency causing the loss of the
other person's Town health insurance, consistent with the rules and regulations of the
Town's health insurance plan and applicable laws and regulations.
23.5 Health Insurance Declination Bonus. 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
famished by the Town. An employee opting out 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 15`. 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 her waiver is in effect. Employees shall continue to be notified if the application to
decline. insurance •is incomplete or insufficient.
It is understood that once an employee has waived coverage for a particular year,
the employee may not reinstate coverage for that year except in the event of an emergency
causing the loss of insurance through another source and consistent with the rules and
regulations of the Town's flexible spending plan and applicable laws and regulations.
Emergency 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 altemative insurance from a noncontributory to a contributory plan, or
the voluntary declination of the spouse of insurance offered by the spouse's employer.
An employee may reinstate coverage not more than 30 days prior to retirement,
consistent with the rules and regulations of the Town's health insurance plan, by written
request to the Town comptroller. In the event the employee re-enters the health insurance
plan 30 or fewer days prior to retirement, the declination payment shall be prorated and
adjusted accordingly. Any monies then owed to the Town shall be deducted from the
employee's remaining paycheck(s) and/or cash payments the employee maybe eligible
for at the time of retirement. If these payments are insufficient to meet the employee's
actual repayment obligations, the employee shall be deemed to have consented to
recoupment based on terms and conditions to be set by the Town at the time of
recoupment.
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Reinstatement of coverage for the succeeding year maybe made by notifying the
Town in writing no later than November 30a' to be effective the succeeding fiscal year.
This deadline shall not apply to emergency reinstatement of insurance as provided for in
the above paragraph, but the reinstatement shall be subject to whatever requirements or
deadlines are imposed by the Town's program. If reinstatement occurs during a waived
year due to emergency, the employee will repay, pro rata, any amount already forwarded
to the employee in return for the waiver, by payroll deduction.
23.6 Retiree Health Insurance. Notwithstanding any contract provision or practice to
the contrary, an employee shall be eligible for retiree health insurance provided that the
employee has been covered by the Town's health insurance plan for at least 10
consecutive years and was employed by the Town on the last date immediately prior to
retirement into the New York State Employees Retirement System.
It is understood that an employee who is covered by another Town employee's
health insurance plan and therefore not eligible for health insurance pursuant to 23.4 or
who opts out of health insurance coverage pursuant to 23.5 shall be considered a "covered
employee under the Town's health insurance plan" for purposes of determining eligibility
for retiree health insurance, provided that all other eligibility requirements have been met.
23.7 Flexible Spending Plan. An Internal Revenue Code § 125 flexible spending plan
related to the health insurance declination and employee contributions toward the
premium cost of health insurance only has been implemented by the Town. It is
understood that participation in the flexible spending plan is voluntary and that before the
plan is utilized by a particular unit member, the member 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). Effective January 15, 2008, this section shall
be deleted.
24.2 The Town will make payments to the CSEA Employee Benefit Fund for the
benefit of full-time employees.
Effective July 1, 2007, the Town shall pay 100% of the premiums for the benefits
provided by the former CSEA Benefit Fund Package 7 Plan, not to exceed $1,486.92 per
full-time employee per year. Effective January 15, 2008, the Town shall pay 100% of the
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premiums for the benefits provided by the former CSEA Benefit Fund Package 7 Plan for
each full-time employee.
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. Effective January 15, 2008, this paragraph
shall be deleted.
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 of the fund shall be deducted for the employee's pay check. Effective January 15,
2008, this section shall be deleted.
24. 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 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 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. RETIREIVIENT BENEFITS
25.1 Subject to the applicable provisions of law, the Town shall provide to Tier 1 and 2
employees a noncontributory "Improved Career Retirement Plan" in accordance with and
subject to the provisions of Section 75-I of the Retirement and Social Security Law and to
pay the entire cost thereof to the New York State Employees 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.
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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 duplicate
signed by such employee. and submitted to the Supervisor, who shall promptly mail one
copy thereof to the Treasurer of CSEA.
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, 2008, all part-time and full time employees on or off step shall
receive a 3.75% increase.
Effective January 1, 2009, all part-time and full-time employees on or off step
shall receive a 3.75% increase.
Effective January 1, 2010, all part-time and full-time employees on or off step
shall receive a 3.75% 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, 2008, all part-time and full time employees on or off step shall
receive a 3.75% increase.
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Effective January 1, 2009, all part-time and full-time employees on or off step
shall receive a 3.75% increase.
Effective January 1, 2010, all part-time and full-time employees on or off step
shall receive a 3.75% 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' rate 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 All leave credits except personal leave shall become effective the first pay period
in the month of the employee's anniversary date.
27.7 When promoted, or when granted an extended leave of absence when not on the
top step when leave commences, the employee shall be placed on the section 27.2 salary
schedule.
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.
28.2 Such employees, when required to work, shall receive a minimum of four (4) hours
compensation at their regular salary scale.
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) times 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.
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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 Department 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 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 PM and 7:30 AM (3:30 PM and 7:00 AM in the Highway
Department and Department of Public Works), the employee shall be compensated for
hours worked at double the rate of salary or wages.
Effective May 23, 2006, the above paragraph shall not be applicable to Public
Safety Dispatchers and Bay Constables. In the event that a Public Safety Dispatcher or
Bay Constable is required to work on a Holiday set forth in Section 20.1 that he/she was
not scheduled to work as part of his/her normal work schedule, he/she shall receive
compensation as follows:
a. Time and one half the employee's regular hourly salary rate for the number of
hours actually worked; plus
b. Straight time at the employee's regular hourly salary rate for the number of
hours actually worked during the 8 a.m. to 4 p.m. work shift or double the employee's
regular hourly salary rate for the number of hours actually worked during either the 4 p.m.
to 12 a.m. or 12 a.m. to 8 a.m. work shifts.
c. Public Safety Dispatchers and Bay Constables shall not accrue any
compensatory time for working on a Holiday as set forth above.
In the event that a Public Safety Dispatcher or Bay Constable works on a Holiday
set forth in Section 20.1 that he/she was scheduled to work as part of his/her normal work
schedule, he/she shall receive compensation as follows:
a. Straight time at the employee's regular hourly salary rate for the number of
hours actually worked; plus
b. Straight time at the employee's regular hourly salary rate for the number of
hours actually worked during the 8 a.m. to 4 p.m. work shift or double the employee's
regular hourly salary rate for the number of hours actually worked during either the 4 p.m.
to 12 a.m. or 12 a.m. to 8 a.m. work shifts; plus
c. Public Safety Dispatchers and Bay Constables shall not accrue any
compensatory time for working on a Holiday as set forth above.
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29.3 On or about the 10`" of each month, the department head of every department of
the Town shall post in a conspicuous place within the department a list containing the
names and the number of hours of overtime worked by each employee of the department
during the preceding month.
SEC. 30. LONGEVITY
30.1 Full-time employees shall receive additional non-cumulative compensation
(applied to the straight-time base rate of pay) based upon length of service in the Town as
follows:
a. Employees with at least ten (10) years but fewer than ffteen (15) years of
service shall receive a salary increase of 5%.
b. Employees with at least fifteen (15) yeazs but fewer than twenty (20) years of
service shall receive a salary increase of 6%.
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 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.
31.2 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.
31.3 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. A shift differential of $300 per year shall be
granted to each custodian working the rotating night shift.
31.4 A shift differential of $300 per year shall be granted to each full-time Bay
Constable.
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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 The Town shall reimburse the cost of the CDL license fee and renewal fee, to any
employee whose job duties require the possession of a valid CDL. The request for
reimbursement must be submitted, with proof of payment, within 30 days of licensing.
SEC. 34. HOURS OF WORK
The normal work week of all full-time employees 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 Department 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-half hour
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.
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
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implements time clocks in the Department, the work day shall be increased by one hour to
eight hours per day including the current one hour for lunch, with the additional time to
be scheduled by the Department contiguous to the starting and/or ending times of the
existing shifts.
34.6 Employees assigned to work the Collection Center shall work 10 hours per day,
6:45 AM to 5:15 PM, four days per week (with one-half hour for lunch), for a total of 40
hours per week. Collection Center employees hired after July 1, 1996 maybe 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 Building 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 maybe 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 Town may close the Collection Center 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/or group of
employees, and the Town, with respect only to the meaning or interpretation of a 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 employees involving the interpretation of this Agreement shall
be resolved in accordance with the following procedure:
Step 1(a). Within 10 working days after an employee knows or should have
known of an occurrence 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
10 working days of its receipt. The failure of the Town at Step 1 to respond within the
contractually prescribed timelines shall permit the employee to proceed to Step 2.
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Step 1(b). Within 15 working days after the CSEA President knows or should
have known of an occurrence which allegedly violates the contract with respect to a
similazly affected group of employees, the CSEA President may submit a grievance in
writing to the employees' Department Head, or to the Town Supervisor's office if the
similazly affected group of employees are from more than one Town Department. The
Department Head or Town Supervisor or designee shall issue a written reply to said
grievance within I S working days of its receipt. The failure of the Town to respond
within the contractually prescribed timelines shall permit the CSEA to proceed to Step 2.
Step 2. If the employee and/or CSEA President in the event of a group grievance
is not satisfied with said reply, within 10 working days of receipt of the reply, the
employee may appeal the decision to the Grievance Boazd made up of two designees of
the Supervisor, one of whom shall normally be the Department Head, and two members
from the CSEA, who shall normally be the President and his/her designated
representative. The Grievance Board shall meet to either: (a) consider the grievance
within 20 working days of its receipt, in which case the Grievance Boazd shall issue a
written reply of its decision within 20 working days after the meeting to the grievant,
CSEA President and the Town Attorney; or (b) if there is more than one grievance before
the Grievance Board and they concern similar issues and facts, the Board by majority
approval shall notify the grievants) of its decision to hear the grievances as a single
consolidated grievance limited to those currently before it. Once consolidated, the
grievances shall remain consolidated for all further purposes until the grievance is finally
resolved. 'The Grievance Board's decision shall be made in writing and indicate the names
of the grievants) to be included into the consolidated grievance within 20 working days
of its receipt, with copies sent to the grievants, the CSEA President and the Town
Attorney. The Grievance Boazd shall then meet within 10 working days to consider the
grievance. The Grievance Board shall issue a written decision within 20 working days of
the meeting. In both situations, the failure of the Town at Step 2 to respond within the
contractually prescribed timelines shall permit the CSEA to proceed to Step 3, and the
failure of the employee(s) to appeal within the contractually prescribed timelines shall
result in the dismissal of the grievance(s).
Step 3. If the CSEA is not satisfied with the Step 2 answer, the CSEA grievant
may, within 30 working days, notify the Town Clerk in writing that it is requesting a
hearing before an independent advisory arbitrator selected pursuant to the rules of the
New York State Public Employment Relations Board, whose advisory recommendation(s)
shall be forwarded to the Town Board and CSEA Unit President within twenty (20)
working days following the Step 3 hearing. The arbitrator shall be without power or
authority to make any recommendation(s) which would require the commission of an act
prohibited by law or is in contradiction of or adds to, subtracts from or otherwise modifies
any of the teens of this Agreement. The failure of the CSEA to comply with and appeal
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within the contractually prescribed procedures and timelines shall result in the CSEA's
written consent to the Town's application for a stay of arbitration and/or dismissal of the
grievance. The cost for 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 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
non-bargaining unit Town employees selected by the Town Board. Such Comrittee 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. This Committee will be established as
of January 15S of each year and each party will submit names of its members to the other
Parh'•
36.2 The joint-labor-management committee shall have jurisdiction over and continue
the parties' discussions about the impact of the deletion of Section 28.3 (Recall Staffing)
from the contract. Criteria and other matters that are not terms and conditions of
employment shall not be subject to the jurisdiction of this committee. The committee's
discussions and results are subject to bilateral agreement, but not to the contractual
grievance and arbitration or PERB's impasse or fact finding procedures.
36.2 It is contemplated by the parties hereto that, notwithstanding the starting wages set
forth in Salary Schedules hereof, it maybe 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
department head of the department in which such person is 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 officers and members of the CSEA shall have the right to use Town buildings,
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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
department 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 17
days in any calendar year.
36.7 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.
36.8 The Town shall establish an e-mail account on the Town's server for the purpose
of the CSEA President or designee sending or receiving external a-mail regarding official
CSEA business only. All related costs shall be incurred by the CSEA. The CSEA agrees
to indemnify and save the Town harmless against any and all claims and/or liabilities,
including attorneys' fees, that may arise out of or be reason of action taken or not taken
by the CSEA pursuant to the use of the a-mail account.
36.9 The Town shall provide unit members with a voluntary payroll deduction option
for the AFSCME-CSEA PEOPLE (Public Employees Organized to Promote Legislative
Equality) payroll deduction at no cost to the Town. Prior to availing him/herself of the
payroll deduction, the unit member must execute an agreement, prepared by the Town,
pursuant to which the employee shall agree to indemnify and save and hold harmless the
Town and any of its employees, representatives and/or officers (collectively "employees")
against any and all claims, demands, suits or other forms of liability that may arise out of
or by reason of any action taken or not taken by the Town on any of its employees for the
purpose of complying with this provision.
SEC. 37. AMENDMENTS
37.1 Any changes or amendments to this Agreement shall not become effective unless
the same are in writing and signed by the parties hereto.
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SEC 38. NO STRIKE PLEDGE
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
requiring 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 herein 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, or, subject to applicable laws, written designee, 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.
SEC. 42. SEVERABILITY
42.1 Notwithstanding anything to the contrary contained herein, if one or more of the
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provisions of this contract is found to be illegal, all other provisions are to remain in full
force and effect.
SEC. 43. PUBLIC SAFETY DISPATCHERS
43.1 The relief Dispatcher is to be the least senior full-time dispatcher, unless a more
senior Dispatcher volunteers for said relief assignment.
43.2 Public Safety Dispatchers shall not be required to perform matron duties.
43.3 The Town has the discretion to deny a switch of tour of duty. Each switch of tour
of duty must be approved in writing prior to the actual switch. The dates/tours of each
switch must be specified at the time of the request.
SEC. 44. PAYROLL CHECKS
44.1 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 pertaining 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.
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
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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.
48.3 During an emergency call-out, the Highway Superintendent shall not unreasonably
withhold his/her consent to the employees' use of the Town Recreation Center during
designated rest periods.
SEC. 49. EMPLOYEE DRUG AND ALCOHOL TESTING
49.1 Department of Transportation regulations with regard to drug and alcohol testing
of employees utilizing municipal vehicles and equipment will be implemented and
enforced. All employees shall be subject to random drug and alcohol testing pursuant to
the same rules and regulations in effect for CDL holders.
SEC. 50. DISABILITY INSURANCE
50.1 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. LEAVE FOR CIVIL SERVICE EXAMINATION
52.1 Effective, January 15, 2008, employees may request to utilize one personal or
vacation day per year for the purpose of taking a Civil Service Promotional Exam. These
requests shall not be unreasonably denied except when unusual circumstances exist
including, but not limited to, situations when the granting of a request will detrimentally
impact the staffing of a Department.
SEC. 53. TERM OF AGREEMENT
53.1 Except where otherwise provided, this Agreement and all of the terms and
conditions hereof shall become effective on January 1, 2008, and shall continue in full
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force through December 31, 2010. -{~
IN WITNESS WHEREOF, the parties hereto have set their hands and seals this ~` d'ay
of , 20Q8.
TO~N~O~F SOUTHOLD
Sco A. Russell c~.~/~'~
Southold Town Supervisor
C.S.E.A. INC. LOCAL 100
AFSCME AFL-CIO, SOUTHOLD
UNIT 8785
,~~~ "~ -
Thomas M. Skabry
P(~resi 7d~e,~nt' -
Toni Soucie
Lab lations Specialist
l--Q
Rache Langert
Labor Relations Specialist
28
Appendix A
Salary Structure January 1, 2008
Title
Laborer
Scale Operator
Maintenance Mechanic II
Custodial Worker I
Custodial Worker II
Building Inspector
Building Permits Examiner
Senior Assessment Assistant
Clerk (Spanish Speaking)
Clerk-Typist
Senior Clerk-Typist
Senior Justice Court Clerk
Senior Account Clerk
Director of Cade Enforcement
Exempt Secretary (to ZBA)
Secretary
Home Health Aide
Principal Planner
Recreation Program Coordinator
Recreation Supervisor
Secretarial Assistant
Engineering Inspector
Technical Coordinator II
5
24.4101
24.4101
25.7441
47,199.43
49,155.01
59,938.48
54,116.20
54,390.80
40,911.55
42,379.83
44,094.40
51,738.05
50,847.93
66,598.08
50,473.39
50,473.39
34,218.63
77,708.75
30,341.21
56,021.83
55,423.29
63,844.85
78,097.42
Appendix A
January 1, 2008
Page 1 of 9
Appendix B
Salary Structure January 1, 2009
Title
Laborer
Scale Operator
Maintenance Mechanic II
Custodial Worker I
Custodial Worker II
Building Inspector
Building Permits Examiner
Senior Assessment Assistant
Clerk (Spanish Speaking)
Clerk-Typist
Senior Clerk-Typist
Senior Justice Court Clerk
Senior Account Clerk
Director of Code Enforcement
Exempt Secretary (to ZBA)
Secretary
Home Health Aide
Principal Planner
Recreation Program Coordinator
Recreation Supervisor
Secretarial Assistant
Engineering Inspector
Technical Coordinator II
5
25.3255
25.3255
26.7095
48,969.41
50,998.32
62,186.17
56,145.55
56,430.46
42,445.73
43,969.07
45,747.94
53,678.23
52,754.72
69,095.51
52,366.14
52,366.14
35,501.83
80,622.83
31,479.01
58,122.64
57,501.66
66,239.03
81,026.07
Appendix B
January 1, 2009
Page 2 of 9
Appendix C
Salary Structure January 1, 2010
Title
Laborer
Scale Operator
Maintenance Mechanic II
Custodial Worker I
Custodial Worker II
Building Inspector
Building Permits Examiner
Senior Assessment Assistant
Clerk (Spanish Speaking)
Clerk-Typist
Senior Clerk-Typist
Senior Justice Court Clerk
Senior Account Clerk
Director of Code Enforcement
Exempt Secretary (to ZBA)
Secretary
Home Health Aide
Principal Planner
Recreation Program Coordinator
Recreation Supervisor
Secretarial Assistant
Engineering Inspector
Technical Coordinator II
5
26.2752
26.2752
27.7111
50,805.77
52,910.76
64,518.16
58,251.01
58,546.60
44,037.45
45,617.92
47,463.49
55,691.16
54,733.03
71,686.59
54,329.87
54,329.87
36,833.14
83,646.18
32,659.47
60,302.24
59,657.98
68,722.99
84,064.55
Appendix C
January 1, 2010
Page 3 of 9
Appendix D
Salary Structure January 1, 2008
Title Entrv Level 1 2 3 4 5
Laborer 17.9630 19.4336 20.0218 20.8163 21.4046 22.8765
Scale Operator 17.9630 19.4336 20.0218 20.8163 21.4046 22.8765
Driver/Messenger 17.9630 19.4336 20.0218 20.8163 21.4046 22.8765
AEO 20.6147 22.0853 22.6735 23.4680 24.0563 25.5282
HEO 21.0873 22.5579 23.1461 23.9406 24.5289 26.0008
CEO 21.6912 23.1618 23.7500 24.5445 25.1327 26.6046
Maintenance Mechanic II 18.8819 20.3525 20.9407 21.7352 22.3234 23.7954
Maintenance Mechanic III 21.8881 23.3587 23.9469 24.7414 25.3296 26.8016
Auto Mechanic 18 II 18.8819 20.3525 20.9407 21.7352 22.3234 23.7954
Auto Mechanic III 23.0958 24.5664 25.1546 25.9491 26.5374 28.0093
Auto Mechanic IV 23.0958 24.5664 25.1546 25.9491 26.5374 28.0093
Diesel Mechanic 23.0958 24.5664 25.1546 25.9491 26.5374 28.0093
Crew Labor Leader 23.0958 24.5664 25.1546 25.9491 26.5374 28.0093
Town Maintenance Crew Leader 23.0958 24.5664 25.1546 25.9491 26.5374 28.0093
Sanitation Site Crew Leader 27.5147 28.9853 29.5735 30.3680 30.9562 32.4281
Driver/TCO/School Crossing Guard 17.9630 19.4336 20.0218 20.8163 21.4045 22.8764
Groundskeeper II 21.3733 22.8438 23.4321 24.2266 24.8148 26.2867
Groundskeeper III 22.4419 23.9860 24.6036 25.4378 26.0555 27.6006
Assistant Cook 25,166.38 31,230.10 32,455.59 34,110.00 35,335.49 38,399.21
Administrative Assistant 39,050.98 42,114.70 43,340.19 44,994.60 46,220.08 49,283.80
Senior Administrative Assistant 46,754.15 49,817.88 51,043.36 52,697.81 53,923.27 56,987.01
Adult Day Care Supervisor 34,071.23 37,134.95 38,360.44 40,014.85 41,240.34 44,304.06
Cook 32,037.49 35,101.21 ; 36,326.70 37,981.11 39,206.60 42,270.32
Senior Cook 44,383.84 44,764.16 45,144.49 45,524.82 45,905.14 46,285.47
Custodial Worker I 34,745.37 37,809.09 39,034.58 40,688.99 41,914.47 44,978.20
Custodial Worker II 36,277.38 39,341.10 40,566.59 42,221.00 43,446.48 46,510.21
Custodial Worker III 37,885.98 40,949.70 42,175.19 43,829.60 45,055.09 48,118.81
Bay Constable 43,779.39 46,843.13 48,068.41 49,723.23 50,948.51 57,613.41
Senior Bay Constable 49,389.15 52,452.89 53,679.21 55,332.99 56,558.28 64,135.14
Building Inspector 45,912.95 48,976.67 50,202.16 51,856.57 53,082.06 56,145.78
Senior Building Inspector 48,540.36 51,604.08 52,829.57 54,483.97 55,709.46 58,773.18
Principal Building Inspector 51,050.81 54,114.53 55,340.02 56,994.43 58,219.91 61,283.64
Building Permits Coordinator 39,050.98 42,114.70 43,340.19 44,994.60 46,220.08 49,283.80
Building Permits Examiner 41,431.95 44,495,67 45,721.16 47,375.57 48,601.06 51,664.78
Ordinance Inspector 45,912.95 48,976.67 50,202.16 51,856.57 53,082.06 56,145.78
Assessment Assistant 39,050.98 42,114.70 43,340.19 44,994.60 46,220.09 49,283.81
Senior Assessment Assistant 40,798.26 43,861.98 45,087.47 46,741.88 47,967.37 51,031.09
Assessment Clerk 31,873.02 34,936.74 36,162.23 37,816.64 39,042.13 42,105.85
Senior Assessment Clerk 33,466.67 35,617.06 37,767.47 39,917.86 42,068.27 44,211.13
Clerk 30,035.06 33,098.78 34,324.27 35,978.68 37,204.17 40,267.89
Clerk (Spanish Speaking) 30,647.80 33,711.52 34,937.01 36,591.42 37,816.91 40,880.63
Senior Clerk 31,331.54 34,395.26 35,620.75 37,275.16 38,500.65 41,564.37
Principal Clerk 32,738.80 35,802.52 37,028.01 38,682.42 39,907.91 42,971.63
Clerk-Typist 31,873.02 34,936.74 36,162.23 37,816.64 39,042.13 42,105.85
Senior Clerk-Typist 33,261.40 36,325.12 37,550.61 39,205.02 40,430.51 43,494.23
Appendix D
January 1, 2008
Page 4 of 9
Appendix D
Salary Structure January 1, 2008
Title Entrv Level 1 2 3 4 5
Stenographer 33,742.77 36,806.49 38,031.98 39,686.39 40,911.88 43,975.60
Justice Court Clerk 33,742.77 36,806.49 38,031.98 39,686.39 40,911.88 43,975.60
Senior Justice Court Clerk 35,319.62 38,536.53 39,823.29 41,548.17 42,834.93 46,002.82
Justice Court Cashier 30,035.06 33,098.78 34,324.27 35,978.68 37,204.16 40,267.89
Account Clerk 36,547.38 39,611.10 40,836.59 42,491.00 43,716.49 46,780.21
Senior Account Clerk 39,352.01 42,415.73 43,641.22 45,295.63 46,521.11 49,584.83
Account Clerk Typist 38,319.60 41,536.51 42,823.27 44,554.28 45,841.04 49,033.44
Senior Account Clerk Typist 40,235.58 43,613.34 44,964.43 46,781.99 48,133.08 51,485.10
Data Control Supervisor 44,773.07 47,836.79 49,062.28 50,716.69 51,942.18 55,005.90
Data Entry Operator 32,291.62 35,355.34 36,580.83 38,235.24 39,460.73 42,524.45
Data Processing Equipment Operator 48,802.26 51,865.98 53,091.47 54,745.88 55,971.37 59,035.09
Director of Code Enforcement 49,795.63 52,859.35 54,084.84 55,739.25 56,964.74 60,028.46
Exempt Secretary (to ZBA) 39,040.39 42,104.11 43,329.60 44,984.01 46,209.49 49,273.22
Secretary 39,040.39 42,104.11 43,329.60 44,984.01 46,209.49 49,273.22
Home Health Aide 25,952.15 29,015.87 30,241.36 31,895.77 33,121.25 36,184.97
Mini Bus Driver 27,463.66 30,527.40 31,752.69 33,406.46 34,632.79 37,696.53
Neighborhood Aide 28,492.61 31,556.33 32,781.82 34,436.23 35,661.72 38,725.44
Planner Trainee 39,695.79 42,759.53 43,984.81 45,639.63 46,864.91 49,928.65
Planner 48,714.78 51,778.51 53,003.80 54,658.61 55,883.90 58,947.64
Senior Planner 56,071.69 59,135.43 60,360.71 62,015.53 63,240.81 66,304.55
Principal Planner 57,773.52 60,837.25 62,062.73 63,717.14 64,942.63 68,006.35
Senior Environmental Planner 56,249.92 59,313.64 60,539.13 62,193.54 63,419.03 66,482.75
Public Safety Dispatcher 43,426.56 45,988.78 48,551.00 51,113.23 53,675.45 56,237.68
Public Safety Dispatcher II 46,059.42 48,621.65 51,183.87 53,746.09 56,308.32 58,870.55
Public Safety Dispatcher III 47,618.92 50,181.14 52,743.37 55,305.59 57,867.82 60,430.05
Records Management Assistant 33,356.38 36,573.28 37,860.05 39,584.92 40,871:68 44,039.57
Recreation Program Coordinator 22,319.12 25,382.84 26,608.33 28,262.74 29,488.23 32,551.95
Recreation Supervisor 42,458.17 45,521.89 46,747.38 48,401.79 49,627.27 52,691.00
Secretarial Assistant 41,939.75 45,003.47 46,228.96 47,883.37 49,108.85 52,172.58
Asst. Senior Citizen Site Manager 23,493.44 26,557.16 27,782.65 29,437.06 30,662.54 33,726.27
Senior Citizen Program Supervisor 28,492.61 31,556.33 32,781.82 34,436.23 35,661.72 38,725.44
Senior Citizen Site Manager 50,546.14 53,609.87 54,835.35 56,489.76 57,715.25 60,778.97
Senior Citizen Program Director 53,018.31 56,082.03 57,307.52 58,961.93 60,187.42 63,251.14
Engineering Inspector 49,291.53 52,355.25 53,580.74 55,235.15 56,460.64 59,524.36
Senior Citizen Aide II 27,331.04 30,394.77 31,620.25 33,274.66 34,500.15 37,563.87
Site Plan Reviewer 38,339.97 41,403.69 42,629.18 44,283.59 45,509.08 48,572.80
Technical Coordinator II 67,864.59 70,928.31 72,153.80 73,808.21 75,033.70 78,097.42
Town Investigator 44,240.65 47,304.37 48,529.86 50,184.27 51,409.76 54,473.48
Environmental Technician 56,249.92 59,313.64 60,539.13 62,193.54 63,419.03 66,482.75
Food Service Worker 24,980.36 28,044.08 29,269.57 30,923.98 32,149.47 35,213.19
Head Clerk 39,050.98 42,114.70 43,340.19 44,994.60 46,220.08 49,283.80
Senior Site Plan Reviewer 48,208.60 51,272.32 52,497.81 54,152.22 55,377.71 58,441.43
Special Projects Coordinator 56,249.92 59,313.64 60,539.13 62,193.54 63,419.03 66,482.75
Caseworker Trainee 44,383.84 44,764.16 45,144.49 45,524.82 45,905.14 46,285.47
Appendix D
January 1, 2008
Page 5 of 9
Appendix E
Salary Structure January 1, 2009
Title Entry Level 1 2 3 4 5
Laborer 18.6366 20.1624 20.7726 21.5969 22.2072 23.7343
Scale Operator 18.6366 20.1624 20.7726 21.5969 22.2072 23.7343
Driver/Messenger 18.6366 20.1624 20.7726 21.5969 22.2072 23.7343
AEO 21.3878 22.9135 23.5238 24.3481 24.9584 26.4855
HEO 21.8781 23.4038 24.0141 24.8384 25.4487 26.9758
CEO 22.5046 24.0303 24.6406 25.4649 26.0752 27.6023
Maintenance Mechanic II 19.5899 21.1157 21.7260 22.5503 23.1606 24.6877
Maintenance Mechanic III 22.7089 24.2346 24.8449 25.6692 26.2795 27.8066
Auto Mechanic I & II 19.5900 21.1157 21.7260 22.5503 23.1606 24.6877
Auto Mechanic III 23.9619 25.4877 26.0979 26.9222 27.5325 29.0596
Auto Mechanic IV 23.9619 25.4877 26.0979 26.9222 27.5325 29.0596
Diesel Mechanic 23.9619 25.4877 26.0979 26.9222 27.5325 29.0596
Crew Labor Leader 23.9619 25.4877 26.0979 26.9222 27.5325 29.0596
Town Maintenance Crew Leader 23.9619 25.4877 26.0979 26.9222 27.5325 29.0596
Sanitation Site Crew Leader 28.5465 30.0722 30.6825 31.5068 32.1171 33.6442
Driver/TCO/School Crossing Guard 18.6366 20.1623 20.7726 21.5969 22.2072 23.7343
Groundskeeper II 22.1748 23.7005 24.3108 25.1351 25.7453 27.2725
Groundskeeper III 23.2834 24.8854 25.5262 26.3918 27.0325 28.6356
Assistant Cook 29,222.62 32,401.23 33,672.68 35,389.13 36,660.57 39,839.18
Administrative Assistant 40,515.39 43,694.00 44,965.44 46,681.89 47,953.34 51,131.95
Senior Administrative Assistant 48,507.43 51,686.05 52,957.49 54,673.98 55,945.40 59,124.02
Adult Day Care Supervisor 35,348.90 38,527.51 39,798.95 41,515.40 42,786.85 45,965.46
Cook 33,238.90 36,417.51 37,688.95 39,405.40 40,676.85 43,855.46
Senior Cook 46,048.23 46,442.82 46,837.41 47,232.00 47,626.58 48,021.17
Custodial Worker I 36,048.32 39,226.93 40,498.37 42,214.82 43,486.27 46,664.88
Custodial Worker II 37,637.78 40,816.39 42,087.83 43,804.28 45,075.73 48,254.34
Custodial Worker III 39,306.70 42,485.31 43,756.76 45,473.21 46,744.65 49,923.26
Bay Constable 45,421.11 48,599.74 49,870.98 51,587.85 52,859.08 59,773.92
Senior Bay Constable 51,241.24 54,419.87 55,692.18 57,407.97 58,679.21 66,540.21
Building Inspector 47,634.69 50,813.30 52,084.74 53,801.19 55,072.64 58,251.25
Senior Building Inspector 50,360.62 53,539.23 54,810.67 56,527.12 57,798.57 60,977.18
Principal Building Inspector 52,965.21 56,143.82 57,415.27 59,131.72 60,403.16 63,581.77
Building Permits Coordinator 40,515.39 43,694.00 44,965.44 46,681.89 47,953.34 51,131.95
Building Permits Examiner 42,985.65 46,164.26 47,435.71 49,152.16 50,423.60 53,602.21
Ordinance Inspector 47,634.69 50,813.30 52,084.74 53,801.19 55,072.64 58,251.25
Assessment Assistant 40,515.39 43,694.00 44,965.45 46,681.90 47,953.34 51,131.95
Senior Assessment Assistant 42,328.20 45,506.81 46,778.25 48,494.70 49,766.14 52,944.76
Assessment Clerk 33,068.26 36,246.87 37,518.31 39,234.76 40,506.21 43,684.82
Senior Assessment Clerk 34,721.67 36,952.70 39,183.75 41,414.78 43,645.83 45,869.05
Clerk 31,161.37 34,339.99 35,611.43 37,327.88 38,599.32 41,777.93
Clerk (Spanish Speaking) 31,797.09 34,975.70 36,247.15 37,963.60 39,235.04 42,413.65
Senior Clerk 32,506.47 35,685.08 36,956.53 38,672.98 39,944.42 43,123.03
Principal Clerk 33,966.51 37,145.12 38,416.56 40,133.01 41,404.46 44,583.07
Clerk-Typist 33,068.26 36,246.87 37,518.31 39,234.76 40,506.21 43,684.82
Senior Clerk-Typist 34,508.70 37,687.31 38,958.76 40,675.21 41,946.65 45,125.26
Appendix E
January 1, 2009
Page 6 of 9
Appendix E
Salary Structure January 1, 2009
Title Entrv Level 1 2 3 4 5
Stenographer 35,008.13 38,186.74 39,458.18 41,174.63 42,446.08 45,624.69
Justice Court Clerk 35,008.13 38,186.74 39,458.18 41,174.63 42,446.08 45,624.69
Senior Justice Court Clerk 36,644.11 39,981.65 41,316.66 43,106.22 44,441.24 47,727.92
Justice Court Cashier 31,161.37 34,339.98 35,611.43 37,327.88 38,599.32 41,777.93
Account Clerk 37,917.91 41,096.52 42,367.96 44,084.41 45,355.86 48,534.47
Senior Account Clerk 40,827.71 44,006.32 45,277.76 46,994.21 48,265.66 51,444.27
Account Clerk Typist 39,756.59 43,094.13 44,429.15 46,225.06 47,560.08 50,872.19
Senior Account Clerk Typist 41,744.41 45,248.84 46,650.60- 48,536.31 49,938.07 53,415.79
Data Control Supervisor 46,452.06 49,630.67 50,902.12 52,618.57 53,890.01 57,068.62
Data Entry Operator 33,502.56 36,681.17 37,952.61 39,669.06 40,940.51 44,119.12
Data Processing Equipment Operator 50,632.35 53,810.96 55,082.40 56,798.85 58,070.30 61,248.91
Director of Code Enforcement 51,662.97 54,841.58 56,113.02 57,829.47 59,100.92 62,279.53
Exempt Secretary (to ZBA) 40,504.40 43,683.01 44,954.46 46,670.91 47,942.35 51,120.96
Secretary 40,504.40 43,683.01 44,954.46 46,670.91 47,942.35- 51,120.96
Home Health Aide 26,925.35 30,103.96 31,375.41 33,091.86 34,363.30 37,541.91
Mini Bus Driver 28,493.55 31,672.18 32,943.41 34,659.20 35,931.52 39,110.14
Neighborhood Aide 29,561.08 32,739.69 34,011.14 35,727.59 36,999.03 40,177.64
Planner Trainee 41,184.38 44,363.01 45,634.24 47,351.11 48,622.35 51,800.97
Planner 50,541.58 53,720.21 54,991.44 56,708.31 57,979.55 61,158.17
Senior Planner 58,174.38 61,353.00 62,624.24 64,341.11 65,612.34 68,790.97
Principal Planner 59,940.03 63,118.64 64,390.09 66,106.54 67,377.98 70,556.59
Senior Environmental Planner 58,359.29 61,537.91 62,809.35 64,525.80 65,797.24 68,975.86
Public Safety Dispatcher .45,055.05 47,713.36 50,371.6'7 53,029.97 55,688.28 58,346.60
Public Safety Dispatcher II 47,786.65 50,444.96 53,103.27 55,761.57 58,419.88 61,078.20
Public Safety Dispatcher III 49,404.63 52,062.94 54,721.24 57,379.55 60,037.86 62,696.18
Records Management Assistant 34,607.24 37,944.78 39,279.80 41,069.36 42,404.37 45,691.06
Recreation Program Coordinator 23,156.09 26,334.70 27,606.14 29,322.59 30,594.04 33,772.65
Recreation Supervisor 44,050.35 47,228.96 48,500.40 50,216.85 51,488.30 54,666.91
Secretarial Assistant 43,512.49 46,691.10 47,962.54 49,678.99 50,950.44 54,129.05
Asst. Senior Citizen Site Manager 24,374.44 27,553.05 28,824.50 30,540.95 31,812.39 34,991.00
Senior Citizen Program Supervisor 29,561.08 32,739.69 34,011.14 35,727.59 36,999.03 40,177.64
Senior Citizen Site Manager 52,441.62 55,620.24 56,891.68 58,608.13 59,879.57 63,058.18
Senior Citizen Program Director 55,006.50 58,185.11 59,456.55 61,173.00 62,444.45 65,623.06
Engineering Inspector 51,139.97 54,318.58 55,590.02 57,306.47 58,577.92 61,756.53
Senior Citizen Aide II 28,355.96 31,534.57 32,806.01 34,522.46 35,793.91 38,972.52
Site Plan Reviewer 39,777.72 42,956.33 44,227.78 45,944.23 47,215.67 50,394.28
Technical Coordinator II 70,409.51 73,588.12 74,859.57 76,576.02 77,847.46 81,026.07
Town Investigator 45,899.67 49,078.29 50,349.73 52,066.18 53,337.62 56,516.23
Environmental Technician 58,359.29 61,537.91 62,809.35 64,525.80 65,797.24 68,975.86
Food Service Worker 25,917.12 29,095.73 30,367.18 32,083.63 33,355.07 36,533.68
Head Clerk 40,515.39 43,694.00 44,965.44 46,681.89 47,953.34 51,131.95
Senior Site Plan Reviewer 50,016.42 53,195.03 54,466.48 56,182.93 57,454.37 60,632.98
Special Projects Coordinator 58,359.29 61,537.91 62,809.35 64,525.80 65,797.24 68,975.86
Caseworker Trainee 46,048.23 46,442.82 46,837.41 47,232.00 47,626.58 48,021.17
Appendix E
January 1, 2009
Page 7 of 9
Appendix F
Salary Structure January 1, 2010
Title Entrv Level 1 2 3 4 5
Laborer 19.3354 20.9185 21.5516 22.4068 23.0400 24.6244
Scale Operator 19.3354 20.9185 21.5516 22.4068 23.0400 24.6244
Driver/Messenger 19.3354 20.9185 21.5516 22.4068 23.0400 24.6244
AEO 22.1898 23.7728 24.4059 25.2611 25.8943 27.4787
HEO 22.6985 24.2815 24.9146 25.7698 26.4030 27.9874
CEO 23.3486 24.9315 25.5646 26.4198 27.0530 28.6374
Maintenance Mechanic II 20.3246 21.9075 22.5407 23.3959 24.0291 25.6135
Maintenance Mechanic III 23.5605 25.1434 25.7766 26.6318 27.2650 28.8494
Auto Mechanic I & II 20.3246 21.9075 22.5407 23.3959 24.0291 25.6135
Auto Mechanic III 24.8605 26.4435 27.0766 27.9318 28.5650 30.1494
Auto Mechanic IV 24.8605 26.4435 27.0766 27.9318 28.5650 30.1494
Diesel Mechanic 24.8605 26.4435 27.0766 27.9318 28.5650 30.1494
Crew Labor Leader 24.8605 26.4435 27.0766 27.9318 28.5650 30.1494
Town Maintenance Crew Leader 24.8605 26.4435 27.0766 27.9318 28.5650 30.1494
Sanitation Site Crew Leader 29.6170 31.1999 31.8331 32.6883 33.3215 34.9059
Driver/TCO/School Crossing Guard 19.3354 20.9184 21.5516 22.4068 23.0399 24.6243
Groundskeeperll 23.0063 24.5893 25.2224 26.0776 26.7108 28.2952
Groundskeeperlll 24.1565 25.8186 26.4835 27.3814 28.0463 29.7095
Assistant Cook 30,318.47 33,616.28 34,935.40 36,716.22 38,035.34 41,333.15
Administrative Assistant 42,034.71 45,332.52 46,651.65 48,432.46 49,751.59 53,049.40
Senior Administrative Assistant 50,326.46 53,624.27 54,943.39 56,724.25 58,043.35 61,341.18
Adult Day Care Supervisor 36,674.48 39,972.29 41,291.41 43,072.23 44,391.35 47,689.16
Cook 34,485.36 37,783.17 39,102.29 40,883.11 42,202.23 45,500.04
Senior Cook 47,775.04 48;184.42 48,593.81 49,00320 49,412.58 49,821.97
Custodial Worker I 37,400.13 40,697.94 42,017.06 43,797.88 45,117.00 48,414.81
Custodial Worker II 39,049.20 42,347.00 43,666.13 45,446.94 46,766.07 50,063.88
Custodial Worker III 40,780.70 44,078.51 45,397.64 47,178.45 48,497.58 51,795.38
Bay Constable 47,124.41 50,422.23 51,741.14 53,522.39 54,841.30 62,015.44
Senior Bay Constable 53,162.79 56,460.62 57,780.64 59,560.77 60,879.68 69,035.46
Building Inspector 49,420.99 52,718.80 54,037.92 55,818.74 57,137.86 60,435.67
Senior Building Inspector 52,249.14 55,546.95 56,866.07 58,646.89 59,966.01 63,263.82
Principal Building Inspector 54,951.41 58,249.22 59,568.34 61,349.16 62,668.28 65;966.09
Building Permits Coordinator 42,034.71 45,332.52 46,651.65 48,432.46 49,751.59 53,049.40
Building Permits Examiner 44,597.61 47,895.42 49,214.55 50,995.36 52,314.49 55,612.29
Ordinance Inspector 49,420.99 52,718.80 54,037.92 55,818.74 57,137.86 60,435.67
Assessment Assistant 42,034.72 45,332.53 46,651.65 48,432.47 49,751.59 53,049.40
Senior Assessment Assistant 43,915.50 47,213.31 48,532.43 50,313.25 51,632.37 54,930.18
Assessment Clerk 34,308.32 37,606.13 38,925.25 40,706.07 42,025.19 45,323.00
Senior Assessment Clerk 36,023.73 38,338.43 40,653.14 42,967.84 45,282.55 47,589.14
Clerk 32,329.93 35,627.73 36,946.86 38,727.67 40,046.80 43,344.61
Clerk (Spanish Speaking) 32,989.48 36,287.29 37,606.42 39,387.23 40,706.36 44,004.17
Senior Clerk 33,725.46 37,023.27 38,342.40 40,123.21 41,442.34 44,740.14
Principal Clerk 35,240.25 38,538.06 39,857.18 41,638.00 42,957.12 46,254.93
Clerk-Typist 34,308.32 37,606.13 38,925.25 40,706.07 42,025.19 45,323.00
SeniorClerk-Typist 35,802.78 39,100.59 40,419.71 42,200.53 43,519.65 46,817.46
Appendix F
January 1, 2010
Page 8 of 9
Appendix F
Salary Structure January 1, 2010
Title Entrv Level 1 2 3 4 5
Stenographer 36,320.93 39,618.74 40,937.86 42,718.68 44,037.80 47,335.61
Justice Court Clerk 36,320.93 39,618.74 40,937.86 42,718.68 44,037.80 47,335.61
Senior Justice Court Clerk 38,018.26 41,480.96 42,866.04 44,722.71 46,107.79 49,517.72
Justice Court Cashier 32,329.92 35,627.73 36,946.86 38,727.67 40,046.80 43,344.60
Account Clerk 39,339.83 42,637.64 43,956.76 45,737.58 47,056.70 50,354.51
Senior Account Clerk 42,358.75 45,656.55 46,975.68 48,756.49 50,075.62 53,373.43
Account Clerk Typist 41,247.46 44,710.16 46,095.24 47,958.50 49,343.58 52,779.90
Senior Account Clerk Typist 43,309.83 46,945.67 48,399.99 50,356.42 51,810.75 55,418.88
Data Control Supervisor 48,194.01 51,491.82 52,810.95 54,591.76 55,910.89 59,208.69
Data Entry Operator 34,758.90 38,056.71 39,375.84 41,156.65 42,475.78 45,773.59
Data Processing Equipment Operator 52,531.06 55,828.87 57,147.99 58,928.81 60,247.93 63,545.74
Director of Code Enforcement 53,600.33 56,898.14 58,217.26 59,998.08 61,317.20 64,615.01
Exempt Secretary (to ZBA) 42,023.32 45,321.13 46,640.25 48,421.07 49,740.19 53,038.00
Secretary 42,023.32 45,321.13 46,640.25 48,421.07 49,740.19 53,038.00
Home Health Aide 27,935.05 31,232.86 32,551.98 34,332.80 35,651.92 38,949.73
Mini Bus Driver 29,562.06 32,859.88 34,178.79 35,958.93 37,278.95 40,576.78
Neighborhood Aide 30,669.62 33,967.43 35,286.55 37,067.37 38,386.49 41,684.30
Planner Trainee 42,728.79 46,026.62 47,345.53 49,126.78 50,445.68 53,743.51
Planner 52,436.89 55,734.71 57,053.62 58,834.87 60,153.78 63,451.61
Senior Planner 60,355.91 63,653.74 64,972.65 66,753.90 68,072.81 71,370.63
Principal Planner 62,187.78 65,485.59 66,804.71 68,585.53 69,904.65 73,202.46
Senior Environmental Planner 60,547.77 63,845.58 65,164.70 66,945.52 68,264.64 71,562.45
Public Safety Dispatcher 46,744.62 49,502.61 52,260.60 55,018.60 57,776.59 60,534.59
Public Safety Dispatcher II 49,578.65 52,336.64 55,094.64 57,852.63 60,610.63 63,368.63
Public Safety Dispatcher III 51,257.30 54,015.30 56,773.29 59,531.28 62,289.28 65,047.28
Records Management Assistant 35,905.01 39,367.71 40,752.79 42,609.46 43,994.54 47,404.47
Recreation Program Coordinator 24,024.44 27,322.25 28,641.37 30,422.19 31,741.32 35,039.12
Recreation Supervisor 45,702.24 49,000.04 50,319.17 52,099.98 53,419.11 56,716.92
Secretarial Assistant 45,144.21 48,442.01 49,761.14 51,541.95 52,861.08 56,158.89
Asst. Senior Citizen Site Manager 25,288.48 28,586.29 29,905.41 31,686.23 33,005.35 36,303.16
Senior Citizen Program Supervisor 30,669.62 33,967.43 35,286.55 37,067.37 38,386.49 41,684.30
Senior Citizen Site Manager 54,408.19 57,705.99 59,025.12 60,805.93 62,125.06 65,422.87
Senior Citizen Program Director 57,069.24 60,367.05 61,686.17 63,466.99 64,786.11 68,083.92
Engineering Inspector 53,057.71 56,355.52 57,674.65 59,455.46 60,774.59 64,072.40
Senior Citizen Aide II 29,419.31 32,717.12 34,036.24 35,817.06 37,136.18 40,433.99
Site Plan Reviewer 41,269.39 44,567.19 45,886.32 47,667.14 48,986.26 52,284.07
Technical Coordinator II 73,049.87 76,347.68 77,666.80 79,447.62 80,766.74 84,064.55
Town Investigator 47,620.91 50,918.72 52,237.84 54,018.66 55,337.78 58,635.59
Environmental Technician 60,547.77 63,845.58 65,164.70 66,945.52 68,264.64 71,562.45
Food Service Worker 26,889.01 30,186.82 31,505.95 33,286.76 34,605.89 37,903.69
Head Clerk 42,034.71 45,332.52 46,651.65 48,432.46 49,751.59 53,049.40
Senior Site Plan Reviewer 51,892.04 55,189.85 56,508.97 58,289.79 59,608.91 62,906.72
Special Projects Coordinator 60,547.77 63,845.58 65,164.70 66,945.52 68,264.64 71,562.45
Caseworker Trainee 47,775.04 48,184.42 48,593.81 49,003.20 49,412.58 49,821.97
Appendix F
January 1, 2010
Page 9 of 9
Part Time Rates
Title 1/1/2008
Hourly Rates
Account Clerk
Assistant Cook
Bay Constable
Clerk
Clerk Typist
Court Attendant
Court Officer
Custodial Worker I
Fire Marshall
Food Service Worker
Detention Attendant
Guard
Home Health Aide
Kitchen Aide
Maintenance Mechanic I
Mini Bus Driver
Scale Operator
Senior Citizen Aide II
Senior Planner
Public Safety Dispatcher
Legal Stenographer
Tax Receiver Clerk
Salaried Rates
Highway Labor Crew Leader
Constable Fishers Island
Recreation Program Coordinator (hired before June 9, 1999
Recreation Program Coordinator -Entry Level
Recreation Program Coordinator -Step 1
Recreation Program Coordinator -Step 2
Recreation Program Coordinator -Step 3
Recreation Program Coordinator -Step 4
Recreation Program Coordinator -Step 5
4/22/2008
2009 2010
13.30 13.30 13.80 14.32
16.15 16.15 16.76 17.39
18.54 18.54 19.24 19.96
11.52 11.52 11.95 12.40
12.28 12.28 12.74 13.22
14.67 14.67 15.22 15.79
25.46 25.46 26.42 27.41
12.14 12.14 12.59 13.07
24.73 24.73 25.66 26.62
12.56 12.56 13.04 13.52
14.67 14.67 15.22 15.79
12.46 12.46 12.93 13.41
12.56 12.56 13.04 13.52
11.83 11.83 12.27 12.73
15.53 15.53 16.11 16.72
12.56 15.09 13.03 13.52
13.89 13.89 14.41 14.95
13.94 13.94 14.47 15.01
25.73 25.73 26.69 27.70
14.67 14.67 15.22 15.79
18.38 18.38 19.07 19.79
14.75 14.75 15.31 15.88
10,465.66 10,465.66 10,858.12 11,265.30
16, 535.52 16, 535.52 17,155.60 17, 798.94
30,341.21 30,341.21 31,479.01 32,659.47
22,319.12 22,319.12 23,156.09 24,024.44
25,382.84 25,382.84 26,334.70 27,322.25
26,608.33 26,608.33 27,606.14 28,641.37
28,262.74 28,262.74 29,322.59 30,422.19
29,488.23 29,488.23 30,594.04 31,741.32
32,551.95 32,551.95 33,772.65 35,039.12
C:\Documents and Settings\mklLopl Settings\Temporary Internet Files\OLK2FC1Proposed PartTimeSalaryRates(2008-2010)
[ON TOWN LETTERHEAD)
TO: TOWN COMPTROLLER
CC: DEPARTMENT HEAD
FROM: [NAME OF EMPLOYEE]
RE: INTENT TO RETIRE
DATE:
Please be advised that is my intent to retire during the next budget yeaz. My anticipated
date of retirement is .This notice is being sent pursuant to Section
19.8 of the CSEA collective bazgaining agreement and to put the Town on notice that
upon my retirement, I am entitled to be paid for my unused accumulated sick leave as set
forth in Section 19.8.
I understand that in order to be paid pursuant to Section 19.8, this notice must be
provided no fewer than 45 calendaz days prior to the date of the adoption of the budget,
but in no event later than October 1$`. I further understand that if this notice was not
timely provided, I will not receive payment unti130 calendar days after the
commencement of the fiscal yeaz for which the Town budgeted for the payment or had an
opportunity to do so.
It is firther understood that this notice of retirement is not binding.