HomeMy WebLinkAboutPBA Contract
11/5/12
AGREEMENT
BETWEEN
THE TOWN OF SOUTHOLD
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AND THE SOUTHOLD TOWN
POLICE BENEVOLEN'T' ASSOCIATION
JANUARY 1, 2010 - DECEMBER 31, 2011
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TABLE OF CONTENTS
SUBJECT SECTION PAGE
Additional Compensation 24 23
Amendments 19 22
Apportionment of Benefits 23 23
Benefit Plan 15 19
Canine Unit 27 23
College Credit 11 16
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Compensation for Court Attendance and Overtime Work 13 18
Compensation-Injured Employees 4 2
Death of Employee 14 18
Discipline and Bill of Rights 17 20
Employer-Employee Relations and Grievance Procedure 16 19
Ethics Disclosure 26 23
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Hospitalization 12 17
Leave of Absence, Sick Days, Child Care and Holidays 7 9 j
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Legislative Approval 22 23
Longevity Pay 10 16
Management Rights 2 1
No Strike Pledge 20 22
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Notice of Promotions 5 7
Personnel Records 18 21
Protection of Employees 3 2
Recognition 1 I
Retirement Benefits 8 13
Salaries 9 14
Staff Meetings 25 23 j
Term of Agreement 28 24
Uniform Cleaning 21 22
Vacations 6 8
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THIS AGREEMENT made this 22na day of April, 2012, by and between the TOWN OF
SOUTHOLD, a municipal corporation of the State of New York ("the Town") and the
SOUTHOLD TOWN POLICE BENEVOLENT ASSOCIATION, INC, a membership
corporation of the State of New York ("the PBA" or "Association").
WITNESETH:
WHEREAS, Article 14 of the Civil Service Law provides that public employees shall
have the right to be represented by employee organizations to negotiate collectively with their
public employer in the determination of their terms and conditions of employment, and to enter
into written agreements with respect thereto; and
WHEREAS, the PBA has: been certified as the employee organization, as a result of an
election, to represent all uniformed members of the Town Police Department, including all police
officers, sergeants, lieutenants and detectives, excluding the Chief of Police and the Captain; and
all other employees, hereinafter referred to as "employees";
NOW, THEREFORE, the parties hereby agree as follows:
SECTION 1. RECOGNITION
1.1 The Town does hereby recognize the PBA as the exclusive employee organization to
represent the employees and extends to the PBA the following rights:
a. to represent the employees in negotiations and in the settlement of grievances; and
b. to membership dues deduction, upon presentation of dues deduction authorization cards
signed by individual employees.
SECTION 2. MANAGEMENT RIGHTS
2.1 Not contrary or inconsistent with the terms of this Agreement or Civil Service Law, the
Town reserves the right to determine the standards of law enforcement and related services to be
offered by its Police Department; to set the 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 content of job
classifications subject to Civil Service Commission approval; to take all necessary actions to
carry out its mission in emergencies; and to exercise control and direction over its organization
and technology of performing its work. I
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SECTION 3. PROTECTION OF EMPLOYEES
3.1 Seniority
a. Seniority shall be determined on the basis of continuous employment in the Southold
Town Police Department. Additionally, an employee who has been transferred from another
Police Department within Suffolk County to the Department shall receive credit for purposes of
seniority for continuous time served in such other police departments in Suffolk County.
b. Seniority is determined: first, by rank; second, by continuous service in rank; third, by
date of appointment to previous rank or ranks; fourth, by the date of appointment to Department
(any Member who has been transferred from another police force within Suffolk County shall,
for the purpose of determining seniority, be credited with such prior service); fifth, by highest
score on the civil.service list from which appointments were made at the time of the initial
appointment examination; sixth, by age (older Member is senior); and seventh, alphabetically by
surname.
3.2 Legal Services
The Town shall provide legal services to an employee against whom an action or
proceeding has been commenced involving any matter occurring within the scope of his/her
employment as an officer or employee of the .Town,
3.3 Seasonal Police Officers
a. The Chief of Police, or his/her designee, shall have the right to deploy "Certified
Seasonal PolioeOffieets" who are actually on duty to perform functions (other then actual sector
assignments) that are deemed necessary by the Chief of Police or his/her. designee. -
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b. Notwithstanding the above, Seasonal Police Officers may be used for all other
assignments, including sector assignments, when the full-time compliment of Police Officers is
depleted due to court appearances, medical absence or vacations, or in emergency conditions
when the full-time compliment of Police Officers is insufficient to insure adequate protection of
life and property.
SECTION 4. GENERAL MUNICIPAL LAW SECTION 207-c
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This procedure is intended to regulate the application for, and the award and/or
termination of, benefits under Section 207-c of the General Municipal Law ("GML 207-d'). It
shall operate as a-waiver of any other procedural rights the Town or the Association and/or its j
employees may have pursuant to GML 207-c regarding the application for, and the award and/or
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termination of, benefits under GML 207-c, including the right to utilize any other forma to seek
redress regarding the subject matter set forth herein. Nothing contained herein, though, should
be construed as limiting the power of a party to challenge a decision, as provided herein; pursuant
to C.P.L.R. Article 75. Any future changes enacted by the State in the provisions of GML 207-c
that conflict with an explicit provision of this procedure shall supersede the preexisting provision
of this procedure.
I: APPLICATION FOR BENEFITS
I Employees shall, within 48 hours of the occurrence, or within 48 hours of when the
employee should reasonably have known of the occurrence, report to the Chief or senior ranking
officer on duty anyinjury:or sickness ("injury") to themselves, no matter how slight: The
notification,("applicationS)shall be made on the Department's existing,employee injury report
form.
2. An application shall be deemed "untimely" unless it is filed on a timely basis in
accordance with this procedure. Except as set forth in the next sentence, an employee's failure to
comply with these reporting obligations shall result in the denial of an application far benefits
under this procedure. In the event these requirements cannot be met due to (i) the employee's
physical or.mental incapacity; (ii) an unforeseeable emergency; or (iii) any other situation which
the Chief; in his/her sole discretion, finds acceptable; these requireruonts>shaH bemet within 96
hours of the Employee's ability to do so, or such othertime asas setbythe Chie'f'i rvhWher-sole,
discretion. In these circumstances, the Association or a member of the employee's immediate
family may file the application on the employee's behalf, provided,saine is accomplished on a
timely basis.
3. `In addition, att.injury-report shall be,completedbytheChief brhighest ranking officer
on duty and filed in the Chief's Office bythe endiof the next regular business day following the
occurrence.
I1.. INITIAL APPLIG'ATION FOR GML 2077c ,BENEFITS 1. The Chief or designee ("the Chief) shall have exclusive authority to-initially
determine the employee's eligibility for benefits under GML 207-c. The Chief shall have the
authority to conduct a full investigation of the facts concerning the application.
2. After filing the application, the employee shall submit to one or more medical
examinations or inspections ("examinations") as provided by law. The employee shall cooperate
fully with thedesignated physician. This shall include, butnot be-limited'tof promptly
forwarding to the Chief and the Town Attorney's,Office and designated physician' all reports;
data, records andother information related to the erployee's injury. Fallure to cooperate may
resultin+information being' disregarded or excluded by the Town or the arbitrator:'
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3. The employee shall, along with the application for GML 207-c benefits complete, sign
and submit to the Town any medical release forms requested by the Town, utilizing the existing
Department form.
4. The Employee shall fully cooperate with the Town's designated physician. This shall
include, but not be limited to, forwarding to the Town's designated physician all reports, data,
records and other information related to the employee's injury.
5. Any reports submitted, by either the Town's designated or the employee's doctor/other
healthcare provider ("health care provider(s)") shall include the following information: (a) the
exact date(s) that the health care provider examined the employee regarding the injury; (b) an
explanation of what the examination consisted; (c) diagnosis; (d) causation, and the basis for that
belief; (e) treatment modalities; (f) what duties, if any, the employee cannot perform, and for how
long; and (g) whether any or all of the duties the employee cannot perform could be performed
with an accommodation(s) and, if so, what the accommodation(s) is (are). The failure to provide
information as specified in thus paragraph may result in the health provider's report being
disregarded or excluded by the Town or the arbitrator.
6. The Town shall render a written decision on the application for benefits within 60
calendar days after receipt of the application. A copy of the decision will be mailed to the
employee by regular and certified mail, return receipt requested, at the address specified in the
application. A copy shall also be delivered to the Accounting and Town Attorney's Offices. The
failure to issue a decision in accordance with this time limit shall result in the employee being
placed on GML 207-c status.
7. While a final decision as set forth in this. GML 207-c procedurc is pending, time off
alleged to be attributable:to the injury giving rise to the claim for GML 207-c benefits shall be
charged based on the Department's initial determination. Regardless of whether,the employee is
in a paid (utilizing his/her accrued time) leave or no-pay status, the only benefit the employee
shall receive during the pendency of the process is holiday compensation.
8. If the decision is that the employee is eligible for GML 207-c benefits, then the
employee shall be so categorized and any time off taken due to the injury or sickness shall be
charged to GML 207-c leave, subject to the provisions of Section V below. The employee's
GML 207-c benefits shall continue as long as the employee remains eligible.
9. In the event the employee is not satisfied with the Town's decision and wishes to
appeal it, the Town's and the employee's physician will agree upon a neutral third party
physician who shall promptly examine the employee and render a report as required in 15. That
report shall be promptly forwarded to the employee, Accounting and Town Attorney's Offices
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for their review. It shall be admissible in evidence, although not given preclusive effect, at any
subsequent stage ofthis procedure.
10. In the event that the neutral third party physician's report does not satisfactorily
resolve the parties' dispute because that the employee is not satisfied with the Town's decision
and wishes to appeal it, theemployee shall file with the'Town within five calendar days of
receipt of the decisiona written demand for arbitration on the GML 207-c Claim. The Employee
shall be deemed to have forfeited GML Section 207-c benefits if the Employee fails to do 'so in a
timely manner. The parties to the arbitration shall be the Town and the employee. There shall be
a single arbitrator the arbitrator"), who shall be selected in accordance with Ncw York State
PERB's Labor Arbitration Rules. All costs billed by the Arbitrator shall be home equally by the
Town and the employee. A1lother costs shall be paid by theparty'incun4ng them; e.g.,
witnesses, exhibits' tratiscril ts, etc.
11. 1te'Arbitrator shall have the authority to decide ,'*hether the Town's denial of the
claim•of entitlement'to G1v1L207-c benefits was arbitrary and caprieious'Iie or she'shall have "
authority to consider:and decide all"allegations` and defenses made with regardto the'GNM 207-c
claim. In the event of a dispute between the parties as to the nature oftheproeeeding, the'
Arbitrator shall first decide whether the proceeding represents an issue of an applicant's initial
entitlemt nt to GML207 claetiefits ox whether the'prot!ee'dingpresents 'a'"rent issue that
should be decided'izt a.diffExentproceeding, as outlined below. "Ti e b'ifrilens ofproduction, and
proof by a preponderance o'fthe eviderce,"shall he upon the employee; ekdepi for hearings
involving Section IVs where`the buf`dens'of production aiu&Pibof shall be upoWthe'Town.
12. The Arbitrator shall have no right to amend, modify, nullify 'ignore;-add to, or
subtract from the provisions of this procedure, the Collective Bargaining Agreement and the
rules. The Arbitrator'shall ihavo<no authority i6'MAe'u decision in any issue`nat submitted or
raised by.the.parties.: Should the Arbitrator End in favor of the ehiploy&c, {hen` l leave
entitlements utilized •fr om his/her aeerireii leave banV§IfAt!'be resto `red. This shall also include'
holiday -and :night-shift di'fTerchtial if the employee is eligible to receive same.
13. The decision and award of the Arbitrator shall be final and binding on the parties.
III. ALLWMD RECURRENCE OR AGGRAVATION jg PRtOR 13 iMY
1. In the event' that the employee or the Department 6116ge's that 'an injury is a
recurrence or aggravation of a prior injury, the procedures set forth in Section 11 shall be
implemented:
2. The employee shall submit to the Town Attorneyls Office and Accounting Office
any previously unsubrnitted'health care provider(s) repott(s) upon which the employee intends to i
rely at the hearing immediately upon receiving same from the care provider. If a direct causal
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relationship is found between the alleged recurrence or aggravation of a prior injury, and the
prior injury which was designated by the Town as a GML 207-c injury, then the application shall
be granted, provided the Arbitrator otherwise finds the employee entitled to GML 207-c benefits
as set forth in Section II. If no such relationship is found, then the claim shall be treated as an
initial injury and the matter shall be processed pursuant to Section H.
IV. TERMINATION OF BENUITS/RETURN TO DUTY
1. The Town may review cases of employees receiving GML 207,c benefits for the
purpose of determining whether the employee continues to be entitled to those benefits and in
furtherance thereof may take action as is appropriate under the law.
2. Any. employee who is receiving benefits under GML 207-c continues to be subject
to rules and regulations of the Department.
3. Upon receipt of a certification from the Town-designated physician that an
employee is able to perform some or all of the duties of his or her position, or upon receiving
information wherein the Department asserts that the employee is no.longer eligible for 207-c
benefits, the Town shall notify the employee of same, by serving a written notice of proposed
termination, setting forth the effective date thereof and a copy of the physician's certification,
upon the employee by regular mail and certified mail, return receipt requested. The effective
date may be no sooner than 48 hours, after notification. A copy shall also be delivered to the
Accounting Department and the Town Attorney.
4. If the employee disagrees with the Town's determination, he or she shall
commence an appeal pursuant to the procedures outlined in Section 11(10). While pending, the
employee shall remain on G: ML 207-c status. However, ifmore than 60 calendar days elapse
from the, effective date of the Town's notification to the employee and the final resolution of the
dispute, any time in excess: of the 40 day period shall be charged against the employee's accred
leave time; except that, if the employee in good faith indicates that he/she is ready, willing and
able to go forward on a day or days agreed upon by the arbitrator and counsel for the employee
and Town and, in fact, goes forward and presents his/her case within that 60 day period, or a
scheduled arbitration hearing is adjourned at the request of the Town or the arbitrator,. than the 60 .
day period shall be extended to 90 days. Regardless of whether the employee is ina paid leave or
no-pay status, the only benefit the employee shall receive during the pendency of the hearing
process is holiday compensation., In the event that the employee's GML 207-c status is
confirmed when the matter is finally resolved, any leave time used as a result-of the operation of
this provision shall be recredited to the employee.
5. Any arbitrator selected to hear a case under this Section must agree to hear the
case within 30 days of the date of selection and render an opinion within 30 days thereafter.
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V. OTHEl2 PROVISIONS
1: In the event that any portion of this procedure is invalidated by a decision ofa tribunal
of competent jurisdiction, then that portion shall be of noforco and effect, but the remainder of this
procedure shall continue in full force and effect. In this event, either the Association or the Towri
shall have the right immediately to reopen negotiations with respect to a substitute for the invalidated
portion.
2. An employee may have an attorney of his or her choice or'an employee of the
Department as his or her representative at any stageof this procedure, provided there is no
unreasonable delay.
3. Evidencepertaining to an employee's application for'tienefits pursuant to the
Workers' Compensation Law, including whether the application was controverted, granted or
denied, shall not be given any preclusive effect in any stage of this procedure, but shall be
admissible as evidence to be given the weight deemed appropridte by the Arliltraton
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4. This procedure shall take effpctonAugust 8, 2006 and shall4pply to'any claim of
entitlement to or use of GML 207 c benefits.made a6dr thatfdate In the event a p'roposed' "new"
utilization of GML 207-c benefrts.aftee this bate is based onstminjary' thatlalleg dly occurred
prior to August;-2006; hc.employeeshell1complywiith'the4fthsidfSdMoroll'of4his "
proceduremithin 30!days aftenth'edate 'of, the-"new" irijutyAfterth,6 filing $fthe%application
form, the claim for utilization of GML 207-c based on a pfe4ggust 8;'2006 injury shall be
decided in accordanee with Section Ill.
SECTION S. NOTICE OF PROMOTIONS
5.1 Notice of all promotional positions within the P13A unit shall be posted on available
bulletin boards abPolice Headquarters and all employeesshall' be given an opportunity to make
application for the positions.
5.2 An omployeewho is.scheduled:to take a Town police-related departmental' promotional
examination shall be entitled tonight consecutive hours off-duty prior to the scheduled time of
the examination} provided:
a. That the officer is scheduled for the tour immediately` prior to the time'of
commencement,of'the examination:
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b. The off-duty time shall be with pay.
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SECTION 6. VACATIONS
6.1 The Town has adopted the following vacation schedule:
a. Start through first year - five (5) working days.
b. Second through fifth year - sixteen (16) working days.
c. Sixth through tenth year - nineteen (19) working days.
d. Eleventh through fifteenth year - twenty-two (22) working days.
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e. Sixteenth through twentieth year - twenty-eight (28) working days.
6.2 Members shall not be entitled to accumulate more than fifty percent (50%) of their
unused vacation from year to year. The balance of vacation leave may be accumulated as set
forth above and payment made upon reasonable notice in accordance with this Section.
Requests for payments in excess of five thousand dollars ($5,000.00) must be in writing
and submitted to the Town prior to September I of the year preceding the year in which payment
is to be made, with the exception of the last year of work prior to retirement when no notice is
required. Notwithstanding the above, however, a member shall only be.allowed to carryover a
maximum of eight unused vacation days in the following calendar year for purposes of additional
vacation only. A member who has accumulated unused vacation days may apply only eight of
those days to the following year's schedule. Under no circumstances shall a member be entitled
to actually take more vacation days than is provided for in Section 5.1 a.,through 5.1 e. above,
with the exception that a member may add an additional eight days from the previous year. For
example, a member may not take more than 24 actual vacation days in his/her second through
fifth year, 27 in his/her sixth through tenth, 30 in his/her eleventh through fifteenth and 35 in
his/her sixteenth through twentieth.
63 Employees who so desire may volunteer to work, if acceptable to the Department,
during their annual vacations. , This work will be compensated atstraight time, unless an
employee works in excess of eight hours. Volunteers may be assigned to any normal police
duties.
6.4 An employee, if transferred not by choice from one squad to another, shall have the
right to maintain his/her previously selected vacation.
6.5 If any employee is on his/her first week of vacation and is outside the Town, and is
recalled from vacation to active duty, he/she shall be given credit for an additional five days
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vacation time. The employee shall also be paid for his/her necessary travel expenses incurred in
returning to active duty.
6.6 An employee on vacation may sign out on sick leave if sickness or injury occurs while
on vacation and he/she is confined to his/her residence or is hospitalized. Sickness is to be
verified by physician's certificate. Time of sickness or injury shall not be charged to vacation
time of employee, but shall be charged to sick leave.`
6.7 Employees with more than one year of service in the Department shall be Permitted to
divide their vacation time into a maximum of 10 one day segments, provided that the Chief of
Police, or his/her designee; receives sufficient notification to arrange for reseheduling of tours of
duty. Vacation time, other than one day segments, shall be, scheduled on the basis of seniority, in
the following marmer:
a. First selection' on the basis of seniority within rank, all employees shall select the time
of their vacation
b. Second selection -after all employees have made a first selection as provided in
paragrapha above those employees who have 'elected to divide their vacafibn time shall make a
second seleetlon~bastadbn` seniority within rank:
c. Third-selection after making he'secand selection, as provided itk paragraph b, above,
the etrxpioyebs with rdmzizting' vacatiotl periods fine theta shall make's final selection of time
when ilie'remainder of their vacatibn'shitil'be taken, based on seniority within rank.
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d. Two sergeants may take theirvacatiott at the same time, provided that this is approved
by tho°Chief or otlieer'rh Marge, and"fut@lier provl$ed that it does not result in overtime being
paid to other members oPtl Department
e. One employee from each squad may be on vacation at the sane time.
6.8 Between l 6moiial Day'and Labor `Day; `an employee's total vacation picks may not,
exceed sevewdayi~ This shall not to sity way affect an` ernPIoYe e's abilitS' to;i6quesfand take
single vacation days during~this'sameperiod.
SECTION 7. LEAVE OF ABSENCE, SICK DAYS, CHILD CARE AND HOLIDAYS
7.1 Leave of absence without pay shall be granted to employees in accordance with the
provisions of Rule 18 of the Rules of Classified Civil Service of Suffolk County and the
provisions'opSection 243'6ftheMilitary Law of the State of New fork.
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7.2 a. All employees shall be entitled to 15 sick days in each calendar year. Unused sick leave
may be accumulated up to a maximum of 300 days. Upon retirement, each employee shall be
entitled to be compensated for the value of 100% percent of the first 200 days of his/her
accumulated unused sick leave, or any portion thereof. Additionally, an employee shall be
entitled to receive payment for an additional 40 unused sick days beyond the 200 day maximum
at the rate of one day of pay for each two days of unused sick leave. For all employees hired on
or after August 8, 2006, sick leave shall be earned at the rate of one day per completed calendar
month of service, to a maximum of 280 days. Unused sick leave shall be paid for the first 40
days and additional payment shall be made at the rate of one day of each three accumulated over
40 up to a maximum total payment of 120 days. The Town Board shall be the option to pay the
same to the employee, either in a jump sum payment at the time of the employee's retirement or
in regular payroll payments immediately prior to retirement.
7.2 b. The Chief of Police, in the exercise of his/her discretion, may request written
physician's certificate in all cases where an employee is.absent ,by reason of illness, the cost
thereof to be paid by the Town.
7.2c. When an employee, due to illness, fails to complete a tour of duty, the remaining
amount of time left in that tour shall be deducted from the employee's sick leave.
7.2 d. An employee may use up to five days "sick leave" per calendar year in the event that an
employee's spouse or immediate family living in the household cannot take care of him/herself
or take care of the children of the employee for which the employee has the responsibility of a
parent or guardian. To be entitled to leave, the employee must famish proof of incapacitating
illness and of the employee's responsibility as a parent or guardian.
7.2 C. An employee may receive payment during the month of December for up to three
unused sick leave days if the employee submits a request in writing to the Town by on, or before
November 15 of that year.
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7.3 An employee shall be granted a leave of absence not exceeding two years without pay
for a child care leave attendant to either the birth of a child or the adoption of a child under the
age of five. The employee, upon the expiration of the period of leave of absence, shall be
restored to the same or comparable position of employment, if available. The Town shall
continue the employee's major medical/hospitalization benefits for a period of three months
beyond normal entitlements during the leave. Thereafter, at the option of the employee, the
employee shall be entitled to continue the benefits at the employee's own expense,
7.4 a. Each employee shall be entitled to receive equivalent time off or receive compensation
in lieu of the equivalent time off for the following holidays, whether or not such employee was
required to report'for duty on such days. New Year's Day; Martin Luther King, Jr. Day;
Lincoln's Birthday;` Washington's Birthday; Easter Sunday; Memorial Day; Independence Day;
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Labor Day; Columbus Day; Election Day; Veteran's Day; Thanksgiving Day; Christmas Day.
Effective December 31, 2011; Lincoln's Birthday and Washington's Birthday will be replaced by
Presidents' Day,
7.4 b. Employees who actually work on a designated holiday shall receive four hours of
additional compensation for working that'partitcular holiday.
7.5 For the purpose of implementing the provisions of Section 7.4, on January 1st of eadh.
year, each employee will be cfcdited With"the total number of holidays to "which hc/she is entitled
for the ensuing year. On ar beibi+e December 1°t of each year, the Police'Departnibnt shall'
prepare and`submtt tb the Supervisor a sefiedule indicating the total number of holidays that` each
employee is entitled to for such year, the total number of holidays charged against each employee
for such year and the total number of holidays remaining due to the employee. Oln or before
December 15`4 of such"year,'thd Town shall pay to each employee a sum equal to the ziuiiiber of
holidays reriainidg due to eadh empldyee''An employee who sepI states from Service after kelshe
received the benefits of this section and prior to a holiday for which he/she has been
compensated, shall have deducted from his/her final payroll deck an amount equivalent tq the
compensation reccived'fbr t}re' ii6`liday.
7.6 Employees shall be entitled to be absent from duty without pay at such time and, for
such durati'n as the Chrbf of Police or oPfrcbr ni charge may in his/hers t`scretton approve for the
purpose ofatCpndiiigliii'nnags affaits. <
i7.7 a. Employees shall be entitled tats Sys peisonal leave oilbseitce with pay eacta Year
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starting on the officer's anniversary'date' for the purpose of atteuding`to personal matters,
provided that the time oft the leave shall be a roved b the officer in char
pP, y. w. rgeI ,
7.7 b. If an employee submifs his/her regiAf for a personal day of least five days:prior to that'
day, no reason for the leave shall be required.
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7.7 c If the requesf is received fewt r than five ddys prior to the requested day, the reason
justifyiug`theineed fot &Ee pdi6hal day shall be'subinitted. 136wover, permission for apersonal
leave day shall not be withheld`if tltexe are'adequate personnel available to fulfill the staflAng "
needs of the bepaitmeut.
7.8 An employee,'on application of his/her commandigg officer, shalI be granted four `
continuous days, in69uding scheduled days off with frill pay,'in case ofdeath'in his/her
"immediate family", which shall be defined as spouse, child, ,father, stepfather, mother,
stepmother; brother, sister, parent-in-law, soh `fin-laW an d daughtet m-law. An employee sball be
granted one W6&ing•day off to attend the funeral of jais/her prandpmcnt, b other in-taW, sister-in-
law, foster parent, foster child, rtiece, mephew, uncle, elicit half-brother or half sister.
Grandparents and`foster parents shall be included among those for whoni'four days death leave is
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allowable if it is necessary, if the employee attends the funeral and he/she has demonstrated to
the commanding officer that there has been a sufficiently close relationship that he/she would
normally be expected to need such an amount of time away from work, including time for travel
to the funeral.
7.9 The PBA President shall be entitled to 25 paid leave days per year in addition to the
various leave benefits provided for in this contract, for the purpose of attending PBA`meetings,
conventions and other like commitments. Seven of these days may not be taken on the same day
as any other released time granted pursuant to this paragraph, If, for whatever reason, the
President is unable to attend these functions, he/she may delegate the Vice President or the
Secretary/Treasurer as the President's representative. The Suffolk County Police Conference
Director shall be entitled to three paid leave days per year to attend the various conference
functions. The Chief shall continue to have the right to deny a,request for paidleave:days due to
Departmental needs.
7.10 The PBA shall designate a maximum of two of its members, in advance, to-attend any
formal negotiation session with the Town„or its representative. In the event any designated
member is scheduled to work on the calendar day of the schedule, negotiating session, the
member shall be excused from his/her tour of duty for that calendar day but shall be deemed to
be on duty for all other purposes. This shall in no way limit the actual number of representatives
attending and/or participating in any negotiating session, but shall only limit those being paid
during their attendance. For purposes of this section, the calendar day shall include the day
before a midnight tour or the day after the midnight tour.
7.11a. The existing duty chart of three rotating tours of duty (i.e., 8:00 A.M. to 4:00 P.M.; 4:00
P.M. to 12:00 Midnight; and 12:00 Midnight to 8:00 A.M) shall be continued. Members shall
have the right to choose two paid leave days ("RDO's") per cycle on a seniority basis within the
Southold Police Department. A cycle shall be defined as one complete set of three tour rotations.
The duty chart shall be 239 days per year. Personnel appointment after January 30,1995, for the
first two years of their employment only, shall work 260 days per year. The parties shall
continue their negotiationslabout the Town's proposals for a new duty chart(s), including the
hours of work. A committ?e shall be established for the purpose of doing so, composed of no
more than three representatives designated by the Town and three representatives designated by
the PBA. It is understood that 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 results
are subject to bilateral, written agreement, ratification and approval: Nothing, contained in this
paragraph, nor any, action or inaction of the committee, nor any statements made in committee
meetings, shall be subject to the grievance procedure onto any PERB or court proceeding.:
7.11 b, At the discretion of the Chief of Police, a new,patrol squad of full-time police officers
may be established to work two rotating tours (i.e., 8:00 A.M. to 4:00 P.M.; 4:00 P M. to 12
Midnight). The assignment of officers to this squad shall be as follows. Not fewer than one-half
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of the squad members who volunteer for the assignment shall be assigned by seniority, provided
they meet or exceed the performance standards, and qualifications,'set by the Chief. The
remaining assignments shall be made by the'Chief , utilizing the same criteria. A member may be
removed from this assignment if deemed as not meeting either or both of these criteria. In this
event, the employee may request a review by a four member labor-management committee
consisting of the Chief of Police: and his/her designee along with the PBA`Presidentand his/her
designees which shall meet' upon written request to monifor/discuss the matters pertaining to this
new squad; The Town and PBA may agree in writing at anytime upon any additional terms, and
conditions of a new patrol squad tout'/shift established by'tlie'Chief pursuant to this'paragraph. `
7.12 The Town shall have the option of assigning personnel Wa:split shift in accordance
with this section. The splitsbift shall be of one continuous bight hour peri9d spaiutirig the late'
evening to the early morning hours. Personnel for the split shift shall be reassigned from the'i2
to 8 shift. An employee shall be notified and assigned to the split shift at least one week prior to
the commencement of such assignment. Assignment of personnel to the split shift shall at no
time creates below lain mum stnB(`ng situation (three police officers and a sergeant)upon any,
shift. Shortage of persimelfor~lhe 12 is S shift vrtll be covered by the a§struen§ of additional `
personnel on overtime: AWghm6nts to the split'shifishall be by seniority, on a rotating basis.
Employees assigned to the spli@`shiftin Yh~inatttler~and ds'd'escribed herein shims not`lie entitled
to overtime,pay or change of t6tiftompensation otHerwtse payable.
7.13 Police Officers shall be permitted to switch -tours of duty provid~d that it
a. is approved in writing by the Chief or designee. ,
b. does notresultin any'increased costs to the Town. `
c., - does not disrupt -dorm'al police operations.
7.14 Insofar as its practicable,, any change in relief officer schedifling will bedone m writing'
no less than96 hours in advance of the oliaitge and insofar as is practicable; the relies" o#I'icer '
shall receive his/her, work schedule not-less than 10 days prior"`to'the end )ef tfie pteSiolfs month.
SECTION 84 R, ETIREMENT, BENEFITS-
8.1 The Town~has:made ~the provisions of Section 384-d of the Retirenaent and Social',
Security,Law (optional twenty yearretirement pldh) 'New Fork State Refiremenr 0fau section `
375(i), Section 384 subdivision'(f) and (g) of-the Retirement'and Social Security Law (t/60th
increased pension), Section 384 subdivision (e) of the Retirement and Social Security Iiaw
1/60th-Bill", 1989 Sessign'Isaws Chapter 453), and CHapter 950 of the Lftws of 1970 (twelve
(12) months' final' average salary) applicable to the cnlployees and taken the appropriaib action i
to assume the additional east thereof.
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8.2 In order to be paid for unused accumulated sick leave, the employee must notify the
Chief of Police in writing of the employee's intention to retire on a particular date. This
notification must be no less than 45 days prior to the date of the adoption of the budget, but in no
event, later than October 1". The retiree shall receive the monies due under Section 7.2 a.,
provided that the required notice was given. If notice was not given, the payment will not be
lost, but shall become payable 30 days after the commencement of the fiscal year for which the
Town budgeted for the same or had the opportunity to do so. Time limits for notice may be
waived by the Town in its sole discretion. In the event of severe health or personal problems of
an employee, these requirements shall not apply. In the event of death, the notice requirements
shall not apply and the payment involved shall be made to the person or persons entitled thereto
as soon after death as is possible.
8.3 At the Chiefs discretion, which shall not be unreasonably withheld, the Town agrees to
allow retiring employees to keep their issued service weapon at no cost to the officer.
SECTION 9. SALARIES
9.1 All newly hired Police Officers who have been certified by the Suff6lk County Civil
Service Commission or who may have previously been employed in another New York State
Police jurisdiction shall be placed at the first year salary step asset forth below, unless otherwise
agreed to by the parties hereto.
Police Officer - Salary Rates for Employees Hired
Before December 31, 2011
Period of Service 1/1/10 111/11
First Year $41,102 $42,335 j
Second Year$64,847 $66,792
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Third Year $75,808 $78,802
Fourth Year ' $86,776 $89,369
Fifth Year $101,272 $104,310
Sergeant Salary Rate $119,089 $122,662
Lieutenant Salary $133,901 $137,918
Rate
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Police Officer - Salary Rates for Employees Hired
Oh or After December 31, 2011
Period of Service
First Year $42;335
Second Year $54,730
Thn15 ear
Fourth Year $79,520
Fifth Fear $91,915
Sixth Year ' $104,310
9.2 Detective D Iy E ployees assigned to detectiye,duty shall be paid additional salaries
during the` pericd of *eir as ignmenta, tttithe amount's set forth in thist Section, which nddit}onal
salaries shalt not, howeverx be,tncluded in ueh employee's salaFY fo t purposes of deiermirtiaz .
longevity pursuant"to'Section lU:
a. During the term of this Agreement:
(i) The annual sum of $706kduring the first year of such assignment.
(ii) The annual sum of $1,200.00 during the second year of such~assignment.
(iii) The annual sum :of $1,800.00 during the third year of such assignment.'
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(iv) An annual su6of $3,450.00 during tbe`fourth and subsequent years 'of such
assignment„ i
b. Detectives assigned tp the detective division shall receive additional compensation at
the rate of 1.5 hours straight time for every eight hours on call. If, during the assigned period, the
detective is called to duty, he/91ie shall forego compensation under this Section and be'
compensated consistent with Section 13.1.
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9.3 Tour Differential
a. A $4,050 per annum amount as a tour differential shall be granted each employee who
works three tours around the clock or a steady night tour.
b. A $2,460 per annum amount as a tour differential shall be granted each employee who
works two rotating tours of duty. Effective December 31, 2011, this per annuin amount shall
become $2,560.
C. if an employee who is not normally scheduled to work three rotating tours of duty
should, over the course of the calendar year, work 20% of his/her tours between 12:00 A.M., and
8:00 A.M., the employee shall be entitled to full tour differential instead of partial differential.
9.4 D.A.R.E. Stipend
A Police Officer assigned as, the D.A.R.E. instructor shall receive a yearly stipend of $1,000
This stipend is not available to detectives or superior officers.
SECTION 10. LONGEVITYTAY
10.1 All employees shall receive additional compensation based upon length of service as
follows:
a. Employees with at least 10 years but less than 15 years of service shall receive a salary
increase of 5%.
b. Employees with at least 15 years but less than 18 years of service shall receive a salary
increase of 6%.
c. Employees with 18 or more years of service shall receive a salary increase of 7%0.
d. Such additional compensation as provided in this Section shall commence on the first
day of the month in which aneinployee becomes eligible therefor.
SECTION 11. COLLEGE CREDIT
11.1 Employees shall receive additional compensation based upon successful completion of
police science sources qualifying for credit toward an Associate Degree in police science in an
accredited college or university as follows:
a. An employee successfully completing 30 hours shall receive a salary increase of 1% of j
base salary.
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N An employee who has received an Associate Degree in Police Science shall receive a
salary increase'of2% ofbase 'salary.
C. An employee requesting additional compensation as provided in this Section shall
present to the Supervisor a letter or certificate executed by`an official of the college or university
as proof. of his/her, eligibility -therefor. Additional coinpensatioi'shall commence' on the first day
of the month after which the employee becomes eligible.
SECTION 12. HOSPITALIZATION
12.1 -The Town agrees to make available to the employee'lhe group health insiiranee plans
provided by the State of New York. The Town shall pay 100% of the premium applicable to
benefits afforded to both the employee and his/her dependents. In the event of'au employee's
death, the Town will pay the present hospitalization for a period of one year or for the remaining
term of tliis.eonttaet whieliev8r is longer`after the ileath;ron'behalf of the deeeased's`f-attiily. , ' j
12.2 Health Insurance Declination Bonus. Employees may opt out of the health insurance
program in whole or in part for a full year by completing the aPProP kayte form'furriiahed by the
Town. An employee opting out of the health insurance program in whole or in part shall be paid
50% ofthe^premuun savings,,providi d the employee iil#intatiis tbe'eiztployee's vVatvc~r (terrains
out) for a full year. Payments shall be subject to all usual payroll deductions and shall be made
on or about December IS of each year.
Employees electing to waive coverage must do so by filing their forms no later than
November 30 in any year, with the provisions of this section taking effect on the next January 1.
Once a:,Waiver'fbfm has' beerrfiled with the Town, the waver shall continue tb be n'Cffect`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. '
It is understood that once an employee has waived coverage for a particular year, the
employee may not reinstate coveragc for that year except in the event of ant eniergeticy causing,
the loss of insurance through another source and consistent with the rules and regulations of the
Town's flexible spending plan and applicable laws and regulations. Emergency shall include
loss of employment, or termination of insurance for, a spouse whose employer had provided'the
alternative insurance. Emergency shall not include the change of any such alternative, insurance
from a noricohtributo I ryto a contributory plah,'or the voluntary deehiiation atibe 'spouse of
insurance offered by the sppuse's employer. "
Reinstatement of coverage for the succeeding year may be made by notifying the Town
in writing no laterlhan November 30 tone effective the sn66ee&ng`Iis6al`year. This deadline
shall not apply to emergency reinstatement of insurance as provided for in the above paragraph, ;
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but the reinstatement shall be subject to whatever requirements or deadlines are imposed by the
State health insurance program. If reinstatement occurs during a waived year due to emergency,
the employee will repay, prorata, any amount already forwarded to the employee in return for the
waiver, by payroll deduction.
SECTION 13. COMPENSATION FOR COURT ATTENDANCE AND OVERTIME WORK
13.1 In the event that an employee is required to be present in any court proceeding as a
witness during off-duty hours, or is called in to work during his/her normal time off,, the
employee shall be compensated at the rate of 1'/x times the normal rate of salary or, at the option
of the employee, shall be given compensatory time off at the same rate. Employees, when
required to perform duty as provided in this Section shall receive a minimum of four hours
compensation at their normal rate of salary. Proof of time spent for Court appearances shall be
certified to the Justice or Clerk of the Court and filed by the employee with the Supervisor.
13.2 When an employee is required to be on duty beyond his/her normal tour, he/she shall be
compensated at one and one-half times the normal rate of pay or compensatory time at the same
rate.
13.3 Overtime worked. between January I" and May 31shall be paid on June 150`.
Overtime worked between June I" and November 15`h shall be paid on December i" Any
unpaid overtime accrued from November 151h to December 31" shall be paid on January 15'h.
13.4 Effective as soon,asis practicable following August 8, 2006, a request for payment for
overtime is to be submitted as part of a timely submitted biweekly titre sheet and'shall ,be paid as
part of the next bi-weekly paycheck.
SECTION, 14. DEATH OF EMPLOYEE
14.1 The Town agrees to continue to provide the death benefits provided by Section 208-b of
the General Municipal Law,
14.2 The Town agrees that any and all benefits to which an employee is entitled at the time
of his/her death shall be paid to his/her estate as soon as possible after his/her death.
SECTION 15. BENEFIT PLAN
15.1 Dental/Optical Insurance Benefits
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The Town shall provide the Employees with the CSEA Package 7 Benefit Plan that is
provided for CSEA unit members, pursuant to the same terms, conditions, and contribution
levels, if any, as exist from time to time for those members.
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1 5.2 AFLAC
The Town shall provide unit members with voluntary payroll deduction options for the
Aflac Personal Cancer Plan Policy and the Aflac Personal Accident Expense Policy at no cost to
the Towh. Prior to availing him/herself of an Aflac:payroI1 deduction' benefit, the employee must
execute an agreement, prepared by the Town, pursuant to which the employee shall agree to
indemnify and save and hold harmless the Townand anyofits employees, representatives and/or
officers (collectively "employees") against any and all claims;demands;-suits or otherfforms of
liabilityythat may arise out of or by reason of any action takewor not taken by the Town'or any•of
its employees for the purpose ofcomplying.with this provision;;
SECTION 16: EMPLOYER-EMPLOYEE RELATIONS AND GRIEVANCE PROCEDURE
16.1 The Town agrees to establish a committee to meet when necessary with a similar
committee to be.established by the itBA for the purpose bf'dealing with employee grievance and
working conditions and othermatters as affect the Department and its employees
16.2 Any non-disciplinary grievance arising out of the interpretation of this Agreement shall
be resolved by the followirr&procedure.
Step 1: The employee shall, within 10 days of an occurrence that is ailegeRo'have violated•the;
Agreement, within 10 days of his/her discovering the occurrence, submit his/her grievance in
writing io the Chief of Police. The Ch efVf Police shall issito a written reply to said grievance
within 1,0 days of its a'eceipt. The 6hployee shall have the.rightto proceed to thc•next Step in -the
event that a timely decision is not rendered.
Step 2: Within 10 days of receipt of the Chief s written reply or within 10` days of the date on
which the reply should have been issued, the employee may appeal to the Police Commissioner.
Failure to appeal on a timely basis shall be deerned-to,be;a withdrawal of the grievance: The
Police Commissioner shall consider the grievance and issue a written reply withi vIO working
days of receipt of the appeal.
Step 3: In the event that the PISA is not satisfied with the Step 2 decision, or in the event that a'
Step 2 decision is not timely rendered, the PBA may submit the grievance to binding arbitration
by filing a request for same, on written notice to the Town Attorney"`s off3cel within 10 working
days. Failure to appeal on a timely basis shall be deemed to be a withdrawal of the grievance.
The arbitrator shall be selected by, and the hearing conducted pursuant to, PERB's arbitration
rules.
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SECTION 17. DISCIPLINE AND BILL OF RIGHTS
17.1 The parties agree that they will comply with the applicable provisions of law with
respect to disciplinary matters involving the employees.
17.2 All members covered by this Agreement shall be entitled to the protection of what shall
be hereafter termed the "Bill of Rights".
a. All charges or actions taken against an employee covered by this Agreement which may
lead to disciplinary measures must be made in writing and signed by the Complainant,
b. The employer has established the following procedures to govern the conduct and
control of internal police investigations.
The wide ranging powers and duties given to the Town Police Department and its members
involves them in all manner of contacts and relationships with the public. Out of these contacts
come many questions concerning the actions of employees. These questions often require
immediate investigations by the employer or its designee, usually the Police Chief or other
superior officer. In an effort to insure that these investigations are conducted ina manner which
is constructive to good order and discipline, the following procedures shall be followed:
(1) The interrogation of an employee shall beat a reasonable hour, preferably when
the employee is on duty, unless the exigencies of the investigation mandate otherwise. Where
practicable, interrogations should be scheduled for the day time and the reassignment of the
employee to the day'shift shall be employed. If overtime as herein above defined, is incurred by
reason of such interrogation, the employee shall be given overtime compensation as set forth in
this Agreement:
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(2) The interrogation shall take place at a locationdesignated.by the investigating
officer. Usually it will be at the command to which the investigating officer is assigned or at
Police Headquarters.
(3) If an employee is directed to leave his post and report for interrogation to another
location, his/her immediate supervisor and the radio desk shall be promptly notified of his
whereabouts.
(4) The employee shall be informed of the tank, name and connnand of the officer in
charge of the investigation, as well as the rank, name and command of the interrogating officer I
and of all persons present during the interrogation, and shall be advised of the right to an
adjournment in order to have counsel and/or Association representative present.
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(5) The employee shall be informed of the nature of the investigation before any
interrogation commences, including the name of the complainant. The address of the
complainant,and/or witness need not be disclosed;°ho-wever, sufficient information to reasonable
apprise the employee of the allegations shall be provided.
(6) The questioning shall-hot be overly long. Reasonable respites shall be allowed.
Time shall also be provided for personal necessities, meals, telephone calls and rest periods, as
are reasonably necessary.
(7) The employee.shall not be subjected to any offensive,language, nor be threatened
with transfer, dismissal or other disciplinary punishment. No promises or reward shall be made
as an inducement-to answering•questions:
(8) The complete interrogation of the employee shall be recorded mechanically or by
a stenographer. Affreeesses called during,the-questioning shallbe ,recorded. Theemployee or,
his/her eounsei-shgll be cntitlod'tq a,copy of the tape recording and/or a transcript of such
stenograpbee record::within wreasonable time after, sudh interrogation.
'(9) "Tbelaw imposesino_obligatiott 4egal vr:otherwise, on the~Departmentto provide im
opportunity for an ~6mployee,to :consult with counsel or anyone else when questioned by a
Superior Officer or employer about his/her employment or matter relevant to his/her continuing
fitness for police:servtiee. Nevertheless,-m the ihterest of maintaining thousually high morale of
the Police 3i pattmcnty the employer'shall adviseftheemployee and,afford an opportimityifor1he
employee, if he/she sQ;dines;.to,'eonsult with vounsel, and/or;with a representative: of the
Association.befoee beirigiquestibned,coneerringa:serious violation of law or the Rules,' and
Procedures;?provided:the igtprrogationiis not unduly delhyed. However,,in such cases, tho
interrogation may not be postponed for purposes of consultation past 10:00 A.M. of the day
following the notification of interrogation. The employee shall have the right to have counsel
and/or an. tlssociatibn aeprdentative present.to assist during the interrogation.
SECTION 18. PERSONNEL RECORDS
18.1 Any, employee shall be.entitled toexami`ne his/hers personnel file upon making request
therefor to the Chief of Police,, or, other-officer in charge, in his/her absence.
18.2 Upon request, any employee shall be furnished with a copy of any nonconfidential
material in his/her personnel file.
18.3 Only, oone employee personnel file shall be maintained which shall contain all, material i
with respect to such employee:
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18.4 No material derogatory to an employee, his/her conduct, character or service shall be
placed in his/her personnel file unless he/she has been given an opportunity to examine it and
affix his/her signature thereon, which signature shall indicate that the employee has examined it
and shall not be deemed to indicate that the employee in any way consents or agrees with the
contents. The employee may place in such personnel file a written answer to any derogatory
material in the file within 10 working days after receiving notification of the proposed inclusion
of the material in the file.
18.5 If an employee is the subject of charges and specifications by an administrative hearing
or a Court of competent jurisdiction, the only documents to be placed in the employee's
personnel file shall be the charges and specifications, the hearing record and related evidence and
the final adjudication thereof. Upon the consent of the employee, the PBA, upon request, should
be advised of the status, progress and outcome of this matter.
SECTION 19. AMENDMENTS
19.1 Any changes or amendments to this Agreement shall not become effective unless the t
same are in writing signed by the parties.
SECTION 20. NO STRIKE PLEDGE
20.1 The PBA does hereby affirm that it does not assert the right to strike against any
Government nor to assist or participate inany such strike, or to impose any, obligation, to
conduct, assist or participate in such a strike.
SECTION 21. UNIFORM CLEANING AND UNIFORM EQUIPMENT ALLOWANCE
21.1 The Town agrees to pay the entire cost of dry cleaning of all wearing apparel in
connection with the police uniforms except washable items. The Town shall select an
appropriate dry cleaning service. The employee shall use the cleaning service selected by the
Town.
21.2 Employees assigned for uniformed duties shall have available the annual sum of
$400.00 (effective January`l, 2011, $700) as a uniform and equipment allowance.
21.3 Employees assigned to a non-uniformed duties shall have available the annual sum of
$700.00 (effective January, 1, 2011,$1,000) as a clothing, and, equipment allowance,
21.4 Any unused allowance as outlined above will be credited to next year's clothing
allowance but may not be accumulated beyond the subsequent year.
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21.5 Dive Team Unifozizr"and Eguiniinent'Allowance. Not more than five employees
designated by the Chief as metnlieri of the Dive Team and who are certified divers shall receive
the annual sum of $600, to be prorated by complete months assigned during the year, as a stipend
to be paid in December.
SECTION 22. LEGISLATIVE' APPROVAL'
211 IT IS AGREED BY AND BETWEEN THE PARTIES THAT ANY PROVISION OF
THIS AGREEMENT REQUIRING LEGISLATIVE ACTION TO PERMIT ITS
IMPLEMENTATIONBY AMPSNl' DENT OF'LAW OR BY PROVIDING THE ADDITIONAL
FUND THEREFOR; 'SHALL NOT BECOME EFFECTIVE UNTIL THE AAPROPRIA118
LEGISLATIVE BODYHAS'GrIVEN APPROVAL.
SECTION 23. APPORTIONMENT OF BENEFITS
23.1 In the event that the employment of an employee is terminated by reason of retirement,
resignation di oth'e"r cams"all b6 efxts provided heteifi shall"lie prorated t~ to the date of
termination.
SECTION 24. ADDITIONAL COMPENSATION
24.1 In the event an employee is entitled to addifional compensation for Courtation6hee,
overtime wot`k, or 6thIce purposes; therate'of compensation"shalt'be Mtd'upon 239` days or,260'-
days, whichever number of days per year the employee is assigued'in accordance with`S'ec'tion
7.11(a).
SECTION 25. STAFF MEETINGS
253 The employees agree'that1h6 Chief of Police shall have the right to schedule not`hiore r
than three, with no rnore4h6i 66 meeting Per trimestef; staff meetings-of the employees *hh"Itlie
rank of sergeant and above in each calendar year for periods not to exceed three hours each, for
which no compensation shall be paid to the employees, at which meetings police matters may be
considered.
SECTION 26. ETHICS DISCLOSURE
26.1 The Lieutenart"t• acid"Administrative Officer must comply with the disclosure
requirements set forth in the Town of Southold Ethics Law.
SECTION 27 CANINE UNIT
27.1 In the event that the Town creates a canine unit, the P13A shall have the right to make a I
timely request that the Town engage in impact negotiations regarding the terms and conditions of
employment for employees assigned to that unit.
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SECTION 28. TERM OF AGREEMENT
28.1 The term of this Agreement shall be two years to become effective January 1, 2010 and
terminate on December 31; 2011.
IN WITNESS WHEREOF, the parties hereto have set their hands and seals this day
of 2012.
SOUTHOLD TOWN POLICE TOWN OF SOUTHOLD
BENEVOLENT ASSOCIATION, INC.
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President Supervisor
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