Canton, Massachusetts · Saved source text
AFSCME - FY20-FY22
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AGREEMENT
between the
TOWN OF CANTON
and
AFSCME, COUNCIL 93,
LOCAL 362, CANTON CHAPTER
JULY 1, 2019 – JUNE 30, 2022Source page 2
TABLE OF CONTENTS ARTICLE TITLE PAGE I Duration 1 II Recognition 1 III Payroll Deduction 2 IV Agency Service Fee 3 V Seniority 3 VI Layoff and Recall Procedures 3 VII Hours of Work 5 VIII Overtime 6 IX Jury Duty Pay 9 X Meal Periods 9 XI Longevity 10 XII Group Insurance 11 XIII Vacation Leave 12 XIV Disability Benefits and Sick Leave 13 XV Bereavement Leave 14 XVI Personal Leave 14 XVII Military Leave 15 XVIII Maternity/Adoption Leave 15 XIX Leave of Absence 15 XX Holidays 16 XXI Discrimination 16 XXII Grievance Procedure 17 XXIII No Strike Clause 18 XXIV Uniforms, Equipment and Licenses 18
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TABLE OF CONTENTS -2- ARTICLE TITLE PAGE XXV Tuition Reimbursement 19 XXVI Severability 20 XXVII Job Posting and Bidding 20 XXVIII Management Rights Clause 21 XXIX Employee Files and Records 21 XXX Miscellaneous Provisions 22 XXXI Wages 24 XXXII Physical Fitness 26 XXXIII Abandonment of Position 27 XXXIV Working Out of Grade 27 XXXV Union Business Leave 27 XXXVI Final Agreement 27 Appendix B Layoff Option Form Appendix C Memorialized for Contract Appendix D AFSCME JOB TITLES with GRADES Appendix E Cell Phone Stipend Employee List Appendix F Salary Tables
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This Agreement is made by and between the Town of Canton, hereinafter referred to as the Employer, and the
American Federation of State, County and Municipal Employees, Council 93, Local 362, hereinafter referred to as
the Union.
Any reference to the term employee or employees within the Agreement shall mean an employee covered
by this Agreement as defined in Article II.
ARTICLE I
Duration
This Agreement shall become effective on July 1, 2019 and will continue in effect until June 30, 2022.
Thereafter, it shall be renewed automatically from year to year unless, prior to the end of any contract year, either
party gives to the other not less than ninety (90) days' written notice of its desire to amend or terminate this
Agreement.
ARTICLE II
Recognition
Section 1: The Employer recognizes the Union as the sole and exclusive bargaining agent for all the following
permanent full-time and part-time employees: all Public Library employees, except Library Pages and the Library
Director; all Building Maintenance employees, all Public Works employees, except the Superintendent, the Town
Engineer and all employees of the Engineering Division; all Recreation Department employees, except the
Recreation Director and Assistant Recreation Director; all Assessing Department employees, except the Director of
Assessing; all Building Department employees, except the Building Commissioner, the Inspector of Wires, and the
Inspector of Plumbing and Gas; all Planning Board employees, except Town Planner; all Department of Finance
employees, except, the Assistant Treasurer and Collector, the Finance Director, the secretary to the Finance
Director, and the Town Accountant, MIS Manager, Information Systems Network Coordinator, Information
Systems Software Coordinator; all accounting and secretarial employees in the Police and Fire Departments; the
Treasury & Collections Coordinator, and Treasury & Collections Assistant; the Water & Sewer Office
Administrator; Water and Sewer Account Coordinator; Town Clerk's Senior Clerk. Effective Fiscal Year 2021,
remove Accounting Senior Specialist from Union to upgrade position as Assistant Town Accountant position and
replace in the Union with a part-time Accounts Payable position of twenty (20) hours per week; this is subject to
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Annual Town Meeting appropriation. Seasonal or summer employees are not covered by this Agreement.
Permanent part-time employees who work twenty (20) or more hours per week will receive the benefits of this
Agreement pro-rated on the basis of the number of hours worked with the exception of longevity payments. All
employees, whether full-time or part-time, will receive full longevity payments as prescribed in Article XI. It is
understood that only those employees who regularly work twenty (20) or more hours per week are eligible to be on
the Town’s health insurance.
Section 2: The following positions are FLSA exempt positions when the incumbents vacate the positions: Senior
Librarian, Children’s Services Librarian, Circulation Services Librarian, Electronic Information Services Librarian,
Technical Services Librarian, Reference Services Librarian, Highway and Maintenance Supervisor, and Water and
Sewer Supervisor, Property Maintenance Supervisor, Library – Community Outreach Librarian. This provision
will not apply to those employees who hold these positions on July 1, 2001, but it will apply to any employee who
assumes one of the above positions at any time after July 1, 2001.
ARTICLE III
Payroll Deduction
The Employer shall deduct dues and initiation fees from the wages of the employees covered by this
Agreement when the Employer has received from the employee a signed check-off authorization card. The Union
and any employee covered by this Agreement agree to indemnify and hold harmless the Employer against any and
all claims, demands, suits or liability that might arise out of or by reason of action taken or not taken in respect to
the deduction of dues and initiation fees. The Employer will supply to the Union a weekly deduction register
listing the amount of dues and/or initiation fees made.
AFSCME employees can sign up for voluntary deductions for the Union’s political action fund, Public Employees
Organized to Promote Legislative Equality (PEOPLE).
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ARTICLE IV
Agency Service Fee
Consistent with applicable laws, it shall be a condition of employment that every employee who is not a
member of the Union shall pay an agency service fee.
An agency service fee shall be deducted each month by the Employer from the salary of each employee in
the bargaining unit other than those paying dues pursuant to the previous Article. Said service fee shall be a sum
equal to the amount fixed in writing by the Union and shall be paid over promptly to the Treasurer of the Union on
a monthly basis.
The Union agrees to indemnify the Employer for any damages or other financial loss which the Employer
may be required to pay or suffer by an administrative agency or court of competent jurisdiction as a result of the
Employer's compliance with this Article.
ARTICLE V
Seniority
Seniority shall be defined as the length of continuous employment with the Town. Only time spent as a Town
employee and as a bargaining unit member Local 362 shall count towards seniority. Seniority shall be broken by
any separation from Town employment, except for one due to layoff.
Seniority shall govern in all cases of reductions in force (last in, first out) and in vacation and shift scheduling.
ARTICLE VI
Layoff and Recall Procedures
Preamble: The Employer retains the exclusive right to determine which positions are needed and which
positions shall be eliminated. The principle of seniority shall govern and control in cases of reduction in the work
force. This process is mutually established and designed to provide the opportunity for and guarantee the rights of
an employee in the AFSCME bargaining unit who is notified of his/her layoff to bump to a title in an equal or
lower grade for which he/she is qualified per the classification plan. In this Article, days shall mean calendar days
unless otherwise noted.
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Section 1: Notice to the Union
a. In the event that the Employer determines the need for a reduction in the work force, it will notify
the Union at least fifteen (15) days prior to the layoff.
b. Within ten (10) days of that notification, the Employer shall meet with the Union to discuss the
impact of the layoff on the affected employee(s).
c. At this meeting, the Employer will provide the Union with a list of positions to be laid off and a
seniority list of all the employees in the bargaining unit.
Section 2: Notice to the Employee(s)
a. In the event of an actual layoff, the Employer will notify the least senior employee(s) in the affected
classifications in writing not less than twenty-one (21) days in advance of the layoff date.
b. Upon notification, the Union shall give the affected employee(s) a "layoff option form" (which is
attached hereto as Appendix B) outlining his/her (their) layoff bumping options.
Section 3: Bumping Rights
a. Any employee who has been notified that he/she will be laid off must file a "layoff option form"
with the Employer within three (3) working days of receipt. Such form shall either initiate the
employee's right to bump to an available bargaining unit position in a title or titles in the same or
lower grades in his/her bargaining unit for which he/she is qualified (provided that there is an
employee junior to him/her in such title or titles) or indicate the employee's decision not to bump.
b. An employee who is bumped from his/her position shall receive a minimum of thirty (30) days'
advance notice and will be accorded full bumping rights in accordance with the provisions of this
Article.
c. In the event that two (2) or more employees in a position impacted by this Article have identical
seniority dates, the Employer shall determine which employee to retain based on past job
performance and other qualifications.
Section 4: Recall Procedures
a. If actually laid off, said employee(s) shall be eligible for recall for a period not to exceed twenty-
four (24) months. In the event of recall, employees shall be called back in the inverse order of their
layoff.
b. Recall to Former Position - The Town shall notify the employee by registered mail (with a copy to
the Union) that he/she is being recalled to work, stating the expected starting date. The employee
shall have fifteen (15) days from the receipt of said recall to accept in writing. If the employee fails
to respond or rejects the offer of recall, the employee shall lose all future recall rights.
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c. Recall to Other Position - The Town shall first offer any openings to laid-off employees, if
qualified, based on seniority, before hiring new employees. The Town shall notify the laid-off
employee(s) by registered mail (with a copy to the Union) of the availability of a job in a position
other than the one from which the employee was laid off. Such notification shall state the expected
starting date and shall advise the employee that he/she has fifteen (15) days from receipt to respond
in writing. The laid-off employee shall have the option of accepting or rejecting the offer of a new
position without waiving recall rights to his/her former position.
ARTICLE VII
Hours of Work
A. The regular work week shall consist of five (5) consecutive days, Monday through Friday, and of eight (8)
hours each day, exclusive of the lunch period, except as hereinafter provided.
B. The hours of work for all employees covered by this contract shall be scheduled by the Employer, but not
to exceed eight (8) hours per day at regular rates.
C. The hours of work for regular employees of the DPW and Recreation Department shall be from 7:00 A.M.
to 3:30 P.M. with a half hour lunch period from 12:00 to 12:30 P.M. In addition, the regular employees of
the DPW and Recreation Department will take their afternoon coffee break from 12:30 to 12:45 PM,
making a 45-minute lunch break from 12:00 to 12:45 PM. The Recreation Secretary shall work 40 hours a
week from September 1st to April 30th and 35 hours a week from May 1st to August 31st. The regular work
week for the Water and Sewer Office Administrator, the Water and Sewer Account Coordinator in the
Water and Sewer Department, and the Meter Readers, shall consist of five (5) days, Monday through
Friday from 7:00 AM to 3:30 PM, with 45 minutes for lunch.
D. Saturday work will be paid at the rate of time and one-half if the employee has been on a paid status for 40
hours in that week.
E. Employees whose shift begins after 12:00 noon will receive an additional forty cents (40¢) per hour as a
night shift differential from 3:00 P.M. to the end of their shift.
Effective July 1, 2020: Employees whose shift begins after 12:00 noon will receive an additional
seventy cents (70ȼ) per hour as a night shift differential from 3:00p.m. to the end of their shift.
Effective July 1, 2021: Employees whose shift begins after 12:00 noon will receive an additional
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ninety cents (90ȼ) per hour as a night shift differential from 3:00p.m. to the end of their shift.
F. Except for emergency situations, work schedules shall not be changed unless the changes are mutually
agreed upon by the Union and the Employer.
G. The Library work week shall consist of five (5) days, Monday through Saturday, and of seven (7) hours
each day, except for custodians, who shall work eight (8) hours each day, exclusive of the lunch period,
which shall be one hour in length.
Effective July1, 2020: All Library employees scheduled to work on Saturdays receive a shift
differential of seventy (70ȼ) per hour
Effective July 1, 2021: All Library employees scheduled to work on Saturdays receive a shift
differential of ninety (90ȼ) per hour
H. The work week for all Department of Finance and Assessing Department employees, for Public Works
administration employees, for the Recreation Department secretary, for all Building Department
employees, and for all accounting and secretarial employees in the Police and Fire Departments shall
consist of thirty-five (35) hours comprised of five (5) consecutive days of seven (7) hours each, exclusive
of the lunch period, which shall be one (1) hour in length.
I. The hours of the Custodian of Town-owned buildings on the day shift will be 7:00 A.M. to 4:00 P.M. on
Monday through Friday; the hours on the night shift will be from 3:00 P.M. to Midnight on Monday
through Thursday and from 10:00 a.m. to 7:00 p.m. on Friday.
J. Approved vacation leave with pay shall be synonymous with work.
K. Both Parties agree to continue discussing Memorial Hall employees and Public Works, Parks and
Recreation Department, and Building Maintenance field workers summer hours. In an agreement is made
this will be done in a side letter.
ARTICLE VIII
Overtime
Overtime is required when essential work remains to be done. Essential work is work that which, if left
undone until the regular working hours, will result in unsafe conditions, excessive expense to the Town, or serious
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inconvenience to residents of the Town. Determination of essential work shall be made by the Department Head.
The Union may appeal the Department Head's determination to the Employer; however, in no case shall the work
be delayed during the appeal.
SECTION 1: GENERAL
A. All hours worked in excess of eight (8) hours per day or forty (40) hours per week shall be paid at
the rate of time and one half the employee's hourly rate.
B. If an employee is required to work on a holiday, she/he shall be paid at the rate of double time for
all hours worked. Employees will be paid double time for hours worked on a Sunday only if it is an
emergency call-in. Scheduled overtime on Sunday will continue to be paid at time and one half.
C. An employee must be previously credited with forty (40) hours' time on a paid status to get
overtime pay at a rate of time and one half. Employees will be paid double time for hours worked
on a Sunday only if it is an emergency call-in. Scheduled overtime on Sunday will continue to be
paid at time and one half.
D. If an employee requests it, compensatory time may be given in lieu of overtime at the discretion of
the Department Head at straight time from 35 to 40 hours and at the rate of time and one half
for all hours worked over 40 in a week, provided that the accrual of compensatory time does not
exceed 240 hours. In addition, all compensatory time off in lieu of overtime pay must be approved
in advance by the Department Head in writing. An employee (or his/her estate) who is separated
from the employment of the Town shall be paid in a lump sum for the number of hours of
accrued compensatory time. When working overtime as part of a snow storm, an employee who
works sixteen (16) continuous hours shall remain on their premium rate of pay. At the start of a
regular shift after an employee has worked sixteen (16) continuous hours, an employee, at his/her
discretion but with permission from the Department Head, may elect to stay at work on premium
rate or go home and be paid straight time for the day.
SECTION 2: DISTRIBUTION OF OVERTIME
A. Overtime shall be distributed as impartially as practical in each department to the employees who
normally perform such work. The Town reserves the right to assign sanding and salt work to Water
Department bargaining unit members, provided that the sanding and salt work is reasonable in
scope and duration and related to the job originally being performed by this department
B. An overtime roster shall be maintained by the Department Head which shall list all overtime
offered to employees and all overtime performed. This list shall serve as the basis for overtime
selection.
C. Overtime will be offered first to the employee who normally performs the duty. If that employee
cannot be reached, then the overtime will be offered to the employees qualified to perform the duty
who have been offered the least amount of overtime in an effort to insure that overtime is
distributed equally among all eligible employees.
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D. Vacation Leave: Employees who wish to be called in for overtime during their vacation shall
submit a request in writing to their immediate supervisor prior to the beginning of their vacation. If
the employee is then called for overtime and refuses to come in, the employee will be charged with
a “refusal.” An employee shall not be eligible for overtime, if they are on vacation five consecutive
days during the payroll period of Sunday through Saturday. However, an employee shall be eligible
for overtime, if he or she advises their supervisor in writing on the appropriate form that they wish
to be considered for overtime during the applicable payroll period.
Bereavement Leave: The assumption will be made that employees who are out on bereavement
leave do not wish to be called in for overtime. If an employee does wish to be called in for
overtime, the onus will be on the employee to notify his/her immediate supervisor of this, where
practical, in writing. If the employee is then called for overtime and refuses to come in, the
employee will be charged with a “refusal.”
Jury Duty: The assumption will be made that employees who are out on jury duty do not wish to be
called in for overtime opportunities. If an employee should become available and wishes to be
called in for overtime, the onus will be on the employee to notify his/her immediate supervisor of
this, where practical, in writing.
Sick Leave: Employees who call in sick will be considered incapacitated for duty and therefore will
not be eligible for overtime opportunities until their regular starting time of the next calendar day.
An employee shall not be eligible for overtime while utilizing sick time.
Personal leave: Employees who take a personal day will not be eligible to be called in for overtime opportunities
until their regular starting time of the next calendar day after the personal day, unless the employee notifies their
immediate supervisor in writing prior to the beginning of their personal day that they want to be called in for
overtime during their personal day.
SECTION 3: EMERGENCY OVERTIME
A. In all emergency situations, such as snow removal, flooding, hurricanes, etc., all Town employees
covered by this Agreement will be utilized before non-covered employees or non-Town employees.
B. A list will be compiled of all employees covered by this Agreement who may expect to be called
for snow emergency overtime. This list shall be made available and updated annually at the start of
each fiscal year. The list shall include each individual's regularly assigned hours of work, a
telephone number to contact the employee any time within any 24 hour period, and a letter from the
employee's Department Head agreeing to allow the employee to assist Public Works during their
regular work schedule. As the workload lessens, the last people to be released will be the DPW
employees who normally perform this work.
C. Covered employees will not participate in an emergency situation at the expense of their regular
jobs, except with the concurrence of their Department Head.
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SECTION 4: CALL BACK
A. Employees called back to work having completed their regular assigned hours of work and before
their regular assigned starting time shall be paid at the rate of time and one half for a minimum of
four (4) hours.
B. When the start of such call back is two (2) hours or less prior to the next regularly scheduled
starting time, the employee shall be paid time and one half only for the extra hours actually worked.
SECTION 5: STAND-BY
A. Stand-by duty will be paid at the rate of $50.00 per night, exclusive of Saturdays, Sundays and
holidays.
B. Stand-by duty for Saturdays and Sundays will be paid at the rate of four (4) hours' pay at time and
one-half.
C. Stand-by duty for holidays will be paid at the rate of four (4) hours' pay at double time.
SECTION 6: ALL OTHER EMPLOYEES
Employees who normally work 35 hours per week shall be paid at straight time for the first five (5) hours
of overtime worked in a week. All hours worked in excess of forty (40) hours in a week shall be paid at time and
one-half.
ARTICLE IX
Jury Duty Pay
The Employer agrees to make up the difference between an employee's normal weekly wage and his
compensation received for jury duty, provided the employee is available for work when the jury is not sitting.
ARTICLE X
Meal Periods
Unpaid meal periods, as specified in Article VII, shall be granted as near the middle of the work shift as
practicable.
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When an employee has worked consecutively a full eight (8) hour shift plus two (2) hours' overtime, he
shall receive an unpaid meal period of one-half hour plus. Effective July 1, 2017 increase meal reimbursement to
$15.00 meal reimbursement and the same every successive four (4) hours of work thereafter. Meal money
reimbursement will be made to the eligible employees on or about May first of each year. Should the Town elect to
provide meals, then employees would be ineligible for the reimbursement.
Coffee Breaks
One mid-morning and one mid-afternoon break shall be granted in a normal working day. Coffee breaks
shall be for fifteen (15) minutes and at a location to be determined by the employee's Department Head.
The afternoon coffee break for DPW and Recreation Department employees will be taken as part of the
lunch break, making a 45-minute lunch break. The morning coffee break for DPW and Recreation Department
employees will be taken between 9:00 A.M. and 9:15 A.M., unless an emergency situation exists as determined by
the Department Head or his/her designee.
ARTICLE XI
Longevity
In addition to regular payments made under the compensation schedule, employees shall receive the
following annual non-cumulative longevity increments:
Years of continuous service as of July 1, 2019
After 5 years $650.00
After 10 years $800.00
After 15 years $950.00
After 20 years $1,100.00
After 25 years $1,500.00
After 30 years $1,750.00
Full longevity payments will be made on the anniversary date of the employee's initial employment. An
employee retiring prior to his/her anniversary date shall be paid longevity on a pro-rated basis.
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ARTICLE XII
Group Insurance
The Town will provide a plan of group life, accidental death and dismemberment and general or blanket
hospital, surgical and medical insurance as authorized under the provisions of Chapter 32B of the General Laws.
The Town will pay 75% of the premiums for health insurance and the employees will pay 25%. A plan of dental
insurance shall also be provided to employees with 75% paid by the Town and 25% paid by the employee. The
Town agrees to negotiate with the Union over dental insurance if and when the Insurance Advisory Committee
makes a recommendation to change existing dental benefits.
Health Insurance Opt-Out Stipend:
SECTION 1: Effective July 1, 2018, eligible employees on the insurance roster, who decline Town-sponsored
health insurance coverage, shall be eligible for the opt-out stipend. To be eligible, an employee must decline
coverage and come off of the Town-sponsored health insurance coverage, and provide proof of alternative
coverage. Eligible employees will receive a payment of $2,500 per year. Payment of the stipend shall be on a
pro-rated weekly basis and not paid as a lump sum. In the event of loss of alternative health insurance coverage,
an employee must notify the Town and either secure other coverage or re-enroll in the Town-sponsored plan.
Payment of the stipend shall stop on the effective date of re-enrollment in the Town-sponsored plan. Employees
may only enroll in Town-sponsored health insurance coverage during open enrollment or in the event of a
qualifying event.
SECTION 2: To be eligible for the health insurance opt-out stipend, employees must be enrolled in one of our
health insurance plans for at least two (2) years prior to their request to opt out for this stipend.
Effective July 1, 2020, the following employees will be eligible for the opt-out stipend on a grandfather basis.
Matthew Amory Sebastian Andreassi
Lisa Carlton Patricia Cawley
Paul Glowka Ingrid Hartfiel
Sondra Hazelton Bonnie Jette
Susan Langan Christopher Mahoney
Robert Martin Gina McCann
Jessica Murphy Lisa Quinn
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ARTICLE XIII
Vacation Leave
Vacation Leave with pay shall be granted to employees in accordance with the following provisions:
a) The vacation year of each employee of the Town of Canton shall start on the anniversary date of the
employee's date of employment.
b) Employees shall be credited with vacation every month following their date of hire by the Town and will
accumulate thereafter at the following rate:
YEARS OF VACATION DAYS – PER DAYS ACCRUED – PER
EMPLOYMENT YEAR MONTH
0-5 10 .834
5-10 15 1.250
10 -19 20 1.667
20 YEARS OR MORE 25 2.083
c) When a paid holiday falls within an employee's paid vacation period on a working day, the paid vacation
shall be extended by one day.
d) Department Heads shall grant vacation leave at such times during the vacation year as will best serve the
public interest. Preference shall be given persons on the basis of years of service for the Town.
Employees requesting a vacation of 5 or more days must give the Department Head or his designee at
least one week's notice of their desire to use vacation time Those employees who request vacation leave
for fewer than 5 days must give the Department Head or his designee notice at least 1 business day in
advance (i.e. a Monday vacation day must be requested and approved by the end of business Friday.)
Employees may use ½ of a vacation day or less with less than 1 days’ notice with the approval of their
supervisor. It is the policy of the Public Works Department that bargaining unit members must call in all
requests for vacation leave via the designated call-in line. The employee must leave a message stating the
date(s) of the requested leave. The parties acknowledge that there is a two-step process for requesting
vacation leave: 1) the employee must submit the request in writing and receive written approval for the
leave from his/her supervisor; and 2) the employee must call the call-in line and leave a message with the
date(s) of the requested leave.
e) The Employer shall grant vacation leave in the vacation year in which it becomes available, unless it is
impossible or impracticable to do so because of work schedules or other emergencies. Employees shall
not be allowed to carry over more than 30 days from one vacation year to the next. The Employer has the
responsibility of seeing that the employee has the opportunity to take sufficient vacation unless it is
impossible or impracticable because of work schedules or other emergencies.
f) An employee who is separated from the employ of the Town shall be paid for the number of days of
unused vacation leave in a lump sum. In the case of death, payment shall be made to the deceased
employee's estate.
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g) An employee who enters military service may either obtain a lump sum payment for the number of days
of unused vacation leave or may elect to let it remain to his credit until he returns.
h) No employee shall be allowed to take his or her vacation pay while continuing to work for the Town in
any department, except that under unusual circumstances the application of this Section may be waived
by mutual agreement between the Union and the Town.
ARTICLE XIV
Disability Benefits and Sick Leave
The payment of compensation to employees who are absent from work because of non-occupational illness or
injury or exposure to disease or severe emotional shock shall be subject to the following provisions:
a) Employees shall accrue paid sick leave entitlement at the rate of 1¼ days per month, accumulating
without limit, less paid sick leave taken.
b) The employee shall give to his/her immediate supervisor or to the Department Head notification of
absence within the first scheduled hour of work on the first day of absence, except in case of emergency.
If such notification is not made, the Department Head may, at his discretion, credit the absence as
unauthorized and without pay. Department Heads shall investigate and ascertain the validity of any
request for sick leave. If it is determined that the request is valid, the Department Head shall approve the
sick leave requested. A Physician's certificate may be required by the Department Head for absence over
four (4) consecutive working days.
c) Upon written application to the Department Head, including a statement of the reason for the request, the
Department Head may grant up to a maximum of seven (7) days of available sick leave per contract year
to an employee for family illness in the immediate household.
d) An employee who retires pursuant to M.G.L., Chapter 32 shall be entitled to receive salary compensation
for 50% of his/her unused accumulated sick time or 70 days, whichever is lesser, if that employee had 100
unused sick days on the books as of July 1, 2001. Employees with less than 100 unused sick days as of
July 1, 2001 will be subject to a maximum buy-back of $6000. In case of death, payment shall be made to
the deceased employee’s estate. Effective on June 30, 2022, Employees with less than 100 unused sick
days as of July 1, 2001 will be subject to a maximum buy-back of $7,500.
e) Employees who use no sick days for the entire fiscal year will have the option of receiving five (5) days'
pay at the end of the fiscal year or of having five (5) days added to their accumulated vacation leave.
Employees who use no more than one (1) sick day in the fiscal year will have the option of four (4) days'
pay or four (4) days' vacation. Employees who use no more than two (2) sick days in the fiscal year will
have the option of three (3) days' pay or three (3) days' vacation. Employees who use no more than three
(3) sick days in the fiscal year will have the option of two (2) days' pay or two (2) days' vacation.
Employees who use no more than four (4) sick days in the fiscal year will have the option of one (1) day's
pay or one (1) days’ vacation. The benefits of this Section will not be available to employees who use
more than four (4) sick days in a fiscal year. Employees who utilize the benefits of this Section will not
have their number of sick days reduced.
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f) If an employee uses less than four (4) Family Sick hours per month, it will not count as a day used
towards the Good Time Buy Back. The Department head is responsible for calculating the amount of
days owed to the employee in regards to the Good Time Buy Back.
OCCUPATIONAL SICK LEAVE
The payment of compensation to employees who are absent from work because of injury or illness arising out
of employment in the Town service shall be subject to the following provisions: Injured employees on Workers'
Compensation will keep their Workers' Compensation checks and may, at their option, be paid 40% of a week's
pay per week by the Town for as long as they have sick leave or vacation time available. Until the initial Workers'
Compensation is received, the employee may, at his/her option, receive a full week's pay from the Town if he/she
has sufficient sick or vacation time available. Upon receipt of the first Workers' Compensation check, the
employee may buy back from the Town 60% of the time used while waiting for the first check.
ARTICLE XV
Bereavement Leave
In the event of death in the immediate family of an employee, the employee shall be granted up to four (4)
days' leave without loss of pay, one (1) day of which shall be the day of the funeral or memorial services. For
purposes of this Article, the term "immediate family" shall include mother, father, wife, husband, brother, sister,
child, niece, nephew, grandchild, grandparent of either spouse, mother-in-law, father-in-law, step-parent of either
spouse, brother-in-law, and sister-in-law. In the event of death of the employee's aunt or uncle or significant other,
the employee shall be granted three (3) days’ leave. In the event of death of the employee’s cousin, or non-relative
living in the employee's household for a minimum of one year, the employee shall be granted one (l) day's leave on
the day of the funeral.
ARTICLE XVI
Personal Leave
SECTION 1: All employees of the bargaining unit shall be granted three (3) days' leave per fiscal year
to conduct personal business. Such leave shall not be cumulative and must be requested in writing with
twenty-four (24) hours’ notice, except in case of emergency.
14 | P a g eSource page 18
SECTION 2: Effective July 1, 2019: All newly eligible hires will be granted personal days on a pro-
rated basis based on their date of hire:
Hired between the months of July through March; shall be granted three (3) personal days for the fiscal
year they were hired in. After completion of that fiscal year, eligible for three (3) days per fiscal year.
Hired between the months of April through June; shall be granted two (2) personal days for the fiscal
year they were hired in. After completion of that fiscal year, eligible for three (3) days per fiscal year.
ARTICLE XVII
Military Leave
Military Leave for training in a National Guard or Reserve Organization shall be granted without charge to
annual leave for not more than fifteen (15) days in a fiscal year. An employee so absent shall be paid the difference
between his normal military pay and straight time pay for a normal work week. Where military pay exceeds normal
pay, none shall be granted by the Town.
An employee leaving the service of the Town to serve the federal or state government in its Armed Forces
shall retain his or her seniority during such service and shall be returned to employment as provided by law.
The Town will comply with all state and federal requirements related to military leave
ARTICLE XVIII
Maternity/Paternity/Adoption Leave
A maternity/adoption leave of ninety (90) days shall be granted to female employees subject to and in conformity
with the requirements of M.G.L. Chapter 149, §105D. The Town will comply with all state and federal
requirements related to Maternity/Paternity/Adoption leave.
ARTICLE XIX
Leave of Absence
An unpaid leave of absence may be granted to an employee with the approval of the Department Head and the
Board of Selectmen.
15 | P a g eSource page 19
ARTICLE XX
Holidays
The following days shall be recognized as paid holidays on the day on which they are observed.
NEW YEAR’S DAY LABOR DAY
MARTIN LUTHER KING DAY COLUMBUS DAY
WASHINGTON’S BIRTHDAY VETERANS’ DAY
PATRIOTS’ DAY THANKSGIVING DAY
MEMOERIAL DAY CHRISTMAS DAY
½ WORKING DAY PRECEEDING XMAS DAY INDEPENDENCE DAY
If any of these days falls on a Saturday, the preceding Friday will be considered the holiday. Holidays falling on a
Sunday will be celebrated on Monday. For part time employees, when a holiday falls on an employee’s regular
workday, the employee shall be granted the day off with full pay. (For example, if an employee regularly works
Monday, Tuesday and Wednesday for seven hours each day, and a holiday falls on a Monday, the employee shall
get paid for seven hours for the Monday holiday). When a holiday does not fall on an employee’s regular workday,
the employee shall receive compensatory time off in the amount of their prorated workday. (For example, if an
employee regularly works Monday, Tuesday and Wednesday for seven hours each day, and a holiday falls on a
Thursday, the employee shall receive comp time based on their 21 weekly hours divided by five days per week.)
It is the intent of this language that part-time employees’ weekly paychecks should not be reduced or increased
when a holiday occurs and that they not have to use vacation/comp/personal time to “make up the difference” in
holiday pay.
ARTICLE XXI
Discrimination
There shall be no discrimination against any employee because of his/her affiliation with the Union or because
of his/her sex, age, race, color, religious creed, national origin, or ancestry.
16 | P a g eSource page 20
ARTICLE XXII
Grievance Procedure
A grievance to be subject to this grievance procedure shall only be for a grievance which occurs after the date
of execution of this contract and which involves a claim that one or more of the provisions of this Agreement have
been violated by the Employer.
STEP 1:
If an employee has a grievance he shall have thirty (30) working days from its known occurrence to file with
his Department Head, and the Department Head shall respond to the employee within fifteen (15) working days.
If the grievance is not satisfactorily settled, it may be appealed to the subsequent steps of this grievance
procedure.
STEP 2:
If the grievance is not adjusted in Step 1, Employees under the Board of Selectmen or their Union
Representative shall proceed to Step 3 of the grievance procedure. In the case of a Library employee, the grievance
shall be submitted in writing to the Board of Trustees of the Public Library who shall meet with the employee
within ten (10) working days of the receipt of the grievance.
STEP 3:
If the grievance is not resolved in Step 1 or 2, employees under the Board of Selectman or the Union
Representative shall appeal the grievance to the Town Administrator within fifteen (15) working days from the
date the response was given at Step 1 or 2. The Town Administrator shall meet with the Employee within ten (10)
working days from the time the appeal is received. The Town Administrator shall within ten (10) working days
after the meeting render a decision in writing to the Employee.
17 | P a g eSource page 21
STEP 4:
If the grievance is not resolved at Step 3, the employee and/or his Union Representative may within the next seven
(7) working days appeal to the Employer, i.e., Board of Selectmen who shall meet with the employee within fifteen
(15) working days from the time the appeal is received by them. The employer shall within ten (10) working days
after the meeting render a decision in writing to the employee.
STEP 5:
If the grievance is not adjusted at Step 4, then within fourteen (14) working days from the time the Union receives
notice of the decision at Step 4, the Union may submit the grievance to final and binding arbitration pursuant to the
rules of the American Arbitration Association and the provisions of General Laws, Chapter 150C.
Failure to request an appeal to the Employer within seven (7) working days of the conclusion of Step 1, (Step
2 for Library employees) shall constitute a waiver of the grievance.
ARTICLE XXIII
No Strike Clause
The Union and its members agree that there shall be no strikes, picketing, slow-downs, or stoppages of work
for the duration of this Agreement.
ARTICLE XXIV
Uniforms, Equipment and Licenses
Section 1: The Employer agrees to provide all material, equipment and tools required to perform the duties
assigned to employees with all such equipment, material and tools to remain the property of the Employer and to
be stored on the Employer's premises. The Employer agrees to provide seasonal work clothing for all employees
except Secretarial and Library Assistants. This clothing shall include seasonal shirts, trousers and two (2) jackets.
A name tag and Town of Canton identification must be worn at all times during working hours. It is the
Employer’s responsibility to clean and provide uniforms. Any change in uniform policy shall be subject to further
18 | P a g eSource page 22
negotiation. Said clothing is the property of the Town of Canton and shall be returned at the end of employment or
a change in rental contract. When a change in rental contract occurs, the Town will seek to ensure vendor quality.
Section 2: The Town agrees to provide an annual payment of $200.00 to each employee for the purchase of work
shoes, including those in the Assessing Department whom fall under this agreement, but excluding all Secretaries
and Library Assistants. Said payment shall be taxable based on income. The payments will be made in the first
pay period each August, beginning in August 2018.
Section 3: The Employer agrees to reimburse employees for all license and application fees for all special licenses
determined necessary by job descriptions, Department Head, or state law.
Section 4: If an employee loses his/her license and/or certification, s/he must notify his/her Department Head and
Union Representative of the loss of license and/or certification within one calendar day of knowledge of loss. The
Town and the Union agree to meet and discuss the circumstances of each case.
ARTICLE XXV
Tuition Reimbursement
A. Effective July 1, 2017, Tuition reimbursement for job enrichment/enhancement classes will be provided by the
Employer on a first come, first served basis. The funds for this Article shall be capped at $10,000.
B. Courses must be job-related and must be submitted to the Department Head for approval. The Department
Head must submit the request to the Town Administrator who will determine if funds are available. If there
are insufficient funds, the Town Administrator will notify the employee and the Department Head prior to the
start of the course(s). Each approved request will then encumber available funds to insure that the employee's
reimbursement request will be funded.
C. Depending upon the cost of the course, reimbursement will be temporarily capped at $500 per request. Upon
proof of successful completion of the course, the employee will be reimbursed. On or about June 1, the Town
Administrator will review the tuition reimbursement account and authorize further reimbursements on a
19 | P a g eSource page 23
course/semester by course/semester basis if funds are available.
D. Books and fees shall be covered under this Article for bargaining unit members.
E. At the end of each Fiscal Year, should any funds still be available and if there are multiple reimbursement
requests, the funds shall be distributed equally among requestors.
ARTICLE XXVI
Severability
In the event any federal or state law or court of competent jurisdiction invalidates any section of this
Agreement, the remainder of the Agreement shall remain in full force and effect.
ARTICLE XXVII
Job Posting and Bidding
When filling any vacancy (promotion, transfer, etc.) in a bargaining unit position, the Town shall consider the
applicants’ qualifications and abilities. Factors include, but are not limited to, licensure, experience, job
knowledge, and attendance. When qualifications and abilities are relatively equal, then seniority shall govern.
The Board of Selectmen is the decision-maker in selecting candidates to fill positions. Prior to doing so, the
Board will receive input from the Town Administrator; and will receive all candidates’ background materials
(application, resume, etc.) for its consideration.
The selection of a successful candidate to fill a vacancy shall not be made arbitrarily or capriciously.
This Article is subject to the grievance and arbitration provision.
Posting procedures: Vacancies to be filled will be posted on bulletin boards at Town Hall, the DPW garage, the
Police and Fire stations, the Town Cemetery, the Town Ice Rink, the Armando building, the Recreation
Maintenance Facility, Pequitside Farm, and the Library.
The posting shall contain the position’s pay, duties, job description, and division location. The posting shall
also be provided to the Chapter Chair. Bargaining unit employees may apply in writing for the position by
submitting an application to the Human Resources Director. Should no bargaining unit members apply for the
vacant position within ten work days of the posting, or if the Town determines that no internal candidates are
qualified/able as defined above, then the Town may open the process to non-bargaining unit employees.
Applicants will receive a notice of appointment or denial in writing within twenty working days after the posting
period has expired.
20 | P a g eSource page 24
Probationary period: A successful applicant shall be given a ninety calendar day trial and training period in the
new position. If at the end of this probationary period the Town is not satisfied with the employee’s
performance, he/she will be returned to his/her former position and the position will be reposted. The
determination of successful completion of the probationary period shall be made by the Town and shall not be
made arbitrarily or capriciously.
Return right: A successful applicant shall be able to elect, in writing to the Human Resources Director, to return
to his/her previous position within one calendar month of beginning work in the new position.
ARTICLE XXVIII
Management Rights Clause
Except where such rights, powers and authority are specifically relinquished, abridged, or limited by the
express provisions of this Agreement, the Employer has and will continue to retain, whether exercised or not, all of
the rights, powers and authority heretofore had by it and delegated to it in the future by any statute or by-law. It
shall have the sole and unquestioned right, responsibility and prerogative of management of the affairs of the
Employer and direction of the work force.
ARTICLE XXIX
Employee Files and Records
A. No material relating to an employee's misconduct, service, character, or personality shall be placed in his/her
personnel file unless the employee has had the opportunity to read the material and also acknowledge in
writing that he or she has read it.
B. The employee shall have the right to answer any material filed and to include the answer within the file.
C. The employee shall have the right, upon request at reasonable times, to examine his/her personnel file and to
have a copy of any material in it.
D. An employee may have information removed from his or her file by use of the grievance procedure on the
grounds that the information in the file is improper, incorrect or irrelevant to the employee-Employer
relationship.
21 | P a g eSource page 25
E. The Department Head shall not reveal information in any employee's files to anyone outside the management
of the Town except:
1. Matters of public record.
2. Records subpoenaed by law.
3. Those things consented to by the employee.
F. The Department Head shall be responsible to keep all employee records up to date and free from being copied
by any unauthorized persons.
ARTICLE XXX
Miscellaneous Provisions
A. Representatives of the Union shall be permitted to enter the premises of the Employer at reasonable hours,
when necessary, to investigate grievances or discuss working conditions after obtaining approval of the
Department Head or his designated representative; such approval shall not be withheld unreasonably. The
Union agrees that care will be exercised by such representatives that they do not interfere with the
performance of duties assigned to the employees.
B. The Union shall provide a written list of the Union Stewards and other representatives to the Employer
immediately after their designation, and the Union shall notify the Employer of any change in such list
during the term hereof. There shall be a maximum of five (5) Union stewards for the Bargaining Unit.
There shall be no requirement on the part of the Employer to recognize any such Steward until the official
list has been delivered to the Employer.
C. Employees who are members of the Union's collective bargaining group shall be allowed time off to
participate in the Union's negotiations with the Employer, provided that such time off would not unduly
interfere with the operation of their Department and provided that the time off be approved by the
Department Head. No more than five (5) employees shall be allowed time off under this Section to
participate in collective bargaining.
D. In an emergency situation, the Supervisors may, at their own discretion, help with the work, as long as all
available personnel have been assigned work. They may operate equipment if they have the necessary
licenses to do so, but will not do so if an operator is available.
22 | P a g eSource page 26
E. The Union and the Employer agree to establish a safety committee to meet at regular intervals. Said
committee will be responsible for establishing rules and regulations relative to employees and equipment
safety. The committee will consist of two (2) representatives of Management and three (3) representatives
of the Union.
F. No employee who has completed 180 days of service shall be discharged, suspended or demoted for
disciplinary reasons without just cause.
G. New employees will be subject to a probationary period which will not exceed 180 days, and their
dismissal will not be subject to the grievance and arbitration procedures of this Agreement.
H. An employee transferring from the Canton Schools to the Town will carry with him/her the seniority and
other benefits he/she earned as an employee of the Canton Schools. Seniority for promotions and layoffs
will begin on the date when the employee transfers from the School Department to the Town.
I. Employees who are eligible to retire under G.L., c. 32 will, upon retirement, receive a severance payment
of $3,000 if they have given the Town at least 4 months’ notice. In the event that the Commonwealth of
Massachusetts offers an early retirement incentive, employees who retire with at least four (4) months’
notice shall receive a severance payment of $1,000.
J. Employees who use their own vehicle on Town business shall be reimbursed at the current rate authorized
by the IRS.
K. Effective July 1, 2017, The Union agrees to new and/or amended job descriptions as written and attached
hereto. The job descriptions shall be appended to the collective bargaining agreement
L. License Grace Period: The following provision applies only to employees who were on the payroll on
7/1/17.
There shall be a four month ‘license grace period’ for employees who are hired into vacant positions within
four months from the date of this Agreement. Such employees will be allowed four months from the date of
their hire into the new position to obtain any license listed in the position’s job description – which is not a
license required by state or federal law/regulation. This grace period does not apply to licenses required by
state or federal law/regulation. This grace period will not apply to anyone hired into any vacant positions
after the expiration of four months from the date of this Agreement.
If at the conclusion of the four month grace period the employee has not obtained the license, the employee
will be returned to his former position. If there is an employee in that position, he shall be bumped or
discharged from employment, which action shall not be appealable by the union or the employee.
23 | P a g eSource page 27
The only exception to the four month grace period shall be the vacant position of Sewer Foreman. The
position requires a Grade 3 license. Should the person selected for this position not hold a Grade 3 license
upon his/her selection, he/she shall be allowed a grace period equal to the minimum amount of time
necessary to obtain said license. All other terms of the grace period, as outlined above, shall apply.
M. Install non-audible surveillance cameras inside the Canton Public Library to monitor activity of the
Patrons. Include additional language listed below in the current Library Video Monitoring and
Recording in the Library Policy:
The video Surveillance Cameras are intended primarily for the safety and protection of the Canton
Public Library Staff and Patrons. In cases where there are allegations of serious misconduct or
wrong-doing on an employee, the Town reserves the right to use the cameras to confirm,
substantiate or not to substantiate allegations.
ARTICLE XXXI
Wages
Section 1: The wages of all employees covered by this Agreement are contained in Appendices Al through A6
attached hereto.
Effective July 1, 2019 through June 30, 2020, there shall be a 2.5% increase to the existing salary
schedules.
Effective July 1, 2020 through June 30, 2021, there shall be a 2.5% increase to the existing
salary schedules.
Effective July 1, 2021 through June 30, 2022, there shall be a 3% increase to the existing salary
schedules.
* The transition from the current pay scale to the Collins Center pay scale affects four individuals by
causing them to forego step increases that would be due under the existing contract. These employees only (Pat
Cawley, Toby Cibotti, Armando Gomes, Scott Redquest) shall be carved out and continued on the current scale
until they reach the maximum of their scale. The year after achieving the maximum of their pay scale they will
be placed on the Collins Center scale at the closest rate of pay which is equal to or higher than their current rate.
If an employee covered by this carve out is appointed to a new position, he/she will be placed on the Collins
Center scale upon their appointment. Employees on the current scale who earn more than they would be entitled
to on the Collins Center scale are redlined at their current rates, but remain eligible for future COLA’s.
Section 2: Upon approval of the Department Head, employees who have satisfactorily completed twelve (12)
months of continuous service at one step of the wage schedule shall advance to the next step. Any employee
denied a step rate increase by his/her Department Head may file a grievance.
24 | P a g eSource page 28
Section 3: Any current employee promoted or transferred to a new job covered by this Agreement shall start at whatever step the Employer determines most appropriate, based upon the employee's prior experience, without taking a cut in pay. Section 4: The parties agree that all reclassifications will occur only through negotiations between the parties to this Agreement and that there will be no reclassifications done by the Town Meeting. Section 5: The Highway and Maintenance Supervisor shall receive an annual stipend of $15,000 and will be paid on a prorated weekly basis (with an additional one-time payment of $10,000 which shall be paid by November, 2017). Effective July 1, 2020 the Highway and Maintenance Supervisor shall receive an annual stipend of $16,000 and will be paid on a prorated weekly basis. The Water and Sewer Supervisor and the Building and Grounds Supervisor shall each receive an annual stipend of $6,500 and will be paid on a prorated weekly basis. Effective July 1, 2020 the Water and Sewer Supervisor shall receive an annual stipend of $9,500 and will be paid on a prorated weekly basis. Effective July 1, 2020 the Building and Grounds Supervisor shall receive an annual stipend of $8,000 and will be paid on a prorated weekly basis. These stipends are paid in recognition of the fact that these are Fair Labor Standards Act (FLSA) - exempt positions that are not eligible for overtime payments. The Parties and the individuals holding the positions agree that these positions are properly classified as FLSA-exempt. The Union, as well as the individuals holding the positions, have agreed that these payments fully resolve any and all FLSA claims and/or issues they have, or could have had, in the past, or could have in the future. The Union agrees to indemnify and hold the town harmless in the event of any such claims or issues related to these positions. SECTION 6: Effective July 1, 2019 — Cell Phone Stipend of $300.00. The Cell Phone Stipend will be paid out in a one-time per fiscal year payment by August 31 of each fiscal year. Union to supply list of all 33 field employee positions who are eligible for the stipend — see Appendix E. SECTION 7: Change Pay date from weekly Thursday to Friday 25 | Page
Source page 29
ARTICLE XXXII
Physical Fitness
A. Effective July 1, 2017, The Town of Canton will reimburse up to one-half the cost of the annual fee, not to
exceed two hundred fifty dollars ($250) in the employee's first year of enrollment and two hundred dollars
($200) in subsequent years, at a health club approved by the Town.
B. In order to be reimbursed under this Article, employees must provide satisfactory evidence of participation to
their Department Head. A receipted bill shall be provided to the Town before Town payment can be made.
The Town will pay one-half of its share after receiving the receipted bill and one-half after six (6) months of
participation.
C. Payments under this Article will only be made if the employee's health insurance carrier has refused to make
said payment.
D. Effective July 1, 2017, Employees may elect to use the two hundred dollars ($200) as mentioned in paragraph
A as a reimbursement for contact lenses/eyeglasses, joining a weight-loss program, streaming gym
membership, or participation in a yoga or Pilates class from an established business; reimbursements are
subject to submission of receipts. The Town will continue to provide funding for benefits under this section
via account 910 – Employee Benefits. The Town also recognizes and gives notice that insufficient funds may
exist in this account to provide all members of the bargaining group payment under this section. If account 910
does not have sufficient funds, the Department Head of each department who, as an alternative funding
mechanism, shall determine if funding is available for that purpose. If not available, the department head may
deny such request due to lack of funding availability. The employee shall have the right to appeal to the
Human Resource Director (HRD) if they feel they were denied for any reason. The HRD shall meet with the
employee and a Union Steward, in a timely fashion, to investigate the appeal. The HRD decision shall be in
writing no later than 5 working days after the meeting and shall be final. The Union agrees that any dispute
arising from this section shall not be subject to the grievance provisions of the contract.
E. Reimbursement for D. above shall be made in full upon proof of a receipted bill to the Town.
26 | P a g eSource page 30
ARTICLE XXXIII
Abandonment of Position
If, after ten (10) consecutive working days, an employee has been absent from work and has not notified his
supervisor, called in, or requested leave, his/her position shall be declared abandoned and a replacement may be
hired, provided that said employee has been notified of the Employer's intent by certified mail, return receipt
requested, at the employee's last known address after five (5) consecutive working days.
ARTICLE XXXIV
Working Out of Grade
Any qualified employee who, at the written request of the Department Head, performs the duties of another
employee in a higher grade will be paid step-for-step the rate of pay normally paid for that position from the first
day of said performance.
ARTICLE XXXV
Union Business Leave
The Town will allow up to 12 days annually to be used for Union business. This leave shall not be limited to
one employee. The Employer reserves the right to verify the reason for the leave.
ARTICLE XXXVI
Final Agreement
The American Federation of State, County and Municipal Employees, AFL-CIO, State Council 93, Local 362
acknowledges that during the negotiations which resulted in this Agreement, it had the unlimited right and
opportunity to make demands and proposals with respect to all proper subjects of collective bargaining, and that all
proper subjects have been discussed and negotiated upon and the Agreements contained in this contract were
arrived at after free exercise of such rights and opportunities. Therefore, the Association, for the term of this
Agreement, voluntarily and without qualifications waives the right and agrees that the Town of Canton shall not be
obligated to bargain collectively with regard to any subject or matter referred to or covered in this Agreement.
27 | P a g eSource page 31
APPENDIX B
Layoff Option Form
TOWN OF CANTON/A.F.S.C.M.E. LOCAL 362
LAYOFF/BUMPING PROCEDURE
OPTION DETERMINATION SHEET
NAME
TITLE
I have received notification from the Town of Canton of my layoff effective .
I have discussed this situation and my options with , Chapter Chair, A.F.S.C.M.E. Local 362, and I have
made the following decisions:
I will accept this layoff.
I choose to bump and I select the following
position:
Signed:__________________________
Date: _______________
Attested to:
Chapter Chair
A.F.S.C.M.E. Local 362
28 | P a g eSource page 32
APPENDIX C
AFSCME, Local 362, Canton Chapter
Memorialize for Contract
• Contract duration from July 1, 2012 through June 30, 2015
o ARTICLE XXXI (Section 7) – WAGES: The highway and Maintenance Supervisor and the
Water and Sewer Supervisor shall each receive an annual stipend of $5, 500. This is in
recognition of the fact that both are FLSA exempt positions that are not eligible for overtime. A
payment of $2,750 will be paid in November and the remaining payment of $2,750 will be paid
in May.
• Contract duration from July 1, 2015 through June 30, 2016
o ARTICLE XXXI Wages – FY16 COLA for employees on base salary – 2%
29 | P a g eSource page 33
APPENDIX D
AFSCME JOB TITLES
AFSCME JOB TITLES Grade
ACCOUNTING
Accounting Specialist H - Non-Exempt
Accounting Specialist - Payroll I - Non-Exempt
ASSESSORS
Assessing Technician I - Non-Exempt
Assistant to Director of Assessing G -Non-Exempt
TREASURY/COLLECTIONS
Treasury Assistant J - Non-Exempt
Treasury and Collections Coordinator J - Non-Exempt
TOWN CLERK
Senior Clerk K - Non-Exempt
PLANNING BOARD
Administrative Assistant I - Non-Exempt
PROPERTY MAINTENANCE
Supervisor of Facilities and Grounds E - Exempt
Building Maintenance Foreman F - Non-Exempt
Building Maintenance Worker J - Non-Exempt
POLICE
Administrative Assistant I - Non-Exempt
FIRE
Administrative Assistant I - Non-Exempt
BUILDING DEPT
Administrative Assistant I - Non-Exempt
Department Assistant - Building & Zoning I - Non-Exempt
DPW (Office)
Water/Sewer Office Administrator G - Non-Exempt
Public Works Accounting Assistant I - Non-Exempt
Public Works Administrative Assistant K - Non-Exempt
Water/Sewer Accounting Coordinator I - Non-Exempt*
DPW (Highway/Water Sewer)
Highway and Maintenance Supervisor E - Exempt
Water and Sewer Supervisor E - Exempt
Cemetery Foreman F - Non-Exempt
Forestry Foreman F - Non-Exempt
Highway Foreman F - Non-Exempt
Maintenance Foreman F - Non-Exempt
Sewer Foreman F - Non-Exempt
Water Foreman F - Non-Exempt
Water Treatment Plant Foreman F - Non-Exempt
Service Technician I - Non-Exempt
Special Heavy Equipment Operator I - Non-Exempt
Heavy Equipment Operator J - Non-Exempt
Truck Driver J - Non-Exempt
Utility Maintenance Technician I - Non-Exempt
Water Treatment Plant Operator I - Non-Exempt
Meter Reader K - Non-Exempt
* updated July 2019 7/10/2019Source page 34
APPENDIX D
AFSCME JOB TITLES
AFSCME JOB TITLES Grade
LIBRARY
Senior Librarian/Technical Services Librarian G - Exempt (senior - F)
Children's Librarian G -Exempt
Circulation Services Librarian G - Exempt
Community Outreach Librarian G - Exempt
Reference Services Librarian G - Exempt
Young Adult Services Librarian G - Exempt
Technical Services Librarian G - Exempt
Senior Library Associate - Administrative Services I - Non-Exempt
Library Associate - Technical Services J -Non-Exempt
Library Associate - Children's Services J - Non-Exempt
Library Building Custodian K - Non-Exempt
Circulation Assistant K - Non-Exempt
PARKS AND RECREATION
Recreation Maintenance Foreman F - Non-Exempt
Facility Maintenance Worker I - Non-Exempt
Recreation Secretary J - Non-Exempt
Groundskeeper Maintenance Worker J - Non-Exempt
* updated July 2019 7/10/2019Source page 35
a — errr APPENDKE Cell Phone Stipend Employee List Connor, Richard Constantin, Robert Michaels, Kevin McCann, Gina Loughran, Brian Lenhart, Charles IV Pothier, Justin Andreassi, Sebastian Gomes, Armando 10. McDonald, David 11. Farrington, John 12. Teague, Stephen 13. Skelton, Gregg 14. Levitsky, Brian 15. Gallagher, James 16. Armando, Gary 17. Bogue, Conor 18. Mtcheroney, Mike 19. Smith, Joseph 20. Redquest, Scott PN SPS Se iP 22. Walsh, James 23. Glowka, Paul 24. O’Brien, Mike 25. White, Al 26. 27. Ferry, Peter se 28. Martin, Rob sy 29. Peters, Jay 30. Mahoney, Chris 31. Greg O’Brien 32. HEO Highway, vacant 33. HEO Sewer, vacant Be wll tom os is5ued Prove 5 sue Olu Cell wunbe ke Supe visol
Source page 36
IN WITNESS WHEREOF, the parties have hereunto set their hand and seals this 23° day of July, 2019, by their duly authorized representatives. TOWN OF CANTON AFSCME, COUNCIL 93, LOCAL 362, CANTON CHAPTER Stephen Teague, Chapter Chair
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IN WITNESS WHEREOF, the parties have hereunto set their hands and seals this —, Es Bu day of t Chrucy 4 , 2009, by their duly authorized representatives. A.F.S.C.M.E., LOCAL 362 BOARD OF SELECTMEN Lroalul elas i rm APPENDIX Al Wage Schedule for Employees Hired BEFORE July 1, 2001 July 1, 2008- June 30, 2009 Positions in Grade 9: , Library Bldg. Custodian, Library Technician, Meter Reader, Water & Sewer Account Coordinator, Acct coordinator — Acct Payable. Positions in Grade 10: Bldg. Maint. Worker, Skilled Laborer/Truck Driver, Rec. Facility Maint. Worker, Recreation Grounds Maintenance Worker, Treasurer/Collector Sr. Acct. Sp. —_ 23
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Positions in Grade 11: Acct. Coord.-Payroll, Accounting Sr. Specialist, Assessing Technician, Admin. Asst.-Planning Bd., Public Works Acct. Asst., Public Works Admin. Asst., Library Asst.- Reference, Lib. Asst.- Tech, Library Asst.- Children, , Recreation Secretary, Treasury/Collector Coordinator, Building Zoning Board Secretary. Positions in Grade 12: Admin. Asst.- Police, Admin., Admin. Asst.- Bldg. Dept., Heavy Equipment Operator, Sr. Lib. Assoc.- Admin., SLA-Youth, Administrative Aide — Police. Positions in Grade 13: Special Heavy Equipment Operator, Service Technician, Recreation Facility Maintenance Worker Positions in Grade 14: Sr. Service Tech., Utilities Maint. Technician, Water & Sewer Office Administrator, Service Tech, Admin Aide — Fire Chief. Positions in Grade 15: Circulation Service Librarian, Children’s Service Librarian, Reference Serv. Lib., Electronic Information Service Lib. Positions in Grade 16: Senior Librarian, Assistant to Dir of Assessors Positions in Grade 17: Highway Foreman, Maintenance Foreman, Cemetery Foreman, Forestry Foreman, Recreation Maintenance Supervisor, Sewer Foreman, Water Foreman, Building Maintenance Technician Positions in Grade 18: Highway & Maintenance Supervisor, Water & Sewer Supervisor Grade Step 1 Step 2 Step 3 Step 4 | Step 5 Step 6 9 16.10 17.09 ~ | 18.09 19.20 20.33 21.54 10 17.09 18.09 19.20 20.33 21.54 __ [22.84 a il 18.09 19.20 20.33 21.54 22.84 24.20 12 19.20 20.33 21,54 22.84 24.20 25.65 13 20.33 21.54 22.84 __| 24.20 25.65 27.18 14 21.54 22.84 24.20 25.65 27.18 28.82 15 22.84 24.20 25.65 27.18 28.82 30.54 | 16 24.20 25.65 27.18 28.82 30.54 32,35 17 25.65 | 27.18 28,82 30.54 32.35 34,29 18 27.18 28.82 30.54 i 32.35 34.29 36.34 24
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APPENDIX A2 Wage Schedule for Employees Hired BEFORE July 1, 2001 July 1, 2009 - June 30, 2010 Positions in Grade 8: Treasurer & Collector Account Specialist, Sr. Clerk -Town Clerk’s Office, Sr. Clerk — police & fire Positions in Grade 9: , Library Bldg. Custodian, Library Technician, Meter Reader, Water & Sewer Account Coordinator, Acct coordinator — Acct Payable. Positions in Grade 10: Bldg. Maint. Worker, Skilled Laborer/Truck Driver, Rec. Facility Maint. Worker, Recreation Grounds Maintenance Worker, Treasurer/Collector Sr. Acct. Sp. Positions in Grade 11: Acct. Coord.-Payroll, Accounting Sr. Specialist, Assessing Technician, Admin. Asst.-Planning Bd., Public Works Acct. Asst., Public Works Admin. Asst., Library Asst.- Reference, Lib. Asst.- Tech, Library Asst.- Children, , Recreation Secretary, Treasury/Collector Coordinator, Building Zoning Board Secretary. Positions in Grade 12: Admin. Asst.- Police, Admin. Admin. Asst.- Bldg. Dept., Heavy Equipment Operator, Sr. Lib. Assoc.- Admin., SLA-Youth, Administrative Aide — Police. Positions in Grade 13: Special Heavy Equipment Operator, Service Technician, Recreation Facility Maintenance Worker Positions in Grade 14: Sr. Service Tech., Utilities Maint. Technician, Water & Sewer Office Administrator, Service Tech, Admin Aide — Fire Chief. Positions in Grade 15: Circulation Service Librarian, Children’s Service Librarian, Reference Serv. Lib., Electronic Information Service Lib. .~, Positions in Grade 16: Senior Librarian, Assistant to Dir of Assessors Positions in Grade 17: Highway Foreman, Maintenance Foreman, Cemetery Foreman, Forestry Foreman, Recreation Maintenance Supervisor, Sewer Foreman, Water Foreman, Building Maintenance Technician Positions in Grade 18: Highway & Maintenance Supervisor, Water & Sewer Supervisor Step 2 Step 3 Step 4 Step 5 Step 6 16.50 17.52 18.54 19.68 20.84 19.68 20.84 22.08 20.84 22.08 23.41 | 22.08 | 23.41 24.81 23.41 24.81 26.29 23.41 24.81 26.29 27.86 24.81 26.29 27.86 29.54 26.29 27.86 29.54 31.30 27.86 29.54 31.30 33.16 29.54 31.30 33.16 35.15 31.30 33.16 35.15 37.25 25
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APPENDIX A3 Wage Schedule for Employees Hired BEFORE July 1, 2001 July 1, 2010 — June 30, 2011 Positions in Grade 9: , Library Bldg. Custodian, Library Technician, Meter Reader, Water & Sewer Account Coordinator, Acct coordinator — Acct Payable. Positions in Grade 10: Bldg. Maint. Worker, Skilled Laborer/Truck Driver, Rec. Facility Maint. Worker, Recreation Grounds Maintenance Worker, Treasurer/Collector Sr. Acct. Sp. Positions in Grade 11: Acct. Coord.-Payroll, Accounting Sr. Specialist, Assessing Technician, Admin. Asst.-Planning Bd., Public Works Acct. Asst., Public Works Admin. Asst., Library Asst.- Reference, Lib. Asst.- Tech, Library Asst.- Children, , Recreation Secretary, Treasury/Collector Coordinator, Building Zoning Board Secretary. Positions in Grade 12: Admin. Asst.- Police, Admin. Admin. Asst.- Bldg. Dept., Heavy Equipment Operator, Sr. Lib. Assoc.- Admin., SLA-Youth, Administrative Aide — Police. Positions in Grade 13: Special Heavy Equipment Operator, Service Technician, Recreation Facility Maintenance Worker Positions in Grade 14: Sr. Service Tech., Utilities Maint. Technician, Water & Sewer Office Administrator, Service Tech, Admin Aide — Fire Chief. Positions in Grade 15: Circulation Service Librarian, Children’s Service Librarian, Reference Serv. Lib., Electronic Information Service Lib. Positions in Grade 16: Senior Librarian, Assistant to Dir of Assessors —_ . . Positions in Grade 17: Highway Foreman, Maintenance Foreman, Cemetery Foreman, Forestry Foreman, Recreation Maintenance Supervisor, Sewer Foreman, Water Foreman, Building Maintenance Technician Positions in Grade 18: Highway & Maintenance Supervisor, Water & Sewer Supervisor Step 4 Step 5 19.10 20.27 20.27 [21.47 21.47 22.74 [21.47 22.74 [24.11 12 20.27. —«| 21.47 22.74 [24.11 25.55 22.74 24.11 25.55 27.08 24.11 25.55 27.08 28.70 25.55 27.08 28.70 30.43 27.08 28.70 30.43 32.24 28.70 30.43 32.24 _ [34.15 30.43 [ 32.24 34.15 36.20 38.37 | 26