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Source page 1
02/06/2013
Memorandum of Agreement
The Town of Canton (the Town) and AFSCME, Council 93, Local 362, Canton Chapter
(the Union) hereby agree to a new three-year agreement to be in effect from July 1, 2012
through June 30, 2015. Except as modified in this Memorandum, the terms and
provisions of the prior contract will be carried over into the successor contract.
1, Article I - Duration
This is a three year contract from July 1, 2012 through June 30, 2015.
2. Article VII - Hours of Work
C. Amend this section by inserting the underlined sentence:
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 rt to April 30th and 35 hours a week from May l't to August 31. 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.
3. Article XIII - Vacation Leave
d) Add the following at the end of Section d):Source page 2
d) 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.
4. Article XII — Group Insurance
Amend this article to read as follows:
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,
5. Article XXX — Miscellaneous
J. (new section): Employees who use their own vehicle on Town business shall
be reimbursed at the current rate authorized by the IRS.
6. Article XXXI — Wages
Section I: Retroactive to July 1, 2012 — 2%
Effective July 1, 2013 — 2%
Effective July 1, 2014— 2%
2Source page 3
Section 7 (new): 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.
For the For the Union
Date Date
3Source page 4
Section 7 (new): 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.
For the Town For the Union
Date Date
3Source page 5
APPENDIX A7
Wage Schedule for Employees Hired BEFORE July 1, 2001
July 1, 2012- June 30, 2013
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
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
8 16.36 17.34 18.41 19.48 20.68 21.90
9 17.34 18.41 19.48 20.68 21.90 23.19
10 18.41 19.48 20.68 21.90 23.19 24.59
11 19.48 20.68 21.90 23.19 24.59 26.06
12 20.68 21.90 23.19 24.59 26.06 27.62
13 21.90 23.19 24.59 26.06 27.62 29.27
14 23.19 24.59 26.06 27.62 29.27 31.04
15 24.59 26.06 27.62 29.27 31.04 32.88
16 26.06 27.62 29.27 31.04 32.88 34.83
17 27.62 29.27 31.04 32.88 34.83 36.92
18 29.27 31.04 32.88 34.83 36.92 39.14Source page 6
APPENDIX A8
Wage Schedule for Employees Hired AFTER July 1, 2001
July 1, 2012 - June 30, 2013
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., Libraty 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
8 16.37 17.02 17.69 18.42 19.14 19.90
9 17.34 18.04 18.77 19.52 20.30 21.10
10 18.42 19.15 19.90 20.71 21.54 22.40
11 19.51 20.29 21.09 21.94 22.83 23.73
12 20.69 21.51 22.37 23.26 24.18 25.16
13 21.91 22.77 23.69 24.63 25.63 26.64
14 23.22 24.15 25.13 26.14 27.19 28.25
15 24.61 25.60 26.61 27.68 28.78 29.96
16 26.07 27.12 28.20 29.34 30.52 31.73
17 27.64 28.74 29.89 31.10 32.33 33.63
18 29.33 30.51 31.72 32.98 34.30 35.68Source page 7
APPENDIX A9
Wage Schedule for Employees Hired BEFORE July 1, 2001
July I , 2013 - June 30, 2014
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
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
8 16.69 17.69 18.78 19.87 21.09 22.34
9 17.69 18.78 19.87 21.09 22.34 23.66
10 18.78 19.87 21.09 22.34 23.66 25.08
11 19.87 21.09 22.34 23.66 25.08 26.58
12 21.09 22.34 23.66 25.08 26.58 28.17
13 22.34 23.66 25.08 26.58 28.17 29.86
14 23.66 25.08 26.58 28.17 29.86 31.66
15 25.08 26.58 28.17 29.86 31.66 33.54
16 26.58 28.17 29.86 31.66 33.54 35.53
17 28.17 29.86 31.66 33.54 35.53 37.66
18 29.86 31.66 33.54 35.53 37.66 39.92Source page 8
APPENDIX A10
Wage Schedule for Employees Hired AFTER July 1, 2001
July 1, 2013 - June 30, 2014
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
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
8 16.70 17.36 18.04 18.79 19.52 20.30
9 17.69 18.40 19.14 19.91 20.70 21.53
10 18.79 19.53 20.30 21.12 21.97 22.85
11 19.90 20.69 21.52 22.38 23.28 24.20
12 21.10 21.94 22.82 23.72 24.67 25.67
13 22.35 23.22 24.17 25.13 26.15 27.18
14 23.68 24.63 25.63 26.66 27.73 28.81
15 25.10 26.11 27.14 28.24 29.36 30.56
16 26.59 27.66 28.77 29.92 31.13 32.37
17 28.19 29.31 30.49 31.72 32.98 34.02
18 29.91 31.12 32.36 33.64 34.99 36.39Source page 9
APPENDIX All
Wage Schedule for Employees Hired BEFORE July 1, 2001
July 1, 2014 - June 30, 2015
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
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
8 17.02 18.04 19.15 20.27 21.51 22.78
9 18.04 19.15 20.27 21.51 22.78 24.13
10 19.15 20.27 21.51 22.78 24.13 25.59
11 20.27 21.51 22.78 24.13 25.59 27.11
12 21.51 22.78 24.13 25.59 27.11 28.74
13 22.78 24.13 25.59 27.11 28.74 30.46
14 24.13 25.59 27.11 28.74 30.46 32.29
15 25.59 27.11 28.74 30.46 32.29 34.21
16 27.11 28.74 30.46 32.29 34.21 36.24
17 28.74 30.46 32.29 34.21 36.24 38.42
18 30.46 32.29 34.21 36.24 38.42 40.72Source page 10
APPENDIX Al2
Wage Schedule for Employees Hired AFTER July 1, 2001
July 1,2014 - June 30, 2015
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
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
8 17.03 17.71 18.40 19.17 19.91 20.71
9 18.04 18.77 19.53 20.31 21.12 21.96
10 19.17 19.92 20.70 21.54 22.41 23.30
11 20.30 21.11 21.95 22.83 23.75 24.68
12 21.52 22.38 23.27 24.20 25.16 26.18
13 22.79 23.69 24.65 25.63 26.67 27.72
14 24.15 25.12 26.14 27.19 28.28 29.39
15 25.61 26.64 27.69 28.80 29.95 31.17
16 27.12 28.22 29.34 30.52 31.75 33.01
17 28.75 29.90 31.10 32.35 33.64 34.70
18 30.51 31.74 33.00 34.31 35.69 37.12Source page 11
4/19/11 MEMORANDUM OF AGREEMENT The Town of Canton (the Town) and AFSCME, Local 362, Canton Chapter (the Union) hereby agree to a new collective bargaining agreement to be in effect from July 1, 2011 through June 30, 2012. Except as modified in this Memorandum, the terms and provisions of the prior contract will be carried forward into the successor contract. 1. ARTICLE I - DURATION This Agreement shall become effective on July 1, 2011 and will continue in effect until June 30, 2012. 2. APPENDIX A - WAGE SCHEDULE Effective July 1, 2011 -0% 3. LANGUAGE CHANGES There will be no other language changes to any article in the contract. 4. ME TOO CLAUSE The Town agrees to reopen the contract to discuss the wage schedule if the Selectmen agree to a higher wage increase with any other Town bargaining unit during the life of this Agreement (7/1/11 through 6/30/12). The reopener will not trigger if an arbitrator awards a higher increase to a public safety bargaining unit. 5. SUCCESSOR NEGOTIATIONS The parties agree to begin negotiations on a successor contract on or about September 1, 2011. 6. APPENDIX A - POSITION AND GRADE CHANGES Grade 11 - Eliminate: Library Assistant - Reference Add: Senior Library Associate - Youth Grade 14 - Eliminate: Water & Sewer Office Administrator Grade 16 - Add: Water & Sewer Office Administrator
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FOR THE TOWN FOR THE UNION LEH UE AM eke Cag DATE: 4 4 /| DATE: ‘= 0-//
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Memorandum of Agreement between the Town of Canton and the AFSCME, Council 93, Local 362, Canton Chapter The parties hereby agree to the following terms for a successor collective bargaining agreement: 1. Article | - Duration- Change to July 1, 2008 until June 30, 2011. 2. Article VIII - Overtime Section 2 paragraph B- Change “Superintendent of Pubic Works” to “Department Head”. 3. Article X - Meal Periods- Change from $8.00 to $10.00. 4. Article XIII - Vacation Leave- -Paragraph B- Change vacation calculation by which vacation is tracked and reported to monthly instead of quarterly. -Paragraph D- Eliminate the last sentence, “Those employees who request vacation leave for fewer than 5 days must give the Department Head or his designee at least 1 day’s notice of their desire to use vacation time.” -Paragraph D- Add at the end of the paragraph- “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 2 of a vacation day or less with less than | day’s notice with the approval of their supervisor.” 5. Article XIV Disability Benefits and Sick Leave- Change from five (5) days to seven (7) days available sick leave for family illness. 6. Article XX Holidays- Add the following language: “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 employce shall get paid for seven hours for the Monday holiday) ¢ Sq . %, . When a holiday does not fall on an employee's regular workday, the employee’ fall A * receive compensatory time off in the amount of their prorated workday. (For exampTe, Ye ‘ ry an employee regularly works Monday, Tuesday and Wednesday for severt 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) *, aan * -_ We ve ‘, \ * a the, MAN AL r
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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.” 7. Article XXII - Grievance Procedure- Create a new Step 3 that shall read, “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.” - Change current Step 3 language to Step 4 and refer to Step 3 instead of Step 2 - Change current Step 4 language to Step 5 and refer to Step 4 instead of Step 3 8. Article XXIV - Uniforms, Equipment and Licenses- -Section 1- Eliminate the sentences starting with “In addition” and replace it with the following, “It is the Employer’s responsibility to clean and provide uniforms. Any change in uniform policy shall be subject to further negotiation.” -Add a new Section 4- “If an employce 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. The Town and the Union agree to meet and discuss the circumstances of each case. 9. Article XXX - Miscellaneous- Paragraph I- Change to read, “Employees who are eligible to retire under G.L., c. 32 will, upon retirement, receive a severance payment of $3000 if they have given the Town at least four (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 $1000.” 10. Article XXXI - Wages- Effective July 1, 2008 2% Effective July 1, 2009 2.5% Effective July 1, 2010 3% For the Union
Source page 15
6/20/07 Memorandum Of Agreement Between The Town of Canton And AFSCME, Council 93, Local 362 Canton Chapter This Memorandum of Agreement is made this day of June 2007 between AFSCME, Council 93, Local 362 Canton Chapter and the Town of Canton. It is conditioned upon ratification of the union membership and the Canton Board of Selectmen. Except as expressly provided below, the parties agree that the terms and provisions of their collective bargaining agreement effective July 1, 2004 through June 30, 2007 shall be extended without modification for the period commencing on July 1, 2007 and ending on June 30, 2008. 1. Article I Duration: Change July 1, 2004 to July 1, 2007 and change June 30, 2007 to June 30, 2008. 2. Article Hl Recognition: In Section 1, change the sentence that begins “Permanent part-time employees” to read, “Permanent part-time employees who work nineteen (19) 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.” 3. Article VIII Overtime: Section 1- Create new paragraph E to read, “When working overtime as part ofa 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.” 4. Article XIII Vacation: Add to paragraph b) 20 years or more--25 days--6.25 days accrued per quarter 5. Article XV Bereavement Leave:
Source page 16
Change last sentence to read, “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 (1) days’ leave on the day of the funeral.” 6. Article XXXI Wages: Change Section 1 to read, “The wages of all employees covered by this Agreement are contained in Appendices Al through A2 attached hereto. Effective July 1, 2007 there shall be a 0% increase to the salary schedules. Should any other bargaining unit in the Town of Canton receive a salary increase, the Town shall notify the Union and that parties shall meet to reopen the contract for wages only.” 7. Article XXXII Physical Fitness: Create new paragraph D. to read, “Employees may elect to use the one hundred fifty dollars ($150) as mentioned in paragraph A. as a reimbursement for eyeglasses, joining a weight-loss program or participation in a yoga or pilates class from an established business. 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 Resources Administrator (HRA) if they feel they were denied for any reason. The HRA shall meet with the employee and a Union Steward, in a timely fashion, to investigate the appeal. The HRA 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.” Create a new paragraph E. to read, “Reimbursement for D. above shall be made in full upon proof of a receipted bill to the Town.”
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8. Article XXXVI Final Agreement: Change to day of For AFSCME: "Gx Fig te. Kal 36 2
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AGREEMENT berween the TOWN OF CANTON and AFSCME,. COUNCIL 93, LOCAL 362, CANTON CHAPTER JULY 1. 2004 - JUNE 30. 2007 DRAFT 1/12/05
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ARTICLE ] I ibe IV \ VI NVI NVI NVI XXI XNIE ANI NIV TABLE OF CONTENTS TITLE Duration Recognition Payroll Deduction Agency Service Fee Seniority Lavoff and Recall Procedures Hours of Work Overtime Jury Duty Pay Meal Penods Longevity Group Insurance - Vacation Leave Disability Benefits and Sick Leave Bereavement Leave Personal Leave Miltary Leave Matemiuty Adoption Leave Leave of Absence Holidays Disenmination Grievance Procedure No Strike Clause Uniforms. Equipment and Licenses PAGE
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ARTICLE XXV ANNI AAVH XXVIII NXAIX XXX AXXI XXXII XXNIII XAATV AAKY AXNVI Appendix Al: Appendix A4: Appendix AS: Appendix A6: TABLE OF CONTENTS -2- TITLE Tuition Reimbursement Severability Joo Posting and Bidding Management Rights Clause Employee Fiies and Records Miscellaneous Provisions Wages Physical Fitness Abandonment of Position Working Out of Grade Union Business Leave Final Agreement “104-1231 04 Wage Schedule for Emplovees Hired Before 7'1 01 | 105-6 30 0S Wage Schedule for Empiovees Hired Before 7 1.01 “1 05-1221 OS Wage Schedule for Emplovees Hired Before 710! 1 106-6 30:06 Wage Schedule for Empiovees Hired Before 7.1/0} * 106-123 106 Wage Schedule for Emplovees Hired Before 7,'1,'01 1 1-07-6,30/07 Wage Schedule for Empiovees Hired Before 7/1/01
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ARTICLE Appendix A: Appendix A ina) Oo Appendix Ao: Appendix AlQ: Appendix AlL: Appendix B: 1A, Appendix A! TABLE OF CONTENTS -3- TITLE ~ 1 04-1231 04 Wage Schedule for Emplovees Hired After 7/1/01 1103-63005 Wage Scheduie ror Employees Hired After 7 1/0} “1 03-12.31 05 Wage Scheduie for Empiovee: Hired After 71/01] 1 1°06-5.30/06 Wage Schedule for Emplovees Hire After 71/01 7 106-1231 06 Wage Schedule for Empiovees Hired After 7/1/01 11 0°-6 3007 ‘Wage Schedule for Employees Hired After 71.01 Lavort Opuon Form ioe) to 4a tw in
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This Agreement is made and entered into on the __ dav of . 2008. by and berween the Town of Canton, hereinafter referred to as the Emplover, 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 emplovee or employees within the Agreement shall mean an emplovee covered by this Agreement as defined in Article II. ARTICLE I Duration This Agreement shall become effective on July 1. 2004 and will continue in effect until June 30. 2007. Thereafter, it shall be renewed automaticaily from vear to vear unless. prior to the end of any contract year, either party gives to the other not less than ninety (90) day's’ 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 ail the following permanent full-time and part-time emplovees: all Pubiic Library empiovees. except Library Pages and the Librar’ Director: all Buiiding Maintenance employees. except the Superntendent of Buildings and Grounds: all Public Works employees. except the Superintendent. the Assistant Superintendent. the Town Engineer and al! emplovees of the Engineering Division: a:} Recreation Department emploxees. except the Recreation Director: all Assessing Department emplovees, except the Director of Assessing; all Buiiding Deparment employees. except the Building Commissioner. the Inspector of Wires. and the Inspector of Plumbing and Gas: all Planning Board employees: all Deparment of Finance employees, except the Treasurer and Collector, the Assistant Treasurer and Collector, the Finance Director, the secretary to the Finance Director, and the Town Accountant; all accounting and secretarial emplovees in the Police and Fire Departments: the Treasury & Collections Account Specialist: the Water & Sewer Office Administrator and all secretanial employees in the Town Clerk's office. Seasonal or summer empiovees are not covered by i
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this Agreement. Permanent part-time emplovees who work nineteen (19) or more hours per week will receive the benefits of this Agreement pro-rated on the basis of the number of hours worked. It is understood that only those emplovees 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 will become 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 sh: Tr Librarian, Highway anc Maintenance Supervisor, and Water and Sewer Supervisor. This provision wil not apply to those emplovees who hoid these positions on Juiy 1, 2001, but it will appix tc anv employee who assumes one of the above positions at any time after July 1. 2001. ARTICLE UI Payroll Deduction The Empiover shall deduct dues and initiation fees from the wages of the emplovees covered oy this Agreement when the Empiover has received from the emplovee a signed check-of authorization card. The Union and any emplovee covered by this Agreement agree to indemnify anc hoid 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 Emplover will suppiv to the Union a weekly deduction register listing the amount of dues andor initiation fges made. ARTICLE IV Agency Service Fee Consistent with applicable laws, it shall be a condition of employment that every emplovee Who 1s not a member of the Union shall pay an agency service fee. An agency service fee shall be deducted each month by the Emplover from the salary of each employee in the bargaining unit other than those paying dues pursuant to the previous Amtcle. Sai¢ service fee shall be a sum equal to the amount fixed in writing bv the Union and shall be paid over promptly to the Treasurer of the Union on a monthly basis. <
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The Union agrees to indemnify the Empioyer 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 Emplover’s compliance with this Article. ARTICLE ¥ Seniority Seniority shail be defined as the length of continuous employment from the date of firs: hire by the Emplover. The principle of seniorin shall gover and contol in all cases of Promotion within the bargaining unit, wansfer. decrease or increase of the work force as well as preference in assignment to shit work and choice of vacation periods. In the case of promotion to the Supervisor's positions. senionty will be one of the factors considered along with other qualifications and experience. Senionty shall be broken by resignation and‘or by discharge for just cause. ARTICLE VI Lavoff and Recall Procedures Preambie: The Emplover retains the exclusive right to determine which posiuons are needed and which positions shall be eliminated. The principle of seniority shall govern and control 7 In cases of reduction in the work force. This rrocess is mutually established and designed to provide ine oppormunmy for and guarantee the nghts of an emplovee in the AFSCME ba regaining unit who is notified of his her lavoff to bump to a title in an egual or lower grade for which heyshe is qualified per the classificanon plan. In this Article. days shall mean calendar days uniess othemvise noted Section 1: Notice to the Union a. In the event that the Empiover determines the need for a reduction in the work “orce, it will notify the Union at least fifteen (15) days prior to the lavoff. b. Within ten (10) days of that notification, the Employer shall meet with the Union to discuss the impact of the lavoff on the affected emplovee(s). ies)
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Section 2:
At this meeting, the Emplover will provide the Union with a list of positions to be
laid off and a seniority list of all the empiovees in the bargaining unit.
Notice to the Emploveets)
In the event of an actual lavoff. the Empiover will notif. the least senior emplovee(s)
in the affected classifications in wmiting not iess than twenty-one (21) davs in
advance of the lavoff date.
Upon notfication. the Union shall give the affected emploveefs) a “layoff option
form" (which is atached hereto as Appendix 3} outlining his‘her «their) lavoff
bumping opuons.
Section 3: Bumping Rights
o
Any emplovee who has been notified that he/she will be laid off musi file a “lavoft
option form" with the Empioyver within three (7) working days of receipt. Such form
shall either initiate the emplovee's right to bump to an availabie 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 empiovee's decision not to bump.
An empiovee who is bumped from his“her position shal! receive a minimum of thirty
(30) Gays’ a¢vance notice and will be accorded full bumping rights in accordance
with the provisions of thig Article.
In the eveni that nwo (2) or more employees in a position impacted by this Aricie
have identical seniority dates. the Empiover shal! determine which emplovee to
retain based on past job performance and other qualifications.
Section 4: Recall Procedures
{factually laid off. said empiovee(s) shall be eligible for recall for a period not te
exceed twenty-four (24) months. in the event of recall, empiovees shall be calied
back in the inverse order of their lavof?,
Recall to Former Position - The Town shall notify the emplovee by registered mail
‘with a copy to the Union) that he’she is being recalled to work. stating the expected
starting date. The empiovee shail have fifteen (15) days from the receipt of said
recall to accept in wmiting. If the emplovee fails to respond or rejects the offer of
recall. the emplovee shall jose all future recall rights.
Recall to Other Position - The Town shail first offer any openings to laid-off
emplovees, if qualified. based on seniority, before hiring new employees. The Town
shall noufy the laid-off emplovee(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 emplovee wasSource page 26
tt
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 empiovee shall have the option of accepting or rejecting the offer of a new
position without waiving recall nghts to his/her former position.
ARTICLE VII
Hours of Work
The reguiar work week shal! consist of five (5) consecutive days, Monday through Friday.
and of eight (8) hours each day. exclusive of the lunch penod. except as hereinatter
provided.
The hours of work for all empiovees covered by this contract shall be scheduled ty the
Employer. but not to exceed eight ($) hours per dav at regular rates.
The hours of work for regular emplovees of the DPW and Recreation Department shall de
from 7:00 A.M. to 3:30 PML. with a half hour funch period from 12:00 to 12:30 P.M. In
addition. the regular emplovees of the DPW and Recreation Department will take thei
afternoon coffee oreak trom {2:30 to 12:48 PM. making a 45-minute lunch break from 12:00
to ]2:45 PM. The regular work week for the Water and Sewer Ofifte Administrator, the
Water and Sewer Account Coordinator in the Water and Sewer Deparment, and the Meter
Readers. shall consist of five 15) days. Monday through Frnday from 7:00 AM to 3:30 PM.
with 43 minutes for junch.
Saturcay work will be paid at the rate of ume and one-half if the emplovee has been on a
paid status for 40 hours in that week.
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 shit.
Except for emergency situations. work schedules shall not be changed unless the changes are
mutually agreed upon by the Union and the Employer.
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 ($) hours each day.
exclusive of the lunch period. which shall be one hour in length.Source page 27
H. The work week for all Department of Finance and Assessing Department emplovees. for Public Works administration employees. for the Recreation Department secretar’ for all Building Department emplovees. and for all accounting and secretarial empiovees in the Police and Fire Departments shall consist of thirty-five (35) hours comprised of tive .5) consecutive days of seven (7) hours each, exclusive of the lunch period. which shal! be one (1) hour in length. I. The hours of the Custodian of Town-owned buildings on the dav shift will be 7:00 A.M. to =:00 P.M. on Monday through Fndav: the hours on the night shim will be from 3:00 P.M. to Midnight on Monday through Thursday and trom 10:00 a.m. to 7:00 p.m. on Friday. Caw Approves vacation leave with pay shall be synonymous with work. ARTICLE VUI Overtime Overtime is required when essential work remains to be done. Essential work ts work that which, if lefi undone until the regular working hours. will result in unsafe conditions. excessive expense to the Town, or Serious inconvenience to residents of the Town. Determination of essential work shall be made by the Department Heac. The Union may appeal the Department Heac’ w determination to the Empiover: however. in no case shall the work be delaved during the appeai. SECTION 1: GENERAL A. All hours worked in excess of 2} shail be paid at the rate of time cen | 8) hours per day or forty (40) hours per week nd 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. Emplovees will be paid double ume 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 paic status to get overtime pay at a rate of time and one half. Emplovees will be paid double time for hours worked on a Sunday only if it is an emergency call-in. Schedulec overtime on Sunday will continue to be paid at time and one half. Oy
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Ifan employee requests it, compensatory time mav 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 compensator time off in lieu of overtime pay must be approved in advance by the Department Head in wmiting. An employes (or his/her estate) who is separated from the employment of the Town shal! be paid in a lump sum for the number of hours of acc-ued compensatory time. SECTION 2: DISTRIBUTION OF OVERTIME A. Overtime shall be distributed as impartially as practical in each deparcment to the emplovees who normally perform such work. An overtime roster shall be maintained by the Superintendent of Public Works which shall list all overtime offered to emplovees and all overtime performed. This list shall serve as the basis for overtime selection. Overtime will be offered first to the empioyee who normally performs the dun. If that employee cannot be reached. then the overtime will be offered to the emplovees “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 emplovees. Nacation 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 emplovee is then called for overtime and refuses to come in. the emplovee will be charged with a “refusal.” 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 emplovee does wish to be called in for overtime. the onus will be on the emplovee to notify his her immediate supervisor of this, where practical. in wnting. ff the emplovee is then called for overtime and refuses to come in, the emplovee 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 emplovee 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 untii their regular starting time of the next calendar day.
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SECTION 3: EMERGENCY OVERTIME AL 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. A list will be compiled of all emplovees covered by this Agreement who may expect to be called for snow emergency overtime. This list shall be made avaiiable and updated annually at the stam 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 emplovee to assist Public Works during their regular work schedule. As the workioad lessens. the last people to be released will be the DPW empiovees who normally perform this work. Covered employees will not participate in an emergency situation at the expense of their regular jobs. except with the concurrence of their Department Head. 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 lye paid at the rate of time and one half for a minimum of four (4) hours. When the start of such call back is two (2) hours or less prior to the next regulars scheduled starting time. the emplovee shall be paid time and one half ont for the extra hours actually worked. SECTION 5: STAND-BY A. Stand-by duty will be paid at the rate of $24.00 per night. exclusive of Saturdays, Sundays and holidavs. Siand-by duny for Saturdays and Sundavs will be paid at the rate of four (+) hours’ pay at time and one-half, Stand-by duty for holidays will be paid at the rate of four (+) hours’ pay at double ume. SECTION 6: ALL OTHER EMPLOYEES Emplovees who normally work 35 hours per week shall be paid at straight time for the first five (8) hours of overtime worked in a week. All hours worked in excess of forty (40) hours in a week shall be paid at ume and one-half. 53)
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ARTICLE [X Jurv Duty Pay The Employer agrees to make up the difference between an employee's normal weekiv wage and his compensation received for jury duty, provided the emplovee is available for work when the jury 1S not sitting. ARTICLE X Meal Periods Unpaid meal periods, as specified in Articie VII. shall be granted as near the middle of the work shift as practicabie. When an empiovee has worked consecutively a full eight (8) hour siift pis nwo (2) hours’ overime, he shall receive an unpaid meal period of one-half hour plus $8.00 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. 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 dv the empiovee's Deparment Head. The aftermoon coffee break for DPW and Recreation Department emplovees will be taken as part or the lunch break. making a 45-minute lunch break. The moming 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: ive)
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Years of continuous service as of July 1. 2005 After 5 vears $250.00 $400 After 10 vears $375.00 $600 After 15 vears $525.00 $800 After 20 years $650.00 $1000 After25 years $750.00 $1500 After30 vears $850.00 $1750 Full longevity payments will be made on the anniversary cate of the empiovee'’s initial employment. An employee retiring prior to his her anniversary date shall be paid iongeviry or. a aro- rated basis. ARTICLE NIJ Group Insurance The Town will provide a pian of group life, accidental death and dismemberment and general or bianket hospital. surgical and medical insurance as authorized under the provisions of Chapter 322 of the General Laws. The Town will pay 75%6 of the premiums for health insurance and the employees will pay 25%o. A plan of dental insurance shall also be provided to employees with 72°. paid by the Town and 25% paid by the empiovee. The Town agrees to negotiate with the Union over dental insurance if and when the Insurance Advisory Committee makes a recommendation tc change existing dental benefits. Effective on January 1, 2006. the BC’BS PPO (Blue Care Elect) will be made availabie tc all bargaining unit employees and to al] other employees in the Town. The current Harvard ane BCBS Master Medical plans will also continue to be available to those empiovees who prefer to oe enrolled in those plans in lieu of a salary increase. The new salary schedules for 2004-2007 will apply only to those bargaining unit members who are not enrolled e:ther in the BC’BS Master Medical plan or the Harvard Pilgrim HMO as ov January 1, 2006. Unit members who choose to remain in or enroll in either of these two plans Dare)
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at any time after January 1, 2006 will be placed on the Master Medical/Harvard salary schedule. which will be the same schedule that was in effect for the 2003-2004 contract year. Emplovees who opt out of the Master Medical or Harvard plans may not enroll in either of those pians during the life of this Agreement. New employees may enroll in the Master Medical or Harvard plans at the lower salary or they may choose not to enroll in one of those two plans and thus be placed on the higher salary schedule. The Town will phase out the Harvard HMO and the BC’BS Master Medical plan once al! the other bargaining units in the Town have agreed to the new plan. Enective January 1, 2006. the following co-pay amounts will apply to the HMO: . Prescription drugs: S10 - $20 - $35 Office visit: $1s Emergency room: $50 ARTICLE NIN Vacation Leave Vacation Leave with pay shall be granted to emplovees in’ accordance with the following provisions: a) The vacation vear of each emplovee 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 three (3) months following the:r date of hire by the Town and will accumulate thereafter at the following rate: Vacation Davs Days Accrued Years of Empiowment Per Year Per Quarter Q-5 10 5-10 15 10 or more 20 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. 14
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qd) e) h) 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 ume. Emplovees who wish to receive their vacation pav before the vacation must give two (2) weeks’ notice. Those employees who request vacation leave for fewer than 5 days must give the Department Head or his designee at least 1 day’s notice of their desire to use vacation time. The Emplover shall grant vacation leave in the vacation vear in which it becomes available, unless ii is impossibie or impracticable to do so because of work schedules or other emergencies. Emplovees shall not be allowed to carry over more than 30 days from one vacation year to the next. The Emplover has the responsibility: of seeing that the emplovee has the opportunity to take sufficient vacation unless it is impossibie or impracticable because of work schedules or other emergencies. An employee who is separated from the employ of the Town shail 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 empiovee's estate. An emplovee 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 ne - . returns. 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 emplovees who are absent from work because of non- occupational illness or injury or exposure to disease or severe emotional shock shail be subject to the following provisions: a) Employees shall accrue paid sick leave entitlement at the rate of i': days per month, accumulating without limit. less paid sick leave taken. The emplovee 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 pav. Department Heads a4
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shall investigate and ascertain the validity of any request for sick leave. If it is determined that the request is valid. the Depanment Head shall approve the sick leave requested. A Physician's certificate may be required bv the Department Head for absence over four (4) consecutive working day's. ¢) Upon wniten application io the Department Head. inciuding a statement of the reason for the request, the Department Head may grant up to a maximum of five (5) days of available sick leave per contract vear to an emplovee for family illness in the immediate household. d) An emplovee who retires pursuant to M.G.L.. Chapter 32 shall be entitled to receive salar. compensation for 50°o of his‘her unused accumulated sick time or 70 days, whichever is lesser, if that emplovee had 100 unused sick days on the books as of July I. 2001. Employees with less than 100 unused sick Gays as of July 1, 2001 will be subject to a maximum buy-back of $6000. In case of death. payment shal! be made to the decea ed emplovee’s estate. ®) Employees who use ne 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. Emplovees who use no more than one (1) sick day in the fiscal vear will have the option of four (4) days’ pay or four (4) days' vacation. Empiovee who use no more than two (2) sick days in the fiscal year will have the option of three (2) days’ pay or three (3) davs' vacation. Employees who use no more than three (3) sick cavs m the fiscal vear will have the option of two (2) days' pay or two (2) days’ vacation. Employees who use no more than four (4) sick davs in the fiscal year will have the option of one (1) day's pay or ome (1) dav’s vacation. The benefits of this Section will not be available to emplovees who use more than four (4) sick days ina fiscal vear. Emplovees who utilize the benefits of this Section will not have their number of sick davs reduced. OCCUPATIONAL SICK LEAVE The payment of compensation to employees who are absent from work because of injury or ilness arising out of employment in the Town service shall be subject to the following provisions: injured emplovees on Workers’ Compensation will keep their Workers' Compensation cheeks and may. at their opuon. 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 “ull 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 602% of the time used while waiting for the first check.
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ARTICLE XV Bereavement Leave In the event of death in the immediate family of an empiovee. the employee shall be granted up io four (4) days’ leave without loss of pay. one (1) day of which shall be the dav of the funerai or memonal services. For purposes of this Artcle. 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 oO, in event of death of the employee's uncle. aunt. cousin. or non-relative living in the emmiove nousehoid for a minimum of one vear, the emplovee snall be granted one 1) day's leave on the d iz} - or the funeral ARTICLE XVI Personal Leave All employees of the bargaining unit snail be granted three (3) days’ leave per fiscal year to conduct persona! business. Such leave shall not be cumulative anc must be requested in emung with nwenty-four (24) hours notice, except in case of emerg&ney. ARTICLE \VU Military Leave Miltary Leave for waining in a National Guard or Reserve Organization shal! be granted without charge to annual leave for not more than fifteen /15) days ina fiscal vear. An empiovee so apsemt snail be paid the difference benveen his norma! military pay and straignt ume pay for a normal work week. Where militam’ pay exceeds normal pay. none shall be granted by the Town. An empiovee leaving the service of the Town to serve the federal or siate government in its Armed Forces shall retain his or her seniorin: during such service and shall be retumed to emplovment as provided by law. ARTICLE XVI Maternity/ Adoption Leave A matemityadopuon leave of ninety (90) days shall be granted to female emplovees sudiect to
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anc in conformity with the requirements of M.G_L. Chapter 149, §105D. ARTICLE XIX Leave of Absence An unpaid leave of absence may be granted to an emplovee with the approval of the Department Head and the Board of Selectmen. ARTICLE XX Holidays The following days shall be recognized as paic holidays on the day on which they are observed, New Year's Day Labor Dav Martin Luther King Day Columbus Day Washington's Birthday Veterans’ Day Patriots’ Day Thanksgiving Dav Memorial Dav Christmas Day and 1.2 Independence Day working day preceding it If any of these davs falls on a Saturday, the preceding Friday will be considered the holiday. Eolicays falling on a Sunday will be celebrateé on Monday. ARTICLE XNI Discrimination There shall de no discrimination against any empiovee because of his her affiliation with che Union or because of his‘her sex. age. race, color. religious creed. national origin. or ancestry. ARTICLE XN Grievance Procedure “. gmevance to be subjec: to this grievance procedure shall onix be for a grievance which occurs aner 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 Emplover. STEP 1: If an emplovee has a grievance he shall have thirty (30) working davs from its known occurrence to Nie with his Department Head. and the Department Head shall respond to the Ww
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emplovee within fimeen (15) working days. Fthe grievance ts not satisfactorily settled. it may be appealed to the subsequent steps of this gnevance procedure. STEP 2: If the gmevance 1s not adiusied in Step 1. Emplovees under the Board of Selectmen or their Union Representauve shall proceed to Step 2 of the gmevance procedure. In the case of 2 Library emplovee, the grievance snall de submitted in writing to the Board of Trustees of the Public Library who shall meet with the employee within ten i 10) workin $ of the receipt of th a (a7 “A. 3 a o a if the gnevance is not resoived at Step 2. the employee andor his Umon Representative may within the next seven (~) working davs appeal! to the Empiover. 1.e.. Board of Selectmen whe shall. meet with the emplovee within iifeen +15) working days fom the ume the appeal is recenved os tnem. The Employer shall within ten (10) working days aNer the meeting render a decision :n writing to the emplevee. . grievance is not adjustec at Step 3. then within foureen 14) working devs f tne Union receives notuce of the decision at Siep 3. the Union maw submit the gnevance to final and cvinding arditration pursuant to the rules of the American Arbitration Association and the provisions or General Laws, Chapter i50C. Fallure to reguesi an uppea! to the Empiover within seven (7) working davs of the conclusion oF tor Library empiovees) shall comstutute a waiver of the grievance. ARTICLE XSI No Strike Clause The Union and its members agree that there shall be no strikes. picketing, slow-downs, or Jo sioppages of work jor the duration of this Agreement. be on
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Uniforms, Equipment and Licenses Section 1: The Employer agrees to provide all material, equipment and tools required to perform the duties assigned to emplovees with all such equipment, material and tools to remain the proper’ of the Emplover and to be stored on the Empioyer's premises. The Empiover agrees to provide easonal work clothing for all emplovees 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 wom at all times during working hours. In addition, it is the Empiover's responsibility to secure a rental contract that calls for weekly cleaning and vearly replacement of this clothing. Said clothing is the property of the Town of Canton and shall be retumed at the end of employment or a change in rentai contract. When a change in rental contract occurs, the Town will seek to ensure vendor quality. Section_2: The Emplover agrees to reimburse all emplovees. except Secretarial and Library Assistants, up to $150.00 per vear toward the purchase of work shoes. This money will be paid to the emplovee upon presentation of a sales receipt or other proof of purchase. Section 3: The Emplover agrees to retmburse emplovees for all license and application fees for all special licenses required by state law. ARTICLE XXV Tuition Reimbursement A. Tuition reimbursement for job-related classes will be provided by the Emplover on a first come. first served basis. The funds for this Article shall be capped at $7500. 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 Executive Secretary who will determine if funds are available. If there are insufficient funds, the Executive Secretary 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 emplovee's reimbursement request will be funded.
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C. Depending upon the cost of the course, reimbursement will be temporarily capped at $500 per request. Upon proot of successful completion of the course, the employee will be reimbursed. On or about June |, the Executive Secretary will review the tuition reimbursement account and authorize further reimbursements on a course’semester by course’semester basis if funds are available. D. Books and fees for bargaining unit members shall be covered under this Article. ARTICLE XXXVI Severabilin: 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. TICLE XXVII Job Posting and Bidding “When a vacancy occurs in a department that is within the bargaining unit and covered by this Agreement. the Emplover shall post such vacancy on the bulletin boards at ail union locations. including Town Hall. the Public Works Garage. Police and Fire Stations, the Town Cemetery. Peguitside Farm, the Public Library. and the DPW Office (Eliot School) and the five (5) schools listing the pay, duties, and qualifications of the position. Once a vacancy is signed by the Town Administrator and posted and a copy of the posting has been given to the Chapter Chairman, the position shall not be changed. This notice of vacancy shall remain posted for ten (10) work davs. Employees interested in the position shall apply in writing to the head of the department wherein the vacancy exists within the ten (10) day period. The Emplover shall determine whether any AFSCME applicants are qualified in the foliowing order of preference: bargaining unit employees and Canton school employees. If no applicant is determined to be qualified, then the Employer may advertise ang fill the position with a new employee. All applicants will receive a notice of appointment or denial in wrung within owenty (20) working days. The parties may agree on a case by case basis to simultaneously post a vacancy inside and outside the bargaining unit. be oD
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A vacancy which requires that the job be posted and awarded under this Article shall include any one of the following: 1. The promotion of a bargaining unit emplovee. to The resignation or discharge (for cause) of an emplovee. la The death of an empioves. Should a situation arise wherein the Town does not wish to fill a vacancy, as desembed above. a meeting shall be called between the Emplover and the Union io discuss the reasons for same. with the final decision resting with the Empiover. A qualified applicant shall be given a minery (90) day tial and Training period in the new position at the applicable rate of pay which shall be equal to or greater than the present rate. [fat the end of the mal and training period it is determined that the emplovee is not qualified to perform the work. he or she shall be returned to his old position. and the job shall be reposted. Final determination of the person to fill the position shall rest with the Emplover. Management Rights Clause Except where such rights. powers and authorin are specifically relinquished. abridged. or limited dy the express provisions of this Agreement. the Employer has and will continue to retain. whether exercised or not, all of the rights. powers and autherity heretofore had bv it and delegated to itin the future by any statute or by-law. It shall have the sole and unquestioned wight. responsibility and prerogative of management of the affairs of the Emplover and direction of the work force. ARTICLE XNTX Emplovee Files and Records A. No material relating to an emplovee'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. ww