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Collective Bargaining Agreement - Public Works
BID #: N/A
DUE: 12/31/2027
VALUE: TBD
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Executive Summary
This document outlines the collective bargaining agreement between the Borough of Waldwick and the Waldwick Public Works Employees Association, covering the period from January 1, 2025, to December 31, 2027. The agreement establishes terms and conditions of employment for employees in the Public Works Department, including rates of pay, hours of work, overtime, vacations, holidays, sick leave, and other benefits. Key aspects of the agreement address association recognition, management rights, no-strike provisions, and grievance procedures. Base salaries for the years 2025, 2026 and 2027 are detailed in Schedule B.
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Document Text
--- Document: Collective Bargaining Agreement - Public Works Document ---
AGREEMENT
between the
BOROUGH OF WALDWICK
and the
WALDWICK PUBLIC WORKS EMPLOYEES ASSOCIATION
for the period beginning
JANUARY 1, 2025
and ending
DECEMBER 31, 2027
2
TABLE OF CONTENTS
Pages
PREAMBLE
3
ARTICLE I
ASSOCIATION RECOGNITION
3
ARTICLE II
EXCLUSIVITY OF ASSOCIATION
REPRESENTATION
4
ARTICLE III
COLLECTIVE NEGOTIATING
4
ARTICLE IV
MANAGEMENT
4-5
ARTICLE V
NO STRIKE
5
ARTICLE VI
DATA FOR FUTURE BARGAINING
5
ARTICLE VII
WAGES, WORK DAY, WORK WEEK AND
OVERTIME, ETC.
5-11
ARTICLE VIII
VACATIONS
12-13
ARTICLE IX
HOLIDAYS
13
ARTICLE X
SICK LEAVE
13-14
ARTICLE XI
WORK INCURRED INJURY
14-15
ARTICLE XII
PERSONAL LEAVE
15
ARTICLE XIII
BEREAVEMENT
15-16
ARTICLE XIV
LEAVE OF ABSENCE
16
ARTICLE XV
SALARIES
16
ARTICLE XVI
MEDICAL COVERAGE
16-17
ARTICLE XVII
INSURANCE
17
ARTICLE XVIII
SENIORITY, LAYOFF, PROMOTIONS, TRAINING
17-19
ARTICLE XIX
MILITARY LEAVE
19
ARTICLE XX
PENSION
19
ARTICLE XXI
GRIEVANCE PROCEDURE
19-20
ARTICLE XXII
ARBITRATION
20-21
ARTICLE XXIII
OTHER MISCELLANEOUS PROVISIONS
21
ARTICLE XXIV
DURATION
21
SCHEDULE A
VACATIONS
23
SCHEDULE B
SALARIES
24-25
3
GENERAL AGREEMENT
THIS AGREEMENT, made as of the day of , 2025 BETWEEN the
BOROUGH OF WALDWICK, a municipal corporation in the County of Bergen and State
of New Jersey hereinafter referred to as the “BOROUGH”; AND THE WALDWICK
PUBLIC WORKS EMPLOYEES ASSOCIATION, hereinafter referred to as the
“ASSOCIATION”.
WHEREAS, it is the intent and purpose of the Parties to promote and improve the
harmonious relations between the employer Borough and the Employees of the Department
of Public Works and to establish a basic understanding relative to rates of pay, hours of
work and other conditions of employment consistent with the law and to further promote
and improve Employee efficiency and productivity.
WHEREAS, the parties do hereby acknowledge that this Agreement is the result of
collective negotiations.
NOW, THEREFORE, in consideration of the premises and the covenants, terms and
conditions hereinafter set forth, the parties agree as follows:
ARTICLE I
ASSOCIATION RECOGNITION
1.
The BOROUGH recognizes the ASSOCIATION as the sole and exclusive
representative for the purpose of collective negotiation with respect to all negotiable
items of employment of all active employees, other than the Superintendent,
employed in the Borough’s Public Works Department, excluding professional
employees, managerial executives and supervisors within the meaning of the New
Jersey Employer-Employee Relations Act of 1968.
2.
No Employee shall be compelled to join the ASSOCIATION but shall have the
option to voluntarily join said ASSOCIATION.
3.
The term Employee as used herein shall be defined to include the plural as well as
the singular, and to include females as well as males, where applicable.
4.
The BOROUGH agrees to payroll deduction, on a monthly basis, of the dues of
members of the ASSOCIATION. A written list of members of the ASSOCIATION
and the amount to be deducted will be given to the Chief Financial Officer. A check
for the total amount deducted will be sent to the ASSOCIATION on a monthly
basis. The ASSOCIATION agrees to indemnify the Borough for any payroll
deductions made pursuant to a request from the ASSOCIATION
4
ARTICLE II
EXCLUSIVITY OF ASSOCIATION REPRESENTATION
1.
The BOROUGH agrees that it will not enter into any contract or memorandum of
agreement with anyone but the recognized ASSOCIATION with regard to the
terms and conditions of employment of personnel covered by the Agreement during
the term hereof. Any new job classifications that fall within the range of work
presently performed by Employees in the bargaining unit shall automatically be
included within the ASSOCIATION’S jurisdiction.
2. The duly authorizing negotiating agent of either the BOROUGH or the
ASSOCIATION is not required to be an Employee of or connected with the
BOROUGH.
ARTICLE III
COLLECTIVE NEGOTIATIONS
1. Collective negotiation with respect to rates of pay, hours of work or conditions of
employment shall be conducted by the duly authorized bargaining agent of each
of the parties. Ordinarily, not more than three (3) additional representatives of
each party shall participate in collective negotiating meetings.
2. Collective negotiating meetings shall be held at times and places mutually
convenient at the request of either the BOROUGH or the ASSOCIATION and not
otherwise inconsistent with applicable law.
3. Employees of the BOROUGH who may be designated by the ASSOCIATION to
participate in collective negotiating meetings or the grievance procedure
hereinafter provided for or otherwise for the enforcement of the Agreement will
be excused from their BOROUGH work assignments with compensation by the
BOROUGH provided their absence would not seriously interfere with the
BOROUGH’S operations. The ASSOCIATION shall furnish the BOROUGH in
writing the names of its representative and the alternates and notify the
BOROUGH of any changes. Unless impractical, such procedures shall be held
after work hours and shall be non compensatory.
ARTICLE IV
MANAGEMENT
1. Nothing in this Agreement shall interfere with the right of the BOROUGH in
accordance with applicable law, rules and regulations to:
(a)
carry out the statutory mandate and goals assigned to a municipality
utilizing personnel, methods and means in the most appropriate and
efficient manner possible;
5
(b)
manage Employees of the BOROUGH, including the right to hire,
promote, transfer, assign or retain Employees in positions with the
BOROUGH;
(c) suspend, demote, discharge, or take other appropriate disciplinary action
against an Employee for reasonable cause, or to lay off Employees in the
event of lack of work or funds or under conditions where continuation of
such work would be inefficient and non-productive;
(d)
maintain the efficiency of the government operations entrusted to the
BOROUGH;
(e)
take whatever actions may be necessary to carry out the responsibilities of
the BOROUGH in situations of emergency.
2. Nothing contained herein shall be construed to deny or restrict the BOROUGH of
its rights, responsibilities, and authority, under N.J.S. Title 11, 40 and 40A, or any
other federal, state, county of applicable laws and regulations.
ARTICLE V
NO STRIKE
1. Neither the ASSOCIATION nor its members shall engage in or participate in,
directly or indirectly, strikes of any kind, slowdowns, job actions, work stoppages,
sit-downs, sick call actions, boycotts or any other form of interference with
BOROUGH operations. In the event of any of the aforesaid, the ASSOCIATION
will use its best efforts to end any of the above, order it stopped and return the
men to work and will immediately post notices and communications to the
members of the ASSOCIATION that the ASSOCIATION does not support such
violation.
2. The BOROUGH shall not engage in any lockout of Employees during the term
hereof.
ARTICLE VI
DATA FOR FUTURE BARGAINING
Each party agrees to make available to each other all relevant data, which is in its
possession and control, is not privileged and which each party may require to bargain
collectively concerning negotiable matters.
ARTICLE VII
WAGES, WORK DAY, WORK WEEK AND OVERTIME, ETC.
1.
(a)
The normal workday shall consist of a 24 hour period starting at 7:00 a.m.
and ending at 7:00 a.m. the following day. The normal day shift hours
shall be from 7:00 a.m. to 3:30 p.m., inclusive of the 45-minute meal
6
break. 40 hours per week shall be the normal work week in the
Department of Public Works. Modified summer hours shall be
implemented by the Borough Administrator and the Superintendent of
Public works from Memorial Day through Labor Day with a starting time
of 7:00 a.m. to 2:30 p.m. if no lunch is taken. The Man on Call during a
given week shall take a 30-minute lunch break and be available to close
the Recycling Center at 3:00pm during their scheduled on call time
throughout the summer as defined above. In the event the BOROUGH
should institute any different work schedule or shifts, which require work
on a regular shift to extend after 3:30 p.m., or start before 7:00 a.m., the
parties agree to reopen negotiations with regard to a wage differential and
assignment of personnel.
The above starting and quitting time may be reasonably varied for several
operations or in emergency by the BOROUGH. If varied, then the normal
work day will be the 24 hour period starting with the varied starting time.
(b)
Employees designated to act as sweeper-operators may be required to
begin their day’s work prior to 7:00 a.m., if so assigned by the
Superintendent of the Department of Public Works.
2.
(a)
To the extent reasonably possible, overtime assignments shall be evenly
distributed throughout the department.
(b)
Reasonable notice required: Whenever overtime work is necessary, the
Employee shall be informed as soon as possible; when planned or known
in the morning, the Employee shall be informed prior to lunch hour;
thereafter, when overtime work is unexpectedly required, notice shall
immediately be given to the designated Employee.
(c)
Overtime will begin once an employee has completed forty hours of work
in a given week period beginning at 00:00 hour on Monday to Midnight
on Sunday. An Employee shall be compensated for such overtime work at
the rate of “time and one-half”. For work performed on a non-holiday
Sunday, compensation will be paid as double time. For purposes of
determining the number of hours worked in a given week, work performed
on a holiday (defined as the date of the traditional observance) will not be
counted towards the forty hours of overtime and will be paid as double
time, regardless of the number of hours worked in a given week. Work
performed on holidays shall be compensated for at the rate of double time
plus the day’s pay. For work performed on a holiday, which falls on a
weekend, notwithstanding that such holiday may be celebrated on a
weekday, double time shall apply. For example, if the traditional holiday
is on a Sunday, but is celebrated as a legal holiday on Monday,
compensation shall be paid as follows: For work performed on Sunday,
double time shall apply. For work on Monday, the employee shall be
credited with the normal eight hours regular time as if he did not work
7
plus one hour for each hour worked towards completing the forty-hour
week. If a traditional holiday is celebrated on a Saturday, but is celebrated
as a legal holiday on Friday, compensation shall be paid as follows: For
work performed on Saturday, double time shall apply. For work on
Friday, the employee shall be credited with the normal eight hours regular
time as if he did not work plus one hour for each hour worked towards
completing the forty-hour week. Employees shall have the option of being
paid for eighty hours in compensatory time off in a calendar year, starting
January 1st and used by December 31st, earned as either time and a half or
double time hours. If an employee wishes to exercise this option the
supervisor is to be notified immediately after the overtime is worked so
that time can be recorded properly. The employee in exercising this
option recognizes that not more than a total of four Public Works
Repairer’s and one Laborer 1can be either on vacation or compensatory
time at the same time. The employer will not instruct any employee to not
report to work from a normal shift solely for the purpose of preventing an
employee from obtaining overtime compensation.
(d)
Snow plow operations may include up to 18 hours of continuous operation
followed by 6 hours of downtime. If, after 18 hours of continuous
operation, the Employee is directed to take a 6-hour downtime and return
to work, the Employee will be compensated for the 6-hour downtime. If,
after 18 hours of continuous operation, the Employee is released from
work and not required to report back after a 6-hour downtime, the
Employee will not be compensated for the downtime unless it is during a
normal day shift hours.
(e)
I.
Court time:
Court time, as referred to in this Article, shall consist of all time,
excluding regular hours of duty, during which any Employee
covered under this Agreement shall be required to attend a
Municipal Court, County Court, Superior Court, Grand Jury
proceeding, or other Courts or Administrative Bodies for reasons
arising out of or related to his municipal work. All such required
court time shall be compensated as set forth below.
.
A.
When an Employee covered under this Agreement shall be
required to travel to and from any Court or Administrative Body,
such travel time shall be compensated. Provided, however, that
such travel time shall be computed between the Borough of
Waldwick and the pertinent court or administrative body, except
that there shall be no computation or payment compensation for
travel time when the pertinent Court or Administrative Body is
within five (5) miles of the Borough of Waldwick.
.
B.
The amount of compensation to which an Employee may
be entitled under this Article shall be the actual time required in the
8
Court or Administrative Body, together with any applicable travel
time to and from the Borough of Waldwick provided, however,
that the Employee’s entitlement to compensation under this Article
shall not be less than one hours pay.
II.
In addition, an Employee shall receive necessary time off with full
regular pay for appearances in or attendance at any legal
proceedings if the Employee is required by law to attend the same,
except those cases wherein the Employee is a party.
3.
Stand-by Time: Stand-by time is required of all employees, except those in the
title of Laborer 1 shall be ineligible for stand-by time.
(a)
Stand-by shall be defined as being available for any emergency, which
may arise over and beyond the Employee’s normal day shift.
(b)
A list of those Employees to be assigned to stand-by duty for each week of
the year shall be posted within five (5) days from the date hereof and
thereafter not later than ten (10) days prior to January 1st of each year
until a new Agreement has been negotiated. At least one (1) Employee
shall be so assigned for each week of the year. The BOROUGH may
change such assignments when reasonably necessary due to Employee
termination, hiring, promotion, illnesses or other incapacity.
(c)
In the event a designated Employee is unable, for any reason, to be on
stand-by he shall be given the opportunity to secure a qualified
replacement and shall submit written confirmation of such replacement or
substitution to his immediate superior within a reasonable time prior to the
commencement of such stand-by duty.
(d)
Each Employee designated for stand-by duty shall be compensated for
purely stand-by (i.e. on-call) time at a fixed sum of $466.00 for the year
2025, $532.00 for the year 2026 and $600 for the year 2027 during the life
of this contract for the period beginning Friday at the end of his regular
shift and ending the following Friday with the end of his regular shift.
This stand-by pay shall be in addition to the employee’s salary for time
worked. It is understood that on each day of the weekend the stand-by
person will be required to perform at a minimum routine oversight of each
of the well house facilities as they have done over the previous contracts
and fill out and sign off on the appropriate checklist of required activities
for that day. As such they will receive three and half hours pay each
weekend day. When the comfort stations in Borough Park and Veterans
Park are open this weekend daily compensation will be five hours pay
daily.
9
4.
Recall:
Any Employee who is called back to work after having completed his normal day
shift shall be compensated with a minimum guarantee of two (2) hours. If any
employee is called back for water shut off, and a request is made for the water to
be turned on within two hours of the initial call, the employee shall only be
compensated for one two hour period at the appropriate rate of compensation. The
Employer reserves the right to keep the employee for the full two (2) hour period.
5.
Longevity: Longevity shall be paid at the rate of 1% of base pay at the beginning
of the 5th year of service and an additional .375% at the beginning of each
additional year of service up to twenty years service and thereafter at 8-1/2%.
Longevity payments shall be made to coincide with regular payments and shall be
subject to retirement system deductions. Employees hired after January 1, 1992
will not be entitled to longevity payments. The BOROUGH agrees to preserve the
longevity benefit for those hired prior to January 1, 1992 in subsequent contracts.
6.
Clothing: The BOROUGH shall provide an adequate supply of the following
items:
(a)
5 Long Sleeve Shirts
(b)
5 Short Sleeve Shirts or “tee shirts”
(c)
5 Trousers
(d)
2 Job Shirts or Equivalent
(e)
2 Winter Jackets
(f)
1 Coverall
(g)
1 Rain Suit
(h)
Work Shoes (Reimbursement to Employee up to $500.00 annually,
supported by receipts) must be steel-toe or composite-toe to meet the
safety standards outlined in ASTM F2413-18.
(i)
1 Pair of Hip Boots
(j)
1 Pair of Over Shoe Boots, 18”
(k)
1 Helmet, with liner
(1)
1 Safety Goggles
(m)
1 Hearing Protector
(p)
$150 annual glove allowance per employee paid by voucher, and
supported by receipts
(q)
1 set of insulated coveralls per employee during contract term
(r)
1 Carhart (brand name or equivalent) hooded sweatshirt
The BOROUGH shall consult with the ASSOCIATION concerning the quality of
the aforesaid items, prior to purchase thereof. The BOROUGH shall continue to
provide cleaning services for such items and shall replace the same as necessary
due to normal wear and tear.
10
7.
Miscellaneous Reimbursements:
The BOROUGH agrees to reimburse the Employee for the cost of the initial State
of New Jersey Motor Vehicle Commission CDL test fee, after proof of successful
completion is provided, and renewal fees. The BOROUGH also agrees to
reimburse an Employee for the cost of glasses broken on the job provided that a
safety strap was worn at the time of the incident. The reimbursement will be
limited to the cost of a comparable pair of glasses like the ones broken.
8.
Volunteer Service Organization Membership:
In the event any Employee of this ASSOCIATION is also a member of the
Waldwick Volunteer Ambulance Corps or the Waldwick Volunteer Fire
Department and is unable to report to work at his scheduled time (or is unable to
report at all) because as such a volunteer the member is on an emergency call, he
shall notify his superior as soon as he is reasonably able to do so. No such
Employee shall be penalized in any manner as a result of his volunteer status; he
shall be paid for such lost time as though he had reported to work and, in fact, did
work his scheduled shift. It is understood that such volunteer shall report to work
as soon as his volunteer duty has been completed unless he is physically unable to
do so as a result of such duty. The Department Head shall be entitled to demand
reasonable proof of such emergency volunteer duty and the duration thereof. No
Employee shall be prevented from leaving his job for emergency volunteer duty.
No Employee shall be penalized with respect to his volunteer status as a result of
such action.
An Employee who is a licensed emergency medical technician and is a member of
the Waldwick Volunteer Ambulance Corps at the beginning of a calendar year
shall receive a stipend of $1,500 annually which is to be paid in equal installments
in each pay period. This stipend shall not be part of the base pay and no longevity
percentage shall be added to it. It shall be taken into account for pension
purposes.
9.
Rest Periods, Etc:
(a)
All Employees shall receive one (1) twenty (20) minute rest period
reasonably near or between 8:30 and 8:50 a.m. each day without deduction
in pay inclusive of travel time.
(b)
All Employees shall receive two (2) wash-up periods each day without
deduction in pay; one ten (10) minute period before lunch hour and one
ten (10) minute period immediately before quitting.
(c)
Drivers performing emergency snow plowing work for more than four (4)
consecutive hours after a scheduled eight (8) hour day may take a paid rest
period of one-half (1/2) hour. In addition, within a four (4) hour period of
such emergency snow removal work, a paid fifteen (15) minute coffee
break may be taken.
11
10.
Commercial Driver’s License:
All Employees are required to possess a valid Commercial Driver's License
(CDL) and applicable endorsements. Employees hired without a CDL have one
year from the date of hire to obtain a CDL and applicable endorsements.
Employees without a CDL at the time this agreement is adopted will have one
year from the date of adoption to obtain a CDL and applicable endorsements.
Employees must obtain their permit and provide proof to the BOROUGH within
six (6) months from the date of hire or face disciplinary action as outlined by
Civil Service. Employee failure to obtain CDL License and applicable
endorsements within one (1) year of hire shall be terminated from employment.
The BOROUGH will reimburse the employee the cost of the required CDL
Training School upon proof of successful completion. If the employee leaves the
position within twenty-four (24) months of completing the CDL Training School
for which the BOROUGH has paid, the employee shall reimburse the BOROUGH
for the full cost of the tuition. The BOROUGH will not be held responsible for
costs associated with failed attempts, regardless of the number of attempts.
11.
Stipends:
These stipends shall not be part of the base pay and no longevity percentage shall
be added to them. They shall be taken into account for pension purposes.
Stipends for licenses or certifications shall be limited to two (2) employees/
license or certification for the life of this contract.
Employees who serve as the Licensed Operator for the water or sewer system will
be paid a stipend with a range of $5,000-$7,500 annually. Employees who serve
as the Licensed Operator for less than one full year will have the stipend amount
prorated. Licensed Backup Water Operators shall be paid a stipend of
$500/license held annually. Licenses included are T1, W1, C1.
Additional stipends may be paid by the BOROUGH for licenses and certifications
approved in writing by the BOROUGH and the Superintendent of Public Works.
Examples of these additional licenses and certifications may include Pesticide
Applicator and Welding. Approved licenses and certifications shall be paid a
stipend of $500/license annually. Proof of valid license or certification must be
provided to the Borough Administrator and the Superintendent of Public Works
before the stipend can be received.
Employee Anthony Paras, who provides his own tools for vehicle maintenance
shall be paid a stipend of $1,500 annually to cover the cost of repair and
replacement of the tools. This stipend shall terminate upon the employee’s
resignation, retirement or termination.
12
ARTICLE VIII
VACATIONS
1.
The vacation allowance shall be as set forth in this Agreement in Schedule “A”.
The BOROUGH shall post and update each week a list of the remaining vacation
days of each Employee.
2.
When in any calendar year, the vacation or any part thereof is not taken by the
Employee or is not granted by reason of pressure of municipal business, such
vacation periods shall accumulate, but may not be carried over for more than one
(1) calendar year.
3.
If an Employee is on vacation and becomes sufficiently ill so as to require in—
patient hospitalization, he may have such period of illness and post-hospital,
recuperation period charged against sick leave, at his option, upon proof of
hospitalization and a physician’s certificate.
4.
Unless necessary, no Employee who is on vacation shall be recalled.
5.
If an official holiday occurs during an Employee’s authorized vacation, he will be
entitled to an additional vacation day in lieu of the holiday.
6.
To the extent possible, the choice of which vacations each Employee shall have,
shall be determined by a seniority schedule. All vacation requests must receive
prior approval of the Superintendent. These requests will not be unreasonably
denied. Vacation requests of five (5) or more working days for each calendar
year, must be submitted prior to January 31st of that year and be approved by the
Superintendent. Any requests submitted after January 31st will be granted
according to departmental needs and not on a seniority basis.
7.
Vacations may be taken in segments. However, when fragmenting vacations, less
than five (5) continuous working days of vacation may be taken with notice and
prior approval of the Superintendent. Notice is to be given prior to the end of the
workday for taking a vacation day the following workday.
8.
It shall be permissible for four (4) Public Works Repairer’s and one (1) Laborer 1
to be on vacation or on compensatory leave at the same time, providing it does not
seriously impair the functions of the Department as determined by the
Superintendent. Such permission shall not be unreasonably denied.
9.
Subject to the provisions of this Article, vacation days shall vest as earned and
vacation time, as determined by the Employee’s anniversary date, may be taken in
full at any time in the year, provided, such Employee shall reimburse the
BOROUGH for any unearned vacation time, pro rata, if he leaves the employ of
the BOROUGH during the year said vacation is taken, other than due to
disability, retirement or death.
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10.
Earned but unused vacation time shall be paid, pro rata, to any Employee, or his
legal representative upon disability, retirement or death.
ARTICLE IX
HOLIDAYS
1.
All Employees shall be entitled to receive twelve (12) paid holidays per year.
Under this Agreement except for the day after Thanksgiving, a holiday shall be
considered the day of legal observance by the State of New Jersey, in accordance
with the following schedule of holidays:
New Year's Day
Columbus Day
Washington’s Birthday
Veterans Day
Good Friday
Thanksgiving Day
Memorial Day
Friday Following Thanksgiving
Independence Day
Christmas Eve
Labor Day
Christmas Day
2.
In addition to the paid holidays specified above, all Employees are entitled to one
Floating Holiday, to be chosen each year by the Mayor and Council.
3.
In the event it is necessary for Employees to work on holidays, to the extent
possible, the choice of which holidays each Employee shall be off duty shall be
determined by a rotating seniority schedule, which shall be administered in the
same fashion as the vacation roster.
ARTICLE X
SICK LEAVE
1.
All permanent full-time Employees covered by this agreement shall be granted
sick leave with pay of one (1) working day for every month of service during the
remainder of their first calendar year of service and fifteen (15) working days in
each calendar year thereafter, which shall accumulate from year to year. The
BOROUGH shall post and update each week a list of remaining days of sick leave
of each Employee.
An Employee absent on sick leave shall submit acceptable medical evidence
substantiating the illness, if requested by the BOROUGH and not in violation of
Civil Service requirements.
An employee that uses a sick day before or after a designated holiday must
produce a doctor’s note the following work day. If a doctor’s note is not
provided, the employee will be charged unpaid sick time and will not be
compensated the holiday pay. For example, if a holiday falls on a Friday, and an
employee uses a sick day on Thursday, without providing a doctor’s note, that
employee shall not be paid for Thursday and Friday.
14
2. All covered personnel shall be entitled to a credit of unused accumulated sick
leave time at the time of retirement, provided, however, that no Employee shall be
given credit for accumulated sick leave beyond 65 days. All Employees hired
between January 1, 1988 and December 31, 1991 shall only be entitled to credit
for 65 working days of accumulated sick leave time. All Employees hired after
January 1, 1992 shall be capped at $15,000 in accumulated sick leave time.
Notwithstanding the foregoing, if a member is entitled to a credit of unused
accumulated sick leave time at the time of retirement, they may elect to receive a
lump sum cash payment or severance pay equivalent to the unused accumulated
sick pay up to 65 days, capped at $15,000 for those employees hired after January
1, 1992.
3. All covered personnel, hired prior to January 1, 1988 may request approval of the
BOROUGH to terminate work prior to retirement by the length of time equal to
accrued vacation time and/or up to 130 days accrued sick leave with pay. Except
that all Employees hired between January 1, 1988 and December 31, 1991 shall
only be entitled to request approval of the BOROUGH to terminate work prior to
retirement by the length of time equal to accrued vacation time and/or up to 65
days accrued sick leave with pay. This provision does not apply to employees
hired after January 1, 1992. Should any Court ruling or Administrative decision
invalidate this paragraph, then same prospectively will be of no force and effect
and will be severed from this agreement.
4. Sick leave with pay is hereby defined to mean a necessary absence from duty due
to illness, injury or exposure to contagious disease and may include absence due
to illness in the immediate family of the Employee requiring attendance upon a
member of the immediate family.
ARTICLE XI
WORK INCURRED INJURY
1.
Where an Employee covered under this Agreement suffers a work-connected
injury or work-connected disability, the BOROUGH shall continue paying such
Employee his normal take-home pay during the continuance of such Employee’s
inability to work up to a maximum of one hundred twenty (120) working days per
injury/per case number. During this period of time, all temporary disability
benefits accruing under the provisions of the Workmen’s Compensation Act shall
be paid over to the BOROUGH; in the alternative, the BOROUGH may pay such
Employee the difference between normal take-home pay and the temporary
disability Workmen’s Compensation awarded up to a maximum of one hundred
twenty (120) working days. These payments shall not be chargeable to the
Employee’s sick leave including the first seven days that the employee is unable
to work due to the work connected injury.
15
Notwithstanding the aforesaid, pension and retirement fund payments paid by the
BOROUGH shall continue to be computed and paid as though the Employee were
receiving full pay.
2.
In the event the Employee contends that he is entitled to a period of disability
beyond the period established by the treating physician, or a physician employed
by the BOROUGH or by its insurance carrier, then, and in that event, the burden
shall be upon the Employee to establish such additional period of disability by
obtaining a judgment in the Division of Workmen’s Compensation establishing
such further period of disability and such findings by the Division of Workmen’s
Compensation or the final decision of the last reviewing Court shall be binding
upon the parties.
3.
In the event a dispute arises as to whether an absence shall be computed or
designated as sick leave time or as to work connected injury, the parties agree to
be bound by the decision of an appropriate Workmen’s Compensation Judgment,
or if there is an Appeal therefrom, the final decision of the last reviewing Court.
ARTICLE XII
PERSONAL LEAVE
1.
All covered personnel shall receive four (4) workdays of personal time in addition
to current vacation and holiday entitlement. Employees may use this time at their
discretion, with the approval of the Department Superintendent.
2.
Employees must give their superior notice of their intention to take personal leave
time as soon as possible.
3.
Personal leave time under this Article shall be granted in units of not less than one
(1) day for each occasion.
ARTICLE XIII
BEREAVEMENT LEAVE
1.
All permanent full-time Employees covered by this Agreement shall be entitled to
four (4) days leave with pay upon the death of a member of his immediate family
with the consent of his superior or his designated representative.
2.
Immediate family shall include spouse, children, parents, brothers, sisters, and
grandparents of an Employee or of the Employee’s spouse.
3.
Such funeral leave shall not be charged against the Employee’s vacation, sick, or
personal leave.
4.
Any extension of absence under this Article, however, may be had with the
consent of the Department Superintendent, to be charged against available
vacation time or at the Employee’s option be taken without pay of a reasonable
period, said period not to exceed ten (10) days.
16
5.
In the event of the death of any Employee, the BOROUGH will grant one funeral
leave to four (4) co-Employees of the deceased, to be chosen by the Employees,
with the reasonable approval of the Department Superintendent as to personnel,
for purposes of their attending such deceased Employee’s funeral service and
burial.
ARTICLE XIV
LEAVE OF ABSENCE
This provision shall be governed by N.J.AC. 4A:6-1.l. The Employee shall submit in
writing all facts bearing on the request to his superior or the superior’s designated
representative, who shall append his recommendations and forward the request to the
BOROUGH. The BOROUGH shall consider each case on its merits and without
establishing a precedent. The Borough’s decision shall be non-grievable.
ARTICLE XV
SALARIES
1.
The base salaries for the calendar years 2025, 2026 and 2027 shall be as set forth
in Schedule “B”. The base salaries for the calendar year 2025, 2026 and 2027 are
subject to renegotiation if not ratified by the Governing Body of the BOROUGH
in accordance with Article XXIV;
2.
An Employee’s initial anniversary date is established at the time of hiring or
rehiring. Those hired prior to June 30 will observe January 1 of the same year as
their anniversary date. Those hired or rehired after June 30 will observe July 1 of
the same year as their anniversary date. Anniversary dates may be altered by
subsequent promotions or dates on which an Employee is rehired. Anniversary
dates designate the date on which increment may become effective and may not
be less than one (1) year.
3.
If in 2025, any appointment is made to the position of Public Works Repairer
from the position of Laborer 1, the employee appointed shall immediately receive
the pay called for Laborer 1, 3rd Grade. In 2026, they shall receive the pay called
for Public Works Repairer, 1st Grade, and shall then proceed through grades
accordingly.
ARTICLE XVI
MEDICAL COVERAGE
The BOROUGH will provide and pay for Blue Cross, Blue Shield, and Major Medical
Insurance for Employees covered by this Agreement and their families, or similar type
coverage with the same or substantially similar benefits as are available under the State
Health Benefits Plan. This contribution shall be based upon the formula contained in
P.L. 2011 c. 78.
17
All eligible Employees will be covered by Group Family Dental Plan, Inc., Intermediate
Plan II-V or such other similar plan that is mutually acceptable. Single Employees shall
pay two ($2.00) Dollars per pay and Employees with families of two (2) or more persons
shall pay four ($4.00) Dollars per pay, if they elect coverage, an orthodontic rider may be
purchased by a covered Employee for his family at his own expense. The Borough
retains the right to change carriers provided the level of benefits remains the same.
ARTICLE XVII
INSURANCE
The BOROUGH will provide insurance coverage to Employees covered under this
Agreement, protecting them from civil suits arising out of the performance of their duties.
ARTICLE XVIII
SENIORITY: LAYOFF: PROMOTIONS: TRAINING
1. In the event the BOROUGH deems it advisable or necessary to lay off any
Employees, the Employees first laid off shall be those with the least seniority.
Such Employees shall be placed on a re-employment list and in the event the
BOROUGH should rehire any Employees, the persons first rehired shall be those
with the greatest seniority.
2. The BOROUGH may permit one (1) Employee in the Department to attend a
mechanic’s school or school for other job-related subjects either in his spare time
or on a leave of absence granted by the BOROUGH without pay. The decision of
the BOROUGH shall be non-grievable. The ASSOCIATION shall submit names
of all Employees in the Department who are interested in attending school to the
Superintendent of the Department and the Superintendent of the Department, with
the consent of the Governing Body of the BOROUGH, shall choose such persons
on the list to attend the authorized and approved mechanic’s, etc. school. Upon
successful completion of the approved course, and such Employee’s return to
employment with the BOROUGH, the BOROUGH shall reimburse such
Employee for the cost of such course.
3. The BOROUGH, or the Superintendent, if so authorized by the BOROUGH may
permit Employees to attend occasional seminars and courses for periods of not
more than two (2) weeks each year and one or two day refresher courses designed
to increase an Employee’s existing skills or to obtain additional skills, upon
BOROUGH time and with pay. In some cases, the Borough may even require that
an employee take continuing education or training.
Conventions, conferences, and seminars can provide employees with information
and insight about current practices in their fields, as well as guide the employees
with effective tools to assist them in addressing issues related to their positions.
Regular full-time employees and regular part-time employees may submit a
request to participate in conferences, conventions, and seminars that contribute to
18
the employee's career development or to the operations of the Borough. Requests
must be submitted if the event occurs during the employee's normal working
hours and/or the employee wishes reimbursement or payment for all or part of the
costs to attend the event. The request must be made to the Borough Administrator
prior to sending in registration materials for the event.
All requests must be approved by the Borough Administrator and are subject to
budgetary constraints and needs of the employee's department at the time of
request. Costs eligible for coverage by the Borough include registration, travel
and subsistence expenses, and the cost of lodging if the program requires
participation of more than one (1) day in duration. Approved requests for cost
coverage may be made on either a direct payment or a reimbursement basis. A
cap will be set on subsistence reimbursement.
Job-related training shall be incurred at the nearest and most appropriate location
to Waldwick to reduce the amount of travel time and costs.
Approval for direct payment or reimbursement for training or continuing
education courses will be made on the following criteria:
• Prior to employee registration in the course, the Borough Administrator
must determine that Borough funds are available for the tuition and other
related costs.
• Prior to employee registration in the course, the Borough Administrator
must approve the applicability of course training to employee's present
position.
• Prior to employee registration in the course, the Borough Administrator
will determine the specific costs and amount of tuition to be paid or
reimbursed by the Borough.
• The Borough Administrator will also determine which of those costs will
be paid directly and which to be reimbursed.
• Upon completion of the course, the employee must demonstrate
satisfactory fulfillment of the training with a course certificate or proof of
attendance. A copy of this certification will be maintained in the
employee's personnel file.
• Once satisfactory completion has been demonstrated, the Borough will
reimburse the employee for the specific costs agreed to by the Borough
Administrator in advance.
If an employee leaves the position within twenty-four (24) months of
completing a course, seminar or conference for which the Borough paid, the
employee shall reimburse the Borough for the full cost of the tuition for the
course, seminar, or conference. The decision of the BOROUGH or the
Superintendent as the case may be shall be non-grievable.
19
Professional Dues:
The Borough encourages employees to participate with professional organizations
that are related to the employees’ job responsibilities and that are mutually
beneficial to both the Borough and employee. The Borough may pay dues for
professional organizations for employees when beneficial to the Borough, if such
funds have been approved in the current budget and if the membership is job-
related. The Borough Administrator must authorize payment of any membership
dues.
ARTICLE XIX
MILITARY LEAVE
Military leave for the Employees training or serving with the National Guard or the
Armed Forces of the United States will be granted in accordance with the laws applying
to such cases.
ARTICLE XX
PENSION
1.
The BOROUGH shall provide pension and retirement benefits to Employees
covered by this Agreement pursuant to provisions of the statutes and laws of the
State of New Jersey.
2.
The BOROUGH will pay to the appropriate Retirement Fund all required
amounts.
ARTICLE XXI
GRIEVANCE PROCEDURE
A “grievance” is hereby defined as any difference or dispute between the BOROUGH
and the Employee covered by this Agreement by means of which such Employee or
representative of such Employee may appeal the interpretations, application or violation
of policies, agreements and administrative decisions affecting the Employees’ terms and
conditions of employment.
Step 1:
The aggrieved Employee or the ASSOCIATION representative designated shall present
and discuss the grievance with his immediate supervisor within five (5) working days of
the occurrence of the same. The name of any such designated representative shall be
immediately communicated to the Employer. Any grievance not presented within five (5)
working days of occurrence is deemed waived. The immediate supervisor must reply to
the grievance within five (5) working days of its presentment to him.
20
Step 2:
If the grievance is not settled at Step 1, it shall be reduced to writing by the
aggrieved party within five (5) working days of the reply from the supervisor.
One copy shall be given to both the Borough Administrator and the head of the
department involved. The department head and the ASSOCIATION
representative shall meet within five (5) working days of the receipt of the written
grievance to attempt to settle the grievance. Any grievance not reduced to writing
and presented to the department head and the Borough Administrator within five
(5) working days of the failure to settle pursuant to Step 1 is deemed waived. A
written receipt will be given by the Borough Administrator.
Step 3:
If after completion of Step 2 the parties have not arrived at a mutually satisfactory
settlement of the grievance, then a meeting shall be arranged between the
representative of the ASSOCIATION, the aggrieved Employee and the Borough
Administrator of the Borough of Waldwick with the object of settling the
grievance. Both parties may consult with other persons as they deem necessary.
The parties shall meet within seven (7) working days of completion of Step 2.
They may, however, by written mutual consent extend the time to meet.
Nothing contained in this Article shall limit the right of an Employee to process
his own grievance provided, however, the ASSOCIATION shall be notified by
the BOROUGH of all such situations and shall have the right to be present during
the same, and further provided, that any agreement reached with any such
Employee shall not violate this Agreement.
Failure to proceed with the times set forth in this Article shall be conclusively
deemed a waiver of the right to grieve and the right to a determination.
All management rights and prerogatives shall be excluded from the grievance
procedure contained in this Article unless specifically included hereinafter.
ARTICLE XXII
ARBITRATION
1.
If a grievance is not settled pursuant to Article XXI, such grievance shall at the
request of the BOROUGH or the ASSOCIATION be referred to the Public
Employment Relations Commission for selection of an Arbitrator according to its
rules. Such referral must be made within seven (7) working days of the failure to
settle the grievance under Step 3. Failure to proceed with the time set forth for
arbitration shall be conclusively deemed a waiver of the right to arbitration.
2.
The decision of the Arbitrator shall be non-binding upon the parties. The expense
of such arbitrations shall be borne equally by the parties.
21
3.
It is expressly agreed that all managerial rights and prerogatives are not subject to
arbitration.
4.
It is understood that no arbitration case under this Agreement shall be heard
within 31 days of the filing of the grievance. If an Employee files an appeal to the
Civil Service Commission, he must abandon the arbitration proceeding.
ARTICLE XXIII
OTHER MISCELLANEOUS PROVISIONS
1.
It is understood and agreed that if any portion of this Agreement or the application
of this Agreement to any person or circumstance shall be ruled invalid by a Court
of Law or Administrative Body having jurisdiction over the BOROUGH and its
Employees, then the remainder of this Agreement and the application of such
provision to other persons or circumstances shall not be affected thereby. If any
such provisions are determined to be invalid, the BOROUGH and the
ASSOCIATION will meet for the purpose of negotiating changes caused thereby.
2.
The failure of either party to pursue any rights granted herein shall not be deemed
to be a waiver of such party’s exercise thereof in the future.
3.
As a result of the effect of this Agreement upon past practices, no Employees
shall be required to reimburse the BOROUGH for any greater benefits, which
may have been granted prior to the execution of this Agreement. Nothing herein
contained shall be interpreted and/or applied so as to eliminate, reduce or
otherwise detract from any Employee benefit existing prior to the effective date
hereof.
ARTICLE XXIV
DURATION
1. This Agreement shall be effective as of January 1, 2025 but only if ratified by the
membership of the ASSOCIATION and the Governing Body of the BOROUGH,
and when it becomes effective, it shall remain in full force and effect until and
including December 31, 2027.
2. All notices required to be sent hereunder shall be deemed to be properly served
upon the ASSOCIATION by mailing the same, certified mail, return receipt
requested, to the President of the ASSOCIATION, or any member of the
Executive Committee or by personal service on any of such persons and receipt of
a signed, dated, receipt for the same from such person. Service of notices on the
BOROUGH, or any superior or the Administrator upon whom the same is
required pursuant to the provisions of this Agreement, shall be made by certified
mail, return receipt requested, or by personal service upon such person, or to the
Borough Clerk at the Municipal Building provided there is obtained a signed
dated receipt. The ASSOCIATION shall notify the BOROUGH of the name and
address of each of its officers and the members of its Executive Committee and of
any changes therein during the terms of this Agreement.
22
IN WITNESS THEREOF, the Parties hereto have entered their hand and seal this
day of , 2025
____________________________
BY: ____________________________
Kelley Halewicz, Municipal Clerk
Thomas Giordano, Mayor
WITNESS:
WALDWICK PUBLIC WORKS
EMPLOYEES ASSOCIATION
As to Waldwick Public
Works Employees Association
___________________________________
___________________________________
___________________________________
23
SCHEDULE “A”
VACATION
1-6 years of service
12
working days per year
7-14
years of service
18
working days per year
15-24 years of service
24
working days per year
25-29 years of service
25
working days per year
30+ years of service
26
working days per year
24
SCHEDULE “B”
SALARIES
During the life of this contract, covered employees within the step guide shall be given a
step increase upon their anniversary date as stated in Article XV Paragraph 2. No
employee shall be allowed to move backwards on the scale due to contract changes. For
the purposes of this contract and to clarify where each employee falls under this, the
following shall set each Employees applicable table, title, and step as of January 1, 2025:
Name
Table
Title
Step
Biele
A
Water Supervisor
Top Step
Rutkowski
A
Public Works Supervisor
Top Step
Flatten
A
Public Works Repairer
Top Step
Paras
A
Public Works Repairer
Top Step
Linnartz, C
A
Public Works Repairer
Top Step
Moses
B
Public Works Repairer
7th Grade
Basso
B
Public Works Repairer
7th Grade
Weber
B
Public Works Repairer
7th Grade
Levine
B
Public Works Repairer
4th Grade
DiClemente
B
Public Works Repairer
3rd Grade
Kaszuba
B
Public Works Repairer
3rd Grade
Cortez
B
Laborer 1
3rd Grade
Kempenski
B
Public Works Repairer
1st Grade
Linnartz, H
B
Laborer 1
2nd Grade
Doheny
B
Laborer 1
2nd Grade
25
TABLE A
EMPLOYEES HIRED BETWEEN JANUARY 1, 1992 AND DECEMBER 31, 2012
Title
2025
2026
2027
Salary
Salary
Salary
Public Works Supervisor
$ 99,137 $ 103,102 $ 107,227
Water Supervisor
$ 99,137 $ 103,102 $ 107,227
Public Works Repairer Top Step
$ 88,909 $ 92,465
$ 96,163
Public Works Repairer 9th Year
X
X
X
TABLE B
EMPLOYEES HIRED AFTER JANUARY 1, 2013
Title
2025
2026
2027
Salary
Salary
Salary
Public Works Supervisor
$ 99,137
$ 103,102
$ 107,227
Water Supervisor
$ 99,137
$ 103,102 $ 107,227
Public Works Repairer 10th Grade + $ 88,370
$ 91,905
$ 95,581
Public Works Repairer 9th Grade
$ 84,418
$ 87,795
$ 91,306
Public Works Repairer 8th Grade
$ 80,463
$ 83,681
$ 87,028
Public Works Repairer 7th Grade
$ 76,508
$ 79,568
$ 82,751
Public Works Repairer 6th Grade
$ 72,554
$ 75,456
$ 78,474
Public Works Repairer 5th Grade
$ 68,598
$ 71,342
$ 74,196
Public Works Repairer 4th Grade
$ 64,643
$ 67,229
$ 69,918
Public Works Repairer 3rd Grade
$ 60,689
$ 63,117
$ 65,641
Public Works Repairer 2nd Grade
$ 56,734
$ 59,003
$ 61,364
Public Works Repairer 1st Grade
$ 52,779
$ 54,890
$ 57,086
Laborer 1 3rd Grade +
$ 48,825
$ 50,778
$ 52,809
Laborer 1 2nd Grade
$ 44,870
$ 46,665
$ 48,531
Laborer 1 1st Grade
$ 40,915
$ 42,551
$ 44,253
26
STATE OF NEW JERSEY
SS:
COUNTY OF BERGEN
BE IT REMEMBERED that on this day of , 2025
before me the subscribed, a Notary Pubic of the State of New Jersey, personally appeared
who being by me duly sworn on her oath says that she is the Borough Clerk of the
Borough of Waldwick, the Borough named in the foregoing Instrument; and she well
knows the corporate seal of said Borough of Waldwick; that the seal affixed to said
Instrument is the corporate seal of the said Borough of Waldwick that the seal was so
affixed and the said Instrument signed and delivered by who was at the date thereof the
Mayor of said Borough of Waldwick, in the presence of this deponent; the said Mayor, at
the same time, acknowledged that he signed, sealed and delivered the same as his
voluntary act and deed, and as the voluntary act and deed of said Borough of Waldwick,
by virtue of authority from its governing body and that deponent; at the same time,
subscribed her name to said Instrument as an attesting witness to the execution thereof.
Sworn and subscribed to
before me this day of
, 2025.
27
STATE OF NEW JERSEY
SS:
COUNTY OF BERGEN
BE IT REMEMBERED that this
day of
, 2025 before me, the
subscriber, a Notary Public of the State of New Jersey personally appeared Bargaining
Agents of the Waldwick Public Works Employees Association, who, I am satisfied are
the persons named in and who executed the within Instrument, and thereupon they
acknowledged that they signed, sealed and delivered same as their act and deed, for the
uses and purposes therein expressed.
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Kelley Halewicz
Municipal Clerk
Thomas Giordano
Mayor
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First Discovered
Apr 3, 2026
Last Info Update
Apr 7, 2026
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