Winthrop Library Staff Association.PDF

Town of Winthrop · from StateReference · 41 pages · 1.1 MB
open the file ↗ · original at the source ↗

SIDE LETTER OF AGREEMENT

The Town of Winthrop and the Winthrop Library Staff Association, Massachusetts Library Staff
Association, AFT-MA, AFT, AFL-CIO, hereby’ enter into this Side Letter of Agreement in the matter of
the utilization of volunteers. This agreement/does not set precedent for future relations and/or dealings
between the parties

It is agreed that the following terms shall govern:

1. This agreement will be in effect October 14, 2013 through March 14, 2014 unless there is an
agreement to extend by both parties. If there is no extension of this Agreement, terms and
conditions set forth in the current collective bargaining agreement between the parties as well as
current practices will govern. ;

2. During the above referenced time period the Library will be able to utilize the services of three
(3) unpaid volunteers five (5) days per week solely for the purposes of shelf reading and returning
books to shelves.

3. On March 15, 2014 an assessment will be done to determine the future of this agreement. If the
parties agree, these terms will be renewed or amended. If there is no mutual agreement the
responsibility of shelf reading and the shelving of books will return to the realm of library page

duties.
4 7 ~Vy Fi lapadd.
anager Winthrop Library Staff Association
jo/)? 12 QIMAO 2013,

Date Date

po MEMORANDUM OF AGREEMENT
Between
Town of Winthrop
And
Winthrop Library Staff Association, AFT-MA, AFT, AFL-CIO

| This Memorandum of Agreement is entered into by and between the Town of
Winthrop and the Winthrop Library Staff Association.

The Collective Bargaining Agreement between the parties for the period of July 1,
2011 through June 30, 2014 is amended as follows:

1. Article 30 - Longevity

Section 30.1

Annual longevity payments will be made to qualified permanent full-time
employees who have worked the required number of years as of July 1, 2013 of
the fiscal year of which the payment is to be made.

Five (5) years service as of July 1 $375.00
Ten (10) years service as of July 1 $550.00
Fifteen (15) years service as of July 1 $600.00
Twenty (20) years service as of July 1 $650.00

Thirty (30) years of service as of July 1 $700.00

Section 30.3

All other part-time employees shall be eligible for pro-rated longevity payments
based on the following schedule:

After ten (10) years of consecutive service $550.00
After fifteen (15) years of consecutive service $600.00
After twenty (20) years of consecutive service $650.00

an

Nee

This Agreement satisfies any bargaining obligation of the Town under the
contract reopener until June 30, 2014.

Signed and sealed this / % day of (gual 2013.

Winthrop Library Staff Association
AFL-CIO

MEMORANDUM OF AGREEMENT
Between
Town of Winthrop
And
Winthrop Library Staff Association, AFT-MA, AFT, AFL-CIO

This Memorandum of Agreement is entered into by and between the Town of
Winthrop and the Winthrop Library Staff Association.

The Collective Bargaining Agreement between the parties for the period of July 1,
2011 through June 30, 2014 is amended as follows:

1. Article 30 - Longevity

Section 30.1

Annual longevity payments will be made to qualified permanent full-time
employees who have worked the required number of years as of July 1, 2013 of
the fiscal year of which the payment is to be made.

Five (5) years service as of July 1 $375.00
Ten (10) years service as of July 1 $550.00
Fifteen (15) years service as of July 1 $600.00

Twenty (20) years service as of July 1 $650.00
Thirty (30) years of service as of July 1 $700.00

Section 30.3

All other part-time employees shall be eligible for pro-rated longevity payments
based on the following schedule:

After ten (10) years of consecutive service $550.00
After fifteen (15) years of consecutive service $600.00
After twenty (20) years of consecutive service $650.00

~~

This Agreement satisfies any bargaining obligation of the Town under the
contract reopener until June 30, 2014.

Signed and sealed this_/7day of Cael 2013.

Winthrop Library Staff Association
AFL-CIO

ae
a,

a cee ol

MEMORANDUM OF AGREEMENT
Between the
Town of Winthrop
and the

Winthrop Library Staff Association

This Memorandum of Agreement is entered into by and between the Town of Winthrop (hereinafter the
Town) and the Winthrop Library Staff Association (hereinafter the Association).

Whereas, the Town and the Association are parties to a Collective Bargaining Agreement for the period
July 1, 2008 through June 30, 2011; and

Whereas, the Town and the Association have, pursuant to Massachusetts General Laws Chapter 150E,
negotiated the terms for a successor agreement to be effective July 1, 2011. :

Now, therefore, the Negotiating Subcommittee of the Employer, acting subject to the ratification of this
Memorandum of Agreement by the full governing body of the Employer to whom the Subcommittee
agrees to recommend acceptance, and the Negotiating Subcommittee of the Association, acting subject to
the ratification of this Agreement by the membership of the Association to whom the Negotiating
Subcommittee agrees to recommend acceptance, the parties agree as follows:
“he

The terms.and conditions of employment set forth in the collective bargaining agreement for the

period July 1, 2008 through June 30, 2011 shall remain in full force and effect for the period July 1,

2011 through June 30, 2014, except as modified below.

1, ARTICLE 19; VACATIONS

Amend to read as follows:

Section 19.6: All permanent part-time employees shall be eligible for vacation on the basis set forth
above pro-rated to their hours of work.

2. ARTICLE 23; PERSONAL LEAVE

Amend to read as follows:

All permanent full-time and part time employees shall be eligible for two (2) days of leave which may be
taken during any calendar year for imperative personal business which could not be effectively conducted
outside of work hours. Notice and the nature of such leave must be made in writing to the Director as
soon as possible and not less than twenty-four (24) hours before the absence occurs, whenever possible.

Page 1

3. ARTICLE 25; SICK LEAVE

Amend to read as follows;

Section 25.9: All permanent part time employees will be eligible for sick leave as set forth above at
Sections 1-8, pro-rated to their hours of work.

4. ARTICLE 28; HEALTH AND SAFETY

Amend to read as follows:

The parties agree to abide by all regulations of the Department of Health of the Town of Winthrop, the
Commonwealth of Massachusetts and of the Department of Public Safety. Employees will not be
required to report to work on days when the Library is closed because of extreme weather or other

compensatory day. If the Library does not open the employee will not ‘be charged a vacation or
compensatory day.

5. SALARY ~*~
Effective July 1, 2011: 0%

Effective July |, 2012: 1.5% to the salary schedule

Effective January 1, 2013: 0.5% to the salary schedule

Effective July 1, 2013: 1% to the salary schedule

Effective August 1, 2014: 2% to the salary schedule

Uf any other Town bargaining unit receives a Salary increase greater than that listed above, the
parties agree to reopen the collective bargaining agreement to negoliate salary increases,

Wherefore, the pasties, by their duly-authorized representatives, have caused this Memorandum of
Agreement to be executed this 24 day of October 2012.

an

at Oe 2 coh, et le. won
r the Town For the Association Le. > Dey
: Pore ae tf

Page 2

RECEIVED

MEMORANDUM OF AGREEMENT

The Town of Winthrop and the Winthrop Library Staff

Association, AFT-MA, AFT, AFL-CIO, hereby mutually agree that the
Collective Bargaining Agreement between them for the period of
July 1, 2005 through June 30, 2008 shall be extended except for
the following changes and modifications.

1.

29

1] HAR 24 PH |

Wages

Effective July 1, 2010 salaries will be increased by 2%

Article 10A — Layoff and Recall

Section 1. In the event it is necessary (due to bona fide
economic reasons) to reduce the workforce, the Employer
shall notify the Union at least thirty (30) days in advance
of the need for reductions. The thirty day period will not
apply if there are exigent circumstances. The parties
shall then meet to determine ways to avoid any reductions
in force.

Section 2. When reductions remain necessary, voluntary
reductions shall occur prior to forced reductions.

Section 3. If there are no voluntary reductions, seniority
shall be the governing factor. Layoffs shall be
accomplished in reverse order of seniority: the least
senior employee within the job classification targeted for
reduction shall be the first laid off.

Section 4. If a position is to be eliminated or is to

fBeperience a reduction in hours, affected employees will

@é€ain bumping rights. The employee exercising bumping

ebghts shall be able to bump into another bargaining unit
ition held by a less senior employee provided the

“er Loyee possesses the skills and abilities necessary to

feetorm the duties of the position. The employee bumped

shell also have bumping rights subject to the above
'Srovisions.

Section 5. Laid-off employees shall be entitled to recall
rights to any position for which (s)he possesses the
necessary skills and abilities. Recall rights shall
continue for up to two (2) years from the date of being
laid off. Recall shall be conducted on the basis of
seniority (employees with greater seniority shall be the
first to be recalled). laid-off employees are required to
notify the Library Director of their current address. Once
recall notice is received by the employee, (s)he must

\
i
/

respond in writing within ten (10) days either accepting or
rejecting the recall notice. If employee rejects the
recall notice, the employee shall be removed from the
recall list.

Section 6. No new employees shall be hired into a position
while an individual has recall rights to that position.

Section 7. Notwithstanding anything to the contrary in
Article 10 “Seniority” employees who are recalled pursuant
to these provisions will be immediately credited with prior
continuous service for the purposes of seniority, and shall
be afforded all rights and benefits they held prior to
being laid off (provided such rights and benefits have not
been altered in ensuing collective bargaining agreements.
In such instances, the employee will be afforded rights and
benefits in accordance with the Agreement in place at the
time of his/her recall.

Article 18, Holidays

Add the following paragraph to 18.1:

Any employee required to work Evacuation Day or Bunker Hill
Day will receive a floating holiday to be taken with the
approval of the Library Director.

Article 11, Hours of Work and Overtime 11.7

The parties agree to incorporate the Memorandum of
Agreement attached hereto dated December 30, 2009.

Article 33, Section 33.1

Delete and replace with as follows:

Section 33.1: Subject to Section 2 of this Article, this
Agreement shall become effective July 1, 2008 and shall
continue to be in effect up to and including June 30, 2011
and shall, thereafter, automatically renew itself for
successive terms of one (1) year each unless sixty (60)
days prior to December 31, 2010 or any December 31°*
thereafter either the Employer or the Union shall have
given the other written notice of its desire to modify or
terminate said Agreement.

Ned ‘and sealed this 94 day of Why Ut. , 2011.

i Maflaget Winthrop Library Staff
Association AFL-CIO

COLLECTIVE BARGAINING
AGREEMENT

TOWN OF WINTHROP
AND
WINTHROP LIBRARY STAFF ASSOCIATION
M.S.L.A

JULY 1, 2005 THROUGH JUNE 30, 2008

‘

ARTICLE

ARTICLE 01
ARTICLE 02
ARTICLE 03
ARTICLE 04
ARTICLE 05
ARTICLE 06

ARTICLE 07

ARTICLE 08

ARTICLE 09

ARTICLE 10
ARTICLE 11
ARTICLE 12
ARTICLE 13
ARTICLE 14
ARTICLE 15
ARTICLE 16
ARTICLE 17
ARTICLE 18

ARTICLE 19

Table of Contents

TITLE

INTENT AND PURPOSE

RECOGNITION

RIGHTS OF THE EMPLOYER

PAST PRACTICE - ENTIRE AGREEMENT
CONTINUITY OF EMPLOYMENT
NON-DISCRIMINATION

UNION ACTIVITY ON DEPARTMENT
PROPERTY

DUES DEDUCTION
DEFINITION OF PERMANENT FULL TIME
AND PART TIME EMPLOYEES;
PROBATIONARY PERIOD

SENIORITY

HOURS OF WORK, OVERTIME
VACANCIES AND TRANSFERS
VOLUNTEERS

PERSONNEL FILES

GRIEVANCE PROCEDURE —
ARBITRATION

DISCIPLINE

HOLIDAYS

VACATIONS

10

11

11

11

13

15

15

17

oy
ae

COLLECTIVE BARGAINING AGREEMENT
TOWN OF WINTHROP
AND

WINTHROP LIBRARY STAFF ASSOCIATION

PREAMBLE

This Agreement is entered into this 11" day of December 2000, by the Town of Winthrop,
Massachusetts (hereinafter referred to as the “Employer”) and the Winthrop Library Staff

Association, Massachusetts Library Staff Association (hereinafter referred to as the “Union”).

ARTICLE 01
INTENT AND PURPOSE

The general intent and purpose of this Agreement is in the mutual interest of the Town and the
Union to provide quality library services for the citizens of the Town of Winthrop and efficient

utilization of resources.

By the consummation of this Agreement the parties seek to continue and promote harmonious
relations and mutual cooperation between the Employer and the Union: to formulate work rules
to govern the relationship; to insure the uninterrupted operation of library services; to set forth
the agreement of the parties with respect to rates of pay, hours of work and conditions of
employment under which members represented by the Union perform their duties; and, to
provide for an orderly and equitable adjustment of all grievances as herein defined, all with the
goal of improving the library services in the Town of Winthrop. In seeking to achieve these
goals, the parties acknowledge that the Employer has and must retain complete authority over the
policies and administration of the department, which it exercises under law, except as expressly

modified by a specific provision of this Agreement.

ARTICLE 02
RECOGNITION

Section 02.1 Subject to any applicable provision of state or federal law, or regulation now or
hereafter in effect, the Employer recognizes the Union as the exclusive collective bargaining
agent in respect to wages, hours and terms and conditions of employment for all employees both
permanent full time and permanent part-time of the Town of Winthrop in the Public Library,
excluding the Director of the Library, Custodians, all seasonal and/or casual employees, and all

other employees of the Town of Winthrop.

Section 02.2. The Employer will not aid, promote or finance any labor groups or organizations
which purport to engage in collective bargaining, or make any agreement with any such groups
for the purpose of undermining the Union or changing any condition contained in this

Agreement.

ARTICLE 03
RIGHTS OF THE EMPLOYER

Section 03.1: In recognition of the fact that the laws of the Commonwealth of Massachusetts
vest responsibility to the people of the Town of Winthrop in the Town Manager as the Employer,
the Board of Trustees, and the Director for the efficient and economical operation of municipal
services in general and the Library specifically, it is herein agreed that except as specifically and
directly modified by express language in a specific provision of this Agreement, the Employer
and Director retain all rights and powers that they have or may hereafter be granted by law in
managing the said Library and directing the working force and may exercise the same at their
discretion without any such exercise being made the subject of a grievance except as expressly

provided herein.

Said rights and powers include but are in no way to.be construed as limited to: the establishment
of rules and regulations; the right to determine the extent to which work will be performed by
members of the bargaining unit; the right to hire, fire, suspend, demote or discipline for just
cause; to classify, promote, transfer permanently or temporarily; to determine hours for and the

number of employees required at any location; to determine the qualifications and competence

co”

ee

of} to evaluate the performance of; to assign any added, lessened or differed work or
responsibility to; to set standards and requirements applicable to the eligibility for any in-step
wage increases for; to make any pay deduction because of absence or failure to perform work by
any employee covered by this Agreement; and to introduce new or to change existing operational

methods.

The above rights are the prerogatives of the Employer subject only to such limitations as are

expressly provided for in this Agreement.

ARTICLE 04 .
PAST PRACTICE - ENTIRE AGREEMENT

This Agreement is a complete agreement between the parties covering all mandatory subjects of
discussion. The parties agree that the relations between them shall be governed by the terms of

this Agreement only.

No prior agreements or understandings, oral or written, shall be controlling or in any way affect
the relations between the parties unless and until such agreements or understandings have been

reduced to writing and duly executed by both parties subsequent to the date of this Agreement.

All matters not dealt with herein shall be treated as having been brought up and disposed of and
the parties shall be under no obligation to discuss any modifications or additions to this
Agreement which are to be effective during the term thereof. No change or modification of this
Agreement shall be binding on either the Employer or the Union unless reduced to writing and
executed by the respective duly authorized representatives. All rules and regulations of the
Personnel Board dealing with employees which are not in direct conflict with specific provisions
of this Agreement are incorporated herein by reference. Copies of such rules and subsequent

amendments thereto will be provided to the Union when printed.

ARTICLE 05
CONTINUITY OF EMPLOYMENT

NS

Section 05.1: The Union agrees that no employee shall engage in, induce or encourage any
strike (whether sympathetic, general or any other kind), walkout, work stoppage, sitdown,
slowdown, withholding of services, or any other direct or indirect interference, concerted or

otherwise, with the Employer’s operations. The Employer agrees not to conduct a lockout.

Section 05.2: The Employer may impose disciplinary action, including discharge, upon any and
all of the employees involved in a violation of this Article. Such action shall not be subject to the
grievance or arbitration procedure hereunder except as to the question of whether or not the
employees who were disciplined in fact engaged in, induced or encouraged such conduct.
Notwithstanding the foregoing, the parties agree that the Massachusetts Labor Relations
Commission has jurisdiction under M.G.L. c. 150E over any strike or prohibited practice set
forth above.

Section 05.3: The Employer also retains the right to recover from the Union or any officers,
agents or members thereof, either through legal procedures as provided by law, or through the
grievance and arbitration procedures established by this Agreement, or both, such damages as it
may suffer by reason of violation of this Article except that no person (including the Union) shall
be liable if he did not engage in, induce or encourage activity in violation of Section 1, and such

persons take all lawful steps reasonably within their power to have such activity terminated.

The Union retains similar rights against the Town in the event of an illegal lockout by the

Employer.

ARTICLE 06
NON-DISCRIMINATION

Section 06.1: There shall be no discrimination, interference, restraint or coercion by the
Employer or the Union or their respective agents against any employee because of membership

or non-membership in the Union.

Section 06.2: The-Union agrees to represent all employees covered in this Union without regard

to membership or participation in, or association with the activities of the Union, or any other

employee organization, and continue to admit said persons to membership without qualification,
other than the payment of periodic dues or initiation fees regularly required by the Union. There
shall be no discrimination by either party against any employee because of race, creed, religion,

color, sex, age, or where said employee is a qualified handicapped individual.

ARTICLE 07
UNION ACTIVITY ON DEPARTMENT PROPERTY

Section 07.1: Unless otherwise provided by this Article, the internal business of the Union
including but not limited to soliciting membership, collecting dues, campaigning for officers,

electing officers will be conducted during non-library and non-working hours.

Section 07.2: Upon reasonable notice to the Director, the Union will be permitted to use the
Library premises for regular business meetings. Except as to said regular business meetings and
to the extent expressly permitting in Article 8 or except as expressly approved by the Director,

no members of the Union shall conduct Union business on Library property.

Section 07.3: The Director will designate a space in which the Union may erect a bulletin
board. The purpose of the board will be for posting of appropriate material and notices by the

Employer or the Union.

Section 07.4: The Union shall furnish the Employer with a written list of Union stewards and
other representatives immediately after the designation of such representatives. The Union shall

notify the Employer of any changes in the list of representatives.

Section 07.5: The Union steward shall be granted a reasonable amount of time during working
hours, without loss of pay, to investigate and settle grievances, and conduct other urgent union

business upon due notice to the Director.

ARTICLE 08
DUES DEDUCTION

The Employer accepts the provisions of Section 12 of Chapter 150E of the General Laws and
Sections 17A and 17G of Chapter 180 of the General Laws as these sections apply to dues

deductions and agency service fee provisions.

The Employer agrees that in accordance with the above provision it will deduct membership
dues or agency fees from the wages of any employee in the unit who has voluntarily submitted a

written authorization in the form set forth below.

The dues shall be deducted weekly from the employee’s paycheck.

The amount so deducted, together with a list of the employees from whose wages such amounts
have been deducted, will be remitted in accordance with such authorization, provided that the
Employer may cease making such deduction at any time on behalf of an employee upon receipt

of sixty (60) days’ notice by the Director of a revocation of the authorization from the employee.

The Employer will incur no liability for loss of dues monies after depositing same, properly

addressed, to.the Union in the United States mail.

The Union hereby agrees to indemnify the Employer and hold it harmless from any and all
claims, liabilities or costs of the Employer arising out of the acceptance of the above sections of
the General Laws or any liability which results from remitting any monies deducted to the

Union. (See Sample form, Attachment B)

ARTICLE 09
DEFINITION OF PERMANENT FULL-TIME AND
PART-TIME EMPLOYEES; PROBATIONARY PERIOD

Section 09.1: For the purpose of this Agreement the term permanent full-time employees means
those employees. who have satisfactorily completed 6 months of service in a position covered by
this Agreement and who are scheduled to work thirty-five (35) hours a week.

Permanent part-time employees means those employees who have satisfactorily completed 6
months of service in a position covered by this Agreement and who are scheduled to work an

average of at least 21 hours or more per week, but less than thirty-five (35) hours per week.

Section 09.2: Any newly hired employee shall be deemed to be on probation for a period of 6
months from the date of his/her most recent hire. A probationary employee may be discharged in
the sole discretion of the Director, and the discharge of such a probationary employee may not be
made the subject matter of the grievance or arbitration provisions of this Agreement either by the

employee or employees affected or by the Union.

Section 09.3: The following positions are designated as professional positions pursuant to
M.G.L. c. 150E: Children’s Librarian; Technical Services Librarian; Circulation Librarian;

Administrative Assistant ; General Assistant Librarian.

ARTICLE 10
SENIORITY

The length of service of the employee in the Winthrop Public Library from date of initial
employment, less any time off the payroll, shall define the employee’s seniority. Employees re-

employed shall receive credit for previous service after five additional years of employment.

_ ARTICLE 11
HOURS OF WORK AND OVERTIME

Section 11.1: This Article is intended to provide the basis for the calculation of overtime pay for
permanent full-time employees when such overtime is authorized and pre-approved by the
Director and shall not be construed as limiting or determining the day or hour on which any
particular employee shall begin or end, or as a restriction on the Director’s right to require work

in excess of any specified periods.

Section 11.2: The work week shall begin on Monday and continue for seven (7) consecutive
days, except for the summer schedule which may differ at the discretion of the Board of
Trustees. The regular hours for each day shall be consecutive, except for interruptions for lunch
periods. The normal work week is thirty-five (35) hours per week with two (2) days off, said
days off not necessarily consecutive. Time actually worked in excess of forty (40) hours per
week or on Sunday, unless the employee is working on a continuous operation, shall be

considered as overtime and shall be paid at the rate of time and one-half (1-1/2) the employee’s
9

regular hourly rate. Time worked in excess of 35 hours but less than 40 hours per week will be
paid at straight time. At the Director’s discretion, compensatory time calculated on the basis of
straight time, may be for time worked in excess of 35 hours per week, but less than 40 hours per
week. The use by an employee of compensatory time previously granted must be approved by
the Director. The decision of the Director regarding the granting or use of compensatory time is

not subject to either the grievance or arbitration provisions of this Agreement.

Section 11.3: Employees covered by this Agreement will be granted a one (1) hour lunch period
without pay which will be scheduled by the Director.

Section 11.4: Overtime shall be equally and impartially distributed among personnel in each
department who ordinarily perform such related work in the normal course of their work week.
All overtime hours must be authorized and pre-approved by the Director or her authorized —

designee. Failure to obtain such authorization and pre-approval may be grounds for discipline.

Section 11.5: All compensated time, including but not limited to holidays and sick leave paid

for but not worked, shall be computed as time worked for purposes of computing overtime.

Section 11.6: To meet staffing needs, the Director may increase the weekly hours of part-time

coverage when staff is effected by sick time, vacations, or other scheduling needs.

ARTICLE 12
VACANCIES AND TRANSFERS

In filling vacancies within the unit, the senior most qualified applicant will fill newly created or
open positions, with the qualifications to be determined by the Employer. Notices of all such
vacancies will be posted upon. the Union bulletin board for five (5) days, after which time said
notice shall be advertised outside the unit, for which members of the Union still may apply. Said
notice shall include a general job description and salary range. Said notices will contain the date
by which applications for such positions or transfers must be submitted. It is recognized that the

final decision as to whether an individual will be so transferred must rest with the Employer.

10

o™

wea”

If the Union contends that the decision of the Employer is arbitrary or discriminatory and bears
no valid relationship to the efficiency of the department, it may seek and obtain relief through the
grievance procedure, with the burden of proof on the Union to prove that. said decision was

arbitrary or discriminatory and not in the best interest of the department.

ARTICLE 13
VOLUNTEERS

The employer reserves the right to utilize volunteers to supplement existing library functions.
Volunteers may perform only those support activities which are assigned by the Director or a

departmental supervisor with the approval of the Director.

ARTICLE 14
PERSONNEL FILES

Section 14.1: Employees shall have the right to review and copy the contents of their personnel
file, upon written request to the Director and during regular library hours. An employee will have

the right to have a representative of the Union accompany him/her during such review.

Section 14.2: No material derogatory to an employee’s conduct, service, character or
personality will be placed in his/her personnel file unless the employee has had the opportunity
to review the material. The employee will acknowledge that s/he has had the opportunity to
review such material by affixing his/her signature to the copy to be filed with the express
understanding that such signature in no way indicates agreement with the contents thereof. The
employee will also have the right to submit a written answer to such material and his/her answer

shall be reviewed by the Director and attached to the file copy.

ARTICLE 15
GRIEVANCE PROCEDURE

Section 15.1: For purposes of this Agreement, a grievance shall be defined as a complaint
between the Employer and the Union and/or any employee involving only an alleged specific

and direct violation of express language of a specific provision of this Agreement.

Section 15.2: A grievance must be presented within three (3) working days of the time of the

occurrence of the alleged contract violation or within three (3) working days from the time the

i

employee should have reasonably acquired knowledge of the incident giving rise to the contract

violation and must be processed in accordance with the steps, time limits and conditions set forth

below in this Article.

(1)

(2)

(3)

Step 1. The employee, with a steward or representative if s/he so desires, shall take up
the grievance or dispute in writing to the Director within three (3) working days of the
occurrence giving rise to the grievance. The Director shall attempt to adjust the matter
and shall respond in writing within three (3) working days. If the grievance is not

satisfactorily settled at this step it may be:

Step 2. Appealed in writing within five (5) working days after receipt of the written
answer of the Director by the employee to the Library Board of Trustees. The Trustees or
its designee shall meet to discuss the. grievance as promptly as possible at a time
designated by the Chairman of the Trustees. The parties will cooperate in good faith to
schedule such meeting at a mutually convenient time. The Trustees or its, Chairman will
give its written answer to the grievance within ten (10) working days following the
conclusion of the meeting. If an unsatisfactory settlement of the grievance is made, it may
be:

Step 3. Appealed in writing within five (5) workings days after receipt of the written
answer of the Trustees by the employee to the Town Manager. The Town Manager
and/Council and/or an authorized representative of the Union, shall meet to discuss the
grievance as promptly as possible at a time designated by the Town Manager. If any
person or persons are to represent. or appear with the employee at this meeting, Town
Manager will be informed in writing at least three (3) days before the meeting of the
identity, titles and presence of all witnesses or legal counsel. The Town Manager shall
elect whether this discussion shall take place during working hours or not. The Town
Manager will give his/her written answer to the grievance within ten (10) working days
following the conclusion of the meeting. Both the Trustees and the Town Manager
appoint a designee under this Article, it shall not be the same person for both steps. If the

grievance is not satisfactorily settled at this step, it may be:

12

(4) Step 4. Appealed to arbitration by written notice of such intention to appeal within ten
(10) working days after the receipt of the written answer under Step 3. This appeal to

arbitration shall be in accordance with the procedure and conditions-set forth in Article 9.

Section 15.3: A grievance not initiated within the time specified shall be deemed waived.
Failure of either party to appeal a decision within the time limit specified will mean that the
grievance shall be considered settled on the basis of the decision last made and shall not be
eligible for further appeal. Failure of the Employer to answer an appeal within the time limit
specified shall mean that the appeal may be taken to the next step immediately. The above

limitations may be waived by mutual agreement of the parties.

At Step 2 or above, the Union will be notified of all meetings and have a right to be present and
be heard. No grievance carried forward by an individual will be settled in a manner inconsistent

with any specific provisions of this Agreement.

Section 4: No reprisals of any kind will be taken by the Employer against any party in interest or

any participant in the grievance procedure by reason of such participation.

ARTICLE 16
ARBITRATION

Section 16.1:. In the event either party elects to submit a grievance to arbitration, the arbitrator

shall be selected according to and shall be governed by the following procedure:

Upon mutual agreement of the parties, either the American Arbitration Association or the State
Board of Conciliation and Arbitration may be used for arbitration purposes. However, in the

absence of mutual agreement, then the American Arbitration Association shall be used.

The arbitrator is to be mutually selected by the Town Manager and the Union. If the Board of
Selectmen and the Union cannot agree within seven (7) working days after written notice of
intention to arbitrate has been received by either party, then the party demanding arbitration shall

within five (5) working days thereafter, upon written notice to the other, request the American

13

Arbitration Association to provide a panel of arbitrators, said arbitrator then to be selected under

the provisions of the Voluntary Labor Arbitration Rules.

Section 16.2: Each party shall bear the expense of its representatives, participants, witnesses
and for the preparation and representation of its own case. The fees and expenses (if any) of the
arbitrator and the American Arbitration Association or the State Board of Conciliation and

Arbitration shall be shared equally by the parties.

If either party desires a verbatim record of the proceedings, it may cause such a record to be
made providing it pays for the record and makes copies available to the other party and the

arbitrator “at cost”.

Section 16.3: Notwithstanding anything to the contrary, no.dispute or controversy shall be a
subject for arbitration unless it involves only an alleged specific and direct violation of express
language of a specific provision of this Agreement. The arbitrator shall have no power to add to,
subtract from, or modify any of the terms of this Agreement. The parties have agreed that no
restrictions are intended on the rights and powers of the Employer except those specifically and
directly set forth in express language in specific provisions of this Agreement. The arbitrator
shall arrive at his decision solely upon the facts, evidence and contentions as presented by the

parties during the arbitration proceedings.

Section 16.4: Subject to the limitations in Section 3, the decision of the arbitrator shall be final
and binding upon the parties hereto and upon any employee or employees affected thereby. In
the case of arbitration involving disciplinary actions, the arbitrator shall have the power to direct
a resolution of the grievance up to and including restoration to the job and/or award of full or
partial restoration of all compensation or privileges as the arbitrator deems warranted should the

arbitrator find the Employer acted in an arbitrary or discriminatory manner.

Section 16.5: The parties may by mutual agreement submit more than one pending grievance to

the same arbitrator.

14

ARTICLE 17
DISCIPLINE

Section 17.1: The Union recognizes the authority and responsibility of the Director and/or the
Library Board of Trustees for reprimanding or disciplining an employee for delinquency of
performance. The above language shall not prevent, or in any way effect, the Board of Selectmen
from exercising it authority under the Grievance and Arbitration provisions of this Agreement or
from upholding or otherwise enforcing a disciplinary action taken by the Director or the Board of

Trustees as part of the grievance process.

Section 17.2: No permanent employee will be disciplined, reprimanded, reduced in rank, or

compensation or deprived of any wage increase or increment without just cause.

Section 17.3: Employees shall have the right to have a Union representative present at any

disciplinary action.

_ ARTICLE 18
HOLIDAYS

Section 18.1: All permanent full-time employees covered by this Agreement will be paid seven
(7) hours pay at regular straight time wages for the following holidays whenever they fail on a

regular work day, or the day following when any of said days occur on Sunday.

New Year’s Day Independence Day
Martin Luther King’s Birthday Columbus Day
Washington’s Birthday Labor Day
Evacuation Day Veterans ‘Day
Patriot’s Day Thanksgiving Day
Memorial Day Christmas Day
Bunker Hill Day

One-half (1/2) holiday will also be celebrated on Good Friday and the regular workday before
Christmas. On all such days all permanent full-time employees otherwise eligible for holiday pay

will receive seven (7) hours pay for four (4) hours worked on such day.

15

One ¥% holiday will also be celebrated on the day before Thanksgiving. Employees shall receive

an additional % holiday to be used prior to June 30" at a time approved by the Director.

If New Year’s Eve, December 31, falls on a day when the Library is scheduled to be open for
evening hours, the Library will close at 6 p.m. All employees will be paid for the number of

hours actually worked on such day.

In order to be eligible for payment for a holiday listed above, the employee must have worked
his full regularly scheduled shift on the work day immediately preceding and his full regularly
scheduled shift on the work day immediately following such holiday. Absence on one or both of
these days shall not affect eligibility for holiday pay if such absence is proved to the satisfaction
of the Employer to be due to illness. In the case of absence on both of these days, the employee

shall submit a doctor’s certificate as proof of illness.

Any employee who is eligible for overtime and is required to work on a holiday shall receive, in
addition to the regular holiday pay, an amount equal to one and one-half (1-1/2) times his regular

rate of pay for all hours worked. —

In the event a holiday falls on a scheduled workday during the employee’s vacation period, he

will receive an additional vacation day.

Section 18.2: All part-time employees who have completed one year of service and who are
regularly scheduled to work on a day on which a holiday falls, shall be eligible for a pro-rated
portion of such paid holiday.

ARTICLE 19
VACATIONS

Section 19.1: Vacation days shall be provided to permanent full-time employees based on
length of service with the Town and the employee’s scheduled work days per week. The vacation
year shall begin on July 1 and continue through June 30 of the following year. Employees

accumulate vacation days as follows:

16

(A) | Employees who have been on the payroll continuously for a period of one (1) year but
less than five (5) years as of their anniversary date, shall be entitled to one day per month

to amaximum of 10 days per year vacation with pay.

(B) | Employees who have been on the payroll continuously for a period of five (5) years but
less than thirteen (13) years as of their anniversary date, shall be entitled to one and one-

half days per month to a maximum of 15 days per year vacation with pay.

(C)’ Employees who have been on the payroll continuously for a period of thirteen (13) years
but less than twenty (20) years as of their anniversary date, shall be entitled to two days

per month to a maximum of twenty days per year vacation with pay.

(D) — Employees who have been on the payroll continuously for a period of twenty (20) years
as of their anniversary date, will receive two and one-half days per month to a maximum

of five (5) weeks vacation with pay.

Section 19,2: Vacation periods are to be scheduled by the Director. Requests for vacation to be
taken during the months of June, July and August must be submitted to the Director by May 1.
Requests for vacation to be taken during all other months must be submitted to the Director at
least six (6) weeks in advance. First consideration shall be given to the length of service of the

employees subject however, to the needs of the department.

Section 19.3: Vacation leave may not be accumulated from one vacation year to another and
salary shall not be paid in lieu of vacations except in cases of emergency and with prior approval

of the Personnel Board and with the concurrence of the Director.

Section 19.4: Except in cases of discharge for dishonesty, any employee who is discharged or
quits between July 1 of the contract year and his/her scheduled vacation date shall receive the
vacation pay due to him/her for that year, provided that if employment is terminated by
resignation, written notice must be received by the Director at least two (2) weeks prior to the

employee’s last day of work. Terminating employees shall receive vacation pay for day(s) earned
17

in his or her final month of work if he or she works through the last working day of the month.
Upon the death of an employee entitled to a vacation allowance, vacation shall. be paid to the

person. or persons to whom his/her salary is payable.

Section 19.5: If an employee returns to the service of the Town of Winthrop and his/her period
of service with the Town has been interrupted for reason other than service in the armed forces,
then after five (5) years of continuous, full-time service, the amount of service prior to the
interruption of his/her work for the Town shall be added to the five (5) or more years of current
full-time service to give total service for purposes of computing ‘‘continuous service for vacation

allowances.

Section 19.6: Ali permanent part-time employees working more than 18 hours per week or

more shall be eligible for vacation on the basis set forth above pro-rated to their hours of work.

ARTICLE 20
MILITARY SERVICE

Section 20.1: The Union and Employer agree to observe and comply with all applicable state
and federal laws, executive orders and rules and regulations concerning the re-employment of

employees who go into the armed services or forces of the United States.

Section 20.2: Permanent full-time employees with one (1) or more years of continuous
employment prior to the time of performing the service herein referred to, who are required to
report for temporary summer or like period of training in military forces of the United States or
the Commonwealth, shall be paid an amount equal to the difference between the compensation
for a normal working period of two (2) weeks and the amount paid for military training, if such
pay is less than their department pay. In computing the difference of pay, the department pay will
be based upon the employee’s basic hourly rate for scheduled hours of work up to a maximum of
eight (8) hours of a work per day and forty (40) hours in a payroll week. Training pay is

computed to include compensation received, except travel allowance.

18

Section 20.3 All permanent part-time employees working more than 21 hours per week will be
eligible for compensation as set forth at Section 2 above, provided that said compensation shall
be computed based upon the permanent part-time employee’s basic hourly rate for his/her

regularly scheduled work week.

ARTICLE 21
JURY DUTY

In the event that any employee covered by this Agreement is required to perform and does ,
perform jury service, and in the event the total weekly earnings of the employee, including
compensation for work performed for the Town of Winthrop and compensation for such jury
service is less than his/her regular compensation for a thirty—five (35) hour work week, the
Employer agrees to pay to the employee the difference between his/her actual weekly earnings

and what s/he would have earned if s/he had performed the usual work for the Town.

As a condition of receiving such payment, the employee agrees that if during jury service s/he is
discharged for the day during regular working hours, s/he will report to his/her department
supervisor for such work as may be assigned. If an employee is scheduled to work an evening
shift and is discharged from jury duty, said employee shall exercise professional judgement as to

whether dismissal from jury duty allows said employee sufficient time to report to work.

An employee performing such jury service who desires the benefit of this Article shall be
required to present weekly to his/her department head a copy of the jury duty notice and a
certificate signed by the clerk of court or other proof reasonably satisfactory to the Employer as
to the time spent by the employee in such jury service during the week and the amount of

compensation received therefor.

If an employee is assigned to report to jury duty on a scheduled day of from work and
unilaterally changes such jury duty to a scheduled work day without the consent of the Director,

said employee shall not be entitled to compensation as outlined in the above provisions.

ARTICLE 22
BEREAVEMENT LEAVE

19

ne

Section 22.1: Any permanent full-time employee covered by this Agreement is entitled to a
leave of absence without loss of pay of up to three (3) consecutive days ending on the first -
working day following the date of the funeral in case of death in the immediate family. However,
if the fourth consecutive working day occurs on the day after a scheduled day off, then the

employee is not entitled to the fourth consecutive working day as a day of f with pay.

The term “immediate family” shall include the employee’s spouse, domestic partner, child,
father, mother, sister, brother, mother-in-law, father-in-law, grandparents and grandchildren. The
term “domestic partner” means two persons who meet the following criteria and jointly file a

registration statement proclaiming that:

a. They are in a relationship of mutual support, caring and commitment and intend to
remain in such a relationship; and,

b. They reside together; and,
They are not married; and,

d. They are not related ‘by blood closer than would bar marriage in the Commonwealth of

Massachusetts; and,

e. They are each other’s sole domestic partner; and,
f. They are competent to contract; and,
g. They consider themselves to be'a family.

Section 22.2: An absence of one (1) day may be granted for attending the funeral only for other
members of the employee’s family, including but not limited to, the employee’s brother-in-law,

sister-in-law, aunt or uncle.

Section 22.3: The purpose of this leave is only to attend the funeral or to attend to family or

personal matters arising as a result of the death.
Section 22.4: Any absence authorized under this Article shall not be deducted from sick leave.

Section 22,5: Effective April 22, 1996, all part-time employees shall be entitled to a leave of

absence without loss of pay to attend the funeral of a spouse, domestic partner, or child, if such
20

we.

funeral falls on a day that said employee is regularly scheduled to work. After three (3) years of
service, all part-time employees shall be eligible for bereavement leave. as set forth above pro-

tated to their regular hours of work.

ARTICLE 23
PERSONAL LEAVE

All permanent full-time employees shall be eligible for two (2) days of leave which may be taken
during any calendar year for imperative personal business which could not be effectively
conducted outside of work hours. Notice and the nature of such leave must be made in-writing to
the Director as soon as possible and not less than twenty-four (24) hours before -the absence

occurs, whenever possible.

This leave shall not be requested so as to extend a holiday or vacation period. Approval of such
leave shall not be unreasonably withheld. Any leave authorized under this Article shall not be

deducted ‘from sick leave.

. ARTICLE 24
MATERNITY/PATERNITY LEAVE

Maternity/paternity leave will be provided to all non-probationary, full-time employees
consistent with applicable state and federal laws. Notwithstanding the above, the employee must
provide the Director with two weeks notice of the anticipated date of departure and intention to

return.

ARTICLE 25
SICK LEAVE

Section 25.1: All permanent full-time employees will earn and accrue one (1) sick day each

calendar month, and one additional day at the end of each year, up to thirteen (13) days a year.

Section 25.2: Unused sick leave will accumulate from year to year up to a maximum of one
hundred and fifty (150) days as of the beginning of any calendar year. In addition, for each year
of service with the Town of Winthrop an additional two (2) days per year will be accrued at the
discretion of the Board of Selectmen, but will be drawn upon only after the base or initial accrual

is used up.

21

Section 25.3 Sick leave with pay shall be granted to employees only when they are

incapacitated by their own sickness or injury and not for that within their immediate family.

Section 25.4. Employees shall notify the Director on the first day of absence due to non-service
connected sickness or injury stating the nature of sickness or injury, the time expected to be
incapacitated and the date on which they expect to return to work. The decision as to whether
sick pay will be given on the first day of absence will be entirely within the discretion of the
Director and shall not be a grievance under Article 8, but may be appealed tot he Personnel
Board whose decision shall be final. In any event, if the employee is absent for two (2) days,

payment shall commence by the second day.

All absences which exceed two (2) days will be checked by the Director. If a Doctor has been
called in by the employee, the Director shall also check with the Doctor.

Absences for a period of three (3) days duration or more, or absences of two (2) days which
occur more than twice in the calendar year, will be paid only upon submission of a Doctor’s
certificate satisfactory tot he Director. If the Director determines it to be in the best interest of
the Town, s/he shall have an independent doctor make an examination and report. The costs for

such examination shall be borne by the Town.

Section 25.5: Employees whose services are terminated for any reason shall not be entitled to

compensation in lieu of sick leave untaken.

Except on reinstatement after an approved leave of absence, no sick leave credit for prior

employment will be allowed to any employee rehired after termination of service.

Sick leave earned following return to duty after a leave of absence without pay shall not be

applied against such leave of absence.

22

Section 25.6: Sick leave credits will begin at once for a person starting work on the first
working day of the calendar month; otherwise, credits will begin to accumulate on the first day

of the month following employment and will accumulate for each calendar month thereafter.

Section 25.7: Unauthorized absence or abuse of sick leave are grounds for disciplinary action

up to discharge.

Section 25.8: Any employee who is absent from work due to a work connected accident or
disability and who is receiving workmen’s compensation may, at his option tum in his
compensation check and receive his regular weekly pay. If any employee exercises this option

then a commensurate amount of sick leave shall be deducted from his accrued sick leave.

Section 25.9: Effective April 22, 1996, all part-time employees, excluding pages, who have
completed one (1) year of service shall be eligible for six (6) paid sick days per fiscal year, pro-
rated, based on the employee’s regularly scheduled hours, regardless of the total number of hours
per week worked. All part-time employees, excluding pages, who have completed three (3)-years
of service shall be eligible for twelve (12) paid sick days per fiscal year, pro-rated, based on the
employee’s regularly scheduled hours, regardless of the total number of hours per week worked.
Said part-time employees may accrue up to a maximum of twenty-five (25) days. The provisions
of Sections 3-4 shall apply. All permanent part time employees working more than 21 hours per
week will be eligible for sick leave as set forth above at Sections 1-8, pro-rated to their hours of

work.

ARTICLE 26
SICK LEAVE BUY BACK

In recognition of dedicated service to the Town, any employee who has worked for the Town for
twenty years may obtain an increase in compensation in the final year by following the
procedure set forth below.

Eligible employees who desire to participate in the program will notify the Director by
November 1 of the calendar year prior to that in which they intend to retire. If such notice is
submitted in writing by November 1, then at the commencement of the final calendar year all

accumulated sick leave, except that which is to be credited monthly during the final year, shall be

23

ee

wiped off the books and in lieu thereof the salary rate of the individual concerned will be
increased as of January 1 by an amount equal to $15 per day for each: day of sick leave
surrendered applied to the fifty-two week period of two thousand eighty hours. In the event the
individual fails to retire immediately upon the conclusion of the calendar year for which the
money is appropriated, unless prevented from doing so by death, the employee will agree in
writing to pay the Town the differential between the earnings which s/he actually received under
the provisions of this section and that which s/he would have received had s/he not submitted the
intention to retire, such amount to be deducted from the final paycheck of the calendar year.

In the event the individual determines to retire at a time other than the end of the calendar year,
the provisions of this section may be altered to provide such increase in pay for the final twelve
month period of employment, provided that notice is given to the Director in sufficient time to

make this appropriation for such increase.

Notwithstanding anything to the contrary, the maximum amount payable to eligible employees
under the above provisions shall be a maximum of Two Thousand, Two Hundred and Fifty
Dollars ($2,250.00) ($15.00 per day, maximum of 150 days).

ARTICLE 27
INSURANCE BENEFITS

Section 27.1: For all permanent full-time employees, the Town agrees to maintain in effect no
less than the present level of hospital, medical and life insurance benefits. The Town further
agrees to pay not less than the present percentage portion of this premium and will deduct the
employee’s share from payroll checks for participating members on receipt of appropriate

authorization.

Section 27.2: On the date of retirement, life insurance may be continued in the amount of Two
Thousand ($2,000) Dollars fully paid for by the retiree. For the retired employee, the hospital-
surgical-medical coverage may be continued through the local pension group. If an individual
does not desire to remain in the insurance plan, the retired employee may secure his/her hospital,

surgical and medical coverage under any conversion contract offered by Blue Cross/Blue Shield.

24

Section 27.3: All permanent part-time employees working at least 21 hours per week will be

eligible for health insurance as set forth above.

ARTICLE 28
HEALTH AND SAFETY

The parties agree to abide by all regulations of the Department of Health of the Town of
Winthrop, the Commonwealth of Massachusetts and of the Department of Public Safety.

In the absence of applicable state law or regulations, the decision to close the Library due to

excessive heat, snow or other emergency shall be at the discretion of the Board of Trustees.

ARTICLE 29
MISCELLANEOUS

Section 29.1: Employees shall be reimbursed at the rate of thirty-one cents ($0.31) per mile for
driving expenses incurred performing Library functions approved by the Director at his/her

discretion.
Section 29.2: The Town will provide a locked area within the library for the employees to use

to keep their personal belongings. However, the Town does not bear any responsibility for stolen

property.

25

a
ar

ARTICLE 30
LONGEVITY

Section 30.1: Annual longevity payments will be made to qualified permanent full-time

employees who have worked the required number of years as of July 1 of the fiscal year in which

the payment is to be made.
Five (5) years service as of July 1 $225.00
Ten (10) years service as of July 1 $400.00
Fifteen (15) years service as of July 1 $450.00
Twenty (20) years service as of July 1 * $500.00

Thirty (30) years of service as of July 1 $550.00
Section 30.2: Permanent part-time employees shall be eligible for longevity payments as set

forth above on a pro-rated basis.

Section 30.3: All other part-time employees shall be eligible for pro-rated longevity payments

based on the following schedule:

After ten (10) years of consecutive service $400.00
After fifteen (15) years of consecutive service $450.00
After twenty (20) years of consecutive service $500.00

ARTICLE 31
WAGES

Section 31.1: The basic salary and classifications schedule for employees is as set forth in
Attachment A, Schedule A.

Section 31.2: Effective July 1, 2007 the Town may implement a bi-weekly pay period.

Section 31.3: Effective July 1, 2006 the Children’s Librarian’s Position will be increased by
$2800.00.

ARTICLE 32
SEVERABILITY AND SAVINGS

26

If any article or section of this Agreement or any riders thereto should be held invalid by
operation of law or by any tribunal of competent jurisdiction, or if the compliance with or
enforcement of any article or section should be restrained by such tribunal pending a final

determination as to its validity, the remainder of this Agreement and of any rider thereto, or the

' application of such article or section to persons or circumstances other than those as to which it

has been held invalid or as to which compliance with or enforcement of has been restrained, shall

not be affected thereby.

In the event that any article or section is held invalid or enforcement of or compliance with
which has been restrained as set forth above, the parties affected thereby shall enter into the
immediate collective bargaining negotiations upon the request of either party for the purpose of
arriving ata mutually satisfactory replacement for such article or section during the period of

invalidity or restraint.

ARTICLE 33
DURATION

Section 33.1: Subject to Section 2 of this Article, this Agreement shall become effective

July 1, 2005 and shall continue to be in effect up to and including June 30, 2008 and shall,
thereafter, automatically renew itself for successive terms of one (1) year each unless sixty (60)
days prior to December 31, 2007 or any December 31* thereafter either the Employer or the
Union shall have given the other written notice of its desire to modify or terminate said

Agreement.

Section 33.2: This Agreement shall become effective only to the extent that sufficient funds are
appropriated and to the extent that necessary amendments to all laws, ordinances and by-laws are

approved at the annual Town Council.

IN WITNESS WHEREOF, the authorized representatives of the parties have set their hands this
27" day of November 200.

BOARD OF SELECTMEN OF THE WINTHROP LIBRARY STAFF
TOWN OF WINTHROP ASSOCIATION, MLSA

27

ARTICLE 20

ARTICLE 21

ARTICLE 22

ARTICLE 23

ARTICLE 24

ARTICLE 25

ARTICLE 26

ARTICLE 27

ARTICLE 28

ARTICLE 29

ARTICLE 30

ARTICLE 31

ARTICLE 32

ARTICLE 33

SCHEDULE A

SCHEDULE B

MILITARY SERVICE

JURY DUTY

BEREAVEMENT LEAVE

PERSONAL LEAVE

MATERNITY/PATERNITY LEAVE

SICK LEAVE

SICK LEAVE BUY BACK

INSURANCE BENEFITS

HEALTH AND SAFETY

MISCELLANEOUS

LONGEVITY

WAGES

SEVERABILITY AND SAVINGS

DURATION

SCHEDULE A

SAMPLE FORM

18

19

20

2]

21

22

24

24

25

25

26

26

26

27

28

- 30

AUTHORIZATION FOR PAYROLL DEDUCTION

By:
To: Town of Winthrop, Treasurer
Effective I hereby request and authorize you to

deduct from my earnings each week, the current amount of dues

‘as established by the Union.

‘This amount shall be paid to the Treasurer of Massachusetts

Library Staff Association.

These deductions may be terminated by me by giving you a 60-
day written notice in advance or upon termination of my
employment.

Employee’s Signature

Employee’s Address

ATTACHMENT A

SCHEDULE A

WAGES

JOB CLASSIFICATION

L1 General Assistant Librarian
L2 — Circulation Librarian

13 Technical Services Librarian

L4 _Children’s Librarian

PERMANENT FULL TIME EMPLOYEES’

WEEKLY WAGE SCHEDULE

Effective 7-1-2000 to 6-30-2001

Step 1
Li Annual 18,456.78
Weekly 354.94
L2 — Annual 20,001.45
Weekly 384.64
L3 Annual 23,138.46
Weekly 444,97
14 Annual 24,740.97
Weekly 475.79
PART TIME 8.67
PAGES 6.87

Effective 7-1-2001 to 6-30-2002

Step 1

Step 2

19,472.27
374,47

21,002.48
403.89

24,492.45
471.01

26,161.92
503.11

9.14

712

Step 2

Step 3

20,005.20
384.72

21,258.50
408.82

25,114.82
482.98

26,815.35
515.68

9.62

Step 3

Step 4

20,464.74
393.55

21,895.86
421.07

25,700.77
494,25

27,428.61
527.47

10.10

Step 4

Step 5

21,060.86
405.02

22,493.06
432.56

26,265.82
505.11

28,024.73
538.94

10.31

Step 5

Step 6

21,587.89
415.15

23,054.90
443.36

26,955.14
518.37

28,725.83
552.42

10.57

Step 6

28

Li Annual 19,010.48 20,056.44 20,605.35 21,078.68 21,692.69 22,235.53

Weekly _. 365.59 385.70 396.26 405.36 «417.17 427.61
L2 Annual 20,601.49 21,632.56 21,896.25 22,552.74 «23,167.85 «18, 266.58
Weekly ~ 396.18 416.01 421.08 433.71 445.54 456.66
13. Annual 23,832.61 25,227.23 25,868.26 «26,471.79 +~—=«-27,053.80 —=—-27,763.80
Weekly 458.32 485.14 497.47 "509.07 520.27 533.92
14 Annual 25,483.20 26,946.78 27,619.81 28,251.47 «28,865.48 =: 29,587.61
Weekly 490.06 518.21 531.15 543.30 555.11 568.99
PART TIME 8.93 9.41 9.91 10.41 10.62 10.88
PAGES 7.08 733

Note: L2 Rate includes the Administrative Assistant pro-rated @ 19 hours per week.

SECTION 1:

Upon initial employment, an employee shall be placed at Step 1 of the appropriate job classification on
the weekly wage schedule.

Where a new employee holds a bachelor’s or other higher education degree or comparable professional
experience, the Director may, within his/her discretion, place such employee at Step 2 of the appropriate
job classification. The decision whether to place a new employee at Step 1 or Step 2 is solely within the
discretion of the Director and such decision is not subject to the grievance or arbitration provisions of this

Agreement.

SECTION 2:

Employees shall be eligible for movement up the salary steps within their job classification on the basis of
years of service and satisfactory performance within the Winthrop Public Library.

An employee shall not advance more than one Step on any given fiscal year. The denial of a step increase
is not subject to the grievance or arbitration provisions of this Agreement.

0

29