MOA Teamsters Local 25 (Clerical) 7-1-10 to 6-30-11.PDF

Town of Winthrop · from StateReference · 64 pages · 2.0 MB
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MEMORANDUM OF AGREEMENT

The Town of Winthrop and the Winthrop Clerical Association, Teamsters Local
25, International Brotherhood of Teamsters, hereby agree that the following additions,
deletions and modifications are made to the Collective Bargaining Agreement which
expired on June 30, 2011. Any provision not specifically modified herein shall remain in
full force and effect.

1. Wages

There shall be the following general wage increases:

Effective July 1, 2012 salaries will be increased by 1.5%.
Effective January 1, 2013 salaries will be increased by .5%.
Effective July 1, 2013 salaries will be increased by 1%.
Effective January 1, 2014 salaries will be increased by 2.0%.

2. Article 19 - Longevity
Effective July 1, 2012 longevity shall be as follows:

; 5 years of service as of July 1 $375
10 years of service as of July 1 $550
15 years of service as of July 1 $600
20 years of service as of July 1 $650
30 years of service as of July 1 $700

3. Article 10 — Promotions and Hiring

Section B
Delete and replace with as follows:
A notice of such vacancy shall be posted on appropriate bulletin boards for a

period of five (5) business days prior to the closing of applications for the
position. :

4. Article 13 — Bereavement Leave

Add part-time employees.

Article 14 — Sick Leave

Section J

Delete and replace with as follows:

Any member of the bargaining unit, if retiring after having been in the continuous
employ of the Town of Winthrop for at least 20 years, is entitled to buy back up to
200 days of accrued sick time at a rate of $30 per day.

Article 23 — Hours of Work/Work Year

Section C — Public Facilities Building Clerical Staff

June 1 through August 31 Monday, Wednesday,

and Thursday 6:30 A.M. to 3:00 P.M
June 1 through August 31 Tuesdays 6:30 A.M. to 5:30 P.M.
September 2 through May 31 Monday,Wednesday,

and Thursday 7:00 A.M. to 3:30 P.M.
September 2 through May 31 Tuesdays 7:00 A.M. to 6:00 P.M.

Section C — Senior Center

Monday through Friday 8:00 A.M. to 4:00 P.M.
Article 40 — Duration

Section A

Delete and replace with as follows:

This Agreement shall become effective July 1, 2011 and shall continue to be in
effect up to and including June 30, 2014 and shall, thereafter, automatically renew
itself for a successive terms of one year each less sixty (60) days prior to
December 31, 2013 or any December 31, thereafter, either the Employer or the
Union shall have given the other written notice of its intent of its desire to modify
or terminate said Agreement.

Reclassification

Effective July 1, 2012 the positions in the Building Department, Treasurer’s
Department, Finance Department, and Fire Department will be reclassified to M1
Principal Clerk. The DPW Senior Clerk receiving the stipend will be classified to
M1 Principal Clerk.

Effective July 1, 2012 the Town may establish a part-time floating clerical
position to be classified at CL1.

Add the two Clerks at the DPW Department performing the additional duties of
Cemetery and Water will each receive $2,500 yearly stipend for the additional
duties.

Mh te

Sean M. O’Brien own of Winthrop
President/Principal Officer
Teamsters Local No. 25

VASA HM Kibo” Dated: sf fl 2

Ma&k D* Lessard
Business Agent

Dated: lille AOS?

SIDE LETTER OF AGREEMENT

The Town of Winthrop and the Winthrop Clerical Association, Teamsters Local
25, International Brotherhood of Teamsters, hereby agree to this side letter agreement
modifying the Collective Bargaining Agreement between the parties effective July 1,
2011 through June 30, 2014.

1. Effective July 1, 2012 the salary schedule between the parties will be amended by
deleting Steps 1 through 3 and creating new Steps 8, 9, and 10 at a 1% differential
for each step. Step increases will be granted according to the requirements of
Article 17, Section 5. No employee will receive more than one Step increase at a
time and employees who are reclassified effective December 10, 2012 are eligible
to receive Step increases on their anniversary dates in their new classification.

Winthrop Clerical Association,
Teamsters Local 25, International
Brotherhood of Teamsters

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om

AGREEMENT

-Between-

TEAMSTERS LOCAL UNION NO. 25
International Brotherhood of Teamsters

-And-

TOWN OF WINTHROP

JULY 1, 2005 through JUNE 30, 2008

Sean M. O’Brien Mark A. Harrington
President/Principal Officer Secretary-Treasurer

Printed & Assembled by
Teamsters Local 25
Office Staff

ARTICLE 1
ARTICLE 2
ARTICLE 3
ARTICLE 4
ARTICLE 5
ARTICLE 6
ARTICLE 7
ARTICLE 8

ARTICLE 9

ARTICLE 10
ARTICLE 11
ARTICLE 12
ARTICLE 13
ARTICLE 14
ARTICLE 15
ARTICLE 16
ARTICLE 17
ARTICLE 18
ARTICLE 19
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
ARTICLE 34
ARTICLE 35
ARTICLE 36
ARTICLE 37
ARTICLE 38
ARTICLE 39
ARTICLE 40

git

TABLE OF CONTENTS

RECOGNITION

NO DISCRIMINATION

UNION DUES AND INITIATION FEES

AGENCY SERVICE FEE

MANAGEMENT RIGHTS

UNION ACTIVITY ON DEPARTMENT PROPERTY
GRIEVANCE AND ARBITRATION PROCEDURE
DEFINITION OF PERMANENT FULL-TIME AND PART-
TIME EMPLOYEES; PROBATIONARY PERIOD
PART-TIME EMPLOYEES

PROMOTIONS AND HIRING

MILITARY CLAUSE

JURY DUTY

BEREAVEMENT LEAVE

SICK LEAVE

HOLIDAYS AND PERSONAL LEAVE
INSURANCE BENEFITS

WAGES

OVERTIME

LONGEVITY

STEWARDS

VACATIONS

INFORMATION

HOURS OF WORK/WORK YEAR

SENIORITY AND REDUCTION IN FORCE
DISCIPLINE AND/OR DISCHARGE

LEAVES OF ABSENCE

UNPAID LEAVE

FAMILY LEAVE AND MATERNITY/PATERNITY LEAVE
ACCESS TO OFFICIAL PERSONNEL FILES
MISCELLANEOUS

DRESS CODE

STABILITY OF AGREEMENT

SEVERABILITY

NO STRIKE OR LOCKOUT

WORKER’S COMPENSATIOIN

STANDARDS OF CONDUCT
LABOR-MANAGEMENT MEETINGS
TEMPORARY APPOINTMENTS

DURATION

PAGE

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Agreement

This Agreement made this Ist day of July 2005 by and between the Town of Winthrop
(Clerks) hereinafter called the “Employer” and TEAMSTERS LOCAL 25, AFFILIATED WITH
THE International Brotherhood of Teamsters, hereinafter called the “Union”, agree to be bound
by the terms and provisions of this Agreement.

ARTICLE 1
RECOGNITION

The Town of Winthrop acknowledges Teamsters Local 25, International Brotherhood of
Teamsters (“the Union”) as the exclusive bargaining agent for the purpose of establishing wages,
hours and other terms and conditions of employment of the following employees as approved by
Case No. MCR-4618 on January 15, 1998.

All full-time and regular part-time Clerical employees including Clerks, Junior Clerks, Principal
Clerks, Senior Clerks and Secretaries but excluding the Administrative Secretary to the Town
Manager, Community Development Clerks, Library Clerks, Managerial and Confidential
employees and ail other employees.

ARTICLE 2
NO DISCRIMINATION

A In accordance with applicable law, the employer and the Union agree not to discriminate
against any individual with respect to hiring, compensation, terms or conditions of
employment because of such individuals race, color, religion, sex, national origin,
pregnancy, or age, nor will they limit, segregate or classify employees in any way to
deprive any individual employee of employment opportunities because of race, color,
religion, sex, national origin, pregnancy, or age.

B The Town and the Union agree that there will be no discrimination by the Town or the
Union against any employee because of his/her membership in the Union or because of
any employee’s lawful activity and/or support of the Union.

Cc The parties to this Agreement are committed to a policy of affirmative action and non-
discrimination in order to provide for equal access and equal opportunity through the
recruitment and hiring of minorities, women and the disabled.

D. In addition, the parties mutually condemn any conduct that inflicts sexual harassment
upon any person in the employee of the Town.

E. The term “he or his” as used in this Agreement is not meant to be discriminating and
shall apply equally to male and female employees.

ARTICLE 3
UNION DUES AND INITIATION FEES

The Town agrees to deduct from the pay of all employees covered by this Agreement the
dues, initiation fees and/or uniform assessments of the Local Union having jurisdiction
over such employees and agrees to remit to said Local Union all such deductions taken
from the 1" payroll period of each month and remit to the Local Union by the 2™ payroll
period of each month. Where laws require written authorization by the employee, the
same is to be furnished in the form required. No deduction shall be made which is
prohibited by applicable law. (SEE ATTACHED SCHEDULE B)

Subject to the capability of the Town's payroll system to comply with the terms of this
provision, the Town agrees to deduct certain specific amounts each week from the wages
of those employees who shall have given the Town written authorization to make such
deductions. The amounts so deducted shall be remitted to the TEAMSTERS CREDIT
UNION once each week by electronic transfer methods. The Town shall not make
deductions and shall not be responsible for remittance to the Credit Union for any
deductions for those weeks during which the employee has no earnings or in those weeks
in which the employee’s earnings shall be less than the amount authorized for deduction.

Subject to the capability of the Town’s payroll system to comply with the terms of this
provision, the Town agrees to deduct from the paycheck of all employees covered by this
Agreement voluntary contributions to DRIVE. DRIVE shall notify the Town of the
amounts designated by each contributing employee that are to be deducted from his/her
paycheck on a weekly basis for all weeks worked. The phrase “weeks worked” excludes
any week other than a week in which the employee earned a wage. The Town shall
transmit to DRIVE Chapter 25 on a monthly basis, in one check the total amount
deducted along with the name of each employee on whose behalf a deduction is made,
the employee’s Social Security number and the amount deducted from the employee’s
paycheck, (SEE ATTACHED SCHEDULE B)

If by the last day of any given month, the Union is not in receipt of the amount deducted from
the employees pay the dues, initiation fees, and/or assessments, the local Union shall have the
right, after an appropriate seventy-two (72) hours notice to the Town, to take whatever legal
action it deems necessary to secure compliance with this agreement, any provision of this
collective bargaining agreement, state or federal law to the contrary notwithstanding. The
Town’s liability for payment hereunder shall not be subject to the grievance procedure and/or
arbitration provided in this agreement. The aforesaid seventy-two hour notice to the Town
shall remain in full force and effect for a period of one year from the date of the occurrence
on which the notice to the Town is based.

ARTICLE 4
AGENCY SERVICE FEE

Effective the thirtieth day following the beginning of employment, each employee of the
bargaining unit who is not a member of the Union in good standing shall be required, as a
condition of employment, to pay a monthly agency service fee during the life of this
Agreement to the Union that shall be in an amount not greater than such amount as is
permitted by law; provided, however, that no such payment or deduction shall include
any amount that represents a cost not related to collective bargaining and contract
administration, all as is required by the provisions of Section 3 of Article IX of the Rules
and Regulations Relating to the Administration of Chapter 150E of the General Laws as
such Rules and Regulations have been promulgated, and as they may be amended from
time to time, by the Labor Relations Commission. The agency service fee shall be
deducted each month from the paycheck of each employee who individually and
voluntarily certifies in writing authorization for such deduction. The deducted agency
service fee shall be remitted to the Union by the fourteenth day of the succeeding month.

Such fee may be paid by payroll deduction as so authorized pursuant to an Agency
Service Fee Deduction Authorization as set forth in this Agreement; provided, however
that such authorization shall be deemed to have effect only with respect to such sum as is
herein provided.

The Employer agrees that in accordance with the provisions of Chapter 180, Section 17
and of Chapter 150E, Section 12 of the General Laws, it will deduct membership dues
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 beginning upon the ratification of this Agreement.
The amount so deducted will be remitted in accordance with such authorization, provided
that the Employer may cease making such deduction at any time upon behalf of an
employee upon timely receipt by the department head of a revocation of the authorization
from the employee.

The Employer will incur no liability for loss of dues moneys after depositing, properly
addressed to the Union, in the United States mail.

The Union shall indemnify and save the Town of Winthrop and its agent harmless against
all claims, demands, suits or other forms of liability which may arise by reason of any
action taken in making deductions and remitting the same to the Union pursuant to this
Section.

Agency Fee shall become a condition of employment in compliance with the terms and
conditions as set out in General Laws, Chapter 150E, Section 12.

The Union agrees that it shall provide the Employer with certification that a vote of the
majority of the employees in the Bargaining Unit present and voting did, in fact, vote to
include the provisions of Agency Fee. In the event that legal action is taken by any
member of the Union or by any third party against the Town Accountant and/or the
Employer as a result of their implementation of the Agency Fee provisions of this article,
the Union agrees to hold the Town Accountant and/or the Employer harmless and
indemnify them for all expenses or judgments or allowances entered against them as a
result of said action. Further, the Union agrees that it will assume the costs to defend the
Town Accountant and/or the Employer in any and all such causes of action.

-3-

Anything in this Agreement to the contrary notwithstanding, the Union further agrees that
it shall be solely responsible for all costs and fees which may be incurred by the Town,
including but not limited to, stenographic costs, and any fees charged by any hearing
officer or arbitrator, in termination of employment cases arising under this Article.

ARTICLE 5
MANAGEMENT RIGHTS

Section 1. The Employer has and shall retain solely and exclusively all of its common law,

statutory and inherent rights of management in the direction of the Town and all
of its operations.

Except to the extent specifically modified by this Agreement, the employer shall
not be deemed to be limited in any way by this Agreement in the performance of
the regular and customary functions of municipal management and shall have,
without interference, control and supervision of the Town and its various
departments and facilities. Except to the extent specifically modified by this
agreement, the Employer reserves and retains all powers, authority and
prerogatives including, but not necessarily limited to: the right to assign,
transfer, hire and promote; to determine the schedules or number of hours to be__
worked and the work force; to determine the number of employees it st it shall
employ at any time and the. qualifications necessary for any jobs it may. have or
may create in the future; to assign work duties in accordance with its
determination of the needs of the Town and to transfer or terminate employees as
its operations require; to suspend, demote, discharge or take other disciplinary
action against employees for just cause and to abolish positions and/or relieve
employees from duties because of lack of work; to determine the mission of the
Town and its departments, its budget, its organization, the number of
classifications of employees to be utilized; to determine the types of operations,
methods, and process to be employed; to discontinue processes or operations
completely or to discontinue processes or operations by unit employees; to
determine reasonable standards of performance; and otherwise to take measures _
as the Employer n may deter to be necessary f for orderly and efficient”
operations.

ewes

Section 2. Rules. The Employer shall have the right to make and enforce rules and

regulations governing its operations; the manner and method of performing the
work; the production standards it requires; and attendance, and any other matter
so long as such rules and regulations are not in conflict With the specific terms of
this Agreement.

ARTICLE 6
UNION ACTIVITY ON DEPARTMENT PROPERTY

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-working hours.

Upon reasonable notice to the Town Manager, the Union will be permitted to use the
Town Hall premises for regular business meetings. Except as to said regular business
meetings and to the extent expressly permitting with regard to that section of the-contract
regulating the collection of dues and agency fees or except as expressly approved by the
Town Manager, no members of the Union shall conduct Union business on Town

property.
-4-

Cc The Town Manager 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. Therefore, use of such bulletin boards shall be restricted to the

following purposes:
e Notice of recreational and social activities;
e¢ Notice of elections and results;
© Notice of appointments of Union representatives; and
e Notice of meetings.

All posting are to be signed by a Union official or steward and shall not be of a libelous,
slanderous or profane nature, The Union shall hold the Town harmless for any material
the Union posts on the bulletin board. The Town will not hold the Union responsible for
materials posted on the Bulletin Board that have not been signed by a Union official or
steward. Notices that have been posted and not signed may be removed by the Executive
Secretary provided notice is given to the Union Steward.

D. 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.

E. 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 executive secretary.

ARTICLE7
GRIEVANCE _AND ARBITRATION PROCEDURE

Section 1: For the purposes of this Agreement, a grievance shall be defined as a compliant
between the Town and the Local and/or any unit member involving only alleged
specific and direct violation of express language of a specific provision of this
Agreement.

Section 2: Grievances shall be processed as follows:

Step 1: The Local or the unit member (herein after referred to as the grievant)
shall file the grievance in writing with his/her Department Head within seven (7)
working days after the action which serves as a basis for the grievance. The
Department Head will investigate the complaint to determine its validity and
shall respond in writing to the grievant within three (3) working days. If the
grievance is not satisfactorily resolved at this step, the grievant may proceed to
Step. 2.

Step 2: If the grievance is not satisfactorily resolved at Step 1, it shall be
submitted by the Local’s business agent, together with the Department
Supervisor’s response and any pertinent documents, to the Town Manager ,
within five (5) working days. The Town Manager and the Business Agent shall
meet to discuss the grievance within five (5) working days. The Town Manager
shall decide whether this discussion shall take place during working hours. The
Town Manager, shall give his/her written answer to the grievance within five
working days following the conclusion of this meeting.

Step 3: If the grievance is not satisfactorily resolved at Step 2, it may be appealed to
arbitration by written notice of such intent to appeal within thirty (30) work days
after receipt on the written answer under Step 2. This appeal to the American
Arbitration Association shall be in accordance with Association’s rules. The
expense for the arbitrator borne equally by the parties to the arbitration.

The decision of the arbitrator shall be binding, subject to review in accordance
with the procedure established under the provisions of M.G.L. c.150C. The
arbitrator shall have no power to alter, amend, add to or detract from the
language of this Agreement, nor shall the arbitrator have any power with respect
to any right or relief for any period prior to the effective date of this Agreement.
The arbitrator shal! only interpret such items and determine such issues as may
be submitted to him/her by the written agreement of the parties.

Grievances may be settled without precedent at any stage of the procedure until the issuance of a
final award by the arbitrator.

Exceptions — Notwithstanding any provision of this Agreement to the contrary, any matter which
is subject to the jurisdiction of the Retirement Board or the Massachusetts Commission Against
Discrimination is hereby specifically exempted and removed from the grievance provisions of
this agreement and appeal to those agencies shall be the exclusive procedure to seek any redress
or remedy relative to issues subject to the jurisdiction of those agencies provided that employees
may use Step 1 of this article to informally resolve any complaints under the jurisdiction of the
above referenced agencies.

Any matter which is not specifically covered by this Agreement of which is reserved by statute or
regulation of any agency of the Commonwealth or by the terms of this Agreement to the
discretion of the Town Manager is not subject to the grievance procedures of this Article. Only
grievances as defined above may be processed pursuant to the procedures set forth herein.

ARTICLE 8
DEFINITION OF PERMANENT FULL-TIME, REGULAR PART-TIME;
PROBATIONARY PERIOD
Section 1 For the purpose of this Agreement the term regular full-time employees mean

those employees who have satisfactory completed six months of service in a
position covered by this Agreement and who are scheduled to work thirty-five
(35) hours a week.

Regular part-time employees mean those employees who have satisfactorily
completed six (6) months of service in a position covered by this Agreement and
who are scheduled to work an average of less than thirty-five (35) hours per
week.

Section 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 Department Head, 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.

sd

ARTICLE 9
PART-TIME EMPLOYEES

The Town may utilize regular part-time employees on a scheduled basis to cover regular
recurring work periods, and to replace absenteeism: and. part-time employees on an on-call basis,
to cover overflow situations and to replace absenteeism.

A new part-time employee shall be hired on a six (6) month probationary period within which
time they may be dismissed without protest by the Union. Upon the expiration of said
probationary period the employee shall be placed on a separate seniority list in accordance with
their date of hire.

Part-time employees may only be utilized from Monday to Friday inclusive except that any
regular part-time employee hired after the effective date of this Agreement may be forced to
accept Saturday, Sunday or Holiday work refused by full-time employee(s).

All part-time employees who have completed six months of service and who work on a regularly
scheduled work week shall be entitled to vacation, sick leave, bereavement leave, personal leave,
longevity or jury leave under the terms of this Agreement on a pro-rata basis. All part-time
employees who have completed six months of service and work on a regularly scheduled work
week, shall be eligible for a pro-rated portion of such holiday pay when a holiday falls on a day
on which he/she is regularly scheduled to work.

Permanent full-time vacancies shall be offered to qualified regular part-time employees in order
of'seniority. A regular part-time employee accepting a full-time position shall receive a new
seniority date, which shall be the first day that he works as a new full-time employee. Regular
part-time employees that turn down full-time vacancies, will retain the right to bid for future full-
time vacancies.

Part-time employees shall be covered under a separate seniority list from the full-time seniority
list.

A part-time employee accepting a full-time position shall retain total seniority for all benefits.

ARTICLE 10
PROMOTIONS AND HIRING

A. It shall be the policy of the Town during the life of this Agreement to give members in
good standing in the bargaining unit the opportunity to apply for job vacancies within the
bargaining unit, provided such persons are available and willing to perform the jobs in
which the vacancies exist; it being the understanding of the parties that it shall be the
Town’s objective to select the best qualified person for each such position.

B. A notice of such vacancy shall be posted on appropriate bulletin boards for a period of
five (5) days prior to the closing of applications for the position.

Cc. In the event that applicants for any position appear to be equally well qualified, first
preference shall be given to the Unit employee over the applicant who is not a Unit
employee. When two (2) unit employees appear equally well qualified for any position,
preference shall be given to the employee with greater seniority. The Town shall be sole
judge of qualifications, provided that such judgment shall not be exercised arbitrarily,
capriciously or unreasonably.

i

ARTICLE 11
MILITARY CLAUSE

Military leave of absence without pay shall be granted to an employee induced into the
armed service for the required length of service, according to the terms of the Selective
Service Training Act of 1940 and subsequent amendments by Congress.

The progress of an employee inducted in the armed forces on the salary schedule shall
not be interrupted because of said induction. Upon return to service in the Town of
Winthrop, employees shall be placed in the salary schedule at the level to which he/she
would have been entitled had their service not been interrupted.

Employees with one 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 the military forces of the United States or the
Commonwealth shall be paid in the amount equal to the difference between the
compensation for a normal working period of up to two weeks and the amount paid for
military training, if such pay is less than their department pay. Training pay is computed
to include compensation received except travel allowance.

ARTICLE 12
JURY DUTY

COURT LEAVE
Every employee in the unit shall be compensated for jury service pursuant to G.L.

Chapter 234A, Section 48.
ARTICLE 13
BEREAVEMENT LEAVE

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 completion date of the funeral services in case of death of
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 off 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:

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

2. They reside together; and

3. They are not married; and

4, They are not related by blood closer than would bar marriage in the Commonwealth
of Massachusetts; and

5. They are each other’s sole domestic partner; and

6. They are competent to contract; and

7. They consider themselves to be a family.

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.
-8-

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.

ARTICLE 14
SICK LEAVE

Employees shall be entitled to fifteen (15) working days’ sick leave with pay for each
year of continuous service.

Sick leave credit will begin on the first working day of the first full month following
employment in the bargaining unit and accumulate thereafter at a rate of one and one-
quarter (1 4) days for each full month of employment for twelve (12) month employees.

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

Each Department Head shall notify each unit member prior to January 1 of each year of
the number of sick days accumulated by each unit member.

An employee, in order to qualify for paid sick leave, must notify his/her appropriate
supervisor at least one (1) hour prior to the beginning of each work day, or, if s/he is not
able to do so, as soon as is possible after the beginning of each work day, during which
the employee is to be absent by reason of sickness, provided that in the case of an
emergency, notice shall be given as soon as the exigencies of the emergency may permit.
If such notification is not given by such employee, such absence may, at the discretion of
the Department Head, be treated as absence without pay.

An employee absent by reason of sickness for more than five (5) working days shall
provide the Supervisor with at least a twenty-four (24) hours’ notice of his/her intent to
return to active employment.

The Town may require that an employee submit to a medical examination by a physician
designated by the Town, to determine the employee’s fitness to return to work following
absence by reason of sickness or injury for more than five (5) consecutive working days.
Such examination shall be at the expense of the Town, At such examination, the
employee may, upon his/her own request and at his/her own expense, be represented by a
personal physician.

An employee who has been absent by reason of sickness or injury may, upon the
recommendation of a physician but at the sole discretion of the Town, return to work for
light and limited duty upon such terms and conditions as the Town shall determine.
Whenever the Town shall have offered to permit any such employee to return to work for
limited duty and such offer is made in accordance with the recommendation of any
physician, the failure of such employee to return to work in accordance with such offer
shall be grounds for the taking of disciplinary action. For the purposes of this section,
the Town may require that an employee submit to a physical examination by a physician
designated by the Town for such purposes. Such examination shall be at the expense of
the Town. At such examination the employee may, upon his/her own request and at
his/her own expense, be represented by a personal physician.

Employees must immediately report all injuries, whether or not it appears they will be
consequently absent from work, to their supervisor; and they must complete such injury
report as may be required by the Town as soon as practicable after the incident in
question. :

Any member of the bargaining unit, if retiring after having been in the continuous
employ of the Town of Winthrop for at least 20 years, is entitled to buy back up to 200
days of accrued sick time at a rate of $20 per day.

ARTICLE 15
HOLIDAYS AND PERSONAL LEAVE

LEGAL HOLIDAYS

The following legal holidays will be observed as paid holidays for the period of this
Agreement. Al] permanent full-time employees will be paid at seven (7) hours straight
time pay therefor.

New Years Day

Martin Luther King Day
Presidents’ Day
Evacuation Day (March 17")
Patriots’ Day

Memorial Day

Bunker Hill Day (June 17")
Independence Day

Labor Day

Columbus Day

Veterans’ Day
Thanksgiving Day

% Day before Christmas
Christmas Day

In the event that Christmas falls on a Sunday or Monday, the % day before Christmas will
be a floating holiday to be taken by employees with the approval of their supervisor.

Either the day before Thanksgiving or the day after Thanksgiving will be a paid holiday.
The amount of staff working on either of those days shall be determined by the
Department Head. The determination of which day the employee receives as a holiday
will be determined by seniority with any ties or disputes being determined by the
Department Head.

In order to qualify for a holiday credit, a unit member in full-time employment in a
permanent position must have worked on the last regularly scheduled working day prior
to and the next regularly scheduled working day following such holiday, unless the
employee was in full pay status on such preceding and following days in accordance with
other provisions of this agreement.

Wherever it is practicable without impairing the performance of any essential service in a
Town Department or project, employees who qualify for holiday credit shall be excused
from all duty during a legal holiday without loss of pay.

When a holiday falls on a Sunday, the following day shall be considered the holiday.
When a holiday falls on a Saturday, the prior Friday shall be considered the holiday.

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Len

HOLIDAY WORK SCHEDULE

Any bargaining unit member scheduled to work on a holiday, and who does work on that
holiday shall be granted a day off within the next succeeding thirty (30) day period. The
specific day off may be requested by the individual employee, subject to the approval of
the Department Head. [fa day off is not granted by the Town within the thirty (30) day
period, such employee shall be paid at the rate of one and one-half (1/4) times his/her
normal per diem rate of pay for such holiday worked.

PERSONAL LEAVE DAYS

Each employee covered by this Agreement shall be entitled to three (3) days of paid
personal Jeave.. Said three (3) days of leave may be utilized during any calendar year for
imperative personal business which could not be effectively conducted outside of
custamary work hours and is not otherwise covered by bereavement leave, sick leave, or
the family leave or other provisions of this Agreement. Personal reasons’ may include
business, legal, and religious matters, Such personal leave may not be granted for
recreational purposes or for purposes of pursuing gainful employment. Reasons for such
leave must be made in writing to the Department Head of his/her designee as soon as
possible and not less than forty-eight (48) hours before the absence occurs, whenever
possible, This leave shall not be unreasonably withheld. Unused personal days will be
added to sick days for accrual purposes.

ARTICLE 16
INSURANCE BENEFITS
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,

On the date of retirement, life insurance may be continued in the amount of Two
Thousand Dollars ($2,000.00) 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 Harvard Medical.

All permanent part-time employccs working at least 21 hours per week will be eligible
for health insurance as set forth above.

Employecs may contribute to the Teamster, Local 25, dental and eyeglass plan at
the sole cost of the Employee.

-lil-

ARTICLE 17
WAGES

Effective July 1, 2005 wages will be increased 3.5%.

Effective July 1, 2006 wages will be increased 4.0%.

Effective July 1, 2007 wages shall be increased 4.5%.

Section 1:
Schedule A.

Section 2:

Section 3:

Section 4:

Section 5:

The basic salary and classifications schedule for employees is as set forth in

For the purposes of establishing a base starting point for classification of existing
employees, all permanent full-time and part-time employees will be reclassified
as indicated on the attached Schedule A.

In recognition of the proposed reclassification all stipends for permanent full
time and part time employees will be abolished as of July 1,.1999.

The hiring rate for all new employees shall be the minimum of the rate range of
the job for which the employee is hired unless otherwise authorized by the Town
Manager.

Employees in the continuous service of the Town who have a satisfactory
performance record shall be eligible for an advance in accordance with the
following schedule:

Step 1 Starting salary

Step 2 6 month advancement
Step 3 1% years of service
Step 4 2% years of service
Step 5 3% years of service
Step 6 4% years of service
Step 7 5% years of service

Progression through the rate range is not automatic and shall reflect the employee’s demonstrated
past performance and results and expected future performance. Any level increase shall be on the
recommendation of the department head and the approval of the Appointing Authority.

Section 6:

Section 1:

When an employee is promoted to a hi gher rated job, he/she shall enter at the
minimum of the job rate range or at his/her own rate, whichever is the higher. He
may also receive a one-step-rate increase at the time, if the department head feels
that qualifications and performance warrant it and the Appointing Authority
approves. If an employee should be transferred to a lower rated job, he shall
enter it at his own rate or at the maximum of the job, whichever is the lower.

ARTICLE 18
OVERTIME

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 Department Head 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 Department Head’s right to require work in excess of
any specified periods.

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Section 2:

Section 3:

Section 4:

Section 5:

Section 1:

The work week shall begin on Monday and continue for five (5) consecutive
days. The regular hours for each day shail be consecutive, except for
interruptions for lunch periods. The normal work week is thirty-five (35) hours
per week. Time actually worked in excess of forty (40) hours per week or on
Sunday, unless the employee is working on a continuous operations, shall be
considered as overtime and shall be paid at the rate of time and one-half (1-4)
the employee’s 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 Department Head’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 Department Head. The decision of the Department Head
regarding the granting or use of compensatory time is not subject to either the
grievance or arbitration provisions of this Agreement.

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
Department Head or his/her authorized designee. Failure to obtain such
authorization and pre-approval may be grounds for discipline.

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.

To meet staffing needs, the Department Head may increase the weekly hours of
part-time coverage when staff is effected by sick time, vacations, or other
scheduling needs.

ARTICLE 19
LONGEVITY

Annual longevity payments will be made to qualified permanent and part-time
employees who have worked the required number of years as of July 1, of the
fiscal year in which 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 service as of July 1, $550.00
ARTICLE 20
STEWARDS
A. The Town recognizes the right of the Union to designate job stewards and alternates from

the Town’s seniority list.

The authority of job stewards and alternates so designated by the Union shall be limited

to, and shall not exceed the following duties and activities:

1.

The investigation and presentation of grievances to the Town, or the designated
company representative in accordance with the provisions of this collective
bargaining agreement;

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2. The collection of dues when authorized by appropriate Local Union action;

3. The transmission of such messages and information which shall originate with,
and are authorized by the Local Union or its officers, provided such messages
and information:

(a) have been reduced to writing, or

(b) if not reduced to writing, are of a routine nature and do not involve work
stoppages, slow-downs, refusal to handle goods, or any other interference
with the Town's business.

Cc. The Town recognizes these limitations upon the authority of job stewards and their
alternates, and shall not hold the Union liable for any unauthorized acts. The.Town in so
recognizing such limitations shall have the authority to impose proper discipline,
including discharge, in the event the shop steward has taken unauthorized strike action,
slowdown, or work stoppage in violation of this Agreement. The Union reserves the
right to remove the Shop Steward at any time, for the good of the Union.

D. Stewards shall be permitted to investigate, present and process grievances on or off the
property of the Town, without loss of time or pay. Such time spent in handling
grievances shall be considered working hours in computing daily and/or weekly
overtime.

ARTICLE 21
VACATIONS

(1) Except as otherwise provided in the bargaining agreement, vacation days shall be provided
to permanent full-time employees. The number of vacation days allowed shall be based on
length of service with the Town and the employee’s scheduled workweek. The vacation year
shall begin on July 1" and continue through June 30" of the following year. A vacation day
shall be a calendar day during which the employee otherwise normally would be scheduled
to work. Employees accumulated vacation week shall be as follows:

Vacation accrual for permanent full-time employees working a five-day work week:

Length of Service Employees Received To a Maximum of
Less than 5 years 5 hrs. 50 minutes per month 70 hours per year

5 through 13 8 hrs 45 minutes per month 105 hours per year
More than 13 years 11_hrs. 40 minutes per month.__140 hours per year
More than 20 years 14 hrs. 35 minutes per month __175 hours per year

(2) New or rehired employees shall earn a vacation day for their first month of work if they
begin work on or before the 13" of that month.

(3) When moving into a higher vacation bracket, employees start earning vacation days in
the July before their 5", 13" or 20" (if applicable) anniversary year. The employee may
take the vacation days as soon as he or she earns them. The employee shall not have to
wait until January of his or her anniversary year.

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(4)

(3)

a (6)

(7)

(8)

(9)

(10)

(11)

Employees shall have until the end of December to use the vacation days they have
earned between July 1 of the last year and June 30 of the current year. Employees hired
between January and June must use vacation days earned through June before the end of
the current calendar year. Days such employees accumulate from July until December
may be used through December 31 of the following year.

Employees may take their vacation days as soon as they earn them, subject to scheduling
approval of the department head. With the department head’s approval and advance
notice, employees may take their vacation anytime during the year.

When scheduling vacation requests, the department head shall give due consideration to
the length of service of the employees involved; subject, however, to the needs of the
department.

Vacation leave shall not be accumulated from one vacation year to another, and salary
shall not be paid in lieu of vacation, except in cases of emergency and only with prior
approval of the Department Head.

Except in cases of discharge for dishonesty, any employee who is discharged or quits
between July 1 and his or her scheduled vacation date shall receive the vacation pay due
to him or her; as set forth herein; provided, however, that if the employment is terminated
by resignation, written notice of the resignation must be received by the department head
at least two weeks prior to the employee’s last day of work. Terminating employees shall
receive vacation pay for day(s) earned 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 any employee
entitled to vacation day(s) as provided herein, vacation pay shall be paid to the person or
persons to whom such employee’s salary is payable.

If an employee returns to the service of the Town and his or her period of service with
the Town has been interrupted for reasons other than service in the armed forces, then
after five years’ continued service the amount of service prior to the interruption of his or
her work for the Town shall be added to the five or more years of current full-time
service to give total service for the purpose of computing continuous service for vacation
allowance.

Employees on approved leave of absence, extended sick Jeave and injured-in-line-of-duty
leave shaJ] not accumulate vacation days.

When an employee is terminated all accrued vacation time shall be paid.

ARTICLE 22
INFORMATION

The Town shall make available to the Union, upon the written request of the President thereof
and within a reasonable time thereafter, such statistics and information related to the collective
bargaining unit in its possession as are necessary for the implementation of this Agreement. It is
understood that this shall not require the Town to compile information and statistics in the form
requested unless already complied in that form, or to supply any information deemed by the
Town to be confidential.

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ARTICLE 23
HOURS OF WORK/WORK YEAR

Work Year

A. The work year for bargaining unit members who are assigned to work a 12 month work
year shall be from July 1 to June 30" of each year,

Work Week
B. The work week for all full-time permanent employees shall be thirty-five hours.

Cc. Regular working hours and the normal work week for employees shall be based-on the
present working hours at each Town Department or Building as follows:

e TOWN HALL and POLICE STATION CLERICAL STAFF

Monday 8:00 A.M. to 7:00 P.M.
Tuesday through Thursday 8:00:A.M. to 4:00 P.M.
Friday 8:00 A.M. to 12:00 Noon

Upon retirement of the current police station clerical staff
the hours of work shall be 8:00 A.M. to 4:00 P.M., Monday through Friday

If a holiday falls on a Monday, Monday’s schedule is fulfilled on Tuesday:
If a holiday falls on a Friday; Friday’s schedule is fulfilled on Thursday.

© FIRE HEADQUARTERS CLERICAL STAFF

Monday through Friday 9:00 A.M. to 5:00 P.M.

e PUBLIC FACILITIES BUILDING CLERICAL STAFF

June 1 through August 30 Monday through Friday ‘6:30 A.M. to 2:30 P.M.
August 31 through May 31. Monday through Friday —8:00 A.M. to 4:00 P.M.

e SENIOR CENTER
Monday through Friday 9:00 A.M. to 4:30 P.M.

D. The parties recognize that as professionals the work schedule of each unit member shall
be established by his/her Department Head, or by a person designated by the Town
Manager to provide for the performance of the duties of the unit member consistent with
the needs of each Department and the terms of this agreement.

E. The work schedule of the unit member shall be arranged, where required, so as to provide
for so-called “peak work periods” and “special work periods” such as elections, town
meetings, board meetings, etc. during which periods of time the unit member may be
required to work flexible hours not to exceed thirty-five (35) hours per week during any
work week.

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In establishing, or adjusting, the work schedule of any unit member, the appropriate
Department Head, or any person designated by the Town Manager, should also consider
that there may be periods during which the discharge of the duties of the unit member
may permit flexible scheduling.

Consistent with the needs of the Town, the Department Head or person designated by the
Town Manager, after consultation with the unit member, shall arrange from time to time

for such flexible work schedule of such administrator as he/she is the exercise of his/her

discretion shall so determine. Such decision shall not be arbitrary or capricious.

A flexible work schedule of a unit member shall be established upon the written approval
of the appropriate Department Head and may reflect such adjustment of the work
schedule of the unit member as may be required to accommodate the performance of
assigned work during peak work periods, special work periods and other times as said
Department Head shall determine. A flexible work schedule may include adjustments
made on an hourly, daily or weekly basis as the Department Head shall determine
necessary.

With the approval of each Department Head and the Town Manager, clerical staff may be
asked to assist in the other Departments, if needed, during peak work periods, provided
that such work assignment is consistent with the unit members present position
classification.

Lunch Breaks

A.

D.

E,

Employees working in the Town Hall and Police Station shall be granted a one hour
lunch period without pay on Monday through Thursday or on any work day worked in
excess of seven hours.

Employees working in the Fire Headquarters shall be granted a one hour lunch period
without pay on Monday through Friday on any work day worked in excess of seven
hours.

Employees working in the Public Facilities Building shall be granted a one hour lunch
period without pay on Monday through Friday.

Employees working in the Senior Center will be granted a one half hour lunch period
without pay.

All lunch periods will be scheduled by the Department Head for each member of the unit.

Rest Period (Coffee Break)

A.

Each employee working in the Town Hall, Police Station, Fire Headquarters, Senior
Center, and Public Facilities Building shall be allowed a 10-minute “coffee break” in the
morning at the convenience of the Town as scheduled and approved by the Department
Head. Each employee shall be allowed a 10-minute “coffee break” in the afternoon as
scheduled and approved by the Department Head.

Town vehicles will not be used to transport clerical employees to lunch or coffee breaks.

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Ne’

Smoking shall be permitted before work, at lunch period, at rest period, and after work.
No additional breaks will be granted for smoking. Employees shall not use tobacco
products within Town Buildings at any time. An area outside of each building will be
designated for smoking. .

ARTICLE 24
SENIORITY AND REDUCTION IN FORCE

For the purpose of this Agreement, as applied to each member of the bargaining unit,
“seniority” shall be measured by the length of the unit member’s continuous service as a
member of the bargaining unit; and, in respect of each such member of the bargaining
unit, such service shall be deemed to have commenced on the date, time and order on
which the Town or any of its predecessors shall have appointed such unit member to a
position in the bargaining unit.

Seniority shall accumulate during absence because of illness, non-work related injury,
vacation or other authorized leave or layoff for not more than sixty (60) months.

Seniority shall be broken when an employee: (a) terminates voluntarily, (b) is discharged
for just cause, and (c) exceeds an authorized leave of absence.

A current seniority list of all employees of the bargaining unit showing name, present
classification and seniority date will be supplied to the Union representative each year.
The list will be issued January 1" of each year.

An employee may bump into a bargaining unit position which is held by an employee
who has less seniority than himself and provided that employee is determined by the
employer to be qualified and capable to perform the duties and responsibilities of the
position as the current incumbent.

For the purpose of any reduction in force, lay-offs shal] proceed in the following manner:

1. Secretaries/clerks who have not attained permanent status shall be terminated in
reverse order of appointment to the position they then currently hold.

2. Secretaries/clerks who have attained permanent status shall be terminated in
reverse order of their permanent seniority.

3. It is expressly understood and agreed that permanent secretary/clerk shall not be

laid off before a non-permanent secretary/clerk.

Recall for work for permanent employees after a layoff shall be in reverse order of layoff.

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ARTICLE 25
DISCIPLINE AND/OR DISCHARGE

Employees are responsible for observing all regulations necessary for the proper operation of
Town Departments.

Any riew hire shall be a probationary employee for six (6) months and may be terminated without
cause during said probationary period. Disciplinary action may be initiated for failure of an
employee to fulfill their responsibilities as an employee. The following shall be sufficient cause
for disciplinary action, but shall not be limited to:

Incompetence of inefficiency in performing assigned duties.

Failure to carry out any lawful and reasonable direction of a proper supervisor.
Unauthorized use of town property.

Disclosure of confidential information, subject to the State and Federal Regulations.
Abuse of sick leave; absence without leave; or habitual tardiness.

Violation of safety rules and policies.

Engaging in sexual harassment.

Department Heads and supervisors are responsible for enforcing all rules and regulations.
Employees are subject to the following disciplinary actions:

Oral warning — a note of which will be entered into employee’s personnel file.
Written reprimand - to include reason(s) for the reprimand, corrective action to be
taken, and time limit for improvement, with a copy placed in the employee’s
personnel file.

Disciplinary probation with pay — for a period of up to three (3) months.
Suspension - without pay for a period not to exceed thirty (30) days in any twelve
(12) month period.

Discharge

The following shall be sufficient cause for immediate discharge, without recourse to other forms
of disciplinary action:

esoeeoe

Use or possession of illegal narcotics or alcohol during regularly scheduled hours.
Fraud in securing appointment.

Conviction of a felony.

Falsification of time sheets.

ARTICLE 26
LEAVES OF ABSENCE

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, turn in his compensation check and
receive his regular weekly pay in exchange for a deduction of % of sick leave for each day absent
to the extent he has such credits available.

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ARTICLE 27
UNPAID LEAVE

Leaves of absence for good and sufficient personal reasons may be granted for periods not to
exceed three months upon approval of the Town Manager or its designee. During the period of
said unpaid leave of absence, the bargaining unit member shall be responsible for the full
payment of insurance premiums.

Such leaves shall not be granted for the reason of change of employment, either within Town
Departments or for any other employer.

In order to be considered, the request and reasons for leaves of absence together with a written
opinion of the Department Head must be presented to the Town Manager at least fourteen days
prior to the requested leave. The union recognizes that the right to grant such leave is the sole

and absolute discretion of the Town.

During leaves of absence, sick leave and vacation time shall not be accrued.
Temporary vacancy caused by a Leave of Absence approved under this section may be filled ona
temporary basis with the approval of the Town Manager at the entry level rate of pay, working

conditions and hours as that established for a permanent employee in that position.

ARTICLE 28
FAMILY LEAVE & MATERNITY/PATERNITY LEAVE

A. Family and medical leave shall be granted consistent with applicable provisions of the
Federal Family and Medical Leave Act for the birth of a son or daughter of the
employees and in order to care for such son or daughter; for the placement of a son or
daughter with the employee for adoption or foster care; in order to care for the spouse,
son, daughter or parent of the employee if such spouse, son, daughter, or parent has a
serious health condition; or because of serious health condition that makes the employee
unable to perform the function of the position of such employee.

B. An employee may choose to use accrued vacation time during such leave. In the event
said leave extends beyond the time of any accrued vacation leave, an employee may then
choose to use his or her accrued sick time. In no event, however, may such accrued sick
time be used prior to the exhaustion of all accrued vacation time. Further, where such
leave is due to the serious health condition of the employee or his/her spouse, son,
daughter, or parent, in order to use accrued sick time, the employee must provide to
his/her Department Head certification from his/her health care provider consistent with
the Family and Medical Leave Act. Such certification must be made on Department of
Labor approved Certification of Physician or Practitioner.

Cc. 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 Department Head with two weeks notice of the anticipated
date of departure and intention to return,

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ARTICLE 29
ACCESS TO OFFICIAL PERSONNEL FILES

No material originating from the Town derogatory to an employee's conduct, service,
character, or personality shall be placed in the personnel file unless the employee has an
opportunity to read the material. The employee shall acknowledge having read the
material with his/her signature on the actual copy to be filed. Such signature does not
necessarily indicate agreement with its contents, but merely signifies that the employee
has had an opportunity to read the materials.

The employee may respond to such material by signing a response pertaining to the
circumstances upon which the material is based. Such response shall be placed in the
employee’s personnel file.

Any employee shall have the right on request at reasonable times to examine all material
in her/his personnel file which is neither confidential nor privileged under the law, in the
presence of an officer in the personnel office. In no event shall the employee be denied
access later than five (5) days following his/her request. Upon written request by the
employee, a copy of any such material shall be furnished to the employee at her/his
expense.

ARTICLE 30
MISCELLANEOUS

Section A. Bonds

Should the Town require any employee to give bond, cash bond shall not be
compulsory, and any premium involved shall be paid by the Town.

Section B. Examinations

All Examinations when required by the Town and performed under his direction
shall be paid for by the Town. Employees shall be paid for all time required to
take all such examinations.

Section C. Personal Identification

If the Town requires employees to carry personal identification, the cost of such
personal identification shall be borne by the Town.

Section D. Leave of Absence for Union Activities

The Town agrees to grant the necessary and reasonable time off, without
discrimination or loss of seniority rights and without pay, to the steward or
his/her designee to attend a labor convention or serve in any capacity on other
official Union business, provided forty-eight (48) hours’ written notice is given
to the Town by the Union, specifying the length of time off. The Union agrees
that, in making its request for time off for Union activities, due consideration
shall be given to the number of employees affected in order that there shall be no
disruption of the Town’s operation due to lack of available employees.

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ARTICLE 31
DRESS CODE

Employees shall wear clothing appropriate to the professional position which they fill. Such
clothing shail not include tee shirts, tie-dyed clothing, or dungaree type blue jeans. Exceptions
may be made during office “housecleaning,” working in the attic or vault, or during inclement
weather.

ARTICLE 32
STABILITY OF AGREEMENT

No agreement, understanding, alteration or variation of the terms of provisions of this Agreement
herein contained shall bind the parties hereto unless made and executed in writing by the parties
hereto. The failure of the Town or the Union to insist, in any one or more incidents, upon
performance of any of the terms or conditions of this Agreement, shall not be considered as a
waiver or relinquishment of the right of either the Town or of the Union to future performance of
any such term or conditions, and the obligations of the Union and the Town to such future
performance shall continue in full force and effect.

ARTICLE 33
SEVERABILITY

Should any provision of this Agreement be found to be in violation of any federal or state law by
a court of competent jurisdiction, all other provisions of this Agreement shall remain in full force
and effect for the duration of this Agreement.

ARTICLE 34
NO STRIKE OR LOCKOUT

There shall be no strike or lockout during the term of this Agreement. The Union recognizes that
it does not have the right to strike against the Town or to assist or participate in any such strike or
impose a duty or obligation to conduct, assist, or participate in any strike.

No employee covered by this Agreement shall engage in, induce, or encourage any strike, work
stoppage, slowdown, or withholding of service. The Union agrees that neither it or any of its
officers or agents will call, instigate, authorize, participate in, sanction or ratify any such strike,
work stoppage, slowdown or withholding of services.

Should any employee or group of employees covered by this Agreement engage in any strike,
work stoppage, slowdown or withholding of services, the Union shall forthwith disavow any
strike, work stoppage, slowdown or withholding of services and shall refuse to. recognize any
picket line established in connection herewith. Furthermore, at the request of the Town, the
Union shall take all reasonable means to induce such employee or group of employees to
terminate the strike, work stoppage, slowdown or withholding of services and to return to work
forthwith.

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ARTICLE 35
WORKER’S COMPENSATION

The Town agrees to provide coverage for employees in the bargaining unit under the terms of the
Massachusetts Workers Compensation Act, General Laws of the Commonwealth, Chapter 152.

1. An employee who sustains a work-related injury shall provide the Employer as
soon as possible after the industrial accident with a complete and detailed
description of the industrial accident and his or her injury or physical complaints,
and shall identify all persons who were involved in the accident and/or witnessed
its occurrence.

2. An employee who sustains a work-related injury shall be required to obtain an
initial diagnosis in connection therewith from a provider of medical treatment. In
such event, the employee must obtain.a diagnosis at such provider as soon as is
possible. The Town reserves the right to have the employee examined by a
physician designated by the Town at the expense of the Town.

3. An employee who sustains a work-related injury shal] be required to cooperate
fully with the provider of medical treatment and to comply with any treatment
plan or therapy prescribed by such provider. Further, such employee shall be
required to refrain from any activities that might jeopardize or slow his or her
recovery, If an employee is working at another job while on worker’s
compensation, he/she must notify the Employer in writing.

4. In addition, the Town will pay as a supplement to each injured employee for each
day he/she is paid under the Workers Compensation Act, the difference between
such benefits and the employees normal salary for the period covered. Said
supplementary payment shall be charged against the sick leave of the employee
already accumulated.

ARTICLE 36
STANDARDS OF CONDUCT

Employees shall avoid any action which might result in, or create the impression of, using public
office for private gain, giving preferential treatment to any person, or losing complete impartiality
in conducting town business.

Employees shall conduct themselves in such manner as to reflect favorably upon their department
and the town at all times.

ARTICLE 37
LABOR-MANAGEMENT MEETINGS

The Union shall designate a committee of two employees which may meet with the Town
Manager and any one or more Department Heads from time to time, but not more frequently than
once every other month, for the purpose of discussing general labor-management matters coming
within, or out of, the scope of this Agreement. A request for such meeting shall be given in
writing by either party at least ten days in advance of the day of the meeting. The party
requesting the meeting shall submit to the other party in such request an agenda of the items to be
discussed. The Town Manager shall notify the Department Head of the employees who are
members on such standing committee of the date and time of the meeting. The employees who
are members of such standing committee shall receive their regular pay for any such meeting.

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ARTICLE 38
TEMPORARY APPOINTMENTS

The town may fill up positions temporarily or create a temporary position due to unforeseen
circumstances or if public business would be seriously impeded but not more than sixty (60) work
days within a one hundred twenty (120) workday period. Written notice of such an appointment
must be provided to the union, including the reason for the temporary appointment. The
temporary appointment can not be extended without the agreement of the union and no more than
one extension of thirty days shall be allowed.

ARTICLE 39
Effective January 1", 2007 the town may implement a bi-weekly pay period schedule.

ARTICLE 40
DURATION

A 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 a
successive terms of one 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 intent of its desire to modify or terminate said Agreement.

B. 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 by Town Council.

In witness WHEREOF, the authorized representatives of the parties have set their hands this

L0___of Low , 2006.

TOWN OF WINTHROP TEAMSTERS LOCAL UNION NO. 25
WINTHROP CLERICAL GROUP

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Page 1 of 1

James McKenna

From: Mark Lessard <mlessard@teamsterslocal25.com>

To: <jmckenna@town.winthrop.ma.us>

Cc: <cdouglas@town.winthrop.ma.us> , <bvazquez@town.winthrop.ma.us> ,
<tdaigneault@town.winthrop.ma.us> , <HGreenspan@GreenspanLawyers.com>

Date: 03/04/13 4:09 PM
Subject: <no subject found>

Attachments: michelle balian.pdf , Town of Winthrop MOA - signed by Sean and Mark -

7.1.11-6.30.14. pdf

Mr. McKenna,

Hope all is well,

Attached is a copy of the signed agreement that was ratified by the Winthrop Clerical members of Teamsters
Local Union 25 on December 10, 2012. The Local Union sent two (2) original copies via US Mail to you last

Thursday. Please sign both and return one (1) original to us.

| am sure you are aware of the "Mutual Mistake" in regards to retro payments for the reclassified members. As
agreed, December 10, 2012 will be the date for the retro payments for these reclassified members. The only

exception is Michele Balian (Please see attachment).
Please contact me should you have any questions

Respectfully,

Mark D. Lessard
Business Agent
Teamsters Local 25
544 Main St.
Charlestown, MA 02129

617-241-8825 ext 248

617-242-6110
617-242-4284 (fax)

http://webmail.town. winthrop.ma.us/desknow/mail.do?IDF older=86254893 1 &Action=Vie...

3/4/2013

aed

MEMORANDUM OF AGREEMENT

The Town of Winthrop and the Winthrop Clerical Association, Teamsters Local
25, International Brotherhood of Teamsters, hereby agree that the following additions,
deletions and modifications are made to the Collective Bargaining Agreement which
expired on June 30, 2011. Any provision not specifically modified herein shall remain in
full force and effect.

1. Wages

There shall be the following general wage increases:

Effective July 1, 2012 salaries will be increased by 1.5%.
Effective January 1, 2013 salaries will be increased by .5%.
Effective July 1, 2013 salaries will be increased by 1%.
Effective January 1, 2014 salaries will be increased by 2.0%.

2. Article 19 - Longevity
Effective July 1, 2012 longevity shall be as follows:

5 years of service as of July 1 $375
10 years of service as of July 1 $550
15 years of service as of July 1 $600
20 years of service as of July 1 $650
30 years of service as of July 1 $700

3. Article 10 — Promotions and Hiring

Section B
Delete and replace with as follows:
A notice of such vacancy shall be posted on appropriate bulletin boards for a

period of five (5) business days prior to the closing of applications for the
position.

4A. Article 13 — Bereavement Leave

Add part-time employees.

C)

Article 14 — Sick Leave

Section J

Delete and replace with as follows:

Any member of the bargaining unit, if retiring after having been in the continuous
employ of the Town of Winthrop for at least 20 years, is entitled to buy back up to
200 days of accrued sick time at a rate of $30 per day.

Article 23 — Hours of Work/Work Year

Section C — Public Facilities Building Clerical Staff

June | through August 31 Monday, Wednesday,

and Thursday 6:30 A.M. to 3:00 P.M
June 1 through August 31 Tuesdays 6:30 A.M. to 5:30 P.M.
September 2 through May 31 Monday,Wednesday,

and Thursday 7:00 A.M. to 3:30 P.M.

September 2 through May 31 Tuesdays 7:00 A.M. to 6:00 P.M.

Section C — Senior Center

Monday through Friday 8:00 A.M. to 4:00 P.M.
Article 40 — Duration

Section A

Delete and replace with as follows:

This Agreement shall become effective July 1, 2011 and shall continue to be in
effect up to and including June 30, 2014 and shall, thereafter, automatically renew
itself for a successive terms of one year each less sixty (60) days prior to
December 31, 2013 or any December 31, thereafter, either the Employer or the
Union shall have given the other written notice of its intent of its desire to modify
or terminate said Agreement.

Reclassification

Effective July 1, 2012 the positions in the Building Department, Treasurer’s
Department, Finance Department, and Fire Department will be reclassified to M1
Principal Clerk. The DPW Senior Clerk receiving the stipend will be classified to
MI Principal Clerk.

Effective July 1, 2012 the Town may establish a part-time floating clerical
position to be classified at CL1.

Add the two Clerks at the DPW Department performing the additional duties of
Cemetery and Water will each receive $2,500 yearly stipend for the additional

duties.
Town of Winthrop Winthrop Clerical Association,
Teamsters Local 25, International
Brotherhood of Teamsters
Dated:

a

MEMORANDUM OF AGREEMENT

The Town of Winthrop and the Winthrop Clerical Association, Teamsters Local
25, International Brotherhood of Teamsters, hereby agree that the following additions,
deletions and modifications are made to the Collective Bargaining Agreement which
expired on June 30, 2011. Any provision not specifically modified herein shall remain in
full force and effect.

1. Wages
There shall be the following general wage increases:

Effective July 1, 2012 salaries will be increased by 1.5%.
Effective January 1, 2013 salaries will be increased by 5%,
Effective July 1, 2013 salaries will be increased by 1%.
Effective January 1, 2014 salaries will be increased by 2.0%.

2. Article 19 - Longevity
Effective July 1, 2012 longevity shall be as follows:
5 years of service as of July 1 $375
10 years of service as of July 1 $550
15 years of service as of July 1 $600

20 years of service as of July 1 $650
30 years of service as of July 1 $700

3. Article 10 — Promotions and Hiring
Section B
Delete and replace with as follows:
A notice of such vacancy shall be posted on appropriate bulletin boards for a
period of five (5) business days prior to the closing of applications for the
position.

4. Axticle 13 — Bereavement Leave

Add part-time employees.

Article 14 — Sick Leave

Section J

Delete and replace with as follows:

Any member of the bargaining unit, if retiring after having been in the continuous
employ of the Town of Winthrop for at least 20 years, is entitled to buy back up to
200 days of accrued sick time at a rate of $30 per day.

Article 23 — Hours of Work/Work Year

Section C — Public Facilities Building Clerical Staff

June | through August 31 Monday, Wednesday,

and Thursday 6:30 A.M. to 3:00 P.M
June 1 through August 31 Tuesdays 6:30 A.M. to 5:30 P.M.
September 2 through May 31 Monday, Wednesday,

and Thursday 7:00 A.M. to 3:30 P.M.
September 2 through May 31 Tuesdays 7:00 A.M. to 6:00 P.M.

Section C — Senior Center

Monday through Friday 8:00 A.M. to 4:00 P.M.
Article 40 — Duration

Section A

Delete and replace with as follows:

This Agreement shall become effective July 1, 2011 and shall continue to be in
effect up to and including June 30, 2014 and shall, thereafter, automatically renew
itself for a successive terms of one year each less sixty (60) days prior to
December 31, 2013 or any December 31, thereafter, either the Employer or the
Union shall have given the other written notice of its intent of its desire to modify
or terminate said Agreement.

Reclassification

Effective July 1, 2012 the positions in the Building Department, Treasurer’s
Department, Finance Department, and Fire Department will be reclassified fo M1
Principal Clerk. The DPW Senior Clerk receiving the stipend will be classified to
M1 Principal Clerk.

oo

)

Ne

Effective July 1, 2012 the Town may establish a part-time floating clerical
position to be classified at CL1.

Add the two Clerks at the DPW Department performing the additional duties of
Cemetery and Water will each receive $2,500 yearly stipend for the additional
duties,

Sean M, O’Briéit ~ yor of Winthrop
President/Principal Officer
Teamsters Local No. 25

Goll. Lite Dated: 3/ fl

Mark D. Lessard
Business Agent

Dated; Le Y, hos of

FY11

Cost of living 0.0%
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
M1 Annual Weekly - 32,839.72 |33,934.99 |35,067.40 {36,162.67 |37,202.26 |38,334.66 {39,429.94
PRINCIPAL 631.53 652.60 674.37 695.44 715.43 737.21 758.27
18.04 18.65 19.27 19.87 20.44 21.06 21.66
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
INCLUDES PRECENTAGE
( M1 Annual Weekly - } 32,839.72 |33,934.99 {35,067.40 {36,162.67 {37,202.26 [38,334.66 |39,429.94
PRINCIPAL Y 631.53 652.60 674.37 695.44 715.43 737.21 758.27
18.04 18.65 19.27 19.87 20.44 21.06 21.66
Step 1 Step 2 Step 3 Step 4 Step5 Step 6 Step 7
CL1 Annual Weekly - 29,126.92 |30,055.12 |30,983.32 {31,892.95 |32,839.72 [33,786.48 |34,733.24
SENIOR CLERKS 560.13 577.98 595.83 613.33 631.53 649.74 667.95
16.00 16.51 17.02 17.52 18.04 18.56 19.08
(INCLUDES PERCENTAGE) Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
29,126.92 |30,055.12 [30,983.32 {31,892.95 |32,839.72 |33,786.48 |34,733.24
Cli Annual Weekly- — ee0.13 [577.98 595.83 161333 63153 |6ao.74__|ee7.95
SENIOR CLERKS - - - = : ; =
16.00 16.51 17.02 17.52 18.04 18.56 19.08
Part Time Employees - Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
HOURLY 12.50 13.08 13.67 14.24 14.82 15.41 16.00
(INCLUDES PERCENTAGE) Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
Part Time Employees- {12.50 13.08 13.67 14.24 14.82 15.41 16.00

Hourly rate is the negotiated value - all other figures derived from the hourly rate for hourly employees
Weekly rates calculated as hourly rate multiplied by 35 hours (standard full-time work week)
Annual rates calculated as weekly rate multiplied by 52 annual weeks

FY12

Cost of living 0.0%
new new new
Step 4 Step5 Step 6 Step 7 Step 8 Stép 9 Step 10
M1 Annual Weekly- [36,162.67 |37,202.26 |38,334.66 |39,429.94 |39,824.24 |40,222.48 |40,624.70
PRINCIPAL 695.44 715.43 737.21 758.27 765.85 773.51 781.24
19.87 20.44 21.06 21.66 21.88 22.10 22.32
(INCLUDES PRECENTAGE) Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10
M1 Annual Weekly - 36,162.67 [37,202.26 |38,334.66 |39,429.94 |39,824.24 |40,222.48 |40,624.70
PRINCIPAL 695.44 715.43 737.21 758.27 765.85 773.51 781.24
19.87 20.44 21.06 21.66 21.88 22.10 22.32
new new new
Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10
CL1 Annual Weekly- {31,892.95 |32,839.72 |33,786.48 |34,733.24 |35,080.58 [35,431.38 |35,785.70
SENIOR CLERKS 613.33 631.53 649.74 667.95 674.63 681.37 688.19
17.52 18.04 18.56 19.08 19.28 19.47 19.66
Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10
ict annclwectly. 31,892.95 |32,839.72 |33,786.48 |34,733.24 |35,080.58 |35,431.38 |35,785.70
SENIOR CLERKS 613.33 631.53 649.74 667.95 674.63 681.37 688.19
17.52 18.04 18.56 19.08 19.28 19.47 19.66
new new new
Part Time Employees - Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10
HOURLY 14.24 14.82 15.41 16.00 16.60 17.20 17.80
{INCLUDES PERCENTAGE)| Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10
Part Time Employees -. [14.24 14.82 15.41 16.00 16.60 17.20 17.80

Hourly rate is the negotiated value - all other figures derived from the hourly rate for hourly employees
Weekly rates calculated as hourly rate multiplied by 35 hours (standard full-time work week)
Annual rates calculated as weekly rate multiplied by 52 annual weeks

Fy13

[cost of living: July - Dec

Cost of living: Jan - Ju

oo.

Ses check 2.0% 2.0% 2.0% 2.0% 2.0% 2.0% 2.0%
Step 4 Step 5 Step 6 Step7 Step 8 Step9 Step 10 Step 4 Step 5 Step 6 Step7 Step 8 Step 9 Step 10
M1 Annual Weekly - [36,162.67 |37,202.26 |38,334.66 [39,429.94 [39,824.24 |40,222.48 |40,624.70 M1 Annual Weekly - [36,705.11 -]37,760.29 |38,909.68 |40,021.39 |40,421.60 [40,825.81 [41,234.07
PRINCIPAL 695.44 715.43 737.21 758.27 765.85 773.51 781.24 PRINCIPAL 705.87 726.16 748.26 769,64 777,34 785.11 792.96
19.87 20.44 21.06 121.66 ¥ 21.88 22.10 22.32 20.17 20.75 21.38 21.99 22.21 22.43 22.66
(INCLUDES pRECENTAGE)__steP4 | Steps [Steps ["step7 | steps | step9 | Step 10 {INCLUDES Step4 | Step5 | Step6 | Step7 | Step8 | Step9 | Step10
M1 Annual Weekly - 36,705.11 |37,760.29 [38,909.68 140,021.39 140,421.60 |40,825.81 141,234.07 PRECENTAGE) M1 [36,888.64 |37,949,09 |39,104.23 |40,221.49 [40,623.71 [41,029.94 |41,440.24
PRINCIPAL 705.87 726.16 748.26 769.64 777.34 735.11 792.96 Annual Weekly - 709.40 729.79 752.00 .|773.49 781.23 789.04 796.93
20,17 20.75 21.38 ([21.99 5 22.21 22.43 22.66 PRINCIPAL 20.27 20.85 21.49 23.10 22.32 22.54 22.77
ae
; 2.0% 2.0% 2.0% 2.0% 2.0% 2.0% 2.0%
Step 4 Step5 Step 6 Step7 Step 8 Step9 Step 10 Step 4 Step 5 Step 6 Step7 Step 8 Step 9 Step 10
CL1 Annual Weekly- [31,892.95 |32,839.72 [33,786.48 [34,733.24 [35,080.58 |35,431.38 [35,785.70 CL1 Annual Weekly- [32,371.35 [33,332.31 [34,293.28 |35,254.24 |35,606.79 [35,962.85 [36,322.48
SENIOR CLERKS §13.33 631.53 649.74 167.95 674.63 681.37 688.19 SENIOR CLERKS 622.53 641.01 659.49 677.97 684.75" 691.59 698.51
17.52 18.04 18.56 19.08 19.28 19.47 19.66 17.79 18.31 18.34 19.37 19.56 19.76 19.96
Step 4 Step 5 Step 6 Step7 Step 8 Step? Step 10 {INCLUDES Step 4 Step 5 Step 6 Step 7 Step & Step9 Step 10
{INCLUDES PERCENTAGE}
CL1 Annual Weekly - 32,371.35 [33,332.31 [34,293.28 |35,254.24 |35,606.79 |35,962.85 |36,322.48 PERCENTAGE) CL1 [32,533.20 [33,498.97 |34,464.74 [35,430.51 |35,784.82 [36,142.67 |36,504.09
SENIOR CLERKS 622.53 641.01 659.49 ~|677.97 684,75 691.59 698.51 Annual Weekly - SENIOR |625.64 644.21 662.78 $81.36 688.17 695.05 702.00
17.79 18.31 18.84 19.37 18.56 19.76 19.96 CLERKS 17.88 18.41 18.94 19.47 19.66 19.86 20.06
check 2.0% 2.0% 2.0% 2.0% 2.0% 2.0% 2.0%
Part Time Employees - Step 4 Step 5 Step 6 Step7 Step 8 Step9 Step 10 Part Time Employees- | Step4 Step 5 Step 6 Step7 Step 8 Step 9 Step 10
HOURLY 14.24 14.82 15.41 16.00 16.60 17.20 17.80 HOURLY 14.45 15.04 15.64 16.24 16.85 17.46 18.07
(INCLUDES PERCENTAGE}| Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 (INCLUDES Step4 Step5 Step 6 Step7 Step 8 Step 9 Step 10
Part Time Employees - |14.45 15.04 15.64 16.24 16.85 17.46 18.07 PERCENTAGE} Part Time|14.53 15.12 15.72 16.33 16.94 17.58 18.16
Hourly rate is the negotiated value - all other figures derived from the hourly rate for hourly employees
Weekly rates calculated as hourly rate multiplied by 35 hours {standard full-time work week}
Annual rates calculated as weekly rate multiplied by 52 annual weeks
aN
Ves : : -
NA -

FY14

Seo

RRR

Cost of fiving: July - Dec
check 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
Step 4 Step 5 Step 6 Step7 Step 8 Step 9 Step 10 Step 4 Step5 Step 6 Step7 Step & Step 9 Step 10
M1 Annual Weekly- [36,888.64 |37,949.09 [39,104.23 |40,221.49 |40,623.71 |41,029.94 |41,440.24 M1 Annual Weekly- {37,257.52 |38,328.58 |39,495.27 [40,623.71 |41,029.94 [41,440.24 [41,854.65
PRINCIPAL 709.40 729.79 752.00 773.49 781,23 789.04 796.93 PRINCIPAL 716.49 737.09 759.52 781.23 789.04 796.93 804.90
20.27 -. _|20.85 21.49 22.10 22.32 22.54 22.77 20.47 21.06 21.70 22.32 22.54 22.77 23.00
(incubes precentace)|—steP4 | Steps | stepé | step? | steps | step9 | step 10 (INCLUDES Step4 | Step5 | Step6 | Step7 | Steps | Step9 | Step 10
M1 Annual Weekly - 37,257.52 [38,328.58 |39,495.27 [40,623.71 _|41,029.94 |41,440.24 |41,854.65 PRECENTAGE) M1 = {38,002.67 |39,095.15 140,285.18 |41,436.18 [41,850.54 |42,269.05 |42,691.74
PRINCIPAL 716.49 737.09 759,52 781.23 789.04 796.93 804.90 Annual Weekly - 730.82 751.83 T7471 796.35, 804.82 812.87 820.99
20.47 21,06 21,70 22,32 22.54 22.77 23.00 PRINCIPAL 20.88 21.48 22.13 22.77 22.99 23.22 23.46
check 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
Step 4 Step 5 Step 6 Step7 Step 8 Step9 | Step 10 Step 4 Step 5 Step 6 Step 7 Step 8 Step9 | Step10
CLI Annual Weekly- [32,533.20 [33,498.97 |34,464.74 |35,430.51_ /35,784.82 |36,142.67 |36,504.09 CL1 Annual Weekly- {32,858.54 [33,833.96 |34,809.39 /35,784.82 |36,142.67 |36,504.09 |36,869.13
SENIOR CLERKS 625.64 644.21 662.78 681.36 688.17 695.05 702.00 SENIOR CLERKS 631.89 650.65 669.41 688.17 695.05 702.00 709,02
17.88 18.41 18.94 19.47 19.66 19.86 20.06 - 18.05 18.59 19.13 19.66 19.86 20.06 20.26
(INCLUDES PERCENTAGE} Step 4 Step S Step 6 Step7 Step 8 Step 9 Step 10 {INCLUDES Step 4 Step Step 6 Step7 Step 8 Step 9 Step 10
CLA Annual Weekly - 32,858.54 [33,833.96 [34,809.39 |35,784.82 |36,142.67 |36,504.09 |36,869.13 PERCENTAGE) CL1 [33,515.71 [34,510.64 |35,505.58 |36,500.52 |36,865.52 |37,234.18 |37,606.52
SENIOR CLERKS 631.89 650.65 669.41 688.17 695.05 702.00 709.02 Annual Weekly - SENIOR|644.53 663.67 682.80 701.93 708.95 716.04 723.20
18.05 18.59 19.13 19.66 19.86 20.06 20.26 CLERKS 18.42 18.96 19.51 20.06 20.26. 20.46 20.66
check 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
Part Time Employees - Step 4 Step 5 Step 6 Step7 Step 8 Step 9 Step 10 Part Time Employees- | Step4 Step 5S Step 6 Step7 Step 8 Step 9 Step 10
HOURLY 14.53 15.12 15.72 16.33 16.94 17.55 18.16 HOURLY 14.67 15.27 15.88 16.49 17.11 17.72 18.34
(INCLUDES PERCENTAGE}| Step 4 Step Step 6 Step? Step Step9 Step 10 (INCLUDES Step4 Step 5 Step 6 Step? Step 8 Step 9 Step 10
Part Time Employees - |14.67 15.27 15.88 16.49 17.41 17.72 18.34 PERCENTAGE) Part Time]14.96 15.57 16.20 16.82 17.45 18.08 18.71
Hourly rate is the negotiated value - all other figures derived from the hourly rate for hourly employees
Weekly rates calculated as hourly rate multiplied by 35 hours (standard fi
Annual rates calculated as weekly rate multiplied by 52 annual weeks
a mn —
oe :
Ke ‘

¥

Michele Karas

Michele Karas - MIS Director/Parking Clerk

)

From: Richard J White [rwhite@town.winthrop.ma.us]
Sent: Wednesday, December 17, 2008 8:46 AM

To: Carol Douglas

Ce: departmentheads@town.winthrop.ma.us
Subject: Re: 4 day work wk

| got your message on Monday of the ratification. | have given instructions to staff to implement the Friday
closings effective this week with in intent to establish new Town Hall hours effective the week of January 4th.
Plans needed to be made to coordinate the building systems to effectuate the change.

It is all systems go.

Rick

—o Original Message -----

From: Carol Douglas <cdouglas@town.winthrop.ma.us>

To: Richard J White <rwhite@town.winthrop.ma.us>

Cc: <TMari@teamsterslocal25.com>

Date: Wednesday, December 17 2008 08:17 AM

Subject: 4 day work wk

Rick: The Clerical members of Teamsters Local 25 voted unanimously on Friday, December 12, 2008 to accept
the side letter and Memorandum of Agreement regarding the 4 day work week. We anticipate your Official
Announcement and commencement date of the 4 day work week.

Carol

_{ IMPORTANT NOTICE, The information contained in this electronic message and any attachments to this message are intended for the
exclusive use of the addressee(s) and may contain confidential or privileged Information. If you are not the intended recipient, or the
employee or agent responsible for delivering this message to the intended recipient, you are hereby notified that you received this
communication in error. Any review, dissemination, distribution or copying of this communication is strictly prohibited. If you receive this
communication In error please send a return e-mail, and then delete this message, together with any attachments. Thank you.

Help make the earth a greener piace. If at all possible resist printing this email and join us in saving
paper.

_ Michele Karas - MIS Director/Parking Clerk

Michele Karas

From: — Richard J White [npwhite@town.winthrop.ma.us]
Sent: Wednesday, December 17, 2008 8:52 AM

To: Towncouncil

Subject: 4 day week.

Please be advised that | received word on Monday that the Teamsters have ratified a contract settlement for fiscal
year 2009 that includes the implementation of the 4 day week and includes a negotiated 0% wage increase for
Teamster employees. Lunch hours will be reduced and daily hours will be expanded slightly effective the week of
January 4, 2009. The Teamsters have asked that as a condition of the agreement that | implement the 4 day
week immediately.

Rick

IMPORTANT NOTICE. The information contained In this electronic message and any attachments to this message are intended for the
exclusive use of the addressee(s) and may contain confidential or priviteged information. If you are not the Intended recipient, or the
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communication in error. Any review, dissemination, distribution or copying of this communication is strictly prohibited. if you receive this
communication in error please send a return e-mail, and then delete this message, together with any attachments. Thank you.

Help make the earth a greener place. If at all possible resist printing this email and join us in saving
paper.

od

Michele Karas

sy Michele Karas - MIS Director/Parking Clerk

COD
From:  Tanji M. Daigneault [tdaigneault@town.winthrop.ma.us]

Sent: Thursday, December 18, 2008 3:38 PM

To: departmentheads@town.winthrop.ma.us; planningboard@town.winthrop.ma.us; Conservation
Commission; Paul Marks
Ce: Charlotte Fobert; towncouncil@town.winthrop.ma.us; Lee Dzedulionis; Barbara Flavin; John Crosby

Subject: Open the attachment below

Please make sure that you notify all committee members and board members about the change in hours.

Tanji Daigneault
Administrative Secretary
Winthrop Town Hall
Winthrop, MA 02152
617-846-1077

hoe

Michele Karas

a Michele Karas - MIS Director/Parking Clerk

N

From: —Tanji M. Daigneault [tdaigneault@town.winthrop.ma.us]
Sent: Wednesday, December 17, 2008 11:26 AM

To: departmentheads@town.winthrop.ma.us

Subject: New Town hours attached

Please read the through the attachment below and inform your staff immediately.

Have a great day,

Tanji Daigneault
Administrative Secretary
Winthrop Town Hall
Winthrop, MA 02152
617-846-1077

es

MEMORANDUM

TO: All Departments, Boards and Committees
FROM: Richard J. White, Town Manager
SUBJECT: Use of Town Hall

Effective January 1, 2009 access to Town Hall will be Monday through Thursday during the
newly established business hours of 8 A.M. to 7:30 P.M. on Mondays and 8 A.M. to 4:30 P.M.
Tuesday, Wednesday and Thursday. Meeting rooms may be scheduled by contacting the staff in
the Town Manager’s Office. Meeting rooms can be booked during the Monday through
Thursday workweek. The meeting rooms will not be available for Friday, Saturday or Sunday in
an attempt to reduce building operation costs.

Ceamsters Doral Union No. 25

affiliated mith the
International Brotherhood of Ceamsters

544 MAIN STREET * BOSTON, MASSACHUSETTS 02129-1113 « (617) 241-8825 * Fax (617) 242-4284
www.teamsterslocal25.com

MEMORANDUM OF AGREEMENT

Between

Teamsters Local Union No. 25
SEAN M. O’BRIEN
President / Principal Officer And

MARK A, HARRINGTON a
Secretary-Treasurer Town of Winthrop

JOHN A. MURPHY

Vice President / Business Agent

The below signed parties on behalf of the International Brotherhood of
MARK D. LESSARD Teamsters Local Union No. 25 and the Town of Winthrop (and Winthrop
Recording Secretary Clerical Association) hereby agree that the following additions, deletions and
JACQUELINE “Jackie” ADDISON modifications shall be made to the Collective Bargaining Agreement which
Trustee expired on June 30, 2010. Any provisions, not specifically modified herein,
JOHN “Jay” MANLEY shall remain in full force and effect.

Trustee

ANDREW P. WALSH

Los Trustee
GEORGE B. SLICIS ‘
Business Agent 1 Salary
THOMAS G. MARI Effective July 1, 2016 salaries will be increased by 2%.

Business Agent

ROBERT E, FABRIZIO 2. Duration
Business Agent a
DAVID A. PIETROFORTE This agreement shall be effective July 1, 2010 and shall continue to be
Business Agent in effect up to and including June 30, 2011.
STEVEN J. SOUTH

Business Agent

STEVEN R. SULLIVAN Town of Winthrop: Teamsters Local Union No. 25

Organizer

PATRICK J. PALMISANO
—_ Caw yA ha. ont, IG ,
By:

By: bin EL —

Date: 7, elle Date: Wt [th

Ceamsters, Chauffeurs, Warehousemen and Helpers. Boston, MA

We will only accept deliveries from UNION carriers! All other deliveries will be refused!

&

-

TOWN OF WINTHROP
OFFICE OF THE TOWN MANAGER

Town Hall, 1 Metcalf Square, Winthrop, MA 02152 Telephone: 617-846-1077 Fax: 617-846-5458

Richard J. White
Town Manager . Revised as of 12/10/08

Wednesday, December 03, 2008

Ms Carol Douglas
Union Steward

Town Halil .
Winthrop, MA 02152

+, Dear Carol:

This side letter is written to define the arrangement negotiated regarding working of a
four-day workweek in its relationship to Article 23, Hours of Work/Work Year of the
contract between the Town of Winthrop and Winthrop Clerical Association, Teamsters Local
25, International Brotherhood of Teamsters.

As agreed the following adjustments to article 23 will be made:

1. That this temporary arrangement regarding Hours of Work/Work Week will expire at the end
of the work day June 30, 2010 unless there is an agreement by both parties to this agreement to
extend these provisions.

2. That the work week for Town Hall Clerical Staff shall be as follows:
Monday 8:00 A.M. to 7:00 P.M.
Tuesday throygh Thursday 8:00 A.M. to 4:00 P.M

That the Town Hall Clerical Staff will be provided an opportunity on a voluntary basis to work a
schedule as follows:

Monday 8:30 A.M. to 7:30 P.M.

Tuesday through Thursday 8:30 A.M. to 4:30 P.M.

Further, it is agreed that Town Hall employees covered by this agreement will be provided a 30.

minute lunch break and that the employee will take this lunch break on site unless other

atrangements are made with the employees supervisor. It is further understood the

supervisor will make reasonable accommodations so as that allow an employee to leave
} the work site for a brief period of time for an unusual or necessary personal issue.

That the work week for Public Facilities Clerical Staff will be as follows:

Summer — June 1 to August 31:

Monday through Thursday 6:30 A.M. to 2:30 P.M.

September 1 to May 31:

Monday through Thursday 7:30 A.M. to 3:30P.M.

Senior Center Clerical Staff currently working on Fridays will fulfill their part-time hours on ,
another day agreed to by the Director and part-time Clerical Staff.

Police and Fire Department Clerical Staff hours will not change.

3. That this temporarily adjusted schedule will constitute thirty-five hours of pay per week.
Sincerely,

Richard J. White
Town Manager

Agreed by the parties signing below: _ i

Lox

AE Li 25 Vomn Mgrtager

Dated: )ofog

MEMORANDUM OF AGREEMENT

+
Roe
The Town of Winthrop, hereinafter “Town” and the Winthrop

Clerical Association, Teamsters Local 25, International
Brotherhood of Teamsters hereinafter “Union” hereby agree that
the following additions, deletions and modifications should be
made to the Collective Bargaining Agreement, which” expired on
June 30, 2008. Any provisions not specifically modified herein,

shall remain in full force and effect.

2. Salary

Effective July 1, 2008 salaries will be increased by 0%.

3. “Me Too Clause” If the Town agrees to a higher wage
increase with any other bargaining unit in the Town, Teamsters
Local 25 Clerical Unit will receive the same raise effective as
of July 1, 2008.

4. Hours of Work

That the provisions of Article 23 Hours of Work/Work Year be
suspended until June 30, 2010 in so far as alternative conditions
are defined in a side letter to the Union from the Town Manager
dated Wednesday, December 3, 2008.

These changes above are subject to ratification of the Bargaining

Unit.
VA
- Gf
LE.
V (tows, Manager ‘Winthrop Cley#cal

Associatio .
Teamsters Local 25,
International Brotherhood
of Teamsters

Dated: 2p o

Memorandum of Agreement

Between
Teamsters Local Union No. 25

And

Town of Winthrop

Article 15 Holidays and Personal leave

A. Legal Holidays
Change second sentence to read:

All permanent full-time employees will be paid at the normal amount of hours
for the day on which a holiday is recognized. (Example Monday holiday will be
11 hours pay for Police Department and Tuesday or Thursday holiday will be 11
hours pay for Town Hall or DPW).

Add new third sentence to read:

Any employee who is regularly scheduled to work a full day on Friday will be
allowed during a week with a Monday, Tuesday or Thursday Holiday to take a
half day on Friday without loss of pay.

Add new forth sentence to read:

Employees who are regularly scheduled to work on Monday through Thursday
the following shall apply:

Weeks in which a holiday is recognized on a Friday or Saturday for the above
mentioned employees shall receive an extra 7 hours of personal time in exchange
for said holiday to be used within 6 months from date of Holiday.

Add new fifth sentence to read:
When a Holidays fall on a long Monday, Tuesday or Thursday the Time will not
be made up any other day during said week.

Article 18 Overtime
Change 40 hours to read 35 hours through out article.

Article 23
Hours of Work/Work Year

Change Work Week as follows
B. The work week for all full-time permanent employees shall be thirty five hours.

B. Regular working hours and the normal work week for employees shall be
based on the working hours at each Town Department or Building as
followed:

© Town Hall clerical staff

Mon and Weds 8:00 to 4:30
Tues: 8:00 to 4:30 or 8:00 to 7:00
Thurs: 8:00 to 4:30 or 8:00 to 7:00

Employees will only be required to work one long day either Tuesday or Thursday:

Seniority shall prevail in selecting which long day member will work. If in the event
an employee is requested to work a second Jong day in any given week that
employee has the right to refuse such work, but if said employee accepts the work
they will be paid time and one half there regular hourly rate of pay or time and one
half there regular hourly rate of pay in comp time for all hours worked over thirty
five. The decision to pay comp time or overtime pay is at the Town Managers
discretion.

¢ Police Station clerical

Monday 8am to 7pm
Tuesday 8am to 4pm
Wednesday 8am to 4pm
Thursday 8am to 4pm
Friday 8am to 12pm

e Fire Headquarters clerical

Monday through Friday 9am to 5pm

e Public facilities building clerical

JUNE 1 TO AUGUST 31
MONDAY, WEDNESDAY, AND THURSDAY 6:30 AM TO 3:00
TUESDAYS 6:30 TO 6:00 PM

SEPTEMBER 2 TO MAY 31
MONDAY, WEDNESDAY, AND THURSDAY 7:00 AM TO 3:30 PM
TUESDAYS 7:00 TO 6:30

Senior Center

Monday through Friday 9am to 4:30pm

Lunch Breaks

A. 30 minute unpaid lunch

No change

30 minute unpaid lunch

No change

No change

Add new section F to read any employee who wishes to combine there lunch
break with the two 10 minute coffee breaks may at the employees choice.

AR SOS

Article 17
Wages

In exchange for the above changes the Union will agree to a zero percent raise for
the period of July 1, 2009 to June 30, 2010.
Article 40

Duration

Change dates to reflect 1 year extension, July 1, 2009 to June 30, 2010.

Add new article
Building safety

The Town agrees to install panic buttons inside Town Hall to ensure the members
safety.
The Town also agrees that someone from the management staff will be required to
remain in the building until all bargaining unit members have left for the day.

ae ae

Local

Teamsters

Lam of Winthrop
Date: 7. 125/00 Date: 7 / Yo
Note:

This agreement must be ratified by the membership prior to final execution.

Ceamsters Loral Hnion No. 25

affiliated foith the
International Brotherhood of Ceamsters

544 MAIN STREET * BOSTON, MASSACHUSETTS 02129-1113 * (617) 241-8825 * Fax (617) 242-4284
www.teamsterslocal25.com

MEMORANDUM OF AGREEMENT
SEAN M. O’BRIEN
President / Principal Officer

BETWEEN
MARK A. HARRINGTON

Secretary Treasurer TEAMSTERS LOCAL UNION NO. 25
JOHN A. MURPHY

Vice President / Business Agent AND
STEVEN R. SULLIVAN
Recording Secretary / Director of THE TOWN OF WINT HROP

Organizing

TIMOTHY P. MADDEN

Trustee

JACQUELINE "Jackie ADDISON The parties agree that the current agreement dated July 1, 2005 thru
“ June 30, 2008 shall be extended until June 30, 2009. All provisions of the current
JOHN “Jay” MANLEY agreement will remain in effect with the exception of the attached side letter dated
Trustee December 10, 2008.
JOBERT B. McALLISTER

Business Agent
GEORGE B. SLICIS

Business Agent Signed this day of 2009 by our duly authorized
THOMAS G. MARI representatives.

Business Agent

ROBERT E, FABRIZIO

Business Agent

DAVID A. PIETROFORTE TOWN OF WINTHROP TEAMSTERS LOCAL UNION NO. 25

Business Agent

[ frow ‘own Manager (LA Agent A”

=

President/Principal Officer

GERALD T. GODIN

Business Representative

Ceamsters, Chauffeurs, Warehousemen and Helpers. Boston, MA
We will only accept deliveries from UNION carriers! All other deliveries will be refused!

&

SEAN M. O’BRIEN
President / Principal Officer

MARK A. HARRINGTON

Secretary-Treasurer

JOHN A. MURPHY

Vice President / Business Agent

STEVEN R. SULLIVAN
Recording Secretary / Director of
Organizing

TIMOTHY P. MADDEN

Trustee

JACQUELINE “Jackie” ADDISON

Trustee

JOHN “Jay”? MANLEY
Trustee

BERT B. McALLISTER
Business Agent

GEORGE B. SLICIS
Business Agent

THOMAS G. MARI

Business Agent

ROBERT E. FABRIZIO

Business Agent

DAVID A. PIETROFORTE

Business Agent

GERALD T. GODIN

Business Representative

Geamsters Doral Union No. 25

affiliated foith the
International Brotherhood of Teamsters

544 MAIN STREET « BOSTON, MASSACHUSETTS 02129-1113 * (617) 241-8825 * Fax (617) 242-4284
www.teamsterslocal25.com

November 13, 2009

Mr. James M. McKenna
Town of Winthrop
Town Hall

1 Metcalf Square
Winthrop, MA 02152

Dear Mr, McKenna,

Enclosed please find two (2) signed copies of the agreement between
Teamsters Local Union No. 25 and The Town of Winthrop, for the period of
July 1, 2008 to June 30, 2009.

Please sign both copies of each agreement and return one (1) to us
for our files.

If you have any questions or concerns please contact Business Agent
Thomas G..Mari at your earliest convenience.

Respectfully yours,

os 2 ~ 2D

SEAN M. O’BRIEN
President/Principal Officer

TGM/k
c: Carol Douglas

Enclosures

Geamsters, Chanffeurs, Warehousenen and Helpers. Boston, MA
We will only accept deliveries from UNION carriers! All other deliveries will be refused!