EFFECTIVE DATE:



EFFECTIVE DATE: |GENERAL ORDER # 011 | |

|SUBJECT: COLLECTIVE BARGAINING & PERSONNEL BENEFITS |

|ISSUED BY: |# OF PAGES: 3 |

|DISTRIBUTION: |REVIEW DATE: |

|LAST REVISED: |

|ACCREDITATION STANDARDS: |

PURPOSE: To identify the role of the department in the labor negotiation process and address the administrative, procedural and contract management aspects of labor negotiations.

POLICY: It is important to understand that one group does not dominate the negotiating process and that all who enter into negotiations are involved and participate in good faith. The administration of this department is committed to the concept of bargaining in good faith and will cooperate with both sides participating in the collective bargaining process in an attempt to facilitate an amiable and timely resolution to the negotiations.

PROCEDURE:

I. Township Negotiators

A. Evesham Township Manager

1. The township manager is the head of the negotiating team and is vested with the responsibility for the entire labor negotiating process. The township manager has the option of selecting other persons to actively participate in the negotiations process on behalf of the Township of Evesham.

B. Chief of Police

1. The Chief of Police may attend negotiating sessions, if so requested by the Township Manager, to provide insight regarding contract proposals and their potential impact on the department’s operation.

II. Recognized Bargaining Units

A. Command Officer’s Association

1. The Command Officer’s Association shall act as the exclusive bargaining unit for the captains and the deputy chief of police.

B. Superior Officer’s Association

1. The Superior Officer’s Association shall act as the exclusive bargaining unit for all sergeants and lieutenants.

C. Fraternal Order of Police Lodge

1. The Fraternal Order of Police Lodge shall act as the exclusive bargaining unit for all officers below the rank of sergeant.

D. International Brotherhood of Teamsters Local # 676

1. The Teamster Local # 676 shall act as the exclusive bargaining unit for all unionized civilian employees within the police department.

E. Others

1. All other department employees who are not covered by one of the above listed bargaining units shall be governed by the personnel policies defined in the Township Code.

III. Negotiators for the Bargaining Units

A. It is understood that each bargaining unit will be entitled to select a negotiating team consistent with the rules of their organization.

IV. General Guidelines for Negotiations

A. First and foremost, the administration of this department recognizes that the parties involved in the negotiations will need to establish ground rules for the process. This directive is not intended to interfere in any way with the rights of the bargaining units to materially participate in the establishment of such ground rules nor to infringe upon any right granted to them as result of their recognition as the majority representative.

B. The following guidelines are offered as a baseline for the development of a “good faith” bargaining process. These guidelines are not binding on either party to the extent they are inconsistent with any guidelines agreed upon by the parties during the collective bargaining process.

1. Members of the negotiating teams who are on duty when negotiating sessions are scheduled will be allowed to attend the sessions provided sufficient manpower is scheduled. This privilege does not extend to meetings with members of the bargaining unit to discuss proposals unless such meetings are specifically authorized and approved by the Chief of Police.

2. All negotiating sessions will be held at a prearranged time and date as agreed upon by the negotiating teams.

3. Whenever possible, advanced notice shall be given if either party cannot attend a scheduled negotiating session.

4. Both negotiating teams are encouraged to avoid negotiating in the press, however if it is necessary to release information both teams are encouraged to participate in the preparation of news releases in an effort to avoid any confusion regarding the relevant issues. Information outside the negotiation process will remain subject to the department public information policy.

5. If an impasse is reached, either party may request mediation or binding arbitration. However, both parties are encouraged to continue to negotiate and utilize mediation or arbitration as a last resort.

6. In the interest of fundamental fairness, all parties to a negotiation should endeavor to employ “good faith” tactics during the process.

7. All final agreements shall be distributed to the members of each negotiating team for review.

V. Contract Management

A. Upon ratification by all parties, the chief of police shall obtain a copy of the fully executed collective bargaining agreement. The collective bargaining agreement will be reviewed to determine if any of the provisions contained within the agreement are incompatible with department operations and/or written directives.

1. Written directives will be modified to the extent they are inconsistent with the language contained in the collective bargaining agreement.

2. Thereafter, the chief of police or his designee will be responsible for disseminating information to department supervisors and managers relative to changes in the collective bargaining agreement that may have an impact on department operations.

B. The department is committed to the philosophies associated with a successful collective bargaining process and the labor harmony that the process is meant to engender. To that end, the department will make a commitment to abide, in both letter and spirit, by the fully negotiated collective bargaining agreement.

VI. Personnel Benefits

A. Retirements Programs

1. Eligible employees will be enrolled in either the Public Employees Retirement System or the Police and Fireman’s Retirement System as administered by the State of New Jersey.

2. All new employees will be issued a copy of the state-issued handbook for the respective pension system applicable to their job classification.

3. Replacement handbooks can be requested through the Township Human Resources office and are also available on the Internet at .

B. Health Insurance Program

1. The Office of Human Resources maintains up to date health insurance handbooks, which provide a detailed explanation of benefits and employee premium sharing fees, if applicable.

2. All new employees shall be provided with a copy of the applicable health insurance handbook. Replacement copies can be requested from the Human Resources Office.

C. Disability and Death Benefits

1. Employees shall be provided with life insurance and disability insurance as provided for in their applicable collective bargaining agreement, if applicable and consistent with state statutes.

D. Liability Protection

1. Sworn personnel shall be provided with liability protection for actions arising from their law enforcement responsibilities consistent with the provisions of their respective collective bargaining agreement, and in the case of employees with no collective bargaining agreement, the liability protection shall be as set forth in the Township Code.

E. Employee Educational Benefits

1. Employees shall be entitled to education reimbursement, consistent with the provision in their respective collective bargaining agreement, for money spent on eligible continuing education programs. In the case of employees with no collective bargaining agreement, the education reimbursement benefit is set forth in the Township Code.

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Standard

22.2.2

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