HomeMy Public PortalAbout7/1/2022-6/30/2025 Town Hall Associates MOAMEMORANDUM OF AGREEMENT
FOR
SUCCESSOR COLLECTIVE BARGAINING AG EMENT
BETWEEN
CITY OF WATERTOWN
AND
WATERTOWN MUNICIPAL EMPLOYEES GROUP,
TEAMSTERS, LOCAL 25
(JULY 1, 2022 — JUNE 30, 2025)
The City of Watertown and Watertown Municipal Employees Group, Teamsters, Local
25 hereby agree, subject to appropriation by the City Council, to a three (3) year collective
bargaining agreement effective July 1, 2022 through June 30, 2025 which shall contain the same
terms and conditions as the parties' most recent agreement, except as modified by the following:
1 GENERAL
Replace all references to Town and Town Manager with City and City Manager.
2. GENERAL
Replace gender specific references with gender neutral references,
GENERAL
Replace all references to Personnel with Hu t Resources.
4. GENERAL
Replace all references to Administration Building with City Hall.
5. ARTICLE 1, SECTIONS A(1) and A(2) (RECOGNITION)
Replace Sections A(1) and A(2) with the following:
The Employer recognizes the Watertown Municipal Employees Group, Teamsters,
Local 25 for purposes of collective bargaining as the sole and exclusive
representative of all full-time and regular part -tune professional employees,
Department of Public Works supervisors, clerical employees, dispatchers, and non-
professional employees employed by the City of Watertown, but excluding the
positions listed in the table below, as well as all non-supervisory/nor-clerical
Department of Public Works employees, and all managerial, confidential, casual,
and other employees.
Assistant Assessor
Constituent Services/311 Director
Assistant Auditor
Deputy City Manager:
Assistant City Clerk
Digital Media Manager-
Assistant City Manager for Comm y
Development & Planning
Director of Administration & Finance
Assistant Director for Administration & Finance
Director of Current Planning
Assistant Director for Energy Manageunent
Director o Long -Range Planning
Assistant Director for Operations
Exec *v Assistant
Assistant Director o Hu n Resources
Financial Systems Administrator
Assistant Fire Chief
Fire Chief
Assistant Library Director
Human Resources Administrative
Specialist
Assistant Procurement Director
Human Resources Director
Assistant to the City Manager
Human Resources Generalist
Assistant Treasurer/Collector
Human Resources Infor-rnation Systems
Administrator
Building Con rrnissioner
Library Director
Chief Environmental Health Officer/Assistant
Health Director
Linesman
Chief Financial Officer
Municipal Policy Analyst
Chief Information Officer
Police Chief
Chief Procurement Officer
Public Briilclings Project Manager:
City Assessor/Chair ofthe Board of Assessors
Public Health Director
City Auditor
Recreation Director
City Clerk
Senior Services Director
City Council Clerk
Skating Rink Manager
City Engineer
Superintendent of Public Works
Community Engagement Specialist
Treasurer/Collector
Community Preservation Coordinator
Veterans' Service Officer
Director of Public Buildings
6. ARTICLE 1, SECTIONS A(1) and A(2) (RECOGNITION)
Move Linesman to DPW bargaining unit.
7, ARTICLE 4, SECTION A (WAGES)
Increase base wages as follows:
7/1/22 — 2.5%
7/1/23 — 2.5%
7/1/24 — Implement new City wage and classification schedule as shown in
attached spreadsheet. All existing employees to be placed on new pay scale as
reflected in attached spreadsheet as follows:
All existing employees will initially be placed on the first step of the new scale in
their job grade that results in a minimum of a 2.5% pay increase over their then
current rate of pay.
In addition, employees with 4 years and one day of service to the end of 9 years of
service will receive one additional step above their initial placement position, and
employees with 9 years and one day or more years of service will receive two
additional steps above their initial placement position.
Thereafter, annual step increases for all existing employees in the bargaining uni
on 7/1/24 will occur each July 1`r.
2
New employees hired between July 1st and December 3lst in any given year will
receive their first step increase on the next July 1st that follows their date of hire.
New employees hired in any given year between January 1s1 and June 30th will
receive their first step increase on the July l st that follows the one-year anniversary
of their date of hire.
Update Appendix B to reflect job grades and position titles reflected in attached
spreadsheet.
S. ARTICLE 6, SECTION 1(c) (SICK LEAVE)
Delete subsection in its entirety.
9. ARTICLE 7 (SICK LEAVE INCENTIVE)
Effective January 1, 2025, decrease number of potential sick leave incentive days
from two (2) to one (1) and increase number of personal clays by one (1).
10. ARTICLE 9, SECTION 1 (HOLIDAYS)
Delete reference to Town ordinance.
1. ARTICLE 9, SECTION 2 (HOLIDAYS)
Insert the following new sentence after the existing first sentence in Section 2:
"Permanent full -tune employees who do not regularly work Monday through
Friday will receive a day's pay as their holiday benefit if a holiday falls on a
regularly scheduled day off"
12. ARTICLE 9, SECTION 5 (HOLIDAYS)
Delete Section 5 in its entirety. (Refers to To ordinances).
13. ARTICLE 14 (PERSONAL LEAVE)
Revise East sentence to read as follows:
"A probationary new employee shall receive one (1) personal day upon hire and a
second personal day after ui (6) mo��tl� thirty (30) clays of continuous
employment.'
14. ARTICLE 17, SECTION A (WORK HOURS)
Revise Section,A to read as follows:
Section A. Hours of Work (Excluding Dispatchers)
Watertown, The workweek for employees in full -tune employment, excluding
Dispatchers, shall be 37.5 hours per week with the exception of the
following positions which shall have a 40 hour` workweek
• Custodians
• DPW Supervisors
• Police Building & Vehicle Maintenance
* Parking Enforcement Officer
Assistant Rink Manager
GROUP
Administrative &
Clerical Group
Custodian Group
Mechanical &
Construction Group
Inspection Group
HOURS/WEEK
37.5 Hours
/10.0 Hours
As required, but no less
than 37.5
Professional / As requir d, but loo less
Supervisory Group than 37.5
Dispatchers Sec Article 18
The work schedules of the filll-tune custodians in the Library shall include a half
(1/2) hour unpaid lunch with the exception that any shift worked by a full-time
custodian in the Library on a Saturday shall include a one (1) hour unpaid lunch.
For day shifts, said lunch period shall commence between the hours of 11:00 am
and 1:00 pm.
All employees shall record the start and end tinges for all hours that they
work, including the start and end times of their unpaid lunch breaks, and
shall certify and submit the information to the Department Head on a weeldy
basis.
If the Library an employee's assigned building is closed due to weather,
custodians ss4gne r e he r ib ^ shall work their regular shifts for that day
nonetheless.
15. ARTICLE 19 (DUES DEDUCTION)
Replace Article in its entirety with the following:
"Section A Authorization for Dues Deductions
Upon compliance by the union with the necessary statutory requirements, the City
will deduct, the payment of dues by the member of the Union and the payment of a
service fee by a non-member on or after the thirtieth (30th) day following the
beginning of such employment or effective date of the Bargaining Agreement,
whichever is the later.
The City agrees to deduct from the pay of all employees covered by this
Agreement the dues, initiation fees and/or uniform assessments to the Local Union
having jurisdiction over such employees. Written authorization by the employee
must be furnished to the City via the Union in order for any deductions to
commence. Dues deductions will be taken from the first payroll period of each
month and remitted to the Local Union by the second payroll period of each month.
Initiation fees will be deducted in installments of $25 each pay period until paid in
full. Any other uniform assessments will be deducted based on a schedule agreed
4
Mechanical & Construction, and I
upon by the City and the Union. No deductio
applicable law.
s
be made which is prohibited by
When an employee who is authorized for such deductions is a) not on the payroll
durrng the pay period in which a deduction is to be made, or b) has no earnings or
insufficient earnings during that pay period, or c) is on a leave of absence, the
employee must make arrangements with the Local Union to pay such dues in
advance.
Section B Teamsters Credit Union
The City agrees to deduct certain specific amounts each pay period from the wages
of those employees who shall have give the City written authorization to make
such deductions. The amounts so deducted shall be remitted to the Teamsters
Credit Union once each pay period by electronic transfer methods. The City shall
not make deductions and shall not be responsible for remittance to the Credit
Union for• any deductions for those pay periods during which the employee has no
earnings or in those pay periods in which the employee's earnings are less than the
amount authorized for deduction.
Section C DRIVE
The City agrees to deduct from the paycheck of all employees covered by this
Agreement voluntary contributions to DRIVE, for those employees who have
provided the City with written authorization to do so. DRIVE shall notify the City
of the amounts designated by each contributing employee that are to be deducted
from his/her paycheck each pay period for all weeks worked. The phrase "weeks
worked" excludes any week in which the employee did not earn a wage. The City
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 was made and the amount deducted from the employee's paycheck.
Section D Indemnification
The Union deinnify and save the City harmless against: any claim, demand,
suit or other form of liability that may arise out of or by reason of action taken by
the City for the purpose of complying with this Article."
16. ARTICLE 21 (OVERTIME)
Revise Article to read as follows:
Section A. Overtire — Excluding Dispatchers
ection Groups
Full-time employees with a regular work schedule of 37.5 hours per week shall be
paid at 1 1/2 times their hourly rate for hours worked in excess of 37.5 hours in a work
week. Full -tine employees with a regular work schedule of 40 hours per week shall
be paid at 1% times their hourly rate for hours worked in excess of 40 hours in a work
5
week. With the permission of the employee's supervisor, a frill -tine employee may
elect to receive compensatory time at the rate of 1 '/2 times the number of hours the
employee worked in excess of 40 hours in a work week in lieu of receiving overtime
pay for such hours. No more than 40 hours of unused compensatory time may be
held by an employee at any given time. An employee occupying a position in this group,
who is required to worn overtime in excess of 110 hours p
at 1 1/2 hour rate. An employee who is required to work -1;,,
approval of the Department Headown Manager. At the employee's request, the
Department Head may grant compensatory time at a one hour rate. Double time will be
paid to the full-time employees named in this paragraph, for all overtime hours worked on
Sundays which are not part of the employee's usual work week.
method of the voluntary overtime or additio hours payment, will be announced by nal tlic
Department Head tom
additional hours. If the employee choos 1 i.4444A1411.,idd LAi
kind. All vo
department has no prior practice ofrequiiing overtime or additional hours, and absent an
the impact of that change prior to irnplementing any change.
Employees required to worl
initiated by
d by the Department Head, the
Department Head may substitute comp
hour worked up to 37.5 hour=rnay a
Effective 7/11/17Paid vacation leave, sick leave, personal leave, bereavement leave,
compensatory time and holiday pay shall be counted toward the said calculation of the 40
hours overtime threshold under this Section.
Effective 7/11/17,the ACO/Jr. Health Officer, Assistant Superintendent of Utilities,
Assistant Rini nag; r and saistar," T' ®^ atio M er shall be included in the list of
positions covered by this Section A.
Employees who have accrued more than 40 hours of compensatory time as of the elate of
ratification of this Agreement shall retain such time, but shall not be permitted to accrue
any additional compensatory time until their balance falls below the 40 hour compensatory
6
time cap under this Section, Further, said employees will be subject to said maximum
going forward thereafter.
Section B. Dispatchers
See Article 18, Section B.
Section C. Professional / Supervi oil
An employee occupying a p„
to overtime pay. Ho never, the To vn
basis.
Section DC. Call Back
a request for compensatory
When an employee is called back to work, the employee will receive a minimum
number of hours of pay, as described in Section A above, and according to the chart
below. If the overtime or additional hours immediately precede the employee's
regularly scheduled shift, the employee will receive additional compensation only for
the hours worked in excess of their regular shift.
Call-back
xtxnimunr hours of
pay
Four (4
Two (2)
Positions
• Animal Control Officer
• Custodian
• DPW Supervisor
• Linesman (Junior Electrician) (subject to City proposal
#6)
• Parking Enforcement Officer
• Police Building & Vehicle Maintenance
• Dispatchers
Local Building Inspecto
Plumbing & Gas Inspector
Wiring Inspector
Administrative Assistant
Administrative Specialist
• Code Enforcement Officer
• Financial Assistant
• Financial Specialist
• Health Officer
• Office Manager
• Principal Department Assistant
7
Weights & Measures / Parking 'Ieter Collection &
Repair
1EA PrVA 8838, „ i•
txr;<,•„g
Rspector
Move below Section D to Article 18
Section ED. Shift Swaps- Dispatchers
Shift swaps between Dispatchers will be allowed solely at the discretion of the Police
Chief. Swaps are excluded from the overtime provisions contained in this Article.
17. ARTICLE 23 (LONGEVITY PAY)
Effective 7/1/24, delete first longevity step in its entirety.
18. ARTICLE 43 (DURATION)
Update section to reflect 3 year agreement.
19. NEW ARTICLE (DRIVING RECORD CHECKS)
All employees who drive a City owned vehicle shall be subject to annual driving record
checks.
20. ARTICLE 4, SECTION B (SHIFT DIFFERENTIALS)
Custodians and Dispatchers
Increase by $0.50/hour effective 7/1/22
Increase by $0.50/hour effective 7/1/23
21. ARTICLE 8 (SICK LEAVE BUYBACK)
Increase to $5,500.00 effective 7/1/24.
22. ARTICLE 9 (PAID HOLIDAYS)
Add Juneteenth to list of holidays.
23. ARTICLE 10, SECTION 1 (BEREAVEMENT)
Effective on funding of CBA, revise Section 1 to read as follows:
"In the case of the death of a parent, step-parent, husband, wife, child, step -child,
grandparent, grandchild, brother, sister, mother-in-law, father-in-law, daughter-in-law,
son-in-law and significant other residing in the household of a bargaining unit employee,
said employee will be granted a leave of absence from his duties without loss of pay and
without having any part of said employee's sick leave benefit charged against his
accumulated sick leave time; but in no case will said employee receive pay for absence of
more than five (5) working days, except with the express approval of the City Manager
and only in cases of extreme emergency."
8
24. ARTICLE 22 (MEAL ALLOWANCE)
Increase allowance for dispatchers to $15.00 effective on funding of CBA.
Effective on funding, add new meal allowance for DPW employees as follows:
"At any given tune that is outside of the normal working hours of 7:00AM to 3:30PM,
that the department operates a crew of six (6) employees for eight (8) hours, employees
working such hours will be paid $15.00 for each full eight (8) hour periodworked."
25. ARTICLE 26 (DISPATCH SUPERVISOR AND TRAINING DIFFERENTIAL)
Increase training amount to $4.50 per hour effective on funding of CBA.
Increase Dispatch Supervisor stipend to $1,250.00 annually, but no change in how paid.
26. ARTICLE 30 (OUT OF GRADE)
Effective on funding of CBA, replace existing provision with the following:
"An employee required by the department head to work in a vacancy in a higher
classification for a period of more than five (5) consecutive working days shall be entitled
to be paid at the earliest step rate of the higher classification which provides an increase
in pay, retroactive to the first day of such assigmnent. Coverage of another employee's
vacation leave shall not be considered a vacancy within the meaning of this Article
regardless of the duration and shall not entitle an employee to receive out of grade pay
under this provision."
27. ARTICLE 33, SECTION 2 (VACANCIES)
Revise Section 2 to read as follows,
"Employees will be given at least seven (7) working days to nxake applications for vacant
positions before the City posts the vacancy externally,"
28. ARTICLE 38 (SICK LEAVE BAND)
Replace Article 38 in its entirety with the following:
"Effective upon funding of this Agreement, the existing Sick Leave Bank benefit shall be
eliminated. The remaining Sick Bank balance of 439.50 sick days shall remain available,
in up to 30 day blocks, for use by employees who have exhausted all of their paid leave
balances and who are disabled from their duties. A request for access to the Sick Leave
Bank balance shall be submitted to the Human Resources Director. The Human
Resources Director, or their designee, shall meet with two (2) members designated by the
Union to review the request and collectively make a decision thereon. The denial of an
employee's sick leave bank request shall be final and shall not be subject to the grievance
and arbitration procedure of this agreement.
Once the remaining Sick Bank balance has been exhausted, employees may gift sick
leave, not to exceed thirty (30) days in total per occurrence, to another Union member
who is disabled from their clinics and has exhausted all forms of their paid leave. It is
understood and agreed that once sick time is used by an employee, including donated sick
leave, it cannot later be bought back by the employee."
29. ARTICLE 40 (COPE)
Delete article.
30. ARTICLE 43 (BULLETIN BOARDS)
Add new Article as follows:
"The City agrees to make space available to the Union on a bulletin board located in non-
public areas for the purpose of posting routine Union notices, circulars, and other
materials related to Union business. All materials must be approved and initialed for
posting by an officer of the Union."
31. ARTICLE 27 (CLOTHING AND SHOE ALLOWANCE)
Replace existing Article with the following:
"Section A. Clothing and Shoe Allowance
The City of Watertown shall provide a clothing or shoe allowance to employees in the
following positions as outlined below:
Annual Clothing
or Shoe
Allowance
Amount
Position
$900
•
•
•
•
•
Custodian
Parking Enforcement Officer
Dispatcher
Assistant Recreation Director
Animal Control Officer
$500
•
•
Weights & Measures / Parking Meter Repair
DPW Supervisors
$300
•
•
•
o
•
•
•
•
bing & Gas Inspector
Wiring Inspector
Local Building Inspector
Zoning Enforcement Officer
Code Enforcement Officer
Health Officer
Assistant Rink Manager
Police Building & Vehicle Maintenance
Part-time employees will receive a pro -rated allowance.
2. The City shall determine a dress code for custodians. The style and type of iterns(s) to be
purchased shall be determined by the department head.
The type and style of dispatchers' uniforms shall be determined by the Chief of Police.
Prior to any change in uniforms, an appropriate representative of the Dispatchers will
meet with the Chief to give input and make recommendations on the style and type of
uniform.
4. The City will provide ID badges and a vest bearing the City seal to all field employees.
10
Employees will be required to wear the vest and to have the ID badge on their person
whenever working in the community.
5 DPW Supervisors shall receive uniform service with cleaning. The City will provide each
employee with eleven (11) long sleeve/short sleeve shirts and eleven (11) pairs of
pants/shorts, depending on the season. In addition, the City will provide one (1) winter
weight coat and one (1) hooded lined sweatshirt each year. The coat and sweatshirt will
not be part of the cleaning service. A lightweight jacket will also be provided as part of
the uniform service. During the winter months, half of the allotment of pants to be
provided by the City will be lined.
The parties agree that the City shall have the ultimate say regarding the uniform service,
but that it will consider the Union's input when making any decisions regarding same.
Section B. Payment
Clothing allowance shall be made in two equal payments, January and July of each year.
New employees hired before January Is' shall receive the full amount of the allowance for
the fiscal year. New employees hired after January 1St shall receive 50% of the allowance.
Employees who leave the employment of the City before the payment is made will not be
entitled to the payment, except for employees who retire.
Every effort shall be made to pay the clothing allowance no later than July
January 31St of each year."
S
and
32. EVT STIPEND
Effective 7/1/22, $1,100.00 annual stipend to be paid to employees in mechanic positions
for possessing and maintaining a valid EVT certification. Stipend shall be paid in August
once per year. Increase to $1,200.00 effective 7/1/23.
ARTICLE 5 (VACATION)
Effective January 1, 2024, change vacation amounts to reflect the following:
PERIOD OF SERVICE
Beginning with the first day of the 21h1 month tluough
completion of eight years
Beginning with the first day of the ninth year through
completion of fifteen years
Beginning witl
completion of n
first day of
eteen years
e sixteent
yen
ough
Beginning with the first day of the twentieth year and
beyond (*Non -Dispatch employees only)
ALLOWANCE
3 Weeks
4 Weeks
5 Weeks
6 Weeks*
34. ARTICLE 2 (GRIEVANCE PROCEDURE)
Delete existing language of Article 2 in its entirety and replace with the following:
"Section A. Definitions
A "grievance" shall mean a complaint that there has been a violation, rnisinterpretation or
inequitable application of any of the provisions of this Agreement. As used in this
Article, the term "employee" shall include a group of employees having the same
grievance.
Section B. Purpose
The purpose of this procedure is to secure, at the lowest possible administrative level,
equitable solutions to the problems which may from time to time arise affecting the
welfare or working conditions of the members of the Union. Both parties agree that these
proceedings will be kept as informal and confidential as may be appropriate at any level
of the procedure.
Section C. Procedure
Since it is important that the grievance be processed as rapidly as possible, the number of
days indicated at each level should be considered as maximum, and every effort should
be made to expedite the process. The limits specified below inay, however, be extended
by mutual agreement.
Informal Resolution of Grievances
Prior to the filing of a formal grievance, the Union shall meet with the immediate
supervisor with the objective of resolving the matter informally. The supervisor shall
respond to the Union within three work days.
Formal Grievance Procedure
Level One
The Union shall submit a grievance in writing to the employee's Department Head not
later than 20 work days after the date on which the alleged act or omission giving rise to
the grievance occurred or after the date on which there was a reasonable basis for the
knowledge of the occurrence. The Department Head shall meet with the Union within 10
work days of the written submission, The Department Head will issue a written decision
within 10 workdays of the meeting, If there is no meeting within 10 work days, or if the
Department Head fails to respond within 10 work days of the meeting, the Union may
proceed to Level Two.
Level Two
In the event the Union wishes to appeal an unsatisfactory decision at Level One, the
appeal must be presented in writing to the Human Resources Director within ten (10)
work clays following the receipt of the Level One decision, or the date on which the Level
One decision was due, whichever is sooner. The Human Resources Director shall meet
with the Union for review of the grievance and shall issue a written recommendation to
the City Manager. The City Manager will issue a decision within 15 work days of the
close of the grievance meeting. If there is no meeting within 10 work days after the
grievance is first presented at Level Two, or if the grievance remains unresolved at Level
12
Two aver 20 work days after the grievance is presented, the Union may proceed to Level
Three.
Level Three
(a) Grievances unresolved at Level Two may be brought to arbitration solely by the
Union by filing a completed request for arbitration with the American Arbitration
Association within 20 work days from the receipt of the Level Two decision, or within 20
work days from the date that such decision was due, whichever is sooner. A copy of the
arbitration request shall be sent to the City Manager at the time of filing. The Arbitrator
will be selected by the parties in accordance with the voluntary labor arbitration rules of
the American Arbitration Association ("AAA").
(b) The parties will be bound by the rules and procedures of the AAA.
(c) The arbitrator so selected will confer with the representatives of the Employer and
the Union and hold hearings promptly and will issue a decision in accordance with the
AAA's rules. The arbitrator's decision will be m writing and will set forth the
arbitrator's findings of fact, reasoning and conclusions on the issues submitted. The
arbitrator will be without power or authority to make any decision which requires the
commission of an act prohibited by law or which is in violation of the ternrrs of this
Agreement. The decision of the arbitrator will be submitted to the Employer and the
Union and will be final and binding.
(d) The costs of the services of the arbitrator, including the arbitrator's filer diem
expense, will be borne equally by the Employer and the Union.
Section D. Additional Provisions
No reprisals of any kind will be taken by the Employer or by any of its agents or
representatives against any member of the Union or any other participant in the grievance
procedure by reason of such participation.
Decisions rendered at Levels One and Two of the grievance procedure will be in writing
setting forth the decision and the reasons thereof -id will be transmitted promptly to all
parties in interest.
A failure by an employee or the Union to file or process a grievance iii accordance with
the time limits provided for in this Article will constitute a waiver of the grievance. A
failure of a representative of the City responsible to answer a grievance at any of the steps
of the grievance procedure within the time limits provided for in this Article will permit
the grievant and/or the Union, as applicable, to take the grievance to the next step.
While both parties may maintain files on grievances and the dispositions thereof, the
Employer shall not make any entry or file any paper in the personnel file of any
employees involved in a grievance except as may be required to implement the
disposition thereof.
Notwithstanding anything to the contrary, no dispute or controversy shall be the subject
matter for arbitration unless it involves a grievance as defined in Section A of this
Article.
The arbitrator shall have no power to add to, subtract from, or modify any of the terms of
this Agreement, and he shall arrive at his decision solely upon the facts, the evidence and
the contentions as presented by the pasties during the arbitration proceedings."
35. ASE STIPEND (NEW)
Effective 7/1/24, $100.00 amnial stipend to be paid to employees in mechanic positions
for each ASE certification that they possess up to a maximum of eight (8).
36. CDL LICENSES (NEW)
All DPW field employees shall be required to have, and continuously maintain, a valid
Massachusetts Commercial Driver's License (CDL-B). Failure to maintain a valid CDL-
B shall be grounds for discipline, up to and including termination. Any fees associated
with maintaining a valid CDL-B shall be borne by the City.
Effective 7/1/24, a $700.00 annual stipend will be paid to up to a maximum of three (3)
DPW employees in the Highway, Forestry or Central Motors (Fleet) Divisions for
possessing and maintaining a valid CDL-A license.
37. NEW ARTICLE/SECTION (CPR CERTIFICATION)
Effective July 1, 2024, employees who are in possession of a valid CPR cert
receive an annual stipend in the amount of $250.00 in August of each year.
ion will
38. RETROACTIVITY
Only individuals who were employees of the City of Watertown in any bargaining unit at
the time of ratification of the successor collective bargaining agreement or who retired
during the period covered by the agreement shall be eligible to receive any retroactive
amounts to be paid under this Agreement.
39. ARTICLE 35 (WEATHER CONDITIONS)
Add new subsections 3 and 4 below after existing subsection 2:
When the temperature reaches ninety degrees (90°) Fahrenheit, black top work
will be modified, unless there is an emergency. The black top crew will be
reassigned to other tasks including removal of bituminous (black top) material.
4. The parties shall rely upon the Watertown DPW Weather Station in the
office for information concerning the aforementioned temperatures. When it h
been ascertained that said weather conditions prevail, the Union Steward, or in
their absence, the Alternate Steward, shall contact for confirmation the City
Manager, or his designated agent, the Superintendent of Public Works.
40. ARTICLE 23 (LONGEVITY)
Effective 1/1/25, increase longevity amounts to the following amounts:
14
YEARS OF SERVICE PAYMENT
Beginning with the 1st day of the tenth year of service through the last day of the $1,650
fourteenth year of service
Beginning with the 1St day of the fifteenth year of service through the last day of $2,075
the nineteenth year of service
Beginning with the 1s1 day of the twentieth year of service through the last day of $2,975
the twenty-fourth year of service
Beginning with the 1St day of the twenty-fifth year of service through the last day $3,725
of the twenty-ninth year of service
Beginning with the lst day of the thirtieth year of service $4,025
WMEG, TEAMSTERS, LOCAL 25
ancy Campbel FS< field Represe
908360/31406/0080
CITY OF WATERTOWN
„--
ative George Proaltis, Cily Manager
15
Da