HomeMy Public PortalAboutSEIU Contract 7-1-17 - 6-30-20 Agrewowt
between
Town of Brewster
and
Local 8S8
NOWkLL
S E� 11 U
Stronger Together
CTW - CLC
Departments of DPW/Golf/Water
July 1 , 2017 — June 30 , 2020
Table of Contents
ARTICLE I RECOGNITION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
ARTICLE II PAYROLL DEDUCTION OF UNION DUES AND AGENCY FEE . . . . . . . . . . . . . . . . . . . . . . . . . 3
ARTICLEIII NONDISCRIMINATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
ARTICLE IV MANAGEMENT RIGHTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
ARTICLE V GRIEVANCE AND ARBITRATION PROCEDURE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 .
ARTICLE VI DISCIPLINE AND DISCHARGE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
ARTICLE VII HOURS OF WORK AND OVERTIME . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
ARTICLE VIII HOLIDAYS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
ARTICLE IX NON-RESIDENT BENEFITS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
ARTICLE X VACATIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
ARTICLE XI SICK LEAVE, PERSONAL LEAVE, SICK LEAVE BUY BACK . . . . . . . . . . . . . . . . . . . . . . . . 11
ARTICLE XII BEREAVEMENT LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
ARTICLE XIII JURY DUTY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
ARTICLE XIV GROUP INSURANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
ARTICLE XV JOB POSTING, BIDDING AND LAYOFFS . . . . . . . . . . . . :. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
ARTICLE XVI COMPENSATION . . . . . . . . . . . .
ARTICLE XVII PAST EMPLOYMENT SERVICE CREDIT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
ARTICLE XVIII MISCELLANEOUS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
ARTICLE XIX STABILITY OF GREEMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
ARTICLE XX LONGEVITY . . . . . . . 17
ARTICLE XXI PARTIAL INVALIDITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
ARTICLE XXII UNIFORM AND WORK SHOEALLOWANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
ARTICLE XXIII LICENSES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
ARTICLE XXIV WORK POLICIES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
ARTICLE XXV GLOBAL MONITORING & POSITIONING EQUIPMENT . . . . . . . . . . . . . . . . . . . . . . . . . 18
ARTICLE XXVI DOMESTIC VIOLENCE LAW . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
ARTICLE XXVII CAMERAS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
ARTICLE XXVIII CELL PHONES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
ARTICLE XXIX EDUCATION REIMBURSEMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
ARTICLE XXX MILITARY LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
ARTICLE XXXI REVIEW GROUP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
ARTICLE XXXII DURATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
Town of Brewster DPW/Golf/Water Contract
July 1, 2017 thru June 30, 2020
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EXHIBITA . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 90 . 0090909400 . 10 . 10460 . 6 . 91 . 009090 . 6 . 66 . 6 . . . . 6 . . 060 . . . . 0 . 6 . . 6 . 0 . . 6 . 6 . . . . 604000 . 0406 . . . 6 . 6 . 6 . 6 . 0004
ExhibitB Wage Scale . . 0 6 a 0 0 4 0 0 0 9 0 a 0 4 4 0 0 0 0 0 0 . 0 * * a 0 a 0 6 0 & 0 a 0 6 0 a a 0 * 0 a 0 a 6 a a 6 a 0 * a 0 0 0 0 0 0 0 0 0 4 0 4 0 a 0 a 0 & 0 0 0 0 0 0 0 9 1 0 9 p 0 0 * 0 0 0 0 0 0 0 0 a 0 a 0 0 p a 0 w 0 0 9 0 0 0 0 0 9 a 0 0 0 a 5
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Town of Brewster DPW/Golf/Water Contract
July 1, 2017 thru Ane 30, 2020
THIS AGREEMENT entered into this first day of July in the year 2017, by and between the
Town of Brewster, acting by and through its Board of Selectmen, hereinafter referred to as "The Town" ,
and the Service Employees International Union, Local 888, hereinafter referred to as "The Union " , has
as its purpose the promotion of harmonious relations between the Town and the Union, the
establishment of an equitable and peaceful procedure for the resolution of differences, the establishment
of rates of pay, hours of work and other conditions of employment, all with a view toward rendering
the most efficient and progressive service to the residents of the Town.
In order to provide a means of continuing communications between parties and for
promoting a climate of constructive employee relations, a Labor/Management Committee shall be
established which shall consist of up to two (2) members of the Board of Selectmen, the Town
Administrator, and the appropriate department head, if required, and an equal number of members
appointed by the Union . The subject matter for such labor management committee shall be restricted
to items which are not subject to the grievance and arbitration procedures or collective bargaining .
This committee shall meet periodically, as requested, and the meetings shall not be for
purpose of discussing pending grievances or for the purpose of conducting negotiations on any
subject. The topics discussed shall relate to the general application of this agreement and to other
matters of mutual concern including improvements of employer/ employee relations .
ARTICLE I RECOGNITION
In accordance with the certificate of the Massachusetts Labor Relations Commission in Case
MCR-2362, issued on July 9, 1976, and Case MCR- 3238, issued on December 11 , 1981 , the Town
recognizes the Union as the exclusive bargaining agent for the purpose of establishing wages, hours,
standards or productivity and performance, and other terms and conditions of employment of all
permanent full-time and part-time positions (20 hours or more per week on a regular basis) in the
Department of Public Works, Golf Department and the Water Department, as well as the Council
on Aging Bus Driver and the Custodians, including all positions as listed on Job Classification
Schedule attached hereto , but excluding Foreman, Water Superintendent - Water Department,
Superintendent, Foreman - DPW, Foreman, Assistant Superintendent and Superintendent - Golf
Course and all other employees of the Town .
ARTICLE II PAYROLL DEDUCTION OF UNION DUES AND AGENCY
FEE
Section 1 . The Town agrees that Union dues, determined in accordance with the Constitution
and Bylaws of the Union, shall be deducted weekly from the salary of any employee in the bargaining
unit who signs and remits to the Town a form authorizing such deduction. Such authorization shall
remain in full force and effect until the employee ceases to be employed in the bargaining unit, or, if
the employee remains in such employment, until sixty (60) days after notice in writing by the employee
to the Town withdrawing the authorization, with a copy thereof filed with the Treasurer of the Union .
Section 2 . Agency Fee . As a condition of his/her continued employment while this contract shall
be in effect, every employee covered by this contract, if and when not a member in good standing of
Town of Brewster DPW/Golf/Water Contract
July 1, 2017 thru June 30, 2020
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the Union shall pay, or by payroll deductions shall have paid, to the Union, an agency service fee
which shall be equal to the regular membership fee all in accordance with the provisions of Chapter
150E, Section 12 of the Massachusetts Laws Annotated .
The Union agrees to indemnify the Town for damages or other financial loss which the Town may
be required to pay or suffer by an administrative agency or Court of competent jurisdiction as a result
of the Town's compliance with this Article . No request to dismiss or suspend an employee for
noncompliance shall be honored so long as there is a dispute before the Department of Labor Relations
or a court of competent jurisdiction as to whether the exclusive bargaining agent has complied with
all the provisions of General laws, Chapter 150E, Section 12, or so long as the employee's demand for 1
rebate of part of the service fee remains in dispute or the employee has a challenge to the amount of j
the agency service fee before the Department of Labor Relations .
Section 3 . Information . The Union shall furnish the Town with a certified list of employees who
are members in good standing as of the date of this agreement, and shall thereafter furnish the Town
the names of any other employees who become members of the Union . The Town agrees to provide
the Union with a list of employees hired, terminated and reclassified whenever a change occurs .
Section 4 . Payroll Deduction. The Town shall deduct from the wages of any employee who submits a
voluntary authorization card, an amount designated by such employee for Service Employees International
Union, Local 888 , Committee on Political Education (COPE) Fund. Such voluntary contributions shall be
forwarded to the Secretary-Treasurer of SEIU, Local 888 , semi -annually, by check, along with a listing of
persons who donated such monies . Should the amount of such contributions reach $ 15/month the Town will
then forward them monthly. If all the cells on the software are taken and the Town of Brewster needs an
additional cell the Town will examine this cell to see if fifty (50%) percent of the membership is participating.
If fifty (50%) percent of the membership is not participating, it will be eliminated . Said deductions may be
collected by the Town in combination with the Union dues and forwarded to the Union for separation and
accounting.
ARTICLE III NONDISCRIMINATION
Neither the Union nor the Town shall discriminate against any employee on the basis of
race, creed, color, religion, sex, sexual orientation, disability, political beliefs, national origin, marital
status, age, membership nor non-membership in the Union. Before the Union submits a demand
for arbitration to the American Arbitration Association on a grievance alleging a violation of Article
III, the allegedly aggrieved employee shall execute a written waiver of any statutory recourse he/ she
may have for such claim . The written waiver shall be in a form acceptable to the Town . If the
employee fails to execute the written waiver acceptable to the Town, the Union agrees the grievance is
not arbitrable .
Town of Brewster DPWIGolfWater Contract
July 1, 2017 thru June 30, 2020
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ARTICLE IV MANAGEMENT RIGHTS
Section 1 . The Town shall retain all the rights, powers and authority it had prior to the signing
of this agreement, either by law, custom, practice, usage or precedent to manage and control and to
determine the methods and means by which the operations of the Town are to be carried on and to
direct the employees of the Town in any manner, including the right to issue reasonable rules and
regulations, the right to assign and transfer employees , the right to establish new job classifications,
job duties and functions and to establish reasonable work schedules . The exercise of the aforesaid
rights shall remain exclusively within the prerogative of management so long as not 111 conflict with
any of the provisions of this Agreement.
Section 2 . It is agreed by the parties that during the term of this agreement, or any renewal
thereof, there will be no strikes, stoppages, lockouts, picketing, banners or advertisements
concerning any matter in dispute between the Town and the Union or the employees . In the event of
a violation of this section, the Union agrees to hold employees ' meetings to bring about immediate
resumption of normal work. Should there be a violation of this section, there shall be no discussion or
negotiations regarding the differences or dispute during the existence of such violation or before normal
work has been resumed .
ARTICLE V GRIEVANCE AND ARBITRATION PROCEDURE
Section 1 . Any grievance or dispute which may arise between the parties concerning the
application, meaning or interpretation of the provisions of this agreement, shall be settled in the
following manner :
Step 1 . The Union steward and/or representative, with or without the aggrieved employee,
shall submit the grievance in writing to the head of the department in which the grievant is
employed within ten ( 10) working days after the employee knew of the occurrence of failure
or occurrence of the incident upon which the grievance is based .
Step 2 . If the grievance has not been resolved by the department head within five (5 ) working
days after its submission, it shall be submitted to the Town Administrator within seven (7) days
after the Step 1 response is due .
Step 3 . If the grievance has not been resolved by the Town Administrator within
five ( 5 ) working days after its submission , it shall be submitted to the Board of
Selectmen within seven (7) working days after the Step 2 response is due. The
Water Commissioners may join with the Board of Selectmen at Step 3 and
participate fully in the Step 3 deliberations and answer the Board concerning
grievances in the Water Department.
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July 1, 2017 thru June 30, 2020
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Section 2 . Time Limits If at the end of the ten ( 10) working days next following the occurrence
of any grievance, the grievance shall not have been presented at Step 1 of the procedure set forth
herein, the grievance shall be deemed to have been waived and not entitled to further consideration or
remedy under this grievance procedure or arbitration . Furthermore, any grievance in process under
such procedure shall also be deemed to have been waived if the action required to process the said
grievance to the next step in the procedure by the Union shall not have been taken within the time
specified thereof. Any time limits herein set forth may be waived and/ or extended by mutual agreement
of the parties . All responses from the town shall be in writing and the Union shall have the option
of waiting for such a written response at any step or proceeding to the next step in accordance with j
the time specified.
Section 3 . The arbitration shall be conducted by the American Arbitration As s o c i a t i on
under its existing rules of procedure . The decision of the arbitrator shall be final and binding upon
the parties except that the arbitrator shall make no decision which alters, amends, adds to or subtracts
from this agreement or which modifies or abridges the management rights and prerogatives of the
Town. Costs of the arbitration proceedings, except for transcripts requested by a party, shall be shared
equally by the Town and the Union .
Section 4 . Notwithstanding any contrary provisions of this agreement, any matter
concerning the discipline or discharge of a probationary employee shall not be subject to the
grievance and arbitration provisions of this article . Grievance involving the discharge of a permanent
full-time and part-time employee who has completed his probationary period may be initiated at
Step 2 within the ten ( 10) working day period specified in Step 1 .
Section 5 . This article shall not preclude any employee from presenting individual grievances
directly to the representative of the Town so long as the settlement of any such individual grievance
does not affect other bargaining unit employees and is not contrary to any of the provisions of this
agreement.
Section 6 . Where Steps 1 and 2 of the grievance procedure take place during work hours, the
U n i o n representative and employee involved in the grievance meetings will be allowed
reasonable time off with pay. Time off with pay shall not be provided under Step 4 (arbitration) of
the grievance procedure .
Section 7 . The Town shall have the right to file a grievance under the same conditions as
described above for the filing and processing of a grievance through arbitration for the Union or for
an employee . Should the Town file a grievance, it shall be processed beginning at Step 3 .
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ARTICLE VI DISCIPLINE AND DISCHARGE
Section 1 . A permanent, full-time or part-time employee covered by this agreement, with more
than six (6) months of continuous active service, shall not be disciplined or discharged except for just
cause . Where periodic evaluations of a permanent employee's work show that he/ she is not performing
his/her job in a manner " deemed to be in the best interests " of the Town, this shall be understood as
just cause for discipline or discharge .
Town of Brewster DPW/Golf/Water Contract
July 1, 2017 thru June 30, 2020
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Prior to discharging a permanent employee based on his/her job performance, he/ she shall first
be provided with both an oral and written warning that his/her performance requires improvement.
It is understood that circumstances may warrant more immediate disciplinary action .
Section 2 . Any dispute concerning an employee who is disciplined or discharged and who has
not completed his Six (6) month probationary period shall not be the subject of grievance or arbitration .
Section 3 . Where an employee is warned that his/her performance is unsatisfactory, said warning
shall be reduced to writing and placed in his/her personnel file . Before being placed in the file, the
employee shall be shown the writing and sign same . The employee's signature shall not indicate
agreement with the writing, but only that he/ she has read it.
Section 4 . When a unit member takes a promotion or a transfer the probationary period shall
be 90 days . Should the unit member not successfully complete his/her probation he/ she shall be
returned to his/her former position with appropriate the merit and pay adjustment as if the
individual had not been promoted .
ARTICLE VII HOURS OF WORK AND OVERTIME
(Full - time Employees Only )
Section 1 . All employees covered by this agreement shall work a regular work week of forty
(40) hours and a regular work day of eight ( 8) hours, with the exception of the Town
Offices evening custodian who shall work a regular work week of thirty-five (3 5) hours and a regular
work day of seven (7) hours . All employees in the bargaining unit with the exception of personnel
working at the Solid Waste/Recycling/Transfer Station operations and Golf Course will work a
Monday through Friday work week. All full time employees in the bargaining unit as of the date of
the execution of this agreement will work five (5 ) consecutive days with two (2) days off. This
schedule for five (5 ) consecutive days of work with two (2) days off may be waived for golf
maintenance personnel if it is agreeable to both the Director of Golf and the golf maintenance
personnel, and approved by the Town Administrator.
Hours of work for the Department of Public Works and the Water Department will be 7 : 30
a.m . to 4 : 00 p .m . (except personnel working at the Solid Waste/Recycling/Transfer Station
operations) .
Hours of work for the golf maintenance personnel will be 5 : 00 a .m . to 1 : 30 p .m . from April 1 to
November 30 ; and 6 : 00a.m . to 2 : 00p .m . from December 1 to March 31 .
Each employee shall be provided with one-half hour unpaid meal period during the work day,
said meal period to be scheduled as close to the middle of the work shift as possible . This provision
may be waived for golf maintenance personnel if it is agreeable to both the Director of Golf and the
golf maintenance personnel .
Town of Brewster DPW/Golf/Water Contract
July 1, 2017 thm June 30, 2020
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Section 2 . Each employee shall be scheduled to work a shift with regular starting and quitting
times . Except in emergency situations employees shall be given reasonable notice of any change in
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their work schedules . Subject to the foregoing and after discussion with the Union, the Town reserves
the right to make changes in existing work shifts (starting and quitting times) as the needs of the Town
require so long as the change is not arbitrary or capricious .
Section 3 . All work performed in excess of forty (40) hours in the work week shall be
compensated at the rate of time and one-half the regular pay . All time for which an employee is on a
full-pay status shall be considered time worked for the purpose of calculating overtime
compensation, if the employee is entitled to overtime . Where an insufficient number of employees
volunteer for overtime work, the department head may require employees to perform reasonable
amounts of overtime as the needs of the Town require . Overtime work shall be distributed fairly and
equitably within each department among all employees qualified to perform said work. Overtime
assignments will be made by rotating seniority lists for qualified employees in each department. An
overtime refusal will be treated as overtime hours worked for purposes of equal distribution of
overtime . Overtime pay earned will be included in the next regular paycheck.
Section 4 . When an employee is called in to work outside his/her normal shift
hours , he/ she shall receive a minimum of f o u r ( 4 ) hours pay at the time and one-half rate
except where he/ she is called in less than three (3 ) hours before his/her regular shift starting
time, in which case he/ she shall receive time and one-half only for the time worked. When
an employee is called into work for unscheduled overtime that employee will be considered
on duty from the time he/ she is called so long as the employee actually reporting time is
within 30 minutes from the time of the call . However, that employee is not considered on
duty until they reach the place of employment for purposes of worker compensation and
other legal and liability purposes .
Section 5 . Any employee who is assigned by the administrative authority to work in a position in
a higher grade for more than five (5) consecutive work days, shall receive the next highest pay rate in
the higher grade for continuous service thereafter. This provision will not be available for assignments
related to work coverage for unit members who are on vacation leave of five (5) or fewer days. The
minimum pay adjustment for this type of reassignment will be five percent (5 %) . If the employee is
assigned to work in the same higher position within the subsequent three (3 ) months, the employee
will receive the next highest pay rate in the higher grade retroactive to the first day of the second
assignment. Any employee who is the beneficiary of a pay adjustment increase due to this provision,
and who transfer to a permanent position with a lower classification grade shall have their pay rate
reduced by that same amount.
Section 6 . When an employee employed in a job classification below a job classification of a
Grade 4 is operating the roadside brush mower or the street sweeper, the Town will pay that employee
an additional twenty-five cents per hour.
Section 7 Emergencies . During emergency situations (those situations where an employee is asked
to work more than 16 hours in any one day) the employee will be on paid status and work 16- hour
shifts followed by a 4 hour unpaid break and then 16 hours of work until the emergency resolves . Where
both the town and the union agree, the requirement of a four (4) hour unpaid break may be disregarded.
Town of Brewster DPW/Golf/Water Contract
July 1, 2017 thru June 30, 2020
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Section 8 . When an employee has worked sixteen (16) consecutive hours , they will be
paid time and one-half their straight time rate (straight time rate x 1 . 5) for the next normal
work hours (7 : 30 am to 4 : 00 pm) immediately following the event.
ARTICLE VIII HOLIDAYS
Section 1 . The following twelve and one-half ( 12 1 /2) days shall be recognized as legal,
paid holidays within the meaning of this bylaw:
New Year's Day Columbus Day
Martin Luther King Jr . Day Veteran's Day
President ' s Day Thanksgiving Day
Patriots' Day Day after Thanksgiving
Memorial Day '/2 Day before Christmas
Independence Day Christmas Day
Labor Day
Section 4 . Payment under provisions of this section shall be made provided the eligible
employee shall have worked on his/her last regularly scheduled work day prior to and
his/her next regularly scheduled work day following such holiday or was on authorized paid
leave on such preceding and following days .
Section 5 . Hourly employees required to work on a designated holiday shall be compensated
at the rate of one and one-half times the basic hourly rate (rate of double time for
Thanksgiving and Christmas) .
Section 6 . Any paid holiday falling within a vacation period will not be charged to vacation
leave .
Section 7 . Those employees working at the Solid Waste/Recycling/Transfer Station
operations will have the option of arranging with the DPW Superintendent or the Working
Foreman to take either three (3 ) consecutive days off in relation to an observed holiday
within seven (7) days of the holiday, or work through the holiday at " double time and
one half ' wages, provided tl l at at least two (2) employees are on duty . This option is
subject to snow clearance and emergency scheduling .
ARTICLE IX NON-RESIDENT BENEFITS
All members of the bargaining unit will be eligible for resident benefits for a beach
vehicle permit, a shellfish license and/ or golf membership .
Town of Brewster DPW/Golf/Water Contract
Judy 1, 2017 thru June 30, 2020
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ARTICLE X VACATIONS
Section 1 : The vacation year shall be determined by the employee ' s anniversary date of hire
with the Town . Vacation shall be granted in accordance with the following schedule :
• Full-time employees in continuous service of the town for more than six (6) months but less
than one ( 1 ) year of employment who have successfully completed the probationary period shall
earn five (5 ) days of vacation leave with pay to be used during the first year of employment.
• Full-time employees in continuous service of the town for more than one year, but less than
five years of continuous service shall be entitled to ten ( 10) days per year of vacation leave with
pay.
• Full-time employees in continuous service of the town for more than five years, but less than
ten years of continuous service shall be entitled to fifteen ( 15) days per year of vacation leave
with pay.
• Full-time employees in continuous service of the town for more than ten years, but less than
fifteen years of continuous service shall be entitled to twenty (20) days per year of vacation
leave with pay.
• Full-time employees in continuous service of the town in excess of fifteen years shall be entitled
to twenty-five (25 ) days per year of vacation leave with pay.
Section 2 . Years of service for purposes of vacation eligibility shall be based upon the
employee ' s anniversary date of hire .
Section 3 . Vacations may be scheduled at any time during the year with the approval of the
department head. Where the department head determines that approving a requested vacation
period will result in inadequate coverage to perform necessary work, he/ she may deny the requested
vacation period. If more than one employee requests the same vacation period and the department
head determines that only one such leave can be approved, seniority shall be the determining factor
based upon length of service from date of permanent appointment. Vacation requests should be
submitted to the department head on or before March 1st of each year. This vacation scheduling
deadline may be waived at the discretion of the department head . Vacation leave must be utilized in a
minimum of half- day increments .
Section 4 . Vacations shall be taken in the year in which due and shall not accumulate from year
to year unless exception is approved by the Town Administrator,
Section 5 . Upon termination of employment the employee shall be compensated for any
accrued and unused vacation time prorated in the proportion that the number of months of service
since July 1 of the preceding year (including the month in which employment is terminated) bears to
twelve . In the event of the death of an employee, any such accrued vacation pay shall be payable to
his estate .
Section 6 . Any paid holiday falling within a vacation period will not be charged to
Town of Brewster DPW/Golf/Water Contract
July 1, 2017 thru June 30, 2020
10
ARTICLE XI SICK LEAVE , PERSONAL LEAVE , SICK LEAVE BUY
BACK
Section 1 . Employees shall earn sick leave at the rate of one and one quarter ( 1 1 /4) days per
month for each month actually worked up to a maximum of fifteen ( 15 ) days per year. Unused sick
leave may be accumulated from year to year up to a maximum of 190 days . Annual sick leave credit
will be reduced to three quarters (3 /4) days per month once an employee reaches maximum
accumulation .
If an employee is absent for more than nine (9) months , the employee shall not accrue any
vacation , sick or personal time until their return to employment.
Section 2 . An employee who is ill and desires sick leave credit shall notify his/her
department head of such illness prior to the start of his/her work shift, whenever possible, and in no
event later than one ( 1 ) hour after he/she is scheduled to start work.
Section 3 . The Town reserves the right to require an employee's physician to submit a certificate
of illness prior to the payment of sick leave after 3 consecutive days of illness, reserves the right to
contact said physician and to require an examination by the Town-designated physician.
Section 4 . Twenty-four (24) hours per year will be granted for personal emergencies,
acceptable to management and not cumulative nor subject to grievance .
Section 5 . Upon death or retirement, pursuant to the Barnstable County Retirement Plan Rules and
regulations pertaining to retirement, employees will be eligible for payment of ten ( 10) percent of the
dollar value of unused sick leave, up to a maximum of one hundred and ninety ( 190) days . An
employee's current unused sick leave will be included in the maximum number of days eligible for
buyback.
Section 6 . The basic purpose of the Sick Leave Bank, hereafter referred to as the bank, is to
provide additional sick days to a member who has exhausted his/her own sick days and is in an
extended illness situation . The bank is designed to not present any additional cost to the Town in
terms of sick days or management of the program . The intent is to provide income through sick
days, to the unfortunate member in need of them, by the membership as a whole .
The following will be the format of the functioning and administration of the Bank :
A . The administration of this bank shall be vested in a sick leave bank committee comprised
of five (5) persons — three (3) consisting of one (1) member from DPW, one (1) from the Water
Department and one (1) from the Golf Department, who shall be elected by the Union and one
appointed by the Town who shall serve as chairperson .
B . In the first year each employee who wishes to be a member shall notify the committee
of their intent to become a member and shall contribute two (2) days of annual sick leave
entitlement into the bank on July 15th .
C . In order to be eligible for membership in the bank, an employee must have at least ten ( 10)
accumulated sick days .
Town of Brewster DPW/Golf/Water Contract
July 1, 2017 thru June 30, 2020
11
D . Each subsequent year each member of the bank will donate one ( 1 ) sick day at the beginning
of each fiscal year with the following exception . After a member has accumulated the maximum
number of sick days, he/ she may donate a maximum of two (2) days per fiscal year as long as
he/ she remains above the maximum accumulation .
E . A member must use all of his/her sick, personal and vacation time prior to applying for use
of sick leave bank days .
F . Only those employees who are active members will be eligible to apply for use of sick leave
days .
G . A member must request use of sick leave bank days by submitting a written request to the
bank committee chairperson on a form approved by the bank committee .
H . Any member of the sick leave bank who requests use of sick leave bank days agrees to
permit the bank committee access to his/her attendance and sick leave records .
I . The bank committee shall vote on each request of sick leave bank days and report their
vote to the Town Administrator. Approval ofthe bank committee is necessary to be entitled to
the use of sick bank days .
J . The denial of the bank committee is not subject to the grievance and arbitration procedure
of the collective bargaining agreement.
K. When a member applies to the bank committee to use bank days, an employee will be
limited to receiving double the number of days the member had available to use from his/her
own sick leave account for the present illness or injury .
L . The limitation imposed by Paragraph K above can be waived by a unanimous vote of the
bank committee . The committee will then set the number of days available for the member to
use .
M. The bank committee has the right, in case the bank has depleted all of its days, to come
before the membership for additional assessment of sick days, subject to 2/3 vote of members
present at the meeting.
N . Any member, who has used bank days, may at his/her discretion, repay any or all days used.
0 . Any employee who is an active member of the sick leave bank and is ill and unable to
contribute sick leave days on July 1st or at request time, shall not be penalized or removed
from membership .
* These benefits shall be pro-rated for part-time employees .
Section 7 . Examination by a Town designated physician may be required at other times during the
year where the Town has reason to doubt an employee' s ability to perform his/her job in a safe
fashion, endangering himself and others .
Town of Brewster DPW/Golf/Water Contract
July 1, 2017 thru June 30, 2020
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Section 8 . Occupational Illness or Injury. An employee who suffers a personal injury or illness
arising out of or in the course of his/her employment with the Town will be entitled to benefits pursuant
to G . L . C . 152 (Workers Compensation Law) . The employee shall receive his/her base pay, less any
payment received under the Workmen' s Compensation Law of the Commonwealth provided the
employee has accumulated sick leave in his/her account from which sick leave may be deducted . The
deduction from the employee's sick leave account will begin with the date of injury.
Section 9 . An employee may use up to five (5 ) days of sick leave to care for the illness of a
spouse, child or for the employee's medical appointment (limit of four [4] hours) .
Section 10 .
1 . The parties agree that sick leave abuse by employees is inappropriate . Sick leave
abuse shall be defined as :
(a) submitting false or inaccurate information to the Town concerning the reason the
employee needed to use sick leave ;
(b) a repeated pattern of taking sick leave in conjunction with weekends, holidays and other
paid leave;
(c) use of more than s i x t y - f o u r ( 6 4 ) sick days per year, unless the employee submits the
appropriate medical certificate verifying the illness and inability to work.
2 . Any employee who has been determined to have abused sick leave shall be subject to
progressive discipline . In addition, any employee who has been determined to have abused sick leave
shall be placed upon sick leave restrictions for a period of one ( 1 ) year unless he has been discharged .
An employee who is determined to have abused sick leave shall be notified in writing of the manner in
which he/ she abused sick leave .
3 . Employees placed on sick leave restriction shall be ineligible for overtime for the five (5)
days following each absence while on sick leave restriction,
Section 11 . Sick Leave Use Incentive
•
If an employee utilizes 40 or less sick hours per fiscal year he/ she will be granted one
personal day in accordance with guidelines under Article XI section on Personal Leave
•
If an employee utilizes 24 or less sick hours per fiscal year he/ she will be granted two
personal days in accordance with the guidelines under Article XI section on Personal
Leave
• The donation of sick time to the Sick Leave Bank will have no effect on the Sick Leave
Incentive .
Hours will be prorated for any position working less than 40 hours per week, i . e . the Gatekeeper
position at the DPW .
Town of Brewster DPW/Golf/Water Contract
July 1, 2017 thru June 30, 2020
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ARTICLE XII BEREAVEMENT LEAVE
An employee shall be granted up to five (5 ) days leave with pay in the event of a death in the
immediate family, including parents, step-parents, spouse, domestic partner and son/ daughter, step
son/ daughter. Three (3 ) days' leave with pay shall be granted in the event of a death of sisters, brothers,
grandparents, mother-in-law, father-in-law, brother-in-law, sister-in-law and grandchildren . Five 5)
consecutive days' leave may be granted at the discretion of the Town Administrator, after consultation
with the appropriate department head .
ARTICLE XIII JURY DUTY
The Town agrees to comply with state law with regard to jury duty (See attached current
statute) . Any employee required to serve on the jury and thus having to be absent from his/her
regular duty shall be paid in conformance with state and federal laws as applicable .
ARTICLE XIV GROUP INSURANCE
All eligible employees may participate in any insurance plan offered by the Town of Brewster.
The monthly health insurance premiums of the PPO and HMO plans shall be split 75 % paid by the
Town and 25 % paid by the employee . The current accidental death insurance policy is in the amount
of ten thousand ($ 10 , 000) dollars . Any officer who retires from the Town pursuant to the Barnstable
County Retirement Plan shall be entitled to a fifty percent (50%) contribution by the Town for group
health and life insurance .
Effective July 1 , 2017 , the Town will add Health Savings Accounts (HSA) Qualified High
Deductible Plans to the FY 2018 roster of health plan offerings. The Town shall contribute Fifty
Percent (50 % ) of the plan deductible to the employee ' s HSA. Health Savings Accounts (HSA)
are tax-advantaged accounts for the purpose of paying for eligible medical expenses. They are
owned by the employee and funds may be invested to grow and may also be used for health care
in retirement as well as for current eligible medical expenses.
Section I . New employees shall enter the group health and life insurance plan thirty (3 0) days
after employment.
Section 2 . Insurance claims under the health and life insurance coverage provided by the
Town are not subject to the grievance procedure.
ARTICLE XV JOB POSTING, BIDDING AND LAYOFFS
Section 1 . When the Town decides to fill a vacancy occurring in a position covered by this
agreement, the vacancy shall be posted in a conspicuous place in all bargaining unit departments listing
the pay, duties and qualifications for the position . The notice of vacancy shall remain posted for seven
(7) days and permanent full-time and part-time employees, who have completed their probationary
period, shall apply to the Town Administrator or designee in writing within the posting period if
interested in the position .
Town of Brewster DPW/Go6rMater Contract
July 1, 2017 thru June 30, 2020
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Section 2 . The Town Administrator or designee's selection shall be made on the basis of
qualifications, ability and dependability and, where such factors are relatively equal, seniority shall be
the determining factor. Applications from outside the bargaining unit may be sought and processed
simultaneously . The Town Administrator or designee's shall be the . sole judge of qualifications, ability
and dependability, provided that such judgment is not exercised arbitrarily, capriciously or unreasonably.
Any dispute hereunder shall be subject to the grievance and arbitration provisions of this agreement
except that an employee junior to the employee selected shall not have access to the grievance and
arbitration process .
Section 3 . Seniority, as used in this article, is defined as length of service of the employee
within the bargaining unit . There shall be five (5 ) separate seniority units : Department of Public
Works ; Water Department; and Custodians, Council on Aging bus driver and Golf Course . After
completion of the employee' s probationary period and permanent appointment to his/her position,
the employee shall have as his or her seniority date the original date of hire in continuous service
also called anniversary date . Seniority will be applied in case of layoff, rehire, transfer and vacation .
Section 4 . In the event of layoff, the least senior bargaining unit member within the
seniority unit holding the eliminated position shall be laid off. Said employee, if qualified, may
bump a less senior employee in an equal or lower compensation grade within the same seniority
unit . A laid off member shall be placed on a recall list for a two-year period following the effective
date of the layoff. Said recall list shall be prepared by the Town for this recall period.
ARTICLE XVI COMPENSATION
Section 1 . The compensation applicable to employees covered by this agreement, effective
July 1 , 2017 .
Section 2 . Adjust COLA as follows :
Effective July 1 , 2017 2 . 0 %
Effective July 1 , 2018 2e0 %
Effective July 1 , 2019 2950 %
Water Department Stand-by Pay - $350 per week
Any employee dissatisfied with the denial of his/her merit step increase may file a grievance
and appeal to the Board of Selectmen but not to arbitration .
Section 3 . The town will adjust the classification wage schedule as shown on Exhibit B (Wage
Scale Proposal) .
Town of Brewster DPW/Golf/Water Contract
July 1, 2017 thru June 30, 2020
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ARTICLE XVII PAST EMPLOYMENT SERVICE CREDIT
A full-time or permanent part-time employee within the Bargaining Unit who has left the
service of the Town voluntarily and who is re-employed, within two (2) years , shall after one ( 1 ) year
of service receive credit for prior employment service in the calculation of certain compensation and
benefits entitlements, to include step rate increments , longevity, vacation and sick leave .
e
ARTICLE XVIII MISCELLANEOUS
Section 1 . In the event any provision of this agreement is held unlawful by any court or
administrative agency of competent jurisdiction, the remainder of the agreement shall remain in
full force and effect.
Section 2 . No monies shall be spent under this agreement unless, and until, the monies
necessary to implement this agreement have been appropriated by a town meeting in each of
the years in which additional funds are necessary.
Section 3 . In the event of a conflict between any provision of this agreement and any
personnel ordinance, bylaw, rule or regulation the terms of the collective bargaining agreement
shall prevail .
Section 4 . Employees covered by this agreement shall have all their wages and benefits
established by the collective bargaining process and by this agreement . Any wage or benefit
established by personnel ordinance, bylaw, rule or regulation that is not contained herein shall
not apply to employees covered by this agreement, unless so specified in this agreement.
Section 5 . Any violation of the provisions of this agreement occurring on or before
its execution date shall not be a subject of grievance or arbitration.
Section 6. Employees covered by this Collective Bargaining Agreement who are receiving
overtime pay shall receive a $25.00 meal allowance after every six (6) hour rotation to be included
in the next pay period.
ARTICLE XIX STABILITY OF GREEMENT
Section 1 . No agreement, understanding, alteration or variation of the agreements,
terms or provisions herein contained shall bind the parties hereto unless made and executed
in writing by the parties hereto .
Section 2 . The failure of the Town or the Union to insist, in any one or more
incidents , upon performance of any of the terms or conditions of this Agreement shall not
be considered as a waiver or relinquishment of the right of the Town or of the Union to
future performance of any such term or conditions, and the obligations of the Union and the
Town to such future performances shall continue in full force and effect.
Town of Brewster DPW/Golf/Water Contract
July 1, 2017 thru June 30, 2020
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Section 3 . The parties agree that each side had a full opportunity during the course of
negotiations to bargain on any and all subjects of bargaining. Accordingly the parties agree that
there shall be no obligation to bargain during the course of this agreement concerning wages,
hours or other conditions of employment whether set forth in this agreement or not.
ARTICLE XX LONGEVITY
Annual longevity payments of one hundred and fifty ($ 150) dollars per year with one
hundred fifty ($ 150) dollars per year increases annually, thereafter, will be granted to all eligible
employees, up to a maximum payment of two thousand two-hundred and fifty ($2 ,250) dollars .
Eligible employees will receive this annual payment after six (6) years of continuous
service, payable at the next pay period after the employee has completed his or her eligibility
service .
Longevity payments will be capped at the sum of $ 1 , 500 . 00 for those employees receiving
less than that amount as of July 1 , 2012 . These employees will be eligible for incremental
increases of $ 150 . 00 per year under the current language up to this new cap . Employees
that are receiving benefits in excess of $ 1 , 500 will continue to receive those benefits at their
current monetary level without further adjustments .
There will be no longevity benefits for all employees hired after July 1 , 2015 .
ARTICLE XXI PARTIAL INVALIDITY
In the event that any article, section or portion of this agreement is found to be invalid
or shall have the effect of loss to the Town of funds made available through Federal law,
rule or regulation or through State law, rule or regulation, then such specific article, section
or portion of this agreement shall be unenforceable and the parties shall meet within thirty
(30) days to discuss amending the contract . However, the remainder of this agreement shall
continue in full force and effect .
ARTICLE XXII UNIFORM AND WORK SHOE ALLOWANCE
Section 1 . The Town will provide safety work shoes for all employees in the bargaining
unit at a cost of no higher than two hundred a n d f i f t y ($250 . 00) dollars for one or more
pairs per year. Payment to the employee shall be upon submission of a valid receipt of purchase .
Employees covered by this Agreement shall be entitled to a clothing allowance of Five Hundred
Dollars ($500 .00) in Fiscal Year 2018 , 2019 and 2020 .
Section 2 . When employees are required to wear uniforms by the Town in performance
of their duties, the Town will provide the uniform as required . The Town of Brewster will exercise
its best efforts to open accounts for the purchase of clothing and boots/shoes (for golf) at the
following stores : Mass Bay; Hanlon ' s ; and Cabella' s . If they are unable to procure accounts ,
further discussion will be held with the Union regarding this issue.
Town of Brewster DPW/Golf/Water Contract
Aly 1, 2017 thru June 30, 2020
17
Section 3 . The Town will maintain a supply of rain gear, including jackets, pants, boots and
gloves, for employees who must work in inclement weather.
ARTICLE XXIII LICENSES
The Town will pay for all heavy equipment licenses or any other licenses required for the job .
The Town will pay for additional fees between a regular driver' s license and a Class A, Class B and
Commercial Driver' s License . The administrative authority or his/her subordinate will not allow
employees to operate equipment without proper license . The Town will pay the expense for licenses
for employees who hold additional licenses that are not required for their present position provided
that they could be beneficial to the Town and are approved by the Town Administrator.
ARTICLE XXIV WORK POLICIES
Guidelines and work policies set by the department head, Town Administrator or the Board
of Selectmen shall be posted in the particular department for all employees . Any change in work
policies (not involving the exercise of a management right) will require a two (2) week notice
to employees, except in the case of an emergency .
ARTICLE XXV GLOBAL MONITORING & POSITIONING
EQUIPMENT
The Town will be able to install global monitoring & positioning equipment in all town
vehicles . Any employee disciplinary action on the part of the Town will be progressive in nature
as outlined in Article VI of this agreement.
ARTICLE XXVI DOMESTIC VIOLENCE LAW
In accordance with Section 10 of Chapter 260 of the Acts of 2014, and consistent with MGL
Chapter 149, Section 52E, employees affected by domestic violence or abusive situations shall be
eligible for leave in accordance with the Massachusetts "Employment Leave for Victims and Family
Members of Abusive Behavior" Law. Employees impacted by domestic violence or abuse shall be
eligible for up to 15 days off within a 12-month period as stipulated in the Town of Brewster' s Policy
for Employment Leave Related to Violent or Abusive Situations .
ARTICLE XXVII CAMERAS
The purpose of this policy is to regulate the use of video surveillance cameras used to monitor
and record public and restricted areas for the purpose of safety and security of the public and
employees and the protection of Town property.
The Town of Brewster shall determine appropriate locations for video surveillance cameras
consistent with this policy, however, video surveillance cameras may be placed in all Town of
Brewster workplace areas .
The video surveillance cameras addressed in this policy shall not be installed in, or used to
monitor or record, areas where there is a reasonable expectation of privacy in accordance with
Town of Brewster DPW/Golf/Water Contract
July 1, 2017 thru June 30, 2020
18
accepted social norms, such as restrooms, lunchrooms or locker rooms . The Town will post
notices/placards on buildings that video surveillance may occur on Town property. Imaging from the
video surveillance cameras may be used for the discipline of employees
ARTICLE XXVIII CELL PHONES
a. Use of personal cellular phones either in voice or data transmission while on duty should be
restricted to essential communications and should be limited in length . Engagement in multiple or
extended conversations unrelated to town business or similar use that interferes with the performance
of duty is prohibited .
b . Use of personal cellular telephones is governed by the same safety restrictions as provided
for town owned cell phones .
c . Personal or departmentally issued cellular phones should not be used if they may be
disruptive to others . Photo messaging capabilities are prohibited unless they can be clearly linked to
the conduct of official town business .
d . Employee may not use any cellular phones while operating a town vehicle .
ARTICLE XXIX EDUCATION REIMBURSEMENT
Any employee who attends a work related seminar, training or trade show, which is approved
by their department head, will be compensated for costs, which shall include tuition, travel time,
mileage, and tolls .
ARTICLE XXX MILITARY LEAVE
Section 1 . Regular employees who serve in the Armed Forces of the United States , under
orders, will be allowed the difference between the base pay he/she receives for such service and
his/her regular rate of compensation from the Town, for a period of not more than seventeen
(17) calendar days of military leave attributable for their annual tour of military duty.
Section 2 . An employee shall be entitled , during the time of his/her service in the Armed
Forces of the Commonwealth, or during his/her tour of duty as a member of a reserve
component of the Armed Forces of the United States, to be released from his/her work without
compensation in order to attend assigned weekly and weekend drills which require absence
from their normally scheduled work tour, as defined in Chapter 33 , Section 59A of the
Massachusetts General Laws.
ARTICLE XXXI REVIEW GROUP
As a result of the 2017 Collective Bargaining Negotiations between the Town of Brewster and
SEW Local 888, a review group will be formed to review the SE1U job descriptions for all
positions in the Unit. The group will consist of a minimum of nine (9) employees with six (6)
employee members of SEIU, three (3) non-union employees, as well as the union representative
from SEIU.
Town of Brewster DPW/Golf/Water Contract
July 1, 2017 thin June 30, 2020
19
ARTICLE XXXII DURATION
This agreement will be effective as of July 1 , 2017 and shall continue in frill force and effect
until June 30 , 2017 but in no event thereafter should either party desire to terminate this agreement
and/ or negotiate changes or modifications in the agreement, it shall give notice of said intention
by written notice, thereof, submitted no later than December 1 , 2019 by certified mail . Said
' notice shall include a complete list of proposed changes and/ or modifications .
IN WITNESS WHEREOF , the parties hereto have caused their names to be subscribed by
their duly authorized officers and representatives this day of
12017a
I
i
i
TOWN OF BREWSTER SEIU LOCAL 888
BY ITS BOARD OF SELECTMEN BY ITS AUTHORIZED PRESENTATIVES
CJ
Town of Brewster DPW/Golf/Water Contract
July 1, 2017 thru June 30, 2020
3
The group will meet at least three (3) times, the first time no later than July 31 , 2017 , with a
tentative completion date of October 31 , 2018 . The group will submit a final review and report
recommendations to the Personnel Board/Board of Selectmen through the Town administrator
by November 30 , 2018.
Town of Brewster DPW/Golf/Water Contract
July 1, 2017 thrat June 30, 2020
20
EXHIBIT A
TOWN OF BREWSTER
SERVICE EMPLOYEES INTERNATIONAL UNION, LOCAL 888
JOB CLASSIFICATION SCHEDULE
FOR FISCAL YEARS 2018 - 2020 (effective JULY 1 , 2017)
JOB TITLE CLASSIFICATION
WTO Cross Connection Surveyor & Tester 5
Master Mechanic DPW 5
Equipment Operator (Transfer Station) 5
Equipment Operator (DPW) 4
Equipment Operator/Water Technician 4
Master Mechanic/Golf 4
Irrigation Technician 4
Crew Leader (DPW) 4
Skilled Groundsman (Golf 3
Skilled Laborer/Truck Driver (A & B) 3
Maintenance Mechanic (Golf) 3
Maintenance Mechanic (DPW) 3
Water Systems Maintenance Technician 3
Laborer (Water & DPW) 2
Groundsman 2
Building Custodian 2
Bus Driver (COA) 2
Gatekeeper 1
Town of Brewster DPW/Golf/Water Contract
July 1, 2017 thru June 30, 2020
4
Exhibit B Wage Scale
FY18 SEW Pay Scale July 1, 2017 - June 30,
2018 2
Step 1 Step 2 Step 3 Step 4 Step 5
Grade 1 17 . 06 18 . 17 19 . 28 20 . 38 21 . 48
Grade 2 19 . 13 20 . 36 21 . 59 22 . 83 24 . 06
Grade 3 21 . 42 22 . 81 24 . 18 25 . 57 26 . 95
Grade 4 23 . 98 25 . 47 26 . 95 28 . 44 29 . 92
Grade 5 26 . 87 28 . 45 30 . 04 31 . 62 33 . 20
FY19 SEIU Pay Scale July 1, 2018 - June 30,
2019 2 %
Step 1 Step 2 Step 3 Step 4 Step 5
Grade 1 17 . 40 18 . 53 19 . 67 2039 21 . 91
Grade 2 19 . 51 20 . 77 22 . 02 23 . 29 24 . 54
Grade 3 21 . 85 23 . 27 24 . 66 26 . 08 27 . 49
Grade 4 24 . 46 25 . 98 27 , 49 29 . 01 30 . 52
Grade 5 27 . 41 29 . 02 30 . 64 32 . 25 33 . 86
Toivn of Brewster DPW/Golf/Water Contract
July 1 , 2017 thru June 30, 2020
5
FY20 SEW Pay Scale July 1, 2019 - June 30,
2020 2 . 50%
Step 1 Step 2 Step 3 Step 4 Step 5
Grade 1 17 . 84 19 . 00 20 . 16 21 . 31 22 . 46
Grade 2 20 . 00 21 . 29 22 . 57 23 . 87 25 . 15
Grade 3 22 . 39 23 . 85 25 . 28 26 . 73 28 . 18
Grade 4 25 . 07 26 . 63 28 . 18 29 . 73 31 . 28
Grade 5 28 . 09 29 . 74 31 . 41 33 . 06 34 . 71
Town of Brewster DPW/Golf/Water Contract
July 1, 2017 thru June 30, 2020
6