COLLECTIVE BARGAINING AGREEMENT

The University of Medicine and Dentistry of New Jersey (hereinafter "University") and Fraternal Order of Police Lodge No. 74 (hereinafter "FOP") have entered into this Agreement for the purpose of establishing conditions under which officers shall be employed to work for UMDNJ and regulate the mutual relations among themselves with the view of promoting and ensuring harmonious relations, cooperation and understanding between UMDNJ and its officers.

RECOGNITION

A. The University of Medicine and Dentistry of New Jersey hereby recognizes the Fraternal Order of Police Lodge No. 74 as the exclusive representative for the purpose of collective negotiations for all terms and conditions of employment in a unit of Police Officers employed by the University of Medicine and Dentistry of New Jersey at all locations as set forth in Paragraph (B) hereof.

B. The staff members included are:

University Police Officers

Permanent Full-time and Permanent Part-time who regularly work a minimum of 20 hours or more per week.

The staff members excluded are:

All other staff members including casual employees, non-police, police above the rank of University Police Officer, confidential staff members, managerial executives, professionals, craft workers and supervisors as defined in the New Jersey Employer-Employee Relations Act.

ARTICLE I

MANAGEMENT RIGHTS

The University retains and may exercise all rights, powers, duties, authority and responsibilities conferred upon and vested in it by the laws and constitution of the State of New Jersey and the United States of America.

Except as specifically abridged, limited or modified by the terms of the Agreement between the University and the F.O.P., all such rights, powers, authority prerogatives of management and the responsibility to promulgate and enforce reasonable rules and regulations governing the conduct and the activities of Police Officer's are retained by the University.

ARTICLE II

NON-DISCRIMINATION

The parties agree to follow a policy of non-discrimination on the basis of age, race, color, creed, national origin, ancestry, sex or marital status, political affiliation or participation in or association with the activities of any employee organization.

The University and the F.O.P., will not discriminate because of F.O.P., membership or lack of F.O.P., membership as well as F.O.P., activities or failure to participate in such activities.

ARTICLE III

PRIOR BENEFITS

Any and all existing benefits, policies, practices and general working conditions uniformly affecting all Police Officers in the unit in effect on the date of this Agreement shall remain in effect except to the extent they are modified by this Agreement. If the University changes or intends to make changes which have the effect of eliminating or altering terms and conditions of employment, the University will notify the F.O.P. and, if requested by the F.O.P. within ten (10) days of such notice or of such change or of the date on which the change would reasonably have become known to the Police Officer's affected, the University shall within twenty (20) days of such request enter negotiations with the F.O.P. on the matter involved, providing the matter is within the scope of issues which are mandatorily negotiable under the Employer-Employee Relations Act as amended and further, if a dispute arises as to the negotiability of such matters, then the procedures of the Public Employment Relations Commission shall be utilized to resolve such disputes.

ARTICLE IV

UNION/MANAGEMENT CONFERENCES

The F.O.P. and the University shall upon request of either party schedule mutually agreed upon meetings for the purpose of reviewing the administration of the Agreement and to discuss problems which may have arisen. Such meetings are not intended to by-pass the grievance procedure or to be considered negotiating meetings, but are intended to be a means of fostering good employer-employee relations. Such meetings may be attended by the six (6) F.O.P. representatives employed by UMDNJ, who shall not lose pay for time spent during their regularly scheduled working hours at such meetings.

ARTICLE V

GRIEVANCE PROCEDURE

Definition of Grievance

The term "Grievance" shall mean an allegation that there has been:

1. A breach, misinterpretation or improper application of the terms of this Agreement; or

2. A claimed violation, misinterpretation, or misapplication of rules or regulations, existing policy, or order of the University affecting the terms and conditions of employment.

B. Purpose

1. The purpose of this procedure is to assure prompt and equitable solutions of problems arising from the administration of this Agreement or other conditions of employment by providing an exclusive vehicle for the settlement of employee grievances.

2. It is agreed that the individual employee is entitled to utilize this grievance procedure and the F.O.P. representation in accordance with the provisions thereof. He or she shall not be coerced, intimidated or suffer any reprisals as a direct or indirect result of its use.

C. General Provisions

1. No grievance settlement reached under the terms of this Agreement shall add to, subtract from or modify any terms of this Agreement.

2. Nothing in this Agreement shall be construed as compelling the F.O.P. to submit a grievance to arbitration. When a grievant has F.O.P. representation, the F.O.P.'s decision to request the movement of any grievance at any step or to terminate the grievance at any step shall be final as to the interests of the grievant and the F.O.P.

3. Any claim of unjust discipline against a Police Officer shall be processed in accordance with the provisions of this Article.

4. Reference by name or title or otherwise in this Agreement to Federal or State Laws, rules, regulations promulgated thereunder, formal policies or orders of the State and/or University shall not be construed as bringing any allegation concerning the interpretation or application of such matters within the scope of arbitrability as set forth in this Agreement except as provided in this Agreement.

5. Grievance resolutions or decisions at Step 1 and 2 shall not constitute a precedent in any arbitration or the proceeding unless a specific agreement to that effect is made by the University and the F.O.P. This shall not be construed to preclude either party from introducing relevant evidence, including such grievance resolutions, as to the prior conduct of the other party.

6. No adjustment of any grievance shall impose retroactivity beyond the date on which the grievance was initiated or the ten (10) day period, provided in E.1 below except that payroll errors and related matters shall be corrected to date of error with a one (1) year limitation.

7. The F.O.P. authorized representative and the University have the right directly to examine or cross-examine witnesses who appear at any step of this procedure.

8. The University may, in lieu of suspension substitute a forfeiture of vacation days equal to the same number of days of suspension. The Police Officer must consent to this alternate penalty.

9. All disciplinary grievances must be signed by the individual grievant(s) prior to the filing of the Step I appeal or within two (2) work days of the filing of the appeal.

D. Informal Procedure

Any member of the collective bargaining unit may orally present and discuss his complain with his immediate supervisor on an informal basis. The Police Officer may request the presence of the F.O.P. Representative. Should an informal discussion not produce a satisfactory settlement the grievant may move the grievance to the first formal step.

E. Time Sequence for Filing and Decision

1. A grievance must be filed at Step One within fourteen (14) calendar days, excluding holidays, from the date on which the act which is the subject of the grievance occurred or fourteen (14) calendar days, excluding holidays, from the date on which the grievance should reasonably have known of its occurrence whichever is later.

2. Reference to days in this procedure are working days of the party of which they apply except as otherwise specified.

3. Should a grievance not be satisfactorily resolved or should no decision be forthcoming in the prescribed time at Steps One, or Two, the grievance may, within fourteen (14) calendar days, excluding holidays, be submitted to the next Step. The lack of response by the University within the prescribed time, unless time limits have been extended by mutual agreement, shall be construed as a negative response.

4. Where the subject of the grievance suggests it is appropriate and where the parties mutually agree, such grievance may be initiated at or moved to Step Two without a hearing at the lower step.

5. If the finding or resolution of a grievance at any step in the grievance procedure is not appealed within a prescribed time, said grievance will be considered settled on the basis of the last answer provided, and there shall be no further appeal or review.

6. Time limits under this article may be changed by written mutual agreement only.

F. Grievance Steps

A grievance shall be presented and adjusted in accordance with steps outlined below.

STEP ONE

In the event the matter is not resolved informally, the grievance may be submitted in writing to the Director of Public Safety. The Director of Public Safety will schedule a hearing within fourteen (14) calendar days, excluding holidays, upon receipt of the grievance. The grievant may be represented by the F.O.P. President and/or authorized representative. The Director of Public Safety will render a decision within fourteen (14) calendar days, excluding holidays, of conducting the grievance hearing.

STEP TWO

If the grievance is not resolved satisfactorily at Step One, it may be appealed to the Director of Labor Relations or his/her designee. The Director or his/her designee will schedule a hearing within twenty one (21) calendar days upon receipt of appeal. The Director, or his/her designee, will render a decision with twenty-one (21) calendar days of the Step II hearing, excluding holidays.

If the grievance involves a matter as defined in A.2 under "Definition of Grievance", the decision of the Director or his/her designee will be final.

STEP THREE ARBITRATION

1. In the event that the grievance has not been satisfactorily resolved in Step Two, and the grievance either involved an alleged violation of the Agreement as described in the definition of a grievance in A.1 above or in the case of discipline involves the following contemplated or implemented penalties:

1. Suspension of three days or more at one time

2. Demotion

3. Discharge

Then a request for arbitration may be brought only by the F.O.P., through its President within twenty-one (21) calendar days from the date the Vice President or designee issues the Step Two decision, by mailing a written request for arbitration to the Public Employee Relations Commission, with a copy to the Director of Labor Relations, or his/her designee. If mutually agreed a pre-arbitration conference may be scheduled to frame the issue or issues. All communications concerning appeals and decisions shall be made in writing. A request for arbitration shall contain the names of the University Department and the Police Officer involved, copies of the original grievance, appeal documents, and written decisions rendered at the lower steps of the grievance procedure.

2. An arbitrator shall be selected, on a case by case basis, under the selection procedure of the Public Employment Relations Commission.

3. The arbitrator shall not have the power to add to, subtract from, or modify the provisions of this Agreement or laws of the State, or any written policy of the State or sub-division thereof or of the University, and shall confine his decision solely to the interpretation and application of this Agreement. He shall confine himself to the precise issue submitted for arbitration and shall have no authority to determine any other issues not so submitted to him, nor shall he submit observations or declaration of opinions which are not relevant in reaching the determination. The decision or award of the arbitrator shall be final and binding, consistent with applicable law and this Agreement. In no event shall the same questions or issue be the subject of arbitration more than once. The arbitrator may prescribe back pay remedy when he finds a violation of this Agreement. The arbitrator shall have no authority to prescribed a monetary award as a penalty for a violation of this Agreement. Rules, regulations, formal policies or orders of the State or the University shall not be subject to revision by the arbitrator except if specifically provided herein. The fees and expenses of the arbitrator and recording of the procedure shall be divided equally between the parties. Any other cost of this proceeding shall be borne by the party incurring the cost.

The arbitrator shall hold the hearing at a time and place convenient to the parties within thirty (30) calendar days of his acceptance to act as arbitrator and shall issue his decision within thirty (30) days after the close of the hearing.

G. Grievance Investigation - Time Off

When a grievance has been formally submitted in writing and the F.O.P. represents the grievant, and where the F.O.P. President, or F.O.P. Representative requires time to investigate such grievance to achieve an understanding of the specific work problem during working hours, the F.O.P. President or F.O.P. Representative will be granted permission and reasonable time, to a limit on one (1) hour, to investigate without loss of pay. It is understood that the supervisor shall schedule such time release providing the work responsibilities of the F.O.P. President, or F.O.P. Representative and of any involved Police Officer are adequately covered and providing further there is no disruption of work. Such time release shall not be unreasonably withheld and upon request could be extended beyond the one (1) hour limit for specified reasons, if the circumstances warrant an exception to this limit. Where an F.O.P. authorized representative serves a mutually agreed upon grievance district encompassing two (2) or more geographically separated work locations and where the circumstances require it, a maximum of two (2) hours may be authorized for any appropriate investigation of a grievance. In certain limited situations, when specifically requested by the F.O.P. President, or in his absence his designee, and authorized by the appropriate University official or his designee, it may be advantageous to investigate an alleged contractual grievance prior to the formal submission of the grievance, and permission for such investigation, within the time constraints provided above, shall not be unreasonably withheld.

Such time release shall not be construed to include preparation of paperwork, record keeping, conferences among F.O.P. Officials, nor preparation for presentation at a grievance hearing.

ARTICLE VI

DISCIPLINE AND DISCHARGE

A. Discipline shall be imposed only for just cause. Discipline under this Article means official written reprimand, suspension without pay, demotion, or dismissal from service, based upon personal conduct or performance of the involved Police Officer. Dismissal from service or demotion based upon layoff or operations changes made by the University shall not be construed to be discipline.

B. Just cause for discipline up to and including dismissal from service shall include those set forth in University Rules and Regulations. This list of causes is not exclusive and discipline up to and including dismissal from service may be made for any other combination of circumstances amounting to just cause.

C. A Police Officer shall not be discipline for acts, except those which would constitute a crime, which occurred more than forty five (45) days from the date the University became aware of the occurrence. The Police Officer's whole record of employment, however, may be considered with respect to the appropriateness of the penalty to be imposed.

D. No Police Officer covered by this agreement shall be suspended or terminated until a meeting with the Police Officer, Director/or his designee and the F.O.P. representative.

This section shall not prohibit the immediate suspension, without pay, of an Police Officer without a meeting if the University determined that the Police Officer is unfit for duty or is a hazard to any person if allowed to remain on the job or that an immediate suspension is necessary to maintain safety, health, order or effective direction of public services. In addition, where the suspension is based on a formal charge of a crime committed on the job or directly related to the job, the suspension may be immediate and continue until a disposition of the charge or six (6) months whichever is sooner. If the charge is not disposed of within the maximum six (6) month period, the Police Officer may choose to resign or the University may choose to terminate the Police Officer's employment.

ARTICLE VII

POLICE OFFICER RIGHTS

A. Any Police Officer covered by this agreement who receives a verbal or written request to report to the Human Resources Department, a supervisor, or other administrative officer of the University, on matters that the Police Officer has reason to believe may lead to disciplinary actions, shall be accompanied by the F.O.P. President, or authorized representative of the F.O.P. at the Police Officer's request.

B. Where an Police Officer is being interviewed during the course of an investigation and where there is a reasonable likelihood that the individual being questioned may have formal charges preferred against his/her, the nature of those contemplated charges shall be made known to the Police Officer who shall then, if he/she requests, be entitled to a authorized representative of the F.O.P. or F.O.P. President only as a witness or as an advisor during subsequent interrogation.

C. Where criminal charges are initiated, the rights of the Police Officer to representation by his attorney shall not be violated.

ARTICLE VIII

WAGES

A. Salary Program

The parties acknowledge the existence and continuation during the term of this Agreement of the State Compensation Plan which incorporates in particular but without specific limit the following basic concepts:

1. A system of position classifications with appropriate position descriptions.

2. A salary range with specific minimum and maximum rates and intermediate merit incremental steps therein for each position.

3. Regulations governing the administration of the plan, including an Employee Performance Evaluation.

4. The authority, method and procedures to effect modifications as such are required.

B. Correcting Payroll Errors

Payroll errors amounting to one days' pay or more, when brought to the attention of the Payroll Department, shall be corrected within 24 hours of the time the error is reported by the affected Police Officer.

C. Salary Program July 1, 2003 to June 30th, 2007

1. Effective July 1, 2003 (FY04), a Police Officer will move one step on his/her anniversary date (Date of Hire) providing he/she receives at least a satisfactory performance evaluation.

Effective January 1, 2004, the basic salaries for police officers will be increased by 5%.

Effective July 1, 2004 (FY05), the basic salaries for Police Officers will be increased by 4%, plus .25/hr for incumbents with ten (10) plus years of UMDNJ Police Officer experience, and .50/hr for incumbents with fifteen (15) plus years of UMDNJ Police Officer experience (“Experience Differential”). No Step move for FY05.

Effective July 1, 2005 (FY06), the basic salaries for Police Officers will be increased by 3%, plus Experience Differential shall remain in effect as Paragraph 3 above.

Effective July 1, 2005 (FY06), a Police Officer will move one step on his/her anniversary date as a Police Officer with UMDNJ, providing he/she receives at least a satisfactory performance evaluation.

Effective July 1, 2006 (FY07), the basic salaries for Police Officers will be increased by 5%, plus Experience Differential shall remain in effect as Paragraph 3 above. No step movement for FY07.

Effective June 1, 2004, the anniversary date of newly hired Police Officers shall be the date of hire as a Police Officer with UMDNJ.

SHIFT DIFFERENTIAL

Effective July 1, 2004, the shift differential shall be increased to $1.50/hr.

Effective July 1, 2005, the shift differential shall be increased to $1.75/hr.

Effective July 1, 2006, the shift differential shall be increased to $2.00/hr.

SPECIAL UNIT POLICE OFFICERS

Effective July 1, 2004, Special Unit Police Officers assigned to a special unit, shall be increased to $2,250, and effective July 1, 2006, shall be increased to $2, 500.

ARTICLE IX

Hours of Work and Overtime

Section A. HOURS OF WORK

1. Work Schedules

A. All Police Officers shall be assigned a regular work scheduled at time of hire. Such schedules shall have stated starting and quitting times, work days of the week, and rotational patterns. The regularly scheduled standard work week is 40 hours. Part-time Police Officers are assigned workweeks shorter than the standard workweek.

B. The University may change the work schedules of Police Officers. When there is a schedule change, the F.O.P. and the Police Officer's shall be given adequate advance notice which normally will be at least one (1) week except in cases of emergency.

2. Exchange of Duty Tours

A University Police Officer may exchange tours of duty with another Police Officer as long as prior written permission has been granted by each Officer's supervisor and no overtime accrues to either officer.

3. Rest Period

When conditions of work permit, a rest period of fifteen (15) minutes shall be provided during each one-half (1/2) shift. Rest periods are scheduled at the convenience of the department and are not cumulative.

4. Meal Periods

Effective July 1, 1998, an unpaid meal period will no longer be included in a Police Officer's schedule. The Police Officer's schedule will reflect eight (8) hours of paid time. During the Police Officer's tour of duty, he/she can take a meal period subject to operational needs. Meal periods may be scheduled by the department.

5. Call Backs

When a Police Officer is called back to work after completing his/her scheduled shift, the Police Officer shall be compensated for the actual hours worked. The Police Officer shall be guaranteed a minimum of two (2) hours compensation whether or not the two (2) hours are worked, except when the end of the call-in period coincides with the beginning of the Police Officer's regular shift.

Section B. OVERTIME

1. The University conforms to the applicable law on overtime.

2. All Police Officers shall be compensated at time and one half (1 2) for all hours worked in excess of 40 hours a week. Overtime pay and other premium pay shall not be pyramided.

3. Such overtime hours shall be compensated either by (a) cash or (b) compensatory time off at the rate of one and a half (1 2) hours for each hour worked at the option of the University.

4. Overtime shall be distributed on a rotational basis without discrimination.

5. Each Police Officer is expected to be available of overtime work. A Police Officer refusing an overtime assignment shall be considered to have worked for the purpose of determining equal distribution of overtime and shall not be disciplined for refusing voluntary overtime.

6. In cases where there are no volunteers and overtime is required, then the least senior Police Officer of the Police Officers on duty on a rotational basis shall be required to stay and work the overtime. Refusal to accept mandatory overtime can result in disciplinary action, up to and including termination.

It is understood that should a Police officer have a verified personal emergency which renders it impossible to work the mandatory overtime, the Police Officer will not be subject to disciplinary action provided the Director of Public Safety or designee agrees.

7. Lists reflecting the overtime call status of Police Officers shall be available to the F.O.P. for review.

8. All paid sick time shall not be counted towards hours worked for overtime purposes. All other hours paid for but unworked shall be counted as hours worked for overtime purposes.

ARTICLE X

HOLIDAYS

1. The following shall be the scheduled holidays for the bargaining unit:

New Year's Day

Martin Luther King's Birthday

Good Friday

Memorial Day

Independence Day

Labor day

Thanksgiving Day

Day After Thanksgiving

Christmas

2. Effective January 1, 1999, the members of the bargaining unit will have six (6) float holidays. Except in case of an emergency, a request for Float Holiday must be submitted to the Police Officer's supervisor for review and approval at least one (1) week in advance of its use and used by December 31st of the year issued or forfeited.

3. All bargaining unit members hired or returning from unpaid leaves of absences between January 2 and July 1 of any year will be credited with three (3) float holidays within one full pay cycle after July 1. No float holidays will be credited for individuals hired or returning from leave of absence from July 2 - December 31 (individuals returning from leave from January 2 to July 1 will only receive the three float holidays if they did not already receive float holidays for the particular year).

4. Float holidays may be used for emergency, personal matters, observance of religious or other days of celebration (but not officially recognized University holidays).

5. Supervisors have the right to require proof of an emergency. Failure of a Police Officer to supply such proof shall result in a salary deletion for the day(s) and appropriate disciplinary action may be taken

6. To be eligible for holiday pay, the following guidelines apply:

A. If not scheduled to work the holiday, the Police Officer must work his/her scheduled work days immediately before or after the holiday.

B. If scheduled to work the holiday, the Police Officer must work the holiday and both his/her scheduled work days before and after the holiday.

C. Failure to meet these requirements will result in forfeiture of the holiday pay.

7. The University will make every effort to rotate major holidays among the Police Officers in the unit subject to proper staffing.

8. Effective July 1, 1998, if a Police Officer is required to work on New Year's Day, Martin Luther King's Birthday, Memorial Day, Independence Day Labor Day, Thanksgiving or Christmas, he/she shall be paid at the rate of time and a half the basic rate of pay for all hours worked, in addition to receiving an alternate day off from work or at the University's option a day's pay. If a Police Officer is required to work on the Day After Thanksgiving or Good Friday, he/she shall be paid at the basic rate, in addition to receiving an alternate day off or at the University's option a day's pay.

ARTICLE XI

VACATIONS

Vacation Benefits

Effective September 1, 2000, all Police Officers covered by this Agreement will be entitled to the following vacation schedule:

AMOUNT OF SERVICE

From date of employment to completion of 10 years of service	1 1/4 working days for each month
Beginning the 11th year to completion of 20 years of service	1 2/3 working days for each month
Upon completion of 20 or more years of service	2 1/12 working days for each month

Use of Vacation Time

After the initial 180-day probationary period, vacation allowance may be taken as accrued. Police Officers may carryover a maximum of one (1) year of earned vacation allowance into the next succeeding year. Any vacation accrued in excess of the one (1) year maximum carryover allowance will be forfeited.

C. Notice of Approval and Scheduling

Vacation day/days may be taken only after the Police Officer has given prior notice to and received the written approval of his/her supervisor. Vacation day/days will be granted in accordance with the particular manpower requirements of the department and the preferences of the Police Officers. Police Officers must make their request for five or more vacation days by the deadline posted in the department or they will forfeit their seniority preference.

D. Separation

Police Officers who are separating or retiring from the University except a Police Officer terminated for cause will be paid for any unused vacation days at their current daily rate of pay upon separation or retirement. Any overuse of sick leave will be deducted from vacation accruals upon separation. A Police Officer terminated for cause will not be entitled to accrued vacation. However, should the Police Officer's employment be reinstated by mutual agreement between the University and the Fraternal Order of Police Lodge 74 or the Police Officer is reinstated as a result of a binding Court and/or arbitration decision, any accrued vacation time that existed at the time of termination will be fully restored.

ARTICLE XII

SENIORITY

All officers shall be considered as probationary Police Officers for the first one hundred and eighty (180) calendar days of their employment in the unit. Management shall have the right to extend the initial probation period up to an additional one hundred and eighty (180) calendar days.

For retirement and layoff purposes, an officer's seniority shall be the date of hire with the University. For all other purposes, an officer’s seniority shall be the date he/she became a Police Officer at UMDNJ. If dates are the same, then the officer’s seniority shall be determined by the officer’s birthday month and day.

The University Human Resources Department shall maintain a seniority list of officers, a copy of which shall be furnished to the F.O.P. upon request.

An officer's seniority shall cease and his/her Police Officer status shall terminate for any of the following reasons:

a. resignation or retirement

b. discharge for cause

c. lay-offs of more than one (1) year

ARTICLE XIII

POLICE OFFICER PROTECTION

The University agrees to continue its policy of maintaining appropriate insurance to cover all damages, losses or expenses arising whenever any civil action has been or shall be brought against a Police Officer for any act or omission arising out of an in the course of the performance of the duties of such Police Officer.

ARTICLE XIV

SAFETY AND HEALTH

A. The University shall continue to make reasonable provisions for the safety and health of its Police Officers during the hours of their employment and will provide safety devices for their protection and will provide a reasonably safe and health place of employment.

B. A Police Officer must report incidents of unsafe and unhealthy conditions to his/her supervisor immediately.

C. The University and the F.O.P. shall jointly establish a standing committee to discuss mutual problems concerning health and safety. The committee shall meet quarterly. Any recommendations concerning improvement or modification of conditions regarding health and safety shall be reported to the University's Safety Committee.

D. It is understood that references to safety and health hazards in this Article are not intended to include those hazards which are attendant to the employment of Police Officers as University Police Officers and which represent the risks normally associated with such employment.

ARTICLE XV

UNIFORM MAINTENANCE ALLOWANCE

Where the University requires Police Officers to wear uniforms, the University will generally provide the uniforms. However, in those instances where the University chooses not to provide uniforms required to be worn by Police Officers, the University will give the Police Officers an annual uniform allowance.

The annual uniform allowance shall be $500 per year.

The University shall provide a Uniform Maintenance allowance of in each year of this agreement to those Police Officers required to wear a uniform. The Uniform Maintenance allowance shall be:

FY04 - $225

FY05 - $250

FY06 - $250

FY07 - $275

Uniform Maintenance Allowance will be paid in October of the given year.

ARTICLE XVI

POLICE OFFICER TRAINING

Police Officers covered by this agreement may request permission to attend without loss of pay training courses that are job related at various police academies. Such courses must be sanctioned by the University, and are specifically aimed at skills development in order to afford Police Officers a greater opportunity for performance improvement and promotional growth. Such request shall be submitted in writing to his/her immediate supervisor at least two (2) weeks in advance and will not be unreasonably denied. Any denial of a request for training shall be in writing. The Department will post information on available courses which come to its attention.

ARTICLE XVII

POLICE OFFICER BENEFITS

Health and Retirement Benefits

All members of the unit who are eligible for the State health insurance pension/life insurance benefits shall be provided these benefits on the same basis and to the same extent provided to all State employees whose contracts expired June 30, 1995. Should negotiations or legislative action change these benefits for State employees during the life of this contract, the benefits for eligible members of the unit shall change accordingly. If the State should notify the University that they will not cover part-time Police Officers, the University will not continue such coverage. It is understood that in accord with this provision, Police Officers who wish to carry traditional health insurance will have to co-pay in accord with the then prevailing cost.

Tuition Refund

The University will establish a Tuition Refund Assistance Plan. The F.O.P. and the University will jointly administer the program and will meet and discuss the program in order to update it if necessary. Effective January 1, 2001, tuition reimbursement will be up to $1000 per semester ; a maximum of three thousand dollars ($3,000) per year.

Dental Care Program

It is agreed that the University shall continue the Dental Care Program, during the period of this Agreement. The program shall be administered by the State and shall provide benefits to all eligible full-time unit Police Officers and their eligible dependents.

An optional Group Dental program which will provide services through specific dental clinics will be made available to Police Officers in this unit when legally and administratively feasible. Participation in this program shall be voluntarily with a condition that each participating Police Officer authorize a bi-weekly salary deduction not to exceed 50 percent of the cost of the coverage for a one year period. When the new program is available, the Police Officer will be able to enroll in only one of the two programs or in no program at all.

Temporary Disability Plan

The University agrees to include Police Officers in this unit in the State of New Jersey Temporary Disability Plan, during the period of this Agreement. It is a shared cost plan which provides payments to Police Officers who are unable to work as the result of non-work connected illness or injury and who have exhausted their accumulated sick leave.

Prescription Drug Program

The University shall continue to provide the State administer Prescription Drug Program in keeping with the legislative appropriation, during the period of this agreement.

Equipment and Accessories

The University will provide police equipment and accessories to all Police Officers covered by this agreement as required by the Director of Public Safety. Such equipment and accessories will remain the property of the University and be subject to Departmental Regulations, and applicable New Jersey State Statute.

Parking

The parking fee for all bargaining unit members will be equal to .5% of the base salary as of the lst pay period of the pervious fiscal year. All Police Officers hired during any fiscal year shall pay a prorated fee for the remainder of the fiscal year based on their salary at time of hire.

ARTICLE XVIII

LEAVES OF ABSENCE

A. Sick Pay and Leaves of Absence

Sick pay and leave of absences shall be in accordance with University Policies.

B. Sick Pay

1. Effective September 1, 2000, all bargaining unit members hired before July 1, 1993 shall receive one and one sixth ( 1 1/6) sick days per month. Police Officers hired on or after July 1, 1993 shall accrue sick days on the basis of one (1) day per month. Effective January 1, 2001, all bargaining unit members shall receive one (1) sick day per month.

2. Beginning January 1, 1995, Police Officers with five (5) or more years service will be eligible for an emergency advance of up to one year's worth of sick leave under the following circumstances:

A. At least twenty (20) sick days have been or will have been used immediately before any of the advanced days. These must have been used to cover absences for illness.

B. The Police Officer has not been the subject of a written warning, suspension or any other discipline within the previous one (1) year for attendance. All evaluations over the last two years must have been satisfactory.

C. The application for the advance must be approved by the Department Head and accompanied by documentation of the illness.

D. The application must also be approved by the Campus Human Resource Director or his/her designee.

E. The approval/disapproval of the application for emergency advance of sick leave is grievable, only to Step II of the grievance procedure. It is not subject to arbitration. The decision of the Step II hearing officer in all such grievances will be final.

3. Sick pay accruals are cumulative from one year to the next.

4. Police Officers are required to n