NYS PERB Contract Collection – Metadata Header This contract is provided by the Martin P. Catherwood Library, ILR School, Cornell University. The information provided is for noncommercial educational use only. Some variations from the original paper document may have occurred during the digitization process, and some appendices or tables may be absent. Subsequent changes, revisions, and corrections may apply to this document. For more information about the PERB Contract Collection, see http://digitalcommons.ilr.cornell.edu/perbcontracts/ Or contact us: Catherwood Library, Ives Hall, Cornell University, Ithaca, NY 14853 607-254-5370 ilrref@cornell.edu Contract Database Metadata Elements Title: Potsdam, Village of and Potsdam Village Employees Unit, CSEA, Local 1000, AFSCME, AFL-CIO (2001) Employer Name: Potsdam, Village of Union: Potsdam Village Employees Unit, CSEA, AFSCME, AFL-CIO Local: 1000 Effective Date: 06/01/01 Expiration Date: 05/31/06 PERB ID Number: 7730 Unit Size: 34 Number of Pages: 27 For additional research information and assistance, please visit the Research page of the Catherwood website - http://www.ilr.cornell.edu/library/research/ For additional information on the ILR School - http://www.ilr.cornell.edu/ , \ _V\ 7730 05~'12006 /600 Potsdam, Village Of And Csea 33 b / 0 G E:~ (Village Employees Unit) AGREEMENT BETWEEN Vll.LAGE OF POTSDAM AND THE POTSDAM BRANCH CIVIL SERVICE EMPLOYEES ASSOCIATION LOCAL 1000 AFSCME/AFL-CIO JUNE 1,2001 TO MAY 31,2006 RECEIVED JAN 1 7 2002 NYS PUBLIC EMPLOYMENT RELATIONS BOARD 3V ver 12.21.01 INDEX PAGE ARTICLE I UNIT 1 ARTICLEll RECOGNITION ? ARTICLE ill MANAGEMENT RIGHTS 3 ARTICLE IV BAN ON STRIKES AND LOCKOUTS 4 ARTICLE V HOURS OF WORK AND OVERTIME 4 ARTICLE VI WAGE SCHEDULE 5 ARTICLE VI[ VACATIONS 6 ARTICLE VIll SICK LEAVE AND OTHER LEAVE PROVISIONS 7 ARTICLE IX JURY AND MILITARY RESERVE TRA1NING DUTY 8 ARTICLE X HOLIDA YS 9 ARTICLE XI LONGEVITY 10 ARTICLE xn LEAVE OF ABSENCE WITHOUT PAY 10 ARTICLE xm MATERNITY' LEAVE 10 ARTICLE XIV RETIREMENT 11 ARTICLE XV HEALTH AND DISABILITY INSURANCE 11 ARTICLE XVI LIFE INSURANCE AND DEATH BENEFITS 12 ARTICLE X:Vll GRffiVANCEPROCEDURE 12 ARTICLE x:vrn MINIMUM CALL OUT TIME 13 ARTICLE XIX PROBATIONARY PERIOD 14 ARTICLEXX . PROMOTIONS AND TRANSFERS 14 ARTICLE XXI SENIORITY 15 ver 12.21.01 PAGE ARTICLE XXII UNIFORMS 17 ARTICLE XXIII BENEFITS 17 ARTICLE XXIV DISCIPLINE AND DISCHARGE 18 ARTICLE XXV ACCESS 20 ARTICLE XX,VI BULLETIN BOARDS 20 ARTICLE xx:vn NO DISCRIMINATION 20 ARTICLE XXVllI EMrnODTIMENTOFAGREEMrnNT 21 ARTICLE JaIX VALIDITY 21 ARTICLE XXX MANDATORY CLAUSE 21 ARTICLE X)JQ CONTINillTY OF BENEFITS 21 ARTICLE X)JaI SAFETY 21 ARTICLE XXXIII NEGOTIATIONS 22 SIGNATURE PAGE 22 EXfllBIT A - WAGE SCHEDUbE 23 EXfllBIT B - HOLIDAYS 24 ver 12.21.01 Contract between the VILLAGE OF POTSDAM, NEW YORK (hereinafter referred to as the "VILLAGE"), and the Potsdam Branch of the CIVIL SERVICE EMPLOYEES ASSOCIATION LOCAL 1000 AFSCME/AFL-CIO, (hereinafter referred to as the "ASSOCIATION") for the period June 1, 2001 through May 31, 2006. ARTICLE I - UNIT Section 1. - This contract will include and apply to all employees of the Village who have been appointed to permanent, provisional, or probationary status except the following: Mayor Police Department Employees Village Trustees Village Justice Village Administrator Clerk to Village Justice Superintendent of Public Works Code Enforcement Officer Village Clerk/Sec. to Administrator Fire Inspector Village Treasurer Crossing Guards Community Development Staff Health Officer Museum Curator Temporary Employees Village Attorney Part-Time Employees (who work Recreation Director less than one-half (V2)of Recreation Maintenance Worker the normal scheduled hours) Director of Planning and Development Chief Water/Hydro Plant Operator Section 2. - Definitions Probationary Appointment: Every permanent appointment from an open competitive list and every original appointment to a position in the non-competitive, exempt or labor class shall be for a probationary period of not less than six (6) calendar months nor more than twelve (12) calendar months. Such appointments may be terminated without cause during the specified period. (See Article XIX -Probationary Period, for additional conditions.) Provisional-Employee: An employee appointed by the Village Board of Trustees to a particular position pending taking and successfully passing of a Civil Service examination for the position, with a score high enough to be appointed to the position as a permanent employee. Provisional employees shall be reappointed every nine months unless properly appointed as a permanent employee earlier. Permanent Appointment: After successfully completing the probationary period a permanent appointment is made with all of the rights and protections afforded to it by Civil Service Law. Temporary or Seasonal Employee: An employee hired by the Village Board, Village Administrator or Department Head on a temporary or seasonal basis, for the scope of duties and periods of tilne as permitted by Civil Service Law. ver 12.21.01 -1- Permanent Part-Time Employee: An employee appointed by the Village Board of Trustees to a part-time position on a permanent basis. Such permanent part-time employee who works twenty (20) or more hours per week (seventeen and one-half (17-1/2) hours for clerical personnel) shall be entitled to all benefits on a pro-rata basis. Pm1-Time Employee: An employee hired by the Administrator or Department head for intermittentperiods of time for any type of work. Part-Timeemployeeswho work one-half (V2) or more of the specified hours or days per week required by the particular position will be entitled to all benefits on a pro-rata basis. Full Time Employee: An employee appointed to probationary, provisional or permanent status and working the specified number of hours and days per week required by his or her particular Position. ARTICLE II - RECOGNITION Section 1. - The ASSOCIATION, having heretofore presented appropriate evidence that it represents the majority of the employees represented in Article I above, is therefore recognized as the employ,~eorganization representing said employees for the purpose of collecti ve negotiations with the VILLAGE, in the determination of the terms and conditions of employment and in respect to the administration of grievances arising under the Contract herewith executed. Section 2. - Upon receipt of proper written authorization, the VILLAGE shall deduct monthly dues, on a pro-rata basis and shall remit the monies to the Civil Service Employee Association. Inc., P.O. Drawer 7125, Capitol Station, Albany, New York 12224 on a bi-weekly basis. The ASSOCIATION agrees to indemnify and hold harmless the VILLAGE from any causes of action, claims, loss or damages incurred as a result of this clause. All deductions under the Article shall be subject to revocation under Section 93-b of the General Municipal Law, as amended, by the employees who executed such assignments, upon giving written notice to that effect. Such notice shall be given to the Village Treasurer. The Village Treas,urer shall thereafter cease withholding any monies whatsoever under such check-off authorization. Assignees shall have no right or interest whatsoever in any money withheld by authorization until such Money is actually paid over to them. The VILLAGE or any of its officers, and employees shall not be liable for any delay in carrying out such deduction, and upon forwarding a check in payment of such deductions by mail to the assignee's last known address, the VILLAGE and its officers shall be released from all liability to the employee-assignors and to the assignees under such assignment. Section 3. - The Civil Service Employees Association. Inc., having been recognized or certified as the exclusive representative of employees within the bargaining unit represented by this agreement shall have deductions made from the wage or salary of employees of said ver 12.21.0l -/- bargaining unit. who are not members of the Civil Service Employees Association. Inc. The employer shall make such deductions and transmit the amount so d~ducted, along with a listing of such employees, to Civil Service Employees Association, Inc., P.O. Drawer 7125, Capitol Station, Albany. New York 12210. Section 4. - The UNION PRESIDENT or his designee will be allowed one (1) hour per week to conduct union business, if needed, with the approval of the Village Administrator. This time will not be unreasonably denied by the Administrator. Section 5. - An annual list of employees with name, address, social security number, salary, job tit}(~a, nd date of employment will be provided to CSEA Unit #8410. Section 6. - Any error or omissions of One Hundred ($100.00) Dollars or more in an en1ployee's paycheck shall be corrected within two (2) working days from the date it is reported to the Treasurer's Office. ARTICLE III - MANAGEMENT RIGHTS The ASSOCIATION recognizes that the management of the VILLAGE shall have the sole and absolute right, responsibility, and prerogative of management of the affairs of the VILLAGE, and direction of the working force including, but not limited to the following: (a) To determine the care, maintenance, and operation of equipment and property used for and on behalf of the purpose of the VILLAGE. (b) To establish or continue policies, practices. and procedures for the conduct of VILLAGE business and from time to time, to change or abolish such Policy, practices or procedures. (c) To discontinue processes or operation or to discontinue their performance. (d) To select and to determine the number and types of employees required to perform the VILLAGES operation. (e) To prescribe and enforce reasonable rules and regulations for the maintenance of discipline and for the performance of work in accordance with the requirements of the VILLAGE, provided such rules and regulations are made known in a reasonable manner to the employees affected by them. (f) To insure that incidental duties connected with departmental operations, whether enumerated in job descriptions or not, shall be performed by employees of the VILLAGE. ver 12.21.01 -3- ARTICLE IV - BAN ON STRIKES AND LOCKOUTS It is recognized that the need for continued and uninterrupted operation of the Vll...LAGE'Sdepartments and agencies is of paramount importance to the citizens of the community and that there should be no interference with such operation. Adequate procedures having been provided for the equitable settlement of grievances arising out of this Agreement, parties hereto agree that there will not be and that the ASSOCIATION, its officers, members, agents, or principals will not engage in, encourage, sanction or suggest strikes, slowdowns, lockouts, mass resignations, mass absenteeism, or similar act.ion which would involve suspension of or interference with normal work performance and the VILLAGE will not instigate any form of employee lockout. The VJLLAGE shall have the right to discipline or discharge any employee encouraging, suggesting, fo:menting, or participating in a strike, slowdown, or other such interference. ARTICLE V - HOURS OF WORK AND OVERTIME Section 1. - The basic work week for all employees other than Village Office employees, shall be eight (8) hours per day, forty (40) hours per week. Village Office employees shall work seven (7) hours per day, thirty-five hours per week. A minimum of fourteen (14) calendar days notice shall be given prior to temporary schedule changes, except in the case of emergencies. Section 2. - Any work in excess of the basic work week shall be approved by the appropriate department head, with the concurrence of the Village Administrator, and compensated at the individual's appropriate hourly rate. All employees will be paid for overtime work, at time and one-half (1 Y2). Section 3. - Such overtime as is necessary will be distributed as fairly as possible between employees within the classification affected by this overtime work. Permanent employees will be contacted first. If enough permanent employees are not available, temporary employees will be contacted to bring the staffing up to required levels. Section 4. - If an employee is required to work over eight (8) hours per day or on any day which is not part of his/her regular schedule, he/she shall not be required to lose time from his/her scheduled days in that payroll week provided there is work to which he/she would be regularly assigned. Section 5. - All employees will be paid for overtime worked, unless the employee and the department head, with notice to the Village Administrator, agree to permit compensatory time off, in lieu of payment. Such compensatory time off shall be one and one-haif (1 Y2) hours off, for each hour worked. All compensatory time not used and to the credit of the employee on April 30, shall be paid in the first full payroll period in May of each year. ver 12.21.01 -4- Section 6. - When computingovertimefor hours worked in excess of thirty-five(35) or forty (40) hours (as appropriate), holiday, vacation, compensatory and sick leave shall be counted as time worked. Section 7. - When an employee is called to work during a scheduled vacation time, he/she will receive tirne and one-half (1-1/2) for all hours worked, subject to meeting Article Vll, Section 5 requirements. Section 8. - Employees called in for emergency service shall be paid continuous hours including meal breaks. Section 9. - DPW employees will work summer hours, 9 hours each day, Monday through Thursday, four hours on Friday. Approximate start and finish dates commencing from May through October. (a) All DPW employees leave to be calculated in hours. (b) All leave used to be charged as 9 hours, Monday through Thursday, or 4 hours on Friday. (c) Vacation to be taken in no less than 1/2 day minimums (4-1/2 hours - 4 hours for Fridays). (d) To make up for the four holidays that fall during this time period, all employees at the DPW will work one full Friday in May. In the event that the 4th of July falls on a Friday, the appropriate hours will also be made up under the direction of the Department Head. Section 10. - Fire Department employees will work twelve (12) hour rotating shifts. (a) The bi-weekly pay period shall begin on Sunday and end on Saturday. (b) The bi-weekly pay period will consist of eighty-four (84) hours. When computing overtime for hours worked in excess of eighty (80) hours, holiday, vacation, compensatory, and sick leave shall be counted as time worked. ARTICLE VI - WAGE SCHEDULE Section 1. - The wage rate for each employee covered by this five (5) year Agreement will be increased by two and nine tenths percent (2.9%) retroactive to 6/1/01 and two and nine tenths percent (2.9110)on 6/1/02, 6/1/03, 6/1/04, and 6/1/05. The :Oirector of the Laboratory will continue to receive a Twenty-five Cent ($0.25) per hour additional stipend. ver 12.21.01 -5- Section 2. - Anyone working out-of-title with the approval of the department head shall receive the job rate for work in the higher title. ARTICLE vn - VACATIONS Section 1. - All Village employees with permanent or provisional status will earn vacation time upon their date of appointment with credit for the first month at the following rate: Years of Service: 1 - 5 1-1/4 days per month per year 15 working days 6 - 10 1-1/2 days per month per year 18 working days 11 - 15 1 -3/4 days per month per year 21 working days 16 - 20 2 days per month per year 24 working days 21 - up 2-1/4 days per month per year 27 working days Section 2. - No employee will take any vacation until he or she has successfully completed the probationary period. Section 3. - Vacation earned by an employee may be carried over up to a maximum of one and one-half (1 - V2)times that employee's annually earned vacation. (Example: A person with three (3) years service could accumulate a maximum of 1-1/2 x 15, or twenty-two and one- half, (22 1/2) working days.) Unused vacation after said maximum accumulation shall be forfei ted. Section 4. - The department head may limit the number of employees on vacation at any one time. Section 5. - Department heads shall submit a list of vacations for the fiscal year (June 1 - May 31) no later than June 1. Any substitutions, changes, or modifications to their vacation schedule may be affected only upon the approval of the department head. Vacations shall be approved in accordance with the work load of the department. Seniority shall prevail, whenever possible, in determining the choice of vacations. Section 6. - In the event a legal holiday falls within the vacation period, the holiday shall not be charged to vacation time. Section 7. - Vacation leave shall not be taken in less than one-half (1/2) day increments, without the approval of the department head. Section 8. - Upon termination of employment, any employee shall be compensated for all earned accUJnulated vacation, (see Section 3) up to the date of termination at his or her hourly rate, provided a two (2) week written notice of termination or resignation is gi yen and if separation is for reasons other than a criminal or disciplinary nature. vel' 12.21.01 -6- ARTICLEvrn - SICK LEA VB AND OTHER LEA VB PROVISIONS Section 1. ~ All Village employees with permanent, provisional, or probationary status shall be entitled to accumulate sick leave credits at the rate of ten (10) hours per month, or eight and three quarters (8 3/4) hours per month for clerical employees. Sick leave not used within a specific year m,ay be accumulated from year to year with no maximum limitation. Medical and dental appointrnents shall be charged to sick leave. Section 2. - Sick leave credit Shall not be earned for the period an employee is on leave of absence without pay, or for any reason taken off the Village payroll. Sick leave shall be taken in hours. Section 3. - The Village Treasurer's Office shall maintain individual leave records for each eligible e:mployee, and provide a quarterly report of leave credits to all employees. Section 4. - An employee who is injured on the job and is eligible to draw Workmen's Compensation benefits is specifically excluded from the benefits of this Article, except that: (a) He/she may use all accumulated leave during the waiting period before compensation payments begin. The VJLLAGE shall, upon the request of the injured employee, supplement said employee's co:mpensation payment to provide an amount equivalent to his/her normal pay rate by drawing on any unused accumulated leave of that employee. In no case shall an employee on compensation receive more than his normal pay from the combined sources, (VILLAGE and Compensation Board), nor shall the VILLAGE make any supplemental payments to the en1ployee after all accumulated leave has been used. (b) An employee receiving compensation payments while off the job shall be considered as being on leave of absence and said absence shall not constitute a . break in service. Section 5. - Sick Verification (a) The Village Administrator may require an employee who has taken three (3) consecutive sick days leave to produce a doctor's certificate explaining the nature and degree of the sickness. Abuse of sick leave may result in disciplinary action. Where the Administrator suspects an abuse of sick leave, the Administrator may require a doctor's certificate after any absence. When the Administrator requires a doctor's certificate for less than three (3) days, the VILLAGE will pay for such doctor's visit. (b) When the Village Administrator suspects an employee of sick leave abuse, the Village Administrator may require said employee to provide a doctor's certificate ver 12.21.01 -7- when a sick day is taken before and/or after a holiday. The cost of the doctor, in this case, will be borne equally by the Vll.LAGE and the employee. Section 6. - All Village employees with permanent or provisional status shall be entitled to f1ve(5) days personal leave with pay, per year. Said leave is non-accruable from year to year and is subject to the approval of each department head for the following reasons: (a) Death of a parent, spouse, child, brother or sister. (b) Serious illness of parent, spouse, child, brother, or sister or permanent resident of the household, requiring the attendance of the empl~yee. (c) Civil Court appearances or special approvals of the Administrator. (d) Appointments or personal business which cannot be scheduled except during working hours. (e) One (1) day for death of a relative not listed in subsection (a) above, or friend for the attendance at the funeral. (f) One (1) day Personal Leave may be used without giving a reason to the employer. (g) If not used, Personal Leave shall be converted to Sick Leave. Section 7. - Employees who have no absences for sick leave, disability leave, or Workman's Compensation, shall receive $75.00 per quarter payable in the first pay period of the next quarter. Section 8. - In the event of an officially declared. state of emergency by the Governor, Chair of Board of Legislature or Village Mayor, the employee shall be allowed to use any accumulated leave to make up for time lost. This shall include compensatory time, personal leave or vacation, until these categories are exhausted. Then sick leave may be used (after all accumulated time is used). ARTICLE IX - JURY AND MILITARY RESERVE TRAINING DUTY Section 1.- Any Village employee in a permanent or provisional status who shall be called for jury duty and cannot be excused, shall be paid full salary while on such duty and will not be require.d to remit back to the Village any expense or daily stipend paid to them by the Court, provided valid proof of such jury duty is submitted to the Village Treasurer's office. While on jury duty, employee will continue to accumulate vacation and sick leave according to Articles vn and VID. Section 2.- Any Village employee in a permanent or provisional status who is a member of an active ~1ilitary Reserve Unit which requires annual periods of training, shall be paid his or her salary during such periods of training, not to exceed thirty (30) days in anyone (1) year vcr 12.21.01 -8- period, provided valid proof of such duty is submitted to the Village Treasurer's Office. While on training duty, employee will continue to accumulate vacation and sick leave according to Articles vn andvm. ARTICLE X - HOLIDAYS All permanent and provisional employees are entitled to twelve (12) holidays off each . fiscal year with eight (8) hours holidaypay, seven (7) hours holiday pay for office employees,as per attached "Exhibit B." The enlployees are entitled to the holiday pay whether or not they work on the holiday. Should the employee work on the holiday, either as scheduled or on a call-in basis, he/she will be entitled to additional compensation. In the following sections when eight (8) hours is stated, it is understood to be seven (7) hours for office employees. Section 1. - In the event that one of the above-mentioned holidays falls on a Saturday, it shall be celebrated on the Friday immediately preceding. Should the holiday fall on a Sunday, it shall be celebrated on the Monday thereafter. Should an actual holiday fall on a Saturday or Sunday, and should an employee be scheduled to work on the weekend, then the employee will have the option of designating the observed or actual holiday as the paid holiday. Section 2. - An employee who is scheduled to work on a holiday shall receive the holiday pay for the holiday, eight (8) hours compensatory time, and eight (8) hours pay for the day worked. If an employee is required to work more than the regular eight (8) hour day on a holiday, he/she will receive double time for the extra hours worked regardless of the total hours worked in that week. Both the hours of holiday pay and the actual hours worked shall be counted under Article V, Section 6 for overtime calculations. Section 3. - An employee whose regular day off falls on a holiday will be granted eight (8) hours holiday pay and eight (8) hours compensatory time in lieu of the day off. Should an employee be called in to work, he/she will receive the same credits as listed in Section 2, above. Section 4. - An employee cannot take personal days on a holiday except for an absence pursuant to Article Vill, Section 6 (a) and (b.). Section 5. - Either Section 2 or Section 3 of this Article will be applied, but not both sections for a.nysingle holiday. Section 6. - Employees scheduled to work on Easter Sunday may choose either Good Friday or Easter Sunday as the holiday. ver 12.21.01 -9- Section 7. - All Civic Center Office personnel shall take the day after Christmas as a holiday in lieu of Martin Luther King Day. If Christmas falls on a Friday or Saturday (Sunday), the day after Christmas holiday will be taken on the following Monday (Tuesday). ARTICLE XI -LONGEVITY Section 1. - All permanent or provisional employees who have been on the payroll of the VILLAGE for three (3) years shall receive an annual Three Hundred and 00/100 ($300.00) Dollars longevity increment. On the fifth anniversary of his or her employment, an employee shall receive a Two Hundred and 00/100, ($200.00) Dollars additional increment, for a total annual increment of Five Hundred and 00/100, ($500.00) Dollars. For every five (5) years additional service, an additional Two Hundred and 00/100, ($200.00) Dollars increment will be pa.id. Section 2. -Employeeswho have reached their anniversarydate on or before December 1st shall receive longevity payments as defined in Section 1 of this ARTICLE on the Wednesday prior to Thanksgiving Day. Section 3. - If an eligible employee is terminated prior to such pay day, he or she will be compensated for the annual longevity increment for the fiscal year if he or she has reached the anniversary date of their employment with the VILLAGE at the time of termination. Section 4. - If an employee is terminated prior to the anniversary date of their ernployment, the employee will be compensated for the annual longevity increment on a pro-rata basis, except in cases of discharge for cause. ARTICLE XII - LEAVE OF ABSENCE WITHOUT PAY Leave of absence without p"ayup to six (6) months may be granted by the Village Administrator. Such leave shall not be used for the purpose of seeking other employment. Longer periods of leave must have the approval of the Village Board. ARTICLE XIII - MATERNITY LEAVE Section 1. - Any employee who is incapable of performing her duties because of a maternity disability may utilize accumulated sick leave credifs during such absence. Should the father's presence be needed at home during maternity disability, he may utilize accumulated sick leave credits during such absence. Section 2. - A maternity leave shall be considered to commence on the date when the employee is no longer capable of performing her duties and shall end on the date that an employee can resume the performance of her duties. ver 12.21.01 -10- Section 3. - The employee may be requested or required to bring in a doctor's note to verify the date when the employee is not capable of performing her duties or when the employee is capable of returning to work. In addition, the employee may be required to submit to a physical examination by a doctor of the VilLAGE'S choice to verify the starting and ending date of such maternity leave, such second doctor's opinion will be paid by the VilLAGE. ARTICLE XIV - RETIREMENT Section 1. - The VilLAGE shall continue in force all provisions of New York State Non- Contributory Improved Career Retirement Plan, Section 75 (i) for all eligible employees. Section 2. - All eligible employees shall also be credited for unused sick leave upon retirement up to a maximum of 165 days in accordance with the enabling provisions specified by Section 41-j of the New York State Retirement and Social Security System. Days in excess of 165 shall be payable at the rate of $25 per day according to the following schedule: Employees retiring prior to June 1, 2002 maximum of 250 days will be paid for all accumulated days in excess of 165 Employees retiring on or after June 1, 2002 maximum of 85 days will be paid for all accumulated days in excess of 165 Section 3. - Tier 3 and Tier 4 employees shall be required to pay the portion established by New York State Retirement System. Section 4. - All full-time employees hired before January 1, 2002 will be provided with group health and dental insurance upon retirement for retiree only, at Village expense. Full-time employees hired on or after January 1, 2002 will continue to contribute 5% towards group health and dental insurance upon retirement of retirees health insurance. All retirees shall have the option of purchasing dependent coverage through the village insurance plan upon condition that the retiree make timely payment for the full cost of such dependent coverage and that there is no premium cost to the village for permitting such dependent coverage. The surviving spouse of a retiree under this paragraph shall have the option of continuing to obtain coverage provided that such spouse pay the full cost of such coverage, and further provided that the retiree had elected to obtain dependent coverage during his/her lifetime. ARTICLE XV - HEALTH AND DISABILITY INSURANCE Section 1. -For employees hired before January 1, 2002, the Village shall provide Health Insurance with prescription drug plan, major medical, dental, and vision care for all eligible employees and their dependents on a non-contributory basis. Employees hired on or after January 1, 2002 shall pay 5% of the cost for prescription drug plan, major medical, dental, and vision care for eligible employee and their dependents. . ver 12.21.01 -11- The ViHage retains the right to provide an equivalent plan with the same or different provider, or make revisions to the CUlTenpt lan, after consultation with and agreement by the Union. The deductible for CUlTenot r revised major medical coverage shall be Two Hundred Dollars, ($200.00), and the co-pay for prescriptions shall be Five Dollars ($5.00) for name brand or Two Dollars and Fifty Cents ($2.50) for generic brand. Section 2. - The Village shall provide New York State Disability Insurance at a maximum cost of $1.20 per pay period for all eligible employees. ARTICLE XVI - LIFE INSURANCE AND DEATH BENEFITS Section 1. - The Village shall provide a Term Life Insurance Program which shall provide Twenty-four Thousand Dollars ($24.000'.00) of coverage at a cost of Eight Dollars ($8.00) per month for active employees and Twelve Thousand Dollars ($12,000.00) of coverage at a cost of Four Dollars ($4.00) per month, for retirees. Previous retirees prior to June 1, 1986 will remain at Six Thousand Dollars, ($6,000.00). Section 2. - The Village has the option of changing carriers, but must maintain the benefits at equ.al or greater levels. Section 3. - In the case of death during employment, earned vacation, compensatory time and longevity will be paid to the employee's spouse or estate. ARTICLExvn - GRIEVANCEPROCEDURE Section 1. - Definition: A grievance shall be defined as an alleged misinterpretation, misapplication, or misconstruction of any clause of this contract. Section 2. - Grievance Procedure: Step 1. Any employee having a grievance, or the Grievance Committee, shall submit the grievance, in writing, to the employee's department head within ten (10) days of the OCCUlTence.The department head will have five (5) days to either meet with the employee ~nd/or the grievance committee or respond in writing. If a meeting is held the department head shall have five (5) days from the meeting date to respond in writing. Step 2. If the employee or the grievance committee is not satisfied with the Step 1 answer (or lack thereof), either or both may request a hearing at Step 2 by filing such demand, in writing, with the Village Administrator within seven (7) days of the date Step 1 answer is due. The Village Administrator shall have seven (7) days to either hold a hearing, or answer in writing. If a ver 12.21.01 -12- meeting is held, the Village Administrator shall have seven (7) days from the meeting date to respond in writing. Step 3. If the employee or the grievance committee is not satisfied with the Step 2 answer (or lack thereof), either or both may file with the Village Board in writing within seven (7) days of the date Step 2 answer is due. The Village Board shall have twenty-one (21) days to either hold a meeting, or answer in writing. If a meeting is held, the Village Board shall have seven (7) days from the meeting date to respond in writing. The Association may proceed' to Step 4. if it files a Demand for Arbitration to the Village Administrator within twenty-one (21) days of the Village Board of Trustees' decision. Step 4 . If the Demand for Arbitration is filed in a timely basis, the next available Arbitrator on the "Permanent Panel of Arbitrators" shall arbitrate the grievance. Both parties will be bound to the rules and regulations of PERB. The decision of the Arbitrator will be binding and final on all Parties. The cost of the Arbitrator shall be borne equally by the CSEA and' the Village. Permanent Panel of Arbitrators consisting of Rinaldo, Se1chick, Lewendowski, Bantle and Kowalski. Panel Members must agree to $700.00 per day as maximum including expenses. Request for dates from Arbitrator within sixty (60) days. If no dates available, the next Arbitrator in rotation shall be used. If no member of the Panel has dates within sixty (60) days, the Arbitrator with the least delay beyond sixty (60) days shall be chosen for that Arbitration. Section 3. - Reasonable time off for grievance hearings for employees attending such hearings to adjust grievances will be granted without loss of pay. Section 4. - Reasonable time off without charge shall be the rule for employees attending negotiation sessions. Section 5. - All days shall be calendar days. ARTICLE XVIII - MINIMUM CALL OUT TIME The VILLAGE agrees that the minimum call-out time for all hourly employees shall be two (2) hours. This minimum call-out provision does not apply to continuations of the regular work day. When, in the view of the immediate supervisor, a hazardous condition exists or can occur, no worker shall be called in alone. . ver 12.21.01 -13- ARTICLE XIX - PROBATIONARY PERIOD Section. 1. - Every permanent appointment from an open competitive list and every original appointment from an open competitive list, non-competitive, exempt or labor class shall be for a probationary term of not less than six (6) calendar months or more than twelve (12) calendar months. If the probationary period is extended beyond six (6) months, the employee shall be notified in writing. Failure to notify in writing of extension or termination at the end of the minimum probationary period shall result in permanent appointment. In the same manner, failure to notify in writing of termination, following extension of the minimum probationary period, prior to completion of the maximum probationary period shall result in permanent appointment. . If the conduct or performance of a probationary employee is not satisfactory, his/her appointment rnay be terminated at any time after the completion of the minimum period of service, and on or before completion of the maximum period of service, in the manner prescribed by Civil Service Law. All leave credits shall be earned, and holidays paid during probationary periods, for OJiginal appointments or promotions or transfers of existing employees. Leave credits may be used during the probationary period, except that original appointees shall not use accrued vacation credits until the probationary period ends. ARTICLE XX - PROMOTIONS AND TRANSFERS Section 1. - Promotions and Transfers (a) For the purposes of this section, the term "promotion" shall include the appointment of an employee to a higher grade position in the competitive, non- competitive, exempt or labor class. All interdepartmental and intradepartmental promotions and transfers shall be for a probationary period of three (3) calendar months. (b) The appointing authority may waive the requirements for satisfactory completion of such probationary period. If the conduct or performance of the probationary, employee is not satisfactory, his/her employment in that position shall be discontinued during or at the end of such term. Notice of such discontinuation will be in writing or it will not be considered to have occurred. (c) Should a permanent employee change job titles, said employee will continue to receive all benefits they were entitled to in their previous Village position. If by employee or Village decision, the employee does not work out in the new position, said employee shall have the right for the period of the three (3) month probationary period to return to his/her previous position without penalty. ver 12.21.01 -14- (d) Any appointment of another employee to the position vacated by promotion or transfer must be of a probationary nature, with the understanding in writing that if the promoted or transferred employee, by his/her or Village choice, returns to the previous position, that the probationary employee who has filled such vacated position must move back to their previous position also. (e) Except in the event of bumping due to layoffs, should an employee elect to take a lower position, the employee win receive the rate shown for that position in contract Exhibit A. Should bumping occur the employee will retain the original rate even if full-time in a lower position. Note this article relates to changes in position not to temporary re-assignments or out-of-title work. ARTICLE XXI - SENIORITY Section 1. - Seniority shall be defined as length of continuous service from the employee's last date of hire as a permanent full-time or permanent part-time employee of the Vll..LAGE. Such seniority shall be applicable in cases of layoff and recall. Lay-offs within a particular job classification shall be in reverse order of seniority. Employees shall be given the opportunity to bump other ernployees in lower classifications if they are qualified to do the lower class job. A preferred list shall be established for the purpose of recall and this list shall be in effect for a four-year period. Employees on the preferred list shall be offered vacancies in former job titles in order of seniority before any hiring of non-former employees of the Vll..LAGE. Section 2. - A break in continuous service shall be defined as follows: (a) Voluntary resignation. (b) Discharge for just cause. (c) Lay-off for more than three (3) years. (d) Failure to return from leave of absence within a specified time. (e) Failure to respond to recall notice within ten (10) days. Recall notice shall be sent by registered mail to employee's last known address, with a copy to the union president. Section 3. - Promotions. (a) Competitive Class shall be governed by Civil Service Law. (b) Non-competitive and labor class promotions shall be on the basis of seniority where qualifications are relatively equal. ver 12.21.01 -15- Section 4. - Shift Changes. Employees may apply for a shift preference at least once a year or where vacancies allow additional choices. Section 5. - Whenever a reduction of forces or a reduction in hours is necessary, the VILLAGE will post the names of the employees to be laid off at least five (5) worlGng days prior to such reductiion. A copy of the posted list of employees to be laid off will be given to the ASSOCIATION at the time of the posting. Section 6. - If an employee previously laid off due to a reduction of forces, and not working in another department, does not report to work within five (5) work days after such notice is delivered, he/she shall forfeit his/her place in that particular recall. Section 7. - If within a period of ten (10) worlGng days after the first notice he/she so requests it, he/she shall be given a second and final consideration at the time of the next recall. Section 8. - If an employee has followed the above procedure, he/she shall not lose his/her seniority status because of the layoff; otherwise, he/she shall lose his seniority. Section 9. - Postings. (a) Shall state the minimum qualifications required for the classification being posted. (b) Shall state the starting salary or wage. (c) Shall state the hours of work. (d) Shall state the department. (e) Shall gi ve a brief job description. (f) Shall be posted for a minimum of ten (10) worlGng days on all bulletin boards. (g) Shall designate the closing date of applications. (h) Competiti ve Class openings shall be posted on the Village bulletin board located in the Administrative Offices. The VILLAGE will post all positions for promotions, open competitive, and training schools, if received. (i) A copy of all postings shall be sent to the President of the Union. (j) If, for the period of the posting, there is an employee absent on vacation, or sick leave with greater seniority than any employee that bid, and who may be qualified to fill the vacancy, the VILLAGE will keep the position open for five (5) days following his/her return or contact such employee and require him/her to state whether he/she wants his/her name entered into consideration for the vacancy. vel' 12.21.01 -16- Section 10. - Within ninety (90) calendar days of the closing date of a posting, the position of the posting shall be filled, or the posting shall become null and void. Should the VILLAGE so decide, a posting"can be rescinded by providing a written withdrawal to all departments where the posting was done. If such notice is not provided, the posting remains in effect until the end of the ninety (90) days. Each person who applies for a position will receive a written confinnation of receipt of application and qualification from the VilLAGE. Should the VllLAGE choose to fill a posted position, it will give Preference to present employees who have applied for the position. If fewer than three (3) qualified employees apply, the VllLAGE reserves the right to seek additional applicants, using a second posting process. Qualified applicants will automatically remain under consideration. Prior to the provisional or pennanent appointment of an applicant for a Position, all applicants will be notified of the VILLAGE'S decision. Appointments shall confonn to Section 3 of this Article. Section 11. - Temporary employees will be given consideration for jobs. No official records will be maintained for this purpose, but a list of the dates of employment will be maintained in the Personnel Office and used when hiring. ARTICLExxn - UNIFORMS Section 1. - Department of Public Works, Water, Sewage, Fire Drivers and Maintenance Employees slhallbe provided with five (5) uniforms and two (2) changes per week, on a rental basis. Section 2. - Meter Repairman and Meter Readers shall, in addition to uniforms noted in Section 1, be provided two (2) outer jackets. Section 3. - A One Hundred and Fifty Dollar ($150.00) clothing allowance will be provided for clerical personnel not requiring uniforms each year of the contract. Section 4. - The employer shall designate which employees shall wear OSHA approval steel toed shoes. Employees hired before June 1, 2001 and so designated shall be reimbursed for the purchase: of such shoes to a maximum of $100.00 on Junt:?1,2002. A second payment not to exceed $100.00will be made on June 1,2004. Managementmay take appropriate action for employees failing to wear the steel toed shoes at work. ARTICLE xxm - BENEFITS The VILLAGE shall provide meals for employees who are required to work non-scheduled hours during emergency situations during normal meal times, or every five (5) hours. ver 12.21.01 -17- ARTICLE XXIV - DISCIPLINE AND DISCHARGE Section 1. -Applicability -The following disciplinary procedure is applicable to all pennanent employees regardless of their jurisdictional classification in the bargaining unit and is meant to replace Sections 75 and 76 of the Civil Service Law and will be used exclusively in lieu thereof. Section 2. - Cause - An employee shall 'not be subjected to any disciplinary action except for incompetency, insubordination, misconduct or for other just cause. Section 3. - Contents of Notice of Discipline - The Notice of Discipline shall contain a detailed description of the specific acts and conduct for which discipline is being sought, including refe:rences to dates, times and places. The notice will also contain the penalty. Section 4. - Serviceof Notice of Discipline - Service of the Notice of Discipline on the enlployee shall be made by personal service, if possible, and if such service cannot be effectuated by personal service, service shall be made by registered or certified mail, return receipt requested. A copy of the:Notice of Discipline will be served simultaneously on the CSEA Unit President. The time limits for presenting the grievance as defined in this Article will commence at the time of receipt of the Notice of Discipline. Section 5. - Burden of Proof - The burden of proof shall rest upon the Employer. Section 6. - Employee Rights (a) An employee shall be entitled to be represented by the union or the employee's representation at each step of the procedure. (b) No employeeshall be required to submit to an inteITogationby a Supervisoror , department head if' the infonnation sought is to be used against the employee in a disciplinary proceeding or after a notice of discipline has been served on such employee or after the employee's resignation has been requested, unless the employee is notified in adva~ce that he/she has the right to have CSEA representation during such proceeding. (c) No employee shall be requested to sign any statement regarding his/her incompetency or misconduct unless the employee is offered the right to have union representation. (d) No recording device or stenographic or other record shall be used during an inteITogation, unless an employee is advised in advance, is offered the right to have Union representation and will be provided with a transcript of such recording or stenographic record. (e) Each side is responsible for payments of its representative and witnesses. ver 12.21.01 -18- Section 7. -Procedure - Upon receipt of the charges, an employee shall have seven (7) calendar days to file a disciplinary grievance. Such grievance shall be filed with the Village Administrator who shall call a meeting within seven (7) calendar days thereafter to consider and resolve, if pos~;ible,the grievance. The Village Administrator has seven (7) calendar days from the date of the meeting, to issue a de.cision on the grievance. In the event the grievance is not resolved by the Village Administrator, the grievance shall be immediately made subject to arbitration. In any event, the filing of such a grievance shall be considered to be a demand for arbitration. The parties agree to use an arbitrator from the panel of arbitrator's and follow established guidelines as to the selection of the arbitrator. Section 8. - Arbitration (a) The disciplinary arbitration hearing should be held within sixty (60) calendar days after the selection of the arbitrator. A decision should be rendered within thirty (30) calendar days of the close of the hearing including the filing of briefs or within thirty (30) calendar days after receipt of transcripts, if either party elects a transcript as provided in this Article or within any other period of time as maybe mutually agreed to by the Union and the Employer. (b) The disciplinary arbitrator shall render a decision as to guilt or innocence and the appropriateness of the proposed penalty and shall have the authority to resolve a claimed failure to follow the procedural provisions of this Article, including but not limited to, the timeliness of the filing of the disciplinary grievance, and whether the notice of discipline was properly serviced in accordance with the provisions of this Article. Where the arbitrator finds the proposed penalty to be improper, he/she shall determine an appropriate penalty, but in no case shall he/she impose a penalty more severe than that sought by the Employer. The disciplinary arbitrator shall neither add to, subtract from or modify the provisions of this Agreement. The disciplinary ar~itrator's decision with respect to the above shall be final and binding upon the parties. Section 9. - All employees covered by this Agreement shall have the right to .review their personnel folders. Advance notice, in writiI1g,shall be required. There shall be only one official personnel file maintained for an employee, which shall contain copies of personnel transactions, official correspondence, leave credit records, written performance ratings, and other material necessary for financial and personnel matters. Except for routine personnel transactions and letters of recommendation obtained in connection with the employee's initial employment by the Village, a copy of any documents placed in the file shall be sent to the employee at the time of placement in the file, or upon request of the employee when reviewing their file as described above. Any :material of a derogatory nature shall be reviewed by the Village Administrator. If it is not deemed to be correct, accurate and proper, it shall not be placed in the employee's personnel file. Employees shall be notified in writing of the placement of all such derogatory ver 12.21.01 -19- material, and a copy of such material provided to the employee. Employees shall have the right to submit a rebuttal of reasonable length of any such derogatory material placed in their file. All such derogatory material and rebuttals to the same shall be in sealed envelopes in the file. The employee or the union has the right to file a protest of the information in accordance with Article XVII GrievanceProcedure, Section 2. . Limitations shall be placed on the length of time that derogatory material shall remain in the personnel file. Material of a minor nature shall be removed after a period of one (1) year, material of a nloderate nature after two (2) years, and material of a serious nature after seven (7) years, providing that there has not been a reoccurrence of a problem of a similar nature. Any added materials will be appropriately tagged to indicate the level of severity (i.e. minor, moderate, or serious) and with the date placed in the file and the date to be removed from the file. The employee shall have the right to petition the Village Administrator for the removal of any material after one-half of the time-limit has expired. The Village Administrator may remove any derogatory information at any time, at his discretion. The employee shall be notified in writing when any such material is removed in this manner. ARTICLE XXV - ACCESS Section 1. - A duly authorized representative of the Civil Service Employee Association, Inc., designated in writing, after reporting to the office of the Administrator, shall be admitted to the premises for the purpose of assisting in the adjustment of grievances and for investigation of complaints that the contract is being breached. Upon request, the Association representati ve shall st.atethe purpose of his visit. Except in an emergency, at least f0ur (4) hours advance notice must be given. Such visits shall not be permitted to interfere with, hamper, or obstruct normal operation. Section 2. - The VILLAGE agrees to reproduce a sufficient number of copies of the contract to provide each employee and department with a copy and the ASSOCIATION agrees to distribute copies of the contract to all employees. ARTICLE XXVI - BULLETIN BOARDS The ASSOCIATION shall have the right to post meeting notices and other communications concerned with the conduct and administration of the local ASSOCIATION' business on bulletin boards maintained on the premises and facilities of the VILLAGE. Any postings shall have prior approval of the Village Administrator and approval will not be unreasonably delayed. ARTICLExxvn - NO DISCRIMINATION The parties agree there shall be no discrimination with regard to hiring, promotion, job assignment, or other conditions of employment because of race, age, sex, creed, color, national origin, disability or ASSOCIATION activities. ver 12.21.01 -20- ARTICLExxvrn - EMBODIMENTOF AGREEMENT Section 1. - This document constitutes the sole and complete agreement between the parties, and enlbodies all the terms and conditions governing the employment of employees in the unit. The parties acknowledge that they have had an opportunity to present and discuss proposals on any subject which is (or may be) subject to collective bargaining. Any prior commitment or agreement between the V1LLAQE and the ASSOCIATION or any individual employee covered by the Agreement is hereby superseded. Section 2. - All side agreements or modifications to this contract that occurs shall be in writing and signed by all parties. The VilLAGE will provide copies to the President of the Local Branch of the ASSOCIATION, Field Representative, Village Clerk, and all immediately affected employees. The ASSOCIATION will distribute copies to all other employees. ARTICLE XXIX - VALIDITY If any clause, sentence, paragraph or section of this contract shall be declared to be invalid by a Court of competent jurisdiction, such invalidity shall be expressly limited to such clause, sentence, paragraph or section and shall not affect the remainder of this contract. ARTICLE XXX - MANDATORY CLAUSE THE "VILLAGEAND THE ASSOCIATION AGREE THAT ANY PROVISION OF TIllS AGREEMENT REQUIRING LEGISLATIVE ACTION TO PERMIT ITS IMPLEMENTATION BY AMENDMENT OF LAW, OR BY PROVIDING ADDITIONAL FUNDS THEREFORE SHALL NOT BECOME EFFECTIVE UNTIL THE APPROPRIATE LEGISLATfVEBODYHAS GIVEN APPROVAL. ARTICLE XXXI - CONTINUITY OF BENEFITS All of the rights, privileges or benefits specified in this contract between the VilLAGE and the ASSOCIATION, shall not be reduced, changed, or impaired except by mutual agreement of the parties. ARTICLE xxxn - SAFETY Section 1. - A Safety Committee would be established consisting of four (4) members and this would be joint committee consisting of two (2) members appointed by the President of the Union, and two (2) members appointed by the Mayor to represent Management. The mandate of this joint co:mmittee shall be to investigate unsafe conditions and make recommendations for solutions to the Village Board. Copies of such recommendations will be given to the President of the ASSOCIATION and the Village Administrator. ver 12.21.01 -21- .. Section 2. - Mandatory Drug and Alcohol Testing. The Memorandum of Agreement between the VrLLAGE and the ASSOCIATION concerning Mandatory Drug and Alcohol Testing shall be by separate side agreement and made a part of this contract in that manner. ARTICLE XXXIII - NEGOTIATIONS The V]LLAGE and the ASSOCIATION agree that negotiations for renewal of this contract will begin no later than December 1, 2005; l DATED:l/r/dorJ~ ~.j~ I' / Ruth F. Gamer, Mayor Village of Potsdam DATED: --JI / 6:J / O~ I I ~m~C: ~n.rl1 KennethJ. M rath CIVIL SERVICE EMPLOYEES ASSOCIA TION NEGOTIA T10RS FOR C.S.E.A. CJ7/J~, u. knA Christine A. Travis Michael D. Weil, ViI age Administrator WilliamuN. Sw~ift A~--£ ~.CZ1L Robert H. . Stone Reinhold J. Tischl , Trustee ~/o J; g (J. (lhtD 11 Q; IIJJY( Elaine C. Charleson ver 12.21.01 -22- ~.. Exhibit A - Waee Schedule Title 2.9 % Wage Increase Schedule Effective: 6/01/01 6/01/02 6/01/03 6/01/04 6/01/05 Sup't of Public Works $22.40 $23.05 $23.72 $24.41 $25.12 Water Treatment Plant Operator n $20.92 $21.53 $22.15 $22.79 $23.45 Public Works Crewleader n $18.91 $19.46 $20.03 $20.61 $21.20 Public Works Crewleader I $18.60 $19.14 $19.70 $20.27 $20.86 Working Crewleader $16.53 $17.00, $17.50 $18.01 $18.53 Chief Wastewater Treatment Plant Operator $17.94 $18.46 $18.99 $19.54 $20.11 Meter Repairer n $17.22 $17.71 $18.23 $18.76 $19.30 Senior Wastewater Treatment Plant Operator $17.00 $17.49 $18.00 $18.52 $19.06 Senior Water Treatment Plant Operator $17.00 $17.49 $18.00 $18.52 $19.06 Head Motor Equipment Mechanic $16.53 $17.00 $17.50 $18.01 $18.53 Wastewater Treatment Plant Operator $16.53 $17.00 $17.50 $18.01 $18.53 W'ater Treatment Plant Operator I $16.53 $17.00 $17.50 $18.01 $18.53 Head Building Maintenance Worker $16.28 $16.75 $17.24 $17.74 $18.25 WTP & WW1rP Operator Trainee $16.13 $16.60 $17.08 $17.58 $18.09 Water/Sewer Treatment Plant Mechanic $15.74 $16.20 $16.67 $17.15 $17.65 Auto Mechanic $15.10 $15.53 $15.98 $16.45 $16.92 Heavy EquipInent Operator $14.75 $15.17 $15.61 $16.07 $16.53 Fire Driver $14.75 $15.17 $15.61 $16.07 $16.53 Building Maintenance Worker $14.11 $14.52 $14.94 $15.37 $15.82 Motor Equiprnent Operator $14.11 $14.52 $14.94 $15.37 $15.82 Meter Repairer I $14.11 $14.52 $14.94 $15.37 $15.82 Building Maintenance Helper $13.39 $13.78 $14.18 $14.59 $15.01 Laborer $13.02 $13.39 $13.78 $14.18 $14.59 Cleaner $11.57 $11.90 $12.25 $12.60 $12.97 Directory 'of Laboratory (add to hourly wage) $0.25 $0.25 $0.25 $0.25 $0.25 Senior Account Clerk $16.49 $16.97 $17.47 $17.97 $18.49 Senior Clerk $15.95 $16.41 $16.89 $17.38 $17.88 Village Tax Collector $15.77 $16.23 $16.70 $17.19 $17.69 Deputy Village Treasurer $14.77 $15.19 $15.64 $16.09 $16.55 Account Clerk $14.77 $15.19 $15.64' $16.09 $16.55 Cashier $14.29 $14.71 $15.13 $15.57 $16.02 Stenographer $14.21 $14.62 $15.05 $15.48 $15.93 Keyboard Specialist $13.46 $13.85 $14.25 $14.66 $15.09 ver 12.21.01 -23- # EXHIBIT B - HOLIDAYS HOLII>AY OBSERVED DATE NOTE 1. New Years Day January 1st See note 1 2. Martin Luther King Day 3rd Monday in January 3. Presidents D3:Y 3rd Monday in February 4. Good Friday Friday See note 2 5. MemoJial Day Last Monday in May 6. Independence Day July 4th See note 1 7. Labor :Day 1st Monday in September 8. Columbus Day 2nd Monday in October 9. Veterans Day November 11th See note 1 10. Thanksgiving Day 4th Thursday in November 11. Day after Thanksgiving Day 12. ChristInas Day December 25th Note 1. - If a holiday falls on Saturday (Sunday), it will be observed on the previous Friday (following Monday). Note 2. - Good Friday Dates 2002 3/29 2007 4/6 2012 4/6 2003 4/18 2008 3/21 2013 3/29 2004 4/9 2009 4/10 2014 4/18 2005 3/25 2010 4/2 2015 4/3 2006 4/14 2011 4/22 ver 12.21.01 -24-