Skip to main content
Loading…
This section is included in your selections.

A. Prior to engaging in collective bargaining with any union or labor organization representing borough employees, the mayor shall meet with the borough assembly for the purpose of exchanging and discussing proposed suggested goals relating to labor management negotiations. Attendance at this executive session shall be limited to:

1. The mayor or a designated member of the mayor’s staff;

2. No less than six members of the borough assembly;

3. The borough attorney, or in that person’s absence, an assistant borough attorney;

4. The employee or consultant who is charged to represent the borough as chief spokesperson during collective bargaining negotiations.

B. The mayor or the borough’s chief spokesperson shall provide the assembly periodic updates on the collective bargaining negotiations. If, at any time during the negotiations, any goal related to a monetary term that was exchanged and discussed with the assembly changes significantly, the assembly shall be notified of the change and given an opportunity to discuss. Upon reaching a tentative collective bargaining agreement with a labor organization, the mayor shall present to the assembly the negotiated proposed agreement which shall include fiscal notes.

C. The monetary terms of any collective bargaining agreement are subject to funding through assembly appropriation. The assembly shall, during its first regular meeting after receipt of the proposed collective bargaining agreement from the mayor, vote to either ratify or reject the monetary terms of the proposed labor contract agreement. If rejected, the assembly shall specify the items to which they object and the parties may resume negotiation.

D. Monetary terms” of an agreement means the changes in the terms and conditions of employment resulting from an agreement that will require an appropriation for their implementation or will result in a change in borough revenues or productive work hours for borough employees.

E. Terms and conditions of employment” means the hours of employment, the compensation and fringe benefits, and the employer’s personnel policies affecting the working conditions of the employees; but does not mean the general policies describing the function and purposes of a public employer.

F. Collective bargaining shall be conducted solely by the borough’s collective bargaining team and all substantive negotiations shall be open to the public, excluding initial proposals until exchanges for all bargaining units are completed. No assembly member shall engage in any individual collective bargaining negotiations with any union or labor organization representing borough employees.

G. The assembly is committed to the following monetary policies and goals with respect to the terms of labor agreements:

1. Reward employees in good standing with a positive performance rating, with merit pay increases in lieu of increases based on longevity.

2. Maintain fair and reasonable employee premium contributions and deductibles in medical insurance comparable to other public and private sector employers.

3. Maintain fiscal stability by controlling escalating costs and provide for future reopeners if funding sources are negatively impacted or costs significantly increase.

4. Maintain leave and holidays at reasonable levels.

5. Seek consistency between bargaining units, as well as between union and non-union employees.

6. Eliminate and avoid contract provisions for complex pay premiums, work rules that reduce productivity or other terms that impede accountability. (Ord. 2018-13 § 14, 2018; Ord. 2015-34 § 20, 2015; Ord. 2013-37 § 2, 2013; Ord. 2012-62 § 2, 2012; Ord. 2011-41 § 2, 2011; Ord. 97-046 § 2, 1997. 2004 Code § 2.24.462.)