TO EFFECTUATE THE SALARY ADJUSTMENTS FOR THE CSEA MEMBERS AND FOR MANAGEMENT AND CONIDENTIAL EMPLOEES AS WELL AS THE BOARD OF ELECTIONS COMMISSIONER

BUDGET, FINANCE & PERSONNEL RESOLUTION NO. 2026078 RE: RATIFYING THE 2025-2028 COLLECTIVE BARGAINING AGREEMENT BETWEEN DUTCHESS COUNTY AND THE CIVIL SERVICE EMPLOYEES ASSOCIATION, INC., LOCAL 1000, AFSCME, AFL-CIO, DUTCHESS COUNTY (CSEA) AND AMENDING THE 2026 ADOPTED COUNTY BUDGET TO EFFECTUATE THE SALARY ADJUSTMENTS FOR THE CSEA MEMBERS AND FOR MANAGEMENT AND CONFIDENTIAL EMPLOYEES AS WELL AS THE BOARD OF ELECTIONS COMMISSIONERS Legislators VALDÉS SMITH, ATKINS, MUNN, POLASEK, METZGER, ALEXANDER, ARNOFF, BRENDLI, CASWELL, DARROW, DRAGO, FAUST, GILES, HOUSE, KAUL, KEARNEY, MCHOUL, RHODES, ROLISON and TRESCA offer the following and move its adoption: WHEREAS, the negotiating teams for Dutchess County and the Civil Service Employees Association, Inc., Local 1000, AFSCME, AFL-CIO, Dutchess County Local 814 (CSEA) have negotiated a proposed Collective Bargaining Agreement regarding the terms and conditions of employment for the bargaining unit for the years January 1, 2025 through December 31, 2028, a copy of which is attached hereto and made a part hereof, and WHEREAS, the CSEA has ratified a Memorandum of Agreement which modifies the 2021-2024 Collective Bargaining Agreement, and WHEREAS, a copy of the Memorandum of Agreement is attached hereto and made a part hereof, and WHEREAS, the County wishes to adjust the salaries of Dutchess County Management and Confidential employees, who are not members of a bargaining unit, comparable to the CSEA salary adjustments, and WHEREAS, pursuant to Election Law Section 3-208, the Dutchess County Board of Elections Commissioners’ salaries are set by this Legislature, and WHEREAS, the Dutchess County Legislature hereby sets the salaries of the Dutchess County Board of Elections Commissioners at $138,494 which incorporates the 2025 and 2026 cost of living adjustment increases, concurrent with CSEA and Management/Confidential adjustments, and WHEREAS, it is now necessary to amend the 2026 Adopted County Budget to reflect the fiscal changes resulting from the ratification of the CSEA Collective Bargaining Agreement and the changes to the salaries of Management and Confidential employees and the Board of Elections Commissioners, and BUDGET, FINANCE & PERSONNEL WHEREAS, Exhibit A attached hereto outlines the necessary budget amendments to fulfill the intent of this resolution, now, therefore, be it RESOLVED, that the appended Collective Bargaining Agreement between Dutchess County and the Civil Service Employees Association, Inc., Local 1000, AFSCME, AFL-CIO, Dutchess County Unit (CSEA) be ratified, and be it further RESOLVED, that the County Executive is hereby authorized and empowered to execute and deliver the Collective Bargaining Agreement on behalf of the County which shall incorporate the terms of the Memorandum of Agreement in substantially the same form as adopted by this Legislature, and be it further RESOLVED, that the 2026 Adopted County Budget is hereby amended to reflect the salary adjustments set forth in Exhibit A attached hereto and made a part hereof, and be it further RESOLVED, that the Commissioner of Finance is authorized, empowered and directed to amend the 2026 Adopted County Budget as set forth in Exhibit A attached hereto and made a part hereof, and be it further RESOLVED, that the Commissioner of Finance is further authorized, empowered and directed, within the appropriations authorized herein, to make such other budget amendments as necessary, except for the Board of Elections which has been appropriated a fixed amount inclusive of salary adjustments as set forth herein, to facilitate transfers among departments and funds and the Appropriated Fund Balance to implement the provisions of the salary adjustments and Board of Elections compensatory time payouts, as set forth in Exhibit A attached hereto and made a part CA-035-26 CEB/TJ/P/jw P-1983 3/10/26; rev'd 4/6/26 Fiscal Impact: See Attached APPROVED Susan, sereni SUSAN J. SERINO COUNTY EXECUTIVE Doo May 19,202X STATE OF NEW YORK SS: COUNTY OF DUTCHESS resolution Tow on to crite of of adri, and we he old said gone Dee day a 20 and to the ame in the aga 202 Vand that the same is a true and correct transcript of said original resolution and of the whole thereof. IN WITNESS WHEREOF, I have hereunto set my hand and seal of said I.gislature this day of M 2026 SUE SERINO COUNTY EXECUTIVE RACHEL M. KASHIMER COMMISSIONER Dutchess COUNTY GovERNMENT HUMAN RESOURCES MEMORANDUM DATE: TO: FROM: RE: March 9, 2026 A. Gregg Pulver, Deputy County Executive Rachel Kashimer, Commissioner of Human Resources CSEA Contract Settlement 2025-2028 and M/C/BOE Adjustments The County has negotiated a Memorandum of Agreement regarding the terms and conditions of employment for the CSEA bargaining unit for the period of January 1, 2025, through December 31, 2028. This request adopts the MOA, the associated salary tables, and includes the required budget adjustments to effectuate the agreement. This request also includes the corresponding adjustments to the salaries of Dutchess County Management/Confidential employees and the BOE commissioners, who are not members of a bargaining unit, comparable to the CSEA salary adjustments. Attach. 22 Market Street, Poughkeepsie, New York 12601 | (845) 486-2169 | Fax: (845) 486-2186 dutchessny.gov FISCAL IMPACT STATEMENT NO FISCAL IMPACT PROJECTED APPROPRIATION RESOLUTIONS (To be completed by requesting department) Total Current Year Cost $ 16,026,000 Total Current Year Revenue $ 3,852,300 and Source -und Balance State Reimbursement for State funded departments Source of County Funds (check one) Transfer of Existina Appropriations • Existing Appropriations, Contingency, V Additional Appropriations, • Other (explain). Identify Line Items(s): See Attached Related Expenses: Nature/Reason: Amount $ Anticipated Savings to County: Net County Cost (this year): $12,173,700 Over Four Years: $40,354,000 Additional Comments/Explanation: The contract is structured with the following parameters: 2025- COLA increase is the greater of $2,250 or 3.25%, 2026- croic in to se 3,% and for for 00 projeczed is is 1725 same salary a menis wil Ge apied to manage i confidential, and BOE employees Prepared by: Jessica White, Budget Director Prepared On: 3/18/26 Dut.pdf CSEA Contract Settlement and M/C increase APPROPRIATIONS Increase A. 1310.1010.1025 *A.1450.1010.1025 "A.1450.8100 *A. 1450.8200 Positions - Contractual Payroll Adjustment Positions - Contractual Payroll Adjustment Payments to Retirement System Payments to Social Security $15,882,200 $114,400 $20,600 $8,800 $16,026,000 REVENUES Increase A.1170.77.30890.25 A.4010.01.34010.01 A.4010.27.34010.01 A.4010.29.34010.01 A.4010.30.34010.01 A. 4010.31.34010.01 A.6010.36100.04 A.6010.46100.02 A.6772.52.19720.40 A.7310.01.38200 A.9998.95990.01 Other St Aid Hurrell-Harring Grant Public Health Article 6 Public Health Article 6 Public Health Article 6 Public Health Article 6 Public Health Article 6 DCFS Admin RF2A DCFS Admin RF2A Program for the Aging, DCFS/NY Connects Youth Programs Appropriated Fund Balance $200,900 $37,400 $59,900 $256,400 $20,400 $75,000 $1,476,090 $1,207,710 $478,700 $39,800 $12,173,700 $16,026,000 *Finance will move the appropriated amounts between departments and funds based on need when salaries are adjusted. BOE's allocation for the increase based on the Non-Union Benefit Plan, is appropriated directly to their budget as they will assign increases to positions within the amount allocated by the Legislature. 5/7/2026 COLLECTIVE BARGAINING AGREEMENT By and Between COUNTY OF DUTCHESS and CIVIL SERVICE EMPLOYEES ASSOCIATION, INC. LOCAL 1000 AFSCME, AFL-CIO DUTCHESS COUNTY UNIT, DUTCHESS COUNTY LOCAL 814 Term: January 1, 2025 through December 31, 2028 5/7/26 TABLE OF CONTENTS ARTICLE I ....................................................................................................................................... 1 DEFINITIONS ................................................................................................................................ 1 ARTICLE II ...................................................................................................................................... 2 RECOGNITION .............................................................................................................................. 2 SECTION 1. REPRESENTATION ................................................................................................. 2 SECTION 2. MEMBERSHIP DUES .............................................................................................. 2 SECTION 3. NO STRIKE AFFIRMATION ..................................................................................... 2 ARTICLE III .................................................................................................................................... 3 COLLECTIVE BARGAINING UNIT ................................................................................................ 3 SECTION 1. DEFINITION OF UNIT ............................................................................................. 3 SECTION 2. MODIFICATION OF UNIT ........................................................................................ 3 SECTION 3. AMENDED APPENDICES ........................................................................................ 3 ARTICLE IV .................................................................................................................................... 3 COMPENSATION ........................................................................................................................... 3 SECTION 1. SUPPORTING DOCUMENTS .................................................................................... 3 SECTION 2. SALARIES .............................................................................................................. 4 SECTION 3. SHIFT COMPENSATION .......................................................................................... 4 SECTION 4. EMERGENCY CALL-BACK PAY .............................................................................. 5 SECTION 5. INCREMENTS ......................................................................................................... 5 SECTION 6. ANNUAL PERFORMANCE APPRAISAL .................................................................... 6 SECTION 7. LONGEVITY PAYMENT .......................................................................................... 6 SECTION 8. ON-CALL PAY ...................................................................................................... 6 SECTION 9. RECOUPMENT ........................................................................................................ 7 SECTION 10. EMERGENCY CLOSURE ....................................................................................... 7 ARTICLE V ...................................................................................................................................... 9 WORKDAY AND WORK WEEK .................................................................................................... 9 SECTION 1. BASIC WORKDAY AND WORK WEEK .................................................................... 9 SECTION 2. OFFICE HOURS ...................................................................................................... 9 SECTION 3. WORKING HOURS ................................................................................................. 9 SECTION 4. RECORD OF ATTENDANCE .................................................................................. 10 SECTION 5. FLEX TIME .......................................................................................................... 10 SECTION 6. ALTERNATE WORK WEEK PROGRAM ................................................................. 10 ARTICLE VI .................................................................................................................................. 10 OVERTIME ................................................................................................................................. 10 SECTION 1. STRAIGHT TIME, COMPENSATORY TIME, AND TIME AND ONE-HALF ................. 10 SECTION 2. EXCLUDED TITLES .............................................................................................. 11 SECTION 3. HOURLY RATE COMPUTATION............................................................................ 11 SECTION 4. HOLIDAY WORK ................................................................................................. 11 SECTION 5. IN LIEU DAY ....................................................................................................... 12 SECTION 6. WORK WEEK COMPUTATION .............................................................................. 12 SECTION 7. OVERTIME PAY RATE ......................................................................................... 12 i 5/7/26 SECTION 8. DISTRIBUTION OF OVERTIME .............................................................................. 12 SECTION 9. CHANGE OF WORK HOURS ................................................................................. 13 ARTICLE VII ................................................................................................................................. 13 HOLIDAYS, VACATIONS, LEAVES .............................................................................................. 13 SECTION 1. HOLIDAYS........................................................................................................... 13 SECTION 2. VACATIONS ........................................................................................................ 13 SECTION 3. SICK LEAVE ........................................................................................................ 14 SECTION 4. PERSONAL LEAVE ............................................................................................... 16 SECTION 5. LEAVE FOR CIVIL SERVICE EXAMINATION; INTERVIEWS .................................... 16 SECTION 6. LEAVE FOR COURT AND JURY ATTENDANCE ...................................................... 16 SECTION 7. MILITARY AND OTHER LEAVES REQUIRED BY LAW ........................................... 16 SECTION 8. WORKERS' COMPENSATION LEAVE .................................................................... 16 SECTION 9. LEAVES OF ABSENCE WITHOUT PAY .................................................................. 17 SECTION 10. EMERGENCY FIRE/DISASTER LEAVE ................................................................ 17 SECTION 11. BEREAVEMENT LEAVE ..................................................................................... 17 SECTION 12. EMPLOYEE ABSENCE NOTIFICATION .................................................................. 18 ARTICLE VIII ............................................................................................................................... 18 HEALTH INSURANCE; DENTAL; OPTICAL; RETIREMENT ........................................................ 18 AND DISABILITY INSURANCE PLANS ........................................................................................ 18 SECTION 1. HEALTH INSURANCE FOR CURRENT EMPLOYEES ................................................ 18 SECTION 2. HEALTH INSURANCE FOR RETIRED EMPLOYEES AND SURVIVING SPOUSES ........ 19 SECTION 3. DENTAL PLAN..................................................................................................... 19 SECTION 4. OPTICAL PLAN .................................................................................................... 20 SECTION 5. RETIREMENT PLANS ........................................................................................... 20 SECTION 6. DISABILITY INSURANCE ...................................................................................... 20 SECTION 7. HEALTH INSURANCE BUY-OUT .......................................................................... 21 SECTION 8. NEW YORK STATE PAID FAMILY LEAVE ............................................................ 22 SECTION 9. PARENTAL LEAVE ............................................................................................... 22 ARTICLE IX .................................................................................................................................. 22 TENURE ...................................................................................................................................... 22 SECTION 1. RIGHTS OF NON-COMPETITIVE AND LABOR CLASSES ......................................... 22 SECTION 2. LAYOFFS ............................................................................................................. 23 ARTICLE X .................................................................................................................................... 23 MISCELLANEOUS ....................................................................................................................... 23 SECTION 1. MERIT AWARD PROGRAM .................................................................................. 23 SECTION 2. TUITION PAYMENTS; TUITION WAIVERS ............................................................ 23 SECTION 3. MEAL PAYMENTS ............................................................................................... 24 SECTION 4. MILEAGE ............................................................................................................ 24 SECTION 5. OUT-OF-COUNTY TRAVEL; CONFERENCE ATTENDANCE; REIMBURSEMENT ...... 24 SECTION 6. PROMOTION ........................................................................................................ 25 SECTION 7. UNIFORMS, WORK CLOTHES AND TOOL ALLOWANCE ........................................ 25 SECTION 8. DEDUCTIONS ...................................................................................................... 26 SECTION 9. ALTERNATE CIVIL SERVICE EXAMINATION DATES ............................................ 26 SECTION 10. PARKING ........................................................................................................... 26 SECTION 11. WORK LOCATIONS ............................................................................................ 27 ii 5/7/26 SECTION 12. CURTAILMENT OF SERVICES; CONTRACTING OUT ............................................ 27 SECTION 13. BENEFITS AND LEAVE FOR EMPLOYEES PAID ON AN HOURLY BASIS ............... 27 SECTION 14. PAST PRACTICE................................................................................................. 28 SECTION 15. CSEA FITNESS PROGRAM ................................................................................ 28 SECTION 16. DEFERRED COMPENSATION .............................................................................. 28 SECTION 17. NOTICE UPON SEPARATION .............................................................................. 29 SECTION 18. COUNTY VEHICLES ........................................................................................... 29 SECTION 19. DIRECT DEPOSIT ............................................................................................... 29 SECTION 20. INTERNAL REVENUE SERVICE SECTION 125 FLEXIBLE SPENDING PLAN ........... 29 SECTION 21. ONE HOUR REPORTING TIME STANDARD .......................................................... 30 SECTION 22. DEFENSIVE DRIVING COURSES .......................................................................... 30 SECTION 23. ALCOHOL AND DRUG ABUSE POLICIES AND PROCEDURES ................................ 30 SECTION 24. NON-SALARY REIMBURSEMENTS ..................................................................... 31 SECTION 25. LICENSED SOCIAL WORKER TUITION PROGRAM .............................................. 31 SECTION 26. VEHICLE TRACKING DEVICES .......................................................................... 32 ARTICLE XI .................................................................................................................................. 32 GRIEVANCE PROCEDURE .......................................................................................................... 32 SECTION 1. DEFINITIONS ...................................................................................................... 32 SECTION 2. DECLARATION OF BASIC PRINCIPLE ................................................................... 33 SECTION 3. INITIAL PRESENTATION ....................................................................................... 33 SECTION 4. SECOND STAGE ................................................................................................... 33 SECTION 5. THIRD STAGE ...................................................................................................... 34 SECTION 6. FOURTH STAGE ................................................................................................... 34 SECTION 7. WAIVER OR EXTENSION OF TIME; TIME FOR DISCUSSIONS AND HEARINGS ........ 34 ARTICLE XII ................................................................................................................................. 35 UNION RIGHTS ........................................................................................................................... 35 SECTION 1. UNION REPRESENTATIVES .................................................................................. 35 SECTION 2. UNION DELEGATES ............................................................................................. 35 SECTION 3. UNION OFFICE SPACE ......................................................................................... 35 SECTION 4. PERSONNEL CHANGES ........................................................................................ 35 SECTION 5. PAYROLL ............................................................................................................ 36 SECTION 6. LEGISLATIVE MEETINGS ..................................................................................... 36 SECTION 7. UNION NOTICES .................................................................................................. 36 ARTICLE XIII ............................................................................................................................... 36 MANAGEMENT RIGHTS ............................................................................................................. 36 ARTICLE XIV ............................................................................................................................... 36 CLASSIFICATION AND ALLOCATION PROCEDURE ................................................................... 36 SECTION 1. DEFINITIONS ....................................................................................................... 36 SECTION 2. GENERAL ............................................................................................................ 37 SECTION 3. RECLASSIFICATION AND REALLOCATION ............................................................ 37 SECTION 4. RECLASSIFICATION AND REALLOCATION APPEALS ............................................ 38 SECTION 5. EFFECTIVE DATES .............................................................................................. 38 ARTICLE XV ................................................................................................................................. 39 LABOR-MANAGEMENT COMMITTEE(S) ................................................................................... 39 iii 5/7/26 SECTION 1. LABOR-MANAGEMENT COMMITTEE ................................................................... 39 SECTION 2. SPECIAL LABOR-MANAGEMENT COMMITTEE ..................................................... 39 ARTICLE XVI ............................................................................................................................... 39 IMPLEMENTATION ..................................................................................................................... 39 ARTICLE XVII .............................................................................................................................. 39 NON-DISCRIMINATION .............................................................................................................. 39 ARTICLE XVIII ............................................................................................................................ 39 SAVINGS CLAUSE ....................................................................................................................... 39 ARTICLE XIX ............................................................................................................................... 39 SCOPE ........................................................................................................................................ 39 ARTICLE XX ................................................................................................................................. 40 DURATION .................................................................................................................................. 40 APPENDIX A .................................................................................................................................. 44 TITLES OF BARGAINING UNIT MEMBERS ................................................................................ 54 APPENDIX B .................................................................................................................................. 54 2024 SALARY SCHEDULE ........................................................................................................... 54 2024 SALARY SCHEDULE ..................................................................................................... 54 APPENDIX C.1 ............................................................................................................................... 55 2025, 2026, 2027, 2028 SALARY SCHEDULES ........................................................................... 55 2025 SALARY SCHEDULE ..................................................................................................... 55 2026 SALARY SCHEDULE ..................................................................................................... 56 2027 SALARY SCHEDULE ..................................................................................................... 57 2028 SALARY SCHEDULE ..................................................................................................... 58 APPENDIX C.2 ............................................................................................................................... 59 LONGEVITY SCHEDULE ............................................................................................................. 59 APPENDIX C.3 ............................................................................................................................... 60 ON-CALL COMPENSATION SCHEDULE ..................................................................................... 60 APPENDIX D .................................................................................................................................. 61 RULES FOR THE ADMINISTRATION OF THE SALARY PLAN .................................................... 61 APPENDIX E .................................................................................................................................. 63 DISABILITY BENEFITS ............................................................................................................... 63 APPENDIX F .................................................................................................................................. 64 RULES FOR EMERGENCY RESPONSE DISPATCH 24 HOUR SCHEDULING ROTATION ............. 64 APPENDIX G .................................................................................................................................. 67 STIPULATIONS ........................................................................................................................... 67 CSEA PARKING DEDUCTION STIPULATION ........................................................................... 68 TRAINEE STIPULATION ........................................................................................................... 69 VACATION ACCRUAL STIPULATION ....................................................................................... 70 PARKING AT THE DEPARTMENT OF COMMUNITY AND FAMILY SERVICES BUILDING LOT .... 71 CHILD PROTECTIVE SERVICES EMPLOYEE STIPEND STIPULATION ......................................... 72 iv 5/7/26 DEPARTMENT OF PUBLIC WORKS TRANSIT DIVISION MEMORANDUM OF AGREEMENT ........ 74 APPENDIX H .................................................................................................................................. 82 v 5/7/26 THIS AGREEMENT, made this _______ day of ________________, 2026 by and between the COUNTY OF DUTCHESS, a municipal corporation with offices at 22 Market Street, Poughkeepsie, New York 12601 (hereinafter referred to as the "County"), and the CIVIL SERVICES EMPLOYEES ASSOCIATION, INC., LOCAL 1000, AFSCME/AFL-CIO, DUTCHESS COUNTY UNIT, DUTCHESS COUNTY LOCAL 814, having its principal place of business at 143 Washington Avenue, Albany, New York 12210 (hereinafter referred to as the "Union"). W I T N E S S E T H : WHEREAS, it is the desire of the parties to this Agreement to negotiate collectively with regard to hours of work, wages, and working conditions in order to (a) promote a harmonious and cooperative relationship between government and its employees, (b) to protect the public by assuring, at all times, the orderly and uninterrupted operation and function of government, (c) to recognize the legitimate interest of the employees, (d) to promote fair and reasonable working conditions, and (e) to provide a basis for the adjustment of matters of mutual interest by means of amicable discussion, now, therefore, it is mutually agreed by and between the parties as follows: ARTICLE I DEFINITIONS The following words and terms as used in this Agreement shall have the following meanings: "ANNIVERSARY DATE" The date on which an Employee is hired. "ADJUSTED BENEFIT DATE" The date on which an Employee is hired, adjusted by adding any period of more than five (5) consecutive days or five (5) days in a two-week period during which the Employee does not appear on the payroll. This date affects accrual of leave time and payment of health insurance premiums. "ADJUSTED LONGEVITY OR INCREMENT DATE" The date on which an Employee is hired, adjusted by adding any period of more than five (5) consecutive days or five (5) days in a two-week period during which the Employee does not appear on the payroll. This date affects the eligibility dates for increment or longevity awards. "COUNTY" The County of Dutchess, and its units of government including Dutchess Community College. "COUNTY EXECUTIVE" The chief executive officer of the County, as that office is defined and established in Article III of the Dutchess County Charter, and the President of the Dutchess Community College, as defined and established pursuant to Article XXXI of the Dutchess County Charter, or their designees. In Article XI of this Agreement titled Grievance Procedure, “County Executive” will mean only the chief executive officer of the County, or his designee, as that office is defined and established in Article III of the Dutchess County Charter. 1 5/7/26 "EMPLOYEE(S)" A member of the work force of the County of Dutchess who is duly appointed to the titles set forth in Appendix "A," annexed to and made a part of this Agreement. "HE" Means she, pursuant to Section 22 of the General Construction Law. "UNION" The Civil Service Employees Association, Inc., Local 1000, AFSCME/AFL-CIO, Dutchess County Unit 6650, Dutchess County Local 814. "UNIT" Any department, office or division of County government as defined in the Dutchess County Charter or Administrative Code. "UNIT HEAD" An officer or employee of the County charged with the responsibility of managing a Unit of County government, and includes a duly appointed designee where appropriate. ARTICLE II RECOGNITION SECTION 1. REPRESENTATION The County agrees that the Union shall be the sole and exclusive representative of all Employees described in Article III for the purpose of collective bargaining and grievances for the maximum period stipulated by the Public Employees Fair Employment Law. For the purpose of representation, the County shall limit access to County property only to representatives of the Union, except where required by law. SECTION 2. MEMBERSHIP DUES The County shall deduct from the wages of Employees and remit to the Union regular membership dues and such other Union insurance charges as may be mutually agreed upon by the County and the Union for those Employees who sign an authorization form permitting such payroll deductions. SECTION 3. NO STRIKE AFFIRMATION The Union affirms that it shall not assert the right to strike against the County, to assist or participate in any such strike, or to impose an obligation upon its members to conduct, assist, or participate in such a strike. It is further expressly agreed that the pledge herein recited is an essential element of consideration for this Agreement. 2 5/7/26 ARTICLE III COLLECTIVE BARGAINING UNIT SECTION 1. DEFINITION OF UNIT The County agrees that the Union is the sole and exclusive negotiating representative for the Employees of the County who are duly appointed to the titles listed in Appendix "A" annexed hereto and made a part of this Agreement. SECTION 2. MODIFICATION OF UNIT The definition of Unit may be modified during the term of this Agreement as follows: (a) By operation of law, when (i) a title is abolished, or (ii) a title is changed pursuant to a reclassification proceeding authorized by Section 22 of the Civil Service Law, and the changed title is not deemed to be managerial or confidential. (b) By mutual agreement of the parties, pursuant to Article 14 of the Civil Service Law, when (i) a new title is created by the County pursuant to a classification proceeding authorized by Section 22 of the Civil Service Law, or (ii) when a title is changed pursuant to a reclassification proceeding authorized by Section 22 of the Civil Service Law and the changed title is deemed to be managerial or confidential. SECTION 3. AMENDED APPENDICES Updated Appendix "A" indicating modifications of the Unit, as authorized above, shall be provided by the County to the Union upon request. ARTICLE IV1 COMPENSATION SECTION 1. SUPPORTING DOCUMENTS Attached hereto and made a part hereof are the following documents: (a) (b) (c) (e) (f) Annual Salary Job Group Allocations (Appendix “A”); Annual Salary Schedule for 2024 (Appendix “B”); Annual Salary Schedule for 2025, 2026, 2027 & 2028 (Appendix “C.1”); (d) Longevity Schedule (Appendix “C.2”); On-Call Compensation Schedule (Appendix “C.3”); Rules for Administration of the Salary Plan (Appendix “D”). 1 Article IV shall be replaced by Article IV attached hereto in Appendix H upon implementation of the countywide FLSA update at the County’s discretion upon 30-days notice to CSEA. 3 5/7/26 Both parties agree to adopt these documents as part of this Agreement in the manner set forth below. SECTION 2. SALARIES The salary schedule Appendix “B” reflects the 2024 salary schedule. (a) The salary schedule for 2025 reflects an increase of two thousand two hundred fifty dollars ($2,250.00) on base or three and one quarter percent (3.25%), whichever is greater, over the 2024 schedule. Additionally, effective and retroactive to January 1, 2025, the Union and County agree to eliminate Grade 4. The lowest grade of a position will be a Grade 5 and any position previously allocated to Grade 4 will be upgraded to Grade 5. Any employee impacted will be placed on a step pursuant to Appendix D, Section 5, Reallocation. (b) The salary schedule for 2026 reflects an increase of two thousand dollars ($2,000.00) on base or three and one quarter percent (3.25%), whichever is greater over the 2025 schedule. (c) The salary schedule for 2027 reflects an increase of three and one quarter percent (3.25%) over the 2026 schedule. (d) The salary schedule for 2028 reflects an increase of three and one-quarter percent (3.25%) over the 2027 schedule. (e) Retroactive salary payments shall be paid to those Employees on the payroll on the date of Union ratification. In addition, retroactive payments shall be made to those Employees who have retired between January 1, 2025, and the date of final Union ratification, and are receiving a NYS retirement pension. Retroactive payments will be made to the estate of any Employee who died between January 1, 2025, and the date of final Union ratification. Retroactive payments shall be used to reduce any amounts owed to the County by an Employee that are subject to recoupment without regard to the provisions of Article IV, Section 9. Payments will be made as soon as practicable after ratification by both parties and final execution of this Agreement by the County Executive. SECTION 3. SHIFT COMPENSATION A work day will be broken into three shift periods and Employees working other than the daytime (first) shift shall receive additional compensation as noted below. All shift hours which overlap two designated shift periods will be recognized for pay purposes to be within that shift period wherein over 60% of the working hours are set. (a) (b) (c) First shift - 6:00 a.m. to 6:00 p.m. - the base rate established by the salary plan. Second shift - 6:00 p.m. to 12:00 a.m. - the base rate established by the salary plan for first shift personnel, plus 5%. Third shift - 12:00 midnight to 6:00 a.m. - the base rate established by the salary plan for first shift personnel, plus 10%. 4 5/7/26 SECTION 4. EMERGENCY CALL-BACK PAY An Employee called to come to work and who actually arrives at his worksite four (4) or more hours before his regular work shift, shall be guaranteed a minimum of three (3) hours pay plus actual travel time to and from work for all travel within Dutchess County. Travel time outside Dutchess County shall not be compensated. As much of the three (3) hours as the Employee is required to work shall be considered overtime hours and shall be compensated at time and one half; the remainder, if any, of the guaranteed three (3) hours and travel time shall be considered straight time and compensated as such. Unworked time shall be paid on a first shift basis. The following standards shall apply to emergency call-back situations: If either of the following items are met Emergency Call-Back will be granted: (a) When an Employee is requested after the end of his regular shift (i.e. after he has punched out for the day) to come back to work prior to his next regular shift, he shall be compensated pursuant to the emergency call-back clause. (b) When an Employee is mandated to perform work on a non-continuous basis, that is to say if there is an interruption or break between the Employee's regular shift and the performance of the mandated worktime and the Employee receives less than twelve (12) hours’ notice. If either of the following items are met Emergency Call-Back will not be granted. (c) When an Employee is at work and requested to come back to work at a later time or date, this shall be considered pre-scheduled work and shall be compensated at regular or overtime (if over forty (40) hours) rates. (d) When an Employee volunteers, is mandated or requested to remain at work and work beyond his regular shift, this shall be construed as continuous worktime and shall be compensated at regular or overtime (if over forty (40) hours) rates. SECTION 5. INCREMENTS (a) Increments based upon the annual step increment structure, as reflected in Appendices "C.1" shall be paid to qualifying Employees if awarded pursuant to the annual performance appraisal provided for in Section "6" of this Article IV. Employees will receive their increments effective on their adjusted increment date. (b) If an increment is denied, the Unit Head shall review the Employee's performance during the subsequent six (6) months to determine if the increment should be implemented at the end of that period. The subsequent decision shall not be subject to the grievance procedure. (c) During the six (6) month period subsequent to an increment award, if the Employee's performance diminishes to an unsatisfactory level, a Unit Head must follow the following procedure to reverse the increment award: The Employee must be advised of a performance deficiency in writing and given time to correct it. Subsequently, the Employee must be given formal counseling and be advised of his right to have a Union representative present at the counseling session. Increment reversal must be submitted to the Labor Management Committee and will become effective the first pay period following the approval of the Dutchess County Commissioner of Human Resources.5 5/7/26 SECTION 6. ANNUAL PERFORMANCE APPRAISAL The parties recognize that the County has implemented a comprehensive annual performance appraisal system. This system will be used as the basis for award or denial of increments, longevities, promotions, and other formal personnel actions. SECTION 7. LONGEVITY PAYMENT (a) Longevity payments after 10, 15, 20, 25, 30 and 35 years of service shall be paid as set forth on Appendix "C.2” to qualifying Employees if awarded pursuant to the annual performance appraisal provided in Section "6" above. Employees will receive their longevities effective their adjusted longevity date. Upon full ratification, the County will adjust the longevity and years of service, for the purpose of longevity, of all employees who previously separated from service but returned to County service prior to full ratification. Effective upon full ratification, years of service shall mean continuous employment and prior service if separated for less than one year. (b) If a longevity payment is denied, the Employee's performance will be reviewed within each subsequent six (6) months to determine if the longevity shall be implemented at that time. (c) For purposes of this provision, an employee who is off payroll or separated from County service pursuant to Civil Service Law Section 71 or 72 and later reinstated under those sections shall not be considered to have a break in service, however, such time off payroll shall be adjusted in accordance with their adjusted longevity date. An employee separated from County service pursuant to Civil Service Law Section 71 or 72 who returns to County service other than by reinstatement shall be deemed to have a break in service if separated for greater than one year. SECTION 8. ON-CALL PAY (a) Employees who are required to be on-call and available to respond on a 24-hour basis to job related emergencies or urgent situations shall be compensated for each week of on-call assignment. A week of on-call assignment will commence at 12:00 a.m. Saturday and ends on 11:59 p.m. Friday seven (7) days later. (b) Compensation shall be based on the Employee's grade and frequency of on-call assignment as described in the On-Call Compensation Schedule (Appendix "C.3"). Compensation shall only be made when Employees are actually scheduled to be on-call. Employees who are required to be on- call and available to respond on a 24-hour basis to job-related emergencies or urgent situations for less than a full week shall be compensated on a prorated basis. (c) Employees may request on-call pay to be compensated as straight time compensatory time. The approval or denial of the Employee's request shall be in the sole discretion of the Unit Head. Full time Employees shall receive either seven or eight hours of straight time compensatory time, consistent with the basic workday of their title as defined in Article V, Section 1(a), for each full week of on-call pay. Employees may not either split a week of on-call pay between payment and straight time compensatory time nor earn straight time compensatory time for partial weeks of on- call pay. If straight time compensatory time is granted, it must be taken within 6 months of the date earned or it shall be converted to sick leave. The provisions in paragraph (c) will not be subject to the grievance procedure. 6 5/7/26 SECTION 9. RECOUPMENT (a) When employees or departments become aware of an overpayment, the Finance Department and the employee shall be notified in writing. Notification shall include the name of the employee and the nature and duration of the overpayment. (b) The Finance Department shall notify each employee and the Union in writing of the amount and reason or the overpayment and the payment or recoupment schedule to be followed. Deductions shall be made at a set rate per payroll according to the chart below, until the recoupment is satisfied. Payroll deductions will commence on the second payday following the date of notification. Amount Owed Payment Amount (per pay period) $1 - $1,500.00 $75.00 $1,500.01 - $2,500.00 $100.00 $2,500.01 or more $125.00 (c) If the recoupment is not satisfied and the employee leaves County employment, the balance of the recoupment will be taken from the employee's last paycheck(s). (d) If a recoupment schedule as noted above per payroll represents an undue hardship to an employee, the employee may request to the Department of Finance that a lesser recoupment be taken. The decision of the Department of Finance on the request shall be final. In addition, notwithstanding anything to the contrary, an Employee may request a repayment amount in excess of the amounts listed above per payroll. (e) The limitations set within this section shall only apply to pay for standard work hours and shall not apply to pay for non-standard work hours including overtime and settlement retro-checks. SECTION 10. EMERGENCY CLOSURE (a) Applicability This section shall only apply when the County Executive issues a Local Emergency Order closing all County offices and facilities under his authority under the law or the President of Dutchess Community College issues an emergency closure of the College respectively. (b) Definitions The definitions below pertain only to these sections outlined below regarding the closure of County offices and facilities and shall not be used to interpret other sections. “REQUIRED TO WORK” “Required to work” means any employee that the County deems is necessary to work during a closure of County offices and facilities, either from home or in the facility, with prior authorization from the Department Head. The closure of County offices and facilities must be by the County Executive’s Local Emergency Order and the time compensated pursuant to this section will only be during the hours that the County offices and facilities are closed pursuant to said order, not the duration of the State of Emergency. (c) Required to Work Based upon the needs of each closure, the County will determine which bargaining unit members are required to work. Bargaining unit members who are required to work when the County closes offices 7 5/7/26 and facilities due to an Emergency Order, shall be compensated at their regular rate of pay for all hours worked during the closure of County offices and facilities. In addition, bargaining unit members shall receive straight compensatory time for their normal shift for all hours worked during the closure of County offices and facilities. Compensatory time is an accrual award and does not count towards the overtime calculation within that time week. Bargaining unit members will only receive any of the above benefits for normally scheduled shifts, if applicable, and shall not apply to any overtime hours worked. Overtime will be calculated based upon the provisions in the collective bargaining agreement. Any essential employee who is required to work their regular shift but does not report to work during the closure of County offices and facilities shall be required to use benefit time to cover the time off during the closure, and the employee shall not receive the compensation benefits of this provision. (d) Not Required to Work Bargaining unit members who are not required to work during the closure of County offices and facilities, shall receive their hourly compensation for their normally scheduled hours during the closure. Prescheduled overtime hours, that are not worked due to the closure of County offices and facilities will not be compensated. (e) Early Dismissal In the event of an early closing of County offices and facilities, an employee who is working as scheduled and is sent home due to the closure, will be compensated for their normally scheduled workday, i.e., seven (7) or eight (8) hours, as if they had worked the entire shift. Break or meal periods shall be at the discretion of the supervisor. An employee is not eligible to exercise the Inclement Weather “make up time” in order to receive compensation beyond one’s normally scheduled workday, i.e., seven (7) or eight (8) hours. In no event shall a thirty-five-hour or a forty-hour per week employee be paid for more than seven (7) hours or eight (8) hours in the workday, unless required to work overtime by the Department Head. All employees who are required to continue working during the closure shall be compensated in accordance with Section c above. (f) Delayed Opening In the event of a delayed opening of County offices and facilities, an employee who is scheduled to work must report to work at the time of the scheduled opening of County offices and facilities. Employees shall be compensated for their regularly scheduled workday, i.e., 7 or 8 hours. Employees are not permitted to take their lunch break and then come to work. Any employee that does not report to work at the scheduled opening time shall be required to use benefit time from the time County offices and facilities opened until they arrive at work. Break or meal periods shall be at the discretion of the supervisor. An employee is not eligible to exercise the Inclement Weather “make up time” in order to receive compensation beyond one’s normally scheduled workday, i.e., seven (7) or eight (8) hours. In no event shall a thirty-five-hour or a forty-hour per week employee be paid for more than seven (7) hours or eight (8) hours in the workday unless required to work overtime by the Department Head. All employees who are required to report to work during the closure shall be compensated in accordance with (c) above. 8 5/7/26 (g) Scheduled Time Off, Off Payroll or on Leave Bargaining unit members using pre-scheduled benefit time (vacation, sick, personal, compensatory, etc.) during the closure of County offices and facilities shall be charged benefit time, notwithstanding the fact that County offices were closed on any of those dates. Bargaining unit members “off the payroll” or on any unpaid leave shall not receive compensation during the closure of County offices and facilities. Bargaining unit members on Workers’ Compensation Leave, disability, or FMLA leave shall receive payment pursuant to New York State or Federal law as appropriate but shall not receive their normal compensation during the closure of County offices and facilities unless using benefit time. (h) Not Applicable to Overtime Hours Bargaining unit members will only receive any of the above benefits for normally scheduled shifts and is not applicable to any hours worked outside your normally scheduled shift. Overtime will be calculated based upon the provisions in the collective bargaining agreement. ARTICLE V WORKDAY AND WORK WEEK SECTION 1. BASIC WORKDAY AND WORK WEEK (a) Full time Employees. The basic work week for office personnel is thirty five (35) hours per week, seven (7) hours per day, Monday through Friday. The basic work week for all other Employees is forty (40) hours per week, eight (8) hours per day, Monday through Friday, except for those titles to be outlined and added in Appendix __. (b) Part time Employees. The basic work week for part time Employees is one half the basic work week for full time Employees. (c) Split Shift. No Employee will regularly be required to work a split shift. (d) Non-Continuous Overtime. A Unit Head may direct an Employee to work in excess of 35 hours per week on a non-continuous basis provided the Employee is advised of the additional hours at least 12 hours in advance and given a specific time and date to report. Any hours worked between 35 and 40 hours shall be compensated on a straight time basis. Hours worked beyond 40 hours shall be compensated at time and one-half rates. These additional hours worked are not subject to compensation pursuant to Article IV, Section "4" Emergency Call-back Pay. SECTION 2. OFFICE HOURS Excluding legal holidays, all offices shall be open for the transaction of business from 9:00 a.m. to 5:00 p.m., Monday through Friday. SECTION 3. WORKING HOURS In those Units where it is necessary to conduct certain functions or operations on a 24-hour basis daily or on other than a first-shift basis, the working days and hours of an Employee may be established by the County Executive. Should the County Executive determine in the future that it is necessary to operate a Unit on a 24-hour basis daily or on other than a first-shift basis, the impact of such determination on the 9 5/7/26 affected Employees and their terms and conditions of employment shall be negotiated between the County and the Union. SECTION 4. RECORD OF ATTENDANCE Daily time records, in a form determined by the County, showing actual time worked, as well as all types of leave and benefit time used by each Employee, will be reported by the Employee. These records and time earned shall be maintained by the County. SECTION 5. FLEX TIME (a) A full-time Employee may submit a written flex time proposal on his behalf to the Unit Head. If the Unit Head and the Employee agree to a flex time proposal, it will be provided to the Dept. of Human Resources for its review and recommendations prior to implementation. (b) If the Unit Head denies the proposal, he shall submit the proposal and his response to the Labor Management Committee. The Labor Management Committee will review the proposal and make recommendations to the Unit Head. Upon its request, the Unit Head will submit the basis for his determination and/or the Employee will submit additional information to the Labor Management Committee to assist it in its review. All recommendations shall be advisory and non-grievable and not otherwise subject to administrative or judicial challenge. Recommendations must be supported by a majority of the full membership of the Committee. (c) Flex time requests shall not be unreasonably denied. SECTION 6. ALTERNATE WORK WEEK PROGRAM Due to the demonstrated need of titles in the Probation Officer series in the Department of Probation and Community Corrections to work outside the normal office hours set forth in Section "2" above, the County and the Union agree to develop an alternate work week program in accordance with a separate stipulation between the parties. Only the titles in the Probation Officer series shall be included in the program. The County shall have the right to discontinue the program with 30 days' notice. Should other departments develop a need to work outside the normal work week, on a consistent basis, they may submit their requests in writing to the Labor Management Committee. ARTICLE VI2 OVERTIME SECTION 1. STRAIGHT TIME, COMPENSATORY TIME, AND TIME AND ONE-HALF (a) Office Employees. Except as otherwise provided in this Article, office personnel shall be compensated at straight time rates or receive straight time compensatory time for hours worked 2 Article VI shall be replaced by Article VI attached hereto in Appendix H upon implementation of the countywide FLSA update at the County’s discretion upon 30-days notice to CSEA. 10 5/7/26 between 35 and 40 hours per week. The decision to pay Employees or award compensatory time shall be at the discretion of the Unit Head, taking into consideration the Employee’s needs. (b) Office personnel who work over 40 hours per week shall be compensated at the time and one-half rate or receive time and one-half compensatory time. The decision to pay Employees or award compensatory time shall be at the discretion of the Unit Head, taking into consideration the Employee’s needs. (c) Other Employees. Except as otherwise provided in this Article, overtime for all other Employees is defined as all hours worked in excess of 40 hours per week. Overtime shall be compensated at the time and one-half rate and shall be granted in pay or time off, in the discretion of the Unit Head, taking into consideration the Employee’s needs. (d) Compensatory time, whether earned at overtime or straight time rates, shall, after appropriate conversion, be credited at a single straight time rate. For example, when 6 hours of compensatory time is earned at the overtime rate, it shall be credited as 9 hours at the straight time rate. (e) If compensatory time is granted, it shall be taken within 6 months of the date earned or it shall be paid to the Employee in the first payroll period of the seventh month. (f) No Employee shall be compensated for overtime unless he was first properly directed to work such overtime by the Unit Head. (g) Upon the death or separation of an Employee, the Employee’s estate or the Employee shall be paid for all unused accumulated compensatory time. SECTION 2. EXCLUDED TITLES (a) The County and the Union agree to review titles to be excluded from the overtime provisions of the Fair Labor Standards Act. Titles mutually agreed upon are set forth in Appendix "A", which is annexed to and made a part of this Agreement, and which may be modified upon mutual consent. Titles on which the parties cannot agree shall be sent to the United States Department of Labor for a determination, which determination shall be binding. New titles allocated to the same or a higher salary grade as a result of the reclassification or reallocation of current excluded titles shall remain excluded from the overtime provisions of the Fair Labor Standards Act. Appendix “A” shall be amended accordingly. (b) Any titles which are excluded from the overtime provisions of the Fair Labor Standards Act shall be paid at straight time rates or receive straight time compensatory time, in the discretion of the Unit Head, taking into consideration the Employee's needs, for all hours worked beyond 35 hours per week. If straight time compensatory time is awarded, it will be treated as provided in Section 1 above. SECTION 3. HOURLY RATE COMPUTATION The hourly rate for salaried Employees shall be computed by dividing the Employee's annual salary by the number of work hours in the year. SECTION 4. HOLIDAY WORK (a) An Employee who is required to work on a holiday shall (i) Be compensated a minimum of the premium rate of time and one half the hours worked. 11 5/7/26 a. If this work occurs prior to reaching 40 hours worked in the week, the base rate must be taken as pay, however the one-half premium amount may be taken as pay or compensatory time, in the discretion of the Unit Head, taking into consideration the Employee’s needs. b. If this work occurs after reaching 40 hours worked in a week, the entire premium compensation of one and one half may be taken as pay or compensatory time, in the discretion of the Unit Head, taking into account the Employee’s needs; and (ii) In accordance with (i)(a) and (i)(b), as a form of recognizing an alternate Holiday and at the discretion of the Unit Head, taking into consideration the Employee's needs, if the time worked overlaps or encompasses the Employee’s normal work shift for the day, the Employee may either be paid his normal day's pay for the holiday time or however much time worked that overlaps the normal shift for the day, may be recognized as compensatory time. (iii) Time worked during the holiday will be credited toward an Employee’s total working hours for the purposes of determining if overtime compensation is payable in the work week in which the holiday occurs. (b) If the alternate holiday is granted as compensatory time, it may be retained and utilized according to the provisions of Article VI, Section 1. (c) An employee compensated under this provision shall not be eligible for Emergency Call Back. (d) This provision applies to Employees not covered by Appendix F. Employees covered under Appendix F shall continue to receive the benefits provided therein. SECTION 5. IN LIEU DAY Should a holiday fall on an Employee's normal day off, he shall be granted some other day off with pay in lieu of the holiday. For compensation purposes, the in lieu day shall be considered the legal holiday. The in lieu day shall be taken by the end of the calendar year in which it is granted, or it shall be paid at year end within the normal payroll process. SECTION 6. WORK WEEK COMPUTATION For the purpose of determining whether an Employee is entitled to overtime pay, an un-worked holiday, approved paid leave, or unworked compensatory time in an Employee's normal work week shall be considered as time worked. SECTION 7. OVERTIME PAY RATE Overtime shall be paid at the rate for the shift on which the Employee actually works the overtime. SECTION 8. DISTRIBUTION OF OVERTIME Overtime shall be rotated on an equitable basis among all qualified Employees within each Unit consistent with the most efficient operation of the Unit. Each Unit, at the discretion of the Department Head, may establish a volunteer overtime call list, which Employees may opt out of. Employees on this list shall be called first regarding any overtime. After the overtime list is exhausted and there is still a 12 5/7/26 need for employees to complete the work, the employees who had opted out will be called prior to any mandatory overtime. SECTION 9. CHANGE OF WORK HOURS The County will not arbitrarily change the working hours of any Employee for the purpose of evading the overtime provisions of this Agreement. ARTICLE VII HOLIDAYS, VACATIONS, LEAVES SECTION 1. HOLIDAYS (a) New Year's Day Juneteenth (beginning 2023) Election Day Martin Luther King Day Independence Day Veteran's Day Lincoln's Birthday Labor Day Thanksgiving Day Washington's Birthday Columbus Day Christmas Day Memorial Day (b) When a holiday falls on a Sunday, Employees will be entitled to the Monday immediately following for such observance. When a holiday falls on a Saturday, Employees will be entitled to the preceding Friday for such observance. (c) If additional days become official holidays with closed county office hours, these additional days will be deemed holidays under this benefit. (d) Holiday observance at the Dutchess Community College shall be in accordance with this Article, except that holidays shall be scheduled by the College to coincide with the academic schedule in the same calendar year they actually occur unless otherwise agreed. (e) For those job classifications required to work on a seven (7) day schedule, Employees will observe all holidays on the actual date of the holiday. SECTION 2. VACATIONS (a) All Employees will be awarded vacation on a per payroll basis up to full time hours (i.e. excludes overtime or unpaid time and includes eligible paid time off). Vacation will be awarded on the last day of the payroll period and made available for use the following payroll period. The amount of accrual is based on the duration of continuous employment, in accordance with the chart below. Duration of Continuous Employment Vacation Hours Earned per Regular Hour Paid Up to 5 years 0.0385 hours Start of 5th year up to 10 complete years 0.0577 hours Start of 11th year up to 14 complete years 0.0693 hours 13 5/7/26 Start of 15th year up to 20 complete years 0.0770 hours 0.0962 hours Start of 21st year & over (b) Unit Heads, in their discretion, will schedule vacation time taking into consideration the following factors: i. Request of the Employee; ii. Needs of the Unit and iii. Seniority. (c) An Employee may utilize vacation credits in minimum units of one-half (1/2) hour. Employees shall be allowed to accrue vacation credits up to an amount not to exceed forty-five (45) days up to December 31, 2026. Effective January 1, 2027, Employees shall be allowed to accrue vacation credits up to an amount not to exceed forty (40) days; In the month of November 2026, employees with accruals of more than forty (40) days may cash in the balance of time to reduce their vacation balance to thirty-seven (37) days using a form as prescribed by the County. Accruals exceeding the respective limits stated in this provision within the noted time frames shall be forfeited. (d) Employees shall retain any earned vacation benefits if they transfer between Units within the County. (e) Upon death, retirement, or separation from the County in good standing, Employees will be paid the monetary value of accumulated unused vacation time in an amount not to exceed the maximum as specified in subdivision (c) above. If an Employee dies while employed by the County or retires from service on other than his adjusted benefit date, the County shall pay the prorated monetary value of vacation time from his previous adjusted benefit date to the date of death or retirement in addition to the monetary value of his accumulated unused vacation time up to the earned maximum as specified in subdivision (c) above. SECTION 3. SICK LEAVE Accumulated sick leave shall be used only for an Employee's personal illness, or an illness in his immediate family requiring him to be with his immediate family. For the purpose of this Section, immediate family means an Employee's husband, wife, children, mother or father. (a) All Employees, shall earn sick leave on a per payroll basis at a rate based on their current hire date as noted below. Sick leave will be awarded on the last day of the payroll period and made available for use the following payroll period. Regular Hours include hours worked up to full time hours (i.e. excludes overtime or unpaid time and includes eligible paid time off). Any employee earning twelve (12) sick days per year who returns to County service after at least one (1) year break in service will receive the ten (10) days of sick leave accrual outlined in this section. (Leaves pursuant to Civil Service Law Section 71 or Section 72 or time on a preferred eligible list (PEL) will not be deemed a break in service for this provision.) 14 5/7/26 Hire Date Sick Hours Earned per Regular Hour Paid Prior to 4/1/2018 0.0462 hours 4/1/2018 or Later 0.0385 hours (b) Sick leave may be taken in minimum units of one-half (½) hour. The Unit Head may, in his discretion, require confirmation of the use of sick leave and its purpose from the Employee. (c) Employees are responsible for reporting and justifying their use of sick leave. Advance notification of sick leave shall be given whenever possible. Notification of use of sick leave must be given no later than 1 hour after the Employee's normal time for reporting to work. In the event that the absence of an Employee would necessitate that a substitute be called in, the Unit Head may require earlier notification. However, in no case will an Employee be required to report sick leave more than two hours prior to the start of his work day. Sick leave will not be paid if the Employee fails to provide notice as set forth above. (d) Before absence for personal illness or disability in excess of two continuous days may be charged against accumulated sick leave credits, a Unit Head may require proof of illness or disability. A Unit Head may also require that an Employee be examined at County expense by a physician designated by the County. However, where an illness is of a "very personal nature", the County will accept and pay for an examination by the Employee's personal physician. (e) If an Employee has used six (6) days of sick leave during the course of a twelve (12) month period, a Unit Head may require the aforementioned proof or examination before any subsequent absence may be charged against accumulated sick leave credits. Such proof of illness shall be required for a six (6) month period from the last used sick day, if the Unit Head provides written notice that the Employee has exceeded the above limitation. (f) A Unit Head may require that an Employee who has been absent because of personal illness or disability be examined by a County designated physician prior to his return to work. Said examination shall be scheduled and performed within ten (10) working days after the Unit Head receives, in writing, notice from the Employee's physician that he is capable of returning to work and performing his normal duties without jeopardizing his own health and safety or that of his fellow Employees. In the event the examination does not occur within ten (10) working days, the Employee will be placed back on the payroll, and, in the discretion of the County, be required to return to work. This examination will be paid for by the County and is intended to establish that the Employee is not disabled and can perform his normal duties and that his return to work will not jeopardize his own health and safety or that of his fellow Employees. (g) When an Employee changes Units within the County service, his accumulated sick leave credits shall be transferred with him. (h) If an Employee's service with the County is terminated for any reason, compensation will not be given for unused accumulated sick leave credits. If an Employee resigns and then returns to County service in a permanent position within one (1) year of his resignation, any sick leave credits cancelled at the time of resignation will be reinstated. 15 5/7/26 SECTION 4. PERSONAL LEAVE The purpose of personal leave is to permit Employees to attend to personal affairs that cannot be accommodated during non-working hours. Each Employee shall be entitled to four (4) personal leave days during each year. (a) Personal leave may be taken in minimum units of one-half (1/2) hour. (b) Prior approval of personal leave must be obtained from the Unit Head. Approval or denial of personal leave shall be based upon the needs of the Unit for the services of the Employee. The nature of the Employee's personal business shall not be a factor. (c) For presently serving Employees, four days personal leave shall be earned each January 1st. For new or reinstated Employees, personal leave days shall be earned on the date of employment on a prorated basis from the date of employment through December 31st of that year. (d) Unused personal leave hours shall be added to the accumulated sick leave of each Employee at the end of each year. (e) When an Employee moves between Units within the County service, his accumulated personal leave credits shall be transferred with him. SECTION 5. LEAVE FOR CIVIL SERVICE EXAMINATION; INTERVIEWS Upon the request of an Employee, a Unit Head shall grant leave with pay for the purpose of taking a civil service examination, provided that the examination is for employment with the County and also cannot be scheduled during non-working hours. This Section shall apply to written, oral and performance tests, physical examinations and reviews. Employees called for an interview for possible inter-departmental transfer within the County service or an exit interview prior to leaving County service will be allowed time off with pay for such purpose. SECTION 6. LEAVE FOR COURT AND JURY ATTENDANCE When an Employee is officially summoned to be present at the courthouse for jury duty or is under subpoena to appear in court or before an administrative tribunal on a matter related to his job duties, he shall be granted leave with pay for such purposes. In the case of jury duty, the amount of pay shall be the difference between his daily rate of pay and the amount allowed by the court for jury duty. SECTION 7. MILITARY AND OTHER LEAVES REQUIRED BY LAW A Unit Head shall grant any leave of absence, with or without pay, as is now or may be required by specific statutory authority, such as the Military Law. Additionally, Employees who are also members of the Armed Forces Reserves or National Guard and who are called to Active-Duty Military Service shall be entitled to the benefits conferred upon them in the Dutchess County Resolution No. 2016221, as may be amended. SECTION 8. WORKERS' COMPENSATION LEAVE An Employee who is absent from work because of occupational injury or disease, which results in an award of workers' compensation, shall be entitled to leave with full pay for the waiting period, which is not compensated by the Workers’ Compensation Board. If the determination of the Workers’ Compensation Board is that the injury or sickness did not arise during the course of employment, then16 5/7/26 the waiting period leave shall be charged against accumulated leave or, if no accumulated leave exists, shall be paid back to the County by the Employee. A determination by the Workers’ Compensation Board as to whether or not an injury or sickness arose in the course of employment shall be final and conclusive as to the County and the Employee, subject to the right of judicial review. Before allowing any such leave with pay, a Unit Head may require proof of the nature of the occupational injury or disease and proof of the Employee's inability to return to work during this initial period. In addition, a Unit Head may require a physical examination, paid for by the County, as a condition precedent to the Employee's return to work. Should the examination not occur within ten (10) working days, the Employee will be placed back on the payroll, and, in the discretion of the County, be required to return to work. The purpose of the examination is to establish that the Employee is able to perform his own normal duties and that his return to work will not jeopardize his own health and safety or that of his fellow Employees. An Employee on workers’ compensation leave as approved by the Workers’ Compensation Board shall not be deemed off the payroll for the purpose of the definition of the terms adjusted benefit, increment or longevity dates as set forth in Article I hereof. SECTION 9. LEAVES OF ABSENCE WITHOUT PAY The County Executive may, upon recommendation of a Unit Head, authorize a leave of absence, without pay, for a specified period of time not to exceed one (1) year. All such leaves may, with the concurrence of the County, be terminated prior to their expiration. SECTION 10. EMERGENCY FIRE/DISASTER LEAVE Leave with pay shall be provided to duly appointed volunteer firefighters or members of volunteer ambulance rescue squads who must leave their jobs for an emergency, at the request of the commanding officer of the unit, or who are late for work because of involvement in a fire or rescue operation. SECTION 11. BEREAVEMENT LEAVE An Employee shall be granted bereavement leave as follows: (a) An Employee shall be granted five (5) consecutive shifts off with pay at the time of death of an Employee’s spouse, parent, or child, not to exceed a timespan of seven (7) consecutive calendar days in total. (b) An Employee shall be granted three (3) consecutive shifts off with pay at the time of death of an Employee’s grandchild, grandparent, brother, sister, mother-in-law, father-in-law, legal guardian, step-parent, step-child, step-brother or step-sister, not to exceed a timespan of seven (7) consecutive calendar days in total. (c) An Employee shall be granted one (1) shift off with pay at the time of death of an Employee’s brother-in-law, sister-in-law, son-in-law, or daughter-in-law. However, one (1) shift of the leave may be reserved, up to thirty (30) days after the date of death, to attend services/funeral. An employee whose 3rd or 5th consecutive shift begins on one calendar day and ends on the following calendar day shall be entitled to remain off with pay for that entire shift. If an employee’s next shift begins on the same calendar day, they are required to return to work for their next shift. i.e. If the 5th consecutive shift ends at 7AM, and the next scheduled shift begins at 5PM, the employee must return to work at 5PM. 17 5/7/26 SECTION 12. EMPLOYEE ABSENCE NOTIFICATION Employees shall follow their Department-specific notification procedure, or if unknown, notify their immediate Supervisor and/or Department Head, prior to being absent from work for any reason which has not been pre-approved by the Department. Providing notice under this provision does not constitute approval of benefit time or time-off and normal approval procedures are required. ARTICLE VIII HEALTH INSURANCE; DENTAL; OPTICAL; RETIREMENT AND DISABILITY INSURANCE PLANS SECTION 1. HEALTH INSURANCE FOR CURRENT EMPLOYEES (a) The County shall provide and administer group health insurance plan coverage for the benefit of the bargaining unit Employees, their Spouses and eligible Dependents. The County currently offers two coverage options: i. a PPO (Preferred Provider Organization):The Empire Plan, New York State Health Insurance Program (NYSHIP) ii. an HMO)(Health Maintenance Organization): MVP Health Plan Inc. (b) The County shall contribute the following amounts towards the premium cost of the applicable health insurance plan set forth in subdivisions (a) above: i. For Employees with an adjusted benefit date prior to July 1, 1979 – 95% towards the premium cost of the applicable plan. ii. For Employees with an adjusted benefit date on or after July 1, 1979 but before January 1, 2007 - 85% of the premium cost of the applicable plan. iii. For Employees with an adjusted benefit date on or after January 1, 2007, – 80% of the premium cost of the applicable plan for the first ten (10) full years of employment. Commencing on the Employees’ eleventh (11th) year of employment, the County shall contribute at the same rate as for those Employees referenced in (ii) above. iv. Effective January 1, 2007, an Employee’s health insurance contribution rate shall not be increased as a result of a change in his or her adjusted benefit date provided that Employee has remained continuously employed (no separation from employment followed by subsequent re-employment) by the County. v. Employees shall contribute the balance in 24 equal payroll deductions to be taken in the first two paychecks actually paid (issued) in any calendar month. (c) The County reserves the right to review health insurance for double coverage due to other family members being employed. An Employee who is eligible for health insurance coverage through the County and another public or private employer must elect coverage under only one of those plans. The Employee may have individual coverage for himself or family coverage for himself and some or all of his family under either plan, but the Employee may not have coverage for himself or any family18 5/7/26 member under both plans. Employees must fully cooperate with the County in implementing this provision. (d) All Employees appointed to permanent budgeted positions working at least seventeen and one-half (17 ½) hours per week with an expected term of employment of at least six (6) months, shall be eligible for health insurance coverage. An application must be submitted within thirty (30) days of their date of hire. The effective date of coverage will be the first of the second complete month following their date of hire (i.e. an employee hired between October 2 and October 31 would be effective December 1). (e) The County and the Union shall establish a Health Insurance Advisory Committee for the purpose of seeking effective and significant cost containment measures to control the rising cost of health insurance coverage. Such measures may include, but are not limited to, changing deductible and co- insurance requirements, changing health insurance carriers, seeking a health insurance administrator, and deleting or changing portions of health insurance plans. The Committee shall meet quarterly or as deemed necessary by members of the advisory committee and may bring in additional parties to assist in their review. (f) The County may, as hereinafter provided, upon sixty (60) days written notice to the Union of its intention to do so, self-insure, in whole or in part, any or all of the above referenced health insurance plans or thereafter, change to a health insurance carrier, or change health insurance carriers provided the benefits including the deductibles and co-pays remain substantially equivalent. SECTION 2. HEALTH INSURANCE FOR RETIRED EMPLOYEES AND SURVIVING SPOUSES (a) Employees who retire from the County; are receiving retirement benefits from the New York State Retirement System and have the County retirement service credit years with County government shall have the option to elect contributory health insurance coverage from the County based on the following schedule: County Service Credit Years County Share of Coverage Individual Dependent 10 - 14 Years 50% 35% 15 – 19 years 60% 45% 20 – 24 years 70% 55% 25 years or more 80% 65% (b) Surviving spouses receiving health insurance coverage through a retired Employee as described above shall have the option to continue either individual or dependent health insurance coverage with the County on a contributory basis. For employees hired/rehired prior to January 1, 2026, the County will pay 50% towards the cost of individual coverage, for employees hired/rehired on or after January 1, 2026, the County will contribute 25% toward the cost of individual coverage (date of hire/rehire will not be reset for separations of less than a year). The surviving spouse shall pay the balance of the individual coverage premium cost. In the event the surviving spouse elects dependent coverage, the surviving spouse shall be responsible for the total cost of dependent coverage. SECTION 3. DENTAL PLAN (a) The County shall provide a non-contributory dental plan to the bargaining unit Employees and their families known as the Dutchess County Government Guardian Dental Plan. Prior to January 1, 201219 5/7/26 the County had provided a comparable dental plan through CSEA Employee Benefit Fund known as the Dutchess Dental Plan. (b) All Employees appointed to permanent positions working seventeen and one-half (17 ½) hours or more shall be eligible for dental plan coverage the first of the third complete month following their date of hire, provided the term of their employment is for six (6) months or more (i.e. an employee hired between October 2 and October 31 would be effective January 1). (c) The County reserves the right to review dental insurance for double coverage due to other family members being employed by the State of New York, or a municipality, school district, agency, public benefit corporation, or another political subdivision thereof and shall seek mutual acceptance with the Union for the purpose of reducing the cost of such double coverage. SECTION 4. OPTICAL PLAN (a) The County shall continue to provide a non-contributory optical plan for all full-time employees and their families substantially equal to the plan presently known as "CSEA Employee Benefit Fund Dutchess Plan.” The County is not obligated to purchase the plan from the CSEA Benefit Fund. (b) The County reserves the right to review optical insurance for double coverage due to other family members being employed by the State of New York, or a municipality, school district, agency, public benefit corporation, or another political subdivision thereof and shall seek mutual acceptance with the Union for the purpose of reducing the cost of such double coverage. (c) All full-time Employees appointed to permanent positions shall be eligible for optical coverage the first of the third complete month following their date of hire, provided the term of their employment is for 6 months or more (i.e. an employee hired between October 2 and October 31 would be effective January 1). (d) The County agrees to allow CSEA Employee Benefit Fund to offer Optical Insurance to Employees who retire under this contract. The County will not contribute toward premium nor bear any responsibility for the administration of this benefit. In the event the County transitions carriers/plans the County is not obligated to continue the benefit option for retirees. SECTION 5. RETIREMENT PLANS The County shall continue to participate in the retirement plan provided in Sections 75-g and 41(j) of the New York State Retirement and Social Security Law, as in effect in 1973. In addition, the County shall continue to participate in a retirement plan provided in Section 60(b) of the New York State and Social Security Law. The County will offer a retirement plan pursuant to Section 75(i) of the New York State Retirement and Social Security Law, as the same was in effect in 1990. SECTION 6. DISABILITY INSURANCE (a) The County shall continue to provide disability insurance through a private provider and not pursuant to the New York State Workers’ Compensation Law, for all Employees on the payroll and appointed to permanent positions with a work commitment of 6 months or more. The disability insurance plan shall provide substantially those benefits as set forth in Appendix "E." 20 5/7/26 (b) Eligible Employees shall be enrolled in the disability insurance plan after 1 calendar month has elapsed from the close of the calendar month in which they were hired and thereafter shall immediately be eligible for benefits. (c) Employees may not draw disability insurance benefits for any period or disability for which they were eligible for workers' compensation benefits. (d) Employees may use benefit time to supplement their disability payments either for any applicable waiting period or to bring payments to 100% of base salary. (e) Benefit time used for a period covered by the disability insurance plan shall be proportionately credited to the Employee when and if the County is reimbursed for the disability payment. Benefit time shall be credited to the Employee in the same sequence and category (sick, personal, and the like) as the time taken. It shall be credited in the same proportion the dollar disability reimbursement to the County bears to the dollar benefit time payment made to the Employee. Accordingly, if the disability reimbursement to the County is less than 100% of the benefit time payment to the Employee, then the time credited to the Employee shall be proportionately less than 100% of the benefit time taken. (f) Employees who are receiving disability insurance payment under this section shall continue to be eligible for County health insurance at the same contributory ratio during the period of disability (a maximum of twenty-six (26) weeks), regardless of FMLA status. SECTION 7. HEALTH INSURANCE BUY-OUT (a) An Employee enrolled in a County health insurance plan for the twenty-four (24) months immediately prior to submission of his buy-out application shall be eligible for a health insurance buy-out for the plan category (individual or family coverage) in which he was actually enrolled for those prior twenty-four (24) months as hereinafter set forth. Thereafter an Employee may continue to apply for the buyout if that Employee would otherwise be eligible for health insurance. (b) In the event that the employee has not been enrolled in a family plan for 24 months but has been continuously receiving health care insurance benefits for the prior 24 month period (either in an individual plan or in a combination of the time in an individual plan and family plan for 24 months continuously) then the buyout will be awarded at the individual rate. (c) An Employee, who meets the criteria above, may exercise the health insurance buyout by submitting an application to the County, any time during the year they elect to terminate County coverage but no later than the open enrollment period designated by the County, within that same calendar year that he/she terminated coverage along with proof of alternative non-County health insurance coverage. The application shall be as prescribed by the County and made available by Risk Management. No award shall be made in the year in which application is made (i.e., coverage is dropped in June of 2016, the buyout will be applicable in the calendar year 2017). (d) Once an Employee has exercised the buyout, it shall remain effective for a designated calendar year unless rescinded as set forth below. (e) Each Employee who exercises the health insurance buyout shall be paid $1,250.00 for an individual plan, and $2,500.00 for a family plan for the health insurance plans available pursuant to this Agreement. 21 5/7/26 (f) Payment shall be made between December 1st and December 15th of the following year for applications made in the current year. If an Employee leaves County employment before December 15th, he shall receive a buyout payment prorated on a monthly basis for the appropriate period. (g) An Employee who has elected the health insurance buyout may rescind that election by presenting written proof of loss of health insurance coverage to the County. The Employee shall be eligible to apply for enrollment in an appropriate health insurance plan subject to the prescribed waiting period and the applicable health insurance contribution rate for that Employee. The Employee shall not be eligible for any buyout payment for that year. (h) Employees who elect this buyout and subsequently retire, shall have their buyout payments prorated on a monthly basis for the current year. Retirees are not eligible for the buyout. As is present practice, an Employee must have been enrolled in a County health insurance plan on the date of retirement to be eligible for Retiree Health Insurance-Article VIII, Section 2. SECTION 8. NEW YORK STATE PAID FAMILY LEAVE The County shall provide Paid Family Leave (PFL) pursuant to Article 9 of the Workers’ Compensation Law and any amendments which may be enacted to said law and it shall be effective after the County’s compliance with the statutory and insurance carrier notice requirements. The County shall cover the employees' contribution up to a maximum of $85.00 per year through December 31, 2026. Thereafter, the County will not contribute to this benefit. SECTION 9. PARENTAL LEAVE (a) Permanent full-time employees who are eligible for Paid Family Leave will also be eligible for paid Parental Leave upon the birth or adoption of a child after having served at least one year in any full- time position. This benefit is intended to assist employees with bonding with a newly born or adopted child. Full time employees are eligible for Parental Leave immediately after a child's birth, or immediately after the placement of a child for adoption in a full-time employee's home. (b) Employees are entitled to up to eight (8) weeks of parental leave upon the birth or adoption of a child. The eight (8) weeks need not be taken consecutively or immediately, but the use of paid Parental Leave expires after twelve (12) weeks from the birth or adoption of the child. (c) This benefit is a supplement to Paid Family Leave and will provide a balance payment between the Paid Family Leave covered salary and the employee's full salary. (d) Employees will use available Family Medical Leave Act (FMLA) time concurrently with this benefit. ARTICLE IX TENURE SECTION 1. RIGHTS OF NON-COMPETITIVE AND LABOR CLASSES (a) Permanent Employees in the non-competitive and labor classes shall be granted rights pursuant to Section 75 of the Civil Service Law upon completion of twelve (12) months continuous and satisfactory service. (b) Any Employee, whether in the competitive, non-competitive or labor classes, who has obtained Section 75 rights by statute or this contract, against whom removal or other disciplinary action is 22 5/7/26 proposed shall, on service of charges and disciplinary proposals upon him by the County, either (i) answer and demand a hearing; or (ii) accept the removal or other disciplinary proposals contained in the charges. An Employee who does not answer and demand a hearing within ten (10) days of service of charges and disciplinary proposals upon him and his Union, shall be deemed to have waived any right to a hearing and deemed to have accepted the removal or other disciplinary proposals sought in the charges. Service upon the Union shall be to the President at the unit CSEA office. The Union shall advise the County of any change in its address. If service is not made on the Union, the preceding waiver shall not apply. SECTION 2. LAYOFFS In the event of a layoff, non-competitive and labor class Employees shall be laid off by seniority based on first permanent appointment in the classified service with the County, followed by continuous service in the classified service with the County on a permanent basis up to the time of abolition or reduction of the non-competitive or labor class positions. Such Employees may retreat up to a maximum of the two positions they most recently held on a permanent basis in the non-competitive or labor classes if the present incumbents of those positions have less seniority. Such Employees shall be recalled in order of seniority for a period of 2 years from the date of the layoff to a position in the non-competitive or labor classes which they previously held on a permanent basis. For purposes of this Section, the layoff unit will be defined in Article "1" as "Unit" and all titles will be defined in Appendix "A". ARTICLE X MISCELLANEOUS SECTION 1. MERIT AWARD PROGRAM The County agrees to maintain a merit award program as authorized by Section 88-a of the General Municipal Law. Under the program, all Employees shall have the opportunity to offer suggestions relative to the improvement of County services and working conditions. SECTION 2. TUITION PAYMENTS; TUITION WAIVERS (a) The County agrees to reimburse tuition payments at Dutchess Community College, BOCES, local high school evening divisions, public secondary institutions, or at any college or university (if the course is not available at Dutchess Community College), for Employees who have taken, and successfully completed job-related courses that will improve the skills of such Employees. Reimbursement shall be subject to approval of a committee composed of the County Executive, plus two (2) members of management appointed by the County Executive and two Employees appointed by the Union. All applications for tuition payment reimbursement shall be submitted on or before dates determined by the committee, which shall meet five (5) times annually to review and act upon such applications. The total of all approved tuition payment reimbursements shall not exceed $30,000.00 for 2025. The total of all approved tuition payment reimbursements shall not exceed $35,000.00 for each of the years 2026 and 2027. For 2028 and each year following, the total shall not exceed $40,000.00. 23 5/7/26 (b) The County shall offer a tuition waiver, exclusive of all fees, books, and the like, to any Employee appointed to a permanent position who enrolls in a credit course(s) for credit, on a space-available basis at Dutchess Community College. To be eligible for a tuition waiver, the employee must complete normal registration procedures as determined by Dutchess Community College. An Employee must adhere to and abide by all academic regulations of the College. Neither the County nor the College will have any obligation to expand class size beyond the prescribed enrollment maximums or add additional classes to accommodate a tuition waiver Employee. The parties agree that this program will continue as long as State funding for the enrolled participants is received. SECTION 3. MEAL PAYMENTS The County shall provide a payment for meals for Employees working over and above a full-time workday in accordance with the following schedule: (a) For work performed immediately following an Employee's regular or scheduled full-time workday: i. First complete two (2) hour period - $10.00. ii. The next succeeding complete six (6) hour period - $8.00. iii. Each succeeding complete four (4) hour period thereafter - $8.00 (b) For work performed immediately before an Employee's regular or scheduled full-time workday: i. First complete two (2) hour period - $10.00. ii. The next preceding complete six (6) hour period - $8.00. iii. Each preceding complete four (4) hour period - $8.00. (c) Emergency call-back: For each complete four (4) hour period up to next workday - $10.00. (d) Prescheduled non-continuous overtime: For each complete four (4) hour period - $8.00. (e) Present IRS Regulations provide that meal payments made without a receipt are taxable income. If an Employee submits a receipt for meal payments referenced in this Section, the Employee shall be paid the amount shown on the receipt up to the amount otherwise designated in this Section. The balance, if any, between the amount shown by the receipt and the amount provided for in this Section, shall not be reimbursed. Meal payments made without a receipt shall be paid in accordance with (a), (b), (c) and (d) above and will be considered taxable income as provided by IRS Regulations. IRS Regulations are subject to change. SECTION 4. MILEAGE Employees required and authorized by their Unit Head to use their personal vehicle on County business shall be reimbursed a mileage allowance payment. The payment shall be at the IRS mileage reimbursement rate, upon submission of a voucher in acceptable form. SECTION 5. OUT-OF-COUNTY TRAVEL; CONFERENCE ATTENDANCE; REIMBURSEMENT (a) Authorization by the Unit Head, subject to approval by the County Executive, of all out-of-county travel or attendance at conferences, in-service training sessions, or other meetings is required. No additional compensation shall be paid to Employees for out-of-county travel or attendance at these24 5/7/26 conferences, training sessions or meetings, except when an Employee is directed by his Unit Head, subject to approval by the County Executive, to attend a meeting, conference or training session as a part of his job duties, travel to and from the conference, meeting, or training site, in excess of their normal work commute, will be considered time worked and awarded as compensatory time whenever applicable. Reimbursement for actual and necessary expenses incurred shall be paid upon the submission of vouchers within thirty (30) days after incurrence of the expense. The County will reimburse the Employee within thirty (30) days of receipt of voucher in acceptable form and will provide a copy of the voucher to the Employee. Allowable expenses include mileage or other travel expenses, food, lodging, tolls, conference and tuition fees. Receipts for all expenses except mileage are required. (b) Payment for meals is subject to the following limitations: Breakfast - if departure is prior to 7:00 AM, Lunch- if outside of County on County business between 11:00 AM. and 2:00 PM, Dinner - if arrival at home is after 7:00 PM. (c) Payment for meals may be made without a receipt in the following amounts: Breakfast: $10.00. Lunch: $15.00. Dinner: $25.00. (d) When an Employee is requested by a Unit Head to attend an in-county function and meals are an integral part of that function, the Employee shall be compensated for meal expenses associated with the function. The Employee shall be notified in advance of approval to attend the function and advised that compensation for meals will be made. (e) When an Employee is assigned, as a regular part of his duties, by a Unit Head, to attend a job-related event, either in-County or out-of-County, and meals are an integral part of that event, the Employee shall be compensated for meal expenses associated with the event. The employee shall be notified, in advance, of approval to attend the event and advised that compensation for meals, subject to any restrictions designated by the Unit Head, will be made. (f) Present IRS Regulations provide that meal payments made without a receipt are taxable income. If an Employee submits a receipt for the meal payments referenced in this Section, the Employee shall be paid the amount shown on the receipt up to the amount otherwise designated by IRS Regulations. The balance, if any, between the amount shown by the receipt and the amount provided for in this Section shall not be reimbursed. Meal payments made without a receipt shall be paid in accordance with (b) and (c) above and will be considered taxable income as provided by IRS Regulations. IRS Regulations are subject to change. SECTION 6. PROMOTION In the filling of promotional vacancies, it is the County's policy to consider the Employee's Performance Appraisal and length of service an Employee has given to the County, reserving to itself the right to make such promotional appointments in the County’s discretion. SECTION 7. UNIFORMS, WORK CLOTHES AND TOOL ALLOWANCE (a) The County shall continue to provide protective work clothes for those positions presently identified as requiring such clothing. The County reserves the right subject to law to identify in the future other positions, which would warrant protective work clothes.25 5/7/26 (b) The County reserves the right to require any group of Employees to wear a designated uniform. In that case, the County shall provide two sets of uniforms for winter and summer. Employees shall be responsible for every-day cleaning, maintenance, and minor repair of uniforms. The County shall replace worn out uniforms or uniforms damaged beyond repair through no fault of the Employee. (c) The County shall pay up to six hundred ($600.00) dollars per year to each Automotive Mechanic, Construction Equipment Mechanic I, Construction Equipment Mechanic II, Senior Automotive Mechanic, Auto Service Center Supervisor, Equipment Mechanic Supervisor I and Equipment Mechanic Supervisor II and all Transit Mechanics to purchase new, replacement and/or additional tools for use in the course of employment. In addition, if the County purchases, or acquires, vehicles or equipment that require the use of different, or upgraded, tools from the standard tools currently needed to service the current County vehicles and/or equipment, the County will purchase those tools for use by the appropriate mechanic(s) and the County shall replace these tools as needed. (d) Each Airport Maintenance Mechanic II and the Airport Maintenance Supervisor shall provide, at his own expense, an appropriate set of tools, as determined by the Unit Head, for use while employed by the Department of Aviation. These tools shall be available for use during working hours and may be secured on County property upon approval of the Unit Head. Should any Employee provided tool fail during normal use, the County shall replace the tool with one of equal quality, provided the tool is not covered by an outside warranty. (e) For all titles designated by Risk Management, excluding employees of the Dutchess Community College, who are required to wear protective footwear, the County will provide up to a collective three hundred dollars ($300.00) reimbursement per year per employee, for 2022 and 2023, who produce a receipt for the purchase of such footwear. The reimbursement for 2022 will be for eligible footwear, in eligible titles, purchased during any time in 2022. Prior to 2024, the parties shall establish a Labor Management Committee to determine which employees, excluding employees of the Dutchess Community College, are eligible to purchase footwear, the amount of reimbursement and the procedure for purchasing footwear and reimbursement. The intent is for the procedure to take effect beginning January 1, 2024, and the annual value of the footwear procedure established shall be no less than three hundred dollars ($300.00). SECTION 8. DEDUCTIONS The County will make no deductions from an Employee's wages without prior written notification as to the purpose and amount. SECTION 9. ALTERNATE CIVIL SERVICE EXAMINATION DATES The County shall arrange with the New York State Civil Service Commission to make available alternate examination dates in accordance with the policy adopted by the Commission. SECTION 10. PARKING (a) The County will reduce an employee’s payroll deduction for parking expense up to twenty dollars ($20.00) per payroll (twenty-six (26) payrolls annually). This benefit is eligible to employees who park in City of Poughkeepsie Municipal Parking Lot.26 5/7/26 (b) (c) Employees are required to enter into agreement directly with the City of Poughkeepsie to rent/lease parking in City of Poughkeepsie Municipal Lots unless otherwise stipulated. The County will not be responsible for administration, availability/location, liability, or any other role/obligation related to these parking arrangements with the City. Employees who are hired and/or separate from the County are responsible for resolving any outstanding obligations with the City of Poughkeepsie. SECTION 11. WORK LOCATIONS The County agrees to maintain or cause to be maintained, all County-Operated work locations, including leased work sites, in a safe and sanitary condition. The County is not responsible for cleaning or providing maintenance to work-from-home locations. SECTION 12. CURTAILMENT OF SERVICES; CONTRACTING OUT (a) Curtailment of Services. In the event the County decides it is necessary to curtail the services of Employees, it will negotiate the impact of such curtailment. The County will abide by the Civil Service Law and other applicable provisions of this Agreement in the layoff of competitive class Employees. (b) Contracting Out. The County will not exercise its right to contract work out if the result of contracting out is the layoff or discharge of then existing Employees. However, if the County determines it has a need to contract out services that would cause the layoff of Employees, the County and the Union will discuss such contracting out in order to attempt to resolve the issue mutually, and, if mutually agreed, the County may proceed with such contracting out. SECTION 13. BENEFITS AND LEAVE FOR EMPLOYEES PAID ON AN HOURLY BASIS (a) Employees paid on an hourly basis include only the following: i. "part time Employees": all Employees regularly working at or less than half the normal work week. ii. "hourly Employees": all Employees regularly working more than half of the normal work week, but less than full time. iii. "hourly temporary Employees": all Employees appointed to temporary positions. (b) Subject to Article IV, Section "5" of this Agreement, part time and hourly Employees shall be eligible for annual increments, provided they earned a minimum of 30% of the regular full time salary for the position during the 12-month period immediately preceding their increment date. Part-time and hourly Employees shall be eligible for a longevity payment, provided they earned a minimum of 30% of the regular full-time salary for their position each year prior to the longevity award. The hourly rate shall be computed in accordance with Article VI, Section "3" of this Agreement. (c) All Employees paid on an hourly basis shall accrue sick days, vacation, personal days and holiday credits on a pro-rata basis. Personal days, vacation, holidays and sick leave will be awarded on a per payroll basis on the last day of the payroll period and made available for use the following payroll period. If an Employee paid on an hourly basis converts to a full time annual basis, the County shall credit any holiday balances to the Employee's sick leave accruals. 27 5/7/26 (d) Employees paid on an hourly basis are also eligible for other benefit leaves in pro-rata amounts not to exceed their normal work schedule. (e) Employees with an adjusted benefit date prior to January 1, 1991 who work a minimum of half the regularly scheduled work week shall be eligible for health insurance coverage, provided they contribute towards the premium cost pursuant to Article VIII, Section "1" of this Agreement. These Employees will be eligible for fully paid dental insurance. (f) Employees with an adjusted benefit date after January 1, 1991 who work a minimum of half the regularly scheduled work week, but less than a full work week, shall be eligible for health insurance and dental insurance coverages. The County will contribute 50% towards the premium costs of the coverages. The balance will be paid by the part time or hourly Employee electing the coverage(s). SECTION 14. PAST PRACTICE The parties agree that the term past practice shall mean a condition of employment existing on or prior to January 1, 1982, but not addressed by the terms of this Agreement, provided to an Employee or a group or class of Employees as a matter of practice by the County. The parties further agree that there shall be no past practices created after January 1, 1982; that if a term or condition of employment is not addressed in this Agreement, it shall not be considered binding on the County. SECTION 15. CSEA FITNESS PROGRAM The County agrees to pay five thousand dollars ($5,000.00) in 2025 to an interest-bearing account for the purpose of employee fitness programs with a maximum rollover amount of seven thousand five hundred dollars ($7,500.00). In 2026 and every year thereafter, the County agrees to pay seven thousand five hundred dollars ($7,500.00) per year to an interest-bearing account for the purpose of employee fitness programs with a maximum rollover amount of ten thousand dollars ($10,000.00) per year. The funds shall be distributed by the Department of Human Resources after receipt, review, and approval of written proposals from the authorized Union executive committee. At the end of each calendar year, the County will recoup the unused funds, in excess of the maximum rollover amount set forth in this provision. SECTION 16. DEFERRED COMPENSATION (a) A plan for Employee participation in a deferred compensation program has been established by the County in accordance with, and subject to all necessary procedures and approvals required by federal and state agencies. The plan shall be administered by the Finance Department according to the rules and regulations prescribed by the State of New York. (b) As soon as practicable, the County will offer the Roth 457 IRA option through the NYS Deferred Compensation Plan through payroll deduction. 28 5/7/26 SECTION 17. NOTICE UPON SEPARATION Employees with responsibility for treating patients shall be required to serve a notice of twenty (20) working days to the Unit Head prior to separation from service with the County. Failure to give notice will result in an assessment of an amount equal to two (2) weeks salary as liquidated damages. Affected titles are listed in Appendix "A". Arrangements may be made to waive this requirement upon consultation with the Unit Head. New titles allocated to the same or higher salary grade as a result of the reclassification of current titles listed in Appendix A shall continue to be required to serve notice as provided in this Section. Appendix A shall be amended accordingly. SECTION 18. COUNTY VEHICLES (a) Employees shall not be permanently assigned County vehicles. At the discretion of the Unit Head, Employees may be required to either utilize County vehicles or their own personal vehicles during working hours. (b) Based on County policy, the Unit Head may temporarily assign County vehicles to specific Employees. Such assignment will not represent an entitlement to any Employee. Unassigned County vehicles shall be left on County premises during non- working hours. (c) In the discretion of the Unit Head, Employees who are regularly assigned to be on-call may be temporarily assigned a County vehicle for use during the on-call period. SECTION 19. DIRECT DEPOSIT Employees are required to utilize direct deposit. (a) The County provides a Paperless Direct Deposit process for all employees. Each Employee must elect Paperless Direct Deposit of their entire net paycheck. Funds will be available in each designated account through ACH on each pay date. If an over or under payment occurs, it will be corrected in the next paycheck. (b) Employees will be responsible for any bank charges as a result of insufficient funds or late transfer of funds. (c) Changes to a previously elected direct deposit option may be made at any time. The change will be effective within two (2) payroll cycles. SECTION 20. INTERNAL REVENUE SERVICE SECTION 125 FLEXIBLE SPENDING PLAN (a) Medical Plan Premium Conversion: The County will auto-enroll Employees who contribute toward their health insurance coverage to process the contribution on a pre-tax basis. Employees must submit a written request to the Risk Management Department within thirty (30) days of date of hire, a qualifying event or the open enrollment period(s) to opt out of the program to then process contributions as post-tax deductions pursuant to the Internal Revenue Service rules and regulations. (b) Medical Expense Reimbursement Plan: The County will offer a flexible spending plan to Employees. The flexible spending plan may be used to offset qualifying non-reimbursed medical expenses by allowing Employees to defer or convert a portion of their earnings on a pre-tax basis into separate spending accounts to fund allowable medical expenses. (c) Dependent Care Spending Account Plan: The County will offer a flexible spending plan to Employees. The flexible spending plan may be used to offset qualified expenses for elder care,29 5/7/26 handicapped care and dependent care expenses by allowing Employees to defer or convert a portion of their earnings on a pre-tax basis into separate spending accounts to fund allowable expenses. (d) Continuation or modification of the Flex 125 Plan is subject to change depending upon Internal Revenue Service rules and regulations. SECTION 21. ONE HOUR REPORTING TIME STANDARD (a) Pursuant to Section 139 of the New York State Highway Law, the County has a non-delegable duty to maintain its highway system in a safe and passable condition. It is essential to the efficient performance of this duty that any employee who participates in the performance of snow and ice control operations report to their assigned work site, especially during inclement weather (snow and ice conditions) within one (1) hour from notice to do so. To report to work means an employee arrives at the site prepared to work and so notifies his supervisor within the designated time frame. Except under emergency or extenuating circumstances, the above-mentioned one (1) hour reporting requirement shall apply only during the snow and ice control season. (b) All Employees of the Department of Emergency Response shall report to their work site within one (1) hour from notice to do so. To report to work means an employee arrives at the site prepared to work within the designated time frame. SECTION 22. DEFENSIVE DRIVING COURSES The standard and procedures set forth below shall supersede any past practice, policy, procedure or contract language of the parties to the contrary. The County may offer defensive driving courses and require that Employees who drive county vehicles or personal vehicles on County business attend and participate as part of their job duties. Any Employee, who uses an automobile at least once a month on County business, shall be eligible for a defensive driving course when offered. Subject to available course space, Risk Management may, in their discretion, assign certain Employees from among eligible Employees to take a defensive driving course. Risk Management may, in their discretion, permit other Employees who have requested permission to attend a defensive driving course but do not meet the standards set forth above, to do so subject to available course space. Such Employees may use benefit time or may attend when not scheduled to work subject to available course schedules. Any Employee who requests a certificate of participation for his or her personal use, shall pay the administrative costs to obtain such certificate. SECTION 23. ALCOHOL AND DRUG ABUSE POLICIES AND PROCEDURES Except as required by law, these Policies and Procedures are established, updated, and amended by mutual agreement of the County and Union and will be posted electronically on the County’s Intranet and made available to any CSEA member in hard copy upon request to the Department of Human Resources. Upon amendment, a copy of the policy will be distributed to all employees via email. 30 5/7/26 SECTION 24. NON-SALARY REIMBURSEMENTS Notwithstanding anything to the contrary, non-salary payments for reimbursements for travel, meals, uniforms and the like shall be paid through a payroll check. SECTION 25. LICENSED SOCIAL WORKER TUITION PROGRAM An Employee in the Case Manager Series in Children’s Services in the Department of Community and Family Services, matriculated in Adelphi University, Hudson Valley Campus, or such other institution as the County may designate, pursuing a degree to become a Licensed Master Social Worker or a Licensed Clinical Social Worker, shall be eligible for partial or full tuition payment from the County when the County, in its discretion, offers such as further set forth below. TO BE ELIGIBLE FOR TUITION PAYMENT AN EMPLOYEE MUST: 1. HAVE BEEN EMPLOYED IN THE CASE MANAGER SERIES IN CHILDREN’S SERVICES IN THE DEPARTMENT OF COMMUNITY AND FAMILY SERVICES IN A PERMANENT APPOINTMENT TO A PERMANENT BUDGETED POSITION FOR AT LEAST THIRTEEN (13) CONTINUOUS MONTHS BEFORE SUBMITTING A TUITION PAYMENT APPLICATION. 2. 3. 4. 5. 6. Submit and have received approval of a tuition payment application for an eligible course before enrolling in that course. Have no pending disciplinary proceedings at the time of application. Have a present job appraisal rating of at least fully satisfactory. Work full time with a permanent appointment to a permanent budgeted position. Take all courses outside of work hours. 7. 8. Pay for all textbooks and other fees related to the degree program. Maintain an overall B average for the degree program. An Employee who has received a field placement from Adelphi University, Hudson Valley Campus, acceptable to the County, may be allowed time off from work with pay to complete some or all of that placement, provided the Commissioner or his designee determines in his sole discretion, that there is sufficient available personnel to provide appropriate staff coverage. An Employee, who leaves the employ of Dutchess County, whether voluntarily or otherwise, within three (3) years of the date of the last tuition payment made on his or her behalf, shall have an obligation to reimburse the County for all funds previously expended for tuition and funds paid to or on behalf of that Employee for field placement as follows: (a) If an Employee leaves within one (1) year from the date of the last tuition payment made on his or her behalf, that Employee shall have a maximum reimbursement obligation of $7,000.00. (b) If an Employee leaves, having completed one (1) full year, but before two (2) full years, from the date of the last tuition payment made on his or her behalf that Employee will have a maximum reimbursement obligation of $3,500.00. 31 5/7/26 (c) If an Employee leaves, having completed two (2) full years, but before three (3) full years, from the date of the last tuition payment made on his or her behalf that Employee will have a maximum reimbursement obligation of $1,000.00. Notwithstanding any recoupment provisions in the Collective Bargaining Agreement to the contrary, upon termination of employment, the County may withhold an Employee’s entire remaining paycheck(s) to satisfy that Employee’s reimbursement obligations as set forth above. In addition, the County may deduct (recoup) any benefit time standing to that Employee’s credit, which would otherwise be paid to that Employee upon separation, to satisfy that Employee’s remaining reimbursement obligations as set forth above. To the extent these do not extinguish the Employee’s reimbursement obligations, the Employee shall make payments as follows: $100.00 per month beginning the first full calendar month after termination of employment. As a condition precedent to continuing in or acceptance into the Licensed Social Worker Tuition Program an Employee, otherwise eligible, must execute a waiver, as prescribed by the County, accepting the reimbursement obligations and agreeing to the methodology for reimbursement (recoupment) set forth above. In the event the funds the County is willing to commit to this Licensed Social Worker Tuition Program, are insufficient to satisfy the requests it receives for tuition payment, it may in its discretion authorize partial tuition for some or all Employees, or may offer tuition payment to some and not others. Determinations made by the County in implementing this Program shall not be subject to the grievance procedure. SECTION 26. VEHICLE TRACKING DEVICES The County will place a notification label on any County vehicle equipped with a tracking device. ARTICLE XI GRIEVANCE PROCEDURE SECTION 1. DEFINITIONS As used herein, the following terms shall have the following meanings: (a) "Grievant" shall mean an Employee alleging a grievance. (b) "Grievance" means, except when an alternate remedy is provided by law, a claimed violation, misinterpretation, or misapplication of the terms of this Agreement, the rights claimed thereunder, or a past practice as limited in Article X (14), except that decisions regarding reclassification or reallocation pursuant to Article XIV shall not be subject to the grievance procedure. (c) "Immediate Supervisor" shall mean the Employee or officer on the next higher level of authority above the grievant in the Unit wherein the grievance exists, who normally assigns or supervises the Grievant's work and approves his time record or evaluates his work performance. (d) "Decision" shall mean the recommendation or ruling on, or disposition of a grievance made by an immediate supervisor, the Unit Head or the County Executive. 32 5/7/26 (e) "Days" shall mean all days other than Saturdays, Sundays, and legal holidays. Saturdays, Sundays and legal holidays shall be excluded in computing the number of days within which action must be taken or notice given within the terms of this Section. SECTION 2. DECLARATION OF BASIC PRINCIPLE Every grievant shall have the right to present his grievance in accordance with the procedures provided herein, free from interference, coercion, restraint, discrimination or reprisal, and shall have the right to elect to be represented by a person of his own choosing, at no cost to the County, at all stages of the grievance procedure. However, only designated officers or Union representatives will be released from their work site on County time to perform these duties of representation. SECTION 3. INITIAL PRESENTATION (a) Grievant must present his grievance to his immediate supervisor, in writing, with a copy to the Commissioner of Human Resources, in accordance with paragraph (d) hereof, within twenty (20) working days after the grounds for the grievance occur or the grievance shall be deemed time-barred and shall be rejected. In the case where the grounds for the grievance are continuing, relief may be applied retroactively only for twenty (20) working days prior to the commencement of the grievance. (b) The immediate supervisor shall discuss the grievance with the grievant, make such investigation as he deems appropriate and consult with his superiors to such extent, as they deem appropriate, all on an informal basis. (c) Within five (5) days after presentation of the grievance, the immediate supervisor shall make his recommendation and transmit same, in writing, to the grievant or his representative, and the Unit Head. (d) The grievance shall consist of a written statement signed by the grievant containing the following: i. ii. The name, residential address, and department of employment of the grievant. The name and department of employment of each other Employee or official involved in the grievance. iii. The name and address of the Employee's representative, if any, and his department of employment if he is a fellow Employee. iv. A concise statement of the nature of the grievance, the facts relating to it, including, without limitation, the time and date it arose. SECTION 4. SECOND STAGE (a) If a grievant is not satisfied with the recommendation made by his immediate supervisor, he may, within five (5) days thereafter, request a review and determination of his grievance by the Unit Head. Such request shall be made in writing and shall be served upon the Unit Head with a copy to the Commissioner of Human Resources. Thereupon, and within five (5) days after receiving such request, the Unit Head may request the immediate supervisor to submit a written statement of his information concerning the specific nature of the grievance and facts relating to it. 33 5/7/26 (b) The Unit Head may, and, at the request of the grievant shall, hold an information hearing within ten (10) days after receiving the written request and statement from the grievant. The grievant, and his representative, if any, may appear at the hearing and present oral or written statements or arguments. (c) Within ten (10) days after the close of the hearing, or within ten (10) days after the grievance has been submitted to him if there is no hearing, the Unit Head shall make his recommendation in writing and serve the same on the grievant, the Grievant's representative, if any, and the County Executive. SECTION 5. THIRD STAGE (a) The grievant may appeal the recommendation of the Unit Head within ten (10) days after notice of such recommendation. The appeal shall be taken by submitting to the County Executive a written statement signed by the grievant. (b) The County Executive may request the Unit Head to submit within ten (10) days a written statement of facts, including a summary of the record of the hearing, if there was a hearing, and the original or a true copy of any other record or document used by the Unit Head in making his decision. (c) The County Executive shall hold a hearing within ten (10) days after receiving the written request for review. He shall give at least five (5) days’ notice in writing of the time and place of such hearing to the grievant, or the Grievant's representative, if any, and the Unit Head, all of whom shall be entitled to be present at the hearing. (d) The hearing may be adjourned from time to time by the County Executive for a total of no more than ten (10) days, or by mutual consent of the parties. (e) The County Executive shall not be bound by the formal rules of evidence. (f) A written summary shall be kept of each hearing held and shall be provided to the Union upon request. (g) The County Executive shall make his report in writing within ten (10) days after the close of the hearing. He shall immediately file his report and send a copy of the same to the grievant, or the Grievant's representative, if any, and the Unit Head. The report shall include a statement of the County Executive's finding of fact, conclusions and recommendations. SECTION 6. FOURTH STAGE If the grievant and/or the Union is dissatisfied with the decision of the County Executive, the Union may, within twenty (20) working days, submit any grievance under this Agreement to binding arbitration under the rules of the New York State Public Employment Relations Board, at equal expense to both parties. The parties reserve the right to substitute a mutually agreed upon arbitrator, or panel of arbitrators, in lieu of utilizing the New York State Public Employment Relations Board. SECTION 7. WAIVER OR EXTENSION OF TIME; TIME FOR DISCUSSIONS AND HEARINGS (a) The time limitations for presentation and resolution of grievances as provided herein may be waived or extended by mutual agreement of the parties involved. (b) No employee organization other than the Union will be allowed to initiate or represent a grievant in the processing of grievances. 34 5/7/26 (c) All proceedings pursuant to this Article shall be held, to the extent practicable, during regular working hours. ARTICLE XII UNION RIGHTS SECTION 1. UNION REPRESENTATIVES (a) The County recognizes the right of the Employees to designate specific representatives of the Union to appear on their behalf to discuss salaries, working conditions, grievances and disputes as to the terms and conditions of this Agreement and to visit Employees during working hours, subject to work requirements of the County. The Union representatives shall consist of the following: Thirty (30) shop stewards and five (5) officers who shall be the sole representatives of the Union authorized to carry out such duties. Only representatives designated by the Union President shall be permitted a reasonable amount of time free from regular duties to fulfill their obligations. A listing of representatives shall be given to the County Executive in January of each year and within thirty (30) days of any change. Time required for such representation must be reported to the Unit Head on at least a weekly basis. Such representatives shall be permitted to appear at public hearings before the County Legislature. (b) The Union President shall be allowed one-half of his normal work week to conduct Union business. The President's work load shall be reduced accordingly. SECTION 2. UNION DELEGATES Certain representatives of the Union shall be allowed time off with pay and without charge to accumulated leave time for the purpose of attending State Union meetings. The Union shall notify the County Executive of the Employees designated as representatives. At least two (2) weeks prior to a meeting, the Union shall notify the County Executive, in writing, of the date, time, place and purpose of the meeting, and shall identify the individual representatives for whom time off is requested. The County reserves the right to deny the time off request with regard to any individual Employee if the County determines that his presence is required for the proper functioning of his Unit. An aggregate total of eighty-five (85) days shall be allowed per calendar year for this purpose. SECTION 3. UNION OFFICE SPACE The County agrees to provide office space within the County Office Building complex for the Union's records and for the conduct of business. SECTION 4. PERSONNEL CHANGES The Commissioner of Human Resources will provide an Employee roster of CSEA membership to the Union on a periodic basis. 35 5/7/26 SECTION 5. PAYROLL The County will provide the Union with a copy of the last payroll in each calendar quarter as soon as it becomes available. The County will also provide the Union with a copy of the proposed budget and adopted budget from the first printing. SECTION 6. LEGISLATIVE MEETINGS The agenda and copies of all resolutions of the County Legislature will be forwarded to the Union office at the same time it is sent to members of the Legislature. SECTION 7. UNION NOTICES The Union shall have the right to post notices and other communications on bulletin boards maintained on the premises and facilities of the County, subject to the approval of the contents of such notices and communications by the County Executive. ARTICLE XIII MANAGEMENT RIGHTS The County retains the right to manage its business affairs and services and to direct the working force, including the right to decide the number and location of its business and service operations; the business and service operations to be conducted and rendered; the control and condition of the buildings, real estate, materials, vehicles, parts, tools, machinery and all equipment which may be used in the operation of its business or supplying its services; to determine whether and to what extent the work required in operating its business and supplying its services shall be performed by Employees covered by this Agreement; to maintain order and efficiency in all its departments and operations, including the right to discipline, suspend and discharge Employees for cause; to hire, lay off, assign, promote and determine the qualifications of Employees; to determine the starting and quitting time and the number of hours to be worked. The rights of the County listed above are not all-inclusive, but indicate the type of matters or rights, which belong to and are inherent in the County. Any and all rights, powers, and authority the County had prior to entering this Agreement are retained by the County except as specifically and lawfully abridged, or modified by this Agreement. Nothing in this Agreement shall be construed as delegating to others the authority conferred by law on any County official, or in any way reducing or abridging such authority, but this Agreement shall be construed as requiring said County officials to follow the procedures and policies herein described, to the extent they are applicable, in the exercise of the authority conferred upon them by law. ARTICLE XIV CLASSIFICATION AND ALLOCATION PROCEDURE SECTION 1. DEFINITIONS (a) 1) Classification as defined in the Civil Service Law means and includes the process by which a Class Title is assigned to a set of specified duties and responsibilities.36 5/7/26 2) 3) Reclassification is the process of changing the Class Title or Jurisdictional Class (assigned to a specific set of duties and responsibilities) to another Class Title in order to better describe the assigned duties and responsibilities. Reclassification may result in a change to a different Class Title allocated to a lower job group, the same job group or a higher job group. (b) 1) 2) 3) Allocation is the process of assigning a new Class Title to a salary range. Reallocation is the process of assigning an existing Class Title to another salary range in order to effect more equitable and appropriate payment for the assigned duties and responsibilities. Reallocation may result in a change to a lower or higher salary range. SECTION 2. GENERAL (a) All authorized positions covered by this Agreement shall be classified, in accordance with law, by the Commissioner of Human Resources using appropriate classification techniques as recommended by the New York State Department of Civil Service. (b) All Class Titles covered by this Agreement shall be allocated to a job group in accordance with the County's system for position allocation, the application of which shall result in each Class Title being assigned to a specific job group (salary range), subject to Legislative approval, if required. (c) The County reserves the right to reclassify or reallocate any title, subject to Legislative approval, if required, and notwithstanding any other provisions of this Agreement. (d) No Employee shall be employed in or appointed to any title not appropriate to the duties to be performed as defined in the Class Specification for that title and interpreted by the Commissioner of Human Resources, except as provided by Section 61 of the Civil Service Law. (e) The Commissioner of Human Resources shall discuss with the Union the criteria being used for classification, reclassification, allocation and reallocation decisions. The Commissioner shall receive and give serious consideration to any and all recommendations made by the Union with respect to such criteria. SECTION 3. RECLASSIFICATION AND REALLOCATION (a) Any Employee, after a reasonable attempt to discuss the matter with his Unit Head, may request in writing that the Department of Human Resources study the duties of the Employee's position in order to determine its proper Class Title and/or allocation (salary range). The Department of Human Resources shall initiate such study within thirty (30) days of the receipt of the request, except in the event that a department-wide or occupational series-wide Classification and Allocation Survey covering the Employee's position is planned within the next twelve (12) months. The Department of Human Resources shall complete an individual position review within sixty (60) working days after the Employee submits the official form describing the duties and responsibilities to his supervisor. (b) Any Employee, after a reasonable attempt to discuss the matter with his Unit Head, may request a review of a specific duty to determine whether or not it is out of title work for the Class Title presently held by the Employee. Such request shall be submitted in writing to the Employee's Unit Head and the Commissioner of Human Resources. The Commissioner of Human Resources shall issue a determination within fifteen (15) working days of the receipt of such request.37 5/7/26 (c) Any County officer or Unit Head may also request a review of a position or of a specific duty assigned to a position, or may request a department-wide or occupational series-wide Classification and Allocation Survey. The Commissioner of Human Resources reserves the right to initiate any survey he deems necessary notwithstanding any other provision of this Article. The Commissioner of Human Resources shall notify the Union of any surveys being initiated by him. The Department of Human Resources shall issue notice of proposed Reclassification or Reallocation to the Employees within six (6) months after the date the Department of Human Resources initiated the survey. Upon completion of a survey, the Commissioner of Human Resources shall provide a copy of the survey to the Union within ten (10) days. (d) No Employee whose salary is increased by such Reclassification or Reallocation shall have any claim against the County for the difference, if any, between the salary of the position under the old title and that of the new position under the new title for any period prior to the date such change in scale becomes legally effective. (e) Upon the finalization and adoption of a determination made pursuant to this Article, the matter will be closed for a minimum of twelve (12) months or until there is a substantial change in the duties and responsibilities of the position as determined by the Commissioner of Human Resources. SECTION 4. RECLASSIFICATION AND REALLOCATION APPEALS (a) All appeals shall be conducted by the Commissioner of Human Resources in accordance with the New York State Civil Service Law and the Dutchess County Rules for the Classified Civil Service. Any Employee may appeal a determination made by the Department of Human Resources. Employees making such appeal may be represented by the Union or by another person of their choosing. Employees and the Union are free to present any evidence in relation to an appeal to the Commissioner of Human Resources. The Commissioner shall notify Employees, at the time of Notice of Proposed Reclassification or Reallocation, of their right to appeal and of the proper procedure to make an appeal. (b) An Employee who wishes to appeal a decision shall have ten (10) working days from the receipt of Notice of Proposed Reclassification or Reallocation to file a written request for such and the reasons therefore. The Commissioner of Human Resources shall then schedule the appeal within twenty (20) working days. Upon hearing the appeal, the Commissioner of Human Resources shall issue his final determination within ten (10) working days and shall communicate such in writing to all affected parties. The final decision shall then be submitted to the Budget Director and the appropriate Legislative Committee for action at the next timely convened Legislative session. SECTION 5. EFFECTIVE DATES (a) The effective date of all classifications and reclassifications shall be determined by the Commissioner of Human Resources in accordance with law. (b) The effective date of all allocations and reallocations shall be determined by the Legislature, if required by law. 38 5/7/26 ARTICLE XV LABOR-MANAGEMENT COMMITTEE(S) SECTION 1. LABOR-MANAGEMENT COMMITTEE There shall be a labor-management committee consisting of three (3) representatives of the County and three (3) representatives of the Union who shall meet upon reasonable notice of either party to discuss and make reasonable effort to recommend resolution of matters of mutual interest. SECTION 2. SPECIAL LABOR-MANAGEMENT COMMITTEE The parties agree to discuss and submit various issues to a Special Labor Management Committee. The parties further agree that any agreements arising out of the Labor Management Committee shall be implemented pursuant to the terms of the agreements and shall be included in a successor agreement. ARTICLE XVI IMPLEMENTATION IT IS AGREED BY AND BETWEEN THE PARTIES THAT ANY PROVISION OF THIS AGREEMENT REQUIRING LEGISLATIVE ACTION TO PERMIT IMPLEMENTATION BY AMENDMENT OF LAW OR BY PROVIDING THE ADDITIONAL FUNDS THEREFOR, SHALL NOT BECOME EFFECTIVE UNTIL THE APPROPRIATE LEGISLATIVE BODY HAS GIVEN APPROVAL. ARTICLE XVII NON-DISCRIMINATION The County and the Union shall carry out their obligations under this contract in a manner which will be fair and impartial to all Employees and shall not discriminate against any Employee as protected by law. ARTICLE XVIII SAVINGS CLAUSE If any part hereof or any provisions herein contained be rendered or declared illegal or an unfair labor practice by reason of any existing or subsequently enacted legislation or by any decree of a court of competent jurisdiction or by the decision of any authorized governmental agency, such invalidation of such part or portions of this Agreement shall not invalidate the remaining portions thereof, it being understood that the remaining parts or portions shall remain in full force and effect. ARTICLE XIX SCOPE The parties acknowledge that during the negotiations which preceded this Agreement each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter, and that the understandings and agreements arrived at by the parties after the exercise of that right and39 5/7/26 opportunity are set forth in this Agreement. This Agreement, including its appendices attached hereto, concludes all collective bargaining between the parties during the term thereof, and constitutes the sole, entire and existing agreement between the parties hereto, and supersedes all prior agreements and undertakings, oral and written, express or implied, or practices (except past practices as defined in Article X[14] of this Agreement), between the County and the Union or the Employees it represents, and expresses all obligations and restrictions imposed on each of the respective parties during its terms. ARTICLE XX DURATION Except as otherwise provided herein, this Agreement shall be effective January 1, 2025 through December 31, 2028. 40 5/7/26 IN WITNESS WHEREOF, the parties have executed this Agreement as of the date below written. Dated this ______ day of ______________, 2026 COUNTY OF DUTCHESS By_______________________________ SUSAN J. SERINO, COUNTY EXECUTIVE CIVIL SERVICE EMPLOYEES ASSOCIATION, INC., LOCAL 1000 AFSCME/AFL-CIO, DUTCHESS COUNTY UNIT, DUTCHESS COUNTY LOCAL 814 By________________________________ ANDREW K. CALAMARI, UNION PRESIDENT CIVIL SERVICE EMPLOYEES ASSOCIATION, INC., LOCAL 1000 AFSCME/AFL-CIO By________________________________ HOWARD BAUL, LABOR RELATIONS SPECIALIST By________________________________ JORDAN RIDER, LABOR RELATIONS SPECIALIST 41 5/7/26 STATE OF NEW YORK ) ) SS: COUNTY OF DUTCHESS ) On this _____ day of ________________, 2026, before me, the subscriber, a Notary Public in and for State, personally appeared SUSAN J. SERINO, personally known to me, who being duly sworn, did depose and say: That she resides at ________________, New York; that she is the County Executive of the COUNTY OF DUTCHESS, the corporation described in and which executed the foregoing instrument; and that she signed her name thereto pursuant to the authority of the Charter of the County of Dutchess. ______________________________ Notary Public STATE OF NEW YORK ) ) SS: COUNTY OF DUTCHESS ) On this ______ day of _________________, 2026, before me, the subscriber, a Notary Public in and for State, personally appeared ANDREW K. CALAMARI, personally known to me or proved to me on the basis of satisfactory evidence to be the individual whose name is subscribed to the within instrument and acknowledged to me that he executed the same in his capacity, and that by his signature on the instrument, the individual or the person upon behalf of which the individual acted, executed the instrument. ______________________________ Notary Public STATE OF NEW YORK ) ) SS: COUNTY OF DUTCHESS ) On this ________ day of _______________, 2026, before me, the subscriber, personally appeared HOWARD BAUL, personally known to me or proved to me on the basis of satisfactory evidence to be the individual whose name is subscribed to the within instrument and acknowledged to me that he executed the same in his capacity, and that by his signature on the instrument, the individual or the person upon behalf of which the individual acted, executed the instrument. ______________________________ Notary Public 42 5/7/26 STATE OF NEW YORK ) ) SS: COUNTY OF DUTCHESS ) On this ________ day of _______________, 2026, before me, the subscriber, personally appeared JORDAN RIDER, personally known to me or proved to me on the basis of satisfactory evidence to be the individual whose name is subscribed to the within instrument and acknowledged to me that she executed the same in her capacity, and that by her signature on the instrument, the individual or the person upon behalf of which the individual acted, executed the instrument. ______________________________ Notary Public 43 APPENDIX A Titles Of Bargaining Unit Members Titles Excluded from Overtime Compensation at Time & One Half Titles Requiring Twenty Days Notice of Separation Title 911 CAD Coordinator 911 Operations Supervisor Academy of Music Assistant (DCC) Accountant Accounting Clerk Accounting Supervisor I Accounting Supervisor I| Administrative Assistant Administrative Services Coordinator Aging Information Services Specialist Aging Services Aide Agricultural Navigator Airport Maintenance Mechanic | Airport Maintenance Mechanic I Trainee Airport Maintenance Mechanic I| Airport Maintenance Supervisor Alternatives To Incarceration (ATI) Worker Architectural Technician Archivist Assistant Civil Engineer | Assistant Civil Engineer II (Design) Assistant Coordinator for Children with Special Needs Assistant Director of Public Health Nursing Assistant Park Naturalist Assistant Purchasing Agent Assistant Social Welfare Manager I| Assistant To The Commissioner For Program Planning and Evaluation Assistant Tree Climber Associate Public Health Sanitarian Athletic Facilities and Equipment Attendant Athletic Facilities and Equipment Attendant/Intramural Director Auditor Automotive and Equipment Mechanic Automotive Mechanic Grade Allocation 16 17 10 16 16 12 15 15 5 16 11 10 12 15 17 15 13 17 19 17 19 9 14 16 18 11 19 5 5 16 13 Work Week 35 40 35 35 35 35 35 35 35 35 40 35 40 40 40 40 35 35 35 35 35 35 35 35 35 35 40 35 40 40 35 40 40 Excluded Excluded 44 Automotive Mechanic Helper Automotive Parts Specialist Automotive Service Center Supervisor Behavioral Health Specialist Behavioral Health Specialist I| Billing Manager Biology Teaching Laboratory Coordinator Biostatistician Bridge Maintainer Bridge Maintainer Trainee Bridge Maintenance Supervisor Building Maintenance Mechanic I Building Maintenance Mechanic I (H & V) Building Maintenance Mechanic I| Building Maintenance Mechanic I| (H & V) Building Maintenance Mechanic I!! Building Maintenance Mechanic III (H & V) Building Maintenance Supervisor Bus Driver I Bus Driver Il Bus Driver IIl Business Manager Buyer Campus Guard Campus Investigator Campus Peace Officer Campus Safety Dispatcher Carpenter Case Manager Aide Case Manager Aide (Spanish Speaking) Case Manager l Case Manager I (Spanish Speaking) Case Manager I! Case Manager II (CPS) Case Supervisor Case Supervisor I| Chemical Dependency Counselor Chemical Dependency Counselor Assistant Chemistry Teaching Lab Assistant Chemistry Teaching Lab Coordinator Chief Engineer 9 12 15 15 16 14 13 16 10 9 14 8 10 11 12 13 13 16 9 12 14 12 7 15 13 12 13 7 13 13 15 15 16 17 14 13 12 14 18 45 40 40 40 35 35 35 40 35 40 40 40 40 40 40 40 40 40 40 40 40 40 35 35 40 35 40 40 40 35 35 35 35 35 35 35 35 35 35 40 40 40 Excluded Excluded Required Chief Medical Investigator-Forensic Cleaner Clerk Clerk (Spanish Speaking) Clinical Program Manager Communicable Disease Coordinator Communications Clerk Communications Systems Specialist Community Benefits Specialist Community Development Administrator Community Development Coordinator Community Health Medical Assistant (Spanish Speaking) Community Health Nurse Community Health Outreach Coordinator (Spanish Speaking) Community Health Outreach Worker (Spanish Speaking) Community Investment Program Specialist Community Mental Health Aide Community Mental Health Aide (Spanish Speaking) Community Mental Health Counselor Community Mental Health Nurse Construction Equipment Mechanic Aide Construction Equipment Mechanic I Construction Equipment Mechanic I/ Construction Equipment Operator I Construction Equipment Operator I - Mechanic Construction Equipment Operator I| Construction Equipment Operator II - Instructor Construction Equipment Operator I| - Mechanic Construction Equipment Welder I Construction Equipment Welder II Consumer Services Inspector I Consumer Services Inspector I Trainee Consumer Services Inspector Il Contract Specialist Coordinator of Special Needs Services Courier Crime Analyst Criminal Justice Intake Specialist Cyber Security Administrator Cyber Security Analyst Database Administrator 17 5 5 5 20 17 8 17 11 18 17 10 14 12 9 15 12 12 15 14 9 13 14 11 11 12 13 12 12 12 11 13 13 19 6 14 19 17 16 46 35 40 35 35 35 35 40 35 35 35 35 35 35 35 35 35 35 35 35 35 40 40 40 40 40 40 40 40 40 40 35 35 35 35 35 35 35 35 35 35 35 Excluded Excluded Excluded Excluded Excluded Required Delivery Driver Director of Emergency Management Director of Services Director of Weights and Measures B Director of Youth Services Discovery Software Assistant Domestic Violence Outreach Worker Drafting Technician I Drafting Technician II Early Intervention Assistant (Spanish Speaking) Early Intervention Specialist Electrician I Electrician Il Electronic Equipment Repair Specialist Emergency Management Coordinator Emergency Medical Services Coordinator Emergency Preparedness Coordinator Emergency Response Logistics Coordinator Enforcement Technician Engineering Aide Environmental Program Director Environmental/Sustainability Specialist Epidemiologist Equipment Mechanic Supervisor I Equipment Mechanic Supervisor I| Family Peer Advocate Financial Analyst (County) Fire Coordinator Fire Instructor G.I.S. Analyst G.I.S. Project Coordinator G.I.S. Specialist G.I.S. Technician Garage Superintendent Grand Jury Reporter Grants Program Coordinator Graphic Designer Graphics Specialist Groundskeeper I Groundskeeper I! Home Energy Assistance Program (HEAP) Examiner 19 18 15 17 14 12 9 11 10 15 13 15 17 17 17 17 14 8 10 20 14 17 14 15 12 17 13 15 16 14 12 16 16 15 16 12 6 10 11 40 35 35 35 35 35 35 35 35 35 35 40 40 35 35 35 35 35 35 35 35 40 40 35 35 35 35 35 35 35 35 40 35 35 35 35 40 40 35 Excluded Excluded Excluded Excluded Excluded Excluded 47 Heating and Ventilating Supervisor Heating and Ventilating Technician Helpline Crisis Counselor Helpline Crisis Counselor I| Home Delivered Meals Coordinator Homeless Shelter Director Houskeeper I (DCC) Houskeeper II (DCC) Housekeeping Supervisor Infrastructure Administrator Infrastructure Systems Specialist (DCC) Information Technology Business Administrator Instructional Media Services Assistant Instructional Media Technician Investigator (District Attorney) Investigator (Public Defender) Junior Accountant Junior Auditor Junior Civil Engineer Junior Planner Junior Programmer/Analyst (GIS) Junior Systems Programmer Labor Supervisor Laborer Law Enforcement Coordinator (Child Advocacy Center) Legal Secretary Library Clerk (DCC) Lieutenant of Campus Safety/Investigator Lifeguard Locksmith Maintenance Superintendent Medical Assistant (DCC) Medical Examiner Technician Medical Reserve Corps (MRC) Coordinator Medicolegal Death Investigator Microcomputer Services Supervisor Microcomputer System Administrator Microcomputer/Network Support Specialist Microcomputer/Virtualization Support Specialist (DCC) Microcomputer/Word Processing Support Assistant Mortuary Technician 16 14 15 16 11 17 6 10 16 19 18 15 13 16 16 12 13 15 13 15 17 14 8 17 11 6 16 6 12 16 10 13 14 12 Excluded Excluded Excluded Excluded 17 17 14 11 48 40 40 35 35 35 35 40 40 40 35 35 35 40 40 35 35 35 35 35 35 35 35 40 40 35 35 35 40 40 40 40 35 35 35 35 35 35 35 35 35 35 Excluded Excluded Excluded Excluded Motor Equipment Operator Motor Equipment Operator Trainee Motor Vehicle Clerk Network Administrator Network Administrator (DCC) Nurse Practitioner Nutrition Services Coordinator Office Assistant Office Assistant (Spanish Speaking) Offset Printer Outreach Coordinator Painter l Painter Il Park Attendant Park Maintenance Mechanic Park Manager Park Naturalist Parking Lot Attendant Parks Superintendent Payroll Clerk Planner Plumber Principal Accounting Clerk Principal Library Clerk (DCC) Principal Motor Vehicle Clerk Principal Program Assistant Principal Registry Clerk Print Shop Coordinator (DCC) Print Shop Supervisor Probation Assistant Probation Intake Worker Probation Officer 1 Probation Officer I (Spanish Speaking) Probation Officer I Trainee Probation Officer I Trainee (Spanish Speaking) Probation Officer Il Probation Supervisor I Program Assistant Program Assistant (Spanish Speaking) Programmer/Analyst Trainee Programmer/Analyst 10 10 19 19 21 15 6 6 11 12 = 12 6 11 14 11 9 16 11 15 13 12 12 12 12 12 12 13 12 11 15 15 16 18 8 8 15 17 49 40 40 35 35 35 35 35 35 35 35 35 40 40 40 40 40 40 40 35 35 40 35 35 35 35 35 35 35 35 35 35 35 35 35 35 35 35 35 35 35 Excluded Excluded Excluded Required Excluded Excluded Excluded Programmer/Analyst (GIS) Psychiatrist | Psychiatrist I| Psychologist I Psychologist I| Psychologist I!! Public Health Advisor Public Health Education Coordinator Public Health Engineer Public Health Engineering Technician Public Health Nurse Public Health Nutrition Coordinator Public Health Sanitarian Public Safety Call Taker Public Safety Dispatcher / Public Safety Dispatcher I| Public Safety Dispatcher Trainee Purchasing Agent Quality Improvement Coordinator Real Property Information System Specialist Real Property Information System Technician Real Property Information System Technician Trainee Real Property Tax Services Assistant Receiving Registry Clerk Receptionist Receptionist (Spanish Speaking) Recovery Coach Recovery Coach II Registered Professional Nurse Rehabilitation Specialist Reproduction Specialist Research Assistant Research Assistant (DCC) Resource Consultant Road Maintainer Road Maintenance Supervisor Safety Coordinator Safety Specialist Safety Specialist (Transit) Secretary Security Guard 17 27 28 19 20 21 15 15 17 13 15 15 14 10 13 14 12 16 18 16 14 12 12 10 6 6 11 12 13 14 15 15 13 9 14 15 13 14 10 5 Excluded 50 35 35 35 35 35 35 35 35 35 35 35 35 35 40 40 40 40 35 35 35 35 35 35 35 35 35 35 35 35 35 35 35 35 35 40 40 35 35 35 35 40 Excluded Excluded Excluded Excluded Excluded Excluded Required Required Required Required Required Excluded Security Systems Specialist Senior Accountant Senior Auditor Senior Automotive Mechanic Senior Bridge Maintainer Senior Campus Guard Senior Carpenter Senior Communications Clerk Senior Engineering Aide Senior Housekeeper Senior IT Support Administrator (DCC) Senior Legal Secretary Senior Library Clerk (DCC) Senior Network Administrator Senior Network Administrator (DCC) Senior Office Assistant Senior Park Maintenance Mechanic Senior Payroll Clerk Senior Planner Senior Plumber Senior Program Assistant Senior Public Health Advisor Senior Public Health Education Coordinator Senior Public Health Engineer Senior Public Health Sanitarian Senior Public Safety Dispatcher Senior Site Manager Senior Systems Architecture Administrator (DCC) Senior Tax Map Technician Senior Web Designer/Analyst Senior Youth Worker Sergeant Campus Peace Officer Sign Maker Site Manager Social Welfare Manager l Social Welfare Manager li Social Welfare Specialist Social Welfare Worker I Social Welfare Worker I| Social Worker Social Worker I| 15 17 17 14 12 10 14 11 12 12 19 12 9 20 20 8 12 12 17 14 10 16 16 19 17 15 10 20 13 18 14 14 10 9 15 17 13 11 12 15 16 35 35 35 40 40 40 40 40 35 40 35 35 35 35 35 35 40 35 35 40 35 35 35 35 35 40 35 35 35 35 35 40 40 40 35 35 35 35 35 35 35 Excluded Excluded Excluded Excluded Excluded Excluded Excluded Excluded Excluded Required Required Social Worker I (Spanish Speaking) Social Worker III Software Applications Specialist Software Specialist (CCBET) Software Specialist (CCBET) Trainee Solid Waste Compliance Inspector Special Programs Systems Specialist (DCC) Stock Clerk Helper Stockroom Assistant Stockroom Supervisor Stop DWI/Traffic Safety Administrator Student Financial Services Systems Specialist (DCC) Supervising Alternatives To Incarceration (ATI) Worker Supervising Criminal Justice Intake Specialist Supervising Helpline Crisis Counselor Supervising Motor Vehicle Clerk Supervising Office Assistant Supervising Public Health Engineer Supervising Public Health Nurse Supervising Registry Clerk Supervisor of Athletic Facilities Supervisor of Grounds and Equipment Supervisor of Health Services (DCC) Supervisor of Special Investigations Supervisor of Student Accounts Systems Analyst Systems Analyst (GIS) Systems Specialist (CCBET) Tax Collection Supervisor Tax Map Technician Tax Map Technician Trainee Teaching Laboratory Assistant Teaching Laboratory Supervisor Tire Mechanic Title Searcher Title Searcher Trainee Traffic Engineer Transit Building and Maintenance Aide Transit Building and Maintenance Aide Trainee Transit Equipment Mechanic Transit Equipment Mechanic Aide 16 17 18 18 17 14 14 9 14 15 = 18 13 17 14 10 20 17 14 11 16 17 16 14 19 19 18 14 12 11 10 11 11 12 11 18 11 13 12 35 35 35 35 35 35 35 40 40 40 35 35 35 35 35 35 35 35 35 35 40 40 35 35 35 35 35 35 35 35 35 40 40 40 35 35 35 40 40 40 40 Excluded Excluded Excluded Excluded Required Required Excluded Excluded Excluded Excluded Excluded Excluded 52 Transit Equipment Mechanic Supervisor Transit Garage Superintendent Transit Operations Assistant Transit Operations Supervisor Transit Operations Supervisor I| Transit Services Assistant Transit System Technician Transportation Program Administrator Tree Climber Tree Maintenance Supervisor Tree Trimmer Tree Trimmer Trainee User Services Administrator User Services Liaison Veterans Counselor Veterans Outreach Coordinator Vocational Counselor Warehouse Supervisor Waterfront Director Web Designer/Analyst Welfare Management System Program Assistant Youth and Community Engagement Specialist Youth Programs Analyst Youth Worker 15 16 8 14 15 8 14 19 12 14 10 9 15 12 12 13 12 12 17 14 40 40 40 40 40 35 35 35 40 40 40 40 35 35 35 35 35 40 35 35 35 35 35 Excluded Excluded Excluded 12 Employees appointed to the designated titles in the departments set forth below shall be excluded from the bargaining unit: Board of Election Sheriff's Department and Jail County Attorney's Office County Executive's Office Department of Mental Health Public Works Department: Community & Family Services Dutchess Community College Human Resources/Risk Management All Titles All Titles Legal Secretary (4) All Titles Support Services Assistant (3) Secretary (1) Office Manager (1) Secretary (1) Director of Services (1) Administrative Assistant (1) Personnel Assistant (1) Administrative Assistant (3) Accountant 53 APPENDIX B 2024 SALARY SCHEDULE 2024 SALARY SCHEDULE 2024 Salary Schedule Plus 3.75% Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Average Increment 4 37,135 38,065 39,018 39,994 40,992 42,020 43,066 44,146 45,250 1,014 5 38,534 39,496 40,485 41,494 42,534 43,598 44,684 45,801 46,945 1,051 6 39,875 40,874 41,895 42,941 44,015 45,113 46,243 47,396 48,581 1,088 7 41,501 42,538 43,604 44,696 45,808 46,955 48,131 49,334 50,566 1,133 8 43,408 44,492 45,605 46,747 47,916 49,115 50,343 51,599 52,889 1,185 9 45,576 46,717 47,886 49,082 50,306 51,567 52,855 54,175 55,529 1,244 10 48,008 49,212 50,436 51,702 52,992 54,318 55,677 57,068 58,495 1,311 11 50,978 52,252 53,558 54,896 56,265 57,676 59,117 60,592 62,108 1,391 12 54,755 56,125 57,529 58,963 60,441 61,953 63,500 65,084 66,711 1,495 13 60,204 61,709 63,252 64,835 66,456 68,119 69,821 71,564 73,351 1,643 14 65,924 67,572 69,262 70,989 72,765 74,585 76,450 78,359 80,317 1,799 15 71,640 73,429 75,264 77,146 79,079 81,053 83,080 85,155 87,284 1,956 16 77,351 79,283 81,266 83,297 85,380 87,511 89,699 91,940 94,238 2,111 17 83,044 85,120 87,249 89,431 91,668 93,957 96,306 98,715 101,182 2,267 18 88,751 90,968 93,242 95,571 97,962 100,413 102,921 105,490 108,127 2,422 19 94,438 96,804 99,223 101,701 104,247 106,850 109,520 112,256 115,061 2,578 20 100,142 102,646 105,213 107,844 110,540 113,305 116,132 119,034 122,011 2,734 21 105,869 108,516 111,230 114,007 116,857 119,781 122,778 125,844 128,990 2,890 27 195,907 197,096 198,280 199,465 200,651 201,834 203,022 204,206 205,419 1,186 28 204,211 205,396 206,580 207,766 208,951 210,136 211,323 212,508 213,720 1,185 54 APPENDIX C.1 2025, 2026, 2027, 2028 SALARY SCHEDULES 2025 SALARY SCHEDULE 2025 SALARY SCHEDULE PLUS 3.25% Or At Least $2,250 Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Average Increment 5 40,784 41,746 42,735 43,744 44,784 45,848 46,934 48,051 49,195 1,051 6 42,125 43,124 44,145 45,191 46,265 47,363 48,493 49,646 50,831 1,088 7 43,751 44,788 45,854 46,946 48,058 49,205 50,381 51,584 52,816 1,133 8 45,658 46,742 47,855 48,997 50,166 51,365 52,593 53,849 55,139 1,185 9 47,826 48,967 50,136 51,332 52,556 53,817 55,105 56,425 57,779 1,244 10 50,258 51,462 52,686 53,952 55,242 56,568 57,927 59,318 60,745 1,311 11 53,228 54,502 55,808 57,146 58,515 59,926 61,367 62,842 64,358 1,391 12 57,005 58,375 59,779 61,213 62,691 64,203 65,750 67,334 68,961 1,495 13 62,454 63,959 65,502 67,085 68,706 70,369 72,090 73,890 75,735 1,660 14 68,174 69,822 71,513 73,296 75,130 77,009 78,935 80,906 82,927 1,844 15 73,968 75,815 77,710 79,653 81,649 83,687 85,780 87,923 90,121 2,019 16 79,865 81,860 83,907 86,004 88,155 90,355 92,614 94,928 97,301 2,180 17 85,743 87,886 90,085 92,338 94,647 97,011 99,436 101,923 104,470 2,341 18 91,635 93,924 96,272 98,677 101,146 103,676 106,266 108,918 111,641 2,501 19 97,507 99,950 102,448 105,006 107,635 110,323 113,079 115,904 118,800 2,662 20 103,397 105,982 108,632 111,349 114,133 116,987 119,906 122,903 125,976 2,822 21 109,310 112,043 114,845 117,712 120,655 123,674 126,768 129,934 133,182 2,984 27 202,274 203,502 204,724 205,948 207,172 208,394 209,620 210,843 212,095 1,228 28 210,848 212,071 213,294 214,518 215,742 216,965 218,191 219,415 220,666 1,227 55 2026 SALARY SCHEDULE 2026 Salary Schedule Plus 3.25% Or At Least $2,000 Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Average Increment 5 42,784 43,746 44,735 45,744 46,784 47,848 48,934 50,051 51,195 1,051 6 44,125 45,124 46,145 47,191 48,265 49,363 50,493 51,646 52,831 1,088 7 45,751 46,788 47,854 48,946 50,058 51,205 52,381 53,584 54,816 1,133 8 47,658 48,742 49,855 50,997 52,166 53,365 54,593 55,849 57,139 1,185 9 49,826 50,967 52,136 53,332 54,556 55,817 57,105 58,425 59,779 1,244 10 52,258 53,462 54,686 55,952 57,242 58,568 59,927 61,318 62,745 1,311 11 55,228 56,502 57,808 59,146 60,515 61,926 63,367 64,884 66,450 1,403 12 59,005 60,375 61,779 63,213 64,728 66,290 67,887 69,522 71,202 1,525 13 64,484 66,038 67,631 69,265 70,939 72,656 74,433 76,291 78,196 1,714 14 70,390 72,091 73,837 75,678 77,572 79,512 81,500 83,535 85,622 1,904 15 76,372 78,279 80,236 82,242 84,303 86,407 88,568 90,780 93,050 2,085 16 82,461 84,520 86,634 88,799 91,020 93,292 95,624 98,013 100,463 2,250 17 88,530 90,742 93,013 95,339 97,723 100,164 102,668 105,235 107,865 2,417 18 94,613 96,977 99,401 101,884 104,433 107,045 109,720 112,458 115,269 2,582 19 100,676 103,198 105,778 108,419 111,133 113,908 116,754 119,671 122,661 2,748 20 106,757 109,426 112,163 114,968 117,842 120,789 123,803 126,897 130,070 2,914 21 112,863 115,684 118,577 121,538 124,576 127,693 130,888 134,157 137,510 3,081 27 208,848 210,116 211,378 212,641 213,905 215,167 216,433 217,695 218,988 1,268 28 217,701 218,963 220,226 221,490 222,754 224,016 225,282 226,546 227,838 1,267 56 2027 SALARY SCHEDULE 2027 Salary Schedule Plus 3.25% Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Average Increment 5 44,174 45,168 46,189 47,231 48,304 49,403 50,524 51,678 52,859 1,086 6 45,559 46,591 47,645 48,725 49,834 50,967 52,134 53,324 54,548 1,124 7 47,238 48,309 49,409 50,537 51,685 52,869 54,083 55,325 56,598 1,170 8 49,207 50,326 51,475 52,654 53,861 55,099 56,367 57,664 58,996 1,224 9 51,445 52,623 53,830 55,065 56,329 57,631 58,961 60,324 61,722 1,285 10 53,956 55,200 56,463 57,770 59,102 60,471 61,875 63,311 64,784 1,354 11 57,023 58,338 59,687 61,068 62,482 63,939 65,426 66,993 68,610 1,448 12 60,923 62,337 63,787 65,267 66,832 68,444 70,093 71,781 73,516 1,574 13 66,580 68,184 69,829 71,516 73,245 75,017 76,852 78,770 80,737 1,770 14 72,678 74,434 76,237 78,138 80,093 82,096 84,149 86,250 88,405 1,966 15 78,854 80,823 82,844 84,915 87,043 89,215 91,446 93,730 96,074 2,153 16 85,141 87,267 89,450 91,685 93,978 96,324 98,732 18 97,688 100,129 102,632 105,195 107,827 110,524 103,728 116,113 101,198 113,286 119,015 2,323 17 91,407 93,691 96,036 98,438 100,899 103,419 106,005 108,655 111,371 2,496 2,666 19 103,948 106,552 109,216 111,943 114,745 117,610 120,549 123,560 126,647 2,837 20 110,227 112,982 115,808 118,704 121,672 124,715 127,827 131,021 134,297 3,009 21 116,531 119,444 122,431 125,488 128,625 131,843 135,142 138,517 141,979 3,181 27 215,636 216,945 218,248 219,552 220,857 222,160 223,467 224,770 226,105 1,309 28 224,776 226,079 227,383 228,688 229,994 231,297 232,604 233,909 235,243 1,308 57 2028 SALARY SCHEDULE 2028 Salary Schedule Plus 3.25% Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Average Increment 5 45,610 46,636 47,690 48,766 49,874 51,009 52,166 53,358 54,577 1,121 6 47,040 48,105 49,193 50,309 51,454 52,623 53,828 55,057 56,321 1,160 7 48,773 49,879 51,015 52,179 53,365 54,587 55,841 57,123 58,437 1,208 8 50,806 51,962 53,148 54,365 55,611 56,890 58,199 59,538 60,913 1,263 9 53,117 54,333 55,579 56,855 58,160 59,504 60,877 62,285 63,728 1,326 10 55,710 56,994 58,298 59,648 61,023 62,436 63,886 65,369 66,889 1,397 11 58,876 60,234 61,627 63,053 64,513 66,017 67,552 69,170 70,840 1,496 12 62,903 64,363 65,860 67,388 69,004 70,668 72,371 74,114 75,905 1,625 13 68,744 70,400 72,098 73,840 75,625 77,455 79,350 81,330 83,361 1,827 14 75,040 76,853 78,715 80,677 82,696 84,764 86,884 89,053 91,278 2,030 15 81,417 83,450 85,536 87,675 89,872 92,114 94,418 96,776 99,196 2,222 16 87,908 90,103 92,357 94,665 97,032 99,455 17 94,378 96,736 99,157 101,637 104,178 106,780 109,450 112,186 114,991 2,577 18 100,863 103,383 105,968 108,614 111,331 114,116 101,941 107,099 119,887 104,487 116,968 122,883 2,399 2,753 19 107,326 110,015 112,766 115,581 118,474 121,432 124,467 127,576 130,763 2,930 20 113,809 116,654 119,572 122,562 125,626 128,768 131,981 135,279 138,662 3,107 21 120,318 123,326 126,410 129,566 132,805 136,128 139,534 143,019 146,593 3,284 27 222,644 223,996 225,341 226,687 228,035 229,380 230,730 232,075 233,453 1,351 28 232,081 233,427 234,773 236,120 237,469 238,814 240,164 241,511 242,888 1,351 58 APPENDIX C.2 LONGEVITY SCHEDULE Effective 1/1/24 5 $1,245 6 $1,275 7 $1,310 Grade $1,453 $1,518 8 $1,352 9 $1,400 10 11 12 $1,601 13 $1,720 14 $1,846 15 $1,971 16 $2,096 17 $2,221 18 $2,346 19 $2,471 20 $2,596 21 $2,722 27 $4,154 28 $4,306 59 APPENDIX C.3 ON-CALL COMPENSATION SCHEDULE Grade On-Call Every 3 Weeks or Less On-Call Every Week or Every Other Week 5 $84 $148 6 $86 $152 7 $89 $158 8 $92 $164 9 $96 $172 10 $100 $180 11 $105 $190 12 $112 $204 13 $121 $222 14 $131 $242 15 $141 $262 16 $151 $282 17 $161 $302 18 $170 $320 19 $180 $340 20 $190 $360 21 $200 $380 27 $320 $620 28 $320 $620 60 APPENDIX D RULES FOR THE ADMINISTRATION OF THE SALARY PLAN 1. NEW APPOINTEES: A new appointee appointed to a position in a class shall be paid the minimum rate paid for the class unless the Commissioner of Human Resources, after consultation with the department head, shall certify to the County Legislature that it is impracticable to recruit at that particular time for the position at the then minimum salary. The County Legislature may then authorize recruitment at a higher step of the salary scale for such position. 2. TEMPORARY OR PROVISIONAL APPOINTEES: An employee who has been continuously employed under temporary or provisional appointment shall, upon appointment on a permanent basis to a position with the same class title, be credited with the length of time as a provisional or temporary employee in determining the salary of his position. 3. PROMOTIONS AND VOLUNTARY DEMOTIONS: When an Employee is promoted to a position in a higher grade, he shall be placed on that step of the new grade which is closest to the sum of his former rate plus two average increment steps in the new grade. When an Employee elects a voluntary demotion to a position in a lower grade, he shall be placed on the same increment step in the new grade as he was on in the former grade. 4. REASSIGNMENTS: There shall be no immediate change in the salary rate of an employee reassigned to a new position unless his salary is below the approved minimum of the new position. If any employee is reassigned to a position having a higher salary range than the class from which he was reassigned, such change shall be deemed to be a promotion and the legal provisions governing promotions will apply. 5. REALLOCATION: When an employee's position is reallocated or reclassified downward, the employee shall continue at the same grade and step, receiving increments and longevities as though no reallocation took place. New employees hired to this position shall be hired at the new and lower grade. When an employee’s position is reallocated or reclassified (unless upward reclassification is deemed a promotion for Civil Service purposes, in which case the promotion rule is applicable), the employee shall be placed on that step of the new grade which is nearest to but higher than his/her present salary and shall be, entitled to such annual increments and longevities which may be due. Rule 5 shall not apply to Psychiatrists on staff on the date of ratification of this Agreement. 6. REINSTATEMENTS: A reinstated employee shall be paid at a salary rate within the approved salary range for the position to which he is reinstated, but not in excess of the salary received at the time he 61 vacated his position. If an appointment to a higher level positions fails to mature into a permanent appointment and the employee is reinstated to his former position without a break in service, the employee shall be placed at the step he would have received had he remained in the former position and had the unit head awarded the increments in accordance with the annual review. 7. PART-TIME OR HOURLY EMPLOYMENT: 8. All rates prescribed in the scales of pay are the standard rates of pay authorized for full- time employment. When employment is on a part-time or hourly basis, only the proportionate part of the rate for the time actually employed shall be paid. TEMPORARY ASSIGNMENT IN HIGHER GRADE POSITION: An employee assigned on a temporary or limited basis to a higher grade position shall receive the minimum of the higher grade position during such assignment unless his present rate of pay exceeds such minimum. Under such circumstances, the employee will be compensated in accordance with the procedure for promotion (Rule 3 above). This rule shall not be applicable in those instances where a temporary assignment is made as a result of either (1) one vacation period per calendar year (not to exceed three weeks) taken by another employee in a higher level position; or (2) the absence of any employee for a period of one workday or less. 9. TRAINEES: Persons appointed to trainee positions shall be paid either one grade below the minimum of the grade for a one-year traineeship. For a two year traineeship, a trainee shall be paid two grades below the minimum of the grade for the first year and one grade below the minimum of the grade for the second year. Upon completion of the trainee program, the trainee shall be paid in accordance with the salary grade established for the class. This rule may be modified in exceptional cases by agreement of the County and the Union. 10. STEP PLACEMENT FOR NURSE PRACTITIONER, PSYCHIATRIST I, AND PSYCHIATRIST II: The Commissioner of Behavioral and Community Health may authorize the appointment of a Nurse Practitioner, Psychiatrist I, or Psychiatrist II, to the grade and step in grade, which reflects the appointees’ education, experience (post residency for Psychiatrists), and certification(s). 11. IMPLEMENTATION OF STEP 9: All full-time employees on Step 8 as of December 31, 2014 shall move to Step 9 on January 1, 2016. Hourly and part-time employees on Step 8 as of December 31, 2014 will be reviewed in accordance with contract provisions to determine eligibility for movement to Step 9 on January 1, 2016. All other employees will continue to progress through the salary schedule in accordance with existing contract provisions. 62 APPENDIX E DISABILITY BENEFITS WEEKLY DISABILITY INCOME: 50% of average weekly wage, maximum of $340.00 per week; minimum of $15.00 per week DURATION OF BENEFITS: 26 weeks of disability per 52 weeks. WAITING PERIOD: 7 days. The parties shall continue to share premium costs in the proportion 70% County share, 30% Employee share, provided, however, the County share shall never exceed $9.00 per month per eligible Employee. All premium costs above $9.00 per month otherwise attributable to the County shall be paid by each eligible Employee. 63 APPENDIX F RULES FOR EMERGENCY RESPONSE DISPATCH 24 HOUR SCHEDULING ROTATION 1. COVERED TITLES: The following titles in the Department of Emergency Response may be assigned to the scheduling provisions in this appendix (fulltime only, and includes any successor or new titles of similar functionality): Public Safety Call Taker Public Safety Dispatch Trainee Public Safety Dispatcher I Public Safety Dispatcher II Senior Public Safety Dispatcher 2. SCHEDULING STRUCTURE: Covered titles in the Department of Emergency Response shall be assigned to one of a variety of four (4) week rotations of predominately ten (10) and fourteen (14) hour work periods in a combination of three (3) and four (4) day weeks. A schedule of assignments follows. Additional similar rotations of approximately the same duration may also be established from time to time consistent with the needs of the department. Employees may be assigned to different schedules depending upon the needs of the department including a limited number of eight (8) hour shifts. If, in addition to those presently working eight (8) hour shifts, the County establishes other eight (8) hour shifts, it will seek volunteers to fill such additional shifts. If there are no qualified volunteers, an employee(s) shall be assigned to each shift based on reverse seniority taking into the consideration the needs of the department. 3. WORKING HOURS AND ASSIGNMENT: In those weeks where the schedule calls for thirty-seven (37) hours, employees shall be scheduled to work an additional three (3) hours to complete the forty (40) hour work week as otherwise provided herein. The County shall establish a recurring training, staff or special meeting schedule for the three (3) hours. The County shall give any affected employee two (2) weeks' notice of a change of such schedule. If the three (3) hours are not scheduled for training, staff, or special meetings, the employee may be assigned regular dispatching duties to work those three (3) hours during that work week. Shift differential will be paid according to when working or benefit hours actually occur. 4. HOLIDAY ACCRUAL: Covered employees working other than eight (8) hour shifts will be prospectively awarded an accrual of forty-eight (48) hours of Holiday time on January 1, and fifty-six (56) hours of Holiday time on July 1 of each calendar year (based on eight (8) hours per Holiday that occur in the time period). This award is intended to provide flexibility to cover Holidays without creating the need to supplement time-off with additional benefit time. A. NEW HIRES TO COVERED TITLES: 64 Employees hired into a covered title will remain covered by the provisions of Article VI, Section 4 and Article VII, Section 1 until the first January 1st or July 1st following completion of the Probationary Period. B. PROMOTIONS/DEMOTIONS: C. Employees in a covered title that are promoted, demoted, or otherwise appointed to another covered title will remain covered by this alternate Holiday Accrual. WORKING ON A (ACTUAL) HOLIDAY: A covered employee who is required to work on a Holiday shall be paid at the rate of time and one half the hours worked. D. PAYMENT OF HOLIDAY TIME: Article VI, Section 4 allows an employee working an actual Holiday to also receive their Holiday accrual as pay, therefore any covered employee working a Holiday (actual) may also use a corresponding number of Holiday hours to receive as pay. If a Holiday occurs on a normal day off (previously Article VI, Section 5) a covered employee may use up to eight (8) hours of accrued Holiday time to receive as pay. In both scenarios, for the purpose of FLSA and overtime, these awards of Holiday pay will not be considered time worked. The decision to receive Holiday time as pay will be in the discretion of the employee. For the purpose of this section, the Holiday (actual) is the twenty-four (24) hour period of the actual holiday. If/when a shift occurs on multiple calendar days, only the portion of the shift occurring on the Holiday (actual) is eligible for this benefit section. E. USE/APPROVAL OF HOLIDAY TIME: Approval for use of Holiday time is in Department discretion taking into consideration the needs of the Department and employee. F. ADJUSTMENT OF HOLIDAY TIME: 1. 2. Covered employees who separate from service or move to a non-covered position, will forfeit eight (8) hours per Holiday that has not yet occurred within the six (6) month accrual period. For example, an employee who separates December 15th will forfeit eight (8) hours for the Christmas Holiday that has not yet occurred. Covered employees on an unpaid leave of absence (unprotected) of at least five (5) days in a two (2) week period will forfeit time corresponding to the amount of calendar time missed. For example, January 1 – June 30 is one hundred eighty- one (181) days (non-leap year) and an employee has an unpaid, unprotected leave starting March 16 through April 20 (employee returns April 21). This is a period of thirty-six (36) days missed or 19.89% of the period. When applied to the January accrual of forty-eight (48) hours, this creates a forfeit amount of 9.55 Holiday hours. 65 3. If there is an insufficient accrual balance to recoup an amount due, the corresponding value may be withheld from a future/final paycheck. G. PAYOUT BALANCE: Any accrued and unused Holiday time will be paid effective the end of the calendar year and will not carry-over into future years. Additionally, any covered employees who separate from service or move to a non-covered position will receive any pay for outstanding Holiday accruals after applicable adjustments in sub-section F. 66 APPENDIX G STIPULATIONS Attached are some of the most frequently used Stipulations. Other Stipulations, not attached, remain in effect unless they have “sunset” by their terms or have otherwise been terminated. 1. CSEA PARKING DEDUCTION STIPULATION UNDATED 2. TRAINEE STIPULATION DATED: MARCH 23, 1987 3. VACATION ACCRUAL STIPULATION EFFECTIVE: DECEMBER 31, 1996 4. PARKING AT THE DEPARTMENT OF COMMUNITY AND FAMILY SERVICES BUILDING LOT DATED: AUGUST 28, 2018 5. CHILD PROTECTIVE SERVICES STIPEND STIPULATION DATED SEPTEMBER 1, 2019 6. DEPARTMENT OF PUBLIC WORKS PUBLIC TRANSIT DIVISION MEMORANDUM OF AGREEMENT DATED: APRIL 22, 2022 67 CSEA PARKING DEDUCTION STIPULATION IT IS HEREBY STIPULATED AND AGREED TO by and between the parties that: A. Parking Deduction - CSEA has asked the County to take a payroll deduction from requesting employees so that CSEA may contract to secure bulk parking spaces from the City of Poughkeepsie at a discount for certain unit employees. In addition to its obligation to make certain payroll deductions set forth in Section 2 "Membership Dues" of Article II of the contract, the County agrees to make an additional payroll deduction as set forth below: 1. The County will make bi-weekly (14 day) payroll deductions in the amount designated by the employee on the parking payroll deduction authorization request form. 2. Requests for deductions must be submitted on the appropriate authorization form at least three weeks prior to the payroll for which the deduction is to be made. 3. Any request to modify the parking payroll deduction or to begin or stop a deduction shall be on at least three weeks' notice to the County on the appropriate authorization form. No more than two changes can be made in any calendar year. 4. The County shall send deductions for employee parking on the Monday following each pay day to Allright Poughkeepsie, P.O. Box 300, Poughkeepsie, New York 12602 or as the City otherwise advises upon reasonable notice. The check shall be accompanied by the following information: a list of each employee for whom a deduction has been made and the amount of that deduction. 5. The County will not make any modifications or adjustments to deductions to correct for over or under payments to the City for parking. All such adjustments shall be made between the City and CSEA or the employee by separate arrangements as those parties may so decide. 6. The County's sole responsibility shall be to make the deductions as provided on the parking payroll deduction authorization and to forward that on the Monday following each payroll with the information referenced in paragraph 5 hereof to Allright Poughkeepsie or as the City otherwise advises upon reasonable notice. 68 TRAINEE STIPULATION IT IS HEREBY STIPULATED AND AGREED TO by and between the parties that: The County and the Union agree to modify the contract provisions of Appendix D, Section 9 Trainees as follows for employees who are promoted to trainee positions: 1) Increment and longevity awards may be made to qualifying employees pursuant to the annual performance appraisal, effective the first full pay period following the employee's adjusted anniversary date. Effective January 1, 1994 increment and longevity awards may be made to qualifying employees pursuant to the annual performance appraisal, effective on the employee’s adjusted increment and/or longevity date. 2) Longevity awards will be paid at the job group rate for the employee's current position. 3) Increment awards will be paid at the job group rate for the employee's current position. 4) Upon completion of the traineeship, the employee will be placed in the grade of the full performance position at the step closest to but higher than the employee's current step. Any existing longevities will not be considered in this computation and will remain at the job group rate in effect at the time of the appointment to the trainee position. 5) This stipulation applies to the following titles: Social Welfare Worker I -trainee Social Welfare Worker II -full performance Engineering Aide Trainee -trainee Engineering Aide -full performance Probation Officer Trainee -trainee Probation Officer -full performance Additional titles may be added as necessary. 6) This stipulation will take effect on January 1, 1987 for eligible employees, whose anniversary dates fall after that day. Any awards will be retroactive to the first full pay period following the employee's anniversary date. Dated: 3/23/87 69 VACATION ACCRUAL STIPULATION IT IS HEREBY STIPULATED AND AGREED TO by and between the parties that: Employees paid on an hourly basis shall be permitted to accrue up to 45 days of vacation based on the normal workday for their title, as if they were a full time employee, prorated as described in Article X Section 12 of the collective bargaining agreement. Employees with a normal workday of eight hours may accrue up to 360 hours. Employees with a normal workday of seven hours may accrue up to 315 hours. Any time accrued beyond the limit will be forfeited by the Employee. Employees will receive a notice that they are approaching their vacation limits on their paycheck. If the hourly Employee moves to a full time position or vice versa, his vacation time will move with him. If an Employee leaves County employment, he may be paid for a maximum of 45 days of vacation based on their normal prorated working schedule. For example, employees who work 17.5 hours per week may only be paid up to a limit of 157.5 hours. Employees who work 20 hours per week may only be paid up to a limit of 180 hours. The cap on vacation time for employees paid on an hourly basis will be effective on 12/31/96. 70 PARKING AT THE DEPARTMENT OF COMMUNITY AND FAMILY SERVICES BUILDING LOT STIPULATION BY AND BETWEEN THE COUNTY OF DUTCHESS (“County”) AND THE CIVIL SERVICE EMPLOYEES ASSOCIATION, INC. LOCAL 1000, AFSCME/AFL-CIO (“CSEA”) IT IS HEREBY STIPULATED AND AGREED, by and between the County and the CSEA as follows: WHEREAS, the County and the CSEA have negotiated a Collective Bargaining Agreement (2017-2020) dated April 30, 2018, and WHEREAS, in or about June of 1987, the County and the CSEA entered into a stipulation in order to determine which CSEA employees, if any, may be entitled to park in the County-owned parking lot located behind the Department of Community and Family Services (“DCFS”) at 60 Market Street, Poughkeepsie, New York, and WHEREAS, the parties desire to modify the stipulation to provide as follows: 1. The County and the CSEA agree to assign certain parking spaces in the DCFS Lot as follows: a) The County will assign available parking spaces to CSEA members on the basis of seniority. “Seniority,” for the purposes of this Stipulation, shall mean civil service seniority, rather than seniority/years worked at the DCFS. The County will award one (1) point for each completed year of service. The employees will be polled for interest starting at the top of the list. b) Employees assigned a parking space will pay $20.00 per month, in check form, payable to “Department of Community & Family Services.” Payment is due the first working day of each month. Failure to pay by the 5th of each month will result in the employee’s parking privilege being revoked. c) The County may raise the $20.00 fee in its discretion, following discussion and input from the CSEA. d) If the County needs to utilize any or all of the allocated spaces, the lowest-ranking CSEA employee on the parking list shall lose their assigned parking space. The process shall continue until the County has obtained the number of spaces it needs. The County will give a minimum of one calendar month’s notice to affected employees. e) The County reserves the right to reassign a parking space to an employee outside the CSEA when a CSEA employee with an assigned parking space ceases to work for the Department of Community and Family Services. Employees on a leave of absence lasting for more than one calendar month will have his/her space temporarily offered to the next CSEA employee on the parking list. Dated: August 2018 71 CHILD PROTECTIVE SERVICES EMPLOYEE STIPEND STIPULATION STIPULATION BY AND BETWEEN COUNTY OF DUTCHESS (“COUNTY”) AND THE CIVIL SERVICE EMPLOYEES ASSOCIATION, INC. LOCAL 1000, AFSCME/AFL-CIO DUTCHESS COUNTY UNIT, DUTCHESS COUNTY LOCAL 814 (“CSEA”) IT IS HEREBY STIPULATED AND AGREED by and between the parties as follows: WHEREAS, the County and the CSEA are parties to a Collective Bargaining Agreement (2017-2020), which provides, among other things, that the CSEA is the exclusive representative for employees of the CSEA Unit, which includes Case Manager II CPS (Grade 14, full time), Case Supervisor, assigned to CPS (Grade 16, full time), and WHEREAS, notwithstanding any contrary terms in the parties’ Collective Bargaining Agreement, the parties agree to the following: 1. This Stipulation shall apply only to the positions of Case Manager II CPS and Case Supervisor assigned to CPS. The Employees whose names appear in the attached Appendix A represent those DCFS employees who are presently working in the title of Case Manager II CPS and Case Supervisor assigned to CPS. In addition to their ordinary routines, these employees are also assigned to provide afterhours coverage on a 24 hour / 7 day a week basis to address CPS emergencies and initiate investigations of reports of suspected child abuse or maltreatment. 2. The parties mutually agree that, in consideration for the work performed as outlined in Paragraph 1, the Employees listed in the attached Appendix A, so long as they occupy the positions listed in Paragraph 1, or who held either position during the period of January 1, 2019 to execution of this Stipulation and who are currently employed by the DCFS, shall receive an annual stipend of Five Thousand Dollars ($5,000.00) Dollars each. A retroactive payment will be made from January 1, 2019, or the date of assignment to the covered position following January 1, 2019 listed in paragraph 1, to date of full execution of this Stipulation. From date of full execution forward, the stipend shall be payable in equal installments during regular payroll periods commencing with the first pay period following full execution of this Stipulation. 3. Amendments to the list in Appendix A shall only be by mutual agreement of the parties, which shall not require a new fully-executed Amendment to this Stipulation, but rather, may be confirmed by personnel report or action. This stipend shall be awarded in consideration of the foregoing, and for other good and valuable consideration. THIS STIPULATION SHALL HAVE NO PRECEDENTIAL VALUE, AND SHALL NOT CONSTITUTE A PAST PRACTICE, SHALL NOT BE CONSTRUED TO CREATE, ALTER, OR NEGATE A TERM AND CONDITION OF EMPLOYMENT, SHALL NOT BE GRIEVABLE OR 72 ARBITRABLE, NOR SHALL IT BE USED IN ANY FUTURE PROCEEDING BY AND BETWEEN THE PARTIES REGARDLESS OF THE FORUM. DATED: 5TH DAY OF SEPTEMBER, 2019 APPENDIX A INTENTIONALLY NOT ATTACHED AND IS AVAILABLE UPON REQUEST BY CONTACTING HUMAN RESOURCES OR CSEA 73 DEPARTMENT OF PUBLIC WORKS TRANSIT DIVISION MEMORANDUM OF AGREEMENT MEMORANDUM OF AGREEMENT BY AND BETWEEN THE COUNTY OF DUTCHESS AND CIVIL SERVICE EMPLOYEES ASSOCIATION, INC., LOCAL 1000 AFSCME, AFL-CIO, DUTCHESS COUNTY UNIT DUTCHESS COUNTY LOCAL #814 WHEREAS, the County of Dutchess (“County”) and the Civil Service Employees Association, Inc., Local 1000 AFSCME, AFL-CIO, Dutchess County Unit, Dutchess County Local #814 (“CSEA”) are signatories to a Collective Bargaining Agreement; and WHEREAS, a contract vendor has operated and managed the transit system in Dutchess County and employed various employees; and WHEREAS, effective on or about April 30, 2022, the contract vendor will no longer be providing said service; and WHEREAS, effective on or about May 1, 2022, County employees will perform the operation of the County transit system under the Public Transit Division of the Department of Public Works; and WHEREAS, the County intends to offer employment to employees who previously provided this service under the contract; and WHEREAS, the County has determined that the titles of the employees who will be offered employment by the County are most appropriately in the current bargaining unit represented by CSEA. Attached hereto as Exhibit 1 are the titles and grade allocations added to the CSEA bargaining unit; and WHEREAS, the County and CSEA have entered into good faith negotiations regarding the transition of the former contracted employees (also referred to as “Exhibit 1 Employees” or “Employee(s)”) to the County and the terms and conditions of employment of the former contracted employees who will be employed by the County in the operation of the transit system. NOW, THEREFORE, in consideration of the mutual covenants and conditions contained herein, the Parties agree as follows: Exhibit 1 Employees transitioning to County employment, on or about May 1, 2022, will be subject to the following provisions: PUBLIC TRANSIT DIVISION MEMORANDUM OF AGREEMENT PAGE 1 OF 8 74 1. RECOGNITION OF SERVICE CREDIT. A. B. C. Employees will be given seniority credit for full-time service, per Exhibit 1, which will count toward the following: 1. Earning of Longevity awards; and 2. Rate at which Vacation time is accrued; and 3. Date when health insurance contribution changes after ten (10) years of service; and 4. Seniority for bidding purposes within the Public Transit Division; and 5. County service credit for the purpose of retiree health insurance. Anniversary/accrual dates associated with the benefits outlined in paragraphs 1-5 above will occur on the Employee’s anniversary date, based on Exhibit 1 date of hire, except as described in paragraph 5, titled “Awarding of Accruals”, and any subsequent adjustments that may occur in compliance with the CSEA Collective Bargaining Agreement and current procedures. Employees will not receive any service credit for the following purposes: 1. Sick accrual, which is based upon the date of hire with the County, and will be May 1, 2022. Employees will earn ten (10) days per year in compliance with Article VII, Section 3(b) of the Collective Bargaining Agreement. 2. New York State Retirement System service credit. Retroactive salary adjustments in any future contract settlement will only be calculated on County time from May 1, 2022 forward. 2. APPOINTMENT AT OTHER THAN FIRST STEP. Employees will be placed at the Grade and Step according to Exhibit 1, Appointment Chart for Employees of Public Transit Division of the Department of Public Works. Additional step advancement will occur on the employee’s anniversary date, based on their Exhibit 1 date of hire, with any subsequent adjustments that may occur in compliance with the Collective Bargaining Agreement and current procedures. 3. ADJUSTMENT OF WAITING PERIODS FOR HEALTH, VISION AND DENTAL INSURANCE. The employee eligibility waiting period for health, vision and dental insurance benefits will be amended to be effective on date of hire, May 1, 2022, so long as the transitioning employee properly enrolls by May 30, 2022. If an Employee does not properly enroll for these benefits by May 30, 2022, all effective dates for health, vision and dental insurance will return to the parameters defined in the existing Collective Bargaining Agreement, Article VIII. If an Employee does not physically report to work by May 30, 2022, all effective dates for health, vision and dental benefits will return to the parameters defined in the existing Collective Bargaining Agreement. PUBLIC TRANSIT DIVISION MEMORANDUM OF AGREEMENT PAGE 2 OF 8 75 4. AWARDING OF RIGHTS. A. B. C. Upon appointment, all Employees, except Building Maintenance Mechanic I and Stockroom Assistant, will be in a Provisional civil service status and will be considered an “at will” employee, and will fall under one of the following: 1. For titles to be petitioned to the State to be removed from the competitive class, they shall be “Pending Jurisdictional Classification”; or 2. For those titles remaining competitive, they shall remain Provisional following administration of an exam, until subsequent appointment from an eligible list. Recognizing CSEA’s desire to afford a reasonable degree of employment rights during this transition and the County’s need to be able to review the performance of these employees: 1. Employees provisionally appointed to positions proposed for Non-Competitive status will receive rights under New York State Civil Service Law §75 after six (6) months of County service for matters related to misconduct or incompetence. For all other matters, the employee will remain at will. In the event the position is not approved for Non-Competitive status, the rules below for competitive class position(s) will become effective immediately. 2. Employees provisionally appointed to competitive class positions will receive rights under New York State Civil Service Law §75 after six (6) months of County service for matters relating to misconduct and/or incompetence. For all other matters, the employee will remain at will. The benefit is not meant to convey any real or perceived “right” to employment including: a. The candidate is responsible to apply for the civil service exam appropriate for their title, which the County shall provide notice of at least twenty-one (21) calendar days to each effected employee in advance of the application expiration for the applicable test; b. The candidate must pass and be eligible in the Rule of 3, pursuant to Civil Service Law, in order to be permanently appointed; c. Failure to meet the conditions, as outlined in 2(a) and 2(b), above will/may result in employee termination at the County’s discretion without additional due process. Upon permanent appointment, the employee will be required to serve a Civil Service Probationary Period 1. The occurrence of a Probationary Period may occur before, during, or after the awarding of the rights above PUBLIC TRANSIT DIVISION MEMORANDUM OF AGREEMENT PAGE 3 OF 8 76 a. If the employee has not received the rights under New York State Civil Service Law §75, for matters relating to misconduct and/or incompetence, above when the Probationary Period begins, they will serve the Probationary Period per normal procedures, but shall still receive rights under New York State Civil Service Law §75, for matters relating to misconduct and/or incompetence, after the completion of collectively six (6) months of County service from the original date of hire with the County. b. If the awarding of this benefit occurs during the employee serving their probationary period, they will receive the designated rights in addition to serving the Probationary Period. c. If the Probationary Period occurs after the employee has been awarded the rights above, they will retain these additional protections throughout the probationary period. 2. The Probationary Period may be completed early contingent on the existing Rules of Civil Service, but nothing herein is intended to waive the requirement. Nothing herein shall in any way diminish, abrogate, or reduce the County’s rights pursuant to New York State Civil Service Law, or Dutchess County Rules for Classified Civil Service. 5. AWARDING OF ACCRUALS. A. Recognizing the desire of the County and CSEA to maintain a continuity of operations that respects the work/life balance of transit employees, the parties agree to the following: 1. Vacation time: a. Dutchess County will provide a prorated award of vacation time for Exhibit 1 Employees for January 1, 2022 – April 30, 2022 based upon the below chart taking into account that the County is recognizing service time in Exhibit 1 as County service for the rate at which vacation is accrued. This accrual will be prorated based upon service time for those hired after January 1, 2022. These hours will be considered earned and not subject to recoupment. b. Dutchess County will front load vacation accruals that would be earned from May 1, 2022 – December 31, 2022 on May 1, 2022, based upon the below chart taking into account that the County is recognizing service time in Exhibit 1 as County service for the rate at which vacation is accrued. These balances are unearned on award. Upon separation prior to December 31, 2022, the County will recoup the time, if unused, or the equivalent dollar amount of the “front loaded” vacation accrual in this paragraph from the employee’s last paycheck, with notification to the employee and Union President. As it relates to this vacation recoupment, all other provisions in Collective Bargaining Agreement Article IV, Section 9 “Recoupment” are waived. PUBLIC TRANSIT DIVISION MEMORANDUM OF AGREEMENT PAGE 4 OF 8 77 Years of Service Vacation Days In 1 Year Awarded* Vacation Days 1/1 - 4/30 Front Loaded** Vacation Days 5/1 - 12/31 7/1/2022 Days Forfeited if Separation Prior to 10/1/2022 1/1/2023 0 - 1 10 3.33 6.67 5.00 3.33 0.00 2 - 5 10 3.33 6.67 5.00 3.33 0.00 6 - 11 15 5.00 10.00 7.50 5.00 0.00 12 - 15 18 6.00 12.00 9.00 6.00 0.00 16 - 20 20 6.67 13.33 10.00 6.67 0.00 21 + 25 8.33 16.67 12.50 8.33 0.00 2. *Awarded: not subject to forfeit if separation occurs prior to 1/1/2023 **Front Loaded: subject to forfeit based on the parameters in the above chart if separation occurs prior to 1/1/2023 c. Upon the occurrence of time off the payroll, the County will recoup a prorated reduction of the “front loaded” vacation accrual in either time, if unused, or the equivalent dollar amount of the “front loaded” vacation accrual from an employee’s paycheck, with notification to the employee and Union President. As it relates to this vacation recoupment, all other provisions in Collective Bargaining Agreement Article IV, Section 9 “Recoupment” are waived. An accrual of sick time will be awarded on an hour for hour basis based on the balance at the time of separation from the contracted vendor; 3. Personal Time will be awarded on a prorated basis per existing Collective Bargaining Agreement provisions. B. C. Awarding of the actual accrual balances will be determined on an employee-by-employee basis. Earned accruals upon hire with Dutchess County shall only be paid out at separation from County employment pursuant to the terms of the CSEA Collective Bargaining Agreement. 6. TEMPORARY TRANSITION ADJUSTMENT PAYMENT (TTAP). Certain Employees will be awarded a temporary salary adjustment payment to off-set changes in employee deductions for pension and health insurance costs, as defined below. A. This temporary transition adjustment payment will be effective as of May 1, 2022, however, it will not be implemented until the employee finalizes their insurance selections PUBLIC TRANSIT DIVISION MEMORANDUM OF AGREEMENT PAGE 5 OF 8 78 B. C. and payment will be made as soon as practicable. Under no circumstances will the County issue an off-cycle check. This temporary transition adjustment payment will immediately cease on December 31, 2022, or when the adjusted threshold goes below fifty dollars ($50.00) in a pay period, whichever occurs first. The temporary transition adjustment payment will be calculated on a per employee basis according to the following formula: Vendor Gross Annual Salary (based on 2080 hours, rate as of 1/1/22) Less: Employee Pension Contribution (as of 1/1/22) Less: Employee Health Ins. Contribution (As of 1/1/22) Equals: Vendor Deduction Subtotal County Gross Annual Salary (based on Grade/ Step/ Longevity on appointment) x 1.06 which represents the CSEA salary being 2 years behind (non-binding estimated COLA’s)* Less: Employee Pension Contribution (as of 5/1/22) Less: Employee Health Ins. Contribution (As of 5/1/22) Equals: County Deduction Subtotal Vendor Deduction Subtotal Less: County Deduction Subtotal Equals: Deduction Subtotal Variance If per payroll Deduction Subtotal Variance is less than $50.00 or negative: Treat as less the $50.00 If per payroll Deduction Subtotal Variance is $50.00 or greater: This amount is the Temporary Transition Adjustment Payment amount and will be converted to a per payroll adjustment and added to the employee reimbursement D. The Temporary Transition Adjustment Payment amount will be recalculated if: 1. *Upon adoption of the CSEA contract, this non-binding estimate formula will be removed from the formulas above, and the salary will be adjusted to reflect actual negotiated amounts. 2. 3. 4. The employee stops, or otherwise reduces their health insurance contribution (i.e. goes from family to single, and/or transitions from twenty percent (20%) to fifteen percent (15%) contribution) the Temporary Transition Adjustment Payment will be recalculated and reduced; It is determined an employee was previously enrolled in NYSLRS, or is a member of a retirement Tier that experiences a reduction in employee contribution, the Temporary Transition Adjustment Payment will be reduced to reflect their actual contribution if any. The employee goes on any unpaid leave of absence, the Temporary Transition Adjustment Payment will be suspended for the period of the unpaid leave. (Return from such leave does not incur a “retro” payment). Unpaid leave of absence for the purpose of this benefit will include any absence where there are no hours paid for County work (regular or overtime) or benefit time used (Holiday, Vacation, Personal, PUBLIC TRANSIT DIVISION MEMORANDUM OF AGREEMENT PAGE 6 OF 8 79 E. F. Sick, Comp). Periods of absence for Workers Comp, Paid Family Leave or Disability without accompanying benefit time use will be considered an unpaid leave of absence. 5. The employee reduces their work schedule (e.g. from full time to part time) the Temporary Transition Adjustment Payment will be discontinued (this would also incur changes in Health Insurance contribution and other benefit changes) 6. An employee earns a Longevity or Step, at the beginning of the next payroll week the Temporary Transition Adjustment Payment will be reduced by the amount of the Longevity or Step; 7. An employee is promoted, or otherwise takes another position with the Public Transit Division of the Department of Public Works. Employment outside of the Public Transit Division will end the Temporary Transition Adjustment Payment. The Temporary Transition Adjustment Payment amount will not change if: 1. The employee works additional hours (e.g., overtime); 2. The employee increases their health insurance contribution. (e.g., move from single plan to family plan or MVP to NYSHIP); 3. The employees’ pension contribution increases (e.g., due to overtime); The Temporary Transition Adjustment Payment will be a non-discretionary bonus for the Fair Labor Standards Act calculation of overtime. 7. TRANSITIONING EMPLOYEE EXCLUSION. A condition of receipt of the benefits set forth in this stipulation shall be that every affected employee report to work on the first day of his/her regularly scheduled shift. Failure to do so without authorization may result in ineligibility for the benefits set forth herein, in the County’s discretion. 8. POLICY ADOPTION. CSEA and the County agree to review and adopt policies and work rules, which may constitute mandatory subjects of negotiations. Documents will be adopted and amended as needed through Labor Management discussions with the approval of the County and CSEA. 9. BIDDING AND SPLIT SHIFTS. The parties agree that the current bidding process and split shifts will remain in effect until at least March 31, 2023 unless otherwise agreed to by the parties. The County will forward all of the current schedules to CSEA, by or before April 11, 2022, for review. However, it is agreed that the parties will continue to negotiate the impact, additional benefits or compensation, and continuation of schedules, or not, for employees on shifts that contain multiple unpaid break periods throughout the shift(s), which are different from traditional split PUBLIC TRANSIT DIVISION MEMORANDUM OF AGREEMENT PAGE 7 OF 8 80 shifts that contain a long break of several continuous hours. The parties plan to meet and discuss specific scheduling issues with the intent to resolve them by September 30, 2022. 10. NO OTHER MODIFICATIONS. Except as otherwise provided herein, all other provisions of the Collective Bargaining Agreement between the County and CSEA shall apply to the Exhibit 1 Employees. Dated: 22nd day of April, 2022 EXHIBIT 1 INTENTIONALLY NOT ATTACHED AND IS AVAILABLE UPON REQUEST BY CONTACTING HUMAN RESOURCES OR CSEA PUBLIC TRANSIT DIVISION MEMORANDUM OF AGREEMENT PAGE 8 OF 8 81 APPENDIX H3 ARTICLE IV COMPENSATION SECTION 1. SUPPORTING DOCUMENTS Attached hereto and made a part hereof are the following documents: (a) Annual Salary Job Group Allocations (Appendix “A”); (b) Annual Salary Schedule for 2024 (Appendix “B”); (c) Annual Salary Schedule for 2025, 2026, 2027 & 2028 (Appendix “C.1”); (d) Longevity Schedule (Appendix “C.2”); (e) On-Call Compensation Schedule (Appendix “C.3”); (f) Rules for Administration of the Salary Plan (Appendix “D”). Both parties agree to adopt these documents as part of this Agreement in the manner set forth below. SECTION 2. SALARIES The salary schedule Appendix “B” reflects the 2024 salary schedule. (a) The salary schedule for 2025 reflects an increase of two thousand two hundred fifty dollars ($2,250.00) on base or three and one quarter percent (3.25%), whichever is greater, over the 2024 schedule. Additionally, effective and retroactive to January 1, 2025, the Union and County agree to eliminate Grade 4. The lowest grade of a position will be a Grade 5 and any position previously allocated to Grade 4 will be upgraded to Grade 5. Any employee impacted will be placed on a step pursuant to Appendix D, Section 5, Reallocation. (b) The salary schedule for 2026 reflects an increase of two thousand dollars ($2,000.00) on base or three and one quarter percent (3.25%), whichever is greater over the 2025 schedule. (c) The salary schedule for 2027 reflects an increase of three and one quarter percent (3.25%) over the 2026 schedule. (d) The salary schedule for 2028 reflects an increase of three and one-quarter percent (3.25%) over the 2027 schedule. (e) Retroactive salary payments shall be paid to those Employees on the payroll on the date of Union ratification. In addition, retroactive payments shall be made to those 3 Effective upon implementation of the countywide FLSA update at the County’s discretion upon 30-days notice to CSEA. 82 Employees who have retired between January 1, 2025, and the date of final Union ratification, and are receiving a NYS retirement pension. Retroactive payments will be made to the estate of any Employee who died between January 1, 2025, and the date of final Union ratification. Retroactive payments shall be used to reduce any amounts owed to the County by an Employee that are subject to recoupment without regard to the provisions of Article IV, Section 9. Payments will be made as soon as practicable after ratification by both parties and final execution of this Agreement by the County Executive. SECTION 3. SHIFT COMPENSATION A work day will be broken into three shift periods and Employees working other than the daytime (first) shift shall receive additional compensation as noted below for time actually worked, per Article VI, Section 6. (a) (b) (c) First shift - 6:00 a.m. to 6:00 p.m. - the base rate established by the salary plan. Second shift - 6:00 p.m. to 12:00 a.m. - the base rate established by the salary plan for first shift personnel, plus 5%. Third shift - 12:00 midnight to 6:00 a.m. - the base rate established by the salary plan for first shift personnel, plus 10%. SECTION 4. EMERGENCY CALL-BACK PAY An Employee called to come to work and who actually arrives at his worksite 4 or more hours before his regular work shift, shall be guaranteed a minimum of 3 hours pay plus actual travel time to and from work for all travel within Dutchess County. Travel time outside Dutchess County shall not be compensated. As much of the 3 hours as the Employee is required to work shall be considered overtime hours and shall be compensated at time and one half; the remainder, if any, of the guaranteed 3 hours and travel time shall be considered straight time and compensated as such. Time worked during the call-back will be credited toward an Employee’s total working hours for the purposes of determining if overtime compensation under the FLSA is payable in the workweek in which the call- back occurs, however, the premium rate will not be used in the rate calculation toward the overtime hours in the work week in accordance with 29 USC Section 207(e). Unworked time shall be paid on a first shift basis. The following standards shall apply to emergency call-back situations: If either of the following items are met Emergency Call-Back will be granted: (a) When an Employee is requested after the end of his regular shift (i.e. after he has punched out for the day) to come back to work prior to his next regular shift, he shall be compensated pursuant to the emergency call-back clause. (b) When an Employee is mandated to perform work on a non-continuous basis, that is to say if there is an interruption or break between the Employee’s regular shift and the performance of the mandated worktime and the Employee receives less than twelve (12) hours’ notice. If either of the following items are met Emergency Call-Back will not be granted: 83 (c) (d) (e) When an Employee is at work and requested to come back to work at a later time or date, this shall be considered pre-scheduled work and shall be compensated at regular rates or overtime (if over forty (40) hours) rates and included in hours worked for the calculation of FLSA and not treated as emergency call-back. When an Employee volunteers, is ordered or requested to remain at work and work beyond his regular shift, this shall be construed as continuous worktime and shall be compensated at regular or overtime (if over forty (40) hours) rates and included in hours worked for the calculation of FLSA. Notwithstanding anything to the contrary set forth herein, if an Employee works from a vehicle as part of his job duties, that time shall be considered as time worked and compensated at time and one-half. He shall not, however, receive any additional travel time payments. SECTION 5. INCREMENTS (a) (b) (c) Increments based upon the annual step increment structure, as reflected in Appendices "C.1" shall be paid to qualifying Employees if awarded pursuant to the annual performance appraisal provided for in Section "6" of this Article IV. Employees will receive their increments effective on their adjusted increment date. If an increment is denied, the Unit Head shall review the Employee's performance during the subsequent six (6) months to determine if the increment should be implemented at the end of that period. The subsequent decision shall not be subject to the grievance procedure. During the six (6) month period subsequent to an increment award, if the Employee's performance diminishes to an unsatisfactory level, a Unit Head must follow the following procedure to reverse the increment award: The Employee must be advised of a performance deficiency in writing and given time to correct it. Subsequently, the Employee must be given formal counseling and be advised of his right to have a Union representative present at the counseling session. Increment reversal must be submitted to the Labor Management Committee and will become effective the first pay period following the approval of the Dutchess County Commissioner of Human Resources. SECTION 6. ANNUAL PERFORMANCE APPRAISAL The parties recognize that the County has implemented a comprehensive annual performance appraisal system. This system will be used as the basis for award or denial of increments, longevities, promotions, and other formal personnel actions. (a) SECTION 7. LONGEVITY PAYMENT Longevity payments after 10, 15, 20, 25, 30 and 35 years of service shall be paid as set forth on Appendix "C.2” to qualifying Employees if awarded pursuant to the annual performance appraisal provided in Section "6" above. Employees will receive their longevities effective their adjusted longevity date. Upon full ratification, the County will adjust the longevity and years of service, for the purpose of longevity, of all employees who previously separated from service but 84 (b) (c) returned to County service prior to full ratification. Effective upon full ratification, years of service shall mean continuous employment and prior service if separated for less than one year. If a longevity payment is denied, the Employee's performance will be reviewed within each subsequent six (6) months to determine if the longevity shall be implemented at that time. For purposes of this provision, an employee who is off payroll or separated from County service pursuant to Civil Service Law Section 71 or 72 and later reinstated under those sections shall not be considered to have a break in service, however, such time off payroll shall be adjusted in accordance with their adjusted longevity date. An employee separated from County service pursuant to Civil Service Law Section 71 or 72 who returns to County service other than by reinstatement shall be deemed to have a break in service if separated for greater than one year. SECTION 8. ON-CALL PAY (a) (b) (c) Employees who are required to be on-call and available to respond on a 24-hour basis to job related emergencies or urgent situations shall be compensated for each week of on-call assignment. A week of on-call assignment will commence at 12:00 a.m. Saturday and ends on 11:59 p.m. seven (7) days later. Compensation shall be based on the Employee's grade and frequency of on-call assignment as described in the On-Call Compensation Schedule (Appendix "C.3"). Compensation shall only be made when Employees are actually scheduled to be on-call. Employees who are required to be on-call and available to respond on a 24-hour basis to job-related emergencies or urgent situations for less than a full week shall be compensated on a prorated basis. Employees may request on-call pay to be compensated as straight time compensatory time. The approval or denial of the Employee's request shall be in the sole discretion of the Unit Head. Full time Employees shall receive either seven or eight hours of straight time compensatory time, consistent with the basic workday of their title as defined in Article V, Section 1(a), for each full week of on-call pay. Employees may not either split a week of on-call pay between payment and straight time compensatory time nor earn straight time compensatory time for partial weeks of on-call pay. If straight time compensatory time is granted, it must be taken within 6 months of the date earned or it shall be converted to sick leave. The provisions in paragraph (c) will not be subject to the grievance procedure. SECTION 9. RECOUPMENT (a) (b) When employees or departments become aware of an overpayment, the Finance Department and the employee shall be notified in writing. Notification shall include the name of the employee and the nature and duration of the overpayment. The Finance Department shall notify each employee and the Union in writing of the amount and reason or the overpayment and the payment or recoupment schedule to be followed. Deductions shall be made at a set rate per payroll according to the 85 chart below, until the recoupment is satisfied. Payroll deductions will commence on the second payday following the date of notification. Amount Owed Payment Amount (per pay period) $1 - $1,500.00 $75.00 $1,500.01 - $2,500.00 $100.00 $2,500.01 or more $125.00 (c) (d) (e) If the recoupment is not satisfied and the employee leaves County employment, the balance of the recoupment will be taken from the employee's last paycheck(s). If a recoupment schedule as noted above per payroll represents an undue hardship to an employee, the employee may request to the Department of Finance that a lesser recoupment be taken. The decision of the Department of Finance on the request shall be final. In addition, notwithstanding anything to the contrary, an Employee may request a repayment amount in excess of the amounts listed above per payroll. The limitations set within this section shall only apply to pay for standard work hours and shall not apply to pay for non-standard work hours including overtime and settlement retro-checks. SECTION 10. EMERGENCY CLOSURE (a) Applicability This section shall only apply when the County Executive issues a Local Emergency Order closing all County offices and facilities under his authority under the law or the President of Dutchess Community College issues an emergency closure of the College respectively. (b) Definitions The definitions below pertain only to these sections outlined below regarding the closure of County offices and facilities and shall not be used to interpret other sections. “REQUIRED TO WORK” “Required to work” means any employee that the County deems is necessary to work during a closure of County offices and facilities, either from home or in the facility, with prior authorization from the Department Head. The closure of County offices and facilities must be by the County Executive’s Local Emergency Order and the time compensated pursuant to this section will only be during the hours that the County offices and facilities are closed pursuant to said order, not the duration of the State of Emergency. (c) Required to Work Based upon the needs of each closure, the County will determine which bargaining unit members are required to work. Bargaining unit members who are required to work when the County closes offices and facilities due to an Emergency Order, 86 shall be compensated at their regular rate of pay for all hours worked during the closure of County offices and facilities. In addition, bargaining unit members shall receive straight compensatory time for their normal shift for all hours worked during the closure of County offices and facilities. Compensatory time is an accrual award and does not count towards the overtime calculation within that time week. Bargaining unit members will only receive any of the above benefits for normally scheduled shifts, if applicable, and shall not apply to any overtime hours worked. Overtime will be calculated based upon the provisions in the collective bargaining agreement. Any essential employee who is required to work their regular shift but does not report to work during the closure of County offices and facilities shall be required to use benefit time to cover the time off during the closure, and the employee shall not receive the compensation benefits of this provision. (d) Not Required to Work Bargaining unit members who are not required to work during the closure of County offices and facilities, shall receive their hourly compensation for their normally scheduled hours during the closure. Prescheduled overtime hours, that are not worked due to the closure of County offices and facilities will not be compensated. (e) Early Dismissal In the event of an early closing of County offices and facilities, an employee who is working as scheduled and is sent home due to the closure, will be compensated for their normally scheduled workday, i.e., seven (7) or eight (8) hours, as if they had worked the entire shift. Break or meal periods shall be at the discretion of the supervisor. An employee is not eligible to exercise the Inclement Weather “make up time” in order to receive compensation beyond one’s normally scheduled workday, i.e., seven (7) or eight (8) hours. In no event shall a thirty-five-hour or a forty-hour per week employee be paid for more than seven (7) hours or eight (8) hours in the workday, unless required to work overtime by the Department Head. All employees who are required to continue working during the closure shall be compensated in accordance with Section c above. (f) Delayed Opening In the event of a delayed opening of County offices and facilities, an employee who is scheduled to work must report to work at the time of the scheduled opening of County offices and facilities. Employees shall be compensated for their regularly scheduled workday, i.e., 7 or 8 hours. Employees are not permitted to take their lunch break and then come to work. Any employee that does not report to work at the scheduled opening time shall be required to use benefit time from the time County offices and facilities opened until 87 (g) (h) they arrive at work. Break or meal periods shall be at the discretion of the supervisor. An employee is not eligible to exercise the Inclement Weather “make up time” in order to receive compensation beyond one’s normally scheduled workday, i.e., seven (7) or eight (8) hours. In no event shall a thirty-five-hour or a forty-hour per week employee be paid for more than seven (7) hours or eight (8) hours in the workday unless required to work overtime by the Department Head. All employees who are required to report to work during the closure shall be compensated in accordance with (c) above. Scheduled Time Off, Off Payroll or on Leave Bargaining unit members using pre-scheduled benefit time (vacation, sick, personal, compensatory, etc.) during the closure of County offices and facilities shall be charged benefit time, notwithstanding the fact that County offices were closed on any of those dates. Bargaining unit members “off the payroll” or on any unpaid leave shall not receive compensation during the closure of County offices and facilities. Bargaining unit members on Workers’ Compensation Leave, disability, or FMLA leave shall receive payment pursuant to New York State or Federal law as appropriate but shall not receive their normal compensation during the closure of County offices and facilities unless using benefit time. Not Applicable to Overtime Hours Bargaining unit members will only receive any of the above benefits for normally scheduled shifts and is not applicable to any hours worked outside your normally scheduled shift. Overtime will be calculated based upon the provisions in the collective bargaining agreement. ARTICLE VI OVERTIME SECTION 1. STRAIGHT TIME, COMPENSATORY TIME, AND OVERTIME The regular rate of pay for purposes of overtime payment shall include all remuneration for employment paid to, or on behalf of, the employee except remuneration which is excluded from the regular rate calculation as set forth in 29 USC § 207 (e). The regular rate of pay is determined by dividing total earnings (except for statutory exclusions) in the workweek by the total number of hours worked in the workweek. Once the FLSA regular rate is calculated the Employee will be compensated for hours worked in excess of forty (40) hours in the workweek by taking the Employee’s regular rate and multiplying it by 0.5 and then multiplying the number of hours worked in excess of forty (40) hours. For example, if an Employee works eight (8) hours in excess of the forty (40) hour work week, 88 $20/hr. regular rate x 0.5 x 8 hours = $80.00. There will be a new item on the paystubs “FLSA OT”. Any election made between compensatory time and pay shall apply for all hours in excess of the Employee’s schedule on a workweek basis. (a) (b) (c) (d) (e) (f) (g) Office Employees. Except as otherwise provided in this Article, office personnel shall be compensated at straight time rates or receive straight time compensatory time for hours worked between 35 and 40 hours per week. The decision to pay Employees or award compensatory time shall be at the discretion of the Unit Head on a workweek basis, taking into consideration the Employee’s needs. Office personnel who work over 40 hours per week shall be compensated in accordance with any applicable provisions of the Fair Labor Standards Act or receive compensatory time off on a workweek basis. The decision to pay Employees or award compensatory time shall be at the discretion of the Unit Head, taking into consideration the Employee’s needs. Other Employees. Except as otherwise provided in this Article, overtime for all other Employees is defined as all hours worked in excess of forty (40) hours per week. Overtime shall be compensated in accordance with any applicable provisions of the Fair Labor Standards Act and shall be granted in pay or compensatory time off on a workweek basis, in the discretion of the Unit Head, taking into consideration the Employee’s needs. Compensatory time, whether earned at overtime or straight time rates, shall, after appropriate conversion, be credited at a single straight time rate. For example, when 6 hours of compensatory time is earned at the overtime rate, it shall be credited as 9 hours at the straight time rate. If compensatory time is granted, it shall be taken within 6 months of the date earned or it shall be paid to the Employee in the first payroll period of the seventh month. No Employee shall be compensated for overtime unless he was first properly directed to work such overtime by the Unit Head. Upon the death or separation of an Employee, the Employee’s estate or the Employee shall be paid for all unused accumulated compensatory time. SECTION 2. EXCLUDED TITLES (a) The County and the Union agree to review titles to be excluded from the overtime provisions of the Fair Labor Standards Act. Titles mutually agreed upon are set forth in Appendix "A", which is annexed to and made a part of this Agreement, and which may be modified upon mutual consent. Titles on which the parties cannot agree shall be sent to the United States Department of Labor for a determination, which determination shall be binding. New titles allocated to the same or a higher salary grade as a result of the reclassification or reallocation of current excluded titles shall remain excluded from the overtime provisions of the Fair Labor Standards Act. Appendix “A” shall be amended accordingly.89 (b) Any titles which are excluded from the overtime provisions of the Fair Labor Standards Act shall be paid at straight time rates or receive straight time compensatory time, in the discretion of the Unit Head, taking into consideration the Employee's needs, for all hours worked beyond 35 hours per week. If straight time compensatory time is awarded, it will be treated as provided in Section 1 above. SECTION 3. HOURLY RATE COMPUTATION The hourly rate for salaried Employees shall be computed by dividing the Employee's annual salary by the number of work hours in the year. For work in excess of the forty (40) hour workweek requiring overtime payment based upon the Employee’s regular rate of pay, the regular rate of pay for payment of overtime (work in excess of forty (40) hours in the workweek) shall be in accordance with the FLSA as outlined above. SECTION 4. HOLIDAY WORK (a) An Employee who is required to work on a holiday shall (i) Be compensated a minimum of the premium rate of time and one half the hours worked. (b) (c) a. If this work occurs prior to reaching 40 hours worked in the week, the base rate must be taken as pay, however the one-half premium amount may be taken as pay or compensatory time, in the discretion of the Unit Head, taking into consideration the Employee’s needs. b. If this work occurs after reaching 40 hours worked in a week, the entire premium compensation of one and one half may be taken as pay or compensatory time, in the discretion of the Unit Head, taking into account the Employee’s needs; and (ii) In accordance with (i)(a) and (i)(b), as a form of recognizing an alternate Holiday and at the discretion of the Unit Head, taking into consideration the Employee's needs, if the time worked overlaps or encompasses the Employee’s normal work shift for the day, the Employee may either be paid his normal day's pay for the holiday time or however much time worked that overlaps the normal shift for the day, may be recognized as compensatory time. (iii) Time worked during the holiday will be credited toward an Employee’s total working hours for the purposes of determining if overtime compensation under the FLSA is payable in the work week in which the holiday occurs, however, the premium rate will not be used in the regular rate calculation for the overtime hours in the work week, in accordance with 29 USC Section 207 (e) or other applicable provisions of the Fair Labor Standards Act. If the alternate holiday is granted as compensatory time, it may be retained and utilized according to the provisions of Article VI, Section 1. An employee compensated under this provision shall not be eligible for Emergency Call Back. 90 (d) This provision applies to Employees not covered by Appendix F. Employees covered under Appendix F shall continue to receive the benefits provided therein. SECTION 5. IN LIEU DAY Should a holiday fall on an Employee's normal day off, he shall be granted some other day off with pay in lieu of the holiday. For compensation purposes, the in lieu day shall be considered the legal holiday. The in lieu day shall be taken by the end of the calendar year in which it is granted, or it shall be paid at year end within the normal payroll process. SECTION 6. WORK WEEK COMPUTATION For the purpose of determining whether an Employee is entitled to overtime pay and for purposes of calculating the regular rate of pay under FLSA, an un-worked holiday, approved paid leave, or unworked compensatory time in an Employee's normal work week shall be considered as time worked. SECTION 7. DISTRIBUTION OF OVERTIME Overtime shall be rotated on an equitable basis among all qualified Employees within each Unit consistent with the most efficient operation of the Unit. Each Unit, at the discretion of the Department Head, may establish a volunteer overtime call list, which Employees may opt out of. Employees on this list shall be called first regarding any overtime. After the overtime list is exhausted and there is still a need for employees to complete the work, the employees who had opted out will be called prior to any mandatory overtime. SECTION 8. CHANGE OF WORK HOURS The County will not arbitrarily change the working hours of any Employee for the purpose of evading the overtime provisions of this Agreement. 91 MEMORANDUM OF AGREEMENT BY AND BETWEEN THE COUNTY OF DUTCHESS AND THE CIVIL SERVICE EMPLOYEES ASSOCIATION, INC. LOCAL 1000, AFSCME, AFL-CIO FOR THE DUTCHESS COUNTY UNIT #6650 DUTCHESS COUNTY LOCAL 814 The January 1, 2021 through December 31, 2024 Collective Bargaining Agreement is hereby modified as follows. All other provisions remain unchanged except modification of dates where applicable and contextual changes required for the integrity of the contract. This Memorandum of Agreement is subject to ratification/approval by the respective parties. Language to be deleted is struck-through and new language is underlined. 1. TERM OF AGREEMENT. January 1, 2025, through December 31, 2028. ARTICLE IV, COMPENSATION, SECTION 1, SUPPORTING DOCUMENTS. Modify to provide as follows: Attached hereto and made a part hereof are the following documents: (a) Annual Salary Job Group Allocations (Appendix "A"); (b) Annual Salary Schedule for 2024 (Appendix "B"); (c) Annual Salary Schedule for 2024 2025, 2022 2026, 2023 2027 & 2024 2028 (Appendix "C.1"); (d) Longevity Schedule (Appendix "C.2"); (e) On-Call Compensation Schedule (Appendix "C.3"); (f) Rules for Administration of the Salary Plan (Appendix "D"). Both parties agree to adopt these documents as part of this Agreement in the manner set forth below. Page 1 of 23 3. ARTICLE IV, COMPENSATION, SECTION 2, SALARIES. Modify the provision to reflect current dates, contract length and percentages. Provision to read as follows: The salary schedule Appendix "B" reflects the 2020 2024 salary schedule. (a) The salary schedule for 2024 2025 reflects an increase of two thousand two hundred fifty dollars ($2,250.00) on base or three and one-half quarter percent (3.5%) (3.25%). whichever is greater, over the 2020 2024 schedule. Additionally, effective and retroactive to January 1, 2025. the Union and County agree to eliminate Grade 4. The lowest grade of a position will be a Grade 5 and any position previously allocated to Grades 4 will be upgraded to Grade 5. Any employee impacted will be placed on a step pursuant to Appendix D. Section 5. Reallocation. (b) The salary schedule for 2022 2026 reflects an increase of two thousand dollars ($2.000.00) on base or three and one-quarter percent (3.25%), whichever is greater over the 202ł 2025 schedule. Additienally, effective and retreactive to full ratification, the Union and County agree to eliminate Grades 1, 2, and 3. The lowest grade of a position will be a Grade 4 and any pesition previously allecated to Grades 1-3 will be upgraded to Grade 4. Any employee impacted will be placed on a step pursuant to Appendix D, Section 5, Reallocation. (c) The salary schedule for 2023 2027 reflects an increase of three and one-half quarter percent (3.5 3.25%) over the 2022 2026 schedule. (d) The salary schedule for 2024-2028 reflects an increase of three and three one- quarter percent (3.75 3.25%) over the 2023 2027 schedule. (e) Retroactive salary payments shall be paid to those Employees on the payroll on the date of Union ratification. In addition, retroactive payments shall be made to those Employees who have retired between January 1, 202ł 2025, and the date of final Union ratification, and are receiving a NYS retirement pension. Retroactive payments will be made to the estate of any Employee who died between January 1, 2021 2025, and the date of final Union ratification. Retroactive payments shall be used to reduce any amounts owed to the County by an Employee that are subject to recoupment without regard to the provisions of Article IV, Section 9. Payments will be made as soon as practicable after ratification by both parties and final execution of this Agreement by the County Executive. Page 2 of 23 4. ARTICLE IV, COMPENSATION. SECTION 4. EMERGENCY CALL-BACK PAY Modify provision to clarify when Emergency Call-Back will be granted. Provision (e) remains unchanged. Implement upon full ratification. An Employee called to come to work and who actually arrives at his worksite four (4) or more hours before his regular work shift, shall be guaranteed a minimum of three (3) hours pay plus actual travel time to and from work for all travel within Dutchess County. Travel time outside Dutchess County shall not be compensated. As much of the three (3) hours as the Employee is required to work shall be considered overtime hours and shall be compensated at time and one half; the remainder, if any, of the guaranteed three (3) hours and travel time shall be considered straight time and compensated as such. Unworked time shall be paid on a first shift basis. The following standards shall apply to emergency call-back situations: If either of the following items are met Emergency Call-Back will be granted: (b)(a) When an Employee is requested after the end of his regular shift (i.e. after he has punched out for the day) to come back to work prior to his next regular shift, he shall be compensated pursuant to the emergency call-back clause. (d) (b) When an Employee is mandated ordered to perform work mandatory overtime on a non-continuous basis, that is to say if there is an interruption or break between the Employee's regular shift and the performance of the mandated mandatory over worktime and the Employee receives less than twelve (12) hours' notice, then this shall be treated as emergency call back and shall be compensated pursuant to the emergency call-back clause of the agreement. If either of the following items are met Emergency Call-Back will not be granted: (a)(c) When an Employee is at work and requested to come back to work at a later time or date, this shall be considered pre-scheduled work overtime and shall be compensated at regular or overtime (if over forty (40) hours) rates and not treated as emergency call-back. (c)(d) When an Employee volunteers, is ordered or requested to remain at work and work beyond his regular shift, this shall be construed as continuous ever-worktime and shall be compensated at regular or overtime (if over forty (40) hours) rates. Page 3 of 23 5. ARTICLE IV, COMPENSATION. SECTION 7. LONGEVITY PAYMENT Modify section (a) to add that longevity is a reward for continuous County service. County will make a one-time adjustment to longevities to current employees, however, no retroactive payments will be made as a result of this adjustment. Add subsection (c) to illustrate separation and break in service. Subsection (b) remains unchanged. Provision to read as follows: SECTION 7. LONGEVITY PAYMENT (a) Longevity payments after 10, 15, 20, 25, 30 and 35 years of service shall be paid as set forth on Appendix "C.2" to qualifying Employees if awarded pursuant to the annual performance appraisal provided in Section "6" above. Employees will receive their longevities effective their adjusted longevity date. Upon full ratification, the County will adjust the longevity and years of service. for the purpose of longevity, of all employees who previously separated from service but returned to County service prior to full ratification. Effective upon full ratification. years of service shall mean continuous employment and prior service if separated for less than one year. (b) For purposes of this provision, an employee who is off payroll or separated from County service pursuant to Civil Service Law Section 71 or 72 and later reinstated under those sections shall not be considered to have a break in service. however, such time off payroll shall be adjusted in accordance with their adjusted longevity date. An employee separated from County service pursuant to Civil Service Law Section 71 or 72 who returns to County service other than by reinstatement shall be deemed to have a break in service if separated for greater than one year. 6. ARTICLE IV, COMPENSATION. SECTION 8. ON-CALL PAY Modify provision (a) to have on-call time period coincide with the pay week. All other provisions remain unchanged. Effective upon ratification. Provision (a) to read as follows: SECTION 8. ON-CALL PAY (a) Employees who are required to be on-call and available to respond on a 24-hour basis to job related emergencies or urgent situations shall be compensated for each week o1 on-call assignment. A week of on-call assignment will commence at 12:00 a.m Saturday on a given day and ends on 11:59 p.m. Friday, seven (7) days later, in accordance with the schedule made by the Unit Head. 7. ARTICLE IV, COMPENSATION. SECTION 9. RECOUPMENT. Modify the provisions to reflect current practices. Modify the provision to recoup $50.00 a set amount per paycheck per the chart below. Modify provision to allow recoupment from last paychecks. Effective upon ratification. Provision to read as follows: Page 4 of 23 SECTION 9. RECOUPMENT (a) When employees or departments become aware of an overpayment, the Departments of Human Resources and Finance Department and the employee shall be notified in writing. Notification shall include the name of the employee and the nature and duration of the overpayment. (b) The Department of Human Resources shall notify the Union by contacting the Union President. The Union shall be notified of the affected employees, the amount and the reason for the overpayment. (e) (b) The Finance Department shall notify each employee and the Union in writing of the amount and reason or the overpayment and the payment or recoupment schedule to followed. Payroll deductions will be used. Deductions shall be made at the rate of fifty dollars ($50.00) a set rate per payroll according to the chart below, until the recoupment is satisfied. Payroll deductions will commence on the second payday following the date of notification. Amount Owed $1 - $1,500.00 $1,500.01 to $2,500.00 $2,500.01 or more Payment Amount (per pay period) $75.00 $100.00 $125.00 (c) If the recoupment is not satisfied and the employee leaves County employment, the balance of the recoupment will be taken from the employee's last paycheck(s). (d) If a recoupment schedule as noted above of fifty dellars ($50.00) per payroll represents an undue hardship to an employee, the employee may request to the Department of Human Resources Finance that a lesser recoupment be taken. The decision of the Department of Human Resources Finance on the request shall be final. Until the decision is made by the Department of Human Resources, there shall be no recoupment made by the Finance Department. In addition, notwithstanding anything to the contrary, an Employee may request a repayment amount in excess of the amounts listed above fifty dollars ($50.00) per payroll. (e) The limitations set within this section shall only apply to pay for standard work hours and shall not apply to pay for non-standard work hours including overtime and settlement retro-checks. Page 5 of 23 8. ARTICLE IV, COMPENSATION. SECTION 10. EMERGENCY CLOSURE. Modify the provision (a) to provide closure at Dutchess County Community College is issued by College President. Modify provision (g) to remove reference to New York State COVID-19 leave. Remainder of provisions shall remain unchanged. Provision to read as follows: SECTION 10. EMERGENCY CLOSURE (a) Applicability This section shall only apply when the County Executive issues a Local Emergency Order closing all County offices and facilities under his authority under the laws, or the President of Dutchess Community College issues an emergency closure of the College respectively. (g) Scheduled Time Off, Off Payroll or on Leave Bargaining unit members using pre-scheduled benefit time (vacation, sick, personal, compensatory, New York State COVID 19 leave, etc.) during the closure of County offices and facilities shall be charged benefit time, notwithstanding the fact that County offices were closed on any of those dates. Bargaining unit members "off the payroll" or on any unpaid leave shall not receive compensation during the closure of County offices and facilities. Bargaining unit members on Workers' Compensation Leave, disability, or FMLA leave shall receive payment pursuant to New York State or Federal law as appropriate but shall not receive their normal compensation during the closure of County offices and facilities unless using benefit time. 9. ARTICLE V, SECTION 4. RECORD OF ATTENDANCE Daily time records, in a form determined by the County, showing actual time worked, as well as all types of leave and benefit time earned used by each Employee, will be reported by the Employee. These records and time earned shall be and maintained by the County. 10. ARTICLE V, WORKDAY AND WORK WEEK, SECTION 5. FLEX TIME. Modify the provision to eliminate if flex time proposal is approved, it does not need to b hanneled through the Labor Management Committee Provision (a) to be modified as stated below, provisions (b) and (c) to remain unchanged. SECTION 5. FLEX TIME (a) A full-time Employee may submit a written flex time proposal on his behalf to the Unit Head. If the Unit Head and the Employee agree to a flex time proposal, it will be channeled through provided to the Department of Human Resources to the Labor Management Committee-for its review and recommendations prior to implementation. Page 6 of 23 11. ARTICLE VI, OVERTIME, SECTION 4, HOLIDAY WORK SECTION 4. HOLIDAY WORK Modify the provision to allow Employees the option to receive holiday premium, or a portion thereof as compensatory time. Also provides alternate Holiday may be granted a compensatory time, and clarifies this provision does not impact Appendix F Implemented and effective upon full ratification. Provisions to read as follows: (a) An Employee who is required to work on a holiday shall (1) Be compensated paid at a minimum of the premium the rate of time and one half the hours worked. a. If this work occurs prior to reaching 40 hours worked in the week. the base rate must be taken as pay. however the one-half premium amount may be taken as pay or compensatory time. in the discretion of the Unit Head, taking into consideration the Employee's needs. b. If this work occurs after reaching 40 hours worked in a week, the entire premium compensation of one and one half may be taken as pay or compensatory time. in the discretion of the Unit Head. taking into account the Employee's needs; and (i) In accordance with (i)(a) and (i)(b), as a form of recognizing an alternate Holiday and Aat the discretion of the Unit Head, taking into consideration the Employee's needs, if the time worked overlaps or encompasses the Employee's normal work shift for the day, the an Employee may either be paid his normal day's pay for the holiday time or receive another day off however much time worked that overlaps the normal work shift for the day, which will-may be recognized as compensatory time. known as an alternate holiday. (iii)Time worked during the holiday will be credited toward an Employee's total working hours for the purposes of determining if overtime compensation is payable in the work week in which the holiday occurs. (b) If the alternate holiday is granted as compensatory time, it may be retained and utilized according to the provisions of Article VI. Section 1. and an Employee is subsequently required to work on his alternate holiday, he shall be: Paid on a straight time basis, unless the alternate holiday hours combined with his regular worked hours for that week exceed forty (40) hours. All time over forty (40) hours shall be compensated in accordance with any applicable provisions of the Fair Labor Standards Act at the time and one half rate. fii) Paid according to the provisions under Emergency Call Back if he is required to work with less than 12 hours' notice. fiit) Allowed to cancel his scheduled alternate holiday and take it at a later date. (c) An Employee compensated under this provision shall not be eligible for Emergency Call Back. The alternate holiday shall be taken by the end of the calendar year in which it is granted, or it shall be paid at year end within the normal payroll process. (d) This provision applies to Employees not covered by Appendix F. Employees covered under Appendix F shall continue to receive the benefits provided therein. Page 7 of 23 12. ARTICLE VI OVERTIME, SECTION 8, DISTRIBUTION OF OVERTIME. Overtime shall be rotated on an equitable basis among all qualified Employees within each Unit consistent with the most efficient operation of the Unit. Each Unit. at the discretion of the Department Head, may establish a volunteer overtime call list. which Employees may opt out of. Employees on this list shall be called first regarding any overtime. After the overtime list is exhausted and there is still a need for employees to complete the work, the employees who had opted out will be called prior to any mandatory overtime. 13. ARTICLE VII, HOLIDAYS, VACATIONS, LEAVES. SECTION 2. VACATIONS Modify the provision to sunset paragraph (a) old language. Old paragraph (b) will be new paragraph (a). Delete paragraph (c) as this is obsolete. Restructure paragraphs to account for deletion. Modify paragraph (e) to lower vacation accrual cap for employees in 2027 to forty (40) days. Provision to read as follows: HOLIDAYS, VACATIONS, LEAVES. SECTION 2. VACATIONS (a) For 2021 and 2022, all Employees shall earn quarterly paid vacation on their adjusted benefit date based upon completion of each quarter year of continuous employment as noted below. During t* year 2nd 5th 6* 11th 12#15th 16th 20# 21 years & ever Days Earned Per Quarter of Continuous Employment First Qtr. Second Otr. Third Qtr. 3 3 3 ₴ 3 4 5 6 4 4 5 6 Fourth Qtr. 4 3 4 5 5 7 (b) Effective the first full pay period in October 2022, (a) all Employees, with the exception of those working at Dutchess Community College will be awarded vacation on a per payroll basis up to full time hours (i.e. excludes overtime or unpaid time and includes eligible paid time off). Prior to switching to payrol! accrual system employees will be prorated so they receive the same number of vacation days that they would have received had this change not occurred. Vacation will be awarded on the last day of the payroll period and made available for use the following payroll period. Page 8 of 23 Duration of Continuous Employment Up to 5 years 6- Start of 5 year up to t1 10 complete years 12 Start of 11" year up to 15-14 complete years t6 Start of 15th year up to 20 complete years Start of 21" years & over Vacation Hours Earned per Regular Hour Paid 0.0385 hours 0.0577 hours 0.0693 hours 0.0770 hours 0.0962 hours (e)Employees at Dutchess Community College shall retain the current quarterly procedures as outlined in section (a) above until Dutchess Community College's seftware/computer system can be updated to a per payroll earning system, at which time it will be changed to reflect the changes in section (b) above. (d) (b) Unit Heads, in their discretion, will schedule vacation time taking into consideration the following factors: i. Request of the Employee; ii. Needs of the Unit and ili. Seniority. (e) (c) An Employee may utilize vacation credits in minimum units of one-half (1/2) hour. Employees shall be allowed to accrue vacation credits up to an amount not to exceed forty-five (45) days up to December 31. 2026. Effective January 1, 2027, Employees shall be allowed to accrue vacation credits up to an amount not to exceed forty (40) days; In the month of November 2026, employees with accruals of more than forty (40) days may cash in the balance of time to reduce their vacation balance to thirty-seven (37) days using a form as prescribed by the County. a Accruals exceeding that-the respective limits stated in this provision within the noted time frames shall be forfeited. (f (d) Employees shall retain any earned vacation benefits if they transfer between Units within the County. (g) (e) Upon death, retirement, or separation from the County in good standing, Employees vill be paid the monetary value of accumulated unused vacation time in an amount no o exceed the maximum as specified in subdivision (e) (c) above. If an Employee die while employed by the County or retires from service on other than his adjusted benefit date, the County shall pay the prorated monetary value of vacation time from his previous adjusted benefit date to the date of death or retirement in addition to the monetary value of his accumulated unused vacation time up to the earned maximum as specified in subdivision (e) (c) above. Page 9 of 23 14. ARTICLE VII, HOLIDAYS, VACATIONS, LEAVES. SECTION 3. SICK LEAVE Modify the provision to clean up unnecessary language, (a) & (b), re-format the remaining provisions, adding language deleted from (b) to the new (a). Provision to read as follows: ARTICLE VII, HOLIDAYS. VACATIONS, LEAVES. SECTION 3. SICK LEAVE Accumulated sick leave shall be used only for an Employee's personal illness, or an illness in his immediate family requiring him to be with his immediate family. For the purpose of this Section, immediate family means an Employee's husband, wife, children, mother or father. (a) For an Employee hired prior to April 1, 2018, sick leave will be accrued at the rate of one (1) day for each month of continuous employment with unlimited accumulation. (b) For an Employee hired on or after April 1, 2018, sick leave will be accrued at the rate of ten (10) days per year of continuous employment with unlimited accumulation. Accruals will be awarded as a full day per month for ten (10) of the twelve (12) months in a service year. Any employee earning twelve (12) sick days per year who returns to County service after at least a one (1) year break in service will receive the ten (10) days of sick leave accrual outlined in this section. (Leaves pursuant to Civil Service Law Section 71 or Section 72 or time on a preferred eligible list (PEL) will not be deemed a break in service-for this provision.) (e) Effective the first full pay period in October 2022, (a) all Employees, with the exception of these working at Dutchess Community College, shall earn sick leave on a per payroll basis at a rate based on their current hire date as noted below. Sick leave will be awarded on the last day of the payroll period and made available for use the following payroll period. Regular Hours include hours worked up to full time hours (i.e. excludes overtime or unpaid time and includes eligible paid time off). Any employee earning twelve (12) sick days per year who returns to County service after at least a one (1) year break in service will receive the ten (10) days of sick leave accrual outlined in this section. (Leaves pursuant to Civil Service Law Section 71 or Section 72 or time on a preferred eligible list (PEL) will not be deemed a break in service for this provision.) Hire Date Sick Hours Earned per Regular Hour Paid Prior to 4/1/2018 0.0462 hours 4/1/2018 or Later 0.0385 hours (d) Employees at Dutchess Community College shall retain the current procedures as outlined in section (a) and (b) above until Dutchess Community College's software/computer system can be updated to a per payroll earning system, at which time it will be changed to reflect the changes in section (c) above. (e) (b) Sick leave may be taken in minimum units of one-half (½) hour. The Unit Head may, in his discretion, require confirmation of the use of sick leave and its purpose from the Employee. Page 10 of 23 (f (c) Employees are responsible for reporting and justifying their use of sick leave. Advance notification of sick leave shall be given whenever possible. Notification of use of sick leave must be given no later than 1 hour after the Employee's normal time for reporting to work. In the event that the absence of an Employee would necessitate that a substitute be called in, the Unit Head may require earlier notification. However, in no case will an Employee be required to report sick leave more than two hours prior to the start of his workday. Sick leave will not be paid if the Employee fails to provide notice as set forth above. (g) (d) Before absence for personal illness or disability in excess of two continuous days may be charged against accumulated sick leave credits, a Unit Head may require proof of illness or disability. A Unit Head may also require that an Employee be examined at County expense by a physician designated by the County. However, where an illness is of a "very personal nature," the County will accept and pay for an examination by the Employee's personal physician. (h) (e) If an Employee has used six (6) days of sick leave during the course of a twelve (12) month period, a Unit Head may require the aforementioned proof or examination before any subsequent absence may be charged against accumulated sick leave credits. Such proof of illness shall be required for a six (6) month period from the last used sick day, if the Unit Head provides written notice that the Employee has exceeded the above limitation. (i) (f) A Unit Head may require that an Employee who has been absent because of personal illness or disability be examined by a County designated physician prior to his return to work. Said examination shall be scheduled and performed within ten (10) working days after the Unit Head receives, in writing, notice from the Employee's physician that he is capable of returning to work and performing his normal duties without jeopardizing his own health and safety or that of his fellow Employees. In the event the examination does not occur within ten (10) working days, the Employee will be placed back on the payroll, and, in the discretion of the County, be required to return to work. This examination will be paid for by the County and is intended to establish that the Employee is not disabled and can perform his normal duties and that his return to work will not jeopardize his own health and safety or that of his fellow Employees. f (g) When an Employee changes Units within the County service, his accumulated sick leave credits shall be transferred with him. (k) (h) If an Employee's service with the County is terminated for any reason, compensation will not be given for unused accumulated sick leave credits. If an Employee resigns and then returns to County service in a permanent position within one (1) year of his resignation, any sick leave credits cancelled at the time of resignation will be reinstated. Page 11 of 23 15. ARTICLE VII, HOLIDAYS, VACATIONS, LEAVES. SECTION 11. BEREAVEMENT LEAVE Update provision to utilize "shift" instead of working day. Provision to read as follows: SECTION 11. BEREAVEMENT LEAVE An Employee shall be granted bereavement leave as follows: (a) An Employee shall be granted five (5) consecutive shifts working days off with pay at the time of death of an Employee's spouse, parent, or child, not to exceed a timespan of seven (7) consecutive calendar days in total. (b) An Employee shall be granted three (3) consecutive shifts working days off with pay at the time of death of an Employee's grandchild, grandparent, brother, sister, mother- in-law, father-in-law, legal guardian, step-parent, step-child, step-brother or step- sister, not to exceed a timespan of seven (7) consecutive calendar days in total. (c) An Employee shall be granted one (1) working day shift off with pay at the time of death of an Employee's brother-in-law, sister-in-law, son-in-law, or daughter-in-law. However, one (1) day shift of the leave may be reserved, up to thirty (30) days after the date of death, to attend services/funeral. An employee whose 3"d or 5"h consecutive shift begins on one calendar day and ends on the following calendar day shall be entitled to remain off with pay for that entire shift. If an employee's next shift begins on the same calendar day. they are required to return to work for their next shift. i.e. If the 5' consecutive shift ends at 7AM. and the next scheduled shift begins at 5PM. the employee must return to work at 5PM. 16. ARTICLE VII, SECTION 12, EMPLOYEE ABSENCE NOTIFICATION Add in a Section titled "Employee Absence Notification" under Article VII to include the following language: Employees shall follow their Department-specific notification procedure. or if unknown. notify their immediate Supervisor and/or Department Head, prior to being absent from work for any reason which has not been pre-approved by the Department. Providing notice under this provision does not constitute approval of benefit time or time- off and normal approval procedures are required. 17. ARTICLE VILI, SECTION 2. HEALTH INSURANCE FOR RETIRED EMPLOYEES AND SURVIVING SPOUSES. Modify provision (b) to reduce County contributions for Surviving Spouses health coverage for Employees who are hired/rehired after January 1, 2026. Provision to read as follows: SECTION 2. HEALTH INSURANCE FOR RETIRED EMPLOYEES AND SURVIVING SPOUSES Page 12 of 23 (b) Surviving spouses receiving health insurance coverage through a retired Employee as described above shall have the option to continue either individual or dependent health insurance coverage with the County on a contributory basis. For employees hired/rehired prior to January 1, 2026 The County will pay 50% towards the cost of individual coverage, for employees hired/rehired on or after January 1. 2026. the County will contribute 25% toward the cost of individual coverage (date of hire/rehire will not be reset for separations of less than a year). The surviving spouse shall pay the balance of the individual coverage premium cost. In the event the surviving spouse elects dependent coverage, the surviving spouse shall be responsible for the total cost of the dependent coverage. 18. ARTICLE VIII, HEALTH INSURANCE; DENTAL; OPTICAL; RETIREMENT AND DISABILITY INSURANCE PLANS, SECTION 8 NEW YORK STATE PAID FAMILY LEAVE AND SECTION 9. PARENTAL LEAVE. Modify Section 8, New York State Paid Family Leave as of December 31, 2026, the County contribution for this benefit will be $0.00. Provision to read as follows: SECTION 8. NEW YORK STATE PAID FAMILY LEAVE The County shall provide Paid Family Leave (PFL) pursuant to Article 9 of the Workers' Compensation Law and any amendments which may be enacted to said law and it shall be effective after the County's compliance with the statutory and insurance carrier notice requirements. The County shall cover the employees' contribution up to a maximum of $85.00 per year through December 31. 2026. Thereafter. the County will not contribute to this benefit. 19. ARTICLE X, SECTION 2. TUITION PAYMENTS: TUITION Modify provision (a) to increase tuition payment reimbursement cap. All other provisions remain unchanged. Provision (a) to read as follows: SECTION 2. TUITION PAYMENTS: TUITION (a) The County agrees to reimburse tuition payments at Dutchess Community College, BOCES, local high school evening divisions, public secondary institutions, or at any college or university (if the course is not available at Dutchess Community College), for Employees who have taken, and successfully completed job-related courses which that will improve the skills of such Employees. Reimbursement shall be subject to approval of a committee composed of the County Executive, plus two (2) members of management appointed by the County Executive and two Employees appointed by the Union. All applications for tuition payment reimbursement shall be submitted on or before dates determined by the committee, which shall meet five (5) times annually to review and act upon such applications. During each contract year, +The total of all approved tuition payment reimbursements shall not exceed $30,000 for 2025. +The total of all approved tuition payment reimbursements shall not exceed $35.000 for each of the years 2026 and 2027. For 2028 and each year following, the total shall not exceed $40.000. Page 13 of 23 20. ARTICLE X, SECTION 5. OUT-OF-COUNTY TRAVEL; CONFERENCE ATTENDANCE: REIMBURSEMENT. Modify provision (a) to remove compensatory time and provide that travel time is work time and will be paid as work time, minus the employee's standard time for commuting to work site, and modify paragraph (f) refer employees to the travel policy for reimbursement amounts. All other provisions remain unchanged Provisions (a) and (f) to read as follows: SECTION 5. OUT-OF-COUNTY TRAVEL; CONFERENCE ATTENDANCE: REIMBURSEMENT (a) Authorization by the Unit Head, subject to approval by the County Executive, of all out-of-county travel or attendance at conferences, in-service training sessions, or other meetings is required. No additional compensation shall be paid to Employees for out- of-county travel or attendance at these conferences, training sessions or meetings, except when an Employee is directed by his Unit Head, subject to approval by the County Executive, to attend a meeting, conference or training session as a part of his job duties, he shall receive compensatory time for travel to and from the conference, meeting, or training site, in excess of their normal work commute, will be considered time worked and awarded as compensatory time whenever applicable when such travet time is over and above his regular work day. Reimbursement for actual and necessary expenses incurred shall be paid upon the submission of vouchers within thirty (30) days after incurrence of the expense. The County will reimburse the Employee within thirty (30) days of receipt of voucher in acceptable form and will provide a copy of the voucher to the Employee. Allowable expenses include mileage or other travel expenses, food, lodging, tolls, conference and tuition fees. Receipts for all expenses except mileage are required. (f) Present IRS Regulations provide that meal payments made without a receipt are taxable income. If an Employee submits a receipt for the meal payments referenced in this Section, the Employee shall be paid the amount shown on the receipt up to the amount otherwise designated in this Section by IRS Regulations. The balance, if any, between the amount shown by the receipt and the amount provided for in this Section shall not be reimbursed. Meal payments made without a receipt shall be paid in accordance with (b) and (c) above and will be considered taxable income as provided by IRS Regulations. IRS Regulations are subject to change. 21. ARTICLE X, SECTION 13. BENEFITS AND LEAVE FOR EMPLOYEES PAID ON AN HOURLY BASIS. Modify provisions (b) and (c) to clarify benefits and accruals for part-time and temporary employees as well as to clarify different rules that apply to each category. Provisions (a) (d), (e) and (f remain unchanged Provision to read as follows: SECTION 13. BENEFITS AND LEAVE FOR EMPLOYEES PAID ON AN HOURLY BASIS Page 14 of 23 (b) Subject to Article IV, Section "5" of this Agreement, part-time and hourly Employees shall be eligible for annual increments, provided they earned a minimum of 30% of the regular full-time salary for the position every pay period of the previous year during the 12-month period immediately preceding their increment date. Part-time and hourly Employees shall be eligible for a longevity payment, provided they earned a minimum of 30% of the regular full-time salary for their position each year prior to the longevity award. The hourly rate shall be computed in accordance with Article VI, Section "3" of this Agreement. (c) All Employees paid on an hourly basis shall accrue sick days, vacation, personal days and holiday credits on a pro-rata basis. Personal days, vacation, holidays and sick leave will become be awarded on a per payroll basis on the last day of the payroll period and made available for use the following payroll period. available at the end of each calendar quarter to each Employee who works continuously throughout that quarter. Vacation leave will become available consistent with Article VII, Section "2" of this Agreement. If an Employee paid on an hourly basis converts to a full-time annual basis, the County shall (i) credit the Employee with the respective pro rata vacation time as defined above and (ii) place the Employee on the appropriate vacation schedule. credit any Any holiday balances will be credited to the Employee's sick leave accruals. 22. ARTICLE X, SECTION 15. CSEA FITNESS PROGRAM. Modify provision to remove expired language and increase County contribution in and rollover amount in 2026. Provision to read as follows: For 2021, the County agrees to pay $500.00 per contract year to an interest bearing account for the purpose of employee fitness programs. The funds shall be distributed by the Department of Human Resources after receipt, review and approval of written propesals from authorized Union executive committee. Effective in 2022, after full ratification and execution by the County Executive, +The County agrees to pay five thousand dollars ($5,000.00) in 2025 per contract year to an interest-bearing account for the purpose of employee fitness programs with a maximum rollover amount of seven thousand five hundred dollars ($7,500.00) per year. In 2026 and every year thereafter, the County agrees to pay seven thousand five hundred dollars ($7.500.00) per year to an interest-bearing account for the purpose of employee fitness programs with a maximum rollover amount of ten thousand dollars ($10.000.00) per year. The funds shall be distributed by the Department of Human Resources after receipt, review, and approval of written proposals from the authorized Union executive committee. At the end of each calendar year, the County will recoup the unused funds. in excess of the maximum rollover amount set forth in this provision. Unused funds, seven thousand five hundred at the end of the calendar year will be recouped by the County. Page 15 of 23 23. Sunset Stipulation with respect to NYS Covid-19 Sick Leave Benefits and Dutchess County Covid-19 Leave Due to the Covid-19 Pandemic State of Emergence Declared March 13, 2020, as of July 31, 2025, in compliance with New York State Paid Leave for Covid-19. Stipulation is not in the Collective Bargaining Agreement, signed March 16, 2021. Parties agree that the Dutchess County Covid-19 Leave Benefit shall sunset simultaneously with NYS Covid-19 Sick Leave Benefits, which expired July 31, 2025. 24. APPENDIX F RULES FOR EMERGENCY RESPONSE DISPATCH 24 HOUR SCHEDULING ROTATION Modifying SECTION 3, WORKING HOURS AND ASSIGNMENT, to pay shift differential according to when it occurs. All other provisions to remain unchanged Provision to read as follows: WORKING HOURS AND ASSIGNMENT: In those weeks where the schedule calls for thirty-seven (37) hours, employees shall be scheduled to work an additional three (3) hours to complete the forty (40) hour work week as otherwise provided herein. The County shall establish a recurring training, staff or special meeting schedule for the three (3) hours. The County shall give any affected employee two (2) weeks' notice of a change of such schedule. If the three (3) hours are not scheduled for training, staff, or special meetings, the employee may be assigned regular dispatching duties to work those three (3) hours during that work week. Shift differential will be paid according to when working or benefit hours actually occur. 25. APPENDIX F. RULES FOR EMERGENCY RESPONSE DISPATCH 24 HOUR SCHEDULING ROTATION. Modify paragraph 4(f)(1) ADJUSTMENT OF HOLIDAY Time, benefit is not changing, language cleanup, as example was confusing. Remaining provisions remain unchanged. Provision to read as follows: F. ADJUSTMENT OF HOLIDAY TIME: 1. Covered employees who separate from service or move to a non-covered position will forfeit eight (8) hours per Holiday that has not yet occurred within the six (6) month accrual period. For example, an employee who separates November December15th will forfeit eight (8) hours for the Christmas Holiday that has not yet occurred. 26. APPENDIX A Update with current titles. Current titles to be provided. Page 16 of 23 27. Fair Labor Standards Act - FLSA Revisions The provisions below shall be replaced upon implementation of the countywide FLSA update, which shall occur at the County's discretion and upon 30-days' notice to the Union. The changes shall be effective upon thirty (30) days' notice to the union by the County. The parties agree that the implementation of FLSA shall follow the terms below and agree that provisions 1 through 6 below are implementing language and shall not be included in the ratified contract document: 1. NET TOTAL BASIS. Eligible members of the bargaining unit will be retroactively compensated for overtime worked from August 18, 2018, to the date of the implementation of the Countywide FLSA update, and any retroactive compensation is subject to applicable taxes, withholdings and other legal deductions. All payouts under this Agreement shall be made on a net total basis for the period of August 18, 2018, to the date of implementation of the countywide FLSA update. This means that the Employer will calculate each pay period from August 18, 2018, to the date of the implementation of the countywide FLSA update. Any underpayment owed to the Employee will be reduced by any overpayments made to the Employee from August 18, 2018, to present to determine the final net amount due the Employee. For example, overpayment payments will not be paid out on a week-by-week basis. If in Week 1 the employee had an overpayment of $150.00 and then in Week 2 the Employee had an underpayment of $250.00, the employee will not be paid the $250.00 underpayment. Rather, if the employee had $1,000.00 cumulatively in underpayments and $500.00 cumulatively in overpayments from August 18, 2018, to the date of implementation of the countywide FLSA update, the employee will be paid the $500.00 net underpayment. 2. OVERPAYMENTS AND UNDERPAYMENTS In the event of a net overpayment to the Employee (meaning the Employee received more compensation than they were entitled to for the entire period from August 18, 2018, to the date of the implementation of PLSA countywide update), the Employer agrees to waive recoupment of such overpayment. This waiver is made based on the consideration provided for in this agreement. In the event of a net underpayment to the Employee (meaning the Employee received less compensation than they were entitled to for the entire period from August 18, 2018, to the date of the implementation of the countywide FLSA update), the Employer will pay the Employee the difference owed. 3. NET POSITIVE REQUIREMENT. Only Employees who have a net positive balance (meaning the total amount owed to the Employee after accounting for all overpayments and underpayments for the entire Page 17 of 23 period from August 18, 2018, to the date of implementation of FLSA countywide update is greater than zero) will receive a payout for the relevant period. Employees with a net negative balance (meaning the total amount owed by the Employee after accounting for all overpayments and underpayments for the entire period from August 18, 2018, to the date of implementation of the countywide FLSA update is less than zero) will not receive a payout. As set forth above in Paragraph 2, the repayment of overpayments is waived. As set forth in Paragraph 4 below, the countywide FLSA update will occur at an unspecified future date upon 30 days' notice to the union. As it pertains to any claims made by CSEA, its members, or by CSEA on behalt of its members, no other damage payments including attorney's fees, liquidated damages, or interest are payable to any Employees for overtime arrears paid under this agreement. The payment constitutes a complete resolution of the dispute. 4. REPLACEMENT OF TERMS. The terms of this MOA will replace the terms of Articles IV & VI as set forth in the Collective Bargaining Agreement in effect at the time of implementation of the countywide FLSA update which shall be at the County's discretion upon 30-days notice to CSEA. Effective the date of implementation of the countywide FLSA update, the regular rate of pay for purposes of overtime payment shall include all remuneration for employment paid to, or on behalf of, the Employee except as set forth in 29 USC § 207 (e). The regular rate is determined by dividing total earnings (except for statutory exclusions) in the work week by the total number of hours worked in the work week. Article IV of the Collective Bargaining Agreement will be amended as set forth below in Paragraph 4 to reflect this agreement. 5. ALTERNATIVE DISPUTE RESOLUTION. All claims, complaints, or grievances brought by either the CSEA, or its members, or CSEA on behalf of its members, asserting violations of or arising under the FLSA, or Article IV or VI of the Collective Bargaining Agreement shall be subject exclusively to the grievance and arbitration provisions set forth at Article XI of the Collective Bargaining Agreement. 6. EFFECTIVE DATE OF IMPLEMENTATION. Articles IV and VI shall be replaced by Articles IV and VI below upon the County diceto upon 30 days noise i STA Any sailors or Ait a Vi not addressed by this Memorandum of Agreement will remain unchanged. Accordingly, Articles IV & VI will be amended to read as follows: Page 18 of 23 ARTICLE IV COMPENSATION SECTION 3. SHIFT COMPENSATION A work day will be broken into three shift periods and Employees working other than the daytime (first) shift shall receive additional compensation as noted below for time actually worked, per Article VI. Section 6. All shift hours which overlap two designated shift periods will be reeegnized for pay purposes to be within that shift period wherein ever 60% of the working hours are set. (a) First shift - 6:00 a.m. to 6:00 p.m. - the base rate established by the salary plan. (b) Second shift - 6:00 p.m. to 12:00 a.m. - the base rate established by the salary plan for first shift personnel, plus 5%. (c) Third shift - 12:00 midnight - 6:00 a.m. - the base rate established by the salary plan for first shift personnel, plus 10%. SECTION 4. EMERGENCY CALL-BACK PAY An Employee called to come to work and who actually arrives at his worksite four (4) or more hours before his regular work shift, shall be guaranteed a minimum of three (3) hours pay plus actual travel time to and from work for all travel within Dutchess County. Travel time outside Dutchess County shall not be compensated. As much of the three (3) hours as the Employee is required to work shall be compensated at time and one half; the remainder, if any, of the guaranteed three (3) hours and travel time shall be considered straight time and compensated as such. Time worked during the call-back will be credited toward an Employee's total working hours for the purposes of determining if overtime compensation under the FLSA is payable in the workweek in which the call-back occurs. however. the premium rate will not be used in the rate calculation toward the overtime hours in the work week in accordance with 29 USC Section 207(e). Unworked time shall be paid on a first shift basis. The following standards shall apply to emergency call-back situations: If either of the following items are met Emergency Call-Back will be granted: (a) When an Employee is requested after the end of his regular shift (i.e. after he has punched out for the day) to come back to work prior to his next regular shift, he shall be compensated pursuant to the emergency call-back clause. (b) When an Employee is mandated to perform work on a non-continuous basis, that is to say if there is an interruption or break between the Employee's regular shift and the performance of the mandated worktime and the Employee receives less than twelve (12) hours' notice. If either of the following items are met Emergency Call-Back will not be granted: (c) When an Employee is at work and requested to come back to work at a later time or date, this shall be considered pre-scheduled work and shall be compensated at regular Page 19 of 23 rates or overtime (if over forty (40) hours) rates and included in hours worked for the calculation of FLSA and not treated as emergency call-back. (d) When an Employee volunteers, is ordered or requested to remain at work and work beyond his regular shift, this shall be construed as continuous worktime and shall be compensated at regular or overtime (if over forty (40) hours) rates and included in hours worked for the calculation of FLSA. (e) Notwithstanding anything to the contrary set forth herein, if an Employee works from a vehicle as part of his job duties, that time shall be considered as time worked and compensated at time and one-half. He shall not, however, receive any additional travel time payments. ARTICLE VI OVERTIME SECTION 1. STRAIGHT TIME, COMPENSATORY TIME, AND TIME AND ONE HALF OVERTIME The regular rate of pay for purposes of overtime payment shall include all remuneration for employment paid to. or on behalf of. the employee except remuneration which is excluded from the regular rate calculation as set forth in 29 USC § 207 (e). The regular rate of pay is determined by dividing total earnings (except for statutory exclusions) in the workweek by the total number of hours worked in the workweek. Once the FLSA regular rate is calculated the Employee will be compensated for hours worked in excess of forty (40) hours in the workweek by taking the Employee's regular rate and multiplying it by 0.5 and then multiplying the number of hours worked in excess of forty (40) hours. For example, if an Employee works eight (8) hours in excess of the forty (40) hour work week. $20/hr regular rate x 0.5 x 8 hours = $80.00. There will be a new item on the paystubs "FLSA OT". Any election made between compensatory time and pay shall apply for all hours in excess of the Employee's schedule on a workweek basis. (a) Office Employees. Except as otherwise provided in this Article, office personnel shall be compensated at straight time rates or receive straight time compensatory time for hours worked between 35 and 40 hours per week. The decision to pay Employees or award compensatory time shall be at the discretion of the Unit Head on a workweek basis, taking into consideration the Employee's needs. (b) Office personnel who work over 40 hours per week shall be compensated in accordance with any applicable provisions of the Fair Labor Standards Act at the time and one half rate or receive time and one half compensatory time off on a workweek basis. The decision to pay Employees or award compensatory time shall be at the discretion of the Unit Head, taking into consideration the Employee's needs. Page 20 of 23 (c) Other Employees. Except as otherwise provided in this Article, overtime for all other Employees is defined as all hours worked in excess of forty (40) hours per week. Overtime shall be compensated in accordance with any applicable provisions of the Fair Labor Standards Act at the time and one half rate-and shall be granted in pay or compensatory time off on a workweek basis, in the discretion of the Unit Head, taking into consideration the Employee's needs. (d) Compensatory time, whether earned at overtime or straight time rates, shall, after appropriate conversion, be credited at a single straight time rate. For example, when 6 hours of compensatory time is earned at the overtime rate, it shall be credited as 9 hours at the straight time rate. (e) If compensatory time is granted, it shall be taken within 6 months of the date earned or it shall be paid to the Employee in the first payroll period of the seventh month. (f) No Employee shall be compensated for overtime unless he was first properly directed to work such overtime by the Unit Head. (g) Upon the death or separation of an Employee, the Employee's estate or the Employee shall be paid for all unused accumulated compensatory time. SECTION 3. HOURLY RATE COMPUTATION The hourly rate for salaried Employees shall be computed by dividing the Employee' annual salary by the number of work hours in the year. For work in excess of the forty (40) hour workweek requiring overtime payment based upon the Employee's regular rate of pay. the regular rate of pay for payment of overtime (work in excess of forty (40) hours in the workweek) shall be in accordance with the FLSA as outlined above. SECTION 4. HOLIDAY WORK Modify the provision to allow Employees the option to receive holiday premium, or a portion thereof as compensatory time. Also provides alternate Holiday may be granted as compensatory time, and clarifies this provision does not impact Appendix F. Implemented and effective upon full ratification. Provisions to read as follows: (a) An Employee who is required to work on a holiday shall (i) Be compensated a minimum of the premium rate of time and one half the hours worked. a. If this work occurs prior to reaching 40 hours worked in the week, the base rate must be taken as pay, however the one-half premium amount may be taken as pay or compensatory time, in the discretion of the Unit Head, taking into consideration the Employee's needs. b. If this work occurs after reaching 40 hours worked in a week, the entire premium compensation of one and one half may be taken as pay or Page 21 of 23 compensatory time, in the discretion of the Unit Head, taking into account the Employee's needs; and (ii) In accordance with (i)(a) and (i)(b), as a form of recognizing an alternate Holiday and at the discretion of the Unit Head, taking into consideration the Employee's needs, if the time worked overlaps or encompasses the Employee's normal work shift for the day, the Employee may either be paid his normal day's pay for the holiday time or however much time worked that overlaps the normal work shift for the day, may be recognized as compensatory time. (iii)Time worked during the holiday will be credited toward an Employee's total working hours for the purposes of determining if overtime compensation under the FLSA is payable in the work week in which the holiday occurs, however. the premium rate will not be used in the regular rate calculation for the overtime hours in the work week. in accordance with 29 USC Section 207 (e) or other applicable provisions of the Fair Labor Standards Act. (b) If the alternate holiday is granted as compensatory time, it may be retained and utilized according to the provisions of Article VI, Section 1. (c) An Employee compensated under this provision shall not be eligible for Emergency Call Back. (d) This provision applies to Employees not covered by Appendix F. Employees covered under Appendix F shall continue to receive the benefits provided therein. SECTION 6. WORK WEEK COMPUTATION For the purpose of determining whether an Employee is entitled to overtime pay and for purposes of calculating the regular rate of pay under FLSA, an un-worked holiday, approved paid leave, or unworked compensatory time in an Employee's normal work week shall be considered as time worked and shall be included. SECTION 7. OVERTIME PAY RATE Overtime shall be paid at the rate for the shift on which the Employee actually works the overtime. SECTION 87. DISTRIBUTION OF OVERTIME Overtime shall be rotated on an equitable basis among all qualified Employees within each Unit consistent with the most efficient operation of the Unit. Each Unit, at the discretion of the Department Head, may establish a volunteer overtime call list which Employees may opt out of. Employees on this list shall be called first regarding any overtime. After the overtime list is exhausted and there is still a need for employees to complete the work, the employees that had opted out will be called prior to any mandatory overtime. Page 22 of 23 SECTION 98. CHANGE OF WORK HOURS The County will not arbitrarily change the working hours of any Employee for the purpose of evading the overtime provisions of this Agreement. DATED THIS 4TH DAY OF MARCH, 2026 COUNTY OF DUTCHESS Susan serin SUSAN J. SERINO, COUNTY EXECUTIVE CIVIL SERVICE EMPLOYEES ASSOCIATION, INC. LOCAL 1000, AFSCME, AFL-CIO FOR THE DUTCHESS CounTy UNIT #6650 DUTCHESS COUNTY LOcAL 814 By: ORDAN RIDER. LABOR RELATIONS SPECIALIST By: ANDREW K. CALAMARI, UNIT PRESIDENT Page 23 of 23 APPENDIX B 2024 SALARY SCHEDULE 2024 SALARY SCHEDULE 2024 Salary Schedule Grade 4 5 6 8 9 10 11 12 13 14 15 16 17 18 19 20 21 27 28 Plus 3.75% Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 37,135 38,065 39,018 39,994 40,992 42,020 43,066 44,146 45,250 38,534 39,496 40,485 41,494 42,534 43,598 44,684 45,801 39,875 40,874 41,895 46,945 42,941 44,015 45,113 46,243 47,396 48,581 41,501 42,538 43,604 44,696 45,808 46,955 48,131 49,334 50,566 43,408 44,492 45,605 46,747 47,916 49,115 50,343 51,599 52,889 45,576 46,717 47,886 49,082 50,306 51,567 52,855 54,175 55,529 48,008 49,212 50,436 51,702 52,992 54,318 55,677 57,068 58,495 50,978 52,252 53,558 54,896 56,265 57,676 59,117 60,592 62,108 54,755 56,125 57,529 58,963 60,441 61,953 63,500 65,084 66,711 60,204 61,709 63,252 64,835 66,456 68,119 69,821 71,564 73,351 65,924 67,572 69,262 70,989 72,765 74,585 76,450 78,359 80,317 71,640 73,429 75,264 17,146 79,079 81,053 83,080 85,155 87,284 77,351 79,283 81,266 83,297 85,380 87,511 89,699 91,940 94,238 83,044 85,120 87,249 89,431 91,668 93,957 96,306 98,715 101,182 88,751 90,968 93,242 95,571 97,962 100,413 102,921 105,490 108,127 94,438 96,804 99,223 101,701 104,247 106,850 109,520 112,256 115,061 100,142 102,646 105,213 107,844 110,540 113,305 116,132 119,034 122,011 105,869 108,516 111,230 114,007 116,857 119,781 122,778 125,844 128,990 195,907 197,096| 198,280 199,465 200,651 201,834 | 203,022 | 204,206 | 205,419 204,211 | 205,396 206,580 207,766 208,951 210,136 211,323 212,508 213,720 verag cremer 1,014 1,051 1,088 1,133 1,185 1,244 1,311 1,391 1,495 1,643 1,799 1,956 2,111 2,267 2,422 2,578 2,734 2,890 1,186 1,185 APPENDIX C.1 2025, 2026, 2027, 2028 SALARY SCHEDULES 2025 SALARY SCHEDULE 2025 SALARY SCHEDULE Grade 5 6 8 9 10 11 12 13 14 15 16 17 18 19 20 21 27 28 Step 1 40,784 42,125 43,751 45,658 47,826 50,258 53,228 57,005 62,454 68,174 73,968 79,865 85,743 202,274 210,848 Step 2 41,746 43,124 44,788 46,742 48,967 51,462 54,502 58,375 63,959 69,822 75,815 81,860 87,886 203,502 212,071 PLUS Step 3 42,735 44,145 45,854 47,855 52,686 55,808 59,779 65,502 71,513 77,710 83,907 90,085 3.25% Or At Least $2,250 Step 4 Step 5 Step 6 43,744 44,784 45,848 45,191 46,265 47,363 46,946 48,058 49,205 48,997 50,166 51,365 51,332 52,556 53,817 53,952 55,242 56,568 57,146 58,515 59,926 61,213 62,691 64,203 67,085 68,706 70,369 73,296 75,130 77,009 79,653 81,649 83,687 86,004 88,155 90,355 92,338 94,647 97,011 Step 7 46,934 48,493 50,381 52,593 55,105 57,927 61,367 65,750 72,090 78,935 85,780 92,614 99,436 Step 8 48,051 49,646 51,584 53,849 56,425 59,318 62,842 67,334 73,890 80,906 87,923 94,928 101,923 204,724 213,294 205,948 214,518 207,172 215,742 208,394 216,965 209,620 218,191 210,843 219,415 Step 9 49,195 50,831 52,816 55,139 57,779 60,745 64,358 68,961 75,735 82,927 90,121 97,301 104,470 212,095 220,666 2,822 2,984 1,228 1,227 2026 SALARY SCHEDULE 2026 Salary Schedule Grade 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 27 28 Step 1 42,784 44,125 45,751 47,658 49,826 52,258 55,228 59,005 64,484 70,390 76,372 82,461 88,530 94,613 100,676 106,757 112,863 Step 2 43,746 45,124 46,788 48,742 50,967 53,462 56,502 60,375 66,038 72,091 78,279 84,520 90,742 96,977 103,198 109,426 115,684 208,848 210,116 217,701 | 218,963 Plus 3.25% Step 3 44,735 46,145 47,854 49,855 52,136 54,686 57,808 61,779 67,631 73,837 80,236 86,634 93,013 99,401 105,778 112,163 118,577 211,378 220,226 Step 4 45,744 47,191 48,946 50,997 53,332 55,952 59,146 63,213 69,265 75,678 82,242 88,799 95,339 101,884 108,419 114,968 121,538 212,641 221,490 Or At Least $2,000 Step 5 46,784 48,265 50,058 52,166 54,556 57,242 60,515 64,728 70,939 77,572 84,303 91,020 97,723 104,433 111,133 117,842 124,576 213,905 222,754 Step 6 47,848 49,363 51,205 53,365 55,817 58,568 61,926 66,290 72,656 79,512 86,407 93,292 100,164 107,045 113,908 120,789 127,693 215,167 224,016 Step 7 48,934 50,493 52,381 54,593 57,105 59,927 63,367 67,887 74,433 81,500 88,568 95,624 102,668 109,720 116,754 123,803 130,888 216,433 225,282 Step 8 50,051 51,646 53,584 55,849 58,425 61,318 64,884 69,522 76,291 83,535 90,780 98,013 105,235 112,458 119,671 126,897 134,157 217,695 226,546 Step 9 51,195 52,831 54,816 57,139 59,779 62,745 66,450 71,202 78,196 85,622 93,050 100,463 107,865 115,269 122,661 130,070 137,510 218,988 227,838 Armente 1,051 1,088 1,133 1,185 1,244 1,311 1,403 1,525 1,714 1,904 2,085 2,250 2,417 2,582 2,748 2,914 3,081 1,268 1,267 2027 SALARY SCHEDULE 2027 Salary Schedule Grade Step 2 6 Step 1 44,174 45,559 47,238 49,207 51,445 53,956 57,023 60,923 66,580 72,678 78,854 85,141 91,407 97,688 103,948 110,227 116,531 215,636 224,776 216,945 226,079 Plus 3.25% Step 3 46,189 47,645 49,409 51,475 53,830 56,463 59,687 63,787 69,829 76,237 82,844 89,450 96,036 102,632 109,216 115,808 122,431 218,248 227,383 Step 4 47,231 48,725 50,537 52,654 55,065 57,770 61,068 65,267 71,516 78,138 84,915 91,685 98,438 105,195 111,943 118,704 125,488 219,552 228,688 Step 5 48,304 49,834 51,685 53,861 56,329 59,102 62,482 66,832 73,245 80,093 87,043 93,978 100,899 107,827 114,745 121,672 128,625 220,857 229,994 Step 6 49,403 50,967 52,869 55,099 57,631 60,471 63,939 68,444 75,017 82,096 89,215 96,324 103,419 110,524 117,610 124,715 131,843 222,160 231,297 98,732 106,005 113,286 120,549 127,827 135,142 223,467 232,604 Step 8 51,678 53,324 55,325 57,664 60,324 63,311 66,993 71,781 78,770 86,250 93,730 101,198 108,655 116,113 123,560 131,021 138,517 224,770 233,909 Step 9 52,859 54,548 56,598 58,996 61,722 64,784 68,610 73,516 80,737 88,405 96,074 103,728 111,371 119,015 126,647 134,297 141,979 226,105 235,243 Average Increment 1,086 1,124 1,170 1,224 1,285 1,354 1,448 1,574 1,770 1,966 2,153 2,323 2,496 2,666 2,837 3,009 3,181 1,309 1,308 2028 SALARY SCHEDULE 2028 Salary Schedule Step 1 45,610 47,040 48,773 50,806 53,117 55,710 58,376 62,903 68,744 75,040 81,417 87,908 94,378 100,863 107,326 113,809 120,318 222,644 232,081 Step 2 46,636 48,105 49,879 51,962 54,333 56,994 60,234 64,363 70,400 76,853 83,450 90,103 96,736 103,383 110,015 116,654 123,326 223,996 233,427 Plus 3.25% Step 3 47,690 49,193 51,015 53,148 55,579 58,298 61,627 65,860 72,098 78,715 85,536 92,357 99,157 105,968 112,766 119,572 126,410 225,341 234,773 Step 4 48,766 50,309 52,179 54,365 56,855 59,648 63,053 67,388 73,840 80,677 87,675 94,665 101,637 108,614 115,581 122,562 129,566 226,687 236,120 Step 5 49,874 51,454 53,365 55,611 58,160 61,023 64,513 69,004 75,625 82,696 89,872 97,032 104,178 111,331 118,474 125,626 132,805 228,035 237,469 Step 6 51,009 52,623 54,587 56,890 59,504 62,436 66,017 70,668 77,455 84,764 92,114 99,455 106,780 114,116 121,432 128,768 136,128 229,380 238,814 Step 7 52,166 53,828 55,841 58,199 60,877 63,886 67,552 72,371 79,350 86,884 94,418 101,941 109,450 116,968 124,467 131,981 139,534 230,730 240,164 Step 8 53,358 55,057 57,123 59,538 62,285 65,369 69,170 74,114 81,330 89,053 96,776 104,487 112,186 119,887 127,576 135,279 143,019 232,075 241,511 Step 9 54,577 56,321 58,437 60,913 63,728 66,889 70,840 75,905 83,361 91,278 99,196 107,099 114,991 122,883 130,763 138,662 146,593 233,453 242,888 Average Increment 1,121 1,160 1,208 1,263 1,326 1,397 1,496 1,625 1,827 2,030 2,222 2,399 2,577 2,753 2,930 3,107 3,284 1,351 1,351 APPENDIX C.2 LONGEVITY SCHEDULE Grade 28 Effective 1/1/24 $1,245 $1,275 $1,310 $1,352 $1,400 $1,453 $1,518 $1,601 $1,720 $1,846 $1,971 $2,096 $2,221 $2,346 $2,471 $2,596 $2,722 $4,154 $4,306 APPENDIX C.3 ON-CALL COMPENSATION SCHEDULE On-Call Every 3 Grade Weeks or Less $84 $86 $89 On-Call Every Week or Every Other Week $148 $152 $158 6 7 8 9 10 11 12 13 14 15 16 17 18 21 27 28 $200 $320 $320 $360 $380 $620 $620 Budget, Finance, and Personnel Committee Roll Call District Name Yes No District 16 - Fishkill and Beacon Valdés Smith* X District 9 - City of Poughkeepsie Atkins* X District 20 - Red Hook, Tivoli, and Rhinebeck Munn* X District 3 - LaGrange Polasek* X District 12 - East Fishkill Metzger* X District 1 - Town of Poughkeepsie Redl (VC) X District 4 - Hyde Park and Town of Poughkeepsie Lawler (C) X District 7 - Hyde Park and Pleasant Valley Darrow X District 8 - City and Town of Poughkeepsie Brendli X District 10 - City of Poughkeepsie Johnson ABSENT District 18 - City of Beacon and Fishkill Rhodes X District 21 - East Fishkill Caswell X 11 Present: ____ 1 Absent: ____ Vacant: ____ Resolution: ____ Motion: ____ 11 Total : ______ ______ Yes No Abstentions: ______ 2026078 RATIFYING THE 2025-2028 COLLECTIVE BARGAINING AGREEMENT BETWEEN DUTCHESS COUNTY AND THE CIVIL SERVICE EMPLOYEES ASSOCIATION, INC., LOCAL 1000, AFSCME, AFL-CIO, DUTCHESS COUNTY (CSEA) AND AMENDING THE 2026 ADOPTED COUNTY BUDGET TO EFFECTUATE THE SALARY ADJUSTMENTS FOR THE CSEA MEMBERS AND FOR MANAGEMENT AND CONFIDENTIAL EMPLOYEES AS WELL AS THE BOARD OF ELECTIONS COMMISSIONERS Roll Call Sheets District Last Name YES NO District 16 - Fishkill and Beacon Valdés Smith District 9 - City of Poughkeepsie Atkins District 20 - Red Hook, Tivoli, and Rhinebeck Munn District 3 - LaGrange Polasek District 12 - East Fishkill Metzger District 1 - Town of Poughkeepsie Redl District 2 - LaGrange, Pleasant Valley & Town of Poughkeepsie Arnoff District 4 - Hyde Park and Town of Poughkeepsie Lawler District 5 - Town of Poughkeepsie Shah District 6 - Town of Poughkeepsie Kaul District 7 - Hyde Park and Pleasant Valley Darrow District 8 - City and Town of Poughkeepsie Brendli District 10 - City of Poughkeepsie Johnson District 11 - Clinton, Pleasant Valley, and Rhinebeck Kearney District 13 - East Fishkill and Wappinger Giles District 14 - Wappinger and Town of Poughkeepsie Winsby District 15 - Wappinger Faust District 17 - Town and Village of Fishkill McHoul District 18 - City of Beacon and Fishkill Rhodes District 19 - North East, Stanford, Pine Plains, Milan & Red Hook Drago District 21 - East Fishkill Caswell District 22 - Beekman and Union Vale Tresca District 23 - Pawling, Beekman and East Fishkill Rolison District 24 - Dover and Pawling House District 25 - Amenia, Washington, Pleasant Valley & Millbrook Alexander X X X X X X X X X X X X ABSENT X X X X X X X X X X X X 24 Present: ____ 1 Absent: ____ Vacant: ____ Resolution: ____ Motion: ____ 24 Total : ______ ______ Yes No Abstentions: ____ CONSENT AGENDA: RESOLUTIONS 054, 064, 065, 066, 067, 068, 069, 070, 071, 072, 074, 075, 078, 079, 080, 081, 083, 084, 086, 087, 088 OF THE YEAR 2026