Little Egg Harbor Grants 2 Percent Raise to Department Bosses

Oct 09, 2019

Little Egg Harbor department supervisors will receive a 2 percent raise for 2020 and 2021 through terms of a new contract that is retroactive to 2019 – but with no retroactive raise. Two members of the collective bargaining unit – zoning official Mark Ellis and tax collector Dayna Wilson – will each receive a $4,000 base adjustment to their salary for 2020 and 2021.

The document is signed by Ellis (president of the collective bargaining unit) and Wilson (vice president), and by Mayor Barbara Jo Crea and Township Clerk Diana McCracken.

Township Administrator Matthew Spadaccini released the terms of the agreement between the township and department heads on Oct. 2, nearly two months after a resolution dated Aug. 8 was approved by the township committee. The reason for the delay was continued negotiations after the resolution was approved, and to get the needed signatures, according to Spadaccini.

Municipal court administrator Alina Bertram will receive an additional $10,000 annually for her additional court duties for Eagleswood Township through a shared service agreement between the towns. She will also receive $50 for each “call-out,” and the township will supply her with a cell phone and a computer tablet to complete after-hour duties.

Ellis is currently being compensated for his duties as certified flood plain manager, Office of Emergency Management coordinator and community rating system specialist, and will continue completing work under those titles.

Public Works Superintendent Brad Griffin will continue in his capacity with current shared services agreements, but future shared services agreements will be open for negotiation. In a snow emergency, he will be paid straight time pay. In addition, he shall be entitled to receive clothing and meal allowance as set forth in the blue-collar contract.

The department heads will continue to receive hospitalization, prescription drug coverage, and dental and vision that cover spouse and dependent children. These benefits continue for employees who retire after 25 years of service in a state or locally administered retirement system if they also have a minimum of 20 years as an employee with the government, or reach age 62 with a minimum of service of 15 years. When the employee qualifies for Medicare, some of the benefits terminate except for deductibles, co-payments and out-of-pocket limits – the so-called Medicare Bridge.

In order to contain the rising costs related to healthcare and health insurance, employees agree that if their spouse has medical coverage through the state, township, municipal utilities authority or school district, then they will be ineligible. But in the case where the spouse’s coverage does not contain dental or vision plans, they can be enrolled.

The bargaining unit agrees to reopen contract negotiations if there is a plan between the township and all other collective bargaining units to reduce healthcare costs.

When an employee retires or leaves, compensation is paid for unused sick time at half of the employee’s daily rate of pay, and cannot exceed $18,000. On the other hand, if retirees elect to use up sick time as days off leading up to their termination, they may do so.

Other department heads in this bargaining unit include construction code official Karl Held and tax assessor Mandi Johnson.

— Pat Johnson

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