The council is expected to ratify the contract at its April meeting. "It's been an up and down process, but we've got a reasonably good document, and I think once it's ratified we can move on and mend any problems or issues created because of the process," Simpson said Thursday.

Local union members ratified the contract earlier this month. Hillier Artman, chief steward for the local union, said Thursday that it had been a "grueling" process. "All the members are glad that it's finally done, and we're looking forward to a better relationship with the management," he said.

The contract, which will be in effect until June 30, 2006, and will continue year after year unless either party moves to modify it, covers about 15 municipal employees. Those not covered by the contract include the town manager, reserve police officers, seasonal employees, department heads, elected officials and supervisors.

The contract is "pretty much" in compliance with the town's personnel policy, Simpson said. The contract highlights are as follows:
. There can be no strike or lockout conducted by union members during the duration of the contract.

. Once the agreement has been signed by both parties, the wages of bargaining unit employees will increase by 3 percent across the board effective with the first payroll.

. Effective July 1, 2005, bargaining unit employees will receive a wage increase equal to the percent increase of the Consumer Price Index for All Urban consumers (CPI-U) over the preceding 12 months, provided that such an increase is not less than 2 percent or more than 4 percent.

. Bargaining unit employees will contribute at least 10 percent of their health insurance premiums once the contract has been signed.

. Entry level starting compensation will be determined by the town manager.

. Longevity pay increase procedures remain unchanged.

. There is no guaranteed work week or workday, and no minimum number of hours which will be provided in any week or day.

. Seniority will not be the sole determining factor if layoffs are required.

. Employees usually will receive at least seven days advance notice on work schedule.

. For purposes of calculating overtime, only holidays and bereavement leave shall count toward hours actually worked, except during the winter season, public works employees may count paid sick leave as hours worked for the computation of overtime.
"This content originally appeared as a copyrighted article in the Friday, March 25, 2005 edition of the Bangor Daily NEWS and is used here with permission."