ADMINISTRATIVE AND RESIDUAL - ct.gov · [P-5] BARGAINING UNIT CONTRACT - B ETWEEN -STATE OF...

ADMINISTRATIVE AND RESIDUAL[P-5]

BARGAINING UNITCONTRACT

- BETWEEN -

STATE OF CONNECTICUT

- AND -

ADMINISTRATIVE & RESIDUAL EMPLOYEES UNION

LOCAL 4200-AFT/AFTCT, AFL-CIO

EFFECTIVE: JULY 1, 2016 EXPIRING: JUNE 30, 2021

Table of Contents

Preamble.............................................................................................. 1Article 1 Recognition.......................................................................... 1Article 2 Contract Coverage .............................................................. 1Article 3 Management Rights ............................................................ 3Article 4 Employee Bill Of Rights...................................................... 4Article 5 Non Discrimination ............................................................. 5Article 6 Concerted Activity............................................................... 5Article 7 Union Security And Payroll Deduction ............................. 6Article 8 Union Rights ........................................................................ 8Article 9 Working Test Period ......................................................... 12Article 10 Service Ratings ............................................................... 15Article 11 Personnel Records.......................................................... 16Article 12 Seniority ........................................................................... 17Article 13 Order Of Layoff Or Reemployment................................ 19Article 14 Dismissal, Suspension, Demotion, Other Discipline... 24Article 15 Grievance Procedure ...................................................... 26Article 16 Hours Of Work ................................................................. 32Article 16A Alternative Work Schedules ........................................ 38Article 17 Holidays.............................................................................41Article 18 Vacations.......................................................................... 43Article 19 Sick Leave........................................................................ 45Article 20 Sick Leave Bank .............................................................. 49Article 21 Pregnancy, Maternal, And Parental Leave.................... 51Article 22 Health Program................................................................ 52Article 23 Group Health Insurance.................................................. 53Article 24 Compensation ................................................................. 53Article 25 Travel Expenses And Reimbursements........................ 60Article 26 Objective Job Evaluations.............................................. 65Article 27 Class Reevaluations ....................................................... 67Article 28 Temporary Service In A Higher Classification ............. 68Article 29 Out Of Title Work............................................................. 69Article 30 Transfers .......................................................................... 71Article 31 Training And Professional Leave ...................................75

Article 32 Permanent Part-Time Employees................................... 78Article 33 Safety ................................................................................78Article 34 Winter Work And Assignments ......................................79Article 35 Retirement ........................................................................80Article 36 Method Of Salary Payment .............................................80Article 37 Indemnification ................................................................81Article 38 Miscellaneous ..................................................................81Article 39 Institutional Meals And Housing ....................................84Article 40 Entire Agreement .............................................................85Article 41 Supersedence ..................................................................86Article 42 Legislative Action ............................................................86Article 43 Savings Clause ................................................................86Article 44 Duration Of Agreement ...................................................86Article 45 Temperature Variation.....................................................87Article 46 Telecommuting ................................................................87

MOU - I Parking .................................................................................88MOU - II Reclassification Appeal Procedure 88MOU - III Holiday Party/Picnic ..........................................................90MOU - IV Meal Grievance Arbitration ..............................................90MOU - V Trainee Promotions ...........................................................91MOU - VI Service Ratings .................................................................91MOU - VII Job Exchanges/Swaps ....................................................91MOU - VIII Weather Delays/ Early Release.......................................92MOU - IX Staff Attorney Series..........................................................95MOU - X Tuition Reimbursement ....................................................102MOU - XI Lateral Displacements In Trainee Classes…………......103MOU - XII Agreement Regarding Days And Occasions ...............104Side Letter: Special Revenue Holidays.........................................106Appendix A ......................................................................................... 107State Of Connecticut Bargaining CommitteeA&R Negotiating CommitteeP-5 Pay PlansTop Step PaymentsLongevity Chart

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PREAMBLE

STATE OF CONNECTICUT, acting by and through theOffice of Labor Relations, hereinafter called “the State” or “theEmployer” and the Administrative and Residual EmployeesUnion,

WITNESSETH:WHEREAS the parties to this Agreement desire to establish

a state of amicable, understanding cooperation and harmony, andWHEREAS the parties to this Agreement consider

themselves mutually responsible to improve the public servicethrough increased morale, efficiency, and productivity;

NOW THEREFORE, the parties mutually agree as follows:ARTICLE 1

RECOGNITION

The State of Connecticut herein recognizes theAdministrative and Residual Employees Union, hereinafter the“Union”, as the exclusive representative of the State Employeeswhose classifications were assigned to the certified unit byaction of the Connecticut State Board of Labor Relations underCertification SE-5971, subject to such modifications orclarifications of the unit as the Board or a court of competentjurisdiction may order, or to which the parties may agree.

ARTICLE 2CONTRACT COVERAGE

Section One.This Agreement shall pertain only to thoseemployees whose job titles fall within Certification SE-5971 orby mutual Agreement of the parties and shall not apply tonon-permanent employees appointed to nonpermanenttemporary, emergency or seasonal positions, nor to durationalpositions of six (6) months or less. Employees appointedoriginally on a provisional basis, and/or employees appointed todurational positions established for six (6) months or more shallbe covered by this Agreement, but shall have no right of appealfrom termination due to expiration of position or failure tosuccessfully complete the required examination and appointment

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process. Persons serving a Working Test Period are notexcluded except as otherwise indicated in this Agreement.

(a) New Classes. The Employer will notify the Union ofthe establishment of new classes and its position concerning thebargaining unit placement. Said notice shall precede the fillingof any positions within said classification including the transferof incumbents from existing titles.

(b) Changes in Job Specifications. The Employer shallnotify the Union as far in advance as practicable to permit theparties to negotiate the impact of changes in job specifications.

Section Two. Provisional Employees. Provisionalemployees are employees who are initially appointed topermanent positions pending State examination or examinationresults. Provisional appointees are subject to the requirements ofthe merit system in all respects, including but not limited tocertification from an examination list and completion of theWorking Test Period. Permanent appointment is contingentupon meeting all said requirements, and failure to do so willresult in termination of employment without right of appealexcept as provided by the merit system. In all other respects,provisional employees are subject to the provisions of thisAgreement and can utilize all benefits as if they were initiallyappointed as permanent full time employees. Seniority shall beretroactive to the date of last hire upon successful completion ofthe Working Test Period.

Section Three. Temporary Employees. A temporaryemployee is defined as an employee who is hired to fill atemporary, durational or emergency position of six (6) monthsduration or the length of leave of absence of the employeereplaced, whichever is longer. Due to the nature of temporaryemployment, temporary employees cannot be guaranteedcontinued employment beyond the termination date of theappointment. Termination is therefore without right of appeal.In other respects, this Agreement shall apply to a temporaryemployee after completion of six (6) months of continuousservice. When the service of such employee has been

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satisfactory for a period of six (6) months and a non competitivevacancy exists in the bargaining unit which he/she is qualified tofill, the Employer shall offer the position to the employee afterpermanent employees have been considered. Upon appointmentto a permanent position the employee shall serve a Working TestPeriod as provided in this Agreement. Seniority shall beretroactive to the date of last hire upon successful completion ofthe Working Test Period. The period for advance notice todurationals who are employed without a specified terminationdate of the impending termination of their employment shall benot less than three (3) weeks.

Item #1 of Appendix A - Cross Unit Handling of DurationalPositions and Temporaries, as set forth in SEBAC 2017, isincorporated herein.

ARTICLE 3MANAGEMENT RIGHTS

Section One. Except as otherwise limited by an expressprovision of this Agreement, the State reserves and retains,whether exercised or not, all the lawful and customary rights,powers, and prerogatives of public management. Such rightsinclude, but are not limited to, establishing standards ofproductivity and performance of its employees; determining themission of an agency and the methods and means necessary tofulfill that mission, including the contracting out of or thediscontinuation of services, positions, or programs in whole or inpart; the determination of the content of job classification;classification and pay grade for newly created jobs; theappointment, promotion, assignment, direction and transfer ofpersonnel; the suspension, demotion, discharge or any otherappropriate action against its employees; the relief from duty ofits employees because of lack of work or for other legitimatereasons; the establishment of reasonable work rules; and thetaking of all necessary actions to carry out its mission inemergencies.

Section Two. Those inherent management rights notrestricted by a specific provision of this Agreement are not in

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any way, directly or indirectly, subject to the grievanceprocedure.

ARTICLE 4EMPLOYEE BILL OF RIGHTS

Section One. Each employee covered herein shall beexpected to render a full and fair days work in an atmosphere ofmutual respect and dignity, free from significant abusive orarbitrary conduct.

Section Two. An employee's off-duty conduct, speech,beliefs, politics or preferences shall not in and of themselvesimpact on his/her employment unless clearly job related.

(a) In any off-duty conduct involving criminal charges orcriminal investigation, which yields no charges, statements madeby the accused shall not be admissible in a later administrativeaction unless clearly job related.

(b) Any complaints not alleging criminal conduct shall begiven to the affected employee within four (4) business days ofreceipt by the employing agency.

Section Three. An employee shall be entitled to Unionrepresentation upon his/her request at each step of the grievanceprocedure and all predisciplinary hearings.

Section Four. No employee shall be requested to sign astatement of an admission of guilt to be used in a disciplinaryproceeding without being advised of his/her right to unionrepresentation. If the employee waives right to representation inthis instance, such waiver shall be in writing. Any employeewho has initially waived the right to union representation mayretract such waiver, in writing, at any point during the grievanceprocess.

Section Five. No record of complaint against anyemployee shall be kept in an employee's personnel file unlesssuch record includes identification of the complainant.

Section Six. No employee shall be compelled to offerevidence under oath against himself/herself in any disciplinaryaction. Testimony by the employee in his/her own behalf shallconstitute waiver of this protection. (See Article 14, Section Six[b]).

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ARTICLE 5NON DISCRIMINATION

Section One. The parties agree that neither shalldiscriminate against any employee, because of the individual'srace, color, religious creed, age, sex, marital status, nationalorigin, ancestry, physical or mental disability, sexual orientation,history of mental disorder or mental retardation, except on thebasis of bona fide occupational qualifications. The partiesfurther agree in all aspects to follow the provisions of C.G.S.Sections 46a-81c,d,e, regarding the prohibition of discriminatoryemployment practices.

Section Two. The parties agree to work jointly to eliminateand to prevent discrimination and to ensure equal opportunity inthe application of this Agreement.

Section Three. The Employer shall not discriminateagainst any employee who has utilized the statutory “whistleblower” provisions and filed information with the appropriatestatutory officials.

Section Four. Notwithstanding any provision of thisAgreement to the contrary, the Employer will have the right andduty to take all actions necessary to comply with the provisionof the Americans with Disabilities Act, 42 U.S.C. 2101, et seq.(ADA). Upon request, the Employer will meet and discussspecific concerns identified by the Union; however, this shall notdelay any actions taken to comply with the ADA.

Section Five: Neither party shall discriminate against anyemployee on the basis of membership or non-membership orlawful activity on behalf of the exclusive bargaining agent.

ARTICLE 6CONCERTED ACTIVITY

Section One. Neither the Union nor any employee shallengage in, induce, support, encourage, or condone a strike,sympathy strike, work stoppage, slowdown, concertedwithholding of services, sickout or any interference with themission of any State Agency. This Article shall be deemed toprohibit the concerted boycott or refusal of overtime work, but

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shall be interpreted consistent with any provisions of thisAgreement on distribution and assignment of overtime work.

Section Two. In any appeal of disciplinary action taken asa result of an alleged violation of this Article, the arbitrator shallhave no authority to alter or modify the disciplinary penaltyimposed if such penalty is less than the equivalent of a five (5)day suspension.

Section Three. The Union shall exert its best efforts toprevent or terminate any violation of Section One of this Article.Immediate written notice to employees involved of theirobligation under this Section, with copies of such notice servedon the Employer, shall constitute compliance with this Section.

Section Four. The Employer agrees that during the life ofthis Agreement there shall be no lockout.

Section Five. The Employer will provide security foremployees who continue to meet job obligations in spite of anyillegal strike, picket line or other job action posing a hazard tothe employees' safety.

ARTICLE 7UNION SECURITY AND PAYROLL DEDUCTION

Section One. During the life of this Agreement, anemployee retains the freedom of choice whether or not tobecome or remain a member of the Union, which has beendesignated as the exclusive bargaining agent.

Section Two. Union dues and/or assessments shall bededucted by the State employer biweekly from the paycheck ofeach employee who signs and remits to the State anauthorization form. Such deduction shall be discontinued uponwritten request of an employee thirty (30) days in advance.

If a change in salary causes a change in the amount of duesor assessment, which should be withheld, the change in dues orassessment shall be made simultaneously with any change insalary.

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Section Three. An employee who, within thirty (30) daysafter initial employment in the bargaining unit covered by thisAgreement, fails to become a member of the Union or anemployee whose membership is terminated for nonpayment ofdues or who resigns from membership shall be required to payan agency service fee under Section Four.

Section Four. The State shall deduct the agency service feebiweekly from the paycheck of each employee who is requiredunder C.G.S. 5-280 to pay such a fee as a condition ofemployment, provided, however, no such payment shall berequired of an employee whose membership is terminated forreasons other than nonpayment of Union dues or who objects topayment of such fee based on the tenets of a religious sect. Theamount of agency service fee shall not exceed the minimumapplicable dues and/or assessments payable to the exclusivebargaining agent.

Section Five. The amount of dues or agency service feesdeducted under this Article shall be remitted to the Treasurer ofthe Administrative and Residual Employees Union as soon asavailable after the payroll period together with the list ofemployees for whom any such deduction is made.

Section Six. No payroll deduction of dues or agencyservice fee shall be made from workers' compensation or for anypayroll period in which earnings received are insufficient tocover the amount of deduction, nor shall such deductions bemade from subsequent payrolls to cover the period in question(non-retroactive).

Section Seven. No other organizations shall be entitled todeduction of its dues or service fees from the payroll.

Section Eight. The State employer shall continue itspractice of payroll deductions as authorized by employees forpurposes other than payment of Union dues or agency servicefees, provided any such payroll deduction has been approved bythe State in advance.

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Section Nine. The Union shall indemnify the State for anyliability or damages incurred by the State in compliance withthis Article.

Section Ten. (a) The existing system of voluntary payrolldeductions for the Union's Political Action Fund shall becontinued.

(b) The State will provide the Union with anotherdeduction slot, if and when said slot can be provided on abargaining unit basis.

ARTICLE 8UNION RIGHTS

Section One. Employer representatives shall dealexclusively with Union designated stewards or representatives inthe processing of grievances or any other aspect of contractadministration.

Section Two. The Union will furnish the State employerwith the list of stewards designated to represent any segment ofemployees covered by this Agreement, specifying thejurisdiction of each steward, and shall keep the list current on amonthly basis unless there is no change.

Section Three. Access to Premises. Union staffrepresentatives shall be permitted to enter the facilities of anagency at any reasonable time for the purpose of discussing,processing or investigating filed grievances, or fulfilling its roleas collective bargaining agent, provided that they give notice oftheir presence immediately to the supervisor in charge and donot interfere with the performance of duties.

The Union will furnish the State employer with a currentlist of its staff personnel and their jurisdictions, and shallmaintain the currency of said list.

Section Four. Role of Steward in Processing Grievances.The steward will obtain permission from his/her immediatesupervisor when leaving the work assignment to carry outsteward duties in connection with this Agreement. Whencontacting an employee, the steward will first report to and

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obtain permission to see the employee from the employee'ssupervisor. Such permission will be granted unless the worksituation or an emergency demands otherwise. If the immediatesupervisor is unavailable, permission will be requested from thenext level of supervision. Such requests shall include names(employee's), work location and approximate time (anticipated)that will be needed. The steward will report back to his/hersupervisor upon completion of such duties and return to workwithout a loss in pay or benefits. The Union will cooperate inpreventing abuse of this Section. Steward coverage shall be nogreater than sixty-five (65) stewards, eight (8) of whom may bedesignated for general jurisdiction. Only one (1) steward shallrepresent a grievant at any given time.

(a) The selection and designation of stewards arerecognized as exclusively Union functions.

(b) Stewards shall carry appropriate identification,provided by the Union, when performing steward duties.

(c) Stewards shall have reasonable access to work areaswhen performing steward duties associated with contractadministration.

(d) Stewards shall be deemed to have the highest seniorityin their classifications; on the condition they have permanentstatus therein, except as provided otherwise.

Section Five. Bulletin Board. The State will continue tofurnish reasonable bulletin board space in each institution, whichthe Union may utilize for its announcements. Bulletin boardspace shall not be used for material that is of a partisan politicalnature or is inflammatory or derogatory to the State employer orany of its officers or employees. The Union shall limit itsposting of notices and bulletins to such bulletin board space.

Section Six. Access to Information. The Employer agreesto provide the Union, upon request and adequate notice, accessto materials and information necessary for the Union to fulfill itsstatutory responsibility to administer this Agreement. TheUnion shall reimburse the State for the expense and time spentfor photocopying extensive information and otherwise as

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permitted under State Freedom of Information Law. The Unionshall not have access to privileged or confidential information.

Section Seven. Union Business Leave. Subject to priorwritten approval of the Office of Labor Relations, paid leavemay be granted to Union officers, stewards, delegates ordesignees as follows:

(a) For each year of the contract, a bank of one and threequarter (1.75) hours per employee in the bargaining unit as ofJuly 1 to be used for Union business and steward training shallbe established.

Union business leave shall be granted as follows:(1) Usage shall be for no more than two (2) days per

week per person. If the Union seeks additional usage, the Stateand the Union shall discuss the situation and may, by mutualAgreement, grant the leave usage.

(2) Usage shall not be unreasonably denied exceptwhere an agency emergency exists. However, if the usagewould cause significant impact on the agency operations, theState and the Union shall discuss the situation and may, bymutual Agreement, postpone or cancel the leave usage.

(3) Unless mutually agreed otherwise, the Union willgive seven (7) full working days written notice requesting UnionBusiness Leave to the Office of Labor Relations. The Unionshall provide a concurrent copy to the affected agency.

(b) Leave in the first year may be supplemented bynot more than ten percent (10%) of the bank from year two.Leave in the second year may be supplemented by not more thanten percent (10%) of the bank from year three. Leave in thethird year may be supplemented by not more than ten percent(10%) of the bank from year four. Likewise, a sum not toexceed ten percent (10%) of the annual bank may be carriedover into a succeeding year, but all leave excess shall expire onthe final date of this Agreement.

Upon expiration of this Agreement and prior to approval ofa successor agreement, the Union shall continue to have

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available leave time as provided in subsection (a) of this SectionSeven. Upon approval of a successor agreement, the leave timeutilized during this transition period will be deducted from whatapproved leave time has been incorporated into the successoragreement.

(c) Officers Leave. Three (3) employees elected orappointed to a full-time office with the Union shall be eligiblefor an unpaid leave of absence not to exceed two (2) years.Extensions of said leave shall be requested and favorablyconsidered on an annual basis.

One (1) additional employee elected or designated by theUnion to a full-time Union assignment shall be eligible for full-time paid leave, which shall be remunerated by the Employer asfollows:

(1) The Employer shall pay all salary and benefits.For the purpose of meeting this obligation, the Department ofAdministrative Services, at its discretion, may establish and funda position at the level necessary to cover the paid leave untilreturn to service can be arranged.

(2) Not less than half of the annual work hours shallbe deducted from the Union leave bank.

(3) Upon request from the State, the Union shall makereimbursement for any gross salary not compensated from theUnion business leave bank (pursuant to Subsection (c) [2]).

Upon return from such leave, the Employer shall offer theemployee a position at least equal to the former position in pay,benefits and duties at the wage rates in force at the time of returnfrom such leave. It is intended that the employee on leave shallreturn to service with all the classification and benefitadjustments attendant to the vacated position, which haveaccrued in his/her absence. This Article does not obligate theEmployer to offer the employee a position in the employee'sformer agency unless such placement is practicable.

Upon return from leave, the employee on unpaid leave shallhave the right to purchase back retirement credits for the periodof the leave, provided that, in addition, the employee or the

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Union contribute the State's share of the cost of such retirementcredit.

Section Eight. Orientation. The Employer will provideeach new employee with a copy of the collective bargainingAgreement then in force and will furnish such employee withthe name of his/her steward. The Employer shall notify theUnion of new hires not later than the date of the first paycheckafter hire.

Section Nine. The Employer shall provide space for Unionmeetings during non-working hours (including lunch periods)provided rooms are available and there is no disruption of work.

Section Ten. The existing practices within Agencies forpaid leave time for employees serving as witnesses inadministrative or judicial proceedings involving contractadministration or enforcement shall continue for the duration ofthe Agreement.

ARTICLE 9WORKING TEST PERIOD

Section One. The Working Test Period shall be deemed anextension of the examination process. Therefore, adetermination of unsatisfactory performance during a WorkingTest Period shall be tantamount to a failure of the competitiveexam. Dismissal of employees during the original Working TestPeriod shall not be subject to the grievance or arbitrationprocedure.

Section Two. (a) The Working Test Period for classes inthe A&R Unit shall be six (6) months except for those classesestablished under C.G. S. Section 5-234, in which case theWorking Test Period shall be for the duration of the establishedtraining program. Within ten (10) days preceding thetermination of the Working Test Period, and at such other timesas the Commissioner of Administrative Services requires, theappointing authority shall report to said Commissioner ofAdministrative Services whether such employee is able andwilling to perform the duties in a manner so as to meritpermanent appointment. The Working Test Period may, with the

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approval of the Commissioner of Administrative Services, beextended on an individual basis for a definite period of time notto exceed six (6) months.

(b) The Working Test Period for a promotion is four (4)months.

There shall be no Working Test Period for any employeewith permanent status in the position who is involuntarilytransferred in that job classification.

Any employee who is promoted to a position, whichrequires a Working Test Period, shall be advised by theimmediate supervisor of his/her performance at the midwaypoint of the Working Test Period. At the employee's request,such progress report shall be put in writing within ten (10)working days.

(1) If the employee's performance is “less than good”,the immediate supervisor must offer suggestions forimprovement, if requested by the employee. These suggestionsshall be reduced to writing within two (2) weeks.

(2) If at the end of the Working Test Period theemployee's performance in the new position is rated asunsatisfactory, he/she must be returned to the previous positionor a comparable position without loss of any benefits or seniorityrights.

Section Three. The Working Test Period shall commenceon the date of appointment from the employment list if theposition is competitive. Otherwise, the Working Test Period shallcommence on the date of original appointment. Employeesprovisionally promoted will have said provisional servicecredited toward completion of the Working Test Period when/if apermanent appointment is made.

Section Four. This contract shall not be deemed toterminate any right of appeal which may have existed prior tothe Agreement alleging patent unfairness of the Working TestPeriod due to evaluator bias or variance from the pertinent jobspecification, provided, however, no such claim will beprocessed under the grievance and arbitration procedure, and

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further provided this provision shall be deemed subordinate toArticle 14 (Dismissal, Suspension, Demotion or OtherDiscipline), Section One.

Section Five. The State will waive the Working Test Periodfor trainees and pre-professional trainees who satisfactorilycomplete two (2) year training programs. For trainees andpre-professional trainees with program duration of less than two(2) years, the total time which may be served before permanentappointment shall not exceed two (2) years, assumingsatisfactory performance. Employees successfully completing aone (1) year training class shall be subject to a four (4) monthWorking Test Period in the target class. In all other instances,the State retains the discretion to count time spent inprofessional trainee or pre-professional positions towardcompletion of the prescribed Working Test Period.

Section Six. Appeal rights for employee in two (2) yeartraining classes. Notwithstanding the provisions of SectionFour above, the following applies to employees in two (2) yeartraining classes:

The parties acknowledge that training classes are created forthe purpose of preparing employees for their target class. It isagreed that one (1) year of employment in pay status is sufficientto evaluate the potential of an employee, but said evaluationperiod may be extended by the equivalent of any long termillness (greater than five (5) consecutive days) or leave withoutpay. Training class employees who have performed in the classas defined above, for the equivalent of one (1) year and aresubsequently determined by the Employer to be incapable ofperforming the job duties of the training class, shall be entitledto the right of appeal to the second step of the grievanceprocedure, when the employee alleges patent employerunfairness, or variation from the assigned job classification.

An employee who is determined by the Employer to beincapable of performing the job duties of the training class, butwho is considered by the Commissioner of Administrative

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Services to be suitable for employment in some otherdepartment, may be restored to the employment list.

ARTICLE 10SERVICE RATINGS

Section One. All employees shall receive an annualevaluation three months prior to their anniversary date (January1, or July 1, as applicable). (C.G.S. Section 5-210(b) forreference). When the month end falls on a holiday or weekendthe rating shall be deemed timely if tendered on the firstbusiness day after said weekend or holiday. Service ratings maybe issued: (1) during any Working Test Period, (2) when theemployer wishes to amend a previously submitted less thangood rating due to marked improvement, (3) and at such othertimes as the appointing authority deems that the quality ofservice of an employee should be recorded.

No second "less than good" rating shall be given until theemployer has implemented a remedial plan which specificallyidentifies the deficiencies and the steps the employee needs totake to cure the deficiencies. In any event, said remedial planmust be in place for at least six (6) months before a second "lessthan good" rating is issued.

The Employer retains all other contractually or statutorilypermitted mechanisms for assessing employee performance.Any files maintained concerning interim conferences shall be inthe form of supervisory notes and shall not be on the establishedrating form.

Section Two. A service rating will be conducted by themanagement designee familiar with the employee's performancein his/her current job assignment. No supervisor shall makecomments within a service rating where such comments areinconsistent with said rating. However, constructive suggestionsfor improvement shall not be considered to be inconsistent withthe rating.

Section Three. Ratings of fair in two (2) categories and/orunsatisfactory in one (1) or more categories shall constitute anoverall rating of “less than good”. Any other rating shall be

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considered good, except that a fair rating shall indicate a needfor improvement. An employee who has received a “less thangood” rating should be counseled.

Section Four. An employee may appeal any overallevaluation or evaluation category in which the rating was otherthan “good or better”. The evaluator bears the burden ofdemonstrating the appropriateness of said evaluation.

Section Five. The service rating form remains a negotiateddocument.

ARTICLE 11PERSONNEL RECORDS

Section One. An employee's personnel file or “personnelrecord” is defined as that which is maintained at the agencylevel, exclusive of any other file or record, provided however, incertain agencies which do not maintain personnel files or recordsat the agency level, the defined file or record shall be that whichis maintained at the institution level.

Section Two. An employee covered hereunder shall, on theemployee's request, be permitted to examine and copy, at a costof ten (10) cents per page, all materials in his/her personnel file,other than pre-employment material or any other material that isconfidential or privileged under law. The State employerreserves the right to require its designee to be present while suchfile is being inspected or copied. The Union may have access toany employee's records upon presentation of writtenauthorization by the appropriate employee. The Union and/ormember has the right to take an inventory of the contents of thepersonnel file at any time.

Section Three. No new material derogatory to anemployee shall be placed in the employee's personnel file unlessthe employee or the Union Steward has been afforded anopportunity to sign (indicating receipt of such material) and hasreceived a copy of such material. Notices of proven or accepteddiscipline and stipulated resolutions thereof are recognized asrecords to be retained in the personnel file unless the parties

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mutually agree otherwise, and such agreement is incorporated aspart of the terms of said stipulation.

Within thirty days of receipt an employee may file a writtenrebuttal to such derogatory materials or request that suchmaterial not subsequently merged in a service rating beVOIDED in the record. For purposes of this Section VOIDEDSHALL BE DEFINED AS: 1) the document has been removedand placed in another non-personnel file, 2) no negativepresumption can be drawn from the document, and 3) thedocument is not usable in the future as a reference or adocument.

Section Four. This Article shall not be deemed to prohibitsupervisors from maintaining written notes or records ofemployee's performance for the purpose of preparing serviceratings. However, such notes or records shall not be admissiblein any appeal unless the material has been included in theemployee's personnel file in a manner consistent with thisSection. The supervisor shall forewarn or notify the employeeof any deficiency in advance of the preparation of service ratingsor taking disciplinary action.

Section Five. When an employee seeks access to his/herpersonnel file, the Employer shall provide time off, charged aswork time, to travel to the agency office to examine the file orhave the file or copies of its contents transferred to theemployee's work site for inspection in accordance with SectionTwo, but not more than a total of twice per calendar year, exceptin conjunction with grievance processing, service rating reviewand/or merit promotional procedures.

Section Six. Requests for information contained within aPersonnel File (“Record”) shall be complied with to the extentrequired under existing law (e.g. court order, Freedom ofInformation).

ARTICLE 12SENIORITY

Section One. (a) Seniority shall be defined as anemployee's length of state service since date of last hire.

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For part-time employees, seniority shall be pro-rated inaccordance with the number of hours worked by the employee.

(b) An employee's seniority shall accrue during thefollowing periods:

(1) War service (including service prior to Stateemployment)

(2) Military leave(3) Paid leave(4) Workers' Compensation(5) Unpaid sick leave, disability, family emergency

due to illness, and authorized leaves of absence(6) Non-disability maternity leave of up to six

(6) months(7) Layoff, to a maximum of twelve (12) months or

the length of employee’s service, whichever isless; Union leave of any length; and/or sick leavebank time.

(c) For purposes of vacation selection, Union stewardswith permanent status shall be deemed to have the highestseniority in their agency.

Section Two. Seniority shall not be computed until aftercompletion of the initial Working Test Period.

Section Three. State service while working in aprovisional or trainee position shall not accrue until permanentappointment, whereupon it shall be retroactively applied toinclude such service. This limitation shall not apply when theemployee has achieved permanent status prior to appointment tothe trainee position or on a provisional basis.

Section Four. Seniority shall be deemed broken by: (a)termination of employment caused by dismissal, (b) failure toreport for five (5) working days without authorization unless theemployee provides a valid reason for not notifying the agency or(c) any other termination not in good standing.

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Credit will be granted to any employee with permanentstatus who is reemployed within one (1) year after termination ingood standing, including reemployment from retirement.

Section Five. Seniority lists shall be maintained annuallywith September 1 the target date for completion of senioritylists.

Section Six. Seniority shall be the controlling factor for: (a)holiday staffing, (b) overtime, or (c) shift assignments providingthe more senior employee is capable of doing the availablework.

Section Seven. Seniority as defined above shall be utilizedfor the following purposes: (a) longevity, (b) length of vacationleave, and (c) vacation period selection. Effective July 1, 1984and limited to leaves which begin on or after said date, longevityshall not include those leaves described in Section One(b)(5) andSection One(b)(6) supra. Notwithstanding the foregoing, allperiods of state service shall count towards the determination ofan employee's longevity entitlement.

ARTICLE 13ORDER OF LAYOFF OR REEMPLOYMENT

Section One. (a) A layoff is defined as the involuntary,non-disciplinary separation of an employee from State servicebecause of lack of work or economic necessity.

(b) Employees who have not attained permanent status inthe classification in which the layoff is to occur shall be removedbefore any permanent employee.

Section Two. (a) For the purpose of layoff selection,seniority shall be defined as accumulated service in the P-5 bargaining unit. If seniority of two (2) or more employees isexactly the same, the more senior employee shall be determinedby considering: 1) total state service 2) time in classification; 3)a coin toss.

(b) The Employer may designate certain persons as “keypersons” within the agency. A key person shall be deemed tohave greater seniority than any other bargaining unit employeewho would seek to displace him/her under the provisions of

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Article 13(3), following layoff from another agency. A “keyperson” shall be bypassed by the lateral displacer, who shalldisplace the next, more senior person in that title, if one exists.

A “key person” may not be retained over another, moresenior, agency employee, nor may the privilege be assertedagainst an employee with super seniority, under the Article.

The agency shall resolve any conflict(s) caused bycompeting claims for employees with rights asserted under thissection and Section (b), above. Agencies shall be entitled to thedesignation, based upon the following formula:

Agencies with fewer than75 unit employees

2 key persons per year.

Agencies with fewer than125 unit employees


Agencies with 125 + unitemployees


No employee may be designated as “key” until that personshall have either one (1) year in the classification; or three (3)years in the job series.

The agency lists shall be forwarded, annually to the Union;no later than April 30, of each year. The list may be changed forthe next declaration period; but there shall be no right ofsubstitution (during that contract year) unless the designeeleaves the bargaining unit, or the employ of the agency.

The decision to designate or not, is deemed to be anexclusive managerial decision. No employee may grieve theEmployer's decision to exercise said right; nor may an employeegrieve the loss of designation as “key person”.

Section Three. No employee shall be laid off if anyemployee within the same class with less bargaining unitseniority is retained (subject to Section Two supra). Thisprovision shall not apply to Union stewards who are deemed tohave the highest seniority in their classification.

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(a) An employee whose position is to be eliminated who isnot the least senior in his/her classification shall laterallydisplace the least senior employee in that classification in his/heragency who may then elect as follows:

(1) To accept the layoff and exercise Section Six rights(2) To laterally displace the least senior employee in

the classification statewide, or(3) To bump down within his/her agency pursuant to

Subsection Five infra.If the employee elects (3) above, that employee shall have

an absolute right to the first agency vacancy in his/her formerclassification, in addition to and notwithstanding any of the otherprovisions of this article (See Section Six [e]).

(b) Any employee displaced from his/her classification byexercise of Section Three (a) (2) or (3) supra shall exercisebumping rights as defined in Section Five, infra in the agencyfrom which the original layoff occurs, if his/her employingagency cannot arrange to absorb the employee to be displaced.

Section Four. The State employer shall give an employeeand the Union not less than one six (6) weeks written notice oflayoff, stating the reason for such action. When practicable,additional advance notice shall be given. An employee shallhave four (4) weeks from receipt of notification of layoff inwhich to exercise bumping rights pursuant to Section Five,herein. The Commissioner of Administrative Services shallarrange to have the employee transferred to a vacancy in thesame or comparable class or in any other position which, in thejudgment of the State employer, the employee is qualified to fillwithin the department, agency or institution in which theemployee works. If the employee refuses to accept the transfer,an eligible employee may exercise bumping rights as specifiedin Section Five.

(a) The Employer shall attempt to provide training foremployees who, but for the absence of certain identifiable skills,would be eligible for employment in currently vacant positionswithin the bargaining unit.

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(b) When addressing questions of position to be consideredas comparable the comparability listing promulgated by theDepartment of Administrative (DAS) dated October 1995 shallbe utilized. As new classifications are established or existingclassifications are restructured, DAS shall identify the properand appropriate comparability for these new/restructured classesusing the same or similar criteria utilized for the October 1995comparability tables.

Section Five. In lieu of layoff, an employee with more thantwo (2) years of continuous State service may bump into a lowerclass within the same classification series or a class declaredcomparable within the agency in which the layoff occurs, andshall bump the employee with the lowest bargaining unitseniority in such lower class subject to the provision of SectionTwo.

The bumper shall be paid for service in such lower class asprovided in Regulation 5-239-2(f).

Section Six. Reemployment List. (a) The names ofpermanent employees who are eligible for reemployment shallbe arranged on appropriate reemployment lists in order ofseniority in the State service, and shall remain thereon for aperiod of three (3) years.

(b) Employees shall be entitled to specify for placement onthe reemployment list for any or all classes in which theyformerly held permanent status or which are deemedcomparable. In the event that an employee is appointed to aposition from a reemployment list but such position is in a lowersalary group than the class or classes for which his/her name isentered upon a reemployment list, he/she shall remain eligiblefor certification from the latter list.

(c) An employee appointed to a position from a lowerclass from which the employee was laid off, shall remaineligible for reemployment to the higher classification. Anemployee appointed to a position from the reemployment list toa lower class shall be paid for the service in such lowerclassification at the closest rate in the lower salary range to the

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employee’s former salary in the higher classification from whichlaid off, but not more than the rate the employee was receivingat that time of layoff.

(d) There shall be no appointment from outside Stateservice until laid-off employees eligible for rehire and qualifiedfor the position involved are offered reemployment.

(e) Any employee who elects to accept another position inhis/her former classification shall forfeit the absolute rightdescribed in Section Three (a)(3) of this Article.

(f) For the purpose of layoff selection, it is understood thatan employee in a training class is deemed to be an incumbent inhis/her target class. This provision shall not alter thereemployment rights, if any, to which such individual is entitledby contract.

Section Seven. For the purposes of this Article, theEmployment Security Division may, at the discretion of theLabor Commissioner, be excluded from the remainder of theLabor Department and deemed to be a separate agency.

Section Eight. Impact of Contracting Out. (a) Duringthe life of this Agreement, no full-time permanent employee willbe laid off as a direct consequence of the exercise by the Stateemployer of its right to contract out.

(b) The State employer will be deemed in compliance withthis Section if:

(1) The employee is offered a transfer to the same orsimilar position which, in the Employer's judgment, he/she isqualified to perform, with no reduction in pay; or

(2) The Employer offers to train an employee for aposition, which reasonably appears to be suitable based on theemployee's qualifications and skills. There shall be no reductionin pay during the training period.

(c) Sunset Clause: The provisions of this Section expiresautomatically on the expiration date of this Agreement.

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ARTICLE 14DISMISSAL, SUSPENSION, DEMOTION OR OTHER DISCIPLINE

Section One. (a) No employee shall be suspended,demoted, or reprimanded except for just cause.

(b) No permanent employee in the classified service whohas completed the Working Test Period and no unclassifiedemployee who has completed six (6) months of service or thepre-tenure period, whichever is longer, shall be dismissed exceptfor just cause.

Section Two. Grievances concerning dismissal, suspensionor disciplinary demotion shall be submitted directly to Step II ofthe grievance procedure within fifteen (15) days of the receipt ofofficial notification of such action. The fifteen (15) daysreferenced herein commence with receipt by the Union (Unionrepresentative) of a copy of the notification of discipline. In theevent the notification is mailed to the Union, it shall be bycertified mail. When feasible, the Union will provide the agencywith a concurrent copy of the Step II filing. All other grievancesshall be filed at Step I.

Section Three. The grievance procedure shall be theexclusive forum for resolving disputes over disciplinary actionand will supersede any preexisting forums.

Section Four. Employer Conduct for Discipline.Whenever it becomes necessary to discipline an individualemployee, the supervisor vested with said responsibility shallundertake said talks in a fashion calculated to apprise theemployee of shortcomings, while avoiding embarrassment andpublic display.

Section Five. Placement of an employee on a paid leave ofabsence shall be governed by Regulation 5-240-5a to permitinvestigation. Provided, however, nothing shall preclude anemployee from electing to be placed on an unpaid leave ofabsence for up to thirty (30) days. In such event, the employeemay draw accrued vacation pay.

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At the expiration of the thirty (30) day period, the employeeshall be either:

(1) charged with the appropriate violation;(2) reinstated and reassigned to other duties determined

appropriate by the appointing authority pendingcompletion of the investigation; or

(3) reinstated from leave.Section Six. Interrogation. (a) An employee who is being

interrogated concerning an incident or action which may subjecthim/her to disciplinary action shall be notified of his/her right tohave a Union Steward or other representative present uponrequest, provided however, this provision shall not unreasonablydelay completion of the interrogation. The interrogation shallnot in any case be delayed beyond twelve (12) working hoursirrespective of the ability of the Union to provide the requiredrepresentation. However, no employee will be forced to appearon the day/shift of such notice. This provision shall beapplicable to interrogation before, during or after the filing of acharge against an employee or notification to the employee ofdisciplinary action.

(b) No employee shall be compelled to offer oral or writtenevidence against himself/herself in any investigation or (pre)disciplinary action. Statements by the employee in his/her ownbehalf shall constitute waiver of this protection.

Section Seven. Whenever practicable, the investigation,interrogation or discipline of employees shall be scheduled in amanner intended to conform with the employee's work schedule,with an intent to avoid overtime. When any employee is calledto appear at any time beyond his/her normal work time andactually testifies, he/she shall be deemed to be actually working.This provision shall not apply to Union stewards. Theapplicability of this Section to employees on unscheduled workweeks shall be a subject of continuing discussion at local unitlevels by the appropriate Labor Management Committees.

Section Eight. C.G.S. Section 5-240 and the regulationsappurtenant thereto in effect on January 1, 1994 are herebyincorporated by reference.

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ARTICLE 15GRIEVANCE PROCEDURE

Section One. Definition. Grievance. A grievance isdefined as, and limited to, a written complaint involving analleged violation or a dispute involving the application orinterpretation of a specific provision of this Agreement.

Section Two. Grievances shall be filed on mutually agreedforms which specify: (a) the facts, (b) the issue, (c) the date ofthe violation alleged, (d) the specific controlling contractprovision, and (e) the remedy or relief sought. Any grievancemay be amended up to and including Step II of the grievanceprocedure so long as the factual basis of the complaint is notmaterially altered.

Section Three. Grievant. A Union representative, with orwithout the aggrieved employee, may submit a grievance, andthe Union may in appropriate cases submit an “institutional” or“general” grievance in its own behalf. When individualemployee(s) or group of employees elect(s) to submit agrievance without Union representation, the Union'srepresentative or steward shall be notified of the pendinggrievance, shall be provided a copy thereof, and shall have theright to be present at any discussion of the grievance, except thatif the employee does not wish to have the steward present, thesteward shall not attend the meeting but shall be provided with acopy of the written response to the grievance. The steward shallbe entitled to receive from the Employer all documents pertinentto the disposition of the grievance and to file statements ofposition. In any such case, where an individual has executed arelease in favor of the Union, the individual Grievant shall beresponsible for all fees and costs ascribed to the individualGrievant.

Section Four. Informal Resolutions. The grievanceprocedure outlined herein is designed to facilitate resolution ofdisputes at the lowest possible level of the procedure. It istherefore urged that the parties attempt informal resolution of alldisputes and to avoid the formal procedures.

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Section Five. A grievance shall be deemed waived unlesssubmitted at Step I within thirty (30) days from the date of thecause of the grievance or within (30) days from the date thegrievant or any Union representative or steward knew or throughreasonable diligence should have known of the cause of thegrievance.

(a) In an arbitration proceeding developing from Article 4,the arbitrator's remedy shall be limited to a “cease and desist”order or comparable corrective action.

Section Six. The Grievance Procedure.Step I. Agency Head or Designee. A grievance shall be

submitted to the Agency Head or designee. A meeting with theUnion representative and/or grievant shall be held within ten(10) days of receipt of the grievance and a written response shallbe issued within ten (10) days thereafter.

Step II. The Office of Labor Relations. The partiesacknowledge that orderly administration of the contractgrievance procedure requires the Director of Labor Relations toplay an active role in the contract grievance procedure.Accordingly, no grievance shall be deemed ripe for submissionto arbitration unless and until the Director of Labor Relationshas had an opportunity to resolve the grievance. An unresolvedgrievance may be appealed to the Director of Labor Relationswithin twenty (20) days of the date of the Step I response. SaidDirector may hold a conference within sixty (60) days of receiptof the grievance and issue a written response within fifteen (15)days of the conference.

Step III Arbitration. Within ten (10) working days afterthe State’s answer is due at Step II or if no conference is heldwithin sixty (60) days, within ten (10) working days after theexpiration of the sixty (60) day period, an unresolved grievancemay be submitted to arbitration by the Union or by the State, butnot by an individual employee(s) except that individualemployees may submit to arbitration in cases of dismissal,demotion or suspension of not less than five working days.

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Section Seven. For the purpose of the time limitshereunder, “day” means calendar day unless otherwise specified.The parties by mutual agreement may extend time limits. TheState Employer may waive Step I by notifying the stewardand/or notifying the Union Office.

Section Eight. In the event that the State Employer fails toanswer a grievance within the time specified, the grievance maybe processed to the next higher level and the same time limitstherefore shall apply as if the State Employer's answer had beenfiled timely on that last day.

The grievant assents to the last attempted resolution byfailing timely to appeal timely said decision or by accepting saiddecision in writing.

Section Nine. Arbitration. (a) The parties shall agree toexpand the arbitration panel to seven (7) arbitrators from whicha specific arbitrator shall be selected on a rotational basis.Each party retains the right, following three (3) caseexperiences to strike any particular arbitrator from the panel.In such case, a replacement arbitrator shall be jointly agreedupon to replace each rejected arbitrator. Submission toarbitration shall be by letter, postage prepaid, addressed to theDirector of Labor Relations. The submission shall specify thatthe arbitrator must be available to schedule the beginninghearing within twenty (20) days of his/her appointment. ForArbitrator’s selected to the panel after July 1, 2017 thearbitrator shall not have a cancellation period greater than 3weeks.

The expenses for the arbitrator's service and for the hearingshall be shared equally by the State and the Union, or indismissal or suspension cases when the Union is not a party one-half the cost shall be borne by the State and the other half by theparty submitting to arbitration.

On grievances when the question of arbitrability has beenraised by either party as an issue prior to the actual appointmentof an arbitrator a separate arbitrator shall be appointed at therequest of either party to determine the issue of arbitrability.

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Cases involving discharges, transfers, layoffs, or actions inwhich delay might render any remedy moot shall be givenpreferential scheduling.

(b) The arbitration hearing shall not follow the formal rulesof evidence unless the parties agree in advance, with theconcurrence of the arbitrator at or prior to the time of his/herappointment.

In cases of dismissals, demotions or suspension in excess offive (5) days, the parties may request the arbitrator to maintain acassette recording of the hearing testimony. Costs oftranscription shall be borne by the requesting party. A partyrequesting a stenographic transcript shall arrange for thestenographer and pay the costs thereof.

The State will continue its practice of paid leave time forwitnesses of either party.

(c) The arbitrator shall have no power to add to, subtractfrom, alter, or modify this Agreement, nor to grant to either partymatters which were not obtained in the bargaining process, norto impose any remedy or right of relief for any period of timeprior to the effective date of the Agreement, nor to grant payretroactively for more than thirty (30) calendar days prior to thedate a grievance was submitted at Step I. The arbitrator shallrender his/her decision in writing no later than thirty (30)calendar days after the conclusion of the hearing, unless theparties jointly agree otherwise.

The arbitrator's decision shall be final and binding on theparties in accordance with C. G. S. Section 52-418, provided,however, neither the submission of questions of arbitrability toany arbitrator in the first instance nor any voluntary submissionshall be deemed to diminish the scope of judicial review overarbitral awards, including awards on competent jurisdiction toconstrue any such award as contravening the public interest.

Late Arbitration Awards. On those cases in which anarbitrator fails, without permission of the parties, to render adecision within the contractual time limits:

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(a) The award shall be void.(b) The arbitrator shall be dropped from the panel.(c) The arbitrator shall not be paid.Expedited Arbitration. Expedited arbitration shall be

available in those cases where time based issues are critical andfor other grievances where the parties agree that such speedierprocess is mutually advantageous.

The procedure for said grievances shall be as follows:(1) Grievance files at Step II within ten (10) days

of notice of the action.(2) Step II conference within ten (10) work days of receipt.(3) Employer response within three (3) work days

of conference.(4) Claim for arbitration to be filed within seven (7)

work days of receipt of the Step II response.(5) Arbitration to be scheduled within twenty (20)

work days of claim.(6) Arbitration decision may be issued as bench decision,

by mutual agreement of the parties, but in all cases theaward will be issued within ten (10) days of the closeof the hearing.

All deadlines specified in this section may be waived bymutual, written consent of the parties. It is recognized that inscheduling an expedited arbitration, a regular grievancescheduled for arbitration may be replaced by the expeditedgrievance with mutual agreement of the parties. Furthermore, itis recognized that the failure to meet the appeal time framesestablished for the Union to move the grievance forward servesas removal of the grievance from expedited status to regulargrievance status.

Section Ten. (a) Notwithstanding any other provision ofthis Agreement, the following matters shall be subject to thegrievance procedure but not to arbitration:

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(1) compliance with health and safety standardscovered by CONN OSHA:

(2) disputes over claimed unlawful discriminationshall be subject to the grievance procedure but shall not bearbitrable if a complaint is filed with the Commission on HumanRights and Opportunities arising from the same commonnucleus of operative fact.

(b) Notwithstanding any other provision of thisAgreement, the following matters shall not be subject to eitherthe grievance procedure or arbitration:

(1) dismissal of non-permanent employees.(2) the decision to make a layoff and non-disciplinary

termination of employees.Section Eleven. (a) The existing procedures for handling

appeal of rejection from admission to examination and disputesover reclassification shall remain in force, except that the finalstep of the reclassification procedure shall be the same as thefinal step in the appeal of rejection from admission toexamination, with the decision to be rendered within forty-five(45) days.

(b) The Union shall be entitled to have a representativeattend all deliberations of the reclassification panel and to offerinput during the said deliberations.

Section Twelve: Conferences and Hearings. All Step IIConferences, Arbitrations, Facilitations and grievance relatedmeetings shall be closed to the press and the public, unless theparties jointly agree to the contrary.

Section Thirteen: Grievance and ArbitrationRemedies and Make Whole Procedures. If an employee isreinstated following a termination, after having been paid outfor his/her accrued leave, he/she may reinstate said bankedleave, or any portion thereof, by offering repayment at thesame cost at which it was paid out.

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ARTICLE 16HOURS OF WORK

Section One. (a) The standard workweek for all full-timeemployees shall be forty (40) hours, normally Monday throughFriday, eight (8) hours per day between the hours of 8:00 a.m.and 5:00 p.m.

The establishment or disestablishment of non-standardworkweeks or schedules shall be made only to meet changingagency operation needs and only after advance approval by theOffice of Labor Relations, and prior negotiation with the Unionand not less than two (2) weeks advance notice to affectedemployees, except when:

(1) The standard workweek is being established; or,(2) An emergency situation exists. For such

exception, notification and/or consultation shall be made as soonas practicable. As soon as the emergency is alleviated, theemployee shall revert to his/her regular schedule.

(b) Employees' request for compressed work schedules(including a four (4) day work week) may be implemented whenthe following conditions prevail:

(1) The employee initiates said request along withsupportive justification.

(2) Such a request is compatible with agencyoperating needs.

(3) Such a request receives the review and approval ofthe Agency Head.

(4) The Agency Head shall forward said endorsementto the Office of Labor Relations and it shall be treated as arequest for a non-standard work week.

(5) Disputes hereunder are neither grievable norarbitrable.

Section Two. For the purpose of determining hours ofwork, a duty station shall be defined as the State-owned or

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leased building, or other locations at which an employee reportsfor duty. An employee's work day shall begin at the duty stationexcept as outlined below.

(a) For designated field employees, the duty station shallbe defined as the first business call. However, if the first or lastbusiness call is more than thirty (30) minutes from home (if bypersonal vehicle), pickup point (if by State vehicle) orhotel/motel (if traveling outside of the State on State business),the excess over thirty (30) minutes shall be considered as timeworked. Provided, however, if the employee resides outside ofthe State of Connecticut, the standard work day will bemeasured from the State line when conducting field assignmentsin Connecticut or passing through Connecticut on fieldassignments. Such employee conducting field assignments inhis/her State of residence will use his/her personal residence asthe point of reference for measuring the thirty (30) minute timeperiod above. Provided, however, designated field employeeswho conduct field assignments in other States will use thehotel/motel in which they stayed the night prior to the call as thepoint of reference for measuring the thirty (30) minute timeperiod above. The out of State lunch reimbursement policy shallnot apply to designated field employees living out-of-state whoperform field assignments in their State of residence and/or inConnecticut. Meal reimbursement shall apply for all fieldassignments outside of Connecticut and outside the individual'sState of residence.

(b) For designated office employees whose duty station isperiodically rotated to meet agency operating needs, saidprovision (a) shall be equally applicable, except that the facilityto which the employee is assigned shall be considered as the first(and last) business call.

Any such employee whose duty station is changed shall begiven a minimum of two (2) weeks advance notice of suchchange except in unusual circumstances.

Section Three. Meal Periods. Meal periods shall bescheduled close to the middle of a shift consistent with theoperating needs of the agency. Airport Managers assigned by

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the appointing authority to be on call during the meal break shallbe paid for such meal breaks.

Section Four. Rest Periods. Unless precluded by existingagency policy and subject to the operating needs of any agency,employees will be scheduled to receive a fifteen (15) minute restperiod in each half shift.

Section Five. Overtime. (a) The provisions of this Sectionshall be interpreted consistent with C.G.S. Section 5-245 exceptwhen specifically provided otherwise.

(b) (1) Time and one half shall be paid for all hours inexcess of forty (40), except as may otherwise be provided inArticle 16A, or C.G.S. Section 5-245 for employees onapproved rotating shifts, unscheduled positions or classes, andaveraging schedules.

(2) Employees shall continue to be paid overtimeconsistent with this Agreement, although the parties recognizethe statutory obligation that eligible employees be paid overtimein compliance with the provisions of the federal Fair LaborStandards Act (FLSA).

After the payment of overtime in accordance with theCollective Bargaining Agreement (see generally, this Article), anemployee's additional FLSA payment, if any, shall be computedaccording to the rules set forth in the FLSA (29, CFR Part 778 etseq). In determining whether said employee is eligible for FLSAovertime payment, only “hours worked” as defined in the Actshall be counted. Furthermore, the FLSA liability shall be offsetby the amount of overtime payments already paid to saidemployee in accordance with this Agreement and existingpractice, for that FLSA work period.

(c) Call Back Pay. Employees who have left work afterthe end of their scheduled work shift and who are called back towork or called to perform business related tasks, shall receive aminimum of four (4) hours of overtime, includingportal-to-portal travel, if applicable. This provision shall notapply to employees who are called in early prior to their regularstarting time and work through their regular shift.

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(d) Exempt Employees. (1) Except as may otherwise beprovided by specific terms of this Agreement, C.G.S. Section5-245(b)(1) shall be deemed to exempt from overtime paymentall employees being paid above Salary Grade 24, and thoseunclassified positions which on June 30, 1977 were deemedexempt positions. Subject to the operating needs of the agency:

(2) Exempt employees who are required by the Stateto attend regular and recurrent evening meetings or otherwise tobe called out regularly and recurrently to perform work outsidethe regular scheduled workweek shall be authorized to work aflexible work schedule or to receive compensatory time off, and;

(3) Exempt employees who are required by the Stateto perform extended service outside the normal workweek tocomplete a project or for other State purpose shall be authorizedto receive compensatory time off.

Employees shall be allowed to bank up to but not more than100 hours of compensatory time. If, at any time an employee’spersonal compensatory time bank exceeds the 100 hourmaximum, the employee shall be paid for the time in excess of100 hours as soon thereafter as is practicable. Said monies shallbe paid at the pay rate in force on the date of the payment.Employees who exceed the 100 hour maximum on the date oflegislative ratification of this Agreement shall arrange with theirAgency to eliminate the excess by use of release time and/orpayment, but in no case may they continue to bank newcompensatory time until their bank is less than 100 hours.

(4) In no event shall such compensatory time bedeemed to accrue in any matter or be the basis for compensationupon termination of employment.

(5) Employees who are consistently deniedcompensatory time off under Subsection 1 or 2 may grieve up tobut not beyond the Commissioner of Administrative Services.

The Commissioner may direct the granting of thecompensatory time or request that the Office of Policy andManagement authorize payment of such compensatory time in

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lieu of time off. The employee will either receive compensatorytime off or payment.

(6) In cases of national or State emergency or whereprior approval has been given by the Office of Policy andManagement, exempt employees may be paid overtimeconsistent with this Article. This paragraph is not intended topreempt or nullify any existing provisions which vary theexemption rules.

(e) Overtime pay shall not be pyramided. Whenpracticable, overtime checks shall be paid no later than thesecond payroll period following the overtime worked.

(f) Employees assigned to work out of state shall becompensated at the same rate of compensation as would beapplicable if the work was performed in the state. Employeesassigned to travel out of state as part of a regular workassignment, shall be compensated for the actual time spent insuch travel.

(g) Each organization unit of a State agency shall establisha volunteer overtime list. An employee may remove/add his/hername from/to the list with two (2) weeks notice. In the event novolunteer is available, the State has the right to require overtimewhen practicable. Overtime equalization shall be practicedconsistent with agency operating needs. An employee who hasnot volunteered for overtime shall not be penalized for suchrefusal. The State shall designate job titles where mandatorypaid overtime can be required. There shall be no compensatorytime for employees eligible to receive overtime pay.

Section Six. When the employee is late for work due toinclement weather, hazardous driving conditions, or masstransportation failures, the employee shall not be charged forsuch lateness provided that he/she arrives at work within anhour of the start of the shift. In exceptional circumstances, upto 2-1/2 hours may be excused without charge to theemployee's leave balances if the severity of conditions sowarrants. In assessing whether or not to excuse lateness inexcess of an hour, consideration will be given to the time the

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employee arrives at work when compared to other employeestraveling to work under similar circumstances.

Failure to excuse lateness of up to 2-1/2 hours shall besubject to the grievance and arbitration provisions of thisAgreement. In any arbitration of a dispute under this Section,unless the Employer can be shown to have acted arbitrarily andcapriciously, the arbitrator shall give substantial weight to thejudgment of the Employer.

In those cases in which either the additional 1-1/2 hours arenot credited to the employee, or the lateness exceeds 2-1/2hours, said employee may opt to either make up said time orcharge said excess time to accrued leave.

In the instance of a Governor (designee) delayed openingof 11:00AM or later, Article 16 Section 6 of the A&R contractshall not apply and employees shall be expected to arrive at theGovernor (designee) declared start time. In instances where anemployee arrives after the Governor (designee) declared starttime, said employee may opt to either make up the extendeddelay or charge said excess time to accrued leave. In all otherregards, including delayed openings prior to 11:00 AM, Article16 Section 6 and MOU VIII language shall control.

Section Seven. Essential Employees. When an employeeis required to work despite the Governor (designee) ordering aclosing of some or all of that employee’s normal shift, thefollowing shall apply: In addition to any overtime involvingthe shift, the employee shall receive straight compensatorytime, in addition to the employee’s regular pay, for the hoursworked during the employee’s normal shift when the State hasbeen ordered closed.

Section Eight. Consistent with C.G.S. Section 5-248c andthe regulations promulgated there under, a permanent employeemay submit a request to the appointing authority for a voluntaryschedule reduction. The appointing authority shall promptlyreview such request and notify the employee of the approval ordenial of the request. The approval or denial of such request isneither grievable nor arbitrable.

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ARTICLE 16 AALTERNATIVE WORK SCHEDULES

Section One. The State shall continue to implement andoperate for employees in all agencies, AWS schedules; thedegree of employee free choice and band-width may vary fromagency to agency or subunit to subunit, but the preference shallbe for maximum employee free choice where feasible. Anybargaining unit employee not otherwise exempted byagreement, or by action of the employer as set forth below,may participate in the available options.

Employees whose salaries are currently below the (Article16, Section 5 [d]) Overtime Cap may nevertheless participatein pure flextime, averaging and compressed workweek optionsto the same degree as those above the cap. Any such employeewho voluntarily chooses such a schedule option, shall beallowed to work up to eighty (80) hours in any pay periodbefore qualifying for paid overtime. This provision shallsupersede relevant statutes in accordance with the provisions ofthe State Employee Relations Act, C.G.S. Section 5-278b.

(a) Each State Agency will have established a menu ofalternative work schedule options. The menu of options shallbe available to full-time permanent employees. Said menumay include the following:

1. unrestricted daily starting/quitting time; arounda core hour structure.

2. 5/4 or 4/5 bi-weekly.3. weekly variable starting and quitting time.

Notwithstanding any previously published AWS menuof options, agencies may be exempt from offering alternativeschedules based on business needs. In requesting suchexemption the agency must provide its justification to theOffice of Labor Relations, who shall in turn inform the Unionof its determination concerning the exemption. Upon requestfrom the Union, through the Office of Labor Relations, theparties shall meet and discuss the exemption. If no agreementis reached, either party may submit the issue to Arbitration forresolution. At their discretion, either party may elect either the

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regular arbitration process or the Expedited Arbitration. Thearbitrator in rendering a decision must give weight to thefollowing factors: the impact on clients, consumers and/or thepublic, the impact on the Agency/Department, and the impacton the Employees. Any such request for an exemption ofemployees currently participating in an AWS program shall bestayed until receipt of the Arbitration Award.

(b) Assignment to any variation of the standardworkweek, is not considered an alternative work schedule.

(c) Each agency shall maintain an AWS Committee ofan equal number of representatives of the Union and theAgency. The Committee shall review and vote upon all newand/or revised AWS programs and offerings.

(d) Employees on an AWS schedule may be required toattend meetings scheduled outside the standard workweek asdefined in Article 16 with no less than 10 (ten) days notice.Employees not otherwise scheduled to work during therequired meeting time, outside the standard workweek, will beeligible for overtime/compensatory time as prescribed by thisAgreement.

Employees on an AWS schedule may be required to attendmeetings scheduled within the standard workweek as definedin Article 16, provided they receive no less than 10 (ten) daysnotice. Such timely notice will preclude overtime orcompensatory time for such meetings. Employees shall adjusttheir schedule accordingly. Such notice shall not be requiredwhen such employees are scheduled to work during thescheduled meeting times according to their approved AWSscheduled hours or core hours for employees on unrestricteddaily starting and quitting times.

Section Two. Except as otherwise determined by theAWS Committee, employees shall submit quarterly theschedule from the menu of options that the employee wishes tobe working for the following quarter. The submittal will be tothe employee’s supervisor (non-bargaining unit). The grant ordenial of this submitted schedule will be based on business

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needs. Staffing complements required during a workday are tobe determined solely by management.

Section Three. Reduction and/or EliminationExcept as otherwise provided herein, the employee and

the Union must receive not less than ten (10) days notice of anAgency’s intent to modify, suspend, or discontinue anyalternative work schedule. Agencies may reduce, or eliminatealternative work schedules based upon written supportivefactual evidence of one or more of the following:

a. increased cost or unduly burdensomeb. inconvenience or decrease in service to the publicc. decrease in work productivityd. inability of the employer to maintain or sustain

adequate staffing levels

Except as otherwise provided herein, a reduction orelimination of an alternative work schedule is subject to directarbitral appeal pursuant to the arbitration provisions of thisAgreement. Unless the Union agrees to the contrary, actions toreduce or eliminate programs, including the failure to maintainthe employee’s currently approved schedule, shall be stayeduntil receipt of the Arbitration Award.

Section Four. Individual Options(a) There shall be an AWS Facilitator, who shall be

knowledgeable in flexible schedule issues. The Facilitatorshall be available to resolve such matters as are set forth hereafter. The State and the Union shall share equally theFacilitator’s expenses.

(b) An employee who can demonstrate a need for a non-AWS option, schedule modification based upon childcareresponsibilities, eldercare, family or personal medical conditionor treatment, or other care obligations, educational programs,carpooling or mass transportation considerations, shall beaccommodated whenever possible. The AWS Facilitator shallhave binding authority to resolve these disputes. Such requestshall be reviewed quarterly.

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(c) An employee shall qualify for said accommodationunless the Agency can establish that the employee hasdemonstrated a pattern of a lack of dependability during thepreceding twelve (12) months. Said pattern must have beendocumented in writing, and the employee must have beenprovided with an opportunity to acknowledge receipt of saiddocumentation. Management shall give due consideration as towhether the grant of said schedule might logically cure thedependability problem.

(d) The Appointing Authority may revoke a preferredschedule if an employee has been found to have misconductedhim/herself in any manner with respect to the schedule. Theremoval of said schedule shall be stayed until the matter can bereviewed initially by the AWS Facilitator, who may issue aninterim order regarding the schedule. Said order shall belimited to the issue of whether the stay should continuepending submission of the threshold issue to the [disciplinary]arbitrator [Grievance Panel].

Section Five. ConflictsWhenever possible, Article 12 “seniority” shall apply in

resolving conflicts between similarly classified employees andcompeting requests for schedules. Medical requests, ADAaccommodations, and employee performance shortcomingsconsiderations are examples of agreed exceptions to theseniority rule.

ARTICLE 17HOLIDAYS

Section One. For the purposes of this Article, holidays areas follows: New Year's Day, Martin Luther King Day, Lincoln'sBirthday, Washington's Birthday, Good Friday, Memorial Day,Independence Day, Labor Day, Columbus Day, Veteran's Day,Thanksgiving Day, Christmas Day.

Section Two. Unless superseded in this Article theprovisions of C.G.S. Section 5-254 and the appurtenantregulations shall continue in force.

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Section Three. Holiday Pay. Each full time employeeshall receive pay for the holidays as designated in Section Oneas follows.

1. When an employee's schedule includes a holiday, butthe employee is not obligated to work on that designatedholiday, said employee shall receive his/her regular week's payfor the week in which the holiday falls [said holiday pay isequal to eight (8) hours].

2. When an employee is neither scheduled to work, norcalled-in on the holiday the employee shall receive acompensatory day of eight (8) hours.

3. If an employee works on the holiday as part of his/herregular schedule, the employee shall receive a compensatoryday off plus he/she shall be paid time and one-half for all hoursworked on the holiday.

(a) By mutual agreement between the employee and theagency, any single holiday listed above, may be worked inexchange for a day off on the day following Thanksgiving.

4. An employee who is scheduled to be off on a holidaybut is called in on that holiday shall receive pay at time andone-half for all hours worked plus a compensatory day off.

5. An employee regularly scheduled for less than a fullday on a holiday shall be compensated as follows:

(a) An employee who works shall be paid time and one-half plus a compensatory day as in Section Three above.

(b) An employee who does not work shall receive a totalof eight (8) hours holiday credit, which shall be applied so as toguarantee a full week's pay in the week of the holiday. Theexcess shall be banked as compensatory time.

6. Except where otherwise provided herein, acompensatory day paid to an employee who actually worked onthe holiday shall be equal to eight (8) hours. Any currentstipulated agreements regarding the length of the compensatoryday shall be deemed void by virtue of this provision.

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Section Four. At agencies where a regular schedulerequires an employee to work on a holiday, staffing needs to bemet by volunteers before employees are assigned, provided thereare sufficient volunteers qualified and available to meet theagency's operating needs. The Employer may schedule anemployee for a compensatory day off within thirty (30) days ofthe date the holiday was worked, at the mutual convenience ofthe parties. If such compensatory day cannot be scheduledwithin the thirty (30) day period, the employee may request,within forty-five (45) days of the date the holiday was worked,payment at the regular rate of pay earned at the time the holidaywas worked. Otherwise, the Employer may schedule acompensatory day off within ninety (90) days of the date theholiday was worked, or at the conclusion of the ninety (90) dayperiod, pay the employee at the regular rate of pay earned at thetime the holiday was worked. Seniority shall be considered inmeeting staffing needs, consistent with the above.

Section Five. Premium Holidays. Any employee requiredto work on a premium holiday (Christmas, New Years,Thanksgiving, Memorial Day, July 4th, Labor Day), shall bepaid at the rate of time plus one-half (1-1/2) for all hours workedon the holiday plus his/her regular pay for the day, unless theemployee wishes compensatory time in lieu of the day's pay.

Section Six. In the case of any premium holiday, thepremium pay described in this Section Five shall be applicableon both the actual holiday and the observation day. Nothingherein shall permit any given employee who works both theholiday date and the observation date to claim premium holidaypayment for more than one (1) of the dates worked.

ARTICLE 18VACATIONS

Section One. Employees who were on the State payroll asof June 30, 1977 shall accrue one and one quarter (1-1/4)vacation days per month, except that employees who havecompleted twenty (20) years of service shall earn paid vacationcredits at the rate of one and two-thirds (1-2/3) work days for

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each completed calendar month of service. For employees hiredon or after 7/1/77, the following vacation leave shall apply:

0-5 years 1 day per monthOver 5 and under 20 years 1-1/4 day per monthOver 20 years 1-2/3 day per month

Section Two. No employee may carry over, withoutagency permission, more than ten (10) days of vacation leaveto the next year. Such permission shall not be unreasonablydenied. Employees are urged, however, to schedule use ofvacation leave to preclude build-up of accrued vacation.For employees hired on or before June 30, 1977, the maximumaccumulation of vacation shall be one hundred twenty (120)days. For employees hired on and after July 1, 1977, themaximum accumulation shall be seventy (70) days, but themaximum payout upon leaving state service shall be 60 days.

Section Three. Except as provided herein, the written rulesand regulations relative to vacation leave will continue in force.

(a) No vacation leave shall accrue for any calendar monthin which an employee is on leave of absence without pay for anaggregate of more than five (5) working days.

(b) When a shift off (or any portion thereof) is granted bythe act of the Governor (or designee) an employee scheduled tocharge vacation accruals or personal leave on that shift shallnot be charged. However, this provision shall not apply in theevent the employee had leave scheduled for the entire workweek (e.g: Monday – Friday).

Section Four. Subject to operating needs, agencies shallattempt to provide each employee who so requests with a total ofone (1) week vacation leave during prime vacation period (June15 through September 15 and November 20 through January30). Arbitrary denials under this provision may be appealedthrough the grievance and arbitration procedure.

Section Five. Advanced Vacation Pay. Upon writtenrequest to the agency, no later than three (3) weeks prior to the

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commencement of a scheduled vacation period, an employeeshall receive such earned and accrued pay for vacation time ashe/she may request, such payment to be made prior to thecommencement of the employee vacation period. Suchadvances shall be for the period of not less than one (1) payweek.

Section Six. Personal Leave. In addition to annualvacation, each appointing authority shall grant to each full-timepermanent employee in the state service three (3) days ofpersonal leave of absence with pay in each calendar year.Personal leave of absence shall be for the purpose of conductingprivate affairs, including observance of religious holidays, andshall not be deducted from vacation or sick leave credits.Personal leave of absence days not taken in a calendar year shallnot be accumulated.

ARTICLE 19SICK LEAVE

Section One. Each full-time employee shall accrue sickleave at the rate of one and one-quarter (1-1/4) days percompleted calendar month of service.

(a) Such leave starts to accrue only on the first workingday of the calendar month and is credited upon completion ofthe month.

(b) No sick leave will accrue when an employee is onleave of absence without pay for an aggregate of more than five(5) working days.

Section Two. The appointing authority shall grant sickleave to the eligible employee who is incapacitated for duty.During such leave, the employee is compensated in full andretains his/her employment benefits. Such leave shall not begranted for periods of time during which the employee isreceiving compensation in accordance with C.G.S. Section 5-142 or Section 5-143 except to the extent permitted by saidSections or for recuperation from an illness or injury which isdirectly traceable to employment by an employer other than theState of Connecticut.

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Section Three. An eligible employee shall be granted sickleave:

(a) for medical, dental, or eye examination or treatment forwhich arrangements cannot be made outside of working hours;

(b) In the event of death in the immediate family when asmuch as five (5) working days leave with pay shall be granted.Immediate family means spouse, father, mother, sister, brother,mother-in-law, father-in-law, or child, and also any relativewho is domiciled in the employee’s household.

(c) in the event of critical illness or severe injury to amember of the immediate family creating an emergency,provided that not more than five (5) days of sick leave percalendar year shall be granted therefore;

(d) for going to, attending, and returning from funerals ormemorial services of persons other than members of theimmediate family, if permission is requested and approved inadvance by the appointing authority and provided that not morethan three (3) days of sick leave per calendar year shall begranted therefore.

Section Four. If an employee is sick while on annualvacation leave, the time shall be charged against accrued sickleave.

Section Five. A holiday occurring when an employee ison sick leave shall be counted as a holiday and not charged assick leave. Employees scheduled to be out sick shall not becharged a sick day if the State is closed by act of the Governor(or designee) during that employee’s normal work shift (or anyportion thereof) however, this provision shall not apply in theevent the employee had leave scheduled for the entireworkweek (e.g.: Monday-Friday).

Section Six. An employee laid off shall regain accrued sickleave to his/her credit provided he/she returns to State service ona permanent basis pursuant to Article 13, Section Six.

Section Seven. An employee who has resigned from Stateservice in good standing and who is reemployed within one (1)

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year from the effective date of his/her resignation shall retainsick leave accrued to his/her credit as of the effective date ofhis/her resignation.

Section Eight. All sick leave shall be recorded in theattendance records of the appointing authority. Such recordsshall reflect the current amount of accrued leave, the amount anddates when leave was taken, and the current balance available toeach employee. The records shall be subject to review by theCommissioner of Administrative Services, and said records shallbe available at reasonable times to the employee concerned.Except as otherwise provided in this Agreement or applicableStatute or Regulations, no employee shall be required to disclosethe nature of the illness underlying a sick leave request.

Section Nine. Sick leave shall accrue for the first twelve(12) months in which an employee is receiving Workers'Compensation benefits.

Section Ten. Medical Certificate. An acceptable medicalcertificate, which shall be on the form prescribed by theCommissioner of Administrative Services or a form signed by alicensed physician or other practitioner whose method of healingis recognized by the State providing the same basic information,may be required of an employee by his/her appointing authorityto substantiate a request for sick leave for the following reasons:

(1) any period of absence consisting of more than five (5)consecutive working days;

(2) to support request for sick leave of two (2) days ormore during annual vacation;

(3) leave of any duration if absence from duty recursfrequently or habitually provided the employee has been notifiedthat a certificate will be required;

(4) leave of any duration when evidence indicatesreasonable cause for requiring such a certificate, except cases ofalleged misconduct, which shall continue to be covered byArticle 14.

The employee may grieve the imposition of the prospectivemedical certificate requirement. In such event the arbitrator may

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deny imposition of the requirement if the Agency can be shownto have acted arbitrarily or capriciously. During the pendency ofthe grievance, the imposition of the medical certificaterequirement shall be stayed. The stay shall be in the nature of atemporary restraining order pending an expedited reviewarbitration on the validity of the stay, or the appropriateness ofthe medical certificate requirement.

Section Eleven. Upon death of an employee who hascompleted ten (10) years of State service, the Employer shallpay to the beneficiary one fourth (1/4) of the deceasedemployee's daily salary for each day of sick leave accrued tohis/her credit as of his/her last day on the active payroll up to amaximum payment of sixty (60) days' pay. The provisions ofthis section shall take effect July 1, 1980.

Section Twelve. This Article supersedes Regulations 5-247-1 through 5-247-4 and 5-247-7 through 5-247-11.

Section Thirteen. Family Leave Provision. An employeewho is seriously ill, or who has a seriously ill relative, asdescribed by statute, may request and shall be granted;

(a) a leave of absence subject to the provisions of C.G.S.Section 31-51kk (and amendments thereto) and the regulationsappurtenant thereto;

(b) contractually permitted use of accrued sick leave orvacation leave for family care purposes.

In addition thereto, an employee who is seriously ill, or whohas a seriously ill relative, as described by the statute, may,without loss of statutory benefits, request and may, at theEmployer's discretion, be granted part-time work, where saidwork can be arranged. The duration of such part-time workarrangements will be determined by the Employer. Denial ofpart-time work arrangements shall not be grievable or arbitrable.

When family sick leave is utilized in conjunction withprovision of C.G.S. Section 31-51kk (and amendments thereto)the statutory leave shall be extended by the actual duration of thecontractual sick leave usage.

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ARTICLE 20SICK LEAVE BANK

Section One. Definition. There shall be an EmergencySick Leave Bank to be used by full-time permanent employees.

Section Two. Eligibility. An employee shall be eligible touse sick leave benefits from the bank when:

(a) The employee has been employed by the State for two(2) or more years.

(b) The employee has exhausted all sick leave, andpersonal leave.

(c) The employee has exhausted vacation leave in excessof sixty (60) days and any other compensatory time.

(d) The illness or injury is not covered by Workers'Compensation and/or such compensation benefit has beenexhausted.

(e) An acceptable medical certificate supporting thecontinued absence is on file.

(f) The employee has not been disciplined for sick leaveabuse during the two (2) year period preceding application forthe benefit; provided, however, the committee may waive thisrequirement.

Section Three. Benefit Amount. Benefits under thisArticle shall be paid at the rate of one-half (1/2) day for each dayof illness or injury. Payments shall begin on the sixteenth (16th)day after the exhaustion of leave or Workers' Compensation asoutlined above. No employee shall be eligible to draw from thebank more than once per contract year; more than two hundred(200) one-half (1/2) days per year of illness or injury; or if thefund is depleted. Employees receiving benefits under thisArticle shall not accrue vacation or sick leave during the periodof eligibility or be eligible for holiday or other paid leavebenefits.

Section Four. Retention of Position. The Employer shallhold the position for any employee who has been placed on sickleave bank for a period of not less than forty-two (42) calendardays. If an employee remains on the sick leave bank for morethan forty-two (42) calendar days, the employee shall provide

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the employer with at least four weeks notice of the employee’santicipated date of return. Upon receiving said notice, theemployer shall identify an available vacancy, in State service,the employer is authorized to fill in which to transfer theemployee. Said transfer shall be to an equivalent position withequivalent pay in state service if he/she returns to work withintwenty-four (24) weeks of his/her initial placement on the sickleave bank pursuant to C.G.S. Section 31-51kk. If no suchvacancy exists, the employee shall be placed on a reemploymentlist for any position within the classification in which theemployee held permanent status, or any position the employee isotherwise deemed qualified to fill. This provision shall notpreclude agencies from holding the position for longer periodsup to and including the actual length of the leave.

Section Five. The Fund. The fund has been establishedthrough contributions of hours from both the State andemployees. Effective on the first day of the payroll periodfollowing legislative approval of this contract, each full-timeemployee employed for two (2) or more years shall contributefour (4) hours toward the sick leave bank. Said contributionshall be deducted from their individual sick leave balance onsuch date. Effective that same date, the Employer shallcontribute an additional 1,000 hours to the fund. Eight (8) hoursshall be deducted from the sick leave balance of any full timeemployee who has not made the above contribution, subject tothe provisions of Section Two above. Additionally, four (4)hours shall be deducted from the sick leave balance of thoseemployees who made the first contribution.

If at any time the fund should fall below 3,000 hours, theCommittee shall recommend a contribution from each full-timeemployee. Said contribution shall not exceed eight (8) hours inany calendar year and shall only be made by mutual agreementof the parties.

Section Six. Administration of the Program. An eligibleemployee requesting use of emergency sick leave may makeapplication on the prescribed form to a Labor-Managementcommittee established to administer the program. Said

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committee shall be comprised of two (2) members; one (1) fromthe Employer and one (1) from the Union. The Committee shallhave full authority to grant benefits and administer the programin accordance with the guidelines above or as mutually agreedto. When an employee returns to work, or when sick leavebenefits have been exhausted, the agency will notify theCommittee, in writing, with the total number of hours used bysaid employee. Time off without loss of pay or benefits shall begranted to Committee members to attend meetings as necessaryto administer this program.

The actions or non-actions of the Committee shall in noway be subject to collateral attack or subject to the grievance-arbitration process. The panel shall not be considered a Stateagency, nor shall it be considered a board or other subdivision ofthe Employer. All actions shall be taken at the discretion of theCommittee, and no requests shall be conducted as contestedcases. The parties agree to continue to share in theadministration of the bank.

This Article supersedes Regulations 5-247-5 and 5-247-6.Section Seven. The parties agree that the SLB Committee

may, from time to time, make reasonablemodifications/accommodations in its rules of operations. Whensuch modifications are to be adopted, the changes shall beapproved by the respective parties, signed and dated. If anymodifications necessitate Legislative notice of Supersedence,said proposed change shall become effective upon Legislativeapproval.

ARTICLE 21PREGNANCY, MATERNAL, AND PARENTAL LEAVE

Disabilities resulting from or contributed to by pregnancy,miscarriage, abortion, childbirth or maternity, defined as thehospital stay and any period before or after the hospital staycertified by the attending physician as that period of time whenan employee is unable to perform the requirements of her job,may be charged to any accrued paid leaves. Upon expiration ofpaid leave, the employee may request and shall be granted amedical leave of absence without pay position held. The totalperiod of medical leave of absence without pay with position

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being held shall not exceed six (6) months following the date oftermination of the pregnancy (also see provisions of ArticleTwelve, Seniority). A request to continue on a medical leave ofabsence due to disability as outlined above must be in writingand supplemented by an appropriate medical certificate. Suchrequests will be granted for an additional period not to exceedthree (3) additional months. If granted, the position may or maynot be held for the extended period subject to the appointingauthority's decision.

Parental Leave: The provisions of C.G.S. Section 31-51kk(and amendments thereto) and the regulations appurtenantthereto, as they apply to parental leave, shall apply. Anemployee who is granted a statutory non-disability leave mayrequest and shall be granted the financial benefits of accruedvacation leave, personal leave and/or compensatory time duringthe period of statutory leave; however, such time, if taken duringthe period of statutory leave, shall not be utilized to extend thesame leave for a period in excess of that described in the requestfor such leave or the statutory maximum.

A statutory parental leave need not commence immediatelyfollowing the birth or adoption of a child, but must be completedwithin the one (1) year period following such birth or adoption.

Holidays which occur during the period covered by theparental leave provisions of C.G.S. Section 31-51kk shall not becompensated unless the employee is concurrently utilizing paidvacation, compensatory time or personal leave as may bepermitted above and consistent with current practice.

Up to five (5) days of paid leave, deducted from sick leave,will be provided to an employee in connection with the birth,adoption or taking custody of a child.

ARTICLE 22HEALTH PROGRAM

Section One. Where an employee's job specificationrequires a physical examination or when, in the judgment of theEmployer, a physical examination is directly related to jobperformance and is required, the Employer will provide suchexamination free of charge. The State will continue to offer free

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immunization programs, subject to operating needs of theEmployer.

Section Two. The parties shall continue the availability andmaintenance of a list of State or public health service-clinicswhere employees may receive, free of charge, examination forthe following health services: Chest X-Rays, venereal disease,pap smear, E.K.G, glaucoma and stress testing. The parties may,by mutual Agreement, establish a Committee to arrange andcoordinate scheduling of such services. Any time spent inreceiving services hereunder shall be on the employee's free timeor chargeable to accrued leave time.

Section Three. Disputes over the application of this Articleshall be neither grievable nor arbitrable.

ARTICLE 23GROUP HEALTH INSURANCE

Section One. Health Insurance. For the duration of thisAgreement, the State shall continue in force the health insurancecoverage previously effective unless modified through theHealth Care Cost Containment process or by mutual agreementof the parties.

Section Two. Life Insurance. The existing group lifeinsurance program shall continue in force for the duration of thisAgreement unless varied by mutual agreement of the parties orlegislative action.

ARTICLE 24COMPENSATION

Section One. General Wage Increases. There shall be nogeneral wage increase paid to any P-5 bargaining unitemployee for the 2016-2017, 2017-2018 and 2018-2019contract years.

There shall be a one-time payment of $2,000 to allemployees, or top step payment plus $1,000 if greater. Allpayments shall be pensionable in accordance with the Plan’snormal rules. The one-time payment shall be paid in July of2018. The top step payment shall be paid on the employee’snormal increment date. The one-time payment amount shall bepro-rated for part-time unit employees.

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Effective with the pay period that includes July 1, 2019,the base annual salary for all P-5 bargaining unit employees shall be increased by three and one half percent (3.5%).

Effective with the pay period that includes July 1, 2020,the base annual salary for all P-5 bargaining unit employees shall be increased by three and a half percent (3.5%).

Section Two. Annual Increments. Effective July 1, 2019, employees will continue to be eligible for and receive annual increments during the term of this contract in accordance with existing practice, except as provided otherwise in this agreement. Employees who are on the maximum step of the salary schedule, who receive no annual increment, shall receive a lump sum payment of two and one-half percent (2.5%) of the employee’s annual rate of pay in effect when the payment is made. Such payment shall be made on the date when the annual increment would normally apply. The Top Step Payment, once earned, shall be a continuing part of the employee’s wages for all calculations thereafter, so long as the employee remains in that salary grade.

The first Top Step payment for contract year 2018/2019 for those eligible shall be made on or about July 1, 2018.

Section Three. Longevity.(a) Employees shall continue to be eligible for longevity

payments for the life of this contract in accordance with existing practice. The October 2017 longevity payment shall be paid on time. The April 2018 longevity payment will be delayed until July 2018.

(b) No employee hired on or after July 1, 2011 shall be entitled to a longevity payment, provided, however, any individual hired on or after said date who shall have military service which would count toward longevity under current rules shall be entitled to longevity if they obtain the requisite service in the future

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Section Four. Shift and Weekend Differential. (a) Theexisting rules, regulations and rates for night shift differentialwill continue in force except as follows:

(1) The night shift differential shall be sixty-five cents($.65) per hour. Effective the pay period including July 1, 2005the shift differential shall be seventy cents ($.70) per hour.Effective the pay period including July 1, 2006 the shiftdifferential shall be seventy-five cents ($.75) per hour.

(2) Those employees who have selected an alternativework schedule shall not receive shift differential for any hourswithin the bandwidth hours of AWS.

(3) Employees at or below Salary Grade 18 shall beeligible for shift differential; effective the pay period includingJuly 1, 2005 the salary eligibility for entitlement of shiftdifferential will be Salary Grade 24 and below. Teletrack LineSupervisors shall qualify for the night shift differential providedall other eligibility criteria are met.

(b) Weekend Differential. For the purpose of this Article,a weekend is defined as the forty-eight (48) hour periodbeginning at 11:00 p.m. on Friday night and ending at 11:00p.m. on Sunday night.

(1) Weekend differential shall be paid for working a fullshift with the majority of shift hours falling on theweekend.

(2) Weekend differential shall be paid only foremployees working in seven (7) day operations andonly for hours worked and not while such anemployee is on leave of any nature.

(3) The weekend differential shall be forty cents ($.40)per hour. Effective the pay period including July 1,2005 the weekend differential will be forty-fivecents ($.45) per hour. Effective the pay periodincluding July 1, 2006 the weekend differential willbe fifty cents ($.50) per hour.

(4) Employees at or below Salary Grade 18 shall beeligible for the weekend differential. Effective the payperiod including July 1, 2005 the salary eligibility for

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entitlement of weekend differential will be Salary Grade24 or below. Teletrack Line Supervisors shall be eligiblefor said differential provided that all other eligibilitycriteria are met.

Section Five. An employee who is promoted, whetherprovisionally or permanently, shall receive an increaseequivalent to not less than the amount of an increment in thesalary group of the classification to which he/she is promoted,but not to exceed the maximum for the new classification.

Section Six. Effective July 1, 2017, the State willallocate two hundred thousand dollars ($200,000) to theTuition Reimbursement Fund plus whatever is required tocover outstanding claims from the prior contract year pursuantto the 2017 SEBAC agreement.

Effective July 1, 2018, the State will allocate twohundred thousand dollars ($200,000) to the TuitionReimbursement Fund.

Effective July 1, 2019, the State will allocate twohundred twenty five thousand dollars ($225,000) to the TuitionReimbursement Fund.

Effective July 1, 2020, the State will allocate twohundred twenty five thousand dollars ($225,000).

Unused funds from one contract year will be carried forwardinto the following contract year; however, unused funds at theexpiration of the contract term shall lapse.

Tuition reimbursement shall be equal to seventy-fivepercent (75%) of the per credit rate for undergraduate andgraduate courses at the University of Connecticut, Storrs;however, such reimbursement shall not exceed the actual cost ofeach course.

Section Seven. Licensing Fees. An employee whose jobspecification requires a professional license or certification as acondition of employment and who uses such license for Statebusiness shall be reimbursed for the cost of such license orcertification.

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Section Eight. Accidental Death and Dismemberment Policy. Effective July 1, 1985, the State shall provide a ten thousand dollar ($10,000) accidental death and dismemberment policy to cover employees traveling on State business.

Section Nine. Effective July 1, 2016, employees who are required on a daily basis to wear safety shoes shall receive an annual allowance of one hundred dollars ($100). Effective July 1, 2017 employees who are required on a daily basis to wear safety shoes shall receive an annual allowance of one hundred dollars ($100). Effective July 1, 2018 employees who are required on a daily basis to wear safety shoes shall receive an annual allowance of one hundred dollars ($100). Effective July 1, 2019 employees who are required on a daily basis to wear safety shoes shall receive an annual allowance of one hundred ten dollars ($110). Effective July 1, 2020 employees who are required on a daily basis to wear safety shoes shall receive an annual allowance of one hundred ten dollars ($110).

Section Ten. On-Call/Standby Pay. For those employees who are by managerial direction, assigned on-call/standby status and must be available for service and must respond if contacted, a sum of one dollar twenty-five cents ($1.25) per hour shall be paid for each hour so assigned and for holiday on-call/standby the rate will be two dollars ($2.00) per hour. Effective July 1, 2019, the rate shall be increased to one dollar fifty cents ($1.50) per hour and for holiday on call/stand-by, the rate will be two dollars fifty cents ($2.50). Notwithstanding the duration of any on-call/standby assignment, compensation shall not exceed one hundred seventy-five dollars ($175) per employee per week.

Section Eleven. Overpayment Procedure. When the Employer determines that an employee has been overpaid, it shall notify the employee of this and the reasons therefore. The Employer shall arrange to recover such overpayment from the employee over the same period in which the employee was overpaid unless the Employer and employee agree to some other arrangements. (For example: an employee who has been

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overpaid by five dollars ($5.00) per pay period for six monthsshall refund the Employer at the rate of five dollars ($5.00) perpay period over six months.)

In the event the employee contests whether or how muchhe/she was actually overpaid, the Employer shall not institute theabove refund procedure until the appeal is finally resolvedthrough the grievance procedure. This section shall apply tooverpayments, which occur after July 1, 1987.

Section Twelve. Home Office Premium. On or aboutDecember 1 of each contract year, employees in the followingclassifications who are expected to use their home to conductState business shall receive two hundred fifty dollars ($250):Department of Agriculture Inspector Dairy or Department ofAgriculture Inspector Poultry and Livestock. Effective July 1,2019 the rate shall be increased to three hundred dollars($300).

Said payments shall be proportionately reduced for thoseemployees who use their home to conduct State business forless than a full year, measured from July 1 – June 30.Notwithstanding the above provision, the current practicepertaining to Hours of Work, Section Two shall continue inforce.

The first payment under this Section shall be made on or aboutDecember 1, 2017 for the period commencing July 1, 2017 toJune 30, 2018.

Section Thirteen. Any employee who is required by theState to garage a State vehicle at his/her home and whose grossincome is reported to be increased by the provision of anemployer provided vehicle pursuant to Federal Public Law99-44 shall receive a two hundred dollar ($200) annual paymenton or about January 15 of each contract year. Eligibility for theannual payment shall be limited to those employees who arerequired to home-garage the vehicle for an aggregate of ten (10)months or more between November 1 and October 31. Thoseemployees who are required to home-garage a vehicle for anaggregate of four (4) months but less than ten (10) months

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between November 1 and October 31 shall receive a onehundred dollar ($100) annual payment on or about January 15 ofeach contract year.

In order for an employee to be deemed “required” to garageat home and therefore be eligible for the above payment, theAgency Head or designee must certify to the Director of StateFleet Operations and obtain his/her approval, that due to thenature of the duties the employee must be required to garage theState vehicle at his/her home.

Employees who are allowed, but not required to homegarage a State vehicle shall have the option to park at anapproved State owned or leased facility consistent with GeneralLetter No. 115.

This section shall not be interpreted to limit the State's rightto remove garaging under the provisions of Article 25, SectionFifteen.

Section Fourteen. Lottery Incentives. ConnecticutLottery Corporation shall continue at its discretion, the practiceof providing entrepreneurial incentives to designated StateLottery employees.

Section Fifteen. Bilingual Stipend. Effective July 1,2017, one thousand dollars ($1,000) to be paid quarterly at twohundred and fifty dollars ($250) to be provided to anyonedesignated by management to interpret a foreign language(including sign language) on an assignment. Receipt of thequarterly payment will be dependent upon the actual necessaryutilization during the quarter. Members performing suchservices shall be drawn from agency volunteer lists, whichshall be maintained and updated twice a year.

Section Sixteen. Furlough Days. During FY18, twentyfour hours of furlough time will be charged evenly across theremaining pay periods of the fiscal year. The P-5 bargainingunit furlough days shall be 11/24/17, 12/26/17, 12/27/17. Parttime employees shall also serve furlough days, on a pro-ratabasis, based upon their biweekly scheduled hours of work. Anyemployee whose schedule does not include a designated P-5 furlough day, will select another date within the fiscal year.Any employee who has already qualified for the day off on

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November 24 via the Holiday compensatory time provisionmay select another furlough day. An employee who isscheduled for more or less than eight hours on a furlough daywill adjust their schedule for that pay period. Subject toagency operating needs, the appointing authority may designatean employee to work on one of the P-5 furlough days. Inexchange, the employee shall select and substitute another daywithin the fiscal year. Management shall solicit volunteers tosatisfy operating needs on these days. If no qualifiedvolunteers are available, seniority shall be the controllingfactor.

The value of 3 furlough days (or pro rata) will be evenlycharged across all remaining pay periods in FY18. Inexchange for the reduction in pay, bargaining units shall takethree (3) days off without the additional loss of compensation,as a day in lieu of a voluntary schedule reduction day. It isfurther understood and agreed that any Employee hired orreemployed after legislative approval of this Agreement shallbe subject to the terms contained herein.

ARTICLE 25TRAVEL EXPENSES AND REIMBURSEMENTS

Section One. The standard state travel regulations in forceon January 1, 1990, shall be incorporated by reference, except assuperseded herein. Employees on the payroll as of July 1, 1982,who currently qualify for benefits in excess of those delineatedin the current travel regulations, which rights have beenpreviously arbitrated successfully, shall retain the benefit of saidprior practice.

Section Two. An employee who is required to use his/herpersonal vehicle in the performance of duty shall bereimbursed at the General Service Administration (GSA) rate.Such rate shall be adjusted upward or downward within thirty(30) days of any adjustment made by the GSA.

Section Three. Mileage reimbursement for use of personalvehicle on authorized State business shall be computed as thelesser of the following:

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(a) From the duty station to and around the employee'swork area and return.

(b) From home to and around the employee's work areaand return.

Section Four. Field employees or employees with rotatingduty stations whose work day begins at a location not owned,leased or occupied by the State shall be paid mileage portal toportal. Such employees whose work day begins at a locationowned, leased or occupied by the State shall be paid mileage inaccordance with Section Three above.

Section Five. (a) No employee required to use his/herpersonal vehicle for State business shall receive mileagereimbursement of less than two dollars ($2.00) per day.

(b) Auto Usage Fee. Employees required to utilize (orhave available for work related response) a personal vehicle forfifty percent (50%) of the assigned monthly work days shall bepaid a daily auto usage fee equal to four dollars ($4.00) for eachday of required availability or five dollars ($5.00) for each dayof required usage, for each work day of such month which shallbe in addition to the mileage reimbursement described in SectionTwo.

Said Usage shall be evaluated and paid on a monthly basisupon presentation of travel expense reimbursement.

Section Six. In the event of a federally or state imposed gasrationing program, no employee shall be directed to utilizehis/her personal vehicle unless the Employer makes provisionsfor adequate additional gasoline for employees so directed.

Section Seven. Each employee required by the Employerto use a personally-owned motor vehicle for official Statebusiness shall produce an insurance policy for review by theEmployer showing that the vehicle to be used is insured in atleast the following amounts: (a) $50,000/100,000 minimumliability and $5,000 property damage; (b) $100,000 minimumfor liability for bodily injury and property damage.

No employee shall be terminated from employment solelybecause an insurer refuses to grant more than the minimumamount of insurance required by law.

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Section Eight. Upon request, any employee traveling outof State in a State vehicle shall be issued a commercial gasolinecredit card for any emergency repairs which occur after thenormal work day. Every effort must be made to securepermission from a supervisory employee prior to making suchrepairs. Emergency telephone numbers will be provided in eachState passenger car for vehicle breakdowns.

Section Nine. When an employee is involved in anaccident, damage to State property caused by the driver shall bethe responsibility of the agency. The driver may only beassessed for property damage if (a) his/her actions constitutewillful or wanton misconduct; (b) he/she was under theinfluence of alcohol or unprescribed narcotics.

Section Ten. (a) Out of State Travel. Effective UponLegislative Approval: An employee who is required to travelovernight and out of state on State business for a period of two(2) or more consecutive days shall receive a ten dollar ($10.00)lump sum undocumented reimbursement for each day, or partialday, of said business trips, but shall receive no payment for thereturn day if said return travel ends prior to 7:00 a.m. on thatday.

(b) Premium City Supplement. The Employer shall paya premium to each employee assigned out of state to citieswithin Zone 1 and 1A on the Travel Reimbursement policy oroutside of the continental United States of America inaccordance with current qualification practices. The premiumshall be six dollars ($6.00) per day for contract years 2003-2004.In contract year 2005-2006, the Supplement shall be increased toeight dollars ($8.00) per day.

Section Eleven. (a) Travel Advance. Upon request of theemployee, the State shall advance a sum of two hundred dollars($200.00) to each bargaining unit employee who regularly andrecurringly accrues travel expenses on an average of seventy-five dollars ($75.00) a month for which reimbursement isclaimed. Each employee who wishes to accept said advanceshall execute a promissory note which shall make the moniesadvanced deductible from the employees last paycheck as a

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State employee within the unit (effective date July 1, 1986).This provision shall not limit or diminish an employee's right tothe benefit provided pursuant to Article 25 (11)(b).

Effective July 1, 1988, when a request for repayment isoccasioned by a change in circumstances wherein the employeeis no longer deemed to be qualified for such advance, paymentshall be deducted from:

(1) The first salary payment following ninety (90)days from agency notification to the employee,

OR(2) Where said employee has appealed the agency

decision regarding qualification, the first paycheck following theend of the appeal process.

(b) In the event an employee is required to travel out ofstate on employer business, that employee shall be providedwith a cash advance in an amount requested by the employee tocover necessary allowable expenses as outlined in the statetravel regulations. At the conclusion of the trip, the employeeshall submit the proper vouchers or receipts to justify theadvance. If the advance taken was less than justified, theemployee shall be reimbursed for the out of pocket expenseswithin two (2) weeks of filing his/her expense report.

Section Twelve. The Employer will reimburse the fullamount of a single hotel room under the following conditions:

(a) When the employee is engaged in a regular jobassignment requiring an overnight stay, authorized in advance bythe appointing authority.

(b) When the employee is engaged in a regular jobassignment and an emergency develops requiring an overnightstay.

(c) When the employee is at a job related conferenceapproved in advance by the Employer, which requires anovernight stay at a specifically designated hotel.

Every effort shall be made to make advance arrangementsthrough the Comptroller or at hotels/motels on the Comptroller'slist of approved hotels. The employee is expected to obtain the

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lowest priced room available. However, where no approvedaccommodation is available, the employee shall be compensatedfor the maximum payment on the Comptroller's list.

By October 1, 1988 the State and the Union will agree on alist of acceptable hotels/hotel chains. From among these theemployee will make every effort to obtain the lowest pricedroom available. However, where no approved accommodationis available, the employee shall be compensated at the maximumlodging rate provided for in General Letter 212 or subsequentupward revision.

Employees will attempt to secure government rates whereavailable. This will not preclude those attending approvedconferences from conference hotel accommodations as persection 12(c) above.

Section Thirteen. (a) An employee who qualifies for areimbursable meal shall be compensated as follows:

Breakfast $ 11.00Lunch $ 15.00Dinner $ 26.00

$ 52.00(b) An employee who qualifies for a “midnight” meal shall

be compensated at a rate equal to the luncheon reimbursement.(c) Taxes on meals shall continue to be fully reimbursed.(d) Gratuities shall be reimbursed to a maximum of fifteen

percent (15%) of the allowable meal maximum.Section Fourteen. Airport Managers who are designated to

respond to snow and ice season emergencies shall, during theperiod of such season, be assigned a State vehicle for businessuse only.

Section Fifteen. (a) The State, upon six (6) weeks notice,may remove vehicle assignment and/or home garaging. TheAgency must demonstrate a business reason to effectuate suchremoval.

(b) In instances when an employee grieves such removal,the grievance will be filed directly at Step II. In any sucharbitration, the arbitrator shall not substitute his/her judgment for

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that of the Agency, unless the Agency can be shown to haveacted arbitrarily or capriciously.

(c) The only exception to the notice requirement outlinedin Subsection (a) above shall be instances of disciplinaryremoval of either privilege.

Section Sixteen. Other Business-Related Expenses.Employees shall be fully reimbursed for all other business-related expenses, including but not limited to telephones,telegrams, tolls, parking charges, and ground transportation, solong as they were incurred in the conduct of State business andto the extent that such charges exceed twenty-five dollars($25.00), verified by receipts. Employees shall be reimbursedfor gratuities to hotel/motel maids at the rate of up to one dollar($1.00) per night for stays of three (3) or more consecutivenights. Effective with the pay period that includes July 1,2008, the rate shall be increased to two dollars ($2.00) pernight.

This provision shall be deemed to supersede the provisionsof Section Four (a)(3) (Miscellaneous) and Five (Miscellaneous)of the travel regulations. (No duplication of payments).

ARTICLE 26OBJECTIVE JOB EVALUATIONS

Section One. OJE Payline. Upon OJE implementation,and thereafter, bargaining unit classifications which have beenevaluated pursuant to the Objective Job Evaluation process shallbe assigned to pay grades based upon the “point to pay”relationship as reflected on the following schedule: Any classescoming into A&R that were not previously evaluated withinA&R will be evaluated within one (1) year thereafter.

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OJE Point to Pay Schedule(OJE Pay Line)

Pay OJEGrade Points

10 89 - 9611 97 - 10512 106 - 11413 115 - 13614 137 - 14915 150 - 16216 163 - 17617 177 - 19118 192 - 20719 208 - 22320 224 - 24021 241 - 25822 259 - 28023 281 - 30024 301 - 32125 322 - 34326 344 - 36627 367 - 39028 391 - 41629 417 - 43030 431 - 45331 454 - 47632 477 - 49933 500 - 52434 525 - 55035 551 - 57736 578 - 60537 606 - 634

Section Two. Date of Implementation. Thoseclassification and individual adjustments which issue as a resultof the Objective Job Evaluation process (and appeals there from)shall be implemented and compensated effective October 1,1987.

Section Three. Method of Implementation. Employeeswhose classification is upgraded shall be placed at the step of thenew salary group, which is closest to, but not less than his/hercurrent salary (upgrading by the round up method).

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Section Four. OJE Red Circling. In accordance withPublic Act 87-407, An Act Providing Funding forImplementation of State Objective Job Evaluations, “inequitiesshall not be eliminated through the downgrading of any jobclassification or salaries.”

Section Five. Miscellaneous Section.(1) Unclassified Classes. Employees whose classes are

allocated to the unclassified service shall be adjusted consistentwith the contractual OJE line effective the first full pay periodfollowing the issuance of said evaluation report, or the OJEimplementation date, whichever is later.

(2) Training Classes. It is the understanding of the partiesthat the salaries of the Connecticut Career Trainee andAccountant Career Trainee Classes, and all incumbents therein,shall be increased to a first year salary of either salary grade15(1) or salary grade 15(2) consistent with historical practiceand degree credentials no later than the date of objective jobevaluation (OJE) study implementation. Upon completion ofone (1) year of service in a two (2) year training class, saidemployee shall be advanced to salary grade 15(5).

(3) New Classes. All new classes studied by OJE shall bepaid retroactively to the date the class was created.

ARTICLE 27CLASS REEVALUATIONS

Section One. The procedure set forth in this Articlesupersedes the provisions of C.G.S. Section 5-200(n).

Section Two. The Union, but not any employee shall havethe right to appeal in writing by submitting data, views,arguments or a request for a hearing relative to reevaluation of aclass or classes of positions allocated to the state compensationplan. Within sixty (60) days after the receipt of such writtendata or holding the requested hearing, the Commissioner ofAdministrative Services or Designees shall answer the appeal.

Section Three. The Commissioner shall judge the appealonly with respect to the following criteria:

(a) Whether there was a change in job duties of the classappealed substantial enough that it should have the effect of

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changing its compensation grade. The Commissioner will notlook to changes, which occurred prior to the effective date ofthis Agreement.

(b) Having found a substantial change in job duties, theninternal consistency among classes covered by this Agreementbased on benchmark classes, established by the Commissioner,shall be considered.

Section Four. In any arbitration case arising from suchappeal, the mutually agreed upon arbitrator or permanentumpire, who shall be experienced in public sector positionclassification and evaluation, shall base his/her decision on thecriteria set forth in Section Three above. Pay comparability forequal work in other jurisdictions or outside the scope of thisAgreement shall not be a basis for the arbitrator's or umpire'sdecision hereunder.

Section Five. Nothing in this Article shall be deemed toprevent the State from instituting a class reevaluation on its owninitiative after prior consultation by the Union. The Union shallbe given two (2) weeks notice prior to a class reevaluation. TheState's decision shall be final unless the Union can meet itsburden under Section Three above.

ARTICLE 28TEMPORARY SERVICE IN A HIGHER CLASSIFICATIONSection One. Temporary Service in a Higher Classification

is defined as the assignment by an appointing authority toperform service in a higher classification when there is a bonafide vacancy which management has decided to fill temporarilyrather than permanently, or when an employee is on extendedabsence due to illness, leave of absence or other reasons,provided such assignment is approved by the Commissioner ofAdministrative Services. Extended absence is one which isexpected to last more than thirty (30) consecutive working days.

Section Two. (a) An employee who is assigned to performtemporary service in a higher class shall, commencing with thethirty-first (31) consecutive working day, be paid for such actualwork, retroactive to the first day of such service, at the rate ofthe higher class as if promoted thereto.

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(b) An appointing authority making a temporaryassignment to a higher class shall issue the employee writtennotification of the assignment and shall immediately forward theappropriate form along with a copy of the written notificationseeking approval of the assignment from the Commissioner ofAdministrative Services in writing. The form certifying theassignment shall specify the rights and obligations of the partiesunder Section Two (c) and (d).

(c) If, by the thirty-first consecutive working day, theassignment has not been approved, the appointing authority shallimmediately reassign the employee to his/her former duties andcompensate the employee for assigned service pursuant toSection Two. No appeal rights shall accrue in this instance.

(d) In the event the Commissioner of AdministrativeServices disapproves the requested assignment on the basis ofhis/her judgment that the assignment does not constitutetemporary service in a higher class, the employee may continueworking as assigned with recourse under the appeal procedurefor reclassification but not under the grievance or arbitrationprocedure, or may request reassignment. If reassignment isdenied by the appointing authority, the employee may appealsuch action as outlined above. If reassignment is granted, noappeal rights shall accrue. In those cases in which an employeemakes separate claims for reclassification and temporary servicecoverage, the employee shall be entitled to back pay, ifsuccessful, retroactive to the earliest contractual date permittedby either procedure (as if the cases had been jointly filed).

ARTICLE 29OUT OF TITLE WORK

Section One. Working out-of-title shall be defined as thetemporary assignment by an appointing authority to performduties not within any existing job classification for a periodwhich exceeds ninety (90) days, provided such assignment isapproved by the Commissioner of Administrative Services. Saidassignment, in order to qualify for treatment hereunder, shallmeet the conditions outlined herein.

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Section Two. In determining out-of-title work hereunder,the employee shall not be entitled to coverage of this section if:(a) The duties alleged to be out of title are:

(1) Normally performed by employees in the grievant’s titleand are not described in another title; or (2) reasonably relatedto the class specifications for the grievant’s title; or (3) newduties which are a reasonable outgrowth of duties assigned tothe grievant’s class.(b) The grievance or complaint is more appropriately addressedby use of the procedures providing for

(1) class reevaluation(2) temporary service in a higher classification(3) reclassification grievances.

Section Three. The appointing authority making suchassignment shall immediately issue to the employee a writtennotification of such assignment and concurrently submit arequest seeking approval of the establishment of a temporarynew class in accordance with the following:

(a) Requests must give complete justification for both needto fill position immediately and for establishment of the class.Such requests shall include therewith a completed dutiesquestionnaire and a copy of the written notification to theemployee. An outline of the proposed specification listingtypical duties, experience and training requirements andsuggested minimum qualifications must be enclosed. Salarydetermination for temporary class title will be subject toevaluation by the Personnel Division and to the Commissionerof Administrative Services and Secretary of the Office of Policyand Management approval of new classes.

(b) (1) The Commissioner of Administrative Services willnotify Agency Head of the temporary class title and salary groupand will request submission of appropriate forms to establish theposition. Appointments may be made after approval.Appointments to temporary classes are temporary and normallywill not exceed ninety (90) days. Extension of an additional

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ninety (90) days may be required to complete the evaluative andapproval process.

(2) In the event the assignment is approved theCommissioner of Administrative Services, the employee shall becompensated for the performance of duties retroactive to thethirty-first working day of service.

(3) If the Commissioner of Administrative Services has notapproved the assignment within two (2) months of receipt of therequest, or in the event the Commissioner of AdministrativeServices disapproves the request on the basis that in his/herjudgment the assignment does not constitute working out-of-title, the employee shall have recourse for appeal of such actionunder the appeal procedure for reclassification, but not under thegrievance or arbitration procedure.

Section Four. Upon notification that the Commissioner ofAdministrative Services and the Secretary of the Office ofPolicy and Management have established a permanent class, thefollowing procedure should be followed:

(a) As soon as notification is received that theCommissioner of Administrative Services and Secretary of theOffice of Policy and Management have approved theestablishment of a permanent class to replace a temporary classtitle, appropriate forms requesting the establishment of a newposition with the approved permanent title and canceling thetemporary class title should be submitted. The effective dateshould be the date of establishment of the class.

(b) After receipt of approval, appropriate transactionstransferring the employee from temporary to provisional statusand requests to start the examining process should be submitted.

ARTICLE 30TRANSFERS

Section One. Transfer is the movement of an employeewithin job classification, (or class declared comparable by theCommissioner of Administrative Services) from one geographiclocation or operational (work) unit to another geographiclocation or operational (work) unit. The geographical relocationof an operational (work) unit is not considered a transfer.

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Section Two. Transfers Within an Agency. Permanentand temporary (less than six (6) months) transfers within anagency may be made when the appointing authority determinesthe good of the service will be served, and shall be in accordancewith the following:

(a) An employee requesting a transfer shall submit a writtenrequest to his/her immediate supervisor, who shall immediatelyforward it, with any comments and recommendations, to theappointing authority or designee. Requests for transfer will besympathetically considered except when the employee hastransferred within the past six (6) months. Transfer request willbe kept on file for eighteen (18) months unless withdrawn orextended in writing by the employee.

(b) When a transfer is to be made, the agency designee willreview requests of eligible employees. Of those individuals whoare equally qualified, preferences will be given to the employeewith the greatest seniority. For purposes of transfers, seniorityas defined in Article 12 shall be utilized. For purposes ofintra-agency transfer, stewards shall be deemed to have thehighest seniority, except as provided in (a) above.

Section Three. Transfer to Another Agency. Permanentor temporary (less than six (6) months) transfers to anotheragency may be made subject to the requirement that nopermanent transfer shall be made unless and until an employeelaid off from the same class and eligible for reemployment hasbeen offered the vacant position.

(a) An employee requesting transfer shall submit a writtenrequest, through his/her immediate supervisor and appointingauthority, to the Commissioner of Administrative Services.Requests for transfers will not be denied by the appointingauthority unreasonably, or unless an employee has transferredwithin the past six (6) months.

(b) When a vacancy is to be filled from an open competitivelist, the Commissioner of Administrative Services will forwardthe names of eligible employees on the transfer list, ranked inorder of seniority within the class, along with the certificationfrom the appropriate examination list. Stewards shall not be

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deemed to have super-seniority for purposes for inter-agencytransfer. The appointing authority, before making an opencompetitive appointment, shall consider one (1) or moreindividuals on the transfer list.

(c) (1) An employee who voluntarily transfers to anotheragency may request a return to his/her former position withinthree (3) weeks following transfer.

(2) The Agency [which has received the transferee]shall have six (6) weeks to evaluate the transferee, and may electto return the employee to the agency from which he/shetransferred. This election shall be without documentarycomment by the agency, and the permanent records will belimited to a notation that the employee was “returned byagreement”

(3) A transferee returned to his/her original agencyunder Subsections (1) or (2) above, must be returned to theprevious position or a comparable position (in the originalagency) without any loss of pay or benefits.

(4) The returning employee will remain in the Agencyto which he/she transferred until the original Agency hasapproval from the Office of Policy and Management to refill theposition. The original Agency will process the appropriatepaperwork immediately. In no event shall such potential delayaffect the employee’s right to return to a position in the originalAgency or the Agency’s right to return the employee. The actualtransfer date shall always be effective the first day of a payrollperiod.

Section Four. No employee shall be involuntarilytransferred except within the agency. Before any involuntarytransfer, volunteers shall be solicited from those qualified, and ifno volunteers are available, the least senior employee in theclass who is qualified for said position shall be transferred.

Section Five. Nothing herein shall restrict the appointingauthority’s right to fill vacancies by any means other thanvoluntary transfer.

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Section Six. The Employer will not transfer an employeefor disciplinary purposes. In any case in which the employeealleges that said transfer was disciplinary, expedited arbitrationshall be appropriate. This provision shall not apply in caseswhere there is a combining or transfer of functions from onedepartment to another or from one location to another.

When a grievance has been filed hereunder, all action shallbe stayed until the question of whether the transfer is fordisciplinary purposes has been considered by the arbitrator.

Section Seven. Transfer shall not affect the accumulationof an employee’s benefits or seniority provided herein.

Section Eight. Except as provided herein, no employeewho has been transferred shall be required to serve a newWorking Test Period if such Working Test Period has beensatisfactorily completed in the position transferred from.

Section Nine. Except as provided herein, the rules,regulations and practices shall remain in force.

Section Ten. Legislative Merger/Consolidation ofAgency Functions.a) In a case where an identifiable division of any agency isrelocated to another agency, the employees thereof shall besimilarly relocated without any loss of compensation or benefits.The parties shall, within thirty (30) days followingimplementation negotiate the impact of such relocatedemployees.(b) In those cases where only a segment of an agency function istransferred to another agency, volunteers will be solicited fromthose in each affected job classification. In the absence ofsufficient volunteers, the least senior employee(s) shall betransferred from such segment in each affected jobclassification. In those cases wherein there are more volunteersthan are necessary, employees within the affected segment shallhave right of first refusal, and thereafter vacancies shall be filledby seniority.

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ARTICLE 31TRAINING AND PROFESSIONAL LEAVE

Section One. The Employer recognizes its responsibility toprovide relevant training for each new employee and continueon-the-job training.

Section Two. Management retains the right to determinetraining needs, programs, procedures, and to select employeesfor training. The Union may submit written recommendationsconcerning training needs.

Section Three. Training activities which are designed toimprove employee skills related to current job assignments andin which participation is required by management in lieu ofnormal work assignments will be scheduled during regular workhours when in management's judgment it is practical to do so.Such training required by the State in addition to regular dutytime shall be considered time worked for overtime purposes.

Section Four. The State shall continue to offer trainingprograms, which are aimed at skills development andimprovement in order to afford employees greater opportunityfor performance improvement and promotional growth. Whensuch programs are available to a group of employees, theselection of the employee(s) to be trained shall be predicated onthe needs of the State, the potential of the employee to benefitand contribute to the operational program, and with due regardto the principle of fair opportunity for all eligible and qualifiedemployees within the group. Seniority (but not stewardseniority) shall be a factor in the selection process. Wherepracticable, volunteers will be solicited for trainingopportunities.

Section Five. (a) Professional leave is defined as leave toattend seminars, classes, lectures, workshops, conventions, orother related activities in aid of the development, maintenance orexchange of professional skills, techniques or experiences whichclearly relate to an employee's primary job assignment or logicalcareer progression.

(b) The Employer recognizes that certain benefits accrue toboth the State and the employee through participation in

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professional leave and will support such leave consistent withagency operating needs and budgetary constraints.

(c) Employees may request and, subject to the conditionsoutlined herein, shall be granted up to ten (10) days leave withpay per contract term for professional development.

(1) Request must be in writing, identifying the activityto be attended and its relationship to the job assignment and/orcareer progression, submitted at least three (3) weeks in advanceof leave.

(2) No overtime or expenses other than time offwithout loss of regular day's pay will accrue to the State.

(3) Professional leave, if not used in any contract year,shall be neither accruable nor payable.

(d) Nothing herein will prevent the Employer fromassigning an employee to participate in professionaldevelopment activities as part of a regular job assignment. Suchassignments however, will be in addition to professional leave.In such a case, the Employer will absorb any overtime or otherexpenses accruing from a regular job assignment, consistentwith applicable contract provisions.

Section Six. Professional Development andConference Fund. Effective July 1, 2017, the State willallocate one hundred twenty thousand dollars ($120,000) to theProfessional Development and Conference Fund plus whateveris required to cover outstanding claims from the prior contractyear pursuant to the 2017 SEBAC agreement.Effective July 1, 2018, the State will allocate one hundredtwenty thousand dollars ($120,000) to the ProfessionalDevelopment and Conference Fund.Effective July 1, 2019, the State will allocate one hundredtwenty five thousand dollars ($125,000) to the ProfessionalDevelopment and Conference FundEffective July 1, 2020, the State will allocate one hundredtwenty five thousand dollars ($125,000) to the ProfessionalDevelopment and Conference Fund

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In addition, the Union may develop, subject to approval bythe State, programs, the cost of which will qualify for said funds.Existing guidelines for usage and reimbursement shall remain ineffect unless varied by mutual agreement of both parties. Anyunexpended funds, which exist at the end of any contract year,shall roll over for use in the next succeeding year. All fundsremaining at the end of the contract shall revert to the Stateunless the parties agree otherwise.

Section Seven. Professional Development Funds.Each employee shall be entitled to a maximum of six hundreddollars ($600.00) reimbursement per contract year toward thecost of fees, travel, food and lodging related to attendance atconferences, seminars, and programs. This entitlement may becombined once in any two (2) year period. An employee mayuse a previous year’s unused entitlement for up to twelvehundred dollars ($1,200) provided prior year funds were rolledover and available. The fund assumes no liability for any costsincurred by an employee without obtaining prior approval bythe Office of the Comptroller.

Section Eight: CLE coverage. For employees in jobtitles requiring that such employees be admitted to practice lawin the State of Connecticut, attendance at, participation in, andtravel to Continuing Legal Education courses approved forConnecticut credit shall be considered accepted uses ofProfessional Leave, pursuant to Section Five of this article, andProfessional Development Funds, pursuant to Section Seven ofthis article. Membership dues in any single state, county, orlocal bar association providing such Continuing LegalEducation courses shall be an accepted use of ProfessionalDevelopment Funds pursuant to Section Seven of this article.Such on-line CLEs shall be considered an acceptable use ofState systems on Professional Development time. Nothing inthis section shall modify the maximum per employee allotmentof funds or leave days provided in Sections Five or Seven ofthis article.

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ARTICLE 32PERMANENT PART-TIME EMPLOYEES

Permanent part-time employees shall continue to receive allbenefits described herein including seniority rights, wage andbenefit packages, access to grievance machinery, and all othersundry provisions to the extent applicable under existing rulesand regulations. Employees hereunder shall receive pro ratapersonal leave, based on the ratio of the employee's workschedule to the standard work week as averaged over thepreceding two (2) months. (Example: an employee whoaverages 25 hours per week in the two months prior to thecrediting will receive credit for 25/40 of the personal leave, or inthis example - 15 hours).

ARTICLE 33SAFETY

Section One. The Employer shall maintain a safe andsecure work place for all bargaining unit employees. TheEmployer is receptive to all recommendations regardingimprovements of apparently unsafe or unhealthy conditions.Once the Employer determines that an unsafe or unhealthycondition exists, it will make a good faith effort to remedy oralleviate the condition.

Section Two. Employees shall perform their duties in asafe manner and shall comply with the safety rules andregulations and accident prevention measures established by theEmployer.

Section Three. No employee shall be required to performwork under unsafe conditions, provided however, that anemployee must follow the “work now, grieve later” rule unlessthere is a clear and present danger to the employee's physicalwell-being, in which case the grievance will be initiated directlyat Step II.

Section Four. In the event of an on-the-job injury requiringmedical attention, the Employer will expedite such attention bycalling for ambulance service, if required, or when necessary,arrange for transportation to a medical facility. Neither the

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injured individual nor any assisting employee shall suffer anyloss of time resulting from such injury or attendance thereto onthe day of occurrence.

Section Five. Safety. An employee may not work morethan eighteen (18) consecutive hours in a twenty four (24) hourperiod unless a special exception is made by the Agency head(or Designee), or under a declaration of State of Emergencymade by the Governor.

ARTICLE 34WINTER WORK AND ASSIGNMENTS

Section One. Annually, prior to November 1, the Employershall designate those employees having a snow and ice controlor removal assignment or related assignment. Employees whosenormal duties are not related to snow and ice control or removalwork shall not be designated for such assignment.

Section Two. Snow and ice control or removal or relatedassignments shall not be added to job specifications during theterm of this Agreement without negotiation with the Union.

Section Three. The Employer shall provide appropriaterest, toilet and eating facilities for the employees to the best ofits ability.

Section Four. Bargaining unit employees designated by theEmployer as having a snow and ice control or removalassignment shall be paid a premium, at the prevailingDepartment of Transportation rate, for each hour actuallyworked on snow and ice control or removal, other than duringthe regular shift schedule.

Premium pay will be authorized under the above conditionsfrom November 1 through April 30 of each year for the life ofthe contract. The premium will not be used in computingovertime.

Section Five. Inasmuch as it is not feasible for certainbargaining unit employees above the grade eligible for overtimepay to be granted compensatory time off during the winterseason (November 1 to April 30), these employees shall receivestraight time pay for overtime hours worked during this periodwhich are related to snow and ice or other weather emergencies.

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(a) Overtime pay shall not be pyramided.(b) Where practicable, overtime checks shall be paid no

later than the second payroll period following the overtimeworked.

(c) All paid leave of absence shall be considered as timeworked for purposes of computing overtime.

(d) As used in this Article, the term “emergency” means “asituation or occurrence of serious nature developing suddenlyand unexpectedly and demanding immediate action.”

Section Six. Other Winter Work Premiums. In additionto the contractual items as otherwise enumerated, employees ofthe Department of Transportation shall receive winter workrelated premiums and benefits. Said benefits shall include:

(a) Rest periods.(b) Meal entitlement at contractual reimbursement level.(c) Callback within two (2) hours of release.(d) Hazardous duty protection under the Department of

Transportation Q Item (Hazardous Substances).(e) Snow/ice premium pay provision.

ARTICLE 35RETIREMENT

The terms and conditions of employee retirement benefitsare contained in a separate Agreement between the State andUnion.

ARTICLE 36METHOD OF SALARY PAYMENT

Section One. Workers' Compensation Coverage andPayments. Where an employee has become temporarily totallydisabled as a result of illness or injury caused directly by his/heremployment, said employee may, pending final determination asto the employee's eligibility to receive workers' compensationbenefits, charge said period of absences to existing leaveaccounts. Where a determination is made supporting theemployee's claim, State authorities shall take appropriate steps torectify payroll and leave records in accordance with saiddetermination. Upon final and non-appealable decision by

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appropriate State authority that an employee is entitled toreceive workers' compensation benefits, said employee shallreceive his/her first payment no later than four (4) weeksfollowing such determination. Accrued leave time may be usedto supplement workers' compensation payments up to but notbeyond the regular salary.

Section Two. Regular paychecks will be available fordistribution at the agency by 3:00 p.m. on alternate Thursdays.

ARTICLE 37INDEMNIFICATION

During the life of this Agreement, the State employer willcontinue to indemnify persons covered by this Agreement to theextent provided by C.G.S. Sections 4-165, 10-235 and 19a-24.

In deciding whether to provide counsel to a professionalemployee being sued for malpractice, the question of whethersuch employee was acting within the scope of his/heremployment shall be sympathetically considered consistent withthe purpose of the indemnification statutes.

ARTICLE 38MISCELLANEOUS

Section One. The parties will cooperate in arranging forthe most economical and expeditious printing of this Agreementby a unionized printer in booklet form and will share the cost ofsame. The Union will be provided with six thousand (6,000)copies of the contract.

Section Two. Except where varied in this Agreement, theEmployer will continue in force its written rules and regulationswith reference to

(a) eligibility and reimbursement for meals;(b) personal leave or other paid or unpaid leave of absence;

insurance coverages, programs, premium contributionand deduction policy, (unless altered by mutualAgreement);workers' compensation;

(c) retirement, including disability retirement, to the extentapplicable;

(d) death benefits.

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Section Three. During the life of this Agreement, the Statewill not increase the cost to employees for uniforms andequipment.

Section Four. References in this Agreement to “rules andregulations” refer to the “Blue Book”, Regulations of thePersonnel Policy Board effective July 1, 1975, and anyamendments thereto. Such references include all applicableGeneral Letters and Q items.

Section Five. Civil Leave. (a) If an employee receives asubpoena or other order of the Court requiring an appearanceduring regular working hours, time off with pay and without lossof earned leave time shall be granted. This provision shall notapply in cases where the employee is a plaintiff or defendant inthe Court action.

If an employee is called to jury duty on a day when theemployee is scheduled to work, which may either exceed thelength of said duty or continue past the normal hours for saidduty, all times served (plus travel time, if a return to work sorequires) shall be credited to the employee on that day as timeworked. Jury duty pay received on days off shall not becreditable to the State.

(b) If a court appearance (not jury duty) is required as partof the employee's assignment or as a direct consequence ofhis/her official function, time spent shall be considered as timeworked. If the appearance requires the employee's presencebeyond his/her normal work day, all time beyond the normalwork day shall be paid in accordance with Article 16.

Section Six. Military Leave. A full-time permanentemployee who is a member of the armed forces of the State orany reserve component of the armed forces of the United Statesshall be entitled to military leave with pay for required fieldtraining, provided such leave does not exceed two (2) calendarweeks in a calendar year, in addition to seven (7) days ofmilitary leave for weekend drills. Additionally, any suchemployee who is ordered to active duty as a result of anunscheduled emergency (natural disaster or civil disorder) shallbe entitled to military leave with pay not to exceed thirty (30)

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calendar days in a calendar year. During such leave, theemployee’s position shall be held, and the employee shall becredited with such time for seniority purposes. Other requestsfor military leave may be approved without pay. Nothing inthis article shall be construed to prevent an employee fromattending ordered military training while on regularlyscheduled vacation.

To the extent that State or Federal law provides agreater military leave benefit for employees than the aboverights, State or Federal law, as amended from time to time,shall prevail.

Section Seven. Hazardous Duty. The Union, and not anyindividual employee, shall upon request be granted a hearing bythe Office of Labor Relations concerning a claim for hazardousor unpleasant duty pay differential. Disputes under this sectionshall not be subject to the Grievance and Arbitration Article.The hourly pay differential which was established for certaindesignated job assignments or working conditions in theDepartment of Correction shall continue under the criteria andstandards for payment established in prior agreements. Thehourly pay differential rate shall be fifty-five cents ($0.55) perhour.

Section Eight. Competitive Examination. Upon request,the Personnel Division shall provide the exclusive representativewith a list of newspapers in the State of Connecticut, which areutilized to publicize merit examinations.

Section Nine. Past Practices. Any change in ordiscontinuation of an unwritten past practice concerning wages,hours or other conditions of employment not covered by thisAgreement shall be subject to a test of reasonableness. Thequestions of:

(a) Whether or not there is in fact a valid current pastpractice in effect, and;

(b) The reasonableness of the change or discontinuationmay be submitted to arbitration in accordance with theprovisions of Article 15 (Grievance Procedure).

Section Ten. Floaters' Day Off. Effective September 1,1985, the Division of Special Revenue shall take all action

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necessary to implement a program, which provides a permanentday off (other than Sunday) for all track betting floaters duringthe period from September to May. The parties acknowledgethat the nature of the floaters' assignment is such that certainadjustments to said schedule may be necessary to achievecoverage; but the agency shall make a good faith effort toconstruct a program, which reflects a commitment to thisprovision.

Section Eleven. Examination Leave. Except in thosecases in which a state examination is offered on alternate dates,one of which is on an employee's day off, bargaining unitemployees shall be released on state time for merit systemexaminations.

Section Twelve. Except where a greater benefit currentlyexists, all leave accrual and deduction shall be recorded on anhour-for-hour basis.

Section Thirteen. Whenever the word spouse is referred to(husband/wife) in this Agreement, it shall also mean domesticpartner. A domestic partner is a person who has qualified fordomestic partnership benefits under the parties’ pension andhealth care agreement.

Section Fourteen. Compensatory Time Usage.Compensatory Time will continue to be used like all other

accrued leave, upon request by an employee and approval bymanagement.

ARTICLE 39INSTITUTIONAL MEALS AND HOUSING

Section One. Meals. The rate charged to employees formeals at State agencies with employee dining facilities shall beas follows:

Breakfast $2.50Lunch $4.00Dinner $4.00

Section Two. Housing. The Employer reserves the right toselect among applicants for housing, and to terminate occupancyin accordance with State Housing Regulations. If an employee

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becomes ineligible for housing due to a change in job title orassignment or for other reasons, the agency may allow theemployee up to six (6) months to secure alternate housing.

The Employer shall not remove an employee from housingor refuse to consider an application for housing as a form ofdiscipline for matters unrelated to housing, but this provisionshall not restrict the Employer's right to remove from housing anemployee whose employment is terminated.

The Employer shall have the right to establish rental ratesfor employees in State-owned Housing. Such rental rates shallbe based upon appraisals conducted by or for the State whichwill establish fair market values for the properties. The Statewill continue to take into consideration whether or not thehousing is located on the grounds of State institutions, whendetermining rental values.

The rental values established by the State for employeehousing shall not be subject to the grievance or arbitrationprocedure.

ARTICLE 40ENTIRE AGREEMENT

This Agreement, upon ratification, supersedes and cancelsall prior practices and Agreements whether written or oral unlessexpressly stated to the contrary herein, and constitutes thecomplete and entire Agreement between the parties andconcludes collective bargaining for its term.

The parties acknowledge that during the negotiations whichresulted in this Agreement, each had the unlimited right andopportunity to make demands and proposals with respect to anysubject or matter not removed by law from the area of collectivebargaining, and that the understanding and agreement arrived atby the parties after exercise of that right and opportunity are setforth in this Agreement. Therefore, the State and the Union, forthe duration of this Agreement, each voluntarily andunqualifiedly waives the right, and each agrees that the othershall not be obligated to bargain collectively with respect to anysubject or matter whether or not referred to or covered in thisAgreement, even though such subjects or matters may not havebeen within the knowledge or contemplation of either or both of

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the parties at the time they negotiated or signed this Agreement.The parties agree, however, that the duty to bargain to the extentrequired by law over the decision to terminate or amendregulations, general letters, administrative directives, and agencyrules or orders, reduced to writing and uniformly applied toemployees since July 1, 1977, which are mandatory subjects ofbargaining and which are herein incorporated by reference, shallbe neither waived nor diminished except as indicated otherwiseherein.

ARTICLE 41SUPERSEDENCE

The inclusion of language in this Agreement concerningmatters formerly governed by law, regulation, or policy directiveshall not be deemed a preemption of the entire subject matter.Accordingly, statutes, rules, regulations and administrativedirectives or orders shall not be construed to be superseded byany provision of this Agreement except as provided in theSupersedence Appendix to this Agreement or where bynecessary implication, no other construction is tenable.

ARTICLE 42LEGISLATIVE ACTION

The cost items contained in this Agreement and theprovisions of this Agreement which supersede preexistingstatutes shall become effective in accordance with theprocedures in C.G.S. Section 5-278. If the Legislature rejectsthe Agreement, the parties shall return to the bargaining table.

ARTICLE 43SAVINGS CLAUSE

Should any provision of this Agreement be found unlawfulby a court of competent jurisdiction, the remainder of theAgreement shall continue in force.

ARTICLE 44DURATION OF AGREEMENT

This Agreement shall be effective on July 1, 2016 and shallexpire on June 30, 2021.

The parties acknowledge that the resolution of thisAgreement resolves and discharges all other claims which form

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the Contract reopener provisions of their predecessorAgreement.

Unless otherwise stated to the contrary changes to languageprovisions shall take effect upon Legislative Approval.

Negotiations for the successor to this Agreement shallcommence with the timetable established under the C.G.S.Section 5-276a(a). The request to commence negotiations shallbe in writing, sent certified mail, by the requesting party to theother party. The provisions of C.G.S. Section 5-270, et seq., andthe regulations thereto notwithstanding, the next window periodfor this bargaining unit shall be no earlier than August 2020.

ARTICLE 45TEMPERATURE VARIATION

Contingent upon the employer’s ability to restore thetemperature to the prescribed guidelines, the agency shall releaseor reassign/relocate affected employees. If released, it shall bewithout loss of pay or benefits.

ARTICLE 46TELECOMMUTING

The Office of Labor Relations and the Union shall forma Labor Management Committee to negotiate theimplementation of Telecommuting for A&R members no laterthan October 1, 2017. Such negotiations shall provide rightsand benefits no less than those provided under any statewidetelecommuting committee or agreement formed as a result ofSEBAC 2017. All telecommuting rights provided throughSEBAC 2017 are incorporated herein.

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MEMORANDUM OF UNDERSTANDING – IThe parties agree to meet and discuss as a subject of the

Labor Management Committee the adequacy of parkingfacilities, security provided by the State, appropriate notice tothe employees in the event of parking dislocation, and any needfor additional parking facilities or security. No charge shall beimposed for parking facilities presently provided without chargeand no existing charge for parking facilities shall be increased ordecreased without negotiations.

Employees who are required to transport large quantities ofcash, securities or other negotiable instruments from onebuilding to another shall be provided with adequate security.

MEMORANDUM OF UNDERSTANDING- IISection One. Reclassification Appeal Procedure. An

appeal panel shall be appointed consisting of two (2) HumanResource professionals from separate agencies, appointed by theCommissioner of Administrative Services and two (2) Unionrepresentatives experienced in job classification, appointed bythe Union. The Commissioner shall designate the chairpersonfor the panel. The panel shall, at all times, consist of four (4)members and report on the appeal within sixty (60) calendardays from the date the appeal was received in the Office of theCommissioner of Administrative Services. Continuances orchanges in scheduled hearings shall be granted by the panelchairperson only for good cause, but must be rescheduled withinthirty (30) calendar days from the date of the originallyscheduled hearing. Hearings will ordinarily be open to thepublic. However, they may be closed or witnesses sequesteredat the discretion of the panel. The panel chairperson mayexclude any person who engages in improper conduct. Noformal transcripts or stenographic records of proceedings shallbe required. Technical rules of evidence shall not prevail. Thepanel may not grant any remedy other than the specific remedyrequested in the grievance filed at Step I or as modified bymutual agreement of the parties concerned and may not add to,subtract from, alter or modify bargaining agreement or granteither party matters which were not obtained in the bargaining

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process. The chairperson shall authorize paid leave for areasonable number of witnesses including the grievant andUnion representative as necessary. Management may berepresented by either the appointing authority (or designee), theCommissioner of Administrative Services designee(s) or both.The burden of proof shall be on the employee to show thatmanagement’s denial of the reclassification was arbitrary orunreasonable.

Section Two. The Panel shall hear and decide and report inwriting within forty-five (45) days of communication to theCommissioner of Administrative Services. The decision may beany of the following.

(a) The appeal is sustained and reclassification to theposition in the classification requested is recommended.

(b) The appeal is sustained and payment for service in thehigher class is authorized, consistent with Section Four, butreclassification is not recommended because:

(1) existing examination or employment listconditions do not permit appointment;

(2) the organizational structure and/or staffingconditions do not support the additional position;

(3) of other reason (state reason).(c) The appeal is denied.Section Three. In any finding referred to in Section Two

(b) above, the panel must issue a cease and desist order, or mayorder back payment as a remedy if deemed appropriateconsistent with this Article.

Section Four. An employee whose appeal is sustained shallbe eligible for payment in the higher class beginning with thethirty-first (31) working day from the date which the panel findsthe employee began working in the higher class. In no case maythis latter day be earlier than thirty (30) calendar days prior tothe submission of the grievance at Step I.

Section Five. Panel Action. The decision of the panelshall be in writing and shall be signed by the panel chairperson.Such decision shall include a brief statement of the findings of

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fact and agenda supporting the decision of the panel. Theoriginal grievance, along with all documents, evidence, andother written data relating to the case shall be filed with theCommissioner of Administrative Services. Copies of thedecision only shall be forwarded to the Union representative (orgrievant), the appointing authority and any other party deemedby the panel to be entitled to such copy. The decision of thepanel shall be binding on all parties.

Section Six. The existing procedures for reclassificationgrievances shall be continued in effect unless clarified orsuperseded herein.

MEMORANDUM OF UNDERSTANDING- IIIHOLIDAY PARTY/PICNIC

For the life of this Agreement, employees of the A&Rbargaining unit will continue to be eligible to receive one-halfday off with pay to attend one (1) annual picnic and one (1)holiday party. Said picnic and holiday party must be sponsoredby the A&R Union or the employing agency of the employee.Employees with Alternative Work Schedules (AWS), whichwould include the day of the event as a non-work day, mayadjust their work schedule for the week in which the event isscheduled making the event day a scheduled work day.

MEMORANDUM OF UNDERSTANDING - IVMEAL GRIEVANCE ARBITRATION

The parties agree that the intent of the arbitrator in theabove cited case was to extend the meal related reimbursementto an employee based upon the following:

(a) the reimbursement should be for the actual meal taken,if during the overtime period, or;

(b) if no meal is in fact taken, then reimbursement shall befor (1) the meal missed during the shift, or if (1) is notapplicable, then (2) the meal period closest to the end of theshift.

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MEMORANDUM OF UNDERSTANDING - VEffective March 29, 1989, trainees and preprofessional

trainees who satisfactorily complete the training program will bepromoted effective the date corresponding with such completedtraining and on the anniversary date of appointment to thetraining program.

MEMORANDUM OF UNDERSTANDING - VIThe parties herein express the mutual recognition of service

rating (performance appraisal) intent and purpose.The mechanism utilized to evaluate employee performance

is intended to be a module for development and improvement ofthe individual being appraised. This purpose is served byidentification of both strengths and weakness possessed by theemployee. The goal of the rating is to build on employeestrengths and set goals to overcome and/or minimize the effectsof weakness. The measure of determining success in applyingthis evaluation system lies in the standards identified coupledwith the approach used to evaluate performance against thosestandards.

MEMORANDUM OF UNDERSTANDING - VIIThe State of Connecticut and the Administrative and

Residual Employees Union acknowledge that there areoccasions when exchange (swap) of employees between two (2)agencies is of mutual benefit. The State also recognizes theadvantage of Agency involvement in arranging such swaps.

Swaps may be considered under the followingcircumstances:1. The approach for an exchange (swap) must be initiated bythe Union or an Agency.2. The employees involved must understand and accept that theswap is a voluntary transfer.3. The employees involved must accept that upon beingtransferred the swap is final with no opportunity to return to theemployee's former agency.4. Swaps may only be within classification and the impactedemployees transfer at salary step and grade.

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5. Swaps do not represent vacancies and the Union agrees thatsuch transfers (swaps) will not result in any grievance activity byany employee.6. There shall be no ripple effect over movement of employeesresulting from the swap.7. The Agencies retain veto power over participating in anyproposed swap of employees and there shall be no grievanceshonored or filed over such denial.8. Discussions over swaps will be between the Union and theAgencies. Full disclosure of the employee’s personnel recordsand disciplinary records will be provided each agency involved.9. Final Stipulated Agreement allowing the swap to beconcluded will be prepared by the Office of Labor Relations.The agreement will be signed by the Union, Agencies,employees impacted and the Office of Labor Relations (onbehalf of the State).

MEMORANDUM OF UNDERSTANDING - VIIIEffective July 1, 2007, the Office of Labor Relations on

behalf of the State of Connecticut and the A&R EmployeesUnion have reached the following understanding concerningweather delays and early releases of State employees. Thisagreement is to address the method of handling time foremployees on alternative work schedules. Furthermore, thisunderstanding is effective only for those weather related lateopenings or early releases that have been authorized by theGovernor’s Office:1. An employee scheduled in advance to work one-half ofa day (4 hours) on the day of a weather event pursuant to analternative work schedule of four 9 hour days and one ½ day orsimilar schedule may code his/her timesheet as “ww”consistent with the following:

a. The Governor’s Office authorizes a late opening of12:00pm. The employee was scheduled to work 8:00am-12:00pm pursuant to the employee’s authorized alternativework schedule. The employee was not scheduled to takeany type of accrued leave that day. All of the employee’s

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scheduled hours of work coincide with the hours excusedpursuant to the late opening. The employee may codehis/her timesheet as “ww” for the 4 hours withoutphysically reporting to work on the day of the weatherevent.

2. Employees who have variable or fixed schedules withan established starting and quitting time shall be credited fortime not worked in the same fashion as employees on thestandard workweek.3. Employees who have “pure” flextime, but have apublished schedule for the week and such schedule has beenprovided to management a full workweek in advance shall becredited for time not worked in the same fashion as employeeson the standard workweek to allow credit for a full day. Forexample, if an employee is scheduled in advance as referencedabove to work until 6pm on the day of an authorized earlyrelease at 2:00pm, the employee may code the hours of 2pm to6pm as “ww” hours on his/her timesheet.4. Employees who work a compressed work schedule offour 10 hour days shall be compensated for all hours notworked as a result of late opening or early closing.5. Employees who have pure flextime and have nopublished schedule as referenced in paragraph 2, supra, shall becredited for time not worked in the same fashion as employeeson a standard workweek as referenced in Article 16, SectionOne (a) (i.e. 8 hours per day between the hours of 8am to 5pm)consistent with the following:

a. If the early closing or late opening occurs on aThursday of the biweekly pay period and the employee isschedule to work more than 8 hours on that day, then:

i.The employee with prior Agency authorization maywaive his/her lunch break to fulfill the requirements ofthe workweek;

ii.With prior Agency authorization the employee mayutilize accrued compensatory, personal, or vacationleave to fulfill the requirements of the 40 hourworkweek. If an employee does not have sufficientaccruals to complete the workweek and it is physically

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impossible for the employee to work the remaining hours because there are not enough hours left in the bandwidth, the employee will be granted authorized unpaid leave.

The following examples are illustrative of the principles set forth in this paragraph:

A. The Governor’s Office authorizes a late opening of 12:00 and the late opening occurs on the last day (i.e. Thursday) of the biweekly pay week. The employee needs 10 hours to complete the 40 hour workweek. In this case, the employee may code his/her timesheet as “ww” for 4 hours (i.e. 8:00am – 12:00pm) and must work until 6:00 pm thereby fulfilling the remaining 6 hours of his/her 10 hour day. In order to do this, the employee must not take an unpaid lunch period after reporting to work at 12:00 p.m. The Agency, in its discretion, may authorize the employee to use accruals to fulfill any non-core hours of the employee’sworkday. B. The Governor’s Office authorizes an early release of 2:00 p.m. The employee must work 10 hours that day to complete the 40 hour workweek. The employee may code his/her timesheet as “ww” for up to 3 hours (i.e. 2:00pm to 5:00pm) in order to fulfill his/her 40 hour workweek. If this credit is insufficient to fulfill the 40 hour workweek, the employee will be allowed to use accrued compensatory, personal or vacation time to fulfill the 40 hour requirement of the workweek. If the employee has insufficient accruals, the employee will be given unpaid authorized leave for the remaining hours.

6. If a dispute between the parties occurs regarding whether a delay or release was “authorized by the Governor’sOffice,” the employee shall receive a “full day’s pay” subject to the provisions of Article 24, Section 11 (Overpayment Procedure). 7. This Agreement expires coterminous with the contract.

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MEMORANDUM OF UNDERSTANDING-IXESTABLISHMENT OF NEW ATTORNEY CLASSIFICATION

JUNE 1, 2006

The State of Connecticut, Office of Labor Relations and theDepartment of Administrative Services, hereinafter referred toas the “State” and the Administrative and Residual BargainingUnit, hereinafter referred to as the “Union” have agreed uponthe establishment of a new Attorney classification series. Thenew series will replace some nineteen (19) attorneyclassifications that are currently salary grade 25 or salary grade28. The conditions and understandings associated with the newseries are as follows:

1. A classification entitled Staff Attorney 1 shallbe established at salary group AR 25. TheUnion acknowledges this as a negotiatedclassification and salary group, which is notsubject to the Objective Job Evaluation process.

2. It is furthermore acknowledged that thoseemployees classified in the following job titlesshall be reclassified Staff Attorney 1 effectivethe first pay period following execution of thisAgreement. The referenced current titles are:Administrative Hearing Attorney 1 – AssistantAdjudicator – Banking Administrative Attorney1 – Elections Enforcement Commission StaffAttorney 1 – Ethics Commission Staff Attorney1 – Freedom of Information Commission StaffAttorney 1 – Research Attorney – StaffAttorney 1 – Staff Attorney to the EmploymentSecurity Board of Review.

3. It is recognized and acknowledged that effectivewith implementation of item #2 above thosecurrent classes listed therein (item #2) shall bedeemed void, inactive and subsequentlyabolished.

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4. A classification entitled Staff Attorney 2 shallbe established at salary group AR 28. TheUnion acknowledges that this classification is anegotiated class and salary group, which is notsubject to the Objective Job Evaluation process.

5. Staff Attorney 2 shall be recognized as thesecond Staff Attorney level within theclassification series. It is a full working levelclassification and may be obtained byprogression from Staff Attorney 1. Employeeshired as Staff Attorney 1 shall progress to StaffAttorney 2 following two (2) years of successfuland satisfactory performance at the lower classlevel or qualifying outside experience.

6. The Union accepts and acknowledges that thefollowing list of current classifications shall bevoid, inactive and subsequently abolished, withthe implementation of the new Staff Attorney 2classification: Adjudicator – AdministrativeHearings Attorney 2 – Associate ResearchAttorney – Associate Staff Attorney to theEmployment Security Board of Review –Banking Administrative Attorney 2 – ElectionsEnforcement Commission Staff Attorney 2 –Ethics Commission Staff Attorney 2 – Freedomof Information Commission Staff Attorney 2 –Legislative Services Advisor (RC) – StaffAttorney 2.

7. With respect to those classifications identified initems #2 and #6 above, the State and the Unionacknowledge that these lists are all inclusive;however, in the event either party subsequentlyascertains an error of inclusion of a particularclassification title the discovering party shall

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serve written notice to the other party. Uponreceipt of such notice and within thirty (30)calendar days the parties shall engage innegotiations as to whether the identifiedclassifications should be incorporated into thenew Staff Attorney series. If said incorporationis determined the parties shall likewise discussslotting of the individuals affected in accordancewith item #10 below.

8. A classification entitled Staff Attorney 3 shallbe established at salary group AR 32. TheUnion acknowledges that this classification is anegotiated class and salary group, which is notsubject to the Objective Job Evaluation process.

9. Staff Attorney 3 shall be recognized as the thirdand top attorney level within the classificationseries. Progression to this top level is achievedfollowing three (3) years of successful andsatisfactory performance as a Staff Attorney 2within the specific agency.

10. In acknowledging that this Staff Attorney seriesis representative of a progression from the lowerlevel to the higher level classification, it is alsoacknowledged by both the State and the Unionthat there is no official working test period(WTP) associated with progression from oneStaff Attorney level to the next Staff Attorneylevel.

11. Notwithstanding item #2 of this agreement, theDepartment of Administrative Service (DAS)shall designate a classifications personnelprofessional(s) to review and assess the personalqualifications of the existing State Attorneys(from the various classifications to be deemedinactive) for proper slotting as an Staff

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Attorney 1, Staff Attorney 2 or Staff Attorney 3.This review shall be shared and discussed withthe Union and the Agency; slotting shall beconsistent with the job classificationspecifications (except as noted below). Anydisputes over the slotting shall be appealed tothe Office of Labor Relations (OLR) for a finaldetermination.

12. Currently there is a classification entitledPrincipal Attorney; it is a salary group AR 33.The Union herein accepts that DAS shalldetermine that the Principal Attorneyclassification and the incumbents holding thatclass shall be “Red Circled”. The effective dateof this “Red Circle” action shall correspondwith the execution date of this agreement.

13. For purpose of this agreement “Red Circle” asaddressed in item #12 shall entitle theincumbents (Principal Attorney) to continue tobe compensated at salary group AR 33.However, no new employees shall obtain thisPrincipal Attorney (title) classification.Furthermore, it is herein acknowledged andestablished that the incumbents (PrincipalAttorneys) shall function under theclassification of Staff Attorney 3.

14. There are thirteen (13) outstandingreclassification grievances wherein eachgrievant claims status as a Principal Attorney.In full and final resolution of these thirteen (13)grievances, the Union on behalf of each grievantwithdraws the grievance. The following listingindicates the grievant and grievance number thatare herein withdrawn:

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Grievant Grievance #Lou Romano 16-11199Dale King 16-11203Gloria McComes 16-11201Robin O’Shea 16-11200Charlotte Shea 16-11202Martin Krulewilz 16-11206Steven Schwane 16-11187Judith Almeida 16-11056Laila Mandour 16-11057Matthew Larock 16-11333Christopher Cobb 16-11332Nella Whitmore 16-11330Maureen Regula 16-11331

15. It is furthermore agreed that each of the abovenamed grievants (item #12) shall be reclassifiedto the classification of Staff Attorney 3, salarygroup AR 32. The following chart indicates theemployee, step placement and effective date.

Employee Step Effective Date16-11199 (PT) 6 Nov. 17, 200416-11203 5 Nov. 17, 200416-11201 (PT) 6 Nov. 17, 200416-11200 7 Nov. 17, 200416-11202 6 Nov. 17, 200416-11206 716-11187 716-11056 716-11057 7*16-11333 2*16-11332 2*16-11330 2*16-11331 6*Refer to item #9 above.

16. It is herein acknowledged that the following five(5) individuals while having an effective date ofNovember 17, 2004 will have also been entitled

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and will have adjustments made for subsequentincrements that would have occurred on April 12005 and again on March 31, 2006: 16-11199,16-11203, 16-11201, 16-11200, 16-11202.

17. It is recognized that in the event of layoffbargaining unit seniority (accumulated servicein the P-5 bargaining unit) governs in layoffselection within job classification. Due to thenature of this understanding [to “Red Circle”Principal Attorney while having the incumbentswork as if classified as Staff Attorney 3 (items#12 & #13)], Principal Attorney shall bedeemed to have displacement rights (Article 13Section Three) as a Staff Attorney 3 whileretaining Red Circled status; however a StaffAttorney 3 cannot displace a Principal Attorney.

18. It is understood and acknowledged by both theState and the Union that in the event anindividual who had achieved status as a StaffAttorney 3 (as provided in item number 9)changes Agencies, through a transfer, andhe/she shall become a Staff Attorney 2, he/sheshall renew progression to Staff Attorney 3 inthe new Agency; however, the experiencerequirement for progression in the new agencyshall be two (2) years of successful andsatisfactory performance as a Staff Attorney 2 inthat particular agency. If the employee affectedby this change in Agency is a part-timeemployee the experience requirement forprogression in the new Agency will be theequivalent of two (2) full-time years.

19. The Union herein agrees that this understandingresolves all pending classification andcompensation issues concerning Attorney

101

classifications, including but not limited toexisting SCOPE appeals, and specifically thePrincipal Attorney classification. Furthermore,the Union agrees not to initiate any [additional]further appeals or claims in any forum [on] theAttorney classification structure, series orapplication, based upon any of the issues raisedand resolved during this negotiation process.

20. It is also acknowledged and agreed that there areclassifications that currently exist at salarylevels above AR 28 within the current Attorneyseries. The individuals in these classes thatqualify for the Staff Attorney 3 level will bereclassified to that level upon the first day of thepay period following execution of thisagreement. Those classes as they subsequentlybecome vacant will be abolished. Herein(below) is a list of those classes and incumbents:

Employee Classification Projected StatusPaulette Annon Atty for OPA Staff Attorney 3Ajaz Fiazuddin Atty for OPA Atty for OPAGwendolyn McDonaldAtty for OPA Staff Attorney 3Marie Peck-LlewellynLeg Svcs Dev Staff Attorney 3Roberta Avery PW L Svcs S Atty Staff Attorney 3Maya Perry-Liss PW L Svcs S Atty PW L Svcs S Atty

21. It is understood and acknowledged by both theState and the Union that many of the individualswho have been slotted into this new Attorneyseries may have received a lump sum paymentat the time of their annual increment date.Under the terms of this agreement thecompensation of the employee within these newclassifications shall be implemented without anyclaim for reimbursement of any prior providedtop step, lump sum payment.

102

MEMORANDUM OF UNDERSTANDING XTUITION REIMBURSEMENT

1. Article 31 Section six of the A&R Contract provides foran annual allocation of one hundred twenty thousanddollars ($120,000.00) to the Professional Developmentand Conference Fund. Article 24 Section six of the A&RContract provides for an annual allocation of two hundredthousand dollars ($200,000.00) for tuitionreimbursement. Over the years, there have beenunreimbursed tuition reimbursement claims, andunexpended funds in the Professional Development fund.In order to address the problem with unreimbursedclaims, the State and the Union Agree as follows:

2. By March 31st of each contract year, the Union shalladvise the Office of Labor Relations that it would like totransfer uncommitted balances, or any portion thereof,existing in the P-5 Professional Development andConference Fund to the P-5 Tuition Reimbursement Fundand use it to offset shortfalls in tuition reimbursements.The parties shall notify the Office of the StateComptroller that they reached mutual agreement on theamount that shall be transferred from the ProfessionalDevelopment and Conference Fund to the TuitionReimbursement Fund.

3. Once the Professional Development and ConferenceFund balance or any portion thereof, has been transferredto the Tuition Reimbursement Fund, those funds may beused to reimburse tuition reimbursement applications, inthe order in which they were received by the Office of theState Comptroller and as prescribed by the CollectiveBargaining Agreement except as otherwise modifiedherein.

4. Effective upon legislative approval of this Agreement andcommencing with applications for the Spring 2013semester the language on the limit on individual

103

employee tuition reimbursement in the contract or tuitionreimbursement guidelines shall be changed to providethat, “Employees shall be eligible for tuitionreimbursement for a maximum of twelve (12) credits orthe equivalent per year.”

5. This agreement shall be subject to, and effective upon,legislative approval.

For the Union For the State_________________ ___________________Laila A. Mandour Sandra Fae Brown-BrewtonDate: 1/7/2013 Date: 1/7/2013

MEMORANDUM OF UNDERSTANDING XILATERAL DISPLACEMENTS IN TRAINEE CLASSES

The State of Connecticut, through the Department ofAdministrative Services and the Office of Labor Relations andthe Administrative and Residuals Union have agreed upon thefollowing process regarding employees who have been affectedby the layoffs from July 1, 2015 forward:

When an employee is in a training class established underC.G.S. Section 5-234 (e.g. Accounting Career Trainee) and hasbeen noticed for layoff and either laterally displaces into a newagency or if he/she has been placed into a vacant position inanother agency in the same target class as previously held, suchemployee may be required to continue in the training class.The total period in the training class for such employees shallbe the remainder of the prescribed training class period in therelevant job specification or six months, whichever is longer.Consequently, for example, if the individual has served oneyear and seven months prior to being placed in the new agency,the training period may be up to a total of two years and onemonth. If the individual has not been in a working test period

104

for more than eighteen (18) months, the period shall conclude at the end of a total of twenty-four (24) months of State employment in the ACT classification. Employees who reach the end of their scheduled training period prior to the end of their minimum six week layoff notice period or prior to their placement at a new agency shall retain their permanent status and not be required to serve any further time in the training class. Receiving agencies retain discretion in considering relevant employee experience if such agencies choose to waive or reduce the up to six months additional training period at the new agency.

For A&R: Patrick Lamb For DAS: Keith Anderson For OLR: Judy Lederer Date: 7/26/16

MEMORANDUM OF UNDERSTANDING XII REGARDING DAYS AND OCCASIONS

1. The designation of “days and occasions” on the service rating for P-5 employees will not be noted on the service rating form, commencing with the rating period ending September 30, 2002, except as noted in #2 of the Agreement.

2. The service rating for P-5 employees may indicate the number of days and/or occasions when:

In instances whereby P-5 employees have used more than the contractually earned 15 sick days per year;

In instances whereby P-5 employees use less than the 15 days but have a clear identifiable pattern of usage;

In instances whereby P-5 employees use less than the 15 days but have repeated or extended occasions of unauthorized leave without pay.

105

3. The term “tandem absences” is not a cognizable term inthe A&R (P-5) bargaining unit. This concept describesa situation that is already incorporated in the term“pattern.”

4. Sick Leave use and/or abuse computations for A&Remployees may only be evaluated/calculated on anannual basis, with the period of evaluation being thesame as the period used for the annual Service Rating.This rule shall be waived in those cases wherein anemployee has, in the immediate prior Service Rating,been evaluated as “Less than Good” in the category ofDependability, and that attendance deficiency wasincorporated in the employee Article 10 Remedial Plan.This clarification shall not diminish the Employer’srights under Article 19, Section 10 (MedicalCertificates).

5. Agencies retain their Contractual managementhistorical rights to discipline employees for excessiveusage or abuse, but where no such contractual evidencethreshold has yet been achieved, the agency mayforewarn employees in advance of, and to avoid moreserious action.

6. Any agency policy that prescribes the conditionsprecedent for a Medical Certificate requirement shall beconsidered unenforceable if it conflicts with the termsand conditions of Article 19, Section 10.

106

SIDE LETTER: SPECIAL REVENUE HOLIDAYSUNDER ARTICLE 17, SECTION FOUR

Beginning September 1, 1984 the following shall beapplicable to employees of the Division of Special Revenue:

1. On any timesheet which includes a holiday theemployee shall make a binding election, by way of appropriatecoding, of either pay or compensatory time for those hours over35, in the holiday half of the pay period, which are attributableto the holiday. If the employee elects compensatory time saidemployee may do so, but not in excess of a bank of 108 hours.Once 108 hours are in the bank all holidays must be coded topay. However, this will not preclude the employee fromreplenishing the bank for any earned time taken, in order toreturn the bank to a 108 hour balance.

2. An employee who elects payment in lieu of holidaycompensatory time, as set forth in paragraph 1, shall be paid forsaid service at straight time.

3. This holiday compensatory bank shall be separate andapart from any other earned leave bank.

Clarification NotesAll time worked on premium holidays shall be paid at time

and a half plus compensatory time which may be banked or paidout at straight time only.

The side letter applies to all employees whether above orbelow the overtime cap because holiday compensation is notlimited by the overtime cap provisions.FOR THE STATE: FOR THE UNION:______________________ ________________________Christine Cieplinski Date Paul Krell DateOffice of Labor Relations President, A&R

________________________Michael Myles DateChief Negotiator, A&RFor the Union

107

APPENDIX ACROSS UNIT HANDLING OF DURATIONALS, TEMPORARIES,

SNOW DAYS AND FLEXIBLE SCHEDULING

I. Durational positions and Temporaries(Offered to all OLR Bargaining Units)

Definitions:Temporary: Position filled for a short term, seasonal, or emergency situation, including to cover for a permanent position when the incumbent is on workers’’ compensation or other extended leave, not to exceed 6 months. May be extended up to one year. If a temporary employee is retained greater than 12 months said employee shall be considered durational.Durational: An employee hired for a specific term, for a reason not provided above, including a grant or specially funded program of a specific term, not to exceed one year.Status: A temporary employee shall become durational after 6 months or one year if extended.

A durational employee shall become permanent after six months, or the length of the working test period, whichever is longer.

Benefits: A temporary employee shall receive such benefits as provided by state or federal law, and such additional benefits as currently provided by the respective agreements and practice applicable to the unit, which may include:

o Health and life Insuranceo Pension credito Paid Holidayso PL Dayso After 6 months, vacation, sick and personal leave

retroactive to date of hire.An employee hired for a durational position or treated as

a durational after a period of temporary employment shall receive:

108

• The same benefits as any other employee would receive during his/her working test period.

• Upon becoming permanent, the same benefits as any other permanent employee.

II. Snow Days and Inclement Weather – Offered to Non-Hazardous Duty OLR Units

• Essential Employeeso Definition- for this purpose “essential” means

required by the Employer to work outside the homeduring a period other bargaining unit employees are paid but relieved from work due to a closing.

o Where a primarily non-hazardous duty bargaining unit includes both essential and non-essential employees, and the former receive only normal pay for working during his/her normal hours during a situation where the governor orders a closing of some or all of that employee’s normal shift, the following shall apply: Notwithstanding any provision providing overtime for working outside normal shift hours, such person shall receive straight time comp time for the hours worked during the employee’s normal shift where the state has been ordered closed or the Governor has directed nonessential state employees not to report to work.

• Vacation, PL and Sick Time Impact for Non-Essential Employees

o Employees out sick shall not be charged a sick day or personal day if the state is closed or the Governor has ordered nonessential state employees not to report to work during that employee’s normal work shift.

o Employees on vacations for less than a week shall not be charged a vacation day if the state is closed during that employee’s normal work shift.

o Employees scheduled out of the office on leave for a week shall be charged for such leave if the state is closed during such time.

109

• 10 month Employees Choosing a 12 month Pay Plan – Shall be treated like any other 12 month employee for purposes of inclement weather closings.

III. Alternative Work Schedules, Compressed Work Schedules, and Telecommuting – (General Offer)

Concept: Each agency will form a committee (like labor management) with each of its unions to discuss these issues. With the agreement of Union representatives, committees may operate cross bargaining units.

There shall also be a Statewide Telework Committee. The purpose of the Committee is to create policy and policy guidance to agencies regarding telework policies and implementation thereof. Areas of guidance include ensuring consistent standards, disability accommodations, performance measurements, agency closures, and management training. The Committee shall be comprised of an equal and mutually agreed upon number of members appointed by the SEBAC Leadership, and representatives of management, which shall include the Director of Statewide Human Resources and other such designee of the Commissioner of DAS, and members of OLR. The Committee shall be co-chaired by the Undersecretary of OLR or his/her designee and a representative of SEBAC. The Committee shall commence with meetings no later than 60 days following ratification of the Agreements.

Current practice will remain at each agency until parties meet and agree otherwise or changes occur through facilitation and or arbitration. Each committee shall begin its work no later than 30 days following the ratification of this agreement, and shall provide an initial report to the Statewide Committee regarding the meetings held and information relevant to the issue of telework, as defined and requested by the Statewide Committee.

Up to six members (equal on each side) on the committee. Union staff, and the Office of Labor Relations, shall serve as ex

110

officio participants on the committee until a policy acceptable to both parties has been created.

There shall be a Flexible Scheduling Facilitator, who shall be knowledgeable in flexible schedule issues. The Facilitator shall be available to resolve such matters as submitted by the parties. The Facilitator shall work with the committees to establish AWS, Compressed Scheduling, and Telecommuting Policies acceptable to both parties. If the parties are unable to agree to such policies within 90 days of the commencement of Statewide Committee meetings, either party may invoke interest arbitration on this issue. In such arbitration, it shall be agreed upon language that:

1) Any policy shall consider the legitimate operational needs of the affected agencies as well as the interests of the affected employees.

2) The determination of the employer to deny a request for AWS, Compressed Work Schedules, and Telecommuting shall be arbitrable, but shall first be submitted to the joint committee and the Facilitator for a recommended disposition.

3) Current contract language on AWS and Flex scheduling shall be agreed upon language unless a bargaining unit agrees otherwise and/or proposes alternative language in the arbitration.

If the inability to reach agreement involves more than one bargaining unit and/or more than one agency, prior to the arbitration(s) being scheduled, the parties shall confer to determine the best way to achieve their mutual interest in expeditiously establishing a fair and effective policy applicable to those units and/or agencies.

STATE OF CONNECTICUTBARGAINING COMMITTEE

Floyd Dugas, Chief NegotiatorSandra Brown-Brewton, Second Chair, Office of Labor Relations

Michael Last CT Agricultural Experiment StationRon Frost CT Airport AuthorityBen Parish CT Airport AuthorityMike Shea CT Airport AuthorityJane M. Rooney CT. LotteryAndrea Yurcak Dept of Administrative ServicesBrenda Abele DAS/DECDShari Grzyb Dept of Administrative ServicesMaria Weinberger Dept of Children and Family Sarah Cook Dept of Developmental ServicesTeresa Munson Dept of Energy and Env. ProtectionDennis Thibodeau Dept of Energy and Env. ProtectionCharlene Puska DESPPElizabeth Schlitter DESPPLori-Mercker Chapman DMHASDan Callahan Dept of Motor VehicleSuzanne Smedes Dept of CorrectionKim Barberi Dept of EducationPatricia Tiberio Dept of InsuranceMaria LaRosa Dept of LaborRebecca Martinez Dept of Rehabilitative ServicesDave Alfredson Dept. of TransportationVicki Arpin Dept. of TransportationKathy Germaine Dept. of TransportationPenny Davis Dept. of Public HealthJeanette Perez Dept. of Revenue ServicesJohn Kutsukos Dept. of Revenue ServicesJessica Hajdasz Dept. of Social ServicesJoe Olender OGALaura Morris Office of Health Care AdvocateTheodore Janiszewski TreasurySandra Cunningham Worker’s Comp. Commission

ADMINISTRATIVE AND RESIDUALEMPLOYEES UNION

BARGAINING COMMITTEE

Barry ScheinbergChief Spokesperson/General Counsel

John DiSette President, A&RMichael Myles Vice-President, A & RChristine Shanley-Buck Chief NegotiatorPatrick LambChristopher AvalloneJanis Bureau

Chief StewardDept. of Revenue Services

Dept. of BankingAlfredo Camargo Office of Chief Medical ExaminerWendy Chambers Dept. of HousingJamie Findley Dept. of Revenue ServicesNathan Karnes Dept. of HousingJohn Krawshuk Dept. of LaborSusan LoGatto Secretary of the StateMichele McGinley Dept. of Consumer ProtectionThomas Masso Dept. of Revenue ServicesDonna Messenger Dept. of Revenue ServicesGary Russell Dept. of Administrative ServicesAlice Sexton Dept. of TransportationRichard Wysocki Dept. of Social Services

P-5

PAY

PLANS

Plan

Grad

ePe

riod

Step

1St

ep 2

Step

3St

ep 4

Step

5St

ep 6

Step

7St

ep 8

Step

9AR

11An

nual

$38,4

46.00

$39,6

10.00

$40,7

87.00

$41,9

57.00

$43,1

68.00

$44,3

97.00

$45,6

32.00

$47,0

00.00

$48,4

10.00

Bi-W

k$1

,473.0

3$1

,517.6

3$1

,562.7

3$1

,607.5

5$1

,653.9

5$1

,701.0

4$1

,748.3

6$1

,800.7

7$1

,854.7

9Da

ily$1

47.31

$151

.77$1

56.28

$160

.76$1

65.40

$170

.11$1

74.84

$180

.08$1

85.48

Hourly

$18.4

2$1

8.98

$19.5

4$2

0.10

$20.6

8$2

1.27

$21.8

6$2

2.51

$23.1

9

AR12

Annu

al$3

9,691

.00$4

0,918

.00$4

2,126

.00$4

3,397

.00$4

4,669

.00$4

5,955

.00$4

7,229

.00$4

8,645

.00$5

0,105

.00Bi-W

k$1

,520.7

3$1

,567.7

4$1

,614.0

3$1

,662.7

3$1

,711.4

6$1

,760.7

3$1

,809.5

5$1

,863.8

0$1

,919.7

4Da

ily$1

52.08

$156

.78$1

61.41

$166

.28$1

71.15

$176

.08$1

80.96

$186

.38$1

91.98

Hourly

$19.0

1$1

9.60

$20.1

8$2

0.79

$21.4

0$2

2.01

$22.6

2$2

3.30

$24.0

0

AR13

Annu

al$4

1,930

.00$4

3,477

.00$4

5,033

.00$4

6,593

.00$4

8,158

.00$4

9,711

.00$5

1,282

.00$5

2,821

.00$5

4,406

.00Bi-W

k$1

,606.5

2$1

,665.7

9$1

,725.4

1$1

,785.1

8$1

,845.1

4$1

,904.6

4$1

,964.8

3$2

,023.8

0$2

,084.5

3Da

ily$1

60.66

$166

.58$1

72.55

$178

.52$1

84.52

$190

.47$1

96.49

$202

.38$2

08.46

Hourly

$20.0

9$2

0.83

$21.5

7$2

2.32

$23.0

7$2

3.81

$24.5

7$2

5.30

$26.0

6

AR14

Annu

al$4

,389.0

0$4

5,506

.00$4

7,114

.00$4

8,726

.00$5

0,334

.00$5

1,945

.00$5

3,558

.00$5

5,165

.00$5

6,820

.00Bi-W

k$1

,681.6

1$1

,743.5

3$1

,805.1

4$1

,866.9

0$1

,928.5

1$1

,990.2

3$2

,052.0

4$2

,113.6

1$2

,177.0

2Da

ily$1

68.17

$174

.36$1

80.52

$186

.69$1

92.86

$199

.03$2

05.21

$211

.37$2

17.71

Hourly

$21.0

3$2

1.80

$22.5

7$2

3.34

$24.1

1$2

4.88

$25.6

6$2

6.43

$27.2

2

AR15

Annu

al$4

5,994

.00$4

7,657

.00$4

9,312

.00$5

0,975

.00$5

2,629

.00$5

4,299

.00$5

5,958

.00$5

7,637

.00$5

9,367

.00Bi-W

k$1

,762.2

3$1

,825.9

4$1

,889.3

5$1

,953.0

7$2

,016.4

4$2

,080.4

3$2

,143.9

9$2

,208.3

2$2

,274.6

0Da

ily$1

76.23

$182

.60$1

88.94

$195

.31$2

01.65

$208

.05$2

14.40

$220

.84$2

27.46

Hourly

$22.0

3$2

2.83

$23.6

2$2

4.42

$25.2

1$2

6.01

$26.8

0$2

7.61

$28.4

4

P-5 A

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Plan

July

1, 20

16 -

June

20, 2

019

Plan

Grad

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riod

Step

1St

ep 2

Step

3St

ep 4

Step

5St

ep 6

Step

7St

ep 8

Step

9AR

16An

nual

$48,2

35.00

$49,9

45.00

$51,6

53.00

$53,3

67.00

$55,0

72.00

$56,7

81.00

$58,4

86.00

$60,2

42.00

$62,0

50.00

Bi-W

k$1

,848.0

9$1

,913.6

1$1

,979.0

5$2

,044.7

2$2

,110.0

4$2

,175.5

2$2

,240.8

5$2

,308.1

3$2

,377.4

0Da

ily$1

84.81

$191

.37$1

97.91

$204

.48$2

11.01

$217

.56$2

24.09

$230

.82$2

37.74

Hourly

$23.1

1$2

3.93

$24.7

4$2

5.56

$26.3

8$2

7.20

$28.0

2$2

8.86

$29.7

2

AR17

Annu

al$5

0,624

.00$5

2,383

.00$5

4,141

.00$5

5,896

.00$5

7,655

.00$5

9,414

.00$6

1,174

.00$6

3,007

.00$6

4,898

.00Bi-W

k$1

,939.6

2$2

,007.0

2$2

,074.3

7$2

,141.6

1$2

,209.0

1$2

,276.4

0$2

,343.8

4$2

,414.0

7$2

,486.5

2Da

ily$1

93.97

$200

.71$2

07.44

$214

.17$2

20.91

$227

.64$2

34.39

$241

.41$2

48.66

Hourly

$24.2

5$2

5.09

$25.9

3$2

6.78

$27.6

2$2

8.46

$29.3

0$3

0.18

$31.0

9

AR18

Annu

al$5

3,179

.00$5

4,981

.00$5

6,781

.00$5

8,586

.00$6

0,382

.00$6

2,186

.00$6

3,987

.00$6

5,907

.00$6

7,885

.00Bi-W

k$2

,037.5

1$2

,106.5

6$2

,175.5

2$2

,244.6

8$2

,313.4

9$2

,382.6

1$2

,451.6

1$2

,525.1

8$2

,600.9

6Da

ily$2

03.76

$210

.66$2

17.56

$224

.47$2

31.35

$238

.27$2

45.17

$252

.52$2

60.10

Hourly

$25.4

7$2

6.34

$27.2

0$2

8.06

$28.9

2$2

9.79

$30.6

5$3

1.57

$32.5

2

AR19

Annu

al$5

5,797

.00$5

7,655

.00$5

9,511

.00$6

1,369

.00$6

3,215

.00$6

5,068

.00$6

6,923

.00$6

8,931

.00$7

0,999

.00Bi-W

k$2

,137.8

2$2

,209.0

1$2

,280.1

2$2

,351.3

1$2

,422.0

4$2

,493.0

3$2

,564.1

0$2

,641.0

4$2

,720.2

7Da

ily$2

13.79

$220

.91$2

28.02

$235

.14$2

42.21

$249

.31$2

56.41

$264

.11$2

72.03

Hourly

$26.7

3$2

7.62

$28.5

1$2

9.40

$30.2

8$3

1.17

$32.0

6$3

3.02

$34.0

1

AR20

Annu

al$5

8,640

.00$6

0,536

.00$6

2,440

.00$6

4,336

.00$6

6,226

.00$6

8,130

.00$7

0,025

.00$7

2,125

.00$7

4,289

.00Bi-W

k$2

,246.7

5$2

,319.3

9$2

,392.3

4$2

,464.9

9$2

,537.4

0$2

,610.3

5$2

,682.9

6$2

,763.4

1$2

,846.3

3Da

ily$2

24.68

$231

.94$2

39.24

$246

.50$2

53.74

$261

.04$2

68.30

$276

.35$2

84.64

Hourly

$28.0

9$2

9.00

$29.9

1$3

0.82

$31.7

2$3

2.63

$33.5

4$3

4.55

$35.5

8

P-5 A

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Plan

July

1, 20

16 -

June

20, 2

019

Plan

Grad

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Step

1St

ep 2

Step

3St

ep 4

Step

5St

ep 6

Step

7St

ep 8

Step

9AR

21An

nual

$61,5

30.00

$63,4

89.00

$65,4

38.00

$67,3

83.00

$69,3

38.00

$71,2

87.00

$73,2

41.00

$75,4

40.00

$77,7

04.00

Bi-W

k$2

,357.4

8$2

,432.5

3$2

,507.2

1$2

,581.7

3$2

,656.6

3$2

,731.3

1$2

,806.1

7$2

,890.4

3$2

,977.1

7Da

ily$2

35.75

$243

.26$2

50.73

$258

.18$2

65.67

$273

.14$2

80.62

$289

.05$2

97.72

Hour

ly$2

9.47

$30.4

1$3

1.35

$32.2

8$3

3.21

$34.1

5$3

5.08

$36.1

4$3

7.22

AR22

Annu

al$6

3,215

.00$6

5,533

.00$6

7,850

.00$7

0,166

.00$7

2,481

.00$7

4,797

.00$7

7,110

.00$7

9,424

.00$8

1,807

.00Bi

-Wk

$2,42

2.04

$2,51

0.85

$2,59

9.62

$2,68

8.36

$2,77

7.05

$2,86

5.79

$2,95

4.41

$3,04

3.07

$3,13

4.37

Daily

$242

.21$2

51.09

$259

.97$2

68.84

$277

.71$2

86.58

$295

.45$3

04.31

$313

.44Ho

urly

$30.2

8$3

1.39

$32.5

0$3

3.61

$34.7

2$3

5.83

$36.9

4$3

8.04

$39.1

8

AR23

Annu

al$6

6,213

.00$6

8,629

.00$7

1,026

.00$7

3,444

.00$7

5,857

.00$7

8,271

.00$8

0,685

.00$8

3,103

.00$8

5,597

.00Bi

-Wk

$2,53

6.90

$2,62

9.47

$2,72

1.31

$2,81

3.95

$2,90

6.40

$2,99

8.89

$3,09

1.38

$3,18

4.03

$3,27

9.58

Daily

$253

.69$2

62.95

$272

.14$2

81.40

$290

.64$2

99.89

$309

.14$3

18.41

$327

.96Ho

urly

$31.7

2$3

2.87

$34.0

2$3

5.18

$36.3

3$3

7.49

$38.6

5$3

9.81

$41.0

0

AR24

Annu

al$6

9,393

.00$7

1,908

.00$7

4,424

.00$7

6,940

.00$7

9,455

.00$8

1,968

.00$8

4,485

.00$8

7,018

.00$8

9,629

.00Bi

-Wk

$2,65

8.74

$2,75

5.10

$2,85

1.50

$2,94

7.90

$3,04

4.26

$3,14

0.54

$3,23

6.98

$3,33

4.03

$3,43

4.07

Daily

$265

.88$2

75.51

$285

.15$2

94.79

$304

.43$3

14.06

$323

.70$3

33.41

$343

.41Ho

urly

$33.2

4$3

4.44

$35.6

5$3

6.85

$38.0

6$3

9.26

$40.4

7$4

1.68

$42.9

3

AR25

Annu

al$7

2,786

.00$7

5,398

.00$7

7,992

.00$8

0,602

.00$8

3,218

.00$8

5,823

.00$8

8,428

.00$9

1,080

.00$9

3,813

.00Bi

-Wk

$2,78

8.74

$2,88

8.82

$2,98

8.20

$3,08

8.20

$3,18

8.43

$3,28

8.24

$3,38

8.05

$3,48

9.66

$3,59

4.37

Daily

$278

.88$2

88.89

$298

.82$3

08.82

$318

.85$3

28.83

$338

.81$3

48.97

$359

.44Ho

urly

$34.8

6$3

6.12

$37.3

6$3

8.61

$39.8

6$4

1.11

$42.3

6$4

3.63

$44.9

3

P-5 A

R 40

-Hou

rs S

alary

Plan

July

1, 20

16 -

June

20, 2

019

Plan

Grad

ePe

riod

Step

1St

ep 2

Step

3St

ep 4

Step

5St

ep 6

Step

7St

ep 8

Step

9AR

26An

nual

$76,3

73.00

$79,1

10.00

$81,7

82.00

$84,4

85.00

$87,1

89.00

$89,8

87.00

$92,5

86.00

$95,3

63.00

$98,2

24.00

Bi-W

k$2

,926.1

7$3

,031.0

4$3

,133.4

1$3

,236.9

8$3

,340.5

8$3

,443.9

5$3

,547.3

6$3

,653.7

6$3

,763.3

8Da

ily$2

92.62

$303

.11$3

13.35

$323

.70$3

34.06

$344

.40$3

54.74

$365

.38$3

76.34

Hour

ly$3

6.58

$37.8

9$3

9.17

$40.4

7$4

1.76

$43.0

5$4

4.35

$45.6

8$4

7.05

AR27

Annu

al$8

0,155

.00$8

2,959

.00$8

5,760

.00$8

8,544

.00$9

1,353

.00$9

4,142

.00$9

6,947

.00$9

9,857

.00$1

02,85

3.00

Bi-W

k$3

,071.0

8$3

,178.5

1$3

,285.8

3$3

,392.5

0$3

,500.1

2$3

,606.9

8$3

,714.4

5$3

,825.9

4$3

,940.7

3Da

ily$3

07.11

$317

.86$3

28.59

$339

.25$3

50.02

$360

.70$3

71.45

$382

.60$3

94.08

Hour

ly$3

8.39

$39.7

4$4

1.08

$42.4

1$4

3.76

$45.0

9$4

6.44

$47.8

3$4

9.26

AR28

Annu

al$8

4,204

.00$8

7,099

.00$8

9,999

.00$9

2,895

.00$9

5,786

.00$9

8,679

.00$1

01,57

1.00

$104

,619.0

0$1

07,75

8.00

Bi-W

k$3

,226.2

1$3

,337.1

3$3

,448.2

4$3

,559.2

0$3

,669.9

7$3

,780.8

1$3

,891.6

1$4

,008.4

0$4

,128.6

6Da

ily$3

22.63

$333

.72$3

44.83

$355

.92$3

67.00

$378

.09$3

89.17

$400

.84$4

12.87

Hour

ly$4

0.33

$41.7

2$4

3.11

$44.4

9$4

5.88

$47.2

7$4

8.65

$50.1

1$5

1.61

AR29

Annu

al$8

5,011

.00$8

8,204

.00$9

1,399

.00$9

4,584

.00$9

7,776

.00$1

00,96

4.00

$104

,154.0

0$1

07,28

0.00

$110

,499.0

0Bi

-Wk

$3,25

7.13

$3,37

9.47

$3,50

1.88

$3,62

3.91

$3,74

6.21

$3,86

8.36

$3,99

0.58

$4,11

0.35

$4,23

3.68

Daily

$325

.72$3

37.95

$350

.19$3

62.40

$374

.63$3

86.84

$399

.06$4

11.04

$423

.37Ho

urly

$40.7

2$4

2.25

$43.7

8$4

5.30

$46.8

3$4

8.36

$49.8

9$5

1.38

$52.9

3

AR30

Annu

al$8

8,428

.00$9

1,706

.00$9

4,995

.00$9

8,271

.00$1

01,55

5.00

$104

,836.0

0$1

08,12

6.00

$111

,372.0

0$1

14,71

4.00

Bi-W

k$3

,388.0

5$3

,513.6

4$3

,639.6

6$3

,765.1

8$3

,891.0

0$4

,016.7

1$4

,142.7

6$4

,267.1

3$4

,395.1

8Da

ily$3

38.81

$351

.37$3

63.97

$376

.52$3

89.10

$401

.68$4

14.28

$426

.72$4

39.52

Hour

ly$4

2.36

$43.9

3$4

5.50

$47.0

7$4

8.64

$50.2

1$5

1.79

$53.3

4$5

4.94

P-5 A

R 40

-Hou

rs S

alary

Plan

July

1, 20

16 -

June

20, 2

019

Plan

Grad

ePe

riod

Step

1St

ep 2

Step

3St

ep 4

Step

5St

ep 6

Step

7St

ep 8

Step

9AR

31An

nual

$91,9

78.00

$95,3

51.00

$98,7

32.00

$102

,113.0

0$1

05,49

6.00

$108

,875.0

0$1

12,25

3.00

$115

,620.0

0$1

19,08

9.00

Bi-W

k$3

,524.0

7$3

,653.3

0$3

,782.8

4$3

,912.3

8$4

,042.0

0$4

,171.4

6$4

,300.8

9$4

,429.8

9$4

,562.8

0Da

ily$3

52.41

$365

.33$3

78.29

$391

.24$4

04.20

$417

.15$4

30.09

$442

.99$4

56.28

Hour

ly$4

4.06

$45.6

7$4

7.29

$48.9

1$5

0.53

$52.1

5$5

3.77

$55.3

8$5

7.04

AR32

Annu

al$9

5,665

.00$9

9,133

.00$1

02,60

1.00

$106

,076.0

0$1

09,55

4.00

$113

,018.0

0$1

16,50

8.00

$120

,002.0

0$1

23,60

3.00

Bi-W

k$3

,665.3

3$3

,798.2

0$3

,931.0

8$4

,064.2

2$4

,197.4

8$4

,330.2

0$4

,463.9

1$4

,597.7

8$4

,735.7

5Da

ily$3

66.54

$379

.82$3

93.11

$406

.43$4

19.75

$433

.02$4

46.40

$459

.78$4

73.58

Hour

ly$4

5.82

$47.4

8$4

9.14

$50.8

1$5

2.47

$54.1

3$5

5.80

$57.4

8$5

9.20

AR33

Annu

al$9

9,510

.00$1

03,07

9.00

$106

,648.0

0$1

10,22

0.00

$113

,794.0

0$1

17,36

3.00

$120

,940.0

0$1

24,56

9.00

$128

,307.0

0Bi

-Wk

$3,81

2.65

$3,94

9.39

$4,08

6.14

$4,22

2.99

$4,35

9.93

$4,49

6.67

$4,63

3.72

$4,77

2.76

$4,91

5.98

Daily

$381

.27$3

94.94

$408

.62$4

22.30

$436

.00$4

49.67

$463

.38$4

77.28

$491

.60Ho

urly

$47.6

6$4

9.37

$51.0

8$5

2.79

$54.5

0$5

6.21

$57.9

3$5

9.66

$61.4

5

AR34

Annu

al$1

03,60

9.00

$107

,278.0

0$1

10,94

2.00

$114

,618.0

0$1

18,27

8.00

$121

,947.0

0$1

25,60

9.00

$129

,378.0

0$1

33,26

0.00

Bi-W

k$3

,969.7

0$4

,110.2

7$4

,250.6

6$4

,391.5

0$4

,531.7

3$4

,672.3

0$4

,812.6

1$4

,957.0

2$5

,105.7

5Da

ily$3

96.97

$411

.03$4

25.07

$439

.15$4

53.18

$467

.23$4

81.27

$495

.71$5

10.58

Hour

ly$4

9.63

$51.3

8$5

3.14

$54.9

0$5

6.65

$58.4

1$6

0.16

$61.9

7$6

3.83

AR35

Annu

al$1

07,86

5.00

$111

,622.0

0$1

15,39

0.00

$119

,151.0

0$1

22,90

7.00

$126

,664.0

0$1

30,42

9.00

$134

,342.0

0$1

38,37

3.00

Bi-W

k$4

,132.7

6$4

,276.7

1$4

,421.0

8$4

,565.1

8$4

,709.0

9$4

,853.0

3$4

,997.2

8$5

,147.2

1$5

,301.6

5Da

ily$4

13.28

$427

.68$4

42.11

$456

.52$4

70.91

$485

.31$4

99.73

$514

.73$5

30.17

Hour

ly$5

1.66

$53.4

6$5

5.28

$57.0

7$5

8.87

$60.6

7$6

2.47

$64.3

5$6

6.28

P-5 A

R 40

-Hou

rs S

alary

Plan

July

1, 20

16 -

June

20, 2

019

Plan

Grad

ePe

riod

Step

1St

ep 2

Step

3St

ep 4

Step

5St

ep 6

Step

7St

ep 8

Step

9AR

36An

nual

$112

,355.0

0$1

16,20

3.00

$120

,068.0

0$1

23,92

6.00

$127

,784.0

0$1

31,64

3.00

$135

,496.0

0$1

39,56

1.00

$143

,748.0

0Bi

-Wk

$4,30

4.79

$4,45

2.23

$4,60

0.31

$4,74

8.13

$4,89

5.94

$5,04

3.80

$5,19

1.42

$5,34

7.17

$5,50

7.59

Daily

$430

.48$4

45.23

$460

.04$4

74.82

$489

.60$5

04.38

$519

.15$5

34.72

$550

.76Ho

urly

$53.8

1$5

5.66

$57.5

1$5

9.36

$61.2

0$6

3.05

$64.9

0$6

6.84

$68.8

5

AR37

Annu

al11

7016

.0012

0971

.0012

4944

.0012

8906

.0013

2867

.0013

6830

.0014

0794

.0014

5017

.0014

9368

.00Bi

-Wk

4483

.3946

34.91

4787

.1349

38.93

5090

.6952

42.53

5394

.4155

56.21

5722

.92Da

ily44

8.34

563.5

047

8.72

493.9

050

9.07

524.2

653

9.45

555.6

357

2.30

Hour

ly56

.0557

.9459

.8461

.7463

.6465

.5467

.4469

.4671

.54

AR38

Annu

al12

1847

.0012

5897

.0012

9960

.0013

4015

.0013

8070

.0014

2124

.0014

6180

.0015

0565

0.00

1550

82.00

Bi-W

k46

68.47

4823

.6449

79.32

5134

.6852

90.04

5445

.3756

00.77

5768

.7859

41.84

Daily

466.8

548

2.37

497.9

451

3.47

529.0

154

4.54

560.0

857

6.88

594.1

9Ho

urly

58.36

60.30

62.25

64.19

66.13

68.07

70.01

72.11

74.28

AR39

Annu

al12

6915

.0013

1065

.0013

5213

.0013

9374

.0014

3529

.0014

7672

.0015

1833

.0015

6388

.0016

1080

.00Bi

-Wk

4862

.6550

21.65

5180

.5853

40.00

5499

.2056

57.94

5817

.3659

91.88

6171

.65Da

ily48

6.27

502.1

751

8.06

534.0

054

9.92

565.8

058

1.74

599.1

961

7.17

Hour

ly60

.7962

.7864

.7666

.7568

.7470

.7372

.7274

.977

.15

AR40

Annu

al13

2202

1364

4014

0686

014

4927

1491

7015

3412

1576

5716

2386

1672

58Bi

-Wk

5065

.2252

27.59

5390

.2755

52.76

5715

.3358

77.86

6040

.562

21.69

6408

.36Da

ily50

6.53

522.7

653

9.03

555.2

857

1.54

587.7

960

4.05

622.1

764

0.84

Hour

ly63

.3265

.3567

.3869

.4171

.4573

.4875

.5177

.7880

.11

P-5 A

R 40

-Hou

rs S

alary

Plan

July

1, 20

16 -

June

20, 2

019

Plan

Grad

ePe

riod

Step

1St

ep 2

Step

3St

ep 4

Step

5St

ep 6

Step

7St

ep 8

Step

9AR

11An

nual

39,79

2.00

$

40,99

7.00

$

42,21

5.00

$

43,42

6.00

$

44,67

9.00

$

45,95

1.00

$

47,23

0.00

$

48,64

5.00

$

50,10

5.00

$

Bi-W

k1,5

24.60

$

1,570

.77$

1,6

17.44

$

1,663

.84$

1,7

11.84

$

1,760

.58$

1,8

09.58

$

1,863

.80$

1,9

19.74

$

Daily

152.4

6$

157.0

8$

161.7

5$

166.3

9$

171.1

9$

176.0

6$

180.9

6$

186.3

8$

191.9

8$

Hour

ly19

.06$

19.64

$

20

.22$

20.80

$

21

.40$

22.01

$

22

.62$

23.30

$

24

.00$

AR12

Annu

al41

,081.0

0$

42

,351.0

0$

43

,601.0

0$

44

,916.0

0$

46

,233.0

0$

47

,564.0

0$

48

,883.0

0$

50

,348.0

0$

51

,859.0

0$

Bi

-Wk

1,573

.99$

1,6

22.65

$

1,670

.54$

1,7

20.92

$

1,771

.38$

1,8

22.38

$

1,872

.92$

1,9

29.05

$

1,986

.94$

Da

ily15

7.40

$

16

2.27

$

16

7.06

$

17

2.10

$

17

7.14

$

18

2.24

$

18

7.30

$

19

2.91

$

19

8.70

$

Ho

urly

19.68

$

20

.29$

20.89

$

21

.52$

22.15

$

22

.78$

23.42

$

24

.12$

24.84

$

AR13

Annu

al43

,398.0

0$

44

,999.0

0$

46

,610.0

0$

48

,224.0

0$

49

,844.0

0$

51

,451.0

0$

53

,077.0

0$

54

,670.0

0$

56

,311.0

0$

Bi

-Wk

1,662

.76$

1,7

24.10

$

1,785

.83$

1,8

47.67

$

1,909

.74$

1,9

71.31

$

2,033

.61$

2,0

94.64

$

2,157

.51$

Da

ily16

6.28

$

17

2.41

$

17

8.59

$

18

4.77

$

19

0.98

$

19

7.14

$

20

3.37

$

20

9.47

$

21

5.76

$

Ho

urly

20.79

$

21

.56$

22.33

$

23

.10$

23.88

$

24

.65$

25.43

$

26

.19$

26.97

$

AR14

Annu

al45

,427.0

0$

47

,099.0

0$

48

,763.0

0$

50

,432.0

0$

52

,096.0

0$

53

,764.0

0$

55

,433.0

0$

57

,096.0

0$

58

,809.0

0$

Bi

-Wk

1,740

.50$

1,8

04.56

$

1,868

.32$

1,9

32.27

$

1,996

.02$

2,0

59.93

$

2,123

.87$

2,1

87.59

$

2,253

.22$

Da

ily17

4.05

$

18

0.46

$

18

6.84

$

19

3.23

$

19

9.61

$

20

6.00

$

21

2.39

$

21

8.76

$

22

5.33

$

Ho

urly

21.76

$

22

.56$

23.36

$

24

.16$

24.96

$

25

.75$

26.55

$

27

.35$

28.17

$

AR15

Annu

al47

,604.0

0$

49

,325.0

0$

51

,038.0

0$

52

,760.0

0$

54

,472.0

0$

56

,200.0

0$

57

,917.0

0$

59

,655.0

0$

61

,445.0

0$

Bi

-Wk

1,823

.91$

1,8

89.85

$

1,955

.48$

2,0

21.46

$

2,087

.05$

2,1

53.26

$

2,219

.05$

2,2

85.64

$

2,354

.22$

Da

ily18

2.40

$

18

8.99

$

19

5.55

$

20

2.15

$

20

8.71

$

21

5.33

$

22

1.91

$

22

8.57

$

23

5.43

$

Ho

urly

22.80

$

23

.63$

24.45

$

25

.27$

26.09

$

26

.92$

27.74

$

28

.58$

29.43

$

P-5 A

R 40

-Hou

rs S

alary

Plan

Effe

ctive

06/21

/2019

Plan

Grad

ePe

riod

Step

1St

ep 2

Step

3St

ep 4

Step

5St

ep 6

Step

7St

ep 8

Step

9AR

16An

nual

49,92

4.00

$

51,69

4.00

$

53,46

1.00

$

55,23

5.00

$

57,00

0.00

$

58,76

9.00

$

60,53

4.00

$

62,35

1.00

$

64,22

2.00

$

Bi-W

k1,9

12.80

$

1,980

.62$

2,0

48.32

$

2,116

.29$

2,1

83.91

$

2,251

.69$

2,3

19.32

$

2,388

.93$

2,4

60.62

$

Daily

191.2

8$

198.0

7$

204.8

4$

211.6

3$

218.4

0$

225.1

7$

231.9

4$

238.9

0$

246.0

7$

Hour

ly23

.91$

24.76

$

25

.61$

26.46

$

27

.30$

28.15

$

29

.00$

29.87

$

30

.76$

AR17

Annu

al52

,396.0

0$

54

,217.0

0$

56

,036.0

0$

57

,853.0

0$

59

,673.0

0$

61

,494.0

0$

63

,316.0

0$

65

,213.0

0$

67

,170.0

0$

Bi

-Wk

2,007

.51$

2,0

77.28

$

2,146

.98$

2,2

16.60

$

2,286

.33$

2,3

56.10

$

2,425

.91$

2,4

98.59

$

2,573

.57$

Da

ily20

0.76

$

20

7.73

$

21

4.70

$

22

1.66

$

22

8.64

$

23

5.61

$

24

2.60

$

24

9.86

$

25

7.36

$

Ho

urly

25.10

$

25

.97$

26.84

$

27

.71$

28.58

$

29

.46$

30.33

$

31

.24$

32.17

$

AR18

Annu

al55

,041.0

0$

56

,906.0

0$

58

,769.0

0$

60

,637.0

0$

62

,496.0

0$

64

,363.0

0$

66

,227.0

0$

68

,214.0

0$

70

,261.0

0$

Bi

-Wk

2,108

.86$

2,1

80.31

$

2,251

.69$

2,3

23.26

$

2,394

.49$

2,4

66.02

$

2,537

.44$

2,6

13.57

$

2,692

.00$

Da

ily21

0.89

$

21

8.04

$

22

5.17

$

23

2.33

$

23

9.45

$

24

6.61

$

25

3.75

$

26

1.36

$

26

9.20

$

Ho

urly

26.37

$

27

.26$

28.15

$

29

.05$

29.94

$

30

.83$

31.72

$

32

.67$

33.65

$

AR19

Annu

al57

,750.0

0$

59

,673.0

0$

61

,594.0

0$

63

,517.0

0$

65

,428.0

0$

67

,346.0

0$

69

,266.0

0$

71

,344.0

0$

73

,484.0

0$

Bi

-Wk

2,212

.65$

2,2

86.33

$

2,359

.93$

2,4

33.61

$

2,506

.82$

2,5

80.31

$

2,653

.87$

2,7

33.49

$

2,815

.48$

Da

ily22

1.27

$

22

8.64

$

23

6.00

$

24

3.37

$

25

0.69

$

25

8.04

$

26

5.39

$

27

3.35

$

28

1.55

$

Ho

urly

27.66

$

28

.58$

29.50

$

30

.43$

31.34

$

32

.26$

33.18

$

34

.17$

35.20

$

AR20

Annu

al60

,693.0

0$

62

,655.0

0$

64

,626.0

0$

66

,588.0

0$

68

,544.0

0$

70

,515.0

0$

72

,476.0

0$

74

,650.0

0$

76

,890.0

0$

Bi

-Wk

2,325

.41$

2,4

00.58

$

2,476

.10$

2,5

51.27

$

2,626

.21$

2,7

01.73

$

2,776

.86$

2,8

60.16

$

2,945

.98$

Da

ily23

2.55

$

24

0.06

$

24

7.61

$

25

5.13

$

26

2.63

$

27

0.18

$

27

7.69

$

28

6.02

$

29

4.60

$

Ho

urly

29.07

$

30

.01$

30.96

$

31

.90$

32.83

$

33

.78$

34.72

$

35

.76$

36.83

$

P-5 A

R 40

-Hou

rs S

alary

Plan

Effe

ctive

06/21

/2019

Plan

Grad

ePe

riod

Step

1St

ep 2

Step

3St

ep 4

Step

5St

ep 6

Step

7St

ep 8

Step

9AR

21An

nual

63,68

4.00

$

65,71

2.00

$

67,72

9.00

$

69,74

2.00

$

71,76

5.00

$

73,78

3.00

$

75,80

5.00

$

78,08

1.00

$

80,42

4.00

$

Bi-W

k2,4

40.00

$

2,517

.71$

2,5

94.99

$

2,672

.11$

2,7

49.62

$

2,826

.94$

2,9

04.41

$

2,991

.61$

3,0

81.38

$

Daily

244.0

0$

251.7

8$

259.5

0$

267.2

2$

274.9

7$

282.7

0$

290.4

5$

299.1

7$

308.1

4$

Hour

ly30

.50$

31.48

$

32

.44$

33.41

$

34

.38$

35.34

$

36

.31$

37.40

$

38

.52$

AR22

Annu

al65

,428.0

0$

67

,827.0

0$

70

,225.0

0$

72

,622.0

0$

75

,018.0

0$

77

,415.0

0$

79

,809.0

0$

82

,204.0

0$

84

,671.0

0$

Bi

-Wk

2,506

.82$

2,5

98.74

$

2,690

.62$

2,7

82.46

$

2,874

.26$

2,9

66.10

$

3,057

.82$

3,1

49.58

$

3,244

.10$

Da

ily25

0.69

$

25

9.88

$

26

9.07

$

27

8.25

$

28

7.43

$

29

6.61

$

30

5.79

$

31

4.96

$

32

4.41

$

Ho

urly

31.34

$

32

.49$

33.64

$

34

.79$

35.93

$

37

.08$

38.23

$

39

.37$

40.56

$

AR23

Annu

al68

,531.0

0$

71

,032.0

0$

73

,512.0

0$

76

,015.0

0$

78

,512.0

0$

81

,011.0

0$

83

,509.0

0$

86

,012.0

0$

88

,593.0

0$

Bi

-Wk

2,625

.71$

2,7

21.54

$

2,816

.56$

2,9

12.46

$

3,008

.13$

3,1

03.87

$

3,199

.58$

3,2

95.48

$

3,394

.37$

Da

ily26

2.58

$

27

2.16

$

28

1.66

$

29

1.25

$

30

0.82

$

31

0.39

$

31

9.96

$

32

9.55

$

33

9.44

$

Ho

urly

32.83

$

34

.02$

35.21

$

36

.41$

37.61

$

38

.80$

40.00

$

41

.20$

42.43

$

AR24

Annu

al71

,822.0

0$

74

,425.0

0$

77

,029.0

0$

79

,633.0

0$

82

,236.0

0$

84

,837.0

0$

87

,442.0

0$

90

,064.0

0$

92

,767.0

0$

Bi

-Wk

2,751

.81$

2,8

51.54

$

2,951

.31$

3,0

51.08

$

3,150

.81$

3,2

50.46

$

3,350

.27$

3,4

50.73

$

3,554

.30$

Da

ily27

5.19

$

28

5.16

$

29

5.14

$

30

5.11

$

31

5.09

$

32

5.05

$

33

5.03

$

34

5.08

$

35

5.43

$

Ho

urly

34.40

$

35

.65$

36.90

$

38

.14$

39.39

$

40

.64$

41.88

$

43

.14$

44.43

$

AR25

Annu

al75

,334.0

0$

78

,037.0

0$

80

,722.0

0$

83

,424.0

0$

86

,131.0

0$

88

,827.0

0$

91

,523.0

0$

94

,268.0

0$

97

,097.0

0$

Bi

-Wk

2,886

.37$

2,9

89.93

$

3,092

.80$

3,1

96.33

$

3,300

.04$

3,4

03.34

$

3,506

.63$

3,6

11.81

$

3,720

.20$

Da

ily28

8.64

$

29

9.00

$

30

9.28

$

31

9.64

$

33

0.01

$

34

0.34

$

35

0.67

$

36

1.19

$

37

2.02

$

Ho

urly

36.08

$

37

.38$

38.66

$

39

.96$

41.26

$

42

.55$

43.84

$

45

.15$

46.51

$

P-5 A

R 40

-Hou

rs S

alary

Plan

Effe

ctive

06/21

/2019

Plan

Grad

ePe

riod

Step

1St

ep 2

Step

3St

ep 4

Step

5St

ep 6

Step

7St

ep 8

Step

9AR

26An

nual

79,04

7.00

$

81,87

9.00

$

84,64

5.00

$

87,44

2.00

$

90,24

1.00

$

93,03

4.00

$

95,82

7.00

$

98,70

1.00

$

101,6

62.00

$ Bi

-Wk

3,028

.63$

3,1

37.13

$

3,243

.11$

3,3

50.27

$

3,457

.51$

3,5

64.53

$

3,671

.54$

3,7

81.65

$

3,895

.10$

Da

ily30

2.87

$

31

3.72

$

32

4.32

$

33

5.03

$

34

5.76

$

35

6.46

$

36

7.16

$

37

8.17

$

38

9.51

$

Ho

urly

37.86

$

39

.22$

40.54

$

41

.88$

43.22

$

44

.56$

45.90

$

47

.28$

48.69

$

AR27

Annu

al82

,961.0

0$

85

,863.0

0$

88

,762.0

0$

91

,644.0

0$

94

,551.0

0$

97

,437.0

0$

10

0,341

.00$

103,3

52.00

$ 10

6,453

.00$

Bi-W

k3,1

78.59

$

3,289

.78$

3,4

00.85

$

3,511

.27$

3,6

22.65

$

3,733

.22$

3,8

44.49

$

3,959

.85$

4,0

78.66

$

Daily

317.8

6$

328.9

8$

340.0

9$

351.1

3$

362.2

7$

373.3

3$

384.4

5$

395.9

9$

407.8

7$

Hour

ly39

.74$

41.13

$

42

.52$

43.90

$

45

.29$

46.67

$

48

.06$

49.50

$

50

.99$

AR28

Annu

al87

,152.0

0$

90

,148.0

0$

93

,149.0

0$

96

,147.0

0$

99

,139.0

0$

10

2,133

.00$

105,1

26.00

$ 10

8,281

.00$

111,5

30.00

$ Bi

-Wk

3,339

.16$

3,4

53.95

$

3,568

.93$

3,6

83.80

$

3,798

.43$

3,9

13.15

$

4,027

.82$

4,1

48.70

$

4,273

.19$

Da

ily33

3.92

$

34

5.40

$

35

6.90

$

36

8.38

$

37

9.85

$

39

1.32

$

40

2.79

$

41

4.87

$

42

7.32

$

Ho

urly

41.74

$

43

.18$

44.62

$

46

.05$

47.49

$

48

.92$

50.35

$

51

.86$

53.42

$

AR29

Annu

al87

,987.0

0$

91

,292.0

0$

94

,598.0

0$

97

,895.0

0$

10

1,199

.00$

104,4

98.00

$ 10

7,800

.00$

111,0

35.00

$ 11

4,367

.00$

Bi-W

k3,3

71.15

$

3,497

.78$

3,6

24.45

$

3,750

.77$

3,8

77.36

$

4,003

.76$

4,1

30.27

$

4,254

.22$

4,3

81.88

$

Daily

337.1

2$

349.7

8$

362.4

5$

375.0

8$

387.7

4$

400.3

8$

413.0

3$

425.4

3$

438.1

9$

Hour

ly42

.14$

43.73

$

45

.31$

46.89

$

48

.47$

50.05

$

51

.63$

53.18

$

54

.78$

AR30

Annu

al91

,523.0

0$

94

,916.0

0$

98

,320.0

0$

10

1,711

.00$

105,1

10.00

$ 10

8,506

.00$

111,9

11.00

$ 11

5,271

.00$

118,7

29.00

$ Bi

-Wk

3,506

.63$

3,6

36.63

$

3,767

.05$

3,8

96.98

$

4,027

.21$

4,1

57.32

$

4,287

.78$

4,4

16.52

$

4,549

.01$

Da

ily35

0.67

$

36

3.67

$

37

6.71

$

38

9.70

$

40

2.73

$

41

5.74

$

42

8.78

$

44

1.66

$

45

4.91

$

Ho

urly

43.84

$

45

.46$

47.09

$

48

.72$

50.35

$

51

.97$

53.60

$

55

.21$

56.87

$

P-5 A

R 40

-Hou

rs S

alary

Plan

Effe

ctive

06/21

/2019

Plan

Grad

ePe

riod

Step

1St

ep 2

Step

3St

ep 4

Step

5St

ep 6

Step

7St

ep 8

Step

9AR

31An

nual

95,19

8.00

$

98,68

9.00

$

102,1

88.00

$ 10

5,687

.00$

109,1

89.00

$ 11

2,686

.00$

116,1

82.00

$ 11

9,667

.00$

123,2

58.00

$ Bi

-Wk

3,647

.44$

3,7

81.19

$

3,915

.25$

4,0

49.32

$

4,183

.49$

4,3

17.48

$

4,451

.42$

4,5

84.95

$

4,722

.53$

Da

ily36

4.75

$

37

8.12

$

39

1.53

$

40

4.94

$

41

8.35

$

43

1.75

$

44

5.15

$

45

8.50

$

47

2.26

$

Ho

urly

45.60

$

47

.27$

48.95

$

50

.62$

52.30

$

53

.97$

55.65

$

57

.32$

59.04

$

AR32

Annu

al99

,014.0

0$

10

2,603

.00$

106,1

93.00

$ 10

9,789

.00$

113,3

89.00

$ 11

6,974

.00$

120,5

86.00

$ 12

4,203

.00$

127,9

30.00

$ Bi

-Wk

3,793

.64$

3,9

31.15

$

4,068

.70$

4,2

06.48

$

4,344

.41$

4,4

81.77

$

4,620

.16$

4,7

58.74

$

4,901

.54$

Da

ily37

9.37

$

39

3.12

$

40

6.87

$

42

0.65

$

43

4.45

$

44

8.18

$

46

2.02

$

47

5.88

$

49

0.16

$

Ho

urly

47.43

$

49

.14$

50.86

$

52

.59$

54.31

$

56

.03$

57.76

$

59

.49$

61.27

$

AR33

Annu

al10

2,993

.00$

106,6

87.00

$ 11

0,381

.00$

114,0

78.00

$ 11

7,777

.00$

121,4

71.00

$ 12

5,173

.00$

128,9

29.00

$ 13

2,798

.00$

Bi-W

k3,9

46.10

$

4,087

.63$

4,2

29.16

$

4,370

.81$

4,5

12.53

$

4,654

.07$

4,7

95.91

$

4,939

.81$

5,0

88.05

$

Daily

394.6

1$

408.7

7$

422.9

2$

437.0

9$

451.2

6$

465.4

1$

479.6

0$

493.9

9$

508.8

1$

Hour

ly49

.33$

51.10

$

52

.87$

54.64

$

56

.41$

58.18

$

59

.95$

61.75

$

63

.61$

AR34

Annu

al10

7,236

.00$

111,0

33.00

$ 11

4,825

.00$

118,6

30.00

$ 12

2,418

.00$

126,2

16.00

$ 13

0,006

.00$

133,9

07.00

$ 13

7,925

.00$

Bi-W

k4,1

08.66

$

4,254

.14$

4,3

99.43

$

4,545

.22$

4,6

90.35

$

4,835

.87$

4,9

81.08

$

5,130

.54$

5,2

84.49

$

Daily

410.8

7$

425.4

2$

439.9

5$

454.5

3$

469.0

4$

483.5

9$

498.1

1$

513.0

6$

528.4

5$

Hour

ly51

.36$

53.18

$

55

.00$

56.82

$

58

.63$

60.45

$

62

.27$

64.14

$

66

.06$

AR35

Annu

al11

1,641

.00$

115,5

29.00

$ 11

9,429

.00$

123,3

22.00

$ 12

7,209

.00$

131,0

98.00

$ 13

4,995

.00$

139,0

44.00

$ 14

3,217

.00$

Bi-W

k4,2

77.44

$

4,426

.40$

4,5

75.83

$

4,724

.99$

4,8

73.91

$

5,022

.92$

5,1

72.23

$

5,327

.36$

5,4

87.25

$

Daily

427.7

5$

442.6

4$

457.5

9$

472.5

0$

487.4

0$

502.3

0$

517.2

3$

532.7

4$

548.7

3$

Hour

ly53

.47$

55.33

$

57

.20$

59.07

$

60

.93$

62.79

$

64

.66$

66.60

$

68

.60$

P-5 A

R 40

-Hou

rs S

alary

Plan

Effe

ctive

06/21

/2019

Plan

Grad

ePe

riod

Step

1St

ep 2

Step

3St

ep 4

Step

5St

ep 6

Step

7St

ep 8

Step

9AR

36An

nual

116,2

88.00

$ 12

0,271

.00$

124,2

71.00

$ 12

8,264

.00$

132,2

57.00

$ 13

6,251

.00$

140,2

39.00

$ 14

4,446

.00$

148,7

80.00

$ Bi

-Wk

4,455

.48$

4,6

08.09

$

4,761

.35$

4,9

14.33

$

5,067

.32$

5,2

20.35

$

5,373

.15$

5,5

34.33

$

5,700

.39$

Da

ily44

5.55

$

46

0.81

$

47

6.14

$

49

1.44

$

50

6.74

$

52

2.04

$

53

7.32

$

55

3.44

$

57

0.04

$

Ho

urly

55.70

$

57

.61$

59.52

$

61

.43$

63.35

$

65

.26$

67.17

$

69

.18$

71.26

$

AR37

Annu

al12

1,112

.00$

125,2

05.00

$ 12

9,318

.00$

133,4

18.00

$ 13

7,518

.00$

141,6

20.00

$ 14

5,722

.00$

150,0

93.00

$ 15

4,596

.00$

Bi-W

k4,6

40.31

$

4,797

.13$

4,9

54.72

$

5,111

.81$

5,2

68.89

$

5,426

.06$

5,5

83.22

$

5,750

.69$

5,9

23.22

$

Daily

464.0

4$

479.7

2$

495.4

8$

511.1

9$

526.8

9$

542.6

1$

558.3

3$

575.0

7$

592.3

3$

Hour

ly58

.01$

59.97

$

61

.94$

63.90

$

65

.87$

67.83

$

69

.80$

71.89

$

74

.05$

AR38

Annu

al12

6,112

.00$

130,3

04.00

$ 13

4,509

.00$

138,7

06.00

$ 14

2,903

.00$

147,0

99.00

$ 15

1,297

.00$

155,8

35.00

$ 16

0,510

.00$

Bi-W

k4,8

31.88

$

4,992

.50$

5,1

53.61

$

5,314

.41$

5,4

75.22

$

5,635

.98$

5,7

96.82

$

5,970

.69$

6,1

49.81

$

Daily

483.1

9$

499.2

5$

515.3

7$

531.4

5$

547.5

3$

563.6

0$

579.6

9$

597.0

7$

614.9

9$

Hour

ly60

.40$

62.41

$

64

.43$

66.44

$

68

.45$

70.45

$

72

.47$

74.64

$

76

.88$

AR39

Annu

al13

1,358

.00$

135,6

53.00

$ 13

9,946

.00$

144,2

53.00

$ 14

8,553

.00$

152,8

41.00

$ 15

7,148

.00$

161,8

62.00

$ 16

6,718

.00$

Bi-W

k5,0

32.88

$

5,197

.44$

5,3

61.92

$

5,526

.94$

5,6

91.69

$

5,855

.98$

6,0

21.00

$

6,201

.61$

6,3

87.67

$

Daily

503.2

9$

519.7

5$

536.2

0$

552.7

0$

569.1

7$

585.6

0$

602.1

0$

620.1

7$

638.7

7$

Hour

ly62

.92$

64.97

$

67

.03$

69.09

$

71

.15$

73.20

$

75

.27$

77.53

$

79

.85$

AR40

Annu

al13

6,830

.00$

141,2

16.00

$ 14

5,611

.00$

150,0

00.00

$ 15

4,391

.00$

158,7

82.00

$ 16

3,175

.00$

168,0

70.00

$ 17

3,113

.00$

Bi-W

k5,2

42.53

$

5,410

.58$

5,5

78.97

$

5,747

.13$

5,9

15.37

$

6,083

.61$

6,2

51.92

$

6,439

.47$

6,6

32.69

$

Daily

524.2

6$

541.0

6$

557.9

0$

574.7

2$

591.5

4$

608.3

7$

625.2

0$

643.9

5$

663.2

7$

Hour

ly65

.54$

67.64

$

69

.74$

71.84

$

73

.95$

76.05

$

78

.15$

80.50

$

82

.91$

P-5 A

R 40

-Hou

rs S

alary

Plan

Effe

ctive

06/21

/2019

Plan

Grad

ePe

riod

Step

1St

ep 2

Step

3St

ep 4

Step

5St

ep 6

Step

7St

ep 8

Step

9AR

11An

nual

41,18

5.00

$

42,43

2.00

$

43,69

3.00

$

44,94

6.00

$

46,24

3.00

$

47,56

0.00

$

48,88

4.00

$

50,34

8.00

$

51,85

9.00

$

Bi-W

k1,5

77.97

$

1,625

.75$

1,6

74.07

$

1,722

.07$

1,7

71.77

$

1,822

.23$

1,8

72.96

$

1,929

.05$

1,9

86.94

$

Daily

157.8

0$

162.5

8$

167.4

1$

172.2

1$

177.1

8$

182.2

3$

187.3

0$

192.9

1$

198.7

0$

Hour

ly19

.73$

20.33

$

20

.93$

21.53

$

22

.15$

22.78

$

23

.42$

24.12

$

24

.84$

AR12

Annu

al42

,519.0

0$

43

,834.0

0$

45

,128.0

0$

46

,489.0

0$

47

,852.0

0$

49

,229.0

0$

50

,594.0

0$

52

,111.0

0$

53

,675.0

0$

Bi

-Wk

1,629

.09$

1,6

79.47

$

1,729

.05$

1,7

81.19

$

1,833

.41$

1,8

86.17

$

1,938

.47$

1,9

96.60

$

2,056

.52$

Da

ily16

2.91

$

16

7.95

$

17

2.91

$

17

8.12

$

18

3.35

$

18

8.62

$

19

3.85

$

19

9.66

$

20

5.66

$

Ho

urly

20.37

$

21

.00$

21.62

$

22

.27$

22.92

$

23

.58$

24.24

$

24

.96$

25.71

$

AR13

Annu

al44

,917.0

0$

46

,574.0

0$

48

,242.0

0$

49

,912.0

0$

51

,589.0

0$

53

,252.0

0$

54

,935.0

0$

56

,584.0

0$

58

,282.0

0$

Bi

-Wk

1,720

.96$

1,7

84.45

$

1,848

.36$

1,9

12.34

$

1,976

.60$

2,0

40.31

$

2,104

.79$

2,1

67.97

$

2,233

.03$

Da

ily17

2.10

$

17

8.45

$

18

4.84

$

19

1.24

$

19

7.66

$

20

4.04

$

21

0.48

$

21

6.80

$

22

3.31

$

Ho

urly

21.52

$

22

.31$

23.11

$

23

.91$

24.71

$

25

.51$

26.31

$

27

.10$

27.92

$

AR14

Annu

al47

,017.0

0$

48

,748.0

0$

50

,470.0

0$

52

,198.0

0$

53

,920.0

0$

55

,646.0

0$

57

,374.0

0$

59

,095.0

0$

60

,868.0

0$

Bi

-Wk

1,801

.42$

1,8

67.74

$

1,933

.72$

1,9

99.93

$

2,065

.91$

2,1

32.04

$

2,198

.24$

2,2

64.18

$

2,332

.11$

Da

ily18

0.15

$

18

6.78

$

19

3.38

$

20

0.00

$

20

6.60

$

21

3.21

$

21

9.83

$

22

6.42

$

23

3.22

$

Ho

urly

22.52

$

23

.35$

24.18

$

25

.00$

25.83

$

26

.66$

27.48

$

28

.31$

29.16

$

AR15

Annu

al49

,271.0

0$

51

,052.0

0$

52

,825.0

0$

54

,607.0

0$

56

,379.0

0$

58

,167.0

0$

59

,945.0

0$

61

,743.0

0$

63

,596.0

0$

Bi

-Wk

1,887

.78$

1,9

56.02

$

2,023

.95$

2,0

92.23

$

2,160

.12$

2,2

28.63

$

2,296

.75$

2,3

65.64

$

2,436

.63$

Da

ily18

8.78

$

19

5.61

$

20

2.40

$

20

9.23

$

21

6.02

$

22

2.87

$

22

9.68

$

23

6.57

$

24

3.67

$

Ho

urly

23.60

$

24

.46$

25.30

$

26

.16$

27.01

$

27

.86$

28.71

$

29

.58$

30.46

$

P-5 A

R 40

-Hou

rs S

alary

Plan

Effe

ctive

06/19

/2020

Plan

Grad

ePe

riod

Step

1St

ep 2

Step

3St

ep 4

Step

5St

ep 6

Step

7St

ep 8

Step

9AR

16An

nual

51,67

2.00

$

53,50

4.00

$

55,33

3.00

$

57,16

9.00

$

58,99

5.00

$

60,82

6.00

$

62,65

3.00

$

64,53

4.00

$

66,47

0.00

$

Bi-W

k1,9

79.78

$

2,049

.97$

2,1

20.04

$

2,190

.39$

2,2

60.35

$

2,330

.50$

2,4

00.50

$

2,472

.57$

2,5

46.75

$

Daily

197.9

8$

205.0

0$

212.0

1$

219.0

4$

226.0

4$

233.0

5$

240.0

5$

247.2

6$

254.6

8$

Hour

ly24

.75$

25.63

$

26

.51$

27.38

$

28

.26$

29.14

$

30

.01$

30.91

$

31

.84$

AR17

Annu

al54

,230.0

0$

56

,115.0

0$

57

,998.0

0$

59

,878.0

0$

61

,762.0

0$

63

,647.0

0$

65

,533.0

0$

67

,496.0

0$

69

,521.0

0$

Bi

-Wk

2,077

.78$

2,1

50.00

$

2,222

.15$

2,2

94.18

$

2,366

.37$

2,4

38.59

$

2,510

.85$

2,5

86.06

$

2,663

.64$

Da

ily20

7.78

$

21

5.00

$

22

2.22

$

22

9.42

$

23

6.64

$

24

3.86

$

25

1.09

$

25

8.61

$

26

6.37

$

Ho

urly

25.98

$

26

.88$

27.78

$

28

.68$

29.58

$

30

.49$

31.39

$

32

.33$

33.30

$

AR18

Annu

al56

,968.0

0$

58

,898.0

0$

60

,826.0

0$

62

,760.0

0$

64

,684.0

0$

66

,616.0

0$

68

,545.0

0$

70

,602.0

0$

72

,721.0

0$

Bi

-Wk

2,182

.69$

2,2

56.63

$

2,330

.50$

2,4

04.60

$

2,478

.32$

2,5

52.34

$

2,626

.25$

2,7

05.06

$

2,786

.25$

Da

ily21

8.27

$

22

5.67

$

23

3.05

$

24

0.46

$

24

7.84

$

25

5.24

$

26

2.63

$

27

0.51

$

27

8.63

$

Ho

urly

27.29

$

28

.21$

29.14

$

30

.06$

30.98

$

31

.91$

32.83

$

33

.82$

34.83

$

AR19

Annu

al59

,772.0

0$

61

,762.0

0$

63

,750.0

0$

65

,741.0

0$

67

,718.0

0$

69

,704.0

0$

71

,691.0

0$

73

,842.0

0$

76

,056.0

0$

Bi

-Wk

2,290

.12$

2,3

66.37

$

2,442

.53$

2,5

18.82

$

2,594

.56$

2,6

70.66

$

2,746

.79$

2,8

29.20

$

2,914

.03$

Da

ily22

9.02

$

23

6.64

$

24

4.26

$

25

1.89

$

25

9.46

$

26

7.07

$

27

4.68

$

28

2.92

$

29

1.41

$

Ho

urly

28.63

$

29

.58$

30.54

$

31

.49$

32.44

$

33

.39$

34.34

$

35

.37$

36.43

$

AR20

Annu

al62

,818.0

0$

64

,848.0

0$

66

,888.0

0$

68

,919.0

0$

70

,944.0

0$

72

,984.0

0$

75

,013.0

0$

77

,263.0

0$

79

,582.0

0$

Bi

-Wk

2,406

.82$

2,4

84.60

$

2,562

.76$

2,6

40.58

$

2,718

.17$

2,7

96.33

$

2,874

.07$

2,9

60.27

$

3,049

.12$

Da

ily24

0.69

$

24

8.46

$

25

6.28

$

26

4.06

$

27

1.82

$

27

9.64

$

28

7.41

$

29

6.03

$

30

4.92

$

Ho

urly

30.09

$

31

.06$

32.04

$

33

.01$

33.98

$

34

.96$

35.93

$

37

.01$

38.12

$

P-5 A

R 40

-Hou

rs S

alary

Plan

Effe

ctive

06/19

/2020

Plan

Grad

ePe

riod

Step

1St

ep 2

Step

3St

ep 4

Step

5St

ep 6

Step

7St

ep 8

Step

9AR

21An

nual

65,91

3.00

$

68,01

2.00

$

70,10

0.00

$

72,18

3.00

$

74,27

7.00

$

76,36

6.00

$

78,45

9.00

$

80,81

4.00

$

83,23

9.00

$

Bi-W

k2,5

25.41

$

2,605

.83$

2,6

85.83

$

2,765

.64$

2,8

45.87

$

2,925

.91$

3,0

06.10

$

3,096

.33$

3,1

89.24

$

Daily

252.5

5$

260.5

9$

268.5

9$

276.5

7$

284.5

9$

292.6

0$

300.6

1$

309.6

4$

318.9

3$

Hour

ly31

.57$

32.58

$

33

.58$

34.58

$

35

.58$

36.58

$

37

.58$

38.71

$

39

.87$

AR22

Annu

al67

,718.0

0$

70

,201.0

0$

72

,683.0

0$

75

,164.0

0$

77

,644.0

0$

80

,125.0

0$

82

,603.0

0$

85

,082.0

0$

87

,635.0

0$

Bi

-Wk

2,594

.56$

2,6

89.70

$

2,784

.79$

2,8

79.85

$

2,974

.87$

3,0

69.93

$

3,164

.87$

3,2

59.85

$

3,357

.67$

Da

ily25

9.46

$

26

8.97

$

27

8.48

$

28

7.99

$

29

7.49

$

30

7.00

$

31

6.49

$

32

5.99

$

33

5.77

$

Ho

urly

32.44

$

33

.63$

34.81

$

36

.00$

37.19

$

38

.38$

39.57

$

40

.75$

41.98

$

AR23

Annu

al70

,930.0

0$

73

,519.0

0$

76

,085.0

0$

78

,676.0

0$

81

,260.0

0$

83

,847.0

0$

86

,432.0

0$

89

,023.0

0$

91

,694.0

0$

Bi

-Wk

2,717

.63$

2,8

16.82

$

2,915

.14$

3,0

14.41

$

3,113

.41$

3,2

12.53

$

3,311

.58$

3,4

10.85

$

3,513

.19$

Da

ily27

1.77

$

28

1.69

$

29

1.52

$

30

1.45

$

31

1.35

$

32

1.26

$

33

1.16

$

34

1.09

$

35

1.32

$

Ho

urly

33.98

$

35

.22$

36.44

$

37

.69$

38.92

$

40

.16$

41.40

$

42

.64$

43.92

$

AR24

Annu

al74

,336.0

0$

77

,030.0

0$

79

,726.0

0$

82

,421.0

0$

85

,115.0

0$

87

,807.0

0$

90

,503.0

0$

93

,217.0

0$

96

,014.0

0$

Bi

-Wk

2,848

.13$

2,9

51.35

$

3,054

.64$

3,1

57.90

$

3,261

.12$

3,3

64.26

$

3,467

.55$

3,5

71.54

$

3,678

.70$

Da

ily28

4.82

$

29

5.14

$

30

5.47

$

31

5.79

$

32

6.12

$

33

6.43

$

34

6.76

$

35

7.16

$

36

7.87

$

Ho

urly

35.61

$

36

.90$

38.19

$

39

.48$

40.77

$

42

.06$

43.35

$

44

.65$

45.99

$

AR25

Annu

al77

,971.0

0$

80

,769.0

0$

83

,548.0

0$

86

,344.0

0$

89

,146.0

0$

91

,936.0

0$

94

,727.0

0$

97

,568.0

0$

10

0,496

.00$

Bi-W

k2,9

87.40

$

3,094

.60$

3,2

01.08

$

3,308

.20$

3,4

15.56

$

3,522

.46$

3,6

29.39

$

3,738

.24$

3,8

50.43

$

Daily

298.7

4$

309.4

6$

320.1

1$

330.8

2$

341.5

6$

352.2

5$

362.9

4$

373.8

3$

385.0

5$

Hour

ly37

.35$

38.69

$

40

.02$

41.36

$

42

.70$

44.04

$

45

.37$

46.73

$

48

.14$

P-5 A

R 40

-Hou

rs S

alary

Plan

Effe

ctive

06/19

/2020

Plan

Grad

ePe

riod

Step

1St

ep 2

Step

3St

ep 4

Step

5St

ep 6

Step

7St

ep 8

Step

9AR

26An

nual

81,81

4.00

$

84,74

5.00

$

87,60

8.00

$

90,50

3.00

$

93,40

0.00

$

96,29

1.00

$

99,18

1.00

$

102,1

56.00

$ 10

5,221

.00$

Bi-W

k3,1

34.64

$

3,246

.94$

3,3

56.63

$

3,467

.55$

3,5

78.55

$

3,689

.32$

3,8

00.04

$

3,914

.03$

4,0

31.46

$

Daily

313.4

7$

324.7

0$

335.6

7$

346.7

6$

357.8

6$

368.9

4$

380.0

1$

391.4

1$

403.1

5$

Hour

ly39

.19$

40.59

$

41

.96$

43.35

$

44

.74$

46.12

$

47

.51$

48.93

$

50

.40$

AR27

Annu

al85

,865.0

0$

88

,869.0

0$

91

,869.0

0$

94

,852.0

0$

97

,861.0

0$

10

0,848

.00$

103,8

53.00

$ 10

6,970

.00$

110,1

79.00

$ Bi

-Wk

3,289

.85$

3,4

04.95

$

3,519

.89$

3,6

34.18

$

3,749

.47$

3,8

63.91

$

3,979

.05$

4,0

98.47

$

4,221

.42$

Da

ily32

8.99

$

34

0.50

$

35

1.99

$

36

3.42

$

37

4.95

$

38

6.40

$

39

7.91

$

40

9.85

$

42

2.15

$

Ho

urly

41.13

$

42

.57$

44.00

$

45

.43$

46.87

$

48

.30$

49.74

$

51

.24$

52.77

$

AR28

Annu

al90

,203.0

0$

93

,304.0

0$

96

,410.0

0$

99

,513.0

0$

10

2,609

.00$

105,7

08.00

$ 10

8,806

.00$

112,0

71.00

$ 11

5,434

.00$

Bi-W

k3,4

56.06

$

3,574

.87$

3,6

93.87

$

3,812

.76$

3,9

31.38

$

4,050

.12$

4,1

68.82

$

4,293

.91$

4,4

22.76

$

Daily

345.6

1$

357.4

9$

369.3

9$

381.2

8$

393.1

4$

405.0

2$

416.8

9$

429.4

0$

442.2

8$

Hour

ly43

.21$

44.69

$

46

.18$

47.66

$

49

.15$

50.63

$

52

.12$

53.68

$

55

.29$

AR29

Annu

al91

,067.0

0$

94

,488.0

0$

97

,909.0

0$

10

1,322

.00$

104,7

41.00

$ 10

8,156

.00$

111,5

73.00

$ 11

4,922

.00$

118,3

70.00

$ Bi

-Wk

3,489

.16$

3,6

20.23

$

3,751

.31$

3,8

82.07

$

4,013

.07$

4,1

43.91

$

4,274

.83$

4,4

03.15

$

4,535

.25$

Da

ily34

8.92

$

36

2.03

$

37

5.14

$

38

8.21

$

40

1.31

$

41

4.40

$

42

7.49

$

44

0.32

$

45

3.53

$

Ho

urly

43.62

$

45

.26$

46.90

$

48

.53$

50.17

$

51

.80$

53.44

$

55

.04$

56.70

$

AR30

Annu

al94

,727.0

0$

98

,239.0

0$

10

1,762

.00$

105,2

71.00

$ 10

8,789

.00$

112,3

04.00

$ 11

5,828

.00$

119,3

06.00

$ 12

2,885

.00$

Bi-W

k3,6

29.39

$

3,763

.95$

3,8

98.93

$

4,033

.38$

4,1

68.17

$

4,302

.84$

4,4

37.86

$

4,571

.12$

4,7

08.24

$

Daily

362.9

4$

376.4

0$

389.9

0$

403.3

4$

416.8

2$

430.2

9$

443.7

9$

457.1

2$

470.8

3$

Hour

ly45

.37$

47.05

$

48

.74$

50.42

$

52

.11$

53.79

$

55

.48$

57.14

$

58

.86$

P-5 A

R 40

-Hou

rs S

alary

Plan

Effe

ctive

06/19

/2020

Plan

Grad

ePe

riod

Step

1St

ep 2

Step

3St

ep 4

Step

5St

ep 6

Step

7St

ep 8

Step

9AR

31An

nual

98,53

0.00

$

102,1

44.00

$ 10

5,765

.00$

109,3

87.00

$ 11

3,011

.00$

116,6

31.00

$ 12

0,249

.00$

123,8

56.00

$ 12

7,573

.00$

Bi-W

k3,7

75.10

$

3,913

.57$

4,0

52.30

$

4,191

.08$

4,3

29.93

$

4,468

.63$

4,6

07.25

$

4,745

.45$

4,8

87.86

$

Daily

377.5

1$

391.3

6$

405.2

3$

419.1

1$

433.0

0$

446.8

7$

460.7

3$

474.5

5$

488.7

9$

Hour

ly47

.19$

48.92

$

50

.66$

52.39

$

54

.13$

55.86

$

57

.60$

59.32

$

61

.10$

AR32

Annu

al10

2,480

.00$

106,1

95.00

$ 10

9,910

.00$

113,6

32.00

$ 11

7,358

.00$

121,0

69.00

$ 12

4,807

.00$

128,5

51.00

$ 13

2,408

.00$

Bi-W

k3,9

26.44

$

4,068

.78$

4,2

11.12

$

4,353

.72$

4,4

96.48

$

4,638

.66$

4,7

81.88

$

4,925

.33$

5,0

73.11

$

Daily

392.6

5$

406.8

8$

421.1

2$

435.3

8$

449.6

5$

463.8

7$

478.1

9$

492.5

4$

507.3

2$

Hour

ly49

.09$

50.86

$

52

.64$

54.43

$

56

.21$

57.99

$

59

.78$

61.57

$

63

.42$

AR33

Annu

al10

6,598

.00$

110,4

22.00

$ 11

4,245

.00$

118,0

71.00

$ 12

1,900

.00$

125,7

23.00

$ 12

9,555

.00$

133,4

42.00

$ 13

7,446

.00$

Bi-W

k4,0

84.22

$

4,230

.73$

4,3

77.21

$

4,523

.80$

4,6

70.50

$

4,816

.98$

4,9

63.80

$

5,112

.73$

5,2

66.14

$

Daily

408.4

3$

423.0

8$

437.7

3$

452.3

8$

467.0

5$

481.7

0$

496.3

8$

511.2

8$

526.6

2$

Hour

ly51

.06$

52.89

$

54

.72$

56.55

$

58

.39$

60.22

$

62

.05$

63.91

$

65

.83$

AR34

Annu

al11

0,990

.00$

114,9

20.00

$ 11

8,844

.00$

122,7

83.00

$ 12

6,703

.00$

130,6

34.00

$ 13

4,557

.00$

138,5

94.00

$ 14

2,753

.00$

Bi-W

k4,2

52.50

$

4,403

.07$

4,5

53.41

$

4,704

.33$

4,8

54.53

$

5,005

.14$

5,1

55.45

$

5,310

.12$

5,4

69.47

$

Daily

425.2

5$

440.3

1$

455.3

5$

470.4

4$

485.4

6$

500.5

2$

515.5

5$

531.0

2$

546.9

5$

Hour

ly53

.16$

55.04

$

56

.92$

58.81

$

60

.69$

62.57

$

64

.45$

66.38

$

68

.37$

AR35

Annu

al11

5,549

.00$

119,5

73.00

$ 12

3,610

.00$

127,6

39.00

$ 13

1,662

.00$

135,6

87.00

$ 13

9,720

.00$

143,9

11.00

$ 14

8,230

.00$

Bi-W

k4,4

27.17

$

4,581

.35$

4,7

36.02

$

4,890

.39$

5,0

44.53

$

5,198

.74$

5,3

53.26

$

5,513

.84$

5,6

79.32

$

Daily

442.7

2$

458.1

4$

473.6

1$

489.0

4$

504.4

6$

519.8

8$

535.3

3$

551.3

9$

567.9

4$

Hour

ly55

.34$

57.27

$

59

.21$

61.13

$

63

.06$

64.99

$

66

.92$

68.93

$

71

.00$

P-5 A

R 40

-Hou

rs S

alary

Plan

Effe

ctive

06/19

/2020

Plan

Grad

ePe

riod

Step

1St

ep 2

Step

3St

ep 4

Step

5St

ep 6

Step

7St

ep 8

Step

9AR

36An

nual

120,3

59.00

$ 12

4,481

.00$

128,6

21.00

$ 13

2,754

.00$

136,8

86.00

$ 14

1,020

.00$

145,1

48.00

$ 14

9,502

.00$

153,9

88.00

$ Bi

-Wk

4,611

.46$

4,7

69.39

$

4,928

.01$

5,0

86.37

$

5,244

.68$

5,4

03.07

$

5,561

.23$

5,7

28.05

$

5,899

.93$

Da

ily46

1.15

$

47

6.94

$

49

2.81

$

50

8.64

$

52

4.47

$

54

0.31

$

55

6.13

$

57

2.81

$

59

0.00

$

Ho

urly

57.65

$

59

.62$

61.61

$

63

.58$

65.56

$

67

.54$

69.52

$

71

.61$

73.75

$

AR37

Annu

al12

5,351

.00$

129,5

88.00

$ 13

3,845

.00$

138,0

88.00

$ 14

2,332

.00$

146,5

77.00

$ 15

0,823

.00$

155,3

47.00

$ 16

0,007

.00$

Bi-W

k4,8

02.73

$

4,965

.06$

5,1

28.17

$

5,290

.73$

5,4

53.34

$

5,615

.98$

5,7

78.66

$

5,952

.00$

6,1

30.54

$

Daily

480.2

8$

496.5

1$

512.8

2$

529.0

8$

545.3

4$

561.6

0$

577.8

7$

595.2

0$

613.0

6$

Hour

ly60

.04$

62.07

$

64

.11$

66.14

$

68

.17$

70.20

$

72

.24$

74.40

$

76

.64$

AR38

Annu

al13

0,526

.00$

134,8

65.00

$ 13

9,217

.00$

143,5

61.00

$ 14

7,905

.00$

152,2

48.00

$ 15

6,593

.00$

161,2

90.00

$ 16

6,128

.00$

Bi-W

k5,0

01.00

$

5,167

.25$

5,3

33.99

$

5,500

.43$

5,6

66.86

$

5,833

.26$

5,9

99.74

$

6,179

.70$

6,3

65.06

$

Daily

500.1

0$

516.7

3$

533.4

0$

550.0

5$

566.6

9$

583.3

3$

599.9

8$

617.9

7$

636.5

1$

Hour

ly62

.52$

64.60

$

66

.68$

68.76

$

70

.84$

72.92

$

75

.00$

77.25

$

79

.57$

AR39

Annu

al13

5,956

.00$

140,4

01.00

$ 14

4,845

.00$

149,3

02.00

$ 15

3,753

.00$

158,1

91.00

$ 16

2,649

.00$

167,5

28.00

$ 17

2,554

.00$

Bi-W

k5,2

09.05

$

5,379

.35$

5,5

49.62

$

5,720

.39$

5,8

90.92

$

6,060

.96$

6,2

31.77

$

6,418

.70$

6,6

11.27

$

Daily

520.9

1$

537.9

4$

554.9

7$

572.0

4$

589.1

0$

606.1

0$

623.1

8$

641.8

7$

661.1

3$

Hour

ly65

.12$

67.25

$

69

.38$

71.51

$

73

.64$

75.77

$

77

.90$

80.24

$

82

.65$

AR40

Annu

al14

1,620

.00$

146,1

59.00

$ 15

0,708

.00$

155,2

50.00

$ 15

9,795

.00$

164,3

40.00

$ 16

8,887

.00$

173,9

53.00

$ 17

9,172

.00$

Bi-W

k5,4

26.06

$

5,599

.97$

5,7

74.26

$

5,948

.28$

6,1

22.42

$

6,296

.56$

6,4

70.77

$

6,664

.87$

6,8

64.83

$

Daily

542.6

1$

560.0

0$

577.4

3$

594.8

3$

612.2

5$

629.6

6$

647.0

8$

666.4

9$

686.4

9$

Hour

ly67

.83$

70.00

$

72

.18$

74.36

$

76

.54$

78.71

$

80

.89$

83.32

$

85

.82$

P-5 A

R 40

-Hou

rs S

alary

Plan

Effe

ctive

06/19

/2020

Salary Grade

Lump Sum (2.5%)

Salary Grade

Lump Sum (2.5%)

Salary Grade

Lump Sum (2.5%)

11 $1,211 11 $1,253 11 $1,29712 $1,253 12 $1,297 12 $1,34213 $1,360 13 $1,408 13 $1,45814 $1,421 14 $1,471 14 $1,52215 $1,485 15 $1,537 15 $1,59016 $1,551 16 $1,606 16 $1,66217 $1,623 17 $1,680 17 $1,73918 $1,698 18 $1,757 18 $1,81919 $1,775 19 $1,838 19 $1,90220 $1,857 20 $1,923 20 $1,99021 $1,943 21 $2,011 21 $2,08122 $2,045 22 $2,117 22 $2,19123 $2,140 23 $2,215 23 $2,29324 $2,241 24 $2,320 24 $2,40125 $2,345 25 $2,428 25 $2,51326 $2,456 26 $2,542 26 $2,63127 $2,571 27 $2,662 27 $2,75528 $2,694 28 $2,789 28 $2,88629 $2,763 29 $2,860 29 $2,96030 $2,868 30 $2,969 30 $3,07331 $2,977 31 $3,082 31 $3,19032 $3,081 32 $3,199 32 $3,31133 $3,208 33 $3,320 33 $3,43734 $3,332 34 $3,449 34 $3,56935 $3,460 35 $3,581 35 $3,70636 $3,594 36 $3,720 36 $3,85037 $3,734 37 $3,865 37 $4,001

6/22/2018

*Lump sum payments will be made when the Annual Increment (AI) would have applied and are based on Step 9 of the pay plan in effect on the effective date of the AI. Only employees who are at maximum prior to when their increment would have been applied are eligible. Employees receiving an annual increment to go to maximum on their anniversary date are not eligible that contract year.

6/21/2019 6/19/2020

Administrative and Residual (P-5)Lump Sum Payment at Maximum*

Salary 10 Years 15 Years 20 Years 25 Years1-11 $75.00 $150.00 $225.00 $300.0012 $75.25 $150.50 $225.75 $301.0013 $92.00 $184.00 $276.00 $368.0014 $94.75 $189.50 $284.25 $379.0015 $97.50 $195.00 $292.50 $390.0016 $100.50 $201.00 $301.50 $402.0017 $103.25 $206.50 $309.75 $413.0018 $106.00 $212.00 $318.00 $424.0019 $109.00 $218.00 $327.00 $436.0020 $111.75 $223.50 $335.25 $447.0021 $114.75 $229.50 $344.25 $459.0022 $136.25 $272.50 $408.75 $545.0023 $142.00 $284.00 $426.00 $568.0024 $147.75 $295.50 $443.25 $591.0025 $153.25 $306.50 $459.75 $613.0026 $159.00 $318.00 $477.00 $636.0027 $164.50 $329.00 $493.50 $658.0028 $170.25 $340.50 $510.75 $681.0029 $187.50 $375.00 $562.50 $750.0030 $193.00 $386.00 $579.00 $772.0031 $198.75 $397.50 $596.25 $795.0032 $204.25 $408.50 $612.75 $817.0033 $210.00 $420.00 $630.00 $840.0034 $215.75 $431.50 $647.25 $863.0035 $221.25 $442.50 $663.75 $885.0036 $227.00 $454.00 $681.00 $908.0037 $233.00 $466.00 $699.00 $932.0038 $238.50 $477.00 $715.50 $954.0039 $244.25 $488.50 $732.75 $977.0040 $249.50 $499.00 $748.50 $998.00

Longevity - Semi-Annual Payment

Administrative and Residual Unit[P-5] Contract Index

Provision Reference page(s)Access to Information Article 8, Sec. 6 9

Access to Premises Article 8, Sec. 3 8

AccrualsLayoff Article 19, Sec. 6 46Recording Article 38, Sec. 12 84Resignation Article 19, Sec. 7 46Sick Leave Article 19, Sec. 1 45

Vacation Article 18, Sec. 1 43

Alternative WorkSchedules (Flextime) Article 16A 38

Annual Increments Article 24, Sec. 2 54

Arbitration Article 15, Sec. 6, 9,10 27, 28-31 Class Reevaluations Article 27, Sec. 4 67

CHRO Complaints Article 15, Sec. 10(a)(2) 31Expedited Article 15, Sec. 9 30Hazardous Duty Article 38, Sec. 7 83Health Program Article 22, Sec. 3 52Lateness Article 16, Sec. 6 36-37Out of Title Article 29, Sec. 3(b)(3) 71Temporary Service Article 28, Sec. 2(d) 69

Attorney Classification Memorandum ofUnderstanding IX 95-101

Auto Usage Fee Article 25, Sec. 5(b) 61

Bilingual Stipend Article 24, Sec. 15 59

Breaks Article 16, Sec. 4 34

Bulletin Boards Article 8, Sec. 5 9

Bumping Rights Article 13, Secs. 3-6 20-23 Memorandum of

Understanding XI 103


Provision Reference page(s)Business RelatedExpenses Article 25, Sec. 16 65

Callback Pay Article 16, Sec. 5(c) 34

CCT’sAppeal Rights Article 9, Sec. 6 14-15

Working Test Period Article 9, Secs. 2-3 and 5 14-15

Lateral Displacement MOU XI 103

Civil Leave Article 38, Sec. 5(a) 82

Class Re-Evaluation Article 27 67-68

Comparability List Article 13, Sect. 4(b) 22

Compensation Article 24 53-60 Memorandum of

Understanding IV 90

Compensatory Time Article 16, Sec. 5(d) 35-36 Article 17, Sec. 4 45

Article 38, Sec. 14 84Continuing Legal Education Article 25, Sec. 8 77Contracting Out Article 13, Sec. 8 23

Days and Occasions Memorandum of Understanding XII 104

Death Benefit Article 19, Sec. 11 48

Demotion Article 3, Sec. 1 3Article 14, Sec. 1-2 24

Derogatory Material Article 11, Sec. 3 16-17

Discipline Article 4, Sec. 3-4, 6 4Article 14 24-25Article 25, Sec. 15(c) 65


Provision Reference page(s)Dismissal Article 14, Sec. 1-5 24

Discrimination Article 5 5

Domestic Partner Article 38, Sec. 13 84

Dues and PayrollDeductions Article 7, Sec. 1-10 6-8

Durational Employees Article 2, Sec. 3 2-3 Appendix A 107-109

Duty Station Article 16, Sec. 2 32-33

Employee Rights Article 4 4

Essential Employees Article 16, Sec. 7 37

Exchange of Employees(Swap) Memorandum of

Understanding VII 91-92

Examination Appeal Article 15, Sec. 11(a) 31

Examination Leave Article 38, Sec. 11 84

Family Leave Article 19, Sec. 13 48

Flextime (AlternativeWork Schedules) Article 16A, Secs. 1-5 38-41

Floater’s Day Off Article 38, Sec. 10 83-84

Four-Day Work Week Article 16, Sec. 1(b) 32

Funeral Leave Article 19, Sec. 3(b)(d) 46

Furlough Days Article 24, Sec. 16 59-60General WageIncrease (GWI) Article 24, Sec. 1 53-54

Grievance Procedure Article 15 26-31Article 14, Secs. 2-3 24


Provision Reference page(s)Group Health Insurance Article 23, Sec. 1 53

Harassment Article 4, Sec. 1 4

Hazardous Duty Article 38, Sec. 7 83

Health Programs Article 22 52-53

Holidays Article 17 41-43Call-In Article 17, Sec. 3 42Overtime Article 17, Sec. 3 42Party/Picnic Memorandum of

Understanding III 90 Premium Article 17, Sec. 5 43

Home Garaging Article 24, Sec. 13 58-59Article 25, Sec. 15 64-65

Home Office Premium Article 24, Sec. 12 58

Hours of Work Article 16 32-37Voluntary Schedule Article 16 sec 8 37

Housing Article 39, Sec. 2 84-85Inclement Weather Article 16, Sec. 6 36-37

Institutional Meal Rates Article 39, Sec. 1 84

InsuranceAccidental Death andDismemberment Article 24, Sec. 8 57Group Health Article 23, Sec. 1 53Life Insurance Article 23, Sec. 2 53

Motor Vehicle Article 25, Sec. 7 61

Interrogation Article 4, Sec. 6 4Article 14, Sec. 6-8 25

Jury Duty Article 38, Sec. 5 82

Key Persons Article 13, Sec. 2(b) 19-20


Provision Reference page(s)Lateness Article 16, Sec. 6 36-37

Lateral Displacement Article 13, MOU XI 20-22, 103

Layoffs Article 13 21-26

Licensing Fees Article 24, Sec. 7 56

Life Insurance Article 23, Sec. 2 53

Longevity Article 24, Sec, 3 54

Lottery Incentives Article 24, Sec. 14 63

Lump Sum (at max) Article 24, Sec. 2 54

Management Rights Article 3 3-4

Meal Periods Article 16, Sec. 3 33-34

Meal Reimbursement Article 25, Sec. 13 64 Memorandum

of Understanding IV 90

Medical Certificates Article 19, Sec. 10 47-48

Method of Salary Payment Article 36 80-81

Mileage Reimbursement Article 25, Secs. 2-5 60-61

Military Leave Article 38, Sec. 6 82-83

Night Shift Differential Article 24, Sec. 4(a) 55

Non-AWS Schedule Article 16A, Sec. 4 40-41

Non-StandardWork Week Article 16, Secs. 1-2 32-33

Objective JobEvaluation (OJE) Article 26 65-67

Officer Leave Article 8, Sec. 7(c) 11-12

On-Call/Standby Pay Article 24, Sec. 10 57


Provision Reference page(s)Order of Layoffor Reemployment Article 13 19-23

Memorandumof Understanding XI 103-104

Orientation Article 8, Sec. 8 12

Out of State Travel Article 25, Sec. 10(a) 62

Out of Title Work Article 29, Secs. 1-2 69-70

Overpayment (Wages) Article 24, Sec. 11 57-58

Overtime Article 16, Sec. 5 34-36 Exempt Employees Article 16, Sec. 5(d) 35-36 Holidays Article 17, Sec. 3 42

Parental and PregnancyLeave Article 21 51-52

Parking and Security Memorandumof Understanding I 88

Part-time Employees Article 32 78

Past Practices Article 38, Sec. 9 83

Personal Leave Article 18, Sec. 6 45

Personnel Records Article 11 16-17

Picnic Article 44; Memorandumof Understanding III 90

Physical Exam Article 22, Sec. 1 52-53

Premium CitySupplement Article 25, Sec. 10(b) 62

Professional Developmentand Conference Fund Article 31, Sec. 6 76-77

Memorandum ofUnderstanding X 102-103


Provision Reference page(s)Professional Leave Article 31, Sec. 5 75-76

Promotions Article 9, Sec. 2(b) 12-13Article 24, Sec. 5 56Memorandumof Understanding V 91

Reclassification AppealProcedures Article 15, Sec. 11(a) 31 Memorandum

of Understanding II 88-90 Re-Employment List Article 13, Sec. 6 22-23

Reimbursements Article 25 60-65

Rest Periods Article 16, Sec. 4 34

Retirement Article 35 80

Safe Work Place Article 33 78-79

Safety Shoes Article 24, Sec. 9 57

Salary Article 24, Secs. 1-5 53-56Overpayment of Article 24, Sec. 11 57-58

Self Incrimination Article 14, Sec. 6 23

Seniority Article 12 17-19AWS Article 16A, Sec. 5 41Layoff Article 13 19-23

Staffing Needs Article 17, Sec. 4 43Stewards Article 8, Sec. 4(d) 9

Service Ratings Article 10 15-16 Memorandum

of Understanding VI 91Memorandumof Understanding XII 104-105

Shift Differential Article 24, Sec. 4(a) 55


Provision Reference page(s)Sick Leave Article 19 45-48

Memorandumof Understanding XII 104-105

Sick Leave Bank Article 20 49-51

Special NeedsSchedules (AWS) Article 16A, Sec. 4 49-51

Special RevenueHolidays Side Letter 106

State Exam Leave Article 38, Sec. 11 84

Stewards Rights Article 8, Secs. 1-4 8-9

Strikes Article 6 5-6

Subpoenas Article 38, Sec 5(a) 82

Suspension Article 14, Secs. 1-3 24

Swap of Employees Memorandum ofUnderstanding VII 91-92

Telecommuting Article 46 87Appendix A 109

Temperature Variation Article 45 87

Temporary Employees Article 2, Sec. 3 2-3 Appendix A 107

Temporary ServiceHigher Class Article 28 68-69

Training Leave Article 31, Sec. 5 75

Transfers Article 30 71-74

Travel Advance Article 25, Sec. 11(a) 62-63

Travel Expenses Article 25 60-65


Provision Reference page(s)

Tuition Reimbursement Article 25, Sec. 6 56Memorandum ofUnderstanding X 102-103

Union Business Leave Article 8, Sec. 7 10-12

Union Rights Article 8 8-12

Vacations Article 18 43-45 Appendix A 108

Voluntary Schedule Article 16, Sec 8 37Reduction

Wage Overpayment Article 24, Sec. 11 57Weather Delays Memorandum of

Understanding VIII 92-94 Appendix A 108

Weekend Differential Article 24, Sec. 4(b) 55-56

Winter Work Article 34 79-80

Workers’ Compensation Article 36 80-81

Working Test Period Article 9 12-15

ADMINISTRATIVE AND RESIDUAL - ct.gov · [P-5] BARGAINING UNIT CONTRACT - B ETWEEN -STATE OF...

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