CONTRACT

BETWEEN

STATE OF CONNECTICUT

AND

AMERICAN FEDERATION OF

STATE, COUNTY AND MUNICIPAL

EMPLOYEES

SOCIAL AND HUMAN SERVICES

(P-2) BARGAINING UNIT

EFFECTIVE JULY 1, 2009 EXPIRING JUNE 30, 2012

AND

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TABLE OF CONTENTS

Preamble ....................................................................................1 Article 1 Recognition................................................................................1 Article 2 Entire Agreement .......................................................................2 Article 3 Temporary, Durational, Provisional & Permanent Part-Time EE's...............3Article 4 No Strikes - No Lockouts ..........................................................7 Article 5 Management Rights ...................................................................7 Article 6 Union Security And Payroll Deductions....................................8 Article 7 Union Rights ..............................................................................9 Article 8 Personnel Records....................................................................15 Article 9 Service Ratings ........................................................................16 Article 10 Training ...................................................................................18 Article 11 Working Test Period................................................................20 Article 12 Seniority ...................................................................................22 Article 13 Order Of Layoff And Reemployment......................................23 Article 14 Transfers ..................................................................................28 Article 15 Grievance Procedure................................................................30 Article 15a Reclassification Grievances .....................................................36 Article 16 Dismissal, Suspension, Demotion Or Other Discipline...........36 Article 17 Hours Of Work And Work Schedules .....................................40

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Article 18 Overtime ..................................................................................43Article 19 Non-Discrimination .................................................................46 Article 20 Contracting Out........................................................................47 Article 21 Labor-Management Committee ...............................................47 Article 22 Safety..... ..................................................................................48 Article 23 Indemnification ........................................................................50 Article 24 Pregnancy, Maternal And Parental Leave ...............................51 Article 25 Civil Leave And Jury Duty ......................................................52 Article 26 Military Leave..........................................................................53 Article 27 Holidays ...................................................................................53 Article 28 Vacations..................................................................................55Article 29 Sick Leave................................................................................56 Article 30 Personal Leave .........................................................................61 Article 31 Compensation ..........................................................................62 Article 32 Temporary Service In A Higher Class.....................................65 Article 33 Class Reevaluations .................................................................66 Article 34 Group Health Insurance ...........................................................67 Article 35 Retirement................................................................................68 Article 36 Work Related Disabilities ........................................................68

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Article 37 Hazardous Duty .......................................................................69 Article 38 Uniforms And Equipment........................................................69 Article 39 Travel Reimbursements ...........................................................69 Article 40 Printing Of Agreement.............................................................71 Article 41 Miscellaneous ..........................................................................71 Article 42 Supersedence............................................................................73Article 43 Legislative Action....................................................................74 Article 44 Savings Clause .........................................................................74 Article 45 Tuition Reimbursement ...........................................................74 Article 46 Conference And Workshop Funds...........................................76 Article 47 Standby Program......................................................................77 Article 48 Past Practices ...........................................................................81 Article 49 Duration Of Agreement ...........................................................81 Memorandum of Understanding Re: Furlough Days .............82 Appendix A Excerpts From Scope & State Agreement ...............................84 Appendix B Memorandum Of Understanding I CJTS Pass Days .......................................................................91 Memorandum Of Understanding II DCF Parole Services Social Workers ......................................92 Memorandum Of Understanding III Department Of Labor Job Fairs ...............................................93 Memorandum Of Understanding IV DSS-Protective Services Elderly Standby Program ................94 Memorandum Of Understanding V Implementation Of Increased Workweek ................................96

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Memorandum Of Understanding VI OPA Standby ...........................................................................98 Memorandum Of Understanding VII DSS Alternative Work Schedules..........................................101 Memorandum Of Understanding VIII OPA Work Schedule Agreement ...........................................103 Memorandum Of Understanding IX Article 16, Section Two Confirmation Of Oral Notice..........104 Memorandum Of Understanding X DSS Vacation Scheduling......................................................104 Memorandum Of Understanding XI DCF Standby Program...........................................................106 Memorandum Of Agreement XII DCF- Out Of State Visitation Unit ........................................109 Appendix C Stipulated Agreement I DCF Hotline Positions ...........................................................111 Stipulated Agreement II DSS Overtime ........................................................................112 Stipulated Agreement III DSS Staffing Equalization .....................................................113 Stipulated Agreement IV Regional Definition................................................................116 Supersedence Appendix.........................................................118 P-2 Unit Classifications ........................................................ 120 Longevity ...............................................................................124 Stipulated Agreement regarding DCF Youth Services Swaps of October, 2003.........................................................................126 Stipulated Agreement Regarding OLR Case 12-5459...........127 State of CT Re: DCF Work Schedule Accommodations (Lynn Paton to Jim French) ..................................................128 Memorandum of Understanding Regarding OLR 12-5453/ DAS 1211050 SWT Pay Plan ................................................129 Stipulated Agreement Regarding DCF Hotline Executed October-November 2001 .......................................................132 Stipulated Agreement Regarding SPP-26,451.......................135 Memorandum of Understanding Regarding DSS StaffOut-Stationing........................................................................136

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Agreement Regarding DSS "less arduous duty" Searches ....138 Stipulated Agreement Regarding SPP-26,308.......................139 Memorandum of Understanding Regarding VeteransPerformance Awards, Etc ......................................................140 Memorandum of Agreement Regarding VA Work StudyAllowance Program ...............................................................142 Memorandum of Understanding Regarding DOL Reemployment Services Program..........................................145 Letter Re: DOL Classification Agreement ............................146 Agreements and Letters Concerning CDHI...........................147 Stipulated Agreement Regarding SPP-27,039 BESB Equipment .............................................................................158 Stipulated Agreement DPH Strike Monitoring Settlement....159 Stipulated Agreement Regarding CHRO Job Vacancy Postings .................................................................................159 Memorandum of Understanding Regarding DDS Adjusted Work Schedule.......................................................................160 Letter Re: DCF SIU and Revenue Enhancement...................162 SEBAC 3 Agreement Regarding Placement and Training ....163 MOU regarding DOL Intermittent Employees ......................165 Letter Re: DCF Regional Locations ......................................167 Memorandum of Understanding Article 7, Section 4............168 State Of Connecticut Bargaining Team ................................ 169 AFSCME P-2 Bargaining Team ........................................... 170 Pay Plans............................................................................... 171

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PREAMBLE

STATE OF CONNECTICUT, acting by and through the Office of Labor Relations, hereinafter called the "State" or the "Employer", and Locals 269, 7l4 and 2663 of Council #4, AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO, hereinafter called "AFSCME" or the "Union", hereby agree as follows:

ARTICLE 1RECOGNITION

Section One. The State recognizes the Union for the purpose of collective bargaining as the exclusive representative of all the employees in the unit certified by the Connecticut State Board of Labor Relations in Case No. SE-4723, Decision No. l686 D, issued January l0, l979, including employees hired as Federal Grant Participants and, subject to the terms of Article 3, probationary, temporary, durational, provisional and permanent part-time employees.

Section Two. Definitions. (a) A permanent employee is an employee who has completed the initial working test period and, if the position is competitive, has been appointed from a certified list.

(b) A temporary employee is an employee who has been hired to fill a temporary, seasonal or emergency position.

(c) A durational employee is an employee who has been hired to fill one of the following types of positions: a position of an individual who is on workers' compensation leave; a position of an individual who is on an extended paid or unpaid leave; or a position created for a specially funded program of a specified term.

(d) A provisional employee is an employee who has been appointed to a permanent position pending State examination or examination results.

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(e) A nonpermanent position is a temporary, emergency or seasonal position.

(f) A permanent position is any position which is not a temporary, emergency or seasonal position.

Section Three. This Agreement shall pertain only to those employees whose job titles are included in the Social and Human Services (P-2) unit, who work twenty (20) or more hours per week, and shall not apply to nonpermanent employees appointed to nonpermanent positions.

Nonpermanent employees appointed to permanent positions are covered by this Agreement; this includes employees on initial working test period who are in permanent positions. However, application of this Agreement to temporary or durational appointees is subject to the limitations of Article 3.

Section Four. Nothing in this Article shall be read or interpreted to restrict the State from exercising its prerogatives under C.G.S. 5-270(g) concerning the exclusion of managerial employees from collective bargaining. Any disputes concerning this issue of managerial designations shall be within the exclusive jurisdiction of the Connecticut State Board of Labor Relations to resolve.

ARTICLE 2ENTIRE AGREEMENT

This Agreement, upon legislative approval and ratification, (where applicable), supersedes and cancels all prior practices and agreements, whether written or oral, unless expressly stated to the contrary herein, and constitutes the complete and entire agreement between the parties and concludes collective bargaining for its term.

The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make demands and proposals with respect to

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any subject or matter not removed by law from the area of collective bargaining, and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Therefore, the State and the Union, for the duration of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated, to bargain collectively with respect to any subject or matter whether or not referred to or covered in this Agreement, even though such subjects or matters may not have been within the knowledge or contemplation of either or both of the parties at the time they negotiated or signed this Agreement.

ARTICLE 3TEMPORARY, DURATIONAL, PROVISIONAL AND PERMANENT

PART-TIME EMPLOYEES

Section One. Temporary Employees. A temporary employee, as defined in Article l, shall be covered by this Agreement after six (6) months of continuous service, except that a temporary employee may be terminated at any time by the Employer without right of appeal.

This Agreement entitles a full time temporary employee to the following fringe benefits after six (6) months of continuous service:

(l) Vacation accrued from hire in accordance with Article 28, use of accrued vacation, and payment of unused vacation upon termination.

(2) Sick leave accrued from hire in accordance with Article 29, and use of accrued sick leave.

(3) Holiday benefits in accordance with Article 27.

(4) Participation in group health insurance provided in accordance with Article 34, subject to any waiting period imposed by the insurance carrier.

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(5) Group life insurance in accordance with Section 5-257, Connecticut General Statutes (l98l).

Time served as a temporary employee shall be credited toward seniority once the employee has completed a working test period in a permanent position provided that there is no break between the periods of temporary and permanent employment.

Section Two. Durational Employees. A durational employee, as defined in Article l, shall be covered by this Agreement after six (6) months of continuous service. However, due to the nature of the durational appointment, a durational employee cannot be guaranteed continued employment beyond the termination date of the appointment. Termination is therefore without right of appeal and a durational employee shall not have bumping rights. Also, this Section shall not be deemed as a waiver of any requirements of the merit system.

This Agreement entitles a full time durational employee to the following fringe benefits after six (6) months of continuous service:

(l) Vacation accrued from date of hire in accordance with Article 28, use of accrued vacation, and payment of unused vacation upon termination.

(2) Sick leave accrued from date of hire in accordance with Article 29, and use of accrued sick leave.

(3) Holiday benefits in accordance with Article 27.

(4) Participation in group health insurance provided in accordance with Article 34, subject to any waiting period imposed by the insurance carrier.

(5) Group life insurance in accordance with Section 5-257, Connecticut General Statutes (l98l).

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This Agreement entitles a full time durational Federal Grant participant in the Labor Department to three (3) days of personal leave with pay in each calendar year.

Time served as a durational employee shall be credited toward seniority once the employee has completed a working test period in a permanent position provided that there is no break between the periods of durational and permanent employment.

Section Three. Provisional Employees. Provisional employees, as defined in Article l, are subject to the requirements of the merit system in all respects, including but not limited to, certification from an examination list and completion of the working test period. Permanent appointment is contingent upon meeting all said requirements, and failure to do so will result in termination without right of appeal. In other respects, such a provisional employee is subject to the provisions of this Agreement and may utilize all benefits as if initially appointed as a permanent employee.

A permanent employee who is provisionally promoted shall be paid at the rate for the higher class as if promoted thereto.

A provisional employee who is appointed from a certified list to the position in which he/she has served provisionally may have up to six (6) months of satisfactory service credited toward meeting the working test period requirements.

Section Four. Permanent Part-time Employees.

a. Permanent part-time employees will receive wages and fringe benefits on a pro-rata basis in accordance with existing practice.

b. In the event that a permanent employee changes from full-time to part-time, or part-time to full-time, s/he shall suffer no change in value of any time accrued prior to the date of the change.

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Section Five. DOL Intermittent Claims Interviewers.

1. Article 41, Section Three of the collective bargaining unit agreement has been activated by virtue of the DOL working Intermittent Claims Interviewers in excess of twenty (20) hours per week.

2. Intermittent Claims Interviewers working for DOL shall be covered by the P-2 bargaining agreement following six (6) months of continuous service, except such intermittent employees may be terminated at anytime by the Employer without the right of appeal.

3. Intermittent Claims Interviewers who work more than twenty (20) hours a week after having been employed six (6) continuous months shall be entitled to fringe benefits in the same fashion as temporary employees (Article 3, Section One).

4. Time served as an intermittent employee shall be credited toward seniority once the employee has completed a working test period in a permanent position provided that there is no break between the period of Intermittent (over twenty hours per week) employment and permanent employment.

5. In defining six (6) months of continuous service, as addressed in item 2, the parties agree that 1044 hours of work must be realized to meet the six (6) months requirement.

6. In determining whether the intermittent employee meets the over twenty (20) hours of work per week requirement, DOL will calculate the hours worked on a quarterly basis. For any quarter where the calculation establishes the intermittent worker exceeded twenty (20) hours, he or she shall be considered eligible and entitled to benefits per this agreement of the succeeding quarter. Likewise, when the quarterly calculation

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establishes twenty (20) or fewer hours of work the benefits herein shall not be provided.

7. Holiday pay shall only be provided to intermittent employees when the holiday falls on a day when the intermittent employee has been scheduled to work.

ARTICLE 4NO STRIKES - NO LOCKOUTS

Section One. Neither the Union nor any employee shall engage in, induce, support, encourage, or condone a strike, sympathy strike, work stoppage, slowdown, concerted withholding of services, sickout, or any interference with the mission of any State agency. This Article shall be deemed to prohibit the agreed concerted boycott or refusal of overtime work but shall be interpreted consistent with the provisions of Article l8 on distribution and assignment of overtime work.

Section Two. The Union shall exert its best efforts to prevent or terminate any violation of Section One of this Article.

Section Three. The Employer agrees that during the life of this Agreement there shall be no lockout.

ARTICLE 5MANAGEMENT RIGHTS

Except as otherwise limited by an express provision 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 rights include but are not limited to, establishing standards of productivity and performance of its employees; determining the mission of an agency and the methods and means necessary to fulfill that mission, including the contracting out of or the discontinuation of services, positions, or programs in whole or in part; the determination of the content of job classification; the appointment, promotion, assignment direction and transfer of

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personnel; the suspension, demotion, discharge or any other appropriate action against its employees; the relief from duty of its employees because of lack of work or for other legitimate reasons; the establishment of reasonable work rules; and the taking of all necessary actions to carry out its mission in emergencies. Except as otherwise limited by an express provision of this Agreement, inherent management rights are not subject to the grievance procedure.

ARTICLE 6UNION SECURITY AND PAYROLL DEDUCTIONS

Section One. An employee retains the freedom of choice whether or not to become or remain a member of the Union.

Section Two. Union dues and initiation fees shall be deducted by the Employer biweekly from the paycheck of each employee who signs and remits to the Employer an authorization form. Such deduction shall be discontinued upon written request of an employee thirty (30) days in advance. Such written request shall be submitted to the agency payroll office with a copy to the Union.

Section Three. Payroll deduction of union dues shall be exclusive to the benefit of AFSCME, AFL-CIO, Council # 4, Locals 269, 7l4 and 2663, for persons covered by this Agreement.

Section Four. An employee who fails to become a member of the Union or whose membership is terminated for nonpayment of dues or who resigns from membership shall be required to pay to the Union an agency service fee equal in amount to the regular dues, fees and assessments that a member is charged. Agency service fees shall be deducted by the Employer biweekly from the paycheck of each employee who is required to pay such fee.

Section Five. The amount of union dues or agency service fees deducted under this Article for the designated

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collective bargaining agent, AFSCME Council #4, shall be remitted to the appropriate designee identified by AFSCME Council # 4 promptly after the payroll period in which such dues and fees are deducted, together with a list of the names of employees from whose salaries such deductions were made.

The State will furnish AFSCME Council #4, each month, with the names of newly hired employees, their address, social security number, classification, date of hire; names of terminated employees, date of termination; names of employees transferred, date of transfer and where transferred.

Section Six. No payroll deduction of dues or agency service fee shall be made from workers’ compensation or for any payroll period in which earnings received are insufficient to cover the amount of deduction, nor shall such deductions be made from subsequent payrolls to retroactively cover the period in question.

Section Seven. Separate checks shall be issued to the Union/appropriate Local by an agency payroll office for dues/fees deductions of employees who are in different Locals but represented by the same bargaining agent.

Section Eight. The Union agrees to indemnify the State for any damages or costs incurred in defense of actions taken under this Article by the State.

Section Nine. The State shall allow voluntary payroll deductions for the Union's political action organization.

ARTICLE 7UNION RIGHTS

Section One. Employer representatives shall deal exclusively with Union designated stewards or representatives in the processing of grievances or any other aspect of contract administration.

Section Two. The Union shall furnish the Employer with a list of all employee representatives (stewards) and

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Union staff representatives authorized to represent employees covered by this Agreement, specifying their jurisdictions, and shall maintain the currency of said list. Steward jurisdiction shall be determined exclusively by the Union. Management may rely on the representation of a steward that s/he is appropriately acting within her/his jurisdiction.

Union staff representatives may be present at Labor-Management Committee meetings and at each and every step of the grievance procedure.

Section Three. AFSCME representatives (staff or steward assigned) shall be permitted to enter the facilities of an agency at any reasonable time for the purpose of discussing, processing or investigating filed grievances, or fulfilling the Union's role as collective bargaining agent, provided that they give telephone notice of their intended visit and, upon arrival, they immediately give notice of their presence to the supervisor in charge and do not interfere with the performance of duties.

Section Four. Role of Steward in Processing Grievances. Stewards will give notice to their immediate supervisors when they desire to leave work assignments to properly and expeditiously carry out their duties in connection with this Agreement. Permission shall be granted unless the work situation or an emergency demands otherwise. When contacting an employee, the steward will first report to and obtain permission to see the employee from his/her supervisor, and permission will be granted unless the work situation or an emergency demands otherwise. If the immediate supervisor is unavailable, permission will be requested from the next level of supervision. Requests by stewards will state the name of the employee involved, his/her location, indicating briefly the general nature of the Union business to be discussed, and the approximate time that will be needed.

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Stewards thus engaged will report back to their supervisors on completion of such duties and return to their job and will suffer no loss of pay or other benefits as a result thereof.

The Union will cooperate to see that stewards confine discussion to the issues involved. Should problems develop, management will bring such to the attention of the Union.

Stewards shall not be authorized to be signatory for the Local Union in any agreement and/or understanding between the union and the employer. The signatory shall be the Local President, or specifically authorized designee, which may, at the president’s discretion, include local officers and/or staff representatives. The Management signatory shall be the Commissioner or equivalent of the agency or a management employee specifically authorized by the Commissioner, or in the case of any agreement and/or understanding requiring the signature of a representative of the Office of Labor Relations, a Labor Relations Specialist or higher representative of the Office of Labor Relations. Any agreement or understanding not signed by authorized signatories shall not be valid.

Section Five. Bulletin Boards. The State will continue to furnish reasonable bulletin board space at each worksite which the Union may utilize for its announcements. In multiple floor buildings this will be interpreted to mean on each floor on which there are bargaining unit members. Bulletin board space shall not be used for material that is of a partisan political nature or is inflammatory or derogatory to the State Employer or any of its officers or employees. The Union shall limit its posting of notices and bulletins to such bulletin board space.

Section Six. Access to Information. The Employer agrees to provide the Union, upon written request to the Agency Human Resources Director, access to materials and information necessary for the Union to fulfill its statutory responsibility to administer this Agreement. Within two (2) weeks of receipt of a written request for such information, the

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Employer shall either provide the information or notify the Union of whether the information is available or not, and the date on which it can be provided. The Union shall reimburse the state for the expense and time spent for photocopying extensive information and otherwise as permitted under the State Freedom of Information Law. The Union shall not have access to privileged or confidential information.

Section Seven. Union Business Leave. (a) Paid leave shall be granted in the amount of two hundred forty (240) person days per year to Union officials, Stewards,representatives or designees for Union business related functions.

The allocation granted for attendance to the International AFSCME-AFL-CIO convention shall be eighty (80) person days for the year in which this convention is held.

Each contract year, delegates to the Connecticut State AFL-CIO convention shall be granted leave without loss of pay or benefits for the days on which the convention is scheduled. Fifty-one (51) person days shall be granted for this provision.

Leave in the first year may be supplemented by not more than ten percent (10%) of the bank from year two. Leave in the second year may be supplemented by not more than ten percent (10%) of the bank from year three. Likewise, a sum not to exceed ten percent (10%) of the annual bank may be carried over into a succeeding year, but all leave excess shall expire on the final date of this Agreement. A copy of the request shall be provided to the employing agency.

Requests for time off under this section shall be made in writing to the Office of Labor Relations at least two (2) weeks in advance except in emergency situations.

(b) Not more than one (l) employee elected or appointed to a full-time office or position with the Union will be eligible for an unpaid leave of absence not to exceed one (l) year. An extension not to exceed one (l) additional year will be

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granted upon request to the Director of the Office of Labor Relations.

Upon return from such leave, the employee shall be offered a position substantially equal to the former position in duties and equal to the former position in pay and benefits at the wage rates in force at the time of return from the leave. If possible, the employee shall be returned to the same location. If that is not possible, the position offered shall be within a reasonable commuting distance and the employee shall be given preference to transfer back to his former work site when there is a suitable vacancy.

Upon return from leave, the employee shall have the right to purchase back retirement credits for the period of the leave provided that, in addition, the employee or the Union contribute the State's share of the cost of such retirement credits.

The period of the leave shall not be deducted from the employees' seniority.

Section Eight. Use of Employer Facilities. (a) The Employer will continue to permit use of certain facilities for Union meetings, subject to operating needs. Requests for use of facilities shall be made in advance to the appropriate agency official. The Union shall reimburse the State for any additional expense, such as security or maintenance costs, incurred as a result of Union use of facilities.

(b) The Employer will continue its practice of permitting the Union to leave handouts in a specified area and to allow the Union to stuff mail boxes where available. Employees will be permitted to carry Union mail between offices and/or departments as long as such activity does not interfere with performance of duties.

(c) At facilities where pay phones are available, Union officers, stewards, and members shall normally make any phone calls from such phones. At facilities where such phones

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are not available, the Union officers, stewards or members may, if immediate action is required to resolve a question or matter within the scope of the Union's duties as exclusive representative, use the telephone facilities, subject to the reasonable discretion of management as to whether and how long the phone may be used. The Union shall reimburse the State for any long distance charges incurred.

Section Nine. Absent emergencies, the President of each P-2 Local will be allowed to attend, without loss of pay, Step II and Arbitration hearings as well as prohibited practice conferences concerning matters emanating from his/her respective Local. If the President is unable to attend, a designee may, without loss of pay, be substituted subject to any operating needs. It is the intent of this Section that in most instances the President will be the person to attend such hearings and the use of designees will be limited to those situations where the President is unavailable.

Local Presidents will also be allowed to attend the Labor Management Committee meetings of their employing agencies. If an agency other than the one which employs the President holds a Labor Management Committee meeting, the President may designate a Local member employed by said agency to attend. Attendance by the President or a designee shall count towards the seven (7) representatives allowed each party at such meetings in accordance with Article 2l, Section One.

Section Ten. Superseniority for Stewards. (a) Layoff. Up to two hundred (200) employees who have served as stewards for at least ninety (90) days shall be viewed as having the highest seniority in their respective classification series within their employing agencies for purposes of layoff.

(b) Transfers. Stewards will not be transferred involuntarily to another agency or facility and will not be reassigned to a new shift except if necessary to meet operational requirements. Such transfers and reassignments

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shall not be made arbitrarily. Grievances under this section shall be expedited to Step II of the grievance procedure.

Section Eleven. Orientation. Once a month at each agency or facility all new employees shall be released from work, if they so desire, for one hour without loss of pay to attend a Union orientation. The time and location of such orientation shall be determined by mutual agreement of the Union and the Employer.

ARTICLE 8PERSONNEL RECORDS

Section One. An employee's official personnel file or "personnel record" is defined as that which is maintained at the agency level, provided, however, in certain agencies which do not maintain personnel files or records at the agency level, the defined file or record shall be that which is maintained at the institution level. Agencies which do not maintain personnel files at the agency level shall notify employees of the location of the official personnel files.

Section Two. Subject to agency operating needs, an employee covered hereunder shall, on his/her request, be granted time without loss of pay to examine all materials in his/her personnel file other than preemployment material or other material that is confidential or privileged under law. An employee, at his or her request, may copy any or all of the material that he/she examines. The agency reserves the right to require its designee to be present while such file is being inspected or copied.

Upon the mutual agreement of the agency and the employee, the latter's personnel file may be sent to his/her worksite for examination. The Union may have access to any employee's records upon presentation of written authorization by the appropriate employee.

Section Three. No anonymous material concerning an employee shall be placed in his/her personnel file nor shall new

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material derogatory to an employee be placed in the file unless the employee has had an opportunity to sign it and has been given a copy of the material. If the employee refuses to sign, a union steward shall sign the material and be provided with a copy. Any record of disciplinary action will normally be retained in the official personnel file. Stipulated agreements shall be retained in the official personnel file unless the union and state have agreed otherwise.

An employee may file a written rebuttal to any derogatory materials. Any derogatory material not subsequently merged in a service rating, following the inclusion of said material into the personnel file, shall be voided in the record after eighteen (l8) months, unless disciplinary action is taken that is for a similar type situation. For the purpose of this section, voided shall be defined as: 1) documents removed and placed in another non-personnel file, 2) no negative presumption can be drawn from the document and 3) the document is not usable in the future as a reference or a document.

Section Four. This Article shall not be deemed to prohibit supervisors from maintaining notes or records of an employee's performance for the purpose of preparing service ratings.

Section Five. Requests for information contained within a personnel file shall be complied with to the extent required under existing law (e.g. court order, Freedom of Information).

ARTICLE 9SERVICE RATINGS

Section One. The annual service rating shall be completed at such time as the appointing authority shall determine and otherwise comply with Regulation 5-237-1.

Section Two. A service rating shall be conducted by a management designee who is familiar with the employee's

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work. If the rater does not have frequent contact with the employee, the immediate supervisor(s) who has frequent contact with the employee and who has the responsibility for the employee's work will be consulted in preparation of the service rating.

Section Three. A rating of unsatisfactory in one (1) category or a fair in two (2) categories shall constitute a rating of less than good. When an employee is rated unsatisfactory in any category, the rating supervisor shall state the reasons, and if practicable, suggestions for improvement. All service ratings of “less than good" must be discussed with the employee at an informal meeting to be scheduled by the rating supervisor, normally within seven (7) days after the employee has seen and initialed the report.

For the purpose of deciding eligibility for an annual increment, a single unsatisfactory rating or two (2) category ratings of fair may be considered grounds for denial of such a step.

Only disputes over "less than good" overall service ratings may be subject to the grievance and arbitration procedure. If an employee receives ratings of fair in a given category on two (2) consecutive service ratings, the employee may grieve the second rating. In any arbitration, the arbitrator shall not substitute his/her judgment for that of the evaluator in applying relevant evaluation standards unless the evaluator can be shown to have acted arbitrarily or capriciously. Service ratings during the initial working test period are not subject to the grievance and arbitration procedure.

Section Four. No supervisor shall make comments within a service rating where such comments are inconsistent with the rating. However, constructive suggestions for improvement shall not be inconsistent with the rating. Comments or narratives shall be required only for those categories with ratings of “less than good”; this shall not preclude the supervisor from including comments which support a category which has been rated “Good”.

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No comments will be added to the service rating after it has been signed by the employee.

All employees covered by the agreement shall be given copies of their completed service ratings.

There shall be a uniform service rating report form (PER 125) for all employees covered by the agreement. The form and process used for the employees of DCF (PER-DCF-P2) was established during the contract term of July 1, 1999 – June 30, 2002. The quarterly progress reports for DCF employees shall only be attached to the annual service rating in the event of an overall “less than good”. The employee shall have up to thirty (30) days from date of issuance of a “less than good” quarterly progress report to rebut such report.

Section Five. Annual service ratings shall be completed and signed by the employee not less than three (3) months prior to the employee’s annual increment date. For employees with a January AI date this will be October 1, employees with a July AI date, April 1.

Any annual service rating signed by the employee less than three (3) months prior to his/her AI date shall be satisfactory or better.

Employees will receive written notice of a denial of an annual increment. Such notice shall be issued within two (2) weeks after the employee has signed the rating.

ARTICLE 10TRAINING

Section One. The Employer recognizes its responsibility to provide relevant training for each new employee and continue on-the-job training.

Section Two. A joint statewide committee comprised of representatives of the Union and the Employer shall be

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established to make recommendations concerning the development and expansion of employee training programs.

The committee shall, in making its recommendations, take into account the limits of available resources and shall also consider the needs and desires of employees in this unit with respect to training. Management retains the right to determine training needs, programs and procedures and to select employees for training. Provided that agency needs are met, the agency will give first consideration to the most senior employees in selecting employees for training which will directly qualify them for promotion.

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

Section Four. The Employer recognizes that certain benefits accrue both to the State and the employee through participation in continuing education activities, including attendance at professional conferences and seminars and enrollment in post-secondary educational programs. The appointing authority or his/her designee, working within the framework of budgetary constraints will support these activities when deemed appropriate and beneficial to all concerned. Participation in such activities will be on a strictly voluntary basis, and time spent in them shall not be considered time worked. However, if the employee attends a conference or seminar and attendance is sponsored by the agency, he/she shall receive his/her regular day's pay for each day of the conference or seminar.

Section Five. If an employee is required by his/her employer to travel to a conference or seminar on a day other

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than a normal work day, he/she shall receive his/her applicable rate of pay for time spent in transit.

Section Six. The Employer shall not penalize or otherwise negatively impact an employee’s service rating for an employee’s participation or non-participation in voluntary training.

ARTICLE 11WORKING TEST PERIOD

Section One. The Working Test Period shall be deemed an extension of the examination process. Therefore, a determination of unsatisfactory performance during a Working Test Period shall be tantamount to a failure of the competitive examination.

Section Two. The working test period for classes covered by this Agreement, which were established by the Commissioner of Administrative Services under Section 5-230 C.G.S. and in force on the effective date of this Agreement shall remain in force for the life of this Agreement. The working test period for Social Worker Trainees and Social Worker assigned to DCF, who are required to attend the Training Academy, shall begin after the successful completion of the Training Academy, but shall not exceed ten (10) months from the date of appointment or date of hire.

Upon appointment from a certified list, an employee who was provisionally appointed shall have service as a provisional appointee credited toward the Working Test Period, so long as there is no break between the period of provisional appointment and appointment from a certified list. If the service has not been satisfactory, the employee shall not be retained in the position. This provision shall not alter merit system requirements for examination and appointment.

Section Three. The Working Test Period may, with the approval of the Commissioner of Administrative Services,

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be extended on an individual basis for a definite period of time not to exceed three (3) months. Working test periods may also be extended for absences of more than an aggregate of fifteen (15) days resulting from Workers’ Compensation, sick leave and/or leave without pay. Such extensions shall be for the number of working days the employee was absent. A new employee shall receive written notice of the dates of the normal working test period. Written notice of any extension must be provided to the employee no less than three (3) weeks prior to the end of the original Working Test Period. In the event a working test period is being extended, the Union president shall be copied on the notice of extension.

Section Four. (a) Any employee who is promoted within an agency and who fails a promotional working test period shall be returned to the position from which he/she was promoted.

(b) Any employee who fails a promotional working test period shall be returned to the agency in which he/she was employed immediately prior to his/her promotion and in the following priority order (1) returned to a vacancy in the same class; (2) returned to a vacancy in a comparable class; (3) returned to a vacancy in any other position the employee is qualified to fill or (4) have his/her name placed on the reemployment list.

(c) An employee who voluntarily accepts an equal or lesser position within the bargaining unit and fails the working test period in the new position shall be returned to his/her former position except in a situation whereby the employee has been involuntarily demoted.

(d) Dismissal during or at the end of the initial working test period shall not be grievable or arbitrable.

(e) Any permanent employee who fails a promotional working test period may appeal, directly to Step II of the grievance procedure, alleging patent unfairness of the working test period due to evaluator bias or variance from the pertinent

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job specification. The Employer's decision at Step II shall be final.

Section Five. Training Period. The parties acknowledge that trainee classifications are created for the purpose of preparing employees for the target class. Therefore said training periods may be extended for absences of more than an aggregate of fifteen (15) days resulting from Workers’ Compensation, sick leave or leave without pay. Such extension shall be for the number of working days the employee was absent. The new employee shall receive written notice of the length of the normal training period. Written notice of such extension must be provided to the employee no less than three (3) weeks prior to the end of the original Training Period. The Union president shall be copied on the notice of extension.

ARTICLE 12SENIORITY

Section One. Seniority shall be defined as an employee’s length of uninterrupted State service and shall include the following: all paid leave, including Worker's Compensation leave, provided that the employee returns to work immediately following the leave military leave granted in accordance with Section 5-255c or 27-33 of the C.G.S. or with Article 26 of this Agreement and prior war service; unpaid medical leave of absence following exhaustion of sick leave, for up to nine (9) months for any employee who has at least one (1) year of service provided that the employee returns to work immediately following the leave; up to one (1) year of any period of continuous layoff if the employee is reemployed within three (3) years; nondisability maternity or parental leave of up to six (6) months.

Section Two. Seniority shall not be computed until after completion of the initial working test period. Upon

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successful completion of the initial working test period, seniority shall be retroactive to the date of hire.

Section Three. State service while working in a trainee class shall not accrue until permanent appointment after successful completion of the training, whereupon it shall be retroactively applied to include such service.

Section Four. Seniority shall be deemed broken by:

(a) termination of employment caused by resignation, dismissal or retirement;

(b) failure to report for five (5) consecutive working days without authorization absent a valid explanation. Any dispute as to whether the explanation offered is valid shall be subject to the grievance and arbitration procedure. In any such arbitration, the arbitrator shall not substitute his/her judgment for that of the employer unless the employer's decision can be shown to be arbitrary or capricious.

Credit for seniority up to a break in service shall be restored to an employee who is reemployed within one (l) year of a service break.

Section Five. Seniority lists shall be maintained annually. September l is the target date for completion of seniority lists. Copies will be sent to Council #4 and the appropriate Local.

ARTICLE 13ORDER OF LAYOFF AND REEMPLOYMENT

Section One. No employee shall be dismissed or laid off from his/her position because of lack of work, economy, insufficient appropriation, change in departmental reorganization, or abolition of position, except in compliance with this Article.

Section Two. For the purpose of layoff selection within a classification within an agency or other seniority applications under this Article, seniority shall be defined as

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specified in Article 12, Section One. However, an employee shall not enjoy seniority protection in the event of layoff unless and until he/she has held P-2 classifications for a minimum of six (6) continuous months of full-time service at the time of layoff selection. In the case of part-time employees this period of six (6) months will be the equivalent hours.

For purposes of this Article, "permanent employee" shall be defined as provided in Article 1 and who has achieved a permanent appointment in a bargaining unit classification.

Section Three. Layoff Procedure. When a layoff becomes necessary, the agency will identify the specific position to be eliminated and notify the incumbent in writing with as much notice as possible but not less than six (6) weeks. Such written notice shall state the reason for the layoff and a copy of said notice shall be sent to Council #4.

If there is more than one position in the same job classification in a work unit, the agency shall first eliminate positions in that classification held by nonpermanent employees.

The agency shall arrange to have the employee assigned in lieu of layoff to a funded approved vacancy in the same or comparable classification at the same work location/facility. If there is no such vacancy available, a permanent employee may exercise bumping rights as set forth in Section Four herein OR may exercise reemployment rights as set forth in Section Five herein. A nonpermanent employee shall not have bumping or reemployment rights.

During the six (6) week notice period, the Employer shall meet with the Union to discuss possible alternative proposals (l) to avoid the layoff and/or (2) to mitigate the impact on the employee(s).

Section Four. Bumping. Within two (2) weeks of the notice specified in Section Three, the employee shall provide written notice of whether he/she elects to exercise bumping rights, and, if so, the position he/she has selected. Within two

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(2) business days of notice to a bumpee that an employee has elected to bump him/her, the bumpee shall provide written notice of whether he/she elects to exercise bumping rights, and if so, the position he/she has selected. This election shall be binding on the employee and failure to elect shall constitute a waiver of bumping rights.

A permanent employee may bump any nonpermanent employee in the same class or in a lower class within the same classification series within the same agency. Also, a permanent employee may bump any of the following provided that he/she has more seniority than the employee to be bumped:

(l) the employee within the same work region of the agency with the lowest seniority in the same class

(2) the employee within the same work region of the agency with the lowest seniority in a lower class within the same classification series

(3) the employee with the lowest seniority in the same class within the same agency

(4) the employee with the lowest seniority in a lower class within the same classification series within the same agency

(5) if (l) through (4) fail to provide a position, a permanent employee slated for layoff can bump into any previously held or comparable position in the P-2 Unit within the same Agency.

For purposes of this Article, the Department of Developmental Services, Department of Social Services and Department of Children and Families shall maintain the five (5) region designation in accordance with the respective Stipulated Agreement (IV) and Memorandum of Understanding (XI).

In the event the bumpee is a permanent employee, he/she will be allowed in lieu of layoff to bump that employee identified in (2) or (3) above, provided that he/she has more seniority than

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the employee to be bumped. Any bumpee who is a permanent employee may bump any nonpermanent employee in the same classification within the agency. Bumpee(s) will receive as much written notice as possible but not less than one (l) week. A bumpee not eligible or unwilling to exercise bumping rights as described in this paragraph may exercise reemployment rights as set forth in Section Five herein provided he/she was a permanent employee at the time of layoff.

When an employee bumps into a class with a lower salary range in order to avoid layoff, his/her rate of pay in the lower classification shall be at the closest rate in the lower salary range but not more than he/she was receiving at the time of bumping.

Section Five. Reemployment. (a) Any permanent employee who is laid off or who bumps into a lower class may request that his/her name be placed on his/her agency reemployment list and and/or a statewide reemployment list. The agency reemployment list will be given preference.

An employee shall be entitled to specify for placement on the reemployment list(s) for any and all classes in which he/she formerly held permanent status or which are deemed comparable. Employees must designate location preference when placed on these list(s) and whether or not temporary or durational positions would be acceptable.

Three waivers of positions offered from a reemployment list will result in removal from that list. An employee will also automatically be removed from the reemployment list(s) if appointed to a position in the same salary group held at the time of layoff, provided, however, that such removal shall not occur if an employee is appointed to a temporary or durational position. Any employee appointed from the reemployment list to a temporary, durational or part-time position shall have their rights and benefits determined in accordance with Article 3. An employee appointed from a reemployment list to a position

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in a lower salary group than other classification(s) for which he/she had been placed on the reemployment list(s) will remain eligible for certification from the reemployment lists for the classifications of higher salary groups, not to exceed the salary group held at the time of layoff.

(b) The names of permanent employees shall be arranged on the reemployment list(s) in order of seniority as defined in Article 12, Section One (1).

(c) An employee appointed from a reemployment list to a position in his/her former salary group will be appointed at the same step in such group as held when he/she was laid off. An employee appointed to a position in a lower salary group will be appointed at the closest rate of pay to the one held by the employee at the time of layoff, but not higher.

(d) An employee who has been laid off and also is on an agency reemployment list shall have priority in filling vacancies over promotional candidates.

Section Six. The determination of class comparability shall be in the sole discretion of the Commissioner of Administrative Services and shall not be grievable or arbitrable.

With respect to bumpees, the classification series and the classes assigned to each series shall be in the sole discretion of the Commissioner of Administrative Services and shall not be grievable or arbitrable.

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

Section Eight. The process to be used for a tie breaker in the event two or more employees have the exact same seniority, per Article 12 Section One, shall be in the order presented below:

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1. Time in the classification.

2. Coin toss or drawing of lots.

ARTICLE 14TRANSFERS

Section One. A permanent employee may apply in writing for transfer to a specific shift or work location. These applications shall be retained in an appropriate file by the agency, facility or institution. The agency shall also maintain a list of transfer applications. This list, together with a list of vacancies, shall be updated quarterly and copies shall be provided to Council #4 and the appropriate local.

In general, no application for employee transfer will be accepted within one (1) year of the effective date of an employee initiated transfer.

Section Two. When a vacancy occurs in a classification, the agency will review the applications of permanent employees seeking lateral transfer to the shift or work location where the vacancy exists. Of those applicants who are equally qualified for the vacancy, preference will be given to the employee with the greatest seniority as defined in Article l2, Section One. "Equally qualified" shall mean all employees who hold permanent status in the same job classification and whose most recent annual evaluation is satisfactory or better.

Section Three. This Article shall not be deemed to limit the agency's right to fill a vacancy by some means other than lateral transfer when the need for training, operational efficiency, staffing and service requirements, need for special skills or background, or compliance with Federal or State programs so dictate. The agency's decision concerning such factors shall be final. However, the Union and/or the most senior qualified employee(s) on the transfer list for such vacancy, if adversely affected by such decision, shall, upon

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request, be provided with a formal explanation of the basis for the decision. The Union or any employee(s) may grieve concerning a pattern of unreasonable denial to qualified transfer applicants.

Section Four. In order to fulfill the service needs of clients and/or the Agency mission, involuntary transfers and reassignments may be necessary. Reassignment is defined as a change in unit within the same shift and work location. Involuntary transfers and reassignments shall be governed by the following:

(a) Volunteers will be solicited at the facility from which employees will be transferred or reassigned before involuntary transfers or reassignments are made.

(b) The Employer shall not transfer or reassign an employee for disciplinary purposes.

(c) In choosing among employees in a job classification who are equally qualified for the position to which there will be a transfer or reassignment, the Employer shall select the least senior employee, subject to the following:

1. Any employee whose round-trip commuting distance (home to work to home) would increase by fifty (50) miles over current commuting distance shall not be considered for such transfer.

2. If all qualified employees would be excluded by the application of (l) above, inverse seniority shall govern.

3. When an employee is involuntarily transferred or reassigned as provided herein, he/she shall retain the first right for return to a position in the classification, assignment or location from which transferred or reassigned when such becomes available. Failure to exercise this right of return when it first occurs will forfeit any priority claim to the position.

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4. A minimum of three (3) weeks notice shall be given to the employee for the involuntary transfer or reassignment.

(d) Any alleged violation of this Section shall be grievable and arbitrable.

Section Five. The Union and the Employer recognize that there are situations when a change in work surroundings of a particular employee is in the best interest of all parties. Where such situations are present, the Agency or the Union shall apprise the other. With the agreement of the Local Union President and the Agency the transfer or reassignment will be permitted.

Section Six. On a quarterly basis, within thirty (30) days of receipt of the transfer list, Local Presidents may present possible swap opportunities to Agency HR Director(s) or designee(s). Swap requests will be granted at the discretion of the Agency. In any event, the Agency will respond to the request within 30 days of receipt. Such swaps shall require that no more senior qualified employee whose name is on the transfer list is bypassed and shall require the approval of the Local President (s). Denial of swap requests shall be grievable but not arbitrable.

ARTICLE 15GRIEVANCE PROCEDURE

Section One. Definition. Grievance. A grievance is defined as, and limited to, a written complaint involving an alleged violation or a dispute involving the application or interpretation of a specific provision of this Agreement.

Section Two. Grievances shall be filed on mutually agreed forms which specify: (a) the facts, (b) the issue, (c) the date of the violation alleged, (d) the specific controlling contract provision, (e) the remedy or relief sought. A

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grievance may be amended up to and including Step II of the procedure.

Section Three. A Union representative, with or without the aggrieved employee, may submit a grievance and the Union may in appropriate cases submit an "institutional" or "general" grievance in its own behalf. When individual employee(s) or in case of a class grievance, a group of employees elect(s) to submit a grievance without Union representation, the Union representative or steward shall be notified of the pending grievance, shall be provided a copy thereof, and shall have the right to be present at any discussion of the grievance, except that if the employee does not wish to have the steward present, the steward shall not attend the meeting but shall be provided with a copy of the written response to the grievance.

The steward shall be entitled to receive from the Employer upon request all documents furnished to the grievant pertinent to the disposition of the grievance and to file statements of position. Any adjustment of a grievance filed by an employee(s) without representation shall not be inconsistent with the terms of this Agreement.

Section Four. Informal Resolutions. The grievance procedure outlined herein is designed to facilitate resolution of disputes at the lowest possible level of the procedure. It is therefore urged that the parties attempt informal resolution of all disputes and avoid the formal procedures. Whenever possible the parties are encouraged to resolve matters informally between the steward and the first supervisor outside the bargaining unit.

Section Five. A grievance shall be deemed waived unless submitted at Step l within thirty (30) days from the date of the cause of the grievance or within thirty (30) days from the date the grievant or any Union representative or steward knew or through reasonable diligence should have known of the cause of the grievance. A grievance shall be deemed waived

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unless subsequently processed within the time limits provided in this Agreement.

Section Six. The Grievance Procedure.

Step I. A grievance may be submitted within the thirty (30) day period specified in Section Five to the agency head or his/her designee. Such individual shall meet with the Union representative and/or the grievant within ten (10) days of the submission of the grievance, and issue a written response within ten (10) days thereafter.

Step II. The parties acknowledge that orderly administration of the contract grievance procedure requires the Director of the Office of Labor Relations to play an active role in the contract grievance procedure. Accordingly, no grievance shall be deemed ripe for submission to arbitration unless and until the Director or his/her designee has had an opportunity to resolve the grievance. An unresolved grievance may be appealed to the Director within ten (10) days of the date of the Step I response. Said Director or his/her designated representative will hold a conference within thirty (30) days of receipt of the grievance and issue a written response within ten (l0) days of the conference.

Step III. Arbitration. Within fourteen (l4) days after the employer's answer is due at Step II or if no conference is held within thirty (30) days, within fourteen (l4) days after the expiration of the thirty (30) day period, an unresolved grievance may be submitted to arbitration by the Union or by the State, but not an individual employee, except that individual employees may submit to arbitration in cases of dismissal or suspension of more than five (5) working days.

Section Seven. For the purpose of the time limits hereunder, "days" means calendar days unless otherwise specified. The parties by mutual agreement may extend time limits or waive any or all of the steps or meetings hereinbefore cited.

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Section Eight. In the event that the State Employer fails to answer a grievance within the time specified at Step I, the grievance may be processed to Step II and the same time limits therefore shall apply as if the State Employer's answer had been timely filed on that last day.

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

Section Nine. (a) The parties shall establish a panel of at least three (3) mutually acceptable arbitrators. Unless the parties agree to the contrary for a particular case, the arbitrator shall be selected by rotation in alphabetical order from the panel of arbitrators. If the arbitrator is not available to schedule the beginning hearing within a time period acceptable to the parties the next arbitrator in rotation who is available shall be selected. During the sixty (60) day period following Legislative approval of the contract, both parties shall have the ability to reevaluate the panel of arbitrators in place and to remove any arbitrator during that period. Submission to arbitration shall be by certified letter, postage prepaid to the Director of the Office of Labor Relations. The expenses for the arbitrator's service and for the hearing shall be shared equally by the State and the Union, or in dismissal 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 the party submitting to arbitration.

On grievances when the question of arbitrability has been raised, either party may request that the arbitrator issue a decision on the issue of arbitrability prior to hearing the merits of the case.

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

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In cases of dismissals, demotions or suspension in excess of five (5) days, either party may request the arbitrator to maintain a cassette recording of the hearing testimony. In such cases either party may also request that there be an official stenographical service provided. Costs of transcription shall be borne by the requesting party. A party requesting a stenographic transcript shall arrange for the stenographer and pay the cost thereof. The State will continue its practice of paid leave time for witnesses of either party.

(c) The arbitrator shall have no power to add to, subtract from, alter, or modify this Agreement, nor to grant to either party matters which were not obtained in the bargaining process, nor to impose matters which were not obtained in the bargaining process, nor to impose any remedy or right of relief for any period of time prior to the effective date of the Agreement, nor to grant pay retroactivity for more than thirty (30) calendar days prior to the effective date of the Agreement, nor to grant pay retroactivity for more than thirty (30) calendar days prior to the date a grievance was submitted at Step I.

The arbitrator shall render his/her decision in writing no later than thirty (30) calendar days after the conclusion of the hearing unless the parties jointly agree otherwise.

The arbitrator's decision shall be final and binding on the parties in accordance with Connecticut General Statutes Section 52-4l8, provided, however, neither the submission of questions of arbitrability to any arbitrator in the first instance nor any voluntary submission shall be deemed to diminish the scope of judicial review over arbitral awards, including awards on arbitrability, nor to restrict the authority of a court of competent jurisdiction to construe any such award as contravening the public interest.

(d) The parties may, by mutual agreement, consolidate for hearing by a single arbitrator two (2) or more grievances

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arising out of the same or similar fact situations or involving the same issues of contract interpretation or both.

Section Ten. Notwithstanding any contrary provision of this Agreement, the following matters shall not be subject to the grievance or arbitration procedure:

(a) Dismissal of employees during the initial working test period.

(b) Dismissal of nonpermanent employees.

(c) The decision to layoff or nondisciplinary termination of employment. The Local President shall receive concurrent written notice of all nondisciplinary terminations.

(d) Classification and pay grade for newly created jobs, provided, however, this clause shall not diminish the Union's right to negotiate on pay grades.

(e) Disputes over claimed unlawful discrimination shall be subject to the grievance procedure but shall not be arbitrable if a complaint is filed with the Commission on Human Rights and Opportunities arising from the same common nucleus of operative fact.

(f) Any incident which occurred or failed to occur prior to the effective date of this Agreement, with the understanding that grievances filed prior to that date shall not be deemed to have been waived by reason of the execution of this Agreement.

(g) The decision to subcontract.

Section Eleven. All Step 2 conferences, arbitrations and grievance related meetings shall be closed to the press and the public, unless the parties jointly agree to the contrary.

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ARTICLE 15ARECLASSIFICATION GRIEVANCES

Disputes over an employee's job classification (reclassification grievances) shall be subject to the grievance procedure with the following exceptions:

1. The grievance will be filed directly to Step 1, the agency appointing authority or his/her designee.

2. The second Step of the reclassification grievance shall be the Commissioner of Administrative Services.

3. Disputes over an employee's job classification (reclassification grievance) shall be subject to the grievance procedure but shall not be arbitrable. The final step shall be appealed to a four (4) person panel consisting ofPersonnel officers from each of two (2) State agencies, each of which has more than one hundred (100) employees, and two (2) designees of the Union who are experienced in the area of job classification.

ARTICLE 16DISMISSAL, SUSPENSION, DEMOTION OR OTHER DISCIPLINE

Section One. No permanent employee who has satisfactorily completed the working test period shall be reprimanded, demoted, suspended or dismissed except for just cause.

Just cause may include but is not necessarily restricted to incompetency, inefficiency, neglect of duty, misconduct or insubordination.

Section Two. After a management decision is made to impose a suspension, demotion or dismissal, the Agency Head or his/her designee will offer the employee the opportunity for a pre-disciplinary conference in accordance with State Administrative Regulations Section 5-240-7a, which states:

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(a) Prior to a decision to suspend an employee, demote an employee except at the request of the employee or dismiss an employee, the appointing authority shall provide the employee with oral or written notice. (See MOU IX, Appendix B) The notice shall include what form of action is being considered, shall contain a concise statement explaining what evidence supports the imposition of the action that is being considered and shall state a specific time and place for a meeting where the employee will be given an opportunity to present his side of the story and reasons why the employee feels that the action being considered should not be taken. The meeting will be held by the appointing authority or the appointing authority's designee.

(b) If written notice is given, it may be mailed, return receipt requested, or hand delivered to the employee at work. If the notice is mailed, the time of the meeting when the employee will be given an opportunity to present his side of the story shall be no sooner than five working days following the mailing of the notice. If the notice is hand delivered to the employee at work or given orally, the time of the meeting when the employee will be given an opportunity to present his side of the story may be any time following receipt of the notice, including immediately following the receipt of the notice unless the complexity of the charges requires additional time. In such case the employee may request and be granted a reasonable amount of time before being required to respond.

(c) If an employee declines or fails to attend the prediscipline meeting, the appointing authority may proceed with disciplinary action consistent with the notice provided under this section.

Written notice of the formal disciplinary action (suspension, demotion or dismissal) shall be sent to the employee by certified mail or served in person. A copy of such notice shall be provided to the Local Union President by certified mail

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within twenty-four (24) hours of the notice to the employee, or by the close of the next business day.

Section Three. Notwithstanding the provisions of Section Two, advance notice of suspension or dismissal may be waived in cases where:

(a) the Agency Head or his/her designee determines that there is probable cause that the employee's action(s) constitutes serious misconduct affecting the public, the welfare, health or safety of patients, inmates or state employees or the protection of state property;

(b) the Agency Head or his/her designee determines that there is probable cause that the employee's continued presence on the job would severely interfere with operations. Such determination shall be reviewable through the grievance and arbitration process.

In these cases, a notice of discipline shall be served no later than five (5) days following the date the employee is suspended or dismissed.

Section Four. Permanent employees shall submit grievances concerning dismissal, suspension or disciplinary demotion directly to Step II of the grievance procedure within twenty (20) calendar days of the written notice. By mutual agreement, such a grievance may be expedited directly to arbitration. All other disciplinary grievances shall be filed in accordance with Article l5.

All grievances filed directly to Step II shall include a copy of the disciplinary notice and a copy of the grievance form shall be sent concurrently to the employee's agency designee.

Section Five. The State reserves the right to discipline or discharge employees for breach of the No Strike article. An employee may grieve whether he participated in a violation of such Article directly to Step II. If in an arbitration proceeding the Employer establishes that the employee(s) breached the No

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Strike article, the arbitrator shall not substitute his judgment for that of the Employer as to the appropriateness of the discipline imposed.

Section Six. The grievance procedure shall be the exclusive forum for resolving disputes over disciplinary action and shall supersede all preexisting forums. It is understood that the arbitrator's remedial powers include reinstatement with full back pay and restoration of all other rights.

Section Seven. Employer Conduct for Discipline. Ifan Employer has reason to reprimand or counsel an employee, it shall be done in a manner that will not embarrass the employee before other employees or the public.

Section Eight. An appointing authority may, pending an investigation of alleged action which constitutes ground fordismissal (including disposition of criminal charge against the employee), place the employee on leave of absence with pay not to exceed sixty (60) days. The employee shall be given written notice of the leave of absence with pay which shall state the effective date, the duration of such leave and the reasons why the action is being taken. A report of the leave, together with a copy of the notice to the employee shall be forwarded immediately to the Commissioner of Administrative Services. If the employee is not dismissed as a result of the investigation (or within the sixty (60) days), he/she shall be reinstated retroactive to the starting date of the leave. Such reinstatement, however, shall not preclude other disciplinary action under appropriate regulations. If dismissal results, notice shall be given as provided above.

In all cases where practicable, the State will investigate the possibility of alternative assignment.

Section Nine. Interrogation. An employee who is being interrogated concerning an incident or action which may subject him/her to disciplinary action shall be notified of his/her right to have a Union steward or other representative present, upon request, provided, however, this provision shall

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not unreasonably delay completion of the interrogation. This provision shall be applicable to interrogation before, during or after the filing of a charge against an employee or notification to the employee of disciplinary action.

The provisions of this Section shall not be interpreted to prevent a supervisor from questioning an employee at the workplace.

Section Ten. Whenever practicable, the investigation, interrogation or discipline of employees shall be scheduled in a manner intended to conform with the employee's work schedule, with an intent to avoid overtime. When any employee is called to appear at any time beyond his/her normal work time and actually testifies, he/she shall be deemed to be actually working. This provision shall not apply to Union Stewards or Executive Board members.

ARTICLE 17HOURS OF WORK AND WORK SCHEDULES

Section One. Work Schedules. (a) Standard Workweek. The standard workweek for full-time employees shall be forty (40) hours in five (5) consecutive days with regularly established starting and ending times. Employees who are on standard workweeks shall receive three (3) weeks notice of any change in scheduled hours except in emergencies.

In the case of a contemplated significant change in agency operating hours and/or the establishment of significantly different work schedules, the following steps shall be taken:

(l) The Employer shall consider recommendations of appropriate professional staff representatives as to the necessity of the change and, if the change is to be effected, proper staffing needs.

(2) Staffing needs will be met by volunteers before employees are assigned provided that there are sufficient volunteers qualified to do the work.

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(3) If there are not enough volunteers, preference for schedule selection shall be given to the most senior employees qualified to perform the work until staffing needs are met.

(b) Nonstandard Workweek. A nonstandard workweek for full-time employees shall average five (5) workdays and forty (40) hours per week over a period of eight (8) weeks or less. Employees who are on nonstandard workweeks shall have regularly established starting and ending times and shall receive two (2) weeks notice of any schedule change, except in emergencies.

(c) Unscheduled Workweek. An unscheduled workweek for full-time employees shall be forty (40) hours in five (5) consecutive days, with starting and ending times determined by the requirements of the position.

(d) During the life of this Agreement, prior to the establishment or dis-establishment of nonstandard or unscheduled workweeks as defined in subsections (b) and (c) above, the State shall notify the Union. A period of thirty (30) days shall be allowed for discussion and good faith negotiation over the proposed schedule change(s). If no agreement is reached within the thirty (30) day period, the State reserves the right to implement its last proposal.

Any employee whose workweek is to be changed from a standard workweek to such newly established nonstandard or unscheduled workweek, or from a nonstandard or unscheduled workweek to a standard workweek, shall be given at least two (2) weeks notice of the change.

(e) Work schedules shall not be changed for the primary purpose of avoiding the payment of overtime.

Section Two. Upon request of an employee and by mutual agreement amongst the employee, the Union and an appropriate management designee, the employee's work schedule may be rearranged to accommodate needs in such

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areas as child care, family care, medical requirements, transportation or participation in an educational program.

Section Three. The State reserves the right to establish work schedules at variance with Section One above in order to meet emergency needs such as a fuel emergency. Prior to implementing such an alternative work schedule, the State shall notify the Union. A period of thirty (30) days shall be allowed for discussion and good faith negotiation with the Union over the proposed schedule change(s). If no agreement is reached within the thirty (30) day period, the State reserves the right to implement its last proposal.

In addition, the State and the Union shall cooperate in developing experimental programs to determine the feasibility of establishing alternative work schedules such as flextime. Implementation of such experimental programs shall be by mutual agreement between the State and the Union.

Section Four. Meal Periods. Meal periods shall be scheduled close to the middle of a shift consistent with the operating needs of the agency.

Employees who are required to supervise inmates/clients or patients during meal periods shall have such time counted as work time.

Section Five. Subject to the operating needs of the agency, employees will be granted rest periods of fifteen (l5) minutes in each half shift. Said rest periods shall be scheduled to meet the needs of the Employer and shall ordinarily be scheduled in the middle portion of each half shift.

Notwithstanding the above provisions, such rest periods will be granted in a manner which will guarantee no break in service to the clientele served by the work location. There may be temporary emergency situations requiring the employees' constant presence in the work situation where the rest period cannot be granted. Notwithstanding the above, the employee

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shall not waive his/her right to grieve where a pattern of denial of rest periods over a period of time can be shown.

ARTICLE 18OVERTIME

Section One. (a) The provisions of this Section shall be interpreted consistent with Section 5-245 except when specifically provided otherwise.

(b) The State will continue to pay overtime to eligible employees at the straight time rate for hours over thirty-five (35) but under forty (40), and at time-and-one-half for hours worked over forty (40), except as provided otherwise in Section 5-245 for employees on rotating shifts and unscheduled positions and classes and except for averaging schedules approved by the Commissioner of Administrative Services. Except as provided below, the payment of straight time for overtime hours worked over thirty-five (35) but under forty (40) shall not be used as a basis for extending the regular workweek beyond thirty-five (35) hours, provided, however, the State shall retain its right to require overtime under Regulation 5-245-l. Reference in this Article to changes in work schedules shall refer to the regular workweek up to but not beyond forty (40) hours with respect to those classes in which such regular work schedules have already been approved by the Commissioner of Administrative Services for some but not all of the employees in any such class. Whenever possible, volunteers will be solicited before employees are assigned.

Call Back Pay. Employees who have left work after the end of their scheduled work shift and who are called back to work shall receive a minimum of four (4) hours of overtime. This provision shall not apply to employees who are called in early prior to their regular starting time and work through their regular shift.

(a) Overtime pay shall not be pyramided.

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(b) When practicable, overtime checks shall be paid no later than the second payroll period following the overtime worked.

Section Two. Distribution of Overtime.

The parties recognize that an equalization effort for the distribution of overtime is a beneficial activity. Therefore each agency, in conjunction with the local union, shall develop an acceptable rotational system. Each rotational system will contain the following procedural recognitions:

1. Volunteers are the preferred means to meet overtime requirements.

2. Employees shall be provided an opportunity to be included on a voluntary list by classification, annually and upon hire or transfer.

3. The list(s) shall be arranged within classification in order of seniority. Overtime offerings shall follow seniority sequence.

4. Overtime shall be offered first to the senior employee with the fewest hours if credited (charged) overtime to his/her record.

5. The period of overtime crediting will be the contract year.

6. Each offer of overtime will be recorded as equal to time worked for distribution purposes.

7. In the event no volunteers accept the offering, the least senior employee on the list with the fewest overtime hours credited shall be drafted to work.

8. Overtime requirements may be determined by case assignments; in such situations the overtime may be assigned accordingly. General overtime assignments will be adjusted to account for these case assignments in the distribution procedure.

9. In the event of a missed opportunity of overtime (not being contacted in rotation) the remedy will be a make-up turn in the rotation.

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10. In the event there are no volunteers (list) for overtime assignments, the agency retains its right to order employees to work. A refusal to work overtime when ordered by an appropriate authority shall subject an employee to disciplinary action.

11. An employee who has not volunteered to be included on a voluntary list shall not be penalized for such refusal.

12. The appointing authority shall allow agents of the exclusive representative to inspect official records of overtime worked.

Section Three. Pursuant to C.G.S. section 5-245(b)(1), the employees in the following classification are deemed exempt from overtime payment requirements within this collective bargaining agreement:

Employment Security Appeals Referee Employment Security Associate Appeals Referee Employment Security Principal Appeals Referee HRO Assistant Commission Counsel 1 (except as provided otherwise by the separate agreement for those functioning as HRO Investigators) HRO Assistant Commission Counsel 2 Labor Department Operations Coordinator Labor Department Program & Services Coordinator Protection & Advocacy Program Director Youth Wilderness School Assistant Director Youth Wilderness School Director

Said exempt employees shall be allowed to accumulate compensatory time during a four (4) month period of either July through October, November through February or March through June. The employee should schedule and use his/her accumulated compensatory time within the three (3) month period following the accumulation period.

In the event the employee fails to schedule the compensatory time, the agency shall schedule such time

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within the designated three (3) month period. In the event the employee is not allowed to use this compensatory time within the parameters of arranged schedules, the agency, upon request from the employee or the union, shall seek permission from the Office of Policy and Management (OPM) for payment of such compensatory time within the fourth (4th) month following the accumulation period. The employee will receive either compensatory time off or straight time payment for such time.

Notwithstanding the above, when the appointing authority determines that the granting of compensatory time off would create a hardship on the agency, payment of straight time may be granted with the advanced approval of the Secretary of OPM or designee.

The above provisions for compensatory time will not apply to any employees in the above classifications who are determined by the US Department of Labor to be non-exempt and therefore entitled to overtime pay under the provisions of the Fair Labor Standards Act.

ARTICLE 19NON-DISCRIMINATION

Section One. The parties herein agree that absent a bona fide occupational qualification neither shall discriminate against any employee on the basis of race, color, religious creed, sex, age, national origin, ancestry, marital status, mental retardation, physical disability, lawful political activity, prior conviction of a crime, a previous mental disorder, or sexual orientation.

Section Two. Subject to the provisions of Article 7, Section 4, neither party shall discriminate, interfere, restrain or coerce any employee on the basis of membership or nonmembership or lawful activity on behalf of the exclusive bargaining agent or exercise of rights under this agreement.

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Section Three. Each employee shall be expected to render a full and fair day's work in an atmosphere of mutual respect and dignity, free from abusive and/or arbitrary conduct.

Section Four. An employee shall be entitled to Union representation at each step of the grievance procedure and at all disciplinary meetings and interrogations.

Section Five. No employee shall be requested to sign a statement of an admission of guilt to be used in a disciplinary proceeding without being advised of his/her right to union representation. If the employee waives the right to representation, such waiver shall be in writing.

Section Six. No employee shall be compelled to offer evidence under oath against himself/herself in any step of the Grievance and Arbitration Procedure. Testimony by the employee on his/her own behalf shall constitute a waiver of this protection.

Section Seven. In any off-duty conduct involving criminal charges or criminal investigation which yields no charges, statements made by the accused to an investigator or police officer shall not be admissible in a later administrative action unless clearly job related.

ARTICLE 20CONTRACTING OUT

During the life of this Agreement, no full-time permanent employee will be laid off as a direct consequence of the exercise by the State of its right to contract out.

ARTICLE 21LABOR-MANAGEMENT COMMITTEE

Section One. To facilitate communication between the parties and to promote a climate conducive to constructive employee relations, joint labor-management committees may be established at the agency level to discuss the implementation of this Agreement and other matters of mutual

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interest. Such committees shall include up to seven (7) representatives of each party. Among the matters which this committee may review are affirmative action matters, employee productivity, flexible work schedules including the identification and development of pilot programs designed to test the feasibility of this concept, safety and health issues and other issues pertaining to the provisions of this Agreement. Staff representatives of the Office of Labor Relations Servicesand the Union may participate in such meetings.

Section Two. Local labor-management committees may be established in large offices to discuss local problems. Local committees shall include up to three (3) representatives of each party. Problems outside of the scope of the local office shall be referred to the agency labor-management committee.

Section Three. Labor-management committee meetings may be requested by either party and shall be scheduled at a mutually convenient time as soon as practicable. Agenda items may be submitted by either party, and if practicable, one (l) week in advance of a meeting.

Section Four. Approved time spent in such meetings shall neither be charged to leave credits nor considered as overtime worked.

Section Five. Labor-management committees shall have no authority to negotiate agreements, but may exchange letters of understanding and/or approved meeting minutes.

ARTICLE 22SAFETY

Section One. (a) The employer shall provide a workplace free from unsafe or unhealthy conditions. The Employer shall make every effort to make repairs or to adjust unsafe or unhealthy working conditions as soon as possible after such conditions become known to the Employer.

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No employee shall be required to perform work under unsafe or unhealthy conditions; provided, however, that an employee must follow the rule "work now, grieve later" unless there is imminent danger to the employee's physical well-being.

The employer shall provide training regarding "universal precautions,” to newly hired employees, and any field employee not previously trained, who may be at risk to exposure to infectious or communicable diseases as a result of their job responsibilities. Training will include precautionary methods to avoid communicable diseases, such as, but not limited to, TB, Hepatitis B and HIV. All employees shall be informed by the employer of the standard procedure for getting Hepatitis B vaccine, as required by federal OSHA standards.

(b) Each agency, upon request from the union, shall establish an agency-wide safety committee. The subject matter for these committees will encompass the total arena of safety and health as applicable to the agency and its employees. The committee shall be composed of an equal number of members from labor and management. The size of the committee shall not exceed ten (10) individual employees.

Section Two. After notification by the Union or employees, the Employer shall make every effort to make repairs or adjust unsafe or unhealthy working conditions where the safety and health of its employees are jeopardized. Such repairs and adjustments shall be made as soon as possible. If repairs or adjustments cannot be made promptly, the reasons shall be discussed with the Union and/or employees.

Section Three. The bargaining unit representatives agree to bring to the attention of the employer any conditions within the working environment deemed unsuitable under provisions of applicable laws or regulations. Should a dispute arise regarding interpretation of applicable directives or the nature of working conditions, including comfort conditions, or when there is no applicable law or regulation, and a dispute arises, the issue will be referred to Connecticut OSHA if it is

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not resolved by an agency designee. Disputes over unsafe or unhealthy work conditions shall be processed through the Labor Department for compliance with Connecticut OSHA.

Section Four. Safety. The State shall provide safety equipment for employees with field assignments. Such equipment shall be for universal precautions, i.e. wipes, rubber gloves, cleaning solutions and masks. The Employer shall furnish cell phones (or a communications device equal to orbetter than a cell phone) to employees assigned with the responsibility of making client-associated field visits. Financial and budgetary restrictions may influence the extent to which these devices are available.

ARTICLE 23INDEMNIFICATION

Section One. The State shall continue to indemnify an employee for damage or injury, not wanton or willful, caused in the performance of his/her duties and within the scope of his/her employment, as provided by Section 5-l4ld., Connecticut General Statutes.

Section Two. The State shall provide counsel to an employee who is sued for malpractice, provided that the employee was acting within the scope of his/her employment and was not acting in a willful or wanton manner.

In cases where the State is also a defendant and where there is a potential conflict of interest on the part of attorneys for the State, the employee may request that the State provide reasonable attorney's fees for private counsel.

Disputes over the State's obligations to provide counsel under this Section shall be subject to expedited arbitration. In deciding questions of whether an employee was acting within the scope of his/her employment or in a willful or wanton manner, the arbitrator shall give due weight to the remedial purpose of the indemnification statutes.

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ARTICLE 24PREGNANCY, MATERNAL AND PARENTAL LEAVE

Section One. Health insurance coverage for disabilities resulting from or contributed to by pregnancy shall be available consistent with the requirements of applicable law.

Section Two. Disabilities resulting from or contributed to by pregnancy, miscarriage, abortion, childbirth, or maternity, defined as that period of time, as certified by the attending physician, in which an employee is unable to perform the requirements of her job, will be charged to any accrued sick leave and may be charged to any other accrued leave upon the exhaustion of accrued sick leave.

After the period of paid leave, an employee who remains disabled may request a medical leave of absence to the extent provided by existing statutes and regulations, as they may be amended.

Section Three. Up to three (3) days of paid leave, deducted from sick leave, will be provided to a spouse in connection with the birth, adoption or taking custody of a child, or the prenatal or postnatal care of a spouse. Vacation or personal leave may also be used for such purposes, subject to the approval of the appropriate agency official.

Section Four. Parental and Family Leave. Parental leave and family leave shall be governed by C.G.S Section 5-248a (and any amendments) and the appurtenant regulations.

An employee who is granted a statutory non-disability leave may request and shall be granted the financial benefits of accrued vacation leave, personal leave and/or compensatory time during the period of statutory leave; however, such time, if taken during the period of statutory leave, shall not be utilized to extend the same leave for a period in excess of that described in the request for such leave or the statutory maximum.

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Holidays which occur during the period covered by the leave provisions of C.G.S. Sec. 5-248a shall not be compensated unless the employee is concurrently utilizing paid vacation, compensatory time or personal leave as may be permitted above and consistent with current practice.

Article 25 CIVIL LEAVE AND JURY DUTY

Section One. Civil Leave. (a) If an employee receives a subpoena or other order of the court requiring an appearance during regular working hours, time off with pay and without loss of earned leave time shall be granted. This provision shall not apply in cases where the employee is a plaintiff or defendant in the court action.

(b) If a court appearance (not jury duty) is required as part of the employees assignment, time spent shall be considered as time worked. If the appearance requires the employee's presence beyond his/her normal work day, all time beyond the normal work day shall be paid in accordance with Article l7.

Section Two. Jury Duty. An employee who is called to serve as a juror will receive his/her regular pay less pay received as a juror for each work day while on jury duty. This provision shall not apply to "on call" jury time when the employee is able to be at work.

Upon receipt of a notice to report for jury duty, the employee shall inform the personnel office immediately. The Employer may request that the employee be excused or exempted from jury duty if, in the Employer's judgment, the employee's services are needed at that time.

Time spent on jury duty shall not be considered time worked for the purpose of completing a working test period or trainee requirements.

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ARTICLE 26MILITARY LEAVE

A full-time permanent employee who is a member of the armed forces of the State or any reserve component of the armed forces of the United States shall be entitled to military leave with pay for required field training, provided such leave does not exceed three (3) calendar weeks in a calendar year. Additionally, any such employee who is ordered to active duty as a result of an unscheduled emergency (natural disaster or civil disorder) shall be entitled to military leave with pay not to exceed thirty (30) calendar days in a calendar year. During such leave the employee's position shall be held, and the employee shall be credited with such time for seniority purposes.

Other requests for military leave may be approved without pay. Nothing in this Article shall be construed to prevent an employee from attending ordered military training while on regularly scheduled vacation. Employees may use accrued leave to attend other military functions such as drills or parades.

The provisions of this Article shall supersede Sections 5-248(c) and 27-33 of the Connecticut General Statutes and the appurtenant regulations of the Personnel Policy Board.

ARTICLE 27HOLIDAYS

Section One. Full-time employees shall receive twelve (l2) paid holidays as follows: New Year's Day, Martin Luther King Day, Lincoln's Birthday, Washington's Birthday, Good Friday, Memorial Day, Independence Day, Labor Day, Columbus Day, Veteran's Day, Thanksgiving Day, Christmas Day, or a day designated by the State to be observed as a holiday in lieu thereof.

Section Two. Unless superseded in this Article, the provisions of Section 5-254 C.G.S. and the appurtenant regulations shall continue in force.

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Section Three. Overtime-Call-in on a Holiday. (a)Each full-time permanent employee whose job does not require him/her to work on a holiday shall ordinarily receive the holiday off and shall receive his/her regular week's pay for the week in which the holiday falls. When such employee is called in to work on a holiday, he/she shall receive overtime pay at the applicable rate but shall not receive a compensatory day off unless called in for less than four (4) hours, in which event the employee shall receive a compensatory day off in addition to such overtime pay.

(b) Each full-time permanent employee whose job requires him/her to work on a holiday falling on a regular scheduled day off shall receive overtime pay at the applicable rate in addition to the compensatory day off in lieu of such holiday.

Section Four. Compensatory Day. The Employer may schedule the compensatory day off within ninety (90) days of the holiday worked at the mutual convenience of the employee and the Employer. If no mutually agreed upon day off is scheduled, in the next thirty (30) days the Employer will schedule a compensatory day off or pay the employee his/her regular daily rate in lieu of the compensatory day.

Section Five. At Connecticut Juvenile Training School and the DCF Hotline, in continuous operations, each full-time employee whose job requires him/her to work on New Year’s Day (January l), Memorial Day, Independence Day, Labor Day, Thanksgiving Day and Christmas Day (December 25) shall receive premium pay in lieu of compensatory time. Such premium pay shall be at time and one-half the employee's daily rate, in addition to his/her regular biweekly pay.

If the employee wishes to take compensatory time off in lieu of the holiday pay, such shall be governed by Section Four above.

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Article 28 VACATIONS

Section One. Seniority as defined in Article l2, Section One, plus war service, shall be used to determine years of service for vacation accrual eligibility.

Section Two. Employees who were on the State payroll as of June 30, l977 shall accrue one and one-quarter (l-l/4) vacation days per month, except that employees who have completed twenty (20) years of service shall earn paid vacation credits at the rate of one and two-thirds (l-2/3) work days for each completed calendar month of service. For employees hired on or after July l, l977, the following vacation leave shall apply: zero to five (0-5) years, one (l) day per month; over five (5) and under twenty (20), one and one-quarter (l-l/4) days per month; over twenty (20), one and two-thirds (l-2/3) days per month. Vacation leave shall not accrue for any calendar month in which the employee is on leave of absence without pay an aggregate of more than five (5) working days.

Section Three. No employee will carry over more than ten (l0) days of vacation leave to the next year, provided however, that in exceptional circumstances agency permission may be granted to carry over more than ten (l0) days. Such permission shall not be unreasonably denied.

For employees hired on or before June 30, l977, the maximum accumulation of vacation shall be one hundred twenty (l20) days. For employees hired on and after July l, l977, the maximum accumulation shall be sixty (60) days.

Section Four. In the event that more employees request the same vacation time off than can be reasonably spared for operating reasons, vacation time off will be granted based upon seniority in State service, except that all employees shall be entitled to take at least one (l) week of their vacation inprime time. Prime time is defined as the period June lst through September l0th.

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Once vacation schedules are posted, or a vacation is approved, there will be no bumping on the basis of seniority. The Employer will not change scheduled vacations except in the case of emergency. Vacation requests shall be approved or denied promptly.

Section Five. Upon written request to the agency, no later than three (3) weeks prior to the commencement of a scheduled vacation period, an employee shall receive such earned and accrued pay for vacation time as he/she may request, such payment to be made prior to the commencement of the employee vacation period. Such advances shall be for the period of not less than one (l) pay week.

ARTICLE 29SICK LEAVE

Section One. Each employee shall accrue sick leave at the rate of one and one-quarter (l-l/4) days or the equivalent per completed calendar month of continuous full-time service, including authorized leave with pay, provided that:

(l) Such leave starts to accrue only on the first working day of the calendar month and is credited to the eligible employee on the completion of the calendar month.

(2) An eligible employee employed on less than a full-time basis shall be granted leave in proportion to the amount of time worked as recorded in the attendance and leave records.

(3) No such leave will accrue for any calendar month in which an employee is on leave of absence without pay an aggregate of more than five (5) working days.

(4) Sick leave shall accrue for the first twelve months in which an employee is receiving compensation benefits in accordance with Section 5-l42 or 5-l43 of the General Statutes.

Section Two. The appointing authority shall grant sick leave to the eligible employee who is incapacitated for duty.

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During such leave, the employee is compensated in full and retains his/her employment benefits. Such leave shall not be granted for periods of time during which the employee is receiving compensation in accordance with Section 5-l42 or 5-l43 of the General Statutes, except to the extent permitted by said Sections or for recuperation from an illness or injury which is directly traceable to employment by an employer other than the State of Connecticut.

Section Three. An eligible employee shall be granted sick leave:

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

(b) in the event of death in the immediate family as much as three (3) working days leave with pay shall be granted. Immediate family means spouse, father, mother, sister, brother, or child, and also any relative who is domiciled in the employee's household;

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

(d) for going to, attending, and returning from funerals of persons other than members of the immediate family, if permission is requested and approved in advance by the appointing authority and provided that not more than three (3) days of sick leave per calendar year shall be granted therefor.

Section Four. (a) In reviewing an employee's record to determine whether a sick leave usage problem exists, the Employer shall consider the following factors:

1. the number of days taken, and number of occasions

2. patterns of usage

3. the employee's past record

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4. the reasons for sick leave use

5. extenuating circumstances

(b) An occasion of sick leave is defined as any one continuous period of unscheduled absence for the same reasons. However, a reoccurrence of illness stemming from a premature return to work resulting in additional sick leave usage shall be considered as an extension of the original occasion provided such is verified by a physician.

Sick leave taken in the event of death in the immediate family shall not be considered an occasion of sick leave.

An occasion of absence shall not in and of itself carry any stigma or subject the employee to disciplinary action.

For the purpose of preparing service ratings, the number of sick time occasions shall not be considered in isolation; rather, the entire attendance record shall be considered, including those factors specified in (a) above.

Section Five. Medical Certificate. (a) An acceptable medical certificate (currently Form 33) signed by a licensed physician or other practitioner whose method of healing is recognized by the State, will be required of an employee by his appointing authority to substantiate a request for sick leave for the following reasons:

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

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

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

(4) leave of any duration when evidence indicates reasonable cause for requiring such a certificate.

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(b) The employer may provide a State physician to make a further examination.

Section Six. Advance and Extended Sick Leave. (a)No sick leave in excess of the leave accumulated to the employee's credit may be granted by the appointing authority unless approved by the Commissioner of Administrative Services. Such authorization shall be granted only in cases involving extended periods of illness or injury. In requesting an advance of sick leave, the appointing authority shall submit the following facts for the consideration of the Commissioner:

(l) the length of state service of the employee

(2) the classification of the employee

(3) the sick leave record of the employee for the current and for the four preceding calendar years

(4) a medical certificate which shall be on the prescribed form and which shall include the nature of the illness, the prognosis, and the probable date when the employee will return to work.

(b) No advance of sick leave may be authorized unless the employee shall have first exhausted all accrual to his/her credit for sick leave, personal leave, earned lieu time and for vacation leave, including current accruals. No advance of sick leave may be granted unless an employee has completed at least five (5) years of full-time work service. If approved, such extension shall be on the basis of one (l) day at full pay for each completed year of full-time work service. In no case shall advanced sick leave exceed thirty (30) days at full pay.

(c) Any such advanced sick leave as may be granted by the Commissioner of Administrative Services shall be repaid by a charge against such sick leave as the employee may subsequently accrue. Upon the employee’s return to duty, one-half of the employee’s monthly sick leave accrual shall be deducted for the re-payment of the advanced sick leave (e.g. if an employee would otherwise accrue ten (10) hours of sick

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leave for a month, the employee shall accrue five (5) hours of sick leave and the other five (5) hours shall be applied to the amount of advanced sick leave owed).

(d) An employee who has at least twenty (20) years of state service and who has exhausted his/her sick leave and his/her advance of sick leave may be granted extended sick leave with half pay for thirty (30) days upon the appointing authority's request and subject to approval by the Commissioner of Administrative Services.

Section Seven. Miscellaneous. (a) A holiday occurring when an employee is on sick leave shall be counted as a holiday and not charged as sick leave. When a full day off is granted by the act of the Governor, an employee on sick leave shall not be charged as being on sick leave.

(b) An employee laid off shall retain accrued sick leave to his/her credit provided he/she returns to State service on a permanent basis.

(c) An employee who has resigned from State service in good standing and who is reemployed within one (l) year from the effective date of his/her resignation shall retain sick leave accrued to his/her credit as of the effective date of his/her resignation.

(d) Following exhaustion of sick leave, an employee may request an unpaid medical leave of absence. Such request shall not be unreasonably denied in cases of leave of absence of up to thirty (30) days. Extension of the leave of absence beyond thirty (30) days shall be at the sole discretion of the Employer. An employee who is granted a medical leave of absence, including such a leave for maternity disability, shall not be required to exhaust accumulated vacation or personal leave prior to beginning the leave of absence without pay.

(e) From time to time, on an as needed basis, P-2 bargaining unit members may donate their accrued vacation, personal leave and/or sick leave to a member of the bargaining

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unit who is suffering from long term terminal illness or disability. Such donation may occur between different employing agencies. No employee may donate more than five (5) days of sick leave in a calendar year.

Section Eight. All agency rules and policies on sick leave for employees of this bargaining unit shall be consistent with this Article.

Section Nine. Upon death of an employee who has completed ten (l0) years of State service, the Employer shall pay to the beneficiary one-fourth (l/4) of the deceased employee's daily salary for each day of sick leave accrued to his/her credit as of his/her last day on the active payroll up to a maximum payment equivalent to sixty (60) days pay.

Section Ten. An employee who retires under the provisions of Chapter 66, C.G.S., shall be compensated, effective as of the date of his/her retirement, at the rate of one-fourth (l/4) of his/her daily salary for each day of sick leave accrued to his/her credit as of his/her last day on the active payroll up to a maximum payment equivalent to sixty (60) days' pay. Such payment for accumulated sick leave shall not be included in computing retirement income and shall be charged by the state comptroller to the department, agency or institution in which the employee worked.

ARTICLE 30PERSONAL LEAVE

In addition to annual vacation, each full-time permanent employee shall have three (3) days of personal leave of absence with pay in each calendar year. Personal leave days not taken in a calendar year shall not be accumulated.

Normally personal leave days will be requested ten (l0) days in advance but an employee may request such time with twenty-four (24) hours notice for each day requested without having to provide a reason. Such personal leave days will be granted whenever operating needs permit.

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Part-time employees who work twenty (20) hours or more per week shall be provided pro-rata personal leave.

ARTICLE 31COMPENSATION

Section One. There shall be no GWI for the contract year 2009-2010.

For 2010-2011 there shall be a two and one-half percent (2 ½%) GWI effective July 2, 2010.

For 2011-2012 there shall be a two and one-half percent (2 ½%) GWI effective July 1, 2011.

Section Two. There shall be no annual increment or lump sum payment for the contract year 2009-2010.

Annual increments and lump sum payments shall be delayed three months for 2010 -2011.

Annual increments and lump sum payments shall be delayed three months for 2011-2012.

There shall be no increase in the amount of the lump sum payment over the life of this contract.

Section Three. Employees shall continue to be eligible for longevity payments for the life of the contract in accordance with existing practice. The longevity schedule in effect on June 30, l985 shall remain unchanged in dollar amounts for the life of this Agreement and is appended hereto. Effective October 1, 1996 calculations for longevity shall be based upon total state service.

Section Four. The existing rules, regulations and rates for night shift differential will continue in force for the life of the contract. Effective the pay period including July 1, 2005, the rate for night shift differential shall be seventy-five cents ($.75) per hour. Effective the pay period including July 1,

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2007, the rate for night shift differential shall increase to eighty cents ($.80) per hour.

Section Five. Weekend Differential. (a) For the purposes of this Article, a weekend is

defined as the forty-eight (48) hour period beginning at ll:00 p.m. on Friday night and ending at ll:00 p.m. on Sunday night.

(b) Weekend differential shall be paid for working a full shift with a majority of shift hours falling on the weekend.

(c) Weekend differential shall be paid only for employees working in seven (7) day operations and only for hours worked and not while such an employee is on leave of any nature.

(d) Effective the pay period including July 1, 2005, the rate for weekend differential shall be fifty cents ($.50) per hour. Effective the pay period including July 1, 2008, the rates for the weekend differential shall be increased to fifty-five ($.55) cents per hour.

(e) Any bargaining unit employee at Connecticut Juvenile Training School, who is assigned to work in the capacity of Duty Officer, or at the Central Operations Post, on a holiday or a weekend, shall receive an “in charge” premium of ten percent (10%) of his/her hourly rate of pay for all hours worked on such assignment.

Section Six. Objective Job Evaluation. Effective June 23, 1995, the following point to pay grade assignments shall be as follows:

Grade Point Range 9 0 97 10 98 105 11 106 113 12 114 122

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Grade Point Range 13 123 131 14 132 149 15 150 169 16 170 185 17 186 202 18 203 220 19 221 239 20 240 259 21 260 275 22 276 290 23 291 310 24 311 332 25 333 355 26 356 381 27 382 409 28 410 427 29 428 443 30 444 469 31 470 497 32 498 524 33 525 552 34 553 578

Section Seven. Except where varied in this Agreement, the method of salary payment in effect on June 30, l985 shall continue.

Section Eight. In the event that the State determines that an employee has been overpaid, the employee will be notified in writing and the State shall meet with the affected employee and the Union. The State shall arrange to recover such overpayment from the employee over the same period of time the overpayment was made unless the State and employee agree to some other arrangement. Should the employee contest whether or how much he/she was overpaid, the refund procedure shall be stayed until the appeal is resolved.

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Section Nine. Should an agency develop the need to implement a standby (on-call) program, it shall first be negotiated between the Union and the State. In the event that an agreement is reached regarding an agency standby (on-call) program, compensation for those designated as being on standby (on-call) shall be at rates indicated in Section Seven (a) and (b) of Article 47. The agreements for such programs shall be incorporated into the contract by MOU.

ARTICLE 32TEMPORARY SERVICE IN A HIGHER CLASS

Section One. An employee who is assigned to perform temporary service in a higher class shall, commencing with the thirty-first consecutive calendar day, be paid for such actual work retroactive to the first day of such work at the rate of the higher class as if promoted thereto.

Section Two. Such assignments may be made when there is a vacancy which management has decided to fill, or when an employee is on extended absence due to illness, leave of absence, or other reasons. Extended absence is one which is expected to last more than thirty-one (31) calendar days.

Section Three. An appointing authority making a temporary assignment to a higher class shall issue the employee written notification of the assignment and shall immediately forward the appropriate form seeking approval of the assignment from the Commissioner of Administrative Services in writing.

The Commissioner of Administrative Services shall expedite requests for approval of assignments to temporary service in a higher class.

If on or after the thirty-first consecutive calendar day of such service, the Commissioner of Administrative Services has not approved the assignment, or in the event the Commissioner of Administrative Services disapproves the requested assignment, the employee upon request shall be reassigned to his/her former position.

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If the employee does not request reassignment to his/her former position, the employee shall continue working as assigned with recourse under the appeal procedure for reclassification. The form certifying the assignment will specify the rights and obligations of the parties under this Article.

Section Four. Temporary assignments to a higher class for periods of thirty-one (31) calendar days or less shall not be utilized to defeat the basic contractual obligation herein.

ARTICLE 33CLASS REEVALUATIONS

Section One. The procedure set forth in this Article supersedes the provisions of 5-200(p) relative to the right of employees or their representatives to appeal for class reevaluation (upgrading).

Section Two. The Union but not any employee shall have the right to appeal in writing by submitting data, views, arguments, or a request for a hearing relative to reevaluation of a class or classes of positions allocated to the State Compensation Plan. Within sixty (60) days after the receipt of such written data or holding the requested conference, the Director of Labor Relations or designee shall answer the appeal.

1. When there is a determination by the Director of Labor Relations or his/her designee that there are significant enough changes in job content/working conditions to affect the evaluation of the class, the director shall notify the Director of the OJE Unit and a MEC hearing will be scheduled within 60 days. This time frame may be extended for an additional 30 days by mutual agreement.

2. If the Director of Labor Relations determines that there are not significant enough job changes in the job

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content/working conditions, the director will notify the agency and the Union.

a. The Union shall have the right to appeal the determination of the Director of Labor Relations or his/her designee to a mutually agreed upon arbitrator or permanent umpire who shall be experienced in public sector position classification and evaluation. He/she shall base his/her decision on the following criteria:

i. Whether there was a change in job content/working conditions of the class appealed significant enough that it would change its evaluation points.

ii. Having found a significant enough change in job content/working conditions, the class shall be presented to the Master Evaluation Committee for evaluation.

3. The results of the Master Evaluation Committee class reevaluation hearing are considered to be the final evaluation for that appeal.

Section Three. Nothing in this Article shall be deemed to prevent the State from instituting a class reevaluation on its own initiative. The Union will be given two (2) weeks notice prior to a class reevaluation. Any dispute shall be subject to arbitration in accordance with this Article.

ARTICLE 34GROUP HEALTH INSURANCE

For the duration of this Agreement, the State shall continue in force the health insurance coverage in effect on July 1, 1999, unless modified by the Health Care Cost Containment process or by mutual agreement of the parties, or by coalition bargaining in accordance with C.G.S. 5-278.

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ARTICLE 35RETIREMENT

The terms and conditions of employee retirement benefits are negotiated separately by the State and the Unions. All provisions concerning retirement are governed by the separate agreement of the parties on that subject.

ARTICLE 36WORK RELATED DISABILITIES

Section One. Upon presentation to the agency of an injury claim form and supporting medical documentation as the result of a claimed on-the-job injury, the employee shall receive up to four (4) weeks pay, but in no event beyond the determination from the Worker's Compensation Division that the injury is not compensable. An employee shall have the option to use all accrued leave balances between the date of determination and the actual receipt of benefits. If the employee is entitled to Worker's Compensation benefits, the employee shall receive his/her first payment through the agency payroll office no later than four (4) weeks following such determination. An adjustment will be made at that time to provide for:

(a) reimbursement to the agency of up to four (4) weeks pay received by the employee under this clause:

(b) reimbursement of any payment made for leave time under this clause;

(c) restoration to the employee's leave bank of any leave utilized under this clause.

Section Two. The Employer will continue to pay its current contribution for life insurance and hospital and medical insurance for the period of time the employee is on a work-related disability leave under Section One of this Article.

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ARTICLE 37HAZARDOUS DUTY

The Union, and not any individual employee shall, upon request, be granted a hearing by the Director of the Office ofLabor Relations concerning a claim for hazardous duty pay differential. Disputes under this Section shall not be subject to the grievance and arbitration procedure.

ARTICLE 38UNIFORMS AND EQUIPMENT

(a) During the life of this Agreement, the State will not increase the cost to employees for uniforms and equipment.

(b) The employer shall pay the cost, maintenance, or replacement, of any new equipment, uniforms, security cards, ID cards, and/or security equipment.

ARTICLE 39TRAVEL REIMBURSEMENTS

Section One. Effective upon Legislative approval of this Agreement, an employee who is required to travel on Employer business shall be reimbursed for meals at the following rates:

Breakfast $ 7.50

*Lunch 9.00

Dinner 20.00

Taxes on meals shall be fully reimbursed. Gratuities shall be reimbursed to a maximum of fifteen percent (l5%) of the allowable meal maximum.

An employee who is required to remain away from home overnight in order to perform the duties of his/her position, shall be reimbursed for lodging expenses above the specified rate if lodging cannot be obtained at the lower rate and

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advanced approval is obtained. Advanced approval is not necessary in emergency situations.

*An employee who is involved in transporting a client/resident during the lunch period and who must stop for lunch with the client/resident shall be reimbursed according to the above rates for the cost of his/her lunch. Otherwise, lunch reimbursement is applicable only to out-of-state travel or when authorized in accordance with the Standard State Travel Regulations issued by the Commissioner of Administrative Services.

Section Two. An employee who is required to use his/her personal vehicle in the performance of duty shall be reimbursed 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 .

Employees required to utilize a personal vehicle for fifty percent (50%) of the assigned monthly work days shall be paid a daily auto usage fee equal to four dollars and fifty cents ($4.50) for each day of required usage, which shall be in addition to the mileage reimbursement described in Section Two.

Employees shall be notified of the minimum insurance requirements prior to using their personal vehicles in the performance of duties. In an emergency situation, an employee who uses his/her personal vehicle to attend to a client/resident shall be reimbursed regardless of the insurance requirement.

This Section shall not apply if the employee fails to report to work.

Section Three. Both the State and the Union acknowledge that there are occasions and circumstances when out of state travel is required over a weekend or on a holiday. When said circumstances are presented the agency shall first discuss the travel assignment with the individual employee who is most closely associated with the situation and/or case involved.

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In the event the identified employee accepts the travel assignment, those hours of work associated directly with the assignment shall be recorded as part of the employee’s overtime hours record for the purpose of overtime equalization.

If the identified employee declines the assignment the agency will seek volunteers from within the classification that covers the duties and functions to be provided and such volunteers shall be those who have been identified through the rotational system established in Article 18, Section Two. Any volunteer would have work hours associated with the assignment recorded as part of the employee’s overtime hours for the purpose of overtime equalization.

In the event of no volunteers the assignment will revert to the employee who has been identified as most closely associated with the situation and/or case involved. Under these circumstances the employee will be drafted for the assignment.

ARTICLE 40PRINTING OF AGREEMENT

The parties will share equally the cost of printing the Agreement by a Union printer. The Agreement shall be in booklet form.

ARTICLE 41MISCELLANEOUS

Section One. Blue Book. References in this Agreement to "rules and regulations" refer to the "Blue Book," Regulations of the Personnel Policy Board effective July l, l975 and any amendments thereto. Such references include also all applicable General Letters and Q-Items.

Section Two. Paid Leave Conversions. Each employee's accumulated leave balances (vacation, sick leave, personal leave) as of June 30, l979 shall be converted from days to hours on the basis of one (l) day equals seven (7) hours.

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All future accumulations of paid leave will be recorded on an hourly basis.

Section Three. Intermittent Claims Interviewers.The provisions of Article 2 notwithstanding, in the event that the Employer intends to hire Intermittent Claims Interviewers to work more than twenty (20) hours per week, the Employer shall notify the Union and shall negotiate only with respect to wages, hours of work and fringe benefits other than retirement.

Section Four. Lateness Due to Hazardous DrivingConditions. When an employee is late for work due to hazardous driving conditions or mass transportation failures, the employee shall not be charged for such lateness provided that he/she arrives at work within an hour of the start of the shift. In exceptional situations, up to two and one-half (2-1/2) hours may be excused without charge to the employee's leave balances if the severity of conditions so warrants.

Failure to excuse lateness of up to two and one-half (2-1/2) hours shall be subject to the grievance and arbitration provisions of this Agreement. In any such arbitration of a dispute under this Section, unless the Employer can be shown to have acted arbitrarily and capriciously, the arbitrator shall give substantial weight to the judgment of the Employer.

Section Five. Summer Picnic and Christmas Party. State agencies will release employees for up to one-half day off with pay to attend one (1) annual picnic and (1) Christmas party. In no case shall employees be released for more than the time of the event and employees who do not attend shall not be entitled to compensatory time. Employees shall cooperate in providing office coverage during such events, and responsibility for such coverage shall be equitably distributed.

Section Six. Whenever the word spouse is referred to (husband/wife) in this Agreement it shall also mean domestic partnership benefits under the parties’ pension and health care

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agreement except that such benefits will cease effective October 28, 2009.

Section Seven. The State shall reimburse each employee for the cost of the Client Fraud Security Fund.

ARTICLE 42SUPERSEDENCE

The inclusion of language in this Agreement concerning matters formerly governed by law, regulation or policy directive shall be deemed a preemption only of those sections specifically addressed in the provisions of this Agreement. Accordingly, those sections of written policies promulgated by the Department of Administrative Services, Comptroller, Office of Policy and Management, and the agency head or his/her designees or agent of the Governor shall be deemed superseded if addressed by specific provisions of this Agreement. The State will bargain collectively to the extent required by law before implementing any change in written policies involving wages, hours, and conditions of employment promulgated by the Department of Administrative Services, Comptroller, Office of Policy and Management, or agency head or designee or agent of the Governor that are not otherwise superseded by this Agreement, notwithstanding any contrary provisions of Article 2.

Statutes or regulations shall be construed to be superseded by this Agreement as provided in the Supersedence Appendix or where, by necessary implication, no other construction is tenable.

The Employer shall prepare a Supersedence Appendix listing any provisions of the Agreement which are in conflict with any existing statute or regulation for submission to the legislature. The Union shall be consulted in the preparation of the Supersedence Appendix.

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ARTICLE 43LEGISLATIVE ACTION

The cost items contained in this Agreement and the provisions of this Agreement which supersede pre-existing statutes shall not become effective unless or until legislative approval has been granted pursuant to Section 5-278, Connecticut General Statutes or as otherwise provided by said Section. The State Employer shall request such approval as provided in Section 5-278. If the legislature rejects such request as a whole or any portion thereof, the parties shall return to the bargaining table to discuss those items which the legislature has rejected.

ARTICLE 44SAVINGS CLAUSE

Should any provision of this Agreement be found unlawful by a court of competent jurisdiction, at the request of either party, negotiations shall commence solely on any such provision, Article 2 notwithstanding; provided, however, that negotiations shall not be required during the pendency of any appeal, unless the particular provision is not being implemented.

ARTICLE 45TUITION REIMBURSEMENT

Section One. Any employee who has completed six months of service and is continuing his/her education in a job related area, or in an area that will assist the employee in upward mobility or promotional opportunities, shall be eligible for tuition reimbursement for a maximum of eighteen (l8) credits or the equivalent per year.

Section Two. There shall be a fund for the purpose of tuition reimbursement. The State shall allocate to this fund $220,000 effective July 1, 2006; $240,000 effective July 1, 2007; $260,000 effective July 1, 2008 and annually thereafter.

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The funds that are unexpended in one contract year shall carry over into the next contract year provided, however, that the tuition reimbursement fund will expire on the expiration of this Agreement. The previous sentence notwithstanding, applications for tuition reimbursement that are submitted and approved within the final six (6) months of the Agreement may be paid, with any remaining available funds, up to three (3) months following expiration of this Agreement.

Section Three. An employee applying for tuition reimbursement must submit the appropriate forms not less than two (2) weeks prior to the start of the course. After approval has been received, if the employee decides not to take the

course(s) or to drop a course(s), he/she shall notify the Employer so that funds may be utilized for another employee. Upon presentation of evidence of payment and successful completion of the course(s), the employee shall receive tuition reimbursement as follows:

(a) For credit courses at accredited institutions of higher education the maximum reimbursement per credit hour shall be:

Effective Date Undergraduate Graduate

July 1, 2002 $110.00 $145.00 July 1, 2003 $135.00 $220.00

(b) For other courses or programs, there shall be fifty (50%) percent tuition reimbursement to a maximum of $57.50 per credit for undergraduate courses and $72.50 per credit for graduate courses.

Section Four. Tuition reimbursement for external degree programs and for courses offered at non-accredited institutions or non-credit courses shall be subject to prior approval by the Department of Administrative Services Human Resources Professional Development.

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Non-credit courses will be converted to an equivalent number of credits for the purpose of computing reimbursement. For example, six to fifteen hours of non-credit classroom time will be considered the equivalent of one credit.

For external degree programs, the enrollment fee and the examination fee for up to six examinations per year shall be covered by tuition reimbursement.

ARTICLE 46CONFERENCE AND WORKSHOP FUNDS

Section One. Effective July 1, 2006, there shall be $100,000 allocated for attendance by P-2 employees with more

than six (6) months of service at professional seminars, workshops or conferences. Each employee shall be entitled to a maximum of $500.00 reimbursement per contract year toward the cost of fees, travel, food and lodging related to attendance at such events. This entitlement may be combined once in any two (2) year period.

An employee may use a previous year’s unused entitlement for $1000 provided prior year funds were rolled over and available. Reimbursement for travel, food and lodging shall be consistent with Article 39 (Travel Reimbursements) of this Agreement and applicable State travel regulations.

Funds not reserved for seminars, workshops or conferences by March l of each year may be transferred to the P-2 tuition reimbursement program upon request of the Union.

Funds committed for workshops/conferences in one (1) fiscal year shall carry over to the next contract year.

Section Two. Request for attendance at professional seminars, workshops or conferences must be submitted to the Agency Head at least three (3) weeks in advance. Upon approval, at least two (2) weeks prior to attendance, the request shall be forwarded to the clearing committee to verify whether

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there are sufficient funds for attendance. The clearing committee will coordinate its activities with the designated personnel at the Office of the State Comptroller. The clearing committee shall have two (2) members: one (1) appointed by the Union and one (1) appointed by the State.

Section Three. If an employee who has had a conference/workshop approved does not attend such, notice of cancellation shall be provided to the facility's business office, which shall promptly notify the Comptroller of said cancellation.

As soon as possible but not more than thirty (30) days following the conference/workshop, the employee shall submit a claim for reimbursement on the appropriate form and required receipts to the business office, which shall promptly process the claim to the Comptroller.

If no claim for reimbursement has been submitted to the Comptroller within ninety (90) days of the date a workshop/conference was scheduled, the funds committed for that activity shall be released and made available for others.

Section Four. Employees who attend these activities may be requested by management to prepare reports and/or make a presentation on the events and information acquired.

ARTICLE 47STANDBY PROGRAM

Section One. Within the Department of Children and Families a Standby Program is necessary to ensure after hours coverage. This program will be staffed with primary after hours workers who will be assigned to Hot-Line and by Regional Office staff who will provide backup standby coverage. A written announcement of this program will be sent to all potentially qualified employees and a copy of this notice will be posted on DCF bulletin boards. Each region shall maintain a list of qualified volunteers.

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Section Two. Standby Program staffing needs will be met by such volunteers before qualified employees are involuntarily assigned. Standby assignments will be based on a rotating schedule involving sixty-four (64) hours of availability for the primary after hours workers. Backup standby workers will normally be assigned for a week's duration; however, this does not preclude individual employees switching full days.

Section Three. Schedules for the primary standby workers will be developed by Hot-Line Administration. Schedules for backup standby staffing will be drawn up in each region. Assignments of slots within the backup schedules shall be determined on the basis of seniority. Such assignment shall

be accomplished in accordance with Memorandum of Understanding XI, Appendix B.

Although seniority shall prevail in the selection of placement in the rotation, all qualified volunteers will be given an opportunity to participate in the backup Standby Program before an individual is scheduled more than once within the region. The length of schedules for backup standby coverage will be determined by the number of volunteers; however, no schedule shall be less than four weeks nor greater than twelve weeks.

Copies of the regional schedules shall be sent to the President of Local 2663 when initially established.

Section Four. Every effort will be made to staff the backup Standby Program with employees on the volunteer lists. If there is an insufficient number of volunteers, the selection of employees for involuntary standby assignment shall be made in the inverse order of seniority starting with the least senior permanent employee qualified to perform the work. If such involuntary assignments are necessary in a Region, the process of applying inverse seniority would be capped so that no employee shall be involuntarily assigned to work standby more than one (1) week out of eight (8).

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Section Five. Qualified employees for standby assignments (primary and backup) must meet the following criteria:

(a) Permanent status with the most recent service rating being satisfactory or better. For purposes of qualifying for backup standby assignments Social Worker Trainees shall be eligible after completion of six months of service if they are considered by their supervisor to possess the requisite skills. The achievement of permanent status for Social Worker Trainees is based on the relevant statutes and regulations governing the successful completion of their training period.

(b) Experience in intake and/or protective services work.

(c) Access to telephone services and ability to respond to crisis calls in a timely fashion. This includes consideration of the employee's proximity of residence to the geographic area(s) being serviced.

(d) Continued satisfactory performance as a Standby Worker.

Section Six. (a) When a vacancy occurs in a primary standby position, the agency will review the applications of permanent employees seeking lateral transfer to such vacancies. Of those applicants who are equally qualified for the vacancy, preference will be given to the employee with the greatest seniority as defined in Article 12, Section One. If the more senior employee applying for a vacancy under this provision is not selected, he/she will have the right to grieve and arbitrate the selection of a less senior employee. In any arbitration of a dispute under this section, the arbitrator shall give substantial weight to the judgment of the employer in applying the relevant evaluation standards. Junior employees cannot grieve the selection of a more senior employee.

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(b) The duty station of each assigned primary standby worker shall be their residence. A State car will be available for use in the Standby Program.

(c) A Home and Office premium annual payment of five hundred ($500.00) dollars shall be paid to those workers assigned to the full time primary standby function and who have performed such function for a full year. Individuals who have completed less than a full year of primary standby work shall be entitled to a pro-rata payment based on the number of months of service.

The premium shall be paid on a semi-annual basis of two hundred and fifty ($250.00) dollars each.

(d) Standby workers involved in the transportation of a client during assigned hours, and who must stop for a meal with the client, shall be reimbursed for their meal at the lunch rate specified in the Travel Reimbursement Article, in addition to reimbursement for the client's meal.

(e) Standby workers called out on a premium holiday shall be paid time and one-half for all hours worked on the holiday.

Section Seven. (a) Compensation for backup standby workers shall be at the rate of one dollar and fifty cents ($1.50) per hour for hours of standby assignment when the regional office is closed during the week, on weekends and on non-premium holidays. In addition, a backup standby worker assigned to a case emergency shall receive his/her applicable rate for the period of such assignment.

(b) Compensation for backup standby workers shall be at the rate of three ($3.00) dollars per hour for the twenty-four (24) hour shift where the beginning of the shift falls on New Year's Day (January 1), Memorial Day, Independence Day, Labor Day, Thanksgiving, or Christmas (December 25).

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(c) The legislative approval date of the P-2 agreement shall be the effective date of the standby compensation rates listed in Section Seven (a) and (b).

Section Eight. Should there be a ruling which treats Social Workers as non-exempt under the Fair Labor Standards Act which significantly impacts the cost of staffing the Hot-Line and Standby Programs, the State reserves the right to change the staffing of these programs in order to minimize the fiscal impact. The Union has the right to impact bargaining over such a change.

ARTICLE 48PAST PRACTICES

Any change in or discontinuation of an unwritten past practice concerning wages, hours or other conditions of employment not covered by this Agreement shall be subject to a test of reasonableness. The questions of;

(a) whether or not there is in fact a valid, current past practice in effect, and

(b) the reasonableness of the change or discontinuation may be submitted to arbitration in accordance with the provisions of Article l5 (Grievance Procedure).

ARTICLE 49DURATION OF AGREEMENT

This Agreement covers the period July 1, 2009 to June 30, 2012.

Furlough days: All members of the bargaining unit shall serve furlough days, with part-time members serving furlough days based proportionally on their scheduled hours of work. There shall be one (1) furlough day before June 1, 2009; three furlough days between July 1, 2009 and June 30, 2010 and three furlough days between July 1, 2010 and June 30, 2011. Employees in seven day a week or continuous operations assignments shall serve the equivalent of the above referenced furlough days.

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MEMORANDUM OF UNDERSTANDING Regarding Furlough Days

The State of Connecticut (hereinafter referred to as the “State” or “Employer”) and the American Federation of State, County and Municipal Employees, Social and Human Services (P-2) Bargaining Unit (hereinafter referred to as the “Union”) hereby agree as follows:

There shall be mandatory furlough days for all members of the P-2 bargaining unit. Part time employees shall also serve furlough days based upon their scheduled hours of work. It is understood that due to the unique nature of certain 24-7 operations, it may not be feasible for all employees to take certain fixed days as their furlough dates and it is necessary for management to have flexibility in assigning alternate dates as furlough days. The value of a furlough day shall be one-tenth of the biweekly pay for a bargaining unit member on a 26 pay period schedule. There shall be one (1) furlough day before June 1, 2009; three (3) furlough days between July 1, 2009 and June 30, 2010 and three (3) furlough days between July 1, 2010 and June 30, 2011. The furlough days shall be processed as follows:

For Employees in 24 Hour Seven Day a Week Operations/Assignments:

The pay check for the pay period beginning May 22, 2009 and ending June 4, 2009 shall be reduced by one-tenth to accommodate the value of the furlough day (daily rate of pay). In exchange for the reduction in pay, bargaining unit members shall take one day off to be determined by the appointing authority without additional loss of compensation as a day in lieu of a voluntary schedule reduction day. It is understood and agreed that it may not be feasible for an employee to be scheduled to take a day off before the end of the fiscal year,

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and this obligation may, therefore, be extended into the next fiscal year.

For the furlough days in FY10 and FY11, the Employer will calculate the value of three (3) days each year at the start of said fiscal year based on the daily rate of pay for each bargaining unit member as noted above. The Employer will reduce each biweekly pay check throughout the fiscal year for the members by a pro-rata share of the total value of the three (3) furlough days that fall within said fiscal year. In exchange for the reduction in pay, bargaining unit members shall take three (3) days off, to be determined by the appointing authority, without additional loss of compensation, as a day in lieu of a voluntary schedule reduction day. It is understood and agreed that all days off shall be taken by June 15, 2012.

The employer shall give the employee two (2) weeks notice of the designated day off, although by mutual agreement the day may be scheduled with less than two weeks notice. Absent extenuating circumstances, once an employee has been notified of the designated day off, it shall not be unilaterally changed by management. The scheduling of such days off shall be with the goal of avoiding any additional costs to the employer,including the need to schedule replacement coverage. Such days off shall be scheduled wherever possible contiguously with an employees regular days off. If an employee elects not to take the designated day off, the employer is under no further obligation to provide an alternative day off under this Agreement. Absent a bona-fide emergency, the Employer shall not mandate an employee to work on a scheduled Furlough Day.

For Employees in other than 24/7 Operations/Assignments

For all employees who work in other than 24/7 assignments or 24/7 operations where the appointing authority has determined that employees may be scheduled to take the day off and/or the

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office shall close, the following furlough days shall be taken without pay as a voluntary schedule reduction day:

5/22/09 Friday before Memorial Day 7/06/09 Monday after July 4th

11/27/09 Friday after Thanksgiving 12/24/09 Christmas Eve 7/02/10 Friday before July 4th

11/26/10 Friday after Thanksgiving 12/27/10 Monday after Christmas

It is further understood and agreed that any employee hired or reemployed after legislative approval of this Agreement shall be subject to the terms contained herein. This agreement is subject to ratification by the Union and legislative approval.

APPENDIX AEXCERPTS FROM SCOPE & STATE AGREEMENT

Section Two - Maintenance of the Pay Equity System. A. There shall be a joint-labor management committee by bargaining unit to discuss the creation of all new or changed jobs within the bargaining unit.

B. The Objective Job Evaluation unit in concert with the Master Evaluation Committee will complete an evaluation for new jobs in accordance with the Willis Point Factor Evaluation system. Once the class has been filled by an employee for at least 12 months, the agency and the Union will be notified by the Objective Job Evaluation unit that an evaluation review of the job will take place. The salary group will be established as "temporary" pending the formal Master Evaluation Committee review after a permanent incumbent has been in the job for twelve months. After that formal review the salary group will

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be re-adjusted up or down to its appropriate place on the line. If the points indicate that the salary group should move down, current incumbents will remain in the salary group that they were hired in and will move through the maximum of that salary group; future incumbents will be hired in at the appropriate salary group. If the points indicate that the salary group should move up, current incumbents shall be upgraded and the classification shall be placed in the higher salary group.

In the case of a bona fide emergency (e.g. health, safety, public welfare, immediate loss of funding), a new class may be processed without a formal Master Evaluation Committee review. The Objective Job Evaluation unit will be notified when there is a bona fide emergency and will prepare a preliminary evaluation for the class.

If a position is assigned to a point score higher than those contained in the appropriate unit agreement, the position shall be assigned a salary group based on the pay line formulas used to establish the point breaks contained herein.

C. Class Re-evaluation Hearing Process for Classes Studies under the Willis Point System.

1. The Union but not an individual employee shall have the right to appeal in writing to the director of the job evaluation unit by submitting a complete description of those changes in job content/working conditions that would be significant enough to affect evaluation.

2. When there is a determination by the OJE unit that there are significant enough changes in job content/working conditions to affect the evaluation of the class, the director will schedule an MEC hearing within 60 days. This time frame may be extended for an additional 30 days by mutual agreement.

3. If the director determines that there are not significant enough changes in the job content/working conditions, the OJE unit will notify the agency and the Union.

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(a) The Union (except P-5, NP-5, P-3A, P-3B and P-4 which shall be covered by paragraph b) have the right to appeal the determination of the OJE director to a mutually agreed upon arbitrator or permanent umpire who shall be experienced in public sector position classification and evaluation. He/she shall base his/her decision on the following criteria:

(i) Whether there was a change in job content/working conditions of the class appealed significant enough that it would change its evaluation points.

(ii) Having found a significant enough change in job content/working conditions, the class shall be presented to the Master Evaluation Committee for evaluation.

(b) P-5, NP-5, P-3A, P-3B and P-4 class re-evaluation contract language specified in their existing collective bargaining agreements shall govern if the OJE unit finds that the changes in job content/working conditions are not significant enough to affect evaluation points.

4. The results of an Master Evaluation Committee class re-evaluation hearing are considered to the final evaluation for that appeal.

F. Classification Audit SystemAll classes that fall under the scope of the Objective Job Evaluation program will be systematically reviewed every five (5) years and, where there have been changes in job content, the job classification will be up-dated. The classes will be re-evaluated if there has been a significant enough change in the class responsibilities or working conditions to affect evaluation points.

The first classes to be studied and implemented under this review will be any classes covered in the NP-3 and P-2 studies. Because of a lack of an appeal process, NP-3 and P-2 classes will have their benchmarks re-evaluated by the Master Evaluation Committee.

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Section Three - Placement and Training Committee A. The parties reaffirm their commitment to

maximize employment opportunities for State employees and to mitigate the impact of layoffs which may occur.

B. Except as modified below, the parties agree to continue the placement and training program as provided for in SEBAC 3.

1. Funds not used in 1992-93 and 1993-94 shall be carried over into subsequent fiscal years.

2. The joint labor/management committee established under this Agreement to review the State's classification system shall make recommendations on the future role of the placement and training program.

3. An eligible employee who goes through the DAS placement process and who is qualified for a higher position which is vacant and which the State has decided to fill, shall have preference for employment over outside hires. An employee who takes a higher position under the DAS placement process shall be paid at a rate that provides for a promotion to the position.

4. An employee who takes a position in a lower salary grade as part of the placement or on-the-job-training process shall be paid at the rate within the lower salary grade which is closest to but not more than his/her current salary, but not to exceed the maximum.

5. If an agency decides not to fill a vacant funded position with an employee who is qualified to fill the position, then the Agency shall state the reasons for not filling position to the Commissioner of Administrative Services. The Commissioner of Administrative Services shall make the final decision as to whether the employee shall be placed into the vacant funded position. The provisions above which provide for the placement at the direction of the Commissioner of Administrative Services shall only apply to positions in the

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classified service and to unclassified positions in the Departments of Corrections, Social Services, Mental Retardation, Children and Families, Education and Services for Blind, Public Health and Addiction Services and Mental Health. Other employers and appointing authorities retain the right to determine whether an individual shall be appointed to the vacant funded position.

Section Four - Equity A. Effective on each employee's anniversary date

during the 1995/96 fiscal year, prior to the application of their annual increment, if any, their salary grade shall be adjusted based upon the appendixed objective job evaluation point breaks applicable to their bargaining unit. The salary grade adjustment shall be made based upon the round up method, i. e. the individual shall be placed in the new salary grade at the step closest to but not less than her/his current salary.

B. Those employees on step one of their salary grade at the time their classification is upgraded, pursuant to this agreement, shall remain in their current salary grade until their next anniversary when they shall move to the newly assigned salary grade through the round up method defined in section 4.A above.

C. Notwithstanding Section 4.A, employees who are hired on or after June 23, 1995 shall be hired at step one of the classification's salary grade prior to this agreement and shall move with employees on step one as provided in Section 4. B.

D. All employees hired after December 20. 1996 shall be hired at the pay grades delineated in the appendices.

E. Notwithstanding Section 4.B, employees who are hired prior to July 1, 1994 and who as a result of a promotion are on step one of their salary grade on their anniversary date in fiscal 1995/96 shall be upgraded, pursuant to this agreement, on that anniversary date by an amount equal

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to one half of the difference between their current step one and the appropriate step one based upon this agreement. On their subsequent anniversary date, the employees shall be moved to step one of the higher group.

F. Shift, Weekend, or Overtime Differentials

Any classification currently eligible for overtime, weekend, or shift differential payments shall continue to be eligible for same upon the implementation of this Agreement. The purpose of this section is to ensure that no employee's entitlement to overtime, shift, or weekend differentials, is diminished as a result of this pay equity agreement.

G. Working Conditions

All bargaining units shall be allowed to negotiate stipends for working condition issues.

H. Red Circled Classes

If a red-circled class has a parallel class which has been assigned Willis points, the Willis points shall apply to the red-circled class. Any upgrading that results from this Agreement shall take place concurrently with the implementation of this Agreement. No one in a red-circled class shall be downgraded as a result of this evaluation. If there is no parallel class, the red-circled class shall be evaluated by the Master Evaluation Committee. If there is an upgrading based on Willis points assigned to the job, it shall take place retroactive to the date of the implementation of this Agreement. No one in a red-circled class shall be downgraded as a result of this evaluation.

I. Recruitment and Retention

1. Recruitment and retention issues may be addressed in negotiations for a successor collective bargaining agreement in any collective bargaining unit.

2. During the term of a collective bargaining agreement, if either party believes a recruitment and retention issue exists which is not covered by the terms of the collective bargaining

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agreement, the parties will meet and discuss the issues and options for the resolution of the matter. To determine whether a recruitment and retention issue exists, the parties shall be guided by, but not limited to, the criteria set forth in Appendix A.

3. If the parties reach an agreement over recruitment and retention issues during the term of a collective bargaining agreement, any adjustments in pay shall be effective and implemented on the date specified by the parties.

J. Downgradings

No classification or individual shall be downgraded or red circled as a result of the implementation of the Objective Job Evaluation Study.

Section Five - Long Term Equity In July 2005 a committee shall be convened which shall report on the status of pay equity. This report shall be made to the Governor, the General Assembly, and all state employee union representatives. This committee shall determine if any inequities based upon the race or gender of position incumbents has been reestablished. The committee shall be comprised six appointees of the state employee bargaining agents, six appointees of the Governor, and six appointees of the General Assembly.

Section Six - Disputes and Arbitration A. Disputes Regarding General Provisions

1. There will be a labor-management review committee consisting of two representatives of the unions which are signatories to this Agreement, who shall be designated by the unions representing a majority of the bargaining units and a majority of state employees, and two representatives of the State employer.

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2. Any dispute regarding the interpretation or application of the general provisions of the agreement may be submitted to the labor-management review committee, which shall meet to consider the dispute within two weeks of the union's request. If the dispute is not resolved, the matter may be submitted to final and binding arbitration. The arbitrator shall be mutually agreeable to the parties. If the parties can not agree to an arbitrator, one will be selected using the Voluntary Rules of the American Arbitration Association. The expenses for the arbitrator's services and for the hearing shall be shared equally by the parties.

B. Unit Specific Disputes

Disputes regarding the interpretation or application of this agreement to a specific bargaining unit shall be grieved under that bargaining unit's collective bargaining agreement.

Section Seven - DurationThis agreement shall be effective upon approval by the Connecticut General Assembly.

This agreement shall continue in full force and effect unless modified by mutual agreement of the parties or by individual bargaining agreements which specifically provide for a supersedence of the coalition agreement.

APPENDIX BMEMORANDUM OF UNDERSTANDING I

CJTS PASS DAYS

The parties agree that within the Department of Children and Families, and the Connecticut Juvenile Training School, if an employee is to be reassigned in order to fill the service needs of clients, the Employer shall take into consideration the pattern of pass days prior to making the assignment.

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Grievances regarding the matter shall be subject to the grievance procedure up to Step 2. The decision rendered by the Office of Labor Relations at Step 2 shall be final.

MEMORANDUM OF UNDERSTANDING IIDCF PAROLE SERVICES SOCIAL WORKERS

The Office of Labor Relations (OLR) on behalf of the State of Connecticut and the Department of Children and Families (DCF) and the American Federation of State, County and Municipal Employees (AFSCME), the Social and Human Services Bargaining Unit (P-2) have reached the following understanding and clarification concerning the subject of standby or on-call status as described in Article 47 of the collective bargaining agreement:

1. Effective May 21, 2001 the State and AFSCME agreed upon the transfer of personnel into the Bureau of Juvenile Justice at DCF. These personnel transferred from NP-4 bargaining unit to the P-2 bargaining unit in the capacity of Social Worker.

2. In completing this transfer into the P-2 bargaining unit these Social Workers assigned to Juvenile Justice (Parole Services) are provided the coverage afforded under Article 47 Standby Program – of the P-2 collective bargaining agreement.

3. Consistent with Article 47, Section 4 the staffing of the on-call (standby) program will be by volunteers provided there are sufficient, qualified volunteers. If there are insufficient volunteers, qualified employees shall be involuntarily assigned in the order of inverse seniority.

4. Periods of on-call (standby) assignment shall be from Sunday through Wednesday and from Thursday through Saturday.

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5. Each on-call (standby) assignment period shall be staffed with two (2) workers who will be responsible for statewide coverage. This does not preclude the on-call (standby) worker from soliciting other workers to assist or respond to calls. Any worker responding to such assignment shall be compensated according to Article 18, Section 1(c).

6. Compensation for on-call (standby) status for this Parole Services unit is covered under Article 47, Section 7(a) and (b). Actual application of this provision will be effective upon the signing of this Memorandum of Understanding.

7. This understanding shall be incorporated by attachment or by amendment to Article 47 in the successor agreement to the contract expiring June 30, 2002.

MEMORANDUM OF UNDERSTANDING IIIDEPARTMENT OF LABOR JOB FAIRS

The State of Connecticut, the Department of Labor (DOL) and the American Federation of State, County and Municipal Employees – Council #4 (AFSCME) have reached agreement on the process to utilize when staff is needed at DOL to conduct job fairs and/or other infrequent assignments in the community.

1. The State and the Union recognize that the opportunities provided to the citizens of the State of Connecticut via “job fairs” and/or other infrequent activities in the community conducted and supported by DOL are positive, desirable, and should be promoted.

2. The State and the Union agree that the staffing needed for job fairs or other community assignments should first be sought by volunteers who are responsive and interested in working at such assignments.

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3. Therefore, DOL will solicit volunteers to work at Department conducted job fairs and/or community assignments. The solicitation shall be from each local office and a listing of volunteers will be maintained at each local office. The solicitation shall be renewed each July of each contract year. An employee volunteering during one contract year will be continued as a volunteer the subsequent contract year(s) unless he or she officially withdraws from the volunteer list.

4. When a job fair and/or community activity is to be conducted, the DOL will consult the volunteer list to obtain employees willing to work the assignment and adjust their normal schedules so not to exceed forty (40) hours of work during the workweek that incorporates the assignment.

5. If there are insufficient volunteers, DOL shall select from the list(s) the employees needed to work assignment. Those selected employees shall work the assignment without schedule adjustment. In this circumstance the employees will be compensated at the appropriate overtime rate.

6. DOL management retains the right to determine numbers of employees and classifications needed to attend job fairs and/or other infrequent assignments in the community.

MEMORANDUM OF UNDERSTANDING IVDSS-PROTECTIVE SERVICES ELDERLY STANDBY PROGRAM

The State of Connecticut, the Department of Social Services (DSS) and AFSCME, Council #4 has agreed upon a standby program to be utilized by the DSS for its Protective Services for the Elderly Program (PSE). The provisions of and for that standby program are as follows:

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1. DSS shall be responsible for staffing the standby program with qualified employees. The State and the Union herein agree that “qualified” refers to an agency Social Worker, Social Work Supervisor or Children Services Consultant.

2. The State and the Union further agree that employees within those classes identified in item #1 (above) must have obtained permanent status in the class; must have an average of 40% or greater of PSE as part of his/her daily work assignment; must have an overall “Satisfactory” service rating on his/her most recent appraisal; and must have access to telephone services and the ability to respond in a timely fashion.

3. To facilitate Standby service, the Agency will ensure that:

a. A cell phone is available for staff use during standby hours. The cell phone is for business use only.

b. A State car is available to staff for transportation should responding be necessary.

4. Staffing needs shall be achieved by volunteers. However if the there are too few volunteers, qualified staff shall be assigned standby in accordance with inverse seniority.

5. The management of DSS retains the right to determine the number of staff to serve the standby requirements, inclusive of the right to continue the program. DSS also reserves the right to cease the participation of any individual employee, provided the reason for such is provided to the affected employee. Such removal shall not be subject to the grievance and arbitration procedure. Six (6) months after removal, an employee may petition DSS to be restored to the rotation; the Agency’s decision to reinstate is not subject to the

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grievance procedure. An employee may continue to file for reinstatement at a minimum six (6) month intervals.

6. Standby assignments shall be on a rotating schedule of one-week tour of duty. The tour of duty shall correspond to the workweek. Standby status during the tour of duty is for those hours designated standby excluding actual hours of work.

7. Staff on standby status who are called upon to perform designated duties shall be compensated in accordance with the appropriate contractual provision (Article 18, Section One or Article 27 Section Three).

8. Notwithstanding item #7 above, an employee shall not be compensated for the first fifteen (15) minutes of telephone response time. If such work exceeds fifteen (15) minutes the employee shall receive compensation to the nearest quarter hour of all such work. The fifteen (15) minutes is an aggregate figure per standby shift as opposed to a “per phone call” figure.

9. Compensation for standby status shall be in accordance with the appropriate contractual provision (Article 47, Section 7).

MEMORANDUM OF UNDERSTANDING VIMPLEMENTATION OF INCREASED WORKWEEK

The increases in the length of the standard workweek shall be effective as follows:

Date Workday increase Workweek increase 30 days after appr. 15 min. daily (7.25 hr) 1.25 hr. weekly (36.25 hr) 7-1-96 15 min. daily (7.50 hr) 1.25 hr. weekly (37.50 hr) 7-1-97 15 min. daily (7.75 hr) 1.25 hr. weekly (38.75 hr) 7-1-98 15 min. daily (8.00 hr) 1.25 hr. weekly (40.00 hr)

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The increases in the length of the standard work week shall be effective at the start of pay period that includes July 1 of the specified years, except that the first increase shall be at the start of the first pay period that commences at least 30 days after legislative approval.

Paid Leave: The monthly accrual of vacation and sick leave shall be earned on the basis of the increased length of the standard work day on a prospective basis, starting with the first full calendar month after each increase. The crediting of personal leave shall reflect the length of the standard work day as of January 1 of each calendar year. Employees who use a full day of personal leave after one of the above increases in the length of the work day, however, shall receive the increased compensation for the longer work day but shall only be charged the number of hours that equaled the standard workday as of January 1 of that calendar year.

General Applicability: The parties intend that all contract provisions will be interpreted and applied consistentwith the increased workweek and increased workday. In order to avoid repetitive changes in various contract sections for each change in the workweek, the parties agree that all references to the thirty-five hour workweek shall be considered to have been updated to reflect the increased workweek then in effect. Similarly, all references to the seven hour work day shall be considered to have been updated to reflect the increased work day then in effect.

Part-Time Employees: The above increases in the length of the standard workweek shall not apply to part-time employees although the State retains the right to increase the schedules of part-time employees. The parties agree that the pro-rating of benefits for part-time employees shall be calculated based upon the increased standard workweek then in effect.

It is agreed that the increase in the standard schedule and workday will not affect the leave accrual calculations of a part-time employee whose work schedule has not otherwise been

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changed. It is expected that the change in part-time calculation to a proportion of a 36.25 week that is then applied to a 7.25 hour day (or the subsequent changes, ending with the proportion of a 40 hour week that is applied to a 8.0 hour day) will not reduce the monthly leave accruals of a part-time employee whose schedule remains at the same number of hours per week. It is agreed, however, that if there was to be a reduction in the monthly accrual based solely on the mathematical calculation, it would be addressed by the parties in order to maintain the benefit of the current calculation of a proportion of a 35 hour week that is applied to a 7 hour day.

This provision shall not be applicable to a part-time employee whose schedule is increased or reduced.

It is further agreed that the increase in the minimum eligibility hours will not disqualify a part-time employee currently receiving health insurance benefits whose work schedule has not otherwise been changed. For example, a part-time employee with a eighteen hour per week schedule as of January 1, 1996 (and who continues on that schedule) shall retain health coverage despite the increase in the minimum eligibility standards from 17.50 hours to 18.125 hours on or about April 1996 to 18.75 hours on July 1, 1996, to 19.375 hours on July 1, 1997 and to 20 hours on July 1, 1998.

MEMORANDUM OF UNDERSTANDING VIOPA STANDBY

The Office of Labor Relations, State of Connecticut, hereinafter referred to as the “State”, the Office of Protection and Advocacy, hereinafter referred to as “OPA” and the American Federation of State, County and Municipal Employees, hereinafter referred to as the “Union” have reached the following agreement concerning on-call/standby status for employees within the Social and Human Services Bargaining Unit (P-2):

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1. The Union acknowledges that the OPA has a legitimate need to establish an on-call/standby program for the purpose of response and/or investigation of untimely deaths believed to be associated with abuse and/or neglect.

2. OPA herein agrees to establish a roster of on-call/standby volunteers. The volunteers shall come from the employees holding the classifications of Protection and Advocacy Investigator, Assistant Program Director and Program Director.

3. On-call/standby assignment shall be administered on a rotational basis, with one (1) Investigator, Assistant Program Director or Program Director serving as on-call during the weekend period and any holidays during the rotational tour. The on-call period covers weekend and holiday non-working/non-scheduled hours.

4. Compensation for the on-call/standby assignment shall be $1.50 per hour during the rotational tour of such assignment. In the event the tour includes on-call/standby on New Year’s Day (January 1), Memorial Day, Independence Day, Labor Day, Thanksgiving or Christmas (December 25), the compensation for on-call/standby assignment shall be $3.00 per hour. (These rates are consistent with the rates established in Article 47.)

5. In the event of being called and actually activated to working in an investigative role, the activated employee will be compensated as provided in Article 18 Section One (c) - “Call Back Pay”.

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6. In responding to telephone communications the Protection and Advocacy Investigator or Assistant Program Director, who are entitled to overtime compensation shall be compensated as follows for each day of on-call assignment:

The OPA shall pay the individual employee a minimum of one (1) hour pay at a premium of one and one-half (1-1/2) times his/her hourly rate.

In the event that the employee is called into service beyond the one hour minimum, he/she will be compensated at fifteen (15) minute increments.

The one (1) hour minimum is intended to cover an aggregate period up to one hour. If the employee is called into service for an aggregate of two (2) or more hours, he/she shall be considered “called back” and shall be compensated under Article 18 Section One (c).

The Program Director shall receive compensatory time on the same basis as above.

7. OPA, in conjunction with the Union, has established the procedures and protocol for on-call/standby assignments as indicated below:

The on-call worker will record referral information and contact the reporter to obtain adequate information to complete OPA intake forms.

On-call workers will notify appropriate parties designated by OPA

The on-call worker shall be required to call the service three times during the daily on-call period – morning, afternoon and evening.

On the next business day all referral information will be recorded per OPA intake procedures.

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The on-call system is for the purpose of receipt of messages concerning untimely deaths believedto be associated with abuse and/or neglect.

MEMORANDUM OF UNDERSTANDING VIIDSS ALTERNATIVE WORK SCHEDULES

The Office of Labor Relations, State of Connecticut, hereinafter referred to as the “State”, the Department of Social Services, hereinafter referred to as “DSS” and the American Federation of State, County and Municipal Employees, Social and Human Services Bargaining Unit, hereinafter referred to as the “Union” have reached the following agreement concerning alternative work schedules:

1. DSS recognizes that the availability for employees to work schedules other than the standard schedule with regularestablished hours in five (5) consecutive days may be beneficial to both the employees and the agency.

2. AFSCME recognizes that the availability of particular work schedules may be restricted due to services to be provided and operational needs of DSS.

3. DSS shall provide alternative schedules that include: 1) Four day workweek, 2) Varied fixed hours within five (5) consecutive days and 3) flexible work schedules without fixed hours subject to the provisions of items 6 and 10.

4. All alternative schedules shall incorporate standard break and lunch periods. All schedules must require forty (40) hours of work time within the workweek.

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5. All employees regardless of the schedule must work core hours (9:30 a.m. through 3:00 p.m.). All schedules must be arranged within the bandwidth hours (7:00 a.m. through 7 p.m.).

6. Specific hours and schedules shall be mutually agreed upon between the employee and the management designee. The operating need of the office or region will have primary consideration when assessing whether a schedule request can be granted.

7. Where schedule requests create conflict in staffing requirements preference will be given on the basis of seniority as defined in Article 12, Section Two.

8. Leave time taken by employees on any alternative schedule will be recorded on an hour-for-hour basis. Leave time taken on a flex schedule will be prearranged as in vacation time; personal leave days cannot exceed twenty-four hours; sick leave will equate to the hour the employee would have otherwise worked on the day of such sick occurrence.

9. Holidays shall be recognized as eight (8) hours. Therefore, in weeks where there is a holiday, employees on compressed work schedules will be required to adjust their schedule to accommodate the work requirement of the remaining thirty-two (32) hours. Said schedule adjustment must be submitted and approved by management the week prior to the week in which the holiday falls.

10. Employees electing flexible schedules must, once the election is affirmed by management, submit the general work plan for each pay period the Thursday pay day preceding said period. Employees retain the right to elect

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the standard work schedule inclusive of the right to return to a standard following the proper notice.

11. A Labor Management Committee consisting of representatives from Locals #714 and #2663 and a representative from AFSCME plus an equal number of management representatives shall be established. This committee shall discuss issues that may arise concerning the various alternative schedules and operation of the program. This committee shall be chaired by the Agency’s Director of Human Resources. The committee shall be empowered to resolve issues, by mutual agreement, within the guidelines of this Agreement.

12. The alternative work schedule program will operate on a six months trial period to start October 2003.

13. The right to terminate this program with notice is retained by both management and the Union. In exercising this right the provisions of Article 17, Section One (d) govern.

MEMORANDUM OF UNDERSTANDING VIIIOPA WORK SCHEDULE AGREEMENT

Effective February 5, 1993, the parties entered into an agreement regarding the scheduling options available to P-2 employees at OPA. Employees were given the option of choosing between working a standard five-day work week or a four-day option. The procedures and protocols underlying the management of that program are outlined in the Memorandum from the Executive Director issued on February 1, 1993.

In addition, effective September 9, 1993, the Office of Protection and Advocacy for Persons with Disabilities and AFSCME bargaining unit (P-2) agreed to the following addendum to the Four Day Work Week Pilot Program:

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The parties agree that employees on the standard workweek (7 hours per day, five consecutive days, excluding Saturday and Sunday) shall work a base schedule of 8:30 a.m. – 4:30 p.m., but may be allowed to work such seven hours between the agency operating hours of 8:00 a.m. and 5:30 p.m. upon pre-approval by supervisor and agency head and with primary consideration for meeting client/community needs, court cases/hearings or agency operating needs.

MEMORANDUM OF UNDERSTANDING IXARTICLE 16, SECTION TWO

CONFIRMATION OF ORAL NOTICE

Dear Mr. French:

Article 16, Section Two – quotes the State Administrative Regulations 5-240-7a. This letter provides confirmation that when oral notice is provided, all required information of the Regulation shall be affirmed in writing. Such letter shall be provided to the employee simultaneously with the oral notice, with a carbon copy for the Union Local President.

Unless waived by the employee, the Union Local President, or designee, shall be present at the pre-disciplinary conference to represent the employee and to discuss possible resolution. It is understood that this shall not unduly delay the meeting.

Lynn F. Paton For the State

MEMORANDUM OF UNDERSTANDING XDSS VACATION SCHEDULING

The Office of Labor Relations, State of Connecticut, hereinafter referred to as the “State”, the Department of Social

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Services, hereinafter referred to as “DSS” and the American Federation of State, County and Municipal Employees, Social and Human Services Bargaining Unit, hereinafter referred to as the “Union” have reached the following agreement as to vacation scheduling:

1. The State and DSS acknowledge that the contract is silent on the subject of vacation scheduling, other than the grant being based upon seniority (Article 28 Section Four).

2. The State, DSS and the Union recognize that all employees are entitled to take at least one (1) week of vacation during prime time; June 1st through September 10th.

3. Obviously, to afford each employee vacation during prime time requires some pre-planning and scheduling by the agency and the employees.

4. It is necessary for each employee within DSS, regardless of term of service or accrued vacation entitlement, to submit a schedule request for vacation during the prime vacation period of June 1 through September 10. Therefore, each employee shall be required to submit his/her vacation request for this prime period no later than April 1st of each calendar year.

5. Non-prime time vacation requests are encouraged to be submitted no later than September 1 for the period of September 10 through December 31. Schedules shall be posted by DSS no later than October 1.

6. An employee is free to request any vacation period desired however said employee may not use seniority to displace another pre-approved vacation request.

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7. Due to vacation accruals being credited after an earned period, employees may schedule vacation periods based on anticipated accruals/entitlements. However, the actual grant of vacation time is dependent upon the employee having accrued time available at the time of such vacation leave.

8. In the event an employee requests vacation during the prime period and subsequently has no entitlement the date shall become available for request by any employee having entitlement beyond the one (1) week obligation.

9. By virtue of this agreement the Union withdraws any and all grievances that have been filed on this subject of vacation scheduling and the Union also agrees to withdraw any and all Prohibited Practices (SPP 24510) that have been filed on this subject of vacation scheduling.

10. The Union furthermore agrees not to file or pursue any new grievances, prohibited practices or other legal actions on this subject of vacation scheduling that has been resolved by virtue of this understanding (agreement).

11. This agreement is with prejudice and shall be the standard for future vacation scheduling at DSS. This agreement shall not serve as precedent in any pending or future disputes involving other agencies and shall not be admissible as evidence in an arbitration or other proceeding involving any parties other than DSS and the Union.

MEMORANDUM OF UNDERSTANDING XIDCF STANDBY PROGRAM

The Office of Labor Relations, the State of Connecticut, hereinafter referred to as the “State”, the Department of

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Children and Families, hereinafter referred to as “DCF” and the American Federation of State, County and Municipal Employees, hereinafter referred to as the “Union” have reached the following agreement concerning its standby program resulting from the area office alignment instituted by DCF:

1. The Union recognizes that DCF has established a number of area offices (13) for purposes of organizational operations and directives. These area offices effectively replace the Regional organization structure that had previously existed.

2. The State and DCF acknowledge that the area structure presented issues of contract (P-2 collective bargaining agreement) administration.

3. Due to contractual provisions that are inconsistent with the area office definitions the State acknowledges that for the duration of the term of the current collective bargaining unit agreement, DCF shall maintain the prior five (5) region designations for layoff administration (Article 13) and for the Standby administration (Article 47). (See Appendix B attached.)

4. In determining who the standby personnel shall be, volunteers, as specified in Article 47 Section One, shall be obtained within the five (5) regional designations that existed during the 1999-2002 contract term. Qualified volunteer lists shall be maintained by DCF from each of these designated five (5) regions.

5. The backup standby workers shall continue to be drawn from the five (5) designated regions. The Union and DCF agree that the weekly backup coverage will consist of up to four (4) workers per each of the five (5) designated regions

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and shall be consistent with the rules attached (Appendix A).

6. The provisions of Article 47 Section Four and Five are reaffirmed. The region designation in Section Four is acknowledged to reference the five (5) designated Regions.

7. The Union grants that DCF may assign backup standby workers across region lines if operational need so requires such assignments in the opinion of DCF management.

8. A holiday weekend is defined as a Saturday and Sunday including a Friday or Monday holiday. When there is a Holiday weekend and standby coverage is required, the Union recognizes and accepts the right of DCF to require, up to two (2) of the four (4) personnel who will be working backup standby coverage in a region to have at least one (1) year of investigatory experience within the last ten (10) years. All involuntary assignments shall be by the least senior employees who meet the one (1) year investigations experience whose permanent work location is in the region of the backup standby assignment.

9. This Memorandum of Understanding is without precedent in any future disputes or complaints that may be filed. This Agreement is not to be referenced, used or presented in any dispute between the parties in any forum. The sole exception would be a dispute dealing with the application/administration of this Memorandum of Understanding.

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MEMORANDUM OF AGREEMENT XIII DCF - OUT OF STATE VISITATION UNIT

The Office of Labor Relations, the State of Connecticut, hereinafter referred to as the “State”, the Department of Children and Families, hereinafter referred to as “DCF” and the American Federation of State, County and Municipal Employees – Social and Human Services Bargaining Unit, hereinafter referred to as “AFSCME” or the “Union” have concluded negotiations on the establishment of an unscheduled workweek within DCF. The following conditions have been agreed upon:

1. Staff assigned to the Out of State Visitation Unit (OSVU), within the Bureau of Adolescent and Transitional Services shall work unscheduled workweeks as defined in Article 17 Section One (c) of the collective bargaining agreement; however such schedules will be defined and granted on a two week basis.

2. The classifications within this unit (OSVU) that shall enjoy these unscheduled workweeks are Social Workers and Social Work Supervisors.

3. Employees in planning their duties and visitations shall submit their anticipated hours and workdays to designated management at least two (2) week in advance.

4. It is obvious that variation from the planned work schedule may occur due to work demands. This is by definition the nature of an unscheduled workweek.

5. DCF and the Union recognize that there may be need for overtime hours within this OSVU.

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Where the work demands require working beyond 40 hours within a workweek the employee will be required to obtain authorization from management prior to working such overtime. It is recognized on rare occasions there may be an immediate need which can only be achieved by a judgment of the employee to work extra hours. In such circumstance the extra hours will be explained to management on the following day.

6. The very nature of an unscheduled workweek affords flexibility in daily hours while maintaining a 40 hour workweek. Hours required beyond 40 are those where authorization is required (item #5).

7. It is understood and accepted by DCF and AFSCME that the classifications herein involved are eligible for overtime compensation at a premium of 1 and 1/2 times the regular hourly rate under the provisions of Article 18 Section One.

8. For purposes of administering Article 13 Section Three and Article 14 Section Two the OSVU shall be considered located at the Central Office of DCF.

9. When vacancies exist within OSVU, DCF will seek volunteers from employees with Child Protective Services (CPS) experience. Should there be insufficient volunteers; involuntary transfers shall be made consistent with Article 14 Section Four.

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APPENDIX C STIPULATED AGREEMENT I

DCF HOTLINE POSITIONS

In full and final agreement regarding the issue of rotational assignments of Social Workers to the Hotline’s screening function, the undersigned parties agree to the following:

1. The DCF Hotline may post positions for lateral transfer applicants specifying that the transfer assignment be for a defined period up to a maximum of a two (2) year period. Effective upon the date of the last signature to this Agreement, the transfer assignment shall be for a maximum of four (4) years. At the conclusion of the announced time period for the position, the selected transfer candidate will return to his/her former region. Any employee assigned to the Hotline under the previous two (2) year rotation schedule will return to his/her former region at the end of the two (2) year period.

2. In the event that management is seeking to refill a schedule slot in the screening function, that opening in the schedule shall be posted within the Division prior to posting agency-wide, giving current Hotline employees right of first refusal for that opening.

3. In the event that staffing levels at the Hotline are significantly reduced, both parties reserve and retain all of their rights to reopen this agreement.

4. Management agrees to provide employees with a written response to request(s) for time off on a holiday no later than two (2) weeks from the designated deadline for submission of those requests (e.g., December 1 deadline–December 15 response). Arrangements between Hotline Staff such as

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sharing/splitting shifts or volunteering to work a holiday will continue.

5. This Agreement shall not serve as a precedent in any pending or future matter which may arise between the parties.

6. This Agreement is entered into voluntarily and all parties have had sufficient time to evaluate its provisions.

7. This Agreement shall not be appealed in any matter or forum.

STIPULATED AGREEMENT IIDSS OVERTIME

In full and final resolution of the above-captioned grievances, the undersigned parties agree as follows:

1. The Department of Social Services recognizes the potential advantages of offering staff the access to voluntary overtime during various off-peak hours, including but not limited to, before the scheduled workday, after the scheduled workday and weekends.

2. The parties understand and agree that nothing in this agreement is intended to impinge upon managements rights under the collective bargaining agreement, including but not limited to, the decision whether overtime is necessary.

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3. The above-captioned grievances and any related prohibited practices complaint is hereby withdrawn with prejudice.

4. This Agreement shall not be precedent in any pending or future matters, and it shall not be admissible as evidence in any proceeding except as may be required to enforce its terms.

STIPULATED AGREEMENT IIIDSS STAFFING EQUALIZATION

The Office of Labor Relations, State of Connecticut, hereinafter referred to as the “State”, the Department of Social Services, hereinafter referred to as “DSS” and the American Federation of State, County and Municipal Employees, Social and Human Services Bargaining Unit, hereinafter referred to as the “Union” have reached the following agreement on staffing equalization:

1. DSS and the Union herein acknowledge that this agreement deals specifically with staff equalization in the categories of eligibility and child support.

2. DSS recognizes that many considerations are critical to staffing decisions and the caseload distribution may not be the ultimate factor of influence for staff equalization. Caseload distribution is, however, a major factor for consideration. It is the goal of this equalization effort to develop a more equitable caseload distribution between and amongst the regions.

3. DSS has determined its optimum staffing needs and the required distribution to staff within the categories referenced in item number one (1). These staffing figures represent open class opportunities as well as

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areas of current staffing excesses. The attached chart indicates the staffing plan.

4. The class opportunities (vacancies) shall be advertised via a memorandum to all statewide employees in the affected classes. This memorandum shall serve as a solicitation for voluntary transfers to the open positions.The memorandum shall be distributed January 20, 2004; will require response by January 30, 2004 (close of business; 4:30 p.m.).

5. DSS and the Union have agreed that of those who volunteer for opportunities (vacancies) in Willimantic, priority consideration will be afforded those employees from Norwich and the Northern Region. Following this priority consideration, voluntary transfers shall be provided in class by seniority.

6. The second step, following the voluntary transfers, in this equalization of staffing, shall be to reemploy the balance of those seventeen (17) positions covered by the Willimantic Memorandum of Understanding dated November 14, 2003. This re-employment equals approximately seven (7) individuals.

7. DSS and the union recognize that following voluntary transfers and re-employment there is a high probability that there will remain positions to be filled. This would result from too few voluntary transfers and/or the backfill resulting from the voluntary transfers. These vacant positions (opportunities) shall be filled by DSS by using involuntary transfers. These involuntary transfers shall come from locations and classes that DSS has determined as being overstaffed. DSS and the Union have agreed that involuntary transfers shall be implemented by moving staff to the closest work

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location available and consistent with Article 14, Section Four (c) of the collective bargaining agreement.

8. DSS and the Union have agreed that those employees volunteering for transfer (Items 4 & 5) shall be provided a minimum of one (1) week notice of acceptance of the transfer request prior to the effective date of the transfer.

9. DSS and the Union have agreed that those employees who shall be involuntarily transferred (Item 7) will receive a minimum of two (2) weeks notice of the effective date of the transfer.

10. In the event of involuntary transfers the State, DSS and the Union recognize that Union stewards will not be involuntarily transferred per the provision of Article 7 Section 10 (b) of the collective bargaining agreement.

11. This agreement provides the mechanism to follow in meeting the aforementioned staff equalization. The Union acknowledges the conditions herein for this expressed purpose and pledges no grievances or contest resulting from following the provisions herein. The Union retains the right to grieve non-compliance with this agreement.

12. This agreement is without precedent and shall not be referenced in any dispute, in any forum, between the parties except a dispute over compliance with this agreement. While without precedent, the Union and DSS express the intention to use this agreement as the guidepost for future DSS staff equalization efforts.

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STIPULATED AGREEMENT IVREGIONAL DEFINITION

In full and final resolution of the term of the claims raised in the prohibited practice complaint (Case No. SPP-24,580), the parties agree as follows:

1. For the remainder of the term of the current collective bargaining agreement, the Department of Mental Retardation and the Department of Social Services shall maintain the prior five (5) region designation for purposes of administering the layoff and bumping provisions of Article 13, Order of Layoff and Reemployment of the P-2 contract.

2. The boundaries of the prior five (5) region structure are reflected in the attached map and the existing or prior P-2 Work locations in those regions are listed below.

Dept. of Developmental ServicesNorthwest Region: Cheshire Southwest Region: Bridgeport South Central: Wallingford North Central: Farmington Eastern: Norwich

Dept. of Social ServicesNorthwest Region: Waterbury, Torrington, Danbury Southwest Region: Bridgeport, Stamford, Norwalk

(closed) South Central: New Haven, Middletown,

Meriden (closed) North Central: Hartford, Manchester, New

Britain, Bristol (closed) Eastern: Norwich, Willimantic

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3. The central office of each department shall continue to be considered as a separate facility and a separate work region, despite being located within the geographic boundaries of the North Central region.

4. This agreement shall not be considered as any admission of any statutory or contractual violation by the State of Connecticut, its agencies and/or their officials or employees.

5. The prohibited practice complaint (SPP-24,580) and any pending grievances on the same subject will be considered resolved and withdrawn.

6. This settlement is without precedent for any other situations between the parties.

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SUPERSEDENCE APPENDIX SOCIAL AND HUMAN SERVICES (P-2) AGREEMENT

(Effective July 1, 2009 to June 30, 20012)

PROVISIONCONTRACTREFERENCE

STATUTE/REGULATION AMENDED

Carry over of accrued time when changing from full time to part time or part time to full time shall be as the time was accrued

Article 3 Section 4(b) C.G.S. Sec. 5-247 G.G.S. Sec. 5-250 Regulation 5-247-2 Regulation 5-250-2 General Letter 30

Establishes PER-DCF-P2 evaluation form to use for service ratings

Article 9 Section 4 C.G.S. Section 5-237 Regulation. 5-237-1

Late services ratings will be deemed to be satisfactory.

Article 9 Section 5 C.G.S. Section 5-237(c) Regulation Section 5-237-1

Provides for the extension of working test periods when there is an aggregate of 15 or more days of leave for workers compensation.

Article 11 Section 3 C.G.S. 5-230 Regulation 5-230-1 General Letter 31

Provides for the extension of training periods when there is an aggregate of 15 or more days of leave for workerscompensation

Article 11 Section 5 C.G.S. 5-230 Regulation 5-230-1

Extendsadministrative leave with pay to 60 days

Article 16 Section 8 Regulation 5-240(a)(f)(g)(g)

Time as provisional employee will be counted for working test period if appointed from certified list with no break in service.

Article 11 Section 2 Reg. 5-230-1(a)

Repayment of advance or extended

Article 29, Section 6(c)

CGS Sec. 5-247 Reg. 5-247-5

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sick leave by reducing monthly accruals by 1/2 until repaid

Reg. 5-247-6

General Wage Increases effective 7/2/2010 and 7/1/2011

Article 31 Section 1 CGS Sec. 200(k) CGS Sec.. 200(m)

Annual increments and $750 lump sum for employees at maximum – not paid in 2009-10 and delayed 3 months in 2010-11 and 2011-12

Article 31 Section 2 CGS Sec. 200(k) CGS Sec. 200(m)

Domestic Partner benefits end on 10/28/09 per the pension agreement

Article 41 Section 6 Ending the supersedence of Reg. 5-247-4(a) 1, 2 Reg. 5-248b-1 Reg. 5-248b-6

Seven (7) mandatory furlough days

Memorandum of Understanding,Furlough Days

CGS Sec. 5-248c(a) Reg. 5-248c-2

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P-2 UNIT CLASSIFICATIONSAMERICAN FEDERATION OF STATE,

COUNTY AND MUNICIPAL EMPLOYEES

STATE OF CONNECTICUT

Classification Salary GradeApprenticeship and Training Consultant 23 Apprenticeship and Training Field Supervisor 24 Assistant Retirement Counselor 17 CDHI Counselor f/t Deaf & Hearing Impaired 22 CDHI Job Development Specialist 24 CDHI Supervisor of Counseling Services 24 Child Care Licensing Specialist 23 Child Care Licensing Supervisor 25 Children's Services Consultant 25 Community Advocacy Specialist 22 Complaint Officer 19 Connecticut Careers Trainee (Social & Human Services) 15 Eligibility Services Specialist 20 Eligibility Services Supervisor 23 Eligibility Services Worker 19 Employment & Training Technical Assistance Sprv. RC 26 Employment Security Appeals Referee 26 Employment Security Associate Appeals Referee 28 Employment Security Intermittent Interviewer 14 Employment Security Investigator 19 Employment Security Principal Appeals Referee 31 Extension Program Education Advisor 12 Extension Program Education Coordinator 17 Extension Program Education Liaison 14 Fair Hearings Officer (DSS) 25 Fair Hearings Supervisor (DSS) 28

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Classification Salary GradeField Representative 23 Field Representative-Services for the Blind 22 Field Supervisor of Wage Regulation 26 Housing and Community Development Agent (RC) 24 Housing and Community Development Agent 21 Housing Department Program Coordinator 2 21 Housing Department Program Supervisor 1 (RC) 25 HRO Affirmative Action Compliance Supervisor 27 HRO Affirmative Action Program Analyst (RC) 23 HRO Asst. Commission Counsel 1 24 HRO Asst. Commission Counsel 2 28 HRO Complaint Intake Officer 19 HRO Representative 23 HRO Trainee 17 Human Services Advocate (DMH) 22 Human Services Advocate (DMR) 22 Human Services Advocate (OPA) 22 Interpreter Assistant 17 Interpreter for the Deaf & Hearing Impaired 22 Labor Dept Adjudication Specialist 20 Labor Dept Adjudication Specialist (RC) 23 Labor Dept Assoc. Community Services Rep 19 Labor Dept Assoc. Community Services Rep (RC) 21 Labor Department Business Services Spec. 17 Labor Department Business Services Spec. (RC) 23 Labor Department Career Devel. Spec. 20 Labor Department Career Devel. Spec. (RC) 23 Labor Dept Community Services Rep 17 Labor Dept Community Services Rep (RC) 20 Labor Dept Operations Coordinator 25 Labor Dept Operations Coordinator (RC) 28 Labor Dept. Program& Svcs Coord. 23 Labor Dept. Program& Svcs Coord. (RC) 26

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Classification Salary GradeLabor Dept Resource Associate 20 Labor Dept Resource Associate (RC) 23 Labor Department Vets Employ. Outreach Wkr 17 Labor Department Vets Employ. Outreach Wkr(RC)19 Marketing Representative 25 Protection & Advocacy Assistant Program Director 25 Protection & Advocacy Investigator 22 Protection & Advocacy Program Director 28 Public Assistance Consultant 26 Quality Control Reviewer (Social Services) 22 Quality Control Supervisor 25 Retirement Counselor 19 Retirement Investigator 18 Retirement Research Counselor 22 Social Services Aide (RC) 08 Social Services Assistant 11 Social Services Investigations Supervisor 23 Social Services Investigator 19 Social Services Lead Investigator 20 Social Services Liaison Officer 17 Social Services Program Assistant Specialist 23 Social Services Program Assistant Supervisor 25 Social Services Program Assistant Technician 1 17 Social Services Program Assistant Technician 2 21 Social Services Trainee 14 Social Work Case Aide 16 Social Work Supervisor 26 Social Worker Social & Human Services 24 Social Worker Trainee Social & Human Services 18

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Classification Salary GradeSupervisor of Retirement Counseling Services 25 Supervisor of Workers Rehab Services 28 Veterans Aid Investigator 19 Veterans Services Officer 22 Veterans Services Supervisor 25 Vocational Rehabilitation Counseling Coordinator(CL/PAT) 26 Vocation Rehabilitation Counselor(CL/PAT) 23 Wage & Hour Investigator 1 19 Wage & Hour Investigator 2 20 Wage Enforcement Agent 23 Youth Services Assistant Unit Leader 19 Youth Services Group Leader (RC) 18 Youth Services Officer 17 Youth Services Officer Trainee 14 Youth Services Unit Leader 23 Youth Wilderness School Assistant Director 25 Youth Wilderness School Director 29 Youth Wilderness School Field Program Coord. 20

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LONGEVITYSEMI-ANNUAL PAYMENT

(JULY 1, 2009 THROUGH JUNE 30, 2012)Salary 10 15 20 25 Group Years Years Years Years 1-11 75.00 150.00 225.00 300.00 12 75.25 150.50 225.75 301.00 13 92.00 184.00 276.00 368.00 14 94.75 189.50 284.25 379.00 15 97.50 195.00 292.50 390.00 16 100.50 201.00 301.50 402.00 17 103.25 206.50 309.75 413.00 18 106.00 212.00 318.00 424.00 19 109.00 218.00 327.00 436.00 20 111.75 223.50 335.25 447.00 21 114.75 229.50 344.25 459.00 22 136.25 272.50 408.75 545.00 23 142.00 284.00 426.00 568.00 24 147.75 295.50 443.25 591.00 25 153.25 306.50 459.75 613.00 26 159.00 318.00 477.00 636.00 27 164.50 329.00 493.50 658.00 28 170.25 340.50 510.75 681.00 29 187.50 375.00 562.50 750.00 30 193.00 386.00 579.00 772.00 31 198.75 397.50 596.25 795.00 32 204.25 408.50 612.75 817.00 33 210.00 420.00 630.00 840.00 34 215.75 431.50 647.25 863.00 35 221.25 442.50 663.75 885.00

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Salary 10 15 20 25 Group Years Years Years Years 36 227.00 454.00 681.00 908.00 37 233.00 466.00 699.00 932.00 38 238.50 477.00 715.50 954.00 39 244.25 488.50 732.75 977.00 40 249.50 499.00 748.50 998.00 41 255.50 511.00 766.50 1022.00 42 261.25 522.50 783.75 1045.00 43 266.75 533.50 800.25 1067.00

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STIPULATED AGREEMENT

BETWEEN THE DEPARTMENT OF CHILDREN AND FAMILIES

CONNECTICUT JUVENILE TRAINING SCHOOL AND AFSCME COUNCIL #4, LOCAL 2663

This agreement replaces a prior agreement related to the same issue, date of executive May 10, 2001.

The parties agree to the following conditions for schedule swaps between Youth Services Officers:

1. Employees must complete a Swap Request Form and submit it to the Duty Office at least 72 hours in advance and usually no more than thirty (30) days. Turn around for approval/denial shall generally be within 24 hours from date of receipt. Exceptions for emergencies will be managed on a case-by-case basis.

2. All approved swaps must indicate an agreed-upon payback date that is within the pay period.

3. Employees are limited to three (3) schedule swaps per pay period. Three way swaps are not permitted.

4. Schedule swaps shall not incur overtime. 5. Employees in a working test period (initial or

promotional) cannot participate in swaps. 6. The employee who is scheduled to work will be the

individual held accountable for attendance. 7. DCF CJTS reserves the right to disapprove individual

swap requests. 8. This agreement has been entered into voluntarily and

only after both parties and their representatives have had an opportunity to review its provisions.

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Stipulated Agreement In the Matter of

State of Connecticut Department of Children and Families

andAFSCME Council 4, Local 2663

Institutional Grievance OLR No. 12-5459

In full and final resolution of the entitled matter, the parties agree to the following:

1. As set forth by upper management, the agency will assess as a factor, the amount of staff a supervisor is supervising with regard to maintaining protective service standards and whether the supervisor can meet those standards effectively. Whether a supervisor has more staff and/or cases than normally assigned could be considered an extenuating circumstance when management assesses whether a supervisor has met agency guidelines and policy with respect to child protective services.

2. Employees should continue to communicate to their supervisor or manager or designee any and all reasons as to why they may not be able to meet standards and expectations with respect to keeping children safe within agency guidelines. Management will in turn assess the concerns and assist with an appropriate course of action to resolve concerns raised by employees.

3. The executive of this agreement shall not be interpreted as any of the parties admitting to liability or wrongdoing.

4. The Union agrees to withdraw the entitled grievance.

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5. This Stipulated Agreement shall not be precedent in any pending or future dispute between the parties and shall not be presented as evidence by either party in any future meeting or hearing.

STATE OF CONNECTICUT OFFICE OF POLICY AND MANAGEMENT

Office of Labor Relations

June 21, 2006

Dear Mr. French:

The purpose of this letter is to provide written confirmation of our discussion regarding the procedure to be implemented at the Department of Children and Families as a result of the change in the language to Article 17, Section Two of the Social and Human Services Contract (July 1, 2006-June 30, 2009). In particular, during contract negotiations the parties agreed to include the Union in the mutual agreement regarding work schedule accommodations.

The procedure to be followed at DCF will be to “carbon copy” the Union on the agency’s response to an employee’s request for a schedule accommodation under Article 17, indicating approval or disapproval. The Union shall then determine whether it chooses to challenge the agency’s response, and act accordingly.

Please do not hesitate to contact me with any questions, or should you find a disparity in your understanding of what occurred.

Lynn F. Paton For the State

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REVISED MEMORANDUM OF UNDERSTANDING BETWEEN

STATE OF CONNECTICUT DEPARTMENT OF CHILDREN AND FAMILIES

ANDAFSCME, SOCIAL AND HUMAN SERVICES (P-2)

BARGAINING UNIT Re: OLR # 12-5453

DAS # 12-11050

The State of Connecticut, Office of Labor Relations (OLR), on behalf of the Department of Children and Families (DCF), and the American Federation of State, County and Municipal Employees, Council #4 (AFSCME) have reached the following understanding regarding the compensation for employees in the Social Worker Trainee classification at DCF.

1. The pay plan for Social Worker Trainees at DCF shall be a three step plan:

a. Step 1 compensation rate shall be equivalent to SH 18, Step 1;

b. Step 2 compensation rate shall be equivalent to SH 18, Step 4; and

c. Step 3 compensation rate shall be equivalent to SH 21, Step 1.

2. The compensation schedule for the three step pay plan shall be as follows:

a. Step 1 shall be effective from date of entry into the classification through to the completion of four (4) months as a Social Worker Trainee;

b. Step 2 shall be effective after the completion of four (4) months as a Social Worker Trainee through the completion of one year in the classification; and

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c. Step 3 shall be effective after the completion of one year as a Social Worker Trainee through the completion of a second year in the classification.

3. Upon successful completion of two years as a Social Worker Trainee, the employee shall be promoted to the target classification of Social Worker. Compensation as a Social Worker shall be at the level of SH 24 Step 1.

4. New Social Worker Trainees, hired on or after April 25, 2007 shall follow the above-stated compensation schedule.

5. The compensation for Social Worker Trainees in the classification as of October 13, 2006, shall be as follows:

a. Trainees who have not completed the first four (4) months of the training period shall be slotted at Step 2 of the new pay plan effective upon such completion, as cited in provision #2b;

b. Trainees who have completed the first four (4) months, but not the first year of the training period, shall be slotted at Step 2 of the new pay plan, as cited in provision #2b; and

c. Trainees who have completed the first year of the training period shall be slotted at Step 3 of the new pay plan, as cited in provision #2c.

6. Social Worker Trainees at DCF may be assigned a 100% caseload effective with the completion of four (4) months in the classification.

7. Existing employees who transfer or take promotions into the Social Worker Trainee class on or after October 16, 2007 shall have their step placement in salary grade

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SH 18 determined in accordance with the guidelines for computing salary adjustments set forth by the Department of Administrative Services, Determining Salary Upon Change in Class. Any such employees shall remain at their initial placement step rate (as determined by the DAS policy) until they are eligible for one of the above-specified step rates that would provide a higher compensation rate.

8. This agreement shall not be applicable to any employees in the Social Worker Trainee classification as of October 16, 2007 who had been earning more in salary grade SH 18 than the specified step rates described in #5 above as of the October 13, 2006 effective date of the original agreement. Therefore, any notice of overpayment letters sent to such employees shall be considered rescinded.

9. The Social Worker Trainee job description and pay plan, set forth above, shall be deemed negotiated and not subject to Objective Job Evaluation (OJE) and State Coalition on Pay Equity (SCOPE).

10. The grievance (DAS #11050) and the reevaluation appeal (OLR #12-5453) are hereby withdrawn. The prohibited practice complaint (SPP-26,828) and any pending individual or institutional grievances involving the implementation of the original agreement and/or claimed overpayments will be considered resolved and withdrawn.

11. The terms of this agreement shall be effective the pay period beginning October 13, 2006, except as otherwise specified in this agreement.

12. This Stipulated Agreement shall not serve as precedent in any pending or future dispute involving any other P-

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2 classification, and shall not be admissible as evidence in any arbitration or other proceeding involving anyone other than DCF.

STIPULATED AGREEMENT Between

STATE OF CONNECTICUT, DCF And

AFSCME COUNCIL 4, LOCAL 2663 RE: HOTLINE

In full and final resolution of the issues arising between the parties regarding staffing of the Hotline in the event of early closings, late openings or all day state closings, the parties agree to the following:

1. The DCF Hotline is a twenty-four (24) hour, seven (7) day a week operation which provides essential services.

2. It is acknowledged and agreed that Hotline staff are designated as essential employees. As such they are required to report to work or remain at work in the event of an early closing, late opening or all day state closing. This agreement excludes the Special Investigation Unit, Information and Referral and clerical staff.

3. In the event of an early closing, after consideration of operational needs, staffing may be decreased to minimum levels within a maximum of three (3) hours from the notice of such closing. Minimum staffing levels are defined as

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MINIMUM STAFFING LEVELS

Weekdays Weekends1st

Shift 4 SW & 1 SWS & 2 Primary Investigation SW

4 SW & 2 SWS & 4 Primary Investigation SW

2nd Shift 3 SW & 1 SWS &

2 Primary Investigation SW 4 SW & 2 SWS &

4 Primary Investigation SW

3rdShift 1 SW & 1 SWS &

2 Primary Investigation SW 1 SW & 1 SWS &

4 Primary Investigation SW

In order to accomplish this goal, Management shall initially solicit volunteers to remain until the end of their regularly scheduled shift. During the first closing after the signing of this agreement in the absence of sufficient volunteers, employees shall be directed to stay in order of inverse seniority. For all subsequent closings, in the absence of volunteers, employees shall be directed to remain at work on a rotating basis in accordance with inverse seniority, in an effort to equally distribute release time. (This rotational assignment list shall be maintained by contract year July 1 - June 30. It shall be kept separately and for this purpose only.) As call volume decreases, release of those employees not designated as minimum coverage shall be staggered until such time as minimum staffing has been achieved.

4. Coding in the event of a closing shall be as follows: -R for any regular hours worked -WW/WG for any release time -OT for any hours worked beyond the employee’s regular schedule

5. In the event of a late opening or all day State closing, Hotline employees are required to report to work at the beginning of their regular shift, subject to Article 41, Section Four (4). Management will determine the

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feasibility, based on operational needs, of reducing to minimum staffing levels. Should this occur, reduced staffing levels shall be achieved in accordance with Item #3 of this agreement. Management shall initially solicit volunteers to remain/report for their regularly scheduled shift. In the absence of volunteers, employees shall be directed to report to/remain at work on a rotating basis in accordance with inverse seniority and the rotation of such assignment as outlined in #3.

6. In the event of a late opening or all day closing, employees who are required as outlined in #5, but unable to report to work due to reasons directly related to closing, shall be granted WW/WG time. Should an employee call in sick, in accordance with the P-2 Collective Bargaining Agreement Article 29, Section 5, the employee may be required to provide a medical certificate. Employees on pre-approved leave shall not be granted WW/WG time.

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Stipulated Agreement Between

STATE OF CONNECTICUT Department of Social Services

andAMERICAN FEDERATION OF STATE, COUNTY &

MUNICIPAL EMPLOYEES (P-2 Unit)

In full and final resolution of the claims raised in the prohibited practice complaint (Case No. SPP-26,451), the State and the Union agree as follows:

1. The Department of Social Services will make every reasonable effort to pay Temporary Service in a Higher Classification awarded by a classification grievance answer within four to six weeks of the receipt of the grievance answer, provided the grievance answer has been accepted by the Union and not appealed to a higher step.

2. The prohibited practice complaint (SPP-26,451) and any pending grievances on the same subject will be considered resolved and withdrawn.

3. This agreement shall not be considered as any admission of any statutory or contractual violation by the State of Connecticut, the Department of Social Services or their officials or employees.

4. This settlement is without precedent for any other situations between the parties.

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MEMORANDUM OF UNDERSTANDINGREGARDING DSS STAFF OUT-STATIONING

The Office of Labor Relations, the State of Connecticut, hereinafter referred to as the “State,” the Department of Social Services, hereinafter referred to as “DSS” and the American Federation of State, County and Municipal Employees, Council #4, hereinafter referred to as the “Union” have reached the following agreement concerning out-stationing of staff:

1. The State, through its agency, DSS, has entered into agreements with hospitals, nursing home and other State agencies to provide and assign DSS Eligibility Workers to be located at the facility of the contracted group.

2. DSS acknowledges that these assigned Eligibility Workers retain status as State employees within DSS. It is therefore recognized that the issues of conditions of employment are the purview of DSS.

3. Out-stationed means that the DSS employee shall have a duty station and work post at a facility not owned or operated by DSS, but owned and/or operated by the contracting organization.

4. Staffing at these out-stationed locations shall be achieved by following the practice and contractual requirements of Article 14 that are consistent with the filling of a vacancy.

5. Employees who staff these out-station assignments will generally serve in said assignment for one (1) year periods. At the conclusion of each year the employee may request in writing a reassignment to the closest office in the region if a lateral vacancy is available.

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Provided such lateral reassignment can be accommodated, it shall be within sixty (60) days of the request or until the out-stationed position is refilled, whichever occurs later.

6. In the event of layoff or transfer where work location is an influencing factor in employee selection, the out-stationed employee will be considered to be an employee of the closest office in the region for administrative purposes.

7. By virtue of this Agreement, the Hartford Community Court pilot project is terminated and the Hartford Community Court becomes recognized as an out-station covered by this agreement.

8. This understanding is for the specific purpose of establishing and instituting the method of staffing out-station assignments and for the purpose of describing how to handle assignment of the out-stationed staff in the event of layoff.

9. This agreement is without precedent in any other situation or circumstances between the parties. This agreement shall not be presented by either party as evidence in any disputes of any kind that may occur between the parties, except in the event of dispute over the application and/or administration of this agreement.

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AGREEMENT REGARDING DSSLESS ARDUOUS DUTY SEARCHES

The Department of Social Services and AFSCME Council 4 (NP-3 and P-2 bargaining units) agree to the following procedure regarding searches for positions with “less arduous” duties.

This procedure shall apply to employees who have continuing work restrictions related to an approved Workers’ Compensation injury.

If an employee’s physician determines that the employee has reached maximum medical improvement but is still unable to return to full and regular duty, the department will conduct a less arduous duty search for an alternate position within DSS for which the employee qualifies and is medically able to perform such duties without further injury and which the department intends to fill.

The search will include job classifications of lower salary level and positions in other locations.

If the search results in such a position, the employee will be placed in the position provided that no other employee has greater or earlier rights to that position.

If the search is unsuccessful, the department will request DAS to conduct a less arduous search of other agencies.

The Union shall be notified of any search involving a bargaining unit employee conducted by DSS under this procedure and the result of the search and the Union may request such a search on behalf of an eligible bargaining unit employee.

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Note: The parties agree that the “greater or earlier rights to the position” referenced above is intended to mean that no other individual has rights to that position as a result of layoff reemployment or SEBAC lists of employees from the same NP-3 or P-2 unit, grievance decisions and/or settlements or a prior written commitment to an outside hire issued by the DSS Human Resources Office.

Stipulated Agreement Between

STATE OF CONNECTICUT Department of Social Services

AndAMERICAN FEDERATION OF STATE, COUNTY &

MUNICIPAL EMPLOYEES (P-2 Unit)

In full and final resolution of the claims raised in the prohibited practice complaint (Case No. SPP-26,308), the parties agree as follows:

1. In order to comply with the 8/28/2005 overtime agreement (OLR No. 12-6490) and to endeavor to equalize overtime opportunities to employees in different circumstances, the New Haven region will offer a week of weekday overtime hours (4-5 hours) for every week in which Saturday overtime hours are offered. This is envisioned as generally involving a week with Saturday overtime alternating with a week of weekday overtime. It is understood that there is no guarantee of overtime work and that it will be subject to the availability of the EMS system, the need for overtime work and the availability of overtime funding.

2. As stated in the prior agreement, the parties understand and agree that nothing in this agreement is intended to

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impinge upon management rights under the collective bargaining agreement, including but not limited to the decision whether overtime is necessary.

3. The prohibited practice complaint (SPP-26,308) and any pending grievances on the same subject will be considered resolved and withdrawn.

4. This agreement shall not be considered as any admission of any statutory or contractual violation by the State of Connecticut, the Department of Social Services or their officials or managers.

5. This settlement is without precedent for any other situations between the parties.

MEMORANDUM OF UNDERSTANDING

Veterans’ Performance Awards and Incentives – AFSCME Social and Human Services (P-2)

The State of Connecticut (hereinafter referred to as the “State”) and the American Federation of State, County and Municipal Employees, AFL-CIO, Locals 269, 714 and 2663 of Council 4 (hereinafter referred to as “AFSCME”) have herein agreed that AFSCME P-2 members employed by the State of Connecticut may be eligible for Awards under the Veterans’ Performance Awards and Incentives program funded by the federal government. The State of Connecticut, Department of Labor developed a program of rewarding certain individual employees who provide extraordinary service as outlined in the program. Since the Jobs for Veterans Act requires that individual employees be provided with individual rewards as a condition precedent of the funding of the Veteran’s

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Employment & Training Services program, the parties hereby agree to the following guidelines which will apply to those individuals who are eligible for the program. There shall be no benefits for eligible employees beyond those specifically provided under the grant application as required by the Jobs for Veterans Act.

1. The participating employee must have a minimum of one year of state service.

2. The employee must be a full time or part time employee with permanent status.

3. Following each year (measured from October 1 to September 30) beginning with the 2003-2004 year, eligible employees who are selected in accordance with the terms of the grant will be entitled to elect between a maximum of an additional one week of additional annual vacation or a donation from the grant to a charity of the recipient’s selection. Such donation will be made directly to the charity in the name of the recipient. The charity must be a recognized charity qualifying as such under the Internal Revenue Code.

4. For purposes of the program, the first annual period (year) for program participation runs from October 1, 2003 through September 30, 2004. The additional vacation shall be added to the employee’s vacation balance as of January 1 following the close of the preceding measurement year.

5. The employee must be employed on the January 1 following the applicable year in order to be eligible for the additional annual vacation.

6. The Veterans’ Employment and Training grant will be totally responsible for the program.

7. The grant of the additional vacation will be by the Department of Labor or donation to the selected veterans’ charity and shall not be subject to any appeal. The regulations regarding the utilization of vacation

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shall govern the utilization of the additional time earned under this program.

8. The Department of Labor will reimburse the General Fund from the grant for the value of any additional vacation granted under the provisions of this agreement and the grant shall fully bear the cost of any payments made to selected veterans charities.

9. No payment or grant of benefits under the provisions of this agreement or any other matter dealing with rights of individual employees under the terms of the grant of the federal government to the Department of Labor for veterans’ employment and training shall be subject to the grievance and arbitration procedure of the contract, including the elimination of the program entirely.

10. This agreement shall not serve as a precedent in any pending or future matter that may arise between the parties, including but not limited to, grievances, negotiations and/or interest arbitrations.

MEMORANDUM OF AGREEMENTREGARDING VA WORK STUDY ALLOWANCE

PROGRAM

PURPOSE AND PARTIES

To formally define the understanding reached between Connecticut Council 4 AFSCME and the State of Connecticut Department of Labor concerning the placement of VA Work Study Allowance Program participants at the Department of Labor worksites during the period covering July 1, 2005 through August 31, 2006.

CONDITIONS

1. VA Work Study Allowance program positions will be only in addition to employment which would be

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otherwise available, and will not be in areas where positions are vacant or become vacant.

2. VA Work Study Allowance program placements will not result in the displacement of currently employed workers, including partial displacement such as reduction in hours of overtime or non-overtime work, wages or employment benefits.

3. VA Work Study Allowance Program positions will not impair existing contracts for services or result in the substitution of Federal funds for other funds in connection with work that would otherwise be performed.

4. VA Work Study Allowance Program positions will not be substituted for existing federally assisted jobs under federally supported programs.

5. The worksite and/or the employing agency will not terminate, layoff, or reduce the working hours, regular or overtime, of an employee in anticipation of hiring an individual with funds available under VA Work Study Allowance Program. No participant will be used to provide services which are normally provided by permanent, temporary, part-time, or seasonal workers. Nor shall participants provide services which are usually contracted out.

6. VA Work Study Allowance Program participants will not be placed in bargaining units where employees are on layoff. Participants will not perform the same or similar duties of any terminated or laid off employees.

7. VA Work Study Allowance Program participants will work only the regularly scheduled hours of currently

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employed workers on the day shift. They will not work Saturdays, Sundays, holidays, or overtime.

8. The placement of VA Work Study Student participants in bargaining unit positions will not prejudice any past, present, or future agreements concerning the bargaining unit.

9. Bargaining unit members will not be disciplined or suffer loss of pay or benefits as a result of this program.

10. VA Work Study Allowance Program participants will be moved from any worksite immediately should a layoff occur.

11. In the event of complaint by Connecticut Council 4 AFSCME regarding the terms set forth in this AGREEMENT, the Department of Labor will remove the questioned VA Work Study Allowance Program participants from the participating agency.

Participants will be reassigned only if there is a successful resolution of the Union complaint and the Department of Labor receives concurrence from Connecticut Council 4 AFSCME.

The Parties agree to the placement of VA Work Study Allowance Program participants at State Agency worksites subject to the conditions defined herein.

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Memorandum of Understanding AFSCME Council 4, Local 269

and the Connecticut Department of Labor

Regarding Re-employment Services

The DOL is piloting a reemployment services program, which will target UI recipients and provide them with intensive reemployment services. This program will be staffed by durational 14 CSR’s. DOL will solicit volunteers for these positions from existing staff. These positions will be assigned to every Job Center except for Meriden, and two will be assigned to New Britain.

As the funding is durational, once the funding expires, staff will return to their original work location. In other words, permanent staff will keep their permanent positions but perform the durational assignment. Durational staff will be hired to backfill the permanent CSR’s at the location from which the CSR is assigned.

The durational staff hired will have the opportunity to compete for permanent positions should there be vacancies. Permanent CSR’s accepting this assignment to the Pilot Reemployment Program will return to their original location.

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STATE OF CONNECTICUT OFFICE OF POLICY AND MANAGEMENT

Office of Labor Relations

September 17, 2002

TO: James French AFSCME Council 4

FROM: Ellen Carter OPM, Office of Labor Relations

RE: Labor Department Classification Agreement

This is in regard to the application of the Labor Department agreement to an employee in one of the red-circled classes who leaves but then returns to the classification.

We agreed that a person who was covered by the red-circling provision and then had a break in service and was reemployed within one year would continue to be covered by the red-circling provision in the agreement. If a covered employee had a break in service of more than one year, the employee would be treated as a new employee for purposes of the Labor Department agreement. Examples of the one year standard are as follows:

An employee in a DOL red-circled title on 4-18-2002 then leaves State service on 10-1-2002 but returns to his/her DOL title on 7-1-2003. Since the employee’s break in service was less than one year, the employee would continue to be covered by the red-circling provision.

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If the same employee did not return to the DOL title until 11-1-2003, the employee would be treated as a new employee under the agreement and would not be placed in the red-circled title.

If you agree with my description of our understanding, could you please sign below on behalf of the Union and return it to me? If I have not accurately described our understanding, please let me know. Thank you in advance for your cooperation.

The Union concurs with the above description of the application of the agreement concerning the Labor Department classifications.

Signed: James A. French Date: 9-19-02

STATE OF CONNECTICUT OFFICE OF POLICY AND MANAGEMENT

Office of Labor Relations

April 6, 2006

Dear Mr. French:

The purpose of this letter is to provide written confirmation of our verbal agreement as to the agreed upon changes to the Supplemental Letter of Agreement for the Commission on the Deaf and Hearing Impaired (CDHI). Per our conversation, these changes shall be effective upon legislative approval of the Social and Human Services (P-2) Bargaining Unit Contract for the period July 1, 2006—June 30, 2009. In addition, these changes shall be incorporated into the language of the

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bargaining unit contract which covers the period beginning July 1, 2009.

Specifically, changes have been made to the following provisions of the supplemental letter:

The introduction; Provision #5, “Assignments”; Provision #10, “Training”; and Provision #11, “Certificate Differentials.”

In addition, a Memorandum of Understanding has been negotiated which implements an on-call program. This MOU, or any subsequent re-negotiation of same shall be incorporated into the above-mentioned contract.

All related documents have been included with this letter. Please do not hesitate to contact me with any questions you may have, or should you need further information.

It has been a pleasure, as always.

Lynn F. Paton For the State

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SUPPLEMENTAL LETTER OF AGREEMENT STATE OF CONNECTICUT AND

AFSCME COUNCIL #4 RE: CERTIFIED PART-TIME PERMANENT

AND CERTIFIED PART-TIME INTERPRETERS OF THE COMMISSION

ON THE DEAF AND HEARING IMPAIRED

All of the terms of this agreement shall apply to the certified part-time permanent interpreter positions of the Commission on the Deaf and Hearing Impaired (“the Commission”). Only 1, 3, 5, 6, 7, 8, 9, 10, 11, 12, and 13 shall apply to certified twenty plus hours interpreter positions of the Commission. All interpreters shall be certified by the National Registry of Interpreters for the Deaf (RID) or the National Association of the Deaf (NAD).

1. CODE OF ETHICSThe professional Code of Ethics of the National Registry of Interpreters for the Deaf (RID) shall be honored by both the Commission and its employees.

2. HOURS OF WORKPart-time permanent interpreters (PTP) will work or be paid a minimum of forty (40) hours biweekly. Those interpreters who fail to actually work forty (40) hours in a biweekly pay period due to refusal of assignments offered in accordance with the contract shall be paid only for actual hours worked or charged to leave time. The interpreter shall decide if such leave time is to be charged to vacation or unpaid leave and notify the Commission: if no notice is given, it shall be treated as unpaid leave and interpreter shall be notified.

The guarantee provided above may be removed from an interpreter who consistently undershoots due to his/her lack of availability or refusal of assignments.

3. SHIFT DIFFERENTIAL

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Employees shall receive night shift differential for shifts starting at or after 2:00 p.m. and before 6:00 a.m. Payment of the differential shall be consistent with the provision of Article 31, Section Four of the collective bargaining agreement.

4. AVAILABILITYPTP interpreters shall be available on a extensive basis for assignments and shall call in regularly to receive assignments. PTP interpreters will submit availability schedules to the coordinator of interpreting services for prime and non-prime time availability. Prime-time hours are those hours between 7:00 a.m. and 6:00 p.m. Monday through Thursday and 7:00 a.m. through 4:00 p.m. Friday. Non-prime hours are those between 6:00 p.m. and 11:00 p.m. Monday through Thursday.

PTP interpreters shall submit schedules for forty (40) hours of prime time and five (5) hours of non-prime time.

During prime-time unavailability will be denoted in blocks of time not less than 2 hours. Non-prime availability will be denoted with no interruptions beginning at 6:00 p.m.

5. ASSIGNMENTS

CDHI shall make assignments at least twenty-seven (27) hours prior to appointment. When twenty-seven (27) hours notice is not provided, the PTP interpreter may decline assignment without penalty.

Assignments of less than one (1) hour shall be credited as if the PTP employee interpreted for the full hours plus actual travel time. The 20+ interpreters shall be credited with two (2) hours per assignment inclusive of travel time.

When a requesting entity cancels an interpreting assignment with twenty-four (24) hours or less notice and the interpreter is notified of the cancellation prior to leaving for the assignment,

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the interpreter shall be compensated for all hours of the original schedule’s hours. The interpreter will not, however, receive compensation for projected travel time. (In the event of a Monday cancellation, the twenty-four hour period shall not include 12 a.m. Saturday through 12 a.m. Monday, i.e. a cancellation for 1 p.m. on Monday received at, or later than 1 p.m. Friday would qualify for compensation under this section.)

The interpreter shall remain available for any substitute assignment during all hours of the originally scheduled hours, including projected travel time. The interpreter shall take all substitute work offered. Every reasonable effort will be made to accommodate ethical concerns related to the replacement work offered. (Ethical concerns shall be consistent with the Registry of Interpreters for the Deaf, Professional Code of Conduct.) In the event such accommodation is not possible, the interpreter shall be expected to report to the assignment. If the interpreter refuses the substitute assignment, payment for the original cancellation shall be reduced by the amount of substitute work offered, yet refused, and shall not be reduced by the projected travel time for that substitute work.

When an interpreter arrives at an assignment and the client has not yet arrived, the interpreter shall remain for thirty (30) minutes unless released by the Interpreting Office. After waiting the thirty (30) minutes and the client still has not arrived, the interpreter shall contact the Interpreting Office prior to leaving the assignment, to ensure that the assignment is cancelled and to receive authorization to leave.

When an interpreter arrives at an assignment and the client does not attend, the assignment is cancelled with travel (CWT) or the interpreter is informed that interpreting services are otherwise unnecessary, the interpreter shall be compensated for all hours of that scheduled assignment including actual travel time to, and actual or projected travel time from said

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assignment. Upon learning that interpreting services are no longer necessary for such scheduled assignment, the interpreter shall call the Office of Interpreting Services immediately to obtain a substitute assignment. Pursuant to this subsection, the interpreter shall not receive additional compensation for the substitute assignment.

Upon calling the Office of Interpreting services, if no substitute assignment is offered to the interpreter, the interpreter shall remain available for an assignment during all hours of the originally scheduled assignment. This period of availability includes the projected travel time of the return trip from the original assignment.

A cancellation is not deemed official unless it is confirmed by the Office of Interpreting Services.

The interpreter may refuse a substitute assignment if the assignment exceeds the scheduled time of the original assignment including the projected travel time.

6. TRAVEL TIME AND WAITING TIMETravel from home to assignments and return, and from assignment to assignment, shall be counted as time worked.

Time spent between assignments shall be paid on an hour for hour basis provided that the time is equal to or less than the time required to travel home and to the next assignment.

7. MILEAGEMileage shall be reimbursed at the prevailing rate specified in the P-2 Agreement.

Parking and toll charges incurred in the service of the Commission shall be reimbursed.

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8. HOLIDAY PAYFor PTP and twenty-plus interpreters, holiday pay will be at the individual’s calculated value of a day (Value of a day is equal to the quarterly hours worked divided by sixty-five days. In determining hours worked paid leave shall be included in the calculation.) If an employee works on a holiday the employee will be paid for hours actually worked in addition to holiday pay.

9. PAPERWORKEach pay period two (2) hours for PTP and one (1) for 20+ interpreters shall be considered time worked on paperwork, provided that required reports and other paperwork are submitted in accordance with established deadlines.

If the Commission changes the payable hours submitted by an interpreter, a written explanation will be provided at least one week prior to issuance of a paycheck.

10. TRAINING

The Commission shall provide each interpreter with twenty (20) hours of training per year subject to the approval of the Executive Director or a designee which will not be unreasonably denied. Such hours will be counted as hours worked and will be included in the minimum hour guarantee.

11. CERTIFICATE DIFFERENTIALS

The Commission shall pay an hourly wage differential based on the type of RID and/or NAD certificate(s) held by an interpreter (both full and part-time). These wage differentials are provided as follows:

Differential 1: A differential of $.50 per hour shall be paid for holding one certificate from among the following:

RID Expressive Transliterating Certificate (TC)

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RID Expressive Interpreting Certificate (IC) RID Oral Interpreting Certificate: Spoken/Visible

(OIC:SV) RID Oral Interpreting Certificate: Visible/Spoken

(OIV:VS) NAD Level III Certificate

Differential 2: A differential of $.70 per hour shall be paid for holding either of the following:

Any combination of two or more certificates listed under Differential 1 above.

RID Reverse Skills Certificate (RSC) earned by deaf or hearing impaired persons who function as intermediary interpreters.

Differential 3: A differential of $.90 per hour shall be paid for holding one certificate from among the following:

RID Certificate of Transliteration RID Certificate of Interpretation RID Comprehensive Oral Interpreting Certificate

(OIC:C) NAD Level IV Certificate

Differential 4: A differential of $1.30 per hour shall be paid for holding one certificate among the following:

RID Comprehensive Skills Certificate (CSC) RID Certificate of Transliteration and Certificate of

Interpretation (CT/CI) NAD Level V Certificate NAD-RID NIC

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Differential 5: A differential of $1.60 per hour shall be paid for holding CSC or CT/CI, plus either:

A single certificate higher than CSC or CT/CI such as Master Comprehensive Skill Certificate (MSCS), Specialty Certificate: Legal (SC:L)

NAD-RID NIC Advanced NAD-RID Masters

12. CERTIFICATION MAINTENANCEAt the beginning of each contract year, the Commission will reimburse each certified interpreter for the cost of maintaining their certificates through membership in RID.

13. LANGUAGE SKILLS$1000.00 to be paid quarterly at $250.00 will be provided for anyone required to interpret in two (2) or more spoken languages on an assignment. Receipt of the quarterly payment will be dependent upon the actual experience of using two or more spoken language on assignments during the quarter.

CDHI STANDBY PROGRAM

The Office of Labor Relations, State of Connecticut, hereinafter referred to as the “State,” the Commission on the Deaf and Hearing Impaired, hereinafter referred to as “CDHI” and the American Federation of State, County and Municipal Employees, Social and Human Services Bargaining Unit, hereinafter referred to as the “Union” have agreed upon a standby program to be utilized by the CDHI for emergency interpreting requests. The provisions for that standby program are as follows:

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1. An emergency is defined as a situation requiring immediate response to ensure the health, safety and rights of the individual (e.g. police, medical, Homeland Security and other urgent investigation questioning).

2. Standby coverage shall be staffed by volunteers. Volunteers must be minimally qualified to respond to medical assignments.

3. The timeframe for standby coverage shall be from 5 p.m. to 12 midnight.

4. In the event an Interpreter is called out to respond to an emergency, s/he is to remain on that assignment until it has been completed.

5. The standby coverage schedule shall be distributed for sign-up on a monthly basis. Volunteers will sign up for those nights for which they are available, and for as many nights as they wish to volunteer. The process for accomplishing the sign-up shall be determined and distributed to all staff management, based upon the following:

a. Receipt of availability on or before the specified deadline shall be awarded by seniority;

b. Receipt of availability after the specified deadline shall be awarded on a first come, first serve basis, based upon date of receipt and availability of remaining vacant slots.

6. Standby coverage shall be comprised of up to a maximum of two (2) Interpreters each night.

7. Interpreters who participate in the Standby Program shall be compensated for being on-call, from 5 p.m. to midnight, in accordance with Article 47, Section Seven of the contract.

8. Standby Interpreters who must respond to an emergency shall be compensated for such response in accordance with Provision #5 of the Side Letter of Agreement.

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9. To facilitate the Standby Program, the Agency will ensure that:

a. A cell phone shall be available for use during standby hours for any staff person not already equipped with a cell phone. The cell phone is for business purposes only.

b. Employees on standby will use their personal car when responding to an emergency call. Compensation for such use shall be consistent with Provision #7 of the Side Letter of Agreement.

10. This Agreement shall become effective with legislative approval of the Social and Human Services (P-2) Bargaining Unit Agreement for the period July 1, 2006 – June 30, 2009. The parties shall have the opportunity to re-negotiate the terms of this Agreement under the following conditions:

a. The number of emergency responses increases by a minimum of 100% within any subsequent one year period, based on the number of emergency responses (45) occurring in the 2004-2005 fiscal year.

b. Conditions change which are anticipated to result in an increase in emergency responses of 100% or more in any projected 12-month period, or

c. By mutual agreement of the parties.

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Stipulated Agreement Between

STATE OF CONNECTICUT and

AMERICAN FEDERATION OF STATE, COUNTY & MUNICIPAL EMPLOYEES (P-2 Unit)

In full and final resolution of the claims raised in the prohibited practice complaint (Case No. SPP-27039), the State and the Union agree as follows:

1. The State of Connecticut, Board of Education & Services for the Blind (BESB), hereby agrees that employee liability for lost, stolen or vandalized equipment covered under BESB Total Staff Memo 2007-6 will be limited to disciplinary liability. This agreement shall not preclude the Union’s ability to grieve disciplinary action and shall not limit the State’s ability to make a criminal referral in an appropriate case.

2. BESB will be responsible for providing cables for laptops if requested.

3. This agreement shall not be considered as any admission of any statutory or contractual violation by the State of Connecticut, BESB or their officials or employees.

4. This settlement is without prejudice or precedent for any other situations between the parties.

5. The prohibited practice complaint (SPP-27039) and any grievances (including AFSCME Inst. 12-5954) on the same subject will be considered resolved and withdrawn.

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STIPULATION Re: Job Posting at CHRO

This agreement is entered into between the Connecticut Commission on Human Rights & Opportunities (CHRO) and AFSCME Council 4 as full and final resolution of grievance #12-4423. The parties agree as follows:

CHRO will transmit all future internal job vacancy postings by facsimile and e-mail to the regional offices to be posted. A call will be placed to the regional offices prior to transmitting the posting announcement and confirmation that the announcement was received will be made.

DPH STRIKE MONITORING Settlement

1. When a strike monitoring assignment corresponded with existing rules and regulations regarding shift and weekend differential, the agency shall make payment accordingly.

2. When an employee began a strike monitoring assignment prior to 6:00 a.m., shift differential shall be paid up until the point (if any) that said employee began regular work (not strike monitoring) activity for that day.

3. When an employee began the work shift on any given day at noon or later, the agency shall consider the hours of noon to 2:30 p.m. as part of the regular work assignment, and, accordingly, the agency shall make payment at the regular rate. The agency shall consider time worked from 2:30 p.m. forward as the strike monitoring shift, and shall make payment at the differential rate.

4. When an employee received full shift credit (8 hours) for less than 8 hours of work, only hours actually worked shall be considered as eligible for differential payment.

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5. All overtime hours will be paid at the appropriate differential rate.

This Agreement is specific to this matter, is with prejudice and without precedent in any matter involving any other situation. This Agreement does not alter the terms of the current rules and regulations governing payment of shift and weekend differentials, nor does it provide indication as to how the DPH will handle such matters in the future.

MEMORANDUM OF UNDERSTANDINGALTERNATIVE WORK SCHEDULE

The State of Connecticut (hereinafter referred to as the “State”), the Department of Developmental Services (hereinafter referred to as “DDS”) and the American Federation of State, County and Municipal Employees (hereinafter referred to as “AFSCME”) have reached the following agreement concerning alternative work schedules:

1. DDS recognizes that the availability for employees to work schedules other than the standard schedule with regular established hours in five (5) consecutive days may be beneficial to both the employees and the agency.

2. AFSCME recognizes that the availability of particular work schedules may be restricted due to services to be provided and operational needs of DSS.

3. DDS shall provide alternative schedules that include: o four day workweek o varied fixed hours within five consecutive days o 5/4 or 4/5 biweekly (9-day)

4. All alternative schedules shall incorporate standard break and lunch periods. All schedules must require

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forty (40) hours of work time within the work week, which is Friday through Thursday.

5. All employees, regardless of their schedule, must work the core hours between 9:30 a.m. and 3:00 p.m. All schedules must be arranged within the bandwidth hours of 6:00 a.m. through 6:00 p.m. Special arrangements to meet specific program needs outside of these hours may be approved by the employee’s manager.

6. Specific hours and schedules shall be mutually agreed upon between the employee and the management designee. The operating need of the office or region will have primary consideration when assessing whether a schedule request can be granted.

7. Where schedule requests create conflict in staffing requirements, preference will be given on the basis of seniority as defined in Article 12, Section Two.

8. Leave time taken by employees on any alternative schedule will be recorded on an hour-for-hour basis. Schedules cannot be adjusted to avoid the use of leave time.

9. Holidays shall be recognized as eight (8) hours. Therefore, in weeks where there is a holiday, employees on compressed work schedules will be required to adjust their schedule to accommodate the work requirement of the remaining thirty-two (32) hours. Said schedule adjustment must be submitted and approved by management the week prior to the week in which the holiday falls.

10. Employees electing a varied fixed hours schedule must, once the election is affirmed by management, submit to their supervisor in writing the general work plan for each pay period the Thursday pay day preceding said period.

11. Employees retain the right to elect the standard work schedule inclusive of the right to return to a standard schedule following proper notice.

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12. A Labor Management Committee consisting of a representative from Local #2663 and a representative from AFSCME plus the Agency Personnel Administrator (or designee) and one other management representative shall be established. This committee shall discuss issues that may arise concerning the various alternate schedules and operation of the program. The committee shall be empowered to resolve issues, by mutual agreement, within the guidelines of this Agreement.

13. The alternate work schedule program will initially operate as a six (6) months pilot project with a review by the parties after three (3) months following implementation.

14. The right to terminate this program with notice is retained by both management and the Union. In exercising this right the provisions of Article 17, Section One (d) govern.

STATE OF CONNECTICUT OFFICE OF POLICY AND MANAGEMENT

Office of Labor Relations

December 5, 2006

Dear Mr. French:

The purpose of this letter is to provide written confirmation of our discussion regarding the regional designations for the Special Investigations and Revenue Enhancement Units at the Department of Children and Families in the event of a layoff. In particular, with the relocation of these units to Meriden, the parties have agreed to consider both as being in the New Haven Region.

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Please do not hesitate to contact me with any questions, or should you find a disparity in your understanding of what occurred.

Lynn F. Paton For the State

SEBAC PLACEMENT & TRAINING STIPULATED AGREEMENT

WHEREAS, under a prior agreement, know as SEBAC 3, between the State of Connecticut (hereinafter referred to as “SEBAC”) health insurance benefits were continued to certain laid off employees; and

WHEREAS, the State’s cost for the continuation of such benefit was paid from a Placement and Training Fund established under SEBAC 3 which provides that employees who were laid off in 1992-93 were provided continuation of health insurance for specified period; and

WHEREAS, a dispute has arisen concerning whether the State is obligated to pay for the continuation of health insurance benefits for employees who were laid off from November 1, 2002 through June 30, 2003, or who receive a notice of layoff during that period; and

WHEREAS, the Fund balance is currently insufficient to pay the State’s cost for the continuation of such benefits for employees who were laid off from November 1, 2002 through June 30, 2003 or who receive a notice of layoff during that period,; and

WHEREAS, Connecticut General Statutes §4-65a provides that the Secretary of the Office of Policy and Management is the employer representative in collective bargaining negotiations

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regarding changes to the health and welfare benefits for state employees; and

WHEREAS, the Secretary of the Office of Policy and Management has designated the Office of Labor Relations (hereinafter referred to as “OLR”) as his representative in all matters of collective bargaining; and

WHEREAS, the SEBAC is the authorized representative of the coalition of State Employee Unions to negotiate changes to health and welfare benefits for state employees; and

WHEREAS, the State and SEBAC have engaged in bargaining regarding the continuation of health benefits for employees laid off between November 1, 2002 and June 30, 2003 or who receive a notice of layoff during that period.

NOW, THEREFORE, the parties hereby agree as follows:

1. The State will replenish the Placement and Training Fund in an amount sufficient to pay the State’s share of the continuation of health benefits as first provided under SEBAC 3 for employees laid off between November 1, 2002 and June 30, 2003 or who receive a notice of layoff during that period.

2. Eligibility and the six (6) month period of continuation for said employees shall be determined by the Placement and Training Committee in accordance with existing rules and practices determined by the Retirement and Benefits Services Division within the Office of the State Comptroller.

3. This agreement is entered into voluntarily after the parties and their representative have had sufficient time to review its provisions and may not be contested in any forum.

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4. In consideration of this agreement, SEBAC and any of its constituent unions hereby agree not to file or pursue any legal action against the State of Connecticut, its representatives or its employees in any forum as a result of this agreement. Any pending grievances or other claims by SEBAC or any of its constituent unions regarding the failure to continue health insurance benefits to employees who receive benefits hereunder are hereby withdrawn and they agree to take any and all steps necessary to effectuate their withdrawal.

5. Nothing in this agreement shall prevent SEBAC or the State from pursuing any other claims it might have regarding the Placement and Training Fund.

6. This agreement shall not serve as a precedent in any pending or future case that may arise concerning this issue. The fact that the parties have entered into this agreement shall not be admissible in any forum. It shall not serve as proof that there is an obligation to bargain over this issue in any future negotiations, arbitration, prohibited practice or other legal or administrative proceeding.

Executed this 13th day of March, 2003, at Hartford, Connecticut.

MEMORANDUM OF UNDERSTANDING

The Office of Labor Relations, on behalf of the State of Connecticut, hereinafter referred to as the “State” and the Department of Labor, hereinafter referred to as “DOL,” and the American Federation of State, County and Municipal Employees, hereinafter referred to as the “Union,” on behalf of the P-2 Social and Human Services Bargaining Unit have agreed as follows:

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1. Both the State and the Union acknowledge that intermittent employees are a class of employees who are not considered permanent and are established by rights granted under C.G.S. Sec. 5-235(d).

2. It is furthermore acknowledged, by the State and the Union, that said intermittent employees are not entitled to vacation accrual eligibility.

3. During the 2002-2003 layoffs, at the DOL, a number of permanent employees who received layoff notice assumed positions previously held by nonpermanent employees consistent with the procedures required under Article 13, Section Three of the collective bargaining agreement. The positions held by nonpermanent employees were inclusive of intermittent positions.

4. Upon assuming an intermittent position (at DOL) the employee was likewise converted to intermittent status or class. As such these newly designated intermittent employees are no longer entitled to the benefits provided permanent employees.

5. Those employees referenced in items 3 and 4 may have previously accrued vacation time consistent with the provisions of Article 28. The State and the Union have agreed herein to allow these intermittent employees at DOL to retain and carry their previously accrued vacation time.

6. Those employees referenced in items 3 and 4 may have previously gained or obtained personal leave time consistent with the provisions of Article 30. The State and the Union have agreed herein to allow these intermittent employees at DOL to retain and carry their previously unused personal leave time.

7. The State and the Union have furthermore agreed that these designated intermittent employees (items 3, 4, 5 & 6) may use the accruals referenced in item 5 and the personal leave referenced in item 6. When a vacation

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period or personal leave is requested said period of vacation or personal leave must correspond with the schedule the intermittent employee is working at the time of said request. The payment of the vacation is to be at the hourly rate that the intermittent employee is compensated at the time of the vacation request and grant.

8. This understanding has been reached consistent with the rights and obligations of the State and the Union as described in Article 41, Section Three of the collective bargaining agreement.

9. The State and the Union recognize that the allowance herein provided, which affords intermittent employees to carry forward and use vacation accruals earned during a period when the employee was a permanent employee eligible to accrue vacation, does not incur any additional costs to the State of Connecticut. The ability to use personal leave carried forward from the period when the intermittent was a permanent employee is also recognized as not incurring additional cost to the State.

10. This understanding is without precedent and shall not be used or referenced by either the State or the Union in any future dealings between the parties concerning intermittent employees. However, the agreement may be referenced in the event of a dispute over the application and administration of the provisions within this agreement.

Dear Mr. French:

The purpose of this letter is to provide written confirmation of the agreement between AFSCME and the department regarding regional locations for certain P-2 employees during the 2002-2003 layoffs. Specifically, employees affected by this agreement included those Social Workers assigned to the DCF

168

Hotline on a rotational basis and the Social Work staff in the Parole Services Division who are assigned to regions.

Social Workers who were working at the DCF Hotline as the result of a temporary transfer (six months to two years) were considered to be located in the region from which the original transfer occurred.

Social Work staff employed in the Parole Services Division was considered to be located in the region in which they were permanently stationed.

Social Work staff stationed at the Connecticut Juvenile Training School and/or Long Lane School was considered to be in the New Haven region.

Please do not hesitate to contact me with any questions, or should you need further information.

MEMORANDUM OF UNDERSTANDING ARTICLE 7, SECTION FOUR

It is understood and agreed between the parties that the reference in the final paragraph of Article 7, Section Four to “Labor Relations Specialist” is intended to include any managerial employee of the Office of Labor Relations in the Labor Relations classification series.

169

STATE OF CONNECTICUT BARGAINING TEAM

Paul Bodenhofer Chief Negotiator

Jeanne Anderson Dept. of Social Services

Epifanio Carrasquillo CHRO

Penny Davis Dept. of Public Health

Tom Donlon Dept. of Labor

Fred Heisler Office of Labor Relations

Mickey Hickerson Dept. of Administrative Services

Stacie Mawson CDHI

Jeanette Perez Dept. of Children & Families

170

AFSCME P-2 LOCALS 269, 714 AND 2663BARGAINING TEAM

Belinda May Local 714

Lois Brodeur Local 714

Glen Guerrera Local 714

Kevin Davey Local 714

Tom Zemienieski Local 714

Paul Lavallee Local 2663

Marilyn Fox Local 2663

Joan Parker Local 2663

Chris Gemeaskey Local 2663

Ray Zalaski Local 2663

Carol Carney Local 269

Blair Bertaccini Local 269

Brian Cutler Local 269

Ann Konczakowski Local 269

Pat Bailey Local 269

Kelly Cashman, Assistant Chief Negotiator Neal Cunningham, Chief Negotiator

171

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16

44

.00

53

32

5.0

05

49

92

.00

56

66

4.0

05

83

34

.00

60

01

4.0

06

16

83

.00

63

53

2.0

06

44

88

.00

Bi-W

k1

97

8.7

02

04

3.1

12

10

6.9

82

17

1.0

42

23

5.0

22

29

9.3

92

36

3.3

42

43

4.1

82

47

0.8

1

Da

ily1

97

.87

20

4.3

22

10

.70

21

7.1

12

23

.51

22

9.9

42

36

.34

24

3.4

22

47

.09

Ho

urly

24

.74

25

.54

26

.34

27

.14

27

.94

28

.75

29

.55

30

.43

30

.89

SH

2

1A

nn

ua

l5

41

94

.00

55

92

3.0

05

76

34

.00

59

35

2.0

06

10

74

.00

62

78

9.0

06

45

09

.00

66

44

2.0

06

74

42

.00

Bi-W

k2

07

6.4

02

14

2.6

52

20

8.2

02

27

4.0

32

34

0.0

02

40

5.7

12

47

1.6

12

54

5.6

82

58

3.9

9

Da

ily2

07

.64

21

4.2

72

20

.82

22

7.4

12

34

.00

24

0.5

82

47

.17

25

4.5

72

58

.40

Ho

urly

25

.96

26

.79

27

.61

28

.43

29

.25

30

.08

30

.90

31

.83

32

.30

SH

2

2A

nn

ua

l5

56

84

.00

57

72

0.0

05

97

58

.00

61

79

6.0

06

38

43

.00

65

87

9.0

06

79

19

.00

69

95

6.0

07

10

09

.00

Bi-W

k2

13

3.4

92

211

.50

22

89

.58

23

67

.67

24

46

.10

25

24

.10

26

02

.27

26

80

.31

27

20

.66

Da

ily2

13

.35

22

1.1

52

28

.96

23

6.7

72

44

.61

25

2.4

12

60

.23

26

8.0

42

72

.07

Ho

urly

26

.67

27

.65

28

.62

29

.60

30

.58

31

.56

32

.53

33

.51

34

.01

SH

2

3A

nn

ua

l5

83

18

.00

60

44

4.0

06

25

68

.00

64

68

9.0

06

68

21

.00

68

94

1.0

07

10

66

.00

73

19

6.0

07

42

96

.00

Bi-W

k2

23

4.4

12

31

5.8

72

39

7.2

52

47

8.5

12

56

0.2

02

64

1.4

22

72

2.8

42

80

4.4

52

84

6.6

0

Da

ily2

23

.45

23

1.5

92

39

.73

24

7.8

62

56

.02

26

4.1

52

72

.29

28

0.4

52

84

.66

Ho

urly

27

.94

28

.95

29

.97

30

.99

32

.01

33

.02

34

.04

35

.06

35

.59

174

SH

2

4A

nn

ua

l6

11

24

.00

63

34

0.0

06

55

52

.00

67

76

7.0

06

99

83

.00

72

19

7.0

07

44

08

.00

76

64

1.0

07

77

95

.00

Bi-W

k2

34

1.9

22

42

6.8

22

511

.58

25

96

.44

26

81

.35

27

66

.17

28

50

.89

29

36

.44

29

80

.66

Da

ily2

34

.20

24

2.6

92

51

.16

25

9.6

52

68

.14

27

6.6

22

85

.09

29

3.6

52

98

.07

Ho

urly

29

.28

30

.34

31

.40

32

.46

33

.52

34

.58

35

.64

36

.71

37

.26

SH

2

5A

nn

ua

l6

411

3.0

06

64

03

.00

68

70

3.0

07

09

97

.00

73

29

5.0

07

55

91

.00

77

88

7.0

08

02

23

.00

81

42

6.0

0

Bi-W

k2

45

6.4

42

54

4.1

82

63

2.3

02

72

0.2

02

80

8.2

42

89

6.2

12

98

4.1

83

07

3.6

83

11

9.7

8

Da

ily2

45

.65

25

4.4

22

63

.23

27

2.0

22

80

.83

28

9.6

32

98

.42

30

7.3

73

11

.98

Ho

urly

30

.71

31

.81

32

.91

34

.01

35

.11

36

.21

37

.31

38

.43

39

.00

SH

2

6A

nn

ua

l6

72

67

.00

69

64

7.0

07

20

30

.00

74

40

8.0

07

67

93

.00

79

18

2.0

08

15

55

.00

84

00

2.0

08

52

66

.00

Bi-W

k2

57

7.2

82

66

8.4

72

75

9.7

82

85

0.8

92

94

2.2

73

03

3.8

03

12

4.7

23

21

8.4

73

26

6.9

0

Da

ily2

57

.73

26

6.8

52

75

.98

28

5.0

92

94

.23

30

3.3

83

12

.48

32

1.8

53

26

.69

Ho

urly

32

.22

33

.36

34

.50

35

.64

36

.78

37

.93

39

.06

40

.24

40

.84

SH

2

7A

nn

ua

l7

06

06

.00

73

07

3.0

07

55

39

.00

77

99

8.0

08

04

62

.00

82

92

5.0

08

53

94

.00

87

95

6.0

08

92

77

.00

Bi-W

k2

70

5.2

22

79

9.7

42

89

4.2

22

98

8.4

33

08

2.8

43

17

7.2

13

27

1.8

13

36

9.9

73

42

0.5

8

Da

ily2

70

.53

27

9.9

82

89

.43

29

8.8

53

08

.29

31

7.7

33

27

.19

33

7.0

03

42

.06

Ho

urly

33

.82

35

.00

36

.18

37

.36

38

.54

39

.72

40

.90

42

.13

42

.76

SH

2

8A

nn

ua

l7

42

22

.00

76

71

7.0

07

92

67

.00

81

82

0.0

08

43

66

.00

86

92

2.0

08

94

68

.00

92

15

2.0

09

35

36

.00

Bi-W

k2

84

3.7

62

93

9.3

53

03

7.0

53

13

4.8

73

23

2.4

23

33

0.3

53

42

7.9

03

53

0.7

33

58

3.7

6

Da

ily2

84

.38

29

3.9

43

03

.71

31

3.4

93

23

.25

33

3.0

43

42

.79

35

3.0

83

58

.38

Ho

urly

35

.55

36

.75

37

.97

39

.19

40

.41

41

.63

42

.85

44

.14

44

.80

SH

2

9A

nn

ua

l7

48

83

.00

77

69

2.0

08

05

00

.00

83

31

8.0

08

61

28

.00

88

93

3.0

09

17

44

.00

94

49

4.0

09

59

20

.00

Bi-W

k2

86

9.0

92

97

6.7

13

08

4.3

03

19

2.2

73

29

9.9

33

40

7.4

03

51

5.1

03

62

0.4

63

67

5.1

0

Da

ily2

86

.91

29

7.6

83

08

.43

31

9.2

33

30

.00

34

0.7

43

51

.51

36

2.0

53

67

.51

Ho

urly

35

.87

37

.21

38

.56

39

.91

41

.25

42

.60

43

.94

45

.26

45

.94

SH

3

0A

nn

ua

l7

78

87

.00

80

77

6.0

08

36

75

.00

86

55

8.0

08

94

53

.00

92

35

0.0

09

52

38

.00

98

09

5.0

09

95

71

.00

Bi-W

k2

98

4.1

83

09

4.8

73

20

5.9

43

31

6.4

03

42

7.3

23

53

8.3

23

64

8.9

73

75

8.4

33

81

4.9

9

Da

ily2

98

.42

30

9.4

93

20

.60

33

1.6

43

42

.74

35

3.8

43

64

.90

37

5.8

53

81

.50

Ho

urly

37

.31

38

.69

40

.08

41

.46

42

.85

44

.23

45

.62

46

.99

47

.69

SH

3

1A

nn

ua

l8

10

09

.00

83

98

8.0

08

69

70

.00

89

94

6.0

09

29

22

.00

95

90

1.0

09

88

69

.00

10

18

39

.00

10

33

68

.00

Bi-W

k3

10

3.8

03

21

7.9

43

33

2.1

93

44

6.2

13

56

0.2

33

67

4.3

73

78

8.0

93

90

1.8

83

96

0.4

6

Da

ily3

10

.38

32

1.8

03

33

.22

34

4.6

33

56

.03

36

7.4

43

78

.81

39

0.1

93

96

.05

Ho

urly

38

.80

40

.23

41

.66

43

.08

44

.51

45

.93

47

.36

48

.78

49

.51

175

SH

3

2A

nn

ua

l8

42

61

.00

87

31

9.0

09

03

69

.00

93

43

7.0

09

65

01

.00

99

55

4.0

01

02

62

5.0

01

05

70

4.0

01

07

29

2.0

0

Bi-W

k3

22

8.4

03

34

5.5

63

46

2.4

23

57

9.9

73

69

7.3

63

81

4.3

33

93

2.0

04

04

9.9

74

11

0.8

1

Da

ily3

22

.84

33

4.5

63

46

.25

35

8.0

03

69

.74

38

1.4

43

93

.20

40

5.0

04

11

.09

Ho

urly

40

.36

41

.82

43

.29

44

.75

46

.22

47

.68

49

.15

50

.63

51

.39

SH

3

3A

nn

ua

l8

76

51

.00

90

79

3.0

09

39

42

.00

97

08

3.0

01

00

23

0.0

01

03

36

8.0

01

06

52

2.0

01

09

71

5.0

0111

36

6.0

0

Bi-W

k3

35

8.2

83

47

8.6

63

59

9.3

23

71

9.6

63

84

0.2

33

96

0.4

64

08

1.3

14

20

3.6

44

26

6.9

0

Da

ily3

35

.83

34

7.8

73

59

.94

37

1.9

73

84

.03

39

6.0

54

08

.14

42

0.3

74

26

.69

Ho

urly

41

.98

43

.49

45

.00

46

.50

48

.01

49

.51

51

.02

52

.55

53

.34

SH

3

4A

nn

ua

l9

12

61

.00

94

49

0.0

09

77

16

.00

10

09

58

.00

10

41

85

.00

10

74

17

.00

11

06

41

.00

11

39

62

.00

11

56

79

.00

Bi-W

k3

49

6.6

03

62

0.3

13

74

3.9

13

86

8.1

33

99

1.7

74

11

5.6

04

23

9.1

24

36

6.3

74

43

2.1

5

Da

ily3

49

.66

36

2.0

43

74

.40

38

6.8

23

99

.18

411

.56

42

3.9

24

36

.64

44

3.2

2

Ho

urly

43

.71

45

.26

46

.80

48

.36

49

.90

51

.45

52

.99

54

.58

55

.41

SH

3

5A

nn

ua

l9

50

14

.00

98

32

3.0

01

01

63

6.0

01

04

95

0.0

01

08

26

3.0

0111

57

5.0

011

48

80

.00

11

83

28

.00

12

01

06

.00

Bi-W

k3

64

0.3

93

76

7.1

73

89

4.1

04

02

1.0

84

14

8.0

14

27

4.9

14

40

1.5

44

53

3.6

44

60

1.7

7

Da

ily3

64

.04

37

6.7

23

89

.41

40

2.1

14

14

.81

42

7.5

04

40

.16

45

3.3

74

60

.18

Ho

urly

45

.51

47

.09

48

.68

50

.27

51

.86

53

.44

55

.02

56

.68

57

.53

SH

3

6A

nn

ua

l9

89

62

.00

10

23

54

.00

10

57

56

.00

10

91

56

.00

11

25

54

.00

11

59

46

.00

11

93

50

.00

12

29

30

.00

12

47

74

.00

Bi-W

k3

79

1.6

53

92

1.6

14

05

1.9

64

18

2.2

34

31

2.4

24

44

2.3

84

57

2.8

04

70

9.9

74

78

0.6

2

Da

ily3

79

.17

39

2.1

74

05

.20

41

8.2

34

31

.25

44

4.2

44

57

.28

47

1.0

04

78

.07

Ho

urly

47

.40

49

.03

50

.65

52

.28

53

.91

55

.53

57

.16

58

.88

59

.76

SH

3

7A

nn

ua

l1

03

06

8.0

01

06

56

4.0

011

00

52

.00

11

35

37

.00

11

70

33

.00

12

05

21

.00

12

40

08

.00

12

77

28

.00

12

96

46

.00

Bi-W

k3

94

8.9

74

08

2.9

24

21

6.5

64

35

0.0

84

48

4.0

34

61

7.6

74

75

1.2

74

89

3.8

04

96

7.2

8

Da

ily3

94

.90

40

8.3

04

21

.66

43

5.0

14

48

.41

46

1.7

74

75

.13

48

9.3

84

96

.73

Ho

urly

49

.37

51

.04

52

.71

54

.38

56

.06

57

.73

59

.40

61

.18

62

.10

SH

3

8A

nn

ua

l1

07

32

2.0

011

08

89

.00

11

44

67

.00

11

80

41

.00

12

16

17

.00

12

51

92

.00

12

87

62

.00

13

26

24

.00

13

46

15

.00

Bi-W

k4

111

.96

42

48

.63

43

85

.71

45

22

.65

46

59

.66

47

96

.63

49

33

.41

50

81

.38

51

57

.67

Da

ily4

11

.20

42

4.8

74

38

.58

45

2.2

74

65

.97

47

9.6

74

93

.35

50

8.1

45

15

.77

Ho

urly

51

.40

53

.11

54

.83

56

.54

58

.25

59

.96

61

.67

63

.52

64

.48

SH

3

9A

nn

ua

l111

91

3.0

011

54

42

.00

11

91

02

.00

12

27

66

.00

12

64

24

.00

13

00

81

.00

13

37

39

.00

13

77

53

.00

13

98

16

.00

Bi-W

k4

28

7.8

64

42

3.0

74

56

3.3

04

70

3.6

84

84

3.8

44

98

3.9

55

12

4.1

05

27

7.9

05

35

6.9

4

Da

ily4

28

.79

44

2.3

14

56

.33

47

0.3

74

84

.39

49

8.4

05

12

.41

52

7.7

95

35

.70

Ho

urly

53

.60

55

.29

57

.05

58

.80

60

.55

62

.30

64

.06

65

.98

66

.97

176

SH

4

0A

nn

ua

l11

64

38

.00

12

01

78

.00

12

39

22

.00

12

76

52

.00

13

13

91

.00

13

51

29

.00

13

88

60

.00

14

30

27

.00

14

51

77

.00

Bi-W

k4

46

1.2

34

60

4.5

34

74

7.9

74

89

0.8

95

03

4.1

45

17

7.3

65

32

0.3

15

47

9.9

75

56

2.3

4

Da

ily4

46

.13

46

0.4

64

74

.80

48

9.0

95

03

.42

51

7.7

45

32

.04

54

8.0

05

56

.24

Ho

urly

55

.77

57

.56

59

.35

61

.14

62

.93

64

.72

66

.51

68

.50

69

.53

SH

4

1A

nn

ua

l1

21

31

8.0

01

25

14

7.0

01

28

97

1.0

01

32

79

5.0

01

36

62

8.0

01

40

44

5.0

01

44

27

5.0

01

48

60

5.0

01

50

83

4.0

0

Bi-W

k4

64

8.2

04

79

4.9

14

94

1.4

25

08

7.9

45

23

4.7

95

38

1.0

45

52

7.7

85

69

3.6

85

77

9.0

9

Da

ily4

64

.82

47

9.5

04

94

.15

50

8.8

05

23

.48

53

8.1

15

52

.78

56

9.3

75

77

.91

Ho

urly

58

.11

59

.94

61

.77

63

.60

65

.44

67

.27

69

.10

71

.18

72

.24

SH

4

2A

nn

ua

l1

26

37

8.0

01

30

28

5.0

01

34

19

7.0

01

38

10

8.0

01

42

02

0.0

01

45

93

2.0

01

49

84

4.0

01

54

33

9.0

01

56

65

5.0

0

Bi-W

k4

84

2.0

74

99

1.7

75

14

1.6

55

29

1.5

05

44

1.3

85

59

1.2

75

74

1.1

55

91

3.3

86

00

2.1

1

Da

ily4

84

.21

49

9.1

85

14

.17

52

9.1

55

44

.14

55

9.1

35

74

.12

59

1.3

46

00

.22

Ho

urly

60

.53

62

.40

64

.28

66

.15

68

.02

69

.90

71

.77

73

.92

75

.03

SH

4

3A

nn

ua

l1

31

73

6.0

01

35

73

0.0

01

39

71

7.0

01

43

70

1.0

01

47

69

6.0

01

51

68

6.0

01

55

67

6.0

01

60

34

6.0

01

62

75

1.0

0

Bi-W

k5

04

7.3

65

20

0.3

95

35

3.1

55

50

5.7

95

65

8.8

65

811

.73

59

64

.60

61

43

.53

62

35

.68

Da

ily5

04

.74

52

0.0

45

35

.32

55

0.5

85

65

.89

58

1.1

85

96

.46

61

4.3

66

23

.57

Ho

urly

63

.10

65

.01

66

.92

68

.83

70

.74

72

.65

74

.56

76

.80

77

.95

177

P-2 SH 40 HOUR PAY PLAN EFFECTIVE 07/01/2011

178

Gra

de

Period

Ste

p 1

Ste

p 2

Ste

p 3

Ste

p 4

Ste

p 5

Ste

p 6

Ste

p 7

Ste

p 8

Ste

p 9

SH

1

Annual

24340.0

024936.0

025532.0

026114.0

026714.0

027302.0

027896.0

028733.0

029166.0

0

Bi-W

k932.5

7955.4

1978.2

41000.5

41023.5

31046.0

61068.8

21100.8

91117.4

8

Daily

93.2

695.5

597.8

3100.0

6102.3

6104.6

1106.8

9110.0

9111.7

5

Hourly

11.6

611.9

512.2

312.5

112.8

013.0

813.3

713.7

713.9

7

SH

2

Annual

25532.0

026114.0

026714.0

027302.0

027896.0

028489.0

029079.0

029952.0

030402.0

0

Bi-W

k978.2

41000.5

41023.5

31046.0

61068.8

21091.5

41114.1

41147.5

91164.8

3

Daily

97.8

3100.0

6102.3

6104.6

1106.8

9109.1

6111.4

2114.7

6116.4

9

Hourly

12.2

312.5

112.8

013.0

813.3

713.6

513.9

314.3

514.5

7

SH

3

Annual

26114.0

026714.0

027302.0

027896.0

028489.0

029079.0

029670.0

030559.0

031017.0

0

Bi-W

k1000.5

41023.5

31046.0

61068.8

21091.5

41114.1

41136.7

91170.8

51188.4

0

Daily

100.0

6102.3

6104.6

1106.8

9109.1

6111.4

2113.6

8117.0

9118.8

4

Hourly

12.5

112.8

013.0

813.3

713.6

513.9

314.2

114.6

414.8

6

SH

4

Annual

26959.0

027679.0

028403.0

029123.0

029844.0

030561.0

031281.0

032221.0

032702.0

0

Bi-W

k1032.9

21060.5

01088.2

41115.8

31143.4

51170.9

21198.5

11234.5

31252.9

6

Daily

103.3

0106.0

5108.8

3111.5

9114.3

5117.1

0119.8

6123.4

6125.3

0

Hourly

12.9

213.2

613.6

113.9

514.3

014.6

414.9

915.4

415.6

7

SH

5

Annual

27641.0

028403.0

029162.0

029924.0

030681.0

031441.0

032207.0

033174.0

033673.0

0

Bi-W

k1059.0

51088.2

41117.3

21146.5

21175.5

21204.6

41233.9

91271.0

41290.1

6

Daily

105.9

1108.8

3111.7

4114.6

6117.5

6120.4

7123.4

0127.1

1129.0

2

Hourly

13.2

413.6

113.9

714.3

414.7

015.0

615.4

315.8

916.1

3

SH

6

Annual

28575.0

029339.0

030101.0

030855.0

031618.0

032380.0

033138.0

034131.0

034645.0

0

Bi-W

k1094.8

31124.1

01153.3

01182.1

91211.4

21240.6

21269.6

61307.7

11327.4

0

Daily

109.4

9112.4

1115.3

3118.2

2121.1

5124.0

7126.9

7130.7

8132.7

4

Hourly

13.6

914.0

614.4

214.7

815.1

515.5

115.8

816.3

516.6

0

SH

7

Annual

29415.0

030183.0

030934.0

031700.0

032461.0

033221.0

033976.0

034995.0

035524.0

0

Bi-W

k1127.0

21156.4

41185.2

21214.5

61243.7

21272.8

41301.7

71340.8

11361.0

8

Daily

112.7

1115.6

5118.5

3121.4

6124.3

8127.2

9130.1

8134.0

9136.1

1

Hourly

14.0

914.4

614.8

215.1

915.5

515.9

216.2

816.7

717.0

2

179

SH

8

An

nu

al

31

61

8.0

03

25

50

.00

33

47

9.0

03

44

13

.00

35

34

1.0

03

62

74

.00

37

21

6.0

03

83

32

.00

38

90

9.0

0

Bi-W

k1

211

.42

12

47

.13

12

82

.73

13

18

.51

13

54

.07

13

89

.81

14

25

.91

14

68

.66

14

90

.77

Da

ily1

21

.15

12

4.7

21

28

.28

13

1.8

61

35

.41

13

8.9

91

42

.60

14

6.8

71

49

.08

Ho

urly

15

.15

15

.59

16

.04

16

.49

16

.93

17

.38

17

.83

18

.36

18

.64

SH

9

An

nu

al

32

58

8.0

03

35

60

.00

34

52

8.0

03

55

08

.00

36

48

0.0

03

74

45

.00

38

42

8.0

03

95

80

.00

40

17

4.0

0

Bi-W

k1

24

8.5

91

28

5.8

31

32

2.9

21

36

0.4

61

39

7.7

11

43

4.6

81

47

2.3

41

51

6.4

81

53

9.2

4

Da

ily1

24

.86

12

8.5

91

32

.30

13

6.0

51

39

.78

14

3.4

71

47

.24

15

1.6

51

53

.93

Ho

urly

15

.61

16

.08

16

.54

17

.01

17

.48

17

.94

18

.41

18

.96

19

.25

SH

1

0A

nn

ua

l3

36

39

.00

34

65

7.0

03

56

77

.00

36

69

0.0

03

77

05

.00

38

73

4.0

03

98

03

.00

40

99

8.0

04

16

15

.00

Bi-W

k1

28

8.8

61

32

7.8

61

36

6.9

41

40

5.7

51

44

4.6

41

48

4.0

71

52

5.0

21

57

0.8

11

59

4.4

5

Da

ily1

28

.89

13

2.7

91

36

.70

14

0.5

81

44

.47

14

8.4

11

52

.51

15

7.0

91

59

.45

Ho

urly

16

.12

16

.60

17

.09

17

.58

18

.06

18

.56

19

.07

19

.64

19

.94

SH

11

An

nu

al

34

70

6.0

03

57

64

.00

36

82

3.0

03

78

84

.00

38

97

2.0

04

00

85

.00

411

92

.00

42

42

6.0

04

30

67

.00

Bi-W

k1

32

9.7

41

37

0.2

71

41

0.8

51

45

1.5

01

49

3.1

91

53

5.8

31

57

8.2

41

62

5.5

21

65

0.0

8

Da

ily1

32

.98

13

7.0

31

41

.09

14

5.1

51

49

.32

15

3.5

91

57

.83

16

2.5

61

65

.01

Ho

urly

16

.63

17

.13

17

.64

18

.15

18

.67

19

.20

19

.73

20

.32

20

.63

SH

1

2A

nn

ua

l3

58

36

.00

36

93

3.0

03

80

35

.00

39

17

7.0

04

03

30

.00

41

48

5.0

04

26

43

.00

43

92

3.0

04

45

81

.00

Bi-W

k1

37

3.0

31

41

5.0

61

45

7.2

81

50

1.0

41

54

5.2

21

58

9.4

71

63

3.8

41

68

2.8

81

70

8.0

9

Da

ily1

37

.31

14

1.5

11

45

.73

15

0.1

11

54

.53

15

8.9

51

63

.39

16

8.2

91

70

.81

Ho

urly

17

.17

17

.69

18

.22

18

.77

19

.32

19

.87

20

.43

21

.04

21

.36

SH

1

3A

nn

ua

l3

78

54

.00

39

24

4.0

04

06

57

.00

42

05

7.0

04

34

74

.00

44

88

7.0

04

63

00

.00

47

68

3.0

04

84

04

.00

Bi-W

k1

45

0.3

51

50

3.6

11

55

7.7

41

611

.38

16

65

.68

17

19

.81

17

73

.95

18

26

.94

18

54

.56

Da

ily1

45

.04

15

0.3

71

55

.78

16

1.1

41

66

.57

17

1.9

91

77

.40

18

2.7

01

85

.46

Ho

urly

18

.13

18

.80

19

.48

20

.15

20

.83

21

.50

22

.18

22

.84

23

.19

SH

1

4A

nn

ua

l3

96

26

.00

41

08

2.0

04

25

40

.00

43

99

5.0

04

54

42

.00

46

90

0.0

04

83

52

.00

49

80

3.0

05

05

51

.00

Bi-W

k1

51

8.2

41

57

4.0

31

62

9.8

91

68

5.6

41

74

1.0

81

79

6.9

41

85

2.5

71

90

8.1

71

93

6.8

2

Da

ily1

51

.83

15

7.4

11

62

.99

16

8.5

71

74

.11

17

9.7

01

85

.26

19

0.8

21

93

.69

Ho

urly

18

.98

19

.68

20

.38

21

.08

21

.77

22

.47

23

.16

23

.86

24

.22

SH

1

5A

nn

ua

l4

15

25

.00

43

02

7.0

04

45

25

.00

46

01

7.0

04

75

17

.00

49

02

0.0

05

05

25

.00

52

03

8.0

05

28

24

.00

Bi-W

k1

59

1.0

01

64

8.5

51

70

5.9

41

76

3.1

11

82

0.5

81

87

8.1

71

93

5.8

31

99

3.8

02

02

3.9

1

Da

ily1

59

.10

16

4.8

61

70

.60

17

6.3

21

82

.06

18

7.8

21

93

.59

19

9.3

82

02

.40

Ho

urly

19

.89

20

.61

21

.33

22

.04

22

.76

23

.48

24

.20

24

.93

25

.30

180

SH

16

Annual

43552.0

045097.0

046640.0

048173.0

049719.0

051264.0

052801.0

054388.0

055205.0

0

Bi-W

k1668.6

61727.8

61786.9

81845.7

11904.9

51964.1

42023.0

32083.8

42115.1

4

Daily

166.8

7172.7

9178.7

0184.5

8190.5

0196.4

2202.3

1208.3

9211.5

2

Hourly

20.8

621.6

022.3

423.0

823.8

224.5

625.2

926.0

526.4

4

SH

17

Annual

45710.0

047290.0

048883.0

050467.0

052050.0

053638.0

055230.0

056887.0

057740.0

0

Bi-W

k1751.3

51811.8

81872.9

21933.6

11994.2

62055.1

02116.1

02179.5

82212.2

7

Daily

175.1

4181.1

9187.3

0193.3

7199.4

3205.5

1211.6

1217.9

6221.2

3

Hourly

21.9

022.6

523.4

224.1

824.9

325.6

926.4

627.2

527.6

6

SH

18

Annual

48015.0

049630.0

051264.0

052890.0

054515.0

056140.0

057766.0

059501.0

060398.0

0

Bi-W

k1839.6

61901.5

41964.1

42026.4

42088.7

02150.9

62213.2

62279.7

42314.1

0

Daily

183.9

7190.1

6196.4

2202.6

5208.8

7215.1

0221.3

3227.9

8231.4

1

Hourly

23.0

023.7

724.5

625.3

426.1

126.8

927.6

728.5

028.9

3

SH

19

Annual

50378.0

052050.0

053723.0

055402.0

057077.0

058747.0

060418.0

062231.0

063169.0

0

Bi-W

k1930.2

01994.2

62058.3

62122.6

92186.8

62250.8

52314.8

72384.3

32420.2

7

Daily

193.0

2199.4

3205.8

4212.2

7218.6

9225.0

9231.4

9238.4

4242.0

3

Hourly

24.1

324.9

325.7

326.5

427.3

428.1

428.9

429.8

130.2

6

SH

20

Annual

52936.0

054659.0

056367.0

058081.0

059793.0

061515.0

063226.0

065121.0

066101.0

0

Bi-W

k2028.2

02094.2

22159.6

62225.3

32290.9

22356.9

02422.4

62495.0

62532.6

1

Daily

202.8

2209.4

3215.9

7222.5

4229.1

0235.6

9242.2

5249.5

1253.2

7

Hourly

25.3

626.1

827.0

027.8

228.6

429.4

730.2

931.1

931.6

6

SH

21

Annual

55549.0

057322.0

059075.0

060836.0

062601.0

064359.0

066122.0

068104.0

069129.0

0

Bi-W

k2128.3

22196.2

52263.4

12330.8

92398.5

12465.8

72533.4

12609.3

52648.6

3

Daily

212.8

4219.6

3226.3

5233.0

9239.8

6246.5

9253.3

5260.9

4264.8

7

Hourly

26.6

127.4

628.3

029.1

429.9

930.8

331.6

732.6

233.1

1

SH

22

Annual

57077.0

059163.0

061252.0

063341.0

065440.0

067526.0

069617.0

071705.0

072785.0

0

Bi-W

k2186.8

62266.7

92346.8

22426.8

62507.2

82587.2

12667.3

22747.3

22788.7

0

Daily

218.6

9226.6

8234.6

9242.6

9250.7

3258.7

3266.7

4274.7

4278.8

7

Hourly

27.3

428.3

429.3

430.3

431.3

532.3

533.3

534.3

534.8

6

SH

23

Annual

59776.0

061956.0

064133.0

066307.0

068492.0

070665.0

072843.0

075026.0

076154.0

0

Bi-W

k2290.2

72373.8

02457.2

12540.5

02624.2

22707.4

82790.9

22874.5

62917.7

8

Daily

229.0

3237.3

8245.7

3254.0

5262.4

3270.7

5279.1

0287.4

6291.7

8

Hourly

28.6

329.6

830.7

231.7

632.8

133.8

534.8

935.9

436.4

8

181

SH

24

Annual

62653.0

064924.0

067191.0

069462.0

071733.0

074002.0

076269.0

078558.0

079740.0

0

Bi-W

k2400.5

02487.5

12574.3

72661.3

82748.4

02835.3

32922.1

93009.8

93055.1

8

Daily

240.0

5248.7

6257.4

4266.1

4274.8

4283.5

4292.2

2300.9

9305.5

2

Hourly

30.0

131.1

032.1

833.2

734.3

635.4

536.5

337.6

338.1

9

SH

25

Annual

65716.0

068064.0

070421.0

072772.0

075128.0

077481.0

079835.0

082229.0

083462.0

0

Bi-W

k2517.8

62607.8

22698.1

32788.2

02878.4

72968.6

33058.8

23150.5

43197.7

8

Daily

251.7

9260.7

9269.8

2278.8

2287.8

5296.8

7305.8

9315.0

6319.7

8

Hourly

31.4

832.6

033.7

334.8

635.9

937.1

138.2

439.3

939.9

8

SH

26

Annual

68949.0

071389.0

073831.0

076269.0

078713.0

081162.0

083594.0

086103.0

087398.0

0

Bi-W

k2641.7

32735.2

22828.7

82922.1

93015.8

33109.6

63202.8

43298.9

73348.5

9

Daily

264.1

8273.5

3282.8

8292.2

2301.5

9310.9

7320.2

9329.9

0334.8

6

Hourly

33.0

334.2

035.3

636.5

337.7

038.8

840.0

441.2

441.8

6

SH

27

Annual

72372.0

074900.0

077428.0

079948.0

082474.0

084999.0

087529.0

090155.0

091509.0

0

Bi-W

k2772.8

82869.7

42966.6

03063.1

53159.9

33256.6

73353.6

13454.2

23506.1

0

Daily

277.2

9286.9

8296.6

6306.3

2316.0

0325.6

7335.3

7345.4

3350.6

1

Hourly

34.6

735.8

837.0

938.2

939.5

040.7

141.9

343.1

843.8

3

SH

28

Annual

76078.0

078635.0

081249.0

083866.0

086476.0

089096.0

091705.0

094456.0

095875.0

0

Bi-W

k2914.8

73012.8

43112.9

93213.2

63313.2

63413.6

43513.6

13619.0

13673.3

8

Daily

291.4

9301.2

9311.3

0321.3

3331.3

3341.3

7351.3

7361.9

1367.3

4

Hourly

36.4

437.6

738.9

240.1

741.4

242.6

843.9

345.2

445.9

2

SH

29

Annual

76756.0

079635.0

082513.0

085401.0

088282.0

091157.0

094038.0

096857.0

098318.0

0

Bi-W

k2940.8

53051.1

53161.4

23272.0

73382.4

63492.6

13602.9

93711.0

03766.9

8

Daily

294.0

9305.1

2316.1

5327.2

1338.2

5349.2

7360.3

0371.1

0376.7

0

Hourly

36.7

738.1

439.5

240.9

142.2

943.6

645.0

446.3

947.0

9

SH

30

Annual

79835.0

082796.0

085767.0

088722.0

091690.0

094659.0

097619.0

0100548.0

0102061.0

0

Bi-W

k3058.8

23172.2

73286.1

03399.3

23513.0

33626.7

93740.2

03852.4

23910.3

9

Daily

305.8

9317.2

3328.6

1339.9

4351.3

1362.6

8374.0

2385.2

5391.0

4

Hourly

38.2

439.6

641.0

842.5

043.9

245.3

446.7

648.1

648.8

8

SH

31

Annual

83035.0

086088.0

089145.0

092195.0

095246.0

098299.0

0101341.0

0104385.0

0105953.0

0

Bi-W

k3181.4

23298.4

03415.5

23532.3

83649.2

83766.2

53882.8

03999.4

34059.5

1

Daily

318.1

5329.8

4341.5

6353.2

4364.9

3376.6

3388.2

8399.9

5405.9

6

Hourly

39.7

741.2

342.7

044.1

645.6

247.0

848.5

450.0

050.7

5

182

SH

32

Annual

86368.0

089502.0

092629.0

095773.0

098914.0

0102043.0

0105191.0

0108347.0

0109975.0

0

Bi-W

k3309.1

23429.2

03549.0

13669.4

73789.8

13909.7

04030.3

14151.2

34213.6

1

Daily

330.9

2342.9

2354.9

1366.9

5378.9

9390.9

7403.0

4415.1

3421.3

7

Hourly

41.3

742.8

744.3

745.8

747.3

848.8

850.3

851.9

052.6

8

SH

33

Annual

89843.0

093063.0

096291.0

099511.0

0102736.0

0105953.0

0109186.0

0112458.0

0114151.0

0

Bi-W

k3442.2

73565.6

43689.3

23812.6

93936.2

54059.5

14183.3

84308.7

44373.6

1

Daily

344.2

3356.5

7368.9

4381.2

7393.6

3405.9

6418.3

4430.8

8437.3

7

Hourly

43.0

344.5

846.1

247.6

649.2

150.7

552.3

053.8

654.6

8

SH

34

Annual

93543.0

096853.0

0100159.0

0103482.0

0106790.0

0110103.0

0113408.0

0116812.0

0118571.0

0

Bi-W

k3584.0

33710.8

53837.5

13964.8

34091.5

84218.5

14345.1

44475.5

64542.9

6

Daily

358.4

1371.0

9383.7

6396.4

9409.1

6421.8

6434.5

2447.5

6454.3

0

Hourly

44.8

146.3

947.9

749.5

751.1

552.7

454.3

255.9

556.7

9

SH

35

Annual

97390.0

0100782.0

0104177.0

0107574.0

0110970.0

0114365.0

0117752.0

0121287.0

0123109.0

0

Bi-W

k3731.4

23861.3

83991.4

64121.6

14251.7

34381.8

14511.5

84647.0

24716.8

2

Daily

373.1

5386.1

4399.1

5412.1

7425.1

8438.1

9451.1

6464.7

1471.6

9

Hourly

46.6

548.2

749.9

051.5

353.1

554.7

856.4

058.0

958.9

7

SH

36

Annual

101437.0

0104913.0

0108400.0

0111885.0

0115368.0

0118845.0

0122334.0

0126004.0

0127894.0

0

Bi-W

k3886.4

84019.6

64153.2

64286.7

94420.2

34553.4

54687.1

34827.7

44900.1

6

Daily

388.6

5401.9

7415.3

3428.6

8442.0

3455.3

5468.7

2482.7

8490.0

2

Hourly

48.5

950.2

551.9

253.5

955.2

656.9

258.5

960.3

561.2

6

SH

37

Annual

105645.0

0109229.0

0112804.0

0116376.0

0119959.0

0123535.0

0127109.0

0130922.0

0132888.0

0

Bi-W

k4047.7

14185.0

24322.0

04458.8

64596.1

44733.1

54870.0

85016.1

75091.5

0

Daily

404.7

8418.5

1432.2

0445.8

9459.6

2473.3

2487.0

1501.6

2509.1

5

Hourly

50.6

052.3

254.0

355.7

457.4

659.1

760.8

862.7

163.6

5

SH

38

Annual

110006.0

0113662.0

0117329.0

0120993.0

0124658.0

0128322.0

0131982.0

0135940.0

0137981.0

0

Bi-W

k4214.7

94354.8

74495.3

74635.7

54776.1

74916.5

65056.7

95208.4

35286.6

3

Daily

421.4

8435.4

9449.5

4463.5

8477.6

2491.6

6505.6

8520.8

5528.6

7

Hourly

52.6

954.4

456.2

057.9

559.7

161.4

663.2

165.1

166.0

9

SH

39

Annual

114711.0

0118329.0

0122080.0

0125836.0

0129585.0

0133334.0

0137083.0

0141197.0

0143312.0

0

Bi-W

k4395.0

64533.6

84677.4

04821.3

14964.9

55108.5

95252.2

35409.8

55490.8

9

Daily

439.5

1453.3

7467.7

4482.1

4496.5

0510.8

6525.2

3540.9

9549.0

9

Hourly

54.9

456.6

858.4

760.2

762.0

763.8

665.6

667.6

368.6

4

183

SH

40

Annual

119349.0

0123183.0

0127021.0

0130844.0

0134676.0

0138508.0

0142332.0

0146603.0

0148807.0

0

Bi-W

k4572.7

64719.6

64866.7

15013.1

95160.0

05306.8

25453.3

45616.9

85701.4

2

Daily

457.2

8471.9

7486.6

8501.3

2516.0

0530.6

9545.3

4561.7

0570.1

5

Hourly

57.1

659.0

060.8

462.6

764.5

066.3

468.1

770.2

271.2

7

SH

41

Annual

124351.0

0128276.0

0132196.0

0136115.0

0140044.0

0143957.0

0147882.0

0152321.0

0154605.0

0

Bi-W

k4764.4

14914.7

95064.9

95215.1

45365.6

85515.6

05665.9

85836.0

65923.5

7

Daily

476.4

5491.4

8506.5

0521.5

2536.5

7551.5

6566.6

0583.6

1592.3

6

Hourly

59.5

661.4

463.3

265.1

967.0

868.9

570.8

372.9

674.0

5

SH

42

Annual

129538.0

0133543.0

0137552.0

0141561.0

0145571.0

0149581.0

0153591.0

0158198.0

0160572.0

0

Bi-W

k4963.1

55116.6

05270.2

05423.8

05577.4

45731.0

85884.7

26061.2

36152.1

9

Daily

496.3

2511.6

6527.0

2542.3

8557.7

5573.1

1588.4

8606.1

3615.2

2

Hourly

62.0

463.9

665.8

867.8

069.7

271.6

473.5

675.7

776.9

1

SH

43

Annual

135030.0

0139124.0

0143210.0

0147294.0

0151389.0

0155479.0

0159568.0

0164355.0

0166820.0

0

Bi-W

k5173.5

75330.4

35486.9

85643.4

55800.3

55957.0

56113.7

26297.1

36391.5

8

Daily

517.3

6533.0

5548.7

0564.3

5580.0

4595.7

1611.3

8629.7

2639.1

6

Hourly

64.6

766.6

468.5

970.5

572.5

174.4

776.4

378.7

279.9

0

172

INDEX

AAdministrative Leave, Paid......................................................39 Agency Service Fees.............................................................. 8-9 Agreement, Who it Pertains to............................................... 1-2 Appendix A Scope Requirements...................................... 84-91 Appendix B Memoranda of Understanding.............................91 I – CJTS Pass Days ......................................................91 II – DCF Parole Social Worker....................................93 III – Dept of Labor Job Fairs ................................. 93-94 IV – DSS – PSE Standby Program ........................ 94-96 V – Increased Work Week to 40 hours.................. 96-98 VI – OPA Standby Program ................................ 98-101 VII – DSS – Alternative Work Week ................ 101-103 VIII – OPA – Alternative Work Week .............. 103-104 IX – Discipline Confirmation of Oral Notice ............104 X – DSS – Vacation Scheduling........................ 104-106 XI – DCF – Standby Program............................ 106-108 XIII – DCF Out of State Visitation Unit............ 109-110 Appendix C Stipulated Agreements.......................................111 I – DCF Hot Line Positions ............................... 111-112 II – DSS Overtime ............................................. 112-113 III – DSS Staff Equalization .............................. 113-115 IV – Regional Definitions.................................. 116-117 Annual Increment, Grounds for Denial ...................................17 Arbitration......................................................................... 32-35

BBlock Time, Union Business Leave................................... 12-13 Blue Book, Reference ..............................................................71 Break Periods ...........................................................................42 Bulletin Boards ........................................................................11 Bumping............................................................................. 24-26

184

185173

CCall Back Pay...........................................................................43 Call-in on a Holiday.................................................................54 Civil Leave...............................................................................52 Class Comparability.................................................................27 Class Reevaluation, Upgrading.......................................... 66-67 Classifications ................................................................ 120-123 Client Fraud Security Fund Reimbursement............................73 Compensation .................................................................... 62-65 Night-shift Differential ................................................62 Standby .................................................................. 64-65

Week-end Differential .................................................63 Compensatory Day...................................................................54 Conference, Attendance...........................................................19 Conference & Workshop Funds......................................... 76-77 Contracting Out........................................................................47

DDCF Service Ratings................................................................18 Demotion............................................................................ 36-40 Derogatory Material........................................................... 15-16 Discipline ........................................................................... 36-40 Discrimination, Unlawful .................................................. 46-47 Dismissal............................................................................ 36-40 Domestic Partner......................................................................72 Donation of time ................................................................ 60-61 Duration of Agreement ............................................................81 Durational Employee, Defined ..................................................1 Group Life Insurance .....................................................4 Group Health Insurance .................................................4 Holiday Benefits ............................................................4 Sick Leave......................................................................4 Time Served as...............................................................5 Vacation. ........................................................................4 When Covered by Agreement........................................4

186174

EEmployer Conduct, Discipline.................................................39 Employer Facilities. .................................................................13 Union Access to ...........................................................13 Union Handouts ...........................................................13 Use of Telephones........................................................13 Entire Agreement ................................................................... 2-3 Evaluations......................................................................... 16-18

FFacility Use ..............................................................................13 Union Meetings............................................................13 Full-time to Part-time.................................................................5 Funeral Leave...........................................................................57

GGrievance Defined ...................................................................30 Union Representation............................................. 30-31 Grievance Procedure.......................................................... 30-35 Group Health Insurance ...........................................................67

HHazardous Driving Conditions, Lateness Due to.....................72 Hazardous Duty .......................................................................69 Health Insurance ......................................................................67 Holidays. ............................................................................ 53-54 When on Sick Leave. ...................................................60 Hours of Work. ................................................................. 40-43

IIllness/Injury Directly Traceable to Employer Other

than State of Connecticut. ...................................... 56-57 Immediate Family, Defined for Sick. ......................................57 Increased Work Week........................................................ 96-98 Indemnification. .......................................................................50 Malpractice. .................................................................50 Informal Resolution, of Grievances.........................................31 Information, Access to. ...................................................... 11-12

187175

Initial Working Test Period, Dismissal During. ......................20 Right to Grieve.............................................................21 Seniority Computation. .......................................... 22-23 Institutional Grievance.............................................................31 Intermittent Claims Interviewer............................................. 6-7 Interpreters for the Deaf and Hearing Impaired............. 147-155 Interrogation.............................................................................39 Involuntary Transfers...............................................................29 Stewards.......................................................................14

JJury Duty..................................................................................52 Just Cause, What it Includes ....................................................36

LLabor Management Committee ......................................... 47-48 Local, Establishment of ...............................................48 Matters They May Review...........................................48 Lateness Due to Hazardous Driving Conditions................ 71-72 Layoff Procedure .....................................................................23 Seniority Defined .........................................................22 Sick Leave Accrued .....................................................56 Superseniority for Stewards.........................................14 Leave Without Pay, Medical....................................................60 Legislative Action....................................................................74 Less than Good Service Rating, What Constitutes ..................17 Longevity Payment ........................................................ 124-125

MMalpractice, Right to Counsel .................................................50 Management Rights ............................................................... 7-8 Maternity Leave .......................................................................51 Matters Which are Grievable but not Arbitrable .....................35

176

Meal Periods ............................................................................42 Meal Reimbursement ...............................................................69 Medical Appointments, Sick Leave Usage..............................57 Medical Certificate, When Required .......................................58 Medical Leave of Absence, Unpaid.........................................60 Mileage ....................................................................................70 Military Leave..........................................................................53 Miscellaneous .................................................................... 71-73

NNight Shift Differential ............................................................62 No Strikes...................................................................................7 Non-discrimination ............................................................ 46-47 Non-grievable Matters .............................................................35 Non-permanent Employee, Defined ...................................... 1-2 Bumping Rights ..................................................... 24-26 Re-employment Rights .......................................... 26-27 Non-permanent Positions, Defined............................................2 Non-standard Work Week, Defined ........................................40 Notice of Layoff.......................................................................24 Minimum Time to Notify Incumbent ..........................24 Sending Copy to Council .............................................24

OObjective Job Evaluation ................................................... 63-64 Occasion of Sick Leave, Defined.............................................58 Death in Immediate Family .........................................57 What to Consider on Service Rating...................... 57-58 Off-Duty Conduct ....................................................................47 Operating Hours, Steps Before Establishing Significant Change .........................................................................41 Order of Layoff and Reemployment.................................. 23-27 Orientation of New Union Members .......................................15 Overpayment, Recoupment of .................................................64 Overtime ............................................................................ 43-46 Call-back Pay ...............................................................43 Distribution ............................................................ 44-45

188

177

Holiday, Call-in on................................................. 53-54 When is it Paid ....................................................... 42-43

PPaid Leave Conversions...........................................................71 Parental Leave..........................................................................51 Part-time to Full-time.................................................................5 Past Practices ...........................................................................81 Payroll Deductions................................................................. 8-9 Permanent Employee, Defined ..................................................1 Provisionally Appointed ................................................1 Rate of Pay, Permanent Part-time..................................5 Permanent Part-time Employee, Defined ..................................5 Permanent Position, Defined .....................................................2 Personal Leave .........................................................................61 Not Used by the End of the Calendar Year..................61 Requesting....................................................................61 Personal Vehicle, Reimbursement for Use ..............................70 Personnel Records, Defined.....................................................15 Access to ......................................................................15 Anonymous Material ............................................. 15-16 Confidential Material ...................................................15 Derogatory Material............................................... 15-16 Pre-employment Information.......................................15 Request by an Employee to View................................15 Picnic........................................................................................72Preamble ....................................................................................1 Pre-disciplinary Conference............................................... 36-37 Pregnancy Leave................................................................ 51-52 President, Local Union.............................................................14 Prime (Vacation) Time, Defined..............................................55 Printing of Agreement..............................................................71 Privileged Information, Union Access to........................... 11-12 Promotional Working Test Period, Failing..............................21 Right of Permanent Employee to Grieve .....................21 Provisional Employee, Defined .................................................1 Fringe Benefits...............................................................5

189

190178

Permanent Appointment ................................................5 Time Served as...............................................................5

RReclassification Grievance.......................................................36 Recognition................................................................................1 Re-employment.................................................................. 26-27 Re-employment List.................................................................26 Appointment From.......................................................26 Appointment into Lower Salary Range .......................27 Arrangement of Names ................................................26 Promotional Vacancies ................................................27 Removal From .............................................................26 Right of Employees to Fill..................................... 26-27 Rights of Non-permanent Employee ...........................26 Right to Remain on ......................................................26 Right to Remain on, if Appointed into Lower Salary Range ...........................................................................26 Salary Calculation, if Appointed into Lower Salary Group ...........................................................................27 Salary Calculation, if Appointed into Former Salary Group ...........................................................................27 Reimbursement, Use of Personal Vehicle ...............................70 Rest Periods .............................................................................42 Retirement................................................................................68 Payment of Sick Leave ................................................61 Right of Supervisor to Maintain Notes on Employee Performance .............................................................................16

SSafety ................................................................................. 48-50 Labor Management Safety Committee Agenda...........49 Salary Payment ........................................................................64 Salary Schedule......................................................................171 Savings Clause .........................................................................74

179

Self Incrimination ....................................................................47 Waiver of .....................................................................47 Seminar, Traveling to on Other Than Normal Workday .........19 Seniority, Defined ....................................................................22 Layoff...........................................................................23 Lists..............................................................................23 Restoration for Prior Service .......................................22 Standby Program.................................................... 77-81 Vacation ................................................................. 55-56 Work Schedule....................................................... 40-43 Working Test Period, Initial ........................................20 Service Ratings .................................................................. 16-18 Comments on ......................................................... 17-18 Constructive Suggestions.............................................17 DCF..............................................................................18 Eligibility for Annual Increment............................ 17-18 Grieving .......................................................................17 Occasion(s) of Sick Time.............................................58 Who Conducts it ..........................................................16 Sick Leave................................................................................56 Accrual.........................................................................56 Leave Without Pay More Than 5 Days........................56 When it Begins.............................................................56 Advance ................................................................. 59-60 Advance With 20 Years Service ............................ 59-60 Critical Injury/Illness to Immediate Family.................57 Death of Employee ......................................................61 Dental Appointment.....................................................57 Extended ................................................................ 59-60 Eye Examination..........................................................57 Funeral Other Than Immediate Family........................57 Holiday, When on ........................................................60 Immediate Family, Defined .........................................57 Medical Appointment ..................................................57 Medical Certificate.......................................................58 Medical Leave of Absence, Unpaid.............................60

191

180

Occasion, Defined........................................................58 Re-employed into State Service...................................60 Retention When Laid Off.............................................60 Retirement....................................................................61 Reviewing Employees Record for Usage .............. 57-58 Usage Problem....................................................... 57-58 Spousal Leave ..........................................................................51 Standard Work Week, Defined ................................................40 Notice Before Changing to Non-standard or Unscheduled........................................................... 40-41 Standby Program................................................................ 77-81 Standby Compensation ............................................................65 Step I Grievance.......................................................................32 Filing Time Period .......................................................31 Procedure .....................................................................32 Step II Grievance .....................................................................32 Filing Time Period .......................................................32 Procedure .....................................................................32 Step III Grievance, Arbitration ................................................32 Filing Time Period .......................................................32 Procedure .....................................................................32 Hearing Witnesses .......................................................34 Stewards............................................................................... 9-11 Involuntary Transfers...................................................14 Request to Meet with Employee ..................................10 Responsibility to Notify Unit Supervisor ....................10 Role in Processing Grievance ................................ 10-11 Superseniority ..............................................................14 Strikes – Lockouts......................................................................7 Supersedence............................................................................73 Appendix............................................................ 118-119

192

181

Superseniority ..........................................................................14 Suspension ...............................................................................38 Time Period to File a Grievance ..................................38

TTemporary Employee, Defined..................................................1 Group Health Insurance .................................................3 Group Life Insurance .....................................................4 Holiday Benefits ............................................................3 Sick Leave......................................................................3 Time Served as...............................................................4 Vacation .........................................................................3 When Covered by Agreement........................................3 Temporary Service in a Higher Class ................................ 65-66 Trainee Class, Seniority Computation .....................................23 Training.............................................................................. 18-20 Management Rights .....................................................19 Rights of Senior Employees.........................................19 Training Period .................................................................. 20-22 Extension of .................................................................22 Absent during...............................................................22 Transfers ............................................................................ 28-30 Accepting After an Employee has Been Transferred...................................................................28 Involuntary...................................................................29 Lists..............................................................................28 Pattern of Unreasonable Denial ............................. 28-29 Reviewing When a Vacancy Occurs............................28 Right of Most Senior Adversely Affected Employee ..28 Voluntary .....................................................................28 Travel Reimbursement....................................................... 69-71 Tuition Reimbursement ..................................................... 74-75

UUniforms & Equipment............................................................69 Unhealthy Working Condition Disputes............................ 48-49 Union Business Leave........................................................ 12-13

193

182

Union Dues. ........................................................................... 8-9 Union Dues, While on Workers’ Compensation ...........9 Union Representation, Employee's Right to ............................46 Waiver of Employee's Right to....................................47 Union Business Leave, Block Time.........................................12 Union Rights ........................................................................ 9-15 Union Security ....................................................................... 8-9 Unsafe Working Condition Disputes ................................. 48-49 Upgrading, Class Reevaluation.......................................... 66-67 Unscheduled Work Weeks.......................................................41 Use of Employer Facilities.......................................................13

VVacancies Filled by Other Means Than Transfers...................28 Priority of Agency Re-employment List Over Promotional Candidates .........................................27 Reviewing Transfers ....................................................28 Vacation ............................................................................. 55-56 Accrual.........................................................................55 Accrual When on Leave Without Pay for 5 Days or More...................................................................55 Accumulation...............................................................55 Seniority for Accrual Eligibility ..................................55 Pay, Advance of ...........................................................56 Request, Multiple Requests for Same Time ................55 Schedules, Once Posted or Approved..........................55

WWaiver Against Self Incrimination ..........................................47 War Service..............................................................................22 Weekend Differential...............................................................63 Witness at Step III Hearings ....................................................34 Work Now, Grieve Later Rule.................................................49

194

183

Working Test Period.......................................................... 20-22 Absent during...............................................................21 Extending .....................................................................21 Jury Duty Time ............................................................52 Promotional..................................................................21 Unsatisfactory Performance.........................................21 Work Related Disabilities ........................................................68 Work Schedules .......................................................................40 Changing Upon Employee's Request...........................41 Definitions.............................................................. 40-41 Meal Periods ................................................................42 Modifications ...............................................................42 Rest Periods .................................................................42 Workshop Funds ................................................................ 76-77

195

NOTES