STATE OF CONNECTICUT
	OFFICE OF THE STATE COMPTROLLER
Kevin Lembo State Comptroller	55 ELM STREET HARTFORD, CONNECTICUT 06106-1775	Martha Carlson Deputy Comptroller

INTERDEPARTMENTAL MEMORANDUM

June 26, 2012

I. AUTHORITY

The memorandum of understanding between the State of Connecticut and the American Federation of State, County and Municipal Employees, Locals 387, 391 and 1565 of Council 4 (representing the Correctional Officers NP-4 bargaining unit), which extends the collective bargaining agreement between the State of Connecticut and the Correctional Officers (NP-4) bargaining unit through June 30, 2016

II. COMPENSATION (Article 17)

A. General Wage Increases (Section 1)

There shall be no general wage increase paid to any NP-4 employee for the
2011-12 and the 2012-13 contract years.

Effective July 1, 2013, the base annual salary for all NP-4 bargaining unit employees shall be increased by three percent (3.0%).

Effective July 1, 2014, the base annual salary for all NP-4 bargaining unit employees shall be increased by three percent (3.0%).

Effective July 1, 2015, the base annual salary for all NP-4 bargaining unit employees shall be increased by three percent (3.0%).

B. Annual Increments (Section 2)

There will be no lump sum payment or annual increment made for contract years 2011-2012 and 2012-2013. Employees will continue to be eligible for and receive annual increments and lump sum payments in accordance with existing practice for contract years 2013-2014, 2014-2015 and 2015-2016, except as specifically varied by the contract.

Employees at the top step of the pay scale shall receive a $750 lump sum payment, which shall be effective on the date that the employee's annual increment would have applied, except as specifically varied by the contract.

C. Longevity (Section 4)

a. The longevity schedule based on the pay plan effective on June 30, 1977 shall remain unchanged in dollar amounts during the life of this Agreement.

b. No longevity payment in October 2011
Employees hired prior to July 1, 2011 shall continue to be eligible for longevity payments for the life of the contract in accordance with existing practice, except there shall be no longevity payment in October 2011.

c. Service toward longevity
No service shall count toward longevity for the two (2) year period beginning July 1, 2011 through June 30, 2013. Effective July 1, 2013, any service accrued during that period shall be added to the service calculation for the purpose of determining eligibility and level of longevity entitlement if it would have counted when performed.

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

 

D. Mileage Reimbursement (Section 5)
Mileage reimbursement is at the U.S. General Services Administration (GSA) rate. Mileage reimbursement rate to be adjusted within thirty (30) days of any change in the GSA rate.

 

E. Night Shift Differential (Section 6)
All employees who are in this bargaining unit and who are eligible to receive shift differential in accordance with current practice and whose assigned work shift begins any time after 2:00 P.M. and before 6:00 A.M. will receive a night shift differential of ninety (90) cents per hour. Shift differential will only be paid when an employee is actually working.

 

F. Weekend Differential (Section 7)
A weekend is defined as beginning with the start of the third shift on Friday and terminating with the end of the second shift on Sunday inclusive. The weekend differential will be paid for working a minimum of six (6) hours on a shift. The weekend differential is sixty-five (65) cents per hour.

 

G. Facility Meal Reimbursements (Section 9)
The meal reimbursement rate will be $9.00 for each shift worked. Employees who are transporting inmates or parolees outside of the institution will receive the same reimbursement as if they were working inside the institution.

 

H. Working Conditions Stipend (Section 10)
All members will receive a stipend for working conditions of $800 yearly payable in the first paycheck dated in December of each contract year.

 

I. License Fee (Section 11)
The State will reimburse employees in all classifications for the cost(s) of licenses and/or certificates required by the State as a condition of employment except the cost of a Class II driver's license, (non-CDL), will not be reimbursed. Requests for reimbursement will be processed upon presentation of a validated license and proof of costs and payment.

 

J. Maintenance On-Call Standby Pay (Section 12)
Management may establish a procedure to designate qualified employees in Correctional Maintenance positions by job classification and function as on-call/standby status. Management will solicit volunteers and provide any necessary training for the performance of on-call duties, which will be rotated among the volunteers. The designated employee will be obligated to be available and to respond in the event of a call. Employees designated to this on-call/standby status will be compensated at the rate of $1.00 per hour for each hour assigned. The compensation for the duration of any on-call/standby assignment will not exceed $100.00 per work week. Employees designated for on-call/standby assignment will be issued cell phones or similar equipment.

 

An employee who is required to take or respond to a call while on such status will receive one-hour's compensation at the applicable rate. An employee who is required to report for duty will be compensated in accordance with the Overtime Article (Article 15).

III. TUITION REIMBURSEMENT (Article 33)

The State will allocate for tuition reimbursement the following:

Unexpended funds in one fiscal year will carry over into the next fiscal year. The tuition reimbursement fund will expire upon expiration of the contract. For credit courses at accredited institutions of higher education, reimbursement will be one hundred percent (100%) of the cost of tuition, laboratory fees and community college service fees up to a maximum of $150 per credit for undergraduate courses and $180 per credit for graduate courses. For other courses or programs, there shall be fifty (50%) percent reimbursement to a maximum of $75 per credit for undergraduate courses and $90 per credit for graduate courses.

IV. JOB SECURITY

From July 1, 2011 through June 30, 2015, there shall be no loss of employment for NP-4 bargaining unit employees hired prior to July 1, 2011, including loss of employment due to programmatic changes, subject to the following conditions:

 

a. Protection from loss of employment is for permanent employees and does not apply to:

 

i. Employees in the initial working test period;
ii. Those who leave at the natural expiration of a fixed appointment term, including expiration of any employment with an end date;
iii. Expiration of a temporary, durational or special appointment;
iv. Non-renewal of a non-tenured employee (except in units where non-tenured have permanent status prior to achieving tenure);
v. Termination of grant or other outside funding specified for a particular position;
vi. Part-time employees who are not eligible for health insurance benefits.

 

b. This protection from loss of employment does not prevent the State from restructuring and/or eliminating positions provided those affected bump or transfer to another comparable job in accordance with the terms of the attached implementation agreement. An employee who is laid off under the rules of the implementation provisions below because of the refusal of an offered position will not be considered a layoff for purposes of this Agreement.

 

c. The State is not precluded from noticing layoff in order to accomplish any of the above, or for layoffs outside the July 1, 2011-June 30, 2015 time period. The Office of Policy and Management and the Office of Labor Relations commit to continuing the effectiveness of the placement and training process during and beyond the biennium to facilitate the carrying out of its purposes. The State will continue to utilize the funds previously established for carrying out the State's commitments under this Agreement and to facilitate the placement and training process.

V. SCHEDULED PAYMENT DATES

A. General Wage Increase
The general wage increase will be made centrally at the proper time.

B. Annual Increments and Lump Sum Payments
Annual Increments will be entered centrally at the proper time as follows:

The agency must process these lump sum payments manually and follow the effective dates and pay periods of annual increments.

 

C. Working Condition Stipend

VI. PAYROLL PROCEDURES

A. Split Pay Period for General Wage Increase
General wage increase effective July 1, 2013. The effective pay period is June 28, 2013 through July 11, 2013. Wages earned for the period June 28, 2013 through June 30, 2013 should be paid at the old rate. The wages earned for the period July 1, 2013 through July 11, 2013 should be paid at the new rate.

 

General wage increase effective July 1, 2014. The effective pay period is June 27, 2014 through July 10, 2014. Wages earned for the period June 27, 2014 through June 30, 2014 should be paid at the old rate. The wages earned for the period July 1, 2014 through July 10, 2014 should be paid at the new rate.

 

General wage increase effective July 1, 2015. The effective pay period is June 26, 2015 through July 9, 2015. Wages earned for the period June 26, 2015 through June 30, 2015 should be paid at the old rate. The wages earned for the period July 1, 2015 through July 9, 2015 should be paid at the new rate.

 

B. Implementation of General Wage Increase
New pay plans will be implemented centrally with the new hourly rate and biweekly salary effective with the pay period, at the proper time.

 

C. Lump Sum Payments
On the Timesheet Page: Amount; Time Reporting Code XMISP
On the Additional Pay Page: Amount; Earnings Code MPS

 

These lump sum payments are subject to mandatory deductions; i.e., federal withholding and state income tax annualized, social security tax, retirement contributions, and garnishments (if applicable).

 

D. Longevity
Core-CT will provide notification at the proper time for the payment of longevity.

 

E. Shift Differential
On the Timesheet Page: Hours, Shift 1; Account 50180 or Hours Shift 2 (Time and a half); Account 50180 or Amount; Shift 3; Account 50180

On the Additional Pay Page: Hours or Amount; Earnings Code SD1 (Shift 1); Account 50180 or Hours or Amount; Earnings Code SD2 (Shift 2); Account 50180 or Amount; Earnings Code SD3 (Shift 3); Account 50180

 

F. Meal Allowances
On the Timesheet Page: Units; Time Reporting Code XML8A
On the Additional Pay Page: Amount; Earnings Code M11

 

G. Working Condition Stipend
On the Timesheet Page: Amount; Time Reporting Code XMISA
On the Additional Pay Page: Amount; Earnings Code MIS

 

H. On-Call Standby Pay
On the Timesheet Page: Units; Time Reporting Code XOCBH
On the Additional Pay Page: Amount; Earnings Code OC1

VII. GENERAL

Questions may be directed as follows:

 

Contract Interpretation: Agency Human Resources Officers;

 

Memorandum Interpretation: Office of the State Comptroller,
Budget and Financial Analysis Division,
(860) 702-3440;

 

Payroll Procedures: Office of the State Comptroller, Payroll Services Division,
(860) 702-3447;

 

Tuition Reimbursement: Office of the State Comptroller, Management Services Division
(860) 702-3334.

KEVIN LEMBO
STATE COMPTROLLER

KL:CH

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