collective bargaining agreement between state of connecticut judicial branch...
TRANSCRIPT
COLLECTIVE BARGAINING AGREEMENT
between
State of Connecticut Judicial Branch
and
The Union of Professional Judicial EmployeesAFT/AFT-CT, AFL-CIO
July 1, 2016—June 30, 2022
TABLE OF CONTENTS
ARTICLE 1
Preamble . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
ARTICLE 2
Recognition. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
ARTICLE 3
Non-Discrimination . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
ARTICLE 4
No Strikes – No Lockouts . . . . . . . . . . . . . . . . . . . . . . . . 3
ARTICLE 5
Entire Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
ARTICLE 6
Management Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
ARTICLE 7
Union Security and Payroll Deductions. . . . . . . . . . . . . . . . . 4
ARTICLE 8
Union Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
ARTICLE 9
Statewide Labor Management Advisory Committee . . . . . . . . . . 8
ARTICLE 10
Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
ARTICLE 11
Probationary Period . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
ARTICLE 12
Performance Appraisal . . . . . . . . . . . . . . . . . . . . . . . . . . 15
ARTICLE 13
Personnel Files. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
ARTICLE 14
Discipline . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
ARTICLE 15
Reduction in Force . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
ARTICLE 16
Safety . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
ARTICLE 17
Compensation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
ARTICLE 18
Temporary Service in a Higher Class . . . . . . . . . . . . . . . . . . 26
ARTICLE 19
Hours of Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
ARTICLE 20
Compensatory Time Off . . . . . . . . . . . . . . . . . . . . . . . . . 28
ARTICLE 21
Vacation—Personal—Military Leave . . . . . . . . . . . . . . . . . . 29
ARTICLE 22
Sick Leave—Leave Without Pay . . . . . . . . . . . . . . . . . . . . . 31
ARTICLE 23
Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36
ARTICLE 24
Group Health Insurance . . . . . . . . . . . . . . . . . . . . . . . . . 36
ARTICLE 25
Employee Rights. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37
ARTICLE 26
Transfers for Operational Reasons . . . . . . . . . . . . . . . . . . . 37
ARTICLE 27
Legislative Action . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38
ARTICLE 28
Savings Clause . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38
ARTICLE 29
Retirement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38
ARTICLE 30
Supersedence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39
ARTICLE 31
Seniority . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39
ARTICLE 32
Miscellaneous . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40
ARTICLE 33
Duration . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41
APPENDIX A
Supersedence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42
APPENDIX B
Authorized Pay Groups . . . . . . . . . . . . . . . . . . . . . . . . . . 42
APPENDIX C
Automobile Availability Fee . . . . . . . . . . . . . . . . . . . . . . . 45
APPENDIX D
On Call/Standby Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . 47
APPENDIX E
Salary Schedule Effective June 21, 2019 . . . . . . . . . . . . . . . . 50
APPENDIX F
Salary Schedule Effective June 19, 2020 . . . . . . . . . . . . . . . . 55
COLLECTIVE BARGAINING AGREEMENT
between
STATE OF CONNECTICUT JUDICIAL BRANCH
and
THE UNION OF PROFESSIONAL JUDICIAL EMPLOYEESAFT/AFT-CT, AFL-CIO
July 1, 2016 - June 30, 2022
ARTICLE 1.
Preamble
The State of Connecticut, acting by and through the Chief Court Admin-istrator of the Connecticut Judicial Branch, hereinafter called ‘‘the JudicialBranch’’ or ‘‘the Employer,’’ and the Union of Professional JudicialEmployees, AFT/AFT-CT, AFL-CIO, hereinafter called ‘‘the Union,’’
Witnesseth:Whereas the parties to this Agreement desire to establish a state of
amicable understanding, cooperation and harmony; andWhereas the parties to this Agreement consider themselves mutually
responsible to improve the public service through increased morale, effi-ciency and productivity: Now, therefore, the parties mutually agree asfollows.
ARTICLE 2.
Recognition
Section 1. The Judicial Branch of the State of Connecticut hereinrecognizes the Union of Professional Judicial Employees, AFT/AFT-CT,AFL-CIO, as the exclusive representative of the employees in permanentpositions regularly working 20 or more hours per week whose job titleswere placed within the professional bargaining unit of Judicial employeesby the Connecticut State Board of Labor Relations in Cases No. SE-5972,SE-12,968 and SE-5980.
Accordingly, this Agreement shall pertain only to those employeeswhose job titles fall within the certifications above cited and shall notapply to employees who are paid on the temporary payroll. Personsotherwise eligible serving a working test period are included.
Section 2. Accretions. Coverage of newly created or acquired jobclassifications by this Agreement (so-called ‘‘accretions’’) shall be deter-mined as follows:
(a) The Employer shall notify the Union in writing of the new classifica-tion, the contemplated pay group (if any), and the Employer’s positionconcerning inclusion or exclusion.
(b) Within thirty (30) calendar days after receipt of the above notifica-tion, the Union may request a meeting to discuss coverage and/or paygroup issues.
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(c) In determining coverage, controlling weight shall be given to con-forming the placement of the new classification to the contours of theexisting unit.
(d) Disputes concerning how to achieve such conformity shall bereferred to the Connecticut State Board of Labor Relations for the exerciseof its jurisdiction to determine appropriate units.
(e) The Employer shall notify the Union in writing of any SupremeCourt action(s) that substantially change any unit job classification.
(f) Upon request by the Union, (within thirty (30) calendar days afterreceipt of notification), a joint Labor-Management Committee shall evalu-ate the newly created or substantially changed unit job classification(s), todetermine the accuracy of the Branch’s pay group placement. If agreementcannot be reached through the Labor-Management Committee process,a mutually agreed upon arbitrator familiar with the Willis System, shallmake a final decision. Any pay group deviation arrived at either throughthe Labor-Management Committee process or through the arbitrationprocess shall be retroactive to the date the Branch created or substantiallychanged the job classification.
Section 3. Stability of the Bargaining Unit. The Employer agreesnot to take any action to erode the bargaining unit by breaking downvacant permanent full-time positions into temporary positions not coveredby the Agreement. This provision will not be construed to prevent orrestrict the Employer’s right to continue its practice of utilizing temporaryhelp to provide supplemental services.
ARTICLE 3.
Non-Discrimination
Section 1. Neither party shall discriminate against an employee on thebasis of membership or nonmembership in, or lawful activity on behalfof, the exclusive bargaining agent.
Section 2. In connection with Section 1 above:(a) An employee, the Union, or the Union on behalf of an employee
alleging conduct or action inconsistent with the obligation to avoid suchdiscrimination shall promptly report any alleged threats or coercive con-duct to an appropriate official with supervisory authority over the personalleged to have engaged in such conduct. Reasonable efforts shall bemade to resolve the situation prior to resort to grievance-arbitration.
(b) If the requirements of paragraph (a) have been met, and there hasbeen no reasonable offer to disavow or otherwise cure any perceiveddiscrimination, a grievance may be filed at an appropriate step.
(c) In any arbitration proceeding alleging a violation of Section 1, theArbitrator shall determine whether the grievant has shown by a preponder-ance of the evidence, including, where appropriate, the surrounding cir-cumstances, that the official responsible for the adverse action wasmotivated by discriminatory considerations but for which the actionwould not have been taken.
Section 3. Disputes involving alleged discrimination shall not be arbi-trable if any one of the following applies:
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(a) The jurisdiction of any federal or state court or agency has beeninvoked with respect to a claim of discrimination;
(b) The obligations of Sections 2 (a) and 2 (b) have not been met.
Section 4. The provisions of Section 3 shall not be deemed to prohibitarbitration in discipline cases as defined in Article 14, Section 1 (a).
Section 5. In the event that the EEOC renders a ruling affecting theseprovisions, either party may request a reopener to negotiate new pro-visions.
ARTICLE 4.
No Strikes - No Lockouts
Section 1. (a) The exclusive representative shall not engage in, induce,support, encourage, or condone a strike, sympathy strike, work stoppage,slow-down, concerted withholding, interruption or disruption of services,sick-out, or any interference with the mission of the Judicial Branch. ThisArticle shall be deemed to prohibit the concerted boycott or refusal ofovertime work.
(b) Similarly, employees shall not engage in, induce, support, or encour-age such activities.
Section 2. The Union shall exert its best efforts to prevent or terminateany violation of Section 1 of this Article.
Section 3. The Employer agrees that during the life of this Agreementthere shall be no lockout.
ARTICLE 5.
Entire Agreement
Section 1. This Agreement, upon ratification, constitutes the completeand entire Agreement between the parties and concludes collective bar-gaining for its term. No amendment to this Agreement shall be effectiveunless in writing, ratified, and executed by the parties.
Section 2. The parties acknowledge that during the negotiations whichresulted in this Agreement, each had the unlimited right and opportunityto make demands and proposals with respect to any subject or matternot removed by law from the areas of collective bargaining, and that theunderstandings and agreements arrived at by the parties after the exerciseof that right and opportunity are set forth in this Agreement. Therefore,the Judicial Branch and the Union, for the duration of this Agreement,each voluntarily and unqualifiedly waives the right, and each agrees thatthe other shall not be obligated to bargain collectively with respect to:
(1) any subjects or matters referred to or covered in this Agreement, or(2) any subjects or matters not referred to or covered in this Agreement,
even though such subjects or matters may not have been within theknowledge or contemplation of either or both of the parties at the timethey negotiated or signed this Agreement.
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ARTICLE 6.
Management Rights
The parties recognize the central role of the Connecticut JudicialBranch, as an independent branch of state government, in assuring compli-ance with the laws, the Constitution of the State of Connecticut, and theUnited States Constitution. The parties also recognize that the users ofthe Branch’s services, including the general public, demand the promptand efficient adjudication of complaints and disputes, and insist upon thefullest protection of statutory, civil, and constitutional rights.
Unless an express, specific provision of this Agreement provides other-wise, the Connecticut Judicial Branch, acting through the Justices of theSupreme Court, the Chief Court Administrator, (and, where appropriate,the Public Defender Services Commission), and such other judges andofficials as may be authorized to act on their behalf, retains all the rightsand prerogatives it had prior to the signing of this Agreement eitherby law, custom, practice, usage or precedent, to manage and controlthe Branch.
Such rights include but are not limited to establishing standards ofproductivity and performance of its employees, including establishingqualifications for ability to perform work in classes and/or ratings;determining its budget, its mission, and the methods, means, and person-nel necessary to fulfill that mission, including the contracting out, or thediscontinuation of, services, positions, or programs in whole or in part;the determination of the content of job classifications; the appointment,promotion, assignment, direction and transfer of personnel; the suspen-sion, demotion, discharge or any other disciplinary action against itsemployees; the layoff of its employees because of lack of work or otherlegitimate reasons as stated in Article 15 (Reduction in Force); to deter-mine the hours, days when, and locations where the courts will be inoperation; to enforce existing rules and regulations for the governanceof the Branch and to add to, eliminate, or modify such rules or regulationsas it deems appropriate; and to take whatever actions may be necessaryto carry out its responsibilities in situations of emergency.
Management also reserves the right to decide whether, when, and howto exercise its prerogatives, whether or not enumerated in this Agreement.Accordingly, the failure to exercise any right shall not be deemed a waiver.
ARTICLE 7.
Union Security and Payroll Deductions
Section 1. During the life of this Agreement an employee retains thefreedom of choice whether or not to become or remain a member of theUnion which has been designated as the exclusive bargaining agent.
Section 2. Union dues shall be deducted by the Employer biweeklyfrom the paycheck of each employee who signs and remits to the Employeran authorization form. Such deduction shall be discontinued upon writtenrequest of an employee 30 days in advance.
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Section 3. An employee who within 30 days after his initial employmentin the bargaining unit covered by this Agreement fails to become a memberof the Union which is the exclusive bargaining agent for his unit or anemployee whose membership is terminated for nonpayment of dues orwho resigns from membership shall be required to pay an agency servicefee under Section 4 as a condition of continued employment.
Section 4. The Employer shall deduct an agency service fee or Uniondues biweekly from the paycheck of each employee who is covered bythis Agreement, provided, however, no such payment shall be requiredby employees whose membership in the Union is terminated for reasonsother than non-payment of Union dues.
The Union shall promptly notify the Employer in writing of any termina-tion of Union membership for reasons other than nonpayment of Uniondues.
The amount of agency service fee shall not exceed the regular dues,fees and assessments payable to the exclusive bargaining agent. Anychanges in the amount of Union dues or agency fees to be deducted shallbe effective as soon as practicable, but in no event sooner than 28 daysafter receipt of written notice of such changes by the Office of the ChiefCourt Administrator.
Section 5. No payroll deduction of dues or agency service fee shallbe made from workers’ compensation or for any payroll period in whichearnings received are insufficient to cover the amount of deduction, norshall such deductions be retroactive.
Section 6. Payroll deductions of Union dues shall be discontinued forother employee organizations not a party to this Agreement.
Section 7. The Employer shall continue its practice of payroll deduc-tions as authorized by employees for purposes other than payment ofUnion dues or agency service fees, provided any such payroll deductionhas been approved by the Employer in advance.
Section 8. The Union shall indemnify the Judicial Branch for anyliability or damages incurred by the Employer, excluding attorneys’ fees,in compliance with this Article.
ARTICLE 8.
Union Rights
Section 1. Within 90 days of the execution of this Agreement, the Unionwill furnish the Employer with a complete list of stewards designated torepresent any segment or segments of the employees covered by thisAgreement, specifying the jurisdiction and location of each steward orgroup of stewards, provided that the jurisdiction of each steward shallbe limited to such geographical boundaries as are mutually agreed.
Section 2. Except as otherwise provided, Employer representativesshall deal with Union-designated stewards or representatives exclusivelyin the processing of grievances or any other aspect of contract adminis-tration.
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Section 3. Access to Premises. Union staff representatives shall bepermitted to enter the work premises of the Employer at any reasonabletime for the purpose of discussing, processing, or investigating filed orpotential grievances or otherwise performing Union business, providedthat (1) they give reasonable notice in advance to the supervisor in chargeof their intent to enter the work premises, (2) they give notice of theirpresence immediately upon arrival to the highest level supervisor incharge, or his/her designee and (3) they do not interfere with the perfor-mance of duties. Within thirty days of execution of this Agreement, theUnion will furnish the Employer with a current list of its staff personneland their jurisdiction and shall maintain the currency of said list.
Section 4. Role of Steward in Processing Grievances. The stewardswill obtain permission from their immediate supervisors to leave theirwork assignments in order to carry out their duties, properly and expedi-tiously, in connection with this Agreement. Permission from supervisors,based upon the work situation, will not be unreasonably withheld.
Before contacting an employee, the steward will first report to andobtain permission to see the employee from the employee’s supervisor.If the supervisor is not available,the steward will obtain permission fromthe person left in charge. Permission from supervisors, based upon thework situation, will not be unreasonably withheld. Notifications by stew-ards to their supervisors and the employees’ supervisors to meet withemployees and employees’ notifications to meet with stewards will statethe name of the employee involved, his/her location, the general natureof the Union business to be discussed, and the approximate time thatwill be needed. Stewards thus engaged will report back to their supervisorson completion of such duties and return to their job and will suffer noloss of pay or other benefits as a result thereof. The sufficiency of stewardcoverage shall be a subject of continuing consultation between theEmployer and the Union. The Union will cooperate in preventing abuseof this Section.
Section 5. Bulletin Board. The Employer shall furnish reasonablebulletin board space, where presently available, in each location whichthe Union may utilize for its announcements. In any location presentlyleased by the Employer where there is currently no bulletin board, theEmployer agrees that the Union may make arrangements with the lessorto provide and to install at the Union’s expense a bulletin board in anarea and position to be agreed upon by the Employer.
Bulletin board space shall not be used for material that is of a partisanpolitical nature, or is inflammatory or derogatory to the Employer. TheUnion shall limit its posting of notices and bulletins to such bulletinboard space.
Section 6. Access to Information. The Employer agrees to providethe Union, upon request and adequate notice, access to materials andinformation which are necessary for the Union to fulfill its responsibilityto administer this Agreement. The Union shall reimburse the JudicialBranch for the expense and time spent for photocopying information.
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The Union shall not have access to information which the Employerreasonably determines is privileged or confidential, unless and until suchinformation constitutes the basis, in whole or in part, for disciplinaryaction as defined in this Agreement, or constitutes the basis for a decisionnot to select an employee for a promotion as defined in this Agreement.
In denying the Union access to information, the Employer shall statein reasonable detail the basis of the denial.
Section 7. Union Business Leave (a) There is hereby established inthe professional bargaining unit a bank of 1.0 hour per employee of leaveper contract year for use by the Union to conduct its business. Forpurposes of computation, the size of the bargaining unit will be definedby the total employee count reflected on the Dues/Fees Transmittal forthe pay period closest to the expiration of the contract year. Adjustments,if any, to the size of the bank will then take effect on July 1st of thesubsequent contract year. For purposes of this Article ‘‘contract year’’ isdefined as the period from July 1, (a) through June 30, inclusive, or (b) untilthe contract expires, whichever occurs first. Time used for processing orinvestigating grievances, Labor Management Advisory Committee meet-ings or Steward training shall not be charged to this bank of hours. TheUnion shall give reasonable advance notice to the Chief Court Administra-tor or his designee ordinarily five days in advance, specifying the date ofrelease, the names of the employees to be released and their work loca-tions. The Union shall follow up any orally communicated advance noticein writing within a reasonable time. Time off under this section shall begranted subject to operational needs, for periods of not less than onehour and shall be measured to the nearest half-hour. No Union officialshall be negatively evaluated or otherwise criticized for taking time forunion activity in accordance with the provisions of the collective bar-gaining agreement.
(b) One Judicial Branch employee serving as an officer of the Unionof Professional Judicial Employees shall be eligible for full-time leave ofabsence for the purpose of conducting Union business. The employeetaking such leave shall receive wages and benefits as if he/she were afull-time permanent employee of the Judicial Branch subject to cashreimbursement by the Union to the State of one hundred percent of thecost of all wages and all benefits of said employee. Unless otherwiseagreed, the reimbursements shall be paid on a quarterly basis. Uponcessation of this leave, the Branch shall offer said employee a positionwithin the Division from which he/she came equal to the former positionin pay, benefits and duties at the rate in force at time of return fromsuch leave.
Such position shall be within reasonable commuting distance of theemployee’s home. If no vacancy exists, one may be obtained by invokingArticle 15 (Reduction in Force) of the collective bargaining agreement.
(c) If this contract is extended pursuant to Article 33 (Duration), theprovisions of subsection (a) and (b) of this section shall continue in fullforce and effect until a successor agreement takes effect. Time chargedto the bank of hours shall be charged to the bank of hours, if any, providedfor in the successor contract.
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Section 8. Orientation and Training. The Employer will provideeach new employee with a copy of the collective bargaining agreementthen in force and will furnish such employee with the name(s) of his/hersteward(s). The Judicial Branch shall provide the Union with a list ofnew employees within a reasonable period of time after they are hired.The Employer will cooperate in permitting a common meal period forthe steward and any newly hired employee within five (5) work days.
Section 9. Steward Training. The Judicial Branch and the Union agreethat in order to promote the precepts as incorporated in the Preamble ofthis Agreement and for the expeditious and reasonable processing ofdisputes under this Agreement, steward training shall be a valuable assetin promoting these goals. To that end, the Judicial Branch agrees to alloweach steward up to one day of training, without loss of pay or benefits,provided that no more than twenty-four (24) days shall be available forsteward training and further provided that not more than twenty-four (24)stewards are granted time off on the same day. Stewards shall be grantedtime off for training and representational duties subject to the provisionsof Section 7 (c) of this Article.
ARTICLE 9.
Statewide Labor Management Advisory Committee
Section 1. The parties agree that in order to provide a method forpromotion of those goals described in the Preamble and for the purposeof addressing future considerations which may affect the continuing cli-mate of harmony and mutual responsibility, there shall be a StatewideLabor Management Advisory Committee, consisting of the authorizedrepresentative(s) of the Chief Court Administrator and not more than five(5) designees from professional unit employees represented by the Union.In addition, the Union shall have the right to have a staff representativepresent as an observer. The parties will cooperate in multi-unit meetingswithin the Judicial Branch to discuss matters of overlapping concern.
Section 2. Said Committee shall meet no less than semiannually, andpossibly more frequently, by mutual agreement, to discuss problems thatcould lead to system wide or institutional grievances, application, clarifica-tion and aberrant manifestations of the terms and conditions of thisAgreement, as well as improvement of the parties relationships, and effi-ciency and increased productivity; the Committee may, by mutualagreement, discuss additional matters, mutually agreed upon in Commit-tee, which were not within the contemplation of the parties to thisAgreement but deserve immediate attention or redress. These meetingsshall not be bargaining sessions.
In addition, matters of local concern involving divisions within theBranch may be addressed by mutual agreement. In such instances eachparty retains the right to substitute, on an ad hoc basis, appropriatepersonnel familiar with the matters to be addressed.
Section 3. Committee meetings shall be held during normal businesshours without loss of pay or benefits provided that no compensatory time
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or overtime shall be granted for hours outside the employees’ normalwork schedule.
ARTICLE 10.
Grievance Procedure
Section 1. Definitions; Purpose.
(a) A grievance is defined as a dispute concerning the interpretationor application of a specific provision of this Agreement.
(b) Effective upon approval by the General Assembly a grievance isalso defined as a written complaint involving the allegation of a pattern ofunfair treatment of an employee by the Employer, subject to the following:
(1) unfair treatment grievances may be processed only through Step 3of the procedure outlined below and shall not be subject to arbitration;
(2) the employee shall have the burden of establishing that there is apattern of unfair treatment;
(3) the addition of a ‘‘pattern of unfair treatment’’ as a grievable matteris intended to provide an outlet for employees to grieve problems ininterpersonal relationships with supervisors which develop over a periodof time. Said addition is not intended as an indirect means of enforcingalleged past practices not expressly incorporated into the Agreement; and
(4) upon expiration of this collective bargaining Agreement allegationsof a pattern of unfair treatment shall not be grievable unless affirmativelynegotiated and agreed to, in writing, by the parties.
(c) Except as otherwise provided in this Agreement, it is understoodand agreed that the grievance procedure is designed as the exclusiveprocedure for the resolution of disputes which constitute grievances.
(d) Only one grievance may be filed by the grievant for a particulardispute. This subsection shall not be deemed to preclude the grievant fromalleging the violation of more than one contract provision in a grievance.
(e) All disputes arising between the parties and their predecessorsbefore the effective date of this Agreement are deemed resolved uponthe execution of this Agreement, except as otherwise specifically andexpressly set forth herein or in a separate, executed memorandum ofagreement. Grievances which are not deemed resolved which arose underthe parties’ prior collective bargaining agreement, and which were filedand processed in a timely fashion, shall be grievable and arbitrable inaccordance with, and to the extent provided by, the terms and conditionsof the prior collective bargaining agreement.
Section 2. Format. Grievances shall be filed on mutually agreed uponforms and shall specify in reasonable detail: (a) the facts; (b) the issue;(c) the date of the violation alleged; (d) the controlling contract provision;(e) the remedy or relief sought. A copy of every grievance filed shall beforwarded to the Manager of Labor Relations simultaneously with itsfiling at any step.
In the event a form is unclear or incomplete and not in compliancewith this Section, the Employer shall make his/her best efforts to handlethe grievance as he understands it.
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A grievance may be expanded at or before its submission to Step 3,but not after.
Section 3. Grievant. A Union representative, with or without theaggrieved employee(s), may submit a grievance on his/her (their) behalf(a ‘‘general’’ grievance), and the Union may in appropriate cases submita grievance in its own behalf, with respect to rights of the Union (an‘‘institutional’’ grievance).
An individual employee at any time may present a grievance to his/herEmployer and have the grievance adjusted, without intervention of anemployee organization, provided that the adjustment shall not be inconsis-tent with the terms of the collective bargaining agreement then in effect.The employee organization designated as the exclusive representativeshall be given prior notice of the grievance and shall be informed of theterms of the settlement. The Union shall be entitled to receive from theEmployer all documents pertinent to the disposition of the grievance andto file statements of position.
Section 4. A grievance shall be deemed waived unless submitted atStep 1:
(a) either within 30 days from the act or omission from which thegrievance arises; or
(b) within 30 days from the date the grievant or any Union representativeor steward through reasonable diligence should have known of the actor omission, whichever is later.
Except where the grievant’s delay is prejudicial to the other party, agrievance may be filed and processed to arbitration where the grievanceinvolves a repetition of an act or omission in the nature of a continu-ing violation.
Section 5. Attempts to resolve disputes informally without resort tothe grievance procedure outlined in Section 6 are encouraged. The partiesmay, by mutual agreement, extend any/all time limits to effectuate effortsat informal resolution.
Section 6. Step 1. Supervisor. A grievance may be submitted withinthe 30 day period specified in Section 4 to the employee’s first supervisorin the chain of command who is outside the bargaining unit, as suchsupervisor may be designated by the Chief Court Administrator or hisdesignee after consultation with the Union. Such supervisor shall meetwith the Union representative, or the grievant, or both, and issue a writtenresponse within 7 days after such meeting but not later than 14 days afterthe submission of the grievance.
Step 2. Executive Director or designee; Chief Public Defenderor designee. When an answer does not resolve the grievance at Step 1,such grievance shall then be submitted to the Executive Director ordesignee, or the Chief Public Defender or designee as appropriate. Theemployee or the Union shall present the grievance within fourteen (14)days to such designee who shall issue a written response to the grievancewithin fourteen (14) days.
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Step 3. Chief Court Administrator. When the answer at Step 2 doesnot resolve the grievance, the grievance shall be submitted by the Unionrepresentative, or the grievant, or both, to the Chief Court Administratoror his designee within fourteen (14) days of the response at Step 2. Withinfourteen (14) days after receipt of the grievance, a meeting shall ordinarilybe held with the employee, or the Union, or both, and a written responseshall be issued within thirty (30) days after receipt of the grievance.
Step 4. Arbitration. Within 14 days after the appropriate response atStep 3, or if no response is forthcoming, after the expiration of the timelimit, the Union may submit an unresolved grievance to arbitration, butno individual employee may submit a grievance to arbitration.
Section 7. For the purpose of the time limits hereunder, ‘‘days’’ shallmean working days, unless otherwise specified. However, such ‘‘days’’shall not include periods of time, including full days, where the JudicialBranch is closed as a result of inclement weather or legal holiday. Theparties to the grievance procedure may, by mutual agreement, extendtime limits. The Chief Court Administrator or his designee, and the Union,may, by mutual agreement, waive any or all of the Steps hereinbefore cited.
Section 8. In the event that the Employer fails to answer a grievancewithin the time specified, the grievance may be processed to the nexthigher level and the same time limits therefore shall apply as if theEmployer’s answer had been timely filed on that last day.
The grievant assents to the last attempted resolution by failing timelyto appeal said decision, or by accepting said decision in writing.
Section 9. Settlements of Grievances. Settlements of grievancesunder Section 6 of this Article shall be reduced to writing, signed, and acopy thereof shall be forwarded to the Chief Court Administrator. Nosettlement at Step 1 or Step 2 shall constitute a precedent for futuregrievances or arbitration, unless the parties to this Agreement agree tothe contrary; accordingly, except by mutual agreement, such settlementsshall not be admissible as evidence in any arbitration proceeding. Settle-ments at Step 3 of the grievance procedure shall be deemed precedentialunless the parties expressly state to the contrary in the settlementagreement.
Section 10. Consolidation. The parties may, by mutual agreement,consolidate for hearing by a single arbitrator two or more grievancesarising out of similar factual situations, or involving similar issues ofcontract interpretation, or both.
Section 11. Arbitration.(a) (1) Submission to arbitration by the Union shall be by letter, with
the grievance attached, to the Chief Court Administrator or his designee.If the Employer invokes the provisions of this Section, submission toarbitration shall be by letter, with the grievance attached, to the ExecutiveDirector of the Union.
(2) Selection. The parties shall continue to utilize a panel of five (5)mutually agreed upon arbitrators. Unless the parties agree to the contraryfor a particular case, the following procedures will apply:
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(i) The arbitrator shall be selected by rotation alphabetical order fromthe panel of arbitrators.
(ii) If the arbitrator is not available to schedule a hearing within sixty(60) days of the receipt of the submission, the next arbitrator in rotationwho is available shall be selected.
(iii) A letter containing each of the following elements shall be sent toeach of the potential designees to the arbitration panel:
‘‘You have been named to the arbitration panel for the Judicial Profes-sional Unit. In accordance with your request, we shall honor your feeschedule and will likewise honor travel reimbursement requests as pre-sented.
The following uniform conditions apply to all members of the closedarbitration panel. Please advise us if you are unable to accept appointmentbased upon the following conditions:
1. There shall be no cancellation fee if notice is given at least fourteen(14) calendar days in advance of hearing.
2. Extensions of time, whether requested by either party or by thearbitrator, shall be approved by the parties in writing or by Fax to be valid.
3. If the arbitrator fails to render an award within the time period setforth by the contract or by agreement of the parties, said failure shallrender the award voidable unless the parties jointly agree that the awardshall be issued.
4. In any matter wherein the parties do not agree to accept a late award,or where such award is vacated (based solely upon timeliness) by orderof an appropriate Court, said arbitrator shall be removed from the paneland no billings (except for travel reimbursement) shall issue thereon.’’
(3) Procedures; Costs; Attendance. The Arbitration hearing shall notfollow the formal rules of evidence unless the parties agree in advance,with the concurrence of the arbitrator at or prior to the time of hisappointment. The expenses for the arbitrator’s service and for the hearingshall be shared equally by the parties. Unless requested by a party, noverbatim record of the proceeding shall be made. Costs of making a recordshall be borne by the requesting party. If a record is made pursuant to amutual agreement, costs of making such record shall be shared equally.The costs of a transcript shall be borne by the party requesting same. Ifthe arbitrator requests that a record be made or that he be given atranscript, the costs of said record or transcript shall be shared equally.
The Employer shall grant reasonable time off to employees to attendan arbitration proceeding for the purpose of testifying. The Union shallprovide reasonable notice, ordinarily three (3) or more days, of theemployees it wishes to be excused for such attendance.
(b) On grievances when the question of arbitrability has been raisedby either party as an issue prior to the actual appointment of an arbitrator,the arbitrator shall, at the request of either party, conduct a separatehearing on the issue of arbitrability and shall determine that issue beforefurther proceedings are held. In determining such questions a rebuttablepresumption of arbitrability shall be applied.
(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 werenot obtained in the bargaining process, nor to impose any remedy or right
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of relief for any period of time prior to the effective date of the pertinentprovision of this Agreement, nor to grant pay retroactively for more thanthirty (30) calendar days prior to the date a grievance was first submitted.Except as expressly provided by a specific provision of this Agreement,the exercise of rights under Article 6 (Management Rights) as well as anyother matter dealing with the administration of the Branch shall be finaland binding and shall not be subject to the grievance provisions of thisAgreement.
The arbitrator shall render his/her decision in writing no later than 30calendar days after the conclusion of the hearing or receipt of briefs,whichever is later, unless the parties agree otherwise.
The arbitrator’s decision shall be final and binding on the parties inaccordance with Connecticut General Statutes Sec. 52-418, provided, how-ever, neither the submission of questions of arbitrability to any arbitratorin the first instance nor any voluntary submission shall be deemed todiminish the scope of judicial review over arbitral awards, including adecision by a court of competent jurisdiction that the arbitrator’s award:(1) contravenes the public interest, or (2) is arbitrary or capricious.
As to the specific, express provisions of this Agreement, the partieshave bargained for the arbitrator’s construction. Absent any of the abovegrounds for overturning an award, the courts shall not substitute theirinterpretation for that of the arbitrator.
Section 12. Notwithstanding any contrary provision of this Agreement,the following matters shall not be subject to the arbitration procedure:
(a) discipline of employees, except as provided in Article 14;(b) dismissal of employees during a probationary period;(c) disputes over an employee’s job classification (reclassification
grievances);(d) the decision to lay off employees, subject to Article 15 (The decision
to lay off employees is generally not arbitrable, but is arbitrable if anemployee claims a procedural violation under Article 15, Section 3);
(e) classification and pay grade for newly created jobs, provided, how-ever, this clause shall neither enlarge nor diminish the Union’s right tonegotiate on such pay grades;
(f) compliance with health and safety standards and CONN OSHA;(g) any incident which occurred or failed to occur prior to the effective
date of the pertinent provision of this Agreement, subject to subsection(e) of Section 1 of this Article.
Section 13. Reclassification Grievances. Disputes over an employ-ee’s job classification (reclassification grievances) shall be subject to thegrievance procedure set forth in Article 10, but shall not be arbitrable.The final step of appeal shall be to a three (3) person panel consistingof two members appointed by the Chief Court Administrator and onemember appointed by the Union. Pay retroactively, if warranted, may notapply earlier than thirty (30) calendar days prior to the date of the filingof the grievance at the earliest step.
Section 14. Meetings pursuant to this Article shall be held duringnormal business hours without loss of pay or benefits provided that no
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compensatory time or overtime shall be granted for hours outside theemployees’ normal work schedule. All grievance and arbitration relatedmeetings shall be closed to the press and public, unless the parties jointlyagree to the contrary.
ARTICLE 11.
Probationary Period
Section 1. (a) The probationary period shall be deemed an extensionof the hiring process, or, where applicable, the examination process.Accordingly, permanent status in a duly authorized full-time or part-timeposition will be attained by the employee after the conclusion of a satisfac-tory probationary period of twelve (12) months of continuous employ-ment, unless, prior to the conclusion of such period, the employee’sappointing authority, Administrative Judge or Executive Director reports,in writing, to the Chief Court Administrator of the Judicial Branch thatthe employee is unable or unwilling to perform his duties so as to meritcontinuance in such position and is, consequently, to be terminated asof a specific date not later than the termination date of the applicableprobationary period.
(b) The employee shall be rated on the criteria, inter alia, of the qualityof his/her work, the quantity of his/her work, dependability, conduct,attendance, physical and mental capacity to perform the work assigned,judgment, ability to deal with people, and, if applicable, supervisory ability.Upon receipt of such written notification at any time within the twelve(12) month period, the Chief Court Administrator or his designee shallremove the employee’s name from the payroll effective on the date speci-fied in the written notification, unless the employee is appointed toanother position in the Judicial Branch for which he/she may be bettersuited.
(c) The Judicial Branch reserves the right to extend the probationaryperiod for a period not to exceed three (3) months. If the Branch decidesto invoke this extension provision, it must inform the probationaryemployee in writing prior to the expiration of the normal twelve (12)month probationary term. It is the understanding of the parties that suchextensions are to be considered rare exceptions to the normal twelve(12) month probationary period.
(d) Employees rehired into the same classification within thirty-six (36)months shall not be required to serve a new probationary period so longas permanent status had previously been achieved in the class.
(e) A Judicial Branch decision that a probationary employee is unableor unwilling to perform his/her duties and consequently is terminated priorto the attainment of permanent status shall not be grievable or arbitrable.
Section 2. (a) The attainment of permanent status by an employeeshall not be construed to prohibit or restrict the discharge or suspensionof the employee.
Section 3. Employees promoted to a higher position shall serve a six(6) month probationary period in that position, subject to the pertinentprovisions of Section 1 (a) and 1 (b) of this Article. Upon receipt ofwritten notification of unsatisfactory performance, the employee shall beoffered a position similar to that from which he/she was promoted. Neither
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the offer nor the acceptance of such a position shall be deemed ademotion.
ARTICLE 12.
Performance Appraisal
Section 1. (a) The annual performance appraisal shall be completedapproximately three (3) but no less than two (2) months prior to theemployee’s annual increase date. The performance appraisal will be con-ducted by a management designee who is familiar with the employee’swork. For the purpose of this section, a performance appraisal shall bedeemed completed when it has been completed by the approving author-ity. When an employee is rated ‘‘unsatisfactory,’’ the rating supervisorshall state reasons and, if practicable, suggestions for improvement. Allperformance appraisals of ‘‘unsatisfactory’’ must be discussed with theemployee at an informal meeting to be scheduled by the rating supervisor,normally within seven days after the employee has seen the report andprior to its submission to the Executive Director. Employees receivingoverall unsatisfactory appraisals may, at the employee’s request, haveunion representation at the informal meeting. Late performance appraisalsshall be voidable at the option of the employee.
(b) There shall be two overall ratings: ‘‘satisfactory’’ or ‘‘unsatisfactory.’’An employee receiving an ‘‘unsatisfactory’’ evaluation shall not receivean annual increment. Each employee shall receive a copy of his/her perfor-mance appraisal and shall sign same indicating receipt but not necessar-ily agreement.
(c) It is the understanding of the parties that the performance appraisalsystem is intended to inform employees of their strengths and weaknessesand should not be used as a substitute for appropriate disciplinary pro-cedures.
(d) The following procedure shall be used for supervisors wishing toreference counseling in an employee’s performance appraisal. There willbe no reference to counseling in the narrative sections of the performanceappraisal document. Instead, the supervisor will attach his/her notes refer-encing the counseling of an individual employee to that employee’s perfor-mance appraisal report. One year from the date of the issuance of saidnote, upon the request of the employee, the referencing note will bedetached from the performance appraisal report, provided no additionalcounseling or disciplinary incident took place during that time period.
(e) Employees who are out of work at the time the performanceappraisal is completed by the approving authority will have their evalua-tions mailed to their home address (via certified and regular mail) priorto the deadline set for filing evaluations. When the employee returns fromleave, the supervisor will meet with the employee, review the evaluation,and obtain the employee’s signature on the evaluation in accordancewith (b).
Section 2. (a) Disputes concerning compliance with this Article maybe subject to the grievance, but not the arbitration, procedure. Disputesconcerning procedural requirements of this Article shall be promptlyaired by the employee so that timely correction can be sought. Where
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appropriate, reasonable efforts shall be made to correct or mitigate allegedprocedural defects.
(b) Notwithstanding paragraph (a) of this Section, disputes concerningthe grounds for an ‘‘unsatisfactory’’ rating, and thus the denial of anincrement, may be subject to arbitration, but the increment may only berestored if the evaluator’s decision, in light of all the credible evidence,is clearly shown to be arbitrary and capricious. The arbitrator shall notsubstitute his/her judgment for the judgment of the evaluator in applyingand weighing evaluation standards.
Section 3. All performance appraisals shall be conducted on formswhich are standardized either by job classification or by division.
ARTICLE 13.
Personnel Files
Section 1. Definitions. An employee’s "personnel file’’ is defined as:(a) the personnel record maintained at the Office of the Chief Court
Administrator; and(b) the personnel file, if any, maintained by an Executive Director, a
primary purpose of which is the collection of information concerning anemployee’s performance or conduct.
The reference above to records in the Office of the Chief Court Adminis-trator shall be deemed, as to employees of the Public Defender ServicesCommission, to mean records contained in the Office of the Chief Pub-lic Defender.
(c) The Judicial Branch shall, not more than seven business days afterreceipt of a written request from an employee, permit such employee toinspect, and if requested, copy his or her personnel file.
Section 2. An employee on his request, or a Union representative uponwritten authorization, shall be permitted to examine and copy duringnormal business hours and at his/her expense, ($.15 per page), all materialsplaced in his/her personnel file other than any pre-employment materialor any other material that is confidential or privileged.
The Judicial Branch reserves the right to require its designee to bepresent while such file is being inspected or copied. The Union may haveaccess to any employee records upon presentation of written authoriza-tion by the appropriate employee.
Section 3. Upon execution of this Agreement, no new material deroga-tory to an employee shall be placed in his/her personnel file until he/shereceives a concurrent copy of such material. The employee shall sign saidcopy indicating receipt but not necessarily agreement.
At any time, an employee may file a written rebuttal to such material.Such material, including rebuttal if any, not subsequently incorporatedinto a service rating shall, upon request of the employee, be expungedafter one (1) year.
An employee may file a grievance objecting to any derogatory materialplaced in his/her file, provided, however, no such grievance shall bearbitrable, unless and until it is used as grounds, in whole or in part, for
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disciplinary action, or it constitutes the basis of a decision not to selectan employee for a promotion as defined in this Agreement.
In any arbitration proceeding alleging that derogatory material consti-tuted the basis of a decision not to select an employee for a promotion,the remedy shall be limited to the removal of such material from theemployee’s personnel record. Accordingly, no remedy affecting the selec-tion for a promotion shall be available.
Section 4. This Article shall not be deemed to prohibit supervisorsfrom maintaining written notes or records on an employee’s performanceor conduct for the purpose of preparing performance appraisals and otherappropriate purposes.
Such notes or records shall not be admissible in any appeal unlessmerged into a service rating or personnel record within one year of thedate on which such notes or records were prepared.
An employee on his/her request shall be permitted to examine andcopy, during normal business hours and at his/her expense, all notes orrecords placed in his/her supervisor’s file. Said notes or records notsubsequently incorporated into a service rating shall, upon request of theemployee, be expunged after one (1) year.
ARTICLE 14.
Discipline
Section 1. Types of Discipline.
(a) No employee who has attained permanent status shall be discharged,demoted, suspended without pay or reprimanded except for just cause.
(b) The employer shall not have the authority to transfer any employeedue to misconduct. Accordingly, transfers shown to be based on miscon-duct, shall be voidable without regard to whether such misconductoccurred.
Section 2. Authority to Discipline.
Discipline may be imposed by any designee of the Chief Court Adminis-trator who is not a member of the bargaining unit. Any discipline that isrecommended by an individual who is not a state employee or stateofficial, but rather is someone performing managerial or supervisoryresponsibilities under a contract with the Judicial Branch, must beapproved by a Judicial Branch management employee designated by theExecutive Director of the bargaining unit employee’s division.
Section 3. Procedures for Imposition of Discipline. Appeal Pro-
cedures.
(a) The employer shall inform the employee in writing of the discharge,demotion, suspension without pay or reprimand, the effective date ofsuch action and the reasons for such action. The employer shall set forthsupporting facts in reasonable detail.
(b)Within twenty (20) days of the discharge, demotion or suspensionwithout pay, an employee may file a Step 3 grievance. In cases involvingwritten reprimands the filing deadline remains at thirty (30) days.
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(c) Within fourteen (14) days after the appropriate response at Step 3,or if no response is forthcoming after the expiration of the time limit setforth in Article 10 (Grievance Procedure), the Union may invoke arbitra-tion subject to the provisions of subsection (d) of this section.
(d) Written reprimands and performance appraisal references thereto,if any, shall be removed from the employee’s personnel file one (1) yearfrom the date of issuance provided that no other disciplinary incidentoccurs during that period of time. Notwithstanding the above, writtenreprimands shall continue to be grievable but shall not be arbitrable unlessand until used as grounds, in whole or in part, for other disciplinaryaction, or constitute the basis of a decision not to select an employee fora promotion as defined in this Agreement. In any arbitration proceedingsalleging that a reprimand constituted the basis of a decision not to selectan employee for a promotion, the remedy shall be limited to the removalof the reprimand from the employee’s personnel record. Accordingly, noremedy affecting the selection for a promotion shall be available.
Section 4. Notwithstanding the above provisions of this Article, theEmployer may impose any type of disciplinary action on employees whohave not attained permanent status; such action shall not be grievableor arbitrable.
Section 5. (a) Employees who engage in a strike, sympathy strike, workstoppage, slow-down, concerted withholding, interruption or disruptionof service, sickout, or any interference with the mission of the JudicialBranch may, at the exclusive option of the Employer, be dischargedor disciplined.
(b) In taking action under paragraph (a), above, the Employer may alsoconsider whether the employee induced, supported, or encouraged otheremployees to engage in activities prohibited by Article 4 (No Strikes -No Lockouts).
Section 6. Disciplinary Interviews. (a) A union steward may attenda disciplinary interview as a witness for, and consultant to, an employeewhen all of the following circumstances apply:
(1) The employee is being interviewed as a part of an investigationof misconduct by a supervisor, official, or other representative of theConnecticut Judicial Branch.
(2) Such discipline is considered likely at the time of the interview, butno final decision has been reached.
(3) The employee requests the presence of a steward.(4) A steward is available within a reasonable time, ordinarily not to
exceed twenty-four (24) hours.(5) No emergency work situation involving the employee or the stew-
ard exists.(6) The Steward does not interrupt or otherwise impede the interview(7) Only one steward may attend an interview or series of interviews.(b) The rights conferred in this Section constitute the full extent to
which the parties intend the Weingarten case to be applied under C.G.S.Section 5-271 (a).
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(c) Ordinarily, violations of paragraph (a) shall not be grounds foraltering disciplinary action. However, the arbitrator reviewing such actionmay order other relief appropriate to the nature and circumstances ofthe case.
ARTICLE 15.
Reduction in Force
Section 1. Definition. A layoff is defined as the involuntary nondisci-plinary separation of an employee due to a reduction in the work force.
Section 2. Reasons for Layoff.(a) Employees may be laid off because of lack of work, economy,
insufficient appropriation, a change in departmental organization, or aboli-tion of position.
(b) Displacement by Volunteers. Any increased use of volunteers shallnot form the basis for a layoff of any unit employee.
(c) Job Security. The parties have agreed that no bargaining unit mem-ber hired on or before July 1, 2017 shall be laid off for any reason. Thisjob security will be applicable through June 30, 2021, subject to thelimitations set forth below:
This protection from layoff does not prevent the Judicial Branch fromrestructuring and/or eliminating positions provided those affected areoffered another job comparable in pay. An employee who is laid off dueto refusal of such a position will not be considered a lay off for purposesof this agreement. Protection from loss of employment is for permanentemployees; it does not apply to employees in their initial probationaryperiod.
Any employee who is laid-off after June 30, 2017 shall have availableany and all rights set forth under the SEBAC Placement and TrainingAgreement.
Section 3. Procedures for Reduction in Force.(a) Any necessary cutback in the number of employees shall be accom-
plished as far as practicable by normal attrition. If cutbacks of bargainingunit employees become necessary, the Judicial Branch and the Union, atthe request of the Union, will discuss possible alternatives.
(b) Layoffs within the bargaining unit may be instituted on a department-wide basis or may be limited to one or more position classifications. Theemployer shall select the classification(s) involved in the layoff.
(c) In the event a layoff is necessary, employees serving a probationaryperiod in that classification shall be laid off first; thereafter permanentemployees shall be laid off in inverse order of seniority.
(d) Seniority as used in this Article is defined as current continuousservice as a full-time or part-time (pro-rated) employee in the employee’scurrent classification.
Current continuous service of full-time Adult Probation Commissionemployees as of December 31, 1978, shall be deemed service in the AdultProbation series.
The term ‘‘current classification’’ includes:(1) for supervisory employees both the job title held and non-supervi-
sory job titles in the classification series, e.g. a Chief Probation Officer’s
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service as a Probation Officer I, Probation Officer II, etc., constitutesservice in the ‘‘current classification’’; and
(2) for non-supervisory employees all non-supervisory job titles in theclassification series, e.g. a Probation Officer II’s service as a ProbationOfficer I, Trainee, etc., constitutes service in the ‘‘current classification.’’
(3) for non-supervisory employees, immediately prior permanent ser-vice in a professional bargaining unit classification that has been elim-inated.
(e) Bumping. Within seven days after the notice specified in Section 5,the employee shall provide written notice to the Director of HumanResource Management whether he/she elects to exercise bumping rights,and, if so, the classification he/she has selected. This election shall bebinding on the employee and his/her failure to elect shall constitute awaiver of bumping rights.
An employee in a permanent professional bargaining unit position maybump any temporary employee in his/her current classification within thesame division and within the same judicial district. Also, an employee ina permanent professional bargaining unit position may bump into theprofessional bargaining unit classification he/she held immediately priorto the current classification, if he/she had held a permanent position inthat classification. The bumper shall be deemed to have only the senioritypreviously gained in the permanent position in the formerly held classifica-tion or classification series and in the bumper’s present classification orclassification series and shall bump the employee with the lowest seniorityin the previous classification statewide with less seniority than thebumper.
The bumped employee shall receive not less than fourteen (14) daysnotice of layoff and may be allowed in lieu of layoff, if he/she is in apermanent position, to bump any temporary employee in his/her currentclassification. When an employee bumps into a classification with a lowersalary range in order to avoid layoff, his/her rate of pay in the lowerclassification shall be at the closest, or, if possible, the same rate in thelower salary range but not more than he/she was receiving at the timeof bumping.
The Employer shall give the Union not less than four (4) weeks noticeof layoffs.
Section 4. Impact of Contracting Out. (a) During the life of thisAgreement no full-time permanent employee will be laid off as a directconsequence of the exercise by the Employer of its right to contract out.
(b) The Employer will be deemed in compliance with this Section if(1) the employee is offered a transfer to the same or similar positionwhich in the Employer’s judgment he/she is qualified to perform with noreduction in pay; or (2) the Employer offers to train an employee for aposition which reasonably appears to be suitably based on the employee’squalifications and skills. There shall be no reduction in pay during thetraining period.
Section 5. Notice of Layoff. The Employer shall give employees notless than four (4) weeks notice of layoffs.
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Section 6. Seniority. An employee who has been laid off shall retainhis/her seniority for twenty-four (24) months but he/she shall not continueto accrue seniority while laid off.
Section 7. Recall. Employees who have been laid off shall be recalled,in order of seniority within their current classification as defined in Section3 (d), above, provided that if an employee refuses to accept a positionwithin thirty (30) miles of the employee’s home, then the Employer’sobligation to said employee shall be fully discharged and the employeeshall have no further rights to be recalled. Notwithstanding the above,the Employer’s obligation to recall an employee shall be dischargedtwenty-four (24) months following the employee’s layoff.
Any employee who is laid off pursuant to this article and who is reem-ployed within two (2) years from the date of his/her layoff shall be creditedwith the amount of sick leave that was accrued on the effective date ofhis/her layoff.
Section 8. Seniority Tiebreaker. When employees are deemed tohave equivalent seniority in class, the following shall be the method bywhich ‘‘ties’’ are broken:
(1) The employee with greater ‘‘total service’’ in the Judicial Branchshall be deemed more senior, and if that does not break the tie, then;
(2) The employee with greater total state service, as calculated forlongevity purposes, shall be deemed more senior, and if that does notbreak the tie, then;
(3) The determination shall be resolved by drawing the name(s) of theperson(s) to be deemed more senior by lot.
Section 9. Expedited Arbitration. Where there is a dispute concern-ing the employer’s determination of relative seniority for the purpose oflayoff, expedited arbitration shall be available.
Expedited arbitration shall be accessed by the filing of a grievancewithin ten (10) work days of the receipt of the layoff notice. The grievancemust identify the employee or employees who should have been laid offother than the grievant or grievants. The grievance shall be deemed waivedunless submitted at Step 3: (a) either within 10 work days of the receiptof the notice of layoff; or (b) within 30 days from the date the grievantor any Union representative or steward through reasonable diligenceshould have known of the act or omission, whichever is later.
Within three (3) work days thereof, the Director of Human ResourceManagement or his/her designee shall hold a conference with the Grievantand the Union. If the matter is not resolved at that conference, the partiesshall arrange for arbitration within twenty-one (21) calendar daysthereafter.
In any arbitration hereunder, the parties shall be obligated to presentall information at the hearing. There shall be no subsequent briefing andthe record shall close at the end of the hearing. The arbitrator shall beobligated to render a bench decision but, at the request of either party,shall commit his/her decision to writing within thirty (30) days thereafter.The statutory period for appeal of said award shall run from the date ofreceipt of said written award, if any.
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ARTICLE 16.
Safety
The Employer is receptive to all recommendations regarding improve-ment of apparently unsafe or unhealthy conditions. Once the Employerdetermines that an unsafe or unhealthy condition exists, it will (1) attemptto alleviate or otherwise remedy the condition, or (2) exert a good faitheffort with appropriate third parties to alleviate or otherwise remedy thecondition. In the event there is a disagreement regarding whether anunsafe or unhealthy condition exists, the Union and the Employer willattempt to resolve it informally.
If an employee is required to perform some duty or task under anunsafe condition which in fact presents a clear, present, and substantialdanger of physical harm, the employee may refuse to perform the dutyor task pending the immediate and expedited communication of the unsafecondition through the chain of command.
Disputes over unsafe or unhealthy working conditions shall be pro-cessed through the Labor Department for compliance with CONN-OSHAor otherwise with the Statewide Labor Management Advisory Committee,but shall not be subject to the grievance procedure.
The appropriate applications of this Section, including disputes onoperating unsafe vehicles or equipment, shall be discussed by the State-wide Labor Management Advisory Committee.
ARTICLE 17.
Compensation
Section 1. and Section 2. Base Salary Increases and AnnualIncrements.
For contract year July 1, 2016 - June 30, 2017 there shall be no increasein base annual salary, and no top step lump sum payment or annualincrement paid to bargaining unit employees.
For contract year July 1, 2017 - June 30, 2018 there shall be no increasein base annual salary, and no top step lump sum payment or annualincrement paid to bargaining unit employees.
For contract year 2018-2019, there shall be no increase in base annualsalary, and no top step lump sum payment or annual increment paid tobargaining unit employees.
Effective June 22, 2018 a one-time payment of $2000.00 (not added tobase salary), shall be paid to full-time (40 hours per week) bargainingunit employees. Part-time bargaining unit employees who work fewerthan 40 hours per week shall be paid a pro-rated one-time payment of$2000.00 (not added to base salary).
Bargaining unit employees qualifying for the one-time payment of$2000.00 will be paid in a check dated July 20, 2018. These one-timepayments shall qualify for pension purposes.
For contract year 2019-2020, effective June 21, 2019 and paid beginningwith the check dated July 19, 2019 the base annual salary for bargainingunit employees shall be increased by three and one-half percent (3.5%).
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Annual increments and top step lump sum payments will be paid inaccordance with existing practice.
For contract year 2020-2021, effective June 19, 2020 and paid beginningwith the check dated July 17, 2020 the base annual salary for bargainingunit employees shall be increased by three and one-half percent (3.5%).Annual increments and top step lump sum payments will be paid inaccordance with existing practice.
For contract year 2021-2022, increases in base annual salary effectiveJuly 1, 2021 shall be negotiated between the parties. Such negotiationsshall commence on later than January 2, 2021. Such negotiations shall belimited to general wage increase only, unless the parties mutually agreeto open discussions to include other sections of this agreement. Annualincrements and top step lump sum payments will be paid in accordancewith existing practice.
Effective July 1, 2019, employees at the maximum step of the salaryplan who have ceased receiving annual increments shall be eligible for alump sum payment of one thousand dollars ($1,000) per year. The paymentshall be made as of the date the increment as specified above wouldhave applied (January 1 or July 1) and may be denied for an overall‘‘unsatisfactory’’ performance appraisal.
Section 3. Longevity. Employees shall continue to be eligible forlongevity payments for the life of the contract in accordance with existingpractice,except that April 2018 longevity payments will be made in July2018.
In no event shall any employee first hired on or after July 1, 2011 beentitled to a longevity payment; provided, however, any individual hiredon or after said date who shall have military service which would counttoward longevity under current rules shall be entitled to longevity if theyhave the necessary service requirement in the future.
In accordance with the 2017 SEBAC agreement, the second longevitypayment for the 2017-2018 contract year that is normally paid in Aprilwill be deferred for payment until after July 1, 2018 and will be paid ina check dated July 20, 2018.
Section 4. Travel Reimbursement. Effective July 1, 2009, anemployee who is required to travel on official state business shall bereimbursed up to the following rates, subject to the conditions outlinedin the Standard State Travel Regulations.
Breakfast . . . . . . . . . . . . . . . . . . . . . . . $7.00Lunch . . . . . . . . . . . . . . . . . . . . . . . . . $9.00Dinner . . . . . . . . . . . . . . . . . . . . . . . . $22.00Miscellaneous (maximum) . . . . . . . . . . . . . $6.00Maximum Total = . . . . . . . . . . . . . . . . $44.00
An employee who is required to remain away from home overnight inorder to perform the regular duties of his/her position, may be reimbursedfor lodging expenses in accordance with the Standard State Travel Regula-tions. Advance approval must be obtained from the Office of the ChiefCourt Administrator.
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During the term of this Agreement, an employee who is required to usehis/her personal vehicle in the performance of duty shall be reimbursedin accordance with the Government Services Administration (GSA) rateadjusted to the first day of the month that follows the GSA rate change.Reasonable parking fees and tolls shall also be reimbursed when therequest is accompanied by receipts.
Section 5. Tuition Reimbursement. The Employer shall allocate$12,000 for the existing tuition reimbursement program in each year ofthe agreement. Tuition reimbursement shall be up to a maximum equalto seventy-five (75%) of the per credit rate for undergraduate and graduatecourses at the University of Connecticut, Storrs; however, such reimburse-ment shall not exceed the actual cost of each course. Unused amountsallocated for tuition reimbursement in one fiscal year shall be availablein the next fiscal year. Should the tuition reimbursement fund becomedepleted at any time during any year of the agreement, any unused fundsdesignated for conferences as specified in Section 6 below may be usedto settle outstanding tuition reimbursement claims.
Section 6. Conference Fund. (a) The Employer shall allocate $32,000for each contract year to finance attendance at workshops, seminars orconferences by employees without loss of pay or benefits. Such work-shops, seminars or conferences must be educational and beneficial to theemployee and the Judicial Branch and shall not include steward training.A maximum of $400.00 shall be allotted for any one attendance and noemployee will attend more than two conferences, workshops or seminarsper year of this Agreement. These funds shall be used for payment offees and/or travel expenses, including such items as meals or lodging.These funds shall be allocated in equal amounts on a quarterly basis.Funds not committed in one quarter shall carry over to the next quarter.Unused amounts allocated for conference fund reimbursement in onefiscal year shall be available in the next fiscal year.
(b) Every effort shall be made by the Employer to allow participationin said workshop, seminars or conferences. Selection of employees shallbe made by the Employer. Employees holding the title of Clinical Coordi-nator who are licensed as either clinical social worker (LCSW) or profes-sional counselor (LPC) shall have the cost of their annual licensurerenewal fee reimbursed under this section. Such reimbursement levelsof professional licenses and fees shall be 100% of the actual cost.
(c) Upon approval of a request under this section by the Branch, suchrequest shall be forwarded to the Director of Fiscal Administration atleast two (2) weeks in advance of the event. If an employee who has hada request approved does not attend the workshop, seminar or conference,prompt notice of cancellation shall be provided to the Branch.
As soon as possible but not more than thirty (30) days following theevent, the employee shall submit a claim for reimbursement on the appro-priate form and required receipts to the Branch. If no claim for reimburse-ment has been submitted within ninety (90) days of the date a workshop,seminar or conference was scheduled, the funds committed for that activ-ity shall be released and made available for others.
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Funds committed for workshops, seminars or conferences in one fiscalyear shall carry over to the next fiscal year in order to allow payment ofprior year claims.
Employees who attend these activities may be requested by manage-ment to prepare reports and/or make a presentation on the events andinformation acquired.
Section 7. Automobile Availability Fee. For each year of thisagreement, employees required to have a vehicle available for daily use,excluding employees who are assigned a state vehicle full-time, shallreceive an automobile availability payment of three hundred dollars($300).
Section 8. On Call/Standby Pay. Employees required by managerialdirective to standby, carry a response device or be available for immediateresponse during off-duty hours, shall be compensated at the rate of $150.00per month.
Section 9. Night Shift Differential for Juvenile DetentionEmployees.
Employees who are regularly assigned to work shifts beginning after1:00 p.m. shall receive an eighty-five (85) cents a one (1) dollar per hournight shift differential. Night shift differential shall be paid only for hoursworked and not on leave time.
Section 10. Weekend Differential for Juvenile DetentionEmployees. For purposes of this section, a weekend is defined as theforty-eight (48) hour period beginning at 11:00 p.m. on Friday and endingat 11:00 p.m. on Sunday night. Weekend differential shall be paid forworking a full shift with the majority of shift hours falling on the weekend.Weekend differential shall be paid only for hours worked and not onleave time. Eligible employees shall receive a weekend differential ofeighty (80) cents per hour.
Section 11. Unpaid Furlough days.
The parties agree to the following in accordance with the agreementreached between the State of Connecticut and SEBAC.
Each employee is required to take three (3) unpaid furlough days (ortwenty-four unpaid furlough hours) between July 1, 2017 and June 30,2018. The equivalent cost of the furlough days may be deducted from theemployee’s annual salary in order to spread the financial impact of thefurlough days equally throughout the year. The reduced annual salary willbe divided into 26 pay periods and will become the adjusted base salaryfor the employee each pay period. The employee will be able to usethe equivalent number of furlough hours in .25 increments (15 minuteincrements, or multiples thereof) by June 30, 2018. Use of furlough hoursmust be requested in advance and approved by management.
If an employee leaves the Branch prior to June 30, 2018, any furloughtime taken in excess of the amount covered by the annualized deductionswill be charged against any remaining vacation accruals at the time ofseparation. Should there be insufficient vacation time to cover the overuse
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of the furlough time, attendance will be modified accordingly and a deduc-tion will be taken from the final paycheck.
Furlough day requirements will be prorated for employees working lessthan 40 hours per week.
Furlough days shall be treated in the same manner as voluntary schedulereductions under Connecticut General Statute 5-248c.
Section 12. Voluntary Unpaid Furlough Days.
Each member of the bargaining unit may take two voluntary furloughdays in each year of the contract beginning after July 1, 2017. Thesefurlough days will be duty free. Dates and times selected will be authorizedunless doing so creates an operational hardship. In that case, the leastsenior employee (s) will be advised to select a different date. Senioritydeterminations will be made in accordance with Article 15, Section 3.Employees who elect to take voluntary furlough days shall have thesedays administered in the following manner, (1) the employee, within 30days of the ratification of this agreement, shall make an irrevocable elec-tion to exercise the benefit under this section, and (2) the employeeshall have the equivalent cost of the furlough days deducted from theemployee’s annual salary in order to spread the financial impact of thefurlough days equally throughout the year. The reduced annual salary willbe divided into 26 pay periods and will become the adjusted base salary forthe employee each pay period. The reduced annual salary is for accountingpurposes only and shall have no impact on retirement calculations or anyother wage based benefit. The employee will be able to use the equivalentnumber of furlough hours in .25 increments (15 minute increments, ormultiples thereof). Use of furlough hours must be requested in advanceand approved by management. Voluntary furlough days will be treated inthe same manner as voluntary schedule reductions under Conn. Gen. stat.5-248 (c) consistent with the negotiated provision regarding the mandatoryfurloughs, if so authorized through SEBAC or other approving agency.
ARTICLE 18.
Temporary Service in a Higher Class
Section 1. An employee who is assigned to perform temporary servicein a higher class shall, commencing with the thirty-first consecutive work-day, be paid for such actual work retroactive to the first day of such workat the rate of the higher class as if promoted thereto.
Section 2. Such assignments may be made when there is a vacancyin a permanent position which management has decided to fill, or whenan employee is on extended absence due to illness, leave of absence, orother reasons. Extended absence is one which is expected to last morethan thirty (30) working days.
Eligibility for temporary assignments to a higher classification requiresthat the employee meet the minimum qualifications for the higher classifi-cation as defined in the official job specification.
Section 3. An Executive Director making a temporary assignment toa higher class shall issue the employee written notification of the assign-
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ment and shall immediately forward the appropriate form seeking writtenapproval of the assignment from the Chief Court Administrator or hisdesignee.
The Chief Court Administrator or his designee shall expedite requestsfor approval of assignments to temporary service in a higher class.
Section 4. If on or after the thirty-first consecutive working day ofsuch service, the Chief Court Administrator or his designee has notapproved the assignment, or in the event the Chief Court Administratoror his designee disapproves the requested assignment, the employee uponrequest shall be reassigned to his/her former position.
If the employee does not request reassignment to his/her former posi-tion, the employee shall continue working as assigned.
Section 5. Temporary assignments to a higher class for periods ofthirty (30) working days or less shall not be utilized to defeat the basiccontractual obligation herein.
ARTICLE 19.
Hours of Work
Section 1. Regular Workweek.
(a) Full-time professional employees work a regular forty (40) hourweek for the term of this agreement provided that hours of duty are basedupon position responsibility. Such employees shall work as needed orrequired, consistent with the provisions of Article 20 (CompensatoryTime Off).
Section 2. Scheduling of Hours.
(a) Full-time employees normally work Monday to Friday betweenthe hours of 7:30 a.m.. and 5:30 p.m. in accordance with one of thefollowing schedules:
7:30a.m. to 4:00 p.m. 7:45 a.m. to 4:15 p.m.
8:00 a.m. to 4:30 p.m. 8:00 a.m. to 4:45 p.m. 8:00 a.m. to 5:00 p.m.8:15 a.m. to 4:45 p.m. 8:15 a.m. to 5:00 p.m. 8:15 a.m. to 5:15 p.m.8:30 a.m. to 5:00 p.m. 8:30 a.m. to 5:15 p.m. 8:45 a.m. to 5:15 p.m.
9:00 a.m. to 5:30 p.m.
(b) Nothing in this article shall be deemed to prohibit the employerfrom assigning employees regular work hours outside the normal scheduleso long as the Employer has met its responsibility to bargain over saidchanges of hours in accordance with the State Employees RelationsAct (SERA).
Section 3. Meal Periods. Meal periods shall be one (1) hour, forty-five (45) minutes or thirty (30) minutes at the option of the employeeduring the term of this agreement.
Meal periods shall be scheduled close to the middle of a shift, subjectto the operating needs of the jurisdiction as determined by officials incharge. Meal periods shall, except in unusual circumstances, be consid-ered duty free. Meal periods shall not be counted as work time. The
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voluntary omission of a meal period in whole or in part shall not modifythe starting or leaving time schedule.
Section 4. Rest Periods. (a) Employees shall be entitled to two (2)fifteen (15) minute rest periods during the working day, one (1) in eachhalf shift (to be scheduled by the supervisor), except that operationalneeds may preclude such periods for courtroom personnel. A rest periodcommences when the employee ceases work at the duty station. Thevoluntary omission of a rest period in whole or in part shall not modifythe starting or leaving schedule.
ARTICLE 20.
Compensatory Time Off
Section 1. Definition. For purposes of this Agreement, compensatorytime off is defined as leave time related to the number of hours anemployee has worked in excess of the standard workweek providing,however, that such additional hours worked have accrued in accordancewith this Article.
Section 2. Accrual.(a) No employee may earn compensatory time off unless:(1) the employee is specifically directed and required, at the invitation
of a judge, supervisor, or other authorized official, to perform work inexcess of their standard workweek; or
(2) the Executive Director, upon request of the employee, approves inwriting compensatory time off for work already performed. It is furtherprovided that compensatory time shall not accrue for work performed atan employee’s place of residence.
(c) Grace Period. Compensatory time may not be claimed for consecu-tive worktime, otherwise claimable under this Article, of less than fifteen(15) minutes.
(d) Measurement. Compensatory time shall be measured to the nearestfifteen (15) minutes.
Section 3. Taking and Lapse of Compensatory Time. Compensatorytime earned will lapse unless it is taken not later than during the thirdmonth next succeeding the month in which it has accrued. However, withthe permission of an employee’s first supervisor outside the bargainingunit, earned compensatory time may be carried over for an additionalperiod not to exceed one (1) month, if all of the following conditionshave been met:
(1) at least two (2) days in any month have been earned;(2) continuing job responsibilities preclude the taking of such time; and(3) the employee has requested such time off within two (2) weeks
prior to the initial lapse date.Requests for permission to carry over such time shall be made in a
timely fashion and shall not be unreasonably withheld.Compensatory time earned during the term of this agreement will lapse
unless it is taken within six months of being earned. In addition, compensa-tory time earned during the term of this agreement may be carried over
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for an additional period not to exceed three months, if all conditions listedabove have been met. This method of earning and extending compensatorytime is for the term of this contract only and expires on 6/30/2012.
Section 4. Reporting. When compensatory time is earned or taken itmust be reported on the attendance report submitted to the Office of theChief Court Administrator.
ARTICLE 21.
Vacation—Personal—Military Leave
Section 1. Eligibility for Vacation Leave. Each full-time or pro-ratedpart-time permanent employee in the bargaining unit who is included inthe regular bi-weekly payroll and whose salary is allocated to a particulargroup and step, is eligible to accrue vacation time with pay.
The term ‘‘permanent employee’’ shall be construed to mean an employeein a permanent position as distinguished from an employee who is paid onthe temporary payroll. It shall not be construed to mean an employeewith ‘‘permanent status’’ as defined in Article 11 (Probationary Period).
The Chief Court Administrator or his designee may establish regulationsconcerning the accrual, prorating, and granting of vacation time withpay for employees of the Judicial Branch who hold permanent part-timepositions and who are included in the regular biweekly payroll.
Section 2. Accrual of Vacation Time.
(a) (1) Eligible employees who are on the forty (40) hour per weekpayroll shall accrue ten (10) vacation hours per month for each completedmonth of continuous full-time service except that employees who havecompleted twenty (20) years of service shall accrue thirteen and one-third (13 1/3) vacation hours for each completed month of continuous full-time service.
(2) In computing the effective date of an employee’s first month’saccrual at the twenty (20) year rate, all service time accepted for purposesof computing longevity payments to such employee shall apply.
(b) Vacation leave starts to accrue with the first working day of thefirst full calendar month after date of commencement of employment andis credited to the eligible employee on the completion of the calendarmonth.
(c) No leave shall accrue for any calendar month in which an employeeis on leave of absence without pay for more than an aggregate of three(3) working days.
(d) Unused vacation hours may accumulate to a maximum of the equiva-lent of one hundred twenty (120) days. After an employee has attainedthis maximum accrual, vacation hours shall begin to reaccrue in the monthwhen some of such leave is taken.
Section 3. Taking Vacation Time.
(a) An employee shall be allowed, subject to the approval of his Execu-tive Director, to choose the time of his/her vacation. In the event ofconflicting schedules of leave, length of service in the Branch shall prevail,
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provided the more senior employee has chosen the time of his/her vacationat least 60 days prior to the commencement date of the vacation. Seniorityfor purposes of this paragraph shall be defined as current, continuousservice as a full-time employee in the Connecticut Judicial Branch.
(b) In no event shall an employee take more than the hourly equivalentof twenty-five (25) working days accrued vacation time in any one calendaryear without first having obtained the approval of the Office of the ChiefCourt Administrator.
Section 4. Payment for Accrued Vacation Time on Terminationof Employment.
(a) On termination of employment by retirement or resignation, eacheligible employee, other than one whose compensation is fixed by statute,shall be granted a lump sum payment for vacation leave accrued andunused up to and including the last full calendar month of work. Theamount paid shall be equal to the employee’s hourly rate, which shall bebased upon the employee’s salary at the time of his/her resignation orretirement, times the number of unused vacation hours accrued to his/her credit at the time of his/her resignation or retirement.
(b) In the event an employee, other than one whose compensation isfixed by statute, dies, a lump sum payment shall be made for all vacationleave accrued to him/her and unused at the time of his/her death. Theamount paid shall be equal to the salary the deceased employee wouldhave received had he/she remained in the service of the Judicial Branchuntil the expiration of such vacation period. Such payment shall be madeto the surviving beneficiary or beneficiaries lawfully designated by theemployee under the state employees retirement system or, if there is nosuch designated beneficiary or beneficiaries, to the estate of the deceased.
Section 5. Transfer of Vacation Accrual. The number of vacationhours accrued by a state employee up to the date he/she transfers intothe Judicial Branch shall be accepted by the Branch and credited to him/her on the Branch’s personnel records.
Section 6. Personal Leave Days.
(a) In addition to normal vacation accrual as set forth in these regula-tions, there shall be granted to each full-time or pro-rated part-time,permanent employee of the Branch three (3) days of personal leave ofabsence with pay in each calendar year. Accrual and use of personal leavetime shall be measured in ‘‘hours’’ rather than ‘‘days.’’
(b) Personal leave of absence shall be taken for the purpose of conduct-ing private affairs, including observance of religious holidays, and shallnot be deducted from vacation or sick leave credits. Personal leave ofabsence time may be taken only when requested in advance by theemployee and approved by his/her Executive Director. Personal leavedays which are not taken in a calendar year shall not be accumulated butshall lapse.
(c) Full-time permanent employees of the Judicial Branch may not takepersonal leave time until after the conclusion of six (6) months continuousservice as full-time employees of the State of Connecticut, during which
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period they have not been on a leave of absence without pay for morethan ten (10) working days.
Section 7. Records. All vacation leave and personal leave shall berecorded in the attendance records in the Office of the Chief Court Admin-istrator. Such records shall reflect for each eligible employee the currentamount of vacation leave accrued, the amount and dates when such leavewas taken, the current balance of such leave available, and the numberof personal leave hours taken during the calendar year. The records willbe subject to review by the Chief Court Administrator and the individualrecord of an employee in the Branch shall be available to such employeeupon written request.
Section 8. Military Leave. A full-time permanent employee of theBranch who is a member of the armed forces of the State or of anycomponent of the armed forces of the United States and who is requiredto undergo field training therein shall, for a period not exceeding three(3) calendar weeks of such field training each year, be entitled to a leaveof absence with pay, in addition to his/her annual vacation. Such militaryleave shall be granted upon submission to the Chief Court Administratorof acceptable and official military orders for such military training. Furthermilitary leave of absence with pay, up to a maximum of thirty (30) daysin any calendar year, may be granted by the Chief Court Administrator forservice due to emergencies pro-claimed by the Governor or the President.
ARTICLE 22.
Sick Leave—Leave Without Pay
Section 1. Eligibility for Sick Leave. Each full-time or pro-ratedpart-time, permanent employee in the bargaining unit who is included inthe regular biweekly payroll and whose salary is allocated to a particulargroup and step is eligible to accrue sick leave starting with the firstworking day of the first full calendar month after date of commencementof employment in the Branch.
Section 2. Sick Leave Accrual.
(a) Sick leave accrues at the rate of ten (10) hours per completedcalendar month of continuous full-time service for employees who worka scheduled eight (8) hour day. Sick leave continues to accrue during theperiod of time an employee is on an authorized leave of absence with pay.
(b) Sick leave continues to accrue in the month when some of suchleave is taken.
(c) No sick leave hours shall accrue for any calendar month in whichan employee is on leave of absence without pay for an aggregate of morethan three (3) working days.
(d) Sick leave shall accrue for the first twelve (12) months in which aJudicial Branch employee eligible to receive workers’ compensation andsick leave benefits is actually receiving workers’ compensation benefitsunder the provisions of the General Statutes.
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Section 3. Granting Sick Leave.(a) Sick leave to the extent accumulated by the employee and credited
to his/her account in the attendance and leave records maintained by theChief Court Administrator shall be granted to an eligible employee uponsatisfactory proof of illness or injury, including pregnancy, incapacitatingsuch employee for duty, in order that such employee may recuperatefrom such illness or injury. During such leave the employee shall becompensated in full and retain his/her employment benefits.
(b) Sick leave to the extent accumulated by the employee and creditedto her account in the attendance and leave records maintained by theChief Court Administrator shall be granted to an employee during theperiod of time that she is disabled as the result of pregnancy. Disabilitymay be presumed starting not more than four (4) weeks prior to theexpected date of delivery as certified by the employee’s physician andmay be presumed ending not more than six (6) weeks following the actualdate of birth.
(c) Sick leave to the extent accumulated by the employee and creditedto his/her account in the attendance and leave records maintained by theChief Court Administrator shall be granted to employees for the adoptionor taking custody of a child up to a maximum of six (6) weeks immediatelyfollowing the event subject to proper certification.
(d) The time an employee is sick while on annual vacation leave, otherthan terminal vacation leave, shall be charged against accrued sick leaveif the employee files an acceptable medical certificate with the ChiefCourt Administrator attesting to the fact that the employee was sick andwould have been unable to work on the day or days claimed sick.
(e) A holiday occurring when an employee is on sick leave will becounted as a holiday and not charged as sick leave. When special timeoff is granted, however, an employee on sick leave shall be charged asprescribed by the Chief Court Administrator.
(f) If an employee is receiving workers’ compensation or disabilitycompensation, he/she may elect to draw upon his sick leave to the extentauthorized by the General Statutes.
(g) Consistent with existing practice, upon exhaustion of accrued sickleave, other accrued paid leaves may be used by employees who areincapacitated or disabled as provided in and subject to the conditions ofparagraphs (a) and (b), above.
Section 4. Special Leave of Absence with Pay Chargeable toAccrued Sick Leave. Any eligible employee may be granted special leaveof absence with pay chargeable to accrued sick leave for the followingreasons:
(1) for medical or dental treatment for which arrangements cannot bemade outside of working hours;
(2) when his/her presence at duty will expose others to contagiousdisease;
(3) in the event of death in the immediate family when as much as five(5) working days leave with pay may be granted. Immediate family meansspouse, domestic partner*, father, mother, sister, brother or child, andalso any person who is domiciled in the employee’s household; (*domestic
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partner is defined as a person who has qualified for domestic partnerbenefits under the parties’ pension and health care agreement.)
(4) in the event of critical illness or severe injury in the immediate family(as defined in #3 above) creating an emergency requiring the attendanceor aid of the employee, when as much as ten (10) days leave with pay ina calendar year may be granted;
(5) going to, attending, and returning from funerals of persons otherthan members of the immediate family, if prior permission is requestedof, and granted by, the employee’s supervisor, as much as the equivalentof one (1) day’s leave with pay may be granted per occurrence;
Section 5. Advanced Sick Leave.(a) No sick leave with pay in excess of the sick leave hours accumulated
to an eligible employee’s credit shall be granted unless authorized inadvance by the Executive Secretary with the approval of the Chief CourtAdministrator. Such authorizations shall be granted only in cases involvingextended periods of illness or injury. No advance of sick leave shall beauthorized unless the employee has first exhausted all accrual to his/hercredit for sick leave and vacation leave, including current accruals. Noadvance of sick leave shall be granted until an employee has completedat least five (5) years of full-time employment in state service.
(b) The advanced sick leave which may be granted shall be on the basisof one (1) day at full pay for each completed year of full-time service. Inno case shall advanced sick leave exceed thirty (30) days at full pay.
(c) Any such advanced sick leave as may be granted shall be repaid byan equal charge against such sick leave as the employee may subsequentlyaccrue. No repayment of advanced sick leave shall be required, however,until the employee has first accrued five (5) days of sick leave followinghis/her return to duty.
Section 6. Medical Certificate. For the following reasons an accept-able medical certificate, signed by a licensed physician or other prac-titioner whose method of healing is recognized by the State, may berequired of an employee by the Office of the Chief Court Administratoror by an employee’s Executive Director to substantiate a request for sickleave or special leave of absence with pay:
(1) any period of absence consisting of more than five (5) consecutiveworking days;
(2) to support request for sick leave during annual vacation;(3) when excessive absenteeism or other circumstances indicate rea-
sonable cause for requiring such a certificate.The Office of the Chief Court Administrator may designate a physician
who is mutually agreed upon to make a further examination.
Section 7. Removal from Payroll. Any eligible employee in the Branchabsent from duty by reason of illness or injury who has exhausted allof his/her accrued sick leave, vacation leave including current accrual,personal leave days, advanced sick leave, when applicable, and emergencysick leave, pursuant to section 13, when applicable, and who thereafterdoes not return to duty, will receive no further compensation and will beremoved from the active payroll of the Branch until such time as he/shereturns to duty.
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Section 8. Leave of Absence Without Pay.
(a) (1) A leave of absence without pay for the protection or improvementof an employee’s health, or for any other cause considered reasonable orproper, may be granted to an employee upon approval of the appointingauthority or any authorized committee thereof for a period not to exceedone (1) year. Requests for such leave must be submitted in writing to theOffice of the Chief Court Administrator. Such leave may be extendedbeyond one (1) year by the appointing authority or any authorized commit-tee thereof.
(1) Upon expiration of paid leave for disability resulting from pregnancyor the adoption or taking custody of a child, the employee may request,and shall be granted, a medical leave of absence without pay, positionheld, for a period not to exceed six (6) months following the date oftermination of the pregnancy or the date of taking custody of the child.Such medical leave of absence may, at the exclusive option of the appoint-ing authority or any authorized committee thereof, be extended beyondthe six (6) month period, with or without holding the position. Requestsfor such extensions shall be submitted to the Office of the Chief CourtAdministrator.
(b) A leave of absence without pay shall be granted to a full-time,permanent employee who leaves his/her employment for the purpose ofentering the armed forces of the United States. Such an employee shallbe reinstated in his former position and duties, provided the followingconditions are met:
(1) within ninety (90) days after he/she has received a certificate ofsatisfactory service from the armed forces, he/she makes application forreturn to service with the Judicial Branch;
(2) such person must be able and qualified to perform the work required;(3) work must be available. In considering the factor of availability of
work, the appointing agency of the Judicial Branch shall replace anyemployee, junior in service, who was employed for the purpose of fillingthe position vacated by such returning employee.
This Section shall not apply to any employee who, because of voluntaryreenlistment, has been absent from the service with the Judicial Branchfor a period of more than three (3) years in addition to war service orcompulsory service and the ninety (90) day period hereinbefore pro-vided for.
Section 9. Status of Accrued Sick Leave and Paid Leave UponRe-employment of Resigned Employee. Any employee who resigns ingood standing from the Branch and who is reemployed within one (1)year from the date of his/her resignation shall be credited with the amountof sick leave accrued to his/her credit on the effective date of his/her resig-nation.
Section 10. Compensation for Unused Sick Leave Accrual UponRetirement. Each eligible employee in the Branch who retires on orafter July 1, 1978, shall be compensated, effective as of the date of his/her retirement, at the rate of one-fourth (1/4) of his/her daily salary foreach day of sick leave accrued to his/her credit as of his/her last day on
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the active payroll up to a maximum payment equivalent to sixty (60)days pay.
Section 11. Records. All leave with or without pay shall be recordedin the attendance records in the Office of the Chief Court Administrator.Such records shall reflect the current amount of sick leave accrued, theamount and dates when leave was taken, and the current balance availableto each employee. The records will be subject to review by the ChiefCourt Administrator, and the individual record of an employee in theBranch shall be available to such employee upon written request.
Section 12. Upon death of an employee who has completed ten (10)years of State service, the employer shall pay to the beneficiary one-fourth (1/4) of the deceased employee’s daily salary for each day of sickleave accrued to his/her credit as of his/her last day on the active payrollup to a maximum payment equivalent to sixty (60) days pay.
Section 13. Emergency Sick Leave Bank.(a) There shall continue to be an Emergency Sick Leave Bank, com-
posed of the contributions of bargaining unit employees pursuant to theterms of the 1983-86 collective bargaining agreement, and any additionalcontributions as provided pursuant to this section. All unit employeesserving an original probationary period on the effective date of this Sectionand all unit employees hired after that date shall contribute eight (8)hours from accrued sick leave to the sick leave bank upon obtainingpermanent status. Hours contributed shall not revert to employees ifnot used.
(b) Days contributed to the bank shall thereafter be allocated to non-probationary employees with catastrophic or extended, long-term illness.
(c) To be eligible for allocation of sick days from the bank an employeemust meet the following conditions:
(1) Exhaustion of all sick leave, personal and vacation leave, includingadvanced sick leave under Section 5 of this Article.
(2) The illness or injury is not covered by workers’ compensation and/or such benefit has been exhausted.
(3) An acceptable medical certificate supporting the absence is on file.(4) The bank is not depleted.(d) Days shall be allocated by the Labor Management Advisory Commit-
tee. This Committee shall have full authority to grant benefits and adminis-ter the program in accordance with guidelines outlined in subparagraph(b), above. In addition, the Committee shall consider as a factor the extentand circumstances of the applicant’s usage of sick leave prior to theillness in question.
(e) Used days shall be carried over from year to year and shall not lapse.If at any time the bank balance should fall below seven hundred fifty
(750) hours, the Committee shall be empowered to withdraw a supplemen-tal contribution of up to eight (8) hours from each permanent employee’saccrued sick leave. Said withdrawal should be made only after a majorityvote of the Committee. Time off without loss of pay or benefits may begranted, as necessary, to members the Committee to attend meetings toadminister this program.
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(f) The actions or non-actions of this Committee shall in no way besubject to collateral attack or the grievance/arbitration machinery. Thepanel shall not be considered a State agency, board or any other subdivi-sion of the Employer. No requests shall be conducted as contested casesor otherwise be subject to the Administrative Procedure Act.
ARTICLE 23.
Holidays
Section 1. Holidays.
(a) For the purposes of this Article, holidays are as follows: New Year’sDay, Martin Luther King Day, Lincoln’s Birthday, Washington’s Birthday,Good Friday, Memorial Day, Independence Day, Labor Day, ColumbusDay, Veteran’s Day, Thanksgiving Day, Christmas Day.
(b) Each bargaining unit employee shall be entitled to a day off fromwork without loss of pay or benefits for each designated holiday or dateof celebration, but not both.
Section 2. (a) Premium Holidays. Bargaining unit employees, whoare required to work or are called in to work on a premium holiday shallbe paid at the rate of time and one-half for all hours worked on thepremium holiday in addition to compensatory time for the day. Premiumholiday pay will be paid for work on the dates set forth in subsection (b)even if these dates fall on a Saturday or Sunday.
(b) For purposes of this section, premium holidays are:New Year’s Day January 1stMemorial Day the last Monday in MayIndependence Day July 4thLabor Day the first Monday in SeptemberThanksgiving the fourth Thursday in NovemberChristmas Day December 25th
Premium pay shall be paid for those shifts with the majority of hourson the premium holiday. In no event will the Employer make premiumpayment for more than a twenty-four (24) hour period.
(c) Bargaining unit employees who are required to work or are calledin to work on other holidays shall be paid at the regular hourly rate inaddition to compensatory time for the day.
Hours worked on other holidays shall be paid at the regular hourly ratein addition to compensatory time for the day.
ARTICLE 24.
Group Health Insurance
The state shall continue in force the health insurance coverage in effecton June 30, 2009, subject to the negotiations of the Health Care CostContainment Committee.
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ARTICLE 25.
Employee Rights
Employees covered by this Agreement shall suffer no reprisals forexercising their rights under this Agreement. Employees covered underthis Agreement shall have full rights to Union representation as describedin Article 10 (Grievance Procedure) and Article 14 (Discipline), Section 6.
ARTICLE 26.
Transfers for Operational Reasons
Section 1.
(a) The Employer decides the job class involved in transfers, and deter-mines the location from which and to which such transfers will be made.In determining such locations, commuting distances shall be a factor con-sidered.
(b) Seniority for purposes of this Article is determined by date ofappointment to the job class identified for transfer and shall be deemedbroken only by termination of employment, dismissal or retirement. Tiesin seniority shall be resolved utilizing the method defined in Article 15,Section 8.
Section 2.
(a) A permanent transfer is defined as a permanent, indefinite changein duty station. Permanent transfers shall first be attempted on a voluntarybasis with seniority, as defined in Section 1b above, being the controllingfactor. Involuntary permanent transfers shall be made in accordance withinverse seniority (as defined in Section 1. (b) above) with the least senioremployee in the identified job class at the identified location being trans-ferred.
(b) The employee to be transferred may refuse to accept a permanenttransfer by bumping the least senior bargaining unit employee in the jobclass involved. The bumped employee shall be subject to transfer bythe Employer.
(c) At least every six months, the Judicial Branch and all of its Divisionsand agencies impacted by the terms of this agreement shall post forvoluntary relocation opportunities for employees who wish to transferfrom and to a particular duty station consistent with Section 1(a) of thisArticle. The Judicial Branch will use every effort to allow transfer ofpersonnel to duty stations consistent with this Section prior to the assign-ment of newly hired personnel. Prior to any permanent transfer, otherthan in the case of court or facility closures, the Judicial Branch shalladhere to the following procedure:
1) Supervisory Personnel - The three most senior candidates for transferto a particular location shall be interviewed for the position. The JudicialBranch may select one of these three candidates for transfer, howeverunder no circumstances shall a supervisor be selected for transfer withoutfirst being interviewed in the same fashion as the three most senior can-didates.
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2) Line Staff (non-supervisory personnel) - The three most senior candi-dates for transfer to a particular location shall be considered for theposition. The Judicial Branch may select any of the three most seniorcandidates. In the event that a candidate is not selected, they will needto apply for transfer at the next possible opportunity. No candidate maybe denied transfer to a particular duty station more than twice unlesstwo people on the list have been denied transfer twice. In that case,seniority would be the controlling factor among the candidates.
3) In the event that seniority, selection criteria or other unforeseencomplications exist or become known to the parties, the Union and theJudicial Branch will meet to achieve a mutually agreeable remedy. In theevent that no mutually agreeable remedy can be achieved an expeditedarbitration process similar to that found in Article 15, Section 9 of thisagreement will be used.
Section 3. A temporary transfer is defined as a temporary assignmentaway from the duty station. Ordinarily such transfers shall not exceedsixty (60) calendar days. No employee will be required to be in temporarytransfer status for more than 120 calendar days. After 120 days theemployee may request to return to their original duty station. Honoringsuch a request will not be unreasonably withheld. In making temporarytransfers the Employer shall consider the wishes of employees, seniority,and operational needs; provided, however, its determination shall not besubject to review under Article 10 (Grievance Procedure). Employeesin temporary transfer status shall receive mileage in accordance withexisting practice.
ARTICLE 27.
Legislative Action
The cost items contained in this Agreement and the provisions of thisAgreement which supersede pre-existing statutes shall not become effec-tive unless and until legislative approval has been granted pursuant toSection 9 of Public Act 75-566. The Employer shall request such approvalas provided in Section 9. If the legislature rejects such request as a whole,the parties shall return to the bargaining table.
ARTICLE 28.
Savings Clause
Should any provision of this Agreement be found unlawful by a courtof competent jurisdiction, the remainder of the Agreement shall continuein force, and the parties shall immediately negotiate a substitute provision.Disputes concerning the appropriate substitute provision shall not begrievable or arbitrable.
ARTICLE 29.
Retirement
The terms and conditions of employee retirement benefits have beennegotiated separately by the State and the Union and shall continue underthe terms of the Agreement.
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ARTICLE 30.
Supersedence
Section 1. The inclusion of language in the Agreement concerningmatters formerly governed by law, regulation, or policy directive shallnot be deemed a preemption of the entire subject matter. Accordingly,statutes, rules, regulations, and administrative directives or orders shallnot be construed to be superseded by any provision of the Agreementexcept as provided in the Supersedence Appendix to this Agreement orwhere, by necessary implication, no other construction is tenable.
Section 2. Except to the extent that particular personnel or operationalpractice is specifically modified or restricted by an express provision ofthis Agreement or specifically incorporated by reference in thisAgreement, the Employer reserves and retains the right to add to, alter,or eliminate such practices.
ARTICLE 31.
Seniority
Section 1. (a) Except as otherwise defined herein, seniority is definedas current continuous service as a full-time employee of the ConnecticutJudicial Branch and shall include all of the following: all paid leave, leaveunder the Family and Medical Leave Act provided that the employeereturns to work immediately following the leave; military leave grantedin accordance with Article 21 of this agreement; unpaid medical leave ofabsence following exhaustion of sick leave, for up to nine (9) months forany employee who has permanent status, provided that the employeereturns to work immediately following the leave.
(b) Seniority shall be deemed broken by: termination of employmentcaused by resignation, dismissal or retirement. Credit for seniority up toa break in service shall be restored to an employee who is reemployedwithin one year of a service break.
(c) Current continuous service of full-time Adult Probation Commissionemployees as of December 31, 1978, shall be deemed service in the AdultProbation Series.
(d) Current continuous service as a Law Librarian, Supervising LawLibrarian, Child Support Advocate, Victim Services Advocate or VictimServices Supervisor in the State of Connecticut Executive Branch shallbe deemed service in the Connecticut Judicial Branch.
Section 2. Seniority shall be a relevant or controlling factor in thefollowing areas:
(a) Selection for layoff, as provided in Article 15, Sections 3 and 7;(b) Selection of vacation leave and personal leave, as provided in Article
21, Sections 3 and 6; and(c) Transfers, as provided in Article 26.
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ARTICLE 32.
Miscellaneous
Section 1. Civic Duty. (a) Employees absent from duty to performjury service shall receive their regular straight time salary, exclusive ofovertime or any other premium pay; acceptance of such salary shall bedeemed a waiver of any statutory jury service fee.
(b) Employees called as a witness outside normal working hours in amatter arising out of the performance of customary duties of employmentshall, upon request, be granted compensatory time off in accordance withthe provisions of Article 20 (Compensatory Time Off).
Section 2. Method of Salary Payment. Employees shall continue tobe paid on a biweekly basis for the duration of this Agreement.
Section 3. Workers’ Compensation Payments. Accrued sick leave,to the extent available, then personal leave, to the extent available, thenaccrued vacation leave, to the extent available, and finally, accrued com-pensatory time, to the extent available, may be used to supplement work-ers’ compensation payments up to but not beyond an employee’sregular salary.
Section 4. The use of the term ‘‘Chief Court Administrator’’ in thisAgreement shall be deemed to include any person(s) who may fromtime to time be designated by the Chief Court Administrator to performfunctions set forth in the Agreement.
Section 5. Clothing Claims. The Employer agrees to facilitate theexpeditious processing of claims for lost or damaged property to theClaims Commission.
Section 6. Reservation of Rights. The Employer, by entering intoand executing this Agreement, does not waive any claims with respectto the constitutionality of Public Act 75-566 as it is or may be applied tothe Connecticut Judicial Branch.
Section 7. Permanent Part-Time Employees. Permanent part-timeemployees will continue to receive wages and fringe benefits on a prorata basis to the extent provided under existing rules and regulations.
Section 8. Indemnification. Indemnification shall be provided pursu-ant to Section 4-165 of the General Statutes. The decision whether toprovide counsel to an employee being sued for malpractice shall be basedupon whether such employee was acting within the scope of his/heremployment, without regard to whether the suit alleges wanton or willfulconduct. The question whether the employee was acting within the scopeof employment shall be sympathetically considered consistent with thepurpose of the indemnification statutes. The Employer shall cooperatein expediting the decision of state officials whether to provide counsel.
Section 9. Notice of Openings. Notice of vacancies to be filled inbargaining unit positions shall be posted Branch wide. Notice shall remainposted for ten (10) work days. Interested employees must submit applica-tions within ten (10) days of the initial posting. Vacancies will not befilled within this ten (10) day period. The Employer may advertise suchvacancies in any other way simultaneously with this posting.
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Section 10. Spouses/Domestic Partners. Whenever the word spouseis referred to (husband/wife) in this Agreement, it shall also mean domes-tic partnership benefits under the parties’ pension and health careagreement. In addition in accordance with Public Act No. 05-10, the wordspouse shall also mean civil union partner.
Section 11. The use of the word ‘‘he’’ or ‘‘him’’ in this contract shallbe construed in its generic meaning unless otherwise indicated.
Section 13. Inclement Weather. When an employee is late for workdue to inclement weather conditions, the employee shall not be chargedfor such lateness provided that he/she reports such conditions to theEmployer within a reasonable time and arrives at work as soon as possible.This Section shall not apply if the employee fails to report to work.Disputes arising under this Section shall be grievable but not arbitrable.
Section 14. Overpayments. In the event that the Employer determinesthat an employee has been overpaid, the employee will be notified inwriting. Upon request, the Employer will explain how the overpaymentor duplicate payment occurred and discuss a repayment schedule. TheEmployer will arrange to recover such overpayment from the employeeover the same period of time the overpayment was made unless theEmployer and the employee agree to some other arrangement. (For exam-ple, an employee who has been overpaid by $5.00 per pay period for sixmonths shall refund the Employer at the rate of $5.00 per pay period forsix months.)
Section 15. OJE. The Memorandum of Agreement (SCOPE) executedbetween the parties in March of 1994 regarding Connecticut GeneralStatutes section 5-200c is incorporated into this agreement.
Section 16. Clean Air Act. The Memorandum of Agreement executedbetween the parties in October of 1994 regarding P.A. 93-312 is incorpo-rated into this agreement.
ARTICLE 33.
Duration
Section 1. (a) Except as otherwise provided, this Agreement shall beeffective on approval by the General Assembly through June 30, 2022including the contract years listed below. If no Agreement has beenentered into between the parties hereto by the expiration of thisAgreement, then this Agreement shall remain in full force and effect untila new Agreement takes effect subject to the provisions of C.G.S. section5-278a.
Year 1 July 1, 2016 - June 30, 2017Year 2 July 1, 2017 - June 30, 2018Year 3 July 1, 2018 - June 30, 2019Year 4 July 1, 2019 - June 30, 2020Year 5 July 1, 2020 - June 30, 2021Year 6 July 1, 2021 - June 30, 2022
Section 2. Successor Negotiations. Negotiations for a successorAgreement shall commence in August, 2021. The parties may, by mutualagreement, commence negotiations on a different date.
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APPENDIX A
Supersedence
To the extent applicable and necessary, certain provisions of theAgreement supersede pre-existing statutes, as follows:
(1) The waiver of jury service fee by acceptance of regular salary,pursuant to Article 32, (Miscellaneous), Section 2 shall supersede C.G.S.Section 51-247, Compensation of Jurors.
(2) The exclusive deduction of dues for members of the Union underArticle 7 (Union Security and Payroll Deductions), shall be deemed tosupersede the words ‘‘any organization’’ in C.G.S. Section 5-260.
(3) Article 5 (Entire Agreement), Section 2 and Article 30 (Supersed-ence), Section 2 shall be deemed to supersede C.G.S. Section 5-271 (a)and (e) and Section 5-272 (c).
(4) Disciplinary interviews (Article 14, Sec. 6) shall be deemed to super-sede C.G.S. Section 5-271 (a).
(5) Article 8 (Union Rights), Section 7 (b) shall be deemed to supersedeC.G.S. Section 5-154 and Section 5-182.
(6) Article 10, Section 14 shall be deemed to supercede C.G.S. Section1-206 and Section 1-225.
APPENDIX B
Authorized Pay Groups
Section 1. The authorized pay groups for the professional bargainingunit classifications are as follows.
Classification Title Pay GroupAdult Probation Officer Trainee . . . . . . . . . . . . . . . 19Adult Probation Officer I . . . . . . . . . . . . . . . . . . . 24Adult Probation Officer II . . . . . . . . . . . . . . . . . . 27Assistant Administrative Director, State Bar Examining
Committee . . . . . . . . . . . . . . . . . . . . . . . . . . 26Assistant Bar Counsel. . . . . . . . . . . . . . . . . . . . . 31Assistant Chief Probation Officer . . . . . . . . . . . . . . 30Assistant Clerk, JD Trainee . . . . . . . . . . . . . . . . . 24Assistant Clerk, GA/JD . . . . . . . . . . . . . . . . . . . . 26Assistant Family Services Supervisor . . . . . . . . . . . . 30Assistant Juvenile Matters Supervisor . . . . . . . . . . . 30Caseflow Coordinator Trainee . . . . . . . . . . . . . . . . 19Caseflow Coordinator I . . . . . . . . . . . . . . . . . . . . 24Caseflow Coordinator II . . . . . . . . . . . . . . . . . . . 26Chief Probation Officer I . . . . . . . . . . . . . . . . . . . 30Chief Probation Officer II . . . . . . . . . . . . . . . . . . 31Claims Supervisor . . . . . . . . . . . . . . . . . . . . . . . 22Clinical Coordinator. . . . . . . . . . . . . . . . . . . . . . 27Compliance Specialist Trainee . . . . . . . . . . . . . . . . 19Compliance Specialist I . . . . . . . . . . . . . . . . . . . . 24Compliance Specialist II . . . . . . . . . . . . . . . . . . . 27Court Officer, JD . . . . . . . . . . . . . . . . . . . . . . . 26
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Court Services Officer – Juvenile Matters . . . . . . . . . 27Family Relations Counselor Trainee . . . . . . . . . . . . 19Family Relations Counselor I . . . . . . . . . . . . . . . . 24Family Relations Counselor II . . . . . . . . . . . . . . . . 27Family Services Supervisor I . . . . . . . . . . . . . . . . . 30Family Services Supervisor II . . . . . . . . . . . . . . . . 31First Assistant Clerk . . . . . . . . . . . . . . . . . . . . . 31IAR Supervisor I . . . . . . . . . . . . . . . . . . . . . . . . 30IAR Supervisor II . . . . . . . . . . . . . . . . . . . . . . . 31Juvenile Detention Classification and Program Officer . . 25Juvenile Detention Classification and Program Officer
Trainee . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19Juvenile Detention Program and Services Coordinator . . 26Juvenile Matters Supervisor I . . . . . . . . . . . . . . . . 30Juvenile Matters Supervisor II . . . . . . . . . . . . . . . . 31Juvenile Probation Officer Trainee . . . . . . . . . . . . . 19Juvenile Probation Officer I . . . . . . . . . . . . . . . . . 24Juvenile Probation Officer II . . . . . . . . . . . . . . . . . 27Law Librarian I . . . . . . . . . . . . . . . . . . . . . . . . 22Law Librarian II . . . . . . . . . . . . . . . . . . . . . . . . 23Law Librarian Trainee . . . . . . . . . . . . . . . . . . . . 19Lead Adult Probation Officer . . . . . . . . . . . . . . . . 29Lead Family Relation Counselor. . . . . . . . . . . . . . . 29Lead Juvenile Probation Officer . . . . . . . . . . . . . . . 29Lead Support Enforcement Officer . . . . . . . . . . . . . 29Mediation Specialist Trainee . . . . . . . . . . . . . . . . . 19Mediation Specialist I . . . . . . . . . . . . . . . . . . . . . 24Mediation Specialist II . . . . . . . . . . . . . . . . . . . . 27Mitigation Specialist. . . . . . . . . . . . . . . . . . . . . . 28Recovery Specialist . . . . . . . . . . . . . . . . . . . . . . 21Social Worker 1 - Public Defender’s . . . . . . . . . . . . 19Social Worker 2 - Public Defender’s . . . . . . . . . . . . 24Social Worker 3- Public Defender’s . . . . . . . . . . . . . 26Supervising Law Librarian . . . . . . . . . . . . . . . . . . 28Supervising Support Enforcement Officer . . . . . . . . . 29Support Enforcement Officer Trainee . . . . . . . . . . . 19Support Enforcement Officer I . . . . . . . . . . . . . . . 23Support Enforcement Officer II . . . . . . . . . . . . . . . 25Support Enforcement Services Supervisor . . . . . . . . . 31Victim Services Advocate. . . . . . . . . . . . . . . . . . . 24Victim Services Supervisor . . . . . . . . . . . . . . . . . . 26Volunteer Coordinator . . . . . . . . . . . . . . . . . . . . 22
Progressions and annual increments for the Adult Probation Officerseries, the Family Relations Counselor series, and the Juvenile ProbationOfficer series:
Example: Adult Probation Officer seriesAdult Probation Officer Trainee, Pay Group 19-Step 1, may progress to
Adult Probation Officer I, Pay Group 24-Step 1, effective the first day ofthe first full payroll period following the anniversary date.
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Adult Probation Officer I may receive an annual increment (A.I.) toPay Group 24-Step 2, effective the first day of the first full payroll periodfollowing one year as an Adult Probation Officer I. Adult Probation OfficerI may progress to Adult Probation Officer II, Pay Group 27-Step 1, effectivethe first day of the first full payroll period following one year as an AdultProbation Officer I in Pay Group 24-Step 2.
The above described progression shall be the exclusive mechanismfor step placement during the passage from Trainee to Adult ProbationOfficer II.
Adult Probation Officer II with a Pay Group 27-Step 1 effective datebetween April 2 and October 1 shall thereafter have a January A.I. date.
Adult Probation Officer II with a Pay Group 27-Step 1 effective datebetween October 2 and April 1 shall thereafter have a July A.I. date.
All progressions or step increases are subject to the provision of Article12, Performance Appraisal, and provision regarding the General WageIncrease.
Progressions for Caseflow Coordinator, Social Worker (Public Defend-er’s) and Support Enforcement Officer:
Caseflow Coordinator I’s may progress to Caseflow Coordinator II effec-tive the first day of the first full payroll period following two years ofexperience as a Caseflow Coordinator I.
Social Worker 1’s (Public Defender’s) are assigned to Salary Group 19,Social Worker 2’s are assigned to Salary Group 24, and Social Worker 3’sare assigned to Salary Group 26. Progression of Social Workers shall takeplace as follows: under normal circumstances, entry level Social Workerswill be hired at Salary Group 19-1. After completion of two years ofservice, with satisfactory annual performance appraisals, a Social WorkerI will progress to Social Worker 2 in Salary Group 24-step 1 on their nextannual increment date. After completion of four years of service, with asatisfactory performance appraisal, a Social Worker 2 will progress toSocial Worker 3 in Salary Group 26-step 1. Years of service is defined asthe time necessary to qualify for an annual increment and is not meantto be interpreted strictly by time spent in grade. All reclassifications shallbe in lieu of an annual increment, but shall not be dependent on theissuance of an annual increment.
Support Enforcement Officer I’s may progress to Support EnforcementOfficer II effective the first day of the first full payroll period followingtwo years of experience as a Support Enforcement Officer I.
Section 2. Progression. Subject to the provisions of Article 12, Perfor-mance Appraisal, employees shall progress from step to step within apay group, or to the next pay group if specifically provided in thisAgreement. This section shall be deemed to preclude increments in addi-tion to those provided in this Agreement.
Section 3. Those employees who have their probationary periodextended pursuant to Article 11, Section 1(c), shall not progress beyondtheir current pay group and step and shall remain in a trainee status untilthe first full payroll period following two years as a trainee.
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APPENDIX C
Automobile Availability Fee
MEMORANDUM OF AGREEMENT
BetweenTHE STATE OF CT JUDICIAL BRANCH
AndTHE UNION OF PROFESSIONAL JUDICIAL EMPLOYEES, AFT/AFT-CT
Re: Article 17 § 7, Automobile Availability Fee
Whereas, the parties have been negotiating a successor collective bar-gaining agreement since 2016, and
Whereas, the parties know that the potential for further savings andbenefits may be achieved if continued negotiations on unresolved matterscontinue, and
Whereas, the parties, in order to continue negotiating a settlement to anunresolved matter associated with Article 17 § 7 (Automobile AvailabilityFee), agree to the following:
1) The parties shall form an Automobile Availability Fee AdvisoryCommittee (AAFAC) comprised of equal numbers of labor and man-agement representatives (not to exceed five members on each side).
2) The purpose of the AAFAC is to review the policies, practicesand payments of Article 17 § 7 fees and mileage paid to JudicialBranch employees.
3) The goal of the AAFAC is to find costs savings for the JudicialBranch and additional options (for example, but no limited to, accessto pool cars, etc.), for employees within the scope of Article 17 § 7and mileage payments.
4) The AAFAC will meet monthly beginning in August of 2017.Failure to meet in any one month will mean the cancelled or post-poned meeting will be rescheduled for the next. The AAFAC willmeet at least 10 times between August 2017 - June 2018. Laborrepresentatives on the AAFAC shall be permitted leave for all meet-ings and caucuses in accordance with the practice established duringthe most recent round of contract negotiations.
5) If an agreement is reached between the parties, it shall bereduced to writing and incorporated into the collective bargainingagreement.
6) If an agreement cannot be reached between the parties, theissue of Article 17 § 7 Automobile Availability Fee payments shallbe arbitrated in accordance with Article 10 § 11.
7) Either party may request information from the other to facilitatediscussions, negotiations and arbitration. Information requestedmust be made available within two weeks of the request. Extensionson this time line may be requested, but under no circumstancesshall complying with an information request be delayed longer thanfour weeks.
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8) At the time of this agreement, the practice between the partiesis that if a particular job description indicates that a personal vehiclemust be available for daily use or if the practice within a job class hasestablishes payment of the Automobile Availability Fee and mileage,then these payments will continue to be made to all impacted employ-ees until such time as an agreement has been reached or an arbitra-tion award is issued.
9) This agreement shall be attached as an appendix to the mostrecently negotiated collective bargaining agreement.
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APPENDIX D
On Call/Standby Pay
MEMORANDUM OF AGREEMENT
BetweenTHE STATE OF CT JUDICIAL BRANCH
AndTHE UNION OF PROFESSIONAL JUDICIAL EMPLOYEES, AFT/AFT-CT
Re: Article 17 § 8, On Call/Standby Pay
Whereas, the parties have been negotiating a successor collective bar-gaining agreement since 2016, andWhereas, the parties know that the potential for further savings andbenefits may be achieved if continued negotiations on unresolved matterscontinue, andWhereas, the parties, in order to continue negotiating a settlement to anunresolved matter associated with Article 17 § 8 (On Call/Standby Pay),agree to the following:
1) The parties shall form an On Call/Standby Pay Advisory Committee(ONSPAC) comprised of equal numbers of labor and managementrepresentatives (not to exceed five members on each side).2) The purpose of the ONSPAC is to review the policies, practicesand payments of Article 17 § 8 On Call/Standby Pay to JudicialBranch employees.3) The goal of the ONSPAC is to find costs savings for the JudicialBranch and additional options for employees within the scope ofArticle 17 § 8, Article 20 (Compensatory Time Off) and the GPSMonitoring MOA dated 12/2009.4) At the time of this agreement, 139 members of this bargainingunit receive On Call/Standby Pay consistent with Article 17 § 8. Fromthe date of this agreement, until an agreement is reached or impassedeclared (arbitration), the Judicial Branch shall keep at least 139bargaining unit members (JPE/AFT) in the On Call/Standby status.Such members shall receive all rights and benefits afforded such astatus consistent with past practice and dealings between the parties.Any reduction to the 139 personnel must be mutually agreed uponby both parties.5) The ONSPAC will meet monthly beginning in August of 2017.Failure to meet in any one month will mean the cancelled or post-poned meeting will be rescheduled for the next. The ONSPAC willmeet at least 10 times between August 2017 - June 2018. Laborrepresentatives on the ONSPAC shall be permitted leave for allmeetings and caucuses in accordance with the practice establishedduring the most recent round of contract negotiations.6) If an agreement is reached between the parties, it shall be reducedto writing and incorporated into the collective bargaining agreement.
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7) If an agreement cannot be reached between the parties, the issueof Article 17 § 8 On Call/Standby Pay and the associated issues shallbe arbitrated in accordance with Article 10 § 11.8) Either party may request information from the other to facilitatediscussions, negotiations and arbitration. Information requestedmust be made available within two weeks of the request. Extensionson this time line may be requested, but under no circumstancesshall complying with an information request be delayed longer thanfour weeks.9) This agreement shall be attached as an appendix to the mostrecently negotiated collective bargaining agreement.
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MEMORANDUM OF AGREEMENT
BetweenTHE STATE OF CT JUDICIAL BRANCH
AndTHE UNION OF PROFESSIONAL JUDICIAL EMPLOYEES
AFT/AFT-CT, AFL-CIO
RE: STIPEND FOR ADULT PROBATION OFFICERS WITH CLIENTS ONGPS MONITORING
In full and final resolution of the above-mentioned matter, the partiesagree to the following:
1. Effective July 1, 2009 Adult Probation Officers with clients on GPSmonitoring will be paid $25 for each weekend worked, in additionto the On Call/Standby Pay provided in Article 17, Section 8, inrecognition of the additional work required on weekends/holidays asoutlined in CSSD’s Interim Protocol for GPS Supervision & ReportingInstructions dated 9/25/08.2. Payments will be made on a quarterly basis (January-March, April- June, July - September, October - December).3. APO’s receiving the $25 stipend will also be eligible for compensa-tory time for hours actually worked on weekends/holidays relatedto supervision of clients on GPS monitoring.4. APO’s receiving this stipend will be eligible for compensationunder Article 23 (Holidays), Section 2, for hours actually worked onpremium holidays related to supervision of clients on GPS moni-toring.5. Payment of the $25 stipend will end when the additional workrequirements outlined in Interim Protocol for GPS Supervision &Reporting dated 9/25/08 are eliminated.6. The Union agrees to withdraw the institutional grievance (#42-10-20) filed on 10/2/08 on this issue.7. This agreement is specific to this matter, is with prejudice andwithout precedent in any other matters.
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Includes 3.50% Increase
GRP PER STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 AI
------------------------------------------------------------------------------------------------------------------------------------
07 ANN 33,616.00 34,393.00 35,170.00 35,947.00 36,724.00 37,501.00 38,278.00 39,055.00 777
BIW 1,287.97 1,317.74 1,347.51 1,377.28 1,407.05 1,436.82 1,466.60 1,496.37
DLY 128.80 131.78 134.76 137.73 140.71 143.69 146.66 149.64
HLY 16.0996 16.4718 16.8439 17.2160 17.5881 17.9603 18.3325 18.7046
08 ANN 35,773.00 36,791.00 37,809.00 38,827.00 39,845.00 40,863.00 41,881.00 42,899.00 1,018
BIW 1,370.62 1,409.62 1,448.63 1,487.63 1,526.63 1,565.64 1,604.64 1,643.64
DLY 137.07 140.97 144.87 148.77 152.67 156.57 160.47 164.37
HLY 17.1328 17.6203 18.1079 18.5954 19.0829 19.5705 20.0580 20.5455
09 ANN 36,726.00 37,815.00 38,904.00 39,993.00 41,082.00 42,171.00 43,260.00 44,349.00 1,089
BIW 1,407.13 1,448.86 1,490.58 1,532.30 1,574.03 1,615.75 1,657.48 1,699.20
DLY 140.72 144.89 149.06 153.23 157.41 161.58 165.75 169.92
HLY 17.5891 18.1108 18.6323 19.1538 19.6754 20.1969 20.7185 21.2400
10 ANN 37,753.00 38,932.00 40,111.00 41,290.00 42,469.00 43,648.00 44,827.00 46,006.00 1,179
BIW 1,446.48 1,491.65 1,536.82 1,582.00 1,627.17 1,672.34 1,717.51 1,762.69
DLY 144.65 149.17 153.69 158.20 162.72 167.24 171.76 176.27
HLY 18.0810 18.6456 19.2103 19.7750 20.3396 20.9043 21.4689 22.0336
11 ANN 39,296.00 40,517.00 41,738.00 42,959.00 44,180.00 45,401.00 46,622.00 47,843.00 1,221
BIW 1,505.60 1,552.38 1,599.16 1,645.94 1,692.73 1,739.51 1,786.29 1,833.07
DLY 150.56 155.24 159.92 164.60 169.28 173.96 178.63 183.31
HLY 18.8200 19.4048 19.9895 20.5743 21.1591 21.7439 22.3286 22.9134
12 ANN 40,557.00 41,826.00 43,095.00 44,364.00 45,633.00 46,902.00 48,171.00 49,440.00 1,269
BIW 1,553.91 1,602.53 1,651.15 1,699.78 1,748.40 1,797.02 1,845.64 1,894.26
DLY 155.40 160.26 165.12 169.98 174.84 179.71 184.57 189.43
HLY 19.4239 20.0316 20.6394 21.2473 21.8550 22.4628 23.0705 23.6783
13 ANN 42,823.00 44,406.00 45,989.00 47,572.00 49,155.00 50,738.00 52,321.00 53,904.00 1,583
BIW 1,640.73 1,701.38 1,762.04 1,822.69 1,883.34 1,943.99 2,004.64 2,065.29
DLY 164.08 170.14 176.21 182.27 188.34 194.40 200.47 206.53
HLY 20.5091 21.2673 22.0255 22.7836 23.5418 24.2999 25.0580 25.8161
14 ANN 44,747.00 46,398.00 48,049.00 49,700.00 51,351.00 53,002.00 54,653.00 56,304.00 1,651
BIW 1,714.45 1,777.71 1,840.96 1,904.22 1,967.48 2,030.73 2,093.99 2,157.25
DLY 171.45 177.78 184.10 190.43 196.75 203.08 209.40 215.73
HLY 21.4306 22.2214 23.0120 23.8028 24.5935 25.3841 26.1749 26.9656
APP
EN
DIX
EJU
DIC
IAL
PR
OFE
SSIO
NA
L E
MPL
OY
EE
S40
.00
HO
UR
WE
EK
EFF
EC
TIV
E J
UN
E 2
1, 2
019
50
Includes 3.50% Increase
GRP PER STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 AI
------------------------------------------------------------------------------------------------------------------------------------
15 ANN 46,772.00 48,478.00 50,184.00 51,890.00 53,596.00 55,302.00 57,008.00 58,714.00 1,706
BIW 1,792.04 1,857.40 1,922.76 1,988.13 2,053.49 2,118.86 2,184.22 2,249.58
DLY 179.21 185.74 192.28 198.82 205.35 211.89 218.43 224.96
HLY 22.4005 23.2175 24.0345 24.8516 25.6686 26.4858 27.3028 28.1198
16 ANN 49,031.00 50,807.00 52,583.00 54,359.00 56,135.00 57,911.00 59,687.00 61,463.00 1,776
BIW 1,878.59 1,946.63 2,014.68 2,082.73 2,150.77 2,218.82 2,286.86 2,354.91
DLY 187.86 194.67 201.47 208.28 215.08 221.89 228.69 235.50
HLY 23.4824 24.3329 25.1835 26.0341 26.8846 27.7353 28.5858 29.4364
17 ANN 51,458.00 53,276.00 55,094.00 56,912.00 58,730.00 60,548.00 62,366.00 64,184.00 1,818
BIW 1,971.58 2,041.23 2,110.89 2,180.54 2,250.20 2,319.85 2,389.51 2,459.16
DLY 197.16 204.13 211.09 218.06 225.02 231.99 238.96 245.92
HLY 24.6448 25.5154 26.3861 27.2568 28.1275 28.9981 29.8689 30.7395
18 ANN 54,048.00 55,915.00 57,782.00 59,649.00 61,516.00 63,383.00 65,250.00 67,117.00 1,867
BIW 2,070.81 2,142.34 2,213.87 2,285.41 2,356.94 2,428.47 2,500.00 2,571.54
DLY 207.09 214.24 221.39 228.55 235.70 242.85 250.00 257.16
HLY 25.8851 26.7793 27.6734 28.5676 29.4618 30.3559 31.2500 32.1443
19 ANN 56,717.00 58,633.00 60,549.00 62,465.00 64,381.00 66,297.00 68,213.00 70,129.00 1,916
BIW 2,173.07 2,246.48 2,319.89 2,393.30 2,466.71 2,540.12 2,613.53 2,686.94
DLY 217.31 224.65 231.99 239.33 246.68 254.02 261.36 268.70
HLY 27.1634 28.0810 28.9986 29.9163 30.8339 31.7515 32.6691 33.5868
20 ANN 59,601.00 61,570.00 63,539.00 65,508.00 67,477.00 69,446.00 71,415.00 73,384.00 1,969
BIW 2,283.57 2,359.01 2,434.45 2,509.89 2,585.33 2,660.77 2,736.21 2,811.65
DLY 228.36 235.91 243.45 250.99 258.54 266.08 273.63 281.17
HLY 28.5446 29.4876 30.4306 31.3736 32.3166 33.2596 34.2026 35.1456
21 ANN 62,548.00 64,566.00 66,584.00 68,602.00 70,620.00 72,638.00 74,656.00 76,674.00 2,018
BIW 2,396.48 2,473.80 2,551.12 2,628.43 2,705.75 2,783.07 2,860.39 2,937.71
DLY 239.65 247.38 255.12 262.85 270.58 278.31 286.04 293.78
HLY 29.9560 30.9225 31.8890 32.8554 33.8219 34.7884 35.7549 36.7214
22 ANN 64,253.00 66,641.00 69,029.00 71,417.00 73,805.00 76,193.00 78,581.00 80,969.00 2,388
BIW 2,461.81 2,553.30 2,644.79 2,736.29 2,827.78 2,919.28 3,010.77 3,102.27
DLY 246.19 255.33 264.48 273.63 282.78 291.93 301.08 310.23
HLY 30.7726 31.9163 33.0599 34.2036 35.3473 36.4910 37.6346 38.7784
APP
EN
DIX
EJU
DIC
IAL
PR
OFE
SSIO
NA
L E
MPL
OY
EE
S40
.00
HO
UR
WE
EK
EFF
EC
TIV
E J
UN
E 2
1, 2
019
51
Includes 3.50% Increase
GRP PER STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 AI
------------------------------------------------------------------------------------------------------------------------------------
23 ANN 67,293.00 69,791.00 72,289.00 74,787.00 77,285.00 79,783.00 82,281.00 84,779.00 2,498
BIW 2,578.28 2,673.99 2,769.70 2,865.41 2,961.12 3,056.82 3,152.53 3,248.24
DLY 257.83 267.40 276.97 286.55 296.12 305.69 315.26 324.83
HLY 32.2285 33.4249 34.6213 35.8176 37.0140 38.2103 39.4066 40.6030
24 ANN 70,543.00 73,170.00 75,797.00 78,424.00 81,051.00 83,678.00 86,305.00 88,932.00 2,627
BIW 2,702.80 2,803.45 2,904.10 3,004.76 3,105.41 3,206.06 3,306.71 3,407.36
DLY 270.28 280.35 290.41 300.48 310.55 320.61 330.68 340.74
HLY 33.7850 35.0431 36.3013 37.5595 38.8176 40.0758 41.3339 42.5920
25 ANN 73,987.00 76,744.00 79,501.00 82,258.00 85,015.00 87,772.00 90,529.00 93,286.00 2,757
BIW 2,834.76 2,940.39 3,046.02 3,151.65 3,257.28 3,362.92 3,468.55 3,574.18
DLY 283.48 294.04 304.61 315.17 325.73 336.30 346.86 357.42
HLY 35.4345 36.7549 38.0753 39.3956 40.7160 42.0365 43.3569 44.6773
26 ANN 77,623.00 80,510.00 83,397.00 86,284.00 89,171.00 92,058.00 94,945.00 97,832.00 2,887
BIW 2,974.07 3,084.68 3,195.29 3,305.91 3,416.52 3,527.13 3,637.74 3,748.36
DLY 297.41 308.47 319.53 330.60 341.66 352.72 363.78 374.84
HLY 37.1759 38.5585 39.9411 41.3239 42.7065 44.0891 45.4718 46.8545
27 ANN 81,484.00 84,510.00 87,536.00 90,562.00 93,588.00 96,614.00 99,640.00 102,666.00 3,026
BIW 3,122.00 3,237.94 3,353.87 3,469.81 3,585.75 3,701.69 3,817.63 3,933.57
DLY 312.20 323.80 335.39 346.99 358.58 370.17 381.77 393.36
HLY 39.0250 40.4743 41.9234 43.3726 44.8219 46.2711 47.7204 49.1696
28 ANN 85,794.00 88,921.00 92,048.00 95,175.00 98,302.00 101,429.00 104,556.00 107,683.00 3,127
BIW 3,287.13 3,406.94 3,526.75 3,646.56 3,766.37 3,886.17 4,005.98 4,125.79
DLY 328.72 340.70 352.68 364.66 376.64 388.62 400.60 412.58
HLY 41.0891 42.5868 44.0844 45.5820 47.0796 48.5771 50.0748 51.5724
29 ANN 86,657.00 90,101.00 93,545.00 96,989.00 100,433.00 103,877.00 107,321.00 110,765.00 3,444
BIW 3,320.20 3,452.15 3,584.10 3,716.06 3,848.01 3,979.97 4,111.92 4,243.87
DLY 332.02 345.22 358.41 371.61 384.81 398.00 411.20 424.39
HLY 41.5025 43.1519 44.8013 46.4508 48.1001 49.7496 51.3990 53.0484
30 ANN 90,284.00 93,825.00 97,366.00 100,907.00 104,448.00 107,989.00 111,530.00 115,071.00 3,541
BIW 3,459.16 3,594.83 3,730.50 3,866.17 4,001.84 4,137.51 4,273.19 4,408.86
DLY 345.92 359.49 373.05 386.62 400.19 413.76 427.32 440.89
HLY 43.2395 44.9354 46.6313 48.3271 50.0230 51.7189 53.4149 55.1108
APP
EN
DIX
EJU
DIC
IAL
PR
OFE
SSIO
NA
L E
MPL
OY
EE
S40
.00
HO
UR
WE
EK
EFF
EC
TIV
E J
UN
E 2
1, 2
019
52
Includes 3.50% Increase
GRP PER STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 AI
------------------------------------------------------------------------------------------------------------------------------------
31 ANN 94,089.00 97,729.00 101,369.00 105,009.00 108,649.00 112,289.00 115,929.00 119,569.00 3,640
BIW 3,604.95 3,744.41 3,883.87 4,023.34 4,162.80 4,302.27 4,441.73 4,581.19
DLY 360.50 374.45 388.39 402.34 416.28 430.23 444.18 458.12
HLY 45.0619 46.8051 48.5484 50.2918 52.0350 53.7784 55.5216 57.2649
32 ANN 98,016.00 101,764.00 105,512.00 109,260.00 113,008.00 116,756.00 120,504.00 124,252.00 3,748
BIW 3,755.41 3,899.01 4,042.61 4,186.21 4,329.81 4,473.41 4,617.02 4,760.62
DLY 375.55 389.91 404.27 418.63 432.99 447.35 461.71 476.07
HLY 46.9426 48.7376 50.5326 52.3276 54.1226 55.9176 57.7128 59.5078
33 ANN 102,131.00 105,974.00 109,817.00 113,660.00 117,503.00 121,346.00 125,189.00 129,032.00 3,843
BIW 3,913.07 4,060.31 4,207.55 4,354.79 4,502.04 4,649.28 4,796.52 4,943.76
DLY 391.31 406.04 420.76 435.48 450.21 464.93 479.66 494.38
HLY 48.9134 50.7539 52.5944 54.4349 56.2755 58.1160 59.9565 61.7970
34 ANN 106,496.00 110,447.00 114,398.00 118,349.00 122,300.00 126,251.00 130,202.00 134,153.00 3,951
BIW 4,080.31 4,231.69 4,383.07 4,534.45 4,685.83 4,837.21 4,988.59 5,139.97
DLY 408.04 423.17 438.31 453.45 468.59 483.73 498.86 514.00
HLY 51.0039 52.8961 54.7884 56.6806 58.5729 60.4651 62.3574 64.2496
35 ANN 111,043.00 115,097.00 119,151.00 123,205.00 127,259.00 131,313.00 135,367.00 139,421.00 4,054
BIW 4,254.53 4,409.85 4,565.18 4,720.50 4,875.83 5,031.15 5,186.48 5,341.81
DLY 425.46 440.99 456.52 472.05 487.59 503.12 518.65 534.19
HLY 53.1816 55.1231 57.0648 59.0063 60.9479 62.8894 64.8310 66.7726
36 ANN 115,823.00 119,980.00 124,137.00 128,294.00 132,451.00 136,608.00 140,765.00 144,922.00 4,157
BIW 4,437.67 4,596.94 4,756.21 4,915.48 5,074.76 5,234.03 5,393.30 5,552.57
DLY 443.77 459.70 475.63 491.55 507.48 523.41 539.33 555.26
HLY 55.4709 57.4618 59.4526 61.4435 63.4345 65.4254 67.4163 69.4071
37 ANN 120,806.00 125,079.00 129,352.00 133,625.00 137,898.00 142,171.00 146,444.00 150,717.00 4,273
BIW 4,628.59 4,792.30 4,956.02 5,119.74 5,283.45 5,447.17 5,610.89 5,774.60
DLY 462.86 479.23 495.61 511.98 528.35 544.72 561.09 577.46
HLY 57.8574 59.9038 61.9503 63.9968 66.0431 68.0896 70.1361 72.1825
38 ANN 125,965.00 130,334.00 134,703.00 139,072.00 143,441.00 147,810.00 152,179.00 156,548.00 4,369
BIW 4,826.25 4,993.64 5,161.04 5,328.43 5,495.83 5,663.22 5,830.62 5,998.01
DLY 482.63 499.37 516.11 532.85 549.59 566.33 583.07 599.81
HLY 60.3281 62.4205 64.5130 66.6054 68.6979 70.7903 72.8828 74.9751
APP
EN
DIX
EJU
DIC
IAL
PR
OFE
SSIO
NA
L E
MPL
OY
EE
S40
.00
HO
UR
WE
EK
EFF
EC
TIV
E J
UN
E 2
1, 2
019
53
Includes 3.50% Increase
GRP PER STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 AI
------------------------------------------------------------------------------------------------------------------------------------
39 ANN 131,367.00 135,838.00 140,309.00 144,780.00 149,251.00 153,722.00 158,193.00 162,664.00 4,471
BIW 5,033.22 5,204.53 5,375.83 5,547.13 5,718.43 5,889.74 6,061.04 6,232.34
DLY 503.33 520.46 537.59 554.72 571.85 588.98 606.11 623.24
HLY 62.9153 65.0566 67.1979 69.3391 71.4804 73.6218 75.7630 77.9043
40 ANN 137,017.00 141,577.00 146,137.00 150,697.00 155,257.00 159,817.00 164,377.00 168,937.00 4,560
BIW 5,249.70 5,424.41 5,599.12 5,773.84 5,948.55 6,123.26 6,297.97 6,472.69
DLY 524.97 542.45 559.92 577.39 594.86 612.33 629.80 647.27
HLY 65.6213 67.8051 69.9890 72.1730 74.3569 76.5408 78.7246 80.9086
APP
EN
DIX
EJU
DIC
IAL
PR
OFE
SSIO
NA
L E
MPL
OY
EE
S40
.00
HO
UR
WE
EK
EFF
EC
TIV
E J
UN
E 2
1, 2
019
54
Includes 3.50% Increase
GRP PER STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 AI
------------------------------------------------------------------------------------------------------------------------------------
07 ANN 34,793.00 35,598.00 36,403.00 37,208.00 38,013.00 38,818.00 39,623.00 40,428.00 805
BIW 1,333.07 1,363.91 1,394.76 1,425.60 1,456.44 1,487.28 1,518.13 1,548.97
DLY 133.31 136.40 139.48 142.56 145.65 148.73 151.82 154.90
HLY 16.6634 17.0489 17.4345 17.8200 18.2055 18.5910 18.9766 19.3621
08 ANN 37,026.00 38,080.00 39,134.00 40,188.00 41,242.00 42,296.00 43,350.00 44,404.00 1,054
BIW 1,418.63 1,459.01 1,499.39 1,539.78 1,580.16 1,620.54 1,660.92 1,701.31
DLY 141.87 145.91 149.94 153.98 158.02 162.06 166.10 170.14
HLY 17.7329 18.2376 18.7424 19.2473 19.7520 20.2568 20.7615 21.2664
09 ANN 38,012.00 39,140.00 40,268.00 41,396.00 42,524.00 43,652.00 44,780.00 45,908.00 1,128
BIW 1,456.40 1,499.62 1,542.84 1,586.06 1,629.28 1,672.50 1,715.71 1,758.93
DLY 145.64 149.97 154.29 158.61 162.93 167.25 171.58 175.90
HLY 18.2050 18.7453 19.2855 19.8258 20.3660 20.9063 21.4464 21.9866
10 ANN 39,075.00 40,296.00 41,517.00 42,738.00 43,959.00 45,180.00 46,401.00 47,622.00 1,221
BIW 1,497.13 1,543.91 1,590.69 1,637.48 1,684.26 1,731.04 1,777.82 1,824.60
DLY 149.72 154.40 159.07 163.75 168.43 173.11 177.79 182.46
HLY 18.7141 19.2989 19.8836 20.4685 21.0533 21.6380 22.2228 22.8075
11 ANN 40,672.00 41,936.00 43,200.00 44,464.00 45,728.00 46,992.00 48,256.00 49,520.00 1,264
BIW 1,558.32 1,606.75 1,655.18 1,703.61 1,752.04 1,800.46 1,848.89 1,897.32
DLY 155.84 160.68 165.52 170.37 175.21 180.05 184.89 189.74
HLY 19.4790 20.0844 20.6898 21.2951 21.9005 22.5058 23.1111 23.7165
12 ANN 41,977.00 43,291.00 44,605.00 45,919.00 47,233.00 48,547.00 49,861.00 51,175.00 1,314
BIW 1,608.32 1,658.66 1,709.01 1,759.35 1,809.70 1,860.04 1,910.39 1,960.73
DLY 160.84 165.87 170.91 175.94 180.97 186.01 191.04 196.08
HLY 20.1040 20.7333 21.3626 21.9919 22.6213 23.2505 23.8799 24.5091
13 ANN 44,322.00 45,961.00 47,600.00 49,239.00 50,878.00 52,517.00 54,156.00 55,795.00 1,639
BIW 1,698.17 1,760.96 1,823.76 1,886.56 1,949.35 2,012.15 2,074.95 2,137.74
DLY 169.82 176.10 182.38 188.66 194.94 201.22 207.50 213.78
HLY 21.2271 22.0120 22.7970 23.5820 24.3669 25.1519 25.9369 26.7218
14 ANN 46,314.00 48,023.00 49,732.00 51,441.00 53,150.00 54,859.00 56,568.00 58,277.00 1,709
BIW 1,774.49 1,839.97 1,905.45 1,970.92 2,036.40 2,101.88 2,167.36 2,232.84
DLY 177.45 184.00 190.55 197.10 203.64 210.19 216.74 223.29
HLY 22.1811 22.9996 23.8181 24.6365 25.4550 26.2735 27.0920 27.9105
APP
EN
DIX
FJU
DIC
IAL
PR
OFE
SSIO
NA
L E
MPL
OY
EE
S40
.00
HO
UR
WE
EK
EFF
EC
TIV
E J
UN
E 1
9, 2
020
55
Includes 3.50% Increase
GRP PER STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 AI
------------------------------------------------------------------------------------------------------------------------------------
15 ANN 48,410.00 50,176.00 51,942.00 53,708.00 55,474.00 57,240.00 59,006.00 60,772.00 1,766
BIW 1,854.79 1,922.46 1,990.12 2,057.78 2,125.45 2,193.11 2,260.77 2,328.43
DLY 185.48 192.25 199.02 205.78 212.55 219.32 226.08 232.85
HLY 23.1849 24.0308 24.8765 25.7223 26.5681 27.4139 28.2596 29.1054
16 ANN 50,748.00 52,587.00 54,426.00 56,265.00 58,104.00 59,943.00 61,782.00 63,621.00 1,839
BIW 1,944.37 2,014.83 2,085.29 2,155.75 2,226.21 2,296.67 2,367.13 2,437.59
DLY 194.44 201.49 208.53 215.58 222.63 229.67 236.72 243.76
HLY 24.3046 25.1854 26.0661 26.9469 27.8276 28.7084 29.5891 30.4699
17 ANN 53,260.00 55,142.00 57,024.00 58,906.00 60,788.00 62,670.00 64,552.00 66,434.00 1,882
BIW 2,040.62 2,112.73 2,184.83 2,256.94 2,329.05 2,401.15 2,473.26 2,545.37
DLY 204.07 211.28 218.49 225.70 232.91 240.12 247.33 254.54
HLY 25.5078 26.4091 27.3104 28.2118 29.1131 30.0144 30.9158 31.8171
18 ANN 55,940.00 57,873.00 59,806.00 61,739.00 63,672.00 65,605.00 67,538.00 69,471.00 1,933
BIW 2,143.30 2,217.36 2,291.42 2,365.48 2,439.55 2,513.61 2,587.67 2,661.73
DLY 214.33 221.74 229.15 236.55 243.96 251.37 258.77 266.18
HLY 26.7913 27.7170 28.6428 29.5685 30.4944 31.4201 32.3459 33.2716
19 ANN 58,703.00 60,687.00 62,671.00 64,655.00 66,639.00 68,623.00 70,607.00 72,591.00 1,984
BIW 2,249.16 2,325.18 2,401.19 2,477.21 2,553.22 2,629.24 2,705.25 2,781.27
DLY 224.92 232.52 240.12 247.73 255.33 262.93 270.53 278.13
HLY 28.1145 29.0648 30.0149 30.9651 31.9153 32.8655 33.8156 34.7659
20 ANN 61,688.00 63,726.00 65,764.00 67,802.00 69,840.00 71,878.00 73,916.00 75,954.00 2,038
BIW 2,363.53 2,441.61 2,519.70 2,597.78 2,675.87 2,753.95 2,832.04 2,910.12
DLY 236.36 244.17 251.97 259.78 267.59 275.40 283.21 291.02
HLY 29.5441 30.5201 31.4963 32.4723 33.4484 34.4244 35.4005 36.3765
21 ANN 64,738.00 66,827.00 68,916.00 71,005.00 73,094.00 75,183.00 77,272.00 79,361.00 2,089
BIW 2,480.39 2,560.43 2,640.46 2,720.50 2,800.54 2,880.58 2,960.62 3,040.66
DLY 248.04 256.05 264.05 272.05 280.06 288.06 296.07 304.07
HLY 31.0049 32.0054 33.0058 34.0063 35.0068 36.0073 37.0078 38.0083
22 ANN 66,502.00 68,974.00 71,446.00 73,918.00 76,390.00 78,862.00 81,334.00 83,806.00 2,472
BIW 2,547.97 2,642.69 2,737.40 2,832.11 2,926.82 3,021.54 3,116.25 3,210.96
DLY 254.80 264.27 273.74 283.22 292.69 302.16 311.63 321.10
HLY 31.8496 33.0336 34.2175 35.4014 36.5853 37.7693 38.9531 40.1370
APP
EN
DIX
FJU
DIC
IAL
PR
OFE
SSIO
NA
L E
MPL
OY
EE
S40
.00
HO
UR
WE
EK
EFF
EC
TIV
E J
UN
E 1
9, 2
020
56
Includes 3.50% Increase
GRP PER STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 AI
------------------------------------------------------------------------------------------------------------------------------------
23 ANN 69,649.00 72,235.00 74,821.00 77,407.00 79,993.00 82,579.00 85,165.00 87,751.00 2,586
BIW 2,668.55 2,767.63 2,866.71 2,965.79 3,064.87 3,163.95 3,263.03 3,362.11
DLY 266.86 276.77 286.68 296.58 306.49 316.40 326.31 336.22
HLY 33.3569 34.5954 35.8339 37.0724 38.3109 39.5494 40.7879 42.0264
24 ANN 73,012.00 75,731.00 78,450.00 81,169.00 83,888.00 86,607.00 89,326.00 92,045.00 2,719
BIW 2,797.40 2,901.58 3,005.75 3,109.93 3,214.10 3,318.28 3,422.46 3,526.63
DLY 279.74 290.16 300.58 311.00 321.41 331.83 342.25 352.67
HLY 34.9675 36.2698 37.5719 38.8741 40.1763 41.4785 42.7808 44.0829
25 ANN 76,577.00 79,431.00 82,285.00 85,139.00 87,993.00 90,847.00 93,701.00 96,555.00 2,854
BIW 2,933.99 3,043.34 3,152.69 3,262.04 3,371.38 3,480.73 3,590.08 3,699.43
DLY 293.40 304.34 315.27 326.21 337.14 348.08 359.01 369.95
HLY 36.6749 38.0418 39.4086 40.7755 42.1423 43.5091 44.8760 46.2429
26 ANN 80,340.00 83,329.00 86,318.00 89,307.00 92,296.00 95,285.00 98,274.00 101,263.00 2,989
BIW 3,078.17 3,192.69 3,307.21 3,421.73 3,536.25 3,650.77 3,765.29 3,879.81
DLY 307.82 319.27 330.73 342.18 353.63 365.08 376.53 387.99
HLY 38.4771 39.9086 41.3401 42.7716 44.2031 45.6346 47.0661 48.4976
27 ANN 84,336.00 87,468.00 90,600.00 93,732.00 96,864.00 99,996.00 103,128.00 106,260.00 3,132
BIW 3,231.27 3,351.27 3,471.27 3,591.27 3,711.27 3,831.27 3,951.27 4,071.27
DLY 323.13 335.13 347.13 359.13 371.13 383.13 395.13 407.13
HLY 40.3909 41.8909 43.3909 44.8909 46.3909 47.8909 49.3909 50.8909
28 ANN 88,797.00 92,034.00 95,271.00 98,508.00 101,745.00 104,982.00 108,219.00 111,456.00 3,237
BIW 3,402.19 3,526.21 3,650.23 3,774.26 3,898.28 4,022.30 4,146.33 4,270.35
DLY 340.22 352.63 365.03 377.43 389.83 402.23 414.64 427.04
HLY 42.5274 44.0776 45.6279 47.1783 48.7285 50.2788 51.8291 53.3794
29 ANN 89,690.00 93,255.00 96,820.00 100,385.00 103,950.00 107,515.00 111,080.00 114,645.00 3,565
BIW 3,436.40 3,572.99 3,709.58 3,846.17 3,982.76 4,119.35 4,255.94 4,392.53
DLY 343.64 357.30 370.96 384.62 398.28 411.94 425.60 439.26
HLY 42.9550 44.6624 46.3698 48.0771 49.7845 51.4919 53.1993 54.9066
30 ANN 93,444.00 97,109.00 100,774.00 104,439.00 108,104.00 111,769.00 115,434.00 119,099.00 3,665
BIW 3,580.23 3,720.66 3,861.08 4,001.50 4,141.92 4,282.34 4,422.76 4,563.19
DLY 358.03 372.07 386.11 400.15 414.20 428.24 442.28 456.32
HLY 44.7529 46.5083 48.2635 50.0188 51.7740 53.5293 55.2845 57.0399
APP
EN
DIX
FJU
DIC
IAL
PR
OFE
SSIO
NA
L E
MPL
OY
EE
S40
.00
HO
UR
WE
EK
EFF
EC
TIV
E J
UN
E 1
9, 2
020
57
Includes 3.50% Increase
GRP PER STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 AI
------------------------------------------------------------------------------------------------------------------------------------
31 ANN 97,383.00 101,151.00 104,919.00 108,687.00 112,455.00 116,223.00 119,991.00 123,759.00 3,768
BIW 3,731.15 3,875.52 4,019.89 4,164.26 4,308.63 4,452.99 4,597.36 4,741.73
DLY 373.12 387.56 401.99 416.43 430.87 445.30 459.74 474.18
HLY 46.6394 48.4440 50.2486 52.0533 53.8579 55.6624 57.4670 59.2716
32 ANN 101,447.00 105,327.00 109,207.00 113,087.00 116,967.00 120,847.00 124,727.00 128,607.00 3,880
BIW 3,886.86 4,035.52 4,184.18 4,332.84 4,481.50 4,630.16 4,778.82 4,927.48
DLY 388.69 403.56 418.42 433.29 448.15 463.02 477.89 492.75
HLY 48.5858 50.4440 52.3023 54.1605 56.0188 57.8770 59.7353 61.5935
33 ANN 105,706.00 109,684.00 113,662.00 117,640.00 121,618.00 125,596.00 129,574.00 133,552.00 3,978
BIW 4,050.04 4,202.46 4,354.87 4,507.28 4,659.70 4,812.11 4,964.53 5,116.94
DLY 405.01 420.25 435.49 450.73 465.97 481.22 496.46 511.70
HLY 50.6255 52.5308 54.4359 56.3410 58.2463 60.1514 62.0566 63.9618
34 ANN 110,224.00 114,314.00 118,404.00 122,494.00 126,584.00 130,674.00 134,764.00 138,854.00 4,090
BIW 4,223.15 4,379.85 4,536.56 4,693.26 4,849.97 5,006.67 5,163.38 5,320.08
DLY 422.32 437.99 453.66 469.33 485.00 500.67 516.34 532.01
HLY 52.7894 54.7481 56.7070 58.6658 60.6246 62.5834 64.5423 66.5010
35 ANN 114,930.00 119,126.00 123,322.00 127,518.00 131,714.00 135,910.00 140,106.00 144,302.00 4,196
BIW 4,403.45 4,564.22 4,724.99 4,885.75 5,046.52 5,207.28 5,368.05 5,528.82
DLY 440.35 456.43 472.50 488.58 504.66 520.73 536.81 552.89
HLY 55.0431 57.0528 59.0624 61.0719 63.0815 65.0910 67.1006 69.1103
36 ANN 119,877.00 124,180.00 128,483.00 132,786.00 137,089.00 141,392.00 145,695.00 149,998.00 4,303
BIW 4,592.99 4,757.86 4,922.73 5,087.59 5,252.46 5,417.32 5,582.19 5,747.05
DLY 459.30 475.79 492.28 508.76 525.25 541.74 558.22 574.71
HLY 57.4124 59.4733 61.5341 63.5949 65.6558 67.7165 69.7774 71.8381
37 ANN 125,035.00 129,458.00 133,881.00 138,304.00 142,727.00 147,150.00 151,573.00 155,996.00 4,423
BIW 4,790.62 4,960.08 5,129.55 5,299.01 5,468.47 5,637.94 5,807.40 5,976.86
DLY 479.07 496.01 512.96 529.91 546.85 563.80 580.74 597.69
HLY 59.8828 62.0010 64.1194 66.2376 68.3559 70.4743 72.5925 74.7108
38 ANN 130,374.00 134,896.00 139,418.00 143,940.00 148,462.00 152,984.00 157,506.00 162,028.00 4,522
BIW 4,995.18 5,168.43 5,341.69 5,514.95 5,688.20 5,861.46 6,034.72 6,207.97
DLY 499.52 516.85 534.17 551.50 568.82 586.15 603.48 620.80
HLY 62.4398 64.6054 66.7711 68.9369 71.1025 73.2683 75.4340 77.5996
APP
EN
DIX
FJU
DIC
IAL
PR
OFE
SSIO
NA
L E
MPL
OY
EE
S40
.00
HO
UR
WE
EK
EFF
EC
TIV
E J
UN
E 1
9, 2
020
58
Includes 3.50% Increase
GRP PER STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 AI
------------------------------------------------------------------------------------------------------------------------------------
39 ANN 135,965.00 140,593.00 145,221.00 149,849.00 154,477.00 159,105.00 163,733.00 168,361.00 4,628
BIW 5,209.39 5,386.71 5,564.03 5,741.35 5,918.66 6,095.98 6,273.30 6,450.62
DLY 520.94 538.68 556.41 574.14 591.87 609.60 627.33 645.07
HLY 65.1174 67.3339 69.5504 71.7669 73.9833 76.1998 78.4163 80.6328
40 ANN 141,813.00 146,533.00 151,253.00 155,973.00 160,693.00 165,413.00 170,133.00 174,853.00 4,720
BIW 5,433.45 5,614.30 5,795.14 5,975.98 6,156.82 6,337.67 6,518.51 6,699.35
DLY 543.35 561.43 579.52 597.60 615.69 633.77 651.86 669.94
HLY 67.9181 70.1788 72.4393 74.6998 76.9603 79.2209 81.4814 83.7419
APP
EN
DIX
FJU
DIC
IAL
PR
OFE
SSIO
NA
L E
MPL
OY
EE
S40
.00
HO
UR
WE
EK
EFF
EC
TIV
E J
UN
E 1
9, 2
020
59
Notes
60