GGA Local 818 Collective Bargaining Agreement (July 2020 to June 2023) (PDF)

Collective Bargaining Agreement
Between
Town of Waterford
- and -
Local 818 Of Council 4, AFSCME, AFL-CIO
July 1, 2020 - June 30, 2023

TABLE OF CONTENTS
Contents
ARTICLE I - GENERAL PURPOSE... .ccccsccsccssessscosccssssssssesesesacsevevescevssessesacsaavsecseasesevesseeacsesssanageasencacane 1
ARTICLE II - RECOGNITION AND SECURITY ....ccccccscssssseeesescseeseseeesscessesasees 2
ARTICLE TI - DUES wc ccsccscsessssesssccseesssesseesenesnesesseseesssssesneesesaceessesessessscssaessstassesessevevessessveeeacaananaes 3
ARTICLE IV- GRIEVANCE PROCEDURE ..sccssssssssssssssssssssessasssessesecssssesssssesuesssansscanccessesneesecssanensese 4
ARTICLE V - MANAGEMENT RIGHTS .....cccssscssssssessscesssesessesssssseststescsccssscssenssesessaosasavsceacansavaneneeseas 6
ARTICLE VI - SALARY SCHEDULE/CLASSIFICATION PLAN u.cssccccccsccsssesssssssssscssossesussareesesseenees 7
ARTICLE VII - INSURANCE AND PENSION uu. .cccessccsssesssscsscssesssssesesvecesseavscasesevsesesseesessenscenanavaceas 7
ARTICLE VIII - HOLIDAYS 2... ecesccsssscsescseeserscscssssscsssvsceetscssnsevsesssusesetsasssscensasecsessesenaevevaneaavencacens 10
ARTICLE IX ~ VACATIONS .....cccccscscssscssessecssescessssseesesesseseveaseccseceaeeeessssensusassaussaeessessevauvansseaavaceenes 11
ARTICLE X —- LONGEVITY... 12
ARTICLE XI - SICK LEAVE...... 12
ARTICLE XII - INJURY LEAVE wocsssscccsssssesssssseessscssssecsecsssssusassssvsssesssesensossssucssessessussecanvesecsesasvesueseees 13
ARTICLE XII - PERSONAL LEAVE. sessssssssesssssssssessessusssscssesscssvessussesssnessvssassussaracussnecnesseeesecarseers 14
ARTICLE XIV - MILITARY LEAVE ... 14
ARTICLE XV - OTHER LEAVE........... 14
ARTICLE XVI - FUNERAL LEAVE. 14
ARTICLE XVII - GENERAL PROVISIONG........... a l4
ARTICLE XVIII - PROFESSIONAL EDUCATION... 16
ARTICLE XIX - PERSONNEL FILES ............065 :
ARTICLE XX - NO DISCRIMINATION ..
ARTICLE XXI - CLOTHING........00008
ARTICLE XXII - DURATION
SIGNATURE PAGE ...cccccsssssssssesessescscssscescenecsesenessessseseessssssusesesesavsesesessssasceaseasasensetsscssacsseases
APPENDIX A... cccscsssssessscsessssenssssscsensnsesscseesesseseusesesscsesecsessssseuseseusasscensntaseceeesssaeeseessacansasavaavans
GGA CLASSIFICATION SCHEDULE 2020-2021 .
GGA CLASSIFICATION SCHEDULE 2021-2022.
GGA CLASSIFICATION SCHEDULE 2022-2023 . wee
APPENDIX B uu. eessssstessessscssssssseesssersessssneassveresseesssnssneansenssnssosevasvasassesanssessesesesesseevesessaqaasseeeesnerasensaeeaes

This Agreement is entered into by and between the Town of Waterford hereinafter
referred to as the “Town” or “Employer” as represented by the Chief Executive and American
Federation of State, County and Municipal Employees, hereinafter referred to as AFSCME or.
“Union” on behalf of the Waterford General Government Administrators Unit, hereinafter
referred to as the “bargaining unit.”
ARTICLE | - GENERAL PURPOSE
1.1 Objective. It is the objective of this Agreement to encourage and strengthen an orderly,
harmonious relationship between the parties in order that more efficient and progressive
public services shall be rendered fo all citizens of Waterford. The signatories to this
Agreement hereby pledge to maintain and improve the present high standards of service
in an efficient and economical manner.
1.2 Vacancies. Whenever there is a vacancy in any position represented by the Union, said
vacancy shall be clearly posted and any member of the bargaining unit who meets the
qualifications of the job description and so desires to fill the vacancy, shall upon filing an
application be given an interview. Such posting of vacancies shall be for a five (5) day
period. In the event there are no bargaining unit members who meet the qualifications of
the job description, the Town may offer the position to a non-bargaining unit applicant.
The bargaining unit Secretary shall be sent a copy of such vacancy notification at the
time of posting. A location within each building in which a Union member has an office
shall be provided by the Town for such postings.
1.3 New Positions. Whenever there is a new full-time position established by the Town,
management shall notify the President of the bargaining unit of its intent to assign said
position to a negotiating unit. New Positions which are considered professional,
technical, supervisory, administrative or salaried positions, shall be offered first for
inclusion in this bargaining unit. Said new position shall be included in Appendix “A”
under the established classification and shall continue as a position with all others listed
therein unless mutually agreed by the parties hereto that a position shall be removed
from the bargaining unit Section 3.2 notwithstanding.
1.4 Seniority
a. Seniority is hereby defined as an employee's length of continuous service in the
Waterford GGA bargaining unit, measured from his or her most recent date of
entry into the bargaining unit.
b. In the event of a layoff, the affected employee shall be given at least two (2)
weeks’ notice in writing and the order of layoffs shall be as follows:
Probationary Employees (by seniority)
1

2.1
2.2
If the Town determines that a layoff is thereafter required among full-time
employees, said layoff will be in the department/classification as determined by
the Town.
Laid-off employees shall be subject to recall in inverse order of layoff for eighteen
(18) months from the date of layoff. A qualified laid off employee shall be
afforded an opportunity for re-employment prior to new employees being hired,
provided such laid off employee responded to a call to report for work not more
than seven (7) calendar days after receipt of notice sent to her/him by registered
mail to her/his last known mailing address. If such laid off employee fails to report
for work within fifteen (15) calendar days of receipt of notice sent to him/her by
registered mail to her/his last known post office address, (s)he shall lose all rights
of recall. An employee returning to work under this provision shall retain all
seniority rights that existed at the time of layoff.
c. Seniority shall be fost for the following reasons only: a) voluntary quitting; b) failure
to return to work from an approved leave and (c) discharge for just cause.
ARTICLE Il - RECOGNITION AND SECURITY
Recognition and Positions. The Employer recognizes the Union as the sole and
exclusive bargaining agent for those employees within the Bargaining Unit set forth
below. For the purposes of this Agreement the municipal Employer and the Union
mutually agree that the following classifications of employees constitute a unit
appropriate for the purposes of collective bargaining with respect to wages, hours, and
other conditions of employment within the meaning of Sec. 7-471(3) of the Municipal
Employee Relations Act and recognized by the Connecticut State Board of Labor
Relations in Case No. ME-29,310, Decision No. 4548:
Accountant, Assessor, Assistant Assessor, Assistant Building Official,
Assistant Director Public Works, Assistant Director Recreation and Parks,
Assistant Director Senior Services, Assistant Director Utility Commission,
Planner, Building Official, Emergency Management Administrative Officer,
Environmental Planner, General Foreman, Director of Senior Services,
Program Coordinator/Recreation, Program Coordinator/Youth Services,
Purchasing Agent, Deputy Town Clerk, Youth Services Director and Zoning
Official.
Legality. Should any article, section or portion of this Agreement be held unlawful or
unenforceable by any court, legislative or administrative tribunal of competent
jurisdiction, then such decision or legislation shall apply only to that specific article,
section or portion of this Agreement. The parties will meet and discuss the abrogated
provision within thirty (30) days and the remainder of the Agreement shail remain in full
force and effect.

2.3
24
2.5
2.6
2.7
2.8
2.9
3.1
Bargaining Committee. The names of the duly chosen representatives of bargaining unit
shall be submitted to the Chief Executive of the Town and shall include no more than
three (3) members.
Duties of Bargaining Committee. The duly constituted representatives of the bargaining
unit shall have the right and duty to the employees in the bargaining unit to:
a. Represent said employees in discussions relative to employment with the
administration or its duly authorized representative.
b. Represent said employees in grievance procedures as set forth in this
Agreement, subject to Sec. 7-468 (d) of the General! Statutes.
Rights of Bargaining Committee. Employees who are designated or elected for the
purposes of adjusting or assisting in the administration of this Agreement, shall, at the
discretion of the Chief Executive, be permitted a reasonable amount of time free of their
regular duties to fulfill these obligations at no loss of pay, which have as their purpose
the maintenance of harmonious and cooperative relations between the employer and the
employee, and uninterrupted operation of government.
Non-Discrimination. The Town agrees there will be no discrimination against any
employee because of his or her duties as a bargaining unit Officer, agent or committee
member.
Meeting Room Authorization. The bargaining unit membership shall be allowed to hold
its meetings at any Waterford Meeting Room upon request and upon notification to the
proper authorities, at no cost to the bargaining unit, other than janitorial fees, if
applicable.
Retroactivity. When it is determined, under the provisions of Section 5.2 that an
employee is to become a permanent employee, all provisions of this contract shall be
provided retroactively to the date of hire unless otherwise provided for in this agreement.
Application of Provisions. Whenever any member of the bargaining unit is summoned to
work other than during normal office hours, all provisions of this Agreement shall apply
from the time of call until the member returns home. Such return time is not to exceed
one hour from completion of work assignment.
ARTICLE Ill - DUES
Union Security and Payroll Deduction. All employees in the bargaining unit shall be
offered the option to, join the Union or pay an agency fee to the Union. The agency fee
shall be established by the Union and set in accordance with law.
Upon receipt of a voluntarily signed authorization form from the employée involved, a
copy of which is attached to this agreement as Appendix B, the Employer agrees to
3

3.2
41
4.2
4.3
deduct Union membership dues or service fees each week from the pay of an employee
who voluntarily, individually and in writing authorizes such deductions. Such
authorization shall continue in effect until revoked by the employee by written notice of
revocation to the Employer and the Union.
The Union shall defend, indemnify and save the Employer harmless against any and all
claims, demands, suits or other forms of liability that shall arise out of or by reason of
action taken or not taken by the Employer in reliance upon certified lists furnished by the
Union or for the purpose of complying with any provision of this Article, including
attorneys’ fees and costs.
Such payroll deductions, as provided herein, shail be remitted to the Council #4 Office of
the Union by the fifteenth (15) day of the next month following the month in which such
dues and/or service fees were deducted along with a list of names of employees from
whom the deductions have been made.
ARTICLE IV- GRIEVANCE PROCEDURE
Definition, A “Grievance” shall mean a complaint by a bargaining unit member or the
bargaining unit as a whole asserting that there has been a violation, misinterpretation or
inequitable application of the provisions of this Agreement, or that he or she or it has
been treated unfairly or inequitably by act or condition which is contrary to established
policy or practice governing or affecting employees and their employment or has a
problem concerning the interpretation or application of any provisions, rule or regulation
pertaining to:
a. discharge, suspension or other disciplinary actions
b. charge of discrimination
c. employee working conditions
Time Limits. Since it is important that grievances be processed as rapidly as possible,
the number of days indicated at each step shall be considered as a maximum. The time
limit specified, however, may be extended by written agreement of the Union and the
Employer.
Grievance Procedure:
Step 1; Written grievance to First Selectman or his designee. Not later than ten (10)
working days after the event giving rise to the grievance, or ten (10) working days after
the employee shall reasonably have learned of the event giving rise to the grievance,
whichever is later, the employee shall submit a written grievance to the First Selectman’s
office. Not later than ten (10) working days after receipt of the written grievance the First
Selectman, or his/her designee, shall meet with the employee and, if the employee so
desires, a representative of the Union. The First Selectman, or his/her designee, shall
give his/her written answer to the grievant within ten (10) working days after such
4

44
4.5
meeting. A copy of such response shall simultaneously be provided to the Loca! Union
President.
Step 2: If the Union is not satisfied with the decision at Step 1, the Union may request
mediation take place through the offices of the State Board of Mediation and Arbitration.
Any such request shail be made in writing with a contemporaneous copy to. the First
Selectman’s office and must be made within fifteen (15) working days of receipt of the
decision in Step 1 above.
Step 3:
a. Any grievance as defined in Section 4.1 of this Agreement that has been properly
and timely processed through the grievance procedure may be appealed to
arbitration by the Union by serving the First Selectman’s office with a written
notice of its intent to appeal. Such appeal shall be made by the Union to the
Connecticut State Board of Mediation and Arbitration (CSBMA) or the American
Arbitration Association (AAA). The Union may appeal a grievance to arbitration in
accordance with this Section 4.3 within fifteen (15) working days from the
conclusion of mediation or if no mediation is requested within fifteen (15) days of
receipt of the decision in Step 1 above, with a contemporaneous copy to the
Town.
b. Within fifteen (15) working days after the Union has timely filed for arbitration with
the CSBMA in compliance with paragraph (a), the Town may, in its sole
discretion, notify the Union that it wants the matter heard by the AAA and submit
a demand for arbitration under the expedited rules of the AAA. If the matter is
heard by the AAA, pursuant to this provision (b), the Town agrees to pay the full
costs of the AAA administrative fees and arbitrator's fee.
Written Presentation. All grievances present at Step 1 of this procedure. set forth in
Section 4.3 of this Agreement shall be dated and shall set forth the facts giving rise to
the grievance; the provision(s) of this Agreement, if any, alleged to be violated; the
names of the aggrieved employee(s); and the remedy sought by the Union.
Arbitrator's Jurisdiction. Jurisdiction of the authority of the arbitrator and his opinion and
award shail be confined to the interpretation and/or application of the provision(s) of this
Agreement. He/She shail have no authority to add to, detract from, alter, amend or
modify any provision of this Agreement. The arbitrator shall not have jurisdiction to hear
or decide more than one (1) grievance without the mutual consent of the Employer and
the Union. The written award of the arbitrator on the merits of any grievance adjudicated
within his jurisdiction and authority shall be final and binding upon the aggrieved
employee, the Union and the Employer.

5.1
5.2.
ARTICLE V - MANAGEMENT RIGHTS
The Employer shall continue to have, whether exercised or not, all the functions of
management and shall have retained and reserved unto itself the right to exercise all the
powers, authority and prerogatives of management, except as specifically abridged or
modified by a specific provision in this Agreement, including, but not limited to, the
following items. And further provided that any impact on wages, hours or work conditions
shall be first negotiated with the Union.
the operation of the Town;
the determination of the level of services to be provided;
the direction, control, supervision and evaluation of employees;
the establishment of job assignments;
the determination of job descriptions;
the increase, change or discontinuation of operations in whole or in part;
the institution of technological changes;
the revising of processes, systems or equipment;
the alteration, addition or elimination of existing methods, equipment or facilities;
the determination of the location, organization, number and training of personnel
of the Town;
the hiring, appointment and promotion of employees;
the demotion, suspension, discipline or discharge of non-probationary employees
for just cause;
the layoff of employees due to lack of funds or of work;
the making, amendment, and enforcement of such rules, regulations, operating
and administrative procedures from time to time as the Employer deems
necessary, provided, however, that no specific provision in this Agreement is
violated.
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23
Probationary Period. Each newly hired employee covered by this Agreement shall be on
a twelve (12) months probationary period. During the twelve (12) months probationary
employment, the employee will not be subject to any terms or conditions of this
Agreement, with the exception of Wages, Holidays, Funeral Leave, Retirement Plan, and
Indemnification pursuant to Section 17.4 of this Agreement. Group Health Insurance
shail become effective the first of the month following the first day of employment and/or
as required by law. Notwithstanding the above, vacation leave shall be available to
employees after the completion of six (6) months continuous service with the Town
under the terms set forth in Article IX of this Agreement.
The discipline or discharge of any employee who is in Probation status shall not be a
violation of this Agreement. Employees may be disciplined or discharged during the
probationary period without cause. The Employee and the Union shall have no recourse
to the grievance procedure. The time period described in this Article for fulltine
employees shall mean twelve (12) calendar months of actual service. It shall be the
exclusive right of the Chief Executive or the appropriate Board or Commission or
6

6.1
6.2
6.3
6.4
6.5
7.1
Department Head, whichever is applicable, to determine at the end of the probationary
period, whether the employee is to become a permanent employee, or is to be
terminated.
ARTICLE Vi - SALARY SCHEDULE/CLASSIFICATION PLAN
Management Professional Classification System. Each bargaining unit position shall be
classified in accordance with the classification plan as reflected in Appendix A. Changes
in position classifications shall be done in accordance with those policies and
procedures as are established by the Personnel Review Board, which shall be subject to
the grievance procedures listed under Article IV, and shali otherwise remain in full force
and effect during the term of this Agreement. The parties agree that requests for
changes to bargaining unit position classificationsAwages shall not be forwarded to the
Personnel Review Board absent Union agreement and Town agreement.
Salary Schedule, The annual salary for those employees whose positions are covered
herein shall be in accordance with the Salary Schedule as reflected in Appendix A.
The 8-1 Step shall serve, together with the position’s maximum salary, as a salary range
for hiring purposes. The Town would be allowed to fill vacancies at its discretion within
the salary range.
Wages — July 1, 2020. Effective and retroactive to this date, each member of the
bargaining unit, employed as of the date of the Tentative Agreement (3/15/2021), shall
receive a two and one-quarter percent (2.25%) salary increase. (See attached Appendix
Wages - July 1, 2021. Effective this date, each member shall receive a two and one-
quarter percent (2.25%) salary increase. (See attached Appendix “A”).
Wages - July 1, 2022. Effective this date, each member shall receive a two and one-
quarter percent (2.25%) salary increase. (See attached Appendix “A’).
ARTICLE Vil - INSURANCE AND PENSION
a. (1) The Town shall provide eligible employees and their eligible dependents
as the sole and primary Hospital, Medical and Prescription Plan an HDHP
partnered with an HSA ($2000 single/$4000 family), as described in
Appendix B.
(2) The Town will contribute fifty percent (50%) of the $2000/$4000
deductible, provided the employee has set up an HSA. This payment will
be made in two equal installments on or about July 1%t and January 1°.
In fiew of a non-taxable contribution to an individual’s HSA, the Town shall
pay individuals ineligible to open an HSA, but who have otherwise

7.2
7.3
enrolled in the HDHP, the same gross amounts as set forth above on a
taxable basis.
(3) Each Employee shall be responsible for eleven percent (11%) of the
applicable fully insured premium rates or fully insured equivalent rates
determined by the insurance carrier or administrator for all health
insurance benefits excluding life insurance and accidental death and
dismemberment for single, two person or family coverage.
Effective July 1, 2021, each Employee shall be responsible for twelve
percent (12%) of the applicable fully insured premium rates or fully
insured equivalent rates determined by the insurance carrier or
administrator for all health insurance benefits excluding life insurance and
accidental death and dismemberment for single, two person or family
coverage.
Effective July 1, 2022, each Employee shall be responsible for thirteen
percent (13%) of the applicable fully insured premium rates or fully
insured equivalent rates determined by the insurance carrier or
administrator for all health insurance benefits excluding life insurance and
accidental death and dismemberment for single, two person or family
coverage.
Alternative Plan. The Town may offer one or more alternative health insurance
plan. Each employee may choose whether or not to enroll in any alternative
plan. The Town reserves the right to determine the terms, conditions, cost
shares and all substantive aspects of any alternative plan.
Master Group certificates and/or policies are available in the Human Resources
office for more specifics. The master certificates and/or policies are the
governing documents concerning the Town’s insurance plan designs; the
information contained herein and in the contract appendices is therefore intended
as a summary.
The employee contributions in this article will be deducted on a pre-tax basis.
The Town will provide full dental coverage with additional basic benefits and
orthodontia benefits with the employee paying the percentage cost share equal
to that of the HDHP pian. The Dental plan is described in summary form in
Appendix C.
The Town will provide a vision rider as described in summary form in Appendix D
with the employee paying the percentage cost share equal to that of the PPO
plan.
Change of insurance Carrier. The Town shall have the right to change insurance carriers
and/or to self-insure and/or fully insure in whole or in part, in order to provide insurance
8

7.4
7.5
coverage as set forth above, provided further that coverages which result from change in
carriers and/or self-insurance are substantially equivalent or better than the coverage
described above in terms of coverage, benefits and administration. The absence of
assignment of benefits afforded through Anthem Blue Cross and Biue Shield provider
network shall not act as a bar to the consideration of alternative carriers.
The President of the Union shall be notified in writing within thirty (30) days of any
intention to change carriers and shall have a reasonable opportunity to review the
proposed changes. Should the Union and the Town disagree that the changes proposed
will provide coverages substantially equivalent to the coverages, benefits and
administration described above at no additional cost to staff members, the
disagreement(s) shall be subject to arbitration before the State Board of Mediation and
Arbitration. The status quo will be maintained during the above procedures.
Waiver of Coverage:
a. Notwithstanding the above, employees may voluntarily elect to waive, in writing,
all health insurance and dental coverages outlined above and, in lieu thereof,
shall receive an annual payment of One Thousand Dollars ($1,000.00) in cash
provided they are not covered under another Waterford Town or Board of
Education Health Plan. Payment to those employees waiving such coverage
shall be made in equal payments during the months of November, January, April
and June.
b. Where a change in an employee’s status prompts the employee to resume
Town-provided insurance coverage, the written waiver may, upon written notice
to the Town, be revoked. Upon receipt of revocation of the waiver, insurance
coverage shall be reinstated as soon as possible; subject, however, to any
regulations or restrictions, including waiting periods, which may then be
prescribed by the appropriate insurance carriers. Depending upon the effective
date of such reinstated coverage, appropriate financial adjustments shall be
made between the employee and the Town to ensure that the employee has
been compensated, but not overcompensated, for any waiver elected in this
section.
c. Notice of intention to waive insurance coverage must be sent to the Human
Resources Director not later than October 4, to be effective on January 1 of each
contract year. The election to waive coverage shall only be approved after the
employee has provided the Town with proof of alternative insurance coverage.
d. Waiver of coverage procedures must be acceptable to the applicable insurance
carrier.
The Town agrees to provide a life insurance benefit of each employee in the amount of
one hundred thousand dollars ($100,000).

7.6
7.7
7.8
8.1
8.2
Retirement Pian. All current employees are covered under the provisions of the
Municipal Employees Retirement Fund Plan B.
HRA. For each employee hired before July 1, 2006, the Town will establish a health
reimbursement arrangement account (HRA) for the benefit of said employee.
Employees who retire from service to the Town under the terms of this Agreement and
only their spouses at the time of their retirement will be eligible to receive benefits from
the HRA. Succeeding spouses will not be eligible to receive benefits from the HRA. Any
balance remaining in an employee’s HRA at the time of his or her death and death of
their eligible spouse will revert to the Town. The HRA will be funded pursuant to Article
11, Section 11.5 of this Agreement. No employee hired on or after July 1, 2006 shall be
eligible for the HRA.
Long Term Disability. Subject to the limitations set forth below, the Town shall provide,
and share the cost with eligible employees, Long Term Disability Insurance, or
substantially equivalent long term disability insurance. The employee will be responsible
for fifty percent (50 %) of the premium cost of this insurance. The Town shall be
responsible for the remaining fifty percent (50%).
The Town's total premium liability cap shall not be more than Two Hundred Fifty Dollars
($250.00) per month.
The employee contributions in this article will be deducted on a pre-tax basis.
ARTICLE VIII - HOLIDAYS
List. Each employee shall receive thirteen (13) paid holidays during each calendar year
as listed and any additional Waterford holidays duly established during the terms of this
Agreement.
New Year's Day Labor Day
Martin Luther King Day Columbus Day
President’s Day Veterans’ Day
Good Friday Thanksgiving Day
Memorial Day Friday After Thanksgiving
Independence Day Christmas Day
Floating Holiday*
*Each employee shall receive one floating holiday, which shall be taken on any work day
from the Monday after Thanksgiving through the day after Christmas, at the option of the
employee, provided, however, that the choice of such day shall be subject to the
approval of the First Selectman, depending upon the staffing requirements of the Town.
Holiday Work Provision. When an employee is required to work on a holiday as set forth
in Section 8.1, of this Article, he/she shall be given a due day, if not otherwise
compensated for that holiday, upon notification of and approval from his/her immediate
supervisor.
10

9.1
ARTICLE IX —- VACATIONS
Description. Employees shall be granted time off with pay for vacation as follows:
a.
Each employee who has completed one (1) year of service with the Town shall
be entitled to a vacation of ten (10) working days annually.
1) Notwithstanding the above, after an employee has completed six (6)
months continuous service with the Town, that employee, with prior
approval of his/her supervisor, may take the pro rata share of his/her
vacation leave set out above.
2) This subsection does not expand the amount of leave to which an
employee is entitled on an annual basis according to this agreement.
3) This subsection applies to vacation leave only. It does not create an
entitlement to vacation pay as contemplated in Article 9.1 (d) or (e) for
any employee with less than one (1) year of service with the Town.
Each employee with five or more years of service with the Town shall be entitled
to the following vacation benefit annually:
5 years of service 15 days
6 years of service 16 days
7 years of service 17 days
8 years of service 18 days
9 years of service 19 days
10 years of service 20 days
11 years of service 21 days
12 years of service 22 days
13 years of service 23 days
14 years of service 24 days
15 years of service 25 days
Selection for vacation leave shall be by employee seniority.
Pro-rata earned accumulated vacation pay shall be granted to an employee at
the rate of pay in effect at the time of termination in the event he or she
terminates service with the Town.
In the event of an employee's death, the individual designated as beneficiary on
employee’s Town-sponsored life insurance shall be paid for employee's earned -
vacation leave (i.e., leave actually on the books) as of the date of the employee's
death.
In the event of illness during an employee’s vacation period, the employee shall
not be charged with vacation leave providing a doctor's certificate verifies illness
upon request of the Chief Executive.
11

10.1
11.4
g. When a holiday occurs during a regular vacation, said holiday shall not be
charged against the employee’s earned vacation.
h. Vacation time may be accumulated to a maximum of forty (40) days per year.
Accumulated vacation leave shall not exceed forty (40) days at the conclusion of
any anniversary year. Leave in excess of forty (40) days shall be forfeited.
Employee hired after October 6, 2014, shall eligible to accumulate to a maximum
of twenty-five (25) days per year. Accumulated vacation leave shall not exceed
twenty-five (25) days at the conclusion of any anniversary year. Leave in excess
of twenty-five (25) days shall be forfeited.
i. The Chief Executive may grant exceptions to Section 9.1 (h) above.
ARTICLE X — LONGEVITY
Rates. Longevity Pay shall mean a salary additive payment based on length of
continuous service to the Town, paid annually to employees hired on or before October
6, 2014, covered herein on the first pay date of their anniversary month of hire, as
follows:
10-15 years ~ 1% 15-20 years- 1.5% 20-25 years-2.0% 25+ years — 2.25%
ARTICLE XI - SICK LEAVE
Definition. Sick leave shall be considered to be absence from work with pay for the
following reasons:
a. Iliness or injury except where directly traceable to employment for the Town of
Waterford and covered by Workers’ Compensation.
b. When the employee is required to undergo medical, optical or dental treatment,
and only when this cannot be accomplished during non-working hours.
c. in the event of critical illness, or severe injury, or maternity in the immediate
family, creating an emergency which requires the attendance or aid of the
employee, as much as five (5) working days leave with pay shall be granted
within the calendar year, and such leave shall be charged to either the
employee’s regular sick leave or vacation leave.
d. A medical certificate signed by a licensed physician or other practitioner whose
method of healing is recognized by the State authorities, may be required for any
period exceeding three (3) working days as supporting evidence when sick leave
is requested.
Allowance. Sick ieave allowance shall be earned by each employee at the rate of 1%
days per month for a total of fifteen (15) days per year, commencing with the month of
hire, accumulated to one hundred seventy-five (175) days. Employees hired after
12

11.3
11.4
11.5
12.1
October 6, 2014, shall be eligible to accumulate up to one hundred and twenty (120)
days.
Accumulation While _on Leave. Sick leave shall continue to accumulate during any
authorized Jeave with pay. No sick leave shall accrue during a leave of absence without
pay or while an employee is under suspension.
Medical Examination. The Town may provide a physician to make any necessary
examination or investigation of any alleged abuses of sick leave or injury leave. The cost
of such examination shall be paid by the Town. In extenuating circumstances, the Chief
Executive may grant additional sick leave.
HRA Funding and Sick Leave Payment Upon Separation from Employment.
(1) Effective July 1, 2017, for eligible employees as identified in Article 7.7, annually,
in the month of the employee’s service anniversary with the Town, sick leave in
excess of an employee’s maximum accrual pursuant to Article 11.2 shall be
deposited in the employee's HRA on a two (2) days to one (1) day basis. For
every two (2) days of sick leave in excess of an employee’s maximum accrual!
pursuant to Article 11.2, one (1) day shall be deposited in the employee’s HRA at
the dollar value determined pursuant to this Article,
(2) Upon death or termination of employment, for any reason, an employee, or the
individual designated as beneficiary on employee’s Town-sponsored life
insurance, shall be paid: Fifty percent (50%) of his/her accumulated sick leave
for one (1) through thirty (30) days, Seventy-five percent (75%) of his/her
accumulated sick leave from thirty-one (31) through one hundred (100) days, and
one hundred percent (100%) of his/her accumulated sick leave from one hundred
and one (101) days through one hundred seventy-five (175) days (175 days
maximum), provided he/she has accumulated a minimum of thirty (30) days.
(3) For the purposes of this section, the dollar value of a day of sick leave shail be
computed as the employee’s annual salary on the date of retirement divided by
two hundred sixty (260) days. Payment shail include fractional days as payable
as fractions.
ARTICLE XIl - INJURY LEAVE
Conditions. injury leave, as distinguished from sick leave, shall mean paid leave given
to an employee due to absence from duty caused by an illness, accident or injury which
occurred while the employee was engaged in the performance of his duties. Employees
of the Town are covered by Workers’ Compensation and are paid stated amounts due to
injuries sustained on the job. The employee shall be paid by the Employer the difference
between his reguiar pay and Workers’ Compensation for up to nine (9) months from the
date of injury.
Until a determination is made as to the eligibility for Workers' Compensation payments,
absences shall be charged, at the employee's option, to accumulated sick leave and or
vacation time, or leave without pay. Employee's time will be credited when compensation
becomes effective.
13

13.1
14.1
15.1
15.2
15.3
16.1
16.2
16.3
16.4
17.1
ARTICLE Xtil - PERSONAL LEAVE
Conditions. All employees covered under this Agreement shail be entitled to three (3)
Personal] Leave Days per calendar year.. Said leave must be approved in advance by the
immediate administrative supervisor.
ARTICLE XIV - MILITARY LEAVE
The Town will comply with its obligations under Federal and/or State Law(s).
ARTICLE XV - OTHER LEAVE
Term. The Chief Executive may grant leave of absence without pay for a period not to
exceed one (1) year. Recommendation for such leave of absence shall be by the
appropriate Board or Commission.
Conditions. During the period of Leave of Absence, the employee shall not be credited
for length of service, accrued sick leave, vacation leave or other due leave time.
However, any previous benefits earned and/or accumulated, will be retained to his/her
credit when reinstated.
Disability. The Town will comply with any applicable State and/or Federal Laws.
ARTICLE XVI - FUNERAL LEAVE
Immediate Family. Special leave, not to exceed five (5) calendar days with pay shall be
granted an employee in the event of the death of a spouse, mother, father,
child/stepchild, sister, brother, grandmother, grandfather or grandchild.
Other. Special leave, not to exceed three (3) calendar days, with pay, shall be granted
for the purpose of attending a family funeral in the event of the death of a brother-in-law,
sister-in-law, mother-in-law, father-in-law, step mother, step father, aunt, uncle, niece or
nephew.
Additional. Additional days may be granted by the Chief Executive under extenuating
circumstances.
Funeral Leave - Additional. All funeral leave, under this Article, must be taken within
fourteen (14) days after the death unless a longer period is approved by the Chief
Executive on a case by case basis.
ARTICLE XVIL- GENERAL PROVISIONS
Gender. All reference to employees in this Agreement designates both sexes and
wherever the male gender is used it shall be construed to include male and female
employees.
14

17.2
17.3
17.4
17.5
17.6
17.7
17.8
No Lock-out or Strike, The Town agrees that there will be no lock-out of an employee(s)
during the term of this Agreement and the Association agrees that there will be no strike
or work stoppage, or slowdown of work, during the term of this Agreement.
Changes to Agreement. No Agreements, understandings, alterations, or variations of
this Document, or terms or provisions herein contained, shall bind the parties hereto
unless made and executed in writing by the parties hereto.
Indemnification. The Town shail protect all bargaining unit members from damage suits
in accordance with Section 7-101 a, b, c and d of the Connecticut General Statutes.
Re-Opener Clause. Any portion of this Agreement may, by mutual agreement, be re-
opened for discussion and amendment through a written memorandum of understanding
between the Union and the Chief Executive.
Hours of Work. The normal or basic office hours for members of the Association shail be
eight (8) consecutive hours between the hours of 7:00 a.m. until 6:00 p.m., with said
hours determined in the operational convenience of the Town, Monday through Friday,
with one hour for lunch, for total of seven (7) hours per day and thirty-five (35) hours per
week.
Note: Leave accrual and use will continue to be determined on an 8 hour day.
Employees will continue to earn leave in 8 hour blocks, and any leave, or partial leave,
day must total 8 hours.
Timekeeping. Employees are accountable to the Town and the public and, as such, are
required to record their daily work hours on a weekly basis in a format and manner
identified by the Town.
Position Descriptions. The Union acknowledges that the Town is fully and exclusively
responsible for deciding what the duty and responsibility content of each position shall
be, and for the accuracy and adequacy of descriptions. Two complete sets of current job
descriptions for all bargaining unit members shall be provided, one to the Union and, one
to the Chief Executive for record. No substantive changes or additions will be made to
the duties or responsibilities of the members covered by this Agreement without prior
written agreement between the Chief Executive and the Union. The Town shail have the
exclusive right to develop descriptions for all new positions which shall be added to the
established set upon adoption.
a. Description Appeal. The Town agrees that when an employee believes his/her
position description does not accurately or adequately describe continuing duties
and responsibilities exclusive of details or temporary assignments, an employee
may discuss and review the matter with the Director of Human Resources. The
review shall include discussion with the supervisor, employee, and if desired by
the employee, he/she may be accompanied by an Union/Unit representative.
Upon completion of the discussion and review, if it is determined by management
and union to have merit, a new or amended description shall be submitted to the
Chief Executive and Personnel Review Board (if applicable), for final approval.
15

17.9
17.10
17.11
18.4
18.2
b. Personne! Rights. The right to appeal the classification of a position without fear,
restraint, prejudice, or reprisal is retained by all employees.
Emergency Work. Some members of the bargaining unit by the nature of their positions,
are often called upon to perform Emergency work. In recognition of this Emergency
Work, the following provisions are agreed:
a. Emergency. Whenever any member is called in to work and actually reports for
; work for any emergency outside of normal working hours, he/she shall be paid
for all hours worked at time and one half (1.5) times his/her hourly rate. The
hourly rate shall be computed by dividing current salary by 2080. For the
purpose of this Agreement, an emergency shall be defined as: Police call for a
pending or natural emergency or any other call upon certification by immediate
administrative supervisor regarding the nature of said call.
Compensatory Time. When any exempt Employee works in excess of 40 hours per
week, he/she shall receive compensatory time of equal time off, to be taken upon the
prior approval of the immediate administrative supervisor. Such time off shall be taken
within 120 days of the date the excess time was worked. For purposes of this section
only, the term “works” includes sick, holiday and personal time.
Separability and Stability of Agreement, In the event any of the provisions of this
Agreement shall be found to be in violation of any law, all other provisions of this
Agreement shall remain in full force and effect.
ARTICLE XVIIL- PROFESSIONAL EDUCATION
Incentive. The Town agrees that an amount of Five Hundred Dollars ($500.00) will be
paid to an employee who has successfully completed and received a Bachelors Degree
or Masters Degree in a curriculum which encompasses requirements of the present
position description, provided such curriculum is recommended and funded by the
appropriate agency, and approved by the Chief Executive. Such payments will be made
on a one time basis only. This payment will only be made if the courses of instruction are
taken and completed while in the employ of the Town of Waterford, or as otherwise
approved by the Chief Executive.
Costs. The Town agrees to pay costs of tuition incurred by the employee in seeking such
degrees subject to the following conditions:
a. Upon completion of any approved course, reimbursement shall be payable as
listed below:
Grade A - 100% Grade B - 90%
Grade C - 75%
b. Since the rationale for Town reimbursement of the cost of such courses and
classes is that such courses significantly improve the work of the employee,
thereby benefiting the Town of Waterford, any employee voluntarily resigning,
16

18.3
18.4
19.1
49.2
19.3
20.1
20.2
20.3
shall refund the following percentages of contribution either by direct payment or
by withholding of the appropriate portion of the employee’s terminal pay as
below:
If the employee leaves within one (1) year 100% return
lf the employee leaves within 1 -2 years 80% return
If the employee leaves within 2 - 3 years 50% return
Over three years NO RETURN
Conditions. Employees participating in any such professional education shall do so
during non-working hours unless otherwise approved by the Chief Executive. No
compensations will be paid for any degree received prior to the signing of this
Agreement.
Applicability. The provisions of this Article shall not abridge the provisions of any other
educational program currently approved and funded by any Town agency.
ARTICLE XIX - PERSONNEL FILES
Each employee shall have the right to see and review his or her personnel file upon
request by appointment with the First Selectman or his/her designee.
The employee may submit a written notation regarding any material placed in his/her
personnel file, and the same shall be attached to the file copy of the material in question.
There shall be only one official personnel file per employee kept in the central office.
Each employee will be given copies of any material and/or evaluation reports placed in
the employee’s personnel file.
ARTICLE XX - NO DISCRIMINATION
No Discrimination. In the administration of this Agreement, neither the Town nor the
Union shall discriminate against any employee because of that employee's race, color,
sex, religion, creed, national origin, ancestry, age, marital status, sexual orientation,
political affiliation or union (non-union) membership, or because the employee is a
veteran, or against qualified individuals with a disability.
Interpretation, This Article XX shall be interpreted in accordance with applicable federal
and state law.
Waiver of Contractual Rights. If an employee claiming a violation of this Article elects to
proceed to an administrative agency or to Court during the pendency of the grievance or
at any time prior to the issuance of the written opinion and award of an arbitrator, the
grievance will be considered to have been withdrawn.
17

21.1
22.1
ARTICLE XXI — CLOTHING
The Town will make available to employees who, when discharging their duties to the
Town, have consistent and substantial exposure to the public, two (2) “Polo” type shirts
with collars and which bear a method of identifying the wearer as a representative of the
Town and one (1) safety vest per calendar year of this Agreement. The employees’
supervisor will be responsible for distribution of the shirts to those employees who
should receive them pursuant to this Agreement.
ARTICLE XXIl- DURATION
This Agreement shall be effective as of the first day of July, 2020 and shall remain in full
force and effect through the 30th day of June, 2023. It shall then be automatically
renewed thereafter unless either party shall notify the other in writing, one hundred and
twenty (120) days prior by registered mail, return receipt requested, that it desires to
modify or amend this Agreement. In the event that such notice is given, negotiations
shail begin immediately.
18

SIGNATURE PAGE
IN WITNESS WHEREOF, the parties have caused their names to be signed on this the
18 day of May , 2021.
THE TOWN OF WATERFORD GENERAL GOVERNMENT
ADMINISTRATORS
ROBERT J. BRULEY , v (
FIRST SELECTMAN/CHIEF EXECUTIVE
AULLL, ellectens
" 0
A CM Sw
19

GGA CLASSIFICATION SCHEDULE 2020-2021
APPENDIX A
Class. | Position pi | Min (S4)) | existing | Max, (8-2)
A Program Coordinator Recreation & Parks $53,956 $61,662 $67,445
Program Coordinator Youth Services $53,956 $56,549 $67,445
Program Coord (DFC Youth Services $53,956 - $67,445
Grant)
B Assistant Director Senior Services $62,464 $67,103 $78,080
Deputy Town Clerk Town Clerk $62,464 $73,592 $78,080
Municipal Facilities Mgr. | Public Works $62,464 $70,500 $78,080
c Zoning Official Planning & Zoning $70,587 $72,175 $88,234
Environmental Planner Planning & Zoning $70,587 $96,794 $88,234
Asst. Building Official Building Department $70,587 $87,930 $88,234
Asst. Building Official Building Department $70,587 $78,221 $88,234
Purchasing Agent Finance Department $70,587 $78,421 $88,234
Assistant Director Recreation & Parks $70,587 $80,373 $88,234
Assistant Assessor Assessor $70,587 $98,493 $88,234
Emergency Mgmt. & Emergency $70,587 $76,881 $88,234
Comm. Supervisor Management
D Youth & Family Services | Youth Services $75,925 $87,112 $94,906
Director
Building Official Building Department $75,925 $96,684 $94,906
Planner Planning & Zoning $75,925 $96,794 $94,906
Accountant Finance Department $75,925 $85,063 $94,906
Senior Services Director | Senior Services $75,925 $85,128 $94,906
E Assistant Director Utility Commission $81,000 $101,371 $101,250
General Foreman Public Works $81,000 $99,543 $101,250
Assessor Assessor $81,000 $98,160 $101,250
F Assistant Director Public Works $86,000 $106,198 $107,500
Employees hired on or before July 1, 2020, who are at or above the salary range maximum during the
term of the July 1, 2020-June 30, 2023 agreement, shall continue to receive the general wage increases set
forth in the July 1, 2020-June 30, 2023 agreement.
20

GGA CLASSIFICATION SCHEDULE 2021-2022
Class . Position’ e - ee | Department - 2 a = Min. (S-1) ae Ex isting SS o Max. (S-7)5-
A Program Coordinator Recreation & Parks $53,956 $63,049 $67,445
Program Coordinator Youth Services $53,956 $57,821 $67,445
Program Coord {DFC Youth Services $53,956 - $67,445
Grant)
B Assistant Director Senior Services $62,464 $68,613 $78,080
Deputy Town Clerk Town Clerk $62,464 $75,248 $78,080
Municipal Facilities Mgr. | Public Works $62,464 $72,086 $78,080
c Zoning Official Planning & Zoning $70,587 $73,799 $88,234
Environmental Planner Planning & Zoning $70,587 $98,972 $88,234
Asst. Building Official Building Department $70,587 $89,908 $88,234
Asst. Building Official Building Department $70,587 $79,981 $88,234
Purchasing Agent “Finance Department $70,587 $80,185 $88,234
Assistant Director Recreation & Parks $70,587 $82,181 $88,234
Assistant Assessor Assessor $70,587 $100,709 $88,234
Emergency Mgmt. & Emergency $70,587 $78,611 $88,234
Comm. Supervisor Management
D Youth & Family Services | Youth