Public Safety Dispatchers Collective Bargaining Agreement (July 2022 to June 2026) (PDF)

AGREEMENT
BETWEEN THE
TOWN OF WATERFORD
-AND-
UPSEU,
WATERFORD PUBLIC SAFETY DISPATCHERS UNIT
JULY 1, 2022 — JUNE 30, 2026

Table of Contents
PREAMBLE, wsassssssccsnessacsssnesenesonnanninasnsqeassonasneasmencnennosanseanensnanendndseansdinsssiaesiclad tan ETT GRIT 3
ARTICLE I —RECOGNITION vsssnnmnnmnanianinnnnunrcnranmmnn nnn nme 3
ARTICLE II - MANAGEMENT RIGHTS ....... 3
ARTICLE III - STRIKES AND LOCKOUTS ....ccccesseesessesessesessseseesssennenees 4
ARTICLE IV - UNION SECURITY / AGENCY SHOP / DUES DEDUCTION. 4
ARTICLE V - GRIEVANCE PROCEDURE .......ccccsssssssssesesssesssesseessseseseeeneaes aD
ARTICLE VI - DISCIPLINARY PROCEDURES AND PRIVILEGES «6
ARTICLE VIL - SENIORITY ssssssssssssesssssssvsissevssssvasovesnsscivvessivevovevenasssassveesesssvenvontsereavavsvevevenueseances 7
ARTICLE VIII - ASSIGNMENTS AND PROMOTIONS. ......cccccsessesseesesesseseseesesssesseeeasseenenes 8
ARTICLE IX - RATES OF PAY ...esesesecesseseseseseseeseeeseeeeees 9
ARTICLE X —- OVERTIME AND PREMIUM PAY.. 
9
ARTICLE XI - LONGEVITY PAY ssscccssssssvsvssssesnsssaovevavsaxsssesessvanssonepneswexsrsscssvonsvsvevsssesseesaeveeses
ARTICLE XII - UNIFORM AND CLOTHING ....cccccccscsescesesesesescsesssseeeesesescaeseeseeseeseseeeesnees
ARTICLE XIII - COLLEGE EDUCATION INCENTIVE... well
ARTICLE XIV - HOURS AND DAYS OF WORK........... we 12
ARTICLE XV - HOLIDAYS .....cecceeeseeeeeteeseeeeees wo 13
ARTICLE XVI - VACATIONS ... we 14
ARTICLE XVII - SICK LEAVE............ we LS
ARTICLE XVIII - PERSONAL LEAVE .....ccccsesscssesssssessesssesssssssesesssssssssssessssssssssesssessesesseseenenees 16
ARTICLE XIX.- FUNERAL LEAVE vasssvissssssssamanansianasinneananseoresecsanarsnsenervrcennensness 17
ARTICLE XX- INJURY LEAVE ......ccceeeees wes LT
ARTICLE XXI - UNION BUSINESS LEAVE.............. wee 17
ARTICLE XXII - INSURANCE AND RETIREMENT
ARTICLE XXIII - GENERAL PROVISIONS
ARTICLE XXIV - SCOPE OF AGREEMENT... wee
APPENDIX A — DISPATCHER SCHEDULE .............. wee 23
APPENDIX B — HIGH DEDUCTIBLE HEALTH PLAN.
APPENDIX C= DENTAL wesssnsessntesnneeinieenesen 2d
APPENDIX D - WAGE SCHEDULE... 30
APPENDIX E — VISION CARE ..sssssnnstsisneinnnnnntinnnnntnsinninnnsnnnnnne 32

PREAMBLE
The parties to this Agreement are the Town of Waterford (hereinafter referred to the "Town" or
"Employer") and United Public Service Employees Union, hereinafter referred to as “UPSEU” or
“Union” on behalf of the Waterford Public Safety Dispatchers Unit hereinafter referred to as the
“bargaining unit.”
11
2.1
ARTICLE | — RECOGNITION
The Town recognizes the Union as the sole and exclusive bargaining agent for all Public
Safety Dispatchers, inclusive of Dispatcher | and Dispatcher II/Training Coordinator, who
work 20 or more hours per week excluding those positions which would be excluded in
accordance with the Municipal Employees Relations Act, C.G.S. 7-467 et seq. and,
further, as provided by Connecticut State Board of Labor Relations Decision No. 4548
(2013).
ARTICLE Il - MANAGEMENT RIGHTS
The Employer shall continue to have, whether exercised or not, all of 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 of this Agreement, including the following items:
(a) the operation and direction of the Waterford Emergency Communications Center
("‘WECC’);
(b) the determination of the level of services to be provided;
(c) the direction, control, and supervision of employees;
(d) the establishment or change of job descriptions;
(e) the institution of technological changes;
(f) the revising of processes, systems or equipment;
(g) the alteration, addition or elimination of existing methods, equipment or facilities;
(h) the determination of the location, organization, number and training of personnel;
(i) the assignment of duties and work assignments;
(j) the assignment of duty stations;
(k) the scheduling and assigning of leaves;
3

3.1
3.2
3.3
4.1
4.2
(l) the hiring, appointment and promotion of employees;
(m) — the demotion, suspension, discipline or discharge of employees for just cause;
(n) the making, amendment and enforcement of such rules, regulations, operating and
administrative procedures from time to time as the Employer deems necessary;
(0) the layoff of employees due to lack of funds or of work;
(p) during an emergency, the Town shall have the right to take any action necessary
to meet the emergency notwithstanding any contrary provisions of this Agreement.
(q) the entry into an inter-local, regional agreement and/or other agreement as
recognized under state law to provide dispatch services.
The parties agree, however, that the exercise of any managerial right which concerns or
impacts wages, hours or work conditions shall be first negotiated with the Union.
ARTICLE Ill - STRIKES AND LOCKOUTS
The Union agrees that neither the Union nor any of its local officers or members covered
under this Agreement, will call, institute, authorize, participate in or sanction any strike,
work stoppage, slowdown, sick out, sympathy strike, or refusal to perform in whole or in
part their duties of employment.
The Union agrees further that should any member or group of members covered by this
Agreement engage in any such job action, the Union shall disavow such activity, refuse to
recognize any such job action and will notify, in writing, such member or group of members
to terminate any such job action.
The Town shall not lock out employees.
ARTICLE IV - UNION SECURITY / AGENCY SHOP / DUES DEDUCTION
All employees, covered herein, who voluntarily join or voluntarily remain in the Union may
voluntarily pay to the Union each pay period during the life of this Agreement, or any
extension thereof, Union dues.
The Town agrees to deduct Union membership dues, on a pay period basis, from the pay
of those employees who individually and in writing voluntarily authorize such deductions.
The amount to be deducted shall be certified to the Town by the Union, and the aggregate
deductions of all employees shall be remitted each pay period to UPSEU, 3555 Veterans
4

4.3
4.4
4.5
4.5
5.1
5.2
5.3
5.4
Highway, Suite H, Ronkonkoma, NY 11779. The Union will notify the Town in writing of
any address change.
In the event an employee receives no compensation on the payday on which dues are to
be deducted, no deductions shall be made for that pay period.
When a member's dues are not deducted by reason of the conditions described in Sec.
4.3, or by reason of an extended absence from the Department during which time the
member is not receiving compensation, and such member returns to active duty, the Town
shall reactivate and continue the deduction of the member's dues.
The Union agrees to indemnify and save the Town harmless from and against any and all
claims, suits or other form of liability, including, but not limited to, reasonable court costs
and legal fees, that may arise out of or by reason of action or inaction taken by the Union,
or the Employer for the purpose of complying with any provision of this Article, or in
reliance on any list, notice or assignment furnished under any such provision, including
reasonable attorneys’ fees and costs.
The Union agrees to indemnify and save the Town harmless from and against any and all
claims, suits or other form of liability, including, but not limited to, reasonable court costs
and legal fees, that may arise out of or by reason of action or inaction taken by the Union,
or the Employer for the purpose of complying with any provision of this Article, or in
reliance on any list, notice or assignment furnished under any such provision.
ARTICLE V - GRIEVANCE PROCEDURE
A grievance is an allegation by an individual employee and/or the Union of a dispute
involving the interpretation or application of this Agreement including, but not limited to:
(a) discharge, termination, suspension or other disciplinary action. Corrective or
developmental counseling of an employee by a supervisor is not considered
disciplinary action.
Any employee may use this grievance procedure with or without Union assistance. An
employee utilizing this grievance procedure without Union assistance may do so only
through Step 2. Only the Union may submit a grievance to arbitration.
No grievance settlement shall be made as a result of an individually processed grievance
without Union involvement.
A grievance shall be processed in the following three (3) steps.
Step 1. Any employee and/or the Union shall reduce the grievance to writing and
submit it to the Emergency Management Director within fifteen (15)
calendar days of the date of the occurrence. The Emergency Management
5

5.5
5.6.
5.7
6.1
Director shall submit his/her decision in writing to the aggrieved employee
and/or the Union (if participating), within fifteen (15) calendar days of
receipt of the grievance.
Step 2. If the employee and/or Union (if participating) are not satisfied with the
decision rendered by the Emergency Management Director, the employee
and/or the Union (if participating), shall submit the grievance in writing
within fifteen (15) calendar days, to the Director of Human Resources for
the Town. Within fifteen (15) calendar days after receiving such grievance,
the Director of Human Resources shall render his/her decision in writing to
the employee and the Union.
Step 3. If the Union is not satisfied with the decision rendered, the Union may,
within fifteen (15) calendar days, submit the grievance to the Connecticut
State Board of Mediation and Arbitration (CSBMA), with written notice to
the Director of Human Resources. Either party may transfer a grievance
to the American Arbitration Association (AAA) in lieu of the CSBMA. For
discipline consisting of suspensions of five (5) days or greater, discharges
or terminations from employment, the Town and Union will split AAA costs
and arbitrator fees equally; for all other grievances submitted or transferred
to AAA, the party submitting or transferring the grievance bears the AAA
costs and arbitrator fees.
The jurisdiction and authority of the arbitrator and his opinion and award shall be confined
to the interpretation and/or application of the provisions of this Agreement at issue
between the Union and the Town. He/She shall 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 Town 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 on the employee,
the Union, and the Town.
The mediation services of the Connecticut State Board of Mediation and Arbitration
(“CSBMA’) and/or other mediator may be used at any time during the grievance and/or
arbitration process provided both parties mutually agree on the desirability of this service.
Time extensions beyond those set forth in this grievance procedure may be arrived at by
mutual, written agreement of the Town and employee and/or Union (if participating) for
Steps 1 and 2, and the Town and Union only for Step 3.
ARTICLE VI - DISCIPLINARY PROCEDURES AND PRIVILEGES
No employee who has successfully completed his/her probationary period shall be
discharged, terminated, suspended or disciplined in any manner except for just cause.
Corrective or developmental counseling of an employee by a Supervisor does not
constitute discipline and shall not be grievable and/or arbitrable.
6

6.2
7.1
7.2
7.3
Not later than ten (10) calendar days prior to the date of any Loudermill conference, the
Town shall furnish the Union with copies of all statements, reports, and other documents
relied upon by the Town in support of the charges against the employee, including, if
applicable, documents related to any civilian complaint which formed a basis for the
proposed discipline.
ARTICLE Vil - SENIORITY
For employees entering the bargaining unit on or after July 1, 2014, “seniority” shall be
defined as length of service within the bargaining unit. There shall be no loss in seniority
(and seniority will continue to accrue) during vacation time, sick leave, temporary layoff,
suspension, authorized leaves of absence, or call to military service.
Seniority shall cease upon:
(a) Resignation and Town-issued notice accepting the resignation;
(b) Discharge or termination, and restoration of seniority is not otherwise required by
virtue of the grievance/arbitration procedure or law;
(c) Layoff for a period of twelve (12) consecutive months, or for a period equal to the
employee’s seniority at the time of layoff (whichever is less);
(d) Failure to return to work upon an expiration of an approved leave of absence,
including paid and/or unpaid sick leave;
(e) Failure to provide notice or intent to return to work after recall within ten (10)
calendar days following mailing written recall notice and/or confirmed receipt of
written recall notice (which occurs first), or failure to return to work on the date
specified in the written recall notice (which specified date shall be 21 or more
calendar days from the date of the letter). Notice of intent to return must be in
writing and made to the person authoring the written recall notice to which the
individual is responding.
No employee covered by this Agreement shall attain seniority under this Agreement until
successful completion of the probationary period. The probationary period consists of
continuous employment for a period of twelve (12) months as a dispatcher ending with a
successful evaluation, however, if training is ongoing, the probationary period will
automatically be extended to eighteen (18) months. During the probationary period the
employee may be disciplined, discharged and/or terminated by the Town without recourse
to the grievance and/or arbitration procedure. Upon completion of the probationary period,
the seniority of an employee shall date back to the time of the employee’s hire as an
employee covered by this Agreement.

7.4
7.5
7.6
8.1
8.2
8.3
8.4
In the case of layoffs, no bargaining unit member shall be laid off until all part-time non-
bargaining unit dispatchers have been laid off. Bargaining unit members may, in lieu of
layoff, be offered a reduced schedule in the discretion of and/or consistent with the needs
of the Town. No non-bargaining unit dispatchers shall be hired or re-hired until laid off
bargaining unit members are recalled for dispatcher positions (within the recall time frame
for seniority set forth in 7.3), which positions may or may not equate to twenty (20) or more
hours. Recalled bargaining unit members may require various levels of training and/or
certification, dependent upon the length of layoff, and, if resuming membership in the
bargaining unit, shall have the seniority, and be paid the hourly rate earned, as of the time
of layoff. In the event of layoffs of bargaining unit members, layoffs shall be in inverse
order of seniority and rehire shall be by seniority at the time of layoff.
The Employer shall be entitled to rely upon the dispatcher’s last known address according
to its records. It shall be the dispatcher’s responsibility to keep his/her current address on
file with the Employer.
The Town shall maintain a seniority list for all bargaining unit members which will include
each employee’s date of hire, classification and rate of pay. This list will be updated on
or about July 1 each year, with a copy provided to the Union.
ARTICLE VIII - ASSIGNMENTS AND PROMOTIONS
The bargaining unit includes two (2) classifications of employees:
Dispatcher |
Dispatcher II/Training Coordinator
The Dispatcher II/Training Coordinator classification shall be considered to be a
promotion.
A member of the bargaining unit shall not be eligible for consideration as a Dispatcher
\l/Training Coordinator until the individual has completed three (3) years of public safety
communications/dispatch in the WECC, possesses current APCO certification, and is a
current certified APCO instructor. The Employer may recognize comparable certifications
in lieu of APCO. This section otherwise may be waived, but only upon mutual agreement
between the Employer and the Union, and said waiver shall be without precedent.
When a vacancy in the Dispatcher II/Training Coordinator classification is created and it
is determined by the Town that it will be filled, the Town shall administer an examination
(50% oral and 50% written) related to the Dispatcher II duties and responsibilities
contained in the job description. The top three (3), if any, employees with scores of 70%
or higher then will be submitted for consideration for promotion. The Employer in its
discretion may select from any of the employees submitted for consideration. Eligibility
for the vacancy shall be determined at the time of the examination.

9.1
9.2
9.3
9.4
10.1
10.2
ARTICLE IX - RATES OF PAY
Effective and retroactive to July 1, 2022 the rates of pay for all employees shall be
increased by two and one-half percent (2.5%). See Appendix D.
Effective July 1, 2023, the rates of pay for all employees shall be increased by two and
one-half percent (2.5%). See Appendix D.
Effective July 1, 2024, the rates of pay for all employees shall be increased by two and
one-half percent (2.5%). See Appendix D.
Effective July 1, 2025, the rates of pay for all employees shall be increased by two and
one-half percent (2.5%). See Appendix D.
ARTICLE X — OVERTIME AND PREMIUM PAY
An employee shall receive one-and-one half (1 1/2) times his/her regular hourly rate of
pay for all hours worked over forty (40) hours in one week. Compensation for hours
actually worked over forty (40) in one week is “overtime” pay for purposes of this
Agreement. Paid leave excluding sick time is considered hours actually worked for the
determination of overtime pay.
There shall be no pyramiding of overtime pay and any premium pay. In the event of
conflicting pay rates, the higher rate shall be paid.
(a) Shifts which become available due to planned or unplanned employee absences
and which the Town determines to fill will be distributed by seniority on a rotating
basis among a combined group of Dispatcher | and Il. No employee may be
skipped, but a refusal will move the employee to the bottom of the rotation. In the
event that the Town must attempt to contact employees by phone, it will do so on
up to two (2) telephone numbers on record with the Town; refusals include the
failures to answer phones. Employees are responsible for providing current
telephone contact information to the Town at all times.
(b) Except in cases of emergency or cases of unforeseen absence of another
employee(s), employees shall not be required to work more than sixteen (16) hours
in any twenty-four (24) hour period.
(c) Mandatory holdover or order-in shall be made on the basis of fewest hours of
overtime worked. In case of a mandatory holdover or order-in, the Town shall make
every effort to give two (2) hours’ notice to the employee. The Union and the Town
recognize there are situations which prevent such a two (2) hour notice. In such
circumstances, no notice is necessary and the Town will make reasonable efforts
to relieve the employee as soon as possible. Employees who are on approved,
paid time off shall not be subject to mandatory holdover or order in. Additionally,
9

10.3
10.4
10.5
11.2
employees shall not be mandated on their regularly scheduled days off if the
employee has been granted an approved, paid day off before and after his/her
regularly scheduled day off and if the employee otherwise is unable to respond
(e.g., if out of state, attending event, etc.).
Absent emergency circumstances or cases of unforeseen absence of another
employee(s), an employee held over or ordered in will not be held over or ordered
in again within a three (3) work day period. For purposes of this section, an
employee’s three (3) day work day period shall begin immediately after the end of
the shift the employee was held over or ordered in for and will end seventy-two
(72) hours later.
(d) Full time dispatchers shall have the first right of refusal for overtime opportunities,
except for overtime for regularly scheduled part-time shifts.
(e) All mandated shifts will be paid at a rate of time and one-half.
Upon a dispatcher’s acceptance of scheduled overtime, he/she has committed to the
Department his/her availability for normal scheduling. This dispatcher’s commitment
becomes mandated and permanent seven (7) days prior to the scheduled shift.
In the event of an inadvertent violation of Section 10.2(a) of this Article, the Town shall
offer the aggrieved employee the next available overtime opportunity, provided the
employee is not already working at that time, as the sole remedy.
Any Dispatcher | assigned to train a new employee shall be compensated with an
additional two dollars ($2.00) for each hour, or part thereof, spent training the new
employee.
ARTICLE XI - LONGEVITY PAY
Bargaining unit members as of the later of the date of ratification of the agreement or July
1, 2015, shall be eligible for longevity pay as follows:
Five (5) years to ten (10) years.............. $250.00
Ten (10) years to fifteen (15) years........... $400.00
Fifteen (15) years to twenty (20) years........ $550.00
Twenty (20) years and more................ $700.00
No individual who becomes a bargaining unit member after the later of the date of
ratification of the agreement or July 1, 2015, shall be eligible for longevity pay.
Such longevity payments shall be paid annually to the employee within thirty (30) days of
the anniversary month of hire.
10

11.3
12.1
13.1
13.2
In the event an active employee is discharged for any reason other than just cause, the
employee shall receive a prorated amount of longevity pay to which the employee would
be entitled on the employee’s next anniversary date.
ARTICLE Xil - UNIFORM AND CLOTHING
The Town shall provide members of the bargaining unit as of July 1, 2015, and new
bargaining unit members thereafter with three (3) long sleeved uniform shirts and three
(3) short sleeved uniform shirts to be worn during working hours. The Town will replace
shirts as needed upon request of employees. In addition the Town shall provide two (2)
sweatshirts, and will replace as needed upon request of employees. On a fiscal year basis
and upon presentation of valid receipts, the Town will reimburse employees for
docker/uniform style pants being khaki or navy blue in color and black colored shoes, not
to exceed a total of two hundred dollars ($200). No open toed shoes, jeans, shorts and/or
short skirts are permitted. Employees shall maintain a neat and clean appearance, with
no torn or tattered clothing.
ARTICLE XIill - COLLEGE EDUCATION INCENTIVE
An amount of ten dollars ($10.00) per annum per college credit shall be paid to any
employee who successfully completed a course at an accredited college or university,
provided, however, that the employee has completed his/her probationary period and that
payment under this provision shall not be made for more than one hundred and twenty
(120) credits cumulative.
The Town will pay the cost of tuition, course registration and books incurred by employees
in seeking an Associate or Bachelor Degree as outlined below, provided the employee
has completed his/her probationary period. Course reimbursement may be granted for
coursework intended to enhance professional growth and contribute to a more effective
performance of duties provided the course, whether taken on-line or in person, must be
taken at a college or university accredited by an accreditation organization recognized by
the United States Department of Education, must be approved in advance by the
Emergency Management Director, and a grade of “C” or better is earned. Courses and
programs must be approved at least fifteen days prior to the start of the course. Eligible
course(s) will be reimbursed upon successful (i.e., “C” or better) completion.
The Town will provide for reimbursement of up to $12,000 total for all employees per fiscal
year; each employee, however, may only take up to two (2) courses per fiscal year, and
may only be reimbursed up to $3,000 per fiscal year. Requests for reimbursement must
be submitted no later than June 30 of the fiscal year in which the course was taken, and
reimbursement will be made within thirty (30) days following submission.
11,

14.1
14.2
14.3
ARTICLE XIV - HOURS AND DAYS OF WORK
Definitions
(a) A “bid cycle” is identified as a 28 day period in which an employee is assigned
through a bid shift process to a position on the work schedule.
(b) A “work week’ is based on the (7) day calendar week, which for payroll purposes
shall be Sunday at 12:01 a.m. to Saturday at 12:00 midnight.
For purposes of this Article there shall be twelve (12) hours and eight (8) hours work shifts
for Dispatcher I:
0700 hours to 1500 hours
0700 hours to 1900 hours
1900 hours to 0700 hours
1500 hours to 2300 hours
2300 hours to 0700 hours
Dispatcher | will generally be scheduled for 40 hours per week, with two (2) eight (8) hour
shifts and two (2) twelve (12) hour shifts.
Dispatcher II/Training Coordinator: 0800-1600 hours with Saturday and Sunday off. Upon
five (5) days’ notice, however, the Town may flex the schedule of the Dispatcher II/Training
Coordinator to eight (8) consecutive hours between the hours of 0700-1900, with Saturday
and Sunday off. The Town and Dispatcher II/Training Coordinator may otherwise mutually
agree to modify the 0800-1600 shift for any specific day.
Nothing contained in this Article or otherwise in this Agreement, however, shall be
construed as a guarantee or commitment by the Town to any employee of a minimum or
maximum number of hours of work per day, per week or per year.
Rotation System for Dispatcher |
(a) The work schedule for Dispatcher | is set forth in Appendix A. Dispatcher | will
rotate every twenty-eight (28) days as set forth in Appendix A. In the event a
vacancy occurs, beginning with the first bid cycle following the vacancy, all
Dispatcher 1's will have an opportunity to participate in a full bid for placement on
the work schedule. Thereafter, Dispatcher 1’s will rotate every twenty-eight (28)
days as set forth in Appendix A. The Town maintains the right, however, to
reorganize the shift assignments in the best interests of the Town and/or when any
new Dispatcher | is hired.
NOTE: The schedule in Appendix A will reference the part-time hours and the
modification to the Dispatcher II schedule with the implementation of part-time
dispatchers.
12

15.1
(b)
(c)
(a)
(b)
(c)
Upon request to and approval by the Emergency Management Director or his/her
designee, employees shall be permitted to “swap” shifts within the seven (7) day,
Sunday — Saturday workweek identified in Section 14.1 provided that there is no
creation of overtime or premium pay resulting from the swap at the time the swap
is requested.
Accrued leave time will be used in an hour for hour format (e.g., 12 hours of sick
leave will be used for a 12 hour shift).
ARTICLE XV - HOLIDAYS
The following thirteen (13) days are recognized as holidays:
New Year’s Day January 1%
Martin Luther King’s Birthday Third Monday in January
President’s Day Third Monday in February
Good Friday Friday of Easter Weekend
Easter Sunday Easter Sunday
Memorial Day Last Monday in May
Fourth of July July 4*
Labor Day First Monday in September
Columbus Day Second Monday in October
Veteran's Day November 11th
Thanksgiving Day Fourth Thursday in November
Day after Thanksgiving Day after Thanksgiving
Christmas Day December 25"
Each employee shall be credited with a due day when the holiday occurs.
Each employee shall be entitled to accumulate a total of twenty-six (26) due days.
On a yearly basis with the cutoff date of December ‘st, all due days over twenty-
six will be paid for at the employees regular rate of pay. To the extent practicable,
payment will be made during the first pay period of December.
In the event of an employee’s separation from employment in good standing (i.e.,
separation from employment with two (2) weeks’ notice), his/her earned due days
shall be paid to him/her. In the event of an employee’s death, the employee’s
accrued due days shall be paid to the employee’s written, designated recipient, if
any.
Any employee who desires to take a due day must submit a written request to the
Emergency Management Director or his/her designee no later than fourteen (14)
days prior to the date requested.
13

15.2
15.3
16.1
16.2
The department may accept requests submitted less than fourteen (14) days
before the date requested and any such exceptions granted by the Department
shall be without precedence.
An employee actually working on a holiday shall be paid at the premium rate of one-and-
one half (1 1/2) times his/her regular hourly rate of pay for all such hours worked, with the
exception of Christmas Day and Thanksgiving Day, for which an employee shall be paid
at the premium rate of two (2) times his/her regular hourly rate.
If an unanticipated national holiday or national day of mourning is declared by the federal
government and the Town observes the same for all Town services other than dispatch,
police protection and fire protection, an employee who actually works on such a day shall
be paid at the premium rate of one-and-one half times his/her regular hourly rate or pay
for all hours worked. The provisions of Section 15.1 do not apply to such a holiday or day
of mourning.
ARTICLE XVI — VACATIONS
Regular full-time Telecommunicators hired before October 9, 2015, shall earn vacation
leave at the employee's regular rate of pay in accordance with the following schedule:
(a) After one (1) year(s) 80 hours plus eight (8) additional hours for each year
of service up to a maximum total of one hundred
sixty (160) hours.
(b) After fifteen (15) years 176 hours
(c) After twenty (20) years 200 hours
Regular full-time Telecommunicators hired on or after October 9, 2015, shall be granted
time off with pay for vacations according to the following schedule:
(a) After one (1) year 40 hours
(b) After three (3) years 80 hours
(c) After seven (7) years 120 hours
(d) After twenty (20) years 160 hours
The vacation period shall be between January 1st and December 31st of each year, and
each employee shall be afforded the opportunity to be off on vacation within the calendar
year. Employees shall be allowed to carry over on his/her anniversary date no more than
twenty (20) days of vacation; additional vacation shall be lost.
14

16.3
16.4
16.5
17.1
17.2
Requests for vacation day(s) shall be made not less than thirty (30) days in advance of
the requested day(s) off and are subject to the approval of the Town.
In the event that two or more employees at the same time seek the same vacation leave,
entitlement, if any, shall be determined in accordance with seniority as identified in Section
7.1,
Vacation requests submitted within the thirty (30) days prior to the requested day(s) off
may be granted in the discretion of the Town. The granting or denial of such requests by
the Town will be without precedence and shall not be subject to the grievance and/or
arbitration process.
In the event of an employee’s death, his/her earned vacation pay shall be paid to his/her
surviving spouse. In the event the deceased employee is not survived by a spouse, the
Town will attempt to contact employee’s surviving children, as identified by employee in
his/her personnel file, at the addresses most recently identified by employee in his/her
personnel file; the Town will pay said children in equal shares. Any Town payment under
this provision is not subject the grievance and/or arbitration process
In the event of an employee’s separation from employment in good standing (i.e.,
separation from employment with two (2) weeks’ notice), his/her earned vacation pay shall
be paid to him/her.
ARTICLE XVII - SICK LEAVE
Sick leave shall be considered to be absence from duty with pay for the following reasons:
(a) Illness or injury except where directly traceable to employment by an employer
other than the Town of Waterford;
(b) When an employee is required to undergo medical, optical or dental treatment,
and cannot, despite his/her best efforts, reasonably coordinate such treatment on
his/her off duty hours.
(c) In the event of illness, injury or maternity in the immediate family which requires
the attendance or aid of the employee for up to fifteen (15) days in a calendar year.
Sick leave shall be earned by each employee at the rate of ten (10) hours for each
calendar month of service, the total of which shall not exceed one hundred twenty (120)
hours in a twelve (12) month period, commencing with the month of hire, cumulative to
one thousand two hundred (1200) hours. Sick leave is not earned during periods of unpaid
leaves of absence and/or suspensions from employment (and earned leave for the month
will be pro-rated to the time actually worked).
15

17.3
17.4
175
17.6
18.1
18.2
18.3
Sick leave may only be used in increments of not less than under thirty (30) minutes sick
leave under Section 17.1(b) may only be used at the beginning or end of a shift.
Whenever an employee has been on sick leave for three (3) or more consecutive days, or
used sick leave during vacation, or before or after a holiday, and/or sick leave absence
occurs frequently or in a pattern and the employee has been notified in advance by his
supervisor that a doctors certificate will be required, the employee shall be required to
submit a certificate signed by a physician verifying the need for sick leave, the nature of
the illness or injury, together with a statement that the employee is fit to resume work.
The Union shall support the Town’s efforts to control abuse of sick time.
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 or
investigation shall be paid by the Town.
When an employee must be absent from work on sick leave, the employee must notify the
Emergency Management Director or designee as soon as reasonably practicable before
the start of the employee’s scheduled shift. Notifications shall be made by speaking with
the Emergency Management Director or designee (i.e. — on-duty police supervisor).
Any employee who becomes separated from the service by reason of death shall have
payable to the employee’s surviving spouse a lump sum of money that is equal to the
number of sick hours due such employee times the prevailing hourly rate of pay receivable
by such employee on the date of the employee’s death.
ARTICLE XVIII - PERSONAL LEAVE
All employees shall be entitled to two (2) days of personal leave per fiscal year (i.e., as of
July 1), non-cumulative, for the purpose of transacting personal business which cannot be
carried out on the employee’s regularly scheduled days off. Employees hired between July
2 and December 31 shall receive one-half (1/2) day personal leave as of January 1.
Personal leave days may not be taken in lieu of other paid or unpaid leave.
Personal days may also be used for voluntary schools, seminars or trainings; and/or as
an additional funeral day to that which is otherwise provided in this Agreement.
Any employee wishing to take a personal leave shall request the same in writing to the
Emergency Management Director or his/her designee, and identify the reasons for the
leave as provided by the current day off request form. Personal leave shall not be taken
on days immediately before or immediately after vacation leave, sick leave or holidays
unless an emergency occurs for which it is necessary to take the personal day.
16

19.1
19.2
19.3
20.1
21.1
21.2
ARTICLE XIX - FUNERAL LEAVE
Funeral leave not to exceed five (5) working days with pay may be granted an employee
in the event of the death of a spouse, mother, father, child, sister, brother, stepchild,
grandmother, grandfather or grandchild. All funeral leave shall be taken within fourteen
(14) days of the date of death. Upon the determination of the Director of Emergency
Management of the existence of extenuating circumstances, the five (5) working days may
be used to attend a service for the deceased outside of the fourteen (14) days.
Funeral leave not to exceed three (3) working days with pay may be granted for the
purpose of attending a family funeral in the event of the death of a mother-in-law or father-
in-law. All funeral leave shall be taken within fourteen (14) days of the date of death.
Upon the determination of the Director of Emergency Management of the existence of
extenuating circumstances, the three (3) working days may be used to attend a service
for the deceased outside of the fourteen (14) days.
Funeral leave not to exceed two (2) working days with pay may be granted for the purpose
of attending a family funeral in the event of the death of a brother-in-law, sister-in-law,
aunt, uncle, niece, nephew or other relative who might reside in the employee’s home if
not covered in Section 19.1 relationships.
ARTICLE XX- INJURY LEAVE
Injury leave, as distinguished from sick leave, shall mean paid leave given to an employee
due to absence from duty caused by an accident or injury which occurred while the
employee was engaged in the performance of the employee’s duties. Employees of the
Town are covered by workers’ compensation insurance and are paid stated amounts due
to injuries sustained on the job. The employee shall be paid by the employer for the
difference between the employee’s regular pay and workers’ compensation for a period
not to exceed nine (9) months. Extensions may be granted by the Chief Executive Officer
at the Chief Executive Officer’s option upon request. If, during the nine (9) month period
after the accident or injury, the disability is determined by the workers’ compensation
commission to be permanent, salary continuation payments by the Town will be
terminated.
ARTICLE XXI - UNION BUSINESS LEAVE
The three (3) members of the Union negotiating committee shall be granted leave from
duty with pay for all meetings between the Town and the Union for the purpose of
negotiating the terms of the Agreement.
One (1) member of the Union Executive Board and one (1) employee alleged to have been
specifically aggrieved (if any) shall be granted leave from duty with full pay for all meetings
between the Town and the Union for the purpose of processing grievances when such
17

21.3
22.1
meetings take place at a time during which such members are scheduled to be on duty.
This section does not apply to arbitration proceedings. Employees participating in
arbitration proceedings on behalf of and/or at the request or mandate of the Union (e.g.,
subpoena) must notify the Town and, to the extent available, utilize existing paid leave.
The President, or member elected to attend labor conventions and state-wide educational
conferences, may be granted leave with full pay provided that the President or elected
member is scheduled on duty at the time of said labor convention or state-wide
educational conference and further provided that the total leave for the purposes set forth
in this section shall not exceed two (2) working days in any fiscal year. All such leave
requests shall be made to the Emergency Management Director at least one (1) week in
advance; approval by the Emergency Management Director is subject to the operational
needs of the Town, but will not be unreasonably denied.
ARTICLE XXII - INSURANCE AND RETIREMENT
(a) | The Town shall provide eligible employees and their eligible dependents as the
sole Hospital, Medical and Prescription Plan, as follows:
HDHP partnered with an HSA ($2000 single/$4000 family), as described in
Appendix B.
Each fiscal year, the Town shall contribute the equivalent of 50% of the
deductible into the employee’s HSA in two equal installments on or about
July 1 and January 1.
Effective as soon as practicable following ratification, each employee shall
be responsible for fourteen and one-half percent (14.5%) for the HDHP
plan design of the applicable fully insured premium rates or fully insured
equivalent rates as determined by the insurance carrier or administrator for
all health insurance benefits excluding life insurance and accidental death
and dismemberment.
Effective July 1, 2023, each employee shall be responsible for fifteen
percent (15%) for the HDHP plan design of the applicable fully insured
premium rates or fully insured equivalent rates as determined by the
insurance carrier or administrator for all health insurance benefits excluding
life insurance and accidental death and dismemberment.
Effective July 1, 2024, each employee shall be responsible for fifteen and
one-half percent (15.5%) for the HDHP plan design of the applicable fully
insured premium rates or fully insured equivalent rates as determined by
the insurance carrier or administrator for all health insurance benefits
excluding life insurance and accidental death and dismemberment.
18

22.2
22.3
22.4
Effective July 1, 2025, each employee shall be responsible for sixteen
percent (16%) for the HDHP plan design of the applicable fully insured
premium rates or fully insured equivalent rates as determined by the
insurance carrier or administrator for all health insurance benefits excluding
life insurance and accidental death and dismemberment.
(b) 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.
(c) The employee contributions in this article will be deducted on a pre-tax basis.
(a) 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. The Dental plan is described in summary form in Appendix C.
(b) The Town will provide a vision benefit as described in summary form in Appendix
E with the employee paying the percentage cost share equal to that of the HDHP.
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
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 Blue 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 Insurance.
(a) Notwithstanding the above, if the Town is self-insured, employees hired before
July 1, 2015 may voluntarily elect to waive, in writing, to the Human Resource
Office health and dental insurance outlined in Article XXII and in lieu thereof, shall
receive an annual payment of one thousand dollars ($1,000), provided they are
not covered under another Waterford Town or Board of Education Health Plan.
Payment to those employees waiving such insurance coverage shall be made
payable at the end of the employee's anniversary year. Employees hired on or
after July 1, 2015, are not eligible for waiver of one thousand dollars ($1000).
19

22.5
22.6
23.1
23.2
If the Town is fully-insured, any employee, regardless date of hire, may voluntarily
elect to waive, in writing, to the Human Resource Office health and dental
insurance outlined in Article XXII and in lieu thereof, shall receive an annual
payment of one thousand dollars ($1,000). Payment to those employees waiving
such insurance coverage shall be made payable at the end of the employee’s
anniversary year.
(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
Human Resources Office, 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 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 over-compensated, for any waiver elected in this section.
(c) Notice of intention to waive insurance coverage must be received in the Human
Resources Office, at least two (2) months prior to the 1% of the month that the
insurance coverage will cease. The election to waive coverage shall only be
approved upon written proof of alternative insurance coverage.
(d) Waiver of coverage procedures must be acceptable to the applicable insurance
carrier.
Retirees are not eligible to purchase or otherwise participate in health insurance
continuation (other than what may be required under state and/or federal (e.g., COBRA)
law.
Pension Plan. All employees within the bargaining unit shall be eligible for Connecticut's
Municipal Employees Retirement System (“CMERS’) pension plan.
ARTICLE XXIill - GENERAL PROVISIONS
As soon as reasonably practicable following the ratification and execution of this and/or
successor Agreements, the Town shall provide each bargaining unit member with access,
electronically and/or in hard copy, to a copy of the Agreement and any written Rules and
Regulations of the WECC. The Town likewise, at the time of hire and/or as soon as
reasonably practicable thereafter, shall provide each new bargaining unit member with
access, electronically and/or in hard copy, to a copy of the Agreement and any written
Rules and Regulations of the WECC.
At the request of the Union, the Town will provide the Union with a bulletin board, the size,
appearance and location of which shall be satisfactory to the Emergency Management
20

23.3
23.4
23.5
24.1
24.2
24.3
24.4
24.5
Director, for the sole purposes of posting announcements of Union meetings, Union
elections and the results thereof, appointments to Union offices, changes in Union by-
laws, and social and recreational affairs.
The Chief Executive Officer may grant leaves of absence without pay for a period not to
exceed one (1) year. The decision of the Chief Executive Officer to deny leaves of
absence and/or to grant in part (e.g., for a short period of time than requested) is not
subject to the grievance and arbitration provisions of the contract. No benefits accrue
and/or are provided for absences in excess of one (1) month.
The Town retains the discretion to convert employees from weekly to bi-weekly pay upon
conversion of all other employees, and will provide advance written notice to employees
and the Union in the event of such change.
Each employee will be paid by direct deposit to his/her designated bank account(s).
ARTICLE XXIV - SCOPE OF AGREEMENT
Duration: This Agreement shall be effective as of the date of ratification and acceptance,
and shall remain in full force and effect through the thirtieth day of June, 2026. Successor
Agreements shall be negotiated pursuant to the Municipal Employee Relations Act.
If any Article or any section of this Agreement is declared invalid for any reason, such
declaration of invalidity shall not affect other articles or sections, or portions thereof, which
shall be valid. The Town and Union shall meet to negotiate a clause to replace the clause
declared invalid.
Notwithstanding anything in this Agreement to the contrary, the employer shall have the
right to take any action necessary to ensure its wage and hour practices comply with
applicable law.
Changes in this Agreement, whether by addition, waiver, deletion, amendment, or
modification, must be reduced to writing and executed by both the Town and the Union.
The failure of the Town or the Union to insist in any one or more incidents, or upon
performance of any of the terms or conditions of the Agreement, shall not be considered
as a waiver or relinquishment of the right of the Town or Union to future performance of
any such term or condition, and the obligations of the Town and the Union to such future
performance shall continue in full force and effect.
The paragraph captions used in this Agreement are included solely for convenience and
shall not affect or be used in conjunction with the interpretation of this Agreement.
21

_(4 IN WITNESS WHEREOF the parties have caused their names to be signed on this the
13. day of Othohey_, 2022.
TOWN OF WATERFORD UPSEU
BY: BY. £- A>
ROBERT J. BRULE KEVIN E. BOYLE, JR7
FIRST SELECTMAN UNION PRESIDE
DATE:__ £2 dslo02 2 DATE: lol ] 3 [20a 2
py:(hretett yt JUL BY, geo
CHRISTINE WALTERS CRAIG-MANEMEF--N-HOUSE-GOUNSEL
DIRECTOR OF HUMAN RESOURCES Se a ee ee
SY MAN Gn) a a (FESILENT
DATE:_/0 lizl2z pate:_ 1° 14/2022
22

APPENDIX A — DISPATCHER SCHEDULE
Sun Mon Tue Wed Thurs Fri Sat
Disp 1 7A-7P | 7A-7P 7A -3P 3P-11P OFF OFF OFF
Disp2 7A-7P | 7A-7P OFF 3P-11P OFF OFF 7A - 3P
Disp 3 OFF OFF OFF 7A-3P 7A-7P 7A-7P 3P-11P
Disp 4 OFF OFF OFF 7A -3P 7A-7P 7A-7P 3P-11P
Disp 5 7P-7A