Police Union Collective Bargaining Agreement (July 2022 to June 2026) (PDF)

Collective Bargaining Agreement
Between
Town of Waterford
And
July 1, 2022 ~ June 30, 2026
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Table of Contents
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DISCIPLINARY PROCEDURES AND PRIVILEGES
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B. SPONTANEOUS OVERTIME:
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VACATIONS
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SCOPE OF AGREEMENT ...........
APPENDIX A — WAGE SCHEDULES anes
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APPENDIX A — WAGE SCHEDULES
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APPENDIX A — WAGE SCHEDULE
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DENTAL PLAN
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The parties to this Agreement are the Town of Waterford (hereinafter referred to as the “Town” or
“Employer”) and United Public Service Employees Union/Connecticut Organization for Public Safety
PREAMBLE
Division (UPSEU/COPS), Waterford Police Union (hereinafter referred to as the “Union”).
11
2.1
The Town recognizes the Union as the sole and exclusive bargaining agent for all full-time
investigatory and uniformed employees of the police department with authority to exercise police
ARTICLE I
RECOGNITION
powers, exclusive of the chief and deputy chief of police.
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
ARTICLE II
MANAGEMENT RIGHTS
specific provision in this Agreement, including, but not limited to, the following items:
>
ZEP ASH OM OOD
the operation and direction of the Police Department;
the determination of the level of services to be provided;
the direction, control, supervision and evaluation of officers;
the establishment or change of job assignments;
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;
the assignment of duties and work assignments;
the assignment of duty stations;
the scheduling and assigning of leaves;
the hiring, appointment and promotion of officers;
the demotion, suspension, discipline or discharge of officers for just cause;

3.1
3.2
3.3
4.1
4.2
O. 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;
P; the transfer, layoff, or relief of employees from duty for legitimate reasons.
Q. 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.
ARTICLE Il
STRIKES AND LOCKOUTS
The Union agrees that neither the Union nor any of its officers, agents or members, nor any
officer 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 duties of employment, including upon termination of this Agreement.
The Union agrees further that should any officer or group of officers 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 employee or group of employees to terminate
any such job action.
The Town and the Department shall not lock out employees during the life of this Agreement,
including upon termination of the Agreement.
ARTICLE IV
UNION DUES AND DEDUCTION
a) All employees, covered herein who voluntarily join or voluntarily remain in the Union
may voluntarily pay to the Union each week during the life of this Agreement, or any
extension thereof, Union Dues.
b) The Town agrees to deduct Union membership initiation fees, if any, and weekly dues
from the pay of those employees who individually and in writing voluntarily authorize
such deductions. The amounts to be deducted shall be certified to the Town by the
Treasurer of the Union, and the aggregate deductions of all employees shall be remitted
weekly to a maximum of 4 times per month to the Treasurer of the Union after such
deductions are made.
In the event an employee receives no pay on the payday in which dues are to be deducted, no
deductions shall be made for that week.

4.3
4.4
5.1
5.2
5.3
5.4
When a member’s dues are not deducted by reason of the conditions described in Sec. 4.2, or by
_ reason of an extended absence from the Department during which time the member is not paid,
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 against any and all claims, suits and
other forms of liability arising out of the deduction of money for union dues from an employee’s
pay including reasonable attorneys’ fees and costs. The Union assumes full responsibility for the
disposition of the monies so deducted once they have been turned over to the Treasurer of the
Union.
ARTICLE V
GRIEVANCE PROCEDURE
A grievance is a dispute between an employee (or the Union) and the Town involving the
interpretation or application of this Agreement including:
a) Discharge, suspension or other disciplinary action.
b) Interpretation and application of rules and regulations and policies of the Waterford
Police Department.
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 made as a result of an individually processed grievance shall contravene
the provisions of this Agreement.
A grievance shall be processed in the following two (2) steps.
Step 1.
a) With the exception of a grievance from the removal or suspension of an officer
for more than thirty (30) days by the Board of Police Commissioners, any
employee who has a grievance shall reduce the grievance to writing and submit it
to the Chief of Police within ten (10) working days of the date of the occurrence,
and the Chief of Police shall use his best efforts to settle the dispute. The Chief of
Police shall submit his decision in writing to the aggrieved employee and the
employee’s representative, if any, within ten (10) working days of receipt of the
grievance.
b) A grievance from the removal or suspension of an officer for more than thirty (30)
days, shall skip Step 1 and be filed directly at Step 2.

5.5
5.6
5.7
5.8
5.9
5.10
5.11
Step 2. If the Union is not satisfied with the decision rendered, the Union may, within
fifteen (15) working days, submit the grievance to the Connecticut State Board of
Mediation and Arbitration (CSBMA), with written notice to the Town, and the
decision rendered by the arbitrator(s) shall be final and binding upon both parties.
Any grievance dealing with discipline of less than ten (10) days suspension may
be arbitrated under the expedited rules of the Board. In lieu of arbitration before
the Connecticut State Board of Mediation and Arbitration, either party may
transfer discipline or non-disciplinary discharge cases to the American Arbitration
Association (“AAA”) provided however, that if the discipline involves less than
a twenty (20) day suspension, the expenses of AAA shall be borne by the moving
party and provided further that if the discipline is greater than or equal to a twenty
(20) day suspension (including termination or a non-disciplinary discharge), the
expenses of AAA shall be shared equally by the Town and the Union. When
either the Town or the Union seeks to move a matter to AAA, the moving party
shall provide notice of the transfer within five (5) working days of the transfer.
Under no circumstances shall a case be transferred to AAA after the CSBMA has
scheduled such case for arbitration, unless by mutual agreement of both parties.
The mediation services of the State Board of Mediation and Arbitration may be used provided
both parties mutually agree on the desirability of this service.
If either of the parties related to the grievance process desire to meet for the purpose of oral
discussion, a meeting shall be requested and scheduled.
Time extensions beyond those stipulated in this grievance procedure may be arrived at by mutual
agreement of both parties concerned and submitted in writing.
Either party shall have the right to employ a public stenographer at any step in this procedure at
its own expense.
The Police Union shall be entitled to submit grievances in the name of the Police Union in the
same manner as is provided herein for employees.
Employees and the Police Union shall have the right to representation whenever representation
is desired by either an employee or the Police Union at their own expense.
Working days, as set forth in this Article, shall mean Monday through Friday, excluding
Saturday, Sunday and holidays.

5.12
6.1
6.2
6.3
6.4
6.5
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 aggrieved employee, the Union, and the Town.
ARTICLE VI
DISCIPLINARY PROCEDURES AND PRIVILEGES
No permanent employee shall be discharged, terminated, demoted, suspended or disciplined in
any manner except for just cause. Corrective or developmental instruction interviews of an
Officer by a Supervisor do not constitute discipline and shall not be grievable and/or arbitrable.
As used in this article, the term “demoted” may include the transfer of an employee laterally or
otherwise, resulting in a reduction of employee’s wages or other benefits the employee had in
said position.
The Chief and/or designee are authorized to award discipline upon a finding of just cause, to a
maximum penalty of thirty calendar (30) days’ suspension without pay. Such discipline may also
include lesser suspension and/or warnings or reprimands. The Chief is authorized upon a showing
of probable cause to place an employee who has been arrested on an unpaid administrative leave.
Where the Town proposes to implement discipline greater than or equal to a two (2) day
suspension, and up to, and including, termination, the Chief or designee shall before discipline
is imposed 1) serve written notice on the employee and the Union setting forth: (a) the nature of
the discipline proposed, (b) the general charges against the employee and the rules, if any, which
the employee is alleged to have violated, and c) offer to provide the documentation, if any, relied
upon by the Town; 2) provide the employee with an opportunity to meet, together with Union
representation if requested, with the Chief and/or designee in order to provide the employee with
an opportunity in writing or in person, to make a defense with respect to the proposed discipline.
The Employee shall have the opportunity to present at the meeting available witnesses and/or
documentation.
Discipline other than that described in Sec. 6.3 above shall be awarded only by the Board of
Police Commissioners who shall also be authorized to award those lesser amounts of discipline
described in Sec. 6.3 above, provided that no employee shall be discharged, terminated, demoted,
suspended, or disciplined in any other manner by the Board of Police Commissioners except for
just cause, and after being provided with an opportunity to meet, together with Union
representation, if requested, with the Board of Police Commissioners in order to provide the
employee with an opportunity in writing or in person, to make a defense with respect to the
proposed discipline. The Employee shall have the opportunity to present at the meeting available

6.6
6.7
6.8
6.9
6.10
6.11
witnesses and/or documentation. Further, in the case of removal the employee shall be entitled
to a hearing before said Board of Police Commissioners.
All removal proceedings before the Board of Police Commissioners shall require notice to the
employee at least fourteen (14) calendar days prior to the date of the removal hearing; parties
have the right to reschedule the removal hearing for cause. Said notice shall contain the particular
provisions of the Department’s Rules and Regulations the employee is alleged to have violated,
and shall further contain a detailed description of the acts allegedly committed by the employee
in violation of said Rules and Regulations.
Not later than ten (10) calendar days prior to the date of the removal hearing, the Chief or Deputy
Chief shall furnish the Union with copies of all statements, reports, and other documents
pertaining to the charges against the employee, as well as the names and addresses of all
witnesses to the alleged misconduct of the employee, and the Union shall provide the same
aforementioned information, if available, to the Chief or designee not later than ten (10) calendar
days prior to the date of the removal hearing.
At all removal hearings before the Board of Police Commissioners, all witnesses shall be sworn,
and the employee shall have the right to Union representation. Such removal hearings shall be
closed to the public, including the press, unless the Union or Town requests a public hearing. The
Board of Police Commissioners shall render their decision and notify the employee and the Union
thereof not later than ten (10) calendar days after the removal hearing is closed.
When any police officer is under investigation and subjected to investigative interview, which
could lead to disciplinary action, the officer may be ordered to respond to the questions. If the
officer refuses to respond to questions or submit to investigative interview, he shall be informed
that the failure to reply fully and truthfully to the questions may result in discipline for
insubordination and related charges. The officer shall be further advised if ordered to respond to
questions that his answers and any information or evidence gained by reason of his answers
cannot be used against him in any criminal proceeding unless he knowingly and willingly
provides false statements or information in his answers.
The Employee upon request shall be entitled to representation by a Union representative at any
meeting or inquiry during which the employee may be subject to interrogation.
Any permanent employee who is discharged, disciplined, terminated, or demoted is authorized
to challenge said action, including the severity of the punishment, by submitting a grievance in
accordance with Article V of this Agreement. During the probationary period the employee may
be disciplined and/or discharged by the Town without recourse through the grievance and
arbitration procedure. Non discharge discipline of any employee employed by the Town in his
or her probation period is not subject to the grievance and arbitration procedure of this
Agreement. Non discharge discipline issued to a probationary employee will not be considered
as precedent setting.

6.12
7A
7.2
7.3
7.4
TS
7.6
Any employee who is discharged or terminated shall receive all medical benefits as outlined in
Article XXV Insurance, of the bargaining agreement, until a decision is rendered by the State
Board of Mediation and Arbitration. This is to be paid by the employee at the group rates,
provided the employee pays the group rates on a regular monthly basis.
ARTICLE VII
CIVILIAN COMPLAINTS PROCEDURE
Notwithstanding anything in this Article to the contrary, the procedures set forth herein shall not
apply to criminal complaints. In the event that these procedures conflict with state law and/or
policy, which may be amended from time and time and with which the Department is required
to comply regarding the processing of civilian complaint, said law or policy will govern.
Whenever a civilian complaint is made against a member or group of members of the
Department, relating to his or their conduct as an officer, or the manner in which such officer(s)
discharges his or their duties, said officer may be subject to discipline.
Copies of any statements given by the complainant or witnesses shall be provided to the accused
employee(s) at the time of any interview by the Chief or designee.
Civilian complaints shall be accepted regardless of when the alleged misconduct is alleged to
have occurred. However, the timing of a complaint is one of the circumstances that the Chief
may consider in determining whether misconduct can be reliably substantiated and, if so, the
nature and extent of discipline to be imposed. Where a delay in reporting alleged misconduct
may call into question the veracity of the complainant, or has resulted in the loss or destruction
of evidence or the inability to locate witnesses due to the passage of time, the facts and
circumstances shall be detailed in the report.
If the Chief or designee intends to display photographs of employees to a complainant for the
purpose of identification, the Chief or designee shall notify the Union and permit a Union
representative to be present at the photographic display in order to ensure that the photographs
or method of display are not impermissibly suggestive. If the Union representative objects to the
display or photographs, then the objection shall be duly noted and made a matter of record.
Whenever a civilian complaint is made against an employee relating to his conduct as an officer
or the manner in which such officer discharges his duties and such complaint results in a hearing
or inquiry, said employee shall be entitled to be represented by the Town Attorney or an attorney
to be provided by the Town at no expense to the member if required by Connecticut General
Statutes 7-101a or 7-465, or any other applicable statutory provision, as the same may be added
or amended from time to time.

8.1
8.2
8.3
8.4
8.5
ARTICLE VIII
_ SENIORITY
Seniority shall be defined as length of service in the department from the date of hiring; provided,
however, there shall be no loss in seniority for vacation time, sick leave, temporary layoff,
suspension, authorized leaves of absence, or call to military service for the duration. The
seniority of individuals hired on the same date will be determined by the ranking, at the time of
hire, of the individuals by the Police Commission.
Seniority shall be lost and the officer terminated if: (a) the officer quits; (b) the officer is
discharged, which is not reversed through the grievance procedure or law; (c) a laid off officer,
not working for the Department, is not recalled within two (2), years; (d) an officer, without
authorization, fails to return at the expiration of a leave of absence, including an unpaid sick
leave; (e) an officer is absent from work without authorization for five (5) consecutive days; (f)
the officer retires; or (g) the officer fails to give notice of intent to return to work after recall
within fourteen (14) calendar days, or fails to return to work on the due date specified for recall,
as set forth in the written notice of recall. Notice of intent to return must be in writing and made
to the person authoring the notice of recall to which the officer is responding.
No full-time employee shall attain seniority under this Agreement until the employee has been .
continuously employed for a period of twelve (12) months as a full time officer or completed
twelve (12) months of continuous employment following the completion of required training at
the Connecticut Police Academy, whichever is greater (the probationary period). During the
probationary period the employee may be disciplined and/or discharged by the Town without
recourse through the grievance and arbitration procedure. Non discharge discipline of any
employee employed by the Town in his or her probation period is not subject to the grievance
and arbitration procedure of this Agreement. Non discharge discipline issued to a probationary
employee will not be considered as precedent setting. Upon completion of the probationary
period, the seniority of an employee shall date back to the time of the employee’s original
appointment.
The Town shall provide the Union with the reason for the discharge, if asked.
In the case of layoffs, no full-time employee shall be laid off until all part-time employees have
been terminated, and no part-time employees shall be hired until all laid off full-time employees
have been offered their jobs back at equal pay and seniority when the layoff occurred. In the
event of layoffs of full-time employees, layoffs shall be in inverse order of seniority and rehire
shall be by seniority.
The employer shall be entitled to rely upon the officer’s last known address according to its
records. It shall be the officer’s responsibility to keep his current address on file with the
employer.

8.6
9.1
9.2
9.3
9.4
9.5
9.6
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. The Town will provide the Union with an
up to date list when requested to do so.
ARTICLE IX
ASSIGNMENTS AND PROMOTIONS
No employee of the Police Department shall be assigned to any other division of the Police
Department until the employee completes two (2) years of service in the Patrol Division as a
Patrol Officer. This section may be waived but only upon mutual agreement between the Town
and the Union, and said waiver shall be without precedent.
However, any full-time employee with specific skills or expertise may be temporarily assigned
to an investigation, where the skill or expertise is relevant, to assist the normally assigned
personnel. The provisions of Sec. 9.5 of this Agreement will apply to such temporary
assignments.
No employee of the Police Department shall be eligible for promotion to the rank of Detective
until the employee has completed three (3) full years of service in the Police Department.
No employee of the Police Department shall be eligible for promotion to the rank of Sergeant
until the employee has completed four (4) full years of service in the Police Department.
No employee of the Police Department shall be eligible for promotion to the rank of Lieutenant
until the employee has completed two (2) full years of service in the rank of Sergeant in the
Police Department.
The Chief or designee shall determine when to initiate a promotional exam process. Initiation of
this process may or may not coincide with an existing vacancy that the Town intends to fill.
Individuals who meet or will meet the eligibility criteria within one (1) year of the date of the
written exam are eligible to participate in the process.
Employees shall be required to pass each component of the examination process in order to move
to the next step in the process. Promotional lists promulgated by the Board of Police
Commissioners shall have a duration of one (1) year from date of the meeting at which list was
determined. When an unexpired promotional list is in effect at the time of a vacancy that the
Town intends to fill, said promotional list will be used to fill such vacancy.
The Board of Police Commissioners shall not rank candidates, but shall promulgate an
alphabetical list of eligible employees.
Employees assigned to a task force will be governed by the Waterford Police Department Task
Force Personnel Policy and abide by all Department Rules and Regulations and shall be covered
by the provisions of this Agreement.

9.7 Investigators
a)
b)
10.1 a)
b)
The Investigator position shall be considered to be an assignment made at the discretion
of the Chief following an interview with the Chief and/or his/her designee.
An assignment to an Investigator position shall be for a term of three (3) years unless
concluded earlier by mutual agreement or for just cause. Additionally, Investigator
assignments may be renewed for additional one (1) year term if agreed to by the Town,
the Union and the Investigator.
To become eligible for an assignment as an Investigator, a Police Officer shall have a
minimum of three (3) years’ experience as a Waterford Police Officer.
Investigators shall be assigned to the Administrative work schedule provided by Article
XIV of the CBA.
Patrol Officers assigned as an Investigator shall earn the salary of a Detective as provided
by Article 10 of the CBA. In the event a top step Patrol Officer is assigned as an
Investigator, the Officer shall be initially compensated at the second step of a Detective.
ARTICLE X
RATES OF PAY
Effective and retroactive to July 1, 2022, the rates of pay for all officers shall be
increased by two and three quarters (2.75%) and shall remain in full force and effect
from July 1, 2022 through June 30, 2023.
ist Qnd 3rd 4th 5th 6th
Step | Step Step Step | Step Step PEE (20 Years)
Patrol $31.42 | $33.18 | $34.70 | $36.44 | $38.11 | $39.96 $41.98
Hourly
Effective and retroactive to July 1, 2022, the sixth step patrol rate becomes the bottom
step Detective rate and the grade differential between each of the three (3) steps remains
at five percent (5%). As in the past, the top step Detective rate equals the bottom step
Sergeant rate, and the top step Sergeant rate equals the bottom step Lieutenant rate.
10

10.2
10.3
a)
b)
a)
0-2 years 3-5 years 6+ years
Detectives $39.96 $41.96 $44.06
Sergeants $44.06 $46.26 $48.58
Lieutenants $48.58 $51.01 $53.56
Both Union and the Management agree that a promotion is an increase in
responsibilities and duties. Therefore, when any officer is promoted to any new rank,
he/she will assume the next higher rank and pay step from his/her present rank and pay
step.
Effective July 1, 2023, the rates of pay for all officers shall be increased by two and
three quarters percent (2.75%) and shall remain in full force and effect from July 1,
2023 through June 30, 2024.
1st Qnd 3rd 4th 5th 6th
Step | Step Step Step Step | Step BEG G0 vous
Patrol! | $32.29 | $34.09 | $35.65 | $37.44 | $39.16 | $41.06 $43.14
Hourly
Effective July 1, 2023, the sixth step patrol rate becomes the bottom step Detective rate
and the grade differential between each of the three (3) steps remains at five percent
(5%). As in the past, the top step Detective rate equals the bottom step Sergeant rate,
and the top step Sergeant rate equals the bottom step Lieutenant rate.
0-2 years 3-5 years 6+ years
Detectives $41.06 $43.11 $45.27
Sergeants $45.27 $47.53 $49.91
Lieutenants $49.91 $52.41 $55.03
Both Union and the Management agree that a promotion is an increase in
responsibilities and duties. Therefore, when any officer is promoted to any new rank,
he/she will assume the next higher rank and pay step from his/her present rank and pay
step.
Effective July 1, 2024, the rates of pay for all officers shall be increased by two and
three quarters percent (2.75%) and shall remain in full force and effect from July 1,
2024 through June 30, 2025.
ist nd 3rd 4th 5th 6th
Step | Step Step Step Step Step BELA GUE Sane)
Patrol | $33.17 | $35.03 | $36.63 | $38.47 | $40.23 | $42.19 $44.32
Hourly
11

10.4
b)
a)
b)
Effective July 1, 2024, the sixth step patrol rate becomes the bottom step Detective rate
and the grade differential between each of the three (3) steps remains at five percent (5
%). As in the past, the top step Detective rate equals the bottom step Sergeant rate, and
the top step Sergeant rate equals the bottom step Lieutenant rate.
0-2 years 3-5 years 6+ years
Detectives $42.19 $44.30 $46.51
Sergeants $46.51 $48.84 $51.28
Lieutenants $51.28 $53.85 $56.54
Both Union and the Management agree that a promotion is an increase in
responsibilities and duties. Therefore, when any officer is promoted to any new rank,
he/she will assume the next higher rank and pay step from his/her present rank and pay
step.
Effective July 1, 2025, the rates of pay for all officers shall be increased by two and
three quarters percent (2.75%) and shall remain in full force and effect from July 1,
2025 through June 30, 2026.
1st gnd 3rd 4th 5th 6th
Step | Step Step Step Step Step PRE AO Neary
Patrol $34.09 | $35.99 | $37.64 | $39.52 | $41.34 | $43.35 $45.54
Hourly
Effective July 1, 2025, the sixth step patrol rate becomes the bottom step Detective rate
and the grade differential between each of the three (3) steps remains at five percent (5
%). As in the past, the top step Detective rate equals the bottom step Sergeant rate, and
the top step Sergeant rate equals the bottom step Lieutenant rate.
0-2 years 3-5 years 6+ years
Detectives $43.35 $45.52 $47.79
Sergeants $47.79 $50.18 $52.69
Lieutenants $52.69 $55.33 $58.09
Both Union and the Management agree that a promotion is an increase in
responsibilities and duties. Therefore, when any officer is promoted to any new rank,
he/she will assume the next higher rank and pay step from his/her present rank and pay
step.
12

10.5
10.6
10.7
10.8
11.1
11.2
11.3
11.4
The Town may hire lateral officers at Step 1 or higher.
Whenever an employee works in a higher classification than the employee’s regular rank,
except for training, such employee shall receive the pay rate for the higher rank or classification
for each such day of service.
a) Any employee assigned to any division for training shall not receive the higher
classification pay as provided for above for the first six (6) weeks of such training.
After completing the six (6) week training period an employee shall receive the higher
classification of pay for each additional day of assignment to that division.
b) Employees who have not completed their probation period will not be temporarily
assigned to any other division of the Police Department, except under the provisions of
Sec. 9.1,
Notwithstanding anything to the contrary in this Agreement, all employees hired after March
1, 1994 shall be eligible for a step increase after eighteen (18) months at each classification
step. Step increases shall become effective on the Monday of the pay week following eighteen
(18) months upon step.
FTO Stipend — Field Training Officers shall be entitled to a stipend of $2.25 per hour for the
actual performance of Field Training Duties.
ARTICLE XI
OVERTIME PAY
Overtime for employees shall be one-and-one half (1 1/2) times the normal hourly rate
established in Article X of the Agreement of the employee for any hours in excess of the
employee’s regularly scheduled hours for any given day or week. Stacking or pyramiding of
minimum hours of work is not allowed unless all jobs are performed pursuant to Article 15
(i.e., Work Assignment/Extra Work Duty).
Employees required to work on their regular days off shall be paid not less than four (4) hours
at the rate of time-and-one-half (1 1/2). The on-duty Lieutenant shall assign mandatory
overtime. If no Lieutenant is on-duty, an on-duty Sergeant can assign mandatory overtime for
officers of lesser rank.
When an employee is required by the Chief of Police or his agent to return to perform overtime
duties on a regular working day, and when the overtime hours so worked are not continuous
with the employee’s regular duty hours, the employee shall be paid not less than four (4) hours
at a rate of time-and-one-half (1 1/2) the employee’s hourly rate.
Overtime pay shall not be subject to the minimum hours provision when such overtime results
from extending a tour of duty on any shift to properly complete an investigation or work
assignment.
13

11.5
11.6
11.7
11.8
In all overtime assignments, regular members of the department shall be given first preference.
Except in cases of emergency or cases of unforeseen absence of other employees, employees
shall not be required to work more than sixteen (16) hours in any twenty-four (24) hour period.
In case of a mandatory holdover, the department shall make every effort to give two (2) hours’
notice to the employee. Both the Union and the Management recognize there are situations
which prevent a two (2) hour notice. Due to the exigent circumstances in which the safety and
welfare of the officer and community is at stake, no notice is necessary as long as all efforts to
relieve the employee as soon as possible are made by the department.
The choosing of a mandatory holdover officer shall be inverse order of seniority. Once the
employee is held over, he cannot be held over again within the five (5) working day period
without just cause.
All scheduled and spontaneous overtime shifts shall be distributed by seniority on a rotating
basis.
Overtime rosters, one for Lieutenants and Sergeants and one for Patrol, shall be maintained
and include all full-time employees listed by seniority order (date of hire). No employee may
be skipped on the list, but a refusal will be counted as that employee’s turn at overtime.
Overtime assignments for special response units that result from emergency situations shall be
excluded from the requirements of this section. (e.g. AIT, ERF, MARINE DIV, K-9 UNIT,
etc.)
For the purposes of this Article overtime is divided into three (3) categories:
A. SCHEDULED OVERTIME:
Scheduled overtime is defined as shifts that become available and need to be filled as
a result of long range scheduling; i.e., a schedule that has been posted three weeks in
advance.
1) Employees may submit an overtime request through the online scheduling
program or other method then in effect three (3) weeks in advance of the request
week indicating their availability for scheduled overtime. The overtime request
and the overtime roster will be used for assigning scheduled overtime.
14

11.9
SPONTANEOUS OVERTIME:
Spontaneous overtime is defined as shifts that become available and need to be filled
as a result of short-term scheduling; i.e., normally less than seven (7) days.
1) Spontaneous overtime shift assignments shall be filled using the overtime roster
only.
MANDATORY OVERTIME:
Mandatory overtime is defined as overtime shifts that become available and are not
filled by either “A” or “B” above and the Department determines they are required to
be filled. The Town may delegate to the Union the responsibility to develop and
implement rules for the scheduling of mandatory overtime, the application of said rules
shall not be a violation of this Agreement.
1) Mandatory overtime shifts will be filled using a separate roster that lists all full-
time sworn Patrol Officers, Investigators, Detectives, Sergeants and
Lieutenants. The selection of the employee to fill the mandatory overtime shift
shall be inverse in order of seniority.
All full-time sworn personnel excluding those employees who are on approved
paid time off will be subject to mandatory overtime provisions of this section.
An officer will not be required to work more than sixteen (16) consecutive
hours in any twenty-four (24) hour period as a result of mandatory overtime
shift.
Any officer who fails to report or is consistently not available for a mandatory
overtime shift shall be subject to progressive discipline and shall be placed back
on the roster as the next person to be called for a mandatory overtime shift.
Upon an officer’s acceptance of scheduled overtime, he has committed to the Department his
availability for normal scheduling. This officer’s commitment becomes mandated and
permanent seven (7) days prior to the scheduled shift and immediately if acceptance, by way
of in person, telephonic or electronic confirmation, is less than seven (7) days prior to the
scheduled shift.
Any officer who, for whatever reason, removes himself, or has himself removed, from this
mandatory shift and requires the Department to find alternative means of filling the shift shall
lose his next two (2) turns to any overtime. If the Department has just cause to believe the
officer is continuously breaking his commitment to the Department of his mandatory scheduled
shift, such officer may be subject to Progressive Discipline including suspension.
15

11.10 Management and Union recognize that changes in operational needs may create problems
12.1
12.2
12.3
13.1
13.2
unforeseen in overtime scheduling concepts; i.e., calendar. When and if such problems are
recognized by either Management or Union, both shall be obligated to take every step
necessary to correct the problems before enacting any Grievance Procedure.
ARTICLE XII
UNIFORM AND CLOTHING
All full-time employees of the Waterford Police Department shall receive from the Town a
uniform and clothing allowance of one thousand five hundred dollars ($1,500.00) per annum.
This amount will be paid at the same time as the paycheck reflecting the first pay period in
August of the applicable contract year and reflects payment for the forthcoming year.
Employees who have completed POST Academy Training shall receive from the Town a
prorated uniform and clothing allowance for the period from the successful completion of
POST Academy training through the following July.
Lateral hires who have already completed POST Academy Training or Field Training shall
receive a prorated uniform and clothing allowance for the period from hire through the
following July.
Any employee who separates from the Department during July of the period referred to above
in Sec. 12.1 shall receive one-twelfth (1/12) of the amount set forth in Section 12.1 for a
Uniform and Clothing Allowance for that year.
ARTICLE XIII
COLLEGE EDUCATION INCENTIVE
The Town agrees that an amount of ten dollars ($10.00) per annum per college credit shall be
paid to any employee who successfully completed a course described in the curriculum which
encompasses Law Enforcement, Police Science and Administration, 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, student activity fees and books
incurred by employees in seeking an undergraduate or graduate 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 that enrollment in such course is described in the
published curriculum as focusing on Law Enforcement, Police Science and Administration,
the Police Chief approves such course and the employee earns a grade of ”C” or better. For
advanced degrees, the degrees must be in the area of Law Enforcement, Police Science and/or
Administration. Courses and programs must be approved at least fifteen days prior to the start
of the course.
16

13.3
13.4
14.1
The Town will provide, per fiscal year, for reimbursement of up to $25,000 total for all
employees; an employee may only be reimbursed up to $5000 per fiscal year, regardless of the
number of courses taken by that employee. However, in the event that fewer than five (5)
employees take advantage of the reimbursement program and there exists a remaining balance
from the $25,000 Town allotment then an employee may exceed the $5,000.00 reimbursement
cap. In no case will a single employee or employees be reimbursed an amount greater than
$25,000 per fiscal year. Requests for reimbursement must be submitted no later than June 1‘
of the fiscal year in which the course was taken, and reimbursement will be made within thirty
(30) days following submission.
Payment under this provision shall not be made for more than one hundred and twenty (120)
credits cumulative. Employees taking courses on line shall be eligible for payment under this
Article so long as the online college/university is accredited by an accreditation organization
recognized by the United States Department of Education.
The employee participating in these courses will do so on the employee’s off duty hours.
An employee who voluntarily terminates employment with the Town shall reimburse 100% of
the proceeds received under the tuition, student activity fees and textbooks provision of this
Article during the previous twelve (12) months and 50% of the proceeds received between the
12th and 24th previous months.
ARTICLE XIV
HOURS OF WORK
PATROL WORK SCHEDULE:
The department shall continue a 5-3 work schedule which shall consist of five (5) consecutive
days of duty, nine (9) hours and ten (10) minutes per day, followed by three (3) consecutive
days off with an eight (8) day rotation period. The work period shall not exceed the maximum
allowable work period under the Fair Labor Standards Act applicable to police officers.
PATROL SUPERVISOR’S WORK SCHEDULE:
The department shall continue a 5-3 work schedule which shall consist of five (5) consecutive
days of duty, nine (9) hours and ten (10) minutes per day, followed by three (3) consecutive
days off with an eight (8) day rotation period. The work period shall not exceed the-maximum
allowable work period under the Fair Labor Standards Act applicable to police officers.
BID SHIFT:
Patrol coverage only will be divided among four (4) Platoons assigned to the following shifts:
17

14.2
Platoon A 6:50 a.m. to 4:00 p.m.
Platoon B 2:50 p.m. to 12:00 a.m.
Platoon C 10:50 p.m. to 8:00 a.m.
Platoon D 9:50 a.m. to 7:00 p.m.
The number of officers assigned to each platoon and each shift shall be determined consistent
with the authority set out in Article II of this Agreement.
The Town shall assign Patrol Personnel only, excluding Youth Officers, Court Officers, Traffic
Officers, Investigators, Detectives and Lieutenants, to shifts based upon seniority, that is, most
senior to least senior with more senior personnel receiving preference in shift assignment over
less senior, with the exceptions noted herein. Should the Town employ more than one canine
officer, those officers will not be allowed to work the same shift.
Patrol Officer seniority will be determined by the officer’s date of hire with the Town as a
fulltime Patrol Officer.
Sergeant seniority will be determined by the Sergeant’s date of promotion to Sergeant rank
with the Town.
Patrol Officers will not participate in the bid shift process until one year after the successful
completion of FTO.
Nothing in this Section will restrict the ability of the Town to make short-term shift
assignments as necessary in response to emergency situations.
The Town will provide Bid Shift Forms which will be the only method used to implement the
bidding function of this Article. Patrol Personnel will bid shifts for sixteen (16) week cycles,
which begin on Sundays.
Bid Shift Forms will be submitted by Patrol Personnel sixty (60) days prior to the start of each
cycle and may not be modified after submission. The Town will post the work schedule forty-
five (45) days prior to the start of each cycle. Patrol Personnel will list their first, second and
third shift preference for the cycle. If a Bid Shift Form is not submitted timely, the individual
will be assigned to a shift at the Town’s sole discretion.
If any Patrol Personnel are required to work a double shift as a result of a Bid Shift cycle
change, the overtime provisions of this Collective Bargaining Agreement shall not apply.
STAFF WORK SCHEDULE:
The department shall institute a 5 - 3 administrative work schedule which shall continue to
consist of weekends off. These employees involved in the administrative work schedule shall
receive no fewer days off in each fifty-six (56) day (eight weeks) duty cycle than patrol
18

14.3
14.4
14.5
personnel. The administrative work period shall not exceed the maximum allowable work
period under the Fair Labor Standards Act applicable to police officers.
For purposes of this article, staff represents all employees not assigned to patrol; ie.,
lieutenants, sergeants, detectives, investigators and officers not assigned to patrol.
Both the Town and the Union agree that the administrative work schedule meets different
operational needs; therefore, the starting and ending time of work for the administrative work
schedule shall be determined by both Union and the Town for the good of the department.
REGULAR WORK PERIOD: (Patrol)
Shift A - 10:50 p.m. to 8:00 a.m.
Shift B - 6:50 a.m. to 4:00 p.m.
Shift C - 2:50 p.m. to 12:00 a.m.
Shift D - 9:50 a.m. to 7:00 p.m.
OVERTIME SHIFT HOURS:
Shift A - 12:00 a.m. to 7:00 a.m.
Shift B - 8:00 a.m. to 3:00 p.m.
Shift C - 4:00 p.m. to 11:00 p.m.
Work schedules for the department shall be established by the Chief of Police and posted as
far in advance of the actual work assignment as is feasible. Any change in the posted work
schedule made by the Chief shall be posted at least fourteen (14) days before the change is to
take effect, except in emergencies.
The workweek for payroll purposes shall be from Sunday at 12:01 a.m. to Saturday at 12:00
midnight. The work period shall be in accordance with the posted work schedule.
All employees assigned to work under the 5-3 work schedule will be paid for a normal forty
(40) hour workweek regardless of the actual number of hours scheduled in a seven (7) day
payroll week.
All days off with pay provided in this Agreement will be paid at the rate of eight (8) hours’
pay, even if the regularly scheduled work day for the officer in question is nine (9) hours and
ten (10) minutes under the 5-3 work schedule. This includes, but, is not limited to, sick days,
vacation days, personal days, funeral days, military leave days, due days, and disability leave
days.
Each employee shall be granted a thirty (30) minute lunch period as near as practical to normal
eating hours. During said lunch period the employee shall be available.
19

14.6
14.7
14.8
15.1
15.2
On Call Policy:
A. Lieutenants will be provided a cellular telephone and a vehicle and will be on call for
a seve