STATE OF CONNECTICUT
NANCY WYMAN COMPTROLLER	OFFICE OF THE STATE COMPTROLLER 55 ELM STREET HARTFORD, CONNECTICUT 06106-1775	MARK OJAKIAN DEPUTY COMPTROLLER

INTERDEPARTMENTAL MEMORANDUM

June 2, 2005

I. AUTHORITY

The Interest Arbitration Award between the State of Connecticut and the Connecticut State Police Union (CSPU) NP-1 bargaining unit for the period July 1, 2004 through June 30, 2007 became effective on May 25, 2005.

II. COMPENSATION

A. Hours of Work, Work Schedules and Overtime (Article 17.14d) NEW

The existing rules regarding HCP/OPA assignments will be incorporated by reference and set forth herein, except that:

Whenever an Officer who has been assigned a HCP or OPA job, or has arranged for a swap of such an assignment with another officer and is notified within 24 hours of the start of the job that the job has been cancelled, the Officer will be paid a minimum of four hours pay. The time when the officer is initially assigned or receives the assignment via a swap, will not be a bar to the receipt of the cancellation payment absent proof of abuse.

Hours of Work, Work Schedules and Overtime (Article 17.16) NEW

If an Officer is held over or ordered in for more than four hours, such a holdover or order-in will be considered an "order in" for purposes of the overtime assignment process in Section 11.

B. General Wages (Article 19.1)

General wage increases will be paid on the following effective dates:

No wage increase for contract year 2004/2005.

C. Annual Increments and Lump Sum Payments (Article 19.1g)

There will be no annual increments during the 2004/2005 contract year.

Employees will receive annual increments in accordance with past practice for contract years 2005/2006 and 2006/2007.

D. Revised Pay Plans (Article 19.1)
     Trooper Pay Plan

Effective April 1, 2005, the top step of the T/TPC pay plan will be increased to $64,500 annually and the preceding Step of the T/TPC pay plan will be $60,800 annually.

On July 1, 2005, the top step in the T/TFC pay plan will be increased to $67,900 annually before the application of any general wage increases in contract year 2005/2006.

On July 1, 2006, the top step in the T/TFC pay plan will be increased to $71,300 annually before the application of any general wage increase in contract year 2006/2007.

 Sergeant Pay Plan

Effective April 1, 2005, the top step of the Sergeant pay plan will be assigned the annual value of $71,823.

On July 1, 2005, the top step of the Sergeant pay plan will be increased to $75,223 annually before the application of any general wage increase in contract year 2005/2006.

On July 1, 2006, the top step of the Sergeant pay plan will be assigned the value of $78,623 annually before the application of any general wage increase in contract year 2006/2007.

Master Sergeant Pay Plan

Effective April 1, 2005, the top step of the Master Sergeant pay plan will be assigned the annual value of $75,800.

On July 1, 2005, the top step of the Master Sergeant pay plan will be assigned the value of $79,200 before the application of any general wage increase in contract year 2005/2006.

On July 1, 2006, the top step of the Master Sergeant pay plan will be assigned the value of $82,600 before the application of any general wage increase in contract year 2006/2007.

Deletion of Step from the Sergeant Pay Plan (Article 19.1g)

Effective July 1, 2006, Step One of the Sergeant pay plan will be deleted. Employees on Step One at that time will be placed on Step 2.

E. Longevity (Article 19.4)

Employees will continue to be eligible for longevity payments for the life of the contract in accordance with existing practice. The longevity schedule remains unchanged.

F. Meal Allowance (Article 19.2)

The existing meal allowance rates will remain at the levels in existence during the 2003/2004 contract year of the previous agreement. Therefore the meal allowance will continue to be $15.45 per day based on the following:

Effective January 1, 2007, the meal allowance rates will be increased by the total general wage percentage increases in contract years 2004/2005, (0%), 2005/2006, (3%) and 2006/2007, (3%).

G. Night Shift Differential (Article 19.5)

The night shift differential will continue to be $.65 per hour.

Effective with the pay period that includes July 1, 2005, the night shift differential will be increased to $.70 per hour. Effective with the pay period that includes July 1, 2006, the night shift differential will be increased to $.75 per hour and payable in accordance with past practice as stated in Appendix H of the contract.

H. Tuition Reimbursement (Article 19.6)

Effective July 1, 2004, all employees who satisfactorily complete an approved course will be eligible for reimbursement for up to nine credits/semester in accordance with the following schedule: 100% reimbursement with a maximum of $90/credit for undergraduate courses, $110/credit for graduate courses.

Effective July 1, 2005, and for each contract year thereafter, all employees who satisfactorily complete an approved course will be eligible for tuition reimbursement for up to nine credits per semester at the rate of 100% of the tuition laboratory fees and community college service fees up to a maximum of 85% of the per credit rate for undergraduate and graduate courses at the University of Connecticut.

The parties will meet with the constituent units of higher education to facilitate participation of officers in A.A. and Bachelor's courses and to establish degree programs for officers.

A tuition reimbursement fund of $40,000 will be established for the 2004/2005 contract year. This fund will be increased to $45,000 for the 2005/2006 contract year. For the 2006/2007 contract year the fund will be increased to $50,000.

If this fund is not sufficient to reimburse all employees eligible under the forgoing paragraph, distribution will be to all eligible employees on an equal pro-rata basis.

Funds not expended in one year will carry over into the next year; however, the fund expires on the expiration date of the contract.

I. Training (Article 19.6 )

The State will allocate a training fund for NP-1 employees as follows:

Funds not expended in each contract year will be carried over from one year to another.

J. Education Incentives (NEW)

Effective with the pay period that includes July 1, 2005, each full time permanent employee at the rank of trooper or higher will be eligible to receive a $500 lump sum payment upon submitting adequate documentation of having received a Bachelor of Arts degree in a job-related discipline from an accredited institution of higher learning.

The State and the Union will work with the constituent units of higher education in an effort to develop a job-related degree program for bargaining unit members and to facilitate their participation in Bachelor of Arts courses.

K. Stipends

Hazardous Duty Stipend (Article 19.9)

A monthly stipend of $100 will be paid to employees assigned to and performing the following hazardous duties: pilot, aviation observer, diver, tactical services (SWAT), hazardous devices (bomb squad) and motorcycle (May 1 to October 31 only). There will be no pyramiding of stipend for employees assigned to and performing more than one hazardous duty.

Resident Trooper Stipend (Article 19.10)

Resident Troopers will continue to receive a monthly stipend of $100.

Canine Care Stipend and Training in Off-Duty Hours (Article 19.11a)

In addition to the $100 monthly stipend, dog handlers will receive $10.41 per hour for at-home canine care and training based on the number of hours allowed per day by the contract. The rate will increase as follows:

  L. Field Training Officer Compensation (Article 19.14) NEW

Effective July 1, 2005, each employee who is a Field Training Officer will be paid one hour of pay at the overtime rate for each shift the employee works as a Field Training Officer. Please refer to the contract for eligibility.

M. Sick Leave, Personal Leave, Paid/Unpaid Leave Of Absences (Article 32.3)

Effective with the pay period that includes July 1, 2005, an employee will reimburse the sick leave bank if the employee subsequently receives worker's

compensation for the same injury or illness. Sick leave bank days will not be used to supplement worker's compensation payments.

Basis for Eligibility(Appendix E)

An eligible employee will be granted sick leave in the event of death in the immediate family when as much as five working days leave with pay will be granted. Immediate family means husband, wife, father, mother, sister, brother, or child, domestic partner and also any relative who is domiciled in the employee's household; The definition of domestic partner will be consistent with the definition for eligibility for pension and health care purposes.

III. MISCELLANEOUS

A. Military Leave (Article 33.6)

Commencing with the pay period that includes July 1, 2005, a full time permanent employee who is a member of the armed forces of the State or any reserve component of the armed forces of the United States will be entitled to military leave with pay for required field training, provided such leave does not exceed two (2) calendar weeks in a calendar year, in addition to up to seven (7) days of military leave for weekend drills. Additionally, any such employee who is ordered to active duty as a result of an unscheduled emergency (natural disaster or civil disorder) will be entitled to military leave with pay not to exceed thirty (30) calendar days in a calendar year. During such leave the employee's position will be held, and the employee will be credited with such time for seniority purposes.

B. Out of State Travel (Article 33.8)

The current Standard State Travel Regulations will govern out-of-state travel except for meal reimbursements which will be:

C. Management of Occupational Stress(Article 33.10c)

The sum of $53,354 will be provided for programs to eliminate and/or reduce stress and enhance or improve physical fitness among the officers.

Unexpended funds may be carried over from year to year; however, such funds will not carry over beyond the expiration of the contract.

IV. SCHEDULED PAYMENT DATES

Refer to Section II, D. for Trooper, Sergeant and Master Sergeant Pay Plan increases effective April 1, 2005.

A. General Wage Increase

 B. Annual Increments

There will be no annual increment during the 2004 - 2005 contract year.

C. Meal Allowance

The meal allowance will be paid in the proper payroll cycle as it is incurred.

D. Night Shift Differential

The night shift differential will be paid in the proper payroll cycle as it is incurred.

E. Monthly Stipends

The hazardous duty, dog handler and resident trooper stipends will be paid in the proper payroll cycle.

V. PAYROLL PROCEDURES

A. Implementation of General Wage Increases and Annual Increments

New pay plans will be implemented centrally with the new hourly rate and bi-weekly salary effective with the pay period, at the proper time.

B. Longevity Payments

A separate OSC memorandum will be issued at the time longevity payments are to be issued.

Interdepartmental Memorandum -8- June 2, 2005

C. Meal Allowance

The dollar amount of the Meal Allowance should be entered as follows:

On the Weekly Elapsed Time Page: Hours; Time Reporting Code XML1A
Hours; Time Reporting Code XML2A, Hours; Time Reporting Code XML3A,
Hours; Time Reporting Code XML4A

If Overtime, time and a half rate applies use the following Time Reporting codes:
XMO1A, XMO2A, XMO3A, XMO4A

On the Additional Pay Page: Hours, ML1, ML2, ML3, ML4

D. Night Shift Differential

On the Weekly Elapsed Time Page: Hours; Shift 1; Account 50180 or
Hours; Shift 2 (Time and a Half); Account 50180
Amount; Shift 3; Account 50180

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

E. Tuition Reimbursement - Union Fund

Agencies may submit tuition reimbursement claims for contract years 2003-2004 and 2004-2005. All pre-approved tuition reimbursement requests must be submitted to the Comptroller's Office, Fiscal Policy Division, Tuition and Travel Unit, on a PERT-1 Form, Application for Tuition Reimbursement. A receipt of payment and a copy of grades for courses taken should be attached to the PERT-1 form.

Tuition reimbursement requests without proper back-up documentation will be returned.

Note: Reimbursements cannot be made until the release of funding by the Office of Policy and Management. In the past, this funding was not made available to coincide with the implementation date of the contract provision. Please expect delays in reimbursements at the beginning of contract years.

F. Stipends

Hazardous Duty

On the Weekly Elapsed Time Page: Amount; Time Reporting Code XSCOA
On the Additional Pay Page: Amount; Earnings Code SC1

Resident Troopers

On the Weekly Elapsed Time Page: Amount; Time Reporting Code XTRPA
On the Additional Pay Page: Amount; Earnings Code TRP

Dog Handlers

On the Weekly Elapsed Time Page: Hours; Time Reporting Code XK9CH
On the Additional Pay Page: Hours; Earnings Code K9H

VI. GENERAL

Payroll staff should consult with their Agency Personnel Officer to ascertain other possible wage increases. The Office of Labor Relations will be distributing revised salary schedules.

Please share this information with affected satellite divisions of your Department to ensure that all payments are implemented in a timely manner.

You may direct requests for assistance as follows:

NANCY WYMAN
STATE COMPTROLLER

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