INTERDEPARTMENTAL MEMORANDUM

June 22, 2018

I.AUTHORITY
The agreement between the State of Connecticut and the American Federation of State, County and Municipal Employees, Locals 387, 391 and 1565 of Council 4 (representing the Correctional Officers NP-4 bargaining unit), for the period of July 1, 2016 through June 30, 2021.

II. COMPENSATION (Article 17)

A. General Wage Increases (Section1) There shall be no general wage increase paid to any NP-4 employee for the 2016-17, 2017-2018 and the 2018-19 contract years.

Effective July 1, 2019, the base annual salary for all NP-4 bargaining unit employees shall be increased by three and a half percent (3.5%).

There shall be a two thousand ($2,000) dollar one-time payment to all employees the first pay-period in July 2018. The one-time payment shall be pro-rated for part-time employees.

Effective July 1, 2020, the base annual salary for all NP-4 bargaining unit employees shall be increased by three and a half percent (3.5%).

B. Annual Increments (Section 2)
There will be no lump sum payment or annual increment made for contract years 2016-2017, 2017-2018 and 2018-2019. Employees will continue to be eligible for and receive annual increments and lump sum payments in accordance with existing practice for contract years 2019-2020 and 2020-2021, except as specifically varied by the contract.

Employees at the top step of the pay scale shall receive a $750 lump sum payment, which will be effective on the date that the employee�s annual increment would have applied, except as specifically varied by the contract.

C. Longevity (Section 4)
Employees shall continue to be eligible for longevity payments in accordance with existing practice and in accordance with the SEBAC 2011 and 2017 Agreement. The longevity schedule shall remain unchanged in dollar amounts during the life of this agreement, except the April 2018 payment will be paid in July 2018.

D. Mileage Reimbursement (Section 5)
Mileage reimbursement is at the U.S. General Services Administration (GSA) rate. Mileage reimbursement rate to be adjusted within thirty (30) days of any change in the GSA rate.

E. Night Shift Differential (Section 6)
All employees who are in this bargaining unit and who are eligible to receive shift differential in accordance with current practice and whose assigned work shift begins any time after 2:00 P.M. and before 6:00 A.M. will receive a night shift differential of ninety (90) cents per hour. Shift differential will only be paid when an employee is actually working. Effective July 1, 2019, the night shift differential will increase to one (1) dollar per hour.

F. Weekend Differential (Section 7)
A weekend is defined as beginning with the start of the third shift on Friday and terminating with the end of the second shift on Sunday inclusive. The weekend differential will be paid for working a minimum of six (6) hours on a shift. The weekend differential is sixty-five (65) cents per hour. Effective July 1, 2019, the weekend differential will increase to seventy-five (75) cents per hour.

G. Facility Meal Reimbursements (Section 9)
The meal reimbursement rate will be $9.00 for each shift worked. Current employees who receive meal money will receive it for all shifts work, including mandated shifts.

Effective July 1, 2017, new NP-4 bargaining unit employees will not receive meal money for the life of the agreement.

H. Working Conditions Stipend (Section 10)
All members will receive a stipend for working conditions of $800 yearly payable in the first paycheck dated in December of each contract year. Effective July 1, 2019, the stipend will increase to $950.

I. License Fee (Section 11)
The State will reimburse employees in all classifications for the cost(s) of licenses and/or certificates required by the State as a condition of employment except the cost of a Class II driver's license, (non-CDL), will not be reimbursed. Requests for reimbursement will be processed upon presentation of a validated license and proof of costs and payment.

J. Maintenance On-Call Standby Pay (Section 12)
Management may establish a procedure to designate qualified employees in Correctional Maintenance positions by job classification and function as on-call/standby status. Management will solicit volunteers and provide any necessary training for the performance of on-call duties, which will be rotated among the volunteers. The designated employee will be obligated to be available and to respond in the event of a call. Employees designated to this on-call/standby status will be compensated at the rate of $1.00 per hour for each hour assigned. The compensation for the duration of any on-call/standby assignment will not exceed $100.00 per work week. Employees designated for on-call/standby assignment will be issued cell phones or similar equipment.

An employee who is required to take or respond to a call while on such status will receive one-hour�s compensation at the applicable rate. An employee who is required to report for duty will be compensated in accordance with the Overtime Article (Article 15).

III. PREGNANCY, MATERNAL, PARENTAL AND FAMILY LEAVE (Article 22)
Section 3. Use of Sick Leave to Care for Family Member Requiring Care. Bargaining unit employees may use their sick leave to care for an immediate family member in circumstances which would meet the requirement for qualified family care under the Family and Medical Leave Act or other state or federal family medical leave provision. Use of sick leave to which an employee is entitled under this paragraph shall not be deemed an incident or occurrence under an absence control policy. Family and Medical Leave for such employees shall be governed by federal law and by C.G.S.�31-51kk. In addition, employees shall have the ability to take unpaid maternity, paternity, or other childrearing leave for up to four months beyond the expiration of any leave otherwise due under this section or under the FMLA, and is current practice, employees may extend personal medical leave for up to twenty-four (24) weeks after all other leaves have expired and with appropriate medical certification. Permanent part-time employees who do not meet the hours threshold of state and federal law shall continue to be eligible for unpaid family leave as per current practice.

IV. STRESS MANAGEMENT FUND (Article 29)
The State will establish a fund of one hundred thousand dollars ($100,000) to be
expended on stress management programs and/or procedures.

V. TUITION REIMBURSEMENT (Article 33)
Section Two Effective July 1, 2016, there shall be no funding appropriated. Effective July 1, 2017, there shall be $85,000 appropriated for the purpose of tuition reimbursement each year of the agreement. Unused Tuition Reimbursement Funds shall roll over year-to-year, but not to any Successor Agreement.

For credit courses at accredited institutions of higher education, reimbursement will be one hundred percent (100%) of the cost of tuition, laboratory fees and community college service fees up to a maximum of $300 per credit for undergraduate courses and $400 per credit for graduate courses. For other courses or programs, there shall be fifty (50%) percent reimbursement to a maximum of $150 per credit for undergraduate courses and $180 per credit for graduate courses.

VI. TRAVEL OUTSIDE OF CONNECTICUT (Article 35)x
Out of state travel shall be governed by the standard state travel regulations.

Effective July 1, 2019, the NP-4 travel reimbursement for all NP-4 members conducting
out of state extraditions or other professional duties that require travel shall be as follows:

VII. FURLOUGH DAYS
There shall be no furlough days for NP-4 bargaining unit member.

VIII. SCHEDULED PAYMENT DATES

A. General Wage Increase
The general wage increase will be made centrally at the proper time.

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

B. One-Time Payment

C. Annual Increments and Lump Sum Payments
Annual Increments will be entered centrally at the proper time as follows:

The agency must process these lump sum payments manually and follow the effective dates and pay periods of annual increments.

D. Working Condition Stipend

IX. PAYROLL PROCEDURES

A. Split Pay Period for General Wage Increase
General wage increase effective July 1, 2019. The effective pay period is June 21, 2019 through July 4, 2019. Wages earned for the period June 21, 2019 through June 30, 2019 should be paid at the old rate. The wages earned for the period July 1, 2019 through July 4, 2019 should be paid at the new rate.

General wage increase effective July 1, 2020. The effective pay period is June 19, 2020 through July 2, 2020. Wages earned for the period June 19, 2020 through June 30, 2020 should be paid at the old rate. The wages earned for the period July 1, 2020 through July 2, 2020 should be paid at the new rate.

B. Implementation of General Wage Increase
New pay plans will be implemented centrally with the new hourly rate and biweekly salary effective with the pay period, and the proper time.

C. One-Time Payment
On the Timesheet Page: Amount; Time Reporting Code XMISP
On the additional page: Amount Earnings Code MPS

D. Lump Sum Payments
On the Timesheet Page: Amount; Time Reporting Code XMISP
On the Additional Pay Page: Amount; Earnings Code MPS

These lump sum payments are subject to mandatory deductions; i.e., federal withholding and state income tax annualized social security tax, retirement contributions, and garnishments (if applicable).

E. Longevity
Core-CT will provide notification at the proper time for the payment of longevity.

F. Shift Differential
On the Timesheet Page: Hours, Shift 1; Account 50180 or Hours Shift 2 (Time and a half); Account 50180 or Amount; Shift 3; Account 50180
On the Additional Pay Page: Hours or Amount; Earnings Code SD1 (Shift 1); Account 50180 or Hours or Amount; Earnings Code SD2 (Shift 2); Account 50180 or Amount; Earnings Code SD3 (Shift 3); Account 50180

G. Meal Allowances
On the Timesheet Page: Units; Time Reporting Code XML8A
On the Additional Pay Page: Amount; Earnings Code M11

H. Working Condition Stipend
On the Timesheet Page: Amount; Time Reporting Code XMISA
On the Additional Pay Page: Amount; Earnings Code MIS

I. On-Call Standby Pay
On the Timesheet Page: Units; Time Reporting Code XOCBH
On the Additional Pay Page: Amount; Earnings Code OC1

X. GENERAL
Questions may be directed as follows:

Contract Interpretation: Agency Human Resources Officers;

Memorandum Interpretation: Office of the State Comptroller, Administrative Services, 860-702-3440;

Payroll Procedures: Office of the State Comptroller, Active and Pension Payroll Services Division, 860 702-3447;

Tuition Reimbursement: Office of the State Comptroller, Administrative Services,
860-702-3334.

KEVIN LEMBO
STATE COMPTROLLER

KL:LS

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