City Attorney's Union Local 1303-272 Bridgeport CT

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    r

    AGREEMENT

    Between

    THE CITY OF BRIDGEPORT-and-

    BRIDGEPORT CITYATTORNEY'S UNIONLOCAL 1303-272, COUNCIL #4, AFSCME,AFL-CIO

    JULY 1, 2004 TO JUNE 30, 2010

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    TABLE OF CONTENTS

    TITLEAgreement ..

    PAGE1

    irticle 24Article 25Article 26Article 27Article 28Article 29Article 30

    Sick Leave .Personal Leave ..Bereavement Leave ..Leaves ofAbsences .Pregnancy Leave ..Workers' Compensation .Jury Duty ..

    11>1919202122THE UNION AND UNION SECURITY VI. MISCELLANEOUS

    MANAGEMENT AND TH E WORK PLACE

    le 1le 2le 3le 4le 5le 6le 7

    le 8le 91011le 12le 13le 14

    Recognition .Union Security and Dues Deduction .Subcontracting .Seniority ..Probationary Period .Lay-Off and Recall ..Union Activities .

    Management Rights .Hours ofWork ..Disciplinary Procedure .Grievance and Arbitration Procedure.Transfers .Americans with Disabilities Act ..Drugand Alcohol Testing ..

    1123334

    5667888

    Article 31Article 32Article 33Article 34Article 35Article 36Article 37Article 38Article 39

    Civil Service Applicability....... 22Application to Retirees and Others separatedfrom City Service........................... 23Nondiscrimination..................................... 23BulletinBoards......................................... 23Copies of the Contract................................ 23Savings Clause........................... 23Miscellaneous.......................................... 24Prior Practice 24Duration.................................................. 24Signature Page 25AppendixA . Wages................................... 26Appendix B - The Medical Plan................... 30Appendix C - Vision Care.......... ................. 33Memorandum ofUnderstanding................. 35

    MONETARY PAYMENTS

    le 15le 16le 17le 18Wages .Payment ofTuition ..Longevity ..Retroactive Payments .

    89910BENEFITS

    le 192021Insurance .Pension Plan .EmployeeAssistance Program (EAP) . .

    101414HOLIDAYS AND LEAVES22e 23 Holidays ..Vacations . 1516

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    ARTICLE 3SUBCONTRACTING

    2.3 Deduction Period. The remittance to the Union for any monthshall be made during the fourth (4th) payroll week of said month andshall be remitted to the Union, together with a list ofnames of employeesfrom whose wages such deductions have been made, not later than thefifteenth (15th) day ofthe following month.2.4 The Union agrees to indemnify and hold harmless the City for anyloss ofdamage arising from the operation ofthis Article. It is also agreedthat neither any employee nor the Union shall have any claim againstthe City for any deductions made or not made, as the case may be, unlessa claim of error is made in writing to the City within thirty (30) calendardays after the date such deductions were orshould have been made.

    3.1 The City agrees that it will not contract or subcontract any worknormally performed by employees in the bargaining unit. This shall notprevent the City from contracting or subcontracting for supplementary oremergency service which employees in the bargaining unit are unable toperform, provided that the City complies with all relevant Charter, Codeor Ordinance provisions.

    led by

    2.2 The City agrees to deduct from the pay ofa ll employees coveredby this Agreement, who authorized such deductions from their wages inwriting, such membership dues/agency fees an initiation fees as may beuniformly assessed by the Union. When an employee does not havesufficient money due him, after deductions have been made for Pensionor other deduc tions required by law, Union dues/agency fees for suchdeduction period shall be deducted in a pay period in which the employeehas sufficient funds due him. I t is also agreed that neither any employeenor the Union shal l have any claim aga inst the City for e rr or s in theprocessing of deductions unless a claim or error is made in writing to theCity within thirty (30) days after the date such deductions were o rshould have been made. I t is also agreed that the obligation of the Cityfor funds actually deducted under this Section terminates upon thedelivery ofthe deductions so made to the person authorized by the Unionto receive such funds from the City.

    n agency service for in an amount established by Union as p,aw during the term ofAgreement.

    I t shall be a condition of employment that all employees covereds Agreement who are not members of the Union on the effectiveof this Agreement sha ll on the thirty-first (31st) day following theive date of this Agreement become and remain members in goodin the Union or pay to the Union an agency service fee in annt established by the Union as provided by law dur ing the term ofgreement.

    ARTICLE 2UNIONSECURITYAND DUES DEDUCTION

    ARTICLE 1RECOGNITION

    AGREEMENT

    ll also be a condition of employment that all employees covered byAgreement and hired on or after it s effective (execution) date shall,e 181st day following the beginning of such employment becomeremain members in good standing in the Union, or pay to the Union

    The Union and the City agree to barga in in good fai th on allrelating to wages, hours and other conditions of employment.

    The Union recognizes the Mayor of the City of Bridgeport orr designated representative, or representatives, as the solesentative(s) of the Employer for the purpose of collective

    The City hereby recognizes the Union as the sole and exclusiveagent with respect to wages, hours and conditions of

    ment for all employees of the City who are employed as AssociateAttorney, as certified by the Connecticut State Board of Laborin Decision No. 2835 (1990).

    reement is made and entered into by and between the City ofport (here inaf te r refer red to as the "Employer") and theeport City Attorneys' Union, Local 1303-272, Council #4, AFSCME,CIO (hereinafter referred to as the "Union").UNIONAND UNION SECURITY

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    Appro te Union Officials may attend meetings during workingwithout .0 of pay when such meetings are requested or approvede Labor Relations Officer.Union Officers shall be able toconsult with the Employer, hislherentative, Local Union Officers, or other union representatives

    the enforcement of any provisions of this Agreement,the City's Labor Relations Officer or hislher designee is notifiedance of suchmeetings and consultations.NAGEMENTAND THE WORK PLACE

    ARTICLE 8MANAGEMENT RIGHTSExcept as expressly modified or restricted by a specific provisionAgreement, all s ta tu tory and inherent managerial rights,

    and functions are retained and vested exclusively in theincluding, bu t not l imited to the rights, in accordance with its soleexclusive judgment and discretion to: recruit, select, train, promote,ipl ine, transfer, layoff and discharge personnel: determine theand type of positions and organizational structure required toide City services; def ine the duties and responsibilities of eachand of departments; acquire and maintain essential equipmentfacilities required to conduct the business of providing City services;ract for services with o ther units of government and/or privateors for the provision of services to or by the City, subject t o the

    of Article 3.1; determine the technology and the efficiency ofgovernmental operations; establish and amend policy, procedures,and regulations regarding employee standards of conduct and thein which work is performed; perform the tasks and exercise the

    granted by s ta tu te , c ha rt er and ordinance to municipalorations. The City's fai lure to exercise any right, prerogative, ort ion hereby reserved to it, o r the City's exercise of any such right,or function in a particular way, shall not be cons idered aver of the City's r ight to exercise such a right, prerogative or functionclude it from exercising the same in some other way not in conflictexpress provisions of this agreement. The City shall not exercise its

    agement rights in violation of its obligations under MERA (thenecticut Municipal Employee Relations Act Conn. Gen. State. #7467,

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    ARTICLE 9HOURS OF WORK

    9.1 All employees covered by this Agreement will work a minimum offorty (40) hours per week.ARTICLE 10

    DISCIPLINARY PROCEDURE10.1 No employee shall be discharged or otherwise disciplined withoutjust cause.10.2 All discipl inary action shall be applied in a fair manner and shallnot be inconsistent to the infraction for which the disciplinary action isbeing applied.10.3 Disc ip linary act ion shall be in the following order:

    A) a verbal warning;B) a written warning;C) suspension without pay, andD) discharge.The City and the Union recognize the concept of a progressive disciplinepolicy, however, both parties agree that there are cer ta in grave offenseswherein the discipline imposed by the City does not require complianceto the aforementioned provisions.10.4 In the case of any employee who has received a verbal warning ora written warning when a maximum period of one year has lapsedwithout the employee receiving further discipline, i.e, written warning orverbal warning; such written warning or verbal warning will not be usedas the basis for other discipline.10.5 All d iscipl inary act ions may be appealed through the establishedgrievance procedure.10.6 All suspensions and discharges must be s tated in writing and acopy given to the employee and the Union President.

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    ARTICLE 11GRIh y ANCE ANDARBITRATION PROCEDUREAny grievance or dispute which may arise between the parties,

    the application, meaning or interpretation of this Agreement,be settled only in the following manner:1 - The employee and the Union Representative shall take up the

    or dispute with the employee's Department Head within tenof the date of the grievance or the employee's knowledge ofitsrence, whichever is later . The Department Head shall arrange to

    wi th t he employee and the Union Representative to attempt tothe matter and shall respond in writing to the Union within sevening days.2 . I f the grievance still remains unadjusted, it shall be presented

    e Union Representat ive to the City's Labor Relations Office, inten (10) days after the response of the Department Head is due.one (1) week after submission, a meeting shall be held betweenUnion Representative and the Labor Relat ions Officer for theof adjusting the grievance. The City's Labor Relations Officerrespond in writing to the Union Representative (with a copy of theto the local Union President) at the meeting or within seven (7)ing days.

    3 - I f the grievance is still unsettled, either party may, withinn (15) days after the reply of the Labor Relations Officer is due orfIfteen (15) days following receipt of the written r ep ly by ther Relations Officer, whichever period is la te r, petition theState Board of Mediation and Arbitration for arbitration.

    Board shall h ea r a nd act on such dispu te in accordance with it sicable rules and regulat ions. The arbitrators shall no t add to, norfrom, the terms of this agreement as wri tten . The arbitrationshall be in writing and shall se t forth the opinion and conclusionsthe issues submitted.The decision of the arbitrator(s) shall be fInal and binding on theand the arbitrator(s) shall be requested to issue the decisionthirty (30) days after the conclusion of testimony and argument.Upon mutual agreement by the City and the Union, any o f thelimits in this Article may be waived.

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    ARTICLE 12TRANSFERS

    12.1 Employees desiring to transfer to other jobs within the City shallsubmit an application in wri ti ng to their Depar tment Head. Theapplication shall state the reason for the requested transfer.12.2 Employees r eques ti ng t ransfer or involuntarily transferred forreasons other than the elimination of their jobs shall be transferred toequal or lower paying job classifications, on the basis of seniority,provided he/she has the abili ty to do the job effectively without furthertraining.12.3 Employees reques ti ng t ransfe rs or involuntarily transferredbecause of elimination of their jobs or elimination of funding for theirjobs shall be transferred to the same or any other job of an equalclassification on the basis of seniority.

    ARTICLE 13AMERICANSWITH DISABILITIES ACT

    Nothing in this agreement shall prohibit the City from taking steps tocomply with the requirements of the Americans with Disabilities Act.ARTICLE 14

    DRUG AND ALCOHOL TESTINGThe parties agree the City may conduct drug and alcohol testing basedon reasonable suspicion. The City agrees to follow the requirement ofCGS, Section 31-51t through 31-51bb, inclusive excluding Section 31-51v.

    III. MONETARY PAYMENTSARTICLE 15WAGES

    15.1 The salar ies of a ll employees covered by this Agreement shall bein accordance with the plan shown as Appendix A. (attached)15.2 Effective July 1, 2004, wages shall be increased by two one-halpercent (2.5%).

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    Effective July 1, 2005, wages shall be increased by two and one(2.5%).Effective October 1, 2006, wages shall be increased by three(3.0%).Effective October 1, 2007, wages shall be increase by three(3.0%).In determining an employee's rate of pay for any monetaryunder this agreement, the bas is to be used in such determinationbe the employee's regular annual, weekly or hourly rate asble, whichever is appropriate in determining such benefits.All employees on an annual salary shall be paid the wages of theiration based on fifty-two (52) weeks.The City Attorney, with the approval ofthe Director of Labor

    has discretion to hire new employees up to Step VII, based onlegal experience.ARTICLE 16PAYMENTOF TUITION

    The City shall reimburse each employee or prepay th e directof registration of each employee who satisfactorily completesnuing legal educa tion courses in subjec ts which are des igned toase histher proficiency in histher present or potential dutyas determined by the City Attorney. The total of suchents to all employees shall not exceed five thousand dollars ($5,000)fiscal year. The employee must apply and obtain the approval ofDirector of Labor Relations in advance ofenrollment. Such approvalbe limited to whether or not the employee's request complies with

    standards set forth within this article and shall not be unreasonably

    ARTICLE 17LONGEVITY

    Each employee who has or will have five (5) or more years ofipal service by October 1, of said contract year, shall receive an-9-

    annual payment calculated by multiplying the sum of sev""ty-fivedollars ($75.00) by the number ofyears ofsuch completed service.17.2 This longevity pay will be payable during the month ofDecember.

    ARTICLE 18RETROACTIVE PAYMENTS

    18.1 The City will us i ts best efforts to pay all sums retroactive to July1, 2004 in one (1) lump sum within ninety (90) days of the acceptance ofthis agreement.IV. BENEFITS

    ARTICLE 19INSURANCE

    19.1 The City shall provide and pay for Health Benefi ts for al lemployees and their enrolled dependents as follows:(a) "Medical Benefits" in accordance with the City ofBridgeportlBridgeport Board of Education Medical Plan(including Section V - Schedule of Benefits, Revision 10/l/05), acopy ofwhich is annexed to the original of this Contract and i s on:file with the City and the Union (the "Medical Plan"). Appendix B(b) Drug prescription family plan (covering all approvedmedications) with an annual maximum of $1,000 per plan year.For additional prescription drug charges, eighty percent (80%) ispaid by the City and twenty percent (20%) is paid by theemployee. The co-payment by the employee shall be five dollars($5.00) for generic drugs, ten dollars ($10.00) for drugs on the lisof preferred drugs maintained by the City's pharmacy managerand twenty five dollars ($25.00) for all other drugs. Prescriptionshall be l imi ted to a thirty (30) day supply at retail and a ninety(90) day supply at mail order. Manda tory mai l order shall berequired for maintenance d rug s on th e list maintained by theCity's pharmacy benefits manager for ref il ls of the prescriptionbeyond the third or the co-payments and employee paymenprovided above shall double at retail (the "Prescription DrugPlan").

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    T,._ Arbitrator will order the substitution, if after weighingtal benefits and methods of administration, processing ando f claims offered by the City's proposal against the totaland methods of administration, processing and payment ofoffered by the Plan specified in Section 19.1 of this Article, he/she

    that the average bargaining unit member will, on an overall basis,at least as well unde r the proposed substituted coverage.ng herein shall require the City to propose total substitutions forrage provided in Section 19.1 of thisArticle and substitution mayosed for anyone or more of the specified coverages.The City shall provide a payment in lieu of health benefits, forthat waive such coverage, in the amount of five hundred

    ) dollars per year.The City, at is option, may change carriers for the insurance orhod of providing the health benefits in this Article, provided theare equal to or better th an, i n all benefits, in the manner ofs, services and procedures for payments.

    par ti es sha ll continue to work through the Labor Managementerative Committee on health care, which may modify but notchange the health benefits as provided herein.Effective Upon approval of the Agreement by the City Council,active employee shall contr ibute 12% of the Premium Cost asin this Section for the Medical Plan and Prescription Drug Plan.purposes of this Section, and wherever applicable elsewhere in thise, "Premium Cost" shall be defined as either the actual premium

    paid for such coverage or ifthe City does not pay an actual premiumthen the pseudo premium cost as developed by an independent thirdadministrator for purposes of establishing premiums pursuant torehensive Omnibus Budget ReductionAct ("COBRA").-) The City has implemented and shall maintain a cafeteria plan

    pursuant to Section 125 o f the Internal Revenue Code for allactive employees so as to facilitate deduction of the amountscontributed for health benefits and for child care from the grossincome of the employee for tax purposes.

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    B) As an alternative to the curr ent hea lth and/or insurancebenefits, the City may offer an employee benefits cafeteria planwhich allows the employee to select from a specific li st ofbenef it s up to a year ly dollar amount as agreed; the details ofwhich shall be subject to reopener negotiations at the request ofeither party.

    19.13 Divorced employees must notify the City within thirty (30) daysof the divorce or repay the City by payroll or pension reduction for thecost of any benefit improperly paid as a result ofsu ch failure.

    ARTICLE 20PENSION PLAN20.1 All eligible employees in the bargaining unit shall be covered bythe Connecticut Municipal Employees Retirement Fund B, hereinafterreferred to as CMERF Fund B.20.2 Employee contr ibutions to CMERF Fund B will be on a pre -taxbasis subject to meeting the CMERF requirement that all City unionswhich are CMERF agreeing to have this done.

    ARTICLE 21EMPLOYEE ASSISTANCE PROGRAM lEAP)

    21.1 The City recognizes that a wide range of problems not d irec tlyassociated with ones' job function can have an undesirable effect on anemployees job performance. The City also recognizes that almost anyhuman problem can be successfully treated provided it is identified in itsear ly stages, and referral is made to an appropriate modality of careThis applies whether the problem be one of physical illness, mental oremotional illness, fmances, marital or family distress, alcoholism, drugabuse or legal problems. It is in t he in te re st o f the employee, theemployee's family and the City to provide an employee with a servicewhich deals with such persistent problems.21.2 The EAP may establ ish, and therefore discontinue, and provideit s services to all City employees and their immediate family members ano cost to employee or family.

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    c) Er yees with four (4) or more weeks of vacation, into the ~ l i r r y - o v e r option se t forth in advance, may elect to work(2) vacation weeks at the regular weekly compensation and toin addition, vacation pay for those weeks worked. An employeele for both carry-over and pay-out options may elect to take one oroptions in any contract year/vacation year. Each employee must

    at least one week actual vacation.d) Employees who have not carried over from the prioryear andelect the pay-out option will be paid in accordance with the currentyear/vacation year salary. An employee who has carried over afrom th e prior year and then elects the pay-out option shall be paid

    rate equal to such employee's salary at t he end of the prior vacationAl l pay-outs shall be paid to the employee at the end of theyear in which the election is made.

    ARTICLE 24SICK LEAVE

    Sick Leave Allowance - Sick Leave shall be earned by eachoyee of the bargaining unit, at the rate of ten (10) days per year,shall be allotted on January 1st, of each year.Sick Leave Accumulation - Any unused sick leave of any

    during continuous employment may be accumulated withoutt. Sick leave shall continue to accumulate during leave of absencepay and during the time an employee is on authorized sick leave oron time.A medical cer tificate, acceptable to the appointing authority, may

    quired for any absence consisting of four (4) or more consecutives from City service.Sick leave accumulated at ret irement or d eath or otherfrom City service.(a) Upon retirement or other separation from City service, anemployee shall be credited for the period of time corresponding tothe amount of the sick leave accumulated. For accumulated daysheld on June 30, 1992, the above stated credit shall be paid on alump sum basis of eight-five (85%) percent of all unused sickleave up to a limit of two hundred fifteen (215) days withinfifteen (15) days of the retirement or separation date. For days

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    accumulated after July 1, 1992, the credit shall be paid at therate of fifty (50%) percent of all unused sick leave up to a l imit oftwo hundred (200) days.(b) On the death ofthe employee, the amount ofsick leave timecredited to the employee shall be payabl e to hi s/ he r spouse,and/or children, or the estate ofthe employee.

    24.5 Usage of accumulated sick leave shall be first from the thencurrent year allotment, then from the days accumulated after July 1,1992 and thereafter from the accumulated days held on June 30, 1992.24.6 (a) The Department Head shall be responsible for theadministration of these provisions, subject to the authori ty of theMayorand the Director of Personnel, when so authorized by the Mayor.

    (b) There shall be maintained in the Department a record foreach employee of all s ick leave taken and accumulated. These recordsshall be subject to periodic reports to be submitted to him/her.

    (c) During the effective period of this Agreement, a satisfactorymethod of informing individual employees of accumulated sick leaveshall be established. Such procedure shall include either of thefollowing:(1) A record of an employee's accumulated sick leave shall be submittedto him upon request at least once annually.(2) A record of an employee's accumulated sick leave shall be indicatedon the employee's wage stub at established periodic intervals to bedetermined by the City but not less than once annually.

    ARTICLE 25PERSONAL LEAVE

    25.1 Up to three (3) days personal leave with pay shall be granted toany employee on request for personal business in any contract yearSuch request will not be unreasonably denied. At the end of the contracyear, personal days which are unused will be credited to the employee'ssick leave account.

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    ARTICLE 26BEREAVEMENT LEAVE

    Bereavement Leave - Each employee shall be granted leave withthe event ofa death in hislher immediate family. Such leave shalln the day of death and continue throughout and include the day ofexcept that in no event shall such leave be more than three (3)commencing on the day of death. For purpose of this Article, the"immediate family" sha ll mean and include the following:r, father, spouse, brother, sister, child, grandparent,children, step-parents, mother-in-law and father-in-law, son-indaughter-in-law, brother-in-law, sister-in-law. Any othe rvement leave or any extension of the above leave shall be chargedemployee'S sick leave account.Employees sha ll be granted one day leave with pay for the deathy aunt or uncle son-in-law, daughter-in-law, brother-in-law and

    ARTICLE 27LEAVES OF ABSENCESADepartment Head, with the approval ofthe Director ofLaborions, may grant an employee a leave of absence without pay for ad of not to exceed one (1) year. No leave without pay shall bewithout a written request of the employee and guarantee by thatthat helshe will service the City of at least one (1) year afterreturn from such leave. Whenever granted, such leave shall be

    in writing and signed by the Department Head and theor ofLabor Relations.expiration of a regularly approved leave without pay, the employeereturn to work in the position held at the time leave was granted ifsition is funded; provided that if the position no longer exists or isnded, the returning employee is to be placed in a position which

    has demonstrated that helshe can perform effectively while inservice and to which hislher seniority entitled himlher. Failure ofployee on leave to report promptly at its expiration, without goodshall be considered as a resignation.

    Military leave shall be g rant ed according to all applicableand State Laws.

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    ARTICLE 28PREGNANCY LEAVE28.1 Any employee who becomes medically disabled due to pregnancyor medical complications related to pregnancy and is unable to performhe r normally assigned duties shall submit a written statement from herphysician indicating her present physical condition, the expected date ofchild birth, the nature of the medical disability, the limitations to whichthat disability imposes upon her ability to continue with her normallyassigned duties, and the probable duration ofthe disability.28.2 Any employee so medically disabled shall be granted paid sickleave to the extent accrued, provided that such leave shall be grantedonly for the duration ofsuch pregnancy or pregnancy disability.28.3 Any employee medically disabled as a result of pregnancy anduses sick leave to t he ext ent accrued sha ll be entitled to receive allcompensation which has been accrued under the various provisions ofthis agreement, and, upon returning to work, shall receive full credit foraccumulated seniority, retirement, fringe benefits, and other servicecredits.28.4 Any employee previously disabled as a result of pregnancy ormedical complications related to pregnancy must return to her positionwhen she is physically able to perform her duties. The City may requiremedical proof of any disability which it considers unduly long induration.28.5 Parental leave, shall , upon written request to the DepartmentHead, be granted in six (6) month intervals up to a maximum of two (2)years upon the birth or adoption ofa child or upon the serious illness ofachild. A written request is required for each six (6) month period. Suchreques t sha ll not be unreasonably denied. This leave is g rant ed inaddition to the sick leave taken pursuant to Article 24.28.6 During each six (6) month parental leave period, employees shal(a) be allowed to continue the insurance coverage provisions provided bythis agreement at their own expense, and (b) accrue seniori ty for albenefits thereto provided by this agreement.

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    ARTICLE 29WORKERS' COMPENSATION

    In the event that an employee is required to be absent from workto a job-related accident, and as a result thereof, has beenined to be ent it led to compensa tory Workers' Compensa tionpursuant to the State Statute, such employee shall be paid theence between eighty percent (80%) of that employee's regulartime weekly earnings and the amount of the weekly Workers '

    pay for each of the thi rd (3rd) to twelf th (12th) weekswhich the employee is thus required tobe absent from work. Thission shall not apply to back weakness or back soreness cases and noential payment shall be made in any such case.Absence from work required by virtue ofa job-related accidented to be compensable under theWorker's Compensation Statutenot reduce the sick leave allowance of the employee which has been

    pursuant to Sect ion 2 of Article 24, "Sick Leave", of this

    Subject to the limitation provided in Section 22.1 of Article 27,ers compensation leave shall be granted to all employees deemed toa compensable inju ry unt il such time as the employee reachesum medical recovery.Each employee so injured or disabledmust choose from the list ofoved medical care providers on the Bridgeport Worker'

    pensation Managed Care Plan as it may be modified from time toby the Plan Administrator with the approva l of the Workers'Commission.If an employee on Workers' Compensation has a modified oricted work capacity, the City may, in it s discretion, request theyee to return to a modified duty position, such discretion shall notrcised in an arbitrary or capricious manner. Such work shall bein the restr ictions outlined by the treating medical provider. Thereserves the right to l imit the available number of modified dutytions. The posit ions are i nt ended to be tempora ry in nature,erally no more than three (3) months, and are designed to return theoyee back to hislher regular work.

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    29.6 When there is a disagreement between the City and theemployee, the determination of the number of weeks the employee wasnecessarily absent from work by reason of a compensable injury shall bedetermined by the City's Director of Health or a Medical Doctor to whomsuch Director delegates hislher authority to make such a determination.I f not settled, the grievance procedure set out in this contract may beused.

    ARTICLE 30JURY DUTY

    30.1 For each ofits employees who is summoned to serve on a jury inthe Superior Court or United Stated Distr ic t Court (in the absence ofsolicitation by the employee to be listed as a prospective juror) and isrequired to serve on said jury, the City will reimburse such employees forthe difference in the compensation received from the Court and the paywhich said employee would have received had the employee workedthose hours that the City would have scheduled for the employee'sservices during the same time period subject to the following provisions:Employees shall be eligible for this payment after presentation to theCity of a statement by the appropr ia te Clerk of the Court setting forththe dates on which the employee was actually present in Court pursuanto the jury duty summons and the amount paid by the Court as theresult of the performance of such jury duty. No employee shall beeligible for the reimbursement provided herein required for jury dutymore often than once in a fiscal year.VI. MISCELLANEOUS

    ARTICLE3!CIVIL SERVICE APPLICABILITY31.1 The City and the Union agree that City employees who are coveredby the Civil Service Provisions of the City Charter shall continue toremain covered by such Civil Service Provisions of the City Charteexcept where such provisions are superseded by this contrac t. Thiprovision shall not be construed to limit or infringe any of the provisionof this contract.

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    The pa ,will reopen this Agreement effective July 1, 2009 forof negotiating wages and benefits. This re-opener shall be

    t to binding interest arbitration under the Municipal EmployeesAct.

    this Day of :;)...7 , 2006.THE CITY

    E. Winterbottomof Labor Relations

    FOR THE UNION

    ',,-iLu. lPok2John Barton, Esquire 1)..' 2-D' 0k:>Donna JohnsoIP U 1;;).fd.O '0StaffRepresentative AFSCME,Council 4

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    ASSOCIATE CITY ATTORNEY

    A .DIXA

    CITY OF BRIDGEPORTJUly1. 2004 (2.5%)

    UNION JOB CODE JOB TITLE STEP 1 STEP2 STEP 3 STEP 4 STEPS

    Q 1705 ASSOCIATE CITYATTORNEY $67,097.00 $71,225.00 $75,355.00 $79,486.00 $83,614.00$1,290.33 $1,369.71 $1,449.13 $1,528.58 $1,607.96(STEP 6) (STEP 7) (STEPS) (STEP 9)$87,741.00 $91,869.00 $95,998.00 $100,800.00$1,687.33 $1,766.71 $1,846.12 $1,938.46

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    ASSOCIATE CITY ATTORNEY

    APPt.. .......IXA

    CITY OF BRIDGEPORTOctober 1, 2006 (3.0%)

    UNION JOB CODE JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEPS

    Q 1705 ASSOCIATE CITY ATTORNEY $70,837.00 $75,196.00 $79,556.00 $83,917.00 $88,275.00$1,362.25 $1,446.08 $1,529.92 $1,613.79 $1,697.60

    (STEP 6) (STEP 7) (STEPS) (STEP 9)$92,633.00 $96,991.00 $101,350.00 $106,420.00$1,781.40 $1,865.21 $1,949.04 $2,046.54

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    ASSOCIATECITYATTORNEY

    APPE:MJIX A

    CITY OF BRIDGEPORTOctober 1, 2007 (3.0%)

    UNION JOB CODE JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5- - - - - - - - - - - ~ - - ~ - - - - - - - - - - - ------------ --------------- ----------- ------------- ------------- ----------- -------------- -----------

    Q 1705 ASSOCIATE CITY ATTORNEY $72,962.00 $77,452.00 $81,943.00 $86,435.00 $90,923.00$1,403.12 $1,489,46 $1,575.83 $1,662.21 $1,748.52

    (STEP 6) (STEP 7) (STEPS) (STEP 9)$95,412.00 $99.901.00 $104,391.00 $109,613.00$1,834.85 $1,921.17 $2,007.52 $2,107.94

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    BENEFITS IN-NETWORK' I OUT-OF-NETWORK'OUTPATIENT CAREPhysician Office Visits $20 Copayment per visit for the Employees Subject to 80%Coinsurance2primary care physician and $30.00copayment pervisit for a Specialist.X-Rays and Laboratory Tests No Cost Subject to 80% Coinsurance2Physical & Occupational Therapy and Chiropractic $20 Copayment per visit for the Employees Subject to 80%Coinsurance2Care, for up to 30 Visits per Year primary care physician and $30,00copayment per visit for a Specialist.Cardiac Rehabilitation for up to 12 weeks following $20Copayment per visit for the Employees Subject to 80%Coinsurance2,3myocardial infarction or cardiac surgery primary care physician and $30.00copayment per visit for a Specialist.Speech Therapy, for up to 60 days peryear $20 Copayment per visit for the Employees Subject to 80%Coinsurance2,3primary care physician and $30.00copayment per visit for a Specialist.Diagnostic Procedures No Cost Subject to 80%Coinsurance2,3Surgery perfomled in a Hospital or Outpatient $20 Copayment per visit for the Employees Subject to 80%Coinsurance2,3Surgical Care Center primary care physician and $30.00copayment pervisit for a Specialist.Allergy Services $20 Copayment per visit for the Employees Subject to 80%Coinsurance2

    primary carephysician and $30.00copayment per visit for a Specialist.INPATIENT CARESemi-Private Room and Board $200 Copayment per Admission3 $200 Copayment perAdmission. thensubject to 80% coinsuranceJInpatient Skilled Services such as Physical, $200 Copayment per Admission3 $200 Copayment per Admission, thenOccupational therapy, and Skilled Nursing Care to a subject to 80% coinsuranceJcombinedmaximum of 60 days percalendar yearVISIONCAREVision Screening, alUlUaily (excludes refraction) $20Copayment pervisit for the Employees Subject to 80% C o i n s u r a n c ~primary care physician and $30.00copayment pervisit for a Specialist.Medical Care for Injury or lllness to the Eye $20Copayment pervisit for the Employees Subject to 80%Coinsurance2primary care physician and $30.00copayment per visit for a Specialist.MENTALHEALTHCAREOutpatient Mental Health Care $20 Copayment per Visit Subject to 80%Coinsurance2

    Outpatient visitsmay require approval inadvance.Inpatient Mental Health Care $200 Copayment per AdmissionJ $200 Copayment perAdmission, thensubject to Coinsurance2,3

    DRUG/ALCOHOLADDICTIONInpatient Diagnosis and Medical Treatment for Drug $200 Copayment perAdmission) $200 Copayment perAdmission thenand Alcohol Detoxification subject to 80%Coinsurance2,3Inpatient Rehabilitative treabnent for the abuse of, or $200 Copayment perAdmission3 $200 Copayment perAdmission, thenaddiction to drugs and alcohol subject to 80%Coinsurance2,3Outpatient Rehabilitative treatment for the abuse of, $20Copayment per visit for the Employees Subject to 80% C o i n s u r a n c ~or addiction to drugs and alcohol primary care physician and $30.00copayment per visit for a Specialist.HOME HEALTHOR HOSPICE CAREHome Health or Hospice Care when skilled services No Cost' Subject to 80%Coinsurance2,3are requiredInpatient Hospice Care $200 Copayment perAdmission) $200 Copayment perAdmission thencovered 100%)

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    OTHER SERVICESDurable Medical Equipment (Certain devices require HealthNet pays 100% of the cost of HealthNet pays 100% of the cost of coveredprior authorization) covered item(s) up to a combined in and item(s) up to a combined in and out ofout of network maximum of $500 per year network maximum of $500 per yearFoot Orthotics HealthNet pays 50% afthe physician's HeaJthNetpays 50% of the physician'scharge or $125,whichever is less charge or $125, whichever is lessProsthetics (maximums are combined in and out ofnetwork) Internal No Cost' No Cosr,3 External, to a maximum of$5,000 No Cost ' Subject to 80% Coinsurance;!'] External replacement, to a maximum of$5,000 No Cost' Subject to 80%Coinsurance2,]Oxygen No Cost' No Cost'Acupuncture $20Copaymentper visit for the Employees Covered In Network onlyprimary care physician and $30.00copayment per visit for a Specialist.

    BENEFITS IN-NETWORK' I OUT-OF-NETWORK'EMERGENCY CAREAt Physician's Office $20 Copayment per visit for the Employees $20 Copayment per visit for the Employeesprimary care physician and $30.00 primary care physician and $20.00copayment per visit for a Specialist. copayment per visit for a Specialist.Urgent Care at an Urgent Care Center $20 Copayment per visit for the Employees $20 Copayment per visit for the Employees

    primary care physician and $30.00 primary care physician and $20.00copayment per visit for a Specialist. copayment per visit for a Specialist.At Hospital Emergency Room $75 Copayment per Visit $75 Copayment perVisit(ERCopayment waived if admitted, then $200Inpatient Copayment applies)Ambulance, in case ofemergency No Cost No CostEffective 7/1/07 - the c o ~ p a y r n e n t for specialist shall increase to $40.00 pervisit.* Usual, Customary and Reasonable Charge (VCR) is defined as maximum allowable charge as determined by HealtNet.*.. For outpatient mental health, rehabilitative treatment for the abuse of or addiction to drugs and alcohol, and chiropractic care, the allowedamount is detennined by the vendor's fee schedule.

    1 In Network services are services and benefits providedor arranged by a HealthNetparticipating provider.2 Out ofNetwork services require amember to pay coinsurance.3 WhenMedically Necessary and Approved inAdvance by theHealthNetMedical Director.Conditions and LimitationsYou are covered for emergencies anywhere in the world. I f the situation is life-threatening, go straight to the nearest hospital's emergency roomor call 911. rfat all possible. try to reach your HealthNet primary care physician. Please be sure it is a true emergency. Many people go to theemergency room for things like colds, sore throats, coughs, and routine fevers because it is convenient. While none of these problems constitutesan emergency, you are covered for all of them through a visit to your physician's office. You will be responsible for any emergency roomcharges when it is not an emergency.

    Out ofNetwork BenefitsWhen using Out of Network benefit, prior authorization is required for all inpatient and outpatient hospital admissions, all elective ambulatorysurgical procedures, and most diagnostic procedures performed in a non-plan hospital or free-standing surgical center. To obtain priorauthorization, please contact HealtbNet' Customer Service Department at 1 ~ 8 0 0 - 2 0 5 0 0 9 5 . A $100 penalty is applied to Out of Networkreimbursement when the member does not complete the prior authorization process.Out ofNetwork Inpatient Hospital Copayment MaximumAll ofyour out-of-network inpatient hospital! facility oopayments will be applied to an annual copaymentmaximum of$I,OOO per member or$2,000 per family per calendar year.General ExclusionsYou are not covered for physical exams for employment, insurance, school. premarital requirement or summer camp (unless substituted for anormal physical exam); hearing aids; routine foot care; some transplant procedures; cosmetic or reconstructive surgery. unless medicallynecessary; custodial services; weightreduction programs; or longterm psychiatric treabnent.Plan will not duplicate any benefits for which members are entitled under worker's compensation, No-Fault, Medicare, or other group healthinsurance coverage.The services, exclusions and limitations listed above do not constitute a contract and are a summary only. Tbe City of BridgeportSummary Benefit Description is tbe final arbiter of coverage under HealtbNet. I f you bave any questions, please caU tbe HealtbNetCustomer Service Department at 1 - 8 0 0 2 0 S ~ 0 0 9 S .

    Slpd City ofBridgeport (C12BP5ICI2BP6)1lI28/2006 -32 -

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    APPENDIXCVISION CARE BENEFITS FOR

    CITY OF BRIDGEPORT

    w vision care plan will he provided by Vision Service Plan. The plan provideslete vision examination and lenses once every twelve (12) months, and a frameevery twenty-four (24) months. The vision examination will include tests toine the general health of your eyes and whether glasses are necessary. A wideof frames are available, and contact lenses are covered if medicallyAn allowance will be made if cosmetic contacts are selected.

    plan has a network of over 22,000 doctor locations nationwide for you to choose. WHEN SERVICES AREOBTAINED FROMA MEMBERDOCTOR, Visionice Plan will pay the doctor directly. There will be no out-of-pocket expensept for a twenty ($20.00) dollar co-payment for the examination and a thirty.00) dollar co-payment for materials. There can be an extra charge for cosmetics such as tints, over-sixed lenses, or blended lenses, etc. These extras are chargedermined wholesale prices.dition, your benefit includes a forty dollar ($40.00) wholesale frame allowance.typically equates to a pair of frames which retail for one hundred/one hundredty ($100/$120) dollars. Should you exceed the wholesale frame allowance, yoube charged the additional wholesale cost, plus a service fee equal to the overage.mple: You choose frames which carry a fifty dollar ($50.00) wholesale value.would be charged the additional wholesale cost of ten dollars ($10.00) plus aice fee equal to the overage, or ten ($10.00) dollars. Therefore, these framesld cost twenty ($20.00) dollars in addition to your co-payment.

    also have the option to receive SERVICES FROM A NON-MEMBERTOR, and VSP will reimburse you accordingto a schedule of allowances. Thereo assurance that the schedule will be sufficient to pay for the entire cost of theor the glasses.

    NON-MEMBERDOCTOR REIMBURSEMENT SCHEDULE

    BEFORE MAKING AN APPOINTMENTWITHEITHERA MEMBERORNONMEMBERDOCTOR, you must obtain a request card brochure from your PersonnelDepartment. The brochure will further explain the benefits and procedures. Simplycomplete the pre-addressed request-for-service postcard attached to the brochure andmail it to VSP. The request-for-service postcard should be sent in just prior to yourdesired appointment date, since the benefits from expires sixty (60) days from thedate of issue. Within approximatelyten (10) days, you will receive a benefit fromalong with a list ofmember doctors in your area. For questions other than eligibility,call VSP's National Customer Service Center at (1800) 622-7444.

    Vision ExaminationSingle Vision Lenses, up to (perpair)BifocalLenses, up to (per pair)Trifocal Lenses, up to (per pair)LenticularFrames, up toContactLensesNecessaryElective -3.3.,..

    $40.00$40.00$60.00$80.00$125.00$45.00$210.00$105.00 - J ~

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    March 27, 2006OHNM. FABRIZIMayor

    City r!fBrid99J0rtLaGor Rdations andBenifits Administration

    LaGor Refations C!ffice45 Lyon Terrace

    BridiJl:port, Connecticut 06604Te(eplione 203-576-7843 EDMUND WINTERBOTDirector

    John Barton, PresidentLocal 1303-272, AFSCME Council #4, AFL-CIOC/O Office of the City Attorney999 Broad StreetBridgeport, CT 06604Dear John:

    JANETM. FINCHH ~ m a l 1 Resources ManageRICHARD D. WEINER

    Benifits Manager

    This letter will supplement the terms and conditions of a Tentative Agreement betweenthe City ofBridgeport and Local 1303-272, AFSCME Council #4, AFL-CIO for a termof July 1,2005 to June 30, 2010. We have agreed to interpret the Health Benefits Articlein the Tentative Agreement as follows:

    I) The prescription drug coverage for the applicable current member of thebargaining unit for the prescription for the generic equivalent of their currentmedication and for the applicable spouse of a bargaining unit member for the theircurrent prescription for which the dosages are periodically adjusted will not besubject to the mandatory mail requirements of Section I9.1 (B) of the TentativeAgreement and the double co-payments at retail shall not apply to any suchprescriptions. Other similar cases for other members of the bargaining unit ortheir dependents will be considered by the City on a case-by-case basis.2) For purposes of the co-payments for Primary Care Physicians underAppendix Cof the Tentative Agreement, the types ofmedical service providers set forth in theattached list will be considered to be Primary Care Physicians for any home oroffice visit. An employee who seeks treatment from any such type ofproviderwill pay a twenty dollar ($20.00) co-payment for a visit regardless ofwhether theemployee also treats with any other type ofphysician listed.

    Ve,-,[+-,l,.p;

    E d ~ : d ~ i n t e r b 0 1 f < n l 1 .Director ofLabor RelationsLIl;;;;;-OO6John Barton, President

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    The following specialty types are deemed as PCP's:

    PHYS-GYNECPHYS-GERONPHYS-GENERPHYS-INTERPHYS-FAMILPHYS-PEDIAPHYS-OBGYNOTHR-FAMRNOTHR-ADURNOTHR-GERRNOTHR-PEDRNOTHR-WOMRNOTHR-MIDWF

    PHYSICIAN, GYNECOLOGYPHYSICIAN, GERIATRICSPHYSICIAN, GENERAL PRACTICEPHYSICIAN INTERNAL MEDICINEPHYSICIAN, FAMILY PRACTICEPHYSICIAN, PEDIATRICSPHYSICIAN, OBSTETRICS/GYNECOLOOTHER, FAMILY NURSE PRACTITIONOTHER, ADULT NURSE PRACTITIONEOTHER, GERIATRIC NURSE PRACTITOTHER, PEDIATRIC NURSE PRACTITOTHER, WOMEN HEALTH NURSE PRACOTHER, NURSE MIDWIFE