0 ... (j)

....0

Z:I

:....

<>

mC

m::

!n

-<'"

0::::

;>

z~

::z

-<'"

(j)

>0

11l

'"t->

m,

-m

0Z

....C

."

:em

0....

>:::J

'"11

l::

~

~V

>C

.'"

11l

m-

V>

,0

:::JZ

0

."0

(j)

........

....n

c0

5>m

:::J

."11

l-<

....0

m6

~m

'"~

z....

t->

'"0

..0

~'"

0

Pre<Jmble . 01Article 1- ~ .ognition 01Article 2 - Management Rights............ 02Article 3 - Check Oft...................................................... 03Article 4 - Sub-Contracting , 05Article 5 - Top Seniority................................................... 06Article 6 - Holidays '" 06Article 7 - Hours of Work and Overtime 07Article 8 - Seniority , 13Article 9 - Lay-Off and Recall.......................................... 17Article 10 - Disciplinary Procedure , 18Article 11 - Grievance and Arbitration Procedure 20Article 12 - Wages 24Article 13 - Reporting Time 27Article 14 - Call Back Pay.... 28Arficle 15 - Longevity.. 28Article 16 - Nighf Bonus... 29Article 17 - Wearing Apparel. 29Article 18 - Vacations 31Article 19 - Insurance............ 33Article 20 - Pension Plan................................................. 40Article 21 - Sick Leave.................................................... 40Article 22 - Personal Leave........................ 42Article 23 - Bereavement Leave...................................... 43Article 24 - Leave of Absence...... 43Article 25 - Pregnancy Leave............................ .. 44Article 26 - Worker's Compensation................................. 46Ivticle 27 - Jury Duty........ 48"Irticle 28 - Transfers and Assignments.............................. 48"Irticle 29 -Shiff and Schedule Preference , 50~rticle 30 - Training......... 50'\rticle 31 - Safety and Healfh 51'\rticle 32 - Rest Periods.................................................. 52\rticle 33 - Non-Discriminafion.... 52\rticle 34 - Bargaining Unit..... 52\rticle 35 - Union Activities............. 53\rticle 36 - Visits By Union Representatives......................... 55,rticle 37 - Bulletin Boards 56,rticle 38 - Copies of Contract 56.rticle 39 - Residency 56

Article 40 - Employees Assistance Program (EAP) ......... ..... .... 57Article 41 - Public Contract..................................................... 58Article 42 - Special Officers. Deputy and Senior Deputy

Harbor Masters......................................................... 59Article 43 - Savings Clause......................................................... 61Article 44 - Termination............................................................. 61Article 45 - Drug Testing............................................................ 62Arficle 46 - Computer Aided Dispatch (CAD)........ 63Article 47 - Generai Provisions................................................... 64Article 48 - Attendance Policy................................................... 65

Signature Page........................................................ 66Appendix A - City Hall Hours.. 67Appendix B- Equity Adjusfment Positions..... 69Appendix C - Schedule of Benefits.. 70Appendix D - CIGNA Vision Plan............. 73Appendix E - Attendance Policy............ 75Appendix F. G. H - Wages 82

Working Ag- "lent between the City of Bridgeport. Connecticut and

Local RI-200 of the Notional Association of Government Employees.

PREAMBLE

This Agreement is entered into by the City of Bridgeport, hereinafter

referred to as the Employer, and Local RI-200 of the National

Association of Government Employees, hereinafter referred to as the

Jnion.

ARTICLE 1 - RECOGNITION

1.1 The Employer recognizes the Union as the sole and exclusive

Jargaining agent for the purpose of establishing salaries, wages, hours

md conditions of employment for all of those employees of the City

If Bridgeport as certified by the Connecticut State Board of Labor

elations in Decision No. 1440-C issued December 27, 1976 and as

mended by Decision No. 2482-A issued June 26, 1986.

.2 NAG.E. Local RI-200 recognizes the Mayor of the City of

'idgeport or his/her designated representative or representatives as

Ie sole representative of the City of Bridgeport tor the purpose of

Jllective bargaining. N.A.G.E. Local RI-200 further agrees to bargain

good faith with the Mayor or his/her designated representative on

I matters relating to wages, hours and other conditions of

nployment.

-1-

ARTICLE 2 - MANAGEMENT RIGHTS

2.1 Except as expressly modified or restricted by specific

provision of this agreement. all statutory and inherent managerial

rights, prerogatives, and functions are retained and vested exclusively

in the City, including. but not limited to the rights. in accordance with

its sole and exclusive judgment and discretion. to recruit. select, train,

promote, discipline, transfer, assign, layoft. and discharge personnel;

determine the number and type of positions and organizational

structure required to provide City services; define the duties and

responsibilities of each position. and of departments; acqUire and

maintain essential eqUipment and facilities required to conduct the

business of providing City services; to determine the technology and

the efficiency of its governmental operations; establish and amend

policy. procedures, rules and regUlations regarding employee

standards of conduct and the manner in which work is performed;

perform the tasks and exercise the authorities granted by statute,

charter and ordinance to municipal corporations. The City's failure to

exercise any right, prerogative, or function hereby reserved to it, or

the City's exercise of any such right. prerogative. or function hereby

reserved to it. or the City's exercise of any such right. prerogative, or

function in a particular way, sholl not be considered a waiver of the

-2-

Elen ;crv Schools

40 hours

30 hours

20 hours

10:30 a.m. - 6:30 p.m.

10:00 a.m. - 4:00 p.m.

9:30 a.m. - 1:30 p.m.2:00 p.m. - 6:00 p.m.

7.3 Supervision shall make overtime assignments consistent with

the principle of distributing overtime as equitably as practicable

among the employees holding the job affected by the overtime

assignment. In doing so, supervisors shall follow the following

Employees assigned to one of the shifts identified above will be

utilized on that shift; provided, however, (1) that in instances where an

unexpected lack of adequate personnel coverage threatens service

)t a school, cafeteria employees may be transferred to that school

)n a temporary basis to assure prompt, effective school meal

:overage; and (2) temporary transfers to shifts other than those to

vhich the employee is regularly assigned may be made in the case of

mergencies. As soon as practicable, such transferred employees are

) be returned to their regularly assigned shifts.

procedure:

a. Overtime assignments will first be offered to employees within

the classification at the building or site of the assignment.

Supervisors will use a rotating list for distribution. Employees

refusing the overtime assignment will be charged as though

he/she worked it.

b. In the event all employees within the classification at the

bUilding or site of the assignment refuse the overtime,

supervisors will then consult the rotating list of all employees

,2 Employees required to work more than eight (8) hours in one occupying the same classification within the department. The

'gularly scheduled day or more than forty (40) hours in one regUlarly

:heduled week, shall be compensated for such overtime at time

ld one-half {l 1/2} their regular hourly rate. City Hall employees

quired to work on Saturday, outside their normal work week shall

c:eive one and a half (1 1/2) times their hourly rate for hours worked

ler three (3) hours.

-9-

supervisor shall offer the assignment to the first name on the

list. and continue until the shift is filled. Employees refusing the

overtime assignment will be charged as though he/she

worked it.

c. If after expiring the lists in (a) and (b) above the supervisor has

not found an employee to fill said assignment, the least senior

-10-

emr' ·'ee at the building or site will be ordered to work the

overtime assignment.

Overtime assignments for Special Police Officers shall be done

as follows:

I. Within the department;

II. Rotating list Citywide(all departments;

III. Order least senior at site.

7.4 An employee will work overtime when requested to do so by

Supervisors. Employees shall be notified of such assignment as soon as

::>racticable.

r.5 In the event that all employees refuse, or are not available to

'Iork overtime, the least senior employee in the classification and

lrea affected by the overtime work, must work such overtime in the

,vent of an emergency, declared by the Mayor, no one can refuse to

fOrk overtime.

.6 All City employees subject to City Hall hours shall work the

ours provided tor in Appendix A, aftached hereto.

7 The City, at its option, may change the hours at work from 32'12

) 35 hours. In the event the City exercises its option, the amount of

laney equivalent to the to 2'10 hours increase shall be added to the

)se pay of the employee.

-11-

7.8 Any ERS Operator may swap work shifts on a day days on

which he/she is able to secure another employee to work in his/her

place provided:

1. The two shifts swapped occur within the same pay period

(11 :00 p.m. Saturday through 10:59 p.m. Saturday).

2. Such substitution does not impose any cost to the City.

3. Such substitution is within the job title only.

4. The Supervisor in charge is notified on the appropriate form at

least three (3) days in advance of the requested special leave except

in the case of an emergency, in which case the request may be

made by telephone.

5. Neither the Department nor the City shall be held responsible

for enforcing any agreements made between employees.

6. As long as the above requirements are met, the special leave

requested shall not be unreasonably denied.

7.9 Parking Control Officers will work eight {81 consecutive hours per

day, forty 140} hours per week, Monday through Friday. with a thirty

{30} minute paid lunch. The City shall maintain scheduling flexibility to

set the schedules between the hours of 8:00 a.m. - 5:00 p.m.

Schedules will be set in advance by the City.

-12-

If aflN one year from the implementation of the provision. the

City can show that the increase in hours is not economically

supported ILe. income from parking violations has not increased). the

schedules will revert back.

ARTICLE 8 - SENIORITY

8.1 The City shall prepare a list of employees represented by the

probationary period shall be counted as part of the senio' offer the

employee is considered permanent.

8.3b 11) During the six (6) month probationary period. the City may

terminate or otherwise discipline the probationary employee and

such action shall not be subject to the grievance and arbitration

process.

Union. showing their seniority in time of service with the City. their 12) The City shall perform at least two (2) evaluations .during

classification and rate of pay. and deliver the same to the Union

within ninety (90) days of the signing or anniversary date of the

:ontract.

3.2 When a promotional vacancy exists in a classified non-

probation in which the employee is appraised in writing as whether

they have adequately learned and/or performed the functions and

responsibilities of the position and provide the employee With a fair

opportunity to correct any deficiencies.

:ompetitive position within a department. the senior employee within 13) The evaluations provided in 12) above shall be required for

he department. if qualified. and if bidding. shall be given the first

lpportunity to fill the vacancy. If the employee refuses the

'pportunity or is found to be not qualified. the opportunity shall go to

1e next senior employee. The position vacancy shall be posted.

'here employees customarily assemble and in a conspicuous place.

the department for five (5) days.

termination Is) based upon whether the employee has adequately

learned and/or performed the functions and responsibilities of the

position for other than newly hired probationary employee(s). The

City's failure to perform such evaluations shall be subject to the

grievance and arbitration process with the remedy being a new six (6)

month probationary period.

30. All new employees shall serve a six (6) month probationary 8.3c Employees failing their probation under Civil Service may

,riod. Upon successful completion of the probationary period. the

nployee shall be classified as a permanent employee. The

-13-

appeal the termination to the Civil Service Commission regarding the,

termination of employment. Said appeal must be filed with the

-14-

Commissior'ithin fourteen (14) calendar days from the date of

termination.

Those probationary employees in non-Civil Service positions

that fail probation may appeal for a hearing concerning the

termination with the City's Director of labar Relations. Said appeal

must be filed with the City's labor Relations Office within tourteen

(141 days from the date of termination.

8.3d Probationary employees shall not be eligible for vacation

benefits during their probationary period. however. they will be

eligible to receive vacation benefits upon six (6) month anniversary

:Jate. Probationary employees shall earn full sick leave credit. during

he first ninety (90) days 01 employment. Any sick leave utilized by

)fobationary employees must be accompanied by a medical

:ertilicate acceptable to the Director 01 labor Relations or his/her

jesignee. Probationary employees will not be eligible for tuition

,imbursement.

.4 Employees promoted to a higher classification within the

argaining unit shall serve a promotional probationary period 01 six (6)

lonths. In the event an employee fails a probationary period (within

. outside the bargaining unit) or becomes ineligible for fhe position

,cause at testing, the employee may bump back to his/her

-15-

previously held classification and have his/her seniority br; ~d for all

purposes except lay-off. While the employee is in the probationary

period. he/she sholl have all rights under the grievance and

arbitration procedure.

In computing on employee's length of service lor a prior

classification, the time spent in all classifications in which he/she

worked sholl be used.

8.5 Seniority sholl mean length of service to the municipality by job

classification. Such seniority sholl apply to the employee's rights in

cases of lay-ofls. re-employment, transfers and vocation.

8.6 Seniority of non-civil service employees. upon entering a civil

service position, shall include the time spent in continuous non-civil

service employment with the City.

8.7 Any Civil Service employee laid-off by the City of Bridgeport

since January 1975, and rehired by the City on any federal grant

employment program and subsequently rehired by the City on a Civil

Service payroll shall be treated as if they had unbroken seniority as

defined by Section 8.5 of the current collective bargaining

agreement.

-16-

ARTICLE 9 - LAY-OFF AND RECALL

9.1 In the event ot a lay-off within Civil Service classification, the

employee with the least seniority within the classification shall be laid­

off first.

Subsequent recalls to open positions in that job classitication

shall be in reverse order of the lay-off.

Any employee occupying a Civil Service position that is

subjecf to be laid-off, shall have fhe right to bump, laterally or down,

to a previously held classification within the city, provided said

employee has greater seniority than employee occupying the lower

classification. The least senior employee within the classification shall

be bumped. If an employee bumps laterally, he/she shall retain their

;alary at the time of the lay-off. If an employee bumps down, the

3mployee's salary shall be reduced to fhe top step in the lower

:Iassification thaf will not produce a raise.

NotWithstanding anything contained in Article 9, the

,rotection presently afforded employees in the classified service

oncerning layoff and recall set forth in the eXisting Rule of the Civil

3rvice Commission shall continue to be in eftect.

In the event of a lay-off within non-Civil Service classifications,

e employee with the least seniority within the classification shall be

-17-

laid off first. Subsequent recalls to open positions that job

classification shall be in reverse order of the lay-off. Any employee

occupying a non-Civil Service position that is subject to be laid off,

shall have the right to bump, laterally or down, to a preViously held

classification wifhin the City, provided said employee has greater

seniority than employees occupying the lower classitication. The least

senior employee within the classification shall be bumped. If an

employee bumps laterally, he/she shall retain their salary at the time

of the lay-off. If an employee bumps down, the employee's salary

shall be reduced to the top step in the lower classification that will not

produce a raise.

ARTICLE 10 •.DISCIPLINARY PROCEDURE

10.1 The City of Bridgeport and its representatives shall exercise full

disciplinary authority consistent with its responsibility to direct

employees to perform fhe required work duties in order to achieve

department program goals and satisfactory municipal service to the

general public.

10.2 All disciplinary action shall be applied in a fair manner, and

shall not be inconsisfent to the infraction for which the disciplinary

action is being applied.

-18-

J0.3 Disc" "'lary action shall include (al a verbal warning. (b) a

written warning, rc) suspension without pay, and (d) discharge. The

City and the Union recognize the concept of a progressive discipline

policy, however both parties agree that there are certain grave

offenses wherein the discipline imposed by the City does not require

compliance to the aforementioned provisions.

10.4 All disciplinary action, except discipline of probationary

employees, may be appealed through the established grievance

procedure through Step 3, Binding Arbitration, or through the Civil

Service Commission, but not both.

10.5 When a maximum of two (2) years have elapsed without the

employee receiving further discipline, the City shall remove

memorandum of reprimand (i.e .. verbal warning, written warningsI

'rom the employee's personnel file upon request by the employee.

10.6 All written verbal warnings, suspensions and discharges will be

tated in writing and transmitted to the employee, at the last known

lddress, and the Union. In all such written discipline cases, the Union

Ind the employee will be notified of the action by letter by certified

lail, return receipt requested.

-19-

ARTICLE 11 - GRIEVANCE AND ARBITRATION PROCEr 's11.1 Any grievance or dispute which may arise between the

parties, concerning the application, meaning or interpretation of this

Agreement, shall be settled only in the following manner, except that

any grievance or dispute which may arise regarding Civil Service

Rules and Regulations that are not a concern of this Agreement shall

be settled through the established Civil Service procedure. A "day"

for the purposes of this Article shall mean work day, Monday through

Friday, exclUding holidays, for all employees.

Step 1. The employee or the Union Officer, with or without the·

employee, shall file the grievance or dispute in writing with the

employee's supervisor or department head within ten (10) days of the

date of the grievance or within ten (101 days from when the

employee reasonably should have known of its occurrence.

Such grievance must contain the following information:

1. A statement presenting, in a concise manner, a

general description of the grievance.

2. A statement outlining the relief sought; and

3. Specific reference to the clause or clauses of the

agreement, which the grievant feels have been violated.

-20-

The failure I 'rictly comply with the provisions of sub-paragraphs 1, 2,

and 3 above shall not be the basis for claiming a grievance is not

arbitrable. The department head or supervisor shall have five (5)

working days to respond to the grievance. A disposition at this step

will not be cited as precedent by either party.

step 2, In the event the grievance is not resolved at step 1, the union

or the grievant shall present the written grievance to the Labor

Relations Office within ten (l0) days trom the Step 1 response or if no

response was given, then ten (l0) days from the date the response

was due. The Labor Relations Office shall have ten (10) days to

respond to the grievance.

Step 3. If the grievance is still unsettled, either party may, within

fifteen (15) days after the reply of the Labor Relations Office is due, by

written notice to the other, request arbitration by the State Board.

Said Board shall hear and act on such dispute in accordance with its

'ules and regulations.

The arbitrator(s) shall limit its decisions strictly to the

Jpplication. meaning or interpretation of the proVisions of this

\greement. The arbitrator(s) shall not add to, nor subtract from, the

erms of this Agreement as written. The arbitration award shall be in

-21-

writing and shall set forth the opinion and conclusions on c the issue

submitted.

The decision of the arbitrator(sj shall be final and binding on

the parties, and the arbitrator(s) shall be requested to issue its decision

within thirty 130) days after the conclusion of testimony and argument.

11.2 Expenses for the arbitrator(sl' services and the proceedings

shall be borne equally by the Employer and the Union. However.

each party shall be responsible for compensating its own

Representatives and witnesses. If either party desires a verbatim

record of the proceedings, it may cause such a record to be made.

providing it pays for the record and makes copies available without

charge to the other party and to the arbitratorls).

11.3 Grievances initiated by the Employer shall be processed in this

same manner, but they may be initiated at either Step 1 or Step 2.

Any suspension or termination grievance may be processed by the

Union directly to Step 2, within ten (1O) days of imposition of the

discipline.

11.4 Nothing contained in this Article shall prevent any employee

from processing his own grievance through the grievance procedure

in accordance with Section 7-468(d) of the e.G,S providing that the

Union shall be promptly notified of such grievance as it is being

-22-

processed. T'- ~ Union shall have the sole and exclusive right to process

the grievance to arbitration.

11.5 Upon mutual written agreement by the City and the Union,

any of the time limits in this Article may be waived or extended.

11.6 The City and the Union agree that every attempt shall be

made to schedule arbitration hearings in discharge cases within 120

days of the filing date for arbitration.

11.7 The parties agree to the utilization of an expedited arbitration

system for cases which both parties agree.

11.8 The parties further agree that forums other than the state Board

of Mediation and Arbitration such as the American Arbitration

Association IA.A.A.) or the Federal Mediation and Conciliation Service

(F.M.C.s.) may be used to comply with the provisions of this Article.

11.9 In the event that a grievance is not answered within the

prescribed time limits at each step, the grievance may be presented

to the next step of the grievance procedure.

11.10 All grievances not resolved at Step 2 may be processed to

Tlediation upon mutual agreement of the parties and only after the

:ase has been requested for arbitration as set forth in Step 3.

vlediation shall attempt to resolve those grievances filed for

lrbitration. Both sides will present their facts and arguments at the

-23-

mediation session. The mediator will make a ,-binding

recommendation that will not be part of the record in the event the

grievance proceeds to arbitration.

11.11 The City may select up to five (5) cases per contract year for

arbitration before the American Arbitration Association. The City shall

pay the costs of such arbitrations.

ARTICLE 12 - WAGES

12.1 The wage rates for the fiscal year July 1, 2001. to and including

June 30, 2002, shall be increased by two percent [2%) across the

board effective July 1, 2001 .

12.10 The wage rates for the fiscal year July 1. 2002 to and including

June 30, 2003 shall be increased by zero percent [0%).

12.1b The wage rates for the fiscal year July 1,2003 to and inclUding

June 30, 2004 shall be increase by two percent (2%) across the board

effective July 1, 2003.

12.1 c The wage rates for the fiscal year July 1, 2004 to and including

June 30, 2005 shall be increased by two and one-half percent (2.5%)

across the board effective October 1. 2004.

12.11 All employees in the bargaining unit who are on the payroll as

of the execution date of this agreement will receive a one-time

-24-

:ployee'ssigning bon'" of one hundred seventy five dollars ($175.00). Such

bonus will not be part of base pay.

12.2 For fhe purpose of this Agreement. an employee's regular

weekly earnings shall be that portion of his regular annual salary which

he receives each week. An employee's regular hourly rate shall be

that portion of his regular weekly earnings reduced to an hourly rate.

12.3 In determining an employee's rate of pay for any monetary.

benefit under this Agreement. the basis to be used in such

determination shall be the employee's regular annual. weekly or

hourly rate, whichever is appropriafe in determining such benetits.

However. any retroactive pay increases shall apply to all overtime

compensation paid.

12.4 In no event shall any additional monies received as a result of

any other proVision of this Agreement be considered as a portion of

:m employee's regular annual, weekly or hourly rate. The single and

;ole criterion for making a determination of any employee's annual

¥eekly or hourly rate shall be the salary being paid in accordance

vith the applicable wage schedule.

2.5 In the event a bargaining unit employee is promoted. his new

alary shall be arrived at by following the principle of a promotional

-25-

increase being equal to at least a step increase in the

range prior to promotion.

12.6 All employees on an annual salary shall be paid the wages of

their classification based on fifty-two (52) weeks.

12.7 Employees required to work in a higher classification than their

normal classification shall be paid the rate of the higher classification

for that period of time.

12.8 Employees after one hundred and twenty (120) days in an

Acting or Provisional status shall receive the Acting or Provisional pay

rate for purposes of all leaves and vacations. Acting and Provisional

employees shall also receive all pay 'step increases afforded the

classification after one (1) year in that status which they are actors or

provisionals.

12.9 Merit increases may be granted by the appointing authority

should the employee have maintained a standard of attendance

and job performance acceptable to the appointing authority. Should

the appointing authority fail to recommend the merit increase, the

reasons therefore shall be reduced to writing and provided to the

employee. Should the employee feel that the reasons for the denial

are not substantiated the Union may file a grievance concerning the

-26-

matter. Thp ~rievance shall be decided by a panel comprised of one

person chosen by fhe Union. one person chosen by fhe City and the

third chosen by both of them. The panel shall be impaneled within

ten (lO) days of the denial. Should this time frame not be met the

appeal will be heard as expeditiously as possible regardless.

12.10 The parties will commence negotiations over the Unions

request for eqUity adjustment for the positions listed in Appendix B

(attached) within sixty 160) days of fhe execution date of fhis

Agreemenf after rafification of the agreement and approval by the

City Council.

ARTICLE 13 - REPORTING TIME.

Any employee who is scheduled to reporf for and who presenfs

himself/herself for work. as scheduled. shall be assigned at leasf four

(4) hours work on fhe job for which the employee was scheduled to

·epor!. If work on the job is not available. the employee shall be

3xcused from duty. and paid at his regular rate - straight time or

)Vertime. When an employee reports for and starts to work as

cheduled. and is excused from duty betore completion of four (4)

lours work. the employee shall be paid at his regular rate. for four (4)

,ours work at appropriate rate. straight time. or overtime. whichever is

pplicable.

-27-

ARTICLE 14 - CALL BACK PAY

When an employee is called in tor work outside of his regUlarly

scheduled working hours. he shall be paid a minimum of four (4) hours

at the applicable overtime rate. This provision applies only when such

call-bock results in hours worked are not annexed consecutively to

one end or the other of the working day.

ARTICLE 15 - LONGEVITY

15.1 Each employee who was hired prior to July 1. 1992 and who

has or will have five (5) or more years of continuous municipal service.

shall receive. in the first pay period subsequent to October ]sf of each

contract year. an annual payment equal to sixty dollars ($601 for

each year of complefed service. Such payment shall nof exceed one

thousand eight hundred dollars ($1.800). Employees hired after July 1.

1992 shall be eligible to receive longevity pay as pravided above

after ten (10) years of continuous municipal service.

15.2 Employees who leave service prior to October shall receive

Longevity Pay pro-rata for the period qualified. In case of an

employee's death. his/her spouse and/or children shall receive the

Longevity payment effective upon this Award.

15.3 Effective with the payment to be made the first pay period

after October 1, 2003. the payment required under Section 15.1 will

-28-

oe calculat~rjbased upon seventy-five dollars ($75.00) far each year

of completed service.

ARTICLE 16 - NIGHT BONUS

16.1 Employees shall be paid a night bonus of one dollar and ten

cents ($1 .10) for each hour worked on the second and third shift.

16.2 The above bonus shall be added to the employee's rate for

the purpose of computing pay for sick leave days. for paid holidays.

for paid personal days. for vacation days under this Agreement.

16.3 Shills shall be defined as follows: Second shift shall be 3:00

p.m. to 11 :00 p.m.• or 4:00 p.m. to 12:00 a.m.• as the case may be;

Third shift shall be 11 :00 p.m. to 7:00 a.m.. or 12:00 a.m. to 8:00 a.m.• as

the case may be.

16.4 Notwithstanding any other provisions of this Agreement. the City

may with thirty (30) days advance notice change the shift schedule

;et forth in Section 16.3 by no more than two (2) hours either way.

ARTICLE 17 - WEARING APPAREL

17.1 The City shall provide to any City employee. required to wear

>rotective clothing. his/her own protective clothing of good quality

Ind condition. Such clothing shall consist of rain gear. boots. gloves

nd goggles, or any other protective clothing deemed necessary by

)e Occupational Safety and Health Administration IO.S.H.A).

-29-

17.2 Cafeteria Workers shall receive two hundred dolle ~200) per

year for the purchase of uniforms.

17.3 Lab Technicians shall receive two hundred dollars ($200) per

year for the purchase of uniforms.

17.40 All full-time Special Police and Senior Deputy and Deputy

Habor Masters shall receive six hundred fifty dollars ($650) per year for

uniform allowance.

17.4b All Telecommunications/Dispatch Operators shall receive two

hundred dollars ($200) per year for the purchase of uniforms.

17.5 All uniform allowances shall be payable the first pay day of

October of each contract year.

17.6 Effective July 1. 2004. fhe City shall purchase or rent uniforms

for all full time custodians. The uniform allotmenf shall consisf of fhree

(3) shirfs. four (4) pairs of pants. one (1) vest and one (1) jackef. The

uniforms shall be replaced as necessary.

17.7 All full-time Parking Enforcement Officers shall receive a

uniform allotmenf of fwo (2) summer uniforms and two (2) winter

uniforms.

17.8 As soon as practical after signing of this Agreement. the City

will provide a back brace for each cafeteria worker. who submits a

written request to the Department supervisor.

-30-

" five (5)

17.9 Outreach personnel in the Health Department shall be

provided by the City with two (2) lab coats.

ARTICLE 18 - VACATIONS

or more years of continuous Municipal Service shall ret

weeks of vacation with pay.

18.30. Employees with one week vacation are not eligible for either

the option of carryover or payout as set forth below.

option of carrying over only one (1) week of unused vacation time

from one contract year/vacation year to the next contract

year/Vacation year. but are not eligible for the option of payout for

unused vacation time,

c. Employees with three (3) weeks or more vacation in addition

to the carryover option set forth in (b) above. may elect to work one

vacation week at their regular weekly compensation and to receive.

in addition. vacation pay for that week worked. Any employee

eligible for both carryover and payout options may elect to take one

or both options in any contract year/vacation year. Each employee

must take at least one (1) week actual vacation.

Employees who have not carried over from the prior year who

elect the payout option will be paid in accordance with the current

contract year/vacation year salary. An employee who has carried

over a week from the prior year and then elects the payout option

shall be paid at a rate equal to such employee's salary at the end of

-32-

18.1 Vacations of employees covered by this contract shall be in

accordance with the ordinances of the City of Bridgeport which are

now in effect and which provide for such vacations. including pro­

rated vacations for all part-time employees covered by this

Agreement.

18.2 Subject to the provisions of Article 8. Section 8.3. employees

with continuous municipal service of less than one (11 year shall

receive one (1) day of vacation with pay for each month of such

continuous service but not to exceed one (11 calendar week in the

Contract Year such service is rendered. In each Contract year. any

employee with one 11) or more years of such service shall receive two

(2) weeks vacation with pay. In each Contract Year. any employee

with five (5) or more years of continuous service but less than ten (101

years of such service. shall receive three (3) weeks of vacation with

Jay. In each Contract Year. any employee with ten (10) or more

lears of continuous Municipal Service shall receive four (4) weeks of

location pay. In each Contract Year. any employee with twenty (20)

-31-

b. Employees with two (2) weeks vacation may exercise the

the prior VC' ~ 'tion year. All payout shall be paid to the employee at

the end of the vacation year in which the election is made.

18.4 All ERS operators eligible for one or more weeks of vacation

must take one vacation week as a unit. A unit shall consist for four (4)

days.

18.5 If a holiday falls during an employee's vacation, such

employee will not be charged a vacation day on the day of the

holiday.

ARTICLE 19 - INSURANCE

19.1 The City shall provide and pay for the Health Benefits for all

employees and their enrolled dependents as follows:

1'>.) "Medical Benefits" in accordance with the City of Bridgeport/

>ridgeport Board of Education Medical Plan (including Section V ­

ichedule of Benefits, Revision 6/20/93), a copy of which is annexed to

he originals of this Contract as Appendix C and is on file with the City

md the Union (the "Medical Plan").

Drug Prescription family plan (covering all approved

ledications) with a five (5) dollar co-paymenf per prescription and

n annual maximum of $1 ,000 per plan year. For additional

rescription drug charges. 80% is paid by the City and 20% is paid by

,e employee. For brand nome prescription drugs for which a

-33-

generic equivalent is available the co-payment is ten ($1 C dollars

(the "Prescription Drug Plan").

C) The twenty-five dollar ($25.00) deductible CIGNA Dental Plan, or its

equivalent, excluding orthodontia (the "Dentall.

D) The CIGNA Vision Plan, or its equivalent. as outlined and attached

hereto as Appendix D.

19.2 The City sholl provide and pay for the cost of a Group Life

Insurance Policy in the amount of twenty thousand dollars 1$20,000)

dollars with occidental death and dismemberment for all employees.

19.3 Retirees prior to June 30, 2001, and their surviving spouses, if

any. will receive benefits for health core os defined in the plans in

existence under the contract which governed their retirement (or

such alternative coverage os they have accepted) and make

contributions to coverage. if any, in accordance with such

contracts(s).

19.4 For employees, and their surviving spouses, if any, who retire on

or after June 30, 200 1, the City will provide and pay for benefits under

the Medical Plan or Medicare Port B and a supplemental plan to

Medicare Port B offering benefits equal to the Medical Plan and the

Prescription Drug Plan. Such retirees, and their surviving spouses, sholl

make the employee contributions, which sholl belixed at the dollar

-34-

amount at' r, contributions at the time of retirement. to coverage

provided for herein. Coverage for surviving spouses shall terminate

upon remarriage.

19.5 Health Benefits under Section 19.1 and insurance under

Section 19.2 shall continue to be provided for suspended empioyees

throughout the period of suspension. Such Health Benefits and

insurance shall continue to be provided for terminated employees,

who have filed a timely grievance of such termination under this

Agreement. until a final decision on such grievance in arbitration or six

(6) months from the date of termination. whichever is sooner.

19.6 The City may offer the privilege of choosing an alternative

health care carrier and/or administrafor and/or plans in lieu of the

City's Plan as set forth in Section 19.1 of this Article. Enrollment periods

shall be annually in May of each year. For employees electing the

::Jlternative. the City shall remit monthly to the Plans in an amount up

10 but not to exceed that which the City pays for the City's Plans

nsurance as specified in Section 19.1 ot this Article. If the cost for the

Jlternative is greater than the amount the city would have paid or

:ontributed had the employee not elected such plan. then the City

19reed to deduct from the employee's pay, upon receipt of a written

-35-

authorization from the employee, the additional amount r Jired for

full payment of the alternafive premium.

19.7 The City shall be permitted to substitute insurance or benefits

arrangemenfs from any source for the Plans provided for in Section

19.1 of this Article. Such substitutions shall be permitted if the

substituted coverage offers benefits and methods of administration.

processing and payment of claims at least equal to those specifically

proVided for in Section 19.1 of this Article. Before the City may

substitute. it must negotiate the substitution with the Union. If the

Union does not agree to the substitution. the City must claim the

matter for arbitration in accordance with single member panel rules

of the American Arbitration Association. The Arbitrator will order the

substitution, if after weighing the total benefits and methods of

administration, processing and payment of claims offered by fhe

City's proposal against the total benefits and methods of

administration, processing and payment of claims offered by the Plan

specified in Section 19.J of this Article, he/she finds fhat the average

bargaining unit member wilL on an overall basis, benefrl at least as

well under the proposed subsfituted coverage. Nothing herein shall

require the City to propose total substitutions for the coverage

-36-

provided ;~ Section ] 9.1 of the Article and substitution may be

proposed tor anyone or more of the specified coverages.

19.8 The City shall provide a payment of lieu of health benefits for

employees that waive such coverage in the amount of five hundred

($500j dollars per year.

Said payment shall made in two (2) installments as per the

current practice.

19.9 The parties shall continue to work through the Labor

Management Cooperative Committee on health care, which may

modify but not substantially change the health benefits as provided

herein.

19.10 Each active employee shall contribute five percent 15%) of

the difference between the Premium Cost for single coverage for fhe

Medical Plan and the Prescription Drug Plan and the Premium Cost for

dependent coverage for such Plans. For employees whose base pay

is $30,000 or more per annum, the contribution for active employees

(and each employee who retired after May 27, 2001) shall be. for

;ingle coverage, 2.5% of the Premium Cost for the Medical Plan and

he Prescription Drug Plan and. for dependenf coverage. 7.5% of the

'remium Cost for the Medical Plan and Prescription Drug Plan. For

-37-

purposes of this Section (and wherever applicable elsE ,re in this

Article. "Premium Cost" shall be defined as either the actual premium

cost paid for such coverage or if the City does not pay an actual

premium cost. fhen the pseudo premium cost as developed by an

independent third party administrator for purposes of establishing

premiums pursuant fa fhe Comprehensive Omnibus BUdget Reduction

Act I"COBRA").

Section 19.11

A) The City will implement and shall maintain a plan pursuant fa

Section 125 of the Internal Revenue Code for all active employees so

as to facilitate deduction of the amounts contributed for health

benefits from the gross income of fhe employee for fax purposes.

B) As an alfernative to the current healfh and!or insurance benefits.

the City may offer an employee benefits cafeteria plan which allows

the employee to select from a specific list of benetits up to a yearly

dollar amount as agreed; the details of which shall be subject to

reopener negotiations at the request of either party.

Section 19.12

A) For employees who retire on or affer June 30. 2001 and their

surviving spouses. if any. the City shall provide and pay for the same

-38-

benefits for ""edical care (excluding vision and dental coverage) as

provided for the active employees as the same may, from time to

time, be modified under fufure collective bargaining agreement or if

appropriate due to age, Medicare Part B and the Medicare

Supplemenf Plan fo the extent needed. Retired employee

contribufions shall be fixed af the amount equal to the dollar amount

of such contributions at the fime of retirement.

B) If any employee who retires on or after June 30, 1999 shall have

available coverage for Medical Benefits through subsequent

employment of fhe retiree or through fhe retiree's spouse

l"Alternative Coverage"). such retiree shall apply for. and if eligible

obtain, such Alternative Coverage provided that fhe Alfernafive

Coverage shall not exceed in premium cost to fhe retiree the cost

"'hich the retiree would have paid to the City for Medical Benefifs

:overage except as provided below. The retiree shall not take

Jdvantage of any buy-out program in lieu of such Alternative

:overage. The retiree and the retiree's spouse shall remain in the

:ity's Plan even if Alternative Coverage is obtained but the City'S

Ian shall remain secondary to fhe Alternative Coverage so long as it

available. In fhe event fhat retiree's premium cost and/or

-39-

contribution for Alternative Coverage would be mar 'han the

retiree's premium cosf and/or contribution for the City's Plan and the

City shall not have exercised an option to reimburse the retiree or

surviving spouse for such additional cost. the Medical Benefits

provided by the City of Bridgeport shall become primary for the

retiree and the retiree's spouse. The retiree and the retiree's spouse

who have alternate coverage to which they must contribute shall not

be required to contribute to the City's coverage to the extent of such

contributions.

ARTICLE 20 . PENSION PLAN

All employees in the bargaining unit shall be covered by the

Connecticut Municipal Employees Retirement Fund B (CMERF).

ARTICLE 21 • SICK LEAVE

21.1 For employees hired on or before June 30. 1992. sick leave

shall be earned by each employee of the bargaining unit. at the rate

of one and one-quarter working days for each calendar month of

service, the total of which shall not exceed fifteen (15) days in the first

twelve (12) months.

21.2 All unused sick leave of any employee during continuous

employment shall be accumulated without limitations. Sick leave

-40-

-41-

rovisions.

shall contiC" to accumulate during leave of absence with pay and

during the time an employee is on authorized sick leave or vacation

time.

lays(200).

1.6 Administration

The City shall be responsible for the administration of these

ARTICLE 22 • PERSONAL LEAVE

Up to three (3) days personal leave with pay shall be granted to any

employee on request for personal business in any contract year

provided twenty-four (241 hours notice is given, except in an

emergency. Such request will not be unreasonably denied. At the

end of the contract year, personal days which are unused, will be

credited to the employee's sick leave account.

-42-

b. The City shall maintain a record for each employ( 'f all sick

leave taken and accumulated.

These records shall be subject to periodic reports to be submitted to

him/her.

c. During the effective period of this Agreement, a satisfactory

method of informing individual employees of accumulated sick leave

shall be established. Such procedure shall include either of the

following:

1) A record of an employee's accumulated sick leave shall be

submitted to him/her upon request at least once annually.

2) A record of an employee's accumulated sick leave shall be

indicated on the employee's wage stub at established periodic

intervals to be determined by the City but not less than once

annually.

A medical certificate, acceptable to the appointing

authority, may be required for any absence consisting of four (4) or

more consecutive working days.

21.4 a) Upon Retirement, an employee shall be credited for the

period of time corresponding to the amount of sick leave

accumulated. The above stafed credit shall be paid on a lump sum

basis of eight-five per cenf (85%). b) Upon the death of the

employee, the amount of sick leave credited to the employee shall

::>e payable to his/her spouse, and/or children, or estate.

11.5 For employees hired after June 30, 1992, sick ieave shall be

,arned at the rate of ten (101 days per year. Upon retirement, these

lmployees shall receive a lump sum payout of fifty percent (50%) of

Iccumulation, with a maximum accumulation of two hundred

21.3

ARTICLE 23 - BEREAVEMENT LEAVE

23.1 Each employee shall be granted leave with pay in the event

of a death in her/his immediate family. Such leave shall start on the

day of death or the following day at the employee's option, and

continue through and include the day of burial. except that in no

event shall such leave be more than three 13) days. commencing on

the day of death. For purposes of this Article. the term "immediate

family" shall mean and include the following: Mother. father. mother­

in-law. father-in-law. sister. brother. spouse. child. grandparent.

grandchildren. step-parents. step-brothers and step-sisters. Any other

::>ereavement leave or any extension of the above leave shall be

:harged to the employee's sick leave account.

!3.2 Employees shall be granted one day leave with pay for the

Jeath of any aunt. uncle. son-in-law. daughter-in-law. brother-in-law.

Ind sister-in-law.

ARTICLE 24 - LEAVE OF ABSENCE

4.1 A department head. with the approval of the Director of

Jbor Relations, may grant an emploYl:'e a leave of absence without

:ty for a period not to exceed one year. except that a six (6) month

Jrdship extension may be granted with the approval of the Director

Labor Relations. No leave without pay shall be granted except

-43-

upon written request of the employee. Whenever gr· . ~d. such

leave shall be approved in writing and signed by the Department

head and the Director of Labor Relations.

Upon expiration of a regularly approved leave without pay.

the employee shall return to work in the position held at the time

leave was granted if the position is funded; provided that if the

position no longer exists or is not funded. the returning employee is to

be placed in a position which he/she has demonstrated that he/she

can perform effectively while in City service and to which his/her

seniority entitled him/her. Failure on the part of an employee on

leave to report promptly at its expiration. without good cause. shall be

considered as a resignation.

24.2 The City is not required to fill any vacancy created by such

leave but any employee acting or appointed as a provisional to fill a

bargaining unit position so created shall be required to pay union

dues during the period they fill such vacancy.

ARTICLE 25 - PREGNANCY LEAVE

25.1 Any member of the bargaining unit who becomes medically

disabled due to pregnancy or medical complications related to

pregnancy and is unable to perform her normally assigned duties,

-44-

shall subrr' 1 written statement from her physician indicating her

present physical condition, the expected date of child birth, the

nature of medical disabilify, the limitations which that disability

imposes upon her ability to continue with her normally assigned duties,

and the probable duration of the disability.

25.2 Any bargaining unit members so medically disabled shall be

granted paid sick leave to the extent accrued, provided that such

leave shall be granted only for the duration of such pregnancy or

pregnancy related medical disability.

25.3 Any bargaining unit members medically disabled as a result of

pregnancy and uses sick leave to the extent accrued, shall be

entitled to receive all compensation which has been accrued under

the various provisions of this Agreement. and, upon returning to work,

shall receive full credit for accumulated seniority, retirernent, fringe

oenefits and other service credits.

25,4 Any bargaining unit employee previously disabled as a result

)f pregnancy or medical complications related to pregnancy must

eturn to her position when she is physically able to perform her duties.

[he City may require medical proof of any disability which it considers

nduly long in duration.

-45-

25.5 Pregnancy leave shall, upon written reqL to the

Department Head, be granted in six month intervals up to a rnaximum

of two years. A written request is required for each six month period.

Such request shall not be unreasonably denied. This leave is granted

in addition to the sick leave taken pursuant to Article 21 .

25.6 During each six month pregnancy leave period, employees

shall:

a. Be allowed to continue the insurance coverage prOVisions

provided by this agreement at their own expense, and

b. Accrue seniority for all benefits thereto provided by this

Agreement.

ARTICLE 26 • WORKER'S COMPENSATION

26.1 In the event that an employee is required to be absent from

work due to a job-related accident, and as a result thereof, has been

determined to be entitled to compensatory Worker's Compensation

payments pursuant to the State Statute, such employees shall be paid

the difference between eighty percent (80%) of that employee's

. regUlar straight-time earnings and the amount of the weekly Worker's

Compensation pay for each of the third (3rdlto the twelfth

(l2th) weeks during which the employee is thus required to be absent

-46-

from work. ~',is provision shall nof apply fo back weakness or back

soreness cases and no differential payment shall be made in any such

case.

26.2 Absence from work required by virtue of a job-related

accident determined to be compensable under the Worker's

Compensation Statute shall not reduce the sick leave allowance of

the employee which has been accumulated pursuant to Section 2 of

Article 21, Sick Leave, of this Agreement.

26.3 SUbject to the limitations provided in Section 24.1 of Article 24,

workers compensation leave will be granted to all employees

deemed to have a compensable injury until such time as the

employee reached maximum medical improvement.

26.4 Each employee so injured or disabled must choose from the list

of approved health care providers on the City of Bridgeport Workers

Compensation Managed Care Plan as it may be modified trom time

10 time by the Plan Administrator with the approval of the Chairman

)f the Worker's Compensation Commission.

16.5 The existing side agreement concerning modified duty shall

emain in effect.

-47-

ARTICLE 27 - JURY DUTY

27.1 For each of its employees who is summoned to serve on a jury

in the Superior Court or United States District Court (in the absence of

solicitation by the employee to be listed as a prospective juror) and is

required to serve on said jury, the City will reimburse such employees

for the difference in the compensation received from the Court and

the pay which said employee would have received had the

employee worked those hours that the City would have scheduled for

the employee's services during the same time period subject to the

following provisions: Employees shall be eligible for this payment affer

presentation to the City of a statement by the appropriate Clerk of

the Court setting forth the dates on which the employee was actually

present in Court pursuant to the jUry duty summons and the amount

paid by the Court as the result of the performance of such jury duty.

No employee shall be eligible for the City reimbursement provided

herein for jury duty more often than once in a fiscal year.

ARTICLE 28 • TRANSFERS AND ASSIGNMENTS

28.1 Transfer is defined as the change of an employee from one

City department to another City department. within the same job

classification and with the approval of the department heads and the

Personnel Director.

-48-

An assignment is detined as the change at an employee tram

one work site to another work site within the same department, within

the same job classification and wifh department head approval.

Assignment shall also be construed to mean re-assignment.

28.2 Employees desiring to transfer to other jobs shall submit an

application in writing to their immediate supervisor. The application

shall state the reason for the requested transfer.

28.3 Employees requesting transfer for reasons other than the

elimination of jobs shall be transferred to equal or lower paying job

classifications, on the basis of seniority, provided he/she has the ability

to do the job effectively without further training.

28.4 Employees requesting transfers because of the elimination at

their jobs shall be transferred to the same job or any other job of an

equal classification on the basis of seniority.

28.5 It is agreed to by the Union that the City may transter and

Jssign employees provided the employees to be transferred or

lssigned be given fhree (3) days notice that upon such notification

he departmenf head or immediate supervisor shall meet and explain

1e reasons for the transfer or assignment to the employee. The City

-49-

of Bridgeport agrees that transfers and assignments shall not be tor

reasons other than sound business or operating reasons. The City

further agrees that transfers and assignmenfs shall not reduce the

normal weekly work hours, excluding overtime, of fhe employees

excepf as provided for in 28-2 and 28-3. The -City also agrees that

seniority as defined in Article 8 shall be a factor to be considered by

the City when initiating a transfer or assignment, but seniority shall not

be the sale determining factor. Transfer of the Service Assistants will

not be SUbject to provisions of this Section 28.5.

ARTICLE 29 • SHIFT AND SCHEDULE PREFERENCE

Shift preference will be granted on the basis of seniority with the job

title as openings occur. Such preferences shall be exercised tirst by

employees within a division. If no employees within the division

exercise such preferences, then employees within the department will

be given preterence by seniority.

ARTICLE 30 • TRAINING

30.1 The City shall establish on-the-job training programs from time

to time to prepare present employees to advance to positions in the

service requiring higher skills and more responsible duties. It such

training is conducted during normal working hours, the employee shall

-50-

receive his I~ <>r regular hourly rate while undergoing training. It

training is conducted outside normal working hours. no compensation

will be paid to employees undergoing training.

30.2 In the selection of trainees, qualified applicants will be

determined by the employee's expression of interest, aptitude and

work record. From the qualified applicants, assignments to training

will be in order of seniority.

ARTICLE 31 - SAFETY AND HEALTH

31.1 Both parties to this Agreement shall hold themselves responsible

for mutual cooperative enforcement of OSHA safety rules and

regulations.

31.2 A joint Safety and Health Committee will be established to

study City and Board of Education facilities and equipment utilized by

employees within the bargaining unit and to make reports and

'ecommendations concerning remedial action as the situation may

equire. The Union is to appoint three (3) members of this Joint

::ommittee. The City will appoint three (3) members. The mayor of

he City will appoint a seventh (7th ) to and act as Chairperson. Either

>arty shall have the right to replace its members at its pleasure.

The Joint Committee shall conduct meetings at least once in

ach calendar month.

-51-

ARTICLE 32 - REST PERIODS

32.1 All employees' work schedules shall provide for a fifteen (15)

minute rest period during each one-half shift. The rest period shall be

scheduled at the middle of each one-half shift whenever this is

feasible, but may not be annexed to the lunch break unless the

supervisor approves on an instance by instance basis.

32.2 Employees who. for any reason, work beyond their regular

quitting time into the next shift shall receive a fifteen (15) minute rest

period before they start to work on such next shift. In addition, they

shall be granted the regular rest periods that occur during the shift.

ARTICLE 33 - NON·DISCRIMINATION

33.1 There shall be no discrimination against an employee because

of the employee's race, color, sex, age, religion, national origin,

marital status, disability, sexual orientation, political or Union affiliations.

33.2 Disputes involving alleged discrimination shall not be arbitrable

if the jurisdiction of the Connecticut Human Rights and Opportunities

Commission or any federal or state court or agency has been invoked

with respect to a claim of discrimination.

ARTICLE 34 - BARGAINING UNIT

34;1 This Agreement applies to and includes all employees listed in

the certification of the Connecticut State Board of labor Relations

-52-

Issued OecP '1lber 27. 1976 and Decision No. 1440-C as amended by

Decision No. 2482-A issued June 26. 1986.

34.2 Part-time employees who work twenty 120) hours ar more per

week are included in the bargaining unit; those who work less than

twenty 120) hours per week are excluded.

34.3 The inclusion of a newly established classification will be a

subject tor negotiations between the City and the Union.

34.4 Any dispute on whether a newly established classification is to

be included or excluded from the bargaining unit will be submitted to

the Connecticut State Board ot Labor Relations to resolve such

dispute.

It a newly established c1assitication is determined to be a part

of the Bargaining Unit. such classifications shall be included as a part

Df the bargaining unit without having to resort to an election.

ARTICLE 35 - UNION ACTIVITIES

15.1 The City agrees that the Union Officers or Stewards shall have

ime during working hours withouf loss of pay for the investigation and

Idjustment of grievances. permission to absent himself/herself from

is/her work area may be withheld by the supervisor only because of

peration requirements. but in no event later than the start of the next

-53-

regular shift. The Union agrees that the complaint will b, Indled as

quickly as possible. The City agrees that the Union President shall have

extensive and free leave with pay trom the workplace to conduct

union business. The President agrees in good faith to inform his or her

supervisor of his or her whereabouts.

35.2 The seven (7) Members of the Executive Board may attend

meetings tor the purpose of negotiations during working hours without

loss of PaY.

35.3 Union Officials may attend meetings during working hours

without loss of pay when such meetings are requested or approved

by the Labor Relations Office.

35.4 Union Officers shall be able to consult with the Employer.

his/her Representative(sj concerning the enforcement of any

provisions of this Agreement. provided the City·s Labor Relations

Director or his/her designee is notified of such meetings and

consultations.

35.5 During each year up to five (5) City employees who are

chosen by the Union as official delegates of such State Convention of

NAGE shall be granted three (3) days leave without pay for the sole

purpose of attending the sessions of such State Convention as voting

-54-

delegates. "'"lce in each five (5) year period, up to three (3) City

employees who are chosen by the Union to be Official delegates to

the National Convention of NAGE shall be granted five (5) days of

leave with pay for the sale purpose of attending the session of such

National Convention as voting delegates. The Secretary at the Union

will certify in writing to the appropriate City departments the names of

those City employees who are chosen by the Union to act as its

official delegates to either of such NAGE conventions at least

fourteen (14) working days prior to the first day on which the leave

with pay is to become effective.

35.6 The five 15) members of the Union Grievance Committee and

the grievants shall be granted ieave from work with full pay in order to

attend grievance meetings or hearings when such meetings ar

hearings take place the same time that such members are scheduied

to work. It is understood that the time the grievants are excused from

work will be limited to the time actually spent in meetings or hearings

ncluding pre-arbitration meetings with Union Officials and travel to

)nd from said meetings.

ARTICLE 36 - VISITS BY UNION REPRESENTATIVES

\ccredited representatives of the NAGE Local RI-200 and the

<ational Union shall have access to the premises of the Employer, at

-55-

reasonable times, provided he/she notifies the supervisor' 'he work

area of his/her presence when he/she arrives and his/her presence

will not disrupt the orderly routine of the department.

ARTICLE 37 - BULLETIN BOARDS

The City will furnish and maintain suitable bulletin boards in convenient

places in each work area and may be used by the Union. The Union

agrees that the material posted will not contain propaganda against

ar attacks upon the City or any official thereof.

ARTICLE 38 • COPIES OF CONTRACT

Within ninety (90) days after the signing of this Agreement. the City

shall furnish a copy of this Agreement to each employee. New

employees shall be given a copy of this Agreement at the time of

hire. The Union is to receive one hundred (100) signed copies of the

Agreement from the City.

ARTICLE 39 - RESIDENCY

39.1 Employees must inform the appropriate personnel office (I.e.

Civil Service Commission, Board of Education or Grants Personnel

Office) and the department of all changes of resident address within

forty-eight (48) hours of such change.

39.2 Any employee residing outside the City of Bridgeport shall not

be discriminated against regarding promotions and other conditions

-56-

of employrr~'1fbecause the employee is not a residenf of the City of

Bridgeport.

ARTICLE 40 - EMPLOYEE ASSISTANCE PROGRAM (EAP)

40.1 The City of Bridgeport recognizes that a wide range of

problems not directly associated with one's job function can have an

undesirable effect on an employee's job performance.

40.2 The City of Bridgeport also recognizes that almost any human

problem can be successfully treated provided it is identified in its early

stages, and referral is made to an appropriate modality of care. This

applies whether the problem be one of physical illness, mental or

emotional illness, finances, marital or family distress, alcoholism, drug

abuse or legal problems.

40.3 Therefore, the City of Bridgeport believes it is in the interest of

the employee, the employee's family and the City to provide an

employee service which deals with such persistent problems.

40.4 The Employee Assistance Program may establish, and

Iherefore eliminate, and provide its services to all City employees and

heir immediate family members at no cost to employee or family.

10.5 The decision to seek the assistance of the EAP is left with the

~mployee. An employee may seek assistance on his/her own or may

Igree to accept assistance at the suggestion of his/her supervisor.

-57-

40.6 Employees are assured that their job, future and re CJtion will

not be jeopardized by utilizing this employee service. Strict record

confidentiality will be observed at all times. No one other than the

EAP counselor and the employee shall have access to the

employee's file and/or progress reports, except in cases where this is

waived by agreement.

40.7 Employee problems causing unsatisfactory job performance

will continue to be handled in a forthright manner within the

established Bargaining Agreement procedures. There is no conflict or

contradiction with the prevailing unit procedures.

40.8 To insure consistency and cooperation, the appropriate union

steward will, if the employee consents, become involved when

necessary. It should be understood from the outset that this service is

a cooperative effort supported by the administration and unions

representing City employees.

ARTICLE 41 - PU8l1C CONTACT

41.1 To foster sound relations between members of the union and

the public, it is agreed that the City shall prOVide name tags to

employees who have regular contact with the public and the Union

agrees that all employees who have regular contact with the public

-58-

will endeav~- to put a good taith best effort in regularly wearing the

name tags in a visible place.

41.2 Further, it is agreed that employees whose duties include

answering telephone calls from the public will endeavor to put a

good faith best effort in answering the telephone by giving their first

name after the greeting.

The parties shall agree in writing which employees are

excluded from this provision.

ARTICLE 42 - SPECIAL OFFICERS, DEPUTY AND SENIOR DEPUTY HARBOR

MASTERS

42.1 Uniforms damaged in the line of duty will be replaced by the

City, (respective departments), at no cost to the employee, or

deduction from the uniform allowance upon approval of the

)epartment Head. Personal property used in the line of duty will be

eplaced by the City on the same basis. Approval shall not be

mreasonably denied, except for normal wear and tear which shall be

laid for out of the uniform allowance.

The City shall provide each Special Officer and Harbor Masters

is/her own foul weather gear of good quality and condition. Such

lathing shall consist of a reversible rain coat. one side of which shall

-59-

be of a bright luminous color for traffic duty purposes, ru' rs and a

weather proof hat cover.

The City shall provide each Harbor Master his/her own

Mustang Suit for foul weather.

42.2 In accordance with the C.G.S. concerning Municipal Police

Training, Special Officers and Harbor Masters shall receive a minimum

of forty (40) hours training every three (3) years paid for by the City.

42.3 The City shall provide Special Officers and Harbor Masters two­

way communications equipment in their radio cars and hand units for

the Special Officers on foot patrol.

42.4 The City shall reimburse for the cost of tuition within sixty (60)

days of submission of the Special Officer's and Harbor Master's cost to

the clerk of his ·respective department, upon satisfactory completion

at a grade "en of better for courses at an accredited college or

University in subjects which are designed to increase the Officer's

proficiency and which shall be related to one or more of the following

fields:

Police Administration

Police Science and Procedure

Sociology

Investigative Procedures

-60-

Any Specir" Officer receiving tuition reimbursement shaJi remain

employed by the City tor a period ot one f1) year after completion of

the course or the employee shoJi reimburse the City for the tuition

reimbursement received within the one (1) year period prior to

seperation from employment.

42.5 Special Officers and Harbor Masters are authorized with arrest

powers in the enforcement of City ordinances. Said powers shall be

consistent with statute or other applicable law.

42.6 Special Officers. after certification from the training program,

will receive $1 .00 an hour increase.

ARTICLE 43 - SAVINGS CLAUSE

If any section, senfence, clause or phrase of this Agreement shall be

held for any reason to be inoperative, void or invalid, the validity of

the remaining portions of this agreement shall not be effected

Ihereby, it being the intention of the parties in adopting this

"greement that no portion thereof, or provision herein, shall become

10perative or fail by

3ason of the invalidity of any other portion or provisions.

ARTICLE 44 . TERMINATION

4.1 The agreed upon items in this Agreement shall be effective as of

Ie date of signing this Agreement tollowing ratification/approval by

-61-

respective parties and shall remain in full force and ell until the

thirtieth 130fh ) day of June, 2005. It shall be automatically renewed

from year to year thereafter, unless either party shall notify the other in

writing no more than one hundred fifty (150) days nor less than one

hundred twenty (120) days prior to the expiration date that it desires

to modify this Agreement. In the event such notice is given,

negotiations shall begin no later then ninety (90) days prior to the

expiration date. In the event that either party desires to terminate this

Agreement, written notice must be given to the other party no less

than ten (10) days prior to the expiration date.

44.2 The parties will reopen this Agreement effective October 1,

2004 for the purpose of negotiating the benefits provided for under

Article 19 of the Agreement. This re-opener shall be subject to binding

interest arbitration under the Municipal Employee Relations Act.

ARTICLE 45 - DRUG TESTING

All employees, excluding Special Officer, holding CDL licenses shall be

subject to the existing City wide drug testing policy. All Board of

Education Security Guards, Special Officers, CAD.

Telecommunications Operators and Emergency Response Service

Operators shall be subject to drug testing in accordance with the

follOWing procedures: Mandatory testing upon original assignment

-62-

and random testing at any time after assignment tor controlled

substances detined in accordance with state of Connecticut

Uniformed Controlled Substances Act. Section 21 0-240 et seq.. of the

Connecticut General Statutes. which testing shall be administered in

accordance with state statutes and be performed by a reliable

laboratory. All other employees may be subject to "reasonable

suspicion" testing in accordance With the law.

ARTICLE 46 - COMPUTER AIDED DISPATCH (CAD)

46.1The scheduled shifts of CAD shall be 8 a.m. to 4 p.m.; 4 p.m. to 12

a.m.: and 12 a.m. to 8 a.m. The scheduled overlap shifts of CAD shall

be 11 a.m. to 7 p.m. and 7 p.m. to 3 a.m.. All

relecommunications/Dispatch Operators shall work thirty-six (36) hours

)er week. The night differential rate shall be $1.10 per hour for hours

vorked between 4 p.m. and 8 a.m.. Every effort will be made to

lCcommodate a half (1/2) hour lunch within these work schedules

Ind requests will not be unreasonably denied.

6.2 New hires for the Telecommunication/Dispatch Operator

osition shall serve a one [1) year probationary period. Unsatisfactory

ompletion of the employee's probationary period will result in

,rmination of the employee. If termination of the probationary

-63-

employee is sought after the first six (6) months of emplc ent. the

employee may be represented by NAGE. Local RI-200.

46.3 Except for an operational emergency. asdeclared by the

supervisor (Police Sergeant and/or ranked above). A newly hired

Telecommunica-tion/Dispatch Operators shall be precluded from

overfime assignments during their probation. Overtime will be offered

to the Telecommunication/Dispatch Operators on an equitable basis.

The NAGE members will have first preference of offered overtime.

Seniority for new hires. hired on the same day. for the

Telecommunication/Dispatch Operator position will be determined by

lottery drawing.

46.4 Communications Training Officer. while working as such.

shall be paid an additional seven and one half percent (7.5%) of their

hourly wage which pay shall be included in the next pay period.

Communications Training Officers~hall be selected based on

qualifications to be determined by fhe Chief of Police or his designee.

Seniority will be considered. but shall not be the sale qualifying factor.

ARTICLE 47 - GENERAL PROVISIONS

47.1 Whenever a new employee is hired. the City shall within ten (10)

days of hire. provide the employee's name. department. job title.

-64-

date ot hir" .vhether or not he/she is a grant employee, and address

to the Union. In addition, the City shall provide a complete seniority

list of all employees ot the Bargaining Unit to the Union Treasurer every

six (6) months.

IN WITNESS WHEREOF, the parties have caused their names to

be signed this day of 2000.

47.2 Whenever a new grant employee is being hired, upon request

from the union, the City must furnish the following information to the

Union:

0) The number of employees to be hired under the grant:

b) Type and source of funding, and

c) Any special terms or conditions of employment.

The Union shall have access to the Grant documents upon request.

47.3 Volunteers may be utilized at the Library to supplement and

assist, but shall not perform bargaining unit work.

U.4 Any employee required to use their own vehicle in the

)erformance of their job duties shall receive a mileage

eimbursement at the IRS mileage rate subject to documentation in

lccordance with City Police.

ARTICLE 48 - ATTENDANCE POLICY

1e Attendance Policy applicable to employees under this

.greement is attached as Appendix E. The effective date of such

olicy will be May 31 , 2002.

-65-

FOR THE CITY

~~~3'~MaYm_ ,

Edmund Jii? WinterbottomDirector of Labor Relations

FOR THE UNION

-66-

APPENDIX A

ALL CITY EMPLOYEES SUBJECT TO CITY HALL HOURS

The City of Bridgeport and NAGE. Local RI-200 hereby agree as

follows:

1. City Hall hours will be from 9:00 a.m. to 5:00 p.m. except as

provided below and will include. inter alia. the following:

a. One-hour lunch period.

Employees subject to City Hall hours will conclude their work day at

5:00 in the afternoon. except that. by arrangElments in each

department on an equitable and rotating basis. some employees

shall be required to work earlier or later. but no more then two (2)

hours either way. at the direction of each department head. where

reasonable and necessary. for the convenience of the public. When

so required to work. the employee affected will be given a later

starting time. earlier quitting time or other mutually acceptable

adjustment Within a particular month. in order to provide uniformity of

hours worked.

b. Departments. including the Board of Education.

which now start the work day prior to 9:00 a.m.. shall continue such

starting times. but the hours of work of such employee affected

-67-

thereby. shall be correspondingly reduced at the end of the work day

so that such employees will not be required to work more than 35

hours per week. Existing practices not inconsistent with the terms of

this stipulation shall continued.

-68-

APPENDIX B

EQUITY ADJUSTMENT POSITIONS

Data Entry IIMedical AssistantOut Reach WorkersAccounting Clerk IIParking EnforcementT.R Case WorkersBuyersSanitariansProperty Appraiser IProperty Appraiser IILegal SecretaryEmergency Service Operators

-69-

APPENDIX CTHE MEDICAL PLAN

CITY OF BRIDGEPORTEffective: January 1, 2001

C12BPS/C12BP6

The City of Bridgeport I BOE plan is an open access plan that offers you the opportunity to use either PHS network or non-networkhealth care providers each time you seek medical care, and still receive benefits for covered services. The plan gives you a powerfulchoice. You can work within the PHS provider network or choose a provider not affiliated with PHS. Care delivered within thenetwork is covered. In.,;Network. Outside the network, care is subject to, coinsurance, and completion of claim fOnTIs,

BENFFJlft';S'j c.''''<· '."'. . ,'r"1N%NE'F'WORf«( ........ ", . . ". "ir&lJum?lh'E~mf~@jRt(t ..."-\""""1lf£ ,... ' .. .... "i' :' ."....... '-, :.. '. " 'c' .• '_ .•. ""

FIl\i(~~L",~ "-Deductible: None None

Maximum Out-of-Pocket Coinsurance Cost None $1,000 Single, $2,000 Family

(does not include charges in excess of allowed amountor non·covered benefits)

Max.. Lifetime Benefit Per Member Unlimited $1,000,000

Coinsurance Level N/A 80%ofUCR

:iPEF;.~~_(1\?~£;:... . '.' .,,"' ....,,' "" .. : ',-"'" ..

.. . ..,:, . .' ".

Physical Examination for

Children through Age 17

• The maximum frequency ofcovered routine $10 Copayment per Visit Subject to 80% Coinsurance2

health exams is Monthly during the first 5months of life (maximum 5); once every 2months from age 6 months through 11 months(maximum 3); once every 3 months from age 12months through 23 months (maximum 4); onceevery 6 months age 24 months through 35months (maximum 2); and once per CalendarYear from age 3 through age 17 years.

Hearing Exams until Age 18 $10 Copayment per Visit Subject to 80% Coinsurance2

Adults Age 18 and Over $10 Copayment per Visit Subject to 80% Coinsurance2

• The maximum frequency ofcovered routineadult health exams, according to age is: 18 yearsthrough 29 years, once every third Calendaryear; age 30 years through 49 years, once everysecond calendar year; age 50 and over, once perCalendar Year.

Preventive hnmunizations:

• Children through Age 17 No Cost Subject to 80% Coinsurance2

• Adults Age 18 and OverNo Cost Subject to 80% Coinsurance2

Mammograms (See Section VI for schedule)

• Screening No Cost Subject to 80% Coinsurance2

• Diagnostic No Cost Subjeet to 80% Coinsurance2

Routine Gynecological Care, for female Members $10 Copayment per Visit, covered for one Subject to 80% Coinsurance2

over age 15 pap test and one pelvic exam per calendar

_;,;cc.;·H·.';:C·:'. ··.i·-.:··..year.

~;:',''c:;' . '[:"Ji:\~•• ::.,,,. :) ·';\,·E'· .: •. ..:::".•.•;. '.':Pre-Natal and Post-Natal (from eft: date ofPHS $10 ·Copayment for the initial Visit, then Subject to 80% Coinsurance2

coverage) covered in full

Hospital Services for Mother & Child (Includes all $200 Copayment per AdmissionJ $200 Copayment per Admission, thennewborn costs even ifnewbom requires continued subject to 80% Coinsurance2

hospitalization after mother is discharged)

Family Planning and Infertility Services (Excludes $10 Copayment per Visit Subject to 80% Coinsurance2

In~Vitro Fertilization·, GIFT, and ZWT)

-70-

Physician Office Visits

X-Rays and Laboratory Tests

Physical & Occupational Therapy and ChiropracticCare, for up to 30 Visits per Year

Cardiac Rehabilitation for up to 12 weeks followingmyocardial infarction or cardiac surgery

Speech Therapy, for up to 60 days per year

Diagnostic Procedures

Surgery performed in a Hospital or OutpatientSurgical Care Center

Allergy Services

$10 Copayment per Visit

No Cost

$10 Copayment per Visit

$10 Copayment per Visi~

$10 Copayrnent per Visit'

No Cost

$10 Copayment per Visie

$10 Copaymentper Visit

Subject to 80% Coinsurance2

SUbject to 80% Coinsurance2

Subject to 80% Coinsurance2

Subject to 80% Coinsurance2,3

SUbject to 80% Coinsurance2,3

Subject to 80% Coinsurance2,3

Subject to 80% Coinsurance2•3

Subject to 80% Coinsurance2

Subject to 80% Coinsurance2

Subject to 80% Coinsurance2

Subject to 80% Coinsurance2

$200 Copayment per Admission, thensubject to Coinsurance2

•3

$200 Copayment per Admission then subjectto 80% Coinsurance2.3

$200 Copayment per Admission, then subjectto 80% Coinsurance2,J

Subject to 80% Coinsurance2

$200 Copayrnent per Admission, then subjectto 80% coinsurance)

$200 Copayment per Admission, then subjectto 80% coinsurance3

$200 Copayment per Admission)

$200 Copayment per Admission3

$10 Copayment per Outpatient Visif

$200 Copayment per Admission3

$200 Copayment per Admission)

$10 Copayment per Visit

Outpatient visits may require approval inadvance.

$200 Copayment per Admission3

Inpatient Skilled Services such as Physical,Occupational therapy, and Skilled Nursing Care to acombined maximum of60 days per calendar year

Outpatient Mental Health Care

Semi-Private Room and Board

Inpatient Diagnosis and Medical Treatment for Drugand Alcohol Detoxification

Inpatient Rehabilitative treatment for the abuse of, oraddiction to drugs and alcohol

Outpatient Rehabilitative treatment for the abuse of,or addiction to drugs and alcohol

Inpatient Mental Health Care

Home Health or Hospice Care when skilled servicesare required

Inpatient Hospice Care

No Cost]

$200 Copayment per Admission3

Subject to 80% Coinsurance2•3

$200 Copayment per Admission thencovered 100%3

Durable Medical Equipment (Certain devices requireprior authorization)

Foot Orthotics

PHS pays 100% of the cost of covereditem(s) up to a combined in and out ofnetwork maximum of$500 per year

PHS pays 50% of the physician's charge or$125, whichever is less

PHS pays 100% of the cost of covereditem(s) up to a combined in and out ofnetwork maximum of $500 per year

PHS pays 50% of the physician's charge or$125, whichever is less

Prosthetics (maxirnwns are combined in and out ofnetwork)

• Internal

• External, to it maximum of$5,000

• External replacement, to a maximum of$5,000

Oxygen

Acupuncture

No Case

No Cosf

No Cosf

No Cosf

$10 Copayment per Visif

Subject to 80% Coinsurance2.]

Subject to 80% Coinsurance2•3

No Cost'

Covered In Network only

·71-

BENEFfts,

At Physician's Office

Urgent Care at an Urgent Care Center

At Hospital Emergency Room

(ER Copayment waived if admitted, then S200Inpatient Copayment applies)

Ambulance, in case of emergency

$10 Copayment per Visit

$10 Copayment per Visit

$75 Copayment per Visit

No Cost

$10 Copayment per Visit

$10 Copayrnent per Visit

$75 Copayment per Visit

No Cost

* Usual, Customary and Reasonable Charge (VCR) is defined as maximum allowable charge as detennined by PHS.*'* For outpatient mental health, rehabilitative treatment for the abuse of or addiction to drugs and alcohol, and chiropractic care, the allowedamount is determined by the vendor's'fee schedule.

I In Network services are services and benefits provided or arranged by a PHS participating provider.2 Out ofNetwork services require a member to pay coinsurance.3 When Medically Necessary and Approved in Advance by the PHS Medical Director.

Conditions and Limitations

You are covered for emergenCies anywhere in the world. If the situation is life-threatening, go straight to the nearest hospital's emergency roomor call 911. If at all possible, try to reach your PHS 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 ofthem.through a visit to your physician's office. You will be responsible for any emergency room chargeswhen 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 PHS' Customer Service Department at 1-800·205-0095. A $100 penalty is applied to Out of Networkreimburseme;nt when the member does not complete the prior authorizalion process.

Out ofNetwork Inpatient Hospital Copayment MaximumAIl ofyour out-of-network inpatient hospital! facility copayments will be applied to an annual copayment maximum of $1,000 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 anonnal physical exam); hearing aids; routine foot care; some transplant procedures; cosmetic or reconstructive surgery, unless medicallynecessary; custodial services; weight~reduction programs; or long-tenn psychiatric treatment.

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. The City of BridgeportSummary Benefit Description is the flnal al.'biter of coverage under PHS. If you have any questions, please call the PHS CustomerService Department at 1-800-205-0095.

Slpd City of Bridgeport (CI2BP5ICI2BP6)61112004

-72-

AppendixD

VISION CARE BENEFITS FORCITY OF BRIDGEPORT

The new vision care plan will be provided by Vision Service Plan. The planprovides a complete vision examination and lenses once every twelve (12) months,and a frame once every twenty-four (24) months. The vision examination willinclude tests to determine the general health of your eyes and whether glasses arenecessary. A wide selection of frames are available, and contact lenses are covered ifmedically nccessary. An allowance will be made if cosmetic contacts are selected.

The plan has a network of over 22,000 doctor locations nationwide for you to choosefrom. WHEN SERVICES ARE OBTAINED FROM A MEMBER DOCTOR,Vision Service Plan will pay the doctor directly. There will be no out-of-pocketexpense cxcept for a twenty ($20.00) dollar co-payment for the examination and athirty ($30.00) dollar co-payment for materials. There can be an extra charge forcosmetic items such as tints, over-sixed lenses, or blended lenses, etc. These extrasare charged at predetermined wholesale prices.

In addition, your benefit includes a forty dollar ($40.00) wholesale frame allowance.This typically equates to a pair of frames which retail for one hundred/one hundredtwenty ($ 100/$ I20) dollars. Should you exceed the wholesale frame allowance, youwill be charged the additional wholesale cost, plus a service fee equal to the overage.(Example: You choose frames which carry a fifty dollar ($50.00) wholesale value.You would be charged the additional wholesale cost of ten dollars ($10.00) plus aservice fee equal to the overage, or ten ($ 10.00) doIlars. Therefore, lbese frameswould cost twenty ($20.00) dollars in addition to your co-payment.

You also have the option to receive SERVICES FROM A NON-MEMBERDOCTOR, and VSP will reimburse you according to a schedule of aIlowances.There is no assurance that the schedule will be sufficient to pay for the entire cost ofthe examination or the glasses.

NON-MEMBER DOCTOR REIMBURSEMENT SCHEDULE

BEFORE MAKING AN APPOINTMENT WITH EITHER A MEMf OR NON­MEMBER DOCTOR, you must obtain a request card brochure from y"u{ 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 lbe benefits from expires sixty (60) days from thedate of issue. Within approximately ten (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, np to (per pair)Bifocal Lenses, up to (per pair)Trifocal Lenses, up to (per pair)LenticularFrames, up toContact Lenses

NecessaryElective

-73-

$40.00$40.00$60.00$80.00

$125.00$45.00

$210.00$105.00

-74-

Appendix E

CITY OF BRIDGEPORTATTENDANCE POLICY

PURPOSE

This policy establishes attendance guidelines and procedures, and describes theresponsibility of the employee and supervisor in maintaining an effective attendanceprogram.

SCOPE

This policy applies to all City of Bridgeport employees who are members of the NAGELocal RI-200 bargaining unit.

POLICY

The City of Bridgeport municipal departments provide a wide range of services toresidents, business owners and others. In order to provide quality and timely services,each department must be fully staffed each day. Absenteeism detracts from the City'sability to meet quality service standards and causes a difficult burden for those employeeswho must assume the duties of absent employees.

Sick time benefits are provided as income protection when illness prevents the employeefrom reporting to work. It should not be considered as authorized "time off' and attemptsto "use up" sick time are strongly discouraged. Our bargaining agreements generallyallow for sick leave accumulation and include sick leave "pay-out" provisions. TheCity's commitment to continued sick leave benefits for income protection purposes is notinconsistent with our commitment to an effective attendance policy.

Excessive employee absenteeism is unacceptable and will be addressed by supervisorsand the Office of Labor Relations in accordance with the standards described below.

Employee Responsibilities

Each employee is expected to:• Employees are expected to maintain a good attendance record.• Each employee is expected togive advance notification of absences due to illness,

and provide the reason for the absence. The employee must give notification byphone, personally and directly, to the supervisor. If an extreme situation arises andthe employee is unable to call prior to the scheduled work time, notification must be

-75-

given to the Supervisor within half-hour after the scheduled start time. If theemployee fails to do so, the employee's absence is considered unauthorized. Afterthree consecutive days without notice, the employee will be considered to haveresigned from employment, unless otherwise provided for under the employee'scollective bargaining agreement.

Supervisor Responsibilities

Each Supervisor is responsible for monitoring and enforcing this policy. While it is theemployee's responsibility to correct the attendance problems and prevent absenteeism,the supervisor should emphasize the following:• Communicate the City's policy ofrequiring good attendance to all unit employees.• Each Department Head or his/her designee shall be responsible for forwarding a

monthly report to the CAO and Director of Labor Relations indicating each employeewhose attendance merits disciplinary action under this policy and each disciplinaryaction taken for such employee.

o Employees should personally call their supervisor directly if illness will prevent themfrom reporting to work. The supervisor must advise the employee that they are tomaintain contact for any period ofabsence beyond one day, unless the employee hasprovided a doctor's certification covering a specified period.

o Determine when the employee expects to return to work.o Insure that all absences are accurately and properly recorded on weekly time sheets

and on the unit attendance log.o It is the supervisor's responsibility to consistently enforce this policy by monitoring

the employee's attendance records on a monthly basis.• The attendance records of each employee should be considered individually with

reference made to the following types ofattendance problems:o Frequency of Absence: Frequent short-term absences often indicate basic poor

attendance habits.o Pattern of Absence: Unscheduled absences that reflect a pattern of Monday or

Friday absences, or absences on the day before or after a holiday or long week­end, or other pattern related to operational conditions (e.g. weather, workload,etc.)

o Cause of Absence: The nature of frequent absences are unrelated and may reflecta poor attendance record.

• Employees should be advised that the City provides a comprehensive benefits planthat should enable the employee to seek treatment for medical problems. TheEmployee Assistance Program (EAP) may also be used as a potential resource for anyunderlying issues causing an attendance problem.

• Long-term employees with established records ofgood attendance may be considereddifferently than a new employee with a poor record during the initial months ofemployment. It must be recognized, however, that each absence adversely affects theCity's ability to provide quality municipal services. The primary responsibility formaintaining a satisfactory attendance record rests with the employee.

o If a supervisor detects an abuse of sick time by an employee, disciplinary actionshould be taken as described below. NOTE: The supervisor should counsel the

-76 - 2

employee and encourage the employee to avail themselves of the EAP, prior toissuing an oral or written warning. In addition, prior to taking any actionbeyond.counseling or an oral or written warning, the supervisor must consult.with the Office of Labor Relations.

• Supervisors are reminded that the use of vacation and personal days must beconsistent with the operational needs of the department but must not be so restrictedso as to unreasonably deny their use. Sound business judgment is expected to be usedin dealing with employee's use of vacation and personal days.

When a matter of interpretation arises, the supervisor shall contact the Director of LaborRelations, or his designee, so as to assure the proper application of these standards.

ATTENDANCESTANDARDS&PROCEDVRES

Definitions:

AbsenceAn "absence" is defined as any unscheduled absence from work during scheduledworking hours (including failing to report for scheduled or unscheduled overtime) orfailure to remain at work as scheduled. The use of the term scheduled is significant tothis definition because it automatically excludes vacation, personal leave or other formsof approved and scheduled time off. An unscheduled consecutive absence in excess ofone day, shall be considered as only one absence against the employee, regardless of itslength. (Example: An employee is absent for four consecutive days with the flu. This istreated as one absence for purposes of this policy) An absence excludes any work relatedinjury, or a reoccurrence of such an injury, approved by the City's Worker'sCompensation Administrator.

Chronic Illness

An illness requiring periodic visits or treatment by a physician that continues over anextended period of time and which causes an episodic rather than a continuous period ofincapaci ty.

Disciplinary Procedures

In order to translate attendance standards into an effective working personnelpolicy, the City has adopted the following standards and procedures. It must benoted that four (4) or more absences in the initial probationary period ofemployment should be considered as failure to satisfy the probationary period ofemployment.

-77- 3

• Corrective counseling is warranted when an employee has:

Six (6) absences within any twelve (12) month period'

The supervisor should counsel the employee prior to issuing an oral warning. Thesupervisor shall discuss with the employee contributing problems and possiblecorrective measures. An EAP referral should be made, if appropriate. Thesupervisor should also advise the employee that an additional absence could resultin an oral warning.

• Oral warning is warranted when an employee has:

Seven (7) absences within any twelve (12) month period'

The oral warning must be documented by a written memorandum to the employeefrom the supervisor. In determining whether to issue an oral warning, thesupervisor may consider the number of absences, any pattern of absences, theemployee's past record and any other extenuating circumstances. Regardless ofthe circumstances, however, the supervisor must issue an oral warning when thenumber of absences e.iCceeds these guidelines by one (1) for this category, andcontinue with discipline in accordance with this policy for all future absences.

The supervisor should advise the employee that an additional absence could resultin a written warning.

• Written warning is warranted when an employee has:

Eight (8) absences within any twelve (12) month period'

The supervisor may consult with the Office ofLabor Relations, prior to issuingthe written warning. In determining whether to issue a written warning, thesupervisor may consider the number ofabsences, any pattern of absences, theemployee's past records and any other extenuating circumstances. Regardless ofthe circumstances, however, the supervisor must issue a written warning when thenumber of absences exceeds these guidelines by one (I) for this category, andcontinue with discipline in accordance with this policy for all future absences.

The supervisor should advise the employee that an additional absence will resultin a five day suspension without pay.

, This is a continuously rolling twelve month period.

4-78-

• A five (5) day suspension without pay is warranted when an employee has reached:

Nine (9) absences within any twelve (12) month period·

The supervisor must consult with the Office of Labor Relations, prior to issuing afive (5) day suspension without pay. The supervisor must advise the employeethat termination will be warranted following one (l) additional absence,regardless of the circumstances.

• Termination is warranted when an employee has reached:

Ten (I 0) absences within any 12 month period·

The supervisor must consult with the Office of Labor Relations prior toterminating an employee.

Physician's Documentation"

Unless otherwise provided )lp.qer an applicable collective bargaining agreement, anyemployee who incurs more'th~n three (3) absences in a six (6) month period··, or whoincurs more than five (5) ab~~nces in a twelve (12) month period**, will be required toobtain a physician's statement, acceptable to the Director of Labor Relations, upon theemployee's return to work. F~iIure to provide this statement shall result in no pay for theabsence, and other corrective action, if appropriate. Evidence of admission to a hospitalmay be provided in lieu of a'physician's statement. The physician's statement shoulddocument the reason for the absence.

A doctor's statement(s) and a,.ny other medical records for an employee shall bemaintained in the employee's medical file. The information in this file shall bemaintained as confidential u~'tess disclosure is necessary for the health and/or safety ofother personnel (such as issues ofdangerous contagious disease) or for purposes ofdisciplinary or any other action taken pursuant to this policy.

.'.

Ifan employee attempts to return to work after being absent for a "health related" reasonand can document with a physician's statement, acceptable to the Director of LaborRelations, that a second absence (within 2 days ofa previous absence) is the result of asingle medical condition, the second absence will be considered as a single absence.

• This is a continuously rolling twelve month period.

.. This is a continuously ro'lling six and twelve month period.

-79-5

Chronic Illness

An absence attributabie to a chronic iliness wiii be a factor considered when imposingdiscipline pursuant to this policy, if the employee suffering from such an illness canprovide documentation from,! treating physician reflecting that the absence was a directresult of said illness. The physician's documentation must reflect that the iliness ischronic (as defined above) and severe enough to'prevent the employee from performinghis/her duties. However, the absence may be counted againstthe employee if theemployee's attendance record reflects a "pattern ofabsences" as described in this policy.Prior to imposing discipline pursuant to this policy for absences that may be causedby a chronic illness, the supervisor must consult with the Office of Labor Relations.

Annual Physical Examination

An employee's use ofsick time (112 sick day) to attend an annual physical examinationwill not be considered against the employee for purposes of imposing discipline pursuantto this policy. The employee's supervisor must be given prior notice of not less than two(2) business days of such examination and adequate documentation if requested.However, employee should use their accumulated personal or vacation days to attend anyother medical and/or dental appointments during regularly scheduled work hours.

Absence to Care for Sick Child

The City understands that it may be necessary for employees.to be absent from work tocare for a sick child. Therefore, an employee's use of a sick day to care for a sick childmay not be considered against the employee for purposes of imposing discipline, if theemployee can demonstrate that they are the child's primary care giver, the use ofa sickday was necessary to care for the ill child, and th-e child" s illness is documented by aphysician's statement. However, the sick day may be considered against the employee ifthe employee's attendance record reflects a "pattern of absences" as described in thispolicy, or if the number of sick days used to care for a sick child exceeds three in anyrolling twelve month period.

Family and Medical Leave / Maternity Leave

Any sick time taken by an employee on an approved family and medical leave, or anapproved maternity leave, shall not be considered when imposing discipline pursuant tothis policy.

-80-

6

American With Disabilities Act

The American with Disabilities Act (ADA) prohibits employers from discriminatingagainst "qualified" individuals with disabilities. The City is committed to ensuring non­discrimination in all terms and conditions of employment. Prior to imposing anydiscipline, beyond an oral or written warning, supervisors must consult with the Office ofLabor Relatiolits or the ADA Coordinator to ensUre compliance with this Act. Employeesmay contact the City's ADA Coordinator with any questions concerning the ADA.

Good Attendance

An employee with "good attendance" is one with fewer than four (4) absences within atwelve (12) month period. An employee's attendance record shall be considered whenevaluatingan employee's job performance, and in determining eligibility for promotions,

Employee Records

Documentation of any action taken pursuant to the policy and procedures establishedherein, shall be returned to the employee's personnel file, unless and until, removal isrequired under any applicabl~.collective bargaining agreement.

The rolling base periodfor calculation ofthe number ofabsences shall be one year priorto the effective date ofthis policy. However, any employee with incidents ofabsences inexcess offive on the effective date will revert to five absences for purposes ofapplicationofthis policy after such effective date.

Supervisors should consult with and obtain the approval ofthe Labor Relations Directorbefore determining that any absences, prior to the effective date, meet any oftheexceptions in this policy.

Any questions concerning this Policy shall be directed to the Office ofLabor Relations.

-81-

7

APpendix F

CITY OF BRIDGEPORTNAGE OCTOBER 1, 2004 (2.5%)

UNION JOB CODE JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEPS STEP 6-- -~ - ~_ -- -- ~ - ~ - _- .- - -- - --~ - ~ _ ______________ ~____________ _ • __ __ ~___ ~__ • __________ ~ ___ w_ _. _~_w_~_____ __ ___ __ _____ _____ _____ ___._________ __ ____ _._~______________ ____._._._._._____ .__________________ __________ _~ _~______

G 1100 TYPIST I $24,003.00 $25,207.00 $26,404.00 $27,604.00 $28,224.00 $30,006.00$461.60 $484.75 $507.77 $530.85 $542.77 $S77.04

G 1230 TYPIST I $25,850.00 $27,146.00 $28,435.00 $29,727.00 $30,395.00 $32,314.00(35 HRS) $497.12 $S22.04 $546.83 $571.67 $584.52 $621.42

G 1102 CLERK I $24,003.00 $25,207.00 $26,404.00 $27,604.00 $28,224.00 $30,006.00$461.60 $484.75 $S07.77 $530.8S $542.77 $577.04

G 1231 CLERK I $25,850.00 $27,146.00 $28,435.00 $29,727.00 $30,39S.00 $32,314.00(35 HRS) $497.12 $S22.04 $546.83 $571.67 $584.S2 $621.42

G 1104 TYPIST II $25,681.00 $26,969.00 $28,2S2.00 $29,536.00 $30,243.00 $32,104.00$493.87 $518.63 $543.31 $568.00 $581.60 $617.38

G 1232 TYPIST II $27,6S7.00 $29,043.00 $30,425.00 $31,808.00 $32,570.00 $34,573.00(35 HRS) $531.87 $558.52 $585.10 $611.69 $626.3S $664.87

G 1105 CLERK II $25,681.00 $26,969.00 $28,252.00 $29,536.00 $30,243.00 $32,104.00$493.87 $518.63 $S43.31 $568.00 $581.60 $617.38

G 1106 STENOGRAPHER $25,072.00 $25,858.00 $26,661.00 $27,455.00 $28,880.00 $34,728.00$482.15 $497.27 $512.71 $527.98 $555.38 $667.85

G 1250 STENOGRAPHER $27,000.00 $27,847.00 $28,712.00 $29,567.00 $31.101.00 $37,399.00 POUCE(35 HRS) $519.23 $535.52 $552.15 $568.60 $598.10 $719.21

G 1233 STENOGRAPHER $30,858.00 $31,825.00 $32,814.00 $33,791.00 $35,544.00 $42,742.00 WPCA(40 HRS) $593.42 $612.02 $631.04 $649.83 $683.54 $821.96

G 1107 FIRE ARSON ANALYST $30,037.00 $31,212.00 $32,380.00 $33,553.00 $34,722.00$577.63 $600.23 $622.69 $645.25 $667.73

G 1109 PAYROLL CLERK $31,462.00 $33,039.00 $34,608.00 $36,184.00 $37,177.00 $39,677.00$605.04 $63S.37 $665.54 $695.85 $714.94 $763.02

G 1733 PAYROLL CLERK $33,882.00 $35,580.00 $37,270.00 $38,968.00 $40,037.00 $42,729.00(35 HRS) $651.58 $684.23 $716.73 $749.38 $769.94 $821.71

G 1234 PAYROLL CLERK $38,722.00 $40,663.00 $42,595.00 $44,534.00 $45,756.00 $48,833.00 PARKS

(40 HRS) $744.65 $781.98 $819.13 $856.42 $879.92 $939.10

G 1110 LEGAL SECRETARY $33,976.00 $35,S66.00 $37,158.00 $38.746.00 $40,341.00(35 HR5) $653.38 $683.96 $714.58 $745.12 $775.79

Page

-87-

CITY OF BRIDGEPORTNAGE OCTOBER 1, 2004 (2.5%)

UNION JOB CODE JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEPS STEP 6- -.-. -~--.- -~ -----.---- ----------- -- ---.----------_.-.--. -.-.-.--.-.----.-.----.-.- .-- .------.------.-. - .-.---- ------ -.-- - ------------- ----- -.-.-._-.-.------. --------.--_.-----------------_.-.--- ---------------_.---

G 1111 lYPIST III $32,05S.00 $33,039.00 $34,608.00 $36,184.00 $37,177.00 $39,677.00$616.44 $63S.37 $66S.54 $695.8S $714.94 $763.02

G 1251 TYPIST III $34,521.00 $35,580.00 $37,270.00 $38,968.00 $40;037.00 $42,729.00(35 HRS) $663.87 $684.23 $716.73 $749.38 $769.94 $821.71

G 1113 CUSTOMER SERVICE REPRESENTATIVE $35,871.00 $37,550.00 $39,230.00 $40,908.00 $42,590.00 WPCA(40 HRS) $689.83 $722.12 $754.42 $786.69 $819.04

G 1114 GARAGE CLERK $30,037.00 $31,212.00 $32,380.00 $33,553.00 $34,722.00 $40,842.00(35 HRS) $577.63 $600.23 $622.69 $645.25 $667.73 $78S.42

G 1116 POLLUTION CONTROL FIELD OPERATIONS CLERK $32.055.00$616.44

G 1118 LEGAL RECEPTIONIST $27,744.00 $29,002.00 $30,264.00 $31,526.00$S33.S4 $557.73 $582.00 $606.27

G 1119 PAYROLL CLERK II $40,587.00 $41,835.00 $43,084.00 $46,407.00$780.52 $804.52 $828.54 $892.44

G 1121 RETIREMENT ADMINISTRATOR $38,629.00 $40,059.00 $41,420.00 $42,778.00 $44,134.00 $47.258.00(35 HRS) $742.87 $770.37 $796.54 $822.65 $848.73 $908.81

G 1201 SWITCHBOARD OPERATOR $22,812.00 $23,574.00 $24,339.00 $25,086.00 $25,B47.00$438.69 $453.35 $468.06 $482.42 $497.06

G 1202 EMERGENCY REPORTING SERVICE OPERATOR $28,054,00 $28,899.00 $29.747.00 $30,594.00 $31,448.00$S39.50 $555.75 $572.06 $588.35 $604.77

G 1203 DATA ENTRY OPERATOR I $21,753.00 $22,463.00 $24,740.00$418.33 $431.98 $475.77

G 1235 DATA ENTRY OPERATOR I $23,427.00 $24,191.00 $26,643.00 POLICE(35 HRS) $4S0.S2 $465.21 $512.37

G 1205 DATA ENTRY OPERATOR II $25,033.00 $25,452.00 $26,239.00 $27,036.00 $28,390.00$481.40 $4B9.46 $504.60 $519.92 $545.96

G 1236 DATA ENTRY OPERATOR II $26,959.00 $27,410.00 $28,258.00 $29,115.00 $30,574.00 POLICE(35 HRS) $SI8.44 $S27.12 $543.42 $559.90 $587.96

G 1206 DATA ENTRY OPERATOR III $30,037.00 $31,212.00 $32,380.00 $33,553.00 $34,722.00$577.63 $600.23 $622.69 $645.25 $667.73

G 1237 DATA ENTRY OPERATOR III $32,347.00 $33,613.00 $34,871.00 $36,134.00 $37,393.00 $39,797.00(35 HR5) $622.06 $646.40 $670.60 $694.88 $719.10 $765.33

Pag~

-83-

CITY OF BRIDGEPORTNAGE OCTOBER 1, 2004 (2.5%)

UNION JOB CODE JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEPS STEP 6.- - -.- ~- ~-- -. -- -- -_.-.- - - -- -- -- ------ -- --- ------------_.- -- --- --.-.------._--- ------ -- -.- .--.-.-.-.-.--- .-.-.----.-.------ -----.--.-.-.-.--. --~-.------.-.---. -- -.-. -.-_. -- ----- -------.--.- ----.-- -.-. -.- ---.-.-----_.

G 1208 MINI COMPUTER OPERATOR $30,037.00 $31,212.00 $32,380.00 $33,553.00 $34.722.00$577.63 $600.23 $622.69 $645.25 $667.73

G 1238 MINI COMPUTER OPERATOR $32.347.00 $33.612.00 $34,871.00 $36,134.00 $37,393.00(35 HRSJ $622.06 $646.38 $670.60 $694.88 $719.10

G 1209 TELECOMMUNICATIONS OPERATOR" $13.48 $14.51 $15.77 $16.65 $17.65 HOURLY

** Telecommunications Officers - While working as Communications Training Officer shall be paid an aditional7.50/o Increase per hour

G 1248 COlLECTION AIDE $26,170.00 $27,822.00 $28,709.00(35 HRS) $503.27 $535.04 $552.10

G 1249 COLLECTION AIDE $29,908.00 $31,797.00 $32,810.00(40 HRS) $575.15 $611.48 $630.96

G 1301 ACCOUNTING CLERK I $25,681.00 $26,969.00 $28,252.00 $29,536.00 $30,243.00 $32,104.00$493.87 $518.63 $543.31 $568.00 $581.60 $617.38

G 1239 ACCOUNTING CLERK I $27,657.00 $29,043.00 $30,425.00 $31,808.00 $32,570.00 $34.573.00(35 HRSJ $531.87 $558.52 $585.10 $611.69 $626.35 $664.87

G 1240 ACCOUNTING ClERK I $31.608.00 $33,192.00 $34,772.00 $36,352.00 $37,223.00 $39,512.00 WPCA(40 HRS) $607.85 $638.31 $668.69 $699.08 $715.83 $759.85

G 1303 CASHIER $25,681.00 $26,969.00 $28,252.00 $29,536.00 $30,243.00 $32,104.00$493.87 $518.63 $543.31 $568.00 $581.60 $617.38

G 1241 CASHIER $27,657.00 $29,043.00 $30,425.00 $31,808.00 $32,570.00 $34,573.00 TAX COLLECTOR(35 HRS) $531.87 $558.52 $585.10 $611.69 $626.35 $664.87

G 1242 CASHIER $31,608.00 $33,192.00 $34,772.00 $36,352.00 $37,223.00 $39,512.00 WPCA(40 HRSJ $607.85 $638.31 $668.69 $699.08 $715.83 $759.85

G 1304 SPANISH SPEAKING CASHIER $25,681.00 $26,969.00 $28,252.00 $29,536.00 $30,243.00 $32,104.00$493.87 $518.63 $543.31 $568.00 $581.60 $617.38

G 1243 SPANISH SPEAKING CASHIER $27,657.00 $29,043.00 $30,425.00 $31,808.00 $32,570.00 $34,573.00 TAX COLLECTOR(35 HRS) $531.87 $558.52 $585.10 $611.69 $626.35 $664.87

G 1305 ACCOUNTING CLERK II $32,372.00 $33,550.00 $34,721.00 $36,184.00 $37,177.00 $39,677.00$622.54 $645.19 $667.71 $695.85 $714.94 $763.02

G 1244 ACCOUNTING CLERK II $34,862.00 $36,131.00 $37,392.00 $38,968.00 $40,037.00 $42,729.00

(35 HRSJ $670.42 $694.83 $719.08 $749.38 $769.94 $821.71

Pa" 6

-R4-

CITY OF BRIDGEPORTNAGE OCTOBER 1, 2004 (2.5D/o)

UNION 'OB CODE JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEPS STEP 6_._. _. _~_ ~_ ._ ~_ ~_.__. _. _. __ ___ ~________. _________ ___~_______. __________._.___. _v_._._. _._.__._. _.__ . _. _. ._~________ _____._ ________. _____~_~_ ____~______. __ . ___ _._. _.________._. ______ ._.________ ._ _ ____ ~___ ___ ¥_ ._••___

G 1401 STOCK CLERK $21,753.00 $22,104.00 $22,463.00 $22,822.00 $23,169,00$418.33 $425.08 $431.98 $438.88 $445.56

G 1403 STOREKEEPER $24,652.00 $25,452.00 $26,239.00 $27,036.00 $27,844.00$474.08 $489.46 $504.60 $519.92 $535.46

G 1404 BUYER $39,923.00 $41,189.00 $42,463.00(35 HRSl $767.75 $792.10 $816.60

G 1407 BUYER AIDE $33,456.00 $34,502.00 $35,547.00 $36,593.00 $37,638.00$643.38 $663.50 $683.60 $703.71 $723.81

G 1507 PERSONNEL TRAINEE $36.590.00$703.65

G 1501 PERSONNEL ASSISTANT I $38,677.00 $39,931.00 $41,178.00$743.79 $767.90 $791.88

G 1502 PERSONNEL ASSiSTANT 1I $45,839.00 $47,089.00$881.52 $905.56

G 1605 TAX ASSESSMENT CLERK $30,037.00 $31,212.00 $32,380.00 $33,553.00 $34,722.00$577.63 $600.23 $622.69 $645.25 $667.73

G 1245 TAX ASSESSMENT CLERK $32,347.00 $33,613.00 $34,871.00 $36,134.00 $37,393.00 TAX ASSESSOR(35 HRS] $622.06 $646.40 $670.60 $694.88 $719.10

G 1607 PROPERTY APPRAISER I $31,212.00 $32,380.00 $33,553.00 $34,722.00$600.23 $622.69 $645.25 $667.73

G 1246 PROPERTY APPRAISER I $33,613.00 $34,871.00 $36,134.00 $37,393.00 TAX ASSESSOR(35 HRS) $646.40 $670.60 $694.88 $719.10

G 1609 PROPERTY APPRAISER 1I $37,516.00 $38,694.00 $39,864.00 $41,041.00$721.46 $744.12 $766.62 $789.25

G 1247 PROPERTY APPRAISER n $40.402.00 $41,671.00 $42,931.00 $44,198.00 TAX ASSESSOR(35 HRS) $776.96 $801.37 $825.60 $849.96

G 2101 ENGINEERING AID I $28,695.00 $29,559.00 $30,411.00 $31.270.00 $32,128.00(35 HRS) $551.83 $568.44 $584.83 $601.35 $617.85

G 2103 ENGINEERING AID II $30,951.00 $31,742.00 $32.534.00 $33,341.00 $34,135.00$595.21 $610.42 $625.65 $641.17 $656.44

G 2105 ENGINEERING AID III $39,528.00 $40,786.00 $42,058.00 $43,308.00(35 HRS) $760.15 $784.35 $808.81 $832.85

Pa9'"

-85-

CITY OF BRIDGEPORTNAGE OCTOBER 1, 2004 (2.5%)

UNION JOB CODE JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6-- -- - - -- --- -- .-.-.----- -. -. --- -. -. -.-. -. --------_._--.-.-.-.---.- .----.-.-.-.--------- -- ---- ------------ ------.-.-._- .-.- - .-.-.----.- --.-.-. ---.-+-.- --.-.---- -- ---------- ----.--- --- --.-. -. -.---.- ----- ---------------

G 2303 CITY PLANNING & ZONING TECHNICIAN $29,760.00 $30,562.00 $31,350.00 $32,151.00$572.31 $587.73 $602.88 $618.29

G 3301 ASSISTANT SEALER OF WEIGHTS & MEASURES $32,196.00 ,$33,379.00 $34,S41.00 $3S,724.00$619.1S $641.90 $664.2S $687.00

G 3302 ZONING INSPECTOR $33,977.00 $35,118.00 $36,251.00 $37,384.00$653.40 $675.35 $697.13 $718.92

G 3304 HOUSING CODE INSPECTOR $42,221.00 $43,697.00 $45,175.00 $46,648.00 $51,843.00 $57,537.00(40 HRS) $811.94 $840.33 $868.75 $897.08 $996.98 $1,106.48

G 3606 PARKING ENFORCEMENT OFFICER $23,760.00(40 HRS) $456.92

G 3607 SPECIAL OFFICER $13.52 $15.00 $16.84 HOURLY

G 3608 ATTENDANCE OFFICER $2,800.00 $2,881.00 $2,940.00 $3,008.00$53.85 $55.40 $56.54 $57.85

G 3610 DEPUTY HARBORMASTER $40,587.00$780.52

G 3611 SENIOR DEPUTY HARBORMASTER $46,385.00$892.Q2

G 4101 DENTAL A551STANT $25,499.00 $26,294.00 $27,092.00$490.37 $505.65 $521.00

G 4201 LABORATORY AID $21,743.00 $22,097.00' $22,460.00 $22,812.00 $23,160.00$418.13 $424.94 $431.92 $438.69 $445.38

G 4203 LABORATORY TECHNICIAN I $23,854.00 $24,648.00 $25,433.00 $26,222.00 $27,013.00$458.73 $474.00 $489.10 $504.27 $519.48

G 4701 SANITARIAN I $33,438.00 $34,604.00 $35,776.00 $38,534.00$643.04 $665.46 $688.00 $741.04

G 4704 LEAD EPIDEMIOLOGICALINVESTlGATOR $32,792.00(35 HRS) $630.62

G 5103 LIBRARY ASSISTANT I $22,862.00 $23,572.00 $25,851.00$439.65 $453.31 $497.13

G 5104 LIBRARY INVESTIGATOR $25,761.00 $26,561.00 $27,348.00 $28,145.00 $28,953.00$495.40 $510.79 $525.92 $541.25 $556.79

Pa;

-Rfi-

CITY OF BRIDGEPORTNAGE OCTOBER 1, 2004 (2.50/0)

UNION JOB CODE JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEPS STEP 6--- - --- ----- - -- ------- -- ---- -- --- -- -- -- ---~- -.-- -.----.-.---- ---- - ---- -- .-. -- .------ ---.----. ----.-.--- ---- ---- -.- ----.- -- ---.-.- -.- --.- .--- --.- - - -- ---- ----- ---- --.- -- -- ------------- - ---- -- -- --- ----.-.- -

G 5105 LIBRARY ASSISTANT 11 $26,142.00 $26,561.00 $27,348.00 $28,145.00 $29,500.00$502.73 $510.79 $525.92 $541.25 $567.31

G 5106 LIBRARY ASSISTANT 111 $29,378.00 $30,323.00 $31,276.00 $32,226.00 $33,713.00$564.96 $583.13 $601.46 $619.73 $648.33

G 5107 LIBRARY BINDER $23,922.00 $24,683.00 $25,448.00 $26,195.00$460.04 $474.67 $489.38 $503.75

G 5108 JUNIOR LIBRARIAN $31,276.00 $33,642.00 $36,011.00$601.46 $646.96 $692.52

G 6001 SOCIAL SERVICE AID $37,070.00$712.88

G 6002 SOCIAL WORKER $38,626.00 $40,412.00$742.81 $777.15

G 8222 BRIDGE OPERATOR $27,342.00 $28,137.00 $28,930.00 $29,727.00$525.81 $541.10 $556.35 $571.67

G 8243 EMERGENCY MEDICAL TECHNICIAN $31,573.00 $32,809.00 $34,039.00 $35,277.00 $36,508.00$607.17 $630.94 $654.60 $678.40 $702.08

G 8267 ASSISTANT ANIMAL CONTROL OFFICER $30,101.00 $32,776.00 $35,453.00$578.87 $63031 $681.79

G 9104 CAFETERIA HELPER $10.65 $10.89 $11.04 $11.21 HOURLY

G 9110 COOK I $26,106.00 $26,904.00 $27,719.00$502.04 $517.38 $533.06

G 9113 COOK 11 $28,079.00 $28,874.00 $29,670.00$539.98 $555.27 $570.58

G 9507 CUSTODIAN I $28,773.00 $29,575.00$553.33 $568.75

G 9511 CUSTODIAN 11 $30,365.00$583.94

G 9513 CUSTODIAN 111 $31,152.00$599.08

Pa

-><7-

CITY OF BRIDGEPORTNAGE

JULY 1, 2003 (2%)

UNION JOB CODE JOB nTLe STEP 1 STEP 2 STEP 3 STEP 4 STEP S STEP 6-~ -- -- ~-. - -.- -- -.-.-- --- - - --.- - -- ---- .-. --- ---.-••-_.--.- ---_.-.•-._- _.--.- -.-. -----. --------.- - - _.- -.--.--------.- ------.--.-----.-- - •._.•-----.------ ._-----.- ._-•._._.----._--. ________._ . _____ ._w.__ . __ • ____

G 1100 TYPIST I $23,418.00 $24,S92.00 $2S,750.00 $25,931.00 $27,S35.00 $29,274.00$4S0.3S $472.92 $495.38 $517.90 $529.54 $552.95

G 1230 TYPIST I $25,219.00 $25,484.00 $27,741.00 $29,002.00 $29,554.00 $31,S25.00(35 HRS) $484.98 $509.31 $533.48 $557.73 $570.27 $505.27G 1102 CLERK I $23,418.00 $24,592.00 $25,750.00 $25,931.00 $27,535.00 $29,274.00

$450.35 $472.92 $495.38 $517.90 $529.54 $S52.95G 1231 CLERK I $25,219.00 $25,484.00 $27,741.00 $29,002.00 $29,554.00 $31,525.00(35 HRS) $484.98 $S09.31 $533.48 $557.73 $570.27 $505.27G 1104 TYPIST II $25,055.00 $25,311.00 $27,553.00 $28,815.00 $29,505.00 $31,321.00

$481.83 $50S.98 $530.05 $554.15 $557.40 $502.33G 1232 TYPIST II $25,982.00 $28,335.00. $29,583.00 $31,033.00 $31,775.00 $33,730.00(35 HRS) $518.88 $S44.90 $570.83 $595.79 $511.05 $548.55G 1105 CLERK II $25,055.00 $25,311.00 $27,553.00 $28,815.00 $29,505.00 $31,321.00

$481.83 $505.98 $530.05 $554.15 $557.40 $502.33G 1105 5TENOGRAPHER $24,460.00 $25,227.00 $26,011.00 $25,785.00 $28,175.00 $33,881.00

$470.38 $485.13 $500.21 $515.10 $541.85 $551.55G 1250 STENOGRAPHER $25,341.00 $27,157.00 $28,012.00 $28,845.00 $30,344.00 $35,487.00 POLICE(35 HRS) $505.55 $522.44 $538.59 $554.71 $583.54 $701.57G 1233 STENOGRAPHER $30,104.00 $31,048.00 $32,013.00 $32,955.00 $34,578.00 $41,700.00 WPCA(40 HRS) $578.92 $597.08 $515.53 $533.95 $555.88 $801.92

G 1107 FIRE ARSON ANALY5T $29,304.00 $30,451.00 $31,590.00 $32,735.00 $33,875.00$563.54 $585.60 $507.50 $529.52 $651.44

G 1109 PAYROLL CLERK $30,595.00 $32,233.00 $33,754.00 $35,301.00 $35,270.00 $38,709.00$590.29 $619.87 $649.31 $678.87 $697.50 $744.40

G 1234 PAYROLL CLERK $37,779.00 $39,672.00 $41,555.00 $43,448.00 $44,540.00 $47,641.00 PARKS(40 HRS) $725.S2 $752.92 $799.15 $835.54 $858.45 $915.17

G 1110 LEGAL SECRETARY $33,147.00 $34,699.00 $35,252.00 $37,801.00 $39,357.00(35 HRS) $637.44 $657.29 $597.15 $725.94 $756.87

G 1111 TYPIST I!I $31,273.00 $32,233.00 $33,754.00 $35,301.00 $35,270.00 $38,709.00$601.40 $619.87 $549.31 $578.87 $597.50 $744.40

G 1251 TYPIST I!I $33,678.00 $34,713.00 $36,352.00 $38,017.00 $39,050.00 $41,685.00(3S HRS) $547.55 $567.S6 $699.27 $731.10 $7S1.15 $801.55

G 1113 CUSTOMER SERVICE REPRESENTATIVE $34,995.00 $35,534.00 $38,273.00 $39,910.00 $41,551.00 WPCA(40 HRS) $673.00 $704.50 $736.02 $757.50 $799.05

Pal

-88-

CITY OF BRIDGEPORTNAGE JULY 11 2003 (2%)

UNION JOB CODE JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEPS STEP 6-. -- -- -- .-. ~ -. ---_. --- -- -- -- -.- -- ~--- ----.--.- -- -- --------------~---- -~-----. -~ ---.-.- -.-. --~ ----- --- .---.-. .-.----._------.-. -------.-. -.-_.- -- ------_.---------- -..._---.---.---. ------------._._---- .----------.-.-.-.-.

G 1114 GARAGE CLERK $29,304.00 $30,451.00 $31,590.00 $32,735.00 $33,875.00$563.54 $585.60 $607.50 $629.52 $651.44

G 1116 POLLUTION CONTROL FIELD OPERATION5 CLERK $31,273.00$601.40

G 1118 LEGAL RECEPTIONIST $27,067.00 $28,29S.00 $29,526.00 $30,757.00$520.52 $544.13 $567.81 $591.48

G 1119 PAYROLL CLERK II $39,597.00 $40,815.00 $42,033.00 $45,275.00$761.48 $784.90 $808.33 $870.67

G 1121 RETIREMENT ADMINISTRATOR $37,687.00 $39,082.00 $40,410.00 $4l.735.00 $43,058.00 $46.105.00(35 HRS) $724.75 $751.58 $777.12 $802.60 $828.04 $886.63

G 1201 SWITCHBOARD OPERATOR $22,256.00 $22,999.00 $23,745.00 $24,474.00 $25,217.00$428.00 $442.29 $456.63 $470.65 $484.94

G 1202 EMERGENCY REPORTING SERVICE OPERATOR $27,370.00 $28,194.00 $29,021.00 $29,848.00 $30,681.00$526.35 $542.19 $558.10 $574.00 $590.02

G 1203 DATA ENTRY OPERATOR I $21,222.00 $21,915.00 $24,137.00$408.12 $421.44 $464,17

G 1235 DATA ENTRY OPERATOR I $22,855.00 $23,601.00 $25,994.00 POLICE(35 HRS) $439.52 $453.87 $499.88

G 1205 DATA ENTRY OPERATOR II $24,422.00 $24,831.1)0 $25,599.00 $26,377.00 $27,698.00$469,65 $477.52 $492.29 $507.25 $532.65

G 1236 DATA ENTRY OPERATOR II $26,301.00 $26,741.00 $27,568.00 $28,406.00 $29,828.00 POLICE(35 HRS) $505.79 $514.25 $530.15 $546.27 $573.62

G 1206 DATA ENTRY OPERATOR III $29,304.00 $30,451.00 $31,590.00 $32,735.00 $33,875.00$563.54 $585.60 $607.50 $629.52 $651.44

G 1237 DATA ENTRY OPERATOR III $31,558.00 $32,794.00 $34,020.00 $35,253.00 $36,481.00 $38,826.00(35 HRS) $606.88 $630.65 $654.23 $677.94 $701.56 $746.65

G 1208 MINI COMPUTER OPERATOR $29.304.00 $30,4SI.00 $31,590.00 $32,735.00 $33,875.00$563.54 $S8S.60 $607.50 $629.52 $6S1.44

G 1238 MINI COMPUTER OPERATOR $31,5S8.00 $32,794.00 $34,020.00 $35.253.00 $36,481.00(35 HRSl $606.88 $630.65 $654.23 $677.94 $701.56

G 1209 TELECOMMUNICATIONS OPERATOR** $13.15 $14.16 $15.39 $16.24 $17.22 HOURLY

** Telecommunications Officers - While working as Communications Training Officer shall be paid an aditionaJ 7.5% Increase per hour

Po,

_RQ-

CITY OF BRIDGEPORTNAGE JULY 1, 2003 (2%)

UNION JOB CODe JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEPS STEP 6_ _ • _______ • ______ • __ ~__ ____ ~ __ • ___ ____~_~________________~_~_____ _ _ ____ • ____ h __ • __ ._ _ ___ • _______._.__ • • _______._.____._. _________________ • ____________________ • ____ • ____ • ____ ._ __. _________________

G 1248 COLLECTION AiDE $25,532.00 $27,143,00 $28,009.00(35 HRS) $491.00 $521.98 $538.63

G 1249 COLLECTION AiDE $29,179.00 $31,021.00 $32,010,00(40 HR5) $561.13 $596.56 $615.58

G 1301 ACCOUNTING CLERK I $25,055.00 $26,311.00 $27,563.00 $28,816,00 $29,505.00 $31,321.00$481.83 $505.98 $530.06 $554,15 $567.40 $602.33

G 1239 ACCOUNTING CLERK I $26,982.00 $28,335.00 $29,683.00 $31,033.00 $31,775.00 $33,730.00(35 HR5) $518,88 $544.90 $570.83 $596.79 $611.06 $648.65

G 1240 ACCOUNTING CLERK I $30,837.00 $32,382.00 $33,924.00 $35,466.00 $36,314.00 $38,549.00 WPCA(40 HRS) $593.02 $622.73 $652.38 $682.04 $698.35 $741.33

G 1303 CA5HIER $25,055.00 $26,311.00 $27,563.00 $28,816.00 $29,505.00 $31,321.00$481.83 $505.98 $530.06 $554.15 $567.40 $602.33

G 1241 CA5HIER $26,982.00 $28,335.00 $29,683.00 $31,033.00 $31,775.00 $33,730.00 TAX COLLECTOR(35 HRS) $518.88 $544.90 $570.83 $596.79 $611.06 $648.65

G 1242 CASHIER $30,837.00 $32,382.00 $33,924.00 $35,466.00 $36,314.00 $38,549.00 WPCA(40 HRS) $593.02 $622.73 $652.38 $682.04 $698.35 ,$741.33

G 1304 SPANI5H SPEAKING CASHIER $25,055.00 $26,311.00 $27,563.00 $28,816.00 $29,S05.00 $31,321.00$481.83 $SOS.98 $530.06 $554.15 $567.40 $602.33

G 1243 SPANISH SPEAKING CASHIER $26,982.00 $28,335.00 $29,683.00 $31,033.00 $31,775.00 $33,730.00 TAX COLLECTOR(35 HR5) $518.88 $544.90 $570.83 $596.79 $611.06 $648.65

G 1305 ACCOUNTING CLERK" $31,582.00 $32,732.00 $33,874.00 $35,301.00 $36,270.00 $38,709.00$607.35 $629.46 $651.42 $678.87 $697.50 $744.40

G 1244 ACCOUNTING CLERK" $34,012.00 $35,250.00 $36,480.00 $38,017.00 $39,060.00 $41,686.00(35 HRS) $654.08 $677.88 $701.54 $731.10 $751.15 $801.65

G 1401 STOCK CLERK $21,222.00 $21,S65.00 $21,915.00 $22,265.00 $22,604.00$408.12 $414.71 $421.44 $428.17 $434.69

G 1403 STOREKEEPER $24,051.00 $24,831.00 $25,S99.00 $26,377.00 $27,165.00$462.52 $477.52 $492.29 $507.25 $522.40

G 1404 BUYER $38,949.00 $40,184.00 $41,427.00(35 HRS) $749.02 $772.77 $796.67

G 1407 BUYER AiDE $32,640.00 $33,660.00 $34,680.00 $35,700.00 $36,720.00$627.69 $647.31 $666.92 $686.54 $706.15

G 1507 PERSONNEL TRAINEE $35,698.00$686.50

Pal

-90-

CITY OF BRIDGEPORTNAGE JULY 1, 2003 (2%)

UNION JOB CODe JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6-~.- ~- --~ -- - -- -- -- -- ---- ~---._~---------- -- ---- -. -. -_.- ._.-.-.-.----.-.-. -.-.-. --.-. -.---- -.-. -. -.-.-.-.-._. -----------. - .._.- --_.-.-----_.-.-_. ---------------- -. .-.-.-.-.-.--._.-.- .-.-.--.- --- _.- ._. .-_._---- -----.-.-.-

G 1501 PERSONNEL ASSISTANT 1 $37,734.00 $38,957.00 $40,174.00$725.65 $749.17 $772.58

G 1502 PERSONNEL ASSISTANT II $44,721.00 $45,940.00$860.02 $883.46

G 1605 TAX ASSESSMENT CLERK $29,304.00 $30,451.00 $31,590.00 $32,735.00 $33,875.00$563.54 $585,60 $607.50 $629.52 $651.44

G 1245 TAX ASSESSMENT CLERK $31,558.00 $32.794,00 $34,020.00 $35,253.00 $36,481.00 TAX ASSESSOR(35 HRS) $606.88 $630.65 $654.23 $677.94 $701.56

G 1607 PROPER1Y APPRAISER I $30,451.00 $31.590.00 $32,73S.00 $33.875.00$585.60 $607.50 $629.52 $651.44

G 1246 PROPER1Y APPRAISER I $32,794.00 $34,020.00 $35,253.00 $36,481.00 TAX ASSESSOR(35 HRS) $630.65 $654.23 $677,94 $701.56

G 1609 PROPER1Y APPRAISER II $36,601.00 $37,750.00 $38,892.00 $40.040.00$703.87 $725.96 $747.92 $770.00

G 1247 PROPER1Y APPRAISER II $39,417.00 $40,654.00 $41.883.00 $43.120.00 TAX ASSESSOR(35 HRS) $758.02 $781.81 $805.44 $829.23

G 2101 ENGINEERING AID I $27,995.00 $28.838,00 $29,669.00 $30.507.00 $31.344.00(35 HRS) $538.37 $554.58 $570.56 $586.67 $602.77

G 2103 ENGINEERING AID II $30.196.00 $30,968.00 $31.740.00 $32,528.00 $33,302.00$S80.69 $595.54 $610.38 $625.54 $640.42

G 2105 ENGINEERING AID III $38,564.00 $39,791.00 $41,032.00 $42,252.00(35 HRS) $741.62 $765.21 $789.08 $812.54

G 2303 cm PLANNING & ZONING TECHNICIAN $29,034.00 $29,817.00 $30,585.00 $31,367.00$558.35 $573.40 $588.17 $603.21

G 3301 ASSISTANT SEALER OF WEIGHTS & MEASURES $31,411.00 $32.565.00 $33.699.00 $34,853.00$604.06 $626.25 $648.06 $670.25

G 3302 ZONING INSPECTOR $33,148.00 $34,261.00 $35,367.00 $36,472.00$637.46 $658.87 $680.13 $701.38

G 3304 HOUSING CODE INSPECTOR $41,191.00 $42,631.00 $44.073.00 $45,510.00 $50,579.00 $56.134.00(40 HRS) $792.13 $819.83 $847.56 $875.19 $972.67 $1.079.50

G 3606 PARKING ENFORCEMENT OFFICER $23,180.00(40 HRS) $445.77

G 3607 SPECIAL OFFICER $13.19 $14.63 $16.43 HOURLY

Pag. ...

-'11-

CITY OF BRIDGEPORTNAGE JULY 1, 2003 (2%)

UNION JOB cODe JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEP S STEP 6-- ---- -- -- ---~-- ----- -~ -. -- .----. ---- ~-._-.-..-.- -.-. --- -.--.----- --- .--- ---_._.- _.- ----- -_.-. --. -.- -. .-.- -. --.- -- -.-. _. -.----.----- ----. - - ------- ------..---- - ----.-- -------.- --.-. --.--.---_.-.-.

G 3608 AlTENDANCE OFFICER $2.732.00 $2,811.00 $2,868.00 $2.935.00$52.54 $54.06 $55.15 $56.44

G 3610 DEPUTY HARBORMA5TER $39.597.00$761.48

G 3611 SENIOR DEPUTY HARBORMASTER $45.254.00$870.27

G 4101 DENTAL ASSISTANT $24,877.00 $25.653.00 $26,431.00$478.40 $493.33 $508.29

G 4201 LABORATORY AID $21.213.00 $21,558.00 $21,912.00 $22.256.00 $22,595.00$407.94 $414.58 $421.38 $428.00 $434.52

G 4203 LABORATORY TECHNICIAN I $23,272.00 $24,047.00 $24,813.00 $25.582.00 $26,354.00$447.54 $462.44 $477.17 $491.96 $506.81

G 4701 SANITARIAN I $32.622.00 $33,760.00 $34.903.00 $37.594.00$627.35 $649.23 $671.21 $722.96

G 4704 lEAD EPIDEMIOLOGICAL INVESTIGATOR $31,992.00(35 HRS) $615.23

G 5103 LIBRARY ASSISTANT I $22,304.00 $22,997.00 $25,220.00$428.92 $442.25 $485.00

G 5104 LIBRARY INVESTIGATOR $25.133.00 $25,913.00 $26,681.00 $27,459.00 $28.247.00$483.33 $498.33 $513.10 $528.06 $543.21

G 5105 LIBRARY ASSISTANT II $25,504.00 $25,913.00 $26.681.00 $27,459.00 $28,780.00$490.46 $498.33 $513.10 $528.06 $553.46

G 5106 LIBRARY ASSISTANT III $28,661.00 $29,583.00 $30,513.00 $31.440.00 $32.891.00$551.17 $568.90 $586.79 $604.62 $632.52

G 5107 LIBRARY BINDER $23,339.00 $24,081.00 $24.827.00 $25,556.00$448.83 $463.10 $477.44 $491.46

G 5108 JUNIOR LIBRARIAN $30,513.00 $32,821.00 $35,133.00$586.79 $631.17 $675.63

G 6001 SOCIAL SERVICE AID $36,166.00$695.50

G 6002 SOGAl WORKER $37,684.00 $39,426.00$724.69 $758.19

G 8222 BRIDGE OPERATOR $26,675.00 $27,451.00 $28,224.00 $29,002.00$512.98 $527.90 $542.77 $557.73

p,

-012-

NAGE

CITY OF BRIDGEPORTJULY 1, 2003 (2%)

UNION JOB CODe---------- -------------

JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6

G 8243 EMERGENCY MEDICAL TECHNICIAN $30,803.00 . $32,009.00 $33,209.00$592.37 $615.56 $638.63

G 8267 ASSISTANT ANIMAL CONTROL OFFICER $29,367.00 $31,977.00 $34,588.00$564.75 $614.94 $665.15

G 9104 CAFETERIA HELPER $10.39 $10.62 $10.77

G 9110 COOK I $25,469.00 $26,248.00' $27,043.00$489.79 $504.77 $520.06

G 9113 COOK II $27,394.00 $28,170.00 $28,946.00$526.81 $541.73 $556.65

G 9507 CUSTODIAN I $28,071.00 $28,854.00$539.83 $554.88

G 9511 CUSTODIAN II $29,624.00$569.69

G 9513 CUSTODIAN III $30,392.00$584.46

p,

-::....5-

$34,417.00 $35,618.00$661.87 $684.96

$10.94 HOURLY

CITY OF BRIDGEPORTNAGE JULY 1. 2001 (2%)

UNION JOB CODe JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6-------- -~------~--- ---------------------------- ..-------------..----------_.. -------------- ----------- ------------- ------------- -------------------------- -----------------

G 1100 TYPIST I $22,959.00 $24,110.00 $2S,2SS.00 $26,403.00 $26,996.00 $28,700.00$441.52 $463.65 $48S.67 $507.75 $519.15 $551.92

G 1230 TYPIST I $24,725.00 $2S,965.00 $27,198.00 $28,434.00 $29,072.00 $30,908.00(3S HRS) $475.48 $499.33 $523.04 $S46.81 $S59.08 $594.38

G 1102 CLERK I $22,959.00 $24,110.00 $25,255.00 $26,403.00 $26,996.00 $28,700.00$441.52 $463.65 $485.67 $507.75 $519.15 $551.92

G 1231 CLERK I $24,725.00 $25,96S.00 $27,198.00 $28,434.00 $29,072.00 $30,908.00(3S HRS) $47S.48 $499.33 $523.04 $546.81 $559.08 $S94.38

G 1104 TYPIST II $24,564.00 $25,795.00 $27,023.00 $28,251.00 $28,926.00 $30,707.00$472.38 $496.06 $SI9.67 $543.29 $5S6.27 $590.52

G 1232 TYPIST II $26,4S3.00 $27,779.00 $29,101.00 $30,424.00 $31,151.00 $33,069.00(35 HRS) $508.71 $534.21 $559.63 $585.08 $599.06 $635.94

G 1105 CLERK II $24,564.00 $25,795.00 $27,023.00 $28,251.00 $28,926.00 $30,707.00$472.38 $496.06 $519.67 $543.29 $556.27 $590.52

G 1106 STENOGRAPHER $23,980.00 $24,732.00 $25,501.00 $26,260.00 $27,624.00 $33,217.00$461.15 $475.62 $490,40 $505.00 $531.23 $638.79

G 1250 5TENOGRAPHER $25,824.00 $26,635.00 $27,462.00 $28,280.00 $29,749.00 $35,772.00 POLICE(35 HRS) $496.62 $512.21 $528.12 $543.85 $572.10 $687.92

G 1233 STENOGRAPHER $29,514.00 $30,440.00 $31,386.00 $32,320.00 $33,999.00 $40,882.00 WPCA(40 HRS) $567.58 $585.38 $603.58 $621.54 $653.83 $786.19

G 1107 FIRE ARSON ANALYST $28,729.00 $29,854.00 $30,971.00 $32,093.00 $33,211.00$552.48 $574.12 $595.60 $617.17 $638.67

G 1109 PAYROLL CLERK $30,093.00 $31,601.00 $33,102.00 $34,609.00 $35,559.00 $37,950.00$578.71 $607.71 $636.58 $665.56 $683.83 $729.81

G 1234 PAYROLL CLERK $37,038.00 $38,893.00 $40,741.00 $42,596.00 $43,765.00 $46,708.00 PARKS(40 HRS) $712.27 $747.94 $783.48 $819.15 $841.63 $898.23

G 1110 LEGAL SECRETARY $32,497.00 $34,019.00 $35,541.00 $37,060.00 $38,585.00(35 HRS) $624.94 $654.21 $683.48 $712.69 $742.02

G 1111 TYPIST III $30,660.00 $31,601.00 $33,102.00 $34,609.00 $35,559.00 $37,950.00$589.62 $607.71 $636.58 $665.56 $683.83 $729.81

G 1251 TYPIST III $33,019.00 $34,032.00 $35,649.00 $37,272.00 $38,294.00 $40,869.00(35 HRS) $634.98 $654.46 $685.56 $716.77 $736.42 $785.94

G 1113 CUSTOMER SERVICE REPRESENTATIVE $34,310.00 $35,916.00 $37,523.00 $39,127.00 $40,736.00 WPCA(40 HRS) $659.81 $690.69 $721.60 $752.44 $783.38

P. ••-94-

CITY OF BRIDGEPORTNAGE JULY 1, 2001 (2%)

UNION JOB CODE JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEPS STEP 6-----~--- - ..---------- -------------------------------------------- ..-----------.....------------- ----..-..-------- ...._----------.... ------------- -----......-..-..--------..-----.._--- --..-..-..--------

G 1114 GARAGE CLERK $28,729.00 $29,854.00 $30,971.00 $32,093.00 $33,211.00$552.48 $574.12 $595.60 $617.17 $638.67

G 1116 POLLUTION CONTROL FIELD OPERATIONS CLERK $30,660.00$589.62

G 1118 LEGAL RECEPTIONIST $26,536.00 $27,740.00 $28,947.00 $30,154.00$510.31 $533.46 $556.67 $579.88

G 1119 PAYROLL CLERK 11 $38,821.00 $40,015.00 $41,209.00 $44,387.00$746.56 $769.52 $792.48 $853.60

G 1121 RETIREMENT ADMINISTRATOR $36,948.00 $38,316.00 $39,618.00 $40,917.00 $42,214.00 $45,201.00(35 HRS) $710.54 $736.85 $761.88 $786.87 $811.81 $869.25

G 1201 SWITCHBOARD OPERATOR $21,820.00 $22,548.00 $23,279.00 $23,994.00 $24,723.00$419.62 $433.62 $447.67 $461.42 $475.44

G 1202 EMERGENCY REPORTING SERVICE OPERATOR $26,833.00 $27,641.00 $28,452.00 $29,263.00 $30,079.00$516.02 $531.56 $547.15 $562.75 $578.44

G 1203 DATA ENTRY OPERATOR I $20,806.00 $21,485.00 $23,664.00$400.12 $413.17 $455.08

G 1235 DATA ENTRY OPERATOR I $22,407.00 $23,137.00 $25,485.00 POLICE(35 HRS) $430.90 $444.94 $490.10

G 1205 DATA ENTRY OPERATOR 11 $23,943.00 $24,344.00 $25,097.00 $25,860.00 $27,155.00$460.44 $468.15 $482.63 $497.31 $522.21

G 1236 DATA ENTRY OPERATOR 11 $25,785.00 $26,216.00 $27,028.00 $27,849.00 $29,244.00 POLlCE(35 HRS) $495.87 $504.15 $519.77 $535.56 $562.38

G 1206 DATA ENTRY OPERATOR III $28,729.00 $29,854.00 $30,971.00 $32,093.00 $33,211.00$552.48 $574.12 $595.60 $617.17 $638.67

G 1237 DATA ENTRY OPERATOR III $30,939.00 $32,151.00 $33,354.00 $34,561.00 $35,766.00 POLlCE(35 HRS) $594.98 $618.29 $641.42 $664.63 $687.81

G 1208 MINI COMPUTER OPERATOR $28,729.00 $29,854.00 $30,971.00 $32,093.00 $33,211.00$552.48 $574.12 $595.60 $617.17 $638.67

G 1238 MINI COMPUTER OPERATOR $30,939.00 $32,151.00 $33,354.00 $34,561.00 $35,766.00(35 HRS) $594.98 $618.29 $641.42 $664.63 $687.81

G 1209 TELECOMMUNICATIONS OPERATOR" $12.89 $13.88 $15.09 $15.92 $16.88 HOURLY

** Telecommunications Officers - While working as Communications Training Officer shall be paid an aditional 7.5% Increase per hour

p,

-,,5-

CITY OF BRIDGEPORTNAGE JULY 1, 2001 (2%)

UN10N JOB CODE JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6_________ ------------ --------------------------------------------------------- --------------- ----..--------- ----oo_--------- _____oo ______.._ ___.._........_____...._.._..______________.._..oo__________

G 1248 COLLECTION AIDE $25,031.00 $26,611.00 $27.460.00(35 HRS) $481.37 $511.75 $528.08

G 1249 COLLECTION AIDE $28,607.00 $30.413.00 $31,383.00(40 HR5) $550.13 $584.87 $603.52

G 1301 ACCOUNTING CLERK I $24,564.00 $25,795.00 $27,023.00 $28,251.00 $28,926.00 $30,707.00$472.38 $496.06 $519.67 $543.29 $556.27 $590.52

G 1239 ACCOUNTING CLERK I $26.453.00 $27,779.00 $29,101.00 $30,424.00 $31,151.00 $33,069.00(35 HR5) $508.71 $534.21 $559.63 $585.08 $599.06 $635.94

G 1240 ACCOUNTING CLERK I $30,232.00 $31,748.00 $33,259.00 $34,770.00 $35,601.00 $37,793.00 WPCA(40 HRS) $581.38 $610.54 $639.60 $668.65 $684.63 $726.79

G 1303 CASHIER $24,564.00 $25,795.00 $27,023.00 $28,251.00 $28,926.00 $30,707.00$472.38 $496.06 $519.67 $543.29 $556.27 $590.52

G 1241 CASHIER $26,453.00 $27,779.00 $29,101.00 $30,424.00 $31,151.00 $33,069.00 TAX COLLECTOR(35 HRS) $508.71 $534.21 $559.63 $585.08 $599.06 $635.94

G 1242 CASHIER $30,232.00 $31,748.00 $33,259.00 $34,770.00 $35,601.00 $37,793.00 WPCA(40 HRS) $581.38 $610.54 $639.60 $668.65 $684.63 $726.79

G 1304 SPANISH SPEAKING CASHIER $24,564.00 $25,795.00 $27,023.00 $28,251.00 $28,926.00 $30,707.00$472.38 $496.06 $519.67 $543.29 $556.27 $590.52

G 1243 SPANISH SPEAKING CASHIER $26,453.00 $27,779.00 . $29,101.00 $30.424.00 $31.151.00 $33,069.00 TAX COLLECTOR(35 HRS) $508.71 $534.21 $559.63 $585.08 $599.06 $635.94

G 1305 ACCOUNTING CLERK" $30,963.00 $32,090.00 $33,210.00 $34,609.00 $35,559.00 $37,950.00$595.44 $617.12 $638.65 $665.56 $683.83 $729.81

G 1244 ACCOUNTING CLERK" $33,344.00 $34,559.00 $35,765.00 $37,272.00 $38,294.00 $40,869.00(35 HRS) $641.23 $664.60 $687.79 $716.77 $736.42 $785.94

G 1401 STOCK CLERK $20,806.00 $21,142.00 $21,485.00 $21,828.00 $22,161.00$400.12 $406.58 $413.17 $419.77 $426.17

G 1403 STOREKEEPER $23,579.00 $24,344.00 $25,097.00 $25,860.00 $26,632.00$453.44 $468.15 $482.63 $497.31 $512.15

G 1404 BUYER $38,185.00 $39,396.00 $40,615.00(35 HRS) $734.33 $757.62 $781.06

G 1507 PERSONNEL TRAINEE $34,998.00$673.04

G 1501 PERSONNEL ASSISTANT I $36;994.00 $38,193.00 $39,386.00$711.42 $734.48 $757.42

Pi

-96-

CITY OF BRIDGEPORTNAGE JULY 1, 2001 (2%)

UNION JOB CODE JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6-----.--- ------------ -----------------------------------------------------_.. --------------- ---..--------- ..-..----------- -------------..- --------------..---..----------- ----------------

G 1502 PERSONNEL ASSISTANT 11 $43,844.00 $45,039.00$843.15 $866.13

G 1605 TAX ASSESSMENT CLERK $28,729.00 $29,854.00 $30,971.00 $32,093.00 $33,211.00$552.48 $574.12 $595.60 $617.17 $638.67

G 1245 TAX ASSESSMENT CLERK $30,939.00 $32,151.00 $33,354.00 $34,561.00 $35,766.00 TAX ASSESSOR(35 HRS) $594.98 $618.29 $641.42 $664.63 $687.81

G 1607 PROPERTY APPRAISER I $29,854.00 $30,971.00 $32,093.00 $33,211.00$574.12 $595.60 $617.17 $638.67

G 1246 PROPERTY APPRAISER I $32,151.00 $33,354.00 $34,561.00 $35,766.00 TAX ASSESSOR(35 HRS) $618.29 $641.42 $664.63 $687.81

G 1609 PROPERTY APPRAISER" $35,883.00 $37,010.00 $38,129.00 $39,255.00$690.06 $711.73 $733.25 $754.90

G 1247 PROPERTY APPRAISER 11 $38.643.00 $39.857.00 $41,062.00 $42,274.00 TAX ASSESSOR(35 HRS) $743.13 $766.48 $789.65 $812.96

G 2101 ENGINEERING AID 1 $27,446.00 $28,273.00 $29,087.00 $29,909.00 $30,729.00(35 HRS) $527.81 $543.71 $559.37 $575.17 $590.94

G 2103 ENGINEERING AID " $29,604.00 $30.361.00 $31,118.00 $31,890.00 $32.649.00$569.31 $583.87 $598.42 $613.27 $627.87

G 2105 ENGINEERING AID III $37,808.00 $39,011.00 $40.227.00 $41,424.00(35 HRS) $727.08 $7S0.21 $773.60 $796.62

G 2303 CITY PLANNING & ZONING TECHNICIAN $28,465.00 $29.232.00 $29,985.00 $30,752.00$547.40 $562.15 $576.63 $591.38

G 3301 ASSiSTANT SEALER OF WEIGHTS & MEASURES $30,795.00 $31,926.00 $33,038.00 $34,170.00$592.21 $613.96 $635.35 $657.12

G 3302 ZONING INSPECTOR $32,498.00 $33,589.00 $34,674.00 $35,757,00$624.96 $645.94 $666.81 $687.63

G 3304 HOUSING CODE INSPECTOR $40,383.00 $41,795.00 $43,209.00 $44,618.00 $49,587.00 $55,033.00(40 HRS) $776.60 $803.7S $830.94 $858.04 $953.60 $1,058.33

G 3606 PARKING ENFORCEMENT OFFICER $22,725.00(40 HRS) $437.02

G 3607 SPECIAL OFFICER $12.93 $14.34 $16.11 HOURLY

G 3608 ATTENDANCE OFFICER $2,678.00 $2,756.00 $2,812.00 $2,877.00$51.S0 $53.00 $54.08 $55.33

P, 0

-'37-

CITY OF BRIDGEPORTNAGE JULY 1, 2001 (2%)

UNION JOB CODE JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6--------- .._----- -.----------------------------------------------- ----------- -----------..-- ---_ ..--- ..-..-_..- ---------.. ----------..- ..---_..------ _.._-------------

G 3610 DEPU1Y HARBORMASTER $38,821.00$746.56

G 3611 SENlOR DEPU1Y HARBORMASTER $44,367.00$853.21

G 4101 DENTAL ASSISTANT $24,389.00 $25,150.00 $25,913.00$469.02 $483.65 $498.33

G 4201 LABORATORY AID $20,797.00 $21,135.00 $21,482.00 $21,820.00 $22,152.00$399.94 $406.44 $413.12 $419.62 $426.00

G 4203 LABORATORY TECHNICIAN I $22,816.00 $23,575.00 $24,326.00 $25.080.00 $25.837.00$438.77 $453.37 $467.81 $482.31 $496.87

G 4701 SANITARIAN I $31,982.00 $33,098.00 $34,219.00 $36,857.00$615.04 $636.50 $658.06 $708.79

G 4704 LEAD EPIDEMlOLOGICAL INVESTIGATOR $31,365.00(35 HRS) $603.17

G 5103 LIBRARY ASSISTANT I $21,867.00 $22,546.00 $24,725.00$420.52 $433.58 $475.48

G 5104 LIBRARY INVESTIGATOR $24,640.00 $25,405.00 $26.158.00 $26,921.00 $27,693.00$473.85 $488.56 $503.04 $517.71 $532.56

G 5105 LIBRARY ASSISTANT II $25,004.00 $25,405.00 $26,158.00 $26,921.00 $28,216.00$480.85 $488.56 $503.04 $517.71 $542.62

G 5106 LIBRARY AS5ISTANT III $28.099.00 $29.003.00 $29.915.00 $30,824.00 $32,246.00$540.37 $557.75 $575.29 $592.77 $620.12

G 5107 LIBRARY BINDER $22.881.00 $23,609.00 $24,340.00 $25.055.00$440.02 $454.02 $468.08 $481.83

G 5108 JUNlOR LIBRARIAN $29,915.00 $32,177.00 $34,444.00$575.29 $618.79 $662.38

G 6001 SOCIAL SERVICE AID $35,457.00$681.87

G 6002 SOCIAL WORKER $36,945.00 $38.653.00$710.48 $743.33

G 8222 BRIDGE OPERATOR $26,152.00 $26,913.00 $27,671.00 $28,433.00$502.92 $517.56 $532.13 $546.79

G 8243 EMERGENCY MEDICAL TECHNICIAN $30,199.00 $31,381.00 $32,558.00 $33,742.00 $34,920.00$580.75 $603.48 $626.12 $648.88 $671.54

P.

-98-

NAGECITY OF BRIDGEPORT

JULY I, 2001 (2%)

UNION JOB CODE JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6

G 8267 ASSISTANT ANIMAL CONTROL OFFICER $28,791.00 $31,350.00 $33,910.00$553.67 $602.88 $652.12

G 9104 CAFETERIA HELPER $10.19 $10.41 $10.56 $10.73 HOURLY

G 9110 COOK I $24,970.00 $25,733.00 $26,513.00$480.19 $494.87 $509.87

G 9113 COOK II $26,857.00 $27,618.00 $28,378.00$516.48 $531.12 $545.73

G 9507 CUSTODIAN I $27,521.00 $28,288.00$529.25 $544.00

G 9511 CUSTODIAN II $29,043.00$558.52

G 9513 CUSTODIAN III $29,796.00$573.00

p,

-99

CITY OF BRIDGEPORT/BOARD OF EDUCATIONNAGE

UNION JOB CODE JOB TITLE STEP613012001SALARY

71112001(2%)

71112003(2%)

101112004(2.5%)

G 0031 ACCT. SPECIALIST-NUTRITION

G 0037 SECRETARIAL ASSISTANT

G 0039 INVENTORY CONTROL-NUTRITION

G 0047 DATA ENTRY SPECIALIST I

G 0045 SECRETARY/ACCOUNTANT TO DIRECTOR

G 0048 CAFETERIA AIDE I

G 0049 CAFETERIA AIDE II

G 0155 IN-SCHOOL SUSPENSION OFFICER

G 0404 SECURITY GUARD

1 $28,166.00 $28,729.00 $29,304.00 $30,037.00

2 $29,269.00 $29,854.00 $30,451.00 $31..21..2.00

3 $30,354.00 $30,971-00 $31,590.00 $32,380.00

4 $32,556.00 $33,207.00 $33,811.00 $34,718.00

1 $28,166.00 $28,729.00 $29,304.00 $30,037.00

2 $29,269.00 $29,854.00 $30,451.00 $31,212.00

3 $30,364.00 $30,971.00 $31,590.00 $32,380.00

4 $32, S56. 00 $33,207.00 $33,871.00 $34,718.00

1 $36,787.00 $37,523.00 $38,273.00 $39,230.00

2 $38,360.00 $39,127.00 $39,910.00 $40,908.00

3 $39,937.00 $40,736.00 $41,551. 00 $42,590.00

4 $40,970.00 $41.789.00 $42,6.25.00 $43,691.00

5 $43,100.00 $43.962.00 $44,841.00 $45,962.00

6 $44,900.00 $45,798.00 $46,114.00 $47,882.00

1 $26,460.00 $26,989.00 $27,529.00 $28,217.00

2 $27,122.00 $27,664.00 $28,217.00 $28,922.00

3 $27,799.00 $28,355.00 $28,922.00 $29,645.00

4 $28,633.00 $29,206.00 $29,790.00 $30,535.00

1 $40,015.00 $40,815.00 $41,631. 00 $42,672.00

2 $41,016.00 $41,836.00 $42,673.00 $43,740.00

3 $42,041. 00 $42,882.00 $43,740.00 $44,834.00

4 $43,133.00 $43,996.00 $44,876'.00 $45,998.00

1 $9.99 $10.19 $10.39 $10.65

2 $10.21 $10.41 $10.62 $10.89

3 $10.35 $10.56 $10.77 $11.04

4 $10.52 $10.73 $10.94 $11.21

1 $11.68 $11.91 $12.15 $12.45

2 $12.03 $12.27 $12.52 $12.83

3 $12.40 $12.65 $12.90 $J.3.22

1 $24,396.00 $24,884.00 $25,382.00 $26,017.00

1 $12.3J. $12.56 $12.81 $13 .13

Page 1 of2

NAGE

CITY OF BRIDGEPORT/BOARD OF EDUCATION

UNION JOB CODE JOB TITLE STEP613012001SALARY

7/1/2001(2"10)

7/1/2003(2%)

10/1/2004(2.5%)

G

G

G

0406

0409

0410

RECEPTIONIST/SECRETARY

CAFETERIA AIDE III

CAFETERIA AIDE IV

1 $28,166.00 $28,729.00 $29,304.00 $30,037.00

2 $29,269.00 $29,854.00 $30,451.00 $31,212.00

3 $30,364.00 $30,971.00 $31,590.00 $32,380.00

4 $32,556.00 $33,207.00 $33,871.00 $34,718.00

1 $26,458.00 $26,987.00 $27,527.00 $28,215.00

2 $27,217.00 $27,761.00 $28,316.00 $29,024.00

3 $27,950.00 $28,509.00 $29,079.00 $29,806.00

1 $34,466.00 $35,155.00 $35,858.00 $36,754.00

Page 2 of2

NAGE

Appendix H

CITY OF BRIDGEPORT - GRANTS PERSONNELOctober 1 f 2004 (2,5%)

UNION JOB CODE JOB TITlE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6

G

G

G

GOOI CASE WORKER

G002 PROJECTS MANAGER

GOOS CLERK A

$38,626.00$742.81

$29,217.00$561.87

$19,541.00$375.79

$40,402.00$776.96

$20,654.00$397.19

$21,107.00$405.90

$22,426.00$431.27

$22,941.00$441.17

$23,627.00$454.37

G G013 SECRETARY

G G017 FIELD CREW FOREMAN

G G019 OATA ENTRY OPERATOR

G G021 COLLECTION AIDE

G G025 CLERK B

G G026 SENIOR CENTER COORDINATOR

G G031 BILINGUAL CLERK

G G034 HEALTH ADVOCATE

G G036 CLERK

G G053 TELEPHONE SPECIALIST

G G054 INTAKE WORKER

STEP 7$24,297.00

$467.25

$28,366.00$545.50

$32,359.00$622.29

$26,170.00$503.27

$24,630.00$473.65

$24,145.00$464.33

$23,778.00$457.27

$38,152.00$733.69

$20,654.00$397.19

$34,339.00$660.37

$25,837.00$496.87

-<4

-lu2-

STEPS$24,531.00

$471.75

$27,822.00$535.04

$25,187.00$484.37

$21,912.00$421.38

$29,873.00$574.48

STEP 9$25,682.00

$493.88

$28,709.00$552.10

NAGE

Appendix H

CITY OF BRIDGEPORT - GRANTS PERSONNELOctober I, 2004 (2.5%)

UNION JOB CODE JOB TITLE STEP 1 STEP 2 5TEP3 STEP 4 5TEP 5 STEP 6

$31,212.00 $32,380.00 $33,553.00 $34,722.00$600.23 $622.69 $645.25 $667.73

$33,613.00 $34,871.00 $36,134.00 $37,393.00$646.40 $670.60 $694.88 $719.10

$38,414.00 $39,852.00 $41.296.00 $42,735.00$738.73 $766.38 $794.15 $821.83

$42,629.00 $45,175.00 $46,648.00 $51,843.00 $57,535.00$819.79 $868.75 $897.08 $996.98 $1,106.44

G G069 REIMBURSEMENT CASHIER CLERK

G G070 LIFEGUARD

G G075 RECEPTIONIST

G G083 VICTIM ADVOCATE RECEPTIONIST

G G086 RECEPTIONIST/SECRETARY

G G088 ADVOCATE--OFFICE OF PERSONS W/DISABILiTIES

G GI0l MINI-COMPUTER OPERATOR

G GIOI MINI-COMPUTER OPERATOR (35 HOURS)

G GIOI MINI-COMPUTER OPERATOR (40 HOURS)

G GU5 HOUSING CODE INSPECTOR(40 HRS)

G GU8 SENIOR INFORMATION SPECIALIST

G G134 NUTRITION AIDE

G G135 BI-LINGUAL COORDINATOR

G G136 NUTRiTIONIST

G G137 SECURITY GUARD

G G138 OUTREACH WORKER

$5,508.00$105.92

$13,376.00$257.23

$34,388.00$661.31

$28,390.00$545.96

$36,087.00$693.98

$30,037.00$577.63

$32,347.00$622.06

$36,968.00$710.92

$42,220.00$811.92

$37,500.00$721.15

$21,912.00$421.38

$20,654.00$397.19

$13.13

$23,640.00$454.62

p, .4

In,

$21,275.00$409.13

$24,528.00$471.69

$24,349.00$468.25

$31,526.00$606.27

$34,386.00$661.27

NAGE

Appendix H

CITY OF BRIDGEPORT - GRANTS PERSONNELOctober 1, 2004 (2,5%)

UNION JOB CODE JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEPS STEP 6

G G142 HIV CLERK

G G143 PARENT AIDE

G G144 MEDICAL ASSISTANT

G G152 MALE OUTREACH WORKER

G G154 HIV VAN COUNSELOR

G GI71 FIELD CREW COORDINATOR

G GI73 EMPLOYABILI1Y TECHNICIAN

G G176 CLERICAL ASSISTANT

G GI77 CLERICAl/DATA

G G178 EPIDEMIOLOGICAL INSPECTDR (35 HRS)

G G184 STENOGRAPHER

G G187 SERVICE ASSISTANT

G G188 PUBLIC INFORMATION

G G191 SEWER INSPECTOR

G G200 PROGRAM COORDINATOR

G G215 ARREAR COLLECTION AGENT

$29,836.00$573.77

$21,182.00$407.35

$30,264.00$582.00

$37,832.00$727.54

$27,137.00$521.87

$25,219.00$484.98

$34,790.00$669.04

$35,757.00$687.63

$27,659.00$531.90

$33,446.00$643.19

$38,595.00$742.21

$23,291.00$447.90

$36,951.00$710.60

P. 14

-104-

$21,186.00$407.42

$38,083.00$732.37

$29,150.00$560.58

$21,912.00$421.38

NAGE

Appendix H

CITY OF BRIDGEPORT - GRANTS PERSONNELOctober 1, 2004 . (2.5°/0)

UNION JOB CODE JOB TITLE STEP I STEP 2 STEP 3 STEP 4 STEPS STEP 6

G G229 CLERK-1YPIST $23,641.00 $30,939.00$454.63 $594.98

G G264 RECEPTIONIST-CLERK $20,654.00$397.19

G G265 REFUGEE HEALTH PROGRAM OUTREACH WORKER $21,214.00$407.96

G G295 POLL WORKER $27,743.00$533.52

G G301 OFFICE AIDE $25,989.00$499.79

G G303 DENTAL A5SISTANT $25,499.00 $27,769.00$490.37 $534.02

G G312 SUMMER HELPER $16,393.00$3IS.25

G G323 PERSONAL COMPUTER NETWORK ANALYST $40,353.00$776.02

G G3S6 SENIOR MEDICAL ASSISTANT $39,457.00$758.79

G G360 PAYROLL COMPENSATION PROCESSOR (35 HOURS) $33,882.00 $35,579.00 $37,270.00 $38,965.00 $40,038.00 $42,729.00$651.58 $684.21 $716.73 $749.33 $769.96 $82I.71

G G361 ADMINISTRATIVE SECRETARY $35,760.00$687.69

G G401 SENIOR HEALTH AIDE $18,389.00$353.63

P,

-J.v5-