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   Item: Date  11/09/1994  This item provides authorization for a hiring rate of $54,652 annually to be established for the class of State Police Lieutenant, and a hiring rate of $57,385 annually to be established for the class of State Police Captain. This rate applies to base salary only and does not include any additional payments, stipends or allowances that may be paid.

This authorization is issued in recognition of the compression existing between State Police Master Sergeants and State Police Lieutenants. The hiring rate for State Police Captains reflects the hiring rate established for the Lieutenant plus a five percent promotional increase.

All State Police Lieutenants and State Police Captains must be paid at least these rates, but may be paid more within their established ranges. Any State Police Lieutenants and State Police Captains who are below these rates will be adjusted up to these rates upon approval of this item.

   Item: Date  07/01/1995  In accordance with sections 4-40, 5-200(p), and 5-238 of the Connecticut General Statutes, Item No. 9026E establishes a scheduled work week of thirty six and one-quarter hours per week effective July 1, 1995; of thirty seven and one-half hours per week effective July 1, 1996; of thirty eight and three-quarter hours per week effective July 1, 1997; and of forty hours per week effective July 1, 1998 for all full time executive branch managers assigned to schedules with less hours per week than those respective work week schedules other than those unclassified employees of any of the boards of trustees of the constituent units of higher education.

Item No. 9026E establishes a scheduled work week of thirty six and one-quarter hours per week effective July 1, 1995; of thirty seven and one-half hours per week effective July 1, 1996; of thirty eight and three-quarter hours per week effective July 1, 1997; and of forty hours per week effective July 1, 1998 for all full time executive branch employees who are assigned to MP, MD or ME management pay plan including those employees designated as confidential exclusions who are assigned to schedules with less hours per week than those respective work week schedules other than those unclassified employees of any of the boards of trustees of the constituent units of higher education.

Item 9026E also authorizes payment for the additional time worked due to compliance with this item.

The salary ranges for the MP, MD and ME pay schedules as well as the management longevity schedule have been adjusted in accordance with these hours of work increases and are included in this item. Employees covered by this item are to have their individual salary rates increased to pay for the additional time worked per week in accordance with the personnel and payroll instructions that are issued.

   Item: Date  07/01/1995  In accordance with section 5-200(p) of the Connecticut General Statues, Item No. 9028E extends the provisions of Article Sixteen, Section One (a) and Article Twenty-four, Section One and Section Two of the P-5 Administrative and Residual contract effective from July 1, 1994 to June 30, 1999 to employees who have been designated as confidential exclusions who would otherwise be assigned to either the NP-2 Maintenance and Service, the NP-3 Administrative Clerical, the P-1 Professional Health Care, the P-2 Social & Human Services, the P-4 Engineering, Science & Related or the P-5 Administrative & Residual bargaining unit and who are currently assigned to pay schedules used by employees in those bargaining units. This item also extends whatever modifications in accruals and payments at separation for vacation, sick and personal leave that will occur due to this contract to these same confidential employees.

Item No. 9028E specifically will extend the provision of the contract that states that "Effective July 1, 1995 and each July thereafter through 1998, the standard workweek by one hour and fifteen minutes (1:15) until the standard workweek reaches forty (40) hours per week, commencing July 1, 1998." as well as the provisions of the contract that state "The salary schedule in effect on June 30, 1995 shall remain in effect until June 30, 1999, except that said schedule shall be amended to reflect annual, daily and bi-weekly rates that conform to and reflect the schedule changes as set forth in Article 16. A lump sum payment of $300 shall be paid to each active employee on the payroll as of the date of Legislative approval of this collective bargaining Agreement." and that state "Employees will continue to be eligible for and receive annual increments during the term of this contract in accordance with existing practice" except that "There shall be no payment of the annual increment for the contract year 1994-5." and that "Effective July 1, 1995 and continuing through January 1999, the annual increment payment shall be delayed by three months, and paid accordingly in the pay period which would include each respective October 1, and/or April 1."

Employees who are excluded from either the P-4 Engineering, Science & Related or the P-5 Administrative & Residual bargaining unit (those currently assigned to either the AR or EU pay schedules) will also be eligible to receive lump sum payments in accordance with the following contract language:

"For each year of the Agreement, commencing July 1, 1995, employees who are on the maximum step of the salary schedule, who receive no Annual Increment, shall receive a lump sum payment. Said payment shall be made on the date when the Annual Increment would have applied."

In addition Item No. 9028E will allow these confidential employees' accruals and payments at separation to reflect the gradual increases in the workday which will occur due to the extension of the work schedule increases in the P-5 contract.

New pay plans reflecting these increases in hours will be issued for employees currently on the CL, EU, HC, SH AND TC pay schedules. Employees assigned to the AR schedule will continue to use the AR schedules.

   Item: Date  07/01/1995  In accordance with Connecticut General Statutes 4-40 and 5-200(p), Item 9030E extends the following benefit to all Executive employees assigned to the EX compensation schedule in recognition of the fact that they are assigned to work schedules of at least forty (40) hours per week.

Executives who are regularly assigned to a forty (40) hour or greater workweek shall effective July 1, 1995 accrue leave benefits on the basis of one day equals 8 hours. Both accruals and time charged will reflect an 8 hour workday. In addition the maximum hours to be paid for at time of retirement or other qualified separation are also increased to reflect the 8 hour day.

This supersedes sections 5-247(a) and 5-250(a) of the Connecticut General Statutes and any pertinent regulations.

   Item: Date  07/01/1995  In accordance with section 5-200(p) of the Connecticut General Statutes, Item No. 9031E extends the provisions of Article Sixteen, Section One (a) and Article Twenty-four, Section One and Section Two of the P-5 Administrative and Residual contract effective from July 1, 1994 to June 30, 1999 to employees who have been designated as confidential exclusions who are in the job classification of Executive Secretary (Unclassified). This item also extends whatever modifications in accruals and payments at separation for vacation, sick and personal leave that will occur due to this contract to these confidential employees.

Item No. 9028E specifically will extend the provision of the contract that states that "Effective July 1, 1995 and each July thereafter through 1998, the standard workweek by one hour and fifteen minutes (1:15) until the standard workweek reaches forty (40) hours per week, commencing July 1, 1998." as well as the provisions of the contract that state "The salary schedule in effect on June 30, 1995 shall remain in effect until June 30, 1999, except that said schedule shall be amended to reflect annual, daily and bi-weekly rates that conform to and reflect the schedule changes as set forth in Article 16. A lump sum payment of $300 shall be paid to each active employee on the payroll as of the date of Legislative approval of this collective bargaining Agreement." and that state "Employees will continue to be eligible for and receive annual increments during the term of this contract in accordance with existing practice" except that "There shall be no payment of the annual increment for the contract year 1994-5." and that "Effective July 1, 1995 and continuing through January 1999, the annual increment payment shall be delayed by three months, and paid accordingly in the pay period which would include each respective October 1, and/or April 1."

The annual salary range for this class is adjusted by this item in accordance with the following schedule. Employees covered by this item are to have their individual salary rates increased to pay for the additional time worked per week in accordance with the personnel and payroll instructions that are issued.

                        July 1, 1995                    July 1, 1996               July 1, 1997                 July 1, 1998
Minimum:       $34,877                           $36,080                     $37,282                         $38,485

Midpoint:       $40,810                           $42,218                      $43,625                        $45,032
Maximum:      $46,743                          $48,355                      $49,967                         $51,579


Due to the fact that these employees are no longer on a step pay plan, the annual increment amount for them will be calculated as three (3) percent of their base salary (this payment in lieu of a step increase cannot take an employee over the maximum of the range so if an employee is within three percent of the maximum they can only be increased to the maximum). Employees who have not been approved to go over the midpoint of the range can only be adjusted up to that midpoint, no the maximum of the range.

In addition Item No. 9031E will allow these confidential employees' accruals and payments at separation to reflect the gradual increases in the workday which will occur due to the extension of the work schedule increases in the P-5 contract.

   Item: Date  07/01/1995  In accordance with sections 4-40, 5-200(p), and 5-238 of the Connecticut General Statutes, Item No. 9035E establishes a scheduled work week of thirty six and one-quarter hours per week effective July 1, 1995; of thirty seven and one-half hours per week effective July 1, 1996; of thirty eight and three-quarter hours per week effective July 1, 1997; and of forty hours per week effective July 1, 1998 for all full time Division of Criminal Justice managers assigned to schedules with fewer hours per week than those respective work week schedules.

Item 9035E also authorizes payment for the additional time worked due to compliance with this item.

In addition item 9035E authorizes the payment of annual increments to eligible Division of Criminal Justice managers for fiscal years 1995-1996, 1996-1997, 1997-1998, and 1998-1999 in accordance with existing practice except that effective July 1, 1995 and continuing through January 1999, the annual increment payment shall be delayed by three months, and paid accordingly in the pay period which would include each respective October 1, and/or April 1.

New pay plans reflecting these increases in hours will be issued by the Division of Criminal Justice.

   Item: Date  07/01/1995  In accordance with section 5-200(p) of the Connecticut General Statues, Item No. 9036E extends the provisions of Article Sixteen, Section One (a) and Article Twenty-four, Section One and Section Two of the P-5 Administrative and Residual contract effective from July 1, 1994 to June 30, 1999 to employees who have been designated as confidential exclusions who would otherwise be assigned to A Division of Criminal Justice bargaining unit and who are currently assigned to pay schedules used by employees in those bargaining units. This item also extends whatever modifications in accruals and payments at separation for vacation, sick and personal leave that will occur due to this contract to these same confidential employees.

Item No. 9036E specifically will extend the provision of the contract that states that "Effective July 1, 1995 and each July thereafter through 1998, the standard workweek by one hour and fifteen minutes (1:15) until the standard workweek reaches forty (40) hours per week, commencing July 1, 1998." as well as the provisions of the contract that state "The salary schedule in effect on June 30, 1995 shall remain in effect until June 30, 1999, except that said schedule shall be amended to reflect annual, daily and bi-weekly rates that conform to and reflect the schedule changes as set forth in Article 16. A lump sum payment of $300 shall be paid to each active employee on the payroll as of the date of Legislative approval of this collective bargaining Agreement." and that state "Employees will continue to be eligible for and receive annual increments during the term of this contract in accordance with existing practice" except that "There shall be no payment of the annual increment for the contract year 1994-5." and that "Effective July 1, 1995 and continuing through January 1999, the annual increment payment shall be delayed by three months, and paid accordingly in the pay period which would include each respective October 1, and/or April 1."

In addition Item No. 9036E will allow these confidential employees' accruals and payments at separation to reflect the gradual increases in the workday which will occur due to the extension of the work schedule increases in the P-5 contract.

New pay plans reflecting these increases in hours will be issued by the Division of Criminal Justice.

   Item: Date  04/17/1996  In accordance with Section 5-201 of the Connecticut General Statutes, the Commissioner of Administrative Services and the Secretary of the Office of Policy and Management establish a prevailing rate of two hundred and fifty dollars ($250) per diem in lieu of expenses for members of the Employees' Review Board to be effective upon approval.

   Item: Date  10/01/1999  In accordance with sections 4-40 and 51-278 of the Connecticut General Statutes, Item No. 292E provides for the establishment of a Criminal Justice Executive Pay Plan (CJEX) within the Division of Criminal Justice. The CJEX Pay Plan shall consist of three levels; CJEX 1 which will be the compensation level for the Chief State’s Attorney, CJEX 2 which will be the compensation level for the Deputy Chief State’s Attorney and CJEX 3 which will be the compensation level for the State’s Attorneys.

Effective October 1, 1999 the annual compensation for each level shall be as follows:
CJEX 1 $117,000
CJEX 2 $110,000
CJEX 3 $105,000

   Item: Date  01/23/2001  In accordance with Connecticut General Statutes 4-40 and 5-200(p), Item No. 9023E allows employees who are either Executives assigned to the EX compensation plan, employees who are gubernatorial appointees assigned to the MP compensation plan, or employees of the Office of the Governor to donate vacation and personal leave accruals to other employees who are either Executive employees assigned to the EX compensation plan, gubernatorial appointees assigned to the MP compensation plan, or employees of the Office of the Governor who are absent as a result of a long term illness or injury.

The following criteria must be met in order for the donation to be allowed:

1. The absent employee must have achieved permanent status and have a MINIMUM of SIX (6) MONTHS of state service. The absent employee must have exhausted all of his/her accrued paid time and otherwise be on leave without pay status.

2. Anyone eligible to donate vacation or personal leave shall submit the request to the agency head (or Human Resources representative) of the absent employee. The request should include:
a.The name and official title of the employee to whom the leave time is being donated;
b.The names and official titles of employees who are willing to donate; and
c.The number of days of vacation and/or personal leave being donated by each employee

3. In order to insure compliance with this item, the agency head (or Human Resources representative) of the absent employee should attach the following information along with the request and retain for their file:
a.The absent employee’s length of service;
b.The absent employee’s sick leave record for the current and previous year; and
c.The current medical certificate stating the nature of the illness, the prognosis and the probable date when the employee will return to work

4. The agency Human Resources representative shall review all requests to insure that the absent employee meets the criteria in (1.) above.

5. Donation of vacation and personal leave may occur only between employees who are either assigned to the EX compensation plan, are gubernatorial employees assigned to the MP compensation plan or who are employed at the Office of the Governor. Donation of vacation and personal leave may occur regardless of which agency the employees authorized under this item are assigned to.

6. Donation shall be made in minimum units of one day (or the equivalent hours) only.

7. If the request to donate vacation and/or personal leave is approved, the donated days will be transferred to the sick leave account of the absent employee. The actual transfer will occur on the date upon which the absent employee exhausts all accrued leave time. If the donation is occurring into a different agency/payroll, written confirmation must be received indicating that the time has been deducted from the donating employees before the time is credited to the absent employee.

8. The absent employee may use the days in the same manner as any other sick leave, including the “pay off” of previously advanced sick leave days (as provided in Regulation 5-247-5). The donated time will remain as accrued sick leave for the absent employee and may not be returned to the donating employees even if the absent employee returns to work before exhausting all of the donated time.

   Item: Date  08/24/2001   Untitled 1

In accordance with sections 4-40 and 51-278 of the Connecticut General Statutes, Item No. 516E provides for the establishment of managerial pay plans MD 19, MD 20, MD 21, MD 22 and MD 23.

 

Effective August 24, 2001 the annual compensation range for each level shall be as follows:

 

MD 19     $145,354 - $181,692

MD 20     $152,622 - $190,777

MD 21     $157,201 - $196,501

MD 22     $161,918 - $202,397

MD 23     $166,766 - $208,469

 

 

Salary Group       10-14 Years               15-19 Years                 20-24 Years                          25+ Years

MD 19                  $1,261.75                    $2,523.50                      $3,785.25                              $5,047.00

MD 20                  $1,325.00                    $2,650.00                      $3,975.00                               $5,300.00

MD 21                  $1,364.75                    $2,729.50                       $4,094.25                              $5,459.00

MD 22                  $1,405.75                    $2,811.50                       $4,217.25                              $5,623.00

MD 23                  $1,448.00                     $2,896.00                     $4,344.00                                $5,792.00

   Item: Date  01/01/2006  Item No. 936 – E SUBJECT: Increase in Family Sick Leave for Executives EFFECTIVE: January 1, 2006 In accordance with Section 5-200(p) of the Connecticut General Statutes, the Commissioner of Administrative Services with the approval of the Secretary of the Office of Policy and Management approves the increase of family sick leave for eligible executives from three (3) days per calendar year to five (5) days per calendar year.

Family sick leave shall be granted in the event of critical illness or severe injury to a member of the immediate family creating an emergency. Immediate family means spouse, domestic partner, father, mother, sister, brother, or child and also any relative who is domiciled in the employee's household.

The sick leave is being extended to executives as it has been to other Executive Branch employees. This item supersedes Regulation 5-247-4 (3). This item is effective January 1, 2006.


Approved by:
Linda J. Yelmini 9/7/2005
________________________________ ____________
Linda J. Yelmini, Commissioner – DAS

Robert L. Genuario 12/13/2005
________________________________ ____________
Robert L. Genuario, Secretary – OPM

   Item: Date  06/20/2008  ITEM NO. 1391 -E INCREASE IN COMPENSATION FOR EXECUTIVE BRANCH EMPLOYEES EXCLUDED FROM COLLECTIVE BARGAINING - COST OF LIVING ADJUSTMENT (COLA) In accordance with sections 4-40, 5-200(p), and 5-208(a) of the Connecticut General Statutes, Item No. 1391 -E authorizes an increase of three percent (3%) to the base annual salary for executive branch executive, managerial and confidential employees excluded from collective bargaining effective the beginning of the pay period that includes July 1, 2008. Specifically, this item authorizes:
Salary Plans:
3% increase in salary plans as a result of this COLA::

  • 3% increase to the minimum and maximum rates for the EX, MP and MD range pay plans
  • 3% increase to the minimum and maximum rates for the Executive Secretary job class as follows:
  • o Annual Minimum: $ 53,017 and Annual Maximum: $ 71,054
  • 3% increase to the CA, CR and CS step pay plans
  • 3% increase in the rates paid to the Chief Human Rights Referee and Human Rights Referee job classes
  • 3% increase to the range and step pay plans at the Division of Criminal Justice as identified below
Eligible Employees:
3% COLA for the following employees:
  • Executives assigned to the EX pay plan
  • Managers assigned to the MP pay plan in labor units 01, 02 or 03 (including those appointed by the Governor or Agency Head and Confidential employees assigned to the MP pay plan)
  • Managers assigned to the MD pay plan
  • Employees assigned to the VR pay plan in labor units 01, 02 or 03 (including Executive Assistants, Executive Secretaries, Executive Office Administrative Aides, Durational Project Managers, Transitional Managers, Leadership Associates, Pre-Professional Trainees (Conf), Chief Human Rights Referee and Human Rights Referees, Associate Attorneys General, etc.)
  • Employees assigned to the CA, CR, or CS pay plans
  • State’s Attorneys, managers and confidential employees (including those assigned to both range and step plans) at the Division of Criminal Justice
Longevity Schedules:
3% increase in longevity schedules as a result of this COLA:
  • 3% increase to the EX, MP and MD longevity schedules.
This item does not apply to unclassified employees of any of the boards of trustees of the constituent units of higher education.

Approved:
Brenda L. Sisco Date 7/1/2008
_________________________________________________________ ___________
Brenda L. Sisco, Commissioner - Department of Administrative Services

Robert L. Genuario Date 7/1/2008
_________________________________________________________ ___________
Robert L. Genuario, Secretary - Office of Policy and Management

M. Jodi Rell Date 7/2/2008
_________________________________________________________ ___________
M. Jodi Rell, Governor - State of Connecticut

   Item: Date  06/20/2008  ITEM NO. 1392-E ANNUAL INCREMENTS FOR EMPLOYEES EXCLUDED FROM COLLECTIVE BARGAINING In accordance with Sections 4-40, 5-208(a) and 5-210 of the Connecticut General Statutes, Item No. 1392-E provides an annual increment to eligible managerial and confidential employees assigned to the MP, MD or VR pay plans and for confidential exclusions from collective bargaining assigned to the CA, CR and CS pay plans. Also included in this item are confidential and managerial employees of the Division of Criminal Justice assigned to salary schedules that contain steps. In order to be eligible to receive this annual increment, employees must have been employed by the State of Connecticut on the effective date of the increase and meet required eligibility criteria specified below.

Executive Secretaries:

  • 2.5% increase in salary for employees with satisfactory performance up to the maximum of the range in lieu of an annual increment to be applied effective June 20, 2008 for employees whose anniversary date is July 1; December 19, 2008 for employees whose anniversary date is January 1.
  • If an employee is within 2.5% of position rate the balance of the increase shall be paid in the form of a lump sum up to a maximum of $750
  • Employees who are at the maximum position rate established by Item 1391-E shall receive a lump sum payment of $750 in accordance with the dates above
Confidential Exclusions in Step Plans (CA, CR, CS and Confidential/Managerial DCJ employees):
  • One step increase for employees with satisfactory performance who are excluded from the bargaining unit and assigned to the above-referenced pay schedules effective June 20, 2008 for employees whose anniversary date is July 1; December 19, 2008 for employees whose anniversary date is January 1.
  • Employees who are at the maximum step of their schedule following the implementation of Item 1391-E shall receive the increase in the form of a lump sum payment as follows:
  • CR step plan: 2.5% of annual rate in accordance with the anniversary date specified above.
  • CA and CS step plans: lump sum payment of $750 in accordance with the anniversary dates specified above.
Performance Assessment Recognition System (PARS) Participating Agencies:.
In accordance with section 5-210(d) of the Connecticut General Statutes, the Commissioner of Administrative Services may establish one or more state incentive plans for employees whose positions have been designated managerial or confidential.
  • Managerial and confidential employees in a PARS participating agency who have participated in PARS for at least six (6) months during fiscal year 2007-2008 and assigned to the MP, MD or VR salary plan and labor unit 02 or 03 and employees in the following job classifications Labor Relations Agent, Mediator (Board of Mediation and Arbitration) and Executive Director of Psychiatric Security Review Board are eligible for annual increases effective June 20, 2008 as follows:
  • 2.5% annual increase for an overall rating of “meets all expectations” or “exceeds expectations”
  • 1.25% annual increase for an overall rating of “needs improvement”
  • No increase for a rating of “unsatisfactory” or a second consecutive overall rating of “needs improvement”
  • If the annual increase takes the employee over the maximum of the range following implementation of Item 1391-E, the remainder of the increase must be paid as a lump sum payment.
Annual Increases in lieu of PARS for Managers of Non-PARS Participating Agencies:
  • 2.5% annual increase up to the maximum of the range effective June 20, 2008 for managerial and confidential employees with satisfactory performance and assigned to the MP, MD or VR salary plan and labor unit 02 or 03.
  • This payment cannot take an employee over the maximum of the range following implementation of Item 1391A-E and lump sum payments are not authorized.
New Managers Not eligible for the Full Annual Increase:.
  • Employees hired or promoted into a management position (MP, MD or VR pay plans and labor unit 02 or 03) with satisfactory performance are eligible for a Phase-In Payment as follows:
  • Hired between December 20, 2007 and June 20, 2008: 1.25% increase effective December 19, 2008.
  • Promoted between December 20, 2007 and June 20, 2008 with previous January anniversary date: 1.25% increase effective June 20, 2008 and 1.25% increase effective December 19, 2008. (Note: If the employee’s anniversary date was previously July: 2.5% effective June 20, 2008.)
  • Promoted between June 20, 2008 and December 19, 2008 with previous January anniversary date: 1.25% increase effective December 19, 2008
  • This payment cannot take an employee over the maximum of the range following implementation of Item 1391-E and lump sum payments are not authorized.
Durational Program Managers, Transitional Managers and Executive Assistants:
  • 2.5% annual increase up to the maximum position rate of the MP benchmarked range for Durational Program Managers, Transitional Managers and Executive Assistants with prior permanent, classified service in a managerial position with satisfactory performance effective June 20, 2008
  • This payment cannot take an employee over the maximum of the range following implementation of Item 1391-E and lump sum payments are not authorized.
  • No annual increase is to be paid to employees in the above-referenced job classifications who do not have prior status in a managerial position in the classified service
    • This item does not pertain to the unclassified employees of any of the boards of trustees of higher education.

      Approved by:
      Brenda L. Sisco Date 7/1/2008
      _________________________________________________________ _____________
      Brenda L. Sisco, Commissioner - Department of Administrative Services
      Robert L. Genuario Date 7/1/2008
      _________________________________________________________ _____________
      Robert L. Genuario, Secretary - Office of Policy and Management

   Item: Date  10/01/2010  In accordance with Sections 4-40 and 5-208(a) of the Connecticut General Statutes, Item No. 1350-E authorizes longevity payments to all eligible employees in the Executive Secretary (Unclassified) job class based on salary grade CL 23. This item is effective October 1, 2010.

   Item: Date  10/22/2010  In accordance with sections 4-40 and 5-200(p) of the Connecticut General Statutes, Item No. 1624-E provides for salary increases for Confidential employees in the CA, CR and CS pay plans effective October 22, 2010. The salary increases will be implemented as follows: The Confidential Clerical (CA) pay plan will be adjusted to mirror the salary groups in the Clerical (CL) pay plan and the salaries of such employees shall be adjusted accordingly by remaining on the same step and in the same salary group on the adjusted pay plan. Any future changes in the CL pay plan shall be reflected in the CA pay plan. Such Confidential employees shall be granted all future cost of living increases, annual increments, bonuses, and longevity payments granted to non-confidential employees in the Clerical bargaining unit. The Confidential (CS) pay plan will be abolished and all employees in the CS pay plan shall be placed in their same salary grade and step in the CR pay plan. The Confidential (CR) pay plan will be adjusted to mirror the salary groups in the Administrative Residual (AR) pay plan and the salaries of such employees shall be adjusted accordingly by remaining on the same step and in the same salary group on the adjusted pay plan. Any future changes in the AR pay plan will be reflected in the CR pay plan. Such Confidential employees shall be granted all future cost of living increases, annual increments, bonuses, and longevity payments granted to employees in the A&R bargaining unit.

   Item: Date  12/01/2010  Pursuant to the authority outlined in CGS § 5-200(p)(2), the provisions of the Arbitration Award issued by Arbitrator Roberta Golick on September 22, 2010 (attached hereto and made a part hereof) are hereby extended to certain employees of Higher Education Institutions as defined in said Award that are not members of any collective bargaining unit. The extension of benefits shall be applicable to such unrepresented individuals employed by any such institution on December 1, 2010 who are members of the Alternate Retirement System on that date. Such individuals shall have until May 31, 2011 to make the election to transfer to the State Employees Retirement System and such election shall be subject to the rules and regulations established by the State Comptroller’s Retirement Services Division.

   Item: Date  01/05/2011  Pursuant to the authority outlined in C.G.S. Section 5-200(p) and Section 5-200(q), the provisions of the Agreement between the State of Connecticut and SEBAC to institute an earlier effective date for group health coverage to eligible employees are hereby extended to Executives, Managers, Confidential employees of the Executive Branch, and to Legislative and Judicial employees. This item also applies to unclassified employees of the boards of trustees of the constituent units of higher education. Specifically, the Agreement specifies group medical insurance coverage for eligible employees shall be effective the first day of the month immediately following the date of employment or the first day of the month immediately following the date the employee is eligible for such coverage, whichever is later. This benefit applies only to employees hired on or after January 5, 2011 and does not alter the eligibility requirements for health insurance coverage.

   Item: Date  01/06/2011  Please click this link for the current Pay Schedule. If you have any questions please contact Heather.Tweeddale@ct.gov or Shari.Grzyb@ct.gov for assistance

   Item: Date  09/01/2011  Item No. 1350-E provided authority to base longevity payments on salary grade CL 23 for Executive Secretaries. Effective September 1, 2011 Attachment A (Section B. Longevity) of the 2011 SEBAC Agreement applies to Executive Secretaries. Specifically: New employees – No employee first hired on or after July 1, 2011 shall be entitled to a longevity payment; provided, however, any individual hired on or after said date who shall have military service which would count toward longevity under current rules shall be entitled to longevity if they obtain the requisite service in the future. Current employees – Executive Secretaries shall not receive a longevity payment in October, 2011. Additionally, no service shall count toward longevity for the two (2) year period beginning July 1, 2011 through June 30, 2013. Effective July 1, 2013, any service accrued during that period shall be added to their service for the purpose of determining their eligibility and level of entitlement if it would have counted when performed.

   Item: Date  09/01/2011  Pursuant to Public Act 11-61 (Section 165) as amended by Public Act 11-1 (Section 11(b)) this item extends all health care and pension benefits included in the 2011 Agreement between the State of Connecticut and SEBAC to all employees exempt from collective bargaining in the executive, legislative and judicial branches and to those in state aided institutions and quasi public agencies participating in the State Employees Retirement System. Pursuant to Public Act 11-61 (Section 165) as amended by Public Act 11-1 (Section 11 (c)) this item implements changes to the longevity payments for executive branch managers and confidential employees in the MP, MD and VR pay plans and the constituent units of higher education and the Board of Regents for Higher Education, comparable to the eligibility requirements of the executive longevity pay plan. More specifically: (1) The MP and MD longevity pay plans currently in effect and the longevity pay plans in effect for the constituent units of higher education and the Board of Regents for Higher Education shall continue. (2) Effective September 1, 2011 longevity payments shall only be made to those employees that were eligible for and received such payments in April 2011. (3) For those employees receiving longevity payments in October 2011 and thereafter, such payments shall be based on the years of service such employee had on September 1, 2011.

   Item: Date  09/01/2011  Pursuant to Public Act 11-61 (Section 165) as amended by Public Act 11-1 (Section 11(c)) this item implements changes to the longevity payments for managers and confidential employees in the Division of Criminal Justice comparable to the eligibility requirements of the Executive longevity pay plan. More specifically: (1) The DM and CJ longevity pay plans currently in effect shall continue. (2) Effective September 1, 2011 longevity payments shall only be made to those employees that were eligible for and received such payments in April 2011. (3) For those employees receiving longevity payments in October 2011 and thereafter, such payments shall be based on the years of service such employee had on September 1, 2011.

   Item: Date  03/08/2013  Pursuant to the Settlement Agreement dated March 8, 2013 of a prohibited practice complaint, this item extends the terms of the settlement agreement to all employees exempt from collective bargaining in the executive, legislative and judicial branches participating in the State Employees Retirement System..

Under its terms, certain SERS members may elect to retire in lieu of layoff.

1. Eligibility: SERS members who were under the age of 55 AND had twenty-five or more years of service prior to August 31, 2011.

2. Election period: Eligible SERS members must irrevocably elect to retire in lieu of layoff AND sign a stipulated agreement (sample attached) by May 1, 2013.

3. Retirement date: Eligible Tier I members must retire no later than July 1, 2013. Tier 2 members must retire no later than September 1, 2014.

4. Benefit to Tier I members (must retire no later than July 1, 2013): The eligible member may elect between the following two options:

a. Have their benefit reduced by 4.5% for each year they are under 55 as of their date of retirement (no later than July 1, 2013) and be entitled to the COLA provisions of individuals who retired after October 1, 2011; OR

b. Have their benefit reduced by 6.0% for each year they are under 55 as of their date of retirement (no later than July 1, 2013) and be entitled to the COLA provisions of individuals who retired before October 1, 2011.

5. Benefit to Tier II members who elect to retire no later than July 1, 2013: The eligible member may elect between the following two options:

a. Have their benefit reduced by 4.5% for each year they are under 60 as of their date of retirement (no later than July 1, 2013) and be entitled to the COLA provisions of individuals who retired after October 1, 2011; OR

b. Have their benefit reduced by 6.0% for each year they are under 60 as of their date of retirement (no later than July 1, 2013) and be entitled to the COLA provisions of individuals who retired before October 1, 2011.

6. Benefit to Tier II members who elect to retire after July 1, 2013 and no later than September 1, 2014: The benefit will be reduced like any other early retirement benefit (6% for each year before eligibility for normal retirement), however, individuals who elect to retire in lieu of layoff will be entitled to the COLA provisions in effect for individuals who retired prior to October 1, 2011.

7. Replacement of the positions of individuals electing to retire in lieu of layoff: An agency may request to have the position(s) refilled for individual(s) electing to retire in lieu of layoff, however, the budgetary restrictions presently in place remain in effect.

Any eligible SERS member who wishes to take advantage of this offer must sign an irrevocable election to retire no later than July 1, 2013 for Tier 1 or September 1, 2014 for Tier 2 members. Such irrevocable election must be signed no later than May 1, 2013. Any eligible SERS member who makes this election relinquishes any and all reemployment and/or SEBAC rights to which they might be entitled.

   Item: Date  07/01/2013  1942-E COLA Certain LU 01 Ees

   Item: Date  07/01/2013  1935-ECOLA MD MP 02 03 VR 02 03 SE DM CJ CJEX

   Item: Date  07/12/2013  1936-E LONGEVITY SE

   Item: Date  07/12/2013   1937-E LONGEVITY CA and CR

   Item: Date  07/12/2013  1938-E LONGEVITY EX MP MD and VR 01 02 03.pdf

   Item: Date  07/12/2013  1939-E LONGEVITY DM and CJ

   Item: Date  09/01/2013  1941-E AI CJ-EX

   Item: Date  09/06/2013  1940-E PARS AI MP MD VR 02 03 SE DM CJ

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