Ansonia Police Contract

EMPLOYMENT AGREEMENT
Between
THE CITY OF ANSONIA, CONNECTICUT
- and ANSONIA POLICE UNION LOCAL 913, COUNCIL 15 AFSCME, AFL-CIO
July 1, 2014- June 30, 2017
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Contents
ARTICLE 1-
RECOGNITION................................................................................................1
ARTICLE 2 -
NON-DISCRIMINATION AND MANAGEMENT RIGHTS..........................2
ARTICLE 3 -
UNION BUSINESS LEAVE.............................................................................2
ARTICLE 4 -
HOURS OF WORK...........................................................................................2
ARTICLE 5 -
OVERTIME.......................................................................................................5
ARTICLE 6 -
PRIVATE JOBS.................................................................................................8
ARTICLE 7 -
WAGES..............................................................................................................9
ARTICLE 8 -
HOLIDAYS.....................................................................................................12
ARTICLE 9 -
VACATIONS...................................................................................................14
ARTICLE 10 -
FUNERAL LEAVE.........................................................................................17
ARTICLE 11 -
LEAVE OF ABSENCE....................................................................................17
ARTICLE 12 -
ACCESS TO PREMISES................................................................................17
ARTICLE 13 -
BULLETIN BOARDS.....................................................................................18
ARTICLE 14 -
DISCIPLINE AND DISCHARGE..................................................................18
ARTICLE 15 -
SENIORITY....................................................................................................20
ARTICLE 16 -
GENERAL.......................................................................................................21
ARTICLE 17 -
INSURANCE..................................................................................................25
ARTICLE 18 -
SICK LEAVE...................................................................................................28
ARTICLE 19 -
PENSIONS......................................................................................................30
ARTICLE 20 -
GRIEVANCE PROCEDURE..........................................................................31
ARTICLE 21 -
EVALUATIONS..............................................................................................32
ARTICLE 22 -
OUTSIDE EMPLOYMENT...........................................................................33
ARTICLE 23 -
RULES AND REGULATIONS.......................................................................33
ARTICLE 24 -
LONGEVITY..................................................................................................33
ARTICLE 25 -
DRUG TESTING POLICY.............................................................................33
ARTICLE 26 -
USE OF TOBACCO........................................................................................33
ARTICLE 27 -
CANINE UNIT................................................................................................34
ARTICLE 28 -
DURATION.....................................................................................................35
ARTICLE 29 -
ANNUAL JOB RECOGNITION AWARD.....................................................36
APPENDIX A
.........................................................................................................................38
APPENDIX B
.........................................................................................................................39
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ARTICLE 1- RECOGNITION
Section A.
The City of Ansonia (the "City") recognizes Ansonia Police Union Local 913, Council 15
AFSCME, AFL-CIO (the "Union") as the exclusive bargaining agent for all uniformed and
investigatory employees of the Police Department of the City, excluding the positions of the
Chief, Lieutenant, and Crossing Guards for the purpose of collective bargaining in accordance
with the provisions of the Connecticut Municipal Employee Relations Act.
Section B.
All present employees who are members of the Union on the effective date of the execution of
this Agreement shall remain members of the Union in good standing as a condition of
employment during the term of the contract or pay an agency fee to the Union. All present
employees who are members of the Union and all employees who are hired hereafter shall
become and remain members in good standing of the Union as a condition of their employment
on or after ninety (90) days following their employment or pay an agency fee to the Union.
Section C.
New employees hired with certification from the Police Academy shall be required to
satisfactorily complete a probationary period of one (1) year from the date of hire. New
employees hired without certification from the Police Academy shall be required to satisfactorily
complete at minimum a one (1) year probationary period including a nine (9) month postcertification probationary period. Employment is contingent upon successful completion of
training at the Police Academy and the Ansonia Police Department's Field Training Program.
Employees in the probationary period have recourse to the grievance procedure under Article 20
in all matters except discipline and discharge. In the case of discipline within a probationary
period, the employer shall notify the Union of the alleged charges. After successful completion
of probation, the employee's shall be placed on a regular seniority list with seniority as of the
date of hire.
Section D.
Dues Deduction
The City agrees to deduct from the pay of all Union members who authorize such deductions
from their wages, such Union dues, initiation fees and reinstatement fees that may be fixed by
the Union.
Section E.
Save Harmless
The Union agrees to indemnify and to hold the Board of Police Commissioners, Chief of Police,
non-Union management members and the City harmless against any and all claims, demands,
suits, or other forms of liability that shall or may arise out of deductions from wages for said
Union dues, initiation fees and reinstatement fees or any other monetary deductions authorized
by the Union.
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ARTICLE 2 - NON-DISCRIMINATION AND MANAGEMENT RIGHTS

Section A.
There shall be no discrimination, coercion, or intimidation of any kind by the City or the Union
or its individual members against any employee for any reason whatsoever, including but not
limited to disability, marital status, age, race, creed, color, national origin, ancestry, sex, sexual
orientation, religious belief, Union activity or lack thereof.
Section B.
Except as provided for in this Agreement, the City reserves the rights of all customary functions
of management, including but not limited to, the direction of the working force, the right to hire,
lay off for lack of work or other legitimate reasons, discipline or discharge for just cause, to take
any action appropriate in the management of the functions of the Ansonia Police Department in
accordance with its judgment, provided that this will not be used to discriminate against the
Union, or any of its members, or to avoid any of the provisions of the Agreement.
ARTICLE 3 - UNION BUSINESS LEAVE
Section A.
The President and one (1) member of the Union negotiating committee shall be granted leave
from duty with full pay for all meetings between the City and the Union for purpose of
negotiating the terms of the contract when such meetings take place at a time during which such
members are scheduled to be on duty, provided not more than one (1) officer be off from the
same duty shift.
Section B.
The President of the Union, or in the President's absence a designated representative, and the
grievant shall be granted leave from duty with full pay for meetings between the City and the
Union for the purpose of processing grievances through arbitration when such meetings take
place at a time which such members are scheduled to be on duty.
Section C.
One (1) Union Officer designated by the Union shall be allowed to attend official Union
conferences and training seminars without loss of pay for a period of time not to exceed three (3)
working days per year provided the Chief of Police or his/her designee is given at least seven (7)
days advanced notice and provided that if the Union Officer will be on leave in full-day
increments and if minimum manning will be compromised, then the junior most available officer
may be assigned to fill-in for the absent Union officer without the City incurring premium
overtime rates. Such leave may be taken in half-day increments.
ARTICLE 4 - HOURS OF WORK
Section A.
Tour of Duty
Each member of the Department will be required to devote eight (8) hours a day to active duty,
including thirty (30) minutes for a meal. Each tour of duty as designated by the Chief of Police,
shall consist of eight (8) hours a day working the following schedule: four (4) days in a row and
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then having two (2) days off; four (4) days in a row, then having two (2) days off; five (5) days in
a row, then having two (2) days off. In order to implement the shift bid selection for patrol
officers and sergeants it may become necessary to change scheduled days off within the cycle as
designated by the Chief of Police. This shall be accomplished without additional cost to the City.
There shall be four (4) shifts for Patrol Officers: day shift, evening shift, midnight shift and
special shift.
Day Shift (B Shift)
0700 to 1500
Evening Shift (C Shift) 1500 to 2300
Midnight Shift (A Shift) 2300 to 0700
There shall be three (3) shifts for Patrol Sergeants: day shift, evening shift and midnight shift:
Midnight Shift (A Shift) 2230 to 0630
Day Shift (B Shift)
0630 to 1430
Evening Shift (C Shift) 1430 to 2230
Officer Recruits attending the Police Academy will be exempt from the 4-2/4-2/5-2 schedule.
Recruits will work the same schedule as the Academy and will be exempt from overtime.
A.1.
The shifts per the work schedule will be bid for on a seniority basis on a six (6) month period.
Shift and work schedule bids will be conducted in December and June. These bids will take
effect on the first Monday in January and July.
A.2.
Patrol officers can bid, by seniority, on the number of positions available per shift as determined
by the number of patrol officers actually assigned to each shift by the Chief of Police. For
example, if eight (8) patrol officers are assigned to the first shift, officers can bid only on
positions one (1) through eight (8) on the 4-2/4-2/5-2 schedule. Sergeants will continue to bid on
shift positions based on seniority. The new schedule will be posted a minimum of six (6) weeks
in advance.
A.3.
That officers and patrol sergeants may replace or switch day(s) of shift(s) temporarily as long as
each officer or sergeant meets the fulfillment to that shift, provided that the City does not incur
premium overtime rates as a result of the swap. All officers or patrol sergeants temporarily
switching days or shifts shall give written notice of such switch to the Chief or the Chiefs
designee at least twenty-four (24) hours prior to the switch except in an emergency. Emergency
requests will not be unreasonably denied. The scheduling officer or O.I.C. will be responsible
for recording the change in writing, at the direction of the Chief or the Chiefs designee.
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A.4.
A.
Minimum manpower shall be defined as the minimum number of uniformed patrol

division officers assigned to work a shift. Each shift shall have one (1) shift supervisor
consisting of a Patrol Sergeant or Patrol Officer in Charge (OIC). Each Shift shall have
one (1) Civilian Dispatcher or one (1) Officer assigned to the Dispatch Center. In
addition to the one (1) Shift Supervisor and one (1) Dispatch Center personnel each shift
shall have the following number of uniformed police officers designated to respond to
calls for service and patrol for the City of Ansonia:
A Shift
B Shift
C Shift
3
3
4
3
3
4
3
3
4
3
3
4
3
3
4
4
4
4
4
4
4
For the purposes of this article, uniformed police officers shall be defined as any police
officer assigned to the patrol division wearing a full patrol uniform. In the case that there
are two Patrol Sergeants assigned to a shift together, one Patrol Sergeant shall be
designated as the Shift Supervisor and the second Patrol Sergeant may be counted
towards the minimum number of uniformed police officers, as long as he/she is
assigned a patrol sector to patrol and handle calls for service, or he/she may be counted
towards the minimum Dispatch Center Personnel if necessary.
B.
If a vacancy exists that brings a shift below minimum manpower, the Officer in charge
shall then call in a regular patrol officer for an eight (8) hour work shift. Said Officer
shall be paid at one and one-half times (1 1/2x) his hourly rate to maintain the minimum
manpower as indicated in the schedule.
C.
If the vacancy cannot be filled by calling an officer in for an eight (8) hour shift, a regular
shall be held over for four (4) hours work at one and one-half times (1 1/2x) his or her
hourly rate and a regular officer shall be called in from the following shift for four (4)
hours' work at one and one-half times (1 1/2x) his or her hourly rate to maintain the
minimum manpower as indicated in the schedule. If two or more individuals have the
same amount of overtime hours, the overtime slot shall be offered based on the seniority
of those individuals that are tied. If no one volunteers, then the available officer with the
least amount of overtime hours will be assigned.
D.
If only a partial shift needs to be filled, the Department may hold over an officer from the
prior shift or call in an officer from the next shift on a voluntary basis, for the number of
hours that coverage is needed, without any minimum and without use of seniority. If no
one volunteers then the available officer with the least amount of overtime hours will be
assigned.
A.5.
a. Members shall be trained as determined by the Chief or his designee. When training
takes place outside of work hours, such training time shall be paid in four (4) hour
blocks as described in subparagraph b of this section; provided, however, that if it is
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scheduled at the start or end of a shift it may be for a period of less than four (4) hours
in duration and compensation shall be limited to the time spent in training.
b. The first 48 hours of training in a calendar year shall be paid in the form of
compensatory time. Compensatory time shall be paid at the rate of one and one-half
times the hours spent in training. Compensation for training hours beyond 48 hours
of training may be paid in either compensatory time or overtime pay, at the sole
election of the employee.
c. If training is being scheduled, thereby causing a member to go over the maximum 80
hours of compensatory time, the member will have 30 days following such training to
bring the total under 80 hours.
Section B.
Employees, such as Detectives, Youth Bureau personnel, and K-9 personnel, SRO's and any
employee on special assignment, who are required to work special shifts, shall be assigned a
definite reporting time.
Any and all changes in reporting times shall only be made with four (4) days advance notice to
the employee and the Union Steward, unless an emergency arises. The four (4) day advance
notice to the employee and the Union Steward, is not required when a police officer is on light
duty assignment.
A training Sergeant position may be created and filled in accordance with the provisions of
Article 15, Section C. This training Sergeant will have a fixed weekly administrative schedule
(Monday - Friday).
In the event of an unanticipated special duty of a confidential and/or emergency nature, the
Department shall have the right to fill such jobs without written notice or so-called postings, with
priority always to be given to regular members of the force.
Section C.
For the purpose of work schedules, each work week shall begin on Sunday at 2301.
A.6
a. When moving an officer(s) from their shift or squad in the middle of a shift
assignment, to another shift or squad, the move shall be based on seniority and shift
bid.
b. Further, officers who are away from the patrol schedule for more than one year, either
from injury, illness, special assignment, or any other reason shall, upon returning to
the patrol schedule, be placed into an open slot within their assigned shift.
ARTICLE 5 - OVERTIME
Section A.
Time and one-half (1-1/2) will be paid for all hours worked after eight (8) hours in any one
workday.
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Section B.
Time and one-half (1-1/2) will be paid for an employee's regular day off during the employee's
assigned workweek, except as noted in section D of this article:
Section C.
Officers shall not work any more than sixteen (16) hours in any twenty-four (24) hour period,
including scheduled work, overtime and/or private duty, unless approved by the Chief or his
designee.
Section D.
Double time (2x) will be paid for the seventh (7th) workday if the employee is ordered to work.
If the employee voluntarily works on the seventh (7th) day, he will be paid at time and one-half
(1-1/2).
There shall be no pyramiding of premium pay for time over eight (8) hours on the seventh (7th)
workday of the employee's assigned workweek.
Section E.
All overtime pay is to be included in the bi-weekly check for the pay period in which it was
worked.
Section F.
Overtime assignments for each member of the Department shall be made as equitably as possible
beginning with the officer with the least amount of overtime hours, as circumstances may allow.
Sergeants shall have preference on overtime to work as a supervisory employee. Detectives shall
have preference for detective overtime. If two or more individuals have the same amount of
overtime hours, the overtime slot shall be offered based on the seniority of those individuals that
are tied. When a Sergeant is to be ordered in, the City will call a Sergeant to fill this position. A
patrol officer cannot be ordered in for supervisors overtime unless there are no available
Sergeants to be ordered in. Ordering of an OIC will be conducted in the same manner as other
overtime assignments are filled.
Section G.
On a monthly basis, the Department will make available to the Union President with the
following overtime and private duty assignment records:
a.
b.
c.
d.
e.
Sign-up sheets
Assignment schedules
Assignments made
Accumulated total hours worked year-to-date
Accumulated compensatory hours
Section H.
An employee called for overtime duty shall receive a minimum of four (4) hours pay at one and
one-half times (1-1/2x) his hourly rate unless the employee leaves voluntarily with permission of
the shift supervisor in which case he will be paid only for the time worked. This does not apply
to Canine Officers called in for specific K-9 duties, who will only be paid for -time worked. An
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employee who is scheduled to work an overtime shift must be notified of its cancellation at least
one hour prior to the start of the overtime shift. If the employee is cancelled within one hour of
the overtime shift, then the employee will be paid four (4) hours pay at one and one-half (1-1/2x)
their hourly rate. The Supervisor or O.I.C. will call two phone numbers, if applicable, that are on
file for the employee to notify them that the overtime shift has been cancelled. A message must
be left on both numbers, if applicable, and will be considered notification of the cancelled
overtime shift. If an employee has more than two numbers listed, then any of the two phone
numbers will be considered sufficient notification if a message is left on both numbers before the
hour minimum. This section does not pertain to overtime that is given as an extension at the end
of the shift.
Section I.
Overtime pay shall not be subject to the minimum hour provision when overtime results from an
extension of the regular tour of duty. All assigned, authorized or approved service outside or outof-turn of an employee's regularly scheduled tour of duty or shift, including service on an
employee's scheduled day off or during the employee's vacation and service performed prior to
the scheduled starting time for the employee's regular tour of duty and service, shall be
considered overtime and paid at time and one-half (1-1/2x) times his or her regular rate, or as
provided herein.
Section J.
An employee who is required to appear in court, hearing or other legal proceeding on his or her
scheduled time off, in a civil or criminal case related to the performance of the employee's duties
as a police officer, shall be paid time and one-half the hourly rate for actual time spent in court in
excess of hours for which the State fee pays, provided that the total payment from the City and
the State shall be equivalent to at least four (4) hours overtime pay.
Section K.
In lieu of grievance, violations of Article 5, Section F above shall be remedied by affording the
eligible officer preference for the next available overtime assignment regardless of who made the
assignment. The City shall not be held responsible or liable for any duty assignments under any
other article in this Agreement that may apply unless the assignment was made by an officer of
the rank of Lieutenant or above.
Section L.
In lieu of taking overtime pay for overtime hours worked, an employee may elect to receive
compensatory time for those hours worked that would have been paid at time and one half (1-1/2
X). The employee would receive 1.5 hours of compensatory time for every one hour of overtime
worked with the following guidelines:
1.
The employee must elect to receive compensatory time prior to working the overtime
shift. The election of compensatory time instead of overtime pay shall be noted on the
appropriate form and signed by both the employee and the shift supervisor.
2.
The election of compensatory time will not affect the payment of shift differential as
applied in Article 7, Section B.
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3.
Each employee can hold up to 80 hours of compensatory time at any one time and carry it
from one calendar year to the next.
4.
Compensatory time may only be used in 8 hour increments and shall be granted as per
Article 8, Section B.
5.
Under no circumstances shall the employee be paid for any accumulated compensatory
time.
ARTICLE 6 - PRIVATE JOBS
Section A.
Regular officers shall have first preference on all extra duty private jobs. Any officer, Sergeant
or Detective that calls in sick for their regularly scheduled shift shall not be eligible for private
duty until they have worked their next regularly scheduled shift. Private duty jobs shall be
assigned as equitably as possible. Where two or more officers, including Lieutenants, sign-up
for a private duty assignment, the officer with the fewest accumulated total hours worked on
private duty jobs in each calendar quarter shall be given preference for the assignment. If two or
more individuals have the same amount of private duty hours, the private duty slot shall be
offered based on the seniority of those individuals that are tied. Where three or more officers are
required at a special extra duty event such as, but not limited to, football games, parades, or
conventions, the City reserves the right to assign one of the required positions to an officer above
the rank of patrolman for supervisory purposes. Preference for such assignment shall be given to
the available officer above the rank of patrolman with less accumulated total hours worked on
private duty jobs in that quarter. The accumulated total will be zeroed out on a quarterly basis
beginning January 1st of each calendar year.
In no event shall an employee who works a private duty job be paid directly by the vendor. Any
payments shall be made to the City by the vendor, which shall thereafter ensure that the
employee is paid through the regular payroll process of the City of Ansonia.
Section B.
1.
The term private duty jobs for the purposes of this Article shall mean police duty for
which the Department is paid by some other party other than the City.
2.
The decision of whether or not to assign private jobs shall be made by the Chief of Police
unless changed by Police Commission by regulation. Assignments to approved jobs will
be made by the Chief of Police or the Chiefs designee.
3.
Employees who desire assignments to private duty jobs shall notify the Chief of Police or
the Chiefs designee and must be available for such assignment.
4.
Once an employee is assigned to a private job, the employee shall become responsible for
coverage of said job including, but not limited to, finding a suitable replacement in
accordance with Article 6, Section A.
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5.
There shall be a minimum of four (4) hours for each assignment involving four (4) hours
or less. Assignments involving more than four (4) hours shall be paid for all hours
worked. Officers will receive the minimum of four (4) hours pay for each cancellation in
which less than one (1) hour notice is given.
6.
Any portion of any hour worked shall be considered fifteen (15) minute units for pay
purposes.
7.
The City will continue to make a good faith effort barring unforeseen circumstances or
inadvertent errors to compensate Police Department employees engaged in private duty
jobs in the next pay period following performance of such duty.
8.
Seven (7) days prior to the private job posting, there shall be displayed in a prominent
place a sign-up sheet on which each employee seeking a private job shall indicate the
dates and hours he or she is available for said private job during the seven (7) day period;
subsequent seven (7) days periods shall be bid in the same manner.
9.
Employees shall be given, whenever possible, twenty-four (24) hours advance notice of
the availability of a private job.
10.
In lieu of grievances, violations of Article 6, Section A above shall be remedied by

affording the eligible officer preference for the next available overtime assignment
regardless of who made the assignment. The City shall not be held responsible or liable
for any duty assignments under any other Article in this Agreement that may apply unless
the assignment was made by an officer of the rank of Lieutenant or above.
Section C.
The private job rate shall be as follows for the term of this Agreement:
Time and one-half multiplied by the Detective Sergeant rate of pay.
An employee who works a private job for a scheduled eight (8) hour assignment for a firm or
individual shall be paid for a full eight (8) hours at the private job rate. If an employee reports
for work on a private job and is not notified that the job is cancelled, he or she shall receive a
minimum of four (4) hours' pay at the private job rate. Time and one-half (1-1/2) the private job
rate shall be paid for all hours worked in excess of eight (8) hours per shift. Double (2) time the
private job rate for all private jobs on holidays, as outlined in Article 6, in addition to Christmas
Eve and New Year's Eve. After eight (8) hours, two and one-half times (2-1/2x) the private job
rate.
ARTICLE 7 - WAGES
Section A.
All non-certified new hires shall be compensated at the beginning wage step in effect on the date
they begin working at the Ansonia Police Department. All certified new hires (lateral transfers in
good standing with P.O.S.T.C.), who were employed as a full-time officer with another certified
police department shall begin at the wage step that is one step below the step that their previous
years of service would place them at in the Ansonia Police Department wage schedule. This
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lateral transfer provision applies only to this Article. For all other sections, lateral transfers will
be treated as new hires with their employment date being their date of hire with the Ansonia
Police Department.
Effective and retroactive to July 1, 2014, the rates of pay for police officers shall be increased by
2.5% as follows:
Patrol Officer Hourly Rate of Pay
Step 1
0 to 1 year
Step 2
over 1 to 2 years
Step 3
over 2 to 3 years
Step 4
over 3 to 5 years
Step 5
over 5 years
$ 28.98
$ 30.15
$ 30.71
$ 31.26
$ 31.87
Detective
(9% above Step 5 Patrol Officer)
$34.74
Sergeant
$35.37
Detective Sergeant
$36.33
Effective and retroactive to January 1, 2015, Step 2 of the Schedule shall be eliminated.
However, patrol officers currently on Step 2 shall remain there and advance.
Effective and retroactive to January 1, 2015, there shall be a new step on the Schedule, Step 5,
for Officer First Class. The Step shall be for officers with ten (10) years of seniority and paid at
a rate of 2.25% above the rate of the new Step 4 as follows:
Step 1
Step 2
Step 3
Step 4
Step 5
0 to 2 years
over 2 to 3 years
over 3 to 5 years
over 5 to 10 years
over 10 years
$28.98
$30.71
$31.26
$31.87
$32.59
(Step 5 is 2.25% above Step 4 Patrol Officer)

*There are three (3) Officers presently at the former Step 2 of $30.15, who shall remain
at this rate until they advance to the new Step 2. The anniversaries of these three (3)
Officers are on July 31, 2015. For the month of July, their rate of pay shall be increased
by the GWI of 2.5% to $30.90. Once these officers reach their anniversaries, each will
progress to the new Step 2.
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10
Detective
$35.52
Sergeant
$36.17
Detective Sergeant
$37.15
Effective July 1, 2015, the rates of pay for police officers shall be increased by 2.5% as follows:
Step 1
Step 2
Step 3
Step 4
Step 5
0 to 2 years
over 2 to 3 years
over 3 to 5 years
over 5 to 10 years
over 10 years
$29.70
$31.48
$32.04
$32.67
$33.40

Detective
$36.41
Sergeant
$37.07
Detective Sergeant
$38.08
Effective July 1, 2016, the rates of pay for police officers shall be increased by 2.50% as follows:

Step 1
Step 2
Step 3
Step 4
Step 5
0 to 2 years
over 2 to 3 years
over 3 to 5 years
over 5 to 10 years
over 10 years
$30.44
$32.27
$32.84
$33.49
$34.24

Detective
$37.32
Sergeant
$38.01
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11
Detective Sergeant
$39.03
Section B.
Shift Differential
Effective upon ratification, members of the bargaining unit working the evening and special
shifts shall receive a shift differential of $.75 per hour above their hourly rate. Effective upon
ratification, employees working the midnight shift shall receive a shift differential of $.75 per
hour above their hourly rate.
Section C.
Education
Employees who have completed credited college courses in Police Administration or Criminal
Justice shall receive additional compensation annually as follows, payable in the first pay period
in April.
Thirty (30) Credit Hours
Associates Degree or 60 Credits
Bachelors' Degree
Master's Degree
$400.00
$700.00
$1,250.00
$1,500.00
Section E.
Employees who enroll in college or university course(s) directly related to police work shall be
reimbursed by the City as follows, upon successful completion of said course(s), provided that
the employee is actively employed by the Department upon completion of the course and intends
to stay so employed.
Grade average:
Grade average:
Grade average:
A
B
C
60% reimbursement
50% reimbursement
50% reimbursement
ARTICLE 8 - HOLIDAYS
Section A.
Regular members of the Department shall be entitled to thirteen (13) paid holidays in one
calendar year for which they may receive compensatory days off. The employee shall receive
these compensatory days on January 1st of the calendar year and must use them by December 31st
of the calendar year.
The employee must work the last regularly scheduled work day prior to the holiday, the holiday
itself, and the first regularly scheduled work day following the holiday, unless he/she is on
approved paid vacation, personal, or compensatory leave or out on a paid sick day accompanied
by a doctor's verification of illness or injury indicating that the employee was unable to work, or
the holiday falls on the employee's regularly scheduled day off. If the employee is off the last
regularly scheduled work day .prior to the holiday, the holiday itself, and/or the first regularly
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12
scheduled work day following the holiday due to an unpaid leave or an unexcused sick day,
he/she shall not be paid for the day.
Said holidays shall be the following:
New Year's Day
Martin Luther King's Birthday
Lincoln's Birthday
Presidents' Day
Good Friday
Memorial Day
Independence Day
Labor Day
Columbus Day
Veteran's Day
Thanksgiving Day
Christmas Day
Employee's Birthday
With the exception of the employee's birthday, holidays shall be observed on the date that they
occur.
The request for holiday compensatory days shall not be granted to more than two (2) officers per
shift on the same day, exclusive of regular days off.
Section B.
Each employee shall be given his or her choice of compensatory days off by submission date and
seniority, subject to the provisions of Section A; however, it shall not interfere with the normal
running of the Department. Requests for compensation days shall be called in to a supervisor
four (4) hours prior to the start of the officer's shift. The supervisor being notified shall then
complete the appropriate day off request form. If an officer requests a compensatory day within
four (4) hours prior to the start of the officer's shift, such request must be submitted in person and
in writing on the appropriate day off request form.
Section C.
If an employee is required to work on one of the holidays listed in Section A, the employee shall
receive time and one-half (1.5x) his regular pay.
If an employee is called in to work overtime on a holiday which falls on his regularly scheduled
day off, the employee shall receive time and one-half (1.5x his regular pay).
Section D.
Hours worked on a holiday which are regularly scheduled shall be counted as two and one-half
(2 1/2) hours for the purpose of computing overtime.
Section E.
For each calendar year (January - December), employees will be granted four (4) personal days
off. Only one (1) employee per shift will be granted a personal day. Personal days shall be
granted on a first-come, first-served basis. No more than two (2) personal days shall be taken
consecutively and personal days shall not be taken in conjunction with the employee's sick time
or vacation time unless scheduled in advance pursuant to Article 9, Subsections E and H.
Personal days shall not accumulate but must be taken within the calendar year for which they are
granted. Personal days shall not be granted on holidays and Christmas and New Year's Eve
except in an emergency, with approval from the Chief.
{00745852.DOCX Ver. 1}
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Section F.
Requests for personal days and holidays shall be answered within ninety-six (96) hours of such
requests if the affected schedule is posted. If the schedule is not posted, the scheduling
supervisor shall retain the request and answer it within ninety-six (96) hours of such posting.
Those pending requests will be handled in order of being received except that personal days shall
take precedent over compensatory requests. Requests for such leave shall not be denied as long
as they comply with Sections A and E of this Article pertaining to the number of officers per
shift.
Section G.
For the purpose of entitlement to holidays and personal days, Article 8 of the current labor
agreement shall be used for all employees, with the following modifications for new employees
in their first calendar year.
1.
During their first calendar year of employment, new employees shall receive a prorated
number of holidays to be used as compensatory time. The prorated amount shall be equal
to the number of actual holidays that the new employee was eligible to work after their
hire date. (Ex. A new employee hired after July 1 st would receive at least six
compensatory days because Independence Day, Labor Day, Columbus Day, Veteran's
Day, Thanksgiving and Christmas occurred after the employee's hire date. The Employee
may also receive their birthday holiday, if it occurs after July 1st.)
2.
While in the police academy, new employees shall be required to attend the academy if it
is in session on a holiday and shall receive the appropriate compensation for working on
a holiday. If the academy closes due to the holiday, the new employee shall be off and the
day shall be deducted from the new employees "bank" of compensatory days.
3.
New employees shall not be allowed to use compensatory days during their time in the
academy, while it is in session.
4.
New employees shall be allowed to take compensatory time after their release from the
academy into the Field Training program, except that any compensatory time taken shall
not count towards the required number of hours needed to complete the Field Training
program.
Section H.
If, in the sole discretion of the Mayor, circumstances warrant the delayed opening, closure, or
early closure of municipal operations and/or release of non-essential employees, there shall be no
additional holiday, compensatory or other time off for sworn members based upon time off for
such non-essential employees.
ARTICLE 9 - VACATIONS
Section A.
Vacation time for all regular members of the Department shall be as follows:
A.
B.
One (1) year but less than five (5) years of service, two (2) calendar weeks.
Five (5) years but less than ten (10) years of service, three (3) calendar weeks.
{00745852.DOCX Ver. 1}
14
C.
D.
E.
F.
G.
H.
Ten (10) years but less than twelve (12) years, four (4) calendar weeks.
Twelve (12) years of service, four (4) weeks and one (1) day.
Fourteen (14) years of service, four (4) weeks and two (2) days.
Sixteen (16) years of service, four (4) weeks and three (3) days.
Eighteen (18) years of service, four (4) weeks and four (4) days.
Twenty (20) years of service, five (5) weeks.
Section B.
Each week of vacation pay will be computed at forty (40) times the employee's hourly rate for
each week of vacation.
Section C.
Upon request of the employee at least two (2) weeks in, advance of the pay period, vacation pay
will be paid the pay period prior to the day the employee's vacation begins.
Section D.
Vacation time off will be chosen by seniority with regards to the first two weeks of vacation.
After the first two weeks have been assigned by seniority, additional vacation time shall be
scheduled in the following order based on seniority:
Officers with a third week of vacation;
Officers with a fourth week of vacation;
Officers with a fifth week of vacation;
Officers with individual vacation days.
Section E.
Written vacation leave requests will be made beginning December 1 st and will be submitted to
the Chief of Police. All requests received prior to February 1 st will be answered and posted on
the "Vacation List" by February 28th pursuant to Section H below. If an employee is granted a
calendar week of vacation during which the employee is only scheduled to work four days then
the one remaining day will be assigned to either the last work day before the vacation or the first
work day after the vacation. Employees failing to request their vacation during this period will
be assigned a vacation by the Chief of Police. One (1) week of vacation may be held in reserve
and may be submitted to the Chief of Police on or after February 15 th. Such vacation request
must be submitted at least fourteen (14) days prior to the requested time off and will be answered
and posted on the "Vacation List" within seven (7) days of the date submitted. Any employee
who fails to request this one (1) week of vacation by September 1 will be assigned a vacation by
the Chief of Police.
Vacation requests received prior to February 1st will be granted on seniority. Vacation requests
received on or after February 1st will be granted by seniority and date submitted. Pursuant to
Section below, employees may not be "bumped" out of their approved vacation by more senior
employees due to changes in manpower resulting from the shift bidding process if the bumping
will cause economic hardship and the employee presents written documentation before the shift
change to the Chief or his designee.
Employees receiving two (2) weeks of vacation will be allowed to take one (1) week on a day-today basis and will be scheduled as outlined above. Employees receiving three (3) weeks or more
{00745852.DOCX Ver. 1}
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vacation will be allowed to take two (2) weeks on a day-to-day basis and will be scheduled as
outlined above. A day shall be defined as eight (8) hours for the purpose of this Section.
Section F.
The vacation period shall be January 1st through December 31st of each year.
Section G.
Vacation days must be taken by December 31 st of each year. However, one (1) employee from
each shift shall be entitled to take a vacation during the week in which December 31 st falls. In
this case, Section J shall not apply.
Section H.
Employees may request a change in the scheduled vacation on a date submitted and seniority
basis and subject to approval by the Chief of Police, who will exercise discretion in a
nondiscriminatory manner. All such requests will be submitted at least 14 days prior to the
requested time off and will be answered and posted within 7 days from the date requested.
Section I.
Any employee who wants to split his vacation may only select the first two (2) weeks in order of
his seniority and the balance only after all other selections have been made.
Section J.
A minimum of one (1) officer per shift shall be granted vacation, if requested, during given
calendar week unless additional vacations are granted for that particular week by the Chief of
Police who will exercise discretion in a nondiscriminatory manner. Single vacation days shall not
count toward the minimum as long as such single days do not constitute a majority of the days in
a calendar week and granting vacation in such situations will not disrupt normal operation of the
impacted shift. During the week in which December 25 falls, there shall be a minimum of two
(2) officers and one (1) sergeant per shift approved for vacation, if requested.
Section K.
Any employee who becomes eligible for additional vacation, due to an anniversary date of
employment which falls during the last quarter of the year, may take said additional vacation at
any time during the quarter, before or after the anniversary date.
Section L.
Upon death, retirement, or separation or dismissal without cause, the employee or survivor shall
be paid the total sum of his unused vacation. However, the sum for unused vacation shall not be
paid in the event of dismissal for cause.
Section M.
In the event of an employee's death, his or her spouse shall receive a lump sum payment - equal
to the salary equivalent of such employee's vacation; if there is no spouse, then the children shall
receive a lump sum payment equal to the employee's vacation; if there are no children, payment
shall be made to the employee's estate.
{00745852.DOCX Ver. 1}
16
ARTICLE 10 - FUNERAL LEAVE

Section A.
The Chief of Police or his designee shall grant upon application four (4) days leave with full pay
to members of the Department at the time of death of a brother, sister, father-in-law, mother-inlaw, grandparent, or grandchild of the employee. The said employee shall receive ten (10) days
off in case of the death of a spouse, civil union partner (for this Article only) or a child and five
(5) days off for the death of a parent or step-parent,
One (1) day off with pay shall be granted a member in the case of the death of an aunt or uncle,
niece or nephew of the employee or grandparent of the spouse. In the case of death of other
relatives, the Chief of Police may grant a day off to attend the funeral. The purpose of the one (1)
day of funeral leave is to provide time for the employee to:
(1)
(2)
travel to/from the place where services or burial will take place;
attend services for the deceased.
In case of a long distance to attend the funeral, the employee may be granted up to two (2)
additional days off if needed.
ARTICLE 11 - LEAVE OF ABSENCE
Section A.
An employee may request, in writing, a leave of absence without pay for good cause. The Board
of Police Commissioners in their discretion may grant such leave when in their sole judgment,
such leave will act to the immediate benefit of the Police Department of the City of Ansonia.
Seniority shall not accumulate during such leave except if leave is granted for medical reasons as
a result of a job-related injury.
Section B.
A leave of absence may be requested for a temporary assignment with another law enforcement
agency, not to exceed one (1) year, provided that the Board of Police Commissioners determine
that it will be for the betterment of the Police Department and that it will not adversely affect the
operation of the Department.
Section C.
Employees with one or more years of service will be eligible for an unpaid family or medical
leave of absence under the provisions of the federal Family and Medical Leave Act.
ARTICLE 12 - ACCESS TO PREMISES
Section A.
The Union Business Representative may be permitted to visit premises directly under the control
of the Police Department provided such visits are at a reasonable time and place and do not
interfere or interrupt the performance of police work. Upon reporting to such premises, the
Union Representative shall first report to the Chief of Police or the Senior Officer in charge.
Except in emergencies, the Business Representative will make an appointment in advance with
the Chief of Police for such visits.
{00745852.DOCX Ver. 1}
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ARTICLE 13 - BULLETIN BOARDS

Section A.
The City shall provide bulletin board space for the posting of the Union meetings and legitimate
Union business.
ARTICLE 14 - DISCIPLINE AND DISCHARGE
Section A.
No employee shall be discharged, terminated, demoted, suspended, or disciplined in any other
manner except for just cause.
Section B.
As used herein, the term "demoted" shall include the transfer of an employee, laterally or
otherwise, resulting in a reduction of the employee's base wages.
Section C.
The Chief may award discipline for just cause, to a maximum penalty of eight (8) days
suspension without pay.
Such discipline may also include lesser suspension and/or warnings or reprimands. Such
discipline may be awarded without a formal hearing, provided that an employee subject to such
discipline shall have the right to confer with the Chief, together with a Union Representative of
his or her choice (Union lawyer, Union business agent or Union steward), prior to the imposition
of the discipline. The employee may appoint his or her own attorney provided a waiver is sought
and granted by the union. The representative chosen by the employee must be available so that
the conference with the Chief takes place not later than ten (10) working days from the date that
the Chief notifies the employee of the intention to impose discipline.
Section D.
Discipline other than that described in Section C above, shall be imposed only by the Board of
Police Commissioners, who shall also be authorized to award those lesser amounts of discipline
described in Section C above, provided that no employee shall be discharged, terminated,
demoted, suspended, or disciplined in any other manner by the Board of Police Commissioners
except for just cause, and after opportunity for a hearing before said Board of Police
Commissioners and provided that in the event an officer is arrested for an alleged violation of the
criminal code, the Chief may suspend such officer without pay for up to thirty (30) calendar days
pending a hearing before said Board of Police Commissioners. The Chief may place such officer
on administrative duty with pay within the department at any time prior to the hearing. If such
employee is unavailable for administrative duty, the employee will be suspended without pay
pending the hearing before the Board of Police Commissioners.
Section E.
All disciplinary proceedings or any proceeding in which the employee is listed on the Agenda
before the Board of Police Commissioners shall require notice to the employee and union at least
seven (7) calendar days prior to the date of the hearing; parties to have right to reschedule
hearing for cause. Said notice shall contain the particular provisions of the Department's rules
{00745852.DOCX Ver. 1}
18
and regulations, where applicable, the employee is alleged to have violated, and shall further
contain a description of the acts allegedly committed by the employee in violation of said rules
and regulations, where applicable.
Section F.
At all hearings before the Board of Police Commissioners, all witnesses shall be sworn and the
employee shall have the right to representation of his choice and at his expense. All disciplinary
hearings shall be open to the public, including the press, unless the employee requests that the
hearing be closed. The Board of Police Commissioners shall render their decision and notify the
employee and the Union thereof not later than twenty (20) calendar days after the hearing is
closed.
Section G.
Whenever a complaint is made against an officer, such complaint shall either (1) be submitted in
writing, on a departmental complaint form and signed by the complainant, or (2) be documented
and reduced to writing by the Shift Supervisor receiving the complaint. Provided the complaint
or documented complaint does not allege actions criminal in nature and/or does not provide
cause for an Internal Affairs Investigation, the City, within seven (7) business days of having
received the same, shall provide a copy of the complaint to the officer or officers therein
mentioned. Such complaint or documented complaint shall be dismissed if not acted upon by the
Board of Police Commissioners within seven (7) months of the date of the complaint being filed
unless it becomes a criminal matter. In such case, the seven (7) months time frame will
commence at the start of the IA investigation. If such complaint relates to the conduct of said
employee(s) as police officer(s) or the manner in which said employee(s) discharged police
duties, and the police officer was acting reasonable and lawfully in the conduct of his or her
employment when engaging in the conduct which is the subject of the complaint, and no charges
are brought against the employee(s) by the City, said complaint results in court action, said
employee(s) shall be entitled to be represented by the City's attorney, or, at the City's option,
another attorney of the City's choice, whose fees shall be paid for by the City.
Section H.
Employees shall be entitled to representation by a Union Representative of choice (Union
lawyer, Union business agent or Union steward) at any meeting or an inquiry during which the
employee may be subject to interrogation if the employee reasonably anticipates discipline may
result from such meeting or inquiry. The employee may appoint his or her own attorney provided
that a waiver is sought and approved by the union. The meeting or inquiry may be delayed up to
24 hours to provide the employee with a specific individual as his/her union representative.
Section I.
No grievance addressing a non-probationary employee's discharge, termination or demotion,
including severity of punishment, can be submitted directly to the Connecticut State Board of
Mediation and Arbitration without the approval of the Union. The Union may submit said
grievance directly to the Connecticut State Board of Mediation and Arbitration, requesting
arbitration with respect thereto in accordance with the rules of the Board. Such request must be
submitted in writing, with a copy to the City, within fifteen (15) calendar days of the date the
discipline was imposed. The arbitrators are hereby empowered to render a final and binding
arbitration award with respect to said grievance.
{00745852.DOCX Ver. 1}
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Section J.
Any employee who has been disciplined or discharged and who is subsequently exonerated, shall
be reinstated without prejudice or loss of seniority and compensated for any loss of wages
covering the period of any suspension or discharge for which he/she had been exonerated.
ARTICLE 15 - SENIORITY
Section A.
Seniority for employees employed prior to May 11, 1979 shall be defined as the total length of
continuous service with the City in the Police Department as a regular Police Officer from the
date of swearing in. For employees employed on or after May 11, 1979, seniority shall be from
the date of employment.
1.
In the event that more than one (1) employee is hired on the same day, the
employee with the highest final rating from the Police Academy shall have the
greater seniority.
2.
In the event of a reduction in the manpower, the order of layoffs in the bargaining
unit shall be by reverse seniority.
3.
There shall also be rank seniority which shall consist of relative length of
accumulated service in a respective rank. Rank seniority shall prevail in regard to
vacation, personal days and holidays. If two (2) or more officers have the same
date of hire regarding their rank seniority, seniority will revert to original date of
hire as a patrol officer or preceding rank.
Section B.
An employee shall lose all seniority only if:
1.
2.
3.
4.
Voluntarily terminates employment with the Department.

Is discharged for just cause.
Fails to return to work upon expiration of a leave of absence.
Is not recalled from layoff within eighteen (18) months of the layoff.
Section C.
Promotional examinations are to be conducted whenever a vacancy is to be filled, or a new rank
is created. Notice of the date, time and place for said examination shall be posted in a
conspicuous place in the Police Station and mailed to the officer(s), with a minimum of forty
(40) days' notice and a maximum of sixty (60) days. The promotional examination list shall be
valid for one year from the date that the test list is certified. Multiple promotions may be made
from a list that has not expired. The City reserves the right to delay or decline promoting from
any promotional list due to manpower shortages. All regular members of the Department with a
minimum of five (5) years of service in the Ansonia Police Department shall be eligible to take
the examination for Sergeant, and Detective. All regular members of the Department above the
rank of Patrolman with a minimum of five (5) years' experience in the Ansonia Police
Department shall be eligible to take the examination for Detective Sergeant and Lieutenant.
Promotional examinations shall be conducted by the State Personnel Department or a
comparable agency agreed upon by the City and Union. Said examination shall be divided into
{00745852.DOCX Ver. 1}
20
two (2) parts totaling 100 points for the entire examination, which shall be broken down as
follows:
Written Examination:
Oral Examination:
60 points
40 points
Employees shall have one quarter (1/4) point added to their final score (total) for each year of
service with the Department. Oral examinations shall be conducted by three (3) individuals who
are to be selected as follows:
The City shall select an individual who is an impartial member of the Criminal Justice Profession
having a knowledge of the position being tested for. The Union shall select an individual who is
an impartial member of the Criminal Justice Profession having knowledge of the position being
tested for.
The two (2) individuals selected by the City and the Union shall select a third individual who
also shall be an impartial member of the Criminal Justice Profession having a knowledge of the
rank and position being tested for.
The three (3) individuals as set forth above shall conduct the oral examination. A passing grade
must be achieved in the written phase of the examination process before employees can proceed
to the next step.
A passing grade must be achieved in the written and oral phases of the examination process.
A total of 65 points shall be a passing grade on the written examination and 70 points shall be a
passing grade in the remaining phases of the examination process. After the final grades are
computed, the Mayor shall choose the person as his nominee to fill the vacancy in question from
the individuals with the three (3) highest scores and present the name of the individual to the
Board of Aldermen for approval as provided for in the Charter, or as provided in any future
change in the Charter.
An unsatisfactory performance evaluation within the first year may be grounds to place the
promoted employee on a one year trial period during which the employee will receive a
performance evaluation after six months and at the conclusion of the one year period. If the
employee receives an unsatisfactory performance evaluation at any time during the trial period,
the employee shall be returned to his/her former rank. Performance evaluations must be based on
nonarbitrary and noncapricious assessment of the employee's performance and must include
documented accounts of poor performance.
ARTICLE 16 - GENERAL
Section A.
Each full time member of the Department will be paid the following clothing allowance in their
paycheck as follows:
$900.00 in the first paycheck issued after January 1, 2015
Effective 1/1/16, clothing allowance will be paid as follows:
Each full time member of the Department will be paid $1050.00 for their annual
clothing allowance in the first paycheck issued after January 1st.
{00745852.DOCX Ver. 1}
21
A new employee shall be given a prorated clothing allowance at the time of his/her employment
and shall receive the full allowance in his/her first paycheck of January following his
employment.
Section B.
The City will furnish the following initial equipment to new employees: (1) police issued firearm
with holster, (2) pepper spray, (3) magazine and holder, (4) radio holder, (5) badges (one for hat,
one for shirt), (6) baton (if applicable) and (7) rain gear (one raincoat, one pair of boots, one rain
cap cover), (8) bullet proof vest (one-time event for new hires only), (9) taser holster. The City
will replace same when necessary because of damage in the line of duty. The City will also
replace personal effects such as watches, clothing, and glasses if they are damaged or lost in the
line of duty upon the return of such goods if possible to the Chief of Police or his designee. The
City will reimburse employee for the reasonable value of clothing or personal effects not to
exceed $150 per item which, in the performance of duty, is destroyed, damaged or disappears
under circumstances which would lead one to reasonably conclude that it was stolen. Said
destruction, damage, or disappearance must not be as a result of officers' negligence. Payment as
described herein shall not be made unless approved by the Police Commission.
The City shall pay for any changes in equipment initiated by the City. If the City initiates a
change in uniforms:
a)
at least sixty (60) days' notice shall be given to all employees; and
b)
if the change requires expenses in excess of $150 by the employee, either twelve (12)
months' notice shall be given or the City shall make an adjustment in the next annual
clothing allowance payment to compensate for the expense in excess of $150.
There shall be no more than one uniform change per year.

Section C.
A periodic check will be made of all pistols and replacements will be made with proper
equipment when necessary.
Section D.
The City will continue to provide all rubber goods such as hats, reversible raincoats and rubber
footwear.
Section E.
As a safety precaution, a minimum of two (2) officers will be sent on calls whenever it is
possible to do so and the situation requires it.
Section F.
Any employee disabled in the line of duty to the extent that a doctor, selected by the City,
certifies that he is totally disabled shall receive full pay up to one (1) year from date of disability
or until he is determined to be totally disabled, whichever comes first.
Full pay under this provision shall be reduced by the amount of any workers' compensation
payments which the employee is receiving or is eligible to receive on a weekly, monthly or
quarterly basis or as otherwise compensated by the workers' compensation commissioner but not
to include specific indemnity benefits covering specific loss or disfigurement.
{00745852.DOCX Ver. 1}
22
Section G.
Other expenses incidental to such injury shall be paid by the City in accordance with the
Workers' Compensation Act of the State of Connecticut.
Section H.
If a police officer is called into the military service, the time spent in said service shall be
considered as employment with the City for retirement purposes and seniority purposes only
providing the police officer applies for reemployment as specified in Title 38 U.S. Code Chapter
43.
Section I.
All parties to this Agreement shall cooperate in the enforcement of safety rules and regulations.
Section J.
The City shall indemnify employees as provided by Connecticut General Statutes. Section 7-465.
Section K.
Every employee shall have the right to review and copy his or her personnel file upon request to
the Chief of Police in accordance with State statute.
"Personnel file" shall include the following:
1)
the file commonly known as the personnel file which is maintained at the Police
Department;
2)
the employee's discipline file which is maintained at the Police Department;
3)
training records maintained by the Department for the employee;
"Personnel file" shall not include:

1)
the medical file which is maintained separately in accordance with ADA

requirements, and which includes workers' compensation claim information;
2)
the files kept for OSHA concerning exposure to blood borne pathogens and
contagious diseases;
3)
grievance files;
4)
Internal Investigation files;
5)
Officers' reports which have not led to any action against the employee. Nothing
in this policy shall preclude an employee's access to materials not contained in the
"Personnel File" that is not otherwise privileged.
Section L.
If any Article or Section of this Agreement is declared invalid by a court of competent
jurisdiction, said invalidity shall not affect the balance of this Agreement.
Section M.
The City shall give each officer, and each officer subsequently hired, a copy of this contract, after
it is executed.
{00745852.DOCX Ver. 1}
23
Section N.
Working in Higher Class
In the absence of a sergeant or a detective sergeant on an assigned shift, the Chief of Police or a
Lieutenant in the Chiefs absence, may designate, at their discretion, a detective or patrol officer
as officer in charge. If the Chief or a Lieutenant is not available, the shift supervisor on the
preceding shift may so designate a detective or patrol officer. Such designated officer in charge
shall assume the duties and responsibilities of the sergeant's rank and shall be paid at the
sergeant's rate for any time spent as the officer in charge.
When an employee is appointed to an acting rank in a higher classification, said employee shall
receive all compensation at the higher rate for the duration of the appointment.
The Chief may assign a patrol officer to the detective bureau for training purposes for up to nine
(9) months in a calendar year, with a three (3) month extension, if necessary, without appointing
the patrol officer as an acting detective.
Section O.
Grooming
All officers are required to look clean and neat in appearance. Sideburns will not be allowed
below the midpoint of the ear. Goatees, mutton chops, beards, and handle bar mustaches are not
permitted. Mustaches shall be neatly trimmed and shall extend no lower than the center of the
mouth. Hair shall not extend beyond the top of the collar. Ducktail haircuts and beards are not
allowed. For special assignments, the Chief will have the discretion to relax grooming standards.
Section P.
Employees shall not be required to wear hats in cruisers.
Section Q.
The City will supply qualification rating pins for set ratings as determined by the Chief of Police
or firearms instructor.
Section R.
No employees of the bargaining unit shall be required to clean the animal pound unless the City's
animal control officers are not available to perform such duties during their normally scheduled
work week.
Section S.
a. Any time a patrol officer or Sergeant is off duty and is qualifying on their off-duty nondepartment issued weapon, those hours will count towards the 48 hours of compensatory
time accumulated under Article 4, Section A.5, and is governed by the compensatory time
procedures provided therein.
{00745852.DOCX Ver. 1}
24
b. Any Detective Sergeant or Detective who is off duty and is qualifying on their off-duty
non-departmental issued weapon will be paid their regular overtime rate for the time
spent qualifying. The time shall be calculated in four (4) hour blocks in accordance with
Article 5, Section H.
ARTICLE 17 - INSURANCE
Section A.
The City will pay the full cost of the employee's group life insurance. Said insurance shall be in
the amount of $30,000.
Section B.
Effective March 1, 2015, the City shall assume ninety-two percent (92%) of the cost for the
employee's coverage in the medical/dental/vision plans.
Effective July 1, 2016, the City shall assume ninety-one percent (91%) of the cost for the
employee's coverage in the medical/dental/vision plans.
Each employee may elect coverage under the current medical/dental benefit plans which include
prescription drug and vision benefits.
1. Anthem Blue Cross High Deductible Health Plan (HDHP); or
2. Anthem Blue Cross Preferred Provider Organization (PPO)
For new employees hired, coverage shall commence on the first day of the month following sixty
(60) days of employment.
Effective upon ratification, but no later than July 1, 2005, the City shall no longer reimburse
employees for medical, dental, or prescription costs, co-pays or any other type of expense.
Such plans may be changed by the City during the contract period provided (1) the Union is
given thirty (30) days notice of any planned change, and (2) the new carrier provides plans
which allow substantially the same coverage.
High Deductible Health Plan (HDHP)
Effective March 1, 2015, the City of Ansonia will provide a High Deductible Health Plan
(HDHP) to full-time employees who elect to participate. The program shall be offered on a
calendar year basis with open enrollment to be available in December. The HDHP shall have a
$1,500 single and $3,000 family deducible for in-network services. Prescription drugs are
covered as part of the program and are subject to the deductible. Once the deductible is met there
shall be no coinsurance in network for covered services, except for prescriptions. Upon
satisfaction of the HDHP deductible, prescriptions subject to a managed three tier drug rider with
co-pays of $5 Generic/$20 Brand Name/ $35 Non Formulary Brand name co-pay (unlimited
maximum) (2x retail co-payment for 90day supply).
Out of network services will be subject to a 70% plan / 30% member coinsurance to a combined
in-and-out-of-network out-of-pocket maximum of $1,500 for the individual and $3,000 for the
{00745852.DOCX Ver. 1}
25
family, for a combined in-and-out-of-network out-of-pocket maximum of $4,000 for the

individual and $8,000 for the family.
Health Savings Account (HSA)
Enrollees in the HDHP shall have a Health Savings Account (HSA) to defray deductible
expenses. The City shall be responsible for any administrative, maintenance and other costs
associated with the start-up and maintenance of the HSA accounts.
In plan years 1 through 3 of the contract (March 1, 2015 through December 1, 2017), the City
agrees to contribute sixty percent (60%) of the HDHP deductible. The Citys initial full
contribution toward the deductible shall be deposited in the HSA bank account of the employee
on or around March 1, 2015 and shall not be pro-rated notwithstanding the shorter plan year.
Thereafter, the Citys full contribution toward the deductible shall be deposited in the HSA bank
account of the employee on or around January 1 st of each plan year. The employees contribution
toward the deductible shall either be, at the employees option, via payroll deduction or
contributed directly by the employee in his/her HSA bank account.
Alternate PPO Plan and Buy-Up
The HDHP described above shall be the core insurance plan. The City shall also offer a PPO
plan, described in Appendix A. For any eligible employee wishing to remain in the PPO plan,
the City will contribute toward the cost of that plan an amount equal to the following: the dollar
amount contributed by the City toward the HDHP deductible for the employees coverage level.
Any employee remaining enrolled in the PPO plan shall pay the full difference in premiums after
crediting the dollar amount contributed by the City for the contribution to the HDHP. Premium
cost share shall be paid on the core HDHP plan.
Employees who are not eligible for enrollment in an HSA shall be permitted to enroll in coverage
in the current PPO offered by the City, but without the additional cost of the buy-up. Such
employees shall pay the premium cost share on the PPO.
The following is an example for an employee buying up with family coverage:
Assume the PPO plan costs $12,000.00, and the HDHP plan costs $6,000.00. The HDHP plan is
coupled with an HSA of 1500/3000 of which the Employer is responsible for 60%. Thus, the
Employer would also be contributing 60% of the family deductible, or $1,800.00. The
employees cost of the buy-up is the difference between the premium for the HDHP ($6,000) and
the premium for the PPO minus the contribution ($12,000- $1,800). The cost = $4,200.
The employees premium cost-share for the HDHP is 8%. Therefore, for a family, as it relates to
the HSA/HDHP, the Employer would pay 92% of the $6000.00 annual cost, or $5,520.00. The
employee pays $480.00 that year. The employees total cost of the buy-up with premium cost
share that year would be $4,680.
Attached as Appendix A is a summary of the current medical, dental and vision plans.
{00745852.DOCX Ver. 1}
26
The dental plan includes the following additional benefits:

1.
Sealants
2.
Anesthesia
3.
Mouth Guards
Retiree Insurance Coverage

The City shall pay for the following medical benefits for retirees:
a.
For non-Medicare eligible employees who retire on or after July l, 1998, eighty
percent (80%) the cost of the medical plan coverage provided at the time of
retirement for the retiree only for a period of not to exceed ten (10) years and
twenty percent (20%) the cost of the medical plan coverage provided at the time
of retirement for the retiree's spouse for a period of not to exceed five (5) years.
The Employers HAS contribution will be maintained, based upon coverage level,
during the operative period pf retirement.
b.
At such time as a retiree who retires on or after July 1, 1998, becomes eligible for
Medicare, the City shall pay for PHS Medicare replacement "Smart Choice" Plan
coverage or a comparable plan.
If during the period of coverage one spouse becomes Medicare eligible while the younger spouse
remains eligible for coverage under the Citys insurance, the City shall provide coverage with an
HDHP and an HSA on an individual basis for the individual with single coverage. The
Employers HSA contribution will be maintained, based upon coverage level, during the
operative period of retirement.
Section C.
The City may obtain comparable medical benefit coverage from alternative insurance carriers, or
through self-insurance, so long as there is no interruption in coverage. If the City proposes a
change, it shall give written notice to the Union. The Union may challenge any proposed change
in insurance carriers/administration on the basis that the coverage to be provided is not
comparable to the existing coverage. The Union's challenge must be filed in writing within sixty
(60) calendar days from notice of the proposed change, and must specify the areas in which the
Union claims that the proposed plan is not comparable to the current one. The City and the
Union shall meet to discuss the Union's concerns, which discussions shall be concluded no later
than thirty (30) calendar days following receipt of the Union's notice of challenge. If a dispute
remains, it shall be submitted to expedited arbitration before an arbitrator selected through the
State Board of Mediation and Arbitration or if the City so elects, the American Arbitration
Association. The cost for the services of an American Arbitration Association arbitrator shall be
borne by the City.
Section D.
Employees who provide proof of alternate insurance may voluntarily elect to waive insurance
coverage as listed above and shall receive a quarterly payment of $1,000 with a maximum
payment of $4,000 per year for waiving said coverage.
The City will provide the Union with health insurance costs on an annual basis at the time of
renewal.
{00745852.DOCX Ver. 1}
27
ARTICLE 18 - SICK LEAVE

Section A.
Sick leave period for all members of the Department shall be fifteen (15) days per year with pay
which shall accumulate on a prorated basis. Each employee shall be allowed to utilize sick time
in order to care for a sick or injured member of the employee's immediate family or household to
a maximum of five (5) days per year. Additional sick leave or family time off shall be allowed at
the discretion of the Chief of Police.
Section B.
This attendance agreement is to periodically review the attendance of each employee to ensure
that those with good attendance are recognized and to assist those officers with deficient
attendance records to improve.
Each January, the Chief, or his designee, will review the attendance of each sworn officer within
the department for the previous year. The review will encompass the following criteria:
1.
Determine the mean or median of the amount of sick days taken (the higher number is
used in order to give greater benefit to the officer). Officers whose sick time usage falls at
or below the mean/median plus 20% are determined to be within the acceptable range.
(The calculation rises to mean/median plus 40% if the mean/median is four (4) or below)
Those officers whose sick time usage exceeds the mean/median plus 20% (40%) are
determined to be outside of the acceptable range. For operational reasons, separate
calculations will be utilized for patrol and the detective bureau.
2.
Those officers who attain perfect attendance are not included in the calculations in order
to provide a greater benefit to those officers who did use sick time for the year Inclusion
of those officers with zero sick time usage would dramatically reduce the mean/median
for the department's sworn officers. Therefore, the mean/median used is not the
department's true mean/median, but rather that of only those officers who used sick time
within the year being reviewed.
3.
Only unexcused sick time will be calculated towards the mean/median. Sick time usage
covered by a physician's note will not be considered in the calculations.
Definitions:
The following terms are used in the process to calculate the mean and median of sick time usage
as well as the range.
Maximum - highest amount of days taken by one officer.
Minimum - lowest amount of days taken by one officer.
Mean average score figured by compiling total amount of days and dividing by total
amount of officers using sick leave.
Median - average score using a hierarchy of numbering from time used.
{00745852.DOCX Ver. 1}
28
Average Used - higher of two scores (median or mean) used in evaluating excessive sick
leave. This gives the employee the benefit of being compared with the higher score.
Average Used Plus 20% (40%) - computed score which is used to determine excessive use
of sick leave. (The employee is then allowed to be 20% (40%) above the average before
being found to be excessive.)
Remediation:
Those officers with perfect attendance, or whose sick time usage falls within the acceptable
range, will be recognized by the Chief with a letter in their permanent personnel file.
Those officers whose sick time usage falls outside the acceptable range for the year being
reviewed will be required to discuss the matter with the Chief or his designee. These officers will
receive a counseling memo which is not considered discipline. However, a counseling memo will
only be administered once. Those officers whose sick time usage falls beyond the acceptable
range for a second consecutive year will face progressive discipline beginning with a
documented verbal warning. Subsequent unacceptable sick time usage will garner further
discipline.
Remediation applies only to total sick days taken.
Each July, the Chief or his designee will review the sick time usage for the department for the
first six months of the year. Each officer will be notified of the department's mean/median and
will be advised to compare their own usage. However, this notification is informational only and
will not initiate discipline.
Additionally, if in the judgment of the Police Commissioners, the sick leave is being abused, said
Commissioners in their discretion have the right to require a doctor's certificate, or in the
alternative, an examination by a doctor chosen by said Commissioners. If the City requires an
examination by a doctor, the City shall pay the cost of the examination.
Section C.
In extenuating circumstances, the Board of Police Commissioners may give consideration to
additional leave with appropriate medical certification.
Section D.
Effective October 1, 2006, members not using all or any part of said sick leave in any one year
shall have the right to carry over their unused sick leave from year to year and allow the same to
accumulate up to one hundred and fifteen (115) days.
The City will be allowed to buy back sick leave in the excess of one hundred fifteen (115) days
in order to reduce sick leave to the one hundred fifteen (115) day maximum.
Upon retirement, or death of an officer, said officer or survivors will receive payment for
accumulated sick days based upon years of service in accordance with the following schedule:
Less than one (1) year to less than five (5) years:
0%
Five (5) years to less than fifteen (15) years:
50%
Fifteen (15) years to less than twenty (20) years:
75%
Twenty (20 years or more:
100%
{00745852.DOCX Ver. 1}
29
Notwithstanding, an employee who retires on a C.M.E.R.S. disability shall receive payment for
100% of accumulated sick days regardless of years of service at the time of retirement.
Section E.
Sick leave as outlined above shall not be used to cover on-the-job illness or injury.
Section F.
A regular full-time employee who reaches his or her accumulation of sixty (60) days of sick
leave and who maintains a perfect attendance record for any four (4) consecutive months
thereafter shall be credited with one (1) earned day to be used during the succeeding twelve (12)
months. Absence for personal leave, vacation leave, maternity/paternity leave and funeral leave,
and leave while eligible to receive and receiving workers' compensation benefits will not mar
otherwise perfect attendance; absence for sick leave, suspension, leave without pay, and tardiness
will mar perfect attendance. Said earned days must be taken within twelve (12) months of being
earned and, effective July 1, 2008, earned sick days shall be treated the same as personal days.
Section G.
Employees shall be entitled to unpaid Family Medical Leave pursuant to all controlling State and
Federal laws. Employees shall be entitled, at their discretion, to use accumulated paid leave
(vacation, personal, compensatory, earned sick leave and sick leave) towards FMLA leave.
ARTICLE 19 - PENSIONS
1.
The City shall provide a pension retirement plan for all regular police officers. Effective
September 1, 2007, all current and future sworn employees shall be enrolled in the
Connecticut Municipal Employees Retirement System (C.M.E R.S.) Each officer shall
contribute into said pension fund. The amount of contributions by the employee and the
municipality shall be that as deemed by the C.M.E. R.S. plan.
2.
There shall be no mandatory retirement age for officers covered by this Agreement.
3.
Normal retirement for members of the Department shall be as described in the

C.M.E.R.S. plan
4.
Disability for Police Officers

In the event that such permanent disability is shown to have been sustained during
the performance of essential duties pertaining to employment with the Town and such
participant qualifies for disability to the extent that he or she cannot perform normal and
customary duties as a Police Officer, then such participant shall be entitled to retirement
for disability irrespective of age or the duration of employment. Such employee retired
because of disability shall receive a pension benefit as provided under Disability
Retirement without reduction for early commencement of such benefit, and in no event,
shall such annual disability income benefit be less than one-half (1/2) the annual pay rate
of the participant at the time of the disability retirement. Disability retirement payments
shall be reduced by the amount of any workers' compensation payments which the retiree
is receiving or is eligible to receive on a weekly, monthly or quarterly basis or as
{00745852.DOCX Ver. 1}
30
otherwise compensated by the workers' compensation commissioner but not to include

specific indemnity benefits covering specific loss or disfigurement
5.
Vesting and Withdrawals from the Fund

All requirements and benefits regarding vesting, retirement benefits, determination of
retirement pay shall be as stated in the C.M.E R.S. plan.
6.
The City shall provide Union President a copy of the total earnings report which the City
provides to the State of Connecticut C-MERS pension plan on a monthly basis for
purposes of calculating pension benefits.
ARTICLE 20 - GRIEVANCE PROCEDURE
Section A.
A grievance shall be defined, as a misapplication or a misinterpretation of a specific term of this
Agreement. All grievances shall be in writing setting forth the specific section of this Agreement
alleged to be misapplied or misinterpreted and the specific relief sought and must be filed with
the Chief of Police.
Section B.
Any employee may use this grievance procedure with or without Union assistance. Should an
employee process a grievance through the first step provided herein prior to seeking Union aid,
the Union at its discretion, may process the grievance anew from the first step. No grievance
shall contravene the provisions of this Agreement.
Step One. Any employee and/or a Union representative with a grievance shall within twenty (20)
calendar days of occurrence of same, discuss the grievance with a designee appointed by the
Chief of Police and attempt to resolve the grievance before reducing the grievance to writing. If
the Chiefs designee is not available within the twenty (20) calendar day period, or the dispute is
not resolved in discussions with the Chiefs designee, the complainant and/or the Union shall
within thirty (30) calendar days of the grieved event, reduce the grievance to writing and submit
it to the Chief of Police or the Chiefs designee in his absence. The decision shall be submitted in
writing to the aggrieved employee, and the Union within thirty (30) calendar days of receipt of
the grievance.
Step Two. If the complainant and/or the Union are not satisfied with the decision rendered by the
Chief or the Chiefs designee, said complainant or the Union shall submit the grievance, in
writing, within thirty (30) calendar days to the Board of Police Commissioners. The Commission
shall within thirty (30) calendar days of receipt of the grievance, submit its decision in writing to
the complainant and the Union.
Step Three. If the Union is not satisfied with the decision rendered and elects further processing,
it shall submit the grievance within forty (40) calendar days to the Connecticut State Board of
Mediation and Arbitration, with copies of the filing for arbitration sent to the Board of Police
Commissioners, the Chief of Police. The decision rendered by the arbitrators shall be final and
binding upon both parties and it must be implemented within thirty (30) calendar days unless
appealed to Superior Court, except that the decision shall not amend or alter this Agreement in
any manner. Neither party waives its right to legal appeal under the Connecticut General Statutes
{00745852.DOCX Ver. 1}
31
Section C.
Mediation
The mediation services of the State Board of Mediation and Arbitration may be used after Step 1
and 2 of the grievance procedure.
Section D.
Meetings on Grievances
Nothing in this Article shall prohibit the parties from mutually arranging informal meetings at
any step of the grievance procedure. The Mayor, the Chief of Police and the Police Commission
may meet to review any grievance scheduled for arbitration.
Section E.
Recording of Minutes of Testimony
Either party shall have the right to employ a public stenographer or use a mechanical recording
device at any step in this procedure, provided that any cost incurred through the use of a public
stenographer or recording device shall be borne by the party employing same.
Section F.
Police Union as Complainant
The Police Union shall be entitled to submit grievances in the name of the Police Union in the
same manner as is provided herein for employees.
Section G.
If a grievance is not submitted within the prescribed time limit as herein stated, it shall be
deemed settled or withdrawn. If the City fails to render its decision on a grievance within the
time limits specified, such grievance shall be processed to the next step.
Section H.
Arbitration shall be conducted by the State Board of Mediation and Arbitration under the rules
and regulations of said Board as in effect at the time of the filing.
Section I.
The cost of Arbitration shall be shared equally by the Board of Police Commissioners and the
Union.
ARTICLE 21 - EVALUATIONS
Section A.
Each officer will be evaluated in January of each year by his/her supervisor. The employee shall
be given a copy of the performance evaluation form which the employee is required to sign at the
time of receipt. See Appendix B (as agreed, Appendix B will be replaced with the appendix
attached to this proposed contract). An employee's signature on such form shall not be construed
{00745852.DOCX Ver. 1}
32
to indicate agreement or approval of the rating by the employee.

It is understood that only an overall unsatisfactory or needs improvement rating shall be
grievable. When the employee is rated less than satisfactory in any category, the rating
supervisor shall state the reasons why. The evaluator shall not act arbitrarily or capriciously in
rating an employee.
ARTICLE 22 - OUTSIDE EMPLOYMENT
Section A.
No Article or Section thereof in this Agreement shall prevent any member of the Department
from holding outside employment, other than police duty, as long as such employment does not
conflict with the member's duties as a police officer, and as long as such officer has permission to
do so from the Chief of Police and so long as it does not exceed twenty (20) hours per week,
such permission shall not unreasonably be withheld, however.
ARTICLE 23 - RULES AND REGULATIONS
Section A.
The Department shall provide to each employee, upon employment, a copy of the Department's
Duty Manual. The Duty Manual shall be that which was adopted on June 10, 1987, as modified
by agreements of the parties reached in November, 1990. Future changes or amendments which
affect matters that are mandatory subjects of bargaining shall be subject to negotiation with the
Union.
ARTICLE 24 - LONGEVITY
Each employee hired before January 1, 2013 who has completed five (5) years of municipal
service as of their anniversary date shall be paid a longevity payment as follows:
five (5) years of service
ten (10) years of service
fifteen (15) years of service
twenty (20) years of service
twenty-five (25) years of service
$100.00
$200.00
$400.00
$500.00
$600.00
Longevity payments will be made in a lump sum to employees based on their anniversary date
and payable on the first payday following their anniversary date. This payment is not available to
employees hired after January 1, 2013.
ARTICLE 25 - DRUG TESTING POLICY
All probationary and regular officers will be tested in order to ascertain prohibited drug use in
accordance with the terms of the Attached Policy in Appendix C.
ARTICLE 26 - USE OF TOBACCO
Employees of the Ansonia Police Department may not smoke, use tobacco or any vapor or
{00745852.DOCX Ver. 1}
33
electronic cigarettes (a.k.a. e-cigarettes) while on duty, in uniform, or in police cruisers. At the
Ansonia Police Department Headquarters, smoking or the use of tobacco products is not
permitted.
ARTICLE 27 - CANINE UNIT
Section A.
The Canine Unit will be a permanent unit in the Patrol Division, consisting of one to three teams
and shall be assigned patrol duties.
Section B. Hours of Work
The canine units shall work a routine schedule, as covered by the current contract. The canine
unit shall work seven (7) hours on patrol, with an additional one (1) hour per workday for the
necessary at home care of the dog. The following shall be the ideal hours of work for the canine
teams, and will be bid on and filled in the following order of priority:
1.
2.
3.
1900 - 0200 hours

1600 - 2300 hours
0800 - 1500 hours
However, if the need arises, such as with staffing shortages, the canine officer may be scheduled
to work a normal patrol shift schedule.
Section C. Shift Bidding
Officers assigned to the canine division shall be exempt from normal shift bidding procedures.
Canine officers shall bid for only the shifts available to the canine units. The shifts shall be filled
in the order of priority as listed above. Canine officers shall bid for available shifts, based on
handler seniority in the canine division.
Section D. Vehicle Use
Each canine unit shall be assigned a designated canine police vehicle for departmental duties,
including transport of the dog to and from work. Each canine unit shall also be assigned a
portable radio. The canine vehicle shall not be used for personal use or extra duty assignments,
unless the assignment is canine related.
Section E. Uniforms
Canine Handlers shall be allowed to wear a navy blue B.D.U. uniform for patrol duties.. The
B.D.U. trousers shall be bloused in black boots, and be well maintained and neat. Regular issue
trousers will be worn for public appearances, parades, etc. During the time period that the
Ansonia Police Department members are wearing the summer uniform of the day, the canine
handler shall wear the approved B.D.U. uniform with the option of an approved dark blue, polostyle shirt that clearly identified the handler as a police officer with the Canine Unit.
Section F. Care and Feeding of the Dog
The dog shall live with the assigned canine handler. The City shall bear the expenses for dog
food, basic equipment, veterinary care, and insurance for the dog.
{00745852.DOCX Ver. 1}
34
Section G. Compensation
In recognition of the time spent by canine handlers in their off-duty hours for the at-home care of
their assigned dog, including time spent feeding, training, grooming, exercising and cleaning, the
City shall pay each canine handler a supplemental weekly pay consisting of two hours of
overtime at time and one-half times the officer's regular pay rate.
Section H. Training
Prior to street duty, the canine team shall be trained and certified by the Connecticut State Police
or other certified training as determined by the Chief of Police. Canine officers shall receive a
minimum of twelve (12) eight (8) hour training classes per year after his/her initial certification.
These will generally be held one (1) per month. When training is required, the handler's regular
work schedule shall be adjusted as needed so that such training occurs during working hours and
no additional overtime is needed. The handler shall select a training day, when applicable, which
creates the least opportunity for overtime on his affected shift.
Section I. Call-Ins
When a canine unit is called in for canine-related duty and is off-duty, he/she shall be paid at the
department's overtime rate as covered by the current contract. The canine unit shall be placed on
duty when contacted, and shall be paid for hours worked. The four-hour minimum overtime
provisions of the contract shall not apply to call-ins, made either by the Ansonia Police
Department or any mutual aid call-ins.
Section J. Retirement of the Dog
The City will be the sole owner of the dog. The canine will be retired from service when it is no
longer able to perform physically or mentally, to certification standards. In the case of a dog's
retirement, the handler will be given the opportunity to purchase the dog from the City for one
dollar ($1.00). Upon such purchase, the handler shall be responsible for all costs and any liability
associated with the dog.
Section K. Staffing
For the purposes of minimum manpower, vacations, personal time, holidays, and other
compensatory days, the canine handler shall not be counted against the patrol division's
manpower or compensatory time off requirements, unless staffing shortages require otherwise.
ARTICLE 28 - DURATION
Section A.
This Contract and all addendums contain the full and complete agreement between the parties.
All prior contracts are void and of no further force and effect.
Section B.
This Agreement may be altered or modified only by the mutual written agreement by the patties
hereto.
Section C.
This Agreement shall be binding upon the City and the Union from signing or award, except for
{00745852.DOCX Ver. 1}
35
wages and other economic issues expressly showing an effective date; where a date is not
reflected in the issues in dispute, said economic issues shall be effective following signing or
issuance of the Binding Arbitration Award. The Agreement shall continue in full force and effect
until midnight of the 30th day of June 2017 and shall continue from year to year thereafter unless
notice of the desire to change or amend the term and condition of this Agreement shall be given
by either the City or the Union, not less than one hundred twenty (120) days nor more than one
hundred eighty (180) days from expiration date of this Agreement.
ARTICLE 29 - ANNUAL JOB RECOGNITION AWARD
The parties shall immediately establish a recognition committee consisting of one Lieutenant,
one Sergeant, and one Patrol Officer. The Chief of Police shall appoint the Lieutenant and the
Union President shall appoint the Patrol Officer. The Lieutenant and the Patrol Officer shall
mutually agree to the Sergeant to the selected. Failing mutual agreement, the Sergeant shall be
selected by randomly drawing one of two names, each submitted by the Lieutenant and Patrol
Officer. Any officer or supervisor shall be allowed to submit the name of any officer to the
committee with details of the circumstances meriting a recognition award. The committee shall
review the circumstances, and decide whether to submit their recommendation for approval by
the Chief of Police for an award which will be designated by a pin and a certificate. Awards will
be presented in May of each year.
{00745852.DOCX Ver. 1}
36
CITY OF ANSONIA
ANSONIA POLICE UNION LOCAL 913

COUNCIL 15 AFSCME, AFL-CIO
_____________________________
David S. Cassetti
Mayor
_____________________________
Jim Frolish
President
______________________________
Date
______________________________
Date
{00745852.DOCX Ver. 1}
37
APPENDIX A
{00745852.DOCX Ver. 1}
38
APPENDIX B
Police Officer Performance Evaluation System

A.
Introduction
Performance evaluations are designed to improve overall work performance both
probationary and regular officers. They provide a fair and equitable method of evaluating
officer performance in order to improve the effectiveness of both the Department and the
individual. In the case of probationary officers, evaluations also aid in determining
whether or not such officers have the ability to comply with department standards.
B.
Purpose
This order establishes a performance evaluation system for all officers below the level of
department head and standardizes the administration of such a system.
1.
2.
C.
Definitions:
(a)
Performance Evaluation: The immediate supervisor's measurement of an

officer's on duty performance of assigned duties.
(b)
Rating Official: The individual who prepares an evaluation of an officer.

In this department, the Police Chief; Lieutenants, and Sergeants.
(c)
Reviewing Official: The individual who reviews the evaluation report

prepared by the Rating Official. In this department, the Police Chief,
Lieutenants, and Sergeants.
Performance Evaluation Reports: Performance evaluations will be an important

factor in the promotion, job assignment, career development, retention, training
assignment, and eligibility for favorable career actions, of the officer being
evaluated.
Policy:
All officers below department head level will be evaluated. Permanent officers will be
evaluated annually. Probationary officers will be evaluated every thirty days (with the
exception of assignment to basic POST certification course) or sooner if so directed by
the Police Chief or responsible ranking officer.
D.
Procedure:
This system is designed to have the rating done by the immediate supervisor of the officer
being rated. A Patrolman would ordinarily be rated by a Sergeant. A Sergeant would
ordinarily be rated by a Lieutenant. The officer who does the rating is described herein as
the Rater or Rating Officer.
{00745852.DOCX Ver. 1}
39
In this system, all ratings are be reviewed by a Reviewing Officer or Reviewer. The
Reviewer is the immediate supervisor of the Rater. Thus ordinarily, a Patrolman's rating
made by a Sergeant would be reviewed by a Lieutenant.
The following procedures are adopted:
1.
Evaluation hierarchy:
(a)Lieutenant's: evaluated by the Chief of Police. No review panel unless
requested, then by Police Commission.
(b)Sergeant's: Evaluated by Lieutenant, reviewed by Chief.
(b)
Detective's: Evaluated by Detective Sergeant, reviewed by Lieutenant.

(d)Police Officer: Evaluated by Sergeant, reviewed by Lieutenant.
(e)Probationary Officers: Evaluated by immediate supervisor with input from
Field Training Officer and or Department Training Officer, reviewed by
Lieutenant.
2. In all cases, the reviewer's responsibility is to insure that the initial evaluator has
been fair and impartial as possible. This protects the officer from any effect due to
personality conflict. In cases where the reviewer's rating differs from that of the
initial evaluator both parties shall meet with the Chief of Police, or designee, and
present their arguments supported by documentation as to the appropriate rating.
The Chief of Police, or designee, who shall meet with the Officer being rated,
shall decide the appropriate rating. Such rating shall be final.
3. The immediate supervisor of each officer shall maintain a file folder for each
subordinate officer in which all documentation pertaining to that officer's
performance will be retained. The materials will be used at the time of the
performance evaluation.
4.
There should be no surprises in evaluating an officer. Therefore, during the

months of rating, each rating official shall prepare a performance evaluation and
shall discuss the evaluation with the officer. Every six months the rating official
will counsel all subordinates on goals and objectives of the new rating period.
5.
Temporary Duty: A supervisor who has an officer assigned temporarily for a

period of more than 20 days will complete an individual trait rating sheet upon the
officer's completion of the temporary assignment and submit it to the officer's
regular supervisor for inclusion into the report.
6.
Any officer who receives a rating trait below two will be closely interviewed by
the immediate supervisor and/or division head, to determine the problems and
attempt to improve performance. At this time, the officer will be given every
opportunity to provide comments and to work with the supervisor in the
development of corrective actions.
{00745852.DOCX Ver. 1}
40
E.
Rating Appeals
Step 1:
Any permanent regular officer receiving a rating score below three may request a hearing
with the Chief of Police or designee. This request must be submitted to the Chief of
Police or designee within ten working days from the receipt of rating. The Chief of Police
may raise, agree with or lower the final rating. The decision of the Chief will be by
majority rule and their decision final.
F.
Evaluation report due dates;

1.
With the exception of time at the Municipal Police Training Academy,

probationary officers will be evaluated for each month or portion of a month
beginning with the month of their employment until they gain permanent status.
Probationary evaluation reports will be in the hands of the Chief on the first of
each month. The Chief must be notified five days in advance of the due date of an
evaluation report for any probationary officer with a rating score below two.
Probationary officers receiving a rating score below two will receive twice
monthly evaluations until they reach acceptable levels of performance or their
employment is terminated, as procedurally established in the town/union contract.
2. All officers will be evaluated every six months. The rating official must
completed the evaluation and have it in the hands of the reviewing official within
ten working days after the first of the month when the evaluation is due. The
reviewing official will complete his review and have the report in the Chiefs
office within ten working days. An appeal action that may be contemplated or in
process will not affect the above standard.
3. Supernumerary officers will be evaluated every six months. The rating official
must complete the evaluation and have it in the hands of the reviewing official
within ten working days after the first of the month when the evaluation is due.
The reviewing official will complete his review and have the report in the Chiefs
office within ten working days. An appeal action that may be contemplated or in
process will not affect the above standard.
G.
Training of rating official and reviewing officials:

All rating and reviewing officials will undergo one hour of training annually during
December, on department evaluation methods. New Police Officers will be provided with
initial training during their first month of probation. The training lesson will be developed
from this general order and administered by the Chief of Police or his designee.
H.
System Description:
In this system, the Rater uses the individual trait ratings described in Section 1 of this
document and a rating Summary Form found at the end of this document. The individual
trait ratings describe the traits to be rated in terms of police work and give a specific set
of "standards" for rating. The Rater completes the rating on the form provided, by
assigning rating values and then averaging the result into a single overall objective rating.
Individual traits and the overall rating are on a seven value scale.
{00745852.DOCX Ver. 1}
41
Accuracy achieved by rating in detail

Evaluating the performance of a police officer is one of the most important and serious
tasks a supervisor can undertake. An accurate, well thought-out rating can help the rated
officer to grow and advance in his chosen profession. A hasty ill-considered and
inaccurate rating can hurt the officer's morale and unfavorably change the course of his
career.
Accurate, meaningful ratings cannot be reached in a few minutes. It will take the Rater a
good deal of time and effort to undertake a detailed consideration of all the strengths and
weaknesses of the officer being rated.
Basic purpose of performance rating.
Any performance rating system is a tool, and like any tool, it can be misused or abused.
This manual is intended to guide Raters so that they can use this performance tool to
obtain the maximum possible benefits and avoid misuse or abuse.
This performance rating system is designed to provide a fair and intelligent method of
evaluating each police officer to improve the quality of police performance. This will aid
management, and the officer, in maintaining the best possible department standards. The
basis of any improvement in performance lies in a fair and honest evaluation of existing
performance. The performance rating system identifies the areas in which performance
can be improved and leads to providing ways to obtain that improvement.
Performance ratings may also be used as a factor in determining who will receive
promotions. While this use will seem very important to the individuals involved, it is
secondary to the basic objective of improving the quality-of police performance.
Fairness in rating
To achieve fairness, this system is designed to: (1) having the rating done by the
immediate supervisor rather than a higher ranking supervisor. The immediate Supervisor
always has the greatest knowledge of the actual work performance of the officer being
rated. (2) Having ratings prepared by all of the former immediate supervisors of that
officer during the rating period. (3) Evaluating separately, the performance of the officer
in 25-36 disciplines, skills and abilities which are a part of the duties of that officer.
Subjectivity
The performance evaluations made in this system are subjective judgments made by
supervisors. Relying on subjective judgments is unavoidable. In an assembly line job
objective evaluations can be made by counting the number of pieces produced, but in
police work the product is service and activity.
There is nothing wrong with subjective judgments if they are honestly made and based on
reasonable standards of performance, applied equally by all Raters.
Organization for rating
Performance Rating is a function of supervision. The organization of the performance
rating system is based on the formal hierarchy of supervision, particularly at the lower
levels.
{00745852.DOCX Ver. 1}
42
Who is the Rater

The Rater is the immediate supervisor of the person being rated. A Sergeant should rate
the officers under his jurisdiction. The Lieutenant should rate that Sergeant.
Determining the Rater is easy when one officer has been supervised throughout the entire
rating period by one supervisor. Police work often results in a single officer having many
supervisors during a rating period. Multiple assignments with multiple supervisors make
an evaluation more difficult.
Multi-Ratings due changes in assignments of "Floating Duty"
In many cases the officer being rated may have been transferred from one division to
another or from one section to another (that is from patrol to investigative or one patrol
shift to another) during the period. Obviously, the new immediate supervisor cannot rate
the officer's prior work.
When an officer is permanently transferred from one supervisor to another, the supervisor
he is leaving must prepare an interim rating. This covers the partial rating period from the
date of the last rating to the date of the transfer. This interim rating should be prepared
promptly, should be forwarded to the Administration for filing. This interim rating is then
available to be used at the time of the regular rating, as part of the total process.
Interim ratings should be made whenever the immediate supervisor-subordinate
relationship is changed, either because the subordinate is transferred or because the
supervisor is transferred.
Rating out of rank assignments
Occasionally an officer will be given an out of rank assignment or acting assignment. A
short assignment (160 hours or less) should be disregarded even though the officer may
receive extra compensation for the out of rank work. The rating for a longer or permanent
out of rank assignment is recorded on the Rating Summary Form in the box provided.
The rating should be based on the quality of the work actually done, not what the officer
might have done if he had been working in his proper rank. The officer should be rated
against the standards which apply to his permanent rank, not the standards which apply to
his temporary rank. For example, a Sergeant is assigned as an acting Lieutenant should be
rated on his work as acting Lieutenant, using the standards for Sergeant, not the standards
for Lieutenant.
All this officer can fairly or legally be expected to achieve is the level of his rank of
Sergeant, to decrease his rating by using Lieutenant standards would be most unfair.
Rating standards
This, system will provide each Rater with methods designed to achieve commonly
understood standards. This general order defines standards but the only way to really
obtain a general understanding and uniformity is through discussion among Raters, by
training and by using the rating system.
The Bench-marks
The basic point of reference, or bench-mark, on which the rating standards will be based
{00745852.DOCX Ver. 1}
43
is the concept of the "thoroughly competent officer." It is most important that every Rater
understands this concept clearly and completely.
The concept of the "thoroughly competent officer" is defined throughout this entire
system as "that level of performance which you would normally expect of an adequately
trained and experienced officer who is thoroughly competent in his position." Whatever
knowledge, skill, or ability is being rated, the standard is the amount of that knowledge,
skill or ability that you would expect to be reflected in the performance of an adequately
trained and experienced, thoroughly competent officer in that rank.
This standard is more than just "marginal." It is more than just "average." It is more than
just "ordinary." This is the level of performance of an officer in which a supervisor or a
co-worker would have full confidence. This is the kind of performance that can be relied
on day-in and day-out to be correct, thorough and intelligent.
I. General rating values
Explanation of traits: Behavioral traits mean different things to different people. The
value of any evaluation is dependent upon the behavioral definitions used by the
organization. This section of the manual will define each trait of the Ansonia Police
Department. When applying the definition, the Rater must take into account the
employee's training, experience and assignment. The definition will be expressed as
behavior in three basic levels of performance:
A score of one is the worst example of behavior of a trait.
A score of four is acceptable behavior.
A score of seven is the best example of behavior.
Scores of two, three, five and six are used to account for behavior that falls somewhere
among the three basic levels of performance
Appearance and Attitude
1.
2.
Maintains proper personal appearance and presents a good image of the Department.
(1)
Wears dirty shoes and dirty wrinkled uniform.
(4)
Uniform is neat and clean. Uniform fits properly. Hair is kept neat and clean.
Shoes and issued leather are shined.
(7)
Uniform neat, clean and tailored. Shoes and issued leather appear spit shined.
Always displays an appearance that would be expected of a professional police
officer.
Keeps Department issued equipment in good order. (Vehicle, uniform, etc.)

(1)
Damages equipment through neglect, fails to have repairs made or fails to report
damage when discovered. Leaves vehicle dirty inside and out, has to be told to go
to the car wash, fails to refuel vehicles, fails to re-supply equipment in vehicles.
(4)
Properly maintains equipment in accordance with Department regulations and

procedures.
{00745852.DOCX Ver. 1}
44
(7)
3.
4.
5.
6.
7.
Maintains vehicles and equipment above and beyond what would be reasonably
expected.
Exercises initiative, resourcefulness, tenacity and flexibility.

(1)
Exercises no independent thought, requires constant and complete supervision.

Generates little or no proactive activity.
(4)
Acts on the obvious, generates normal proactive activity, requires minimum

supervision, needs some direction.
(7)
Recognizes and acts on the obscure, needs little or no supervision to complete a

task, successfully completes prolonged complex tasks.
Is reliable, dependable and co-operative.

(1)
Produces inconsistently, supervisor must constantly check work produced to

ensure compliance, is resistant to supervision, insubordinate, argumentative,
sarcastic. Fails to respond to retraining or instruction.
(4)
Requires minimum supervision, adheres to chain of command, good peer

relationships, accepts role in department.
(7)
Can be counted on to perform instructions without supervision, actively assists

others, provides informal supervision to peers.
Is interested in and motivated to do police work.

(1)
Sees career only as a job, uses job to boost ego, abuses authority, demonstrates
little dedication to the principles of the profession.
(4)
Demonstrates an active interest in career and police responsibilities.
(7)
Utilizes on or off duty to further professional knowledge. Actively solicits

assistance from others to increase knowledge and improve skills. Demonstrates
concern for fair and equitable enforcement of the law. Maintains high ideals in
terms of professional responsibilities.
Is secure, self-confident and tolerates stress.

(1)
Becomes emotional or panic stricken. Cannot function during stressful incidents
(4)
Maintains calm self control in most situations. Determines proper course of action
and takes it. Does not allow the situation to deteriorate further than necessary.
(7)
Maintains calm self control even in the most extreme situations. Quickly restores
control in a situation and takes command. Determines best course of action and
takes it.
Exhibits proper safety precautions.

(1)
Consistently exposes himself and to others to unnecessary danger.
(4)
Follows accepted safety procedures and applies them.
{00745852.DOCX Ver. 1}
45
(7)
8.
Works safely; foresees dangerous situations and prepares for them in advance.
Keeps others informed and determines the best position for self and others. Is not
over confident and is in good physical condition.
Is not late or absent from duty.

(1)
Exhibits a pattern of sick leave. Fails to notify Department of absences in

accordance with Department polices or is frequently late for duty.
(4)
Uses sick time in accordance with Personnel Rules and Department policies, is
seldom late for duty.
(7)
Seldom absent from duty and reports for duty well in advance of assigned shifts.
Job Knowledge and Performance

9.
10.
11.
12.
Demonstrates good verbal skills.

(1)
Is abrupt, belligerent, overbearing, arrogant, uncommunicative. Verbal reports are

inaccurate and inconsistent.
(4)
Courteous, Friendly, empathetic and communicates in a professional, unbiased

manner. Provides and accurate verbal report when expected.
(7)
Is very much at ease with citizen contacts. Quickly establishes rapport and leaves
people feeling that the officer was interested in serving them. Provides accurate,
concise and comprehensive verbal communication, and is adaptable to the
audience.
Written Communication, Organization and Details.

(1)
Unable to organize information and reduce it to writing. Leaves out pertinent

details in report. Reports are inaccurate.
(4)
Completes reports, organizing information in a logical manner. Reports contain

the required information and are accurate.
(7)
Reports are a complete, concise and detailed accounting of events from beginning
to end. They are written and organized so that any reader may understand what
has occurred.
Written Communication, Grammar, Spelling, and Neatness.

(1)
Reports are illegible. Reports contain excessive number of misspelled words. Poor
sentence structure or word usage is improper or incomplete.
(4)
Reports are legible and grammar is at an acceptable level. Spelling is acceptable

and errors are rare. Errors, if present, do not impair the understanding of the
report.
(7)
Reports are neat and legible, contain no spelling or grammatical errors most of the
time.
Written Communication, Timely Manner

(1)
Requires an excessive amount of time to complete a report. Takes inordinate

amount of time to complete the report.
{00745852.DOCX Ver. 1}
46
13.
14.
15.
16.
(4)
Completes reports within a reasonable amount of time.
(7)
Completes report very expeditiously under any circumstances
Takes statements correctly and skillfully.

(1)
Fails to use proper questioning techniques. Does not elicit and or record available
information. Does not establish appropriate rapport with subject and or does not
control interview of the subject. Fails to appropriately give Miranda warnings.
(4)
Generally uses proper questioning techniques. Elicits most available information

and records same. Establishes proper rapport with most subjects. Controls the
interview most subjects. Controls interview of most subjects and gives the
appropriate Miranda warnings.
(7)
Always uses proper questioning techniques. Establishes rapport with all subjects.
Controls the interview of even the most difficult subjects. Conducts successful
interviews most of the time.
Observes significant events well, uses good judgment and forms sound conclusions.
(1)
Does not see or avoids activity. Does not properly follow up situations.
Rationalizes suspicious circumstances. Does not have a broad orientation to the
job.
(4)
Recognizes and identifies police related activity. Develops cases from observed
activity. Displays inquisitiveness.
(7)
Seldom misses observable activity. Maintains information given at briefing and

uses that information as "probable cause." Makes good quality arrests and or
proper dispositions from observed activity. Thinks well on his or her feet.
Makes decisions quickly and easily.

(1)
Acts without thought or good reason. Is indecisive or naive. Is unable to reason

through a problem and come to a conclusion. Can't recall previous solutions and
apply them in similar situations.
(4)
Able to reason through a problem and come to an acceptable conclusion in routine

situations. Makes reasonable decisions based on information available. Perceives
situations as they really are. Makes decisions without assistance.
(7)
Able to reason through a problem and come to a conclusion even in new and
unique situations
Fingerprints and photographs people properly.

(1)
Frequently has fingerprints cards rejected because of improper techniques or cards

improperly filled out. Is unable to produce usable mug shots and improperly
completes identification data.
(4)
Usually produces acceptable fingerprint cards and mug shots. Properly completes
accompanying identification forms.
(7)
Always produces acceptable fingerprint cards and mug shots and completes
associated forms.
{00745852.DOCX Ver. 1}
47
17.
18.
19.
20.
21.
Plans and conducts high quality investigations. (Motor vehicle and criminal.)
(1)
Does not conduct a basic investigation or conducts investigations improperly.

Unable to accurately diagnose offense committed. Fails to discern facts and
information when readily available. Makes frequent mistakes when identifying,
collecting or booking evidence Does not connect evidence with suspect when
apparent. Lacks skill in collecting and preservation of fingerprints.
(4)
Follows proper investigatory procedure in all but the most difficult/unusual cases.
Is generally, accurate in diagnosing offense committed. Collects, tags, logs, and
books evidence properly Connects evidence with suspect when apparent. Collects
"identifiable" fingerprints from most surfaces when available.
(7)
Always follow proper investigatory procedure, and is accurate in diagnosing

offenses committed. Connects evidence to suspect even when not apparent.
Demonstrates expertise in collection and identification skills. Collects
"identifiable fingerprints from any possible surface when available.
Searches places and people skillfully and lawfully.

(1)
Violates procedural requirements. Attempts or conducts illegal searches Fails to

search when appropriate. Attempts to seize evidence illegally.
(4)
Follows required procedure in commonly encountered situations. Conducts proper

searches and seizes evidence legally.
(7)
Follows proper procedure even in the most complex cases, accurately applying
law relative to searching and seizing evidence.
Knowledge of penal code, town ordinances and motor vehicle law.

(1)
Fails to display knowledge of penal code, town ordinances or motor vehicle law.
(4)
Familiar with elements of common sections of penal code, town ordinances and
motor vehicle law.
(7)
Has excellent working knowledge of the penal code, town ordinances and motor
vehicle law.
Knowledge of Department policies and directives.

(1)
Fails to display knowledge of Department policies/ regulations/ procedures or

violates same.
(4)
Familiar with the most commonly applied Department policies/ regulations/

procedures and complies with same.
(7)
Has excellent working knowledge of Department policies/ regulations/

procedures, including those lesser known and or seldom used.
Supports goals and objectives of unit and Department

(1)
Is not aware of the goals and objectives of unit and Department.
(4)
Is aware of and supports goals and objectives of unit and Department.
{00745852.DOCX Ver. 1}
48
(7)
Supports and actively contributes to the development of the goals and objectives
of unit and Department.
Uses proper radio procedure.
22.
23.
24.
25.
(1)
Violates policy concerning the use of radio. Does not follow procedures or
follows wrong procedure. Does not understand or use proper codes or language.
Repeatedly misses own call sign and is unaware of other radio traffic. Requires
messages to be repeated or does not accurately comprehend transmissions. Does
not pre-plan his transmissions. Over or under modulates. Cuts messages off
through improper use of microphone.
(4)
Follows policy and accepted procedures. Has good working knowledge of most
often used sections of code and language. Copies radio messages and is generally
aware of radio traffic. Transmits in clear, concise manner.
(7)
Consistently follows proper procedures and adheres to policy. Has superior

knowledge of all code and language and applies this knowledge when using the
radio. Is always aware of other radio transmissions and uses previously
transmitted information to advantage. Transmits clearly, calmly, concisely and
completely in even the most stressful situations. Transmissions are well thought
out and do not have to be repeated.
Covers assigned sector incidents thoroughly and effectively, identifies problems and
problem areas.
(1)
Is not familiar with locality, Is not aware of potential trouble spots within patrol
sectors. Handles minimal incidents with no reasonable explanations.
(4)
Is aware of locality, conditions and areas requiring special attention. Effectively

responds and handles calls for service as required.
(7)
Displays a proactive response towards changing local conditions.
Knowledge of Communications Center Operations.

(1)
Fails to display working knowledge of Communications Operations, procedures

and related equipment.
(4)
Follows established operations and procedures. Working knowledge of related

communications equipment.
(7)
Has excellent working knowledge or operations and procedures as well as related

equipment.
Number of motor vehicle contacts made (compared to Department goals, taking

assignment into consideration.)
(1)
Well below Department goals with no reasonable explanation.
(4)
Reasonably close to Department goals.
(7)
Well above Department goals.
{00745852.DOCX Ver. 1}
49
Quality of Supervision Given and Administrative Work.

26.
27.
28.
29.
30.
31.
Communicates policies, information and instructions clearly

(1)
Displays a negative attitude or fails to communicate.
(4)
Communicates adequately.
(7)
Communicates orders and policies clearly and accurately. Helps subordinates

understand and accept orders that are unpopular.
Reviews reports and inspects work of subordinates skillfully.

(1)
Fails to review reports and work product of subordinates to determine quality and
quantity of work performed.
(4)
Reviews reports and work product in an acceptable manner. Follows up on

corrective action taken by subordinates.
(7)
Maintains a high standard of excellence when reviewing reports and work product
of subordinates. Takes corrective action to improve future performance.
Plans assignments and work loads fairly.

(1)
Fails to delegate authority effectively. Fails to-adjust, work loads and assignments
so that they are properly balanced between subordinates.
(4)
Delegates authority. Plans work loads and assignments taking into account
subordinates present activity.
(7)
Consults with subordinates to effectively plan work loads and assignments. Takes
into consideration subordinates capability and expertise.
Holds confidence in and is shown respect for his/her position.

(1)
Ineffective in obtaining confidence in and holding respect subordinates.
(4)
Respected by subordinates.
(7)
Held in high esteem by subordinates and is actively sought out by subordinates

for advice.
Handles grievances and personnel problems properly.

(1)
Denies that a problem exists, ignores subordinate complaints, refuses to hear

problems or investigate allegations.
(4)
Handles grievances properly in accordance with Department policy, is able to

bring personnel problems to a satisfactory outcome at appropriate level.
(7)
Is innovative in finding solutions to personnel problems and mediating grievances

thereby reducing the need for intervention at a higher level. Identifies and
effectively deals with potential problems before they develop.
Corrects and properly disciplines employees.

(1)
Ignores problems caused by subordinates and fails to discipline subordinates

properly, over reacts when disciplining employees.
{00745852.DOCX Ver. 1}
50
32.
33.
34.
35.
36.
J.
(4)
Corrects and disciplines employees in accordance with Department policies and

procedures.
(7)
Anticipates and corrects disciplinary problems before action is required.
Evaluates subordinates performance fairly and conscientiously.

(1)
Is prejudicial or bias. Is hostile or over sympathetic.
(4)
Evaluates fairly and objectively.
(7)
Is completely objective. Communicates in a manner that furthers understanding

the objective of the evaluation. Encourages improved performance in the future.
Assumes responsibility for job performance of subordinates.

(1)
Rationalizes mistakes. Denies errors were made. Is argumentative Refuses to

defend subordinate with superiors.
(4)
Accepts criticism in a positive manner. Appropriately defends subordinates

decision with superior.
(7)
Voluntarily comes forward to defend subordinate's performance when that

performance is directly related to actions, attitudes or instructions of a superior.
Respects and enforces chain of command.

(1)
Fails to adhere to chain of command.
(4)
Adheres to chain of command in most situations. Expects same from his

subordinates and peers.
(7)
Effectively and appropriately uses chain of command.
Organizes and develops programs and assignments well, reorganizes as needed.

(1)
Fails to plan, develop, organize review and reorganize programs to accomplish the
unit or Department.
(4)
Plans, develops, organizes, reviews and reorganizes programs as needed to

accomplish the unit or Department goals.
(7)
Anticipates future needs of the unit or Department Plans, develops, organizes,

reviews and re-organizes programs before they are required.
Develops and meets goals and objectives of unit or Department.

(1)
Fails to develop or works towards the goals and objectives of unit or Department.
(4)
Develops reasonable goals and objectives. Works toward meeting goals and
objectives.
(7)
Sets high standards and exceeds those standards in meeting goals and objectives.
Encourages others to meet those goals and objectives with a positive attitude.
Procedure for Evaluation.

Each Rater shall fill out the appropriate sections pertaining to the rated officer (name,
badge number; etc.) The Rater will then assign an integer number corresponding to the
{00745852.DOCX Ver. 1}
51
value of the rating to each of the traits listed on the Individual Trait Rating Sheet. The
first 25 traits will be evaluated for non- supervisory officers and all 36 traits will be
evaluated for supervisory officers.
The integer total of all the rated traits will be summed, then divided by the number of
traits rated. This number, carried to one decimal place will be placed in the Initial Rating
Box at the bottom of the Rating Sheet.
The Rater will then enter his/her name and rank and date in the boxes provided and sign
the Rating Sheet where provided. The back of the rating Sheet has room for comments
and concerns of the Rater.
The Rater then delivers the Rating Sheet to the Reviewer. The Reviewer performs
essentially the same tasks and enters a final rating in the box provided. Additional space
is provided on the back of the Rating Sheet for the Reviewer's comments as well.
The Reviewer then returns the Rating Sheet to the Rater. The Rater will discuss the final
rating with the rated officer, including any corrective action required, and the rated officer
will sign in the space provided on the front of the Rating Sheet. This will show the rating
was completed and the date the rating was received by the rated officer. The rated officer
may also comment on the back of the Rating Sheet.
The Rating Sheet is then placed in the officer's record folder for future use.
{00745852.DOCX Ver. 1}
52
Police
Officers Name
Rank
Officer
Performanc
e
Evaluation
Rating Factors For All Officers
System
1
Personal
Appearance
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
Keeps Issued Equipment In Good Order

Initiative, Resourcefulness, Tenacity
Reliable, Dependable & Co-operative
Motivated To Do Police Work
Secure, Self Confident & Tolerates Stress
Exhibits Proper Safety Precautions
Note Late Or Absent From Duty
Demonstrates Good Verbal Skills
Written Comm., Organization & Details
Written Comm., Grammar & Spelling
Written Comm., Timely Manner
Takes Statements Correctly & Skillfully
Observes Events, Good Judgment
Makes Decisions Quickly and Easily
Fingerprints & Photographs Properly
Conducts High Quality Investigations
Searches Skillfully and Lawfully
Knows Penal Code and Town Ordinances
Knows Department Policies and Directives
{00745852.DOCX Ver. 1}
53
Badge #
Rater
Reviewer
Police
Officers Name Officer
Rank
Performanc
e For All Officers
Rating Factors
21
Supports
Department Goals and Objectives
Evaluation
22
Uses System
Proper Radio Procedure
23
24
25
Covers Assigned Sector Efficiently

Knows Communications Center Operations
Motor Vehicle Contacts Made
26
27
28
29
30
31
Rating Factors For Supervisory Officers

Communicates Clearly
Reviews Work and Reports Skillfully
Plans Assignments and Work Load Fairly
Holds Respect of Subordinates
Handles Personnel Problems Properly
Properly Disciplines Employees
32
33
34
35
36
Evaluates Performances Fairly

Responsible For Subordinate Performance
Respects and Enforces Chain Of Command
Organizes Programs And Assignments
Develops and Meets Goals Of Department
Raters Name
Raters signature
Reviewers Name
Reviewers Signature
Officers Signature
Rank
Date
Rank
Date
Date
Badge #
Rater
Initial Rating
Final Rating
Officer signature acknowledges receipt not necessarily agreement
{00745852.DOCX Ver. 1}
54
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EMPLOYMENT AGREEMENT

NON-DISCRIMINATION AND MANAGEMENT RIGHTS..........................2

UNION BUSINESS LEAVE.............................................................................2

DISCIPLINE AND DISCHARGE..................................................................18

RULES AND REGULATIONS.......................................................................33

DRUG TESTING POLICY.............................................................................33

ANNUAL JOB RECOGNITION AWARD.....................................................36

ARTICLE 2 - NON-DISCRIMINATION AND MANAGEMENT RIGHTS

Minimum manpower shall be defined as the minimum number of uniformed patrol

In lieu of grievances, violations of Article 6, Section A above shall be remedied by

(Step 5 is 2.25% above Step 4 Patrol Officer)

(Step 5 is 2.25% above Step 4 Patrol Officer)

Patrol Officer Hourly Rate of Pay

(Step 5 is 2.25% above Step 4 Patrol Officer)

ARTICLE 10 - FUNERAL LEAVE

ARTICLE 13 - BULLETIN BOARDS

Voluntarily terminates employment with the Department.

There shall be no more than one uniform change per year.

the employee's discipline file which is maintained at the Police Department;

training records maintained by the Department for the employee;

"Personnel file" shall not include:

the medical file which is maintained separately in accordance with ADA

Internal Investigation files;

family, for a combined in-and-out-of-network out-of-pocket maximum of $4,000 for the

The dental plan includes the following additional benefits:

Retiree Insurance Coverage

ARTICLE 18 - SICK LEAVE

Five (5) years to less than fifteen (15) years:

Fifteen (15) years to less than twenty (20) years:

Twenty (20 years or more:

Normal retirement for members of the Department shall be as described in the

Disability for Police Officers

otherwise compensated by the workers' compensation commissioner but not to include

Vesting and Withdrawals from the Fund

to indicate agreement or approval of the rating by the employee.

1900 - 0200 hours

ANSONIA POLICE UNION LOCAL 913

Police Officer Performance Evaluation System

Performance Evaluation: The immediate supervisor's measurement of an

Rating Official: The individual who prepares an evaluation of an officer.

Reviewing Official: The individual who reviews the evaluation report

Performance Evaluation Reports: Performance evaluations will be an important

Detective's: Evaluated by Detective Sergeant, reviewed by Lieutenant.

There should be no surprises in evaluating an officer. Therefore, during the

Temporary Duty: A supervisor who has an officer assigned temporarily for a

Evaluation report due dates;

With the exception of time at the Municipal Police Training Academy,

Training of rating official and reviewing officials:

Accuracy achieved by rating in detail

Who is the Rater

Wears dirty shoes and dirty wrinkled uniform.

Keeps Department issued equipment in good order. (Vehicle, uniform, etc.)

Properly maintains equipment in accordance with Department regulations and

Exercises initiative, resourcefulness, tenacity and flexibility.

Exercises no independent thought, requires constant and complete supervision.

Acts on the obvious, generates normal proactive activity, requires minimum

Recognizes and acts on the obscure, needs little or no supervision to complete a

Is reliable, dependable and co-operative.

Produces inconsistently, supervisor must constantly check work produced to

Requires minimum supervision, adheres to chain of command, good peer

Can be counted on to perform instructions without supervision, actively assists

Is interested in and motivated to do police work.

Demonstrates an active interest in career and police responsibilities.

Utilizes on or off duty to further professional knowledge. Actively solicits