DraftDr

Case No. C2013-MBA-3881

Collective Bargaining Agreement

2By and Between

City of Ansonia
and the

Truck Drivers & Helpers, Local Union 677,

Affiliated with the International
Brotherhood of Teamsters
Ansonia Public Works
July 1, 2015 - June 30, 2020

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AGREEMENT
This Agreement entered into by and between the City of Ansonia, hereinafter referred to as the
"City," and Truck Drivers & Helpers, Local Union 677, Affiliated with the International
Brotherhood of Teamsters, hereinafter referred to as the "Union."
PREAMBLE
The welfare of the City of Ansonia and its employees is dependent upon the service the City
renders the public. Improvements in this service and economy in operating and maintaining
expenses are promoted by willing cooperation between the City management and the organization
of its employees. An obligation rests upon the management, upon the union, and upon each
employee to render honest, efficient, and economical service. The spirit of cooperation between
the management and the Union and the employees represented thereby being essential to efficient
operation, all parties will so conduct themselves to promote this spirit.
ARTICLE I
RECOGNITION
Section 1.0
The City hereby recognizes the Union as the sole and exclusive representative State Board of
Labor Relations Decision No. 4835 in Case # ME-31,635 certified Truck Drivers Helpers Local
677, affiliated with the International Brotherhood of Teamsters, as the representative for the
purpose of collective bargaining of all employees in the Department of Public Works of the City
of Ansonia, who are not elected, and who do not have the right to hire and fire, other than seasonal
employees, for the purpose of bargaining with respect to wages, hours of work and conditions of
work.
ARTICLE II
MANAGEMENT RIGHTS
Section 2.0
There are no provisions in this Agreement that shall be deemed to limit or curtail the City in any
way in the exercise of the rights, powers and authority which the City had prior to this-time
unless, and only to the extent that provisions of this Agreement specifically curtail or limit such
rights, powers and authority. The City's rights, powers and authority include, but are not limited to,
the right to manage its operation, direct, select, decrease and increase the work force, including
hiring, promotion, demotion, transfer, suspension, discharge or layoff; the right to make all plans
and decisions on all matters involving its operations, the extent to which facilities of any
department thereof, shall be operated, additions thereto, replacements, curtailments or transfers
thereof, removal of equipment, outside purchases of products or services, the scheduling of
operations, means and processes of operations, the materials used and the right to introduce new
and improved methods and facilities and to change existing methods and facilities; to maintain

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discipline and efficient of employees, to prescribe rules to that effect; to establish and change
performance standards and quality standards, determine the qualifications of employees; regulate
quality and quantity of performance and to administer the City's business efficiently.
ARTICLE III
UNION SECURITY AND DUES CHECK-OFF
Section 3.0
All present employees in the bargaining unit who are members of the Union on the effective date
of this Agreement shall remain members of the Union in good standing by the payment of their
regular monthly dues on before the last day of each month as a condition of continued
employment. All future employees who are hired for work in the classifications specified herein
and who work 20 or more hours each week shall become and remain members in good standing
by payment of the required initiation fees and regular monthly dues of the Union on the 31st day
following the execution of this Agreement or the 31st day following their date of employment,
whichever is later, and shall thereafter remain in such good dues standing for the term of this
Agreement. However, any employee who chooses not to become or remain a member shall
have the option to pay an agency fee equal to that proportion of Union dues expended for the
purpose of collective bargaining, contract administration, and grievance adjustment.
Section 3.1
Member shall remit to the Union the amount of five cents ($0.05) per hour for each hour worked or
paid, not to exceed two dollars ($2.00) per week. This obligation commences on the 31 st day
following the employees date of hire.
Section 3.2
The City agrees to deduct regular monthly dues, administrative dues, and initiation fees, or regular
monthly agency fees, whichever are applicable, from the wages of all bargaining unit employees
covered by this Agreement from whom a written authorization form, voluntarily signed by the
employee, is received, and the City agrees to remit all such deductions to the Union. Dues
deduction shall be made from the first paycheck of each month. The Union shall advise the City in
writing of the appropriate amount of deductions for agency fees or of any change in dues in
advance.

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Section 3.3
The Union shall indemnify and hold the City harmless from any claim, demand, liability, damages,
or lawsuit that may be brought by any party in connection with this Article III, including but not
limited to, reasonable attorneys fees and other costs of defense.
ARTICLE IV
SENIORITY
Section 4.0

Annual Seniority List

The City shall prepare a list of permanent employees showing their seniority in time of service
with the City and deliver the same to the Union each year, or upon reasonable request by the
Union.
Section 4.1

Filling Vacancies

When a vacancy exists, if in the judgment of the Employer two employees are of equal
qualification and meet minimal qualifications, the most senior employee shall be given the first
opportunity to fill the vacancy. In the filling of such vacancies, advancement shall be on the basis
of a trial period of ninety (90) days during which time the performance of the employee will be
evaluated by the employer, and, if in the judgment of the Employer his performance is
unsatisfactory, he may be returned to his former position.
Section 4.2

Divisions

There shall be within the Department of Public Works two (2) three (3) separate divisions:
1. Streets, Bridges and Parks
2. Buildings and Refuse
3. WPCA
When there is an opening within a division, bidding shall be open to all qualified employees of
the bargaining unit. If no employee bids, the Mayor or designee has the right to hire qualified
personnel from other sources.
Section 4.3

Layoffs and Recalls

In the event of layoff, an employee with the least seniority City-wide will be the first laid off. Laid
off permanent employees with the most seniority shall be rehired first and no new employees shall
be hired until all laid off employees have been given an opportunity to return to work and
providing the employee recalled is qualified to fill the vacancy. An employee shall retain his
seniority status twenty-four (24) months from the date of his lay-off.

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Prior to any layoff of bargaining unit employees all temporary and seasonal and all non-union
employees shall be laid off first.
The President, Vice President, Secretary Treasurer, and Chief Steward of the Union shall be the
last man employee laid-off within classification in the event of a layoff in any department
division, provided in the judgment of the Superintendent of Public Works they he can
satisfactorily perform the work available.
Section 4.4

Probationary Period

New employees (excluding seasonal) shall have a probationary period of ninety (90) actual work
days after which they shall be classified as permanent employees. The probationary period shall be
counted as part of the seniority period after the employee is considered permanent.
Section 4.5

Qualifications to be in Job Postings

Qualifications: The Superintendent of the respective division shall set and promulgate in the job
posting all qualifications prerequisites for applicants seeking promotion. Nothing herein contained
shall prevent the Superintendent of the respective division from combining positions or
restructuring job levels and/or duties.
Section 4.6

Posting and Bids

When a job vacancy exists or a new position is created, it shall be posted for a period of five (5)
working days. All bids shall be posted where employees can see them. Bids are not to be opened
until posting time expires and will be opened in the presence of a union officer.
A copy of the posting shall be mailed to the home of any employee on approved paid leave or on
workers' compensation.
ARTICLE V
HOURS OF WORK
Section 5.0

Regular Work Day

Although not a guarantee thereof, regular hours of employment of all non-office employees shall
be forty (40) hours a week divided equally over five (5) consecutive days of eight (8) hours
Monday through Friday. The work day shall begin a 7:00 a.m. and end at 3:00 p.m. with a twenty
(20) minute paid lunch period, excluding the Watchmen, who are assigned to their hours of work
by the head of the division.
Section 5.1

Time and One-Half Overtime Pay

All employees shall receive time and one-half (1 1/2) for all hours worked in excess of eight (8)
hours per day or forty (40) hours per week.

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Section 5.2

Double Time

All employees, except Watchmen, required to work on Sunday and/or holidays shall be paid at the
rate of double time.
Watchmen shall be paid double time when required to work on the seventh consecutive day, and
shall receive double time in addition to holiday pay for the following four holidays:
Good Friday
Thanksgiving Day
Section 5.3

Christmas Day
New Year's Day

Call Back Guarantee

Any employee called back to work after having punched out and after having left his work area
shall be guaranteed a minimum of three (3) hours pay upon recall at the applicable rate.
Section 5.4

Advance Notice of Overtime Except in Bona Fide Emergency

An assignment of overtime work shall be made with three (3) hours advance notice; or as much as
possible, except in cases of a bona fide emergency, as determined by the City.
Section 5.5

Equalization of Overtime

All overtime work shall be distributed among eligible employees within a classification within
twenty hours within a one calendar year period. A person offered overtime shall be charged with
the time as though worked for the purpose of equalization of overtime. No employee shall be
required to be on call for any overtime for the duration of this Agreement.
Section 5.6

Overtime List

An overtime list will be posted within a classification at all times with only twenty (20) hours
differential in a calendar year.
Section 5.7

Wash-Up Time

Employees will have a paid morning break not to exceed fifteen (15) minutes, including travel
time, which shall be taken between two and three hours after the start of their shift, except during
snow, sleet, ice or hail storms, bona fide emergencies, or when due to work requirements it is
impracticable to take a break during that time, in which event such employees may take their
break whenever they can. If an employee on a job site is sent to pick up coffee or food for other
crew members, travel time to the coffee shop or restaurant and back to the job site will not be
counted toward that employees break time.
Employees shall be allowed a five (5)ten (10) minute wash-up time before quitting.

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Section 5.8

Work in Higher Classification

When an employee is required to work four (4) or more hours in a classification higher than
his/her classification, he/she shall be compensated at the rate of pay for the higher classification for
the full shift.
Section 5.8a Rest Breaks
After working sixteen (16) consecutive hours and before working twenty (20) consecutive
hours, employees must take a rest break of at least three (3) consecutive hours. Generally,
employees plowing or sanding should not schedule their rest break during rush hour
traffic between 6 a.m. and 9 a.m. or between 4 p.m. and 7 p.m. Notwithstanding the
foregoing, if an employee becomes fatigued to an extent that it might impede his or her
ability to safely operate the assigned equipment, the employee must take a break. A limited
number of cots are provided at the Department of Public Works. Such rest breaks where
the employee does not go home are paid time.
Section 5.9

Change in Shift Hours

The employer shall not change present shift hours so as to avoid paying overtime. If such change
is made, the employer shall give twelve (12) hours notice to the employees affected.
Section 5.10 Subcontracting
Subcontracting: No non-bargaining unit workers will be called in to operate City equipment for
snow removal until all bargaining unit employees qualified to operate the particular type of snow
removal equipment are utilized or have refused said assignment or the City has attempted to reach
such employees three (3) times within one-half hour without success. The Superintendent may
have the foreman plow snow with the City pick-up truck assigned to him.
Section 5.10a
When a bargaining unit member starts his/her day working with a subcontractor he/she will
remain working even though work will exceed eight (8) hours except when the subcontractor has
finished work on the job site for the day and is packing up to leave and the services of the
bargaining unit employee are no longer required.
ARTICLE VI
WAGES - HOSPITALIZATION - INSURANCE
Section 6.0
Wages during the term of this Agreement are set forth in Appendices A, B, and C.
Appendices reflect general wage increases during the term of this Agreement as follows:

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The

Effective and retroactive to July 1, 2015, there shall be a one and one-half percent (1.5%) general
wage increase for all classifications in the bargaining unit, as attached hereto as Appendix A.
Effective July 1, 2016, there shall be a two percent (2%) general wage increase for all
classifications in the bargaining unit, as attached hereto as Appendix B.
Effective July 1, 2017, there shall be a two percent (2%) general wage increase for all
classifications in the bargaining unit, as attached hereto as Appendix C.
Effective July 1, 2018, there shall be a two percent (2%) general wage increase for all
classifications in the bargaining unit, as attached hereto as Appendix D.
Effective July 1, 2019, there shall be a two percent (2%) general wage increase for all
classifications in the bargaining unit, as attached hereto as Appendix E.
Section 6.1

Medical and Dental Insurance

For the period July 1, 2015 through December 31, 2015, Eeach employee may elect coverage
under one of the following medical plans which include prescription drug and vision benefits:
1) Blue Cross Anthem Point of Service (POS) Plan; or
2) Blue Cross Anthem Health Maintenance Organization (HMO) Plan; or
3) A substantially similar plan.
Drug benefit coverage under the Metropolitan Full Dental Plan shall continue.
For employees hired on or after the date of ratification, coverage shall commence on the first day
of the month following ninety (90) sixty (60) days from the date of employment.
Effective July 1, 2012, The City shall assume 89% of the cost for the employees' coverage in the
medical plan and the Metropolitan Full Dental Plan. The City shall assume 100% of the cost for
the Anthem dental plan for any employees choosing that option.
Effective July 1, 2013, The City shall assume 88.5% of the cost for the employees' coverage in the
medical plan and the Metropolitan Full Dental Plan. The City shall assume 100% of the cost for
the Anthem dental plan for any employees choosing that option.
Effective July 1, 2014, the City shall assume 88% of the cost for the employees' coverage in the
medical plan and the Metropolitan Full Dental Plan. The City shall assume 100% of the cost for
the Anthem dental plan for any employees choosing that option.
The City shall continue its Section 125 Plan for the payment of the employee's share of the cost of
medical and dental benefits.
The City shall no longer reimburse employees for medical, dental, or prescription costs, co-pays or
any other type of expense.

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Teamsters Local 677 Health Services and Insurance Plan

Commencing on January 1, 2016, the City agrees to make payments to the Teamsters Local 677
Health Services & Insurance Plan, currently located 1871 Baldwin St., Waterbury, Connecticut
06706, for each and every bargaining unit employee as defined in Article I the recognition clause,
performing work within the scope of and/or covered by this Agreement, irrespective of his status
as a member or nonmember of the Local Union, from the first hour of employment under this
Agreement as follows:
For the purpose of this Section, each hour paid or any portion thereof shall be figured to the
nearest quarter hour paid for work in employment covered by this Agreement, as well as hours of
paid vacation, paid holidays and other hours for which pay is received by the employee shall be
counted as hours for which contributions are payable. The term hour paid shall include time that
is compensated during the week in which the time is worked or paid leave is taken (vacation,
holiday, personal, funeral or sick leave). The City will not pay vacation, sick, personal, funeral or
holiday pay in advance or in arrears of the week in which such paid leave is taken.
Commencing January 1, 2016, the City shall contribute to the Teamsters Local 677 Health
Services & Insurance Plan the sum of $9.95 for each hour paid figured to the nearest quarter hour
for which an employee covered by this Agreement receives pay up to a maximum of forty (40)
hours, but no more than $398 per week for any one employee.
Commencing January 1, 2017, the City shall contribute to the Teamsters Local 677 Health
Services & Insurance Plan the sum of $10.20 for each hour paid figured to the nearest quarter
hour for which an employee covered by this Agreement receives pay up to a maximum of forty
(40) hours, but not more than $408 per week for any one employee.
Commencing January 1, 2018, the City shall contribute to the Teamsters Local 677 Health
Services & Insurance Plan the sum of $10.45 for each hour paid figured to the nearest quarter
hour for which an employee covered by this Agreement receives pay up to a maximum of forty
(40) hours, but not more than $418 per week for any one employee.
Commencing January 1, 2019, the City shall contribute to the Teamsters Local 677 Health
Services & Insurance Plan the sum of $10.70 for each hour paid figured to the nearest quarter
hour for which an employee covered by this Agreement receives pay up to a maximum of forty
(40) hours, but not more than $428 per week for any one employee.
Commencing January 1, 2020, the City shall contribute to the Teamsters Local 677 Health
Services & Insurance Plan the sum of $10.95 for each hour paid figured to the nearest quarter
hour for which an employee covered by this Agreement receives pay up to a maximum of forty
(40) hours, but not more than $438 per week for any one employee.
If an employee is absent because of illness or off-the-job injury and notifies the City of such

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absence, the City shall continue to make the required contribution of forty (40) hours for a period
of not more than twelve (12) weeks.
If an employee is injured on the job, the City shall continue to pay the required contributions until
such employee returns to work; provided however, such contributions of forty (40) hours shall not
be paid for a period of more than twelve (12) cumulative months except as otherwise required by
Connecticut General Statute 31-284b.
All contributions shall be made at such time and in such manner as the Trustees require and the
Trustees shall have the authority to have an independent certified public accountant audit the
payroll and wage records of the City for the purpose of determining the accuracy of contributions
to the Health Services & Insurance Plan.
If the City fails to make contributions to the Health Services & Insurance Plan within seventy-two
(72) hours after receipt of a written notice of delinquency, the Local Union shall take whatever
steps are necessary to secure compliance with this Section, any provisions of this Agreement to
the contrary notwithstanding excepting only a retirees failure to pay the City his/her percentage of
the cost of any retiree medical insurance under Section 6.7(a),
and the City shall be liable for all costs for collecting the payments due together with attorneys
fees and such penalties as may be assessed in accordance with the Plan by the Trustees. The Citys
liability for payment hereunder shall not be subject to the grievance and arbitration procedure of
this Agreement.
The City agrees to abide by the terms and has received a copy of the Agreement and Declaration
of Trust of Teamsters Local 677 Health & Welfare Fund. The City and the Union which are
signatories hereto ratify the designation of the Employer and Employee Trustees under such
Agreement and ratify all action already taken, or to be taken, by such Trustees within the scope of
their authority, provided, however, that no action of the Trustees shall affect the employer
contribution rates fixed by this Agreement during the term of this Agreement.
All employees covered by this Agreement will have paid to said Teamsters Local 677 Health
Services & Insurance Plan no less than the payment for forty (40) hours per week.

Section 6.2

Meal Allowances

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Meal allowance (s) in the following amounts shall be paid by the City for authorized work if the
employee is required to work continuously beyond:
1)
2)
3)

6:00 AM
Noon
6:00 PM

Breakfast
Lunch
Dinner

$57.50
$79.50
$1012.00

Additionally, the above rates shall apply if an employee is called in prior to 4:30 a.m. and works
continuously through his regular shift. The City shall attempt to distribute meal allowance tickets
within five (5) working days from the time it is earned. Each employee who is required to work
unscheduled or emergency overtime work on a regular basis during the winter storm season
performing snow plowing or shoveling shall receive an annual meal allowance stipend of two
hundred dollars ($200.00) annually, payable in the first full pay period in November.
Section 6.3

Life Insurance

Commencing with the employee's ninety-first (91st) day of employment, the City shall provide,
at no cost to the employee, a life insurance policy with a value equivalent to the employee's
annual salary, to a maximum of forty thousand dollars ($40, 000). But the employees can buy up
to one hundred thousand ($100,000) of coverage at the group rate. The City shall also provide an
equivalent policy for coverage for Accidental Death and Dismemberment, with, double
indemnity in the case of accidental death.
Section 6.4

Workers Compensation Salary Differential

An employee on Workers' Compensation shall be paid the difference between the employee's
regular weekly earnings and the amount of weekly Workers' Compensation, for a maximum of
twelve (12) six (6) months, to be paid in the following manner:
The employee shall retain the compensation check received, and the City will adjust the
difference to the pay check for the pay period subsequent to the determination of the Workers'
Compensation rate, and for each pay period thereafter while the employee remains on Workers'
Compensation. In the event that the Workers' Compensation reimbursement exceeds the base pay,
the excess will be turned back to the City. Any employee while on Workers' Compensation shall
not be entitled to holidays, vacations, and sick pay.
The TownCity agrees to pay the employee the difference between the Workmans Compensation
check and their normal salary straight time wages, but not to exceed the amount of the net normal
straight time weekly salary wages. In order to prevent an employee from being paid more than
their net straight time wages while on workers compensation leave, for the purpose of computing
the amount of the net straight time weekly wages, the gross amount of the non-taxable weekly
workers compensation benefits will be treated as net.
Employees on workers compensation leave who are released to return to light duty but fail to
promptly so notify the Superintendent or who refuse to perform a light duty assignment within

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their medical restrictions are not eligible to receive the difference between their regular weekly
earnings and the amount of weekly workers' compensation benefits.
Section 6.4a Light Duty Policy
The City may require employees on leave due to work-related or non-work-related injuries or
illnesses who are released to return to work at less than full duty to perform modified light duty
work assignments consistent with the work restrictions imposed by their treating physicians.
Modified light duty assignments are temporary and are intended to transition the return to full
duty of employees who are temporarily disabled from performing their full duties, such as
employees recovering from illness, injury, or a medical procedure. Employees must participate in
the City modified light duty program and perform appropriate light duty transitional work
consistent with their medical restrictions to the extent such light duty work is available.
The Connecticut Workers Compensation Act requires employers to offer employees who receive
temporary partial disability benefits light duty work, if such work is available, whenever a
physician has cleared the employee for such work.
Employees on workers compensation leave who are released to return to light duty but fail to
promptly so notify their supervisor or who refuse to perform a light duty assignment within their
medical restrictions are not eligible to receive a salary differential under Section 6.4.
Employees who are cleared to return to work with restrictions must promptly provide a writing
signed by their treating physician, physicians assistant or APRN that sets forth the specific work
restrictions and the actual or estimated duration of the restrictions. Employees assigned to a light
duty assignment are not, under any circumstances, to perform any work task that exceeds their
physician-imposed restrictions. If instructed by a supervisor to perform a task that exceeds a
work restriction, the employee should refuse to perform the task and explain to the supervisor
that doing so would exceed his or her medical work restrictions. Employees on modified light
duty assignments are not eligible for overtime.
Once an employee reaches maximum medical improvement, he/she is no longer eligible for
transitional light duty. Generally, an employee will be on light duty no more than six cumulative
months; however, the Mayor may in his or her sole discretion extend that limit.
Section 6.5

Disability Benefit

A weekly disability benefit shall be paid at fifty percent (50%) of the employee's wages as set
forth in the Appendix to this Agreement, for a maximum of twenty-six (26) weeks, subject to the
following:
The employee shall qualify for said benefit from the first day of absence due to accident or after
five (5) consecutive work days due to illness.
There shall be only one twenty-six (26) week entitlement for the same illness or accident, including

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relapses and reoccurrences.

While receiving the aforementioned benefit, an employee, who so desires, may utilize their
accumulated sick leave up to four (4) hours per each day of absence to supplement said benefit,
but may not receive more than their regular gross weekly wages.
Section 6.6

CMERS

All bargaining unit employees shall continue to be covered by the Connecticut Municipal
Employees' Retirement Fund B.
Section 6.7

Retiree Medical Benefits

The City shall pay for the following medical benefits for retirees hired on or before June 30, 2020:
(a) For non-Medicare eligible employees who are age 55 and older or on a service connected
disability pension and retire on or after July 1, 21052005, 80% of the cost of the Teamsters
medical plan coverage provided at the time of retirement for the retiree for a period not to
exceed ten (10) years and one-half (1/2) the cost for the retiree's spousal dependent for a
period not to exceed ten (10) years from the date of retirement. The retirees failure to pay
the City his/her percentage of the cost of any such insurance coverage shall excuse the City
from its obligation to pay its percentage.
(b) At such time as such a retiree who retires on or after July 1, 20152001 becomes eligible
for Medicare, the City shall pay the entire cost for PHS Medicare Replacement "Smart
Choice" Plan Medicare Supplement insurance coverage or a comparable plan for the
retiree.
Medical benefits for retirees hired on or after July 1, 2020 shall be exclusively under the Teamsters
medical plan.
Section 6.8

Change in Medical Insurance

Nothing herein shall be interpreted to prevent the City from obtaining substantially comparable
medical, benefit coverage from alternative insurance carriers, including those with preferred
provider networks, or through self-insurance, so long as there is no interruption in coverage, and
provided that the network of service providers in any substitute plan includes at least 90% of the
providers who were members of the predecessor network then serving employees and their
covered dependents on a regular basis and who continue to be active providers in the same
general geographic area. If the City proposes a change, it shall give written notice to the Union.
The Union may challenge any proposed change in insurance carriers/administrators on the basis
that the coverage provided is not substantially comparable to the existing coverage. The Union's
challenge must be filed in writing within sixty (60) calendar days from the notice of the proposed
change, and must specify the areas in which the Union claims that the proposed plan is not
substantially 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

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expedited arbitration before an arbitrator selected through the State Board of Mediation and
Arbitration or, if the City so selects, the American Arbitration Association. The cost for the
services of an American Arbitration Association arbitrator shall be borne by the City.
ARTICLE VII
HOLIDAYS AND PERSONAL LEAVE
Section 7.0

Holidays

Employees, with the exception of Watchmen, shall be paid for and have the following days off as
holidays.
New Year's Day
Martin Luther King Day
President's Day
Good Friday
Memorial Day

Fourth of July
Labor Day
Columbus Day
Veteran's Day
Thanksgiving Day

Day after Thanksgiving

Christmas Day
Employee's Birthday

One (1) additional paid holiday each year to be agreed upon between the Superintendent and the
Union.
Personal Days: Employees shall be allowed four (4) personal days annually with pay.
Section 7.1
If a holiday falls on a Sunday, the following Monday shall be considered the holiday. If a holiday
falls on a Saturday, the holiday shall be observed the preceding Friday.
Section 7.2

Work on Contractual Holiday

If an emergency makes it necessary for an employee to work on a holiday, he shall be paid double
time plus holiday pay.
Section 7.3

Must Work Day Before and After Holiday to Receive Holiday Pay

An employee shall work the scheduled work day before and after the holiday unless excused by
their Superintendent or the employee presents medical proof of illness.

Section 7.4

Work on Employees Birthday

If an emergency makes it necessary for an employee to work on his/her birthday, such employee
will receive another day off with pay in lieu of his/her birthday.

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ARTICLE VIII
VACATIONS
Section 8.0
An employee hired before January 1, 2016 who has completed or will have completed by the end
of a fiscal year the following service with the City shall receive in that fiscal year vacation with
pay as follows:
One year but less than five (5) years

Five but less than ten (10) years

Ten but less than twelve (12) years
Twelve (12) but less than fourteen
(14) years
Fourteen (14) but less than sixteen
(16) years
Sixteen (16) but less than eighteen
(18) years
Eighteen (18) but less than twenty
(20) years
Twenty (20) years or more

Two (2) weeks (a new employee may take one of

these weeks after six (6) months of employment;
the other after one year)
Three (3) weeks
Four (4) weeks
Four (4) weeks and one (1) day
Four (4) weeks and two (2) days
Four (4) weeks and three (3) days
Four (4) weeks and four (4) days
Five (5) weeks

An employee hired on or after January 1, 2016 who has completed or will have completed by the
end of a fiscal year the following service with the City shall receive in that fiscal year vacation
with pay as follows:
One year but less than five (5) years

Two (2) weeks (a new employee may take

one of these weeks after six (6) months of
employment; the other after one year)
Three (3) weeks
Four (4) weeks

Five but less than ten (10) years

Ten (10) or more years

Section 8.1

Call Back to Work While on Vacation

Employees shall not be called back to work while on vacation except for emergency work, and if
called back, at the employees option, shall either receive the regular vacation pay plus double
time for the hours they worked or cancel vacation for that day and take a vacation day at a later

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time the same year.

Section 8.2

Vacation Preference by Seniority

Employees shall be granted their vacations by seniority preference throughout the year subject to
the demands of service as determined by the Department Head. Bidding for vacation preference
willmay be done between April 1st and May 30th. From December 1st to April 1st, however, no
more than one man employee shall be allowed to take a vacation at one time, in each department.
except more than one employee will be allowed to take a vacation locally at one time if they
promise to interrupt their vacation to come to work if needed to perform snow and/or ice
removal. Employees who want to take vacation between December 1st and April 1st will request it
in writing at least 90-days before December 1st. Vacation or personal time may be taken in onehour increments.
Section 8.3

No Mass Shutdown for Vacation

There will be no mass-shutdown for vacation.

Section 8.4

Vacation Payout Upon Termination in Good Standing

Vacation pay, pro-rated on the employee's service with the City, shall be granted the employee in
the event his services are terminated with the City provided that the employee has terminated in
good standing. Termination "in good standing" shall be limited to: resignation with at least two
(2) weeks advance notice; retirement; layoff; non-disciplinary separation due to disability.
Section 8.5

Vacation Payout upon Retirement or Death

Retiring employees and survivors of deceased employees shall be entitled to pay for accumulated
vacation time prorated based on the employee's service with the City.
ARTICLE IX
SICK LEAVE
Section 9.0

Earning Sick Leave and Maximum Accumulation

All new employees will earn sick leave at the rate of one (1) day per month for the first year of
service. Each year thereafter, each employee shall receive thirteen (13) days sick leave credit per
year. Unused sick leave will be cumulative to thirty-nine (39) days, unless an employee currently
has accumulated in excess of thirty-nine (39) days, in which case he shall retain his current
number of accumulated days. Sick leave accumulated above thirty-nine (39) days, or their
current accumulated total, whichever is greater, shall be paid to the employee at the end of each
fiscal year. However, employees hired on or after January 1, 2009 shall not receive the fiscal
year end payout of any unused sick leave.
When an employee is on unpaid leave or workers' compensation for thirty (30) calendar days or
{00846285.DOCX Ver. 1}

15

more, the employee's sick leave shall be prorated accordingly for the year.
Section 9.1

Notice of Absence Due to Sickness; Physicians Certification

For absence for which sick leave is claimed, notice must be given thirty (30) minutes prior to
7:00 a.m. or thirty (30) minutes prior to the starting of a scheduled shift. A Physicians
Certificate is required for absences due to illness or injury of three (3) or more consecutive work
days. The Superintendent of Public Works or his designee may require evidence at any time in
the form of a Physician's Certificate. Such certificate shall state the nature of the illness or injury
and the expected duration. Failure to provide such certification upon request shall be sufficient to
deny sick leave.
An employee may be excused from calling in every day during an extended illness only upon
approval of the Superintendent.
Section 9.2

Return to Work Physical Exam

The Board of Public Works reserves the right to require the employee to submit to a physical
examination to a Doctor of the Board of Public Works choice and at the Board's expense.
Section 9.3

Payout of Sick Leave on Retirement, Resignation, or Death

Retiring employees, and survivors the surviving spouse or the estate of deceased employees
where there is no surviving spouse shall be entitled to pay for 100% of accumulated sick leave. ,
and Eemployees hired before June 21, 1986, who resign in good standing shall be entitled to pay
for 100% of their accumulated sick leave. Employees hired after June 21, 1986, shall be entitled
to pay for accumulated sick leave upon retirement or death, and who resign in good standing shall
be entitled to pay for fifty percent (50%) of their accumulated sick leave provided that they have
five (5) or more years of service. For the purpose of this section, resign in good standing means
with at least two weeks of advance notice and not in lieu of a disciplinary discharge.
Section 9.4

Use of Paid Sick Leave for Drug or Alcohol Related Absences

An employee who has been offered the opportunity to participate in a drug or alcohol
rehabilitation program and who has either refused that opportunity, or has failed to successfully
complete or continue participation in the program shall be ineligible for use of paid sick leave or
weekly sick benefits for drug or alcohol abuse-related absences. The City shall not be obligated
to provide any employee with more than one period of leave for drug or alcohol abuse related
absences.
ARTICLE X
FUNERAL LEAVE
Section 10.0
Four (4) work days special leave with pay shall be granted for death in the immediate family.
Immediate family shall mean wife, husband, sister, brother, father, mother, children, mother-in-

{00846285.DOCX Ver. 1}

16

law, father-in-law, grandparents of the employee.

Section 10.1
One (1) days special leave with pay shall be granted to attend the funeral of the employee's
brother-in-law or sister-in-law and grandparents of the spouse.
Section 10.2
Allowance for an employee to act as Pallbearer may be granted upon the request from the Union
Officers with approval of the Foreman or Superintendent.
Section 10.3
The Union reserves the right to establish Pallbearers in any number, but not to exceed six (6), in
case of death of an employee. The Union will make assignments of the individuals who will
serve as Pallbearers with the concurrence of the Superintendent(s).
ARTICLE XI
GRIEVANCE AND ARBITRATION PROCEDURE
Section 11.0
Any grievance or dispute which may arise between the parties concerning the application,
meeting meaning or interpretation of this Agreement, shall be settled in the following manner.:
Step I: The Union steward, with the employee, shall take up the grievance or dispute with the
Superintendent within ten (10) days of the date of the grievance or the date the employee or the
Union knew or reasonably should have known of its occurrence The Superintendent shall attempt
to adjust the matter and shall respond to the steward within ten (10) working days.
Step II: If the grievance still remains unadjusted, it shall be presented by the Union steward,
Union representative or grievance committee to the Mayor or the Mayors designee agency head
in writing. The Mayor or designee agency head shall respond in writing to the Union steward,
representative or grieving committee within five (5) working days or within five (5) days of the
next board meeting.
Step III: If the grievance is still unsettled, either party may, after the written reply of the agency
headMayor or designee, by written notice to the other, request arbitration by the Connecticut
State Board of Mediation and Arbitration American Dispute Resolution Center Inc. (ADRC).
Such notice must be filed not later than ten (10) days following the answer at Step II.

{00846285.DOCX Ver. 1}

17

Section 11.1
Time limits within any of the above steps may be extended by mutual agreement of the parties.
Section 11.2
The cost of the arbitration shall be shared equally by the Board of Public Works and the Union.
Section 11.3
The arbitrator shall have no authority to add to, or subtract from, or modify the terms of this
Agreement.
ARTICLE XII
HEALTH AND SAFETY
Section 12.0
The City of Ansonia agrees to continue to make every effort to provide safe and healthful
conditions of work for its employees. The employees are responsible to adhere to reasonable
safety rules and regulations and procedures as prescribed by the City. Each Driver is responsible
for the operation of the truck and other vehicles he is assigned to operate and all towed
equipment. Every Driver must complete a written pre-trip inspection checklist before operating a
vehicle, and at the end of the workday prepare a written report listing any known defect or
deficiency to the vehicle which could affect its safety or result in a mechanical breakdown. The
City and Drivers shall comply with all applicable laws and DOT statutes and regulations.
Section 12.1
Two (2) men shall be on truck for plowing and sanding during snowfall and when and where
necessary when determined by the Superintendent or Foreman.
Section 12.2

Safety Committees

A Union Safety Committee to will be established by the Union, to make

recommendations to the Citys Joint Management-Union to work in conjunction with the
City's Safety Committee.
Section 12.3

Immunizations at City Expense

Appointments shall be made with Doctor for immunization of poison ivy, tetanus,
hepatitis and bee stings typhoid and all types at the City's expense.

{00846285.DOCX Ver. 1}

18

Section 12.4

Mechanic on Duty

When three (3) or more trucks are on the road (inexcluding the foremans truck) during an
emergency, a mechanic shall be on duty.
Section 12.5

Foul Weather and Safety Gear

The City shall make available to employees by the Supervisor the appropriate gear such
as raincoats, rain hats, hard hats, work gloves, rubber boots, high visibility safety vests,
and safety glasses. No reissue of equipment will be granted unless the old items are
returned to the Supervisor.
Section 12.6

Reimbursement for Safety Shoes

The City shall reimburse an employee for up to one hundred fifty dollars ($150.00) per
year for safety shoes provided the employee is required to and does wear such shoes on
the job.
Section 12.7

Sewer Vac Truck Must Have Two Employees

Anytime a sewer vac truck is sent into service it shall have two (2) bargaining unit
employees assigned to it.
ARTICLE XIII
NO STRIKE - NO LOCKOUT
Section 13.0
The local union and the individual employees of the Board of Public Works expressly
agree that during the life of this Agreement there will be no strike, slow downs, picketing
on public or private property, either owned or leased by the City of Ansonia, work
stoppages, mass, absenteeism or any other similar forms of interference in the operation
of the Board of Public Works and the City of Ansonia in general.
Section 13.1
There shall not be any lockout by the City in the Department of Public Works during the
term of this Agreement.
ARTICLE XIV
UNION ACTIVITIES
Section 14.0

Attendance at Union Conferences

One (1) Union Officer shall be allowed to attend official union conferences without loss of pay for
period of time not to exceed ten (10) working days.
{00846285.DOCX Ver. 1}

19

Section 14.0

No Loss of Pay for Grievance Meetings and Contract Negotiations

No more than two persons who are Union Stewards and are not individual grievants or fact
witnesses may attend Step II grievance meetings, Step III arbitration hearings, or other meetings
In the event Union Officers and Stewards are required to meet with City officials on grievance
matters, or contract negotiations or other labor relations matters during their regular working
hours, they shall not suffer without any loss of pay., for the time involved.
Section 14.1

Investigations of Complaints by Stewards

A Steward shall be allowed to leave his or her duties without loss of pay to investigate a
complaint with the supervisor's consent.
Section 14.2

City to Provide Copies of Contract to All Employees

The City agrees to furnish, at its own expense, each employee with a copy of this contract.
Section 14.3

Limit on Union Activity and Business During Work Hours

Except as provided in Article XI of this Agreement or this Article, no employee shall engage in
Union activity during the employee's scheduled work hours. Nor shall union business be
conducted on the City's premises if it in any way interferes with City business.
Section 14.4

Union Staff Representative to be Granted Reasonable Access

A Union staff representative may have reasonable access to city facilities provided that he/she
gives advance notice to the Superintendent. The staff representative's visit shall not interfere with
departmental operations. Except with prior approval or as provided in this Agreement, the staff
representative may not take an employee off the job site under any circumstances.
ARTICLE XV
DISCIPLINARY ACTION
Section 15.1

Definition of Disciplinary Action

"Disciplinary action" as used in this Article shall be defined as limited to verbal warning, written
warning, suspension or discharge. All disciplinary action shall be for just cause.
Section 15.2

Discipline to be Consistent with Infraction

All disciplinary actions shall be consistent with the infraction for which discipline is being
applied.
Section 15.3

Progressive Discipline and Notice to Union of Discipline

Progressive discipline procedures will be followed unless the subject infraction is of such a

{00846285.DOCX Ver. 1}

20

nature to warrant more severe disciplinary action. Such discipline may include verbal warning,
written warning, suspension or dismissal. The Union shall be notified of all disciplinary actions.
Section 15.4

Prior Notice to Employee and Union of Suspension or Discharge

An employee and the Union must be notified prior to being suspended or dismissed. The
employer shall notify the employee in writing of his right to appeal written warnings and supply
two (2) copies to the employee and a copy to the Union. Such notice shall cite the reason for the
discipline, effective date of the discipline and the notice of right to appeal.
Section 15.5

Right to Union Steward at Disciplinary Interview

An employee who is being interviewed concerning an incident which may subject him/her to
disciplinary action shall be informed of his/her right to have a Union Steward present prior to the
start of the meeting. If the employee decides during the interview he/she needs a representative,
the meeting will come to a close until the Union representative can be present.
Section 15.6

Embarrassment to be Avoided in Discipline and Coaching

Wherever it becomes necessary to discipline an employee or apprise an employee of his/her

shortcomings, the supervisor vested with that responsibility shall undertake such talks in a
manner that will not cause embarrassment to the employee.
Section 15.7

Right to Grieve Discipline

All disciplinary action may be appealed through the established grievance procedure.
Section 15.8

Written Warning and Notices of Suspension Rebuttal Statements

All written warnings and notices of suspension shall advise the employee that if he disagrees
with any information, the employee may submit a written statement explaining his position and
that the employees rebuttal statement will be maintained as part of the employees personnel
file.
ARTICLE XVI
JOB DESCRIPTIONS
The City shall have the right to create and revise job descriptions, subject to the Union's right to
negotiate the impact, if any, of any change in a job description. Prior to creating or revising a job
description, the City will provide an opportunity for the Union to have input with the process.
The Union has the right to request that the City review and/or revise a job description. Job
descriptions shall be identified by department.

{00846285.DOCX Ver. 1}

21

ARTICLE XVII
JOB RECLASSIFICATIONS
Section 17.1

Meeting to Discuss Claim of Substantial Change in Job Duties

The Union shall request a meeting with the immediate supervisor of any classification in which
the job duties have changed to discuss the changes and to present data, views and arguments. The
immediate supervisor shall schedule a meeting within thirty (30) days and shall issue an answer
within fifteen (15) days of that meeting.
Section 17.2

Appeal to the Board of Public Works

If no agreement can be reached between the Union and the immediate supervisor, the Union shall
request a meeting with the Board of Public Works to discuss the changes and present data, views
and arguments. This meeting will be scheduled within thirty (30) days and an answer will be
given within fifteen (15) days of this hearing by the Board of Public Works.
Section 17.3

Standard to Determine Whether to Reclassify

The Board of Public Works will judge the appeal on whether there was a change in job duties
substantial enough to affect the compensation grade, if so, the affected employee(s) will be
placed in the new job classification. The new job classification shall be negotiated with the
Union in accordance with Article 16.
Section 17.4

Appeal to the Mayor

If no agreement can be reached between the Union and the Board of Public Works, the Union
shall request a meeting with the Mayor or his/her designee. This meeting shall be scheduled
within fifteen (15) days of the meeting with the Board of Public Works. The same procedure
outlined in Section 3 above shall apply.
Section 17.5

Arbitration

If the issue is not resolved, it shall proceed to arbitration.

ARTICLE XVIII
PERSONNEL RECORDS
Section 18.1

Employee May Inspect and Copy Personnel File

An employee covered hereunder shall, on his/her request, be permitted to examine and copy all
materials in his/her personnel file. If the employee disagrees with any information in his
personnel file and the City does not agree to change it, the employee may submit a written
statement explaining his position which will be maintained as part of the employees personnel
file. The Union may have access to any employee's records upon presentation of written
authorization by the appropriate employee.
{00846285.DOCX Ver. 1}

22

Section 18.2

Employee May Rebut or Grieve Negative Personnel File Material

No new negative or derogatory material shall be placed in an employee's personnel file unless
the employee has had an opportunity to sign it (indicating receipt of such material). If the
employee refuses to sign, a Union Steward or Staff Representative shall be offered a copy of the
material to sign indicating receipt of said material. A copy shall be given at the time of signing. At
any time, an employee may file a written rebuttal to such materials. An employee may file a
grievance objecting to any negative or derogatory material placed in his/her personnel file.
ARTICLE XIX
SERVICE RATING
Section 19.1

Annual Performance Evaluations

The annual service rating shall be completed by September first of each year. A service rating will
be conducted by the employee's immediate supervisor or a supervisor familiar with the
employee's work and deemed to be qualified to rate the employee.
Section 19.2

Employee to Receive and Sign for Receipt of Copy of Evaluation

The employee shall be given a copy of his/her immediate supervisor's original and any amended
versions of the service rating report. The employee is required to sign the service rating report at
the time of signing. An employee's signature on such form shall not be construed to indicate
agreement or approval of the rating by the employee, but merely an indication of receipt of the
report.
Section 19.3 Supervisor Must State Reasons for and Discuss Less Than Good Ratings
A rating of "unsatisfactory" in one (1) category or of "fair" in two (2) categories shall constitute a
rating of "less than good". Prior to issuing an "unsatisfactory" service rating, supervisors shall
counsel the employee on any deficiency. When an employee is rated "unsatisfactory" in any
category, the rating supervisor shall state reasons and, if practicable, suggestions for
improvement. All service ratings less than good must be discussed with the employee at an
informal meeting to be scheduled by the rating supervisor normally within seven (7) days after
the employee has seen the report.
Section 19.4

Amendment of Evaluation for Marked Improvement

When the supervisor wishes to amend a previously submitted fair or unsatisfactory report due to
the marked improvement in an employee's performance, such report shall be filed with the Board
of Public Works Commission and, if acceptable to the Commission, it shall have precedence over
previous reports.

{00846285.DOCX Ver. 1}

23

Section 19.5

When Two Unsatisfactory Evaluations May Be Cause for Dismissal

Two successive unsatisfactory service ratings, if filed within two years of each other, may be
considered cause for the dismissal of an employee.
Section 19.6

Performance Evaluation Disputes Subject to Grievance Procedure

Disputes over service ratings may be subject to the grievance and arbitration procedure. In any
such arbitration, the arbitrator shall not substitute his/her judgment for that of the evaluator in
applying the relevant evaluation standards unless the evaluator can be shown to have acted
arbitrarily, capriciously or without relevant and supportive documentation. It is understood that
only "fair" and/or "unsatisfactory" ratings in any category shall be grievable. No supervisor shall
make comments within a service rating where such comments are inconsistent with the rating,
however, constructive suggestions for improvement shall not be considered inconsistent with the
rating.
Section 19.7

Modification of Performance Evaluation Form Discussed on Request

If requested by the Union, the parties will enter into discussions regarding modification of the
bargaining unit service rating form.
Section 19.8

Employee to be Given a Reasonable Opportunity to Correct Deficiency

No second "unsatisfactory" service rating shall be given until after the employee has had a
reasonable opportunity to correct any deficiency, in any event, not less than three (3) months. This
limitation, however, does not restrict management's rights to impose discipline during such period.
Section 19.9
The forms to be used in conjunction with this Article shall be the Service Rating Report, two-page
document hereto attached as Schedule A, and the Sick Leave Usage Chart, also hereto attached
as Schedule B.
ARTICLE XIX
MILITARY LEAVE
Military leave shall be granted to employees who are members of the reserve corps of any branch
of the United States Army, Navy, Marine Corps, Coast Guard or Air Force or any reserve
component thereof, including the Connecticut National Guard performing duty as provided in
Title 32 of the United States Code to participate in required field training. The employee shall be
paid the difference between her military pay and her regular pay. No employee shall lose any
seniority standing because of any military service. No such employee shall be subjected by any
person, directly or indirectly, by reason of such absence, to any loss of pay or loss or reduction of
vacation or holiday privileges, or any accrued paid leave benefit, or be prejudiced by reason of
such absence with reference to promotion or continuance in employment or to reemployment.
{00846285.DOCX Ver. 1}

24

Employees in the reserve corps who are called up for active duty and employees who join an
active component of the armed services shall be granted an unpaid leave of absence for the
duration of their active military service. Upon return from such active military service, provided
that the employee was not separated from service for reasons that would make him/her ineligible
for reemployment under the Uniformed Services Employment and Reemployment Rights Act
(USSERA), an employee shall be reinstated in his or her former job or its equivalent in terms of
wages, classification, hours and other conditions of employment and shall receive credit for the
increments awarded during his or her absence on military service provided he or she reports for
duty within ninety (90) days of her discharge from military service. The employees
accumulation of sick leave, upon leaving, shall be retained to his or her credit when he/she
returns. Any employee returning to the employ of the City as herein provided shall be credited
with the period of such service in said armed forces to the same extent as though it had been a
part of the term of employment by the City.
ARTICLE XX
DRUG TESTING
Section 20.0
Employees will be required to take drug tests as a condition of continued employment in order to
ascertain prohibited drug use as provided below:
1. Drug tests in accordance with past practice and as otherwise may be required by DOT regulations.
2. A supervisor may order an employee to take a drug test upon documented reasonable
suspicion that the employee is or has been using drugs. Copies of such documentation will
be provided to the Union upon request.
3. A drug test will be administered as part of any regular physical examination.
4. Test samples will be split and one half will be held for by the testing company in the case
of a challenge by the tested employee. If an employee contests the results of a drug test,
the remaining portion of the sample will be re-tested.
5. Chain of custody documentation for drug test samples will be made available to the Union
upon request.
Any employee testing positive for drugs and/or alcohol may be suspended ten (10) days for the first such
incident and may be terminated for the second such offense. If the employee does not have an incident
involving drugs or alcohol in a ten (10) year period they will be considered to have a clean record.

{00846285.DOCX Ver. 1}

25

ARTICLE XXI
NON - DISCRIMINATION
Section 21.0
There shall be no discrimination, threat, penalty, coercion, or intimidation of any kind against
any employee by reason of race, creed, color, religious belief, sex, age, national origin, ancestry,
disability, pregnancy, sexual orientation, gender identity or expression, Union Membership, or
Union activity.
ARTICLE XXII
FMLA LEAVE
Section 22.0
Any employee who is an eligible employee as defined under the Federal Family and
Medical Leave Act (FMLA), 29 U.S.C. Section 2601 et seq., shall be granted a leave of
absence in accordance with the provisions of the FMLA, including as follows:
1.
Up to twelve (12) weeks of FMLA leave during a twelve (12) month period in
accordance with the FMLA. Any paid leave time must be exhausted first in
situations where the leave being taken by the employee is covered by the FMLA,
except that the employee may elect not to use up to a total of five (5) days of
vacation, sick leave, personal leave, or any combination of such days. Said paid
leave time applied to FMLA leave shall be included in (and shall not be in addition
to) the aforementioned twelve (12) weeks of allowable FMLA leave. A medical
certificate acceptable to the City shall be required for the FMLA leave situation.
2.
Up to twelve (12) weeks of FMLA leave for certain qualifying exigencies
arising out of a covered military members active duty status, or notification of an
impending call or order to active duty status in support of a contingency operation.
3.
Up to twenty-six (26) weeks of leave in a single 12-month period to care for a
covered service member recovering from a serious injury or illness incurred in the
line of duty on active duty. Eligible employees are entitled to a combined total of up
to 26 weeks of all types of leave during the single 12-month period.
For further information, employees should review the Citys FMLA policy or contact the person
responsible for personnel matters.

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26

ARTICLE XXIII
JURY DUTY
Section 23.0
Any employee within the Union required to serve on jury duty shall be given a leave of absence
or jury service time. Provided the rate paid for such jury duty is less than the employees regular
rate, the Town City will pay the difference. It is understood that if an employee is excused from
jury duty not later than 12:30 p.m., he/she shall return to s/her regular job with the TownCity,
and the payment of difference in wages by the Town City shall not pertain when so working.
ARTICLE XXIV
SAVINGS CLAUSE
Section 24.0
In the event that any Federal or State legislation, governmental regulations or court decisions
cause invalidation of any Article or Section of this Agreement, all other Articles and Sections not
so invalidated shall remain in full force and effect.
ARTICLE XXIV
PENSION PLAN
Section 24.0
The pension plan of the City of Ansonia shall continue and remain in effect for all members of
the bargaining unit and is incorporated and made part of this contract.
ARTICLE XXV
457 INVESTMENT PLAN
Section 25.0
As to the current 457 plan(s) in effect, the City may obtain a comparable 457 plan from
alternative vendors or carriers, 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 vendors/carriers/administration on the basis that the coverage to be provided
is not comparable to the existing coverage. The Union challenge must be filed in writing within
(60) calendar days from notice of the proposed change, and must specify the area 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 (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
{00846285.DOCX Ver. 1}

27

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. If
a challenge to the City's proposed change exists, the City agrees not to implement any changes
until there is a mutual agreement between the City and the Union or an arbitrator sends a written
decision on the matter to both parties.
ARTICLE XXVI
DURATION
Section 26.0
This Agreement, with any written amendments or modifications executed by the City and the
Union shall have full force and effect from the date of execution, except for wages and other
economic issues expressly showing an effective date. This Agreement shall continue in full force
and effect through June 30, 2015 2020. Negotiations for a Successor Agreement shall commence
in accordance with the timelines of the Municipal Employee Relations Act.
IN WITNESS WHEREOF, the parties hereto set their hands.

FOR THE CITY OF ANSONIA

FOR THE UNION

Mayor David Cassetti

President

Truck Drivers & Helpers, Local Union

677, Affiliated with the International
Brotherhood of Teamsters
Date Signed: ____________________________

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28

APPENDICES A THROUGH E
GENERAL PROVISIONS CONCERNING WAGE SCHEDULES
Newly Hired Employees
Step 1 is the rate of pay for newly hired employees. The step progression from hiring rate to job
rate shall be as follows:
Step 1

Upon hire

Step 2

The first day of the month Ffollowing 6 months from the date of
employment

Step 3

The first day of the month Ffollowing 12 months from the date of
employment

Step 4

The first day of the month Ffollowing 18 months from the date of
employment

Step 5

The first day of the month Ffollowing 24 months from the date of
employment

Internal Reassignments or Promotions

The starting rate of pay for employees reassigned in accordance with Article IV, Section 4.1 shall
be Step 3. Step progression for internal reassignments shall be as follows:
Step 3

Upon promotion

Step 4

The first day of the month FfFollowing 6 months in the new job

Step 5

The first day of the month FfFollowing 12 months in the new job

If the Step 3 rate would not give the employee an increase, the employee shall be paid at the step
that would give the employee an increase.
Modification of Step Advancement Dates
The Employer may delay an employee's step advancement by up to three (3) months in the case
of poor performance. The Employer may grant a step increase up to three (3) months earlier in
the case of meritorious performance.

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29

APPENDIX A
WAGE SCHEDULE JULY 1, 2015 JUNE 30, 2016
Effective July 1, 2015
Year 1 - Appendix A, 1.5%

Classification
Custodian
Laborer
Janitor (limited duty)
Driver
Driver/Operator
Tradesman (maintenance)
Electrician
Mechanic
Chief Mechanic
Assistant Foreman
Watchman
Panel Operator
Clerk
Dispatcher/Scale Operator
Landfill Shredder/Operator
Operator (W.P.C.)
Assistant Operator (W.P.C.)
Operator/Mechanic (W.P.C.)
Chief Operator

{00846285.DOCX Ver. 1}

Step1
$18.52
$23.21
$20.48
$24.03
$24.52
$25.17
$26.41
$29.35
$30.74
$26.11
$18.88
$25.17
$23.21
$23.21
$25.14
$26.37
$25.46
$29.36
$38.09

30

Step 2
$18.99
$23.77
$20.98
$24.61
$25.14
$25.81
$27.06
$30.12
$31.54
$26.77
$19.38
$25.81
$23.77
$23.77
$25.75
$27.03
$26.10
$30.14
$39.07

Step 3
$19.54
$24.52
$21.59
$25.36
$25.88
$26.58
$27.89
$31.03
$32.49
$27.55
$19.95
$26.58
$24.52
$24.52
$26.52
$27.83
$26.86
$31.04
$40.20

Step 4
$20.01
$25.14
$22.17
$26.01
$26.53
$27.26
$28.57
$31.76
$33.30
$28.25
$20.47
$27.26
$25.14
$25.14
$27.17
$28.54
$27.53
$31.66
$41.20

Step 5
$20.57
$25.81
$22.76
$26.70
$27.26
$27.98
$29.32
$32.64
$34.19
$29.01
$21.00
$27.98
$25.81
$25.81
$27.92
$29.28
$28.29
$32.64
$42.33

APPENDIX B
WAGE SCHEDULE JULY 1, 2016 JUNE 30, 2017
Effective July 1, 2016
Year 2 Appendix B, 2.0%

Classification
Custodian
Laborer
Janitor (limited duty)
Driver
Driver/Operator
Tradesman (maintenance)
Electrician
Mechanic
Chief Mechanic
Assistant Foreman
Watchman
Panel Operator
Clerk
Dispatcher/Scale Operator
Landfill Shredder/Operator
Operator (W.P.C.)
Assistant Operator (W.P.C.)
Operator/Mechanic (W.P.C.)
Chief Operator

{00846285.DOCX Ver. 1}

Step1
$18.89
$23.67
$20.89
$24.51
$25.01
$25.67
$26.94
$29.94
$31.35
$26.63
$19.26
$25.67
$23.67
$23.67
$25.64
$26.90
$25.97
$29.95
$38.85

31

Step 2
$19.37
$24.25
$21.40
$25.10
$25.64
$26.33
$27.60
$30.72
$32.17
$27.31
$19.77
$26.33
$24.25
$24.25
$26.27
$27.57
$26.62
$30.74
$39.85

Step 3
$19.93
$25.01
$22.02
$25.87
$26.40
$27.11
$28.45
$31.65
$33.14
$28.10
$20.35
$27.11
$25.01
$25.01
$27.05
$28.39
$27.40
$31.66
$41.00

Step 4
$20.41
$25.64
$22.61
$26.53
$27.06
$27.81
$29.14
$32.40
$33.97
$28.82
$20.88
$27.81
$25.64
$25.64
$27.71
$29.11
$28.08
$32.29
$42.02

Step 5
$20.98
$26.33
$23.22
$27.23
$27.81
$28.54
$29.91
$33.29
$34.87
$29.59
$21.42
$28.54
$26.33
$26.33
$28.48
$29.87
$28.86
$33.29
$43.18

APPENDIX C
WAGE SCHEDULE JULY 1, 2017 JUNE 30, 2018
Effective July 1, 2017
Year 3- Appendix C, 2.0%

Classification
Custodian
Laborer
Janitor (limited duty)
Driver
Driver/Operator
Tradesman (maintenance)
Electrician
Mechanic
Chief Mechanic
Assistant Foreman
Watchman
Panel Operator
Clerk
Dispatcher/Scale Operator
Landfill Shredder/Operator
Operator (W.P.C.)
Assistant Operator (W.P.C.)
Operator/Mechanic (W.P.C.)
Chief Operator

{00846285.DOCX Ver. 1}

Step1
$19.27
$24.14
$21.31
$25.00
$25.51
$26.18
$27.48
$30.54
$31.98
$27.16
$19.65
$26.18
$24.14
$24.14
$26.15
$27.44
$26.49
$30.55
$39.63

32

Step 2
$19.76
$24.74
$21.83
$25.60
$26.15
$26.86
$28.15
$31.33
$32.81
$27.86
$20.17
$26.86
$24.74
$24.74
$26.80
$28.12
$27.15
$31.35
$40.65

Step 3
$20.33
$25.51
$22.46
$26.39
$26.93
$27.65
$29.02
$32.28
$33.80
$28.66
$20.76
$27.65
$25.51
$25.51
$27.59
$28.96
$27.95
$32.29
$41.82

Step 4
$20.82
$26.15
$23.06
$27.06
$27.60
$28.37
$29.72
$33.05
$34.65
$29.40
$21.30
$28.37
$26.15
$26.15
$28.26
$29.69
$28.64
$32.94
$42.86

Step 5
$21.40
$26.86
$23.68
$27.77
$28.37
$29.11
$30.51
$33.96
$35.57
$30.18
$21.85
$29.11
$26.86
$26.86
$29.05
$30.47
$29.44
$33.96
$44.04

APPENDIX D
WAGE SCHEDULE JULY 1, 2018 JUNE 30, 2019
Effective July 1, 2018
Year 4 - Appendix D, 2.0%

Classification
Custodian
Laborer
Janitor (limited duty)
Driver
Driver/Operator
Tradesman (maintenance)
Electrician
Mechanic
Chief Mechanic
Assistant Foreman
Watchman
Panel Operator
Clerk
Dispatcher/Scale Operator
Landfill Shredder/Operator
Operator (W.P.C.)
Assistant Operator (W.P.C.)
Operator/Mechanic (W.P.C.)
Chief Operator

{00846285.DOCX Ver. 1}

Step1
$19.66
$24.62
$21.74
$25.50
$26.02
$26.70
$28.03
$31.15
$32.62
$27.70
$20.04
$26.70
$24.62
$24.62
$26.67
$27.99
$27.02
$31.16
$40.42

33

Step 2
$20.16
$25.23
$22.27
$26.11
$26.67
$27.40
$28.71
$31.96
$33.47
$28.42
$20.57
$27.40
$25.23
$25.23
$27.34
$28.68
$27.69
$31.98
$41.46

Step 3
$20.74
$26.02
$22.91
$26.92
$27.47
$28.20
$29.60
$32.93
$34.48
$29.23
$21.18
$28.20
$26.02
$26.02
$28.14
$29.54
$28.51
$32.94
$42.66

Step 4
$21.24
$26.67
$23.52
$27.60
$28.15
$28.94
$30.31
$33.71
$35.34
$29.99
$21.73
$28.94
$26.67
$26.67
$28.83
$30.28
$29.21
$33.60
$43.72

Step 5
$21.83
$27.40
$24.15
$28.33
$28.94
$29.69
$31.12
$34.64
$36.28
$30.78
$22.29
$29.69
$27.40
$27.40
$29.63
$31.08
$30.03
$34.64
$44.92

APPENDIX E
WAGE SCHEDULE JULY 1, 2019 JUNE 30, 2020
Effective July 1, 2019
Year 5 - Appendix E, 2.0%

Classification
Custodian
Laborer
Janitor (limited duty)
Driver
Driver/Operator
Tradesman (maintenance)
Electrician
Mechanic
Chief Mechanic
Assistant Foreman
Watchman
Panel Operator
Clerk
Dispatcher/Scale Operator
Landfill Shredder/Operator
Operator (W.P.C.)
Assistant Operator (W.P.C.)
Operator/Mechanic (W.P.C.)
Chief Operator

{00846285.DOCX Ver. 1}

Step1
$20.05
$25.11
$22.17
$26.01
$26.54
$27.23
$28.59
$31.77
$33.27
$28.25
$20.44
$27.23
$25.11
$25.11
$27.20
$28.55
$27.56
$31.78
$41.23

34

Step 2
$20.56
$25.73
$22.72
$26.63
$27.20
$27.95
$29.28
$32.60
$34.14
$28.99
$20.98
$27.95
$25.73
$25.73
$27.89
$29.25
$28.24
$32.62
$42.29

Step 3
$21.15
$26.54
$23.37
$27.46
$28.02
$28.76
$30.19
$33.59
$35.17
$29.81
$21.60
$28.76
$26.54
$26.54
$28.70
$30.13
$29.08
$33.60
$43.51

Step 4
$21.66
$27.20
$23.99
$28.15
$28.71
$29.52
$30.92
$34.38
$36.05
$30.59
$22.16
$29.52
$27.20
$27.20
$29.41
$30.89
$29.79
$34.27
$44.59

Step 5
$22.27
$27.95
$24.63
$28.90
$29.52
$30.28
$31.74
$35.33
$37.01
$31.40
$22.74
$30.28
$27.95
$27.95
$30.22
$31.70
$30.63
$35.33
$45.82