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Pre<Jmble . 01
Article 1- ~ .ognition 01
Article 2 - Management Rights............ 02
Article 3 - Check Oft...................................................... 03
Article 4 - Sub-Contracting , 05
Article 5 - Top Seniority................................................... 06
Article 6 - Holidays '" 06
Article 7 - Hours of Work and Overtime 07
Article 8 - Seniority , 13
Article 9 - Lay-Off and Recall.......................................... 17
Article 10 - Disciplinary Procedure , 18
Article 11 - Grievance and Arbitration Procedure 20
Article 12 - Wages 24
Article 13 - Reporting Time 27
Article 14 - Call Back Pay.... 28
Arficle 15 - Longevity.. 28
Article 16 - Nighf Bonus... 29
Article 17 - Wearing Apparel. 29
Article 18 - Vacations 31
Article 19 - Insurance............ 33
Article 20 - Pension Plan................................................. 40
Article 21 - Sick Leave.................................................... 40
Article 22 - Personal Leave........................ 42
Article 23 - Bereavement Leave...................................... 43
Article 24 - Leave of Absence...... 43
Article 25 - Pregnancy Leave............................ .. 44
Article 26 - Worker's Compensation................................. 46
Ivticle 27 - Jury Duty........ 48
"Irticle 28 - Transfers and Assignments.............................. 48
"Irticle 29 -Shiff and Schedule Preference , 50
~ r t i c l e 30 - Training......... 50
'\rticle 31 - Safety and Healfh 51
'\rticle 32 - Rest Periods.................................................. 52
\rticle 33 - Non-Discriminafion.... 52
\rticle 34 - Bargaining Unit..... 52
\rticle 35 - Union Activities............. 53
\rticle 36 - Visits By Union Representatives......................... 55
,rticle 37 - Bulletin Boards 56
,rticle 38 - Copies of Contract 56
.rticle 39 - Residency 56
Article 40 - Employees Assistance Program (EAP) ......... ..... .... 57
Article 41 - Public Contract..................................................... 58
Article 42 - Special Officers. Deputy and Senior Deputy
Harbor Masters......................................................... 59
Article 43 - Savings Clause......................................................... 61
Article 44 - Termination............................................................. 61
Article 45 - Drug Testing............................................................ 62
Arficle 46 - Computer Aided Dispatch (CAD)........ 63
Article 47 - Generai Provisions................................................... 64
Article 48 - Attendance Policy................................................... 65
Signature Page........................................................ 66
Appendix A - City Hall Hours.. 67
Appendix B- Equity Adjusfment Positions..... 69
Appendix C - Schedule of Benefits.. 70
Appendix D- CIGNA Vision Plan............. 73
Appendix E - Attendance Policy............ 75
Appendix F. G. H- Wages 82
Working Ag- "lent between the City of Bridgeport. Connecticut and
Local RI-200 of the Notional Association of Government Employees.
PREAMBLE
This Agreement is entered into by the City of Bridgeport, hereinafter
referred to as the Employer, and Local RI-200 of the National
Association of Government Employees, hereinafter referred to as the
Jnion.
ARTICLE 1 - RECOGNITION
1.1 The Employer recognizes the Union as the sole and exclusive
Jargaining agent for the purpose of establishing salaries, wages, hours
md conditions of employment for all of those employees of the City
If Bridgeport as certified by the Connecticut State Board of Labor
elations in Decision No. 1440-C issued December 27, 1976 and as
mended by Decision No. 2482-A issued June 26, 1986.
.2 NAG.E. Local RI-200 recognizes the Mayor of the City of
'idgeport or his/her designated representative or representatives as
Ie sole representative of the City of Bridgeport tor the purpose of
Jllective bargaining. N.A.G.E. Local RI-200 further agrees to bargain
good faith with the Mayor or his/her designated representative on
I matters relating to wages, hours and other conditions of
nployment.
-1-
ARTICLE 2 - MANAGEMENT RIGHTS
2.1 Except as expressly modified or restricted by specific
provision of this agreement. all statutory and inherent managerial
rights, prerogatives, and functions are retained and vested exclusively
in the City, including. but not limited to the rights. in accordance with
its sole and exclusive judgment and discretion. to recruit. select, train,
promote, discipline, transfer, assign, layoft. and discharge personnel;
determine the number and type of positions and organizational
structure required to provide City services; define the duties and
responsibilities of each position. and of departments; acqUire and
maintain essential eqUipment and facilities required to conduct the
business of providing City services; to determine the technology and
the efficiency of its governmental operations; establish and amend
policy. procedures, rules and regUlations regarding employee
standards of conduct and the manner in which work is performed;
perform the tasks and exercise the authorities granted by statute,
charter and ordinance to municipal corporations. The City's failure to
exercise any right, prerogative, or function hereby reserved to it, or
the City's exercise of any such right. prerogative. or function hereby
reserved to it. or the City's exercise of any such right. prerogative, or
function in a particular way, sholl not be considered a waiver of the
-2-
Elen ;crv Schools
40 hours
30 hours
20 hours
10:30 a.m. - 6:30 p.m.
10:00 a.m. - 4:00 p.m.
9:30 a.m. - 1:30 p.m.
2:00 p.m. - 6:00 p.m.
7.3 Supervision shall make overtime assignments consistent with
the principle of distributing overtime as equitably as practicable
among the employees holding the job affected by the overtime
assignment. In doing so, supervisors shall follow the following
Employees assigned to one of the shifts identified above will be
utilized on that shift; provided, however, (1) that in instances where an
unexpected lack of adequate personnel coverage threatens service
)t a school, cafeteria employees may be transferred to that school
)n a temporary basis to assure prompt, effective school meal
:overage; and (2) temporary transfers to shifts other than those to
vhich the employee is regularly assigned may be made in the case of
mergencies. As soon as practicable, such transferred employees are
) be returned to their regularly assigned shifts.
procedure:
a. Overtime assignments will first be offered to employees within
the classification at the building or site of the assignment.
Supervisors will use a rotating list for distribution. Employees
refusing the overtime assignment will be charged as though
he/she worked it.
b. In the event all employees within the classification at the
bUilding or site of the assignment refuse the overtime,
supervisors will then consult the rotating list of all employees
,2 Employees required to work more than eight (8) hours in one occupying the same classification within the department. The
'gularly scheduled day or more than forty (40) hours in one regUlarly
:heduled week, shall be compensated for such overtime at time
ld one-half {l 1/2} their regular hourly rate. City Hall employees
quired to work on Saturday, outside their normal work week shall
c:eive one and a half (1 1/2) times their hourly rate for hours worked
ler three (3) hours.
-9-
supervisor shall offer the assignment to the first name on the
list. and continue until the shift is filled. Employees refusing the
overtime assignment will be charged as though he/she
worked it.
c. If after expiring the lists in (a) and (b) above the supervisor has
not found an employee to fill said assignment, the least senior
-10-
emr' 'ee at the building or site will be ordered to work the
overtime assignment.
Overtime assignments for Special Police Officers shall be done
as follows:
I. Within the department;
II. Rotating list Citywide(all departments;
III. Order least senior at site.
7.4 An employee will work overtime when requested to do so by
Supervisors. Employees shall be notified of such assignment as soon as
::>racticable.
r.5 In the event that all employees refuse, or are not available to
'Iork overtime, the least senior employee in the classification and
lrea affected by the overtime work, must work such overtime in the
,vent of an emergency, declared by the Mayor, no one can refuse to
fOrk overtime.
.6 All City employees subject to City Hall hours shall work the
ours provided tor in Appendix A, aftached hereto.
7 The City, at its option, may change the hours at work from 32'12
) 35 hours. In the event the City exercises its option, the amount of
laney equivalent to the to 2'10 hours increase shall be added to the
)se pay of the employee.
-11-
7.8 Any ERS Operator may swap work shifts on a day days on
which he/she is able to secure another employee to work in his/her
place provided:
1. The two shifts swapped occur within the same pay period
(11 :00 p.m. Saturday through 10:59 p.m. Saturday).
2. Such substitution does not impose any cost to the City.
3. Such substitution is within the job title only.
4. The Supervisor in charge is notified on the appropriate form at
least three (3) days in advance of the requested special leave except
in the case of an emergency, in which case the request may be
made by telephone.
5. Neither the Department nor the City shall be held responsible
for enforcing any agreements made between employees.
6. As long as the above requirements are met, the special leave
requested shall not be unreasonably denied.
7.9 Parking Control Officers will work eight {81 consecutive hours per
day, forty 140} hours per week, Monday through Friday. with a thirty
{30} minute paid lunch. The City shall maintain scheduling flexibility to
set the schedules between the hours of 8:00 a.m. - 5:00 p.m.
Schedules will be set in advance by the City.
-12-
If afl
N
one year from the implementation of the provision. the
City can show that the increase in hours is not economically
supported ILe. income from parking violations has not increased). the
schedules will revert back.
ARTICLE 8 - SENIORITY
8.1 The City shall prepare a list of employees represented by the
probationary period shall be counted as part of the senio' offer the
employee is considered permanent.
8.3b 11) During the six (6) month probationary period. the City may
terminate or otherwise discipline the probationary employee and
such action shall not be subject to the grievance and arbitration
process.
Union. showing their seniority in time of service with the City. their 12) The City shall perform at least two (2) evaluations .during
classification and rate of pay. and deliver the same to the Union
within ninety (90) days of the signing or anniversary date of the
:ontract.
3.2 When a promotional vacancy exists in a classified non-
probation in which the employee is appraised in writing as whether
they have adequately learned and/or performed the functions and
responsibilities of the position and provide the employee With a fair
opportunity to correct any deficiencies.
:ompetitive position within a department. the senior employee within 13) The evaluations provided in 12) above shall be required for
he department. if qualified. and if bidding. shall be given the first
lpportunity to fill the vacancy. If the employee refuses the
'pportunity or is found to be not qualified. the opportunity shall go to
1e next senior employee. The position vacancy shall be posted.
'here employees customarily assemble and in a conspicuous place.
the department for five (5) days.
terminationIs) based upon whether the employee has adequately
learned and/or performed the functions and responsibilities of the
position for other than newly hired probationary employee(s). The
City's failure to perform such evaluations shall be subject to the
grievance and arbitration process with the remedy being a new six (6)
month probationary period.
30. All new employees shall serve a six (6) month probationary 8.3c Employees failing their probation under Civil Service may
,riod. Upon successful completion of the probationary period. the
nployee shall be classified as a permanent employee. The
-13-
appeal the termination to the Civil Service Commission regarding the
,
termination of employment. Said appeal must be filed with the
-14-
Commissior'ithin fourteen (14) calendar days from the date of
termination.
Those probationary employees in non-Civil Service positions
that fail probation may appeal for a hearing concerning the
termination with the City's Director of labar Relations. Said appeal
must be filed with the City's labor Relations Office within tourteen
(141 days from the date of termination.
8.3d Probationary employees shall not be eligible for vacation
benefits during their probationary period. however. they will be
eligible to receive vacation benefits upon six (6) month anniversary
:Jate. Probationary employees shall earn full sick leave credit. during
he first ninety (90) days 01 employment. Any sick leave utilized by
)fobationary employees must be accompanied by a medical
:ertilicate acceptable to the Director 01 labor Relations or his/her
jesignee. Probationary employees will not be eligible for tuition
,imbursement.
.4 Employees promoted to a higher classification within the
argaining unit shall serve a promotional probationary period 01 six (6)
lonths. In the event an employee fails a probationary period (within
. outside the bargaining unit) or becomes ineligible for fhe position
,cause at testing, the employee may bump back to his/her
-15-
previously held classification and have his/her seniority br; ~ d for all
purposes except lay-off. While the employee is in the probationary
period. he/she sholl have all rights under the grievance and
arbitration procedure.
In computing on employee's length of service lor a prior
classification, the time spent in all classifications in which he/she
worked sholl be used.
8.5 Seniority sholl mean length of service to the municipality by job
classification. Such seniority sholl apply to the employee's rights in
cases of lay-ofls. re-employment, transfers and vocation.
8.6 Seniority of non-civil service employees. upon entering a civil
service position, shall include the time spent in continuous non-civil
service employment with the City.
8.7 Any Civil Service employee laid-off by the City of Bridgeport
since January 1975, and rehired by the City on any federal grant
employment program and subsequently rehired by the City on a Civil
Service payroll shall be treated as if they had unbroken seniority as
defined by Section 8.5 of the current collective bargaining
agreement.
-16-
ARTICLE 9 - LAY-OFF AND RECALL
9.1 In the event ot a lay-off within Civil Service classification, the
employee with the least seniority within the classification shall be laid-
off first.
Subsequent recalls to open positions in that job classitication
shall be in reverse order of the lay-off.
Any employee occupying a Civil Service position that is
subjecf to be laid-off, shall have fhe right to bump, laterally or down,
to a previously held classification within the city, provided said
employee has greater seniority than employee occupying the lower
classification. The least senior employee within the classification shall
be bumped. If an employee bumps laterally, he/she shall retain their
;alary at the time of the lay-off. If an employee bumps down, the
3mployee's salary shall be reduced to fhe top step in the lower
:Iassification thaf will not produce a raise.
NotWithstanding anything contained in Article 9, the
,rotection presently afforded employees in the classified service
oncerning layoff and recall set forth in the eXisting Rule of the Civil
3rvice Commission shall continue to be in eftect.
In the event of a lay-off within non-Civil Service classifications,
e employee with the least seniority within the classification shall be
-17-
laid off first. Subsequent recalls to open positions that job
classification shall be in reverse order of the lay-off. Any employee
occupying a non-Civil Service position that is subject to be laid off,
shall have the right to bump, laterally or down, to a preViously held
classification wifhin the City, provided said employee has greater
seniority than employees occupying the lower classitication. The least
senior employee within the classification shall be bumped. If an
employee bumps laterally, he/she shall retain their salary at the time
of the lay-off. If an employee bumps down, the employee's salary
shall be reduced to the top step in the lower classification that will not
produce a raise.
ARTICLE 10 .DISCIPLINARY PROCEDURE
10.1 The City of Bridgeport and its representatives shall exercise full
disciplinary authority consistent with its responsibility to direct
employees to perform fhe required work duties in order to achieve
department program goals and satisfactory municipal service to the
general public.
10.2 All disciplinary action shall be applied in a fair manner, and
shall not be inconsisfent to the infraction for which the disciplinary
action is being applied.
-18-
J0.3 Disc" "'lary action shall include (al a verbal warning. (b) a
written warning, rc) suspension without pay, and (d) discharge. The
City and the Union recognize the concept of a progressive discipline
policy, however both parties agree that there are certain grave
offenses wherein the discipline imposed by the City does not require
compliance to the aforementioned provisions.
10.4 All disciplinary action, except discipline of probationary
employees, may be appealed through the established grievance
procedure through Step 3, Binding Arbitration, or through the Civil
Service Commission, but not both.
10.5 When a maximum of two (2) years have elapsed without the
employee receiving further discipline, the City shall remove
memorandum of reprimand (i.e.. verbal warning, written warningsI
'rom the employee's personnel file upon request by the employee.
10.6 All written verbal warnings, suspensions and discharges will be
tated in writing and transmitted to the employee, at the last known
lddress, and the Union. In all such written discipline cases, the Union
Ind the employee will be notified of the action by letter by certified
lail, return receipt requested.
-19-
ARTICLE 11 - GRIEVANCE AND ARBITRATION PROCEr 's
11.1 Any grievance or dispute which may arise between the
parties, concerning the application, meaning or interpretation of this
Agreement, shall be settled only in the following manner, except that
any grievance or dispute which may arise regarding Civil Service
Rules and Regulations that are not a concern of this Agreement shall
be settled through the established Civil Service procedure. A "day"
for the purposes of this Article shall mean work day, Monday through
Friday, exclUding holidays, for all employees.
Step 1. The employee or the Union Officer, with or without the
employee, shall file the grievance or dispute in writing with the
employee's supervisor or department head within ten (10) days of the
date of the grievance or within ten (101 days from when the
employee reasonably should have known of its occurrence.
Such grievance must contain the following information:
1. A statement presenting, in a concise manner, a
general description of the grievance.
2. A statement outlining the relief sought; and
3. Specific reference to the clause or clauses of the
agreement, which the grievant feels have been violated.
-20-
The failure I 'rictly comply with the provisions of sub-paragraphs 1, 2,
and 3 above shall not be the basis for claiming a grievance is not
arbitrable. The department head or supervisor shall have five (5)
working days to respond to the grievance. A disposition at this step
will not be cited as precedent by either party.
step 2, In the event the grievance is not resolved at step 1, the union
or the grievant shall present the written grievance to the Labor
Relations Office within ten (l0) days trom the Step 1 response or if no
response was given, then ten (l0) days from the date the response
was due. The Labor Relations Office shall have ten (10) days to
respond to the grievance.
Step 3. If the grievance is still unsettled, either party may, within
fifteen (15) days after the reply of the Labor Relations Office is due, by
written notice to the other, request arbitration by the State Board.
Said Board shall hear and act on such dispute in accordance with its
'ules and regulations.
The arbitrator(s) shall limit its decisions strictly to the
Jpplication. meaning or interpretation of the proVisions of this
\greement. The arbitrator(s) shall not add to, nor subtract from, the
erms of this Agreement as written. The arbitration award shall be in
-21-
writing and shall set forth the opinion and conclusions on c the issue
submitted.
The decision of the arbitrator(sj shall be final and binding on
the parties, and the arbitrator(s) shall be requested to issue its decision
within thirty 130) days after the conclusion of testimony and argument.
11.2 Expenses for the arbitrator(sl' services and the proceedings
shall be borne equally by the Employer and the Union. However.
each party shall be responsible for compensating its own
Representatives and witnesses. If either party desires a verbatim
record of the proceedings, it may cause such a record to be made.
providing it pays for the record and makes copies available without
charge to the other party and to the arbitratorls).
11.3 Grievances initiated by the Employer shall be processed in this
same manner, but they may be initiated at either Step 1 or Step 2.
Any suspension or termination grievance may be processed by the
Union directly to Step 2, within ten (1O) days of imposition of the
discipline.
11.4 Nothing contained in this Article shall prevent any employee
from processing his own grievance through the grievance procedure
in accordance with Section 7-468(d) of the e.G,S providing that the
Union shall be promptly notified of such grievance as it is being
-22-
processed. T'- ~ Union shall have the sole and exclusive right to process
the grievance to arbitration.
11.5 Upon mutual written agreement by the City and the Union,
any of the time limits in this Article may be waived or extended.
11.6 The City and the Union agree that every attempt shall be
made to schedule arbitration hearings in discharge cases within 120
days of the filing date for arbitration.
11.7 The parties agree to the utilization of an expedited arbitration
system for cases which both parties agree.
11.8 The parties further agree that forums other than the state Board
of Mediation and Arbitration such as the American Arbitration
Association IA.A.A.) or the Federal Mediation and Conciliation Service
(F.M.C.s.) may be used to comply with the provisions of this Article.
11.9 In the event that a grievance is not answered within the
prescribed time limits at each step, the grievance may be presented
to the next step of the grievance procedure.
11.10 All grievances not resolved at Step 2 may be processed to
Tlediation upon mutual agreement of the parties and only after the
:ase has been requested for arbitration as set forth in Step 3.
vlediation shall attempt to resolve those grievances filed for
lrbitration. Both sides will present their facts and arguments at the
-23-
mediation session. The mediator will make a ,-binding
recommendation that will not be part of the record in the event the
grievance proceeds to arbitration.
11.11 The City may select up to five (5) cases per contract year for
arbitration before the American Arbitration Association. The City shall
pay the costs of such arbitrations.
ARTICLE 12 - WAGES
12.1 The wage rates for the fiscal year July 1, 2001. to and including
June 30, 2002, shall be increased by two percent [2%) across the
board effective July 1, 2001 .
12.10 The wage rates for the fiscal year July 1. 2002 to and including
June 30, 2003 shall be increased by zero percent [0%).
12.1b The wage rates for the fiscal year July 1,2003 to and inclUding
June 30, 2004 shall be increase by two percent (2%) across the board
effective July 1, 2003.
12.1c The wage rates for the fiscal year July 1, 2004 to and including
June 30, 2005 shall be increased by two and one-half percent (2.5%)
across the board effective October 1. 2004.
12.11 All employees in the bargaining unit who are on the payroll as
of the execution date of this agreement will receive a one-time
-24-
:ployee's
signing bon'" of one hundred seventy five dollars ($175.00). Such
bonus will not be part of base pay.
12.2 For fhe purpose of this Agreement. an employee's regular
weekly earnings shall be that portion of his regular annual salary which
he receives each week. An employee's regular hourly rate shall be
that portion of his regular weekly earnings reduced to an hourly rate.
12.3 In determining an employee's rate of pay for any monetary.
benefit under this Agreement. the basis to be used in such
determination shall be the employee's regular annual. weekly or
hourly rate, whichever is appropriafe in determining such benetits.
However. any retroactive pay increases shall apply to all overtime
compensation paid.
12.4 In no event shall any additional monies received as a result of
any other proVision of this Agreement be considered as a portion of
:m employee's regular annual, weekly or hourly rate. The single and
;ole criterion for making a determination of any employee's annual
eekly or hourly rate shall be the salary being paid in accordance
vith the applicable wage schedule.
2.5 In the event a bargaining unit employee is promoted. his new
alary shall be arrived at by following the principle of a promotional
-25-
increase being equal to at least a step increase in the
range prior to promotion.
12.6 All employees on an annual salary shall be paid the wages of
their classification based on fifty-two (52) weeks.
12.7 Employees required to work in a higher classification than their
normal classification shall be paid the rate of the higher classification
for that period of time.
12.8 Employees after one hundred and twenty (120) days in an
Acting or Provisional status shall receive the Acting or Provisional pay
rate for purposes of all leaves and vacations. Acting and Provisional
employees shall also receive all pay 'step increases afforded the
classification after one (1) year in that status which they are actors or
provisionals.
12.9 Merit increases may be granted by the appointing authority
should the employee have maintained a standard of attendance
and job performance acceptable to the appointing authority. Should
the appointing authority fail to recommend the merit increase, the
reasons therefore shall be reduced to writing and provided to the
employee. Should the employee feel that the reasons for the denial
are not substantiated the Union may file a grievance concerning the
-26-
matter. Thp ~ r i e v a n c e shall be decided by a panel comprised of one
person chosen by fhe Union. one person chosen by fhe City and the
third chosen by both of them. The panel shall be impaneled within
ten (lO) days of the denial. Should this time frame not be met the
appeal will be heard as expeditiously as possible regardless.
12.10 The parties will commence negotiations over the Unions
request for eqUity adjustment for the positions listed in Appendix B
(attached) within sixty 160) days of fhe execution date of fhis
Agreemenf after rafification of the agreement and approval by the
City Council.
ARTICLE 13 - REPORTING TIME.
Any employee who is scheduled to reporf for and who presenfs
himself/herself for work. as scheduled. shall be assigned at leasf four
(4) hours work on fhe job for which the employee was scheduled to
epor!. If work on the job is not available. the employee shall be
3xcused from duty. and paid at his regular rate - straight time or
)Vertime. When an employee reports for and starts to work as
cheduled. and is excused from duty betore completion of four (4)
lours work. the employee shall be paid at his regular rate. for four (4)
,ours work at appropriate rate. straight time. or overtime. whichever is
pplicable.
-27-
ARTICLE 14 - CALL BACK PAY
When an employee is called in tor work outside of his regUlarly
scheduled working hours. he shall be paid a minimum of four (4) hours
at the applicable overtime rate. This provision applies only when such
call-bock results in hours worked are not annexed consecutively to
one end or the other of the working day.
ARTICLE 15 - LONGEVITY
15.1 Each employee who was hired prior to July 1. 1992 and who
has or will have five (5) or more years of continuous municipal service.
shall receive. in the first pay period subsequent to October ]sf of each
contract year. an annual payment equal to sixty dollars ($601 for
each year of complefed service. Such payment shall nof exceed one
thousand eight hundred dollars ($1.800). Employees hired after July 1.
1992 shall be eligible to receive longevity pay as pravided above
after ten (10) years of continuous municipal service.
15.2 Employees who leave service prior to October shall receive
Longevity Pay pro-rata for the period qualified. In case of an
employee's death. his/her spouse and/or children shall receive the
Longevity payment effective upon this Award.
15.3 Effective with the payment to be made the first pay period
after October 1, 2003. the payment required under Section 15.1 will
-28-
oe based upon seventy-five dollars ($75.00) far each year
of completed service.
ARTICLE 16 - NIGHT BONUS
16.1 Employees shall be paid a night bonus of one dollar and ten
cents ($1 .10) for each hour worked on the second and third shift.
16.2 The above bonus shall be added to the employee's rate for
the purpose of computing pay for sick leave days. for paid holidays.
for paid personal days. for vacation days under this Agreement.
16.3 Shills shall be defined as follows: Second shift shall be 3:00
p.m. to 11 :00 p.m. or 4:00 p.m. to 12:00 a.m. as the case may be;
Third shift shall be 11 :00 p.m. to 7:00 a.m.. or 12:00 a.m. to 8:00 a.m. as
the case may be.
16.4 Notwithstanding any other provisions of this Agreement. the City
may with thirty (30) days advance notice change the shift schedule
;et forth in Section 16.3 by no more than two (2) hours either way.
ARTICLE 17 - WEARING APPAREL
17.1 The City shall provide to any City employee. required to wear
>rotective clothing. his/her own protective clothing of good quality
Ind condition. Such clothing shall consist of rain gear. boots. gloves
nd goggles, or any other protective clothing deemed necessary by
)e Occupational Safety and Health Administration IO.S.H.A).
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17.2 Cafeteria Workers shall receive two hundred dolle per
year for the purchase of uniforms.
17.3 Lab Technicians shall receive two hundred dollars ($200) per
year for the purchase of uniforms.
17.40 All full-time Special Police and Senior Deputy and Deputy
Habor Masters shall receive six hundred fifty dollars ($650) per year for
uniform allowance.
17.4b All Telecommunications/Dispatch Operators shall receive two
hundred dollars ($200) per year for the purchase of uniforms.
17.5 All uniform allowances shall be payable the first pay day of
October of each contract year.
17.6 Effective July 1. 2004. fhe City shall purchase or rent uniforms
for all full time custodians. The uniform allotmenf shall consisf of fhree
(3) shirfs. four (4) pairs of pants. one (1) vest and one (1) jackef. The
uniforms shall be replaced as necessary.
17.7 All full-time Parking Enforcement Officers shall receive a
uniform allotmenf of fwo (2) summer uniforms and two (2) winter
uniforms.
17.8 As soon as practical after signing of this Agreement. the City
will provide a back brace for each cafeteria worker. who submits a
written request to the Department supervisor.
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" five (5)
17.9 Outreach personnel in the Health Department shall be
provided by the City with two (2) lab coats.
ARTICLE 18 - VACATIONS
or more years of continuous Municipal Service shall ret
weeks of vacation with pay.
18.30. Employees with one week vacation are not eligible for either
the option of carryover or payout as set forth below.
option of carrying over only one (1) week of unused vacation time
from one contract year/vacation year to the next contract
year/Vacation year. but are not eligible for the option of payout for
unused vacation time,
c. Employees with three (3) weeks or more vacation in addition
to the carryover option set forth in (b) above. may elect to work one
vacation week at their regular weekly compensation and to receive.
in addition. vacation pay for that week worked. Any employee
eligible for both carryover and payout options may elect to take one
or both options in any contract year/vacation year. Each employee
must take at least one (1) week actual vacation.
Employees who have not carried over from the prior year who
elect the payout option will be paid in accordance with the current
contract year/vacation year salary. An employee who has carried
over a week from the prior year and then elects the payout option
shall be paid at a rate equal to such employee's salary at the end of
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18.1 Vacations of employees covered by this contract shall be in
accordance with the ordinances of the City of Bridgeport which are
now in effect and which provide for such vacations. including pro-
rated vacations for all part-time employees covered by this
Agreement.
18.2 Subject to the provisions of Article 8. Section 8.3. employees
with continuous municipal service of less than one (11 year shall
receive one (1) day of vacation with pay for each month of such
continuous service but not to exceed one (11 calendar week in the
Contract Year such service is rendered. In each Contract year. any
employee with one 11) or more years of such service shall receive two
(2) weeks vacation with pay. In each Contract Year. any employee
with five (5) or more years of continuous service but less than ten (101
years of such service. shall receive three (3) weeks of vacation with
Jay. In each Contract Year. any employee with ten (10) or more
lears of continuous Municipal Service shall receive four (4) weeks of
location pay. In each Contract Year. any employee with twenty (20)
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b. Employees with two (2) weeks vacation may exercise the
the prior VC' ~ 'tion year. All payout shall be paid to the employee at
the end of the vacation year in which the election is made.
18.4 All ERS operators eligible for one or more weeks of vacation
must take one vacation week as a unit. A unit shall consist for four (4)
days.
18.5 If a holiday falls during an employee's vacation, such
employee will not be charged a vacation day on the day of the
holiday.
ARTICLE 19 - INSURANCE
19.1 The City shall provide and pay for the Health Benefits for all
employees and their enrolled dependents as follows:
1'>.) "Medical Benefits" in accordance with the City of Bridgeport/
>ridgeport Board of Education Medical Plan (including Section V -
ichedule of Benefits, Revision 6/20/93), a copy of which is annexed to
he originals of this Contract as Appendix C and is on file with the City
md the Union (the "Medical Plan").
Drug Prescription family plan (covering all approved
ledications) with a five (5) dollar co-paymenf per prescription and
n annual maximum of $1 ,000 per plan year. For additional
rescription drug charges. 80% is paid by the City and 20% is paid by
,e employee. For brand nome prescription drugs for which a
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generic equivalent is available the co-payment is ten ($1 C dollars
(the "Prescription Drug Plan").
C) The twenty-five dollar ($25.00) deductible CIGNA Dental Plan, or its
equivalent, excluding orthodontia (the "Dentall.
D) The CIGNA Vision Plan, or its equivalent. as outlined and attached
hereto as Appendix D.
19.2 The City sholl provide and pay for the cost of a Group Life
Insurance Policy in the amount of twenty thousand dollars 1$20,000)
dollars with occidental death and dismemberment for all employees.
19.3 Retirees prior to June 30, 2001, and their surviving spouses, if
any. will receive benefits for health core os defined in the plans in
existence under the contract which governed their retirement (or
such alternative coverage os they have accepted) and make
contributions to coverage. if any, in accordance with such
contracts(s).
19.4 For employees, and their surviving spouses, if any, who retire on
or after June 30, 2001, the City will provide and pay for benefits under
the Medical Plan or Medicare Port B and a supplemental plan to
Medicare Port B offering benefits equal to the Medical Plan and the
Prescription Drug Plan. Such retirees, and their surviving spouses, sholl
make the employee contributions, which sholl belixed at the dollar
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amount at' r, contributions at the time of retirement. to coverage
provided for herein. Coverage for surviving spouses shall terminate
upon remarriage.
19.5 Health Benefits under Section 19.1 and insurance under
Section 19.2 shall continue to be provided for suspended empioyees
throughout the period of suspension. Such Health Benefits and
insurance shall continue to be provided for terminated employees,
who have filed a timely grievance of such termination under this
Agreement. until a final decision on such grievance in arbitration or six
(6) months from the date of termination. whichever is sooner.
19.6 The City may offer the privilege of choosing an alternative
health care carrier and/or administrafor and/or plans in lieu of the
City's Plan as set forth in Section 19.1 of this Article. Enrollment periods
shall be annually in May of each year. For employees electing the
::Jlternative. the City shall remit monthly to the Plans in an amount up
10 but not to exceed that which the City pays for the City's Plans
nsurance as specified in Section 19.1 ot this Article. If the cost for the
Jlternative is greater than the amount the city would have paid or
:ontributed had the employee not elected such plan. then the City
19reed to deduct from the employee's pay, upon receipt of a written
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authorization from the employee, the additional amount r Jired for
full payment of the alternafive premium.
19.7 The City shall be permitted to substitute insurance or benefits
arrangemenfs from any source for the Plans provided for in Section
19.1 of this Article. Such substitutions shall be permitted if the
substituted coverage offers benefits and methods of administration.
processing and payment of claims at least equal to those specifically
proVided for in Section 19.1 of this Article. Before the City may
substitute. it must negotiate the substitution with the Union. If the
Union does not agree to the substitution. the City must claim the
matter for arbitration in accordance with single member panel rules
of the American Arbitration Association. The Arbitrator will order the
substitution, if after weighing the total benefits and methods of
administration, processing and payment of claims offered by fhe
City's proposal against the total benefits and methods of
administration, processing and payment of claims offered by the Plan
specified in Section 19.J of this Article, he/she finds fhat the average
bargaining unit member wilL on an overall basis, benefrl at least as
well under the proposed subsfituted coverage. Nothing herein shall
require the City to propose total substitutions for the coverage
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provided ; ~ Section ] 9.1 of the Article and substitution may be
proposed tor anyone or more of the specified coverages.
19.8 The City shall provide a payment of lieu of health benefits for
employees that waive such coverage in the amount of five hundred
($500j dollars per year.
Said payment shall made in two (2) installments as per the
current practice.
19.9 The parties shall continue to work through the Labor
Management Cooperative Committee on health care, which may
modify but not substantially change the health benefits as provided
herein.
19.10 Each active employee shall contribute five percent 15%) of
the difference between the Premium Cost for single coverage for fhe
Medical Plan and the Prescription Drug Plan and the Premium Cost for
dependent coverage for such Plans. For employees whose base pay
is $30,000 or more per annum, the contribution for active employees
(and each employee who retired after May 27, 2001) shall be. for
;ingle coverage, 2.5% of the Premium Cost for the Medical Plan and
he Prescription Drug Plan and. for dependenf coverage. 7.5% of the
'remium Cost for the Medical Plan and Prescription Drug Plan. For
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purposes of this Section (and wherever applicable elsE ,re in this
Article. "Premium Cost" shall be defined as either the actual premium
cost paid for such coverage or if the City does not pay an actual
premium cost. fhen the pseudo premium cost as developed by an
independent third party administrator for purposes of establishing
premiums pursuant fa fhe Comprehensive Omnibus BUdget Reduction
Act I"COBRA").
Section 19.11
A) The City will implement and shall maintain a plan pursuant fa
Section 125 of the Internal Revenue Code for all active employees so
as to facilitate deduction of the amounts contributed for health
benefits from the gross income of fhe employee for fax purposes.
B) As an alfernative to the current healfh and!or insurance benefits.
the City may offer an employee benefits cafeteria plan which allows
the employee to select from a specific list of benetits up to a yearly
dollar amount as agreed; the details of which shall be subject to
reopener negotiations at the request of either party.
Section 19.12
A) For employees who retire on or affer June 30. 2001 and their
surviving spouses. if any. the City shall provide and pay for the same
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benefits for ""edical care (excluding vision and dental coverage) as
provided for the active employees as the same may, from time to
time, be modified under fufure collective bargaining agreement or if
appropriate due to age, Medicare Part Band the Medicare
Supplemenf Plan fo the extent needed. Retired employee
contribufions shall be fixed af the amount equal to the dollar amount
of such contributions at the fime of retirement.
B) If any employee who retires on or after June 30, 1999 shall have
available coverage for Medical Benefits through subsequent
employment of fhe retiree or through fhe retiree's spouse
l"Alternative Coverage"). such retiree shall apply for. and if eligible
obtain, such Alternative Coverage provided that fhe Alfernafive
Coverage shall not exceed in premium cost to fhe retiree the cost
"'hich the retiree would have paid to the City for Medical Benefifs
:overage except as provided below. The retiree shall not take
Jdvantage of any buy-out program in lieu of such Alternative
:overage. The retiree and the retiree's spouse shall remain in the
:ity's Plan even if Alternative Coverage is obtained but the City'S
Ian shall remain secondary to fhe Alternative Coverage so long as it
available. In fhe event fhat retiree's premium cost and/or
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contribution for Alternative Coverage would be mar 'han the
retiree's premium cosf and/or contribution for the City's Plan and the
City shall not have exercised an option to reimburse the retiree or
surviving spouse for such additional cost. the Medical Benefits
provided by the City of Bridgeport shall become primary for the
retiree and the retiree's spouse. The retiree and the retiree's spouse
who have alternate coverage to which they must contribute shall not
be required to contribute to the City's coverage to the extent of such
contributions.
ARTICLE 20 . PENSION PLAN
All employees in the bargaining unit shall be covered by the
Connecticut Municipal Employees Retirement Fund B(CMERF).
ARTICLE 21 SICK LEAVE
21.1 For employees hired on or before June 30. 1992. sick leave
shall be earned by each employee of the bargaining unit. at the rate
of one and one-quarter working days for each calendar month of
service, the total of which shall not exceed fifteen (15) days in the first
twelve (12) months.
21.2 All unused sick leave of any employee during continuous
employment shall be accumulated without limitations. Sick leave
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rovisions.
shall contiC" to accumulate during leave of absence with pay and
during the time an employee is on authorized sick leave or vacation
time.
lays(200).
1.6 Administration
The City shall be responsible for the administration of these
ARTICLE 22 PERSONAL LEAVE
Up to three (3) days personal leave with pay shall be granted to any
employee on request for personal business in any contract year
provided twenty-four (241 hours notice is given, except in an
emergency. Such request will not be unreasonably denied. At the
end of the contract year, personal days which are unused, will be
credited to the employee's sick leave account.
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b. The City shall maintain a record for each employ( 'f all sick
leave taken and accumulated.
These records shall be subject to periodic reports to be submitted to
him/her.
c. During the effective period of this Agreement, a satisfactory
method of informing individual employees of accumulated sick leave
shall be established. Such procedure shall include either of the
following:
1) A record of an employee's accumulated sick leave shall be
submitted to him/her upon request at least once annually.
2) A record of an employee's accumulated sick leave shall be
indicated on the employee's wage stub at established periodic
intervals to be determined by the City but not less than once
annually.
A medical certificate, acceptable to the appointing
authority, may be required for any absence consisting of four (4) or
more consecutive working days.
21.4 a) Upon Retirement, an employee shall be credited for the
period of time corresponding to the amount of sick leave
accumulated. The above stafed credit shall be paid on a lump sum
basis of eight-five per cenf (85%). b) Upon the death of the
employee, the amount of sick leave credited to the employee shall
::>e payable to his/her spouse, and/or children, or estate.
11.5 For employees hired after June 30, 1992, sick ieave shall be
,arned at the rate of ten (101 days per year. Upon retirement, these
lmployees shall receive a lump sum payout of fifty percent (50%) of
Iccumulation, with a maximum accumulation of two hundred
21.3
ARTICLE 23 - BEREAVEMENT LEAVE
23.1 Each employee shall be granted leave with pay in the event
of a death in her/his immediate family. Such leave shall start on the
day of death or the following day at the employee's option, and
continue through and include the day of burial. except that in no
event shall such leave be more than three 13) days. commencing on
the day of death. For purposes of this Article. the term "immediate
family" shall mean and include the following: Mother. father. mother-
in-law. father-in-law. sister. brother. spouse. child. grandparent.
grandchildren. step-parents. step-brothers and step-sisters. Any other
::>ereavement leave or any extension of the above leave shall be
:harged to the employee's sick leave account.
!3.2 Employees shall be granted one day leave with pay for the
Jeath of any aunt. uncle. son-in-law. daughter-in-law. brother-in-law.
Ind sister-in-law.
ARTICLE 24 - LEAVE OF ABSENCE
4.1 A department head. with the approval of the Director of
Jbor Relations, may grant an emploYl:'e a leave of absence without
:ty for a period not to exceed one year. except that a six (6) month
Jrdship extension may be granted with the approval of the Director
Labor Relations. No leave without pay shall be granted except
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upon written request of the employee. Whenever gr . ~ d . such
leave shall be approved in writing and signed by the Department
head and the Director of Labor Relations.
Upon expiration of a regularly approved leave without pay.
the employee shall return to work in the position held at the time
leave was granted if the position is funded; provided that if the
position no longer exists or is not funded. the returning employee is to
be placed in a position which he/she has demonstrated that he/she
can perform effectively while in City service and to which his/her
seniority entitled him/her. Failure on the part of an employee on
leave to report promptly at its expiration. without good cause. shall be
considered as a resignation.
24.2 The City is not required to fill any vacancy created by such
leave but any employee acting or appointed as a provisional to fill a
bargaining unit position so created shall be required to pay union
dues during the period they fill such vacancy.
ARTICLE 25 - PREGNANCY LEAVE
25.1 Any member of the bargaining unit who becomes medically
disabled due to pregnancy or medical complications related to
pregnancy and is unable to perform her normally assigned duties,
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shall subrr' 1 written statement from her physician indicating her
present physical condition, the expected date of child birth, the
nature of medical disabilify, the limitations which that disability
imposes upon her ability to continue with her normally assigned duties,
and the probable duration of the disability.
25.2 Any bargaining unit members so medically disabled shall be
granted paid sick leave to the extent accrued, provided that such
leave shall be granted only for the duration of such pregnancy or
pregnancy related medical disability.
25.3 Any bargaining unit members medically disabled as a result of
pregnancy and uses sick leave to the extent accrued, shall be
entitled to receive all compensation which has been accrued under
the various provisions of this Agreement. and, upon returning to work,
shall receive full credit for accumulated seniority, retirernent, fringe
oenefits and other service credits.
25,4 Any bargaining unit employee previously disabled as a result
)f pregnancy or medical complications related to pregnancy must
eturn to her position when she is physically able to perform her duties.
[he City may require medical proof of any disability which it considers
nduly long in duration.
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25.5 Pregnancy leave shall, upon written reqL to the
Department Head, be granted in six month intervals up to a rnaximum
of two years. A written request is required for each six month period.
Such request shall not be unreasonably denied. This leave is granted
in addition to the sick leave taken pursuant to Article 21 .
25.6 During each six month pregnancy leave period, employees
shall:
a. Be allowed to continue the insurance coverage prOVisions
provided by this agreement at their own expense, and
b. Accrue seniority for all benefits thereto provided by this
Agreement.
ARTICLE 26 WORKER'S COMPENSATION
26.1 In the event that an employee is required to be absent from
work due to a job-related accident, and as a result thereof, has been
determined to be entitled to compensatory Worker's Compensation
payments pursuant to the State Statute, such employees shall be paid
the difference between eighty percent (80%) of that employee's
. regUlar straight-time earnings and the amount of the weekly Worker's
Compensation pay for each of the third (3rdlto the twelfth
(l2th) weeks during which the employee is thus required to be absent
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from work. ~ ' , i s provision shall nof apply fo back weakness or back
soreness cases and no differential payment shall be made in any such
case.
26.2 Absence from work required by virtue of a job-related
accident determined to be compensable under the Worker's
Compensation Statute shall not reduce the sick leave allowance of
the employee which has been accumulated pursuant to Section 2 of
Article 21, Sick Leave, of this Agreement.
26.3 SUbject to the limitations provided in Section 24.1 of Article 24,
workers compensation leave will be granted to all employees
deemed to have a compensable injury until such time as the
employee reached maximum medical improvement.
26.4 Each employee so injured or disabled must choose from the list
of approved health care providers on the City of Bridgeport Workers
Compensation Managed Care Plan as it may be modified trom time
10 time by the Plan Administrator with the approval of the Chairman
)f the Worker's Compensation Commission.
16.5 The existing side agreement concerning modified duty shall
emain in effect.
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ARTICLE 27 - JURY DUTY
27.1 For each of its employees who is summoned to serve on a jury
in the Superior Court or United States District Court (in the absence of
solicitation by the employee to be listed as a prospective juror) and is
required to serve on said jury, the City will reimburse such employees
for the difference in the compensation received from the Court and
the pay which said employee would have received had the
employee worked those hours that the City would have scheduled for
the employee's services during the same time period subject to the
following provisions: Employees shall be eligible for this payment affer
presentation to the City of a statement by the appropriate Clerk of
the Court setting forth the dates on which the employee was actually
present in Court pursuant to the jUry duty summons and the amount
paid by the Court as the result of the performance of such jury duty.
No employee shall be eligible for the City reimbursement provided
herein for jury duty more often than once in a fiscal year.
ARTICLE 28 TRANSFERS AND ASSIGNMENTS
28.1 Transfer is defined as the change of an employee from one
City department to another City department. within the same job
classification and with the approval of the department heads and the
Personnel Director.
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An assignment is detined as the change at an employee tram
one work site to another work site within the same department, within
the same job classification and wifh department head approval.
Assignment shall also be construed to mean re-assignment.
28.2 Employees desiring to transfer to other jobs shall submit an
application in writing to their immediate supervisor. The application
shall state the reason for the requested transfer.
28.3 Employees requesting transfer for reasons other than the
elimination of jobs shall be transferred to equal or lower paying job
classifications, on the basis of seniority, provided he/she has the ability
to do the job effectively without further training.
28.4 Employees requesting transfers because of the elimination at
their jobs shall be transferred to the same job or any other job of an
equal classification on the basis of seniority.
28.5 It is agreed to by the Union that the City may transter and
Jssign employees provided the employees to be transferred or
lssigned be given fhree (3) days notice that upon such notification
he departmenf head or immediate supervisor shall meet and explain
1e reasons for the transfer or assignment to the employee. The City
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of Bridgeport agrees that transfers and assignments shall not be tor
reasons other than sound business or operating reasons. The City
further agrees that transfers and assignmenfs shall not reduce the
normal weekly work hours, excluding overtime, of fhe employees
excepf as provided for in 28-2 and 28-3. The -City also agrees that
seniority as defined in Article 8 shall be a factor to be considered by
the City when initiating a transfer or assignment, but seniority shall not
be the sale determining factor. Transfer of the Service Assistants will
not be SUbject to provisions of this Section 28.5.
ARTICLE 29 SHIFT AND SCHEDULE PREFERENCE
Shift preference will be granted on the basis of seniority with the job
title as openings occur. Such preferences shall be exercised tirst by
employees within a division. If no employees within the division
exercise such preferences, then employees within the department will
be given preterence by seniority.
ARTICLE 30 TRAINING
30.1 The City shall establish on-the-job training programs from time
to time to prepare present employees to advance to positions in the
service requiring higher skills and more responsible duties. It such
training is conducted during normal working hours, the employee shall
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receive his I ~ <>r regular hourly rate while undergoing training. It
training is conducted outside normal working hours. no compensation
will be paid to employees undergoing training.
30.2 In the selection of trainees, qualified applicants will be
determined by the employee's expression of interest, aptitude and
work record. From the qualified applicants, assignments to training
will be in order of seniority.
ARTICLE 31 - SAFETY AND HEALTH
31.1 Both parties to this Agreement shall hold themselves responsible
for mutual cooperative enforcement of OSHA safety rules and
regulations.
31.2 A joint Safety and Health Committee will be established to
study City and Board of Education facilities and equipment utilized by
employees within the bargaining unit and to make reports and
'ecommendations concerning remedial action as the situation may
equire. The Union is to appoint three (3) members of this Joint
::ommittee. The City will appoint three (3) members. The mayor of
he City will appoint a seventh (7
th
) to and act as Chairperson. Either
>arty shall have the right to replace its members at its pleasure.
The Joint Committee shall conduct meetings at least once in
ach calendar month.
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ARTICLE 32 - REST PERIODS
32.1 All employees' work schedules shall provide for a fifteen (15)
minute rest period during each one-half shift. The rest period shall be
scheduled at the middle of each one-half shift whenever this is
feasible, but may not be annexed to the lunch break unless the
supervisor approves on an instance by instance basis.
32.2 Employees who. for any reason, work beyond their regular
quitting time into the next shift shall receive a fifteen (15) minute rest
period before they start to work on such next shift. In addition, they
shall be granted the regular rest periods that occur during the shift.
ARTICLE 33 - NON DISCRIMINATION
33.1 There shall be no discrimination against an employee because
of the employee's race, color, sex, age, religion, national origin,
marital status, disability, sexual orientation, political or Union affiliations.
33.2 Disputes involving alleged discrimination shall not be arbitrable
if the jurisdiction of the Connecticut Human Rights and Opportunities
Commission or any federal or state court or agency has been invoked
with respect to a claim of discrimination.
ARTICLE 34 - BARGAINING UNIT
34; 1 This Agreement applies to and includes all employees listed in
the certification of the Connecticut State Board of labor Relations
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Issued OecP '1lber 27. 1976 and Decision No. 1440-C as amended by
Decision No. 2482-A issued June 26. 1986.
34.2 Part-time employees who work twenty 120) hours ar more per
week are included in the bargaining unit; those who work less than
twenty 120) hours per week are excluded.
34.3 The inclusion of a newly established classification will be a
subject tor negotiations between the City and the Union.
34.4 Any dispute on whether a newly established classification is to
be included or excluded from the bargaining unit will be submitted to
the Connecticut State Board ot Labor Relations to resolve such
dispute.
It a newly established c1assitication is determined to be a part
of the Bargaining Unit. such classifications shall be included as a part
Df the bargaining unit without having to resort to an election.
ARTICLE 35 - UNION ACTIVITIES
15.1 The City agrees that the Union Officers or Stewards shall have
ime during working hours withouf loss of pay for the investigation and
Idjustment of grievances. permission to absent himself/herself from
is/her work area may be withheld by the supervisor only because of
peration requirements. but in no event later than the start of the next
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regular shift. The Union agrees that the complaint will b, Indled as
quickly as possible. The City agrees that the Union President shall have
extensive and free leave with pay trom the workplace to conduct
union business. The President agrees in good faith to inform his or her
supervisor of his or her whereabouts.
35.2 The seven (7) Members of the Executive Board may attend
meetings tor the purpose of negotiations during working hours without
loss of PaY.
35.3 Union Officials may attend meetings during working hours
without loss of pay when such meetings are requested or approved
by the Labor Relations Office.
35.4 Union Officers shall be able to consult with the Employer.
his/her Representative(sj concerning the enforcement of any
provisions of this Agreement. provided the Citys Labor Relations
Director or his/her designee is notified of such meetings and
consultations.
35.5 During each year up to five (5) City employees who are
chosen by the Union as official delegates of such State Convention of
NAGE shall be granted three (3) days leave without pay for the sole
purpose of attending the sessions of such State Convention as voting
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delegates. "'"lce in each five (5) year period, up to three (3) City
employees who are chosen by the Union to be Official delegates to
the National Convention of NAGE shall be granted five (5) days of
leave with pay for the sale purpose of attending the session of such
National Convention as voting delegates. The Secretary at the Union
will certify in writing to the appropriate City departments the names of
those City employees who are chosen by the Union to act as its
official delegates to either of such NAGE conventions at least
fourteen (14) working days prior to the first day on which the leave
with pay is to become effective.
35.6 The five 15) members of the Union Grievance Committee and
the grievants shall be granted ieave from work with full pay in order to
attend grievance meetings or hearings when such meetings ar
hearings take place the same time that such members are scheduied
to work. It is understood that the time the grievants are excused from
work will be limited to the time actually spent in meetings or hearings
ncluding pre-arbitration meetings with Union Officials and travel to
)nd from said meetings.
ARTICLE 36 - VISITS BY UNION REPRESENTATIVES
\ccredited representatives of the NAGE Local RI-200 and the
<ational Union shall have access to the premises of the Employer, at
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reasonable times, provided he/she notifies the supervisor' 'he work
area of his/her presence when he/she arrives and his/her presence
will not disrupt the orderly routine of the department.
ARTICLE 37 - BULLETIN BOARDS
The City will furnish and maintain suitable bulletin boards in convenient
places in each work area and may be used by the Union. The Union
agrees that the material posted will not contain propaganda against
ar attacks upon the City or any official thereof.
ARTICLE 38 COPIES OF CONTRACT
Within ninety (90) days after the signing of this Agreement. the City
shall furnish a copy of this Agreement to each employee. New
employees shall be given a copy of this Agreement at the time of
hire. The Union is to receive one hundred (100) signed copies of the
Agreement from the City.
ARTICLE 39 - RESIDENCY
39.1 Employees must inform the appropriate personnel office (I.e.
Civil Service Commission, Board of Education or Grants Personnel
Office) and the department of all changes of resident address within
forty-eight (48) hours of such change.
39.2 Any employee residing outside the City of Bridgeport shall not
be discriminated against regarding promotions and other conditions
-56-
of because the employee is not a residenf of the City of
Bridgeport.
ARTICLE 40 - EMPLOYEE ASSISTANCE PROGRAM (EAP)
40.1 The City of Bridgeport recognizes that a wide range of
problems not directly associated with one's job function can have an
undesirable effect on an employee's job performance.
40.2 The City of Bridgeport also recognizes that almost any human
problem can be successfully treated provided it is identified in its early
stages, and referral is made to an appropriate modality of care. This
applies whether the problem be one of physical illness, mental or
emotional illness, finances, marital or family distress, alcoholism, drug
abuse or legal problems.
40.3 Therefore, the City of Bridgeport believes it is in the interest of
the employee, the employee's family and the City to provide an
employee service which deals with such persistent problems.
40.4 The Employee Assistance Program may establish, and
Iherefore eliminate, and provide its services to all City employees and
heir immediate family members at no cost to employee or family.
10.5 The decision to seek the assistance of the EAP is left with the
An employee may seek assistance on his/her own or may
Igree to accept assistance at the suggestion of his/her supervisor.
-57-
40.6 Employees are assured that their job, future and re CJtion will
not be jeopardized by utilizing this employee service. Strict record
confidentiality will be observed at all times. No one other than the
EAP counselor and the employee shall have access to the
employee's file and/or progress reports, except in cases where this is
waived by agreement.
40.7 Employee problems causing unsatisfactory job performance
will continue to be handled in a forthright manner within the
established Bargaining Agreement procedures. There is no conflict or
contradiction with the prevailing unit procedures.
40.8 To insure consistency and cooperation, the appropriate union
steward will, if the employee consents, become involved when
necessary. It should be understood from the outset that this service is
a cooperative effort supported by the administration and unions
representing City employees.
ARTICLE 41 - PU8l1C CONTACT
41.1 To foster sound relations between members of the union and
the public, it is agreed that the City shall prOVide name tags to
employees who have regular contact with the public and the Union
agrees that all employees who have regular contact with the public
-58-
will e n d e a v ~ - to put a good taith best effort in regularly wearing the
name tags in a visible place.
41.2 Further, it is agreed that employees whose duties include
answering telephone calls from the public will endeavor to put a
good faith best effort in answering the telephone by giving their first
name after the greeting.
The parties shall agree in writing which employees are
excluded from this provision.
ARTICLE 42 - SPECIAL OFFICERS, DEPUTY AND SENIOR DEPUTY HARBOR
MASTERS
42.1 Uniforms damaged in the line of duty will be replaced by the
City, (respective departments), at no cost to the employee, or
deduction from the uniform allowance upon approval of the
)epartment Head. Personal property used in the line of duty will be
eplaced by the City on the same basis. Approval shall not be
mreasonably denied, except for normal wear and tear which shall be
laid for out of the uniform allowance.
The City shall provide each Special Officer and Harbor Masters
is/her own foul weather gear of good quality and condition. Such
lathing shall consist of a reversible rain coat. one side of which shall
-59-
be of a bright luminous color for traffic duty purposes, ru' rs and a
weather proof hat cover.
The City shall provide each Harbor Master his/her own
Mustang Suit for foul weather.
42.2 In accordance with the C.G.S. concerning Municipal Police
Training, Special Officers and Harbor Masters shall receive a minimum
of forty (40) hours training every three (3) years paid for by the City.
42.3 The City shall provide Special Officers and Harbor Masters two-
way communications equipment in their radio cars and hand units for
the Special Officers on foot patrol.
42.4 The City shall reimburse for the cost of tuition within sixty (60)
days of submission of the Special Officer's and Harbor Master's cost to
the clerk of his respective department, upon satisfactory completion
at a grade "en of better for courses at an accredited college or
University in subjects which are designed to increase the Officer's
proficiency and which shall be related to one or more of the following
fields:
Police Administration
Police Science and Procedure
Sociology
Investigative Procedures
-60-
Any Specir" Officer receiving tuition reimbursement shaJi remain
employed by the City tor a period ot one f1) year after completion of
the course or the employee shoJi reimburse the City for the tuition
reimbursement received within the one (1) year period prior to
seperation from employment.
42.5 Special Officers and Harbor Masters are authorized with arrest
powers in the enforcement of City ordinances. Said powers shall be
consistent with statute or other applicable law.
42.6 Special Officers. after certification from the training program,
will receive $1 .00 an hour increase.
ARTICLE 43 - SAVINGS CLAUSE
If any section, senfence, clause or phrase of this Agreement shall be
held for any reason to be inoperative, void or invalid, the validity of
the remaining portions of this agreement shall not be effected
Ihereby, it being the intention of the parties in adopting this
"greement that no portion thereof, or provision herein, shall become
10perative or fail by
3ason of the invalidity of any other portion or provisions.
ARTICLE 44 . TERMINATION
4.1 The agreed upon items in this Agreement shall be effective as of
Ie date of signing this Agreement tollowing ratification/approval by
-61-
respective parties and shall remain in full force and ell until the
thirtieth 130
fh
) day of June, 2005. It shall be automatically renewed
from year to year thereafter, unless either party shall notify the other in
writing no more than one hundred fifty (150) days nor less than one
hundred twenty (120) days prior to the expiration date that it desires
to modify this Agreement. In the event such notice is given,
negotiations shall begin no later then ninety (90) days prior to the
expiration date. In the event that either party desires to terminate this
Agreement, written notice must be given to the other party no less
than ten (10) days prior to the expiration date.
44.2 The parties will reopen this Agreement effective October 1,
2004 for the purpose of negotiating the benefits provided for under
Article 19 of the Agreement. This re-opener shall be subject to binding
interest arbitration under the Municipal Employee Relations Act.
ARTICLE 45 - DRUG TESTING
All employees, excluding Special Officer, holding CDL licenses shall be
subject to the existing City wide drug testing policy. All Board of
Education Security Guards, Special Officers, CAD.
Telecommunications Operators and Emergency Response Service
Operators shall be subject to drug testing in accordance with the
follOWing procedures: Mandatory testing upon original assignment
-62-
and random testing at any time after assignment tor controlled
substances detined in accordance with state of Connecticut
Uniformed Controlled Substances Act. Section 21 0-240 et seq.. of the
Connecticut General Statutes. which testing shall be administered in
accordance with state statutes and be performed by a reliable
laboratory. All other employees may be subject to "reasonable
suspicion" testing in accordance With the law.
ARTICLE 46 - COMPUTER AIDED DISPATCH (CAD)
46.1The scheduled shifts of CAD shall be 8 a.m. to 4 p.m.; 4 p.m. to 12
a.m.: and 12 a.m. to 8 a.m. The scheduled overlap shifts of CAD shall
be 11 a.m. to 7 p.m. and 7 p.m. to 3 a.m.. All
relecommunications/Dispatch Operators shall work thirty-six (36) hours
)er week. The night differential rate shall be $1.10 per hour for hours
vorked between 4 p.m. and 8 a.m.. Every effort will be made to
lCcommodate a half (1/2) hour lunch within these work schedules
Ind requests will not be unreasonably denied.
6.2 New hires for the Telecommunication/Dispatch Operator
osition shall serve a one [1) year probationary period. Unsatisfactory
ompletion of the employee's probationary period will result in
,rmination of the employee. If termination of the probationary
-63-
employee is sought after the first six (6) months of emplc ent. the
employee may be represented by NAGE. Local RI-200.
46.3 Except for an operational emergency. asdeclared by the
supervisor (Police Sergeant and/or ranked above). A newly hired
Telecommunica-tion/Dispatch Operators shall be precluded from
overfime assignments during their probation. Overtime will be offered
to the Telecommunication/Dispatch Operators on an equitable basis.
The NAGE members will have first preference of offered overtime.
Seniority for new hires. hired on the same day. for the
Telecommunication/Dispatch Operator position will be determined by
lottery drawing.
46.4 Communications Training Officer. while working as such.
shall be paid an additional seven and one half percent (7.5%) of their
hourly wage which pay shall be included in the next pay period.
Communications Training be selected based on
qualifications to be determined by fhe Chief of Police or his designee.
Seniority will be considered. but shall not be the sale qualifying factor.
ARTICLE 47 - GENERAL PROVISIONS
47.1 Whenever a new employee is hired. the City shall within ten (10)
days of hire. provide the employee's name. department. job title.
-64-
date ot hir" .vhether or not he/she is a grant employee, and address
to the Union. In addition, the City shall provide a complete seniority
list of all employees ot the Bargaining Unit to the Union Treasurer every
six (6) months.
IN WITNESS WHEREOF, the parties have caused their names to
be signed this day of 2000.
47.2 Whenever a new grant employee is being hired, upon request
from the union, the City must furnish the following information to the
Union:
0) The number of employees to be hired under the grant:
b) Type and source of funding, and
c) Any special terms or conditions of employment.
The Union shall have access to the Grant documents upon request.
47.3 Volunteers may be utilized at the Library to supplement and
assist, but shall not perform bargaining unit work.
U.4 Any employee required to use their own vehicle in the
)erformance of their job duties shall receive a mileage
eimbursement at the IRS mileage rate subject to documentation in
lccordance with City Police.
ARTICLE 48 - ATTENDANCE POLICY
1e Attendance Policy applicable to employees under this
.greement is attached as Appendix E. The effective date of such
olicy will be May 31 , 2002.
-65-
FOR THE CITY
~ ~ ~ 3 '
~ M a Y m _ ,
Edmund Jii? Winterbottom
Director of Labor Relations
FOR THE UNION
-66-
APPENDIX A
ALL CITY EMPLOYEES SUBJECT TO CITY HALL HOURS
The City of Bridgeport and NAGE. Local RI-200 hereby agree as
follows:
1. City Hall hours will be from 9:00 a.m. to 5:00 p.m. except as
provided below and will include. inter alia. the following:
a. One-hour lunch period.
Employees subject to City Hall hours will conclude their work day at
5:00 in the afternoon. except that. by arrangElments in each
department on an equitable and rotating basis. some employees
shall be required to work earlier or later. but no more then two (2)
hours either way. at the direction of each department head. where
reasonable and necessary. for the convenience of the public. When
so required to work. the employee affected will be given a later
starting time. earlier quitting time or other mutually acceptable
adjustment Within a particular month. in order to provide uniformity of
hours worked.
b. Departments. including the Board of Education.
which now start the work day prior to 9:00 a.m.. shall continue such
starting times. but the hours of work of such employee affected
-67-
thereby. shall be correspondingly reduced at the end of the work day
so that such employees will not be required to work more than 35
hours per week. Existing practices not inconsistent with the terms of
this stipulation shall continued.
-68-
APPENDIX B
EQUITY ADJUSTMENT POSITIONS
Data Entry II
Medical Assistant
Out Reach Workers
Accounting Clerk II
Parking Enforcement
T.R Case Workers
Buyers
Sanitarians
Property Appraiser I
Property Appraiser II
Legal Secretary
Emergency Service Operators
-69-
APPENDIX C
THE MEDICAL PLAN
CITY OF BRIDGEPORT
Effective: January 1, 2001
C12BPS/C12BP6
The City of Bridgeport I BOE plan is an open access plan that offers you the opportunity to use either PHS network or non-network
health care providers each time you seek medical care, and still receive benefits for covered services. The plan gives you a powerful
choice. You can work within the PHS provider network or choose a provider not affiliated with PHS. Care delivered within the
network is covered. In.,;Network. Outside the network, care is subject to, coinsurance, and completion of claim fOnTIs,
BENFFJlft';S'j c.''''< '."'.
. ,'r"1N%NE'F'WORf( ........ ",
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-
Deductible: None None
Maximum Out-of-Pocket Coinsurance Cost None $1,000 Single, $2,000 Family
(does not include charges in excess of allowed amount
or noncovered benefits)
Max.. Lifetime Benefit Per Member Unlimited $1,000,000
Coinsurance Level N/A 80%ofUCR

:...
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Physical Examination for
Children through Age 17

The maximum frequency of covered routine $10 Copayment per Visit Subject to 80% Coinsurance
2
health exams is Monthly during the first 5
months of life (maximum 5); once every 2
months from age 6 months through 11 months
(maximum 3); once every 3 months from age 12
months through 23 months (maximum 4); once
every 6 months age 24 months through 35
months (maximum 2); and once per Calendar
Year from age 3 through age 17 years.
Hearing Exams until Age 18 $10 Copayment per Visit Subject to 80% Coinsurance
2
Adults Age 18 and Over $10 Copayment per Visit Subject to 80% Coinsurance
2

The maximum frequency ofcovered routine

adult health exams, according to age is: 18 years
through 29 years, once every third Calendar
year; age 30 years through 49 years, once every
second calendar year; age 50 and over, once per
Calendar Year.
Preventive hnmunizations:
Children through Age 17
No Cost Subject to 80% Coinsurance
2
Adults Age 18 and Over
No Cost
Subject to 80% Coinsurance
2
Mammograms (See Section VI for schedule)
Screening
No Cost Subject to 80% Coinsurance
2
Diagnostic
No Cost Subjeet to 80% Coinsurance
2
Routine Gynecological Care, for female Members $10 Copayment per Visit, covered for one Subject to 80% Coinsurance
2
over age 15 pap test and one pelvic exam per calendar
_;,;cc.;H.';:C:'. .i-.:..
year.

',''c:;' . ::.,,,. :)
';\,E' .: . ..:::"..;. '.':
Pre-Natal and Post-Natal (from eft: date of PHS $10 Copayment for the initial Visit, then Subject to 80% Coinsurance
2
coverage) covered in full
Hospital Services for Mother & Child (Includes all $200 Copayment per Admission
J
$200 Copayment per Admission, then
newborn costs even ifnewbom requires continued subject to 80% Coinsurance
2
hospitalization after mother is discharged)
Family Planning and Infertility Services (Excludes $10 Copayment per Visit Subject to 80% Coinsurance
2
Vitro Fertilization, GIFT, and ZWT)
-70-
Physician Office Visits
X-Rays and Laboratory Tests
Physical & Occupational Therapy and Chiropractic
Care, for up to 30 Visits per Year
Cardiac Rehabilitation for up to 12 weeks following
myocardial infarction or cardiac surgery
Speech Therapy, for up to 60 days per year
Diagnostic Procedures
Surgery performed in a Hospital or Outpatient
Surgical Care Center
Allergy Services
$10 Copayment per Visit
No Cost
$10 Copayment per Visit
$10 Copayment per V i s i ~
$10 Copayrnent per Visit'
No Cost
$10 Copayment per Visie
$10 Copaymentper Visit
Subject to 80% Coinsurance
2
SUbject to 80% Coinsurance
2
Subject to 80% Coinsurance
2
Subject to 80% Coinsurance
2
,3
SUbject to 80% Coinsurance
2
,3
Subject to 80% Coinsurance
2
,3
Subject to 80% Coinsurance
2

3
Subject to 80% Coinsurance
2
Subject to 80% Coinsurance
2
Subject to 80% Coinsurance
2
Subject to 80% Coinsurance
2
$200 Copayment per Admission, then
subject to Coinsurance
2

3
$200 Copayment per Admission then subject
to 80% Coinsurance2.3
$200 Copayment per Admission, then subject
to 80% Coinsurance
2
,J
Subject to 80% Coinsurance
2
$200 Copayrnent per Admission, then subject
to 80% coinsurance)
$200 Copayment per Admission, then subject
to 80% coinsurance
3
$200 Copayment per Admission)
$200 Copayment per Admission
3
$10 Copayment per Outpatient Visif
$200 Copayment per Admission
3
$200 Copayment per Admission)
$10 Copayment per Visit
Outpatient visits may require approval in
advance.
$200 Copayment per Admission
3
Inpatient Skilled Services such as Physical,
Occupational therapy, and Skilled Nursing Care to a
combined maximum of60 days per calendar year
Outpatient Mental Health Care
Semi-Private Room and Board
Inpatient Diagnosis and Medical Treatment for Drug
and Alcohol Detoxification
Inpatient Rehabilitative treatment for the abuse of, or
addiction to drugs and alcohol
Outpatient Rehabilitative treatment for the abuse of,
or addiction to drugs and alcohol
Inpatient Mental Health Care
Home Health or Hospice Care when skilled services
are required
Inpatient Hospice Care
No Cost]
$200 Copayment per Admission
3
Subject to 80% Coinsurance
2

3
$200 Copayment per Admission then
covered 100%3
Durable Medical Equipment (Certain devices require
prior authorization)
Foot Orthotics
PHS pays 100% of the cost of covered
item(s) up to a combined in and out of
network maximum of$500 per year
PHS pays 50% of the physician's charge or
$125, whichever is less
PHS pays 100% of the cost of covered
item(s) up to a combined in and out of
network maximum of $500 per year
PHS pays 50% of the physician's charge or
$125, whichever is less
Prosthetics (maxirnwns are combined in and out of
network)
Internal
External, to it maximum of$5,000
External replacement, to a maximum of$5,000
Oxygen
Acupuncture
No Case
No Cosf
No Cosf
No Cosf
$10 Copayment per Visif
Subject to 80% Coinsurance
2
.]
Subject to 80% Coinsurance
2

3
No Cost'
Covered In Network only
71-
BENEFfts,
At Physician's Office
Urgent Care at an Urgent Care Center
At Hospital Emergency Room
(ER Copayment waived if admitted, then S200
Inpatient Copayment applies)
Ambulance, in case of emergency
$10 Copayment per Visit
$10 Copayment per Visit
$75 Copayment per Visit
No Cost
$10 Copayment per Visit
$10 Copayrnent per Visit
$75 Copayment per Visit
No Cost
* Usual, Customary and Reasonable Charge (VCR) is defined as maximum allowable charge as detennined by PHS.
*'* For outpatient mental health, rehabilitative treatment for the abuse of or addiction to drugs and alcohol, and chiropractic care, the allowed
amount is determined by the vendor's'fee schedule.
I In Network services are services and benefits provided or arranged by a PHS participating provider.
2 Out of Network services require a member to pay coinsurance.
3 When Medically Necessary and Approved in Advance by the PHS Medical Director.
Conditions and Limitations
You are covered for emergenCies anywhere in the world. If the situation is life-threatening, go straight to the nearest hospital's emergency room
or call 911. If at all possible, try to reach your PHS primary care physician. Please be sure it is a true emergency. Many people go to the
emergency room for things like colds, sore throats, coughs, and routine fevers because it is convenient. While none of these problems. constitutes
an emergency, you are covered for all ofthem.through a visit to your physician's office. You will be responsible for any emergency room charges
when it is not an emergency.
Out of Network Benefits
When using Out of Network benefit, prior authorization is required for all inpatient and outpatient hospital admissions, all elective ambulatory
surgical procedures, and most diagnostic procedures performed in a non-plan hospital or freestanding surgical center. To obtain prior
authorization, please contact PHS' Customer Service Department at 1-800205-0095. A $100 penalty is applied to Out of Network
reimburseme;nt when the member does not complete the prior authorizalion process.
Out ofNetwork Inpatient Hospital Copayment Maximum
AIl of your out-of-network inpatient hospital! facility copayments will be applied to an annual copayment maximum of $1,000 per member or
$2,000 per family per calendar year.
General Exclusions
You are not covered for physical exams for employment, insurance, school, premarital requirement or summer camp (unless substituted for a
nonnal physical exam); hearing aids; routine foot care; some transplant procedures; cosmetic or reconstructive surgery, unless medically
necessary; custodial services; programs; or long-tenn psychiatric treatment.
Plan will not duplicate any benefits for which members 'are entitled under worker's compensation, No-Fault, Medicare, or other group health
insurance coverage.
The services, exclusions and limitations listed above do not constitute a contract and are a summary only. The City of Bridgeport
Summary Benefit Description is the flnal al.'biter of coverage under PHS. If you have any questions, please call the PHS Customer
Service Department at 1-800-205-0095.
Slpd City of Bridgeport (CI2BP5ICI2BP6)
61112004
-72-
AppendixD
VISION CARE BENEFITS FOR
CITY OF BRIDGEPORT
The new vision care plan will be provided by Vision Service Plan. The plan
provides a complete vision examination and lenses once every twelve (12) months,
and a frame once every twenty-four (24) months. The vision examination will
include tests to determine the general health of your eyes and whether glasses are
necessary. A wide selection of frames are available, and contact lenses are covered if
medically nccessary. An allowance will be made if cosmetic contacts are selected.
The plan has a network of over 22,000 doctor locations nationwide for you to choose
from. WHEN SERVICES ARE OBTAINED FROM A MEMBER DOCTOR,
Vision Service Plan will pay the doctor directly. There will be no out-of-pocket
expense cxcept for a twenty ($20.00) dollar co-payment for the examination and a
thirty ($30.00) dollar co-payment for materials. There can be an extra charge for
cosmetic items such as tints, over-sixed lenses, or blended lenses, etc. These extras
are charged at predetermined wholesale prices.
In addition, your benefit includes a forty dollar ($40.00) wholesale frame allowance.
This typically equates to a pair of frames which retail for one hundred/one hundred
twenty ($100/$I20) dollars. Should you exceed the wholesale frame allowance, you
will be charged the additional wholesale cost, plus a service fee equal to the overage.
(Example: You choose frames which carry a fifty dollar ($50.00) wholesale value.
You would be charged the additional wholesale cost of ten dollars ($10.00) plus a
service fee equal to the overage, or ten ($10.00) doIlars. Therefore, lbese frames
would cost twenty ($20.00) dollars in addition to your co-payment.
You also have the option to receive SERVICES FROM A NON-MEMBER
DOCTOR, and VSP will reimburse you according to a schedule of aIlowances.
There is no assurance that the schedule will be sufficient to pay for the entire cost of
the examination or the glasses.
NON-MEMBER DOCTOR REIMBURSEMENT SCHEDULE
BEFORE MAKING AN APPOINTMENT WITH EITHER A MEMf OR NON-
MEMBER DOCTOR, you must obtain a request card brochure from y"u{ Personnel
Department. The brochure will further explain the benefits and procedures. Simply
complete the pre-addressed request-for-service postcard attached to the brochure and
mail it to VSP. The request-for-service postcard should be sent in just prior to your
desired appointment date, since lbe benefits from expires sixty (60) days from the
date of issue. Within approximately ten (10) days, you will receive a benefit from
along with a list of member doctors in your area. For questions other than eligibility,
call VSP's National Customer Service Center at (1800) 622-7444.
Vision Examination
Single Vision Lenses, np to (per pair)
Bifocal Lenses, up to (per pair)
Trifocal Lenses, up to (per pair)
Lenticular
Frames, up to
Contact Lenses
Necessary
Elective
-73-
$40.00
$40.00
$60.00
$80.00
$125.00
$45.00
$210.00
$105.00
-74-
Appendix E
CITY OF BRIDGEPORT
ATTENDANCE POLICY
PURPOSE
This policy establishes attendance guidelines and procedures, and describes the
responsibility of the employee and supervisor in maintaining an effective attendance
program.
SCOPE
This policy applies to all City of Bridgeport employees who are members of the NAGE
Local RI-200 bargaining unit.
POLICY
The City of Bridgeport municipal departments provide a wide range of services to
residents, business owners and others. In order to provide quality and timely services,
each department must be fully staffed each day. Absenteeism detracts from the City's
ability to meet quality service standards and causes a difficult burden for those employees
who must assume the duties of absent employees.
Sick time benefits are provided as income protection when illness prevents the employee
from reporting to work. It should not be considered as authorized "time off' and attempts
to "use up" sick time are strongly discouraged. Our bargaining agreements generally
allow for sick leave accumulation and include sick leave "pay-out" provisions. The
City's commitment to continued sick leave benefits for income protection purposes is not
inconsistent with our commitment to an effective attendance policy.
Excessive employee absenteeism is unacceptable and will be addressed by supervisors
and the Office of Labor Relations in accordance with the standards described below.
Employee Responsibilities
Each employee is expected to:
Employees are expected to maintain a good attendance record.
Each employee is expected togive advance notification of absences due to illness,
and provide the reason for the absence. The employee must give notification by
phone, personally and directly, to the supervisor. If an extreme situation arises and
the employee is unable to call prior to the scheduled work time, notification must be
-75-
given to the Supervisor within half-hour after the scheduled start time. If the
employee fails to do so, the employee's absence is considered unauthorized. After
three consecutive days without notice, the employee will be considered to have
resigned from employment, unless otherwise provided for under the employee's
collective bargaining agreement.
Supervisor Responsibilities
Each Supervisor is responsible for monitoring and enforcing this policy. While it is the
employee's responsibility to correct the attendance problems and prevent absenteeism,
the supervisor should emphasize the following:
Communicate the City's policy of requiring good attendance to all unit employees.
Each Department Head or his/her designee shall be responsible for forwarding a
monthly report to the CAO and Director of Labor Relations indicating each employee
whose attendance merits disciplinary action under this policy and each disciplinary
action taken for such employee.
o Employees should personally call their supervisor directly if illness will prevent them
from reporting to work. The supervisor must advise the employee that they are to
maintain contact for any period of absence beyond one day, unless the employee has
provided a doctor's certification covering a specified period.
o Determine when the employee expects to return to work.
o Insure that all absences are accurately and properly recorded on weekly time sheets
and on the unit attendance log.
o It is the supervisor's responsibility to consistently enforce this policy by monitoring
the employee's attendance records on a monthly basis.
The attendance records of each employee should be considered individually with
reference made to the following types of attendance problems:
o Frequency of Absence: Frequent short-term absences often indicate basic poor
attendance habits.
o Pattern of Absence: Unscheduled absences that reflect a pattern of Monday or
Friday absences, or absences on the day before or after a holiday or long week-
end, or other pattern related to operational conditions (e.g. weather, workload,
etc.)
o Cause of Absence: The nature of frequent absences are unrelated and may reflect
a poor attendance record.
Employees should be advised that the City provides a comprehensive benefits plan
that should enable the employee to seek treatment for medical problems. The
Employee Assistance Program (EAP) may also be used as a potential resource for any
underlying issues causing an attendance problem.
Long-term employees with established records of good attendance may be considered
differently than a new employee with a poor record during the initial months of
employment. It must be recognized, however, that each absence adversely affects the
City's ability to provide quality municipal services. The primary responsibility for
maintaining a satisfactory attendance record rests with the employee.
o If a supervisor detects an abuse of sick time by an employee, disciplinary action
should be taken as described below. NOTE: The supervisor should counsel the
-76 - 2
employee and encourage the employee to avail themselves of the EAP, prior to
issuing an oral or written warning. In addition, prior to taking any action
beyond.counseling or an oral or written warning, the supervisor must consult.
with the Office of Labor Relations.
Supervisors are reminded that the use of vacation and personal days must be
consistent with the operational needs of the department but must not be so restricted
so as to unreasonably deny their use. Sound business judgment is expected to be used
in dealing with employee's use of vacation and personal days.
When a matter of interpretation arises, the supervisor shall contact the Director of Labor
Relations, or his designee, so as to assure the proper application of these standards.
ATTENDANCESTANDARDS&PROCEDVRES
Definitions:
Absence
An "absence" is defined as any unscheduled absence from work during scheduled
working hours (including failing to report for scheduled or unscheduled overtime) or
failure to remain at work as scheduled. The use of the term scheduled is significant to
this definition because it automatically excludes vacation, personal leave or other forms
of approved and scheduled time off. An unscheduled consecutive absence in excess of
one day, shall be considered as only one absence against the employee, regardless of its
length. (Example: An employee is absent for four consecutive days with the flu. This is
treated as one absence for purposes of this policy) An absence excludes any work related
injury, or a reoccurrence of such an injury, approved by the City's Worker's
Compensation Administrator.
Chronic Illness
An illness requiring periodic visits or treatment by a physician that continues over an
extended period of time and which causes an episodic rather than a continuous period of
incapaci ty.
Disciplinary Procedures
In order to translate attendance standards into an effective working personnel
policy, the City has adopted the following standards and procedures. It must be
noted that four (4) or more absences in the initial probationary period of
employment should be considered as failure to satisfy the probationary period of
employment.
-77- 3
Corrective counseling is warranted when an employee has:
Six (6) absences within any twelve (12) month period'
The supervisor should counsel the employee prior to issuing an oral warning. The
supervisor shall discuss with the employee contributing problems and possible
corrective measures. An EAP referral should be made, if appropriate. The
supervisor should also advise the employee that an additional absence could result
in an oral warning.
Oral warning is warranted when an employee has:
Seven (7) absences within any twelve (12) month period'
The oral warning must be documented by a written memorandum to the employee
from the supervisor. In determining whether to issue an oral warning, the
supervisor may consider the number of absences, any pattern of absences, the
employee's past record and any other extenuating circumstances. Regardless of
the circumstances, however, the supervisor must issue an oral warning when the
number of absences e.iCceeds these guidelines by one (1) for this category, and
continue with discipline in accordance with this policy for all future absences.
The supervisor should advise the employee that an additional absence could result
in a written warning.
Written warning is warranted when an employee has:
Eight (8) absences within any twelve (12) month period'
The supervisor may consult with the Office ofLabor Relations, prior to issuing
the written warning. In determining whether to issue a written warning, the
supervisor may consider the number of absences, any pattern of absences, the
employee's past records and any other extenuating circumstances. Regardless of
the circumstances, however, the supervisor must issue a written warning when the
number of absences exceeds these guidelines by one (I) for this category, and
continue with discipline in accordance with this policy for all future absences.
The supervisor should advise the employee that an additional absence will result
in a five day suspension without pay.
, This is a continuously rolling twelve month period.
4
-78-
A five (5) day suspension without pay is warranted when an employee has reached:
Nine (9) absences within any twelve (12) month period
The supervisor must consult with the Office of Labor Relations, prior to issuing a
five (5) day suspension without pay. The supervisor must advise the employee
that termination will be warranted following one (l) additional absence,
regardless of the circumstances.
Termination is warranted when an employee has reached:
Ten (I 0) absences within any 12 month period
The supervisor must consult with the Office of Labor Relations prior to
terminating an employee.
Physician's Documentation"
Unless otherwise provided )lp.qer an applicable collective bargaining agreement, any
employee who incurs three (3) absences in a six (6) month period, or who
incurs more than five (5) in a twelve (12) month period**, will be required to
obtain a physician's statement, acceptable to the Director of Labor Relations, upon the
employee's return to work. to provide this statement shall result in no pay for the
absence, and other corrective action, if appropriate. Evidence of admission to a hospital
may be provided in lieu of a' physician's statement. The physician's statement should
document the reason for the absence.
A doctor's statement(s) and a,.ny other medical records for an employee shall be
maintained in the employee's medical file. The information in this file shall be
maintained as confidential disclosure is necessary for the health and/or safety of
other personnel (such as issues of dangerous contagious disease) or for purposes of
disciplinary or any other action taken pursuant to this policy.
.'.
If an employee attempts to return to work after being absent for a "health related" reason
and can document with a physician's statement, acceptable to the Director of Labor
Relations, that a second absence (within 2 days ofa previous absence) is the result of a
single medical condition, the second absence will be considered as a single absence.
This is a continuously rolling twelve month period.
.. This is a continuously ro'lling six and twelve month period.
-79-
5
Chronic Illness
An absence attributabie to a chronic iliness wiii be a factor considered when imposing
discipline pursuant to this policy, if the employee suffering from such an illness can
provide documentation from,! treating physician reflecting that the absence was a direct
result of said illness. The physician's documentation must reflect that the iliness is
chronic (as defined above) and severe enough to' prevent the employee from performing
his/her duties. However, the absence may be counted againstthe employee if the
employee's attendance record reflects a "pattern of absences" as described in this policy.
Prior to imposing discipline pursuant to this policy for absences that may be caused
by a chronic illness, the supervisor must consult with the Office of Labor Relations.
Annual Physical Examination
An employee's use ofsick time (112 sick day) to attend an annual physical examination
will not be considered against the employee for purposes of imposing discipline pursuant
to this policy. The employee's supervisor must be given prior notice of not less than two
(2) business days of such examination and adequate documentation if requested.
However, employee should use their accumulated personal or vacation days to attend any
other medical and/or dental appointments during regularly scheduled work hours.
Absence to Care for Sick Child
The City understands that it may be necessary for employees.to be absent from work to
care for a sick child. Therefore, an employee's use of a sick day to care for a sick child
may not be considered against the employee for purposes of imposing discipline, if the
employee can demonstrate that they are the child's primary care giver, the use of a sick
day was necessary to care for the ill child, and th-e child" s illness is documented by a
physician's statement. However, the sick day may be considered against the employee if
the employee's attendance record reflects a "pattern of absences" as described in this
policy, or if the number of sick days used to care for a sick child exceeds three in any
rolling twelve month period.
Family and Medical Leave / Maternity Leave
Any sick time taken by an employee on an approved family and medical leave, or an
approved maternity leave, shall not be considered when imposing discipline pursuant to
this policy.
-80-
6
American With Disabilities Act
The American with Disabilities Act (ADA) prohibits employers from discriminating
against "qualified" individuals with disabilities. The City is committed to ensuring non-
discrimination in all terms and conditions of employment. Prior to imposing any
discipline, beyond an oral or written warning, supervisors must consult with the Office of
Labor Relatiolits or the ADA Coordinator to ensUre compliance with this Act. Employees
may contact the City's ADA Coordinator with any questions concerning the ADA.
Good Attendance
An employee with "good attendance" is one with fewer than four (4) absences within a
twelve (12) month period. An employee's attendance record shall be considered when
evaluatingan employee's job performance, and in determining eligibility for promotions,
Employee Records
Documentation of any action taken pursuant to the policy and procedures established
herein, shall be returned to the employee's personnel file, unless and until, removal is
required under any bargaining agreement.
The rolling base periodfor calculation ofthe number ofabsences shall be one year prior
to the effective date ofthis policy. However, any employee with incidents ofabsences in
excess offive on the effective date will revert to five absencesfor purposes ofapplication
ofthis policy after such effective date.
Supervisors should consult with and obtain the approval ofthe Labor Relations Director
before determining that any absences, prior to the effective date, meet any ofthe
exceptions in this policy.
Any questions concerning this Policy shall be directed to the Office ofLabor Relations.
-81-
7
APpendix F
CITY OF BRIDGEPORT
NAGE OCTOBER 1, 2004 (2.5%)
UNION JOB CODE JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEPS STEP 6
-- - ~ - ~ _ -- -- ~ - ~ - _- .- - -- - - - ~ - ~ _ ______________ ~ ____________ _ __ __~ ___~ __ __________~ ___w_ _. _ ~ _ w _ ~ _ _ _ __ __ ___ __ _____ _____ _____ ___._________ __ ____ _ . _ ~ _ _ _ _ _ _ _ _ _ _ _ _ _ _ ____._._._._._____ .__________________ __________ _~ _ ~ ______
G 1100 TYPIST I $24,003.00 $25,207.00 $26,404.00 $27,604.00 $28,224.00 $30,006.00
$461.60 $484.75 $507.77 $530.85 $542.77 $S77.04
G 1230 TYPIST I $25,850.00 $27,146.00 $28,435.00 $29,727.00 $30,395.00 $32,314.00
(35 HRS) $497.12 $S22.04 $546.83 $571.67 $584.52 $621.42
G 1102 CLERK I $24,003.00 $25,207.00 $26,404.00 $27,604.00 $28,224.00 $30,006.00
$461.60 $484.75 $S07.77 $530.8S $542.77 $577.04
G 1231 CLERK I $25,850.00 $27,146.00 $28,435.00 $29,727.00 $30,39S.00 $32,314.00
(35 HRS) $497.12 $S22.04 $546.83 $571.67 $584.S2 $621.42
G 1104 TYPIST II $25,681.00 $26,969.00 $28,2S2.00 $29,536.00 $30,243.00 $32,104.00
$493.87 $518.63 $543.31 $568.00 $581.60 $617.38
G 1232 TYPIST II $27,6S7.00 $29,043.00 $30,425.00 $31,808.00 $32,570.00 $34,573.00
(35 HRS) $531.87 $558.52 $585.10 $611.69 $626.3S $664.87
G 1105 CLERK II $25,681.00 $26,969.00 $28,252.00 $29,536.00 $30,243.00 $32,104.00
$493.87 $518.63 $S43.31 $568.00 $581.60 $617.38
G 1106 STENOGRAPHER $25,072.00 $25,858.00 $26,661.00 $27,455.00 $28,880.00 $34,728.00
$482.15 $497.27 $512.71 $527.98 $555.38 $667.85
G 1250 STENOGRAPHER $27,000.00 $27,847.00 $28,712.00 $29,567.00 $31.101.00 $37,399.00 POUCE
(35 HRS) $519.23 $535.52 $552.15 $568.60 $598.10 $719.21
G 1233 STENOGRAPHER $30,858.00 $31,825.00 $32,814.00 $33,791.00 $35,544.00 $42,742.00 WPCA
(40 HRS) $593.42 $612.02 $631.04 $649.83 $683.54 $821.96
G 1107 FIRE ARSON ANALYST $30,037.00 $31,212.00 $32,380.00 $33,553.00 $34,722.00
$577.63 $600.23 $622.69 $645.25 $667.73
G 1109 PAYROLL CLERK $31,462.00 $33,039.00 $34,608.00 $36,184.00 $37,177.00 $39,677.00
$605.04 $63S.37 $665.54 $695.85 $714.94 $763.02
G 1733 PAYROLL CLERK $33,882.00 $35,580.00 $37,270.00 $38,968.00 $40,037.00 $42,729.00
(35 HRS) $651.58 $684.23 $716.73 $749.38 $769.94 $821.71
G 1234 PAYROLL CLERK $38,722.00 $40,663.00 $42,595.00 $44,534.00 $45,756.00 $48,833.00 PARKS
(40 HRS) $744.65 $781.98 $819.13 $856.42 $879.92 $939.10
G 1110 LEGAL SECRETARY $33,976.00 $35,S66.00 $37,158.00 $38.746.00 $40,341.00
(35 HR5) $653.38 $683.96 $714.58 $745.12 $775.79
Page
-87-
CITY OF BRIDGEPORT
NAGE OCTOBER 1, 2004 (2.5%)
UNION JOB CODE JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEPS STEP 6
- -.-. - ~ --.- -~ -----.---- ----------- -- ---.----------_.-.--. -.-.-.--.-.----.-.----.-.-.-- .------.------.-. - .-.---- -------.-- - ------------------ -.-.-._-.-.------. --- -----.--_.-----------------_.-.--- ---------------_.---
G 1111 lYPIST III $32,05S.00 $33,039.00 $34,608.00 $36,184.00 $37,177.00 $39,677.00
$616.44 $63S.37 $66S.54 $695.8S $714.94 $763.02
G 1251 TYPIST III $34,521.00 $35,580.00 $37,270.00 $38,968.00 $40;037.00 $42,729.00
(35 HRS) $663.87 $684.23 $716.73 $749.38 $769.94 $821.71
G 1113 CUSTOMER SERVICE REPRESENTATIVE $35,871.00 $37,550.00 $39,230.00 $40,908.00 $42,590.00 WPCA
(40 HRS) $689.83 $722.12 $754.42 $786.69 $819.04
G 1114 GARAGE CLERK $30,037.00 $31,212.00 $32,380.00 $33,553.00 $34,722.00 $40,842.00
(35 HRS) $577.63 $600.23 $622.69 $645.25 $667.73 $78S.42
G 1116 POLLUTION CONTROL FIELD OPERATIONS CLERK $32.055.00
$616.44
G 1118 LEGAL RECEPTIONIST $27,744.00 $29,002.00 $30,264.00 $31,526.00
$S33.S4 $557.73 $582.00 $606.27
G 1119 PAYROLL CLERK II $40,587.00 $41,835.00 $43,084.00 $46,407.00
$780.52 $804.52 $828.54 $892.44
G 1121 RETIREMENT ADMINISTRATOR $38,629.00 $40,059.00 $41,420.00 $42,778.00 $44,134.00 $47.258.00
(35 HRS) $742.87 $770.37 $796.54 $822.65 $848.73 $908.81
G 1201 SWITCHBOARD OPERATOR $22,812.00 $23,574.00 $24,339.00 $25,086.00 $25,B47.00
$438.69 $453.35 $468.06 $482.42 $497.06
G 1202 EMERGENCY REPORTING SERVICE OPERATOR $28,054,00 $28,899.00 $29.747.00 $30,594.00 $31,448.00
$S39.50 $555.75 $572.06 $588.35 $604.77
G 1203 DATA ENTRY OPERATOR I $21,753.00 $22,463.00 $24,740.00
$418.33 $431.98 $475.77
G 1235 DATA ENTRY OPERATOR I $23,427.00 $24,191.00 $26,643.00 POLICE
(35 HRS) $4S0.S2 $465.21 $512.37
G 1205 DATA ENTRY OPERATOR II $25,033.00 $25,452.00 $26,239.00 $27,036.00 $28,390.00
$481.40 $4B9.46 $504.60 $519.92 $545.96
G 1236 DATA ENTRY OPERATOR II $26,959.00 $27,410.00 $28,258.00 $29,115.00 $30,574.00 POLICE
(35 HRS) $SI8.44 $S27.12 $543.42 $559.90 $587.96
G 1206 DATA ENTRY OPERATOR III $30,037.00 $31,212.00 $32,380.00 $33,553.00 $34,722.00
$577.63 $600.23 $622.69 $645.25 $667.73
G 1237 DATA ENTRY OPERATOR III $32,347.00 $33,613.00 $34,871.00 $36,134.00 $37,393.00 $39,797.00
(35 HR5) $622.06 $646.40 $670.60 $694.88 $719.10 $765.33
P a g ~
-83-
CITY OF BRIDGEPORT
NAGE OCTOBER 1, 2004 (2.5%)
UNION JOB CODE JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEPS STEP 6
.- - -.- ~ - ~ - - -. -- -- -_.-.- - - -- -- -- ------ -- --- ------------_.- -- --- --. -.------._--------- -- -.- .--.-.-.-.-.--- .-.-.----.-.------ -----.--.-.-.-.--. - - ~ - . - - - - - -.-.---. -- -.-. -.-_. -- ----- -------.--.- ----.-- -.-. -.- ---.-.-----_.
G 1208 MINI COMPUTER OPERATOR $30,037.00 $31,212.00 $32,380.00 $33,553.00 $34.722.00
$577.63 $600.23 $622.69 $645.25 $667.73
G 1238 MINI COMPUTER OPERATOR $32.347.00 $33.612.00 $34,871.00 $36,134.00 $37,393.00
(35 HRSJ $622.06 $646.38 $670.60 $694.88 $719.10
G 1209 TELECOMMUNICATIONS OPERATOR" $13.48 $14.51 $15.77 $16.65 $17.65 HOURLY
** Telecommunications Officers - While working as Communications Training Officer shall be paid an aditional7.50/o Increase per hour
G 1248 COlLECTION AIDE $26,170.00 $27,822.00 $28,709.00
(35 HRS) $503.27 $535.04 $552.10
G 1249 COLLECTION AIDE $29,908.00 $31,797.00 $32,810.00
(40 HRS) $575.15 $611.48 $630.96
G 1301 ACCOUNTING CLERK I $25,681.00 $26,969.00 $28,252.00 $29,536.00 $30,243.00 $32,104.00
$493.87 $518.63 $543.31 $568.00 $581.60 $617.38
G 1239 ACCOUNTING CLERK I $27,657.00 $29,043.00 $30,425.00 $31,808.00 $32,570.00 $34.573.00
(35 HRSJ $531.87 $558.52 $585.10 $611.69 $626.35 $664.87
G 1240 ACCOUNTING ClERK I $31.608.00 $33,192.00 $34,772.00 $36,352.00 $37,223.00 $39,512.00 WPCA
(40 HRS) $607.85 $638.31 $668.69 $699.08 $715.83 $759.85
G 1303 CASHIER $25,681.00 $26,969.00 $28,252.00 $29,536.00 $30,243.00 $32,104.00
$493.87 $518.63 $543.31 $568.00 $581.60 $617.38
G 1241 CASHIER $27,657.00 $29,043.00 $30,425.00 $31,808.00 $32,570.00 $34,573.00 TAX COLLECTOR
(35 HRS) $531.87 $558.52 $585.10 $611.69 $626.35 $664.87
G 1242 CASHIER $31,608.00 $33,192.00 $34,772.00 $36,352.00 $37,223.00 $39,512.00 WPCA
(40 HRSJ $607.85 $638.31 $668.69 $699.08 $715.83 $759.85
G 1304 SPANISH SPEAKING CASHIER $25,681.00 $26,969.00 $28,252.00 $29,536.00 $30,243.00 $32,104.00
$493.87 $518.63 $543.31 $568.00 $581.60 $617.38
G 1243 SPANISH SPEAKING CASHIER $27,657.00 $29,043.00 $30,425.00 $31,808.00 $32,570.00 $34,573.00 TAX COLLECTOR
(35 HRS) $531.87 $558.52 $585.10 $611.69 $626.35 $664.87
G 1305 ACCOUNTING CLERK II $32,372.00 $33,550.00 $34,721.00 $36,184.00 $37,177.00 $39,677.00
$622.54 $645.19 $667.71 $695.85 $714.94 $763.02
G 1244 ACCOUNTING CLERK II $34,862.00 $36,131.00 $37,392.00 $38,968.00 $40,037.00 $42,729.00
(35 HRSJ $670.42 $694.83 $719.08 $749.38 $769.94 $821.71
Pa" 6
-R4-
CITY OF BRIDGEPORT
NAGE OCTOBER 1, 2004 (2.5
D
/o)
UNION 'OB CODE JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEPS STEP 6
_._. _. _ ~ _ ~ _ ._~ _ ~ _ . __. _. _. __ ___~ ________. _________ ___~ _______. __________._. ___. _v_._._. _._. __._. _. __. _. _. . _ ~ ________ _____._ ________. _____~ _ ~ _ ____~ ______. __. ___ _._. _. ________._. ______ ._. ________ ._ _ ____~ ___ ____ .____
G 1401 STOCK CLERK $21,753.00 $22,104.00 $22,463.00 $22,822.00 $23,169,00
$418.33 $425.08 $431.98 $438.88 $445.56
G 1403 STOREKEEPER $24,652.00 $25,452.00 $26,239.00 $27,036.00 $27,844.00
$474.08 $489.46 $504.60 $519.92 $535.46
G 1404 BUYER $39,923.00 $41,189.00 $42,463.00
(35 HRSl $767.75 $792.10 $816.60
G 1407 BUYER AIDE $33,456.00 $34,502.00 $35,547.00 $36,593.00 $37,638.00
$643.38 $663.50 $683.60 $703.71 $723.81
G 1507 PERSONNEL TRAINEE $36.590.00
$703.65
G 1501 PERSONNEL ASSISTANT I $38,677.00 $39,931.00 $41,178.00
$743.79 $767.90 $791.88
G 1502 PERSONNEL ASSiSTANT 1I $45,839.00 $47,089.00
$881.52 $905.56
G 1605 TAX ASSESSMENT CLERK $30,037.00 $31,212.00 $32,380.00 $33,553.00 $34,722.00
$577.63 $600.23 $622.69 $645.25 $667.73
G 1245 TAX ASSESSMENT CLERK $32,347.00 $33,613.00 $34,871.00 $36,134.00 $37,393.00 TAX ASSESSOR
(35 HRS] $622.06 $646.40 $670.60 $694.88 $719.10
G 1607 PROPERTY APPRAISER I $31,212.00 $32,380.00 $33,553.00 $34,722.00
$600.23 $622.69 $645.25 $667.73
G 1246 PROPERTY APPRAISER I $33,613.00 $34,871.00 $36,134.00 $37,393.00 TAX ASSESSOR
(35 HRS) $646.40 $670.60 $694.88 $719.10
G 1609 PROPERTY APPRAISER 1I $37,516.00 $38,694.00 $39,864.00 $41,041.00
$721.46 $744.12 $766.62 $789.25
G 1247 PROPERTY APPRAISER n $40.402.00 $41,671.00 $42,931.00 $44,198.00 TAX ASSESSOR
(35 HRS) $776.96 $801.37 $825.60 $849.96
G
2101 ENGINEERING AID I $28,695.00 $29,559.00 $30,411.00 $31.270.00 $32,128.00
(35 HRS) $551.83 $568.44 $584.83 $601.35 $617.85
G 2103 ENGINEERING AID II $30,951.00 $31,742.00 $32.534.00 $33,341.00 $34,135.00
$595.21 $610.42 $625.65 $641.17 $656.44
G 2105 ENGINEERING AID III
$39,528.00 $40,786.00 $42,058.00 $43,308.00
(35 HRS) $760.15 $784.35 $808.81 $832.85
P
a
9'"
-85-
CITY OF BRIDGEPORT
NAGE OCTOBER 1, 2004 (2.5%)
UNION JOB CODE JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
-- -- - - -- --- -- .-.-.----- -. -. --- -. -. -.-. -. --------_._--.-.-.-.---.- .----.-.-.-.--------- -- ---- ------------ ------.-.-._- .-.-- .-.-.----.- --.-.-. ---.-+-.- --.-.---- -- ---------- ----.--- --- --.-. -. -.---.- ----- ---------------
G 2303 CITY PLANNING & ZONING TECHNICIAN $29,760.00 $30,562.00 $31,350.00 $32,151.00
$572.31 $587.73 $602.88 $618.29
G 3301 ASSISTANT SEALER OF WEIGHTS & MEASURES $32,196.00 ,$33,379.00 $34,S41.00 $3S,724.00
$619.1S $641.90 $664.2S $687.00
G 3302 ZONING INSPECTOR $33,977.00 $35,118.00 $36,251.00 $37,384.00
$653.40 $675.35 $697.13 $718.92
G 3304 HOUSING CODE INSPECTOR $42,221.00 $43,697.00 $45,175.00 $46,648.00 $51,843.00 $57,537.00
(40 HRS) $811.94 $840.33 $868.75 $897.08 $996.98 $1,106.48
G 3606 PARKING ENFORCEMENT OFFICER $23,760.00
(40 HRS) $456.92
G 3607 SPECIAL OFFICER $13.52 $15.00 $16.84 HOURLY
G 3608 ATTENDANCE OFFICER $2,800.00 $2,881.00 $2,940.00 $3,008.00
$53.85 $55.40 $56.54 $57.85
G 3610 DEPUTY HARBORMASTER $40,587.00
$780.52
G 3611 SENIOR DEPUTY HARBORMASTER $46,385.00
$892.Q2
G 4101 DENTAL A551STANT $25,499.00 $26,294.00 $27,092.00
$490.37 $505.65 $521.00
G 4201 LABORATORY AID $21,743.00 $22,097.00' $22,460.00 $22,812.00 $23,160.00
$418.13 $424.94 $431.92 $438.69 $445.38
G 4203 LABORATORY TECHNICIAN I $23,854.00 $24,648.00 $25,433.00 $26,222.00 $27,013.00
$458.73 $474.00 $489.10 $504.27 $519.48
G 4701 SANITARIAN I $33,438.00 $34,604.00 $35,776.00 $38,534.00
$643.04 $665.46 $688.00 $741.04
G 4704 LEAD EPIDEMIOLOGICALINVESTlGATOR $32,792.00
(35 HRS) $630.62
G 5103 LIBRARY ASSISTANT I $22,862.00 $23,572.00 $25,851.00
$439.65 $453.31 $497.13
G 5104 LIBRARY INVESTIGATOR $25,761.00 $26,561.00 $27,348.00 $28,145.00 $28,953.00
$495.40 $510.79 $525.92 $541.25 $556.79
Pa;
-Rfi-
CITY OF BRIDGEPORT
NAGE OCTOBER 1, 2004 (2.5
0
/0)
UNION JOB CODE JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEPS STEP 6
--- - --- ----- - -- ------- -- ---- -- --- -- -- -- - - - ~ - -.-- -.----.-.---- ---- - ---- -- .-. -- .------ ---.----. - ---.-.--- ---- ---- -.- ----.- -- ---.-.- -.- --.- .--- --.- - - -- ---- ----- ---- --.- -- -- -------------- ---- -- -- --- ----.-.- -
G 5105 LIBRARY ASSISTANT 11 $26,142.00 $26,561.00 $27,348.00 $28,145.00 $29,500.00
$502.73 $510.79 $525.92 $541.25 $567.31
G 5106 LIBRARY ASSISTANT 111 $29,378.00 $30,323.00 $31,276.00 $32,226.00 $33,713.00
$564.96 $583.13 $601.46 $619.73 $648.33
G 5107 LIBRARY BINDER $23,922.00 $24,683.00 $25,448.00 $26,195.00
$460.04 $474.67 $489.38 $503.75
G 5108 JUNIOR LIBRARIAN $31,276.00 $33,642.00 $36,011.00
$601.46 $646.96 $692.52
G 6001 SOCIAL SERVICE AID $37,070.00
$712.88
G 6002 SOCIAL WORKER $38,626.00 $40,412.00
$742.81 $777.15
G 8222 BRIDGE OPERATOR $27,342.00 $28,137.00 $28,930.00 $29,727.00
$525.81 $541.10 $556.35 $571.67
G 8243 EMERGENCY MEDICAL TECHNICIAN $31,573.00 $32,809.00 $34,039.00 $35,277.00 $36,508.00
$607.17 $630.94 $654.60 $678.40 $702.08
G 8267 ASSISTANT ANIMAL CONTROL OFFICER $30,101.00 $32,776.00 $35,453.00
$578.87 $63031 $681.79
G 9104 CAFETERIA HELPER $10.65 $10.89 $11.04 $11.21 HOURLY
G 9110 COOK I $26,106.00 $26,904.00 $27,719.00
$502.04 $517.38 $533.06
G 9113 COOK 11 $28,079.00 $28,874.00 $29,670.00
$539.98 $555.27 $570.58
G 9507 CUSTODIAN I $28,773.00 $29,575.00
$553.33 $568.75
G 9511 CUSTODIAN 11 $30,365.00
$583.94
G 9513 CUSTODIAN 111 $31,152.00
$599.08
Pa
-><7-
CITY OF BRIDGEPORT
NAGE
JULY 1, 2003 (2%)
UNION JOB CODE
JOB nTLe
STEP 1 STEP 2 STEP 3 STEP 4 STEP S STEP 6
- ~ -- -- ~ - . - -.- -- -.-.-- --- - - --.- - -- ---- .-. --- ---.--_.--.- ---_.-.-._- _.--.- -.-. -----. --------.- - - _.- -.--.--------.- ------.--.-----.-- - . _.-----.------ ._-----.- ._-. _._.----._--. ________._ . _____._w. __. __ ____
G 1100 TYPIST I
$23,418.00 $24,S92.00 $2S,750.00 $25,931.00 $27,S35.00 $29,274.00
$4S0.3S $472.92 $495.38 $517.90 $529.54 $552.95
G 1230 TYPIST I
$25,219.00 $25,484.00 $27,741.00 $29,002.00 $29,554.00 $31,S25.00
(35 HRS)
$484.98 $509.31 $533.48 $557.73 $570.27 $505.27
G 1102 CLERK I
$23,418.00 $24,592.00 $25,750.00 $25,931.00 $27,535.00 $29,274.00
$450.35 $472.92 $495.38 $517.90 $529.54 $S52.95
G 1231 CLERK I
$25,219.00 $25,484.00 $27,741.00 $29,002.00 $29,554.00 $31,525.00
(35 HRS)
$484.98 $S09.31 $533.48 $557.73 $570.27 $505.27
G 1104 TYPIST II
$25,055.00 $25,311.00 $27,553.00 $28,815.00 $29,505.00 $31,321.00
$481.83 $50S.98 $530.05 $554.15 $557.40 $502.33
G 1232 TYPIST II
$25,982.00 $28,335.00. $29,583.00 $31,033.00 $31,775.00 $33,730.00
(35 HRS)
$518.88 $S44.90 $570.83 $595.79 $511.05 $548.55
G 1105 CLERK II
$25,055.00 $25,311.00 $27,553.00 $28,815.00 $29,505.00 $31,321.00
$481.83 $505.98 $530.05 $554.15 $557.40 $502.33
G 1105 5TENOGRAPHER
$24,460.00 $25,227.00 $26,011.00 $25,785.00 $28,175.00 $33,881.00
$470.38 $485.13 $500.21 $515.10 $541.85 $551.55
G 1250 STENOGRAPHER
$25,341.00 $27,157.00 $28,012.00 $28,845.00 $30,344.00 $35,487.00 POLICE
(35 HRS)
$505.55 $522.44 $538.59 $554.71 $583.54 $701.57
G 1233 STENOGRAPHER
$30,104.00 $31,048.00 $32,013.00 $32,955.00 $34,578.00 $41,700.00 WPCA
(40 HRS)
$578.92 $597.08 $515.53 $533.95 $555.88 $801.92
G 1107 FIRE ARSON ANALY5T
$29,304.00 $30,451.00 $31,590.00 $32,735.00 $33,875.00
$563.54 $585.60 $507.50 $529.52 $651.44
G 1109 PAYROLL CLERK
$30,595.00 $32,233.00 $33,754.00 $35,301.00 $35,270.00 $38,709.00
$590.29 $619.87 $649.31 $678.87 $697.50 $744.40
G 1234 PAYROLL CLERK
$37,779.00 $39,672.00 $41,555.00 $43,448.00 $44,540.00 $47,641.00 PARKS
(40 HRS)
$725.S2 $752.92 $799.15 $835.54 $858.45 $915.17
G 1110 LEGAL SECRETARY
$33,147.00 $34,699.00 $35,252.00 $37,801.00 $39,357.00
(35 HRS)
$637.44 $657.29 $597.15 $725.94 $756.87
G 1111 TYPIST I!I
$31,273.00 $32,233.00 $33,754.00 $35,301.00 $35,270.00 $38,709.00
$601.40 $619.87 $549.31 $578.87 $597.50 $744.40
G 1251 TYPIST I!I
$33,678.00 $34,713.00 $36,352.00 $38,017.00 $39,050.00 $41,685.00
(3S HRS)
$547.55 $567.S6 $699.27 $731.10 $7S1.15 $801.55
G 1113 CUSTOMER SERVICE REPRESENTATIVE $34,995.00 $35,534.00 $38,273.00 $39,910.00 $41,551.00 WPCA
(40 HRS)
$673.00 $704.50 $736.02 $757.50 $799.05
Pal
-88-
CITY OF BRIDGEPORT
NAGE JULY 11 2003 (2%)
UNION JOB CODE JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEPS STEP 6
-. -- -- --.-. ~ -. -- -_. --- -- -- -- -.--- ~ - - - -- --.--.--- -- - - - - - - - - - - - - - - ~ - - - - - ~ - - - - - . - ~ ---.-.--.-. -- ~ ----- ---.---. -. .-.----._------.-. -------. -. -.-_.- -- ------_.--- ------- -..._---.---.---. ------------._._---- .----------.-.-.-.-.
G 1114 GARAGE CLERK $29,304.00 $30,451.00 $31,590.00 $32,735.00 $33,875.00
$563.54 $585.60 $607.50 $629.52 $651.44
G 1116 POLLUTION CONTROL FIELD OPERATION5 CLERK $31,273.00
$601.40
G 1118 LEGAL RECEPTIONIST $27,067.00 $28,29S.00 $29,526.00 $30,757.00
$520.52 $544.13 $567.81 $591.48
G 1119 PAYROLL CLERK II $39,597.00 $40,815.00 $42,033.00 $45,275.00
$761.48 $784.90 $808.33 $870.67
G 1121 RETIREMENT ADMINISTRATOR $37,687.00 $39,082.00 $40,410.00 $4l.735.00 $43,058.00 $46.105.00
(35 HRS) $724.75 $751.58 $777.12 $802.60 $828.04 $886.63
G 1201 SWITCHBOARD OPERATOR $22,256.00 $22,999.00 $23,745.00 $24,474.00 $25,217.00
$428.00 $442.29 $456.63 $470.65 $484.94
G 1202 EMERGENCY REPORTING SERVICE OPERATOR $27,370.00 $28,194.00 $29,021.00 $29,848.00 $30,681.00
$526.35 $542.19 $558.10 $574.00 $590.02
G 1203 DATA ENTRY OPERATOR I $21,222.00 $21,915.00 $24,137.00
$408.12 $421.44 $464,17
G 1235 DATA ENTRY OPERATOR I $22,855.00 $23,601.00 $25,994.00 POLICE
(35 HRS) $439.52 $453.87 $499.88
G 1205 DATA ENTRY OPERATOR II $24,422.00 $24,831.1)0 $25,599.00 $26,377.00 $27,698.00
$469,65 $477.52 $492.29 $507.25 $532.65
G 1236 DATA ENTRY OPERATOR II $26,301.00 $26,741.00 $27,568.00 $28,406.00 $29,828.00 POLICE
(35 HRS) $505.79 $514.25 $530.15 $546.27 $573.62
G 1206 DATA ENTRY OPERATOR III $29,304.00 $30,451.00 $31,590.00 $32,735.00 $33,875.00
$563.54 $585.60 $607.50 $629.52 $651.44
G 1237 DATA ENTRY OPERATOR III $31,558.00 $32,794.00 $34,020.00 $35,253.00 $36,481.00 $38,826.00
(35 HRS) $606.88 $630.65 $654.23 $677.94 $701.56 $746.65
G 1208 MINI COMPUTER OPERATOR $29.304.00 $30,4SI.00 $31,590.00 $32,735.00 $33,875.00
$563.54 $S8S.60 $607.50 $629.52 $6S1.44
G 1238 MINI COMPUTER OPERATOR $31,5S8.00 $32,794.00 $34,020.00 $35.253.00 $36,481.00
(35 HRSl $606.88 $630.65 $654.23 $677.94 $701.56
G 1209 TELECOMMUNICATIONS OPERATOR** $13.15 $14.16 $15.39 $16.24 $17.22 HOURLY
** Telecommunications Officers - While working as Communications Training Officer shall be paid an aditionaJ 7.5% Increase per hour
Po,
_RQ-
CITY OF BRIDGEPORT
NAGE JULY 1, 2003 (2%)
UNION JOB CODe JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEPS STEP 6
_ _ _______ ______ __ ~ __ ____ ~ __ ___ ____~ _ ~ ________________~ _ ~ _ ____ _ _ ____ ____ h __ __._ _ ___ _______._. __ _______._. ____._. _________________ ____________________ ____ ____ ____ ._ __. _________________
G 1248 COLLECTION AiDE $25,532.00 $27,143,00 $28,009.00
(35 HRS) $491.00 $521.98 $538.63
G 1249 COLLECTION AiDE $29,179.00 $31,021.00 $32,010,00
(40 HR5) $561.13 $596.56 $615.58
G 1301 ACCOUNTING CLERK I $25,055.00 $26,311.00 $27,563.00 $28,816,00 $29,505.00 $31,321.00
$481.83 $505.98 $530.06 $554,15 $567.40 $602.33
G 1239 ACCOUNTING CLERK I $26,982.00 $28,335.00 $29,683.00 $31,033.00 $31,775.00 $33,730.00
(35 HR5) $518,88 $544.90 $570.83 $596.79 $611.06 $648.65
G 1240 ACCOUNTING CLERK I $30,837.00 $32,382.00 $33,924.00 $35,466.00 $36,314.00 $38,549.00 WPCA
(40 HRS) $593.02 $622.73 $652.38 $682.04 $698.35 $741.33
G 1303 CA5HIER $25,055.00 $26,311.00 $27,563.00 $28,816.00 $29,505.00 $31,321.00
$481.83 $505.98 $530.06 $554.15 $567.40 $602.33
G 1241 CA5HIER $26,982.00 $28,335.00 $29,683.00 $31,033.00 $31,775.00 $33,730.00 TAX COLLECTOR
(35 HRS) $518.88 $544.90 $570.83 $596.79 $611.06 $648.65
G 1242 CASHIER $30,837.00 $32,382.00 $33,924.00 $35,466.00 $36,314.00 $38,549.00 WPCA
(40 HRS) $593.02 $622.73 $652.38 $682.04 $698.35 ,$741.33
G 1304 SPANI5H SPEAKING CASHIER $25,055.00 $26,311.00 $27,563.00 $28,816.00 $29,S05.00 $31,321.00
$481.83 $SOS.98 $530.06 $554.15 $567.40 $602.33
G 1243 SPANISH SPEAKING CASHIER $26,982.00 $28,335.00 $29,683.00 $31,033.00 $31,775.00 $33,730.00 TAX COLLECTOR
(35 HR5) $518.88 $544.90 $570.83 $596.79 $611.06 $648.65
G 1305 ACCOUNTING CLERK" $31,582.00 $32,732.00 $33,874.00 $35,301.00 $36,270.00 $38,709.00
$607.35 $629.46 $651.42 $678.87 $697.50 $744.40
G 1244 ACCOUNTING CLERK" $34,012.00 $35,250.00 $36,480.00 $38,017.00 $39,060.00 $41,686.00
(35 HRS) $654.08 $677.88 $701.54 $731.10 $751.15 $801.65
G 1401 STOCK CLERK $21,222.00 $21,S65.00 $21,915.00 $22,265.00 $22,604.00
$408.12 $414.71 $421.44 $428.17 $434.69
G 1403 STOREKEEPER $24,051.00 $24,831.00 $25,S99.00 $26,377.00 $27,165.00
$462.52 $477.52 $492.29 $507.25 $522.40
G 1404 BUYER $38,949.00 $40,184.00 $41,427.00
(35 HRS) $749.02 $772.77 $796.67
G 1407 BUYER AiDE $32,640.00 $33,660.00 $34,680.00 $35,700.00 $36,720.00
$627.69 $647.31 $666.92 $686.54 $706.15
G 1507 PERSONNEL TRAINEE $35,698.00
$686.50
Pal
-90-
CITY OF BRIDGEPORT
NAGE JULY 1, 2003 (2%)
UNION JOB CODe JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
- ~ . - ~ - - - ~ -- - -- -- -- -- ---- ~ - - - . _ ~ - - - - - - - - -- -- -----. -. -_.-._.-.-.-.----. -.-. -.-.-. --.-. -.---- -.-. -. -.-.-.-.-._. -----------. - .._.- --_.-.-----_.-.-_. -----------------. .-.-.-.-.-.--._.-.-.-.-.--.- --- _.- ._. .-_._---- -----.-.-.-
G 1501 PERSONNEL ASSISTANT 1 $37,734.00 $38,957.00 $40,174.00
$725.65 $749.17 $772.58
G 1502 PERSONNEL ASSISTANT II $44,721.00 $45,940.00
$860.02 $883.46
G 1605 TAX ASSESSMENT CLERK $29,304.00 $30,451.00 $31,590.00 $32,735.00 $33,875.00
$563.54 $585,60 $607.50 $629.52 $651.44
G 1245 TAX ASSESSMENT CLERK $31,558.00 $32.794,00 $34,020.00 $35,253.00 $36,481.00 TAX ASSESSOR
(35 HRS) $606.88 $630.65 $654.23 $677.94 $701.56
G 1607 PROPER1Y APPRAISER I $30,451.00 $31.590.00 $32,73S.00 $33.875.00
$585.60 $607.50 $629.52 $651.44
G 1246 PROPER1Y APPRAISER I $32,794.00 $34,020.00 $35,253.00 $36,481.00 TAX ASSESSOR
(35 HRS) $630.65 $654.23 $677,94 $701.56
G 1609 PROPER1Y APPRAISER II $36,601.00 $37,750.00 $38,892.00 $40.040.00
$703.87 $725.96 $747.92 $770.00
G 1247 PROPER1Y APPRAISER II $39,417.00 $40,654.00 $41.883.00 $43.120.00 TAX ASSESSOR
(35 HRS) $758.02 $781.81 $805.44 $829.23
G 2101 ENGINEERING AID I $27,995.00 $28.838,00 $29,669.00 $30.507.00 $31.344.00
(35 HRS) $538.37 $554.58 $570.56 $586.67 $602.77
G 2103 ENGINEERING AID II $30.196.00 $30,968.00 $31.740.00 $32,528.00 $33,302.00
$S80.69 $595.54 $610.38 $625.54 $640.42
G 2105 ENGINEERING AID III $38,564.00 $39,791.00 $41,032.00 $42,252.00
(35 HRS) $741.62 $765.21 $789.08 $812.54
G 2303 cmPLANNING & ZONING TECHNICIAN $29,034.00 $29,817.00 $30,585.00 $31,367.00
$558.35 $573.40 $588.17 $603.21
G 3301 ASSISTANT SEALER OF WEIGHTS & MEASURES $31,411.00 $32.565.00 $33.699.00 $34,853.00
$604.06 $626.25 $648.06 $670.25
G 3302 ZONING INSPECTOR $33,148.00 $34,261.00 $35,367.00 $36,472.00
$637.46 $658.87 $680.13 $701.38
G 3304 HOUSING CODE INSPECTOR $41,191.00 $42,631.00 $44.073.00 $45,510.00 $50,579.00 $56.134.00
(40 HRS) $792.13 $819.83 $847.56 $875.19 $972.67 $1.079.50
G 3606 PARKING ENFORCEMENT OFFICER $23,180.00
(40 HRS) $445.77
G 3607 SPECIAL OFFICER $13.19 $14.63 $16.43
HOURLY
Pag. ...
-'11-
CITY OF BRIDGEPORT
NAGE
JULY 1, 2003 (2%)
UNION JOB cODe JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEP S STEP 6
-- ---- -- -- - - - ~ - - ----- - ~ -. -- .----. ---- ~ - . _ - .-..-.- -.-. --- -.--.----- ---.--- ---_._.- _.- ----- -_.-. --. -.- -. .-.--. --.- -- -.-. _. -.----.----- ----. - - -------------..---- - ----.-- -------.- --.-. --.--.---_.-.-.
G 3608 AlTENDANCE OFFICER $2.732.00 $2,811.00 $2,868.00 $2.935.00
$52.54 $54.06 $55.15 $56.44
G 3610 DEPUTY HARBORMA5TER $39.597.00
$761.48
G 3611 SENIOR DEPUTY HARBORMASTER $45.254.00
$870.27
G 4101 DENTAL ASSISTANT $24,877.00 $25.653.00 $26,431.00
$478.40 $493.33 $508.29
G 4201 LABORATORY AID $21.213.00 $21,558.00 $21,912.00 $22.256.00 $22,595.00
$407.94 $414.58 $421.38 $428.00 $434.52
G 4203 LABORATORY TECHNICIAN I $23,272.00 $24,047.00 $24,813.00 $25.582.00 $26,354.00
$447.54 $462.44 $477.17 $491.96 $506.81
G 4701 SANITARIAN I $32.622.00 $33,760.00 $34.903.00 $37.594.00
$627.35 $649.23 $671.21 $722.96
G 4704 lEAD EPIDEMIOLOGICAL INVESTIGATOR $31,992.00
(35 HRS) $615.23
G 5103 LIBRARY ASSISTANT I $22,304.00 $22,997.00 $25,220.00
$428.92 $442.25 $485.00
G 5104 LIBRARY INVESTIGATOR $25.133.00 $25,913.00 $26,681.00 $27,459.00 $28.247.00
$483.33 $498.33 $513.10 $528.06 $543.21
G 5105 LIBRARY ASSISTANT II $25,504.00 $25,913.00 $26.681.00 $27,459.00 $28,780.00
$490.46 $498.33 $513.10 $528.06 $553.46
G 5106 LIBRARY ASSISTANT III $28,661.00 $29,583.00 $30,513.00 $31.440.00 $32.891.00
$551.17 $568.90 $586.79 $604.62 $632.52
G 5107 LIBRARY BINDER $23,339.00 $24,081.00 $24.827.00 $25,556.00
$448.83 $463.10 $477.44 $491.46
G 5108 JUNIOR LIBRARIAN $30,513.00 $32,821.00 $35,133.00
$586.79 $631.17 $675.63
G 6001 SOCIAL SERVICE AID $36,166.00
$695.50
G 6002 SOGAl WORKER $37,684.00 $39,426.00
$724.69 $758.19
G 8222 BRIDGE OPERATOR $26,675.00 $27,451.00 $28,224.00 $29,002.00
$512.98 $527.90 $542.77 $557.73
p,
-012-
NAGE
CITY OF BRIDGEPORT
JULY 1, 2003 (2%)
UNION JOB CODe
---------- -------------
JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
G 8243 EMERGENCY MEDICAL TECHNICIAN $30,803.00 . $32,009.00 $33,209.00
$592.37 $615.56 $638.63
G 8267 ASSISTANT ANIMAL CONTROL OFFICER $29,367.00 $31,977.00 $34,588.00
$564.75 $614.94 $665.15
G 9104 CAFETERIA HELPER $10.39 $10.62 $10.77
G 9110 COOK I $25,469.00 $26,248.00' $27,043.00
$489.79 $504.77 $520.06
G 9113 COOK II $27,394.00 $28,170.00 $28,946.00
$526.81 $541.73 $556.65
G 9507 CUSTODIAN I $28,071.00 $28,854.00
$539.83 $554.88
G 9511 CUSTODIAN II $29,624.00
$569.69
G 9513 CUSTODIAN III $30,392.00
$584.46
p,
-::....5-
$34,417.00 $35,618.00
$661.87 $684.96
$10.94 HOURLY
CITY OF BRIDGEPORT
NAGE
JULY 1. 2001 (2%)
UNION JOB CODe JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
-------- - ~ - - - - - - ~ - - - ----------------------------..-------------..----------_.. -------------- ----------- ------------- ------------- -------------------------- -----------------
G 1100 TYPIST I $22,959.00 $24,110.00 $2S,2SS.00 $26,403.00 $26,996.00 $28,700.00
$441.52 $463.65 $48S.67 $507.75 $519.15 $551.92
G 1230 TYPIST I $24,725.00 $2S,965.00 $27,198.00 $28,434.00 $29,072.00 $30,908.00
(3S HRS) $475.48 $499.33 $523.04 $S46.81 $S59.08 $594.38
G 1102 CLERK I $22,959.00 $24,110.00 $25,255.00 $26,403.00 $26,996.00 $28,700.00
$441.52 $463.65 $485.67 $507.75 $519.15 $551.92
G 1231 CLERK I $24,725.00 $25,96S.00 $27,198.00 $28,434.00 $29,072.00 $30,908.00
(3S HRS) $47S.48 $499.33 $523.04 $546.81 $559.08 $S94.38
G 1104 TYPIST II $24,564.00 $25,795.00 $27,023.00 $28,251.00 $28,926.00 $30,707.00
$472.38 $496.06 $SI9.67 $543.29 $5S6.27 $590.52
G 1232 TYPIST II $26,4S3.00 $27,779.00 $29,101.00 $30,424.00 $31,151.00 $33,069.00
(35 HRS) $508.71 $534.21 $559.63 $585.08 $599.06 $635.94
G 1105 CLERK II $24,564.00 $25,795.00 $27,023.00 $28,251.00 $28,926.00 $30,707.00
$472.38 $496.06 $519.67 $543.29 $556.27 $590.52
G 1106 STENOGRAPHER $23,980.00 $24,732.00 $25,501.00 $26,260.00 $27,624.00 $33,217.00
$461.15 $475.62 $490,40 $505.00 $531.23 $638.79
G 1250 5TENOGRAPHER $25,824.00 $26,635.00 $27,462.00 $28,280.00 $29,749.00 $35,772.00 POLICE
(35 HRS) $496.62 $512.21 $528.12 $543.85 $572.10 $687.92
G 1233 STENOGRAPHER $29,514.00 $30,440.00 $31,386.00 $32,320.00 $33,999.00 $40,882.00 WPCA
(40 HRS) $567.58 $585.38 $603.58 $621.54 $653.83 $786.19
G 1107 FIRE ARSON ANALYST $28,729.00 $29,854.00 $30,971.00 $32,093.00 $33,211.00
$552.48 $574.12 $595.60 $617.17 $638.67
G 1109 PAYROLL CLERK $30,093.00 $31,601.00 $33,102.00 $34,609.00 $35,559.00 $37,950.00
$578.71 $607.71 $636.58 $665.56 $683.83 $729.81
G 1234 PAYROLL CLERK $37,038.00 $38,893.00 $40,741.00 $42,596.00 $43,765.00 $46,708.00 PARKS
(40 HRS) $712.27 $747.94 $783.48 $819.15 $841.63 $898.23
G 1110 LEGAL SECRETARY $32,497.00 $34,019.00 $35,541.00 $37,060.00 $38,585.00
(35 HRS) $624.94 $654.21 $683.48 $712.69 $742.02
G 1111 TYPIST III $30,660.00 $31,601.00 $33,102.00 $34,609.00 $35,559.00 $37,950.00
$589.62 $607.71 $636.58 $665.56 $683.83 $729.81
G 1251 TYPIST III $33,019.00 $34,032.00 $35,649.00 $37,272.00 $38,294.00 $40,869.00
(35 HRS) $634.98 $654.46 $685.56 $716.77 $736.42 $785.94
G 1113 CUSTOMER SERVICE REPRESENTATIVE $34,310.00 $35,916.00 $37,523.00 $39,127.00 $40,736.00 WPCA
(40 HRS) $659.81 $690.69 $721.60 $752.44 $783.38
P.

-94-
CITY OF BRIDGEPORT
NAGE JULY 1, 2001 (2%)
UNION JOB CODE JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEPS STEP 6
- - - - - ~ - - - - ..---------- --------------------------------------------..-----------.....------------- ----..-..-------- ...._----------.... ------------- -----......-..-..--------..-----.. _--- --..-..-..--------
G 1114 GARAGE CLERK $28,729.00 $29,854.00 $30,971.00 $32,093.00 $33,211.00
$552.48 $574.12 $595.60 $617.17 $638.67
G 1116 POLLUTION CONTROL FIELD OPERATIONS CLERK $30,660.00
$589.62
G 1118 LEGAL RECEPTIONIST $26,536.00 $27,740.00 $28,947.00 $30,154.00
$510.31 $533.46 $556.67 $579.88
G 1119 PAYROLL CLERK 11 $38,821.00 $40,015.00 $41,209.00 $44,387.00
$746.56 $769.52 $792.48 $853.60
G 1121 RETIREMENT ADMINISTRATOR $36,948.00 $38,316.00 $39,618.00 $40,917.00 $42,214.00 $45,201.00
(35 HRS) $710.54 $736.85 $761.88 $786.87 $811.81 $869.25
G 1201 SWITCHBOARD OPERATOR $21,820.00 $22,548.00 $23,279.00 $23,994.00 $24,723.00
$419.62 $433.62 $447.67 $461.42 $475.44
G 1202 EMERGENCY REPORTING SERVICE OPERATOR $26,833.00 $27,641.00 $28,452.00 $29,263.00 $30,079.00
$516.02 $531.56 $547.15 $562.75 $578.44
G 1203 DATA ENTRY OPERATOR I $20,806.00 $21,485.00 $23,664.00
$400.12 $413.17 $455.08
G 1235 DATA ENTRY OPERATOR I $22,407.00 $23,137.00 $25,485.00 POLICE
(35 HRS) $430.90 $444.94 $490.10
G 1205 DATA ENTRY OPERATOR 11 $23,943.00 $24,344.00 $25,097.00 $25,860.00 $27,155.00
$460.44 $468.15 $482.63 $497.31 $522.21
G 1236 DATA ENTRY OPERATOR 11 $25,785.00 $26,216.00 $27,028.00 $27,849.00 $29,244.00 POLlCE
(35 HRS) $495.87 $504.15 $519.77 $535.56 $562.38
G 1206 DATA ENTRY OPERATOR III $28,729.00 $29,854.00 $30,971.00 $32,093.00 $33,211.00
$552.48 $574.12 $595.60 $617.17 $638.67
G 1237 DATA ENTRY OPERATOR III $30,939.00 $32,151.00 $33,354.00 $34,561.00 $35,766.00 POLlCE
(35 HRS) $594.98 $618.29 $641.42 $664.63 $687.81
G 1208 MINI COMPUTER OPERATOR $28,729.00 $29,854.00 $30,971.00 $32,093.00 $33,211.00
$552.48 $574.12 $595.60 $617.17 $638.67
G 1238 MINI COMPUTER OPERATOR $30,939.00 $32,151.00 $33,354.00 $34,561.00 $35,766.00
(35 HRS) $594.98 $618.29 $641.42 $664.63 $687.81
G 1209 TELECOMMUNICATIONS OPERATOR" $12.89 $13.88 $15.09 $15.92 $16.88 HOURLY
** Telecommunications Officers - While working as Communications Training Officer shall be paid an aditional 7.5% Increase per hour
p,
-,,5-
CITY OF BRIDGEPORT
NAGE JULY 1, 2001 (2%)
UN10N JOB CODE JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
_________ ------------ --------------------------------------------------------- --------------- ----..--------- ----oo_--------- _____oo ______..____.._........ _____.... _.._..______________.. _..oo__________
G 1248 COLLECTION AIDE $25,031.00 $26,611.00 $27.460.00
(35 HRS) $481.37 $511.75 $528.08
G 1249 COLLECTION AIDE $28,607.00 $30.413.00 $31,383.00
(40 HR5) $550.13 $584.87 $603.52
G 1301 ACCOUNTING CLERK I $24,564.00 $25,795.00 $27,023.00 $28,251.00 $28,926.00 $30,707.00
$472.38 $496.06 $519.67 $543.29 $556.27 $590.52
G 1239 ACCOUNTING CLERK I $26.453.00 $27,779.00 $29,101.00 $30,424.00 $31,151.00 $33,069.00
(35 HR5) $508.71 $534.21 $559.63 $585.08 $599.06 $635.94
G 1240 ACCOUNTING CLERK I $30,232.00 $31,748.00 $33,259.00 $34,770.00 $35,601.00 $37,793.00 WPCA
(40 HRS) $581.38 $610.54 $639.60 $668.65 $684.63 $726.79
G 1303 CASHIER $24,564.00 $25,795.00 $27,023.00 $28,251.00 $28,926.00 $30,707.00
$472.38 $496.06 $519.67 $543.29 $556.27 $590.52
G 1241 CASHIER $26,453.00 $27,779.00 $29,101.00 $30,424.00 $31,151.00 $33,069.00 TAX COLLECTOR
(35 HRS) $508.71 $534.21 $559.63 $585.08 $599.06 $635.94
G 1242 CASHIER $30,232.00 $31,748.00 $33,259.00 $34,770.00 $35,601.00 $37,793.00 WPCA
(40 HRS) $581.38 $610.54 $639.60 $668.65 $684.63 $726.79
G 1304 SPANISH SPEAKING CASHIER $24,564.00 $25,795.00 $27,023.00 $28,251.00 $28,926.00 $30,707.00
$472.38 $496.06 $519.67 $543.29 $556.27 $590.52
G 1243 SPANISH SPEAKING CASHIER $26,453.00 $27,779.00 . $29,101.00 $30.424.00 $31.151.00 $33,069.00 TAX COLLECTOR
(35 HRS) $508.71 $534.21 $559.63 $585.08 $599.06 $635.94
G 1305 ACCOUNTING CLERK" $30,963.00 $32,090.00 $33,210.00 $34,609.00 $35,559.00 $37,950.00
$595.44 $617.12 $638.65 $665.56 $683.83 $729.81
G 1244 ACCOUNTING CLERK" $33,344.00 $34,559.00 $35,765.00 $37,272.00 $38,294.00 $40,869.00
(35 HRS) $641.23 $664.60 $687.79 $716.77 $736.42 $785.94
G 1401 STOCK CLERK $20,806.00 $21,142.00 $21,485.00 $21,828.00 $22,161.00
$400.12 $406.58 $413.17 $419.77 $426.17
G 1403 STOREKEEPER $23,579.00 $24,344.00 $25,097.00 $25,860.00 $26,632.00
$453.44 $468.15 $482.63 $497.31 $512.15
G 1404 BUYER $38,185.00 $39,396.00 $40,615.00
(35 HRS) $734.33 $757.62 $781.06
G 1507 PERSONNEL TRAINEE $34,998.00
$673.04
G 1501 PERSONNEL ASSISTANT I $36;994.00 $38,193.00 $39,386.00
$711.42 $734.48 $757.42
Pi
-96-
CITY OF BRIDGEPORT
NAGE
JULY 1, 2001 (2%)
UNION JOB CODE JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
-----.--- ------------ -----------------------------------------------------_.. --------------- ---..--------- ..-..----------- -------------.. - --------------..---..----------- ----------------
G 1502 PERSONNEL ASSISTANT 11 $43,844.00 $45,039.00
$843.15 $866.13
G 1605 TAX ASSESSMENT CLERK $28,729.00 $29,854.00 $30,971.00 $32,093.00 $33,211.00
$552.48 $574.12 $595.60 $617.17 $638.67
G 1245 TAX ASSESSMENT CLERK $30,939.00 $32,151.00 $33,354.00 $34,561.00 $35,766.00 TAX ASSESSOR
(35 HRS) $594.98 $618.29 $641.42 $664.63 $687.81
G 1607 PROPERTY APPRAISER I $29,854.00 $30,971.00 $32,093.00 $33,211.00
$574.12 $595.60 $617.17 $638.67
G 1246 PROPERTY APPRAISER I $32,151.00 $33,354.00 $34,561.00 $35,766.00 TAX ASSESSOR
(35 HRS) $618.29 $641.42 $664.63 $687.81
G 1609 PROPERTY APPRAISER" $35,883.00 $37,010.00 $38,129.00 $39,255.00
$690.06 $711.73 $733.25 $754.90
G 1247 PROPERTY APPRAISER 11 $38.643.00 $39.857.00 $41,062.00 $42,274.00 TAX ASSESSOR
(35 HRS) $743.13 $766.48 $789.65 $812.96
G 2101 ENGINEERING AID 1 $27,446.00 $28,273.00 $29,087.00 $29,909.00 $30,729.00
(35 HRS) $527.81 $543.71 $559.37 $575.17 $590.94
G 2103 ENGINEERING AID " $29,604.00 $30.361.00 $31,118.00 $31,890.00 $32.649.00
$569.31 $583.87 $598.42 $613.27 $627.87
G 2105 ENGINEERING AID III $37,808.00 $39,011.00 $40.227.00 $41,424.00
(35 HRS) $727.08 $7S0.21 $773.60 $796.62
G 2303 CITY PLANNING & ZONING TECHNICIAN $28,465.00 $29.232.00 $29,985.00 $30,752.00
$547.40 $562.15 $576.63 $591.38
G 3301 ASSiSTANT SEALER OF WEIGHTS & MEASURES $30,795.00 $31,926.00 $33,038.00 $34,170.00
$592.21 $613.96 $635.35 $657.12
G 3302 ZONING INSPECTOR $32,498.00 $33,589.00 $34,674.00 $35,757,00
$624.96 $645.94 $666.81 $687.63
G 3304 HOUSING CODE INSPECTOR $40,383.00 $41,795.00 $43,209.00 $44,618.00 $49,587.00 $55,033.00
(40 HRS) $776.60 $803.7S $830.94 $858.04 $953.60 $1,058.33
G 3606 PARKING ENFORCEMENT OFFICER $22,725.00
(40 HRS) $437.02
G 3607 SPECIAL OFFICER $12.93 $14.34 $16.11 HOURLY
G 3608 ATTENDANCE OFFICER $2,678.00 $2,756.00 $2,812.00 $2,877.00
$51.S0 $53.00 $54.08 $55.33
P, 0
-'37-
CITY OF BRIDGEPORT
NAGE
JULY 1, 2001 (2%)
UNION JOB CODE JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
--------- .._----- -.----------------------------------------------- ----------- -----------..-- ---_..---..-..-_..- ---------.. ----------..- ..---_..------ _.._-------------
G 3610 DEPU1Y HARBORMASTER $38,821.00
$746.56
G 3611 SENlOR DEPU1Y HARBORMASTER $44,367.00
$853.21
G 4101 DENTAL ASSISTANT $24,389.00 $25,150.00 $25,913.00
$469.02 $483.65 $498.33
G 4201 LABORATORY AID $20,797.00 $21,135.00 $21,482.00 $21,820.00 $22,152.00
$399.94 $406.44 $413.12 $419.62 $426.00
G 4203 LABORATORY TECHNICIAN I $22,816.00 $23,575.00 $24,326.00 $25.080.00 $25.837.00
$438.77 $453.37 $467.81 $482.31 $496.87
G 4701 SANITARIAN I $31,982.00 $33,098.00 $34,219.00 $36,857.00
$615.04 $636.50 $658.06 $708.79
G 4704 LEAD EPIDEMlOLOGICAL INVESTIGATOR $31,365.00
(35 HRS) $603.17
G 5103 LIBRARY ASSISTANT I $21,867.00 $22,546.00 $24,725.00
$420.52 $433.58 $475.48
G 5104 LIBRARY INVESTIGATOR $24,640.00 $25,405.00 $26.158.00 $26,921.00 $27,693.00
$473.85 $488.56 $503.04 $517.71 $532.56
G 5105 LIBRARY ASSISTANT II $25,004.00 $25,405.00 $26,158.00 $26,921.00 $28,216.00
$480.85 $488.56 $503.04 $517.71 $542.62
G 5106 LIBRARY AS5ISTANT III $28.099.00 $29.003.00 $29.915.00 $30,824.00 $32,246.00
$540.37 $557.75 $575.29 $592.77 $620.12
G 5107 LIBRARY BINDER $22.881.00 $23,609.00 $24,340.00 $25.055.00
$440.02 $454.02 $468.08 $481.83
G 5108 JUNlOR LIBRARIAN $29,915.00 $32,177.00 $34,444.00
$575.29 $618.79 $662.38
G 6001 SOCIAL SERVICE AID $35,457.00
$681.87
G 6002 SOCIAL WORKER $36,945.00 $38.653.00
$710.48 $743.33
G 8222 BRIDGE OPERATOR $26,152.00 $26,913.00 $27,671.00 $28,433.00
$502.92 $517.56 $532.13 $546.79
G 8243 EMERGENCY MEDICAL TECHNICIAN $30,199.00 $31,381.00 $32,558.00 $33,742.00 $34,920.00
$580.75 $603.48 $626.12 $648.88 $671.54
P.
-98-
NAGE
CITY OF BRIDGEPORT
JULY I, 2001 (2%)
UNION JOB CODE JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
G 8267 ASSISTANT ANIMAL CONTROL OFFICER $28,791.00 $31,350.00 $33,910.00
$553.67 $602.88 $652.12
G 9104 CAFETERIA HELPER $10.19 $10.41 $10.56 $10.73 HOURLY
G 9110 COOK I $24,970.00 $25,733.00 $26,513.00
$480.19 $494.87 $509.87
G 9113 COOK II $26,857.00 $27,618.00 $28,378.00
$516.48 $531.12 $545.73
G 9507 CUSTODIAN I $27,521.00 $28,288.00
$529.25 $544.00
G 9511 CUSTODIAN II $29,043.00
$558.52
G 9513 CUSTODIAN III $29,796.00
$573.00
p,
-99
CITY OF BRIDGEPORT/BOARD OF EDUCATION
NAGE
UNION JOB CODE JOB TITLE STEP
613012001
SALARY
71112001
(2%)
71112003
(2%)
101112004
(2.5%)
G 0031 ACCT. SPECIALIST-NUTRITION
G 0037 SECRETARIAL ASSISTANT
G 0039 INVENTORY CONTROL-NUTRITION
G 0047 DATA ENTRY SPECIALIST I
G 0045 SECRETARY/ACCOUNTANT TO DIRECTOR
G 0048 CAFETERIA AIDE I
G 0049 CAFETERIA AIDE II
G 0155 IN-SCHOOL SUSPENSION OFFICER
G 0404 SECURITY GUARD
1 $28,166.00 $28,729.00 $29,304.00 $30,037.00
2 $29,269.00 $29,854.00 $30,451.00 $31..21..2.00
3 $30,354.00 $30,971-00 $31,590.00 $32,380.00
4 $32,556.00 $33,207.00 $33,811.00 $34,718.00
1 $28,166.00 $28,729.00 $29,304.00 $30,037.00
2 $29,269.00 $29,854.00 $30,451.00 $31,212.00
3 $30,364.00 $30,971.00 $31,590.00 $32,380.00
4 $32, S56. 00 $33,207.00 $33,871.00 $34,718.00
1 $36,787.00 $37,523.00 $38,273.00 $39,230.00
2 $38,360.00 $39,127.00 $39,910.00 $40,908.00
3 $39,937.00 $40,736.00 $41,551. 00 $42,590.00
4 $40,970.00 $41.789.00 $42,6.25.00 $43,691.00
5 $43,100.00 $43.962.00 $44,841.00 $45,962.00
6 $44,900.00 $45,798.00 $46,114.00 $47,882.00
1 $26,460.00 $26,989.00 $27,529.00 $28,217.00
2 $27,122.00 $27,664.00 $28,217.00 $28,922.00
3 $27,799.00 $28,355.00 $28,922.00 $29,645.00
4 $28,633.00 $29,206.00 $29,790.00 $30,535.00
1 $40,015.00 $40,815.00 $41,631. 00 $42,672.00
2 $41,016.00 $41,836.00 $42,673.00 $43,740.00
3 $42,041. 00 $42,882.00 $43,740.00 $44,834.00
4 $43,133.00 $43,996.00 $44,876'.00 $45,998.00
1 $9.99 $10.19 $10.39 $10.65
2 $10.21 $10.41 $10.62 $10.89
3 $10.35 $10.56 $10.77 $11.04
4 $10.52 $10.73 $10.94 $11.21
1 $11.68 $11.91 $12.15 $12.45
2 $12.03 $12.27 $12.52 $12.83
3 $12.40 $12.65 $12.90 $J.3.22
1 $24,396.00 $24,884.00 $25,382.00 $26,017.00
1 $12.3J. $12.56 $12.81 $13 .13
Page 1 of2
NAGE
CITY OF BRIDGEPORT/BOARD OF EDUCATION
UNION JOB CODE JOB TITLE STEP
613012001
SALARY
7/1/2001
(2"10)
7/1/2003
(2%)
10/1/2004
(2.5%)
G
G
G
0406
0409
0410
RECEPTIONIST/SECRETARY
CAFETERIA AIDE III
CAFETERIA AIDE IV
1 $28,166.00 $28,729.00 $29,304.00 $30,037.00
2 $29,269.00 $29,854.00 $30,451.00 $31,212.00
3 $30,364.00 $30,971.00 $31,590.00 $32,380.00
4 $32,556.00 $33,207.00 $33,871.00 $34,718.00
1 $26,458.00 $26,987.00 $27,527.00 $28,215.00
2 $27,217.00 $27,761.00 $28,316.00 $29,024.00
3 $27,950.00 $28,509.00 $29,079.00 $29,806.00
1 $34,466.00 $35,155.00 $35,858.00 $36,754.00
Page 2 of2
NAGE
Appendix H
CITY OF BRIDGEPORT - GRANTS PERSONNEL
October 1f 2004 (2,5%)
UNION JOB CODE JOB TITlE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
G
G
G
GOOI CASE WORKER
G002 PROJECTS MANAGER
GOOS CLERK A
$38,626.00
$742.81
$29,217.00
$561.87
$19,541.00
$375.79
$40,402.00
$776.96
$20,654.00
$397.19
$21,107.00
$405.90
$22,426.00
$431.27
$22,941.00
$441.17
$23,627.00
$454.37
G G013 SECRETARY
G G017 FIELD CREW FOREMAN
G G019 OATA ENTRY OPERATOR
G G021 COLLECTION AIDE
G G025 CLERK B
G G026 SENIOR CENTER COORDINATOR
G G031 BILINGUAL CLERK
G G034 HEALTH ADVOCATE
G G036 CLERK
G G053 TELEPHONE SPECIALIST
G G054 INTAKE WORKER
STEP 7
$24,297.00
$467.25
$28,366.00
$545.50
$32,359.00
$622.29
$26,170.00
$503.27
$24,630.00
$473.65
$24,145.00
$464.33
$23,778.00
$457.27
$38,152.00
$733.69
$20,654.00
$397.19
$34,339.00
$660.37
$25,837.00
$496.87
-<4
-lu2-
STEPS
$24,531.00
$471.75
$27,822.00
$535.04
$25,187.00
$484.37
$21,912.00
$421.38
$29,873.00
$574.48
STEP 9
$25,682.00
$493.88
$28,709.00
$552.10
NAGE
Appendix H
CITY OF BRIDGEPORT - GRANTS PERSONNEL
October I, 2004 (2.5%)
UNION JOB CODE JOB TITLE STEP 1 STEP 2 5TEP3 STEP 4 5TEP 5 STEP 6
$31,212.00 $32,380.00 $33,553.00 $34,722.00
$600.23 $622.69 $645.25 $667.73
$33,613.00 $34,871.00 $36,134.00 $37,393.00
$646.40 $670.60 $694.88 $719.10
$38,414.00 $39,852.00 $41.296.00 $42,735.00
$738.73 $766.38 $794.15 $821.83
$42,629.00 $45,175.00 $46,648.00 $51,843.00 $57,535.00
$819.79 $868.75 $897.08 $996.98 $1,106.44
G G069 REIMBURSEMENT CASHIER CLERK
G G070 LIFEGUARD
G G075 RECEPTIONIST
G G083 VICTIM ADVOCATE RECEPTIONIST
G G086 RECEPTIONIST/SECRETARY
G G088 ADVOCATE--OFFICE OF PERSONS W/DISABILiTIES
G GI0l MINI-COMPUTER OPERATOR
G GIOI MINI-COMPUTER OPERATOR (35 HOURS)
G GIOI MINI-COMPUTER OPERATOR (40 HOURS)
G GU5 HOUSING CODE INSPECTOR
(40 HRS)
G GU8 SENIOR INFORMATION SPECIALIST
G G134 NUTRITION AIDE
G G135 BI-LINGUAL COORDINATOR
G G136 NUTRiTIONIST
G G137 SECURITY GUARD
G G138 OUTREACH WORKER
$5,508.00
$105.92
$13,376.00
$257.23
$34,388.00
$661.31
$28,390.00
$545.96
$36,087.00
$693.98
$30,037.00
$577.63
$32,347.00
$622.06
$36,968.00
$710.92
$42,220.00
$811.92
$37,500.00
$721.15
$21,912.00
$421.38
$20,654.00
$397.19
$13.13
$23,640.00
$454.62
p, .4
In,
$21,275.00
$409.13
$24,528.00
$471.69
$24,349.00
$468.25
$31,526.00
$606.27
$34,386.00
$661.27
NAGE
Appendix H
CITY OF BRIDGEPORT - GRANTS PERSONNEL
October 1, 2004 (2,5%)
UNION JOB CODE JOB TITLE STEP 1 STEP 2 STEP 3 STEP 4 STEPS STEP 6
G G142 HIV CLERK
G G143 PARENT AIDE
G G144 MEDICAL ASSISTANT
G G152 MALE OUTREACH WORKER
G G154 HIV VAN COUNSELOR
G GI71 FIELD CREW COORDINATOR
G GI73 EMPLOYABILI1Y TECHNICIAN
G G176 CLERICAL ASSISTANT
G GI77 CLERICAl/DATA
G G178 EPIDEMIOLOGICAL INSPECTDR (35 HRS)
G G184 STENOGRAPHER
G G187 SERVICE ASSISTANT
G G188 PUBLIC INFORMATION
G G191 SEWER INSPECTOR
G G200 PROGRAM COORDINATOR
G G215 ARREAR COLLECTION AGENT
$29,836.00
$573.77
$21,182.00
$407.35
$30,264.00
$582.00
$37,832.00
$727.54
$27,137.00
$521.87
$25,219.00
$484.98
$34,790.00
$669.04
$35,757.00
$687.63
$27,659.00
$531.90
$33,446.00
$643.19
$38,595.00
$742.21
$23,291.00
$447.90
$36,951.00
$710.60
P. 14
-104-
$21,186.00
$407.42
$38,083.00
$732.37
$29,150.00
$560.58
$21,912.00
$421.38
NAGE
Appendix H
CITY OF BRIDGEPORT - GRANTS PERSONNEL
October 1, 2004 . (2.5/0)
UNION JOB CODE JOB TITLE STEP I STEP 2 STEP 3 STEP 4 STEPS STEP 6
G G229 CLERK-1YPIST $23,641.00 $30,939.00
$454.63 $594.98
G G264 RECEPTIONIST-CLERK $20,654.00
$397.19
G G265 REFUGEE HEALTH PROGRAM OUTREACH WORKER $21,214.00
$407.96
G G295 POLL WORKER $27,743.00
$533.52
G G301 OFFICE AIDE $25,989.00
$499.79
G G303 DENTAL A5SISTANT $25,499.00 $27,769.00
$490.37 $534.02
G G312 SUMMER HELPER $16,393.00
$3IS.25
G G323 PERSONAL COMPUTER NETWORK ANALYST $40,353.00
$776.02
G G3S6 SENIOR MEDICAL ASSISTANT $39,457.00
$758.79
G G360 PAYROLL COMPENSATION PROCESSOR (35 HOURS) $33,882.00 $35,579.00 $37,270.00 $38,965.00 $40,038.00 $42,729.00
$651.58 $684.21 $716.73 $749.33 $769.96 $82I.71
G G361 ADMINISTRATIVE SECRETARY $35,760.00
$687.69
G G401 SENIOR HEALTH AIDE $18,389.00
$353.63
P,
-J.v5-