-7/11/16

Employees who qualified for the $100 HEP Compliance payment can expect the payment to be included in the August 4th paycheck (retirees in the August 30th check).  Taxes are deducted from the payment.

To qualify for the $100 payment, full compliance for "chronic conditions" had to be achieved between January 1, 2015 and December 31, 2015.  Chronic conditions under our healthcare plan are:

1. Diabetes
2. Asthma/COPD
3. Heart failure/heart disease
4. Hyperlipidemia
5. Hypertension

-7/7/2016

A contract extension agreement has been reached between the State and A&R.  An extension agreement is NOT a new contract, it is sort of a “bridge” between the expired contract and the successor agreement.  The extension is effective until a successor agreement is reached through the Collective Bargaining process.  According to the terms of this agreement, most, but not all of the rights in our expired contract will continue to be in effect until a successor agreement is approved.  In essence, the extension agreement carries forward the language portions of the contract but does not appropriate any “new money”.  This means we continue to have bumping rights, we continue to have AWS, sick leave bank, overtime guidelines, winter weather language, grievance procedures, transfer language and all other protections and benefits that the contract affords us.  However, we will not receive any of the “money” items until we have a successor agreement.

 According to CGS 5-278a, which governs lapsed bargaining unit contracts, the following items, and ONLY the following items needed to remain in effect for the State to be operating within the letter of the law:

1. Salaries
2. Differentials
3. Overtime
4. Longevity
5. Allowances for uniforms

Some of the notable items that are not available through the “bridge” contract:

1. No GWI/COLA in July 2016
2. No Step increases/Top Step payment in January 2017
3. No new Tuition Reimbursement funds
4. No new Professional Development funds

Another notable aspect is that during the “bridge” period, Article 13 section 8 will be expired giving the State the ability to contract out; this protection expired at the conclusion of our contract.  We will have it re-established in our next contract.

Separately, after lengthy discussions, OLR has finally agreed to cover 2015/16 tuition reimbursement requests.  This is a substantial and beneficial development as OLR had not released the requested funds for nearly 10 months.  Any pending unpaid requests should be processed/paid in the forthcoming month. 

Another issue of concern relates to Alternative Work Schedules.  There was wide-spread speculation that agencies could deny AWS requests absent our contract.  This concern can now be allayed as AWS will continue through this “bridge” period.  Further, the AWS/Weather Delay MOU will also continue.

Over the past several months we have taken many “pokes” at the Governor’s Office over their approach to contract negotiations.  However, it is becoming clear that the Governor’s Office sees the wisdom of operating in a spirit of cooperation and mutual respect.  We will continue the negotiation process for our new contract and we hope further cooperation from the State is forthcoming.

In solidarity

AFT Connecticut recently published an article spotlighting various Connecticut State Employees and the public services these Union members provide.  A&R is proud to have had one of our own members illuminated in the AFT Spotlight.  With pride we share the AFT article with you:   

Cyndi Lloyd is a special investigator in the State Treasurer's second injury fund office where for nearly nine years she has worked to assure compliance with worker's compensation laws. She is responsible for making sure that claims are legitimate and that businesses have the proper insurance policies in place to cover

Posted 6/14

Our current contract ends June 30, 2016, which leads to the basic question: what happens on July 1st and thereafter?

One of the first issues we addressed is your contractual right to attend the Union Picnic (summer outing at Lake Compounce).  This became a pressing issue, as the picnic is scheduled for July 8, just one week after the contract expires.  The concern was justified, as some agencies had been telling members that requests for "union picnic" release time would not be honored.  Discussions between the Union and OLR ensued.  We are pleased to announce that on June 9th, OLR

In conjunction with contract negotiations, A&R is reviewing the current Comparability tables referenced in Article 13, section 4(b) of our contract.  Comparability tables are used during layoffs to provide affected members increased employment opportunities.  A comparable class must have the same pre-requisites and training to be considered comparable.

We want to ensure that all classes are fully and properly accounted for in the Comparability Table.  While there is no guarantee that any changes to the table will be made, this is our opportunity to seek changes if so warranted.

If you have

-5/27/16
A&R began negotiating our successor contract several months ago.  Up to this point, negotiations achieved no progress.  The State proposed eliminating nearly every line in our contract (wiping out every benefit we have) and felt that it would only be fitting if they also proposed zero wage increases, no steps, and no top step bonus.  The nonsense has continued as we have met a half-dozen times with the same result of no progress and no sincere engagement by the State.  Although the State couldn't support any of their positions, the State refused to budge on the elimination of all