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SEBAC 20 11 AGREEMENT-between-STATE OF CONNECTICUT

-and-STATE EMPLOYEES BARGAINING AGENT COALITION (SEBAC) .

In order to assist in resolving the financial issues curre ntly fa cing the State of Co nnecticut w hilepreserving public services, the State of Connecticut and the State Employees Bargaining AgentCoalition agree to the follow ing provisions. The parties have signed the State of Connecticutand SEBAC - Recom mend ed Agre ement on Savings, Tra nsfo rm atio na l and Financial Issues andFramew ork for Job Security (hereinafter referre d to as the "20 11 Agreem ent F ram ewo rk") Thisagreement shall amend and supersede the 20 11 Agreem ent Framework.

I. SAVINGS AND TRANSFORMATION

The parties have explored and wil l continue to explore a nd, where approp riate, imp leme ntstrategies to:a. Harness the crea tivity and experience of fron t-line bargaining and non-ba rgaining

unit state employees to improve the efficiency and effectiveness of stategovernment;

b. Streamline and flatt en organizational structure s to conce ntrate on service delivery;c. Examine and redress barriers to the mos t efficien t use of in-house resources to

address agency and cross-agency nee ds;d. Discourage the use of outside contractors and consultants when internal capacity

exists or can reasonably be develope d; ande. Make best efforts to ensure tha t vendors and service providers doing business w iththe state do so at reasonable rates of return and under terms that reflects the

shared sacrifice being asked from all sectors of Conne cticut society.As part of this process, the fo llow ing steps will be take n:

a. Establish a Joint Labor Management Information Technology Committee as soon aspossible that will consider, among other things, utilizing new technologies andreducing licensing procurement and consulting costs. This Committee shall beheaded by the Chief Information Officer of the State.

b. Establish a Joint Labor Management C om mittee, no later than September 1 , 201 1,which w ill begin to explore the issues, ou tline d in subparagraphs (a) - (d) above,except issues that impact matters of collective bargaining.

c. The Governor will issue an Executive Order or similar ap propria te d irective to stateagencies that will implement subparagraph (e) above, no later than June 1, 2011.

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II . MODIFICATIONS TO THE CURRENT SEBAC PENSION AND HEALTH CAREAGREEMENT

A. Health Care Preservation and Enhan ceme nt of Current Plans and Joint Efforts.Except as specifically referenced here in, all the provisions of 1997-2017 Pension andHealth Care Ag reem ent/a s am ende d, shall apply. None of the ben efit levels, accessrequirements, including doctors and hospitals or basic plan structures are modified bythis agree men t. Any impact on curren t retirees shall be based on the ir vo lunta rypa rticipatio n except as specifically provided here in. There shall be no increase in costsaffecting cu rrent retirees as a result of this agre eme nt. Changes affecting fu tur eretirees shall be effective September 2, 2011. There is no change in current plansexcept as specifically noted otherwise below.There shall be no additional costs to employees from choosing the health enhancementprogram , but there wil l be increased prem ium shares and a deductible for those w hodecline to enroll in, or fail to comply w ith (after appropriate notice), the healthenha ncem ent p rogra m. As is curren tly the case under the State Health Plan, anymedical decisions will continue to be made by the patient and his or her physician.1 . The parties sh all :

a. Institu te a $35.00 Emergency Room Copayment when ther e is a reasonablemedical alternative and the individual is not adm itted to the hos pital;b. Require both medical vendors (currently Anthem and Oxford/United) to

implement existing plan rules consistently.c. Maximize the opp ortunity for members to choose to use patient-centeredmedical homes;d. Provide a ppropriate medical follow -up to minimize hospital readmissions post-

surgery and/or other initial hospital stay;e. Provide for purely voluntary pa rticipatio n in Obesity reduction and Tobacco

cessation programs;f. Make the current pharmacy mail in program for maintenance medications:

i. Ma nda tory after the first prescription for a new medication for activeemployees and current retirees under the age of 65, and after September2, 201 1 for new retirees. Each copay men t for active employees and newretirees a fter September 2, 2011 is one for each ninety (90) day supply.

ii . Volu ntary for curre nt retirees age 65 or over. Once such individuals o ptin at any open enrollmen t, continuing pa rticipation is manda tory. Thereshall be no copayments for current retirees (retired as of September 1,2011) who begin participating in the Pharmacy M ail in program ;

iii. Participants may at their option choose to receive their ma ndatory mailord er at any CVS pharmacy.

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g. Implement the following Pharmacy copayments for actives and new retireesafter 9 /2 /11 : $5/10/25 (generic/preferred brand/other brand) for maintenancedrugs (except for the lower copayment for listed diseases under the healthenhancement plan set forth in 2c) and $5/20 /35 for non-maintenance drugs.

2. Health Enhancement ProgramThis voluntary enhancement program shall be made available to all state employees andretirees (including all enrolled dependents) during each open enrollment as part of all of thePoint of Enrollm ent a nd Point of Service plans curre ntly ava ilable. All benefits andrequirements will be the same as currently available to state employees, retirees (including allenrolled depend ents) except as specifically writ te n b elow. It shall include a wr itte ncom m itme nt (Attachment B l) to the requirements of the program in order to be adm ittedand remain admitted to the program, including agreed upon health assessments and screeningsdesigned to provide early diagnosis and appropriate information to patients so that they andtheir doctors can choose the best treatment of any illness; This program is designed toenhance the abil ity of patients with their doctors to make the m ost informed decisions aboutstaying healthy, and, if ill, to tre at th eir illness. As is curren tly the case under the State HealthPlan, any medical decisions will co ntinue to be made by the pa tient and his or her physician.See Attachm ent B3

a. Cost: There shall be no addition al costs to em ployees for cho osing theHealth Enhancement Program. The premium share for employees andretirees shall be as dete rmin ed by the existing Pension and Health CareAgreement. .

b. Copayments shall be wa ived (Diabetes) or reduced ($0/5/1 2.50 ) for drugsprescribed for the follow ing chronic conditions:i. Diabetes, both Type 1 and 2

ii . Asthma and COPDiii. Heart failure/heart diseaseiv. Hyperlipidemiav. Hypertension

c. Office visit copayments shall be waived for treatm ent and m onitorin g of theconditions in subparagraph 2b above;

d. Participants in the Health Enhancement program will be expected toparticipa te in the disease counseling and education programs outline d inAt tachment B 3.

e. Participants w ill also be expected to adhere to the med ically approvedschedule for screenings and wellness visits with waiver or rebate ofcopaym ents for such services as set fort h in Atta chm ent B2.

f. Participants wh o are covered by the plans denta l program shall be requiredto get tw o free d ental cleaning per year.

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g. Participants who choose not to adhere to the requirements of the HealthEnhancement program w ill be given appropriate notice and oppo rtunity toimp rove . The financial incentives for participa tion in the he althenhancement program shall be removed from members who themselves orwhose covered dependents fail to com ply with the requirements of theprogra m. They may retu rn to the Health Enhancement Program only uponcoming into com pliance and no sooner than the first day of the mo nthfollow ing their dem onstration of compliance. Removal from the programshall not, in any case, be based upon th e decision of any pa tient as to thetreatment they receive, or on the progress or lack of progress in thetre atm en t of their illness. It shall not be based on any othe r fac torwhatsoever except for the refusal of the patient to get required tests andscreening, and if applicable, to participate in one of the five (5) listed diseasecounseling and education programs. Any removal shall be only upon priornotice to and the review by the Health Care Cost Containment Committee.The HCCCC will resolve all disputes about compliance. The parties recognizethat the im pleme ntation of the Health Enhancement Program w ill raiselegitimate and unanticipated issues of compliance such as the inability toschedule wellness physical exam inations and screenings w ithi n a specifictime fram e. The parties therefore agree that disputes wil l be decided on astandard of fairness and the opportunity available to the member or his orher enrolled dependents to substantially comply with th e requiremen ts ofenrollme nt in the Health Enhancement Program.

h. No insurance vendo r shall receive any financial incentive or ben efit fro m th eadmission of any member to , or the removal of any mem ber from the healthenhan ceme nt program . The program shall be designed to encourage andreward p articipation of members in the program and not to rem ove thefinancial incentive from any member except one who chooses afterappropriate notice and oppo rtunity to correct, to com ply with th e specificwritten requirements of the program.

i. Patients in one of the listed disease education and counseling programs shallreceive a $100 cash payment if the member and all dependents comply in agiven year with th eir com mitm ent t o the health Enhancement Program. Payis the same fo r each class of coverage, i.e., same for indiv idua l, one plus one,fa m ily or FLES.

3. Impact for Employees and Future Retirees Declining the H ealth EnhancementProgramEmployees and future retirees after September 1, 201 1 who d ecline participa tion inthe H ealth Enhancement Program or who are removed from participation pursuantto 2g, wou ld pay an additional $100 per m onth in premium share. This add it ionalcost shall be the same for individu al, one plus one , fam ilies, and "FLES" coverage.There will also be a $350 per person annual ded uctible, m aximu m $1400 forfam ilies, for services not otherwise covered by copaymen ts. No fam ily shall bedisadvantaged for the purposes of this maximum by the use of FLES status.

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4. Dental PlanThe present denta l plans shall continue to be offered to state em ployees. Theprem ium share for employees and retirees shall be as de term ined by the existingPension and Health Care Agreemen t. There shall be no limit on pe riodo ntal care formembers who are in the Health Enhancement Program.

B. Retiree Health Care1 . Premium Structure - New Retirees (retiring after Septembe r 1 , 2011) Currentpremium structure of retiree health care remains unchanged for those choosing thehealth enhancement program. Declining by the retiree, or fail ing after a ppropriatenotice to comply wi th the health enhancement program by either the retiree ortheir covered dependents, will result in a premium share increase of $100 permonth.

2. Health care premiums for Early Retirees -T h e parties have agreed to a grid,Attachment C, where health care costs (for health care eligible individuals) are imposedon individuals who elect early retirement unti l they reach their norm al retirem ent d ate,or age 65, whichever is earlier. The grid will also be applied to individuals w ho areeligible for a deferred vested benefit (for health care eligible individuals) that elect toreceive their benefit before age 65 until they reach age 65 or their normal retirementage, whichever is earlier. No early retire me nt he alth care prem ium w ill be charged forany em ployee wh o has 25 years of service as of July 1, 201 1 w ho retires b efore July 1,2013.

3. Employee Contribution to Retiree Health Care Trust Fund (OPEB) - Employeescurrently paying the three percent (3%) contribution into the Retiree Health Care TrustFund wi ll continue to pay such amou nt. All such employees shall pay the thre e percent(3%) contribution for a period of te n (10) years or retirem ent , wh icheve r is sooner. Allindividuals hired on or after July 1, 201 1 shall pay the th ree percen t (3%) for a period o ften (10) years or retirement, whichever is sooner, even if they had periods of prior stateservice. Individuals who are not paying the thr ee percent (3%) con tribu tion on June 30,2013, shall begin paying a con tribu tion . For these individua ls, the con tribu tion shall bephased in paying 1/2% effective the fir st day of pay period after July 1 , 2013; increasedto 2.0% effective the first day of pay period a fter July 1 , 2014 and increased to 3.0%effective the first day of pay period after July 1, 2015. The con tribution wou ld continuefo r ten (10) years for a ll employees or until re tirem ent , whichev er is sooner. EffectiveJuly 1, 2017, the State will begin to co ntribu te into th e Retiree H ealth Care Trust Fund inan am ount equal to amo unt con tributed by employees in each year. The trust fun d shallnot be used to pay the retiree health care costs of any employee already retired prior toth e effective date of this agreem ent. The Trust Fund shall be adm inistered by the S tateTreasurer.

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4. The following shall replace the provision entitled "Retiree Insurance for Employeeshired after July 1 ,1 997" in SEBAC V as amended by the provisions of the 2009SEBAC Agreement.

Retiree Hea lth Insurance: Employees with 10 or m ore years of actual state service as ofJuly 1, 2009 shall be entitled to retiree health care under the practice in effect under theterm s the Pension and Health Care Agreem ent, as am end ed, but prior to t he changeseffected by SEBAC 2009 and this agreem ent. Employees with few er tha n ten years ofactual state service as of July 1, 2009, shall be subject to the requirements of SEBAC2009, including the rule of 75 for deferred vested retirees, and shall also requ ire 15years of actual state service, except that no current employee who would haveotherwise been eligible for retiree healthcare under the provisions of SEBAC 2009 shallbe denied eligibility for retiree healthcare due to the 15 year requirem ent. All otheremployees shall be required to meet the rule of 75 and to have 15 years of actual stateservice unless they trans it ion directly from em ploym ent to normal or early retireme nt.Such employees who transition directly to normal or early retirement shall not berequire d to me et the Rule of 75 but shall be require d to have 15 years of actual stateservice. An employee wh o is eligible for and begins receiving a Disability RetirementBenefit shall be entit led t o health insurance as a retired state e mployee regardless ofhis/her number of actual state service. Nothing herein restricts the ability of anemployee to begin receiving his/her retirement or deferred vested pension at an earliertime in accordance with plan provisions. An employee who terminates state service anddoes not immediately begin to receive his/her pension shall be entitled to the samehealth insurance benefits as active employees receive at the time he/she begins toreceive pension payments. Provided, however, laid off employees and employees wholeave state service because there is not a fair assurance of con tinued em ploym ent shallbe entitled to retiree health insurance at such time they are entitled to and beginreceiving an Early or Normal Retirement Benefit under the plan. Nothing herein shallchange the method of calculation of service for part time faculty of the constituent unitsof higher education.

C. SERS Pens ion1 . Salary Cap - The maxim um salary tha t can be considered as part of an individua l'spension benefit is the amount outlined in Section 415 of the Internal Revenue Code.2. COLA - The minim um COLA shall be tw o percen t (2.0%) and the ma ximum COLAshall be seven and one-half percent (7.5%) for those individuals retiring on or afterSeptember 2, 2011.3. Early R etirement Reduction Factors - For individuals retiring on or after September

2, 2011, the early re tirem en t reduction fa cto r shall be changed to six percent .(6%)

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for each year before the individual would be eligible to take unreduced NormalRetirement.

4. Current employees who retire after July 1 , 202 2 - The following changes do notapply to individuals who retire under the Hazardous duty provisions of the plan.Norma l Retirem ent eligibility increases fro m Age 60 and 25 Years of Benefit Serviceor Age 62 an d 10 Years of Benefit Service to Age 63 and 25 Years of Ben efit Serviceor Age 65 and 10 Years of Benefit Service. This change affects all years of benefitservice earned on or after July 1, 2011. By July 1 , 2013, current employees m aymake a one-time irrevocable election to begin paying the actuarial pension cost ofma intaining the normal retirement eligibili ty tha t exists in the present plan which isscheduled to change effective July 1 , 2022. The cost shall be established by thePlan's actuaries and shall be comm unicated t o employees by the RetirementDivision. Such election shall be made on a for m acceptable to the RetirementCommission and shall indicate the employee's election to participate or not topar ticipate . In the event the em ployee fails to make an election , he/she shall not beeligible to p articip ate. In the event the emp loyee m akes a successful claim to theRetirement Commission of agency error, the employee shall make payments inaccordance with usual practice.

5. Tier II, MA and Tier III Breakpoint - The parties will meet and discuss a modificationto the Breakpoint that will be effective for service earned on and after July 1, 2013.The revised breakpoint will be designed so that the pension amount for individualsearning unde r the c urrent breakpo int wil l be increased. The cost of such change inBreakpoint shall not increase the Employer Normal Cost more than .5% of pay roll inany year. The formu la change and costs shall be provided by the Plan's Actuaries. Inthe event the parties are unable to agree on the revised Breakpoint, the matter shallbe referred to the arbitrator appointed under the terms of the Pension Agreementand governed by the provisions of CGS sec. 5-278a and the term s of this agreem ent.6. Tier III - A new re tirem ent tie r shall be established, known as Tier III, for individualshired on or a fter July 1, 2011. The plan shall be the same as Tier HA, including theemployee co ntrib ution , with Normal Retirement eligibili ty Age of 63 and 25 years ofben efit service or Age 65 and 10 years of be nefit service. Early Retirement eligibilityshall be Age 58 and 10 years of b enefit service and Hazardous Duty Retirementeligibility shall be the earlier of age 50 and 20 years o f be nefit service or 25 years o fbene fit service, regardless of age. In order to qualify for a Deferred Vested Benefit,the individu al m ust have 10 or more years of be nefit service. In all cases, the ben efitshall be calculated on the individual's highest five year average salary.

7. Hybrid Defined Benefit/Defined Contribution Plan for Employees in HigherEducation - Individuals hired on or after July 1, 2011 otherwise eligible for theAltern ate Retirem ent Plan (hereinafter referre d to as "ARP") shall be eligible to bemem bers of th e new Hybrid Plan in ad dition to th eir existing choices. Individualswh o are cu rren tly mem bers of the ARP shall be eligible to join th e Hybrid Plan on aone tim e op tion at the full actuarial cost. The Hybrid plan shall have definedbenefits id entica l to Tier II/IIA and Tier III for individuals hired on o r after July 1,2011, but shall require employee contributions three percent (3%) higher than the

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contribution required from the Applicable Tier II/IIA/III Plan. An employee shall havethe op tion , upon leaving state service, of accepting the d efined benefit a mo unt, orelecting to receive a return of his/her con tribution s to th e Hybrid P lan, plus a fivepercent (5%) employer match, plus four percent (4%) interest (hereinafter referredto as the "cash out op tion " . In the event the employee elects the cash out o ptio n,he/she shall permanently waive any entitlement they may have to health insuranceas a retired state employee unless they convert the cash out option to a periodicpayment as would be required under the current ARP plan.

8. Continuation of Overtime Presumptions and Impleme ntation of AdditionalCovered Earnings RulesThe parties' understanding that all overtime in certain units is mandatory forpurposes of Sections 5-162(b), 5-192(f)(c), and 5-192(z)(c) of the general statutesshall con tinue . Effective July 1 , 2014, the language of those sections shall bechanged to that reflected in attachment D.

III. SCOPE (OJE) and FIVE-YEAR AU DIT DATESThe parties have agreed that the current practice for five (5) year reviews will continueand OJE adjus tme nts may be resolved for jobs wh ich th e Union believes havesubstantial changes in duties through interim bargaining and, if necessary, arbitration(ra the rtha n thro ugh th e M aster Evaluation Comm ittee). This wil l be applied to all OLROJE-covered un its. New positions will be subject to bargaining and arb itrat ion one yearaf ter the ir creation and an individual being in the pos it ion, whichever is later. Theimplementation date for results of any five (5) year audit or arbitration shall be deferredto no earlier than July 1, 2013. There shall be no retr oa ctivity prior to July 1, 2013 andno new costs created by bargaining or arbitra tion shall take effect prio r to July 1, 2013.This provision shall not prevent the im plem entation of OJE adjustments agreed to orordered prior to the effective da te of this agreem ent.IV . JOB SECURITYA. Job Security for Office of Labor Relations -Covered Units. The following job

security provisions shall apply to all OLR Covered units which agree or haveagreed to contracts or modified contracts in accordance with the 2011Agreement Framework including the provisions for wages and other changeswhich are summarized in Attachm ent A.1. From th e July 1, 201 1 and throug h June 30, 2015, there shall be no loss o f

em ploym ent for any bargaining unit em ployee hired prior to July 1, 201 1,including loss of employment due to programmatic changes, subject to thefollowing conditions:

a. Protection from loss of em ploym ent is for perma nent employees anddoes not apply to:

i. employees in the init ial wo rking test period;

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ii . those who leave at the natural expiration o f a fixedappointment term, including expiration of any employmentwith an end date;

iii. expiration of a temporary, durational or special appointment;iv. non-renew al of a non-tenured employee (except in unitswhere non-tenured have permanen t status prior to achievingtenure);

v. term ination of grant or other outside funding specified for aparticular po sit ion;

vi . part-time employees who are not eligible for health insurancebenefits.b. This prote ction from loss of em ploym ent does not preven t the State

from restructuring and/or eliminating posit ions provided thoseaffected bump or transfer to a nother com parable job in accordancewith the terms of the attached implementation agreement. Anemployee who is laid off under the rules of the implem entationprovisions below because of the refusal of an offered position will notbe considered a layoff for purposes of this Agreement.c. The State is not precluded fro m no ticing layoff in orde r to a ccomplishany of the above, or for layoffs outsid e the July 1, 2011-June 30, 2015t ime period.

2. The Office of Policy and'Ma nage me nt and the Office of Labor Relationscommit to continuing the effectiveness of the Placement & Training Processduring and beyond the biennium to facil itate th e carrying out of its purposes.3. The State shall continue to u tilize the funds previously established forcarrying out the State's com mitm ents under this agreement and to facil itate

the Placement and Training process.B. Imp lementa tion Provisions for SEBAC 201 1 Job Security for OLR Covered Units.The process outline d in this section is a supplem ent to the October 18, 2005 Placementand Training Agreement and is designed to govern the procedure utilized in situationswhere there are employees covered by the Placement and Training Agreement who areimpa cted by a decision to close a state facility or make oth er progra mm atic changeswhich would have resulted in the layoff of state employees but for the Job SecurityProvisions of SEBAC 2011, and transfers necessary to deal wi th wo rkloa d issuesnecessitating the transfer of state employees to different work units, locations orfacilities. The provisions he reunder shall expire as of June 30, 2015, unless extended bymutual agreement of the parties. The State will continue to provide the longest possibleadvance notice as provided in Section 7d of the Placement and Training Agreement tothe unions and employees im pacted by such decisions. The process described belowshall be known as the Job Security Imp lem enta tion ("JSI") Process.1. There shall be a three-phase process as follow s:

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a. Phase I. The State shall use its best efforts to attempt to combine theplacement and transfers of individuals in the event of multiple closings andprogramma tic changes occurring within a the same period of t ime tomaximize the likelihood of success.

i. Initially affected employees wo uld enter the Placement and Training(P&T) proce ss.

ii . May use normal P&T rights,iii. In addit ion, the Secretary of OPM shall use best efforts t o make

comparable jobs available within acceptable geographic radius(defined below). Such jobs will typically be in the affected employees'bargaining unit,

iv. Compa rable jobs withi n the same bargaining unit shall be initiallyoffered to affected employees on the basis of layoff seniority asdefined in their collective bargaining agreement and, if necessary,state service,

v. Any affected employee not accepting a comparable job then goes toPhase II.b. Phase II. The collec tive barga ining agre ement (CBA) process begins. Initially

affected employees and/or secondarily affected employees may thenexercise their rights under the CBA. The CBA process ends when either (1)the affected employee(s) has a comparable job; or (2) the affectedemployee(s) choose to waive further contractual displacement rights andenter Phase III.

c. Phase II I. Finally any remaining affected employee(s) would enter the P&Tprocess.

i. May use norm al P&T rights.ii . In ad ditio n, the S ecretary of OPM uses best efforts to make

comparable jobs available within acceptable geographic radius(defined be low). Such job w ill typically be in the a ffected employees'bargaining unit.

iii. Comparable jobs within the same bargaining unit shall be initiallyoffered to affected employees on the basis of layoff seniority asdefined in their collective bargaining agreement and, if necessary,state service.

iv. If no comparable job available within the acceptable geographicradius, the finally affected employee(s) will be offered other jobsw ith in the acceptable geographic radius on a tem po rar y basis untilcomparable job available, and are red-circled in original pay-grade.

v. Employee may be offered training through the P&T Com mittee as away of m oving employee to a posit ion comparable to th e one lost.

vi . No employee shall have a right to a promotion under this process.vii. Affected employee refusing an assignment within the acceptable

geographic radius du ring Phase 3 of the process may be laid off, b utwill have all usual rights of laid off employees.

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2. Relevant definitions which apply to this process only and shall not be utilized forany other purpose:a. "Comparable job " means one w ith similar duties and the same or

substantially similar biweekly salary range. The requirement to offer acomparable job shall not be met if the target job requires a hazardous dutyretirement covered employee to move to non-hazardous duty retirementem ploym ent, or vice versa.

b. "Accepta ble geographic radius" for Phase I means a one way com mu te equalto the greater o f his/her present comm ute or thirty (30) miles from his/herwo rk loca tion at the time of notice . During Phase III, acceptable geographicradius means a one-way comm ute equal to the greater of his/her presentcom mu te or thirty (30) miles from his/her hom e. In the event that there isno oppo rtunity with in the applicable thirt y (30) mile mea surement, the Statewill p rovide an oppo rtunity with in a fifty (50) mile radius based upon theapplicable measurem ent. In the event an oppor tunity becomes availableprior to July 1, 2017 within th e applicable thir ty (30) mile l im itation , theimpacted individual shall be offered such position before it is offered to anindividu al w ith lesser rights. In the ev ent the individu al declines suchposition within the applicable thirty (30) mile measurement, the State has nofurth er obligation to o ffer another po sit ion to such individual based upon thegeographic res triction.

c. Ma nner of me asurem ent. The parties have agreed to utilize MapQuest,shortest distance for positions offered in Phase I and MapQuest, shortesttime for positions offered in Phase III.

3. Priority, Working Test Period Issues, and Related Issuesa. Employees needing positions thro ugh th e process outlined in this Section B

(as compared to the normal P&T process) have priority over other claimantsto position based on the SEBAC 2011 job security provisions. Provided,however, seniority under the CBA may be utilized for the purpose of shiftselection in the target facility.

b. Where a job is offered to comply w ith the rules of this Section which wou ldrequire the completion of a wo rking test period , failure of the employee tosuccessfully complete tha t work ing test period wil l re turn the em ployee t othe process outlin ed in this Section B, unless the reasons for the failurewould constitute just cause for dismissal from state service. The processoutlined in this Section B term inate s as of June 30, 2015, or when there is noemployee remaining with rights to the process, whichever is later.4. Dispute Resolution

a. "W ork no w, grieve later" applies as usual to JSI related grievances.b. Placement &Tra ining Com mittee to convene for emergency advisory

procedu re if em ployee claims he or she is being inap propria tely laid off inviolation of the JSI procedure.

c. Any ar bitra tion necessary to resolve a claim th at an employee is being den ieda suitable comparable assignment under this agreement shall receive priority

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processing for purposes of assignment of an arbitrator, a hearing date, andresolution of the arbitration. Any dispute or arbitration under this agreementshall be under the SEBAC agreement process.

5. Transfer Implicationsa. Where staffing disproportions other than through agency consolidations, the

process outlined in this Section B will be used to eliminate the necessity of atransfer (directly or through layoff notice). If there is more than oneemployee in the impacted classification, the State shall ask the employees inlayoff seniority order and, in the event there are no volunteers, the junioremployee shall be transferred.

b. In cases where involuntary transfers occur, affected employees shall have "the right of first refusal to return to their prior geographic locations prior toan equivalent position being offered at the prior geographic location to a lesssenior person.

C. Job Secu rity for Units Not Covered byOLR.Job security for other units has been or shall be negotiated on a unit-by-unitbasis consistent with the 2011 Agreement Framework, including the provisionsfor wages and other matters which are summarized in Attachment A.

V. ADD ITIONAL CONTRIBUTIONS BY THE STATE TOW ARDS UNFU NDED LIABILITYIN PENSION A N D /O R RETIREE HEALTH CARE

The Governo r has au tho r i zed the Chief Negot iator for the State to c o m m u n i c a t e theG o v e r n o r 's c o m m i t m e n t to app rop r ia te cons idera t ion of add i t iona l s ta te con t r ibu t ions towardslong - te rm un funded l i ab i l i t i es of t he s ta te , inc lud ing pens ion and re t i ree hea l th care , in yearswhere there ex is t s a state surp lus. .

VI. TENTATIVE AGR EEM ENT, SUBJECT TO RATIFICATION A ND APPROVAL BY THEGENERAL ASSEMBLY

By their signatures below, the parties indicate that this tentative agreement has been approvedby the Governor, and preliminarily recommended by SEBAC Leadership for ratification by themembership, subject to the employer(s) offering appropriate unit agreements to the bargainingunits. SEBAC's final approval is subject to a post-membership vote by SEBAC Leadership inaccordance with SEBAC rules. This agreement is further subject to the approval of the GeneralAssembly in accordance with the provisions of Connecticut General Statutes 5-278(b).

VII. DURATION.The provisions of the current SEBAC Agreement shall be extended until June 30, 2022.

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Ma rj( Ojakian, CMef Ne gotiatorState of C onnecticut"-Barriel E. Livingston, Chie/NegotiatorSEBAC

Dated t h i s i f day of May, 2011.

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ATTACHMENT AState of Connecticut and SEBAC - Recommended Agreement on Savings, Transformationaland Financial Issues and Fram ework for Job Security (hereinafte r referred to as the "2 01 1

Agreem ent Framework") concerning Wages and Other m attersThe State and SEBAC recognize that wages and oth er ma tters are negotiated on a bargainingunit basis by the union designated as the exclusive bargaining representative for that unit.How ever, the State and SEBAC have agreed that th e fo llow ing param eters shall apply to allunits seeking the jo b security protections of the SEBAC 2011 Agreem ent.A. The following parameters shall apply to wage agreements through June 30, 2016:

1. Wage increases for FY 201 1 -12 and FY 2012-13 - Except as provided below , no stateemployee who is represented by a bargaining unit that is part of SEBAC will receive anyincrease in salary or payments for either of the next two fiscal years deriving from aGeneral Wage, step increase, annual increment, payment for individuals who were atth ei r top step as a bonus, a me rit increase or any similar pa ymen t for th e FY 2011-12and FY 2012-13.Individuals entit led t o a promotion in accordance with the rules governing thesesubjects as outlin ed in the Connecticut General Statutes or their collective bargainingagreement shall receive increase in wages due to such promotion in accordance withpast practice. Mem bers of the P3A bargaining unit shall be entitled to share in thecontractually created M erit Pool fund in the a mou nt and manner provided in thecontract and past practice.

2. Wage increases for FY 201 3-14, FY 201 4-1 5 and FY 2015-16 - Provide a Three perc ent(3%) increase plus step increases, annual increments or their equiva lent in those unitsth a t have the m as part of their collective bargaining agreem ent. Non -increm ent unitswill receive additional payments in accordance with the parties' usual practice.Correctional Supervisors (NP-8) shall receive an increase of thre e and one -half perce nt(3-1/2%) for the FY 2013-14 as they had previously nego tiated tha t am ount in the irexisting collective bargaining agreement.

3. Funds and other payments - All other funds (e.g., tu i t ion re imbursement) and otherwage paym ents e.g., shift diffe rentia l, allowances, etc.) (, shall rema in in place andcontinue in the same amounts presently in the respective collective bargainingagreement, except to the extent otherwise called for in the collective bargainingagreem ents. The current collective agreements shall be extended u ntil June 30, 2016and unexpended fund am ounts shall roll over year to year. Any unexpended, funds s halllapse or sha ll no t lapse as of June 30, 2016, in accordance w ith present rules.

4. Captains and Lieutenants, Supervisors in the Dep artm ent of Public Safety (NP -9) - T h i sunit will negotiate and arbitrate the provisions of their collective bargaining agreement

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thro ugh June 30, 2016. They will be governed by the othe r p ortions of the SEBAC 2011agreement as outlined herein.

5. University of Connecticut Health Center (AAUP) - This unit will negotiate a newcontract which wil l be submitted as part of this Agreement or sepa rately in the eventthis agreem ent is not ratified by SEBAC. If ratified , this un it will be governed by theother portions of the SEBAC 2011 Agreement as outlined herein.

B. Longevity1. New Employees - No employee first h ired on or after July 1, 20 11 shall be entitle d

to a longevity payment; provided, however, any individual hired on or after said datewho shall have military service which would count tow ard longevity under currentrules shall be entitle d to longevity if the y obta in the requisite service in the fu tur e.

2. Current Employees - No service shall cou nt tow ard longevity for th e tw o (2) yearperiod beginning July 1 , 2011 throu gh June 30, 2013. Effective July 1 , 2013, anyservice accrued during that period shall be added to their service for the purpose ofdeterm ining their eligibil i ty and level of longevity en tit leme nt if i t wo uld havecounted when pe rformed.

3. Capped units - Individuals in units wit h capped longevity shall not receive alongevity paym ent in October, 201 1.4. Uncapped units -The employer representative and the bargaining unit withuncapped longevity shall meet and discuss the issue of longevity. The parties shallagree on a procedure by which individuals in those units shall contribute an amountequal in value to the am ount that was cont ribu ted in the Capped units. Default istha t unca pped units will give up longevity using the Executive Branch Bargaining u ni tschedule.

C. Non-economic Terms of contracts. Unions tha t do not agree to e xtend their bargainingagreement unchanged can open up to a maximum of eight (8) issues that have deminimus cost and are identified no later than August 31, 2011. The Union must notifythe Office of Labor Relations or the appropriate employer representative within twoweeks of the date the Tentative Agreement is signed of its intent to open the contractas to noneconom ic issues. In the event the un ion decides to reopen th eir c ontra ct, theState may likewise open up to a maximum of eight (8) issues w ith a de minimus cost.Neg otiation shall begin on these issues no earlier tha n Sep tember 1, 2011, unlessotherwise agreed to by the parties. Only these issues may be submitted to interestarb itra t ion.

D. Expiration date of individual collective bargaining agreements. All individual collectivebarga ining agreements shall expire effective June 30, 2016

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ATTACHMENT B - Specifics Relating to H ealth En hance men t ProgramBl -- Consent to ParticipateMy enrolled spouse and dependents and I agree to participate in the State of ConnecticutHealth Enhancement program sponsored by my employer, the State of Connecticut.Informa tion regarding my personal health and the health of my depend ents wil l continue to beprotected by all applicable state and federal laws and regulations.I and my enrolled dependents agree to com ply with the requirements of the program includingthe applicable schedule of physical examinations, the applicable schedule of preventivescreenings and participa tion in any of the five disease counseling and educ ation programsshould I or any dependent be diagnosed with one or more of the five listed chronicdiseases(Diabetes; Chronic Obstructive Pulmonary Disorder or Asthma, Hypertension,Hyperlipidemia (high cholesterol), or coronary artery disease (heart disease/heart failure)I understand my participation may be revoked should I not comply w ith my com mitm ent to thehealth enhancement program. I understand and agree tha t my revocation w il l make meresponsible for higher p rem ium co-shares of $100 per m on th, a $350 per pa rticipan t per yeardeducible, and would make me ineligible for reductions in the co-pays for certain prescriptionsand office visits.I recognize that I am required to sign this authorization as a condition of my participation andthe participation of my enrolled dependents, if any, in the Health Enhancement Program.

I accept the terms of the Health Enhancement Program as listed in the open enrollmentmaterials.

B2 Required ScreeningsW hile the State Employee Health Plan wil l continue to cover an extensive schedule of period icphysical wellness exam inations and screenings which I may contin ue to access as coveredservices und er the health plan, participants in the Health Enhancement program agree tocomply w ith the followin g minim um schedule of physical wellness exams and the followin gspecific schedule of screenings in order to be com pliant w ith th e Program :Scheduled Preventive Physical Examinations

Well Child Visits:Birth to 1 6 exams (l m o n th , 2 months, 4 months, 6 months, 9 months, 12 months)Ages 1-5 one per year

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Ages 6-17 once every yearAd ult W ellness Physical Exam inations:

Ages 18- 39 every thre e yearsAges 40- 49 every tw o yearsAges 50 + every year

Preventive ScreeningsCholesterol screenings every five years from ages 20-29(typically done thro ugh a bloodtest in conjunction with the schedule of wellness physicals above.) every two years fromAges 40-50 ; every year from Ages 50 +Clinical breast examination for women by their health care provider every three years;mam mograms as recomm ended by your physician; one screening mam mogram forevery female mem ber w ho is between age 35 and 39.Cervical cancer screening every thre e years comm encing at age 21Colorectal screenings beginning at age 50 consisting of screening optio ns as decided byyo ur physician which option s include colonoscopy every ten years; CT colonoscopywh ich m ay be an app ropria te a lternative to a colonoscopy; or annual fecal occult bloodtest .Vision ex am ination: every two yearsDental cleanings: tw o free cleanings per year for p articipa nts. Participants not en rolledin dental coverage through the State Health Plan do not have to meet this screeningrequirement.As to all of the above listed and described screenings, no employee or enrolleddependent shall be required to get a listed and described screening which is against therecommendat ion of a physician or other health care professional.

B3 . Disease Counseling and Education ProgramsAs is curren tly the case under th e S tate Health Plan, any medical decisions will co ntinue to bemade by you and your physician.Employees and their enrolled dependents in the Health Enhancement Program will haveavailable and agree to participate in disease counseling and education programs which consist

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of the follow ing comp onents and these are the com ponents you must m eet to fulf i l l yourcom m itm en t to the Hea lth Enhancement Program. These programs only apply to thoseemployees and their enrolled dependents in the disease states listed in the description of theHealth Enhancement Program and in the authorization letter signed by the employee indicatinghis or her desire to be in the Health Enhancement Program.You will be contacted by a health care counselor familiar with the specific program applicableto your condition or conditions who will explain current strategies to control the disease; youwi ll receive materials to help you and your enrolled dependen ts to bette r understand andcontro l or eliminate the disease condition ; and you wil l be provided a variety of on-line an d/orprinted support tools and materials to furthe r assist you.

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Attachment C Health Care Premiums for Certain Early Retirees

Yrs Early 5!40 .00%)3 7 \ 0 0 % j3 4 . 0 0 % !

4 |32.00% I29.60%j27 .20%!

3]24 .00%;22.20% [20 .40%i

_ _ 2 J16.00% |14.80%13 .60%!

1.oo%7.40%6.80%6.20%5.60%5.00%4.40%

15 ;1 6 J171O)u 18|

2 0 i , j.2 l |

31 .00% |2SJ30%{2s.oq%j2 2 . 0 0 % !

24 .80%[22 .40% I2 0 . 0 0 % |17.60%

18 .60%jJL6.80% 115.00% i13 .20%)

12 .40%j1 1 2 0 % |10 .00%!

0)4 -ora

>

8.80% I221 19.00% 15 .2 0% 11.40% i 7.60% |

_3._20%2.60%2324

16.00%13.00%

12.80%10.40% 1

9.60%7.80% (6.40%)5 .20% I

25 10 .00%) 8.00%! 6.00% 4.00% i 2 .00%Note 1: JActual healthcare premium percentages are

jprorated by months. If fe w er th a n 15 years ofjservice, use 15. If over 25, use 25. If more tha n 5[years early, use 5.

Note 2: (The premium for any given em ployee w il l be_ jcapped at 25% of the person's actual pension

ibenefit, except that the person's actual benefitj w i l l be prorated for employees who are less thanjfu ll-t im e. No early retirem en t health care{premium w il l be charged for any em ployee whomas 25 years of se rvice as of July 1, 2011who retires

1 before July 1, 2013

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At tac hm en t D - Statuto ry Changes wit h Respect to Caps in Covered EarningsThe following shall take effect on July 1, 2014:Sec. 5-162. Retirement date and retirement income, (a) The retirement income for which amember is eligible shall be determined from his retirement date, years of state service and basesalary, in accordance wi th the schedule in subsection (c) or (d) below, whicheve r is approp riate,(b) On and after January 1,198 4, "base salary" means the average covered earnings received bya member for his three highest-paid years of state service, disregarding any general temporaryreduction or any reduction or nonpayment for illness or other absence which does not exceedninety days; and "covered earnings" means the annual salary, as defined in subsection (h) ofsection 5-154, received by a mem ber in a year, limited by one hundred th irty percent (130%) ofthe average of the two previous years' covered earnings; except that the limit shall be 150% fo rthose individuals earning mand atory overtime. Current practice in those units where allovertim e is presumed mand atory for this purpose shall be maintained. The limit does not applyto earnings for calendar years before 1984 or for the first three full or partial years ofem ploy me nt. The Retirement Commission may adopt regulations in accordance wit h chapter54 dete rmin ing the procedure to be followed for a member who was not employed on a fu l l -t im e basis fo rt h e entire two previous years used to develop such limit.Sec. 5-192 (f)(c) and Sec. 5-192(z)(c). "Covered ea rnings" m eans the annual salary, as definedin subsection (h) of section 5-154, received by a me mb er in a year, limite d by one hu ndredthirty percent (130%) of the average of the two previous years' covered earnings; except thatthe lim it shall be 150% for those individuals earning mand atory ov ertim e. Current practice inthose un its where all overtime is presumed m andatory for this purpose shall be maintained.Because co mp ensa tion may be artificially reduced , for example as a result of leaves or absenceon W orkers Compensation, the appropriate year's compensation w il l be substituted fo r anyyear wh en th e com pensation is artificially reduced. The limit does not apply for th e first thre efull or p artia l calendar years of em ployment. The Retirement Commission m ay a doptregulations in accordance w ith chapter 54 determining the procedures to be follow ed when th emem ber w as not employed on a full-t ime basis for th e e ntire tw o previous years used todevelop such limit.

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