G.O. 8.13 - CBA and Benefits

Distribution: ALL PERSONNEL
General Order Number: $8.13$
Original Issue Date: $04/03/20$
Reissue / Effective Date: $04/03/20$ (template in source shown as $MM/DD/YY$ )
Section: $8$ – PERSONNEL
Order Title in source: CBA and BENEFITS
Authorized by: Patrick J. Daley, Chief of Police
Accreditation Standards Referenced (POSTC): $1.8.2$ (b, c, e, f); $2.4.3$ ; $2.4.9$ ; $2.6.1$ ; $2.6.5$ ; $3.6.1$ ; $3.6.6$ ; $3.6.7$ ; $3.6.8$

Order is for departmental use only; not to be used in civil or criminal proceedings as a higher legal standard.
Violations lead to administrative sanctions within the department.
Civil or criminal sanctions may still arise for violations of law in the courts.

To acknowledge and outline benefits afforded to employees by personnel rules, this directive, and/or the applicable Collective Bargaining Agreement (CBA).

Norwich Police Department will provide support services that reflect the unique demands of police work.
CBA language prevails over any conflicting wording in departmental directives.

Salary & Pay-Related Provisions
- Entry-level salary
- Salary differential within ranks
- Salary differential between ranks
- Salary levels for personnel with special skills (if applicable)
- Use of compensatory time
- Overtime policy
- Salary augmentation (e.g., education incentive pay, Detective stand-by pay)
Leave & Education Benefits
- Sick leave
- Holiday & vacation leave
- Unpaid and other administrative leave
- Education benefits (tuition or training assistance)
Post-Ratification Responsibilities
- Chief (or designee) obtains a signed copy of every ratified CBA.
- All directives must be reviewed/amended to align with the new CBA.
- Updated information distributed to managers & supervisors of affected units.
Chief & City Manager collaborate to define the Chief’s role in future negotiations.
Contracts for outside police services cannot abridge participating employees’ contractual rights.

Found entirely within the CBA.
For optional work-related events or participation in a specialized regional unit:
- Immediate supervisor decides whether to use a schedule change, compensatory time, or overtime.
- Final approval rests with the Chief of Police.

Health insurance applications processed through City Human Resources per the CBA.
Optional Life, Vision, and Disability insurance also available via HR/CBA.
Mandatory physical exams for full-time positions are provided at no cost to employees.
Sworn personnel must maintain fitness consistent with job descriptions; Department fitness program governed by the CBA.

Employees are indemnified by the City under CGS §§ $7\text{-}101a$ and $7\text{-}465$ for acts within the scope of duty that are not malicious, willful, or wanton.
Duty to co-operate with City or its agents in any related legal defense.

City operates an EAP through HR; accessible to all employees and their families.
Department-specific policy located in G.O. $8.10$ .

Margin comments in the source map specific paragraphs to POSTC standards (e.g., salary items → $2.6.5$ ; CBA update process → $2.4.3$ ).
Comment "Need Chief oversight" highlights requirement for Chief’s final approval on compensation method decisions.

Ensures transparency and consistency between departmental policy and union contracts.
Codifies benefits that recognize the physical, mental, and legal challenges of policing.
Indemnification clause stresses the ethical mandate to act within scope and avoid intentional misconduct.
EAP underscores commitment to well-being of employees and their families.

G.O. 8.10: Detailed EAP procedures.
Physical fitness and health-insurance sections mirror rising standards for officer wellness nationwide.
Liability protection references common municipal indemnification statutes, reinforcing why officers must comply with policy.