Ct State Employees Sebac Agreement

In 2009, Connecticut introduced health care reforms for retirees. All employees recruited after July 1, 2005 had to contribute 3% of their salary through a contribution to their medical benefits in retirement. The National Police Union has refused to reopen its wage contract as part of the 2017 concession contract, meaning state forces have maintained their 9 percent pay increase outlined in their contract between 2015 and 2018. According to the AT NINO, the soldiers accepted the pension and health changes described in the SEBAC. Brown-Brewton argued in his testimony in favour of the contract for tax lawyers, noting that an arbitrator takes into account the salaries of other similar groups of workers. Click here for a copy of the Official Bargaining Agency (SEBAC) agreement, which runs from July 1, 2017 to June 30, 2027. The State Employees Bargaining Agent Coalition (SEBAC) is made up of 15 public sector employee unions, representing some 46,000 employees in the state of Connecticut. SEBAC was established in 1986 as part of Conn. Acts 86-411 to negotiate with the state health and pension benefits for active members of its various unions as well as for retirees. The biggest reform was the closure of Tier 1 for new employees, which took place in 1984. Since then, all new employees have been recruited at well-funded and moderate levels.

At the time, collective bargaining offered an investigative process that ultimately created Tier 1. The investigation report was then approved by the General Assembly. The next change came in 1997, when the parties signed the 20-year pension contract and created Tier 2A, which increased workers` contributions by 2%. State of Connecticut, Department of Administrative Services, Office of Labor Relations, State Personnel Division. (1992). Agreement between the State of Connecticut and the State Employees Bargaining Agent Coalition. Hartford, CT: Author. Https://ctstatefinance.org/assets/uploads/files/SEBAC-2-1992.pdf called. The State police will not be guaranteed the same increases as those described in SEBAC because they did not accept the wage changes, but there is still a pending employment contract that will bring a potential increase in costs to the state, as it addresses budgetary challenges. This article has been updated with details and a link to the arbitration agreement and cost analysis of the ATIA.

As part of the 2017 SEBAC agreement, lawmakers called for regular “stress tests” to test the viability of the SERS and TRS pension funds. The 2019 stress test showed that changes in 2011 and 2017 have sharply stabilized the state pension fund. Former Governor Dan Malloy, whose government negotiated the 2011 and 2017 agreements with SEBAC, said, “The analysis shows that the steps we have taken to restructure and reform SERS have been incredibly effective.” The agreement also doubled penalties from 3% per year to six per cent per year for public servants who retire early and included additional health insurance premiums for pre-retired retirees. All public servants, regardless of the date of employment, had to increase their contributions for retired health care by 3%. The normal retirement age has also been increased by three years for current workers who will retire after June 30, 2022. Since the first SEBAC agreement – a 1989 arbitration decision – SEBAC and the State have negotiated eight agreements that have changed public servants` health and pension benefits, created new levels of benefits for workers, changed public contributions to the public employee pension plan (SERS) and/or achieved budget savings through staff concessions. Connecticut`s latest reforms were passed in 2017 and a fourth-tier retirement plan with a lower pension multiplier (1.3%) created. but also the addition of a small defined contribution component (1% contribution from the employee and the employer).