Common use of Across the Board Increase Clause in Contracts

Across the Board Increase. Across the board increases (ATB) effective the first full pay period following the date shown below: A. Employees shall receive merit increases on their anniversary dates for their current classification. Upon a satisfactory recommendation, each employee will move one merit step up on the merit plan. In the event that the employee on a 10 step wage scale is already at the maximum step (Step 10), the employee, upon a satisfactory recommendation, will receive a 3% merit bonus in accordance with the City’s current practices and policies. In the event that an employee does not receive a merit increase, he or she may appeal this decision pursuant to the current City policy. B. Effective the first pay period following January 1, 2016, employees assigned to the 10 step wage scale shall receive a cost of living adjustment of 2.5% so long as the employee is an active employee on the date of ratification by all parties of this Agreement. Effective the first pay period following January 1, 2017, employees assigned to the 10 step wage scale shall receive a cost of living adjustment of 2.5%. Effective the first pay period following January 1, 2018, employees assigned to the 10 step wage scale shall receive a cost of living adjustment of 2.5%. C. For the year 2016, eligible employees will receive a retroactive merit step or 3% maximum step merit bonus in the event that it was withheld. In calculating the retroactive pay, the merit step or merit bonus will be adjusted by the 2.5% increase effective the first pay period following January 1, 2016. D. Members assigned to the Drug Enforcement Unit (DEU) shall receive an additional 5% of their current base pay added to their hourly wage. This additional pay shall be effective upon their assignment to DEU for the duration of the assignment. At the conclusion of their assignment to DEU, their hourly wage reverts to the appropriate hourly wage step for that individual under this agreement. E. The Parking Supervisor is paid on the Non Contractual Wage schedule in effect and shall receive COLA’s and merit increases in accordance with those granted to non-contractual employees. F. Effective November 1, 2011 members who have ten (10) years of sworn police service with the City of Concord shall receive a 2.5% (of their current annual base salary at the time of payment) bonus. This bonus will increase to 2.75% as a blended hourly pay rate addition effective on 1/1/2012 subject to the terms of this article. 1. Payment of this bonus will be made in November of 2011 with this payment being credited into the payroll system on the first pay period following November 10th (or in the case where this day is a holiday or weekend day, the next regular business day). Thereafter, this bonus shall no longer be provided in an annual payment to officers with ten

Across the Board Increase. Across the board increases (ATB) effective the first full pay period following the date dates shown below: A. Effective the first pay period following January 1, 2023, all Employees shall receive merit increases on their anniversary dates a cost of living adjustment of 4%. Such adjustment is included as Appendix A, Wage Schedule. B. Effective the first pay period following January 1, 2024, all Employees shall receive a cost of living adjustment of 4%. Such adjustment is included as Appendix B, Wage Schedule. C. Effective the first full pay period following January 1, 2008, and each year thereafter, all employees will be eligible for their a “merit” increase in accordance with the City’s current classificationpractices and policies. Upon a satisfactory recommendation, each employee will be eligible to move one merit step up on the merit plan. In the event that the employee on a 10 step wage scale is already at the maximum step (Step 106), the employee, upon a satisfactory recommendation, employee will receive be eligible for a 3% merit bonus in accordance with the City’s current practices and policies. Upon the successful conclusion of probation, all employees will be placed on Step 2 or higher. In the event that an employee does not receive a merit increase, he or she may appeal this decision pursuant to the current City policy. B. Effective the first pay period following January 1, 2016, employees assigned to the 10 step wage scale shall receive a cost of living adjustment of 2.5% so long as the employee is an active employee on the date of ratification by all parties of this Agreement. Effective the first pay period following January 1, 2017, employees assigned to the 10 step wage scale shall receive a cost of living adjustment of 2.5%. Effective the first pay period following January 1, 2018, employees assigned to the 10 step wage scale shall receive a cost of living adjustment of 2.5%. C. For the year 2016, eligible employees will receive a retroactive merit step or 3% maximum step merit bonus in the event that it was withheld. In calculating the retroactive pay, the merit step or merit bonus will be adjusted by the 2.5% increase effective the first pay period following January 1, 2016. D. Members assigned to the Drug Enforcement Unit (DEU) shall receive an additional 57% of their current base pay added to their hourly wage. This additional pay shall be effective upon their assignment to DEU for the duration of the assignment. At the conclusion of their assignment to DEU, their hourly wage reverts to the appropriate hourly wage step for that individual under this agreement. E. The Parking Supervisor is paid on the Non Contractual Wage schedule in effect and Members who are designated as Field Training Officers (FTO) shall receive COLA’s and merit increases an additional 7% of their current base pay added to their hourly wage. This additional pay shall be effective only when actively engaged in accordance with those granted to the role of a FTO while overseeing an officer in FTO status. Non-FTO overtime, outside duty, court duty or non-contractual employeesFTO regular duty will not be paid under this formula. F. Effective November 1Members assigned to the Criminal Investigations Unit (CIU) or Youth Services Unit (YSU), 2011 members who have ten (10) years of sworn police service with the City of Concord shall receive a 2.5an additional 1.5% (of their current annual base salary at pay added to their hourly wage. Members assigned as School Resource Officers and members assigned within the time Community Services Division shall receive an additional 1.5% of payment) bonustheir current base pay added to their hourly wage. This bonus will increase additional pay shall be effective upon their assignment to 2.75% as a blended CID/CSD for the duration of the assignment. At the conclusion of their assignment to CID/CSD, their hourly pay rate addition effective on 1/1/2012 subject wage reverts to the terms of appropriate hourly wage step for that individual under this articleagreement. 1. Payment G. All disagreement arising from the application of this bonus the merit system will be made in November resolved according to the provision of 2011 with this payment being credited into the payroll system on City Charter and Personnel Plan and not under the first pay period following November 10th (or in provisions of the case where this day is a holiday or weekend day, the next regular business day). Thereafter, this bonus shall no longer be provided in an annual payment to officers with tencontract.

Across the Board Increase. Across the board increases (ATB) effective the first full pay period following the date shown below: A. Employees shall receive merit increases on their anniversary dates for their current classification. Upon a satisfactory recommendation, each employee will move one merit step up on the merit plan. In the event that the employee on a 10 step wage scale is already at the maximum step (Step 10), the employee, upon a satisfactory recommendationrecommendation in accordance with the City’s merit plan, will receive a 3% merit bonus in accordance with the City’s current practices and policiesbonus. In the event that an employee does not receive a merit increase, he or she may appeal this decision pursuant to the current City policy. B. Effective the first pay period following January 1, 20162023, employees assigned to the 10 step wage scale shall receive a cost of living adjustment of 2.54% so long as the employee is an active employee on the date of ratification by all parties of this Agreement. Effective the first pay period following January 1, 20172024, employees assigned to the 10 step wage scale shall receive a cost of living adjustment of 2.5%. Effective the first pay period following January 1, 2018, employees assigned to the 10 step wage scale shall receive a cost of living adjustment of 2.54%. C. For the year 2016, eligible employees will receive a retroactive merit step or 3% maximum step merit bonus in the event that it was withheld. In calculating the retroactive pay, the merit step or merit bonus will be adjusted by the 2.5% increase effective the first pay period following January 1, 2016. D. Members assigned to the Drug Enforcement Unit (DEU) shall receive an additional 5% of their current base pay added to their hourly wage. Members assigned to the Criminal Investigation Division (CID), Community Services Division (CSD), Professional Development Unit (PDU), or the Field Training Officer (FTO) Coordinator shall receive an additional 1.5% of their current base pay added to their hourly wage. This additional pay shall be effective upon their assignment to DEU DEU, FTO, CID, CSD or PDU for the duration of the their assignment. At the conclusion of their assignment to DEUassignment, their hourly wage reverts to the appropriate hourly wage step for that individual under this agreement. E. D. The Parking Supervisor is paid on the Non Contractual Wage schedule in effect and shall receive COLA’s and merit increases in accordance with those granted to non-contractual employees. F. Effective November E. On January 1, 2011 members who have 2012, the ten (10) year service bonus was integrated into a blended hourly rate. F. When an EMPLOYEE achieves 20 years of sworn police service with within a contract year, the City of Concord shall receive provide a 2.5% (of their current annual base salary at the time of payment) bonus. This bonus will increase to 2.75% paid as a blended hourly pay rate addition addition. The bonus shall be effective on 1/1/2012 subject the first full pay period after January 1st of the year when the EMPLOYEE will have twenty years of full-time sworn police service. G. All disagreement arising from the application of the merit system will be resolved according to the terms provision of this articlethe City Charter and Personnel Plan and not under the provisions of the contract. 1. Payment of this bonus will be made in November of 2011 with this payment being credited into the payroll system on the first pay period following November 10th (or in the case where this day is a holiday or weekend day, the next regular business day). Thereafter, this bonus shall no longer be provided in an annual payment to officers with ten

Across the Board Increase. Across the board increases (ATB) effective the first full pay period following the date dates shown below: A. Effective the first pay period following January 1, 2020, all Employees shall receive merit increases on their anniversary dates a cost of living as reflected in the new wage schedule. Such adjustment is included as Appendix A, Wage Schedule. Employees, in order to qualify for their any applicable retroactive payment, must be employed by the City of Concord as of ratification by both parties of this agreement. B. Effective the first pay period following January 1, 2021, all Employees shall receive a cost of living adjustment of 2.75%. Such adjustment is included as Appendix B, Wage Schedule. C. Effective the first pay period following January 1, 2022, all Employees shall receive a cost of living adjustment of 2.75%. Such adjustment is included as Appendix C, Wage Schedule. D. Effective the first full pay period following January 1, 2008, and each year thereafter, all employees will be eligible for a “merit” increase in accordance with the City’s current classificationpractices and policies. Upon a satisfactory recommendation, each employee will be eligible to move one merit step up on the merit plan. In the event that the employee on a 10 step wage scale is already at the maximum step (Step 106), the employee, upon a satisfactory recommendation, employee will receive be eligible for a 3% merit bonus in accordance with the City’s current practices and policies. Upon the successful conclusion of probation, all employees will be placed on Step 2 or higher. In the event that an employee does not receive a merit increase, he or she may appeal this decision pursuant to the current City policy. B. E. Effective the first pay period following January 11/1/2017, 2016, employees assigned to the 10 step wage scale shall receive a cost of living adjustment of 2.5% so long as the employee is an active employee on the date of ratification by all parties of this Agreement. Effective the first pay period following January 1, 2017, employees assigned to the 10 step wage scale shall receive a cost of living adjustment of 2.5%. Effective the first pay period following January 1, 2018, employees assigned to the 10 step wage scale shall receive a cost of living adjustment of 2.5%. C. For the year 2016, eligible employees will receive a retroactive merit step or 3% maximum step merit bonus in the event that it was withheld. In calculating the retroactive pay, the merit step or merit bonus will be adjusted by the 2.5% increase effective the first pay period following January 1, 2016. D. Members members assigned to the Drug Enforcement Unit (DEU) shall receive an additional 57% of their current base pay added to their hourly wage. This additional pay shall be effective upon their assignment to DEU for the duration of the assignment. At the conclusion of their assignment to DEU, their hourly wage reverts to the appropriate hourly wage step for that individual under this agreement. E. The Parking Supervisor is paid on the Non Contractual Wage schedule in effect and F. Effective January 1, 2020 members who are designated as Field Training Officers (FTO) shall receive COLA’s and merit increases in accordance with those granted to non-contractual employees. F. Effective November 1, 2011 members who have ten (10) years of sworn police service with the City of Concord shall receive a 2.5an additional 7% (of their current annual base salary at the time of payment) bonuspay added to their hourly wage. This bonus additional pay shall be effective only when actively engaged in the role of a FTO while overseeing an officer in FTO status. Non-FTO overtime, outside duty, court duty or non-FTO regular duty will increase to 2.75% as a blended hourly pay rate addition effective on 1/1/2012 subject to the terms of not be paid under this articleformula. 1. Payment of this bonus will be made in November of 2011 with this payment being credited into the payroll system on G. Effective the first pay period following November 10th January 1, 2017, members assigned to the Criminal Investigations Unit (CIU) or in Youth Services Unit (YSU), excluding School Resource Officers, shall receive an additional 1.5% of their current base pay added to their hourly wage. Effective the case where first pay period following January 1, 2020, members assigned as School Resource Officers, and members assigned within the Community Services Division shall receive an additional 1.5% of their current base pay added to their hourly wage. This additional pay shall be effective upon their assignment to CID/CSD for the duration of the assignment. At the conclusion of their assignment to CID/CSD, their hourly wage reverts to the appropriate hourly wage step for that individual under this day is a holiday or weekend day, agreement. H. All disagreement arising from the next regular business day). Thereafter, this bonus shall no longer application of the merit system will be provided in an annual payment resolved according to officers with tenthe provision of the City Charter and Personnel Plan and not under the provisions of the contract.

Across the Board Increase. Across the board increases (ATB) effective the first full pay period following the date shown below: A. Employees shall receive merit increases on their anniversary dates for their current classification. Upon a satisfactory recommendation, each employee will move one merit step up on the merit plan. In the event that the employee on a 10 step wage scale is already at the maximum step (Step 10), the employee, upon a satisfactory recommendationrecommendation in accordance with the City’s merit plan, will receive a 3% merit bonus in accordance with the City’s current practices and policiesbonus. In the event that an employee does not receive a merit increase, he or she may appeal this decision pursuant to the current City policy. B. Effective the first pay period following January 1, 20162019, employees assigned to the 10 step wage scale shall receive a cost of living adjustment of 2.52.75% so long as the employee is an active employee on the date of ratification by all parties of this Agreement. Effective the first pay period following January 1, 20172020, employees assigned to the 10 step wage scale shall receive a cost of living adjustment of 2.52.75%. Effective the first pay period following January 1, 20182021, employees assigned to the 10 step wage scale shall receive a cost of living adjustment of 2.52.75%. Effective the first pay period following January 1, 2022, employees assigned to the 10 step wage scale shall receive a cost of living adjustment of 2.75%. C. For the year 20162019, eligible employees will receive a retroactive merit step or 3% maximum step merit bonus in the event that it was withheld. In calculating the retroactive pay, the merit step or merit bonus will be adjusted by the 2.52.75% increase effective COLA the first pay period following January 1, 20162019. D. Members assigned to the Drug Enforcement Unit (DEU) shall receive an additional 5% of their current base pay added to their hourly wage. Members assigned to the Criminal Investigation Division (CID), Community Services Division (CSD), Professional Development Unit (PDU), or the Field Training Officer (FTO) Coordinator shall receive an additional 1.5% of their current base pay added to their hourly wage. This additional pay shall be effective upon their assignment to DEU DEU, FTO, CID, CSD or PDU for the duration of the their assignment. At the conclusion of their assignment to DEUassignment, their hourly wage reverts to the appropriate hourly wage step for that individual under this agreement. E. The Parking Supervisor is paid on the Non Contractual Wage schedule in effect and shall receive COLA’s and merit increases in accordance with those granted to non-contractual employees. F. Effective November On January 1, 2011 members who have 2012, the ten (10) year service bonus was integrated into a blended hourly rate. G. When an EMPLOYEE achieves 20 years of sworn police service with within a contract year, the City of Concord shall receive provide a 2.5% (of their current annual base salary at the time of payment) bonus. This bonus will increase to 2.75% paid as a blended hourly pay rate addition addition. The bonus shall be effective on 1/1/2012 subject the first full pay period after January 1st of the year when the EMPLOYEE will have twenty years of full-time sworn police service. H. All disagreement arising from the application of the merit system will be resolved according to the terms provision of this articlethe City Charter and Personnel Plan and not under the provisions of the contract. 1. Payment of this bonus will be made in November of 2011 with this payment being credited into the payroll system on the first pay period following November 10th (or in the case where this day is a holiday or weekend day, the next regular business day). Thereafter, this bonus shall no longer be provided in an annual payment to officers with ten