Annual Wage Increase. (A) Effective the first pay period that includes July 1, 2007, the base wage of classifications covered by this agreement shall be increased by 4%.
Annual Wage Increase. (A) Effective the first pay period that includes July 1, 2007, the base wage of classifications covered by this agreement shall be increased by 4%.
(B) Effective the first pay period that includes July 1, 2008, the base wage of classifications covered by this agreement shall be increased by 4%.
(C) Effective the first pay period that includes July 1, 2009, the base wage of classifications covered by this agreement shall be increased by 3.5%.
(D) Effective the first pay period that includes July 1, 2010, the base wage of classifications covered by this agreement shall be increased by 3.5%.
(E) Effective the first pay period that includes July 1, 2011, the base wage of classifications covered by this agreement shall be increased by 3.5%.
(F) Effective the first pay period that includes July 1, 2012, the base wage of classifications covered by this agreement shall be increased by 3.5%.
Annual Wage Increase. 1) Effective July 1, 2019, Unit employees wages will be increased by 2.5%
2) Effective July 1, 2020, Unit employees wages will be increased by 3.5%
3) Effective July 1, 2021, Unit employees wages will be increased by 3.5%
Annual Wage Increase. A four percent (4%) Annual Wage Increase (AWI) shall be applied to 2021 base wage rates for all Guild members, and shall be paid retroactively starting the first full pay period of January 2022. • A two and one-half percent (2.5%) Annual Wage increase (AWI) and a one and one-half percent (1.5%) market adjustment, for a total combined increase of four percent (4%), shall be applied to 2022 base wage rates for all Guild members and shall be paid retroactively starting the first full pay period of January 2023. • If the Coalition of City Unions receives an AWI adjustment for 2023 that is greater than the combined 2.5% AWI and the 1.5% market adjustment combined, the city agrees to increase the Guild’s AWI by the difference. (Example: If the Coalition receives a 4.5% AWI, then Guild members would receive an additional .5% AWI on top of their existing 4% increase for 2023.)
Annual Wage Increase. Beginning January 1, 2023 eligible RECEs will receive an annual wage increase of $1 per hour, up until they reach the hourly maximum ($25 per hour). To be eligible for an annual wage increase, staff must be employed by a licensee that is enrolled in the CWELCC program and be in a position categorized as: • RECE Program staff • RECE Child Care Supervisor • RECE Home Child Care Visitor In addition, to be eligible for an annual wage increase of $1 per hour, staff must be receiving a total hourly wage, inclusive of Wage Enhancement Grant (WEG), below the wage cap of $25 per hour on January 1 of each eligible year (i.e., base wage plus WEG funding plus annual increase cannot exceed $25 per hour). Benefits should not be included when determining the base wage. If the individual’s hourly wage (with WEG) is above $24 but below $25, the individual would be eligible to receive the amount required to bring their total hourly wage to $25. To be eligible to have their hourly wage raised to the wage floor, RECEs must be employed by a licensee that is enrolled in the CWELCC program, and the staff must be working in one of the following positions: • RECE Program Staff • RECE Child Care Supervisor • RECE Home Child Care Visitor Licensees are required to bring the wage of all eligible staff up to the wage floor identified in the table below. All eligible staff hired within the year in question must earn at least the wage floor identified for that year, plus benefits as defined in the table below. The wage floor for 2023 comes into effect January 1, 2023. To determine if an RECE working in an eligible position is at or below the wage floor, the licensee must consider the hourly rate the RECE is earning, inclusive of Wage Enhancement Grant (WEG) and CWELCC annual wage increase. Benefits should not be included when determining the base wage. Based on the information provided by the licensee in the wage workbook, the County will confirm eligibility and provide the funding. RECE Program Staff $18 $19 $20 $21 $22 RECE Child Care Supervisor or RECE Home Child Care Visitor $20 $21 $22 $23 $24 Please note: The licensee is required to first apply for and provide Wage Enhancement Grant (WEG) funding to all eligible staff, in order to be eligible to apply for workforce compensation funding. If the licensee is not currently receiving WEG from the County, an application (available on the County website) must be submitted by the applicable deadline.
Annual Wage Increase. Beginning in the first full pay period of January 2024 and continuing annually in each subsequent first full pay period of January the City shall increase each unit employee’s pay rate by 5% provided such increase does not result in the employee exceeding the maximum salary range for their classification.
Annual Wage Increase. Effective January 1, 2017 all bargaining unit employees will receive a $0.93 (ninety-three cent) increase to their hourly wage.
Section 14.3 (a) Effective January 1, 2017 the following base rates of pay will be in effect:
Annual Wage Increase. Effective January 1, 2023, all bargaining unit employees will receive a wage increase of two and one-half percent (2.5%) and all rates in Appendix “A” shall be increased by two and one- half percent (2.5%). Effective January 1, 2024, all bargaining unit employees will receive a wage increase of two and one-half percent (2.5%) and all rates in Appendix “A” shall be increased by two and one- half percent (2.5%). The Employer may request to reopen the contract to negotiate the 2024 wage increase if financial hardship is declared. If a reopener is necessary, the Employer shall share all relevant financial information with the Union. Effective January 1, 2025, all bargaining unit employees will receive a wage increase of two and three-fourths percent (2.75%) and all rates in Appendix “A” shall be increased by two and three-fourths percent (2.75%). The Employer may request to reopen the contract to negotiate the 2025 wage increase if financial hardship is declared. If a reopener is necessary, the Employer shall share all relevant financial information with the Union.
Annual Wage Increase. Effective May 15, 2024, Schedule A will be re-opened for the purpose of negotiating wage ranges, placement of positions within pay grades, wage increases, and the variable pay pool for July 1, 2025. Effective May 15, 2025, Schedule A will be re-opened for the purpose of negotiating wage ranges, placement of positions within pay grades, wage increases, and the variable pay pool for July 1, 2026. Parties agree that budget will be the primary consideration in negotiations on wage ranges, placement of positions within pay grades, wage increases, and any variable pay pool, including but not limited to significant budget shortfalls as a result of state or federal budget reductions, etc. If the Employer receives flat MTW funding from the Department of Housing and Urban Development, it is understood that the Employer may not be able to make additional pay increases. If hired or promoted to your current position: If hired or promoted to current position: You will be placed, at a minimum at: Up to ~ 18 months Between 1/1/22 – 7/07/2023 Level 1 of the 7/8/23 Pay Grade Over ~ 18 months to ~ 3 years Between 7/8/20 -12/31/21 Level 2 of the 7/8/23 Pay Grade Over ~ 3 years to ~4.5 years Between 1/1/19 - 6/30/20 Level 3 of the 7/8/23 Pay Grade Over ~ 4.5 yrs to ~ 6 years Between 7/1/17 to 12/31/18 Level 4 of the 7/8/23 Pay Grade Over ~ 6 yrs to ~ 7.5 yrs Between 1/1/16 to 6/30/17 Level 5 of the 7/8/23 Pay Grade Over ~7.5 yrs to ~ 9 yrs Between 7/1/14 to 12/31/15 Level 6 of the 7/8/23 Pay Grade Over ~9 yrs to ~ 10.5 yrs Between 1/1/13 to 6/30/14 Level 7 of the 7/8/23 Pay Grade Over ~10.5 yrs to ~ 12.0 yrs Between 7/1/11 to 12/31/12 Level 8 of the 7/8/23 Pay Grade Over ~12 yrs to ~ 13.5 yrs Between 1/1/10 to 6/30/11 Level 9 of the 7/8/23 Pay Grade Over ~13.5 yrs to ~ 15.0 yrs Between 7/1/08 to 12/31/09 Level 10 of the 7/8/23 Pay Grade Over ~15 yrs Before 6/30/08 Level 11 of the 7/8/23 Pay Grade The compression chart above applies to employees employed at the employer as of 07/08/2023, solely for the initial placement into the new pay grades. To be equitable to employees with anniversary dates from July 1 through December 31 of 2023, the Employer will continue its Variable Pay Pool through 2023. Bargaining unit employees who are employed in a regular classification are eligible for Variable Pay according to the terms of the THA Policy HR-20.35 Variable Pay Revised June 15, 2016. Employer reserves the right to distribute this pool in the forms determined by the revised THA Pol...
Annual Wage Increase. Effective the first full pay period of January 2023 all employees will receive a 5% wage increase within the established salary range for their classification based on their prior 12 months of service. If the employee has received a step increase as defined in the previous MOU, then their wage increase in January will be pro-rated based on the amount of service time completed between the step increase effective date and the first full pay period in January 2023. Employees will continue to receive their step increases as described in the previous MOU through the end of the 2022 calendar year. Employees who have been employed with the City less than 12 months shall have the January 2023 5% wage increase pro-rated based on each full month of completed service at the time the wage increase goes into effect. Beginning in the first full pay period of January 2024 and continuing annually in each subsequent first full pay period of January the City shall increase each unit employee’s pay rate by 5% provided such increase does not result in the employee exceeding the maximum salary range for their classification.
