Classification and Rates. Effective 1/1/2017, add a step that is 3% above the 5 year step for those who achieve, fully maintain as current, and provide proof of certification in AHA-approved Pediatric Advanced Life Support (PALS). Increase the additional compensation from 2.5% to 3% for those who possess, achieve, fully maintain as current, and provide proof of certification in UMBC/FP-C. Increase the additional compensation from 2.5% to 3% for those who possess, achieve, fully maintain as current, and provide proof of certification in UMBC PNCCT. Effective upon ratification by all parties, the wage scales shall be increased 2%, as attached. Employees employed as of the date of ratification by all parties shall receive a one-time only, lump sum payment of $250, which is not added to base wages. Effective 1/1/2019, the wage scales shall be increased 2%. Effective 1/1/2020, the wage scales shall be increased 2%. The above-stated rates shall apply as long as the employee is qualified to function in the capacity in which they are licensed (has passed all testing and maintains all licenses / certifications required, including, but not limited to, those required in the medical control authority for Xxxxxxxxxx County). If an employee fails to maintain current State of Michigan licensure, that employee shall have thirty (30) calendar days to regain current licensure status from the date of loss of licensure and shall be placed on an unpaid disciplinary suspension during said period. In the event the employee does not regain State of Michigan licensure, or does not notify the Employer within twenty-four (24) hours of notice of loss of licensure, that employee shall automatically lose his/her employment. During said leave the employee may use PTO time to make up for lost wages. If an employee fails to maintain current protocol certifications as required by the applicable medical control authority, that employee shall have thirty (30) calendar days to regain current licensure status from the date of loss of certification and shall be placed on an unpaid disciplinary suspension during said period. In the event the employee does not regain medical control certification, or does not notify the Employee within twenty-four hours of notice of loss of certification, that employee shall automatically lose his/her employment. All full-time employees hired after May 15, 1984, shall, within twenty-four (24) months of employment become duly licensed and certified Paramedics. During this twenty- four (24)...
Classification and Rates. (a) The classification pay plan adopted by the County and the rate schedules attached as Appendix “A-1” and Appendix “A-2” are incorporated herein and made a part of this Agreement. Appendix A-2 shows classifications in which the pay grade will be different for employees hired on or after July 1, 2016. Employees hired on or after July 1, 2016 will start at the “B” step of the applicable pay grade. If an employee hired before July 1, 2016 moves to another position or classification within the bargaining unit, the pay grade listed for employees hired on or after July 1, 2016 will not apply. The pay grades in Appendix A-1 include 2.5% annual pay increases for 20196 (beginning on the effective date of this Agreement), 202017 and 202118. For annual pay increases other than 2016 and Step increases, if January 1 falls in the first week of the pay period, then the pay increase will take effect on the first day of the pay period in which January 1 falls or, if January 1 falls in the second week of the pay period, then the pay increase will take effect on the first day of the following pay period. If this Agreement is not reopened under Section 20.2, the 2021 wage rates in Appendix A will be increased 2% for 2022 and an additional 2% for 2023, on the dates determined under this Section.
(b) The Union acknowledges that salary step increases shall be on a merit basis upon written authorization of the department director to the Human Resources Director. A department director shall be permitted to withhold an authorization for a step increase for a period not to exceed six (6) months. The employee will be advised in writing of this action prior to his anniversary date of the reasons for withholding the merit increase. However, it is agreed that if no written disciplinary action is given to an employee during the first six (6) months of his employment, the Step B or next step increase shall be automatic upon completion of six (6) months of service. Other step increases shall be given after an additional one (1) year of service after each step, provided that the department director does not withhold in writing such step increase prior to the employee’s anniversary date.
(c) Anniversary date shall mean: The date on which an employee has completed six (6) months of satisfactory service, and the corresponding date in each year thereafter, unless changed due to promotion, reclassification, demotion, separation or rehire. The parties agree as follows:
1. An employee’s one-year...
Classification and Rates. A. The pay scale for the duration of this contract will be found in Salary Schedule A.
Classification and Rates. A. The pay scale for the duration of this contract will be found in Appendix I.
Classification and Rates. Listed in Appendix "A" and incorporated herein are the regular rates of pay for the classification of Captain and Lieutenant.
Classification and Rates. Listed in Appendix "A" and incorporated herein are the regular rates of pay for the classification of patrol.
Classification and Rates. Effective 1/1/2017, add a step that is 3% above the 5 year step for those who achieve, fully maintain as current, and provide proof of certification in AHA-approved Pediatric Advanced Life Support (PALS). Increase the additional compensation from 2.5% to 3% for those who possess, achieve, fully maintain as current, and provide proof of certification in UMBC/FP-C. Increase the additional compensation from 2.5% to 3% for those who possess, achieve, fully maintain as current, and provide proof of certification in UMBC PNCCT. Effective as soon as is practicable and corresponding with the first 2022 shift bid, employees on the 24 hour scale for Paramedic, Single Certification, Dual Certification, MICU Medic, and MICU Dual Cert shall be moved to the same step on the 12 hour scale for Paramedic, Single Certification, Dual Certification, MICU Medic, and MICU Dual Cert. Scale shall be modified to eliminate the start step and add a new 6 year with PALS step. (See attached). Additionally, FTO pay shall be an additional 3% as noted on the attached scale, and is only applicable for hours with an assigned trainee or when assigned FTO related duties. When not assigned a trainee or FTO related duties, employee shall receive corresponding Non-FTO pay type. Effective 1/1/2022, eliminate the Specialist wage scale. Effective 1/1/2022, add steps 5 and 6 to the Basic-EMT scale. Scale shall be modified to eliminate the start step and add a new 6 year step. Add a 10 year seniority step, with PALS certification, that is 2% above the 6 Year with PALS rate, as described on the attached scales. To qualify, employees must have completed 10 years of service with Xxxxxxxxxx County EMS. Effective 1/1/2023, the wage scales shall be increased by 2.0% Effective 1/1/2024, the wage scales shall be increased by 2.0% In Years 2023 and 2024, should the Board of Commissioners approve more than at 2.0% across the board increase for the non-union employees, the EMS wage scales will be increased by the same percentile. The above-stated rates shall apply as long as the employee is qualified to function in the capacity in which they are licensed (has passed all testing and maintains all licenses / certifications required, including, but not limited to, those required in the medical control authority for Xxxxxxxxxx County). If an employee fails to maintain current State of Michigan licensure, that employee shall have thirty (30) calendar days to regain current licensure status from the date of loss of ...
Classification and Rates. The following rates of pay per hour shall be paid for each classification in accordance with the seniority from the date of last hire with the Employer pursuant to Article 12, (C):
1. Bookkeeper/Payroll Clerk
2. Secretary
3. Receptionist/Clerk/Typist
4. Physical Therapy Assistant 5. Custodial/Maintenance
Classification and Rates. Amended December 27, 2021
(a) The rate schedule attached as Appendix A-1 as amended and the classification pay plan attached as Appendix A-2 are incorporated herein and made a part of this Agreement. Appendix A-2 shows UAW classifications and associated pay grades for employees hired before July 1, 2016 and for employees hired on or after July 1, 2016. Employees hired on or after July 1, 2016 will start at the “B” step of the applicable pay grade. The applicable pay grade will not change if the employee moves to another position or classification within the unit. The pay grades in Appendix A-1 include two and one-half percent (2.5%) annual pay increases for 2019, 2020 and 2021. If this Agreement is not reopened under Section 20.2, the 2021 wage rates in Appendix A will be increased 2% for 2022 and an additional 2% for 2023, on the dates determined under this Section. The Agreement was reopened and the wage rate increase for 2022 is two and one-half percent (2.5%) and an additional two and one-half percent (2.5%) for 2023. For annual pay increases other than Step increases, if January 1 falls in the first week of the pay period, then the pay increase will take effect on the first day of the pay period in which January 1 falls or, if January 1 falls in the second week of the pay period, then the pay increase will take effect on the first day of the following pay period.
(b) The Union acknowledges that salary step increases shall be on a merit basis upon written authorization of the department director to the Human Resources Director. A department director shall be permitted to withhold an authorization for a step increase for a period not to exceed six (6) months. The employee will be advised in writing of this action prior to their anniversary date of the reasons for withholding the merit increase. However, it is agreed that if no written disciplinary action is given to an employee during the first six
Classification and Rates. (a) The City shall determine the classification and salary range for each employee or any classifications established during the term of this Agreement. The compensation ranges and their respective classification are attached as Appendices A and B and incorporated herein as a part of this Agreement. These rates are the straight time, regular rate of pay for the respective classes.
(b) The normal beginning rate for a new employee will be the minimum rate in the established range for the class of positions. However, the Department Head may, in special cases, with the approval of the City Manager, due to recruiting difficulties or for a new employee having exceptional qualifications, authorize appointments above the minimum.
(c) Increments within established salary and wage ranges are to provide a means of recognizing outstanding performance and continued good service. However, increments will not be awarded on an automatic basis, but they shall be contingent upon meritorious service as determined in an annual review of eligible employees. Each Department Head shall have the authority to award increments to deserving employees in his department; however, the awarding of more than one (1) increment to an employee within a calendar year shall have the approval of the City Council. All increments shall be contingent upon the availability of funds.
(d) In the case of a promotion, the rate of the promoted employee will be adjusted to that step in new range next above his rate of pay prior to promotion. In the case of transfer, the employee's rate will remain unchanged at the time of transfer. In the case of demotion, the rate of the demoted employee shall be reduced only as necessary to bring his rate at the time of demotion within the range established for the class to. which he is demoted.
(e) A firefighter, after two years of emplOYment, and upon passing an examination selected by the training officer, may be classified as a driver-operator for pay purposes only.
