Education Pay. 34.1 Upon the conditions herein, the Employer shall provide reimbursement to all employees for the costs of tuition, registration fees, laboratory fees and books upon successful completion of course(s) in college, community and/or technical college, university or other accredited entity of higher education. In order to be paid under this Article, employees must earn at least a grade of “C” or better. Additionally, the course(s) must either be related to law enforcement or completed pursuant to a degree program related to law enforcement.
34.2 The reimbursement benefit under this Article shall be one thousand ($1,000.00) dollars per employee per calendar year. Such amount shall apply to the calendar year of the last class of the course being reimbursed.
34.3 An employee who voluntarily terminates employment with the City of Trenton less than one (1) year after completing a course (as measured from the last day of the class for the course) shall pay to the City 100% of the City’s reimbursement for the course. An employee who voluntarily terminates employment with the City between one (1) year and two (2) years after completing a course (as measured from the last day of the class for the course) shall pay to the City 50% of the City’s reimbursement for the course. An employee who voluntarily terminates employment with the City between two (2) years and three (3) years after completing a course (as measured from the last day of the class for the course) shall pay to the City 25% of the City’s reimbursement for the course.
Education Pay. Employees of the bargaining unit who are commissioned police officers shall receive education pay per pay period for the completion of College Degrees as outlined below.
Education Pay. Qualified EMPLOYEES may be eligible for Education Pay. Demonstration of the completion of the required hours must be provided by the EMPLOYEE before Education Pay will be considered. Employees are eligible for 1.5% education pay (on the below implementation schedule) based on Regular step annual salary, excluding paramedic pay or special compensation for their current position. Requests for longevity pay must be submitted via an Administrative Action Form to human resources with all supporting documentation for approval. Pay step increases shall go into effect the first day of the following pay period following approval.
Education Pay. Education pay shall be provided at the hourly equivalent of one hundred dollars ($100) per month ($0.58 per hour) for unit employees possessing an Associate’s degree in a job related field as determined by the Fire Chief or designee, when the position does not require an Associate’s degree as part of the minimum qualifications. Education pay shall be provided at the hourly equivalent of two hundred dollars ($200) per month ($1.15 per hour) for unit employees possessing a Bachelor’s degree in a job related field, as determined by the Fire Chief or designee, when the position does not require a Bachelor’s degree as part of the minimum qualifications. Education pay will be provided up to a maximum of the hourly equivalent of two hundred dollars ($200) per month ($1.15 per hour). If an employee believes he/she is eligible to receive special pay, the employee must immediately file a written request for the special pay. If approved, the employee shall only be eligible to receive special pay for the eligible time after the Fire Chief’s or designee’s approval. To the extent permitted by law, the compensation in this section will be reported to CalPERS as special compensation.
Education Pay. 7.20.4.1. Qualified EMPLOYEES may be eligible for Education Pay. Demonstration of the completion of the required hours must be provided by the EMPLOYEE before Education Pay will be considered. Employees are eligible for 1.5% education pay (on the below implementation schedule) based on Regular step annual salary, excluding special compensation for their current position. Requests for education pay must be submitted via a Pay Step/Stipend Request Form to human resources with all supporting documentation for approval. Pay step increases shall go into effect the first day of the following pay period following approval. Education pay will be available to qualified EMPLOYEE applicants under the following circumstances:
7.20.4.1.1. Beginning in October 2022, qualified EMPLOYEES will be eligible for Education Pay of 1.5% of their wages for documented completion of an Associate’s Degree. If an employee has sixty (60) units of qualified college education and demonstrates proof of an active NCFPD education plan with consistent progress toward a BS/BAS, then that employee would be eligible for the Associate’s education pay.
7.20.4.1.2. Beginning in October 2022, qualified EMPLOYEES will be eligible for Education Pay of 1.5% of their wages for documented completion of a Bachelor’s Degree.
7.20.4.1.3. Beginning in October 2024, qualified EMPLOYEES will be eligible for Education Pay in the amount of 1.5% of their wages for documented completion of a Master’s Degree.
7.20.4.1.4. Education Pay once awarded, will be cumulative for each documented degree (or unit) completion. (Example: Qualification by submission of Associates and Bachelor’s degree documentation would result in a 3.0% increase in wages.)
Education Pay. A member shall receive education pay for any formal education the member has received in the following manner:
Education Pay. 1. Employees holding an Associate of Arts degree from an accredited college shall receive a n education incentive of $225 per month.
2. Employees holding a Bachelor’s degree from an accredited college or university shall receive an education incentive of $425 per month.
3. Employees are eligible to receive one single education incentive pay for only the highest level of education for which they qualify.
4. Education incentive pay may not exceed $225 per month for employees with an Associate’s degree. Education incentive pay may not exceed $425 per month for employees with a Bachelor’s degree.
5. Education incentive pay will be paid as a flat biweekly amount.
6. The parties agree that to the extent permitted by law, this pay is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2) Education Incentive.
Education Pay. 1A: This Section Shall Apply to Members Appointed before January 1, 2018
Education Pay. 23.2.1 Masters/Masters Equivalent Employees, not on the Psychologist salary schedule, who have:
23.2.1.1 Completed a master’s program, will receive $700 in addition to their scheduled salary in July of each year. Professional-Technical Administrators who have completed additional studies or work programs, which would be equivalent of a master’s degree, will receive $700 in addition to their scheduled salary in July of each year. This is intended as a salary bonus for the forthcoming contract year and is not earned until the contract year is completed on June 30. Employees who leave prior to July 1, of any calendar year will have a pro-rated deduction. [For example, an Employee who receives a bonus July, 2006 will not have earned that bonus until June 30, 2007 If s/he leaves May 31 of 2007 s/he will have one month’s worth of the doctoral bonus deducted from his/her last check.]
23.2.1.2 Employees who have announced prior to July 1, their intent to retire and have confirmed their retirement date will receive a prorated amount in July.
23.2.1.3 The decision of whether the additional studies or work programs are equivalent to a master’s program will be the responsibility of the A-2. Employees who disagree with the decision may appeal that decision to the A-1. The decision of the Superintendent will be regarded as final and not be subject to complaint or grievance.
Education Pay. 12.1 The educational provisions apply to all employees covered under this Memorandum of Understanding.
12.2 Effective July 1, 1973, the education increment shall be considered as wages for the purposes of computing overtime and holiday pay.
12.3 Emergency Medical Technician (EMT) Firefighters and Fire Captains shall maintain certification as EMT. The base salary range as indicated in Appendix A-1 is stipulated to include a 3.5% differential for EMT certification. Fire Inspectors have the option to not maintain certification as an EMT. If a Fire Inspector chooses not to maintain an EMT, he/she will not be eligible to receive the 3.5% salary differential. The EMT requirement in 12.5 will not apply to Fire Inspectors and will not exclude them from receiving full educational pay. If a Fire Inspector chooses to maintain an EMT, he/she will receive the 3.5% and will be eligible for all benefits given to other department EMTs. If choosing not to maintain EMT, Fire Inspectors must maintain CPR, First Aid and AED certifications.
