EFFECTIVE DATE OF IMPLEMENTATION. The terms and conditions of this Agreement shall become effective as of the signing date of the Agreement except where otherwise clearly identified as being effective on a different date.
EFFECTIVE DATE OF IMPLEMENTATION. This agreement becomes effective upon the completion of the signatures of both parties and remains in effect, unless sooner terminated in accordance herewith, for a period of five years. At the end of the initial five years period, the agreement can be renewed if agreed upon by all parties in writing for an additional five years. If either party desires not to renew the agreement after any five year period, they will notify the other party in writing at least ninety (90) days prior to the expiration of the current five year period that it does not desire further renewal.
EFFECTIVE DATE OF IMPLEMENTATION. Study changes in allocation and salary will be effective July 1, 2018, but will only apply to employees still employed with the District on the 1st of the month following Board of Trustees approval. The study changes in allocation and salary will have no retroactive effect prior to July 1, 2018, including working-out-of- classification requests. It will take approximately five (5) months following Board of Trustees approval before unit members will see the changes reflected. o HR/PC/Payroll need to build all new position numbers o Then, need to link all employees to the new positions (two – regular pay and overtime pay positions) o Then, build new salary schedules o Then, build and upload new classifications/positions, classification specifications, and position numbers in NEOGOV o Then, connect all new positions to the employee’s retirement account in Colleague o Then, Payroll has to manually calculate the retro and enter the payment stipend for each employee individually As recommended by Reward Strategy Group (RSG), the District is proposing implementing an eight-step salary schedule for CSEA. RSG explained that their recommendation was in part based on the fact that most agencies are moving away from the outdated five-step civil service model. Additionally, an eight- step schedule will better support retention efforts. With the current five-step schedule, an employee hired on step A would move to step B after one (1) year and reach step E after being employed only four (4) years. However, CSEA employees are not eligible for longevity until they have been employed with the District for 10 years. Conversely, an employee hired on step A on the eight-step schedule would continue to receive regular step increases for seven (7) years. Allowing employees to continue to progress on the salary schedule promotes retention. The RSG salary schedule is a squared schedule and to maintain a squared schedule, future increases must be applied to the first step of the lowest grade. The differential between the steps of the grade will then remain at 3% and the differential between the grades will remain at 4%. If CSEA still has concerns regarding the minimum wage during the next successor negotiations, CSEA may present a proposal to the District at that time. Currently, all CSEA positions will remain non-exempt.
EFFECTIVE DATE OF IMPLEMENTATION. Except as otherwise stipulated in this Agreement, revisions to this Agreement shall be effective April 15, 2005.
EFFECTIVE DATE OF IMPLEMENTATION. The hourly pay caps apply to all new agency roles joining authorities from the 1st July 2016, to align with financial reporting.
EFFECTIVE DATE OF IMPLEMENTATION. The effective date for the initial protocols (1-7) will be 1 August 2014, although some of these will need phasing-in via a co-ordinated delivery plan. The effective dates for the remaining protocols (8-16) will be determined in discussion with the Regional DCS Group and will form an ongoing programme of activity supported by a transparent and co-ordinated delivery plan.
