Fiscal Year 2003-2004. Each eligible employee will receive a normal merit increment on the appropriate anniversary date.
Fiscal Year 2003-2004. None; except that there is a competitiveness pool of $600,000. An award to a TA/GA from the competitiveness pool shall be treated as a permanent part of her/his salary and the salary for any subsequent reappointment shall be based on that salary.3
1 The University and the AAUP have agreed to the following special schedules for the period of this Agreement: for faculty in the business disciplines, an extended schedule, the top of which is 35% higher for each rank than the highest salary for that rank on the regular schedules in Appendices C, D, E-1, E-2, F-1 and F-2; for faculty in engineering and computer science, an extended schedule, the top step of which is 25% higher for each rank than the highest salary for that rank on the regular schedules in Appendices C, D, E-1, E-2, F-1, and F-2; for law faculty, special schedules as set forth in Appendices C, D, E-1, E-2, F-1, and F-2. 2 Individuals at the maximum step of the regular schedules are eligible for academic service increments and may move to the extended schedules through the application of academic service increments.
Fiscal Year 2003-2004. Effective July 1, 2003, each officer will be reclassified upward by one range.
Fiscal Year 2003-2004. 1. Effective October 1, 2003, two (2) steps at the rate of two percent (2%) each step will be added to the top of the pay grades as reflected in Appendix “A-1.” The minimum rates of the pay grade shall not be adjusted. This range adjustment does not adjust any individual employee’s salary. Such individual salary adjustment is provided in Section 6.A.2 below.
2. Bargaining unit employees who are employed in a bargaining unit position as of October 1, 2003 and as of the ratification of the agreement by both parties, who did not receive a step increase on their anniversary date as provided in Section 2 of this Article, will move two (2) steps to the new top step of the range, not to exceed the new maximum rate of their pay range, effective on their anniversary date.
Fiscal Year 2003-2004. A Quality First Program adjustment for a temporary period of time up to a maximum of four percent (4.0%) of an employees biweekly rate of pay pursuant to the provisions implemented in the Quality First Program.
Fiscal Year 2003-2004. 1. Effective October 1, 2003, all pay range minimums and maximum rates of pay will be adjusted upward four percent (4%), as reflected in Appendix "A2".
2. Effective the first full pay period in October (October 12, 2003), all eligible employees whose base hourly rate is below the maximum of their pay range (excluding any incentive pay supplements) as of October 11, 2003 (after the 4% range extension has been implemented), shall have their base hourlyrate adjusted upward up to four percent (4%) not to exceed the maximum rate of their pay range. Those employees below the maximum of the pay range and limited to an increase of less than four percent (4%) to their base hourly pay due to the maximum of the pay range, shall receive a one-time cash gross lump sum amount equal to the difference between four percent (4%) and the percentage increase received (such gross lump sum payments shall be rounded to the nearest dollar). Those employees receiving a full four percent (4%) increase to their base hourly rate will not be eligible for a lump sum payment.
3. Those employees whose base hourly rate is at or above the maximum rate of their pay range (excluding any incentive pay supplements) as of October 11, 2003, will not be eligible for a base hourly adjustment as provided in Section B.1 above. Rather, such employees will receive a one-time cash gross lump sum amount equal to four percent (4%) of the employee’s base hourly rate.
Fiscal Year 2003-2004. The University and AFSCME shall negotiate over Article 41, Wages, in accordance with the provisions of Article 8, Duration.
