Fiscal Year 2004-2005. Each eligible employee will receive a normal merit increment on the appropriate anniversary date.
Fiscal Year 2004-2005. Effective July 1, 2004, unit members shall receive a 2.4% across-the-board increase; additionally, a sum of money valued at 2.4% of the total base salaries of all unit members as of June 30, 2004 shall be available for the provision of merit- based increases to unit members. Effective sixty (60) days following ratification of this agreement, Rutgers agrees to pay a lump sum of $1000.00 to each bargaining unit member, not to be added to the member’s base salary.
Fiscal Year 2004-2005. 1. Effective October 1, 2004, all pay range minimums and maximum rates of pay will be adjusted upward four percent (4%), as reflected in Appendix "A3".
2. Effecti ve the first full pay period in October (October 10, 2004), all eligi ble employees whose base hourly rate is below the maximum of their pay range (excluding any incentive pay supplements) as of October 9, 2004, shall have their base hourly rate 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 cashgross 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 pay hourly rate is at or above the maximum rate of their pay range (excluding any incentive pay supplements) as of October 9, 2004, will not be eligible for a base hourly adjustment as provided in Section C.1 above. Rather, such employees will receive a one-time cash gross lump sum amount equal four percent (4%) of the employee’s base hourly rate.
Fiscal Year 2004-2005. 1. Effective October 1, 2004, 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-2.” 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.B.2 below.
2. Bargaining unit employees who are employed in a bargaining unit position as of October 1, 2004 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 2004-2005. A pay for performance wage adjustment for a temporary period of time up to a maximum of four percent (4.0%) annually of an employee’s biweekly rate of pay pursuant to the provisions implemented in the Quality First Program.
Fiscal Year 2004-2005. 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 2004-2005. Prior to the delivery of any bus with optional equipment (locally paid wheelchair lift or flat floor configuration) DPI will request payment from the LEA for the equipment.
Fiscal Year 2004-2005. Effective July 1, 2004, each unit member will receive a four (4) percent increase to his/her base pay as of June 30, 2004.
Fiscal Year 2004-2005. A. For all persons who are members of the faculty on June 30, 2004 and who continue to be employed as faculty members on July 1, 2004, there shall be, effective July 1, 2004, a 2.4% increase across-the-board based on the July 1, 2002 - June 30, 2003 salary schedule.
B. In addition, all persons who are members of the faculty on June 30, 2004 and whose employment as faculty members continues beyond that date shall, effective July 1, 2004, be eligible to receive academic service increments which shall be distributed in accordance with a program established and administered by the University, as specified in the Faculty Academic Service Increment Program, in Appendix B. The annualized amount to be distributed pursuant to this program will be determined by applying the across-the-board percentage increase set forth in II. A. above to the state-funded faculty salary base of June 30, 2004, and shall not be less than $4,597,000. University Human Resources will calculate this salary base and inform the AAUP. Faculty members at or above the top range and step of their respective ranks may receive an academic service increment pursuant to this program. Steps shall be added to the top range of each rank for this purpose.
Fiscal Year 2004-2005. A. For all persons who held appointments as teaching or graduate assistants during the 2003-2004 fiscal year and who received appointments as teaching or graduate assistants during the 2004-2005 fiscal year, there shall be a 10% across-the-board increase in salary.
B. Effective July 1, 2004, the starting salary for full-time teaching and graduate assistants shall be $15,730 for an academic year appointment and $17,932 for a calendar year appointment.
C. In addition to the above increase in salaries, the competitiveness pool shall be increased by 10% such that the total salary base for Teaching and Graduate Assistants in 2004-2005 will include a $660,000 competitiveness pool.4
