Fiscal Year 2017-2018. 1. For Fiscal Year 2017/2018, effective the first full pay period in October of 2017 (October 8, 2017), eligible bargaining unit employees, who on their most recent annual performance review or other performance-based evaluation program received a rating of “Meets Overall Expectations” or higher will receive a three percent (3.0%) base salary increase (within the salary range). Those current employees recently hired and who have yet to receive their annual performance review for their current position as of October 7, 2017, shall also receive the three percent (3.0%) base salary increase. To be eligible, employees must be employed in a Bargaining Unit position as of the effective date, and be employed by the County as of the date of Commission approval of this Agreement.
2. Eligible employees below the maximum of the pay range, and limited to an increase of less than three percent (3.0%) to their base hourly pay due to the maximum of the pay range, shall receive a one-time, gross lump sum amount equal to the difference between three percent (3.0%) and the percentage increase received (such gross lump sum payments shall be rounded to the nearest dollar).
3. Eligible employees whose base hourly rate is at or above the maximum rate of their pay range as of October 7, 2017, will not be eligible for a base hourly adjustment as provided in Section A.1. above. Those employees will receive a one-time, gross lump sum amount equal to three percent (3.0%) of the employee’s base annual salary.
4. All current employees who on their most recent annual performance review received a rating of “Does Not Meet Expectations” or below will not be eligible to receive the annually determined percentage increase at this time. However, in accordance with County Policy, such employees should be placed on a formal Performance Improvement Plan with a time duration of ninety (90) days and receive a “Special Performance Evaluation”. At the conclusion of the Performance Improvement Plan time frame, those employees with a performance rating that at least “Meets Overall Expectations” will receive the three percent (3.0%) base salary increase prospectively.
5. Notwithstanding the above, in the event that the County agrees to a non- concessionary across the board, salary/wage increase greater than five percent (5%) combined over Fiscal Years 2017/2018 and 2018/2019 with the Blue Collar Bargaining Agreement, Government Supervisors Association-Professional, and/or Government Supervisors Assoc...
Fiscal Year 2017-2018. Effective on the first full bi-weekly pay period on or after March 1, 2018, the University shall provide a 3% base-building increase to all bargaining unit employees. Trade Lead Classifications shall receive a base building increase in accordance with Section D., below.
Fiscal Year 2017-2018. All persons who are members of the faculty on June 30, 2017 and whose employment as faculty members continues beyond that date and who meet the eligibility criteria set forth in the Faculty Compensation Program (“FCP”) in PART TWO below shall, effective July 1, 2017, be eligible to participate in the FCP, which program shall provide for merit salary increases to base salary from a pool of funds ("salary pool"), which salary pool shall be in the amount of 2.125% of the state-funded faculty salary base as of the second payroll in October, 2016, and shall not be less than $7,007,074.30. These increases to base salary shall be awarded pursuant to the terms of the FCP as provided for in PART TWO below.
Fiscal Year 2017-2018. A salary pool of 2.25% of the URA-AFT salary base as of March 1, 2017 for eligible bargaining unit employees shall be available for merit- based salary increases pursuant to this SCP effective July 1, 2017. Employees who are rated as “meet standards” shall receive an increase to base salary of no less than 1.25% and no more than 3%. URA unit members who are in a URA unit position on the university’s payroll on January 1, 2017, and remain employed in a URA unit position on the university’s payroll through the payment date of the increase, are eligible for a merit-based salary increase from this salary pool. The new rate of pay will be effective July 1, 2017. Employees who do not receive an evaluation by April 30, 2017, shall receive an increase to their base salary of 2.25%.
Fiscal Year 2017-2018. The process to determine Merit Based Increases for Fiscal Year 2017-2018 shall be as set forth in the Side Letter of Agreement dated September 21, 2015. The merit program for fiscal year 2017-2018 shall provide for merit salary increases to base salary from a pool of funds “salary pool” -, which salary pool shall be in the amount of 2.125% of the total academic-base salary payroll for all bargaining-unit members eligible for merit increases as of the first full payroll period in August 2016. The University shall disburse the entire amount of the merit adjustment pool. The amount of a merit salary increase, if any, that may be awarded shall be at least 1% of the faculty member’s academic base salary. A faculty member may receive a merit salary increase of up to 7.5% of the faculty member’s academic base salary.
Fiscal Year 2017-2018. Each eligible employee will receive a normal merit increment on the appropriate anniversary date provided that the eligible employee is on the University’s payroll in an IUOE negotiations unit position on the payment date of the increment.
Fiscal Year 2017-2018. The City shall provide a 1% COLA to the base monthly salaries in existence as of June 30, 2017 in the unit covered by this MOU. This shall be payable in the first pay period that includes July 1st, 2017.
Fiscal Year 2017-2018. Effective July 1, 2017, the University will provide a range adjustment of three percent (3%) in accordance with Section A.4., above.
Fiscal Year 2017-2018. Effective April 1, 2017, those Employees who satisfy the requirements of Section
7.1 (b) (5) shall be assigned to the next step in their grade and paid the salary applicable to that step for the 2017-2018 fiscal year.
