Fiscal Year 2018-2019. 1. For Fiscal Year 2018/2019, effective on the first full pay period in October of 2018 (October 7, 2018), eligible bargaining unit employees, who on their most recent annual Leadership Performance Review (LPR) or other performance-based evaluation program received a rating of “Meets Overall Expectations” or “Exceeds Overall Expectations” will receive a two percent (2.0%) 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 6, 2018, shall also receive the two percent (2.0%) 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 October 6, 2018.
2. Eligible employees below the maximum of the pay range, and limited to an increase of less than two percent (2.0%) 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 two percent (2.0%) 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 6, 2018, will not be eligible for a base hourly adjustment as provided in Section B.1. above. Those employees will receive a one-time, gross lump sum amount equal to two percent (2.0%) of the employee’s base annual salary.
4. All current employees who on their most recent annual performance evaluation received a rating of “Does Not Meet Overall Expectations” 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 two percent (2.0%) 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, White Collar Agreement, or unrepresented employees, either party may request in writ...
Fiscal Year 2018-2019. Effective July 1, 2018, all employees holding positions in classifications assigned to AEA shall receive an approximate 5% ongoing non- pensionable compensation increase.
10.1.1 Effective July 1, 2018, a classification salary adjustment will be made to the following classifications to equal the salary range of the corresponding classification in the Engineering series, as shown below. All incumbents in the classifications receiving salary adjustments below shall have their individual salaries increased by the corresponding salary adjustment.
Fiscal Year 2018-2019. As a result of Senate Bill 7026 the scope of responsibilities for school police officers has expanded significantly therefore requiring extensive training. This training includes but is not limited to Active Shooter Training requirements, Crisis Intervention Training, Incident Containment Team Training, School Resource Officer Certification, and frequency of school- site drills. Effective January 1, 2019, eligible employees on the B6 salary schedule will receive an average of 5% for retention and recruitment of the Referendum Retirement Accruing Supplement, in addition to an average of 3% required training supplement through June 30, 2019, equal to .5 of the full Referendum Retirement Accruing Supplement. Effective July 1, 2019, eligible employees on the B6 salary schedule will receive the full Referendum Retirement Accruing Supplement. The amount of the supplement will be negotiated annually until the referendum sunsets. The prior negotiated compensation package for the 2017-2018 school year will be renewed July 1, 2018 through June 30, 2019.
Fiscal Year 2018-2019. Effective on the first full bi-weekly pay period on or after March 1, 2019, 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 2018-2019. Effective July 1, 2018, all employees holding positions in classifications assigned to AMSP shall receive an approximate 5% ongoing non- pensionable compensation increase.
Fiscal Year 2018-2019. Effective July 1, 2018, all employees holding positions in classifications assigned to CAMP shall receive an approximate 5% ongoing non- pensionable compensation increase.
Fiscal Year 2018-2019. Effective July 1, 2018, all employees holding positions in classifications assigned to ALP shall receive an approximate 5% ongoing non-pensionable compensation increase. Salary ranges for classifications represented by the Association as of the effective date of the wage increases in this Section 9.1 are set forth in Exhibit A and shall remain in effect during the term of this Agreement.
Fiscal Year 2018-2019. 1% ongoing non-pensionable compensation increase effective Fiscal Year 2018-2019. Effective July 1, 2018, all employees holding classifications assigned to IAFF, Local 230 shall receive an approximate 1% ongoing non-pensionable compensation increase. 3% general wage compensation increase effective Fiscal Year 2018-2019. Effective July 1, 2018, all salary ranges for employees holding positions in classifications assigned to IAFF, Local 230 shall be increased by approximately 3%.
Fiscal Year 2018-2019. On October 1, 2018, the base hourly rate in effect at 11:59 p.m. on September 30, 2018, for all steps in the pay ranges for all bargaining unit classifications shall be increased by two percent (2%).
Fiscal Year 2018-2019. Effective July 1, 2018, the University will provide a range adjustment of three percent (3%) in accordance with Section A.4., above.
