General Salary. A. Effective December 27, 2020 the basic wage or salary of each employee covered by this agreement shall be increased by one percent (1%) or the Consumer Price Index for All Urban Consumers (CPI- U) in the Northeast, whichever is higher, per hour.
B. Effective December, 26, 2021 the basic wage or salary of each employee covered by this agreement shall be increased by one percent (1%) or the Consumer Price Index for All Urban Consumers (CPI- U) in the Northeast, whichever is higher, per hour.
C. Effective December, 25, 2022 the basic wage or salary of each employee covered by this agreement shall be increased by one percent (1%) or the Consumer Price Index for All Urban Consumers (CPI- U) in the Northeast, whichever is higher, per hour.
General Salary. 1. Part Month Payments and Deductions
a. The basis for salary adjustment in respect of increases or deductions shall be 1/200 of the current annual salary of the teacher.
b. A continuing or temporary contract teacher shall be paid 1/10 of current annual salary in respect of each month in which the teacher works all prescribed school days.
c. For purposes of Section B, Article B.33.1.b, prescribed days on which the teacher is on authorized leave of absence shall be deemed to be a day of work, and deductions (if any) which are authorized by this Agreement in respect of such leave of absence shall be made from the monthly payment provided.
d. The rate of pay for teaching a partial month shall be: Number of days taught in month/200 x current salary
2. No Cuts in Salary
General Salary. A. No general salary increase for FY2010 and FY2011. Employees in the DROP program will have a pay reduction of 3.2% of base salary, to correspond to the 3.2% employee contribution to CERS by non-DROP employees.
B. Effective July 1, 2009, a new structured salary schedule will be implemented. (See Appendix A, “DCAA Salary Schedule,” which is attached and incorporated into this MOU)
General Salary. 1. Employees in the Deferred Retirement Option Plan (DROP) program will continue to have a pay reduction of 3.2 percent of base salary, to correspond to the 3.2 percent reduction in the City offset of the employee contribution to San Diego City Employees’ Retirement System (SDCERS) by non-DROP employees, which was initially negotiated in prior contract negotiations.
2. Effective July 1, 2021, or the first full pay period following City Council approval of this MOU, whichever date is later, there will be a general wage increase of 4% for all employees covered by this MOU. Effective January 1, 2022, there will be an additional general wage increase of 2% for all employees covered by this MOU. The Fiscal Year 2022 wage tables for the classifications covered by this MOU will be modified to reflect this increase.
3. Effective July 1, 2022, there will be a general wage increase of 4% for all employees covered by this MOU. Effective January 1, 2023, there will be an additional wage increase of 2% for all employees covered by this MOU. The Fiscal Year 2023 wage tables for the classifications covered by this MOU will be modified to reflect this increase.
4. A structured salary schedule for DCAs has been implemented. The DCAA Salary Schedule is attached as Appendix A and incorporated into this MOU.
General Salary. Effective July 1, 2009, there will be a general salary freeze and no general salary increase through June 30, 2011. Employees will remain eligible for all other current forms of compensation, including but not limited to step advances on the salary schedule, career advancement opportunities, certification and registration pay.
(a) Effective with the pay period beginning July 11, 2009, each employee will elect between: (i) waiving his or her right to receive the City’s mandatory 3% match of contributions into the SPSP Plan, or (ii) taking a 3% deduction from all SPSP-eligible compensation. Failure to execute an election by the designated date or within fifteen (15) work days after returning to active payroll or from approved leave will result in an automatic 3% deduction from all SPSP-eligible compensation. Employees may not change their election during the term of this MOU.
(b) Each employee who waives the City’s mandatory SPSP match will have the option to continue or stop making his or her mandatory SPSP contribution (in its entirety) while the waiver of the City’s matching contribution is in effect. If the employee elects to discontinue making his or her mandatory 3% contribution, the employee must also waive the right to increase his/her voluntary SPSP contributions beyond the percentage the employee had selected during the payroll period ending April 3, 2009.
(c) As employees hired after July 1, 2009 are ineligible to participate in the SPSP plan, these employees will automatically receive the 3% deduction from what would otherwise be all SPSP-eligible compensation.
(d) As this provision does not apply to SPSP-H, all Hourly employees will receive the 3% deduction from all SPSP-eligible compensation. (This section regarding SPSP is repeated in its entirety in Article 51.)
General Salary. 1. Employees in the Deferred Retirement Option Plan (DROP) program will continue to have a pay reduction of 3.2 percent of base salary, to correspond to the 3.2 percent reduction in the City offset of the employee contribution to San Diego City Employees’ Retirement System (SDCERS) by non-DROP employees, which was initially negotiated in prior contract negotiations.
2. Effective July 1, 2023, or the first full pay period following City Council approval of this MOU, whichever date is later, there will be a general wage increase of 5% for all employees covered by this MOU. The Fiscal Year 2024 salary tables for the classifications covered by this MOU will be modified to reflect this increase.
3. Effective January 1, 2024, there will be a general salary increase of 5% for all employees covered by this MOU. The Fiscal Year 2024 salary tables for the classifications covered by this MOU will be modified to reflect this increase.
4. Effective July 1, 2024, there will be a general salary increase of 5% for all employees covered by this MOU. The Fiscal Year 2025 salary tables for the classifications covered by this MOU will be modified to reflect this increase.
5. Effective January 1, 2025, there will be a general salary increase of 5% for all employees covered by this MOU. The Fiscal Year 2025 salary tables for the classifications covered by this MOU will be modified to reflect this increase.
6. Effective July 1, 2025, there will be a general salary increase of 5% for all employees covered by this MOU. The Fiscal Year 2026 salary tables for the classifications covered by this MOU will be modified to reflect this increase.
7. A structured salary schedule for DCAs has been implemented. The DCAA Salary Schedule is attached as Appendix A and incorporated into this MOU.
General Salary. For employees with pay rates not redlined per Section 8b of this Article:
General Salary. 8.1.1 COLA Effective each October 1 for the period of this agreement, employees' units base salaries shall be increased in the amount equal to the annual Cost of Living Allowance (COLA) for Center Base contracts.
8.1.2 Center Base salary ranges are:
8.1.3 CSI agrees to meet and confer over revisions to the salary ranges for Center Base employees in the Event of Additional Funding as defined below.
General Salary. Delete and replace in its entirety with the following: Effective July 1, 2009, there will be a general salary freeze and no general salary increase through June 30, 2012. Employees will remain eligible for all other current forms of compensation, including but not limited to step advances on the salary schedule, career advancement opportunities, certification and registration pay. SPSP 3% Mandatory Match Waiver, 3% Pay Deduction or 52-Hour Furlough Effective with the pay period beginning July 9, 2011, each employee will elect one of the following options (see exceptions below for employees hired after July 1, 2009, and for all Hourly employees):
(1) waiving his or her right to receive the City’s mandatory 3% match of contributions into the SPSP Plan; or,
(2) taking fifty-two (52) hours of unpaid furlough during fiscal year 2012, which will be deducted on a pro-rata basis from each of 25 paychecks over the course of the fiscal year on the same terms and conditions as apply to the City’s FY09 Voluntary Furlough Program, except that no discretionary days off shall be made available. A pro-rata adjustment in the number of furlough hours shall be made for those employees who work half and three-quarter time, and for any employee is hired after the beginning of a fiscal year. Since employees hired after July 1, 2009, are not eligible to participate in the SPSP plan, these employees may not elect option 1 above and must take fifty-two (52) hours of unpaid furlough. Since Hourly employees may not take unpaid furlough (option 2), and since federal law mandates their participation in the SPSP-H plan (see Article 51), neither option is available to them and a 3% pay deduction from all SPSP-eligible compensation is mandatory for them.
General Salary. 1. Due to COVID-19 pandemic-related revenue losses, there will be no general salary increase during the one-year term of this MOU. Bargaining for a new FY22 MOU will begin in November 2020. However, employees will remain eligible for all current forms of compensation, including but not limited to step advances on the salary schedule, career advancement opportunities, certification and registration pay, and individual employees may receive promotions under the authority of San Diego Charter section 124 and all applicable Civil Service Rules, Personnel Regulations, and other provisions.
2. The parties to this MOU agree that the word “salary” as used in this MOU and in all official City documents which are incorporated by reference and listed in Article 9 does not mean that the employees covered by this MOU are paid a fixed weekly salary regardless of actual work performed or available accrued leave. Employees covered by this MOU are classified, non-exempt employees who are paid on an hourly rate. The parties agree to meet and confer in good faith over modifying the word “salary” and related words used in the official City documents listed in Article 9.
