Common use of JOB CLASSIFICATIONS AND WAGES Clause in Contracts

JOB CLASSIFICATIONS AND WAGES. 12.1 The classifications, band/range, steps and rates of pay shall be as provided in the addenda of this agreement. Addendum A is a description of the salary and Pay Plan administration process. Addendum B is the 2019 and 2020 Pay Plan as calculated and administered by the Director of Human Resources. This Article, Addendum A, and Addendum B are not subject to the grievance procedure. 12.2 Effective January 1, 2019, employees who have not left employment during 2019 will receive a two‐point eight percent (2.8%) across‐the‐board increase to the 2018 Pay Plan. Only employees employed on the date of signature by the last signing party to this Agreement will be eligible for any increases. All calculations of these increases will be determined by the Director of Human Resources. Any employee who has left employment for whatever reason shall not be eligible for any pay increases. Effective January 1, 2020, a two‐point three percent (2.3%) across the board increase will be applied to the January 1, 2019, Pay Plan. Only employees employed on the date of signature by the last signing party to this Agreement will be eligible for any increases. All calculations of these increases will be reflected in an updated and attached Addendum B – Pay Plan as determined by the Director of Human Resources. Any employee who has left employment for whatever reason shall not be eligible for any pay increases. In regard to the two “Probation Counselors,” they shall remain at their current band and duties. 12.3 In the event a new position is created, the Employer has the right to develop and establish the position. The classification and wage rate will initially be established by the Employer through the salary evaluation process and the Association will be notified of this wage rate. If the Association disagrees with the wage rate, then the parties agree to meet and negotiate only with respect to the wage rate. This section is not subject to the grievance procedure. 12.4 Employees become eligible for longevity pay after serving for a continuous year. After serving the continuous year, each employee will be eligible to receive longevity compensation at the rate of eleven dollars and seventy‐two cents ($11.72) per month per year of service. The maximum any employee is eligible for is twenty (20) years of continuous service. At twenty (20) years, the maximum monthly longevity pay an employee would be eligible for is two hundred thirty‐four dollars and forty cents ($234.40). As an example, if an employee were continuously employed for ten (10) years by Grant County, the employee would be eligible for one hundred seventeen dollars and twenty cents ($117.20) per month longevity pay. 12.5 Regular part‐time employee’s hourly wage will be equal to the hourly wage of the regular full‐time employee. 12.6 Bi‐Lingual Premium Pay: Employees who are appointed to serve in bi‐lingual interpreter status by the department head/elected official will receive seventy‐ five dollars ($75.00) per month. The pay will be given to qualified employees who are appointed to serve in a bi‐lingual interpreter status by the Elected Official/Department Head in response to the need of the workplace. The Elected Official/Department Head alone will determine the need for interpretation services and the number of staff required. Bi‐lingual employees not appointed to serve in a bi‐lingual interpreter status will not be required to use a foreign language as a condition of employment. Employees hired into an identified interpreter position will not be eligible for the pay. Current interpreter staff will be used to determine if employees seeking bi‐lingual pay are adequately proficient to communicate with citizens in Spanish. The interpreter will be asked to sign a written statement attesting to his/her opinion that the employee has demonstrated adequate skills. If the current interpreter staff is not available, the parties may agree to an alternative interpreter. If the criteria and standards need to be improved or adjusted, the parties will meet in a labor‐management committee of two (2) management (Human Resources Director and one other) and two (2) Association representatives for recommendatory purposes only subject to review by each party’s labor attorney. Eligibility for bi‐lingual pay will only commence in the payroll period following final acceptance by both parties of the criteria and standards. The assignment of duties will be verbal and/or written direction from management. It is the intent of the parties that Spanish language fluency alone will not determine who is appointed under this section. The intent is that employees who are regularly required to speak Spanish will be considered for appointment to receive the premium.

JOB CLASSIFICATIONS AND WAGES. 12.1 The classifications, band/range, steps and rates of pay shall be as provided in the addenda of this agreement. Addendum A is a description of the salary and Pay Plan administration process. Addendum B is reflects the 2019 and 2020 Pay Plan salary schedule as calculated and administered by the Director of Human Resources. This Article, Addendum A, and Addendum B are not subject to the grievance procedure. 12.2 Effective January 1, 2019, employees who have not left employment during 2019 will receive a two‐point two point eight percent (2.8%) across‐the‐board increase to the 2018 Pay Plan. Only employees employed on the date of signature by the last signing party to this Agreement will be eligible for any increases. All calculations of these increases will be determined by the Director of Human Resources. Any employee who has left employment for whatever reason shall not be eligible for any pay increases. Effective January 1, 2020, a two‐point two point three percent (2.3%) across the board across‐the‐board increase will be applied to the January 1, 2019, Pay Plan. Only employees employed on the date of signature by the last signing party to this Agreement will be eligible for any increases. All calculations of these increases will be reflected in an updated and attached Addendum B – Pay Plan as determined by the Director of Human Resources. Any employee who has left employment for whatever reason shall not be eligible for any pay increases. In regard to the two “Probation Counselors,” they shall remain at their current band and duties. 12.3 In the event a new position is created, the Employer has the right to develop and establish the new classification/position. The classification and wage rate will initially be established by the Employer through the salary evaluation process process, and the Association will be notified of this wage rate. If the Association disagrees with the wage rate, then the parties agree to meet and negotiate only with respect to the wage rate. This section is not subject to the grievance procedure. 12.4 Employees become eligible for longevity pay after serving for a continuous year. After serving the continuous year, each employee will be eligible to receive longevity compensation at the rate of eleven dollars and seventy‐two cents ($11.72) per month per year of service. The maximum any employee is eligible for is twenty (20) years of continuous service. At twenty (20) years, the maximum monthly longevity pay an employee would be eligible for is two hundred thirty‐four dollars and forty cents ($234.40). As an example, if an employee were continuously employed for ten (10) years by Grant County, the employee would be eligible for one hundred seventeen dollars and twenty cents ($117.20) per month longevity pay. 12.5 Regular part‐time employee’s hourly wage will be equal to the hourly wage of the regular full‐time employee. 12.6 Bi‐Lingual Premium Pay: Employees who are appointed to serve in bi‐lingual interpreter status by the department head/elected official will receive seventy‐ five dollars ($75.00) per month. The pay will be given to qualified employees who are appointed to serve in a bi‐lingual interpreter status by the Elected Official/Department Head in response to the need of the workplace. The Elected Official/Department Head alone will determine the need for interpretation services and the number of staff required. Bi‐lingual employees not appointed to serve in a bi‐lingual interpreter status will not be required to use a foreign language as a condition of employment. Employees hired into an identified interpreter position will not be eligible for the pay. Current interpreter staff will be used to determine if employees seeking bi‐lingual pay are adequately proficient to communicate with citizens in Spanish. The interpreter will be asked to sign a written statement attesting to his/her opinion that the employee has demonstrated adequate skills. If the current interpreter staff is not available, the parties may agree to an alternative interpreter. If the criteria and standards need to be improved or adjusted, the parties will meet in a labor‐management committee of two (2) management (Human Resources Director and one other) and two (2) Association representatives for recommendatory purposes only subject to review by each party’s labor attorney. Eligibility for bi‐lingual pay will only commence in the payroll period following final acceptance by both parties of the criteria and standards. The assignment of duties will be verbal and/or written direction from management. It is the intent of the parties that Spanish language fluency alone will not determine who is appointed under this section. The intent is that employees who are regularly required to speak Spanish will be considered for appointment to receive the premium.

JOB CLASSIFICATIONS AND WAGES. 12.1 The classifications, band/range, steps and rates of pay shall be as provided in the addenda of this agreement. Addendum A is a description of the salary and Pay Plan administration process. Addendum B is the 2019 and 2020 2016 Pay Plan as calculated and administered by the Director of Human Resources. This Articlesection, Addendum A, and Addendum B are not subject to the grievance procedure. 12.2 Effective January 1, 2019, employees who have not left employment during 2019 will receive a two‐point eight two point‐eight percent (2.8%) across‐the‐board increase to the 2018 Pay Plan. Only employees employed on the date of signature by the last signing party to this Agreement will be eligible for any increases. All calculations of these increases will be determined by the Director of Human Resources. Any employee who has left employment for whatever reason shall not be eligible for any pay increases. Effective January 1, 2020, a two‐point three percent (2.3%) across the board across‐the‐board increase will be applied to the January 1, 2019, Pay Plan. Only employees employed on the date of signature by the last signing party to this Agreement will be eligible for any increases. All calculations of these increases will be reflected in an updated and attached Addendum B – Pay Plan as determined by the Director of Human Resources. Any employee who has left employment for whatever reason shall not be eligible for any pay increases. In regard to the two “Probation Counselors,” they shall remain at their current band and duties. 12.3 In the event a new position is created, the Employer has the right to develop and establish the positionnew classification. The classification and wage rate will initially be established by the Employer through the salary evaluation process process, and the Association will be notified of this wage rate. If the Association disagrees with the wage rate, then the parties agree to meet and negotiate only with respect to the wage rate. This section is not subject to the grievance procedure. 12.4 Employees become eligible for longevity pay after serving for a continuous year. After serving the continuous year, year each employee will be eligible to receive longevity compensation at the rate of eleven dollars and seventy‐two cents ($11.72) per month per year of service. The maximum any employee is eligible for is twenty (20) years of continuous service. At twenty (20) years, the maximum monthly longevity pay an employee would be eligible for is two hundred thirty‐four thirty‐ four dollars and forty cents ($234.40). As an example, if an employee were continuously employed for ten (10) years by Grant County, the employee would be eligible for one hundred seventeen dollars and twenty cents ($117.20) per month longevity pay. 12.5 Regular part‐time employee’s hourly wage Mechanics required by the Employer to provide their own tools will be equal receive one hundred dollars ($100.00) per month as tool stipend. Mechanics who are not required by the Employer to provide their own tools are not eligible. This stipend is paid in payments divided over 26 pay periods. A new employee becomes eligible to receive the hourly wage stipend effective the first pay period following successful completion of the regular full‐time employeetheir probationary period. 12.6 Bi‐Lingual Premium Pay: Employees who are appointed to serve in bi‐lingual interpreter status by The Employer shall furnish the department head/elected official will receive seventy‐ five dollars ($75.00) per month. The pay will be given to qualified employees who are appointed to serve in a bi‐lingual interpreter status by the Elected Official/Department Head in response to the need of the workplace. The Elected Official/Department Head alone will determine the need for interpretation services and the number of staff required. Bi‐lingual employees not appointed to serve in a bi‐lingual interpreter status will not be required to use a foreign language as a condition of employment. Employees hired into an identified interpreter position will not be eligible tools for the pay. Current interpreter staff will be used to determine if employees seeking bi‐lingual pay are adequately proficient to communicate with citizens in Spanish. The interpreter will be asked to sign a written statement attesting to his/her opinion that the employee has demonstrated adequate skills. If the current interpreter staff is not available, the parties may agree to an alternative interpreter. If the criteria and standards need to be improved or adjusted, the parties will meet in a labor‐management committee of two (2) management (Human Resources Director and one other) and two (2) Association representatives for recommendatory purposes only subject to review by each party’s labor attorney. Eligibility for bi‐lingual pay will only commence in the payroll period following final acceptance by both parties of the criteria and standards. The assignment of duties will be verbal and/or written direction from management. It is the intent of the parties that Spanish language fluency alone will not determine who is appointed under this section. The intent is that employees who are regularly required to speak Spanish will be considered for appointment to receive the premiumTraffic Department Personnel.

JOB CLASSIFICATIONS AND WAGES. 12.1 The classifications, band/range, steps and rates of pay shall be as provided in the addenda of this agreement. Addendum A is a description of the salary and Pay Plan administration process. Addendum B is the 2019 and 2020 Pay Plan as calculated and administered by the Director of Human Resources. This Article, Addendum A, and Addendum B are not subject to the grievance procedure. 12.2 Effective January 1, 2019, employees who have not left employment during 2019 will receive a two‐point eight percent (2.8%) across‐the‐board increase to the 2018 Pay Plan. Only employees employed on the date of signature by the last signing party to this Agreement will be eligible for any increases. All calculations of these increases will be determined by the Director of Human Resources. Any employee who has left employment for whatever reason shall not be eligible for any pay increases. Effective January 1, 2020, a two‐point three percent (2.3%) across the board across‐the‐board increase will be applied to the January 1, 2019, Pay Plan. Only employees employed on the date of signature by the last signing party to this Agreement will be eligible for any increases. All calculations of these increases will be reflected in an updated and attached Addendum B – Pay Plan as determined by the Director of Human Resources. Any employee who has left employment for whatever reason shall not be eligible for any pay increases. In regard to the two “Probation Counselors,” they shall remain at their current band and duties. 12.3 In the event a new position is created, the Employer has the right to develop and establish the new position. The classification and wage rate will initially be established by the Employer through the salary evaluation process and the Association will be notified of this wage rate. If the Association disagrees with the classification/wage rate, then the parties agree to meet and negotiate only with respect to the classification/wage rate. This section is not subject to the grievance procedure. 12.4 Employees become eligible for longevity pay after serving for a continuous year. After serving the continuous year, each employee will be eligible to receive longevity compensation at the rate of eleven dollars and seventy‐two cents ($11.72) per month per year of service. The maximum any employee is eligible for is twenty (20) years of continuous service. At twenty (20) years, the maximum monthly longevity pay an employee would be eligible for is two hundred thirty‐four thirty‐ four dollars and forty cents ($234.40). As an example, if an employee were continuously employed for ten (10) years by Grant County, the employee would be eligible for one hundred seventeen dollars and twenty cents ($117.20) per month longevity pay. 12.5 Regular part‐time employee’s hourly wage Effective January 1, 2020, the Employer agrees to provide a two hundred seventy five dollar ($275.00) per year clothing stipend for Building Inspectors & Fire Investigators. This stipend is paid in full during the first pay period in February each year. A new employee becomes eligible to receive the stipend effective the first pay period following successful completion of their probationary period. For the term of this Agreement the stipend will be equal paid to eligible employees on the hourly wage first pay date following the date of the regular full‐time employeesigning. 12.6 Bi‐Lingual Premium Pay: Employees who are appointed to serve in bi‐lingual interpreter status by the department head/head or elected official will receive seventy‐ five dollars ($75.00) per month. The pay will be given to qualified employees who are appointed to serve in a bi‐lingual interpreter status by the Elected Official/Department Head in response to the need of the workplace. The Elected Official/Department Head alone will determine the need for interpretation services and the number of staff required. Bi‐lingual employees not appointed to serve in a bi‐lingual interpreter status will not be required to use a foreign language as a condition of employment. Employees hired into an identified interpreter position will not be eligible for the pay. Current interpreter staff will be used to determine if employees seeking bi‐lingual pay are adequately proficient to communicate with citizens in Spanish. The interpreter will be asked to sign a written statement attesting to his/her opinion that the employee has demonstrated adequate skills. If the current interpreter staff is not available, the parties may agree to an alternative interpreter. If the criteria and standards need to be improved or adjusted, the parties will meet in a labor‐management committee of two (2) management (Human Resources Director and one other) and two (2) Association representatives for recommendatory purposes only subject to review by each party’s labor attorney. Eligibility for bi‐lingual pay will only commence in the payroll period following final acceptance by both parties of the criteria and standards. The assignment of duties will be verbal and/or written direction from management. It is the intent of the parties that Spanish language fluency alone will not determine who is appointed under this section. The intent is that employees who are regularly required to speak Spanish will be considered for appointment to receive the premium.