Common use of Labor Market Adjustments Clause in Contracts

Labor Market Adjustments. Effective the first full pay period in January 2023, the same benchmark job classifications used in the 2020 Total Compensation Study will be studied in 2022. The effective date of the Total Compensation Study survey data is July 1, 2022. The Total Compensation Study will use the agencies provided in Appendix “Z” for comparison and will be based on the same salary, benefit elements and methodology used in the 2020 Total Compensation Study for each classification, which include: Minimum Base Salary Maximum Base Salary Employee’s Portion of PERS Paid by the Employer (%) Employee’s Portion of PERS Paid by the Employer Deferred Compensation Longevity Pay (Year 10) Maximum Education/Certification Pay Education/Certification Pay Notes Cafeteria Plan Health (Most Expensive Plan) Dental Vision Life Insurance Long-Term Disability Insurance Retiree Health Savings Account (RHSA) Social Security/Medi-Care Employee Contributions Towards RHSA Employer Portion of Retirement Paid by the Employee Employer Portion of Retirement Paid by the Employee The Total Compensation Study will be prepared at the City’s expense and the City will provide a draft of the result of the Total Compensation Study to RPA for comments and to review for accuracy no later than October 14, 2022. The RPA will provide any comments regarding the accuracy of the Total Compensation Survey no later than October 28, 2022. The City will provide a salary increase for each classification falling below the total compensation 55th percentile by an amount to match the market 55th percentile. Prior to May 1, 2022, the City will complete the classification study and appropriate benchmarks of previously agreed surveyed agencies for the, Police Property and Evidence Clerk I/II, Police Property and Evidence Supervisors, Police Records Clerk I/II, and Records Supervisor. Parties agree to meet and confer over any proposed revisions.

Labor Market Adjustments. Effective the first full pay period in January 20232025, the same benchmark job classifications used in the 2020 2024. Total Compensation Study will be studied in 20222024. The effective date of the Total Compensation Study survey data is July 1, 20222024. The In addition, the parties agree to maintain the internal alignment of the base pay of the Fire Engineer Classification at 2.5% above the base pay of the Firefighter Paramedic and adjust the Fire Captain base pay to be 9% above the Fire Engineer base pay. Except as stated in the paragraph above, the Total Compensation Study will use the agencies provided in Appendix “ZB” for comparison and will be based on the same salary, benefit elements and methodology used in the 2020 2022 Total Compensation Study for each classification, which include: Minimum Base Salary Maximum Base Salary Employee’s Portion of PERS Paid by the Employer (%) Employee’s Portion of PERS Paid by the Employer Deferred Compensation Longevity Pay (Year 10) Maximum Education/Certification Pay Education/Certification Pay Notes Cafeteria Plan Health (Most Expensive Plan) Dental Vision Life Insurance Long-Term Disability Insurance Retiree Health Savings Account (RHSA) Social Security/Medi-Care Employee Contributions Towards RHSA Employer Portion of Retirement Paid by the Employee Employer Portion of Retirement Paid by the Employee The Total Compensation Study will be prepared at the City’s expense and the City will provide a draft of the result of the Total Compensation Study to RPA RFF for comments and to review for accuracy no later than October 14, 20222024. The RPA RFF will provide any comments regarding the accuracy of the Total Compensation Survey no later than October 28, 20222024. The City will provide a salary increase Salary Increase in the first full pay period in January 2025 for each classification falling below the total compensation 55th percentile by an amount to match the market 55th percentile. Prior to May 1, 2022, the City will complete the classification study percentile for Salary Schedule B and appropriate benchmarks of previously agreed surveyed agencies for the, Police Property and Evidence Clerk I/II, Police Property and Evidence Supervisors, Police Records Clerk I/II, and Records Supervisor. Parties agree to meet and confer over any proposed revisions.Salary Schedule A.

Labor Market Adjustments. Effective the first full pay period in January 2023, the same benchmark job classifications used in parties agree to use the survey agencies agreed upon for the 2020 Total Compensation Study will be studied in 2022Labor Market study. The effective date of the Total Compensation Study survey data is July 1, 2022. The Total Compensation Study will use the agencies provided in Appendix “Z” for comparison and will be based on the same salary, salary and benefit elements and methodology used in the 2020 Total Compensation Study for each classification, which include: Minimum Base Salary Maximum Base Salary Employee’s Portion of PERS Paid by the Employer (%) Employee’s Portion of PERS Paid by the Employer Deferred Compensation Longevity Pay (Year 10) Maximum Education/Certification Pay Education/Certification Pay Notes Cafeteria Plan Health (Most Expensive Plan) Dental Vision Life Insurance Long-Term Disability Insurance Retiree Health Savings Account (RHSA) Social Security/Medi-Care Employee Contributions Towards RHSA Employer Portion of Retirement Paid by the Employee Employer Portion of Retirement Paid by the Employee The Total Compensation Study will be prepared at the City’s expense and the City will provide a draft of the result of the Total Compensation Study to RPA Local 39 for comments and to review for accuracy no later than October 14, 2022. The RPA Local 39 will provide any comments regarding the accuracy of the Total Compensation Survey no later than October 28, 2022. The City will provide a salary increase for each classification falling below the 55th Percentile of the total compensation 55th percentile market by an amount to match the market 55th percentile. Prior to May 1, 2022, the City will complete the classification study and appropriate benchmarks of previously agreed surveyed agencies for the, Police Property and Evidence Clerk I/II, Police Property and Evidence Supervisors, Police Records Clerk I/II, and Records Supervisor. Parties agree to meet and confer over any proposed revisionsPercentile market.

Labor Market Adjustments. 3.0% 4.96% Effective the first full pay period in January 2023, the same benchmark job classifications used in the 2020 Total Compensation Study will be studied in 2022, except the Firefighter Paramedic will be the benchmark job classification for the safety classes and the parties agree to review the percentage differential between the Fire and Environmental Inspection Supervisor and the Fire and Environmental Safety Inspector II salary range. The effective date of the Total Compensation Study survey data is July 1, 2022. The In addition, the parties agree to internally align the base pay of the Fire Engineer Classification at 2.5% above the base pay of the Firefighter Paramedic and the Fire Captain at 5% above the base pay of the Fire Engineer. Except as stated in the paragraph above and included with the language change for Article VI Education Incentive, Special Pay Section E, the Total Compensation Study will use the agencies provided in Appendix “ZB” for comparison and will be based on the same salary, benefit elements and methodology used in the 2020 Total Compensation Study for each classification, which include: Minimum Base Salary Maximum Base Salary Employee’s Portion of PERS Paid by the Employer (%) Employee’s Portion of PERS Paid by the Employer Deferred Compensation Longevity Pay (Year 10) Maximum Education/Certification Pay Education/Certification Pay Notes Cafeteria Plan Health (Most Expensive Plan) Dental Vision Life Insurance Long-Term Disability Insurance Retiree Health Savings Account (RHSA) Social Security/Medi-Care Employee Contributions Towards RHSA Employer Portion of Retirement Paid by the Employee Employer Portion of Retirement Paid by the Employee The Total Compensation Study will be prepared at the City’s expense and the City will provide a draft of the result of the Total Compensation Study to RPA RFF for comments and to review for accuracy no later than October 14, 2022. The RPA RFF will provide any comments regarding the accuracy of the Total Compensation Survey no later than October 28, 2022. The City will provide a salary increase Salary Increase for each classification falling below the total compensation 55th percentile by an amount to match the market 55th percentile. Prior to May 1Salary increases, 2022if applicable, for the City will complete surveyed classifications that are behind the classification study and appropriate benchmarks of previously agreed surveyed agencies for the, Police Property and Evidence Clerk I/II, Police Property and Evidence Supervisors, Police Records Clerk I/IImarket 55th percentile, and Records Supervisor. Parties agree to meet their related internal relationships, will be implemented in the first full pay period in January 2023 for Salary Schedule B and confer over any proposed revisions.Salary Schedule A.

Labor Market Adjustments. Effective the first First full pay period in January 20232021. The parties agree to meet and confer over the survey agencies to be included in the Labor Market study, including the criteria to be used for the survey agencies. The same benchmark job classifications used in the 2020 2018 Total Compensation Study will be studied in 20222020 unless the parties mutually agree to add different benchmark classifications. The effective date of the Total Compensation Study survey data is July 1, 20222020. The Total Compensation Study will use the agencies provided in Appendix “Z” for comparison and will be based on the same salary, salary and benefit elements and methodology used in the 2020 2018 Total Compensation Study for each classification, which include: Minimum Base Salary Maximum Base Salary Employee’s Portion of PERS Paid by the Employer (%) Employee’s Portion of PERS Paid by the Employer Deferred Compensation Longevity Pay (Year 10) Maximum Education/Certification Pay Education/Certification Pay Notes Cafeteria Plan Health (Most Expensive Plan) Dental Vision Life Insurance Long-Term Disability Insurance Retiree Health Savings Account (RHSA) Social Security/Medi-Care Employee Contributions Towards RHSA Employer Portion of Retirement Paid by the Employee Employer Portion of Retirement Paid by the Employee The Total Compensation Study will be prepared at the City’s expense and the City will provide a draft of the result of the Total Compensation Study to RPA Local 39 for comments and to review for accuracy no later than October 14November 2, 20222020. The RPA Local 39 will provide any comments regarding the accuracy of the Total Compensation Survey no later than October 28November 13, 2022. The City will provide a salary increase for each classification falling below the total compensation 55th percentile by an amount to match the market 55th percentile. Prior to May 1, 2022, the City will complete the classification study and appropriate benchmarks of previously agreed surveyed agencies for the, Police Property and Evidence Clerk I/II, Police Property and Evidence Supervisors, Police Records Clerk I/II, and Records Supervisor. Parties agree to meet and confer over any proposed revisions2020.