PAY PLAN ADJUSTMENT (COLA) METHODOLOGY Sample Clauses

PAY PLAN ADJUSTMENT (COLA) METHODOLOGY. The pay plan adjustment to the minimum (step 0) of all pay ranges will be as follows: (a) After the COLA has been applied to the minimum of each pay grade, then new steps will be created by adding 3.5% to each step (1-12). Each employee's individual COLA adjustment will then be a function of the adjusted step in which they are paid on the COLA effective date. (b) No adjustment shall increase the employee's pay beyond the new maximum of the range. (c) If the employee is on disciplinary probation when raises are due, then he/she will not begin receiving the adjustment until the first full pay period following the date that they successfully complete such probation, and such increase will not be paid retro-active. (d) Employees who are on "non-pay" status because of Workers' Compensation claim or leave of absence will receive no increase until actually returning to work. Upon return to regular employment status, the employee will receive the appropriate COLA adjustment beginning the pay period they return to work and will not be paid retroactive to the effective date for other employees. Any increases due to pay plan adjustments, annual steps, promotions, pay for performance or any other such reason will be calculated upon and added to the employee's "base" rate WITHOUT incentives. Any incentives for which an employee qualifies will be added back into the employee's "current" rate after any adjustments to their "base" rate. Base rate of pay is what an employee earns hourly without any incentives or premium pay. Current rate of pay is what an employee earns after all incentives and/or premiums are added to their base rate of pay.
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