Placement on Wage Schedule. A. School employees placement on the Board of Education's adopted wage schedule shall be based upon training, experience, and other job qualifications as spelled out in the job description.
B. If a newly hired employee is given experience credit and placed on the wage schedule at a step higher than a previously hired employee in the same job classification, the previously hired employee may appeal for re-evaluation of experience credit. Such appeal must be made within thirty (30) days of the hiring of the new employee, and must be in writing and contain documentation concerning prior work experience. Final determination shall be made by the Superintendent. Said determination shall be made no longer than two (2) weeks after the documentation is received.
Placement on Wage Schedule. In all cases of placement on the wage scale, the determination of “credibility” of previous work experience is to be made by the Superintendent or her/his designee. Steps on the pay scale will be awarded to new hires based on the combination of previous related work experience and a relevant four-year college degree up to a maximum of four (4) steps. That is, the total number of steps a new hire may be awarded for this combination will not exceed four (4) steps. New hires may be awarded a maximum of three (3) years creditable experience for previous work experience and/or; a maximum of four (4) years creditable experience based on documentation of a relevant four-year college degree.
Placement on Wage Schedule. In placement of new employees on the wage schedule, the administration has flexibility to grant credit for prior experience and any special training. Current employees shall be placed at the step on the wage schedule that is set forth in their individual contract or work schedule which reflects their years of service in the district, whichever is greater.
Placement on Wage Schedule. 1. When an employee moves from one pay grade to another pay grade in the same employee classification (i.e., Grade III to Grade IV), the employee will maintain the same years of service for step placement purposes in the new position.
2. When an employee moves from one employee classification to another employee classification (i.e., paraprofessional to secretarial), then:
a. If the employee does not have any applicable experience, the salary will be placed at the base rate of the appropriate pay grade.
b. If the employee does have applicable experience, then credit can be given for that applicable experience. For every two (2) years of applicable experience an employee moves up one (1) step on the pay schedule, not to exceed five (5) steps in total.
c. In the event that the employee’s current hourly rate is higher than the applicable step for the new position’s pay grade, the employee’s current wage rate will be frozen (red circled) until the rate in the new grade scale catches up with the frozen wage rate.
d. Credit for applicable experience shall be at the discretion of the Superintendent.
3. When a position is reclassified (changed from one job classification to a different job classification; such as but not limited to: from a paraprofessional to a secretarial position) the incumbent employee will maintain employment in the reclassified position, as well as step placement. This reclassification process will not constitute a vacancy as defined in Article XII, Vacancies – Transfers, Section A. Definition of this Agreement.
Placement on Wage Schedule. Effective January 1, 2016, Employees shall be placed on the Wage Schedule per Appendix B attached to this Agreement. New Employees shall be placed on the wage schedule as determined appropriate by the City based upon their previous work experience and background.
Placement on Wage Schedule. In all cases of placement on the wage scale, the determination of “credibility” of previous work experience is to be made by the Superintendent or her/his designee. Placement of new employees on the wage schedule shall be based on education, technical training and relevant years of experience. Associate's Degrees or Technical Certificates is valued at 2 steps, Bachelor’s Degree is valued at 4 steps, and Master’s Degree is valued at 5 steps. Relevant prior years of experience will be recognized at 50%. Existing bargaining unit members will be placed on the wage schedule consistent with this language. The rights and benefits of this article are granted exclusively to employees who have completed two or more years of relevant service in the District and left the position in good standing. The rehired (returning) employee will be placed on the wage scale according to his/her years of previous service in the District. (Example: employee worked for the District for seven years, resigned, returned two year later; placement on the wage scale will be step 7). Seniority of rehired employee will be based on the date of the most recent hire.
