Common use of SALARIES AND WAGES Clause in Contracts

SALARIES AND WAGES. 1. The compensation plans for State employees covered by this Agreement shall be as follows: Effective Date Appendix I July 1, 2008 (current chart) Appendix II Start of the first full pay period in July 2008 (July 6, 2008) Appendix III Start of the first full pay period in July 2009 (July 5, 2009) Appendix IV July 1, 2008 (current chart) Appendix V Start of the first full pay period in July 2008 (July 6, 2008) Appendix VI Start of the first full pay period in July 2009 (July 5, 2009) 2. Salary is computed as an hourly rate rounded to the nearest whole cent. (a) Effective with the start of the first full pay period in each fiscal year covered by this contract, all employees covered by this Agreement shall receive a one and eight-tenth percent (1.8%) increase based on rates in force on the prior day. Such adjustments shall be applied to the salary grid. (b) Employees equal to or more than one and eight-tenth percent (1.8%) above the maximum for their pay grade on the effective date of the increase shall instead receive a lump sum payment equivalent to one and eight-tenth percent (1.8%) of their base hourly rate, annualized, and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in July of each fiscal year. (c) Employees who are less than one and eight-tenth percent (1.8%) above the maximum of their pay grade on the effective date of the increase, shall receive that proportion of the increase that will result in their placement on step 15 of their pay grade, and shall receive the difference between this base salary increase and the one and eight-tenth percent (1.8%) increase, annualized, and prorated for part-time employment, as a lump sum payment as specified above. (d) Effective on the first day of the first full pay period of each fiscal year, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the one and eight-tenth percent (1.8%) increase is applied) which is less than eighteen thousand seven hundred twenty dollars ($18,720), will be paid one-fourth (1/4) of the difference between their annualized salary and eighteen thousand seven hundred twenty dollars ($18,720) at the beginning of each calendar quarter so long as their annualized salary is still less than eighteen thousand seven hundred twenty dollars ($18,720) at the beginning of that calendar quarter. The calculation of this benefit for Part-time Employees who meet the above criteria will be prorated on the basis of the number of hours regularly worked. 4. Effective July 1, 2001, the required time on each step in the Step Pay Plan shall be as follows: Step 1 (probation) - normally, six (6) months Step 2 (EOP) - one year Step 9 - one year Step 3 - one year Step 10 - one year Step 4 - one year Step 11 - one year Step 5 - one year Step 12 - two years Step 6 - one year Step 13 - two years Step 7 - one year Step 14 - two years Step 8 - one year Step 15 - final step 5. Computation of Step Dates, and requirements for step movements for the Pay plan in effect on June 30, 1990, shall remain unchanged, except as specifically modified herein. At the beginning of the first full payroll period following the employee’s new Step Date, the employee shall advance to the next higher step in the pay grade upon completion of the required time on step. 6. Movement to a higher step hereunder is predicated on satisfactory performance, based on the annual performance evaluation. In all cases, failure to achieve a satisfactory annual evaluation (i.e., a “3” under the current system) will result in loss of credit for that year’s service in computing time on step. 7. An employee who has been demoted from a position: (a) without loss of pay; or (b) with a percentage loss of pay pursuant to Section 6.072 of the Rules and Regulations for Personnel Administration; or (c) with a loss of pay due solely to the fact that the employee’s salary could not exceed the maximum for the lower pay grade; and who later returns within two (2) years to a position in a higher pay grade shall be considered, for purposes of salary adjustment, to be a restored employee under Section 6.077 of the Rules and Regulations for Personnel Administration. 8. Implementation of the compensation plans specified herein shall be in accordance with procedures developed by the Secretary of Administration subject to this collective bargaining agreement and shall not be subject to the provisions of Chapter 25 of Title 3. VSEA shall be granted a copy of the procedures thirty (30) days prior to implementation and shall retain the right to grieve any violation of this Agreement resulting from implementation of such procedures. 9. RATE AFTER PROMOTION, UPWARD REALLOCATION OR REASSIGNMENT Effective July 5, 1992, upon promotion, upward reallocation or reassignment of a position to a higher pay grade, an employee covered by this Agreement shall receive a salary increase by being slotted onto that step of the new pay grade which would reflect an increase of at least five percent (5%) over the salary rate prior to promotion (i.e., five percent (5%) is the lowest amount an employee will receive, and the maximum amount would be governed according to placement on a step which might be higher than, but nearest to, the five percent (5%) minimum specified). The rate of five percent (5%) as outlined above shall be eight percent (8%) if the employee is moving upwards three (3) or more pay grades. An employee who moves, for the first time, into the Supervisory Bargaining Unit by promotion, upward reallocation, redesignation, upward reassignment, or lateral transfer, on or after July 1, 2005, shall receive a salary increase of eight percent (8%) regardless of the number of pay grades involved. This subsection shall also apply if the movement is temporary or time limited. A temporary assignment shall not qualify as a “for first time” movement into the Supervisory Unit. Notwithstanding the above, any promotion or reclassification to a higher class as a result of an employee automatically “promoting” upon completion of the requirements of the lower level class as outlined in the position class description, the rate on promotion shall be eight percent (8%). In no case will such an employee receive less than the Step 2 (end of probation) rate of the new pay grade, unless the employee has not completed original probation, or more than the Step 15 (maximum) rate. If the employee’s salary at the time of promotion, upward reallocation, or upward reassignment is already over the maximum of the new grade, no salary adjustment shall occur. After placement on step in the new pay grade, the employee may advance to the next step after meeting the waiting period requirements applicable to that step (as set forth in Sections 4 and 5 herein), based on the effective date of the promotion or upward reallocation. 10. The salary upon which any increase resulting from promotion, upward reallocation, or upward reassignment is computed for a given employee, is that employee’s most recent salary in the last position in which any required probationary period was completed, plus any subsequent general salary adjustment, except that no employee will be reduced in salary as a result of this provision. (a) An employee except an employee on original probation who, is promoted, upwardly reallocated or upwardly reassigned shall be placed on the step in the new pay grade that is the result of the normal promotional increase. (b) If a Request for Classification Review is submitted on or after January 13, 2002; and the incumbent is subsequently entitled to a retroactive pay adjustment due to corrective classification action (resulting from either classification review or classification grievance); and the incumbent has received a step increase after the date the request for review was filed but before the classification decision was processed; then the employee’s salary shall be based on his/her rate of pay as of the date the adjustment is processed. 11. Employees who are laterally transferred to a different position in their same class, or into a different class but in the same pay grade, will not establish a new Step Date as a result of such move. This provision does not apply to employees on original probation. (a) Effective July 5, 1992, when an employee voluntarily demotes three (3) or more pay grades, or is involuntarily demoted to a position in a lower pay grade, that employee shall be placed on a specific step in the new (lower) pay grade that is within the range for salary upon demotion specified in Section 6.072, et seq., of the Rules and Regulations for Personnel Administration which represents at least a one and one-half percent (1.5%) decrease in salary and then slotted down, but shall not be paid less than the minimum, nor more than the maximum for such lower pay grade. All such employees will establish a new Step Date. (b) Effective January 13, 2002, and notwithstanding the above, when an employee voluntarily demotes one (1) or two (2) pay grades (whether by classification action or otherwise), the rate of pay shall be “red circled” and shall not be subject to a reduction. Such employee will move to the step next above his/her red circled rate on the next step date, except when the salary is over the maximum for the pay grade or falls on a step in the new Pay Grade. The next step date in such cases shall be based on the effective date of the demotion, and will be calculated on the required time on step assigned to the step next below the employee’s red circled rate. Nothing in this agreement shall restrict or preclude the employer from discussing voluntary demotion or downward reallocation with an employee for other than disciplinary reasons. 13. When an employee is: promoted; demoted; restored; rehired in accordance with RIF rights; reallocated; or reassigned, a new Step Date shall be established, based upon the effective date of such action. 14. The Commissioner of Human Resources retains the following rights: (a) Hiring Within Range To hire employees above the end of probation rate for their class, consistent with 6.042 et seq. of the Rules and Regulations for Personnel Administration for the State of Vermont. In any such instance, the Commissioner of Human Resources may raise the rate of current employees in that department in the same class and/or associated class to the rate of the newly hired employee. Employees so raised shall retain their old step date and time already accrued toward his/her next step movement. Any such hire or subsequent raising of the rate for previous hires shall not be deemed inconsistent with the provisions of paragraph 14 or 15 so long as the hiring rate specified for the class remains unchanged.

SALARIES AND WAGES. 1. The compensation plans for State employees covered by this Agreement Agreement, except State Police Lieutenants, shall be as follows: Effective Date Appendix I July 1, 2008 (current chart) 2016 Appendix II Start of the first full pay period in July 2008 2016 (July 610, 20082016) Appendix III Start of the first full pay period in July 2009 2017 (July 59, 2009) Appendix IV July 1, 2008 (current chart) Appendix V Start of the first full pay period in July 2008 (July 6, 2008) Appendix VI Start of the first full pay period in July 2009 (July 5, 20092017) 2. Salary is computed as an hourly rate rounded to the nearest whole cent. (a) Effective with the start of the first full pay payroll period in each fiscal year covered by this contractJuly 2016, all employees covered by this Agreement shall receive a one and eight-tenth two percent (1.82.0%) increase increase, based on the rates in force on the prior day. Such adjustments shall be applied to the salary grid. Effective with the start of the first full payroll period in July 2017, all employees covered by this Agreement shall receive a two and one- quarter percent (2.25%) increase, based on rates in force on the prior day. Such adjustment shall be applied to the salary grid. (b) Employees who are equal to, or more than two percent (2.0%) above, the maximum for their pay grade, on the effective date of the July 2016 increase shall instead receive a lump sum payment equivalent to two percent (2.0%) of their base hourly rate, annualized and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in July 2016. Employees equal to or more than one two and eightone-tenth quarter percent (1.82.25%) above the maximum for their pay grade on the effective date of the July 2017 increase shall instead receive a lump sum payment equivalent to one two and eightone-tenth quarter percent (1.82.25%) of their base hourly rate, annualized, and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in July of each fiscal year2017. (c) Employees who are less than one and eight-tenth two percent (1.82.0%) above the maximum for their pay grade, on the effective date of the July 2016 increase shall receive that proportion of the increase that will result in their placement on Step 15 of their pay grade, and shall receive the difference between this base salary increase and the two and percent (2.0%) increase, annualized and prorated for part-time employment, as a lump sum payment as specified above. Employees who are less than two and one-one quarter percent (2.25%) above the maximum of their pay grade on the effective date of the July 2017 increase, shall receive that proportion of the increase that will result in their placement on step 15 of their pay grade, and shall receive the difference between this base salary increase and the one two and eightone-tenth quarter percent (1.82.25%) increase, annualized, and prorated for part-part- time employment, as a lump sum payment as specified above. (d) Effective on the first day of the first full pay period of each fiscal yearin July 2016, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the one and eight-tenth addition of the two percent (1.82.0%) increase is applied) which is less than eighteen thousand seven twenty-five thousand, nine hundred twenty and fifty-eight dollars ($18,72025,958), will be paid one-fourth (1/4) of the difference between their annualized salary and eighteen thousand seven twenty-five thousand, nine hundred twenty and fifty-eight dollars ($18,72025,958) at the beginning of each calendar quarter so long as their annualized salary is still less than eighteen thousand seven twenty-five thousand, nine hundred twenty and fifty-eight ($25,958) at the beginning of that calendar quarter. Effective on the first day of the first full pay period in July 2017, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the addition of the two and one-quarter percent (2.25%) increase is applied) which is less than twenty-five thousand, nine hundred and fifty-eight dollars ($18,72025,958), will be paid one-fourth (1/4) of the difference between their annualized salary and twenty-five thousand, nine hundred and fifty-eight dollars ($25,958) at the beginning of each calendar quarter, so long as their annualized salary is still less than twenty-five thousand, nine hundred and fifty-eight dollars ($25,958) at the beginning of that calendar quarter. The calculation of this benefit for Partpart-time Employees employees who meet the above criteria will be prorated on the basis of the number of hours regularly worked. All employees covered by this section shall receive the above increases for each fiscal year. 4. Effective July 1, 2001, the The required time on each step in the Step Pay Plan shall be as follows: : Step 1 (probation) - normally, six (6) 6 months Step 2 (EOP) - one year Step 9 - one year two years Step 3 - one year Step 10 - one year two years Step 4 - one year Step 11 - one year two years Step 5 - one year Step 12 - two years Step 6 - one year two years Step 13 - three years Step 7 - two years Step 7 - one year Step 14 - two three years Step 8 - one year two years Step 15 - final step 5. Computation of Step Dates, and requirements for step movements for the Pay plan Plan in effect on June 30, 1990, shall remain unchanged, except as specifically modified herein. At the beginning of the first full payroll period following the employee’s new Step Date, the employee shall advance to the next higher step in the pay grade upon completion of the required time on step. 6. Movement to a higher step hereunder is predicated on satisfactory performance, based on the annual performance evaluation. In all cases, failure to achieve a satisfactory annual evaluation (i.e., a “3” under the current system) will result in loss of credit for that year’s service in computing time on step. 7. An employee who has been demoted from a position: (a) without loss of pay; or (b) with a percentage loss of pay pursuant to Section 6.072 of the Rules and Regulations for Personnel Administration; or (c) with a loss of pay due solely to the fact that the employee’s salary could not exceed the maximum for the lower pay grade; and who later returns within two (2) years to a position in a higher pay grade shall be considered, for purposes of salary adjustment, to be a restored employee under Section 6.077 of the Rules and Regulations for Personnel Administration. 8. Implementation of the compensation plans specified herein shall be in accordance with procedures developed by the Secretary of Administration subject to this collective bargaining agreement and shall not be subject to the provisions of Chapter 25 of Title 3. VSEA shall be granted a copy of the procedures thirty (30) days prior to implementation and shall retain the right to grieve any violation of this Agreement resulting from implementation of such procedures. 9. RATE AFTER PROMOTION, UPWARD REALLOCATION OR REASSIGNMENT Effective July 5, 1992, upon promotion, upward reallocation or reassignment of a position to a higher pay grade, an employee covered by this Agreement shall receive a salary increase by being slotted onto that step of the new pay grade which would reflect an increase of at least five percent (5%) over the salary rate prior to promotion (i.e., five percent (5%) is the lowest amount an employee will receive, and the maximum amount would be governed according to placement on a step which might be higher than, but nearest to, the five percent (5%) minimum specified). The rate of five percent (5%) as outlined above shall be eight percent (8%) if the employee is moving upwards three (3) or more pay grades. An employee who moves, for the first time, into the Supervisory Bargaining Unit by promotion, upward reallocation, redesignation, upward reassignment, or lateral transfer, on or after July 1, 2005, shall receive a salary increase of eight percent (8%) regardless of the number of pay grades involved. This subsection shall also apply if the movement is temporary or time limited. A temporary assignment shall not qualify as a “for first time” movement into the Supervisory Unit. Notwithstanding the above, any promotion or reclassification to a higher class as a result of an employee automatically “promoting” upon completion of the requirements of the lower level class as outlined in the position class description, the rate on promotion shall be eight percent (8%). In no case will such an employee receive less than the Step 2 (end of probation) rate of the new pay grade, unless the employee has not completed original probation, or more than the Step 15 (maximum) rate. If the employee’s salary at the time of promotion, upward reallocation, or upward reassignment is already over the maximum of the new grade, no salary adjustment shall occur. After placement on step in the new pay grade, the employee may advance to the next step after meeting the waiting period requirements applicable to that step (as set forth in Sections 4 and 5 herein), based on the effective date of the promotion or upward reallocation. 10. The salary upon which any increase resulting from promotion, upward reallocation, or upward reassignment is computed for a given employee, is that employee’s most recent salary in the last position in which any required probationary period was completed, plus any subsequent general salary adjustment, except that no employee will be reduced in salary as a result of this provision. (a) An employee except an employee on original probation who, is promoted, upwardly reallocated or upwardly reassigned shall be placed on the step in the new pay grade that is the result of the normal promotional increase. (b) If a Request for Classification Review is submitted on or after January 13, 2002; and the incumbent is subsequently entitled to a retroactive pay adjustment due to corrective classification action (resulting from either classification review or classification grievance); and the incumbent has received a step increase after the date the request for review was filed but before the classification decision was processed; then the employee’s salary shall be based on his/her rate of pay as of the date the adjustment is processed. 11. Employees who are laterally transferred to a different position in their same class, or into a different class but in the same pay grade, will not establish a new Step Date as a result of such move. This provision does not apply to employees on original probation. (a) Effective July 5, 1992, when an employee voluntarily demotes three (3) or more pay grades, or is involuntarily demoted to a position in a lower pay grade, that employee shall be placed on a specific step in the new (lower) pay grade that is within the range for salary upon demotion specified in Section 6.072, et seq., of the Rules and Regulations for Personnel Administration which represents at least a one and one-half percent (1.5%) decrease in salary and then slotted down, but shall not be paid less than the minimum, nor more than the maximum for such lower pay grade. All such employees will establish a new Step Date. (b) Effective January 13, 2002, and notwithstanding the above, when an employee voluntarily demotes one (1) or two (2) pay grades (whether by classification action or otherwise), the rate of pay shall be “red circled” and shall not be subject to a reduction. Such employee will move to the step next above his/her red circled rate on the next step date, except when the salary is over the maximum for the pay grade or falls on a step in the new Pay Grade. The next step date in such cases shall be based on the effective date of the demotion, and will be calculated on the required time on step assigned to the step next below the employee’s red circled rate. Nothing in this agreement shall restrict or preclude the employer from discussing voluntary demotion or downward reallocation with an employee for other than disciplinary reasons. 13. When an employee is: promoted; demoted; restored; rehired in accordance with RIF rights; reallocated; or reassigned, a new Step Date shall be established, based upon the effective date of such action. 14. The Commissioner of Human Resources retains the following rights: (a) Hiring Within Range To hire employees above the end of probation rate for their class, consistent with 6.042 et seq. of the Rules and Regulations for Personnel Administration for the State of Vermont. In any such instance, the Commissioner of Human Resources may raise the rate of current employees in that department in the same class and/or associated class to the rate of the newly hired employee. Employees so raised shall retain their old step date and time already accrued toward his/her next step movement. Any such hire or subsequent raising of the rate for previous hires shall not be deemed inconsistent with the provisions of paragraph 14 or 15 so long as the hiring rate specified for the class remains unchanged.

SALARIES AND WAGES. 1. The compensation plans for State employees covered by this Agreement shall be as follows: Effective Date Appendix I July 1, 2008 (current chart) 2016 Appendix II Start of the first full pay period in July 2008 2016 (July 610, 20082016) Appendix III Start of the first full pay period in July 2009 2017 (July 59, 2009) Appendix IV July 1, 2008 (current chart) Appendix V Start of the first full pay period in July 2008 (July 6, 2008) Appendix VI Start of the first full pay period in July 2009 (July 5, 20092017) 2. Salary is computed as an hourly rate rounded to the nearest whole cent. (a) Effective with the start of the first full pay payroll period in each fiscal year covered by this contractJuly 2016, all employees covered by this Agreement shall receive a one and eight-tenth two percent (1.82.0%) increase increase, based on the rates in force on the prior day. Such adjustment shall be applied to the salary grid. Effective with the start of the first full payroll period in July 2017, all employees covered by this Agreement shall receive a two and one- quarter percent (2.25%) increase, based on rates in force on the prior day. Such adjustments adjustment shall be applied to the salary grid. (b) Employees who are equal to to, or more than one and eight-tenth than, two percent (1.82.0%) above the maximum for their pay grade on the effective date of the July 2016 increase shall instead receive a lump sum payment equivalent to one and eight-tenth two percent (1.82.0%) of their base hourly rate, annualized and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period In July 2016. Employees equal to or more than two and one-quarter percent (2.25%) above the maximum for their pay grade on the effective date of the July 2017 increase shall instead receive a lump sum payment equivalent to two and one-quarter percent (2.25%) of their base hourly rate, annualized, and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in July of each fiscal year2017. (c) Employees who are less than one and eight-tenth two percent (1.82.0%) above the maximum for their pay grade on the effective date of the July 2016 increase shall receive that proportion of the increase that will result in their placement on Step 15 of their pay grade, and shall receive the difference between this base salary increase and the two percent (2.0%) increase, annualized and prorated for part-time employment, as a lump sum payment as specified above Employees who are less than two and one-one quarter percent (2.25%) above the maximum of their pay grade on the effective date of the July 2017 increase, shall receive that proportion of the increase that will result in their placement on step 15 of their pay grade, and shall receive the difference between this base salary increase and the one two and eightone-tenth quarter percent (1.82.25%) increase, annualized, and prorated for part-time employment, as a lump sum payment as specified above. (d) Effective on the first day of the first full pay period of each fiscal yearin July 2016, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the one and eight-tenth addition of the two percent (1.82.0%) increase is applied) which is less than eighteen thousand seven twenty-five thousand, nine hundred twenty and fifty-eight dollars ($18,72025,958), will be paid one-fourth (1/4) of the difference between their annualized salary and eighteen thousand seven twenty-five thousand, nine hundred twenty and fifty-eight dollars ($18,72025,958) at the beginning of each calendar quarter quarter, so long as their annualized salary is still less than eighteen thousand seven twenty-five thousand, nine hundred twenty and fifty-eight dollars ($18,72025,958) at the beginning of that calendar quarter. Effective on the first day of the first full pay period in July 2017, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the addition of the two and one-quarter percent (2.25%) increase is applied) which is less than twenty-five thousand, nine hundred and fifty-eight dollars ($25,958), will be paid one-fourth (1/4) of the difference between their annualized salary and twenty-five thousand, nine hundred and fifty-eight dollars ($25,958) at the beginning of each calendar quarter, so long as their annualized salary is still less than twenty-five thousand, nine hundred and fifty-eight dollars ($25,958) at the beginning of that calendar quarter. The calculation of this benefit for Part-time Employees who meet the above criteria will be prorated on the basis of the number of hours regularly worked. All employees covered by this section shall receive the above increases for each fiscal year. 4. Effective July 1, 2001, the The required time on each step in the Step Pay Plan shall be as follows: Step 1 (probation) - normally, six (6) 6 months Step 2 (EOP) - one year Step 9 - one year two years Step 3 - one year Step 10 - one year two years Step 4 - one year Step 11 - one year two years Step 5 - one year Step 12 - two years Step 6 - one year two years Step 13 - three years Step 7 - two years Step 7 - one year Step 14 - two three years Step 8 - one year two years Step 15 - final step 5. Computation of Step Dates, and requirements for step movements for the Pay plan Plan in effect on June 30, 1990, shall remain unchanged, except as specifically modified herein. At the beginning of the first full payroll period following the employee’s new Step Date, the employee shall advance to the next higher step in the pay grade upon completion of the required time on step. 6. Movement Except as specified in Paragraph 7 in the “Performance Article”, movement to a higher step hereunder is predicated on satisfactory performance, based on the annual performance evaluation. In all cases, failure to achieve a satisfactory annual evaluation (i.e., a “3” under the current system) will result in loss of credit for that year’s years’ service in computing time on step. 7. An employee who has been demoted from a position: (a) without loss of pay; or (b) with a percentage loss of pay pursuant to Section 6.072 of the Rules and Regulations for Personnel Administration; or (c) with a loss of pay due solely to the fact that the employee’s salary could not exceed the maximum for the lower pay grade; and who later returns within two (2) years to a position in a higher pay grade shall be considered, for purposes of salary adjustment, to be a restored employee under Section 6.077 of the Rules and Regulations for Personnel Administration. 8. Implementation of the compensation plans specified herein shall be in accordance with procedures developed by the Secretary of Administration subject to this collective bargaining agreement and shall not be subject to the provisions of Chapter 25 of Title 3. VSEA shall be granted a copy of the procedures thirty (30) days prior to implementation and shall retain the right to grieve any violation of this Agreement resulting from implementation of such procedures. 9. RATE AFTER PROMOTION, UPWARD REALLOCATION OR REASSIGNMENT Effective July 5, 1992, upon promotion, upward reallocation or reassignment of a position to a higher pay grade, an employee covered by this Agreement shall receive a salary increase by being slotted onto that step of the new pay grade which would reflect an increase of at least five percent (5%) over the salary rate prior to promotion (i.e., five percent (5%) is the lowest amount an employee will receive, and the maximum amount would be governed according to placement on a step which might be higher than, but nearest to, the five percent (5%) minimum specified). The rate of five percent (5%) as outlined above shall be eight percent (8%) if the employee is moving upwards three (3) or more pay grades. An employee employee, who moves, for the first time, into the Supervisory Bargaining Unit by promotion, upward reallocation, redesignation, upward reassignment, or lateral transfer, on or after July 1, 2005, shall receive a salary increase of eight percent (8%) regardless of the number of pay grades involved. This subsection shall also apply if the movement is temporary or time limited. A temporary assignment shall not qualify as a “for first time” movement into the Supervisory Unit. Notwithstanding the above, any promotion or reclassification to a higher class as a result of an employee automatically “promoting” upon completion of the requirements of the lower level class as outlined in the position class description, the rate on promotion shall be eight percent (8%). In no case will such an employee receive less than the Step 2 (end of probation) rate of the new pay grade, unless the employee has not completed original probation, or more than the Step 15 (maximum) rate. If the employee’s salary at the time of promotion, upward reallocation, or upward reassignment is already over the maximum of the new grade, no salary adjustment shall occur. After placement on step in the new pay grade, the employee may advance to the next step after meeting the waiting period requirements applicable to that step (as set forth in Sections Section 4 and 5 herein), based on the effective date of the promotion or upward reallocation. 10. The salary upon which any increase resulting from promotion, upward reallocation, or upward reassignment is computed for a given employee, is that employee’s most recent salary in the last position in which any required probationary period was completed, plus any subsequent general salary adjustment, except that no employee will be reduced in salary as a result of this provision. (a) An employee employee, except an employee on original probation probation, who, is promoted, upwardly reallocated reallocated, or upwardly reassigned reassigned, shall be placed on the step in the new pay grade that is the result of the normal promotional increase. (b) If a Request for Classification Review is submitted on or after January 13, 2002; and the incumbent is subsequently entitled to a retroactive pay adjustment due to corrective classification action (resulting from either classification review or classification grievance); and the incumbent has received a step increase after the date the request for review was filed but before the classification decision was processed; then the employee’s salary shall be based on his/her rate of pay as of the date the adjustment is processed. 11. Employees who are laterally transferred to a different position in their same class, or into a different class but in the same pay grade, will not establish a new Step Date as a result of such move. This provision does not apply to employees on original probation. (a) Effective July 5, 1992, when an employee voluntarily demotes three (3) or more pay grades, or is involuntarily demoted to a position in a lower pay grade, that employee shall be placed on a specific step in the new (lower) pay grade that is within the range for salary upon demotion specified in Section 6.072, et seq., of the Rules and Regulations for Personnel Administration which represents at least a one and one-half percent (1.5%) decrease in salary and then slotted down, but shall not be paid less than the minimum, nor more than the maximum for such lower pay grade. All such employees will establish a new Step Date. (b) Effective January 13, 2002, and notwithstanding the above, when an employee voluntarily demotes one (1) or two (2) pay grades (whether by classification action or otherwise), the rate of pay shall be “red circled” and shall not be subject to a reduction. Such employee will move to the step next above his/her red circled rate on the next step date, except when the salary is over the maximum for the pay grade or falls on a step in the new Pay Grade. The next step date in such cases shall be based on the effective date of the demotion, and will be calculated on the required time on step assigned to the step next below the employee’s red circled rate. Nothing in this agreement shall restrict or preclude the employer from discussing voluntary demotion or downward reallocation with an employee for other than disciplinary reasons. 13. When an employee is: promoted; demoted; restored; rehired in accordance with RIF rights; reallocated; or reassigned, a new Step Date shall be established, based upon the effective date of such action. 14. The Commissioner of Human Resources retains the following rights: (a) Hiring Within Range To hire employees above the end of probation rate for their class, consistent with 6.042 et seq. of the Rules and Regulations for Personnel Administration for the State of Vermont. In any such instance, the Commissioner of Human Resources may raise the rate of current employees in that department in the same class and/or associated class to the rate of the newly hired employee. Employees so raised shall retain their old step date and time already accrued toward his/her next step movement. Any such hire or subsequent raising of the rate for previous hires shall not be deemed inconsistent with the provisions of paragraph 14 or 15 so long as the hiring rate specified for the class remains unchanged.

SALARIES AND WAGES. ‌ 1. The compensation plans for State employees covered by this Agreement shall be as follows: Effective Date Appendix I July 1, 2008 (current chart) 2012 Appendix II Start of the first full pay period in July 2008 2013 (July 614, 2008) Appendix III Start of the first full pay period in July 2009 (July 5, 2009) Appendix IV July 1, 2008 (current chart) Appendix V Start of the first full pay period in July 2008 (July 6, 2008) Appendix VI Start of the first full pay period in July 2009 (July 5, 20092013) 2. Salary is computed as an hourly rate rounded to the nearest whole cent. (a) Effective July 1, 2012, all employees covered by this agreement shall receive the restoration of the three percent (3.0%) reduction in compensation applicable during FY 2011 and 2012, and in addition shall receive a two percent (2.0%) increase, based on the restored rate, as specified in Appendix I. Such adjustments shall be applied to the salary grid. (b) Effective with the start of the first full pay payroll period in each fiscal year covered by this contractJuly 2013 (July 14, 2013), all employees covered by this Agreement agreement shall receive a one and eight-tenth two percent (1.82.0%) increase based on rates in force on the prior day. Such adjustments adjustment shall be applied added to the salary grid. (bc) Employees equal to to, or more than one and eight-tenth two percent (1.82.0%) above above, the maximum for of their pay grade grade, after the three percent (3.0%) restoration, on the effective date of the increase shall instead receive a lump sum payment equivalent to one and eight-tenth two percent (1.82.0%) of their base hourly rate, annualized, annualized and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in July of each fiscal year. (cd) Employees who are less than one and eight-tenth two percent (1.82.0%) above the maximum of for their pay grade grade, after the three percent (3.0%) restoration, on the effective date of the increase, increase shall receive that proportion of the increase that will result in their placement on step Step 15 of their pay grade, and shall receive the difference between this base salary increase and the one and eight-tenth two percent (1.82.0%) increase, annualized, annualized and prorated for part-time employment, as a lump sum payment as specified above. (de) Effective on the first day of the first full pay period of each fiscal year, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the one and eight-tenth restoration of the three percent (1.83.0%) and addition of the two percent (2.0%) increase is applied) which is less than eighteen thousand seven hundred twenty dollars ($18,720), will be paid one-fourth (1/4) of the difference between their annualized salary and eighteen thousand seven hundred twenty dollars ($18,720) at the beginning of each calendar quarter so long as their annualized salary is still less than eighteen thousand seven hundred twenty dollars ($18,720) at the beginning of that calendar quarter. The calculation of this benefit for Part-time Employees who meet the above criteria will be prorated on the basis of the number of hours regularly worked. 4. Effective July 1, 2001, the required time on each step in the Step Pay Plan shall be as follows: Step 1 (probation) - normally, six (6) months Step 2 (EOP) - one year Step 9 - one year Step 3 - one year Step 10 - one year Step 4 - one year Step 11 - one year Step 5 - one year Step 12 - two years Step 6 - one year Step 13 - two years Step 7 - one year Step 14 - two years Step 8 - one year Step 15 - final step 5. Computation of Step Dates, and requirements for step movements for the Pay plan in effect on June 30, 1990, shall remain unchanged, except as specifically modified herein. At the beginning of the first full payroll period following the employee’s new Step Date, the employee shall advance to the next higher step in the pay grade upon completion of the required time on step. 6. Movement to a higher step hereunder is predicated on satisfactory performance, based on the annual performance evaluation. In all cases, failure to achieve a satisfactory annual evaluation (i.e., a “3” under the current system) will result in loss of credit for that year’s service in computing time on step. 7. An employee who has been demoted from a position: (a) without loss of pay; or (b) with a percentage loss of pay pursuant to Section 6.072 of the Rules and Regulations for Personnel Administration; or (c) with a loss of pay due solely to the fact that the employee’s salary could not exceed the maximum for the lower pay grade; and who later returns within two (2) years to a position in a higher pay grade shall be considered, for purposes of salary adjustment, to be a restored employee under Section 6.077 of the Rules and Regulations for Personnel Administration. 8. Implementation of the compensation plans specified herein shall be in accordance with procedures developed by the Secretary of Administration subject to this collective bargaining agreement and shall not be subject to the provisions of Chapter 25 of Title 3. VSEA shall be granted a copy of the procedures thirty (30) days prior to implementation and shall retain the right to grieve any violation of this Agreement resulting from implementation of such procedures. 9. RATE AFTER PROMOTION, UPWARD REALLOCATION OR REASSIGNMENT Effective July 5, 1992, upon promotion, upward reallocation or reassignment of a position to a higher pay grade, an employee covered by this Agreement shall receive a salary increase by being slotted onto that step of the new pay grade which would reflect an increase of at least five percent (5%) over the salary rate prior to promotion (i.e., five percent (5%) is the lowest amount an employee will receive, and the maximum amount would be governed according to placement on a step which might be higher than, but nearest to, the five percent (5%) minimum specified). The rate of five percent (5%) as outlined above shall be eight percent (8%) if the employee is moving upwards three (3) or more pay grades. An employee who moves, for the first time, into the Supervisory Bargaining Unit by promotion, upward reallocation, redesignation, upward reassignment, or lateral transfer, on or after July 1, 2005, shall receive a salary increase of eight percent (8%) regardless of the number of pay grades involved. This subsection shall also apply if the movement is temporary or time limited. A temporary assignment shall not qualify as a “for first time” movement into the Supervisory Unit. Notwithstanding the above, any promotion or reclassification to a higher class as a result of an employee automatically “promoting” upon completion of the requirements of the lower level class as outlined in the position class description, the rate on promotion shall be eight percent (8%). In no case will such an employee receive less than the Step 2 (end of probation) rate of the new pay grade, unless the employee has not completed original probation, or more than the Step 15 (maximum) rate. If the employee’s salary at the time of promotion, upward reallocation, or upward reassignment is already over the maximum of the new grade, no salary adjustment shall occur. After placement on step in the new pay grade, the employee may advance to the next step after meeting the waiting period requirements applicable to that step (as set forth in Sections 4 and 5 herein), based on the effective date of the promotion or upward reallocation. 10. The salary upon which any increase resulting from promotion, upward reallocation, or upward reassignment is computed for a given employee, is that employee’s most recent salary in the last position in which any required probationary period was completed, plus any subsequent general salary adjustment, except that no employee will be reduced in salary as a result of this provision. (a) An employee except an employee on original probation who, is promoted, upwardly reallocated or upwardly reassigned shall be placed on the step in the new pay grade that is the result of the normal promotional increase. (b) If a Request for Classification Review is submitted on or after January 13, 2002; and the incumbent is subsequently entitled to a retroactive pay adjustment due to corrective classification action (resulting from either classification review or classification grievance); and the incumbent has received a step increase after the date the request for review was filed but before the classification decision was processed; then the employee’s salary shall be based on his/her rate of pay as of the date the adjustment is processed. 11. Employees who are laterally transferred to a different position in their same class, or into a different class but in the same pay grade, will not establish a new Step Date as a result of such move. This provision does not apply to employees on original probation. (a) Effective July 5, 1992, when an employee voluntarily demotes three (3) or more pay grades, or is involuntarily demoted to a position in a lower pay grade, that employee shall be placed on a specific step in the new (lower) pay grade that is within the range for salary upon demotion specified in Section 6.072, et seq., of the Rules and Regulations for Personnel Administration which represents at least a one and one-half percent (1.5%) decrease in salary and then slotted down, but shall not be paid less than the minimum, nor more than the maximum for such lower pay grade. All such employees will establish a new Step Date. (b) Effective January 13, 2002, and notwithstanding the above, when an employee voluntarily demotes one (1) or two (2) pay grades (whether by classification action or otherwise), the rate of pay shall be “red circled” and shall not be subject to a reduction. Such employee will move to the step next above his/her red circled rate on the next step date, except when the salary is over the maximum for the pay grade or falls on a step in the new Pay Grade. The next step date in such cases shall be based on the effective date of the demotion, and will be calculated on the required time on step assigned to the step next below the employee’s red circled rate. Nothing in this agreement shall restrict or preclude the employer from discussing voluntary demotion or downward reallocation with an employee for other than disciplinary reasons. 13. When an employee is: promoted; demoted; restored; rehired in accordance with RIF rights; reallocated; or reassigned, a new Step Date shall be established, based upon the effective date of such action. 14. The Commissioner of Human Resources retains the following rights: (a) Hiring Within Range To hire employees above the end of probation rate for their class, consistent with 6.042 et seq. of the Rules and Regulations for Personnel Administration for the State of Vermont. In any such instance, the Commissioner of Human Resources may raise the rate of current employees in that department in the same class and/or associated class to the rate of the newly hired employee. Employees so raised shall retain their old step date and time already accrued toward his/her next step movement. Any such hire or subsequent raising of the rate for previous hires shall not be deemed inconsistent with the provisions of paragraph 14 or 15 so long as the hiring rate specified for the class remains unchanged.

SALARIES AND WAGES. 1. The compensation plans for State employees covered by this Agreement Agreement, except State Police Lieutenants, shall be as follows: Effective Date Appendix I July 1, 2008 (current chart) Appendix II Start of the first full pay period in July 2008 (July 6, 2008) Appendix III Start of the first full pay period in July 2009 (July 5, 2009) Appendix IV July 1, 2008 (current chart) Appendix V Start of the first full pay period in July 2008 (July 6, 2008) Appendix VI Start of the first full pay period in July 2009 (July 5, 2009) 2. Salary is computed as an hourly rate rounded to the nearest whole cent. (a) Effective with the start of the first full pay period in each fiscal year covered by this contract, all employees covered by this Agreement shall receive a one and eight-tenth percent (1.8%) increase based on rates in force on the prior day. Such adjustments shall be applied to the salary grid. (b) Employees equal to or more than one and eight-tenth percent (1.8%) above the maximum for their pay grade on the effective date of the increase shall instead receive a lump sum payment equivalent to one and eight-tenth percent (1.8%) of their base hourly rate, annualized, annualized and prorated for part-part time employment. Lump sum payments will be made in the paycheck for the first full pay period in July of each fiscal year. (c) Employees who are less than one and eight-tenth percent (1.8%) above the maximum of for their pay grade on the effective date of the increase, increase shall receive that proportion of the increase that will result in their placement on step Step 15 of their pay grade, and shall receive the difference between this base salary increase and the one and eight-tenth percent (1.8%) increase, annualized, annualized and prorated for part-time employment, as a lump sum payment as specified above. (d) Effective on the first day of the first full pay period of each fiscal year, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the one and eight-tenth percent (1.8%) increase is applied) which is less than eighteen thousand seven hundred and twenty dollars ($18,720), will be paid one-fourth (1/4) of the difference between their annualized salary and eighteen thousand seven hundred and twenty dollars ($18,720) at the beginning of each calendar quarter so long as their annualized salary is still less than eighteen thousand seven hundred and twenty dollars ($18,720) at the beginning of that calendar quarter. The calculation of this benefit for Partpart-time Employees employees who meet the above criteria will be prorated on the basis of the number of hours regularly worked. All employees covered by this Section shall receive the above referenced two and one-quarter percent (2.25%) annual increase for each fiscal year. 4. Effective July 1, 2001, the The required time on each step in the Step Pay Plan shall be as follows: Step 1 (probation) - normally, six (6) 6 months Step 2 (EOP) - one year Step 9 - one year two years Step 3 - one year Step 10 - one year two years Step 4 - one year Step 11 - one year two years Step 5 - one year Step 12 - two years Step 6 - one year two years Step 13 - three years Step 7 - two years Step 7 - one year Step 14 - two three years Step 8 - one year two years Step 15 - final step 5. Computation of Step Dates, and requirements for step movements for the Pay plan in effect on June 30, 1990, shall remain unchanged, except as specifically modified herein. At the beginning of the first full payroll period following the employee’s new Step Date, the employee shall advance to the next higher step in the pay grade upon completion of the required time on step. 6. Movement to a higher step hereunder is predicated on satisfactory performance, based on the annual performance evaluation. In all cases, failure to achieve a satisfactory annual evaluation (i.e., a “3” under the current system) will result in loss of credit for that year’s service in computing time on step. 7. An employee who has been demoted from a position: (a) without loss of pay; or (b) with a percentage loss of pay pursuant to Section 6.072 of the Rules and Regulations for Personnel Administration; or (c) with a loss of pay due solely to the fact that the employee’s salary could not exceed the maximum for the lower pay grade; and who later returns within two (2) years to a position in a higher pay grade shall be considered, for purposes of salary adjustment, to be a restored employee under Section 6.077 of the Rules and Regulations for Personnel Administration. 8. Implementation of the compensation plans specified herein shall be in accordance with procedures developed by the Secretary of Administration subject to this collective bargaining agreement and shall not be subject to the provisions of Chapter 25 of Title 3. VSEA shall be granted a copy of the procedures thirty (30) days prior to implementation and shall retain the right to grieve any violation of this Agreement resulting from implementation of such procedures. 9. RATE AFTER PROMOTION, UPWARD REALLOCATION OR REASSIGNMENT Effective July 5, 1992, upon promotion, upward reallocation or reassignment of a position to a higher pay grade, an employee covered by this Agreement shall receive a salary increase by being slotted onto that step of the new pay grade which would reflect an increase of at least five percent (5%) over the salary rate prior to promotion (i.e., five percent (5%) is the lowest amount an employee will receive, and the maximum amount would be governed according to placement on a step which might be higher than, but nearest to, the five percent (5%) minimum specified). The rate of five percent (5%) as outlined above shall be eight percent (8%) if the employee is moving upwards three (3) or more pay grades. An employee who moves, for the first time, into the Supervisory Bargaining Unit by promotion, upward reallocation, redesignation, upward reassignment, or lateral transfer, on or after July 1, 2005, shall receive a salary increase of eight percent (8%) regardless of the number of pay grades involved. This subsection shall also apply if the movement is temporary or time limited. A temporary assignment shall not qualify as a “for first time” movement into the Supervisory Unit. Notwithstanding the above, any promotion or reclassification to a higher class as a result of an employee automatically “promoting” upon completion of the requirements of the lower level class as outlined in the position class description, the rate on promotion shall be eight percent (8%). In no case will such an employee receive less than the Step 2 (end of probation) rate of the new pay grade, unless the employee has not completed original probation, or more than the Step 15 (maximum) rate. If the employee’s salary at the time of promotion, upward reallocation, or upward reassignment is already over the maximum of the new grade, no salary adjustment shall occur. After placement on step in the new pay grade, the employee may advance to the next step after meeting the waiting period requirements applicable to that step (as set forth in Sections 4 and 5 herein), based on the effective date of the promotion or upward reallocation. 10. The salary upon which any increase resulting from promotion, upward reallocation, or upward reassignment is computed for a given employee, is that employee’s most recent salary in the last position in which any required probationary period was completed, plus any subsequent general salary adjustment, except that no employee will be reduced in salary as a result of this provision. (a) An employee except an employee on original probation who, is promoted, upwardly reallocated or upwardly reassigned shall be placed on the step in the new pay grade that is the result of the normal promotional increase. (b) If a Request for Classification Review is submitted on or after January 13, 2002; and the incumbent is subsequently entitled to a retroactive pay adjustment due to corrective classification action (resulting from either classification review or classification grievance); and the incumbent has received a step increase after the date the request for review was filed but before the classification decision was processed; then the employee’s salary shall be based on his/her rate of pay as of the date the adjustment is processed. 11. Employees who are laterally transferred to a different position in their same class, or into a different class but in the same pay grade, will not establish a new Step Date as a result of such move. This provision does not apply to employees on original probation. (a) Effective July 5, 1992, when an employee voluntarily demotes three (3) or more pay grades, or is involuntarily demoted to a position in a lower pay grade, that employee shall be placed on a specific step in the new (lower) pay grade that is within the range for salary upon demotion specified in Section 6.072, et seq., of the Rules and Regulations for Personnel Administration which represents at least a one and one-half percent (1.5%) decrease in salary and then slotted down, but shall not be paid less than the minimum, nor more than the maximum for such lower pay grade. All such employees will establish a new Step Date. (b) Effective January 13, 2002, and notwithstanding the above, when an employee voluntarily demotes one (1) or two (2) pay grades (whether by classification action or otherwise), the rate of pay shall be “red circled” and shall not be subject to a reduction. Such employee will move to the step next above his/her red circled rate on the next step date, except when the salary is over the maximum for the pay grade or falls on a step in the new Pay Grade. The next step date in such cases shall be based on the effective date of the demotion, and will be calculated on the required time on step assigned to the step next below the employee’s red circled rate. Nothing in this agreement shall restrict or preclude the employer from discussing voluntary demotion or downward reallocation with an employee for other than disciplinary reasons. 13. When an employee is: promoted; demoted; restored; rehired in accordance with RIF rights; reallocated; or reassigned, a new Step Date shall be established, based upon the effective date of such action. 14. The Commissioner of Human Resources retains the following rights: (a) Hiring Within Range To hire employees above the end of probation rate for their class, consistent with 6.042 et seq. of the Rules and Regulations for Personnel Administration for the State of Vermont. In any such instance, the Commissioner of Human Resources may raise the rate of current employees in that department in the same class and/or associated class to the rate of the newly hired employee. Employees so raised shall retain their old step date and time already accrued toward his/her next step movement. Any such hire or subsequent raising of the rate for previous hires shall not be deemed inconsistent with the provisions of paragraph 14 or 15 so long as the hiring rate specified for the class remains unchanged.

SALARIES AND WAGES. 1. The compensation plans for State employees covered by this Agreement shall be as follows: Effective Date Appendix I 1 July 1, 2008 2016 – July 9, 2016 (current chart) Appendix II Start of the first full pay period in 2 July 2008 (10, 2016 – July 68, 2008) Appendix III Start of the first full pay period in 0000 Xxxxxxxx 3 July 2009 (July 59, 2009) Appendix IV July 12017 – June 30, 2008 (current chart) Appendix V Start of the first full pay period in July 2008 (July 6, 2008) Appendix VI Start of the first full pay period in July 2009 (July 5, 2009)2018 2. Salary is computed as an hourly rate rounded to the nearest whole cent. (a) Effective with the start of the first full pay period in each fiscal year covered by this contractJuly 2016, all employees covered by this Agreement shall receive a one and eight-tenth two percent (1.82.0%) increase based on rates in force on the prior day. Such adjustments shall be applied to the salary grid. Effective with the start of the first full payroll period in July 2017, all employees covered by this Agreement shall receive a two and one-quarter percent (2.25%) increase, based on rates in force on the prior day. Such adjustment shall be applied to the salary grid. (b) Employees equal to or more than one and eight-tenth two percent (1.82.0%) above the maximum for their pay grade on the effective date of the July 2016 increase shall instead receive a lump sum payment equivalent to one and eight-tenth two percent (1.82.0%) of their base hourly rate, annualized, and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in July 2016. Employees equal to or more than two and one-quarter percent (2.25%) above the maximum for their pay grade on the effective date of each fiscal yearthe July 2017 increase shall instead receive a lump sum payment equivalent to two and one-quarter percent (2.25%) of their base hourly rate, annualized, and prorated for part- time employment. Lump sum payments will be made in the paycheck for the first full pay period in July 2017. (c) Employees who are less than one and eight-tenth two percent (1.82.0%) above the maximum of their pay grade on the effective date of the July 2016 increase, shall receive that proportion of the increase that will result in their placement on step 15 of their pay grade, and shall receive the difference between this base salary increase and the one and eight-tenth two percent (1.82.0%) increase, annualized, and prorated for part-time employment, as a lump sum payment as specified above. Employees who are less than two and one-one quarter percent (2.25%) above the maximum of their pay grade on the effective date of the July 2017 increase, shall receive that proportion of the increase that will result in their placement on step 15 of their pay grade, and shall receive the difference between this base salary increase and the two and one-quarter percent (2.25%) increase, annualized, and prorated for part-time employment, as a lump sum payment as specified above. (d) Effective on the first day of the first full pay period of each fiscal year, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the one and eight-tenth percent (1.8%) increase is applied) which is less than eighteen thousand seven hundred twenty dollars ($18,720), will be paid one-fourth (1/4) of the difference between their annualized salary and eighteen thousand seven hundred twenty dollars ($18,720) at the beginning of each calendar quarter so long as their annualized salary is still less than eighteen thousand seven hundred twenty dollars ($18,720) at the beginning of that calendar quarter. The calculation of this benefit for Part-time Employees who meet the above criteria will be prorated on the basis of the number of hours regularly worked. 4. Effective July 1, 20012012, the required time on each step in the Step Pay Plan shall be as follows: Step 1 (probation) - normally, six (6) months Step 2 (EOP) - one year Step 9 - one year Step 3 - one year Step 10 - one year Step 4 - one year Step 11 - one year Step 5 - one year Step 12 - two years one year Step 6 - one year Step 13 - two years one year Step 7 - one year Step 14 - two years one year Step 8 - one year Step 15 - final step 5. Computation of Step Dates, and requirements for step movements for the Pay plan in effect on June 30, 1990, shall remain unchanged, except as specifically modified herein. At the beginning of the first full payroll period following the employee’s new Step Date, the employee shall advance to the next higher step in the pay grade upon completion of the required time on step. 6. Movement to a higher step hereunder is predicated on satisfactory performance, based on the annual performance evaluation. In all cases, failure to achieve a satisfactory annual evaluation (i.e., a “3” under the current system) will result in loss of credit for that year’s years’ service in computing time on step. 7. An employee who has been demoted from a position: (a) without loss of pay; or (b) with a percentage loss of pay pursuant to Section 6.072 of the Rules and Regulations for Personnel Administration; or (c) with a loss of pay due solely to the fact that the employee’s salary could not exceed the maximum for the lower pay grade; and who later returns within two (2) years to a position in a higher pay grade shall be considered, for purposes of salary adjustment, to be a restored employee under Section 6.077 of the Rules and Regulations for Personnel Administration. 8. Implementation of the compensation plans specified herein shall be in accordance with procedures developed by the Secretary of Administration subject to this collective bargaining agreement and shall not be subject to the provisions of Chapter 25 of Title 3. VSEA shall be granted a copy of the procedures thirty (30) days prior to implementation and shall retain the right to grieve any violation of this Agreement resulting from implementation of such procedures. 9. RATE AFTER PROMOTION, UPWARD REALLOCATION OR REASSIGNMENT Effective July 5, 1992, upon promotion, upward reallocation or reassignment of a position to a higher pay grade, an employee covered by this Agreement shall receive a salary increase by being slotted onto that step of the new pay grade which would reflect an increase of at least five percent (5%) over the salary rate prior to promotion (i.e., five percent (5%) is the lowest amount an employee will receive, and the maximum amount would be governed according to placement on a step which might be higher than, but nearest to, the five percent (5%) minimum specified). The rate of five percent (5%) as outlined above shall be eight percent (8%) if the employee is moving upwards three (3) or more pay grades. An employee who moves, for the first time, into the Supervisory Bargaining Unit by promotion, upward reallocation, redesignation, upward reassignment, or lateral transfer, on or after July 1, 2005, shall receive a salary increase of eight percent (8%) regardless of the number of pay grades involved. This subsection shall also apply if the movement is temporary or time limited. A temporary assignment shall not qualify as a “for first time” movement into the Supervisory Unit. Notwithstanding the above, any promotion or reclassification to a higher class as a result of an employee automatically “promoting” upon completion of the requirements of the lower level class as outlined in the position class description, the rate on promotion shall be eight percent (8%). In no case will such an employee receive less than the Step 2 (end of probation) rate of the new pay grade, unless the employee has not completed original probation, or more than the Step 15 (maximum) rate. If the employee’s salary at the time of promotion, upward reallocation, or upward reassignment is already over the maximum of the new grade, no salary adjustment shall occur. After placement on step in the new pay grade, the employee may advance to the next step after meeting the waiting period requirements applicable to that step (as set forth in Sections 4 and 5 herein), based on the effective date of the promotion or upward reallocation. 10. The salary upon which any increase resulting from promotion, upward reallocation, or upward reassignment is computed for a given employee, is that employee’s most recent salary in the last position in which any required probationary period was completed, plus any subsequent general salary adjustment, except that no employee will be reduced in salary as a result of this provision. (a) An employee except an employee on original probation who, is promoted, upwardly reallocated or upwardly reassigned shall be placed on the step in the new pay grade that is the result of the normal promotional increase. (b) If a Request for Classification Review is submitted on or after January 13, 2002; and the incumbent is subsequently entitled to a retroactive pay adjustment due to corrective classification action (resulting from either classification review or classification grievance); and the incumbent has received a step increase after the date the request for review was filed but before the classification decision was processed; then the employee’s salary shall be based on his/her rate of pay as of the date the adjustment is processed. 11. Employees who are laterally transferred to a different position in their same class, or into a different class but in the same pay grade, will not establish a new Step Date as a result of such move. This provision does not apply to employees on original probation. (a) Effective July 5, 1992, when an employee voluntarily demotes three (3) or more pay grades, or is involuntarily demoted to a position in a lower pay grade, that employee shall be placed on a specific step in the new (lower) pay grade that is within the range for salary upon demotion specified in Section 6.072, et seq., of the Rules and Regulations for Personnel Administration which represents at least a one and one-half percent (1.5%) decrease in salary and then slotted down, but shall not be paid less than the minimum, nor more than the maximum for such lower pay grade. All such employees will establish a new Step Date. (b) Effective January 13, 2002, and notwithstanding the above, when an employee voluntarily demotes one (1) or two (2) pay grades (whether by classification action or otherwise), the rate of pay shall be “red circled” and shall not be subject to a reduction. Such employee will move to the step next above his/her red circled rate on the next step date, except when the salary is over the maximum for the pay grade or falls on a step in the new Pay Grade. The next step date in such cases shall be based on the effective date of the demotion, and will be calculated on the required time on step assigned to the step next below the employee’s red circled rate. Nothing in this agreement shall restrict or preclude the employer from discussing voluntary demotion or downward reallocation with an employee for other than disciplinary reasons. 13. When an employee is: promoted; demoted; restored; rehired in accordance with RIF rights; reallocated; or reassigned, a new Step Date shall be established, based upon the effective date of such action. 14. The Commissioner of Human Resources retains the following rights: (a) Hiring Within Range To hire employees above the end of probation rate for their class, consistent with 6.042 et seq. of the Rules and Regulations for Personnel Administration for the State of Vermont. In any such instance, the Commissioner of Human Resources may raise the rate of current employees in that department in the same class and/or associated class to the rate of the newly hired employee. Employees so raised shall retain their old step date and time already accrued toward his/her next step movement. Any such hire or subsequent raising of the rate for previous hires shall not be deemed inconsistent with the provisions of paragraph 14 or 15 so long as the hiring rate specified for the class remains unchanged.Section

SALARIES AND WAGES. 1. The compensation plans for State employees covered by this Agreement Agreement, except State Police Lieutenants, shall be as follows: Effective Date Appendix I July 1, 2008 (current chart) 2014 Appendix II Start of the first full pay period in July 2008 2014 (July 613, 20082014) Appendix III Start of the first full pay period in July 2009 2015 (July 512, 2009) Appendix IV July 1, 2008 (current chart) Appendix V Start of the first full pay period in July 2008 (July 6, 2008) Appendix VI Start of the first full pay period in July 2009 (July 5, 20092015) 2. Salary is computed as an hourly rate rounded to the nearest whole cent. (a) Effective with the start of the first full pay payroll period in each fiscal year covered by this contract, all employees covered by this Agreement shall receive a one two and eightone-tenth half percent (1.82.5%) increase increase, based on the rates in force on the prior day. Such adjustments shall be applied to the salary grid. (b) Employees who are equal to to, or more than one two and eightone-tenth half percent (1.82.5%) above above, the maximum for their pay grade grade, on the effective date of the increase shall instead receive a lump sum payment equivalent to one two and eightone-tenth half percent (1.82.5%) of their base hourly rate, annualized, annualized and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in July of each fiscal year. (c) Employees who are less than one two and eightone-tenth half percent (1.82.5%) above the maximum of for their pay grade grade, on the effective date of the increase, increase shall receive that proportion of the increase that will result in their placement on step Step 15 of their pay grade, and shall receive the difference between this base salary increase and the one two and eightone-tenth half percent (1.82.5%) increase, annualized, annualized and prorated for part-time employment, as a lump sum payment as specified above. (d) Effective on the first day of the first full pay period of each fiscal year, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the one addition of the two and eightone-tenth half percent (1.82.5%) increase is applied) which is less than eighteen thousand seven twenty-five thousand, nine hundred twenty and fifty-eight dollars ($18,72025,958), will be paid one-fourth (1/4) of the difference between their annualized salary and eighteen thousand seven twenty-five thousand, nine hundred twenty and fifty-eight dollars ($18,72025,958) at the beginning of each calendar quarter so long as their annualized salary is still less than eighteen thousand seven twenty-five thousand, nine hundred twenty dollars and fifty-eight ($18,72025,958) at the beginning of that calendar quarter. The calculation of this benefit for Partpart-time Employees employees who meet the above criteria will be prorated on the basis of the number of hours regularly worked. All employees covered by this section shall receive the above two and one-half percent (2.5%) increase for each fiscal year. 4. Effective July 1, 2001, the The required time on each step in the Step Pay Plan shall be as follows: Step 1 (probation) - normally, six (6) 6 months Step 2 (EOP) - one year Step 9 - one year two years Step 3 - one year Step 10 - one year two years Step 4 - one year Step 11 - one year two years Step 5 - one year Step 12 - two years Step 6 - one year two years Step 13 - three years Step 7 - two years Step 7 - one year Step 14 - two three years Step 8 - one year two years Step 15 - final step 5. Computation of Step Dates, and requirements for step movements for the Pay plan Plan in effect on June 30, 1990, shall remain unchanged, except as specifically modified herein. At the beginning of the first full payroll period following the employee’s new Step Date, the employee shall advance to the next higher step in the pay grade upon completion of the required time on step. 6. Movement to a higher step hereunder is predicated on satisfactory performance, based on the annual performance evaluation. In all cases, failure to achieve a satisfactory annual evaluation (i.e., a “3” under the current system) will result in loss of credit for that year’s service in computing time on step. 7. An employee who has been demoted from a position: (a) without loss of pay; or (b) with a percentage loss of pay pursuant to Section 6.072 of the Rules and Regulations for Personnel Administration; or (c) with a loss of pay due solely to the fact that the employee’s salary could not exceed the maximum for the lower pay grade; and who later returns within two (2) years to a position in a higher pay grade shall be considered, for purposes of salary adjustment, to be a restored employee under Section 6.077 of the Rules and Regulations for Personnel Administration. 8. Implementation of the compensation plans specified herein shall be in accordance with procedures developed by the Secretary of Administration subject to this collective bargaining agreement and shall not be subject to the provisions of Chapter 25 of Title 3. VSEA shall be granted a copy of the procedures thirty (30) days prior to implementation and shall retain the right to grieve any violation of this Agreement resulting from implementation of such procedures. 9. RATE AFTER PROMOTION, UPWARD REALLOCATION OR REASSIGNMENT Effective July 5, 1992, upon promotion, upward reallocation or reassignment of a position to a higher pay grade, an employee covered by this Agreement shall receive a salary increase by being slotted onto that step of the new pay grade which would reflect an increase of at least five percent (5%) over the salary rate prior to promotion (i.e., five percent (5%) is the lowest amount an employee will receive, and the maximum amount would be governed according to placement on a step which might be higher than, but nearest to, the five percent (5%) minimum specified). The rate of five percent (5%) as outlined above shall be eight percent (8%) if the employee is moving upwards three (3) or more pay grades. An employee who moves, for the first time, into the Supervisory Bargaining Unit by promotion, upward reallocation, redesignation, upward reassignment, or lateral transfer, on or after July 1, 2005, shall receive a salary increase of eight percent (8%) regardless of the number of pay grades involved. This subsection shall also apply if the movement is temporary or time limited. A temporary assignment shall not qualify as a “for first time” movement into the Supervisory Unit. Notwithstanding the above, any promotion or reclassification to a higher class as a result of an employee automatically “promoting” upon completion of the requirements of the lower level class as outlined in the position class description, the rate on promotion shall be eight percent (8%). In no case will such an employee receive less than the Step 2 (end of probation) rate of the new pay grade, unless the employee has not completed original probation, or more than the Step 15 (maximum) rate. If the employee’s salary at the time of promotion, upward reallocation, or upward reassignment is already over the maximum of the new grade, no salary adjustment shall occur. After placement on step in the new pay grade, the employee may advance to the next step after meeting the waiting period requirements applicable to that step (as set forth in Sections 4 and 5 herein), based on the effective date of the promotion or upward reallocation. 10. The salary upon which any increase resulting from promotion, upward reallocation, or upward reassignment is computed for a given employee, is that employee’s most recent salary in the last position in which any required probationary period was completed, plus any subsequent general salary adjustment, except that no employee will be reduced in salary as a result of this provision. (a) An employee except an employee on original probation who, is promoted, upwardly reallocated or upwardly reassigned shall be placed on the step in the new pay grade that is the result of the normal promotional increase. (b) If a Request for Classification Review is submitted on or after January 13, 2002; and the incumbent is subsequently entitled to a retroactive pay adjustment due to corrective classification action (resulting from either classification review or classification grievance); and the incumbent has received a step increase after the date the request for review was filed but before the classification decision was processed; then the employee’s salary shall be based on his/her rate of pay as of the date the adjustment is processed. 11. Employees who are laterally transferred to a different position in their same class, or into a different class but in the same pay grade, will not establish a new Step Date as a result of such move. This provision does not apply to employees on original probation. (a) Effective July 5, 1992, when an employee voluntarily demotes three (3) or more pay grades, or is involuntarily demoted to a position in a lower pay grade, that employee shall be placed on a specific step in the new (lower) pay grade that is within the range for salary upon demotion specified in Section 6.072, et seq., of the Rules and Regulations for Personnel Administration which represents at least a one and one-half percent (1.5%) decrease in salary and then slotted down, but shall not be paid less than the minimum, nor more than the maximum for such lower pay grade. All such employees will establish a new Step Date. (b) Effective January 13, 2002, and notwithstanding the above, when an employee voluntarily demotes one (1) or two (2) pay grades (whether by classification action or otherwise), the rate of pay shall be “red circled” and shall not be subject to a reduction. Such employee will move to the step next above his/her red circled rate on the next step date, except when the salary is over the maximum for the pay grade or falls on a step in the new Pay Grade. The next step date in such cases shall be based on the effective date of the demotion, and will be calculated on the required time on step assigned to the step next below the employee’s red circled rate. Nothing in this agreement shall restrict or preclude the employer from discussing voluntary demotion or downward reallocation with an employee for other than disciplinary reasons. 13. When an employee is: promoted; demoted; restored; rehired in accordance with RIF rights; reallocated; or reassigned, a new Step Date shall be established, based upon the effective date of such action. 14. The Commissioner of Human Resources retains the following rights: (a) Hiring Within Range To hire employees above the end of probation rate for their class, consistent with 6.042 et seq. of the Rules and Regulations for Personnel Administration for the State of Vermont. In any such instance, the Commissioner of Human Resources may raise the rate of current employees in that department in the same class and/or associated class to the rate of the newly hired employee. Employees so raised shall retain their old step date and time already accrued toward his/her next step movement. Any such hire or subsequent raising of the rate for previous hires shall not be deemed inconsistent with the provisions of paragraph 14 or 15 so long as the hiring rate specified for the class remains unchanged.

SALARIES AND WAGES. 1. The compensation plans for State employees covered by this Agreement shall be as follows: Effective Date Appendix I July 1, 2008 2010 (current chart) Appendix II Start of the first full pay period in July 2008 2010 (July 64, 2008) Appendix III Start of the first full pay period in July 2009 (July 5, 2009) Appendix IV July 1, 2008 (current chart) Appendix V Start of the first full pay period in July 2008 (July 6, 2008) Appendix VI Start of the first full pay period in July 2009 (July 5, 20092010) 2. Salary is computed as an hourly rate rounded to the nearest whole cent. (a) Effective with the start of the first full pay period in each fiscal year covered by this contractJuly 2010 and continuing through June 29, 2012, all employees covered by this Agreement shall receive a one and eight-tenth three percent (1.83.0%) increase decrease based on upon rates in force on the prior day. Such adjustments Effective June 30, 2012, the salary grid shall be applied returned to the salary gridJuly 1, 2010, rates as set forth in Appendix I. The resulting adjustment in pay for employees covered by this Agreement shall be implemented at the beginning of the next full pay period, subject to any adjustments established through negotiations for the successor agreement. (b) This section does not apply to the contract in effect during the 2011 and 2012 contract years. Employees equal to or more than one and eight-tenth percent the negotiated increase, if any, in section 3 (1.8%) a), above the maximum for their pay grade on the effective date of the increase shall instead receive a lump sum payment equivalent to one and eight-tenth percent (1.8%) the negotiated increase, if any, of their base hourly rate, annualized, annualized and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in July of each fiscal year. (c) This section does not apply to the contract in effect during the 2011 and 2012 contract years. Employees who are less than one and eight-tenth percent the negotiated increase, if any, in section 3 (1.8%) a), above the maximum of for their pay grade on the effective date of the increase, increase shall receive that proportion of the increase that will result in their placement on step Step 15 of their pay grade, and shall receive the difference between this base salary increase and the one and eight-tenth percent (1.8%) negotiated increase, annualizedif any, in section 3 (a),annualized and prorated for part-time employment, as a lump sum payment as specified above. (d) Effective on the first day of the first full pay period of each fiscal year, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the one and eight-tenth three percent (1.83.0%) increase decrease is applied) which is less than eighteen thousand seven hundred twenty dollars ($18,720), will be paid one-fourth (1/4) of the difference between their annualized salary and eighteen thousand seven hundred twenty dollars ($18,720) at the beginning of each calendar quarter so long as their annualized salary is still less than eighteen thousand seven hundred twenty dollars ($18,720) at the beginning of that calendar quarter. The calculation of this benefit for Part-time Employees who meet the above criteria will be prorated on the basis of the number of hours regularly worked. 4. Effective July 1, 2001, the The required time on each step in the Step Pay Plan shall be as follows: Step 1 (probation) - normally, six (6) 6 months Step 2 (EOP) - one year Step 9 - one year two years Step 3 - one year Step 10 - one year two years Step 4 - one year Step 11 - one year two years Step 5 - one year Step 12 - two years Step 6 - one year two years Step 13 - three years Step 7 - two years Step 7 - one year Step 14 - two three years Step 8 - one year two years Step 15 - final step 5. Computation of Step Dates, and requirements for step movements for the Pay plan in effect on June 30, 1990, shall remain unchanged, unchanged except as specifically modified hereinby this paragraph. Notwithstanding all other provisions of this Agreement, all employees are frozen in their current steps once they have completed original probation, and no employee shall receive a step increase in salary during the term of this Agreement, but they shall return to normal step movement following the end of this 2011-2012 Agreement. The Department of Human Resources shall administer this ―Step Freeze‖ and the other provisions of this Article in accordance with the attached ―Step Freeze Guidelines.‖ At the beginning of the first full payroll period following the employee’s new Step Date, the employee shall advance to the next higher step in the pay grade upon completion of the required time on step. 6. Movement Except as specified in Paragraph 7 in the ―Performance Article‖, movement to a higher step hereunder is predicated on satisfactory performance, based on the annual performance evaluation. In all cases, failure to achieve a satisfactory annual evaluation (i.e., a “3” ―3‖ under the current system) will result in loss of credit for that year’s service in computing time on step. 7. An employee who has been demoted from a position: (a) without loss of pay; or (b) with a percentage loss of pay pursuant to Section 6.072 of the Rules and Regulations for Personnel Administration; or (c) with a loss of pay due solely to the fact that the employee’s salary could not exceed the maximum for the lower pay grade; and who later returns within two (2) years to a position in a higher pay grade shall be considered, for purposes of salary adjustment, to be a restored employee under Section 6.077 of the Rules and Regulations for Personnel Administration. 8. Implementation of the compensation plans specified herein shall be in accordance with procedures developed by the Secretary of Administration subject to this collective bargaining agreement and shall not be subject to the provisions of Chapter 25 of Title 3. VSEA shall be granted a copy of the procedures thirty (30) days prior to implementation and shall retain the right to grieve any violation of this Agreement resulting from implementation of such procedures. 9. RATE AFTER PROMOTION, UPWARD REALLOCATION OR REASSIGNMENT Effective July 5, 1992, upon promotion, upward reallocation or reassignment of a position to a higher pay grade, an employee covered by this Agreement shall receive a salary increase by being slotted onto that step of the new pay grade which would reflect an increase of at least five percent (5%) over the salary rate prior to promotion (i.e., five percent (5%) is the lowest amount an employee will receive, and the maximum amount would be governed according to placement on a step which might be higher than, but nearest to, the five percent (5%) minimum specified). The rate of five percent (5%) as outlined above shall be eight percent (8%) if the employee is moving upwards three (3) or more pay grades. An employee employee, who moves, for the first time, into the Supervisory Bargaining Unit by promotion, upward reallocation, redesignation, upward reassignment, or lateral transfer, on or after July 1, 2005, shall receive a salary increase of eight percent (8%) regardless of the number of pay grades involved. This subsection shall also apply if the movement is temporary or time limited. A temporary assignment shall not qualify as a “for ―for first time” time‖ movement into the Supervisory Unit. Notwithstanding the above, any promotion or reclassification to a higher class as a result of an employee automatically “promoting” ―promoting‖ upon completion of the requirements of the lower level class as outlined in the position class description, the rate on promotion shall be eight percent (8%). In no case will such an employee receive less than the Step 2 (end of probation) rate of the new pay grade, unless the employee has not completed original probation, or more than the Step 15 (maximum) rate. If the employee’s salary at the time of promotion, upward reallocation, or upward reassignment is already over the maximum of the new grade, no salary adjustment shall occur. After placement on step in the new pay grade, the employee may advance to the next step after meeting the waiting period requirements applicable to that step (as set forth in Sections Section 4 and 5 herein), based on the effective date of the promotion or upward reallocation. 10. The salary upon which any increase resulting from promotion, upward reallocation, or upward reassignment is computed for a given employee, is that employee’s most recent salary in the last position in which any required probationary period was completed, plus any subsequent general salary adjustment, except that no employee will be reduced in salary as a result of this provision. (a) An employee employee, except an employee on original probation probation, who, is promoted, upwardly reallocated reallocated, or upwardly reassigned reassigned, shall be placed on the step in the new pay grade that is the result of the normal promotional increase. (b) If a Request for Classification Review is submitted on or after January 13, 2002; and the incumbent is subsequently entitled to a retroactive pay adjustment due to corrective classification action (resulting from either classification review or classification grievance); and the incumbent has received a step increase after the date the request for review was filed but before the classification decision was processed; then the employee’s salary shall be based on his/her rate of pay as of the date the adjustment is processed. 11. Employees who are laterally transferred to a different position in their same class, or into a different class but in the same pay grade, will not establish a new Step Date as a result of such move. This provision does not apply to employees on original probation. (a) Effective July 5, 1992, when an employee voluntarily demotes three (3) or more pay grades, or is involuntarily demoted to a position in a lower pay grade, that employee shall be placed on a specific step in the new (lower) pay grade that is within the range for salary upon demotion specified in Section 6.072, et seq., of the Rules and Regulations for Personnel Administration which represents at least a one and one-half percent (1.5%) decrease in salary and then slotted down, but shall not be paid less than the minimum, nor more than the maximum for such lower pay grade. All such employees will establish a new Step Date. (b) Effective January 13, 2002, and notwithstanding the above, when an employee voluntarily demotes one (1) or two (2) pay grades (whether by classification action or otherwise), the rate of pay shall be “red circled” ―red circled‖ and shall not be subject to a reduction. Such employee will move to the step next above his/her red circled rate on the next step date, except when the salary is over the maximum for the pay grade or falls on a step in the new Pay Grade. The next step date in such cases shall be based on the effective date of the demotion, and will be calculated on the required time on step assigned to the step next below the employee’s red circled rate. Nothing in this agreement shall restrict or preclude the employer from discussing voluntary demotion or downward reallocation with an employee for other than disciplinary reasons. 13. When an employee is: promoted; demoted; restored; rehired in accordance with RIF rights; reallocated; or reassigned, a new Step Date shall be established, based upon the effective date of such action. 14. The Commissioner of Human Resources retains the following rights: (a) Hiring Within Range To hire employees above the end of probation rate for their class, consistent with 6.042 et seq. of the Rules and Regulations for Personnel Administration for the State of Vermont. In any such instance, the Commissioner of Human Resources may raise the rate of current employees in that department in the same class and/or associated class to the rate of the newly hired employee. Employees so raised shall retain their old step date and time already accrued toward his/her next step movement. Any such hire or subsequent raising of the rate for previous hires shall not be deemed inconsistent with the provisions of paragraph 14 or 15 so long as the hiring rate specified for the class remains unchanged.

SALARIES AND WAGES. ‌ 1. The compensation plans for State employees covered by this Agreement shall be as follows: Effective Date Appendix I July 1, 2008 (current chart) 2018 Appendix II Start of the first full pay period in July 2008 January 2019 (July January 6, 20082019) Appendix III Start of the first full pay period in July 2009 January 2020 (July January 5, 2009) Appendix IV July 1, 2008 (current chart) Appendix V Start of the first full pay period in July 2008 (July 6, 2008) Appendix VI Start of the first full pay period in July 2009 (July 5, 20092020) 2. Salary is computed as an hourly rate rounded to the nearest whole cent. (a) Effective with the start of the first full pay payroll period in each fiscal year covered by this contractJanuary 2019, all employees covered by this Agreement shall receive a one and eightthirty-tenth five hundredths percent (1.81.35%) increase increase, based on the rates in force on the prior day. Such adjustment shall be applied to the salary grid. Effective with the start of the first full payroll period in January 2020, all employees covered by this Agreement shall receive a one and thirty-five hundredths percent (1.35%) increase, based on rates in force on the prior day. Such adjustments adjustment shall be applied to the salary grid. (b) Employees who are equal to to, or more than than, one and eightthirty-tenth five hundredths percent (1.81.35%) above the maximum for their pay grade on the effective date of the January 2019 increase shall instead receive a lump sum payment equivalent to one and eightthirty-tenth five hundredths percent (1.81.35%) of their base hourly rate, annualized and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in January 2019. Employees equal to or more than one and thirty-five hundredths percent (1.35%) above the maximum for their pay grade on the effective date of the January 2020 increase shall instead receive a lump sum payment equivalent to one and thirty-five hundredths percent (1.35%) of their base hourly rate, annualized, and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in July of each fiscal yearJanuary 2020. (c) Employees who are less than one and eightthirty-tenth five hundredths percent (1.81.35%) above the maximum for their pay grade on the effective date of the January 2019 increase shall receive that proportion of the increase that will result in their placement on Step 15 of their pay grade, and shall receive the difference between this base salary increase and the one and thirty-five hundredths percent (1.35%) increase, annualized and prorated for part-time employment, as a lump sum payment as specified above Employees who are less than one and thirty-five hundredths percent (1.35%) above the maximum of their pay grade on the effective date of the January 2020 increase, shall receive that proportion of the increase that will result in their placement on step 15 of their pay grade, and shall receive the difference between this base salary increase and the one and eightthirty-tenth five hundredths percent (1.81.35%) increase, annualized, and prorated for part-time employment, as a lump sum payment as specified above. (d) Effective on the first day of the first full pay period of each fiscal yearin January 2019, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the addition of the one and eightthirty-tenth five hundredths percent (1.81.35%) increase is applied) which is less than eighteen thousand seven twenty-nine thousand, one hundred and twenty dollars ($18,72029,120), will be paid one-fourth (1/4) of the difference between their annualized salary and eighteen thousand seven twenty-nine thousand, one hundred and twenty dollars ($18,72029,120) at the beginning of each calendar quarter quarter, so long as their annualized salary is still less than eighteen thousand seven twenty-nine thousand, one hundred and twenty dollars ($18,72029,120) at the beginning of that calendar quarter. Effective on the first day of the first full pay period in January 2020, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the addition of the one and thirty-five hundredths percent (1.35%) increase is applied) which is less than twenty-nine thousand, one hundred and twenty dollars ($29,120), will be paid one-fourth (1/4) of the difference between their annualized salary and twenty-nine thousand, one hundred and twenty dollars ($29,120) at the beginning of each calendar quarter, so long as their annualized salary is still less than twenty-nine thousand, one hundred and twenty dollars ($29,120) at the beginning of that calendar quarter. The calculation of this benefit for Part-time Employees who meet the above criteria will be prorated on the basis of the number of hours regularly worked. All employees covered by this section shall receive the above increases for each fiscal year. 4. Effective July 1, 2001, the The required time on each step in the Step Pay Plan shall be as follows: Step 1 (probation) - normally, six (6) 6 months Step 2 (EOP) - one year Step 9 - one year two years Step 3 - one year Step 10 - one year two years Step 4 - one year Step 11 - one year two years Step 5 - one year Step 12 - two years Step 6 - one year two years Step 13 - three years Step 7 - two years Step 7 - one year Step 14 - two three years Step 8 - one year two years Step 15 - final step 5. Computation of Step Dates, and requirements for step movements for the Pay plan Plan in effect on June 30, 1990, shall remain unchanged, except as specifically modified herein. At the beginning of the first full payroll period following the employee’s new Step Date, the employee shall advance to the next higher step in the pay grade upon completion of the required time on step. 6. Movement Except as specified in Paragraph 7 in the “Performance Article”, movement to a higher step hereunder is predicated on satisfactory performance, based on the annual performance evaluation. In all cases, failure to achieve a satisfactory annual evaluation (i.e., a “3” under the current system) will result in loss of credit for that year’s years’ service in computing time on step. 7. An employee who has been demoted from a position: (a) without loss of pay; or (b) with a percentage loss of pay pursuant to Section 6.072 of the Rules and Regulations for Personnel Administration; or (c) with a loss of pay due solely to the fact that the employee’s salary could not exceed the maximum for the lower pay grade; and who later returns within two (2) years to a position in a higher pay grade shall be considered, for purposes of salary adjustment, to be a restored employee under Section 6.077 of the Rules and Regulations for Personnel Administration. 8. Implementation of the compensation plans specified herein shall be in accordance with procedures developed by the Secretary of Administration subject to this collective bargaining agreement and shall not be subject to the provisions of Chapter 25 of Title 3. VSEA shall be granted a copy of the procedures thirty (30) days prior to implementation and shall retain the right to grieve any violation of this Agreement resulting from implementation of such procedures. 9. RATE AFTER PROMOTION, UPWARD REALLOCATION OR REASSIGNMENT Effective July 5, 1992, upon promotion, upward reallocation or reassignment of a position to a higher pay grade, an employee covered by this Agreement shall receive a salary increase by being slotted onto that step of the new pay grade which would reflect an increase of at least five percent (5%) over the salary rate prior to promotion (i.e., five percent (5%) is the lowest amount an employee will receive, and the maximum amount would be governed according to placement on a step which might be higher than, but nearest to, the five percent (5%) minimum specified). The rate of five percent (5%) as outlined above shall be eight percent (8%) if the employee is moving upwards three (3) or more pay grades. An employee employee, who moves, for the first time, into the Supervisory Bargaining Unit by promotion, upward reallocation, redesignation, upward reassignment, or lateral transfer, on or after July 1, 2005, shall receive a salary increase of eight percent (8%) regardless of the number of pay grades involved. This subsection shall also apply if the movement is temporary or time limited. A temporary assignment shall not qualify as a “for first time” movement into the Supervisory Unit. Notwithstanding the above, any promotion or reclassification to a higher class as a result of an employee automatically “promoting” upon completion of the requirements of the lower level class as outlined in the position class description, the rate on promotion shall be eight percent (8%). In no case will such an employee receive less than the Step 2 (end of probation) rate of the new pay grade, unless the employee has not completed original probation, or more than the Step 15 (maximum) rate. If the employee’s salary at the time of promotion, upward reallocation, or upward reassignment is already over the maximum of the new grade, no salary adjustment shall occur. After placement on step in the new pay grade, the employee may advance to the next step after meeting the waiting period requirements applicable to that step (as set forth in Sections Section 4 and 5 herein), based on the effective date of the promotion or upward reallocation. 10. The salary upon which any increase resulting from promotion, upward reallocation, or upward reassignment is computed for a given employee, is that employee’s most recent salary in the last position in which any required probationary period was completed, plus any subsequent general salary adjustment, except that no employee will be reduced in salary as a result of this provision. (a) An employee employee, except an employee on original probation probation, who, is promoted, upwardly reallocated reallocated, or upwardly reassigned reassigned, shall be placed on the step in the new pay grade that is the result of the normal promotional increase. (b) If a Request for Classification Review is submitted on or after January 13, 2002; and the incumbent is subsequently entitled to a retroactive pay adjustment due to corrective classification action (resulting from either classification review or classification grievance); and the incumbent has received a step increase after the date the request for review was filed but before the classification decision was processed; then the employee’s salary shall be based on his/her rate of pay as of the date the adjustment is processed. 11. Employees who are laterally transferred to a different position in their same class, or into a different class but in the same pay grade, will not establish a new Step Date as a result of such move. This provision does not apply to employees on original probation. (a) Effective July 5, 1992, when an employee voluntarily demotes three (3) or more pay grades, or is involuntarily demoted to a position in a lower pay grade, that employee shall be placed on a specific step in the new (lower) pay grade that is within the range for salary upon demotion specified in Section 6.072, et seq., of the Rules and Regulations for Personnel Administration which represents at least a one and one-half percent (1.5%) decrease in salary and then slotted down, but shall not be paid less than the minimum, nor more than the maximum for such lower pay grade. All such employees will establish a new Step Date. (b) Effective January 13, 2002, and notwithstanding the above, when an employee voluntarily demotes one (1) or two (2) pay grades (whether by classification action or otherwise), the rate of pay shall be “red circled” and shall not be subject to a reduction. Such employee will move to the step next above his/her red circled rate on the next step date, except when the salary is over the maximum for the pay grade or falls on a step in the new Pay Grade. The next step date in such cases shall be based on the effective date of the demotion, and will be calculated on the required time on step assigned to the step next below the employee’s red circled rate. Nothing in this agreement shall restrict or preclude the employer from discussing voluntary demotion or downward reallocation with an employee for other than disciplinary reasons. 13. When an employee is: promoted; demoted; restored; rehired in accordance with RIF rights; reallocated; or reassigned, a new Step Date shall be established, based upon the effective date of such action. 14. The Commissioner of Human Resources retains the following rights: (a) Hiring Within Range To hire employees above the end of probation rate for their class, consistent with 6.042 et seq. of the Rules and Regulations for Personnel Administration for the State of Vermont. In any such instance, the Commissioner of Human Resources may raise the rate of current employees in that department in the same class and/or associated class to the rate of the newly hired employee. Employees so raised shall retain their old step date and time already accrued toward his/her next step movement. Any such hire or subsequent raising of the rate for previous hires shall not be deemed inconsistent with the provisions of paragraph 14 or 15 so long as the hiring rate specified for the class remains unchanged.

SALARIES AND WAGES. 1. The compensation plans for State employees covered by this Agreement shall be as follows: Effective Date Appendix I July 1, 2008 (current chart) 2022 Appendix II Start of the first full pay period in July 2008 2022 (July 63, 20082022) Appendix III Start of the first full pay period in July 2009 2023 (July 52, 2009) Appendix IV July 1, 2008 (current chart) Appendix V Start of the first full pay period in July 2008 (July 6, 2008) Appendix VI Start of the first full pay period in July 2009 (July 5, 20092023) 2. Salary is computed as an hourly rate rounded to the nearest whole cent. (a) Effective with the start of the first full pay payroll period in each fiscal year covered by this contractJuly 2022, all employees covered by this Agreement shall receive a one and eight-tenth three percent (1.83.0%) increase increase, based on rates in force on the prior day. Such adjustments adjustment shall be applied to the salary grid. Each bargaining unit member employed by the State on January 14, 2023, shall be paid a one-time lump sum in the amount of one thousand five hundred dollars ($1500.00). Lump sum payments shall be made in the paycheck for the first full pay period in January 2023. Effective with the start of the first full payroll period in July 2023, all employees covered by this Agreement shall receive a two percent (2.0%) increase, based on rates in force on the prior day. Such adjustment shall be applied to the salary grid. Each bargaining unit member employed by the State on January 27, 2024, shall be paid a one-time lump sum in the amount of one thousand dollars ($1000.00). Lump sum payments shall be made in the paycheck for the first full pay period in January 2024. (b) Employees equal to or more than one and eight-tenth three percent (1.83.0%) above the maximum for their pay grade on the effective date of the July 2022 increase shall instead receive a lump sum payment equivalent to one and eight-tenth three percent (1.83.0%) of their base hourly rate, annualized, and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in July 2022. Employees equal to or more than two percent (2.0%) above the maximum for their pay grade on the effective date of each fiscal yearthe July 2023 increase shall instead receive a lump sum payment equivalent to two percent (2.0%) of their base hourly rate, annualized, and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in July 2023. (c) Employees who are less than one and eight-tenth three percent (1.83.0%) above the maximum of their pay grade on the effective date of the July 2022 increase, shall receive that proportion of the increase that will result in their placement on step 15 of their pay grade, and shall receive the difference between this base salary increase and the one and eight-tenth three percent (1.83.0%) increase, annualized, and prorated for part-time employment, as a lump sum payment as specified above. Employees who are less than two percent (2.0%) above the maximum of their pay grade on the effective date of the July 2023 increase, shall receive that proportion of the increase that will result in their placement on step 15 of their pay grade, and shall receive the difference between this base salary increase and the two percent (2.0%) increase, annualized, and prorated for part-time employment, as a lump sum payment as specified above. (d) Effective on the first full pay period in July 2022, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary which is less than twenty-nine thousand, one hundred and twenty dollars ($29,120) (after the addition of the three percent (3.0%) increase is applied), will be paid one-fourth (1/4) of the difference between their annualized salary and twenty-nine thousand, one hundred and twenty dollars ($29,120) at the beginning of each calendar quarter so long as their annualized salary is still less than twenty-nine thousand, one hundred and twenty dollars ($29,120) at the beginning of that calendar quarter. Effective on the first day of the first full pay period of each fiscal yearin July 2023, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the addition of the two and one and eight-tenth quarter percent (1.82.25%) increase is applied) which is less than eighteen thousand seven twenty-nine thousand, one hundred and twenty dollars ($18,72029,120), will be paid one-fourth (1/4) of the difference between their annualized salary and eighteen thousand seven twenty-nine thousand, one hundred and twenty dollars ($18,72029,120) at the beginning of each calendar quarter quarter, so long as their annualized salary is still less than eighteen thousand seven twenty-nine thousand, one hundred and twenty dollars ($18,72029,120) at the beginning of that calendar quarter. The calculation of this benefit for Part-time Employees who meet the above criteria will be prorated on the basis of the number of hours regularly worked. 4. Effective July 1, 2001, the The required time on each step in the Step Pay Plan shall be as follows: Step 1 (probation) - normally, six (6) 6 months Step 2 (EOP) - one year Step 9 - one year two years Step 3 - one year Step 10 - one year two years Step 4 - one year Step 11 - one year two years Step 5 - one year Step 12 - two years Step 6 - one year two years Step 13 - three years Step 7 - two years Step 7 - one year Step 14 - two three years Step 8 - one year two years Step 15 - final step 5. Computation of Step Dates, and requirements for step movements for the Pay plan Plan in effect on June 30, 1990, shall remain unchanged, except as specifically modified herein. At the beginning of the first full payroll period following the employee’s 's new Step Date, the employee shall advance to the next higher step in the pay grade upon completion of the required time on step. 6. Movement Except as specified in Paragraph 6 in the “Performance Article”, movement to a higher step hereunder is predicated on satisfactory performance, based on the annual performance evaluation. In all cases, failure to achieve a satisfactory annual evaluation (i.e., a “3” under the current system) will result in loss of credit for that year’s 's service in computing time on step. 7. An employee who has been demoted from a position: (a) without loss of pay; or (b) with a percentage loss of pay pursuant to Section 6.072 of the Rules and Regulations for Personnel Administration; or (c) with a loss of pay due solely to the fact that the employee’s 's salary could not exceed the maximum for the lower pay grade; and who later returns within two (2) years to a position in a higher pay grade shall be considered, for purposes of salary adjustment, to be a restored employee under Section 6.077 of the Rules and Regulations for Personnel Administration. 8. Implementation of the compensation plans specified herein shall be in accordance with procedures developed by the Secretary of Administration subject to this collective bargaining agreement and shall not be subject to the provisions of Chapter 25 of Title 3. VSEA shall be granted a copy of the procedures thirty (30) days prior to implementation and shall retain the right to grieve any violation of this Agreement resulting from implementation of such procedures. 9. RATE AFTER PROMOTION, UPWARD REALLOCATION OR REASSIGNMENT Effective July 5, 1992, upon promotion, upward reallocation or reassignment of a position to a higher pay grade, an employee covered by this Agreement shall receive a salary increase by being slotted onto that step of the new pay grade which would reflect an increase of at least five percent (5%) over the salary rate prior to promotion (i.e., five percent (5%) is the lowest amount an employee will receive, and the maximum amount would be governed according to placement on a step which might be higher than, but nearest to, the five percent (5%) minimum specified). The rate of five percent (5%) as outlined above shall be eight percent (8%) if the employee is moving upwards three (3) or more pay grades. An employee employee, who moves, for the first time, into the Supervisory Bargaining Unit by promotion, upward reallocation, redesignation, upward reassignment, or lateral transfer, on or after July 1, 2005, shall receive a salary increase of eight percent (8%) regardless of the number of pay grades involved. This subsection shall also apply if the movement is temporary or time limited. A temporary assignment shall not qualify as a “for first time” movement into the Supervisory Unit. Notwithstanding the above, any promotion or reclassification to a higher class as a result of an employee automatically “promoting” upon completion of the requirements of the lower level class as outlined in the position class description, the rate on promotion shall be eight percent (8%). In no case will such an employee receive less than the Step 2 (end of probation) rate of the new pay grade, unless the employee has not completed original probation, or more than the Step 15 (maximum) rate. If the employee’s 's salary at the time of promotion, upward reallocation, or upward reassignment is already over the maximum of the new grade, no salary adjustment shall occur. After placement on step in the new pay grade, the employee may advance to the next step after meeting the waiting period requirements applicable to that step (as set forth in Sections Section 4 and 5 herein), based on the effective date of the promotion or upward reallocation. 10. The salary upon which any increase resulting from promotion, upward reallocation, or upward reassignment is computed for a given employee, is that employee’s 's most recent salary in the last position in which any required probationary period was completed, plus any subsequent general salary adjustment, except that no employee will be reduced in salary as a result of this provision. (a) An employee except an employee on original probation who, who is promoted, upwardly reallocated or upwardly reassigned shall be placed on the step in the new pay grade that is the result of the normal promotional increase. (b) If a Request for Classification Review is submitted on or after January 13, 2002; and the incumbent is subsequently entitled to a retroactive pay adjustment due to corrective classification action (resulting from either classification review or classification grievance); and the incumbent has received a step increase after the date the request for review was filed but before the classification decision was processed; then the employee’s salary shall be based on his/her rate of pay as of the date the adjustment is processed. 11. Employees who are laterally transferred to a different position in their same class, or into a different class but in the same pay grade, will not establish a new Step Date as a result of such move. This provision does not apply to employees on original probation. (a) Effective July 5, 1992, when an employee voluntarily demotes three (3) or more pay grades, or is involuntarily demoted to a position in a lower pay grade, that employee shall be placed on a specific step in the new (lower) pay grade that is within the range for salary upon demotion specified in Section 6.072, et seq., of the Rules and Regulations for Personnel Administration which represents at least a one and one-half percent (1.5%) decrease in salary and then slotted down, but shall not be paid less than the minimum, nor more than the maximum for such lower pay grade. All such employees will establish a new Step Date. (b) Effective January 13, 2002, and notwithstanding the above, when an employee voluntarily demotes one (1) or two (2) pay grades (whether by classification action or otherwise), the rate of pay shall be “red circled” and shall not be subject to a reduction. Such employee will move to the step next above his/her red circled rate on the next step date, except when the salary is over the maximum for the pay grade or falls on a step in the new Pay Grade. The next step date in such cases shall be based on the effective date of the demotion, and will be calculated on the required time on step assigned to the step next below the employee’s red circled rate. Nothing in this agreement shall restrict or preclude the employer from discussing voluntary demotion or downward reallocation with an employee for other than disciplinary reasons. 13. When an employee is: promoted; demoted; restored; rehired in accordance with RIF rights; reallocated; or reassigned, a new Step Date shall be established, based upon the effective date of such action. 14. The Commissioner of Human Resources retains the following rights: (a) Hiring Within Range To hire employees above the end of probation rate for their class, consistent with 6.042 et seq. of the Rules and Regulations for Personnel Administration for the State of Vermont. In any such instance, the Commissioner of Human Resources may raise the rate of current employees in that department in the same class and/or associated class to the rate of the newly hired employee. Employees so raised shall retain their old step date and time already accrued toward his/her next step movement. Any such hire or subsequent raising of the rate for previous hires shall not be deemed inconsistent with the provisions of paragraph 14 or 15 so long as the hiring rate specified for the class remains unchanged.

SALARIES AND WAGES. 1. The compensation plans for State employees covered by this Agreement shall be as follows: Effective Date Appendix I July 1, 2008 (current chart) 2014 Appendix II Start of the first full pay period in July 2008 2014 (July 613, 20082014) Appendix III Start of the first full pay period in July 2009 2015 (July 512, 2009) Appendix IV July 1, 2008 (current chart) Appendix V Start of the first full pay period in July 2008 (July 6, 2008) Appendix VI Start of the first full pay period in July 2009 (July 5, 20092015) 2. Salary is computed as an hourly rate rounded to the nearest whole cent. (a) Effective with the start of the first full pay payroll period in each fiscal year covered by this contract, all employees covered by this Agreement shall receive a one two and eightone-tenth half percent (1.82.5%) increase increase, based on the rates in force on the prior day. Such adjustments shall be applied to the salary grid. (b) Employees who are equal to to, or more than one two and eightone-tenth half percent (1.82.5%) above above, the maximum for of their pay grade on the effective date of the increase shall instead receive a lump sum payment equivalent to one two and eightone-tenth half percent (1.82.5%) of their base hourly rate, annualized, annualized and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in July of each fiscal year. (c) Employees who are less than one two and eightone-tenth half percent (1.82.5%) above the maximum of for their pay grade grade, on the effective date of the increase, increase shall receive that proportion of the increase that will result in their placement on step Step 15 of their pay grade, and shall receive the difference between this base salary increase and the one two and eightone-tenth half percent (1.82.5%) increase, annualized, annualized and prorated for part-time employment, as a lump sum payment as specified above. (d) Effective on the first day of the first full pay period of each fiscal year, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the one addition of the two and eightone-tenth half percent (1.82.5%) increase is applied) which is less than eighteen thousand seven twenty-five thousand, nine hundred twenty and fifty-eight dollars ($18,72025,958), will be paid one-fourth (1/4) of the difference between their annualized salary and eighteen thousand seven twenty-five thousand, nine hundred twenty and fifty- eight dollars ($18,72025,958) at the beginning of each calendar quarter so long as their annualized salary is still less than eighteen thousand seven twenty-five thousand, nine hundred twenty and fifty-eight dollars ($18,72025,958) at the beginning of that calendar quarter. The calculation of this benefit for Part-time Employees who meet the above criteria will be prorated on the basis of the number of hours regularly worked. 4. Effective July 1, 2001, the The required time on each step in the Step Pay Plan shall be as follows: Step 1 (probation) - normally, six (6) 6 months Step 2 (EOP) - one year Step 9 - one year two years Step 3 - one year Step 10 - one year two years Step 4 - one year Step 11 - one year two years Step 5 - one year Step 12 - two years Step 6 - one year two years Step 13 - three years Step 7 - two years Step 7 - one year Step 14 - two three years Step 8 - one year two years Step 15 - final step 5. Computation of Step Dates, and requirements for step movements for the Pay plan Plan in effect on June 30, 1990, shall remain unchanged, except as specifically modified herein. At the beginning of the first full payroll period following the employee’s 's new Step Date, the employee shall advance to the next higher step in the pay grade upon completion of the required time on step. 6. Movement Except as specified in Paragraph 6 in the “Performance Article”, movement to a higher step hereunder is predicated on satisfactory performance, based on the annual performance evaluation. In all cases, failure to achieve a satisfactory annual evaluation (i.e., a “3” under the current system) will result in loss of credit for that year’s 's service in computing time on step. 7. An employee who has been demoted from a position: (a) without loss of pay; or (b) with a percentage loss of pay pursuant to Section 6.072 of the Rules and Regulations for Personnel Administration; or (c) with a loss of pay due solely to the fact that the employee’s 's salary could not exceed the maximum for the lower pay grade; and who later returns within two (2) years to a position in a higher pay grade shall be considered, for purposes of salary adjustment, to be a restored employee under Section 6.077 of the Rules and Regulations for Personnel Administration. 8. Implementation of the compensation plans specified herein shall be in accordance with procedures developed by the Secretary of Administration subject to this collective bargaining agreement and shall not be subject to the provisions of Chapter 25 of Title 3. VSEA shall be granted a copy of the procedures thirty (30) days prior to implementation and shall retain the right to grieve any violation of this Agreement resulting from implementation of such procedures. 9. RATE AFTER PROMOTION, UPWARD REALLOCATION OR REASSIGNMENT Effective July 5, 1992, upon promotion, upward reallocation or reassignment of a position to a higher pay grade, an employee covered by this Agreement shall receive a salary increase by being slotted onto that step of the new pay grade which would reflect an increase of at least five percent (5%) over the salary rate prior to promotion (i.e., five percent (5%) is the lowest amount an employee will receive, and the maximum amount would be governed according to placement on a step which might be higher than, but nearest to, the five percent (5%) minimum specified). The rate of five percent (5%) as outlined above shall be eight percent (8%) if the employee is moving upwards three (3) or more pay grades. An employee employee, who moves, for the first time, into the Supervisory Bargaining Unit by promotion, upward reallocation, redesignation, upward reassignment, or lateral transfer, on or after July 1, 2005, shall receive a salary increase of eight percent (8%) regardless of the number of pay grades involved. This subsection shall also apply if the movement is temporary or time limited. A temporary assignment shall not qualify as a “for first time” movement into the Supervisory Unit. Notwithstanding the above, any promotion or reclassification to a higher class as a result of an employee automatically “promoting” upon completion of the requirements of the lower level class as outlined in the position class description, the rate on promotion shall be eight percent (8%). In no case will such an employee receive less than the Step 2 (end of probation) rate of the new pay grade, unless the employee has not completed original probation, or more than the Step 15 (maximum) rate. If the employee’s 's salary at the time of promotion, upward reallocation, or upward reassignment is already over the maximum of the new grade, no salary adjustment shall occur. After placement on step in the new pay grade, the employee may advance to the next step after meeting the waiting period requirements applicable to that step (as set forth in Sections Section 4 and 5 herein), based on the effective date of the promotion or upward reallocation. 10. The salary upon which any increase resulting from promotion, upward reallocation, or upward reassignment is computed for a given employee, is that employee’s 's most recent salary in the last position in which any required probationary period was completed, plus any subsequent general salary adjustment, except that no employee will be reduced in salary as a result of this provision. (a) An employee except an employee on original probation who, who is promoted, upwardly reallocated or upwardly reassigned shall be placed on the step in the new pay grade that is the result of the normal promotional increase. (b) If a Request for Classification Review is submitted on or after January 13, 2002; and the incumbent is subsequently entitled to a retroactive pay adjustment due to corrective classification action (resulting from either classification review or classification grievance); and the incumbent has received a step increase after the date the request for review was filed but before the classification decision was processed; then the employee’s salary shall be based on his/her rate of pay as of the date the adjustment is processed. 11. Employees who are laterally transferred to a different position in their same class, or into a different class but in the same pay grade, will not establish a new Step Date as a result of such move. This provision does not apply to employees on original probation. (a) Effective July 5, 1992, when an employee voluntarily demotes three (3) or more pay grades, or is involuntarily demoted to a position in a lower pay grade, that employee shall be placed on a specific step in the new (lower) pay grade that is within the range for salary upon demotion specified in Section 6.072, et seq., of the Rules and Regulations for Personnel Administration which represents at least a one and one-half percent (1.5%) decrease in salary and then slotted down, but shall not be paid less than the minimum, nor more than the maximum for such lower pay grade. All such employees will establish a new Step Date. (b) Effective January 13, 2002, and notwithstanding the above, when an employee voluntarily demotes one (1) or two (2) pay grades (whether by classification action or otherwise), the rate of pay shall be “red circled” and shall not be subject to a reduction. Such employee will move to the step next above his/her red circled rate on the next step date, except when the salary is over the maximum for the pay grade or falls on a step in the new Pay Grade. The next step date in such cases shall be based on the effective date of the demotion, and will be calculated on the required time on step assigned to the step next below the employee’s red circled rate. Nothing in this agreement shall restrict or preclude the employer from discussing voluntary demotion or downward reallocation with an employee for other than disciplinary reasons. 13. When an employee is: promoted; demoted; restored; rehired in accordance with RIF rights; reallocated; or reassigned, a new Step Date shall be established, based upon the effective date of such action. 14. The Commissioner of Human Resources retains the following rights: (a) Hiring Within Range To hire employees above the end of probation rate for their class, consistent with 6.042 et seq. of the Rules and Regulations for Personnel Administration for the State of Vermont. In any such instance, the Commissioner of Human Resources may raise the rate of current employees in that department in the same class and/or associated class to the rate of the newly hired employee. Employees so raised shall retain their old step date and time already accrued toward his/her next step movement. Any such hire or subsequent raising of the rate for previous hires shall not be deemed inconsistent with the provisions of paragraph 14 or 15 so long as the hiring rate specified for the class remains unchanged.

SALARIES AND WAGES. 1. The compensation plans for State employees covered by this Agreement shall be as follows: Effective Date Appendix I July 1, 2008 (current chart) 2018 Appendix II Start of the first full pay period in July 2008 January 2019 (July January 6, 20082019) Appendix III Start of the first full pay period in July 2009 January 2020 (July January 5, 2009) Appendix IV July 1, 2008 (current chart) Appendix V Start of the first full pay period in July 2008 (July 6, 2008) Appendix VI Start of the first full pay period in July 2009 (July 5, 20092020) 2. Salary is computed as an hourly rate rounded to the nearest whole cent. (a) Effective with the start of the first full pay payroll period in each fiscal year covered by this contractJanuary 2019, all employees covered by this Agreement shall receive a one and eightthirty-tenth five hundredths percent (1.81.35%) increase increase, based on the rates in force on the prior day. Effective with the start of the first full payroll period in January 2020, all employees covered by this Agreement shall receive a one and thirty-five hundredths percent (1.35%) increase, based on rates in force on the prior day. Such adjustments adjustment shall be applied to the salary grid. (b) Employees who are equal to, or more than one and thirty-five hundredths percent (1.35%) above, the maximum of their pay grade on the effective date of the January 2018 increase shall instead receive a lump sum payment equivalent to one and thirty-five hundredths percent (1.35%) of their base hourly rate, annualized and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in January 2018. Employees equal to or more than one and eightthirty-tenth five hundredths percent (1.81.35%) above the maximum for their pay grade on the effective date of the January 2020 increase shall instead receive a lump sum payment equivalent to one and eightthirty-tenth five hundredths percent (1.81.35%) of their base hourly rate, annualized, and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in July of each fiscal yearJanuary 2020. (c) Employees who are less than one and eightthirty-tenth five hundredths percent (1.81.35%) above the maximum for their pay grade, on the effective date of the January 2018 increase shall receive that proportion of the increase that will result in their placement on Step 15 of their pay grade, and shall receive the difference between this base salary increase and the one and thirty-five hundredths percent (1.35%) increase, annualized and prorated for part-time employment, as a lump sum payment as specified above. Employees who are less than one and thirty-five hundredths percent (1.35%) above the maximum of their pay grade on the effective date of the January 2020 increase, shall receive that proportion of the increase that will result in their placement on step 15 of their pay grade, and shall receive the difference between this base salary increase and the one and eight-tenth thirty- five hundredths percent (1.81.35%) increase, annualized, and prorated for part-time employment, as a lump sum payment as specified above. (d) Effective on the first day of the first full pay period of each fiscal yearin January 2018, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the addition of the one and eightthirty-tenth five hundredths percent (1.81.35%) increase is applied) which is less than eighteen thousand seven twenty-nine thousand, one hundred and twenty dollars ($18,72029,120), will be paid one- fourth (1/4) of the difference between their annualized salary and twenty-nine thousand, one hundred and twenty dollars ($29,120) at the beginning of each calendar quarter so long as their annualized salary is still less than twenty-nine thousand, one hundred and twenty dollars ($29,120) at the beginning of that calendar quarter. Effective on the first day of the first full pay period in January 2020, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the addition of the one and thirty-five hundredths percent (1.35%) increase is applied) which is less than twenty-nine thousand, one hundred and twenty dollars ($29,120), will be paid one-fourth (1/4) of the difference between their annualized salary and eighteen thousand seven twenty-nine thousand, one hundred and twenty dollars ($18,72029,120) at the beginning of each calendar quarter quarter, so long as their annualized salary is still less than eighteen thousand seven twenty-nine thousand, one hundred and twenty dollars ($18,72029,120) at the beginning of that calendar quarter. The calculation of this benefit for Part-time Employees who meet the above criteria will be prorated on the basis of the number of hours regularly worked. 4. Effective July 1, 2001, the The required time on each step in the Step Pay Plan shall be as follows: Step 1 (probation) - normally, six (6) 6 months Step 2 (EOP) - one year Step 9 - one year two years Step 3 - one year Step 10 - one year two years Step 4 - one year Step 11 - one year two years Step 5 - one year Step 12 - two years Step 6 - one year two years Step 13 - three years Step 7 - two years Step 7 - one year Step 14 - two three years Step 8 - one year two years Step 15 - final step 5. Computation of Step Dates, and requirements for step movements for the Pay plan Plan in effect on June 30, 1990, shall remain unchanged, except as specifically modified herein. At the beginning of the first full payroll period following the employee’s 's new Step Date, the employee shall advance to the next higher step in the pay grade upon completion of the required time on step. 6. Movement Except as specified in Paragraph 6 in the “Performance Article”, movement to a higher step hereunder is predicated on satisfactory performance, based on the annual performance evaluation. In all cases, failure to achieve a satisfactory annual evaluation (i.e., a “3” under the current system) will result in loss of credit for that year’s 's service in computing time on step. 7. An employee who has been demoted from a position: (a) without loss of pay; or (b) with a percentage loss of pay pursuant to Section 6.072 of the Rules and Regulations for Personnel Administration; or (c) with a loss of pay due solely to the fact that the employee’s 's salary could not exceed the maximum for the lower pay grade; and who later returns within two (2) years to a position in a higher pay grade shall be considered, for purposes of salary adjustment, to be a restored employee under Section 6.077 of the Rules and Regulations for Personnel Administration. 8. Implementation of the compensation plans specified herein shall be in accordance with procedures developed by the Secretary of Administration subject to this collective bargaining agreement and shall not be subject to the provisions of Chapter 25 of Title 3. VSEA shall be granted a copy of the procedures thirty (30) days prior to implementation and shall retain the right to grieve any violation of this Agreement resulting from implementation of such procedures. 9. RATE AFTER PROMOTION, UPWARD REALLOCATION OR REASSIGNMENT Effective July 5, 1992, upon promotion, upward reallocation or reassignment of a position to a higher pay grade, an employee covered by this Agreement shall receive a salary increase by being slotted onto that step of the new pay grade which would reflect an increase of at least five percent (5%) over the salary rate prior to promotion (i.e., five percent (5%) is the lowest amount an employee will receive, and the maximum amount would be governed according to placement on a step which might be higher than, but nearest to, the five percent (5%) minimum specified). The rate of five percent (5%) as outlined above shall be eight percent (8%) if the employee is moving upwards three (3) or more pay grades. An employee employee, who moves, for the first time, into the Supervisory Bargaining Unit by promotion, upward reallocation, redesignation, upward reassignment, or lateral transfer, on or after July 1, 2005, shall receive a salary increase of eight percent (8%) regardless of the number of pay grades involved. This subsection shall also apply if the movement is temporary or time limited. A temporary assignment shall not qualify as a “for first time” movement into the Supervisory Unit. Notwithstanding the above, any promotion or reclassification to a higher class as a result of an employee automatically “promoting” upon completion of the requirements of the lower level class as outlined in the position class description, the rate on promotion shall be eight percent (8%). In no case will such an employee receive less than the Step 2 (end of probation) rate of the new pay grade, unless the employee has not completed original probation, or more than the Step 15 (maximum) rate. If the employee’s 's salary at the time of promotion, upward reallocation, or upward reassignment is already over the maximum of the new grade, no salary adjustment shall occur. After placement on step in the new pay grade, the employee may advance to the next step after meeting the waiting period requirements applicable to that step (as set forth in Sections Section 4 and 5 herein), based on the effective date of the promotion or upward reallocation. 10. The salary upon which any increase resulting from promotion, upward reallocation, or upward reassignment is computed for a given employee, is that employee’s 's most recent salary in the last position in which any required probationary period was completed, plus any subsequent general salary adjustment, except that no employee will be reduced in salary as a result of this provision. (a) An employee except an employee on original probation who, who is promoted, upwardly reallocated or upwardly reassigned shall be placed on the step in the new pay grade that is the result of the normal promotional increase. (b) If a Request for Classification Review is submitted on or after January 13, 2002; and the incumbent is subsequently entitled to a retroactive pay adjustment due to corrective classification action (resulting from either classification review or classification grievance); and the incumbent has received a step increase after the date the request for review was filed but before the classification decision was processed; then the employee’s salary shall be based on his/her rate of pay as of the date the adjustment is processed. 11. Employees who are laterally transferred to a different position in their same class, or into a different class but in the same pay grade, will not establish a new Step Date as a result of such move. This provision does not apply to employees on original probation. (a) Effective July 5, 1992, when an employee voluntarily demotes three (3) or more pay grades, or is involuntarily demoted to a position in a lower pay grade, that employee shall be placed on a specific step in the new (lower) pay grade that is within the range for salary upon demotion specified in Section 6.072, et seq., of the Rules and Regulations for Personnel Administration which represents at least a one and one-half percent (1.5%) decrease in salary and then slotted down, but shall not be paid less than the minimum, nor more than the maximum for such lower pay grade. All such employees will establish a new Step Date. (b) Effective January 13, 2002, and notwithstanding the above, when an employee voluntarily demotes one (1) or two (2) pay grades (whether by classification action or otherwise), the rate of pay shall be “red circled” and shall not be subject to a reduction. Such employee will move to the step next above his/her red circled rate on the next step date, except when the salary is over the maximum for the pay grade or falls on a step in the new Pay Grade. The next step date in such cases shall be based on the effective date of the demotion, and will be calculated on the required time on step assigned to the step next below the employee’s red circled rate. Nothing in this agreement shall restrict or preclude the employer from discussing voluntary demotion or downward reallocation with an employee for other than disciplinary reasons. 13. When an employee is: promoted; demoted; restored; rehired in accordance with RIF rights; reallocated; or reassigned, a new Step Date shall be established, based upon the effective date of such action. 14. The Commissioner of Human Resources retains the following rights: (a) Hiring Within Range To hire employees above the end of probation rate for their class, consistent with 6.042 et seq. of the Rules and Regulations for Personnel Administration for the State of Vermont. In any such instance, the Commissioner of Human Resources may raise the rate of current employees in that department in the same class and/or associated class to the rate of the newly hired employee. Employees so raised shall retain their old step date and time already accrued toward his/her next step movement. Any such hire or subsequent raising of the rate for previous hires shall not be deemed inconsistent with the provisions of paragraph 14 or 15 so long as the hiring rate specified for the class remains unchanged.

SALARIES AND WAGES. 1. The compensation plans for State employees covered by this Agreement Agreement, except State Police Lieutenants, shall be as follows: Effective Date Appendix I July 1, 2008 (current chart) 2018 Appendix II Start of the first full pay period in July 2008 January 2019 (July January 6, 20082019) Appendix III Start of the first full pay period in July 2009 January 2020 (July January 5, 2009) Appendix IV July 1, 2008 (current chart) Appendix V Start of the first full pay period in July 2008 (July 6, 2008) Appendix VI Start of the first full pay period in July 2009 (July 5, 20092020) 2. Salary is computed as an hourly rate rounded to the nearest whole cent. (a) Effective with the start of the first full pay payroll period in each fiscal year covered by this contractJanuary 2019, all employees covered by this Agreement shall receive a one and eightthirty-tenth five hundredths percent (1.81.35%) increase increase, based on the rates in force on the prior day. Such adjustments shall be applied to the salary grid. Effective with the start of the first full payroll period in January 2020, all employees covered by this Agreement shall receive a one and thirty-five hundredths percent (1.35%) increase, based on rates in force on the prior day. Such adjustment shall be applied to the salary grid. (b) Employees who are equal to, or more than one and thirty-five hundredths percent (1.35%) above, the maximum for their pay grade, on the effective date of the January 2019 increase shall instead receive a lump sum payment equivalent to one and thirty-five hundredths percent (1.35%) of their base hourly rate, annualized and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in January 2019. Employees equal to or more than one and eightthirty-tenth five hundredths percent (1.81.35%) above the maximum for their pay grade on the effective date of the January 2020 increase shall instead receive a lump sum payment equivalent to one and eightthirty-tenth five hundredths percent (1.81.35%) of their base hourly rate, annualized, and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in July of each fiscal yearJanuary 2020. (c) Employees who are less than one and eightthirty-tenth five hundredths percent (1.81.35%) above the maximum for their pay grade, on the effective date of the January 2019 increase shall receive that proportion of the increase that will result in their placement on Step 15 of their pay grade, and shall receive the difference between this base salary increase and the one and thirty-five hundredths percent (1.35%) increase, annualized and prorated for part-time employment, as a lump sum payment as specified above. Employees who are less than one and thirty-five hundredths percent (1.35%) above the maximum of their pay grade on the effective date of the January 2020 increase, shall receive that proportion of the increase that will result in their placement on step 15 of their pay grade, and shall receive the difference between this base salary increase and the one and eight-tenth thirty- five hundredths percent (1.81.35%) increase, annualized, and prorated for part-time employment, as a lump sum payment as specified above. (d) Effective on the first day of the first full pay period of each fiscal yearin January 2019, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the addition of the one and eightthirty-tenth five hundredths percent (1.81.35%) increase is applied) which is less than eighteen thousand seven twenty-nine thousand, one hundred and twenty dollars ($18,72029,120), will be paid one-fourth (1/4) of the difference between their annualized salary and eighteen thousand seven twenty-nine thousand, one hundred and twenty dollars ($18,72029,120) at the beginning of each calendar quarter so long as their annualized salary is still less than eighteen thousand seven twenty-nine thousand, one hundred and twenty ($29,120) at the beginning of that calendar quarter. Effective on the first day of the first full pay period in January 2020, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the addition of the one and thirty-five hundredths percent (1.35%) increase is applied) which is less than twenty-nine thousand, one hundred and twenty dollars ($18,72029,120), will be paid one-fourth (1/4) of the difference between their annualized salary and twenty-nine thousand, one hundred and twenty dollars ($29,120) at the beginning of each calendar quarter, so long as their annualized salary is still less than twenty-nine thousand, one hundred and twenty dollars ($29,120) at the beginning of that calendar quarter. The calculation of this benefit for Partpart-time Employees employees who meet the above criteria will be prorated on the basis of the number of hours regularly worked. All employees covered by this section shall receive the above increases for each fiscal year. 4. Effective July 1, 2001, the The required time on each step in the Step Pay Plan shall be as follows: : Step 1 (probation) - normally, six (6) 6 months Step 2 (EOP) - one year Step 9 - one year two years Step 3 - one year Step 10 - one year two years Step 4 - one year Step 11 - one year two years Step 5 - one year Step 12 - two years Step 6 - one year two years Step 13 - three years Step 7 - two years Step 7 - one year Step 14 - two three years Step 8 - one year two years Step 15 - final step 5. Computation of Step Dates, and requirements for step movements for the Pay plan Plan in effect on June 30, 1990, shall remain unchanged, except as specifically modified herein. At the beginning of the first full payroll period following the employee’s new Step Date, the employee shall advance to the next higher step in the pay grade upon completion of the required time on step. 6. Movement to a higher step hereunder is predicated on satisfactory performance, based on the annual performance evaluation. In all cases, failure to achieve a satisfactory annual evaluation (i.e., a “3” under the current system) will result in loss of credit for that year’s service in computing time on step. 7. An employee who has been demoted from a position: (a) without loss of pay; or (b) with a percentage loss of pay pursuant to Section 6.072 of the Rules and Regulations for Personnel Administration; or (c) with a loss of pay due solely to the fact that the employee’s salary could not exceed the maximum for the lower pay grade; and who later returns within two (2) years to a position in a higher pay grade shall be considered, for purposes of salary adjustment, to be a restored employee under Section 6.077 of the Rules and Regulations for Personnel Administration. 8. Implementation of the compensation plans specified herein shall be in accordance with procedures developed by the Secretary of Administration subject to this collective bargaining agreement and shall not be subject to the provisions of Chapter 25 of Title 3. VSEA shall be granted a copy of the procedures thirty (30) days prior to implementation and shall retain the right to grieve any violation of this Agreement resulting from implementation of such procedures. 9. RATE AFTER PROMOTION, UPWARD REALLOCATION OR REASSIGNMENT Effective July 5, 1992, upon promotion, upward reallocation or reassignment of a position to a higher pay grade, an employee covered by this Agreement shall receive a salary increase by being slotted onto that step of the new pay grade which would reflect an increase of at least five percent (5%) over the salary rate prior to promotion (i.e., five percent (5%) is the lowest amount an employee will receive, and the maximum amount would be governed according to placement on a step which might be higher than, but nearest to, the five percent (5%) minimum specified). The rate of five percent (5%) as outlined above shall be eight percent (8%) if the employee is moving upwards three (3) or more pay grades. An employee who moves, for the first time, into the Supervisory Bargaining Unit by promotion, upward reallocation, redesignation, upward reassignment, or lateral transfer, on or after July 1, 2005, shall receive a salary increase of eight percent (8%) regardless of the number of pay grades involved. This subsection shall also apply if the movement is temporary or time limited. A temporary assignment shall not qualify as a “for first time” movement into the Supervisory Unit. Notwithstanding the above, any promotion or reclassification to a higher class as a result of an employee automatically “promoting” upon completion of the requirements of the lower level class as outlined in the position class description, the rate on promotion shall be eight percent (8%). In no case will such an employee receive less than the Step 2 (end of probation) rate of the new pay grade, unless the employee has not completed original probation, or more than the Step 15 (maximum) rate. If the employee’s salary at the time of promotion, upward reallocation, or upward reassignment is already over the maximum of the new grade, no salary adjustment shall occur. After placement on step in the new pay grade, the employee may advance to the next step after meeting the waiting period requirements applicable to that step (as set forth in Sections 4 and 5 herein), based on the effective date of the promotion or upward reallocation. 10. The salary upon which any increase resulting from promotion, upward reallocation, or upward reassignment is computed for a given employee, is that employee’s most recent salary in the last position in which any required probationary period was completed, plus any subsequent general salary adjustment, except that no employee will be reduced in salary as a result of this provision. (a) An employee except an employee on original probation who, is promoted, upwardly reallocated or upwardly reassigned shall be placed on the step in the new pay grade that is the result of the normal promotional increase. (b) If a Request for Classification Review is submitted on or after January 13, 2002; and the incumbent is subsequently entitled to a retroactive pay adjustment due to corrective classification action (resulting from either classification review or classification grievance); and the incumbent has received a step increase after the date the request for review was filed but before the classification decision was processed; then the employee’s salary shall be based on his/her rate of pay as of the date the adjustment is processed. 11. Employees who are laterally transferred to a different position in their same class, or into a different class but in the same pay grade, will not establish a new Step Date as a result of such move. This provision does not apply to employees on original probation. (a) Effective July 5, 1992, when an employee voluntarily demotes three (3) or more pay grades, or is involuntarily demoted to a position in a lower pay grade, that employee shall be placed on a specific step in the new (lower) pay grade that is within the range for salary upon demotion specified in Section 6.072, et seq., of the Rules and Regulations for Personnel Administration which represents at least a one and one-half percent (1.5%) decrease in salary and then slotted down, but shall not be paid less than the minimum, nor more than the maximum for such lower pay grade. All such employees will establish a new Step Date. (b) Effective January 13, 2002, and notwithstanding the above, when an employee voluntarily demotes one (1) or two (2) pay grades (whether by classification action or otherwise), the rate of pay shall be “red circled” and shall not be subject to a reduction. Such employee will move to the step next above his/her red circled rate on the next step date, except when the salary is over the maximum for the pay grade or falls on a step in the new Pay Grade. The next step date in such cases shall be based on the effective date of the demotion, and will be calculated on the required time on step assigned to the step next below the employee’s red circled rate. Nothing in this agreement shall restrict or preclude the employer from discussing voluntary demotion or downward reallocation with an employee for other than disciplinary reasons. 13. When an employee is: promoted; demoted; restored; rehired in accordance with RIF rights; reallocated; or reassigned, a new Step Date shall be established, based upon the effective date of such action. 14. The Commissioner of Human Resources retains the following rights: (a) Hiring Within Range To hire employees above the end of probation rate for their class, consistent with 6.042 et seq. of the Rules and Regulations for Personnel Administration for the State of Vermont. In any such instance, the Commissioner of Human Resources may raise the rate of current employees in that department in the same class and/or associated class to the rate of the newly hired employee. Employees so raised shall retain their old step date and time already accrued toward his/her next step movement. Any such hire or subsequent raising of the rate for previous hires shall not be deemed inconsistent with the provisions of paragraph 14 or 15 so long as the hiring rate specified for the class remains unchanged.

SALARIES AND WAGES. 1. The compensation plans for State employees covered by this Agreement shall be as follows: Effective Date Appendix I July 1, 2008 2010 (current chart) Appendix II Start of the first full pay period in July 2008 2010 (July 64, 2008) Appendix III Start of the first full pay period in July 2009 (July 5, 2009) Appendix IV July 1, 2008 (current chart) Appendix V Start of the first full pay period in July 2008 (July 6, 2008) Appendix VI Start of the first full pay period in July 2009 (July 5, 20092010) 2. Salary is computed as an hourly rate rounded to the nearest whole cent. (a) Effective with the start of the first full pay period in each fiscal year covered by this contractJuly 2010 and continuing through June 29, 2012, all employees covered by this Agreement shall receive a one and eight-tenth three percent (1.83.0%) increase decrease based on upon rates in force on the prior day. Such adjustments Effective June 30, 2012, the salary grid shall be applied returned to the salary gridJuly 1, 2010, rates as set forth in Appendix I. The resulting adjustment in pay for employees covered by this Agreement shall be implemented at the beginning of the next full pay period, subject to any adjustments established through negotiations for the successor agreement. (b) This section does not apply to the contract in effect during the 2011 and 2012 contract years. Employees equal to or more than one and eight-tenth percent the negotiated increase, if any, in section 3 (1.8%) a), above the maximum for their pay grade on the effective date of the increase shall instead receive a lump sum payment equivalent to one and eight-tenth percent (1.8%) the negotiated increase, if any, of their base hourly rate, annualized, annualized and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in July of each fiscal year. (c) This section does not apply to the contract in effect during the 2011 and 2012 contract years. Employees who are less than one and eight-tenth percent the negotiated increase, if any, in section 3 (1.8%) a), above the maximum of for their pay grade on the effective date of the increase, increase shall receive that proportion of the increase that will result in their placement on step Step 15 of their pay grade, and shall receive the difference between this base salary increase and the one and eight-tenth percent (1.8%) negotiated increase, annualizedif any, in section 3 (a),annualized and prorated for part-time employment, as a lump sum payment as specified above. (d) Effective on the first day of the first full pay period of each fiscal year, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the one and eight-tenth three percent (1.83.0%) increase decrease is applied) which is less than eighteen thousand seven hundred twenty dollars ($18,720), will be paid one-fourth (1/4) of the difference between their annualized salary and eighteen thousand seven hundred twenty dollars ($18,720) at the beginning of each calendar quarter so long as their annualized salary is still less than eighteen thousand seven hundred twenty dollars ($18,720) at the beginning of that calendar quarter. The calculation of this benefit for Part-time Employees who meet the above criteria will be prorated on the basis of the number of hours regularly worked. 4. Effective July 1, 2001, the The required time on each step in the Step Pay Plan shall be as follows: : Step 1 (probation) - normally, six (6) 6 months Step 2 (EOP) - one year Step 9 - one year two years Step 3 - one year Step 10 - one year two years Step 4 - one year Step 11 - one year two years Step 5 - one year Step 12 - two years Step 6 - one year two years Step 13 - three years Step 7 - two years Step 7 - one year Step 14 - two three years Step 8 - one year two years Step 15 - final step 5. Computation of Step Dates, and requirements for step movements for the Pay plan in effect on June 30, 1990, shall remain unchanged, unchanged except as specifically modified hereinby this paragraph. Notwithstanding all other provisions of this Agreement, all employees are frozen in their current steps once they have completed original probation, and no employee shall receive a step increase in salary during the term of this Agreement, but they shall return to normal step movement following the end of this 2011-2012 Agreement. The Department of Human Resources shall administer this “Step Freeze” and the other provisions of this Article in accordance with the attached “Step Freeze Guidelines.” At the beginning of the first full payroll period following the employee’s new Step Date, the employee shall advance to the next higher step in the pay grade upon completion of the required time on step. 6. Movement Except as specified in Paragraph 7 in the “Performance Article”, movement to a higher step hereunder is predicated on satisfactory performance, based on the annual performance evaluation. In all cases, failure to achieve a satisfactory annual evaluation (i.e., a “3” under the current system) will result in loss of credit for that year’s service in computing time on step. 7. An employee who has been demoted from a position: (a) without loss of pay; or (b) with a percentage loss of pay pursuant to Section 6.072 of the Rules and Regulations for Personnel Administration; or (c) with a loss of pay due solely to the fact that the employee’s salary could not exceed the maximum for the lower pay grade; and who later returns within two (2) years to a position in a higher pay grade shall be considered, for purposes of salary adjustment, to be a restored employee under Section 6.077 of the Rules and Regulations for Personnel Administration. 8. Implementation of the compensation plans specified herein shall be in accordance with procedures developed by the Secretary of Administration subject to this collective bargaining agreement and shall not be subject to the provisions of Chapter 25 of Title 3. VSEA shall be granted a copy of the procedures thirty (30) days prior to implementation and shall retain the right to grieve any violation of this Agreement resulting from implementation of such procedures. 9. RATE AFTER PROMOTION, UPWARD REALLOCATION OR REASSIGNMENT Effective July 5, 1992, upon promotion, upward reallocation or reassignment of a position to a higher pay grade, an employee covered by this Agreement shall receive a salary increase by being slotted onto that step of the new pay grade which would reflect an increase of at least five percent (5%) over the salary rate prior to promotion (i.e., five percent (5%) is the lowest amount an employee will receive, and the maximum amount would be governed according to placement on a step which might be higher than, but nearest to, the five percent (5%) minimum specified). The rate of five percent (5%) as outlined above shall be eight percent (8%) if the employee is moving upwards three (3) or more pay grades. An employee employee, who moves, for the first time, into the Supervisory Bargaining Unit by promotion, upward reallocation, redesignation, upward reassignment, or lateral transfer, on or after July 1, 2005, shall receive a salary increase of eight percent (8%) regardless of the number of pay grades involved. This subsection shall also apply if the movement is temporary or time limited. A temporary assignment shall not qualify as a “for first time” movement into the Supervisory Unit. Notwithstanding the above, any promotion or reclassification to a higher class as a result of an employee automatically “promoting” upon completion of the requirements of the lower level class as outlined in the position class description, the rate on promotion shall be eight percent (8%). In no case will such an employee receive less than the Step 2 (end of probation) rate of the new pay grade, unless the employee has not completed original probation, or more than the Step 15 (maximum) rate. If the employee’s salary at the time of promotion, upward reallocation, or upward reassignment is already over the maximum of the new grade, no salary adjustment shall occur. After placement on step in the new pay grade, the employee may advance to the next step after meeting the waiting period requirements applicable to that step (as set forth in Sections Section 4 and 5 herein), based on the effective date of the promotion or upward reallocation. 10. The salary upon which any increase resulting from promotion, upward reallocation, or upward reassignment is computed for a given employee, is that employee’s most recent salary in the last position in which any required probationary period was completed, plus any subsequent general salary adjustment, except that no employee will be reduced in salary as a result of this provision. (a) An employee employee, except an employee on original probation probation, who, is promoted, upwardly reallocated reallocated, or upwardly reassigned reassigned, shall be placed on the step in the new pay grade that is the result of the normal promotional increase. (b) If a Request for Classification Review is submitted on or after January 13, 2002; and the incumbent is subsequently entitled to a retroactive pay adjustment due to corrective classification action (resulting from either classification review or classification grievance); and the incumbent has received a step increase after the date the request for review was filed but before the classification decision was processed; then the employee’s salary shall be based on his/her rate of pay as of the date the adjustment is processed. 11. Employees who are laterally transferred to a different position in their same class, or into a different class but in the same pay grade, will not establish a new Step Date as a result of such move. This provision does not apply to employees on original probation. (a) Effective July 5, 1992, when an employee voluntarily demotes three (3) or more pay grades, or is involuntarily demoted to a position in a lower pay grade, that employee shall be placed on a specific step in the new (lower) pay grade that is within the range for salary upon demotion specified in Section 6.072, et seq., of the Rules and Regulations for Personnel Administration which represents at least a one and one-half percent (1.5%) decrease in salary and then slotted down, but shall not be paid less than the minimum, nor more than the maximum for such lower pay grade. All such employees will establish a new Step Date. (b) Effective January 13, 2002, and notwithstanding the above, when an employee voluntarily demotes one (1) or two (2) pay grades (whether by classification action or otherwise), the rate of pay shall be “red circled” and shall not be subject to a reduction. Such employee will move to the step next above his/her red circled rate on the next step date, except when the salary is over the maximum for the pay grade or falls on a step in the new Pay Grade. The next step date in such cases shall be based on the effective date of the demotion, and will be calculated on the required time on step assigned to the step next below the employee’s red circled rate. Nothing in this agreement shall restrict or preclude the employer from discussing voluntary demotion or downward reallocation with an employee for other than disciplinary reasons. 13. When an employee is: promoted; demoted; restored; rehired in accordance with RIF rights; reallocated; or reassigned, a new Step Date shall be established, based upon the effective date of such action. 14. The Commissioner of Human Resources retains the following rights: (a) Hiring Within Range To hire employees above the end of probation rate for their class, consistent with 6.042 et seq. of the Rules and Regulations for Personnel Administration for the State of Vermont. In any such instance, the Commissioner of Human Resources may raise the rate of current employees in that department in the same class and/or associated class to the rate of the newly hired employee. Employees so raised shall retain their old step date and time already accrued toward his/her next step movement. Any such hire or subsequent raising of the rate for previous hires shall not be deemed inconsistent with the provisions of paragraph 14 or 15 so long as the hiring rate specified for the class remains unchanged.

SALARIES AND WAGES. 1. The compensation plans for State employees covered by this Agreement shall be as follows: Effective Date Appendix I July 1, 2008 (current chart) 2022 Appendix II Start of the first full pay period in July 2008 2022 (July 63, 20082022) Appendix III Start of the first full pay period in July 2009 2023 (July 52, 2009) Appendix IV July 1, 2008 (current chart) Appendix V Start of the first full pay period in July 2008 (July 6, 2008) Appendix VI Start of the first full pay period in July 2009 (July 5, 20092023) 2. Salary is computed as an hourly rate rounded to the nearest whole cent. (a) Effective with the start of the first full pay payroll period in each fiscal year covered by this contractJuly 2022, all employees covered by this Agreement shall receive a one and eight-tenth three percent (1.83.0%) increase increase, based on rates in force on the prior day. Such adjustments adjustment shall be applied to the salary grid. Each bargaining unit member employed by the State on January 14, 2023, shall be paid a one-time lump sum in the amount of one thousand five hundred dollars ($1500.00). Lump sum payments shall be made in the paycheck for the first full pay period in January 2023. Effective with the start of the first full payroll period in July 2023, all employees covered by this Agreement shall receive a two percent (2.0%) increase, based on rates in force on the prior day. Such adjustment shall be applied to the salary grid. Each bargaining unit member employed by the State on January 27, 2024, shall be paid a one-time lump sum in the amount of one thousand dollars ($1000.00). Lump sum payments shall be made in the paycheck for the first full pay period in January 2024. (b) Employees equal to or more than one and eight-tenth three percent (1.83.0%) above the maximum for their pay grade on the effective date of the July 2022 increase shall instead receive a lump sum payment equivalent to one and eight-tenth three percent (1.83.0%) of their base hourly rate, annualized, and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in July 2022. Employees equal to or more than two percent (2.0%) above the maximum for their pay grade on the effective date of each fiscal yearthe July 2023 increase shall instead receive a lump sum payment equivalent to two percent (2.0%) of their base hourly rate, annualized, and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in July 2023. (c) Employees who are less than one and eight-tenth three percent (1.83.0%) above the maximum of their pay grade on the effective date of the July 2022 increase, shall receive that proportion of the increase that will result in their placement on step 15 of their pay grade, and shall receive the difference between this base salary increase and the one and eight-tenth three percent (1.83.0%) increase, annualized, and prorated for part-time employment, as a lump sum payment as specified above. Employees who are less than two percent (2.0%) above the maximum of their pay grade on the effective date of the July 2023 increase, shall receive that proportion of the increase that will result in their placement on step 15 of their pay grade, and shall receive the difference between this base salary increase and the two percent (2.0%) increase, annualized, and prorated for part-time employment, as a lump sum payment as specified above. (d) Effective on the first day of the first full pay period in July 2022, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary which is less than twenty-nine thousand, one hundred and twenty dollars ($29,120), (after the addition of the three percent (3.0%) increase is applied) will be paid one-fourth (1/4) of the difference between their annualized salary and twenty-nine thousand, one hundred and twenty dollars ($29,120) at the beginning of each fiscal yearcalendar quarter, so long as their annualized salary is still less than twenty-nine thousand, one hundred and twenty dollars ($29,120) at the beginning of that calendar quarter. Effective on the first day of the first full pay period in July 2023, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the one and eight-tenth addition of the two percent (1.820%) increase is applied) which is less than eighteen thousand seven twenty-nine thousand, one hundred and twenty dollars ($18,72029,120), will be paid one-fourth (1/4) of the difference between their annualized salary and eighteen thousand seven twenty-nine thousand, one hundred and twenty dollars ($18,72029,120) at the beginning of each calendar quarter quarter, so long as their annualized salary is still less than eighteen thousand seven twenty-nine thousand, one hundred and twenty dollars ($18,72029,120) at the beginning of that calendar quarter. The calculation of this benefit for Part-time Employees who meet the above criteria will be prorated on the basis of the number of hours regularly worked. All employees covered by this section shall receive the above increases for each fiscal year. 4. Effective July 1, 2001, the The required time on each step in the Step Pay Plan shall be as follows: Step 1 (probation) - normally, six (6) 6 months Step 2 (EOP) - one year Step 9 - one year two years Step 3 - one year Step 10 - one year two years Step 4 - one year Step 11 - one year two years Step 5 - one year Step 12 - two years Step 6 - one year two years Step 13 - three years Step 7 - two years Step 7 - one year Step 14 - two three years Step 8 - one year two years Step 15 - final step 5. Computation of Step Dates, and requirements for step movements for the Pay plan Plan in effect on June 30, 1990, shall remain unchanged, except as specifically modified herein. At the beginning of the first full payroll period following the employee’s new emplo Step Date, the employee shall advance to the next higher step in the pay grade upon completion of the required time on step. 6. Movement Ex nt to a higher step hereunder is predicated on satisfactory performance, based on the annual performance evaluation. In all cases, failure to achieve a satisfactory annual evaluation (i.e., a “3” under the current system) will i. result in loss of credit for that year’s service in computing time on step. 7. An employee who has been demoted from a position: (a) without loss of pay; or (b) with a percentage loss of pay pursuant to Section 6.072 of the Rules and Regulations for Personnel Administration; or (c) with a loss of pay due solely to the fact that the employee’s emp salary could not exceed the maximum for the lower pay grade; and who later returns within two (2) years to a position in a higher pay grade shall be considered, for purposes of salary adjustment, to be a restored employee under Section 6.077 of the Rules and Regulations for Personnel Administration. 8. Implementation of the compensation plans specified herein shall be in accordance with procedures developed by the Secretary of Administration subject to this collective bargaining agreement and shall not be subject to the provisions of Chapter 25 of Title 3. VSEA shall be granted a copy of the procedures thirty (30) days prior to implementation and shall retain the right to grieve any violation of this Agreement resulting from implementation of such procedures. 9. RATE AFTER PROMOTION, UPWARD REALLOCATION OR REASSIGNMENT Effective July 5, 1992, upon promotion, upward reallocation or reassignment of a position to a higher pay grade, an employee covered by this Agreement shall receive a salary increase by being slotted onto that step of the new pay grade which would reflect an increase of at least five percent (5%) over the salary rate prior to promotion (i.e., five percent (5%) is the lowest amount an employee will receive, and the maximum amount would be governed according to placement on a step which might be higher than, but nearest to, the five percent (5%) minimum specified). The rate of five percent (5%) as outlined above shall be eight percent (8%) if the employee is moving upwards three (3) or more pay grades. An employee employee, who moves, for the first time, into the Supervisory Bargaining Unit by promotion, upward reallocation, redesignation, upward reassignment, or lateral transfer, on or after July 1, 2005, shall receive a salary increase of eight percent (8%) regardless of the number of pay grades involved. This subsection shall also apply if the movement is temporary or time limited. A temporary assignment shall not qualify as a “for first time” movement into the Supervisory Unit. shal t. Notwithstanding the above, any promotion or reclassification to a higher class as a result of an employee automatically “promoting” upon completion of the requirements of the lower level class as outlined in the position class description, the rate on promotion shall be eight percent (8%). In no case will such an employee receive less than the Step 2 (end of probation) rate of the new pay grade, unless the employee has not completed original probation, or more than the Step 15 (maximum) rate. If the employee’s salary at the time of promotion, upward reallocation, or upward reassignment is already over the maximum of the new grade, no salary adjustment shall occur. After placement on step in the new pay grade, the employee may advance to the next step after meeting the waiting period requirements applicable to that step (as set forth in Sections Section 4 and 5 herein), based on the effective date of the promotion or upward reallocation. 10. The salary upon which any increase resulting from promotion, upward reallocation, or upward reassignment is computed for a given employee, is that employee’s most recent th ecent salary in the last position in which any required probationary period was completed, plus any subsequent general salary adjustment, except that no employee will be reduced in salary as a result of this provision. (a) An employee employee, except an employee on original probation probation, who, is promoted, upwardly reallocated reallocated, or upwardly reassigned reassigned, shall be placed on the step in the new pay grade that is the result of the normal promotional increase. (b) If a Request for Classification Review is submitted on or after January 13, 2002; and the incumbent is subsequently entitled to a retroactive pay adjustment due to corrective classification action (resulting from either classification review or classification grievance); and the incumbent has received a step increase after the date the request for review was filed but before the classification decision was processed; then the employee’s salary shall be based on his/her rate empl e of pay as of the date the adjustment is processed. 11. Employees who are laterally transferred to a different position in their same class, or into a different class but in the same pay grade, will not establish a new Step Date as a result of such move. This provision does not apply to employees on original probation. (a) Effective July 5, 1992, when an employee voluntarily demotes three (3) or more pay grades, or is involuntarily demoted to a position in a lower pay grade, that employee shall be placed on a specific step in the new (lower) pay grade that is within the range for salary upon demotion specified in Section 6.072, et seq., of the Rules and Regulations for Personnel Administration which represents at least a one and one-half percent (1.5%) decrease in salary and then slotted down, but shall not be paid less than the minimum, nor more than the maximum for such lower pay grade. All such employees will establish a new Step Date. (b) Effective January 13, 2002, and notwithstanding the above, when an employee voluntarily demotes one (1) or two (2) pay grades (whether by classification action or otherwise), the rate of pay shall be “red circled” and shall not be subject to o a reduction. Such employee will move to the step next above his/her red circled rate on the next step date, except when the salary is over the maximum for the pay grade or falls on a step in the new Pay Grade. The next step date in such cases shall be based on the effective date of the demotion, and will be calculated on the required time on step assigned to the step next below the employee’s red circled rate. employee Nothing in this agreement shall restrict or preclude the employer from discussing voluntary demotion or downward reallocation with an employee for other than disciplinary reasons. 13. When an employee is: promoted; demoted; restored; rehired in accordance with RIF rights; reallocated; or reassigned, a new Step Date shall be established, based upon the effective date of such action. 14. The Commissioner of Human Resources retains the following rights: (a) Hiring Within Range To hire employees above the end of probation rate for their class, consistent with 6.042 et seq. of the Rules and Regulations for Personnel Administration for the State of Vermont. In any such instance, the Commissioner of Human Resources may raise the rate of current employees in that department in the same class and/or associated class to the rate of the newly hired employee. Employees so raised shall retain their old step date and time already accrued toward his/her next step movement. Any such hire or subsequent raising of the rate for previous hires shall not be deemed inconsistent with the provisions of paragraph 14 or 15 so long as the hiring rate specified for the class remains unchanged.

SALARIES AND WAGES. ‌ 1. The compensation plans for State employees covered by this Agreement Agreement, except State Police Lieutenants and Supervisors in the Department of Corrections, shall be as follows: Effective Date Appendix I July 1, 2008 (current chart) 2024 Appendix II Start of the first full pay period in July 2008 2024 (July 614, 20082024) Appendix III Start of the first full pay period in July 2009 2025 (July 513, 2009) Appendix IV July 1, 2008 (current chart) Appendix V Start of the first full pay period in July 2008 (July 6, 2008) Appendix VI Start of the first full pay period in July 2009 (July 5, 20092025) 2. Salary is computed as an hourly rate rounded to the nearest whole cent. (a) Effective with the start of the first full pay payroll period in each fiscal year covered by this contractJuly 2024, all employees covered by this Agreement shall receive a one four and eightone-tenth half percent (1.84.5%) increase increase, based on rates in force on the prior day. Such adjustments adjustment shall be applied to the salary grid. Effective with the start of the first full payroll period in July 2025, all employees covered by this Agreement shall receive a three and one- half percent (3.5%) increase, based on rates in force on the prior day. Such adjustment shall be applied to the salary grid. (b) Employees equal to or more than one four and eightone-tenth half percent (1.84.5%) above the maximum for their pay grade on the effective date of the July 2024 increase shall instead receive a lump sum payment equivalent to one four and eightone-tenth half percent (1.84.5%) of their base hourly rate, annualized, and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in July 2024. Employees equal to or more than three and one-half percent (3.5%) above the maximum for their pay grade on the effective date of each fiscal yearthe July 2025 increase shall instead receive a lump sum payment equivalent to three and one-half percent (3.5%) of their base hourly rate, annualized, and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in July 2025. (c) Employees who are less than one four and eightone-tenth half percent (1.84.5%) above the maximum of their pay grade on the effective date of the July 2024 increase, shall receive that proportion of the increase that will result in their placement on step 15 of their pay grade, and shall receive the difference between this base salary increase and the one four and eightone-tenth half percent (1.84.5%) increase, annualized, and prorated for part-time employment, as a lump sum payment as specified above. Employees who are less than three and one-half percent (3.5%) above the maximum of their pay grade on the effective date of the July 2025 increase, shall receive that proportion of the increase that will result in their placement on step 15 of their pay grade, and shall receive the difference between this base salary increase and the three and one-half percent (3.5%) increase, annualized, and prorated for part-time employment, as a lump sum payment as specified above. (d) Effective on first day of the first full pay period in July 2024 those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary which is less than twenty-nine thousand, one hundred and twenty dollars ($29,120) (after the addition of the four and one-half percent (4.5%) increase is applied), will be paid one-fourth (1/4) of the difference between their annualized salary and twenty-nine thousand, one hundred and twenty dollars ($29,120) (after the addition of the four and one-half percent (4.5%) increase is applied) at the beginning of each calendar quarter so long as their annualized salary is still less than twenty-nine thousand, one hundred and twenty ($29,120) at the beginning of that calendar quarter. Effective on the first day of the first full pay period of each fiscal yearin July 2025, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the one addition of the three and eightone-tenth half percent (1.83.5%) increase is applied) which is less than eighteen thousand seven twenty-nine thousand, one hundred and twenty dollars ($18,72029,120), will be paid one-fourth (1/4) of the difference between their annualized salary and eighteen thousand seven twenty-nine thousand, one hundred and twenty dollars ($18,72029,120) at the beginning of each calendar quarter quarter, so long as their annualized salary is still less than eighteen thousand seven twenty- nine thousand, one hundred and twenty dollars ($18,72029,120) at the beginning of that calendar quarter. The calculation of this benefit for Partpart-time Employees employees who meet the above criteria will be prorated on the basis of the number of hours regularly worked. All employees covered by this section shall receive the above increases for each fiscal year. 4. Effective July 1, 2001, the The required time on each step in the Step Pay Plan shall be as follows: Step 1 (probation) - normally, six (6) 6 months Step 2 (EOP) - one year Step 9 - one year two years Step 3 - one year Step 10 - one year two years Step 4 - one year Step 11 - one year two years Step 5 - one year Step 12 - two years Step 6 - one year two years Step 13 - three years Step 7 - two years Step 7 - one year Step 14 - two three years Step 8 - one year two years Step 15 - final step 5. Computation of Step Dates, and requirements for step movements for the Pay plan Plan in effect on June 30, 1990, shall remain unchanged, except as specifically modified herein. At the beginning of the first full payroll period following the employee’s new Step Date, the employee shall advance to the next higher step in the pay grade upon completion of the required time on step. 6. Movement to a higher step hereunder is predicated on satisfactory performance, based on the annual performance evaluation. In all cases, failure to achieve a satisfactory annual evaluation (i.e., a “3” under the current system) will result in loss of credit for that year’s service in computing time on step. 7. An employee who has been demoted from a position: (a) without loss of pay; or (b) with a percentage loss of pay pursuant to Section 6.072 of the Rules and Regulations for Personnel Administration; or (c) with a loss of pay due solely to the fact that the employee’s salary could not exceed the maximum for the lower pay grade; and who later returns within two (2) years to a position in a higher pay grade shall be considered, for purposes of salary adjustment, to be a restored employee under Section 6.077 of the Rules and Regulations for Personnel Administration. 8. Implementation of the compensation plans specified herein shall be in accordance with procedures developed by the Secretary of Administration subject to this collective bargaining agreement and shall not be subject to the provisions of Chapter 25 of Title 3. VSEA shall be granted a copy of the procedures thirty (30) days prior to implementation and shall retain the right to grieve any violation of this Agreement resulting from implementation of such procedures. 9. RATE AFTER PROMOTION, UPWARD REALLOCATION OR REASSIGNMENT Effective July 5, 1992, upon promotion, upward reallocation or reassignment of a position to a higher pay grade, an employee covered by this Agreement shall receive a salary increase by being slotted onto that step of the new pay grade which would reflect an increase of at least five percent (5%) over the salary rate prior to promotion (i.e., five percent (5%) is the lowest amount an employee will receive, and the maximum amount would be governed according to placement on a step which might be higher than, but nearest to, the five percent (5%) minimum specified). The rate of five percent (5%) as outlined above shall be eight percent (8%) if the employee is moving upwards three (3) or more pay grades. An employee who moves, for the first time, into the Supervisory Bargaining Unit by promotion, upward reallocation, redesignation, upward reassignment, or lateral transfer, on or after July 1, 2005, shall receive a salary increase of eight percent (8%) regardless of the number of pay grades involved. This subsection shall also apply if the movement is temporary or time limited. A temporary assignment shall not qualify as a “for first time” movement into the Supervisory Unit. Notwithstanding the above, any promotion or reclassification to a higher class as a result of an employee automatically “promoting” upon completion of the requirements of the lower level class as outlined in the position class description, the rate on promotion shall be eight percent (8%). In no case will such an employee receive less than the Step 2 (end of probation) rate of the new pay grade, unless the employee has not completed original probation, or more than the Step 15 (maximum) rate. If the employee’s salary at the time of promotion, upward reallocation, or upward reassignment is already over the maximum of the new grade, no salary adjustment shall occur. After placement on step in the new pay grade, the employee may advance to the next step after meeting the waiting period requirements applicable to that step (as set forth in Sections 4 and 5 herein), based on the effective date of the promotion or upward reallocation. 10. The salary upon which any increase resulting from promotion, upward reallocation, or upward reassignment is computed for a given employee, is that employee’s most recent salary in the last position in which any required probationary period was completed, plus any subsequent general salary adjustment, except that no employee will be reduced in salary as a result of this provision. (a) An employee except an employee on original probation who, is promoted, upwardly reallocated or upwardly reassigned shall be placed on the step in the new pay grade that is the result of the normal promotional increase. (b) If a Request for Classification Review is submitted on or after January 13, 2002; and the incumbent is subsequently entitled to a retroactive pay adjustment due to corrective classification action (resulting from either classification review or classification grievance); and the incumbent has received a step increase after the date the request for review was filed but before the classification decision was processed; then the employee’s salary shall be based on his/her rate of pay as of the date the adjustment is processed. 11. Employees who are laterally transferred to a different position in their same class, or into a different class but in the same pay grade, will not establish a new Step Date as a result of such move. This provision does not apply to employees on original probation. (a) Effective July 5, 1992, when an employee voluntarily demotes three (3) or more pay grades, or is involuntarily demoted to a position in a lower pay grade, that employee shall be placed on a specific step in the new (lower) pay grade that is within the range for salary upon demotion specified in Section 6.072, et seq., of the Rules and Regulations for Personnel Administration which represents at least a one and one-half percent (1.5%) decrease in salary and then slotted down, but shall not be paid less than the minimum, nor more than the maximum for such lower pay grade. All such employees will establish a new Step Date. (b) Effective January 13, 2002, and notwithstanding the above, when an employee voluntarily demotes one (1) or two (2) pay grades (whether by classification action or otherwise), the rate of pay shall be “red circled” and shall not be subject to a reduction. Such employee will move to the step next above his/her red circled rate on the next step date, except when the salary is over the maximum for the pay grade or falls on a step in the new Pay Grade. The next step date in such cases shall be based on the effective date of the demotion, and will be calculated on the required time on step assigned to the step next below the employee’s red circled rate. Nothing in this agreement shall restrict or preclude the employer from discussing voluntary demotion or downward reallocation with an employee for other than disciplinary reasons. 13. When an employee is: promoted; demoted; restored; rehired in accordance with RIF rights; reallocated; or reassigned, a new Step Date shall be established, based upon the effective date of such action. 14. The Commissioner of Human Resources retains the following rights: (a) Hiring Within Range To hire employees above the end of probation rate for their class, consistent with 6.042 et seq. of the Rules and Regulations for Personnel Administration for the State of Vermont. In any such instance, the Commissioner of Human Resources may raise the rate of current employees in that department in the same class and/or associated class to the rate of the newly hired employee. Employees so raised shall retain their old step date and time already accrued toward his/her next step movement. Any such hire or subsequent raising of the rate for previous hires shall not be deemed inconsistent with the provisions of paragraph 14 or 15 so long as the hiring rate specified for the class remains unchanged.

SALARIES AND WAGES. 1. The compensation plans for State employees covered by this Agreement shall be as follows: follows:‌ Effective Date Appendix I July 1, 2008 (current chart) 2012 Appendix II Start of the first full pay period in July 2008 2013 (July 614, 2008) Appendix III Start of the first full pay period in July 2009 (July 5, 2009) Appendix IV July 1, 2008 (current chart) Appendix V Start of the first full pay period in July 2008 (July 6, 2008) Appendix VI Start of the first full pay period in July 2009 (July 5, 20092013) 2. Salary is computed as an hourly rate rounded to the nearest whole cent. (a) Effective July 1, 2012, all employees covered by this agreement shall receive the restoration of the three percent (3.0%) reduction in compensation applicable during FY 2011 and 2012, and in addition shall receive a two percent (2.0%) increase, based on the restored rate, as specified in Appendix I. Such adjustments shall be applied to the salary grid. (b) Effective with the start of the first full pay payroll period in each fiscal year covered by this contractJuly 2013 (July 14, 2013), all employees covered by this Agreement agreement shall receive a one and eight-tenth two percent (1.82.0%) increase based on rates in force on the prior day. Such adjustments adjustment shall be applied to the salary grid. (bc) Employees who are equal to to, or more than one and eight-tenth two percent (1.82.0%) above above, the maximum for their pay grade grade, after the three percent (3.0%) restoration, on the effective date of the increase shall instead receive a lump sum payment equivalent to one and eight-tenth two percent (1.82.0%) of their base hourly rate, annualized, annualized and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in July of each fiscal year. (cd) Employees who are less than one and eight-tenth two percent (1.82.0%) above the maximum of for their pay grade after the three percent (3.0%) restoration, on the effective date of the increase, increase shall receive that proportion of the increase that will result in their placement on step Step 15 of their pay grade, and shall receive the difference between this base salary increase and the one and eight-tenth two percent (1.82.0%) increase, annualized, annualized and prorated for part-time employment, as a lump sum payment as specified above. (de) Effective on the first day of the first full pay period of each fiscal year, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the one and eight-tenth restoration of the three percent (1.83.0%) and addition of the two percent (2.0%) increase is applied) which is less than eighteen thousand seven hundred twenty dollars ($18,720), will be paid one-fourth (1/4) of the difference between their annualized salary and eighteen thousand seven hundred twenty dollars ($18,720) at the beginning of each calendar quarter so long as their annualized salary is still less than eighteen thousand seven hundred twenty dollars ($18,720) at the beginning of that calendar quarter. The calculation of this benefit for Part-Part- time Employees who meet the above criteria will be prorated on the basis of the number of hours regularly worked. All employees covered by this section shall receive the above two percent (2.0%) increase for each fiscal year. 4. Effective July 1, 2001, the The required time on each step in the Step Pay Plan shall be as follows: Step 1 (probation) - normally, six (6) 6 months Step 2 (EOP) - one year Step 9 - one year two years Step 3 - one year Step 10 - one year two years Step 4 - one year Step 11 - one year two years Step 5 - one year Step 12 - two years Step 6 - one year two years Step 13 - three years Step 7 - two years Step 7 - one year Step 14 - two three years Step 8 - one year two years Step 15 - final step 5. Computation of Step Dates, and requirements for step movements for the Pay plan in effect on June 30, 1990, shall remain unchanged, except as specifically modified herein. At the beginning of the first full payroll period following the employee’s new Step Date, the employee shall advance to the next higher step in the pay grade upon completion of the required time on step. 6. Movement Except as specified in Paragraph 7 in the “Performance Article”, movement to a higher step hereunder is predicated on satisfactory performance, based on the annual performance evaluation. In all cases, failure to achieve a satisfactory annual evaluation (i.e., a “3” under the current system) will result in loss of credit for that year’s service in computing time on step. 7. An employee who has been demoted from a position: (a) without loss of pay; or (b) with a percentage loss of pay pursuant to Section 6.072 of the Rules and Regulations for Personnel Administration; or (c) with a loss of pay due solely to the fact that the employee’s salary could not exceed the maximum for the lower pay grade; and who later returns within two (2) years to a position in a higher pay grade shall be considered, for purposes of salary adjustment, to be a restored employee under Section 6.077 of the Rules and Regulations for Personnel Administration. 8. Implementation of the compensation plans specified herein shall be in accordance with procedures developed by the Secretary of Administration subject to this collective bargaining agreement and shall not be subject to the provisions of Chapter 25 of Title 3. VSEA shall be granted a copy of the procedures thirty (30) days prior to implementation and shall retain the right to grieve any violation of this Agreement resulting from implementation of such procedures. 9. RATE AFTER PROMOTION, UPWARD REALLOCATION OR REASSIGNMENT Effective July 5, 1992, upon promotion, upward reallocation or reassignment of a position to a higher pay grade, an employee covered by this Agreement shall receive a salary increase by being slotted onto that step of the new pay grade which would reflect an increase of at least five percent (5%) over the salary rate prior to promotion (i.e., five percent (5%) is the lowest amount an employee will receive, and the maximum amount would be governed according to placement on a step which might be higher than, but nearest to, the five percent (5%) minimum specified). The rate of five percent (5%) as outlined above shall be eight percent (8%) if the employee is moving upwards three (3) or more pay grades. An employee employee, who moves, for the first time, into the Supervisory Bargaining Unit by promotion, upward reallocation, redesignation, upward reassignment, or lateral transfer, on or after July 1, 2005, shall receive a salary increase of eight percent (8%) regardless of the number of pay grades involved. This subsection shall also apply if the movement is temporary or time limited. A temporary assignment shall not qualify as a “for first time” movement into the Supervisory Unit. Notwithstanding the above, any promotion or reclassification to a higher class as a result of an employee automatically “promoting” upon completion of the requirements of the lower level class as outlined in the position class description, the rate on promotion shall be eight percent (8%). In no case will such an employee receive less than the Step 2 (end of probation) rate of the new pay grade, unless the employee has not completed original probation, or more than the Step 15 (maximum) rate. If the employee’s salary at the time of promotion, upward reallocation, or upward reassignment is already over the maximum of the new grade, no salary adjustment shall occur. After placement on step in the new pay grade, the employee may advance to the next step after meeting the waiting period requirements applicable to that step (as set forth in Sections Section 4 and 5 herein), based on the effective date of the promotion or upward reallocation. 10. The salary upon which any increase resulting from promotion, upward reallocation, or upward reassignment is computed for a given employee, is that employee’s most recent salary in the last position in which any required probationary period was completed, plus any subsequent general salary adjustment, except that no employee will be reduced in salary as a result of this provision. (a) An employee employee, except an employee on original probation probation, who, is promoted, upwardly reallocated reallocated, or upwardly reassigned reassigned, shall be placed on the step in the new pay grade that is the result of the normal promotional increase. (b) If a Request for Classification Review is submitted on or after January 13, 2002; and the incumbent is subsequently entitled to a retroactive pay adjustment due to corrective classification action (resulting from either classification review or classification grievance); and the incumbent has received a step increase after the date the request for review was filed but before the classification decision was processed; then the employee’s salary shall be based on his/her rate of pay as of the date the adjustment is processed. 11. Employees who are laterally transferred to a different position in their same class, or into a different class but in the same pay grade, will not establish a new Step Date as a result of such move. This provision does not apply to employees on original probation. (a) Effective July 5, 1992, when an employee voluntarily demotes three (3) or more pay grades, or is involuntarily demoted to a position in a lower pay grade, that employee shall be placed on a specific step in the new (lower) pay grade that is within the range for salary upon demotion specified in Section 6.072, et seq., of the Rules and Regulations for Personnel Administration which represents at least a one and one-half percent (1.5%) decrease in salary and then slotted down, but shall not be paid less than the minimum, nor more than the maximum for such lower pay grade. All such employees will establish a new Step Date. (b) Effective January 13, 2002, and notwithstanding the above, when an employee voluntarily demotes one (1) or two (2) pay grades (whether by classification action or otherwise), the rate of pay shall be “red circled” and shall not be subject to a reduction. Such employee will move to the step next above his/her red circled rate on the next step date, except when the salary is over the maximum for the pay grade or falls on a step in the new Pay Grade. The next step date in such cases shall be based on the effective date of the demotion, and will be calculated on the required time on step assigned to the step next below the employee’s red circled rate. Nothing in this agreement shall restrict or preclude the employer from discussing voluntary demotion or downward reallocation with an employee for other than disciplinary reasons. 13. When an employee is: promoted; demoted; restored; rehired in accordance with RIF rights; reallocated; or reassigned, a new Step Date shall be established, based upon the effective date of such action. 14. The Commissioner of Human Resources retains the following rights: (a) Hiring Within Range To hire employees above the end of probation rate for their class, consistent with 6.042 et seq. of the Rules and Regulations for Personnel Administration for the State of Vermont. In any such instance, the Commissioner of Human Resources may raise the rate of current employees in that department in the same class and/or associated class to the rate of the newly hired employee. Employees so raised shall retain their old step date and time already accrued toward his/her next step movement. Any such hire or subsequent raising of the rate for previous hires shall not be deemed inconsistent with the provisions of paragraph 14 or 15 so long as the hiring rate specified for the class remains unchanged.

SALARIES AND WAGES. 1. The compensation plans for State employees covered by this Agreement shall be as follows: Effective Date Appendix I July 1, 2008 2007 (current chart) Appendix II Start of the first full pay period in July 2008 (July 68, 2008) Appendix III Start of the first full pay period in July 2009 (July 5, 2009) Appendix IV July 1, 2008 (current chart) Appendix V Start of the first full pay period in July 2008 (July 6, 2008) Appendix VI Start of the first full pay period in July 2009 (July 5, 2009)2007 2. Salary is computed as an hourly rate rounded to the nearest whole cent. (a) Effective with the start of the first full pay period in each fiscal year covered by this contractJuly 8, 2007, all employees covered by this Agreement shall receive a one two and eight-tenth one- quarter percent (1.82.25%) increase based on rates in force on the prior dayJuly 7, 2007. Such adjustments percentages shall be applied to the salary grid. (b) Employees equal to or more than one two and eight-tenth one- quarter percent (1.82.25%) above the maximum for their pay grade on the effective date of the July 8, 2007, increase shall instead receive a lump sum payment equivalent to one two and eightone-tenth quarter percent (1.82.25%) of their base hourly rate, annualized, annualized and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in July of each fiscal year2007. (c) Employees who are less than one two and eightone-tenth quarter percent (1.82.25%) above the maximum of for their pay grade on the effective date of the increaseJuly 8, 2007, increase shall receive that proportion of the increase that will result in their placement on step Step 15 of their pay grade, and shall receive the difference between this base salary increase and the one two and eightone-tenth quarter percent (1.82.25%) increase, annualized, annualized and prorated for part-time employment, as a lump sum payment as specified above. (d) Effective on the first day of the first full pay period of each fiscal yearJuly 8, 2007, those employees who are permanent or limited status, classified employees on the preceding dayJuly 7, 2007, and who have an annualized salary, (after the one two percent and eight-tenth percent one- quarter (1.82.25%) July 8, 2007, increase is applied) which is less than eighteen thousand seven hundred twenty dollars ($18,720), will be paid one-fourth (1/4) of the difference between their annualized salary and eighteen thousand seven hundred twenty dollars ($18,720) at the beginning of each calendar quarter so long as their annualized salary is still less than eighteen thousand seven hundred twenty dollars ($18,720) at the beginning of that calendar quarter. The calculation of this benefit for Part-time Employees who meet the above criteria will be prorated on the basis of the number of hours regularly worked. All employees covered by this Section shall receive the above referenced two and one-quarter percent (2.25%) annual increase for FY 08. 4. Effective July 1, 2001, the The required time on each step in the Step Pay Plan shall be as follows: Step 1 (probation) - normally, six (6) 6 months Step 2 (EOP) - one year Step 9 - one year two years Step 3 - one year Step 10 - one year two years Step 4 - one year Step 11 - one year two years Step 5 - one year Step 12 - two years Step 6 - one year two years Step 13 - three years Step 7 - two years Step 7 - one year Step 14 - two three years Step 8 - one year two years Step 15 - final step 5. Computation of Step Dates, and requirements for step movements for the Pay plan in effect on June 30, 1990, shall remain unchanged, except as specifically modified herein. At the beginning of the first full payroll period following the employee’s new Step Date, the employee shall advance to the next higher step in the pay grade upon completion of the required time on step. 6. Movement Except as specified in Paragraph 7 in the ―Performance Article‖, movement to a higher step hereunder is predicated on satisfactory performance, based on the annual performance evaluation. In all cases, failure to achieve a satisfactory annual evaluation (i.e., a “3” ―3‖ under the current system) will result in loss of credit for that year’s service in computing time on step. 7. An employee who has been demoted from a position: (a) without loss of pay; or (b) with a percentage loss of pay pursuant to Section 6.072 of the Rules and Regulations for Personnel Administration; or (c) with a loss of pay due solely to the fact that the employee’s salary could not exceed the maximum for the lower pay grade; and who later returns within two (2) years to a position in a higher pay grade shall be considered, for purposes of salary adjustment, to be a restored employee under Section 6.077 of the Rules and Regulations for Personnel Administration. 8. Implementation of the compensation plans specified herein shall be in accordance with procedures developed by the Secretary of Administration subject to this collective bargaining agreement and shall not be subject to the provisions of Chapter 25 of Title 3. VSEA shall be granted a copy of the procedures thirty (30) days prior to implementation and shall retain the right to grieve any violation of this Agreement resulting from implementation of such procedures. 9. RATE AFTER PROMOTION, UPWARD REALLOCATION OR REASSIGNMENT Effective July 5, 1992, upon promotion, upward reallocation or reassignment of a position to a higher pay grade, an employee covered by this Agreement shall receive a salary increase by being slotted onto that step of the new pay grade which would reflect an increase of at least five percent (5%) over the salary rate prior to promotion (i.e., five percent (5%) is the lowest amount an employee will receive, and the maximum amount would be governed according to placement on a step which might be higher than, but nearest to, the five percent (5%) minimum specified). The rate of five percent (5%) as outlined above shall be eight percent (8%) if the employee is moving upwards three (3) or more pay grades. An employee employee, who moves, for the first time, into the Supervisory Bargaining Unit by promotion, upward reallocation, redesignation, upward reassignment, or lateral transfer, on or after July 1, 2005, shall receive a salary increase of eight percent (8%) regardless of the number of pay grades involved. This subsection shall also apply if the movement is temporary or time limited. A temporary assignment shall not qualify as a “for ―for first time” time‖ movement into the Supervisory Unit. Notwithstanding the above, any promotion or reclassification to a higher class as a result of an employee automatically “promoting” ―promoting‖ upon completion of the requirements of the lower level class as outlined in the position class description, the rate on promotion shall be eight percent (8%). In no case will such an employee receive less than the Step 2 (end of probation) rate of the new pay grade, unless the employee has not completed original probation, or more than the Step 15 (maximum) rate. If the employee’s salary at the time of promotion, upward reallocation, or upward reassignment is already over the maximum of the new grade, no salary adjustment shall occur. After placement on step in the new pay grade, the employee may advance to the next step after meeting the waiting period requirements applicable to that step (as set forth in Sections Section 4 and 5 herein), based on the effective date of the promotion or upward reallocation. 10. The salary upon which any increase resulting from promotion, upward reallocation, or upward reassignment is computed for a given employee, is that employee’s most recent salary in the last position in which any required probationary period was completed, plus any subsequent general salary adjustment, except that no employee will be reduced in salary as a result of this provision. (a) An employee employee, except an employee on original probation probation, who, is promoted, upwardly reallocated reallocated, or upwardly reassigned reassigned, shall be placed on the step in the new pay grade that is the result of the normal promotional increase. (b) If a Request for Classification Review is submitted on or after January 13, 2002; and the incumbent is subsequently entitled to a retroactive pay adjustment due to corrective classification action (resulting from either classification review or classification grievance); and the incumbent has received a step increase after the date the request for review was filed but before the classification decision was processed; then the employee’s salary shall be based on his/her rate of pay as of the date the adjustment is processed. 11. Employees who are laterally transferred to a different position in their same class, or into a different class but in the same pay grade, will not establish a new Step Date as a result of such move. This provision does not apply to employees on original probation. (a) Effective July 5, 1992, when an employee voluntarily demotes three (3) or more pay grades, or is involuntarily demoted to a position in a lower pay grade, that employee shall be placed on a specific step in the new (lower) pay grade that is within the range for salary upon demotion specified in Section 6.072, et seq., of the Rules and Regulations for Personnel Administration which represents at least a one and one-half percent (1.5%) decrease in salary and then slotted down, but shall not be paid less than the minimum, nor more than the maximum for such lower pay grade. All such employees will establish a new Step Date. (b) Effective January 13, 2002, and notwithstanding the above, when an employee voluntarily demotes one (1) or two (2) pay grades (whether by classification action or otherwise), the rate of pay shall be “red circled” ―red circled‖ and shall not be subject to a reduction. Such employee will move to the step next above his/her red circled rate on the next step date, except when the salary is over the maximum for the pay grade or falls on a step in the new Pay Grade. The next step date in such cases shall be based on the effective date of the demotion, and will be calculated on the required time on step assigned to the step next below the employee’s red circled rate. Nothing in this agreement shall restrict or preclude the employer from discussing voluntary demotion or downward reallocation with an employee for other than disciplinary reasons. 13. When an employee is: promoted; demoted; restored; rehired in accordance with RIF rights; reallocated; or reassigned, a new Step Date shall be established, based upon the effective date of such action. 14. The Commissioner of Human Resources retains the following rights: (a) Hiring Within Range To hire employees above the end of probation rate for their class, consistent with 6.042 et seq. of the Rules and Regulations for Personnel Administration for the State of Vermont. In any such instance, the Commissioner of Human Resources may raise the rate of current employees in that department in the same class and/or associated class to the rate of the newly hired employee. Employees so raised shall retain their old step date and time already accrued toward his/her next step movement. Any such hire or subsequent raising of the rate for previous hires shall not be deemed inconsistent with the provisions of paragraph 14 or 15 so long as the hiring rate specified for the class remains unchanged.

SALARIES AND WAGES. 1. The compensation plans for State employees covered by this Agreement shall be as follows: Effective Date Appendix I 1 July 1, 2008 2012 – July 11, 2015 (current chart) Appendix II Start of the first full pay period in 2 July 2008 (July 612, 2008) Appendix III Start of the first full pay period in July 2009 (July 52015 – June 30, 2009) Appendix IV July 1, 2008 (current chart) Appendix V Start of the first full pay period in July 2008 (July 6, 2008) Appendix VI Start of the first full pay period in July 2009 (July 5, 2009)2016 2. Salary is computed as an hourly rate rounded to the nearest whole cent. (a) Effective with the start of the first full pay period in each fiscal year covered by this contract, all employees covered by this Agreement shall receive a one two and eightone-tenth half percent (1.82.5%) increase based on rates in force on the prior day. Such adjustments shall be applied to the salary grid. (b) Employees equal to or more than one two and eightone-tenth half percent (1.82.5%) above the maximum for their pay grade on the effective date of the increase shall instead receive a lump sum payment equivalent to one two and eightone-tenth half percent (1.82.5%) of their base hourly rate, annualized, and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in July of each the fiscal year. (c) Employees who are less than one two and eightone-tenth half percent (1.82.5%) above the maximum of their pay grade on the effective date of the increase, shall receive that proportion of the increase that will result in their placement on step 15 of their pay grade, and shall receive the difference between this base salary increase and the one two and eightone-tenth half percent (1.82.5%) increase, annualized, and prorated for part-time employment, as a lump sum payment as specified above. (d) Effective on the first day of the first full pay period of each fiscal year, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the one and eight-tenth percent (1.8%) increase is applied) which is less than eighteen thousand seven hundred twenty dollars ($18,720), will be paid one-fourth (1/4) of the difference between their annualized salary and eighteen thousand seven hundred twenty dollars ($18,720) at the beginning of each calendar quarter so long as their annualized salary is still less than eighteen thousand seven hundred twenty dollars ($18,720) at the beginning of that calendar quarter. The calculation of this benefit for Part-time Employees who meet the above criteria will be prorated on the basis of the number of hours regularly worked. 4. Effective July 1, 20012012, the required time on each step in the Step Pay Plan shall be as follows: Step 1 (probation) - normally, six (6) months Step 2 (EOP) - one year Step 9 - one year Step 3 - one year Step 10 - one year Step 4 - one year Step 11 - one year Step 5 - one year Step 12 - two years one year Step 6 - one year Step 13 - two years one year Step 7 - one year Step 14 - two years one year Step 8 - one year Step 15 - final step 5. Computation of Step Dates, and requirements for step movements for the Pay plan in effect on June 30, 1990, shall remain unchanged, except as specifically modified herein. At the beginning of the first full payroll period following the employee’s new Step Date, the employee shall advance to the next higher step in the pay grade upon completion of the required time on step. 6. Movement to a higher step hereunder is predicated on satisfactory performance, based on the annual performance evaluation. In all cases, failure to achieve a satisfactory annual evaluation (i.e., a “3” under the current system) will result in loss of credit for that year’s service in computing time on step. 7. An employee who has been demoted from a position: (a) without loss of pay; or (b) with a percentage loss of pay pursuant to Section 6.072 of the Rules and Regulations for Personnel Administration; or (c) with a loss of pay due solely to the fact that the employee’s salary could not exceed the maximum for the lower pay grade; and who later returns within two (2) years to a position in a higher pay grade shall be considered, for purposes of salary adjustment, to be a restored employee under Section 6.077 of the Rules and Regulations for Personnel Administration. 8. Implementation of the compensation plans specified herein shall be in accordance with procedures developed by the Secretary of Administration subject to this collective bargaining agreement and shall not be subject to the provisions of Chapter 25 of Title 3. VSEA VTA shall be granted a copy of the procedures thirty (30) days prior to implementation and shall retain the right to grieve any violation of this Agreement resulting from implementation of such procedures. 9. RATE AFTER PROMOTION, UPWARD REALLOCATION OR REASSIGNMENT Effective July 5, 1992, upon Upon promotion, upward reallocation or reassignment of a position to a higher pay grade, an employee covered by this Agreement shall receive a salary increase by being slotted onto that step of the new pay grade which would reflect an increase of at least five percent (5%) over the salary rate prior to promotion (i.e., five percent (5%) is the lowest amount an employee will receive, and the maximum amount would be governed according to placement on a step which might be higher than, but nearest to, the five percent (5%) minimum specified). The rate of five percent (5%) as outlined above shall be eight percent (8%) if the employee is moving upwards three (3) or more pay grades. An employee who moves, for the first time, into the VSEA Supervisory Bargaining Unit by promotion, upward reallocation, redesignation, upward reassignment, or lateral transfer, on or after July 1, 2005, shall receive a salary increase of eight percent (8%) regardless of the number of pay grades involved. This subsection shall also apply if the movement is temporary or time limited. A temporary assignment shall not qualify as a “for first time” movement into the Supervisory Unit. The State shall provide notice to the VTA and the impacted employee, when an employee is temporarily reclassified into a supervisory position. Notwithstanding the above, any promotion or reclassification to a higher class as a result of an employee automatically “promoting” upon completion of the requirements of the lower level class as outlined in the position class description, the rate on promotion shall be eight percent (8%). In no case will such an employee receive less than the Step 2 (end of probation) rate of the new pay grade, unless the employee has not completed original probation, or more than the Step 15 (maximum) rate. If the employee’s salary at the time of promotion, upward reallocation, or upward reassignment is already over the maximum of the new grade, no salary adjustment shall occur. After placement on step in the new pay grade, the employee may advance to the next step after meeting the waiting period requirements applicable to that step (as set forth in Sections Section 4 and 5 herein), based on the effective date of the promotion or upward reallocation. 10. The salary upon which any increase resulting from promotion, upward reallocation, or upward reassignment is computed for a given employee, is that employee’s most recent salary in the last position in which any required probationary period was completed, plus any subsequent general salary adjustment, except that no employee will be reduced in salary as a result of this provision. (a) An employee employee, except an employee on original probation who, is promoted, upwardly reallocated or upwardly reassigned shall be placed on the step in the new pay grade that is the result of the normal promotional increase. (b) If a Request for Classification Review is submitted on or after January 13, 2002; and the incumbent is subsequently entitled to a retroactive pay adjustment due to corrective classification action (resulting from either classification review or classification grievance); and the incumbent has received a step increase after the date the request for review was filed but before the classification decision was processed; then the employee’s salary shall be based on his/her rate of pay as of the date the adjustment is processed. 11. Employees who are laterally transferred to a different position in their same class, or into a different class but in the same pay grade, will not establish a new Step Date as a result of such move. This provision does not apply to employees on original probation. (a) Effective July 5, 1992, when an employee voluntarily demotes three (3) or more pay grades, or is involuntarily demoted to a position in a lower pay grade, that employee shall be placed on a specific step in the new (lower) pay grade that is within the range for salary upon demotion specified in Section 6.072, et seq., of the Rules and Regulations for Personnel Administration which represents at least a one and one-half percent (1.5%) decrease in salary and then slotted down, but shall not be paid less than the minimum, nor more than the maximum for such lower pay grade. All such employees will establish a new Step Date. (b) Effective January 13, 2002, and notwithstanding the above, when an employee voluntarily demotes one (1) or two (2) pay grades (whether by classification action or otherwise), the rate of pay shall be “red circled” and shall not be subject to a reduction. Such employee will move to the step next above his/her red circled rate on the next step date, except when the salary is over the maximum for the pay grade or falls on a step in the new Pay Grade. The next step date in such cases shall be based on the effective date of the demotion, and will be calculated on the required time on step assigned to the step next below the employee’s red circled rate. Nothing in this agreement shall restrict or preclude the employer from discussing voluntary demotion or downward reallocation with an employee for other than disciplinary reasons. 13. When an employee is: promoted; demoted; restored; rehired in accordance with RIF rights; reallocated; or reassigned, a new Step Date shall be established, based upon the effective date of such action. 14. The Commissioner of Human Resources retains the following rights: (a) Hiring Within Range To hire employees above the end of probation rate for their class, consistent with 6.042 et seq. of the Rules and Regulations for Personnel Administration for the State of Vermont. In any such instance, the Commissioner of Human Resources may raise the rate of current employees in that department in the same class and/or associated class to the rate of the newly hired employee. Employees so raised shall retain their old step date and time already accrued toward his/her next step movement. Any such hire or subsequent raising of the rate for previous hires shall not be deemed inconsistent with the provisions of paragraph 14 or 15 so long as the hiring rate specified for the class remains unchanged.

SALARIES AND WAGES. 1. The compensation plans for State employees covered by this Agreement shall be as follows: Effective Date Appendix I July 1, 2008 (current chart) Appendix II Start of the first full pay period in July 2008 (July 6, 2008) Appendix III Start of the first full pay period in July 2009 (July 5, 2009) Appendix IV July 1, 2008 (current chart) Appendix V Start of the first full pay period in July 2008 (July 6, 2008) Appendix VI Start of the first full pay period in July 2009 (July 5, 2009) 2. Salary is computed as an hourly rate rounded to the nearest whole cent. (a) Effective with the start of the first full pay period in each fiscal year covered by this contract, all employees covered by this Agreement shall receive a one and eight-tenth percent (1.8%) increase based on rates in force on the prior day. Such adjustments shall be applied to the salary grid. (b) Employees equal to or more than one and eight-tenth percent (1.8%) above the maximum for their pay grade on the effective date of the increase shall instead receive a lump sum payment equivalent to one and eight-tenth percent (1.8%) of their base hourly rate, annualized, annualized and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in July of each fiscal year. (c) Employees who are less than one and eight-tenth percent (1.8%) above the maximum of for their pay grade on the effective date of the increase, increase shall receive that proportion of the increase that will result in their placement on step Step 15 of their pay grade, and shall receive the difference between this base salary increase and the one and eight-tenth percent (1.8%) increase, annualized, annualized and prorated for part-time employment, as a lump sum payment as specified above. (d) Effective on the first day of the first full pay period of each fiscal year, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the one and eight-tenth percent (1.8%) increase is applied) which is less than eighteen thousand seven hundred twenty dollars ($18,720), will be paid one-fourth (1/4) of the difference between their annualized salary and eighteen thousand seven hundred twenty dollars ($18,720) at the beginning of each calendar quarter so long as their annualized salary is still less than eighteen thousand seven hundred twenty dollars ($18,720) at the beginning of that calendar quarter. The calculation of this benefit for Part-time Employees who meet the above criteria will be prorated on the basis of the number of hours regularly worked. All employees covered by this Section shall receive the above referenced one and eight-tenth percent (1.8%) annual increase for each fiscal year. 4. Effective July 1, 2001, the The required time on each step in the Step Pay Plan shall be as follows: Step 1 (probation) - normally, six (6) 6 months Step 2 (EOP) - one year Step 9 - one year two years Step 3 - one year Step 10 - one year two years Step 4 - one year Step 11 - one year two years Step 5 - one year Step 12 - two years Step 6 - one year two years Step 13 - three years Step 7 - two years Step 7 - one year Step 14 - two three years Step 8 - one year two years Step 15 - final step 5. Computation of Step Dates, and requirements for step movements for the Pay plan in effect on June 30, 1990, shall remain unchanged, except as specifically modified herein. At the beginning of the first full payroll period following the employee’s new Step Date, the employee shall advance to the next higher step in the pay grade upon completion of the required time on step. 6. Movement Except as specified in Paragraph 7 in the ―Performance Article‖, movement to a higher step hereunder is predicated on satisfactory performance, based on the annual performance evaluation. In all cases, failure to achieve a satisfactory annual evaluation (i.e., a “3” ―3‖ under the current system) will result in loss of credit for that year’s service in computing time on step. 7. An employee who has been demoted from a position: (a) without loss of pay; or (b) with a percentage loss of pay pursuant to Section 6.072 of the Rules and Regulations for Personnel Administration; or (c) with a loss of pay due solely to the fact that the employee’s salary could not exceed the maximum for the lower pay grade; and who later returns within two (2) years to a position in a higher pay grade shall be considered, for purposes of salary adjustment, to be a restored employee under Section 6.077 of the Rules and Regulations for Personnel Administration. 8. Implementation of the compensation plans specified herein shall be in accordance with procedures developed by the Secretary of Administration subject to this collective bargaining agreement and shall not be subject to the provisions of Chapter 25 of Title 3. VSEA shall be granted a copy of the procedures thirty (30) days prior to implementation and shall retain the right to grieve any violation of this Agreement resulting from implementation of such procedures. 9. RATE AFTER PROMOTION, UPWARD REALLOCATION OR REASSIGNMENT Effective July 5, 1992, upon promotion, upward reallocation or reassignment of a position to a higher pay grade, an employee covered by this Agreement shall receive a salary increase by being slotted onto that step of the new pay grade which would reflect an increase of at least five percent (5%) over the salary rate prior to promotion (i.e., five percent (5%) is the lowest amount an employee will receive, and the maximum amount would be governed according to placement on a step which might be higher than, but nearest to, the five percent (5%) minimum specified). The rate of five percent (5%) as outlined above shall be eight percent (8%) if the employee is moving upwards three (3) or more pay grades. An employee employee, who moves, for the first time, into the Supervisory Bargaining Unit by promotion, upward reallocation, redesignation, upward reassignment, or lateral transfer, on or after July 1, 2005, shall receive a salary increase of eight percent (8%) regardless of the number of pay grades involved. This subsection shall also apply if the movement is temporary or time limited. A temporary assignment shall not qualify as a “for ―for first time” time‖ movement into the Supervisory Unit. Notwithstanding the above, any promotion or reclassification to a higher class as a result of an employee automatically “promoting” ―promoting‖ upon completion of the requirements of the lower level class as outlined in the position class description, the rate on promotion shall be eight percent (8%). In no case will such an employee receive less than the Step 2 (end of probation) rate of the new pay grade, unless the employee has not completed original probation, or more than the Step 15 (maximum) rate. If the employee’s salary at the time of promotion, upward reallocation, or upward reassignment is already over the maximum of the new grade, no salary adjustment shall occur. After placement on step in the new pay grade, the employee may advance to the next step after meeting the waiting period requirements applicable to that step (as set forth in Sections Section 4 and 5 herein), based on the effective date of the promotion or upward reallocation. 10. The salary upon which any increase resulting from promotion, upward reallocation, or upward reassignment is computed for a given employee, is that employee’s most recent salary in the last position in which any required probationary period was completed, plus any subsequent general salary adjustment, except that no employee will be reduced in salary as a result of this provision. (a) An employee employee, except an employee on original probation probation, who, is promoted, upwardly reallocated reallocated, or upwardly reassigned reassigned, shall be placed on the step in the new pay grade that is the result of the normal promotional increase. (b) If a Request for Classification Review is submitted on or after January 13, 2002; and the incumbent is subsequently entitled to a retroactive pay adjustment due to corrective classification action (resulting from either classification review or classification grievance); and the incumbent has received a step increase after the date the request for review was filed but before the classification decision was processed; then the employee’s salary shall be based on his/her rate of pay as of the date the adjustment is processed. 11. Employees who are laterally transferred to a different position in their same class, or into a different class but in the same pay grade, will not establish a new Step Date as a result of such move. This provision does not apply to employees on original probation. (a) Effective July 5, 1992, when an employee voluntarily demotes three (3) or more pay grades, or is involuntarily demoted to a position in a lower pay grade, that employee shall be placed on a specific step in the new (lower) pay grade that is within the range for salary upon demotion specified in Section 6.072, et seq., of the Rules and Regulations for Personnel Administration which represents at least a one and one-half percent (1.5%) decrease in salary and then slotted down, but shall not be paid less than the minimum, nor more than the maximum for such lower pay grade. All such employees will establish a new Step Date. (b) Effective January 13, 2002, and notwithstanding the above, when an employee voluntarily demotes one (1) or two (2) pay grades (whether by classification action or otherwise), the rate of pay shall be “red circled” ―red circled‖ and shall not be subject to a reduction. Such employee will move to the step next above his/her red circled rate on the next step date, except when the salary is over the maximum for the pay grade or falls on a step in the new Pay Grade. The next step date in such cases shall be based on the effective date of the demotion, and will be calculated on the required time on step assigned to the step next below the employee’s red circled rate. Nothing in this agreement shall restrict or preclude the employer from discussing voluntary demotion or downward reallocation with an employee for other than disciplinary reasons. 13. When an employee is: promoted; demoted; restored; rehired in accordance with RIF rights; reallocated; or reassigned, a new Step Date shall be established, based upon the effective date of such action. 14. The Commissioner of Human Resources retains the following rights: (a) Hiring Within Range To hire employees above the end of probation rate for their class, consistent with 6.042 et seq. of the Rules and Regulations for Personnel Administration for the State of Vermont. In any such instance, the Commissioner of Human Resources may raise the rate of current employees in that department in the same class and/or associated class to the rate of the newly hired employee. Employees so raised shall retain their old step date and time already accrued toward his/her next step movement. Any such hire or subsequent raising of the rate for previous hires shall not be deemed inconsistent with the provisions of paragraph 14 or 15 so long as the hiring rate specified for the class remains unchanged.

SALARIES AND WAGES. 1. The compensation plans for State employees covered by this Agreement shall be as follows: Effective Date Appendix I July 1, 2008 (current chart) 2014 Appendix II Start of the first full pay period in July 2008 2014 (July 613, 20082014) Appendix III Start of the first full pay period in July 2009 2015 (July 512, 2009) Appendix IV July 1, 2008 (current chart) Appendix V Start of the first full pay period in July 2008 (July 6, 2008) Appendix VI Start of the first full pay period in July 2009 (July 5, 20092015) 2. Salary is computed as an hourly rate rounded to the nearest whole cent. (a) Effective with the start of the first full pay payroll period in each fiscal year covered by this contract, all employees covered by this Agreement shall receive a one two and eightone-tenth half percent (1.82.5%) increase increase, based on the rates in force on the prior day. Such adjustments adjustment shall be applied to the salary grid. (b) Employees who are equal to to, or more than one than, two and eightone-tenth half percent (1.82.5%) above above, the maximum for their pay grade grade, on the effective date of the increase shall instead receive a lump sum payment equivalent to one two and eightone-tenth half percent (1.82.5%) of their base hourly rate, annualized, annualized and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in July of each fiscal year. (c) Employees who are less than one two and eightone-tenth half percent (1.82.5%) above the maximum of for their pay grade on the effective date of the increase, increase shall receive that proportion of the increase that will result in their placement on step Step 15 of their pay grade, and shall receive the difference between this base salary increase and the one two and eightone-tenth half percent (1.82.5%) increase, annualized, annualized and prorated for part-time employment, as a lump sum payment as specified above. (d) Effective on the first day of the first full pay period of each fiscal year, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the one addition of the two and eightone-tenth half percent (1.82.5%) increase is applied) which is less than eighteen thousand seven twenty-five thousand, nine hundred twenty and fifty-eight dollars ($18,72025,958), will be paid one-fourth (1/4) of the difference between their annualized salary and eighteen thousand seven twenty-five thousand, nine hundred twenty and fifty-eight dollars ($18,72025,958) at the beginning of each calendar quarter quarter, so long as their annualized salary is still less than eighteen thousand seven twenty-five thousand, nine hundred twenty and fifty-eight dollars ($18,72025,958) at the beginning of that calendar quarter. The calculation of this benefit for Part-time Employees who meet the above criteria will be prorated on the basis of the number of hours regularly worked. All employees covered by this section shall receive the above two and one-half percent (2.5%) increase for each fiscal year. 4. Effective July 1, 2001, the The required time on each step in the Step Pay Plan shall be as follows: Step 1 (probation) - normally, six (6) 6 months Step 2 (EOP) - one year Step 9 - one year two years Step 3 - one year Step 10 - one year two years Step 4 - one year Step 11 - one year two years Step 5 - one year Step 12 - two years Step 6 - one year two years Step 13 - three years Step 7 - two years Step 7 - one year Step 14 - two three years Step 8 - one year two years Step 15 - final step 5. Computation of Step Dates, and requirements for step movements for the Pay plan Plan in effect on June 30, 1990, shall remain unchanged, except as specifically modified herein. At the beginning of the first full payroll period following the employee’s new Step Date, the employee shall advance to the next higher step in the pay grade upon completion of the required time on step. 6. Movement Except as specified in Paragraph 7 in the “Performance Article”, movement to a higher step hereunder is predicated on satisfactory performance, based on the annual performance evaluation. In all cases, failure to achieve a satisfactory annual evaluation (i.e., a “3” under the current system) will result in loss of credit for that year’s service in computing time on step. 7. An employee who has been demoted from a position: (a) without loss of pay; or (b) with a percentage loss of pay pursuant to Section 6.072 of the Rules and Regulations for Personnel Administration; or (c) with a loss of pay due solely to the fact that the employee’s salary could not exceed the maximum for the lower pay grade; and who later returns within two (2) years to a position in a higher pay grade shall be considered, for purposes of salary adjustment, to be a restored employee under Section 6.077 of the Rules and Regulations for Personnel Administration. 8. Implementation of the compensation plans specified herein shall be in accordance with procedures developed by the Secretary of Administration subject to this collective bargaining agreement and shall not be subject to the provisions of Chapter 25 of Title 3. VSEA shall be granted a copy of the procedures thirty (30) days prior to implementation and shall retain the right to grieve any violation of this Agreement resulting from implementation of such procedures. 9. RATE AFTER PROMOTION, UPWARD REALLOCATION OR REASSIGNMENT Effective July 5, 1992, upon promotion, upward reallocation or reassignment of a position to a higher pay grade, an employee covered by this Agreement shall receive a salary increase by being slotted onto that step of the new pay grade which would reflect an increase of at least five percent (5%) over the salary rate prior to promotion (i.e., five percent (5%) is the lowest amount an employee will receive, and the maximum amount would be governed according to placement on a step which might be higher than, but nearest to, the five percent (5%) minimum specified). The rate of five percent (5%) as outlined above shall be eight percent (8%) if the employee is moving upwards three (3) or more pay grades. An employee employee, who moves, for the first time, into the Supervisory Bargaining Unit by promotion, upward reallocation, redesignation, upward reassignment, or lateral transfer, on or after July 1, 2005, shall receive a salary increase of eight percent (8%) regardless of the number of pay grades involved. This subsection shall also apply if the movement is temporary or time limited. A temporary assignment shall not qualify as a “for first time” movement into the Supervisory Unit. Notwithstanding the above, any promotion or reclassification to a higher class as a result of an employee automatically “promoting” upon completion of the requirements of the lower level class as outlined in the position class description, the rate on promotion shall be eight percent (8%). In no case will such an employee receive less than the Step 2 (end of probation) rate of the new pay grade, unless the employee has not completed original probation, or more than the Step 15 (maximum) rate. If the employee’s salary at the time of promotion, upward reallocation, or upward reassignment is already over the maximum of the new grade, no salary adjustment shall occur. After placement on step in the new pay grade, the employee may advance to the next step after meeting the waiting period requirements applicable to that step (as set forth in Sections Section 4 and 5 herein), based on the effective date of the promotion or upward reallocation. 10. The salary upon which any increase resulting from promotion, upward reallocation, or upward reassignment is computed for a given employee, is that employee’s most recent salary in the last position in which any required probationary period was completed, plus any subsequent general salary adjustment, except that no employee will be reduced in salary as a result of this provision. (a) An employee employee, except an employee on original probation probation, who, is promoted, upwardly reallocated reallocated, or upwardly reassigned reassigned, shall be placed on the step in the new pay grade that is the result of the normal promotional increase. (b) If a Request for Classification Review is submitted on or after January 13, 2002; and the incumbent is subsequently entitled to a retroactive pay adjustment due to corrective classification action (resulting from either classification review or classification grievance); and the incumbent has received a step increase after the date the request for review was filed but before the classification decision was processed; then the employee’s salary shall be based on his/her rate of pay as of the date the adjustment is processed. 11. Employees who are laterally transferred to a different position in their same class, or into a different class but in the same pay grade, will not establish a new Step Date as a result of such move. This provision does not apply to employees on original probation. (a) Effective July 5, 1992, when an employee voluntarily demotes three (3) or more pay grades, or is involuntarily demoted to a position in a lower pay grade, that employee shall be placed on a specific step in the new (lower) pay grade that is within the range for salary upon demotion specified in Section 6.072, et seq., of the Rules and Regulations for Personnel Administration which represents at least a one and one-half percent (1.5%) decrease in salary and then slotted down, but shall not be paid less than the minimum, nor more than the maximum for such lower pay grade. All such employees will establish a new Step Date. (b) Effective January 13, 2002, and notwithstanding the above, when an employee voluntarily demotes one (1) or two (2) pay grades (whether by classification action or otherwise), the rate of pay shall be “red circled” and shall not be subject to a reduction. Such employee will move to the step next above his/her red circled rate on the next step date, except when the salary is over the maximum for the pay grade or falls on a step in the new Pay Grade. The next step date in such cases shall be based on the effective date of the demotion, and will be calculated on the required time on step assigned to the step next below the employee’s red circled rate. Nothing in this agreement shall restrict or preclude the employer from discussing voluntary demotion or downward reallocation with an employee for other than disciplinary reasons. 13. When an employee is: promoted; demoted; restored; rehired in accordance with RIF rights; reallocated; or reassigned, a new Step Date shall be established, based upon the effective date of such action. 14. The Commissioner of Human Resources retains the following rights: (a) Hiring Within Range To hire employees above the end of probation rate for their class, consistent with 6.042 et seq. of the Rules and Regulations for Personnel Administration for the State of Vermont. In any such instance, the Commissioner of Human Resources may raise the rate of current employees in that department in the same class and/or associated class to the rate of the newly hired employee. Employees so raised shall retain their old step date and time already accrued toward his/her next step movement. Any such hire or subsequent raising of the rate for previous hires shall not be deemed inconsistent with the provisions of paragraph 14 or 15 so long as the hiring rate specified for the class remains unchanged.

SALARIES AND WAGES. 1. The compensation plans for State employees covered by this Agreement shall be as follows: Effective Date Appendix I July 1, 2008 (current chart) Appendix II Start of the first full pay period in July 2008 (July 6, 2008) Appendix III Start of the first full pay period in July 2009 (July 5, 2009) Appendix IV July 1, 2008 (current chart) Appendix V Start of the first full pay period in July 2008 (July 6, 2008) Appendix VI Start of the first full pay period in July 2009 (July 5, 2009) 2. Salary is computed as an hourly rate rounded to the nearest whole cent. (a) Effective with the start of the first full pay period in each fiscal year covered by this contract, all employees covered by this Agreement shall receive a one and eight-tenth percent (1.8%) increase based on rates in force on the prior day. Such adjustments shall be applied to the salary grid. (b) Employees equal to or more than one and eight-tenth percent (1.8%) above the maximum for their pay grade on the effective date of the increase shall instead receive a lump sum payment equivalent to one and eight-tenth percent (1.8%) of their base hourly rate, annualized, annualized and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in July of each fiscal year. (c) Employees who are less than one and eight-tenth percent (1.8%) above the maximum of for their pay grade on the effective date of the increase, increase shall receive that proportion of the increase that will result in their placement on step Step 15 of their pay grade, and shall receive the difference between this base salary increase and the one and eight-tenth percent (1.8%) increase, annualized, annualized and prorated for part-time employment, as a lump sum payment as specified above. (d) Effective on the first day of the first full pay period of each fiscal year, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the one and eight-tenth percent (1.8%) increase is applied) which is less than eighteen thousand seven hundred twenty dollars ($18,720), will be paid one-fourth (1/4) of the difference between their annualized salary and eighteen thousand seven hundred twenty dollars ($18,720) at the beginning of each calendar quarter so long as their annualized salary is still less than eighteen thousand seven hundred twenty dollars ($18,720) at the beginning of that calendar quarter. The calculation of this benefit for Part-time Employees who meet the above criteria will be prorated on the basis of the number of hours regularly worked. 4. Effective July 1, 2001, the required time on each step in the Step Pay Plan shall be as follows: Step 1 (probation) - normally, six (6) months Step 2 (EOP) - one year Step 9 - one year Step 3 - one year Step 10 - one year Step 4 - one year Step 11 - one year Step 5 - one year Step 12 - two years Step 6 - one year Step 13 - two years Step 7 - one year Step 14 - two years Step 8 - one year Step 15 - final step 5. Computation of Step Dates, and requirements for step movements for the Pay plan in effect on June 30, 1990, shall remain unchanged, except as specifically modified herein. At the beginning of the first full payroll period following the employee’s new Step Date, the employee shall advance to the next higher step in the pay grade upon completion of the required time on step. 6. Movement to a higher step hereunder is predicated on satisfactory performance, based on the annual performance evaluation. In all cases, failure to achieve a satisfactory annual evaluation (i.e., a “3” under the current system) will result in loss of credit for that year’s service in computing time on step. 7. An employee who has been demoted from a position: (a) without loss of pay; or (b) with a percentage loss of pay pursuant to Section 6.072 of the Rules and Regulations for Personnel Administration; or (c) with a loss of pay due solely to the fact that the employee’s salary could not exceed the maximum for the lower pay grade; and who later returns within two (2) years to a position in a higher pay grade shall be considered, for purposes of salary adjustment, to be a restored employee under Section 6.077 of the Rules and Regulations for Personnel Administration. 8. Implementation of the compensation plans specified herein shall be in accordance with procedures developed by the Secretary of Administration subject to this collective bargaining agreement and shall not be subject to the provisions of Chapter 25 of Title 3. VSEA shall be granted a copy of the procedures thirty (30) days prior to implementation and shall retain the right to grieve any violation of this Agreement resulting from implementation of such procedures. 9. RATE AFTER PROMOTION, UPWARD REALLOCATION OR REASSIGNMENT Effective July 5, 1992, upon promotion, upward reallocation or reassignment of a position to a higher pay grade, an employee covered by this Agreement shall receive a salary increase by being slotted onto that step of the new pay grade which would reflect an increase of at least five percent (5%) over the salary rate prior to promotion (i.e., five percent (5%) is the lowest amount an employee will receive, and the maximum amount would be governed according to placement on a step which might be higher than, but nearest to, the five percent (5%) minimum specified). The rate of five percent (5%) as outlined above shall be eight percent (8%) if the employee is moving upwards three (3) or more pay grades. An employee who moves, for the first time, into the Supervisory Bargaining Unit by promotion, upward reallocation, redesignation, upward reassignment, or lateral transfer, on or after July 1, 2005, shall receive a salary increase of eight percent (8%) regardless of the number of pay grades involved. This subsection shall also apply if the movement is temporary or time limited. A temporary assignment shall not qualify as a “for first time” movement into the Supervisory Unit. Notwithstanding the above, any promotion or reclassification to a higher class as a result of an employee automatically “promoting” upon completion of the requirements of the lower level class as outlined in the position class description, the rate on promotion shall be eight percent (8%). In no case will such an employee receive less than the Step 2 (end of probation) rate of the new pay grade, unless the employee has not completed original probation, or more than the Step 15 (maximum) rate. If the employee’s salary at the time of promotion, upward reallocation, or upward reassignment is already over the maximum of the new grade, no salary adjustment shall occur. After placement on step in the new pay grade, the employee may advance to the next step after meeting the waiting period requirements applicable to that step (as set forth in Sections 4 and 5 herein), based on the effective date of the promotion or upward reallocation. 10. The salary upon which any increase resulting from promotion, upward reallocation, or upward reassignment is computed for a given employee, is that employee’s most recent salary in the last position in which any required probationary period was completed, plus any subsequent general salary adjustment, except that no employee will be reduced in salary as a result of this provision. (a) An employee except an employee on original probation who, is promoted, upwardly reallocated or upwardly reassigned shall be placed on the step in the new pay grade that is the result of the normal promotional increase. (b) If a Request for Classification Review is submitted on or after January 13, 2002; and the incumbent is subsequently entitled to a retroactive pay adjustment due to corrective classification action (resulting from either classification review or classification grievance); and the incumbent has received a step increase after the date the request for review was filed but before the classification decision was processed; then the employee’s salary shall be based on his/her rate of pay as of the date the adjustment is processed. 11. Employees who are laterally transferred to a different position in their same class, or into a different class but in the same pay grade, will not establish a new Step Date as a result of such move. This provision does not apply to employees on original probation. (a) Effective July 5, 1992, when an employee voluntarily demotes three (3) or more pay grades, or is involuntarily demoted to a position in a lower pay grade, that employee shall be placed on a specific step in the new (lower) pay grade that is within the range for salary upon demotion specified in Section 6.072, et seq., of the Rules and Regulations for Personnel Administration which represents at least a one and one-half percent (1.5%) decrease in salary and then slotted down, but shall not be paid less than the minimum, nor more than the maximum for such lower pay grade. All such employees will establish a new Step Date. (b) Effective January 13, 2002, and notwithstanding the above, when an employee voluntarily demotes one (1) or two (2) pay grades (whether by classification action or otherwise), the rate of pay shall be “red circled” and shall not be subject to a reduction. Such employee will move to the step next above his/her red circled rate on the next step date, except when the salary is over the maximum for the pay grade or falls on a step in the new Pay Grade. The next step date in such cases shall be based on the effective date of the demotion, and will be calculated on the required time on step assigned to the step next below the employee’s red circled rate. Nothing in this agreement shall restrict or preclude the employer from discussing voluntary demotion or downward reallocation with an employee for other than disciplinary reasons. 13. When an employee is: promoted; demoted; restored; rehired in accordance with RIF rights; reallocated; or reassigned, a new Step Date shall be established, based upon the effective date of such action. 14. The Commissioner of Human Resources retains the following rights: (a) Hiring Within Range To hire employees above the end of probation rate for their class, consistent with 6.042 et seq. of the Rules and Regulations for Personnel Administration for the State of Vermont. In any such instance, the Commissioner of Human Resources may raise the rate of current employees in that department in the same class and/or associated class to the rate of the newly hired employee. Employees so raised shall retain their old step date and time already accrued toward his/her next step movement. Any such hire or subsequent raising of the rate for previous hires shall not be deemed inconsistent with the provisions of paragraph 14 or 15 so long as the hiring rate specified for the class remains unchanged.

SALARIES AND WAGES. 1. The compensation plans for State employees covered by this Agreement shall be as follows: Effective Date Appendix I 1 July 1, 2008 2018 – January 5, 2019 (current chart) Appendix II Start of the first full pay period in July 2008 (July 2 January 6, 2008) Appendix III Start of the first full pay period in July 2009 (July 2019 – January 4, 0000 Xxxxxxxx 3 January 5, 2009) Appendix IV July 12020 – June 30, 2008 (current chart) Appendix V Start of the first full pay period in July 2008 (July 6, 2008) Appendix VI Start of the first full pay period in July 2009 (July 5, 2009)2020 2. Salary is computed as an hourly rate rounded to the nearest whole cent. (a) Effective with the start of the first full pay period in each fiscal year covered by this contractJanuary 2019, all employees covered by this Agreement shall receive a one and eightone-tenth quarter percent (1.81.25%) increase based on rates in force on the prior day. Such adjustments shall be applied to the salary grid. Effective with the start of the first full payroll period in January 2020, all employees covered by this Agreement shall receive a one and one-quarter percent (1.25%) increase, based on rates in force on the prior day. Such adjustment shall be applied to the salary grid. (b) Employees equal to or more than one and eightone-tenth quarter percent (1.81.25%) above the maximum for their pay grade on the effective date of the January 2019 increase shall instead receive a lump sum payment equivalent to one and eightone-tenth quarter percent (1.81.25%) of their base hourly rate, annualized, and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in July January 2019. Employees equal to or more than one and one-quarter percent (1.25%) above the maximum for their pay grade on the effective date of each fiscal yearthe January 2020 increase shall instead receive a lump sum payment equivalent to one and one-quarter percent (1.25%) of their base hourly rate, annualized, and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in January 2020. (c) Employees who are less than one and eightone-tenth quarter percent (1.81.25%) above the maximum of their pay grade on the effective date of the January 2019 increase, shall receive that proportion of the increase that will result in their placement on step 15 of their pay grade, and shall receive the difference between this base salary increase and the one and eightone-tenth quarter percent (1.81.25%) increase, annualized, and prorated for part-time employment, as a lump sum payment as specified above. Employees who are less than one and one-one quarter percent (1.25%) above the maximum of their pay grade on the effective date of the January 2020 increase, shall receive that proportion of the increase that will result in their placement on step 15 of their pay grade, and shall receive the difference between this base salary increase and the one and one-quarter percent (1.25%) increase, annualized, and prorated for part-time employment, as a lump sum payment as specified above. (d) Effective on the first day of the first full pay period of each fiscal year, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the one and eight-tenth percent (1.8%) increase is applied) which is less than eighteen thousand seven hundred twenty dollars ($18,720), will be paid one-fourth (1/4) of the difference between their annualized salary and eighteen thousand seven hundred twenty dollars ($18,720) at the beginning of each calendar quarter so long as their annualized salary is still less than eighteen thousand seven hundred twenty dollars ($18,720) at the beginning of that calendar quarter. The calculation of this benefit for Part-time Employees who meet the above criteria will be prorated on the basis of the number of hours regularly worked. 4. Effective July 1, 20012012, the required time on each step in the Step Pay Plan shall be as follows: Step 1 (probation) - normally, six (6) months Step 2 (EOP) - one year Step 9 - one year Step 3 - one year Step 10 - one year Step 4 - one year Step 11 - one year Step 5 - one year Step 12 - two years one year Step 6 - one year Step 13 - two years one year Step 7 - one year Step 14 - two years one year Step 8 - one year Step 15 - final step 5. Computation of Step Dates, and requirements for step movements for the Pay plan in effect on June 30, 1990, shall remain unchanged, except as specifically modified herein. At the beginning of the first full payroll period following the employee’s new Step Date, the employee shall advance to the next higher step in the pay grade upon completion of the required time on step. 6. Movement to a higher step hereunder is predicated on satisfactory performance, based on the annual performance evaluation. In all cases, failure to achieve a satisfactory annual evaluation (i.e., a “3” under the current system) will result in loss of credit for that year’s years’ service in computing time on step. 7. An employee who has been demoted from a position: (a) without loss of pay; or (b) with a percentage loss of pay pursuant to Section 6.072 of the Rules and Regulations for Personnel Administration; or (c) with a loss of pay due solely to the fact that the employee’s salary could not exceed the maximum for the lower pay grade; and who later returns within two (2) years to a position in a higher pay grade shall be considered, for purposes of salary adjustment, to be a restored employee under Section 6.077 of the Rules and Regulations for Personnel Administration. 8. Implementation of the compensation plans specified herein shall be in accordance with procedures developed by the Secretary of Administration subject to this collective bargaining agreement and shall not be subject to the provisions of Chapter 25 of Title 3. VSEA shall be granted a copy of the procedures thirty (30) days prior to implementation and shall retain the right to grieve any violation of this Agreement resulting from implementation of such procedures. 9. RATE AFTER PROMOTION, UPWARD REALLOCATION OR REASSIGNMENT Effective July 5, 1992, upon promotion, upward reallocation or reassignment of a position to a higher pay grade, an employee covered by this Agreement shall receive a salary increase by being slotted onto that step of the new pay grade which would reflect an increase of at least five percent (5%) over the salary rate prior to promotion (i.e., five percent (5%) is the lowest amount an employee will receive, and the maximum amount would be governed according to placement on a step which might be higher than, but nearest to, the five percent (5%) minimum specified). The rate of five percent (5%) as outlined above shall be eight percent (8%) if the employee is moving upwards three (3) or more pay grades. An employee who moves, for the first time, into the Supervisory Bargaining Unit by promotion, upward reallocation, redesignation, upward reassignment, or lateral transfer, on or after July 1, 2005, shall receive a salary increase of eight percent (8%) regardless of the number of pay grades involved. This subsection shall also apply if the movement is temporary or time limited. A temporary assignment shall not qualify as a “for first time” movement into the Supervisory Unit. Notwithstanding the above, any promotion or reclassification to a higher class as a result of an employee automatically “promoting” upon completion of the requirements of the lower level class as outlined in the position class description, the rate on promotion shall be eight percent (8%). In no case will such an employee receive less than the Step 2 (end of probation) rate of the new pay grade, unless the employee has not completed original probation, or more than the Step 15 (maximum) rate. If the employee’s salary at the time of promotion, upward reallocation, or upward reassignment is already over the maximum of the new grade, no salary adjustment shall occur. After placement on step in the new pay grade, the employee may advance to the next step after meeting the waiting period requirements applicable to that step (as set forth in Sections 4 and 5 herein), based on the effective date of the promotion or upward reallocation. 10. The salary upon which any increase resulting from promotion, upward reallocation, or upward reassignment is computed for a given employee, is that employee’s most recent salary in the last position in which any required probationary period was completed, plus any subsequent general salary adjustment, except that no employee will be reduced in salary as a result of this provision. (a) An employee except an employee on original probation who, is promoted, upwardly reallocated or upwardly reassigned shall be placed on the step in the new pay grade that is the result of the normal promotional increase. (b) If a Request for Classification Review is submitted on or after January 13, 2002; and the incumbent is subsequently entitled to a retroactive pay adjustment due to corrective classification action (resulting from either classification review or classification grievance); and the incumbent has received a step increase after the date the request for review was filed but before the classification decision was processed; then the employee’s salary shall be based on his/her rate of pay as of the date the adjustment is processed. 11. Employees who are laterally transferred to a different position in their same class, or into a different class but in the same pay grade, will not establish a new Step Date as a result of such move. This provision does not apply to employees on original probation. (a) Effective July 5, 1992, when an employee voluntarily demotes three (3) or more pay grades, or is involuntarily demoted to a position in a lower pay grade, that employee shall be placed on a specific step in the new (lower) pay grade that is within the range for salary upon demotion specified in Section 6.072, et seq., of the Rules and Regulations for Personnel Administration which represents at least a one and one-half percent (1.5%) decrease in salary and then slotted down, but shall not be paid less than the minimum, nor more than the maximum for such lower pay grade. All such employees will establish a new Step Date. (b) Effective January 13, 2002, and notwithstanding the above, when an employee voluntarily demotes one (1) or two (2) pay grades (whether by classification action or otherwise), the rate of pay shall be “red circled” and shall not be subject to a reduction. Such employee will move to the step next above his/her red circled rate on the next step date, except when the salary is over the maximum for the pay grade or falls on a step in the new Pay Grade. The next step date in such cases shall be based on the effective date of the demotion, and will be calculated on the required time on step assigned to the step next below the employee’s red circled rate. Nothing in this agreement shall restrict or preclude the employer from discussing voluntary demotion or downward reallocation with an employee for other than disciplinary reasons. 13. When an employee is: promoted; demoted; restored; rehired in accordance with RIF rights; reallocated; or reassigned, a new Step Date shall be established, based upon the effective date of such action. 14. The Commissioner of Human Resources retains the following rights: (a) Hiring Within Range To hire employees above the end of probation rate for their class, consistent with 6.042 et seq. of the Rules and Regulations for Personnel Administration for the State of Vermont. In any such instance, the Commissioner of Human Resources may raise the rate of current employees in that department in the same class and/or associated class to the rate of the newly hired employee. Employees so raised shall retain their old step date and time already accrued toward his/her next step movement. Any such hire or subsequent raising of the rate for previous hires shall not be deemed inconsistent with the provisions of paragraph 14 or 15 so long as the hiring rate specified for the class remains unchanged.Section

SALARIES AND WAGES. 1. The compensation plans for State employees covered by this Agreement shall be as follows: Effective Date Appendix I July 1, 2008 (current chart) 2016 Appendix II Start of the first full pay period in July 2008 2016 (July 610, 20082016) Appendix III Start of the first full pay period in July 2009 2017 (July 512, 2009) Appendix IV July 1, 2008 (current chart) Appendix V Start of the first full pay period in July 2008 (July 6, 2008) Appendix VI Start of the first full pay period in July 2009 (July 5, 20092017) 2. Salary is computed as an hourly rate rounded to the nearest whole cent. (a) Effective with the start of the first full pay payroll period in each fiscal year covered by this contractJuly 2016, all employees covered by this Agreement shall receive a one and eight-tenth two percent (1.82.0%) increase increase, based on the rates in force on the prior day. Effective with the start of the first full payroll period in July 2017, all employees covered by this Agreement shall receive a two and one-quarter percent (2.25%) increase, based on rates in force on the prior day. Such adjustments adjustment shall be applied to the salary grid. (b) Employees who are equal to, or more than two percent (2.0%) above, the maximum of their pay grade on the effective date of the July 2016 increase shall instead receive a lump sum payment equivalent to two percent (2.0%) of their base hourly rate, annualized and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in July 2016. Employees equal to or more than one two and eightone-tenth quarter percent (1.82.25%) above the maximum for their pay grade on the effective date of the July 2017 increase shall instead receive a lump sum payment equivalent to one two and eightone-tenth quarter percent (1.82.25%) of their base hourly rate, annualized, and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in July of each fiscal year2017. (c) Employees who are less than one and eight-tenth two percent (1.82.0%) above the maximum for their pay grade, on the effective date of the July 2016 increase shall receive that proportion of the increase that will result in their placement on Step 15 of their pay grade, and shall receive the difference between this base salary increase and the two and percent (2.0%) increase, annualized and prorated for part-time employment, as a lump sum payment as specified above. Employees who are less than two and one-one quarter percent (2.25%) above the maximum of their pay grade on the effective date of the July 2017 increase, shall receive that proportion of the increase that will result in their placement on step 15 of their pay grade, and shall receive the difference between this base salary increase and the one two and eightone-tenth quarter percent (1.82.25%) increase, annualized, and prorated for part-part- time employment, as a lump sum payment as specified above. (d) Effective on the first day of the first full pay period of each fiscal yearin July 2016, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the one and eight-tenth addition of the two percent (1.82.0%) increase is applied) which is less than eighteen thousand seven twenty-five thousand, nine hundred twenty and fifty-eight dollars ($18,72025,958), will be paid one-fourth (1/4) of the difference between their annualized salary and eighteen thousand seven twenty-five thousand, nine hundred twenty and fifty-eight dollars ($18,72025,958) at the beginning of each calendar quarter so long as their annualized salary is still less than eighteen thousand seven twenty- five thousand, nine hundred twenty and fifty-eight dollars ($18,72025,958) at the beginning of that calendar quarter. Effective on the first day of the first full pay period in July 2017, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the addition of the two and one-quarter percent (2.25%) increase is applied) which is less than twenty-five thousand, nine hundred and fifty-eight dollars ($25,958), will be paid one-fourth (1/4) of the difference between their annualized salary and twenty-five thousand, nine hundred and fifty-eight dollars ($25,958) at the beginning of each calendar quarter, so long as their annualized salary is still less than twenty-five thousand, nine hundred and fifty-eight dollars ($25,958) at the beginning of that calendar quarter. The calculation of this benefit for Part-time Employees who meet the above criteria will be prorated on the basis of the number of hours regularly worked. 4. Effective July 1, 2001, the The required time on each step in the Step Pay Plan shall be as follows: Step 1 (probation) - normally, six (6) 6 months Step 2 (EOP) - one year Step 9 - one year two years Step 3 - one year Step 10 - one year two years Step 4 - one year Step 11 - one year two years Step 5 - one year Step 12 - two years Step 6 - one year two years Step 13 - three years Step 7 - two years Step 7 - one year Step 14 - two three years Step 8 - one year two years Step 15 - final step 5. Computation of Step Dates, and requirements for step movements for the Pay plan Plan in effect on June 30, 1990, shall remain unchanged, except as specifically modified herein. At the beginning of the first full payroll period following the employee’s 's new Step Date, the employee shall advance to the next higher step in the pay grade upon completion of the required time on step. 6. Movement Except as specified in Paragraph 6 in the “Performance Article”, movement to a higher step hereunder is predicated on satisfactory performance, based on the annual performance evaluation. In all cases, failure to achieve a satisfactory annual evaluation (i.e., a “3” under the current system) will result in loss of credit for that year’s 's service in computing time on step. 7. An employee who has been demoted from a position: (a) without loss of pay; or (b) with a percentage loss of pay pursuant to Section 6.072 of the Rules and Regulations for Personnel Administration; or (c) with a loss of pay due solely to the fact that the employee’s 's salary could not exceed the maximum for the lower pay grade; and who later returns within two (2) years to a position in a higher pay grade shall be considered, for purposes of salary adjustment, to be a restored employee under Section 6.077 of the Rules and Regulations for Personnel Administration. 8. Implementation of the compensation plans specified herein shall be in accordance with procedures developed by the Secretary of Administration subject to this collective bargaining agreement and shall not be subject to the provisions of Chapter 25 of Title 3. VSEA shall be granted a copy of the procedures thirty (30) days prior to implementation and shall retain the right to grieve any violation of this Agreement resulting from implementation of such procedures. 9. RATE AFTER PROMOTION, UPWARD REALLOCATION OR REASSIGNMENT Effective July 5, 1992, upon promotion, upward reallocation or reassignment of a position to a higher pay grade, an employee covered by this Agreement shall receive a salary increase by being slotted onto that step of the new pay grade which would reflect an increase of at least five percent (5%) over the salary rate prior to promotion (i.e., five percent (5%) is the lowest amount an employee will receive, and the maximum amount would be governed according to placement on a step which might be higher than, but nearest to, the five percent (5%) minimum specified). The rate of five percent (5%) as outlined above shall be eight percent (8%) if the employee is moving upwards three (3) or more pay grades. An employee employee, who moves, for the first time, into the Supervisory Bargaining Unit by promotion, upward reallocation, redesignation, upward reassignment, or lateral transfer, on or after July 1, 2005, shall receive a salary increase of eight percent (8%) regardless of the number of pay grades involved. This subsection shall also apply if the movement is temporary or time limited. A temporary assignment shall not qualify as a “for first time” movement into the Supervisory Unit. Notwithstanding the above, any promotion or reclassification to a higher class as a result of an employee automatically “promoting” upon completion of the requirements of the lower level class as outlined in the position class description, the rate on promotion shall be eight percent (8%). In no case will such an employee receive less than the Step 2 (end of probation) rate of the new pay grade, unless the employee has not completed original probation, or more than the Step 15 (maximum) rate. If the employee’s 's salary at the time of promotion, upward reallocation, or upward reassignment is already over the maximum of the new grade, no salary adjustment shall occur. After placement on step in the new pay grade, the employee may advance to the next step after meeting the waiting period requirements applicable to that step (as set forth in Sections Section 4 and 5 herein), based on the effective date of the promotion or upward reallocation. 10. The salary upon which any increase resulting from promotion, upward reallocation, or upward reassignment is computed for a given employee, is that employee’s 's most recent salary in the last position in which any required probationary period was completed, plus any subsequent general salary adjustment, except that no employee will be reduced in salary as a result of this provision. (a) An employee except an employee on original probation who, who is promoted, upwardly reallocated or upwardly reassigned shall be placed on the step in the new pay grade that is the result of the normal promotional increase. (b) If a Request for Classification Review is submitted on or after January 13, 2002; and the incumbent is subsequently entitled to a retroactive pay adjustment due to corrective classification action (resulting from either classification review or classification grievance); and the incumbent has received a step increase after the date the request for review was filed but before the classification decision was processed; then the employee’s salary shall be based on his/her rate of pay as of the date the adjustment is processed. 11. Employees who are laterally transferred to a different position in their same class, or into a different class but in the same pay grade, will not establish a new Step Date as a result of such move. This provision does not apply to employees on original probation. (a) Effective July 5, 1992, when an employee voluntarily demotes three (3) or more pay grades, or is involuntarily demoted to a position in a lower pay grade, that employee shall be placed on a specific step in the new (lower) pay grade that is within the range for salary upon demotion specified in Section 6.072, et seq., of the Rules and Regulations for Personnel Administration which represents at least a one and one-half percent (1.5%) decrease in salary and then slotted down, but shall not be paid less than the minimum, nor more than the maximum for such lower pay grade. All such employees will establish a new Step Date. (b) Effective January 13, 2002, and notwithstanding the above, when an employee voluntarily demotes one (1) or two (2) pay grades (whether by classification action or otherwise), the rate of pay shall be “red circled” and shall not be subject to a reduction. Such employee will move to the step next above his/her red circled rate on the next step date, except when the salary is over the maximum for the pay grade or falls on a step in the new Pay Grade. The next step date in such cases shall be based on the effective date of the demotion, and will be calculated on the required time on step assigned to the step next below the employee’s red circled rate. Nothing in this agreement shall restrict or preclude the employer from discussing voluntary demotion or downward reallocation with an employee for other than disciplinary reasons. 13. When an employee is: promoted; demoted; restored; rehired in accordance with RIF rights; reallocated; or reassigned, a new Step Date shall be established, based upon the effective date of such action. 14. The Commissioner of Human Resources retains the following rights: (a) Hiring Within Range To hire employees above the end of probation rate for their class, consistent with 6.042 et seq. of the Rules and Regulations for Personnel Administration for the State of Vermont. In any such instance, the Commissioner of Human Resources may raise the rate of current employees in that department in the same class and/or associated class to the rate of the newly hired employee. Employees so raised shall retain their old step date and time already accrued toward his/her next step movement. Any such hire or subsequent raising of the rate for previous hires shall not be deemed inconsistent with the provisions of paragraph 14 or 15 so long as the hiring rate specified for the class remains unchanged.

SALARIES AND WAGES. 1. The compensation plans for State employees covered by this Agreement shall be as follows: Effective Date Appendix I July 1, 2008 (current chart) Appendix II Start of the first full pay period in July 2008 (July 6, 2008) Appendix III Start of the first full pay period in July 2009 (July 5, 2009) Appendix IV July 1, 2008 (current chart) Appendix V Start of the first full pay period in July 2008 (July 6, 2008) Appendix VI Start of the first full pay period in July 2009 (July 5, 2009) 2. Salary is computed as an hourly rate rounded to the nearest whole cent. (a) Effective with the start of the first full pay period in each fiscal year covered by this contract, all employees covered by this Agreement shall receive a one and eight-tenth percent (1.8%) increase based on rates in force on the prior day. Such adjustments shall be applied to the salary grid. (b) Employees equal to or more than one and eight-tenth percent (1.8%) above the maximum for their pay grade on the effective date of the increase shall instead receive a lump sum payment equivalent to one and eight-tenth percent (1.8%) of their base hourly rate, annualized, and prorated for part-time employment. Lump sum payments will be made in the paycheck for the first full pay period in July of each fiscal year. (c) Employees who are less than one and eight-tenth percent (1.8%) above the maximum of their pay grade on the effective date of the increase, shall receive that proportion of the increase that will result in their placement on step 15 of their pay grade, and shall receive the difference between this base salary increase and the one and eight-tenth percent (1.8%) increase, annualized, and prorated for part-time employment, as a lump sum payment as specified above. (d) Effective on the first day of the first full pay period of each fiscal year, those employees who are permanent or limited status, classified employees on the preceding day, and who have an annualized salary, (after the one and eight-tenth percent (1.8%) increase is applied) which is less than eighteen thousand seven hundred twenty dollars ($18,720), will be paid one-fourth (1/4) of the difference between their annualized salary and eighteen thousand seven hundred twenty dollars ($18,720) at the beginning of each calendar quarter so long as their annualized salary is still less than eighteen thousand seven hundred twenty dollars ($18,720) at the beginning of that calendar quarter. The calculation of this benefit for Part-time Employees who meet the above criteria will be prorated on the basis of the number of hours regularly worked. 4. Effective July 1, 2001, the required time on each step in the Step Pay Plan shall be as follows: : Step 1 (( probation) - normally, six (6) months Step 2 (EOP) - one year Step 9 - one year Step 3 - one year Step 10 - one year Step 4 - one year Step 11 - one year Step 5 - one year Step 12 - two years Step 6 - one year Step 13 - two years Step 7 - one year Step 14 - two years Step 8 - one year Step 15 - final step 5. Computation of Step Dates, and requirements for step movements for the Pay plan in effect on June 30, 1990, shall remain unchanged, except as specifically modified herein. At the beginning of the first full payroll period following the employee’s new Step Date, the employee shall advance to the next higher step in the pay grade upon completion of the required time on step. 6. Movement to a higher step hereunder is predicated on satisfactory performance, based on the annual performance evaluation. In all cases, failure to achieve a satisfactory annual evaluation (i.e., a “3” under the current system) will result in loss of credit for that year’s service in computing time on step. 7. An employee who has been demoted from a position: (a) without loss of pay; or (b) with a percentage loss of pay pursuant to Section 6.072 of the Rules and Regulations for Personnel Administration; or (c) with a loss of pay due solely to the fact that the employee’s salary could not exceed the maximum for the lower pay grade; and who later returns within two (2) years to a position in a higher pay grade shall be considered, for purposes of salary adjustment, to be a restored employee under Section 6.077 of the Rules and Regulations for Personnel Administration. 8. Implementation of the compensation plans specified herein shall be in accordance with procedures developed by the Secretary of Administration subject to this collective bargaining agreement and shall not be subject to the provisions of Chapter 25 of Title 3. VSEA shall be granted a copy of the procedures thirty (30) days prior to implementation and shall retain the right to grieve any violation of this Agreement resulting from implementation of such procedures. 9. RATE AFTER PROMOTION, UPWARD REALLOCATION OR REASSIGNMENT Effective July 5, 1992, upon promotion, upward reallocation or reassignment of a position to a higher pay grade, an employee covered by this Agreement shall receive a salary increase by being slotted onto that step of the new pay grade which would reflect an increase of at least five percent (5%) over the salary rate prior to promotion (i.e., five percent (5%) is the lowest amount an employee will receive, and the maximum amount would be governed according to placement on a step which might be higher than, but nearest to, the five percent (5%) minimum specified). The rate of five percent (5%) as outlined above shall be eight percent (8%) if the employee is moving upwards three (3) or more pay grades. An employee who moves, for the first time, into the Supervisory Bargaining Unit by promotion, upward reallocation, redesignation, upward reassignment, or lateral transfer, on or after July 1, 2005, shall receive a salary increase of eight percent (8%) regardless of the number of pay grades involved. This subsection shall also apply if the movement is temporary or time limited. A temporary assignment shall not qualify as a “for first time” movement into the Supervisory Unit. Notwithstanding the above, any promotion or reclassification to a higher class as a result of an employee automatically “promoting” upon completion of the requirements of the lower level class as outlined in the position class description, the rate on promotion shall be eight percent (8%). In no case will such an employee receive less than the Step 2 (end of probation) rate of the new pay grade, unless the employee has not completed original probation, or more than the Step 15 (maximum) rate. If the employee’s salary at the time of promotion, upward reallocation, or upward reassignment is already over the maximum of the new grade, no salary adjustment shall occur. After placement on step in the new pay grade, the employee may advance to the next step after meeting the waiting period requirements applicable to that step (as set forth in Sections 4 and 5 herein), based on the effective date of the promotion or upward reallocation. 10. The salary upon which any increase resulting from promotion, upward reallocation, or upward reassignment is computed for a given employee, is that employee’s most recent salary in the last position in which any required probationary period was completed, plus any subsequent general salary adjustment, except that no employee will be reduced in salary as a result of this provision. (a) An employee except an employee on original probation who, is promoted, upwardly reallocated or upwardly reassigned shall be placed on the step in the new pay grade that is the result of the normal promotional increase. (b) If a Request for Classification Review is submitted on or after January 13, 2002; and the incumbent is subsequently entitled to a retroactive pay adjustment due to corrective classification action (resulting from either classification review or classification grievance); and the incumbent has received a step increase after the date the request for review was filed but before the classification decision was processed; then the employee’s salary shall be based on his/her rate of pay as of the date the adjustment is processed. 11. Employees who are laterally transferred to a different position in their same class, or into a different class but in the same pay grade, will not establish a new Step Date as a result of such move. This provision does not apply to employees on original probation. (a) Effective July 5, 1992, when an employee voluntarily demotes three (3) or more pay grades, or is involuntarily demoted to a position in a lower pay grade, that employee shall be placed on a specific step in the new (lower) pay grade that is within the range for salary upon demotion specified in Section 6.072, et seq., of the Rules and Regulations for Personnel Administration which represents at least a one and one-half percent (1.5%) decrease in salary and then slotted down, but shall not be paid less than the minimum, nor more than the maximum for such lower pay grade. All such employees will establish a new Step Date. (b) Effective January 13, 2002, and notwithstanding the above, when an employee voluntarily demotes one (1) or two (2) pay grades (whether by classification action or otherwise), the rate of pay shall be “red circled” and shall not be subject to a reduction. Such employee will move to the step next above his/her red circled rate on the next step date, except when the salary is over the maximum for the pay grade or falls on a step in the new Pay Grade. The next step date in such cases shall be based on the effective date of the demotion, and will be calculated on the required time on step assigned to the step next below the employee’s red circled rate. Nothing in this agreement shall restrict or preclude the employer from discussing voluntary demotion or downward reallocation with an employee for other than disciplinary reasons. 13. When an employee is: promoted; demoted; restored; rehired in accordance with RIF rights; reallocated; or reassigned, a new Step Date shall be established, based upon the effective date of such action. 14. The Commissioner of Human Resources retains the following rights: (a) Hiring Within Range To hire employees above the end of probation rate for their class, consistent with 6.042 et seq. of the Rules and Regulations for Personnel Administration for the State of Vermont. In any such instance, the Commissioner of Human Resources may raise the rate of current employees in that department in the same class and/or associated class to the rate of the newly hired employee. Employees so raised shall retain their old step date and time already accrued toward his/her next step movement. Any such hire or subsequent raising of the rate for previous hires shall not be deemed inconsistent with the provisions of paragraph 14 or 15 so long as the hiring rate specified for the class remains unchanged.