Salary Differential. The City agrees to establish and maintain a differential as follows:
(1) There shall be no less than five percent (5%) between the top step salary range for a Police Officer plus special assignment pay and the entry level of a Sergeant.
(2) There shall be no less than ten percent (10%) between the top step salary range for Police Officer and the entry level salary of a Sergeant.
(3) Any regular employee who is promoted to a position in a class with a higher salary range shall be placed in the step in the new salary range which represents at least a ten percent (10%) increase over the employee’s current step. In the event that the new range does not have a step that is at least ten percent (10%) higher than the employee’s current range, the employee shall be assigned to the highest step in the range.
(4) The salary differential for Sergeant shall be calculated on the higher of (e)(1) or (e)(2).
Salary Differential.
A. A temporary five percent (5%) increase shall be given to all employees in the General Unit, other than those in entry level positions, who have been temporarily assigned to a higher level position, which temporary increase shall be effective beginning the first full workday of each assignment; provided, however, that such temporary increase shall not be given in the case of vacation relief. Acting assignments will not be rotated for the purpose of avoiding compensation under this section. An employee who has been temporarily assigned to a higher-level position for eighteen (18) months shall be promoted to the higher level classification where there is no incumbent; where the assigned employee meets the minimum qualifications of the position; and a budgeted higher-level vacant position is available.
B. After investigation and approval by the City Manager, one (1) additional salary step shall be assigned to persons found to possess as a regular assignment such additional duties and responsibilities or whose positions entail certain hazards as to warrant this salary step over the base class; which additional salary step shall be limited to the following:
1. Any position designated as Crew Leader and not so indicated in the salary plan.
2. Public Safety Dispatcher regularly assigned to dispatcher training.
3. Plan Check Engineers assigned the responsibility of checking structural building plans.
4. Any Public Safety Dispatcher or Public Safety Dispatch Supervisor in possession of a current Emergency Medical Dispatching (EMD) certificate.
C. After investigation and approval by the City Manager, one (1) additional salary step shall be assigned to persons found to possess additional duties and responsibilities or whose positions entail certain hazards as to warrant this salary step over the base class during the time that the employee is actually performing the duties; which additional salary step shall be limited to the following:
1. Any bargaining unit employee who retains and possesses a Class "A" Drivers, License and who is required to utilize the Class "A" Drivers License, where use of the Class "A" Drivers License is not required by the job description.
2. The Wastewater Collection Systems Technician I/11 who operates the TV camera truck; in the event this employee is reclassified upward this differential shall not apply.
D. The City will pay for the minimum required cost and time to obtain and maintain required licenses and certifications.
Salary Differential. There will be a minimum 3% positive differential between the base dollar standing of a Society supervisor and the “relief rate” of their highest-paid PWU report. The differential will only be paid to those individuals experiencing the “rub”. This minimum differential will be maintained on an ongoing basis for the duration of the rate rub. 32 temporAry employeeS Intent: Temporary employees are employees hired for short-term work assignments which are not ongoing and/or where there are no available qualified regular employees to perform the work. The impact on employment continuity should be an important consideration in the decision to hire temporary employees.
Salary Differential. The City agrees to establish and maintain a difference of no less than five percent (5%) between the confirmed salary range for Lieutenant and the entry level salary of Deputy Chief, and no less than ten percent (10%) between the confirmed salary range for Lieutenant and the confirmed salary of Deputy Chief. Any employee promoted to the position of Deputy Chief shall not make less than the employee's current rate of pay at the time of the employee's promotion.
Salary Differential. The City agrees to maintain a differential of no less than five percent (5%) between the top step salary range of Sergeant and the entry salary level of Lieutenant and no less than ten percent (10%) between the top step salary level of Sergeant and the confirmed salary level of Lieutenant.
(1) Any regular employee who is promoted to a position in a class with a higher salary range shall be placed in the step in the new salary range which represents at least a ten percent (10%) increase over the employee’s current step. In the event that the new range does not have a step that is at least ten percent (10%) higher than the employee’s current range the employee shall be assigned to the highest step in the range.
Salary Differential. Effective July 2, 1984, a 7.5% differential between Police Officer and Corporal will be maintained as part of the salary administration plan.
Salary Differential. For this contract only, effective the beginning of the pay period following July 1, 2021, the City will review each classification represented by the Association to ensure the salary differentials are maintained as indicated below. For all subsequent years, the City will annually (January of each year) review each classification represented by the Association to ensure the salary differentials are maintained as follows: * Top step Sergeants with Advanced Post will be no less than nineteen (19) percent above the base pay of Top step Corporals with Advanced Post certificates * Top step Lieutenants with an Advanced Post will be no less than twenty- two (22) percent above Top Step Sergeants with an Advanced Post * Top step Captains with an Advanced Post will be no less than fifteen (15) percent above Top Step Lieutenants with an Advanced Post
Salary Differential. A salary differential of eighty dollars ($80.00) per month shall be paid incumbents of positions requiring bilingual proficiency as designated by the appointing authority and Director of Human Resources, or in the Department of Employment and Human Services, to those who translate in accordance with the designated criteria of one (1) day per week or twenty percent (20%) of the time or whose caseloads are twenty-five percent (25%) or more non-English speaking. Said differential shall be prorated for employees working less than full time and/or who are on an unpaid leave of absence for a portion of any given month. Designation of positions for which bilingual proficiency is required is the sole prerogative of the County. Effective January 1, 2007, the current program differential shall be increased to a total of one hundred dollars ($100.00) per month.
Salary Differential. When an Employee is assigned by the Chief to work the next higher rank, the Employee shall be compensated an additional 10% over his regular hourly pay rate for the duration of the assignment. If the salary of the rank being temporarily filled is lower, the Employee shall suffer no reduction in salary. This shall not affect the rate of vacation pay for either Employee. This assignment shall be voluntary unless no, non-probationary Employee accepts the assignment, in which case the Employee on duty with the highest Career Seniority who is qualified shall assume the position. A Firefighter/EMT shall not be assigned as Acting Company Officer.
