Salary Plan. 9.1 A. It is the policy of the City to pay fair and equitable salaries, based upon the responsibility of each position within the bargaining unit, and upon the performance of the individual occupying that position, as well as other relevant factors.
Salary Plan. Sec. 501 Pay/Salary Increase – There shall be no pay/salary increases during the term of this agreement.
Salary Plan. A. A salary range for each administrative position covered by the Plan has been established. The 2019-20 salary range is attached as Appendix A and shall serve as the basis for the Salary Plan administered as outlined in B through G below.
Salary Plan. The Town implements a step pay plan which will be administered as follows. The prior performance review plan of the Town with percentages is being eliminated, and it is being replaced with these three categories, Does Not Meet Standards – Meets Standards – Exceed Standards. In order to be an eligible bargaining unit member to move up in the Step Plan, each employee must meet the following criteria in the Town’s new annual performance evaluation process. All eligible bargaining unit members, entitled to move to the next salary step in the Step Plan, shall have received a Meets Standards or Exceeds Standards rating on their Annual Performance Review. Should a bargaining unit member receive a Does Not Meet Standards, that employee will not be eligible for movement to the next step and shall remain in their current step, until the next Annual Performance Review is conducted, at which time this same process to determine eligibility shall apply. In years 2 and 3 of this Agreement as identified below, the compensation set forth in each step of the Step Plan at Exhibit A shall be increased in each of those two years as noted in the attached. Once an employee is in Step 8, or “topped out,” then that employee shall receive the 2% cost of living adjustment, but no step increase. For fiscal year 2020/2021, after ratification of this Agreement, compensation shall be determined as follows. All eligible bargaining unit members shall receive a step increase pursuant to the Town’s step pay plan as set forth on Exhibit A to this Agreement. For this first year of this step plan, all bargaining unit members shall be placed into the plan at the step where their existing wages would place them, and then all eligible employees shall receive a step up to the next level of the step plan. Effective the first full pay period after October 1, 2021, all eligible bargaining unit members shall move up one step in the step plan. Effective the first full pay period after October 1, 2022, all eligible bargaining unit members shall move up one step in the step plan. When a position in the bargaining unit is filled by hiring a candidate with prior law enforcement experience from another agency, the Town in its discretion may make the initial starting salary at Step 2 of the Salary Plan. This will be done by taking into consideration the new hire’s years of service, training, and experience.
Salary Plan. 1. Salary Job Groups Job Group I Job Group II Administrative Trainee Job Group III Assistant Principal Level I Job Group IV Assistant Principal Level II – up to 750 students Assistant Program Manager – Infant and Toddler Program Volunteer Services Administrator Job Group V Assistant Principal II - 751-1,500 students Job Group VI Assistant Principal II - over 1,500 students Special Assistant for Student Discipline Job Group VII Personnel Specialist Principal - up to 350 students Program Coordinator Coordinator of Title I Coordinator of Outdoor Education Coordinator – Career and Continuing Education Job Group VIII Coordinator of Special Education: Pre-School, Elementary, Speech and Language Coordinator of Psychological Services Coordinator of Pupil Personnel Services Coordinator of Special Education: Secondary, Intensity V, Vision and Hearing Principal - 351-750 students Special Education Legal Issues Officer Job Group IX Principal - 751-1,500 students Job Group X Principal - over 1,500 students The Board and AEL recognize that the Board maintains exclusive authority in the area of job classification and that exclusive action on job classification is within the sole province of the Board.
Salary Plan. 9.1 A. It is the policy of the Employer to properly recognize all supervisory personnel as constituting a part of Management.
Salary Plan. A. Salaries shall be based on financial conditions of the District. District and SEIU will give due consideration to economic and other appropriate indicators presented in the meet-and-confer sessions concerning employee compensation.
Salary Plan. A. The hourly salary schedule shall be increased 2.5% beginning on July 1, 2021 for the 2021- 2022 school year. The hourly salary schedule shall be increased by 2.5% for the 2022-23 school year. The Journeyman employees who are on a pay scale with no steps shall receive 2.5% COLA increases each year for 2021-2022 and 2022-2023. Exempt employees who are on the Exempt pay scale shall receive 2.5% COLA increase for the 2021-2022 school year and for the 2022-2023 school years. The District agrees to open Articles 26 and 27 for financial review prior to the 2023-2024 school year. The District and the Chapter will also be able to open two (2) articles at this time. Effective July 1, 2019: The hourly salary schedule will be re-indexed at 4% between steps and classifications, starting from Class 20, Step B. The Exempt salary schedule will be re-indexed at 2.5% between steps. Effective July 1, 2020: An additional step will be added to the hourly salary schedule re-indexed at 4%. The Exempt salary schedule will add a step indexed at 2.5%.
Salary Plan. Employees represented by this unit employed with the City as of the date this Agreement is approved by the City Council will receive a two percent (2%) base wage increase effective the pay period beginning 11/23/2019 with pay date 12/13/2019. The salary schedule attached as Exhibit A reflects the salary plan for this unit inclusive of the 2% increase.
Salary Plan. Employees represented by this unit employed with the City as of the date this Agreement is approved by the City Council will receive a two percent (2%) base wage increase effective the pay period beginning 7/17/2021 with pay date 8/6/2021. Effective the first paycheck on or after July 1, 2022, employees represented by this unit and employed with the City will receive a 2% base wage increase. Effective the first paycheck on or after July 1, 2023, employees represented by this unit and employed with the City will receive a 2% base wage increase. Effective the first paycheck on or after July 1, 2024, employees represented by this unit and employed with the City will receive a 2% base wage increase. The salary schedule attached as Exhibit A reflects the salary plan that will be effective upon implementation of the 2% base wage increase on each effective date noted above. In addition to the percent-based wage increases noted above, employees represented by this unit and employed with the City at the time of paycheck issuance will receive lump sum $1,500 payments to be paid on the first regular paycheck of July 2021, July 2022, July 2023, and July 2024, subject to applicable taxes and deductions. The parties agree that this one-time payment does not meet the definition of compensation earnable nor does it qualify as any applicable special compensation for CalPERS reporting purposes. The City will issue this payment as a separate check from normal wages. The City acknowledges the bargaining unit’s concerns regarding salary compaction in the Streets and Water Divisions of Public Works. The City and bargaining unit representatives agree to meet within ninety (90) days of adoption of this MOU to develop a recommendation for potential salary adjustments. Any proposed adjustments will be subject to approval by the City Council through formal action at a City Council meeting.
