Salary Plan. Sec. 501 Pay/Salary Increase – There shall be no pay/salary increases during the term of this agreement.
Salary Plan. A. The salary schedule shall be increased 0% beginning on July 1, 2017 for the 2017-18 school year. The salary schedule shall be increased by 0% beginning on July 1, 2018 for the 2018-19 school year. The Journeyman employees who are on a pay scale with no steps shall receive 2% COLA increases each year for 2017-2018 and 2018-2019. Exempt employees who are on the Exempt pay scale shall receive 0% COLA increases for the 2017-2018 and 2018-2019. The contract shall be opened in the spring of 2019 to negotiate wage increases for the 2019-2020 and 2020-2021 for classified employees, classified exempt and journeyman.
B. The bargaining unit classifications for 2017-2021 are shown in Appendix B. The pay of every classified job description under these classifications will increase according to the schedule in Article 27 A., but will otherwise remain unchanged unless they are changed in accordance with Article 6.
C. New employees will start at the beginning of the salary classification at which they are employed. However, the District shall reserve the right to grant full, partial, or no experience credit on the salary schedule. Employees completing a six (6) month probationary period are eligible for a step increase on July 1 (hired by February 1). Employees who are promoted or re-classed effective on or before February 1 are eligible for the step increase on July 1.
D. Eligible employees who have not yet reached the top step in their classification shall advance one step each July 1 until the top step has been achieved.
E. If an employee is promoted, reclassified and temporarily assigned upward, he will go to the step at that level which is more than his current step plus one step. Before the end of a six (6) month period in the new position, job performance will be reviewed and a determination made whether the employee will continue in the new position or be returned to his previous position.
F. Personnel substituting in a higher classification will be paid at the higher level class at the step immediately above their current hourly rate, for any time in excess of five (5) consecutive days. The pay increase will start on the 6th working day.
G. Effective July 1, 1994, employees will pay their required portion of PERS contributions.
H. On July 1, 2017, Step G shall be indexed to be 4.5% more than Step F and Step H shall be indexed to be 4.5% more than Step G. The 2018-2019 salary schedule shall be adjusted by dropping the first step (Step A) on the adjusted 2017-20...
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. 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.
B. The District’s normal business hours range between 6:00 am to 10:00 pm, Saturday through Friday. The District shall pay a shift differential of two-and- one half (2½%) percent for hours worked between 8:00 pm and 6:00 am.
C. Full-Time/Part-time Year Round Employee salaries shall be increased by 2.5%, effective the first pay date on or after July 1, 2015.
D. Full-Time/Part-time Year Round Employee salaries shall be increased by 2%, effective the first pay date on or after July 1, 2016.
E. Full-Time/Part-time Year Round Employee salaries shall be increased by 1%, effective the first pay date on or after July 1, 2017.
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. 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.
