Common use of SALARY RATES AND STEP ADVANCEMENTS Clause in Contracts

SALARY RATES AND STEP ADVANCEMENTS. A. Salary Rates and Ranges: The salary range for each of position shown in Exhibit 1 shall increase by two percent (2.0%) effective the October 29, 2019, as provided in Exhibit 4. The salary range for each of those positions shall increase by two percent (2.0%) effective June 23, 2020, as provided in Exhibit 5. The salary range for each of those position shall increase by two percent (2.0%) effective June 22, 2021 as provided in Exhibit 6. The salary range for each of those position shall increase by two percent (2.0%) effective June 21, 2022 as provided in Exhibit 7. B. Labor Market Adjustments: In addition to the salary increases described in subsection (A) of this Article, the salary range for each of the benchmark classes listed in Exhibit 8, along with any related classes, shall increase in accordance with the schedule set forth in Exhibit 8. In accordance with California Government Code Section 3500 et al., classification titles and ranges may be amended from time to time by Resolution adopted by the City Council. C. For purposes of this Memorandum, base salary range shall mean the salary range assigned to a specific classification as provided in Exhibits 1 through 3. Base salary rate shall mean the hourly rate of pay established pursuant to the Step placement within the base salary range as provided in this Memorandum. Paid time shall be based upon the base salary rate with the computation rounded to the nearest cent. D. Each salary range shall consist of five (5) Steps, A through E. Progression through the steps shall be based upon both length of service and job performance. (1) Step A will normally be paid upon initial employment. a. The initial salary may be set at a higher Step only upon approval of the Department Director and City Manager. In cases of exceptional performance, employees hired at higher than Step A may be considered for their first Step increase after thirteen (13) pay periods. (2) Step B shall be paid upon completion of thirteen (13) pay periods with an overall "meets" performance evaluation. Employees in Step B shall be paid at Step C upon completion of twenty-six (26) pay periods in Step B with an overall “meets” performance evaluation. (3) Step D through Step E shall be paid upon completion of twenty-six (26) pay periods with an overall "meets” performance evaluation at each Step. (4) Accelerated Step increases within the established salary range may be granted in addition to those above, upon approval of the City Manager. (5) When a Step increase is denied, there shall be another performance evaluation of the employee in thirteen (13) pay periods from the effective date of the denied increase. There is no right of appeal to the withholding of a step increase, but the reasons for withholding shall be given in writing to the employee. (6) Due to inferior work, lack of application, indifferent attitude or other legitimate reasons, an employee's Step may be reduced to a lower Step. There is no right of appeal due to the lowering of Steps, but the reasons for reduction shall be given in writing to the employee. (7) All other salary administration policies shall be as contained in the Personnel Rules and Personnel Administrative Orders.

SALARY RATES AND STEP ADVANCEMENTS. A. Salary Rates New employees shall be hired at the 1 step of the established base salary range, except as otherwise provided in this Agreement. Variable entrance steps may be established if justified by recruitment needs through step 5 with the approval of the appointing authority and Ranges: The through top step with the approval of the Human Resources Director or designee. Within the base salary range range, all step advancements will be made at the beginning of the pay period following the pay period in which the employee completes the required number of service hours. Approval for each advancement shall be based upon completion of position shown required service hours in Exhibit 1 the classification, satisfactory work performance and appointing authority recommendation. An employee whose step advancement is denied shall increase by two percent (2.0%) effective the October 29, 2019, not be eligible for reconsideration for step advancement except as provided in Exhibit 4the Article “Merit Advancements”. The salary range for each of those positions Completed service hours shall increase by two percent (2.0%) effective June 23be defined as regularly scheduled hours in a paid status, 2020up to 80 hours per pay period. Overtime hours, as provided in Exhibit 5disability payments, Medical Emergency Leave, and time without pay shall not count toward step advancements. The salary range for each of those position shall increase by two percent (2.0%) effective June 22, 2021 as provided in Exhibit 6. The salary range for each of those position shall increase by two percent (2.0%) effective June 21, 2022 as provided in Exhibit 7. B. Labor Market Adjustments: In addition to the salary increases described in subsection (A) of this Article, the salary range for each of the benchmark classes listed in Exhibit 8, along with any related classes, shall increase in accordance with the schedule set forth in Exhibit 8. In accordance with California Government Code Section 3500 et al., classification titles and ranges may be amended from time to time by Resolution adopted by the City Council. C. For purposes of this Memorandum, Step advancements within a base salary range shall mean the salary range assigned to a specific classification as provided in Exhibits 1 through 3. Base salary rate shall mean the hourly rate of pay established pursuant to the Step placement within the base salary range as provided in this Memorandum. Paid time shall be based upon the base salary rate with the computation rounded to the nearest cent. D. Each salary range shall consist of five (5) Steps, A through E. Progression through the steps shall be based upon both length of service and job performance. a one (1) Step A will normally step increment, approximately two and one-half percent (2.5%). The employee shall be paid upon initial employment. a. The initial salary may be set at a higher Step only upon approval eligible for the first step advancement after completion of 1040 hours and subsequent step advancements after completion of 2080 hours. Hire step 1 After 1040 hours* 2 After additional 2080 hours* 3 After additional 2080 hours* 4 After additional 2080 hours* 5 After each additional 2080 hours until the top step of the Department range is reached* 6 *Assumes satisfactory work performance and appointing authority recommendation. Example 2: Hire step 5 After 1040 hours* 6 After additional 2080 hours* 7 After additional 2080 hours* 8 After each additional 2080 hours until the top step of the range is reached* 9 *Assumes satisfactory work performance and appointing authority recommendation. The Fire Chief, Human Resources Director and City Manager. In cases or designee may authorize the adjustment of exceptional performance, employees hired at higher than Step A may be considered for their first Step increase after thirteen (13) pay periods. (2) Step B shall be paid upon completion the salary step or salary rate of thirteen (13) pay periods with an overall "meets" performance evaluation. Employees in Step B shall be paid at Step C upon completion of twenty-six (26) pay periods in Step B with an overall “meets” performance evaluation. (3) Step D through Step E shall be paid upon completion of twenty-six (26) pay periods with an overall "meets” performance evaluation at each Step. (4) Accelerated Step increases employee to maintain salary equity within the established salary range may be granted in addition system, to those above, upon approval of the City Manager. (5) When a Step increase is denied, there shall be another performance evaluation of the employee in thirteen (13) pay periods from the effective date of the denied increase. There is no right of appeal to the withholding of a step increase, but the reasons for withholding shall be given in writing to the employee. (6) Due to inferior work, lack of application, indifferent attitude prevent undue hardship or other legitimate reasons, an employee's Step may be reduced to a lower Step. There is no right of appeal unfairness due to the lowering application of Stepsany rule or policy, but or to correct any salary inequity. The Fire Chief, Human Resources Director or designee may authorize the reasons for reduction adjustment of the salary step or salary rate of an employee to correct any payroll error or omission, including any such action which may have arisen in any prior fiscal year. a) Eligible employees shall be given in writing provided with a Section 125 Premium Conversion Plan. The purpose of the Plan is to provide employees a choice between paying premiums with either pre-tax salary reductions or after-tax payroll deductions for medical insurance, dental insurance, vision, voluntary life (to the employeeIRS specified limit) and accidental death and dismemberment insurance premiums currently maintained for Unit employees or any other program(s) mutually agreed upon by the parties. The amount of the pre-tax salary reduction or after-tax payroll deduction must be equal to the required insurance premium. (7) All other salary administration policies shall be as contained in the Personnel Rules and Personnel Administrative Orders.

SALARY RATES AND STEP ADVANCEMENTS. A. Salary Rates New employees shall be hired at the 1 step of the established base salary range, except as otherwise provided in this Agreement. Variable entrance steps may be established if justified by recruitment needs through step 7 with the approval of the appointing authority and Ranges: The through top step with the approval of the Human Resources Director or designee. Within the base salary range range, all step advancements will be made at the beginning of the pay period following the pay period in which the employee completes the required number of service hours. Approval for each advancement shall be based upon completion of position shown required service hours in Exhibit 1 the classification, satisfactory work performance and appointing authority recommendation. An employee whose step advancement is denied shall increase by two percent (2.0%) effective the October 29, 2019, not be eligible for reconsideration for step advancement except as provided in Exhibit 4the Article “Merit Advancements”. The salary range for each of those positions Completed service hours shall increase by two percent (2.0%) effective June 23be defined as regularly scheduled hours in a paid status, 2020up to 80 hours per pay period. Overtime hours, as provided in Exhibit 5disability payments, Medical Emergency Leave, and time without pay shall not count toward step advancements. The salary range for each of those position shall increase by two percent (2.0%) effective June 22, 2021 as provided in Exhibit 6. The salary range for each of those position shall increase by two percent (2.0%) effective June 21, 2022 as provided in Exhibit 7. B. Labor Market Adjustments: In addition to the salary increases described in subsection (A) of this Article, the salary range for each of the benchmark classes listed in Exhibit 8, along with any related classes, shall increase in accordance with the schedule set forth in Exhibit 8. In accordance with California Government Code Section 3500 et al., classification titles and ranges may be amended from time to time by Resolution adopted by the City Council. C. For purposes of this Memorandum, Step advancements within a base salary range shall mean the salary range assigned to a specific classification as provided in Exhibits 1 through 3. Base salary rate shall mean the hourly rate of pay established pursuant to the Step placement within the base salary range as provided in this Memorandum. Paid time shall be based upon the base salary rate with the computation rounded to the nearest cent. D. Each salary range shall consist of five (5) Steps, A through E. Progression through the steps shall be based upon both length of service and job performance. a one (1) Step A will normally step increment, approximately two and one-half percent (2.5%). The employee shall be paid upon initial employment. a. The initial salary may be set at a higher Step only upon approval eligible for the first step advancement after completion of 1040 hours and subsequent step advancements after completion of 2080 hours. Hire step 1 After 1040 hours* 2 After additional 2080 hours* 3 After additional 2080 hours* 4 After additional 2080 hours* 5 After each additional 2080 hours until the top step of the Department range is reached* 6 *Assumes satisfactory work performance and appointing authority recommendation. Example 2: Hire step 5 After 1040 hours* 6 After additional 2080 hours* 7 After additional 2080 hours* 8 After each additional 2080 hours until the top step of the range is reached* 9 *Assumes satisfactory work performance and appointing authority recommendation. The Human Resources Director and City Manager. In cases or designee may authorize the adjustment of exceptional performance, employees hired at higher than Step A may be considered for their first Step increase after thirteen (13) pay periods. (2) Step B shall be paid upon completion the salary step or salary rate of thirteen (13) pay periods with an overall "meets" performance evaluation. Employees in Step B shall be paid at Step C upon completion of twenty-six (26) pay periods in Step B with an overall “meets” performance evaluation. (3) Step D through Step E shall be paid upon completion of twenty-six (26) pay periods with an overall "meets” performance evaluation at each Step. (4) Accelerated Step increases employee to maintain salary equity within the established salary range may be granted in addition system, to those above, upon approval of the City Manager. (5) When a Step increase is denied, there shall be another performance evaluation of the employee in thirteen (13) pay periods from the effective date of the denied increase. There is no right of appeal to the withholding of a step increase, but the reasons for withholding shall be given in writing to the employee. (6) Due to inferior work, lack of application, indifferent attitude prevent undue hardship or other legitimate reasons, an employee's Step may be reduced to a lower Step. There is no right of appeal unfairness due to the lowering application of Stepsany rule or policy, but or to correct any salary inequity. The Human Resources Director or designee may authorize the reasons for reduction adjustment of the salary step or salary rate of an employee to correct any payroll error or omission, including any such action which may have arisen in any prior fiscal year. a) Eligible employees shall be given in writing provided with a Section 125 Premium Conversion Plan. The purpose of the Plan is to provide employees a choice between paying premiums with either pre-tax salary reductions or after-tax payroll deductions for medical insurance, dental insurance, vision, voluntary life (to the employeeIRS specified limit) and accidental death and dismemberment insurance premiums currently maintained for Unit employees or any other program(s) mutually agreed upon by the parties. The amount of the pre-tax salary reduction or after-tax payroll deduction must be equal to the required insurance premium. (7) All other salary administration policies shall be as contained in the Personnel Rules and Personnel Administrative Orders.

SALARY RATES AND STEP ADVANCEMENTS. A. (A) Salary Rates and Ranges: The classification titles for positions in this unit, with the corresponding salary range for each of position shown code, are listed in Exhibit 1 shall increase by two percent Appendix A (2.0%Classifications and Salary Ranges). 1) effective the October 29, 2019, as provided in Exhibit 4. The salary range for each of those positions shall increase by two percent (will remain unchanged from May 31, 2014 through December 15, 2014 as provided in Appendix B(1)(Schedule of Salary Ranges). 2) Effective December 16, 2014, employees will receive a 2.0%) effective June 23, 2020% salary increase, as provided in Exhibit 5. The Appendix B(2) (Schedule of Salary Ranges). 3) Effective February 23, 2016, employees will receive an additional 1.0% salary range for each of those position shall increase by two percent (2.0%) effective June 22increase, 2021 as provided in Exhibit 6. The salary range for each Appendix B(3) (Schedule of those position shall increase by two percent (2.0%) effective June 21, 2022 as provided in Exhibit 7Salary Ranges). B. Labor Market Adjustments: 4) Classifications, Job Titles and Salary Ranges may be amended from time to time by Resolutions adopted by the City Council. In addition to addition, based on the salary increases described in subsection (A) results of this Articlethe City’s most recent labor market study, the salary range for each of the benchmark classes listed in Exhibit 8Appendix I, along with any related classes, shall will increase in accordance with the schedule set forth in Exhibit 8. In accordance with California Government Code Section 3500 et al., classification titles and ranges may be amended from time to time by Resolution adopted by the City Council.Appendix I. C. (B) For purposes of this Memorandum, base salary range shall will mean the salary range assigned to a specific classification as provided in Exhibits 1 through 3. Appendix A. Base salary rate shall will mean the hourly rate of pay established pursuant to the Step placement within the base salary range as provided in this Memorandum. Paid time shall will be based upon the base salary rate with the computation rounded to the nearest cent. D. (C) Each salary range shall will consist of five (5) Steps, A through E. Progression through the steps shall will be based upon both length of service and job performance. (1) Step A will normally be paid upon initial employment. a. . The initial salary may be set at a higher Step only upon approval of the Department Director and City Manager. In cases of exceptional performance, employees hired at higher than Step A may be considered for their first Step increase after thirteen (13) pay periods. (2) Step B shall will be paid upon completion of thirteen (13) pay periods with an overall "meets" performance evaluation. Employees in Step B shall be paid at Step C upon completion of twenty-six (26) pay periods in Step B with an overall “meetsMeets” performance evaluation. (3) Step D C through Step E shall will be paid upon completion of twenty-six (26) pay periods with an overall "“meets” performance evaluation at each Step. (4) Accelerated Step increases within the established salary range may be granted in addition to those above, upon approval of the City Manager. (5) When a Step increase is denied, there shall will be another performance evaluation of the employee in thirteen (13) pay periods from the effective date of the denied increase. There is no right of appeal to the withholding of a step increase, but the reasons for withholding shall will be given in writing to the employee. 6) If an employee does not meet expectations on any area of the yearly performance evaluation, the employee will be placed on a Corrective Interview Memorandum (CIM). The employee will then receive a performance evaluation review three (3) months following the initiation of the CIM. If improvement is still needed, the employee will receive an additional performance review at six (6) Due months following the initiation of the CIM. If the employee continues to inferior work, lack not meet expectations on the relevant area of application, indifferent attitude or other legitimate reasonsperformance at the six (6) month review, an employee's ’s Step may be reduced to a lower Step. There is no right of appeal due to the lowering of Steps, but the reasons for reduction shall will be given in writing to the employee. (7) All other salary administration policies shall will be as contained in the Personnel Rules and Personnel Administrative Orders.