Common use of Step Placement Clause in Contracts

Step Placement. The attached wage schedule (Appendix A) will apply in terms of service to employees employed on the date when this Agreement is first executed, and more directly to new employees hired after the Agreement’s execution date. On the pay period following the execution of this Agreement, and thereafter on January 1 of each succeeding year, employees will be paid the new rate of pay for their pay grade as called for in Appendix A. Such employees may also change their pay grade step placement upon their anniversary date as described herein. Employees will be eligible to move one (1) pay grade step to the next pay grade step on the salary schedule on their anniversary date of hire (based upon the employee’s most recent date of beginning full-time employment in a bargaining unit position) provided the employee has received a “Meets Standards and Expectations” or better evaluation by the Village for work performed during the prior year. Work performance of every officer shall normally be evaluated once every twelve (12) months. These evaluations will provide employees with one (1) of the following ratings: “Significantly Below Standards and Expectations”; “Does Not Meet Standards and Expectations”; “Meets Standards and Expectations”; “Exceeds Standards and Expectations”; and “Greatly Exceeds Standards and Expectations.” Each evaluation will clearly state the start and end date of each respective evaluation period. The evaluation form used by the Village at the time of the evaluation will be provided to the Union for the Union’s review and comment. Any time a new, amended or modified evaluation form is to be used by the Village such form shall be made available to the Union for its review and comment at least thirty (30) days prior to its effective date. The Village reserves the right to withhold a step increase for any member who receives a “Does Not Meet Standards and Expectations” evaluation. Reasonable training or reinstruction will be offered as remediation where reasonably appropriate, and when remediation occurs the step increase will then be granted. If an employee receives an evaluation of “Meets Standards and Expectations” or better, he shall then receive a step increase. Annual step increases shall, if awarded, be contained in the employee’s pay check next following the employee’s anniversary date. The Village’s evaluation and compensation decision applicable to an employee is subject to the grievance procedure. The Village may, in its discretion, grant prior service credit to a newly-hired peace officer when determining the officer’s initial placement on the salary schedule, so long as the prior service credit granted by the Village does not exceed the actual number of years the officer has served as a peace officer prior to employment with the Village. However, in no case will a newly-hired peace officer be placed in a position higher than the fourth step. Additionally, newly-hired officers shall not be granted seniority benefits, but shall be simply treated as newly- hired employees for purposes of seniority.

Step Placement. The attached wage schedule (Appendix A) NYLAG will apply in terms of service to employees employed on the date when this Agreement is first executed, and more directly to new place employees hired after the Agreement’s execution dateRatification Date of contract into the Basic Salary Schedule at the time of hire. On Step Placement for Attorneys will be based upon Law School year of graduation, provided that the pay period following attorney can demonstrate that the execution of this Agreement, and thereafter on January 1 attorney has done legal work for at least seventy-five percent (75%) of each succeeding qualifying year, employees will be paid the new rate of pay for their pay grade as called for in Appendix A. Such employees may also change their pay grade step placement upon their anniversary date as described herein. Employees will be eligible to move All non-attorney staff shall receive one (1) pay grade step year of credit for every qualifying year of legal and relevant non-legal work where they’ve gained skills directly applicable to their work at NYLAG, provided that the next pay grade step on the salary schedule on their anniversary date non-attorney can demonstrate that they have done such work for at least seventy-five percent (75%) of hire (based upon the employee’s most recent date of beginning full-time employment in a bargaining unit position) provided the employee has received a “Meets Standards and Expectations” or better evaluation by the Village for work performed during the prior each qualifying year. Work performance of every officer In addition, for non-attorney staff, an advanced degree or certification, where they’ve gained skills directly applicable to their work at NYLAG shall normally be evaluated once every twelve (12) months. These evaluations will provide employees with count as one (1) year of work. Notwithstanding the foregoing, NYLAG shall be permitted to place employees in the following ratingsjob titles (including “Senior” titles) at a higher step on the Basic Salary Schedule for purpose of providing a market-competitive salary: Volunteer and Program Assistant, Volunteer and Program Coordinator, and Pro Xxxx Coordinator. In addition, on the Grants and Development Salary Scale, Grants &‌ Data Coordinator shall start at steps 1-3, Data Analyst shall start at steps 5-7, and Grants Officer shall start at steps 9-11, based on years of relevant experience. For purposes of measuring the time period of a “Significantly Below Standards and Expectations”; “Does Not Meet Standards and Expectations”; “Meets Standards and Expectations”; “Exceeds Standards and Expectations”; and “Greatly Exceeds Standards and Expectations.qualifying year,” Each evaluation will clearly state the start and end date of each respective evaluation periodyear shall be September 1st through the following August 31st. Only legal work performed in a United States jurisdiction shall be considered as potential legal experience during a qualifying year. The evaluation form used by the Village at the time of the evaluation step placement that NYLAG intends to offer to a new employee will be provided submitted to the Union for review. The Union shall have two (2) business days to review the Unionstep placement. If the Union does not provide an alternative step placement to that proposed by NYLAG within those two (2) business days, then NYLAG’s review step placement will be final. If the Union disagrees in writing with the step placement proposed by NYLAG and commentprovides an alternative step placement, NYLAG may modify the proposed salary placement or proceed with the proposed salary placement. Any time a new, amended or If the salary is modified evaluation form is to be used by the Village such form shall be made available conform to the Union for recommendation, it will be final (i.e., it will not be subject to the grievance and arbitration procedure). If NYLAG proceeds with its review and comment at least original DocuSign Envelope ID: 19573CF8-ECAC-4082-B6CA-FD8695C87DBA recommendation despite the lack of Union approval, the Union shall have thirty (30) days prior to its effective date. The Village reserves the right to withhold a step increase for any member who receives a “Does Not Meet Standards and Expectations” evaluation. Reasonable training or reinstruction will be offered as remediation where reasonably appropriate, and when remediation occurs the step increase will then be granted. If an employee receives an evaluation of “Meets Standards and Expectations” or better, he shall then receive a step increase. Annual step increases shall, if awarded, be contained in from the employee’s pay check next following first day of employment to file a grievance challenging the employee’s anniversary datestep placement. The Village’s evaluation and compensation decision applicable to an employee If no such grievance is subject to filed, the grievance procedure. The Village may, in its discretion, grant prior service credit to a newly-hired peace officer when determining the officer’s initial step placement on the salary schedule, so long as the prior service credit granted by the Village does not exceed the actual number of years the officer has served as a peace officer prior to employment with the Village. However, in no case will a newly-hired peace officer be placed in a position higher than the fourth step. Additionally, newly-hired officers shall not be granted seniority benefits, but shall be simply treated as newly- hired employees for purposes of seniorityfinal.

Step Placement. ‌ The attached wage schedule (Appendix A) will apply in terms of service to employees employed on the date when this Agreement is first executed, and more directly to new employees hired after the Agreement’s execution date. On the pay period following the execution of this Agreement, and thereafter on January 1 of each succeeding year, employees will be paid the new rate of pay for their pay grade as called for in Appendix A. Such employees may also change their pay grade step placement upon their anniversary date as described herein. Employees will be eligible to move one (1) pay grade step to the next pay grade step on the salary schedule on their anniversary date of hire (based upon the employee’s most recent date of beginning full-time employment in a bargaining unit position) provided the employee has received a “Meets Standards and Expectations” or better evaluation by the Village for work performed during the prior year. Work performance of every officer shall normally be evaluated once every twelve (12) months. These evaluations will provide employees with one (1) of the following ratings: “Significantly Below Standards and Expectations”; “Does Not Meet Standards and Expectations”; “Meets Standards and Expectations”; “Exceeds Standards and Expectations”; and “Greatly Exceeds Standards and Expectations.” Each evaluation will clearly state the start and end date of each respective evaluation period. The evaluation form used by the Village at the time of the evaluation will be provided to the Union for the Union’s review and comment. Any time a new, amended or modified evaluation form is to be used by the Village such form shall be made available to the Union for its review and comment at least thirty (30) days prior to its effective date. The Village reserves the right to withhold a step increase for any member who receives a “Does Not Meet Standards and Expectations” evaluation. Reasonable training or reinstruction will be offered as remediation where reasonably appropriate, and when remediation occurs the step increase will then be granted. If an employee receives an evaluation of “Meets Standards and Expectations” or better, he shall then receive a step increase. Annual step increases shall, if awarded, be contained in the employee’s pay check next following the employee’s anniversary date. The Village’s evaluation and compensation decision applicable to an employee is subject to the grievance procedure. The Village may, in its discretion, grant prior service credit to a newly-hired peace officer when determining the officer’s initial placement on the salary schedule, so long as the prior service credit granted by the Village does not exceed the actual number of years the officer has served as a peace officer prior to employment with the Village. However, in no case will a newly-hired peace officer be placed in a position higher than the fourth step. Additionally, newly-hired officers shall not be granted seniority benefits, but shall be simply treated as newly- newly-hired employees for purposes of seniority.

Step Placement. The attached wage schedule (Appendix A) NYLAG will apply in terms of service to employees employed on the date when this Agreement is first executed, and more directly to new place employees hired after the Agreement’s execution date. On the pay period following the execution of this Agreement, and thereafter on January 1 of each succeeding year, employees will be paid the new rate of pay for their pay grade as called for in Appendix A. Such employees may also change their pay grade step placement upon their anniversary date as described herein. Employees will be eligible to move one (1) pay grade step to the next pay grade step on the salary schedule on their anniversary effective date of hire (based upon contract) into the employee’s most recent date of beginning full-time employment in a bargaining unit position) provided the employee has received a “Meets Standards and Expectations” or better evaluation by the Village for work performed during the prior year. Work performance of every officer shall normally be evaluated once every twelve (12) months. These evaluations will provide employees with one (1) of the following ratings: “Significantly Below Standards and Expectations”; “Does Not Meet Standards and Expectations”; “Meets Standards and Expectations”; “Exceeds Standards and Expectations”; and “Greatly Exceeds Standards and Expectations.” Each evaluation will clearly state the start and end date of each respective evaluation period. The evaluation form used by the Village Basic Salary Schedule at the time of the evaluation hire. Step Placement for Attorneys will be based upon Law School year of graduation, provided that the attorney can demonstrate that the attorney has done legal work for at least 75% of each qualifying year. Paralegals will receive 1 year of credit for qualifying every year of legal work performed, provided that the paralegal can demonstrate that the paralegal has done legal work for at least 75% of each qualifying year. Other non-attorneys will receive 1 year of credit for qualifying every year of relevant work performed, provided that the non-attorney can demonstrate that the non-attorney has done relevant work for at least 75% of each qualifying year. Financial Counselors will receive 1 year of credit for every qualifying year the Financial Counselor can demonstrate that they performed relevant work for at least 75% of each qualifying year. For purposes of measuring the time period of a “qualifying years”, the start date of each year shall be September 1st through the following August 31st. Only legal work performed in a United States jurisdiction shall be considered as potential legal experience during a qualifying year. The step placement that NYLAG intends to offer to a new employee will be submitted to the Union for review. The Union shall have 2 business days to review the Unionstep placement. If the Union does not provide an alternative step placement to that proposed by NYLAG within those 2 business days, then NYLAG’s review step placement will be final. If the Union disagrees in writing with the step placement proposed by NYLAG and commentprovides a alternative step placement, NYLAG may modify the proposed salary placement or proceed with the proposed salary placement. Any time a new, amended or If the salary is modified evaluation form is to be used by the Village such form shall be made available conform to the Union for its review and comment at least thirty (30) days prior to its effective date. The Village reserves the right to withhold a step increase for any member who receives a “Does Not Meet Standards and Expectations” evaluation. Reasonable training or reinstruction recommendation, it will be offered as remediation where reasonably appropriatefinal (i.e., and when remediation occurs the step increase it will then not be granted. If an employee receives an evaluation of “Meets Standards and Expectations” or better, he shall then receive a step increase. Annual step increases shall, if awarded, be contained in the employee’s pay check next following the employee’s anniversary date. The Village’s evaluation and compensation decision applicable to an employee is subject to the grievance and arbitration procedure). The Village mayIf NYLAG proceeds with its original recommendation despite the lack of Union approval, in its discretionthe employee shall have 30 days, grant prior service credit from the employee’s first day of employment to file a newly-hired peace officer when determining grievance challenging the officer’s initial step placement. If no such grievance is filed, the step placement on the salary schedule, so long as the prior service credit granted by the Village does not exceed the actual number of years the officer has served as a peace officer prior to employment with the Village. However, in no case will a newly-hired peace officer be placed in a position higher than the fourth step. Additionally, newly-hired officers shall not be granted seniority benefits, but shall be simply treated as newly- hired employees for purposes of seniorityfinal.

Step Placement. ‌ The attached wage schedule (Appendix A) will apply in terms of service to employees employed on the date when this Agreement is first executed, and more directly to new employees hired after the Agreement’s execution date. On the pay period following the execution of this Agreement, and thereafter on January 1 of each succeeding year, employees will be paid the new rate of pay for their pay grade as called for in Appendix A. Such employees may also change their pay grade step placement upon their anniversary date as described herein. Employees will be eligible to move one (1) pay grade step to the next pay grade step on the salary schedule on their anniversary date of hire (based upon the employee’s most recent date of beginning full-time employment in a bargaining unit position) provided the employee has received a “Meets Standards and Expectations” or better evaluation by the Village for work performed during the prior year. Work performance of every officer shall normally be evaluated once every twelve (12) months. These evaluations will provide employees with one (1) of the following ratings: “Significantly Below Standards and Expectations”; “Does Not Meet Standards and Expectations”; “Meets Standards and Expectations”; “Exceeds Standards and Expectations”; and “Greatly Exceeds Standards and Expectations.” Each evaluation will clearly state the start and end date of each respective evaluation period. The evaluation form used by the Village at the time of the evaluation will be provided to the Union for the Union’s review and comment. Any time a new, amended or modified evaluation form is to be used by the Village such form shall be made available to the Union for its review and comment at least thirty (30) days prior to its effective date. The Village reserves the right to withhold a step increase for any member who receives a “Does Not Meet Standards and Expectations” evaluation. Reasonable training or reinstruction will be offered as remediation where reasonably appropriate, and when remediation occurs the step increase will then be granted. If an employee receives an evaluation of “Meets Standards and Expectations” or better, he shall then receive a step increase. Annual step increases shall, if awarded, be contained in the employee’s pay check next following the employee’s anniversary date. The Village’s evaluation and compensation decision applicable to an employee is subject to the grievance procedure. The Village may, in its discretion, grant prior service credit to a newly-hired peace officer when determining the officer’s initial placement on the salary schedule, so long as the prior service credit granted by the Village does not exceed the actual number of years the officer has served as a peace officer prior to employment with the Village. However, in no case will a newly-hired peace officer be placed in a position higher than the fourth sixth step. Additionally, newly-hired officers shall not be granted seniority benefits, but shall be simply treated as newly- newly-hired employees for purposes of seniority.