Total Compensation Model. 1. It is the desire of the District and the Association to ensure that classified salaries remain competitive within the community college system. To this end, the District will periodically review classified salaries and make adjustments in salaries when appropriate and when resources are available. 2. The following will be included in the total compensation definition, formula and calculation of full-time and permanent part-time salaries and other compensation: (All calculations are based on either the current year’s adopted budget or last year’s actual budget: whichever is greater). a. Full time and permanent part-time (FT/PPT) salaries b. Step increases c. Reclassifications d. Overtime and supplementary service compensation e. Paid out compensatory time f. Permanent part-time additional hours g. Cashed out vacation h. Educational incentives 3. Negotiated Health and Welfare Contribution consisting of: a. Negotiated Health and Welfare Contribution for full-time and permanent part-time employees eligible for full benefits. (Calculated by multiplying the number eligible employees by the Average Per-Person Negotiated Health & Welfare Contribution, i.e., “Hard Cap”.) b. Negotiated Health & Welfare contribution for permanent part-time employees with employee only benefits (Actual Cost). 4. For fiscal 2016-2017 unit members will receive a 2.00% total compensation salary schedule increase retroactive to July 1, 2016. Unit members who worked only a portion of the 2016-2017 fiscal year will receive a prorated amount based on the time worked. 5. For fiscal year 2017-2018 unit members will receive a 1.00% total compensation increase effective July 1, 2017. The exact method of distribution of this 1% total compensation is to be determined by the CSEA unit membership. Acceptance of the 1% total compensation effective July 1, 2017, as stated above, does not preclude future negotiations for fiscal year 2017-2018.
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Total Compensation Model. 1. It is the desire of the District and the Association to ensure that classified salaries remain competitive within the community college system. To this end, the District will periodically review classified salaries and make adjustments in salaries when appropriate and when resources are available.
2. The following will be included in the total compensation definition, formula and calculation of full-time and permanent part-time salaries and other compensation: (All calculations are based on either the current year’s adopted budget or last year’s actual budget: whichever is greater).
a. Full time and permanent part-time (FT/PPT) salaries
b. Step increases
c. Reclassifications
d. Overtime and supplementary service compensation
e. Paid out compensatory time f. Permanent part-time additional hours g. Cashed out vacation h. Educational incentives
3. Negotiated Health and Welfare Contribution consisting of:
a. Negotiated Health and Welfare Contribution for full-time and permanent part-time employees eligible for full benefits. (Calculated by multiplying the number eligible employees by the Average Per-Person Negotiated Health & Welfare Contribution, i.e., “Hard Cap”.)
b. Negotiated Health & Welfare contribution for permanent part-time employees with employee only benefits (Actual Cost).
4. For fiscal 2016year 2020-2017 2021, unit members will receive a 2.000% total compensation salary schedule increase retroactive to July 1, 2016. Unit members who worked only a portion of the 2016-2017 fiscal year will receive a prorated amount based on the time workedincrease.
5. For fiscal year 20172020-2018 2021, through the time of execution of the MOU, unit members will be eligible for a one-time payment per the terms of the “Fall 2021 COVID -19 Compensation MOU”.
6. For fiscal year 2021-2022, unit members will receive a 1.005.26% total compensation increase effective July 1, 20172021. The exact method of distribution of this 15.26% total compensation is to be determined by the CSEA unit membership.
7. Acceptance of the 1For fiscal year 2022-2023, CSEA will receive a 6.99% total compensation increase effective July 1, 20172022. CSEA will determine how best to allocate total compensation funds. In addition, as stated above, does not preclude future negotiations any remaining Health and Welfare deficit balance for 2022-2023 will come out of total compensation.
8. For fiscal year 20172023-20182024, CSEA will receive a total compensation increase equivalent to the State Funded COLA percentage (TBD) effective July 1, 2023. CSEA will determine how best to allocate these funds and shall have “Me Too” rights to any amount or incentive offered above COLA to another full-time, permanent employee constituency by the District.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Total Compensation Model. 1. It is the desire of the District and the Association to ensure that classified salaries remain competitive within the community college system. To this end, the District will periodically review classified salaries and make adjustments in salaries when appropriate and when resources are available.
2. The following will be included in the total compensation definition, formula and calculation of full-time and permanent part-time salaries and other compensation: (All calculations are based on either the current year’s adopted budget or last year’s actual budget: whichever is greater).
a. Full time and permanent part-time (FT/PPT) salaries
b. Step increases
c. Reclassifications
d. Overtime and supplementary service compensation
e. Paid out compensatory time f. Permanent part-time additional hours g. Cashed out vacation h. Educational incentives
3. Negotiated Health and Welfare Contribution consisting of:
a. Negotiated Health and Welfare Contribution for full-time and permanent part-time employees eligible for full benefits. (Calculated by multiplying the number eligible employees by the Average Per-Person Negotiated Health & Welfare Contribution, i.e., “Hard Cap”.)
b. Negotiated Health & Welfare contribution for permanent part-time employees with employee only benefits (Actual Cost).
4. For fiscal 2016-2017 unit members will receive a 2.00% total compensation salary schedule increase retroactive to July 1, 2016. Unit members who worked only a portion of the 2016-2017 fiscal year will receive a prorated kprorated amount based on the time worked.
5. For fiscal year 2017-2018 unit members will receive a 1.00% total compensation increase effective July 1, 2017. The exact method of distribution of this 1% total compensation is to be determined by the CSEA unit membership. Acceptance of the 1% total compensation effective July 1, 2017, as stated above, does not preclude future negotiations for fiscal year 2017-2018.2018.
Appears in 1 contract
Samples: Collective Bargaining Agreement
