WAGE PLAN. C. 1. Re- establishment of Five-Step Range
WAGE PLAN. II.
C.1. Thirteen-Step Range
WAGE PLAN. A. The wage plan for the period of July 1, 2019 to June 30, 2020 shall be Appendix “A” which represents a 3% increase across all pay steps. The wage plan for the period of July 1, 2020 to June 30, 2021 shall be Appendix “B” which represents a 3% increase across all pay steps. The wage plan for the period of July 1, 2021 to June 30, 2022 shall be Appendix “C” which represents a 3% increase across all pay steps.
B. All employees will adhere to the new wage schedule beginning July 1, 2019.
C. New full time employees will start at Step 1. Six (6) and twelve (12) months after being placed in a classification, a new employee will advance to the next step in the classification. Thereafter, the employee will advance to the next step each twelve (12) months until the maximum step is reached.
D. All part-time employees, except Court House Security, will start at Step 1 and remain at Step 1 for two (2) years. After two (2) years of continuous employment, part time employees will advance to Step 2 and when the rate of pay at Step 1 & Step 2 increases, part- time employees will be granted that increase. Court House Security Deputies will start at step 2 and after two (2) years will advance to Step 3 and when the rate of pay for Step 2 and Step 3 increases, courthouse security deputies will be granted that increase.
E. Employees promoted to a step other than the starting step in a classification will advance to the next step upon successful completion of a three (3) month probationary period. Thereafter, the employee's pay shall be advanced to the next step annually as determined by length of service within the classification.
WAGE PLAN. The pay range for each position consists of five steps. Advancement from one step to the next is based on performance, recommendation of an employee’s immediate supervisor, and the approval of the General Manager.
WAGE PLAN. The Guaranteed Wage Plan, which is a supplement to this Agreement, is intended to provide assistance for those eligible employees who have one or more years of seniority who are laid off as a result of the application of the foregoing lay-off clauses, and is not to be construed as authorization to alter existing practices.
WAGE PLAN. The Wage Plan for employees covered by this Agreement is set forth in Appendix B of this Agreement.
WAGE PLAN. Compensation shall be in accordance with the salary schedule and Longevity Scale designated in Appendix A. The Employer has the right to place new employees higher on the salary schedule based on previous work experience as a full-time paramedic currently employed in a 911 response department. If a new employee is credited with previous work experience upon hiring, the amount of work experience will be equivalent across both the salary schedule and the vacation accrual schedule. A newly hired employee shall not be credited with more than sixty (60) months of previous work experience. A newly hired employee will receive no credited work experience as it applies to work rights, or placed on the pay scale in a position above the employee with the highest longevity, whichever is less. For example, if an employee is hired with 36 months of credited work experience, the employee would be placed on the 36 month step of the pay scale and the 24 month step of the vacation accrual schedule. The employee would then move up to the next step of the vacation accrual schedule after 12 months of employment and the 60 month step of the pay scale after 24 months of employment.
WAGE PLAN. Appendix "C" attached hereto and the step increase procedures as outlined in 14.2. below shall continue for the term of this Agreement. The step increase procedure as outlined in 14.2. shall be in effect for the duration of this contract for movement from one step to another. Appendix "C" further identified by effective date shall describe the hourly rates for each range and step. Both parties shall have the option to reopen wages in 2016.
WAGE PLAN. Appendix "C" attached hereto displays the starting base rate of pay for position covered under this agreement from January 1, 2012 through March 31, 2014. Effective April 1, 2014, there shall be an across the board (A.T.B.), general wage increase of 1.3%. These adjustments are reflected in Appendix “D”. Effective 2015, the Union may reopen this Agreement for the sole purpose of negotiation of hourly rates of pay, for the period to be effective no earlier than April 1st of each year (i.e. 2015, 2016). If the Union desires to so reopen this Agreement, it shall notify the Employer, in writing, at least sixty (60) days prior to April 1st of each year. For 2015, the Union must provide notice no later than fifteen (15) days after execution of the contract. Upon receipt of such written notice by the employer, negotiations will commence without undue delay.
WAGE PLAN. The basic wage plan for all employees shall be shown in Appendix A. The Union has the ability to reopen wages for 2018. In the event that the Union reopens wages, the City can reopen one other topic for 2018. To the extent that the City chooses to reopen the issue of health insurance, the subject of health insurance contributions cannot be included in the reopener. Parties shall provide notice of their intent to reopen topics in 2018 on or before October 15, 2017.
