WAGES AND COMPENSATION Section 1:. A. The County and the Union recognize and agree that the wage and pay plan provided in Appendix A shall constitute the official pay plan governing all persons employed in classifications included in this bargaining unit. Effective within thirty (30) calendar days after approval by the Board of Broward County Commissioners, any current bargaining unit employee who is not on step will be adjusted upward to the nearest step within range. Step movements are not automatic, and any step/increases advances shall not be made unless specifically negotiated by the parties. B. Fiscal Year 2021/2022: 1. Effective October 1, 2021, all pay range minimum and maximum rates of pay will be adjusted upward three percent (3%) as reflected in Appendix "A" This pay range adjustment does not adjust any individual employee’s salary, unless the individual employee’s salary is below the new minimum rate of the pay range, wherein the employee’s salary will be brought to the new minimum. 2. For Fiscal Year 2021/2022, effective on the first full pay period in October of 2021 (October 3, 2021), eligible bargaining unit employees, who (a) on their most recent annual performance review or other performance-based evaluation program received a rating of “Meets Overall Expectations” or higher; (b) are employed by the County as of October 2, 2021; and (c) are in a Bargaining Unit position as of the date of County Commission approval of this Agreement will receive a two (2) step increase within range, in accordance with the Pay Plan for Fiscal Year 2021/2022 contained in Appendix A of this Article. 3. Eligible employees whose base hourly rate is at or above the maximum rate of their pay range as of October 3, 2021, will not be eligible for a base hourly adjustment as provided in Section B.2. above. Those employees will receive a one- time, gross lump sum amount equal to four percent (4.0%) of the employee’s base annual salary. 4. All current employees who on their most recent annual performance evaluation received a rating of “Does Not Meet Overall Expectations” will not be eligible to receive the annually determined step increase at this time. However, in accordance with County Policy, such employees should be placed on a formal Performance Improvement Plan with a time duration of ninety (90) days and receive a “Special Performance Evaluation”. At the conclusion of the Performance Improvement Plan time frame, those employees with a performance rating that at least “Meets Overall Expectations” will receive the step increase stated in Section B.2., prospectively. 5. Notwithstanding the above, in the event that the County agrees to a non- concessionary across the board, salary/wage increase greater than six percent (6%) combined over Fiscal Years 2021/2022 and 2022/2023 with the Blue Collar bargaining unit, White Collar bargaining unit, Government Supervisors Association-Professional, Government Supervisors Association-Supervisory bargaining units, Port Everglades Supervisory and Non-Supervisory Units, and/or the unrepresented employees, either party may request in writing its desire to meet to explore alternatives to the agreed upon salary/wage provisions of this Article. Any such request is an informal request that does not trigger the opening of the parties’ Collective Bargaining Agreement or the impasse provisions of Chapter 447, Florida Statutes. Further, the request must be received within thirty (30) days of County approval of such salary decrease/increase. C. Fiscal Year 2022/2023: 1. For Fiscal Year 2022/2023, effective on the first full pay period in October of 2022 (October 2, 2022), eligible bargaining unit employees, who (a) on their most recent annual performance review or other performance-based evaluation program received a rating of “Meets Overall Expectations” or higher; (b) are employed by the County as of October 1, 2022; will receive a one (1) step increase within range, in accordance with the Pay Plan contained in Appendix A of this Article. 2. Eligible employees whose base hourly rate is at or above the maximum rate of their pay range as of October 1, 2022, will not be eligible for a base hourly adjustment as provided in Section B.2. above. Those employees will receive a one-time, gross lump sum amount equal to two percent (2.0%) of the employee’s base annual salary. 3. All current employees who on their most recent annual performance evaluation received a rating of “Does Not Meet Overall Expectations” will not be eligible to receive the annually determined step increase at this time. However, in accordance with County Policy, such employees should be placed on a formal Performance Improvement Plan with a time duration of ninety (90) days and receive a “Special Performance Evaluation”. At the conclusion of the Performance Improvement Plan time frame, those employees with a performance rating that at least “Meets Overall Expectations” will receive the step increase stated in Section B.2., prospectively. 4. Notwithstanding the above, in the event that the County agrees to a non- concessionary across the board, salary/wage increase greater than six percent (6%) combined over Fiscal Years 2021/2022 and 2022/2023 with the Blue Collar bargaining unit, White Collar bargaining unit, Government Supervisors Association-Professional, Government Supervisors Association-Supervisory bargaining units, Port Everglades Supervisory and Non-Supervisory Units, and/or the unrepresented employees, either party may request in writing its desire to meet to explore alternatives to the agreed upon salary/wage provisions of this Article. Any such request is an informal request that does not trigger the opening of the parties’ Collective Bargaining Agreement or the impasse provisions of Chapter 447, Florida Statutes. Further, the request must be received within thirty (30) days of County approval of such salary decrease/increase. D. Fiscal Year 2023/2024: 1. For Fiscal Year 2023/2024, either party, upon written request, can reopen Article 28, Wages and Compensation and two (2) Articles each. Thereafter, this Agreement shall remain in effect, except for any provisions which specifically expire or are date specific, until a successor agreement is approved by the Board of Broward County Commissioners. E. When a bargaining unit employee is promoted to a position assigned to a higher grade, his/her wage rate shall be adjusted to the minimum pay step in the higher grade or 2 steps whichever is greater. If the employee's current pay step exceeds the minimum pay step in the higher grade, the employee's wage rate shall be increased by two (2) steps provided it does not exceed the maximum of the new grade. The employee shall then be eligible for step increases as provided in this Article. F. When a bargaining unit employee is demoted to a position assigned to with a lower grade, his/her pay step shall be decreased by three (3) pay steps provided that the decrease is not below the minimum of the new grade. If the adjustment would place the employee's pay step below the minimum step for the lower grade, the employee will assume the first step in the lower grade. G. Newly hired employees or employees coming into the bargaining unit from another County position will be placed on the nearest applicable step as determined by the County. A. The County agrees to provide certification differential pay to eligible employees in the PE Auto Mechanic I job classification, who provide documentation of successful completion of an Automotive Service Excellence (ASE) Certification Test sponsored by the National Institute for Automotive Service Excellence or the National Association of Emergency Vehicle Technicians (NAEVT). Eligible employees will receive an annual two hundred ($200) dollar pay differential for each qualifying current (ASE) certification or NAEVT certification to be reflected in their annual hourly rate pro- rated for the remainder of the fiscal year. Such increase will be effective upon receipt and confirmation of documentation of certification by the appropriate Division Director or designee. B. Eligibility for certification differential pay shall be based upon the job relatedness of the specific certification to the individual employee's current job assignments as determined by the Division Director. The number of ASE certifications for which an employee may receive certification differential pay will be limited to a total of nineteen (19) from the following ASE and NAEVT areas of competence: 1. Engine Performance 2. Heating and Air Conditioning 3. Electrical Systems 4. Brakes 5. Suspension and Steering 6. Manual Drive train and Axle
Appears in 1 contract
Samples: Collective Bargaining Agreement
WAGES AND COMPENSATION
Section 1:. A. The County and the Union recognize and agree that the wage and pay plan provided in Appendix A shall constitute the official pay plan governing all persons employed in classifications included in this bargaining unit. Effective within thirty (30) calendar days after approval by the Board of Broward County Commissioners, any current bargaining unit employee who is not on step will be adjusted upward to the nearest step within range. Step movements are not automatic, automatic and any step/increases advances shall not be made unless specifically negotiated by the parties.
B. Fiscal Year 2021/20222017/2018:
1. Effective October 1, 2021, all pay range minimum and maximum rates of pay will be adjusted upward three percent (3%) as reflected in Appendix "A" This pay range adjustment does not adjust any individual employee’s salary, unless the individual employee’s salary is below the new minimum rate of the pay range, wherein the employee’s salary will be brought to the new minimum.
2. For Fiscal Year 2021/20222017/2018, effective on the first full pay period in October of 2021 2017 (October 38, 20212017), eligible bargaining unit employees, who (a) on their most recent annual performance review or other performance-based evaluation program received a rating of “Meets Overall Expectations” or higher; (b) are employed by the County as of October 2, 2021; and (c) are in a Bargaining Unit position as of the date of County Commission approval of this Agreement higher will receive a two one (21) step increase within range, in accordance with the Pay Plan for Fiscal Year 2021/2022 contained in Appendix A of this Article.
32. Eligible employees whose base hourly rate is at or above the maximum rate of their pay range as of October 37, 20212017, will not be eligible for a base hourly adjustment as provided in Section B.2A.1. above. Those employees will receive a one- one-time, gross lump sum amount equal to four three percent (4.03.0%) of the employee’s base annual salary.
43. All current Bargaining unit employees who on their most recent annual performance evaluation received receive a rating of “Does Not Meet Overall Expectations” will not be eligible to receive the annually determined step increase at this that time. However, in accordance with County Policypolicy, such employees should be placed on a formal Performance Improvement Plan 12 with a time duration of ninety (90) calendar days and receive a “Special Performance Evaluation”. .” At the conclusion of the Performance Improvement Plan time frametimeframe, those employees with a performance rating that at least “Meets Overall Expectations” on a special performance evaluation will receive the annually determined step increase stated in Section B.2.increase, prospectively.
54. Notwithstanding the above, in the event that the County agrees to a non- concessionary across the board, salary/wage increase greater than six five percent (65%) combined over Fiscal Years 2021/2022 2017/2018 and 2022/2023 2018/2019 with the Blue Collar bargaining unit, White Collar bargaining unit, Government Supervisors Association-Professional, Government Supervisors Association-Supervisory bargaining units, Port Everglades Supervisory and Non-Supervisory units, and/or the unrepresented employees, either party may request in writing its desire to meet to explore alternatives to the agreed upon salary/wage provisions of this Article. Any such request is an informal request that does not trigger the opening of the parties’ Collective Bargaining Agreement or the impasse provisions of Chapter 447, Florida Statutes. Further, the request must be received within thirty (30) days of County approval of such salary decrease/increase.
5. For Fiscal Year 2017/2018, effective on the first full pay period in April of 2018 (April 8, 2018), eligible bargaining unit employees who on their most recent annual performance review or other performance-based evaluation program received a rating of “Meets Overall Expectations” or higher will receive a one (1) step increase within range. For all eligible bargaining unit employees, who have five (5) or more years of continuous service experience in their current County job classifications as of April 7, 2018, and who are below the 25th percentile of their pay grade, shall have their salary adjusted upward to the step closest to the 25th percentile of their pay grade without going over, or the one (1) step increase provided herein.
6. The parties agree that it is the County’s intent to develop a process to collect data for the purpose of creating a skills inventory for all bargaining unit employees. This process will include data on the employee’s education, certificates/licenses and critical/unique skills. The Union agrees to support the data collection process which may include obtaining information from employees.
C. Fiscal Year 2018/2019:
1. For Fiscal Year 2018/2019, effective the first full pay period in October of 2018 (October 7, 2018), eligible bargaining unit employees, who on their most recent annual performance review or other performance-based evaluation program received a rating of “Meets Overall Expectations” or higher will receive a one (1) step increase within range.
2. Eligible employees whose base hourly rate is at or above the maximum rate of their pay range as of October 6, 2018, will not be eligible for a base hourly adjustment as provided in Section B.1. above. Those employees will receive a one-time, gross lump sum amount equal to two percent (2.0%) of the employee’s base annual salary.
3. Bargaining unit employees who on their annual performance evaluation receive a “Does Not Meet Overall Expectations” or higher will not be eligible to receive the annually determined step increase at that time. However, in accordance with County policy, such employees should be placed on a formal Performance Improvement Plan with a time duration of ninety (90) calendar days and receive a “Special Performance Evaluation.” At the conclusion of the Performance Improvement Plan timeframe, those employees with a performance rating that at least “Meets Overall Expectations” on a special performance evaluation will receive the annually determined step increase, prospectively.
4. Notwithstanding the above, in the event that the County agrees to a non- concessionary across the board, salary/wage increase greater than five percent (5%) combined over Fiscal Years 2017/2018 and 2018/2019 with the Blue Collar bargaining unit, White Collar bargaining unit, Government Supervisors Association-Professional, Government Supervisors Association-Supervisory bargaining units, Port Everglades Supervisory and Non-Supervisory Units, and/or the unrepresented employees, either party may request in writing its desire to meet to explore alternatives to the agreed upon salary/wage provisions of this Article. Any such request is an informal request that does not trigger the opening of the parties’ Collective Bargaining Agreement or the impasse provisions of Chapter 447, Florida Statutes. Further, the request must be received within thirty (30) days of County approval of such salary decrease/increase.
C. Fiscal Year 2022/2023:
15. For Fiscal Year 2022/20232018/2019, effective on the first full pay period in October April of 2022 2019 (October 2April 7, 20222019), eligible bargaining unit employees, employees who have three (a3) on or more years of continuous service experience in their most recent annual performance review or other performance-based evaluation program received a rating of “Meets Overall Expectations” or higher; (b) are employed by the current County job classifications as of October 1April 6, 2022; will receive a one (1) step increase within range2019, in accordance with and who are below the Pay Plan contained in Appendix A of this Article.
2. Eligible employees whose base hourly rate is at or above the maximum rate 25th percentile of their pay range as of October 1grade, 2022, will not be eligible for a base hourly adjustment as provided in Section B.2. above. Those employees will receive a one-time, gross lump sum amount equal shall have their salary adjusted upward to two percent (2.0%) of the employee’s base annual salary.
3. All current employees who on their most recent annual performance evaluation received a rating of “Does Not Meet Overall Expectations” will not be eligible to receive the annually determined step increase at this time. However, in accordance with County Policy, such employees should be placed on a formal Performance Improvement Plan with a time duration of ninety (90) days and receive a “Special Performance Evaluation”. At the conclusion of the Performance Improvement Plan time frame, those employees with a performance rating that at least “Meets Overall Expectations” will receive the step increase stated in Section B.2., prospectively.
4. Notwithstanding the above, in the event that the County agrees to a non- concessionary across the board, salary/wage increase greater than six percent (6%) combined over Fiscal Years 2021/2022 and 2022/2023 with the Blue Collar bargaining unit, White Collar bargaining unit, Government Supervisors Association-Professional, Government Supervisors Association-Supervisory bargaining units, Port Everglades Supervisory and Non-Supervisory Units, and/or the unrepresented employees, either party may request in writing its desire to meet to explore alternatives closest to the agreed upon salary/wage provisions 25th percentile of this Article. Any such request is an informal request that does not trigger the opening of the parties’ Collective Bargaining Agreement or the impasse provisions of Chapter 447, Florida Statutes. Further, the request must be received within thirty (30) days of County approval of such salary decrease/increasetheir pay grade without going over.
D. Fiscal Year 2023/20242019/2020:
1. For Fiscal Year 2023/20242019/2020, either party, upon written request, can reopen Article 28, Wages and Compensation and two three (23) Articles each. Thereafter, this Agreement shall remain in effect, except for any provisions which specifically expire or are date specific, until a successor agreement is approved by the Board of Broward County Commissioners.
E. When a bargaining unit employee is promoted to a position assigned to a higher grade, his/her wage rate shall be adjusted to the minimum pay step in the higher grade or 2 steps whichever is greater. If the employee's current pay step exceeds the minimum pay step in the higher grade, the employee's wage rate shall be increased by two (2) steps provided it does not exceed the maximum of the new grade. The employee shall then be eligible for step increases as provided in this Article.
F. When a bargaining unit employee is demoted to a position assigned to with a lower grade, his/her pay step shall be decreased by three (3) pay steps provided that the decrease is not below the minimum of the new grade. If the adjustment would place the employee's pay step below the minimum step for the lower grade, the employee will assume the first step in the lower grade.
G. Newly hired employees or employees coming into the bargaining unit from another County position will be placed on the nearest applicable step as determined by the County.
A. The County agrees to provide certification differential pay to eligible employees in the PE Auto Mechanic I job classification, who provide documentation of successful completion of an Automotive Service Excellence (ASE) Certification Test sponsored by the National Institute for Automotive Service Excellence or the National Association of Emergency Vehicle Technicians (NAEVT). Eligible employees will receive an annual two hundred ($200) dollar pay differential for each qualifying current (ASE) certification or NAEVT certification to be reflected in their annual hourly rate pro- rated for the remainder of the fiscal year. Such increase will be effective upon receipt and confirmation of documentation of certification by the appropriate Division Director or designee.
B. Eligibility for certification differential pay shall be based upon the job relatedness of the specific certification to the individual employee's current job assignments as determined by the Division Director. The number of ASE certifications for which an employee may receive certification differential pay will be limited to a total of nineteen (19) from the following ASE and NAEVT areas of competence:
1. Engine Performance
2. Heating and Air Conditioning
3. Electrical Systems
4. Brakes
5. Suspension and Steering 6. Manual Drive train and Axle
Appears in 1 contract
Samples: Collective Bargaining Agreement
WAGES AND COMPENSATION
Section 1:. A. The County and the Union recognize and agree that the wage and pay plan provided in Appendix A shall constitute the official pay plan governing all persons employed in classifications included in this bargaining unit. Effective within thirty (30) calendar days after approval by the Board of Broward County Commissioners, any current bargaining unit employee who is not on step will be adjusted upward to the nearest step within range. Step movements are not automatic, automatic and any step/increases advances shall not be made unless specifically negotiated by the parties.
B. For Fiscal Years 2012/2013 and Fiscal Year 2021/2022:
1. Effective October 1, 2021, all pay range minimum and maximum rates of pay will be adjusted upward three percent (3%) as reflected in Appendix "A" This pay range adjustment does not adjust any individual employee’s salary, unless the individual employee’s salary is below the new minimum rate of the pay range, wherein the employee’s salary will be brought to the new minimum.
2. For Fiscal Year 2021/20222013/2014, effective on within thirty (30) calendar days after approval by the first full pay period Board of Broward County Commissioners, employees employed in October of 2021 (October 3, 2021), eligible a bargaining unit employees, who (a) on their most recent annual performance review or other performance-based evaluation program received a rating position at the time of “Meets Overall Expectations” or higher; (b) are employed by the County as of October 2, 2021; and (c) are in a Bargaining Unit position as of the date of County Commission approval of this Agreement will receive a two (2) step increase within rangeAgreement, in accordance with the Pay Plan for Fiscal Year 2021/2022 contained in Appendix A of this Article.
3. Eligible employees whose base hourly rate is at or above the maximum rate of their pay range as of October 3, 2021, will not be eligible for a base hourly adjustment as provided in Section B.2. above. Those employees will receive a one- time, gross lump sum amount equal to four percent (4.0%) of the employee’s base annual salary.
4. All current employees and who on their most recent annual performance evaluation received a rating of “Does Not Meet Overall Expectations” will not be eligible to receive the annually determined step increase at this time. However, in accordance with County Policy, such employees should be placed on a formal Performance Improvement Plan with a time duration of ninety (90) days and receive a “Special Performance Evaluation”. At the conclusion of the Performance Improvement Plan time frame, those employees with a performance rating that at least “Meets Overall Expectations” will receive the step increase stated in Section B.2., prospectively.
5. Notwithstanding the above, in the event that the County agrees to a non- concessionary across the board, salary/wage increase greater than six percent (6%) combined over Fiscal Years 2021/2022 and 2022/2023 with the Blue Collar bargaining unit, White Collar bargaining unit, Government Supervisors Association-Professional, Government Supervisors Association-Supervisory bargaining units, Port Everglades Supervisory and Non-Supervisory Units, and/or the unrepresented employees, either party may request in writing its desire to meet to explore alternatives to the agreed upon salary/wage provisions of this Article. Any such request is an informal request that does not trigger the opening of the parties’ Collective Bargaining Agreement or the impasse provisions of Chapter 447, Florida Statutes. Further, the request must be received within thirty (30) days of County approval of such salary decrease/increase.
C. Fiscal Year 2022/2023:
1. For Fiscal Year 2022/2023, effective on the first full pay period in October of 2022 (October 2, 2022), eligible bargaining unit employees, who (a) on their most recent annual performance review or other performance-based evaluation program received a rating of “Meets Overall Expectationsoverall expectations” or higher; (b) are employed by the County as of October 1greater, 2022; will receive a one (1) step increase within range, in accordance with the Pay Plan contained in Appendix A of this Article.
2. Eligible employees whose base hourly rate is at or above the maximum rate of their pay range as of October 1, 2022, will not be eligible for a base hourly adjustment as provided in Section B.2. above. Those current bargaining unit employees will recently hired and have yet to receive their annual performance review, shall also receive a one-time, gross lump sum amount equal to two percent
(2.0%1) of the employee’s base annual salarystep increase within range.
3. All current C. For Fiscal Year 2014/2015, effective the first full pay period in April 2015 (April 12, 2015), employees employed in a bargaining unit position as of April 11, 2015, and who on their most recent annual performance evaluation as of that date received a rating of “Does Not Meet Overall ExpectationsMeets overall expectations” or greater, will not be eligible to receive the annually determined a one (1) step increase at this time. However, in accordance with County Policy, such employees should be placed on a formal Performance Improvement Plan with a time duration of ninety (90) days and receive a “Special Performance Evaluation”. At the conclusion of the Performance Improvement Plan time frame, those employees with a performance rating that at least “Meets Overall Expectations” will receive the step increase stated in Section B.2., prospectively.
4. Notwithstanding the above, in the event that the County agrees to a non- concessionary across the board, salary/wage increase greater than six percent (6%) combined over Fiscal Years 2021/2022 and 2022/2023 with the Blue Collar bargaining unit, White Collar bargaining unit, Government Supervisors Association-Professional, Government Supervisors Association-Supervisory bargaining units, Port Everglades Supervisory and Non-Supervisory Units, and/or the unrepresented employees, either party may request in writing its desire to meet to explore alternatives to the agreed upon salary/wage provisions of this Article. Any such request is an informal request that does not trigger the opening of the parties’ Collective Bargaining Agreement or the impasse provisions of Chapter 447, Florida Statutes. Further, the request must be received within thirty (30) days of County approval of such salary decrease/increaserange.
D. Fiscal Year 2023/2024:
1. For Fiscal Year 2023/20242015/2016, either partyeffective the first full pay period in October 2015 (October 11, 2015), employees employed in a bargaining unit position as of October 10, 2015, and who on their most recent annual performance evaluation as of that date received a “Meets overall expectations” or greater, will receive a one (1) step increase within range.
E. For Fiscal Year 2016/2017, the parties, upon written requestrequest by July 1, 2016 can reopen Article 2812, Wages and Compensation for the applicable fiscal year and two up to three (23) additional Articles eachfor each party. Thereafter, this Agreement shall remain in effect, except for any provisions which specifically expire or are date specific, until a successor agreement is approved by the Board of Broward County Commissioners.
E. F. Bargaining unit employees who on their annual performance evaluation receive a “Does not meet overall expectations” will not be eligible to receive the annually determined step increase at that time. However, in accordance with County policy, such employees should be placed on a formal Performance Improvement Plan with a time duration of ninety (90) calendar days and receive a “Special Performance Evaluation.” At the conclusion of the Performance Improvement Plan timeframe, those employees with a performance rating that at least “Meets overall expectations” on a special performance evaluation will receive the annually determined step increase prospectively.
G. When a bargaining unit employee is promoted to a position assigned to a higher grade, his/her wage rate shall be adjusted to the minimum pay step in the higher grade or 2 steps whichever is greater. If the employee's current pay step exceeds the minimum pay step in the higher grade, the employee's wage rate shall be increased by two (2) steps provided it does not exceed the maximum of the new grade. The employee shall then be eligible for step increases as provided in this Article.
F. H. When a bargaining unit employee is demoted to a position assigned to with a lower grade, his/her pay step shall be decreased by three (3) pay steps provided that the decrease is not below the minimum of the new grade. If the adjustment would place the employee's pay step below the minimum step for the lower grade, the employee will assume the first step in the lower grade.
G. I. Newly hired employees or employees coming into the bargaining unit from another County position will be placed on the nearest applicable step as determined by the Countystep.
A. The County agrees to provide certification differential pay to eligible employees in the PE Auto Mechanic I job classification, who provide documentation of successful completion of an Automotive Service Excellence (ASE) Certification Test sponsored by the National Institute for Automotive Service Excellence or the National Association of Emergency Vehicle Technicians (NAEVT). Eligible employees will receive an annual two hundred ($200) dollar pay differential for each qualifying current (ASE) certification or NAEVT certification to be reflected in their annual hourly rate pro- rated for the remainder of the fiscal year. Such increase will be effective upon receipt and confirmation of documentation of certification by the appropriate Division Director or designee.
B. Eligibility for certification differential pay shall be based upon the job relatedness of the specific certification to the individual employee's current job assignments as determined by the Division Director. The number of ASE certifications for which an employee may receive certification differential pay will be limited to a total of nineteen (19) from the following ASE and NAEVT areas of competence:
1. Engine Performance
2. Heating and Air Conditioning
3. Electrical Systems
4. Brakes
5. Suspension and Steering 6. Manual Drive train and Axle
Appears in 1 contract
Samples: Collective Bargaining Agreement
WAGES AND COMPENSATION
Section 1:. A. The County and the Union recognize and agree that the wage and pay plan provided in Appendix A shall constitute the official pay plan governing all persons employed in classifications included in this bargaining unit. Effective within thirty (30) calendar days after approval by the Board of Broward County Commissioners, any current bargaining unit employee who is not on step will be adjusted upward to the nearest step within range. Step movements are not automatic, automatic and any step/increases advances shall not be made unless specifically negotiated by the parties.
B. For Fiscal Years 2012/2013 and Fiscal Year 2021/2022:
1. Effective October 1, 2021, all pay range minimum and maximum rates of pay will be adjusted upward three percent (3%) as reflected in Appendix "A" This pay range adjustment does not adjust any individual employee’s salary, unless the individual employee’s salary is below the new minimum rate of the pay range, wherein the employee’s salary will be brought to the new minimum.
2. For Fiscal Year 2021/20222013/2014, effective on within thirty (30) calendar days after approval by the first full pay period Board of Broward County Commissioners, employees employed in October of 2021 (October 3, 2021), eligible a bargaining unit employees, who (a) on their most recent annual performance review or other performance-based evaluation program received a rating position at the time of “Meets Overall Expectations” or higher; (b) are employed by the County as of October 2, 2021; and (c) are in a Bargaining Unit position as of the date of County Commission approval of this Agreement will receive a two (2) step increase within rangeAgreement, in accordance with the Pay Plan for Fiscal Year 2021/2022 contained in Appendix A of this Article.
3. Eligible employees whose base hourly rate is at or above the maximum rate of their pay range as of October 3, 2021, will not be eligible for a base hourly adjustment as provided in Section B.2. above. Those employees will receive a one- time, gross lump sum amount equal to four percent (4.0%) of the employee’s base annual salary.
4. All current employees and who on their most recent annual performance evaluation received a rating of “Does Not Meet Overall Expectations” will not be eligible to receive the annually determined step increase at this time. However, in accordance with County Policy, such employees should be placed on a formal Performance Improvement Plan with a time duration of ninety (90) days and receive a “Special Performance Evaluation”. At the conclusion of the Performance Improvement Plan time frame, those employees with a performance rating that at least “Meets Overall Expectations” will receive the step increase stated in Section B.2., prospectively.
5. Notwithstanding the above, in the event that the County agrees to a non- concessionary across the board, salary/wage increase greater than six percent (6%) combined over Fiscal Years 2021/2022 and 2022/2023 with the Blue Collar bargaining unit, White Collar bargaining unit, Government Supervisors Association-Professional, Government Supervisors Association-Supervisory bargaining units, Port Everglades Supervisory and Non-Supervisory Units, and/or the unrepresented employees, either party may request in writing its desire to meet to explore alternatives to the agreed upon salary/wage provisions of this Article. Any such request is an informal request that does not trigger the opening of the parties’ Collective Bargaining Agreement or the impasse provisions of Chapter 447, Florida Statutes. Further, the request must be received within thirty (30) days of County approval of such salary decrease/increase.
C. Fiscal Year 2022/2023:
1. For Fiscal Year 2022/2023, effective on the first full pay period in October of 2022 (October 2, 2022), eligible bargaining unit employees, who (a) on their most recent annual performance review or other performance-based evaluation program received a rating of “Meets Overall Expectationsoverall expectations” or higher; (b) are employed by the County as of October 1greater, 2022; will receive a one (1) step increase within range. Those current bargaining unit employees recently hired and have yet to receive their annual performance review, in accordance with the Pay Plan contained in Appendix A of this Articleshall also receive a one (1) step increase within range.
2. Eligible C. For Fiscal Year 2014/2015, effective the first full pay period in April 2015 (April 12, 2015), employees whose base hourly rate is at or above the maximum rate of their pay range employed in a bargaining unit position as of October 1April 11, 20222015, will not be eligible for a base hourly adjustment as provided in Section B.2. above. Those employees will receive a one-time, gross lump sum amount equal to two percent (2.0%) of the employee’s base annual salary.
3. All current employees and who on their most recent annual performance evaluation as of that date received a rating of “Does Not Meet Overall Expectations” will not be eligible to receive the annually determined step increase at this time. However, in accordance with County Policy, such employees should be placed on a formal Performance Improvement Plan with a time duration of ninety (90) days and receive a “Special Performance Evaluation”. At the conclusion of the Performance Improvement Plan time frame, those employees with a performance rating that at least “Meets Overall Expectations” or greater, will receive the a one (1) step increase stated in Section B.2., prospectively.
4. Notwithstanding the above, in the event that the County agrees to a non- concessionary across the board, salary/wage increase greater than six percent (6%) combined over Fiscal Years 2021/2022 and 2022/2023 with the Blue Collar bargaining unit, White Collar bargaining unit, Government Supervisors Association-Professional, Government Supervisors Association-Supervisory bargaining units, Port Everglades Supervisory and Non-Supervisory Units, and/or the unrepresented employees, either party may request in writing its desire to meet to explore alternatives to the agreed upon salary/wage provisions of this Article. Any such request is an informal request that does not trigger the opening of the parties’ Collective Bargaining Agreement or the impasse provisions of Chapter 447, Florida Statutes. Further, the request must be received within thirty (30) days of County approval of such salary decrease/increaserange.
D. For Fiscal Year 2023/2024:2015/2016, effective the first full pay period in October 2015 (October 11, 2015), employees employed in a bargaining unit position as of October 10, 2015, and who on their most recent annual performance evaluation as of that date received a “Meets Overall Expectations” or greater, will receive a one (1) step increase within range.
E. For Fiscal Year 2016/2017, effective October 1, 2016, the wage and pay plan provided in amended Appendix A shall constitute the official pay plan governing all persons employed in classifications included in this bargaining unit. Prior to implementing the step movement in the next paragraph, any current bargaining unit employee who is not on step in the new step plan will be adjusted upward to the nearest step within range. Step movements are not automatic and any step/increases advances shall not be made unless specifically negotiated by the parties. For Fiscal Year 2023/20242016/2017, either partyeffective the first full pay period in October 2016 (October 9, upon written request2016), can reopen Article 28employees employed in a bargaining unit position as of October 8, Wages 2016, and Compensation and two the date of Commission approval of this Agreement, who on their most recent annual performance evaluation as of that date received a “Meets overall expectations” or greater, will receive a one (21) Articles each. Thereafter, this Agreement shall remain in effect, except for any provisions which specifically expire or are date specific, until a successor agreement is approved by the Board of Broward County Commissionersstep increase within range.
E. F. For Fiscal Year 2016/2017, effective the first full pay period in October 2016 (October 9, 2016), employees at or above the top of their pay range and employed in a bargaining unit position as of October 8, 2016, and the date of Commission approval of this Agreement, who on their most recent annual performance evaluation as of that date received a “Meets overall expectations” or greater, will receive a one-time three percent (3%) wage increase to base.
G. When a bargaining unit employee is promoted to a position assigned to a higher grade, his/her wage rate shall be adjusted to the minimum pay step in the higher grade or 2 steps whichever is greater. If the employee's current pay step exceeds the minimum pay step in the higher grade, the employee's wage rate shall be increased by two (2) steps provided it does not exceed the maximum of the new grade. The employee shall then be eligible for step increases as provided in this Article.
F. H. When a bargaining unit employee is demoted to a position assigned to with a lower grade, his/her pay step shall be decreased by three (3) pay steps provided that the decrease is not below the minimum of the new grade. If the adjustment would place the employee's pay step below the minimum step for the lower grade, the employee will assume the first step in the lower grade.
G. I. Newly hired employees or employees coming into the bargaining unit from another County position will be placed on the nearest applicable step as determined by the County.
A. The County agrees to provide certification differential pay to eligible employees in the PE Auto Mechanic I job classification, who provide documentation of successful completion of an Automotive Service Excellence (ASE) Certification Test sponsored by the National Institute for Automotive Service Excellence or the National Association of Emergency Vehicle Technicians (NAEVT). Eligible employees will receive an annual two hundred ($200) dollar pay differential for each qualifying current (ASE) certification or NAEVT certification to be reflected in their annual hourly rate pro- rated for the remainder of the fiscal year. Such increase will be effective upon receipt and confirmation of documentation of certification by the appropriate Division Director or designee.
B. Eligibility for certification differential pay shall be based upon the job relatedness of the specific certification to the individual employee's current job assignments as determined by the Division Director. The number of ASE certifications for which an employee may receive certification differential pay will be limited to a total of nineteen (19) from the following ASE and NAEVT areas of competence:
1. Engine Performance
2. Heating and Air Conditioning
3. Electrical Systems
4. Brakes
5. Suspension and Steering 6. Manual Drive train and Axle
Appears in 1 contract
Samples: Collective Bargaining Agreement
