WAGES AND COMPENSATION. Section 20.1 Effective April 6, 2020, all full-time bargaining unit members shall receive wages as set forth in the wage scale attached hereto as Appendix A. Section 20.2 Employees employed on the effective date of this Agreement shall be placed in the step of their assigned pay range to which they are entitled by their length of service. Employees promoted to a higher position that has a higher range in pay shall be assigned to the entry level rate, except when an employee’s existing rate of pay exceeds the entry level rate, in which case an employee would maintain his rate of pay for the duration of the probationary period, or until such time as he attains the necessary service credit to advance a step, and shall then be advanced to the step which grants the employee an increase in pay. Promoted employees shall advance through the steps in the pay period that includes their anniversary date of entry into the classification. New hire employees who enter the bargaining unit after the effective date of this Agreement shall begin at the entry level rate of the classification hired into, and shall be advanced annually in the pay period which includes their anniversary date of hire, until the top step is reached. The parties agree and understand that an employee with prior relevant job experience and/or education may be hired into the step two or three rate at the sole discretion of the Employer. Section 20.3 Employees shall be eligible to earn longevity payments for their service time with the Sugarcreek Township Police Department payable in December of each year. Longevity shall be paid to those employees who have the completed years of service by December 1st of each year. Employees who separate from service before December 1st shall not be entitled to any portion of the longevity payment. The amounts shall increase when the employee reaches the completed new years of service indicated, according to the following schedule. Eight to eleven (8-11) years of service: $350 Twelve to fifteen (12-15) years of service: $500 Sixteen to twenty (16-20) years of service: $750 Twenty-one or more (21+) years of service: $1000 The amount of the adjustment will be calculated into the employee’s base rate of pay each November. The gaining of longevity adjustments shall not be affected by promotion, demotion, or other changes in classification held by the employee. Section 20.4 All employees in the Bargaining Units will be paid a shift differential of thirty cents ($.30) per hour for all hours worked on any scheduled afternoon shift and for hours worked when an employee is held over or called in on afternoon shift. All employees in the Bargaining Units will be paid a shift differential of fifty cents ($.50) per hour for all hours worked on any scheduled night shift and for hours worked when an employee is held over or called in on night shift. Shift differential pay does not apply to court time or special duty assignments. Bargaining unit members will be compensated for shift differential as it applies to the shift for hours worked only on shifts with established shift differential. Members will be paid shift differential based on the established compensatory amount as described in this Section. For example, Officer “A” is assigned second shift with no shift differential. Officer “A” holds over into third shift. Officer “A” will receive the third shift differential for those hours that Officer “A” works in third shift. Section 20.5 An employee who is assigned by the Chief or his designee to be an officer in charge shall receive an additional one dollar ($1.00) per hour for all hours actually worked in that assignment. Section 20.6 Effective on the execution date for the 2017 agreement, an employee assigned as a Field Training Officer (FTO) shall receive an additional seventy-five (.75) cents per hour for all hours worked as an FTO. An employee working as an FTO shall be held to the standards set forth by the FTO Committee. (See attached Appendix C) The selection and/or removal of FTO assignments is at the sole discretion of the Chief and is not grievable.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
WAGES AND COMPENSATION. Section 20.1 Effective April 61, 2020, all full-time bargaining unit members shall receive wages a wage increase as set forth in the wage scale attached hereto as Appendix A.
Section 20.2 Employees employed on the effective date of this Agreement shall be placed in the step of their assigned pay range to which they are entitled by their length of service. Employees promoted to a higher position that has a higher range in pay shall be assigned to the entry level rate, except when an employee’s existing rate of pay exceeds the entry level rate, in which case an employee would maintain his rate of pay for the duration of the probationary period, or until such time as he attains the necessary service credit to advance a step, and shall then be advanced to the step which grants the employee an increase in pay. Promoted employees shall advance through the steps in the pay period that includes their anniversary date of entry into the classification. New hire employees who enter the bargaining unit after the effective date of this Agreement shall begin at the entry level rate of the classification hired into, and shall be advanced annually in the pay period which includes their anniversary date of hire, until the top step is reached. The parties agree and understand that an employee with prior relevant job experience and/or education may be hired into the step two or three rate at the sole discretion of the Employer.
Section 20.3 Employees shall be eligible to earn longevity payments for their service time with the Sugarcreek Township Police Department payable in December of each year. Longevity shall be paid to those employees who have the completed years of service by December 1st of each year. Employees who separate from service before December 1st shall not be entitled to any portion of the longevity payment. The amounts shall increase when the employee reaches the completed new years of service indicated, according to the following schedule. Eight (8) to eleven Eleven (8-11) years of service: $350 Twelve to fifteen (12-) to Fifteen (15) years of service: $500 Sixteen to twenty (16-) to Twenty (20) years of service: $750 Twenty-one or more (21+) or more years of service: $1000 The amount of the adjustment will be calculated into the employee’s base rate of pay each November. The gaining of longevity adjustments shall not be affected by promotion, demotion, or other changes in classification held by the employee.
Section 20.4 All employees in the Bargaining Units will be paid a shift differential of thirty cents ($.30) per hour for all hours worked on any scheduled afternoon shift and for hours worked when an employee is held over or called in on afternoon shift. All employees in the Bargaining Units will be paid a shift differential of fifty cents ($.50) per hour for all hours worked on any scheduled night shift and for hours worked when an employee is held over or called in on night shift. Shift differential pay does not apply to court time or special duty assignments. Bargaining unit members will be compensated for shift differential as it applies to the shift for hours worked only on shifts with established shift differential. Members will be paid shift differential based on the established compensatory amount as described in this Section. For example, Officer Sergeant “A” is assigned second shift shift, with no shift differential. Officer Sergeant “A” holds over into third shift. Officer Sergeant “A” will receive the third shift differential for those hours that Officer Sergeant “A” works in third shift.
Section 20.5 An employee who is assigned by the Chief or his designee to be an officer in charge shall receive an additional one dollar ($1.00) per hour for all hours actually worked in that assignment.
Section 20.6 Effective on the execution date for the 2017 agreement, an employee assigned as a Field Training Officer (FTO) shall receive an additional seventy-five (.75) cents per hour for all hours worked as an FTO. An employee working as an FTO shall be held to the standards set forth by the FTO Committee. (See attached Appendix C) The selection and/or removal of FTO assignments is at the sole discretion of the Chief and is not grievable.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
WAGES AND COMPENSATION. Section 20.1 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 April 6within thirty (30) calendar days after approval by the Board of Broward County Commissioners, 2020, all full-time any current bargaining unit members 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 2017/2018:
1. For Fiscal Year 2017/2018, effective the first full pay period in October of 2017 (October 8, 2017), 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 wages 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 set forth of October 7, 2017, will not be eligible for a base hourly adjustment as provided in Section A.1. above. Those employees will receive a one-time, gross lump sum amount equal to three percent (3.0%) of the employee’s base annual salary.
3. Bargaining unit employees who on their annual performance evaluation receive a “Does Not Meet Overall Expectations” 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 scale attached hereto as Appendix A.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.
Section 20.2 Employees employed 5. For Fiscal Year 2017/2018, effective on the effective date first full pay period in April of this Agreement shall be placed 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 step 25th percentile of their assigned pay range to which they are entitled by grade, shall have their length of service. Employees promoted to a higher position that has a higher range in pay shall be assigned to the entry level rate, except when an employee’s existing rate of pay exceeds the entry level rate, in which case an employee would maintain his rate of pay for the duration of the probationary period, or until such time as he attains the necessary service credit to advance a step, and shall then be advanced salary adjusted upward to the step which grants closest to the employee an 25th percentile of their pay grade without going over, or the one (1) step increase in pay. Promoted employees shall advance through the steps in the pay period that includes their anniversary date of entry into the classification. New hire employees who enter the bargaining unit after the effective date of this Agreement shall begin at the entry level rate of the classification hired into, and shall be advanced annually in the pay period which includes their anniversary date of hire, until the top step is reachedprovided 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 understand that an employee with prior relevant job experience and/or education critical/unique skills. The Union agrees to support the data collection process which may be hired into the step two or three rate at the sole discretion of the Employerinclude obtaining information from employees.
Section 20.3 Employees shall 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 earn longevity payments for their service time with the Sugarcreek Township Police Department payable in December two percent (2.0%) of each year. Longevity shall be paid to those employees who have the completed years of service by December 1st of each year. Employees who separate from service before December 1st shall not be entitled to any portion of the longevity payment. The amounts shall increase when the employee reaches the completed new years of service indicated, according to the following schedule. Eight to eleven (8-11) years of service: $350 Twelve to fifteen (12-15) years of service: $500 Sixteen to twenty (16-20) years of service: $750 Twenty-one or more (21+) years of service: $1000 The amount of the adjustment will be calculated into the employee’s base rate of pay each November. The gaining of longevity adjustments shall not be affected by promotion, demotion, or other changes in classification held by the employeeannual salary.
Section 20.4 All employees in the Bargaining Units will be paid a shift differential of thirty cents ($.30) per hour for all hours worked on any scheduled afternoon shift and for hours worked when an employee is held over or called in on afternoon shift. All employees in the Bargaining Units will be paid a shift differential of fifty cents ($.50) per hour for all hours worked on any scheduled night shift and for hours worked when an employee is held over or called in on night shift. Shift differential pay does not apply to court time or special duty assignments3. Bargaining unit members employees who on their annual performance evaluation receive a “Does Not Meet Overall Expectations” or higher will not be compensated for shift differential as it applies 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 shift for hours worked only on shifts with established shift differentialagreed upon salary/wage provisions of this Article. Members will 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 paid shift differential based received within thirty (30) days of County approval of such salary decrease/increase.
5. For Fiscal Year 2018/2019, effective on the established compensatory amount first full pay period in April of 2019 (April 7, 2019), eligible bargaining unit employees who have three (3) or more years of continuous service experience in their current County job classifications as described in this Sectionof April 6, 2019, 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.
D. Fiscal Year 2019/2020:
1. For exampleFiscal Year 2019/2020, Officer effective on the first full pay period in October of 2019 (October 6, 2019), eligible bargaining unit employees, who on their most recent annual performance review or other performance-based evaluation program received a rating of “AMeets Overall Expectations” or “Exceeds Overall Expectations” will receive a one (1) step increase within the salary range. Those current employees recently hired and who have yet to receive their annual performance review for their current position as of October 5, 2019, shall also receive the one (1) step increase within the salary range. To be eligible, employees must be employed in a Bargaining Unit position as of the effective date, and be employed by the County as of October 5, 2019.
2. Eligible employees whose base hourly rate is assigned second shift at or above the maximum rate of their pay range as of October 5, 2019, will not be eligible for a base hourly adjustment as provided in Section D.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. 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 no shift differentialCounty 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”. Officer At the conclusion of the Performance Improvement Plan time frame, those employees with a performance rating that at least “A” holds over into third shift. Officer “AMeets Overall Expectations” will receive the third shift differential for those hours that Officer “A” works in third shift.
Section 20.5 An annually determined step increase, prospectively. When a bargaining unit employee who is promoted to a position assigned by the Chief or his designee to be an officer in charge shall receive an additional one dollar ($1.00) per hour for all hours actually worked in that assignment.
Section 20.6 Effective on the execution date for the 2017 agreementa higher grade, an employee assigned as a Field Training Officer (FTO) shall receive an additional seventy-five (.75) cents per hour for all hours worked as an FTO. An employee working as an FTO his/her wage rate shall be held adjusted to the standards set forth 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 FTO Committee. (See attached Appendix C) The selection and/or removal of FTO assignments is at the sole discretion maximum of the Chief and is not grievablenew grade. The employee shall then be eligible for step increases as provided in this Article.
Appears in 1 contract
Samples: Collective Bargaining Agreement
WAGES AND COMPENSATION. Section 20.1 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 April 6within 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 2020/2021:
1. For Fiscal Year 2020/2021, effective on the first full pay period in October of 2020 (October 4, 2020), 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 “Exceeds Overall Expectations;” (b) are employed by the County as of October 3, 2020; and (c) are in a Bargaining Unit position as of the date of County Commission approval of this Agreement will receive a base hourly adjustment and remain in the same step in accordance with the Pay Plan for Fiscal Year 2020/2021 contained in Appendix A of this Article. There shall be no step movement for Fiscal Year 2020/2021.
2. Eligible employees whose base hourly rate is at or above the maximum rate of their pay range as of October 3, 2020, all full-time bargaining unit members shall receive wages as set forth in the wage scale attached hereto as Appendix A.
Section 20.2 Employees employed on the effective date of this Agreement shall be placed in the step of their assigned pay range to which they are entitled by their length of service. Employees promoted to a higher position that has a higher range in pay shall be assigned to the entry level rate, except when an employee’s existing rate of pay exceeds the entry level rate, in which case an employee would maintain his rate of pay for the duration of the probationary period, or until such time as he attains the necessary service credit to advance a step, and shall then be advanced to the step which grants the employee an increase in pay. Promoted employees shall advance through the steps in the pay period that includes their anniversary date of entry into the classification. New hire employees who enter the bargaining unit after the effective date of this Agreement shall begin at the entry level rate of the classification hired into, and shall be advanced annually in the pay period which includes their anniversary date of hire, until the top step is reached. The parties agree and understand that an employee with prior relevant job experience and/or education may be hired into the step two or three rate at the sole discretion of the Employer.
Section 20.3 Employees shall 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 earn longevity payments for their service time with the Sugarcreek Township Police Department payable in December three percent (3.0%) of each year. Longevity shall be paid to those employees who have the completed years of service by December 1st of each year. Employees who separate from service before December 1st shall not be entitled to any portion of the longevity payment. The amounts shall increase when the employee reaches the completed new years of service indicated, according to the following schedule. Eight to eleven (8-11) years of service: $350 Twelve to fifteen (12-15) years of service: $500 Sixteen to twenty (16-20) years of service: $750 Twenty-one or more (21+) years of service: $1000 The amount of the adjustment will be calculated into the employee’s base rate annual salary.
3. All current employees who on their most recent annual performance evaluation received a rating of pay each November. The gaining of longevity adjustments shall “Does Not Meet Overall Expectations” will not be affected by promotioneligible to receive the annually determined base hourly adjustment at this time. However, demotionin accordance with County Policy, or other changes in classification held by such employees should be placed on a formal Performance Improvement Plan with a time duration of ninety (90) days and receive a “Special Performance Evaluation”. At the employee.
Section 20.4 All conclusion of the Performance Improvement Plan time frame, those employees in the Bargaining Units will be paid with a shift differential of thirty cents ($.30) per hour for all hours worked on any scheduled afternoon shift and for hours worked when an employee is held over or called in on afternoon shift. All employees in the Bargaining Units will be paid a shift differential of fifty cents ($.50) per hour for all hours worked on any scheduled night shift and for hours worked when an employee is held over or called in on night shift. Shift differential pay does not apply to court time or special duty assignments. Bargaining unit members will be compensated for shift differential as it applies to the shift for hours worked only on shifts with established shift differential. Members will be paid shift differential based on the established compensatory amount as described in this Section. For example, Officer performance rating that at least “A” is assigned second shift with no shift differential. Officer “A” holds over into third shift. Officer “AMeets Overall Expectations” will receive the third shift differential for those hours that Officer “A” works in third shiftbase hourly adjustment, prospectively.
Section 20.5 An employee who is assigned by the Chief or his designee to be an officer in charge shall receive an additional one dollar ($1.00) per hour for all hours actually worked in that assignment.
Section 20.6 Effective on the execution date for the 2017 agreement, an employee assigned as a Field Training Officer (FTO) shall receive an additional seventy-five (.75) cents per hour for all hours worked as an FTO. An employee working as an FTO shall be held to the standards set forth by the FTO Committee. (See attached Appendix C) The selection and/or removal of FTO assignments is at the sole discretion of the Chief and is not grievable.
Appears in 1 contract
Samples: Collective Bargaining Agreement