Common use of WAGES AND FRINGE BENEFITS Clause in Contracts

WAGES AND FRINGE BENEFITS. A. WAGE SCHEDULE 1. For the 2024-2025 contract year, the wage schedule shall be increased by a 4% cost of living adjustment (COLA). 2. The wage schedule is based at the 75% midpoint of a market review conducted in March 2020. For the 2020-2021 contract year, due to the COVID-19 pandemic, employees will not receive a COLA. Pay competitiveness is based on the most currently available labor market data for the following employers: School Districts: ● Xxxxx 12 Five Star Schools ● Aurora Public Schools ● Cherry Creek School District No. 5 ● Denver Public Schools ● Jefferson County Public Schools ● Littleton Public Schools ● Poudre School District ● St. Vrain Valley School District ● Westminster Public Schools (Xxxxx 50) ● Xxxxxxxx School District Local Governments ● City of Aurora ● City of Boulder ● City of Denver ● City of Ft. Xxxxxxx ● City of Lakewood ● City of Northglenn ● City of Xxxxxxxx Private Sector ● Employers Council 3. For each Unit C job title, the BVSD pay range midpoint shall be set within the standard deviation, to be determined through the MOU, of the 75th percentile pay range midpoint in dollars based on the labor market data defined in Subsection (A.1). If the difference is greater than the standard deviation agree to through the MOU, plus or minus, then the parties shall consider an appropriate adjustment so that the new BVSD pay range midpoint for the job title is within the standard deviation agreed to of the 75th percentile in dollars of the pay range midpoint labor market data. A. The pay range midpoint shall be defined as the average of the pay range minimum and the pay range maximum inclusive of the maximum longevity differential, if any, applicable to the job title. B. The 75th percentile pay range midpoint dollar value based on the market data shall be derived by using the MS Excel PERCENTILE.EXC formula. PERCENTILE.EXC interpolates when the value for the specified percentile lies between two values in the array. C. If there is no comparable market data for a Unit C job title within a job series, then any percent adjustment to a job title within the job series for which there is comparable market data shall be applied to the other job titles within the job series to maintain internal equity. 4. When any position not listed on the wage schedule is established, the employer may designate a job classification and rate structure for the position after providing BVCEA with at least 20 working days written notice. In the event the BVCEA does not agree that the classification and rate are proper, the BVCEA shall have the right to submit the issue as a grievance at Step III of the grievance procedure. 5. Unless mutually agreed upon by the BVCEA and the employer, an employee group shall move from the beginning step in the pay level to the maximum step in annual increments 6. Unit C employees holding positions in two or more different job classifications will be paid at the hourly rate for the position worked. The following employees, employed in second positions as of May 2018, will be exempted from this action. These Unit C employees who held two or more positions in Unit C he/she will be paid at the highest hourly rate for all hours worked provided the number of hours of the job and scheduled to be worked at the higher hourly rated job equals or exceeds the number of hours scheduled and worked at the lower hourly rate: #1868 #3242 #4493 #9522 #16356 #16248 #15783 #17890 #16928 #17344 #18015 #15883 #17597 #3733 #17855 #13133 #7433 #13697 #13857

WAGES AND FRINGE BENEFITS. A. WAGE SCHEDULE 1. For the 2024-2025 contract year, the wage schedule shall be increased by a 4% cost of living adjustment (COLA). 2. The wage salary schedule is based at the 75% midpoint of a market review conducted in March 2020. For the 2020-2021 contract year, due to the COVID-19 pandemic, employees will not receive a COLA. Pay competitiveness is based on the most currently available labor market data for the following employers: School Districts: ● Xxxxx 12 Five Star Schools ● Aurora Public Schools ● Cherry Creek School District NoXxxxxx Xxxxx Xxxxxx Xxxxxxxx Xx. 5 0 ● Denver Public Schools ● Jefferson County Public Schools ● Littleton Public Schools ● Poudre School District ● St. Vrain Valley School District ● Westminster Public Schools (Xxxxx 50) ● Xxxxxxxx School District Local Governments ● City of Aurora ● City of Boulder ● City of Denver ● City of Ft. Xxxxxxx ● City of Lakewood ● City of Northglenn ● City of Xxxxxxxx Private Sector ● Employers Council 32. For each Unit C job title, the BVSD pay range midpoint shall be set within the standard deviation, to be determined through the MOU, of the 75th percentile pay range midpoint in dollars based on the labor market data defined in Subsection (A.1in 1). If the difference is greater than the standard deviation agree to through the MOU, plus or minus, then the parties shall consider an appropriate adjustment so that the new BVSD pay range midpoint for the job title is within the standard deviation agreed to of the 75th percentile in dollars of the pay range midpoint labor market data. A. The pay range midpoint shall be defined as the average of the pay range minimum and the pay range maximum inclusive of the maximum longevity differential, if any, applicable to the job title. B. The 75th percentile pay range midpoint dollar value based on the market data shall be derived by using the MS Excel PERCENTILE.EXC formula. PERCENTILE.EXC interpolates when the value for the specified percentile lies between two values in the array. C. If there is no comparable market data for a Unit C job title within a job series, then any percent adjustment to a job title within the job series for which there is comparable market data shall be applied to the other job titles within the job series to maintain internal equity. 43. When any position not listed on the wage schedule is established, the employer may designate a job classification and rate structure for the position after providing BVCEA with at least 20 working days written notice. In the event the BVCEA does not agree that the classification and rate are proper, the BVCEA shall have the right to submit the issue as a grievance at Step III of the grievance procedure. 54. Unless mutually agreed upon by the BVCEA and the employer, an employee group shall move from the beginning step in the pay level to the maximum step in annual increments 65. Unit C employees holding positions in two or more different job classifications will be paid at the hourly rate for the position worked. The following employees, employed in second positions as of May 2018, will be exempted from this action. These Unit C employees who held two or more positions in Unit C he/she will be paid at the highest hourly rate for all hours worked provided the number of hours of the job and scheduled to be worked at the higher hourly rated job equals or exceeds the number of hours scheduled and worked at the lower hourly rate: #1868 #3242 #4493 #9522 #16356 #16248 #15783 #17890 #16928 #17344 #18015 #15883 #17597 #3733 #17855 #13133 #7433 #13697 #13857

WAGES AND FRINGE BENEFITS. A. WAGE SCHEDULE 1. For the 20242023-2025 2024 contract year, the wage schedule shall be increased by a 4an 8% cost of living adjustment (COLA). 2. The wage schedule is based at the 75% midpoint of a market review conducted in March 2020. For the 2020-2021 contract year, due to the COVID-19 pandemic, employees will not receive a COLA. Pay competitiveness is based on the most currently available labor market data for the following employers: School Districts: ● Xxxxx 12 Five Star Schools ● Aurora Public Schools ● Cherry Creek School District No. 5 ● Denver Public Schools ● Jefferson County Public Schools ● Littleton Public Schools ● Poudre School District ● St. Vrain Valley School District ● Westminster Public Schools (Xxxxx 50) ● Xxxxxxxx School District Local Governments ● City of Aurora ● City of Boulder ● City of Denver ● City of Ft. Xxxxxxx ● City of Lakewood ● City of Northglenn ● City of Xxxxxxxx Private Sector ● Employers Council 3. For each Unit C job title, the BVSD pay range midpoint shall be set within the standard deviation, to be determined through the MOU, of the 75th percentile pay range midpoint in dollars based on the labor market data defined in Subsection (A.1). If the difference is greater than the standard deviation agree to through the MOU, plus or minus, then the parties shall consider an appropriate adjustment so that the new BVSD pay range midpoint for the job title is within the standard deviation agreed to of the 75th percentile in dollars of the pay range midpoint labor market data. A. The pay range midpoint shall be defined as the average of the pay range minimum and the pay range maximum inclusive of the maximum longevity differential, if any, applicable to the job title. B. The 75th percentile pay range midpoint dollar value based on the market data shall be derived by using the MS Excel PERCENTILE.EXC formula. PERCENTILE.EXC interpolates when the value for the specified percentile lies between two values in the array. C. If there is no comparable market data for a Unit C job title within a job series, then any percent adjustment to a job title within the job series for which there is comparable market data shall be applied to the other job titles within the job series to maintain internal equity. 4. When any position not listed on the wage schedule is established, the employer may designate a job classification and rate structure for the position after providing BVCEA with at least 20 working days written notice. In the event the BVCEA does not agree that the classification and rate are proper, the BVCEA shall have the right to submit the issue as a grievance at Step III of the grievance procedure. 5. Unless mutually agreed upon by the BVCEA and the employer, an employee group shall move from the beginning step in the pay level to the maximum step in annual increments 6. Unit C employees holding positions in two or more different job classifications will be paid at the hourly rate for the position worked. The following employees, employed in second positions as of May 2018, will be exempted from this action. These Unit C employees who held two or more positions in Unit C he/she will be paid at the highest hourly rate for all hours worked provided the number of hours of the job and scheduled to be worked at the higher hourly rated job equals or exceeds the number of hours scheduled and worked at the lower hourly rate: #1868 #3242 #4493 #9522 #16356 #16248 #15783 #17890 #16928 #17344 #18015 #15883 #17597 #3733 #17855 #13133 #7433 #13697 #13857

WAGES AND FRINGE BENEFITS. A. WAGE SCHEDULE 1. For the 2024-2025 contract year, the wage schedule shall be increased by a 4% cost of living adjustment (COLA). 2. The wage schedule is based at the 75% midpoint of a market review conducted in March 2020. For the 2020-2021 contract year, due to the COVID-19 pandemic, employees will not receive a COLA. Pay competitiveness is based on the most currently available labor market data for the following employers: School Districts: ● Xxxxx 12 Five Star Schools ● Aurora Public Schools ● Cherry Creek School District No. 5 ● Denver Public Schools ● Jefferson County Public Schools ● Littleton Public Schools ● Poudre School District ● St. Vrain Valley School District ● Westminster Public Schools (Xxxxx 50) ● Xxxxxxxx School District Local Governments ● City of Aurora ● City of Boulder ● City of Denver ● City of Ft. Xxxxxxx Collins ● City of Lakewood ● City of Northglenn ● City of Xxxxxxxx Thornton Private Sector ● Employers Council 3. For each Unit C job title, the BVSD pay range midpoint shall be set within the standard deviation, to be determined through the MOU, of the 75th percentile pay range midpoint in dollars based on the labor market data defined in Subsection (A.1). If the difference is greater than the standard deviation agree to through the MOU, plus or minus, then the parties shall consider an appropriate adjustment so that the new BVSD pay range midpoint for the job title is within the standard deviation agreed to of the 75th percentile in dollars of the pay range midpoint labor market data. A. The pay range midpoint shall be defined as the average of the pay range minimum and the pay range maximum inclusive of the maximum longevity differential, if any, applicable to the job title. B. The 75th percentile pay range midpoint dollar value based on the market data shall be derived by using the MS Excel PERCENTILE.EXC formula. PERCENTILE.EXC interpolates when the value for the specified percentile lies between two values in the array. C. If there is no comparable market data for a Unit C job title within a job series, then any percent adjustment to a job title within the job series for which there is comparable market data shall be applied to the other job titles within the job series to maintain internal equity. 4. When any position not listed on the wage schedule is established, the employer may designate a job classification and rate structure for the position after providing BVCEA with at least 20 working days written notice. In the event the BVCEA does not agree that the classification and rate are proper, the BVCEA shall have the right to submit the issue as a grievance at Step III of the grievance procedure. 5. Unless mutually agreed upon by the BVCEA and the employer, an employee group shall move from the beginning step in the pay level to the maximum step in annual increments 6. Unit C employees holding positions in two or more different job classifications will be paid at the hourly rate for the position worked. The following employees, employed in second positions as of May 2018, will be exempted from this action. These Unit C employees who held two or more positions in Unit C he/she will be paid at the highest hourly rate for all hours worked provided the number of hours of the job and scheduled to be worked at the higher hourly rated job equals or exceeds the number of hours scheduled and worked at the lower hourly rate: #1868 #3242 #4493 #9522 #16356 #16248 #15783 #17890 #16928 #17344 #18015 #15883 #17597 #3733 #17855 #13133 #7433 #13697 #13857

WAGES AND FRINGE BENEFITS. A. WAGE SCHEDULE 1. For the 2024-2025 contract year, the wage schedule shall be increased by a 4% cost of living adjustment (COLA). 2. The wage salary schedule is based at the 75% midpoint of a market review conducted in March 2020. For the 2020-2021 contract year, due to the COVID-19 pandemic, employees will not receive a COLA. Pay competitiveness is based on the most currently available labor market data for the following employers: School Districts: ● Xxxxx 12 Five Star Schools ● Aurora Public Schools ● Cherry Creek School District No. 5 ● Denver Public Schools ● Jefferson County Public Schools ● Littleton Public Schools ● Poudre School District ● St. Vrain Valley School District ● Westminster Public Schools (Xxxxx 50) ● Xxxxxxxx School District Local Governments ● City of Aurora ● City of Boulder ● City of Denver ● City of Ft. Xxxxxxx ● City of Lakewood ● City of Northglenn ● City of Xxxxxxxx Private Sector ● Employers Council 32. For each Unit C job title, the BVSD pay range midpoint shall be set within the standard deviation, to be determined through the MOU, of the 75th percentile pay range midpoint in dollars based on the labor market data defined in Subsection (A.1in 1). If the difference is greater than the standard deviation agree to through the MOU, plus or minus, then the parties shall consider an appropriate adjustment so that the new BVSD pay range midpoint for the job title is within the standard deviation agreed to of the 75th percentile in dollars of the pay range midpoint labor market data. A. The pay range midpoint shall be defined as the average of the pay range minimum and the pay range maximum inclusive of the maximum longevity differential, if any, applicable to the job title. B. The 75th percentile pay range midpoint dollar value based on the market data shall be derived by using the MS Excel PERCENTILE.EXC formula. PERCENTILE.EXC interpolates when the value for the specified percentile lies between two values in the array. C. If there is no comparable market data for a Unit C job title within a job series, then any percent adjustment to a job title within the job series for which there is comparable market data shall be applied to the other job titles within the job series to maintain internal equity. 43. When any position not listed on the wage schedule is established, the employer may designate a job classification and rate structure for the position after providing BVCEA with at least 20 working days written notice. In the event the BVCEA does not agree that the classification and rate are proper, the BVCEA shall have the right to submit the issue as a grievance at Step III of the grievance procedure. 54. Unless mutually agreed upon by the BVCEA and the employer, an employee group shall move from the beginning step in the pay level to the maximum step in annual increments 65. Unit C employees holding positions in two or more different job classifications will be paid at the hourly rate for the position worked. The following employees, employed in second positions as of May 2018, will be exempted from this action. These Unit C employees who held two or more positions in Unit C he/she will be paid at the highest hourly rate for all hours worked provided the number of hours of the job and scheduled to be worked at the higher hourly rated job equals or exceeds the number of hours scheduled and worked at the lower hourly rate: #1868 #3242 #4493 #9522 #16356 #16248 #15783 #17890 #16928 #17344 #18015 #15883 #17597 #3733 #17855 #13133 #7433 #13697 #13857