WAGES AND INCENTIVES. 26.1 Salaries covered by this Agreement shall be in accordance with the schedule set forth in Appendix “A” attached hereto and incorporated herein. The salaries listed on the schedule are defined as the scheduled salary.
26.2 A newly hired employee will receive a step increase after 12 months of employment and will receive annual step increases every 12 months thereafter until the employee has reached the end of the pay scale, provided that the employee receives a satisfactory or better evaluation.
A. Wage scale step increases and vacation accrual increases shall be based on the employee’s anniversary date (hire date or promotion date). Employees with an anniversary date between the 1st and 15th of the month will receive their step and/or vacation accrual increase effective on the 1st of their anniversary month. Employees with an anniversary date between the 16th and last day of the month will receive their step and/or vacation accrual increase effective the 16th of their anniversary month.
B. An employee hired as a Lateral Employee will start at Step 2 of the appropriate pay scale for their rank as listed in Appendix “A.”
26.3 Employees are eligible for the following incentives.
WAGES AND INCENTIVES. Section 1: Salary Schedules
1.1 Educational Administrator: xxxx://xxxx.xxx/hr/salary_schedules_certificated.php
1.2 Classified: xxxx://xxxx.xxx/hr/salary_schedules_classified.php
Section 2: Salary placement for new employees
Section 3: Salary placement and process related to promotions
(1) Salary placement for promotions will guarantee not less than a 5% increase. A newly promoted employee may be placed on Step 7 due to extraordinary circumstances if approved by both the Area Vice President and the Vice President, Human Resources.
(2) A new anniversary date is established at the time the promotion becomes effective.
(3) The unit member will serve a 6-month probationary period to the new class. Advancement on the new salary range will occur upon successful completion of the established probationary period, and on an annual basis thereafter until the unit member reaches the maximum salary step of the appropriate salary range. A permanent employee in the classified service who vacated his/her position to accept a probationary promotion to a class in a higher level and who is rejected during the probationary period shall be reinstated to his/her former class of position unless the reasons for which he/she was terminated from the promotional position were such as to constitute cause for dismissal. Appointment of a unit member to a class with a salary range equal to his/her current range shall not be considered a promotion and shall not warrant a salary increase.
WAGES AND INCENTIVES.
33:01 Minimum salaries will be set within the EHW Salary Schedule, Appendix A.
33:02 Subject to satisfactory performance, employees shall receive annual increments as provided for in the Salary Scale in Appendix A upon completion of each year’s accumulated service (1950 hours).
WAGES AND INCENTIVES. 13.1 Title Range Campus Police Officer 53 Campus Police Corporal 55 Campus Police Sergeant 58
WAGES AND INCENTIVES. 15.1.1 Wages will be increased on a cumulative basis as follows: 1 February 2005 3.75 %
1 February 2006 3.75 %
15.1.2 The wage adjustments referred to above shall be applied to the base rate classifications. It is agreed that the wage increases incorporated into this Agreement are in lieu of any general national or state wage increase that may be granted by the Industrial Relations Commission or state tribunals during the life of this Agreement.
WAGES AND INCENTIVES. A. Effective July 1, 2024, employees will receive an increase of two percent (2%) to their then- existing base rate of pay.
B. Effective January 1, 2025, employees will be placed on the scale below commensurate with their years of continuous service with the City in the relevant job classification. Years of service for part-time employees will be calculated as described in Article 12 (Seniority). No bargaining unit employee will have their current pay reduced if placement on the chart below would result in a lower pay rate than they are earning on December 31, 2023. Parts Manager $25.98 School Bus Aide $19.65 Transit Maintenance Worker $23.42 A Rate $35.75 B Rate $33.00 C Rate $30.25 Years 0-1 $23.00 Years 1-2 $23.87 Years 2-3 $24.78 Years 3-4 $25.72 Years 4-5 $26.70 Years 5-6 $27.71 Years 6-7 $28.77 Years 7-8 $29.86 Years 8 and up $31.00
C. Effective July 1, 2025, employees will be placed on the scale below commensurate with their years of continuous service with the City in the relevant job classification. Years of service for part-time employees will be calculated as described in Article 12 (Seniority). No bargaining unit employee will have their current pay reduced if placement on the chart below would result in a lower pay rate than they are earning on June 30, 2024. Parts Manager $26.50 School Bus Aide $20.50 Transit Maintenance Worker $23.89 A Rate $36.47 B Rate $33.66 C Rate $30.86 Years 0-1 $23.50 Years 1-2 $24.51 Years 2-3 $25.56 Years 3-4 $26.66 Years 4-5 $27.81 Years 5-6 $29.01 Years 6-7 $30.25 Years 7 and up $31.55
D. Effective July 1, 2026, employees will be placed on the scale below commensurate with their years of continuous service with the City in the relevant job classification. Years of service for part-time employees will be calculated as described in Article 12 (Seniority). No bargaining unit employee will have their current pay reduced if placement on the chart below would result in a lower pay rate than they are earning on June 30, 2025. Parts Manager $27.30 School Bus Aide $21.12 Transit Maintenance Worker $24.61 A Rate $37.56 B Rate $34.67 C Rate $31.79 Years 0-1 $24.15 Years 1-2 $25.36 Years 2-3 $26.63 Years 3-4 $27.96 Years 4-5 $29.35 Years 5-6 $30.82 Years 6 and up $32.36
E. Transit Bus Technicians shall be placed on the applicable rate schedules based on their achievement of the following qualifications: • A Rate: Achievement of Master Transit Bus Certification (all 8 ASE certifications available under the Certified Transit Bu...
WAGES AND INCENTIVES. For Fiscal Year 2021, wage increases and salary caps, if any, will be adjusted as follows:
WAGES AND INCENTIVES. Pay and Classification The City has established and will maintain a pay and classification system that places job classifications on a pay scale which establishes a minimum and maximum salary for each pay grade which is based on external market data while maintaining internal hierarchy. The City reserves the right to increase pay ranges as it deems appropriate.
WAGES AND INCENTIVES. Section 1: Pay and Classification The City has established and will maintain a pay and classification system that places job classifications on a pay scale which establishes a minimum and maximum salary for each pay grade which is based on external market data while maintaining internal hierarchy. The City reserves the right to increase pay ranges as it deems appropriate, as well as the authority to make equitable adjustments to bargaining unit members’ salary from time to time. Irrespective of the aforementioned authority of the City to make increases to pay ranges and equitable adjustments to salaries, nothing contained in this section shall be interpreted as a waiver of the Union’s right to bargain over the impact of such actions. In the event the Union makes an adequate showing of a negotiable impact(s), the City and Union will promptly meet to negotiate those impact issues identified by the Union to the extent the City is required by law to negotiate.
Section 2: Annual Increases Year One: For Fiscal Year2022-2023, the minimum and maximum of all pay ranges will be increased by three percent (3%), effective the first full pay period of October 2022. Bargaining unit members who are below the new maximum of their pay range maximum will receive a three percent (3%) increase effective the first full pay period of October 2022, but not to exceed the new maximum. Any amount of the three percent (3%) increase which would increase the member's wage rate beyond the new maximum will be paid as a one-time lump sum payment not added to the base wage. Bargaining unit members whose wage rate is above the new maximum of their pay range will receive a one-time lump sum payment equal to three percent (3%) of their annual wage which will not be added to the base wage. Effective with the first full pay period of October 2022, bargaining unit members will be eligible to receive a three percent (3%) merit increase, but not to exceed the maximum of their pay range. Any amount of the merit increase which would increase the member's wage rate beyond the maximum of the pay range will be paid as one-time lump sum payment not added to the base wage. Members whose wage rate is above the maximum of their pay range will receive a one-time lump sum payment equal to three percent (3%) of wages which will not be added to the base wage. Year Two: For Fiscal Year 2023-2024, the minimum and maximum of all pay ranges will be increased by five percent (5%), effective the first full pay peri...
WAGES AND INCENTIVES. Section 1: Salary Schedules
1.1 Certificated: xxxx://xxxx.xxx/hr/salary_schedules_certificated.php
1.2 Classified: xxxx://xxxx.xxx/hr/salary_schedules_classified.php
Section 2: Service Increments
