Salary Plan Clause Samples

Salary Plan. A. The salary schedule shall be increased 0% beginning on July 1, 2017 for the 2017-18 school year. The salary schedule shall be increased by 0% beginning on July 1, 2018 for the 2018-19 school year. The Journeyman employees who are on a pay scale with no steps shall receive 2% COLA increases each year for 2017-2018 and 2018-2019. Exempt employees who are on the Exempt pay scale shall receive 0% COLA increases for the 2017-2018 and 2018-2019. The contract shall be opened in the spring of 2019 to negotiate wage increases for the 2019-2020 and 2020-2021 for classified employees, classified exempt and journeyman. B. The bargaining unit classifications for 2017-2021 are shown in Appendix B. The pay of every classified job description under these classifications will increase according to the schedule in Article 27 A., but will otherwise remain unchanged unless they are changed in accordance with Article 6. C. New employees will start at the beginning of the salary classification at which they are employed. However, the District shall reserve the right to grant full, partial, or no experience credit on the salary schedule. Employees completing a six (6) month probationary period are eligible for a step increase on July 1 (hired by February 1). Employees who are promoted or re-classed effective on or before February 1 are eligible for the step increase on July 1. D. Eligible employees who have not yet reached the top step in their classification shall advance one step each July 1 until the top step has been achieved. E. If an employee is promoted, reclassified and temporarily assigned upward, he will go to the step at that level which is more than his current step plus one step. Before the end of a six (6) month period in the new position, job performance will be reviewed and a determination made whether the employee will continue in the new position or be returned to his previous position. F. Personnel substituting in a higher classification will be paid at the higher level class at the step immediately above their current hourly rate, for any time in excess of five (5) consecutive days. The pay increase will start on the 6th working day. G. Effective July 1, 1994, employees will pay their required portion of PERS contributions. H. On July 1, 2017, Step G shall be indexed to be 4.5% more than Step F and Step H shall be indexed to be 4.5% more than Step G. The 2018-2019 salary schedule shall be adjusted by dropping the first step (Step A) on the adjusted 2017-20...

Salary Plan. 9.1 A. It is the policy of the City to pay fair and equitable salaries, based upon the responsibility of each position within the bargaining unit, and upon the performance of the individual occupying that position, as well as other relevant factors.

Salary Plan. SCHEDULE “A” 19.1 An Employee’s anniversary date shall be the commencement of the pay period commencing with or following the Starting Date or the Date of Promotion. 19.2 An Employee’s anniversary date shall be the commencement of the pay period commencing with or following the Starting Date or the Date of Promotion. Anniversary increases will be granted on an Employee’s anniversary date. For part-time Employees, anniversary increases shall become effective based on hours worked in the position following the starting date or date of promotion, with 1830 hours equaling a year. 19.3 The Employer reserves the right to start a new Employee within the minimum and maximum range of any specified classification. When the Employer determines that a new Employee shall commence employment at a rate other than the minimum rate, the Employer shall notify the Union, in writing, of the reason(s) for the decision. The decision of the Employer will be final and will not be subject to the grievance procedure of the Collective Agreement. 19.4 The following provision applies to part-time Employees only: Employees, upon completion of one thousand eight hundred and thirty (1830) hours of service, shall be entitled to Step 2 of the appropriate classification set out in Schedule “A” and upon completion of three thousand six hundred and sixty (3660) hours of service, shall be entitled to Step 3 of the appropriate classification set out in Schedule “A”. Payment shall continue to be on a pro- rated hourly rate for hours worked. Thereafter, if there is a fourth step in the appropriate classification the Employee will be entitled to the increase upon completion of an additional one thousand eight hundred and thirty (1830) hours of service. 19.5 Shift Premium at seventy-five cents ($0.75) per hour will be paid for all hours worked after 6:00 p.m. and before 6:00 a.m. Employees shall be paid a weekend premium of ninety-five cents ($0.95) per hour for all hours worked between Friday at 23:00 p.m. and Sunday at 23:00 p.m. This premium shall be in addition to the regular shift premium.

Salary Plan. The Town implements a step pay plan which will be administered as follows. The prior performance review plan of the Town with percentages is being eliminated, and it is being replaced with these three categories, Does Not Meet Standards – Meets Standards – Exceed Standards. In order to be an eligible bargaining unit member to move up in the Step Plan, each employee must meet the following criteria in the Town’s new annual performance evaluation process. All eligible bargaining unit members, entitled to move to the next salary step in the Step Plan, shall have received a Meets Standards or Exceeds Standards rating on their Annual Performance Review. Should a bargaining unit member receive a Does Not Meet Standards, that employee will not be eligible for movement to the next step and shall remain in their current step, until the next Annual Performance Review is conducted, at which time this same process to determine eligibility shall apply. In years 2 and 3 of this Agreement as identified below, the compensation set forth in each step of the Step Plan at Exhibit A shall be increased in each of those two years as noted in the attached. Once an employee is in Step 8, or “topped out,” then that employee shall receive the 2% cost of living adjustment, but no step increase. For fiscal year 2020/2021, after ratification of this Agreement, compensation shall be determined as follows. All eligible bargaining unit members shall receive a step increase pursuant to the Town’s step pay plan as set forth on Exhibit A to this Agreement. For this first year of this step plan, all bargaining unit members shall be placed into the plan at the step where their existing wages would place them, and then all eligible employees shall receive a step up to the next level of the step plan. Effective the first full pay period after October 1, 2021, all eligible bargaining unit members shall move up one step in the step plan. Effective the first full pay period after October 1, 2022, all eligible bargaining unit members shall move up one step in the step plan. When a position in the bargaining unit is filled by hiring a candidate with prior law enforcement experience from another agency, the Town in its discretion may make the initial starting salary at Step 2 of the Salary Plan. This will be done by taking into consideration the new hire’s years of service, training, and experience.

Salary Plan. A salary range for each administrative position covered by the Plan has been established. The 2019-20 salary range is attached as Appendix A and shall serve as the basis for the Salary Plan administered as outlined in B through G below.

Salary Plan. 9.1 A. It is the policy of the Employer to properly recognize all supervisory personnel as constituting a part of Management.

Salary Plan. Bookkeeper Base Rate Professional Support Personnel Base Rate Classroom Support Personnel Base Rate

Salary Plan. The City diligently strives to pay competitive market salaries to its employees. In order to achieve this, the City Administration has devised a City-wide salary plan based upon competitive market values. 4.5.1 A classification and salary plan shall be established according to City Ordinance. The salary plan shall be administered by the City Manager 4.5.2 At least once annually, all salary ranges shall be reviewed by the City Manager. This review may include a salary survey from some or all positions in the City. After review of salary ranges, the City Manager may make recommendations to the City Council for market and/or cost-of-living adjustments to salary ranges and the incumbents of those ranges. Individual positions may be market adjusted only with the approval of the City Manager and within budget constraints as approved by the City Council.

Salary Plan. Salaries, including merit step increases, shall be administered pursuant to Personnel Rule 6.2 with the base City-wide salary plan being that which was adopted by City Council Resolution 10-2943.