WAGE PLAN. II.C.1. Thirteen-Step Range Wage ranges for employees in the Union represented classifications shall be expressed in a thirteen-step wage range. There shall be a difference of two and one-half percent (2.5%) between steps.
WAGE PLAN. C. 1. Re- establishment of Five-Step Range Effective the beginning of the pay period following June 5, 2012, wage ranges will be converted from the five-step wage range to the seven-step wage range. There shall be a difference of five percent (5%) between steps. The wages for all IBEW Local 18 titles shall have an additional 2 steps at the bottom of the wage range, with the exception of the restructuring for Apprentices and Trainees in Article VI, Section B. 2.
WAGE PLAN. A. The wage plan for the period of July 1, 2019 to June 30, 2020 shall be Appendix “A” which represents a 3% increase across all pay steps. The wage plan for the period of July 1, 2020 to June 30, 2021 shall be Appendix “B” which represents a 3% increase across all pay steps. The wage plan for the period of July 1, 2021 to June 30, 2022 shall be Appendix “C” which represents a 3% increase across all pay steps.
WAGE PLAN. C. 1. Re- establishment of Five-Step Range Effective July 12, 2009, wage ranges for employees in IBEW represented classifications shall be converted from the ten-step wage range to a five- step wage range. There shall be a difference of five percent (5%) between steps. Effective the beginning of the pay period following June 5, 2012, wage ranges will be converted from the five-step wage range to the seven-step wage range. There shall be a difference of five percent (5%) between steps. The wages for all IBEW titles shall have an additional 2 steps at the bottom of the wage range, with the exception of the restructuring for Apprentices and Trainees in Article VI, Section B. 2.
WAGE PLAN. The Guaranteed Wage Plan, which is a supplement to this Agreement, is intended to provide assistance for those eligible employees who have one or more years of seniority who are laid off as a result of the application of the foregoing lay-off clauses, and is not to be construed as authorization to alter existing practices. SECTION Separation Pay A regular employee shall be entitled to separation pay as set out in subsection provided has not been excluded by subsection and provided the employee meets any of the following eligibility provisions:
WAGE PLAN. The wage plan for employees covered by this Agreement is set forth in Appendix B of this Agreement.
WAGE PLAN. The Wage Plan for employees covered by the Agreement is set forth in Appendix B to this Agreement. All employees shall receive their pay through direct deposit. (Each employee who has not been receiving his/her pay through direct deposit shall provide the required signed authorization forms to facilitate direct deposit to the District’s payroll office). The District will assist an employee who has a documented hardship in establishing direct deposit. The District may provide employees with electronic pay advices in lieu of paper advices/paystubs. The parties agree that the District shall have the right to implement a bi-weekly payroll system.
WAGE PLAN. The basic wage plan for all employees shall be shown in Appendix A. The Union has the ability to reopen wages for 2018. In the event that the Union reopens wages, the City can reopen one other topic for 2018. To the extent that the City chooses to reopen the issue of health insurance, the subject of health insurance contributions cannot be included in the reopener. Parties shall provide notice of their intent to reopen topics in 2018 on or before October 15, 2017.
WAGE PLAN. The wages and classification as shown in Schedule "A" shall be the minimum hourly wages for the classifications shown and shall be attached hereto and made a part hereof for the life of this Agreement. This section shall not be construed to prevent the Employer from creating new classified positions within the wage structure shown. The Union shall receive notice of the creation of each new position and the job description and thereby be advised of any new classification and shall have the right to grieve the placement of the position in the pay structure within thirty (30) days after receipt of notice. Schedule A attached to this agreement includes a 0.750% base wage increase over Schedule A from the previous contract (terminating on June 30, 2014) in the Step 1 through Step 5 base wage for each range and said schedule shall be effective commencing on July 1, 2014. Longevity percentage payments will be calculated by multiplying the percentage times the new base rates. Any time after June 30, 2014, the District can increase and will not decrease the wages as shown in Schedule A without negotiating with the Union. The District’s authority to unilaterally take action pursuant to this provision shall sunset on June 30, 2015. Any actions taken by the District pursuant to this provision prior to the sunset date shall remain in effect. Direct deposit of employee’s pay will be available pursuant to District guidelines. Employees of this bargaining unit shall be required to participate in direct deposit.
WAGE PLAN. The pay range for each position consists of five steps. Advancement from one step to the next is based on performance, recommendation of an employee’s immediate supervisor, and the approval of the General Manager.
