APPENDIX A- WAGES. All employees of the Cincinnati Fire Department, covered by this Agreement, shall receive a basic wage increase as outlined below which applies to all ranks and classifications within the Cincinnati Fire Department: Year 1: 5% (increase to take effect retroactive to December 13, 2020) Year 2: 4% (increase to take effect December 12, 2021) Year 3: 3% (increase to take effect December 10, 2022) ’Me-too’ with FOP on wages and any other percentage-based or across the board compensation in the form of supplemental or certification pay. APPENDIX B- HEALTH CARE PLANS TERMS OF COVERAGE For Firefighters hired prior to 4/27/2016, EFFECTIVE January 1, 2017 Premium Share Single 7.5% Family 7.5% Deductible Network $300 $600 Co-insurance Out-of-pocket Non-network Network Non-network Network $600 20% to $1,200 50% to $2,400 $1,500 $1,200 20% to $2,400 50% to $4,800 $3,000 Maximum Non-network $3,000 $6,000 Prescriptions (generic/brand/non-formulary) $10/$20/$30 $10/$20/$30 For Firefighters hired prior to 4/27/2016, EFFECTIVE January 1, 2018 Single Family Premium Share 10% 10% Deductible Network $300 $600 Non-network $600 $1,200 Co-insurance Network 20% to $1,200 20% to $2,400 Non-network 50% to $2,400 50% to $4,800 Out-of-pocket Network $1,500 $3,000 Maximum Non-network $3,000 $6,000 Prescriptions $10/$20/$30 $10/$20/$30 (generic/brand/non-formulary) For Firefighters hired after 4/27/2016, EFFECTIVE January 1, 2017 Single Family Premium Share 10% 10% Deductible Network $500 $1,000 Non-network $1,000 $2,000 Co-insurance Network 20% to $1,500 20% to $3,000 Non-network 50% to $3,000 50% to $6,000 Out-of-pocket Network $2,000 $4,000 Maximum Non-network $4,000 $8,000 Prescriptions (generic/brand/non-formulary) $10/$20/$30 $10/$20/$30 Anthem Health Insurance Comparison Chart Effective January 1, 2007 BENEFIT BLUE ACCESS 80/20 Network Non-Network Level 200 Paycheck Deduction Deductions come out 1 month in advance. 7.5% deduction effective 1/1/2017 10.0% deduction effective 1/1/2018 Not applicable The benefits comparison sheet is meant to be a summary of your benefits only. Once a plan is selected, the Benefits Certificate will serve as the final document for detailing coverage. ALL CHARGES LISTED WITH A PERCENTAGE ARE FIRST SUBJECT TO AN ANNUAL DEDUCTIBLE. Maximum Annual Out of Pocket (See previous page for premium share, deductibles, co- insurance, and out of pocket maximums for new Firefighters) Single - $300 deductible then 20% coinsurance. Until you reach $1,200. Then cov...
APPENDIX A- WAGES. Following ratification of this renewal Agreement, the Employer shall provide a minimum base salary applicable to Employees from all combined sources of $32,496*. The minimum base salary and the salaries of all Employees will increase as follows: Year Effective Date Increase Amount Minimum Base Salary 2016 * 1.0%* $32,496* 2017 July 1, 2017 1.25% $34,000 2018 July 1, 2018 1.5% $34,600 2019 July 1, 2019 1.75% $34,900 *This wage increase will take effect as of the first day of the month that follows the date of ratification of this renewal Agreement (the "Effective Date"), and will be implemented within the first two pay periods that follow the date of ratification. To receive this increase, Employees must be actively employed in the Bargaining Unit on the Effective Date. Employees who are not actively employed in the Bargaining Unit on the Effective Date will not receive an increase. Employees who are actively employed in the Bargaining Unit following the Effective Date will be paid no less than the minimum base salary set out above.
APPENDIX A- WAGES. 2 A. The following are the step rates of pay of all nurses employed under the 3 terms of this Agreement:
APPENDIX A- WAGES. All members at the Rank of Assistant Chief will be paid 16% above the rank of District Fire Chief. Rank Annual Bi-Weekly 40-Hour Assistant Chief 110,275.40 4,241.3615 53.0170 EFFECTIVE SEPTEMBER 11, 2016 Rank Annual Bi-Weekly 40-Hour Assistant Chief 113,582.96 4,368.58 54.6072 EFFECTIVE JULY 2, 2017 Rank Annual Bi-Weekly 40-Hour Assistant Chief 116,990.45 4,499.63 56.2454 EFFECTIVE JULY 1, 2018 Rank Annual Bi-Weekly 40-Hour Assistant Chief 120,500.16 4,634.62 57.9328 APPENDIX B- HEALTH CARE PLANS TERMS OF COVERAGE For Assistant Chiefs hired prior to 4/27/2016, EFFECTIVE January 1, 2017 Premium Share Single 7.5% Family 7.5% Deductible Network $300 $600 Co-insurance Out-of-pocket Non-network Network Non-network Network $600 20% to $1,200 50% to $2,400 $1,500 $1,200 20% to $2,400 50% to $4,800 $3,000 Maximum Non-network $3,000 $6,000 Prescriptions (generic/brand/non-formulary) $10/$20/$30 $10/$20/$30 For Assistant Chiefs hired prior to 4/27/2016, EFFECTIVE January 1, 2018 Premium Share Single 10% Family 10% Deductible Network $300 $600 Co-insurance Out-of-pocket Non-network Network Non-network Network $600 20% to $1,200 50% to $2,400 $1,500 $1,200 20% to $2,400 50% to $4,800 $3,000 Maximum Non-network $3,000 $6,000 Prescriptions (generic/brand/non-formulary) $10/$20/$30 $10/$20/$30 For Assistant Chiefs hired after 4/27/2016, EFFECTIVE January 1, 2017 Premium Share Single 10% Family 10% Deductible Network $300 $600 Co-insurance Out-of-pocket Non-network Network Non-network Network $600 20% to $1,200 50% to $2,400 $1,500 $1,200 20% to $2,400 50% to $4,800 $3,000 Maximum Non-network $3,000 $6,000 Prescriptions $10/$20/$30 $10/$20/$30 (generic/brand/non-formulary) Anthem Health Insurance Comparison Chart Effective January 1, 2011 BENEFIT BLUE ACCESS 80/20 Network Non-Network Level 200 Paycheck Deduction Deductions come out 1 month in advance. 7.5% deduction effective 1/1/2017 10.0% deduction effective 1/1/2018 Not applicable The benefits comparison sheet is meant to be a summary of your benefits only. Once a plan is selected, the Benefits Certificate will serve as the final document for detailing coverage. ALL CHARGES LISTED WITH A PERCENTAGE ARE FIRST SUBJECT TO AN ANNUAL DEDUCTIBLE. Maximum Annual Out of Pocket Single - $300 deductible then 20% coinsurance. Until you reach $1,200. Then coverage at 100%. Total = $1,500 Family - $600 deductible then 20% coinsurance. Until you reach $2,400. Then coverage at 100%. Total = $3,000 Rx is not included above. Prescri...
APPENDIX A- WAGES. A. The following are the step rates of pay of all nurses employed under the terms of this Agreement: Effective upon the pay period including 1/1/2015: 1.5% across the board increase. Effective upon the pay period including 1/1/2016: 2.25% across the board increase. Steps 2015 2016 1 34.68 35.46 2 36.55 37.37 3 37.73 38.58 4 38.96 39.83 5 40.57 41.48 6 42.81 43.78 7 43.21 44.18 8 43.67 44.65 9 44.08 45.07 10 44.50 45.50 11 44.92 45.93 12 45.37 46.39 13 45.78 46.81 14 46.19 47.23 15 46.62 47.67 16 47.08 48.13 17 47.55 48.62 18 47.98 49.06 19 48.45 49.54 20 48.95 50.05 21 49.70 50.82 22 50.46 51.59 25^^ 51.48 52.64 30# 52.25 53.43 ^^A nurse will progress to Step 25 after being on Step 22 for three years. ##A nurse will progress to Step 30 after being on Step 20 or higher for ten years B. Nurses’ compensation shall be computed on the basis of hours worked.
APPENDIX A- WAGES. Position Minimums: FE Cashier/Clerk Rate: Minimum Wage + $.20
APPENDIX A- WAGES. Effective December 1, 2019, there shall be a wage increase of 1%.* Effective December 1, 2020, there shall be a wage increase of 2%.* Effective December 1, 2021, there shall be a wage increase of 3%. *Wage increase shall be retroactive to date indicated. Payment of retroactive sums due for the period from date indicated to the effective date of the Agreement shall be made on or before July 3, 2021. APPENDIX B EFFECTIVE DECEMBER 1, 2019 CLASSIFICATION 85% of FULL JOB RATE JOB RATE Accounting Specialist 21.99 Assistant Property Manager 20.56 Clerical Specialist ..............................................................................15.38. 18.10 Clerk Receptionist..............................................................................15.38. 18.10 Community Success Coach. 19.54 Education Success Coach 19.54 FSS Specialist 19.54 Housing Specialist 19.54 H.V.A.C./R. Technician 23.16 Information Technology Specialist II 19.25 Inspector 21.29 Laborer ...............................................................................................16.28. 19.16 Maintenance Mechanic I 20.36 Maintenance Mechanic II 21.22 Maintenance Mechanic III 22.25 Renovation Specialist 22.25 Service Coordination Specialist 19.54 APPENDIX B EFFECTIVE DECEMBER 1, 2020 CLASSIFICATION 85% of FULL JOB RATE JOB RATE Accounting Specialist 22.43 Assistant Property Manager 20.97 Clerical Specialist ..............................................................................15.69. 18.46 Clerk Receptionist..............................................................................15.69. 18.46 Community Success Coach. 19.93 Education Success Coach 19.93 FSS Specialist 19.93 Housing Specialist 19.93 H.V.A.C./R. Technician 23.62 Information Technology Specialist II 19.64 Inspector 21.72 Laborer ...............................................................................................16.61. 19.54 Maintenance Mechanic I 20.77 Maintenance Mechanic II 21.64 Maintenance Mechanic III 22.70 Renovation Specialist 22.70 Service Coordination Specialist 19.93 APPENDIX B EFFECTIVE DECEMBER 1, 2021 CLASSIFICATION 85% of FULL JOB RATE JOB RATE Accounting Specialist 23.10 Assistant Property Manager 21.60 Clerical Specialist ..............................................................................16.16. 19.01 Clerk Receptionist..............................................................................16.16. 19.01 Community Success Coach. 20.53 Education Success Coach 20.53 FSS Special...
APPENDIX A- WAGES. 2 The following are the step rates of pay of all nurses employed under the terms of this 3 Agreement: STEP CURRENT RATE RATIF.* 2.0% 1/1/2017 2.0% 7/1/2017 2.0% 7/1/2018 2.5% 1 $34.22 $34.90 $35.60 $36.31 $37.22 2 $35.34 $36.05 $36.77 $37.50 $38.44 3 $36.67 $37.40 $38.15 $38.91 $39.89 4 $38.12 $38.88 $39.66 $40.45 $41.46 5 $39.15 $39.93 $40.73 $41.55 $42.58 6 $39.63 $40.42 $41.23 $42.06 $43.11 7 $40.11 $40.91 $41.73 $42.57 $43.63 8 $40.61 $41.42 $42.25 $43.09 $44.17 10 $41.62 $42.45 $43.30 $44.17 $45.27 11 $42.12 $42.96 $43.82 $44.69 $45.81 13 $43.12 $43.98 $44.86 $45.76 $46.90 15 $44.46 $45.35 $46.26 $47.18 $48.36 17 $45.80 $46.72 $47.65 $48.60 $49.82 18 $46.17 $47.09 $48.03 $49.00 $50.22 20 $46.92 $47.86 $48.82 $49.79 $51.04 4 5 Step Progression: Nurses will progress to the next step on the scale on the anniversary 6 of the nurse’s hire date, provided that on such date the nurse satisfies the following
APPENDIX A- WAGES. Wages will be adjusted in each year of the agreement in the following percentages:
APPENDIX A- WAGES. The wage rates during the term of the Agreement are as follows for each of the Classifications and Classification Levels: Effective October 1st, 2019 – 2% Effective October 1st, 2020 – 2% Effective October 1st, 2021 – 2% POSITION 1-Oct-19 1-Oct-20 1-Oct-21 DE1 New Hire Wage Rate $22.76 $23.21 $23.68 DE2 Completed G1 Exit Training - Certified to Conduct G1 Exits (Completed Module 4) $24.70 $25.20 $25.70 DE3 a Completed G2 Exit Training - Certified to Conduct G2 Exits (Completed Module 4) $25.53 $26.04 $26.56 DE3 b Completed 1 Year at DE3a level (FT) or 1950 Hours (PT) From G2 Exit Training Completion $25.95 $26.47 $27.00 DE3 c Completed 1 Year at DE3b level (FT) or 3900 Hours (PT) From G2 Exit Training Completion $26.36 $26.88 $27.42 DE3 d Completed 1 Year at DE3c level (FT) or 5850 Hours (PT) From G2 Exit Training Completion $26.78 $27.31 $27.86 DE3 e Completed 1 Year at DE3d level (FT) or 7800 Hours (PT) From G2 Exit Training Completion $27.18 $27.73 $28.28 DE4 $28.95 $29.53 $30.12 POSITION 1-Oct-19 1-Oct-20 1-Oct-21 CSA1 $16.73 $17.06 $17.40 CSA2 Probation $19.39 $19.78 $20.17 CSA3 a After 562.5 Hours $20.72 $21.13 $21.55 CSA3 b 1 Year (FT) or 1950 Hours (PT) From Probation Completion $22.05 $22.49 $22.94 CSA3 c 2 Year (FT) or 3900 Hours (PT) From Probation Completion $23.36 $23.83 $24.30 CSA3 d 4 Year (FT) or 7800 Hours (PT) From Probation Completion $24.03 $24.51 $25.00 NOTE 1 For greater clarity it is understood that the entry level CSA 2 rate is as shown above and that all CSA 2 employees will move to the CSA 3 start rate after they have successfully completed the completed five hundred and sixty-two and one-half (562.5) hour probation period. A full-time CSA 3 will then move from the CSA 3 start rate to the CSA one
