SALARY CHANGES. It is agreed that all changes of salary rates will be effective for complete two (2) week pay periods. In the event that the calendar date agreed to or established for changes falls during the first seven (7) days of a pay period, the increase will be paid for that entire pay period. In the event that the said date falls during the last seven (7) days of a pay period, the increase will be effective for the subsequent pay period.
SALARY CHANGES. If an employee holds a position whose classification is re-graded to a lower salary grade, the employee shall retain her/his salary at the time of grade reduction unless that salary is greater than the maximum of the new grade. If the salary is greater than the maximum, the employee’s salary shall be reduced to the maximum of the new grade. The University may offer the employee a position at a higher grade up to and including the original salary grade. If such offer is made, the employee must accept the position in order to retain the salary of the original higher salary grade. If the employee chooses not to accept, her/his salary shall be determined as if she/he voluntarily chose to be demoted to the current grade level of the position. An employee who is being paid in accordance with a higher salary grade than her/his current position shall, in the event of a promotion to a position in a higher salary grade than the one in which she/he is currently working, receive a new salary which is the greater of the following:
SALARY CHANGES. All changes in the salary, whether the result of a promotion, transfer, demotion, or attainment of a service anniversary shall become effective at the start of the first pay period following such occurrence.
SALARY CHANGES. When a transfer results in a change in salary grade, the new salary will be determined in the following manner: If the new salary grade is higher than the employee’s current grade, the employee’s salary will be at the lowest step of the new grade which represents an increase in salary of at least one step above the current salary. If the new salary grade is lower than the employee’s current grade there shall be no reduction in the employee’s current salary. In those cases in which the employee’s current salary falls within the new grade, the placement will be made to the step closest to, but not less than, the current salary. If the current salary falls above the new grade, the employee will be considered topped out at the salary grade. The employee shall continue to be paid the current salary until such time as the grade range catches up with the current salary. Once the new grade range catches up with the current salary, the employee will resume bargained salary increases at scheduled times.
SALARY CHANGES. All changes of salary rates will be granted on the actual effective date of the change. 2016
SALARY CHANGES. Secretaries, bi-lingual liaisons, paraprofessionals, cafeteria employees and warehouse personnel involuntarily moving from one classification to another within their category or involuntarily moving from one category to another category shall receive the appropriate starting salary or retain their current salary whichever is higher. Employees voluntarily moving from one category to another category shall receive the appropriate starting salary within the new category. Employees moving to a higher paying job or voluntarily moving to a lower paying job within a classification shall receive an increase or decrease in wages determined by the difference in the starting salaries of the two (2) positions.
SALARY CHANGES. Performance and salary are reviewed annually, on the anniversary date of employment, for all regular employees who have completed their probationary period. Employees who have not reached the market rate of their assigned salary range may be eligible to move to the next step in their assigned pay range if they receive a performance rating that meets or exceeds established standards. Each year of the agreement, employees who have attained the market rate of their assigned salary range and who have received a performance rating that exceeds established standards may be eligible for an increase as follows: Performance Rating Performance Pay Increase Exceeds Standards (3.00 - 3.49) 2.0% Exceptional (3.50 - 4.00) 3.0% Salary changes are recommended by the employee’s supervisor and approved by the Executive Director. Increases that are approved in this manner will be effective upon the position anniversary date; unless the Executive Director determines that a change in an employee’s duties and responsibilities warrants immediate consideration.
SALARY CHANGES. The purpose of a salary review is to compare the employee’s current salary and the salary range, with the employee’s performance results and the position in the salary range in accordance with 17.3.
SALARY CHANGES. Secretaries, paraprofessionals and cafeteria employees and warehouse personnel involuntarily moving from one classification to another within their category or involuntarily moving from one category to another category shall receive the appropriate starting salary or retain their current salary whichever is higher. Employees voluntarily moving from one category to another category shall receive the appropriate starting salary within the new category. Employees voluntarily moving from one classification to another classification within their category shall receive the appropriate starting salary or retain their current salary (plus or minus the differential) whichever is higher.
SALARY CHANGES. Changes of salary are effective at the beginning of each term, September 1 or February 1. For a change to be effective September 1, the necessary supportive data must be in no later than October 15. For a change to be effective February 1, all supportive data must be in by March 15. If data is submitted prior to said October 15 and March 15 dates, respectively, and if the Superintendent shall request additional proof of course completion, such times for the data to be submitted is extended for thirty (30) days from the Superintendent's request but no earlier than said October 15 and March 15. Teachers who comply with the October 15 and March 15 dates (or as may be extended by Superintendent's request for additional data) will receive a retroactive payment back to September 1 or February 1. A retroactive payment check shall be issued on the second payroll date after approval.
