PAY AND ALLOWANCES 10.1 For the 2019/20 negotiations the Parties agree to:
A. In 2018/19, all employees who will not receive the Classified School Employee Summer Assistance Program in 2019/20 will receive a one time stipend worth 2% of their yearly regular salary.
B. In 2019/20, all employees who will not receive the Classified School Employee Summer Assistance Program in 2019/20 will receive a one time stipend worth 2% of their yearly regular salary.
C. All of the cells of the 2020/21 salary schedule not affected by the minimum wage increase in 2021 will be increased 3.6%. The 2020/21 salary schedule will be open for negotiations in the 2020/21 school year.
10.2 Pay for 12 month bargaining unit members shall be computed on the following basis:
A. Hours worked per day x hourly rate of pay x number of days per year worked divided by 12 months.
10.3 Pay for less than 12 month employees shall be computed on the following basis:
A. Hours worked per day x hourly rate of pay x number of days worked (plus holidays and vacation days) divided by 12 months. All regular paychecks of employees in the bargaining unit shall be issued monthly.
10.4 Whenever it is determined that an error has been made in the calculation or reporting of any classified employee’s salary which results in an under payment to the bargaining unit member, the District shall, within 5 working days following such determination, provide the employee with a statement of the correction and a supplemental payment drawn against any available funds.
10.5 Whenever it is determined that an error has been made in the calculation or reporting of any classified employees salary which results in an over payment, before any attempt at recouping any overpayment, the District shall meet with the affected employee and his/her representative, provide any and all relevant information to the employee that supports the District’s opinion that an overpayment has occurred.
10.5.1 If the employee agrees that an overpayment has occurred, the District and the Employee shall agree to a repayment plan, which shall be a written agreement and signed by both parties. If the employee does not agree that an overpayment has been made, the District shall be required to follow the applicable State and Federal laws regarding wage garnishment. In no instance will the District unilaterally attempt to recoup an alleged overpayment without meeting with the affected employee.
10.6 The hourly rate of pay for each classification in the bargaining unit shall be in accordance with Appendix A which is attached to this agreement A bargaining unit member’s regular rate of pay shall include any shift differential and/or longevity required to be paid under this Agreement.
A. Beginning in the 2014-15 school year, employees will be entitled to a 3% longevity increase after 15 years of service to the District, an additional 3% after 20 years of service to the District, an additional 3% after 25 years of service to the District, and an additional 3% after 30 years of service to the District.