Common use of ’ Compensation Programs Clause in Contracts

’ Compensation Programs. SALARY INCREASE 2015 A. Twenty‐five percent (25%) of the two and one‐half percent (2.5%) general salary increase funds shall be provided to all Employees in the bargaining unit. B. Seventy‐five percent (75%) of the two and one‐half percent (2.5%) general salary increase funds will be allocated on the basis of merit in accordance with the October 1997 merit pay guidelines developed by the parties among Employees who have received no less than a “meets expectations” rating on the last Employee evaluation. For purposes of this provision, an Employee shall not be considered “does not meet” until the Employee’s performance is considered “does not meet” in two (2) consecutive evaluations and, provided further, that the exercise of any right provided by this Agreement or the use of any benefit provided by this Agreement shall not be considered in whole or in part, for purposes of the October 1997 Merit Pay Guidelines. Effective October 1, 2016, one percent (1.0%) general salary increase funds, calculated on the total salary base as of September 30, 2016, will be made available to all Employees in the bargaining unit. The amount will be based on the 2014 Memorandum of Understanding between the University and the Coalition of Labor Organizations which is separately ratified and signed by the Association. ‐198 Effective October 1, 2017 and October 1, 2018, general salary increase funds calculated on the total salary base as of September 30, 2017 and September 30, 2018, respectively, will be made available for all Employees, the amount of which will be based on the 2014 Memorandum of Understanding between Michigan State University and the Coalition of Labor Organizations, (MSU/Coalition Memorandum) which was separately ratified and signed by the Association. The general salary increase funds will be allocated in the following manner: A. Twenty‐five (25%) percent of the increase shall be provided to all Employees in the bargaining unit. B. Seventy‐five (75%) percent of the increase will be allocated on the basis of merit in accordance with the October 1997 Merit Pay Guidelines developed by the parties among Employees who have received no less than a “meets expectations” rating on the last Employee evaluation. For purposes of this provision, an Employee shall not be considered “does not meet” until the Employee’s performance is considered to be “does not meet” in two (2) consecutive evaluations and, provided further, that the exercise of any right provided by this Agreement or the use of any benefit provided by this Agreement shall not be considered in whole or in part, for purposes of the October 1997 Merit Pay Guidelines. ‐199 For increases effective October 1, 2017 and October 1, 2018, if general increase salary funds equate to one percent (1%) or less, one hundred percent (100%) of the increase shall be provided to all Employees in the bargaining unit. Should the general increase be greater than one percent (1%), the increase shall be allocated as described in Paragraph 198 A & B. ‐200 All funds made available by the Employer for general increases shall be expended on the salary of Employees in the bargaining unit. The Employer agrees that within thirty (30) days of distribution of raise funds, it will present to the Association documentation of the complete expenditure of the general increases that were required to be expended on the APSA membership. ‐201 Progression increases will be given to Employees who have completed at least one (1) year of University service on each January 1, or upon satisfactory completion of one (1) year's service; whose current performance is determined to be not less than satisfactory; and whose salary is less than one hundred twenty‐five (125%) percent of the minimum hiring level. For Sergeants, see Article 25 (Police Sergeants Special Provisions). ‐202 For the term of this Agreement, eligible Employees have an opportunity to reach one hundred twenty‐five (125%) percent of the minimum hiring rate for their level. Attainment of the one hundred twenty‐five (125%) percent level will be achieved in increments of three (3%) percent up to the one hundred twenty‐five (125%) percent level. Employees will not receive progression increases if they have less than a satisfactory overall rating on the latest Employee evaluation. The salary progression program is not available to the Sergeants since their step increases occur on their anniversary dates following promotion. ‐203 Special merit increases or advancement on the salary schedule may be granted during the budget year with appropriate approvals. Merit allocation guidelines have been developed by the parties to assist administration in making merit allocation decisions. The Employer and the Association will review merit allocation results in each year of the Agreement to determine the effectiveness of the guidelines and compensation programs. ‐204 Minimum hiring levels will be determined by the Employer. 8 $33,225 $41,531 9 $35,898 $44,873 10 $38,754 $48,443 11 $41,872 $52,340 12 $45,215 $56,519 13 $48,817 $61,021 14 $52,720 $65,900 15 $56,939 $71,174 16 $61,490 $76,863 17 $66,411 $83,104 ‐205 Employees who are below the new minimum for their classification level will be brought to the new minimum. The new minimum rates are effective as of October 1, 2015. ‐206 Effective October 1, 2016, October 1, 2017 and October 1, 2018, the Minimum Hiring Rates will increase by the percentage of the October 1, 2016, October 1, 2017 and October 1, 2018, general salary increases respectively.

’ Compensation Programs. SALARY INCREASE 20152019 A. Twenty‐five Twenty-five percent (25%) of the two and one‐half three-quarters percent (2.52.75%) general salary increase funds shall be provided to all Employees in the bargaining unit. B. Seventy‐five Seventy-five percent (75%) of the two and one‐half three-quarters percent (2.52.75%) general salary increase funds will be allocated on the basis of merit in accordance with the October 1997 merit pay guidelines developed by the parties among Employees who have received no less than a are not considered as “meets does not meet” expectations” rating on the last Employee evaluation. For purposes of this provision, an Employee shall not be considered “does not meet” until the Employee’s performance is considered “does not meet” in two (2) consecutive evaluations and, provided further, that the exercise of any right provided by this Agreement or the use of any benefit provided by this Agreement shall not be considered in whole or in part, for purposes of the October 1997 Merit Pay Guidelines. -201 Effective October 1, 20162020, one two and three-quarters percent (1.02.75%) general salary increase funds, calculated on the total salary base as of September 30, 20162020, will be made available to Employees. The funds will be allocated in the following manner: A. Fifty percent (50%) of the two and three-quarters percent (2.75%) general increase funds shall be provided to all Employees in the bargaining unit. The amount . B. Fifty percent (50%) of the two and three quarters percent (2.75%) general salary increase funds will be based allocated on the 2014 Memorandum basis of Understanding between merit in accordance with the University and the Coalition of Labor Organizations which is separately ratified and signed October 1997 Merit Pay Guidelines developed by the Associationparties among Employees who are not considered as “does not meet” expectations. ‐198 For purposes of this provision, an Employee shall not be considered “does not meet” until the Employee’s performance is considered “does not meet” in two (2) consecutive evaluations and, provided further, that the exercise of any right provided by this Agreement or the use of any benefit provided by this Agreement shall not be considered in whole or in part, for purposes of the October 1997 Merit Pay Guidelines. -202 Effective October 1, 2017 2023, and October 1, 20182024, OCTOBER 1, 2025, AND OCTOBER 1, 2026 general salary increase funds calculated on the total salary base as of September 30, 2017 2021 and September 30, 20182022, respectively, respectively OF THE PRIOR YEAR will be made available for all Employees, the amount of which will be based on the 2014 January 1, 2018 – December 31, 2021 CURRENT Memorandum of Understanding between Michigan State University and the Coalition of Labor Organizations, (MSU/Coalition Memorandum) which was separately ratified and signed by the Association. The general salary increase funds will be allocated in the following manner: A. Twenty‐five Fifty (2550%) percent of the increase shall be provided to all Employees in the bargaining unit. B. Seventy‐five Fifty (7550%) percent of the increase will be allocated on the basis of merit in accordance with the October 1997 Merit Pay Guidelines developed by the parties among to Employees who have received no less than a “meets expectations” rating on the last Employee evaluation. For purposes of this provision, an Employee shall not be considered “does not meet” until the Employee’s performance is considered to be “does not meet” in two (2) consecutive evaluations and, provided further, that the exercise of any right provided by this Agreement or the use of any benefit provided by this Agreement shall not be considered in whole or in part, for purposes of the October 1997 Merit Pay Guidelines. ‐199 -203 For increases effective October 1, 2017 2021 and October 1, 20182022, if general increase salary funds equate to one percent (1%) or less, one hundred percent (100%) of the increase shall be provided to all Employees in the bargaining unit. Should the general increase be greater than one percent (1%), the increase shall be allocated as described in Paragraph 198 202 A & B. ‐200 -204 All funds made available by the Employer for general increases shall be expended on the salary of Employees in the bargaining unit. The Employer agrees that within thirty (30) days of distribution of raise funds, it will present to the Association documentation of the complete expenditure of the general increases that were required to be expended on the APSA membership. ‐201 -205 Progression increases will be given to Employees who have completed at least one (1) year of University service on each January 1, or upon satisfactory completion of one (1) year's service; whose current performance is determined to be not less than satisfactory; and whose salary is less than one hundred twenty‐five twenty-five (125%) percent of the minimum hiring level. For Sergeants, see Article 25 (Police Sergeants Special Provisions). ‐202 -206 For the term of this Agreement, eligible Employees have an opportunity to reach one hundred twenty‐five twenty-five (125%) percent of the minimum hiring rate for their level. Attainment of the one hundred twenty‐five twenty-five (125%) percent level will be achieved in increments of three (3%) percent up to the one hundred twenty‐five twenty-five (125%) percent level. Employees will not receive progression increases if they have less than a satisfactory overall rating on the latest Employee evaluation. The salary progression program is not available to the Sergeants since their step increases occur on their anniversary dates following promotion. ‐203 -207 Special merit increases EITHER LUMP-SUM OR TO THE BASE or advancement on the salary schedule for merit or other reason deemed appropriate by the University may be granted during the budget year with appropriate EMPLOYER approvals. Merit allocation guidelines have been developed by the parties to assist administration in making merit allocation decisions. The Employer and the Association will review merit allocation results in each year of the Agreement to determine the effectiveness of the guidelines and compensation programs. ‐204 -208 Minimum hiring levels will be determined by the Employer. 8 $33,225 $41,531 9 $35,898 $44,873 10 $38,754 $48,443 11 $41,872 $52,340 12 $45,215 $56,519 13 $48,817 $61,021 14 $52,720 $65,900 15 $56,939 $71,174 16 $61,490 $76,863 17 $66,411 $83,104 ‐205 -209 Employees who are below the new minimum for their classification level will be brought to the new minimum. The new minimum rates are effective as of October 1, 2015201923. ‐206 -210 Effective FOR EACH October 1, 20162020, October 1, 2017 2021 and October 1, 20182022, OF THIS AGREEMENT, the Minimum Hiring Rates will increase by the percentage of the October 1, 20162020, October 1, 2017 2021 and October 1, 20182022, general salary increases respectively. EFFECTIVE OCTOBER 1, 201923 8 $35,135 $43,919 9 $37,962 $47,453 10 $40,983 $51,229 11 $44,280 $55,350 12 $47,815 $59,769 13 $51,624 $64,530 14 $55,751 $69,689 15 $60,213 $75,266 16 $65,025 $81,281 17 $70,299 $87,786 8 $35,135 $43,919 9 $37,962 $47,453 10 $40,983 $51,229 11 $44,280 $55,350 12 $47,815 $59,769 13 $51,624 $64,530 14 $55,751 $69,689 15 $60,213 $75,266 16 $65,025 $81,281 17 $70,299 $87,786 -211 Bargaining unit Employees in grade levels APSA 8, 9, 10, and 11 will receive overtime payment or compensatory time off at the rate of time and one-half (1-1/2) for scheduled hours worked in excess of forty (40) in a work week. Employees shall have the right to indicate their preference for pay or compensatory time for overtime worked. If an Employee wishes to receive compensatory time, the request must be approved by the Unit Administrator. -212 In health care delivery facilities where biweekly work schedules of eighty (80) hours are maintained, overtime pay or compensatory time off will be given for any scheduled hours worked in excess of eighty (80) hours in a biweekly period. -213 All holiday hours paid will be considered as time worked for the purpose of overtime computation. If an Employee has an unexcused absence on either her/his regularly scheduled working day immediately preceding or her/his regularly scheduled working day immediately following the holiday, the holiday hours will not be considered time worked for the purposes of overtime. Overtime premium shall not be pyramided, compounded or paid twice for the same time worked. -214 Employees who are called upon to perform special services not usually a part of their regular duties and/or responsibilities and who perform these services outside of their normal work schedules will receive payment in accordance with policies of the Employer. Unit Administrators or designees are responsible for the approval of overtime prior to the performance of overtime work. Approval means time worked as directed by the Employee's supervisor and does not include casual or unscheduled time spent at work beyond the normal work day WORKDAY or work week WORKWEEK. -215 Employees at grade level APSA 12 and above are not eligible for overtime pay. However, where unusual staffing and work requirements exist, the Unit Administrator may approve compensatory time off equal to NOT TO EXCEED the number of overtime hours worked.* -216 A longevity pay plan to recognize long term employment is provided after six (6) years of continuous service with the University to regular staff working half time or more. -217 The longevity year is the twelve (12) month period beginning October 1 of each year, and ending September 30. The last date of hire will be used as the longevity date. The Employee must be engaged in active employment for thirty-nine (39) calendar weeks (273 calendar days) and be on the payroll as of October 1 of the longevity year. Six (6) years or more of continuous service as of October 1 of the longevity year is required for eligibility. -218 Eligible Employees who have periods of inactive service totaling ninety-three (93) days or more during a longevity year will not receive a longevity payment that year and will have the longevity date adjusted for future years. -219 Military leave of absence will not adjust the longevity date. -220 Full-time Employees who terminate prior to October 1 who are sixty-five (65) years of age and have five (5) or more years of full-time service, or who meet the minimum University retirement requirements will receive a prorated longevity payment. -221 Employees who are not on the active payroll due to layoff, but who otherwise meet the eligibility criteria, will receive a longevity payment. -222 Employees who are on leave of absence on October 1, but otherwise meet the eligibility criteria, will receive a longevity payment upon return to work. Payment is scheduled annually on the first working day of December and is computed as a percentage of the Employee's annual base rate of pay as of September 1 of the calendar year in which the longevity payment is made. Base rate of pay shall not include overtime or premium pay. -223 If an Employee is not on the payroll September 1, the rate to be used is the Employee's rate of pay upon their return. Longevity pay shall not exceed the longevity pay schedule. 224 PAYMENT SCHEDULE: * Refer to Letter of Agreement, page 111 . Years of Continuous Service Annual Longevity Pay % of First $9,500 of Annual Wage 6 through 9 years 2% 10 through 13 years 3% 14 through 17 years 4% 18 through 21 years 5% 22 through 25 years 6% 26 or more years 8% -225 Three-quarter (3/4) time Employees: Percentage of first $7,125 of annual wage. -226 One-half (1/2) time Employees: Percentage of $4,750 of annual wage. -227 This section presents a broad overview of the various benefit plans, education and retirement programs available to Employees and eligible dependents. Each benefit plan is described briefly on the following pages. Complete information and descriptive details of benefits may be obtained from the Benefits Office or the referred division within MSU Human Resources. If there is any misunderstanding regarding any of the programs described below, the provisions of the Master Contracts GOVERNING PLAN DOCUMENTS on file will prevail. -228 Wherever the term "full-time Employee" is used, this is understood to include those Employees on flexible appointments.

’ Compensation Programs. SALARY INCREASE 20152019 A. Twenty‐five Twenty-five percent (25%) of the two and one‐half three-quarters percent (2.52.75%) general salary increase funds shall be provided to all Employees in the bargaining unit. B. Seventy‐five Seventy-five percent (75%) of the two and one‐half three-quarters percent (2.52.75%) general salary increase funds will be allocated on the basis of merit in accordance with the October 1997 merit pay guidelines developed by the parties among Employees who have received no less than a are not considered as “meets does not meet” expectations” rating on the last Employee evaluation. For purposes of this provision, an Employee shall not be considered “does not meet” until the Employee’s performance is considered “does not meet” in two (2) consecutive evaluations and, provided further, that the exercise of any right provided by this Agreement or the use of any benefit provided by this Agreement shall not be considered in whole or in part, for purposes of the October 1997 Merit Pay Guidelines. -201 Effective October 1, 20162020, one two and three-quarters percent (1.02.75%) general salary increase funds, calculated on the total salary base as of September 30, 20162020, will be made available to Employees. The funds will be allocated in the following manner: A. Fifty percent (50%) of the two and three-quarters percent (2.75%) general salary increase funds shall be provided to all Employees in the bargaining unit. The amount . B. Fifty percent (50%) of the two and three quarters percent (2.75%) general salary increase funds will be based allocated on the 2014 Memorandum basis of Understanding between merit in accordance with the University and the Coalition of Labor Organizations which is separately ratified and signed October 1997 Merit Pay Guidelines developed by the Associationparties among Employees who are not considered as “does not meet” expectations. ‐198 For purposes of this provision, an Employee shall not be considered “does not meet” until the Employee’s performance is considered “does not meet” in two (2) consecutive evaluations and, provided further, that the exercise of any right provided by this Agreement or the use of any benefit provided by this Agreement shall not be considered in whole or in part, for purposes of the October 1997 Merit Pay Guidelines. -202 Effective October 1, 2017 2021 and October 1, 20182022, general salary increase funds calculated on the total salary base as of September 30, 2017 2021 and September 30, 20182022, respectively, will be made available for all Employees, the amount of which will be based on the 2014 January 1, 2018 – December 31, 2021 Memorandum of Understanding between Michigan State University and the Coalition of Labor Organizations, (MSU/Coalition Memorandum) which was separately ratified and signed by the Association. The general salary increase funds will be allocated in the following manner: A. Twenty‐five Fifty (2550%) percent of the increase shall be provided to all Employees in the bargaining unit. B. Seventy‐five Fifty (7550%) percent of the increase will be allocated on the basis of merit in accordance with the October 1997 Merit Pay Guidelines developed by the parties among Employees who have received no less than a “meets expectations” rating on the last Employee evaluation. For purposes of this provision, an Employee shall not be considered “does not meet” until the Employee’s performance is considered to be “does not meet” in two (2) consecutive evaluations and, provided further, that the exercise of any right provided by this Agreement or the use of any benefit provided by this Agreement shall not be considered in whole or in part, for purposes of the October 1997 Merit Pay Guidelines. ‐199 -203 For increases effective October 1, 2017 2021 and October 1, 20182022, if general increase salary funds equate to one percent (1%) or less, one hundred percent (100%) of the increase shall be provided to all Employees in the bargaining unit. Should the general increase be greater than one percent (1%), the increase shall be allocated as described in Paragraph 198 202 A & B. ‐200 -204 All funds made available by the Employer for general increases shall be expended on the salary of Employees in the bargaining unit. The Employer agrees that within thirty (30) days of distribution of raise funds, it will present to the Association documentation of the complete expenditure of the general increases that were required to be expended on the APSA membership. ‐201 -205 Progression increases will be given to Employees who have completed at least one (1) year of University service on each January 1, or upon satisfactory completion of one (1) year's service; whose current performance is determined to be not less than satisfactory; and whose salary is less than one hundred twenty‐five twenty-five (125%) percent of the minimum hiring level. For Sergeants, see Article 25 (Police Sergeants Special Provisions). ‐202 -206 For the term of this Agreement, eligible Employees have an opportunity to reach one hundred twenty‐five twenty-five (125%) percent of the minimum hiring rate for their level. Attainment of the one hundred twenty‐five twenty-five (125%) percent level will be achieved in increments of three (3%) percent up to the one hundred twenty‐five twenty-five (125%) percent level. Employees will not receive progression increases if they have less than a satisfactory overall rating on the latest Employee evaluation. The salary progression program is not available to the Sergeants since their step increases occur on their anniversary dates following promotion. ‐203 -207 Special merit increases or advancement on the salary schedule may be granted during the budget year with appropriate approvals. Merit allocation guidelines have been developed by the parties to assist administration in making merit allocation decisions. The Employer and the Association will review merit allocation results in each year of the Agreement to determine the effectiveness of the guidelines and compensation programs. ‐204 -208 Minimum hiring levels will be determined by the Employer. 8 $33,225 35,135 $41,531 43,919 9 $35,898 37,962 $44,873 47,453 10 $38,754 40,983 $48,443 51,229 11 $41,872 44,280 $52,340 55,350 12 $45,215 47,815 $56,519 59,769 13 $48,817 51,624 $61,021 64,530 14 $52,720 55,751 $65,900 69,689 15 $56,939 60,213 $71,174 75,266 16 $61,490 65,025 $76,863 81,281 17 $66,411 70,299 $83,104 ‐205 87,786 -209 Employees who are below the new minimum for their classification level will be brought to the new minimum. The new minimum rates are effective as of October 1, 20152019. ‐206 -210 Effective October 1, 20162020, October 1, 2017 2021 and October 1, 20182022, the Minimum Hiring Rates will increase by the percentage of the October 1, 20162020, October 1, 2017 2021 and October 1, 20182022, general salary increases respectively.