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.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
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 8.1 The 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 for each position in the bargaining unit shall remain as provided in the Salary Schedule found in Appendix A of days per year worked divided by 12 monthsthis Agreement.
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. 8.2 All regular paychecks of employees in the bargaining unit shall be paid once per month. Checks will normally be delivered on the last working day of the month except if the normal pay date falls on a holiday the paycheck shall be issued monthlyon the preceding workday.
10.4 Whenever it 8.3 Any payroll error resulting in insufficient payment for an employee shall be corrected and a supplemental check issued not later than five (5) working days after the employee provides notice to the payroll department.
8.4 Any paycheck for an employee which is determined that an error has been made lost, or not delivered within five (5) days if mailed, shall be replaced as soon as practicable following the employees' notification to the payroll department of the check's disappearance.
8.5 Any employee who receives a change to a higher classification shall be placed on the appropriate range and step of the new classification which will insure at least a five (5) percent increase in pay as a result of the calculation or reporting of any classified employee’s salary which results change in an under payment to classification when step and range allows.
8.6 Any employee in 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 required to use his/her representative, provide any and vehicle on District business shall be reimbursed at the rate approved by IRS per mile for all relevant information to the employee that supports miles driven on behalf of 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 8.7 Longevity schedule shall be as follows: 10 years of service, $25.00 monthly; 15 years of service, $35.00 monthly; 20 years of service $45.00 monthly; 25 years of service, $55.00 monthly; and 30 years of service at $65.00 per month shall be paid.
8.8 Employees working normally only on days when school is in session shall have their salaries computed on the number of paid days, including vacation and holidays, and paid in ten (10) equal payments unless otherwise requested by the employee. Days worked in excess shall be compensated at the regular or overtime rate whichever is applicable.
8.9 Any employee in the bargaining unit who, as a written agreement and signed by both parties. If the employee does not agree that an overpayment has been maderesult of work assignment, must have meals or lodging away from the District shall be required reimbursed for the full cost of the meals or be provided meals by the District. The guidelines for meals and lodging shall be based upon Board Policy #3350 and Regulation 3350.
8.10 The District will pay the agreed upon contribution to follow PERS for all classified regular employees working 20 hours per week or more.
8.11 Should the applicable State cost of the total PERS payment on behalf of covered employees in the classified service exceed 18.00% in any year, covered employees will pay any amount in excess of 18.00% not to exceed a total of 7.0%. Employees hired after July 1, 2011, shall pay the full employee share of PERS (seven percent – 7.0%).
8.12 Designation of 10, 11, and Federal laws regarding wage garnishment12 Month Employees: Ten (10) month employees work either 149, 166, 180, 186, 190, 193, or 195 contract workdays. Eleven (11) month employees work either 200 or 205 contract workdays. Twelve (12) month employees work 260 contract workdays.
8.13 In any year where the work year consists of 261 possible workdays for twelve month employees, the work calendar for those employees shall be modified so that there totals only 260 days. One day shall be considered a non-work, non-paid day to be taken with the approval of the immediate supervisor.
8.14 The salary schedule for classified employees shall be increased by two percent (2%) effective July 1, 2018. In no instance addition, an off-schedule bonus in the amount of three percent (3%) will be paid on the District unilaterally attempt adjusted 2018/2019 salary schedule. Payment for the 2018-2019 year will be paid by June 30, 2019. One percent (1.0%) of the above referenced off-schedule bonus is in consideration for two (2) Professional Development Days added to recoup an alleged overpayment without meeting with the affected employee.
10.6 The hourly 2019-2020 work year. All employees will receive two (2) additional workdays at their normal rate of pay. This is clarified below: 12 month employees - 262 paid workdays at their normal 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 11 month employees - 2 additional workdays at their normal rate of pay 10 month employees - 2 additional workdays at their normal rate of pay
8.15 The District shall include any shift differential and/or longevity required to be paid under this Agreementprovide a one percent (1.0%) off-schedule payment each year that the instructional calendar calls for 181 days of student instruction.
A. Beginning in the 20148.16 The salary schedule for classified employees shall be increased by three percent (3%) effective July 1, 2021. In addition, a one-15 school year, time off schedule payment of $2,000 for employees will be entitled to whose contracted hours are 5 hours or more per day. Employees whose contracted hours are less than 5 hours per day shall receive a 3% longevity increase after 15 years one-time payment 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$1,000.00.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
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 8.1 The 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 for each position in the bargaining unit shall remain as provided in the Salary Schedule found in Appendix A of days per year worked divided this Agreement. The schedule in effect on June 30, 2012 shall remain throughout the 2012/13 school year. Should another bargaining unit receive a greater salary package increase for 2012/13, it is agreed that the District will provide a reopener to CSEA. The salary schedule in effect on June 30, 2013 shall be adjusted upwards by 12 monthsthree percent (3.0%) effective July 1, 2013. Adjustment would be limited to base wages and timesheet adjustments would be form the time of ratification forward. The 2013/2014 salary schedule shall be adjusted by an additional three percent (3.0%) effective July 1, 2014.
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. 8.2 All regular paychecks of employees in the bargaining unit shall be paid once per month. Checks will normally be delivered on the last working day of the month except if the normal pay date falls on a holiday the paycheck shall be issued monthlyon the preceding workday.
10.4 Whenever it 8.3 Any payroll error resulting in insufficient payment for an employee shall be corrected and a supplemental check issued not later than five (5) working days after the employee provides notice to the payroll department.
8.4 Any paycheck for an employee which is determined that an error has been made lost, or not delivered within five (5) days if mailed, shall be replaced as soon as practicable following the employees' notification to the payroll department of the check's disappearance.
8.5 Any employee who receives a change to a higher classification shall be placed on the appropriate range and step of the new classification which will insure at least a five (5) percent increase in pay as a result of the calculation or reporting of any classified employee’s salary which results change in an under payment to classification when step and range allows.
8.6 Any employee in 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 required to use his/her representative, provide any and vehicle on District business shall be reimbursed at the rate approved by IRS per mile for all relevant information to the employee that supports miles driven on behalf of 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 8.7 Longevity schedule shall be as follows: 10 years of service, $25.00 monthly; 15 years of service, $35.00 monthly; 20 years of service $45.00 monthly; and 25 years of service, $55.00 monthly. Effective September 1, 2007 an additional longevity payment for 30 years of service at $65.00 per month shall be paid.
8.8 Employees working normally only on days when school is in session shall have their salaries computed on the number of paid days, including vacation and holidays, and paid in ten (10) equal payments unless otherwise requested by the employee. Days worked in excess shall be compensated at the regular or overtime rate whichever is applicable.
8.9 Any employee in the bargaining unit who, as a written agreement and signed by both parties. If the employee does not agree that an overpayment has been maderesult of work assignment, must have meals or lodging away from the District shall be required reimbursed for the full cost of the meals or be provided meals by the District. The guidelines for meals and lodging shall be based upon Board Policy #4233 and Regulation 4233.
8.10 The District will pay the agreed upon contribution to follow PERS for all classified regular employees working 20 hours per week or more.
8.11 Should the applicable State cost of the total PERS payment on behalf of covered employees in the classified service exceed 18.00% in any year, covered employees will pay any amount in excess of 18.00% not to exceed a total of 7.0%. Employees hired after July 1, 2011, shall pay the full employee share of PERS (seven percent – 7.0%).
8.12 Designation of 10, 11, and Federal laws regarding wage garnishment12 Month Employees: Ten (10) month employees work either 166, 180, 186, 190, 193, or 195 contract workdays. Eleven (11) month employees work either 200 or 205 contract workdays. Twelve (12) month employees work 260 contract workdays.
8.13 In no instance will any year where the District unilaterally attempt workyear consists of 261 possible workdays for twelve month employees, the work calendar for those employees shall be modified so that there totals only 260 days. One day shall be considered a non-work, non-paid day to recoup an alleged overpayment without meeting be taken with the affected employeeapproval of the immediate supervisor.
10.6 8.14 The hourly rate of District to pay for each classification in the a one-time, off-schedule, bonus equivalent to seven hundred nine dollars ($709.00) to all bargaining unit shall be in accordance with Appendix A which is attached members who do not receive district paid health and welfare benefits on the July 2013 pay warrant. The District to this agreement A pay a one-time, off-schedule, bonus equivalent to two hundred eighty-nine dollars ($289.00) to all bargaining unit member’s regular rate of members who do receive district paid health and welfare benefits on the July 2013 pay shall include any shift differential and/or longevity required to be paid under this Agreementwarrant.
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.
Appears in 1 contract
Sources: Collective Bargaining Agreement
PAY AND ALLOWANCES. 10.1 For 9.1 The District and CSEA Chapter 620 agree to the 2019/20 negotiations on-schedule salary adjustment of 2%, effective July 1, 2018. Effective July 1, 2019, an additional 0.5% on-schedule salary adjustment will be implemented. Such increase shall be notwithstanding the Parties agree toright by CSEA to reopen negotiation on salary for fiscal year 2019- 2020, in accord with Article 2.4.
9.2 Placement on the Salary Schedule:
A. In 2018/199.2.1 Permanent employees of the unit promoted to a higher classification shall be placed on the schedule at a level which would give them at least a five percent (5%) raise and thereafter progress in the same manner as probationary employees until the maximum regular step is reached.
9.2.2 After the original allocation, all employees reallocation of classifications to a higher range on the salary schedule may be made by the District without negotiation or consultation if and when it determines that the classification salary level is not adequate to resolve recruitment difficulties or position turnover. The District will provide the Union with advance notice of implementing such action.
9.3 Advancement on the Salary Schedule:
9.3.1 Qualification for step movements during the term hereof shall occur on the first day of each fiscal year for those unit members who will not receive the Classified School Employee Summer Assistance Program have been in 2019/20 will receive a one time stipend worth 2% working status (as opposed to a paid status) for at least seventy five percent (75%) of their yearly regular salary.
B. In 2019/20working year. For purposes of this Section only, 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 are to be considered as working days. In cases where an employee is promoted to a higher level job classification, one must serve at least seventy five percent (75%) divided by 12 months. All regular paychecks in assignment to be eligible for step advancement.
9.3.2 Notwithstanding Section 9.3.1 above, advancement on the salary schedule shall not occur if the overall evaluation rating is not "Meets Standards" or higher, provided, however, that if a unit member receives an overall evaluation of employees in the bargaining unit less than "Meets Standards" he/she shall be issued monthlyentitled to again be evaluated in not less than thirty (30) nor more than sixty (60) working days. The evaluator shall personally observe the unit member during the "re-evaluation” period. If the member receives a "Meets Standards" or higher rating on this evaluation, the step increase shall be effective the first day of the following month. If, however, the overall rating is still less than "Meets Standards" the member will not be eligible to receive his/her step increase.
10.4 Whenever it is determined that an error has been made 9.3.2.1 If the procedures listed in 9.3.2 are not followed by the calculation or reporting evaluator of any classified employee’s salary which results in an under payment to the bargaining unit member, then advancement on the District shallsalary schedule shall be retroactive, within 5 working days following such determination, provide the employee with a statement of the correction and a supplemental payment drawn against any available fundsif necessary to July 1.
10.5 Whenever it is determined that an error has been made 9.3.2.2 If the unit member does not improve their performance evaluation to “Meets Standards” in the calculation or reporting second evaluation and their salary advancement is frozen at the current step; the unit member shall have the right to utilize the disciplinary appeal process in the Personnel Commission Rules and Regulations.
9.4 When a bargaining unit member is required to perform duties 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 a higher classification than those regularly assigned to his/her representativecurrent position by the governing board for a full work day or work shift, provide any and all relevant information the salary of the affected bargaining unit member shall be adjusted upwards to the employee lowest step of the higher classification that supports is at least five percent (5%) over his/her current hourly rate for the District’s opinion entire time period that an overpayment has occurredhe/she performs the higher level duties.
10.5.1 If the employee agrees that 9.4.1 A unit member on an overpayment has occurred, the District and the Employee shall agree active eligibility list may request to a repayment plan, which work out of class for listed job openings. Such requests 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 made 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 DistrictPersonnel Department.
Appears in 1 contract
Sources: Collective Bargaining Agreement
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 8.1 The 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 for each position in the bargaining unit shall remain as provided in the Salary Schedule found in Appendix A of days per year worked divided by 12 monthsthis Agreement.
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. 8.2 All regular paychecks of employees in the bargaining unit shall be paid once per month. Checks will normally be delivered on the last working day of the month except if the normal pay date falls on a holiday the paycheck shall be issued monthlyon the preceding workday.
10.4 Whenever it 8.3 Any payroll error resulting in insufficient payment for an employee shall be corrected and a supplemental check issued not later than five (5) working days after the employee provides notice to the payroll department.
8.4 Any paycheck for an employee which is determined that an error has been made lost, or not delivered within five (5) days if mailed, shall be replaced as soon as practicable following the employees' notification to the payroll department of the check's disappearance.
8.5 Any employee who receives a change to a higher classification shall be placed on the appropriate range and step of the new classification which will insure at least a five (5) percent increase in pay as a result of the calculation or reporting of any classified employee’s salary which results change in an under payment to classification when step and range allows.
8.6 Any employee in 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 required to use his/her representative, provide any and vehicle on District business shall be reimbursed at the rate approved by IRS per mile for all relevant information to the employee that supports miles driven on behalf of 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 8.7 Longevity schedule shall be as follows: Effective January 1, 2025 10 years of service, $50.00 monthly; 15 years of service, $70.00 monthly; 20 years of service $90.00 monthly; 25 years of service, 110.00 monthly; and 30 years of service at $130.00 per month shall be paid.
8.8 Employees working normally only on days when school is in session shall have their salaries computed on the number of paid days, including vacation and holidays, and paid in ten (10) equal payments unless otherwise requested by the employee. Days worked in excess shall be compensated at the regular or overtime rate whichever is applicable.
8.9 Any employee in the bargaining unit who, as a written agreement and signed by both parties. If the employee does not agree that an overpayment has been maderesult of work assignment, must have meals or lodging away from the District shall be required reimbursed for the full cost of the meals or be provided meals by the District. The guidelines for meals and lodging shall be based upon Board Policy #3350 and Regulation 3350.
8.10 The District will pay the agreed upon contribution to follow PERS for all classified regular employees working 20 hours per week or more.
8.11 Should the applicable State cost of the total PERS payment on behalf of covered employees in the classified service exceed 18.00% in any year, covered employees will pay any amount in excess of 18.00% not to exceed a total of 7.0%. Employees hired after July 1, 2011, shall pay the full employee share of PERS (seven percent – 7.0%).
8.12 Designation of 10, 11, and Federal laws regarding wage garnishment12 Month Employees: Ten (10) month employees work either 149, 166, 180, 186, 190, 193, or 195 contract workdays. Eleven (11) month employees work either 200 or 205 contract workdays. Twelve (12) month employees work 260 contract workdays.
8.13 In no instance will any year where the District unilaterally attempt work year consists of 261 possible workdays for twelve month employees, the work calendar for those employees shall be modified so that there totals only 260 days. One day shall be considered a non-work, non-paid day to recoup an alleged overpayment without meeting be taken with the affected employeeapproval of the immediate supervisor.
10.6 8.14 The hourly rate of pay salary schedule for each classification in the bargaining unit classified employees shall be in accordance with Appendix A which is attached increased by one percent (1.0%) effective July 1, 2024. Retroactive pay would be on contracted hours only and not include extra time or overtime worked. Should any other bargaining units receive a higher salary schedule adjustment than received by CSEA, the parties agree to this agreement A bargaining unit member’s regular rate of pay shall include any shift differential and/or longevity required reopen negotiations to be paid under this Agreementaddress compensation.
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.
Appears in 1 contract
Sources: Collective Bargaining Agreement
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 8.1 The 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 for each position in the bargaining unit shall remain as provided in the Salary Schedule found in Appendix A of days per year worked divided by 12 monthsthis Agreement.
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. 8.2 All regular paychecks of employees in the bargaining unit shall be paid once per month. Checks will normally be delivered on the last working day of the month except if the normal pay date falls on a holiday the paycheck shall be issued monthlyon the preceding workday.
10.4 Whenever it 8.3 Any payroll error resulting in insufficient payment for an employee shall be corrected and a supplemental check issued not later than five (5) working days after the employee provides notice to the payroll department.
8.4 Any paycheck for an employee which is determined that an error has been made lost, or not delivered within five (5) days if mailed, shall be replaced as soon as practicable following the employees' notification to the payroll department of the check's disappearance.
8.5 Any employee who receives a change to a higher classification shall be placed on the appropriate range and step of the new classification which will insure at least a five (5) percent increase in pay as a result of the calculation or reporting of any classified employee’s salary which results change in an under payment to classification when step and range allows.
8.6 Any employee in 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 required to use his/her representative, provide any and vehicle on District business shall be reimbursed at the rate approved by IRS per mile for all relevant information to the employee that supports miles driven on behalf of 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 8.7 Longevity schedule shall be as follows: 10 years of service, $25.00 monthly; 15 years of service, $35.00 monthly; 20 years of service $45.00 monthly; and 25 years of service, $55.00 monthly. Effective September 1, 2007 an additional longevity payment for 30 years of service at $65.00 per month shall be paid.
8.8 Employees working normally only on days when school is in session shall have their salaries computed on the number of paid days, including vacation and holidays, and paid in ten (10) equal payments unless otherwise requested by the employee. Days worked in excess shall be compensated at the regular or overtime rate whichever is applicable.
8.9 Any employee in the bargaining unit who, as a written agreement and signed by both parties. If the employee does not agree that an overpayment has been maderesult of work assignment, must have meals or lodging away from the District shall be required reimbursed for the full cost of the meals or be provided meals by the District. The guidelines for meals and lodging shall be based upon Board Policy #3350 and Regulation 3350.
8.10 The District will pay the agreed upon contribution to follow PERS for all classified regular employees working 20 hours per week or more.
8.11 Should the applicable State cost of the total PERS payment on behalf of covered employees in the classified service exceed 18.00% in any year, covered employees will pay any amount in excess of 18.00% not to exceed a total of 7.0%. Employees hired after July 1, 2011, shall pay the full employee share of PERS (seven percent – 7.0%).
8.12 Designation of 10, 11, and Federal laws regarding wage garnishment12 Month Employees: Ten (10) month employees work either 149, 166, 180, 186, 190, 193, or 195 contract workdays. Eleven (11) month employees work either 200 or 205 contract workdays. Twelve (12) month employees work 260 contract workdays.
8.13 In no instance will any year where the District unilaterally attempt workyear consists of 261 possible workdays for twelve month employees, the work calendar for those employees shall be modified so that there totals only 260 days. One day shall be considered a non-work, non-paid day to recoup an alleged overpayment without meeting be taken with the affected employeeapproval of the immediate supervisor.
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.
Appears in 1 contract
Sources: Collective Bargaining Agreement
PAY AND ALLOWANCES. 10.1 For 9.1 The District and CSEA agree to no salary increase for 2012-2013; however should UACT, CVPPA, management positions, and/or confidential positions receive a salary increase for 2012-13, the 2019/20 District agrees to reopen negotiations with CSEA with respect to unit member salary compensation for 2012-2013.
9.2 Advancement on the Parties agree toSalary Schedule:
A. In 2018/19, all employees 9.2.1 Qualification for step movements during the term hereof shall occur on the first day of each fiscal year for those unit members who will not receive the Classified School Employee Summer Assistance Program have been in 2019/20 will receive a one time stipend worth 2% working status (as opposed to a paid status) for at least seventy five percent (75%) of their yearly regular salary.
B. In 2019/20working year. For purposes of this Section only, 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 are to be considered as working days) divided by 12 months. All regular paychecks .
9.2.2 Notwithstanding Section 9.2.1 above, advancement on the salary schedule shall not occur if the overall evaluation rating is not "Meets Standards" or higher, provided, however, that if a unit member receives an overall evaluation of employees in the bargaining unit less than "Meets Standards" he/she shall be issued monthlyentitled to again be evaluated in not less than thirty (30) nor more than sixty (60) working days. The evaluator shall personally observe the unit member during the "re-evaluation” period. If the member receives a "Meets Standards" or higher rating on this evaluation, the step increase shall be effective the first day of the following month. If, however, the overall rating is still less than "Meets Standards" the member will not be eligible to receive his/her step increase.
10.4 Whenever it is determined that an error has been made 9.2.2.1 If the procedures listed in 9.2.2 are not followed by the calculation or reporting evaluator of any classified employee’s salary which results in an under payment to the bargaining unit member, then advancement on the salary schedule shall be retroactive, if necessary to July 1.
9.2.2.2 If the unit member does not improve their performance evaluation to “Meets Standards” in the second evaluation and their salary advancement is frozen at the current step; the unit member shall have the right to utilize the disciplinary appeal process in the Personnel Commission Rules and Regulations.
9.3 Placement on the Salary Schedule:
9.3.1 Permanent employees of the unit promoted to a higher classification shall be placed on the schedule at a level which would give them at least a five percent (5%) raise and thereafter progress in the same manner as probationary employees until the maximum regular step is reached.
9.3.2 After the original allocation, reallocation of classifications to a higher range on the salary schedule may be made by the District shall, within 5 working days following such determination, without negotiation or consultation if and when it determines that the classification salary level is not adequate to resolve recruitment difficulties or position turnover. The District will provide the employee Union with a statement advance notice of the correction and a supplemental payment drawn against any available fundsimplementing such action.
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.
Appears in 1 contract
Sources: Collective Bargaining Agreement
PAY AND ALLOWANCES. 10.1 For the 2019/20 negotiations the The Parties agree to:
A. In 2018/19that all steps and ranges of the salary schedule (Appendix C of this Collective Bargaining Agreement) shall be raised by one and seven one hundredths (1.07%) effective July 1, all employees who 2024. Members active on the date of board approval will not receive the Classified School Employee Summer Assistance Program in 2019/20 will also receive a one four point five percent (4.5%) one-time stipend worth 2% of their yearly regular salaryoff schedule payment.
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% 3.1 Regular Rate of their yearly Pay
3.1.1 The 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 position 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 the designated ranges established for each classification in this Agreement.
A. Beginning 3.1.1.1 All classified employees newly hired in the 2014-15 District shall be placed on Step A of the current salary schedule (Appendix C) at the appropriate range of the designated job.
3.1.1.2 In cases where an appointee has at least five (5) years of equivalent experience within the past six (6) years in a public school yeardistrict or county office of education, employees will an appointee may be entitled placed on a higher step, not to exceed Step C.
3.1.1.3 The Director of Classified Human Resources shall evaluate the experience of all candidates for appointment at the higher step and make the decision regarding the placement.
3.1.2 If an error has caused an employee to be underpaid, all monies due to the employee shall be paid to the employee within five (5) workdays as prescribed by Education Code 45167.
3.1.2.1 If there is an overpayment to a 3% longevity increase after 15 years classified employee, the District shall notify the employee in writing of service the overpayment. The District and employee shall work out a repayment plan. All repayment plans shall be reduced to writing, signed by the District and the employee, and result in full reimbursement to the DistrictDistrict within twelve months. If an employee leaves District service with an outstanding repayment plan, any remaining funds owed the District shall be deducted from the employee’s final pay warrant. The employee shall sign a written agreement to this deduction at the time of establishment of the repayment plan. No monies shall be deducted from an employee’s salary absent a signed repayment plan as noted above, or by a valid court order.
3.1.3 If a part-time unit member concurrently fills an additional 3% after 20 years of service to part-time position in the Districtsame or lesser range, an the unit member shall be paid on the same step in the additional 3% after 25 years of service to position as in the District, and an additional 3% after 30 years of service to the Districtposition currently held.
Appears in 1 contract
Sources: Collective Bargaining Agreement