SALARY AND COMPENSATION Clause Samples

SALARY AND COMPENSATION. The salary of each classification included within the Association shall be the amounts shown in Appendices A-L attached to this Agreement. It is understood and agreed that these salary schedules supersede any other salary schedule previously in effect. Positions are as shown in Appendices M-O.

SALARY AND COMPENSATION. A. SALARY SCHEDULE 4 B. 14-STEP SALARY PLAN 4 C. INITIAL SALARY 4 D. ADVANCEMENT IN SALARY 5 E. “Y” RATE 9 F. PAY DATES 9 G. SHIFT PAY 9 H. DIFFERENTIAL PAY 9 I. WORKING OUT-OF-CLASS 15 J. OUT-OF-CLASS/UPGRADE APPEAL 18 K. UNIFORMS 18 L. DRESS CODE 20 M. TOOL ALLOWANCE 21 N. MILEAGE REIMBURSEMENT 21 A. §125 FLEXIBLE BENEFIT PLAN CONTRIBUTION 22 B. CITY § 125 FRINGE BENEFIT CONTRIBUTION 23 C. LIFE INSURANCE 26 D. MEDICARE 26 E. EDUCATIONAL TUITION REIMBURSEMENT 27 F. WELLNESS PROGRAM 27

SALARY AND COMPENSATION. Salary will be adjusted proportionately according to changes in the individual teacher's full-time equivalency (FTE) and / or the number of contract days (not including COVID-19 recovery days described above). For the 2021-2022 school year, each teacher's pay shall be as set forth in Appendix B, subject to the following limitations:

SALARY AND COMPENSATION. SECTION A SALARY SCHEDULE

SALARY AND COMPENSATION. Each Participating Agency is responsible for providing its respective personnel with salaries, benefits, and overtime in accordance with FLSA regulations

SALARY AND COMPENSATION. In consideration of a gross salary to be jointly agreed upon no later than June 30, 2018, the Superintendent hereby agrees to devote such time, skill, labor and attention to this employment, during the term of this Agreement as otherwise provided in this Agreement, and to perform faithfully the duties of the Superintendent of Schools for this School District as set forth in this Agreement. The annual salary shall be paid in equal installments in accordance with the policy of the Board governing payment of salary to other certificated members of the professional staff. The gross salary shall be no less than the Superintendent’s current gross salary of TWO HUNDRED AND FIFTY-FOUR THOUSAND, ONE HUNDRED AND NINETY- FOUR DOLLARS ($254,194.00) per annum. i. For each subsequent year of the Agreement, the Board shall consider an increase in the compensation for the Superintendent based on the attainment of the metrics required by the goals and indicators of student performance and academic achievement. It is contemplated that any increase shall be in the form of an Employer contribution to a Section 403(b) plan. ii. In addition to the salary paid by the Board as expressed in Section 3, the Board shall pick up and pay, on the Superintendent’s behalf, the Superintendent’s entire contribution to the Illinois Teachers’ Retirement System pension fund (“TRS”) during the full term of this Agreement. It is the intention of the parties to qualify all such payments picked up and paid by the Board on the Superintendent’s behalf as employer payments pursuant to Section 414(h) of the Internal Revenue Code of 1986, as amended. The Superintendent shall have no right or claim to the funds so remitted, except as they may subsequently become available upon retirement or resignation from the Illinois Teachers’ Retirement System. Both parties acknowledge that the Superintendent did not have the option of choosing to receive the contributed amounts directly, instead of having such contributions paid by the Board to the Illinois Teachers’ Retirement System, and further acknowledge that such contributions are made as a condition of employment to secure the Superintendent’s future services, knowledge and experience. iii. The Board shall pick up and pay on behalf of the Superintendent the Superintendent’s entire contribution to the Teachers’ Health Insurance Security (“THIS”) fund. The Board will remit THIS contribution to the TRS as the funds’ collection agent. The THIS payment made by th...

SALARY AND COMPENSATION. The Confidential/Director group proposes a 3.35% salary increase to be disbursed across the following 3 years based on the parameters set forth below. The Confidential/Director group and District will determine an implementation strategy for classification compensation once the result of the classification study is known. 16/17: • The District will maintain the current H&W cap of $18,456. Employees pay anything over this cap with a monthly payroll deduction depending on medical option selected. Employee medical premium payments can be made via a pre-tax Section 125 Plan option when available. • The Confidential/Director group proposes the equivalent to a 1% salary increase applied equally on the salary schedule effective February 1, 2017. • The District will provide a one-time, off schedule payout of $400 for each currently employed C/D employee. 17/18: • The District will maintain the current H&W cap of $18,456. Employees pay anything over this cap with a monthly payroll deduction depending on medical option selected. Employee medical premium payments can be made via a pre-tax Section 125 Plan option when available. • The Confidential/Director group proposes the equivalent to a 1.5% salary increase allotted to the group members’ classification process. • If the classification process calls for less than 1.5%, any differential will be applied equally on the salary schedule. • A new salary schedule for Confidentials/Directors will be constructed after completion of the classification study. • The topic of salary for all C/D group members may be reopened in the fall of 2017 should there be a growth of 80 funded, resident FTES over the 16/17 budgeted FTES number of 1761; if the state issues a COLA of 3% or greater; should the District total benefit plan (based on the Tri County Schools Insurance Group Basic Plan) be greater than $19,000 for fiscal year 17/18; or if the Basic Plan were to change significantly, to where the maximum out of pocket expense (deductible + coinsurance) increases 10% or more from the 16/17 fiscal year. 18/19: • The District will maintain the current H&W cap of $18,456. Employees pay anything over this cap with a monthly payroll deduction depending on medical option selected. Employee medical premium payments can be made via a pre-tax Section 125 Plan option when available. • The Confidential/Director group proposes the equivalent to a .85% salary increase allotted to the group members’ classification process. • If the classification p...

SALARY AND COMPENSATION. SECTION A SALARY SCHEDULE 1. Effective November 8, 2015, the salaries for all BCEA titles and incumbent employees will be increased by 1.5%. 2. Effective June 19, 2016, the salaries for all BCEA titles and incumbent employees will be increased by 2.5%. 3. Effective June 18, 2017, the salaries for all BCEA titles and incumbent employees will be increased by 1%.

SALARY AND COMPENSATION. Section 6.1 The parties agree to a new salary schedule, attached as Appendix A, effective January 1, 2022, which includes an on-schedule salary increase for all bargaining unit members of a minimum of 2.5%. CSEA and the Agency agree to an off-schedule payment for bargaining unit members employed during the 2020-2021 school year (from July 1, 2020 – June 30, 2021). • Payment for bargaining unit members* will be based on the member’s projected Range and Step as of January 1, 2022. • In order to calculate the off-schedule payment, each bargaining unit member’s* projected January 1, 2022 Range and Step will be determined as of August 2, 2021, based on their current job position. • The off-schedule payment shall be calculated based on all CSEA wages earned in the 2020-2021 school year (from July 1, 2020 – June 30, 2021). • Upon ratification and board approval, payment will be issued as soon as practicable. Bargaining unit members* ** who fall under the following Ranges and Steps on the salary schedule effective January 1, 2022, will receive a 2% off-schedule payment: ▪ Bargaining unit members who will be at Range 106 & 107 on Steps 1 through 5. ▪ Bargaining unit members who will be at Range 108 on Steps 1 through 4. ▪ Bargaining unit members who will be at Range 109 on Steps 1 through 3. ▪ Bargaining unit members who will be at Range 110 on Steps 1 & 2. ▪ Bargaining unit members who will be at Range 111 on Step 1. All remaining bargaining unit members* ** will receive a 6% off-schedule payment. * Former bargaining unit members (no longer with the Agency or became a substitute employee) will have their Range and Step determined for their off-schedule payment based on their position at time of separation. ** Bargaining unit members who did not have earnings in the 2020-2021 school year will not be eligible to receive the off-schedule payment. Article 7.1. 1 was modified to read: