Common use of WAGES AND OVERTIME Clause in Contracts

WAGES AND OVERTIME. ‌ A. The COLT Wage Schedule in Appendix D-1 (FY2020 Wage Schedule) shall be in effect at the start of the first full pay period after July 1, 2019 to June 30, 2020. The wage schedule shall be updated at the start of the first full pay period after July 1, 2019 to reflect the step and wage increase specified in 2 and 3 below. 1. Based on the market analysis related to job families used to create the University’s wage schedule for all hourly employees as a part of the Hourly Employees Classification and Compensation Program (HECCP), July 1, 2013 to June 30, 2015 the start rate for positions in the Clerical, Office, Laboratory and Technical Unit shall be step 1 on the Wage Schedule, except for those job families listed below. Determination of start steps for positions assigned to the Clerical, Office, Laboratory and Technical Unit for future contract period wage schedules will be contingent on future market study findings. a. Start rates for the following job families shall be as indicated: b. Child Care Step 3 c. Information Technology Step 2 2. Effective at the start of the first full pay period following July 1, 2019 the COLT Wage Schedule which was in effect on June 30, 2019 shall be increased by .5%. 3. Effective July 1, 2019, a unit member with satisfactory performance will be placed on the next higher step in the appropriate wage band of the FY2020 Wage Schedule. 4. Effective July 1, 2020, unit members will be placed on the COLT Wage Schedule in ▇▇▇▇▇▇▇▇ ▇-▇ on their current step. 5. A unit member who is denied step movement based upon unsatisfactory performance on their annual evaluation who then successfully completes a performance improvement plan shall receive the step increase upon completion of the plan and achieving satisfactory performance. The step increase shall be on the date of successful completion of the plan. The anniversary date for future step increases shall not change. 6. Except as permitted under this Article and changes as a result of HECCP, the assignment of wage grades to classifications which are included within the unit will not be altered for the duration of this Agreement. 7. The following conditions apply to all wage increases and the one-time payment described in A.2.: a. A unit member must be actively employed as of the pay period in which an increase is processed to be eligible for the increase and any retroactive pay. b. Unit members at the top step for the appropriate wage grade for their classification or whose hourly rate exceeds the top step for the grade are not entitled to further step movement. 8. There shall be no entitlement to further step advancement beyond the June 30, 2021 expiration date of this Agreement and employees shall remain at their respective step until such time as further step movement is provided for in a successor collective bargaining agreement. 9. The Association and the University specifically agree that no unit member shall receive any hourly rate increase beyond the expiration date of this Agreement, except in the case of promotions described in Section B, or reclassification described in Article 8. B. The parties shall meet and discuss the development of an incentive pay program to be negotiated in a subsequent agreement. C. Unit members who are promoted to a different job in a higher wage grade shall be placed on the step of the new wage grade of the C.O.L.T. Unit Wage Schedule that provides at least a 5% increase to their hourly rate. D. Unit members who are demoted to a different job in a lower wage grade shall have their new hourly rate established in the following manner: a. calculate the percentage of the current hourly rate of the current Start Step; b. apply the resulting percentage to the Start Step in the new wage grade; c. and, place on the step that provides at least the calculated rate. E. Unit members who are transferred to another classification in the same wage grade shall retain the same hourly rate as they received in the previous job. F. The evaluation date for unit members who are promoted, demoted or transferred to a substantially different classification shall be the effective date of the promotion, demotion or transfer. The evaluation date for unit members who are transferred within the same classification or to another classification in the same wage grade which is not substantially different shall not be changed. G. The University will pay a shift differential of forty (40) cents per hour to any unit member who works a normally scheduled shift the majority of which falls between the hours of 5:00 p.m. and 8:00 a.m. Such differential will be applicable to all hours of such shift and is in addition to the unit member's regular rate of pay. H. Whenever two or more premium rates may appear applicable to the same hour or hours paid there shall be no pyramiding or adding together of such overtime or premium rates and only the higher of the applicable rates shall apply. I. All unit members shall receive pay checks by means of direct deposit/electronic funds transfer to the employee’s account at a financial institution.

WAGES AND OVERTIME. ‌All references to “anniversary date” in this Article shall mean job entry anniversary date. A. The COLT Wage Schedule in Appendix D-1 ▇▇▇▇▇▇▇▇ ▇ -▇ (FY2020 Wage ▇▇▇▇ ▇▇▇▇ Schedule) shall be in effect at the start of the first full pay period after July 1from October 2, 2019 2011 to June 30, 2020. The wage schedule shall be updated at the start of the first full pay period after July 1, 2019 to reflect the step and wage increase specified in 2 and 3 below2012. 1. Based on the market analysis related to job families used to create the University’s wage schedule for all hourly employees as a part of the Hourly Employees Classification and Compensation Program (HECCP), July 1from October 2, 2013 2011 to June 30, 2015 2013 the start rate for positions in the Clerical, Office, Laboratory and Technical Unit shall be step 1 on the Wage Schedule, except for those job families listed below. Determination of start steps for positions assigned to the Clerical, Office, Laboratory and Technical Unit unit for future contract period wage schedules will be contingent on future market study findings. a. . Start rates for the following job families shall be as indicated: b. : Child Care Step 3 c. 3 Information Technology Step 2 2. Effective at the start As a result of the first full pay period following July 1implementation of the HECCP, 2019 on October 2, 2011 unit members whose hourly rate is below the COLT Wage Schedule which was in effect applicable start rate for the assigned classification will be placed on June 30, 2019 the applicable start rate. No unit member’s hourly rate shall be increased by .5%reduced as a result of implementation of the HECCP. 3. Effective July 1As a result of the implementation of the HECCP, 2019on October 2, a 2011 unit member members who are not placed in the start rate in accordance with satisfactory performance paragraph A.2, whose hourly rate is below the top step for the wage grade applicable to their HECCP classification will be placed on the step in the Wage Schedule that is closest to their rate of pay prior to the execution of this Agreement. If the closest step for the wage grade applicable to the unit member’s classification is lower than or equal to their rate of pay prior to the execution of this Agreement, the unit member will be placed in the next higher step in the appropriate wage band of grade applicable to his/her classification in the FY2020 Wage Schedule. 4. Effective July 1October 2, 2020, 2011 unit members who did not get placed on a step in accordance with paragraph A.2 or A.3 and who are at the maximum (highest numbered) step or whose hourly rate exceeds the maximum for the appropriate wage grade as a result of the implementation of the HECCP , will receive a one-time, non-base payment equal to 1% of the employee’s annual base salary. 5. A unit member with satisfactory performance and whose hourly rate is below the top step for the wage grade applicable to the classification will be placed on the COLT next highest step in the appropriate wage grade of the FY2012 Wage Schedule in ▇▇▇▇▇▇▇▇ ▇if the second or subsequent even-▇ on their numbered anniversary of appointment to the current stepclassification falls between July 1, 2011 and June 30, 2012. The effective date of the increase will be October 2, 2011. 56. A unit member who is denied step movement based upon unsatisfactory performance on their annual evaluation who then successfully completes a performance improvement plan shall receive the step increase upon completion of the plan and achieving satisfactory performance. The step increase shall be on the date of successful completion of the plan. The anniversary date for future step increases shall not change. 67. The Clerical, Office, Laboratory and Technical Unit Wage Schedule in Appendix D-2 (FY13 Wage Schedule) shall be in effect for the period July 1, 2012 through June 30, 2013. Unit members will be placed on the FY13 Wage Schedule in the grade and step they held on the FY12 Wage Schedule as of June 30, 2012. 8. A unit member with satisfactory performance and whose hourly rate is below the top step for the wage grade applicable to the classification will be placed on the next higher step in the appropriate wage grade of the FY2013 Wage Schedule if the second or subsequent even-numbered anniversary of appointment to the current classification falls between July 1, 2012 and June 30, 2013. The effective date of the increase will be July 1, 2012. 9. A unit member who is denied step movement based upon unsatisfactory performance on their annual evaluation who then successfully completes a performance improvement plan shall receive the step increase upon completion of the plan and achieving satisfactory performance. The step increase shall be on the date of successful completion of the plan. The anniversary date for future step increases shall not change. 10. Effective July 1, 2012, unit members with satisfactory performance in the most recent evaluation whose hourly rate is at the maximum (highest numbered) step for the appropriate wage grade and who did not receive a step increase in accordance with sections A.5. or A.8. will receive a one-time non-base payment of two percent (2%) of the employee’s annual base salary. An employee with satisfactory performance, whose hourly rate exceeds the maximum for the appropriate wage grade and who did not receive a step increase in accordance with sections A.5. or A.8. will receive a one-time, non-base payment equal to two and one-half percent (2.5%) of the employee’s annual base salary. 11. All unit members hired before July 1, 2012 will receive a one-time, non-base payment of $95. This payment is intended to be used for health and wellness costs such as health premiums or co-pays, gym fees and other wellness expenses. 12. Except as permitted under this Article and changes as a result of HECCP, the assignment of wage grades to classifications which are included within the unit will not be altered for the duration of this Agreement. 713. The following conditions apply to all wage increases and the one-time payment described in A.2.increases: a. A unit member must be actively employed as of the pay period in which an increase is processed to be eligible for the increase and any retroactive pay. b. Unit members at the top maximum (highest numbered) step for the appropriate wage grade for their classification or whose hourly rate exceeds the top step maximum for the grade are not entitled to further step movement. 814. New regular unit members will be placed on a step that pays a minimum starting rate not to be less than $10.00 per hour. 15. There shall be no entitlement to further step advancement beyond the June 30, 2021 2013 expiration date of this Agreement and employees shall remain at their respective step until such time as further step movement is provided for in a successor collective bargaining agreement. 916. The Association and the University specifically agree that no unit member shall receive any hourly rate increase beyond the expiration date of this Agreement, except in the case of promotions described in Section B, or reclassification described in Article 8. B. The parties shall meet and discuss the development of an incentive pay program to be negotiated in a subsequent agreement. C. Unit members who are promoted to a different job in a higher wage grade shall be placed on the step of the new wage grade of the C.O.L.T. Unit Wage Schedule that provides at least a 5% increase to their hourly rate. D. C. Unit members who are demoted to a different job in a lower wage grade shall have their new hourly rate established in the following manner: a. calculate the percentage of the current hourly rate of the current Start Step; b. apply the resulting percentage to the Start Step in the new wage grade;. c. and, place on the step that provides at least the calculated rate. E. D. Unit members who are transferred to another classification in the same wage grade shall retain the same hourly rate as they received in the previous job. F. E. The evaluation date for unit members who are promoted, demoted or transferred to a substantially different classification shall be the effective date of the promotion, demotion or transfer. The evaluation date for unit members who are transferred within the same classification or to another classification in the same wage grade which is not substantially different shall not be changed. G. F. The University will pay a shift differential of forty (40) cents per hour to any unit member who works a normally scheduled shift the majority of which falls between the hours of 5:00 p.m. and 8:00 a.m. Such differential will be applicable to all hours of such shift and is in addition to the unit member's regular rate of pay. H. G. Whenever two or more premium rates may appear applicable to the same hour or hours paid there shall be no pyramiding or adding together of such overtime or premium rates and only the higher of the applicable rates shall apply. I. H. All unit members shall receive pay checks by means of direct deposit/electronic funds transfer to the employee’s account at a financial institution.

WAGES AND OVERTIME. ‌ A. The COLT Wage Schedule in Appendix D-1 (FY2020 FY2022 Wage Schedule) shall be in effect at the start of the first full pay period after July 1, 2019 2021 to June 30, 20202022. The wage schedule shall be updated at the start of the first full pay period after July 1, 2019 2021 to reflect the step and wage increase increases specified in 2 and 3 below. 1. Based on the market analysis related to job families used to create the University’s wage schedule for all hourly employees as a part of the Hourly Employees Classification and Compensation Program (HECCP), July 1, 2013 to June 30, 2015 the start rate for positions in the Clerical, Office, Laboratory and Technical Unit shall be step 1 on the Wage Schedule, except for those job families listed below. Determination of start steps for positions assigned to the Clerical, Office, Laboratory and Technical Unit for future contract period wage schedules will be contingent on future market study findings. a. Start rates for the following job families shall be as indicated: b. Child Care Step 3 c. Information Technology Step 2 2. Effective at the start of the first full pay period following July 1, 2019 2021 the COLT Wage Schedule which was in effect on June 30, 2019 2021 shall be increased by .5%2% plus $2.25. 3. Effective July 1, 20192022, the COLT Wage Schedule which was in effect on June 30, 2022 shall be increased by 2.5%. 4. Effective July 1, 2022, a unit member with satisfactory performance will be placed on the next higher step in the appropriate wage band of the FY2020 Wage Schedule. 4. Effective July 1, 2020, unit members will be placed on the COLT FY2023 Wage Schedule in ▇▇▇▇▇▇▇▇ ▇-▇ on their current step(Appendix D-2). 5. A unit member who is denied step movement based upon unsatisfactory performance on their annual evaluation who then successfully completes a performance improvement plan shall receive the step increase upon completion of the plan and achieving satisfactory performance. The step increase shall be on the date of successful completion of the plan. The anniversary date for future step increases shall not change. 6. Except as permitted under this Article and changes as a result of HECCP, the assignment of wage grades to classifications which are included within the unit will not be altered for the duration of this Agreement. 7. The following conditions apply to all wage increases and the one-time payment described in A.2.: a. A unit member must be actively employed as of the pay period in which an increase is processed to be eligible for the increase and any retroactive pay. b. Unit members at the top step for the appropriate wage grade for their classification or whose hourly rate exceeds the top step for the grade are not entitled to further step movement. 8. There shall be no entitlement to further step advancement beyond the June 30, 2021 2023 expiration date of this Agreement and employees shall remain at their respective step until such time as further step movement is provided for in a successor collective bargaining agreement. 9. The Association and the University specifically agree that no unit member shall receive any hourly rate increase beyond the expiration date of this Agreement, except in the case of promotions described in Section B, or reclassification described in Article 8. B. The parties shall meet and discuss the development of an incentive pay program to be negotiated in a subsequent agreement. C. Unit members who are promoted to a different job in a higher wage grade shall be placed on the step of the new wage grade of the C.O.L.T. Unit Wage Schedule that provides at least a 5% increase to their hourly rate. D. Unit members who are demoted to a different job in a lower wage grade shall have their new hourly rate established in the following manner: a. calculate the percentage of the current hourly rate of the current Start Step; b. apply the resulting percentage to the Start Step in the new wage grade; c. and, place on the step that provides at least the calculated rate. E. Unit members who are transferred to another classification in the same wage grade shall retain the same hourly rate as they received in the previous job. F. The evaluation date for unit members who are promoted, demoted or transferred to a substantially different classification shall be the effective date of the promotion, demotion or transfer. The evaluation date for unit members who are transferred within the same classification or to another classification in the same wage grade which is not substantially different shall not be changed. G. The University will pay a shift differential of forty (40) cents per hour to any unit member who works a normally scheduled shift the majority of which falls between the hours of 5:00 p.m. and 8:00 a.m. Such differential will be applicable to all hours of such shift and is in addition to the unit member's regular rate of pay. H. Whenever two or more premium rates may appear applicable to the same hour or hours paid there shall be no pyramiding or adding together of such overtime or premium rates and only the higher of the applicable rates shall apply. I. All unit members shall receive pay checks by means of direct deposit/electronic funds transfer to the employee’s account at a financial institution.

WAGES AND OVERTIME. ‌ A. The COLT Section 1. Wage Schedule For the life of this Agreement, the wage schedules set forth in Appendix D-1 (FY2020 “A” attached hereto and by this reference made a part hereof, shall remain in full force and effect. Section 2. Placement of Employees Within Wage Schedule) Schedule Newly hired probationary employees in those job classifications contained in Appendix A shall commence work with the City assigned to Step 1 or 2 of their identified wage range, “unless the position is required by the state to hold a certain level of license in order to maintain lawful compliance, i.e., “B” certification for wastewater or “S2/D2” for Water Dept.,” with such placement to be determined exclusively by the City Manger taking into account the new hire's qualifications. Upon successful completion of his probationary period, each new hire shall be in effect at the start of the first full pay period after July 1, 2019 to June 30, 2020. The wage schedule shall be updated at the start of the first full pay period after July 1, 2019 to reflect the step and eligible for a wage increase specified in 2 and 3 below. 1. Based of one full step within his position's wage range, with said increase to take effect on the market analysis related to job families used to create the University’s wage schedule for all hourly employees as a part of the Hourly Employees Classification and Compensation Program (HECCP), July 1, 2013 to June 30, 2015 the start rate for positions in the Clerical, Office, Laboratory and Technical Unit shall be step 1 on the Wage Schedule, except for those job families listed below. Determination of start steps for positions assigned to the Clerical, Office, Laboratory and Technical Unit for future contract period wage schedules will be contingent on future market study findings. a. Start rates for the 1st following job families shall be as indicated: b. Child Care Step 3 c. Information Technology Step 2 2. Effective at the start of the first full pay period following July 1, 2019 the COLT Wage Schedule which was in effect on June 30, 2019 shall be increased by .5%. 3. Effective July 1, 2019, a unit member with satisfactory performance will be placed on the next higher step in the appropriate wage band of the FY2020 Wage Schedule. 4. Effective July 1, 2020, unit members will be placed on the COLT Wage Schedule in ▇▇▇▇▇▇▇▇ ▇-▇ on their current step. 5. A unit member who is denied step movement based upon unsatisfactory performance on their annual evaluation who then successfully completes a performance improvement plan shall receive the step increase upon completion of the plan and achieving satisfactory performance. The step increase shall be on the date of successful completion of the planprobationary period. The anniversary date for future step increases This increase shall not change. 6. Except as permitted under this Article be based on a merit review (performance evaluation) by the employee's supervisor and changes as a result of HECCP, shall be at the assignment of wage grades to classifications which are included within the unit will not be altered for the duration of this Agreement. 7. The following conditions apply to all wage increases and the one-time payment described in A.2.: a. A unit member must be actively employed as discretion of the pay period in which an increase is processed to City Manager. Thereafter, such employees shall be eligible for consideration of further merit increases of one step per year based on a merit review conducted by their supervisor on or around July 1st of each year following the end of their probationary period. Employees shall be granted a step increase if their written performance evaluation rates their performance to be satisfactory or better. In the event that an employee's written performance evaluation results in his performance being rated unsatisfactory, his step raise shall be denied. However, the Employer shall state in writing the reasons for the unsatisfactory rating and any retroactive payshall perform a second written evaluation of the employee's performance three (3) months thereafter. At the discretion of the City Manager and Supervisor, a satisfactory rating on that second evaluation shall make the employee eligible for his step increase effective with the date of said second evaluation. b. Unit members Section 3. Overtime Overtime will be paid at the top step for the appropriate wage grade for their classification or whose hourly rate exceeds the top step for the grade are not entitled to further step movement. 8. There shall be no entitlement to further step advancement beyond the June 30, 2021 expiration date of this Agreement and employees shall remain at their respective step until such time as further step movement is provided for in a successor collective bargaining agreement. 9. The Association and the University specifically agree that no unit member shall receive any hourly rate increase beyond the expiration date of this Agreement, except in the case of promotions described in Section B, or reclassification described in Article 8. B. The parties shall meet and discuss the development of an incentive pay program to be negotiated in a subsequent agreement. C. Unit members who are promoted to a different job in a higher wage grade shall be placed on the step of the new wage grade of the C.O.L.T. Unit Wage Schedule that provides at least a 5% increase to their hourly rate. D. Unit members who are demoted to a different job in a lower wage grade shall have their new hourly rate established in the following manner: a. calculate the percentage of the current hourly rate of one and one-half (1½) times the current Start Step; b. apply the resulting percentage to the Start Step regular rate of pay for all hours worked in the new wage grade; c. and, place on the step that provides at least the calculated rate. E. Unit members who are transferred to another classification in the same wage grade shall retain the same hourly rate as they received in the previous job. F. The evaluation date for unit members who are promoted, demoted or transferred to a substantially different classification shall be the effective date of the promotion, demotion or transfer. The evaluation date for unit members who are transferred within the same classification or to another classification in the same wage grade which is not substantially different shall not be changed. G. The University will pay a shift differential excess of forty (40) cents hours per hour to any unit member who works a normally scheduled shift the majority of which falls between the hours of 5:00 p.m. and 8:00 a.m. Such differential will be applicable to all hours of such shift and is in addition week, computed to the unit member's regular rate nearest tenth (1/10) of pay. H. Whenever two or more premium rates may appear applicable to the same hour or hours paid there an hour. Time off for excused absences including sick leave, vacation leave, bereavement leave, jury duty, and holidays shall be no pyramiding or adding together of such counted as “hours worked” for purposes determining an employee's eligibility for overtime or premium rates and only the higher of the applicable rates shall applypay in a given pay period. I. All unit members shall receive pay checks by means of direct deposit/electronic funds transfer to the employee’s account at a financial institution.

WAGES AND OVERTIME. ‌ A. The COLT Section 1. Wage Schedule in Appendix D-1 (FY2020 Wage Schedule) shall be in effect at For the start of the first full pay period after July 1, 2019 to June 30, 2020. The wage schedule shall be updated at the start of the first full pay period after July 1, 2019 to reflect the step and wage increase specified in 2 and 3 below. 1. Based on the market analysis related to job families used to create the University’s wage schedule for all hourly employees as a part of the Hourly Employees Classification and Compensation Program (HECCP), July 1, 2013 to June 30, 2015 the start rate for positions in the Clerical, Office, Laboratory and Technical Unit shall be step 1 on the Wage Schedule, except for those job families listed below. Determination of start steps for positions assigned to the Clerical, Office, Laboratory and Technical Unit for future contract period wage schedules will be contingent on future market study findings. a. Start rates for the following job families shall be as indicated: b. Child Care Step 3 c. Information Technology Step 2 2. Effective at the start of the first full pay period following July 1, 2019 the COLT Wage Schedule which was in effect on June 30, 2019 shall be increased by .5%. 3. Effective July 1, 2019, a unit member with satisfactory performance will be placed on the next higher step in the appropriate wage band of the FY2020 Wage Schedule. 4. Effective July 1, 2020, unit members will be placed on the COLT Wage Schedule in ▇▇▇▇▇▇▇▇ ▇-▇ on their current step. 5. A unit member who is denied step movement based upon unsatisfactory performance on their annual evaluation who then successfully completes a performance improvement plan shall receive the step increase upon completion of the plan and achieving satisfactory performance. The step increase shall be on the date of successful completion of the plan. The anniversary date for future step increases shall not change. 6. Except as permitted under this Article and changes as a result of HECCP, the assignment of wage grades to classifications which are included within the unit will not be altered for the duration of this Agreement. 7. The following conditions apply to all wage increases and the one-time payment described in A.2.: a. A unit member must be actively employed as of the pay period in which an increase is processed to be eligible for the increase and any retroactive pay. b. Unit members at the top step for the appropriate wage grade for their classification or whose hourly rate exceeds the top step for the grade are not entitled to further step movement. 8. There shall be no entitlement to further step advancement beyond the June 30, 2021 expiration date of this Agreement and employees shall remain at their respective step until such time as further step movement is provided for in a successor collective bargaining agreement. 9. The Association and the University specifically agree that no unit member shall receive any hourly rate increase beyond the expiration date life of this Agreement, except the wage schedules set forth in the case of promotions described Appendix “A” attached hereto and by this reference made a part hereof, shall remain in Section B, or reclassification described in Article 8full force and effect. B. The parties Section 2. Placement of Employees Within Wage Schedule Newly hired probationary employees in those job classifications contained in Appendix A shall meet commence work with the City assigned to Step 1 or 2 of their identified wage range, “unless the position is required by the state to hold a certain level of license in order to maintain lawful compliance, i.e., “B” certification for wastewater or “S2/D2” for Water Dept.,” with such placement to be determined exclusively by the City Manger taking into account the new hire's qualifications. Upon successful completion of his probationary period, each new hire shall be eligible for a wage increase of one full step within his position's wage range. This increase shall be based on a merit review (performance evaluation) by the employee's supervisor and discuss shall be at the development discretion of the City Manager. Thereafter, such employees shall be eligible for consideration of further merit increases one step per year based on a merit review conducted by their supervisor on each annual anniversary of the end of their probationary period. After probation and depending on the needs of the City and qualifications of an incentive individual, the City Manager may provide additional step increases from the standard salary table. Notice to Union if this occurs. Employees who attain Step 7 within their designated wage range shall be eligible for no additional wage increases, Step 7 representing the maximum rate of pay program for any range. Employees shall be granted a step increase if their written performance evaluation rates their performance to be negotiated satisfactory or better. In the event that an employee's written performance evaluation results in his performance being rated unsatisfactory, his step raise shall be denied. However, the Employer shall state in writing the reasons for the unsatisfactory rating and shall perform a subsequent agreementsecond written evaluation of the employee's performance three (3) months thereafter. At the discretion of the City Manager and Supervisor, a satisfactory rating on that second evaluation shall make the employee eligible for his step increase effective with the date of said second evaluation. C. Unit members who are promoted to a different job in a higher wage grade shall Section 3. Overtime Overtime will be placed on paid at the step of the new wage grade of the C.O.L.T. Unit Wage Schedule that provides at least a 5% increase to their hourly rate. D. Unit members who are demoted to a different job in a lower wage grade shall have their new hourly rate established in the following manner: a. calculate the percentage of the current hourly rate of one and one-half (1½) times the current Start Step; b. apply the resulting percentage to the Start Step regular rate of pay for all hours worked in the new wage grade; c. and, place on the step that provides at least the calculated rate. E. Unit members who are transferred to another classification in the same wage grade shall retain the same hourly rate as they received in the previous job. F. The evaluation date for unit members who are promoted, demoted or transferred to a substantially different classification shall be the effective date of the promotion, demotion or transfer. The evaluation date for unit members who are transferred within the same classification or to another classification in the same wage grade which is not substantially different shall not be changed. G. The University will pay a shift differential excess of forty (40) cents hours per hour to any unit member who works a normally scheduled shift the majority of which falls between the hours of 5:00 p.m. and 8:00 a.m. Such differential will be applicable to all hours of such shift and is in addition week, computed to the unit member's regular rate nearest tenth (1/10) of pay. H. Whenever two or more premium rates may appear applicable to the same hour or hours paid there an hour. Time off for excused absences including sick leave, vacation leave, bereavement leave, jury duty, and holidays shall be no pyramiding or adding together of such counted as “hours worked” for purposes determining an employee's eligibility for overtime or premium rates and only the higher of the applicable rates shall applypay in a given pay period. I. All unit members shall receive pay checks by means of direct deposit/electronic funds transfer to the employee’s account at a financial institution.

WAGES AND OVERTIME. ‌ A. The COLT Wage Schedule in Appendix D-1 (FY2020 FY2018 Wage Schedule) shall be in effect at the start of the first full pay period after July 1, 2019 2017 to June 30, 20202018. The wage schedule shall be updated at the start of the first full pay period after July 1, 2019 2018 to reflect the step and wage increase specified in 2 3. below and 3 belowshall be in effect to June 30, 2019. The updated wage schedule shall appear as Appendix D-2. 1. Based on the market analysis related to job families used to create the University’s wage schedule for all hourly employees as a part of the Hourly Employees Classification and Compensation Program (HECCP), July 1, 2013 to June 30, 2015 the start rate for positions in the Clerical, Office, Laboratory and Technical Unit shall be step 1 on the Wage Schedule, except for those job families listed below. Determination of start steps for positions assigned to the Clerical, Office, Laboratory and Technical Unit for future contract period wage schedules will be contingent on future market study findings. a. Start rates for the following job families shall be as indicated: b. Child Care Step 3 c. Information Technology Step 2 2. Effective at the start of the first full pay period following July 1, 2019 2017 the COLT Wage Schedule which was in effect on June 30, 2019 2017 shall be increased by .52%. 3. Effective at the start of the first full pay period following July 1, 2019, a unit member with satisfactory performance will be placed on the next higher step in the appropriate wage band of the FY2020 Wage Schedule. 4. Effective July 1, 2020, unit members will be placed on 2018 the COLT Wage Schedule which was in ▇▇▇▇▇▇▇▇ ▇-▇ effect on their current stepJune 30, 2018 shall be increased by 2%. There shall be no step increases for the term of this agreement. Future step increases are subject to successor agreement negotiations. 54. A unit member who is denied step movement based upon unsatisfactory performance on their annual evaluation who then successfully completes a performance improvement plan shall receive the step increase upon completion of the plan and achieving satisfactory performance. The step increase shall be on the date of successful completion of the plan. The anniversary date for future step increases shall not change. 65. Except as permitted under this Article and changes as a result of HECCP, the assignment of wage grades to classifications which are included within the unit will not be altered for the duration of this Agreement. 76. The following conditions apply to all wage increases and the one-time payment described in A.2.: a. A unit member must be actively employed as of the pay period in which an increase is processed to be eligible for the increase and any retroactive pay. b. Unit members at the top step for the appropriate wage grade for their classification or whose hourly rate exceeds the top step for the grade are not entitled to further step movement. 87. There shall be no entitlement to further step advancement beyond the June 30, 2021 2015 expiration date of this Agreement and employees shall remain at their respective step until such time as further step movement is provided for in a successor collective bargaining agreement. 98. The Association and the University specifically agree that no unit member shall receive any hourly rate increase beyond the expiration date of this Agreement, except in the case of promotions described in Section B, or reclassification described in Article 8. B. The parties shall meet and discuss the development of an incentive pay program to be negotiated in a subsequent agreement. C. Unit members who are promoted to a different job in a higher wage grade shall be placed on the step of the new wage grade of the C.O.L.T. Unit Wage Schedule that provides at least a 5% increase to their hourly rate. D. Unit members who are demoted to a different job in a lower wage grade shall have their new hourly rate established in the following manner: a. calculate the percentage of the current hourly rate of the current Start Step; b. apply the resulting percentage to the Start Step in the new wage grade; c. and, place on the step that provides at least the calculated rate. E. Unit members who are transferred to another classification in the same wage grade shall retain the same hourly rate as they received in the previous job. F. The evaluation date for unit members who are promoted, demoted or transferred to a substantially different classification shall be the effective date of the promotion, demotion or transfer. The evaluation date for unit members who are transferred within the same classification or to another classification in the same wage grade which is not substantially different shall not be changed. G. The University will pay a shift differential of forty (40) cents per hour to any unit member who works a normally scheduled shift the majority of which falls between the hours of 5:00 p.m. and 8:00 a.m. Such differential will be applicable to all hours of such shift and is in addition to the unit member's regular rate of pay. H. Whenever two or more premium rates may appear applicable to the same hour or hours paid there shall be no pyramiding or adding together of such overtime or premium rates and only the higher of the applicable rates shall apply. I. All unit members shall receive pay checks by means of direct deposit/electronic funds transfer to the employee’s account at a financial institution.

WAGES AND OVERTIME. ‌ A. The COLT Wage Schedule in Appendix D-1 ▇▇▇▇▇▇▇▇ ▇ -▇ (FY2020 Wage ▇▇▇▇▇▇ ▇▇▇▇ Schedule) shall be in effect at the start of the first full pay period after from July 1, 2019 20153 to June 30, 2020. The wage schedule shall be updated at the start of the first full pay period after July 1, 2019 to reflect the step and wage increase specified in 2 and 3 below20165. 1. Based on the market analysis related to job families used to create the University’s wage schedule for all hourly employees as a part of the Hourly Employees Classification and Compensation Program (HECCP), July 1, 2013 to June 30, 2015 the start rate for positions in the Clerical, Office, Laboratory and Technical Unit shall be step 1 on the Wage Schedule, except for those job families listed below. Determination of start steps for positions assigned to the Clerical, Office, Laboratory and Technical Unit for future contract period wage schedules will be contingent on future market study findings. a. Start rates for the following job families shall be as indicated: b. Child Care Step 3 c. Information Technology Step 2 2. Effective at upon execution of the start collective bargaining agreement, unit members hired on or before June 30, 2015, who are employed as of the date of execution of the collective bargaining agreement shall receive a $750 one-time payment. This one-time, non-base payment will be provided in an employee’s regular paycheck as soon as practical upon execution of the collective bargaining agreement. 3. Effective July 1, 2016, the COLT Wage Schedule in Appendix D-2 (FY2013 Wage Schedule) shall be increased by 2%. The increased wage rates shall be effective the first full pay period following July 1, 2019 the COLT Wage Schedule which was in effect on June 30, 2019 2016. There shall be increased by .5%. 3no step increases for the term of this agreement. Effective July 1, 2019, a unit member with satisfactory performance will be placed on the next higher Future step in the appropriate wage band of the FY2020 Wage Schedule.increases are subject to successor agreement negotiations 4. Effective July 1, 2020, unit members will be placed on the COLT Wage Schedule in ▇▇▇▇▇▇▇▇ ▇-▇ on their current step. 5. A unit member who is denied step movement based upon unsatisfactory performance on their annual evaluation who then successfully completes a performance improvement plan shall receive the step increase upon completion of the plan and achieving satisfactory performance. The step increase shall be on the date of successful completion of the plan. The anniversary date for future step increases shall not change. 65. Except as permitted under this Article and changes as a result of HECCP, the assignment of wage grades to classifications which are included within the unit will not be altered for the duration of this Agreement. 76. The following conditions apply to all wage increases and the one-time payment described in A.2.: a. A unit member must be actively employed as of the pay period in which an increase is processed to be eligible for the increase and any retroactive pay. b. Unit members at the top step for the appropriate wage grade for their classification or whose hourly rate exceeds the top step for the grade are not entitled to further step movement. 87. There shall be no entitlement to further step advancement beyond the June 30, 2021 2015 expiration date of this Agreement and employees shall remain at their respective step until such time as further step movement is provided for in a successor collective bargaining agreement. 98. The Association and the University specifically agree that no unit member shall receive any hourly rate increase beyond the expiration date of this Agreement, except in the case of promotions described in Section B, or reclassification described in Article 8. B. The parties shall meet and discuss the development of an incentive pay program to be negotiated in a subsequent agreement. C. Unit members who are promoted to a different job in a higher wage grade shall be placed on the step of the new wage grade of the C.O.L.T. Unit Wage Schedule that provides at least a 5% increase to their hourly rate. D. Unit members who are demoted to a different job in a lower wage grade shall have their new hourly rate established in the following manner: a. calculate the percentage of the current hourly rate of the current Start Step; b. apply the resulting percentage to the Start Step in the new wage grade; c. and, place on the step that provides at least the calculated rate. E. Unit members who are transferred to another classification in the same wage grade shall retain the same hourly rate as they received in the previous job. F. The evaluation date for unit members who are promoted, demoted or transferred to a substantially different classification shall be the effective date of the promotion, demotion or transfer. The evaluation date for unit members who are transferred within the same classification or to another classification in the same wage grade which is not substantially different shall not be changed. G. The University will pay a shift differential of forty (40) cents per hour to any unit member who works a normally scheduled shift the majority of which falls between the hours of 5:00 p.m. and 8:00 a.m. Such differential will be applicable to all hours of such shift and is in addition to the unit member's regular rate of pay. H. Whenever two or more premium rates may appear applicable to the same hour or hours paid there shall be no pyramiding or adding together of such overtime or premium rates and only the higher of the applicable rates shall apply. I. All unit members shall receive pay checks by means of direct deposit/electronic funds transfer to the employee’s account at a financial institution.

WAGES AND OVERTIME. ‌ A. 1. The COLT Police Unit Wage Schedule in Appendix D-1 C & D (FY2020 “Police Unit Wage Schedule”) shall be in effect at the start of the first full pay period after from July 1, 2019 to June 30, 2020. The 2021 as specified on the wage schedule shall be updated at the start of the first full pay period after July 1, 2019 to reflect the step and wage increase specified in 2 and 3 below. 1schedule. Based on the market analysis related to job families used to create the University’s wage schedule for all hourly employees as a part of the Hourly Employees Classification and Compensation Program (HECCP), from July 1, 2013 2019 to June 30, 2015 2021 the start hire rate for all police unit positions in the Clerical, Office, Laboratory and Technical Unit shall be step 1 the hire rate designated on the Police Unit Wage ScheduleSchedule in effect, except for those job families listed belowunless otherwise provided in this Agreement. Determination of start steps the hire rate for positions assigned to the Clerical, Office, Laboratory and Technical Unit Police unit for future contract period wage schedules will be contingent on future market study findings. a. Start rates for the following job families shall be as indicated: b. Child Care Step 3 c. Information Technology Step 2 2. Effective at the start first day of the first full pay period following July 1, 2019 the COLT Wage Schedule which was in effect on June 30, 2019 following increases shall take effect: (Appendix C) a. A revised wage schedule shall be increased by .5%implemented. b. Unit members at the maximum (highest numbered) step for the appropriate wage band or whose hourly rate exceeds the maximum for the wage band shall receive 2% increase. 3. Effective the first day of the first full pay period following July 1, 20192020 the following increases shall take effect: (Appendix D) a. Employees shall move up one step. b. A revised wage schedule shall be implemented. c. Unit members at the maximum (highest numbered) step for the appropriate wage band or whose hourly rate exceeds the maximum for the wage band shall receive 2% increase. 4. Unit members in Police Officer positions shall be placed on the Police Unit Wage Schedule for sworn positions as follows: a. For new hires who have not completed the Maine Criminal Justice Academy Basic Police School and certification: i. Upon initial appointment, the unit member will be placed at the applicable hire rate of the appropriate wage band in the Police Unit Wage Schedule. ii. Upon successful completion of the Maine Criminal Justice Academy Basic Police School and receipt of certification as full-time law enforcement, a unit member with satisfactory performance will be placed on the next higher step in the appropriate wage band band. iii. Upon successful completion of the FY2020 Wage Schedule. 4. Effective July 1mandatory probationary period outlined in Article 9, 2020, a unit members member will be placed on the COLT next higher step in the appropriate wage band. b. For new hires who have completed the Maine Criminal Justice Academy Basic Police School and are certified as full-time law enforcement prior to being employed by the University: i. Upon initial appointment, the unit member will be placed a step above the applicable hire rate of the appropriate wage band in the Police Unit Wage Schedule Schedule. ii. Upon successful completion of the mandatory probationary period outlined in ▇▇▇▇▇▇▇▇ ▇-▇ Article 9, the unit member will be placed on their current stepthe next higher step in the appropriate wage band. 5. A unit member who is denied step movement based upon unsatisfactory performance on their annual evaluation who then successfully completes Any Police Services Dispatcher hired after the execution of this Agreement will be required to obtain the Certified Terminal Operator certification within the first year of employment as a performance improvement plan condition of continuing employment. Upon completion of this certificate, such Police Services Dispatcher shall receive the a step increase upon completion on the Police Unit Wage Schedule. If a Police Services Dispatcher is at or above the maximum of the plan and achieving satisfactory performance. The step increase wage band, there shall be on no increase. Any new candidate hired into the date position of successful completion Police Services Dispatcher who already possesses the certification shall start at a step above the applicable hire step of the plan. The anniversary date for future step increases shall not changeappropriate wage band in the Police Unit Wage Schedule. 6. Except as permitted under this Article and changes as a result of HECCP, the assignment of wage grades to classifications which are included within the unit will not be altered for the duration of this Agreement. 7. The following conditions apply to all wage increases and the one-time payment described in A.2.increases: a. A unit member must be actively employed as of the pay period in which an increase is processed to be eligible for the increase and any retroactive pay. b. Unit members at the top maximum (highest numbered) step for the appropriate wage grade for their classification band or whose hourly rate exceeds the top step maximum for the grade wage band are not entitled to further step movement. 87. There shall be The University and the Union agree that no entitlement employee advances to further any step advancement beyond after the June 30, 2021 expiration date of this Agreement and employees shall remain at their respective step until such time as further the contract. Any future step movement is provided for in a successor collective bargaining agreementsubject to negotiations. 98. The Association a. If a campus advertises for personnel and is unable to hire at the University specifically agree that no unit member shall receive any hourly current rate increase beyond of pay, the expiration date of this Agreement, except in campus will re-advertise and be able to hire using a starting wage above the case of promotions described in Section B, or reclassification described in Article 8. B. The parties shall meet and discuss the development of an incentive pay program to be negotiated in a subsequent agreement. C. Unit members who are promoted to a different job in a higher wage grade shall be placed on the step hire rate of the new wage grade of the C.O.L.T. Police Unit Wage Schedule that provides in effect at least a 5% increase to their hourly rate. D. Unit members the time. If there are any other employees within the University of Maine System in the same title and classification who are demoted to a different job in a lower wage grade shall have their new make less than the employee hired, his/her hourly rate established in the following manner: a. calculate the percentage of the current hourly rate of the current Start Step; b. apply the resulting percentage will be increased to the Start Step in the new wage grade; c. and, place on the step that provides at least the calculated rate. E. Unit members who are transferred rate paid to another classification in the same wage grade shall retain the same hourly rate as they received in the previous job. F. The evaluation date for unit members who are promoted, demoted or transferred to a substantially different classification shall be the effective date of the promotion, demotion or transfernew employee. The evaluation date for unit members who are transferred within the same classification or to another classification in the same wage grade which is not substantially different shall not be changedUnion will receive notification of any employee hired above start step. G. The University will pay a shift differential of forty (40) cents per hour to any unit member who works a normally scheduled shift the majority of which falls between the hours of 5:00 p.m. and 8:00 a.m. Such differential will be applicable to all hours of such shift and is in addition to the unit member's regular rate of pay. H. Whenever two or more premium rates may appear applicable to the same hour or hours paid there shall be no pyramiding or adding together of such overtime or premium rates and only the higher of the applicable rates shall apply. I. All unit members shall receive pay checks by means of direct deposit/electronic funds transfer to the employee’s account at a financial institution.

WAGES AND OVERTIME. ‌ A. The COLT Wage Schedule in Appendix D-1 (FY2020 Wage Schedule) shall be in effect at the start of the first full pay period after July 1, 2019 to June 30, 2020. The wage schedule shall be updated at the start of the first full pay period after July 1, 2019 to reflect the step and wage increase specified in 2 and 3 below. 1. Based on the market analysis related to job families used to create the University’s wage schedule for all hourly employees as a part of the Hourly Employees Classification and Compensation Program (HECCP), July 1, 2013 to June 30, 2015 the start rate for positions in the Clerical, Office, Laboratory and Technical Unit shall be step 1 on the Wage Schedule, except for those job families listed below. Determination of start steps for positions assigned to the Clerical, Office, Laboratory and Technical Unit for future contract period wage schedules will be contingent on future market study findings. a. Start rates for the following job families shall be as indicated: b. Child Care Step 3 c. Information Technology Step 2 2. Effective at the start of the first full pay period following July 1, 2019 the COLT Wage Schedule which was in effect on June 30, 2019 shall be increased by .5%. 3. Effective July 1, 2019, a unit member with satisfactory performance will be placed on the next higher step in the appropriate wage band of the FY2020 Wage Schedule. 4. Effective July 1, 2020, unit members will be placed on the COLT Wage Schedule in ▇▇▇▇▇▇▇▇ ▇-▇ Appendix D-2 on their current step. 5. A unit member who is denied step movement based upon unsatisfactory performance on their annual evaluation who then successfully completes a performance improvement plan shall receive the step increase upon completion of the plan and achieving satisfactory performance. The step increase shall be on the date of successful completion of the plan. The anniversary date for future step increases shall not change. 6. Except as permitted under this Article and changes as a result of HECCP, the assignment of wage grades to classifications which are included within the unit will not be altered for the duration of this Agreement. 7. The following conditions apply to all wage increases and the one-time payment described in A.2.: a. A unit member must be actively employed as of the pay period in which an increase is processed to be eligible for the increase and any retroactive pay. b. Unit members at the top step for the appropriate wage grade for their classification or whose hourly rate exceeds the top step for the grade are not entitled to further step movement. 8. There shall be no entitlement to further step advancement beyond the June 30, 2021 expiration date of this Agreement and employees shall remain at their respective step until such time as further step movement is provided for in a successor collective bargaining agreement. 9. The Association and the University specifically agree that no unit member shall receive any hourly rate increase beyond the expiration date of this Agreement, except in the case of promotions described in Section B, or reclassification described in Article 8. B. The parties shall meet and discuss the development of an incentive pay program to be negotiated in a subsequent agreement. C. Unit members who are promoted to a different job in a higher wage grade shall be placed on the step of the new wage grade of the C.O.L.T. Unit Wage Schedule that provides at least a 5% increase to their hourly rate. D. Unit members who are demoted to a different job in a lower wage grade shall have their new hourly rate established in the following manner: a. calculate the percentage of the current hourly rate of the current Start Step; b. apply the resulting percentage to the Start Step in the new wage grade; c. and, place on the step that provides at least the calculated rate. E. Unit members who are transferred to another classification in the same wage grade shall retain the same hourly rate as they received in the previous job. F. The evaluation date for unit members who are promoted, demoted or transferred to a substantially different classification shall be the effective date of the promotion, demotion or transfer. The evaluation date for unit members who are transferred within the same classification or to another classification in the same wage grade which is not substantially different shall not be changed. G. The University will pay a shift differential of forty (40) cents per hour to any unit member who works a normally scheduled shift the majority of which falls between the hours of 5:00 p.m. and 8:00 a.m. Such differential will be applicable to all hours of such shift and is in addition to the unit member's regular rate of pay. H. Whenever two or more premium rates may appear applicable to the same hour or hours paid there shall be no pyramiding or adding together of such overtime or premium rates and only the higher of the applicable rates shall apply. I. All unit members shall receive pay checks by means of direct deposit/electronic funds transfer to the employee’s account at a financial institution.