Common use of WAGES AND OVERTIME Clause in Contracts

WAGES AND OVERTIME. 1. The Police Unit Wage Schedule in Appendix C & D (“Police Unit Wage Schedule”) shall be in effect from July 1, 2021 to June 30, 2023 as specified on the wage schedule. 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 HECCP, from July 1, 2021 to June 30, 2023, the hire rate for all police unit positions shall be the hire rate designated on the Police Unit Wage Schedule in effect, unless otherwise provided in this Agreement. Determination of the hire rate for positions assigned to the Police unit for future contract period wage schedules will be contingent on future market study findings. 2. Effective the first day of the first full pay period following July 1, 2021, the following increases shall take effect (Appendix C): a. A revised Police Unit Wage Schedule shall be implemented, reflecting $1.00 per hour increase for Security Guards, $2.00 per hour increase for Police Services Dispatchers, and $3.00 per hour increase for Police Officers, and every step in the wage schedule shall increase by an additional $1.00 per hours. b. Police Officers who are at the hire rate of the wage schedule will not receive an increase until they have successfully completed the Maine Criminal Justice Academy Basic Police School and received certification as full-time law enforcement, in accordance with Section 4.a. below. 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 an increase to their hourly rate consistent with Section 2.a. above. 3. Effective the first day of the first full pay period following July 1, 2022, the following increases shall take effect (Appendix D): a. The wage scale shall be increased by 1%. b. Unit members employed as of June 30, 2021, and whose hourly rate is below the top step for the wage band applicable to their classification will be placed on the next higher step in the appropriate wage band in the Police Unit Wage Schedule. 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 3% 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 will be placed on the next higher step in the appropriate wage band. iii. Upon successful completion of the mandatory probationary period outlined in Article 9, a unit member will be placed on the 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. ii. Upon successful completion of the mandatory probationary period outlined in Article 9, the unit member will be placed on the next higher step in the appropriate wage band. 5. 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 condition of continuing employment. Upon completion of this certificate, such Police Services Dispatcher shall receive a step increase on the Police Unit Wage Schedule. If a Police Services Dispatcher is at or above the maximum of the wage band, there shall be no increase. Any new candidate hired into the position of Police Services Dispatcher who already possesses the certification shall start at a step above the applicable hire step of the appropriate wage band in the Police Unit Wage Schedule. 6. The following conditions apply to all wage 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 maximum (highest numbered) step for the appropriate wage band or whose hourly rate exceeds the maximum for the wage band are not entitled to further step movement. 7. The University and the Union agree that no employee advances to any step after the expiration of the contract. Any future step movement is subject to negotiations. 8. a. If a campus advertises for personnel and is unable to hire at the current rate of pay, the campus will re-advertise and be able to hire using a starting wage above the hire rate of the Police Unit Wage Schedule in effect at the time. If there are any other employees within the University of Maine System in the same title and classification who make less than the employee hired, his/her hourly rate will be increased to at least the rate paid to the new employee. The Union will receive notification of any employee hired above start step.

WAGES AND OVERTIME. 1. The Police Unit Wage Schedule in Appendix C & D (“Police Unit Wage Schedule”) shall be in effect from July 1, 2021 to June 30, 2023 as specified on the wage schedule. 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 HECCP, from July 1, 2021 to June 30, 2023, the hire rate for all police unit positions shall be the hire rate designated on the Police Unit Wage Schedule in effect, unless otherwise provided in this Agreement. Determination of the hire rate for positions assigned to the Police unit for future contract period wage schedules will be contingent on future market study findings. 2. Effective the first day of the first full pay period following July 1, 2021, the following increases shall take effect (Appendix C): a. A revised Police Unit Wage Schedule shall be implemented, reflecting $1.00 per hour increase for Security Guards, $2.00 per hour increase for Police Services Dispatchers, and $3.00 per hour increase for Police Officers, and every step in the wage schedule shall increase by an additional $1.00 per hours. b. Police Officers who are at the hire rate of the wage schedule will not receive an increase until they have successfully completed the Maine Criminal Justice Academy Basic Police School and received certification as full-time law enforcement, in accordance with Section 4.a. below. 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 an increase to their hourly rate consistent with Section 2.a. above. 3. Effective the first day of the first full pay period following July 1, 2022, the following increases shall take effect (Appendix D): a. The wage scale shall be increased by 1%. b. Unit members employed as of June 30, 2021, and whose hourly rate is below the top step for the wage band applicable to their classification will be placed on the next higher step in the appropriate wage band in the Police Unit Wage Schedule. 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 3% 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 will be placed on the next higher step in the appropriate wage band. iii. Upon successful completion of the mandatory probationary period outlined in Article 9, a unit member will be placed on the 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. ii. Upon successful completion of the mandatory probationary period outlined in Article 9, the unit member will be placed on the next higher step in the appropriate wage band. 5. 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 condition of continuing employment. Upon completion of this certificate, such Police Services Dispatcher shall receive a step increase on the Police Unit Wage Schedule. If a Police Services Dispatcher is at or above the maximum of the wage band, there shall be no increase. Any new candidate hired into the position of Police Services Dispatcher who already possesses the certification shall start at a step above the applicable hire step of the appropriate wage band in the Police Unit Wage Schedule. 6. The following conditions apply to all wage 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 maximum (highest numbered) step for the appropriate wage band or whose hourly rate exceeds the maximum for the wage band are not entitled to further step movement. 7. The University and the Union agree that no employee advances to any step after the expiration of the contract. Any future step movement is subject to negotiations. 8. a. If a campus advertises for personnel and is unable to hire at the current rate of pay, the campus will re-advertise and be able to hire using a starting wage above the hire rate of the Police Unit Wage Schedule in effect at the time. If there are any other employees within the University of Maine System in the same title and classification who make less than the employee hired, his/her hourly rate will be increased to at least the rate paid to the new employee. The Union will receive notification of any employee hired above start step.

WAGES AND OVERTIME. 1. The Police Unit Wage Schedule in Appendix C & D (“Police Unit Wage Schedule”) shall be in effect ³3ROLFH 68FQKLHWG X:ODHJ´H VKDOO E from July 1, 2021 to June 30, 2023 as specified on the wage schedule. Based on the market analysis related to job families used to create the University’s wage schedule for all hourly employees as a part UHODWHG WR MRE IDPLOLHV XVHG WR FUHDWH WKH 8QLY of HECCP, from July 1, 2021 to June 30, 2023, the hire rate for all police unit positions shall be the hire rate designated on the Police Unit Wage Schedule in effect, unless otherwise provided in this Agreement. Determination of the hire rate for positions assigned to the Police unit for future contract period wage schedules will be contingent on future market study findings. 2. Effective the first day of the first full pay period following July 1, 2021, the following increases shall take effect (Appendix C): a. A revised Police Unit Wage Schedule shall be implemented, reflecting $1.00 per hour increase for Security Guards, $2.00 per hour increase for Police Services Dispatchers, and $3.00 per hour increase for Police Officers, and every step in the wage schedule shall increase by an additional $1.00 per hours. b. Police Officers who are at the hire rate of the wage schedule will not receive an increase until they have successfully completed the Maine Criminal Justice Academy Basic Police School and received certification as full-time law enforcement, in accordance with Section 4.a. below. 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 an increase to their hourly rate consistent with Section 2.a. above. 3. Effective the first day of the first full pay period following July 1, 2022, the following increases shall take effect (Appendix D): a. The wage scale shall be increased by 1%. b. Unit members employed as of June 30, 2021, and whose hourly rate is below the top step for the wage band applicable to their classification will be placed on the next higher step in the appropriate wage band in the Police Unit Wage Schedule. 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 3% 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 will be placed on the next higher step in the appropriate wage band. iii. Upon successful completion of the mandatory probationary period outlined in Article 9, a unit member will be placed on the 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. ii. Upon successful completion of the mandatory probationary period outlined in Article 9, the unit member will be placed on the next higher step in the appropriate wage band. 5. 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 condition of continuing employment. Upon completion of this certificate, such Police Services Dispatcher shall receive a step increase on the Police Unit Wage Schedule. If a Police Services Dispatcher is at or above the maximum of the wage band, there shall be no increase. Any new candidate hired into the position of Police Services Dispatcher who already possesses the certification shall start at a step above the applicable hire step of the appropriate wage band in the Police Unit Wage Schedule. 6. The following conditions apply to all wage 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 maximum (highest numbered) step for the appropriate wage band or whose hourly rate exceeds the maximum for the wage band are not entitled to further step movement. 7. The University and the Union agree that no employee advances to any step after the expiration of the contract. Any future step movement is subject to negotiations. 8. a. If a campus advertises for personnel and is unable to hire at the current rate of pay, the campus will re-advertise and be able to hire using a starting wage above the hire rate of the Police Unit Wage Schedule in effect at the time. If there are any other employees within the University of Maine System in the same title and classification who make less than the employee hired, his/her hourly rate will be increased to at least the rate paid to the new employee. The Union will receive notification of any employee hired above start step.

WAGES AND OVERTIME. ‌ 1. The Police Unit Wage Schedule in Appendix C & D (“Police Unit Wage Schedule”) shall be in effect from July 1, 2021 2023, to June 30, 2023 2025, as specified on the wage schedule. 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 HECCP, from July 1, 2021 2023, to June 30, 20232025, the hire rate for all police unit positions shall be the hire rate designated on the Police Unit Wage Schedule in effect, unless otherwise provided in this Agreement. Determination of the hire rate for positions assigned to the Police unit for future contract period wage schedules will be contingent on future market study findings. 2. Effective the first day of the first full pay period following July 1, 20212023, the following increases shall take effect (Appendix C): a. A revised Police Unit Wage Schedule shall be implemented, reflecting $1.00 per hour increase for Security Guards, $2.00 per hour increase for Police Services Dispatchers, and $3.00 per hour increase for Police Officers, and every implemented that reflects a compressed wage scale from thirteen (13) steps to ten (10) steps. b. Every step in the wage schedule scale shall increase be increased by an additional $1.00 per hoursthree (3%) percent. b. c. Unit members employed as of June 30, 2023, will be placed in the step that corresponds to an hourly rate that most closely equates to a three (3%) percent increase to their regular hourly rate. In no circumstance will the resulting pay rate be less than three (3%) percent higher than their current rate. d. Unit members employed as of June 30, 2023, and whose hourly rate is below the top step for the wage band applicable to their classification will be placed on the next higher step in the appropriate wage band in the Police Unit Wage Schedule. e. Police Officers who are at the hire rate of the wage schedule will not receive an a step increase until they have successfully completed the Maine Criminal Justice Academy Basic Police School and received certification as full-time law enforcement, in accordance with Section 4.a. below. c. f. 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 an a three (3%) percent increase to their hourly rate consistent with Section 2.a2.b. above. 3. Effective the first day of the first full pay period following July 1, 20222024, the following increases shall take effect (Appendix D): a. The wage scale shall be increased by 1four (4%) percent. b. Unit members employed as of June 30, 20212024, and whose hourly rate is below the top step for the wage band applicable to their classification will be placed on the next higher step in the appropriate wage band in the Police Unit Wage Schedule. c. Police Officers who are at the hire rate of the wage schedule will not receive a step increase until they have successfully completed the Maine Criminal Justice Academy Basic Police School and received certification as full-time law enforcement, in accordance with Section 4.a. below. d. 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 3% increasefour (4%) percent increase to their hourly rate. 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 will be placed on the next higher step in the appropriate wage band. iii. Upon successful completion of the mandatory probationary period outlined in Article 9, a unit member will be placed on the 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. ii. Upon successful completion of the mandatory probationary period outlined in Article 9, the unit member will be placed on the next higher step in the appropriate wage band. 5. 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 condition of continuing employment. Upon completion of this certificate, such Police Services Dispatcher shall receive a step increase on the Police Unit Wage Schedule. If a Police Services Dispatcher is at or above the maximum of the wage band, there shall be no increase. Any new candidate hired into the position of Police Services Dispatcher who already possesses the certification shall start at a step above the applicable hire step of the appropriate wage band in the Police Unit Wage Schedule. 6. The following conditions apply to all wage 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 maximum (highest numbered) step for the appropriate wage band or whose hourly rate exceeds the maximum for the wage band are not entitled to further step movement. 7. The University and the Union agree that no employee advances to any step after the expiration of the contract. Any future step movement is subject to negotiations. 8. a. If a campus advertises for personnel and is unable to hire at the current rate of pay, the campus will re-advertise and be able to hire using a starting wage above the hire rate of the Police Unit Wage Schedule in effect at the time. If there are any other employees within the University of Maine System in the same title and classification who make less than the employee hired, his/her hourly rate will be increased to at least the rate paid to the new employee. The Union will receive notification of any employee hired above start step. b. If a job applicant selected for hire for a Police Officer, Specialist, Corporal, Sergeant, Lieutenant, or Police Services Dispatcher position has significant experience and/or qualifications, they may be offered a starting wage that is above the starting wage for the position. 9 Employees who are promoted to another job in a higher wage band shall be placed at the hire rate in the new wage band or be placed on the lowest step in the new wage band of the Police Unit Wage Schedule that provides at least a 5% increase to their hourly rate, whichever is greater. In no case shall a promotion to a supervisory position result in an increase less than the last step of the pay range for officers. a. Employees who are demoted for non-disciplinary reasons to a job in a lower wage band shall be placed on the step in the new wage band on the Police Unit Wage Schedule which would have been obtained had the employee not been employed at the higher classification, except that an employee who is demoted for non-disciplinary reasons due to the abolition of his or her former position shall be placed on the step in the new wage band which provides a pay rate nearest to but not exceeding the employee's former rate. Notwithstanding the foregoing, in the event that managerial decision is made at a campus to discontinue the performance of law enforcement functions which under applicable law require sworn law enforcement personnel, the wage rates of police officers who are reassigned to perform security functions as a result of such decisions shall be red-circled. b. Employees who are demoted for disciplinary reasons to a lower wage band shall be placed on the wage step nearest to but not exceeding ninety-five (95) percent of the hourly rate held by the employee in the former job, but not above the maximum step of the lower wage band nor below the hire rate of the lower wage band.