As you know, we were back at the table today regarding Article 20 - pay. Here's a brief breakdown of what was TA'd today. Everyone will have the ability to see a cleaned up version of the article. This article will need to be voted on. Once passed, it will go to the commissioners and go into effect on October 1, 2018.
1. 20.3 Payroll/paycheck mistakes get reported to Public Safety Fiscal immediately.
2. 20.4 The minimums and maximums:
Maximum at year 21 $64,904.32
Maximum at year 18 $71,701.76
Your base hourly rate for 24s is annual wage divided by 2912 and for 12s it's 2184. The pay plan is fixed for the term of the contract. For those that were employed, left, and returned, there's a one time pay adjustment that will place them at the steps that accounts for all of their years of creditable service. This affects less than 10 employees. 2019/2020 you must have 6 months completed service to move up in step. Each step is based on on base salary only. Adders along with base pay may cause someone to exceed maximum range. In order to receive the 2.5% step you must have a meets or exceeds expectations on your yearly evaluation. Last year there was only 1 employee who would not have qualified. If you're doing your job, you should have absolutely no problem.
3. 20.5 If demoted, you will adjust to that step in the job classification.
4. 20.6 Addresses hourly rate when change in shift schedules
5. 20.7 In exchange for step plan union agrees to reduce the number of years requirement for
FTO. This addresses Article 32.4. Must be a full time credentialed employee with one
year of experience. This change will be in effect from date of ratification until 9-3--2019.
On Oct. 1, 2019 it will change back to two years. This was a concession to help fill FTO
positions to get people in and trained to get staffing back up.
6. The contract is going to be extended until 2021. This pay article is a huge expense for the county and extending it does help budget and our ability to recognize that.
Did we get the pay numbers we asked for, no. We did get the step, which was most important, made some concessions, and have the ability to negotiate those hard numbers and COLA with the next contract. It's baby steps but it's huge all in one. A step plan has bargained for as long as I can remember. The step plan corrects the compression problem. The step plan has a positive impact on your retirement numbers. Although some may think the 2.5% is not much, it has a domino affect.
We need everyone that meets the requirements regarding being previously employed here, leaving or going OCE, and the returning to full time so we can get your information into admin. Please email this information to District2lcems@gmail.com.