Effective the pay period following the Board of Supervisors’ approval of a successor MOU in 2019, general and safety longevity pay provided in Section 37 of the 2016-2019 MOU shall cease.
Beginning the first full pay period following Board of
Supervisors’ approval of a successor MOU in 2019, longevity pay shall be phased
in over the term of this Agreement as described in this Section.
Phased-in, incremental increases to longevity pay will be timed to coincide with COLA increases, as follows:
| Years of Service (Hours) Completed | Pay Period following BOS Approval | May 2020 | May 2021 |
| Five years (10,400 hours) | 0.5% | +0.5% for a total of 1% | |
| Ten years (20,800 hours) | 1.5% | +1% for a total of 2.5% | |
| Twenty years (41,600 hours) | 2% | +2% for a total of 4% | |
| Twenty-five years (52,000 hours) | 2% | +2% for a total of 4% | +2% for a total of 6% |
Effective the last pay period that falls partially in May 2021, longevity pay shall be paid as follows:
A. One percent (1%) of base salary after the equivalent of five (5) years of full time County service (10,400 hours).
B. An additional one and one-half percent (1.5%) of base salary (for a total of two and one half percent (2.5%)) after the equivalent of ten (10) years of full time County service (20,800 hours)
C. An additional one and one-half percent (1.5%) of base salary (for a total of four percent (4%)) after the equivalent of twenty (20) years of full time County service (41,600Â hours)
D. An additional two percent (2%) of base salary (for a total of six percent (6%)) after the equivalent of twenty-five (25) years of full time County service (52,000 hours).