Section 05. Salaries
5.1. The salary ranges for all employees represented by PDA will be as set forth in the Exhibits which are attached hereto and made a part hereof. The rates of pay set forth in the Exhibits represent the standard biweekly rate of pay for full-time employment, unless the schedule specifically indicates otherwise and represent the total compensation due employees, except for overtime compensation and other benefits specifically provided for by the Board of Supervisors or by this MOU. The rates of pay in the Exhibits do not include reimbursement for actual and necessary expenses for traveling, subsistence, and general expenses authorized and incurred incident to County employment.
As reflected in the Exhibits, salaries shall be adjusted as follows:
Effective the pay period in which the Board of Supervisors approves a successor MOU in 2022, there will be a cost-of-living increase of three percent (3%).
Effective the pay period in which the Board of Supervisors approves a successor MOU in 2022, each full-time employee in active paid status will receive a lump sum payment of two thousand dollars ($2,000) as a non-discretionary incentive to ratify the agreement. It is the intent of the parties that the lump sum payments will not be treated as salary or wages, as the payments are not provided as compensation for hours of employment or longevity pay. The lump sum payments will not be included in overtime/regular rate of pay calculations, and there will be no roll up effect of the lump sum payments. The County will withhold taxes from lump sum payments in accordance with federal and state requirements. The lump sum amount will be prorated for part time employees.
Effective May 28, 2023, there will be a cost-of-living increase of three percent (3%).
Effective May 19, 2024, there will be a cost-of-living increase of four percent (4%).
5.2. Except as herein otherwise provided, the entrance salary for employees entering County service shall be the minimum salary for the class to which appointed. When warranted, the Human Resources Director, with the department head’s recommendation, may approve an entrance salary, which is more than the minimum salary. The Director’s decision shall be final. Such a salary may not be more than the maximum salary for the class to which the employee is appointed unless such salary is designated as a Y rate by the Board of Supervisors.
5.3. Permanent and probationary employees in regular established positions shall be considered on their salary anniversary date for advancement to the next step in the salary schedule for their classes as follows. A step shall be defined as 5.74% and all references to a “step” in this agreement are understood to equate to 5.74%. All increases shall be effective at the beginning of the next full pay period.
A. After completion of one thousand forty (1040) regular hours of satisfactory service in Step A of the salary schedule, and upon recommendation of the appointing authority, the employee shall be advanced to the next higher step in the salary schedule for the classification. If an employee is appointed at a step higher than the first step of the salary range for that classification, the first merit increase shall be after completion of two thousand eighty (2080) regular hours of satisfactory service.
B. After the completion of two thousand eighty (2080) regular hours of satisfactory service in each of the salary steps above A, and upon recommendation of the appointing authority, the employee shall be advanced to the next higher step in the salary schedule for the classification until the top of the range is reached.
C. When recommended by the appointing authority and approved by the Human Resources Director, employees may receive special merit increases at intervals other than those specified in this section. The Director’s decision shall be final.
D. If an employee completes the one thousand forty (1040) or two thousand eighty (2080) hours in the middle of a pay period, the employee shall be eligible for an increase as follows:
1. if the merit increase period is completed during the first week of a pay period the increase will be made effective the start of the then current pay period.
2. if the merit increase period is completed during the second week of a pay period the increase will be made effective the start of the next pay period.
5.4. Employees shall be considered for salary step increases based on their appointment date or revised salary anniversary date. If an employee begins service later than the first business day of a biweekly pay period or has changes which would cause the salary anniversary date to be on other than the first business day of a biweekly pay period, the salary anniversary date shall be determined from the first day of the following biweekly pay period.
Changes in an employee’s salary because of promotion, upward reclassification, postponement of salary step increase, or special merit increase will set a new salary anniversary date as stated in the preceding paragraph. Employees rejected during the probationary period who revert to their former class shall return to the salary anniversary date held in the former class unless otherwise determined by the Human Resources Director. Employees’ salary anniversary dates shall not be affected by a transfer, downward reclassification or a demotion.
A permanent employee accepting provisional employment in a higher or different class in the Classified Service who reverts to the former class shall retain the salary anniversary date in the former class on the same basis as if there had been no such provisional appointment. Salary range adjustments for a class will not set a new salary anniversary date for employees serving in that class.
When recommended by the appointing authority and approved by the Human Resources Director, provisional and temporary employees shall be advanced to the next higher step upon completion of the periods of service prescribed in this Section, provided their service has been satisfactory. When recommended by the appointing authority and approved by the Human Resources Director, continuous service in a provisional, temporary, or extra help capacity shall be added to service in a regular established position to determine salary anniversary date, eligibility for salary increases, and vacation and sick leave accrual. Such service may not be added if it preceded a period of over twenty-eight (28) consecutive calendar days during which the employee was not in a pay status except when the absence was due to an approved leave of absence.
5.5. Salary Step When Salary Range Is Revised
When the salary range for a class is revised, incumbents in positions to which the revised schedule applies shall remain at the step in the previous range, unless otherwise specifically provided by the Board of Supervisors.
5.6. Salary Step After Promotion or Demotion
When an employee is promoted from a position in one class to a position in a higher class, and at the time of promotion is receiving a base salary equal to, or greater than the minimum base rate for the higher class, that employee shall be entitled to the next step in the salary schedule of the higher class which is at least one step above the rate they have been receiving except that the next step shall not exceed the maximum salary of the higher class. If an employee is demoted, voluntarily or otherwise, that employee’s compensation shall be adjusted to the salary prescribed for the class to which demoted, and the specific rate of pay within the range shall be determined by the Human Resources Director whose decision shall be final; provided, however, that the Board of Supervisors may provide for a rate of pay higher than the maximum step of the schedule for the classification and designate such rate of pay as a Y rate.
5.7. Should the County determine that recruitment and retention of employees in the unit is directly impacted by salary and benefit levels outlined in this MOU, the County may at its sole discretion increase such salary and benefit levels after discussing such increases with PDA.
5.8. Reclassification of Position
An employee reclassified to a lower class shall have the right of either (1) transferring to a vacant position in their present class in the same or another department, provided the head of the department into which the transfer is proposed agrees, or (2) continuing in the same position in the lower class at a “Y” rate of pay when the incumbent’s pay is higher than the maximum step of the salary range for the lower class.
5.9. “Y” Rate Process
Employees reclassified downward shall continue in their present salary range, with cost-of-living adjustments, for two years, at which point their salary shall be frozen (“Y”‑rated) until the salary assigned to the lower class equals or exceeds the “Y” rate. These “Y” rate provisions shall not apply to layoffs, demotions, or other personnel actions resulting in an incumbent moving from one position to another.
5.10. Longevity Pay
Effective 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 (41,600 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).