5.1. Salary Ranges
The salary ranges for all employees in the aforementioned bargaining unit are as set forth in Exhibit A, which is attached hereto and made part hereof. The rates of pay set forth in the Exhibit A represent for each classification the standard biweekly rate of pay for full-time employment, unless the schedule specifically indicates otherwise. For the purposes of this section, the “biweekly” rate of pay, means the amount an employee is paid for a two-week period. The rates of pay set forth in Exhibit A represent the total compensation due employees, except overtime compensation and other benefits specifically provided for by the Board of Supervisors or by this MOU. Exhibit B sets forth premium and differential pay rates.
The rates of pay set forth in Exhibit A do not include reimbursement for actual and necessary expenses for traveling, subsistence and general expenses authorized and incurred incident to County employment.
Effective the pay period in which the Board of Supervisor’s approves the 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 Supervisor’s approves the successor MOU in 2022, each full time employee in full, 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 February 19, 2023, there will be a cost of living increase of three percent (3%).
Effective February 25, 2024, there will be a cost of living increase of four percent (4%).
5.2. Entrance Salary
Except as otherwise provided herein, the entrance salary for employees new to County service shall be the minimum salary for the class to which they are appointed. When circumstances warrant, the Director of Human Resources may upon recommendation of the department head approve an entrance salary that is more than the minimum salary. The Human Resource Director’s decision shall be final. Such a salary may not be more than the maximum salary for the class to which that employee is appointed unless such salary is designated as a “Y” rate by the Board of Supervisors.
5.3. Salary Step Increases
Permanent and probationary employees serving in regular established positions shall be considered by the appointing authority on their salary anniversary dates for advancement to the next higher step in the salary schedule for their respective classes as follows. A step shall be defined as five and seventy-four one-hundredths percent (5.74%), and all references to a “step” in this agreement are understood to equate to five and seventy-four one-hundredths percent (5.74%). All increases shall be effective at the beginning of the next full pay period directly following their advancement to the next higher step in the salary schedule for their respective class.
Hours of Service Necessary for Step Increases:
(1) After completion of one thousand and forty (1,040) regular hours satisfactory service in Step A of the salary schedule, and upon the appointing authority’s recommendation, an 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 (2,080) regular hours of satisfactory service.
(2) After the completion of two thousand eighty (2,080) regular hours satisfactory service in each of the salary steps above A, and upon the appointing authority’s recommendation, the employee shall be advanced to the next higher step in the salary schedule for the classification until the top step of the range is reached.
(3) If an employee completes the one thousand forty (1,040) or two thousand eighty (2,080) hours in the middle of a pay period, the employee shall be eligible for an increase as follows:
- If the merit increase period is completed during the first week of a pay period the increase will be made effective with the start of the then current pay period.
- If the merit increase period is completed during the second week of a pay period the increase will be made effective with the start of the next pay period.
Special Merit Increases
Upon recommendation of the appointing authority and approval by the Director of Human Resources, employees may receive special merit increases at intervals other than those specified in this Section. The Human Resource Director’s decision shall be final.
Salary Step if Rejected During Probation
Employees who are rejected during the promotional probationary period who revert to their former classification shall return to the salary anniversary date held in the former class unless otherwise determined by the Director of Human Resources. The salary anniversary date for an employee shall not be affected by a transfer, downward reclassification or a demotion.
Prior Service Credits
(1) A permanent employee accepting provisional employment, as defined in the Civil Service Rule XI, Section 7, in a higher or different class in the County Classified Service, and who reverts to the former classification, 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 classification will not set a new salary anniversary date for employees serving in that classification.
(2) Upon recommendation of the appointing authority and approval by the Director of Human Resources, provisional, temporary, seasonal and extra help employees shall be advanced to the next higher step in the salary schedule upon completion of the periods of service prescribed in this Section, provided that their service has been satisfactory. Continuous service in provisional, temporary, seasonal or extra help capacity shall be added to service in a regular established position for the purpose of determining an employee’s salary anniversary date, eligibility for salary increases, as well as vacation and sick leave accrual. However, 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 by approval of the Director of Human Resources or except when the employee is absent from their position by reason of an injury or disease for which they are entitled to and are currently receiving Workers’ Compensation benefits.
5.4. Salary Step When Salary Range is Revised
Whenever the salary range for a class is revised, each incumbent in a position to which the revised schedule applies shall remain at the step in the previous range, unless otherwise specifically provided for by the Board of Supervisors.
5.5. Salary Step after Promotion
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.
5.6. Salary Step after Demotion
When an employee is demoted, whether such demotion is voluntary or otherwise, that employee’s compensation shall be adjusted to the salary prescribed for the class to which demoted. The specific rate of pay within the range shall be determined by the Director of Human Resources, 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 employee’s classification and designate such rate of pay as a “Y” rate (see Section 6.2 below), and also provided that an employee demoted as a result of abolition of a position shall be placed at the salary step in the lower classification which most closely approximates (but does not exceed) their salary in the higher classification.
If an employee takes a voluntary demotion to a classification previously held, the employee shall be placed at the same step in that classification which the employee held last. The employee’s service time at such step shall be the same as the service time held at such step previously.
For the purposes of improved career advancement opportunities, an employee taking a voluntary demotion to a classification in the higher series shall be placed at the salary step in the new salary range which most closely approximates such employee’s salary in the prior classification.
5.7. Longevity Pay
Effective February 21, 2021, longevity pay shall be:
- One percent (1%) of base salary after the equivalent of five (5) years of full time County service (10,400 hours).
- 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)
- 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)
- 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).