The salary schedule for bargaining unit employees shall be found in Appendix A and incorporated in this Agreement by reference.
For each classification and salary range, there shall be a Minimum Salary Rate, a Journey Level Salary Rate, and a Performance Maximum Salary Rate. The range between the Minimum Salary Rate, the Journey Level Salary Rate, and the Performance Maximum Salary Rate, shall be an “open range” with no incremental salary steps. For the classifications of CMA Stationary Engineer and CMA Chief Engineer, the Minimum Salary Rate and the Journey Level Salary Rate shall be the same amount.
Each incumbent employee shall be assigned to a salary rate within the salary range appropriate to his/her classification. New hires shall be assigned to the Minimum Salary Rate which is three and a half percent (3.5%) less than the Journey Level Salary Rate.
General Salary Increase
A General Salary Increase (GSI) is a percentage increase applied to the individual salary rates of all bargaining unit members and to the Salary Schedule as provided in 24.3 above.
Employees who successfully complete probation and who have not yet reached the Journey Level Salary Rate shall automatically advance to the proscribed Journey Level wage rate effective the first pay period after passing probation. Effective the first pay period after ratification of this successor agreement by both parties, any permanent employee who has previously passed probation and has not yet reached the Journey Level wage rate shall also receive an increase to raise his/her salary to the Journey Level wage rate.
A Performance-based Salary Increase (PSI) may be granted in accordance with the procedure provided in this Article as recognition for employees’ contributions at work.
For fiscal year 2006/2007 no funds shall be dedicated to the Performance-based Salary Increase Program.
Each employee shall receive a performance evaluation in accordance with Article 19 (Evaluation). In addition to the individual ratings on the Performance Evaluation form, each employee will receive an overall rating based on the employee’s overall performance.
All employees, except Apprentices, with an overall rating of Exceeds Expectations shall receive a Performance-based Salary Increase in those years when a Performance-based Salary Increase pool has been negotiated and/or the campus designates funds for a Performance-based Salary Increase. The Performance-based Salary Increases shall be a percentage increase to an employee’s base salary unless the employee is at the Performance Maximum for his/her classification. The percentage award will be the same for all employees with the Exceeds Expectations rating.
Once an employee reaches his/her Performance Maximum, any remaining or additional merit pay awards shall be in the form of a bonus (not a permanent increase in the base salary of the individual). Bonuses shall be in the form of a percentage of gross pay earned by the employee receiving the bonus for the period of the performance evaluation.
Merit increases shall be retroactive to July 1 each year the Merit Pay Program is funded for employees who are awarded a merit increase and who are on the active payroll when the increases are processed.
The CSU shall provide to the Union no later than December 1 of each year the Merit Pay Program is funded a list of individual employees receiving merit increases and the amount of each increase. If the total funds negotiated for any fiscal year in which the Merit Pay Program is funded are not allocated or encumbered by December 1, the Union and the CSU shall meet, no later than February 1 of that fiscal year to negotiate regarding the unallocated or unencumbered funds.
In addition to any amount negotiated by the parties for merit increases in any fiscal year, the campus may provide additional funds. These funds may be awarded at any time in a manner determined by the President, provided the employee’s salary does not exceed the Performance Maximum of the employee’s classification. Such awards shall not be subject to the grievance procedure.
When an employee moves to a lower classification in the same occupational group, the appropriate rate in the salary range shall be determined by the President by recognizing any previous service in the lower class and service in the higher classification.
When an employee moves to a lower classification in another occupational group, the appropriate rate in the salary range shall be determined by the President, except that in no case shall the new rate exceed the rate received in the higher classification. Determination of the appropriate rate in such cases shall be made by using the same criteria as would be used for an initial appointment to that classification.
When an employee moves without a break in service to a classification with a higher salary range, the appropriate rate in the salary range shall be at least five percent (5%) or higher if so determined by the President.
Payment Above the Journey Level Salary Rate
A payment above the Journey Level Salary Rate of the salary range for a class may result from merit increases provided in accordance with provisions 24.8 through 24.11 above.
Payment Above the Performance Maximum Salary Rate
A payment above the Performance Maximum Rate of the salary range for a class may be granted by the President when an employee moves to a class with a lower salary range.
10/12 Pay Plan
Probationary and permanent employees shall be eligible to request participation in the 10/12 or 11/12 pay plan.
The assignment of an eligible employee into the 10/12 or 11/12 pay plan and the yearly schedule shall be by mutual agreement of the appropriate administrator and the employee. Final approval by the President is required prior to employee participation in the 10/12 pay plan.
Withdrawal from participation in the 10/12 or 11/12 pay plan and return to a twelve (12) month annual work year may be requested by an employee in accordance with campus procedures. The President shall make a final determination as to the approval or denial of such requests.
An employee participating in the 10/12 or 11/12 pay plan shall receive his/her (10-month or 11-month) annual salary in twelve (12) salary warrants and appropriate benefits on a twelve (12) month basis.
An employee moving from a twelve (12) month status to the 10/12 or 11/12 pay plan shall retain his/her salary anniversary date.
An employee on the 10/12 or 11/12 pay plan shall accrue sick leave, vacation, and seniority during the full twelve (12) month period.
Ten (10) months or eleven (11) months of service by an employee in the 10/12 or 11/12 pay plan shall constitute one (1) year of service for employment status matters, merit salary adjustments, and retirement.
Participation in or withdrawal from the 10/12 or 11/12 pay plans shall not be subject to Article 9, Grievance Procedure.
There are three (3) shifts: day, swing, and graveyard. The day shift includes the hours between six (6) a.m. to six (6) p.m. The swing shift includes the hours between six (6) p.m. and midnight. The graveyard shift includes the hours between midnight and six (6) a.m.
Employees, except for CMA Stationary Engineers and Chief Engineers, who work four (4) or more hours in the swing shift, shall be paid a shift differential of forty (40) cents per hour for the employee's entire shift. CMA Stationary Engineers, Stationary Engineer Apprentices, and Chief Engineers who work four (4) or more hours in the swing shift shall be paid a shift differential of ninety (90) cents per hour for the employee’s entire shift.
Employees, except for CMA Stationary Engineers and Chief Engineers, who work four (4) or more hours in the graveyard shift, shall be paid a shift differential of fifty (50) cents per hour for the employee's entire shift. CMA Stationary Engineers, Stationary Engineer Apprentices, and Chief Engineers who work four (4) or more hours in the graveyard shift shall be paid a shift differential of 1 (one) dollar per hour for the employee’s entire shift.
To qualify for payment of a shift differential, an employee must:
In addition, an employee who is in a class not eligible for shift differential shall be eligible for shift differential if:
Sunday Pay Differential
Employees who are regularly scheduled to work on Sundays shall receive a differential of two dollars ($2.00) per hour for the entire shift. The Sunday pay differential shall not be added to or combined with any other pay differential or premium pay.
If a bargaining unit employee(s) is assigned to sea duty on a regularly scheduled cruise, upon the request of the Union, the parties shall meet and confer regarding the compensation of such an employee(s) for the period of sea duty.
Pesticide Applicator License Bonus
Employees who are required by the CSU to obtain a Pesticide Applicator License shall be paid three hundred dollars ($300) upon successful completion of the training and receipt of the license. The three hundred dollar ($300) payment is a one-time payment for receipt of the license or certification. Employees shall receive another three hundred dollars ($300) upon completion of retraining and receipt of the license renewal. The decision on which employee(s) are to obtain a license is solely that of the Director of Facilities at CMA or his/her designee.
Backflow Testing and Water Treatment Operator Certification Bonus
Employees who are required by the CSU to obtain a backflow testing license or the appropriate water treatment operator certificate shall be paid two hundred dollars ($200) upon successful completion of the training and receipt of the license or certification. The two hundred dollar ($200) payment is a one-time payment for receipt of the license or certification. Employees shall receive another two hundred dollars ($200) upon completion of retraining and receipt of the recertification or license renewal. The decision on which employee(s) are to obtain a license or certification is solely that of the Director of Facilities at CMA or his/her designee.