contract between the city of ann arbor and · pdf filecontract between the city of ann arbor...
TRANSCRIPT
CONTRACT BETWEEN THE CITY OF ANN ARBOR
AND
LOCAL 369 OF THE
INTERNATIONAL UNION OF THE
AMERICAN FEDERATION
OF STATE, COUNTY, AND
MUNICIPAL EMPLOYEES,
AFL-CIO
COMMENCING March 25, 2013
CONCLUDING December 31, 2017
2
TABLE OF CONTENTS
TITLE PAGE NUMBER
TABLE OF CONTENTS ............................................................................................................ 2
ARTICLE 1 - RECOGNITION .................................................................................................. 10
Section 1 -Definition ...................................................................................................................................... 10
Section 2- Anti- Discrimination/Harassment. ............................................................................................ 12
Section 3- Union Security/Agency Shop ..................................................................................................... 12
Section 4- Termination Penalty for Delinquency in Paying Dues ............................................................. 13
Section 5- Payroll Deduction ........................................................................................................................ 14
ARTICLE 2- MANAGEMENT RIGHTS .................................................................................. 20
ARTICLE 3- AID TO OTHER ORGANIZATIONS .................................................................. 21
ARTICLE 4- STRIKES AND LOCKOUTS ............................................................................. 22
ARTICLE 5 -STEWARDS, CHIEF STEWARD, FULL TIME UNION OFFICIAL ................... 23
Section 1 -Designation .................................................................................................................................. 23
Section 2- Stewards ....................................................................................................................................... 23
Section 3- Chief Steward ............................................................................................................................... 24
Section 4- Full time Union Official ................................................................................................................ 25
ARTICLE 6 - SPECIAL CONFERENCES ............................................................................... 26
. .... .... ARIICLE7 .,-GRIEVANCEPROCEDURE ........................................................................... ;;2.S
Section 1 -Definition ...................................................................................................................................... 28
Section 2 - Informal Resolution ..................................................................................................................... 28
Section 3 -Timely Action ............................................................................................................................... 28
Section 4 - Steps ............................................................................................................................................. 29
Section 5 - Cost of Arbitration ....................................................................................................................... 31
Section 6 - Power of Arbitrator ...................................................................................................................... 31
Section 7 -Time Limits ................................................................................................................................... 31
Section 8- Grievance Form ............................................................................................................................ 32
3
ARTICLE 8 -DISCIPLINE ....................................................................................................... 33
Section 1 - Notice ............................................................................................................................................ 33
Section 2 - Investigations ................................................................................................................................ 33
Section 3 - Discipline ....................................................................................................................................... 33
Section 4- Progressive Discipline ................................................................................................................ 34
Section 5 - Use of Past Record ...................................................................................................................... 34
Section 6 - Performance Improvement Plans ............................................................................................... 35
ARTICLE 9 - CITY -WIDE POLICIES AND PROCEDURES ................................................... 37
ARTICLE 10 - PERSONNEL RECORDS ............................................................................... 38
Section 1 - Employee Files ............................................................................................................................. 38
Section 2- Expunging Records ..................................................................................................................... 38
Section 3 - Medical Records .......................................................................................................................... 38
ARTICLE 11 -SENIORITY ..................................................................................................... 40
Section 1- Definition ...................................................................................................................................... 40
Section 2- Probationary Employees ............................................................................................................. 40
S,~ction 3- Seniority ........................................................................................................................................ 41
Section 4- Loss of Seniority .......................................................................................................................... 41
Section 5- Veterans ........................................................................................................................................ 43
Section 6- Stewards and Negotiating Team Members ............................................................................... 43
Section 7 - Officers ......................................................................................................................................... 44
ARTICLE 12 -SUPERVISOR AND BARGAINING UNIT WORK .......................................... 45
ARTICLE 13- LAYOFFS ........................................................................................................ 46
Section 1- Regular Employees ...................................................................................................................... 46
Section 2- Preliminary Step ........................................................................................................................... 46
Section 3- Order of Layoff .............................................................................................................................. 47
Section 4 - Notice of Layoff ............................................................................................................................ 51
Section 5- Recall Procedure .......................................................................................................................... 51
ARTICLE 14- PROMOTIONS AND TRANSFERS ................................................................ 53
Section 1 - Job Descriptions .......................................................................................................................... 53
Section 2 - Newly Created or Permanent Vacant Bargaining Unit Positions ............................................ 53
4
Section 3 - Employee Qualifications ............................................................................................................. 54
Section 4 - Reversion Period ......................................................................................................................... 55
Section 5 - Nepotism ....................................................................................................................................... 55
Section 6 - Trial and Training Period ............................................................................................................ 55
Section 7- Transfer Outside Bargaining Unit. ............................................................................................. 56
Section 8 - Reclassification ............................................................................................................................ 56
Section 9 - Return of Job Titles ..................................................................................................................... 56
Section 10- Progressions ............................................................................................................................... 56
ARTICLE 15 - COMPENSATION ........................................................................................... 57
Section 1 - Wages ........................................................................................................................................... 57
Section 2 - Deferred Compensation Plan ..................................................................................................... 57
Section 3- Step Increases and Progressions .................................................................... 57
ARTICLE 16- SICK LEAVE ................................................................................................... 58
Section 1 -Accumulation ............................................................................................................................... 58
Section 2 - Qualification ................................................................................................................................. 58
Section 3- Eligibility ....................................................................................................................................... 59
Section 4 - Payment Option for Employees ....... ~ ......................................................................................... 60
Section 5 - Payment Upon Retirement or Death .......................................................................................... 60
ARTICLE 17- WORK SCHEDULE AND OVERTIME ............................................................. 61
Section 1 - Scheduling Work .......................................................................................................................... 61
Section 2 -Work Week .................................................................................................................................... 61
Section 3 - Shift Preference ........................................................................................................................... 61
Section 4 - Overtime ....................................................................................................................................... 62
Section 5 - Equalization of Overtime ................................................................... , ......................................... 64
Section 6 -Work Continuance ....................................................................................................................... 66
Section 7 - Compensatory Time .................................................................................................................... 66
Section 8 - Daylight Savings Time ................................................................................................................ 67
Section 9 - Rest Periods/ Breaks ................................................................................................................... 67
ARTICLE 18- LEAVES OF ABSENCE ................................................................................... 68
Section 1 - Health Related .............................................................................................................................. 68
A. Physical or Mental Illness of Employee .............................................................................................. 68
5
B. Family lllness ......................................................................................................................................... 69
C. Maternity/Paternity Leaves .................................................................................................................. 69
D. Return from Health Related Leave of Absence .................................................................................. 70
Section 2 - Non-Health Related ...................................................................................................................... 71
A. Personal Reasons ................................................................................................................................ 71
B. Administrator Approved Leave .......................................................................................................... 71
C. Funeral Leave ....................................................................................................................................... 72
D. Election of Position ............................................................................................................................... 73
E. Leave for Union Business .................................................................................................................... 74
F. Personal Leave Days ............................................................................................................................ 74
G. Veterans ................................................................................................................................................. 75
H. Return from Non-Health Related Leaves of Absence ....................................................................... 76
ARTICLE 19- HOLIDAYS ...................................................................................................... 77
Section 1 - Definition ...................................................................................................................................... 77
Section 2 - Monday - Friday Operations ...................................................................................................... 77
Section 3- 24-Hour and/or 7-Day Operations .............................................................................................. 78
Section 4- Floating Holiday ........................................................................................................................... 78
Section 5 - Easter ............................................................................................................................................ 78
ARTICLE 20- WORKER'S DISABILITY COMPENSATION .................................................. 79
Section 1- Definition ...................................................................................................................................... 79
Section 2 - Secondary Employment. ............................................................................................................. 80
Section 3- Work While Receiving Worker's Compensation Benefits ....................................................... 80
Section 4 - Return to Work ............................................................................................................................. 81
Section 5- Light or Limited Duty ................................................................................................................... 81
"S.e"ctio.nG . .,..J::>ension ..................................... "···"'·"············"·············--···········•·•···"•···············•"····•••··••••••·•••············••··'"8"1"
ARTICLE 21 -VACATION LEAVE ......................................................................................... 83
Section 1- Definition ...................................................................................................................................... 83
Section 2- Scheduling .................................................................................................................................... 83
Section 3 - Accrual .......................................................................................................................................... 85
Section 4- Vacation Pay Upon Termination ................................................................................................. 85
ARTICLE 22 - TEMPORARY ASSIGNMENTS ...................................................................... 87
Section 1 - Filling Vacancies .......................................................................................................................... 87
6
Section 2 - High Needs ................................................................................................................................... 87
Section 3- Supervisors .................................................................................................................................. 89
ARTICLE 23 - BULLETIN BOARDS ...................................................................................... 90
ARTICLE 24- TRAINING AND EDUCATION ........................................................................ 91
Section 1 -Training ......................................................................................................................................... 91
Section 2 -Educational Reimbursement. ..................................................................................................... 91
ARTICLE 25 - EMPLOYEE SAFETY ..................................................................................... 93
Section 1 -Compliance with MIOSHA ........................................................................................................... 93
Section 2 - Service Unit Responsibilities ..................................................................................................... 93
Section 3 - Employee Responsibilities ......................................................................................................... 94
Section 4- On-the-Job lnjury ......................................................................................................................... 94
ARTICLE 26- HEALTH INSURANCE. ................................................................................... 95
Section 1 - Health Coverage ........................................................................................................................... 95
Section 2- Eligibility ....................................................................................................................................... 96
Section 3 - Health Coverage in Retirement. ................................................................................................. 97
Section 4- Health Insurance Cost Containment Waiver Program ............................................................. 99
Section 5- Well ness Incentive Program ....................................................................................................... 99
Section 6- Bidding ........................................................................................................................................ 100
ARTICLE 27 - DENTAL INSURANCE .................................................................................. 101
Section 1 - Coverage ..................................................................................................................................... 101
Section 2- Bidding ........................................................................................................................................ 101
__ AB_ItCL_E 28_- VISION JN_S_URANCE ............................................. .-. ................ -... -..•... -.•••••... -.•. 1-02-
Section 1- Coverage ..................................................................................................................................... 102
Section 2- Bidding ........................................................................................................................................ 102
ARTICLE 29- LIFE INSURANCE ........................................................................................ 103
Section 1 - Basic Life Insurance .................................................................................................................. 103
Section 2- Optional Life lnsurance ............................................................................................................. 103
Section 3- Dependent Life lnsurance ......................................................................................................... 103
ARTICLE 30 - 30 DAY RULE FOR BENEFITS .................................................................... 105
7
ARTICLE 31- EMPLOYEES/RETIREES MARRIED TO EMPLOYEES/RETIREES ........... 106
ARTICLE 32- LONGEVITY PAYMENTS ............................................................................. 107
ARTICLE 33- GENERAL ..................................................................................................... 108
Section 1- Union Negotiating Committee .................................................................................................. 108
Section 2 - Labor-Management Advisory Committee ............................................................................... 108
Section 3- Jury Duty .................................................................................................................................... 109
Section 4- Loss or Damage of City Property ............................................................................................. 110
Section 5- Uniforms ..................................................................................................................................... 110
Section 6- Loss, Revocation, Suspension or Non-renewal of Required License .................................. 110
Section 7- Alcohol and Drug Testing ......................................................................................................... 111
Section 8- Waiver Clause ............................................................................................................................ 116
Section 9- Provision Found to be Contrary to Law .................................................................................. 116
Section 10- Prior Agreements and Understandings ................................................................................. 117
Section 11- Emergency Manager ................................................................................................................. 117
Section 12- Termination and Modification ................................................................................................. 117
Section 13- Collective Bargaining Agreements ........................................................................................ 117
Section 14- PERA Requests ......................................................................................................................... 118
Section 15- Pension Board Composition ................................................................................................... 118
ARTICLE 34 - DURATION OF CONTRACT ........................................................................ 119
ARTICLE 35 -SUPPLEMENTAL AGREEMENTS ............................................................... 120
ARTICLE 36- PAYMENT OF BACK PAY CLAIMS ............................................................. 121
· ARTlCLE 37 -COMPUTATION OF BACKWAGES ............................................................ 122
ARTICLE 38- PAY CHECKS ............................................................................................... 123
ARTICLE 39 - UNEMPLOYMENT COMPENSATION .......................................................... 124
ARTICLE 40- CERTIFICATION PREMIUM PAY ................................................................ 125
ARTICLE 41-APPENDICES ............................................................................................... 126
8
APPENDIX A. PENSIONS ................................................................................................... 126
APPENDIX B- CLASSIFICATION AND PAY RANGES ...................................................... 128
APPENDIX C- CITY WIDE REORGANIZATION .................................................................. 212
APPENDIX D- HEALTH CARE WAIVER PROGRAM ........................................................ 214
APPENDIX E - SUMMARY OF BENEFITS ........................................................................... 215
APPENDIX F- DENTAL BENEFITS ..................................................................................... 217
APPENDIX G - RETURN OF JOB TITLES .......................................................................... 218
APPENDIX H - VISION BENEFITS ...................................................................................... 219
CONTRACT AGREEMENT ................................................................................................... 220
INDEX .................................................................................................................................... 221
9
THIS CONTRACT entered into on this 251h day of March 2013 between the City of Ann Arbor
(hereinafter referred to as the "Employer"), and Local 369 of the International Union of the
American Federation of State, County, and Municipal Employees, AFL-CIO (hereinafter referred
to as the "Union"). This contract supersedes the 08/29/11 to 12/31/13 contract as of 03/25/13.
PURPOSE AND INTENT
The general purpose of this contract is to set forth terms and conditions of employment, and to
promote orderly and peaceful labor relations for the mutual interest of the Employer, and the
Employees and the Union.
The parties recognize that the interest of the community and the job security of the Employees
depend upon the Employer's success in establishing a proper service to the community.
To these ends, the Employer and the Union encourage to the fullest degree friendly and
cooperative relations between the respective representatives of all levels and among all
employees.
10
ARTICLE 1 - RECOGNITION
Section 1 - Definition.
a. Pursuant to and in accordance with all applicable provisions of Act ·335 of the
Public Acts of 1947, as amended, the Employer does hereby recognize the Union as
the exclusive representative for the purpose of collective bargaining with respect to
rates of pay, wages, hours of employment, and other conditions of employment for
which collective bargaining is mandatorily prescribed by law, in accordance with
Section 11 of said Act, for the term of this contract of all eligible employees of the
Employer included in Appendix B, excluding all supervisory and confidential
employees, as defined by the Michigan Employment Relations Commission.
Appendix B summarizes the organizational titles and service units as of the date of
execution of this contract. Appendix B will be updated by a means of a Memorandum
of Understanding on a semi-annual basis during the term of this contract as additional
classifications become represented or classification titles become revised.
b. Representation of additional employees will be on a service unit (as defined by City
Statute) basis only. When a majority of eligible employees in a service unit become
members of the Union, as evidenced by Union payroll deduction authorizations, the
terms of this contract will apply to the employees in that service unit. If employee
classes are not within the Union wage schedule, wages and fringes shall be
determined by negotiation at the time of Union membership.
c. Should the Employer reorganize any service unit subject to the terms of this
contract, after such reorganization the Union will continue to represent the employees
in the affected service unit and the terms of this contract will continue to apply. The
employees covered by this contract shall only be those in the classifications listed in
the Appendix B of this Contract and such other classifications as may be assigned to
the respective service unit in accordance with the provisions of this contract.
11
d. The Union does not represent new probationary or temporary employees, except
as provided for in this Contract. Temporary employees may be hired into bargaining
unit positions for the purpose of, helping cover peak work load periods, relieving staff
shortages, staffing short term projects, staffing seasonal tasks and duties, and
providing relief for employee absences.
e. For the purposes of this contract, a temporary employee is an employee who is
hired to perform bargaining unit work for a period not to exceed nine (9) consecutive
months within twelve (12) consecutive months of the date the position was originally
filled unless a greater period is agreed to between the City and the Union. Temporary
employees shall include temporary employees and contract employees as defined by
the Human Resources Policies and Procedures, Policy 5.3, subsection 5.4, dated
October 1 , 2007.
At the end of the nine (9) consecutive month period, the individual will not be
placed in any City allocated position doing bargaining unit work, for at least three (3)
consecutive months, unless he/she becomes a regular employee. These nine (9) and
three (3) consecutive month periods, when added together equal the twelve (12)
consecutive month period referenced above. The temporary position must remain
vacant for this minimum three (3) consecutive month period. If the temporary position
is filled longer than nine (9) consecutive months, it shall be immediately vacated and
the three (3) consecutive month break for both the individual and the position shall be
extended by an amount of tim~ equaltothe period beyond th~ nine (9) conseclltive
months.
f. If a temporary employee is awarded a regular position within the bargaining unit, in
accordance with Article 11, such employee shall be required to serve a full
probationary period under Article 11 and shall rank for seniority and receive benefits,
consistent with other relevant provisions contained within this contract, from the date
of hire as a regular employee.
12
g. The union will be notified of every temporary employee assigned to bargaining unit
positions covered by this contract, as outlined in Appendix B. Documentation, in the
form of an alphabetized listing, will be provided to the Union showing the hiring and
release date, as well as positions occupied by such employees on a monthly basis.
h. Temporary employees shall not be used to fill those bargaining unit positions no
longer occupied due to lay-off or attrition.
Section 2- Anti - Discrimination/Harassment.
The City and Union are committed to providing every employee a workplace free from
unlawful discrimination and harassment. No persons employed by the City shall be
denied equal protection of the laws; nor shall any person be denied the enjoyment of
his or her civil or political rights or be discriminated against because of actual or
perceived race, color, religion, national origin, sex, age, height, weight, condition of
pregnancy, marital status, physical or mental limitation, source of income, family
responsibilities, educational association, sexual orientation, gender identity or HIV
status, nor shall the Employer or its agents nor the Union, its agents or members
discriminate against any employee because of his/her membership or non
membership in the Union.
The Employer shall take steps to assure that employment assignments and
promotions are given on an equal, nondiscriminatory basis. The Employer shall take
steps to insure that management or supervision treats bargaining unit members in a
fair and equitable manner.
Section 3 - Union Security/Agency Shop.
Employees covered by this contract at the time it becomes effective and who are
members of the Union at the time shall be required to continue membership in the
Union for the duration of this contract. Employees covered by this contract who
become members of the Union during the life of this contract shall be required to
continue membership in the Union for the duration of this contract. Employees who
13
shall continue to tender, or for whom there is tendered until expiration of this contract
the dues uniformly required as a condition of retaining membership, shall be deemed
to meet the conditions of this subsection.
If a member of the Union desires to withdraw from Union membership, he/she may do
so by giving notice to the Union and the City payroll office during the ten (1 0) days
immediately prior to the expiration of this contract. Such notice must be in writing and
must be signed by the member.
A member may also withdraw from the Union thirty (30) days after giving notice to the
Union when he/she is promoted to a non-union position or transfers to a nonunion
position. Dues will be deducted until the end of the 30-day period after written
notification is given to the payroll office and the Union.
Employees covered by this contract who are not members of the Union at the time it
becomes effective shall be required, as a condition of continued employment, to pay
the monthly Union dues to the local Union for the service and administration of this
Contract for the duration of this contract.
Employees covered by this contract who are not members of the Union at the time
they are hired, rehired, reinstated or transferred into the bargaining unit after the
effective date of this contract, shall be required, as a condition of continued
employment, to pay an amount equal to the monthly Union dues to the local Union for
the service anti administration of this Contract for the duration of this contract.
An employee who shall tender an initiation fee (if not already a member) and the
periodic dues uniformly required as a condition of acquiring or retaining membership
shall be a member of the Union and shall be deemed to meet the conditions of this
section. The subsection shall not apply to supervisory personnel.
Section 4- Termination Penalty for Delinquency in Paying Dues.
Employees shall be deemed to be members of the Union or Agency within the
14
meaning of this section if they are not more than sixty (60) days in arrears in payment
of membership dues or service charge.
No employee shall be terminated under Section 3 of this Article unless:
a. The Union first has notified the employee by certified letter, explaining that he/she
is delinquent in not tendering either periodic and uniformly required Union dues or
the service charge in an amount equivalent to periodic and uniformly required
Union dues, and specifying the sixty (60) day delinquency, and warning him/her
that unless such dues or service charge is tendered within thirty (30) calendar
days, he/she will be reported to the City for termination as provided in this Article;
and
b. The Union has furnished the City with written proof that the procedure of Section 4
(a) of this Article has been followed, or has supplied the City with a copy of the
letter sent to the employee and notice that he/she has not complied with the
request. The Union must specify further, when requesting the City to terminate the
employee, the following by written notice: 'The Union certifies that has
failed to tender either the periodic and uniformly required Union dues or service
charge required as a condition of employment under the collective bargaining
contract, and that under the terms of the contract, the City shall terminate the
employee."
The Union shall indemnify and save the City harmless against any and all claims,
demands, suits or other forms of liability arising out of this section or section 5, except
to the extent any such claims shall be caused by any act or omission of the Employer.
Section 5 - Payroll Deduction.
During the life of this contract, and in accordance with the terms of the form of
Authorization of Payroll Deduction of dues or service charge here in after set forth, the
Employer agrees to deduct a uniform amount as Union membership dues or service
15
charge levied in accordance with the Constitution and By-Laws of the Union, from the
pay of each employee who executes or has executed the following Authorization for
Payroll Deduction form:
16
ANN ARBOR AND MILAN CITY EMPLOYEES
AFSCME LOCAL 369
AUTHORIZATION FOR PAYROLL DEDUCTION
Based upon an agreement between the City of Ann Arbor and Local 369 of the
International Union of the American Federation of State, County, and Municipal Employees,
AFL-CIO an agency shop clause has been established. This clause covers eligible
employees listed in Appendix B and Article 1, section 1 a. Under this agency shop clause
these eligible employees have, as a condition of employment, the option of belonging to the
Union or paying a service charge that is equal to the monthly union dues.
Dues, contributions or gifts to AFSCME are not deductible for federal income tax purposes.
Dues paid to AFSCME, however, may qualify as business expenses and may be
deductible in limited circumstances subject to various restrictions imposed by the Internal
Revenue Service.
I hereby request and authorize the City of Ann Arbor to: 1) deduct from my wages earned
each month the uniform amount duly established from time to time by Local 369 of the
International Union of the American Federation of State, County, and Municipal Employees,
AFL-CIO, as its regular monthly dues or service charge, and 2) remit said amount to the
Treasurer of the said Local. This authorization shall remain in effect and may not be
revoked until ten days before the expiration of the current agreement between the City and
the said Union, or at the end of one year, whichever is shorter.
I further agree and direct that the above authorization be automatically renewed for one
year or for the period of each succeeding agreement between the City and the said Union
which provides for the deduction of uniform dues or service charges, whichever is shorter,
unless I give written notice of cancellation during the last ten (1 0) days in which the above
authorization, or any renewal thereof, is in effect.
17
(Check one box below)
UNION DUES __ _ SERVICE CHARGE
By: __________________________________________________________ _ (PRINT) Last Name First Middle
To: ---------------------------------------------------------------Employer Classification Service Unit
Date of Hire: Date of Start: ---------
Deduction: $ -"---------------Soc.Sec.No. __________________ _
Signed: __________________________ _ Address: -----------------------
City State ZIP
White: Payroll office Yellow: Union
When there is a change in the present Union membership dues or service charge, written notification will be given to the City Administrator by an authorized officer or officers of the Union. The change will be implemented as soon as possible, but not to exceed four (4) weeks.
The Union agrees to refund to management, by way of deduction from future payments, any amounts paid to it in error on account of the check-off provision, upon presentation of proper evidence thereof.
The Employer agrees to pay to the Union any amounts it failed to pay in error upon presentation of proper evidence thereof.
Check-off deductions under a properly executed Authorization for Check-off of Dues or Service Charge form shall become effective at the time the authorization is signed by the employee, and shall be deducted from the last pay of the month and each month thereafter. The pay periods shall be bi-weekly.
Deductions for any calendar month shall be remitted to such address designated to the designated financial officer of Michigan Council No. 25, AFSCME, AFL-CIO, with an
18
alphabetical list of names and addresses of all employees from whom deductions have been made, no later than the fifth (5th) day of the month following the month in which they were deducted.
Each list shall include the employee's date of hire, the classification the employee is performing at the time the list is submitted, and the date the employee started working in that classification in that service unit. The Union will also be informed of any change in employee status.
The Employer shall additionally indicate the amount deducted, and notify the financial officer of the Council and local recording officer of the names and addresses of who, through a change in their employment status, are no longer subject to deductions, and further advise said financial officer and local recording officer by submission of an alphabetical list of all new hires and current members' name and/or address changes since the previous month's remittance of dues.
Any dispute arising as to an employee's membership in the Union shall be reviewed by the designated representative of the Union, and if not resolved, may be decided through the grievance procedure or a special conference, or a MERC decision.
P .E.O.P.L.E. Check-off
The Employer agrees to deduct from the wages of any employee who is a
member of the Union, a P.E.O.P.L.E. (AFSCME's political action committee)
deduction as provided for in a written authorization from each employee. Such
authorization must be executed by the employee and may be revoked by the
employee at any time by giving written notice to both the Employer and the
Union. The Employer agrees to remit any deductions made pursuant to this
provision promptly to P .E.O.P .L.E., together with an itemized statement showing
the name of each employee from whose pay such deductions have been made
and the amount deducted during the period covered by the remittance. The
P.E.O.P.L.E. payroll deduction authorization must be renewed annually or the
deductions will automatically cease after 12 months. Authorizations, deductions
and payments will be made in accordance with the Michigan Campaign Finance
Act.
19
The Union will indemnify and hold the Employer harmless against any and all
claims or liabilities including court costs and attorney fees that arise out of the
Employer's compliance with the union security, check-off, or Political Action
Committee provision of this agreement.
AUTHORIZATION FOR VOlUNTARY PAYROU DEDUCTION NATION/\L PEOPLE COMMITTEE
AFSCME Council local
):>(
f fn.•rfhy jwth{>rilt' mv Nnp!oyet .~nd .v;:~)l'i,th:{l .lgt·m k!.IO dedud e-ach p.ay fWfi(~d tiw ~1mmmt ( (>rtifj{•d .'1hnv~' .b .J vohmiMy {.tmtribuhon to be p~1id h~ th~: lri".t....HH'-r nf tht• PH)PU qu4Hfit:d <ommiHt~t~, A.fS(Mf., >\~l-( 10. P. (\ Hol:. {;5"t:U, w._n;hingwn. D.C. 10(1 t:;, tn tw USN! in dC•
<Ord.lnu~ \.vith tb: h>r·l;n.~~ of ttw PH)PH qutllili(•d f(immiU(>(> for tfu.• purpns<~ uf m.)~ing w.}fincal f~)tltrlbuth)l!~. i\.·1y umtribution h, voh.mtar~-~ ,ind I tmd~·r..;t;md I hid 11 ;., nHf r<"tlUin.•d ;1s: J cunditi()n ut' m~mtx~rshfp in .'l.ny org,·mil~ilion, .:~t .l'< <1 !,l}tH.iition t;f um!inut:d ernploym~n-t, am1 i:> in·~~ r.d r~'pri:>~,t, ,md 1~Mt I HMy 1'PVffia• tht!> .:tuth<.>r1.r ;It ion .tt <uty tim(' by giving wdttf~n f'uJii<\•,
In <tC('Ord.M< ~~with h .. '"<h•r;d l;~v... lht• PlOf>tf um~mit{("(! wal.1t:o.~pt ._-.-.m~ tribution'l (m!) trurn nlt-lllht•f~ of Af$(Mf ~md thr~ir ktmHie-~.
CoMrihuHon" m r,ith to .-\fSCJ\·\[ P(()f'U ar~· not dedurHhlt~ it~ f..'hj\ri·
'------------l-___ :::.;_:.;;_:.;;_:;__ ____ ··-··-······-··--···---·---···--·-_:':'~~l:::~':..':'-:O:::"~t::r_ibution~ ior h~rlt·r~d in-rnmt.' t.n pt!!'J)<~H'&-.
20
ARTICLE 2 - MANAGEMENT RIGHTS
The Employer reserves and retains solely and exclusively, all rights to manage and direct
its work forces, except as expressly abridged by provisions of this contract including, by
way of illustrations but not limitation, the determination of policies, operations, assignments,
schedules, discipline, layoff, etc., for the orderly and efficient operation of the City.
21
ARTICLE 3 -AID TO OTHER ORGANIZATIONS
The Employer will not aid, promote or finance any labor group or organization which
pwports to engage in collective bargaining, or make any agreement with any such group or
organization for the purpose of undermining the Union.
22
ARTICLE 4- STRIKES AND LOCKOUTS
The Union agrees that during the life of this contract, neither the Union, its agents, nor its
members will authorize, instigate aid, condone, or engage in a work stoppage, slowdown,
strike or any other concerted activity which interferes with the operations of the Employer.
The Employer agrees that during the same period there will be no lock-out.
23
ARTICLE 5- STEWARDS, CHIEF STEWARD, FULL TIME UNION OFFICIAL
Section 1 - Designation.
The Employer recognizes the right of the Union to designate Stewards including
Alternate Stewards based on a 1:12 ratio according to the principle of
proportional representation which reflects increases and decreases in the work
force. Once the Stewards and Alternate Stewards are selected, a list of their
names will be submitted to the Service Unit Manager in which they work and to
the Director of Human Resources and Labor Relations for their information.
Alternate Stewards will only be used in the absence of the Steward. Except as
specified in Section 3(b), Stewards and Alternate Stewards must be located in
the same facility as the employees they are assigned to represent. The facilities
are City Hall, Wheeler Center, Waste Water Treatment Plant, Water Treatment
Plant, Housing Commission (Miller St.), Housing Commission (N. Ashley), Fire
Station (Community Standards) and Community Television Network (CTN).
Should facilities be changed, added or modified, both parties will meet to discuss
and update the change. The Steward from the employee's primary work area, or
in his/her absence the Alternate Steward, shall be the employee's Union
Representative. If the Steward or Alternate Steward is not at work, the affected
employee shall select Union Representation from the Steward/Alternate Steward
Facility List provided by the union.
Should an employee request union representation for a meeting that is not
covered under their Weingarten Rights, Human Resources and/or the acting
supervisor/manager will contact the Union President or Chief Steward.
Section 2 - Stewards.
For scheduled events such as conferences, negotiations and training the Union
will provide 72 hours notice to Human Resources for union release time. All
Stewards shall be permitted reasonable time to receive (but not solicit),
24
investigate, present and process grievances on the premises of the City, without
loss of pay or time during their normal working hours. In exercising the
responsibilities under this Article, Stewards, including the Chief Steward, must
first make prior arrangements with their Supervisor and receive approved
release time. The Supervisor will base his/her decision on operational needs
and will not unreasonably delay, or deny the Steward's request. Unless said
time is arranged with the Supervisor, the Steward or Chief Steward may lose pay
for unofficial release time.
Section 3- Chief Steward.
The Employer recognizes the right of the Union to designate a Chief Steward.
Once the Chief Steward is designated, his/her name shall be submitted to the
Service Unit Manager in which he/she works and to Human Resources Services
for their information.
a. The Chief Steward's involvement in grievances shall begin at the second
step of the grievance procedure. In accordance with Section 2, the Chief
Steward must make prior arrangements with his/her supervisor and receive
approved release time during regular working hours to investigate, present
and process grievances at the second step.
b. In the absence of a Steward, the Steward's inability to represent a bargaining
wnit employee dueto gppropriately defined reasons, or where the Steward is
the grievant, the Chief Steward or his/her designee shall be the Union
representative starting at the preliminary step of the grievance procedure.
c. The Chief Steward shall be released to process Steward Elections, which
usually occurs each June, during regular working hours.
d. At the request of management or supervisors, the Chief Steward shall be
released to attend meetings.
25
Section 4- Full time Union Official.
It is understood and agreed that in order to improve labor management relations
between the Employer and the Union, the Union agrees to furnish one (1) full
time Union official who shall be designated by Local 369, to obligate him/herself
to care for Union-Management relationships on a full time basis. While so
engaged, he/she will continue to accrue seniority, receive salary at his/her
regular wage rate/step schedule or Range 33, step 1, whichever is greater,
continue with movement through the wage step schedule and continue to
receive other fringe benefits from the Employer; he/she shall be covered by all
other terms and provisions of the existing agreement between the parties. The
full time Union Official will not service Milan employees on City of Ann Arbor paid
time.
The privilege of the full time union official position is subject to the
understanding that the official's time will be devoted to the proper handling of
the above mentioned matters and will not be abused.
Any alleged abuse by either party will be a proper subject for a special
conference.
Beginning with the effective date of this contract, the full time union official will
maintain a record of all time spent in Union activity with a description of the
type of activity and submit those records on a monthly basis to the Director of
Human Resources and Labor Relations.
When the full time Union official leaves office, the City shall guarantee his/her
previous position or a job classification with a rate of pay not less than his/her
previous position.
26
ARTICLE 6 - SPECIAL CONFERENCES
Special conferences for the discussion of important matters (not grievances) shall be
arranged between the local Union President or his/her designee and Employer
representatives within ten (10) regularly scheduled working days after request of either
party, unless the Union and Employer mutually agree to an extension oftime, subject to the
following conditions:
a. Such meetings shall be attended by a maximum of four (4) Union
representatives, and may also be attended by representatives of the
International Union.
b. The party requesting a special conference shall provide the other party with
an agenda of the subjects to be discussed at the special conference at the
time the request is made. If both parties have subjects they wish to discuss,
they shall exchange agendas. Discussions at special conferences shall be
limited to subjects set forth in the agenda, unless the Union and the
Employer mutually agree to include other subjects. The items listed on the
agenda shall be in sufficient detail to apprise the other party of the scope of
the subject to be discussed. If either party deems it necessary to have
additional information relative to the agenda items, such information shall be
provided at least one (1) business day prior to the conference.
c. Such special conferences shall be held during the regular 8:00 a.m. to 5:00
p.m. working.hours. Employees requested to attend such conferences shall
do so without loss of pay or time during the normal working hours.
d. If there is an answer forthcoming from either the Union or the Employer, it
shall be given in writing within seven (7) business days of the conference.
e. Anything agreed to by the results of a special conference will be reduced to
27
writing and signed by the Union President and the Director of Human
Resources and Labor Relations or their appointed designee.
28
ARTICLE 7 -GRIEVANCE PROCEDURE
Section 1 - Definition.
The purpose of this grievance procedure is to establish an effective procedure
for the fair, expeditious, and orderly adjustment of grievances. Union policy
grievances shall be filed by the Union President or his/her designee, and entered
at Step 1 of the grievance procedure. Grievances crossing service unit lines and
grievances concerning employees denied a position shall be filed at Step 2 of
the grievance procedure.
Grievances within the meaning of this procedure shall consist of all disputes
about interpretations, meaning, application or alleged violations of the terms and
provisions of this contract, and shall also include oral and/or written reprimands.
Grievances, which cannot be settled at a preliminary step of the grievance
procedure, may by mutual waiver of a lower step, be filed in an agreed upon
advanced step where the action giving rise to the grievance was initiated or
where the relief requested to the grievance could be granted.
Section 2 - Informal Resolution.
The informal resolution of differences or grievances is urged and encouraged
at the lowest possible level of supervision.
Section 3 -Timely Action.
Immediate supervisors, service unit managers and all other members of
management shall consider promptly all grievances presented to them and
within the scope of their authority, take such timely action as is required.
29
Section 4 - Steps.
Grievances shall be processed according to the following procedure:
PRELIMINARY STEP: An employee who feels he/she has been aggrieved
because a provision of this contract has not been applied or interpreted properly
must discuss his/her issue with his/her immediate supervisor. The employee
shall have the right to have a Steward present at this initial discussion if he/she
so desires. The Supervisor shall respond in writing to the Union and employee
within five (5) business days.
FIRST STEP: If the employee and/or the Union are not satisfied with the
supervisor's written response, he/she may file a formal grievance with the
Service Unit Manager, or his/her designee, within fourteen (14) calendar days of
the supervisor's response. The employee may file a formal grievance on the
grievance form within fourteen (14) calendar days of his/her knowledge of the
events giving rise to the grievance. The statement of the grievance shall set forth
the nature of the grievance, the date of the matter complained of, the names of
the employees involved, the circumstances surrounding the grievance, the
specific contract sections alleged to have been violated and the remedy sought
to rectify the grievance. The Service Unit Manager, or his/her designee, upon
receiving a grievance, shall hold a meeting within fourteen (14) calendar days of
receiving the grievance. The employee shall have the right to attend and have
his/her Steward present at this meeting and shall have the right to meet with
his/her Steward for thirty (30) minutes immediately prior to the meeting. The
Service Unit Manager or his /her designee shall make a written response within
fourteen (14) calendar days after the meeting.
SECOND STEP: If the employee and/or the Union are not satisfied with the
Service Unit Manager's response, he/she shall state the reasons therefore on
the grievance form and submit the grievance form to Human Resources within
fourteen (14) calendar days of the Service Unit Manager's answer. Human
30
Resources shall either give a written response within fourteen ( 14) calendar days
of receiving the grievance or hold a meeting within fourteen (14) calendar days
of receiving the grievance. If a meeting is held, Human Resources shall give a
written response within fourteen (14) calendar days of the completion of the
meeting. Human Resources' response concerning Second Step grievance
matters shall be filed through the Union President or his/her designee if the
Union President is not at work with a copy to the Chief Steward. The employee
shall have the right to attend and meet with his/her Union President and/or Chief
Steward for sixty (60) minutes prior to this meeting. The Chief Steward shall be
allowed up to two hours off with pay to investigate the nature of the grievance
he/she is to discuss with the Human Resources.
THIRD STEP: If an answer of Human Resources is unsatisfactory to the Union,
the grievance shall be submitted to either a mutually agreeable arbitrator or to
the American Arbitration Association, in accordance with its Voluntary Labor
Arbitration Rules. The Union will have thirty (30) calendar days to notify the City
of their intent to arbitrate from the date of the answer of the second step hearing.
The Union will have an additional sixty (60) calendar days after the Union gives
notice to the employer of its intent to arbitrate to submit the grievance to a
mutually agreeable arbitrator or the American Arbitration Association in
accordance with its Voluntary Labor Arbitration Rules. Failure to request
arbitration in writing within such period shall be deemed a withdrawal of the
grievance, and it will not be considered further in the grievance procedure. The
decision of the arbitrator shall be binding on both parties. The aggrieved
employee shall have the right to attend the arbitration hearing. Bargaining Unit
employees, that have employer authorization to attend the hearing(s), shall be
compensated at straight time hours while in attendance.
The Union and City are committed to resolving disputes and both parties are
open to utilizing a Mediation service prior to moving to arbitration on mutually
31
agreed to grievances. If Mediation is utilized, arbitration deadlines shall be
extended as needed to preserve timelines.
Section 5 - Cost of Arbitration.
If the grievance is submitted to an arbitrator by Human Resources under Step 2,
the City shall pay the arbitrator's fee. If the grievance is submitted to an
arbitrator by the Union, the City and the Union shall each pay one-half of the
arbitrator's fee.
Unless mutually agreed by both parties, a court reporter shall be scheduled to
transcribe the arbitration proceedings. Each party will pay one half the costs.
Section 6- Power of Arbitrator.
An arbitrator shall have no power to add to, subtract from or modify any of the
terms of this contract, nor shall he/she substitute his/her discretion for that of the
Employer or the Union where such discretion has been retained by the Employer
or the Union, nor shall he/she exercise any responsibility or function of the
Employer or the Union. The arbitrator shall not consider in the arbitration
proceedings any Contract sections that have not been specifically alleged to
have been violated during the grievance steps, unless the union notifies the
Employer of such intention fourteen (14) calendar days prior to the
commencement of arbitration. Either party may then request a pre-arbitration
conference. A written statement will be rendered by Human Resources or
his/her designee, if there is any change in the City's previous position.
Section 7- Time Limits.
If no appeal is taken by the employee and/or the Union within the time limits set
forth above, the grievance shall be considered as being settled on the basis of
the Employer's last answer. If an answer in writing is not presented to the Union
representative within the prescribed time limit, or extended by mutual agreement
32
it shall be considered as settled in the Union's favor.
Section 8- Grievance Form.
The City and the Union shall agree on a grievance form. The form shall be used
in filing a grievance.
33
ARTICLE 8 -DISCIPLINE
The purpose of discipline is to correct employee behavior. The Employer agrees that it will
not discipline any employee without just cause. Discharge and disciplinary suspensions
may be grieved under Article 7 of this contract, starting at the second step. Verbal and
written warnings may be grieved under Article 7 of this contract, starting at the first step.
Section 1 - Notice.
When an employee is suspected of engaging in conduct which could lead to
discipline, the employee's immediate supervisor or his/her representative will
notify the employee in writing of the events giving rise to possible disciplinary
action within ten (1 0) calendar days after the supervisor's knowledge of the
alleged offense.
Section 2- Investigations
After the notification, management will complete an investigation within ten (1 0)
calendar days. If the investigation cannot be completed in that time, the City will
notify the Union as to the status of the investigation and give an estimate as to
the time needed to complete the investigation. All investigations shall be
completed in a timely fashion. As part of the investigation the supervisor will
meet with the employee to discuss the matter. The employee shall have the
right toUnion Repre$entation at this meeting.
Section 3 - Discipline
If disciplinary action is taken, the discipline shall be issued at a discipline
meeting within ten (1 0) calendar days after completion of the investigation. A
meeting is not required where there are workplace safety concerns. The
employee shall have the right to Union Representation at this meeting. A copy of
all disciplines shall be given to the employee, the Chief Steward and the Union
President. The Service Unit Manager and Human Resources must first review
34
all disciplinary suspensions and terminations prior to meeting with the employee
to issue the discipline.
In case of discharge or discipline involving time off, the Union Representative
shall be the Chief Steward or Union President.
In cases where it is necessary for an immediate supervisor or designated
representative to immediately relieve the employee from working, and where
either a Steward is not present or further investigation is required, the employee
will be notified of the events giving rise to possible disciplinary action, and can be
relieved from duty with pay pending completion of the investigation or the
arrangement of a meeting with the Steward.
If the above investigation determines the charges were valid, and discipline is
required, the time already spent on suspension may be considered as part of the
disciplinary action. In the event the investigation determines the charges are
invalid, any disciplinary action contemplated shall be dropped and his/her record
be expunged. The employee shall be notified in writing within three (3) calendar
days that no disciplinary action will be taken. The employee will be
compensated for any and all time and regular wages lost during the investigation
within one pay period of this notification.
Section 4- Progressive Discipline
The steps of progressive discipline generally include the following:
1. Verbal Warnings 2. Written Warnings 3. Unpaid Suspensions 4. Terminations/Discharges
Section 5 - Use of Past Record.
35
In imposing discipline on a current charge, the employer will not base his/her
decision upon any prior infractions of applicable City-wide Policies and
Procedures or service unit specific policies and procedures, rules or regulations
which occurred more than twenty four (24) months previously.
Supervisor notes or memos that did not rise to the level of discipline will also be
disregarded if they were written more than twenty four (24) months prior to the
current offense.
Employees may be discharged or disciplined for falsification of the original
application for employment with the City within the period of twenty four (24)
months from the date of hire.
Section 6 - Performance Improvement Plans
When an employee's performance is unsatisfactory, discipline may be imposed.
In such cases, the employee's Service Unit Manager and/or designated
representative will prepare a written summary of the deficiencies that will be
reviewed by the Human Resources Service Unit. The Service Unit Manager
and/or designated representative will then review the performance deficiencies
with the employee. The employee shall have the opportunity to respond
regarding the deficiencies prior to the imposition of any discipline and shall have
the opportunity to meet with his/her Union representative and have the
representative present during the meeting with the Service Unit Manager and/or
designated representative. If the employee's performance does not improve
following discipline, the employee may be placed on a performance improvement
plan. The Service Unit Manager and/or designated representative will prepare a
written summary of deficiencies and review it with the employee and present the
employee with a performance improvement plan including specific expectations
with measurable objectives. The performance improvement plan will be no less
than one hundred and twenty (120) calendar days in time and will include at
least four (4) meetings held at least every thirty (30) days to review the status of
36
the performance improvement plan. At the end of the performance improvement
plan, the Service Unit Manager will present the employee with a written summary
of his/her performance under the plan, including documentation of examples of
deficiencies, if available. The employee will be given the opportunity in the
meeting to respond regarding the deficiencies prior to the imposition of any
discipline and will have the opportunity to meet with his/her Union representative
and have the representative present during the meeting. If the employee's
performance has not improved sufficiently, as determined by his/her
management and Human Resources, by the end of the performance plan period,
his/her employment may be terminated.
37
ARTICLE 9 - CITY -WIDE POLICIES AND PROCEDURES
AND
SERVICE AREA/UNIT RULES AND REGULATIONS
Management shall establish and uniformly enforce City-wide Policies and Procedures,
Departmental Rules and Regulations and Service Area/Unit specific policies and
procedures (for purposes of this Article, "GUIDELINES") that do not modify or conflict with
the existing Contract. Thirty (30) calendar days prior to implementation of any new
Guidelines affecting the bargaining unit, the proposed Guidelines will be submitted to the
Union President for review and input. These Guidelines shall be standardized wherever
possible. All new Guidelines must be approved and signed by Human Resources Services.
The Employer shall be responsible for notifying bargaining unit members of any changes
or additions to Guidelines. It will be the responsibility of each Service Unit Manager to see
that a copy of all Guidelines is provided to each bargaining unit member at the bargaining
unit member's request. The bargaining unit member will be given reasonable work time to
review any Guidelines. A copy of the guidelines shall be readily available in each work
area. The location of the Guidelines (manuals, reference documents etc.) shall be posted
on the work area bulletin boards.
The Service Unit Manager or his/her designee shall be responsible for explaining the
Guidelines to the employees. Should an employee not understand after the explanation,
the unanswered question(s) shall be reduced to writing and submitted to Human Resources
Services by the employee. A written answer will be given to the employee within seven (7)
business days.
The Employer shall notify the Union President and all bargaining unit members of any
changes or modifications in the Guidelines ten (1 0) calendar days prior to implementation.
38
ARTICLE 10- PERSONNEL RECORDS
Section 1 - Employee Files.
The employee's personnel file in Human Resources Services will be the
official file. Please reference HR Policy 3. 7
An employee, upon reasonable notice to Human Resources Services, may
review his/her personnel file and may request that it be updated.
A copy of all disciplinary letters and/or notices must be forwarded to Human
Resources Services and a copy forwarded to the Chief Steward, the Union
President and the affected employee.
The addition, deletion or transferring of information into or out of an employee's
personnel file will be in accordance with the Bullard-Piawecki Employee Right to
Know Act.
Section 2 - Expunging Records.
Disciplinary actions shall be maintained in the personnel file and may not be
expunged except as specified in the Bullard-Piawecki Employee Right to Know
Act. Disciplinary documents over twenty four (24) months old will be kept in a
separate folder in the personnel file and will not be used as the basis for further
disciplinary action and/or employment decisions.
Section 3- Medical Records.
To ensure confidentiality, detailed medical records and reports regarding an
employee shall not be released in conjunction with the employee's personnel file
and shall be handled in accordance with HIPAA and all other applicable laws.
This does not include information regarding an employee's pre-employment
39
physical or routine statements regarding an· employee's fitness for work.
40
ARTICLE 11 - SENIORITY
Section 1 - Definition.
Seniority shall be on a bargaining unit-wide basis, regardless of job
classification, in accordance with the employee's last date of hire into the
bargaining unit, unless otherwise specified in this contract.
Section 2 - Probationary Employees.
New regular employees hired in the bargaining unit shall be employed on a six
(6) month trial basis. With the Union President's written agreement, the
Employer may extend the probationary period for up to three (3) months for just
cause relating to the employee's questionable ability to satisfactorily perform the
job duties. New regular employees shall receive health care coverage after
three (3) months of employment.
If an employee satisfactorily completes the probationary period and accumulates
six (6) consecutive months of employment within not more than nine (9) months,
he/she shall, upon recommendation of his/her supervisor be entered on the
seniority list of the unit and shall rank for seniority from the date of hire. While on
probation, employees shall not have seniority.
Probationary employees shall receive written evaluations the second month and
fifth month of employment. The two (2) month evaluation should be given within
fourteen (14) calendar days of the employee's two-month anniversary. The five
(5) month evaluation should be given within fourteen (14) calendar days of the
employee's five-month anniversary. The timelines may be extended by mutual
agreement, in writing, between the employer representative and the Union
President or his or her designee.
41
The Union shall represent new regular probationary employees for the purpose
of collective bargaining in respect to rates of pay, wages, hours of employment
and other conditions of employment as set forth in Article 1 of this contract,
except employees discharged and disciplined.
Section 3- Seniority.
The seniority list on the date of this Agreement will show the names, job titles,
pay range, home address, and date of hire, with the most senior first, of all
employees of the bargaining unit entitled to seniority. The Employer will keep
the seniority list up-to-date at all times, and will provide the local Union with up
to-date copies monthly. Information regarding additions to and deletions from
the Union shall be accessible to the Union in Human Resources Services.
Section 4- Loss of Seniority.
An employee shall lose his/her seniority for the following reasons only:
a. He/she quits City employment.
b. He/she transfers to a position under the Employer not included in the
bargaining unit for a time period longer than the reversion period of sixty (60)
days. If he/she reverts back to his/her former position within the reversion
period, the employee's AFSCME seniority shall be maintained except that
he/she shall not have accumulated bargaining unit seniority while outside the
bargaining unit.
c. He/she is discharged and the discharge 1s not reversed through the
procedure set forth in this Agreement.
d. He/she is absent for three (3) consecutive working days without notifying the
Employer. In proper cases, exceptions may be made with the consent of the
Employer. After such absence, the Employer will send written notification by
certified mail to the employee at his/her last known address that he/she has
42
been terminated and supply a copy of said notification to the Union. If the
disposition made of any such case is not satisfactory to the employee, the
matter may be referred to the grievance procedure. Discharge under this
subsection is not subject to the prior notification procedure contained in
Article 8, Section 1 .
e. Failure to return to work when recalled from layoff, as set forth in the recall
procedure, or failure to return from sick leave and leaves of absence will be
treated the same as (d.) above. In proper cases, exceptions shall be made
with the consent of the Employer. Discharge under this subsection is not
subject to the prior notification procedure contained in Article 8, Section 1.
f. He/she retires.
g. While an employee is on layoff status, he/she shall continue to accrue
seniority for all purposes, including but not limited to computing vacation,
sick, personal leave and longevity increases under this contract for the first
six (6) months that he/she is laid off. For employees with ten (10) years or
less of seniority: For the next eighteen (18) months that an employee is on
layoff status, he/she shall not accrue seniority for purposes of computing sick
time, vacation time or longevity increases. During this eighteen (18) month
period, the employee shall continue to accrue bargaining unit seniority for
other purposes. In the event the employee is not recalled during the 24
month period, any benefits accrued pursuant to this section will not result in
payment to the employee. For employees with more than ten (10) years of
seniority: For the next twenty-four (24) months that an employee is on layoff
status, he/she shall not accrue seniority for purposes of computing sick time,
vacation time or longevity increase. During this twenty-four (24) month
period, the employee shall continue to accrue bargaining unit seniority for all
other purposes. In the event the employee is not recalled during the thirty
(30) month period, any benefits accrued pursuant to this section will not
result in payment to the employee.
43
h. An employee shall lose his/her seniority and have his/her employment
severed if he/she has been laid off and not recalled during the time periods
specified above.
Section 5- Veterans.
Any employee who enters into active service in the Armed Forces of the United
States, upon termination of such service, shall be offered reemployment in
his/her previous position consistent with the provisions of the Uniformed
Services Employment and Reemployment Rights Act.
A probationary employee, who enters the Armed Forces and meets the
foregoing requirements of the Uniformed Services Employment and
Reemployment Rights Act, must complete his/her probationary period upon
his/her return, and upon completing it, will have the time spent in the Armed
Forces added to his/her seniority.
Reference Pension Ordinance for further information pertaining to Veterans
"buy back" provisions.
Section 6 -Stewards and Negotiating Team Members.
Notwithstanding their positions on the seniority list, all Stewards, in the event of a
layoff of any type, shall be considered to have the highest seniority, after the
President and Chief Steward of the Union. In the event of a layoff, Stewards
shall be continued at work as long as there is a job in his/her service unit that
he/she can perform, and must be recalled to work to the first open job in his/her
service unit which he/she can perform. Stewards shall be regular employees
and shall have completed their probationary period in their current position.
Notwithstanding their position on the seniority list, members of the Union
negotiating team will not be laid off during the period of negotiations.
44
Section 7 - Officers.
In the event of a layoff, and notwithstanding their position on the seniority list, the
President and Chief Steward of the local Union shall be continued at work at all
times, provided they can perform any of the work available. Officers shall be
regular employees and shall have completed their initial probationary period.
45
ARTICLE 12 -SUPERVISOR AND BARGAINING UNIT WORK
Supervisory employees shall not be permitted to perform work within the bargaining unit,
except in cases of an emergency arising out of unforeseen circumstances, or unless
practical consideration calls for a supervisor to perform such work which calls for his/her
immediate attention or training of employees, including demonstrating the proper method to
accomplish the task assigned. Supervisors shall not perform work under this provision if it
were to displace a bargaining unit employee.
46
ARTICLE 13 - LAYOFFS
Section 1 - Regular Employees.
The Employer may lay off a regular employee when deemed necessary, by
reason of shortage of work or funds, the abolition of a position, material change
in the service unit organization, or for other related reasons that are outside the
employee's control and which do not reflect discredit upon the services of the
employee. The duties performed by any employee laid off may be reassigned
equitably to other employees already working who hold positions in appropriate
classes. Regular bargaining unit employees will only be laid off after all non
bargaining unit employees performing AFSCME bargaining unit work in the
service unit have been laid off.
Section 2 - Preliminary Step.
Prior to issuing layoff notices as outlined in section 3 of this article, the most
senior employee within the service unit affected shall be offered a voluntary
separation from service with the City with no recall rights. Once the offer is
made by the City, the employee will have 48 hours to decide. The City will not
contest unemployment for individuals who choose this option. After signing a
separation waiver, the employee shall be paid severance pay based on years
worked as follows:
Less than 5 years: 6 weeks of regular pay
5 - 9 years: 8 weeks of regular pay
10 or more years: 10 weeks of regular pay
Additionally any employee who is eligible to retire and who is enrolled in the
City's health plan who chooses this option will receive a one-time deposit of
$500.00 in their HRA.
47
Section 3 - Order of Layoff.
Layoff of employees shall be made within classification titles, within service units,
on the basis of inverse order of the amount of bargaining unit seniority. Any
employee who has received a layoff notice, will be placed by the City into a
vacant bargaining unit position for which they are qualified if one is available.
Any employee so placed will be placed at the level and pay at which they qualify.
All assessments will be conducted prior to employee placement. The City
agrees to put into writing the reasons an employee was denied a position based
on assessments and reasoning behind the progression level assigned to the
employee. Employees will retain recall rights to their former position for up to
(30) thirty months as defined in Article 11 Section 4(g). The Union agrees that
no grievances will arise from the placement. However, the Union has the right to
file a grievance based on denial of placement into a particular position and the
progression level assigned to the employee. The affected employee has the
right to decline placement into a position that is more than six (6) pay ranges
less than their current position. This denial must be made in writing to Human
Resources.
If there is no position into which the employee can be placed, the employee shall
be provided the following three options. The employee must select one option
and notify the Director of Human Resources and Labor Relations within 10
calendar days after receiving the layoff notice:
1. Take a voluntary layoff from employment with recall rights. The City will not
contest the employee's unemployment claim.
2. Be placed in a "displaced employee" pool for a period not more than six (6)
months. Employees in this pool will retain their wages for the six month time
period and will be assigned any work for which they are qualified within the
City. Should a regular AFSCME position for which they are qualified become
48
available during the six month period, the City shall have the right to place
the employee into that position. That position will then become the
employee's regular work assignment and they will receive wages based on
the classification into which they have been placed and the level at which
they qualify. All assessments will be conducted prior to employee placement.
The Union agrees that it will not file grievances based on this placement.
However, the Union has the right to file a grievance based on the progression
level assigned to the employee. If placed in a position under this procedure,
the employee shall have recall rights as outlined in section 5 of this article.
Should no open positions become available within the 6 month period
referenced above; the employee will be laid off from the City and have recall
rights as specified in section 5 of this article.
3. Utilize bumping rights a follows: (Should an employee choose to exercise
their right to bump under Section 3 they shall relinquish their right to bid on
any vacant bargaining unit position for the following two (2) year period).
a. Bump to an equal or lower progression level within the classification
title in which he/she is serving as long as he/she has more
bargaining unit seniority than the employee he/she is bumping. The
employee shall enter the job progression at the level at which he/she
is qualified. The employee bumped will then be removed from the
position.
b. If an employee does not have any rights under paragraph (a) above,
he/she shall have the right to bump another bargaining unit
employee with lesser seniority in the same service unit he/she is
presently in, if the employee being bumped has a pay range which is
not greater than that of the bumping employee. The bumping
employee must also meet the minimum qualifications for the position
into which he/she is bumping, and must be able to obtain the
remaining qualifications for the position in the time typically
49
prescribed. Minimum qualifications are those specified for Level1.
In progressions which do not have a Level 1, the minimum
qualifications are those specified for the lowest level of the
progression. The decision as to whether the employee is so
qualified shall be made at the sole discretion of the Employer. The
employee shall enter the job progression (as defined above) at the
level at which he/she is qualified. If the employee does so bump,
the bumped employee will then be removed from the position.
c. If an employee does not have any rights under (a)- (b) above, the
employee shall have the right to bump into any classification title
within his/her service area if he/she has more bargaining unit
seniority than another bargaining unit employee in that classification
title, and if the employee requesting to bump meets the minimum
level of qualifications for that progression (as defined above) or
classification title and can obtain the remaining qualifications for that
progression within the time typically prescribed. The decision as to
whether the employee is so qualified shall be made at the sole
discretion of the Employer. The employee shall enter the job
progression at the level at which he/she is qualified. If the employee
does so bump, the bumped employee will then be removed from the
position. If there is more than one classification title into which the
employee is qualified to bump, the City will attempt to place the
employee in the position which has a pay range closest to the one
from which the employee is being laid off, but not higher. The City
will determine the classification title into which the employee will be
allowed to bump.
d. If an employee does not have any rights under (a)-(c) above, the
employee shall have the right to bump into any other classification
title covered by this contract, if he/she has more bargaining unit
50
seniority than the employee in that classification title, and if the
employee requesting to bump meets the minimum qualification for
the progression (as defined above) or classification title and can
meet the other qualifications within the time typically prescribed.
The decision as to whether the employee is so qualified shall be
made within the sole discretion ofthe employer. The employee shall
enter the job progression at the level at which he/she is qualified. If
the employee chooses to bump, the bumped employee will then be
removed from the position. If there is more than one classification
title into which the employee can bump, the City will attempt to place
the employee in a position which has the pay range closest to, but
not higher than the one from which the employee is being laid off.
e. The procedure set forth in Section 2, paragraphs (a) - (d) above
shall be available for use by an employee who is bumped as a result
of the application of the above procedure.
f. No work will be contracted out by the City when it can be performed
by employees of the bargaining unit, if such contract would cause a
layoff.
In the event contracting occurs, employees whose positions are
impacted by the contracting out of the City services will have six (6)
months to bid on other City positions, after which the City shall have
the right to place the remaining displaced employees in any posted
bargaining unit position, which remains vacant after completion of
the bidding process, and for which they are qualified, or if none, in
any interim bargaining unit assignment which will not pay less than
the job from which they were displaced. This provision will apply to
employees who are currently impacted by the contracting out of City
services.
51
Section 4 - Notice of Layoff.
Employees who are to be laid off under Section 3 above will be notified at least
thirty (30) calendar days before the effective date of their layoff. Employees who
are being laid off as a result of being bumped by a more senior employee will be
given fourteen (14) calendar days notice before the effective date of the layoff.
Section 5- Recall Procedure.
Laid off employees recall rights will extend to the time indicated in Article 11,
Seniority, Section 4 (g). Employees who have chosen option 3 in Section 3 of
this Article will not have recall rights. Laid off employees with recall rights shall
be recalled to work when any of the following circumstances occur:
1. The affected employee's job is restored;
2. A bargaining unit position vacancy occurs in the affected employee's service
area for which the employee is qualified;
3. A new bargaining unit position is created in the affected employee's service
area for which the employee is qualified;
4. The affected employee's service area requires additional staffing for
bargaining unit positions for which the affected employee is qualified;
5. There are open bargaining unit positions within the City for which the
employee qualifies.
Within ten ( 1 0) calendar days of any of the above-referenced circumstances, the
employer shall notify the laid off employee to return to work. If more than one
employee would be eligible for recall, bargaining unit seniority will determine the
order of recall.
Notification shall be made by overnight mail service (signature required) to the
Employee's last known address and a copy of the notification provided to the
52
Union. The employee must respond within ten (1 0) days of the receipt of the
recall notification or they shall be considered to have voluntarily quit their
employment. Exceptions may be made if the recalled employee is physically
unable to return to work at the time of the notification. In such cases, medical
documentation of the condition and an anticipated return to work date may be
required.
If a laid off employee does not return to the position to which he/she is recalled,
so that there continues to be a vacancy in that position, the next highest seniority
laid off employee who is qualified for the position will be recalled to fill the
vacancy. Only after all qualified laid off employees have been recalled, will the
position be posted.
53
ARTICLE 14- PROMOTIONS AND TRANSFERS
Section 1 -Job Descriptions.
The job descriptions for the employee classifications covered by this collective
bargaining agreement are made, by this reference, a part of this collective
bargaining agreement.
Section 2- Newly Created or Permanent Vacant Bargaining Unit Positions.
All newly created or permanent vacant bargaining unit positions shall be posted
in a conspicuous place in each work area at least seven (7) calendar days prior
to filling the position. The posting shall set forth the classification, progression
level, pay, minimum qualifications for the level posted, job requirements and the
service area in which the vacancy exists. Copies of the posting shall be e
mailed to all AFSCME members. Interested employees shall apply within the
seven (7) calendar day posting period. Among those employees who apply, the
job vacancy shall be filled in the following manner:
The newly created or vacant position shall be offered first to the members within
the bargaining unit. The most senior employee, who meets the minimum
qualifications for the level posted, with a satisfactory work record, as reflected in
the employee's personnel file, or assessments under Section 3, shall be
awarded the position. Should the most senior qualified employee choose not to
accept the position then the next senior qualified employee shall be awarded the
position. The employee shall enter the position at the level he/she is qualified
for. In no case will unfavorable aspects of an employee's work record that
occurred more than twenty-four (24) months prior to the employee's bid for the
position be a basis for the employee's not being awarded the position.
54
If the applicant is denied the position, reason for denial shall be given in writing
within two (2) weeks of the denial to said employee and his/her Steward. This
written answer shall come from Human Resources. If the employee disagrees
with the reasons for denial, it shall be a proper subject for the grievance
procedure starting at the second step.
If there are no bargaining unit employees who meet the requirements outlined in
the current job posting, the job should be filled as determined by the City.
Any new regular probationary employees hired into the City, after ratification of
this contract, shall not be awarded another AFSCME Local 369 bargaining unit
position under the bidding procedure during their six (6) month probationary
period.
Section 3 - Employee Qualifications.
In determining an employee's qualifications, written and or performance
assessments, with defined answers and/or outcomes, may be given. Interviews
may also be given. Human Resources Services shall approve all assessment
methods used. In addition, the bidding employee's overall work history (i.e.
positions held prior to City employment, specialized training, degree earned,
etc.), shall be used to determine the employee's qualifications for the job. The
scores obtained by employees tested for a job in accordance with this section
shall be maintained by Human Resources Services. Employees who have taken
such assessments and so desire to review the assessment and their score may
do so in the presence of a Human Resources Services Partner or other City
representative in a manner to be determined by Human Resources Services. If
the employee disputes the results of an assessment, the employee shall be
allowed a second review with the Union President or his/her designated
representative in attendance within seven (7) work days of the first review.
55
Section 4- Reversion Period.
Employees who promote or transfer to positions within the AFSCME unit shall
have a period not to exceed sixty (60) days to voluntarily revert to their former
position.
Section 5 - Nepotism.
As of the effective date of this Contract, an employee shall be deemed ineligible
to promote into, demote into, transfer into, or in any other manner, move into a
service area in which said employee has an immediate relative, spouse or other
qualified adult (to the extent permitted by law as defined by the plan documents)
as his/her immediate supervisor, service unit manager or service area
administrator as defined by the City's Human Resources Policies and
Procedures.
Section 6 -Trial and Training Period.
When an employee is awarded a job under the provisions set forth in this Article,
there shall be a trial and training period not to exceed sixty (60) days of work in
the new classification.
It is understood by both parties that if the training and trial period needs to be
extended for an employee that management will approach the Union President
with their concerns and request an extension which shall not be unreasonably
withheld. This is the practice that has been done in the past on a case by case
basis. These training and trial periods may be extended by mutual agreement
between the Union and the Employer. Extensions will not exceed 30-day
increments or a maximum of six (6) months in duration.
56
Section 7- Transfer Outside Bargaining Unit.
If an employee transfers to a position under the Employer not included in the
bargaining unit, then during the sixty (60) day reversion period, the employee
shall be entitled to revert back to his/her former position, if the position remains
open. The employee's AFSCME seniority shall be maintained except that
he/she shall not have accumulated bargaining unit seniority while outside the
bargaining unit.
Section 8 - Reclassification.
When the Employer wishes to create new positions, revise job descriptions, or
reclassify current positions within the bargaining unit, the Director of Human
Resources and Labor Relations will provide the Union with a copy of such
proposed changes fourteen (14) work days prior to scheduled implementation.
The Union shall have ten (1 0) work days within which to review and comment on
the proposed modifications as to job requirements and wage scale. Should the
Union disagree with the proposed job requirements and/or wage rate, a special
conference may be convened to discuss the matter. Should the parties fail to
reach an agreement at the conclusion of the special conference, the matter may
be forwarded to the Second Step of the grievance procedure, as contained in
Article 7.
Section 9 - Return of Job Titles.
Should any of the job titles in Appendix G or job duties associated with the job
titles, return to the City as employment opportunities, AFSCME Local369 will be
the sole and exclusive Labor Representative.
Section 10- Progressions The City agrees to develop progressions for all positions without a current
progression. Employees who previously opted out of the progression system
will not have additional progressions created.
57
ARTICLE 15 - COMPENSATION
Section 1 -Wages.
Wage increases as follows:
% Increase Date Effective 1% 01/01/2014 .5% 07/01/2014 1.5% 01/01/2015 1% 01/01/2016 1% 01/01/2017
Additionally a new hire wage scale will be effective for any employee hired on or
after 01/01/2015 into the AFSCME union.
An additional Step 7 was added to the pay scale effective July 1, 2008. Step 7
will only be available for employees who have attained Level 4 or Level 5 in
those classifications with a job progression design.
Section 2 - Deferred Compensation Plan.
Effective with the execution of this contract, the Employer will no longer make a
matching contribution to an employee's ICMA Deferred Compensation Plan.
Section 3 -Step Increases and Progressions
When an employee receives a promotion to a higher progression, their step
increase date is affected as follows:
If the promotion occurs anytime between October 1 and March 31 the
employee's step increase date will be moved to January of the following year.
If the promotion occurs anytime between April 1 and September 30 the
employees step increase date will be moved to July of the following year.
If the employee receives a step increase and a promotion in the same year the
step increase will be given a year from the next step increase date.
58
ARTICLE 16 - SICK LEAVE
The Family Medical Leave Act (FMLA) will be coordinated and applied under applicable
Federal Law.
Section 1 -Accumulation.
Sick leave for regular personnel, covered by this contract, shall be accrued and
granted as follows:
a. Each regular employee of the City shall be entitled to sick leave of 3.7 sick
leave hours per pay period. Regular employees who render part-time
services shall be entitled to sick leave for the time actually worked at the
same rate as that granted full-time employees.
b. Accumulation of sick leave shall be unlimited for purposes of illness only.
c. Accumulated sick leave cannot be transferred from one employee to another.
If an employee quits or is discharged from his/her employment, any unused
accumulation of sick leave shall be cancelled.
d. Upon hire new employees will be advanced seven (7) pay periods of sick
leave.
e. Absences for a part of a day shall be charged proportionately in an amount
not smaller than one (1) hour.
Section 2- Qualification.
When an employee finds it necessary to be absent due to sickness he/she shall
notify his/her supervisor as to the reasons for using sick time before his/her
regular starting time on the first working day of absence, and shall thereafter
report on the working day prior to his/her next scheduled starting time (unless
hospitalized or confined by a doctor) until he/she returns to work. If the
supervisor is not present, the employee shall leave a message. Sick leave shall
not be granted unless such report has been made. If an employee is
hospitalized or confined by a doctor, he/she does not have to report every day.
59
However, a physician's statement attesting to such hospitalization or
confinement may be required by the City.
Per the Family and Medical Leave Act if an employee is incapacitated for more
than three (3) consecutive days, the employee must notify the Benefits
Supervisor of their absence and a physician's statement may be required
indicating the nature of the sickness, and attesting to the employee's ability to
return to work. If an employee is off on sick leave for five (5) or more consecutive
days, a physician's statement shall be required indicating the nature of the
sickness, and attesting to the employee's ability to return to work. The employee
shall not be allowed to work until submitting such a statement, and any additional
time off which results from failure to submit same shall be deducted from the
employee's accrued time, or, if there is no accrued time, without pay.
Section 3- Eligibility.
An employee eligible for sick leave with pay may use such sick leave for
absence due to his/her personal illness, doctor's appointment and/or due to
illness in the employee's immediate family, which is limited to spouses, children,
parents and/or other qualified adults (to the extent permitted by law as defined
by the plan documents). An employee may also use sick leave with pay for a
maternity-related illness of his spouse or his/her other qualified adult (to the
extent permitted by law as defined by the plan documents). Additionally, an
employee is eligible for sick leave, upon approval of his/her supervisor for
absence due to exposure to a contagious disease which could be communicated
to other employees.
60
Section 4 - Payment Option for Employees.
An employee who has accumulated the maximum of nine hundred and sixty
(960) hours of sick leave credit, shall be paid at the end of each calendar year of
employment with the City one-half of the sick leave credit earned that year above
the nine hundred and sixty (960) hours accumulation authorized above, and the
remaining one-half shall be added to the nine hundred and sixty (960) hours
accumulation to be used for illness only. When an employee has accumulated
more than nine hundred and sixty (960) hours, the amount over the nine hundred
and sixty (960) hours shall be used first.
If an employee chooses to elect this payment option, he/she must notify the City
payroll office between December 1 and December 15. If no notification is
received, his/her entire unused sick leave will be carried forward.
Section 5- Payment Upon Retirement or Death.
An employee who dies before retirement or retires from the City service and is
entered on the retirement or pension roll of the City shall, upon such death or
retirement, be paid for his/her unused sick leave credit, at the rate earned at the
time of death or retirement, up to a maximum of one hundred and twenty (120)
days.
For purposes of computing final average compensation for pension, employees hired on
or after January 1, 1980 through December 31, 1981 will have a maximum of sixty (60)
days of accumulated sick leave included; those hired on or after January 1, 1982 will
have none of their accumulated sick.
61
ARTICLE 17- WORK SCHEDULE AND OVERTIME
Section 1 - Scheduling Work.
Scheduling work is a management right. Management also has the right to allow
employees to trade work schedules if within the same pay period and if it does
not create operating problems. Management may also revise work schedules
(including flex-time) to meet operational needs, but not to specifically avoid
paying overtime. Management will give employees 72 hours notice of a change
in work schedule whenever possible, but unless the need for change is
unforeseen, an employee will receive 24 hours notice of a change in work
schedule.
Section 2 - Work Week.
The normal work week shall consist of forty (40) hours. The allocation of hours
per day and days per week will be determined by the employer. Normal work
days shall be at least eight (8) consecutive hours in duration and shall be
scheduled consecutively, unless another arrangement is agreed upon by the
employee(s) affected and the Service Unit Manager or his/her designated
representative.
Section 3 - Shift Preference.
Except in cases of emergency, there shall be at least eight (8) hours between
scheduled shifts.
a. Vacant Positions. Shift preference for vacant positions in a unit will be
granted on the basis of seniority within the classification in the unit. The
transfer to the desired shift will be effective within two (2) weeks following the
end of the current pay period within which the written request was made.
Another procedure shall be utilized if mutually agreed upon by the employees
in the work area, or if none, the Service Unit and the Service Unit Manager.
62
b. 24 Hour/7 Days/Week Operations. In cases of a 24-hour, 7 -days-a-week
operation, there shall be either a rotating schedule, rotating all employees on
an equal basis, or a straight shift schedule.
c. Probation Period. During an employee's probation period, he/she may, at the
employer's option, be retained on days and revert to the shift his/her seniority
merits, only upon satisfactory completion of his/her probationary period.
Section 4 - Overtime.
a. For employees working eight (8) hour days, any time worked in excess of
eight (8) hours a day shall be overtime. For employees working ten (1 0) hour
days, any time worked in excess of ten (1 0) hours a day shall be overtime.
For employees working twelve (12) hour days, any time worked in excess of
twelve (12) hour days shall be overtime. Any time worked in excess of forty
(40) regular hours a week will be considered overtime.
b. The Employer shall be the determining authority on the necessity for
overtime and shall schedule overtime work as required.
c. Overtime shall be at the rate of time and one-half.
d. Scheduled days off shall not be changed to avoid paying overtime.
e. No temporary employee shall be considered for overtime until all qualified
AFSCME employees within the service unit of need, and who have signed
the volunteer list, are offered the overtime first.
f. Scheduled Overtime: Notification of scheduled overtime, only that which is
known at least forty-eight (48) hours in advance, not emergencies, should be
given to employees as far in advance of the time as possible, but no later
than twenty-four (24) hours in advance when possible. Whenever it is
determined that an overtime need exists, management shall post scheduled
63
overtime to the class title within the work area1 indicating the date and
starting time of the scheduled overtime. All employees electing to work the
scheduled overtime shall sign the offering sheet. The employee on the
offering sheet with the least amount of overtime credit shall be offered the
overtime. If two or more employees have the same amount of hours, the
most senior employee shall be offered the overtime.
g. Volunteer Lists: Whenever it is determined that an overtime need exists that
exceeds the class title within the work area labor pool, management may
exercise the option to cross work area or class title lines to secure volunteers
to work overtime as needed to complete the project. This section addresses
normal operational situations other than high need situations as defined in
Article 22.
h. The employer may maintain listings of other qualified employees from other
service units who may volunteer to work scheduled or call out overtime
assignments for normal operational needs. If volunteer lists are used,
overtime will be offered to all qualified AFSCME members in the following
order:
1 . Work Area of Need
2. Class Title of Need
3. Service Unit of Need
4. Service Area of Need
Then, overtime will be offered to qualified temporary employees within the
work area of need. If more volunteers are needed, qualified AFSCME
employees in other Service Areas will be offered the overtime. If more
employees are needed, employees in the class title within the work area of
need will be forced in by inverse seniority.
1 In connection with this Article, if the service unit is not divided into work areas, "work area" will
mean "service unit."
64
Section 5 - Equalization of Overtime.
Scheduled overtime, and call-out overtime shall be subject to an overtime
equalization procedure and an overtime equalization list shall be created. The
general purpose of equalization of overtime is to equally distribute the
opportunity for overtime among all eligible AFSCME employees by shift, then by
work area, then by class title, then by Service Unit, then by Service Area,
whichever is applicable. Existing overtime equalization agreements shall be
reviewed and updated, if needed, and signed by Human Resources Services
and the Union President. However, each work area may develop their own
method of overtime equalization if pre approved by Human Resources Services
and the Union President in writing. The overtime equalization list shall be posted
in the work area location.
a. A list of cumulative overtime hours shall be posted in conspicuous areas and
updated at least bi-weekly. The list shall show overtime hours credited and
worked and shall run continuously and be revised annually by assigning zero
hours for all employees on the list beginning on January 1 of each calendar
year. Overtime shall be equalized on the basis of seniority for the first two
weeks after the list is revised annually. If employees who are on the list have
an equal number of hours, then seniority shall determine the order. New
employees and employees changing classifications shall be placed on the
overtime equalization list with a number of hours equal to the highest number
of credited hours on the list.
b. Call-out overtime is defined as an event that occurs outside of a work area's
normal operating hours and, in management's determination, necessitates
the return of employees to handle the event. In those work areas or service
units that operate 24 hours per day/7 days per week, a call out shall be an
event that requires more personnel than are scheduled. Call-out overtime
will be offered to the employee with the least amount of overtime credit. If all
65
employees decline the offer of overtime, management may then designate
the overtime to the employee with the least amount of "worked" overtime, as
opposed to "credited" overtime. Each work area or service unit may develop
their own call-out system if pre-approved by Human Resources Services and
the Union President in writing. Call-out overtime payment shall be a
minimum 2 hour overtime payment plus hours worked. This section does not
apply in those situations where employees are called in to start their shift
earlier than regularly scheduled.
c. If volunteer lists are used for scheduled overtime, it will be offered as
described in Section 4, above, by the posting indicating the date and starting
time of such scheduled overtime. All employees electing to work the
scheduled overtime shall sign the offering sheet. The employee on the
offering sheet with the least amount of overtime credit shall be offered the
overtime. If two or more employees have the same amount of hours, the
most senior employee shall be offered the overtime.
d. When an employee is called for overtime and the employee either declines
the offer, is not home, there's no answer, or the supervisor is otherwise
unable to contact the employee, such employee shall be credited with the
hours actually worked by those assigned. No overtime shall be credited
when an employee is on official leave such as vacation, personal leave, sick
leave, leave of absence, or worker's compensation.
e. When an employee is on approved leave, overtime assignment and
recording for equalization purposes is suspended for the actual time the
employee is off from four (4) hours before the beginning until four (4) hours
after the return from that approved leave. No employee on approved leave
will be considered eligible (nor required) to work overtime during this period,
unless a sufficient number of employees cannot be secured to perform the
necessary work (or a high need situation exists and has been declared).
Then an employee who is off on approved leave may be contacted for
66
overtime to see if they are able and/or willing to work. In the event of
upcoming scheduled overtime that becomes known to the employee on leave
that he/she desires to work, he/she may volunteer for any open unassigned
scheduled overtime slots. The Employer would be under no obligation to
inform the employee that is on approved leave of the upcoming scheduled
overtime or to hold a space (slot) open for that employee.
f. This section shall not apply when an individual is in a volunteer status and/or
working in a high need situation such as snow removal, flooding, or civil
defense emergencies.
Section 6- Work Continuance.
Work continuance occurs when an AFSCME employee continues working past
his/her normal shift to complete his/her day's assignment and shall be paid at the
overtime rate. The actual hours worked will be charged to the individual on the
overtime equalization list. If the employee is unable to do work continuance, the
overtime equalization list will be used to assign the overtime.
Section 7 - Compensatory Time.
All employees, except those in positions exempt shall receive overtime pay in
cash at the rate of time and one-half their regular rate. Compensatory time off
may be granted in lieu of cash, if requested by the employee and approved by
the Service Unit Manager or his/her designee. If an employee requests use of
compensatory time, he/she shall be permitted to use such time off within a
reasonable period after making the request, if such use does not unduly disrupt
the operations.
Employees in exempt classifications are not normally eligible to receive overtime
compensation in the form of cash, but may be granted compensatory time off at
straight time when conditions permit. Overtime compensation in cash can be
67
paid with the approval of the City Administrator if the work is of an emergency
nature. The regulation of payment in cash applies with equal force at the time of
such employee's separation.
Compensatory time cannot be transferred from one employee to another
employee.
Any compensable day shall be considered a day worked for the purpose of
computing benefits under this contract.
Section 8 - Daylight Savings Time.
Employees who work on the day in which daylight savings time either starts or
ends shall receive actual pay for the number of hours actually worked. If the
"spring forward" daylight savings time change causes them to actually work one
less hour than a regular shift, employees may choose to work the additional hour
or utilize one hour of vacation or comp time.
Section 9 - Rest Periods/ Breaks.
All employees working an eight (8) hour duty shift shall be entitled to two (2) rest
periods or breaks for fifteen (15) minutes each per shift excluding a lunch period.
If an employee is working overtime, he/she shall be allowed a rest period or
break after each two (2) hour period, and at the end of four (4) hours a lunch
period shall be allowed.
68
ARTICLE 18- LEAVES OF ABSENCE
Section 1 - Health Related.
Health related leaves under this section may be paid or unpaid. As long as
leave time accruals are being applied the employee is in a paid status. Vacation,
sick and personal leave time accruals will be applied to all health related leave
days in the order selected by the employee, until the reserve level is reached.
The reserve level is defined as a maximum forty (40) hours of sick time and/or
forty (40) hours of vacation time. The employee may elect to apply some or all
of the reserve time and/or compensatory time to these leave days.
A. Physical or Mental Illness of Employee
If an employee is off for an extended period of time due to a physical or
mental illness, the employee may be granted, at his or her request, a
leave of absence not to exceed two (2) years. Should an employee
covered by this contract become physically or mentally disabled due to a
non-duty illness or injury to the extent he/she cannot perform his/her
regular job, management will attempt to place the employee in an existing
vacant position that he/she is physically and mentally able to perform,
within the guidelines of applicable State and Federal laws. If the
employee cannot be placed, they will remain on leave for no longer than
two (2) years. If a position becomes available during this time period,
management reserves the right to place the employee. Management
reserves the right to determine when a position is considered vacant and
available. Such leave shall run concurrent with Family and Medical
Leave. However, nothing stated herein shall preclude the City from
resorting to the provision ofthe current pension ordinance relating to duty
or non-duty disability retirement. City provided healthcare benefits will
continue for the first twelve (12) months of the leave or while the
69
employee is in a paid status, whichever is greater. If after the first twelve
(12) months of leave the employee is in an unpaid status, the employee
will be eligible to purchase healthcare benefits at the COBRA premium
rate.
B. Family Illness
Employees may request a leave of absence for family illness to care for a
biological, adopted, foster or step child, legal ward, spouse, other
qualified adult (to the extent permitted by law as defined by the plan
documents) or parent with a serious health condition (as defined in the
FMLA). Such leaves of absence shall run concurrent with a Family and
Medical Leave and may not exceed one (1) year.
City provided healthcare benefits will continue for the length of time the
employee is on approved leave in a paid status.
City provided healthcare benefits will not continue for an employee on
approved leave in an unpaid status and not under protection of FMLA.
The employee will be eligible to purchase healthcare benefits at the
COBRA premium rate.
C. Maternity/Paternity Leaves
Employees shall be allowed to take a six (6) month leave of absence due
to pregnancy, birth or adoption of a child. Such leave of absence shall
not affect continuous service and shall run concurrent with a Family and
Medical Leave. City provided healthcare benefits will continue for the
length of time the employee is on approved leave in a paid status.
City provided healthcare benefits will not continue for an employee on
70
approved leave in an unpaid status and not under protection of FMLA.
The employee will be eligible to purchase healthcare benefits at the
COBRA premium rate.
If the spouse or other qualified adult (to the extent permitted by law as
defined by the plan documents), of a regular employee has a prolonged
maternity related illness, a family illness leave of absence not to exceed
twelve (12) months may be granted. Any time spent in a
maternity/paternity leave of absence, whether paid or unpaid, shall count
toward the twelve (12) month period oftime in this section. A letter shall
be provided by the attending physician indicating the nature and the
expected duration of the maternity related illness.
D. Return from Health Related Leave of Absence
1. Employees shall be returned to employment following a medical
leave of absence which shall be for a maximum of two (2) years.
Employees shall be returned to their original position from short
term medical leaves of absence up to four (4) months in length
and in the case of long term medical leaves the employee shall
return to his or her original position if vacant. If the position is not
vacant, then such employee shall be placed in any vacant position
in the same classification. If no vacant position in the same
classification is open, then such employee shall be placed in the
next available position to which such employee's seniority and
qualification entitle him or her. The regular bidding procedure will
be bypassed. This placement will not be subject to the grievance
· procedure.
2. Upon return to work, the employee will be updated within seven (7)
calendar days on any procedural or policy changes that took place
71
in his/her absence.
Section 2 - Non-Health Related
An employee approved for a non-health related leave of absence under this
section shall apply their vacation, personal, compensatory and sick leave time
accruals to the leave days in the order selected by the employee. As long as
leave time accruals are being applied the employee is in a paid status.
A. Personal Reasons
A Service Unit Manager may authorize an employee to be absent for
personal reasons for a period or periods not to exceed ten (10) working
days in any calendar year. City provided healthcare benefits shall
continue for the length of the approved personal leave.
While vacation, personal, sick and compensatory leave time accruals are
being applied; the leave time will be with pay.
B. Administrator Approved Leave
The respective service unit manager or designated representative, in
consultation with the City Administrator, may authorize administrator
approved leave of absence with or without pay for any period not to
exceed six (6) calendar months in any one calendar year for the following
purposes:
1. Attendance at college, university or business school for the purpose of
training in a subject related to work of the employee, and which will
benefit the employee and the City service.
2. Urgent personal business requ1nng employee's attention for an
extended period, such as settling estates, liquidating a business,
72
attending court as a witness, running for a public or union elective
position; and for purposes other than the above that are deemed
beneficial to the City service.
While vacation, personal and compensatory leave accruals are being
applied, the leave time will be with pay and City provided healthcare
benefits.
If sick leave time accruals are being applied, the leave time will be with
pay, but the City provided healthcare benefits will not continue. The
employee will be eligible to purchase healthcare benefits at the COBRA
premium rate.
An employee will be eligible to purchase healthcare benefits at the
COBRA premium rate on an administrator approved leave of absence in
an unpaid status.
C. Funeral Leave
Regular employees shall be allowed up to five (5) consecutive working
days as funeral leave days with pay not to be deducted from sick leave
for a death in his/her immediate family which is to be defined as follows:
The employee's spouse or other qualified adult (to the extent permitted by
law as defined by the plan documents), parent, stepparent, grandparent,
child, grandchild, stepchild, brother, sister, brother-in-law, sister-in-law,
step-brother, step-sister, or member of employee's household. The
employee's spouse's or other qualified adult's (to the extent permitted by
law as defined by the plan documents) parent, stepparent, grandparent,
child, grandchild, stepchild, brother, sister, brother-in-law, sister-in-law,
step-brother, or step-sister.
73
Additional time may be granted from employee's vacation, personal
leave, or camp banks if requested and approved by the employee's
immediate supervisor.
Regular employees will be allowed one (1) working day off with pay to
serve as a pallbearer at a funeral for one who is not in the employee's
immediate family.
No payment for funeral leave shall be made to employees for any part of
a day when the employee is not scheduled to work.
An employee shall be required to confirm the reason for using funeral
leave if requested by the employee's immediate supervisor.
Employees who abuse the funeral leave provisions shall be subject to
discipline or discharge under the provisions of this agreement.
D. Election of Position.
A regular employee who has been elected or appointed to a public or
Union position, outside of AFSCME Local369, will be granted a leave of
absence for a period not to exceed two (2) years. If the election or
appointment is to City Council, the employee would resign his/her position
with the City of Ann Arbor.
While vacation, personal and compensatory leave time accruals are being
applied, the leave time will be with pay and City provided healthcare
benefits.
If sick leave time accruals are being applied, the leave time will be with
pay, but the City provided healthcare benefits will not continue. The
74
employee will be eligible to purchase healthcare benefits at the COBRA
premium rate.
An employee will be eligible to purchase healthcare benefits at the
COBRA premium rate if on an election of position approved leave of
absence in an unpaid status.
E. Leave for Union Business.
Members of the Union elected to attend a function of the union, such as
conventions, educational conferences, or other training seminars, shall be
allowed up to a combined maximum of twenty (20) days off per contract
year with pay, and an additional combined maximum of twenty (20) days
off per contract year without pay to attend such functions. However,
stewards' training classes are excluded from these totals, and all time off
to attend such functions must be expressly approved at least seven (7)
days in advance by Human Resources.
F. Personal Leave Days.
Each regular employee covered by the Contract shall receive, effective
July 1 of each year, thirty-two (32) personal leave hours. Such personal
leave cannot be used in increments less than two (2) hours. This leave is
in addition to sick and vacation leave and must be used during the year or
will be lost. An employee shall notify the supervisor at least 24 hours
prior to the personal business day requested. If it is found that the day
requested interferes with operations, it is understood that the day will be
granted within two days of the date originally requested.
New employees will earn eight (8) personal leave hours in each quarter of
the first fiscal year of their employment. The quarters are July 1 -
September 30, October 1 -December 31, January 1 -March 31 and
75
April 1 -June 30. New employees will be allowed to take their personal
leave hours at anytime in the period in which it is earned or at any time in
the fiscal year through June 30. Thus, an employee hired between July 1
and September 30 will earn eight (8) personal leave hours in that period
and can take those hours at any time in that period if he/she so desires.
That employee will earn another eight (8) personal leave hours in the
October 1- December 31 period, etc. Once an employee begins working
in a second fiscal year, he/she will no longer be considered a new
employee for purposes of computing personal leave hours. Thus, a new
employee hired between April 1 and June 30 will earn eight (8) personal
leave hours in that period and can take those hours at any time during
that period. Beginning July 1, that employee will receive thirty-two (32)
personal leave hours.
G. Veterans.
Employees serving in any branch of the Armed Forces will be relieved
and returned to work for duty consistent with the provisions of the
Uniformed Services Employment and Reemployment Rights Act
(USERRA) and other related sections of this contract including but not
limited to Article 11, section 5 (Veteran's Seniority).
City provided healthcare benefits will continue for the first twelve (12)
months of leave, or while the employee is in a paid status, whichever is
longer. In addition, the City agrees that for employees who serve
fewer than 31 days, the employee may elect to continue his/her
medical coverage at the rate which is currently in effect for bargaining
unit employees at the time of the leave.
If the employee is in an unpaid status, the employee will be eligible to
purchase healthcare benefits at the COBRA premium rate.
76
Employees who are in a branch of the Armed Forces Reserve or the
National Guard will be paid the difference between their reserve pay and
their regular pay with the City, when they are on full time active duty or
training in the Reserve or National Guard, provided proof of service and
pay is submitted. A maximum of two (2) weeks per year is the normal
limit, except that the Employer may extend this limit in proper cases.
H. Return from Non-Health Related Leaves of Absence.
Employees off on a leave of absence must return to work on a
prearranged date. When an employee is reinstated to his/her previous
position or job classification, he/she shall receive a rate of pay not less
than his/her previous position.
Upon return to work, the employee will be updated within seven (7)
calendar days on any procedural or policy changes that took place in
his/her absence.
77
ARTICLE 19 - HOLIDAYS
Section 1 - Definition.
All regular employees of the City shall receive their regular compensation for the
following holidays or parts thereof, and any other day or part of a day proclaimed
in writing as a City holiday by the Mayor, upon the recommendation of the City
Administrator, during which the public offices of the City are closed. However,
no compensation for holidays will be paid to any employee who fails to report to
work on the regularly scheduled work day immediately preceding and following
the below listed holidays, unless the employee is on vacation leave, sick leave,
personal leave day or compensatory leave day. If an employee is scheduled
and not excused from work on a holiday and fails to work for reasons other than
approved leave, he/she shall receive no pay for the holiday.
New Year's Day Martin Luther King's Birthday President's Day Good Friday (one-half day) Memorial Day July 4th Labor Day Veteran's Day Thanksgiving Day Day after Thanksgiving Day Day before Christmas Day (one-half day) Christmas Day Day before New Year's Day (one-half day) Floating Holiday
Section 2 - Monday - Friday Operations.
If a holiday falls on Saturday, the Friday preceding shall be the holiday. If the
holiday falls on a Sunday, the Monday following shall be the holiday.
78
Section 3 - 24-Hour and/or 7 -Day Operations.
If a holiday should fall on an employee's normally scheduled day off, the holiday
shall be celebrated on the day before or after the normally scheduled days off,
dependent upon the City's option of before or after.
Section 4- Floating Holiday.
Employees are allowed one (1) day off per calendar year as a floating holiday.
The employee must obtain supervisor approval for the requested day prior to
taking a floating holiday.
Section 5 - Easter.
Employees whose regularly scheduled workday falls on Easter Sunday shall
be compensated at a rate of time and one-half times their hourly rate.
79
ARTICLE 20 -WORKER'S DISABILITY COMPENSATION
Section 1 - Definition.
Each employee will be covered by the applicable Worker's Compensation Law.
The employer further agrees that an employee whose absence from work is due
to illness or injury arising out of and in the course of his/her employment with the
City and who is eligible for Worker's Compensation, shall, in addition to Worker's
Compensation benefits, receive the difference between the Worker's Comp
benefits and his/her net salary and all fringe benefits (except clothing and
equipment allowance) as of the date of injury (excluding overtime}, commencing
on the eighth (8th) day after the first work day off due to work related illness or
injury and continuing thereafter for a maximum of fifty-two (52) weeks. On the
fifteenth (15th) day after such first work day off due to work related illness or
injury, the supplement will be paid to such first work day, and any employee
banked time used for pay continuance during the first seven (7) days of absence
will be restored to the employee's bank. Net will be calculated as follows:
Employee's bi-weekly wage less Federal taxes, State taxes, F.I.C.A., and
pension withholding. The supplemental amount shall not increase because of a
change in the employee's W-4 form without approval of the City Administrator.
The employee's take home supplement will equal the difference between his/her
net pay as calculated above and his/her bi-weekly Worker's Compensation
payments. For the computation of pension withholding and final average
compensation for retirement calculation, the employee's regular bi-weekly salary
will be used instead of the actual supplemental amounts paid. For periods of
less than two (2) weeks, the amounts will be prorated. The City will bear any
additional necessary cost to make the pension contribution the same as if the
employee were working.
If an employee returns to work prior to the expiration of the fifty-two (52) week
period, and then is off work again due to a recurrence or aggravation of the
80
disability resulting in the prior absence from work, that employee shall be entitled
to receive supplemental pay for a number of weeks equal to fifty- two (52) minus
the number already received. After the 52 week period, the employee will
receive only the benefits required by law. After the 52 week period, the
employee will not receive any fringe benefits including insurance or accrue any
sick, vacation or other time. However, an employee who does not return to work
after the 52 week period may use accrued banks of compensatory, sick or
vacation time to supplement Worker's Compensation up to net salary. However,
no further accruals will occur after the 52 week period.
Section 2 - Secondary Employment.
While an employee is receiving Worker's Compensation benefits, he/she shall
notify the City if he/she is working elsewhere. If an employee is receiving
compensation from another job while receiving weekly supplemental payments,
the amount of weekly supplemental payments shall be reduced by the amount of
compensation received from the other job. Failure of an employee to notify the
City that he/she is employed elsewhere shall result in the employee forfeiting
his/her right to any additional weekly supplemental payments to which he/she
would otherwise have been entitled, and in reimbursing the City an amount equal
to that earned at other employment but not to exceed the amount he/she would
have been entitled to as supplemental pay.
Section 3 -Work While Receiving Worker's Compensation Benefits.
While an employee is receiving Worker's Compensation benefits, he/she shall be
required to perform work that is offered by the City if he/she is capable of
performing that work. If the employee is requested to perform this work during
the period in which he/she would have been entitled to receive weekly
supplemental payments, his/her salary will not be lower than his/her salary at the
time of injury. If the employee is requested to perform this other work aft~r the
81
period in which he/she is entitled to receive weekly supplemental payments,
his/her salary shall be that of the job he/she performs. If an employee refuses to
perform other work that he/she is capable of performing, he/she shall forfeit
his/her right to receive weekly supplemental payments, as well as subjecting
him/herself to loss of regular Worker's Compensation payments under the
Worker's Compensation Act. After six (6) weeks on Worker's Compensation, the
employee may be required to periodically report to a City-selected and paid-for
doctor.
Section 4 - Return to Work.
At any time an employee is able to return to his/her regular job, he/she shall be
required to do so. Failure to so return will result in the forfeiture of weekly
supplemental payments as well as subjecting the employee to loss of regular
Worker's Disability Compensation payments under the Worker's Disability
Compensation Act.
Section 5- Light or Limited Duty.
The Director of Human Resources and Labor Relations may assign an employee
to light or limited duty if there is available work which the employee can perform
without displacing another employee. The Employer agrees to create light duty
positions wherever possible within each service area to achieve this. Employees
shall be paid in accordance with State Worker's Compensation laws.
Section 6 - Pension.
Worker's Compensation payments shall not be used for purposes of computing
final average compensation for pension, except as provided for in Section 1. of
this article. The Worker's Compensation and pension benefits paid to an
employee or retiree shall be coordinated so that the amount of pension paid to
that person shall be reduced by the amount of the Worker's Compensation
82
payments. Upon termination of the period for payment of Worker's Disability
Compensation, arising on account of his/her City employment, the employee or
retiree shall again receive his/her full periodic pension payments.
83
ARTICLE 21 -VACATION LEAVE
Section 1 - Definition.
Regular employees shall accrue vacation time for any given year on the basis of
accumulating one twenty-sixth (1/26) of their annual vacation for every pay
period in which said employee is listed on the City payroll in accordance with the
following schedule:
Up to 5 years of service
After 5-1 0 years of service
After 10-15 years of service
After 15-21 years of service
After 21 years of service
4.62 hours
5.54 hours
6.16 hours
6.77 hours
7.7 hours
An employee shall not be allowed to take vacation leave until completion of six
(6) months of regular employment. Regular part-time employees shall receive
vacation on this basis prorated according to actual time worked.
Accumulated vacation leave cannot be transferred from one employee to
another.
Absence on account of sickness, injury or disability in excess of that authorized
for such purposes may, at the request of the employee and within the discretion
of the Service Unit Manager or designated representative, be charged against
the employee's vacation leave allowance.
Section 2 - Scheduling.
Vacations will be granted in whole week periods prior to partial day requests
during the vacation granting period from December 1 through December 15.
84
The Supervisor shall keep records of vacation leave allowances and shall
schedule vacation leaves with particular regard to the seniority of employees.
December 1 through December 15 of each year, senior employees shall be
given preference in the selection of vacation periods to be taken during the
following calendar year. In work area where employees bid for their schedules
for the following calendar year, the bidding shall be completed by November 30
where possible. If not possible, management, the affected employees and the
Union President shall mutually agree upon an extension of the timeframes.
Responses to such requests shall be made within two (2) weeks following
December 15. Requests made prior to December 1 shall not be considered until
after December 15. After December 15, vacation shall be approved on a first
come, first serve basis, as follows:
a. Vacation leave shall be scheduled with regard to employee seniority,
operating requirements and written request of employees.
b. Any employee wanting to schedule a vacation from one-half (1/2) through
three (3) days shall have their vacation request filled out and submitted to
their supervisor a minimum of one (1) working day prior to the starting day of
their vacation. Extenuating circumstances may be taken into consideration in
the discretion of the employer. Any employee wanting to schedule a vacation
over three (3) days shall have their vacation request filled out and submitted
a minimum of five (5) working days in advance of their vacation. If an
employee has given his or her request five (5) or more working days in
advance of the desired time off, a response to such a request shall be made
as soon as possible but in no event more than three (3) working days
following the request. Responses to requests made less than five (5)
working days before the requested vacation is to begin shall be made as
soon as possible. Vacations of one-half (1/2) day increments or less, in
hourly increments, will be available only if work schedule permits and upon
prior approval of the employee's supervisor.
85
c. If two employees submit a time off request for the same day/time period on
the same day and at the same time, the more senior employee shall be
granted the time off.
d. Acknowledging the right to reserve vacation time, employees are committed
to use the reserved vacation time, unless a rescheduled vacation does not
inconvenience a fellow employee.
Section 3 - Accrual.
Employees shall take yearly vacations, and in no case shall an employee be
allowed to accrue at the end of any calendar year, more than twice the amount
of annual vacation to which he/she is entitled. If the amount of accrued vacation
exceeds twice the amount of the annual vacation to which the person is entitled,
as of December 31 of any given year, it shall be permanently lost and the
employee shall not be allowed to receive compensation for this loss. An
extension ofthis requirement may be granted, for a period not to exceed one (1)
year, by the City Administrator. The paycheck stub received by each employee
every two weeks shall contain the up-to-date status of vacation leave and shall
constitute adequate notification that the employee may be in danger of losing
unused vacation time. The chart below shows the maximum number of hours
which can be carried over from one year to the next based upon an employee's
years of service:
Up to 5 years of service
After 5 -1 0 years of service
After 1 0-15 years of service
After 15-21 years of service
After 21 years of service
Section 4- Vacation Pay Upon Termination.
240.24 hours
288.08 hours
320.32 hours
352.04 hours
400.40 hours
86
Employees separated from the City service shall be paid at their normal salary
rate for their unused vacation, not to exceed the amount of vacation an
employee is eligible to accrue in two (2) years.
87
ARTICLE 22 -TEMPORARY ASSIGNMENTS
Section 1 - Filling Vacancies.
Temporary assignments for the purpose of filling temporary vacancies will be
granted to the senior qualified employee who desires to change class title for
such job. Such employees will receive the rate of pay of the higher classification
for all hours worked while filling such temporary vacancy.. Such assignments
shall not exceed six (6) months unless mutually agreeable by the employee, the
Union, and the City.
Section 2- High Needs.
Upon designation by the City Administrator or Service Area Administrator that a
high need situation exists, the service unit which is experiencing the high need
and the responding service units may institute special schedule including, but not
limited to, twelve (12) hour shifts and all affected operations shall function in
accordance with special management procedures and schedules to meet the
special service requirements.
Employees in all Service Units may be assigned temporarily to the following
high-need situations: street snow removal, flooding, civil defense emergencies
or major disasters. High need situations are those circumstances inclusive of
emergency or urgent situation where any service unit is not able to handle the
service requirement that arises with the currently scheduled workforce and/or
equipment without assistance from another service unit(s). Such assignments
shall not be considered a promotion or reclassification, and when so assigned,
employees shall receive their regular wages for the hours worked. Assignments
made under this section shall not be construed as setting a precedent for any
other crossover assignments.
88
In high needs situations, employees are required to respond to calls to work and
work the schedules set by management. Discretionary leave time during these
high need situations shall not be granted (i.e. vacation/camp /personal) before
an individual employee begins, or during his/her first shift. Exceptions may be
made with management approval for transitional purposes for the first and last
days of the change to an extended shift such as when an employee ends his/her
shift within four hours of his/her regular work shift he/she may use leave time
(other than sick) to go home and rest before his/her regular work shift begins
again.
Employees who work in high needs situations will be limited to sixteen (16) hours
of work with an eight (8) hour break. COL drivers shall be limited to twelve (12)
hours of driving in a twenty-four (24) hour period.
Time and one-half shall be paid for time worked in excess of eight (8) hours in
any continuous twenty-four (24) hour period, beginning with the starting time of
12:01 am (midnight) of the day worked. There shall be no pyramiding of overtime
through such means as calling in ill or using leave time for the regular shift hours
and expecting to work overtime hours. Overtime shall only apply after eight (8)
hours of paid time.
a. A list of qualified individuals volunteering to work will be compiled.
b. Employees working in a high need situation outside their work area will not
have hours worked added to the equalization list in their respective work
area.
An employee transferred on a temporary basis to a classification in a lower pay
range shall have his/her hourly rate maintained.
An employee who is transferred on a temporary basis to a classification in a
higher range shall be paid at the higher range at a rate which represents at least
89
a one (1) step increase in pay.
Section 3- Supervisors.
For those positions that as of the date of this contract do not have progressions,
a designated person or persons will be chosen to fill in for the supervisor at the
discretion of management. Any discipline of the AFSCME employee serving in
the temporary assignment shall be in accordance with the AFSCME contract
during the assignment. In no instance shall such an assignment exceed 120
days except by written agreement of all parties. Any hours serving as the
temporarily assigned acting supervisor up to the first Sixteen (16) hours shall be
considered training experience and the employee will not assume the full duties
or responsibilities during this period. Such assignments shall be made in the sole
discretion of the Service Unit Manager with consideration for progression level,
ability, interest, experience, and seniority.
90
ARTICLE 23 - BULLETIN BOARDS
The Employer will provide bulletin boards for the bargaining unit employees in each work
assignment location which may be used by the Union for posting notices of the following
types:
1. Notices of recreational and social events. 2. Notices of elections. 3. Notices of results of elections. 4. Notices of meetings. 5. Miscellaneous items placed on the board by
employees, such as "For Sale" notices. 6. Union advertisements.
91
ARTICLE 24- TRAINING AND EDUCATION
Section 1 -Training.
Both the Employer and the Union recognize the value of on-the-job training.
Such training is to be encouraged. Training assignments will be made on the
basis of mandatory progression requirements, seniority, interest, and
qualifications. During a training assignment, the employee being trained will
always be supervised by a qualified employee. Under such supervision, the
employee being trained will continue to receive his/her current rate of pay. The
employee providing such training shall be compensated as follows: If the trainee
is being trained for a classification higher than the employee providing the
training, the employee providing the training shall be compensated at the higher
rate during such training period.
The City will pay in advance (where possible) for the licenses, courses, training,
exams and certifications which the City requires the employee to obtain/maintain
for their mandatory and optional progression levels.
It is the responsibility of employees to be proactive in requesting required
training and education. It is the responsibility of management to remove '
institutional barriers to an employee's progression and provide access to training
and education for progressions. If an employee believes that a barrier exists, it
is his/her responsibility to notify management in a timely fashion.
Section 2- Educational Reimbursement.
The City hereby establishes an educational reimbursement program for regular
employees with the following provisions:
a. Educational reimbursement must be requested by the employee, in writing,
on forms made available by Human Resources Services,
92
b. The request must be approved by the service unit manager in his/her sole
discretion prior to the first meeting of the course with an explanation as to
how it is related to the employee's classification and work assignments or
provides future promotional opportunities within the employee's service unit,
c. Full reimbursement will be provided for registration, tuition, lab fees and
books, but not travel or employee time. Approved reimbursement is
contingent upon the employee receiving a satisfactory grade as outlined in
Section 2( d)( 1) for course/s and textbooks at up to 1 00% of the total costs up
to a maximum of two thousand five hundred ($2,500) dollars per fiscal year.
d. Reimbursement will be made at the successful completion of the course
upon the receipt (within 90 days) by Human Resources Services of the
following:
1. Copy of grade or transcript with grade of C or better for
undergraduate courses and B or better for graduate courses,
or passing of a course taken on a pass/fail basis,
2. Receipt for registration, tuition and books.
e. Employees who attend courses during normal work hours must receive prior
management approval. Hours of work missed during such attendance must
either be made up by the employee or the employee must use paid release
time, otherwise no pay will be granted for such time.
f. If management requests that an employee attend a training program full
reimbursement for travel and lodging (when appropriate) shall be provided
(where necessary, in advance), and the hours of work missed will not be
required to be made up. However, no overtime will be paid, unless agreed to
before the employee attends the training program.
93
ARTICLE 25 - EMPLOYEE SAFETY
A Safety Committee of employees and employer representatives is hereby established.
This committee will include no more than four employee representatives and not more than
three employer representatives. The union will select employee representatives and
attempt to assure distributed representation that reflects the variety of work situations
represented by the union. The Safety Committee will meet at least quarterly, but may meet
more frequently to work on particular issues. If an item to be discussed has particular
importance to a specific service area or service unit, arrangements may be made to allow
additional representation for that meeting.
Section 1 - Compliance with MIOSHA.
The Employer shall provide and maintain working conditions and equipment free
of hazards as defined by MIOSHA, that are causing or are likely to cause death
or serious physical injury, and in a condition that would be acceptable under Act
No. 154, Public Acts of 1974, "Michigan Occupational Safety and Health Act."
The type of safety equipment to be provided may include, but not be limited to,
gloves, goggles, face shields, respirators, safety shoes, safety glasses.
Section 2 -Service Unit Responsibilities.
Each service unit has primary responsibility for the safety of its operations. This
responsibility includes:
a. Providing safety training to employees prior to assignment of duties and
thereafter on a continuing basis.
b. Providing equipment (machinery, vehicles, hand and power tools), that meet
accepted standards for safety and continuous monitoring, in order to insure
that defective equipment is taken out of service until repaired and returned to
a safe condition.
c. Providing personal protective equipment suitable to the hazard(s) anticipated,
94
and thereafter monitoring to insure that his/her protective equipment is
maintained and effectively utilized.
d. Providing work sites that are free of recognized hazards as the City can
make them and periodically inspecting for unsafe conditions, unsafe job
performance and potential health hazards.
Section 3 - Employee Responsibilities.
Each employee shall comply with all occupational safety and health rules
established for their job. Employees shall properly use and maintain all personal
protective equipment issued and shall not remove, displace, damage, destroy or
carry off a safeguard furnished or provided for use by the employer, or interfere
in any way with the use thereof by any other person. The City may assess a fair
charge to cover loss due to negligence or willful destruction by the employee.
Section 4- On-the-Job Injury.
An employee injured on the job during his/her regular hours of employment shall
report the injury as soon as possible to his/her supervisor. If the injury requires
medical attention, arrangements shall be made to transport the employee to the
nearest medical facility as identified by the City.
95
ARTICLE 26 - HEALTH INSURANCE
The Employer agrees to the following conditions regarding health insurance:
Section 1 - Health Coverage.
After three (3) months of employment, the City will provide health care coverage
under a preferred provider organization program (the "PPO Plan") administered
by Blue Cross Blue Shield of Michigan, or similar third party administrator.
Employees may elect coverage under the "High Option Plan" for which they shall
pay a portion of the monthly premium contributions, or the "Low Option Plan" for
which they shall pay no monthly premium contributions. Employees who elect
coverage under the "High Option Plan" shall pay 10 percent of the medical
premium each month, deducted from each member's paycheck before taxes.
Such premium contributions shall be based upon the illustrative premium rates
for all active employees, and will be subject to revision based upon all total
active groups' experience each subsequent January 1, for the duration of this
Agreement. In months when there are three (3) pay periods, premium
contributions shall be taken only from the first two (2) of such pay periods.
Premium contributions are based on enrollment of employee, employee plus 1,
employee plus 2, employee plus 3 or employee plus 4 or more.
Any applicable Mandates under the Patient Protection and Affordable Care Act
(PPAC) that take effect during the duration of this contract will be implemented ·
as required by the law, for active employees and those who retire after January
2012.
By October 15th of each year of this contract, the City will provide the Union with
the Illustrative rates for the health care plan for the following calendar year, as
well as the applicable premiums for the following calendar year. If the City's
96
costs for the health care plan exceed the hard cap limits for costs which a public
employer can pay as set by PA 152, the City will provide the Union with an
option that will modify the health care plan in such a way as to bring the City's
plan costs under the hard cap limits. The Union will have thirty (30) days to
consider the City's proposed modification and to make a decision whether it will
accept the proposed modification for its members beginning January 1 of the
following calendar year. If the proposed modification is not accepted by the
Union, the members will be required to pay the difference between the hard cap
limit and the City's actual costs as based on the illustrative rates of the AFSCME
group on a stand-alone basis. This incremental payment will be allocated equally
among the members and will be withdrawn from paychecks on a twice-monthly
basis beginning January 1.
Section 2- Eligibility.
An employee may elect to purchase benefits at their own cost during the
first three (3) months of employment. The City provides Health Insurance
coverage to newly hired regular employees once they have completed their first
three (3) months of employment. At the end of this three (3) month period, the
City will assume full cost for the "Low Option Plan" or for the "High Option Plan"
less the applicable premium contribution as described in the paragraph above,
deductibles, co-pays, and co-insurance up to the out of pocket maximum set for
the plan, for an employee, employee plus one, employee plus two, employee
plus three, or employee plus four or more coverage, including spouse, or
children as defined in the health care plan (until their 26th birthday). An
employee shall not be able to change such election until the next Open
Enrollment, or unless the employee has a change in family status. Employees
promoted into this bargaining unit who, during the course of employment with the
City, have served the probationary period and are currently receiving health care
benefits through the City will continue with uninterrupted benefit coverage.
97
Section 3- Health Coverage in Retirement.
For employees who retire on or before December 31, 2011, the City of Ann
Arbor shall provide the level of coverage as received by active employees as of
the date of retirement, throughout his or her lifetime. This benefit provision also
applies to spouses, other qualified adults as defined in the City plan documents,
to the extent permitted by law, and eligible children as defined in the health care
plan up to their 26th birthday, as long as the retiree remains the subscriber.
Similarly, it applies to surviving spouses, other qualified adults as defined in City
plan documents, to the extent permitted by law and eligible children of deceased
retirees.
Bargaining unit members who are hired into this unit from other employment
within the City will maintain the same retiree health care option for which they
were previously eligible based upon their date of hire into the City. Bargaining
unit members who were hired directly into this unit on or after August 29, 2011
will not be eligible for employer-paid retiree health care after retirement (See
Paragraph b below). The two retiree health care options are described below:
a) Bargaining unit members who were eligible for retiree health care in
their prior position at the City, based on their hire date, or who were
hired into this bargaining unit prior to August 29, 2011, (and who retire
after January 1, 2012) will be able to choose between the High
Option/Low Options plan each year during the annual open enrollment
period, or if experiencing a change in family status. Premium
contributions under the High Plan shall be based upon the illustrative
premium rates for all employees which shall be effective on December
31, 2012, and subject to revision based upon total group experience
each subsequent January 1, payable each month. This benefit
provision also applies to surviving spouses, and eligible dependent
children as defined in the health care plan (until their 26th birthday).
b) Employees who were not eligible for retiree health care at the time
98
they entered this bargaining unit, based on their date of employment
with the City, or who were hired directly into this bargaining unit on or
after August 29, 2011, will not be eligible for employer-paid health
care coverage at the time of retirement. For the term of this
Agreement, the City will annually contribute $2500 into a Retirement
Health Reimbursement Account for each bargaining unit member who
was not eligible for retiree health care in their prior position with the
City or who were hired directly into this bargaining unit on or after
August 29, 2011. This amount will be contributed at the end of the
employee's first year of employment and subsequent anniversaries.
This account will become available to employees upon their retirement
(full or early), for reimbursement of eligible medical expenses, or to
purchase, at the retiree's full cost, access to the City's medical plan
which may be offered at that time.
Deferred Vested Retirement: Employees who do not retire but take a deferred
retirement allowance are not eligible to receive health care coverage.
Retirees are required to have both Medicare Part A and Part B. The Medicare
Part B premium remains the responsibility of the retiree. Upon becoming
Medicare eligible, the City of Ann Arbor shall provide supplemental health care
coverage to retirees (including their spouse and eligible dependent children)
such that this supplemental health care coverage, when combined with Medicare
Parts A and B, shall provide the retiree the provisions and level of health care
coverage that he/she received as of the date of his/her retirement. If the retiree
has not earned enough credit to qualify for unpaid Medicare Part A, or does not
otherwise qualify for such coverage through their spouse, the retiree will
continue with the provisions and level of coverage under the PPO Plan in effect
at the time of his/her retirement. If an employee retires and assumes
employment elsewhere and that employer provides health coverage to its
99
employees which does not substantially differ from that offered by the City of
Ann Arbor, the City's obligation to provide health coverage shall cease.
However, should the retiree lose such coverage from the other employer for any
reason, including voluntary or involuntary separation of employment, upon
production of proof-of-loss to the City, such retiree may elect to reenroll under
the City's health coverage. Such coverage shall be restored and recommence
immediately following the production of such proof-of-loss. The City shall not
prohibit a retiree from re-entering the City's health coverage for any reason upon
loss of coverage from another program, and, further, the health coverage
benefits provided upon return to City coverage will be the same as which the
employee was entitles to upon retirement.
Section 4- Health Insurance Cost Containment Waiver Program.
Under specified conditions set forth in Appendix C, employees shall be able to
waive their City health care coverage and receive $2,000 per year, payable
quarterly. The City reserves the right to amend or terminate the program at any
time during Open Enrollment to be effective as of the upcoming July 1.
Section 5 - Wellness Incentive Program
Effective January 1, 2014, all employees enrolled as the subscriber on the City's
Medical Plan, will be eligible to participate in the Wellness Incentive Program.
The program is rolled out with the beginning of each plan year. Eligible
employees will have the opportunity to complete wellness actives and earn
incentive dollars that are deposited into their Health Reimbursement Account to
be used for out-of-pocket medical, dental, and vision expenses. Completion of a
Health Risk Assessment is mandatory to participate in the Wellness Incentive
Program.
The Wellness Incentive Program for the plan year 1/1/14 to 12/1/14 will allow
100
employees to earn up to $500.
Unused amounts in the HRA account may be carried forward each year. An
employee who retires and begins to receive pension benefit payments from
the City's defined benefit pension plan will be able to access unused funds,
but no new contributions will be made to a retiree's account. An employee
who otherwise separates from City employment for any reason will forfeit any
unused funds. An employee who waives coverage and I or received
payments under the City's Health Care Waiver Program shall not have
contributions made to such account for that plan year. Health
Reimbursement Accounts are non-interest bearing accounts.
Section 6 - Bidding.
The employer has the right to place the health care coverage out for competitive
bidding, providing the same provisions and level of coverage as the current plan
or better with reasonably similar acceptance levels to current providers. If a
provider can supply better services and/or benefits at the same cost, those
additional services and/or benefits shall be provided to the bargaining unit. The
Union President must agree in writing that the City's proposal is equal to or
better than the current coverage. There shall be at least 30 days notice provided
to the bargaining unit before any changeover in providers goes into effect.
101
ARTICLE 27 - DENTAL INSURANCE
Section 1 - Coverage.
After three (3) months of employment, employees, their spouses, other
qualified adult (to the extent permitted by law as defined by the plan
documents), and eligible dependents under age 19 shall be provided a "75%
(Class I and II)/ 50% (Class Ill and IV) Delta Dental Plan" or its satisfactory
equivalent with a maximum benefit of $2000 per year per person. The City
shall also provide orthodontics rider providing 50% co-payment for
employees' dependent children up to their 19th birthday with a $2000 lifetime
maximum per person, provided, however, that benefits will be paid after
attainment of age 19 for continuous treatment which began prior to such age.
Section 2 - Bidding.
The Employer has the right to place the dental insurance program out for
competitive bidding providing the same level of coverage as the current plan
or better with reasonably similar acceptance levels to current providers. If a
provider can supply a better benefit plan at the same cost, those additional
benefits shall be provided to the bargaining unit. The Union President must
agree in writing that the City's proposal is equal to or better than the current
coverage. There shall be at least 30 days notice provided to the bargaining
unit before any changeover in providers goes into effect.
102
ARTICLE 28 - VISION INSURANCE
Section 1 - Coverage.
The City of Ann Arbor shall provide to each member of the bargaining
unit (after three (3) months of employment), the vision plan offered
through Eye-Med Advantage as of July 1, 2010 as described in this
article and in Appendix H or its satisfactory equivalent for optical
expenses for the employee and their spouse or other qualified adult
(to the extent permitted by law as defined by the plan documents) and
eligible dependents.
Section 2 - Bidding.
The Employer has the right to place the health insurance program(s)
out for competitive bidding providing the same level of coverage as
the current plan or better with reasonably similar acceptance levels to
current providers. If a provider can supply a better benefit plan at the
same cost, those additional benefits shall be provided to the
bargaining unit. The Union President must agree in writing that the
City's proposal is equal to or better than the current coverage. There
shall be at least 30 days notice provided to the bargaining unit before
any changeover in providers goes into effect.
103
ARTICLE 29 - LIFE INSURANCE
Section 1 - Basic Life Insurance.
The Employer agrees to pay the entire premium cost of $15,000.00 of Basic Life
Insurance on all regular employees who have completed their three (3) month
probationary period. The City will further pay the entire cost of $5,000.00 life
insurance for retiring employees who have completed five (5) or more years with
the City and are retiring on a City pension. Employees taking a deferred
retirement do not receive this benefit.
Section 2 - Optional Life Insurance.
Regular employees will be permitted to take additional Optional Life Insurance of
an amount equal to twice their annual salary, with the City paying one-half (1/2),
and the employee paying one-half (1/2) of the true cost of this additional
insurance. Employees may elect this insurance within thirty (30) days of initial
eligibility, which is their date of hire or date of promotion into the bargaining unit.
If not elected at this time, Optional Life Insurance can be applied for only during
an annual open enrollment, and will be subject to Late Applicant approval which
requires proof of good health. Retiring employees, as identified in Section 1 ,
who will continue to have life insurance paid for by the City, may convert their
Optional Life Insurance into a personal (individual) policy at retirement without
proof of insurability. The premium for this coverage shall be paid entirely by the
retiree directly to the life insurance company.
Section 3 - Dependent Life Insurance.
Persons who take additional life insurance according to Section 2 are entitled
to subscribe to dependent life insurance for the family as follows:
Coverage for:
Spouse, or other qualified adult (as defined by the plan documents)
Amount
$10,000
104
Children:
-Birth to age 6 months
-Age 6 months to 19 years
-Full-time students age 19-23 years
$ 1,000
$7,000
$7,000
105
ARTICLE 30 - 30 DAY RULE FOR BENEFITS
Employees, retirees, and surviving spouses or other qualified adults (to the
extent permitted by law as defined by the plan documents), must report major life
event changes to Human Resources Services, Benefits Staff within thirty (30)
days of the event in order to add or delete persons from their benefit plans
(health, dental, vision, life insurance). Major life event changes impact eligibility
for benefits. Such life event changes include: marriage, declaring an other
qualified adult (to the extent permitted by law as defined by the plan documents),
birth of a child, divorce, removal of an other qualified adult (to the extent
permitted by law as defined by the plan documents), legal adoption, legal
guardianship, death, marriage of a child, loss of health insurance under another
plan. Notification beyond thirty (30) days of the event will delay any additions of
persons to benefits until the next open enrollment period. lffailure to report the
event within thirty (30) days results in additional benefit costs by the City, the
employee/retiree may be held responsible for such costs. Surviving spouses
who remarry, or other qualified adults (to the extent permitted by law as defined
by the plan documents), who declare a new other qualified adult after death of
the retiree may not add a new spouse, other qualified adult or dependent child to
City benefit plans.
106
ARTICLE 31 - EMPLOYEES/RETIREES MARRIED TO EMPLOYEES/RETIREES
Where two employees/retirees are eligible for benefits and are legally married to
each other or have declared a other qualified adult (to the extent permitted by
law as defined by the plan documents), they will be enrolled under one contract
as a subscriber and spouse or other qualified adult (to the extent permitted by
law as defined by the plan documents), and receive benefits under one contract
(health, dental, vision, dependent life insurance). This applies to any eligible
employee/retiree relationship. However, each employee is entitled to Basic and
Optional life insurance coverage.
107
ARTICLE 32- LONGEVITY PAYMENTS
Employees covered under this Agreement will receive cash bonus allotments - longevity
payments - according to the following schedule:
After 5 years of continuous employment
After 10 years of continuous employment
After 15 years of continuous employment
After 20 years of continuous employment
After 25 years of continuous employment
$ 300.00
600.00
900.00
1,200.00
1,500.00
The above cash payments, where applicable upon completion of a full year's employment,
will be paid to the employee in the month following the employee's anniversary date.
Should an employee who is eligible for longevity pay leave City service, his/her pay will be
prorated and paid based upon actual anniversary date. For example, if an employee hired
on January 10, 197 4 left City service on May 10, 1980, that employee would receive 4/12 of
the payment.
This cash payment will be in a separate check and not a part of the basic salary with the
exception of earned annual income for the purpose of retirement calculations.
The cash payment for longevity will be subject to deductions as prescribed by Federal,
State andlocalgovernment existing at the time ofthis payment. The pension deduction is
applicable in this cash payment.
108
ARTICLE 33 - GENERAL
Section 1 - Union Negotiating Committee.
The bargaining committee of the Union will include not more than six (6)
members made up of City employees and non-employee representatives of
Local 369 of AFSCME (not more than two in number). The Union will give to
Management, in writing, the names of its employee representatives on the
bargaining committee. The Employer will give to the Union, in writing, the names
of representatives on the bargaining committee. Other persons associated with
either party may attend the bargaining sessions by mutual agreement.
Employee members of the bargaining committee will be paid by the City for time
spent, during their normal working day, in negotiations with the City, but only for
the straight time hours they would otherwise have worked on their regular work
schedule. The regular working day hours spent in negotiations shall be included
in the computation of the employee's regular forty (40) hour work week. Any
hours the employee is required to work at his/her regular work station over forty
(40) hours, which may have included time spent in negotiations, shall be
considered overtime and shall be paid at the contractually agreed upon overtime
rate.
Union bargaining committee members who are not normally assigned to the day
shift will be so transferred for the duration of contract negotiations if their jobs are
operating on that shift regardless of their seniority standing in their work
assignment, and on the day negotiations are occurring, they will be considered
as working 8 a.m. to 5 p.m.
Section 2 - Labor-Management Advisory Committee.
The City and the Union shall establish and maintain a Joint Labor Management
Advisory Committee composed of six (6) members, three (3) of whom shall be
appointed by the Union President, and three (3) of whom shall be appointed by
109
the City Administrator. This committee shall meet at least once each month.
It is.agreed that the purpose of Joint Advisory Committee shall be to accomplish,
through cooperative effort, the mutual objectives of increased efficiency and
productivity and improved conditions of employment.
Its function shall be to outline the problems that concern those objectives, and to
the extent that mutual agreement may be reached, endeavor to find ways of
accomplishing such objectives consistent with the provisions of this Agreement.
Either group, by agreement of the co-chairpersons, may bring in persons from
their group who are specialists in a subject under discussion by the committee.
The committee shall not engage in collective bargaining. Matters considered by
this committee shall not be subject to grievances or arbitration arising out of
committee discussions and the adoption of any suggestions remain a
management prerogative.
No overtime or compensatory time will be granted to Union members who attend
committee meetings.
Section 3- Jury Duty.
An employee who is required to report for and/or perform jury duty as prescribed
by applicable law, for each day on which the report for and/or performance of
jury duty is made, shall be paid the difference between what the employee
receives from the Court as daily jury duty fees and what the employee's regular
wages would have been for the day(s) provided the pay from jury duty on a work
day is forwarded to his/her supervisor when received. This provision shall not
apply for any day upon which the employee was excused from jury duty in time
to reasonably permit him/her to return to work for two (2) or more hours, unless
such employee does so return to work. In order to receive the payment above
referred to, an employee must give the Employer notice as soon as possible that
110
they were required to report for jury duty and must furnish satisfactory evidence
that he/she reported for and/or performed such jury duty for the hours for which
they claim payment.
An employee working on opposite shift to the jury schedule shall serve jury duty
in lieu of their regular work schedule for the duration of jury duty with respect to
this provision.
Section 4- Loss or Damage of City Property.
No employee will be charged for loss or damage to the Employer's property,
tools, or equipment unless such loss or damage is caused by the employee's
negligence.
Section 5- Uniforms.
The Employer will provide winter and summer uniforms where required. The
Employer will also provide storage facilities at the work site. All AFSCME
employees whose position requires safety shoes will be provided $100.00 per
year for the purchase of safety footwear. Employees must wear their safety
shoes at all times while at work. Failure to do so will result in discipline up to
and including discharge.
Section 6 - Loss, Revocation, Suspension or Non-renewal of Required License.
An employee unable to perform his/her present job due to the loss of a required
license through being physically lost, revoked, suspended, not renewed etc.,
shall report such loss immediately to his or her supervisor or other management
representative. "Immediately" is defined as the beginning of the employee's first
available shift after the date the license was lost, revoked, suspended or not
renewed. Failure to report such loss, revocation, suspension, or nonrenewal
may result in severe disciplinary action up to and including discharge. Discipline
111
under this section shall be appealable under Article 7 or 8 as provided for in
Article 8 of this contract. For an employee who is unable to perform his or her
job due to the loss, revocation, suspension, or non-renewal of a required license,
the following shall apply:
a. Providing this is the first (1st) instance of an employee losing his or her
license while employed by the City, he or she shall be placed on an unpaid
leave of absence for a maximum period of one (1) year and may be returned
from such a leave only in accordance with the following subsections.
b. An employee who has been placed on a leave of absence in accordance with
subsection (a) and who provides evidence to the City in writing, within sixty
(60) days of the date he or she lost the required license, that he or she has
reacquired his or her required license shall be allowed to return to his or her
former position.
c. An employee who has been placed on a leave of absence in accordance with
subsection (a) and who provides evidence to the City in writing, between
sixty (60) days and one (1) year from the date he or she lost the required
license, that he or she has reacquired his or her required license shall be
allowed to return to a vacant bargaining unit position which remains vacant
after completion of the bidding process and for which such employee is
qualified.
d. Employees who have not been returned to work within one (1) year from the
date they lost a required license and employees for whom the current loss of
a license is not the first (1st) instance of losing their required license while
employed by the City shall be separated from employment with the City.
Section 7- Alcohol and Drug Testing.
The City of Ann Arbor and AFSCME Local 369 agree that the workplace should
be free from the risks posed by the use of alcohol and controlled substances in
order to protect the safety of employees and the public. In addition, both parties
112
acknowledge that the Federal Drug-Free Workplace Act of 1988, which is
applicable to the City of Ann Arbor, provides that the unlawful manufacture,
distribution, dispensation, possession, or use of a controlled substance is
prohibited in the workplace. Specific rules which deal with this law specifically
and with the use of alcohol, illegal drugs, and other substances generally are
contained in the City's Human Resources Policies and Procedures.
It is also acknowledged that the Federal Omnibus Transportation Employees
Testing Act of 1991, is applicable to employees within the AFSCME Local 369
bargaining unit who are engaged in the operation of "Safety-Sensitive Duties," as
defined in the Act (generally truck drivers with COL licenses). With respect to
this Act, the City of Ann Arbor reseNes and retains, solely and exclusively, all
rights to administer the requirements provided in the Act and the related rules
promulgated by the Federal Highway Administration, the Department of
Transportation, and any other Federal, State, or City of Ann Arbor statutes,
ordinances, or regulations pertaining to mandatory employee drug testing. In
addition to the requirements provided in the Act, the City and Local 369 agree to
the following conditions:
1. While the principle of "just cause" provided for in Article 8 of this
Agreement applies to employees found to be in violation of the Federal
Drug-Free Workplace Act of 1988, or the Federal Omnibus Transportation
Employees Testing Act of 1991, the parties agree that such employees
shall be subject to severe disciplinary action up to and including
discharge (minimum five consecutive regular work days off without pay)
under the City's progressive disciplinary rules in the City's Human
Resources Policies and Procedures. An employee who, in the past two
(2) years, has received progressive discipline of a one day suspension or
less shall not be discharged for a first offence of a positive result on an
alcohol and/or controlled substance test(s).
2. The parties agree that an employee who refuses to submit to a drug or
113
alcohol test, or who otherwise engages in conduct which clearly obstructs
the testing process, is subject to disciplinary action in addition to whatever
consequences may result from such conduct under applicable law.
3. An employee may request, and is entitled to, Union representation
whenever he or she is directed to submit to reasonable suspicion alcohol
or controlled substances testing, provided that obtaining Union
representation under this subsection does not in any way delay the
administering of the alcohol or controlled substances test.
4. As provided for in the Act, an employee may request that a split drug
sample be tested if the first sample results in a positive finding. The cost
of such split sample shall be the responsibility of the employee unless the
second test reverses the initial positive finding.
5. While on duty employees shall be paid for time spent for the
administration of alcohol and controlled substances testing, including
overtime. This does not apply to follow up testing while suspended.
6. An employee who has tested positive for alcohol and/or controlled
substances and is consequently prohibited from performing a Safety
Sensitive function shall be given a written explanation of the charges, with
notification to the Union.
7. In any case where the City notifies an employee that disciplinary action is
pending and the employee has not been suspended from work, it shall
make a reasonable effort to assign such employee to duties within such
employee's job description which does not require the performance of a
Safety-Sensitive function.
8. An employee may be suspended from work pending investigation of
possible disciplinary action under this article for up to three (3) days with
pay. However, if disciplinary time off is assessed, these three days may
be converted to disciplinary time off without pay.
114
9. It is agreed that any disciplinary action taken under the provisions of this
article may be protested within the grievance procedure up to and
including arbitration as provided in the collective bargaining agreement.
10. The City shall provide the Union with a list of employees who are subject
to COL alcohol and drug testing. Such list shall be updated on a monthly
basis including additions and deletions from the list.
11. Employees who are experiencing problems of alcoholism or drug
dependency are encouraged to seek and pursue a course of treatment
either through their own means or through the City's Employee
Assistance Program. Employees are specifically advised, however, that
participation in the Employee Assistance Program will not exempt them
from disciplinary action if they violate the above rules.
12. Rehabilitation programs are currently available within the health
insurance plans provided for in Article 26. However, the provisions of
such plans may be subject to change by the carrier within the plans the
parties have agreed upon.
13.A leave of absence shall be allowed for treatment on an in-patient or out
patient basis. Employees participating in rehabilitation programs shall be
entitled to use their accumulated accrued leave time. Provided, however,
nothing herein shall be construed to diminish any rights which may apply
under the ADA, FMLA, or other relevant laws.
14. Once an employee has served the disciplinary time off as defined in the
Collective Bargaining Agreement, the employee may be eligible to use
paid time off under the following circumstances:
. a. The employee has scheduled the initial meeting and met with the
Substance Abuse Professional (SAP); and
b. The employee has scheduled all and completed at least one method
of treatment as imposed by the SAP.
115
OR
c. The employee has completed treatment and has been going to follow
up drug and/or alcohol testing and has not been able to provide a
negative screen, but the drug and/or alcohol levels decrease with
each screen.
If these circumstances exist, an employee will be granted, upon request,
the use of his or her personal, vacation and compensatory time off up to a
total of paid time used equal to fifteen (15) days. A day shall be defined
as the length of one's regular shift. The use of such time shall be used in
the order of vacation first, compensatory second and personal time last.
If a holiday occurs during the time the employee is unable to return to
work, he or she will not be eligible for Holiday benefit pay. The employee
may elect to use paid leave time for those holidays.
If an employee elects to use paid leave time the following conditions apply:
a. The employee must accept and provide proof of attending the first
available treatment appointments as imposed by the SAP; and
b. The employee must be available within 24 hours for follow up drug
and/or alcohol testing at the discretion of the City; and
c. The subsequent drug and/or alcohol testing levels must show a
normally expected decrease in the amount of substance in the
employee's system, as determined by the Medical Review Officer
(MRO).
If the employee violates any of these conditions described herein, he or
she will immediately lose his or her eligibility to use paid leave time and
116
will be subject to disciplinary action up to and including discharge.
Section 8 -Waiver Clause.
The parties acknowledge that during the negotiations which resulted in this
contract, each had the unlimited right and opportunity to make demands and
proposals with respect to any subject or matter not removed by law from the
area of collective bargaining, and that the understandings and agreements
arrived at by the parties after the exercise of that right and opportunity are set
forth in this contract. Therefore, the Employer and the Union, for the life of this
contract, each voluntarily and unqualifiedly, waives the right and each agrees,
that the other shall not be obligated to bargain collectively with respect to any
subject or matter not specifically referred to or covered in this contract, even
though such subjects or matters may not have been within the knowledge or
contemplation of either or both of the parties at the time they negotiated and
signed this contract.
Section 9- Provision Found to be Contrary to Law.
If, during the life of the Contract, any of the provisions contained herein are held
to be invalid by operation of law or by any court of competent jurisdiction, or if
compliance with or enforcement of any provisions should be restrained by such
tribunal pending a final determination as to its validity, the remainder of this
Contract shall not be affected thereby. In the event any provisions herein
contained are so rendered invalid, upon written request by either party hereto,
the Employer and the Union shall enter into collective bargaining for the purpose
of negotiating a mutually satisfactory replacement for such provisions.
117
Section 10- Prior Agreements and Understandings.
It is understood and agreed that this Contract constitutes the sole, only and
entire agreement between the parties hereto, and cancels and supersedes any
other agreement, understanding, practice, and arrangement heretofore existing.
Section 11- Emergency Manager.
An emergency manager appointed to the City under the Local Government and
School District Fiscal Accountability Act may reject, modify, or terminate this
collective bargaining agreement, in all or in part, in accordance with and as
provided in the Local Government and School District Fiscal Accountability Act.
This clause is inserted into this document pursuant to Public Act 9 of 2011 (MCL
423.215(7)-(9)). Should Public Act 9 of 2011 be legislatively or judicially
repealed, amended or modified, this provision will be adjusted in accordance.
Section 12- Termination and Modification.
This Contract shall continue in full force and effect until11 :59 p.m. on December
31, 2017. If either party desires to modify or change this contract, it shall follow
the procedure for negotiations as set forth in the paragraph entitled "Duration of
Contract".
Section 13- Collective Bargaining Agreements
The City will provide, at its cost, 10 printed copies of the collective bargaining
agreement. 'In addition, the City will, at its cost, provide a flash drive to each
member of the bargaining unit containing a copy of the collective bargaining
agreement and City Human Resources Policies and Procedures. Each member
is responsible for the cost of replacing a lost or damaged flash drive.
118
Section 14- PERA Requests
Copies Mailing
PERA requests must be submitted in writing to the Director ofHuman
Resources and Labor Relations. Exemptions to these charges may be made
by the Director of Human Resources and Labor Relations. The submitting
party will be charged for the following costs:
$.05 per 8.5 x11 page Actual Mailing Costs
Labor costs incurred in searching, examining, reviewing, redacting or separating materials
• 1 hour or less • No charge
• More than 1 hour • The hourly wage of the lowest-paid employee capable of performing the work.
Section 15 - Pension Board Composition
The Union agrees to the pension board composition approved by the voters
by change in charter in November 2011. At the time all of the City's collective
bargaining units have similarly agreed to the composition, and the change in
composition is implemented, the Union will have thirty (30) days prior to the
nomination of the new Citizen Trustee to bring any pension board applicants
to the Mayor for review and consideration. The process for appointing a
Citizen Trustee to the pension board will then be conducted in accordance
with the Charter and the Pension Ordinance, and Council Rules.
119
ARTICLE 34- DURATION OF CONTRACT
This Contract shall become effective as of the date of ratification by the Union and approval
by City Council, (March 25, 2013), except as otherwise specified in this agreement, and
shall remain in full force and effect until11 :59 p.m., December 31, 2017, and from year to
year thereafter unless either party hereto serves written notice upon the other at least
ninety (90) calendar days prior to the expiration date of any subsequent automatic renewal
period of its intention to amend, modify or terminate this contract.
120
ARTICLE 35 - SUPPLEMENTAL AGREEMENTS
Any Agreement or Letter of Understanding entered into after the date of this Contract shall
be void and of no effect, unless in writing and approved by the President of AFSCME Local
369 or his/her designee, and the City Administrator or his/her designee.
121
ARTICLE 36- PAYMENT OF BACK PAY CLAIMS
If the Employer fails to give an employee work to which his/her seniority and qualifications
entitle him/her, and such work does exist and a written notice of his/her claim is filed within
ten (10) days from reasonable knowledge of the time the Employer first failed to give
him/her such work, the employee may file a grievance under the grievance procedure, and
if successful in the grievance, the Employer will reimburse him/her for the earnings he/she
lost through failure to give him/her such work.
122
ARTICLE 37 -COMPUTATION OF BACK WAGES
No claim for back wages shall exceed the amount of wages the employee would otherwise
have earned at the applicable rate.
123
ARTICLE 38- PAY CHECKS
a. The Employer endorses the principle that employee's paychecks are to be
handled with appropriate discretion and that deductions there from are not to
be unnecessarily divulged to other employees.
b The City is granted the right to withhold wage overpayments from individual
employee's subsequent pay. The amount to be deducted per paycheck is
limited to the amount of the overpayment per paycheck. In cases where the
amount to be deducted would cause an undue hardship, another mutually
agreeable arrangement may be made.
c. The Employer shall have the right to mandate direct deposit of funds and
discontinue use of paper pay checks and pay advices. Employees covered
by this contract will be provided two (2) pay periods from the ratification date
of this contract to enroll in direct deposit.
124
ARTICLE 39 - UNEMPLOYMENT COMPENSATION
Unemployment compensation shall be paid under the provisions of the State law.
125
ARTICLE 40- CERTIFICATION PREMIUM PAY
Employees in the classifications as noted in Appendix B will be entitled to Certification
Premium Pay as listed in the pay ranges and documented within the position descriptions
and progression models. Additional Certification Premium Pay may be added to the
position descriptions and progression models if agreed to between the Employer and the
Union.
126
ARTICLE 41 -APPENDICES
The following appendices are incorporated and made a part of this Contract, and any
changes are subject to negotiation.
APPENDIX A. PENSIONS
The pension ordinance, as adopted by City Council, (restated January 18, 2011, and
retroactive to July 1, 201 0) with amendments through the effective date of this agreement,
is incorporated and made a part of this Contract. The following limited summary of pension
benefits is applicable to AFSCME members (members should consult the Pension Office or
the Pension Ordinance for more specific details.).
Normal Retirement -For employees hired prior to the effective date of this contract: Age
60 years with at least 5 years of service, or, age 50 with at least 25 years of service.
Employees hired after the effective date of this contract: Age 60 with at least 1 0 years of
service or age 50 with at least 25 years of service.
Early Retirement Age 50 years, with at least 20 years of service. The early retirement
reduction factor is 0.33% for each month or fraction of a month that the employee retires
prior to his/her regular retirement date (see above) or 3.96% per year.
Pension Calculation: 2.50% affinal average compensation, multiplied by the number of
years credited service.
Effective with the pay period beginning October 23, 2011, employees contribute six
percent of their total compensation on a pre-tax basis to the pension plan.
For employees hired prior to the effective date of this contract, final average
compensation is calculated on the highest consecutive 36 months of credited
service within the ten years prior to retirement. For employees hired after the
effective date of this contract, final average compensation is calculated on the
highest consecutive 60 months of credited service within the ten years prior to
127
retirement.
Post retirement benefit increase adjustments in accordance with the terms of the
Pension Ordinance.
The Union and City have agreed to the following:
Adoption of revised new hire retirement plan commencing if and when it is adopted for non
union employees. A new hire retirement plan has not yet been developed, but it might
consist of a Defined Contribution Plan with City and employee contributions, or a hybrid
plan which includes both Defined Contribution and Defined Benefit provisions. These are
only examples and the plan may include other features not mentioned. When and if such a
new hire plan is developed, and prior to implementation, the Union will be notified and
educated regarding the terms of the plan and its impact on newly hired employees. The
new plan will be applicable to those employees hired after the implementation date. The
implementation date will be the same for AFSCME as for non-union employees.
Appendix B. Classification, Pay Ranges and Pay Scales
Appendix C. City Wide Reorganization
Appendix D. Health Care Waiver
Appendix E. Summary of Benefits
Appendix F. Dental Benefits
Appendix G. Return of Job Titles
Appendix H. Vision Plan Provisions
128
APPENDIX B- CLASSIFICATION AND PAY RANGES
CLASS CLASS TITLE PROGRESSION PAY CODE LEVEL RANGE
CLERICAL, ADMINISTRATIVE AND FISCAL
Administrative Assistant 110014 I 10 110024 II 12 110034 Ill 16 110044 IV 21 110054 v 24
110500 AFSCME President 33
ASSESSMENT AND COLLECTION
119180 Property Appraiser I 24.5 119181 Property Appraiser I (certification premium 24.5 cp
pay)
ENGINEERING
Civil Engineering Specialist 112014 Ill 26 112024 IV 30 112034 v 33 112110 Operations Specialist 23
129
APPENDIX B
CLASS CLASS TITLE CODE
INSPECTION SERVICES
114050 114051
114060
110534 110544 110554 110555
Housing Rehabilitation Specialist I Housing Rehabilitation Specialist I (certification premium pay) Housing Rehabilitation Specialist II
Development Services Inspector
SOCIAL SERVICES
114100 Receptionist 114110 Program Assistant 114140 Occupancy Specialist WPH 114130 Account Clerk
114150 Maintenance Worker 114160 Occupancy Specialist
SOLID WASTE, STREETS, REFUSE AND UTILITIES
Field Operations Technician-Infrastructure Systems
112804 j12814 112824 112834 112844 112845
PROGRESSION PAY LEVEL RANGE
26 26 cp
30
Ill 28 IV 31 v 33
V (with 33 cp certification
premium pay)
5 5 11 8
8 14
I 18 II 20 Ill 22 IV 24 v 27
V (with 27 cp certification
premium pay)
130
APPENDIX 8
CLASS CLASS TITLE CODE
Water Utility Technician 117400 117401
117410 117411
117420 117421
117430 117431
117440 117441
Electrical and Control Technician 116234 116244 116254
TRAFFIC AND PARKING FACILITY
112724 112734 112744
Field Operations TechnicianCommunication Systems
PARKS AND RECREATION
112830 112851 117200
Forestry Groundsperson I Tree Trimmer I (certification premium pay) Golf Maintenance and Operations Specialist
PROGRESSION LEVEL
I I (with
certification premium pay)
II II (with
certification premium pay)
Ill Ill (with
certification premium pay)
IV IV (with
certification premium pay)
v V (with
certification premium pay)
Ill IV v
Ill IV v
PAY RANGE
19 19 cp
21 21 cp
23 23 cp
25 25 cp
28 28 cp
28 31 33
25 29 31
17 18 cp 25
131
APPENDIX 8
CLASS CLASS TITLE CODE
Field Operations Technician- Forestry and Facilities
112754 112764 112774 112784 112794
PLANT OPERATIONS AND MAINTENANCE
110334 110344 110354
110104 110105
110114 110115
110124 110125
117450
110204 110214 110224 110234 110244
Environmental Lab Analyst
Vehicle and Equipment Technician
Inventory Control Specialist Ill
Inventory Control Specialist IV, V
Facilities Maintenance Technician
PROGRESSION LEVEL
I II Ill IV v
Ill IV v
Ill Ill (with
certification premium pay)
IV IV (with
certification premium pay)
v V (with
certification premium pay)
I II Ill IV v
PAY RANGE
18 20 22 24 27
25 28 32
22 22cp
26 26cp
31 31cp
20
TBD
14 16 18 22 25
CLASS CODE
PLANNING
110434 110444 110454
118504 118514 118524 118534 118544
132
APPENDIX B
CLASS TITLE
City Planner
PARKING ENFORCEMENT
Community Standards Officer
COMMUNITY TELEVISION NETWORK
119240 110270 110520 110530 110510
Facility Assistant Program Assistant Producer Training & Facility Coordinator Programmer
PROGRESSION PAY LEVEL RANGE
Ill IV v
I II Ill IV v
26 29 33 cp
14 16 18 20 23
10 10 16 16 14
133
AFSCME Wages Effective 3/25/13
NOTE: Yearly salary rates are based on 2,080 hours worked.
Step 1 Step 2 Step3 Step4 Step 5 Step 6 Step 7
Range 5 $29,790.07 $33,386.95 $34,048.95 $34,821.28 $35A39.15 $36,211.49
$1,145.77 $1,284.11 $1,309.57 $1,339.28 $1,363.04 $1,392.75
$14.32 $16.05 $16.37 $16.74 $17.04 $17.41
Range 6 $30,540.34 $34,048.95 $34,821.28 $35A39.15 $36,211.49 $36,939.69
$1,174.63 $1,309.57 $1,339.28 $1,363.04 $1,392.75 $1,420.76
$14.68 $16.37 $16.74 $17.04 $17.41 $17.76
Range 7 $31,180.28 $34,821.28 $35,439.15 $36,211.49 $36,939.69 $37,800.29
$1,199.24 $1,339.28 $1,363.04 $1,392.75 $1A20.76 $1,453.86
$14.99 $16.74 $17.04 $17.41 $17.76 $18.17
Range 7CP* $31,952.61 $35,659.82 $36,365.95 $37,116.22 $37,866.49 $38,771.23
$1,228.95 $1,371.53 $1,398.69 $1,427.55 $1,456.40 $1A91.20
$15.36 $17.14 $17.48 $17.84 $18.21 $18.64
Range 8 $31,952.61 $35,439.15 $36,211.49 $36,939.69 $37,800.29 $38,528.49
$1,228.95 $1,363.04 $1,392.75 $1,420.76 $1,453.86 $1,481.87
$15.36 $17.04 $17.41 $17.76 $18.17 $18.52
Range 8.5 $32,129.14 $35,571.55 $36,365.95 $37,160.36 $38,020.96 $38,705.03
$1,235.74 $1,368.14 $1,398.69 $1,429.24 $1,462.34 $1,488.65
$15.45 $17.10 $17.48 $17.87 $18.28 $18.61
Range SCP* $32,769.08 $36,365.95 $37,116.22 $37,866.49 $38,771.23 $39,477.36
$1,260.35 $1,398.69 $1,427.55 $1,456.40 $1,491.20 $1,518.36
$15.75 $17.48 $17.84 $18.21 $18.64 $18.98
134
AFSCME Wages Effective 3/25/13
NOTE: Yearly salary rates are based on 2,080 hours worked.
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 9 $32,724.95 $36,211.49 $36,939.69 $37,800.29 $38,528.49 $39A55.30
$1,258.65 $1,392.75 $1A20.76 $1A53.86 $1,481.87 $1,517.51
$15.73 $17.41 $17.76 $18.17 $18.52 $18.97
Range 9.5 $32,901.48 $36,365.95 $37,160.36 $38,020.96 $38,705.03 $39,587.70
$1,265.44 $1,398.69 $1A29.24 $1A62.34 $1A88.65 $1,522.60
$15.82 $17.48 $17.87 $18.28 $18.61 $19.03
Range 9CP* $33,563.48 $37,116.22 $37,866.49 $38,771.23 $39A77.36 $40A26.23
$1,290.90 $1A27.55 $1A56.40 $1A91.20 $1,518.36 $1,554.86
$16.14 $17.84 $18.21 $18.64 $18.98 $19.44
Range 10 $33,386.95 $36,939.69 $37,800.29 $38,528.49 $39A55.30 $40,249.70
$1,284.11 $1A20.76 $1A53.86 $1A81.87 $1,517.51 $1,548.07
$16.05 $17.76 $18.17 $18.52 $18.97 $19.35
Range 11 $34,137.22 $37,800.29 $38,528.49 $39A55.30 $40,249.70 $41,154.43
$1,312.97 $1A53.86 $1A81.87 $1,517.51 $1,548.07 $1,582.86
$16.41 $18.17 $18.52 $18.97 $19.35 $19.79
Range 12 $35,019.88 $38,528.49 $39A55.30 $40,249.70 $41,154.43 $42,103.30
$1,346.92 $1A81.87 $1517.51 $1,548.07 $1,582.86 $1,619.36
$16.84 $18.52 $18.97 $19.35 $19.79 $20.24
Range 12CP* $35,902.55 $39A77.36 $40A26.23 $41,242.70 $42,213.64 $43,140.44
$1,380.87 $1,518.36 $1,554.86 $1,586.26 $1,623.60 $1,659.25
$17.26 $18.98 $19.44 $19.83 $20.30 $20.74
135
AFSCME Wages Effective 3/25/13
NOTE: Yearly salary rates are based on 2,080 hours worked.
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 13 $35,814.29 $39,455.30 $40,249.70 $41,154.43 $42,103.30 $42,985.97
$1,377.47 $1,517.51 $1,548.07 $1,582.86 $1,619.36 $1,653.31
$17.22 $18.97 $19.35 $19.79 $20.24 $20.67
Range 13CP* $36,674.89 $40,426.23 $41,242.70 $42,213.64 $43,140.44 $44,045.17
$1,410.57 $1,554.86 $1,586.26 $1,623.60 $1,659.25 $1,694.05
$17.63 $19.44 $19.83 $20.30 $20.74 $21.18
Range 14 $36,652.82 $40,249.70 $41,154.43 $42,103.30 $42,985.97 $43,978.97
$1,409.72 $1,548.07 $1,582.86 $1,619.36 $1,653.31 $1,691.50
$17.62 $19.35 $19.79 $20.24 $20.67 $21.14
Range 14CP* $37,579.62 $41,242.70 $42,213.64 $43,140.44 $44,045.17 $45,038.18
$1,445.37 $1,586.26 $1,623.60 $1,659.25 $1,694.05 $1,732.24
$18.07 $19.83 $20.30 $20.74 $21.18 $21.65
Range 15 $37,425.16 $41,154.43 $42,103.30 $42,985.97 $43,978.97 $44,927.84
$1,439.43 $1,582.86 $1,619.36 $1,653.31 $1,691.50 $1,727.99
$17.99 $19.79 $20.24 $20.67 $21.14 $21.60
Range 16 $38,351.96 $42,103.30 $42,985.97 $43,978.97 $44,927.84 $45,987.04
$1,475.08 $1,619.36 $1,653.31 $1,691.50 $1,727.99 $1,768.73
$18.44 $20.24 $20.67 $21.14 $21.60 $22.11
Range 16CP* $39,278.76 $43,140.44 $44,045.17 $45,038.18 $46,053.24 $47,156.58
$1,510.72 $1,659.25 $1,694.05 $1,732.24 $1,771.28 $1,813.71
$18.88 $20.74 $21.18 $21.65 $22.14 $22.67
136
AFSCME Wages Effective 3/25/13
NOTE: Yearly salary rates are based on 2,080 hours worked.
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
Range 17 $39,278.76 $42,985.97 $43,978.97 $44,927.84 $45,987.04 $47,112.45
$1,510.72 $1,653.31 $1,691.50 $1,727.99 $1,768.73 $1,812.02
$18.88 $20.67 $21.14 $21.60 $22.11 $22.65
·Range 17.5 $36,939.69 $42,346.04 $43,493.51 $44,707.17 $45,987.04 $47,311.05
$1,420.76 $1,628.69 $1,672.83 $1,719.51 $1,768.73 $1,819.66
$17.76 $20.36 $20.91 $21.49 $22.11 $22.75
Range 17CP* $40,271.76 $44,045.17 $45,038.18 $46,053.24 $47,156.58 $48,259.92
$1,548.91 $1,694.05 $1,732.24 $1,771.28 $1,813.71 $1,856.15
$19.36 $21.18 $21.65 $22.14 $22.67 $23.20
Range 18 $40,205.56 $43,978.97 $44,927.84 $45,987.04 $47,112.45 $48,193.72
$1,546.37 $1,691.50 $1,727.99 $1,768.73 $1,812.02 $1,853.60
$19.33 $21.14 $21.60 $22.11 $22.65 $23.17
Range 18.5 $37,976.83 $43,493.51 $44,707.17 $45,987.04 $47,311.05 $48,502.65
$1,460.65 $1,672.83 $1,719.51 $1,768.73 $1,819.66 $1,865.49
$18.26 $20.91 $21.49 . $22.11 $22.75 $23.32
Range 18CP* $41,198.57 $45,038.18 $46,053.24 $47,156.58 $48,259.92 $49,363.25
$1,584.56 $1,732.24 $1,771.28 $1,813.71 $1,856.15 $1,898.59
$19.81 $21.65 $22.14 $22.67 $23.20 $23.73
Range 19 $41,154.43 $44,927.84 $45,987.04 $47,112.45 $48,193.72 $49,164.65
$1,582.86 $1,727.99 $1,768.73 $1,812.02 $1,853.60 $1,890.95
$19.79 $21.60 $22.11 $22.65 $23.17 $23.64
137
AFSCME Wages Effective 3/25/13
NOTE: Yearly salary rates are based on 2,080 hours worked.
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 19CP* $42,213.64 $46,053.24 $47,156.58 $48,259.92 $49,363.25 $50,466.59
$1,623.60 $1,771.28 $1,813.71 $1,856.15 $1,898.59 $1,941.02
$20.30 $22.14 $22.67 $23.20 $23.73 $24.26
Range 20 $42,125.37 $45,987.04 $47,112.45 $48,193.72 $49,164.65 $50,290.05 $51,547.86
$1,620.21 $1,768.73 $1,812.02 $1,853.60 $1,890.95 $1,934.23 $1,982.61
$20.25 $22.11 $22.65 $23.17 $23.64 $24.18 $24.78
Range 20.5 $40,205.56 $45,987.04 $47,311.05 $48,502.65 $49,870.79 $51,150.66
$1,546.37 $1,768.73 $1,819.66 $1,865.49 $1,918.11 $1,967.33
$19.33 $22.11 $22.75 $23.32 $23.98 $24.59
Range 20CP* $43,162.50 $47,156.58 $48,259.92 $49,363.25 $50,466.59 $51,547.86
$1,660.10 $1,813.71 $1,856.15 $1,898.59 $1,941.02 $1,982.61
$20.75 $22.67 $23.20 $23.73 $24.26 $24.78
Range 21 $43,162.50 $47,112.45 $48,193.72 $49,164.65 $50,290.05 $51,569.92 $52,849.79
$1,660.10 $1,812.02 $1,853.60 $1,890.95 $1,934.23 $1,983.46 $2,032.68
$20.75 $22.65 $23.17 $23.64 $24.18 $24.79 $25.41
Range 21.5 $41,441.30 $47,399.31 $48,635.05 $49,981.12 $51,437.52 $52,783.59
$1,593.90 $1,823.05 $1,870.58 $1,922.35 $1,978.37 $2,030.14
$19.92 $22.79 $23.38 $24.03 $24.73 $25.38
Range 21CP* $44,199.64 $48,259.92 $49,363.25 $50,466.59 $51,547.86 $52,938.06
$1,699.99 $1,856.15 $1,898.59 $1,941.02 $1,982.61 $2,036.08
$21.25 $23.20 $23.73 $24.26 $24.78 $25.45
138
AFSCME Wages Effective 3/25/13 NOTE: Yearly salary rates are based on 2,080 hours worked.
Step 1 Step2 Step 3 Step 4 Step 5 Step 6 Step 7
Range 22 $44,221.71 $48,193.72 $49,164.65 $50,290.05 $51,569.92 $52,783.59 $54,107.60
$1,700.83 $1,853.60 $1,890.95 $1,934.23 $1,983.46 $2,030.14 $2,081.06
$21.26 $23.17 $23.64 $24.18 $24.79 $25.38 $26.01
Range 22CP* $45,347.11 $49,385.32 $50,444.52 $51,547.86 $52,893.93 $54,019.33
$1,744.12 $1,899.44 $1,940.17 $1,982.61 $2,034.38 $2,077.67
$21.80 $23.74 $24.25 $24.78 $25.43 $25.97
Range 23 $45,302.98 $49,164.65 $50,290.05 $51,569.92 $52,783.59 $53,997.26 $55,343.33
$1,742.42 $1,890.95 $1,934.23 $1,983.46 $2,030.14 $2,076.82 $2,128.59
$21.78 $23.64 $24.18 $24.79 $25.38 $25.96 $26.61
Range 23CP* $46,406.31 $50,466.59 $51,547.86 $52,938.06 $54,019.33 $55,387.47
$1,784.86 $1,941.02 $1,982.61 $2,036.08 $2,077.67 $2,130.29
$22.31 $24.26 $24.78 $25.45 $25.97 $26.63
Range 24 $46,406.31 $50,290.05 $51,569.92 $52,783.59 $53,997.26 $55,365.40 $56,755.60
$1,784.86 $1,934.23 $1,983.46 $2,030.14 $2,076.82 $2,129.44 $2,182.91
$22.31 $24.18 $24.79 $25.38 $25.96 $26.62 $27.29
Range 24.5 $43,647.97 $49,981.12 $51,437.52 $52,783.59 $54,129.66 $55,696.40
$1,678.77 $1,922.35 $1,978.37 $2,030.14 $2,081.91 $2,142.17
$20.98 $24.03 $24.73 $25.38 $26.02 $26.78
Range 24CP* $47,575.85 $51,547.86 $52,938.06 $54,019.33 $55,387.47 $56,711.47
$1,829.84 $1,982.61 $2,036.08 $2,077.67 $2,130.29 $2,181.21
$22.87 $24.78 $25.45 $25.97 $26.63 $27.27
139
AFSCME Wages Effective 3/25/13 NOTE: Yearly salary rates are based on 2,080 hours worked.
Step 1 Step 2 Step 3 Step 4 Step 5 Step6 Step 7
Range 24.5CP* $44,751.31 $51,238.92 $52,783.59 $54,019.33 $55,519.87 $57,108.67
$1,721.20 $1,970.73 $2,030.14 $2,077.67 $2,135.38 $2,196.49
$21.52 $24.63 $25.38 $25.97 $26.69 $27.46
Range 25 $47,553.78 $51,569.92 $52,783.59 $53,997.26 $55,365.40 $56,623.20 $58,035.47
$1,828.99 $1,983.46 $2,030.14 $2,076.82 $2,129.44 $2,177.82 $2,232.13
$22.86 $24.79 $25.38 $25.96 $26.62 $27.22 $27.90
Range 25CP* $48,723.32 $52,871.86 $54,085.53 $55,343.33 $56,755.60 $58,035.47 $59,491.88
$1,873.97 $2,033.53 $2,080.21 $2,128.59 $2,182.91 $2,232.13 $2,288.15
$23.42 $25.42 $26.00 $26.61 $27.29 $27.90 $28.60
Range 26 $48,657.12 $52,783.59 $53,997.26 $55,365.40 $56,623.20 $58,013.41 $59,469.81
$1,871.43 $2,030.14 $2,076.82 $2,129.44 $2,177.82 $2,231.28 $2,287.30
$23.39 $25.38 $25.96 $26.62 $27.22 $27.89 $28.59
Range 26CP* $49,892.85 $54,019.33 $55,387.47 $56,711.47 $58,057.54 $59,425.68 $60,904.15
$1,918.96 $2,077.67 $2,130.29 $2,181.21 $2,232.98 $2,285.60 $2,342.47
$23.99 $25.97 $26.63 $27.27 $27.91 $28.57 $29.28
Range 27 $49,959.05 $53,997.26 $55,365.40 $56,623.20 $58,013.41 $59,536.01 $61,014.48
$1,921.50 $2,076.82 $2,129.44 $2,177.82 $2,231.28 $2,289.85 $2,346.71
$24.02 $25.96 $26.62 $27.22 $27.89 $28.62 $29.33
Range 27CP* $51,216.86 $55,387.47 $56,711.47 $58,057.54 $59,425.68 $61,102.75 $62,628.80
$1,969.88 $2,130.29 $2,181.21 $2,232.98 $2,285.60 $2,350.11 $2,408.80
$24.62 $26.63 $27.27 $27.91 $28.57 $29.38 $30.11
140
AFSCME Wages Effective 3/25/13
NOTE: Yearly salary rates are based on 2,080 hours worked.
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 28 $51,084.46 $55,365.40 $56,623.20 $58,013.41 $59,536.01 $61,058.61 $62,581.22
$1,964.79 $2,129.44 $2,177.82 $2,231.28 $2,289.85 $2,348.41 $2,406.97
$24.56 $26.62 $27.22 $27.89 $28.62 $29.36 $30.09
Range 28CP* $52,364.33 $56,711.47 $58,057.54 $59,425.68 $61,102.75 $62,537.08 $64,103.82
$2,014.01 $2,181.21 $2,232.98 $2,285.60 $2,350.11 $2,405.27 $2,465.53
$25.18 $27.27 $27.91 $28.57 $29.38 $30.07 $30.82
Range 29 $52,364.33 $56,623.20 $58,013.41 $59,536.01 $61,058.61 $62,581.22 $64,147.96
$2,014.01 $2,177.82 $2,231.28 $2,289.85 $2,348.41 $2,406.97 $2,467.23
$25.18 $27.22 $27.89 $28.62 $29.36 $30.09 $30.84
Range 29CP* $53,688.33 $58,013.41 $59,536.01 $61,058.61 $62,581.22 $64,147.96
$2,064.94 $2,231.28 $2,289.85 $2,348.41 $2,406.97 $2,467.23
$25.81 $27.89 $28.62 $29.36 $30.09 $30.84
Range 30 $53,688.33 $58,013.41 $59,536.01 $61,058.61 $62,581.22 $64,147.96 $65,748.80
$2,064.94 $2,231.28 $2,289.85 $2,348.41 $2,406.97 $2,467.23 $2,528.80
$25.81 $27.89 $28.62 $29.36 $30.09 $30.84 $31.61
Range 30CP* $55,034.40 $59,536.01 $61,058.61 $62,581.22 $64,147.96 $65,758.83
$2,116.71 $2,289.85 $2,348.41 $2,406.97 $2,467.23 $2,529.19
$26.46 $28.62 $29.36 $30.09 $30.84 $31.61
Range 31 $55,034.40 $59,536.01 $61,058.61 $62,581.22 $64,147.96 $65,758.83 $67,391.76
$2,116.71 $2,289.85 $2,348.41 $2,406.97 $2,467.23 $2,529.19 $2,591.99
$26.46 $28.62 $29.36 $30.09 $30.84 $31.61 $32.40
Range 31CP* $56,402.54 $61,058.61 $62,581.22 $64,147.96 $65,758.83 $67,391.76 $69,068.83
$2,169.33 $2,348.41 $2,406.97 $2,467.23 $2,529.19 $2,591.99 $2,656.49
$27.12 $29.36 $30.09 $30.84 $31.61 $32.40 $33.21
141
AFSCME Wages Effective 3/25/13
NOTE: Yearly salary rates are based on 2,080 hours worked.
Step 1 Step 2 Step3 Step 4 Step 5 Step 6 Step 7
Range 32 $56,402.54 $61,058.61 $62,581.22 $64,147.96 $65,758.83 $67,391.76 $69,068.83
$2,169.33 $2,348.41 $2,406.97 $2,467.23 $2,529.19 $2,591.99 $2,656.49
$27.12 $29.36 $30.09 $30.84 $31.61 $32.40 $33.21
Range 32CP* $57,814.81 $62,581.22 $64,147.96 $65,758.83 $67,391.76 $69,068.83
$2,223.65 $2,406.97 $2,467.23 $2,529.19 $2,591.99 $2,656.49
$27.80 $30.09 $30.84 $31.61 $32.40 $33.21
Range 33 $57,814.81 $62,581.22 $64,147.96 $65,758.83 $67,391.76 $69,068.83 $70,790.04
$2,223.65 $2,406.97 $2,467.23 $2,529.19 $2,591.99 $2,656.49 $2,722.69
$27.80 $30.09 $30.84 $31.61 $32.40 $33.21 $34.03
Range 33CP* $59,271.21 $64,147.96 $65,758.83 $67,391.76 $69,068.83 $70,790.04 $72,555.38
$2,279.66 $2,467.23 $2,529.19 $2,591.99 $2,656.49 $2,722.69 $2,790.59
$28.50 $30.84 $31.61 $32.40 $33.21 $34.03 $34.88
Notes: 1. Wage increases are applied to step 1 and differentials are maintained across all steps.
142
AFSCME Wages Effective 1/1/2014
NOTE: Yearly salary rates are based on 2,080 hours worked.
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
Range 5 $30,076.80 $33,716.80 $34,382.40 $35,152.00 $35,776.00 $36,545.60
$1,156.80 $1,296.80 $1,322.40 $1,352.00 $1,376.00 $1,405.60
$14.46 $16.21 $16.53 $16.90 $17.20 $17.57
Range 6 $30,846.40 $34,403.20 $35,172.80 $35,796.80 $36,566.40 $37,294.40
$1,186.40 $1,323.20 $1,352.80 $1,376.80 $1,406.40 $1,434.40
$14.83 $16.54 $16.91 $17.21 $17.58 $17.93
Range 7 $31,491.20 $35,172.80 $35,796.80 $36,566.40 $37,294.40 $38,147.20
$1,211.20 $1,352.80 $1,376.80 $1,406.40 $1,434.40 $1,467.20
$15.14 $16.91 $17.21 $17.58 $17.93 $18.34
Range 7CP* $32,260.80 $36,004.80 $36,712.00 $37;460.80 $38,230.40 $39,124.80
$1,240.80 $1,384.80 $1,412.00 $1,440.80 $1,470.40 $1,504.80
$15.51 $17.31 $17.65 $18.01 $18.38 $18.81
Range 8 $32,260.80 $35,796.80 $36,566.40 $37,294.40 $38,147.20 $38,875.20
$1,240.80 $1,376.80 $1,406.40 $1,434.40 $1,467.20 $1,495.20
$15.51 $17.21 $17.58 $17.93 $18.34 $18.69
Range 8.5 $32,448.00 $35,921.60 $36,712.00 $37,523.20 $38,376.00 $39,062.40
$1,248.00 $1,381.60 $1,412.00 $1,443.20 $1,476.00 $1,502.40
$15.60 $17.27 $17.65 $18.04 $18.45 $18.78
Range 8CP* $33,092.80 $36,732.80 $37,481.60 $38,251.20 $39,145.60 $39,852.80
$1,272.80 $1,412.80 $1,441.60 $1,471.20 $1,505.60 $1,532.80
$15.91 $17.66 $18.02 $18.39 $18.82 $19.16
143
AFSCME Wages Effective 1/1/2014
NOTE: Yearly salary rates are based on 2,080 hours worked.
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 9 $33,051.20 $36,587.20 $37,315.20 $38,168.00 $38,896.00 $39,832.00
$1,271.20 $1,407.20 $1,435.20 $1,468.00 $1,496.00 $1,532.00
$15.89 $17.59 $17.94 $18.35 $18.70 $19.15
Range 9.5 $33,238.40 $36,732.80 $37,544.00 $38,396.80 $39,083.20 $39,956.80
$1,278.40 $1,412.80 $1,444.00 $1,476.80 $1,503.20 $1,536.80
$15.98 $17.66 $18.05 $18.46 $18.79 $19.21
Range 9CP* $33,904.00 $37,481.60 $38,251.20 $39,145.60 $39,852.80 $40,809.60
$1,304.00 $1,441.60 $1,471.20 $1,505.60 $1,532.80 $1,569.60
$16.30 $18.02 $18.39 $18.82 $19.16 $19.62
Range 10 $33,716.80 $37,315.20 $38,168.00 $38,896.00 $39,832.00 $40,622.40
$1,296.80 $1,435.20 $1,468.00 $1,496.00 $1,532.00 $1,562.40
$16.21 $17.94 $18.35 $18.70 $19.15 $19.53
Range 11 $34,465.60 $38,168.00 $38,896.00 $39,832.00 $40,622.40 $41,537.60
$1,325.60 $1,468.00 $1,496.00 $1,532.00 $1,562.40 $1,597.60
$16.57 $18.35 $18.70 $19.15 $19.53 $19.97
Range 12 $35,380.80 $38,916.80 $39,852.80 $40,643.20 $41,558.40 $42,494.40
$1,360.80 $1,496.80 $1,532.80 $1,563.20 $1,598.40 $1,634.40
$17.01 $18.71 $19.16 $19.54 $19.98 $20.43
Range 12CP* $36,254.40 $39,873.60 $40,830.40 $41,641.60 $42,619.20 $43,534.40
$1,394.40 $1,533.60 $1,570.40 $1,601.60 $1,639.20 $1,674.40
$17.43 $19.17 $19.63 $20.02 $20.49 $20.93
144
AFSCME Wages Effective 1/1/2014 NOTE: Yearly salary rates are based on 2,080 hours worked.
Step 1 Step 2 Step 3 Step4 StepS Step6 Step 7
Range 13 $36,171.20 $39,852.80 $40,643.20 $41,558.40 $42,494.40 $43,388.80
$1,391.20 $1,532.80 $1,563.20 $1,598.40 $1,634.40 $1,668.80
$17.39 $19.16 $19.54 $19.98 $20.43 $20.86
Range 13CP* $37,044.80 $40,851.20 $41,662.40 $42,640.00 $43,555.20 $44,470.40
$1,424.80 $1,571.20 $1,602.40 $1,640.00 $1,675.20 $1,710.40
$17.81 $19.64 $20.03 $20.50 $20.94 $21.38
Range 14 $37,024.00 $40,664.00 $41,579.20 $42,515.20 $43,409.60 $44,387.20
$1,424.00 $1,564.00 $1,599.20 $1,635.20 $1,669.60 $1,707.20
$17.80 $19.55 $19.99 $20.44 $20.87 $21.34
Range 14CP* $37,960.00 $41,662.40 $42,640.00 $43,555.20 $44,470.40 $45,448.00
$1,460.00 $1,602.40 $1,640.00 $1,675.20 $1,710.40 $1,748.00
$18.25 $20.03 $20.50 $20.94 $21.38 $21.85
Range 15 $37,793.60 $41,579.20 $42,515.20 $43,409.60 $44,387.20 $45,364.80
$1,453.60 $1,599.20 $1,635.20 $1,669.60 $1,707.20 $1,744.80
$18.17 $19.99 $20.44 $20.87 $21.34 $21.81
Range 16 $38,729.60 $42,515.20 $43,409.60 $44,387.20 $45,364.80 $46,425.60
$1,489.60 $1,635.20 $1,669.60 $1,707.20 $1,744.80 $1,785.60
$18.62 $20.44 $20.87 $21.34 $21.81 $22.32
Range 16CP* $39,665.60 $43,576.00 $44,491.20 $45,468.80 $46,488.00 $47,590.40
$1,525.60 $1,676.00 $1,711.20 $1,748.80 $1,788.00 $1,830.40
$19.07 $20.95 $21.39 $21.86 $22.35 $22.88
145
AFSCME Wages Effective 1/1/2014
NOTE: Yearly salary rates are based on 2,080 hours worked.
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 17 $39,665.60 $43,430.40 $44,408.00 $45,385.60 $46,446.40 $47,569.60
$1,525.60 $1,670.40 $1,708.00 $1,745.60 $1,786.40 $1,829.60
$19.07 $20.88 $21.35 $21.82 $22.33 $22.87
Range 17.5 $37,315.20 $42,785.60 $43,950.40 $45,177.60 $46,488.00 $47,840.00
$1,435.20 $1,645.60 $1,690.40 $1,737.60 $1,788.00 $1,840.00
$17.94 $20.57 $21.13 $21.72 $22.35 $23.00
Range 17CP* $40,664.00 $44,491.20 $45,468.80 $46,488.00 $47,590.40 $48,713.60
$1,564.00 $1,711.20 $1,748.80 $1,788.00 $1,830.40 $1,873.60
$19.55 $21.39 $21.86 $22.35 $22.88 $23.42
Range 18 $40,601.60 $44,408.00 $45,385.60 $46,446.40 $47,569.60 $48,672.00
$1,561.60 $1,708.00 $1,745.60 $1,786.40 $1,829.60 $1,872.00
$19.52 $21.35 $21.82 $22.33 $22.87 $23.40
Range 18.5 $38,355.20 $43,929.60 $45,156.80 $46,467.20 $47,819.20 $49,025.60
$1,475.20 $1,689.60 $1,736.80 $1,787.20 $1,839.20 $1,885.60
$18.44 $21.12 $21.71 $22.34 $22.99 $23.57
Range 18CP* $41,620.80 $45,489.60 $46,508;80 $47,611.20 $48,734.40 $49,836.80
$1,600.80 $1,749.60 $1,788.80 $1,831.20 $1,874.40 $1,916.80
$20.01 $21.87 $22.36 $22.89 . $23.43 $23.96
Range 19 $41,579.20 $45,385.60 $46,446.40 $47,569.60 $48,672.00 $49,670.40
$1,599.20 $1,745.60 $1,786.40 $1,829.60 $1,872.00 $1,910.40
$19.99 $21.82 $22.33 $22.87 $23.40 $23.88
146
AFSCME Wages Effective 1/1/2014
NOTE: Yearly salary rates are based on 2,080 hours worked.
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
Range 19CP* $42,640.00 $46,508.80 $47,611.20 $48,734.40 $49,836.80 $50,939.20
$1,640.00 $1,788.80 $1,831.20 $1,874.40 $1,916.80 $1,959.20
$20.50 $22.36 $22.89 $23.43 $23.96 $24.49
Range 20 $42,536.00 $46,446.40 $47,569.60 $48,672.00 $49,670.40 $50,793.60 $52,062.40
$1,636.00 $1,786.40 $1,829.60 $1,872.00 $1,910.40 $1,953.60 $2,002.40
$20.45 $22.33 $22.87 $23.40 $23.88 $24.42 $25.03
Range 20.5 $40,601.60 $46,446.40 $47,798.40 $49,004.80 $50,398.40 $51,688.00
$1,561.60 $1,786.40 $1,838.40 $1,884.80 $1,938.40 $1,988.00
$19.52 $22.33 $22.98 $23.56 $24.23 $24.85
Range 20CP* $43,596.80 $47,632.00 $48,755.20 $49,857.60 $50,960.00 $52,041.60
$1,676.80 $1,832.00 $1,875.20 $1,917.60 $1,960.00 $2,001.60
$20.96 $22.90 $23.44 $23.97 $24.50 $25.02
Range 21 $43,596.80 $47,590.40 $48,692.80 $49,691.20 $50,814.40 $52,104.00 $53,414.40
$1,676.80 $1,830.40 $1,872.80 $1,911.20 $1,954.40 $2,004.00 $2,054.40
$20.96 $22.88 $23.41 $23.89 $24.43 $25.05 $25.68
Range 21.5 $41,849.60 $47,881.60 $49,129.60 $50,502.40 $51,979.20 $53,352.00
$1,609.60 $1,841.60 $1,889.60 $1,942.40 $1,999.20 $2,052.00
$20.12 $23.02 $23.62 $24.28 $24.99 $25.65
Range 21CP* $44,636.80 $48,734.40 $49,836.80 $50,939.20 $52,020.80 $53,435.20
$1,716.80 $1,874.40 $1,916.80 $1,959.20 $2,000.80 $2,055.20
$21.46 $23.43 $23.96 $24.49 $25.01 $25.69
147
AFSCME Wages Effective 1/1/2014 NOTE: Yearly salary rates are based on 2,080 hours worked.
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
Range 22 $44,657.60 $48,672.00 $49,670.40 $50,793.60 $52,083.20 $53,331.20 $54,662.40
$1,717.60 $1,872.00 $1,910.40 $1,953.60 $2,003.20 $2,051.20 $2,102.40
$21.47 $23.40 $23.88 $24.42 $25.04 $25.64 $26.28
Range 22CP* $45,801.60 $49,878.40 $50,960.00 $52,083.20 $53,456.00 $54,579.20
$1,761.60 $1,918.40 $1,960.00 $2,003.20 $2,056.00 $2,099.20
$22.02 $23.98 $24.50 $25.04 $25.70 $26.24
Range 23 $45,760.00 $49,670.40 $50,793.60 $52,083.20 $53,331.20 $54,558.40 $55,931.20
$1,760.00 $1,910.40 $1,953.60 $2,003.20 $2,051.20 $2,098.40 $2,151.20
$22.00 $23.88 $24.42 $25.04 $25.64 $26.23 $26.89
Range 23CP* $46,862.40 $50,960.00 $52,041.60 $53,456.00 $54,537.60 $55,931.20
$1,802.40 $1,960.00 $2,001.60 $2,056.00 $2,097.60 $2,151.20
$22.53 $24.50 $25.02 $25.70 $26.22 $26.89
Range 24 $46,862.40 $50,793.60 $52,083.20 $53,331.20 $54,558.40 $55,952.00 $57,366.40
$1,802.40 $1,953.60 $2,003.20 $2,051.20 $2,098.40 $2,152.00 $2,206.40
$22.53 $24.42 $25.04 $25.64 $26.23 $26.90 $27.58
Range 24.5 $44,075.20 $50,481.60 $51,958.40 $53,331.20 $54,683.20 $56,284.80
$1,695.20 $1,941.60 $1,998.40 $2,051.20 $2,103.20 $2,164.80
$21.19 $24.27 $24.98 $25.64 $26.29 $27.06
Range 24CP* $48,048.00 $52,062.40. $53,476.80 $54,558.40 $55,952.00 $57,304.00
$1,848.00 $2,002.40 $2,056.80 $2,098.40 $2,152.00 $2,204.00
$23.10 $25.03 $25.71 $26.23 $26.90 $27.55
148
AFSCME Wages Effective 1/1/2014 NOTE: Yearly salary rates are based on 2,080 hours worked.
Step 1 Step 2 Step 3 Step 4 Step 5 Step6 Step 7
Range 24.5CP* $45,219.20 $51,750.40 $53,331.20 $54,558.40 $56,076.80 $57,699.20
$1,739.20 $1,990.40 $2,051.20 $2,098.40 $2,156.80 $2,219.20
$21.74 $24.88 $25.64 $26.23 $26.96 $27.74
Range 25 $48,027.20 $52,083.20 $53,331.20 $54,558.40 $55,952.00 $57,220.80 $58,656.00
$1,847.20 $2,003.20 $2,051.20 $2,098.40 $2,152.00 $2,200.80 $2,256.00
$23.09 $25.04 $25.64 $26.23 $26.90 $27.51 $28.20
Range 25CP* $49,192.00 $53,393.60 $54,620.80 $55,910.40 $57,345.60 $58,635.20 $60,112.00
$1,892.00 $2,053.60 $2,100.80 $2,150.40 $2,205.60 $2,255.20 $2,312.00
$23.65 $25.67 $26.26 $26.88 $27.57 $28.19 $28.90
Range 26 $49,129.60 $53,310.40 $54,537.60 $55,931.20 $57,200.00 $58,614.40 $60,091.20
$1,889.60 $2,050.40 $2,097.60 $2,151.20 $2,200.00 $2,254.40 $2,311.20
$23.62 $25.63 $26.22 $26.89 $27.50 $28.18 $28.89
Range 26CP* $50,398.40 $54,558.40 $55,952.00 $57,304.00 $58,656.00 $60,049.60 $61,547.20
$1,938.40 $2,098.40 $2,152.00 $2,204.00 $2,256.00 $2,309.60 $2,367.20
$24.23 $26.23 $26.90 $27.55 $28.20 $28.87 $29.59
Range 27 $50,460.80 $54,537.60 $55,931.20 $57,200.00 $58,614.40 $60,153.60 $61,651.20
$1,940.80 $2,097.60 $2,151.20 $2,200.00 $2,254.40 $2,313.60 $2,371.20
$24.26 $26.22 $26.89 $27.50 $28.18 $28.92 $29.64
Range 27CP* $51,729.60 $55,952.00 $57,304.00 $58,656.00 $60,049.60 $61,755.20 $63,294.40
$1,989.60 $2,152.00 $2,204.00 $2,256.00 $2,309.60 $2,375.20 $2,434.40
$24.87 $26.90 $27.55 $28.20 $28.87 $29.69 $30.43
149
AFSCME Wages Effective 1/1/2014
NOTE: Yearly salary rates are based on 2,080 hours worked.
Step 1 Step 2 Step3 Step4 Step 5 ·Step 6 Step 7
Range 28 $51,604.80 $55,931.20 $57,200.00 $58,614.40 $60,153.60 $61,713.60 $63,252.80
$1,984.80 $2,151.20 $2,200.00 $2,254.40 $2,313.60 $2,373.60 $2,432.80
$24.81 $26.89 $27.50 $28.18 $28.92 $29.67 $30.41
Range 28CP* $52,894.40 $57,283.20 $58,635.20 $60,028.80 $61,734.40 $63,190.40 $64,771.20
$2,034.40 $2,203.20 $2,255.20 $2,308.80 $2,374.40 $2,430.40 $2,491.20
$25.43 $27.54 $28.19 $28.86 $29.68 $30.38 $31.14
Range 29 $52,894.40 $57,179.20 $58,593.60 $60,132.80 $61,692.80 $63,232.00 $64,812.80
$2,034.40 $2,199.20 $2,253.60 $2,312.80 $2,372.80 $2,432.00 $2,492.80
$25.43 $27.49 $2$.17 $28.91 $29.66 $30.40 $31.16
Range 29CP* $54,225.60 $58,593.60 $60,132.80 $61,692.80 $63,232.00 $64,812.80
$2,085.60 $2,253.60 $2,312.80 $2,372.80 $2,432.00 $2,492.80
$26.07 $28.17 $28.91 $29.66 $30.40 $31.16
Range 30 $54,225.60 $58,593.60 $60,132.80 $61,692.80 $63,232.00 $64,812.80 $66,435.20
$2,085.60 $2,253.60 $2,312.80 $2,372.80 $2,432.00 $2,492.80 $2,555.20
$26.07 $28.17 $28.91 $29.66 $30.40 $31.16 $31.94
Range 30CP* $55,577.60 $60,112.00 $61,672.00 $63,211.20 $64,792.00 $66,414.40
$2,137.60 $2,312.00 $2,372.00 $2,431.20 $2,492.00 $2,554.40
$26.72 $28.90 $29.65 $30.39 $31.15 $31.93
Range 31 $55,577.60 $60)12.00 $61,672.00 $63,211.20 $64,792.00 $66,414.40 $68,078.40
$2,137.60 $2,312.00 $2,372.00 $2,431.20 $2,492.00 $2,554.40 $2,618.40
$26.72 $28.90 $29.65 $30.39 $31.15 $31.93 $32.73
150
AFSCME Wages Effective 1/1/2014
NOTE: Yearly salary rates are based on 2,080 hours worked.
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
Range 31CP* $56,971.20 $61,672.00 $63,211.20 $64,792.00 $66,414.40 $68,078.40 $69,784.00
$2,191.20 $2,372.00 $2,431.20 $2,492.00 $2,554.40 $2,618.40 $2,684.00
$27.39 $29.65 $30.39 $31.15 $31.93 $32.73 $33.55
Range 32 $56,971.20 $61,672.00 $63,211.20 $64,792.00 $66,414.40 $68,078.40 $69,784.00
$2,191.20 $2,372.00 $2,431.20 $2,492.00 $2,554.40 $2,618.40 $2,684.00
$27.39 $29.65 $30.39 $31.15 $31.93 $32.73 $33.55
Range 32CP* $58,406.40 $63,211.20 $64,792.00 $66,414.40 $68,078.40 $69,784.00
$2,246.40 $2,431.20 $2,492.00 $2,554.40 $2,618.40 $2,684.00
$28.08 $30.39 $31.15 $31.93 $32.73 $33.55
Range 33 $58,406.40 $63,211.20 $64,792.00 $66,414.40 $68,078.40 $69,784.00 $71,510.40
$2,246.40 $2,431.20 $2,492.00 $2,554.40 $2,618.40 $2,684.00 $2,750.40
$28.08 $30.39 $31.15 $31.93 $32.73 $33.55 $34.38
Range 33CP* $59,883.20 $64,792.00 $66,414.40 $68,078.40 $69,784.00 $71,510.40 $73,299.20
$2,303.20 $2,492.00 $2,554.40 $2,618.40 $2,684.00 $2,750.40 $2,819.20
$28.79 $31.15 $31.93 $32.73 $33.55 $34.38 $35.24
Notes: 1. Wage increases are applied to step 1 and differentials are maintained across all steps.
151
AFSCME Wages Effective 7/1/2014 NOTE: Yearly salary rates are based on 2,080 hours worked.
Step 1 Step 2 Step 3 Step4 Step 5 Step6 Step 7
Range 5 $30,222.40 $33,883.20 $34,548.80 $35,339.20 $35,963.20 $36,753.60
$1,162.40 $1,303.20 $1,328.80 $1,359.20 $1,383.20 $1,413.60
$14.53 $16.29 $16.61 $16.99 $17.29 $17.67
Range 6 $30,992.00 $34,548.80 $35,339.20 $35,963.20 $36,753.60 $37,502.40
$1,192.00 $1,328.80 $1,359.20 $1,383.20 $1,413.60 $1,442.40
$14.90 $16.61 $16.99 $17.29 $17.67 $18.03
Range 7 $31,657.60 $35,360.00 $35,984.00 $36,774.40 $37,523.20 $38,396.80
$1,217.60 $1,360.00 $1,384.00 $1,414.40 $1,443.20 $1,476.80
. $15.22 $17.00 $17.30 $17.68 $18.04 $18.46
Range 7CP* $32,427.20 $36,192.00 $36,899.20 $37,668.80 $38,438.40 $39,353.60
$1,247.20 $1,392.00 $1,419.20 $1,448.80 $1,478.40 $1,513.60
$15.59 $17.40 $17.74 $18.11 $18.48 $18.92
Range 8 $32,427.20 $35,984.00 $36,774.40 $37,523.20 $38,396.80 $39,145.60
$1,247.20 $1,384.00 $1,414.40 $1,443.20 $1,476.80 $1,505.60
$15.59 $17.30 $17.68 $18.04 $18.46 $18.82
Range 8.5 $32,614.40 $36,088.00 $36,899.20 $37,731.20 $38,604.80 $39,312.00
$1,254.40 $1,388.00 $1,419.20 $1,451.20 $1,484.80 $1,512.00
$15.68 $17.35 $17.74 $18.14 $18.56 $18.90
Range 8CP* $33,259.20 $36,920.00 $37,689.60 $38,480.00 $39,395.20 $40,102.40
$1,279.20 $1,420.00 $1,449.60 $1,480.00 $1,515.20 $1,542.40
$15.99 $17.75 $18.12 $18.50 $18.94 $19.28
152
AFSCME Wages Effective 7/1/2014 NOTE: Yearly salary rates are based on 2,080 hours worked.
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 9 $33,217.60 $36,774.40 $37,523.20 $38,396.80 $39,145.60 $40,102.40
$1,277.60 $1,414.40 $1,443.20 $1,476.80 $1,505.60 $1,542.40
$15.97 $17.68 $18.04 $18.46 $18.82 $19.28
Range 9.5 $33,404.80 $36,899.20 $37,731.20 $38,604.80 $39,312.00 $40,206.40
$1,284.80 $1,419.20 $1,451.20 $1,484.80 $1,512.00 $1,546.40
$16.06 $17.74 $18.14 $18.56 $18.90 $19.33
Range 9CP* $34,070.40 $37,648.00 $38,417.60 $39,332.80 $40,040.00 $41,017.60
$1,310.40 $1,448.00 $1,477.60 $1,512.80 $1,540.00 $1,577.60
$16.38 $18.10 $18.47 $18.91 $19.25 $19.72
Range 10 $33,883.20 $37,481.60 $38,355.20 $39,104.00 $40,060.80 $40,872.00
$1,303.20 $1,441.60 $1,475.20 $1,504.00 $1,540.80 $1,572.00
$16.29 $18.02 $18.44 $18.80 $19.26 $19.65
Range 11 $34,632.00 $38,355.20 $39,104.00 $40,060.80 $40,872.00 $41,808.00
$1,332.00 $1,475.20 $1,504.00 $1,540.80 $1,572.00 $1,608.00
$16.65 $18.44 $18.80 $19.26 $19.65 $20.10
Range 12 $35,568.00 $39,124.80 $40,081.60 $40,892.80 $41,828.80 $42,785.60
$1,368.00 $1,504.80 $1,541.60 $1,572.80 $1,608.80 $1,645.60
$17.10 $18.81 $19.27 $19.66 $20.11 $20.57
Range 12CP* $36,441.60 $40,081.60 $41,059.20 $41,891.20 $42,889.60 $43,825.60
$1,401.60 $1,541.60 $1,579.20 $1,611.20 $1,649.60 $1,685.60
$17.52 $19.27 $19.74 $20.14 $20.62 $21.07
153
AFSCME Wages Effective 7/1/2014 NOTE: Yearly salary rates are based on 2,080 hours worked.
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 13 $36,358.40 $40,060.80 $40,872.00 $41,808.00 $42,764.80 $43,680.00
$1,398.40 $1,540.80 $1,572.00 $1,608.00 $1,644.80 $1,680.00
$17.48 $19.26 $19.65 $20.10 $20.56 $21.00
Range 13CP* $37,232.00 $41,059.20 $41,891.20 $42,889.60 $43,825.60 $44,761.60
$1,432.00 $1,579.20 $1,611.20 $1,649.60 $1,685.60 $1,721.60
$17.90 $19.74 $20.14 $20.62 $21.07 $21.52
Range 14 $37,211.20 $40,872.00 $41,808.00 $42,764.80 $43,680.00 $44,678.40
$1,431.20 $1,572.00 $1,608.00 $1,644.80 $1,680.00 $1,718.40
$17.89 $19.65 $20.10 $20.56 $21.00 $21.48
Range 14CP* $38,147.20 $41,870.40 $42,868.80 $43,804.80 $44,740.80 $45,739.20
$1,467.20 $1,610.40 $1,648.80 $1,684.80 $1,720.80 $1,759.20
$18.34 $20.13 $20.61 $21.06 $21.51 $21.99
Range 15 $37,980.80 $41,787.20 $42,744.00 $43,659.20 $44,657.60 $45,635.20
$1,460.80 $1,607.20 $1,644.00 $1,679.20 $1,717.60 $1,755.20
$18.26 $20.09 $20.55 $20.99 $21.47 $21.94
Range 16 $38,916.80 $42,723.20 $43,638.40 $44,636.80 $45,614.40 $46,696.00
$1,496.80 $1,643.20 $1,678.40 $1,716.80 $1,754.40 $1,796.00
$18.71 $20.54 $20.98 $21.46 $21.93 $22.45
Range 16CP* $39,873.60 $43,804.80 $44,740.80 $45,739.20 $46,779.20 $47,902.40
$1,533.60 $1,684.80 $1,720.80 $1,759.20 $1,799.20 $1,842.40
$19.17 $21.06 $21.51 $21.99 $22.49 $23.03
154
AFSCME Wages Effective 7/1/2014 NOTE: Yearly salary rates are based on 2,080 hours worked.
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
Range 17 $39,873.60 $43,659.20 $44,657.60 $45,635.20 $46,716.80 $47,860.80
$1,533.60 $1,679.20 $1,717.60 $1,755.20 $1,796.80 $1,840.80
$19.17 $20.99 $21.47 $21.94 $22.46 $23.01
Range 17.5 $37,502.40 $42,993.60 $44,158.40 $45,385.60 $46,696.00 $48,048.00
$1,442.40 $1,653.60 $1,698.40 $1,745.60 $1,796.00 $1,848.00
$18.03 $20.67 $21.23 $21.82 $22.45 $23.10
Range 17CP* $40,872.00 $44,720.00 $45,718.40 $46,758.40 $47,881.60 $49,004.80
$1,572.00 $1,720.00 $1,758.40 $1,798.40 $1,841.60 $1,884.80
$19.65 $21.50 $21.98 $22.48 $23.02 $23.56
Range 18 $40,809.60 $44,636.80 $45,614.40 $46,696.00 $47,840.00 $48,942.40
$1,569.60 $1,716.80 $1,754.40 $1,796.00 $1,840.00 $1,882.40
$19.62 $21.46 $21.93 $22.45 $23.00 $23.53
Range 18.5 $38,542.40 $44,137.60 $45,364.80 $46,675.20 $48,027.20 $49,233.60
$1,482.40 $1,697.60 $1,744.80 $1,795.20 $1,847.20 $1,893.60
$18.53 $21.22 $21.81 $22.44 $23.09 $23.67
Range 18CP* $41,828.80 $45,718.40 $46,758.40 $47,881.60 $49,004.80 $50,128.00
$1,608.80 $1,758.40 $1,798.40 $1,841.60 $1,884.80 $1,928.00
$20.11 $21.98 $22.48 $23.02 $23.56 $24.10
Range 19 $41,787.20 $45,614.40 $46,696.00 $47,840.00 $48,942.40 $49,940.80
$1,607.20 $1,754.40 $1,796.00 $1,840.00 $1,882.40 $1,920.80
$20.09 $21.93 $22.45 $23.00 $23.53 $24.01
155
AFSCME Wages Effective 7/1/2014 NOTE: Yearly salary rates are based on 2,080 hours worked.
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 19CP* $42,848.00 $46,737.60 $47,860.80 $48,984.00 $50,107.20 $51,230.40
$1,648.00 $1,797.60 $1,840.80 $1,884.00 $1,927.20 $1,970.40
$20.60 $22.47 $23.01 $23.55 $24.09 $24.63
Range 20 $42,744.00 $46,675.20 $47,819.20 $48,921.60 $49,920.00 $51,064.00 $52,332.80
$1,644.00 $1,795.20 $1,839.20 $1,881.60 $1,920.00 $1,964.00 $2,012.80
$20.55 $22.44 $22.99 $23.52 $24.00 $24.55 $25.16
Range 20.5 $40,809.60 $46,675.20 $48,027.20 $49,233.60 $50,627.20 $51,916.80
$1,569.60 $1,795.20 $1,847.20 $1,893.60 $1,947.20 z,$1,996.80
$19.62 $22.44 $23.09 $23.67 $24.34 $24.96
Range 20CP* $43,804.80 $47,860.80 $48,984.00 $50,107.20 $51,230.40 $52,332.80
$1,684.80 $1,840.80 $1,884.00 $1,927.20 $1,970.40 $2,012.80
$21.06 $23.01 $23.55 $24.09 $24.63 $25.16
Range 21 $43,804.80 $47,819.20 $48,921.60 $49,920.00 $51,064.00 $52,353.60 $53,664.00
$1,684.80 $1,839.20 $1,881.60 $1,920.00 $1,964.00 $2,013.60 $2,064.00
$21.06 $22.99 $23.52 $24.00 $24.55 $25.17 $25.80
Range 21.5 $42,057.60 $48,110.40 $49,358.40 $50,731.20 $52,208.00 $53,580.80
$1,617.60 $1,850.40 $1,898.40 $1,951.20 $2,008.00 $2,060.80
$20.22 $23.13 $23.73 $24.39 $25.10 $25.76
Range 21CP* $44,865.60 $48,984.00 $50,107.20 $51,230.40 $52,332.80 $53,747.20
$1,725.60 $1,884.00 $1,927.20 $1,970.40 $2,012.80 $2,067.20
$21.57 $23.55 $24.09 $24.63 $25.16 $25.84
156
AFSCME Wages Effective 7/1/2014 NOTE: Yearly salary rates are based on 2,080 hours worked.
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 22 $44,886.40 $48,921.60 $49,920.00 $51,064.00 $52,353.60 $53,601.60 $54,932.80
$1,726.40 $1,881.60 $1,920.00 $1,964.00 $2,013.60 $2,061.60 $2,112.80
$21.58 $23.52 $24.00 $24.55 $25.17 $25.77 $26.41
Range 22CP* $46,030.40 $50,128.00 $51,209.60 $52,332.80 $53,705.60 $54,849.60
$1,770.40 $1,928.00 $1,969.60 $2,012.80 $2,065.60 $2,109.60
$22.13 $24.10 $24.62 $25.16 $25.82 $26.37
Range 23 $45,988.80 $49,920.00 $51,064.00 $52,353.60 $53,601.60 $54,828.80 $56,201.60
$1,768.80 $1,920.00 $1,964.00 $2,013.60 $2,061.60 $2,108.80 $2,161.60
$22.11 $24.00 $24.55 $25.17 $25.77 $26.36 $27.02
Range 23CP* $47,091.20 $51,209.60 $52,312.00 $53,726.40 $54,828.80 $56,222.40
$1,811.20 $1,969.60 $2,012.00 $2,066.40 $2,108.80 $2,162.40
$22.64 $24.62 $25.15 $25.83 $26.36 $27.03
Range 24 $47,091.20 $51,043.20 $52,332.80 $53,580.80 $54,808.00 $56,201.60 $57,616.00
$1,811.20 $1,963.20 $2,012.80 $2,060.80 $2,108.00 $2,161.60 $2,216.00
$22.64 $24.54 $25.16 $25.76 $26.35 $27.02 $27.70
Range 24.5 $44,304.00 $50,752.00 $52,228.80 $53,601.60 $54,953.60 $56,555.20
$1,704.00 $1,952.00 $2,008.80 $2,061.60 $2,113.60 $2,175.20
$21.30 $24.40 $25.11 $25.77 $26.42 $27.19
Range 24CP* $48,297.60 $52,332.80 $53,747.20 $54,849.60 $56,243.20 $57,595.20
$1,857.60 $2,012.80 $2,067.20 $2,109.60 $2,163.20 $2,215.20
$23.22 $25.16 $25.84 $26.37 $27.04 $27.69
157
AFSCME Wages Effective 7/1/2014 NOTE: Yearly salary rates are based on 2,080 hours worked.
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
Range 24.5CP* $45,448.00 $52,020.80 $53,601.60 $54,849.60 $56,368.00 $57,990.40
$1,748.00 $2,000.80 $2,061.60 $2,109.60 $2,168.00 $2,230.40
$21.85 $25.01 $25.77 $26.37 $27.10 $27.88
Range 25 $48,276.80 $52,353.60 $53,601.60 $54,828.80 $56,222.40 $57,491.20 $58,926.40
$1,856.80 $2,013.60 $2,061.60 $2,108.80 $2,162.40 $2,211.20 $2,266.40
$23.21 $25.17 $25.77 $26.36 $27.03 $27.64 $28.33
Range 25CP* $49,441.60 $53,664.00 $54,891.20 $56,180.80 $57,616.00 $58,905.60 $60,382.40
$1,901.60 $2,064.00 $2,111.20 $2,160.80 $2,216.00 $2,265.60 $2,322.40
$23.77 $25.80 $26.39 $27.01 $27.70 $28.32 $29.03
Range 26 $49,379.20 $53,580.80 $54,808.00 $56,201.60 $57,470.40 $58,884.80 $60,361.60
$1,899.20 $2,060.80 $2,108.00 $2,161.60 $2,210.40 $2,264.80 $2,321.60
$23.74 $25.76 $26.35 $27.02 $27.63 $28.31 $29.02
Range 26CP* $50,648.00 $54,828.80 $56,222.40 $57,574.40 $58,926.40 $60,320.00 $61,817.60
$1,948.00 $2,108.80 $2,162.40 $2,214.40 $2,266.40 $2,320.00 $2,377.60
$24.35 $26.36 $27.03 $27.68 $28.33 $29.00 $29.72
Range 27 $50,710.40 $54,808.00 $56,201.60 $57,470.40 $58,884.80 $60,424.00 $61,921.60
$1,950.40 $2,108.00 $2,161.60 $2,210.40 $2,264.80 $2,324.00 $2,381.60
$24.38 $26.35 $27.02 $27.63 $28.31 $29.05 $29.77
Range 27CP* $51,979.20 $56,222.40 $57,574.40 $58,926.40 $60,320.00 $62,025.60 $63,564.80
$1,999.20 $2,162.40 $2,214.40 $2,266.40 $2,320.00 $2,385.60 $2,444.80
$24.99 $27.03 $27.68 $28.33 $29.00 $29.82 $30.56
158
AFSCME Wages Effective 7/1/2014 NOTE: Yearly salary rates are based on 2,080 hours worked.
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 28 $51,854.40 $56,201.60 $57,470.40 $58,884.80 $60,424.00 $61,984.00 $63,523.20
$1,994.40 $2,161.60 $2,210.40 $2,264.80 $2,324.00 $2,384.00 $2,443.20
$24.93 $27.02 $27.63 $28.31 $29.05 $29.80 $30.54
Range 28CP* $53,164.80 $57,574.40 $58,926.40 $60,320.00 $62,025.60 $63,481.60 $65,062.40
$2,044.80 $2,214.40 $2,266.40 $2,320.00 $2,385.60 $2,441.60 $2,502.40
$25.56 $27.68 $28.33 $29.00 $29.82 $30.52 $31.28
Range 29 $53,164.80 $57,470.40 $58,884.80 $60,424.00 $61,984.00 $63,523.20 $65,104.00
$2,044.80 $2,210.40 $2,264.80 $2,324.00 $2,384.00 $2,443.20 $2,504.00
$25.56 $27.63 $28.31 $29.05 $29.80 $30.54 $31.30
Range 29CP* $54,496.00 $58,884.80 $60,424.00 $61,984.00 $63,523.20 $65,104.00
$2,096.00 $2,264.80 $2,324.00 $2,384.00 $2,443.20 $2,504.00
$26.20 $28.31 $29.05 $29.80 $30.54 $31.30
Range 30 $54,496.00 $58,884.80 $60,424.00 $61,984.00 $63,523.20 $65,104.00 $66,726.40
$2,096.00 $2,264.80 $2,324.00 $2,384.00 $2,443.20 $2,504.00 $2,566.40
$26.20 $28.31 $29.05 $29.80 $30.54 $31.30 $32.08
Range 30CP* $55,848.00 $60,403.20 $61,963.20 $63,502.40 $65,083.20 $66,705.60
$2,148.00 $2,323.20 $2,383.20 $2,442.40 $2,503.20 $2,565.60
$26.85 $29.04 $29.79 $30.53 $31.29 $32.07
Range 31 $55,848.00 $60,403.20 $61,963.20 $63,502.40 $65,083.20 $66,705.60 $68,369.60
$2,148.00 $2,323.20 $2,383.20 $2,442.40 $2,503.20 $2,565.60 $2,629.60
$26.85 $29.04 $29.79 $30.53 $31.29 $32.07 $32.87
159
AFSCME Wages Effective 7/1/2014 NOTE: Yearly salary rates are based on 2,080 hours worked.
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
Range 31CP* $57,262.40 $61,984.00 $63,523.20 $65,104.00 $66,726.40 $68,390.40 $70,096.00
$2,202.40 $2,384.00 $2,443.20 $2,504.00 $2,566.40 $2,630.40 $2,696.00
$27.53 $29.80 $30.54 $31.30 $32.08 $32.88 $33.70
Range 32 $57,262.40 $61,984.00 $63,523.20 $65,104.00 $66,726.40 $68,390.40 $70,096.00
$2,202.40 $2,384.00 $2,443.20 $2,504.00 $2,566.40 $2,630.40 $2,696.00
$27.53 $29.80 $30.54 $31.30 $32.08 $32.88 $33.70
Range 32CP* $58,697.60 $63,544.00 $65,124.80 $66,747.20 $68,411.20 $70,116.80
$2,257.60 $2,444.00 $2,504.80 $2,567.20 $2,631.20 $2,696.80
$28.22 $30.55 $31.31 $32.09 $32.89 $33.71
Range 33 $58,697.60 $63,544.00 $65,124.80 $66,747.20 $68,411.20 $70,116.80 $71,843.20
$2,257.60 $2,444.00 $2,504.80 $2,567.20 $2,631.20 $2,696.80 $2,763.20
$28.22 $30.55 $31.31 $32.09 $32.89 $33.71 $34.54
Range 33CP* $60,174.40 $65,124.80 $66,747.20 $68,411.20 $70,116.80 $71,843.20 $73,632.00
$2,314.40 $2,504.80 $2,567.20 $2,631.20 $2,696.80 $2,763.20 $2,832.00
$28.93 $31.31 $32.09 $32.89 $33.71 $34.54 $35.40
160
AFSCME Wages Effective 1/1/2015 NOTE: Yearly salary rates are based on 2,080 hours worked.
**For employees hired before 01/01/2015 (employees hired after 01/01/2015 refer to the "New Hire Wage Scales")
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 5 $30,680.00 $34,382.40 $35,068.80 $35,859.20 $36,504.00 $37,294.40
$1,180.00 $1,322.40 $1,348.80 $1,379.20 $1,404.00 $1,434.40
$14.75 $16.53 $16.86 $17.24 $17.55 $17.93
Range 6 $31,449.60 $35,068.80 $35,859.20 $36,504.00 $37,294.40 $38,043.20
$1,209.60 $1,348.80 $1,379.20 $1,404.00 $1,434.40 $1,463.20
$15.12 $16.86 $17.24 $17.55 $17.93 $18.29
Range 7 $32,136.00 $35,880.00 $36,524.80 $37,315.20 $38,064.00 $38,937.60
$1,236.00 $1,380.00 $1,404.80 $1,435.20 $1,464.00 $1,497.60
$15.45 $17.25 $17.56 $17.94 $18.30 $18.72
Range 7CP* $32,905.60 $36,712.00 $37,440.00 $38,209.60 $39,000.00 $39,915.20
$1,265.60 $1,412.00 $1,440.00 $1,469.60 $1,500.00 $1,535.20
$15.82 $17.65 $18.00 $18.37 $18.75 $19.19
Range 8 $32,905.60 $36,504.00 $37,294.40 $38,043.20 $38,916.80 $39,665.60
$1,265.60 $1,404.00 $1,434.40 $1,463.20 $1,496.80 $1,525.60
$15.82 $17.55 $17.93 $18.29 $18.71 $19.07
Range 8.5 $33,113.60 $36,649.60 $37,460.80 $38,292.80 $39,166.40 $39,873.60
$1,273.60 $1,409.60 $1,440.80 $1,472.80 $1,506.40 $1,533.60
$15.92 $17.62 $18.01 $18.41 $18.83 $19.17
Range 8CP* $33,758.40 $37,460.80 $38,230.40 $39,020.80 $39,936.00 $40,664.00
$1,298.40 $1,440.80 $1,470.40 $1,500.80 $1,536.00 $1,564.00
$16.23 $18.01 $18.38 $18.76 $19.20 $19.55
161
AFSCME Wages Effective 1/1/2015 NOTE: Yearly salary rates are based on 2,080 hours worked.
**For employees hired before 01/01/2015 (employees hired after 01/01/2015 refer to the "New Hire Wage Scales")
Step 1 Step 2 Step 3 Step4 StepS Step 6 Step 7
Range 9 $33,716.80 $37,315.20 $38,064.00 $38,937.60 $39,686.40 $40,643.20
$1,296.80 $1,435.20 $1,464.00 $1,497.60 $1,526.40 $1,563.20
$16.21 $17.94 $18.30 $18.72 $19.08 $19.54
Range 9.5 $33,904.00 $37,460.80 $38,292.80 $39,166.40 $39,873.60 $40,768.00
$1,304.00 $1,440.80 $1,472.80 $1,506.40 $1,533.60 $1,568.00
$16.30 $18.01 $18.41 $18.83 $19.17 $19.60
Range 9CP* $34,590.40 $38,230.40 $39,020.80 $39,936.00 $40,664.00 $41,641.60
$1,330.40 $1,470.40 $1,500.80 $1,536.00 $1,564.00 $1,601.60
$16.63 $18.38 $18.76 $19.20 $19.55 $20.02
Range 10 $34,382.40 $38,043.20 $38,916.80 $39,665.60 $40,622.40 $41,433.60
$1,322.40 $1,463.20 $1,496.80 $1,525.60 $1,562.40 $1,593.60
$16.53 $18.29 $18.71 $19.07 $19.53 $19.92
Range 11 $35,152.00 $38,916.80 $39,665.60 $40,622.40 $41,433.60 $42,369.60
$1,352.00 $1,496.80 $1,525.60 $1,562.40 $1,593.60 $1,629.60
$16.90 $18.71 $19.07 $19.53 $19.92 $20.37
Range 12 $36,108.80 $39,707.20 $40,664.00 $41,475.20 $42,411.20 $43,368.00
$1,388.80 $1,527.20 $1,564.00 $1,595.20 $1,631.20 $1,668.00
$17.36 $19.09 $19.55 $19.94 $20.39 $20.85
Range 12CP* $36,982.40 $40,664.00 $41,641.60 $42,473.60 $43,472.00 $44,408.00
$1,422.40 $1,564.00 $1,601.60 $1,633.60 $1,672.00 $1,708.00
$17.78 $19.55 $20.02 $20.42 $20.90 $21.35
162
AFSCME Wages Effective 1/1/2015 NOTE: Yearly salary rates are based on 2,080 hours worked.
**For employees hired before 01/01/2015 (employees hired after 01/01/2015 refer to the "New Hire Wage Scales")
Step 1 Step 2 Step3 Step4 Step 5 Step 6 Step 7
Range 13 $36,899.20 $40,643.20 $41,454.40 $42,390.40 $43,347.20 $44,262.40
$1,419.20 $1,563.20 $1,594.40 $1,630.40 $1,667.20 $1,702.40
$17.74 $19.54 $19.93 $20.38 $20.84 $21.28
Range 13CP* $37,793.60 $41,683.20 $42,515.20 $43,513.60 $44,449.60 $45,385.60
$1,453.60 $1,603.20 $1,635.20 $1,673.60 $1,709.60 $1,745.60
$18.17 $20.04 $20.44 $20.92 $21.37 $21.82
Range 14 $37,772.80 $41,475.20 $42,411.20 $43,368.00 $44,283.20 $45,281.60
$1,452.80 $1,595.20 $1,631.20 $1,668.00 $1,703.20 $1,741.60
$18.16 $19.94 $20.39 $20.85 $21.29 $21.77
Range 14CP* $38,729.60 $42,494.40 $43,492.80 $44,428.80 $45,364.80 $46,363.20
$1,489.60 $1,634.40 $1,672.80 $1,708.80 $1,744.80 $1,783.20
$18.62 $20.43 $20.91 $21.36 $21.81 $22.29
Range 15 $38,542.40 $42,390.40 $43,347.20 $44,262.40 $45,260.80 $46,238.40
$1,482.40 $1,630.40 $1,667.20 $1,702.40 $1,740.80 $1,778.40
$18.53 $20.38 $20.84 $21.28 $21.76 $22.23
Range 16 $39,499.20 $43,347.20 $44,262.40 $45,260.80 $46,238.40 $47,320.00
$1,519.20 $1,667.20 $1,702.40 $1,740.80 $1,778.40 $1,820.00
$18.99 $20.84 $21.28 $21.76 $22.23 $22.75
Range 16CP* $40,476.80 $44,470.40 $45,406.40 $46,404.80 $47,444.80 $48,588.80
$1,556.80 $1,710.40 $1,746.40 $1,784.80 $1,824.80 $1,868.80
$19.46 $21.38 $21.83 $22.31 $22.81 $23.36
163
AFSCME Wages Effective 1/1/2015 NOTE: Yearly salary rates are based on 2,080 hours worked.
**For employees hired before 01/01/2015 (employees hired after 01/01/2015 refer to the "New Hire Wage Scales")
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 17 $40A76.80 $44,304.00 $45,302.40 $46,280.00 $47,382.40 $48,547.20
$1,556.80 $1,704.00 $1,742.40 $1,780.00 $1,822.40 $1,867.20
$19.46 $21.30 $21.78 $22.25 $22.78 $23.34
Range 17.5 $38,064.00 $43,638.40 $44,824.00 $46,072.00 $47,403.20 $48,776.00
$1A64.00 $1,678.40 $1,724.00 $1,772.00 $1,823.20 $1,876.00
$18.30 $20.98 $21.55 $22.15 $22.79 $23.45
Range 17CP* $41A75.20 $45,364.80 $46,363.20 $47,403.20 $48,526.40 $49,670.40
$1,595.20 $1,744.80 $1,783.20 $1,823.20 $1,866.40 $1,910.40
$19.94 $21.81 $22.29 $22.79 $23.33 $23.88
Range 18 $41A12.80 $45,281.60 $46,259.20 $47,340.80 $48,505.60 $49,628.80
$1,592.80 $1,741.60 $1,779.20 $1,820.80 $1,865.60 $1,908.80
$19.91 $21.77 $22.24 $22.76 $23.32 $23.86
Range 18.5 $39,124.80 $44,803.20 $46,051.20 $47,382.40 $48,755.20 $49,982.40
$1,504.80 $1,723.20 $1,771.20 $1,822.40 $1,875.20 $1,922.40
$18.81 $21.54 $22.14 $22.78 $23.44 $24.03
Range 18CP* $42A52.80 $46A04.80 $47A44.80 $48,588.80 $49,732.80 $50,876.80
$1,632.80 $1,784.80 $1,824.80 $1,868.80 $1,912.80 $1,956.80
$20.41 $22.31 $22.81 $23.36 $23.91 $24.46
Range 19 $42A11.20 $46,300.80 $47A03.20 $48,568.00 $49,691.20 $50,689.60
$1,631.20 $1,780.80 $1,823.20 $1,868.00 $1,911.20 $1,949.60
$20.39 $22,26 .$22.79 $23.35 $23,89 $24.37
164
AFSCME Wages Effective 1/1/2015 NOTE: Yearly salary rates are based on 2,080 hours worked.
**For employees hired before 01/01/2015 (employees hired after 01/01/2015 refer to the "New Hire Wage Scales")
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 19CP* $43,492.80 $47,424.00 $48,547.20 $49,691.20 $50,814.40 $51,937.60
$1,672.80 $1,824.00 $1,867.20 $1,911.20 $1,954.40 $1,997.60
$20.91 $22.80 $23.34 $23.89 $24.43 $24.97
Range 20 $43,388.80 $47,382.40 $48,547.20 $49,670.40 $50,668.80 $51,833.60 $53,123.20
$1,668.80 $1,822.40 $1,867.20 $1,910.40 $1,948.80 $1,993.60 $2,043.20
$20.86 $22.78 $23.34 $23.88 $24.36 $24.92 $25.54
Range 20.5 $41,412.80 $47,361.60 $48,734.40 $49,961.60 $51,376.00 $52,686.40
$1,592.80 $1,821.60 $1,874.40 $1,921.60 $1,976.00 $2,026.40
$19.91 $22.77 $23.43 $24.02 $24.70 $25.33
Range 20CP* $44,470.40 $48,588.80 $49,732.80 $50,876.80 $52,020.80 $53,144.00
$1,710.40 $1,868.80 $1,912.80 $1,956.80 $2,000.80 $2,044.00
$21.38 $23.36 $23.91 $24.46 $25.01 $25.55
Range 21 $44,470.40 $48,547.20 $49,670.40 $50,668.80 $51,833.60 $53,144.00 $54,475.20
$1,710.40 $1,867.20 $1,910.40 $1,948.80 $1,993.60 $2,044.00 $2,095.20
$21.38 $23.34 $23.88 $24.36 $24.92 $25.55 $26.19
Range 21.5 $42,681.60 $48,838.40 $50,107.20 $51,500.80 $52,998.40 $54,392.00
$1,641.60 $1,878.40 $1,927.20 $1,980.80 $2,038.40 $2,092.00
$20.52 $23.48 $24.09 $24.76 $25.48 $26.15
Range 21CP* $45,531.20 $49,712.00 $50,835.20 $51,979.20 $53,081.60 $54,516.80
$1,751.20 $1,912.00 $1,955.20 $1,999.20 $2,041.60 $2,096.80
$21.89 $23.90 $24.44 $24.99 $25.52 $26.21
165
AFSCME Wages Effective 1/1/2015 NOTE: Yearly salary rates are based on 2,080 hours worked.
**For employees hired before 01/01/2015 (employees hired after 01/01/2015 refer to the "New Hire Wage Scales")
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 22 $45,552.00 $49,649.60 $50,648.00 $51,812.80 $53,123.20 $54,392.00 $55,744.00
$1,752.00 $1,909.60 $1,948.00 $1,992.80 $2,043.20 $2,092.00 $2,144.00
$21.90 $23.87 $24.35 $24.91 $25.54 $26.15 $26.80
Range 22CP* $46,716.80 $50,876.80 $51,979.20 $53,123.20 $54,516.80 $55,681.60
$1,796.80 $1,956.80 $1,999.20 $2,043.20 $2,096.80 $2,141.60
$22.46 $24.46 $24.99 $25.54 $26.21 $26.77
Range 23 $46,675.20 $50,668.80 $51,833.60 $53,144.00 $54,412.80 $55,660.80 $57,054.40
$1,795.20 $1,948.80 $1,993.60 $2,044.00 $2,092.80 $2,140.80 $2,194.40
$22.44 $24.36 $24.92 $25.55 $26.16 $26.76 $27.43
Range 23CP* $47,798.40 $51,979.20 $53,081.60 $54,516.80 $55,619.20 $57,033.60
$1,838.40 $1,999.20 $2,041.60 $2,096.80 $2,139.20 $2,193.60
$22.98 $24.99 $25.52 $26.21 $26.74 $27.42
Range 24 $47,798.40 $51,812.80 $53,123.20 $54,392.00 $55,640.00 $57,054.40 $58,489.60
$1,838.40 $1,992.80 $2,043.20 $2,092.00 $2,140.00 $2,194.40 $2,249.60
$22.98 $24.91 $25.54 $26.15 $26.75 $27.43 $28.12
Range 24.5 $44,969.60 $51,500.80 $52,998.40 $54,392.00 $55,764.80 $57,387.20
$1,729.60 $1,980.80 $2,038.40 $2,092.00 $2,144.80 $2,207.20
$21.62 $24.76 $25.48 $26.15 $26.81 $27.59
Range 24CP* $49,025.60 $53,123.20 $54,558.40 $55,681.60 $57,096.00 $58,468.80
$1,885.60 $2,043.20 $2,098.40 $2,141.60 $2,196.00 $2,248.80
$23.57 $25.54 $26.23 $26.77 $27.45 $28.11
166
AFSCME Wages Effective 1/1/2015
NOTE: Yearly salary rates are based on 2,080 hours worked.
**For employees hired before 01/01/2015 (employees hired after 01/01/2015 refer to the "New Hire Wage Scales")
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 24.5CP* $46,134.40 $52,811.20 $54,412.80 $55,681.60 $57,220.80 $58,864.00
$1,774.40 $2,031.20 $2,092.80 $2,141.60 $2,200.80 $2,264.00
$22.18 $25.39 $26.16 $26.77 $27.51 $28.30
Range 25 $49,004.80 $53,144.00 $54,412.80 $55,660.80 $57,075.20 $58,364.80 $59,820.80
$1,884.80 $2,044.00 $2,092.80 $2,140.80 $2,195.20 $2,244.80 $2,300.80
$23.56 $25.55 $26.16 $26.76 $27.44 $28.06 $28.76
Range 25CP* '$50,190.40 $54,475.20 $55,723.20 $57,033.60 $58,489.60 $59,800.00 $61,297.60
$1,930.40 $2,095.20 $2,143.20 $2,193.60 $2,249.60 $2,300.00 $2,357.60
$24.13 $26.19 $26.79 $27.42 $28.12 $28.75 $29.47
Range 26 $50,128.00 $54,392.00 $55,640.00 $57,054.40 $58,344.00 $59,779.20 $61,276.80
$1,928.00 $2,092.00 $2,140.00 $2,194.40 $2,244.00 $2,299.20 $2,356.80
$24.10 $26.15 $26.75 $27.43 $28.05 $28.74 $29.46
Range 26CP* $51,417.60 $55,660.80 $57,075.20 $58,448.00 $59,820.80 $61,235.20 $62,753.60
$1,977.60 $2,140.80 $2,195.20 $2,248.00 $2,300.80 $2,355.20 $2,413.60
$24.72 $26.76 $27.44 $28.10 $28.76 $29.44 $30.17
Range 27 $51,480.00 $55,640.00 $57,054.40 $58,344.00 $59,779.20 $61,339.20 $62,857.60
$1,980.00 $2,140.00 $2,194.40 $2,244.00 $2,299.20 $2,359.20 $2,417.60
$24.75 $26.75 $27.43 $28.05 $28.74 $29.49 $30.22
Range 27CP* $52,748.80 $57,054.40 $58,427.20 $59,800.00 $61,214.40 $62,961.60 $64,521.60
$2,028.80 $2,194.40 $2,247.20 $2,300.00 $2,354.40 $2,421.60 $2,481.60
$25.36 $27.43 $28.09 $28.75 $29.43 $30.27 $31.02
167
AFSCME Wages Effective 1/1/2015 NOTE: Yearly salary rates are based on 2,080 hours worked.
**For employees hired before 01/01/2015 (employees hired after 01/01/2015 refer to the "New Hire Wage Scales")
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
Range 28 $52,624.00 $57,033.60 $58,323.20 $59,758.40 $61,318.40 $62,899.20 $64,459.20
$2,024.00 $2,193.60 $2,243.20 $2,298.40 $2,358.40 $2,419.20 $2,479.20
$25.30 $27.42 $28.04 $28.73 $29.48 $30.24 $30.99
Range 28CP* $53,955.20 $58,427.20 $59,800.00 $61,214.40 $62,961.60 $64,438.40 $66,040.00
$2,075.20 $2,247.20 $2,300.00 $2,354.40 $2,421.60 $2,478.40 $2,540.00
$25.94 $28.09 $28.75 $29.43 $30.27 $30.98 $31.75
Range 29 $53,955.20 $58,323.20 $59,758.40 $61,318.40 $62,899.20 $64,459.20 $66,060.80
$2,075.20 $2,243.20 $2,298.40 $2,358.40 $2,419.20 $2,479.20 $2,540.80
$25.94 $28.04 $28.73 $29.48 $30.24 $30.99 $31.76
Range 29CP* $55,307.20 $59,758.40 $61,318.40 $62,899.20 $64,459.20 $66,060.80
$2,127.20 $2,298.40 $2,358.40 $2,419.20 $2,479.20 $2,540.80
$26.59 $28.73 $29.48 $30.24 $30.99 $31.76
Range 30 $55,307.20 $59,758.40 $61,318.40 $62,899.20 $64,459.20 $66,060.80 $67,704.00
$2,127.20 $2,298.40 $2,358.40 $2,419.20 $2,479.20 $2,540.80 $2,604.00
$26.59 $28.73 $29.48 $30.24 $30.99 $31.76 $32.55
Range 30CP* $56,680.00 $61,297.60 $62,878.40 $64,438.40 $66,040.00 $67,683.20
$2,180.00 $2,357.60 $2,418.40 $2,478.40 $2,540.00 $2,603.20
$27.25 $29.47 $30.23 $30.98 $31.75 $32.54
168
AFSCME Wages Effective 1/1/2015
NOTE: Yearly salary rates are based on 2,080 hours worked. **For employees hired before 01/0112015 (employees hired after 01/01/2015 refer to the "New Hire Wage Scales")
Range 31
Range 31CP*
Range 32
Range 32CP*
Range 33
Range 33CP*
Step 1
$56,680.00
$2,180.00
$27.25
$58,115.20
$2,235.20
$27.94
$58,115.20
$2,235.20
$27.94
$59,571.20
$2,291.20
$28.64
$59571.20
$2,291.20
$28.64
$61,068.80
$2,348.80
$29.36
Step 2
$61,297.60
$2,357.60
$29.47
$62,920.00
$2A2o.oo
$30.25
$62,920.00
$2A20.00
$30.25
$64A8o.oo
$2A80.00
$31.00
$64,480.00
$2A80.00
$31.00
$66,081.60
$2,541.60
$31.77
Step 3
$62,878.40
$2A18.40
$30.23
$64A80.00
$2A80.00
$31.00
$64A80.00
$2A80.00
$31.00
$66,081.60
$2,541.60
$31.77
$66,081.60
$2,541.60
$31.77
$67,724.80
$2,604.80
$32.56
Step 4
$64A38.40
$2A78.40
$30.98
$66,081.60
$2,541.60
$31.77
$66,081.60
$2,541.60
$31.77
$67,724.80
$2,604.80
$32.56
$67,724.80
$2,604.80
$32.56
$69A09.60
$2,669.60
$33.37
Step 5
$66,040.00
$2,540.00
$31.75
$67,724.80
$2,604.80
$32.56
$67,724.80
$2,604.80
$32.56
$69A09.60
$2,669.60
$33.37
$69A09.60
$2,669.60
$33.37
$71,136.00
$2J36.00
$34.20
Step 6
$67,683.20
$2,603.20
$32.54
$69A09.60
$2,669.60
$33.37
$69A09.60
$2,669.60
$33.37
$71,136.00
$2,736.00
$34.20
$71,136.00
$2,736.00
$34.20
$72,883.20
$2,803.20
$35.04
Step 7
$69,368.00
$2,668.00
$33.35
$71,136.00
$2,736.00
$34.20
$71,136.00
$2J36.00
$34.20
$72,883.20
$2,803.20
$35.04
$74J13.60
$2,873.60
$35.92
169
AFSCME Wages Effective 1/1/2016**
NOTE: Yearly salary rates are based on 2,080 hours worked.
**For employees hired before 01/01/2015 (employees hired after 01/01/2015 refer to the "New Hire Wage Scales")
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 5 $30,992.00 $34,736.00 $35,422.40 $36,212.80 $36,857.60 $37,648.00
$1,192.00 $1,336.00 $1,362.40 $1,392.80 $1,417.60 $1,448.00
$14.90 $16.70 $17.03 $17.41 $17.72 $18.10
Range 6 $31,761.60 $35,422.40 $36,212.80 $36,857.60 $37,648.00 $38,396.80
$1,221.60 $1,362.40 $1,392.80 $1,417.60 $1,448.00 $1,476.80
$15.27 $17.03 $17.41 $17.72 $18.10 $18.46
Range 7 $32,448.00 $36,233.60 $36,878.40 $37,668.80 $38,417.60 $39,312.00
$1,248.00 $1,393.60 $1,418.40 $1,448.80 $1,477.60 $1,512.00
$15.60 $17.42 $17.73 $18.11 $18.47 $18.90
Range 7CP* $33,238.40 $37,086.40 $37,814.40 $38,584.00 $39,374.40 $40,310.40
$1,278.40 $1,426.40 $1,454.40 $1,484.00 $1,514.40 $1,550.40
$15.98 $17.83 $18.18 $18.55 $18.93 $19.38
Range 8 $33,238.40 $36,878.40 $37,668.80 $38,417.60 $39,312.00 $40,060.80
$1,278.40 $1,418.40 $1,448.80 $1,477.60 $1,512.00 $1,540.80
$15.98 $17.73 $18.11 $18.47 $18.90 $19.26
Range 8.5 $33,446.40 $37,024.00 $37,856.00 $38,708.80 $39,603.20 $40,310.40
$1,286.40 $1,424.00 $1,456.00 $1,488.80 $1,523.20 $1,550.40
$16.08 $17.80 $18.20 $18.61 $19.04 $19.38
Range 8CP* $34,091.20 $37,835.20 $38,604.80 $39,395.20 $40,331.20 $41,059.20
$1,311.20 $1,455.20 $1,484.80 $1,515.20 $1,551.20 $1,579.20
$16.39 $18.19 $18.56 $18.94 $19.39 $19.74
170
AFSCME Wages Effective 1/1/2016**
NOTE: Yearly salary rates are based on 2,080 hours worked.
**For employees hired before 01/01/2015 (employees hired after 01/01/2015 refer to the "New Hire Wage Scales")
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 9 $34,049.60 $37,689.60 $38,438.40 $39,332.80 $40,081.60 $41,059.20
$1,309.60 $1,449.60 $1,478.40 $1,512.80 $1,541.60 $1,579.20
$16.37 $18.12 $18.48 $18.91 $19.27 $19.74
Range 9.5 $34,236.80 $37,835.20 $38,688.00 $39,582.40 $40,289.60 $41,204.80
$1,316.80 $1,455.20 $1,488.00 $1,522.40 $1,549.60 $1,584.80
$16.46 $18.19 $18.60 $19.03 $19.37 $19.81
Range 9CP* $34,944.00 $38,625.60 $39,416.00 $40,352.00 $41,080.00 $42,078.40
$1,344.00 $1,485.60 $1,516.00 $1,552.00 $1,580.00 $1,618.40
$16.80 $18.57 $18.95 $19.40 $19.75 $20.23
Range 10 $34,736.00 $38,438.40 $39,332.80 $40,081.60 $41,059.20 $41,870.40
$1,336.00 $1,478.40 $1,512.80 $1,541.60 $1,579.20 $1,610.40
$16.70 $18.48 $18.91 $19.27 $19.74 $20.13
Range 11 $35,505.60 $39,312.00 $40,060.80 $41,038.40 $41,849.60 $42,806.40
$1,365.60 $1,512.00 $1,540.80 $1,578.40 $1,609.60 $1,646.40
$17.07 $18.90 $19.26 $19.73 $20.12 $20.58
Range 12 $36,462.40 $40,102.40 $41,080.00 $41,912.00 $42,868.80 $43,846.40
$1,402.40 $1,542.40 $1,580.00 $1,612.00 $1,648.80 $1,686.40
$17.53 $19.28 $19.75 $20.15 $20.61 $21.08
Range 12CP* $37,356.80 $41,080.00 $42,078.40 $42,931.20 $43,950.40 $44,907.20
$1,436.80 $1,580.00 $1,618.40 $1,651.20 $1,690.40 $1,727.20
$17.96 $19.75 $20.23 $20.64 $21.13 $21.59
171
AFSCME Wages Effective 1/1/2016**
NOTE: Yearly salary rates are based on 2,080 hours worked.
** For employees hired before 01/01/2015 (employees hired after 01/01/2015 refer to the "New Hire Wage Scales")
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 13 $37,273.60 $41,059.20 $41,870.40 $42,827.20 $43,804.80 $44,740.80
$1,433.60 $1,579.20 $1,610.40 $1,647.20 $1,684.80 $1,720.80
$17.92 $19.74 $20.13 $20.59 $21.06 $21.51
Range 13CP* $38,168.00 $42,078.40 $42,931.20 $43,950.40 $44,907.20 $45,864.00
$1,468.00 $1,618.40 $1,651.20 $1,690.40 $1,727.20 $1,764.00
$18.35 $20.23 $20.64 $21.13 $21.59 $22.05
Range 14 $38,147.20 $41,891.20 $42,848.00 $43,825.60 $44,761.60 $45,780.80
$1,467.20 $1,611.20 $1,648.00 $1,685.60 $1,721.60 $1,760.80
$18.34 $20.14 $20.60 $21.07 $21.52 $22.01
Range 14CP* $39,124.80 $42,931.20 $43,950.40 $44,907.20 $45,864.00 $46,883.20
$1,504.80 $1,651.20 $1,690.40 $1,727.20 $1,764.00 $1,803.20
$18.81 $20.64 $21.13 $21.59 $22.05 $22.54
Range 15 $38,937.60 $42,827.20 $43,804.80 $44,740.80 $45,760.00 $46,758.40
$1,497.60 $1,647.20 $1,684.80 $1,720.80 $1,760.00 $1,798.40
$18.72 $20.59 $21.06 $21.51 $22.00 $22.48
Range 16 $39,894.40 $43,784.00 $44,720.00 $45,739.20 $46,737.60 $47,840.00
$1,534.40 $1,684.00 $1,720.00 $1,759.20 $1,797.60 $1,840.00
$19.18 $21.05 $21.50 $21.99 $22.47 $23.00
Range 16CP* $40,872.00 $44,907.20 $45,864.00 $46,883.20 $47,944.00 $49,088.00
$1,572.00 $1,727.20 $1,764.00 $1,803.20 $1,844.00 $1,888.00
$19.65 $21.59 $22.05 $22.54 $23.05 $23.60
172
AFSCME Wages Effective 1/1/2016**
NOTE: Yearly salary rates are based on 2,080 hours worked.
**For employees hired before 01/01/2015 (employees hired after 01/01/2015 refer to the "New Hire Wage Scales")
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 17 $40,872.00 $44,740.80 $45,760.00 $46,758.40 $47,860.80 $49,025.60
$1,572.00 $1,720.80 $1,760.00 $1,798.40 $1,840.80 $1,885.60
$19.65 $21.51 $22.00 $22.48 $23.01 $23.57
Range 17.5 $38,438.40 $44,075.20 $45,260.80 $46,508.80 $47,860.80 $49,233.60
$1,478.40 $1,695.20 $1,740.80 $1,788.80 $1,840.80 $1,893.60
$18.48 $21.19 $21.76 $22.36 $23.01 $23.67
Range 17CP* $41,891.20 $45,822.40 $46,841.60 $47,902.40 $49,046.40 $50,190.40
$1,611.20 $1,762.40 $1,801.60 $1,842.40 $1,886.40 $1,930.40
$20.14 $22.03 $22.52 $23.03 $23.58 $24.13
Range 18 $41,828.80 $45,739.20 $46,737.60 $47,840.00 $49,004.80 $50,128.00
$1,608.80 $1,759.20 $1,797.60 $1,840.00 $1,884.80 $1,928.00
$20.11 $21.99 $22.47 $23.00 $23.56 $24.10
Range 18.5 $39,520.00 $45,260.80 $46,508.80 $47,860.80 $49,233.60 $50,460.80
$1,520.00 $1,740.80 $1,788.80 $1,840.80 $1,893.60 $1,940.80
$19.00 $21.76 $22.36 $23.01 $23.67 $24.26
Range 18CP* $42,868.80 $46,841.60 $47,902.40 $49,046.40 $50,190.40 $51,334.40
$1,648.80 $1,801.60 $1,842.40 $1,886.40 $1,930.40 $1,974.40
$20.61 $22.52 $23.03 $23.58 $24.13 $24.68
Range 19 $42,827.20 $46,737.60 $47,840.00 $49,004.80 $50,128.00 $51,147.20
$1,647.20 $1,797.60 $1,840.00 $1,884.80 $1,928.00 $1,967.20
$20.59 $22.47 $23.00 $23.56 $24.10 $24.59
173
AFSCME Wages Effective 1/1/2016**
NOTE: Yearly salary rates are based on 2,080 hours worked.
**For employees hired before 01/01/2015 {employees hired after 01/01/2015 refer to the "New Hire Wage Scales")
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
Range 19CP* $43,929.60 $47,902.40 $49,046.40 $50,190.40 $51,334.40 $52,478.40
$1,689.60 $1,842.40 $1,886.40 $1,930.40 $1,974.40 $2,018.40
$21.12 $23.03 $23.58 $24.13 $24.68 $25.23
Range 20 $43,825.60 $47,860.80 $49,025.60 $50,148.80 $51,168.00 $52,332.80 $53,622.40
$1,685.60 $1,840.80 $1,885.60 $1,928.80 $1,968.00 $2,012.80 $2,062.40
$21.07 $23.01 $23.57 $24.11 $24.60 $25.16 $25.78
Range 20.5 $41,828.80 $47,840.00 $49,212.80 $50,440.00 $51,875.20 $53,185.60
$1,608.80 $1,840.00 $1,892.80 $1,940.00 $1,995.20 $2,045.60
$20.11 $23.00 $23.66 $24.25 $24.94 $25.57
Range 20CP* $44,907.20 $49,067.20 $50,211.20 $51,355.20 $52,499.20 $53,622.40
$1,727.20 $1,887.20 $1,931.20 $1,975.20 $2,019.20 $2,062.40
$21.59 $23.59 $24.14 $24.69 $25.24 $25.78
Range 21 $44,907.20 $49,025.60 $50,148.80 $51,168.00 $52,332.80 $53,643.20 $54,974.40
$1,727.20 $1,885.60 $1,928.80 $1,968.00 $2,012.80 $2,063.20 $2,114.40
$21.59 $23.57 $24.11 $24.60 $25.16 $25.79 $26.43
Range 21.5 $43,118.40 $49,337.60 $50,606.40 $52,020.80 $53,539.20 $54,953.60
$1,658.40 $1,897.60 $1,946.40 $2,000.80 $2,059.20 $2,113.60
$20.73 $23.72 $24.33 $25.01 $25.74 $26.42
Range 21CP* $45,988.80 $50,211.20 $51,355.20 $52,499.20 $53,622.40 $55,078.40
$1,768.80 $1,931.20 $1,975.20 $2,019.20 $2,062.40 $2,118.40
$22.11 $24.14 $24.69 $25.24 $25.78 $26.48
174
AFSCME Wages Effective 1/1/2016** NOTE: Yearly salary rates are based on 2,080 hours worked.
**For employees hired before 01/01/2015 (employees hired after 01/01/2015 refer to the "New Hire Wage Scales")
Step 1 Step2 Step 3 Step4 Step 5 Step 6 Step 7
Range 22 $46,009.60 $50,148.80 $51,168.00 $52,332.80 $53,643.20 $54,912.00 $56,264.00
$1,769.60 $1,928.80 $1,968.00 $2,012.80 $2,063.20 $2,112.00 $2,164.00
$22.12 $24.11 $24.60 $25.16 $25.79 $26.40 $27.05
Range 22CP* $47,174.40 $51,376.00 $52,478.40 $53,622.40 $55,036.80 $56,201.60
$1,814.40 $1,976.00 $2,018.40 $2,062.40 $2,116.80 $2,161.60
$22.68 $24.70 $25.23 $25.78 $26.46 $27.02
Range 23 $47,132.80 $51,168.00 $52,332.80 $53,643.20 $54,912.00 $56,160.00 $57,574.40
$1,812.80 $1,968.00 $2,012.80 $2,063.20 $2,112.00 $2,160.00 $2,214.40
$22.66 $24.60 $25.16 $25.79 $26.40 $27.00 $27.68
Range 23CP* $48,276.80 $52,499.20 $53,622.40 $55,078.40 $56,201.60 $57,636.80
$1,856.80 $2,019.20 $2,062.40 $2,118.40 $2,161.60 $2,216.80
$23.21 $25.24 $25.78 $26.48 $27.02 $27.71
Range 24 $48,276.80 $52,312.00 $53,622.40 $54,891.20 $56,139.20 $57,574.40 $59,030.40
$1,856.80 $2,012.00 $2,062.40 $2,111.20 $2,159.20 $2,214.40 $2,270.40
$23.21 $25.15 $25.78 $26.39 $26.99 $27.68 $28.38
Range 24.5 $45,427.20 $52,041.60 $53,560.00 $54,974.40 $56,368.00 $58,011.20
$1,747.20 $2,001.60 $2,060.00 $2,114.40 $2,168.00 $2,231.20
$21.84 $25.02 $25.75 $26.43 $27.10 $27.89
Range 24CP* $49,524.80 $53,664.00 $55,120.00 $56,243.20 $57,678.40 $59,072.00
$1,904.80 $2,064.00 $2,120.00 $2,163.20 $2,218.40 $2,272.00
$23.81 $25.80 $26.50 $27.04 $27.73 $28.40
175
AFSCME Wages Effective 1/1/2016** NOTE: Yearly salary rates are based on 2,080 hours worked.
**For employees hired before 01/01/2015 (employees hired after 01/01/2015 refer to the "New Hire Wage Scales")
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
Range 24.5CP* $46,592.00 $53,331.20 $54,953.60 $56,222.40 $57,782.40 $59,446.40
$1,792.00 $2,051.20 $2,113.60 $2,162.40 $2,222.40 $2,286.40
$22.40 $25.64 $26.42 $27.03 $27.78 $28.58
Range 25 $49,504.00 $53,684.80 $54,953.60 $56,222.40 $57,657.60 $58,947.20 $60,424.00
$1,904.00 $2,064.80 $2,113.60 $2,162.40 $2,217.60 $2,267.20 $2,324.00
$23.80 $25.81 $26.42 $27.03 $27.72 $28.34 $29.05
Range 25CP* $50,689.60 $55,016.00 $56,264.00 $57,595.20 $59,072.00 $60,403.20 $61,921.60
$1,949.60 $2,116.00 $2,164.00 $2,215.20 $2,272.00 $2,323.20 $2,381.60
$24.37 $26.45 $27.05 $27.69 $28.40 $29.04 $29.77
Range 26 $50,627.20 $54,932.80 $56,180.80 $57,616.00 $58,905.60 $60,361.60 $61,880.00
$1,947.20 $2,112.80 $2,160.80 $2,216.00 $2,265.60 $2,321.60 $2,380.00
$24.34 $26.41 $27.01 $27.70 $28.32 $29.02 $29.75
Range 26CP* $51,937.60 $56,222.40 $57,657.60 $59,051.20 $60,444.80 $61,880.00 $63,419.20
$1,997.60 $2,162.40 $2,217.60 $2,271.20 $2,324.80 $2,380.00 $2,439.20
$24.97 $27.03 $27.72 $28.39 $29.06 $29.75 $30.49
Range 27 $52,000.00 $56,201.60 $57,636.80 $58,926.40 $60,382.40 $61,963.20 $63,502.40
$2,000.00 $2,161.60 $2,216.80 $2,266.40 $2,322.40 $2,383.20 $2,442.40
$25.00 $27.02 $27.71 $28.33 $29.03 $29.79 $30.53
Range 27CP* $53,268.80 $57,616.00 $58,988.80 $60,382.40 $61,817.60 $63,564.80 $65,145.60
$2,048.80 $2,216.00 $2,268.80 $2,322.40 $2,377.60 $2,444.80 $2,505.60
$25.61 $27.70 $28.36 $29.03 $29.72 $30.56 $31.32
176
AFSCME Wages Effective 1/1/2016**
NOTE: Yearly salary rates are based on 2,080 hours worked.
**For employees hired before 01/01/2015 (employees hired after 01/01/2015 refer to the "New Hire Wage Scales")
Step 1 Step 2 Step3 Step4 StepS Step 6 Step 7
Range 28 $53,144.00 $57,595.20 $58,884.80 $60,340.80 $61,921.60 $63,523.20 $65,104.00
$2,044.00 $2,215.20 $2,264.80 $2,320.80 $2,381.60 $2,443.20 $2,504.00
$25.55 $27.69 $28.31 $29.01 $29.77 $30.54 $31.30
Range 28CP* $54,496.00 $59,009.60 $60,403.20 $61,838.40 $63,585.60 $65,083.20 $66,705.60
$2,096.00 $2,269.60 $2,323.20 $2,378.40 $2,445.60 $2,503.20 $2,565.60
$26.20 $28.37 $29.04 $29.73 $30.57 $31.29 $32.07
Range 29 $54,496.00 $58,905.60 $60,361.60 $61,942.40 $63,544.00 $65,124.80 $66,747.20
$2,096.00 $2,265.60 $2,321.60 $2,382.40 $2,444.00 $2,504.80 $2,567.20
$26.20 $28.32 $29.02 $29.78 $30.55 $31.31 $32.09
Range 29CP* $55,868.80 $60,361.60 $61,942.40 $63,544.00 $65,124.80 $66,747.20
$2,148.80 $2,321.60 $2,382.40 $2,444.00 $2,504.80 $2,567.20
$26.86 $29.02 $29.78 $30.55 $31.31 $32.09
Range 30 $55,868.80 $60,361.60 $61,942.40 $63,544.00 $65,124.80 $66,747.20 $68,411.20
$2,148.80 $2,321.60 $2,382.40 $2,444.00 $2,504.80 $2,567.20 $2,631.20
$26.86 $29.02 $29.78 $30.55 $31.31 $32.09 $32.89
Range 30CP* $57,241.60 $61,921.60 $63,523.20 $65,104.00 $66,726.40 $68,390.40
$2,201.60 $2,381.60 $2,443.20 $2,504.00 $2,566.40 $2,630.40
$27.52 $29.77 $30.54 $31.30 $32.08 $32.88
Range 31 $57,241.60 $61,921.60 $63,523.20 $65,104.00 $66,726.40 $68,390.40 $70,096.00
$2,201.60 $2,381.60 $2,443.20 $2,504.00 $2,566.40 $2,630.40 $2,696.00
$27.52 $29.77 $30.54 $31.30 $32.08 $32.88 $33.70
177
AFSCME Wages Effective 1/1/2016**
NOTE: Yearly salary rates are based on 2,080 hours worked.
**For employees hired before 01/01/2015 (employees hired after 01/01/2015 refer to the "New Hire Wage Scales")
Step 1 Step 2 Step3 Step4 StepS Step 6 Step 7
Range 31CP* $58,697.60 $63,544.00 $65,124.80 $66,747.20 $68,411.20 $70,116.80 $71,864.00
$2,257.60 $2,444.00 $2,504.80 $2,567.20 $2,631.20 $2,696.80 $2,764.00
$28.22 $30.55 $31.31 $32.09 $32.89 $33.71 $34.55
Range 32 $58,697.60 $63,544.00 $65,124.80 $66,747.20 $68,411.20 $70,116.80 $71,864.00
$2,257.60 $2,444.00 $2,504.80 $2,567.20 $2,631.20 $2,696.80 $2,764.00
$28.22 $30.55 $31.31 $32.09 $32.89 $33.71 $34.55
Range 32CP* $60,174.40 $65,124.80 $66,747.20 $68,411.20 $70,116.80 $71,864.00
$2,314.40 $2,504.80 $2,567.20 $2,631.20 $2,696.80 $2,764.00
$28.93 $31.31 $32.09 $32.89 $33.71 $34.55
Range 33 $60,174.40 $65,124.80 $66,747.20 $68,411.20 $70,116.80 $71,864.00 $73,632.00
$2,314.40 $2,504.80 $2,567.20 $2,631.20 $2,696.80 $2,764.00 $2,832.00
$28.93 $31.31 $32.09 $32.89 $33.71 $34.55 $35.40
Range 33CP* $61,672.00 $66,726.40 $68,390.40 $70,096.00 $71,843.20 $73,611.20 $75,441.60
$2,372.00 $2,566.40 $2,630.40 $2,696.00 $2,763.20 $2,831.20 $2,901.60
$29.65 $32.08 $32.88 $33.70 $34.54 $35.39 $36.27
178
AFSCME Wages Effective 1/1/2017
NOTE: Yearly salary rates are based on 2,080 hours worked.
**For employees hired before 01/01/2015 (employees hired after 01/01/2015 refer to the "New Hire Wage Scales")
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
Range 5 $31,304.00 $35,089.60 $35,796.80 $36,608.00 $37,273.60 $38,084.80
$1,204.00 $1,349.60 $1,376.80 $1,408.00 $1,433.60 $1,464.80
$15.05 $16.87 $17.21 $17.60 $17.92 $18.31
Range 6 $32,073.60 $35,755.20 $36,566.40 $37,211.20 $38,022.40 $38,792.00
$1,233.60 $1,375.20 $1,406.40 $1,431.20 $1,462.40 $1,492.00
$15.42 $17.19 $17.58 $17.89 $18.28 $18.65
Range 7 $32,780.80 $36,608.00 $37,273.60 $38,084.80 $38,854.40 $39,748.80
$1,260.80 $1,408.00 $1,433.60 $1,464.80 $1,494.40 $1,528.80
$15.76 $17.60 $17.92 $18.31 $18.68 $19.11
Range 7CP* $33,571.20 $37,460.80 $38,209.60 $39,000.00 $39,811.20 $40,747.20
$1,291.20 $1,440.80 $1,469.60 $1,500.00 $1,531.20 $1,567.20
$16.14 $18.01 $18.37 $18.75 $19.14 $19.59
Range 8 $33,571.20 $37,252.80 $38,064.00 $38,833.60 $39,728.00 $40,497.60
$1,291.20 $1,432.80 $1,464.00 $1,493.60 $1,528.00 $1,557.60
$16.14 $17.91 $18.30 $18.67 $19.10 $19.47
Range 8.5 $33,779.20 $37,377.60 $38,209.60 $39,062.40 $39,956.80 $40,684.80
$1,299.20 $1,437.60 $1,469.60 $1,502.40 $1,536.80 $1,564.80
$16.24 $17.97 $18.37 $18.78 $19.21 $19.56
Range 8CP* $34,424.00 $38,209.60 $39,000.00 $39,811.20 $40,747.20 $41,496.00
$1,324.00 $1,469.60 $1,500.00 $1,531.20 $1,567.20 $1,596.00
$16.55 $18.37 $18.75 $19.14 $19.59 $19.95
179
AFSCME Wages Effective 1/1/2017 NOTE: Yearly salary rates are based on 2,080 hours worked.
**For employees hired before 01/01/2015 (employees hired after 01/01/2015 refer to the "New Hire Wage Scales")
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 9 $34,382.40 $38,064.00 $38,833.60 $39,728.00 $40,497.60 $41,475.20
$1,322.40 $1,464.00 $1,493.60 $1,528.00 $1,557.60 $1,595.20
$16.53 $18.30 $18.67 $19.10 $19.47 $19.94
Range 9.5 $34,569.60 $38,188.80 $39,041.60 $39,936.00 $40,664.00 $41,579.20 $1,329.60 $1,468.80 $1,501.60 $1,536.00 $1,564.00 $1,599.20
$16.62 $18.36 $18.77 $19.20 $19.55 $19.99
Range 9CP* $35,297.60 $39,020.80 $39,832.00 $40,768.00 $41,516.80 $42,515.20
$1,357.60 $1,500.80 $1,532.00 $1,568.00 $1,596.80 $1,635.20
$16.97 $18.76 $19.15 $19.60 $19.96 $20.44
Range 10 $35,089.60 $38,833.60 $39,728.00 $40,497.60 $41,475.20 $42,307.20
$1,349.60 $1,493.60 $1,528.00 $1,557.60 $1,595.20 $1,627.20
$16.87 $18.67 $19.10 $19.47 $19.94 $20.34
Range 11 $35,859.20 $39,707.20 $40,476.80 $41,454.40 $42,286.40 $43,243.20
$1,379.20 $1,527.20 $1,556.80 $1,594.40 $1,626.40 $1,663.20
$17.24 $19.09 $19.46 $19.93 $20.33 $20.79
Range 12 $36,836.80 $40,518.40 $41,496.00 $42,328.00 $43,284.80 $44,262.40
$1,416.80 $1,558.40 $1,596.00 $1,628.00 $1,664.80 $1,702.40
$17.71 $19.48 $19.95 $20.35 $20.81 $21.28
Range 12CP* $37,731.20 $41,496.00 $42,494.40 $43,347.20 $44,366.40 $45,323.20
$1,451.20 $1,596.00 $1,634.40 $1,667.20 $1,706.40 $1,743.20
$18.14 $19.95 $20.43 $20.84 $21.33 $21.79
180
AFSCME Wages Effective 1/1/2017 NOTE: Yearly salary rates are based on 2,080 hours worked.
**For employees hired before 01/01/2015 (employees hired after 01/01/2015 refer to the "New Hire Wage Scales")
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 13 $37,648.00 $41A75.20 $42,307.20 $43,264.00 $44,241.60 $45,177.60
$1A48.00 $1,595.20 $1,627.20 $1,664.00 $1,701.60 $1J37.60
$18.10 $19.94 $20.34 $20.80 $21.27 $21.72
Range 13CP* $38,542.40 $42A94.40 $43,347.20 $44,366.40 $45,323.20 $46,280.00
$1A82.40 $1,634.40 $1,667.20 $1J06.40 $1,743.20 $1,780.00
$18.53 $20.43 $20.84 $21.33 $21.79 $22.25
Range 14 $38,521.60 $42,307.20 $43,264.00 $44,241.60 $45,177.60 $46,196.80
$1A81.60 $1,627.20 $1,664.00 $1,701.60 $1,737.60 $1,776.80
$18.52 $20.34 $20.80 $21.27 $21.72 $22.21
Range 14CP* $39,520.00 $43,368.00 $44,387.20 $45,344.00 $46,300.80 $47,320.00
$1520.00 $1,668.00 $1J07.20 $1J44.00 $1J80.80 $1,820.00
$19.00 $20.85 $21.34 $21.80 $22.26 $22.75
Range 15 $39,332.80 $43,264.00 $44,241.60 $45,177.60 $46,196.80 $47,195.20
$1,512.80 $1,664.00 $1J01.60 $1J37.60 $1J76.80 $1,815.20
$18.91 $20.80 $21.27 $21.72 $22.21 $22.69
Range 16 $40,289.60 $44,220.80 $45,156.80 $46,176.00 $47,174.40 $48,297.60
$1549.60 $1,700.80 $1J36.80 $1J76.00 $1,814.40 $1,857.60
$19.37 $21.26 $21.71 $22.20 $22.68 $23.22
Range 16CP* $41,288.00 $45,364.80 $46,321.60 $47,340.80 $48A01.60 $49,566.40
$1588.00 $1J44.80 $1,781.60 $1,820.80 $1,861.60 $1,906.40
$19.85 $21.81 $22.27 $22.76 $23.27 $23.83
181
AFSCME Wages Effective 1/1/2017 NOTE: Yearly salary rates are based on 2,080 hours worked.
**For employees hired before 01/01/2015 (employees hired after 01/01/2015 refer to the "New Hire Wage Scales")
Step 1 Step 2 Step 3 Step4 Step 5 Step6 Step 7
Range 17 $41,288.00 $45,198.40 $46,217.60 $47,216.00 $48,339.20 $49,524.80
$1,588.00 $1J38.40 $1J77.60 $1,816.00 $1,859.20 $1,904.80
$19.85 $21.73 $22.22 $22.70 $23.24 $23.81
Range 17.5 $38,812.80 $44,491.20 $45,697.60 $46,966.40 $48,318.40 $49,712.00
$1,492.80 $1,711.20 $1J57.60 $1,806.40 $1,858.40 $1,912.00
$18.66 $21.39 $21.97 $22.58 $23.23 $23.90
Range 17CP* $42,307.20 $46,280.00 $47,299.20 $48,360.00 $49,524.80 $50,689.60
$1,627.20 $1,780.00 $1,819.20 $1,860.00 $1,904.80 $1,949.60
$20.34 $22.25 $22.74 $23.25 $23.81 $24.37
Range 18 $42,244.80 $46,196.80 $47,195.20 $48,318.40 $49,504.00 $50,648.00
$1,624.80 $1J76.80 $1,815.20 $1,858.40 $1,904.00 $1,948.00
$20.31 $22.21 $22.69 $23.23 $23.80 $24.35
Range 18.5 $39,915.20 $45,697.60 $46,966.40 $48,318.40 $49,712.00 $50,960.00
$1535.20 $1,757.60 $1,806.40 $1,858.40 $1,912.00 $1,960.00
$19.19 $21.97 $22.58 $23.23 $23.90 $24.50
Range 18CP* $43,305.60 $47,320.00 $48,380.80 $49,545.60 $50J10.40 $51,875.20
$1,665.60 $1,820.00 $1,860.80 $1,905.60 $1,950.40 $1,995.20
$20.82 $22.75 $23.26 $23.82 $24.38 $24.94
Range 19 $43,264.00 $47,216.00 $48,339.20 $49,524.80 $50,668.80 $51,688.00
$1,664.00 $1,816.00 $1,859.20 $1,904.80 $1,948.80 $1,988.00
$20.80 $22.70 $23.24 $23.81 $24.36 $24.85
182
AFSCME Wages Effective 1/1/2017 NOTE: Yearly salary rates are based on 2,080 hours worked.
** For employees hired before 01/01/2015 (employees hired after 01/01/2015 refer to the "New Hire Wage Scales")
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
Range 19CP* $44,366.40 $48,380.80 $49,545.60 $50,710.40 $51,875.20 $53,040.00
$1,706.40 $1,860.80 $1,905.60 $1,950.40 $1,995.20 $2,040.00
$21.33 $23.26 $23.82 $24.38 $24.94 $25.50
Range 20 $44,262.40 $48,339.20 $49,524.80 $50,668.80 $51,688.00 $52,873.60 $54,184.00
$1,702.40 $1,859.20 $1,904.80 $1,948.80 $1,988.00 $2,033.60 $2,084.00
$21.28 $23.24 $23.81 $24.36 $24.85 $25.42 $26.05
Range 20.5 $42,244.80 $48,318.40 $49,712.00 $50,960.00 $52,395.20 $53,726.40
$1,624.80 $1,858.40 $1,912.00 $1,960.00 $2,015.20 $2,066.40
$20.31 $23.23 $23.90 $24.50 $25.19 $25.83
Range 20CP* $45,364.80 $49,566.40 $50,731.20 $51,896.00 $53,060.80 $54,204.80
$1,744.80 $1,906.40 $1,951.20 $1,996.00 $2,040.80 $2,084.80
$21.81 $23.83 $24.39 $24.95 $25.51 $26.06
Range 21 $45,364.80 $49,524.80 $50,668.80 $51,688.00 $52,873.60 $54,204.80 $55,556.80
$1,744.80 $1,904.80 $1,948.80 $1,988.00 $2,033.60 $2,084.80 $2,136.80
$21.81 $23.81 $24.36 $24.85 $25.42 $26.06 $26.71
Range 21.5 $43,555.20 $49,836.80 $51,126.40 $52,540.80 $54,080.00 $55,494.40
$1,675.20 $1,916.80 $1,966.40 $2,020.80 $2,080.00 $2,134.40
$20.94 $23.96 $24.58 $25.26 $26.00 $26.68
Range 21CP* $46,446.40 $50,710.40 $51,875.20 $53,040.00 $54,184.00 $55,640.00
$1,786.40 $1,950.40 $1,995.20 $2,040.00 $2,084.00 $2,140.00
$22.3? $24.38 $24.94 $25.50 $26.05 $26.75
183
AFSCME Wages Effective 1/1/2017 NOTE: Yearly salary rates are based on 2,080 hours worked.
**For employees hired before 01/01/2015 (employees hired after 01/01/2015 refer to the "New Hire Wage Scales")
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 22 $46,467.20 $50,648.00 $51,667.20 $52,852.80 $54,184.00 $55,473.60 $56,846.40
$1,787.20 $1,948.00 $1,987.20 $2,032.80 $2,084.00 $2,133.60 $2,186.40
$22.34 $24.35 $24.84 $25.41 $26.05 $26.67 $27.33
Range 22CP* $47,652.80 $51,896.00 $53,019.20 $54,184.00 $55,598.40 $56,784.00
$1,832.80 $1,996.00 $2,039.20 $2,084.00 $2,138.40 $2,184.00
$22.91 $24.95 $25.49 $26.05 $26.73 $27.30
Range 23 $47,611.20 $51,667.20 $52,852.80 $54,184.00 $55,473.60 $56,742.40 $58,156.80
$1,831.20 $1,987.20 $2,032.80 $2,084.00 $2,133.60 $2,182.40 $2,236.80
$22.89 $24.84 $25.41 $26.05 $26.67 $27.28 $27.96
Range 23CP* $48,755.20 $53,019.20 $54,163.20 $55,619.20 $56,763.20 $58,198.40
$1,875.20 $2,039.20 $2,083.20 $2,139.20 $2,183.20 $2,238.40
$23.44 $25.49 $26.04 $26.74 $27.29 $27.98
Range 24 $48,755.20 $52,832.00 $54,163.20 $55,452.80 $56,721.60 $58,156.80 $59,612.80
$1,875.20 $2,032.00 $2,083.20 $2,132.80 $2,181.60 $2,236.80 $2,292.80
$23.44 $25.40 $26.04 $26.66 $27.27 $27.96 $28.66
Range 24.5 $45,884.80 $52,561.60 $54,100.80 $55,515.20 $56,908.80 $58,572.80
$1,764.80 $2,021.60 $2,080.80 $2,135.20 $2,188.80 $2,252.80
$22.06 $25.27 $26.01 $26.69 $27.36 $28.16
Range 24CP* $50,024.00 $54,204.80 $55,660.80 $56,804.80 $58,240.00 $59,633.60
$1,924.00 $2,084.80 $2,140.80 $2,184.80 $2,240.00 $2,293.60
$24.05 $26.06 $26.76 $27.31 $28.00 $28.67
184
AFSCME Wages Effective 1/1/2017 NOTE: Yearly salary rates are based on 2,080 hours worked.
**For employees hired before 01/01/2015 (employees hired after 01/01/2015 refer to the "New Hire Wage Scales")
Step 1 Step 2 Step 3 Step4 StepS Step 6 Step 7
Range 24.5CP* $47,049.60 $53,851.20 $55,494.40 $56,784.00 $58,364.80 $60,049.60
$1,809.60 $2,071.20 $2,134.40 $2,184.00 $2,244.80 $2,309.60
$22.62 $25.89 $26.68 $27.30 $28.06 $28.87
Range 25 $50,003.20 $54,225.60 $55,515.20 $56,784.00 $58,219.20 $59,529.60 $61,027.20
$1,923.20 $2,085.60 $2,135.20 $2,184.00 $2,239.20 $2,289.60 $2,347.20
$24.04 $26.07 $26.69 $27.30 $27.99 $28.62 $29.34
Range 25CP* $51,188.80 $55,556.80 $56,825.60 $58,156.80 $59,654.40 $60,985.60 $62,524.80
$1,968.80 $2,136.80 $2,185.60 $2,236.80 $2,294.40 $2,345.60 $2,404.80
$24.61 $26.71 $27.32 $27.96 $28.68 $29.32 $30.06
Range 26 $51,126.40 $55,473.60 $56,742.40 $58,177.60 $59,488.00 $60,944.00 $62,483.20
$1,966.40 $2,133.60 $2,182.40 $2,237.60 $2,288.00 $2,344.00 $2,403.20
$24.58 $26.67 $27.28 $27.97 $28.60 $29.30 $30.04
Range 26CP* $52,457.60 $56,784.00 $58,219.20 $59,612.80 $61,006.40 $62,441.60 $64,001.60
$2,017.60 $2,184.00 $2,239.20 $2,292.80 $2,346.40 $2,401.60 $2,461.60
$25.22 $27.30 $27.99 $28.66 $29.33 $30.02 $30.77
Range 27 $52,520.00 $56,763.20 $58,198.40 $59,508.80 $60,964.80 $62,566.40 $64,126.40
$2,020.00 $2,183.20 $2,238.40 $2,288.80 $2,344.80 $2,406.40 $2,466.40
$25.25 $27.29 $27.98 $28.61 $29.31 $30.08 $30.83
185
AFSCME Wages Effective 1/1/2017 NOTE: Yearly salary rates are based on 2,080 hours worked.
**For employees hired before 01/01/2015 (employees hired after 01/01/2015 refer to the "New Hire Wage Scales")
Step 1 Step 2 Step3 Step4 Step 5 Step 6 Step 7
Range 27CP* $53,809.60 $58,198.40 $59,592.00 $60,985.60 $62,420.80 $64,188.80 $65,790.40
$2,069.60 $2,238.40 $2,292.00 $2,345.60 $2,400.80 $2,468.80 $2,530.40
$25.87 $27.98 $28.65 $29.32 $30.01 $30.86 $31.63
Range 28 $53,684.80 $58,198.40 $59,508.80 $60,964.80 $62,566.40 $64,188.80 $65,790.40
$2,064.80 $2,238.40 $2,288.80 $2,344.80 $2,406.40 $2,468.80 $2,530.40
$25.81 $27.98 $28.61 $29.31 $30.08 $30.86 $31.63
Range 28CP* $55,036.80 $59,612.80 $61,006.40 $62,441.60 $64,209.60 $65,728.00 $67,371.20
$2,116.80 $2,292.80 $2,346.40 $2,401.60 $2,469.60 $2,528.00 $2,591.20
$26.46 $28.66 $29.33 $30.02 $30.87 $31.60 $32.39
Range 29 $55,036.80 $59,488.00 $60,944.00 $62,545.60 $64,168.00 $65,769.60 $67,412.80
$2,116.80 $2,288.00 $2,344.00 $2,405.60 $2,468.00 $2,529.60 $2,592.80
$26.46 $28.60 $29.30 $30.07 $30.85 $31.62 $32.41
Range 29CP* $56,430.40 $60,985.60 $62,587.20 $64,209.60 $65,811.20 $67,454.40
$2,170.40 $2,345.60 $2,407.20 $2,469.60 $2,531.20 $2,594.40
$27.13 $29.32 $30.09 $30.87 $31.64 $32.43
Range 30 $56,430.40 $60,985.60 $62,587.20 $64,209.60 $65,811.20 $67,454.40 $69,139.20
$2,170.40 $2,345.60 $2,407.20 $2,469.60 $2,531.20 $2,594.40 $2,659.20
$27.13 $29.32 $30.09 $30.87 $31.64 $32.43 $33.24
186
AFSCME Wages Effective 1/1/2017 NOTE: Yearly salary rates are based on 2,080 hours worked.
**For employees hired before 01/01/2015 (employees hired after 01/0112015 refer to the "New Hire Wage Scales")
Step 1 Step2 Step3 Step4 Step 5 Step 6 Step 7
Range 30CP* $57,824.00 $62,545.60 $64,168.00 $65J69.60 $67,412.80 $69,097.60
$2,224.00 $2A05.60 $2A68.00 $2,529.60 $2,592.80 $2,657.60
$27.80 $30.07 $30.85 $31.62 $32.41 $33.22
Range 31 $57,824.00 $62545.60 $64,168.00 $65,769.60 $67A12.80 $69,097.60 $70,824.00
$2,224.00 $2A05.60 $2A68.00 $2,529.60 $2,592.80 $2,657.60 $2,724.00
$27.80 $30.07 $30.85 $31.62 $32.41 $33.22 $34.05
Range 31CP* $59,280.00 $64,168.00 $65,769.60 $67A12.80 $69,097.60 $70,824.00 $72,592.00
$2,280.00 $2A68.00 $2,529.60 $2,592.80 $2,657.60 $2J24.00 $2,792.00
$28.50 $30.85 $31.62 $32.41 $33.22 $34.05 $34.90
Range 32 $59,280.00 $64,168.00 $65,769.60 $67A12.80 $69,097.60 $70,824.00 $72,592.00
$2,280.00 $2A68.00 $2,529.60 $2,592.80 $2,657.60 $2,724.00 $2,792.00
$28.50 $30.85 $31.62 $32.41 $33.22 $34.05 $34.90
Range 32CP* $60J77.60 $65,790.40 $67A33.60 $69,118.40 $70,844.80 $72,612.80
$2,337.60 $2,530.40 $2593.60 $2,658.40 $2,724.80 $2,792.80
$29.22 $31.63 $32.42 $33.23 $34.06 $34.91
Range 33 $60J77.60 $65J90.40 $67A33.60 $69,118.40 $70,844.80 $72,612.80 $74A01.60
$2,337.60 $2,530.40 $2,593.60 $2,658.40 $2,724.80 $2J92.80 $2,861.60
$29.22 $31.63 $32.42 $33.23 $34.06 $34.91 $35.77
Range 33CP* $62,296.00 $67A12.80 $69,097.60 $70,824.00 $72,592.00 $74,380.80 $76,232.00
$2,396.00 $2,592.80 $2,657.60 $2,724.00 $2J92.00 $2,860.80 $2,932.00
$29.95 $32.41 $33.22 $34.05 $34.90 $35.76 $36.65
187
AFSCME New Hire Wages Effective 1/1/2015 NOTE: Yearly salary rates are based on 2,080 hours worked.
This wage table applies to employees hired on or after 1/1/2015
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 5 $30,680.00 $32,219.20 $32,864.00 $33,612.80 $34,216.00 $34,964.80
$1,180.00 $1,239.20 $1,264.00 $1,292.80 $1,316.00 $1,344.80
$14.75 $15.49 $15.80 $16.16 $16.45 $16.81
Range 6 $31,449.60 $33,030.40 $33,779.20 $34,382.40 $35,131.20 $35,838.40
$1,209.60 $1,270.40 $1,299.20 $1,322.40 $1,351.20 $1,378.40
$15.12 $15.88 $16.24 $16.53 $16.89 $17.23
Range 7 $32,136.00 $33,737.60 $34,340.80 $35,089.60 $35,796.80 $36,628.80
$1,236.00 $1,297.60 $1,320.80 $1,349.60 $1,376.80 $1,408.80
$15.45 $16.22 $16.51 $16.87 $17.21 $17.61
Range 7CP* $32,905.60 $34,548.80 $35,235.20 $35,963.20 $36,712.00 $37,585.60
$1,265.60 $1,328.80 $1,355.20 $1,383.20 $1,412.00 $1,445.60
$15.82 $16.61 $16.94 $17.29 $17.65 $18.07
Range 8 $32,905.60 $34,548.80 $35,297.60 $36,004.80 $36,836.80 $37,544.00
$1,265.60 $1,328.80 $1,357.60 $1,384.80 $1,416.80 $1,444.00
$15.82 $16.61 $16.97 $17.31 $17.71 $18.05
Range 8.5 $33,113.60 $34,777.60 $35,547.20 $36,337.60 $37,169.60 $37,835.20
$1,273.60 $1,337.60 $1,367.20 $1,397.60 $1,429.60 $1,455.20
$15.92 $16.72 $17.09 $17.47 $17.87 $18.19
Range 8CP* $33,758.40 $35,443.20 $36,171.20 $36,920.00 $37,793.60 $38,480.00
$1,298.40 $1,363.20 $1,391.20 $1,420.00 $1,453.60 $1,480.00
$16.23 $17.04 $17.39 $17.75 $18.17 $18.50
188
AFSCME New Hire Wages Effective 1/1/2015 NOTE: Yearly salary rates are based on 2,080 hours worked.
This wage table applies to employees hired on or after 1/1/2015
Step 1 Step 2 Step 3 Step4 StepS Step 6 Step 7
Range 9 $33,716.80 $35,401.60 $36,108.80 $36,940.80 $37,648.00 $38,563.20
$1,296.80 $1,361.60 $1,388.80 $1,420.80 $1,448.00 $1,483.20
$16.21 $17.02 $17.36 $17.76 $18.10 $18.54
Range 9.5 $33,904.00 $35,609.60 $36,400.00 $37,232.00 $37,897.60 $38,750.40
$1,304.00 $1,369.60 $1,400.00 $1,432.00 $1,457.60 $1,490.40
$16.30 $17.12 $17.50 $17.90 $18.22 $18.63
Range 9CP* $34,590.40 $36,316.80 $37,065.60 $37,939.20 $38,625.60 $39,561.60
$1,330.40 $1,396.80 $1,425.60 $1,459.20 $1,485.60 $1,521.60
$16.63 $17.46 $17.82 $18.24 $18.57 $19.02
Range 10 $34,382.40 $36,108.80 $36,940.80 $37,648.00 $38,563.20 $39,332.80
$1,322.40 $1,388.80 $1,420.80 $1,448.00 $1,483.20 $1,512.80
$16.53 $17.36 $17.76 $18.10 $18.54 $18.91
Range 11 $35,152.00 $36,920.00 $37,627.20 $38,542.40 $39,312.00 $40,206.40
$1,352.00 $1,420.00 $1,447.20 $1,482.40 $1,512.00 $1,546.40
$16.90 $17.75 $18.09 $18.53 $18.90 $19.33
Range 12 $36,108.80 $37,918.40 $38,833.60 $39,603.20 $40,497.60 $41,412.80
$1,388.80 $1,458.40 $1,493.60 $1,523.20 $1,557.60 $1,592.80
$17.36 $18.23 $18.67 $19.04 $19.47 $19.91
Range 12CP* $36,982.40 $38,833.60 $39,769.60 $40,560.00 $41,516.80 $42,411.20
$1,422.40 $1,493.60 $1,529.60 $1,560.00 $1,596.80 $1,631.20
$17.78 $18.67 $19.12 $19.50 $19.96 $20.39
189
AFSCME New Hire Wages Effective 1/1/2015 NOTE: Yearly salary rates are based on 2,080 hours worked.
This wage table applies to employees hired on or after 1/1/2015
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
Range 13 $36,899.20 $38,750.40 $39,520.00 $40,414.40 $41,329.60 $42,203.20
$1,419.20 $1,490.40 $1,520.00 $1,554.40 $1,589.60 $1,623.20
$17.74 $18.63 $19.00 $19.43 $19.87 $20.29
Range 13CP* $37,793.60 $39,686.40 $40,476.80 $41,433.60 $42,328.00 $43,222.40
$1,453.60 $1,526.40 $1,556.80 $1,593.60 $1,628.00 $1,662.40
$18.17 $19.08 $19.46 $19.92 $20.35 $20.78
Range 14 $37,772.80 $39,665.60 $40,560.00 $41,475.20 $42,348.80 $43,305.60
$1,452.80 $1,525.60 $1,560.00 $1,595.20 $1,628.80 $1,665.60
$18.16 $19.07 $19.50 $19.94 $20.36 $20.82
Range 14CP* $38,729.60 $40,664.00 $41,620.80 $42,515.20 $43,409.60 $44,366.40
$1,489.60 $1,564.00 $1,600.80 $1,635.20 $1,669.60 $1,706.40
$18.62 $19.55 $20.01 $20.44 $20.87 $21.33
Range 15 $38,542.40 $40,476.80 $41,392.00 $42,265.60 $43,222.40 $44,158.40
$1,482.40 $1,556.80 $1,592.00 $1,625.60 $1,662.40 $1,698.40
$18.53 $19.46 $19.90 $20.32 $20.78 $21.23
Range 16 $39,499.20 $41,475.20 $42,348.80 $43,305.60 $44,241.60 $45,281.60
$1,519.20 $1,595.20 $1,628.80 $1,665.60 $1,701.60 $1,741.60
$18.99 $19.94 $20.36 $20.82 $21.27 $21.77
Range 16CP* $40,476.80 $42,494.40 $43,388.80 $44,345.60 $45,344.00 $46,425.60
$1,556.80 $1,634.40 $1,668.80 $1,705.60 $1,744.00 $1,785.60
$19.46 $20.43 $20.86 $21.32 $21.80 $22.32
190
AFSCME New Hire Wages Effective 1/1/2015 NOTE: Yearly salary rates are bas~d on 2,080 hours worked.
This wage table applies to employees hired on or after 1/1/2015
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 17 $40,476.80 $42,494.40 $43,451.20 $44,408.00 $45,448.00 $46,550.40
$1,556.80 $1,634.40 $1,671.20 $1,708.00 $1,748.00 $1,790.40
$19.46 $20.43 $20.89 $21.35 $21.85 $22.38
Range 17.5 $38,064.00 $39,977.60 $41,059.20 $42,203.20 $43,430.40 $44,678.40
$1,464.00 $1,537.60 $1,579.20 $1,623.20 $1,670.40 $1,718.40
$18.30 $19.22 $19.74 $20.29 $20.88 $21.48
Range 17CP* $41,475.20 $43,555.20 $44,512.00 $45,510.40 $46,592.00 $47,673.60
$1,595.20 $1,675.20 $1,712.00 $1,750.40 $1,792.00 $1,833.60
$19.94 $20.94 $21.40 $21.88 $22.40 $22.92
Range 18 $41,412.80 $43,492.80 $44,449.60 $45,489.60 $46,592.00 $47,673.60
$1,592.80 $1,672.80 $1,709.60 $1,749.60 $1,792.00 $1,833.60
$19.91 $20.91 $21.37 $21.87 $22.40 $22.92
Range 18.5 $39,124.80 $41,080.00 $42,224.00 $43,451.20 $44,699.20 $45,822.40
$1,504.80 $1,580.00 $1,624.00 $1,671.20 $1,719.20 $1,762.40
$18.81 $19.75 $20.30 $20.89 $21.49 $22.03
Range 18CP* $42,452.80 $44,574.40 $45,572.80 $46,654.40 $47,736.00 $48,817.60
$1,632.80 $1,714.40 $1,752.80 $1,794.40 $1,836.00 $1,877.60
$20.41 $21.43 $21.91 $22.43 $22.95 $23.47
Range 19 $42,411.20 $44,532.80 $45,593.60 $46,696.00 $47,777.60 $48,755.20
$1,631.20 $1,712.80 $1,753.60 $1,796.00 $1,837.60 $1,875.20
$20.39 $21.41 $21.92 $22.45 $22.97 $23.44
191
AFSCME New Hire Wages Effective 1/1/2015 NOTE: Yearly salary rates are based on 2,080 hours worked.
This wage table applies to employees hired on or after 1'/1/2015
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step7
Range 19CP* $43,492.80 $45,676.80 $46,758.40 $47,860.80 $48,942.40 $50,024.00
$1,672.80 $1,756.80 $1,798.40 $1,840.80 $1,882.40 $1,924.00
$20.91 $21.96 $22.48 $23.01 $23.53 $24.05
Range 20 $43,388.80 $45,552.00 $46,654.40 $47,736.00 $48,713.60 $49,816.00 $51,043.20
$1,668.80 $1,752.00 $1,794.40 $1,836.00 $1,873.60 $1,916.00 $1,963.20
$20.86 $21.90 $22.43 $22.95 $23.42 $23.95 $24.54
Range 20.5 $41,412.80 $43,492.80 $44,740.80 $45,864.00 $47,153.60 $48,360.00
$1,592.80 $1,672.80 $1,720.80 $1,764.00 $1,813.60 $1,860.00
$19.91 $20.91 $21.51 $22.05 $22.67 $23.25
Range 20CP* $44,470.40 $46,696.00 $47,798.40 $48,880.00 $49,961.60 $51,022.40
$1,710.40 $1,796.00 $1,838.40 $1,880.00 $1,921.60 $1,962.40
$21.38 $22.45 $22.98 $23.50 $24.02 $24.53
Range 21 $44,470.40 $46,696.00 $47,777.60 $48,755.20 $49,857.60 $51,105.60 $52,374.40
$1,710.40 $1,796.00 $1,837.60 $1,875.20 $1,917.60 $1,965.60 $2,014.40
$21.38 $22.45 $22.97 $23.44 $23.97 $24.57 $25.18
Range 21.5 $42,681.60 $44,824.00 $45,988.80 $47,257.60 $48,630.40 $49,899.20
$1,641.60 $1,724.00 $1,768.80 $1,817.60 $1,870.40 $1,919.20
$20.52 $21.55 $22.11 $22.72 $23.38 $23.99
192
AFSCME New Hire Wages Effective 1/1/2015 NOTE: Yearly salary rates are based on 2,080 hours worked.
This wage table applies to employees hired on or after 1/1/2015
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 21CP* $45,531.20 $47,798.40 $48,880.00 $49,961.60 $51,022.40 $52,395.20
$1,751.20 $1,838.40 $1,880.00 $1,921.60 $1,962.40 $2,015.20
$21.89 $22.98 $23.50 $24.02 $24.53 $25.19
Range 22 $45,552.00 $47,840.00 $48,817.60 $49,940.80 $51,209.60 $52,436.80 $53,747.20
$1,752.00 $1,840.00 $1,877.60 $1,920.80 $1,969.60 $2,016.80 $2,067.20
$21.90 $23.00 $23.47 $24.01 $24.62 $25.21 $25.84
Range 22CP* $46,716.80 $49,046.40 $50,107.20 $51,209.60 $52,561.60 $53,684.80
$1,796.80 $1,886.40 $1,927.20 $1,969.60 $2,021.60 $2,064.80
$22.46 $23.58 $24.09 $24.62 $25.27 $25.81
Range 23 $46,675.20 $49,004.80 $50,128.00 $51,396.80 $52,624.00 $53,830.40 $55,182.40
$1,795.20 $1,884.80 $1,928.00 $1,976.80 $2,024.00 $2,070.40 $2,122.40
$22.44 $23.56 $24.10 $24.71 $25.30 $25.88 $26.53
Range 23CP* $47,798.40 $50,190.40 $51,272.00 $52,665.60 $53,747.20 $55,120.00
$1,838.40 $1,930.40 $1,972.00 $2,025.60 $2,067.20 $2,120.00
$22.98 $24.13 $24.65 $25.32 $25.84 $26.50
Range 24 $47,798.40 $50,190.40 $51,459.20 $52,686.40 $53,892.80 $55,265.60 $56,659.20
$1,838.40 $1,930.40 $1,979.20. $2,026.40 $2,072.80 $2,125.60 $2,179.20
$22.98 $24.13 $24.74 $25.33 $25.91 $26.57 $27.24
193
AFSCME New Hire Wages Effective 1/1/2015 NOTE: Yearly salary rates are based on 2,080 hours worked.
This wage table applies to employees hired on or after 1/1/2015
Step 1 Step 2 Step3 Step4 Step 5 Step 6 Step 7
Range 24.5 $44,969.60 $47,216.00 $48,588.80 $49,857.60 $51,105.60 $52,603.20
$1,729.60 $1,816.00 $1,868.80 $1,917.60 $1,965.60 $2,023.20
$21.62 $22.70 $23.36 $23.97 $24.57 $25.29
Range 24CP* $49,025.60 $51,480.00 $52,873.60 $53,955.20 $55,328.00 $56,659.20
$1,885.60 $1,980.00 $2,033.60 $2,075.20 $2,128.00 $2,179.20
$23.57 $24.75 $25.42 $25.94 $26.60 $27.24
Range 24.SCP* $46,134.40 $48,443.20 $49,920.00 $51,084.80 $52,499.20 $54,017.60
$1,774.40 $1,863.20 $1,920.00 $1,964.80 $2,019.20 $2,077.60
$22.18 $23.29 $24.00 $24.56 $25.24 $25.97
Range 25 $49,004.80 $51,459.20 $52,686.40 $53,892.80 $55,265.60 $56,513.60 $57,928.00
$1,884.80 $1,979.20 $2,026.40 $2,072.80 $2,125.60 $2,173.60 $2,228.00
$23.56 $24.74 $25.33 $25.91 $26.57 $27.17 $27.85
Range 25CP* $50,190.40 $52,707.20 $53,913.60 $55,182.40 $56,596.80 $57,865.60 $59,321.60
$1,930.40 $2,027.20 $2,073.60 $2,122.40 $2,176.80 $2,225.60 $2,281.60
$24.13 $25.34 $25.92 $26.53 $27.21 $27.82 $28.52
Range 26 $50,128.00 $52,644.80 $53,851.20 $55,224.00 $56,472.00 $57,865.60 $59,321.60
$1,928.00 $2,024.80 $2,071.20 $2,124.00 $2,172.00 $2,225.60 $2,281.60
$24.10 $25.31 $25.89 $26.55 $27.15 $27.82 $28.52
Range 26CP* $51,417.60 $53,996.80 $55,369.60 $56,700.80 $58,032.00 $59,404.80 $60,881.60
$1,977.60 $2,076.80 $2,129.60 $2,180.80 $2,232.00 $2,284.80 $2,341.60
$24.72 $25.96 $26.62 $27.26 $27.90 $28.56 $29.27
194
AFSCME New Hire Wages Effective 1/1/2015 NOTE: Yearly salary rates are based on 2,080 hours worked.
This wage table applies to employees hired on or after 1/1/2015
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 27 $51,480.00 $54,059.20 $55,432.00 $56,680.00 $58,073.60 $59,592.00 $61,068.80
$1,980.00 $2,079.20 $2,132.00 $2,180.00 $2,233.60 $2,292.00 $2,348.80
$24.75 $25.99 $26.65 $27.25 $27.92 $28.65 $29.36
Range 27CP* $52,748.80 $55,390.40 $56,721.60 $58,052.80 $59,425.60 $61,110.40 $62,628.80
$2,028.80 $2,130.40 $2,181.60 $2,232.80 $2,285.60 $2,350.40 $2,408.80
$25.36 $26.63 $27.27 $27.91 $28.57 $29.38 $30.11
Range 28 $52,624.00 $55,265.60 $56,513.60 $57,907.20 $59,425.60 $60,964.80 $62,483.20
$2,024.00 $2,125.60 $2,173.60 $2,227.20 $2,285.60 $2,344.80 $2,403.20
$25.30 $26.57 $27.17 $27.84 $28.57 $29.31 $30.04
Range 28CP* $53,955.20 $56,659.20 $57,990.40 $59,363.20 $61,048.00 $62,483.20 $64,043.20
$2,075.20 $2,179.20 $2,230.40 $2,283.20 $2,348.00 $2,403.20 $2,463.20
$25.94 $27.24 $27.88 $28.54 $29.35 $30.04 $30.79
Range 29 $53,955.20 $56,659.20 $58,052.80 $59,571.20 $61,110.40 $62,628.80 $64,188.80
$2,075.20 $2,179.20 $2,232.80 $2,291.20 $2,350.40 $2,408.80 $2,468.80
$25.94 $27.24 $27.91 $28.64 $29.38 $30.11 $30.86
Range 29CP* $55,307.20 $58,073.60 $59,592.00 $61,131.20 $62,649.60 $64,209.60
$2,127.20 $2,233.60 $2,292.00 $2,351.20 $2,409.60 $2,469.60
$26.59 $27.92 $28.65 $29.39 $30.12 $30.87
Range 30 $55,307.20 $58,073.60 $59,592.00 $61,131.20 $62,649.60 $64,209.60 $65,811.20
$2,127.20 $2,233.60 $2,292.00 $2,351.20 $2,409.60 $2,469.60 $2,531.20
$26.59 $27.92 $28.65 $29.39 $30.12 $30.87 $31.64
195
AFSCME New Hire Wages Effective 1/1/2015 NOTE: Yearly salary rates are based on 2,080 hours worked.
This wage table applies to employees hired on or after 1/1/2015
Step 1 Step 2 Step3 Step4 Step 5 Step 6 Step 7
Range 30CP* $56,680.00 $59,508.80 $61,048.00 $62,566.40 $64,126.40 $65,728.00
$2,180.00 $2,288.80 $2,348.00 $2,406.40 $2,466.40 $2,528.00
$27.25 $28.61 $29.35 $30.08 $30.83 $31.60
Range 31 $56,680.00 $59,508.80 $61,048.00 $62,566.40 $64,126.40 $65,728.00 $67,371.20
$2,180.00 $2,288.80 $2,348.00 $2,406.40 $2,466.40 $2,528.00 $2,591.20
$27.25 $28.61 $29.35 $30.08 $30.83 $31.60 $32.39
Range 31CP* $58,115.20 $61,027.20 $62,545.60 $64,105.60 $65,707.20 $67,350.40 $69,035.20
$2,235.20 $2,347.20 $2,405.60 $2,465.60 $2,527.20 $2,590.40 $2,655.20
$27.94 $29.34 $30.07 $30.82 $31.59 $32.38 $33.19
Range 32 $58,115.20 $61,027.20 $62,545.60 $64,105.60 $65,707.20 $67,350.40 $69,035.20
$2,235.20 $2,347.20 $2,405.60 $2,465.60 $2,527.20 $2,590.40 $2,655.20
$27.94 $29.34 $30.07 $30.82 $31.59 $32.38 $33.19
Range 32CP* $59,571.20 $62,545.60 $64,105.60 $65,707.20 $67,350.40 $69,035.20
$2,291.20 $2,405.60 $2,465.60 $2,527.20 $2,590.40 $2,655.20
$28.64 $30.07 $30.82 $31.59 $32.38 $33.19
Range 33 $59,571.20 $62,545.60 $64,105.60 $65,707.20 $67,350.40 $69,035.20 $70,740.80
$2,291.20 $2,405.60 $2,465.60 $2,527.20 $2,590.40 $2,655.20 $2,720.80
$28.64 $30.07 $30.82 $31.59 $32.38 $33.19 $34.01
Range 33CP* $61,068.80 $64,126.40 $65,728.00 $67,371.20 $69,056.00 $70,761.60 $72,529.60
$2,348.80 $2,466.40 $2,528.00 $2,591.20 $2,656.00 $2,721.60 $2,789.60
$29.36 $30.83 $31.60 $32.39 $33.20 $34.02 $34.87
Notes:
1. Wage increases are applied to step 1 .
Wage differential between step 1 and step 2 in each range is 5%. Current differentials are maintained across all other steps.
196
AFSCME New Hire Wages Effective 1/1/2016 NOTE: Yearly salary rates are based on 2,080 hours worked.
This wage table applies to employees hired on or after 1/1/2015
Step 1 Step 2 Step3 Step4 Step 5 Step 6 Step 7
Range 5 $30,992.00 $32,552.00 $33,196.80 $33,945.60 $34,548.80 $35,297.60
$1,192.00 $1,252.00 $1,276.80 $1,305.60 $1,328.80 $1,357.60
$14.90 $15.65 $15.96 $16.32 $16.61 $16.97
Range 6 $31,761.60 $33,342.40 $34,091.20 $34,694.40 $35,443.20 $36,150.40
$1,221.60 $1,282.40 $1,311.20 $1,334.40 $1,363.20 $1,390.40
$15.27 $16.03 $16.39 $16.68 $17.04 $17.38
Range 7 $32,448.00 $34,070.40 $34,673.60 $35,422.40 $36,129.60 $36,961.60
$1,248.00 $1,310.40 $1,333.60 $1,362.40 $1,389.60 $1,421.60
$15.60 $16.38 $16.67 $17.03 $17.37 $17.77
Range 7CP* $33,238.40 $34,902.40 $35,588.80 $36,316.80 $37,065.60 $37,939.20
$1,278.40 $1,342.40 $1,368.80 $1,396.80 $1,425.60 $1,459.20
$15.98 $16.78 $17.11 $17.46 $17.82 $18.24
Range 8 $33,238.40 $34,902.40 $35,651.20 $36,358.40 $37,190.40 $37,918.40
$1,278.40 $1,342.40 $1,371.20 $1,398.40 $1,430.40 $1,458.40
$15.98 $16.78 $17.14 $17.48 $17.88 $18.23
Range 8.5 $33,446.40 $35,110.40 $35,880.00 $36,670.40 $37,502.40 $38,188.80
$1,286.40 $1,350.40 $1,380.00 $1,410.40 $1,442.40 $1,468.80
$16.08 $16.88 $17.25 $17.63 $18.03 $18.36
Range 8CP* $34,091.20 $35,796.80 $36,524.80 $37,273.60 $38,147.20 $38,833.60
$1,311.20 $1,376.80 $1,404.80 $1,433.60 $1,467.20 $1,493.60
$16.39 $17.21 $17.56 $17.92 $18.34 $18.67
197
AFSCME New Hire Wages Effective 1/1/2016 NOTE: Yearly salary rates are based on 2,080 hours worked.
This wage table applies to employees hired on or after 1/1/2015
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 9 $34,049.60 $35,755.20 $36,483.20 $37,336.00 $38,064.00 $38,979.20
$1,309.60 $1,375.20 $1,403.20 $1,436.00 $1,464.00 $1,499.20
$16.37 $17.19 $17.54 $17.95 $18.30 $18.74
Range 9.5 $34,236.80 $35,942.40 $36,753.60 $37,585.60 $38,272.00 $39,145.60
$1,316.80 $1,382.40 $1,413.60 $1,445.60 $1,472.00 $1,505.60
$16.46 $17.28 $17.67 $18.07 $18.40 $18.82
Range 9CP* $34,944.00 $36,691.20 $37,460.80 $38,355.20 $39,062.40 $39,998.40
$1,344.00 $1,411.20 $1,440.80 $1,475.20 $1,502.40 $1,538.40
$16.80 $17.64 $18.01 $18.44 $18.78 $19.23
Range 10 $34,736.00 $36,483.20 $37,336.00 $38,064.00 $38,979.20 $39,748.80
$1,336.00 $1,403.20 $1,436.00 $1,464.00 $1,499.20 $1,528.80
$16.70 $17.54 $17.95 $18.30 $18.74 $19.11
Range 11 $35,505.60 $37,273.60 $38,001.60 $38,916.80 $39,686.40 $40,580.80
$1,365.60 $1,433.60 $1,461.60 $1,496.80 $1,526.40 $1,560.80
$17.07 $17.92 $18.27 $18.71 $19.08 $19.51
Range 12 $36,462.40 $38,292.80 $39,228.80 $40,019.20 $40,934.40 $41,870.40
$1,402.40 $1,472.80 $1,508.80 $1,539.20 $1,574.40 $1,610.40
$17.53 $18.41 $18.86 $19.24 $19.68 $20.13
Range 12CP* $37,356.80 $39,228.80 $40,185.60 $40,996.80 $41,974.40 $42,889.60
$1,436.80 $1,508.80 $1,545.60 $1,576.80 $1,614.40 $1,649.60
$17.96 $18.86 $19.32 $19.71 $20.18 $20.6:i
Range 13 $37,273.60 $39,145.60 $39,936.00 $40,851.20 $41,787.20 $42,681.60
$1,433.60 $1,505.60 $1,536.00 $1,571.20 $1,607.20 $1,641.60
$17.92 $18.82 $19.20 $19.64 $20.09 $20.52
198
AFSCME New Hire Wages Effective 1/1/2016 NOTE: Yearly salary rates are based on 2,080 hours worked.
This wage table applies to employees hired on or after 1/1/2015
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 13CP* $38,168.00 $40,081.60 $40,892.80 $41,870.40 $42,785.60 $43,700.80
$1,468.00 $1,541.60 $1,572.80 $1,610.40 $1,645.60 $1,680.80
$18.35 $19.27 $19.66 $20.13 $20.57 $21.01
Range 14 $38,147.20 $40,060.80 $40,976.00 $41,912.00 $42,806.40 $43,784.00
$1,467.20 $1,540.80 $1,576.00 $1,612.00 $1,646.40 $1,684.00
$18.34 $19.26 $19.70 $20.15 $20.58 $21.05
Range 14CP* $39,124.80 $41,080.00 $42,057.60 $42,972.80 $43,888.00 $44,865.60
$1,504.80 $1,580.00 $1,617.60 $1,652.80 $1,688.00 $1,725.60
$18.81 $19.75 $20.22 $20.66 $21.10 $21.57
Range 15 $38,937.60 $40,892.80 $41,828.80 $42,723.20 $43,700.80 $44,657.60
$1,497.60 $1,572.80 $1,608.80 $1,643.20 $1,680.80 $1,717.60
$18.72 $19.66 $20.11 $20.54 $21.01 $21.47
Range 16 $39,894.40 $41,891.20 $42,785.60 $43,763.20 $44,720.00 $45,780.80
$1,534.40 $1,611.20 $1,645.60 $1,683.20 $1,720.00 $1,760.80
$19.18 $20.14 $20.57 $21.04 $21.50 $22.01
Range 16CP* $40,872.00 $42,910.40 $43,825.60 $44,803.20 $45,822.40 $46,924.80
$1,572.00 $1,650.40 $1,685.60 $1,723.20 $1,762.40 $1,804.80
$19.65 $20.63 $21.07 $21.54 $22.03 $22.56
Range 17 $40,872.00 $42,910.40 $43,888.00 $44,844.80 $45,905.60 $47,028.80
$1,572.00 $1,650.40 $1,688.00 $1,724.80 $1,765.60 $1,808.80
$19.65 $20.63 $21.10 $21.56 $22.07 $22.61
199
AFSCME New Hire Wages Effective 1/1/2016 NOTE: Yearly salary rates 'are based on 2,080 hours worked.
This wage table applies to employees hired on or after 1/1/2015
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 17.5 $38,438.40 $40,352.00 $41,433.60 $42,577.60 $43,804.80 $45,073.60
$1,478.40 $1,552.00 $1,593.60 $1,637.60 $1,684.80 $1,733.60
$18.48 $19.40 $19.92 $20.47 $21.06 $21.67
Range 17CP* $41,891.20 $43,992.00 $44,969.60 $45,988.80 $47,091.20 $48,193.60
$1,611.20 $1,692.00 $1,729.60 $1,768.80 $1,811.20 $1,853.60
$20.14 $21.15 $21.62 $22.11 $22.64 $23.17
Range 18 $41,828.80 $43,929.60 $44,886.40 $45,947.20 $47,070.40 $48,152.00
$1,608.80 $1,689.60 $1,726.40 $1,767.20 $1,810.40 $1,852.00
$20.11 $21.12 $21.58 $22.09 $22.63 $23.15
Range 18.5 $39,520.00 $41,496.00 $42,640.00 $43,867.20 $45,136.00 $46,259.20
$1,520.00 $1,596.00 $1,640.00 $1,687.20 $1,736.00 $1,779.20
$19.00 $19.95 $20.50 $21.09 $21.70 $22.24
Range 18CP* $42,868.80 $45,011.20 $46,030.40 $47,132.80 $48,235.20 $49,337.60
$1,648.80 $1,731.20 $1,770.40 $1,812.80 $1,855.20 $1,897.60
$20.61 $21.64 $22.13 $22.66 $23.19 $23.72
Range 19 $42,827.20 $44,969.60 $46,030.40 $47,153.60 $48,235.20 $49,212.80
$1,647.20 $1,729.60 $1,770.40 $1,813.60 $1,855.20 $1,892.80
$20.59 $21.62 $22.13 $22.67 $23.19 $23.66
Range 19CP* $43,929.60 $46,134.40 $47,236.80 $48,339.20 $49,441.60 $50,544.00
$1,689.60 $1,774.40 $1,816.80 $1,859.20 $1,901.60 $1,944.00
$21.12 $22.18 $22.71 $23.24 $23.77 $24.30
Range 20 ·~ $43,825.60 $46,009.60 $47,132.80 $48,214.40 $49,192.00 $50,315.20 $51,563.20
$1,685.60 $1,769.60 $1,812.80 $1,854.40 $1,892.00 $1,935.20 $1,983.20
$21.07 $22.12 $22.66 $23.18 $23.65 $24.19 $24.79
200
AFSCME New Hire Wages Effective 1/1/2016 NOTE: Yearly salary rates are based on 2,080 hours worked.
This wage table applies to employees hired on or after 1/1/2015
Step 1 Step2 Step3 Step4 Step 5 Step 6 Step 7
Range 20.5 $41,828.80 $43,929.60 $45,198.40 $46,342.40 $47,652.80 $48,859.20
$1,608.80 $1,689.60 $1J38.40 $1J82.40 $1,832.80 $1,879.20
$20.11 $21.12 $21.73 $22.28 $22.91 $23.49
Range 20CP* $44,907.20 $47,153.60 $48,256.00 $49,358.40 $50A60.80 $51542.40
$1,727.20 $1,813.60 $1,856.00 $1,898.40 $1,940.80 $1,982.40
$21.59 $22.67 $23.20 $23.73 $24.26 $24.78
Range 21 $44,907.20 $47,153.60 $48,235.20 $49,212.80 $50,336.00 $51,604.80 $52,894.40
$1J27.20 $1,813.60 $1,855.20 $1,892.80 $1,936.00 $1,984.80 $2,034.40
$21.59 $22.67 $23.19 $23.66 $24.20 $24.81 $25.43
Range 21.5 $43,118.40 $45,281.60 $46A46.40 $47,736.00 $49,129.60 $50A19.20
$1,658.40 $1J41.60 $1,786.40 $1,836.00 $1,889.60 $1,939.20
$20.73 $21.77 $22.33 $22.95 $23.62 $24.24
Range 21CP* $45,988.80 $48,297.60 $49AOO.OO $50,502.40 $51,584.00 $52,977.60
$1,768.80 $1,857.60 $1,900.00 $1,942.40 $1,984.00 $2,037.60
$22.11 $23.22 $23.75 $24.28 $24.80 $25.47
Range 22 $46,009.60 $48,318.40 $49,296.00 $50A19.20 $51,688.00 $52,915.20 $54,225.60
$1,769.60 $1,858.40 $1,896.00 $1,939.20 $1,988.00 $2,035.20 $2,085.60
$22.12 $23.23 $23.70 $24.24 $24.85 $25.44 $26.07
Range 22CP* $47,174.40 $49,524.80 $50,585.60 $51,688.00 $53,040.00 $54,163.20
$1,814.40 $1,904.80 $1,945.60 $1,988.00 $2,040.00 $2,083.20
$22.68 $23.81 $24.32 $24.85 $25.50 $26.04
Range 23 $47,132.80 $49A83.20 $50,606.40 $51,875.20 $53,102.40 $54,308.80 $55,660.80
$1,812.80 $1,903.20 $1,946.40 $1,995.20 $2,042.40 $2,088.80 $2,140.80
$22.66 $23.79 $24.33 $24.94 $25.53 $26.11 $26.76
201
AFSCME New Hire Wages Effective 1/1/2016 NOTE: Yearly salary rates are based on 2,080 hours worked.
This wage table applies to employees hired on or after 1/1/2015
Step 1 Step 2 Step 3 Step4 StepS Step 6 Step 7
Range 23CP* $48,276.80 $50,689.60 $51,771.20 $53,164.80 $54,246.40 $55,619.20
$1,856.80 $1,949.60 $1,991.20 $2,044.80 $2,086.40 $2,139.20
$23.21 $24.37 $24.89 $25.56 $26.08 $26.74
Range 24 $48,276.80 $50,689.60 $51,958.40 $53,185.60 $54,412.80 $55,785.60 $57,200.00
$1,856.80 $1,949.60 $1,998.40 $2,045.60 $2,092.80 $2,145.60 $2,200.00
$23.21 $24.37 $24.98 $25.57 $26.16 $26.82 $27.50
Range 24.5 $45,427.20 $47,694.40 $49,088.00 $50,377.60 $51,646.40 $53,164.80
$1,747.20 $1,834.40 $1,888.00 $1,937.60 $1,986.40 $2,044.80
$21.84 $22.93 $23.60 $24.22 $24.83 $25.56
Range 24CP* $49,524.80 $52,000.00 $53,414.40 $54,496.00 $55,889.60 $57,220.80
$1,904.80 $2,000.00 $2,054.40 $2,096.00 $2,149.60 $2,200.80
$23.81 $25.00 $25.68 $26.20 $26.87 $27.51
Range 24.5CP* $46,592.00 $48,921.60 $50,419.20 $51,584.00 $53,019.20 $54,537.60
$1,792.00 $1,881.60 $1,939.20 $1,984.00 $2,039.20 $2,097.60
$22.40 $23.52 $24.24 $24.80 $25.49 $26.22
Range 25 $49,504.00 $51,979.20 $53,206.40 $54,433.60 $55,806.40 $57,054.40 $58,489.60
$1,904.00 $1,999.20 $2,046.40 $2,093.60 $2,146.40 $2,194.40 $2,249.60
$23.80 $24.99 $25.58 $26.17 $26.83 $27.43 $28.12
Range 25CP* $50,689.60 $53,227.20 $54,433.60 $55,702.40 $57,137.60 $58,427.20 $59,904.00
$1,949.60 $2,047.20 $2,093.60 $2,142.40 $2,197.60 $2,247.20 $2,304.00
$24.37 $25.59 $26.17 $26.78 $27.47 $28.09 $28.80
202
AFSCME New Hire Wages Effective 1/1/2016 NOTE: Yearly salary rates are based on 2,080 hours worked.
This wage table applies to employees hired on or after 1/1/2015
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
Range 26 $50,627.20 $53,164.80 $54,392.00 $55,764.80 $57,012.80 $58,406.40 $59,862.40
$1,947.20 $2,044.80 $2,092.00 $2,144.80 $2,192.80 $2,246.40 $2,302.40
$24.34 $25.56 $26.15 $26.81 $27.41 $28.08 $28.78
Range 26CP* $51,937.60 $54,537.60 $55,931.20 $57,283.20 $58,635.20 $60,028.80 $61,526.40
$1,997.60 $2,097.60 $2,151.20 $2,203.20 $2,255.20 $2,308.80 $2,366.40
$24.97 $26.22 $26.89 $27.54 $28.19 $28.86 $29.58
Range 27 $52,000.00 $54,600.00 $55,993.60 $57,262.40 $58,676.80 $60,216.00 $61,713.60
$2,000.00 $2,100.00 $2,153.60 $2,202.40 $2,256.80 $2,316.00 $2,373.60
$25.00 $26.25 $26.92 $27.53 $28.21 $28.95 $29.67
Range 27CP* $53,268.80 $55,931.20 $57,283.20 $58,635.20 $60,028.80 $61,734.40 $63,273.60
$2,048.80 $2,151.20 $2,203.20 $2,255.20 $2,308.80 $2,374.40 $2,433.60
$25.61 $26.89 $27.54 $28.19 $28.86 $29.68 $30.42
Range 28 $53,144.00 $55,806.40 $57,054.40 $58,448.00 $59,987.20 $61,547.20 $63,086.40
$2,044.00 $2,146.40 $2,194.40 $2,248.00 $2,307.20 $2,367.20 $2,426.40
$25.55 $26.83 $27.43 $28.10 $28.84 $29.59 $30.33
Range 28CP* $54,496.00 $57,220.80 $58,572.80 $59,945.60 $61,651.20 $63,107.20 $64,688.00
$2,096.00 $2,200.80 $2,252.80 $2,305.60 $2,371.20 $2,427.20 $2,488.00
$26.20 $27.51 $28.16 $28.82 $29.64 $30.34 $31.10
Range 29 $54,496.00 $57,220.80 $58,635.20 $60,174.40 $61,734.40 $63,273.60 $64,854.40
$2,096.00 $2,200.80 $2,255.20 $2,314.40 $2,374.40 $2,433.60 $2,494.40
$26.20 $27.51 $28.19 $28.93 $29.68 $30.42 $31.18
Range 29CP* ~~~ $55,868.80 $58,656,00 $60,19520 $61,755.20 $63,294.40 $64,875.20
$2,148.80 $2,256.00 $2,315.20 $2,375.20 $2,434.40 $2,495.20
$26.86 $28.20 $28.94 $29.69 $30.43 $31.19
Range 30
Range 30CP*
Range 31
Range 31CP*
Range 32
Range 32CP*
Range 33
Range 33CP*
203
AFSCME New Hire Wages Effective 1/1/2016 NOTE: Yearly salary rates are based on 2,080 hours worked.
This wage table applies to employees hired on or after 1/1/2015
Step 1
$55,868.80
$2,148.80
$26.86
$57,241.60
$2,201.60
$27.52
$57,241.60
$2,201.60
$27.52
$58,697.60
$2,257.60
$28.22
$58,697.60
$2,257.60
$28.22
$60,174.40
$2,314.40
$28.93
$60,174.40
$2,314.40
$28.93
$61,672.00
$2,372.00
$29.65
Step 2
$58,656.00
$2,256.00
$28.20
$60,112.00
$2,312.00
$28.90
$60,112.00
$2,312.00
$28.90
$61,630.40
$2,370.40
$29.63
$61,630.40
$2,370.40
$29.63
$63,190.40
$2,430.40
$30.38
$63,190.40
$2,430.40
$30.38
$64,750.40
$2,490.40
$31.13
Step 3
$60,195.20
$2,315.20
$28.94
$61,672.00
$2,372.00
$29.65
$61,672.00
$2,372.00
$29.65
$63,169.60
$2,429.60
$30.37
$63,169.60
$2,429.60
$30.37
$64,771.20
$2,491.20
$31.14
$64,771.20
$2,491.20
$31.14
$66,372.80
$2,552.80
$31.91
Step4
$61,755.20
$2,375.20
$29.69
$63,211.20
$2,431.20
$30.39
$63,211.20
$2,431.20
$30.39
$64,750.40
$2,490.40
$31.13
$64,750.40
$2,490.40
$31.13
$66,393.60
$2,553.60
$31.92
$66,393.60
$?,553.60
$31.92
$68,036.80
$2,616.80
$32.71
StepS
$63,294.40
$2,434.40
$30.43
$64,792.00
$2,492.00
$31.15
$64,792.00
$2,492.00
$31.15
$66,372.80
$2,552.80
$31.91
$66,372.80
$2,552.80
$31.91
$68,057.60
$2,617.60
$32.72
$68,057.60
$2,617.60
$32.72
$69,742.40
$2,682.40
$33.53
Step 6
$64,875.20
$2,495.20
$31.19
$66,414.40
$2,554.40
$31.93
$66,414.40
$2,554.40
$31.93
$68,036.80
$2,616.80
$32.71
$68,036.80
$2,616.80
$32.71
$69,763.20
$2,683.20
$33.54
$69,763.20
$2,683.20
$33.54
$71,468.80
$2,748.80
$34.36
Step 7
$66,497.60
$2,557.60
$31.97
$68,078.40
$2,618.40
$32.73
$69,742.40
$2,682.40
$33.53
$69,742.40
$2,682.40
$33.53
$71,489.60
$2,749.60
$34.37
$73,257.60
$2,817.60
$35.22
204
AFSCME New Hire Wages Effective 1/1/2017 NOTE: Yearly salary rates are based on 2,080 hours worked.
This wage table applies to employees hired on or after 1/1/2015
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
Range 5 $31,304.00 $32,864.00 $33,508.80 $34,257.60 $34,860.80 $35,609.60
$1,204.00 $1,264.00 $1,288.80 $1,317.60 $1,340.80 $1,369.60
$15.05 $15.80 $16.11 $16.47 $16.76 $17.12
Range 6 $32,073.60 $33,675.20 $34,444.80 $35,068.80 $35,838.40 $36,566.40
$1,233.60 $1,295.20 $1,324.80 $1,348.80 $1,378.40 $1,406.40
$15.42 $16.19 $16.56 $16.86 $17.23 $17.58
Range 7 $32,780.80 $34,424.00 $35,048.00 $35,817.60 $36,545.60 $37,398.40
$1,260.80 $1,324.00 $1,348.00 $1,377.60 $1,405.60 $1,438.40
$15.76 $16.55 $16.85 $17.22 $17.57 $17.98
Range 7CP* $33,571.20 $35,256.00 $35,963.20 $36,712.00 $37,481.60 $38,376.00
$1,291.20 $1,356.00 $1,383.20 $1,412.00 $1,441.60 $1,476.00
$16.14 $16.95 $17.29 $17.65 $18.02 $18.45
Range 8 $33,571.20 $35,256.00 $36,025.60 $36,753.60 $37,606.40 $38,334.40
$1,291.20 $1,356.00 $1,385.60 $1,413.60 $1,446.40 $1,474.40
$16.14 $16.95 $17.32 $17.67 $18.08 $18.43
Range 8.5 $33,779.20 $35,464.00 $36,254.40 $37,065.60 $37,918.40 $38,604.80
$1,299.20 $1,364.00 $1,394.40 $1,425.60 $1,458.40 $1,484.80
$16.24 $17.05 $17.43 $17.82 $18.23 $18.56
Range 8CP* $34,424.00 $36,150.40 $36,899.20 $37,668.80 $38,563.20 $39,270.40
$1,324.00 $1,390.40 $1,419.20 $1,448.80 $1,483.20 $1,510.40
$16.55 $17.38 $17.74 $18.11 $18.54 $18.88
Range 9 $34,382.40 $36,108.80 $36,836.80 $37,689.60 $38,417.60 $39,353.60
$1,322.40 $1,388.80 $1,416.80 $1,449.60 $1,477.60 $1,513.60
$16.53 $17.36 $17.71 $18.12 $18.47 $18.92
205
AFSCME New Hire Wages Effective 1/1/2017 NOTE: Yearly salary rates are based on 2,080 hours worked.
This wage table applies to employees hired on or after 1/1/2015
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 9.5 $34,569.60 $36,296.00 $37,107.20 $37,960.00 $38,646.40 $39,520.00
$1,329.60 $1,396.00 $1,427.20 $1,460.00 $1,486.40 $1,520.00
$16.62 $17.45 $17.84 $18.25 $18.58 $19.00
Range 9CP* $35,297.60 $37,065.60 $37,835.20 $38,729.60 $39,436.80 $40,393.60
$1,357.60 $1,425.60 $1,455.20 $1,489.60 $1,516.80 $1,553.60
$16.97 $17.82 $18.19 $18.62 $18.96 $19.42
Range 10 $35,089.60 $36,836.80 $37,689.60 $38,417.60 $39,353.60 $40,144.00
$1,349.60 $1,416.80 $1,449.60 $1,477.60 $1,513.60 $1,544.00
$16.87 $17.71 $18.12 $18.47 $18.92 $19.30
Range 11 $35,859.20 $37,648.00 $38,376.00 $39,312.00 $40,102.40 $41,017.60
$1,379.20 $1,448.00 $1,476.00 $1,512.00 $1,542.40 $1,577.60
$17.24 $18.10 $18.45 $18.90 $19.28 $19.72
Range 12 $36,836.80 $38,688.00 $39,624.00 $40,414.40 $41,329.60 $42,265.60
$1,416.80 $1,488.00 $1,524.00 $1,554.40 $1,589.60 $1,625.60
$17.71 $18.60 $19.05 $19.43 $19.87 $20.32
Range 12CP* $37,731.20 $39,624.00 $40,580.80 $41,392.00 $42,369.60 $43,284.80
$1,451.20 $1,524.00 $1,560.80 $1,592.00 $1,629.60 $1,664.80
$18.14 $19.05 $19.51 $19.90 $20.37 $20.81
Range 13 $37,648.00 $39,540.80 $40,331.20 $41,246.40 $42,182.40 $43,076.80
$1,448.00 $1,520.80 $1,551.20 $1,586.40 $1,622.40 $1,656.80
$18.10 $19.01 $19.39 $19.83 $20.28 $20.71
206
AFSCME New Hire Wages Effective 1/1/2017 NOTE: Yearly salary rates are based on 2,080 hours worked.
This wage table applies to employees hired on or after 1/1/2015
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 13CP* $38,542.40 $40,476.80 $41,288.00 $42,265.60 $43,180.80 $44,096.00
$1,482.40 $1,556.80 $1,588.00 $1,625.60 $1,660.80 $1,696.00
$18.53 $19.46 $19.85 $20.32 $20.76 $21.20
Range 14 $38,521.60 $40,456.00 $41,371.20 $42,307.20 $43,201.60 $44,179.20
$1,481.60 $1,556.00 $1,591.20 $1,627.20 $1,661.60 $1,699.20
$18.52 $19.45 $19.89 $20.34 $20.77 $21.24
Range 14CP* $39,520.00 $41,496.00 $42,473.60 $43,388.80 $44,304.00 $45,281.60
$1,520.00 $1,596.00 $1,633.60 $1,668.80 $1,704.00 $1,741.60
$19.00 $19.95 $20.42 $20.86 $21.30 $21.77
Range 15 $39,332.80 $41,308.80 $42,244.80 $43,139.20 $44,116.80 $45,073.60
$1,512.80 $1,588.80 $1,624.80 $1,659.20 $1,696.80 $1,733.60
$18.91 $19.86 $20.31 $20.74 $21.21 $21.67
Range 16 $40,289.60 $42,307.20 $43,201.60 $44,179.20 $45,136.00 $46,196.80
$1,549.60 $1,627.20 $1,661.60 $1,699.20 $1,736.00 $1,776.80
$19.37 $20.34 $20.77 $21.24 $21.70 $22.21
Range 16CP* $41,288.00 $43,347.20 $44,262.40 $45,240.00 $46,259.20 $47,361.60
$1,588.00 $1,667.20 $1,702.40 $1,740.00 $1,779.20 $1,821.60
$19.85 $20.84 $21.28 $21.75 $22.24 $22.77
Range 17 $41,288.00 $43,347.20 $44,324.80 $45,281.60 $46,342.40 $47,465.60
$1,588.00 $1,667.20 $1,704.80 $1,741.60 $1,782.40 $1,825.60
$19.85 $20.84 $21.31 $21.77 $22.28 $22.82
207
AFSCME New Hire Wages Effective 1/1/2017 NOTE: Yearly salary rates are based on 2,080 hours worked.
This wage table applies to employees hired on or after 1/1/2015
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Range 17.5 $38,812.80 $40,747.20 $41,849.60 $43,014.40 $44,262.40 $45,531.20
$1,492.80 $1,567.20 $1,609.60 $1,654.40 $1,702.40 $1,751.20
$18.66 $19.59 $20.12 $20.68 $21.28 $21.89
Range 17CP* $42,307.20 $44,428.80 $45,406.40 $46,425.60 $47,528.00 $48,630.40
$1,627.20 $1,708.80 $1,746.40 $1,785.60 $1,828.00 $1,870.40
$20.34 $21.36 $21.83 $22.32 $22.85 $23.38
Range 18 $42,244.80 $44,366.40 $45,323.20 $46,384.00 $47,507.20 $48,609.60
$1,624.80 $1,706.40 $1,743.20 $1,784.00 $1,827.20 $1,869.60
$20.31 $21.33 $21.79 $22.30 $22.84 $23.37
Range 18.5 $39,915.20 $41,912.00 $43,076.80 $44,324.80 $45,614.40 $46,758.40
$1,535.20 $1,612.00 $1,656.80 $1,704.80 $1,754.40 $1,798.40
$19.19 $20.15 $20.71 $21.31 $21.93 $22.48
Range 18CP* $43,305.60 $45,468.80 $46,488.00 $47,590.40 $48,713.60 $49,816.00
$1,665.60 $1,748.80 $1,788.00 $1,830.40 $1,873.60 $1,916.00
$20.82 $21.86 $22.35 $22.88 $23.42 $23.95
Range 19 $43,264.00 $45,427.20 $46,508.80 $47,652.80 $48,755.20 $49,753.60
$1,664.00 $1,747.20 $1,788.80 $1,832.80 $1,875.20 $1,913.60
$20.80 $21.84 $22.36 $22.91 $23.44 $23.92
Range 19CP* $44,366.40 $46,592.00 $47,715.20 $48,838.40 $49,961.60 $51,084.80
$1,706.40 $1,792.00 $1,835.20 $1,878.40 $1,921.60 $1,964.80
$21.33 $22.40 $22.94 $23.48 $24.02 $24.56
Range 20 $44,262.40 $46,467.20 $47,611.20 $48,713.60 $49,712.00 $50,835.20 $52,104.00
$1,702.40 $1,787.20 $1,831.20 $1,873.60 $1,912.00 $1,955.20 $2,004.00
$21.28 $22.34 $22.89 $23.42 $23.90 $24.44 $25.05
208
AFSCME New Hire Wages Effective 1/1/2017 NOTE: Yearly salary rates are based on 2,080 hours worked.
This wage table applies to employees hired on or after 1/1/2015
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 20.5 $42,244.80 $44,366.40 $45,656.00 $46,800.00 $48,131.20 $49,358.40
$1,624.80 $1J06.40 $1,756.00 $1,800.00 $1,851.20 $1,898.40
$20.31 $21.33 $21.95 $22.50 $23.14 $23.73
Range 20CP* $45,364.80 $47,632.00 $48,755.20 $49,857.60 $50,960.00 $52,041.60
$1J44.80 $1,832.00 $1,875.20 $1,917.60 $1,960.00 $2,001.60
$21.81 $22.90 $23.44 $23.97 $24.50 $25.02
Range 21 $45,364.80 $47,632.00 $48,734.40 $49,732.80 $50,876.80 $52,166.40 $53A76.80
$1J44.80 $1,832.00 $1,874.40 $1,912.80 $1,956.80 $2,006.40 $2,056.80
$21.81 $22.90 $23.43 $23.91 $24.46 $25.08 $25.71
Range 21.5 $43,555.20 $45,739.20 $46,924.80 $48,235.20 $49,628.80 $50,939.20
$1,675.20 $1J59.20 $1,804.80 $1,855.20 $1,908.80 $1,959.20
$20.94 $21.99 $22.56 $23.19 $23.86 $24.49
Range 21CP* $46A46.40 $48,776.00 $49,878.40 $50,980.80 $52,062.40 $53A76.80
$1J86.40 $1,876.00 $1,918.40 $1,960.80 $2,002.40 $2,056.80
$22.33 $23.45 $23.98 $24.51 $25.03 $25.71
Range 22 $46A67.20 $48,796.80 $49,795.20 $50,939.20 $52,228.80 $53A76.80 $54,808.00
$1J87.20 $1,876.80 $1,915.20 $1,959.20 $2,008.80 $2,056.80 $2,108.00
$22.34 $23.46 $23.94 $24.49 $25.11 $25.71 $26.35
Range 22CP* $47,652.80 $50,044.80 $51,126.40 $52,249.60 $53,622.40 $54,766.40
$1,832.80 $1,924.80 $1,966.40 $2,009.60 $2,062.40 $2,106.40
$22.91 $24.06 $24.58 $25.12 $25.78 $26.33
Range 23 $47,611.20 $49,982.40 $51,126.40 $52A16.00 $53,664.00 $54,891.20 $56,264.00
$1,831.20 $1,922.40 $1,966.40 $2,016.00 $2,064.00 $2,111.20 $2,164.00
$22.89 $24.03 $24.58 $25.20 $25.80 $26.39 $27.05
209
AFSCME New Hire Wages Effective 1/1/2017 NOTE: Yearly salary rates are based on 2,080 hours worked.
This wage table applies to employees hired on or after 1/1/2015
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 23CP* $48,755.20 $51,188.80 $52,291.20 $53,705.60 $54,808.00 $56,201.60
$1,875.20 $1,968.80 $2,011.20 $2,065.60 $2,108.00 $2,161.60
$23.44 $24.61 $25.14 $25.82 $26.35 $27.02
Range 24 $48,755.20 $51,188.80 $52,478.40 $53,726.40 $54,953.60 $56,347.20 $57,761.60
$1,875.20 $1,968.80 $2,018.40 $2,066.40 $2,113.60 $2,167.20 $2,221.60
$23.44 $24.61 $25.23 $25.83 $26.42 $27.09 $27.77
Range 24.5 $45,884.80 $48,172.80 $49,566.40 $50,876.80 $52,166.40 $53,684.80
$1,764.80 $1,852.80 $1,906.40 $1,956.80 $2,006.40 $2,064.80
$22.06 $23.16 $23.83 $24.46 $25.08 $25.81
Range 24CP* $50,024.00 $52,520.00 $53,934.40 $55,036.80 $56,430.40 $57,782.40
$1,924.00 $2,020.00 $2,074.40 $2,116.80 $2,170.40 $2,222.40
$24.05 $25.25 $25.93 $26.46 $27.13 $27.78
Range 24.5CP* $47,049.60 $49,400.00 $50,897.60 $52,083.20 $53,518.40 $55,057.60
$1,809.60 $1,900.00 $1,957.60 $2,003.20 $2,058.40 $2,117.60
$22.62 $23.75 $24.47 $25.04 $25.73 $26.47
Range 25 $50,003.20 $52,499.20 $53,747.20 $54,974.40 $56,368.00 $57,636.80 $59,072.00
$1,923.20 $2,019.20 $2,067.20 $2,114.40 $2,168.00 $2,216.80 $2,272.00
$24.04 $25.24 $25.84 $26.43 $27.10 $27.71 $28.40
Range 25CP* $51,188.80 $53,747.20 $54,974.40 $56,264.00 $57,699.20 $58,988.80 $60,465.60
$1,968.80 $2,067.20 $2,114.40 $2,164.00 $2,219.20 $2,268.80 $2,325.60
$24.61 $25.84 $26.43 $27.05 $27.74 $28.36 $29.07
Range 26 $51,126.40 $53,684.80 $54,912.00 $56,305.60 $57,574.40 $58,988.80 $60,465.60
$1,966.40 $2,064.80 $2,112.00 $2,165.60 $2,214.40 $2,268.80 $2,325.60
$24.58 $25.81 $26.40 $27.07 $27.68 $28.36 $29.07
210
AFSCME New Hire Wages Effective 1/1/2017 NOTE: Yearly salary rates are based on 2,080 hours worked.
This wage table applies to employees hired on or after 1/1/2015
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
Range 26CP* $52,457.60 $55,078.40 $56,472.00 $57,824.00 $59,176.00 $60,569.60 $62,088.00
$2,017.60 $2,118.40 $2,172.00 $2,224.00 $2,276.00 $2,329.60 $2,388.00
$25.22 $26.48 $27.15 $27.80 $28.45 $29.12 $29.85
Range 27 $52,520.00 $55,140.80 $56,534.40 $57,803.20 $59,217.60 $60,777.60 $62,275.20
$2,020.00 $2,120.80 $2,174.40 $2,223.20 $2,277.60 $2,337.60 $2,395.20
$25.25 $26.51 $27.18 $27.79 $28.47 $29.22 $29.94
Rang~ 27CP* $53,809.60 $56,492.80 $57,844.80 $59,196.80 $60,590.40 $62,316.80 $63,856.00
$2,069.60 $2,172.80 $2,224.80 $2,276.80 $2,330.40 $2,396.80 $2,456.00
$25.87 $27.16 $27.81 $28.46 $29.13 $29.96 $30.70
Range 28 $53,684.80 $56,368.00 $57,636.80 $59,051.20 $60,590.40 $62,150.40 $63,689.60
$2,064.80 $2,168.00 $2,216.80 $2,271.20 $2,330.40 $2,390.40 $2,449.60
$25.81 $27.10 $27.71 $28.39 $29.13 $29.88 $30.62
Range 28CP* $55,036.80 $57,782.40 $59,134.40 $60,528.00 $62,254.40 $63,710.40 $65,291.20
$2,116.80 $2,222.40 $2,274.40 $2,328.00 $2,394.40 $2,450.40 $2,511.20
$26.46 $27.78 $28.43 $29.10 $29.93 $30.63 $31.39
Range 29 $55,036.80 $57,782.40 $59,196.80 $60,756.80 $62,337.60 $63,897.60 $65,478.40
$2,116.80 $2,222.40 $2,276.80 $2,336.80 $2,397.60 $2,457.60 $2,518.40
$26.46 $27.78 $28.46 $29.21 $29.97 $30.72 $31.48
Range 29CP* $56,430.40 $59,259.20 $60,819.20 $62,400.00 $63,960.00 $65,561.60
$2,170.40 $2,279.20 $2,339.20 $2,400.00 $2,460.00 $2,521.60
$27.13 $28.49 $29.24 $30.00 $30.75 $31.52
Range 30 $56,430.40 $59,259.20 $60,819.20 $62,400.00 $63,960.00 $65,561.60 $67,204.80
$2,170.40 $2,279.20 $2,339.20 $2,400.00 $2,460.00 $2,521.60 $2,584.80
$27.13 $28.49 $29.24 $30.00 $30.75 $31.52 $32.31
211
AFSCME New Hire Wages Effective 1/1/2017 NOTE: Yearly salary rates are based on 2,080 hours worked.
This wage table applies to employees hired on or after 1/1/2015
Step 1 Step 2 Step 3 Step4 Step 5 Step 6 Step 7
Range 30CP* $57,824.00 $60,715.20 $62,296.00 $63,856.00 $65,436.80 $67,080.00
$2,224.00 $2,335.20 $2,396.00 $2,456.00 $2,516.80 $2,580.00
$27.80 $29.19 $29.95 $30.70 $31.46 $32.25
Range 31 $57,824.00 $60,715.20 $62,296.00 $63,856.00 $65,436.80 $67,080.00 $68,764.80
$2,224.00 $2,335.20 $2,396.00 $2,456.00 $2,516.80 $2,580.00 $2,644.80
$27.80 $29.19 $29.95 $30.70 $31.46 $32.25 $33.06
Range 31CP* $59,280.00 $62,254.40 $63,814.40 $65,395.20 $67,038.40 $68,723.20 $70,449.60
$2,280.00 $2,394.40 $2,454.40 $2,515.20 $2,578.40 $2,643.20 $2,709.60
$28.50 $29.93 $30.68 $31.44 $32.23 $33.04 $33.87
Range 32 $59,280.00 $62,254.40 $63,814.40 $65,395.20 $67,038.40 $68,723.20 $70,449.60
$2,280.00 $2,394.40 $2,454.40 $2,515.20 $2,578.40 $2,643.20 $2,709.60
$28.50 $29.93 $30.68 $31.44 $32.23 $33.04 $33.87
Range 32CP* $60,777.60 $63,814.40 $65,395.20 $67,038.40 $68,723.20 $70,449.60
$2,337.60 $2,454.40 $2,515.20 $2,578.40 $2,643.20 $2,709.60
$29.22 $30.68 $31.44 $32.23 $33.04 $33.87
Range 33 $60,777.60 $63,814.40 $65,395.20 $67,038.40 $68,723.20 $70,449.60 $72,196.80
$2,337.60 $2,454.40 $2,515.20 $2,578.40 $2,643.20 $2,709.60 $2,776.80
$29.22 $30.68 $31.44 $32.23 $33.04 $33.87 $34.71
Range 33CP* $62,296.00 $65,416.00 $67,059.20 $68,744.00 $70,470.40 $72,217.60 $74,027.20
$2,396.00 $2,516.00 $2,579.20 $2,644.00 $2)110,40 $?J77.60 $2}847,20
$29.95 $31.45 $32.24 $33.05 $33.88 $34.72 $35.59
212
APPENDIX C -CITY WIDE REORGANIZATION
As referenced in Article 1, Section 1
Historical Current as of 7/1/2006
Building Building Services CS: Planning & Development Unit Code Enforcement CS: Planning_ & Development Unit Historic Preservation CS: Planning & Development Unit Housing Bureau CS: Planning & Development Unit Appeal Boards CS: Planning & Development Unit
Solid Waste PS: Field Operations Clean Communities SS: Police
Parks and Recreation Recreation Facilities CS: Parks & Recreation Unit Park Ops and Maintenance PS: Field Operations Forestry PS: Field Operations Natural Area Preservation PS: Field Operations Park Planning CS: Parks & Recreation Unit Park and Rec Boards CS: Parks & Recreation Unit
Community Development CS: Office of Community Development Human Services Housing_ Services Housing Rehabilitation Board Support
Water Utilities Wastewater Treatment Plant PS: Wastewater Treatment Services Water Treatment Plant PS: Water· Treatment Services Systems Planning PS: Systems Planning Customer Service PS: Customer Service & Call Center
Finance Financial Planning FAS: Financial & Budget Planning_ Unit Accounting FAS: Accounting/Payroll Unit Assessor FAS: Assessor Unit Treasury FAS: Treasury Unit Strategic Planning FAS: Financial & Budget Planning Unit Purchasing FAS: Procurement Unit
FAS: Information Technology Unit Administrative Services Facility Maintenance and Operations Facility Maintenance and Operations Telecommunications
City Clerk AS: Clerk Services Unit Elections AS: Clerk Services Unit Permits AS: Clerk Services Unit Records AS: Clerk Services Unit CC Meeting Support AS: Clerk Services Unit
CTN- Public Info Services AS: Communications
213
Historical Current as of 7/1/2006
Planning CS: Planning & Development Unit Master Planning Services Development Review Planning Commission
Public Services Project Management PS: Project Management Field Operations PS: Field Operations Engineering PS: Project Management Fleet PS: Fleet & Facility Maintenance
Housing Commission Housing Commission
214
APPENDIX D- HEALTH CARE WAIVER PROGRAM
APPENDIX C- HEALTH COVERAGE COST CONTAINMENT WAIVER PROGRAM
Waiver Program: Regular full-time or part-time employees who have completed the probationary period may waive the City of Ann Arbor's health care coverage when first eligible, during Open Enrollment, or within 30 days of a "life event". To take advantage of this cost containment program, an employee must complete and submit the Health Care Coverage Waiver Form and the Health Care Coverage Enrollment I Change Form to the Benefits Staff of Human Resources Services.
The above referenced forms must be completed each year during the annual Open Enrollment, or within 30 days of a "life event".
Eligibility: Regular full-time or part-time employees who are covered under another group health plan are eligible for the Waiver Program. An employee is not eligible if such employee is enrolled as a dependent in the City of Ann Arbor's program through a current active employee or retiree. An employee must be actively employed on the last day of the calendar quarter to be eligible for payment.
Amount of Payment: In return, the employee will receive a $2,000.00 ($1 ,800 for health, $150 for dental, $50 for vision) payment for the Plan Year for which the employee elects not to participate in the City's health care programs. This payment is included in an employee's taxable gross income and subject to all appropriate state and federal taxes and pension contributions. Payments will consist of four quarterly payments of up to $500.00 as follows:
Quarter 1 (July-September) Quarter 2 (October-December) Quarter 3 (January-March) Quarter 4 (April-June)
1st pay in October 1st pay in January 1st pay in April 1st pay in July
If an employee enters the program during a quarter, the payment will be prorated by month.
Re-Entry Into the City's Health Coverage Programs: Employees who elect to waive the City's health care coverage may re-enter the City's program during Open Enrollment or if the employee loses coverage under an alternate arrangement. The employee must provide written proof of such loss within 30 days from the date of loss. If an employee re-enters coverage under the city's programs during a quarter, then the employee will receive payment for the full month(s) of non-participation. If a payment has been made to an employee by the City for a period in which such employee re-enters coverage under the City's programs, then the employee must repay the City a prorated amount for those month(s) of resumed coverage.
The City of Ann Arbor reserves the right to amend or terminate this program at any time, and if so, will announce the change during Open Enrollment, and the change will be effective for that upcoming Plan Year for which such Open Enrollment is occurring.
215
APPENDIX E - SUMMARY OF BENEFITS
High Plan (10% Premium)
Plan Provision
Single In-Network Deductible $300 Family In-Network Deductible $600
Single In-Network Coinsurance 80%120% Family In-Network Coinsurance 80%120%
Single Out-of-Network Deductible $600 Family Out-of-Network Deductible $1,200
Single Out-of-Network Coinsurance 60%140% Family Out-of-Network Coinsurance 60%140%
Single In-Network Out-of-Pocket $1,200 Family In-Network Out-of-Pocket $2,500
Single Out-of-Network Out-of-Pocket $2,400 Family Out-of-Network Out-of-Pocket $5,000
Annual per Person Routine Wellness 100%
Office Visit Copayments: Routine $10 Office Visit Copayments: Specialist $10
Urgent Care Copayments $10
Additional Inpatient Hospital Deductible $0
Prescriptions 30 Days Generic I Brand $10 I $30
Mail Order Prescriptions 90 Days $20 I $60 Required for Maintenance Drugs
. . This Summary 1s mtended to be a brief description of plan provisions, and is not all-inclusive. Please call your Plan Administrator with any questions.
216
Low Plan (0% premium)
Plan Provision
Single In-Network Deductible $1000 Family In-Network Deductible $2000
Single In-Network Coinsurance 80% I 20% Family In-Network Coinsurance 80%120%
Single Out-of-Network Deductible $2,000 Family Out-of-Network Deductible $4,000
Single Out-of-Network Coinsurance 60% I 40% Family Out-of-Network Coinsurance 60% I 40%
Single In-Network Out-of-Pocket $2,400 Family In-Network Out-of-Pocket $4,800
Single Out-of-Network Out-of-Pocket $4,800 Family Out-of-Network Out-of-Pocket $9,600
Annual per Person Routine Wellness 100%
Office Visit Copayments: Routine $15 Office Visit Copayments: Specialist $15
Urgent Care Copayments $15
Additional Inpatient Hospital Deductible $0
Prescriptions 30 Days Generic I Brand $20 I $40
Mail Order Prescriptions 90 Days $40 I $80 Required for Maintenance Drugs
This Summary is intended to be a brief description of plan provisions, and is not all-inclusive. Please call your Plan Administrator with any questions.
217
APPENDIX F- DENTAL BENEFITS
Summary Of Dental Plan Benefits
Class I Benefits- Plan Pays 75% Diagnostic and Preventative Services- Used to diagnose and/or prevent dental abnormalities or disease (includes exams, cleanings and fluoride treatments) Emergency Palliative Treatment- Used to temporarily relieve pain
Radiographs - X-Rays
Class II Benefits - Plan Pays 75% Oral Surgery Services- Extraction and dental surgery, including preoperative and postoperative care Endodontic Services - Used to treat teeth with disease or damaged nerves (for example, root canals) Periodontic Services- Used to treat disease of the gums and supporting structures of the teeth Relines And Repairs - Relines and repairs to bridges and dentures
Minor Restorative Services- used to repair teeth damaged by disease or injury (for example, fillings) Major Restorative Services - Used when teeth can't be restored with another filling material (for example, crowns)
Class Ill Benefits - Plan Pays 50% Prosthetic Services - Used to replace missing natural teeth (for example, bridges and dentures)
Class IV Benefits - Plan Pays 50% Orthodontic Services (To Age 19) - Used to correct malposed teeth and/or facial bones (for example, braces)
Maximum Contract Benefit $2,000 per person total per benefit year on Class I, Class II and Class Ill Benefits. Payment for Class IV Benefits will not exceed a lifetime maximum of $2,000 per eligible person.
Waiting Period Employees eligible for dental benefits are covered following three (3) months of continuous employment.
Enrollment Where two subscribers are eligible under the same group, and are legally married to each other, they shall be enrolled under one subscriber and shall receive benefits under one contract without coordination of benefits under this dental contract.
Please refer to the Delta Dental Certificate for further plan details.
218
APPENDIX G - RETURN OF JOB TITLES
AFSCME shall be the sole and exclusive Labor Representative of the following historic job titles, or duties associated with the job titles:
1) Parking Facility Custodian Attendant 2) Laborer 3) Janitor 4) Parking Facility Attendant I 5) Automotive Parts Chaser 6) Clerk Typist 7) Engineering Technician I, l(cp), II, ll(cp), Ill, lll(cp), IV, IV(cp) 8) Draftsperson I, II, Ill 9) Senior Surveyor 1 0) CD Housing Relocation Specialists 11) Land Development Coordinator 12) Land Development Coordinator ( cp) 13) Maintenance Worker 14) Utilities Serviceperson I 15) Water Meter Repairperson II 16) Scalemaster 17) Forestry Groundsperson II 18) Tree Trimmer I 19) Procurement Coordinator (cp) 20) Parking Enforcement Officer I 21) Section 8 Coordinator 22) Program Specialist 23) Public Housing Specialist 24) Public Housing Specialist ( cp) 25) Park Ranger 26) FOT-Communications Levels 1 and 2
CITY OF ANN ARBOR has selected EyeMed as your vision wel!ness program effective 7101120i0. Tnis plan allows you to improve your iJeatt!J t!Jroug11 a routine eye exam, wilile saving you money on your eye care purc!Jases. Tile plan is avaiia_ble through mousands of provider locations palticipating on !/Je Eyell!led ADVANTAGE network.
To see a list ot patticipating providers near you, go to ~vww:enro/1\v;theyemecf.com
and c!Joose ADVANTAGE from tile provider locator dropdown box. You can also calf 1-888-203-7437.
Enroll today ro take advantage of an affordable way ro !Je!p ensure a lifetime of IJealtiJY vision
LENS( RAFTERS
PiJvllf Vislflll SeaJrS
f)~"llcat
OPTICAL
219
APPENDIX H - VISION BENEFITS
ExeMed VISION CARE"
CITY OF ANN ARBOR Visioo Care Services Member Cost
Exam wim D~lohon a'S Neces~ory- $0 Copoy
Contod lens f·rt'!Jnd FOIIOW'·up: fC:>nto-..'"tlw-.s fi~ and fo..1ow-up v/s;'is are o\IOilobie once a ccmprnh-ensive e;-~ exom hoos been ccmp.t:!ted.i Sfan®rd Up fc $40 Prerr)um ~ 0% eft Retai I
Framejj;: $0Copoy, $100dl.ovtOr.£e; 2D%offbabnc:£~over $100
S!ion®rd Plo~tic l-enses.: Sin>~le Vis:ion B~f;col Td~-cd
$0Copa~$0Copay $0Copoy
$60 S~nd.:::m3 Progressive Pn:~mh.nn P,og~.;:.s.s.~ve l.3mk:vbr
$H).. 80% of ch>;]rj.!.a less $1 ~ 0 Ai!Qw~nc.e $0Copay
le.m Opilons {poid by the mem~r and added tc· the b::;s<S" pk:e of !b:: 1e~.s}: Tint (Solid o<X!Gradi&nt} .$12 VV1reo~me-n:i' .$12 S<<:n&ordPia,n< S<:rakhCoo1ing $12 Smndo.rd Poiyc.arbono~e $35 Srondard Poi;•cmbonoi& for Chi~dren ~nd>er l 9 .$35 S~n6:m3 Anti-R-e?toec~ive Coct;nc .$40 ?o-lodzed ...- 20-;,; off~;eklil pri:ce C-;he:r Add.Om. aAd s~B:€:;. 30% off ~.a~oil price
Con tad leru;s,s {a!bw.::.not? covers ma~eriols odyt: Convention:d $0 Co pay,. $1 C-D o!lowooca; 15'1.0 off bobnce over $~CO Dhpowbks $0 Cc;:.-oy, $100 allowance; b.:Jiance o•.,er $100 bl.adica!lyNece-s-s.o:ry $0Ccp::~'/, Paid ir. r~H
LASIK and PRK Vi !iii-on Cor.rEd~oo Proced>:Jres: i 5% off r-e~ail price OR 5% off promo~lond ~:Hidng
Addith1t::al Poj;s Ba.nafi! Jv\smbe;s al:;.-c re.:elve a 40% diwotmt off-oo-mplete pair eyeglass pu:;ch·:lf~e and 15% djs.:-c-ur-t off cc,-..,..e~tiond contcct k,,ws once th~ Funded ~r,ef:i~ hcs beeA 1..1sed-haquency: :E: .. :cm frames S&mdord Plo~fic: L-enses. or Conbct ien~s
Acid: f,oo;l""d Pur-.:hasss a1'1d Ou1-of-Pocket Dt'6-ccen~
Or-.,ce av~1y 12 months Or.,co avery 12 months Oace ewery 12 months
Out-of-Network Reimbursement
l!pto $30
N/A N/A.
Upto$50
l!ptc$25 l!pto$40 l!ptc$55 l!pto$40 l!pto $40 Up t~ $55
N/A N/A N/A N/A N/A N/A N/A N/A
l!pto$80 l!pto$80
Up•o$200
N/A
tJ~q'JOOr Teolh'M a30%discounton item<:: nci covarocl byth~ plan ot natwo~k Providers< whk.~ cannci b3 comhjBtY.J -....... ~1\'h Dr'>.'f ofb..er d~:s.cc<.mM c.r promciional off@~; the di~u;";t-does no~ apply io EyeMed' s P":rO".>'lden~ prof-Ms.k:·nai ·se-:vk&:s.o:: disposable canted ~:r:se.s.
~'\embe"s ,:rfw fe<:eive<o 40?~~ di:s..:ount off~mplete pair eyeglass pwchas.es ond P 15% dia.count oFf <:on\'er:~ional oo~tod lemses once fue funded henaf;:t hos been ti'sed. BenefHs are not p~011ided for SSfVk.es- or mderiah arising from: O~hoptic or \'is ion tn:1i~inq, subnorrrd vision oids. end afly assodahsd s-..ipplemenkl~fM.ting; An~eikonk lensas; Medical ond/or surgicd treo.tmern -o¥th-e -ey-e~ eyes cr supportins stPJdures; Am1 eye e< V~sian Ex.cm~nati"ony or any .:orr.ac:1hna eyewaor r;zqu~red by o Polkyholder as a conditiae of ;m-;ployme-nt; so~e~f eye'W{!o~; S~rYk~s PI-~~~~~ a:r~g~ of ~fo/ ¥1o.rk~r:{_ Co~~n~tie;~ I~, ~ ~i_tr,:j{ar ~"Si~!on~n_. tX r9quked J~Y-o~y gct..-ernmeoJal ogaocy or prqr-am whe~er ~erd, s.fafe Of 3ubdi"v~aic:r:s there-of; Plano inon-prescrlpficm:} ;le-nses ar.d/ or coot oct te:r,ses; N.c.n-presc~(pOOn svngbsses; Two pair cf glosses in heu of bifocals.; Servk.e.-s or ma~er~al:s. p-tovi&>...d by ony o~lwr grc.vp beneflt p~::m ?Ovidmg Yis~oo care; Celio in. brand :naffi;il" Vision Mate.rioh. in which~ mond<Xtvrer im:=:.ose~ o no-discoon~ policy; o; Sentices rsnd£ted after the- dote an !Mt:'red Perron ceo-se-s to be. covered unde-r the Poli<.y~ except when Visioo Mcffi.rials r.lfdered. before c-ovarage ar..ded ore deli¥ered,. and "!he servke5- rendered !o rhe lmured Par$-On or-e w~thin 31 doy.s hom the> date o-f St"'ch c-...-d&r. loot or hrolen lenses, fromesJ s~osros, c(" c-ontoct ~nse::;. wfllnot be ooplm::ed ex<:ept in !he ae-)l.t Beneflt Fr®q•Joern:y wh,e,!', Vtsk;.n A-bterials wouki neXt become >available-. Ben-akh- moy n~ be -combined with ony -discC""..mt, promoffi~-.ol offering, or other group ber;efit pb.ns-. Stundard/Pr-em~um Prog~e&s.tva l-ens oot co~&red ~ f-.:.nd os a Bifocal lens. Standard Progn:-ssivs ~ns 1:ovared- f.: .. md Premium Progress~ve a~ o Standard. Underwrman by fidelity Sec<l'r~ly :life Jnsuronce Company of Kansas C~f, Mkrouri, exce~ ~n New York. Thh !sa snapshot of your benefit-s. The Cemfkc!e ofln~!Jranoe is en fi-le wlth )'O~..I'r employ-er ..
Value Added Features: In addition to the health benefits your EyeMed program offers,members also enjoy additional. value-added features induding~ • Eye Care Supplies - Receive 30% off retail price for eye care supplies like cleaning doths and solutions purchased at network providers (not valid on doctor's sep,1ces or contact lenses).
• Laser Vision Correction- save 15% off the retail p!ice or 5% off the promotional price for LASIK or PRK procedures_
• Replacement Contact Lens Purchases -Visit 'N'h\V_eyemedcontacts.rom to order replacement contact tenses for shipment to your home at less than retail price.
220
CONTRACT AGREEMENT
CITY OF ANN ARBOR
~~ Steven D. Powers, City Administrator
Approved as to Form:
~
hen Postema, City Attorney
LOCAL 369 OF THE AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICIPAL EMPLOYEES AFFILIATED WITH AFL-CIO
I
Jeff Dundan, Union Chief Steward
Winston Johnson, r
Council 25 Representati/
221
INDEX
Full Time Union Official 25 3 Funeral Leave 72
30 Day Rule For Benefits 105 G
A General 108
Advisory Committee 108 Grievance Procedure 28
Aid To Other Organizations 21 H
Alcohol and Drug Testing Ill Anti - Discrimination/Harassment 12 Health Care Waiver 214 Arbitration 30 Health Insurance 95
Health Insurance Waiver 99 B High Needs 87
Back Pay Claims 121 Holidays 77
Bargaining Unit Work 45 J
Birthdays 78 Bulletin Boards 90 Jury Duty 109
c L
Certification Premium Pay 125 Layoffs 46 Chief Steward 24 Leave for Union Business 74 Classification and Pay Ranges 128 Leaves of Absence 68 Compensation 57 Life Insurance 103 Compensatory Time 66 Light or Limited Duty 81 Computation of Back Wages 122 Longevity Payments 107
Loss of Seniority 41 D
Damage of City Property 110 M
Daylight Savings Time 67 Management Rights 20 Deferred Compensation Plan 57 Maternity/Paternity Leaves 69 Delinquent Union Dues 13 Medical Records 38 Dental Benefits 217 MIOSHA 93 Dental Insurance 101 Discharge/Discipline 33 N Dumtion of Contract 119
Negotiating Team Members 43
E Nepotism 55 Notice of Layoff 51
Educational Reimbursement 91 Election of Position 73 0 Employee Files 38
On-the-Job Injury 94 Employee Qualifications 54 Employee Safety 93 Order of Layoff 47
Employees Married to Employees 106 Overtime 61,62
Equalization of Overtime 64 Expunging Records 38
p
Pay Checks 123 F Payroll Deduction 14
Filling Vacancies 87 Pension 81
222
Pensions 126 T Personal Leave Days 74
Temporary Assignments 87 Personnel Records 38 Probationary Employees 40 Training and Education 91
Promotions and Transfers 53 Training Period 55
Purpose and Intent 9 u R Unemployment Compensation 124
Recall Procedure 51 Union Negotiating Committee 108
Reclassification 56 Union Security/ Agency Shop 12
Recognition 10 Use of Past Record 34
Required License 110 v Rest Periods/ Breaks 67 Return from Leave 70 Vacant Positions 53 Reversion Period 55 Vacation Leave 83 Rules and Regulations 37 Vacation Pay 85
Veterans 43, 75 s Vision Insurance 102
Secondary Employment 80 w Seniority 40 Shift Preference 61 Wages 57 Sick Leave 58 Work Continuance 66 Special Conferences 26 Work Schedule 61 Stewards 23 Worker's Disability Compensation 79 Strikes and Lockouts 22 Supplemental Agreements 120