ARTICLE 10. WAGES

10.1 The wage schedule, for purposes of this contract, shall be Appendices A, B and C attached hereto. Both parties agree that the inclusion of the classifications and salary ranges in Appendices A, B and C does not preclude the employer from the following:

1. Reorganizing;

2. Abolishing classifications;

3. Establishing new classifications;

4. Regrading classifications;

5. Reclassifying positions.

10.2 Both parties also agree that titles and grades in Appendices A, B and C refer to employees in the positions at the date of signing of the Agreement. No employee in this bargaining unit shall suffer any reduction in salary because of a regrading or reclassification during the contract period in which such regrading or reclassification takes place.

10.3 Initial Step Placement. When an employee is regularly appointed into a title covered by this Agreement or moves from one title covered by the Agreement to an appointment in a different title under this Agreement, shall be governed by Civil Service Rules.

10.4 Salary Step/Increase Eligibility. Employees must meet the following conditions in order to be eligible for salary step advancement or, if on the 5, 10, 15 or 20 year step, to be eligible for a salary increase:

10.4.1 Full-time employees must have been paid a minimum of 1,040 hours on the payroll in the previous twelve months. Part-time employees must complete a pro-rata number of hours in order to qualify for a step advancement (i.e., a half-time employee must complete five hundred twenty (520) hours to qualify for a step).

10.4.2 If an employee is on an improvement plan, the employee must be on track with the components of the improvement plan.

10.4.3 The improvement plan process as it relates to step progression and salary increases is described in a Memorandum of Agreement at the end of this Agreement.

10.5 Salary Step Progression

10.5.1 An employee who meets the eligibility requirements in 10.4 of this Section will advance one (1) additional salary step up to Step 6 (five year step).

10.5.2 An employee who meets the eligibility requirements in 10.4 of this Section will advance one (1) additional salary step on the first pay period in July following the beginning of ten (10) calendar years of service in the District, not to exceed Step 7.

10.5.3 An employee who meets the eligibility requirements in 10.4 of this Section will advance one (1) additional salary step on the first pay period in July following the beginning of fifteen (15) calendar years of service in the District, not to exceed Step 8.

10.5.4 An employee who meets the eligibility requirements in 10.4 of this Section will advance one (1) additional salary step on the first pay period in July following the beginning of twenty (20) calendar years of service in the District.

10.6 Correction of Compensation Errors. Employees should routinely review their biweekly pay check and immediately document any errors or inquiries by contacting the District’s payroll department. Failure to notify the payroll department in a timely manner, or failure to routinely review the accuracy of his/her biweekly compensation may result in lost compensation.

10.6.1 District Authority. When underpayment errors are identified, the District will review the nature of the error and shall reimburse the employee in full up to a maximum retroactive period of two (2)years. In the case of an overpayment, the District has the authority to deduct from the employee’s check up to the full amount owed for a maximum retroactive period of two (2) years.

10.6.2 Procedure for Addressing Significant Overpayment Errors. In the case of a significant overpayment, deductions from biweekly compensation shall be based on a repayment schedule established by the District. The District, at its discretion, may limit the amount of repayment to less than the two (2) year retroactive period described above. The reduction of a reimbursement period will be based on the nature of the error and whether the employee took reasonable preventative action by routinely reviewing the accuracy of his/her biweekly compensation.

ARTICLE 9. LEAVES OF ABSENCE TABLE OF CONTENTS ARTICLE 11. WORKING OUT OF CLASSIFICATION