5.0 COMPENSATION BENEFITS

The hourly rates in effect as of June 30, 2016 shall be adjusted during the term of this agreement in the following manner:

2016-2017 – Effective July 1, 2016, 5% increase

5.1 Longevity Premium

Effective 7/1/96, eligible unit members shall receive a 30 cents per hour premium for longevity pay. Eligibility for said longevity pay shall be those unit members with:

5.1.1 Ten (10) or more but less than fifteen (15) consecutive years of experience in the District, or any combination of ten or more but less than fifteen (15) years of service in the District and any other classification included in the Civil Service System of San Francisco.

5.1.2 Effective July 1, 2014, eligible unit members will receive a 40 cents per hour premium for longevity pay. Eligibility for this rate of longevity pay shall be made to those unit members with:

5.1.2.1 Fifteen (15) or more consecutive years of service in the District.

5.1.3 To qualify for Section 5.1.1 and 5.1.2 an employee shall have a current District assignment of four (4) or more hours per day.

5.2 Retirement Contribution

Effective 7/1/2011, represented employees agree to pay their own employee retirement contribution in an amount equal to seven and one-half percent (7.5%) of covered gross salary in accordance with the City Charter. For employees who became members for SFERS prior to November 2, 1976 (Charter Section A8.509 Miscellaneous Plan), the unit member shall also pick up the remaining one-half (0.5%) of the total eight percent (8%) employee retirement contribution to SFERS.

In exchange for the unit member pick up of the 7.5% employee retirement contribution, the District agrees to a 6.12% adjustment to the salary schedule for those unit members who are also members of the retirement system. For unit members who became members of SFERS prior to November 2, 1976 and have an employee contribution of 8% the District agrees to an adjustment to the salary schedule of 6.62%, except that those members who have elected a reduced contribution shall only receive an adjustment in an amount equal to their percent contribution.

These member contributions shall be made on a pre-tax basis consistent with the Internal Revenue Code and implementing regulations.

If a unit member becomes eligible for membership in the retirement system during the term of this agreement, he or she shall be moved to the salary schedule that has been adjusted to reflect the unit member pick-up of 7.5% employee retirement contribution, retroactively to the date of entry into the retirement system.

To the extent authorized by State law, rule changes by the City’s Retirement Board regarding the crediting of accrued sick leave for retirement purposes shall be incorporated herein by reference.

5.2.1 Pursuant to San Francisco Administrative Code section 16.61-1 (4) (a), the union hereby elects effective December 25, 1996 to place all employees covered by this agreement into a full retirement contribution status. The parties recognize that the implementation of full contribution rather than reduced contribution is irrevocable.

5.2.2 Early Retirement

If eligible, the District shall participate in any applicable early retirement program if the program is implemented in the City and County of San Francisco pursuant to Charter Section A8.401-7.

5.3 Health Benefits

Effective January 1, 2014, the District shall increase its dependent health care contribution to an amount equal to the HSS-established 75% formula/calculation of the lowest health plan coverage available through HSS at the family rate level.

5.4 District Fringe Benefits Contribution

The District shall contribute $30.09/pay period for single party coverage for those employees enrolled in the most expensive plan. The effective date of this contribution shall be the pay period beginning 7/1/00.

5.5 Pay Premium and Additional Compensation

In addition to the provision of 5.0, the following pay premiums and additional compensation rates provisions shall be in effect during the term of this Agreement.

5.5.1 Bilingual Pay Premium

Each fiscal year, the Superintendent, or designee, shall designate District positions that are eligible for the bilingual pay premium. Positions which require translating or interpreting to or from a foreign language including sign language for the hearing impaired and Braille for the visually impaired shall be designated eligible for the bilingual pay premium.

Employee meeting the premium criteria skills shall receive a $75 premium per pay period.

5.5.2 Out-of-Class Pay

A unit member directed/approved by their Program Director to perform a substantial portion of the duties and responsibilities of a higher class for five (5) consecutive days within a twenty (20) day period shall receive 5% above their regular pay rate, retroactive to the first day of the acting assignment.

Acting Assignment pay shall be discontinued after six-month period except for extraordinary circumstances related to health, safety, or students or employees as approved by the Chief Administrative Officer. All assignments in excess of six months shall require a determination by HR as to whether the position shall be reclassified.

Reclassification and selection to reclassified positions are subject to the civil service rules. If a position is not reclassified, the employee shall not be required to perform out-of-class duties assignment.

The District shall not deliberately reassign duties during the five (5) consecutive day period merely to avoid the 5% additional payment provided herein.

The District will not rotate supervisory assignments for the purpose of avoiding out-of-class compensation.

5.5.3 Night Duty

The night duty differential shall be 8%. To be eligible for the night duty premium, employee must work at least one (1) hour of their shift hours between 5 p.m. to 7 a.m.; those employees voluntarily participating in an authorized flextime program shall be exempted from said night duty premium.

5.5.4 Supervisory Differential Adjustment

The appointing officer/designee is hereby authorized to adjust the compensation of a supervisory employee whose schedule of compensation is set herein subject to the following conditions:

5.5.4.1 The supervisor, as part of the regular responsibilities of their supervises, directs, is accountable for and is in responsible charge of the work of a subordinate or subordinates.

5.5.4.2 The organization is a permanent one approved by the appointing officer/designee where applicable, and is a matter of record based upon review and investigation by the Civil Service Commission.

5.5.4.3 The classification of both the supervisor and the subordinate are appropriate to the organization and have a normal, logical relationship to each other in terms of their respective duties and levels of responsibility and accountability in the organization.

5.5.4.4 The compensation schedule of the supervisor is less than one full step (approximately 5%) over the compensation schedule, exclusive of extra pay, of the employee supervised. In determining the compensation schedule of a classification being paid a flat rate, the flat rate will be converted to a bi-weekly rate and the compensation schedule the top step of which is closest to the flat rate so converted shall be deemed to be the compensation schedule of the flat rate classification.

5.5.4.5 The adjustment of the compensation schedule of the supervisor shall be to the nearest compensation schedule representing, but not exceeding, one full step (approximately 5%) over the compensation schedule, exclusive of extra pay, of the employee supervised.

5.5.4.6 The decision of the Appointing Officer/Designee as to whether the compensation schedule of the supervisory employee shall be adjusted in accordance with this section shall be final.

5.5.4.7 Compensation adjustments are effective retroactive to the beginning of the current fiscal year of the date in the current fiscal year upon which the employee became eligible for such adjustment under these provisions.

5.5.4.8 In no event will the Appointing Officer/Designee approve a supervisory salary adjustment in excess of 2 full steps (approximately 10%) over the supervisor’s current basic compensation. If in the following fiscal year a salary in equity continues to exist, the Appointing Officer/Designee may again review the circumstances and may grant an additional salary adjustment not to exceed 2 full steps (approximately 10%).

5.5.4.9 An employee shall be eligible for supervisory differential adjustments only if they actually supervises the technical content of subordinate work and possesses education and/or experience appropriate to the technical assignment.

5.5.5 Standby Pay

Employees who, as part of the duties of their positions are required by the appointing officer to standby when normally off duty to be instantly available on call for immediate emergency service for the performance of their regular duties, shall be paid 25 percent of their regular straight time rate of pay for the period of the standby service, except that employees in classes shall be paid ten (10) percent of their regular straight time rate of pay for the period of such standby service when outfitted by their department with an electronic paging service or cellular phone. When such employees are called to perform their regular duties in emergencies during the period of such standby service, they shall be paid while engaged in such emergency service the usual rate of pay for such service, including overtime if applicable. Notwithstanding the provisions of this section, standby pay shall not be allowed in classes who duties are primarily administrative in nature.

The provision of this Section authorizing standby pay do not apply to classification designated by a “Z” symbol and which would qualify for designation as executive under the duties test provisions of the Federal Fair Labor Standards Act. Provided, however that if such compensation is expressly requested and approved in accordance with the procedures in this section as set forth below employees in the classification categories referenced in this subsection shall be eligible for standby compensation.

5.5.6 Callback/Holdover pay

Unit members called into work on a day off or called back into their work location(s) following the completion of their work day and departure from their place of employment shall be granted a minimum of four (4) hours compensation at the applicable rate or shall be compensated for all hours actually worked at the applicable rate, whichever is greater. The section shall not apply to employees who are called back to duty when on a stand-by status, pursuant to section 5.5.5 of the Collective Bargaining Agreement. The employee’s workday shall not be adjusted to avoid the payment of this minimum. Full time employees who are held over to work after having worked their regularly scheduled shift shall be compensated at overtime per section 5.5.9 of the Collective Bargaining Agreement.

5.5.7 Lead Person Pay

5.5.7.1 Employees designated by their supervisor as lead workers shall be entitled to a ten dollar ($10.00) per day premium only in situations involving:

5.5.7.1.1 Regularly assigned to plan, design, sketch, layout detail, and estimate or order materials when said work is outside the regular job description and duties of the class.

5.5.7.1.2 When assigned to team maintenance and only when the supervisor recommends that said assignment meets the description in section 5.5.7.1.1 above.

5.5.8 LOG CABIN SCHOOL DIFFERENTIAL

A unit member assigned to work at Log Cabin School in La Honda shall be entitled to a seven and one-half percent (7.5%) salary differential.

5.5.9 Overtime

Overtime shall be defined as service authorized by the Superintendent or their designee in excess of eight hours in any day, or in excess of forty hours in any week. Overtime service shall be paid for in cash unless the employee and the supervising manager mutually agree to compensatory time in advance of the work performed. If paid in cash, it shall be at one and one half times the base hourly pay rate. Compensatory time shall be earned at one and one-half (1 ½) times the period of overtime that is worked. On a monthly basis the District shall provide to SEIU Local 1021 a complete list of names of unit members that were paid overtime for the month in question.

5.5.10 Mileage

A unit member whose job classification is assigned to multiple District sites or who is required and directed to use their private vehicle in the performance of District duties, and who submits the appropriate claim forms, shall be reimbursed at the prevailing IRS rate.

Reimbursement shall not apply in situations in which a unit member elects to work in multiple positions at multiple sites in a position number that is not assigned to multiple sites. This limitation shall not apply, however, to the unit member who is receiving reimbursement under these circumstances as of the date of ratification of this 2010-2013 Agreement.

5.7 Correcting Payroll Errors

5.7.1 In the event of a payroll error that represents 50% or more of an employee’s net paycheck, a corrected check will be issued by the District within 1 to 3 work days provided: the error is brought to the attention of the Payroll Department within three (3) days of the pay day when the error occurred; and also provided that the Payroll Department receives the documentation for correction at the approximate time that it receives notice of the error.

5.7.2 If the amount of the payroll error represents 25% to 49% of the employee’s net paycheck, the new check will be issued within 5 workdays and all other provision of Section 5.7.1 shall apply.

5.7.3 If the amount of the payroll error is less than 25% of the employee’s pay net check; the correction will be made on the next regular payroll.

5.8 Payment Policy

5.8.1 Electronic Payroll System – All bargaining unit members shall be paid exclusively by electronic means according to the following terms:

5.8.2 Bargaining unit members shall be paid through direct deposit to their existing accounts.

5.8.3 Bargaining unit members not already receiving pay in this manner may provide the requisite information to the Payroll Department to enable implementation of payment by direct deposit.

5.8.4 Bargaining unit members who elect not to receive salary payments through direct deposit shall be paid through alternative electronic means (such as a “pay card”). Unit members shall be entitled to make at least one free withdrawal from the designated financial institution each time a deposit is made by the District to the pay card. A list of pay card recipients shall be provided to the Union within thirty (30) days of the implementation of this program. 5.8.5 All electronic pay warrants shall be accessible via the unit member’s District user name and password through a secure website provided by the District.

5.8.5.1 All bargaining unit members shall have access to a District computer and printer during non-duty time within normal business hours at the work site or alternate District locations for the purpose of verifying salary deposits, viewing itemized wage statements (“pay stub”) and printing hard copies thereof.

5.9 Duty-Free Lunch

A unit member assigned to work six (6) or more hours per day shall be entitled to not less than a thirty (30) minute duty-free lunch period without pay; said period shall be scheduled by the immediate supervisor. Should the need for District efficiency cause the lunch period to be cancelled, the District shall make a reasonable effort to reschedule it within the unit member’s normal starting and ending time of service. In any event, a unit member shall be paid for all hours actually worked.

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