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| #Starting salaries and wages shall be set by the Board of Directors based on the following factors: kind of work and level of responsibility, salaries or wages paid in private industry, in the BSC, and public agencies, cost of living, promotion opportunities, and working conditions. The relative rankings of wage ranges shall be as in the Appendix. | | #REDIRECT [[Employee_Association_Contract#III._Employee_Pay.2C_Hours.2C_Job_Descriptions]] |
| #New employees are normally paid the minimum rate for the position. Employ¬ment below or up to 41% above the minimum of the salary range may be allowed under unusual circumstances at the discretion of the appropriate manager, with the approval of the Cabinet.
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| #Employees are hired to perform duties as assigned in their job description at a specified wage. In the interest of efficiency, economy, providing service to the members and/or employee job satisfaction, the Immediate Supervisor may temporarily alter the employee’s duties. However, re-classifications of positions shall be made in accordance with the provisions of Section 18. Any long term changes in duties (in excess of one semester) or any changes in salary, must be approved in advance by the Personnel Committee. Retroactive pay increases will be disallowed.
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| #Salaries of regular employees shall be paid biweekly and shall be accompanied by a statement of gross wages and all deductions from wages. | |
| #Overtime Pay
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| ##non-exempt employee shall be paid at the state-mandated overtime rate for those hours worked beyond eight (8) in a single work day and forty (40) in a single work week except when the hours are worked in accordance with the specific employee’s approved alternative work schedule authorized by Section 2.
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| ## In order to improve services to members, the BSC and the BSC Employee Association have negotiated in good faith to adopt the following alternative work schedules for non-exempt employees (subject to the approval of the employee’s actual work schedule by the Executive Direcotr as provided in Section F below)::
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| ### Four ten-hour work days and one ten-hour day off in a single work week of five work days.
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| ### Nine nine-hour work days, followed by one nine-hour day off, in a single two-week pay period of ten work days
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| ## Employees working at the overtime rate without prior approval of the overtime by their supervisor will still receive overtime pay as determined above, but may be subject to discipline for failing to seek prior approval of overtime in non-emergency situations.
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| ## In determining “hours worked”, paid lunches and other paid leave does not count as hours worked.
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| ## The above overtime provisions do not apply to supervisors who are considered “exempt employees” are generally administrators who work in that capacity at least fifty percent (50%) of their time in the performance of supervisorial duties. Currently, the Executive Director, the Operations Manager, the Accountant, the Bookkeeping Supervisor, the Maintenance Supervisor, the Housing Supervisor, the Warehouse Supervisor, and the Member Resources Supervisor have been determined to be exempt employees. However, exempt employees may utilize one of the two alternative work schedules set forth in Section E.2 for purposes of determining when they are required to use a paid vacation or sick day.
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| #The actual work schedules shall be set at the discretion of the Executive Director after discussion with the employee and his or her immediate Supervisor.
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| #Incentive pay shall be at the discretion of the appropriate managers, subject to the following guidelines:
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| ## Each employee’s job performance shall be reviewed by the managers and immediate supervisor during the months of July and December, and other times as appropriate.
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| ## All regular and part-time employees shall be considered for a raise of between 0 and 5 percent per year at least once per year based on these reviews. Raises larger than five (5) percent, but not to exceed ten (10) percent, shall be considered appropriate in truly exceptional cases, with the approval of the board of directors (only the exceptional part of an employee’s job performance shall be heard by the board of directors). Any raise(s) of more than five (5) percent in a calendar year shall be approved by the board of directors. In no case shall the raise for any employee exceed ten (10) percent in one calendar year. Under no circumstances shall an employee’s wage exceed forty one (41) percent above the starting wage for their position.
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| ## Based upon job performance an employee’s salary/wage may be reduced by up to five percent at any time by the appropriate manager. If the appropriate manager is considering a salary/wage reduction, the employee shall be notified orally before such an action commences. The appropriate manger may subsequently give the employee 45 days written notice of such consideration. If in the opinion of the manager issuing the notice, job performance has not improved, after having given both oral and written notice the manager may reduce the employee’s salary/wage by up to five percent any time during the next one hundred and eighty days.
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| ### At no time may an employee’s salary/wage be reduced below the starting wage of the position.
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| ### An employee’s salary/wage may not be reduced by more than five percent in any calendar year.
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| ### If an employee has received a salary/wage reduction, the appropriate manager may reverse any or all of the salary/wage reduction at any time. A salary /wage reduction shall never be retroactive.
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| ## Employees may be considered for and awarded merit increases and bonuses at any time during the contract period (not just upon being reviewed). Employees need not wait until after one year of service or after one year of promotion to be awarded merit increases and bonuses. Employees are not restricted in the number of times they may receive merit increases or bonuses in a year, nor are they restricted in the raise amount they may receive in a year (subject to G.2. above and number 6 below).
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| ## The appropriate manager and supervisor may award a bonus to any employee for outstanding achievement at any time.
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| ## The total amount of the annual addition to the incentive pay pool shall be that dollar amount which corresponds to five percent of the total salaries, calculated on an hourly wage basis, of all regular and part-time employees. In any year, up to half of the pool may be spent on raises; there is no restriction on the amount which may be spent on bonuses. Surpluses in this fund shall carry over to the following year for spending on bonuses and will not influence the amount added to the pool. Once this fund is equal to the amount of two year’s annual additions, the BSC shall make payments to the fund only as necessary to maintain the fund at the two year level, provided however, that the annual replenishment shall be limited to no more than five percent of the total salaries as defined above.
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| ## The incentive pay pool shall be adjusted on the first day of the fiscal year to reflect changes in all positions which are not hired on a temporary or part-time basis.
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