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<br /> <br />00059814-1 <br /> 16 <br />• Body Worn Camera Manager <br />• Library Division Manager <br />• Parking and Transportation Demand Manager <br />• Senior Accountant <br />• Senior Civil Engineer <br />• Senior Planner <br />• Utilities Field Supervisor <br /> <br /> <br />Upon completion of the survey, the benchmark job classifications and agreed-upon associated <br />classifications that are below total compensation market median will receive an equity adjustment <br />to bring them to market. The equity adjustment will not exceed one percent (1%), to be effective <br />DATE TBD. This agreement settles the City and Association’s meet and consult process over the <br />City’s March 2024 Compensation Philosophy. <br /> <br />Effective the first full pay period following October 1, 2025, there will be a three percent (3%) cost <br />of living increase for all classifications represented by the bargaining unit. <br /> <br />Effective the first full pay period following October 1, 2026, there will be a three percent (3%) cost <br />of living increase for all classifications represented by the bargaining unit.Effective on February 28, <br />2022 and following City Council approval of a successor MOU in 2022, there will be a three percent <br />(3%) cost of living increase for all classifications represented by the bargaining unit. <br />Effective the first full pay period following City Council approval of a successor MOU in 2022, the <br />City will pay each full time employee in the bargaining unit a lump sum of $1,833.81as non- <br />discretionary incentive to ratify the agreement. It is the intent of the parties that the lump <br />sum payments will not be treated as salary or wages, as the payments are not provided as <br />compensation for hours of employment or longevity pay. The lump sum payments will not be <br />included in overtime/regular rate of pay calculations, will not be treated as pensionable <br />compensation, and there will be no roll up effect of the lump sum payments. The City will <br />withhold taxes from lump sum payments in accordance with federal and state requirements. The <br />lump sum payments will be paid by separate check. <br />In 2022, at the same time as the executive managers’ compensation review, the City will conduct <br />an internal and external compensation analysis for the GIS Manager. <br />The City will provide the Association with the opportunity to meet and confer over the proposed <br />salary range for the Parks Supervisor. <br />Effective the first full pay period following October 1, 2022, there will be a three percent (3%) <br />cost of living increase for all classifications represented by the bargaining unit. <br />Effective the first full pay period following October 1, 2023, there will be a three percent (3%) <br />cost of living increase for all classifications represented by the bargaining unit. <br /> <br />16.2.2 Internal Alignment: All RCMEA classifications shall maintain a minimum differential of ten <br />percent (10%) above the top step of subordinate classifications. The comparative analysis shall <br />include the top of the range of the supervising classification and the top step or top of the range <br />of the subordinate classification. In the event one or more positions in the subordinate <br />classification receives premium pay (certification pay, shift differential, or specialty assignment <br />pay) on a continuous full-time basis, and the supervising classification is not similarly eligible for <br />such pay, such premium pay received by the subordinate classification shall be included for the <br />purpose of calculating compaction. <br />6.I. - Page 30 of 119 <br />444