(1) The TA and TS wage schedules effective July 1, 2004, July 1, 2005, July 1, 2006, December 31, 2006, July 1, 2007 and December 31, 2007 shall be as indicated in Appendices B, C, D, E, F. and G. These wage schedules reflect an adjust- ment of 2.3% effective July 1, 2004, 2.3% effective July 1, 2005, 2.0% effective July 1, 2006, 1.0% effective December
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31, 2006, 2.0% effective July 1, 2007 and 1.0% effective De- cember 31, 2007.
The TA and TS wage schedules contained in Appendi- ces B and C (effective July 1, 2004 and July 1, 2005) are included solely for purposes of determining wages payable as of July 1, 2006. Except as otherwise provided in the fourth paragraph of this Section (1) and in Article XIX, the wage schedules contained in Appendices B and C (and the 2.3% adjustments as of July 1, 2004 and 2005) shall not be taken into account in computing the amount of any com- pensation or benefits payable for any period prior to July 1, 2006.
All wage adjustments shall be made effective with the beginning of the pay period in which the adjustment falls. Each employee who is classified as an active employee on the date that the Board of Directors approves the 2004- 2008 contract in open session shall be entitled to receive a lump sum payment for FY 2005 and FY 2006. This lump sum payment reflects the only compensation payable to an employee for any period prior to July 1, 2006 and shall be calculated as follows:
• a lump sum payment equal to 1.5% of the employee’s
base salary on July 1, 2004, as determined under Appendix B (i.e., after taking into account the 2.3% adjustment made to the TA and TS wage schedules effective July 1, 2004), plus
• a lump sum payment equal to 1.5% of the employee’s
base salary on July 1, 2005, as determined under Appendix C (i.e., after taking into account the 2.3% adjustments made to the TA and TS wage schedules effective July 1, 2004 and July 1, 2005).
Employees will either elect to have all wages directly deposited into the employee’s account at the bank, credit union, or similar financial institution that accepts direct deposits of funds from the Authority or the employee will be issued a debit card to which payroll wages will be de- posited by the financial institution handling the Authority’s payroll, in either case, the employee shall receive a bi- weekly non-negotiable payroll facsimile check indicating earnings, deductions, etc., for the pay period. Employees shall be able to access their debit card funds without fee through the ATM’s of the financial institution handling the Authority’s payroll and at retail point of sales terminals. Employees shall furnish the Authority with a written au- thorization (in such form as the Authority may require) and provide such information as may be requested by the Authority in order to process an employee’s weekly payroll earnings to either a direct deposit or debit account. Prospective new hire employees entering the bargain- ing unit after July 1, 2006 will only be offered the direct deposit of payroll checks as set forth above.
(2) Employees on the L2TS schedule will receive salary adjust- ments not less frequently than annually based on objec- tive, non-discriminatory employment related performance appraisals. In the event the Authority decides to make L2TS salary adjustments more frequently than once per year, such adjustments will be made on a non-discrimina- tory basis for all covered L2TS employees and, in all cases, will be based on an objective, non-discriminatory, employ- ment related performance appraisal.
(3) Longevity: A three (3%) increase shall be accorded to any employee who has served a minimum of three (3) years’ work performance at the last step of the L2TA salary
schedule or the maximum rate on the L2TS schedule. Said longevity increase shall be incorporated into the employ- ee’s base salary.
(4) The Authority establishes and designs all jobs, job content, classifications, qualifications and assignments of work. In so doing, the Authority will maintain a classification system based on a quantitative methodology which will be used to compare the relative value of jobs within the organization. Jobs will be rated and ranked by the Author- ity and placed into appropriate salary classification levels and schedules. Any employee or the Union may review the job descriptions prepared by the Authority and offer input to make the job description more accurate. The de- termination of the appropriate job description rests with the Office Director and the Director of Human Resource Management and Services. The determination for salary schedule placement is the responsibility of the Classifica- tion Section of the Office of Human Resource Manage- ment and Services (HRMS).
(5) If an employee’s class specification does not accurately reflect the employee’s regular job functions, the affected employee or the Union may request that the Classification Section of the Office of Human Resource Management and Services confirm the appropriate salary classification level and schedule for such job. The job will be reviewed in accordance with the procedure described in the section above except that a preliminary inquiry may be made into the reasons for the alleged mis-classification. In the event HRMS determines that the reasons are insufficient to war- rant further review, the employee will be so notified and the inquiry will be terminated. Requests for classification review may be submitted once annually. This shall be the
exclusive process for challenging the classification of any position and no grievance may be filed regarding such is- sues until this process has been exhausted.
(6) The Authority may require an employee to perform work outside of class specification where employee is physically unable to perform regular work—i.e., workers compensa- tion, extended sick leave, long term disability (LTD), ex- tended leave without pay ( LWOP).