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HomeMy WebLinkAbout2017-11-14 - Resolution No. 17-35 RESOLUTION NO. 17-35 RESOLUTION OF THE BOARD OF DIRECTORS OF THE YORBA LINDA WATER DISTRICT AMENDING EXHIBITS A AND E OF RESOLUTION NO. 15-08 TO RESCIND THE AT-WILL EMPLOYMENT PROVISION AND MODIFY THE PAY PLAN FOR MANAGEMENT EMPLOYEES FOR THE REMAINDER OF FISCAL YEARS 2015-2018 WHEREAS, the Board of Directors of the Yorba Linda Water District previously adopted the Employee Compensation Letter for Management Employees for Fiscal Years 2015-2018 (Resolution No. 15-08); and WHEREAS, the Board of Directors subsequently adopted Resolution No. 17-24 amending Exhibits B and E of the Employee Compensation Letter (Resolution No. 15-08) to modify the classifications, salary ranges and pay plan for Management employees; and WHEREAS, in order to enhance the District's recruitment efforts, the Board of Directors desires to amend Exhibit A and further amend Exhibit E of the Employee Compensation Letter (Resolution No. 15-08) to rescind the provision of at- will employment, with the exception of the Assistant General Manager classification, and modify the pay plan for Management employees for the remainder of Fiscal Years 2015-2018. NOW THEREFORE BE IT RESOLVED by the Board of Directors of the Yorba Linda Water District as follows: Section 1. That Exhibit A - Management Employees Compensation Letter and Exhibit E - Management Employees Pay Plan of Resolution No. 15-08 be amended to read as attached hereto and by this reference incorporated herein. PASSED AND ADOPTED this 14th day of November 2017, by the following called vote: AYES: Directors Hall, Hawkins, Jones, Miller and Nederhood NOES: None ABSTAIN: None ABSENT: None J. Wayne Miller, Ph.D., President Yorba Linda Water District Resolution No. 17-35 Amending Resolution No. 15-08 Related to Management Employees Compensation Letter 1 ATTEST: Marc Marcantonio, Board Secretary Yorba Linda Water District Reviewed as to form by General Counsel: A 0rew'B. Gagen, Kidman Law LLP Resolution No. 17-35 Amending Resolution No. 15-08 Related to Management Employees Compensation Letter 2 Exhibit A Resolution No. 15-08 Employee Compensation Letter And Pay Plans for Management Employees Fiscal Years 2015-2018 I. The General Manager shall prepare an Employee Compensation Letter for the Board of Directors' consideration. The Employee Compensation Letter shall describe the salaries, benefits and special conditions offered by the District to its Management Employee Group (Exhibit B). II. Effective July 1, 2015, the salary schedule attached hereto as Exhibit C shall be in effect for fiscal year 2015-2016 (reflecting a 2.5% base salary increase). III. Effective July 1, 2016, the salary schedule attached hereto as Exhibit D shall be in effect for fiscal year 2016-2017 (reflecting a 2% base salary increase). IV. Effective July 1, 2017, the salary schedule attached hereto as Exhibit E shall be in effect for fiscal year 2017-2018 (reflecting a 2% base salary increase). V. The District's current contract with CalPERS is for a retirement benefit based on the single highest year with a Fourth Level of 1959 Survivor Benefit Program. The District has three tiers for retirement benefits: a. Tier 1 applies to District employees hired prior to January 26, 2012; b. Tier 2 applies to District employees hired between January 26, 2012 and December 31, 2012 and any District employees hired on or after January 1, 2013 who are defined as "classic members" under the Public Employees' Retirement Law ("PERL"); and C. Tier 3 applies to District employees hired on or after January 1, 2013 who are defined as "new members" under the PERL. 1. Tier 1 and Tier 2 employees Tier 1 employees are enrolled in the 2% at 55 retirement formula. Tier 2 employees are enrolled in the 2% at 60 retirement formula. Tier 1 and Tier 2 employees pay the full employee contribution rate which is 7% of pensionable compensation. 2. Tier 3 employees Management Employees hired on or after January 1, 2013 who are "new members" as defined in the Public Employees' Pension Reform Act of 2013 (PEPRA) are provided the following retirement benefits: 2.5% at 67 benefit formula with a three year (36 month) final compensation period. Employees may designate the highest 36 month period. Tier 3 employees shall individually pay an initial CalPERS contribution rate of 50% of the normal cost rate for the Defined Benefit Plan in which said newly hired employee is enrolled rounded to the nearest quarter of 1%, or the current contribution rate of similarly situated employees, whichever is greater. VI. The District shall continue to maintain a "414(h)(2)" plan under the Internal Revenue Code for the purpose of treating contributions to PERS as deferred income for tax purposes to the extent permitted by law. Contributions will continue to be deducted from the employee's actual gross salary as reflected on the employee's pay stub. Employees shall otherwise be responsible for all taxes related to fringe and reimbursement benefits and the District shall make deductions in accordance with the law. VII. The Assistant General Manager classification serves at the will of the General Manager and may be dismissed without cause or right of appeal. VIII. Effective November 14, 2017, the District will implement a thirteen (13) step salary schedule with a 2.5% salary difference between steps replacing the District's previous eleven (11) step salary schedule. Subsequent movement on the salary schedule is based on merit as follows: Evaluation process Each employee shall be reviewed annually on a one-year interval. Effective July 1, 2016, the District will implement a new five-rating performance evaluation with the following ratings: Unsatisfactory, Needs Improvement, Meets Expectations, Exceeds Expectations, and Outstanding. An employee who receives an overall rating Exceeds Expectations and with no Unsatisfactory and no more than two (2) Needs Improvement ratings on their evaluation shall be entitled to move one (1) step. An employee who receives an overall rating of Outstanding with no Unsatisfactory and no Needs Improvement ratings on their evaluation shall move two (2) steps. Movement shall take place until an employee has reached step 13. The District shall endeavor to have performance reviews completed by the employee's anniversary date with the effective date of the merit salary increase being on the anniversary date. If the evaluation is delayed, any subsequent salary increase to which the employee is entitled as a result of the performance review rating shall be retroactive to the anniversary date. IX. Management Employees shall accrue vacation leave time with pay as follows: Management Employees Compensation Letter FYs 2015-2018 Duration of Continuous Regular Employment Hours Accrued per Pav Period During 1 st through 60th month (0-5 yrs) 3.077 hrs = 2.0 wks/yr During 61 st through 120th month (5-10 yrs) 4.615 hrs = 3.0 wks/yr During 121St through 180th month (10-15 yrs) 5.384 hrs = 3.5 wks/yr During 181St through 240th month (15-20 yrs) 6.153 hrs = 4.0 wks/yr During 241St month and thereafter (20+ yrs) 6.922 hrs = 4.5 wks/yr X. The District shall continue to provide group life insurance in the amount of one times basic annual salary rounded to the next higher multiple of $1,000, for each full-time regular Management Employee under age 70, on the first day of the month following date of hire, in accordance with the provisions of the contract between the District and any company of the District's choosing providing such coverage. Management Employees may purchase additional life insurance coverage up to $300,000 by authorizing the additional premium to be deducted from their salary. In addition, a Management Employee can purchase life insurance for their spouse up to half of the employee's coverage level. Some medical restrictions may apply. XI. The District shall pay 100% of the premium for hospital and medical insurance for all Management Employees who work in excess of 30 hours per week, effective the first of the month following date of hire and % of the additional premium toward Management Employee dependent coverage for covered employees with one or more dependents in accordance with the provisions of any contract between the District and any company or companies of the District's choosing. The Management employee shall pay the cost of the difference in premium, to be deducted from the employee's salary to cover the employee's 1/3 share of the dependent coverage. XII. The District shall pay 100% of the premium for dental insurance for all Management Employees who work in excess of 30 hours or more per week, effective the first of the month following date of hire and % of the additional premium toward Management Employee dependent coverage for covered Management Employees with one or more dependents in accordance with the provisions of any contract between the District and any company or companies of the District's choosing. The Management Employees shall pay the cost of the difference in premium, to be deducted from the employee's salary to cover the employee's '/3 share of the dependent coverage. XIII. The District shall pay 100% of the premium for vision insurance for Management Employees who work in excess of 30 hours or more per week, effective the first of the month following date of hire and % of the additional premium toward dependent coverage for covered Management Employees with one or more Management Employees Compensation Letter FYs 2015-2018 dependents in accordance with the provisions of any contract between the District and any company or companies of the District's choosing. The Management Employee shall pay the cost of the difference in premium, to be deducted from the employee's salary to cover the employee's 1/3 share of the dependent coverage. XIV. For Management Employees who are employed by the District prior to December 8, 2011, and subject to carrier approval, the District shall pay the amounts provided in paragraphs XI, XII and XIII of this agreement for a period of time which is equivalent to one (1) year or pro ration thereof on a monthly basis for each three (3) years of service to the District or pro ration thereof on a quarterly basis. To be eligible for this benefit, the employee must be at least 50 years of age, must have five (5) complete consecutive years of service with the District, must provide ninety (90) days' notice of intent to retire, retire from the District in good standing and remain in a retired status. The retired Management Employee must make any contribution required of a regular Management Employee pursuant to paragraphs XI, XII and XIII prior to the first day of the month in which coverage is to be extended. Failure of a Management Employee to make such payment shall result in termination of coverage and termination of any right to any benefit pursuant to this section. When the Management retiree, or their spouse, reaches age 65 and is eligible for Medicare, the coverage provided by the District shall become secondary to Medicare for the remainder of the benefit period. Management Employees hired on or after December 8, 2011 shall be ineligible to receive this benefit. XV. A Management Employee who retires (in accordance with the Public Employees' Retirement System qualifications) shall be paid at the rate of their final salary for % of their accumulated days of sick leave, if any, at the time of separation from active employment. The remaining % of their accumulated days of sick leave will be converted into CalPERS service credit. XVI. Management Employees who are laid off from District employment after being employed by the District for five (5) or more complete consecutive years of regular employment shall be compensated for accumulated, unused sick leave above 400 hours as follows: Management Employees Compensation Letter FYs 2015-2018 YEARS PERCENT PAYABLE ABOVE 400 HOURS ON THE BOOKS 5 through 9 20% 10 through 15 25% 16 through 20 and above 30% Employees who are terminated from the District for cause, or who resign in lieu of termination, shall not be eligible for this benefit. XVII. The District shall provide a long-term disability plan for Management Employees which has a 90-day elimination period and provides 66 2/3% of an employee's monthly pre-disability earnings to a maximum of $7,000 per month for a designated period of time in accordance with coverage procured by the District from a carrier to be determined at the District's sole discretion. XVIII. The District shall provide a short-term disability plan for Management Employees which has a twenty-nine (29) day elimination period up to an employee's eligibility for long-term disability and provides 66 2/3% of an employee's weekly pre-disability earnings to a maximum of $1,500 per week for a designated period of nine (9) weeks in accordance with coverage procured by the District from a carrier to be determined at the District's sole discretion. XIX. The District will match dollar for dollar not to exceed 2% salary earned per payroll period of a Management Employee's salary or the employee's actual amount of deferred compensation per payroll period, whichever amount is lesser. XX. Management Employees shall continue to be assigned to a four (4) day workweek, consisting of ten (10) scheduled hours of work each day (a 4/10 schedule Monday through Thursday). The Board of Directors clearly and unequivocally has the right to terminate the 4/10 schedule at any time during the term of this Employee Compensation Letter. In such case, the schedule shall revert to the 9/80 schedule as existed immediately prior to implementation of the 4/10 schedule. XXI. In situations where a Management Employee has been injured in a non-duty accident and their disability leave exceeds thirty calendar days, their merit review and anniversary dates will be adjusted accordingly for that portion of leave exceeding thirty (30) calendar days. XXII. The District established a cafeteria plan under Section 125 of the Internal Revenue Code. Employees can voluntarily participate in both tax advantage flexible benefit and dependent care plans. Employees can elect to deduct up to an annual maximum of $2,000 towards the flexible benefit plan and/or an annual maximum of $5,000 towards the dependent care plan from their paychecks over twenty-four (24) pay periods per calendar year. The cafeteria plan will allow Management Employees to convert their share of insurance premiums, un- Management Employees Compensation Letter FYs 2015-2018 reimbursed medical expenses, child care and other qualifying expenditures to pretax dollars. XXIII. The District shall reimburse Management Employees for sums paid to the appropriate agencies for obtaining or renewing treatment and/or distribution certificates and other professional certifications, registrations and job related training. XXIV. Management Employees who are required to wear safety boots in the performance of their job, as determined by the General Manager, shall be eligible for District purchased safety footwear in an amount not to exceed $200.00 each fiscal year. Safety footwear must meet American National Standards Institute (ANSI) minimum compression and impact performance standards in ANSI Z41- 1991 or provide equivalent protection. At the end of the current fiscal year, any unused funds shall not carry over into the next fiscal year. XXV. The District shall provide pre-approved reimbursement to Management Employees for the cost of tuition, fees, books and parking relating to educational courses directly related to an employee's essential job duties for the employee's present work classification as approved in advance by the General Manager and the Human Resources/Risk Manager. As education reimbursement each fiscal year, employees may receive up to the equivalent of one year's full-time tuition at California State University for an in-state student. University and college-level course work must be undertaken at a Western Association of Schools and Colleges and Universities (WASC) accredited institution. To qualify for reimbursement, Management Employees must successfully complete a pre-approved course with a passing grade (C or better). In the event of a "Credit/No Credit" course, "Credit" will be considered a passing grade. Proof of payment and successful completion of the course with a passing grade as indicated in the District's Educational Reimbursement Policy must accompany the Educational Tuition Reimbursement form (Exhibit A of the District's Educational Reimbursement Policy). Management Employees shall be responsible for any tax consequences as a result of education reimbursement. If for any reason, the employee separates from District employment prior to completion of one (1) calendar year from the date of distribution by the District of funds provided for herein, all such amounts distributed during that one (1) calendar year period shall be considered a judgment due and owing to the District. The judgment amount shall be deducted from the employee's final check. Any remaining non-reimbursed amount shall be paid to the District within Management Employees Compensation Letter FYs 2015-2018 ninety (90) calendar days of separation from District employment. Each employee receiving funds pursuant to this section shall sign a written agreement to comply with the terms of this section as a condition precedent to receipt of any such funds. In the event of a layoff or work hour reduction, reimbursement will cover courses that are already in progress, provided that the employee successfully completes them with a passing grade and fulfills the other provisions of the Educational Reimbursement Policy. XXVI. Management Employees who have been employed by the District for more than one year may sell to the District up to forty (40) hours of accrued unused vacation time upon thirty (30) days prior notice, provided that a minimum of one- half (1/2) the vacation time to which the employee is entitled within the same annual period of the sold vacation time remains in the employee's vacation account after the cash distribution. Sell-back of vacation time will only be paid on the second payday in November of each year. XXVII. Management Employees will be entitled to car allowance of $400.00/month as determined by the General Manager. The Engineering Manager, Finance Manager, IT Manager, Human Resources/Risk Manager, Operations Manager and Public Information Manager positions shall be eligible for this benefit. XXVIII. Management Employees shall receive a maximum of forty (40) hours of management leave with pay each fiscal year. Unused management leave time at the end of each fiscal year, June 30, will be paid during the following month of July with said time being calculated at the employee's then straight time hourly rate. There will be no carry-over of management leave time to the next fiscal year. Management Employees joining after the start of the fiscal year shall receive a prorated benefit based on the number of remaining payroll periods in the fiscal year. XXIX. The Holiday schedule attached hereto as Exhibit F shall be in effect for full-time Management Employees covered by this Management Letter. For purposes of holiday compensation, compensation shall be equal to the number of hours that the Management Employee normally would have worked other than for the holiday. For those Management Employees whose scheduled work week is Monday through Thursday, a holiday falling on a Friday or Saturday shall not result in Thursday being a holiday and a holiday falling on a Sunday, shall not result in Monday being a holiday. Instead observed holidays that fall on a Friday, Saturday or Sunday shall be recognized as floating holidays earned. The floating holidays earned as a result of the above situation shall be used within the fiscal year in which it is accrued or the following fiscal year. Any unused floating holiday time will be cashed out at the employee's base hourly rate at the end of Management Employees Compensation Letter FYs 2015-2018 the fiscal year following the fiscal year during which the time was accrued. For example any unused floating holiday time accrued during fiscal year 2015-16 would be paid out at the end of fiscal year 2016-17. In order to be eligible for holiday pay, a Management Employee must be either at work or on paid leave of absence on the regularly scheduled workday immediately preceding the day observed as the holiday and the regularly scheduled workday immediately following the day observed as the holiday. XXX. The term of this Compensation Letter for Management Employees is for the period of July 1, 2015 to June 30, 2018. November 15, 2017 Marc May6antonio Date General Manager Management Employees Compensation Letter FYs 2015-2018 Exhibit E YLWD Pay Plan-Management Employees Effective November 14,2017 through June 30,2018 Range I Step 1 I Step 2 1 Step 3 1 Step 4 1 Step 5 1 Step 6 Step 7 1 Step 8 Step 9 I Step 10 I Step 11 I Step 12 I Step 13 IME 33 Hourly $ 49.85 $ 51.10 $ 52.37 $ 53.68 $ 55.03 $ 56.40 $ 57.81 $ 59.26 $ 60.74 $ 62.26 $ 63.81 $ 65.41 $ 67.04 Monthly $ 8,640.67 $ 8,857.33 $ 9,077.47 $ 9,304.53 $ 9,538.53 $ 9,776.00 $ 10,020.40 $ 10,271.73 $ 10,528.27 $ 10,791.73 $ 11,060.40 $ 11,337.73 $ 11,620.27 Yearly $ 103,688 $ 106,288 $ 108,930 $ 111,654 $ 114,462 $ 117,312 $ 120,245 $ 123,261 $ 126,339 $ 129,501 $ 132,725 $ 136,053 $ 139,443 IME 34 Hourly $ 52.34 $ 53.65 $ 54.99 $ 56.37 $ 57.78 $ 59.22 $ 60.70 $ 62.22 $ 63.77 $ 65.37 $ 67.00 $ 68.68 $ 70.39 1 Monthly $ 9,072.27 $ 9,299.33 $ 9,531.60 $ 9,770.80 $ 10,015.20 $ 10,264.80 $ 10,521.33 $ 10,784.80 $ 11,053.47 $ 11,330.80 $ 11,613.33 $ 11,904.53 $ 12,200.93 Yearly $ 108,867 $ 111,592 $ 114,379 $ 117,250 $ 120,182 $ 123,178 $ 126,256 $ 129,418 $ 132,642 $ 135,970 $ 139,360 $ 142,854 $ 146,411 IME 35 Hourly $ 54.96 $ 56.33 $ 57.74 $ 59.19 $ 60.67 $ 62.18 $ 63.74 $ 65.33 $ 66.96 $ 68.64 $ 70.35 $ 72.11 $ 73.91 Monthly $ 9,526.40 $ 9,763.87 $ 10,008.27 $ 10,259.60 $ 10,516.13 $ 10,777.87 $ 11,048.27 $ 11,323.87 $ 11,606.40 $ 11,897.60 $ 12,194.00 $ 12,499.07 $ 12,811.07 Yearly $ 114,317 $ 117,166 $ 120,099 $ 123,115 $ 126,194 $ 129,334 $ 132,579 $ 135,886 $ 139,277 $ 142,771 $ 146,328 $ 149,989 $ 153,733 IME 36 Hourly $ 57.71 $ 59.15 $ 60.63 $ 62.14 $ 63.70 $ 65.29 $ 66.92 $ 68.60 $ 70.31 $ 72.07 $ 73.87 $ 75.72 $ 77.61 1 Monthly $ 10,003.07 $ 10,252.67 $ 10,509.20 $ 10,770.93 $ 11,041.33 $ 11,316.93 $ 11,599.47 $ 11,890.67 $ 12,187.07 $ 12,492.13 $ 12,804.13 $ 13,124.80 $ 13,452.40 1 Yearly $ 120,037 $ 123,032 $ 126,110 $ 129,251 $ 132,496 $ 135,803 $ 139,194 $ 142,688 $ 146,245 $ 149,906 $ 153,650 $ 157,498 $ 161,429 IME 37 Hourly $ 60.59 $ 62.11 $ 63.66 $ 65.25 $ 66.88 $ 68.56 $ 70.27 $ 72.03 $ 73.83 $ 75.67 $ 77.56 $ 79.50 $ 81.49 Monthly $ 10,502.27 $ 10,765.73 $ 11,034.40 $ 11,310.00 $ 11,592.53 $ 11,883.73 $ 12,180.13 $ 12,485.20 $ 12,797.20 $ 13,116.13 $ 13,443.73 $ 13,780.00 $ 14,124.93 Yearly $ 126,027 $ 129,189 $ 132,413 $ 135,720 $ 139,110 $ 142,605 $ 146,162 $ 149,822 $ 153,566 $ 157,394 $ 161,325 $ 165,360 $ 169,499 IME 38 Hourly $ 63.62 $ 65.21 $ 66.84 $ 68.51 $ 70.23 $ 71.98 $ 73.78 $ 75.63 $ 77.52 $ 79.46 $ 81.44 $ 83.48 $ 85.57 Monthly $ 11,027.47 $ 11,303.07 $ 11,585.60 $ 11,875.07 $ 12,173.20 $ 12,476.53 $ 12,788.53 $ 13,109.20 $ 13,436.80 $ 13,773.07 $ 14,116.27 $ 14,469.87 $ 14,832.13 Yearly $ 132,330 $ 135,637 $ 139,027 $ 142,501 $ 146,078 $ 149,718 $ 153,462 $ 157,310 $ 161,242 $ 165,277 $ 169,395 $ 173,638 $ 177,986 IME 39 Hourly $ 66.80 $ 68.47 $ 70.19 $ 71.94 $ 73.74 $ 75.58 $ 77.47 $ 79.41 $ 81.39 $ 83.43 $ 85.51 $ 87.65 $ 89.84 Monthly $ 11,578.67 $ 11,868.13 $ 12,166.27 $ 12,469.60 $ 12,781.60 $ 13,100.53 $ 13,428.13 $ 13,764.40 $ 14,107.60 $ 14,461.20 $ 14,821.73 $ 15,192.67 $ 15,572.27 1 Yearly $ 138,944 $ 142,418 $ 145,995 $ 149,635 $ 153,379 $ 157,206 $ 161,138 $ 165,173 $ 169,291 $ 173,534 $ 177,861 $ 182,312 $ 186,867 IME 40 Hourly $ 70.14 $ 71.90 $ 73.69 $ 75.54 $ 77.43 $ 79.36 $ 81.35 $ 83.38 $ 85.46 $ 87.60 $ 89.79 $ 92.03 $ 94.34 Monthly $ 12,157.60 $ 12,462.67 $ 12,772.93 $ 13,093.60 $ 13,421.20 $ 13,755.73 $ 14,100.67 $ 14,452.53 $ 14,813.07 $ 15,184.00 $ 15,563.60 $ 15,951.87 $ 16,352.27 Yearly $ 145,891 $ 149,552 $ 153,275 $ 157,123 $ 161,054 $ 165,069 $ 169,208 $ 173,430 $ 177,757 $ 182,208 $ 186,763 $ 191,422 $ 196,227 IME 41 Hourly $ 73.65 $ 75.49 $ 77.38 $ 79.31 $ 81.30 $ 83.33 $ 85.41 $ 87.55 $ 89.74 $ 91.98 $ 94.28 $ 96.64 $ 99.05 Monthly $ 12,766.00 $ 13,084.93 $ 13,412.53 $ 13,747.07 $ 14,092.00 $ 14,443.87 $ 14,804.40 $ 15,175.33 $ 15,554.93 $ 15,943.20 $ 16,341.87 $ 16,750.93 $ 17,168.67 Yearly $ 153,192 $ 157,019 $ 160,950 $ 164,965 $ 169,104 $ 173,326 $ 177,653 $ 182,104 $ 186,659 $ 191,318 $ 196,102 $ 201,011 $ 206,024 IME 42 Hourly $ 77.33 $ 79.27 $ 81.25 $ 83.28 $ 85.36 $ 87.50 $ 89.68 $ 91.93 $ 94.22 $ 96.58 $ 98.99 $ 101.47 $ 104.01 Monthly $ 13,403.87 $ 13,740.13 $ 14,083.33 $ 14,435.20 $ 14,795.73 $ 15,166.67 $ 15,544.53 $ 15,934.53 $ 16,331.47 $ 16,740.53 $ 17,158.27 $ 17,588.13 $ 18,028.40 Yearly $ 160,846 $ 164,882 $ 169,000 $ 173,222 $ 177,549 $ 182,000 $ 186,534 $ 191,214 $ 195,978 $ 200,886 $ 205,899 $ 211,058 $ 216,341 IME 43 Hourly $ 81.20 $ 83.23 $ 85.31 $ 87.44 $ 89.63 $ 91.87 $ 94.17 $ 96.52 $ 98.93 $ 101.41 $ 103.94 $ 106.54 $ 109.21 Monthly $ 14,074.67 $ 14,426.53 $ 14,787.07 $ 15,156.27 $ 15,535.87 $ 15,924.13 $ 16,322.80 $ 16,730.13 $ 17,147.87 $ 17,577.73 $ 18,016.27 $ 18,466.93 $ 18,929.73 Yearly $ 168,896 $ 173,118 $ 177,445 $ 181,875 $ 186,430 $ 191,090 $ 195,874 $ 200,762 $ 205,774 $ 210,933 $ 216,195 $ 221,603 $ 227,157 In the event of a keying/formula discrepancy,all pay plans(salary matrices)are calculated at 2.5%between each step and 5.0%between each range.