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Payroll Highlights

 

Longevity Payments

To be eligible for longevity payments you must meet the following criteria

  • Has five (5) or more years or ten (10) or more years of continuous service* at a base annual salary equal to or greater than the Job Rate for the employee’s grade as of 03/31/13; and
  • Did not receive an “Unsatisfactory” evaluation on their last rating date. 

Longevity payments are made in two different increments the 5 yr pay is $1250 the 10 yr pay is $2500.  These payments are made in separate checks April and October each year.  Once you receive a longevity payment you will continue to do so each year until such time as the contract changes. 

HIGHLIGHTS OF NEW CSEA CONTRACT AGREEMENT

Wages:

  • No across the board salary increase in FY 2011 and 2012;
  • $1,000 (not added to base pay) starting April 1, 2013; ($775 lump sum payable April 1, 2013; $225 lump sum payable April 1, 2014)
  • 2 percent across the board increase payable April 1, 2014;
  • 2 percent across the board increase payable April 1, 2015
  • No changes in payments of step increments;
  • No changes in Longevity payments


Furloughs:

  • Five unpaid days off in FY 2011 (The value of the five days will be spread over the remaining pay periods equally);
  • Four unpaid days off in FY 2012 (The value of the four days will be spread equally over pay periods in the fiscal year - employees will be reimbursed for the value of these days starting in year five of the contract.)

 

cHANGES TO OVERTIME cALCULATION

Information for CSEA Employees and Supervisors of CSEA Employees

The new CSEA contract (Article 13) has changed the way overtime is calculated for CSEA employees. Sick leave that is not pre-approved (scheduled in advance) will no longer be included in hours worked when determining overtime eligibility. 

Artice 13 of the CSEA contract changes the way overtime is calculated.  Employees who use unscheduled sick time (calls in sick or leaves work due to illness after reporting to work) will no longer have sick time used in calculating overtime eligibility.

If an employee requests sick leave in advance and the supervisor approve the request, sick time will be included in the calculation of overtime.

This change only applies if overtime is voluntary (employee has the ability to decline overtime). If an individual is mandated to work the overtime, this new provision does not apply.