Payroll Roundtable

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.