Section 501—Compensation
a. All regular employees as of the date of execution of this Agreement shall receive increases to base compensation as depicted in Appendix E which is attached hereto and incorporated herein. All covered staff who are currently not on an actual step of the grid will be placed on the next higher actual step. Also, if during the duration of this Agreement the Vermont General Assembly directs an additional appropriation for such employee Bands, such Bands will be further increased as required by such appropriation without the necessity of mid-term bargaining between the parties hereto. Covered employees who are at maximum step and thus not eligible to receive a minimum increase of 2.00% shall be granted a one-time, lump sum payment of two (2.0%) percent less any % increase received to base.
Additionally, a one-time lump sum payment will be paid to those covered employees who were on the Agency’s payroll as of June 30, 2021, or were added to the payroll thereafter, and remain on the payroll and in the bargaining unit as of the date of execution of this Agreement. This is not retroactive pay. The lump sum payment will be calculated by using the amount of base wages (grid increase, reclassifications and step) that would have been earned had the grid and step changes been implemented July 1, or on the date employment within the bargaining unit commenced, until the date of execution of this Agreement. The lump sum reflects an agreement between the Agency and the Union to make this one-time payment to some current bargaining unit members that otherwise would not be owed as wages. The step grid is attached hereto and incorporated herein as Appendix E. It will operate on the basis of one year on a step and two years on a step, with all appropriate step movements taking effect as of June 30 of each year for years 2 and 3 of this Agreement. Annual entitlement to step movement will be applicable for covered employees from their first through their fifth completed years of service; step movement every two years will be applicable for covered employees for all service thereafter. The average value of step movement is 1.35%.
b. The structure of the position matrix for Union covered positions shall be depicted on Appendix G, which is attached hereto and incorporated herein, and this new matrix shall become effective the date this agreement is signed.
c. CSP Case Managers, Teaching Interventionists, Crisis Coordinators, and CSP Housing Coordinators will be initially placed at Grade E Step 4. Career Coaches, Counselors – Employment, and Employment Advisors will be initially placed at Grade C Step 4. On and after the effective date of this Agreement, the following positions will initially be placed at Grade D Step 4: Acute Residential Counselor; Intensive Community Support Worker; Teacher-Counseling-CenterPoint; Interventionist – Park Street Floater. Additionally, all positions in Grade A will be initially placed on Grade B. The new starting rates will be applied to probationary employees and substitutes in such positions.
d. Substitute employees in positions covered by the Agreement shall be compensated at the starting rate for such position. The addition of this increase for substitutes and probationary employees does not in any way change the current fact that substitutes are not covered by the Agreement nor represented by the Union, nor shall this concession be used as evidence to alter the current covered membership.
e. Otherwise, however, probationary employees shall continue not to be eligible for a step increase unless they have completed their probationary period on or before June 30 of any given year.
f. 2022-2023 Year: There shall be a minimum two (2.00%) percent increase in the base of the salary grid. This increase shall take effect on July l, 2022 as per Appendix E. Step increases will be effectuated on June 30 per applicable eligibility criteria thereafter. Covered employees who are at maximum step and not eligible to receive an increase of 2.00% per the above shall be granted a one-time, lump sum payment of two (2.0%) percent less any % increase received to base
g. 2023-2024 Year: There shall be a minimum two and one-half (2.50%) percent increase in the base of the salary grid as per Appendix E. This increase shall take effect as of July l, 2023. Step increases shall continue to be effectuated on June 30 annually per applicable eligibility criteria. Covered employees who are at maximum step and not eligible to receive an increase of 2.50% per the above shall be granted a one-time, lump sum payment of two and one-half (2.50%) percent less any % increase received to base.
h. Any covered employee who is promoted into a higher pay grade position within the bargaining unit following the execution of the CBA shall receive either a 5% increase or the increase applicable to placement on step one of the new pay grade, whichever is greater. Each subsequent June 30 such employee will be advanced to the next higher actual step before applying any applicable step movement.
i. The Union will be notified in the event any covered employee is initially hired above step one of the particular paygrade and upon request shall supply/provide the rationale/justification for hiring the new employee at a rate higher than step
j. Employer shall make good faith efforts to allow staff to have electronic access to their paygrade and step as expeditiously as possible.
k. Given the unpredictability of the Agency’s annual funding and its desire to continue to enhance staff wages, additional Critical Compensation Increases may be made not more than once per year, at the discretion of the Chief Executive Officer. The Agency may provide such Critical Compensation Increases by means of a bonus payment to respond to market demands and critical service provision needs. The Agency will advise the Union in advance of any such planned bonus payment and meet with the Union upon its request. Such decisions shall not be subject to the grievance and arbitration procedures of this Agreement.
Section 502—Shift Differential
A non-exempt, hourly employee required to work between the hours of 5:00 p.m. and 8:00 a.m. shall receive shift differential pay in the amount of sixty-five cents ($.65) per hour for each hour worked between 5:00 p.m. and midnight and two dollars and ten cents ($2.10) per hour for each hour worked between midnight and 8:00 a.m. A non-exempt, hourly employee who is required to work weekend days (daytime defined as 8:00 a.m. to 5:00 p.m.) shall receive a differential in the amount of forty-four cents ($.44) per hour for hourly staff.
Any shift differential payments shall be considered in the determination of overtime rates but shall not be considered in the determination of non-work time calculations. The provisions of this Section shall not apply to an employee whose job responsibilities normally permit such employee to sleep at an Agency job site for any period between the hours of 5:00 p.m. and 8:00 a.m.
Section 503—Sleepover Premium
An employee required to sleep overnight at an Agency job site shall be paid a premium amount equivalent to 115% of Vermont minimum wage for 8 hours per night during time that is not considered working. If sleep is interrupted, employees’ pay will be paid based upon their regular rate of pay.
Section 504—Working Out of Classification
An employee who performs a job in a pay grade higher than their own for a consecutive period of at least two (2) weeks, shall be paid at the higher applicable pay rate for all consecutive time worked at such higher pay grade retroactive to the first day of the two (2) week period.
Section 505—Hiring Salaries and Green Circle
A. While employees hired into a position are generally offered the minimum of the appropriate salary scale, when it deems it appropriate the Agency shall be entitled to fill a position at a salary higher than the normal salary range for such position.
B. A covered employee who separates from service with the Agency and is rehired within five years shall be credited with all prior service for base pay purposes. Rehiring will not have an impact on the Green Circle.
C. The Agency may make sign on bonus payments to individuals agreeing to become employed in covered positions, the payments of which may extend into the employment period. New hires shall be placed on an actual step on the pertinent pay grid. Payment may be made at the time of hire and/or at a future date as explained at hire. Current staff applying to and being hired into such a position are eligible for these payments at a rate of 50% of the amount offered to an external candidate provided they are hired into a position at least a grade higher and where sign on bonus is being offered for such higher-grade position. This provision for existing staff shall not apply more than once in any 12-month period. Such payments will not be part of the base compensation of such employees.
Section 506—Mileage Reimbursement
Mileage reimbursement for the use of a personal vehicle on authorized Agency business will be made at the IRS rate.
Section 507—Payroll
A. The Agency will directly deposit bi-weekly paychecks to a bank account of each employee’s choosing. Pay advices will be provided via the Agency’s Human Resources Information System . The Agency will make every effort to create a relationship with a local financial institution for individuals who are not able to secure their own bank account.
B. Pay Accuracy – It is the Agency’s expectation that staff will be alert to the accuracy of their compensation and report any inaccuracies to the Agency immediately.
B. 1. Underpayment -If a significant underpayment occurs (more than 10% of the weekly paycheck) due to an inaccuracy on the part of the Agency or the employee, a manual check will be issued for the missing hours once the required documentation is received. Less significant (those under 10% of weekly paycheck) adjustments as a result of an inaccuracy on the part of the Agency or an underpayment due to late timesheets will not be corrected until the next following payroll cycle. After two manual checks have been issued, as a result of the employee’s failure to submit the required timesheets on time, any further pay adjustments will occur in the following payroll cycle.
B. 2. Overpayment – If an overpayment occurs it will be brought to the employee’s attention as soon as it is discovered, and explained fully so that the employee understands the error. Reimbursement for overpayments shall be limited to the three (3) months previous to discovery of error. If an overpayment exceeds ten (10%) percent of the employee’s total annual salary then the three (3) months do not apply. A repayment plan will be created to repay the amount due, but in no case will the repayment plan extend beyond thirteen (13) pay periods. A written statement will be provided to the employee. If repayment is not complete before an employee terminates, the remaining balance is due in full at termination, and may be withheld from any final payments due, such as last paycheck or vacation/CTO payment.
C. Leave accrual errors
Errors or discrepancies on vacation/sick time/CTO accrual or debits shall be explained or accounted for in writing and settled between the employee and the Agency with a plan in writing.
Section 508—License Fees Reimbursement
A. While it is the employee’s responsibility to maintain adequate licenses, roster and/or certification, the Agency will reimburse full-time employees on a cyclical basis for the cost of a Vermont State clinical license, roster and/or clinical certification when such license, roster and/or certification is required:
A. 1. as stated by and in the employee’s current job description; and
A. 2. where such license and/or certification relates to the work of the program in the reasonable judgment of the Agency.
A. 3. The covered fees shall be limited to the one-time cost of the state license fee, and the biennial renewal fee, and shall not include the exam fee. Such reimbursement shall be returned to the Agency pro-rata by employees who do not work for an entire license year.
B. Where it is advantageous to the Agency for an individual to hold a license, and at the Agency’s sole discretion, it may reimburse an employee for the exam fee when documentation of procuring the license has been produced. Such reimbursement shall be returned to the Agency pro-rata by employees who do not work for two license years.
C. Two members of the bargaining unit designated by the Union will be included in an emerging cross-Agency committee being formed to develop and implement an integrated Agency-wide training calendar.
D. Employer shall increase its current $750 maximum for covered employees for whom a Vermont State Clinical License, or Clinical Certification is required or desired the Agency will provide up to a maximum reimbursement of $2,000, pro-rated for part-time employees
E. Employees who serve as QMHP’s shall receive an annual $500 stipend.
F. The benefits described above in this Section will be pro-rated for part time employees.
Section 509—First Call for Chittenden County
A. For staff holding positions in FCCC:
A. 1. there shall be no required overtime shifts beyond the one on-call shift currently part of the regular schedule; and
A. 2. Compensation for each on-call duty shift shall be a stipend of $50 per shift in addition to compensation specified under 509 (B).
A. 3. Compensation for FLSA exempt staff who work 3rd shift (typically between midnight and 8 a.m.) shall receive an additional stipend of $75.00 per shift.
B. First Call employees who actually work during an on-call shift shall receive an hourly rate equal to the salary rate converted to an hourly rate based on a 37.5 hour work week.
C. First Call vacation requests made 60 days or more in advance shall be honored if at all possible. (Additional consideration of the issues surrounding this commitment may be requested of the Labor/Management Committee).
Section 510—Translation/Interpretation
Covered staff who are credentialed by the Agency to provide translation and/or interpretation services and are asked to perform this work outside of their regular duties, will receive a minimum hourly rate of $20.00.
Section 511—Damages, Destroyed or Theft of Employee Personal Property
A. Damaged or Destroyed Employee Property:
Employees who have personal property that has been damaged or destroyed by a client of the Agency can seek, and shall not unreasonably be denied, reimbursement for the cost of replacement or repair, up to the limit of their deductible (where relevant), upon approval of their Chief Client Services Officer. A denial of reimbursement for damage or destruction of employee personal property shall not be arbitrable.
B. Theft of Personal Property by a Client of the Agency:
Theft of personal property by a client of the Agency may be reimbursed by the Agency and not unreasonably denied. A denial of reimbursement for theft of property shall not be arbitrable.
C. Employees who have a personal motor vehicle that has been damaged or destroyed by the actions of an Agency client without contributing fault on the part of the employee while such vehicle is parked or moving (as opposed to property damage or personal injury resulting from a motor vehicle accident) can seek, and shall not unreasonably be denied, reimbursement for the cost of replacement or repair upon approval of the designee of the Chief Client Services Officer. Repair estimates from an Agency approved entity will be required. Reimbursement may include the cost of a rental car (or use of an Agency fleet vehicle) if the employee’s vehicle is not operational. A denial of reimbursement for damage or destruction of employee personal vehicle may be appealed to the Agency’s Chief Client Services Officer and the Union’s President who, upon a meeting and concurrence, may reverse such denial. A final decision of denial shall not be subject to the grievance and arbitration procedures of the Agreement. This subsection shall be void and of no further effect on and after June 30, 2024, unless an extension hereof is specifically agreed to by the Agency.
Section 512—Waiting to Work
This provision applies to employees who have voluntarily accepted a waiting to work shift. When then utilized with supervisor approval, Waiting to Work shifts shall require a worker to be “on call” and come in to work if needed. Staff who have completed a Waiting to Work shift will receive a $50.00 stipend per shift and additional regular pay for time worked if called in. Employees subject to this provision shall be obligated to provide a telephone number to their immediate supervisor. Calling or texting such number shall be regarded as reaching such employee if such call is not answered within 15 minutes from the time it is made. The employee shall be expected to arrive at work fit to work within their normal commuting time from answering or being regarded as having answered the call. A failure to arrive in a timely manner fit for work will cause the loss of the stipend and render the employee subject to discipline.
AFSCME Local #1674 