ARTICLE VI WAGE RATES AND PERFORMANCE PAY PROGRAM

  1. The wage adjustments will be implemented for each employee on the active payroll for the payroll period in the month/year specified below:

  2. Wage Rates SPO I
     Start6 MOS12 MOS18 MOS24 MOS 30 MOS36 MOS42 MOS48 MOS% Increase
    October 25, 2015$27.971$28.999$30.026$31.053 $32.080$33.106$34.133 $35.160$36.1882%
    October 23, 2016$28.531$29.579$30.626$31.674 $32.722$33.768$34.816 $35.864$36.9112%
    October 22, 2017$28.816$29.874$30.933$31.991$33.049 $34.106$35.164$36.222 $37.2801%
    October 21, 2018$28.816$29.874$30.933$31.991$33.049 $34.106$35.164$36.222 $37.2800%
    October 20, 2019$28.816$29.874$30.933$31.991$33.049 $34.106$35.164$36.222 $37.2800%*

  3. Wage Rates SPO II-D (DOE Standards)
     Start6 MOS12 MOS18 MOS24 MOS 30 MOS36 MOS42 MOS48 MOS% Increase
    October 25, 2015$28.393$29.421 $30.450$31.478 $32.507$33.536$34.564 $35.593$36.6212%
    October 23, 2016$28.961$30.009$31.059$32.108 $33.158$34.206$35.255 $36.305$37.3532%
    October 22, 2017$29.250$30.309$31.370$32.429$33.489 $34.548$35.608$36.668 $37.7271%
    October 21, 2018$29.250$30.309$31.370$32.429$33.489 $34.548$35.608$36.668 $37.7270%
    October 20, 2019$29.250$30.309$31.370$32.429$33.489 $34.548$35.608$36.668 $37.7270%*

  4. Wage Rates CAS/SAS
     Start6 MOS12 MOS18 MOS24 MOS 30 MOS36 MOS42 MOS48 MOS% Increase
    October 25, 2015$29.206$30.236 $31.265$32.295 $33.324$34.355$35.384 $36.414$37.4432%
    October 23, 2016$29.790$30.841$31.890$32.941 $33.991$35.042$36.091 $37.142$38.1922%
    October 22, 2017$30.088$31.149$32.209$33.271$34.331$35.392 $36.452$37.514$38.574 1%
    October 21, 2018$30.088$31.149$32.209$33.271$34.331$35.392 $36.452$37.514$38.574 0%
    October 20, 2019$30.088$31.149$32.209$33.271$34.331$35.392 $36.452$37.514$38.574 0%*

  5. Wage Rates SPO II-C (Company Standards)
     Start6 MOS12 MOS18 MOS24 MOS 30 MOS36 MOS42 MOS48 MOS% Increase
    October 25, 2015$29.414$30.441 $31.468$32.495 $33.523$34.550$35.578 $36.605$37.6322%
    October 23, 2016$30.002$31.050$32.097$33.145 $34.194$35.241$36.289 $37.337$38.3852%
    October 22, 2017$30.302$31.360$32.418$33.477$34.536$35.594 $36.652$37.710$38.768 1%
    October 21, 2018$30.302$31.360$32.418$33.477$34.536$35.594 $36.652$37.710$38.768 0%
    October 20, 2019$30.302$31.360$32.418$33.477$34.536$35.594 $36.652$37.710$38.768 0%*

  6. Wage Rates SPO III-D (DOE Standards)
     Start6 MOS12 MOS18 MOS24 MOS 30 MOS36 MOS42 MOS48 MOS% Increase
    October 25, 2015$29.556$30.583 $31.610$32.636 $33.663$34.690$35.717 $36.743$37.7712%
    October 23, 2016$30.147$31.194$32.242$33.289 $34.336$35.384$36.432 $37.478$38.5262%
    October 22, 2017$30.448$31.506$32.564$33.622$34.680$35.738 $36.796$37.853$38.911 1%
    October 21, 2018$30.448$31.506$32.564$33.622$34.680$35.738 $36.796$37.853$38.911 0%
    October 20, 2019$30.448$31.506$32.564$33.622$34.680$35.738 $36.796$37.853$38.911 0%*

  7. Wage Rates SPO III-C (Company Standards)
     Start6 MOS12 MOS18 MOS24 MOS 30 MOS36 MOS42 MOS48 MOS% Increase
    October 25, 2015$30.206$31.233 $32.261$33.288 $34.316$35.343$36.370 $37.397$38.4242%
    October 23, 2016$30.810$31.858$32.906$33.953 $35.002$36.050$37.098 $38.145$39.1932%
    October 22, 2017$31.119$32.177 $33.235$34.293$35.352$36.410$37.469 $38.527$39.585 1%
    October 21, 2018$31.119$32.177 $33.235$34.293$35.352$36.410$37.469 $38.527$39.585 0%
    October 20, 2019$31.119$32.177 $33.235$34.293$35.352$36.410$37.469 $38.527$39.585 0%*
    *In addition to the hourly rates listed above an additional $.30 per hour will be added to the base rate for SPO III-C duties.

  8. Wage Rates K-9
     Start6 MOS12 MOS18 MOS24 MOS 30 MOS36 MOS42 MOS48 MOS% Increase
    October 25, 2015$30.206$31.233 $32.261$33.288 $34.316$35.343$36.370 $37.397$38.4242%
    October 23, 2016$30.810$31.858$32.906$33.953 $35.002$36.050$37.098 $38.145$39.1932%
    October 22, 2017$31.119$32.177 $33.235$34.293$35.352$36.410$37.469 $38.527$39.585 1%
    October 21, 2018$31.119$32.177 $33.235$34.293$35.352$36.410$37.469 $38.527$39.585 0%
    October 20, 2019$31.119$32.177 $33.235$34.293$35.352$36.410$37.469 $38.527$39.585 0%*
    * Wage Re-Opener with no minimum floor

    Note:

    Upon ratification by the HGU membership, all regular full-time SPOs on the payroll at the time of the ratification shall be eligible for a one-time payment, by separate check, of one thousand dollars ($1,000) less applicable legal withholdings. The term “regular full-time employee” shall include active employees on the payroll (excluding those SPOs on IPP), employees that are receiving payment from MSA due to occupational injury or illness, employees on Short-Term Disability and employees on Military Leave. Such payment will be made to employees within thirty (30) days after ratification and signing of the MSA/HGU Agreement.

    It is expressly understood and agreed by both HGU and MSA LLC that there is no minimum general wage increase established for 2019.

    If HGU should desire to negotiate for a general wage increase for 2019, then not less than sixty (60) days, nor more than one hundred twenty (120) days prior to October 31, 2019, HGU will give written notice to MSA and the Federal Mediation and Conciliation Service (FMCS). The sole subject for such negotiations would be the amount of the general wage increase. The duration of such negotiations would be limited to a maximum of seven (7) calendar days.

    If no agreement is reached by the end of the seven days, either party would have the option to request mediation by a mediator assigned to the case by the FMCS. Such request must be made within seven (7) calendar days after the seven (7) days of negotiations. The duration of such mediation would be limited to a maximum of seven (7) calendar days.

    If no agreement is reached through mediation either party would have the option to request arbitration. Such request must be made within seven (7) calendar days after the seven (7) days of mediation. Within ten (10) calendar days after either party notifies the other of its desire for arbitration the parties will meet to choose an arbitrator.

    In the event the Union and the Company cannot agree on such arbitrator, the Union and the Company will within the next succeeding ten (10) calendar days, following such failure to agree, request the FMCS or its successor, in writing, to submit a list of not less than seven (7) arbitrators from which an arbitrator will be selected. The parties will request the FMCS provide the names of arbitrators who are members in good standing with the National Academy of Arbitrators. The Union and the Company will select an arbitrator within ten (10) calendar days after receipt of the list from the FMCS (or its successor). The arbitrator will be selected by each party alternately striking names from the list. The party to strike the first name will be decided by a coin toss.

    Each party will bear its respective expenses. The expenses and fee of the arbitrator will be shared equally by the Union and the Company.

    The arbitrator will not have the power to add to, disregard or to modify any of the terms of this Agreement or any Supplemental Agreement of the parties. The arbitrator will be limited to choosing either the company’s position or the union’s position.

    The decision of the arbitrator will be final, binding and conclusive.

    In the event a dispute should arise involving any classified information, the arbitrator must have a security clearance as required by the DOE. The compensation and expense of the arbitrator and of arbitration will be borne equally by the parties.

    Should the arbitrator desire a transcript of the proceedings, the cost will be borne equally by the parties. It is agreed that neither party will attempt to influence the arbitrator in reaching a decision regarding the advisability of having a transcript of the proceeding. Either party will have the right to have a transcript at its own expense.


  9. COLA Provisions

    An amount equal to a percent of each employee’s basic wage rate based on the increase, if any, in the Bureau of Labor Statistics Consumer Price Index 1, hereinafter referred to as the “Index” from August to August for the years 2015 to 2020 calculated as follows:

    After an increase in the Index of four (4%) percent during the measurement period, seventy-five (75%) percent of the rise in the Index thereafter, up to but not exceeding a ten percent (10%) rise in the Index, will be applied to the basic wage rate set forth above. The maximum increase that could be generated from this formula is four and one half (4.5%) percent (i.e. 75% of 6%) for each twelve (12) month measurement period.

  10. Performance Pay Program - Weapons Proficiency

    The Performance Pay Proficiency courses will consist of the DOE Day Pistol course (300 point) and the DOE Day Rifle course (150 point). An SPO I, SPO II or SPO III who shoots with the Company issued weapon (handgun and rifle) at their regular semi-annual firearms qualification test and shoots a score listed in the table below will receive a weapons proficiency premium in the amount specified below. The highest qualification score shot during the calendar year (includes both Fall and Spring scores) is the score used to determine the amount of the proficiency premium. Payment of such premiums will be during the first payroll period in December.

    Note: Performance Pay Proficiency courses are not considered qualification courses. These courses of fire are optional to all SPOs.

    An SPO I, SPO II or SPO III who has failed to qualify for record during the first two (2) attempts for either qualification period during the calendar year is not eligible for a weapons proficiency premium.

    Employees in the probationary period are not eligible to receive premium pay until completing the appropriate probationary period. No SPO I, SPO II or SPO III will receive more than one (1) such premium each calendar year.


    Weapons Proficiency Table
    Rifle ScoreScore$ AmountRatingPistol ScoreScore $ Amount
    100%150$250High Master99%297 $250
    99%149$225Master98%294 $200
    98%147$200Expert93%279 $150
    97%146$150Sharpshooter90%270 $100
    92%138$125Marksman88%264 $75

    In order to be eligible for weapons proficiency pay, the SPO I, II or III must score at least a ninety (90%) percent on the DOE Day Rifle and at least eighty (80%) percent on the DOE Day Pistol. Minimum scores on both rifle/pistol must be met before any payment is made.

  11. Savings Plan

    The Company will continue the matching formula which is one hundred (100%) percent of the first three (3%) percent of employee contributions and fifty (50%) percent of the next two (2%) percent of employee contributions. The maximum Company match remains at four (4%) percent.


  12. Enhanced 401k Savings Plan contribution

    Security Police Officers hired after 10/31/2010 will receive the Enhanced 401k Savings Plan in lieu of a pension. The Enhanced 401k Savings Plan contribution consists of a non-elective, employer contribution of 5%.


  13. Dual Certification Pay

    SPO’s that hold dual certification will receive the greater certification pay.

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