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UW/WFSE-UWPMA Contract (Effective 7/1/13 - 6/30/15)
Article 25 - Wages and Other Pay Provisions

25.1 All employees will maintain a 15% supervisory differential over the employees they supervise.

25.2 Effective July 1, 2008, a new step (L) will be established on the pay scales for Sergeants and Lieutenants. Employees who have been at step K for at least one year as of July 1, 2008 will move to step L effective the first pay period of July 2008. Employees who have been at step K less than a year as of July 1, 2008 will move to step L upon completion of one year at step K.

25.3 Effective July 1, 2007, the employees will receive longevity pay in accordance with the following schedule:

25.4 Effective July 1, 2007, promoted into this unit will receive a three (3) step salary increase instead of the two (2) step increased received under the previous contract.

25.5 Police Disability Supplemental Benefit - Effective July 1, 2007 the University will no longer offer this benefit to bargaining unit members that were hired after July 1, 2005.

25.6 Certified instructors will receive a 7.5% premium pay for any day spent instructing, so long as the actual instruction is for a minimum of four (4) hours, and will also receive a 7.5% premium pay for a day of planning for each block of training.

25.7 Voluntary Separation Incentives - Voluntary Retirement Incentives
The department will have the discretion to participate in a Voluntary Separation Incentive Program or a Voluntary Retirement Incentive Program, if such program is provided for in the 2011-2013 operating budget. Such participation must be in accordance with the program guidelines adopted by the Department of Personnel and the Department of Retirement Systems, following consultation with the Office of Financial Management. Program incentives or offering of such incentives are not subject to the grievance procedure in Article 22.

25.8 Between July 2013 and June 2014, the parties will meet at least quarterly, or more often if requested by either party to address and bargain wage issues based on market rates, recruitment and retention issues, and/or wage compression issues. Prior to the first meeting, in the event that the University of Washington Compensation Department will complete and provide to the parties a salary survey for the job classifications in the bargaining unit, it will present such results to the parties.

25.9 The employer agrees to negotiate with the Union over economics in the event that the State of Washington appropriates general wage increase which are then applied to the US-WFSE Master Contract.