HomeMy WebLinkAboutAgreements/Contracts - Human ResourcesMEMORANDUM OF AGRE EMENT
By and Between
GRANTCOUNTY
and
GRANT COUNTY PUBLIC EMPLOYEES' ASSOCIATION
PUBLIC WORKS UNIT
REGARDING:
20242025 AND 2026 WAGES, TEMEi & ATTE NDANCE, OPEN HEO 3 MOA
THIS MEMORANDUM OF AGREEMENT (MOA) is entered into by and between GRANT
COUNTY (hereinafter referred to as Employer) and the GRANT COUNTY PUBLIC
EMPLOYEES' ASSOCIATION representing the Public Works Bargaining Unit Qiereinafter
referred to the Association).
THE UNDERSTANDING is that the parties will immediately commence negotiations on a
successor agreement and address the HEO program in the CBA.
THE PURPOSE OF THIS MOA is to address 2024, 2025 and 2026 wages and the 2026 Tyler
Time and Attendance Policy and Procedures implementation during 2026, keeping other CBA
articles open for further discussion during 2026 which relate to the HEO 3 MOA topics and the
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current CBA topics addressing progression, promotions, qualifications, etc.
THE EMPLOYER AND ASSOCIATION agree to the following terms and conditions-,
Article X11 — Job Classifications and wages
12.1 The classifications, band/range, steps, and rates of pay shall be as provided in the addenda
to this MOA and the CBA. Addenduin A is a description of the salary and Pay Plan
administration process. Addend-Lun B reflects the 2024, 2025 and 2026 Pay Plans which
will be calculated and determined by the Director of Human Resources, The parties agree
that all the calculations relevant to the retroactive pay shall be completed, finalized and
administered by the Auditors' Office.
12.2 2024: Effective January 1, 2024, employees who have not left employment during 2024
will receive a three-point eight eight percent (3.88%) increase applied to the 2023 Pay Plan.
Only employees employed on the date of signature by the last signing party to this MOA
will be eligible for any increases. All calculations of these increases for the purposes of
the 2024 pay plan will be determined by the Director of Hwnan Resources. All calculations
relating to retroactive pay for 2024 shall be completed, finalized and administered by the
Auditors' Office. Any employee who has left employment for whatever reason shall not
be eligible for any pay increases.
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12. 3 '2_025: Effective January 1., 2025, employees who have not left employment d-Uring 120245
will receive a two point five nine percent (2_59%) increase applied to the 2024 Pay Plan.
only en-iployees employed on the date of signature by the last signing party to this MOA
will be eligible for any increases. All calculations of these increases for the purposes of
the .2025 ) pay plan will be determined by the Director of Human Resources and reflected in
an updated and attached Addendum B - Pay Plan. All calculations relating to retroactive
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pay for -2-025 shall be con-ipleted, finalized and administered by the Auditors" Office. Any
employee who has left employment -for whatever reason shall not be eligible for any pay
increases.
1 -2. 4 2026: Effective January 1, 2026, employees who have not left ernploviiient during -?0-)6
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w ill receive a three-point zero percent (3.0%) increase applied to the '2025 Pay Plan. Only
employees ernploved on the date of signature by the last signing party to this MO A will be
eligible for any increases. All calculations of these increases for the purposes of the 2-0,026
pay plan will be determined b�.,, the Director of Human Resources and reflected in an
updated and attached AddendUm B -- Pav, Plan. All calculations relatina to retroactive pa
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t'or '20.2-6 shall be completed, finalized and adi-ministered by the Auditors' Office. Any
employee who has left emplovi-nent for whatever reason shatl not be etialble for any pav
increases.
TIME AND A...'YTENDABCE POLICY
Employees shall comply with all Employer directives relating to the use and administration of the
Tyler Tune and Attendance Module and Payroll Module,, provided-, however,
employees inay be
able to enter time in several ways. including entry on a mobile app, web -based app, and time clock.
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The employees agree to cooperate fully with the implementation and continuity of these new
modules provided correspondence regarding the use of Time and Attendance be sent to employees
prior to implementation in 2_026,
The Tyler Time and Attendance administration will be determined and implemented by the
Auditors' Office and wilt cornnience on or about July 1, '200'426. The TvIer Time and Attendance.
Policy will be implet-nented by the Human Resources Director on or about July 1. -_)_026.
IN WITNESS WHEREOF, the Employer and Association aggee to the above ten-ns and conditions
throu(Th. the signatures below:
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BOARD OF COUNTY COMMISStONERS
7
Kevin BLtr(-,Yess.,.e,o"'-nimissiotier --- District I
q- U --Z6L,-
Date
GRANT COUNTY PUBLIC EMPLO"Y"EES'
ASSOCIATION
Mel Lotz, President
Ll — 2-1 —2,410
Date
Pacye 2 of 3
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Rob Johca..f�irnissioner — District 2
Date
Cindy Carti, Commission District 3
Date
PUBLIC WORKS DEPARTMENT
Andy ko--o-6 Director
� al �
6ate
HUMAN RESOURCES DEPARTMENT
Aecorah,Xkn—derson-Cook, Human Resources
Director
Date
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