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This is NATCA's offer on Pay Rules-Article 108
PRINCIPAL
MEMORANDUM OF AGREEMENT BETWEEN
THE NATIONAL
AIR TRAFFIC CONTROLLERS ASSOCIATION AND
THE FEDERAL
AVIATION ADMINISTRATION This Memorandum Agreement is
made and entered into by and between the National Air Traffic Controllers
Association ("NATCA") and the Federal Aviation Administration
("Agency"). 1.
This Agreement
must be read in conjunction with Article 108 of
the Parties 2006 Collective Bargaining Agreement (CBA) for Air Traffic
Controllers, Traffic Management Coordinators, Traffic Management Specialist and
NOTAMs. 2.
Effective the
first full pay period in January 2007, the AT Pay
Band minimums effective in June of 2006 entitled Appendix 4 of the CBA will
be reduced by 3%. The new reduced AT Pay Bands will be 30% wide 3.
The AT Pay Bands
referenced above are frozen until the first full pay period of January 2010 at
which time the AT Pay Bands will again move in accordance with Article 108. 4.
Eligible
bargaining unit employees will continue to receive COLA Pay/Post Differential as
defined by statute and as currently administered outside the contiguous 48
states. 5.
Eligible bargaining unit employees will continue
to receive locality pay the same as the rest of the government and will have
their locality pay increased annually effective the first full pay period in
January of each year. 6.
Notwithstanding
the provisions of Article 108, except for NOTAM specialist, the following rules
shall control Organizational Success Increases (OSI) and Superior Contribution
Increases (SCI) until January 2012 at which time the OSI/SCI payments will be
paid in accordance with Article 108.
7.
All other
provisions of Article 108 remain in full force
and effect including but not limited to any Certified Professional Controller
(CPC) in training that transferred to a higher ATC level facility who shall
still receive their second half (stored) amount.
All developmental increases as described in Article 108 still apply. 8.
Appendix
5 is included for Training and Developmental pay progressions. 9.
Controller
Incentive Pay (CIP) percentages will be paid in accordance with Article 108.
10.
The Position
Classification Standard for Air Traffic Control Series ATC–2152 dated
January 12, 1999, shall govern Facility ATC Levels for all employees covered by
this agreement except: 11.
The ATC Levels 13 and 14 are eliminated. 12.
Break Points contained in the Position Classification
Standard for Air Traffic Control Series ATC–2152 dated January 12, 1999 are
amended for Combined Control Facility (CCF) as follows:
13.
Traffic Management Specialists (TMS) located in the Air Traffic
Control System Command Center (ATCSCC) shall have their pay determined as ATC-12
level. 14.
Traffic Management Coordinators (TMC) assigned to Field Facilities
shall have their pay determined at the same ATC level as the facility in which
they work. 15.
NOTAMs shall have their pay determined as ATC-8 level. This Agreement between the
National Air Traffic Controllers Association and the Federal Aviation
Administration is approved this _____ day of _______ 2006. PAY Section 1.
The express terms of this Article apply to the air traffic controllers (ATCS),
traffic management coordinators/specialists (TMC/TMS) and NOTAMS bargaining
units. Air Traffic Pay Plan pay bands in Appendix 4 shall only be adjusted in
accordance with this Agreement. Section
2. Definitions. A.
Basic Pay
is defined as the employee’s ATC pay rate including applicable locality
adjustment in effect. B.
The Classification
Index (CI) is defined as the numerical index derived from the jointly developed
classification formula that is used to determine the ATC Facility Level. C.
Step Pool: The step
pool represents the average government wide step increase and will be sufficient
to provide a 1.6% increase in the average pay rate for all members of the
bargaining units. D.
MSS Positions:
Manager, Supervisor and Staff (MSS) levels have been established for various
categories of positions. These levels are referred to by an identifier of MSS-X.
MSS-1 includes TMCs/TMSs and facility staff specialists and MSS-2 includes
facility operational supervisors. E.
Unsuccessful Training:
The inability to successfully conclude an air traffic control training
program in either a terminal or en route facility in the Agency. There are three
(3) scenarios applicable to unsuccessful training: 1.
Developmental: Initial
certification attempt(s) at a terminal/en route facility(s) with the purpose of
attaining Certified Professional Controller status. 2.
CPC re-certification:
The attempt by a Certified Professional Controller at a terminal/en route
facility to regain fully certified status due to a certification loss at his/her
present facility. (e.g. medical disqualification, loss of currency, or
performance). 3.
CPC certification:
Subsequent certification by a Certified Professional Controller upon reporting
to a new terminal/en route facility. F.
Certified Professional
Controller (CPC): This title applies exclusively to a civilian Air Traffic Control Specialist who is or
has been facility certified in the terminal/en route air traffic control option
in the Air Traffic Service, and who is currently engaged exclusively in the
separation and control of live air traffic in terminal/en route facilities in
the Air Traffic Service. Once facility certified in the terminal/en route option
within the Agency, a controller retains the CPC title as long as he/she remains
in or regains this ATC career status. For
TMCs and TMSs this title applies exclusively to air traffic control specialists
who are facility certified and are involved in the traffic flow management of
aircraft. G.
The ATC Classification
Level: The ATC levels have been
established by the Parties using a classification formula that computes a
Classification Index (CI) for each air traffic facility in terminals and en
route centers. Section
3. Applicable
Pay and Differentials.
Employees will earn
Sunday premium pay at an additional rate of 25% of their hourly rate of basic
pay for all hours actually worked on Sunday. Unless otherwise provided for in
this Agreement, all employees will earn night differential at an additional rate
of 10% of their hourly rate of basic pay for all hours actually worked between 6
p.m. and 6 a.m.
Section
4. New
Hire /New Entrant Pay Setting. A.
A New Hire
is an individual who has never held an appointment in the Federal
Government. A new hire, whether or not he/she is required to attend the B.
A New Entrant is an
individual who has never been employed by the Agency as an Air Traffic Control
Specialist in the terminal/en route option.
A New Entrant, whether or not he/she is required to attend the C.
For a Military controller with 52
consecutive weeks experience as a certified air traffic controller set pay at
the ATC-3 CPC minimum and receive further increases in accordance with section
5. D.
For a Vacancy Announcement/Transfer
Request-excluding Entry Level Test Vacancy Announcement/Recruitment Bulletin
(AT-SAT), if applicant has 52 consecutive weeks as a DOD Civilian Controller or
a FSS-2152 set pay at the minimum of the lowest developmental level for the
assigned ATC facility, or at the employee’s current rate, not to exceed the
top of the lowest developmental level pay band for the assigned ATC facility and
receive further increases in accordance with section 5. E.
When any employee meets
more than one of the criteria in this Section the employees pay will be
initially set at using the criteria that provides the employee with the highest
pay and receive further increases in
accordance with section 5. F.
A Re-entrant into the 1)CPC
Re-entrant: An individual who is not currently employed as an Air Traffic
Controller by the Agency but was previously an FPL/CPC Air Traffic Controller in
the Agency terminal/en route option. a.
A CPC re-entrant
currently employed by the Federal Government who converted into the AT Pay
Plan(via any means) and subsequently moved into a position not covered by the AT
Pay Plan, will retain current base pay so long as that rate of pay fits within
the established CPC pay band for the facility to which assigned. If current base
pay is below the minimum of the CPC pay band pay will be raised to the minimum
of the CPC pay band. If the current base pay exceeds the established CPC pay
band for the facility ATC level, pay will be capped by the top of the CPC pay
band. b.
CPC re-entrant
currently employed by the Federal Government who never converted into the AT Pay
Plan. ·
A CPC re-entrant not
receiving any ATRA or IPP differentials, will retain current base pay so long as
that rate of pay fits within the established CPC pay band for the facility ATC
level to which assigned. If current base pay is below the minimum of the CPC pay
band, pay will be raised to the minimum of the CPC pay band. If the current base
pay exceeds the established CPC pay band for the facility ATC level, pay will be
capped by the top of the CPC pay band. ·
A CPC re-entrant
currently receiving the five percent (5%) ATRA operational differential will
have the differential added to the current base pay at 4.1% rate. ·
A CPC re-entrant
currently receiving the ten percent (10%) Interim Incentive Pay (IPP) will have
that differential added to current base pay at the full 10% rate only if the
employee returns to the bargaining unit at one of the seven original IPP
facilities. ·
After base pay is
calculated adding in the ATRA and IIP differentials as appropriate, the new base
pay figure must fit into the CPC pay band of the assigned facility. If pay falls
below the new CPC pay band, pay will be raised to the minimum of the CPC pay
band. Pay may not under any circumstance exceed the top of the CPC pay band. c.
CPC re-entrants not
currently employed by the Federal Government ·
The starting salary for
a CPC re-entrant will be set in the CPC pay band for the ATC Level Facility to
which assigned, but in no case will it be higher than the rate of pay held prior
to leaving the Bargaining Unit(s), except to raise the pay to the minimum of the
CPC pay band. If former pay exceeds the top of the CPC pay band to which
assigned, pay will be set at no higher than the top of the band. Once
the appropriate pay adjustment has been made, the individuals covered by
provisions of this Section will be considered a CPC at their assigned facility.
All subsequent transfers, promotions and other types of employee movement shall
be in accordance with applicable rules, regulations and this Agreement. 2)
Developmental Air Traffic Controller Re-entrant: An individual who is not
currently employed as an Air Traffic Controller by the Agency, but was
previously a developmental controller in the Agency, including those at the ·
The starting salary for
a developmental re-entrant will be set at the minimum of the developmental pay
band for the lowest available developmental stage for the facility to which
assigned. ·
If the re-entrant
successfully completed D3 stage training before leaving the position, pay will
be set at the employee’s previous rate of pay, not to exceed the top of the
lowest developmental level pay band for the assigned facility. In
no case will pay be higher than the rate of pay held prior to leaving the
Bargaining Unit(s). 3)
Re-entrant Returning
From Leave Without Pay: ·
Extended LWOP: Upon return from
LWOP of more than one year (consecutive), CPC or Developmental Air Traffic
Controllers’ base pay shall be set as though the employee never left the
applicable pay band except the employee will not accrue any SCI increases to
which entitled. ·
Limited LWOP: Upon return from LWOP
of one year or less (consecutive), CPC or Developmental Air Traffic
Controllers’ base pay shall be set as though the employee never left the
applicable pay band, accruing all OSI/SCI increases to which entitled. Section
5. Developmental
Air Traffic Controller: An air
traffic controller in training at a field facility who has never been facility
certified in the terminal/en route option in an air traffic control facility in
the Agency and therefore has never attained the Certified Professional
Controller (CPC) level.
Each terminal and en route air traffic control facility has from two
to four training stages, as defined in Appendix 5 for Developmental Air Traffic
Controllers, dependent on the complexity and number of operating positions
within the facility. Pay
for the developmental controller is set in accordance with Appendix 4 as
follows:
*
For facilities for which there are only two developmental training stages the
employee’s base pay is set at 70% of the minimum CPC base pay upon completion
of the first stage of training, but in no case less than 6.7% higher than the
previous base pay; where there is only one developmental stage, the base pay is
set at 85% of the minimum of the CPC base pay upon completion of the first stage
of training, but in no case less than 6.7% higher than previous base pay. Section
6. A
Transfer is defined as any movement of a CPC, MSS-1, or Developmental Air
Traffic Controller to another CPC, MSS-1, or Developmental Controller position
at the same, lower or higher ATC facility level. This includes bids, swaps and
internal placements. There are five kinds of transfers: 1.
transfer to a higher
level facility. 2.
voluntary transfer to a
lower level facility. 3.
voluntary transfer to
the same level facility. 4.
involuntary transfer to
a lower level facility for performance. 5.
either voluntary or
involuntary transfer between CPC and MSS-1 position. A.
CPC Transfer: Once
a controller has achieved CPC status in the first terminal/en route facility,
that status is permanent. For a CPC, pay is set as follows: Upon
transfer to a higher ATC level facility, base pay is increased to the minimum of
the new CPC pay band, or is increased by 6.7%, not to exceed the new band
maximum, whichever is higher. One-half of the increase is paid upon initial
transfer to the new facility; the other one-half is paid when fully certified in
the new facility. Upon
voluntary transfer to a lower ATC level facility, base pay is set at the current
base pay if that rate falls within the new pay band. If current base pay is
higher than the top of the new band, base pay is capped by the top of the band. Upon
involuntary transfer, through no fault of the employee, to a lower ATC Facility
Level, base pay is unchanged. Employee
is grandfathered at the higher ATC level pay band. Upon
voluntary transfer to the same level facility, base pay is unchanged unless it
exceeds the band maximum, in which case it is capped at the band maximum. A CPC
who transfers into a new facility is a CPC in training (CPC-IT). A
CPC-IT who does not achieve facility certification in the new facility, shall
have their pay set as follows: A
CPC-IT that is unsuccessful prior to completion of the D3 training stage of the
new facility, (as defined in Appendix 5) will have their base pay set as though
they never left the facility where the employee was fully certified. This
includes all accrued OSI or SCI payments. When assigned to another ATC level
facility, pay will then be set as described above for a CPC transfer. A
CPC-IT that is unsuccessful after the completion of the D3 training stage of the
new facility, (as defined in Appendix 5) and is transferred to another level
facility will have their pay set as described above for a CPC transfer. Note:
Pay setting for mutual reassignment and hardship are covered under the provision
of Section 6C of this Article. B.
Developmental
Controller Transfer: Upon
voluntary transfer to a higher ATC level facility, base pay is unchanged. Future
pay increases are made in accordance with successful progression through the
developmental stages, with minimum pay increase being 6.7%. Upon
voluntary transfer to a lower ATC level facility, pay is set at the same
developmental stage percentage of the lower level facility’s minimum
developmental stage. If the same stage does not exist at the new facility,
employee’s pay is set at lowest available stage at the new facility. Upon
transfer to the same level facility, base pay is unchanged. A
developmental controller that transferred to a new facility that does not
achieve area/facility certification and is assigned a lower level facility shall
have their pay set at the same developmental stage percentage of the lower level
facility’s minimum developmental stage. If the same stage does not exist at
the new facility, the employee’s pay is set at the lowest available stage at
the new facility, capped at the band maximum. Upon
involuntary transfer, through no fault of the employee, to a lower ATC Facility
Level, base pay is unchanged. Employee
is grandfathered at the higher ATC level CPC pay band.
Future pay increases shall be paid in accordance with Section 5 of this
Article using the higher, grandfathered, ATC Facility level and Appendix 4 of
this Agreement. C.
Hardship Transfers and
Transfers for Mutual Reassignment When a bargaining
unit employee is granted a Hardship Transfer (HT) or Transfer for Mutual
Reassignment (TMR), pay is set as follows: 1.
Certified Professional
Controllers (CPC) and Certified Professional Controllers in Training (CPCIT) who
have transferred under Section 6A of this Article (half on the go and half upon
certification) who have not yet certified. Transferring to
the same or higher ATC Level Facility: §
No change in pay. There
is no increase in pay as a result of the transfer (no 50% on the go/50% upon
certification). Pay retention may apply. §
If pay is below the CPC
Career Level Pay Band at the new facility, pay is set at the minimum of the CPC
Career Level Pay Band upon becoming facility rated/area certified. Transferring to a lower ATC Level Facility: §
If current pay fits
into the CPC Career Level Pay Band of the lower ATC level facility, employee
retains current pay. There is no increase in pay as a result of the transfer (no
50% on the go/50% upon certification). §
If current pay is
higher than the top of the new CPC Career Level Pay Band, pay is capped by the
top of the new CPC Career Level Pay Band. There is no increase in pay as a
result of the transfer (no 50% on the go/50% upon certification). §
If pay is below the CPC
Career Level Pay Band at the new facility, pay is set at the minimum of the CPC
Career Level Pay Band upon becoming facility rated/area certified. §
CPCIT employees who
previously moved under Section 6A of this Article (50% on the go/50% upon
certification) and have not certified will not receive the second 50%. CPC and CPCIT employees who
transfer to a lower level facility under the rules in this section, and who
subsequently transfer to a higher level facility within 3 years of the effective
date of the first transfer, will have pay set under this Section rather than
under Section 6A of this Article. 2.
Developmental employees
Transfer to same,
higher, or lower ATC level facility: Utilize
Section 6B of this Article. Section
7. All
elements of the OSI and the SCI are annual increases. The pay bands established
in Appendix 4 for each ATC facility level will be increased by the OSI effective
the first full pay period in January of each year. If the January pay increase
places an individual bargaining unit member’s pay above the maximum of the pay
band, that individual will receive all increases to base pay as if he/she were
within the band parameters. The resulting base pay will be used in calculating
all differentials, premiums, retirement and appropriate pay benefits. If after
the June increase and adjustment to base pay , an individual’s base pay is
still above the maximum of the pay band pay retention in accordance with Section
14 of this Article will apply. Section
8. Organizational
Success Increase (OSI). The amount of OSI shall be the Agency OSI, or the
government-wide general increase and 50% of the step pool, whichever is greater.
Bargaining unit employees will receive the annual OSI increase to base pay
effective the first full pay period in January of each fiscal year. All
bargaining unit employees’ base pay shall be adjusted upward by the greater
amount of the following: 1.
The Agency OSI; or 2.
The Government-wide
general increase plus 0.8 %. All
increases to base pay resultant from an OSI increase will be used in calculating
all differentials, premiums, retirement and appropriate pay benefits. Employees
are ineligible for an OSI if they have less than ninety (90) days of service
with the FAA during the performance year. Section
9. The Superior Contribution Increase (SCI) is an additional increase
available to the bargaining units for superior contributions and accomplishments
to the organization as determined by the jointly agreed upon criteria in this
Section. The
amount of the SCI will be 50% of the step pool or the same percentage as that
identified for the rest of the Agency, whichever is greater.
The SCI plus the remaining 0.8% of the OSI (50% of the step pool) will be
administered annually and shall be effected pay period fourteen (14) of each
year. Eligibility
to receive an SCI under this Section requires that the bargaining unit member
meet or exceed the following criteria during the rating period: 1.
Must have been a
bargaining unit employee for at least 90 days; 2.
Must not have been
unsuccessful in completing an ODAP during the rating period. SCI
increases shall be implemented in accordance with this Agreement. The SCI
evaluation period is April 1 through March 31 of each year.
The bargaining unit will be rated by the quality and efficiency metrics
detailed below. Every thirty (30)
days within the SCI evaluation period and within thirty (30) days of the end of
the period, the Agency shall provide the Union with written notification of the
specific result(s) of each metric listed below. A.
Increased Safety. The Goal is to achieve the lowest
possible accident rate and constantly improve safety
1.
Reduction of
Operational Errors: For each rating period, the total number of operational
errors, classified as severe (A and B) have been reduced by at least 3% (not
including runway incursions) from the corresponding period of the previous year.
When this goal is met, 0.2% SCI shall be awarded to the entire bargaining unit. 2.
Reduction of Runway
Incursions: For each rating period, the total number of runway incursions, per
100,000 operations, classified as severe (A and B) attributable to bargaining
unit employees, have been reduced by at least 9.6% from the corresponding period
of the previous year. When this goal is met, 0.2% SCI shall be awarded to the
entire bargaining unit.
1.
Airport Arrival
Efficiency Rate: For each rating
period, maintain 96% or greater compliance with the arrival rate at the 35 OEP
airports from the corresponding period of the previous year. When this goal is
met, 0.2% SCI shall be awarded to the entire bargaining unit. 2.
On Time Performance:
For each rating period, increase the percentage of all flights arriving within
15 minutes of scheduled flight time at the 35 OEP airports by 1.4% from the
corresponding period of the previous year. When this goal is met, 0.2% SCI shall
be awarded to the entire bargaining unit. The
total amount of SCI money available for awards to the bargaining unit is 0.8%
per bargaining unit member. Any portion of the available SCI pool not awarded
shall be distributed to regions in proportion to the number of bargaining unit
employees. Distribution
of these funds to facilities shall be jointly agreed upon by the Parties at the
National Level. The overriding objective for distributing these funds is to
award facility excellence and to provide the resources to those facilities that
had difficulties reaching their goals. Section
10. An increase in
Facility Classification Level is defined as a change in the facility
classification index (CI) above identified "breakpoints" that results
in an increase in associated facility pay level. Pay at the higher ATC-pay level
is set at the same percentage of band with a minimum of a 6.7% increase. Section
11. A decrease in Facility
Classification Level is defined as a change in the facility classification index
(CI) below identified "buffers" that results in a reduction in
associated facility pay level. Pay at the lower ATC pay-level is set at the same
pay with pay retention (if necessary), and priority consideration to previous
ATC level. Section
12. The Controller Incentive Pay (CIP) is maintained for NATCA
bargaining unit employees as it exists upon the signing of this agreement except
as modified below, based on studies conducted by Runzheimer International. A. Definitions
for the purpose of CIP. 1)
Runzheimer Study Index:
The index prepared by Runzheimer International to measure cost differences for
bargaining unit employees. Application of the index is based on criteria
mutually agreed upon by the parties. 2)
Controller Incentive
Pay (CIP): The differential resulting from the application of the Runzheimer
index to the basic pay minus the locality pay in effect for all covered
facilities. 3)
For purposes of
calculating CIP percentages, the CIP pool is set at $26.77 million at the
beginning of FY 2002. The CIP pool will increase annually based on the effect of
the OSI (including changes in locality) and the SCI. The adjustments will occur
when OSI/SCI increases take effect. 4)
The ATCSCC CIP
percentage is set at 4.6%. CIP funding for the ATCSCC will be borne by the
Agency and will not be used to decrease the funding referenced in number 3) of
this Section. The
procedures provided for by Articles 8 and 9 of this Agreement shall not apply to
the provisions and application of this Section. In the event of an egregious
administrative error as determined by the parties, a suitable remedy may be
provided to those affected. Facility
CIP percentages are determined by the index level assigned the facility based on
the controlling Runzheimer study and the available funds in the CIP pool. No
facility CIP may be greater than 10%. The
CIP shall be paid to eligible employees on a pay period basis as a differential
to basic pay minus the locality pay in effect, based on the number of regular
hours the employee is in a pay status during the pay period. CIP eligibility
will be determined by an employee’s position of record as documented on
his/her current SF-50. A detail action does not change an employee’s position
of record; a temporary transfer or temporary promotion does change an
employee’s position of record. If an employee transfers to or from a CIP
facility in the middle of the pay period, CIP for that pay period will be based
on the CIP percentage in effect at the gaining facility on the last day of the
pay period. Employees
in a LWOP status shall not be eligible for the CIP for such hours unless
otherwise entitled to it by controlling law or regulation (e.g., workers
compensation cases). Within
ninety (90) days of the signing of this Agreement, the Parties shall update the
Runzheimer Study index through a process which is mutually agreed upon.
Thereafter, the index shall be updated every two (2) years. Adjustments to the
list of facilities and the associated percentages shall be accomplished within
thirty (30) days after publication of the updated index. Section
13 . Promotions/Demotions. A.
A Promotion is defined
as: 1)
movement from Academy
completion into the first developmental stage. 2)
movement from the final
developmental stage into the CPC position. 3)
movement from the CPC
position to a MSS-2 or higher position. Note - movement by a CPC to a higher level ATC facility, or by a
CPC to a MSS-1 position is not considered a promotion but rather a transfer. B.
A Temporary Promotion
is defined as movement from a CPC to MSS-2 or higher position for a temporary
period of time. Upon conclusion of the temporary promotion, pay shall be
established as though the employee never left the bargaining unit pay band,
accruing all OSI/SCI increases that would have otherwise occurred. Pay during a
temporary promotion has no influence on permanent pay when returned to position
of record, regardless of the duration of the temporary promotion. C.
A Demotion (not
applicable within/from CPC career level) is defined as
movement from a MSS-2 position or higher into a MSS-1 or CPC position. Note - movement to a lower level ATC facility or out of a MSS-1
position to a CPC position is not considered a demotion but rather a transfer.
D.
Voluntary Demotion:
When a non-bargaining unit employee requests or voluntarily accepts a CPC
position, base pay is set in the new pay band at the same percentage above band
as in the current position. Note - demotions are not applicable within or from the CPC career
level. Note - movement by a CPC to a lower level ATC facility or by a CPC
into or from a MSS-1 staff position is not considered a demotion but rather a
transfer. E.
Involuntary Demotion
(no fault of the employee). When a non-bargaining unit employee is involuntarily
demoted through no fault of the employee, pay is set at the same rate in the
new, lower pay band. If the current base pay exceeds the maximum of the new pay
band, the employee shall be placed in pay retention status and all future pay
increases shall be made in accordance with this Agreement. Note - demotions are not applicable within or from the CPC career
level. Note - movement by a CPC to a lower level ATC facility or by a CPC
into or from a MSS-1 staff position is not considered a demotion but rather a
transfer. F.
Involuntary Demotion
(cause/performance/conduct). When a non-bargaining unit employee is involuntary
demoted for cause, performance or conduct, base pay is set in the new pay band
at the same percentage above base pay that was held in the exiting position. Note - demotions are not applicable within or from the CPC career
level. Note - movement by a CPC to a lower level ATC facility or by a CPC
into or from a MSS-1 staff position is not considered a demotion but rather a
transfer. Section 14.
Pay/ATC Facility Level Retention. A.
Pay Retention applies
to eligible employees whose base pay exceeds the applicable pay band. When an
employee is in retained pay status, he/she shall receive fifty (50)% of the OSI
increase for which eligible until such time that the employee’s base pay falls
within the facility level pay band. The retained base pay shall be the basis for
calculating all differentials, retirement and pay benefits. An employee in
retained pay status shall receive any SCI increase for which he/she is eligible
in a lump sum payment. If the SCI
amount would cause the employee’s pay to exceed the band maximum, the employee
will receive a pay increase up to the band maximum and the remainder as a lump
sum payment. B.
ATC Facility Level
Retention. If an employee is assigned
to a facility that is reclassified to a lower ATC level, base pay will be
retained at the higher ATC level (including all OSI and SCI increases for which
the employee is eligible) for two (2) years, beginning the first full pay period
after the action is taken. During this two year period, employees who have yet
to progress to the CPC level shall progress based on the retained grade.
After the two year period, progression shall be within the lower ATC
facility level pay band. After two (2) years the employee’s current base pay will be
placed in the lower ATC facility level pay band. If the employee’s current
base pay exceeds the top of the new level pay band, the employee shall be in pay
retention status. If during the two (2) year period the facility is reclassified
to its original ATC facility level, there will be no change in the employee’s
base pay. Note - a voluntary transfer out of the facility during the two (2)
year period negates ATC Facility Level Retention. Eligibility for ATC Facility
Level Retention is based solely on the employee's position of record at the time
of the reclassification of the facility. Section
15. NOTAM
Transition Rules NOTAM
specialists shall retain their current pay and be transitioned to the AT Pay
Plan, in the ATC level 8 career level H pay band as referenced in Appendix 4, in
addition they shall be entitled to all increases including CIP, as ATCSCC
employees, in accordance with this Agreement.
.
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