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18 CIR 1 (2012) NEBRASKA COMMISSION OF INDUSTRIAL RELATIONS
APPEARANCES:
Entered October 9, 2012 Before: Commissioners McGinn, Lindahl, and Spray MCGINN, Commissioner NATURE OF THE PROCEEDINGS: On September 29, 2011, the International Brotherhood of Electrical Workers Local 1521 (“Union” or “Petitioner”) filed a Petition pursuant to Neb. Rev. Stat. § 48-818 (Reissue 2010), seeking a determination of wages and benefits for the contract period of April 1, 2011 through March 31, 2012. Petitioner is a labor organization representing 133 job classifications consisting of regular full-time and part-time employees of the Metropolitan Utilities District (“MUD” or “Respondent”, together with Petitioner, the “Parties”), a political subdivision of the State of Nebraska. At trial, the parties offered joint exhibits as to the proposed wage determinations for the 133 job classifications within an agreed-upon array. The Commission selects array members in order to resolve disputes as to which employers should comprise the array based on the evidence presented. In this case, there is no dispute regarding the array. The agreed-upon array includes the City of Lincoln, Nebraska Water; City of Madison, Wisconsin Water; City of St. Paul, Minnesota Water; City of Wichita, Kansas Water; Denver, Colorado Water; Denver, Colorado Gas; Des Moines, Iowa Water Works; Indianapolis, Indiana Water and Gas; Kansas City, Missouri BPU; Madison, Wisconsin Gas; Memphis, Tennessee Light, Gas and Water; Northern States (Minnesota) Gas; Wisconsin Public Service Gas; and Wisconsin Gas. The Commission finds that the agreed-upon array is the appropriate array, and is now left to determine the appropriate wage administration for the proposed wages for members of the bargaining unit. DISCUSSION Wages Neb. Rev. Stat. § 48-818 gives the Commission jurisdiction to establish rates of pay and conditions of employment that are comparable to the prevalent wage rates paid for same or similar work of workers with same or similar skills under same or similar working conditions. The parties jointly presented evidence as to the prevalent minimum and maximum wages for the 133 job classifications within the array. There is no dispute as to this evidence and we therefore find that the wages shall be determined based on this jointly offered evidence. See Tables 1 through 133. Wage Administration The parties each contend that the prevalent pay plan in the array is a step pay plan, which is the current practice in place at MUD. A dispute exists, however, as to the appropriate method of determining placement for each employee on the pay plan, and progression within the pay plan. Petitioner states that it has no real interest in changing the current wage administration practice, but points out that the Commission is limited to determining the appropriate wage administration based on the prevalent practice within the array. Petitioner argues that the prevalent practice within the array is to place each employee on a new step pay plan based on years of service, with those employees at the highest step on the step pay plan remaining at that step. Respondent argues that the Commission should find that it is prevalent for employees to be placed on a step pay plan based on the average number of steps and years for all the job classifications demonstrated in Tables 1 through 133. According to Respondent, this average is 7 steps and 7 years with movement based on years of service and satisfactory job performance. The Nebraska Supreme Court in Douglas County Health Dept. Emp. Ass’n v. Douglas County, 229 Neb. 301, 427 N.W.2d 28 (1988) specifically held that the “manner in which an individual moves from the minimum to the maximum salary rate of a job classification is a timing difference in the salary schedule, which must be adjusted to reach a comparability determination” and is a condition of employment which the Commission has the authority to establish. The parties jointly offered exhibits illustrating the prevalent wage administration for all 133 job classifications in this bargaining unit. We have enough evidence before us to make the appropriate determinations for each job classification, as has been our practice, and we shall do so here. See Tables 1a through 133a. Our determinations are based on what the evidence shows is prevalent within the array, without regard to an employer’s administrative capabilities or the burden that a particular determination may present. Any burden created by our decision could have been avoided through agreement between the parties. Step Pay Plan Eighty-one job classifications were found to have a step pay plan as the prevalent wage administration within the array, and 33 job classifications were determined to have no prevalent pay plan. We find that a step pay plan should be maintained for these 114 job classifications. We must next determine the number of steps within the pay plan and the number of years for an employee to progress along the pay line from minimum to maximum. Respondent recommended that the Commission average the number of steps and number of years to reach the maximum hourly wage within the array when making our determination on wage administration. We decline to do so. We received evidence as to the prevalent number of steps and number of years to reach maximum within the array for each job classification, and we find that the number of steps and number of years to reach maximum shall be calculated for each individual job classification and be changed where appropriate. The only evidence presented regarding progression was Exhibit 1, offered by Petitioner, which showed that the prevalent practice among the array to progress through the pay line is successful performance evaluations and time on step, and “Not Applicable” for those who had flat pay plans. Since this was the only exhibit offered about progression, we shall use it as the basis of our determination and find that the 114 job classifications ordered to be placed on a step pay plan shall progress based on successful performance evaluations and time on step. See Table 134. Finally, the Commission must determine where to place each employee on the new pay line. Petitioner argues that the prevalent practice within the array is to place each employee on a new step pay plan based on years of service, with those employees at the highest step on the step pay plan remaining at that step. Respondent contends that employees could be placed at the same step as they are on currently, or an employee could alternately be placed on the next highest step that grants the employee a pay raise. The Commission finds that the employees ordered to be placed in a step pay plan shall be placed at a step for which each such employee has qualified by time in service as of the contract date- April 1, 2011- and the number of performance evaluations each employee has successfully completed to the date of the contract, whichever is the lesser number of steps. Placement in the new step pay plans give credit to the employees for their time in service and for previously demonstrated job performance. Flat Pay Plan The remaining 19 job classifications were found to have a flat pay plan as prevalent in the array instead of a step pay plan as suggested by the parties. Unlike a step pay plan with a minimum and maximum wage with a method of progression to the maximum wage rate in a certain period of time, a flat pay plan has a single rate of pay for the position with no regard to seniority or performance of the job requirements. The evidence shows that only one job classification, the Chief Welder, has both a flat pay plan and a true flat pay scale of $37.262. Employees in this job classification shall be placed on this new pay plan at the new flat pay rate. See Tables 27 and 27a. Determining the correct wage administration for the remaining 18 job classifications presents a challenge. The minimum and maximum wages reported for these job classifications did not compute to a flat minimum and maximum, but a low and a high rate of pay. Petitioner’s expert recommended that the employees in these 18 job classifications be placed at the maximum calculated wage as was done in General Drivers & Helpers, Union, Local No. 554 v. County of Douglas, 13 CIR 202 (1999). Respondent’s expert recommended that those classifications with a prevalent flat pay plan but no flat minimum and maximum should be instead placed in a range pay plan. County of Douglas differs from our case here. In that case, we had to determine the minimum and maximum wages for the job classifications in the bargaining unit after concluding that a step pay plan was prevalent. Two counties in the array had a flat pay plan with a lower probationary wage. We ultimately recognized the probationary wage as the minimum rate of pay and the higher flat wage was recognized as the maximum wage. In the present case, no evidence has been presented regarding the existence of a probationary or entry-level wage for these job classifications. We instead find General Drivers & Helpers, Union, Local No. 554 v. County of Gage, 14 CIR 170 (2003) to be more instructive. In that case, we were faced with the dilemma of placing ranged wages in a flat pay plan. The parties in County of Gage assumed a ranged pay plan to be appropriate when presenting the evidence, and we resolved this issue by calculating the midpoint of the minimum and maximum of each pay range of each array member’s pay rate for conversion into a flat pay plan with the knowledge that the midpoint may not reflect the actual pay for any particular position. In the present case, the parties assumed that a step pay plan was appropriate and presented the evidence as such. We shall therefore follow the precedent established in County of Gage and use the midpoint of the minimum and maximum of each pay range of the following classifications to convert the pay rate into a flat pay plan as found to be prevalent in the array: Chart Technician- See Table 25; Gas Distribution Crew Leader- See Table 60; Gas Leak Assistant- See Table 61; Gas Leak Detector Operator- See Table 62; Gas Leak Technician- See Table 63; Gas Maintenance Trainee- See Table 64; Gas Maintenance Worker- See Table 65; Gas Plant Engineer- See Table 66; Gas Plant Operator- See Table 67; Industrial Gas Meter Mechanic- See Table 71; Industrial Gas Meter Technician- See Table 72; Industrial Water Meter Mechanic- See Table 73; Night Customer Service Technician- See Table 95; Odorant Technician- See Table 96; Senior Customer Service Technician- See Table 105; Senior Gas Plant Maintenance Mechanic- See Table 107; Senior Instrument & Control Technician- See Table 108; and Welder- See Table 132. The 19 job classifications ordered to be placed in a flat pay plan shall have no progression ordered for their position. In finding the prevalent wage for the flat pay plan, the evidence establishes that some employees are being paid wages above the prevalent. We faced the decision of whether to reduce wages to the prevalent in Douglas County Employees Health Ass’n v. Douglas County, 8 CIR 208, aff’d 229 Neb. 301, 427 N.W.2d 28 (1988). In Douglas County, we held that wages should be raised or lowered according to the prevalent. Any wage decreases would be effective as of the date of the Final Order, while wage increases would be retroactive back to the start of the contract year. Id. We shall follow our precedent and find that all employees ordered to be placed in the flat pay plan shall be placed in accordance to the midpoint flat wage rate as calculated. We also find that any wage increases shall be retroactive back to the start date of the contract, April 1, 2011, and any wage decreases shall be prospective from the date of the Final Order in this proceeding. Fringe Benefits At trial, the parties jointly submitted evidence regarding a number of fringe benefits. The Commission shall make determinations based on this stipulated evidence. Retirement- Employer Contribution MUD provides employees with a defined benefit plan as well as a voluntary 457 deferred compensation plan. If an employee chooses to contribute to the 457 plan, MUD contributes a 50% match up to $2,000. Respondent argues that such an employer contribution to a voluntary deferred compensation plan is not prevalent within the array, and the practice should be eliminated. Petitioner argues that no actuarial evidence of the market has been provided, and therefore the Commission is without sufficient evidence to make a determination on the benefit. During trial, the parties’ experts testified that no survey was done regarding the 457 deferred compensation plans in the market. Without evidence regarding this type of plan within the chosen array, we are unable to make any determination regarding the prevalence of any employer contributions to a voluntary 457 deferred compensation plan. Offset Respondent argues that it is entitled to an offset for overpayments made to employees over and above what is found to be prevalent in this case, specifically in regards to the employer contribution to the 457 deferred compensation plan discussed above. Petitioner argues that Respondent lacks sufficient actuarial evidence and is therefore not entitled to an offset. The Commission does have jurisdiction to offset favorable and unfavorable comparisons of current to prevalent when reaching its decision establishing wage rates. Douglas County Health Dept. Emp. Ass’n, 229 Neb. 301, 422 N.W.2d 28 (1998). The Commission has declined to enter any order regarding the 457 deferred compensation plan, and no offset shall be ordered because of MUD’s contributions to this plan. However, the Commission does find that any offset for overpayment on other employee benefits above the prevalent should be calculated on an individual employee basis, but shall not be deducted from an employee’s hourly rate of pay. Respondent shall determine the lump sum overpayment received by each individual employee and any offset amount shall be deducted from any lump sum amount due to the employee. Any employee reimbursement shall not exceed the amount of compensation owed to the employee from Respondent. Moot Fringe Benefits The Commission will consider issues to be moot for two reasons. First, an issue will be found to be moot where it is impossible or impractical to retroactively change a benefit. Additionally, an issue will be moot where a decision for all practical purposes is advisory and has no carryover value. See Nebraska Public Employees Local 251 v. Otoe County, 12 CIR 177 (1996). The Commission determines that the following fringe benefits are moot because the year in dispute is over; See General Drivers & Helpers Union Local 554 v. County of Gage, et. al., 14 CIR 170 (2003): 1) Funeral Leave 2) Sick Leave- Family Illness Provisions 3) Vacation- Payout in Cash at End of Year 4) Vacation- Yearly Cash-out at Employer/Employee Option 5) Holidays- Total Hours Per Year 6) Health Insurance- Optical Care Part of Plan 7) Dental Insurance 8) Life Insurance 9) Employee Assistance Program 10) Other Items- Boots 11) Other Items- Safety Glasses 12) Other Items- Personal Protective Equipment 13) Other Items- Uniforms Benefits Not Considered The Commission shall continue to determine comparability of health insurance and life insurance by comparing the percent of the premium to be paid by the employer and employee. See Professional Firefighters Ass’n of Omaha, Local 385, AFL-CIO CLC v. City of Omaha, 16 CIR 408 (2011); Lincoln Firefighters Ass’n Local 644 v. City of Lincoln, 12 CIR 248 (1997). The following benefits will not be considered according to the above rule: 1) Health Insurance Dollar Amounts 2) Life Insurance Dollar Amounts 3) Dental Insurance Dollar Amounts Comparable Fringe Benefits The following fringe benefits currently received by Petitioner’s members shall remain unchanged because they are comparable to the prevalent fringe benefits received by comparable members in the array: 1) Longevity Pay. See Table 135. 2) On Call Pay. See Table 136. 3) Call Back Pay- Provided, Minimum Time. See Table 137. 4) Shift Differential Pay- Provided. See Table 138. 5) Out of Class Pay. See Table 139. 6) Compensatory Time Bank. See Table 140. 7) Overtime- Vacation and Sick Leave as Hours Worked. See Table 141. 8) Holiday Pay- Rate of Pay. See Table 142. 9) Sick Leave- Conversion to Cash. See Table 146. 10) Health Insurance Percent Paid by Employer- Family and 2/4 Party. See Table 150. 11) Educational Assistance Plan- Provided, No Incentive Pay. See Table 152. Non-Comparable Fringe Benefits The Commission determines that, based upon the array, the following findings on fringe benefits are sufficiently different from the fringe benefits currently received by Petitioner’s members. These differences shall be adjusted as to the following fringe benefits: 1) Call Back Pay- decrease minimum amount from 1.5 to 1.4. See Table 137. 2) Shift Differential Pay- increase 2nd Shift from $0.75 to $0.86 and 3rd Shift from $0.90 to $1.04. See Table 138. 3) Overtime- prevalent to count holidays as time worked. See Table 141. 4) Holiday Pay for Unscheduled Holidays- increase rate from 2.5 to 2.6. See Table 143. 5) Sick Leave- increase hours earned per year from 40 hours to 97 hours. See Table 144. 6) Sick Leave- prevalent to allow unlimited max accumulation of hours. See Table 145. 7) Sick Leave Conversion to Vacation- not prevalent to convert sick leave to vacation. See Table 146. 8) Sick Leave Payout Upon Resignation, Dismissal, Retirement, or Death- prevalent to payout sick leave at 90% upon retirement and 74% upon death. See Table 147. 9) Vacation- decrease and increase as necessary. See Table 148. 10) Vacation Maximum Amount- decrease from 440 hours to 265 hours. See Table 149. 11) Health Insurance Percent Employer Paid- decrease from 95% of premium cost to 91% of premium cost for single coverage. See Table 150. 12) Dental Insurance- decrease percentage employer paid from 74% to 60% for family, 71% to 61% for 2/4 party, and 76% to 69% for single coverage. See Table 151. 13) Educational Assistance Plan- increase tuition assistance from 75% to 97%, eliminate assistance for books and fees, and set maximum assistance per year at $3,451. See Table 152. IT IS THEREFORE ORDERED that for the April 1, 2011 through March 31, 2012 contract year, the following shall be effective as of April 1, 2011: 1) Respondent shall set the hourly wages for Accounting Clerk I at a minimum of $16.005 and a maximum of $20.385. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 7.4 and setting the number of years to maximum to 7.8 years. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 1 and 1a. 2) Respondent shall set the hourly wages for Accounting Clerk II at a minimum of $19.047 and a maximum of $23.346. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 6.7 and setting the number of years to maximum at 6.8. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 2 and 2a. 3) Respondent shall set the hourly wages for Accounting Clerk III at a minimum of $18.498 and a maximum of $26.076. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 8.1 and setting the number of years to maximum at 8.3. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 3 and 3a. 4) Respondent shall set the hourly wages for Administrative Clerk I at a minimum of $14.327 and a maximum of $19.202. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 8.3 and setting the number of years to maximum at 9.6. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 4 and 4a. 5) Respondent shall set the hourly wages for Administrative Clerk II at a minimum of $16.478 and a maximum of $21.170. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 8.1 and setting the number of years to maximum at 8.3. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 5 and 5a. 6) Respondent shall set the hourly wages for Administrative Clerk III at a minimum of $18.261 and a maximum of $23.364. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 7.1 and setting the number of years to maximum at 9.1. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 6 and 6a. 7) Respondent shall set the hourly wages for Administrative Clerk IV at a minimum of $18.681 and a maximum of $25.210. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 9.6 and setting the number of years to maximum at 12.8. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 7 and 7a. 8) Respondent shall set the hourly wages for Administrative Clerk V at a minimum of $21.315 and a maximum of $28.586. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 10 and setting the number of years to maximum at 10.3. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 8 and 8a. 9) Respondent shall set the hourly wages for Administrative Clerk VI at a minimum of $22.313 and a maximum of $31.387. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 12.5 and setting the number of years to maximum at 12.5. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 9 and 9a. 10) Respondent shall set the hourly wages for Apprentice Customer Service Technician at a minimum of $18.649 and a maximum of $23.462. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 7 and setting the number of years to maximum at 4.9. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 10 and 10a. 11) Respondent shall set the hourly wages for Apprentice Electrician at a minimum of $21.892 and a maximum of $29.251. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 8.9 and setting the number of years to maximum at 5.2. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 11 and 11a. 12) Respondent shall set the hourly wages for Apprentice Mechanic at a minimum of $20.327 and a maximum of $25.973. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 6.1 and setting the number of years to maximum at 4.4. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 12 and 12a. 13) Respondent shall set the hourly wages for Apprentice Meter Mechanic at a minimum of $19.686 and a maximum of $24.108. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 5.5 and setting the number of years to maximum at 4.0. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 13 and 13a. 14) Respondent shall set the hourly wages for Auto Service Person at a minimum of $17.271 and a maximum of $22.939. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 6.1 and setting the number of years to maximum at 4.7. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 14 and 14a. 15) Respondent shall set the hourly wages for Building & Grounds Maintenance Worker at a minimum of $16.946 and a maximum of $20.774. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 15 and 15a. 16) Respondent shall set the hourly wages for Building Engineer at a minimum of $23.536 and a maximum of $28.853. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 16 and 16a. 17) Respondent shall set the hourly wages for Building Engineer Trainee at a minimum of $20.712 and a maximum of $25.395. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 17 and 17a. 18) Respondent shall set the hourly wages for Building Services Clerk at a minimum of $17.468 and a maximum of $23.406. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 8.3 and setting the number of years to maximum at 9.6. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 18 and 18a. 19) Respondent shall set the hourly wages for Carpenter at a minimum of $25.720 and a maximum of $31.210. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 19 and 19a. 20) Respondent shall set the hourly wages for Carpenter/Tradesman at a minimum of $26.354 and a maximum of $31.982. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 20 and 20a. 21) Respondent shall set the hourly wages for Cashier I at a minimum of $15.649 and a maximum of $19.300. Respondent shall maintain a step pay plan for this position, and increase the number of steps from 4 to 5.2 and set the number of years to maximum at 3.8. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 21 and 21a. 22) Respondent shall set the hourly wages for Cashier II at a minimum of $16.657 and a maximum of $20.535. Respondent shall maintain a step pay plan for this position, and increase the number of steps from 4 to 5.2 and set the number of years to maximum at 3.8. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 22 and 22a. 23) Respondent shall set the hourly wages for Cashier III at a minimum of $17.813 and a maximum of $21.969. Respondent shall maintain a step pay plan for this position, and increase the number of steps from 4 to 5.2 and set the number of years to maximum at 3.8. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 23 and 23a. 24) Respondent shall set the hourly wages for Chart Technician at a flat rate of $25.908. Respondent shall place this position in a flat pay plan with no progression. See Tables 24 and 24a. 25) Respondent shall set the hourly wages for Chemical Equipment Mechanic at a minimum of $22.161 and a maximum of $27.959. Respondent shall maintain a step pay plan for this position, and increase the number of steps from 4 to 6.2 and set the number of years to maximum at 5.5. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 25 and 25a. 26) Respondent shall set the hourly wages for Chemical Equipment Mechanic II at a minimum of $19.684 and a maximum of $24.826. Respondent shall maintain a step pay plan for this position, and increase the number of steps from 4 to 6.2 and set the number of years to maximum at 5.5. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 26 and 26a. 27) Respondent shall set the hourly wages for Chief Welder at a flat rate of $37.262. Respondent shall place this position in a flat pay plan with no progression. See Tables 27 and 27a. 28) Respondent shall set the hourly wages for Collection Service Representative at a minimum of $21.520 and a maximum of $26.340. Respondent shall maintain a step pay plan for this position, and increase the number of steps from 4 to 6.3 and set the number of years to maximum at 4.2. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 28 and 28a. 29) Respondent shall set the hourly wages for Communications Clerk I at a minimum of $20.416 and a maximum of $23.388. Respondent shall maintain a step pay plan for this position, and increase the number of steps from 4 to 5.1 and set the number of years to maximum at 6.9. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 29 and 29a. 30) Respondent shall set the hourly wages for Communications Clerk II at a minimum of $24.014 and a maximum of $27.514. Respondent shall maintain a step pay plan for this position, and increase the number of steps from 4 to 5.1 and set the number of years to maximum at 6.9. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 30 and 30a. 31) Respondent shall set the hourly wages for Compliant & Damage Investigator at a minimum of $23.284 and a maximum of $32.987. Respondent shall maintain a step pay plan for this position, and increase the number of steps from 4 to 4.5 and set the number of years to maximum at 2.5. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 31 and 31a. 32) Respondent shall set the hourly wages for Computer-Aided Drafting Technician I at a minimum of $18.611 and a maximum of $24.727. Respondent shall maintain a step pay plan for this position, and increase the number of steps from 4 to 5.4 and set the number of years to maximum at 3.8. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 32 and 32a. 33) Respondent shall set the hourly wages for Computer-Aided Drafting Technician II at a minimum of $22.211 and a maximum of $28.520. Respondent shall maintain a step pay plan for this position, and increase the number of steps from 4 to 5.7 and set the number of years to maximum at 4.7. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 33 and 33a. 34) Respondent shall set the hourly wages for Construction Crew Leader at a minimum of $27.895 and a maximum of $32.868. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 34 and 34a. 35) Respondent shall set the hourly wages for General Maintenance Crew Leader at a minimum of $23.006 and a maximum of $29.993. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 35 and 35a. 36) Respondent shall set the hourly wages for Stores Crew Leader at a minimum of $24.751 and a maximum of $32.430. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 36 and 36a. 37) Respondent shall set the hourly wages for Water Distribution Crew Leader at a minimum of $23.305 and a maximum of $28.918. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 5.2 and setting the number of years to maximum at 6.8. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 37 and 37a. 38) Respondent shall set the hourly wages for Customer Account Clerk I at a minimum of $13.928 and a maximum of $18.807. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 7.5 and setting the number of years to maximum at 8.9. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 38 and 38a. 39) Respondent shall set the hourly wages for Customer Account Clerk II at a minimum of $17.478 and a maximum of $22.225. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 6.5 and setting the number of years to maximum at 6.9. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 39 and 39a. 40) Respondent shall set the hourly wages for Customer Account Clerk III at a minimum of $17.363 and a maximum of $23.796. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 6.2 and setting the number of years to maximum at 7.6. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 40 and 40a. 41) Respondent shall set the hourly wages for Customer Account Clerk IV at a minimum of $20.355 and a maximum of $25.380. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 6.2 and setting the number of years to maximum at 7.6. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 41 and 41a. 42) Respondent shall set the hourly wages for Customer Account Clerk V at a minimum of $19.159 and a maximum of $25.856. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 6.2 and setting the number of years to maximum at 7.6. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 42 and 42a. 43) Respondent shall set the hourly wages for Customer Account Clerk VI at a minimum of $22.588 and a maximum of $30.461. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 43 and 43a. 44) Respondent shall set the hourly wages for Customer Account Instructor at a minimum of $19.159 and a maximum of $25.856. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 7.5 and setting the number of years to maximum at 8.9. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 44 and 44a. 45) Respondent shall set the hourly wages for Customer Service Clerk I at a minimum of $16.056 and a maximum of $21.761. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 5.7 and setting the number of years to maximum at 4.2. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 45 and 45a. 46) Respondent shall set the hourly wages for Customer Service Clerk II at a minimum of $18.189 and a maximum of $22.603. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 7.6 and setting the number of years to maximum at 6.2. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 46 and 46a. 47) Respondent shall set the hourly wages for Customer Service Clerk III at a minimum of $18.459 and a maximum of $24.666. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 8.7 and setting the number of years to maximum at 13.3. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 47 and 47a. 48) Respondent shall set the hourly wages for Customer Service Clerk IV at a minimum of $21.204 and a maximum of $26.539. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 8.7 and setting the number of years to maximum at 13.3. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 48 and 48a. 49) Respondent shall set the hourly wages for Customer Service Clerk V at a minimum of $21.975 and a maximum of $27.601. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 49 and 49a. 50) Respondent shall set the hourly wages for Customer Service Technician at a minimum of $21.949 and a maximum of $27.604. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 7 and setting the number of years to maximum at 4.9. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 50 and 50a. 51) Respondent shall set the hourly wages for Customer Service Technician- Fitter at a minimum of $22.864 and a maximum of $28.711. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 7 and setting the number of years to maximum at 4.9. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 51 and 51a. 52) Respondent shall set the hourly wages for Customer Service Technician Trainee at a minimum of $15.135 and a maximum of $19.043. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 7 and setting the number of years to maximum at 4.9. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 52 and 52a. 53) Respondent shall set the hourly wages for Electrician at a minimum of $25.893 and a maximum of $32.638. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 6 and setting the number of years to maximum at 4.7. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 53 and 53a. 54) Respondent shall set the hourly wages for Engineering Print Room Operator II at a minimum of $15.422 and a maximum of $21.323. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 5 and setting the number of years to maximum at 2.8. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 54 and 54a. 55) Respondent shall set the hourly wages for Engineering Technician at a minimum of $18.715 and a maximum of $27.110. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 6.5 and setting the number of years to maximum at 4.3. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 55 and 55a. 56) Respondent shall set the hourly wages for Engineering Technician Corrosion at a minimum of $22.757 and a maximum of $28.710. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 6 and setting the number of years to maximum at 3.3. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 56 and 56a. 57) Respondent shall set the hourly wages for ERT Variance Reader at a minimum of $18.406 and a maximum of $23.338. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 6.6 and setting the number of years to maximum at 5.5. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 57 and 57a. 58) Respondent shall set the hourly wages for Gasoline Truck Driver at a minimum of $22.479 and a maximum of $23.885. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 8 and setting the number of years to maximum at 13.8. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 58 and 58a. 59) Respondent shall set the hourly wages for Gas Distribution Crew Leader at a flat rate of $36.476. Respondent shall place this position in a flat pay plan with no progression. See Tables 59 and 59a. 60) Respondent shall set the hourly wages for Gas Leak Assistant at a flat rate of $25.908. Respondent shall place this position in a flat pay plan with no progression. See Tables 60 and 60a. 61) Respondent shall set the hourly wages for Gas Leak Detector Operator at a flat rate of $32.491. Respondent shall place this position in a flat pay plan with no progression. See Tables 61 and 61a. 62) Respondent shall set the hourly wages for Gas Leak Technician at a flat rate of $29.128. Respondent shall place this position in a flat pay plan with no progression. See Tables 62 and 62a. 63) Respondent shall set the hourly wages for Gas Maintenance Trainee at a flat rate of $22.068. Respondent shall place this position in a flat pay plan with no progression. See Tables 63 and 63a. 64) Respondent shall set the hourly wages for Gas Maintenance Worker at a flat rate of $29.521. Respondent shall place this position in a flat pay plan with no progression. See Tables 64 and 64a. 65) Respondent shall set the hourly wages for Gas Plant Engineer at a flat rate of $32.565. Respondent shall place this position in a flat pay plan with no progression. See Tables 65 and 65a. 66) Respondent shall set the hourly wages for Gas Plant Operator at a flat rate of $31.295. Respondent shall place this position in a flat pay plan with no progression. See Tables 66 and 66a. 67) Respondent shall set the hourly wages for Gas Service Scheduler at a minimum of $24.278 and a maximum of $28.604. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 67 and 67a. 68) Respondent shall set the hourly wages for General Maintenance Mechanic at a minimum of $20.630 and a maximum of $24.872. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 7.1 and setting the number of years to maximum at 11. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 68 and 68a. 69) Respondent shall set the hourly wages for Group Leader at a minimum of $23.857 and a maximum of $30.559. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 69 and 69a. 70) Respondent shall set the hourly wages for Industrial Gas Meter Mechanic at a flat rate of $29.095. Respondent shall place this position in a flat pay plan with no progression. See Tables 70 and 70a. 71) Respondent shall set the hourly wages for Industrial Gas Meter Technician at a flat rate of $28.969. Respondent shall place this position in a flat pay plan with no progression. See Tables 71 and 71a. 72) Respondent shall set the hourly wages for Industrial Water Meter Mechanic at a flat rate of $25.120. Respondent shall place this position in a flat pay plan with no progression. See Tables 72 and 72a. 73) Respondent shall set the hourly wages for Instrument & Control Technician at a minimum of $28.038 and a maximum of $32.750. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 73 and 73a. 74) Respondent shall set the hourly wages for Instrument & Control Technician Apprentice at a minimum of $22.431 and a maximum of $26.196. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 74 and 74a. 75) Respondent shall set the hourly wages for Instrument Technician at a minimum of $29.413 and a maximum of $34.352. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 75 and 75a. 76) Respondent shall set the hourly wages for Investigator at a minimum of $22.538 and a maximum of $31.930. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 4.5 and setting the number of years to maximum at 2.5. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 76 and 76a. 77) Respondent shall set the hourly wages for Laboratory Field Technician at a minimum of $17.699 and a maximum of $22.326. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 6.2 and setting the number of years to maximum at 5.5. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 77 and 77a. 78) Respondent shall set the hourly wages for Lead Chemical Equipment Mechanic at a minimum of $22.780 and a maximum of $28.740. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 6.2 and setting the number of years to maximum at 5.5. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 78 and 78a. 79) Respondent shall set the hourly wages for Lead Water Plant Maintenance Mechanic at a minimum of $26.203 and a maximum of $33.064. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 6.2 and setting the number of years to maximum at 5.5. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 79 and 79a. 80) Respondent shall set the hourly wages for Leak Detector Operator at a minimum of $21.591 and a maximum of $26.030. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 7.1 and setting the number of years to maximum at 11. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 80 and 80a. 81) Respondent shall set the hourly wages for Machine Operator at a minimum of $21.779 and a maximum of $25.942. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 6.2 and setting the number of years to maximum at 7.8. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 81 and 81a. 82) Respondent shall set the hourly wages for Maintenance Mechanic Helper at a minimum of $16.480 and a maximum of $20.490. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 10 and setting the number of years to maximum at 8.8. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 82 and 82a. 83) Respondent shall set the hourly wages for Maintenance Mechanic I at a minimum of $24.778 and a maximum of $30.091. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 83 and 83a. 84) Respondent shall set the hourly wages for Maintenance Mechanic II at a minimum of $25.922 and a maximum of $30.622. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 84 and 84a. 85) Respondent shall set the hourly wages for Maintenance Mechanic Trainee at a minimum of $23.988 and a maximum of $28.086. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 9.3 and setting the number of years to maximum at 5.3. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 85 and 85a. 86) Respondent shall set the hourly wages for Material Handler at a minimum of $23.917 and a maximum of $28.118. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 86 and 86a. 87) Respondent shall set the hourly wages for Mechanic at a minimum of $24.760 and a maximum of $28.280. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 87 and 87a. 88) Respondent shall set the hourly wages for Mechanical Service Helper at a minimum of $15.135 and a maximum of $19.043. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 7.0 and setting the number of years to maximum at 4.9. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 88 and 88a. 89) Respondent shall set the hourly wages for Meter Mechanic at a minimum of $21.479 and a maximum of $26.662. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 7.4 and setting the number of years to maximum at 7.8. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 89 and 89a. 90) Respondent shall set the hourly wages for Meter Reader at a minimum of $18.406 and a maximum of $23.338. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 6.6 and setting the number of years to maximum at 5.5. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 90 and 90a. 91) Respondent shall set the hourly wages for Meter Reader Car Route at a minimum of $19.321 and a maximum of $24.506. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 6.6 and setting the number of years to maximum at 5.5. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 91 and 91a. 92) Respondent shall set the hourly wages for Meter Reader Reread at a minimum of $19.321 and a maximum of $24.506. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 6.6 and setting the number of years to maximum at 5.5. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 92 and 92a. 93) Respondent shall set the hourly wages for Meter Shop Crew Leader at a minimum of $29.158 and a maximum of $33.943. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 93 and 93a. 94) Respondent shall set the hourly wages for Night Senior Customer Service Technician at a flat rate of $33.748. Respondent shall place this position in a flat pay plan with no progression. See Tables 94 and 94a. 95) Respondent shall set the hourly wages for Odorant Technician at a flat rate of $30.771. Respondent shall place this position in a flat pay plan with no progression. See Tables 95 and 95a. 96) Respondent shall set the hourly wages for Paint and Body Mechanic at a minimum of $25.986 and a maximum of $29.688. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 96 and 96a. 97) Respondent shall set the hourly wages for Painter at a minimum of $23.521 and a maximum of $30.268. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 4.9 and setting the number of years to maximum at 5.5. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 97 and 97a. 98) Respondent shall set the hourly wages for Pipe Layer at a minimum of $22.888 and a maximum of $26.598. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 98 and 98a. 99) Respondent shall set the hourly wages for Pipe Layer Trainee at a minimum of $19.168 and a maximum of $22.284. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 99 and 99a. 100) Respondent shall set the hourly wages for Pipe Layer Welder at a minimum of $24.317 and a maximum of $28.264. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 100 and 100a. 101) Respondent shall set the hourly wages for Plant Maintenance Person at a minimum of $19.659 and a maximum of $25.630. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 101 and 101a. 102) Respondent shall set the hourly wages for Receptionist at a minimum of $16.627 and a maximum of $19.574. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 5.8 and setting the number of years to maximum at 4.6. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 102 and 102a. 103) Respondent shall set the hourly wages for Route Control Clerk at a minimum of $20.246 and a maximum of $25.675. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 6.6 and setting the number of years to maximum at 5.5. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 103 and 103a. 104) Respondent shall set the hourly wages for Senior Customer Service Technician at a flat rate of $33.130. Respondent shall place this position in a flat pay plan with no progression. See Tables 104 and 104a. 105) Respondent shall set the hourly wages for Senior Electrician at a minimum of $33.267 and a maximum of $35.242. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 7.1 and setting the number of years to maximum at 11.0. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 105 and 105a. 106) Respondent shall set the hourly wages for Senior Gas Plant Maintenance Mechanic at a flat rate of $30.776. Respondent shall place this position in a flat pay plan with no progression. See Tables 106 and 106a. 107) Respondent shall set the hourly wages for Senior Instrument & Control Technician at a flat rate of $37.330. Respondent shall place this position in a flat pay plan with no progression. See Tables 107 and 107a. 108) Respondent shall set the hourly wages for Senior Maintenance Mechanic at a minimum of $26.295 and a maximum of $32.440. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 108 and 108a. 109) Respondent shall set the hourly wages for Senior Mechanic at a minimum of $22.938 and a maximum of $29.614. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 7.8 and setting the number of years to maximum at 7.1. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 109 and 109a. 110) Respondent shall set the hourly wages for Senior Painter at a minimum of $27.039 and a maximum of $34.805. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 4.9 and setting the number of years to maximum at 5.5. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 110 and 110a. 111) Respondent shall set the hourly wages for Senior Computer-Aided Drafting Technician at a minimum of $25.450 and a maximum of $31.288. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 5.0 and setting the number of years to maximum at 3.8. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 111 and 111a. 112) Respondent shall set the hourly wages for Senior Water Plant Maintenance Mechanic at a minimum of $24.050 and a maximum of $30.780. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 5.5 and setting the number of years to maximum at 7.8. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 112 and 112a. 113) Respondent shall set the hourly wages for Stationary Engine Mechanic at a minimum of $30.540 and a maximum of $35.555. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 113 and 113a. 114) Respondent shall set the hourly wages for Stores Clerk I at a minimum of $18.866 and a maximum of $23.264. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 6.3 and setting the number of years to maximum at 6.8. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 114 and 114a. 115) Respondent shall set the hourly wages for Stores Clerk II at a minimum of $21.281 and a maximum of $25.199. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 8.2 and setting the number of years to maximum at 6.7. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 115 and 115a. 116) Respondent shall set the hourly wages for Stores Clerk III at a minimum of $23.917 and a maximum of $28.118. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 116 and 116a. 117) Respondent shall set the hourly wages for Stores Clerk IV at a minimum of $24.753 and a maximum of $29.099. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 117 and 117a. 118) Respondent shall set the hourly wages for Stores Clerk V at a minimum of $27.036 and a maximum of $31.790. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 118 and 118a. 119) Respondent shall set the hourly wages for Utility Locator at a minimum of $20.814 and a maximum of $27.181. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 6.5 and setting the number of years to maximum at 4.6. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 119 and 119a. 120) Respondent shall set the hourly wages for Utility Locator/Drafting Technician at a minimum of $20.814 and a maximum of $27.181. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 6.5 and setting the number of years to maximum at 4.6. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 120 and 120a. 121) Respondent shall set the hourly wages for Utility Worker at a minimum of $25.746 and a maximum of $29.930. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 121 and 121a. 122) Respondent shall set the hourly wages for Valve Maintenance Mechanic at a minimum of $21.591 and a maximum of $26.030. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 7.1 and setting the number of years to maximum at 11.0. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 122 and 122a. 123) Respondent shall set the hourly wages for Water Laboratory Technician at a minimum of $19.498 and a maximum of $27.259. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 8.5 and setting the number of years to maximum at 11.0. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 123 and 123a. 124) Respondent shall set the hourly wages for Water Maintenance Trainee at a minimum of $14.927 and a maximum of $20.998. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 8.8 and setting the number of years to maximum at 13.6. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 124 and 124a. 125) Respondent shall set the hourly wages for Water Maintenance Worker at a minimum of $23.256 and a maximum of $27.306. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 125 and 125a. 126) Respondent shall set the hourly wages for Water Plant Engineer at a minimum of $25.679 and a maximum of $30.071. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 6.3 and setting the number of years to maximum at 7.8. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 126 and 126a. 127) Respondent shall set the hourly wages for Water Plant Maintenance Mechanic at a minimum of $22.161 and a maximum of $27.959. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 6.2 and setting the number of years to maximum at 5.5. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 127 and 127a. 128) Respondent shall set the hourly wages for Water Plant Maintenance Trainee at a minimum of $19.113 and a maximum of $24.111. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 6.2 and setting the number of years to maximum at 5.5. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 128 and 128a. 129) Respondent shall set the hourly wages for Water Plant Operator at a minimum of $23.345 and a maximum of $27.334. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 6.3 and setting the number of years to maximum at 7.8. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 129 and 129a. 130) Respondent shall set the hourly wages for Water Plant Operator Trainee at a minimum of $19.709 and a maximum of $25.022. Respondent shall maintain a step pay plan, the current number of steps, and the current number of years to maximum for this position. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 130 and 130a. 131) Respondent shall set the hourly wages for Welder at a flat rate of $29.404. Respondent shall place this position in a flat pay plan with no progression. See Tables 131 and 131a. 132) Respondent shall set the hourly wages for Welder II at a minimum of $21.868 and a maximum of $25.409. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 8.7 and setting the number of years to maximum at 7.9. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 132 and 132a. 133) Respondent shall set the hourly wages for Large Boring Machine Operator at a minimum of $24.339 and a maximum of $28.991. Respondent shall maintain a step pay plan for this position, increasing the number of steps from 4 to 6.2 and setting the number of years to maximum at 7.8. Respondent shall maintain movement on the pay plan based on successful performance evaluations and time on step. See Tables 133 and 133a. 134) The fringe benefit and wage offset, as found herein, shall be calculated on an individual employee basis. Respondent shall determine the net lump sum overpayment or underpayment for the contract year for each employee. Any lump sum underpayment for any employee shall be paid by Respondent to each such employee; however, any employee reimbursement shall not exceed the amount of compensation owed to the employee from Respondent. 135) Respondent shall continue to not provide a longevity plan. 136) Respondent shall continue to offer on call pay for a guaranteed amount for 2 hours Monday through Friday and three hours Saturday and Sunday. 137) Respondent shall continue to offer call back pay for a minimum of 2 hours worked and shall decrease the pay rate from 1.5 to 1.4 times the regular rate of pay. 138) Respondent shall continue to offer shift differential pay. Respondent shall increase the pay from $0.75 per hour to $0.86 per hour for 2nd shift and $0.90 per hour to $1.04 per hour for 3rd shift. 139) Respondent shall continue to offer working out of classification pay at 7% of the standard wage of the higher classification. 140) Respondent shall continue to not allow employees to bank compensatory time. 141) Respondent shall continue to not allow vacation and sick leave to count as time worked when computing overtime. Respondent shall begin to allow holidays to count as time worked when computing overtime. 142) Respondent shall maintain the rate of pay for employees scheduled to work on a holiday at a rate of 2.5 times the regular rate of pay. 143) Respondent shall increase the rate of pay for employees that work a holiday on an unscheduled basis from 2.5 times the regular rate of pay to 2.6 times the regular rate of pay. 144) Respondent shall increase the number of sick leave hours earned per year from 40 hours to 97 hours per year. 145) Respondent shall adjust the maximum accumulation of sick leave from 200 hours in the vacation pool to an unlimited number of hours. 146) Respondent shall no longer allow conversion of sick leave to vacation, and shall maintain its practice of not allowing conversion of sick leave to cash. 147) Respondent shall continue to not pay out sick leave upon resignation and dismissal, but shall begin to pay out sick leave upon retirement at 90% of sick leave earned and death at 74% of sick leave earned. 148) Respondent shall maintain annual vacation accrual in Year 15 at 160 hours. Respondent shall decrease annual vacation accrual in Year 1 from 80 hours to 76 hours, and shall increase annual vacation accrual as follows in Year: 5 from 80 hours to 105 hours; 10 from 120 hours to 126 hours; 20 from 160 hours to 189 hours; and 25 from 200 hours to 201 hours. 149) Respondent shall decrease the maximum amount of vacation accrued by employees from 440 hours to 265 hours. 150) Respondent shall continue to pay 90% of health insurance premium costs for family and 2/4 party coverage, and shall decrease the percentage paid from 95% of premium costs to 91% of premium costs for single coverage. 151) Respondent shall decrease the percentage paid for dental insurance premium costs from 74% of premium costs to 60% of premium costs for family coverage, 71% of premium costs to 61% of premium costs for 2/4 party coverage, and 76% of premium costs to 69% of premium costs for single coverage. 152) Respondent shall continue to offer an Educational Assistance Plan and not offer incentive pay. Respondent shall begin to offer assistance at 75% for books, 75% of fees, and shall set the maximum dollar amount for assistance at $3,451.00 per year. Respondent shall increase assistance for tuition costs from 75% of tuition costs to 97% of tuition costs. 153) Any adjustments in compensation resulting from the Final Order rendered in this matter will be made by lump sum payment within 90 days of the Final Order. All other terms and conditions of employment are not affected by this Order. All panel Commissioners join in the entry of this Order.
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