Article III - Wages

ARTICLE III. WAGES

1. Rate of Pay

3.1.1 The rate of pay on the CSEA Classified Employee Salary Schedule was increased by 2.3% for 2025-2026. The increase was retroactive to July 1, 2025.

On January 1, 2023, the adopted 2022-23 CSEA Classified Employee Salary Schedule brought Step 1/Range 1 and Step 2/Range 1 to $15.50 per hour to be in compliance with the state-mandated minimum wage law.

2. Step Increases

3.2.1 A unit member shall advance to the next step of the salary range providing the unit member worked 75% of their contract year or was hired on or before November 1 for less than twelve (12) month employees or during the first half of the fiscal year (July 1 through December 31) for 12-month employees. A unit member hired during the last half of the fiscal year (January 1 through June 30) will remain on the same salary step until the second July 1 following employment.

3.2.2 July 1 shall be date of all subsequent salary increments.

3. Effect of Leave Without Pay

Except for military leaves of absence, for which credit will be given, the granting of any leave of absence without pay shall include a provision regarding whether an employee will (or will not) receive a salary increase on his/her next anniversary date.

4. Payroll Withholding

Upon appropriate written authorization from a unit member, the District shall deduct from the salary of that unit member and make appropriate remittance for Association dues.

Except as required by this Agreement, all other deductions must be approved by the District.

5. Mileage Reimbursement

3.5.1 Bargaining unit members shall be entitled to reimbursement for mileage in accordance with established District Policy.

3.5.2 The District will pay a $100 per month vehicle allowance to the position of Maintenance Worker (in lieu of mileage reimbursement) as long as the incumbent continues use of a personal vehicle to conduct District business.

6. Lodging and Meals

Bargaining unit members shall be entitled to reimbursement for lodging and meals in accordance with establish District Policy.

7. Paychecks

3.7.1 All unit members shall be paid on or before the last business day of the month (established by the Placer County Office of Education). If the normal pay date falls on a holiday, or weekend, the paycheck shall be issued in accordance with Ed Code. Supplemental pay will be paid on or before the 10th of the following month.

3.7.2 Unit members employed twelve (12) months shall receive twelve (12) paychecks.

3.7.3 Unit members employed less than twelve (12) months shall have a one-time option to receive either ten (10) paychecks per year or twelve (12) paychecks per year. All less-than-twelve-month unit members shall be the same. The Association shall inform the District of the choice by August 1, 1998.

3.7.4 Under the ten (10) check plan, unit members will be paid monthly, September through June.

8. Payroll Errors

Any payroll error shall be corrected, by submission of the correct information to the County Office of Education, not later than five (5) workdays after it has been reported to the District office by the unit member and verified.

9. Working Out of Class

3.9.1 The parties shall abide by California Education Code section 45110. Specifically,

“Classified employees shall not be required to perform duties which are not fixed and prescribed for the position by the governing board in accordance with Section 45109, unless the duties reasonable relate to those fixed for the position by the board, for any period of time which exceeds five working days within a 15-calendar-day period except as authorized herein.

An employee may be required to perform duties inconsistent with those assigned to the position by the governing board for a period of more than five working days provided that his salary is adjusted upward for the entire period he is required to work out of classification and in such amounts as will reasonably reflect the duties required to be performed outside his normal assigned duties.

Notwithstanding the provisions of this section, a personnel commission and governing board, or a governing board in a non-merit system district, may, by written rule, provide for an upward salary adjustment for any classified employee required to work out of classification for any period of time less than that required herein.

It is the intent of this section to permit school districts to temporarily work employees outside of their normal duties but in so doing to require that some additional compensation be provided the employee during such temporary assignments.

This section shall apply to districts that have adopted the merit system in the same manner and effect as if it were a part of Article 6 (commencing with Section 45240) of this chapter.

(Enacted by Stats. 1976, Ch. 1010.)”

3.9.2 Any employee working out of class in apposition with a higher hourly wage range shall have their hourly rate adjusted to the lowest step of the higher range that represents no less than a five percent (5%) increase. When an employee works/substitutes in a lower classification the employee does not currently hold,

the employee’s rate of pay will never be less than the hourly rate the employee currently receives. The employee must receive prior written authorization from

the site administrator/supervisor before working/subbing out of classification for the purpose of tracking out of class work assignments.

10. Revoking Dues

3.10.1 The District shall refer all employee requests to revoke membership to the CSEA Labor Relations Representatives and shall obtain his/her approval on behalf of the union before processing any revocation request, in accordance with SB 866.

3.10.2 The District shall not be obligated to put into effect any new or changed deductions until pay period commencing thirty (30) days or more after such submission.