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Instructions for Employee New Classification Placement Pay Calculations

 

1. Get your Current (Original) Range, Step, and Pay Rate.

 

If you do not have this information, your payroll representative should be able to provide it for you.  The pay rate needs to be the base rate in order to do the estimates.  Your original pay is also considered the Former Actual Base Rate of Pay for later comparisons.

 

2. Increment your Rate.

 

  • For Hourly, add 10 cents to your Derived Hourly Rate to get an incremented rate.
  • For Exempt, add either $182 for 35-hour, $208 for 40-hour weekly hours to your Annualized Base Salary to get an incremented salary.

 

3. Get your New Step and New Rate.

 

  • For 40-hour FLSA-Exempt going to FLSA-Exempt, use your New Range (the range assigned to your new classification) and incremented salary to look up your new step.  Look up that salary on the 2004 King County Annual/FLSA Exempt Squared Schedule for your New Range.  The New Step will be the next step higher that is closest to your incremented salary.  The New Rate will be the rate for that step.
  • For Hourly (Non-Exempt) going to Hourly, use your New Range (the range assigned to your new classification) to look up your new step on the 2004 King County 10 Step Hourly Squared Schedule.  The New Step will be the next step higher that is closest to your incremented rate.  The New Rate will be the rate for that step.
  • For Hourly going to FLSA-Exempt, use your New Range (the range assigned to your new classification) to look up your new step.  If you are 35-hour, multiple your incremented hourly rate by 1820 to get your incremented salary.  If you are another hourly status, multiple your incremented hourly rate by the appropriate hourly multiplier to get your incremented salary.  Look up that salary on the 2004 King County Annual/FLSA Exempt Squared Schedule for your New Range.  The New Step will be the next step higher that is closest to your incremented salary.  The New Rate will be the rate for that step.

 

5. Calculate Y-rating

 

If your Former Actual Base Rate of Pay is above the New Rate, you are Y-rated.  If your Original Step is 10 or more (max Grade pay or more for PeopleSoft), and you are Y-rated, you are eligible for the lump-sum mitigation including lost merit (step) increase.  This mitigation is $5,625.  If your Original Step is lower than 10 (below max Grade pay for PeopleSoft) and you are Y-rated, you are eligible for the lump-sum mitigation including lost merit (step) increase and COLA.  This mitigation is $11,250.

 

6. Calculate Additional Steps

 

If you are in Group IT 1, you will receive 2 additional steps to your step placement.  If you are in Group IT 2, you will receive 1additional step to your step placement.

 

7. Calculate Retro

 

If your new job classification gives you an increase in pay range from your Original Range, you are eligible for a Retro payment.  The formula is as follows: MSA employees receive $78 per pay period and PeopleSoft employees receive $72 per pay period for each pay period worked since the Christie date or subsequent date of hire into the bargaining unit.

 

8. Bargaining Dividend

 

All members covered under the new contract will receive a $500 Bargaining Dividend.

 

9. Calculate Additional Mitigations

 

If your salary was at Step 10 or above on your Christie date, you are eligible for a lump-sum mitigation of $1,875.  Group IT 1 has a Christie date of 5/02.  Group IT 2 has a Christie date of 1/03.

 

If your range has increased by 9 or more levels (about 21.6% pay increase for PeopleSoft), you are eligible for a lump-sum mitigation of $1,875.

 

An employee may receive only one of the Additional Mitigations amounts.  Also, the Additional Mitigations amounts will be calculated by HR after all other monetary payments have been calculated.