1. The starting salary for a newly hired ATC reporting to the Academy for training is as follows:
bulletATC-1A (Basic Qualifications) = 60% of ATC-3
bulletATC-1B (Specialized Qualifications) = 75% of ATC-3
bulletATC-2 Academy graduate equivalent = 85% of ATC-3

CTIs and MARCs students:

Generally CTI students are required to go the academy with the exception of students from U of Alaska, Beaver County College, Hampton University and U of North Dakota students that were in the CTI program as October 1997. The Agency has a list of these people and they are grandfathered upon graduation. When they are hired into the terminal option the students above go direct to the facility and their pay will be set at the academy grad. equivalent rate (ATC-2). All other CTI students will attend the academy and their pay is set at the 1B rate. MARC student report the facility at academy grad equivalent ATC-2 pay rate. See rule 42 for other qualifications of pay setting.
  1.   Specialized categories of employment and pay:

Amended language is included below, if you want to see the actual MOU that amended the original MOU click here to see the revision to Rule 42 MOU dated August 13, 2000.  Keep in mind these new rules are effective with new employments on or after August 13, 2000.  Before that date band min provisions were in effect.  Click here to see Rule 42 that was in effect between October 1, 1998 and August 12, 2000.
  1. VRA Authority:  Set pay in accordance with Rule 40.

Exceptions: If employee has the qualifications listed below, set pay accordingly.

  1. If Military Controller for 52 consecutive weeks: Place in Academy Graduate Pay Band and set pay at the minimum of the ATC-3 CPC Career Level Pay Band (CH). Pay is increased in accordance with Rule 41 upon successful completion of each Developmental Training Stage (i.e.: D1, D2, D3 and CPC).
  2. If Federal Contract Tower employee for 52 consecutive weeks OR if DOD 2152 for 52 Consecutive weeks OR if FSS 2152 for 52 consecutive weeks: Set pay at the minimum of the facility’s D3 Career Level pay band or match highest salary earned while working as a Federal Contract Tower employee, DOD 2152 or a FSS 2152 as described above, up to the D3 Career Level pay band maximum.
  3. Employees will enter the facility training program at the initial Training Stage; however, since they are already being paid at the D3 level, no pay increase occurs until completion of all developmental stages and promotion to the CPC Career Level. Pay is set at the greater of the facility CPC band minimum or a 6.7% increase.
  4. When an employee qualifies for more than one category of pay, set pay using the category that provides the greatest benefit to the employee.

 

  1. Transfer of Current Federal Employee to Terminal/Enroute ATS Facilities (excluding CPC or developmental reentrant*):  Place in Academy Graduate Pay Band and set pay at the minimum of ATC-3 CPC Career Level Pay Band (CH) or at the employee’s current rate, not to exceed the top of the ATC-3 pay band, whichever is greater. Pay is increased in accordance with Rule 41 upon successful completion of each Developmental Training Stage (I.E.: D1, D2, D3 and CPC).

Exceptions: If employee has the qualifications listed below, set pay accordingly.

  1. If Federal Contract Tower employee for 52 consecutive weeks OR if DOD 2152 for 52 Consecutive weeks OR if FSS 2152 for 52 consecutive weeks: Set pay at the minimum of the facility’s D3 Career Level pay band or match highest salary earned while working as a Federal Contract Tower employee, DOD 2152 or a FSS 2152 as described above, up to the D3 Career Level pay band maximum.
  2. Employees will enter the facility training program at the initial Training Stage; however, since they are already being paid at the D3 level, no pay increase occurs until completion of all developmental stages and promotion to the CPC Career Level. Pay is set at the greater of the facility CPC band minimum or a 6.7% increase.
  3. When an employee qualifies for more than one category of pay, set pay using the category that provides the greatest benefit to the employee.

*For CPC or developmental reentrants, set pay in accordance with Pay Rules 43 and 44.

  1. Reinstatement of former federal employee using reinstatement eligibility (excluding CPC or developmental reentrant*):Set pay in accordance with Pay Rule 40.

Exceptions: If employee has the qualifications listed below, set pay accordingly.

  1. If Military Controller for 52 consecutive weeks: Place in Academy Graduate Pay Band and set pay at the minimum of the ATC-3 CPC Career Level Pay Band (CH). Pay is increased in accordance with Rule 41 upon successful completion of each Developmental Training Stage (i.e.: D1, D2, D3 and CPC).
  2. If Federal Contract Tower employee for 52 consecutive weeks OR if DOD 2152 for 52 Consecutive weeks OR if FSS 2152 for 52 consecutive weeks: Set pay at the minimum of the facility’s D3 Career Level pay band or match highest salary earned while working as a Federal Contract Tower employee, DOD 2152 or a FSS 2152 as described above, up to the D3 Career Level pay band maximum.
  3. Employees will enter the facility training program at the initial Training Stage; however, since they are already being paid at the D3 level, no pay increase occurs until completion of all developmental stages and promotion to the CPC Career Level. Pay is set at the greater of the facility CPC band minimum or a 6.7% increase.
  4. When an employee qualifies for more than one category of pay, set pay using the category that provides the greatest benefit to the employee.

*For CPC or developmental reentrants, set pay in accordance with Pay Rules 43 and 44.

  1. CTIs (from CTI hiring authority):Set pay in accordance with Pay Rule 40.

Exceptions: If employee has the qualifications listed below, set pay accordingly.

  1. If Military Controller for 52 consecutive weeks: Place in Academy Graduate Pay Band and set pay at the minimum of the ATC-3 CPC Career Level Pay Band (CH). Pay is increased in accordance with Rule 41 upon successful completion of each Developmental Training Stage (i.e.: D1, D2, D3 and CPC).
  2. If Federal Contract Tower employee for 52 consecutive weeks OR if DOD 2152 for 52 Consecutive weeks OR if FSS 2152 for 52 consecutive weeks: Set pay at the minimum of the facility’s D3 Career Level pay band or match highest salary earned while working as a Federal Contract Tower employee, DOD 2152 or a FSS 2152 as described above, up to the D3 Career Level pay band maximum.
  3. Employees will enter the facility training program at the initial Training Stage; however, since they are already being paid at the D3 level, no pay increase occurs until completion of all developmental stages and promotion to the CPC Career Level occurs. Pay is set at the greater of the facility CPC band minimum or a 6.7% increase.
  4. When an employee qualifies for more than one category of pay, set pay using the category that provides the greatest benefit to the employee.

 

  1. MARCs (from MARC hiring authority):Set pay at the ATC 2 (AG) pay rate in accordance with Pay Rule 40.

Exceptions: If employee has the qualifications listed below, set pay accordingly.

  1. If Military Controller for 52 consecutive weeks: Place in Academy Graduate Pay Band and set pay at the minimum of the ATC-3 CPC Career Level Pay Band (CH). Pay is increased in accordance with Rule 41 upon successful completion of each Developmental Training Stage (i.e.: D1, D2, D3 and CPC).
  2. If Federal Contract Tower employee for 52 consecutive weeks OR if DOD 2152 for 52 Consecutive weeks OR if FSS 2152 for 52 consecutive weeks: Set pay at the minimum of the facility’s D3 Career Level pay band or match highest salary earned while working as a Federal Contract Tower employee, DOD 2152 or a FSS 2152 as described above, up to the D3 Career Level pay band maximum.
  3. Employees will enter the facility training program at the initial Training Stage; however, since they are already being paid at the D3 level, no pay increase occurs until completion of all developmental stages and promotion to the CPC Career Level. Pay is set at the greater of the facility CPC band minimum or a 6.7% increase.
  4. When an employee qualifies for more than one category of pay, set pay using the category that provides the greatest benefit to the employee.

 

  1. OPM Register:  Set pay in accordance with Pay Rule 40.

Exceptions: If employee has the qualifications listed below, set pay accordingly.

  1. If Military Controller for 52 consecutive weeks: Place in Academy Graduate Pay Band and set pay at the minimum of the ATC-3 CPC Career Level Pay Band (CH). Pay is increased in accordance with Rule 41 upon successful completion of each Developmental Training Stage (i.e.: D1, D2, D3 and CPC).
  2. If Federal Contract Tower employee for 52 consecutive weeks OR if DOD 2152 for 52 Consecutive weeks OR if FSS 2152 for 52 consecutive weeks: Set pay at the minimum of the facility’s D3 Career Level pay band or match highest salary earned while working as a Federal Contract Tower employee, DOD 2152 or a FSS 2152 as described above, up to the D3 Career Level pay band maximum.
  3. Employees will enter the facility training program at the initial Training Stage; however, since they are already being paid at the D3 level, no pay increase occurs until completion of all developmental stages and promotion to the CPC Career Level. Pay is set at the greater of the facility CPC band minimum or a 6.7% increase.
  4. When an employee qualifies for more than one category of pay, set pay using the category that provides the greatest benefit to the employee.

Any employee that is hired during the transition (October 1, 1998 and October 10, 2000) will not have "fixed October installments" stored.  The movement in the October pay bands for October 98-October 2000 could result in an employee falling below their applicable pay band.  These employees are eligible for a provision called a band min check.  You can  check out the agreement here.  This provision guarantees the employee will not be below the appropriate band minimum after the October band increases for October 98-October 2000.

  1. For Re-entrant CPCs:
Amended language is included below, if you want to see the actual MOU that amended the original MOU click here to see the revision to Rule 43 MOU dated November 8, 1999.

  1. Employees who have converted into the ATC specialized pay system (via any means) and have since moved back into a position not covered by the ATC specialized pay system, will not be covered by any of the provisions in 2 upon return to a bargaining unit position.

  1. CPC re-entrant currently employed by the Federal Government:

    bulletA CPC re-entrant not receiving any ATRA or IIP differentials, will retain current base pay so long as that rate of pay fits within the established pay band for the facility ATC level to which assigned. If current base pay is below the minimum of the assigned facility pay band, pay will be brought to the minimum of the band. If the current base pay exceeds the established pay band for the facility ATC level, pay will be capped by the top of the pay band.
    bulletA CPC re-entrant currently receiving the five percent (5%) ATRA Operational differential will have the differential added to the current base pay at a 4.1% rate.
    bulletA CPC re-entrant currently receiving the ten percent (10%) Interim Incentive Pay (IIP) 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 IIP facilities.
    bulletAfter base pay is calculated adding in the ATRA and IIP differentials as appropriate, the new base pay figure must fit into the pay band of the assigned facility. If pay falls below the new pay band, pay will be raised to the minimum of the band. Pay may not under any circumstance exceed the top of the pay band.
    bulletCPC re-entrants will not receive any remaining October reclassification pay adjustments except to bring the employee base pay to the minimum of the facility pay band.

  1. CPC re-entrants not currently employed by the Federal Government:

bulletThe starting salary for a CPC re-entrant will be set in the pay band appropriate 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 Air Traffic Service, except to raise the pay to the minimum of the pay band. If former pay exceeds the top of the 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 agreement will be considered a CPC at their assigned facility. All subsequent transfers, promotions, and other types of employee movement will follow applicable rules and agreements.

Any employee that re-enters during the transition (October 1, 1998 and October 10, 2000) will not have "fixed October installments" stored.  The movement in the October pay bands for October 98-October 2000 could result in an employee falling below their applicable pay band.  These employees are eligible for a provision called a band min check.  You can see the facility band minimum here and check out the agreement here.  This provision guarantees the employee will not be below the appropriate band minimum after the October band increases for October 98-October 2000.  If the employee is already above the new pay band there are no provisions for an October increase.

  1. For Re-entrant Developmentals:
  1. Developmental re-entrant to lower level facility: The starting salary for a developmental re-entrant to a lower level facility will be set in the same developmental percentage attained prior to leaving the terminal/en route option. If the same developmental pay stage does not exist at the new facility, the employee’s base pay is set at the lowest available developmental stage percentage of the facility’s minimum base pay, not to exceed previous base pay.
  2. Developmental re-entrant to higher level facility: The employee’s base pay is set at the previous base pay until such time as the employee successfully completes the developmental stage that results in a higher base pay.
  3. Developmental re-entrant to same level facility: The employee’s pay is set at the same pay as when left, but no less than the current minimum base pay for the developmental stage attained prior to leaving the terminal/en route option.
  1. For Permanent Promotion:
    2.

    Upon promotion, a CPC shall receive pay at the appropriate MSS level percentage or an increase in pay of 6.7%, whichever is greater.

  2. For Temporary Promotion:
    3.

    In the event of a temporary promotion, pay shall be established at the appropriate MSS level percentage or 8% higher than current base pay, whichever is greater. 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.

  1. For CPC Transfer:
bulletImportant note pay rule 51 does not apply to Hardships, Swaps or Return Rights Pay Setting.  See Pay rule 58 for Hardships and Swaps (or see the MOU dated August 27, 2000) and the Return Rights Pay setting (3R) MOU dated April 28, 2000 for additional pay setting rules for these types of Transfers.

Once a controller has achieved CPC status in the first terminal/en route facility, that status is permanent.  For a CPC, that is not transferring as a result of a Hardship, Swap or exercising return rights, pay is set as follows:

  1. Upon transfer to a higher ATC level facility, pay is increased to the minimum of the new pay band, or 6.7%, 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.

Since the 50/50 calculations are done on the pay as the move is made there may be, or have been an occasion where upon certifying the CPCs pay is below the band minimum for the facility.  Once a developmental certifies or CPC re-certifies the employee is guaranteed at least band minimum.  If the second half (that was stored as a fixed dollar amount) is not enough to bring the CPC to band minimum there is a provision for a band min check.  You can see the facility band min here and check out the agreement here.  This provision guarantees the employee will not be below band min upon certifying.  Since people who have not moved will get to band min via their three Octobers this band min check does not apply to those CPCs that have not transferred.

  1. Upon voluntary transfer to a lower ATC level facility, pay is set at the current pay if that rate falls within the new pay band. If current pay is higher than the top of the new band, pay is capped by the top of the band.
  2. Upon involuntary transfer for performance, pay is set at the current base pay if that rate falls within the new pay band. If current pay is higher than the top of the new band, pay is capped by the top of the band.
  3. Upon voluntary transfer to the same level facility, pay is unchanged. This includes internal placement and mutual swaps.

Since this section replaced the old way of transferring and left us with no comparison to determine what FG equaled what ATC level we reached agreement that all level one transfers into the ATC system would be treated as a "Transfer to a Higher ATC level under rule 51 above.  See the MOU here.

Also, keep in mind pay setting is done without locality (or on Basic Pay).  If you move consider the changes in locality that is normally added to your pay.  You can see the locality for each facility here.  Also, the original language in Rule 51 mentioned "Base Pay" in error.  That was correct with an additional MOU clarifying the locality pay dated  February 11, 1999.

  1. For Developmental Controller Transfer:
    1. 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%.
    2. Upon voluntary transfer to a lower ATC level facility, pay is set in the same developmental stage percentage of the lower level facility’s minimum base pay. If the same stage does not exist at the new facility, employee’s pay is set at lowest available stage at the new facility.
    3. Upon transfer to the same level facility, base pay is unchanged.
    4. Involuntarily transfer to lower level facility for performance: same pay setting rule as voluntary transfer to lower level facility.

All future developmental pay increases are in accordance with paragraph #41.
  1.   Facility Consolidations:

Rule 59: (see the MOU here)

Reassignments resulting from Facility Consolidations:

When two or more facilities are consolidated into a new facility or an existing facility is consolidated into another existing facility:

  1. ATC Level Establishment:
  1. The Parties shall jointly establish an ATC Level by applying the Position Classification Standard and current data to reflect the new configuration. In the event current data needs to be modified in order to accurately reflect the new configuration the parties will model a "Virtual Facility". The National Validation Team may be used to validate the data. This data will be used to determine the Classification Index (CI). At a mutually determined point this CI shall be used in determining the ATC level for the Consolidated Facility. Once the ATC level is established that ATC level will be used until the facility is fully consolidated. Once fully consolidated the new Facility will be subject to the provisions of the Classification Standard and associated agreements.
  1. Effective Date of Re-assignment:
  1. It is recognized National Airspace Redesign changes, training and personnel policies may need to be consolidated prior to the physical move of employees taking place. The effective date of the Reassignment shall be far enough in advance of the actual consolidation as to allow for these activities to occur. The effective date for the Reassignment shall be negotiated between the Parties to be effected, for each facility, upon the splitting of the Tower and Tracon for each Up/Down facility or when any training related to the consolidation commences for facilities that will not split. The effective date agreed to will be used for all employees at that particular facility.
  2. For those employees, covered by this agreement, who were originally not afforded the opportunity to be reassigned to the Consolidated Facility in the initial consolidation and subsequently move there under the provisions of this MOU the effective date will be the first full pay period the reassignment is effected. The pay rules in section III shall be applied to these employees.
  1. Pay Setting Rules:

 

  1. For CPCs (excluding CPCs in Training):

 
  1. Reassignment to a Higher ATC Level as a result of Consolidation:

 

  1. If the resulting ATC Level is one or two ATC levels higher than the ATC level from which the employee is reassigned pay at the higher ATC-pay level is set at the same percentage of the higher ATC pay band or a 6.7% increase whichever is higher. Employee will receive 50% of the difference effective on the Reassignment and the remaining 50% upon actual relocation of the first facility into the new consolidated facility.

 

  1. If the resulting ATC Level is more than two ATC levels higher than the ATC level from which the employee is reassigned pay is increased to the minimum of the higher ATC pay band or a 6.7% increase whichever is higher. Employee will receive 50% of the difference effective on the Reassignment and the remaining 50% upon actual relocation of the first facility into the new consolidated facility.

 

  1. Reassignment to the same ATC level as a result of Consolidation:

 

  1. No change in Basic Pay.

 

  1. Reassignment to a lower ATC level as a result of Consolidation:

 

  1. No change in Basic Pay.

 

  1. These employees shall retain the current ATC Level that was in effect the pay period prior to the Effective Date of Reassignment action (ATC Level Retention). Pay will be retained at the higher ATC level (including all OSI and SCI increases for which the employee is eligible) until ATC Level Retention is terminated. The two year limitation in pay rule 34 shall not apply. For example, if an individual remains at a stand-alone tower, they will be considered as an employee at the ATC level in effect prior to the Effective Date of Reassignment action for all personnel actions.

 

  1. ATC Level Retention is terminated when the effected employee:

 

  1. is offered and declines assignment to the Consolidated Facility that is the same or higher ATC Level as the ATC Retention Level;

 

  1. voluntarily transfers to any facility that is the same or higher ATC Level as the ATC Retention Level or;

 

  1. voluntarily transfers to a facility that is a lower ATC Level as the ATC Retention Level and is not the Consolidated Facility.

 

  1. If the employee subsequently is reassigned to the Consolidated Facility that is the same or higher ATC Level as the ATC Retention Level follow rule III A 1 (for Higher ATC Level) or III A 2 (for Same ATC Level) then terminate ATC Level Retention otherwise;

 

  1. once ATC Level Retention is terminated pay shall be set following the Pay Rules MOU as amended including pay retention under Rule 34 with the two year limitation and transfer actions agreements.

 

  1. For CPCs in Training:

For the purpose of this section CPCs in Training are those employees who moved under Pay Rule 51 (Transfer to a higher ATC level) and have not received the 2nd half of their increase (because they are still in training) as of the effective date of the Reassignment:

  1. First apply the 2nd half of the stored increase to the employee’s pay and apply band min checks as required using the ATC Level in effect the pay period before the Effective Date of Reassignment action.

 

  1. Next determine the employee’s position in band using the ATC Level in effect the pay period before the Effective Date of Reassignment action then,

 

  1. Reassignment to a Higher ATC Level as a result of Consolidation:

 

  1. If the resulting ATC Level is one or two ATC levels higher than the ATC level from which the employee is reassigned pay at the higher ATC-pay level is set at the same percentage of the higher ATC pay band or a 6.7% increase whichever is higher. Employee will receive 50% of the difference effective on the Reassignment and the remaining 50% upon actual relocation of the first facility into the new consolidated facility.

 

  1. If the resulting ATC Level is more than two ATC levels higher than the ATC level from which the employee is reassigned pay is increased to the minimum of the higher ATC pay band or a 6.7% increase whichever is higher. Employee will receive 50% of the difference effective on the Reassignment and the remaining 50% upon actual relocation of the first facility into the new consolidated facility.

 

  1. Reassignment to the same ATC level as a result of Consolidation:

 

  1. No change in Basic Pay.

 

  1. Reassignment to a lower ATC level as a result of Consolidation:

 

  1. No change in Basic Pay.

 

  1. These employees shall retain the current ATC Level that was in effect the pay period prior to the Effective Date of Reassignment action (ATC Level Retention). Pay will be retained at the higher ATC level (including all OSI and SCI increases for which the employee is eligible) until ATC Level Retention is terminated. The two year limitation in pay rule 34 shall not apply. For example, if an individual remains at a stand-alone tower, they will be considered as an employee at the ATC level in effect prior to the Effective Date of Reassignment action for all personnel actions.

 

  1. ATC Level Retention is terminated when the effected employee:

 

  1. is offered and declines assignment to the Consolidated Facility that is the same or higher ATC Level as the ATC Retention Level or;

 

  1. voluntarily transfers to any facility that is the same or higher ATC Level as the ATC Retention Level or;

 

  1. voluntarily transfers to a facility that is a lower ATC Level as the ATC Retention Level and is not the Consolidated Facility.

 

  1. If the employee subsequently is reassigned to the Consolidated Facility that is the same or higher ATC Level as the ATC Retention Level follow rule III B for Higher ATC Level or Same ATC Level as appropriate then terminate ATC Level Retention otherwise;

 

  1. once ATC Level Retention is terminated pay shall be set following the Pay Rules MOU as amended including pay retention under Rule 34 with the two year limitation and transfer actions agreements.

 

  1. For Developmentals:

 
  1. Reassignment to a Higher ATC Level as a result of Consolidation:

 

  1. Pay at the higher ATC-pay level is set at the same percentage of band of the higher Developmental pay band or an 6.7% increase whichever is higher.

 

  1. Future pay increases are made in accordance with successful progression through the developmental stages in accordance with Pay Rule 41.

 

  1. Reassignment to the same ATC level as a result of Consolidation:

 

  1. No change in Basic Pay.

 

  1. Future pay increases are made in accordance with successful progression through the developmental stages in accordance with Pay Rule 41.

 

  1. Reassignment to a lower ATC level as a result of Consolidation:

 

  1. No change in Basic Pay.

 

  1. These employees shall retain the current ATC Level that was in effect the pay period prior to the Effective Date of Reassignment action (ATC Level Retention). Pay will be retained at the higher ATC level (including all OSI and SCI increases for which the employee is eligible) until ATC Level Retention is terminated. The two year limitation in pay rule 34 shall not apply. For example, if an individual remains at a stand-alone tower, they will be considered as an employee at the ATC level in effect prior to the Effective Date of Reassignment action for all personnel actions.

 

  1. Future pay increases are made in accordance with successful progression through the developmental stages in accordance with Pay Rule 41.

 

  1. ATC Level Retention is terminated when the effected employee:

 

  1. is offered and declines assignment to the Consolidated Facility that is the same or higher ATC Level as the ATC Retention Level or;

 

  1. voluntarily transfers to any facility that is the same or higher ATC Level as the ATC Retention Level or;

 

  1. voluntarily transfers to a facility that is a lower ATC Level as the ATC Retention Level and is not the Consolidated Facility.

 

  1. If the employee subsequently is reassigned to the Consolidated Facility that is the same or higher ATC Level as the ATC Retention Level follow rule III C 1 (for Higher ATC Level) or III C 2 (for Same ATC Level) then terminate ATC Level Retention otherwise;

 

  1. once ATC Level Retention is terminated pay shall be set following the Pay Rules MOU as amended including pay retention under Rule 34 with the two year limitation and transfer actions agreements.

Notes on Developmental Training Stages and Pay Setting:

Developmentals may enter a different training stage, according to Prib21A, as a result of new training requirements established as a result of the consolidation. For example a Dev 3 may end up in the Dev 1 training stage. Since the employee’s pay is converted at the correct developmental level no increase as a result of training is due until this employee passes the Dev stage upon which his/her pay was set. In the case of a Dev 3 they would have to attain CPC status before getting the Rule 41 increase.

In some cases the consolidation will result in an employee being reassigned to a tower that remains behind. This may change the employee’s qualifications in accordance with Prib21A and pay rule 41. Example a Developmental 2 who is checked out through the Tower, training in the Radar Room may become a CPC by virtue of the Tracon leaving and the employee remaining in the Cab. When an employee becomes entitled to two (2) pay changes at the same time, the changes shall be effected in the order which gives him/her the maximum benefit.

  1. Subsequent withdraw of acceptance of Reassignment:

In the event an employee accepts reassignment to the Consolidated Facility but subsequently declines and does not relocate to the Consolidated Facility pay will be set as if the employee never accepted the reassignment. This pay will be adjusted the first full pay period following the action of the employee withdrawing his/her acceptance of the Reassignment. It is the intention of the parties that accepting reassignment to the Consolidated Facility is a permanent action and may not guarantee reassignment back to the old facility.

  1. Controller Incentive Pay (CIP):
    2.

    All affected employees will continue to receive their existing CIP percentage until such time they relocate to the new facility. If the new facility has an existing CIP percentage, (which may be 0%) employees receive the new percentage upon relocation. If the CIP percentage for the new facility has not been established, employees continue to receive their old CIP percentage until a new index is established. In the event the facility does not qualify for CIP when the new index is established, the amount will be zero percent and employees will receive zero percent.

  1. Northern California Tracon (NCT):

This section was amended by the July 13, 2001 MOU
  1. Employees involved in the NCT consolidation initiative from O90, SCK, MCC and MRY who have not been assigned to NCT as of May 20, 2001 shall have their pay set in accordance with this Pay Rule (Pay Rule 59).

 

 
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