Section 2. New Step 13 and Step 14

1. Effective July 1, 2001, a new Step 13 shall be implemented which is two percent (2.0%) higher than the current step.
2. Effective July 7, 2002, a new Step 14 shall be implemented which is two percent (2%) higher than the current top step.

Section 3. Step Rate Increases and Promotions.

An employee shall advance under the terms of this Agreement to the next higher step in his/her job group until the maximum salary rate is reached, unless he/she is denied such step rate by his/her CEO. An employee shall progress from one step to the next higher rate after each fifty-two (52) weeks of creditable service in a step commencing from the first day of the payroll period immediately following his/her anniversary date or promotion date as determined within this article. In the event an employee is denied a step rate increase by his/her CEO, he/she shall be given a written statement of reasons therefor not later than five (5) days preceding the date when the increase would otherwise have taken effect. Time off the payroll is not creditable service for the purpose of step rate increases.
1. Whenever an employee receives a promotion, as defined in Article 17, except an employee who has accepted a demotion as the result of a layoff, the employee's new salary rate shall be calculated as follows:
   1. Determine the employee's salary rate at his/her current job group.
   2. Find the next higher step within the employee's current job group, or for employees at the maximum rate within their current job group, multiply the employee's current rate by one and four one-hundredths (1.04).
   3. Compare the resultant sum to the rates for the higher job group into which the employee is promoted.
   4. The employee's salary rate shall be the first rate in the higher job group that at least equals the resultant sum. The date of promotion shall become the anniversary date for such employees.
2. A unit employee who is appointed to a position in a lower salary grade shall be placed in a step in grade within his/her new job grade based upon the unit employee' s creditable years of service in an equivalent job grade or higher job grade. However, the step in grade of a unit employee who is appointed to a lower graded position that is higher in grade than a third position occupied by the employee during the year preceding said appointment shall be determined as if the placement in the new position were a promotion from the lower graded third position, if this will result in a higher step placement for the employee.
3. An employee, who has accepted a position in a lower job grade as the result of a layoff receives a promotion to a position as defined in Article 17, and such position is in a higher job group than the job group currently held by the employee, shall be placed in a step in grade within the new job grade based upon the employee' s credible years of service in an equivalent or higher job grade and, in addition, credible years of service in the lower job grade accepted as the result of a layoff.

Section 4. General Provisions.

1. Salary rates of full-time employees are set forth in Appendix F and G of this Agreement and are attached hereto and hereby made part of this Article.
2. The salary rates set forth in Appendix F and G shall remain in effect during the term of this Agreement. Salary rates shall not be increased or decreased except in accordance with the provisions of this Article.
3. Employees shall be compensated on the basis of the salary rate for their official job classification.

Section 5. Regular Part-Time Employees.
A regular part-time employee shall be entitled to the provisions of the Article in the proportion that his/her service bears to full time-service.

Section 6. Salary Adjustments for Employees Entering From Other State Bargaining Units

1. An employee entering a position within the bargaining unit covered by this Agreement, without a break in service from a position in another Commonwealth of Massachusetts public employer, in a bargaining unit not covered by this Agreement, from a position determined by Human Resources to be of a type with similar duties and responsibilities to the positions in this unit, in the grade level of the position which they are being hired into, shall be placed at the first step-in-grade up to the maximum of the grade, which at least equals the rate of compensation received immediately prior to his/her entry into the bargaining unit.
2. An employee entering a position within the bargaining unit covered by this Agreement, without a break in service from a position in another Commonwealth of Massachusetts public employer, in a bargaining unit not covered by this Agreement, from a position determined by Human Resources to be of a type with similar duties and responsibilities to the positions in this unit, which are at a lower grade level than the position which they are being hired into, shall be placed at a step-in-grade in accordance with the provisions of Section 3 of this Article.
3. An employee entering a position within the bargaining unit covered by this Agreement, without a break in service from a position in another Commonwealth of Massachusetts public employer, in a bargaining unit not covered by this Agreement, from a position determined by Human Resources to be of a type with similar duties and responsibilities to the positions in this unit, which are at a higher grade level than the position which they are being hired into, shall be placed at a step-in-grade within his/her new job grade based upon the employee's creditable years of service in the equivalent new job grade or higher job grade, provided that in no event shall the employee be placed in a step-in-grade which results in the employee receiving a salary rate equal to or greater than the average salary received by the employee for the preceding six (6) months.

Section 7. The salary increases as provided in this Article shall apply only to those employed on the execution date of the agreement. However, former bargaining unit members who died, retired or transferred out of the bargaining unit but remained in the employ of the Employer during June 30, 2001, and the execution date shall receive appropriate increases as provided in this Article for their period of employment.

Section 8. Human Resources may create a recruitment range if the entry-level salary for a particular position or class of positions is insufficient to permit recruitment and/or retention of employees in those positions and the rate normally paid is not competitive in the appropriate labor market. Labor Relations shall notify the Association of the University's intent to establish any recruitment range and, if requested, the parties shall meet to bargain the issue. The decision to create a recruitment range and the placement of employees within the range shall not be subject to Article 27 of this Agreement. When implementing a recruitment range, Human Resources will consider the experience and training of existing employees at the time of hire and adjust salaries accordingly.