This procedure describes the employment categories for which salary schedules are available, and the process by which such schedules are developed.
Salary schedules have been approved and must be used for employees in the following categories:
- Classified employees (salaried & hourly);
- Contracted faculty;
- Part-time credit faculty;
- Management employees;
- Continuing Education instructors (reimbursable);
- Continuing Education instructors (nonreimbursable);
- Apprenticeship instructors; and
- Substitute instructors.
The salary schedule negotiated for members of the classified bargaining unit is also used for classified employees excluded from the bargaining unit.
The salary schedule negotiated for members of the part-time credit faculty bargaining unit is also used for non-unit, part-time credit faculty.
Copies of these salary schedules are available in Human Resources. Exceptions to these schedules must be reviewed with Human Resources before an employment commitment is made by the management supervisor.
Revising Salary Schedules
Salary schedules for members of the classified and faculty bargaining unit are negotiated through the collective bargaining process by designated participants in that process and submitted to the Lane Board of Education for approval.
Management employees are represented in annual salary discussions by the Management Steering Committee. The management salary schedule is revised through this "confer and consult" process and submitted to the Lane Board of Education for approval.
Requests to revise any of the remaining listed salary schedules must be submitted in writing to the Lane Board of Education through appropriate administrative channels. The written request must include clear justification for the wage change and the schedule must comply with current equal employment opportunity guidelines and state and federal minimum wage regulations.
Creating New Salary Schedules
New salary schedules for non-represented employees must be submitted to the Lane Board of Education through appropriate administrative channels. The written request must include clear justification for the new schedule and the schedule must comply with current equal employment opportunity guidelines and state and federal minimum wage regulations.