Article 20: Wages and Allowances

20.1

Effective July 1, 2025, all eligible bargaining unit employees shall receive a compensation increase of at least 4% to their hourly rate of pay.

20.1.1

Minimums and maximums are set by CNM, and are included here for information purposes. No employee will be paid at a rate less than the minimum for the applicable position classification.

20.1.2

Employees whose base pay meets or exceeds the maximum of the range as the result of a pay increase, will have their base pay capped at the maximum of their position’s pay grade. The amount in excess of the maximum of the pay range will be paid to the employee as a one-time non-recurring lump sum.   

20.1.3

Effective July 1, 2025, new employees may be offered a starting pay rate up to the midpoint of the position’s pay grade. Prior education and experience may be credited at a rate of 2% of the minimum pay rate for each year of directly related experience or years of education beyond the minimum requirements of each position. CNM’s Human Resources Department, in coordination with the hiring officials, will determine the starting pay rate, in all cases.

20.1.4

Effective July 1, 2025, eligible current employees, whose pay rate is below the midpoint, will receive credit for their education and experience on a one time recurring basis. The pay rate for current employees whose compensation is below the midpoint following application of the 4% increase, will increase, up to the midpoint, at a rate of 2% of the minimum pay rate for each year of directly related experience or years of education beyond the minimum. CNM’s Human Resources Department, in coordination with the hiring officials, will determine the amount of the increase, in all cases.

20.2

There shall be no other negotiated wage adjustments during the term of this Agreement unless an employee is promoted or upgraded in accordance with the Temporary Upgrade provided in Article 18, or as indicated in Article 33, Term of Agreement, Section 33.2.1 and Section 33.2.2 without mutual agreement.

20.3

Employees will receive shift differential of forty-two cents ($0.42) per hour for all hours worked between 11 p.m. and 7 a.m. daily.

20.4

Employees who are required to use their personal automobile for approved business purposes shall be reimbursed in accordance with the Mileage and Per Diem Act.

20.5

Employees promoted during the term of the Agreement shall receive increases in wages in accordance with the provisions of the Employee Handbook.

20.6

Employees who are downgraded or demoted shall have their pay adjusted in accordance with the Employee Handbook.

20.7

The College will continue to provide CNM approved uniforms to each employee. Such uniform shall include 5 shirts or smocks. Coveralls and/or trousers may be substituted for shirts or smocks as long as they are of equal value. CNM will purchase custodial employees who volunteer to wear, as part of the standard uniform attire, CNM approved safety shoes, provided the cost of the safety shoes does not exceed $160.00 annually.

20.8

When employees are required to travel outside the city, they shall be eligible for reimbursement in accordance with College policy.

20.9

Employees whose regular assignment by management is designated as a "lead" employee will receive a one dollar and fifty cents ($1.50) per hour differential for each hour they are assigned as lead employees.

20.10

On-call Pay: Effective July 1, 2022, employees required to be on call for work shall receive $100.00 for each week they are required to be on call.

20.11

CNM will provide a one-time lump sum non-recurring gross payment of $350.00 to be paid out in the first pay period in July 2022.