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<br />, <br /> <br />EXHIBIT 3 <br /> <br />Appendix D <br />Page 5 <br /> <br />For example, if the general wage increase necessary to the District's current Base <br />Salary to reach the Average for Base Salary for the jurisdictions exceeds the increase in the <br />CPI-W, then the general wage increase shall be equal to that necessary to reach the Average <br />for Base Salary for the jurisdictions. <br /> <br />If the increase in the CPI-W exceeds the increase to the District's current Base Salary <br />necessary to reach the Average for Base Salary for the jurisdictions, then the general wage <br />increase to the District's current Base Salary shall be equal to the increase in the CPI-W. <br /> <br />If the percentage difference with the Average for Base Salary does not exceed the <br />District's current Base Salary, and if the CPI-W has not gone up since the previous salary <br />survey, then there shall be no change to the District's current Base Salary. <br /> <br />(iv) For each of the cash compensation differential pay categories surveyed, <br />the differential pay for each category in the District shall be increased, if necessary, to equal <br />the Average Percentage Relationship to top step firefighter base pay from among the <br />jurisdictions. There shall be no decrease in any differential pay in the District for the categories <br />surveyed if the current differential pay as a percentage of top step firefighter current Base <br />Salary is greater than the Average Percentage Relationship to top step firefighter base pay <br />from among the jurisdictions for the category surveyed. For example, if the Average <br />Percentage Relationship to firefighter base pay for EMT differential pay is 5.0% from among <br />the jurisdictions, then EMT differential pay for the District must be set at no less than 5.0% of <br />base pay. I. <br /> <br />(i) The costs of mediation and conciliation, including the scheduling of the <br />conciliator, shall be borne equally by all parties. Mediation/conciliation hearings shall be <br />conducted within the District and closed to the public, . unless otherwise mutually agreed upon <br />by the parties with the concurrence of the conciliator. <br /> <br />0) The provisions of this policy and procedure shall not be construed as making <br />any provisions of Section 923 of the Labor Code of the State of California applicable to District <br />employees. The provisions of this Section pertaining to conciliation shall be construed as an <br />"agreement" for the purpose of making applicable to the extent not to conflict herewith the <br />provisions of Chapter 1 (commencing with Section 1280), Title IX, Part 3 of the Code of Civil <br />Procedure of the State of California. <br /> <br />(k) <br />the parties. <br /> <br />(I) In the event that any paragraph of paragraphs of this Agreement shall be <br />declared invalid by any court of competent jurisdiction, the parties shall meet and confer on the <br />paragraph(s) so affected. If unable to agree to successor language, the matter shall be <br />submitted to final and binding arbitration. All other paragraphs of this Agreement not affected <br />shall continue in full force and effect. <br /> <br />The time limits set forth above maybe waived by mutual written agreement of <br /> <br />IAFF, LOCAL 55A January 1, 2000 - December 31,2003 <br />-48- <br />