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6 Local 21/SLCEA Memorandum of Understanding January 1, 2022 – December 31, 2024 Section 6. Pay and Classification The recognized classifications and rates of pay that are to be effective during the term of this Memorandum of Understanding are enumerated in Appendix “A” that is attached hereto and made a part hereof. The appendix reflects wage adjustment as follows: A six percent (6%) across the board increase effective January 1, 2022. A three and one-quarter percent (3.25%) across the board increase effective January 1, 2023. A three and one-quarter percent (3.25%) across the board increase effective January 1, 2024. The appendix also reflects equity adjustments for classifications as follows: Classification Equity Adjustment effective 1/1/22 Equity Adjustment effective 1/1/23 Equity Adjustment effective 1/1/24 Accountant I 0.0% 2.5% 2.5% Accountant II 0.0% 2.5% 2.5% Environmental Protection Specialist I 2.5% 2.5% 2.5% Environmental Protection Specialist II 2.5% 2.5% 2.5% Environmental Protection Supervisor 2.5% 2.5% 2.5% Librarian 0.0% 5.0% 2.5% Senior Librarian 0.0% 5.0% 2.5% Parks Supervisor 2.5% 5.0% 5.0% Plant Operator -in-Training 2.5% 5.0% 5.0% Plant Operator I 2.5% 5.0% 5.0% Plant Operator II 2.5% 5.0% 5.0% Plant Operator - Lead 2.5% 5.0% 5.0% Plant Operations Supervisor 2.5% 5.0% 5.0% Recreation Supervisor I 2.5% 5.0% 2.5% Recreation Supervisor II 2.5% 5.0% 2.5% The City will begin a classification and compensation study for all bargaining unit classifications no later than May 1, 2023. Upon completion, the City and Union will meet and confer on the results and implementation strategy in the successor contract. Section 7. Annual Vacation Leave 7.1 The purpose of annual vacation leave is to enable each eligible employee to return to work physically and mentally refreshed. In the administration of this section,