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ARTICLE 33 WAGES 33.1 For fiscal year FY 2013/2014, bargaining unit employees shall not be eligible for an anniversary increase. For fiscal years FY 2014/2015 and FY 2015/2016, employees will receive a 2.5% anniversary increase, or the same increase as non-union employees under the County Administrator's purview if greater than 2.5%, not to exceed the top of the employee's pay range. Bargaining unit employees who are topped out in their pay range shall receive a lump sum anniversary amount in the amount of $800 (prorated for part-time employees), or the same amount as non-union employees under the County Administrator's purview if greater than $800, not added to their base upon successful evaluation. Employees within the established lump sum payment amount (prorated for part- timers) of the maximum of the range shall receive an increase in base pay up to the maximum of the range and shall receive the difference between that amount and the established lump sum payment in a lump sum payment. Any anniversary increases or lump sum increases after the expiration of this Agreement shall be subject to collective bargaining. 33.2 For fiscal year FY 2013/2014, bargaining unit employees will receive a 3% cost of living increase effective the first full pay period in October 2013. For fiscal year FY 2014/2015, bargaining unit employees will receive a 2.5% cost of living increase effective the first full pay period in October 2014, or the same increase as non-union employees under the County Administrator's purview for fiscal year FY 2014/2015 if greater than 2.5%. For fiscal years FY 2014/2015 and FY 2015/2016, the parties mutually agree to reopen this section and collectively bargain future cost -of -living increases. Any cost -of -living increases after the expiration of this Agreement shall be subject to collective bargaining. 33.3 For the life of this Agreement the promotion probation pay increase shall be 5%. 33.4 Full-time employees who actually work established full-time shifts (8 hours, 10 hours, etc.) that start at or after 1:00 p.m. or before 4:00 a.m. will be eligible for shift differential at a rate of 5% of the regular hourly rate for the shift worked. Any shift beginning between 4:00 a.m. and 1:00 p.m. is excluded. Shift differential is automatically added to the regular hourly rate for the purpose of computing overtime pay. Any employees receiving shift differential, whose established shift is o tside the stated guidelines, will no longer receive it. TA: UNION COUNTY County Proposal 6/30/14 (2) 27