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EXHIBIT A ARTICLE 33 WAGES 33.1 For fiscal years 2022/2023 and 2023/2024 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 $1300 for FY2022/2023 and 2023/2024, (prorated for part-time employees), or the same amount as non-union employees under the County Administrator's purview if greater than the stated amounts 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 2022/2023, bargaining unit employees will receive a 6% general wage increase effective the first full pay period in October 2022 or upon ratification of the agreement by the parties whichever is later, or the same general wage increase as employees under the County Administrator's purview for fiscal year 2022/2023 if greater than 6%. For fiscal year 2023/2024, effective the first full pay period in October 2023, bargaining unit employees will receive a 6% general wage increase or $1.25 per hour whichever is greater or the same general wage increase as employees under the County Administrator's purview for fiscal year 2023/2024 if greater than 6%. The hourly rate of pay will be rounded and expressed as $##.##. Any general wage 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 Effective with the first full pay period in October 2022, 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 9:00 p.m. will be eligible for a 2nd shift differential at a rate of 5% of the regular hourly rate for the shift worked. Full-time employees who actually work established full-time shifts (8 hours, 10 hours, etc.) that start at or after 9:00 p.m. or before 4:00 a.m. will be eligible for a 3rd shift differential at a rate of 10% of the regular hourly rate for the shift worked. Any shift beginning between 4:00 a.m. and 1:00 p.m. is excluded from shift differential. 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 outside the stated guidelines, will no longer receive it. Exhibit A — GWI October 2023