-7/7/26
First: All pay adjustments for the July 2025 2.5% GWI and the January 2026 Step Increases (including TopStepPayments) should be completed.
Then, as of 6/26/2026, another 2.5% GWI was implemented and this will be reflected in your July 23rd paycheck.
The next increase thereafter will be the January Step Increases which will be effective 12/25/26 and reflected in your January 22, 2027 paycheck (including TopStepPayments). We are still on track to receive our backpay in the August 21 paycheck.
Next: Some salary grade changes took effect on June 26th as well:
Transportation Assistant District Engineers moved from AR2 69 to AR2 70
Supervising Special Investigators moved from AR 25 to AR 27
Tax Attorney 1 moved from AR2 62 to AR2 63
CCTs: starting salary will be AR15 Step 5 . Upon 1 year of incumbency the salary increases to AR 16 Step 6. Those with a Master's Degree start at AR 15 Step 6 and move to AR 16 Step 7 after 1 year. These are applicable to all current incumbents.
ACTs: Starting salary for those with 15 semester hrs of accounting credits start at AR 15 Step 6 and move to AR16 Step 6 after one year; those with 30 semester hrs of accounting credits start at AR 15 Step 7 and move to AR 16 Step 7 after one year; those with a related Master's Degree start at AR 15 Step 8 and move to 16 Step 8 after one year.
Next: Everyone should have received new health insurance cards in the mail and the new ID cards were effective as of 7/1/2026. Everyone should have received a new card; the new cards are not a result of changing your health insurance plan, everyone was sent a new card. If you did not receive your new card, your old card will be cross-walked over to your new ID number so you should not have issues with coverage. For those who changed their insurance plan, July 1 is the date that your new selected plan took effect.
Next: Those who did not meet their 2025 HEP compliance should have received several communications that they will be removed from HEP as of August 1, 2026. Removal from HEP leads to an increased bi-weekly premium and a deductible of $350/individual ($1,400 max family). Those with a chronic condition who met the HEP requirements within the 2025 calendar year will be getting their $100 payment in the typical manner this year. It was hoped that we could switch over to a gift card payment this year but it appears that this switch will not be available in a timely fashion so the typical payment will continue again.
Lastly: We will get everyone an update on Tuition Reimbursements soon.