Academic Professional Level Reassignment Salary Increase Sample Clauses

Academic Professional Level Reassignment Salary Increase. 29 (a) If an Academic Professional position is reassigned to a higher level within the same job family, 30 the reassignment salary increase shall be effective on the first day of the month following the date of 31 submission of the reassignment request, should the request be approved. The minimum reassignment 32 salary increase in 2021 shall be: 35 The minimum reassignment salary increase in subsequent years shall be increased by the percentage 36 increase in base pay provided to academic professionals that year due to the change in CPI, unless new 37 language regarding academic professional salaries is agreed to during interim bargaining over the 38 classification and compensation study. Prior to January 1 of each year, the Office of Human 39 Resources will provide the new minimum reassignment salary increase amount to the Association and 40 will publish the new amount on its webpage. 41
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Academic Professional Level Reassignment Salary Increase. 1. If an Academic Professional position is reassigned to a higher level within the same job family, the reassignment salary increase shall be effective on the first day of the month following the date of submission of the reassignment request, should the request be approved. The minimum reassignment salary increase in 2016 shall be: The minimum reassignment salary increase in subsequent years shall be increased by the percentage increase in base pay provided to academic professionals that year due to the change in CPI, unless new language regarding academic professional salaries is agreed to during interim bargaining over the classification and compensation study. Prior to January 1 of each year, the Office of Human Resources will provide the new minimum reassignment salary increase amount to the Association and will publish the new amount on its webpage. 2. An Academic Professional whose position is reassigned to a higher level in a different job family should consult Article 17, Section 4 (e) and (f) concerning salary rate.
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Academic Professional Level Reassignment Salary Increase. 1. If an Academic Professional position is reassigned to a higher level within the same job family, the minimum salary increase, for the person continuing in the position, to accompany reassignment will be as follows in (3), (4) and (5). 2. An individual whose position is reassigned to a higher level in a different job family should consult Article 17, Section 4 (e) and (f) concerning salary rate. 3. Effective January 1, 2013 for 12-month appointments and February 1, 2013 for 9-month appointments, Academic Professional reassignment salary increase minimums shall be effective on the first day of the month of the date of submission of the reassignment request, should the request be approved, and shall be: 4. Effective January 1, 2014 for 12-month appointments and February 1, 2014 for 9-month appointments, Academic Professional reassignment salary increase minimums shall be effective on the first day of the month of the date of submission of the reassignment request, should the request be approved, and shall be: 5. Effective January 1, 2015 for 12-month appointments and February 1, 2015 for 9-month appointments, Academic Professional reassignment salary increase minimums shall be effective on the first day of the month of the date of submission of the reassignment request, should the request be approved, and shall be: Effective July 1, 2014, Academic Professionals shall receive a one-time salary increase based on years of service at the University, as of that date, as follows: a. Three years of service or more, but less than six years of service: 2% b. Six years of service or more, but less than nine years of service: 3% c. Nine years of service or more: 4%
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Academic Professional Level Reassignment Salary Increase. 1. If an Academic Professional position is reassigned to a higher level within the same job family, the minimum salary increase, for the person continuing in the position, to accompany reassignment will be as follows in (3), (4) and (5). 2. An individual whose position is reassigned to a higher level in a different job family should consult Article 17, Section 4 (e) and (f) concerning salary rate. 3. Effective January 1, 2013 for 12-month appointments and February 1, 2013 for 9-month appointments, Academic Professional reassignment salary increase minimums shall be effective on the first day of the month of the date of submission of the reassignment request, should the request be approved, and shall be: 4. Effective February 1, 2014 for 12-month appointments and February 1, 2014 for 9-month appointments, Academic Professional reassignment salary increase minimums shall be effective on the first day of the month of the date of submission of the reassignment request, should the request be approved, and shall be:
Sample 1
Academic Professional Level Reassignment Salary Increase. If an Academic Professional position is reassigned to a higher level within the same job family, the minimum salary increase, for the person continuing in the position, to accompany reassignment will be as follows in (3), (4) and (5).
Sample 1
Academic Professional Level Reassignment Salary Increase. 24 (a) If an Academic Professional position is reassigned to a higher level within the same job family, the 25 reassignment salary increase shall be effective on the first day of the month following the date of 26 submission of the reassignment request, should the request be approved. The minimum reassignment 27 salary increase in 2023 shall be: 28 29 9-month appt. 12-month appt. 30 $2,393 $2,913 33 The minimum reassignment salary increase in 2024 shall be the 2023 amount increased by the COLA 34 percentage calculated in accordance with Section 3, paragraph (f) above. Prior to January 1, 2024, the 35 Office of Human Resources will provide the new minimum reassignment salary increase amount to the 36 Association and will publish the new amount on its webpage. 37 39 (b) An Academic Professional whose position is reassigned to a higher level in a different job family 40 should consult Article 17, Section 4 (e) and (f) concerning salary rate. 41 42 43 44 45 2 3 4 Section 7B. Academic Professional Advancement within a Job Level Salary Increase. 6 As of July 1, 2022, Academic Professionals who have met the eligibility and evaluation standards outlined 7 in Article 17 Section 6 (b) for Academic Professional Advancement within a Job Level will receive a$1,600 8 increase to their ASR. Academic Professional Advancement increases will be effective July 1 (for those 9 employed on a 12-month basis) and September 16 (for those employed on a 9-month basis).Thisamount 10 will remain the same for the duration of this contract. 11 12 Section 8. Sabbatical Pay
Sample 1

Related to Academic Professional Level Reassignment Salary Increase

  • Salary Increase Effective December 1, 2015, salary rates shall be increased by 2.25%.

  • Salary Increases The Employer agrees to pay the negotiated salary increases to every employee not later than the month following the month in which this Agreement is signed and not later than the month following the month in which any subsequent salary increases become effective.

  • Reporting of Total Compensation of Subrecipient Executives 1. Applicability and what to report. Unless you are exempt as provided in paragraph d. of this award term, for each first-tier subrecipient under this award, you shall report the names and total compensation of each of the subrecipient's five most highly compensated executives for the subrecipient's preceding completed fiscal year, if-- i. in the subrecipient's preceding fiscal year, the subrecipient received-- (A) 80 percent or more of its annual gross revenues from Federal procurement contracts (and subcontracts) and Federal financial assistance subject to the Transparency Act, as defined at 2 CFR 170.320 (and subawards); and (B) $25,000,000 or more in annual gross revenues from Federal procurement contracts (and subcontracts), and Federal financial assistance subject to the Transparency Act (and subawards); and ii. The public does not have access to information about the compensation of the executives through periodic reports filed under section 13(a) or 15(d) of the Securities Exchange Act of 1934 (15 U.S.C. 78m(a), 78o(d)) or section 6104 of the Internal Revenue Code of 1986. (To determine if the public has access to the compensation information, see the U.S. Security and Exchange Commission total compensation filings at xxxx://xxx.xxx.xxx/answers/execomp.htm.) 2. Where and when to report. You must report subrecipient executive total compensation described in paragraph c.1. of this award term: i. To the recipient. ii. By the end of the month following the month during which you make the subaward. For example, if a subaward is obligated on any date during the month of October of a given year (i.e., between October 1 and 31), you must report any required compensation information of the subrecipient by November 30 of that year.

  • Developer Compensation for Emergency Services If, during an Emergency State, the Developer provides services at the request or direction of the NYISO or Connecting Transmission Owner, the Developer will be compensated for such services in accordance with the NYISO Services Tariff.

  • Salary Increments The Employer may grant an increment for meritorious service after an Employee has served for a period of twelve (12) months following the day established in Article 25.07 or twelve (12) months following the date of a change in his rate of compensation as established in Articles 25.04, 25.05, or 25.06.

  • Annual Base Salary During the Term, Executive shall receive a base salary at a rate of $550,000 per annum (as increased from time to time, the “Annual Base Salary”), which shall be paid in accordance with the customary payroll practices of the Company. Such Annual Base Salary shall be reviewed (and may be increased, but not decreased) from time to time by the Board or an authorized committee of the Board.

  • Longevity Bonus After twenty (20) years of continuous service, an employee will receive a longevity bonus of seven hundred dollars ($700) per year, payable in one lump sum by the second pay period following the employee's anniversary date.

  • PERSONNEL REDUCTION 1. When the District deems a reduction in force is necessary, it shall provide notification to the Union no later than notification is provided to the affected employees. Meetings with the Union for discussion of the effects of the proposed reduction will be scheduled upon request. Reductions shall be accomplished in accordance with the following provisions: A. Requests shall be made for volunteers in the affected classifications within the division. Management reserves the right to reject volunteers based on business needs. B. Any employee subject to layoff can accept and/or request a voluntary demotion to a lower classification that they are qualified to fill providing a position vacancy exists. C. Temporary positions within the affected classification, within the division, shall first be eliminated. D. Probationary employees in the affected classification, within the division, shall be subject to layoff before layoff of regular full-time employees. E. Part time employees in the affected classification, within the division, shall be subject to layoff before regular full-time employees. 2. The determination regarding a layoff of regular full-time employees shall be based on the following criteria applied to the affected division(s): A. Seniority within the classification. B. In the event two (2) or more employees have the same classification seniority, District seniority will be used. C. In the event two or more employees have the same seniority, in the classification and within the district, active discipline history will be considered. In the event no discipline is documented, the last four digits of the social security number will be used retaining the employee with the highest number. D. An employee subject to layoff can move back to the most recently held vacant position within the classification series within the division. If the position is held by another employee, the person with the most classification series seniority retains the position. E. An employee subject to layoff can move back to the most recently held vacant position. If the position is held by another employee, the person with the most District seniority retains the position. F. An employee subject to layoff that moves into a lower paid position will receive a minimum 5% reduction in pay, not to exceed the top of the lower position pay scale. 3. Employees laid off under this collective bargaining agreement shall receive at least six (6) weeks' notice, payment in lieu of notice, or any combination of notice and payment. A copy of this notice will be provided to the Union. 4. Reduction in Force Appeal Committee A. Concurrent with the announcement of a reduction in force, an appeals committee will be formed. The Union and the District will each select two (2) representatives who in turn will select a fifth member who shall serve as the chairperson of the committee. B. Employees subject to reduction in force may, within five (5) working days of receipt of notice, request an appeal in writing to the Union and/or HR Director to review the facts related to their individual concerns related to the process. C. Within ten (10) working days of receipt of the appeal, the committee shall review, investigate, and receive statements from the appealing employee, the division director, and/or any other relevant persons as determined by the committee. The committee will serve as an advisory committee to the Chief Health Officer and recommend action as they may agree upon. The committee shall submit a statement of findings to the Chief Health Officer within ten (10) working days of the review. The committee shall also state a recommended action upon a majority vote of the committee members. D. The Chief Health Officer shall review the committee's report and issue a decision that either accepts or rejects the recommendation or, at his/her discretion, directs the implementation of some other action. The decision of the Chief Health Officer is final and binding.

  • Annual Salary Executive's compensation shall consist of an annual base salary (the "Annual Salary") of one hundred fifty thousand dollars ($150,000), before all customary payroll deductions. The Annual Salary shall be reviewed, and shall be subject to change, by the Board of Directors of Employer (or the Compensation Committee thereof) at least annually while Executive is employed hereunder.

  • SUB-ADVISER'S COMPENSATION The Fund shall pay to the Sub-Adviser, as compensation for the Sub-Adviser's services hereunder, a fee, determined as described in Schedule A that is attached hereto and made a part hereof. Such fee shall be computed daily and paid not less than monthly in arrears by the Fund. The Sub-Adviser will be compensated based on the portion of Fund assets allocated to the Sub-Adviser by the Adviser. The method for determining net assets of the Fund for purposes hereof shall be the same as the method for determining net assets for purposes of establishing the offering and redemption prices of Fund shares as described in the Fund's prospectus. In the event of termination of this Agreement, the fee provided in this Section shall be computed on the basis of the period ending on the last business day on which this Agreement is in effect subject to a pro rata adjustment based on the number of days elapsed in the current month as a percentage of the total number of days in such month.

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