ADMINISTRATIVE AND SUPERVISORY ALLOWANCES Sample Clauses

ADMINISTRATIVE AND SUPERVISORY ALLOWANCES. 1. In addition to the Principal’s basic allowance, the Principal of Frontier Collegiate (FC) shall be paid a campus allowance of: Fall Term 2022 3,686 Fall Term 2023 3,787 Fall Term 2024 3,901 Fall Term 2025 4,018 February 1, 2026 4,058 2. Vice Principal’s Allowance In addition to the Vice Principal’s basic allowance, the Vice Principal of Frontier Collegiate (FC) shall receive on half (1/2) of the Principal’s of FC’s campus allowance. 3. Consultants/Coordinators/Instructional Coaches Allowance Consultants/Coordinators/Instructional Coaches shall receive a base allowance as follows: One year 6,258 6,430 6,623 6,822 6,890 Two years 6,478 6,657 6,856 7,062 7,133 Three or more years 6,883 7,073 7,285 7,503 7,578 4. Overnight Allowance Consultants, Coordinators, Instructional Coaches, Clinicians, Mental Wellness Workers, and Itinerant Resource Teachers who have excessive travel as a result of their position, necessitating overnight stays to perform their duties, excluding receiving professional development, shall be paid an allowance as follows: Fall Term 2022 Fall Term 2023 Fall Term 2024 Fall Term 2025 Feb. 1, 2026 Category A – 11-15 overnight stays per school year 2,114 2,172 2,237 2,304 2,327 Category B – 16-29 overnight stays per school year 3,990 4,100 4,223 4,350 4,393 Category C – 30-39 overnight stays per school year 4,988 5,125 5,279 5,437 5,492 Category D – 40 or more overnight stays 6,235 6,406 6,598 6,796 6,864 Consultants, Coordinators, Instructional Coaches, Clinicians, Mental Wellness Workers, and Itinerant Resource Teachers shall apply for such allowance to their Area Superintendent for approval. Approved travel allowance shall be paid on the last pay period of June of each school year.
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ADMINISTRATIVE AND SUPERVISORY ALLOWANCES. In addition to their salary as per Article I of this Agreement, teachers posts of administrative or supervisory responsibility shall be paid allowances as set forth below. These allowances are annual amounts which shall be paid in ten equal monthly payments. Where the position is not paid for a full year, the allowance shall be paid in proportion to the period in which the position is occupied. Elementary and Secondary principals shall be paid for each supervised in accordance with the following formula:
ADMINISTRATIVE AND SUPERVISORY ALLOWANCES. In addition to their salary as per I of this Agreement, teachers holding posts of administrative or supervisory responsibility shall be paid allowances as set forth below. These allowances are annual which shall be paid in ten equal monthly payments. Where the position is not paid a full year, the allowance shall be paid in proportion to the on which they are paid. evaluate such experience. The Secretary-Treasurer shall period in which the position is occupied. Elementary and Secondary principals shall be paid each teacher Appeal: Any teacher who considers credit granted for years of experience has not been in accordance with the contract may apply for adjustment within six weeks the commencement of employment, in respect to teachers new to the District, or within six weeks of the publication of the contract in respect to teachers affected by a renegotiated Agreement: effective dates for adjustment are the date of employment or January supervised in accordance with the following formula:

Related to ADMINISTRATIVE AND SUPERVISORY ALLOWANCES

  • Responsibility Allowance (a) An Employee who is assigned additional responsibilities which contribute to the administration of program(s) and which comprise at least 25% of the Employee’s workload and regularly includes the supervision of and/or coordination of other Employees, shall be paid $2.00 per hour in addition to the Employee’s Basic Rate of Pay. (b) The Employer reserves the exclusive right to determine the need for and to assign these responsibilities.

  • Employer Contributions An employer must make such superannuation contributions to a superannuation fund for the benefit of an employee as will avoid the employer being required to pay the superannuation guarantee charge under superannuation legislation with respect to that employee.

  • Uniform Allowance ‌ If the Employer requires an employee to supply and/or maintain specified clothing in place of a uniform which would otherwise be supplied and maintained for jobs involving the direct care of patients/residents, then a clothing/maintenance allowance of ten dollars ($10.00) per bi-weekly pay period shall be paid. This allowance does not apply to non-patient/non-resident areas.

  • Maternity Allowance (a) An employee who has been granted maternity leave without pay shall be paid a maternity allowance in accordance with the terms of the Supplemental Unemployment Benefit (SUB) Plan described in paragraph (c) to (i), provided that she: (i) has completed six (6) months of continuous employment before the commencement of her maternity leave without pay, (ii) provides the Employer with proof that she has applied for and is in receipt of maternity benefits under the Employment Insurance or Québec Parental Insurance Plan in respect of insurable employment with the Employer, and (iii) has signed an agreement with the Employer stating that: (A) she will return to work on the expiry date of her maternity leave without pay unless the return to work date is modified by the approval of another form of leave; (B) following her return to work, as described in section (A), she will work for a period equal to the period she was in receipt of maternity allowance; (C) should she fail to return to work in accordance with section (A), for reasons other than death, lay-off, early termination due to lack of work or discontinuance of a function of a specified period of employment that would have been sufficient to meet the obligations specified in section (B), or having become disabled as defined in the Public Service Superannuation Act, she will be indebted to the Employer for the full amount of the maternity allowance she has received. Should she return to work but fail to work for the total period specified in section (B), for reasons other than death, lay-off, early termination due to lack of work or discontinuance of a function of a specified period of employment that would have been sufficient to meet the obligations specified in section (B), or having become disabled as defined in the Public Service Superannuation Act, she will be indebted to the Employer for an amount determined as follows: (allowance received) X (remaining period to be worked following her return to work) [ total period to be worked as specified in (B)] however, an employee whose specified period of employment expired and who is rehired by OSFI within a period of thirty (30) days or less is not indebted for the amount if her new period of employment is sufficient to meet the obligations specified in section (B). (b) For the purpose of sections (a)(iii)(B), and (C), periods of leave with pay shall count as time worked. Periods of leave without pay during the employee's return to work will not be counted as time worked but shall interrupt the period referred to in section (a)(iii)(B), without activating the recovery provisions described in section (a)(iii)(C). (c) Maternity allowance payments made in accordance with the SUB Plan will consist of the following: (i) where an employee is subject to a waiting period of two (2) weeks before receiving Employment Insurance maternity benefits, ninety-three per cent (93%) of her weekly rate of pay for each week of the waiting period, less any other monies earned during this period, (ii) for each week that the employee receives a maternity benefit under the Employment Insurance or Québec Parental Insurance plan, she is eligible to receive the difference between ninety-three per cent (93%) of her weekly rate and the maternity benefit, less any other monies earned during this period which may result in a decrease in her maternity benefit to which she would have been eligible if no extra monies had been earned during this period. (d) At the employee's request, the payment referred to in subparagraph 17.02(c)(i) will be estimated and advanced to the employee. Adjustments will be made once the employee provides proof of receipt of Employment Insurance or Québec Parental Insurance maternity benefits. (e) The maternity allowance to which an employee is entitled is limited to that provided in paragraph (c) and an employee will not be reimbursed for any amount that she may be required to repay pursuant to the Employment Insurance Act or the Parental Insurance Act in Québec. (f) The weekly rate of pay referred to in paragraph (c) shall be: (i) for a full-time employee, the employee's weekly rate of pay on the day immediately preceding the commencement of maternity leave without pay, (ii) for an employee who has been employed on a part-time or on a combined full-time and part-time basis during the six (6) month period preceding the commencement of maternity leave, the rate obtained by multiplying the weekly rate of pay in subparagraph (i) by the fraction obtained by dividing the employee's straight time earnings by the straight time earnings the employee would have earned working full-time during such period. (g) The weekly rate of pay referred to in paragraph (f) shall be the rate to which the employee is entitled for her substantive level to which she is appointed. (h) Notwithstanding paragraph (g), and subject to subparagraph (f)(ii), if on the day immediately preceding the commencement of maternity leave without pay an employee has been on an acting assignment for at least four (4) months, the weekly rate shall be the rate she was being paid on that day. (i) Where an employee becomes eligible for a pay increment or pay revision while in receipt of the maternity allowance, the allowance shall be adjusted accordingly. (j) Maternity allowance payments made under the SUB Plan will neither reduce nor increase an employee's deferred remuneration or severance pay.

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