APPLYING THE RATING TO THE SALARY RANGES Sample Clauses

APPLYING THE RATING TO THE SALARY RANGES. 8.1 Job ratings serve to:
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APPLYING THE RATING TO THE SALARY RANGES. 8.1 The total point allocation shall be used to determine the salary range for the position based upon the following table: Job Evaluation Pay Grade Point Group
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APPLYING THE RATING TO THE SALARY RANGES. 10.1 The total point allocation shall be used to determine the salary range for the position based upon the following table: Job Grade Job Evaluation Point Band Grade 1 140 - 164 Grade 2 165 - 189 Grade 3 190 - 214 Grade 4 215 - 239 Grade 5 240 – 264 Grade 6 265 – 289 Grade 7 290 – 314 Grade 8 315 - 339 Grade 9 340 – 364 Grade 10 365 – 389 Grade 11 390 – 414 Grade 12 415 - 439 GLOSSARY OF TERMS The following definitions are to apply to the terms used herein and throughout the Job Evaluation Program Benchmark Rating: The Compensation Specialist will do the initial rating for a new position using the Job Evaluation Plan. Collective Agreement: The Collective Agreement currently in effect between the Employer and the Union. Compensation Specialist: This is a position in the Human Resources Department held by an individual(s) trained in job evaluation. The Compensation Specialist will ensure that employees will provide appropriate documentation that describes the skill, effort, responsibility and working conditions in order to accurately designate an appropriate wage in accordance with the Job Evaluation Plan as set out in the Collective Agreement, for all positions in the respective bargaining units. Consensus: A group decision making process that seeks the general consent of all members but not necessarily the agreement of all members to a determined course of action.
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APPLYING THE RATING TO THE SALARY RANGES. 3.60 The total points for the job will be agreed to by the JJEC.
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APPLYING THE RATING TO THE SALARY RANGES. 8.1 If a job is rated at a pay grade with a salary range higher than the current wage rate for the job, the incumbent’s rate of pay shall be adjusted to the higher pay level on the new salary schedule, retroactive to the date the Job Evaluation Request was submitted to the J.J.E.C. The incumbents shall retain the same place on any increment grid.
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APPLYING THE RATING TO THE SALARY RANGES. (a) The points for each factor will be agreed to by the Committee.
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Related to APPLYING THE RATING TO THE SALARY RANGES

  • Reallocation to a Class with a Lower Salary Range Maximum 1. If the employee meets the skills and abilities requirements of the position and chooses to remain in the reallocated position, the employee retains existing appointment status and has the right to be placed on the Employer’s internal layoff list for the classification occupied prior to the reallocation.

  • Allocation of Subordinate Reduction Amount to the Reference Tranches On each Payment Date prior to the Termination Date, after allocation of the Senior Reduction Amount and the Tranche Write-down Amount or Tranche Write-up Amount, if any, for such Payment Date as described above, the Subordinate Reduction Amount will be allocated to reduce the Class Notional Amount of each Class of Reference Tranche in the following order of priority, in each case until its Class Notional Amount is reduced to zero:

  • Reallocation to a Class with a Higher Salary Range Maximum Upon appointment to the higher class, the employee’s base salary will be increased to a step of the range for the new class that is nearest to five percent (5.0%) higher than the amount of the pre-promotional step, or to the entry step of the new range, whichever is higher.

  • PRICING OF After Hours Coefficient What is your after hours coefficient for the RS Means Price Book for work performed after normal working hours? Remember that this is a ceiling price proposed. You can discount to any TIPS Member customer a lower coefficient than your proposed contract coefficient, but not higher. This is one of three pricing questions that are required for consideration for award on this solicitation. Please consider your answer carefully. An explanation of the TIPS scoring of pricing titled "Pricing Coefficient Instruction" is included in the attachments for your information. The below is an EXAMPLE of how the pricing model works (It is not intended to influence your proposed coefficient, you should propose a coefficient that you determine is reasonable for your business for the life of the contract): The most common after hours coefficient is time and a half of the RS Means Unit Price Book prices. To illustrate this coefficient, if your regular hours coefficient is .95, your after hours coefficient would be 1.45.

  • OBJECTING TO THE SETTLEMENT You can tell the Court that you do not agree with the Settlement or some part of it.

  • Obligations relating to Change in Ownership 5.3.1 The Concessionaire shall not undertake or permit any Change in Ownership, except with the prior approval of the Authority.

  • Allocation of Senior Reduction Amount to the Reference Tranches On each Payment Date prior to the Termination Date, after allocation of the Tranche Write-down Amount or Tranche Write-up Amount, if any, for such Payment Date as described above, the Senior Reduction Amount will be allocated to reduce the Class Notional Amount of each Class of Reference Tranche in the following order of priority, in each case until its Class Notional Amount is reduced to zero:

  • Other Provisions Relating to the Grievance Procedure 1. No reprisal of any kind shall be taken by or against any participant in the grievance procedure by reason of such participation.

  • Shortfall of Annual Working Hours There shall be no pay back for shortfall of annual working hours in the shift systems determined in this Agreement.

  • Reallocation to a Class with an Equal Salary Range Maximum 1. If the employee meets the skills and abilities requirements of the position, the employee remains in the position and retains existing appointment status.

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