Athletic Stipends Sample Clauses

Athletic Stipends. 1. Compensation shall be determined by multiplying the index for the assignment by the Base Salary in effect on August 1 to determine the annual amount. For each additional season in a particular assignment, the teacher is entitled to a stipend computed by increasing the teacher’s current experience rating (that is the number of years of experience which have been previously credited to the teacher for purposes of computing his/her stipend entitlement) by an amount equal to the value of one (1) increment multiplied by the index. Such amount would be determined based upon the following mathematical expression: {[base salary + (experience rating) (increment)] index}. However, no increases for additional seasons in particular assignments shall be granted between July 1, 1993 and June 30, 1994, and also between July 1, 2005, and June 30, 2006, and between July 1, 2009 and June 30, 2014. No such increases will be granted for experience beyond twenty (20) years in a particular assignment. 2. Experience will only be recognized for coaching in the District and will be sport specific. Beginning with the 2003-2004 school year, experience ratings for athletic stipends paid under Article XV, C., Athletic Stipends, shall include credit for in-district coaching of a different gender in the same sport. For example, a boys basketball coach will receive experience credit for previous girls basketball coaching experience which otherwise qualifies for experience credit under Article XV, C. However, a coach may not receive more than one year’s experience credit per sport for coaching in any one school year, even if he/she coaches separate boys and girls seasons. Freshmen coaching positions shall be considered senior high positions. If a Middle School coach moves to a senior high position in the same sport, each year of experience will count as one-half (1/2) year for placement purposes. If the individual is placed between steps, the stipend will be adjusted upward by multiplying the index times fifty percent (50%) of the vertical increment. Neither weight supervisor nor equipment manager shall be eligible for any increases in the stated stipend based upon experience. Coaches will be paid one-half (1/2) of their annual stipend in the middle of the season and they will be paid the remainder of the stipend following the completion of the coaches’ duties upon the authorization of such payment by the principal and the District Athletic Director. 3. The following indexes will apply...
Sample 1See All (4)
AutoNDA by SimpleDocs
Athletic Stipends. Faculty serving as athletic coaches, directors, and trainers will receive stipends and reassigned time according to the following schedule: Assistant Athletic Director 2.50 times Base Rate None Baseball/Softball, Basketball 7.50 times Base Rate 3.0 load hours per year Soccer, Track 6.50 times Base Rate 3.0 load hours per year Volleyball 6.25 times Base Rate 3.0 load hours per year Golf, Tennis 5.25 times Base Rate 1.5 load hours per year Cross-Country 4.75 times Base Rate 1.5 load hours per year Baseball/Softball 4.75 times Base Rate None Basketball 4.50 times Base Rate None Soccer, Track 4.00 times Base Rate None Volleyball 3.50 times Base Rate None Trainer None Wrestling, Baseball 2.00 times Base Rate None All other sports 1.25 times Base Rate None 10.4.15.1. Pay per Sport 10.4.15.2. Reassigned Time
Sample 1Sample 2Sample 3
Athletic Stipends. Position Percentage Head Varsity 20.0 Varsity Assistant 11.5 Freshman Coaches 9.9 Junior High Coaches 8.0 Head 9.0 Assistant 5.0 Head 9.0 Assistant 5.0 Head 9.0 Volleyball: Head 14.0 Assistant 9.0 JV 9.0 Freshman 8.0 Junior High Coaches 7.0 Boys’ Basketball: Head 20.0 Varsity Assistant 11.5 Reserve 11.5 Freshman 9.9 Junior High Coaches 8.0 Girls' Basketball: Head 20.0 Assistant 11.5 Reserve 11.5 Freshman 9.9 Junior High Coaches 8.0 Wrestling: Head 14.0 Assistant 9.0 Freshman 9.0 8th Grade Coach 8.0 Boys Track: Head 14.0 Assistant 9.0 Junior High 8.0 Girls Track: Head 14.0 Assistant 9.0 Junior High 8.0 Baseball: Head 14.0 Assistant 9.0 Reserve 8.0 Freshman 6.0 Head 14.0 Assistant 9.0 Reserve 8.0 Freshman 6.0 Assistant Athletic Director 12.0 High School Fall - 6.0 Winter - 6.0 Junior High Fall - 3.0 Winter - 3.0 Assistant Cheerleader Advisor Fall - 4.0 Winter - 4.0 Weight Conditioning Coach 8.0 25.07 Non-Athletic Positions Positions Percentage Annual Advisor 5.0 Falcon Review 5.0 School Board Publication 8.0
Sample 1Sample 2Sample 3
Athletic Stipends. 1. Compensation shall be determined by multiplying the index for the assignment by the Base Salary in effect on August 1 to determine the annual amount. For each additional season in a particular assignment, the teacher is entitled to a stipend computed by increasing the teacher’s current experience rating (that is the number of years of experience which have been previously credited to the teacher for purposes of computing his/her stipend entitlement) by an amount equal to the value of one (1) increment ($1377) multiplied by the index. Such amount would be determined based upon the following mathematical expression: {[base salary + (experience rating) (increment)] index}. However, no increases for additional seasons in particular assignments shall be granted between July 1, 1993 and June 30, 1994, and also between July 1, 2005, and June 30, 2006, and between July 1, 2009 and June 30, 2014. No such increases will be granted for experience beyond twenty (20) years in a particular assignment. 2. Experience will only be recognized for coaching in the District and will be sport specific. Beginning with the 2003-2004 school year, experience ratings for athletic stipends paid under Article XV, C., Athletic Stipends, shall include credit for in-district coaching of a different gender in the same sport. For example, a boys basketball AUG 1, 2023 87
Sample 1Sample 2
Athletic Stipends. (a) Athletic stipends fall within the categories set forth on a Memorandum of Understanding between the DEA and the Board which shall be reviewed, updated, if necessary, and attached to this Agreement on an annual basis and the stipend schedule containing the stipend amounts is found at Appendix C.‌‌
Sample 1
Athletic Stipends. 1. Compensation shall be determined by multiplying the index for the assignment by the Base Salary in effect on August 1 to determine the annual amount. For each additional season in a particular assignment, the teacher is entitled to a stipend computed by increasing the teacher’s current experience rating (that is the number of years of experience which have been previously credited to the teacher for purposes of computing his/her stipend entitlement) by an amount equal to the value of one (1) increment multiplied by the index. Such amount would be determined based upon the following mathematical expression: AUG 1, 2021 83
Sample 1
Athletic Stipends. When the District is able to offer a sport, according to state and Washington Interscholastic Activities Association (WIAA) safety guidelines, athletic coaches will receive their full stipend for that season. a. The process for high school athletics will be determined based on WIAA guidance. Once high school athletics schedules are set, the District will make a plan for middle school athletics. b. If there is not an in person season for a sport, coaches may develop an alternate delivery model for skill delivery, support student-athletes with planning for college and career, and/or work on virtual team-building in collaboration with the Athletic Director. c. Coaches reflected in subsection b will be paid on an hourly basis, at their appropriate stipend rate, for their work with approval from the Athletic Director.
Sample 1
AutoNDA by SimpleDocs

Related to Athletic Stipends

  • Stipends Bargaining unit members may qualify for stipends for advanced degrees which are "in-field." Employees who held out-of-field stipends on the date of contract ratification by the BTU for the 1994-95 school year shall be allowed to continue to receive said stipends until they leave the employment of the District.

  • Protective Clothing and Equipment The Employer shall provide and pay for all protective devices, clothing and other equipment necessary to properly protect employees from injury and unhealthy conditions. The Employer shall make provisions for the proper cleaning and maintenance of all safety equipment, devices and clothing at no cost to the employees.

  • Protective Clothing & Equipment While not being part of any issue of protective clothing/equipment, the company shall be required to provide the following protective equipment (SAA approved) for use, when necessary, by employees during the performance of their required duties: i. safety helmets; ii. ear/hearing protection; iii. gloves;

  • Increasing Seat Belt Use in the United States E.O. 13043, amended by E.O. 13652, requires Recipients to encourage employees and contractors to enforce on-the-job seat belt policies and programs when operating company- owned, rented or personally-owned vehicle.

  • Non-Discrimination and Equal Opportunity All Parties to this MOU certify that they prohibit, and will continue to prohibit, discrimination, and they certify that no person, otherwise qualified, is denied employment, services, or other benefits on the basis of: (i) political or religious opinion or affiliation, marital status, sexual orientation, gender, gender identification and/or expression, race, color, creed, or national origin; (ii) sex or age, except when age or sex constitutes a bona fide occupational qualification; or (iii) the physical or mental disability of a qualified individual with a disability. The Parties specifically agree that they will comply with Section 188 of the WIOA Nondiscrimination and Equal Opportunity Regulations (29 CFR Part 38; Final Rule December 2, 2016), the Americans with Disabilities Act (42 U.S.C. 12101 et seq.), the Non-traditional Employment for Women Act of 1991, titles VI and VII of the Civil Rights of 1964, as amended, Section 504 of the Rehabilitation Act of 1973, as amended, the Age Discrimination Act of 1967, as amended, title IX of the Education Amendments of 1972, as amended, and with all applicable requirements imposed by or pursuant to regulations implementing those laws, including but not limited to 29 CFR Part 37 and 38.

  • Protective Clothing 14.1 The Employer will be required to provide the following protective equipment (SAA approved) for use, when necessary, by employees during the performance of their required duties: a) Safety helmets; b) Ear/hearing protection; c) Gloves; d) Skin protective cream/sun screen (30+ rating) In addition, one pair of UV-rated safety glasses or UV rated clip-ons’ suitable to overlay prescription spectacles (as recommended by the Victorian Building Industry Consultative Committee) shall be made available for employees who are required to work on reflective surfaces such as: • Metal decking; • Large concrete slabs exposed to sunlight; • Roofing; • Curtain xxxxxxx;

  • Uniforms and Protective Clothing 33.1 Where the employer requires an employee to wear a uniform, it shall be provided free of charge, but shall remain the property of the employer. 33.2 Suitable protective clothing shall be provided at the employer's expense where the duty involves a risk of excessive soiling or damage to uniforms or personal clothing or a risk of injury to the employee.

  • Stipend Rate of stipend payable to apprentices per month shall be as prescribed under Apprentices Act, 1961/1973 / Apprentices Rules 1992 (as amended) and Corporation’s guidelines.

  • Leave Donation An employee may donate vacation leave, sick leave, or personal holiday to another employee for purposes of the leave sharing program under the following conditions: A. The College approves the employee’s request to donate a specified amount of vacation leave to an employee authorized to receive shared leave; and 1. The full-time employee’s request to donate leave will not cause their vacation leave balance to fall below eighty (80) hours. For part-time employees, requirements for vacation leave balances will be prorated; and 2. Employees may not donate excess vacation leave that they would not be able to take due to an approaching anniversary date; except when the request for vacation leave was denied and the vacation leave was deferred. B. The College approves the employee’s request to donate a specified amount of sick leave to an employee authorized to receive shared leave. The employee’s request to donate leave will not cause their sick leave balance to fall below one hundred seventy-six (176) hours after the transfer. C. The College approves the employee’s request to donate all or part of their personal holiday to an employee authorized to receive shared leave. 1. That portion of a personal holiday that is accrued, donated as shared leave, and then returned during the same calendar year to the donating employee, may be taken by the donating employee in full day increments. 2. An employee will be allowed to split the personal holiday only when donating a portion of the personal holiday to the shared leave program. D. No employee may be intimidated, threatened, coerced, or financially induced into donating leave for purposes of this program.

  • Ambulance Escort Where a nurse is assigned to provide patient care for a patient in transit, the following provisions shall apply: i) Where a full-time nurse performs such duties during her or his regular shift, the full-time nurse shall be paid her or his regular rate of pay. Where a full-time nurse performs such duties outside her or his regular shift or on a day off, she or he shall be paid the appropriate overtime rate. ii) Where a part-time nurse performs such duties during an assigned shift, she or he shall be paid her or his regular rate of pay. Where a part-time nurse continues to perform such duties in excess of her or his assigned shift, she or he shall be paid the appropriate overtime rate. (b) Where such duties extend beyond the nurse's regular shift, the Hospital will not require the nurse to return to regular duties at the hospital without at least eight (8) hours of time off. Where such time off extends into the nurse's next regularly scheduled shift she or he will maintain her or his regular earnings for that full shift. (c) Hours spent between the time the nurse is relieved of patient care responsibilities and the time the nurse returns to the hospital or to such other location agreed upon between the Hospital and the nurse will be paid at straight time or at appropriate overtime rates, if applicable under Article 14. 01. It is understood that the nurse shall return to the hospital or to such other location agreed upon between the Hospital and the nurse at the earliest opportunity. Prior to the nurse's departure on escort duty, or at such other time as may be mutually agreed upon between the Hospital and the nurse, the Hospital will establish with the nurse arrangements for return travel. (d) The nurse shall be reimbursed for reasonable out of pocket expenses including room, board and return transportation and consideration will be given to any special circumstances not dealt with under the foregoing provisions. NOTE 1: (Note 1 applies to full-time nurses only) The Hospital agrees to continue to pay any greater monetary benefit for ambulance escort duty if such greater benefit has been paid by the Hospital immediately prior to this Agreement. This note applies at Hospitals where this superior condition exists as of December 14, 1987. NOTE 2: (Note 2 applies to part-time nurses only) The Hospital agrees to continue to pay any greater monetary benefit for ambulance escort duty if such greater benefit was paid by the Hospital under a Collective Agreement immediately prior to this Agreement. This note applies at Hospitals where this superior condition exists as of December 14, 1987.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!