Calculating the Value of Special Compensation (Spec Comp) Sample Clauses

Calculating the Value of Special Compensation (Spec Comp). Beginning or earlier than July 1, 2011, the value of the following special compensation items are calculated using a compounding method that calculates them in the following order: (1) Longevity Pay; (2) Education Incentive Pay; (3) Special Assignment Pay [a. Corporal (Master Police Officer); b. Field Training Officer (FTO) (Training Premium); c. Motorcycle Pay]. Any other special compensation items are not included in the compounding calculation. Also, pursuant to Section 8.F, an officer assigned to motorcycle duty who also acts as a FTO will receive FTO pay only on hours worked as an FTO. The pay for these FTO hours worked will be calculated at the last compounded hourly rate of pay per this Section. If the employee receives one or more of the special compensation items subject to compounding referenced above, the one that is highest in the order above is calculated first, as the applicab le percent of the base hourly rate of pay. For each additional special compensation item on the list above, the value shall be determined by multiplying the next one received in the above order as a percentage of the base hourly rate of pay plus the value of the special compensation items already calculated under this method. An example of the calculation method for a Police Officer without Motorcycle Pay who works eighty (80) hours in a two week pay period is as follows: Employee Base Hourly Rate $44.2842 Reportable Earnings @ 80 hrs. $3,542.74 1. Longevity Pay (13.0%) Spec Comp Earnings $ 460.56 2. AA Education Incentive (7 %) Spec Comp Earnings $ 280.23 3. Corporal (Master Police Officer) (5.50%) Spec Comp Earnings $ 235.59 4. FTO (Training Premium) (3.50%) Spec Comp Earnings $ 158.17 An example of the calculation method for a Police Officer with Motorcycle Pay who works eighty (80) hours in a two week pay period is as follows: Employee Base Hourly Rate $44.2842 Reportable Earnings @ 80 hrs. $3,542.74 1. Longevity Pay (13.0%) Spec Comp Earnings $ 460.56 2. BA Education Incentive Pay (10.50%) Spec Comp Earnings $ 420.35 3. Motorcycle Pay (11.0%) Spec Comp Earnings $ 486.60
Sample 1
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Calculating the Value of Special Compensation (Spec Comp). Beginning or earlier than July 1, 2011, the values of the following special compensation items are calculated using a compounding method that calculates them in the following order: (1) Longevity Pay; (2) Shift Differential; (3) Search Pay Premium. Any other special compensation items are not included in the compounding calculation. If the employee receives one or more of the special compensation items subject to compounding referenced above, the one that is highest in the order above is calculated first, as the applicable percent of the base hourly rate of pay. For each additional special compensation item on the list above, the value shall be determined by multiplying the next one received in the above order as a percentage of the base hourly rate of pay plus the value of the special compensation items already calculated under this method. An example of the calculation method for a Police Records Specialist II who works eighty (80) hours in a two week pay period is as follows: Employee Base Hourly Rate $ 21.9614 Reportable Earnings @ 80 Hours $1,756.91 1. Longevity Pay (8.4020%) Spec Comp Earnings $ 147.62 2. Shift Differential (5.5%) Spec Comp Earnings $ 104.75 ARTICLE IV WORKWEEK‌
Sample 1
Calculating the Value of Special Compensation (Spec Comp). The value of the following special compensation items are calculated using a compounding method that calculates them in the following order: (1) Education Incentive Pay and (2) EMT Pay. Any other special compensation items are not included in the compounding calculation. If the employee receives one or both of the special compensation items subject to compounding referenced above, the one that is highest in the order above is calculated first, as the applicable percent of the base hourly rate of pay. For each additional special compensation item on the list above, the value shall be determined by multiplying the next one received in the above order as a percentage of the base hourly rate of pay plus the value of the special compensation items already calculated under this method. An example of the calculation method for a Fire Battalion Chief who works one hundred and twelve (112) hours in a two week pay period is as follows: Employee Base Hourly Rate $52.9636 Reportable Earnings @ 112 hrs. $5,931.92 1. BA Ed Pay Level II (8.5%) Spec Comp Earnings $ 504.21 2. EMT Pay (5.0%) Spec Comp Earnings $ 321.81 ARTICLE IV WORK SCHEDULE‌
Sample 1

Related to Calculating the Value of Special Compensation (Spec Comp)

  • Compensation for Holidays Falling Within Vacation Schedule If a paid holiday falls on or is observed during an employee's vacation period, he/she shall be allowed an additional vacation day with pay at a time mutually agreed upon by the Employer and employee.

  • Show-Up Compensation An employee who is scheduled for work and reports for work, except for situations addressed in Article 123--Inclement or Hazardous Conditions, and is released from work shall be paid the equivalent of two

  • Shift Differential Compensation Any employee in the bargaining unit whose assigned work shift commences (for unit-1) prior to 5:30 a.m. or whose work shift ends after 5:30 p.m., or (for unit-2 members) commences after 2:00 p.m. shall be paid a shift differential premium of five (5%) percent above the regular rate of pay for all hours worked.

  • Indemnity Limitation for TIPS Sales Texas and other jurisdictions restrict the ability of governmental entities to indemnify others. Vendor agrees that if any "Indemnity" provision which requires the TIPS Member to indemnify Vendor is included in any TIPS sales agreement/contract between Vendor and a TIPS Member, that clause must either be stricken or qualified by including that such indemnity is only permitted, "to the extent permitted by the laws and constitution of [TIPS Member's State]” unless the TIPS Member expressly agrees otherwise. Any TIPS Sale Supplemental Agreement containing an "Indemnity" clause that conflicts with these terms is rendered void and unenforceable.

  • Special Compensation The Company shall pay to the Executive a lump sum equal to three times the sum of (a) the highest per annum base rate of salary in effect with respect to the Executive during the three-year period immediately prior to the termination of employment plus (b) the Highest Bonus Amount. Such lump sum shall be paid by the Company to the Executive within ten business days after the Executive's termination of employment, unless the provisions of Section 3(e) below apply. The amount of the aggregate lump sum provided by this Section 3(c), whether paid immediately or deferred, shall not be counted as compensation for purposes of any other benefit plan or program applicable to the Executive.

  • RETURN TO PREVIOUS POSITION A promoted employee who is dismissed during his probationary period, except if the cause warrants action to dismiss him from the County Service, shall return to the position in which he held permanent status, if vacant, or any other vacant position in his former classification unless all positions in that classification are filled. The employee so dismissed may write a letter for inclusion in his permanent personnel file. Upon a return to his former position in the same agency or department, the employee shall not serve a new probationary period. In the absence of such vacancy in the agency or department in which he held permanent status, the dismissed probationary employee may either:

  • Compensation for Overtime 9.5.1 All overtime hours, except those overtime hours exceeding twelve (12) hours in one day, shall be compensated at a rate of pay equal to time and one-half the regular rate of pay of the employee. Those overtime hours exceeding twelve (12) in one day shall be compensated at a rate of pay equal to two times the regular pay of the employee.

  • No Layoff to Compensate for Overtime Employees shall not be required to layoff during regular hours to equalize any overtime worked.

  • No Lay-Off to Compensate for Overtime An employee shall not be required to lay-off during regular hours to equalize any overtime worked.

  • Supervisory Differential Adjustment 99. The Appointing Officer may adjust the compensation of a supervisory employee whose schedule of compensation is set herein subject to the following conditions:

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