Class and Compensation Study Sample Clauses

Class and Compensation Study. The District commits to conducting a comprehensive classification and compensation study for all classifications in the SEIU Unit, working jointly with SEIU in the following manner: • Within thirty (30) days of Board adoption of this Agreement, a joint work group shall be established. • The joint work group shall consists of members from SEIU, administrators, and Human Resources staff. • The majority of the joint work group shall be SEIU appointees. • The District shall contract with EMS or CPS HR Consulting to perform a class and compensation study to be completed and released to the Union no later than six (6) months prior to September 30, 2022. The joint work group shall work out the specific implementation terms of the class/ comp study, including but not limited to: • Identify and mutually agree to the jurisdictions of comparable size to be studied; • Identifying comparable positions for purposes of conducting a salary survey; • Identifying benchmark positions; • Implementing the results of the class/ comp study; Any classification lower than 2.5% of the market median will be brought up above the median. • Training plan for classified staff based on results of the class/ comp study. The results of the classification/ compensation study shall be implemented effective March 1, 2023.
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Class and Compensation Study. ‌ The City shall adopt and implement the XXXX & Assoc. Study. The implementation of the class and compensation study shall be retroactive to July 1, 2017, resulting in a total of six (6) steps with placement of the unit employees and salaries retroactive to July 1, 2017, in accordance with the schedule described in Attachment B, which is attached and incorporated herein by reference. Further, employees in the unit are entitled to merit salary increases in accordance with City Personnel Rules & Regulation, Section 5.9, as reflected in Attachment B. However, merit increases are based solely upon job performance; they are not automatic; and there is no annual entitlement to them. Employees are eligible for a merit increase each year based upon the evaluation of their performance through Step 6, at which time they reach the top of their range. In order to receive a merit increase, an employee must receive at least a rating of “meets expectation” or above. Any such increase will be applied retroactively to the employee’s recent salary anniversary date.
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Class and Compensation Study. The District commits to conducting a comprehensive classification and compensation study for all classifications in the SEIU Unit, working jointly with SEIU in the following manner: • Within thirty (30) days of Board adoption of this Agreement, a joint work group shall be established. • The joint work group shall consists of members from SEIU, administrators, and Human Resources staff. • The majority of the joint work group shall be SEIU appointees. • The District shall contract with EMS or CPS HR Consulting to perform a class and compensation study to be completed and released to the Union no later than six (6) months prior to the expiration of the contract. The joint work group shall work out the specific implementation terms of the class/ comp study, including but not limited to: • Identify and mutually agree to the jurisdictions of comparable size to be studied; • Identifying comparable positions for purposes of conducting a salary survey;
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Class and Compensation Study. The City shall conduct a class and compensation study – at the City’s expense. The class and compensation study shall be completed no later than July 1, 2018. Furthermore, it is understood that the recommendations and findings of the class and compensation study must be approved by the City Council in order to take effect. Upward adjustments to salary ranges as recommended by a City Council approved class and compensation study will be phased in during the term of this MOU. Furthermore, any employee in a classification that requires a reduction in the salary range shall be “Y- rated” and shall not receive salary adjustments until the salary range of their classification is equal to or greater than their current rate of pay. In no way will an employee be adversely impacted by the implementation of the class and compensation study. Merit increases will be applicable during the appropriate rating period. Should any recognized bargaining unit receive a higher salary increase in the fiscal year of this contract, the higher salary will also become effective in this memorandum of understanding at the same date. The City agrees subject to City Manager approval, that any employee holding the classification of “Director” may be eligible for the salary range identified as Zone C on Appendix “B” and any employee holding the classification of “Director or Deputy Director” may be eligible for the salary range identified as represented in Appendix “B”, if said employees have been employed by the City for a minimum of five years and whose job performance, increased responsibilities or the possession of professional licenses and/or certification warrants the represented. Article 7 (REVISED, 4/10 addition) WORK SCHEDULES‌ The City operates under an Alternative Work Week Schedule commonly known as the “9/80 Plan”. The “9/80 Plan” generally includes a) employees will work nine (9) hours on Monday through Thursday and eight (8) hours on every other Friday; b) the alternate Fridays will be a day off and City Hall will be closed; c) City Hall Hours are 7:30am to 5:30pm Monday through Friday; d) the payroll period start and end times comply with Fair Labor Standards Act requirements; e) vacation, holiday and sick leaves will be given in hourly rather than daily increments; f) the City shall fund eight (8) hours of compensation for each such holiday falling on a Friday and nine (9) hours for each holiday falling on Monday through Thursday.
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Class and Compensation Study. If a class and compensation study is undertaken, the parties agree to meet and confer over the results of the study. Any recommendations and findings of a study must be approved by the City Council to take effect. In no way will an employee be adversely impacted by the implementation of a class and compensation study. Should any recognized bargaining unit receive a higher salary increase in the fiscal year of this contract, the higher salary will also become effective in this MOU on the same date. The City agrees, all starting salaries of Directors, City Clerk and/or Deputy Directors are at the discretion and direction of the City Manager within their identified salary range.
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Class and Compensation Study. The City will hire a consultant to conduct a classification and compensation study to be completed by June 30, 2023. Additional items to be included in the review are an employee survey, education incentive pay and City matching deferred compensation contributions.
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Class and Compensation Study. The city will conduct a class and compensation study for the bargaining unit in year two of the contract. The City and Union will meet and confer to discuss results and implementation in year three of the contract, July 2021.
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Class and Compensation Study. [new]: The City will conduct a class & compensation study using benchmark classifications in the bargaining unit. The parties will meet to address the details of the study including the selection of the outside contractor to perform the work. The parties intend that the study will be completed by January 2017. the parties will meet and confer over the implementation of the study findings in 2017. The study will include a review of job families and career ladders. Additionally, in the event that the parties agree that any job class should be reduced in salary, the effected incumbents will have their salaries frozen [Y-Rating or Star Rating].
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Related to Class and Compensation Study

  • Salary Benefits and Bonus Compensation 3.1 BASE SALARY. Effective July 1, 2000, as payment for the services to be rendered by the Employee as provided in Section 1 and subject to the terms and conditions of Section 2, the Employer agrees to pay to the Employee a "Base Salary" at the rate of $180,000 per annum, payable in equal bi-weekly installments. The Base Salary for each calendar year (or proration thereof) beginning January 1, 2001 shall be determined by the Board of Directors of Avocent Corporation upon a recommendation of the Compensation Committee of Avocent Corporation (the "Compensation Committee"), which shall authorize an increase in the Employee's Base Salary in an amount which, at a minimum, shall be equal to the cumulative cost-of-living increment on the Base Salary as reported in the "Consumer Price Index, Huntsville, Alabama, All Items," published by the U.S. Department of Labor (using July 1, 2000, as the base date for computation prorated for any partial year). The Employee's Base Salary shall be reviewed annually by the Board of Directors and the Compensation Committee of Avocent Corporation.

  • Separation Compensation In exchange for your agreement to the general release and waiver of claims and covenant not to sue set forth below and your other promises herein, the Company agrees to provide you with the following:

  • Reporting Subawards and Executive Compensation a. Reporting of first-tier subawards.

  • Deferred Compensation Plan Manager shall be eligible to participate in the First Mid-Illinois Bancshares, Inc. Deferred Compensation Plan in accordance with the terms and conditions of such Plan.

  • Cash and Incentive Compensation (a) All payments referenced in this Agreement are subject to applicable tax withholdings and authorized or required deductions.

  • Deferred Compensation Plans Employees are to be included in the State of California, Department of Personnel Administration's, 401(k) and 457 Deferred Compensation Programs. Eligible employees under IRS Code Section 403(b) will be eligible to participate in the 403(b) Plan.

  • Incentive Compensation Plan In addition to receipt of Basic Compensation under the Employment Agreement, you shall participate in the Incentive Compensation Plan for Executive Officers of the Company (the “Compensation Plan”) and shall be eligible to receive incentive compensation under the Compensation Plan as may be awarded in accordance with its terms.

  • Annual Incentive Compensation Executive shall be eligible to receive an annual bonus (“Annual Bonus”) with respect to each fiscal year ending during the Employment Period. The Annual Bonus shall be determined under the 2006 Omnibus Incentive Plan (the “Omnibus Plan”) or such other annual incentive plan maintained by the Company for similarly situated employees that the Company designates, in its sole discretion (any such plan, the “Bonus Plan”), in accordance with the terms of such plan as in effect from time to time. For each such fiscal year, Executive shall be eligible to earn a target Annual Bonus equal to seventy percent (70%) of Executive’s Base Salary for such fiscal year, if the Company achieves the target performance goals established by the Board for such fiscal year in accordance with the terms of the Bonus Plan. If the Company does not achieve the threshold performance goals established by the Board for a fiscal year, Executive shall not be entitled to receive an Annual Bonus for such fiscal year. If the Company exceeds the target performance goals established by the Board for a fiscal year, Executive may be entitled to earn an additional Annual Bonus for such year in accordance with the terms of the applicable Bonus Plan. The Annual Bonus for each year shall be payable at the same time as bonuses are paid to other senior executives of the Company in accordance with the terms of the applicable Bonus Plan, but in no event later than two and a half (21/2) months following the end of the applicable fiscal year in which such Annual Bonus was earned. Executive shall be entitled to receive any Annual Bonus that becomes payable in a lump-sum cash payment, or, at his election, (A) up to fifty percent (50%) of the Annual Bonus in the form of a grant of restricted stock units of Common Stock (as defined below) or (B) in any form that the Board generally makes available to the Company’s executive management team, provided that any such election is made by Executive in compliance with Section 409A of the Code and the regulations promulgated thereunder.

  • Termination Compensation Termination Compensation equal to two (2) times the Executive's Base Period Income shall be paid to the Executive in a single sum payment in cash on the thirtieth (30th) business day after the later of (a) the Control Change Date and (b) the date of the Executive's employment termination; provided that if at the time of the Executive's termination of employment the Executive is a Specified Employee, then payment of the Termination Compensation to the Executive shall be made on the first day of the seventh (7th) month following the Executive's employment termination.

  • Bonus and Incentive Compensation Executive shall be entitled to equitable participation in incentive compensation and bonuses in any plan or arrangement of the Bank or the Company in which Executive is eligible to participate. Nothing paid to Executive under any such plan or arrangement will be deemed to be in lieu of other compensation to which Executive is entitled under this Agreement.

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