Classification and Compensation Review Sample Clauses

Classification and Compensation Review. COBEA may petition the City to conduct a classification and compensation review of positions. Upon receipt of a written request to the Human Resources Department and department head, which specifies the positions and the grounds upon which it is based, COBEA and the City will meet within 30 days to jointly determine how to proceed taking into consideration the following: number of positions, length of time since the positions were previously analyzed, availability of City resources (staffing and funding) to perform the work, and other relevant factors.
Sample 1
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Classification and Compensation Review. 4.5.1 The City agrees to internally review and update the job descriptions of all SEIU represented positions during the term of this MOU. The City shall complete the review of no less than seven (7) job descriptions each year. Any proposed changes shall be subject to the meet and confer process with the Union prior to implementation. 4.5.2 The City agrees to complete an internal compensation study (Study), which includes a consideration of certifications/licensures, on the following job classifications by no later than January 1, 2021:  Water Distribution Operators  Wastewater Collection System Operators  Water Production Operators  Lead Workers The parties shall meet and confer regarding which comparable agencies to use for the Study and on the results and/or implementation of such Study.
Sample 1
Classification and Compensation Review. The parties agree to implement a classification and compensation review for all classifications represented by CSEA. The goal of the review is to update job descriptions and ensure positions are correctly classified and appropriately compensated according to comparable school districts that both District and CSEA agree to. The parties agree to implement the review under the following terms and conditions: 8.15.1 The parties shall form a committee of at least four (4) members that shall be involved in all aspects of the formation and implementation of the review including, but not limited to, communications, structure, process, and timelines. The committee shall consist of at least two (2) members appointed by CSEA and at least two (2) members appointed by the District. The parties may mutually agree to appoint additional members to the committee, but an equal ratio of CSEA to District members must be maintained. The Committee may form subcommittees for the review but an equal ratio must be maintained within the subcommittees. CSEA appointed members attending approved committee meetings shall be on paid release time for their participation. 8.15.2 The Committee shall choose the comparable districts used for the compensation comparison. 8.15.3 The process of the review shall begin prior to May 30, 2018. The review shall be concluded no later than June 30, 2019. If the Committee is unable to begin or complete the review by these dates, the parties shall meet and mutually agree on a revised timeline. 8.15.4 The parties agree to begin negotiations on the results of the review no later than July 1, 2019. The results do not guarantee any automatic increase or decrease of wages. Any changes are subject to negotiations and the District may consider the District’s finances as a factor for negotiations. If the Committee is unable to complete the review by this date, the parties shall meet and mutually agree on a revised timeline. 8.15.5 The reclassification process outlined in Article 21 shall not occur during the 2018-2019 year or while the review is in progress.
Sample 1
Classification and Compensation Review. The Union proposes that each of the individual classifications listed in the AFSCME classification and compensation study be moved to the appropriate level The parties agree that any increases in compensation to represented or non- represented employees in Lane County funded thru the American Recovery Plan Act will trigger an automatic reopening of negotiations for all AFSCME units to negotiate essential worker pay. Classification Current UNION Proposal 6/14/21 Grade Grade A004 Office Assistant 1 11 13 A005 Office Assistant 2 16 19 A006 Office Assistant Sr 20 23 A014 Legal Secretary 1 18 21 A015 Legal Secretary 2 22 26 A018 Justice Court Clerk 18 21 A021 Accounting Clerk 2 19 22 A022 Accounting Clerk Senior 24 25 A033 Accounting Analyst 30 31 A028 Paralegal 26 32 A032 Accountant 34 36 A034 Payroll Specialist 27 30 A037 Payroll Specialist, Sr. 31 38 B002 Community Service Worker 2 22 24 B006 Program Services Coord 1 28 30 B009 Victim Advocate 23 29 B012 Mental Health Specialist 2 33 40 B013 Mental Health Specialist Sr 37 45 B015 DD Specialist 28 30 B028 Environmental Health Spec 1 26 30 B029 Environmental Health Spec 2 31 38 B044 Nutritionist/Dietitian, WIC 29 35 B055 Assistant Veteran Svcs Coord 24 29 B064 Program Svcs Coord 2 34 36 B068 Mental Health Specialist 1 31 33 B070 MHO Care Coord Specialist 34 39 B073 DD Abuse Investigator 32 34 B076 Community Health Analyst 2 36 39 B077 Community Health Analyst, Sr 40 44 B080 Peer Support Specialist 12 16 B081 WIC Certifier 22 23 C004 Administrative Assistant 25 27 C006 Administrative Analyst 27 30 C030 Stores Clerk 16 22 C031 Stores Clerk Sr 23 28 C055 LEC Events Coord 20 25 D001 Custodian 7 14 D004 Maintenance Specialist 2 22 24 D006 Detention Custodian 12 15 D015 Operations Events Worker 9 16 D016 Operations Events Worker, Sr 17 24 D017 Facilities Electrician 35 39 F037 Correctional Services Tech 24 27 H007 Programmer Analyst 2 40 43 H008 Program and Syst Analyst,Sr 44 47 H023 System Administrator, Sr 44 47 H024 Database Administrator, Sr 44 50 H025 Network Administrator, Sr 44 49 H026 Info Service Project Mgr 45 48 H027 Info Services Project Mgr, Sr 47 49 H028 Info Technology Specialist 1 29 37 H029 Info Technology Specialist 2 39 40 H030 Database Administrator 39 46 H031 System / Network Architect 47 53 H034 TS Business Analyst 44 47 I025 Special Waste Technician 26 33 J024 Land Management Tech 25 28 J025 Planner 31 33 J026 Xxxxxxx, Associate 35 36 J027 Xxxxxxx, Xx 39 42 J033 Plans Examiner 1 23 36 J034 Pla...
Sample 1
Classification and Compensation Review. The parties subscribe to the principles of pay equity, including without limitation gender-based pay equity. The parties recognize that wage rates are a concern for staff when compared with wage rates for work performed under the Main Public Service Agreement and the Public Service Job Evaluation Plan. The parties acknowledge that these concerns cannot be fully addressed during the term of a single collective agreement. The parties agree to meet within two weeks of ratification of the renewal agreement to continue discussions regarding wage comparability for the purpose of developing a joint proposal for government consideration. The parties agree to review job descriptions for accuracy and to standardize their style and format as an initial step towards the joint proposal. The parties will submit the joint proposal to government as soon as practicable but no later than March 31, 2021. The collective agreement will be formatted during finalization of the renewed collective agreement using the BCGEU standard formatting template as appended to this proposal. The sectoral number style will be used. All references to a specific article or clause will be formatted as follows: Article/Clause # (Article/Clause Name), e.g. Article 1 (Purpose of Agreement). Naming and numbering of any memoranda of agreement, memoranda of understanding, letters of agreement and letters of understanding appended to this agreement will be standardized and updated during finalization. During finalization of the renewed collective agreement, all references throughout the collective agreement and appended documents to “he”, “she” and “he/she”, and “his”, “her” and “his/her”, will be deleted and replaced with “they” and “their”, respectively. Other non-material amendments will be made to the collective agreement and appended documents during finalization, as may be required, to make the language of the collective agreement gender neutral. During finalization of the renewed collective agreement, all references throughout the collective agreement and appended documents to “Themis Program Management and Consulting Limited” will be replaced with “BC Family Maintenance Agency Ltd. (BCFMA)” and all references to “Themis” or “Company” will be replaced with “the Employer”, or where more suitable for the context to “BCFMA”. Likewise, all references to “Managing Director” will be replaced with “CEO”. Changes to the Employer Health Tax or any other premium imposed for purposes similar to the Medical...
Sample 1
Classification and Compensation Review. The County incorporated the following recommendations of the 2020 Compensation Philosophy Study into the County’s Compensation Philosophy: 1) Increase the number of Bay Area counties used as comparators from six (6) to eight (8), adding Marin and Sonoma counties, and continuing to include the cities of San Xxxx and Oakland to increase the likelihood of five (5) matches for each benchmark classification. 2) Use the median as the measure for determination of labor market placement and compensation adjustments, in addition to internal equity, pursuant to meet and confer and Board approval. 3) Maintain a list of classifications to benchmark for negotiations and ensure that classifications being surveyed represent ten (10) percent of the union’s classifications and at least 50% of the union’s membership. 4) Maintain current practice of surveying base pay only when conducting salary surveys. The County will conduct a total compensation review one year prior to the expiration of the MOU and deliver to the Union for review. This will include a full, total compensation survey for one benchmark classification in each of the AFSCME bargaining units. The following compensation elements to be included in total compensation surveys: 1) Top step base salary (offset by negotiated employee pension cost share above statutory requirements); 2) Average employer contribution to pension (PEPRA rate, or average based on age range for legacy employees); 3) Employer highest contribution to medical, dental, vision based on family coverage; and
Sample 1

Related to Classification and Compensation Review

  • Compensation Review The compensation of the Executive will be reviewed not less frequently than annually by the board of directors of the Company.

  • Services and Compensation Consultant shall perform the services described in Exhibit A (the “Services”) for the Company (or its designee), and the Company agrees to pay Consultant the compensation described in Exhibit A for Consultant’s performance of the Services.

  • PROFESSIONAL COMPENSATION 11.1 The basic salaries of teachers covered by this Contract shall be set in accordance with the procedures set forth in this Agreement. 11.2 The salary of the teacher will be presumed correct as shown in the Uniform Teacher’s Contract unless the teacher or the Employer furnishes evidence of error. 11.3 An explanation as to how contract salary figures are computed will accompany the first paycheck of each school year. 11.4 Basic salaries for teachers shall be paid in twenty-six (26) payments. Basic salaries for teachers shall be paid in twenty-six (26) payments in a given calendar year. Exceptions may be made with the approval of the Cash Flow Committee. A teacher may receive the balance due on his contract with the first scheduled paycheck in July by written notice to the Business Office by May 1. If May 1 occurs on a day that school is not in session, the deadline shall be the next regular school day. A teacher who makes this election shall continue each year to receive the balance due on his contract with the first scheduled paycheck in July unless he notifies the Business Office by May 1 that he prefers to be paid in twenty-six (26) payments. Teachers will be notified by the Cash Flow Committee of the Xxxxxxx Teachers’ Federation prior to June 1 in the event the balance on teachers’ contracts due on the first scheduled paycheck in July cannot be paid. 11.5 New teachers will receive one half (½) of their first pay one payroll in advance and the remaining one half (½) on the next pay date. 11.6 Effective January 1, 2009, teacher pay will be issued via direct deposit only. 11.7 The Superintendent may approve additional compensation for individual teachers who have been authorized by the Superintendent to perform additional work assignments. 11.8 Payroll deductions for teachers shall be made as required by law or as mutually agreed to by the parties. Teachers may authorize deductions for tax-sheltered annuities during open enrollment periods of the carrier companies involved. 11.9 Deductions for daily absences not covered by provisions in the Contract shall be made at the same rate as earned. 11.10 Effective January 1, 1993, the Board shall pay directly to the Indiana State Teachers Retirement Fund each teacher’s three percent (3%) contribution to the fund. 11.11 The parties recognize that the salaries which appear on Regular Teacher’s Contracts and Teacher’s Temporary Contracts will be inaccurate whenever a salary increase is approved after these contracts have been executed. At the time of a teacher’s retirement, the Employer will review these contracts and, when necessary, revise the contracts for the five (5) years of service before retirement in which the teacher’s annual compensation was highest so they accurately reflect the sums which the teacher earned in each of those five (5) years. 11.12 The parties recognize that students are entitled to be taught by fully qualified teachers, while at the same time recognizing a professional responsibility to assist in the preparation of student teachers. Therefore, supervision by a teacher of a student teacher shall be voluntary. No teacher should serve as a supervising teacher more than one-half (1/2) of the total teaching time each year. This provision was not bargained and has been included for informational purposes only. Should 11.13 If the Employer determines that any committee should continue its work during the summer, teachers belonging to the committee performing such services shall be paid on the same basis and in the same manner as summer school teachers. If the Employer determines that professional development should occur in the summer, specific teachers invited to participate shall be paid on the same basis as summer school teachers.

  • Compensation and Billing 6.1 The Facility shall only seek payment from EGID for the provision of Covered Services. The Facility agrees to accept the amount of the Allowable Fee for Covered Services as payment in full and agrees to only request payment from the Member for deductible, co-insurance and amounts for defined Non-Covered Services attributable to the Member’s Health Choice Plan. The payment shall be calculated and limited to the methodologies defined by this Contract. 6.2 When the Allowable Fee exceeds billed charges, EGID shall pay the appropriate percentage of the Allowable Fee and Member shall pay the appropriate percentage of billed charges unless the Member has met the stop loss limitation and then EGID shall pay the Allowable Fee and the Member has no liability. 6.3 When processing inpatient claims, EGID shall determine the MS-DRG Allowable Fee for non- transfer cases according to the following formula: Skilled Nursing Facility Services, Day Treatment and Residential treatment will be reimbursed utilizing the per diem methodology. In no event shall a per diem qualify as an Outlier. These benefits shall be allowed when the Member has received Medically Necessary Covered Services subject to the following policy limitations and conditions: a) EGID shall pay the appropriate percentage of the MS-DRG Allowable Fee and the Member shall pay the remainder of the MS-DRG Allowable Fee unless the Member has met the stop loss limitation, and then EGID shall pay one hundred percent (100%) of the MS-DRG Allowable Fee and the Member has no liability.‌ b) The MS-DRG shall be controlling, subject to EGID’s approval and Article X of the Contract.‌ c) The MS-DRG Allowable Fee does not include any physician professional component fees, which are considered for payment according to separately billed Current Procedural Terminology code Allowable Fees.‌ d) EGID may reduce its payment by any deductibles, coinsurance and co- payments owed by the Member.‌ e) EGID shall include the day of admission but not the day of discharge when computing the‌ number of facility days provided to a Member. Observation Facility confinements for which a room and board charge is incurred shall be paid based on inpatient benefits.‌ f) In the case of a transfer, the Transfer Allowable Fee for the transferring Facility shall be calculated as follows:‌ Transfer Allowable Fee = (MS-DRG Allowable Fee/Geometric Mean Length of Stay) x (Length of Stay + 1 day) The total Transfer Allowable Fee paid to the transferring Facility shall be capped at the amount of the MS-DRG Allowable Fee for a non-transfer case. EGID shall allow payment to the receiving Facility, if it is also the final discharging Facility, at the MS- DRG Allowable Fee as if it were an original admission.‌ g) EGID shall use the current version of the CMS MS-DRG grouper to categorize what shall constitute a procedure. XXXX’s and the Member’s financial liability shall be limited to the Allowable Fee as determined by XXXX.‌‌ h) The Facility agrees not to charge more for Medical Services to Members than the amount normally charged by the Facility to other patients for similar services.‌ i) For Outlier cases, EGID shall base its payment to the Facility using an Outlier Allowable Fee plus the MS-DRG Allowable Fee. The following formula shall be utilized to calculate the Outlier Allowable Fee:‌ Outlier Allowable Fee = [Billed Charges – (MS-DRG Allowable Fee + Outlier Threshold)] x Marginal Cost Factor 6.4 When processing Outpatient claims, XXXX agrees to pay the Facility the Allowable Fee based on appropriate billing according to the following: a) If a procedure does not have an Allowable Fee, EGID will allow a percentage of the billed charges for Covered Services.‌ b) EGID shall pay the appropriate percentage of the Allowable Fee and the Member shall pay the remainder based on the Member’s plan of benefits unless the Member has met the stop loss limitation, and then EGID shall pay 100% of the Allowable Fee and the Member has no liability.‌‌‌

  • Complaints and Compensation If you have a complaint of any kind, please be sure to let us know. We will do our utmost to resolve the issue. You can put your complaint in writing to us at:

  • Fees and Compensation Managers and Officers may receive such compensation and fees, if any, for their services, and such reimbursement for expenses, as may be determined by resolution of the Board.

  • Employment and Compensation The following terms and conditions will govern the Executive’s employment with the Company throughout the Term.

  • Compensation and Fringe Benefits (a) The Company shall, during the Term of Employment, pay to the Executive as compensation for the performance of his duties and obligations a salary of $240,000 per annum. This compensation is subject to annual review and adjustment, as appropriate in the judgment of the Company. The compensation payable pursuant to this Section 5(a) shall be payable in equal semi-monthly installments on the last day of each such pay period. (b) The Executive shall be enrolled and participate in any retirement, group insurance and other fringe benefit plans and arrangements which are applicable to the similarly situated personnel of the Company and in effect from time to time, if the Executive is eligible therefor, in each case in accordance with and subject to the provisions thereof.

  • Other Compensation and Fringe Benefits In addition to any executive bonus, pension, deferred compensation and long-term incentive plans which the Company or an affiliate of the Company may from time to time make available to the Employee, the Employee shall be entitled to the following during the Employment Term: (a) the standard Company benefits enjoyed by the Company’s other top executives as a group; (b) medical and other insurance coverage (for the Employee and any covered dependents) provided by the Company to its other top executives as a group; (c) supplemental disability insurance sufficient to provide two-thirds of the Employee’s pre-disability Annual Base Salary; (d) an annual incentive bonus opportunity under the Company’s annual incentive plan (“Annual Bonus Plan”) for each calendar year included in the Employment Term, with such opportunity to be earned based upon attainment of performance objectives established by the Committee (“Annual Bonus”). The Employee’s target Annual Bonus under the Annual Bonus Plan shall be no less than 150% of the Employee’s Annual Base Salary (collectively, the target and maximum are referred to as the “Annual Bonus Opportunity”). The Employee’s Annual Bonus Opportunity may be periodically reviewed and increased (but not decreased without the Employee’s express written consent) at the discretion of the Committee. The Annual Bonus shall be paid no later than the March 15th first following the calendar year to which the Annual Bonus relates. Unless provided otherwise herein or the Board determines otherwise, no Annual Bonus shall be paid to the Employee unless the Employee is employed by the Company, or an affiliate thereof, on the Annual Bonus payment date; and (e) participation in the Company’s equity incentive plans.

  • Extra Compensation The Board shall pay no fees, other than described above, to the PA/E unless authorized by the Board as follows: A. If the scope of the Project or site is changed, the Board and the PA/E shall negotiate a reasonable fee based upon the probable estimated construction cost in changing the scope of the work and the approximate percentage of the estimated construction cost which was used to negotiate this Agreement if, and, as such may be applicable. B. If the DOE or Board requires the PA/E to make major or costly changes to the Schematic, Preliminary or Construction Document Phase submittals, which changes are not caused by architectural or engineering error or oversight, the PA/E shall be paid to redesign for additional expenses in an amount agreed to by the parties. Under no circumstances will the principals of the PA/E and the principals of his consultants be paid a fee in excess of $125.00 per hour.

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