Committee Pay Sample Clauses

Committee Pay. Nurses shall be compensated at their regular rate of pay or receive compensatory time off for all time spent on Employer established committees and contract committees when they are members of the committee, are required to attend committee meetings, or are serving on ad hoc or subcommittees established by the standing committees.
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Committee Pay. All time spent by nurses on Employer-established committees when attendance is required, and all time spent on contractually-established committees shall receive paid release time or compensatory time off for attendance at committee meetings.
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Committee Pay. As a valued voice in our educational community, paraprofessionals will be paid to attend building or district committees, when requested by their administrator or selected for the committee following the appropriate processes where the roles of the committee are eligible for pay.
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Committee Pay. Teachers who serve on district or building committees that meet outside of the teacher’s duty day will be compensated at $20.00 per hour. Committees must be official (set up by administration) and will require an agenda and minutes for each meeting. Teachers will fill out a time sheet and submit it to the building principal for approval by the 1st day of October, January, April and June. Committee pay will be paid in October, January, April and June. This will exclude meetings that are required as part of a supplemental contract. (Revised: 2012-13)
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Committee Pay. Beginning 1995-96, the District will make available $100 per FTE employee, for building 8 committee work under the direction of the building principal and the site-based 9 committee.
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Committee Pay. When requested by their administrator or selected for a committee following the appropriate processes the work will either happen during the employee’s compensated hours or the employee will be paid for any extra hours at their regular hourly rate of pay.
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Committee Pay. The District shall clearly identify whether or not employees serving on a committee that meets outside of regular work hours will be paid or unpaid. If the committee is designated as a paid committee, employees filling a required position will be paid their regular rate of pay or receive compensatory time; subject to Section 7.8 (Compensatory Time) and Section 7.9 (Overtime and Compensatory Time). Neither the District nor the employee can refuse payment in place of Comp time. The District may invite employees to serve on unpaid committees but shall not pressure any specific employee to do so. Regarding committee service, it is the intention of the District to treat all groups equally.
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Committee Pay. 1. The District reserves the right to establish, discontinue, and determine the time limitations for any District-established committee. Additional pay will be allowed for teachers appointed by the District to committees, which meet on non-teaching days at the rate of $28.55 per hour. 2. Compensation for the 2016-17 school year will be increased by the same percentage as applied to the base teacher salary.
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Related to Committee Pay

  • Committee Participation 9.01 Except as otherwise provided in this Collective Agreement, an Employee (or the Employee’s alternate) who is a member and attends meetings of a committee established by the Employer, shall be paid at the Employee’s Basic Rate of Pay for attendance at such meetings. Such participation shall be voluntary.

  • Calendar Committee A Calendar Committee shall be appointed by the Superintendent to make non-binding recommendations, no later than March of each calendar year, to the Board. The committee shall include the President of the Association, or a bargaining unit designee, and one (1) additional member of the Association. It is understood that said committee shall include appointees of the Superintendent and may also include bargaining unit members from each designated exclusive employee representative which negotiates with the Board in accordance with §§6-408 and/or 6-510 of the Education Article to the Annotated Code of Maryland.

  • 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.

  • Committee Members See Section 3.5(a). -----------------

  • Committee Mandate The mandate of the Redeployment Committee is to: (1) Identify and propose possible alternatives to the proposed layoff(s) or elimination of position(s), including, but not limited to, identifying work which would otherwise be bargaining unit work and is currently work contracted-out by the Hospital which could be performed by bargaining-unit employees who are or would otherwise be laid off; (2) Identify vacant positions in the Hospital or positions which are currently filled but which will become vacant within a twelve (12) month period and which are either: (a) within the bargaining unit; or (b) within another CUPE bargaining unit; or (c) not covered by a collective agreement. (3) Identify the retraining needs of workers and facilitate such training for workers who are, or would otherwise be, laid off. (4) Subject to article 9.11, the Hospital will award vacant positions to employees who are, or would otherwise be laid off, in order of seniority if, with the benefit of up to six (6) months retraining, an employee has become able to meet the normal requirements of the job. (5) Any dispute relating to the foregoing provisions may be filed as a grievance commencing at Step 2.