COST-OF-LIVING DIFFERENTIAL FOR ALASKA RESIDENTS Sample Clauses

COST-OF-LIVING DIFFERENTIAL FOR ALASKA RESIDENTS. Pursuant to AS 23.40.210, as part of the basic pay provided in Rule 17.01 and for pension purposes effective from the date of this contract, but not to be included in computing an hourly wage rate. Those Port Engineers who are residents of the State of Alaska shall receive a cost of living differential for each pay period they are in pay status according to the following: $601.02 Per Pay Period in Pay Status
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COST-OF-LIVING DIFFERENTIAL FOR ALASKA RESIDENTS. (A) Pursuant to AS 23.40.210, as part of the basic pay provided in 17.01 and for pension purposes effective April 1, 1988, but not to be included in computing an hourly wage rate, those Engineers who are residents of Alaska shall receive a cost-of-living differential for each pay period they are in pay status according to the following schedule: CHIEF ENGINEERS $601.02 Per Pay Period in Pay Status ASSISTANT ENGINEERS Job Classification Per Pay Period in Pay Status Firsts $518.10 Seconds $483.78 Thirds $453.80
Sample 1Sample 2
COST-OF-LIVING DIFFERENTIAL FOR ALASKA RESIDENTS. (A) Pursuant to AS 23.40.210, as part of the basic pay provided in 17.01 and for pension purposes effective April 1, 1988, but not to be included in computing an hourly wage rate, those Engineers who are residents of Alaska shall receive a cost-of-living differential for each pay period they are in pay status according to the following schedule: CHIEF ENGINEERS $651.04 Per Pay Period in Pay Status ASSISTANT ENGINEERS Job Classification Per Pay Period in Pay Status First Assistant $ 556.75 Second Assistant $ 527.38 Third Assistant $ 503.57
Sample 1Sample 2
COST-OF-LIVING DIFFERENTIAL FOR ALASKA RESIDENTS. (A) Pursuant to AS 23.40.210, as part of the basic pay provided in 17.01 and for pension purposes effective April 1, 1988, but not to be included in computing an hourly wage rate, those Engineers who are residents of Alaska shall receive a cost-of-living differential for each pay period they are in pay status according to Appendix A:
Sample 1
COST-OF-LIVING DIFFERENTIAL FOR ALASKA RESIDENTS. (A) Pursuant to AS 23.40.210, as part of the basic pay provided in 17.01 and for pension purposes effective April 1, 1988, but not to be included in computing an hourly wage rate, those Engineers who are residents of Alaska shall receive a cost-of-living differential for each pay period they are in pay status according to the following schedule: CHIEF ENGINEERS $651.04 Per Pay Period in Pay Status ASSISTANT ENGINEERS Job Classification Per Pay Period in Pay Status First Assistant $ 556.75 Second Assistant $ 527.38 Third Assistant $ 503.57 Effective December 31, 2016, the M/V Tustumena COLD rate per pay period in pay status will be per the December 31, 2016 Salary Schedule (Appendix A, and found on the State of Alaska Division of Finance Webpage). Referencing Art. 17.05, the Tustumena rate will revert to the Kennicott pay schedule on July 1, 2016. Chief Engineer 601.02 First Assistant 518.10 Second Assistant 483.78 Third Assistant 453.80 (B) Cost of Living Differential (COLD) payments are a geographical differential which reflects the difference in the cost of living in Alaska and Seattle, Washington. An employee establishes eligibility for COLD payments by establishing and maintaining his or her primary place of abode within the State. An employee working in a pay period in which the employee has also worked in a classification covered by another labor agreement will have COLD payments subtracted from the COLD due under Rule 17.02. The total COLD compensation received from the two work assignments, combined, in the same pay period may not exceed the total amount that the employee could have otherwise received under Rule 17.02. Proof of eligibility for COLD payments must be filed annually on a form provided by the AMHS. The Employer may require an employee to provide additional documentation to support claims of eligibility for COLD payments. It shall be the employee's obligation to notify the Employer when he or she relocates his or her principal place of abode in a manner which affects eligibility for COLD.
Sample 1
COST-OF-LIVING DIFFERENTIAL FOR ALASKA RESIDENTS. (A) Pursuant to AS 23.40.210, as part of the basic pay provided in 17.01 (A) and for pension purposes but not to be included in computing an hourly wage rate, those Engineers who are residents of Alaska shall receive a cost-of-living differential for each pay period they are in pay status according to the following schedule: Job Classification Per Pay Period in Pay Status Chief Engineer 651.04 First Assistant 556.75 Second Assistant 527.38 Third Assistant 503.57
Sample 1
COST-OF-LIVING DIFFERENTIAL FOR ALASKA RESIDENTS. (A) Pursuant to AS 23.40.210, as part of the basic pay provided in 17.01 (A) and for pension purposes but not to be included in computing an hourly wage rate, those Engineers who are residents of Alaska shall receive a cost-of-living differential for each pay period they are in pay status according to the following schedule: Job Classification Per Pay Period in Pay Status Chief Engineer 651.04 First Assistant 556.75 Second Assistant 527.38 Third Assistant 503.57 (B) Cost of Living Differential (COLD) payments are a geographical differential, which reflects the difference in the cost of living in Alaska and Seattle, Washington. An employee establishes eligibility for COLD payments by establishing and maintaining his or her primary place of abode within the State. Proof of eligibility for COLD payments must be filed annually on a form provided by the AMHS. The Employer may require an employee to provide additional documentation to support claims of eligibility for COLD payments. It shall be the employee's obligation to notify the Employer when he or she relocates his or her principal place of abode in a manner which affects eligibility for COLD.
Sample 1
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Related to COST-OF-LIVING DIFFERENTIAL FOR ALASKA RESIDENTS

  • Bilingual Differential Pay Bilingual Differential Pay applies to those positions designated by the Department of Personnel Administration as eligible to receive bilingual pay according to the following standards:

  • Bilingual Differential When formally assigned in the employee’s position description, an employee assigned to interpret to or from another language to English will receive a differential of five percent (5%) of base pay.

  • 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.

  • Weekend Differential Employees assigned to State institutions other than Maine State Prison shall be eligible for a weekend differential of fifty cents ($.50) per hour to the base for shifts beginning between 10:00 p.m. Friday and 9:59 p.m.

  • Shift Differentials A shift differential of thirty-five cents ($.35) per hour shall be paid for shifts starting between 2:00 p.m. and 9:59 p.m. for employees regularly assigned to such shifts. A shift differential of forty-five cents ($.45) per hour shall be paid for shifts starting between 10:00 p.m. and 3:00 a.m. for employees regularly assigned to such shifts. The differential provided herein shall be part of base pay for overtime pay and other purposes. Employees at the Maine State Prison who are regularly assigned to the 5:00 p.m. to 5:00 a.m. shift are to be paid a shift differential of forty-five cents ($.45) per hour. Employees of mental health and correctional facilities shall be eligible for the second shift differential when their shift begins between 12:00 noon and 4:59 p.m.

  • Shift Differential Pay A. An employee shall receive additional compensation at the rate of seventy five cents (75¢) per hour for all hours worked on a shift when the majority of hours worked on the shift are between 5:30 p.m. and 7:30 a.m. and in locations where these classes are regularly assigned shift work.

  • Cost of Living (COLA) All seniority employees who have completed their appropriate wage progression schedule shall be covered by the provisions of a cost-of-living allowance, as set forth in this Agreement. Employees who have not completed their appropriate wage pro- gression on the effective date of a COLA increase, shall receive the adjustment on a prospective basis on the date they complete their wage progression schedules. The amount of the cost-of-living allowance shall be determined as provided below on the basis of the "Consumer Price Index for Urban Wage Earners and Clerical Workers, CPI-W (Revised Series using 1982-1984 Expenditure Patterns), All Items (1982-84 = 100), published by the Bureau of Labor Statistics, U.S. Department of Labor" and referred to herein as the "Index". Effective August 1, 2019 2024 and every August 1, thereafter during the life of the Agreement, a cost-of-living allowance will be calculated on the basis of the difference between the Index for May 202419 (published June 202419) and every May thereafter, and the base Index for May 202318 (published June 202318) and every May thereafter, as follows: For every two tenths (0.2) point increase in the Index, over and above the base (prior year's) Index plus three percent (3.00%) there will be a one (1) cent increase in the hourly wage rates payable on August 1, 202419 and every August 1 thereafter. These increases shall only be payable if they equal five cents ($.05) in a year. All cost-of-living allowances paid under this Agreement will become and remain a fixed part of the base wage rate for all job classifications. A decline in the Index shall not result in the reduc- tion of classification base wage rates. Mileage paid employees will receive cost-of-living allowances on the basis of .25 xxxxx per mile for each one (1) cent increase in hourly wages, subject to the threshold set forth above. In the event the appropriate Index figure is not issued before the effective date of the cost-of-living adjustment, the cost-of-living adjustment that is required will be made at the beginning of the first (1st) pay period after the receipt of the Index. In the event that the Index shall be revised or discontinued and in the event the Bureau of Labor Statistics, U.S. Department of Labor, does not issue information which would enable the Employer and the Union to know what the Index would have been had it not been revised or discontinued, then the Employer and the Union will meet, negotiate, and agree upon an appropriate substitute for the Index. Upon the failure of the parties to agree within sixty (60) days, thereafter, the issue of an appropriate substitute shall be submitted to an arbitrator for determination. The arbitrator's decision shall be final and binding.

  • Shift Differential The shift differential for employees working on assigned shifts which begin before 6:00 A.M. or which end at or after 7:00 P.M. shall be sixty-five cents ($0.65) per hour for all hours worked on that shift. Such shift differential shall be in addition to the employee's regular rate of pay and shall be included in all payroll calculations, but shall not apply during periods of paid leave. Employees working the regular day schedule who are required to work overtime or who are called back to work for special projects shall not be eligible for the shift differential.

  • GMP Cost Limitation The Guaranteed Maximum Price shall not be in excess of the GMP Cost Limitation.

  • Certification Differential Nurses who obtain and maintain a nationally 17 recognized certification that is applicable to the services they provide for the 18 Employer shall receive $1.00 per hour. No additional differential is allotted for 19 more than one (1) certification. Proof of certification must be provided to the 20 Employer upon request. The approved certification list established by mutual 21 consent between the Association and the Director of Human Resources is as 22 follows:

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