Criteria for Employees to Qualify for Premium Pay Sample Clauses

Criteria for Employees to Qualify for Premium Pay. The following criteria are set out as the basis upon which individuals and employee groups may receive premium pay or the equivalent. The City's compensation program is designed to ensure that employees have the potential of a salary which is internally justified, reflects the value of the job in the marketplace, and generally provides step increases based on satisfactory or better job performance until the maximum is reached. The Premium Pay Plan provides for the recognition of significant 1-time contributions occurring no more than 1 year prior to the application. The examples provided are for illustration purposes only and should not be construed as limiting the opportunities.
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Related to Criteria for Employees to Qualify for Premium Pay

  • Compensation for Employees Employees shall receive compensation at the biweekly or hourly rate for the range and step or flat rate assigned to the class in which they are employed.

  • Maintaining Eligibility for Employer Contribution The employer's contribution continues as long as the employee remains on the payroll in an insurance eligible position. Employees who complete their regular school year assignment shall receive coverage through August 31.

  • Employees - Special Eligibility The following employees are also eligible to participate in the Group Insurance Program:

  • Eligibility for Employer Contribution This section describes eligibility for an Employer Contribution toward the cost of coverage.

  • Eligibility for Overtime Compensation (a) Overtime compensation rates for all hours worked in excess of the workday and workweek identified below shall be as follows:

  • Retroactive Pay for Terminated Employees An employee who has retired or severed his/her employment between the termination date of this Agreement and the effective date of the new Agreement shall receive the full retroactivity of any increase in wages, salaries or other benefits.

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