Equity Adjustment. 1. It is understood there are inherent differences between support staff and academic staff groups, related to demographics and salary.
(a) With lower incomes (i.e., lower disposable income), NASA members place great value on health care benefits which are not related to salary. The flat dollar amount per month for benefits for NASA members represents a more significant percentage of the total compensation package than for academic staff.
(b) The annual salaries for a significant percentage of NASA members are below the maximum insurable earnings for statutory benefits (i.e., EI, CPP, and WCB). It is recognized that the cost of these benefits will increase with salary increases, in addition to changes in rates and maximum insurable earnings. This means there is more of an increase for NASA members than for academic staff for these statutory benefits.
2. An equity adjustment will be included within the Benefit Cost Management Model. Inherent differences between support staff and other staff groups will be appropriately taken into account with the equity adjustment.
Equity Adjustment. NTT Faculty members who are currently employed at SIUC on a full-time continuing appointment on November 1, 2011 shall receive a one-time increase to his/her base salary of fifty dollars ($50) per month upon achieving ten (10) years of full time service; and shall receive an additional one-time increase to his/her base salary of seventy-five dollars ($75) per month upon achieving fifteen (15) years of full time service; and shall receive an additional one-time increase to his/her base salary of one hundred dollars ($100) per month upon achieving twenty (20) years of full time service. This provision shall be effective beginning on the ratification date of this Agreement and shall not be retroactive. The following language represents the parties' understanding of how such payments will be made for those individuals who have already attained the above years of services upon ratification of the agreement and implementation of this provision for each level of longevity:
a. A continuing faculty member who has ten (10) years of full-time service as of November 1, 2011 will receive a one-time increase to base salary of fifty dollars ($50.00) per month;
b. A continuing faculty member who has fifteen (15) years of full-time service as of November 1, 2011 will receive a one-time increase to base salary of one hundred twenty-five dollars ($125.00) per month (i.e. the faculty member receives the 10-year increase and the 15-year increase);
c. A continuing faculty member who has twenty (20) years of full-time service as of November 1, 2011 will receive a one-time increase to base salary of two hundred twenty-five dollars ($225.00) per month (i.e. the faculty member will receive the 10- year increase and the 15-year and the 20-year increase.)
Equity Adjustment. The equity pool for 2013-2014 will be distributed to full professors and associate professors; the specific participants in the plan will come from the group of faculty who held the rank of full professor or associate professor on September 1, 2012; they will qualify according to the following model:
1. For full professors:
a. Eligibility for equity distribution for full professors is limited to those full professors whose 2013/14 base salary is lower than $100,500;
b. Equity increase for full professors = ($100,500 – 2013/14 base salary) x 0.20.
2. For associate professors:
a. Eligibility for equity distribution for associate professors is limited to those associate professors whose 2013/14 base salary is lower than $79,500; b. Equity increase for associate professors = ($79,500– 2013/14 base salary) x 0.20. The equity pool for 2014-2015 will be distributed to full professors and associate professors only; the specific participants in the plan will come from the group of faculty who held the rank of full professor or associate professor on September 1, 2013; they will qualify according to the following model:
1. For full professors:
a. Eligibility for equity distribution for full professors is limited to those full professors whose 2014/15 base salary is lower than $100,500;
b. Equity increase for full professors = ($100,500 – 2014/15 base salary) x 0.20.
2. For associate professors:
a. Eligibility for equity distribution for associate professors is limited to those associate professors whose 2014/15 base salary is lower than $79,500; b. Equity increase for associate professors = ($79,500– 2014/15 base salary) x 0.20.
Equity Adjustment. In addition to the COLA provided in Section 44.1.1, effective at the first day of the pay period in which the Council approves this MOU the CITY shall increase the salary range for Police Managers by an additional 1 and one half percent (1.5%) as an equity adjustment.
Equity Adjustment. 17.1: An equity adjustment is a change in the wage range of a classification, without a change in classification. An equity adjustment is a change in the wage range based upon merit or to achieve wage parity.
17.2: A request for a change in the wage range based upon a change in tasks, duties and/or responsibilities typical of another classification is a reclassification. A reclassification request shall be considered in accordance with Article 16 – Reclassification.
Equity Adjustment. Effective the first full pay period in July 2018, or in the first full pay period following ratification and approval, whichever is later, the rate of pay for all classes and employees shall be increased by 1.5%. Effective the first full pay period in July 2019, the rate of pay for all classes and employees shall be increased by 1%. Effective the first full pay period in July 2020, the rate of pay for all classes and employees shall be increased by 1%.
Equity Adjustment employee who has been in the bargaining unit since July 1, 1997 shall receive a one-time 1.0 percent equity increase added to the current base salary retroactive to July 1, 2001.
Equity Adjustment.
A) It is the intent of the District and the Union to maintain a compensation parity increase. The District and the Union agree to the utilization of designated “Metro” agencies. The “Metro” agencies identified are to be utilized for the purposes of establishing a “parity survey.” The compensational items utilized for comparison will be based on monthly compensation, medical contributions, and retirement contribution.
B) The “parity survey” of the identified public agencies will take place each and every December of said year. The survey will identify the top five (5) public agencies, using the Captain’s rank, within the total “Metro” parameters. Once the top five (5) agencies have been identified, as set forth by the preceding criteria, ASP Local 522 Representatives and the Fire Chief, or his/her designee, agree to establish the average compensation at each classification in this Agreement. Should a classification not found within the fire agency (i.e., Logistics Technician), the District and ASP Local 522 Representatives agree to utilize classification within the public agencies that provides service to the fire agency, as listed in Section D. of this Article. A compensation adjustment will then be established to move each classification to the average monthly compensation of their specific classification. This adjustment will take place the following month of January of the new-year.
1. When the survey of comparable agencies takes place in the month of December, it is the intent to capture any and all compensation adjustments that will take place in the following year of all comparable agencies.
2. This will ensure that the compensation adjustments will be commensurate to the same time frame as the compensation period. For 2007, the top five (5) agencies (using the Captain’s rank) are: 1) Contra Costa County, 2) Oakland City, 3) Orange County, 4) San Xxxx City, and 5) Los Angeles City. Technician I $2100 $1976 None. Technician II $3100 $3250 4.0% Senior Technician $2250 $2270 1.0%
C) The salary adjustment will be capped at four percent (4%) for years 2007, 2008 and 2009. This compensation adjustment will be compounded upon the previously identified four percent (4%) increase to all ASP represented members.
Equity Adjustment. 1. Effective July 1, 2013, employees in all job classifications (except for Asst Xxxx/Food Service Worker and Registry) hired prior to December 1, 2012, will receive an equity adjustment as follows: Up to Completion of Fourth (4th) Year: $0.15 Beginning Fifth (5th) Year: $0.20
2. Those employees who have completed twelve (12) years will receive an equity adjustment as follows: December 1, 2012 $0.15 July 1, 2013 $0.15
Equity Adjustment. 4 D. ADVANCEMENT IN SALARY............................................................................. 5 E. SPECIAL STEP ADVANCEMENT...................................................................... 5
