Equity Increases. Effective December 16, 2016, for the 2016-2017 year, the 56 University shall provide an amount equal to one-fifth of one percent (0.20%) of the total base salary 57 of all E&G employees as of August 12, 2016 to all regular, clinical, research, non-visiting 58 employees whose August 12, 2016, 1.0 FTE base salary was less than $45,000 for those with a 59 Ph.D. or equivalent terminal degree, or less than $42,000 for all others or whose 12-month salary 60 was less than $60,000 for those with a Ph.D. or equivalent degree or less than $56,000 for all others. 61 Equity increases shall be distributed proportionately to the difference between the employee’s 62 August 12, 2016 salary and the thresholds above.
Equity Increases. Effective August 8, 2016 for the 2016-2017 year, the University shall provide an amount equal to one-fifth of one percent (0.20%) of the total base salary of all employees to all full-time, non-visiting employees whose August 7, 2016, 9-month salary was less than $45,000 for those with a Ph.D. or equivalent terminal degree or less than $42,000 for all others; or whose 12-month salary was less than $60,000 for those with a Ph.D. or equivalent degree or less than $56,000 for all others. Equity increases shall be distributed proportional to the difference between the employee’s August 7, 2016 salary and the thresholds above.
Equity Increases. An employee’s salary may be reviewed for a possible equity increase when the staff member or his/her supervisor believes an inequity exists between that employee’s salary and other salaries being paid to employees in the same position level, performing comparable duties. Consideration is given to the duties and responsibilities assigned, merit history, qualifications, experience, labor market and anomalous circumstances which may exist. Equity adjustments will only be made when a substantial inequity exists, not when there is a slight variance in salaries. Education and experience are a determinant in establishing an appropriate starting salary. Occasionally earning a particular degree or certificate is made a condition of employment, and a predetermined salary increment may be awarded. However, position levels, and resultant salary ranges, are determined based upon a set of factors that include “minimum education experience”. Job-related advanced degrees earned while employed at the University will not be considered as the sole basis for an equity increase. The procedure to be followed is:
Equity Increases. Effective the pay period that includes May 1, 2024, members may receive an equity adjustment to their base rate of pay based on their years of prior relevant experience.
Equity Increases. UMMS is participating in a job evaluation program. Such analysis includes updating current job descriptions and reviewing job classifications and wages. This process will begin no later than 30 days following the execution of the Agreement and will be completed within 60 days. UMMS shall establish a reserve fund of $60,000 to address potential cost considerations which may result from the implementation of the analysis of grade classifications and potential equity concerns. Retroactive Payments Employees shall receive up to a 2% one-time lump sum payment based on their salary as of July 1, 2015, or the date of any equity increases above, whichever is later. This payment will be calculated based on each employee’s length of service as outlined below. Hire Date Retroactive Payments (as a % of annual base salary-effective with 7/1/15 salary) 7/1/2015 and later No lump sum payment 7/1/2014 until 6/30/2015 .4% of salary 7/1/2013 until 6/30/2014 .8% of salary 7/1/2012 until 6/30/2013 1.2% of salary 7/1/2011 until 6/30/2012 1.6% of salary Prior to 6/30/2011 2.0% of salary Wages Increases In addition to the wage increases made effective on July 1, 2015 or the equity adjustments noted above, the bargaining unit members will receive wage increases as follows: Nov 1, 2015 Hourly raises: higher of $0.50 or 2%; whichever is greater Structural Increase: Adjust the pay of anyone falling below their structural level (see below about structural increases) June 26, 2016 Hourly raises: higher of $0.55 or 2%; whichever is greater Structural Increase: Adjust the pay of anyone falling below their structural level (see below about structural increases) June 25, 2017 Hourly raises: higher of $0.60 or 2%; whichever is greater Structural Increase: Adjust the pay of anyone falling below their structural level (see below about structural increases) Within the current employee population as of September 1, 2015, the benefit of the minimum hourly increase would impact employees as follows: 2015: A minimum of 38 employees would receive the $0.50 per hour increase 2016: A minimum of 45 employees would receive the $0.55 per hour increase 2017: A minimum of 53 employees would receive the $0.60 per hour increase Employees not benefitting from the minimum hourly increase would receive a 2% increase. Eligibility: To be eligible for the retroactive payments and wage increases as set forth in this Agreement, the employee must have satisfactorily completed their 6 month probationary period by th...
Equity Increases. For the term of this agreement, Provisions 31.11 and 31.14 shall not be implemented.
Equity Increases. There shall be no equity increases for the employees covered under this Compensation and Benefits Plan for the term of this agreement.
Equity Increases. A. Effective the pay period that includes September 1, 2024, members may receive an equity adjustment to their base rate of pay of up to 4.0%. Members who are not eligible for the market adjustment in Section 1 or an equity increase will receive a one-time lump sum payment equivalent to 1.0% of the member’s base rate of pay.
Equity Increases. An employee’s salary may be reviewed for a possible equity increase when the staff member or his/her supervisor believes an inequity exists between that employee’s salary and other salaries being paid to employees in the same position level, performing comparable duties. Consideration is given to the duties and responsibilities assigned, merit history, qualifications, experience, labor market and anomalous circumstances which may exist. Equity adjustments will only be made when a substantial inequity exists, not when there is a slight variance in salaries. Education and experience are a determinant in establishing an appropriate starting salary. Occasionally earning a particular degree or certificate is made a condition of employment, and a predetermined salary increment may be awarded. However, position levels, and resultant salary ranges, are determined based upon a set of factors that include “minimum education experience”. Job-related advanced degrees earned while employed at the University will not be considered as the sole basis for an equity increase. The procedure to be followed is: Staff member or supervisor completes Section I of Request for Equity Review form (Appendix #5) and forwards, with position description, to Department Head, with copies to Xxxx or Director and Administrative Officer. The HR- approved position description on which the review was based shall be the position description for the purposes of the appeal procedure. Within 10 working days of receipt, Department Head after consultation with Xxxx/Director or Administrative Officer completes Section II and forwards, with organizational chart and justification, to Manager of Total Compensation at Amherst or the Director of Personnel at Boston. Within 20 working days of receipt, Division of Human Resources completes Section III of Request for Equity Review form and returns it to Department Head with copies to staff member and Administrative Officer. If staff member wishes to appeal action taken in Step 3 above, within 10 working days of receipt he or she completes Section IV of Request for Equity Review form and submits, to his or her union representative. All appeals being brought before the Board must be initiated by the Union. Only the Union may initiate appeals to the Board by sending written notice of an appeal to the Manager of Total Compensation at Amherst or the Director of Personnel at Boston. Such notice shall specify the employee appealing and the grounds on which they app...
Equity Increases. 31.11 The CSU agrees to fund a system-wide equity program in the amount of $2 million (two million dollars) in compensation increases to be distributed in Fiscal Year 2014-2015 to all tenured and probationary faculty unit employees who meet the following eligibility criteria as of July 1, 2014, and who are not rehired annuitants or participants in the Faculty Early Retirement Program:
