Extra Pay Positions Sample Clauses

Extra Pay Positions a. The proposed activity shall be described in writing to the principal. The principal will acknowledge the receipt of the request and give a written opinion within fifteen (15) school days. The principal may then submit the proposal with his recommendation to the Superintendent. The principal may then approve a trial period of one school year. At the end of the trial period a recommendation must be submitted to the School Committee through administrative channels for the institution of this activity on a continuing basis. Factors will be negotiated.
Sample 1Sample 2Sample 3
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Extra Pay Positions. Staff may indicate an interest in the positions to the building administrator. These positions shall be as evenly distributed as possible. Each assignment shall be for one year only. Individual contracts will be awarded for the positions and they will be evaluated. Extra pay positions may be assigned by the building administrator if deemed necessary.
Sample 1
Extra Pay Positions. The District may fill an extra pay position from without the Unit provided the position is posted for ten (10) school days (or a lesser period in case of a resignation during the season or other emergency) and further provided no member of the Unit who applies meets the qualifications set forth in the posting and a copy of the posting is emailed to all unit members.
Sample 1
Extra Pay Positions. 12.6.1 Any extra duty position filled is paid per the Extra Duty Salary Schedule; Appendix C. 12.6.2 Each unit member who has served in an extra-pay position during the current school year and expresses a willingness to be appointed to the same extra-pay position for the following year will be notified by May 1, of his/her reappointment, which is at the discretion of the District, for the next school year. 12.6.3 An extra-pay position that is not filled via the reappointment process will be declared an open position. When a position is declared open, the District will publicize the open position by posting a notice of the open position at each school. The notice will include a list of qualifications for the position. All unit members who are interested in being considered for the position may submit an application to the District. 12.6.4 The District will first consider unit member applications for the open position. If a unit member candidate is properly qualified, as determined by the District, he/she will be appointed to the position. In the event that no unit member is appointed to the position, other applicants will be considered. Appointments to all extra-pay positions will be based on District timelines and contingent on the program being offered in the school for the following year. Unit members may make a written request of the district to open a coaching position held by a walk-on coach not employed as a certificated or classified unit member of the district. The district has full discretion when considering the request to open or not to open the position. Such requests must be made by April 1st of the current school year for the following school year. 12.6.5 Each unit member who is appointed to an extra-pay position will work such time as necessary to complete the responsibilities in a professional manner as set forth in the District-adopted job description. 12.6.6 Coaches will receive an additional stipend of $250 for any post season games per sport. The additional stipends will be paid to head coaches and assistant coaches who are paid during the regular season of play. Excluded would be non-paid /volunteer coaches. Coaches who choose to split the regular season stipends would also split the post season stipend of $250.00.
Sample 1
Extra Pay Positions. The District and the SCEA recognize the importance of having teaching staff members hold positions on the extra pay schedules that directly work with students (i.e., student activities) or that involve making decisions that impact educational programs. As such, preference will be given to hiring qualified teaching staff for these extra pay positions, rather than employing persons outside the teaching field.
Sample 1
Extra Pay Positions. South Fork Junior-Senior High School teachers who are contracted for an extra- pay position as listed in Appendix D will not be required to supervise more than two (2) activities during the school year. Teachers who are contracted for two (2) or more extra-pay positions will not be required to supervise more than one (1) activity. Teachers may voluntarily supervise as many activities as they wish.
Sample 1
Extra Pay Positions. All extra pay positions proposed in the district, and all other positions which are open to teachers, as well as others, shall be posted prior to March 15. A copy of the list of positions shall be forwarded to the Association within ten days of posting. Any teacher may apply within ten days of the posting. Each applicant shall be given consideration.
Sample 1
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Related to Extra Pay Positions

  • Financial Services Compensation Scheme We are a participant in the Financial Services Compensation Scheme (the “FSCS”). As a retail client you may be eligible to claim compensation from the FSCS in certain circumstances if we, any approved bank, our nominee company or eligible custodian are in default. Most types of investment business are covered in full for the first £85,000 of any eligible claim. Not every investor is eligible to claim under this scheme: for further information please contact us, or the FSCS directly at xxx.xxxx.xxx.xx.

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  • Extra Compensation The Board shall pay no fees, other than described above, to the PA/E unless authorized by the Board as follows: A. If the scope of the Project or site is changed, the Board and the PA/E shall negotiate a reasonable fee based upon the probable estimated construction cost in changing the scope of the work and the approximate percentage of the estimated construction cost which was used to negotiate this Agreement if, and, as such may be applicable. B. If the DOE or Board requires the PA/E to make major or costly changes to the Schematic, Preliminary or Construction Document Phase submittals, which changes are not caused by architectural or engineering error or oversight, the PA/E shall be paid to redesign for additional expenses in an amount agreed to by the parties. Under no circumstances will the principals of the PA/E and the principals of his consultants be paid a fee in excess of $125.00 per hour.

  • Longevity Pay If an employee leaves State Classified employment and later is rehired, he/she shall receive no longevity pay. However, once such a rehired employee has been in pay status for five (5) years, all previous service time shall be credited for longevity pay. The only exception shall be for employees rehired who repay severance pay received. (See Article 22, Section Q.)

  • Longevity Payments (a) Longevity payments as set out in the salary schedule in Appendix A-1 (Interest Arbitration ineligible employees) and Appendix A-2 (Interest Arbitration eligible employees) will be provided to eligible employees upon completion of 10, 15, 20 and 25 years of continuous service. Continuous service shall mean time in a title or combination of titles which have existed and/or presently exist in the Security Services Unit, Agency Police Services Unit or Security Supervisors Unit. Such payment will be added to base pay effective on the payroll period which next begins following the actual completion of 10, 15, 20 and 25 years of continuous service. (b) In no event may an employee's basic annual salary exceed the longevity maximum of the salary grade as the result of the longevity payment or adjustment. (c) Employees whose basic annual salary after the application of the general increase and implementation of the new salary schedule is above the job rate will be considered to have received longevity payments in the amount by which their basic annual salary exceeds the job rate for their grade. (d) Such longevity payments will be added to and considered part of base pay for all purposes except for determining an employee's change in salary upon movement to a different salary grade and his potential for movement to the job rate of the new grade, after which determination the appropriate longevity payments will be restored. (e) The longevity amount for all employees will be adjusted to reflect the longevity payments which are appropriate to their current salary grade.

  • Flexible Working Arrangements In accordance with the Employment Relations Act 2000, an employee affected by family violence may request a short-term (two months or less) variation of their employment arrangements to assist the employee to deal with the effects of family violence.

  • Short-Term Incentive Compensation In addition to the foregoing Base Salary, the Executive shall be eligible during the Term to receive cash short-term incentive compensation, determined and payable in the discretion of the Compensation Committee of the Board. At least annually, the Compensation Committee shall consider awarding short-term incentive compensation to the Executive.

  • Compensation Plans Following any termination of the Executive's employment, the Company shall pay the Executive all unpaid amounts, if any, to which the Executive is entitled as of the Date of Termination under any compensation plan or program of the Company, at the time such payments are due.

  • Ancillary and Travel Expenses A. Except as otherwise provided in the Grant Agreement, no ancillary expenses incurred by the Grantee in connection with its provision of the services or deliverables will be reimbursed by the System Agency. Ancillary expenses include, but are not limited to, costs associated with transportation, delivery, and insurance for each deliverable. B. Except as otherwise provided in the Grant Agreement, when the reimbursement of travel expenses is authorized by the Grant Agreement, all such expenses will be reimbursed in accordance with the rates set by the Texas Comptroller’s Textravel guidelines, which can currently be accessed at: xxxxx://xxx.xxx.xxxxx.xxx/fmx/travel/textravel/

  • SALARY SACRIFICE ARRANGEMENTS 34.1 Employees covered by this Agreement will have access to salary sacrifice arrangements in addition to the compulsory arrangement detailed above. The requirements of any such arrangements shall ensure that: (a) Accessing a salary sacrifice arrangement is a voluntary decision to be made by the individual Employee. (b) An Employee wishing to enter into a salary sacrifice arrangement will be required to notify their Employer in writing of the intention to do so and have sought expert advice in relation to entering into such an arrangement. (c) The Employer shall meet the cost of implementing the administrative and payroll arrangements necessary for the introduction of salary sacrifice to the Employees under the Agreement. (d) The co-contribution of superannuation payments referred to herein shall be made by way of salary sacrifice arrangements.

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