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Fiscal Year 2016-2017 Sample Clauses

Fiscal Year 2016-2017. 1. Effective October 1, 2016, all pay range minimum and maximum rates of pay will be adjusted upward three percent (3%) as reflected in Xxxxxxxx "X0" This pay range adjustment does not adjust any individual employee’s salary, unless the individual employee’s salary is below the new minimum rate of the pay range, wherein the employee’s salary will be brought to the new minimum. Such individual salary adjustment is provided in the next paragraph. 2. For Fiscal Year 2016/2017, effective on October 9, 2016, eligible bargaining unit employees, who on their most recent annual performance review received a rating of “Meets Expectations” or higher will receive a three percent (3.0%) base salary increase (within the salary range). To be eligible, employees must be employed in a Unit position as of October 8, 2016, and be employed by the County as of the date of Commission approval of this agreement. 3. Those eligible employees below the maximum of the pay range and limited to an increase of less than three percent (3.0%) to their base hourly pay due to the maximum of the pay range, shall receive a one-time cash gross lump sum amount equal to the difference between three percent (3.0%) and the percentage increase received, less applicable taxes and withholdings. 4. Those eligible employees whose base hourly rate is at or above the maximum rate of their pay range as of October 8, 2016, will not be eligible for a base hourly adjustment as provided in Section C.2. above. Those employees will receive a one-time cash gross lump sum amount equal to three percent (3.0%) of the employee’s base annual salary, less applicable taxes and withholdings. 5. All current employees, who on their most recent annual performance review received a rating of “Does Not Meet Expectations” will not be eligible to receive the annually determined percentage increase at this time. However, in accordance with County policy, such employee should be placed on a formal Performance Improvement Plan with a time duration of ninety (90) days and receive a “Special Performance Evaluation.” At the conclusion of the Performance Improvement Plan time frame, such employees should receive a special performance evaluation and those employees with a performance rating that at least “Meets Expectations” will receive the applicable percent base salary increase prospectively. 6. Notwithstanding the above, in the event that the County agrees to a more favorable salary/wage increase for Fiscal 2016/17, with the Blu...
Fiscal Year 2016-2017Effective on the first full bi-weekly pay period on or after March 1, 2017, the University shall provide a 3% base-building increase to all bargaining unit employees. Trade Lead Classifications shall receive a base building increase in accordance with Section D., below.
Fiscal Year 2016-2017. All persons who are members of the faculty on June 30, 2016 and who continue to be employed as faculty members on July 1, 2016, shall receive an across the board salary increase effective July 1, 2016 in the amount of 2.125%. Such increase shall be based on the unit member's salary as of June 30, 2016.
Fiscal Year 2016-2017. A salary pool of 2% of the URA-AFT salary base as of March 1, 2016 for eligible bargaining unit employees shall be available for merit- based salary increases pursuant to this SCP effective July 1, 2016. Employees who are rated as “meet standards” shall receive an increase to base salary of no less than 1% and no more than 3%. URA unit members who are in a URA unit position on the university’s payroll on January 1, 2016, and remain employed in a URA unit position on the university’s payroll through the payment date of the increase, are eligible for a merit-based salary increase from this salary pool. The new rate of pay will be effective July 1, 2016. Employees who do not receive an evaluation by April 30, 2016, shall receive an increase to their base salary of 2%.
Fiscal Year 2016-2017. For fiscal year 2016-2017, each eligible bargaining unit employee shall receive a wage increase of five percent (5%) as an across-the-board increase to the base rate of pay (not including pay supplements, such as shift differentials).. Eligible employees shall have successfully passed their probationary period as a new employee and are meeting performance standards/expectations. If an employee has a current Performance Excellence Process (PEP) of "Unsatisfactory or Needs Improvement" in effect on the date of the across–the-board increase, the employee will not be eligible to receive the across-the-board increase. To be eligible, the employee must have been employed by the University on or before June 30, 2016. The increase should be effective on the first full pay period in July 2016. Employees that have not passed their probationary period as a new employee as of June 30, 2016 will receive this wage increase in the first full pay period after they pass their probationary period as a new employee.
Fiscal Year 2016-2017. 2% wage increase and a 1% equity adjustment effective June 24, 2016. Fiscal Year 2017-2018: 2% wage increase effective June 23, 2017.
Fiscal Year 2016-2017. 1. In fiscal year 2016/2017, the parties, upon written request by July 1, 2016 can reopen Article 28, Wages and Compensation and three (3) Articles each party. Thereafter, this Agreement shall remain in effect, except for any provisions which specifically expire or are date specific, until a successor agreement is approved by the Board of Broward County Commissioners.
Fiscal Year 2016-2017. The merit program for fiscal year 2016-2017 shall provide for merit salary increases to base salary from a pool of fundssalary pool” -, which salary pool shall be in the amount of 2.125% of the total academic-base salary payroll for all bargaining-unit members eligible for merit increases as of the first full payroll period in August 2015. The University shall disburse the entire amount of the merit adjustment pool. The amount of a merit salary increase, if any, that may be awarded shall be at least 1% of the faculty member’s academic base salary. A faculty member may receive a merit salary increase of up to 7.5% of the faculty member’s academic base salary.
Fiscal Year 2016-2017Effective July 1, 2016, a counselor whose overall job performance is evaluated in the current annual appraisal as meeting standards shall receive a performance-based salary increase of 2% on his/her salary in effect on June 30, 2016.
Fiscal Year 2016-2017The process to determine Merit Based Increases for fiscal year 2016-2017 shall be as set forth in the Side Letter of Agreement dated September 29, 2017. The merit program for fiscal year 2016-2017 shall provide for merit salary increases to base salary from a pool of funds (“salary pool”), which salary pool shall be in the amount of 2.125% of the total academic base salary payroll for all Program Directors eligible for merit increases as of the first full payroll period in December 2015. The University shall disburse the entire amount of the merit adjustment pool. The amount of a merit salary increase, if any, that may be awarded shall be at least 1% of the faculty member’s academic base salary. A faculty member may receive a merit salary increase of up to 5% of the faculty member’s academic base salary.