Common use of General Compensation Provisions Clause in Contracts

General Compensation Provisions. Adjustments in the compensation of individual faculty members and academic-staff members may be called for to reflect competitive changes in the academic market, to reward outstanding professional contributions, and to effect the correction of inequities. Salaries, salary increases, and fringe benefits as specified in this Agreement are minimum requirements. The University may provide salaries, salary increases and fringe benefits in excess of these minima when such extra salaries and fringe benefits are essential for the maintenance or improvement of the academic quality of the unit. In such cases, there shall be prior review with the appropriate department, School/College, or unit salary committee except in unusual circumstances where it is impractical. The University’s implementation of any such salary and/or fringe benefits shall be reported to the salary committee of the unit and to the Association, and the required funds shall not be taken from negotiated compensation- increase pools of current or future bargaining-unit budgets. The University may grant bonus payments that do not accrue to base salary. The Association agrees that the Administration may recover by payroll deduction any overpayment that may have occurred as the result of a clerical, procedural or machine mistake. An overpayment shall have occurred when a member of the bargaining unit has received more salary than that to which s/he is entitled by contract. In the event of a dispute as to whether an overpayment has occurred, this question may be grievable under the terms of Article XVII of this Agreement. The grievance process shall be expedited. No payroll deduction shall be made before settlement of this grievance or for five (5) months, whichever is less. No payroll deduction may exceed the lesser of: (a) twenty-five percent (25%) of disposable earnings for one (1) week; or (b) the amount by which disposable earnings for the week exceed thirty (30) times the federal minimum hourly wage in effect at the time of the deduction. In the event of an executive order or a legislative reduction of the state appropriation, at the University’s request, representatives of the Association and representatives of the University Administration shall meet to discuss the impact of this reduction and possible solutions to the problem.‌ Salary adjustments under the foregoing provisions are not subject to the Grievance Procedure under this Agreement or under any previous agreement. This prohibition precludes grievances under this and all other provisions of this and previous agreements.

General Compensation Provisions. ‌ Adjustments in the compensation of individual faculty members and academic-staff members may be called for to reflect competitive changes in the academic market, to reward outstanding professional contributions, and to effect the correction of correct inequities. Salaries, salary increases, and fringe benefits as specified in this Agreement are minimum requirements. The University may provide salaries, salary increases and fringe benefits in excess of these minima when such extra salaries and fringe benefits are essential for the maintenance or improvement of the academic quality of the unit. In such cases, there shall be prior review with the appropriate department, School/College, or unit salary committee except in unusual circumstances where it is impractical. The University’s implementation of any such salary and/or fringe benefits shall be reported to the salary committee of the unit and to the Association, and the required funds shall not be taken from negotiated compensation- compensation-increase pools of current or future bargaining-unit budgets. The University may grant bonus payments that do not accrue to base salary. The Association agrees that the Administration may recover by payroll deduction any overpayment that may have occurred as the result of a clerical, procedural or machine mistake. An overpayment shall have occurred when a member of the bargaining unit has received more salary than that to which s/he is they are entitled by contract. In the event of a dispute as to whether an overpayment has occurred, this question may be grievable under the terms of Article XVII of this Agreement. The grievance process shall be expedited. No payroll deduction shall be made before settlement of this grievance or for five (5) months, whichever is less. No payroll deduction may exceed the lesser of: (a) twenty-five percent (25%) of disposable earnings for one (1) week; or (b) the amount by which disposable earnings for the week exceed thirty (30) times the federal minimum hourly wage in effect at the time of the deduction. In the event of an executive order or a legislative reduction of the state appropriation, at the University’s request, representatives of the Association and representatives of the University Administration shall meet to discuss the impact of this reduction and possible solutions to the problem.‌ Salary adjustments under the foregoing provisions are not subject to the Grievance Procedure under this Agreement or under any previous agreement. This prohibition precludes grievances under this and all other provisions of this and previous agreements.five

General Compensation Provisions. Adjustments in the compensation of individual faculty members and academic-staff members may be called for to reflect competitive changes in the academic market, to reward outstanding professional contributions, and to effect the correction of correct inequities. Salaries, salary increases, and fringe benefits as specified in this Agreement are minimum requirements. The University may provide salaries, salary increases and fringe benefits in excess of these minima when such extra salaries and fringe benefits are essential for the maintenance or improvement of the academic quality of the unit. In such cases, there shall be prior review with the appropriate department, School/College, or unit salary committee except in unusual circumstances where it is impractical. The University’s implementation of any such salary and/or fringe benefits shall be reported to the salary committee of the unit and to the Association, and the required funds shall not be taken from negotiated compensation- compensation-increase pools of current or future bargaining-unit budgets. The University may grant bonus payments that do not accrue to base salary. The Association agrees that the Administration may recover by payroll deduction any overpayment that may have occurred as the result of a clerical, procedural or machine mistake. An overpayment shall have occurred when a member of the bargaining unit has received more salary than that to which s/he is they are entitled by contract. In the event of a dispute as to whether an overpayment has occurred, this question may be grievable under the terms of Article XVII of this Agreement. The grievance process shall be expedited. No payroll deduction shall be made before settlement of this grievance or for five (5) months, whichever is less. No payroll deduction may for such overpayment shall exceed the lesser of: (a) twenty-five fifteen percent (2515%) of disposable earnings for one (1) week; or (b) the gross wages earned, only the amount deducted that equals or is less than fifteen percent (15%) of the bargaining-unit member’s gross wages may be deducted without a written consent. Deductions under this provision shall only be made after all legally authorized deductions, deductions authorized by which disposable earnings this Agreement, or employee authorized deductions (e.g., tax withholdings, garnishments, child support deductions, Union dues or other authorized Collective Bargaining Agreement deductions and any specific employee authorized deduction or allocation – such as charitable contribution, payment of a medical insurance premium, deductions for a savings plan, payment or deposit of funds in a credit union or an employee purchase). No deduction shall be imposed that results in a deduction of gross wages paid below the week exceed thirty (30) times greater of the state or federal minimum hourly wage in effect at the time of the deductionrate. In the event of an executive order or a legislative reduction of the state appropriation, at the University’s request, representatives of the Association and representatives of the University Administration shall meet to discuss the impact of this reduction and possible solutions to the problem.‌ problem. Salary adjustments under the foregoing provisions are not subject to the Grievance Procedure under this Agreement or under any previous agreement. This prohibition precludes grievances under this and all other provisions of this and previous agreements.

General Compensation Provisions. Adjustments in the compensation of individual faculty members and academic-staff members may be called for to reflect competitive changes in the academic market, to reward outstanding professional contributions, and to effect the correction of inequities. Salaries, salary increases, and fringe benefits as specified in this Agreement are minimum requirements. The University may provide salaries, salary increases and fringe benefits in excess of these minima when such extra salaries and fringe benefits are essential for the maintenance or improvement of the academic quality of the unit. In such cases, there shall be prior review with the appropriate department, School/Collegecollege, or unit salary committee except in unusual circumstances where it is impractical. The University’s implementation of any such salary and/or fringe benefits shall be reported to the salary committee of the unit and to the Association, Association and the required funds shall not be taken from negotiated compensation- increase pools of current or future bargaining-bargaining unit budgetsnegotiated compensation increase pools. The University may grant bonus payments that do not accrue to base salary. The Association agrees that the Administration may recover by payroll deduction any overpayment that may have occurred as the result of a clerical, procedural or machine mistake. An overpayment shall have occurred when a member of the bargaining unit has received more salary than that to which she/he she is entitled by contract. In the event of a dispute as to whether an overpayment has occurred, this question may be grievable under the terms of Article XVII of this Agreement. The grievance process shall be expedited. No payroll deduction shall be made before settlement of this grievance or for five (5) months, whichever is less. No payroll deduction may exceed the lesser of: (a) twenty-five percent (25%) % of disposable earnings for one (1) week; or (b) the amount by which disposable earnings for the week exceed thirty (30) times the federal minimum hourly wage in effect at the time of the deduction. In the event of an executive order or a legislative reduction of the state appropriation, at the University’s request, representatives of the Association and representatives of the University Administration shall meet to discuss the impact of this reduction and possible solutions to the problem.‌ Salary adjustments under the foregoing provisions are not subject to the Grievance Procedure under this Agreement or under any previous agreement. This prohibition precludes grievances under this and all other provisions of this and previous agreements.or