Geographic Differential Pay Sample Clauses

Geographic Differential Pay. The following pay step differentials are an amendment to the basic pay plan provided in Section 1. All members working in these areas shall have the appropriate additional percentage added to their base rate of pay. Work Facility Location % Above Basic Pay Bethel 50.00 Fairbanks 3.00 Juneau 5.00 Ketchikan 0.00 Nome 37.00 Seward 0.00 Effective July 1, 2012, in those locations where the geographic differential rates are reduced, the salary of current employees will be frozen for so long as they remain at the same job at the same duty station or until salary increases or changes in the Bargaining Unit Member’s position result in the member receiving a higher salary than the frozen amount. If the pay of an employee is reduced because of a demotion, the employee’s geographic differential remains unchanged and continues as long as the employee remains at the same duty station. If the pay of an employee is reduced by the reclassification of the position, the employee will continue to receive the same pay as long as the employee meets the standards set forth above.
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Geographic Differential Pay. The following pay step differentials are an amendment to the basic pay plan provided in Section 1. All members working in these areas shall have the appropriate additional percentage added to their base rate of pay. Work Facility Location % Above Basic Pay Bethel 38.00 Fairbanks 4.00 Juneau 5.00 Ketchikan 8.00 Nome 34.00 Employees whose duty station is Spring Creek Correctional Center (SCCC) shall, upon the completion of one (1) consecutive year worked, be paid the equivalent of one (1) step above the earned step on the applicable salary schedule. Employees whose duty station is SCCC shall, upon the completion of two (2) consecutive years worked, be paid the equivalent of two (2) steps above the earned step on the applicable salary schedule. Employees who have earned placement at the final step in the range shall receive the equivalent of the appropriate step increase established above. Employees who transfer from SCCC to another institution shall be returned to the members’ earned step on the applicable salary schedule. Employees who accept a promotion shall have the promotion calculated based on the step actually earned. Employees who choose to work at an institution other than SCCC on regular time off will be paid at their earned step rather than the increased step established above.
Geographic Differential Pay. The following pay step differentials are an amendment to the basic pay plan provided in Section 1. All members working in these areas shall have the appropriate additional percentage added to their base rate of pay. Work Facility Location % Above Basic Pay Bethel 38.00 Fairbanks 6.00 Juneau 5.00 Ketchikan 13.00 Nome 34.00 Seward 10.00

Related to Geographic Differential Pay

  • Shift Differential Pay A. An employee shall receive additional compensation at the rate of seventy five cents (75¢) per hour for all hours worked on a shift when the majority of hours worked on the shift are between 5:30 p.m. and 7:30 a.m. and in locations where these classes are regularly assigned shift work.

  • Differential Pay Section 1(A). Geographic Area Pay. Classifications C4115, C4116, C4207, C4209, C4211, C4213, C4215, C4221, C4223, C4225: Prevailing basic rates in specific geographical areas for employment of limited duration less than one hundred twenty (120) days will be approved. Employees paid at such rates will not be eligible for vacation, sick leave or holiday benefits. Such rates will be paid only for construction work.

  • Weekend Differential Employees assigned to State institutions other than Maine State Prison shall be eligible for a weekend differential of fifty cents ($.50) per hour to the base for shifts beginning between 10:00 p.m. Friday and 9:59 p.m.

  • Shift Differential The shift differential for employees working on assigned shifts which begin before 6:00 A.M. or which end at or after 7:00 P.M. shall be sixty-five cents ($0.65) per hour for all hours worked on that shift. Such shift differential shall be in addition to the employee's regular rate of pay and shall be included in all payroll calculations, but shall not apply during periods of paid leave. Employees working the regular day schedule who are required to work overtime or who are called back to work for special projects shall not be eligible for the shift differential.

  • Bilingual Differential When formally assigned in the employee’s position description, an employee assigned to interpret to or from another language to English will receive a differential of five percent (5%) of base pay.

  • Shift Differentials A shift differential of thirty-five cents ($.35) per hour shall be paid for shifts starting between 2:00 p.m. and 9:59 p.m. for employees regularly assigned to such shifts. A shift differential of forty-five cents ($.45) per hour shall be paid for shifts starting between 10:00 p.m. and 3:00 a.m. for employees regularly assigned to such shifts. The differential provided herein shall be part of base pay for overtime pay and other purposes. Employees at the Maine State Prison who are regularly assigned to the 5:00 p.m. to 5:00 a.m. shift are to be paid a shift differential of forty-five cents ($.45) per hour. Employees of mental health and correctional facilities shall be eligible for the second shift differential when their shift begins between 12:00 noon and 4:59 p.m.

  • Leadwork Differential (a) Leadwork differential shall be defined as a differential for employees who have been formally assigned by their supervisor in writing, “leadwork” duties for ten (10) consecutive calendar days (or the equivalent thereof for alternate or flexible schedules) or longer provided the leadwork or team leader duties are not included in the classification specification for the employee’s position. Leadwork is where, on a recurring daily basis, the employee has been directed to perform substantially all of the following functions: to orient new employees, if appropriate; assign and reassign tasks to accomplish prescribed work efficiently; give direction to workers concerning work procedures; transmit established standards of performance to workers; review work of employees for conformance to standards; and provide informal assessment of workers’ performance to the supervisor.

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