HEW STEPS Sample Clauses

HEW STEPS. Those transferring Professional, and Trades and Services, former Monash employees who transferred at HEW levels 3, 5, 7, and 9 only will retain the additional salary steps provided for in the former Monash University Enterprise Agreement (Academic and Professional Staff) 2009, and the former Monash University Enterprise Agreement (Trades and Services Staff – Building and Metal Trades Staff) 2009. Therefore, the number of salary steps to be retained for the staff who transferred on the above four levels only are as follows: HEW level 3.1 to 3.7 HEW level 5.1 to 5.8 HEW level 7.1 to 7.6 HEW level 9.1 to 9.4
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HEW STEPS. Those transferring Professional, and Trades and Services, former Monash employees who transferred to Federation University at HEW levels 3, 5, 7, and 9 only will retain the additional salary steps provided for in the former Monash University Enterprise Agreement (Academic and Professional Staff) 2009, and the former Monash University Enterprise Agreement (Trades and Services Staff – Building and Metal Trades Staff) 2009. Therefore, the number of salary steps to be retained for the staff who transferred on the above four levels only are as follows: HEW level 3.1 to 3.7 HEW level 5.1 to 5.8 HEW level 7.1 to 7.6 HEW level 9.1 to 9.4 HEW Level Previous Gippsland Increment FedUni Increment Current Annual Salary 1 April 2018 Effective FFPPOA 1/06/2019 Effective FFPPOA 1/05/2020 Effective FFPPOA 1/05/2021 Effective FFPPOA 1/12/2021 HEW 3 1 7 $59,627 $61,377 $62,482 $63,669 $64,497 HEW 5 1 8 $76,053 $77,803 $79,203 $80,708 $81,758 HEW 7 1 6 $92,959 $94,709 $96,414 $98,246 $99,523 HEW 9 1 4 $118,071 $119,821 $121,978 $124,295 $125,911 SCHEDULE 4 - TEACHING AND RESEARCH ACADEMIC EMPLOYEES‌ Minimum Standards for Academic Levels (MSALs) LEVEL A A Level A academic will work with the support and guidance from more senior academic staff and is expected to develop his or her expertise in teaching and research with an increasing degree of autonomy. A Level A academic will normally have completed four years of tertiary study or equivalent qualifications and experience and may be required to hold a relevant higher degree. A Level A academic will normally contribute to teaching at the institution, at a level appropriate to the skills and experience of the staff member, engage in scholarly, research and/or professional activities appropriate to his or her professional discipline, and undertake administration primarily relating to his or her activities at the institution. The contribution to teaching of level A academics shall be primarily at undergraduate and graduate diploma level. The standards are not exhaustive of all tasks in academic employment, which is by its nature multi-skilled and involves an overlap of duties between levels. LEVEL B A Level B academic will undertake independent teaching and research in his or her discipline or related area. In research and/or scholarship and/or teaching a Level B academic will make an independent contribution through professional practice and expertise, and co-ordinate and/or lead the activities of other staff, as appropriate to th...
Sample 1

Related to HEW STEPS

  • Action Steps State scope of practice laws can allow for broad, unre- stricted CPAs between pharmacists and other providers. To build and strengthen collaborative practices, phar- macists can use the following strategies, which were proposed by the APhA Foundation’s expert group: Use simple, understandable terms to describe the patient care services that pharmacists can provide. Educate other health care professionals about the value of including pharmacists on health care teams. Encourage other health professional organizations to work together when proposing changes to scope of practice laws. Set up or participate in interprofessional committees to discuss how scope of practice laws can expand the role of pharmacists and other health professionals in team-based care. Talk with local health care providers about entering into CPAs. Talk with payers about using viable business models to support pharmacists’ patient care services. Share appropriate health information with providers through the use of EHRs. Show relevant stakeholders the value of aligning incentives and reimbursement for all health care team members involved in patient care to improve health and decrease costs. Maintain strong, trusting, and mutually beneficial relationships with patients, doctors, and other providers and encourage those individuals to promote pharmacists’ patient care services. Expanding and promoting pharmacists’ patient care services at the local level can help key stakeholders understand the value of CPAs. Patients, doctors, and other health care pro- viders can share their positive experiences with pharmacists to affirm and promote the value that pharmacists bring to the health care system. They can also champion policies that support collaborative practices.

  • Longevity Steps STEP 19 = 11 years of, full-time service in the Murrieta Valley Unified School District with the exception of broken service caused by an allowable necessity in accordance with the definition of “Allowable Necessity” contained in Appendix F “Definition of Terms.” STEP 22 = 14 years of, full-time service in the Murrieta Valley Unified School District with the exception of broken service caused by an allowable necessity in accordance with the definition of “Allowable Necessity” contained in Appendix F “Definition of Terms.” STEP 25 = 17 years of, full-time service in the Murrieta Valley Unified School District with the exception of broken service caused by an allowable necessity in accordance with the definition of “Allowable Necessity” contained in Appendix F “Definition of Terms.” STEP 28 = 20 years of, full-time service in the Murrieta Valley Unified School District with the exception of broken service caused by an allowable necessity in accordance with the definition of “Allowable Necessity” contained in Appendix F “Definition of Terms.”

  • Third Step In the event a grievance has not been satisfactorily resolved at the second step, the aggrieved teacher shall file, within five (5) school days of the principal’s written decision at the second step, a copy of the grievance with the Superintendent. Within ten (10) school days after such written grievance is filed, the aggrieved and the Superintendent or his/her designee shall meet to resolve the grievance. The Superintendent or his/her designee shall file an answer within ten (10) school days of the third step grievance meeting and communicate it in writing to the teacher and the principal.

  • Procedural Steps 33. a. Step 1: An employee having a grievance other than one involving disciplinary suspension or discharge, may first discuss it with the employee's immediate supervisor and try to work out a satisfactory solution in an informal manner. Resolution of any grievance at this step without the formal intervention of the Union or the Director of the Employee Relations Division (ERD) shall not impair the position of either the Union or the Director of ERD in any subsequent dispute between the City and the Union which advances beyond this step.

  • Informal Step As an informal step, the employee is encouraged to make an xxxxxxx effort to resolve the grievance directly with the management person to whom he reports. At his option, the employee may be accompanied by the Shop Xxxxxxx for the department in which the employee works.

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