Hiring Ranges Sample Clauses

Hiring Ranges. New Employees The following hiring ranges already reflect the adjustments provided for in Section 21.02A above. Pay Grade Classification Effective July 1, 2022 Effective July 1, 2023 Hiring Range Minimum Hiring Range Maximum Hiring Range Minimum Hiring Range Maximum A Copy Center Operator I $13.52 $14.00 Dispatcher Routing I School Children Attendant B Cashier I $13.52 $14.17 $14.00 $14.65 Copy Center Operator II Duplicating Machine Operator I Telephone Operator Office Support Assistant C Bowling and Billiard Center Attendant $14.48 $15.13 $14.91 $15.56 Cashier II Library Clerk Medical Office Assistant Multimedia Assistant Payroll Clerk Office Support Associate D Accounting Assistant $15.60 $16.25 $16.07 $16.72 Cashier III Collection Representative Dispatcher Routing II Duplicating Machine Operator II Medical Office Associate Payroll Specialist I Shipping/Receiving Clerk Transportation Clerk Typesetter II E Collections Specialist $16.68 $17.33 $17.18 $17.83 Copy Center Operator III Distribution Clerk Inventory Specialist Library Assistant Medical Records Technician Multimedia Operator Office Support Specialist Telephone Operator II Test Specialist Web Specialist I F Accounting Officer $17.96 $18.61 $18.50 $19.15 Duplicating Machine Operator III Library Specialist Medical Office Specialist Office Manager Payroll Specialist II Typesetter III Web Specialist II G Collections Assistant Manager $19.35 $20.00 $19.93 $20.58 Senior Library Specialist H Communication Services Specialist I $21.02 $21.67 $21.65 $22.30 I Communication Services Specialist II $23.11 $23.81 Events Administrator (Ticket Control) Hiring Ranges for new employees hired for the Chicago area offices are as follows: Effective January 1, 2023 Effective January 1, 2024 Classification Hiring Range Minimum Hiring Range Maximum Hiring Range Minimum Hiring Range Maximum Office Support Associate $18.08 $18.73 $18.62 $19.27 Office Support Specialist $20.77 $21.42 $21.39 $22.04 Office Manager $22.38 $23.03 $23.06 $23.71
Sample 1
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Hiring Ranges. New Employees Hiring ranges for all classifications represented by this Agreement shall be those noted below. Beginning July 1, 2001, and continuing for the remaining fiscal years ocvered by this Agreement, starting ranges shall be adjusted by 3%. In no case will new employees be hired above the hiring range maximum. Effective July 1, 2000, hiring ranges for all classifications represented by AFSCME Local 3236 shall be those notedbelow: Pay Grade Classification Hiring Range Minimum Hiring Range Maximum A $7.62 B Accounting Clerk Cashier I Copy Center Operator I Dispatcher Routing I Library Clerk II School Children Attendant Secretary II (Transcribing) Clerical Assistant $7.54 $8.33 C Audio-Visual Aids Technician I Bowling and Billiard Center Attendant Cashier II Clerk Copy Center Operator II Data Entry Operator I Duplicating Machine Operator I Library Clerk III Patient Unit Clerk I Payroll Clerk I Secretary III (Transcribing) Telephone Operator I $8.18 $8.73 D Account Technician I Cashier III Collection Specialist I Data Entry Operator II $8.92 $9.74 Dispatcher Routing II Duplicating Machine Operator II Patient Unit Clerk II Payroll Clerk II Transportation Clerk Typesetter II E Audio-Visual Aids Technician II Chief Clerk Chief Library Clerk Collection Specialist II Copy Center Operator III Data Entry Operator III Distribution Clerk Secretary IV (Transcribing) Telephone Operator II Test Specialist $9.66 $10.21 F Account Technician II Data Entry Operator IV Duplicating Machine Operator III Payroll Clerk III Staff Clerk Staff Secretary (Transcribing) Typesetter III $10.61 $11.19 G Collection Specialist III $11.57 $12.34 H Telecommunications Services Specialist I $12.73 $12.89 I Events Administrator (Ticket Control) $14.01 -
Sample 1
Hiring Ranges. New Employees For FY2020, FY2021, and FY2022, hiring ranges for new employees will be adjusted by the same percentage, and on the same date, as the FY2020, FY2021, and FY2022 general wage increases provided for in Section 21.01, above. The following FY2020 hiring ranges already reflect the FY2020 adjustment provided for above. Through December 31, 2019 Effective January 1, 2020 Title Hiring Range Minimum Hiring Range Maximum Hiring Range Minimum Hiring Range Maximum Pharmacy Tech I $15.98 $19.18 $16.30 $19.56 LPN II $18.99 $22.30 $19.37 $22.75 Medical Lab Tech II $19.82 $23.79 $20.22 $24.27 Medical Radiographer Technologist II $23.13 $27.74 $23.59 $28.29 Pharmacy Tech II $21.50 $25.81 $21.93 $26.33 Medical Technologist $22.79 $27.39 $23.25 $27.94 Clinic Nurse $24.30 $29.15 $24.79 $29.73 Nurse Practitioner $44.74 $50.16 $45.63 $51.16 While the hiring ranges are intended to provide flexibility in recruiting talented and experienced staff, no new employee will be hired at a rate greater than that paid to existing employees in the same classification with the same (or greater) number of years of experience (equivalent or higher level in the same field) with any employer, including Illinois State University, unless the current employee is brought up to the same rate of pay. The University will maintain full-time equivalent experience for current employees. When the university is ready to fill a vacancy, full-time equivalent experience will be updated for the appropriate classification. The successful candidate’s full-time equivalent work experience will be determined using the same methodology used to determine full-time equivalent experience for current employees. Once the candidate’s experience is determined, the hiring department may establish a starting salary within the negotiated hiring range. Human Resources will ensure other salaries are adjusted if necessary to be in compliance with this section. This section of the contract is not subject to the grievance process outlined in Article 7.
Sample 1

Related to Hiring Ranges

  • Salary Ranges A. The salary ranges for classifications covered by this Agreement shall be those contained in Appendix D.

  • Reallocation to a Class with a Lower Salary Range Maximum 1. If the employee meets the skills and abilities requirements of the position and chooses to remain in the reallocated position, the employee retains existing appointment status and has the right to be placed on the Employer’s internal layoff list for the classification occupied prior to the reallocation.

  • Reallocation to a Class with a Higher Salary Range Maximum Upon appointment to the higher class, the employee’s base salary will be increased to a step of the range for the new class that is nearest to five percent (5.0%) higher than the amount of the pre-promotional step, or to the entry step of the new range, whichever is higher.

  • Reallocation to a Class with an Equal Salary Range Maximum 1. If the employee meets the skills and abilities requirements of the position, the employee remains in the position and retains existing appointment status.

  • Salary Range a. At the beginning of the 2020-21 school year, the salaries of returning full-time teachers were between $36,500 to $61,000.

  • Salary Schedule Progression Employees shall progress from step to step in salary grade on the basis of satisfactory job performance based upon established standards of performance. Seasonal employee's initial anniversary date shall be established after being in pay status for two thousand eighty (2,080) hours. Such date shall then be used for annual performance evaluation and step progression consideration. When an employee's anniversary date falls on any day from the first day of a pay week through Wednesday of the pay week, the employee's merit increase shall be effective as of the first day of the pay week within which the anniversary date falls. Otherwise, the merit increase shall be effective on the first day of the next pay week. Grievances arising from the denial of merit increases shall not be arbitrable under this Agreement but shall be processed as follows:

  • CAMPAIGN CONTRIBUTION AND SOLICITATION LIMITATIONS No state contractor, prospective state contractor, principal of a state contractor or principal of a prospective state contractor, with regard to a state contract or state contract solicitation with or from a state agency in the executive branch or a quasi-public agency or a holder, or principal of a holder of a valid prequalification certificate, shall make a contribution to (i) an exploratory committee or candidate committee established by a candidate for nomination or election to the office of Governor, Lieutenant Governor, Attorney General, State Comptroller, Secretary of the State or State Treasurer, (ii) a political committee authorized to make contributions or expenditures to or for the benefit of such candidates, or (iii) a party committee (which includes town committees). In addition, no holder or principal of a holder of a valid prequalification certificate, shall make a contribution to (i) an exploratory committee or candidate committee established by a candidate for nomination or election to the office of State senator or State representative, (ii) a political committee authorized to make contributions or expenditures to or for the benefit of such candidates, or (iii) a party committee. On and after January 1, 2011, no state contractor, prospective state contractor, principal of a state contractor or principal of a prospective state contractor, with regard to a state contract or state contract solicitation with or from a state agency in the executive branch or a quasi-public agency or a holder, or principal of a holder of a valid prequalification certificate, shall knowingly solicit contributions from the state contractor's or prospective state contractor's employees or from a subcontractor or principals of the subcontractor on behalf of (i) an exploratory committee or candidate committee established by a candidate for nomination or election to the office of Governor, Lieutenant Governor, Attorney General, State Comptroller, Secretary of the State or State Treasurer, (ii) a political committee authorized to make contributions or expenditures to or for the benefit of such candidates, or (iii) a party committee. DUTY TO INFORM State contractors and prospective state contractors are required to inform their principals of the above prohibitions, as applicable, and the possible penalties and other consequences of any violation thereof. PENALTIES FOR VIOLATIONS Contributions or solicitations of contributions made in violation of the above prohibitions may result in the following civil and criminal penalties: Civil penalties—Up to $2,000 or twice the amount of the prohibited contribution, whichever is greater, against a principal or a contractor. Any state contractor or prospective state contractor which fails to make reasonable efforts to comply with the provisions requiring notice to its principals of these prohibitions and the possible consequences of their violations may also be subject to civil penalties of up to $2,000 or twice the amount of the prohibited contributions made by their principals. Criminal penalties—Any knowing and willful violation of the prohibition is a Class D felony, which may subject the violator to imprisonment of not more than 5 years, or not more than $5,000 in fines, or both.

  • Extended Child Care Leave ‌ Upon completion of maternity, adoption and/or parental leave, including any extension to such leaves, a regular employee will be entitled, upon written application, to a leave of absence without pay to care for the child. Subject to Clause 11.3(a), the following conditions shall apply:

  • SALARY STEP INCREASES a. Increases to steps above the entry step shall be based on performance and length of service. The employee must have earned the equivalent of at least twenty-six

  • Solicitation Deviation/Compliance Does the vendor agree with the General Conditions Standard Terms and Conditions or Item Specifications listed in this proposal invitation? Yes

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