Hospital Initiated Wage Increases or Other Wage Payments Sample Clauses

Hospital Initiated Wage Increases or Other Wage Payments. The parties agree the Hospital, in its sole discretion, has the right to establish and implement an increase in the base hourly rates of pay, as well as a retention bonus, a differential payment, a premium payment, or a specialty pay for all employees or a portion of employee(s) employed in the bargaining unit at times not related to wage increases listed in Article 40, Section 1 through 3, if any, or other wage payments not related to those listed in Article 40, Sections 5 through10 so as to remain competitive in the marketplace. The Hospital will provide the Union advanced notice before implementing the pay change. The parties recognize certain nursing units or departments require employees to possess specific job skills, experiences, credentials, competencies and talents to effectively serve patients in these areas. The parties agree the Hospital may, in its discretion, compensate employees in these areas differently than other employees in the bargaining unit to account for these different job requirements and to remain competitive in the marketplace. Otherwise, the Hospital agrees not to hire Clinical Nurse II’s in the bargaining unit at hourly rates greater than the highest hourly rate for incumbents with equal years of experience. The Hospital-initiated wage increases or other wage payments allowed under this Section may be granted at any time, including during the negotiation of a renewal agreement and before tentative agreements have been approved by the Hospital Board in accordance with Article 51, Approval of the Board of the University of Kansas Hospital Authority, of this Agreement.
Sample 1
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Hospital Initiated Wage Increases or Other Wage Payments. The parties agree the Hospital, in its sole discretion, has the right to establish, implement, and/or increase the following:
Sample 1

Related to Hospital Initiated Wage Increases or Other Wage Payments

  • Utilization of Sick Leave with Pay Temporary employees who have earned sick leave credits in their temporary appointment shall be eligible for sick leave for any period of absence from employment due to any of the following reasons: • illness; • bodily injury; • disability resulting from pregnancy; • necessity for medical or dental care; • if the employee is a victim of domestic violence, harassment, sexual assault, or stalking; or the parent or guardian of a minor child or dependent who is a victim of domestic violence, harassment, sexual assault or stalking, pursuant to ORS 659A.270 through 659A.290; • attendance at an employee assistance program; • exposure to contagious disease; • for the emergency repair of personal assistive devices which are medically necessary for the employee to perform assigned duties; • attendance upon members of the employee’s or the employee’s spouse’s immediate family, or the equivalent of each for domestic partners, (parent, wife, husband, children, brother, sister, grandmother, grandfather, grandchild, or another member of the immediate household) where the employee’s presence is required because of illness or death; • parental leave. The employee has the duty to insure that they make other arrangements, within a reasonable period of time, for the attendance upon children or other persons in the employee’s care. Certification of an attending physician or practitioner may be required by the Agency to support the employee’s claim for sick leave if the employee is absent in excess of seven (7) days, or if the Agency has evidence that the employee is abusing sick leave privileges. The Agency may also require such certificate from an employee to determine whether the employee should be allowed to return to work where the Agency has reason to believe that the employee’s return to work would be a health hazard to either the employee or to others. (See Section 4 for FMLA and OFLA.)

  • Enrolled Nurse (With Notation Pay point 1 (a) Pay point 1 refers to the pay point to which an enrolled nurse (EN) has been appointed. (b) An employee will be appointed based on training and experience including: having satisfactorily completed a hospital based course of training in nursing of not more than 12 months duration leading to enrolment as an EN; or having satisfactorily completed a course of training of 12 months duration in a specified branch of nursing leading to enrolment on a register or roll maintained by a state/territory nurses registration board; and having practical experience of up to but not more than 12 months in the provision of nursing care and/or services, and, the undertaking of in-service training, subject to its provision by the employing agency, from time to time. Skill Indicators  The employee has limited or no practical experience of current situations; and  The employee exercises limited discretionary judgment, not yet developed by practical experience. A.2.2

  • Multi-Year Planning The CAPS will be in a form acceptable to the LHIN and may be required to incorporate (1) prudent multi-year financial forecasts; (2) plans for the achievement of performance targets; and (3) realistic risk management strategies. It will be aligned with the LHIN’s then current Integrated Health Service Plan and will reflect local LHIN priorities and initiatives. If the LHIN has provided multi-year planning targets for the HSP, the CAPS will reflect the planning targets.

  • General Wage Increases The Employer and the Union agree that the new Collective Agreement shall reflect wage adjustments as follows:

  • Campaign Contributions The CONTRACTOR is hereby notified of the applicability of 11-355, HRS, which states that campaign contributions are prohibited from specified state or county government contractors during the terms of their contracts if the contractors are paid with funds appropriated by a legislative body.

  • Overtime Distribution The Employer and the Union will discuss Departmental or agency specific overtime distribution policies at the Departmental or agency level. The Employer agrees to follow its existing overtime distribution policies until changed as a result of Employer/Union negotiation.

  • 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.

  • Traditional IRA-to-Xxxx XXX Conversions If you convert to a Xxxx XXX, the amount of the conversion from your Traditional IRA to your Xxxx XXX will be treated as a distribution for income tax purposes, and is includible in your gross income (except for any nondeductible contributions). Although the conversion amount generally is included in income, the 10 percent early distribution penalty tax will not apply to conversions from a Traditional IRA to a Xxxx XXX, regardless of whether you qualify for any exceptions to the 10 percent penalty tax. If you are required to take a required minimum distribution for the year, you must remove your required minimum distribution before converting your Traditional IRA.

  • Pension Contributions While on Short Term Disability Contributions for OMERS Plan Members When an employee/plan member is on short-term sick leave and receiving less than 100% of regular salary, the Board will continue to deduct and remit OMERS contributions based on 100% of the employee/plan member’s regular pay.

  • Campaign Contributions / Lobbying Funds provided through a grant award or contract shall not be given or received in exchange for the making of a campaign contribution. No part of the funds provided through this contract shall be used to influence or attempt to influence an officer or employee of any State of Kansas agency or a member of the Legislature regarding any pending legislation or the awarding, extension, continuation, renewal, amendment or modification of any government contract, grant, loan, or cooperative agreement.

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