Job Levels Sample Clauses

Job Levels. Job Levels Sept. 2 2008 Sept.5, 2009 Sept 4, 2010 Sept. 3, 2011 Sept. 1, 2012 Sept.7, 2013 Increase $0.30/hr. 1.00% 1.25% 1.75% 2.25% 2.25% 1 $20.90 $21.11 $21.37 $21.75 $22.24 $22.74 2 $22.86 $23.09 $23.38 $23.79 $24.32 $24.87 3 $23.03 $23.26 $23.55 $23.96 $24.50 $25.05 4 $23.81 $24.05 $24.35 $24.77 $25.33 $25.90 5 $24.10 $24.34 $24.65 $25.08 $25.64 $26.22 6 $24.83 $25.08 $25.39 $25.84 $26.42 $27.01 7 $25.72 $25.98 $26.30 $26.76 $27.36 $27.98 8 $26.06 $26.32 $26.65 $27.12 $27.73 $28.35 9 $26.83 $27.10 $27.44 $27.92 $28.55 $29.19 10 $27.61 $27.89 $28.23 $28.73 $29.38 $30.04 11 $28.08 $28.36 $28.72 $29.22 $29.88 $30.55 12 $29.19 $29.48 $29.85 $30.37 $31.06 $31.75 Applier, Brazing Alloys 006 0625 07 Assembler, Engine ‘A’ 040 0408 08 Assembler, Engine ‘B’ 040 0409 06 Assembler, Engine & Electrical 040 0668 09 Xxxxxx Operator 1 012 0679 11 Xxxxxx Operator 2 012 0678 10 Attendant, Fuel Distribution System 043 0518 04 Electrician, Maintenance 017 0136 12 Electro Plater ‘A’ 004 0139 08 Electro Plater ‘B’ 004 0140 05 Engine Assembler & Balancing Operator 040 0674 10 Expediter, 1 003 0141 07 Expediter, 2 003 0335 06 Facilities Maintenance Mechanic 046 0675 12 Fitter, Engine, General 040 0149 11 Fitter, Tester, Commercial 040 0659 10 Fitter, Tester, Engine ‘A’ 040 0404 09 Fitter, Tester, Engine ‘B’ 040 0405 06 Grinder, General 008 0157 09 Grinder, Precision - General 008 0155 10 Hand Finisher, Machined Parts & 006 0159 07 Fabricated Components Heat Treater, Steel 009 0161 10 Inspector, Assembler, Cutting Tools 032 0171 09 Inspector, Engine ‘A’ 033 0501 11 Inspector, Engine ‘B’ 033 0502 09 Inspector, Engine ‘C’ 033 0503 05 Inspector, Fabrication 036 0197 09 Inspector, Laboratory 034 0638 09 Inspector, Machined Parts ‘A’ 036 0187 11 Inspector, Machined Parts ‘B’ 036 0188 09 Inspector, Non-Destructive Testing - Senior 010 0653 12 Inspector, Non-Destructive Testing Specialist 010 0667 11 Inspector, Non-Destructive Testing ‘A’ 010 0504 10 Inspector, Non-Destructive Testing ‘B’ 010 0505 08 47 JOB TITLE OCCUP. GROUP CODE NO. JOB LEVEL Inspector, Pressure Testing 006 0357 03 Inspector, Repair 038 0672 11 Inspector, Sheet Metal - Experimental 038 0462 10 Inspector, Standards ‘A’ 039 0470 11 Inspector, Standards ‘B’ 039 0471 09 Inspector, Test House 033 0205 09 Inspector, Tooling 039 0468 11 Labourer, General 031 0650 02 Machine Tool Overhaul & Repair 018 0464 12 Machine Tool Repair 018 0463 10 Machinist, General 011 0226 11 Machinist, 1 011 0664 10 Machinist, 2 011 0630 09 M...
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Job Levels. 3.1.1 What are the Job Levels under this Agreement? (a) INTRODUCTORY means a Employee appointed as such and who performs work in accordance with their position description and who will remain at this level for a period of 6 months. (b) PROFICIENT means a Employee appointed and performs work in accordance with their position description. Job titles at this grade include:
Job Levels. The following classification structure will apply to the work performed under this Agreement: Glassie Kitchen Hand Waiter Bar Attendant Cellar or Retail Attendant Security Officer Cook Administration Clerk Gaming Attendant Supervisor Grill Cook Duty Manager means the level to which an Employee is appointed as such and who performs work in accordance with their position description. Job titles will include: Duty Manager Chef
Job Levels. The following classification structure will apply to the work performed under this Agreement. A pre-requisite of each level is the completion of and certification on the relevant Dome Training Modules. (a) INTRODUCTORY LEVEL applies to Employees who are a new hire and/or have no previous experience in the Employer’s operations. You will remain at this level for a period of 3 months or until you have completed the modules necessary to move to the appropriate level. (b) CAST MEMBER (LEVEL 1) means an Employee appointed as such and that performs work in accordance with their position description. (c) CAST MEMBER (LEVEL 2) means an Employee appointed as such and that performs work in accordance with their position description. (d) CAST MEMBER (LEVEL 3 - ADVANCED) means an Employee appointed as such and that performs work in accordance with their position description. (e) SUPERVISOR/CHEF means an Employee appointed as such and that performs work in accordance with their position description. (f) ASSISTANT MANAGER means an Employee appointed as such and that performs work in accordance with their position description. (g) MANAGERIAL LEVEL means an Employee appointed as such and that performs work in accordance with their position description.
Job Levels. Job levels for ESEs are described in Table 5. ESEs who move to a higher- level position in the same job classification will receive an increase of at least five percent (5%). ESEs may be appointed to a higher job level and pay at the discretion of the Department or Hiring Unit. In making promotion decisions, Departments and Hiring Units are encouraged to take an ESE’s job experience, performance, and time worked into account.
Job Levels 
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Related to Job Levels

  • Staffing Levels To the extent legislative appropriations and PIN authorizations allow, safe staffing levels will be maintained in all institutions where employees have patient, client, inmate or student care responsibilities. In July of each year, the Secretary or Deputy Secretary of each agency will, upon request, meet with the Union, to hear the employees’ views regarding staffing levels. In August of each year, the Secretary or Deputy Secretary of Budget and Management will, upon request, meet with the Union to hear the employees’ views regarding the Governor’s budget request.

  • Performance Levels (a) The Performance Levels which apply to the performance by the respective Parties of their obligations under this Agreement are set out in Part 1 of Schedule 5. A failure by either Party to achieve the relevant Performance Level will not constitute a breach of this Agreement and the only consequences of such failure as between the Parties shall be the consequences set out in this Clause 6.6. (b) If the Operator does not comply with the Operator Performance Level then the Operator must pay to Aurizon Network the amount determined in accordance with Schedule 5 as part of the invoice issued by Aurizon Network for charges for the Billing Period immediately following Aurizon Network becoming entitled to that amount. Where there is no next Billing Period, the Operator must pay such amount to Aurizon Network within fourteen (14) days after receipt of a Tax Invoice from Aurizon Network. (c) If Aurizon Network does not comply with the Aurizon Network Performance Level then Aurizon Network will credit to the Operator the amount determined in accordance with Schedule 5 by way of a deduction from the invoice issued by Aurizon Network for Access Charges and other charges for the Billing Period immediately following the Operator becoming entitled to that amount. Where there is no next Billing Period, Aurizon Network must pay such amount to the Operator within fourteen (14) days after receipt of a Tax Invoice from the Operator. (d) The Parties must, if requested by either Party, meet to review the Performance Levels subject to such review not occurring within six (6) Months after the Commitment Date or any previous review of the Performance Levels. If either Party notifies the other that it considers that the Performance Levels are no longer appropriate, the Parties may, but only with the written consent of the relevant End User, agree on varied Performance Levels and any associated variations to the Agreement including [the Base Access Charges and]

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  • Service Levels All service level requirements will be set forth in Exhibit A (“XXXX.xxx Referral Service Level Requirements”). Recipient Xxxxxx agrees to adhere, and encourage Recipient Agent’s adherence, with the version of the XXXX.xxx Referral Service Level Requirements in effect at the time XXXX.xxx identifies the Referral to Recipient Broker/Agent.

  • Baseline For purposes of measuring a reduction in net tax revenue, the interim final rule measures actual changes in tax revenue relative to a revenue baseline (baseline). The baseline will be calculated as fiscal year 2019 (FY 2019) tax revenue indexed for inflation in each year of the covered period, with inflation calculated using the Bureau of Economic Analysis’s Implicit Price Deflator.163 FY 2019 was chosen as the starting year for the baseline because it is the last full fiscal year prior to the COVID– 162 See, e.g., Tax Policy Center, How do state earned income tax credits work?, https:// xxx.xxxxxxxxxxxxxxx.xxx/xxxxxxxx-xxxx/xxx-xx- state-earned-income-tax-credits-work/ (last visited May 9, 2021).

  • Service Level Expectations Without limiting any other requirements of the Agreement, the Service Provider shall meet or exceed the following standards, policies, and guidelines:

  • Formal Level A. Level I: 1. Within five (5) work days of the oral response, if the grievance is not resolved, it shall be stated in writing on the "Academic Grievance" form as provided by the District (and shown as Exhibit "A" of this Agreement), signed by the grievant (or Federation Representative), and presented to his/her supervisor (or designee) at the xxxx level or above. 2. The supervisor or designee shall communicate his/her decision to the unit member in writing within five (5) days after receiving the grievance. 3. Within the above time limits, either the grievant (or Federation Representative) or the immediate supervisor (or designee) may request a personal conference with the other party. B. Level II: 1. In the event the grievant is not satisfied with the decision at Level I, he/she may appeal the decision on the appropriate form to the college/campus president, or his/her designee, within five (5) days. 2. This statement shall include a copy of the original grievance and a written copy of the decision rendered by the unit member's supervisor or designee. 3. The college/campus president, or his/her designee, shall communicate the decision to the grievant in writing within seven (7) days of receiving the appeal. Either the grievant (or Federation Representative) or the college/campus president (or his/her designee) may request a personal conference within the above time limits. C. Level III 1. If the grievant is not satisfied with the decision at Level II, he/she may within five (5) days appeal the decision on the appropriate form to the Chancellor, or his/her designee. 2. This statement shall include copies of the original grievance and appeal and written copies of the decisions rendered. 3. The Chancellor, or his/her designee, shall communicate his/her decision in writing to the grievant within fifteen (15) days. D. Level IV--Advisory Arbitration 1. Within fifteen (15) work days after receipt of the decision of the Chancellor, the Federation may, upon written notice to the Associate Vice Chancellor, Human Resources, submit the grievance to arbitration under and in accordance with the prevailing rules of the California State Mediation and Conciliation Services. Only the Federation (exclusive representative) may demand arbitration.

  • Service Level In the event that League InfoSight discovers or is notified by you of the existence of Non-Scheduled Downtime, we will use commercially reasonable efforts to determine the source of the problem and attempt to resolve it as quickly as possible.

  • Level Three Director of Elementary or Secondary Education or the Administrator responsible under the superintendent’s level or his/her designee. In the event a grievance has not been satisfactorily resolved at the second level, the aggrieved employee shall file, within five (5) working days of the principal’s or immediate supervisor’s written decision at the second level, a copy of the grievance with the Director of Elementary or Secondary Education or the Administrator responsible under the superintendent’s level or his/her designee. Within ten (10) working days after such written grievance is filed the aggrieved and the Director of Elementary or Secondary Education or the Administrator responsible under the superintendent’s level or his/her designee shall meet to resolve the grievance. The Director of Elementary or Secondary Education or the Administrator responsible under the Administrator responsible under the superintendent’s level or his/her designee shall file an answer within ten (10) working days of the third level grievance and communicate it in writing to the employee and the principal or immediate supervisor.

  • Metrics Institutional Metrics System-Wide Metrics

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