Key Personnel Change Fees Sample Clauses

Key Personnel Change Fees. As deemed compensation to TxDOT for Losses described in Section 8.3.1.4 of the General Conditions, DB Contractor agrees to pay to TxDOT the following Key Personnel Change Fees amounts in accordance with such section. The Key Personnel Change Fees shall be assessed in the amounts set forth below for changes to Key Personnel during the periods described below. Each period shall be determined by the progress percentages, which are calculated by dividing the DB Contractor’s earned to date amount set forth in the most recent Draw Request by the Price. POSITION KEY PERSONNEL CHANGE FEE PERIODS PERIOD 1 (0% - 25% Progress Percentage) PERIOD 2 (25% - 50% Progress Percentage) PERIOD 3 (50% - 75% Progress Percentage) PERIOD 4 (75% - 100% Progress Percentage) Project Manager $465,000 $465,000 $465,000 $232,500 Construction Manager $435,000 $435,000 $435,000 $217,500 Design Manager $405,000 $405,000 $202,500 $101,250 Lead Maintenance of Traffic (MOT) Design Engineer $120,000 $120,000 $120,000 $60,000 Independent Quality Firm Manager $285,000 $285,000 $285,000 $142,500 Professional Services Quality Assurance Manager $270,000 $270,000 $135,000 $67,500 Maintenance Manager $135,000 $135,000 $101,250 $67,500 Safety Manager $270,000 $270,000 $135,000 $67,500 Lead MOT Implementation Manager $285,000 $285,000 $285,000 $142,500

Key Personnel Change Fees. As deemed compensation to TxDOT for Losses described in Section 8.3.1.4 of the General Conditions, DB Contractor agrees to pay to TxDOT the Key Personnel Change Fees amounts set forth in the table below in accordance with such section. For purposes of calculating the Key Personnel Change Fees, the percentage of “Progress” will be determined by dividing DB Contractor’s earned-to-date amount, set forth in DB Contractor’s most recently approved Draw Request, by the Price. POSITION KEY PERSONNEL CHANGE FEES (0-40% PROGRESS) KEY PERSONNEL CHANGE FEES (>40-60% PROGRESS) KEY PERSONNEL CHANGE FEES (>60-80% PROGRESS) KEY PERSONNEL CHANGE FEES (>80-100% PROGRESS) Project Manager $420,000 $420,000 $310,000 $210,000 Construction Manager $380,000 $380,000 $380,000 $190,000 Design Manager $220,000 $160,000 $110,000 $50,000 Independent Quality Firm Manager $340,000 $340,000 $340,000 $170,000 Lead Structural Engineer $190,000 $140,000 $90,000 $40,000 Lead Maintenance of Traffic (MOT) Design Engineer $190,000 $140,000 $90,000 $40,000 POSITION KEY PERSONNEL CHANGE FEES (0-40% PROGRESS) KEY PERSONNEL CHANGE FEES (>40-60% PROGRESS) KEY PERSONNEL CHANGE FEES (>60-80% PROGRESS) KEY PERSONNEL CHANGE FEES (>80-100% PROGRESS) Professional Services Quality Assurance Manager $220,000 $160,000 $110,000 $50,000 Lead MOT Implementation Manager $220,000 $220,000 $220,000 $110,000 Utility Manager $170,000 $170,000 $170,000 $40,000 Safety Manager $190,000 $190,000 $190,000 $90,000

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Key Personnel Change Fees. As deemed compensation to TxDOT for Losses described in Section 8.3.1.4 of the General Conditions, DB Contractor agrees to pay to TxDOT the following Key Personnel Change Fee amounts in accordance with such section for changes in Key Personnel during the applicable period set forth in the table below: POSITION KEY PERSONNEL CHANGE FEES 0% to 40% PROGRESS KEY PERSONNEL CHANGE FEES 40% to 80% PROGRESS KEY PERSONNEL CHANGE FEES 80% to 100% PROGRESS Project Manager $190,000 $190,000 $90,000 Construction Manager $150,000 $150,000 $70,000 Design Manager $80,000 $40,000 $20,000 Lead Structural Engineer $70,000 $30,000 $10,000 Lead Maintenance of Traffic (MOT) Design Engineer $70,000 $30,000 $10,000 Independent Quality Firm Manager $120,000 $120,000 $60,000 Professional Services Quality Assurance Manager $80,000 $40,000 $20,000 POSITION KEY PERSONNEL CHANGE FEES 0% to 40% PROGRESS KEY PERSONNEL CHANGE FEES 40% to 80% PROGRESS KEY PERSONNEL CHANGE FEES 80% to 100% PROGRESS Lead MOT Implementation Manager $80,000 $80,000 $40,000 Utility Manager $70,000 $70,000 $10,000 Safety Manager $70,000 $70,000 $30,000 For purposes of calculating the Key Personnel Change Fees, the percentage of “Progress” will be determined by dividing DB Contractor’s earned-to-date amount, set forth in DB Contractor’s most recently approved Draw Request, by the Price. If at any time an individual filling more than one Key Personnel role has been replaced in more than one Key Personnel role, the higher of the applicable Key Personnel Change Fee amounts shall be deemed as compensation to TxDOT for Losses described in Section 8.3.1.4 of the General Conditions.

Key Personnel Change Fees. Key Personnel Unavailability Liquidated Damages‌‌

Key Personnel Change Fees. Key Personnel Unavailability Liquidated Damages 7.4.1 As deemed compensation to TxDOT for Losses described in Section 8.3.1.4 of the General Conditions, DB Contractor agrees to pay to TxDOT the following Key Personnel Change Fees amounts in accordance with such section. The Key Personnel Change Fees shall be assessed in the amounts set forth below for changes to Key Personnel during the periods described below. Each period shall be determined by the progress percentages, which are calculated by dividing the DB Contractor’s earned to date amount set forth in the most recent approved Draw Request by the Price. POSITION KEY PERSONNEL CHANGE FEE PERIODS PERIOD 1 (0%- 40% Progress Percentage) PERIOD 2 (40%- 60% Progress Percentage) PERIOD 3 (60%- 80% Progress Percentage) PERIOD 4 (80%- 100% Progress Percentage) Project Manager $150,000 $150,000 $100,000 $75,000 Construction Manager $150,000 $150,000 $150,000 $150,000 Design Manager $150,000 $75,000 $75,000 $25,000 Lead MOT Design Engineer $150,000 $150,000 $75,000 $25,000 Independent Quality Firm Manager $150,000 $150,000 $150,000 $150,000 Professional Services Quality Assurance Manager $150,000 $75,000 $75,000 $25,000 Maintenance Manager $150,000 $75,000 $75,000 $100,000 Utility Manager $150,000 $150,000 $100,000 $75,000 Lead Roadway Design Engineer $150,000 $150,000 $75,000 $25,000 Lead Structural Engineer $150,000 $150,000 $75,000 $25,000 Lead MOT Implementation Manager $150,000 $150,000 $100,000 $75,000 Safety Manager $150,000 $150,000 $150,000 $150,000 7.4.2 As deemed compensation to TxDOT for Losses described in Section 8.3.1.5 of the General Conditions, DB Contractor agrees to pay to TxDOT the following Key Personnel Unavailability Liquidated Damages amounts in accordance with such section, for each day that the relevant Key Personnel role is not filled by an approved individual: POSITION KEY PERSONNEL UNAVAILABILITY LIQUIDATED DAMAGES (per day) Project Manager $21,000 Construction Manager $23,000 Design Manager $15,000 Lead MOT Design Engineer $13,000 Independent Quality Firm Manager $27,000 Professional Services Quality Assurance Manager $22,000 Maintenance Manager $10,000 Utility Manager $25,000 Lead Roadway Design Engineer $14,000 Lead Structural Engineer $14,000 Lead MOT Implementation Manager $21,000 Safety Manager $13,000 7.5 Additional Acknowledgements Regarding Liquidated Damages DB Contractor further agrees and acknowledges that: 7.5.1 As of the Effective Date, the amounts of Liquidated Damages...

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PERSONNEL REDUCTION 1. When the District deems a reduction in force is necessary, it shall provide notification to the Union no later than notification is provided to the affected employees. Meetings with the Union for discussion of the effects of the proposed reduction will be scheduled upon request. Reductions shall be accomplished in accordance with the following provisions: A. Requests shall be made for volunteers in the affected classifications within the division. Management reserves the right to reject volunteers based on business needs. B. Any employee subject to layoff can accept and/or request a voluntary demotion to a lower classification that they are qualified to fill providing a position vacancy exists. C. Temporary positions within the affected classification, within the division, shall first be eliminated. D. Probationary employees in the affected classification, within the division, shall be subject to layoff before layoff of regular full-time employees. E. Part time employees in the affected classification, within the division, shall be subject to layoff before regular full-time employees. 2. The determination regarding a layoff of regular full-time employees shall be based on the following criteria applied to the affected division(s): A. Seniority within the classification. B. In the event two (2) or more employees have the same classification seniority, District seniority will be used. C. In the event two or more employees have the same seniority, in the classification and within the district, active discipline history will be considered. In the event no discipline is documented, the last four digits of the social security number will be used retaining the employee with the highest number. D. An employee subject to layoff can move back to the most recently held vacant position within the classification series within the division. If the position is held by another employee, the person with the most classification series seniority retains the position. E. An employee subject to layoff can move back to the most recently held vacant position. If the position is held by another employee, the person with the most District seniority retains the position. F. An employee subject to layoff that moves into a lower paid position will receive a minimum 5% reduction in pay, not to exceed the top of the lower position pay scale. 3. Employees laid off under this collective bargaining agreement shall receive at least six (6) weeks' notice, payment in lieu of notice, or any combination of notice and payment. A copy of this notice will be provided to the Union. 4. Reduction in Force Appeal Committee A. Concurrent with the announcement of a reduction in force, an appeals committee will be formed. The Union and the District will each select two (2) representatives who in turn will select a fifth member who shall serve as the chairperson of the committee. B. Employees subject to reduction in force may, within five (5) working days of receipt of notice, request an appeal in writing to the Union and/or HR Director to review the facts related to their individual concerns related to the process. C. Within ten (10) working days of receipt of the appeal, the committee shall review, investigate, and receive statements from the appealing employee, the division director, and/or any other relevant persons as determined by the committee. The committee will serve as an advisory committee to the Chief Health Officer and recommend action as they may agree upon. The committee shall submit a statement of findings to the Chief Health Officer within ten (10) working days of the review. The committee shall also state a recommended action upon a majority vote of the committee members. D. The Chief Health Officer shall review the committee's report and issue a decision that either accepts or rejects the recommendation or, at his/her discretion, directs the implementation of some other action. The decision of the Chief Health Officer is final and binding.
Personnel Costs The actual Worker Wage Rate for Contractor’s hourly employees and the Monthly Salary Rate of Contractor’s salaried personnel who are identified to Owner in advance and in writing but only for the time actually stationed at the Project site with Owner’s prior consent. The Project Manager’s Monthly Salary Rate may be included in the General Conditions Costs only when the Project Manager is directly located on and managing the Project. All personnel costs are subject to audit to determine the actual cost of the wages, salaries and allowable employer contributions incurred by the Contractor for services performed for the Project.
B4 Key Personnel The Contractor acknowledges that the Key Personnel are essential to the proper provision of the Services to the Authority.
Key Personnel 11.1 Each party shall appoint the persons named as such in Schedule 4 as the individuals who shall be responsible for the matters allocated to such Key Personnel. The Key Personnel shall be those people who are identified by each party as being key to the success of the implementation and/or operation of the Services and who shall be retained on the implementation and/or operation of the Services for such time as a person is required to perform the role which has been allocated to the applicable Key Personnel. The Key Personnel shall have the authority to act on behalf of their respective party on the matters for which they are expressed to be responsible. 11.2 The Supplier shall not remove or replace any of the Key Personnel unless: (a) requested to do so by the Authority; (b) the person is on long-term sick leave; (c) the element of the Services in respect of which the individual was engaged has been completed to the Authority's satisfaction; (d) the person resigns from their employment with the Supplier; or (e) the Supplier notifies the Authority within 5 working days of any change. 11.3 The Supplier shall inform the Authority of the identity and background of any replacements for any of the Key Personnel as soon as a suitable replacement has been identified. 11.4 Each party shall ensure that the role of each of its Key Personnel is not vacant (in terms of a permanent representative) for more than 15 consecutive Working Days. Any replacement shall be as, or more qualified and experienced as the previous incumbent and fully competent to carry out the tasks assigned to the Key Personnel whom they have replaced. A temporary replacement shall be identified with immediate effect from the Supplier or the Authority becoming aware of the role becoming vacant. 11.5 The Authority may require the Supplier to remove, or procure the removal of, any of its Key Personnel whom it considers, in its reasonable opinion, to be unsatisfactory for any reason which has a material impact on such person's responsibilities. 11.6 If the Supplier replaces the Key Personnel as a consequence of this clause 11, the cost of effecting such replacement shall be borne by the Supplier.
Reporting of Total Compensation of Subrecipient Executives 1. Applicability and what to report. Unless you are exempt as provided in paragraph d. of this award term, for each first-tier subrecipient under this award, you shall report the names and total compensation of each of the subrecipient's five most highly compensated executives for the subrecipient's preceding completed fiscal year, if-- i. in the subrecipient's preceding fiscal year, the subrecipient received-- (A) 80 percent or more of its annual gross revenues from Federal procurement contracts (and subcontracts) and Federal financial assistance subject to the Transparency Act, as defined at 2 CFR 170.320 (and subawards); and (B) $25,000,000 or more in annual gross revenues from Federal procurement contracts (and subcontracts), and Federal financial assistance subject to the Transparency Act (and subawards); and ii. The public does not have access to information about the compensation of the executives through periodic reports filed under section 13(a) or 15(d) of the Securities Exchange Act of 1934 (15 U.S.C. 78m(a), 78o(d)) or section 6104 of the Internal Revenue Code of 1986. (To determine if the public has access to the compensation information, see the U.S. Security and Exchange Commission total compensation filings at xxxx://xxx.xxx.xxx/answers/execomp.htm.) 2. Where and when to report. You must report subrecipient executive total compensation described in paragraph c.1. of this award term: i. To the recipient. ii. By the end of the month following the month during which you make the subaward. For example, if a subaward is obligated on any date during the month of October of a given year (i.e., between October 1 and 31), you must report any required compensation information of the subrecipient by November 30 of that year.
DIRECT PERSONNEL EXPENSE 4.1. Direct Personnel Expense of employees engaged on the Project by the ARCHITECT/ENGINEER includes ARCHITECT/ENGINEERS, other engineers, designers, job captains, draftsmen, specification writers and typists, in consultation, research and design in producing Drawings, Specifications and other documents pertaining to the Project, and in services during construction at the site. 4.2. Direct Personnel Expense includes actual cost and of mandatory and customary financial benefits paid.
Replacement of Key Personnel The Engineer must notify the State in writing as soon as possible, but no later than three business days after a project manager or other key personnel is removed from association with this contract, giving the reason for removal.
IRO Independence and Objectivity The IRO must perform the Claims Review in a professionally independent and objective fashion, as defined in the most recent Government Auditing Standards issued by the U.S. Government Accountability Office.
Travel Compensation The Contractor shall not be compensated or reimbursed for travel time, travel expenses, meals, or lodging.
Minimum Salaries 12.1 The minimum base salary for all Bargaining Unit members shall be as follows: 12.2 The minima defined in this Article shall apply to AAUP-represented adjuncts on a pro-rated basis proportional to their percent of full- time.

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