Longevity Scale Migration Sample Clauses

Longevity Scale Migration. Effective September 1, 2020, all current employees shall be placed at a step equal to their years of service with the District in lieu of longevity stipends.
Sample 1
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Longevity Scale Migration. Effective September 1, 2017, all current employees shall be placed on year 5 of the wage schedule. Effective September 1, 2018, any employee with more years of service than 5 – 9 shall be placed at the next longevity step (10 – 14). Effective September 1, 2019 employees with more years of service than the 10-14 longevity step shall be placed on the next longevity step (15-20). Effective September 1, 2020, any employee with more than 21 years of service shall be placed on the 21+ longevity step.
Sample 1
Longevity Scale Migration. Effective September 1, 2017, all current employees shall be placed on year 5 of the wage schedule. Effective September 1, 2018, any employee with more years of service than 5 – 9 shall be placed at the next longevity step (10 – 14). Effective September 1, 2019 employees with more years of service than the 10-14 longevity step shall be placed on the next longevity step (15-20). Effective September 1, 2020, any employee with more than 21 years of service shall be placed on the 21+ longevity step. Appendix A.2 Wage Schedule 2020/2021 Wage Schedule 2020/21 Job Title Year 0-4 Year 5-9 Year 10-14 Year 15-20 Year 21+ Day Custodian 22.00 22.99 24.02 25.10 26.23 Night Custodian 22.79 23.82 24.89 26.01 27.18 Middle School Night Lead (includes shift dif) 22.97 24.00 25.08 26.21 27.39 High School Night Lead (includes shift dif) 23.39 24.44 25.54 26.69 27.89 Elementary Head Custodian 23.88 24.95 26.07 27.24 28.47 Middle School Head Custodian 24.27 25.36 26.50 27.69 28.94 High School Head Custodian 25.12 26.25 27.43 28.66 29.95 District Head Custodian 26.33 27.51 28.75 30.04 31.39 Substitute Custodian 22.79 Maintenance Specialist 1 28.66 29.95 31.30 32.71 34.18 Maintenance Specialist 2 34.86 36.43 38.07 39.78 41.57 Maintenance Journeyman 34.86 36.43 38.07 39.78 41.57 Assistant Grounds Tech (w/o pesticide) 25.67 26.83 28.04 29.30 30.62 Assistant Grounds Tech/Pesticide Specialist 26.62 27.82 29.07 30.38 31.75 Lead Grounds Tech 28.66 29.95 31.30 32.71 34.18 Maintenance Lead Premium above current rate (Supervisor Substitute) 1.00 Personal Leave Cash-out Rate 15.81 *Grounds techs who attain the pesticide certification shall be moved to the Assistant Grounds Tech Pesticide Specialist
Sample 1
Longevity Scale Migration. Effective September 1, 2017, all current employees shall be placed on year 5 of the wage schedule. Effective September 1, 2018, any employee with more years of service than 5 – 9 shall be placed at the next longevity step (10 – 14). Effective September 1, 2019 employees with more years of service than the 10-14 longevity step shall be placed on the next longevity step (15-20). Effective September 1, 2020, any employee with more than 21 years of service shall be placed on the 21+ longevity step. Appendix B Facilities & Maintenance Training Request Attachment 1 WHAT IS THE “XXXXXXXXXX RIGHT”? The “Xxxxxxxxxx Right” requires that an employee be given the opportunity to have union representation at an employer’s investigatory interview pertaining to the discipline, discharge or suspension of that employee. This rule recognizes that the presence of an able union representative at an investigatory interview may assist the employer in obtaining facts and may help both sidessave valuable time in getting to the bottom of the issue. This opportunity includes following principles:
Sample 1
Longevity Scale Migration. Employees will be placed at the appropriate step on the wage scale based on all years of service in SEIU, within the District, regardless of classification.
Sample 1

Related to Longevity Scale Migration

  • Career Ladder Effective July 1, 2014, TALC and the District agreed to the 11 implementation of a Career Ladder for the advancement of instructional staff on the 12 Performance Salary Schedule. Elements of the Career Ladder are outlined and posted on 13 the District website and include detailed descriptions of Career Ladder levels and the 14 requirements for movement. All instructional staff hired on or after January 8, 2018 will 15 be placed on the Apprentice level of the Career Ladder.

  • Summer The UFF may designate three (3) employees to receive a thirteen week .25 FTE summer released time assignment however, no more than one employee per 15 employees per department/unit be designated to receive such released time. The UFF shall provide the University with a list of the designees no later than April 7th of the academic year preceding the summer term. All other provisions contained in Article 3.4 above, except 3.4A and 3.4B above, shall apply to summer released time.

  • Synchronization, Commissioning and Commercial Operation 4.1.1 The Power Producer shall give at least thirty (30) days written notice to the SLDC and GUVNL, of the date on which it intends to synchronize the Power Project to the Grid System.

  • Longevity Stipend One (1) Renton Technical College longevity stipend in the amount of six hundred dollars ($600) will be paid annually in July to each qualifying employee who has ten (10) or more year’s seniority on July 5th.

  • Ambulance Escort Where a nurse is assigned to provide patient care for a patient in transit, the following provisions shall apply:

  • Synchronisation Commissioning and Commercial Operation 8.1 The Developer shall provide at least forty (40) days advanced preliminary written notice and at least twenty (20) days advanced final written notice to ESCOM of the date on which it intends to synchronize the Power Project to the Grid System.

  • Wage Scales 27.1 Upon request, with reasonable notice, the City will provide an accurate amount of the individual employee's accumulated sick leave, holiday and vacation credits.

  • Shift Rotation Routine shift rotation is not an approach to staffing endorsed by the Employer. Except for emergency situations where it may be necessary to provide safe patient care, shift rotation will not be utilized without mutual consent. If such an occasion should ever occur, volunteers will be sought first. If no one volunteers, the Employer will rotate shifts on an inverse seniority basis until the staff vacancies are filled.

  • Wage Scale The wages shown in Appendix A will be part of this Agreement.

  • STATEWIDE ACHIEVEMENT TESTING When CONTRACTOR is an NPS, per implementation of Senate Bill 484, CONTRACTOR shall administer all Statewide assessments within the California Assessment of Student Performance and Progress (“CAASP”), Desired Results Developmental Profile (“DRDP”), California Alternative Assessment (“CAA”), achievement and abilities tests (using LEA-authorized assessment instruments), the Fitness Gram with the exception of the English Language Proficiency Assessments for California (“ELPAC”) to be completed by the LEA, and as appropriate to the student, and mandated by XXX xxxxxxxx to LEA and state and federal guidelines. CONTRACTOR is subject to the alternative accountability system developed pursuant to Education Code section 52052, in the same manner as public schools. Each LEA student placed with CONTRACTOR by the LEA shall be tested by qualified staff of CONTRACTOR in accordance with that accountability program. XXX shall provide test administration training to CONTRACTOR’S qualified staff. CONTRACTOR shall attend LEA test training and comply with completion of all coding requirements as required by XXX.

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