Maintenance of Compensation Plan Sample Clauses

Maintenance of Compensation Plan. The Employer shall maintain a compensation plan for positions in the Union service. The plan shall include for each class a minimum and maximum rate and such intermediate rates as are considered necessary or equitable. The ranges shall reflect the relative responsibilities of the class, availability of labor, prevailing rates, or pay and financial conditions of the County.
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Maintenance of Compensation Plan. The Employer shall maintain a compensation plan for positions in the Union service. The plan shall include for each class a minimum and maximum rate and such intermediate rates as are considered necessary or equitable. The ranges shall reflect the relative responsibilities of the class, availability of labor, prevailing rates, or pay and financial conditions of the County. In order to assist in keeping the compensation plan equitable, a study of prevailing salary rates shall be conducted by a joint labor management committee consisting of equal numbers of management and union representatives. There will be at least one representative each from roads and fleet for the Union. The committee shall convene and have a recommendation completed by September 30th, 2021. The committee will review the pay grades of all SEIU Local 503 Public Works represented positions and shall work together to make a joint report to the Board of County Commissioners. Thereafter the committee will meet as needed. The goal is to bring the positions identified and surveyed by the County and the Union to within 5% of the average comparable salary for each classification. For those jurisdictions where base pay include a 6% wage adjustment, the wage data will be adjusted down by 6% to represent a wage rate that is comparable to the rest of the market. This process shall not result in a wage reduction for any classification.
Sample 1Sample 2
Maintenance of Compensation Plan. The Employer shall maintain a compensation plan for positions in the Union service. The plan shall include for each class a minimum and maximum rate and such intermediate rates as are considered necessary or equitable. The ranges shall reflect the relative responsibilities of the class, availability of labor, prevailing rates, or pay and financial conditions of the County. In order to assist in keeping the compensation plan equitable, a study of prevailing salary rates shall be conducted by a joint labor management committee consisting of equal numbers of management and union representatives. The committee shall convene in February 2014 to review the pay grades of all SEIU Local 503 Public Works represented positions and shall make a report to the Board of County Commissioners. The committee will meet at least every three (3) years. The goal is to bring the positions identified and surveyed by the County and the Union to within 10% of the average comparable. It is recognized by the parties that increases or decreases in a classifications pay grade must be jointly agreed upon.
Sample 1
Maintenance of Compensation Plan. A. The County shall maintain a compensation plan for the positions in the bargaining unit. The plan shall include twelve steps for each classification with a minimum and maximum rate and ten intermediate steps. (The pay table for employees covered by this Agreement is found in Appendix C). B. Probationary Increases for New Employees. An initial probationary employee shall move up one (1) step in the salary schedule after six (6) months employment provided they receive a satisfactory performance appraisal.
Sample 1
Maintenance of Compensation Plan. The Employer shall maintain a compensation plan for positions in the Union service. The plan shall include for each class a minimum and maximum rate and such intermediate rates as are considered necessary or equitable. The ranges shall reflect the relative responsibilities of the class, availability of labor, prevailing rates, or pay and financial conditions of the County. In order to assist in keeping the compensation plan equitable, a study of prevailing salary rates shall be conducted by a joint labor management committee consisting of equal numbers of management and union representatives. There will be at least one representative each from roads and fleet for the Union. The committee shall convene and have a recommendation completed by September 2017 to review the pay grades of all SEIU Local 503 Public Works represented positions and shall work together to make a joint report to the Board of County Commissioners. Thereafter the committee will meet at least every three (3) years. The goal is to bring the positions identified and surveyed by the County and the Union to within 10% of the average comparable. It is recognized by the parties that increases or decreases in a classifications pay grade must be jointly agreed upon. If the Union and County cannot agree to the results of the joint wage study, then the County will agree to hire a mutually agreed upon firm to conduct an independent study. The cost of the study shall be split equally between Union and County.
Sample 1
Maintenance of Compensation Plan. The Employer shall maintain a compensation plan for positions in the Union service. The plan shall include for each class a minimum and maximum rate and such intermediate rates as are considered necessary or equitable. The ranges shall reflect the relative responsibilities of the class, availability of labor, prevailing rates, or pay and financial conditions of the County. In order to assist in keeping the compensation plan equitable, a study of prevailing salary rates shall be conducted by a joint labor management committee consisting of equal numbers of management and union representatives. There will be at least one representative each from roads and fleet for the Union. The committee shall convene and have a recommendation completed prior to the commencement of CBA negotiations. The committee will review the pay grades of all LiUNA Local 737 Public Works represented positions and shall work together to make a joint report, to be used as a reference document during CBA negotiations. The goal is to bring the positions identified and surveyed by the County and the Union to within 5% of the average comparable salary for each classification.
Sample 1
Maintenance of Compensation Plan. ‌ Effective on the first full pay period in July 2023, the salary schedule for all bargaining unit members will be increased seven percent (7.0%). Effective on the first full pay period in July 2023, the base salary schedule for all corrections deputies will be increased to equal the base patrol deputy salary schedule. Effective on the first full pay period in July 2023, the base salary schedule for Records Clerks will be step 1 through step 6. The current steps will be renumbered 1 through 5 and a new step 6 will be added. Pay for clerks employed upon ratification: Clerks at Step 2 move to Step 1 (same base pay before COLA) Clerks at Step 3 move to Step 2 (same base pay before COLA) Clerks at Step 4 move to Step 3 (same base pay before COLA) Clerks at Step 5 move to Step 4 (same base pay before COLA) Clerks at Step 6 < 1 year move to Step 5 (same base pay before COLA) Clerks at Step 6 > 1 year move to new Step 6 All compensation and performance dates (anniversary dates) shall be in accordance with Article 16.5 and may not be grieved. Effective on the first full pay period in July 2024, the salary schedule for all bargaining unit members will be increased by five (5%) percent, then by an amount equal to the percentage change in the annual (CPI-W) All U.S. Cities index, with a minimum of three percent (3%) and a maximum of six percent (6%). Effective the first full pay period in July 2025, the salary schedule for all bargaining unit members will be increased by an amount equal to the percentage change in the annual (CPI-W) All U.S. Cities index, with a minimum of three percent (3%) and a maximum of six percent (6%). Salary adjustments will maintain five percent (5%) between steps.
Sample 1
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Maintenance of Compensation Plan. Effective July 1, 2024, the salary schedule will be increased by 2.5%. Effective July 1, 2025, the salary schedule will be increased by 3.0%. Effective July 1, 2026, the salary schedule will be increased by 3.5%. The salary schedule shall be the step schedule found in Appendix “A.” Negotiated pay increases shall be computed and added to Step 1 and shall maintain a five percent increase between steps.
Sample 1

Related to Maintenance of Compensation Plan

  • Payment of Compensation Consultant shall submit to City a monthly itemized statement which indicates work completed and hours of Services rendered by Consultant. The statement shall describe the amount of Services and supplies provided since the initial commencement date, or since the start of the subsequent billing periods, as appropriate, through the date of the statement. City shall, within 30 days of receiving such statement, review the statement and pay all approved charges thereon.

  • Form of Compensation Compensation for overtime shall be paid except where, upon request of the Employee, and with the approval of the Employer, or its representative, overtime may be granted in the form of time off in lieu of overtime hours worked.

  • Reduction of Compensation If the Firm fails to meet the submission date by less than thirty days for the draft report and/or working papers submitted to the Office of the State Auditor for review and approval or by less than thirty days from the completion date for the final reports and/or corrections to the working papers prescribed herein, the District may, with the consent of the Office of the State Auditor, reduce the agreed compensation by an amount not to exceed ten percent of the total contract price for the applicable fiscal year. If reports and/or corrections to the working papers are overdue by 30 days or more, the District may reduce, with the consent of the Office of the State Auditor, the agreed compensation by an amount not to exceed twenty percent of the total contract price for the Rev. 10/20 applicable fiscal year.

  • Maintenance of Benefits With respect to negotiable wages, hours and working conditions not covered by this Agreement, the State agrees to make no changes without appropriate prior consultation and negotiations with the Association unless such change is made to comply with law, and existing regulations, Personnel Rules, written Policies and Procedures, General Orders, General Operating Procedure, or Standard Operating Procedure.

  • Services and Compensation Consultant shall perform the services described in Exhibit A (the “Services”) for the Company (or its designee), and the Company agrees to pay Consultant the compensation described in Exhibit A for Consultant’s performance of the Services.

  • COMPENSATION OF ULTIMUS The Trust, on behalf of each Fund, shall pay for the services to be provided by Ultimus under this Agreement in accordance with, and in the manner set forth in, Schedule B attached hereto, as such Schedule may be amended from time to time. If this Agreement becomes effective subsequent to the first day of a month or terminates before the last day of a month, Ultimus’ compensation for that part of the month in which the Agreement is in effect shall be prorated in a manner consistent with the calculation of the fees as set forth above. Payment of Ultimus’ compensation for the preceding month shall be made promptly.

  • Additional Compensation Notwithstanding anything in this Memorandum of Understanding to the contrary when in the judgment of the Board, it becomes necessary or desirable to utilize the services of County employees in capacities other than those for which they are regularly employed, the Board may authorize and, if appropriate, fix an additional rate of compensation for such employees.

  • Compensation for Basic Services A. Owner shall make payment for Part I and Part II services monthly. The payments shall be in proportion to the progress of Engineer's work. Final payment for each phase shall become due and payable upon completion and approval by Owner of that phase of Engineer's work. B. Owner shall make payment for Construction Phase services not more frequently than monthly in proportion to the amount of the gross progress payments to Contractor(s). C. Owner shall make no deduction from Engineer's compensation on account of penalties, liquidated damages or other sums withheld from Contractor(s) through no fault of Engineer. D. Owner shall make payment for Construction Completion Phase services upon completion of the requirements set forth in subsections II. F. 1, 2 and 3. E. Engineer shall submit requests for payment monthly on forms provided and in a manner prescribed by Owner.

  • Basis of Compensation The Owner shall compensate the Architect/Engineer for the services provided in accordance with Article 7. Payments to the Architect/Engineer shall be as follows:

  • A-E Compensation and Extra Work 1.5.1. For the PROJECTS/SERVICES authorized under this CONTRACT, A-E shall be compensated in accordance with the following: 1.5.2. For completion and approval of all PROJECTS/SERVICES where “Extra Work” (defined as changes in approved portions of the PROJECT/SERVICES required by and ordered in writing by DIRECTOR which changes constitute a change in or departure from said approved portions of PROJECTS/SERVICES) is not authorized, compensation including reimbursables shall be described and payable as stipulated in Fee Schedule, herein after referred to as “Attachment B”, attached hereto and incorporated herein by reference. 1.5.3. Where extra work is authorized for PROJECTS/SERVICES: a. The amount for Extra Work shall be determined using Attachment B. Extra Work shall be required by and ordered in writing by DIRECTOR. If this CONTRACT is not approved by the Board of Supervisors, any change that increases the cumulative CONTRACT price beyond $100,000 must be approved by the Board. Increases in the CONTRACT amount for services within the existing scope of work may be granted by the DIRECTOR where the amount does not exceed 25 percent of the existing CONTRACT price or $100,000, whichever is less. b. A-E's billing for the Extra Work shall include but not be limited to names of A- E's staff employed in the Extra Work, classification of employees and number of hours worked. 1.5.4. For partial completion of work of PROJECTS/SERVICES followed by default on part of A-E: a. For failure to complete and secure approval of the first required submittal, there shall be no compensation. b. For failure to complete and secure approval of other authorized phases, A-E shall, upon completion of PROJECTS/SERVICES by others, be entitled to receive compensation based on approved work of PROJECTS/SERVICES not to exceed the amounts specified in Attachment A for that particular submittal, plus the reasonable value as determined by COUNTY of the non-approved work; provided, however, that if the cost to COUNTY to complete the contract exceeds the amount specified herein, A-E shall be liable to COUNTY for such excess costs attributable to A-E's breach of the CONTRACT.

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