Market/Equity Adjustments. Nothing contained herein shall preclude the University, after prior notice to the Union, from making additional market driven or equity increases to an adjunct faculty member(s) and/or part-time instructor(s) in addition to the increases provided above.
Market/Equity Adjustments. There shall be no Market/Equity increases for the duration of the Agreement.
Market/Equity Adjustments. Upon request of an Agency/Department Head, or the Association, made between July 1st and July 31st of each calendar year, the County Executive Officer, or his/her designee, may, based on consideration of such factors as external market data, internal salary relationships, position responsibilities, and sound management principles, approve additional individual salary increases which shall not exceed twelve (12) percent; however, no such increase shall cause an employee’s salary to exceed the advertised maximum rate of the applicable salary range. Within thirty (30) days of the submission of the requests, the County and the Association will meet to discuss the requests under consideration. The aggregate total of market/equity adjustments approved during each calendar year shall not exceed six-tenths of one percent (.60%) of total bargaining unit salaries as calculated on July 1st each year. Market/Equity adjustments will not be considered for internal salary inequities that are due to performance based salary increases. Within 45 days of the receipt of the requests and subsequent discussions, the CEO, or his/her designee, will provide a determination of whether or not such requests shall be approved.
Market/Equity Adjustments. FY23-24 FY24-25
Market/Equity Adjustments. A. Upon request of an Agency/Department Head, or the Association, made between July 1st and July 31st of each calendar year, the County Executive Officer, or his/her designee, may, based on consideration of such factors as external market data, internal salary relationships, position responsibilities, and sound management principles, approve additional individual salary increases which shall not exceed
Market/Equity Adjustments. In an effort to institute a consistent practice of placing new hires at Step 1, Bargaining Unit classifications which are greater than ten (10) percent below the market average and/or have proven to be essential to operations but hard to recruit at the current salary levels and retain through promotion will be subject to market equity adjustments. Senior Property Assistant Senior Housing Assistant Leasing Assistant Senior Office Assistant Lead Maintenance Mechanic Maintenance Mechanic B Senior Accounts Clerk
Market/Equity Adjustments. Effective the first full pay period following adoption by the Board of Supervisors, all classifications shall have the salary range for their classification adjusted to the median, with adjustments not to exceed 10%.
Market/Equity Adjustments. In an effort to institute a consistent practice of placing new hires at Step 1, all Bargaining Unit classifications will receive a one-time, five percent (5%) Market Equity adjustment effective the first full pay period following Board ratification.
Market/Equity Adjustments. In addition to the above listed salary increases, the following classifications shall receive market equity adjustments to be effective on the first day of the first full pay period in the month listed below: July 2021 4% Firefighters, Fire Engineers, Fire Captains July 2022 1.5% Firefighters, Fire Engineers, Fire Captains, BCs July 2023 1.5% Firefighters, Fire Engineers, Fire Captains, BCs The salary ranges for the term of this agreement are listed in Appendix C. C.D. "Y" Rating An employee who is not performing up to established job standards may be "Y" rated, freezing her/histheir salary until such time as there is an improved job performance. The department head shall give sixty (60) days written notice to any employee s/hethey intends to "Y" rate, giving the employee an opportunity to correct any deficiencies. A "Y" rating procedure shall not result (then or later) in the employee being frozen below the next lower step of the new range.
Market/Equity Adjustments. A. Upon request of an Agency/Department Head, or the Association, made within a 30 day period following adoption of the 2011 – 2013 MOU, for 2011, and the same designated 30 day period in 2012, the County Executive Officer, or his/her designee, may, based on consideration of such factors as external market data, internal salary relationships, position responsibilities, and sound management principles, approve additional individual salary increases which shall not exceed twelve (12) percent; however, no such increase shall cause an employee’s salary to exceed the advertised maximum rate of the applicable salary range. Within thirty
