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Merit Plan Sample Clauses

Merit Plan. Except as otherwise specifically amended by this Agreement, all other provisions of the City's merit plan as provided by Charter, governing the classification, compensation, selection, training, promotion, discipline, leave, and any other matters within the management prerogatives of the EMPLOYER, are not considered a part of this Agreement but shall have full force and effect and shall be observed by Employees.
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Merit Plan. To the extent that the Partnership recognizes income or gain or is entitled to deduction, expense or loss with respect to transfers of interests pursuant to the Merit Plan, all such items shall be allocated among the Limited Partners in accordance with the Merit Plan.
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Merit Plan. Section 1. Except as otherwise specifically amended by this Agreement, all other provisions of the City's merit plan as provided by Charter, governing the classification, compensation, selection, training, promotion, discipline, leave, and any other matters within the management prerogative of the EMPLOYER, are not considered a part of this Agreement, but shall remain in full force and effect and shall be observed by EMPLOYEES.
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Merit Plan. Staff Associates shall be entitled to participate in the Employer’s merit plan, subject to the provisions hereinafter provided and such other terms, conditions, and limitations as the Employer may, from time to time and in its sole and exclusive discretion, establish for participation in said plan. Individual merit plan awards under the plan in effect as of April 16, 2008, are determined as follows: Employees who are in the developing range of the salary schedule are not eligible for merit pay. These employees are moved up to the next step automatically with a satisfactory evaluation. The employee moves into the merit pay system when they reach the competitive minimum in their pay grade. 1.) the merit pool percentage, 2.) the employee’s current salary, and 3.) the employee’s evaluation score. The merit pool percentage is established each year by the Library Board. This percentage is then multiplied by the total base salaries of the eligible group. This is the total pool of dollars available for merit pay for the year (T1). The employee’s current salary is divided by the total salary for those who are eligible to receive a merit payment resulting in T2. The employee’s evaluation score is divided by the total evaluation scores for those who are eligible to receive a merit payment resulting in T3. T2 is then multiplied by T3 resulting in T4. The T4 for that employee is then divided by the total of T4 for all employees resulting in T5. T5 is then multiplied by T1 to determine each employee’s merit payment. The merit payment is then added to the employee’s base salary. This figure (N1) is then compared to the maximum salary in the respective pay grade. If N1 is less than the maximum salary this becomes the employee’s new salary. If N1 is greater than the maximum salary, the maximum salary becomes the employee’s new salary and the difference is paid to the employee in a lump sum payment (not added to the base). The Employer agrees to establish a process that will permit employees to appeal their final rating and merit determination if they believe an error has occurred. Such appeal shall be made in writing within thirty (30) days of the Employer’s merit determination. The employee’s appeal shall be heard within thirty (30) days of filing by a committee comprised of the employee’s Department Manager, the Associate Director and Director. The Committee’s decision shall be final and binding and shall not be subject to further appeal. If desired, employees will be pe...
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Merit Plan. All Field Services employees shall be assigned to a salary range consisting of five steps. The first step is the normal hiring rate, although Field Services employees may be hired at a higher step within the range subject to approval of the City Manager. The fifth step is the maximum base salary rate for the classification. Progression from one step to another within the approved salary range shall be as follows: A. At the time of employment, the Field Services employee shall have a salary anniversary date established, which will be the first day the employee worked. For example, if the employee’s first day of work is April 6, the employee’s anniversary date shall be April 6 (365th day of employment with the City). B. Effective the first day of the pay period closest to one year from the date of employment, the Field Services employee's Department Director shall certify in writing to the City Manager, or his/her designated representative, whether or not the Field Services employee's performance has been satisfactory. If the Director certifies that the Field Services employee’s performance is satisfactory, then the employee shall receive a one-step increase, unless the Field Services employee is already at the fifth step. The one-step increase will be effective as of the employee’s one year salary anniversary date. C. Field Services employees shall be eligible for a subsequent merit (step) until they reach the fifth step. D. Field Services employees shall receive merit increases based on their overall score on the employee's annual performance evaluation. Based on the 16 rating areas listed below, an employee must receive at least 53 points to receive a one-step merit increase. Points shall be awarded as follows: "Unsatisfactory," one point; "Below Average," two points; "Competent," three points; "Above Average," four points; and "Superior," five points. Field Services employees who receive a total score of 67 points shall be eligible for a "special" merit increase, as described below, in addition to the regular merit increase to which they are otherwise entitled. The 16 rating areas and total possible points in each area are as follows: Observance of hours 3 Appearance 3 Compliance with Rules and Regulations 3 Safety Practices 3 Attendance 3 Job Skill Level 5 Public Contacts 5 Cooperation/Attitude 5 Rate of Learning 5 Job Performance 5 Effectiveness Under Stress 5 Dependability 5 Proposes Constructive Suggestions 5 Self-Improvement 5 Initiative 5 Other 5 I...
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Merit Plan. Effective August 30, 2009, the City implemented a merit plan under which an employee may receive a special merit pay for exemplary job performance. The Department Head must submit the name of an eligible employee to the City Manager for approval. The submittal must contain justification for the special merit pay by including detailed examples of the employee’s outstanding job performance and a copy of the employee’s current year’s annual performance evaluation. 9.5.1. The employee must have attained a performance rating of 4 (Exceeds Job Standards) or 5 (Outstanding) in all applicable rating categories during his or her current year’s annual performance evaluation. 9.5.2. The employee must have worked a minimum of 1760 work hours during the annual performance evaluation period. 9.5.3. The employee must have attained the annual goals and objectives set for him or her by the Department Head 9.5.4. A special merit pay will not be paid to an employee who receives a performance rating of less than 4 or 5 in any rating category, or if a disciplinary action has been sustained against the employee. 9.5.5. An eligible employee must have at least two (2) years of full-time continuous service with the City. 9.5.6. A special merit pay will be five percent (5%) of the employee’s base hourly rate, multiplied by the number of regular hours worked during the year immediately prior to his or her current year’s annual evaluation due date. 9.5.7. A special merit pay will be paid once, in a lump sum, as an annual premium, to an eligible employee based on the date the employee’s special merit pay is approved by the City Manager. 9.5.8. An employee must meet the above standards and conditions each year during his or her annual performance evaluation in order to qualify for any successive special merit pay. The association recognizes that any special merit pay received by an employee prior to the effective date of this plan that does not comply with these provisions will not be reportable to PERS as special compensation.
Sample 1Sample 2
Merit Plan. Full Time Employees shall be entitled to participate in the Employer’s merit plan, subject to the provisions hereinafter provided and such other terms, conditions, and limitations as the Employer may, from time to time and in its sole and exclusive discretion, establish for participation in said plan. Individual merit plan awards under the plan in effect as of April 16, 2008, are determined as follows: Employees who are in the developing range of the salary schedule are not eligible for merit pay. These Employees are moved up to the next step automatically with a satisfactory evaluation. The Employee moves into the merit pay system when they reach the competitive minimum in their pay grade. There are three elements that determine an Employee’s merit pay each year. They are: 1.) the merit pool percentage, 2.) the Employee’s current salary, and 3.) the Employee’s evaluation score. The merit pool percentage is established each year by the Library Board. This percentage is then multiplied by the total base salaries of the eligible group. This is the total pool of dollars available for merit pay for the year (T1). The Employee’s current salary is divided by the total salary for those who are eligible to receive a merit payment resulting in T2. The Employee’s evaluation score is divided by the total evaluation scores for those who are eligible to receive a merit payment resulting in T3. T2 is then multiplied by T3 resulting in T4. The T4 for that Employee is then divided by the total of T4 for all Employees resulting in T5. T5 is then multiplied by T1 to determine each Employee’s merit payment. The merit payment is then added to the Employee’s base salary. This figure (N1) is then compared to the maximum salary in the respective pay grade. If N1 is less than the maximum salary this becomes the Employee’s new salary. If N1 is greater than the maximum salary, the maximum salary becomes the Employee’s new salary and the difference is paid to the Employee in a lump sum payment (not added to the base). The Employer agrees to establish a process that will permit Employees to appeal their final rating and merit determination if they believe an error has occurred. Such appeal shall be made in writing within thirty (30) days of the Employer’s merit determination. The Employee’s appeal shall be heard within thirty (30) days of filing by a committee comprised of the Employee’s Department Manager, the Deputy Director/ Associate Director and Director. The Committee’s decisio...
Sample 1
Merit Plan. Section 1 Section 2 Performance appraisal shall be done by the Department Head annually and shall be submitted to the employee on or before December 31st of each calendar year. The performance appraisal shall be subject to the grievance procedure. In completing and using the Performance Appraisal Form (Appendix I), the Department Head shall follow the guidelines set forth in a pamphlet entitled “Supervisory Performance Appraisal”.
Sample 1

Related to Merit Plan

  • EXIT PLAN 21.1 The Supplier must provide an exit plan in its Application which ensures continuity of service and the Supplier will follow it. 21.2 When requested, the Supplier will help the Buyer to migrate the Services to a replacement supplier in line with the exit plan. This will be at the Supplier’s own expense if the Call-Off Contract Ended before the Expiry Date due to Supplier cause. 21.3 If the Buyer has reserved the right in the Order Form to extend the Call-Off Contract Term beyond 24 months the Supplier must provide the Buyer with an additional exit plan for approval by the Buyer at least 8 weeks before the 18 month anniversary of the Start date. 21.4 The Supplier must ensure that the additional exit plan clearly sets out the Supplier’s methodology for achieving an orderly transition of the Services from the Supplier to the Buyer or its replacement Supplier at the expiry of the proposed extension period or if the contract Ends during that period. 21.5 Before submitting the additional exit plan to the Buyer for approval, the Supplier will work with the Buyer to ensure that the additional exit plan is aligned with the Buyer’s own exit plan and strategy. 21.6 The Supplier acknowledges that the Buyer’s right to extend the Term beyond 24 months is subject to the Buyer’s own governance process. Where the Buyer is a central government department, this includes the need to obtain approval from GDS under the Spend Controls process. The approval to extend will only be given if the Buyer can clearly demonstrate that the Supplier’s additional exit plan ensures that: 21.6.1 the Buyer will be able to transfer the Services to a replacement supplier before the expiry or Ending of the extension period on terms that are commercially reasonable and acceptable to the Buyer 21.6.2 there will be no adverse impact on service continuity 21.6.3 there is no vendor lock-in to the Supplier’s Service at exit 21.6.4 it enables the Buyer to meet its obligations under the Technology Code Of Practice 21.7 If approval is obtained by the Buyer to extend the Term, then the Supplier will comply with its obligations in the additional exit plan. 21.8 The additional exit plan must set out full details of timescales, activities and roles and responsibilities of the Parties for: 21.8.1 the transfer to the Buyer of any technical information, instructions, manuals and code reasonably required by the Buyer to enable a smooth migration from the Supplier 21.8.2 the strategy for exportation and migration of Buyer Data from the Supplier system to the Buyer or a replacement supplier, including conversion to open standards or other standards required by the Buyer 21.8.3 the transfer of Project Specific IPR items and other Buyer customisations, configurations and databases to the Buyer or a replacement supplier 21.8.4 the testing and assurance strategy for exported Buyer Data 21.8.5 if relevant, TUPE-related activity to comply with the TUPE regulations 21.8.6 any other activities and information which is reasonably required to ensure continuity of Service during the exit period and an orderly transition

  • Vision Plan The District will also make available a vision plan to be paid by the employee with pre-tax dollars through payroll deduction.

  • Compensation Plan 1. Subject to any applicable regulation and the Company's/its contractor approval, the applicant shall choose a Compensation Plan on the Affiliate Participation Form. An Affiliate may not change the elected Compensation Plan. 2. The Company/its contractor may change an Affiliate's Compensation Plan, at any time and at its sole and absolute discretion, by sending such Affiliate a notice to such effect by e-mail. In the event Affiliate does not agree to such change, it shall notify the Company by return e-mail within three (3) days of receiving such notice from the Company, and the Agreement shall terminate immediately. In the event Affiliate does not notify the Company within three (3) days from the notice, it shall be deemed as an approval by the Affiliate to such change in the Compensation Plan. It is hereby clarified that Affiliate will continue to receive payment with respect to Traders identified by a Tracker ID prior to the date of any such change in the Compensation Plan, in accordance with the applicable Compensation Plan at the date such Traders registered to the Site(s).

  • Equity Plan For purposes of this Agreement, “Equity Plan” means the CS Disco, Inc. 2021 Equity Incentive Plan, as amended from time to time, or any successor plan thereto.

  • Stock Plan Each stock option granted under any stock option plan of the Company (each, a “Stock Plan”) was granted with a per share exercise price no less than the fair market value per Common Share on the grant date of such option, and no such grant involved any “back-dating,” “forward-dating” or similar practice with respect to the effective date of such grant; each such option (i) was granted in compliance with applicable law and with the applicable Stock Plan(s), (ii) was duly approved by the board of directors (or a duly authorized committee thereof) of the Company or such Subsidiary, as applicable, and (iii) has been properly accounted for in the Company’s consolidated financial statements and disclosed, to the extent required, in the Company’s filings or submissions with the Commission and the Canadian Qualifying Authorities.

  • Flexible Benefit Plan The District will maintain, at no cost to the employee, a flexible spending benefit plan pursuant to Section 125 of the Internal Revenue Code, with operating procedures determined by the District in accordance with IRS regulations. This plan may be used for favorable income tax treatment of the employee’s health and dental premium contributions, deductibles, co-insurance amounts, other unreimbursed medical expenses, and dependent care assistance.

  • Action Plan A form documenting key tasks that must be completed to create change. Action plans detail how resources are to be used to get the planned work done.

  • Benefit Plan If an employee maintains coverage for benefit plans while on maternity or parental leave, the Employer agrees to pay the Employer's share of these premiums.

  • Bonus Plan Such bonus, if any, as shall be determined upon the recommendation of the CEO by the Board (or any designated Committee of the Board comprised solely of independent directors), shall be paid in accordance with the terms and conditions of the bonus plan established for the Company (“Bonus Plan”).

  • Incentive Plan During the Term, the Employee shall be eligible for incentive compensation in accordance with the Res-Care, Inc. Non-Equity Incentive Plan (the “Incentive Plan”). Shortly after the beginning of each calendar year, the Company’s Board of Directors will establish a target of earnings before taxes, interest, depreciation and amortization of the Company and its subsidiaries on a consolidated basis, determined in accordance with generally accepted accounting principles consistently applied (“EBITDA”), for such calendar year (the “Annual EBITDA Target”). In no event shall Employee earn any amount under the Incentive Plan for any calendar year during the Term unless the actual Company EBITDA for such calendar year equals or exceeds ninety percent (90%) of the Annual EBITDA Target for such calendar year. For all purposes of this Employment Agreement, in determining the actual EBITDA of the Company and its subsidiaries for each calendar year, the Executive Compensation Committee of the Board of Directors (the “Compensation Committee”) may make such good faith adjustments to EBITDA as it determines in its sole discretion are appropriate to reflect non-recurring or unusual items, including, without limitation, to give effect on a pro forma basis to any acquisition of stock or assets of other persons by the Company or a subsidiary thereof. The amount payable under the Incentive Plan to Employee for each full calendar year during the Term shall equal the Base Salary actually paid to the Employee for such calendar year multiplied by the sum of the Approved Professional Performance Percentage and the Approved Company Performance Percentage (as determined below) for such calendar year. The maximum percentage of the Approved Professional Performance Percentage for Employee shall be thirty percent (30%) and the maximum percentage of the Approved Company Performance Percentage shall be seventy percent (70%). The sum of the Approved Professional Performance Percentage and the Approved Company Performance Percentage for each calendar year shall be referred to herein as the “Incentive Percentage.” For each calendar year the maximum Incentive Percentage shall be one hundred percent (100%). (i) Not later than March 15 of each calendar year, the Compensation Committee shall establish the professional performance criteria for Employee for such calendar year to be used in calculating the Approved Professional Performance Percentage. The professional performance criteria for Employee for the calendar year 2011 are set forth on Exhibit A attached hereto. The Approved Professional Performance Percentage for each calendar year during the Term shall be equal to (A) thirty percent (30%) multiplied by (B) the ratio of the number of professional performance criteria satisfied by Employee for the calendar year to the total number of professional performance criteria for the calendar year. However, notwithstanding anything in this Employment Agreement to the contrary, the Approved Professional Performance Percentage shall be zero unless the actual Company EBITDA for the respective calendar year equals or exceeds ninety percent (90%) of the Annual EBITDA Target for such calendar year. (ii) If the Company and its subsidiaries meet or exceed the Annual EBITDA Target for a calendar year, the Approved Company Performance Percentage for such calendar year shall be seventy percent (70%). Notwithstanding anything in this Employment Agreement to the contrary, the Approved Company Performance Percentage shall be zero unless the actual Company EBITDA for the respective calendar year equals or exceeds the Annual EBITDA Target for such calendar year. After any target or percentage described in this paragraph (b) has been established by the Company’s Board of Directors or Compensation Committee, as applicable, for any calendar year, such target or percentage shall not be increased or decreased for such calendar year for purposes of this paragraph (b) or for purposes of paragraph (c) of this Section 3. Any annual incentive earned by the Employee under the Incentive Plan for any calendar year during the Term shall be paid by the Company in cash to the Employee in the year following the year for which it is earned, and not later than the later of (x) seventy-four (74) days after the end of the applicable calendar year or (y) the date of date of delivery to the Company of the audited consolidated financial statements of the Company and its subsidiaries for such calendar year, provided that Employee remains employed through December 31 of the year for which the incentive bonus is earned. Any amounts earned by the Employee under the Incentive Plan shall be hereinafter referred to as the “Incentive Bonus.”

Most Referenced Clauses

Most Referenced Definitions