MERIT STEP INCREASE Sample Clauses

MERIT STEP INCREASE. ‌ (a) Employees hired or promoted into their classification on or before December 1, 2014, and who satisfactorily complete 2080 hours of service, excluding overtime, after initial appointment or promotion to a position, shall be eligible for a merit step increase on July 1, 2015 and yearly thereafter until they reach the top of the range for their position in the attached salary schedule. (1) Employees hired or promoted into the RAPG Admin represented unit after December 1, 2014, and who satisfactorily complete 2080 hours of service, after initial appointment or promotion to a position, shall be eligible for a merit step increase and yearly thereafter until they reach step three (3) of the attached salary schedule. Subsequent advancement to step 4 and/or 5 will require the approval of the City Manager. There is no appeal of the City Manager’s decision. (2) Employees currently employed, as of December 1, 2014, and represented by the Reno Administrative Professional Group Professional Unit (RAPG PRO) that are promoted into the RAPG Admin unit will be eligible for the five step salary ranges. This does not apply to any employee hired (new City employee or current City employee that is not represented by the RAPG PRO unit) into the RAPG PRO represented unit after December 1, 2014. (c) To be eligible for a merit step increase the employee must meet a meritorious level of performance and competence since the last year’s evaluation. Employees hired by the City prior to December 1, 2014 shall have a July 1, 2015 anniversary date for the purposes of calculating subsequent increases, The anniversary date of employees hired or promoted after December 1, 2014 shall be the employee’s date of hire or promotion. (d) If there is a delay in awarding the merit increase that was due to clerical or administrative delay or mistake, the proper adjustment shall be made retroactive to the date it was due. (e) In the event that an employee is denied a merit step increase, the employee will be informed of the specific reasons for such denial and may within ten (10) working days of such notification request in writing a review before his/her Department Head or designee to discuss the reason for the denial. (1) The review shall be attended by the employee, the employee’s supervisor, and the Department Head or his/her designee, and may include at the employee’s discretion, an Association Representative. (2) The decision of the Department Head or his/her designee may be appealed to the...
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MERIT STEP INCREASE. At the written request of the Director of Public Works, the Town Manager may grant an additional step or steps at the conclusion of the probationary period or at the time of the annual performance review if the employee has demonstrated exceptional performance in accordance with regulations promulgated by the Human Resources Department. The date of the additional step or steps shall become the employee's anniversary date for the purposes of future satisfactory performance step increases.
Sample 1
MERIT STEP INCREASE. ‌ (a) Employees hired or promoted into their classification on or before October 1, 2014, and who satisfactorily complete twelve (12) months of continuous service, excluding overtime, after initial appointment or promotion to a position, shall be eligible for a merit step increase and yearly thereafter until they reach the top of the range for their position in the attached salary schedules. (b) Employees hired or promoted into the RAPG PRO represented unit after October 1, 2014, and who satisfactorily complete 2080 hours of service, excluding overtime, after initial appointment or promotion to a position, shall be eligible for a merit step increase and yearly thereafter until they reach Step 4 of the attached salary schedule. Subsequent advancement to Step 5 will require the approval of the City Manager, or his/her designee. There is no appeal of the City Manager’s, or his/her designee’s, decision. (c) To be eligible for a merit step increase the employee must meet a meritorious level of performance and competence since the last year’s evaluation. (d) If the delay was due to clerical or administrative delay or mistake, the proper adjustment shall be made retroactive to the date it was due. (e) In the event that an employee is denied a merit step increase, the employee will be informed of the specific reasons for such denial and may within ten working days of such notification request in writing a review before his/her Department Head or his/her designee, to discuss the reason for the denial. (1) The review shall be attended by the employee, the employee’s Association Representative, the supervisor, and the Department Head or his/her/her designee. (2) The decision of the Department Head or his/her/her designee may be appealed to the City Manager or his/her/her designee for a final decision. The employee has the right to attach a written rebuttal statement to the evaluation which will be included in the official personnel file. (f) If the merit step increase has not been paid and there is no denial of the performance step increase in accordance with (e) above, at any time after two (2) full pay periods following the employee’s anniversary date, the Association may notify the Department of Human Resources in writing, or by e-mail, with a copy to the Department Head, and request award of the merit step increase. Following notification from the Association, the Department Head shall notify the Department of Human Resources within one (1) full pay period, if th...
Sample 1
MERIT STEP INCREASE a. Unit employees shall be eligible for merit increases provided the required length of service at each salary step has been completed as specified below. Except as provided in (c) of this Section, credit for length of service shall be given for all time served on the step including periods of authorized leave. 1. Step 1 to Step 2 - Merit step increase from Step 1 – Step 2 shall be effective when an employee passes probation. 2. Step 2 to Step 3 - An elapsed period of not less than one (1) year.
Sample 1
MERIT STEP INCREASE. (a) Employees hired or promoted into their classification on or before October 1, 2014, and who satisfactorily complete 2080 hours of service, excluding overtime, after initial appointment or promotion to a position, shall be eligible for a merit step increase and yearly thereafter until they reach the top of the range for their position in the attached salary schedules. (b) Employees hired or promoted into the RAPG PRO represented unit after October 1, 2014, and who satisfactorily complete 2080 hours of service, excluding overtime, after initial appointment or promotion to a position, shall be eligible for a merit step increase and yearly thereafter until they reach step three (3) of the attached salary schedule. Subsequent advancement to step 4 and/or 5 will require the approval of the City Manager. There is no appeal of the City Manager’s decision. (c) To be eligible for a merit step increase the employee must meet a meritorious level of performance and competence since the last year’s evaluation. (d) If the delay was due to clerical or administrative delay or mistake, the proper adjustment shall be made retroactive to the date it was due. (e) In the event that an employee is denied a merit step increase, the employee will be informed of the specific reasons for such denial and may within ten
Sample 1
MERIT STEP INCREASE. Regardless of any other provision of this Agreement, the AuthorityPCHA is not required to pay more than the maximum of the range for any job title. Employees shall be paid every other week. Nothing in this Agreement shall be deemed to prevent the AuthorityPCHA, at its sole discretion, from granting increases greater than those authorized in this Section.
Sample 1
MERIT STEP INCREASE a) Employees hired or promoted into their classification on or before December 1, 2014, and who satisfactorily complete 2080 hours of service, excluding overtime, after initial appointment or promotion to a position, shall be eligible for a merit step increase on July 1, 2015 and yearly thereafter until they reach the top of the range for their position in the attached salary schedule.
Sample 1
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MERIT STEP INCREASE a. Employees shall be eligible for merit step increases provided that the required length of service at each salary step has been completed. Credit for length of service shall be given for all time served on the step including periods of authorized leave. b. Employees must serve an elapsed period of not less than one (1) year on each salary step to be eligible for additional merit increases. c. Full-time permanent employees who are below the top step of the salary range and who are eligible for an annual step advance will be granted a step advance only when a “satisfactory” or better performance evaluation has been filed by the employee’s department head. The performance evaluation shall be filed at least one (1) month prior to the employee’s step advance anniversary date and within a period which does not exceed one (1) year prior to that date. d. If an employee receives an overall “improvement needed” or “unsatisfactory” performance evaluation, the employee’s step advance will not be granted. e. Where no performance evaluation is issued in accordance with c. above, the employee may request the Human Resources Department to obtain a completed performance evaluation from the employee’s department head. The department head shall issue a performance evaluation within five (5) days of the employee’s request. If said evaluation is “satisfactory” or better, the employee shall be granted step advance effective to his step advance anniversary date.
Sample 1

Related to MERIT STEP INCREASE

  • Step Increases (a) The following is the method used to determine service credit, since the last date of hire, for purposes of positioning on the salary range: i) all continuous service shall be retained and transferred with the employee if she/he changes her/his status from full-time to part- time and vice versa. ii) a part-time employee who changes status to full-time will be given credit on the basis of fifteen hundred (1500) paid hours of part- time being equivalent to one (1) year of full-time service and vice versa. iii) in addition, an employee who is so transferred will be given credit for paid hours accumulated since the date of last advancement. (b) Annual increments for full-time employees shall be paid on their anniversary date. (c) Annual increments for part-time employees shall be paid on the completion of each fifteen hundred (1500) hours worked.

  • Merit Increases (a) Subject to documented assessment and performance review undertaken pursuant to the Performance Management System, an employee on anniversary date may be granted an increase of up to five pay increments in the pay scale, not to exceed the control point maximum. (b) The Employer shall notify the employee in writing when an annual increment(s) is not granted or when an annual increment of less than two (2) increments is granted. Such notice shall contain the Employer’s reason(s) as to why the employee’s work performance was not satisfactory. (c) An employee who has not been granted a merit increase shall have the right to refer their performance evaluation to the Director of Human Resources or designate for review by the Review Committee that has been established in the employing department. The employee shall have the right to make written submission to the Review Committee. (d) At the discretion of the Deputy Head, anniversary date merit increases, or portions thereof may be delayed and granted at a subsequent date, without change to the employee’s anniversary date. (e) Where an employee is not granted a pay increment(s) due to an omission or error, the employee shall be granted the increase on a subsequent date, retroactive to their anniversary date for such increment(s). (f) The number of merit increase pay increments granted for part-time or seasonal employees should be pro-rated or delayed in relation to length or work periods. Merit increase pay increments for part-time employees shall be determined in accordance with Article 33.03. (g) Employees paid at or above the control point maximum of the pay range are ineligible for merit increases. (h) It is understood by the parties that clause 14.11 does not apply to scheduled work planning and review or performance appraisal meetings.

  • Funding Increases Before the Funder can make an allocation of additional funds to the HSP, the parties will: (1) agree on the amount of the increase; (2) agree on any terms and conditions that will apply to the increase; and (3) execute an amendment to this Agreement that reflects the agreement reached.

  • Effective Date of Increase Price increases shall be effective upon final approval by the State, and may not be posted on the pricelist prior to receipt of final approval.

  • Wage Increase 1. The minimum hourly wage amounts in the salary table in column I (job grades 1 up to and includ- ing 3) concern the statutory minimum wage and are adjusted in the event of an increase in the statutory minimum wage. 2. Each calendar year, in principle before 1 July, the CLA parties shall conduct talks on the adjust- ment of the (other) amounts shown in the salary table (column I, job grades 4 up to and including 6, column II and III) in article 28(2) of the CLA from 1 July of that year. 3. If an adjustment of the salary table (column I, job grades 4 up to and including 6, columns II and III) is agreed pursuant to paragraph 2 of this article, this will be applied as follows: a. The salary table (column I, job grades 4 up to and including 6, columns II and III) will be increased by the agreed percentage and b. the actual wage of the temporary agency worker will be increased by the agreed percentage from the agreed date.

  • Commitment Increase From time to time after the Closing Date, the Revolving Commitments may be increased (but in no event in excess of $50,000,000 in the aggregate for all such increases) (the “Commitment Increase Cap”) such that the aggregate Revolving Commitments shall at no time exceed $450,000,000 (any such increase, a “Commitment Increase”) at the option of Borrower pursuant to delivery of written notice from Borrower of a proposed Commitment Increase to the Administrative Agent if each of the following conditions have been met: (a) no Default or Event of Default shall exist or would result from such Commitment Increase; (b) no Commitment Increase may be in an amount less than $10,000,000; (c) no existing Lender shall be obligated to increase its Revolving Commitment in connection with any Commitment Increase; (d) the proposed Commitment Increase shall have been consented to in writing by each existing Lender (if any) who is increasing its Revolving Commitment and/or each other institution (if any) that constitutes a permitted assignee under Section 11.04(b) and that has agreed to become a Lender in respect of all or a portion of the Commitment Increase (each such Lender, a “New Lender”); (e) the proposed Commitment Increase, together with any prior Commitment Increase, shall not exceed the Commitment Increase Cap; and (f) the Administrative Agent shall have received (i) an agreement setting forth such Commitment Increase, together with Lender Addendums and promissory notes with respect thereto, (ii) evidence of corporate authorization on the part of the Loan Parties with respect to such Commitment Increase, (iii) opinions of counsel with respect to such Commitment Increase, (iv) amendments to the Security Documents in connection with such Commitment Increase, (v) on behalf of each existing Lender and/or New Lender participating in such Commitment Increase, payment of fees (if any) agreed to by Borrower and payable to such Persons in connection with such Commitment Increase and (vi) evidence of the satisfaction of the conditions set forth in clauses (a) through (d) above in connection with such Commitment Increase, in each case as the Administrative Agent may reasonably request. Each of the Borrower, Lenders and Administrative Agent acknowledges and agrees that each Commitment Increase meeting the conditions set forth in this Section 2.20 shall not require the consent of any Lender other than those Lenders, if any, which have agreed to increase their Revolving Commitments in connection with such proposed Commitment Increase. After giving effect to any Commitment Increase, it may be the case that the outstanding Revolving Loans are not held pro rata in accordance with the new Revolving Commitments. In order to remedy the foregoing, on the effective date of the applicable Commitment Increase, the Revolving Lenders (including, without limitation, any new Lenders) shall make payments to the Administrative Agent, and the Administrative Agent agrees, upon receipt of all such payments, to disburse such amounts to the Lenders so that after giving effect thereto the Revolving Loans will be held by the Revolving Lenders (including, without limitation, any new Lenders), pro rata in accordance with the Pro Rate Percentages hereunder (after giving effect to the applicable Commitment Increase).

  • Annual Increases On each anniversary of Employee's termination from employment, any remaining amounts to be paid during the next year pursuant to this Paragraph 9 shall be increased to an amount equal to one hundred ten percent (110%) of the amounts required to be paid by Employer hereunder under the provisions of this Paragraph 9 during the preceding year.

  • Annual Increments ‌ 12.1 Employees will proceed to the maximum of their salary range by annual increments, after 12 months’ continuous service at each increment point, unless there is an adverse report on the Employee's performance or conduct which recommends the non-payment of an annual increment. 12.2 The following process will apply where a report on an Employee’s performance or conduct recommends the non-payment of an annual increment: (a) The Employee will be shown the report prior to completing 12 months’ continuous service since their last incremental advance; (b) The Employee will be provided with an opportunity to comment in writing; (c) The Employee’s comments will be considered immediately by the Employer and a decision made as to whether to approve the payment of the increment or withhold payment for a specific period; and (d) Where the increment is withheld, the Employer before the expiry of the specified period will complete a further report and the above provisions will apply. 12.3 The non-payment of an increment will not change the normal anniversary date of any further increment payments. 12.4 For the purposes of this clause "continuous service", except where an increment is payable according to age, will not include any period: (a) exceeding 14 calendar days during which an Employee is absent on Leave Without Pay. In the case of leave without pay which exceeds 14 calendar days the entire period of such Leave Without Pay is excised in full; (b) which exceeds six (6) months in one continuous period during which an Employee is absent on workers' compensation. Provided that only that portion of such continuous absence which exceeds six (6) months will not count as "continuous service"; and (c) which exceeds three (3) months in one (1) continuous period during which an Employee is absent on Personal Leave without pay. Provided that only that portion of such continuous absence which exceeds three (3) months will not count as "continuous service".

  • Benefit Increases Benefit payments may be increased as provided in Section 2.1.3.

  • Step III 21.5.1 If the employee desires to appeal the grievance to Step III, the employee shall indicate in writing the reason for the appeal and present it along with the original written grievance to the Municipal Employee Relations Officer or designee within ten (10) working days following receipt of the written decision at Step II. 21.5.2 Within ten (10) working days after receipt of the appeal to Step III, the Municipal Employee Relations Officer or designee shall schedule a meeting with the employee, the appropriate Union representative, and the Department Director or designee to discuss the matter. A written decision shall be given to the employee or the appropriate Employee Organization representative within ten (10) working days following the meeting. 21.5.3 If the decision of the Municipal Employee Relations Officer or designee is unsatisfactory, the appropriate Employee Organization representative may appeal the grievance to Step IV - Arbitration.

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