Modified Benefit Option Wage Differential. (a) Employees who select the MBO shall receive a wage differential of $1.75/hour above the base rate of pay. The wage differential shall be paid on all paid hours (e.g., REG, PTO, etc.). (b) The wage differential shall be considered as part of the base hourly rate when calculating the following: the County contribution to the employee’s Retirement Medical Trust (RMT) account, differentials paid on a percentage basis (e.g., longevity), sick leave conversion cash-outs (if any) pursuant to the RMT Article, and other leave cash-outs. Provided below is an example of how the County’s contribution to the RMT would be calculated:
Appears in 3 contracts
Samples: Memorandum of Understanding, Memorandum of Understanding, Memorandum of Understanding
Modified Benefit Option Wage Differential.
(a) Employees who select the MBO shall receive a wage differential of $1.75/hour above the base rate of pay. The wage differential shall be paid on all paid hours (e.g., REG, PTO, etc.).
(b) The wage differential shall be considered as part of the base hourly rate when calculating the following: the County contribution to the employee’s Retirement Medical Trust (RMT) account, differentials paid on a percentage basis (e.g., 5% Acting Supervisor or Acting Dispatcher Differential), longevity), sick leave conversion cash-outs (if any) pursuant to the RMT Article, and other leave cash-outs. Provided below is an example of how the County’s contribution to the RMT would be calculated:
Appears in 3 contracts
Samples: Memorandum of Understanding, Memorandum of Understanding, Memorandum of Understanding
Modified Benefit Option Wage Differential.
(a) Employees who select the MBO shall receive a wage differential of $1.75/hour above the base rate of pay. The wage differential shall be paid on all paid hours (e.g., REG, PTO, etc.).
(b) The wage differential shall be considered as part of the base hourly rate when calculating the following: the County contribution to the employee’s Retirement Medical Trust (RMT) account, differentials paid on a percentage basis (e.g., 5% Acting Supervisor or Acting Dispatcher Differential), longevity), sick leave conversion cash-outs (if any) pursuant to the RMT Article, and other leave cash-outs. Provided below is an example of how the County’s contribution to the RMT would be calculated:
Appears in 1 contract
Samples: Memorandum of Understanding
