Non-Prevailing Wage Sample Clauses

Non-Prevailing Wage. For those employee classifications not covered by the Prevailing Wage Law, the per-hour fees shall be as specified in Exhibit T and as detailed in the applicable TO. If the classification is not listed in Exhibit T, the Judicial Council and the Contractor shall agree upon an hourly rate for that employee. This per-hour fee shall not be multiplied by the Labor Cost Factor. Notwithstanding anything to the contrary, the Judicial Council will never pay a per-hour fee for (i) an exempt employee who is listed in Exhibit T, or (ii) a non-exempt employee for Work performed during his or her regular scheduled hours.
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Non-Prevailing Wage. Effective the following dates, the City will make the wage adjustments below for all employees who are in non-prevailing rate classifications and who are either on the payroll as of the effective date or on lay-off with recall rights: Year 1: • Effective 01/01/2018 – 2% Year 2: • Effective 01/01/2019 – 2.25% Year 3: • Effective 01/01/2020 – 2% Year 4: • Effective 01/01/2021 – 2.25% Year 5: • Effective 01/01/2022 – 2% "Me too" Clause: If a majority of City unionized employees in non- prevailing wage rate classifications receive an across-the-board percentage increase in their regular base rate of pay in any contract year higher than the increase set forth above in any such year, employees in non-prevailing rate classifications covered by this Agreement shall have their wage adjustment set forth above increased by the difference between Xxxxxxxx Magna 12/25/17 12:53 PM Deleted: Rates Governing First Five-Years of this Agreement (07/01/2007 to 06/30/2012) Xxxxxxxx Magna 1/5/18 6:02 PM Deleted: <#>Effective 07/01/2007 – 1% Xxxxxxxx Magna 1/5/18 6:02 PM Deleted: 2008 Xxxxxxxx Magna 1/5/18 6:02 PM Deleted: .25 Xxxxxxxx Magna 1/5/18 6:03 PM Deleted: 2009 Xxxxxxxx Magna 1/5/18 6:03 PM Deleted: 3 Xxxxxxxx Magna 1/5/18 6:03 PM Deleted: 2010 Xxxxxxxx Magna 1/5/18 6:03 PM Deleted: 3 Xxxxxxxx Magna 1/5/18 6:03 PM Deleted: 2011 Xxxxxxxx Magna 1/5/18 6:03 PM Deleted: 3.25 Xxxxxxxx Magna 1/5/18 6:04 PM Deleted: 2012 Xxxxxxxx Magna 1/5/18 6:04 PM Deleted: 3.5 Xxxxxxxx Magna 12/25/17 12:53 PM Deleted: Section 4.4 Mon- Prevailing Wage Rates Governing Second Five-Year Term (07/01/2012 to 06/30/2017) Effective the following dates, the City will make the wage ... [1] Unknown Formatted: Font:(Default) Courier New the above increase and the higher across-the-board percentage increase in any such year. Similarly, if a majority of City unionized employees in non-prevailing wage rate classifications** receive a lump sum payment in any contract year, employees in non-prevailing rate classifications covered by this Agreement shall receive the same lump sum payment in any such year. The parties agree to confer regarding the timing, amount and implementation of any wage adjustment or lump sum payment under this Section prior to such adjustment being paid. ** Exclusive of sworn employees of the Chicago Police Department and uniformed members of the Chicago Fire Department.
Sample 1
Non-Prevailing Wage. Effective the following dates, the City will make the wage adjustments below for all employees who are in non-prevailing rate classifications and who are either on the payroll as of the effective date or on lay-off with recall rights: Year 1: • Effective 01/01/2018 – 2% Year 2: • Effective 01/01/2019 – 2.25% Year 3: • Effective 01/01/2020 – 2% Year 4: • Effective 01/01/2021 – 2.25% Year 5: • Effective 01/01/2022 – 2% "Me too" Clause: If a majority of City unionized employees in non- prevailing wage rate classifications receive an across-the-board percentage increase in their regular base rate of pay in any contract year higher than the increase set forth above in any such year, employees in non-prevailing rate classifications covered by this Agreement shall have their wage adjustment set forth above increased by the difference between the above increase and the higher across-the-board percentage increase in any such year. Similarly, if a majority of City unionized employees in non-prevailing wage rate classifications** receive a lump sum payment in any contract year, employees in non-prevailing rate classifications covered by this Agreement shall receive the same lump sum payment in any such year. The parties agree to confer regarding the timing, amount and implementation of any wage adjustment or lump sum payment under this Section prior to such adjustment being paid. ** Exclusive of sworn employees of the Chicago Police Department and uniformed members of the Chicago Fire Department.
Sample 1

Related to Non-Prevailing Wage

  • Prevailing Wage The Recipient shall require that all Contractors and subcontractors working on the Project comply with the prevailing wage requirements contained in Revised Code Sections 164.07(B) and 4115.03 through 4115.16;

  • Prevailing Wages Contractor is aware of the requirements of California Labor Code Section 1720 et seq., and 1770 et seq., as well as California Code of Regulations, Title 8, Section 16000 et seq., (“Prevailing Wage Laws”), which require the payment of prevailing wage rates and the performance of other requirements on “public works” and “maintenance” projects. Since the Services are being performed as part of an applicable “public works” or “maintenance” project, as defined by the Prevailing Wage Laws, and since the total compensation is $1,000 or more, Contractor agrees to fully comply with such Prevailing Wage Laws. District shall provide Contractor with a copy of the prevailing rates of per diem wages in effect at the commencement of this Contract. Contractor shall make copies of the prevailing rates of per diem wages for each craft, classification or type of worker needed to execute the Services available to interested parties upon request, and shall post copies at Contractor’s principal place of business and at the project site. Contractor shall defend, indemnify and hold the District, its officials, officers, employees and agents free and harmless from any claim or liability arising out of any failure or alleged failure to comply with the Prevailing Wage Laws. Contractor and any subcontractor shall forfeit a penalty of up to $200 per calendar day or portion thereof for each worker paid less than the prevailing wage rates.

  • STATE PREVAILING WAGE RATES A. CONSULTANT shall comply with the State of California’s General Prevailing Wage Rate requirements in accordance with California Labor Code, Section 1770, and all Federal, State, and local laws and ordinances applicable to the work.

  • PREVAILING WAGE RATES The contractor shall comply with prevailing wage rates as defined by the United States Department of Labor Xxxxx-Xxxxx Wage Determination at xxxx://xxx.xxx.xxx/whd/contracts/dbra.htm and at the Wage Determinations website xxx.xxxx.xxx for Xxxxxx County, Texas (WD-2509).

  • Payment of Prevailing Wages The Contractor and all Subcontractors under the Contractor shall pay all workers on all Work performed pursuant to this Contract not less than the general prevailing rate of per diem wages and the general prevailing rate for holiday and overtime work as determined by the Director of the Department of Industrial Relations, State of California, for the type of work performed and the locality in which the work is to be performed within the boundaries of the District, pursuant to sections 1770 et seq. of the California Labor Code.

  • PREVAILING WAGE ACT Without limiting the scope of any other provision of this Agreement, Concessionaire agrees to comply with the New Jersey Prevailing Wage Act, P.L. 1963, Chapter 150as codified in N.J.S.A. 34:11-56.25, et seq. Concessionaire also agrees to comply with 42 U.S.C. § 9604 (g)(1). If any conflict exists between the New Jersey Prevailing Wage Law and § 9604 (g)(1), the Concessionaire must comply with the federal requirements.

  • Labor Laws and Prevailing Wages Insofar as applicable to the operations, PURCHASER shall comply with all state and federal laws in the employment and payment of labor.

  • Prevailing Wage Requirements California Labor Code and/ or Resolutions of the San Xxxx City Council require the payment of not less than the general prevailing rate of per diem wages and rates for holiday and overtime and adherence to all labor standards and regulations. The General Prevailing Wage Rates may be adjusted throughout the term of this Agreement. Notwithstanding any other provision of this Agreement, Contractor shall not be entitled to any adjustment in compensation rates in the event there are adjustments to the General Prevailing Wage Rates.

  • Prevailing Wage Rate Applicable to Bid Submissions A copy of the applicable prevailing wage rates to be paid or provided are annexed to the Bid Documents. Bidders must submit Bids which are based upon the prevailing hourly wages, and supplements in cash or equivalent benefits (i.e., fringe benefits and any cash or non-cash compensation which are not wages, as defined by law) that equal or exceed the applicable prevailing wage rate(s) for the location where the work is to be performed. Bidders may not submit Bids based upon hourly wage rates and supplements below the applicable prevailing wage rates as established by the New York State Department of Labor. Bids that fail to comply with this requirement will be disqualified.

  • Equal Pay for Equal Work The principle of equal pay for equal work shall apply, regardless of sex.

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