Other Adjustments. (a) This section shall be considered to be in compliance with Title 3, Section 310(h). (b) Nothing in Sections 14 or 15 shall prevent the Commissioner of Human Resources from subsequently lowering the hiring rate for one (1) or more classes; provided no employee shall be reduced in salary or step as a result. (c) Any agency request to change a hiring rate under this Section shall be in accordance with guidelines as may be established by the Commissioner of Human Resources. (d) If the Commissioner of Human Resources wishes to grant more than a one (1) step increase for those persons at or above the new EOP, or increase the maximum of the grade for that class, the impact of such decision shall be negotiated for up to forty-five (45) calendar days with the VSEA. At the end of the forty-five (45) calendar day period, commencing with notice by the Commissioner of Human Resources, subject to the provisions of (e), below, the State may implement any proposed adjustment without further negotiations or recourse to the statutory impasse procedures, by either party. (e) If a subsequent review of the Commissioner of Human Resources' recommendation for a market factor adjustment by the Commissioner of Finance and Management and/or the Secretary of Administration results in a change to the proposed adjustment, the State shall negotiate the impact of the proposed adjustment with the VSEA for up to fifteen (15) calendar days. At the end of the fifteen (15) calendar day period commencing with notice by the Commissioner of Human Resources, the State may implement the adjustment without further negotiations or recourse to the statutory impasse procedures. (f) Notwithstanding the recommendations of the Commissioner of Human Resources or the Commissioner of Finance and Management, the Secretary of Administration shall have the final authority to approve, deny or modify the recommendations (rates, timetables or classes affected) for adjustments, both initially and/or in any subsequent review subject only to any limitations provided in this agreement. The decision of the Secretary shall be final and not subject to negotiation or review in any forum, except to the extent that it is alleged that the Secretary has exceeded the parameters established by this agreement. (g) If the Commissioner of Human Resources eliminates an MFA implemented prior to July 1, 1994, as a percentage differential, any affected employee will retain his/her then current rate of pay until his/her next step date, at which time (s)he shall be placed at the next higher regular step (without the MFA), unless the provisions of the MFA specify otherwise. Nothing in this Agreement will prevent the Human Resources Commissioner from establishing a new MFA with a built-in termination date or other limitation. (h) Any Market Factor Adjustment in effect on July 4, 1992, shall be considered a temporary add- on only for the time an employee remains in that class. During the life of this Agreement, with the agreement of the VSEA, the State may implement Market Factor Adjustments for consideration other than hourly rate adjustments.
Appears in 6 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Other Adjustments. (a) This section shall be considered to be in compliance with Title 3, Section 310(h).
(b) Nothing in Sections 14 or 15 shall prevent the Commissioner of Human Resources from subsequently lowering the hiring rate for one (1) or more classes; provided no employee shall be reduced in salary or step as a result.
(c) Any agency request to change a hiring rate under this Section section shall be in accordance with guidelines as may be established by the Commissioner of Human Resources.
(d) If the Commissioner of Human Resources wishes to grant more than a one (1) step increase for those persons at or above the new EOP, or increase the maximum of the grade for that class, the impact of such decision shall be negotiated for up to forty-five (45) calendar days with the VSEA. At the end of the forty-five (45) calendar day period, commencing with notice by the Commissioner of Human Resources, subject to the provisions of (e), below, the State may implement any proposed adjustment without further negotiations or recourse to the statutory impasse procedures, by either party.
(e) If a subsequent review of the Commissioner of Human Resources' ’ recommendation for a market factor adjustment by the Commissioner of Finance and Management and/or the Secretary of Administration results in a change to the proposed adjustment, the State shall negotiate the impact of the proposed adjustment with the VSEA for up to fifteen (15) calendar days. At the end of the fifteen (15) calendar day period commencing with notice by the Commissioner of Human Resources, the State may implement the adjustment without further negotiations or recourse to the statutory impasse procedures.
(f) Notwithstanding the recommendations of the Commissioner of Human Resources or the Commissioner of Finance and Management, the Secretary of Administration shall have the final authority to approve, deny or modify the recommendations (rates, timetables or classes affected) for adjustments, both initially and/or in any subsequent review subject only to any limitations provided in this agreement. The decision of the Secretary shall be final and not subject to negotiation or review in any forum, except to the extent that it is alleged that the Secretary has exceeded the parameters established by this agreement.
(g) If the Commissioner of Human Resources eliminates an MFA implemented prior to July 1, 1994, as a percentage differential, any affected employee will retain his/her then current rate of pay until his/her next step date, at which time (s)he shall be placed at the next higher regular step (without the MFA), unless the provisions of the MFA specify otherwise. Nothing in this Agreement will prevent the Human Resources Commissioner from establishing a new MFA with a built-in termination date or other limitation.
(h) Any Market Factor Adjustment in effect on July 4, 1992, shall be considered a temporary add- add-on only for the time an employee remains in that class. During the life of this Agreement, with the agreement of the VSEA, the State may implement Market Factor Adjustments for consideration other than hourly rate adjustments.
Appears in 6 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Other Adjustments. (a) This section shall be considered to be in compliance with Title 3, Section 310(h).
(b) Nothing in Sections 14 or 15 shall prevent the Commissioner of Human Resources from subsequently lowering the hiring rate for one (1) or more classes; provided no employee shall be reduced in salary or step as a result.
(c) Any agency request to change a hiring rate under this Section section shall be in accordance with guidelines as may be established by the Commissioner of Human Resources.
(d) If the Commissioner of Human Resources wishes to grant more than a one (1) step increase for those persons at or above the new EOP, or increase the maximum of the grade for that class, the impact of such decision shall be negotiated for up to forty-five (45) calendar days with the VSEAVTA. At the end of the forty-five (45) calendar day period, commencing with notice by the Commissioner of Human Resources, subject to the provisions of (e), below, the State may implement any proposed adjustment without further negotiations or recourse to the statutory impasse procedures, by either party.
(e) If a subsequent review of the Commissioner of Human Resources' ’ recommendation for a market factor adjustment by the Commissioner of Finance and Management and/or the Secretary of Administration results in a change to the proposed adjustment, the State shall negotiate the impact of the proposed adjustment with the VSEA VTA for up to fifteen (15) calendar days. At the end of the fifteen (15) calendar day period commencing with notice by the Commissioner of Human Resources, the State may implement the adjustment without further negotiations or recourse to the statutory impasse procedures.
(f) Notwithstanding the recommendations of the Commissioner of Human Resources or the Commissioner of Finance and Management, the Secretary of Administration shall have the final authority to approve, deny or modify the recommendations (rates, timetables or classes affected) for adjustments, both initially and/or in any subsequent review subject only to any limitations provided in this agreement. The decision of the Secretary shall be final and not subject to negotiation or review in any forum, except to the extent that it is alleged that the Secretary has exceeded the parameters established by this agreement.
(g) If the Commissioner of Human Resources eliminates an MFA implemented prior to July 1, 1994, as a percentage differential, any affected employee will retain his/her then current rate of pay until his/her next step date, at which time (s)he shall be placed at the next higher regular step (without the MFA), unless the provisions of the MFA specify otherwise. Nothing in this Agreement will prevent the Human Resources Commissioner from establishing a new MFA with a built-in termination date or other limitation.
(h) Any Market Factor Adjustment in effect on July 4, 1992, shall be considered a temporary add- add-on only for the time an employee remains in that class. During the life of this Agreement, with the agreement of the VSEAVTA, the State may implement Market Factor Adjustments for consideration other than hourly rate adjustments.
Appears in 5 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Other Adjustments. (a) This section shall be considered to be in compliance with Title 3, Section 310(h).
(b) Nothing in Sections 14 or 15 shall prevent the Commissioner of Human Resources from subsequently lowering the hiring rate for one (1) or more classes; provided no employee shall be reduced in salary or step as a result.
(c) Any agency request to change a hiring rate under this Section shall be in accordance with guidelines as may be established by the Commissioner of Human Resources.
(d) If the Commissioner of Human Resources wishes to grant more than a one (1) step increase for those persons at or above the new EOP, or increase the maximum of the grade for that class, the impact of such decision shall be negotiated for up to forty-five (45) calendar days with the VSEA. At the end of the forty-five (45) calendar day period, commencing with notice by the Commissioner of Human Resources, subject to the provisions of (e), below, the State may implement any proposed adjustment without further negotiations or recourse to the statutory impasse procedures, by either party.
(e) If a subsequent review of the Commissioner of Human Resources' recommendation for a market factor adjustment by the Commissioner of Finance and Management and/or the Secretary of Administration results in a change to the proposed adjustment, the State shall negotiate the impact of the proposed adjustment with the VSEA for up to fifteen (15) calendar days. At the end of the fifteen (15) calendar day period commencing with notice by the Commissioner of Human Resources, the State may implement the adjustment without further negotiations or recourse to the statutory impasse procedures.
(f) Notwithstanding the recommendations of the Commissioner of Human Resources or the Commissioner of Finance and Management, the Secretary of Administration shall have the final authority to approve, deny or modify the recommendations (rates, timetables or classes affected) for adjustments, both initially and/or in any subsequent review subject only to any limitations provided in this agreement. The decision of the Secretary shall be final and not subject to negotiation or review in any forum, except to the extent that it is alleged that the Secretary has exceeded the parameters established by this agreement.
(g) If the Commissioner of Human Resources eliminates an MFA implemented prior to July 1, 1994, as a percentage differential, any affected employee will retain his/her then current rate of pay until his/her next step date, at which time (s)he shall be placed at the next higher regular step (without the MFA), unless the provisions of the MFA specify otherwise. Nothing in this Agreement will prevent the Human Resources Commissioner from establishing a new MFA with a built-in termination date or other limitation.
(h) Any Market Factor Adjustment in effect on July 4, 1992, shall be considered a temporary add- add-on only for the time an employee remains in that class. During the life of this Agreement, with the agreement of the VSEA, the State may implement Market Factor Adjustments for consideration other than hourly rate adjustments.
Appears in 5 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Other Adjustments. (a) This section shall be considered to be in compliance with Title 3, Section 310(h).
(b) Nothing in Sections 14 or 15 shall prevent the Commissioner of Human Resources from subsequently lowering the hiring rate for one (1) or more classes; provided no employee shall be reduced in salary or step as a result.
(c) Any agency request to change a hiring rate under this Section section shall be in accordance with guidelines as may be established by the Commissioner of Human Resources.
(d) If the Commissioner of Human Resources wishes to grant more than a one (1) step increase for those persons at or above the new EOP, or increase the maximum of the grade for that class, the impact of such decision shall be negotiated for up to forty-five (45) calendar days with the VSEA. At the end of the forty-five (45) calendar day period, commencing with notice by the Commissioner of Human Resources, subject to the provisions of (e), below, the State may implement any proposed adjustment without further negotiations or recourse to the statutory impasse procedures, by either party.
(e) If a subsequent review of the Commissioner of Human Resources' ’ recommendation for a market factor adjustment by the Commissioner of Finance and Management and/or the Secretary of Administration results in a change to the proposed adjustment, the State shall negotiate the impact of the proposed adjustment with the VSEA for up to fifteen (15) calendar days. At the end of the fifteen (15) calendar day period commencing with notice by the Commissioner of Human Resources, the State may implement the adjustment without further negotiations or recourse to the statutory impasse procedures.
(f) Notwithstanding the recommendations of the Commissioner of Human Resources or the Commissioner of Finance and Management, the Secretary of Administration shall have the final authority to approve, deny or modify the recommendations (rates, timetables or classes affected) for adjustments, both initially and/or in any subsequent review subject only to any limitations provided in this agreement. The decision of the Secretary shall be final and not subject to negotiation or review in any forum, except to the extent that it is alleged that the Secretary has exceeded the parameters established by this agreement.
(g) If the Commissioner of Human Resources eliminates an MFA implemented prior to July 1, 1994, 1994 as a percentage differential, any affected employee will retain his/her then current rate of pay until his/her next step date, at which time (s)he shall be placed at the next higher regular step (without the MFA), unless the provisions of the MFA specify otherwise. Nothing in this Agreement will prevent the Human Resources Commissioner from establishing a new MFA with a built-in termination date or other limitation.
(h) Any Market Factor Adjustment in effect on July 4, 1992, shall be considered a temporary add- on only for the time an employee remains in that class. During the life of this Agreement, with the agreement of the VSEA, the State may implement Market Factor Adjustments for consideration other than hourly rate adjustments.
Appears in 4 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Other Adjustments. (a) This section shall be considered to be in compliance with Title 3, Section 310(h).
(b) Nothing in Sections 14 or 15 shall prevent the Commissioner of Human Resources from subsequently lowering the hiring rate for one (1) or more classes; provided no employee shall be reduced in salary or step as a result.
(c) Any agency request to change a hiring rate under this Section section shall be in accordance with guidelines as may be established by the Commissioner of Human Resources.
(d) If the Commissioner of Human Resources wishes to grant more than a one (1) step increase for those persons at or above the new EOP, or increase the maximum of the grade for that class, the impact of such decision shall be negotiated for up to forty-five (45) calendar days with the VSEA. At the end of the forty-five (45) calendar day period, commencing with notice by the Commissioner of Human Resources, subject to the provisions of (e), below, the State may implement any proposed adjustment without further negotiations or recourse to the statutory impasse procedures, by either party.
(e) If a subsequent review of the Commissioner of Human Resources' ’ recommendation for a market factor adjustment by the Commissioner of Finance and Management and/or the Secretary of Administration results in a change to the proposed adjustment, the State shall negotiate the impact of the proposed adjustment with the VSEA for up to fifteen (15) calendar days. At the end of the fifteen (15) calendar day period commencing with notice by the Commissioner of Human Resources, the State may implement the adjustment without further negotiations or recourse to the statutory impasse procedures.
(f) Notwithstanding the recommendations of the Commissioner of Human Resources or the Commissioner of Finance and Management, the Secretary of Administration shall have the final authority to approve, deny or modify the recommendations (rates, timetables or classes affected) for adjustments, both initially and/or in any subsequent review subject only to any limitations provided in this agreement. The decision of the Secretary shall be final and not subject to negotiation or review in any forum, except to the extent that it is alleged that the Secretary has exceeded the parameters established by this agreement.
(g) If the Commissioner of Human Resources eliminates an MFA implemented prior to July 1, 1994, as a percentage differential, any affected employee will retain his/her then current rate of pay until his/her next step date, at which time (s)he shall be placed at the next higher regular step (without the MFA), unless the provisions of the MFA specify otherwise. Nothing in this Agreement will prevent the Human Resources Commissioner from establishing a new MFA with a built-in termination date or other limitation.
(h) Any Market Factor Adjustment in effect on July 4, 1992, shall be considered a temporary add- add-on only for the time an employee remains in that class. During the life of this Agreement, with the agreement of the VSEA, the State may implement Market Factor Adjustments for consideration other than hourly rate adjustments. .
Appears in 4 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Other Adjustments. (a) This section shall be considered to be in compliance with Title 3, Section 310(h310, (h).
(b) Nothing in Sections 14 or 15 shall prevent the Commissioner of Human Resources DG from subsequently lowering the hiring rate for one (1) or more classes; provided no employee shall be reduced in salary or step as a result.
(c) Any agency request to change a hiring rate under this Section shall be in accordance with guidelines as may be established by the Commissioner of Human Resources.
(d) If the Commissioner of Human Resources DG wishes to grant more than a one (1) step increase for those persons at or above the new EOP, or increase the maximum of the grade for that class, the impact of such decision shall be negotiated for up to forty-five (45) calendar days with the VSEA. At the end of the forty-five (45) calendar day period, commencing with notice by the Commissioner of Human ResourcesDG, subject to the provisions of (e), below, the State DG may implement any proposed adjustment without further negotiations or recourse to the statutory impasse procedures, by either party.
(ed) If a subsequent review of the Commissioner of Human Resources' DG’s recommendation for a market factor adjustment by the Commissioner of Finance and Management and/or the Secretary of Administration results in a change to the proposed adjustment, the State DG shall negotiate the impact of the proposed adjustment with the VSEA for up to fifteen (15) calendar days. At the end of the fifteen (15) calendar day period commencing with notice by the Commissioner of Human ResourcesDG, the State DG may implement the adjustment without further negotiations or recourse to the statutory impasse procedures.
(fe) Notwithstanding the recommendations of the Commissioner of Human Resources DG or the Commissioner of Finance and Management, the Secretary of Administration shall have the final authority to approve, deny or modify the recommendations (rates, timetables or classes affected) for adjustments, both initially and/or in any subsequent review subject only to any limitations provided in this agreement. The decision of the Secretary shall be final and not subject to negotiation or review in any forum, except to the extent that it is alleged that the Secretary has exceeded the parameters established by this agreement.
(g) If the Commissioner of Human Resources eliminates an MFA implemented prior to July 1, 1994, as a percentage differential, any affected employee will retain his/her then current rate of pay until his/her next step date, at which time (s)he shall be placed at the next higher regular step (without the MFA), unless the provisions of the MFA specify otherwise. Nothing in this Agreement will prevent the Human Resources Commissioner from establishing a new MFA with a built-in termination date or other limitation.
(h) Any Market Factor Adjustment in effect on July 4, 1992, shall be considered a temporary add- on only for the time an employee remains in that class. During the life of this Agreement, with the agreement of the VSEA, the State may implement Market Factor Adjustments for consideration other than hourly rate adjustments.
Appears in 4 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Other Adjustments. (a) This section shall be considered to be in compliance with Title 3, Section 310(h).
(b) Nothing in Sections 14 or 15 shall prevent the Commissioner of Human Resources from subsequently lowering the hiring rate for one (1) or more classes; provided no employee shall be reduced in salary or step as a result.
(c) Any agency request to change a hiring rate under this Section section shall be in accordance with guidelines as may be established by the Commissioner of Human Resources.
(d) If the Commissioner of Human Resources wishes to grant more than a one (1) step increase for those persons at or above the new EOP, or increase the maximum of the grade for that class, the impact of such decision shall be negotiated for up to forty-five (45) calendar days with the VSEA. At the end of the forty-five (45) calendar day period, commencing with notice by the Commissioner of Human Resources, subject to the provisions of (e), below, the State may implement any proposed adjustment without further negotiations or recourse to the statutory impasse procedures, by either party.
(e) If a subsequent review of the Commissioner of Human Resources' ’ recommendation for a market factor adjustment by the Commissioner of Finance and Management and/or the Secretary of Administration results in a change to the proposed adjustment, the State shall negotiate the impact of the proposed adjustment with the VSEA for up to fifteen (15) calendar days. At the end of the fifteen (15) calendar day period commencing with notice by the Commissioner of Human Resources, the State may implement the adjustment without further negotiations or recourse to the statutory impasse procedures.
(f) Notwithstanding the recommendations of the Commissioner of Human Resources or the Commissioner of Finance and Management, the Secretary of Administration shall have the final authority to approve, deny or modify the recommendations (rates, timetables or classes affected) for adjustments, both initially and/or in any subsequent review subject only to any limitations provided in this agreement. The decision of the Secretary shall be final and not subject to negotiation or review in any forum, except to the extent that it is alleged that the Secretary has exceeded the parameters established by this agreement.
(g) If the Commissioner of Human Resources eliminates an MFA implemented prior to July 1, 1994, as a percentage differential, any affected employee will retain his/her then current rate of pay until his/her next step date, at which time (s)he shall be placed at the next higher regular step (without the MFA), unless the provisions of the MFA specify otherwise. Nothing in this Agreement will prevent the Human Resources Commissioner from establishing a new MFA with a built-in termination date or other limitation.
(h) Any Market Factor Adjustment in effect on July 4, 1992, shall be considered a temporary add- add-on only for the time an employee remains in that class. During the life of this Agreement, with the agreement of the VSEA, the State may implement Market Factor Adjustments for consideration other than hourly rate adjustments.
(i) The State and VSEA will establish a joint study committee consisting of four (4) representatives from the State and four (4) representatives from VSEA to discuss methods and funding to extend the State Police Lieutenant’s Pay plan to Bargaining Unit members who currently are required to retire by the age of fifty-five (55) and in the Group C Retirement Plan.
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Other Adjustments. (a) This section shall be considered to be in compliance with Title 3, Section 310(h).
(b) Nothing in Sections 14 or 15 shall prevent the Commissioner of Human Resources from subsequently lowering the hiring rate for one (1) or more classes; provided no employee shall be reduced in salary or step as a result.
(c) Any agency request to change a hiring rate under this Section section shall be in accordance with guidelines as may be established by the Commissioner of Human Resources.
(d) If the Commissioner of Human Resources wishes to grant more than a one (1) one-step increase for those persons at or above the new EOP, or increase the maximum of the grade for that class, the impact of such decision shall be negotiated for up to forty-five (45) calendar days with the VSEA. At the end of the forty-five (45) calendar day period, commencing with notice by the Commissioner of Human Resources, subject to the provisions of (e), below, the State may implement any proposed adjustment without further negotiations or recourse to the statutory impasse procedures, by either party.
(e) If a subsequent review of the Commissioner of Human Resources' ’ recommendation for a market factor adjustment by the Commissioner of Finance and Management and/or the Secretary of Administration results in a change to the proposed adjustment, the State shall negotiate the impact of the proposed adjustment with the VSEA for up to fifteen (15) calendar days. At the end of the fifteen (15) calendar day period commencing with notice by the Commissioner of Human Resources, the State may implement the adjustment without further negotiations or recourse to the statutory impasse procedures.
(f) Notwithstanding the recommendations of the Commissioner of Human Resources or the Commissioner of Finance and Management, the Secretary of Administration shall have the final authority to approve, deny or modify the recommendations (rates, timetables or classes affected) for adjustments, both initially and/or in any subsequent review subject only to any limitations provided in this agreement. The decision of the Secretary shall be final and not subject to negotiation or review in any forum, except to the extent that it is alleged that the Secretary has exceeded the parameters established by this agreement.
(g) If the Commissioner of Human Resources eliminates an MFA implemented prior to July 1, 1994, 1994 as a percentage differential, any affected employee will retain his/her then current rate of pay until his/her next step date, at which time (s)he shall be placed at the next higher regular step (without the MFA), unless the provisions of the MFA specify otherwise. Nothing in this Agreement will prevent the Human Resources Commissioner from establishing a new MFA with a built-in termination date or other limitation.
(h) Any Market Factor Adjustment in effect on July 4, 1992, shall be considered a temporary add- on only for the time an employee remains in that class. During the life of this Agreement, with the agreement of the VSEA, the State may implement Market Factor Adjustments for consideration other than hourly rate adjustments.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Other Adjustments. (a) This section shall be considered to be in compliance with Title 3, Section 310(h).
(b) Nothing in Sections 14 15 or 15 16 shall prevent the Commissioner of Human Resources from subsequently lowering the hiring rate for one (1) or more classes; provided no employee shall be reduced in salary or step as a result.
(c) Any agency request to change a hiring rate under this Section section shall be in accordance with guidelines as may be established by the Commissioner of Human Resources.
(d) If the Commissioner of Human Resources wishes to grant more than a one (1) one-step increase for those persons at or above the new EOP, or increase the maximum of the grade for that class, the impact of such decision shall be negotiated for up to forty-five (45) calendar days with the VSEA. At the end of the forty-five (45) calendar day period, commencing with notice by the Commissioner of Human Resources, subject to the provisions of (e), below, the State may implement any proposed adjustment without further negotiations or recourse to the statutory impasse procedures, by either party.
(e) If a subsequent review of the Commissioner of Human Resources' ’ recommendation for a market factor adjustment by the Commissioner of Finance and Management and/or the Secretary of Administration results in a change to the proposed adjustment, the State shall negotiate the impact of the proposed adjustment with the VSEA for up to fifteen (15) calendar days. At the end of the fifteen (15) calendar day period commencing with notice by the Commissioner of Human Resources, the State may implement the adjustment without further negotiations or recourse to the statutory impasse procedures.
(f) Notwithstanding the recommendations of the Commissioner of Human Resources or the Commissioner of Finance and Management, the Secretary of Administration shall have the final authority to approve, deny or modify the recommendations (rates, timetables or classes affected) for adjustments, both initially and/or in any subsequent review subject only to any limitations provided in this agreement. The decision of the Secretary shall be final and not subject to negotiation or review in any forum, except to the extent that it is alleged that the Secretary has exceeded the parameters established by this agreement.
(g) If the Commissioner of Human Resources eliminates an MFA implemented prior to July 1, 1994, 1994 as a percentage differential, any affected employee will retain his/her then current rate of pay until his/her next step date, at which time (s)he shall be placed at the next higher regular step (without the MFA), unless the provisions of the MFA specify otherwise. Nothing in this Agreement will prevent the Human Resources Commissioner from establishing a new MFA with a built-in termination date or other limitation.
(h) Any Market Factor Adjustment in effect on July 4, 1992, shall be considered a temporary add- add-on only for the time an employee remains in that class. During the life of this Agreement, with the agreement of the VSEA, the State may implement Market Factor Adjustments for consideration other than hourly rate adjustments.
(i) The State and VSEA will establish a joint study committee consisting of four (4) representatives from the State and four (4) representatives from VSEA to discuss methods and funding to extend the State Police Lieutenant’s Pay plan to Bargaining Unit members who currently are required to retire by the age of fifty-five (55) and in the Group C Retirement Plan.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Other Adjustments. (a) This section shall be considered to be in compliance with Title 3, Section 310(h310, (h).
(b) Nothing in Sections 14 or 15 shall prevent the Commissioner of Human Resources Personnel from subsequently lowering the hiring rate for one (1) or more classes; provided no employee shall be reduced in salary or step as a result.
(c) Any agency request to change a hiring rate under this Section section shall be in accordance with guidelines as may be established by the Commissioner of Human ResourcesPersonnel.
(d) If the Commissioner of Human Resources Personnel wishes to grant more than a one (1) step increase for those persons at or above the new EOP, or increase the maximum of the grade for that class, the impact of such decision shall be negotiated for up to forty-five (45) 45 calendar days with the VSEA. At the end of the forty-five (45) 45 calendar day period, commencing with notice by the Commissioner of Human ResourcesPersonnel, subject to the provisions of (e), below, the State may implement any proposed adjustment without further negotiations or recourse to the statutory impasse procedures, by either party.
(e) If a subsequent review of the Commissioner of Human Resources' Personnel’s recommendation for a market factor adjustment by the Commissioner of Finance and Management and/or the Secretary of Administration results in a change to the proposed adjustment, the State shall negotiate the impact of the proposed adjustment with the VSEA for up to fifteen (15) calendar days. At the end of the fifteen (15) calendar day period commencing with notice by the Commissioner of Human ResourcesPersonnel, the State may implement the adjustment without further negotiations or recourse to the statutory impasse procedures.
(f) Notwithstanding the recommendations of the Commissioner of Human Resources Personnel or the Commissioner of Finance and Management, the Secretary of Administration shall have the final authority to approve, deny or modify the recommendations (rates, timetables or classes affected) for adjustments, both initially and/or in any subsequent review subject only to any limitations provided in this agreement. The decision of the Secretary shall be final and not subject to negotiation or review in any forum, except to the extent that it is alleged that the Secretary has exceeded the parameters established by this agreement.
(g) If the Commissioner of Human Resources Personnel eliminates an MFA implemented prior to July 1, 1994, 1994 as a percentage differential, any affected employee will retain his/her then current rate of pay until his/her next step date, at which time (s)he shall be placed at the next higher regular step (without the MFA), unless the provisions of the MFA specify otherwise. Nothing in this Agreement will prevent the Human Resources Personnel Commissioner from establishing a new MFA with a built-in termination date or other limitation.
(h) Any Market Factor Adjustment in effect on July 4, 1992, shall be considered a temporary add- on only for the time an employee remains in that class. During the life of this Agreement, with the agreement of the VSEA, the State may implement Market Factor Adjustments for consideration other than hourly rate adjustments.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Other Adjustments. (a) This section shall be considered to be in compliance with Title 3, Section 310(h).
(b) Nothing in Sections 14 or 15 shall prevent the Commissioner of Human Resources from subsequently lowering the hiring rate for one (1) or more classes; provided no employee shall be reduced in salary or step as a result.
(c) Any agency request to change a hiring rate under this Section section shall be in accordance with guidelines as may be established by the Commissioner of Human Resources.
(d) If the Commissioner of Human Resources wishes to grant more than a one (1) step increase for those persons at or above the new EOP, or increase the maximum of the grade for that class, the impact of such decision shall be negotiated for up to forty-five (45) calendar days with the VSEAVTA. At the end of the forty-five (45) calendar day period, commencing with notice by the Commissioner of Human Resources, subject to the provisions of (e), below, the State may implement any proposed adjustment without further negotiations or recourse to the statutory impasse procedures, by either party.
(e) If a subsequent review of the Commissioner of Human Resources' ’ recommendation for a market factor adjustment by the Commissioner of Finance and Management and/or the Secretary of Administration results in a change to the proposed adjustment, the State shall negotiate the impact of the proposed adjustment with the VSEA VTA for up to fifteen (15) calendar days. At the end of the fifteen (15) calendar day period commencing with notice by the Commissioner of Human Resources, the State may implement the adjustment without further negotiations or recourse to the statutory impasse procedures.
(f) Notwithstanding the recommendations of the Commissioner of Human Resources or the Commissioner of Finance and Management, the Secretary of Administration shall have the final authority to approve, deny or modify the recommendations (rates, timetables or classes affected) for adjustments, both initially and/or in any subsequent review subject only to any limitations provided in this agreement. The decision of the Secretary shall be final and not subject to negotiation or review in any forum, except to the extent that it is alleged that the Secretary has exceeded the parameters established by this agreement.
(g) If the Commissioner of Human Resources eliminates an MFA implemented prior to July 1, 1994, as a percentage differential, any affected employee will retain his/her then current rate of pay until his/her next step date, at which time (s)he shall be placed at the next higher regular step (without the MFA), unless the provisions of the MFA specify otherwise. Nothing in this Agreement will prevent the Human Resources Commissioner from establishing a new MFA with a built-in termination date or other limitation.
(h) Any Market Factor Adjustment in effect on July 4, 1992, shall be considered a temporary add- add-on only for the time an employee remains in that class. During the life of this Agreement, with the agreement of the VSEAVTA, the State may implement Market Factor Adjustments for consideration other than hourly rate adjustments. STEP FREEZE GUIDELINES These Step Freeze Guidelines expire after June 30, 2011. Everyone, except Original Probationary employees (regardless of what step, or how much time already on that step) would be “frozen” for a specified period of time (1 years).
1. With the exception of original probationers, add one (1) year to every employee’s step date as the effective date.
2. Original probationers, once moved to Step 2, would have one (1) year added to the otherwise applicable Step Date.
3. Restorations back into State service, RIF rehires after separation, and Hire into Range employees, would have one (1) year added to the otherwise applicable Step Date upon date of hire.
4. Any other personnel action that would result in a Step Date change (promotion, demotion, reclassification up or down, merit step increase, etc.) would have one (1) year, less time already “frozen”, added to the otherwise applicable step date. {“freeze” time calculated on a per pay period basis].
Appears in 1 contract
Samples: Collective Bargaining Agreement
Other Adjustments. (a) This section shall be considered to be in compliance with Title 3, Section 310(h).
(b) Nothing in Sections 14 or 15 shall prevent the Commissioner of Human Resources from subsequently lowering the hiring rate for one (1) or more classes; provided no employee shall be reduced in salary or step as a result.
(c) Any agency request to change a hiring rate under this Section section shall be in accordance with guidelines as may be established by the Commissioner of Human Resources.
(d) If the Commissioner of Human Resources wishes to grant more than a one (1) step increase for those persons at or above the new EOP, or increase the maximum of the grade for that class, the impact of such decision shall be negotiated for up to forty-five (45) calendar days with the VSEA. At the end of the forty-five (45) calendar day period, commencing with notice by the Commissioner of Human Resources, subject to the provisions of (e), below, the State may implement any proposed adjustment without further negotiations or recourse to the statutory impasse procedures, by either party.
(e) If a subsequent review of the Commissioner of Human Resources' Resourc recommendation for a market factor adjustment by the Commissioner of Finance and Management and/or the Secretary of Administration results in a change to the proposed adjustment, the State shall negotiate the impact of the proposed adjustment with the VSEA for up to fifteen (15) calendar days. At the end of the fifteen (15) calendar day period commencing with notice by the Commissioner of Human Resources, the State may implement the adjustment without further negotiations or recourse to the statutory impasse procedures.
(f) Notwithstanding the recommendations of the Commissioner of Human Resources or the Commissioner of Finance and Management, the Secretary of Administration shall have the final authority to approve, deny or modify the recommendations (rates, timetables or classes affected) for adjustments, both initially and/or in any subsequent review subject only to any limitations provided in this agreement. The decision of the Secretary shall be final and not subject to negotiation or review in any forum, except to the extent that it is alleged that the Secretary has exceeded the parameters established by this agreement.
(g) If the Commissioner of Human Resources eliminates an MFA implemented prior to July 1, 1994, as a percentage differential, any affected employee will retain his/her then current rate of pay until his/her next step date, at which time (s)he shall be placed at the next higher regular step (without the MFA), unless the provisions of the MFA specify otherwise. Nothing in this Agreement will prevent the Human Resources Commissioner from establishing a new MFA with a built-in termination date or other limitation.
(h) Any Market Factor Adjustment in effect on July 4, 1992, shall be considered a temporary add- add-on only for the time an employee remains in that class. During the life of this Agreement, with the agreement of the VSEA, the State may implement Market Factor Adjustments for consideration other than hourly rate adjustments.
(i) The State and VSEA will establish a joint study committee consisting of four (4) representatives from the State and four (4) representatives from VSEA to discuss methods and funding to extend the State Police Li Pay plan to Bargaining Unit members who currently are required to retire by the age of fifty-five (55) and in the Group C Retirement Plan.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Other Adjustments. (a) This section shall be considered to be The Interim Hire, Basic Hire percentages, the Stipulated Loss Value percentages and the Termination Value percentages set forth in compliance with Title Schedule 2, Schedule 3, Section 310(h).
(b) Nothing in Sections 14 or 15 shall prevent Schedule 4 and Schedule 5, respectively, to this Charter and, within the Commissioner of Human Resources from subsequently lowering the hiring rate for one (1) or more classes; provided no employee shall be reduced in salary or step as a result.
(c) Any agency request to change a hiring rate under this Section shall be in accordance with guidelines as may be established by the Commissioner of Human Resources.
(d) If the Commissioner of Human Resources wishes to grant more than a one (1) step increase for those persons at or above the new EOP, or increase the maximum of the grade for that class, the impact of such decision shall be negotiated for up to forty-five (45) calendar days with the VSEA. At the end of the forty-five (45) calendar day period, commencing with notice by the Commissioner of Human Resources, constraints and subject to the provisions of (e), belowthe Indenture, the State may implement amortization payment structures of the Notes, shall be adjusted upward or downward if
(i) the Closing Date occurs on a date other than December 30, 1988;
(ii) Transaction Costs are other than 0.90% of Lessor’s Cost;
(iii) Additional Notes are issued; or
(iv) the Charterer makes an election under Section 7(a)(i) of the Tax Indemnification Agreement. which adjustments shall be calculated for all periods from and after the Closing Date, promptly after the occurrence of the event giving rise thereto, shall be effective as of such date (except that any proposed adjustment without further negotiations or recourse to the statutory impasse procedures, by either party.
(e) If a subsequent review Stipulated Loss Value percentages and the Termination Value percentages shall be effective as of the Commissioner Closing Date) and shall be such as to maintain the Owner Participant’s Net Return (after giving effect to the factors taken into account in such adjustments and, in the case of Human Resources' recommendation for a market factor adjustment the issuance of Additional Notes, the timing and amount of payments of interim interest by the Commissioner Owner Participant) but which shall, subject to such maintenance, minimize the net present value (computed utilizing a discount rate equal to 10.50%) of Finance and Management and/or the Secretary of Administration results in a change Basic Hire payments. Each adjustment made pursuant to the proposed adjustment, the State shall negotiate the impact of the proposed adjustment with the VSEA for up to fifteen (15) calendar days. At the end of the fifteen (15) calendar day period commencing with notice by the Commissioner of Human Resources, the State may implement the adjustment without further negotiations or recourse to the statutory impasse procedures.
this paragraph (f) Notwithstanding shall satisfy the recommendations requirements of (i) in the Commissioner case of Human Resources or the Commissioner of Finance and Managementadjustments pursuant to Section 9(f)(iv), the Secretary of Administration shall have the final authority to approve, deny or modify the recommendations (rates, timetables or classes affected) for adjustments, both initially and/or in any subsequent review subject only to any limitations provided in this agreement. The decision of the Secretary shall be final and not subject to negotiation or review in any forum, except to the extent that it is alleged that practicable, Section 467 of the Secretary has exceeded the parameters established by this agreement.
(g) If the Commissioner of Human Resources eliminates an MFA implemented prior to July 1, 1994, Code as a percentage differential, any affected employee will retain his/her then current rate of pay until his/her next step date, at which time (s)he shall be placed in effect at the next higher regular step time of such recalculation or adjustment (without the MFAon a prospective basis), unless (ii) in the case of adjustments pursuant to Section 9(f)(iii), to the extent practicable, Section 467 of the Code as in effect on the Closing Date (on a prospective basis, but the provisions of this clause (ii) shall not adversely affect any right of the MFA specify otherwiseOwner Participant to indemnification in respect of the application of Section 467 of the Code as a result of such event under the Tax Indemnification Agreement), and (iii) in all cases (and utilizing the Appraisal delivered on the Closing Date), on a prospective basis, Rev. Proc. Nothing in this Agreement will prevent the Human Resources Commissioner from establishing a new MFA with a built75-in termination date or other limitation.
(h) Any Market Factor Adjustment 28 as in effect on July 4the Closing Date, 1992and F.A.S.B. Statement No. 13 for treatment in respect of the Owner Participant as a leveraged lease; provided that any requirement identified in this paragraph shall not apply to the extent the same was not satisfied as of the Closing Date; and provided, further, that in all cases there SEA-LAND ENTERPRISE shall be considered a temporary add- disregarded any failure to satisfy Rev. Proc. 75-28 as in effect on only for the time an employee remains Closing Date as the direct or indirect result of including any costs or expenses attributable to any refinancing in that class. During the life of this Agreement, with the agreement amount borrowed pursuant to Section 20 of the VSEA, the State may implement Market Factor Adjustments for consideration other than hourly rate adjustmentsParticipation Agreement.
Appears in 1 contract
Samples: Bareboat Charter Party (Horizon Lines Ventures, LLC)
Other Adjustments. (a) This section shall be considered to be in compliance with Title 3, Section 310(h).
(b) Nothing in Sections 14 or 15 shall prevent the Commissioner of Human Resources from subsequently lowering the hiring rate for one (1) or more classes; provided no employee shall be reduced in salary or step as a result.
(c) Any agency request to change a hiring rate under this Section section shall be in accordance with guidelines as may be established by the Commissioner of Human Resources.
(d) If the Commissioner of Human Resources wishes to grant more than a one (1) one-step increase for those persons at or above the new EOP, or increase the maximum of the grade for that class, the impact of such decision shall be negotiated for up to forty-five (45) calendar days with the VSEA. At the end of the forty-five (45) calendar day period, commencing with notice by the Commissioner of Human Resources, subject to the provisions of (e), below, the State may implement any proposed adjustment without further negotiations or recourse to the statutory impasse procedures, by either party.
(e) If a subsequent review of the Commissioner of Human Resources' ’ recommendation for a market factor adjustment by the Commissioner of Finance and Management and/or the Secretary of Administration results in a change to the proposed adjustment, the State shall negotiate the impact of the proposed adjustment with the VSEA for up to fifteen (15) calendar days. At the end of the fifteen (15) calendar day period commencing with notice by the Commissioner of Human Resources, the State may implement the adjustment without further negotiations or recourse to the statutory impasse procedures.
(f) Notwithstanding the recommendations of the Commissioner of Human Resources or the Commissioner of Finance and Management, the Secretary of Administration shall have the final authority to approve, deny or modify the recommendations (rates, timetables or classes affected) for adjustments, both initially and/or in any subsequent review subject only to any limitations provided in this agreement. The decision of the Secretary shall be final and not subject to negotiation or review in any forum, except to the extent that it is alleged that the Secretary has exceeded the parameters established by this agreement.
(g) If the Commissioner of Human Resources eliminates an MFA implemented prior to July 1, 1994, 1994 as a percentage differential, any affected employee will retain his/her then current rate of pay until his/her next step date, at which time (s)he shall be placed at the next higher regular step (without the MFA), unless the provisions of the MFA specify otherwise. Nothing in this Agreement will prevent the Human Resources Commissioner from establishing a new MFA with a built-in termination date or other limitation.
(h) Any Market Factor Adjustment in effect on July 4, 1992, shall be considered a temporary add- on only for the time an employee remains in that class. During the life of this Agreement, with the agreement of the VSEA, the State may implement Market Factor Adjustments for consideration other than hourly rate adjustments.
(i) The State and VSEA will establish a joint study committee consisting of four (4) representatives from the State and four (4) representatives from VSEA to discuss methods and funding to extend the State Police Lieutenant’s Pay plan to Bargaining Unit members who currently are required to retire by the age of fifty-five (55) and in the Group C Retirement Plan.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Other Adjustments. (a) This section shall be considered to be in compliance with Title 3, Section 310(h).
(b) Nothing in Sections 14 or 15 shall prevent the Commissioner of Human Resources from subsequently lowering the hiring rate for one (1) or more classes; provided no employee shall be reduced in salary or step as a result.
(c) Any agency request to change a hiring rate under this Section shall be in accordance with guidelines as may be established by the Commissioner of Human Resources.
(d) If the Commissioner of Human Resources wishes to grant more than a one (1) step increase for those persons at or above the new EOP, or increase the maximum of the grade for that class, the impact of such decision shall be negotiated for up to forty-five (45) calendar days with the VSEA. At the end of the forty-five (45) calendar day period, commencing with notice by the Commissioner of Human Resources, subject to the provisions of (e), below, the State may implement any proposed adjustment without further negotiations or recourse to the statutory impasse procedures, by either party.
(e) If a subsequent review of the Commissioner of Human Resources' recommendation for a market factor adjustment by the Commissioner of Finance and Management and/or the Secretary of Administration results in a change to the proposed adjustment, the State shall negotiate the impact of the proposed adjustment with the VSEA for up to fifteen (15) calendar days. At the end of the fifteen (15) calendar day period commencing with notice by the Commissioner of Human Resources, the State may implement the adjustment without further negotiations or recourse to the statutory impasse procedures.
(f) Notwithstanding the recommendations of the Commissioner of Human Resources or the Commissioner of Finance and Management, the Secretary of Administration shall have the final authority to approve, deny or modify the recommendations (rates, timetables or classes affected) for adjustments, both initially and/or in any subsequent review subject only to any limitations provided in this agreement. The decision of the Secretary shall be final and not subject to negotiation or review in any forum, except to the extent that it is alleged that the Secretary has exceeded the parameters established by this agreement.
(g) If the Commissioner of Human Resources eliminates an MFA implemented prior to July 1, 1994, as a percentage differential, any affected employee will retain his/her then current rate of pay until his/her next step date, at which time (s)he shall be placed at the next higher regular step (without the MFA), unless the provisions of the MFA specify otherwise. Nothing in this Agreement will prevent the Human Resources Commissioner from establishing a new MFA with a built-in termination date or other limitation.
(h) Any Market Factor Adjustment in effect on July 4, 1992, shall be considered a temporary add- add-on only for the time an employee remains in that class. During the life of this Agreement, with the agreement of the VSEA, the State may implement Market Factor Adjustments for consideration other than hourly rate adjustments. STEP FREEZE GUIDELINES These Step Freeze Guidelines expire after June 30, 2012. Everyone, except Original Probationary employees (regardless of what step, or how much time already on that step) would be “frozen” for a specified period of time (2 years). With the exception of original probationers, add two years to every employee’s step date as of the effective date. Original probationers, once moved to Step 2, would have two years added to the otherwise applicable Step Date. Restorations back into State service, RIF rehires after separation, and Hire into Range employees, would have two years added to the otherwise applicable Step Date upon date of hire. Any other personnel action that would result in a Step Date change (promotion, demotion, reclassification up or down, merit step increase, etc.) would have two years, less time already “frozen”, added to the otherwise applicable step date. {“freeze” time calculated on a per pay period basis].
Appears in 1 contract
Samples: Collective Bargaining Agreement
Other Adjustments. (a) This section shall be considered to be in compliance with Title 3, Section 310(h310, (h).
(b) Nothing in Sections 14 or 15 shall prevent the Commissioner of Human Resources Personnel from subsequently lowering the hiring rate for one (1) or more classes; provided no employee shall be reduced in salary or step as a result.
(c) Any agency request to change a hiring rate under this Section section shall be in accordance with guidelines as may be established by the Commissioner of Human ResourcesPersonnel.
(d) If the Commissioner of Human Resources Personnel wishes to grant more than a one (1) step increase for those persons at or above the new EOP, or increase the maximum of the grade for that class, the impact of such decision shall be negotiated for up to forty-five (45) 45 calendar days with the VSEA. At the end of the forty-five (45) 45 calendar day period, commencing with notice by the Commissioner of Human ResourcesPersonnel, subject to the provisions of (e), below, the State may implement any proposed adjustment without further negotiations or recourse to the statutory impasse procedures, by either party.
(e) If a subsequent review of the Commissioner of Human Resources' Personnel's recommendation for a market factor adjustment by the Commissioner of Finance and Management and/or the Secretary of Administration results in a change to the proposed adjustment, the State shall negotiate the impact of the proposed adjustment with the VSEA for up to fifteen (15) calendar days. At the end of the fifteen (15) calendar day period commencing with notice by the Commissioner of Human ResourcesPersonnel, the State may implement the adjustment without further negotiations or recourse to the statutory impasse procedures.
(f) Notwithstanding the recommendations of the Commissioner of Human Resources Personnel or the Commissioner of Finance and Management, the Secretary of Administration shall have the final authority to approve, deny or modify the recommendations (rates, timetables or classes affected) for adjustments, both initially and/or in any subsequent review subject only to any limitations provided in this agreement. The decision of the Secretary shall be final and not subject to negotiation or review in any forum, except to the extent that it is alleged that the Secretary has exceeded the parameters established by this agreement.
(g) If the Commissioner of Human Resources Personnel eliminates an MFA implemented prior to July 1, 1994, 1994 as a percentage differential, any affected employee will retain his/her then current rate of pay until his/her next step date, at which time (s)he shall be placed at the next higher regular step (without the MFA), unless the provisions of the MFA specify otherwise. Nothing in this Agreement will prevent the Human Resources Personnel Commissioner from establishing a new MFA with a built-in termination date or other limitation.
(h) Any Market Factor Adjustment in effect on July 4, 1992, shall be considered a temporary add- on only for the time an employee remains in that class. During the life of this Agreement, with the agreement of the VSEA, the State may implement Market Factor Adjustments for consideration other than hourly rate adjustments.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Other Adjustments. (a) This section shall be considered to be in compliance with Title 3, Section 310(h).
(b) Nothing in Sections 14 or 15 shall prevent the Commissioner of Human Resources from subsequently lowering the hiring rate for one (1) or more classes; provided no employee shall be reduced in salary or step as a result.
(c) Any agency request to change a hiring rate under this Section section shall be in accordance with guidelines as may be established by the Commissioner of Human Resources.
(d) If the Commissioner of Human Resources wishes to grant more than a one (1) step increase for those persons at or above the new EOP, or increase the maximum of the grade for that class, the impact of such decision shall be negotiated for up to forty-five (45) calendar days with the VSEA. At the end of the forty-five (45) calendar day period, commencing with notice by the Commissioner of Human Resources, subject to the provisions of (e), below, the State may implement any proposed adjustment without further negotiations or recourse to the statutory impasse procedures, by either party.
(e) If a subsequent review of the Commissioner of Human Resources' ’ recommendation for a market factor adjustment by the Commissioner of Finance and Management and/or the Secretary of Administration results in a change to the proposed adjustment, the State shall negotiate the impact of the proposed adjustment with the VSEA for up to fifteen (15) calendar days. At the end of the fifteen (15) calendar day period commencing with notice by the Commissioner of Human Resources, the State may implement the adjustment without further negotiations or recourse to the statutory impasse procedures.
(f) Notwithstanding the recommendations of the Commissioner of Human Resources or the Commissioner of Finance and Management, the Secretary of Administration shall have the final authority to approve, deny or modify the recommendations (rates, timetables or classes affected) for adjustments, both initially and/or in any subsequent review subject only to any limitations provided in this agreement. The decision of the Secretary shall be final and not subject to negotiation or review in any forum, except to the extent that it is alleged that the Secretary has exceeded the parameters established by this agreement.
(g) If the Commissioner of Human Resources eliminates an MFA implemented prior to July 1, 1994, 1994 as a percentage differential, any affected employee will retain his/her then current rate of pay until his/her next step date, at which time (s)he shall be placed at the next higher regular step (without the MFA), unless the provisions of the MFA specify otherwise. Nothing in this Agreement will prevent the Human Resources Commissioner from establishing a new MFA with a built-in termination date or other limitation.
(h) Any Market Factor Adjustment in effect on July 4, 1992, shall be considered a temporary add- on only for the time an employee remains in that class. During the life of this Agreement, with the agreement of the VSEA, the State may implement Market Factor Adjustments for consideration other than hourly rate adjustments. STEP FREEZE GUIDELINES These Step Freeze Guidelines expire after June 30, 2012. Everyone, except Original Probationary employees (regardless of what step, or how much time already on that step) would be ―frozen‖ for a specified period of time (2 years).
1. With the exception of original probationers, add two years to every employee’s step date as of the effective date.
2. Original probationers, once moved to Step 2, would have two years added to the otherwise applicable Step Date.
3. Restorations back into State service, RIF rehires after separation, and Hire into Range employees, would have two years added to the otherwise applicable Step Date upon date of hire.
4. Any other personnel action that would result in a Step Date change (promotion, demotion, reclassification up or down, merit step increase, etc.) would have two years, less time already ―frozen‖, added to the otherwise applicable step date. {―freeze‖ time calculated on a per pay period basis].
Appears in 1 contract
Samples: Collective Bargaining Agreement
Other Adjustments. (a) This section shall be considered to be in compliance with Title 3, Section 310(h).
(b) Nothing in Sections 14 or 15 shall prevent the Commissioner of Human Resources from subsequently lowering the hiring rate for one (1) or more classes; provided no employee shall be reduced in salary or step as a result.
(c) Any agency request to change a hiring rate under this Section section shall be in accordance with guidelines as may be established by the Commissioner of Human Resources.
(d) If the Commissioner of Human Resources wishes to grant more than a one (1) step increase for those persons at or above the new EOP, or increase the maximum of the grade for that class, the impact of such decision shall be negotiated for up to forty-five (45) calendar days with the VSEA. At the end of the forty-five (45) calendar day period, commencing with notice by the Commissioner of Human Resources, subject to the provisions of (e), below, the State may implement any proposed adjustment without further negotiations or recourse to the statutory impasse procedures, by either party.
(e) If a subsequent review of the Commissioner of Human Resources' ’ recommendation for a market factor adjustment by the Commissioner of Finance and Management and/or the Secretary of Administration results in a change to the proposed adjustment, the State shall negotiate the impact of the proposed adjustment with the VSEA for up to fifteen (15) calendar days. At the end of the fifteen (15) calendar day period commencing with notice by the Commissioner of Human Resources, the State may implement the adjustment without further negotiations or recourse to the statutory impasse procedures.
(f) Notwithstanding the recommendations of the Commissioner of Human Resources or the Commissioner of Finance and Management, the Secretary of Administration shall have the final authority to approve, deny or modify the recommendations (rates, timetables or classes affected) for adjustments, both initially and/or in any subsequent review subject only to any limitations provided in this agreement. The decision of the Secretary shall be final and not subject to negotiation or review in any forum, except to the extent that it is alleged that the Secretary has exceeded the parameters established by this agreement.
(g) If the Commissioner of Human Resources eliminates an MFA implemented prior to July 1, 1994, as a percentage differential, any affected employee will retain his/her then current rate of pay until his/her next step date, at which time (s)he shall be placed at the next higher regular step (without the MFA), unless the provisions of the MFA specify otherwise. Nothing in this Agreement will prevent the Human Resources Commissioner from establishing a new MFA with a built-in termination date or other limitation.
(h) Any Market Factor Adjustment in effect on July 4, 1992, shall be considered a temporary add- add-on only for the time an employee remains in that class. During the life of this Agreement, with the agreement of the VSEA, the State may implement Market Factor Adjustments for consideration other than hourly rate adjustments.
(i) The State and VSEA will establish a joint study committee consisting of four (4) representatives from the State and four (4) representatives from VSEA to discuss methods and funding to extend the State Police Lieutenant’s Pay plan to Bargaining Unit members who currently are required to retire by the age of fifty-five (55) and in the Group C Retirement Plan. .
Appears in 1 contract
Samples: Collective Bargaining Agreement
Other Adjustments. (a) This section shall be considered to be in compliance with Title 3, Section 310(h).
(b) Nothing in Sections 14 or 15 shall prevent the Commissioner of Human Resources from subsequently lowering the hiring rate for one (1) or more classesm ore cl asses; provided pr ovided no employee em ployee shall be reduced in salary or step as a result.
(c) Any agency request to change a hiring rate under this Section shall be in accordance with guidelines as may be established by the Commissioner of Human Resources.
(d) If the Commissioner of Human Resources wishes to grant more than a one (1) step increase for those persons at or above the new EOP, or increase the maximum of the grade for that class, the impact of such decision shall deci sion sh all be negotiated for f or up to forty-five (( 45) calendar days with the VSEA. At the end of the forty-five (45) calendar day period, commencing with notice by the Commissioner of Human ResourcesR esources, subject to the provisions su bject t o t he pr ovisions of (e), belowbel ow, the State may implement t he S xxxx m ay i mplement any proposed adjustment without further negotiations or recourse to the statutory impasse procedures, by either party.
(e) If a subsequent su bsequent review of the Commissioner t he C ommissioner of Human ResourcesR esources' recommendation for r ecommendation f or a market factor adjustment by the Commissioner of Finance and Management and/or M anagement and/ or the Secretary of Administration results in a change to the proposed adjustment, the t he State shall negotiate the impact of the proposed adjustment with the VSEA for up to t o fifteen (15) calendar days. At the end of the fifteen (t he f ifteen ( 15) calendar ca lendar day period commencing with notice per iod co mmencing w ith not ice by the Commissioner t he C ommissioner of Human Resources, the State may implement the adjustment without further negotiations or recourse to the statutory impasse procedures.procedures.
(f) Notwithstanding the recommendations of the t he C ommissioner of Human R esources or t he Commissioner of Human Resources or the Commissioner Fi xxxxx and M anagement, t he S ecretary of Finance and Management, the Secretary of Administration shall have the final A dministration sh all hav e t he f inal authority to approve, deny or modify the recommendations (rates, timetables or classes affected) for adjustments, both initially and/or in any subsequent review subject only to any limitations provided in this agreement. The decision of the Secretary shall be final and not subject to negotiation or review in r eview i n any forumf orum, except to the extent that it is ex cept t o t he ex tent t hat i t i s alleged that the Secretary t hat t he S ecretary has exceeded the parameters established by this agreement.
(g) If the th e Commissioner of Human Resources R esources eliminates an MFA implemented prior to July M FA i mplemented pr ior t o Ju ly 1, 1994, as a percentage differential, any affected employee will retain his/her then current rate of pay until his/her next step date, at which time t ime (s)he shall be placed at the next higher regular step hi gher r egular st ep (without the MFA), unless the provisions of the MFA specify otherwise. Nothing in this Agreement will prevent the Human Resources Commissioner from establishing a new MFA with a built-in termination date or other limitation.
(h) Any Market Factor Adjustment in effect on July Ju ly 4, 1992, shall be considered co nsidered a temporary t emporary add- on only for the time an employee remains in that class. During D uring the life of this Agreement, with the agreement of the VSEAt he V SEA, the State may implement Market Factor t he S xxxx m ay i mplement M arket Fact or Adjustments for consideration co nsideration other than hourly rate adjustments. STEP FREEZE GUIDELINES These Step Freeze Guidelines expire after June 30, 2012. Everyone, except Original Probationary employees (regardless of what step, or how much time already on that step) would be “frozen” for a specified period of time (2 years).
1. With the exception of original probationers, add two years to every employee’s step date as of the effective date.
2. Original probationers, once m oved t o S tep 2, w ould hav e t wo y ears added t o t he ot herwise applicable Step Date.
3. Restorations back into State service, RIF rehires after separation, and Hire into Range employees, would have two y ears added t o t he ot herwise appl icable Step D ate upon dat e of hire.
4. Any ot her per sonnel act ion t hat w ould result x x x X xxx D ate xx xxxx ( promotion, dem otion, reclassification up or down, m erit st ep increase, et c.) would have two years, less time already “frozen”, added to the otherwise applicable step date. {“freeze” time calculated on a per pay period basis].
Appears in 1 contract
Samples: Collective Bargaining Agreement
Other Adjustments. (a) This section shall be considered to be in compliance with Title 3, Section 310(h).
(b) Nothing in Sections 14 or 15 shall prevent the Commissioner of Human Resources from subsequently lowering the hiring rate for one (1) or more classes; provided no employee shall be reduced in salary or step as a result.
(c) Any agency request to change a hiring rate under this Section section shall be in accordance with guidelines as may be established by the Commissioner of Human Resources.
(d) If the Commissioner of Human Resources wishes to grant more than a one (1) step increase for those persons at or above the new EOP, or increase the maximum of the grade for that class, the impact of such decision shall be negotiated for up to forty-five (45) calendar days with the VSEA. At the end of the forty-five (45) calendar day period, commencing with notice by the Commissioner of Human Resources, subject to the provisions of (e), below, the State may implement any proposed adjustment without further negotiations or recourse to the statutory impasse procedures, by either party.
(e) If a subsequent review of the Commissioner of Human Resources' ’ recommendation for a market factor adjustment by the Commissioner of Finance and Management and/or the Secretary of Administration results in a change to the proposed adjustment, the State shall negotiate the impact of the proposed adjustment with the VSEA for up to fifteen (15) calendar days. At the end of the fifteen (15) calendar day period commencing with notice by the Commissioner of Human Resources, the State may implement the adjustment without further negotiations or recourse to the statutory impasse procedures.
(f) Notwithstanding the recommendations of the Commissioner of Human Resources or the Commissioner of Finance and Management, the Secretary of Administration shall have the final authority to approve, deny or modify the recommendations (rates, timetables or classes affected) for adjustments, both initially and/or in any subsequent review subject only to any limitations provided in this agreement. The decision of the Secretary shall be final and not subject to negotiation or review in any forum, except to the extent that it is alleged that the Secretary has exceeded the parameters established by this agreement.
(g) If the Commissioner of Human Resources eliminates an MFA implemented prior to July 1, 1994, as a percentage differential, any affected employee will retain his/her then current rate of pay until his/her next step date, at which time (s)he shall be placed at the next higher regular step (without the MFA), unless the provisions of the MFA specify otherwise. Nothing in this Agreement will prevent the Human Resources Commissioner from establishing a new MFA with a built-in termination date or other limitation.
(h) Any Market Factor Adjustment in effect on July 4, 1992, shall be considered a temporary add- add-on only for the time an employee remains in that class. During the life of this Agreement, with the agreement of the VSEA, the State may implement Market Factor Adjustments for consideration other than hourly rate adjustments. STEP FREEZE GUIDELINES These Step Freeze Guidelines expire after June 30, 2012. Everyone, except Original Probationary employees (regardless of what step, or how much time already on that step) would be “frozen” for a specified period of time (2 years). With the exception of original probationers, add two years to every employee’s step date as of the effective date. Original probationers, once moved to Step 2, would have two years added to the otherwise applicable Step Date. Restorations back into State service, RIF rehires after separation, and Hire into Range employees, would have two years added to the otherwise applicable Step Date upon date of hire. Any other personnel action that would result in a Step Date change (promotion, demotion, reclassification up or down, merit step increase, etc.) would have two years, less time already “frozen”, added to the otherwise applicable step date. {“freeze” time calculated on a per pay period basis].
Appears in 1 contract
Samples: Collective Bargaining Agreement
Other Adjustments. (a) This section shall be considered to be in compliance with Title 3, Section 310(h).
(b) Nothing in Sections 14 or 15 shall prevent the Commissioner of Human Resources from subsequently lowering the hiring rate for one (1) or more classes; provided no employee shall be reduced in salary or step as a result.
(c) Any agency request to change a hiring rate under this Section section shall be in accordance with guidelines as may be established by the Commissioner of Human Resources.
(d) If the Commissioner of Human Resources wishes to grant more than a one (1) step increase for those persons at or above the new EOP, or increase the maximum of the grade for that class, the impact of such decision shall be negotiated for up to forty-five (45) calendar days with the VSEA. At the end of the forty-five (45) calendar day period, commencing with notice by the Commissioner of Human Resources, subject to the provisions of (e), below, the State may implement any proposed adjustment without further negotiations or recourse to the statutory impasse procedures, by either party.
(e) If a subsequent review of the Commissioner of Human Resources' ’ recommendation for a market factor adjustment by the Commissioner of Finance and Management and/or the Secretary of Administration results in a change to the proposed adjustment, the State shall negotiate the impact of the proposed adjustment with the VSEA for up to fifteen (15) calendar days. At the end of the fifteen (15) calendar day period commencing with notice by the Commissioner of Human Resources, the State may implement the adjustment without further negotiations or recourse to the statutory impasse procedures.
(f) Notwithstanding the recommendations of the Commissioner of Human Resources or the Commissioner of Finance and Management, the Secretary of Administration shall have the final authority to approve, deny or modify the recommendations (rates, timetables or classes affected) for adjustments, both initially and/or in any subsequent review subject only to any limitations provided in this agreement. The decision of the Secretary shall be final and not subject to negotiation or review in any forum, except to the extent that it is alleged that the Secretary has exceeded the parameters established by this agreement.
(g) If the Commissioner of Human Resources eliminates an MFA implemented prior to July 1, 1994, as a percentage differential, any affected employee will retain his/her then current rate of pay until his/her next step date, at which time (s)he shall be placed at the next higher regular step (without the MFA), unless the provisions of the MFA specify otherwise. Nothing in this Agreement will prevent the Human Resources Commissioner from establishing a new MFA with a built-in termination date or other limitation.
(h) Any Market Factor Adjustment in effect on July 4, 1992, shall be considered a temporary add- add-on only for the time an employee remains in that class. During the life of this Agreement, with the agreement of the VSEA, the State may implement Market Factor Adjustments for consideration other than hourly rate adjustments. STEP FREEZE GUIDELINES These Step Freeze Guidelines expire after June 30, 2012. Everyone, except Original Probationary employees (regardless of what step, or how much time already on that step) would be ―frozen‖ for a specified period of time (2 years).
1. With the exception of original probationers, add two years to every employee’s step date as of the effective date.
2. Original probationers, once moved to Step 2, would have two years added to the otherwise applicable Step Date.
3. Restorations back into State service, RIF rehires after separation, and Hire into Range employees, would have two years added to the otherwise applicable Step Date upon date of hire.
4. Any other personnel action that would result in a Step Date change (promotion, demotion, reclassification up or down, merit step increase, etc.) would have two years, less time already ―frozen‖, added to the otherwise applicable step date. {―freeze‖ time calculated on a per pay period basis].
Appears in 1 contract
Samples: Collective Bargaining Agreement
Other Adjustments. (a) This section shall be considered to be in compliance with Title 3, Section 310(h).
(b) Nothing in Sections 14 or 15 shall prevent the Commissioner of Human Resources from subsequently lowering the hiring rate for one (1) or more classes; provided no employee shall be reduced in salary or step as a result.
(c) Any agency request to change a hiring rate under this Section section shall be in accordance with guidelines as may be established by the Commissioner of Human Resources.
(d) If the Commissioner of Human Resources wishes to grant more than a one (1) one-step increase for those persons at or above the new EOP, or increase the maximum of the grade for that class, the impact of such decision shall be negotiated for up to forty-five (45) calendar days with the VSEA. At the end of the forty-five (45) calendar day period, commencing with notice by the Commissioner of Human Resources, subject to the provisions of (e), below, the State may implement any proposed adjustment without further negotiations or recourse to the statutory impasse procedures, by either party.
(e) If a subsequent review of the Commissioner of Human Resources' ’ recommendation for a market factor adjustment by the Commissioner of Finance and Management and/or the Secretary of Administration results in a change to the proposed adjustment, the State shall negotiate the impact of the proposed adjustment with the VSEA for up to fifteen (15) calendar days. At the end of the fifteen (15) calendar day period commencing with notice by the Commissioner of Human Resources, the State may implement the adjustment without further negotiations or recourse to the statutory impasse procedures.
(f) Notwithstanding the recommendations of the Commissioner of Human Resources or the Commissioner of Finance and Management, the Secretary of Administration shall have the final authority to approve, deny or modify the recommendations (rates, timetables or classes affected) for adjustments, both initially and/or in any subsequent review subject only to any limitations provided in this agreement. The decision of the Secretary shall be final and not subject to negotiation or review in any forum, except to the extent that it is alleged that the Secretary has exceeded the parameters established by this agreement.
(g) If the Commissioner of Human Resources eliminates an MFA implemented prior to July 1, 1994, 1994 as a percentage differential, any affected employee will retain his/her then current rate of pay until his/her next step date, at which time (s)he shall be placed at the next higher regular step (without the MFA), unless the provisions of the MFA specify otherwise. Nothing in this Agreement will prevent the Human Resources Commissioner from establishing a new MFA with a built-in termination date or other limitation.
(h) Any Market Factor Adjustment in effect on July 4, 1992, shall be considered a temporary add- add-on only for the time an employee remains in that class. During the life of this Agreement, with the agreement of the VSEA, the State may implement Market Factor Adjustments for consideration other than hourly rate adjustments.
(i) The State and VSEA will establish a joint study committee consisting of four (4) representatives from the State and four (4) representatives from VSEA to discuss methods and funding to extend the State Police Lieutenant’s Pay plan to Bargaining Unit members who currently are required to retire by the age of fifty-five (55) and in the Group C Retirement Plan.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Other Adjustments. (a) This section shall be considered to be The Interim Hire, Basic Hire percentages, the Stipulated Loss Value percentages and the Termination Value percentages set forth in compliance with Title Schedule 2, Schedule 3, Section 310(h).
(b) Nothing in Sections 14 or 15 shall prevent Schedule 4 and Schedule 5, respectively, to this Charter and, within the Commissioner of Human Resources from subsequently lowering the hiring rate for one (1) or more classes; provided no employee shall be reduced in salary or step as a result.
(c) Any agency request to change a hiring rate under this Section shall be in accordance with guidelines as may be established by the Commissioner of Human Resources.
(d) If the Commissioner of Human Resources wishes to grant more than a one (1) step increase for those persons at or above the new EOP, or increase the maximum of the grade for that class, the impact of such decision shall be negotiated for up to forty-five (45) calendar days with the VSEA. At the end of the forty-five (45) calendar day period, commencing with notice by the Commissioner of Human Resources, constraints and subject to the provisions of (e), belowthe Indenture, the State may implement amortization payment structures of the Notes, shall be adjusted upward or downward if
(i) the Closing Date occurs on a date other than December , 1988;
(ii) Transaction Costs are other than % of Lessor’s Cost;
(iii) Additional Notes are issued; or
(iv) the Charterer makes an election under Section 7(a)(i) of the Tax Indemnification Agreement. which adjustments shall be calculated for all periods from and after the Closing Date, promptly after the occurrence of the event giving rise thereto, shall be effective as of such date (except that any proposed adjustment without further negotiations or recourse to the statutory impasse procedures, by either party.
(e) If a subsequent review Stipulated Loss Value percentages and the Termination Value percentages shall be effective as of the Commissioner Closing Date) and shall be such as to maintain the Owner Participant’s Net Return (after giving effect to the factors taken into account in such adjustments and, in the case of Human Resources' recommendation for a market factor adjustment the issuance of Additional Notes, the timing and amount of payments of interim interest by the Commissioner Owner Participant) but which shall, subject to such maintenance, minimize the net present value (computed utilizing a discount rate equal to %) of Finance and Management and/or the Secretary of Administration results in a change Basic Hire payments. Each adjustment made pursuant to the proposed adjustment, the State shall negotiate the impact of the proposed adjustment with the VSEA for up to fifteen (15) calendar days. At the end of the fifteen (15) calendar day period commencing with notice by the Commissioner of Human Resources, the State may implement the adjustment without further negotiations or recourse to the statutory impasse procedures.
this paragraph (f) Notwithstanding shall satisfy the recommendations requirements of (i) in the Commissioner case of Human Resources or the Commissioner of Finance and Managementadjustments pursuant to Section 9(f)(iv), the Secretary of Administration shall have the final authority to approve, deny or modify the recommendations (rates, timetables or classes affected) for adjustments, both initially and/or in any subsequent review subject only to any limitations provided in this agreement. The decision of the Secretary shall be final and not subject to negotiation or review in any forum, except to the extent that it is alleged that practicable, Section 467 of the Secretary has exceeded the parameters established by this agreement.
(g) If the Commissioner of Human Resources eliminates an MFA implemented prior to July 1, 1994, Code as a percentage differential, any affected employee will retain his/her then current rate of pay until his/her next step date, at which time (s)he shall be placed in effect at the next higher regular step time of such recalculation or adjustment (without the MFAon a prospective basis), unless (ii) in the case of adjustments pursuant to Section 9(f)(iii), to the extent practicable, Section 467 of the Code as in effect on the Closing Date (on a prospective basis, but the provisions of this clause (ii) shall not adversely affect any right of the MFA specify otherwiseOwner Participant to indemnification in respect of the application of Section 467 of the Code as a result of such event under the Tax Indemnification Agreement), and (iii) in all cases (and utilizing the Appraisal delivered on the Closing Date), on a prospective basis, Rev. Proc. Nothing in this Agreement will prevent the Human Resources Commissioner from establishing a new MFA with a built75-in termination date or other limitation.
(h) Any Market Factor Adjustment 28 as in effect on July 4the Closing Date, 1992and F.A.S.B. Statement No. 13 for treatment in respect of the Owner Participant as a leveraged lease; provided that any requirement identified in this paragraph shall not apply to the extent the same was not satisfied as of the Closing Date; and provided, further, that in all cases there SEA-LAND PACIFIC shall be considered a temporary add- disregarded any failure to satisfy Rev. Proc. 75-28 as in effect on only for the time an employee remains Closing Date as the direct or indirect result of including any costs or expenses attributable to any refinancing in that class. During the life of this Agreement, with the agreement amount borrowed pursuant to Section 20 of the VSEA, the State may implement Market Factor Adjustments for consideration other than hourly rate adjustmentsParticipation Agreement.
Appears in 1 contract
Samples: Bareboat Charter Party (Horizon Lines Ventures, LLC)
Other Adjustments. (a) This section shall be considered to be in compliance with Title 3, Section 310(h).
(b) Nothing in Sections 14 15 or 15 16 shall prevent the Commissioner of Human Resources from subsequently lowering the hiring rate for one (1) or more classes; provided no employee shall be reduced in salary or step as a result.
(c) Any agency request to change a hiring rate under this Section section shall be in accordance with guidelines as may be established by the Commissioner of Human Resources.
(d) If the Commissioner of Human Resources wishes to grant more than a one (1) one-step increase for those persons at or above the new EOP, or increase the maximum of the grade for that class, the impact of such decision shall be negotiated for up to forty-five (45) calendar days with the VSEA. At the end of the forty-five (45) calendar day period, commencing with notice by the Commissioner of Human Resources, subject to the provisions of (e), below, the State may implement any proposed adjustment without further negotiations or recourse to the statutory impasse procedures, by either party.
(e) If a subsequent review of the Commissioner of Human Resources' recommendation for a Resource market factor adjustment by the Commissioner of Finance and Management and/or the Secretary of Administration results in a change to the proposed adjustment, the State shall negotiate the impact of the proposed adjustment with the VSEA for up to fifteen (15) calendar days. At the end of the fifteen (15) calendar day period commencing with notice by the Commissioner of Human Resources, the State may implement the adjustment without further negotiations or recourse to the statutory impasse procedures.
(f) Notwithstanding the recommendations of the Commissioner of Human Resources or the Commissioner of Finance and Management, the Secretary of Administration shall have the final authority to approve, deny or modify the recommendations (rates, timetables or classes affected) for adjustments, both initially and/or in any subsequent review subject only to any limitations provided in this agreement. The decision of the Secretary shall be final and not subject to negotiation or review in any forum, except to the extent that it is alleged that the Secretary has exceeded the parameters established by this agreement.
(g) If the Commissioner of Human Resources eliminates an MFA implemented prior to July 1, 1994, 1994 as a percentage differential, any affected employee will retain his/her then current rate of pay until his/her next step date, at which time (s)he shall be placed at the next higher regular step (without the MFA), unless the provisions of the MFA specify otherwise. Nothing in this Agreement will prevent the Human Resources Commissioner from establishing a new MFA with a built-in termination date or other limitation.
(h) Any Market Factor Adjustment in effect on July 4, 1992, shall be considered a temporary add- add-on only for the time an employee remains in that class. During the life of this Agreement, with the agreement of the VSEA, the State may implement Market Factor Adjustments for consideration other than hourly rate adjustments.
(i) The State and VSEA will establish a joint study committee consisting of four (4) representatives from the State and four (4) representatives from VSEA to discuss methods and funding to extend gaining Unit members who currently are required to retire by the age of fifty-five (55) and in the Group C Retirement Plan.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Other Adjustments. (a) This section shall be considered to be in compliance with Title 3, Section 310(h).
(b) Nothing in Sections 14 or 15 shall prevent the Commissioner of Human Resources from subsequently lowering the hiring rate for one (1) or more classes; provided no employee shall be reduced in salary or step as a result.
(c) Any agency request to change a hiring rate under this Section section shall be in accordance with guidelines as may be established by the Commissioner of Human Resources.
(d) If the Commissioner of Human Resources wishes to grant more than a one (1) step increase for those persons at or above the new EOP, or increase the maximum of the grade for that class, the impact of such decision shall be negotiated for up to forty-five (45) calendar days with the VSEA. At the end of the forty-five (45) calendar day period, commencing with notice by the Commissioner of Human Resources, subject to the provisions of (e), below, the State may implement any proposed adjustment without further negotiations or recourse to the statutory impasse procedures, by either party.
(e) If a subsequent review of the Commissioner of Human Resources' C recommendation for a market factor adjustment by the Commissioner of Finance and Management and/or the Secretary of Administration results in a change to the proposed adjustment, the State shall negotiate the impact of the proposed adjustment with the VSEA for up to fifteen (15) calendar days. At the end of the fifteen (15) calendar day period commencing with notice by the Commissioner of Human Resources, the State may implement the adjustment without further negotiations or recourse to the statutory impasse procedures.
(f) Notwithstanding the recommendations of the Commissioner of Human Resources or the Commissioner of Finance and Management, the Secretary of Administration shall have the final authority to approve, deny or modify the recommendations (rates, timetables or classes affected) for adjustments, both initially and/or in any subsequent review subject only to any limitations provided in this agreement. The decision of the Secretary shall be final and not subject to negotiation or review in any forum, except to the extent that it is alleged that the Secretary has exceeded the parameters established by this agreement.
(g) If the Commissioner of Human Resources eliminates an MFA implemented prior to July 1, 1994, as a percentage differential, any affected employee will retain his/her then current rate of pay until his/her next step date, at which time (s)he shall be placed at the next higher regular step (without the MFA), unless the provisions of the MFA specify otherwise. Nothing in this Agreement will prevent the Human Resources Commissioner from establishing a new MFA with a built-in termination date or other limitation.
(h) Any Market Factor Adjustment in effect on July 4, 1992, shall be considered a temporary add- add-on only for the time an employee remains in that class. During the life of this Agreement, with the agreement of the VSEA, the State may implement Market Factor Adjustments for consideration other than hourly rate adjustments.
(i) The State and VSEA will establish a joint study committee consisting of four (4) representatives from the State and four (4) representatives from VSEA to discuss methods and funding to extend the by the age of fifty-five (55) and in the Group C Retirement Plan.
Appears in 1 contract
Samples: Collective Bargaining Agreement
