Other Increases. By mutual agreement, the University may increase, during the term of this Agreement, salary rates or ranges, shift differentials, on-call rates and or extend the coverage of such rates, for selected individuals and/or classifications at selected locations.
Other Increases. 28 (a) Across-the Board Salary Increases. Effective November 18 December 16, 2016, for 29 the 2016-2017 year, each eligible employee shall receive a one percent (1.0%) increase to the 30 employee’s base salary. This increase will be calculated using the employee’s salary as of
Other Increases. The flat weekly fee agreed with you at the date of commencement of this Agreement is subject to a “fair usage policy”. This means that the weekly fee may increase if the resident uses more than 3½ hours of care staff time per day on an on-going basis, either as a result of the resident’s personal wishes or care needs.
Other Increases. The University may increase during the term of this Agreement for selected classes at selected locations: salary rates or ranges, shift differentials, on-call rates, and/or extend the coverage of such rates. At least thirty (30) days prior to implementing the increase referenced in this section, the University shall inform CUE.
Other Increases. 29 (a) Across-the Board Salary Increases. Effective December 16, 2016,November 17, 2017, for 30 the 201617-201718 year, each eligible employee shall receive a one percent (1.0%) increase to the 31 employee’s base salary. This increase will be calculated using the employee’s salary as of December 16, 32 20167November 17, 2017. An employee shall be eligible if the employee’s most recent annual 33 evaluation, if provided, was Satisfactory or above; the employee was in an employment relationship (not 34 OPS) with the University prior to May 7, 20167; and the employee remains in a continual employment 35 relationship at the date of implementation. Employees employed in 20156-167 that meet the above 36 qualifications and were not evaluated shall be provided with an evaluation for the period and shall be 37 eligible for the increase.
Other Increases. Salary increases for other reasons may be granted at any time, subject to policy and approval requirements established by local units and the University. At a minimum, proposed increases must be discussed with and approved by the local personnel office responsible for the area. Each clerical and technical position has been assigned a job title and classified to one of the ten salary grades in the job classification system (see grid in the Appendix). These assignments reflect judgments about the degree of skills, abilities and special training required to perform the job's duties and responsibilities, and the complexity and value of the job relative to others performed at the University. Effort required to perform the job and conditions under which an employee would regularly work are also considered. In addition, classification decisions need to consider and react to local market factors in order for Harvard to attract and retain qualified staff. Maintaining fair and equitable classifications of all jobs at Harvard is the objective of this process. People and jobs are not static. They change constantly; sometimes gradually and sometimes rapidly. In order to keep up with these changes, job descriptions should be reviewed periodically and revised to reflect current responsibilities. Local managers are primarily responsible for ensuring that job classifications of individuals in their area remain fair and equitable and properly reflect the duties and responsibilities assigned to them as well as the skills and effort required to do their jobs. Whenever there have been substantive, measurable changes in a job's content and responsibilities, which cause the job to appear inappropriately classified, a reclassification review should be initiated. These reviews may be requested by a supervisor, a personnel officer or an employee. Regardless of who makes the request, it is important that the request be dealt with promptly and thoroughly. Ordinarily, the reclassification decision should take no longer than four weeks from the time it is submitted to a local personnel office. In cases where an employee has made the request, the personnel officer or supervisor should keep her or him informed of the review's status, including a general sense of when a decision can be expected. The University Joint Reclassification Committee, composed of equal representation from the Union and the University, will review and assist in the resolution of cases not settled at the local leve...
Other Increases. (a) Across-the-Board Salary Increases. Effective August 8, 2016, each eligible employee shall receive a one and three-quarters (1.75%) percent (1.75%) increase to the employee’s base salary. The increase will be calculated using the employee’s salary as of August 7, 2016. An employee shall be eligible if the employee’s most recent annual evaluation, if provided, was Satisfactory or above; the employee was in an employment relationship with the University prior to May 7, 2016; and the employee remains in an employment relationship at the date of implementation. Employees employed in 2015 that meet the above qualifications and were not evaluated shall be provided with an evaluation for that period and shall be eligible for the increase.
Other Increases. (a) Across-the- Board Salary Increases. Effective January 15August 8, 2016, each eligible employee shall receive a one and three-quarters (1.75%)one percent increase to the employee’s base salary. The increase will be calculated using the employee’s salary as of January 14August 7, 2016. An employee shall be eligible if the employee’s most recent annual evaluation, if provided, was Satisfactory or above; the employee was in an employment relationship with the University prior to May 7, 20165; and the employee remains in an employment relationship at the date of implementation. Employees employed in 20154 that meet the above qualifications and were not evaluated shall be provided with an evaluation for that period and shall be eligible for the increase.
(b) One-time payment. In addition to the across-the-board increases taking effect on January 15, 2016, all employees eligible for that increase shall receive a one-time payment of $1375 on January 15, 2016 or as soon as practicable thereafter.Equity Increases. Effective August 8, 2016 for the 2016-2017 year, the University shall provide an amount equal to one-fifth of one percent (0.20%) of the total base salary of all employees to all full-time, non-visiting employees whose August 7, 2016 base salary was less than $45,000 for those with a Ph.D. or equivalent terminal degree, or less than $42,000 for all others. Equity increases shall be distributed proportional to the difference between the employee’s August 7, 2016 salary and the thresholds above.
(c) Merit Salary Increases. Effective January 15August 8, 2016 for the 2015-2016 year, the University shall provide merit salary increases to each department/unit equal to two one and three-quarters percent (1.752%) of the total base salary of employees in the department/unit as of August 147, 20165. All employees who are not members of a department/unit shall be grouped together and treated as a department/unit for the purpose of calculating and providing merit salary increases. Merit salary increases shall be provided to eligible employees in each department/unit who are in an employment relationship with the University prior to May 7, 20165; who remain in an in-unit employment relationship at the date of implementation; and meet the following criteria and procedures.
(1) Eligibility. Departments with approved standards may participate in merit increase programs. For the 20165-20176 year, an employee is eligible under this Section if he or she received an Above...
Other Increases. 11.1 If the Letter of Engagement or the Order Form for a Service specifies that the Service Fees are calculated by reference to a particular metric (Fee Metric):
(a) we may audit your Facilities no more than once in each 3 month period to determine whether the actual quantity of that Fee Metric at your Facilities (Actual Quantity) is greater than the Baseline Quantity; and
(b) separately, you must notify us of any event which may or will occur which does, will or could impact the Actual Quantity during the Term promptly upon becoming aware of the event.
11.2 You must promptly provide us with all information, access and other assistance necessary for us to conduct an audit under clause 11.1(a), investigate the potential impact of an event notified under clause 11.1(b), or otherwise accurately calculate a Service Fee change pursuant to clause 11.3.
11.3 If we determine following an audit or investigation of a notified event that the Actual Quantity is or will be greater than the Baseline Quantity, we may change the Service Fees for that particular Service by an amount calculated as follows: where:
11.4 If we wish to change the Service Fees in accordance with clause 11.3, we must give you a notice specifying:
(a) the Actual Quantity identified;
(b) the new Service Fees; and
(c) the date from which the change to Service Fees takes effect.
11.5 If we give you a notice under clause 11.4:
(a) the Service Fees will be varied for the purposes of the Agreement to reflect the Service Fees specified in that notice;
(b) to the extent that we have already given you an invoice for the Service Fees for a period during which the Baseline Quantity was exceeded, we may give you another invoice for an additional amount equal to the difference between:
(i) the Service Fees that you paid, or are liable to pay; and
(ii) the Service Fees that would have been payable during that period had the increased Service Fees applied; and
(c) the Baseline Quantity will be varied for the purposes of the Agreement to reflect the Actual Quantity specified in that notice.
Other Increases. (a) Across-the Board Salary Increases.
(1) Effective April 15, 2022 for the 2021-2022 year, (distributed on pay date May 6, 2022) each eligible Education and General (E&G) employee whose salary is at least $48,500 shall receive a 2.5% increase to the employee’s base salary. This increase will be calculated using the employee’s salary as of April 14, 2022. An employee shall be eligible if the employee’s most recent annual evaluation, if provided, was Satisfactory or above; the employee was in an in-unit employment relationship (not OPS) with the University prior to May 7, 2021; and the employee remains in a continual in-unit employment relationship at the date of implementation. Employees employed in 2020-2021 that meet the above qualifications and were not evaluated shall be provided with an evaluation for the period and shall be eligible for the increase.
(2) Effective April 15, 2022 for the 2021-2022 (distributed on pay date May 6, 2022) year, each eligible Education and General (E&G) employee whose salary is less than $48,500 shall receive a 3.5% increase to the employee’s base salary. This increase will be calculated using the employee’s salary as of April 14, 2022. An employee shall be eligible if the employee’s most recent annual evaluation, if provided, was Satisfactory or above; the employee was in an in-unit employment relationship (not OPS) with the University prior to May 7, 2021; and the employee remains in a continual in-unit employment relationship at the date of implementation. Employees employed in 2020-2021 that meet the above qualifications and were not evaluated shall be provided with an evaluation for the period and shall be eligible for the increase. Deleted: Contract and grant (C&G) and auxiliary funded employees are also eligible, but any monies provided in such cases shall be paid from the appropriate contract, grant, or auxiliary revenues, if such increases are provided by the granting agency.
(b) One-time payment for 2021-2022. Effective April 15, 2022 (distributed on pay date May 6, 2022), the University shall provide a one-time payment of $2,500 to each Educational and General (E&G) funded employee who was in a continual, non-OPS employment relationship with the University on May 7, 2021, whose 2020-2021 annual evaluation, if provided, was Satisfactory or above, and who remains employed by the University in an in-unit position at the date of implementation. Those employed on or after May 8, 2020 who did not receive an annual eva...
