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.
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. 1. The University may increase salary rates, salary ranges, shift differentials, on-call rates and/or extend the coverage of such rates for selected classes at selected locations.
Other Increases. 29 (a) Across-the Board Salary Increases. Effective November 18 December 16, 2016, for 30 the 2016-2017 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
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. 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. 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):
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. Job Classification 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. Job Reclassification 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 resolutio...
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. On the dates set out below the accompanying formula will be used to produce Step 1 of a new pay grid and as in 1above, the subsequent three Steps will be maintained at 3.33% above the preceding one.
