Paramedic Stipend Sample Clauses

Paramedic Stipend. The paramedic stipend shall be 5.45% of the top step firefighter annual base salary (i.e., Step 5), and shall be added to the paramedic’s annual base salary. Paramedic clinic time shall be scheduled at the mutual convenience of the employee, the clinic, and the Department, provided that the Battalion Chief or his designee shall not arbitrarily withhold approval of the time requested by the employee and approved by the clinic.
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Paramedic Stipend. ‌ 5.6.1 Providing paramedic services to the community is a level of service decision reserved to the District. 5.6.2 For so long as the District determines that such service shall be provided, a Captain, Engineer or Firefighter who possesses a Paramedic license, and who is employed in a position authorized by the department to utilize the license, shall receive a monthly stipend of Four Hundred Dollars ($400.00). It shall be at the discretion of the Fire Chief to determine the number of authorized Paramedic Captains versus Paramedic Engineers and/or Paramedic Firefighters. Effective July 1, 2020, the monthly Paramedic Stipend shall increase to Five Hundred Fifty Dollars ($550). 5.6.3 This stipend shall be in addition to the employee’s base salary as determined by his/her placement on the salary schedule, which is Appendix “D”. 5.6.4 Any person authorized by the District to serve in the capacity of a Paramedic shall remain licensed as a Paramedic as a condition of continued employment, except as provided for under sub-section 5. 6.4.1. However, any Paramedic, hired prior to July 1, 1999, or promoted after that date, who loses his/her Paramedic license or authority to practice as a result of an involuntary license revocation action by a paramedic licensing authority at the Federal, State or Local level, shall not be subject to disciplinary action, due solely to the loss of the Paramedic license. For purposes of clarification, the terms and conditions of this Agreement supersede any conditions set forth in individual employment agreements of Paramedics hired prior to the term of this Contract. 5.6.4.1 Notwithstanding the preceding paragraph, when a non- Paramedic bargaining unit vacancy occurs, any qualified Paramedic may apply. If more Paramedics apply than there are vacancies to be filled, selections for the vacancies shall be based upon seniority by date of hire. If selected, the employee will be appointed to the new position and relieved of their obligation to remain licensed as a Paramedic in accordance with the following: * Provided the District has available, on an active basis, not less than that the number of authorized Paramedics as per the final approved budget.
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Paramedic Stipend. Any bargaining unit employee who obtains and maintains certification, and is eligible to perform as a paramedic for the Cambridge Fire Department shall receive a stipend of 4.5% of the base salary of a top step fire fighter, annually, payable the first pay period in June of each contract year, based upon certification valid as of April 1 of that contract year. This payment shall be inclusive of the costs of recertification, as well as for recognition of this certification. As a clarification consistent with the practice under prior agreements between the parties, the Paramedic Stipend shall be included in base pay for the purpose of pension calculation.
Sample 1
Paramedic Stipend. All firefighter/paramedics with five (5) years of completed service as a full-time sworn member of the Naperville Fire Department shall receive a paramedic stipend of five (5) percent of current topped out firefighter pay. Such amounts shall be paid 1/26th at a time, as part of an eligible employee’s bi-weekly paycheck. For employees in transition years (those years where an employee will reach their 5th year) the stipend will begin in the subsequent pay period after the employee’s 5th year anniversary. All Lieutenants and Captains that retain their paramedic license will receive a stipend of three (3) percent of current topped out firefighter pay. This stipend shall be paid 1/26th at a time, as part of an eligible employee’s bi-weekly paycheck. For newly promoted employees, the stipend will begin in the subsequent pay period after the employee’s promotion date.
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Paramedic Stipend. Effective January 1, 2023, all bargaining unit employees who obtain by June 1 or maintain an Illinois Department of Public Health EMT- Paramedic license shall receive an annual $1,500 stipend, payable on the second paycheck in June.
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Paramedic Stipend. All firefighter/paramedics with at least ten (10), years of completed service, but less than fifteen (15) as a full-time sworn member of the Naperville Fire Department shall receive a paramedic stipend of $1800. All firefighter/paramedics with at least fifteen (15) years of completed service as a full-time sworn member of the Naperville Fire Department shall receive a paramedic stipend of $2000. Such amounts shall be non-cumulative, and shall be paid 1/26th at a time, as part of an eligible employee’s bi- weekly paycheck. All Lieutenants and Captains that retain their paramedic license will receive a stipend of $250. This stipend will be paid as a lump sum in January.
Sample 1
Paramedic Stipend. In addition to the salary listed in “Compensation”, the Fire Chief shall be paid a stipend of $1,000 on July 1 of each fiscal year and be paid a stipend of $5,096 to be made on December 1 of each fiscal year as long as he is certified as a Massachusetts paramedic. If the Fire Chief leaves the employment of the Town on a date later than December 1, the Fire Chief shall refund the Town the pro-rated share of the stipend based on days worked that fiscal year. If the Fire Chief leaves the employment of the Town on a date on or earlier than December 1, the Town shall make payment to the Fire Chief the pro-rated share of the stipend based on days worked that fiscal year.
Sample 1
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Paramedic Stipend. Employees in the classification of Captain, Lieutenant or Battalion Chief, who are State Certified Paramedics and approved by County’s Medical Director shallreceive an increase to their hourly rate of seventy-five cents ($0.75) per hour. The intent of this stipend is to recognize the advanced training these employees have received and maintain, allowingfor more effective supervision of ALS providers as well as their ability to assist in ALS patient care when circumstances warrant. Refusal to do so may result in disciplinary action.
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Related to Paramedic Stipend

  • Executive Management The PH-MCO must include in its Executive Management structure: • A full-time Administrator with authority over the entire operation of the PH-MCO. • A full-time HealthChoices Program Manager to oversee the operation of the Agreement, if different than the Administrator. • A full-time Medical Director who is a current Pennsylvania-licensed physician. The Medical Director must be actively involved in all major clinical program components of the PH-MCO and directly participates in the oversight of the SNU, QM Department and UM Department. The Medical Director and his/her staff/consultant physicians must devote sufficient time to the PH-MCO to provide timely medical decisions, including after-hours consultation, as needed. • A full-time Pharmacy Director who is a current Pennsylvania-licensed pharmacist. The Pharmacy Director oversees the outpatient drug management and serves on the PH-MCO P&T Committee. • A Dental Director who is a current Pennsylvania-licensed Doctor of Dental Medicine or Doctor of Dental Surgery. The Dental Director may be a consultant or employee but must be available at a minimum of 30 hours per week. The Dental Director must be actively involved in all program components related to dental services including, but not limited to, dental provider recruitment strategy, assessment of dental network adequacy, providing oversight and strategic direction in the quality of dental services provided, actively engaged in the development and implementation of quality initiatives, and monitor the performance of the dental benefit manger if dental benefits are subcontracted. A full-time Director of Quality Management who is a Pennsylvania- licensed RN, physician or physician's assistant or is a Certified Professional in Healthcare Quality by the National Association for Healthcare Quality Certified in Healthcare Quality and Management by the American Board of Quality Assurance and Utilization Review Providers. The Director of Quality Management must be located in Pennsylvania and have experience in quality management and quality improvement. Sufficient local staffing under this position must be in place to meet QM Requirements. The primary functions of the Director of Quality Management position are: • Evaluate individual and systemic quality of care • Integrate quality throughout the organization • Implement process improvement • Resolve, track, and trend quality of care complaints • Develop and maintain a credentialed Provider network • A full-time CFO to oversee the budget and accounting systems implemented by the PH-MCO. The CFO must ensure the timeliness and accuracy of all financial reports. The CFO shall devote sufficient time and resources to responsibilities under this Agreement. • A full-time Information Systems Coordinator, who is responsible for the oversight of all information systems issues with the Department. The Information Systems Coordinator must have a good working knowledge of the PH-MCO's entire program and operation, as well as the technical expertise to answer questions related to the operation of the information system. • These full time positions must be solely dedicated to the PA HealthChoices Program.

  • Medical Services Plan Regular Full-Time and Temporary Full-Time Employees shall be entitled to be covered under the Medical Services Plan commencing the first day of the calendar month following the date of employment. The City shall pay one hundred percent (100%) of the premiums required by the plan.

  • DISCIPLINE OF EMPLOYEES Section 1: All charges preferred by the Employer against its employees for violation of its rules or other offenses must be preferred within five (5) days after any such alleged violation or offense has been made known to the official or officials of the Employer or their designees. If the charges are not preferred within the time limits set forth herein, such alleged violation or offense shall be forever barred and extinguished, provided, however, that any violation of the rules pertaining to the mishandling of fares or mis-appropriation of the Employer's funds or property shall not come within the scope of the foregoing provisions of this Section. Additionally, any discipline meted out in other than fare violations must be begun within five (5) days of notification to the employee. Section 2: If any employee is charged with an offense involving the mishandling of fares, drunkenness, possession or use of an illegal substance or the misappropriation of the Employer's funds or property, neither such charges nor discipline meted out in connection therewith shall be subject to the grievance and arbitration procedures provided for in this Agreement unless and until the grievance and/or demands for arbitration in such cases be accompanied by a signed authorization from the employee involved releasing the Employer and the Union to submit any and all information and facts pertaining to the case to whomever they may concern. Section 3: When the Employer disciplines an employee and/or places a written entry of the incident in the employee's file, the employee and Union involved shall be furnished a copy of the entry. An employee may examine and copy from his/her own employee file at any reasonable time. After thirty (30) months all materials pertaining to discipline in an employee's file will not be used for disciplinary purposes. Section 4: If, as a result of investigation or upon appeal, the discipline, suspension or dismissal of an employee is found to have been without just cause, his/her record of the alleged offense will be cleared, and if time has been lost, the employee will be paid for such loss of time by the Employer in accordance with the amount s/he would have received had s/he not been held from service.

  • Compensation and Fringe Benefits (a) The Company shall, during the Term of Employment, pay to the Executive as compensation for the performance of his duties and obligations a salary of $240,000 per annum. This compensation is subject to annual review and adjustment, as appropriate in the judgment of the Company. The compensation payable pursuant to this Section 5(a) shall be payable in equal semi-monthly installments on the last day of each such pay period. (b) The Executive shall be enrolled and participate in any retirement, group insurance and other fringe benefit plans and arrangements which are applicable to the similarly situated personnel of the Company and in effect from time to time, if the Executive is eligible therefor, in each case in accordance with and subject to the provisions thereof.

  • Service Management Effective support of in-scope services is a result of maintaining consistent service levels. The following sections provide relevant details on service availability, monitoring of in-scope services and related components.

  • Employee and Family Assistance Program (a) A province-wide Employee and Family Assistance Program for employees and members of their immediate family, with whom the employee normally resides, shall be provided. (b) This Employer-funded, confidential, assessment/referral service will be monitored by a Joint Committee. The Committee shall consist of two members: one member appointed by the Employer and one member by the Union. Employees representing the Union on this Joint Committee shall be on leave of absence without loss of basic pay for time on this Committee. (c) The Employer will consult with the Union regarding the selection of a service provider. The Employer will not select a service provider to which the Union has reasonable objections. (d) The Joint Committee shall develop an awareness package that can be incorporated into existing supervisor and Union training programs.

  • Employee Assistance Program (EAP) Section 1. The Employer agrees to provide to the Union the statistical and program evaluation information provided to management concerning Employee Assistance Program(s). Section 2. No information gathered by an Employee Assistance Program may be used to discipline an employee. Section 3. Employees shall be entitled to use accrued sick leave for participation in an Employee Assistance Program. Section 4. Each university will offer training to local Union Stewards on the Employee Assistance Program available in their university, on university time, where an Employee Assistance Program is available.

  • Labour Management Relations Committee In recognition of the mutual benefits of open communications and on-going consultation between the faculty and the employer, the Labour/Management Relations Committee will meet on a regular basis and have equal representation for the Union and the Employer. The LMRC will serve as an open forum for the free and candid discussion of matters of mutual concern to faculty members and management.

  • Other Fringe Benefits During the Employment Period, Executive shall be entitled to receive such of the Company’s other fringe benefits as are being provided to other Executives of the Company on the Senior Executive Team.

  • Services and Compensation Consultant shall perform the services described in Exhibit A (the “Services”) for the Company (or its designee), and the Company agrees to pay Consultant the compensation described in Exhibit A for Consultant’s performance of the Services.

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