PAY CLASSIFICATIONS Sample Clauses

PAY CLASSIFICATIONS. (See Appendix A)
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PAY CLASSIFICATIONS. CLASSIFICATION/LOCATION Number of FTE POSITION LEVEL I Xxxxx Receptionist 1.0 FTE Secretary High School Main Office 1.0 FTE per building Secretary LEVEL II
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PAY CLASSIFICATIONS. LEVEL I CLASSIFICATION/LOCATION POSITION XXXXX RECEPTIONIST (2 POSITIONS) SECRETARY XXXX SECRETARY KETTERING SECRETARY LEVEL II CLASSIFICATION/LOCATION POSITION CURRICULUM INST. & ASSESSMENT SECRETARY XXXXXX HIGH SCHOOL SECRETARY BOARD OFFICE/BUSINESS SERVICES SECRETARY CHILDREN’S VILLAGE SECRETARY HIGH SCHOOL ATTENDANCE SECRETARY HIGH SCHOOL MAIN OFFICE SECRETARY XXXXXXXX XXXXXXXXXX SCHOOL SECRETARY MIDDLE SCHOOL COUNSELING SECRETARY STUDENT SUPPORT SERVICES TRANSPORTATION SECRETARY SECRETARY LEVEL III CLASSIFICATION/LOCATION POSITION BUSINESS SERVICES SECRETARY CENTRAL ENROLLMENT SECRETARY SECRETARY CHILD CARE SECRETARY CHILDREN’S VILLAGE SCHOOL XXXXXX HIGH SCHOOL OFFICE MANAGER OFFICE MANAGER ELEMENTARY OFFICE MANAGER FOOD SERVICE BOOKKEEPER FOOD SERVICE SECRETARY HIGH SCHOOL BOOKKEEPER HIGH SCHOOL COUNSELING SECRETARY XXXXXXXX XXXXXXXXXX SCHOOL OFFICE MANAGER MIDDLE SCHOOL BOOKKEEPER MIDDLE SCHOOL OFFICE MANAGER PAYROLL SECRETARY SAFETY & SECURITY SECRETARY LEVEL IV CLASSIFICATION/LOCATION POSITION BUSINESS SERVICES CURRICULUM, INSTRUCTION, & ASSESSMENT SECRETARY SECRETARY HIGH SCHOOL MAINTENANCE & OPERATIONS INSTRUCTIONAL SERVICES & TECHNOLOGY OFFICE MANAGER SECRETARY SECRETARY PREK – 12 SERVICES SCHOOL & COMMUNITY SERVICES SECRETARY SECRETARY SECONDARY EDUCATION SECRETARY STUDENT SUPPORT SERVICES BOOKKEEPER APPENDIX A MESPA I SALARY SCHEDULE 2018-2019 YRS OF EXP CLASS I CLASS II CLASS III CLASS IV 0 $13.11 $13.71 $14.45 $15.03 1 $13.55 $14.29 $14.92 $15.52 2 $14.29 $14.92 $15.52 $16.22 3 $14.92 $15.50 $16.22 $16.82 4 $15.50 $16.22 $16.82 $17.49 5 $16.50 $17.12 $17.85 $18.43 6 $17.12 $17.85 $18.42 $19.06 7 $17.85 $18.43 $19.06 $19.79 8 $18.42 $19.06 $19.79 $20.29 9 $19.07 $19.79 $20.30 $21.02 All employees hired after July 1, 1999 are not eligible for in-service grants. After ten (10) years of continuous employment for the Waterford School District, in-service grants are given as follows:  10 through 14 years of actual service: 30¢ cents per hour over 9th step schedule  15 years through 20 years of experience: 45¢ (15¢ cent increase) cents per hour over 9th step schedule  21 years and over of experience: 65¢ (20¢ cent increase) center per hour over 9th step schedule In-service grants are for years consecutively worked for the Waterford School District and outside experience does not apply for these grants.
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PAY CLASSIFICATIONS. 3.1 Ph.D.: Employees will be paid at this rate if the Faculty of Graduate Studies and Research has accepted them as Ph.D. students, or if they hold Ph.D. degrees.
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PAY CLASSIFICATIONS. Pay Grades Classification 2 Office Manager, Project Supervisor, Administrative Manager* 3 Xxxxxxx, Engineer, Accountant, Customer Service Manager, 4 Chemist, Health and Safety Manager 5 Supervisor 6 Engineering Manager All Employees that fall into these categories will make the same base wage. The only difference in wages will be any license premium paid to the Employee. *Subject to current Letter of Agreement on file
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PAY CLASSIFICATIONS. CLASSIFICATION/LOCATION Number of FTE POSITION LEVEL I
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Related to PAY CLASSIFICATIONS

  • JOB CLASSIFICATIONS 32.01 Employees holding positions which fall within the Bargaining Unit shall be provided with a job description upon written or email request.

  • New Classifications If a new classification is created within the bargaining unit, the Employer agrees to meet with the Union and negotiate a rate of pay for this new classification. If the parties cannot reach agreement, at the request of either party, the matter shall be submitted to the arbitration procedure in Article 26 of this Agreement.

  • New Job Classifications 11.1 Whenever the Company determines it appropriate to create a new job classification in the bargaining unit, it shall proceed as follows.

  • Job Classification When a new classification (which is covered by the terms of this Collective Agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the local Union of the same. If the local Union challenges the rate, it shall have the right to request a meeting with the Hospital to endeavour to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Board of Arbitration (or arbitrator as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. When the Hospital makes a substantial change in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union if requested to permit the Union to make representation with respect to the appropriate rate of pay. If the matter is not resolved following the meeting with the Union the matter may be referred to Arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Board of Arbitration (or arbitrator as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital. Notwithstanding the foregoing, if as a result of compensable illness or injury covered by WSIB an employee is unable to carry out the regular functions of her position, the Hospital may, subject to its operational requirements, establish a special classification and salary in an endeavour to provide the employee with an opportunity of continued employment. This provision shall not be construed as a guarantee that such special classification(s) will be made available or continued.

  • EMPLOYEE CLASSIFICATIONS REGULAR FULL-

  • New Classification Should a new position or new classification be created within the Bargaining Unit during the term of this Agreement, the Employer and the Union will decide the rate of pay. Nothing herein prevents the Employer from filling such positions and having Nurses working in such positions during such negotiations. The salary when determined will be retroactive to the date on which the successful candidate commenced work in that classification.

  • FURNITURE CLASSIFICATIONS Furniture classifications include but not limited to: Cafeteria, Dormitory, Library Shelving and Library Related, Lounge, Systems (Modular), School (Classroom), Freestanding, Seating, Filing Systems and Equipment, and Technology Support.

  • Employee Classification This waiver applies to the following Employees (select one and complete, as applicable):

  • JOB CLASSIFICATIONS AND RATES OF PAY 7.01 Employees shall be classified and paid in accordance with Schedule "A" which is attached to this Agreement and forms a part of it.

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