Pay Policy. 11.01 All employees shall be paid in accordance with Appendix A.
11.02 In the case of the promotion of any regular part-time or regular full-time employee to a classification with a higher maximum salary, such employee shall be placed into the next highest pay rate that will provide an increase in pay to the position promoted to. The employee then shall progress to the next step in pay as outlined in the wage appendix. In the event an employee is promoted on his anniversary date, he/she shall first receive any within range increase to which he/she is entitled in the lower class and then the promotional salary adjustment as noted above. In the case of a voluntary demotion of any employee to a classification with a lower maximum salary, such employee shall be placed within the new classification salary range at the starting rate or the rate within the classification corresponding to the length of service the employee had in that classification while an employee of Fond du Lac County unless the Employer and Union mutually agree to place the employee at a higher step in the salary range.
11.03 a) In the case of a part-time, on-call or temporary employee assuming a regular part-time or regular full-time position, such employee shall be paid at the hiring in rate of such classification the same as any new employee, except where otherwise specifically provided, wherein any such employee may be given credit for service toward the completion of probationary period, after which said employee shall be paid the rate applicable upon completion of said probationary period.
Pay Policy a) Adjunct professors shall be assigned an appropriate rate of pay by the University.
b) The salary schedule for adjunct professors shall be based on a per unit minimum pay rate.
Pay Policy. Your rate of pay will be recorded in your personal letter. Restaurant bonus schemes may vary by Restaurant and the terms of the scheme in your Restaurant may be changed by your Restaurant Manager/Franchisee from time to time.
Pay Policy. Employees shall be compensated within the pay ranges set forth in the classification and pay plan of the Employer and in accordance with the rules for administration included therein. Attached as an appendix to this Agreement are the job classification and pay schedules. The Employer shall determine the table of organization or position count; that is, the number of employees to be assigned to any job classification and the job classifications needed to operate the Employer’s facilities. The Union shall be notified in advance of any change to be made in the table of organization.
Pay Policy. 1. Payroll Installments - Each employee shall elect to be paid on the basis of nine (9) or twelve
Pay Policy. Full-time Paramedic employees shall be compensated according to the salary schedules, classifications and ranges designated in Appendix A. The rotational work schedule establishes a nine week cycle, over which the average number of hours scheduled is fifty-six (56) per week. The bi-weekly pay rates in Appendix A reflect the automatic payment of the overtime rate (time and one-half (1 ½) the hourly rate) for sixteen (16) hours per week. For calculation of payroll, all approved paid leave shall be considered as time worked, and shall not reduce the base bi-weekly pay.
Pay Policy. A. 4-2, 4-2. No member of the Police Department shall be required to be on duty for more than 8.4 hours in each 24 hours except when, in the judgment of the Chief, necessary work demands that such work day be extended beyond the 8.4 hour period. All time worked in excess of 8.4 hours in a day shall be placed to the credit of the person so working on the basis of 1-1/2 times the number of hours of overtime worked.
Pay Policy. Employees shall be compensated within the pay ranges set forth in the classification and pay plan of the Employer and in accordance with the rules for administration included therein. Attached as an appendix to this Agreement are the job classification and pay schedules. Employees shall receive a minimum of two (2) hours’ pay for any meetings required by the Employer more than one (1) hour before the scheduled shift, more than one (1) hour after the end of the scheduled shift, or on a scheduled day off. The Employer shall determine the table of organization or position count; that is, the number of employees to be assigned to any job classification and the job classifications needed to operate the Employer’s facilities. The Union shall be notified in advance of any change to be made in the table of organization.
Pay Policy. A. All increases in wages and cost items are contingent upon BOS approval and a successful vote at the 2011 Town meeting. Effective July 1, 2011, the labor Grade and Step increase will be increased by 1.5% (Appendix D). One additional Step shall be added to the top of the 2011-2012 Labor Grade and Step schedule. This new step shall be 1.0% higher than the previous step and is identified as W-1. Effective July 1, 2012, the Labor Grade and Step increase will be 1.5% (Appendix E). One additional Step shall be added to the top of the 2012-2013 Labor Grade and Step schedule. This new step shall be 1.0% higher than the previous step and is identified as W-2. Effective July 1, 2013, the Labor Grade and Step schedule (Appendix E) shall be adjusted to reflect a 2.0% cost of living increase. Effective July 1, 2013, employees that were on Step W-2 during the 2012-2013 fiscal year shall receive a one-time cash payment of $500.00 in addition to any cost of living adjustment to Step W-2. Where applicable, this one time cash payment of $500.00 will be paid in the employee’s paycheck in full on or before July 18, 2013. At the successful completion of the probationary period, the affected employee shall move one step higher. Each subsequent step will be achieved by successful completion of one year of service and upon recommendation of the Fire Chief. The Fire Chief may deny a step increase for just cause. The burden of proving just cause is upon the Town and is subject to the grievance procedure delineated in Article 13. Upon successful completion of a paramedic course, New Hampshire Paramedic licensure and local medical protocols, the employee shall be placed at the step in Labor Grade 14 that is one step below their current step in Labor Grade 12. For example, a Firefighter/Emergency Medical Technician-Intermediate currently at Labor Grade Step E upon attaining the above requirements shall be placed at Labor Grade 14, Step D.
B. Performance Evaluation For purposes of annual step increases, every employee’s performance shall be evaluated in writing prior to their anniversary date. Failure to complete and employee’s evaluation, through no fault of the employee, shall not delay the granting of the employee’s step increase. Every employee shall be evaluated in writing at least annually beginning at least three weeks prior to their anniversary date. Performance evaluations shall be completed on the forms developed by the Human Resources Department of the Town for that purpos...
