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Pay Structure Sample Clauses

Pay Structure. Standards for pay progression
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Pay Structure a. The pay structure consists of one (1) base rate for cadets, and a pay range consisting of a base rate minimum and maximum for officers. Total pay for an officer consists of the base rate, and experience/performance premium pay. There are two (2) classifications: Cadet and Police Officer. A Police Xxxxx is a sworn officer who has not completed basic training. A Police Officer is a law enforcement professional who successfully completed basic OPOTC training.
Pay Structure. The new pay structure will take effect on 1 April 2004 and will consist of the national (APT & C) salary spine and local spinal column points, consisting of 12 grades. The salary scale begins at national spinal column point 4 and ends at spinal column point 58. Points 4-49 consist of the national joint council pay spine. Points 50-58 are local spinal column points. All Fleet Operations Craft Workers will be placed on a grade within this pay spine. The pay structure is set out at Appendix 1.
Pay Structure. The pay structure for full-time employees is as follows: Minimum Midpoint Maximum College Security Guard $26,050 $30,648 $38,310 Campus Safety Officer Sr. Campus Safety Officer $29,950 $35,236 $44,045 The minimum hourly pay rates for part-time employees are as follows: College Security Guard $12.00 Campus Safety Officer Sr. Campus Safety Officer $13.90
Pay Structure. The new pay structure will take effect on 1 April 2004. There will be an annual increment increase on the 1st April of each year, subject to the grade not being exceeded and the provisions of para 1.6 (c) in addition to the cost of living increase. Only staff with five years continuous service with EFDC will receive this annual increase to the maximum salary of the salary range. The pay structure is set out at Appendix 1.
Pay Structure. Pay Spines 1.1 The NHS pay system as a whole will have three pay spines or series of pay bands: one for staff within the remit of the Doctors’ and Dentists’ Review Body; one for staff within the extended remit of the Pay Review Body for Nursing and Other Health Professions; and one for other directly employed NHS staff, with the exception of the most senior managers. This agreement introduces new, single pay spines for the second and third of these groups, replacing the large number of separate occupational pay spines currently in existence. Chapter 13 sets out an agreement on extending the coverage of the Pay Review Body for Nursing and Other Health Professions. 1.2 Both the second and third pay spines will be divided into nine pay bands. All staff covered by this agreement will, on assimilation, be assigned to one of these pay bands on the basis of job weight as measured by the NHS Job Evaluation Scheme. To assist this process a set of NHS jobs have been evaluated, and national job profiles drawn up where the job evaluation score is agreed. Staff whose jobs match these profiles will assimilate on the basis of the profile score. Other jobs will be evaluated locally on a partnership basis. 1.3 The NHS Job Evaluation Handbook2 sets out the basis of job evaluation, which underpins the new pay system, and includes the factor plan, the weighting and scoring document, and a guide for matching posts locally. The process for assimilation is set out more fully in Chapter 9. 1.4 The nine pay bands and their corresponding job evaluation scores are set out in Table 1 below. Within this structure pay band 8 is sub-divided into four ranges, access to which will be determined on the basis of evaluation of the individual jobs senior staff are asked to do.
Pay Structure. When accepting the offer of employment, RAs and PMs shall have the option to elect the opt out compensation package. All RAs and PMs will receive the Default package unless an RA/PM informs Residential Life no later than Monday, January 4, 2021 at 5:00 pm. RAs and PMs may use the acceptance form to indicate their desire to opt out of the default package or email the following information: Last Name, First Name, Student ID and UMass email address, to xxxxxxxxxxxx@xxxx.xxxxx.xxx AND xxxxx@xxx0000.xxx. Individuals will not be permitted to change their election after Monday, January 4, 2021 at 5:00 pm. All RAs and PMs performing onsite work who did not work in the Fall 2020 semester shall receive $225.00 in the form of dining dollars for the Spring 2021 semester.
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Pay StructureThe Council’s new pay structure is set out in Appendix A. The implications of the new pay structure in relation to annual leave entitlement, overtime, promotions and career grade pay progression are set out in Appendix B. In the interests of fairness and consistency, appointments will be made on the first salary point of a grade unless there is a substantial reason for doing otherwise. Employees shall be entitled to increments within their grade, subject to satisfying criteria to be established in the Council’s Learning and Development Framework. Whilst this framework is being developed in consultation with recognised trade unions, employees shall continue to be entitled to an increment within their grade on 1 April each year. Employees with less than six months’ service shall receive their first increment (subject to satisfactory performance of their duties and responsibilities) six months after their appointment, promotion or regrading. An increment may be withheld only as a sanction under the Council’s Disciplinary and Capability Procedure and for the relevant period of that sanction. The right to appeal against any refusal of increment will be in accordance with the Council’s Disciplinary and Capability Procedure. Increments may be accelerated within an employee’s grade on the grounds of special merit or ability at a Chief Officer’s / Head teacher’s discretion. Grades may be linked only where a career grade is in operation. Guidelines regarding the development and operation of career grades are set out in Appendix C.
Pay Structure. (i) Pay Structure of private security guards shall be as per the latest recommendation of Central Minimum Wages for Watch and Xxxx (without arms) for unarmed Security guards for Area ’A’ Format attached). (ii) The quoted service charges will be firm and not subject to labour conditions, exchange variations or any other condition whatsoever. Minimum wages and / or Variable Dearness Allowance will be revised as per the Notification issued by the Chief Labour Commissioner (Central), Ministry of Labour & Employment from time to time i.e., effective from 1st April and 1st October every year. The successful tenderer will be bound to pay the statutory Govt. minimum wages to the workforce employed by him/them, therefore rate should be quoted keeping this in mind, in absence of which the tender of the firm concerned will be rejected.
Pay Structure. A. Salaried employees who work ten (10) months or fewer in a fiscal year (July 1 -- June 30) shall have the option of receiving equal salary payments every 2-weeks over twelve months (26 paydays) or ten months (20 paydays). If employees wish to change the option, they must notify the payroll department by August 15. Overtime pay will be included on the next available pay period following hours worked. B. Salaried Employees who work ten (10) months or fewer in a fiscal year (July 1 -- June 30) shall have the option of receiving equal payments every 2-weeks over twelve months (26 paydays) or ten months (20 paydays).
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