Physical Ability Incentive Pay Sample Clauses

Physical Ability Incentive Pay. Effective January 1, 2016 Employees shall be eligible to demonstrate physical ability and receive an incentive as follows: Annually, the Criminal Justice Training Commission (CJTC) (or other mutually agreed to third party) shall administer the CJTC standard Physical Abilities Test (XXX) to employee participants. Those employees who pass at the minimum fitness standards established by the CJTC shall qualify for a one percent (1%) premium above the employee’s base rate of pay for the following year.
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Physical Ability Incentive Pay. Effective upon ratification by Local 763 and approval by the Port Commission, Commanders shall be eligible to demonstrate physical ability and receive an incentive as follows: Annually, the Criminal Justice Training Commission (CJTC), or other mutually agreed to third party, shall administer the CJTC standard Physical Abilities Test (PAT) to bargaining unit participants. Those Commanders who pass at the minimum fitness standards established by the CJTC shall qualify for a one percent (1%) premium above the Commanders base rate of pay for the following year. APPENDIX B
Physical Ability Incentive Pay. Effective upon ratification by Local 763 and approval by the Port Commission, Commanders shall be eligible to demonstrate physical ability and receive an incentive as follows: Annually, the Criminal Justice Training Commission (CJTC), or other mutually agreed to third party, shall administer the CJTC standard Physical Abilities Test (PAT) to bargaining unit participants. Those Commanders who pass at the minimum fitness standards established by the CJTC shall qualify for a one percent (1 %) premium above the Commanders base rate of pay for the following year. Body Worn Cameras (BWC) The parties agree to meet as soon as practicable to discuss Body Worn Cameras. BWC may be implemented on or after June 1, 2023, unless an earlier agreement is reached. If necessary, parties will continue bargaining effects in an expedited manner. Port of Seattle / Teamsters Local 763 Police Commanders January 1, 2022 - December 31 , 2024 Page 30 MEMORANDUM OF UNDERSTANDING By and between PORT OF SEATTLE And TEAMSTERS LOCAL UNION NO. 763 Affiliated with the International Brotherhood of Teamsters Representing Police Commanders Re: Port of Seattle COVID-1 9 Vaccination Policy Impacts Bargaining The following Memorandum of Understanding ("MOU") is entered between the Port of Seattle ("Port") and the Teamsters Local Union No. 763 regarding the Port of Seattle's COVID-19 Vaccination Policy as it applies Police Commanders. This MOU is intended to resolve bargaining over impacts of the Port's COVID-19 Vaccination Policy (HR-34) only.

Related to Physical Ability Incentive Pay

  • Education Incentive Pay An employee shall be entitled to receive educational incentive pay as follows:

  • Requiring Minimum Compensation for Covered Employees a. Contractor agrees to comply fully with and be bound by all of the provisions of the Minimum Compensation Ordinance (MCO), as set forth in San Francisco Administrative Code Chapter 12P (Chapter 12P), including the remedies provided, and implementing guidelines and rules. The provisions of Sections 12P.5 and 12P.5.1 of Chapter 12P are incorporated herein by reference and made a part of this Agreement as though fully set forth. The text of the MCO is available on the web at xxx.xxxxx.xxx/xxxx/xxx. A partial listing of some of Contractor's obligations under the MCO is set forth in this Section. Contractor is required to comply with all the provisions of the MCO, irrespective of the listing of obligations in this Section.

  • Final Compensation Final Compensation for an employee, who is employed by the State for the first time and becomes a member of CalPERS prior to January 15, 2011, is based on the highest average monthly pay rate during twelve (12) consecutive months of employment. Final Compensation for an employee, who is employed by the State for the first time and becomes a member of CalPERS on or after January 15, 2011, is based on the highest average monthly pay rate during thirty-six (36) consecutive months of employment.

  • Incentive Pay (1) For any calendar year: in which twenty-five percent (25%) of the number of members employed as of January 1 of each year are rated as either Level II or Level III in every phase of the PFT then

  • Productivity Incentive In addition to the Minimum Milk Price, you will be paid a Productivity Incentive based on the total number of milk solids in your milk that you supply to DFMC each Month during the Term that complies with the Quality Standards. The Productivity Incentive will be paid at the rates set out in Item 5 of the Details.

  • Reporting of Total Compensation of Subrecipient Executives I. Applicability and what to report. Unless you are exempt as provided in paragraph [4.]of this award term, for each first-tier subrecipient under this award, you shall report the names and total compensation of each of the subrecipient's five most highly compensated executives for the subrecipient's preceding completed fiscal year, if—

  • Workplace Safety Insurance Benefits (WSIB) Top Up Benefits If the employee is in a class of employees that, on August 31, 2012, was entitled to use unused sick leave credits for the purpose of topping up benefits received under the Workplace Safety and Insurance Act, 1997;

  • Basic Compensation (a) SALARY. Executive will be paid an annual base salary of $115,000.00, subject to adjustment as provided below (the "Salary"), which will be payable in equal periodic installments according to Employer's customary payroll practices, but no less frequently than monthly. The Salary will be reviewed by the Board of Directors not less frequently than annually, and shall be increased on each anniversary of the Effective Date during the term hereof by an amount equal to not less than ten percent (10%) of the prior year's base salary.

  • Employer Compensation Upon Separation An Employee, upon her separation from employment, shall compensate the Employer for vacation which was taken but to which she was not entitled.

  • Director Compensation Petitioner shall not compensate members of the Charter School’s Governing Board in excess of reasonable expenses incurred in connection with actual attendance at board meetings or with performance of duties associated therewith.

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