Promotions – General Sample Clauses

Promotions – General. 11.3.1 An employee who is promoted shall be placed at any rate within the designated salary range (or equivalent hourly rate) which provides a minimum ten percent (10%) base increase. With the approval of the Human Resources Director, an employee who is promoted to a classification that is assigned field responsibilities shall be placed at a rate in the range which provides a minimum fifteen percent (15%) base pay increase. In no case may the increase cause the employee’s salary to exceed the Control Point. A new merit review date shall be established in accordance with ARTICLE 8 – SALARY ADMINISTRATION.
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Promotions – General. From time to time, the Carrier may provide promotional offerings to introduce a current or potential Subscriber to a service not being used by the subscriber. These offerings may be limited to certain dates, times or locations and may waive or reduce recurring or non-recurring charges.
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Promotions – General. 19.5.1 An employee promoted to a classification assigned to a salary range shall be placed at any rate within the designated salary range which provides a minimum ten percent (10%) base rate of pay increase. With the approval of the Human Resources Director, an employee who is promoted to a classification that is assigned field responsibilities shall be placed at a rate in the range which provides a minimum fifteen percent (15%) pay increase. In no case may the increase cause the employee’s salary to exceed the Control Point Maximum Point. A new merit review date shall be established in accordance with ARTICLE 16 – SALARY ADMINISTRATION. 19.5.1.1 Under special circumstances, a new pay rate may be calculated using other forms of pay recommended by the Human Resources Director and approved by the City Manager. 19.5.2 The City Manager may, at his/her their discretion, provide additional vacation accrual or vacation balance in accordance with the provisions of ARTICLE 28 – VACATION to a promoted employee. 19.5.3 The Human Resources Director may recommend pay adjustments or other remedies to correct pay inequities arising out of the application of these promotional policies where pay rates are not internally equitable. All recommendations shall require the approval of the City Manager.
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Promotions – General. 19.5.1 An employee promoted to a classification assigned to a salary range shall be placed at any rate within the designated salary range which provides a minimum ten percent (10%) increase. With the approval of the Human Resources Director, an employee who is promoted to a classification that is assigned field responsibilities shall be placed at a rate in the range which provides a minimum fifteen percent (15%) pay increase. In no case may the increase cause the employee’s salary to exceed the Control Point. A new merit review date shall be established in accordance with ARTICLE 16 – SALARY ADMINISTRATION. 19.5.1.1 Under special circumstances, a new pay rate may be calculated using other forms of pay recommended by the Human Resources Director and approved by the City Manager. 19.5.2 The City Manager may, at his/her discretion, provide additional vacation accrual or vacation balance in accordance with the provisions of ARTICLE 28 – VACATION to a promoted employee. 19.5.3 The Human Resources Director may recommend pay adjustments or other remedies to correct pay inequities arising out of the application of these promotional policies where pay rates are not internally equitable. All recommendations shall require the approval of the City Manager.
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Promotions – General. 19.5.1 An employee promoted to a classification assigned to a salary step schedule shall be placed in the step of the higher salary schedule that will provide a pay increase of not less than four percent (4%) of base pay, except when the top step of the higher salary schedule provides a pay increase of less than four percent (4%). When the lowest step of the higher salary schedule is more than four percent (4%) higher than the employee’s base pay, the new rate of pay shall be the lowest step of the higher salary schedule. The employee shall be given a new merit review date for purposes of merit pay increases. 19.5.2 An employee promoted to a classification assigned to a salary range shall be placed at any rate within the designated salary range which provides a minimum ten percent (10%) base rate of pay increase. An employee promoted to a management classification to which the employee was being temporarily upgraded immediately preceding the promotion in accordance with ARTICLE 18.6 - Temporary Upgrade shall be placed at any rate within the designated management salary range which provides a fifteen percent (15%) increase based on the employee’s regular rate of pay excluding the temporary upgrade pay. In no case may the increase cause the employee’s salary to exceed the Control Point Maximum Point. A new merit review date shall be established in accordance with ARTICLE 16 – SALARY ADMINISTRATION. Under special circumstances, a new pay rate may be calculated using other forms of pay recommended by the Human Resources Director and approved by the City Manager. 19.5.3 The City Manager may, at his/her their discretion, provide additional vacation accrual or vacation balance in accordance with the provisions of ARTICLE 28 – VACATION to a promoted employee. 19.5.4 The Human Resources Director may recommend pay adjustments or other remedies to correct pay inequities arising out of the application of these promotional policies where pay rates are not internally equitable. All recommendations shall require the approval of the City Manager.
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Promotions – General. The employee’s eligibility to be promoted to a higher rank will be evaluated by the Employer, based upon the content of the employee’s performance reviews and capability to perform the duties of an Officer.
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Related to Promotions – General

  • PROMOTIONS AND STAFF CHANGES 11.01 Job Postings a) When a vacancy occurs or a new position is created for a regular position which the Employer has decided to fill it shall be posted on all bulletin boards for five (5) working days and filled within forty (40) working days of the posting closing. Positions may be advertised in the media only after the Employer has determined an internal applicant is not the successful applicant. Where the Employer decides not to fill a vacant position, the Employer will provide an explanation to the Union if so requested. b) The Employer, on a temporary basis, may fill a posted position during the posting and selection period. c) For temporary positions of up to forty-two (42) days, a posting is not required. Positions of longer than forty-two (42) days (seventy-eight (78) days only in the case of temporary aquatic program positions) shall be posted except where the vacancy is created by the absence of an Employee due to vacation. d) If a temporary position is made into a regular position, the new regular position shall be posted at least 14 days prior to the end of the temporary position. (i) A posting shall include the following information: Nature of position, qualifications, skills, required knowledge and education, current shift hours and days, number of hours of work per week, and wage rate. (ii) Such qualifications may not be established in an arbitrary or discriminatory manner, and shall reflect the contents of the Job Description. 11.02 Role of Seniority in Appointments, Promotions, Demotions and Transfers a) Both parties recognize the principle of promotion within the service of the Employer in the bargaining unit (i) For classifications required by their job description to supervise other employees in the bargaining unit listed in XXX#4, appointments, promotions, demotions, and transfers shall be based on the ability, knowledge, qualifications and seniority of the Regular Employees considered. Where the ability, qualifications and knowledge of the applicants are relatively equal, the senior applicant will be the successful candidate. (ii) For all other classifications, where the ability, qualifications and knowledge are sufficient to perform the functions of the posted position, the senior applicant shall be appointed. c) If the position is not filled by a Regular Employee in (i) or (ii) above, the ability and qualifications of Casual, Temporary and Seasonal Employees shall be considered, and if relatively equal, the senior applicant as determined in Article 10.05 shall be appointed. d) If the position is not filled by an Employee in b (i), (ii), or c) above, all other applicants shall be considered.

  • Promotions A. A promotion is defined as moving from any teaching position to one listed on the administrative and supervisory responsibility scale. B. All vacancies in promotional positions shall be filled on the following basis: 1. Whenever a vacancy arises or is anticipated, the Superintendent shall cause a notice to be posted in each school setting forth a description of and the qualifications for the position, including duties and salary range. Promotional vacancies shall be advertised throughout the year, including summer months, on the FCPS web site. In addition, the Superintendent will post a list of such vacancies in each school, with a copy of said notice being transmitted to the Association. 2. Unless there are extenuating circumstances, such notices shall be posted fifteen (15) days prior to the filing date when applications must be submitted. If notification is less than fifteen (15) days, the Association shall be notified. 3. Teachers who decide to apply for such vacancies shall submit their applications in writing to the Superintendent or authorized representative. The time limit specified in the notice shall be adhered to unless there are extenuating circumstances. 4. When a vacancy occurs, a promotion committee may be appointed by the Superintendent consisting of five (5) professional educators who are familiar with the duties and responsibilities associated with the position to be filled. Two (2) members of the committee may be classroom teachers. The committee shall have advisory status and shall recommend to the Superintendent one (1) or more candidates. 5. Vacancies shall be filled on the basis of experience, competency and other qualifications of the applicant. Ordinarily, preference shall be given to present teachers. Inquiries may be directed to other school systems when it is deemed advisable in the best interest of the Xxxxxxxxx County school system. The successful applicant shall meet the certification requirements established by the state board of education for the position, or shall fulfill such requirements within one (1) year. 6. The availability of leadership positions in other counties shall be made known in the same manner as set forth in paragraph 1 whenever possible. C. No teachers shall be denied the opportunity to apply for selection to participate in seminars or workshops sponsored by the Board for potential administrators and supervisors.

  • Promotion of Agreement It is agreed that Vendor will encourage all eligible entities to purchase from the TIPS Program. Encouraging entities to purchase directly from the Vendor and not through TIPS Agreement is a violation of the terms and conditions of this Agreement and will result in removal of the Vendor from the TIPS Program.

  • Promotion A promotion shall mean the transfer of an employee to a higher level position of more responsibility as well as salary.

  • Sales Promotions In addition to decreasing prices for the balance of the Contract term due to a change in market conditions, the Contractor may conduct sales promotions involving price reductions for a specified lesser period. The Contractor must submit documentation identifying the proposed: (1) starting and ending dates of the promotion, (2) commodities or contractual services involved, and (3) promotional prices compared to then-authorized prices.

  • Office Visits (other than Preventive Care Services) This plan covers office and clinic visits to diagnose or treat a sickness or injury. Office visit copayments differ depending on the type of provider you see. This plan covers physician visits in your home if you have an injury or illness that: • confines you to your home; or • requires special transportation; and • because of this injury or illness, you are physically unable to travel to the provider’s

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