Rate Progression Sample Clauses

Rate Progression. Pay intervals and increases for supervisory employees shall be determined by the schedule of automatic and merit increases applied to the salary range established for each of said positions as set forth in the following manner: Step “A” is the entrance pay step. For the first six (6) months after appointment the employee shall receive the rate of pay prescribed for Step “A”. Step “B” is the second step in the pay range. After completion of the first six (6) months of service, the employee may receive the rate of pay prescribed for Step “B”. This pay increase is not automatic upon completion of service herein provided but is granted only on the recommendation of the department head and the approval of Director of Human Resources. Step “C” is the third step of the pay range. After completion of the first (1st) year of service, the employee shall receive the rate of pay prescribed in Step “C”. This pay increase is automatic upon completion of service herein provided. Step “D” is the fourth step in the pay range. After completion of the second (2nd) year of service, the employee may receive the rate of pay prescribed in Step “D”. Step “E” is the fifth step in the pay range. After completion of the third (3rd) year of service, the employee may receive the rate of pay prescribed for Step “E”.
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Rate Progression a. Pay intervals and increases shall be determined by the schedule of automatic and merit increases applied to the salary range established for each of said positions as set forth in the following manner: Step "A" is the entrance pay step. For the first six months after appointment, the employee shall receive the rate of pay prescribed for Step "A". Step "B" is the second step in the pay range. After completion of the first six months of service, the employee shall receive the rate of pay prescribed for Step "B". Step "C" is the third step in the pay range. After completion of the first year of service, the employee shall receive the rate of pay prescribed for Step "C". Step "D" is the fourth step in the pay range. After completion of the second year of service, the employee shall receive the rate of pay prescribed in Step "D". Step "E" is the fifth step in the pay range. After completion of the third year of service, the employee shall receive the rate of pay prescribed for Step "E".
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Rate Progression. A. All CSXT Engineers on the effective date of this Agreement will be increased to one hundred percent (100%) of the daily rate of pay. Those in training school will advance to one hundred percent (100%) upon certification as a locomotive Engineer. Employees who become Engineers subsequent to the effective date of this Agreement will be placed in rate progression.
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Rate Progression. Student Mechanics entering service on and after the effective date of this Agreement the rates of pay of Student Mechanics will be as follows:
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Rate Progression. Q-1: What rate of pay is applicable to employees who are promoted to conductor (xxxxxxx) and/or engineer but are working as brakemen (helpers) and/or xxxxxxx?
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Rate Progression. The minimum starting rate for each employee shall be seventy percent of the assigned the rate of which appears in the job classification and wage scale. Rates of pay for each new employee will progress as follows: After days worked in the bargaining unit from to a further six calendar months to After a further six calendar months to The starting rate for classification of electrician, millwright, motor mechanic, maintenance mechanic without Ontario license shall be the job rate. JOB CLASSIFICATION RATE SCHEDULES The wage scale for the various job classifications throughout the plant shall be as shown in the Wage Schedule of this Agreement as Appendix “A”.
Sample 1
Rate Progression. The minimum starting rate for each employee shall be seventy (70%) percent of the assigned classification, the rate appears in thejob classification and wage scale. Rates of pay for each new employee will progress as follows: After days worked in the bargainingunit from to After a further six (6) calendar months worked from to After a further six (6) calendar months worked from to The starting rate for the classification of electrician, millwright, motor mechanic, maintenance mechanic without Ontario license shall be the job rate. JOB CLASSIFICATION RATE SCHEDULES The wage scale for the various job classifications throughout the plant shall be as shown in the Wage Schedule of this Agreement as Appendix "A".
Sample 1
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Related to Rate Progression

  • Progression For progression for all classifications under this agreement, refer to Schedules A to D.

  • Fixed Kilowatt Rate Product If Clearview Energy would like to propose a change to a fixed kilowatt rate product, you will be notified by the process described in Change of Terms. Fixed price products may change due to new or modified federal, state or local laws; or regulatory actions that impose new or modified fees. 2b. Month-to-month Variable Kilowatt Rate Product – Month-to-month variable kilowatt rate products are subject to change without notice at Clearview Energy’s discretion outside of any applicable promotion. If applicable, the Monthly Base Charge may also fluctuate outside of any applicable promotion. All pricing can be viewed at xxx.XxxxxxxxxXxxxxx.xxx.

  • Wage Progression (a) Employees within their position classification will progress from the "start rate" to the "one year rate" and so on, on the basis of eighteen hundred (1800) hours paid by the Employer at the "start rate" to the "one year rate" and so on. Hours for which the employee receives WSIB as a result of a work related injury while in the employ of the Employer shall be considered hours paid for the purposes of computing eligibility to progress to the next higher rate within their position classification.

  • Fixed Kilowatt-Hour Rate Product If Clearview Energy would like to propose a change to a fixed kilowatt-hour rate product, you will be notified by the process described in Change of Terms. Fixed price products may change due to new or modified federal, state or local laws; or regulatory actions that impose new or modified fees. 2b. Month-to-month Variable Kilowatt-Hour Rate Product – Month-to-month variable kilowatt-hour rate products are subject to change without notice at Clearview Energy’s discretion outside of any applicable promotion. If applicable, the Monthly Base Charge may also fluctuate outside of any applicable promotion. After the first month, the price may vary based on a number of factors, including market supply prices, energy capacity prices, settlement costs and other market- related factors, as determined at our discretion, plus estimated total state taxes, fees, charges or other assessments, along with our costs, expenses and profit margins. There is no limit on how much the price may change from one billing cycle to the next. The price can change each billing period. The Customer will not know the price until receiving the bill. A customer may obtain the previous 24 months’ average monthly billed price for the customer’s rate class and service territory at 1.800.746.4702 and xxx.xxxxxxxxxxxxxxx.xxx. Historical pricing is not indicative of present or future pricing. All pricing can be viewed at xxx.XxxxxxxxxXxxxxx.xxx.

  • Incremental Progression Three (3) Year Trained Teacher - Professional Development

  • Performance Framework Service Agreements are a central component of the NSW Health Performance Framework, which documents how the Ministry monitors and assesses the performance of public sector health services to achieve expected service levels, financial performance, governance and other requirements. The performance of a health service is assessed on whether the organisation is meeting the strategic objectives for NSW Health and government, the Premier’s Priorities and performance against key performance indicators. The availability and implementation of governance structures and processes, and whether there has been a significant critical incident or sentinel event also influences the assessment. The Framework sets out responses to performance concerns and management processes that support the achievement of outcomes in accordance with NSW Health and government policies and priorities. Performance concerns will be raised with the Organisation for focused discussion at performance review meetings in line with the NSW Health Performance Framework available at: xxxx://xxx.xxxxxx.xxx.xxx.xx/Xxxxxxxxxxx/Xxxxx/xxxxxxxxxx.xxxx Legislation, governance and performance framework 2021–22 Service Agreement 6

  • CLASS SIZE/STAFFING LEVELS The board will make every effort to limit FDK/Grade 1 split grades where feasible. APPENDIX A – RETIREMENT GRATUITIES

  • Preceptor Differential The Hospital shall pay a differential of $1.50 per hour to a nurse who is designated by nursing management to serve as a preceptor to provide on-the-job training to newly hired nurses. One differential will be paid per shift per orientee to the primary preceptor for all hours served as the primary preceptor for that shift. Preceptor will only be paid while the newly hired nurse is in a one-to-one status. Preceptor is a voluntary assignment and the nurse has the option to refuse the preceptor assignment.

  • Salary Schedule Progression Employees shall progress from step to step in salary grade on the basis of satisfactory job performance based upon established standards of performance. Seasonal employee's initial anniversary date shall be established after being in pay status for two thousand eighty (2,080) hours. Such date shall then be used for annual performance evaluation and step progression consideration. When an employee's anniversary date falls on any day from the first day of a pay week through Wednesday of the pay week, the employee's merit increase shall be effective as of the first day of the pay week within which the anniversary date falls. Otherwise, the merit increase shall be effective on the first day of the next pay week. Grievances arising from the denial of merit increases shall not be arbitrable under this Agreement but shall be processed as follows:

  • Salary Progression 1. For the purposes of determining annual progression from one step to the next, each teacher’s performance will be assessed annually against the appropriate professional standards.

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