Recruitment and Retention. Avenal, Ironwood, Calipatria, and Chuckawalla Valley Prisons
A. Effective July 1, 1998, employees who are employed at Avenal, Ironwood, Calipatria, or Chuckawalla Valley State Prisons, Department of Corrections, for twelve (12) consecutive qualifying pay periods, shall be eligible for a recruitment and retention bonus of $2,400, payable thirty (30) days following the completion of every twelve (12) consecutive qualifying pay periods.
B. If an employee voluntarily terminates, transfers, or is discharged prior to completing twelve (12) consecutive pay periods at Avenal, Ironwood, Calipatria, or Chuckawalla Valley State Prisons, there will be no pro rata payment for those months at either facility.
C. If the department mandatorily transfers an employee, he/she shall be eligible for a pro rata share for those months served.
D. If an employee promotes to a different facility or department other than Avenal, Ironwood, Calipatria, or Chuckawalla Valley State Prisons prior to completion of the twelve (12) consecutive qualifying pay periods, there shall be no pro rata of this recruitment and retention bonus. After completing the twelve (12) consecutive qualifying pay periods, an employee who promotes within the department will be entitled to a pro rata share of the existing retention bonus.
E. Part-time and intermittent employees shall receive a pro rata share of the annual recruitment and retention differential based on the total number of hours worked excluding overtime during the twelve (12) consecutive qualifying pay periods.
F. Annual recruitment and retention payments shall not be considered as compensation for purposes of retirement contributions.
G. Employees on IDL shall continue to receive this stipend.
H. If an employee is granted a leave of absence, the employee will not accrue time towards the twelve (12) qualifying pay periods, but the employee shall not be required to start the calculation of the twelve (12) qualifying pay periods all over. For example, if an employee has worked four (4) months at a qualifying institution and then takes six (6) months' maternity leave the employee will have only eight (8) additional qualifying pay periods before receiving the initial payment of $2,400.
I. It is understood by the Union that the decision to implement or not implement annual recruitment and retention payments or to withdraw authorization for such payments, and the amount of such payments rests solely with the State and that decision is not grievable or ...
Recruitment and Retention. The District and the Association will work on proposals to address school safety for students and educators and creative options to attract and retain teachers. The District and the association recognize that the ever-increasing demands and expectations faced by educators impacts recruitment and retention. Through the liaison process, the District and the Association will collaborate on ways to ensure that workloads support a healthy work - life balance.
Recruitment and Retention. Both parties acknowledge that new graduates in the Nursing field are facing difficulty entering the employment market. Accordingly, it is agreed that NSNU and Employer representatives will meet to discuss the impact of retention initiatives, hiring policies and operational changes on the ability to accommodate new entrants to Nova Scotia’s Healthcare system
Recruitment and Retention. 3.1.1. The parties note the Public Service Pay Commission stated in their Report, at Paragraph 6.35, that ‘consideration could be given to commissioning a more comprehensive examination of underlying difficulties in recruitment and retention in those sectors and employment streams where difficulties are clearly evident.’
3.1.2. Accordingly, the parties agree that: The parties to this Agreement will have the opportunity to make submissions to the Commission on this matter. The Commission will conduct a comprehensive examination and analysis of the particular issues in question, commissioning external expertise as required, and taking into account the full range of causal factors in each case. The Commission will be asked to generate options for resolving the issues identified. In this regard the Commission will develop specific methodological and analytical criteria to support it in carrying out this exercise. The Commission will be asked to complete this exercise by end-2018. The Commission will advise the relevant parties on the outcome of its assessment, which will then be the subject of discussion between the relevant parties. It is accepted by the parties that the output from this exercise will not give rise to any cross-sectoral relativity claims. The implementation of any proposals that may arise on foot of the Commission’s report will fall to be considered by the parties.
Recruitment and Retention. A. Upon approval by the California Department of Human Resources (CalHR), departments may provide Unit 18 employees a recruitment and retention differential for specific positions, classifications, facilities or geographic locations.
B. A department will provide CAPT notice of the recruitment and retention differential upon approval by the CalHR and Department of Finance. Upon request of CAPT, the department will meet and discuss on the impact.
C. Less than full-time permanent employees shall receive the recruitment and retention differential on a pro rata basis.
D. Permanent intermittent employees shall receive a pro-rated recruitment and retention differential based on the hours worked in the pay period.
E. Recruitment and retention payments shall not alter any classification's pay schedule nor will they be considered as compensation for purposes of retirement contributions. The employee will pay usual and customary withholdings.
F. The department may withdraw any recruitment and retention differential for specific positions, classifications, facilities or geographic locations for new hires when it is no longer needed with a 30-day notice to CAPT.
G. It is understood by CAPT that the decision to implement or not implement recruitment and retention payments or to withdraw authorization for such payments or differentials, and the amount of such payments or differentials rests solely with the State and that such decision is not grievable or arbitrable.
H. Recruitment and retention differentials currently being paid are listed as Appendix B to this agreement.
Recruitment and Retention. A. Upon approval by the Department of Personnel Administration, departments may provide Unit 20 employees a recruitment and retention differential for specific position, classifications, facilities or geographic locations.
B. Less than full-time permanent employees shall receive the recruitment and retention differential on a pro rata basis.
C. Permanent intermittents shall receive a pro rated recruitment and retention differential based on the hours worked in the pay period.
D. Recruitment and retention payments shall not be considered as compensation for purposes of retirement contributions.
E. The department may withdraw any recruitment and retention differential for specific postion(s), classifications, facilities or geographic locations for new hires with a 30-day notice to CSEA.
F. It is understood by CSEA that the decision to implement or not implement recruitment and retention payments or to withdraw authorization for such payments or differentials, and the amount of such payments or differentials, rests solely with the State and that such decision is not grievable or arbitrable.
Recruitment and Retention. An Appointing Authority may request to the Chief Human Resource Officer to adjust an employee’s base salary up to Step L within the salary range to address issues that are related to recruitment, retention or other business related reasons, such as equity, alignment, or competitive market conditions.
Recruitment and Retention. Mobility of Employees in the Child Welfare Sector The parties to this agreement recognize the value of retaining experienced employees. In order to provide mobility and enhanced service-based rights for employees who may wish to relocate from one agency to another, the following measures are to be enacted:
(a) All bargaining unit vacancies that occur at a participating Employer, where the Employer has exhausted their normal internal posting and recruitment processes, shall be included in the job postings on the OACAS website.
(b) Employees hired from one agency into another will be required to complete a full probation period as per the collective agreement of the hiring Employer.
(c) Where an applicant from a participating Employer is successful in a job competition at another participating Employer, upon moving to the new Employer service-based entitlements for wages and vacation at the new Employer shall be based on the length of his/her most recent period of continuous service. The foregoing does not apply to seniority-based entitlements.
Recruitment and Retention. If the County determines, during the term of this Agreement, that it is experiencing recruitment/retention problems for a specific class or classes, the County will ask the Association for concurrence to amend this Agreement to increase salaries and/or to apply other recruitment/retention incentives, as appropriate, for the specific class or classes.
Recruitment and Retention. The Parties agree to negotiate over the implementation of a compensation model designed to enhance the Agency’s ability to recruit and retain quality employees by way of additional compensation for performance-based progression within the employee’s job classification series.
