Regional Compensation Sample Clauses

Regional Compensation. In the event the State implements regional compensation for employees whose primary reporting location is in Kittitas County, or another county in which the University has employee primary reporting locations, to compensate for local cost-of-living factors, the University will provide regional pay to its employees on the same basis and in the same amount provided by the State.
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Regional Compensation. To compensate for local cost-of-living factors, the University will provide regional pay to its employees as follows: A. All employees whose primary reporting location is in Whatcom County or Skagit County will receive two percent (2%) premium pay calculated from their base salary; provided that in the event the State implements regional compensation for employees whose primary reporting location is in Whatcom or Skagit County that exceeds two percent (2%), the University will increase its premium pay to the amount provided by the State. B. In the event the State implements regional compensation for employees whose primary reporting location is in a county other than Whatcom or Skagit Counties in which the University has employee primary reporting locations, the University will provide regional pay to its employees on the same basis and in the same amount provided by the State.
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Regional Compensation. In the event the State implements regional compensation for employees whose primary reporting location is in Whatcom County, or another county in which the University has employee primary reporting locations, to compensate for local cost-of-living factors, the University will provide regional pay to its employees on the same basis and in the same amount provided by the State. Primary reporting location for purposes of this paragraph is a University facility, not a location where an employee may be permitted to work remotely. See “Health Benefits Agreement” by and between the State of Washington and the Coalition of Unions in Appendix C.
Sample 1
Regional Compensation. TeleCorp shall pay Entel a fixed price of [***] (the "Total Fee") for Microwave Services for the TeleCorp Regions, on a per region basis, as set forth in the following table: ------------------------------------------------------------------------------------------------------------------------- Services [***] [***] [***] Total -------------------------------------------------------------------------------------------------------------------------- Spectrum Sharing, Drive Test Frequency, and Prior $[***] $[***] $[***] $[***] Coordination Notice Fees -------------------------------------------------------------------------------------------------------------------------- Negotiations and $[***] $[***] $[***] $[***] Relocation Program Management Fee -------------------------------------------------------------------------------------------------------------------------- Total Fee per Region and Total Fee for All $[***] $[***] $[***] $[***] TeleCorp Regions --------------------------------------------------------------------------------------------------------------------------
Sample 1
Regional Compensation. To compensate for local cost-of-living factors, the University will provide regional pay to its employees as follows: All employees whose primary reporting location is in Whatcom County or Skagit County will receive two percent (2%) premium pay calculated from their base salary; provided that in the event the State implements regional compensation for employees whose primary reporting location is in Whatcom or Skagit County that exceeds two percent (2%), the University will increase its premium pay to the amount provided by the State. In the event the State implements regional compensation for employees whose primary reporting location is in a county other than Whatcom or Skagit Counties, the University will provide regional pay to its employees on the same basis and in the same amount provided by the State. Primary reporting location for purposes of this paragraph is a University facility, not a location where an employee may be permitted to work remotely. The University will support the establishment of a new Career Enhancement/Growth program. The program will recognize employees whose development of skills, increased productivity, or assumption of higher-level duties results in increased value to the department, service enhancements, or efficiencies for the department in which the employee works. Each of the two (2) available CEGP steps will be attained solely through the Career Enhancement/Growth program and will not be based on length of service. Employees in every classification covered by this Agreement will be eligible for the program. Employees are eligible to receive a Career Enhancement/Growth step any time after they have been at the last automatic step in their pay range for a minimum of one (1) year. Employees are eligible for the subsequent and final Career Enhancement/Growth step beginning one (1) year after receiving the previous step. There will be no minimum or maximum number of employees who may receive Career Enhancement/Growth steps. There will be no minimum or maximum amount of money the University will spend on the Career Enhancement/Growth program. Decisions about Career Enhancement/Growth steps shall be made within sixty (60) days of the submission of the CEGP application to HR. Either employees or managers may initiate the CEGP application process by submitting a completed CEGP application to HR. HR will track CEGP applications, grants, and denials including at a minimum the job class, department, employee id, the decision to gra...
Sample 1

Related to Regional Compensation

  • PROFESSIONAL COMPENSATION A. The salaries and supplemental Schedule B stipends of teacher covered by this Agreement are set forth in Schedules "A" and "B" which are attached to and incorporated in this Agreement. B. Outside teaching experience in schools of approved standing may be granted at full credit. This provision shall not be retroactive prior to the date of this contract. C. Salary adjustments for advanced training will be made twice each year at the beginning of each semester (pro-rated for second semester) for training completed prior to either date at a state accredited college or university. It shall be the responsibility of the teacher to notify the personnel office within thirty (30) days of the completion of the necessary work and/or confirmation of the degree. D. When normal daily load of any teacher is expanded through assignment of extra students or by changing teacher’s assignment for the day to provide for lack of substitutes, or to provide intervention services via an independent program, said teacher shall be paid $25.00 per class in the Senior High and Middle School. When pupils in any elementary class are divided among several teachers, said teachers shall be paid at a total rate per day not to exceed substitute pay plus $5.00 and to be divided among teachers involved. When any senior high or Middle School teacher forgoes his/her preparation period on an ongoing basis to take a teaching assignment, other than as a substitute for a teacher absent from their classroom, or to provide intervention services via an independent program, said teacher shall be paid one-sixth of their daily rate for the Middle School and 1/5 for the High School per lost preparation period. All available qualified teachers shall have the opportunity to voluntarily apply for such an assignment. E. Teachers shall be paid their regular salaries (not to include Schedule B duties) according to one of the following schedules with each staff member having the option of choosing one of these schedules which shall be indicated no later than the first week of school. 1. Payment of twenty-six (26) or twenty-one (21) equal installments with deductions and withholdings as indicated by the salary schedule. 2. Those staff members who elect the twenty-six (26) payment schedule may select one of two options: a. A lump sum, "balloon" payment representing six (6) equal installments on the last pay date of the school year; b. Continue to receive a paycheck every two weeks throughout the summer until the 26th pay is reached. F. When paydays fall on or during a vacation period, checks shall be issued on the last school day prior to said vacation period except where cash flow will not permit as determined by the Board. Such checks will be cashable on the date issued and shall be reported as income in accordance with I.R.S. tax codes. G. Any teacher employed outside the school calendar year shall be compensated as described in section E.

  • Additional Compensation Notwithstanding anything in this Memorandum of Understanding to the contrary when in the judgment of the Board, it becomes necessary or desirable to utilize the services of County employees in capacities other than those for which they are regularly employed, the Board may authorize and, if appropriate, fix an additional rate of compensation for such employees.

  • Compensation for Overtime Assigned overtime is designated as those hours over the regular hours of work which are requested of the employee by management. Assigned overtime worked shall be paid at the rate of time and one-half (1 1/2).

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