Retention Differential Sample Clauses

Retention Differential. At the end of the summer of 2011 and 2012, employees shall be paid a retention differential based on the following formula: Years of 354 hrs/yr 530 hrs/yr 732 hrs/yr 924 hrs/yr 1116 hrs/yr Service (8 hrs/wk) (12 hrs/wk) (16 hrs/wk) (20 hrs/wk) (24 hrs/wk 15 or more 14 hrs of 21 hrs of 28 hrs of 40 hrs of 48 hrs of years pay pay pay pay pay 10 to 15 11 hrs of 17 hrs of 23 hrs of 34 hrs of 41 hrs of years pay pay pay pay pay 7 to 10 8 hrs of 14 hrs of 18 hrs of 27 hrs of 32 hrs of years pay pay pay pay pay 5 to 7 6 hrs of 10 hrs of 14 hrs of 20 hrs of 24 hrs of years pay pay pay pay pay 3 to 5 3 hours of 5 hrs of 6 hrs of 9 hrs of 11 hrs of years pay pay pay pay pay The foregoing table applies to Colleges where the academic year consists of forty-eight
Sample 1
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Retention Differential. Effective July 1, 2011, the Retention Differential pay shall be eliminated and shall be added to the base pay rates on the wage scale in Article XI, Section 1 of this Agreement. At the end of the summer of 2011, employees shall be paid a retention differential based on the following formula: Years of Service 354 hrs/yr (8 hrs/wk) 540 Hrs/Yr (12 Hrs/Wk) 732 Hrs/Yr (16 Hrs/Wk) 924 Hrs/Yr (20 Hrs/Wk) 1116 Hrs/Yr (24 Hrs/Wk) 1395 Hrs/Yr (30 Hrs/Wk) 13 + Years 14 Hours of Pay 24 Hours of Pay 32 Hours of Pay 41 Hours of Pay 54 Hours of Pay 60 Hours of Pay 10 to 13 Years 11 Hours of Pay 20 Hours of Pay 26 Hours of Pay 33 Hours of Pay 39 Hours of Pay 46 Hours of Pay 7 to 10 Years 8 Hours of Pay 16 Hours of Pay 21 Hours of Pay 26 Hours of Pay 31 Hours of Pay 36 Hours of Pay 5 to 7 Years 6 Hours of Pay 11 Hours of Pay 15 Hours of Pay 19 Hours of Pay 23 Hours of Pay 26 Hours of Pay 3 to 5 Years 3 Hours of Pay 5 Hours of Pay 6 Hours of Pay 9 Hours of Pay 10 Hours of Pay 11 Hours of Pay The foregoing table applies to Colleges where the academic year consists of forty-eight
Sample 1
Retention Differential. Effective July 1, 2014, the classifications of Human Services Division Manager Range (B) assigned as the Director of Nursing in DHHS, Health Program Coordinator Range (A), Senior Health Program Coordinator (A) or (B), Health Program Manager, and Treatment Center Program Coordinator in the nursing series who have five (5) years, service since attaining the top salary step will receive a 5% retention differential. In addition, the above classifications who have ten (10) years of service since attaining the top salary step will receive a 5% differential. This second 5% differential is in addition to the 5% after five (5) years at the top step. Both differentials shall be considered part of the hourly rate and applied to all hours paid. Upon Board of Supervisors approval of the Nursing Manager classification study, the parties agree to meet and confer as to whether these differentials should be eliminated as part of the overall compensation plan. Additionally, if, during the term of this Agreement, the subordinate classifications to those identified above, cease to receive a retention differential, the parties agree to meet and confer as to whether these differentials should be eliminated for any of the classes identified above whose subordinate classification had the differential eliminated.
Sample 1

Related to Retention Differential

  • Shift Differential The shift differential for employees working on assigned shifts which begin before 6:00 A.M. or which end at or after 7:00 P.M. shall be sixty-five cents ($0.65) per hour for all hours worked on that shift. Such shift differential shall be in addition to the employee's regular rate of pay and shall be included in all payroll calculations, but shall not apply during periods of paid leave. Employees working the regular day schedule who are required to work overtime or who are called back to work for special projects shall not be eligible for the shift differential.

  • Weekend Differential Employees assigned to State institutions other than Maine State Prison shall be eligible for a weekend differential of fifty cents ($.50) per hour to the base for shifts beginning between 10:00 p.m. Friday and 9:59 p.m.

  • Bilingual Differential When formally assigned in the employee’s position description, an employee assigned to interpret to or from another language to English will receive a differential of five percent (5%) of base pay.

  • 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.

  • Certification Differential Nurses who obtain and maintain a nationally 17 recognized certification that is applicable to the services they provide for the 18 Employer shall receive $1.00 per hour. No additional differential is allotted for 19 more than one (1) certification. Proof of certification must be provided to the 20 Employer upon request. The approved certification list established by mutual 21 consent between the Association and the Director of Human Resources is as 22 follows:

  • Shift Differentials A shift differential of thirty-five cents ($.35) per hour shall be paid for shifts starting between 2:00 p.m. and 9:59 p.m. for employees regularly assigned to such shifts. A shift differential of forty-five cents ($.45) per hour shall be paid for shifts starting between 10:00 p.m. and 3:00 a.m. for employees regularly assigned to such shifts. The differential provided herein shall be part of base pay for overtime pay and other purposes. Employees at the Maine State Prison who are regularly assigned to the 5:00 p.m. to 5:00 a.m. shift are to be paid a shift differential of forty-five cents ($.45) per hour. Employees of mental health and correctional facilities shall be eligible for the second shift differential when their shift begins between 12:00 noon and 4:59 p.m.

  • Shift Differential Compensation Any employee in the bargaining unit whose assigned work shift commences (for unit-1) prior to 5:30 a.m. or whose work shift ends after 5:30 p.m., or (for unit-2 members) commences after 2:00 p.m. shall be paid a shift differential premium of five (5%) percent above the regular rate of pay for all hours worked.

  • Leadwork Differential (a) Leadwork differential shall be defined as a differential for employees who have been formally assigned by their supervisor in writing, “leadwork” duties for ten (10) consecutive calendar days (or the equivalent thereof for alternate or flexible schedules) or longer provided the leadwork or team leader duties are not included in the classification specification for the employee’s position. Leadwork is where, on a recurring daily basis, the employee has been directed to perform substantially all of the following functions: to orient new employees, if appropriate; assign and reassign tasks to accomplish prescribed work efficiently; give direction to workers concerning work procedures; transmit established standards of performance to workers; review work of employees for conformance to standards; and provide informal assessment of workers’ performance to the supervisor.

  • Night Differential Employees whose weekly work schedules consist of regularly scheduled night tours shall receive a night differential of ten percent (10%) of their Adjusted Rate. Employees who work fewer than five (5) night tours in a calendar week shall be paid a differential equal to one-fifth (1/5) of the night differential for each scheduled tour so worked.

  • Bilingual Differential Pay Bilingual Differential Pay applies to those positions designated by the Department of Personnel Administration as eligible to receive bilingual pay according to the following standards:

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