Salary Compaction Sample Clauses

Salary Compaction. UAEA, in conjunction with Human Resources, will continue to identify Unit Employees whose salary may be compacted as a result of any adjustments to salary range minimums.
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Salary Compaction. 1. The base pay range differential between detective and bottom step sergeant shall not be less than ten (10) range points (e.g., twenty [20] half-points). 2. The base pay range for sergeant shall include three (3) merit pay steps of approximately five (5) range points (e.g., ten [10] half-points) each. 3. The base pay range differential between top-step sergeant and bottom-step lieutenant shall not be less than five (5) range points (e.g., ten [10] half-points). 4. The lieutenant pay base range shall include two (2) merit pay steps of approximately five (5) range points (e.g., ten [10] half-points) each and one merit pay step of approximately two-and-one-half (2½) range points (e.g., five [5] half-points). 5. The pay range differential between the top-step lieutenant and bottom-step captain shall not be less than five (5) range points (e.g., ten [10] half-points).
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Salary Compaction. Pro-rated percentage salary step increases based on a Unit Members hire date as detailed under Section 3-1.1 are designed to address salary compaction resulting from the suspension of step increases and market adjustments from January 1, 2009 to June 30, 2013. UAEA, in conjunction with the City’s Human Resources Department, will identify Unit Members whose salary may be compacted as a result of any January 2014 adjustments to salary range minimums. 4. Bilingual Pay The payments of $50 per month for occasional interaction and $125 per month for significant interaction shall remain in effect for the duration of this Agreement.
Sample 1
Salary Compaction. The County will maintain a minimum 7% salary spread between each supervisor and the highest paid subordinate immediately preceding it within a classification series (for whom the supervisor prepares the Employee Performance Evaluation) through one of the following methods: 1. Should the same level of salary compaction be present with all supervisors in the same classification, the County agrees to adjust the base salary to provide a salary grade spread between the classifications of the supervisor(s) and the highest paid subordinate(s) within the classification series (for whom the supervisor prepares the Employee Performance Evaluation) of no less than seven (7%) percent. 2. Should salary compaction not impact all supervisors in a classification at the same level, individual compaction supplements will be utilized in order to maintain a salary spread between a supervisor and the next highest paid subordinate within the classification series (for whom the supervisor prepares the Employee Performance Evaluation) of no less than seven (7%) percent. The salary spread in both instances will be determined by comparing Step 1 of the supervisor to Step 1 of the highest paid subordinate.
Sample 1
Salary Compaction. If the annual base salaries of EMPLOYER’s Department Heads such as the Chief of Police or the Fire Chief move within five percent (5%) of the EMPLOYEE’s annual base salary, the parties agree to meet to discuss salary compaction.
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Salary Compaction. Supervising Identification Technician 29
Sample 1
Salary Compaction. 1. The pay range differential between Special Assignment Police Officer and bottom step Sergeant shall not be less than ten percent (10%). 2. The pay range for Sergeant shall include three (3) merit pay steps of approximately five percent (5%) increases each. 3. The pay range differential between top-step Sergeant and bottom-step Lieutenant shall not be less than five percent (5%). 4. The Lieutenant Pay range shall include two merit pay steps of approximately five percent (5%) each and one merit pay step of approximately two and one-half percent (2.5%). 5. The pay range differential between the top-step Lieutenant and bottom-step Captain shall not be less than five percent (5%).
Sample 1
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Salary Compaction. If during the term of this agreement, the maximum base salary of a supervisor’s salary grade/plan for their classification is less than five and one-half percent (5.5%) of the maximum base salary for the classification held by a subordinate employee when that classification is currently filled by an employee that is supervised by the supervisor, the employee or union may request a compaction evaluation according to this section. In comparing the maximum base salary of the supervisor’s classification to that of the subordinate employee’s classification, shift differentials, “DTR” adjustments, certification or licensure pay, overtime/stand-by/on-call pays, bi-lingual premiums, specialty assignment premiums, out-of-class pay, “(D)” designation(s) classifications, and similar exceptional premiums shall not be included in the base salary comparison. The Human Resources Department will review the compaction issue by first evaluating the reporting relationship of the supervisor to the subordinate(s) to ensure appropriate reporting relationships and proper class use. If Human Resources determines that reporting relationships are not appropriate, Human Resources will develop a remedy to correct the reporting structure and communicate the issue and intended remedy to SEIU. Upon request by the Union, Human Resources will negotiate with SEIU on any proposed changes to negotiable subjects prior to making those proposed changes. The County shall not implement a remedy to correct the reporting relationship in an arbitrary or capricious manner in order to avoid adjusting the salary range of the supervisory classification. At no time shall reductions in the hourly rates of pay or salary ranges in any subordinate classification result in any reductions in the hourly rates of pay or salary ranges of any employee in the Supervisory Unit.
Sample 1
Salary Compaction. The parties agree that within six (6) months after the completion and implementation of the Job Classification and Pay Study, the Association may request to meet and confer with the County to review any salary compaction issues for those Bargaining Unit classifications within the Transit Division. Prior to and in preparation to the meeting, the Association will provide specific information to the County of areas of concern to be discussed. February I 0, 20 15 Letter of Understanding - Review of FLSA status and Salary Compaction Xxxx Xxxxxxxx If the content of this letter accurately reflects our mutual understanding and agreement, please indicate by signing below and return it to my attention. Sincerely, Xxxxx X. Xxxxxxxx, Director ckman, President Human Resources Division ent Supervisors Association of Florida
Sample 1

Related to Salary Compaction

  • Salary Compensation As salary compensation for Employee's services hereunder and all the rights granted hereunder by Employee to the Company, the Company shall pay Employee a gross salary of not less than $175,000 during the term of this Agreement. Employee's salary shall be payable in bi-weekly increments in accordance with the Company's payroll practices for salaried employees, upon the condition that Employee fully and faithfully performs Employee's services hereunder in accordance with the terms and conditions of this Agreement. The Company shall deduct and withhold from the compensation payable to Employee hereunder any and all amounts required to be deducted or withheld by the Company under the provisions of any statute, regulation, ordinance, or order and any and all amendments hereinafter enacted requiring the withholding or deducting from compensation payable to employees.

  • Salary Scale The salary scale applicable to Employees shall be set out hereinafter in the Wage Schedule.

  • Salary Scales ‌ 2.5.1 Effective from 1 January 2024, and subject to the Remuneration provisions in the Terms of Settlement, a 4% increase will apply to all paid and printed rates. The following Allied Divisions shall refer to the applicable schedules for their scales: MIT, UCOL and Otago. 2.5.2 Effective from 1 January 2025, kaimahi will be translated into the following salary scale, which includes the 4% salary increase: Band Step (N/A for UCOL and TOPNZ) Scale Scale 2025 (4%) 40 hours Band Step(N/A for UCOL and TOPNZ Scale 2025 (4%) Scale 2025 (4%)

  • Compaction 11.1 Concrete shall be thoroughly compacted and fully worked around the reinforcement, around embedded fixtures and into corners of the formwork. 11.2 Concrete shall be compacted using mechanical vibrators complying with IS 2505, IS 2506, IS 2514 and IS:4656. Over vibration and under vibration of concrete are harm full and shall be avoided. Vibration of very wet mixes shall also be avoided. Whenever vibration has to be applied externally, the design of formwork and the disposition of vibrators shall receive special consideration to ensure efficient compaction and to avoid surface blemishes.

  • Ambulance Escort Where a nurse is assigned to provide patient care for a patient in transit, the following provisions shall apply: i) Where a full-time nurse performs such duties during her or his regular shift, the full-time nurse shall be paid her or his regular rate of pay. Where a full-time nurse performs such duties outside her or his regular shift or on a day off, she or he shall be paid the appropriate overtime rate. ii) Where a part-time nurse performs such duties during an assigned shift, she or he shall be paid her or his regular rate of pay. Where a part-time nurse continues to perform such duties in excess of her or his assigned shift, she or he shall be paid the appropriate overtime rate. (b) Where such duties extend beyond the nurse's regular shift, the Hospital will not require the nurse to return to regular duties at the hospital without at least eight (8) hours of time off. Where such time off extends into the nurse's next regularly scheduled shift she or he will maintain her or his regular earnings for that full shift. (c) Hours spent between the time the nurse is relieved of patient care responsibilities and the time the nurse returns to the hospital or to such other location agreed upon between the Hospital and the nurse will be paid at straight time or at appropriate overtime rates, if applicable under Article 14. 01. It is understood that the nurse shall return to the hospital or to such other location agreed upon between the Hospital and the nurse at the earliest opportunity. Prior to the nurse's departure on escort duty, or at such other time as may be mutually agreed upon between the Hospital and the nurse, the Hospital will establish with the nurse arrangements for return travel. (d) The nurse shall be reimbursed for reasonable out of pocket expenses including room, board and return transportation and consideration will be given to any special circumstances not dealt with under the foregoing provisions. NOTE 1: (Note 1 applies to full-time nurses only) The Hospital agrees to continue to pay any greater monetary benefit for ambulance escort duty if such greater benefit has been paid by the Hospital immediately prior to this Agreement. This note applies at Hospitals where this superior condition exists as of December 14, 1987. NOTE 2: (Note 2 applies to part-time nurses only) The Hospital agrees to continue to pay any greater monetary benefit for ambulance escort duty if such greater benefit was paid by the Hospital under a Collective Agreement immediately prior to this Agreement. This note applies at Hospitals where this superior condition exists as of December 14, 1987.

  • Terminal Pay Any employee at normal retirement or his/her beneficiary if service is terminated by death, shall be provided terminal pay. Such terminal pay shall not exceed an amount determined as follows: 1. During the first three (3) years of service: a. The affected employee’s daily rate of pay on July 1, 1994, multiplied by 35 percent multiplied by the number of unused sick leave days held on July 1, 1994. b. The affected employee’s daily rate of pay at the time sick leave is earned times 35 percent times the number of days of accumulated sick leave earned after July 1, 1994. 2. During the fourth (4th) through sixth (6th) years of service: a. The affected employee’s daily rate of pay on July 1, 1994, multiplied by 40 percent multiplied by the number of unused sick leave days held on July 1, 1994. b. The affected employee’s daily rate of pay at the time sick leave is earned times 40 percent times the number of days of accumulated sick leave earned after July 1, 1994. 3. During the seventh (7th) through ninth (9th) years of service: a. The affected employee’s daily rate of pay on July 1, 1994, multiplied by 45 percent multiplied by the number of unused sick leave days held on July 1, 1994. b. The affected employee’s daily rate of pay at the time sick leave is earned times 45 percent times the number of days of accumulated sick leave earned after July 1, 1994. 4. During the tenth (10th) through the twelfth (12th) year of service: a. The affected employee’s daily rate of pay on July 1, 1994, multiplied by 50 percent multiplied by the number of unused sick leave days held on July 1, 1994. b. The affected employee’s daily rate of pay at the time sick leave is earned times 50 percent times the number of days of accumulated sick leave earned after July 1, 1994. 5. During and after the thirteenth (13th) year of service: a. The affected employee’s daily rate of pay on July 1, 1994, multiplied by the number of unused sick leave days held on July 1, 1994. b. The affected employee’s daily rate of pay at the time sick leave is earned* multiplied by the number of days of accumulated sick leave earned. 6. No employee who meets the eligibility requirements listed above may receive any compensation for sick leave payments unless they sign and execute the Payment of Sick Leave Upon Retirement Agreement provided by the Superintendent. This Agreement requires the retiring Board employee to seek, accept, and cash the first retirement benefit check issued by the Florida Retirement System. The employee must qualify for “normal retirement” which under this policy shall mean retirement under plan A, B, C, D, E under the Florida Retirement System or any other plan established by the Legislature with either full or reduced benefits as provided by law. Normal retirement shall not be interpreted to include disability retirement. *Note: “At the time sick leave is earned” shall be interpreted to mean the value of sick leave at the end of each school year or at the time the affected employee retires, whichever comes first.

  • Salary Ranges A. The salary ranges for classifications covered by this Agreement shall be those contained in Appendix D. B. No one may be hired above or below the assigned salary range for his/her classification. Employees whose salaries are above the range assigned to their classification will have their salaries frozen until the salary range increases to include their salary.

  • Intake Intake begins when you, or someone on your behalf, contacts the LIFE Provider or the Independent Enrollment Broker expressing interest in services. If it appears from this first conversation that you are potentially eligible, a LIFE Provider and Independent Enrollment Broker representative will contact you to explain the program, obtain further information about you, and to schedule in person or tele-visits. During these visits: • You will learn how the LIFE Program works, the services LIFE offers, and the answers to any questions you may have about LIFE. • The LIFE Provider and/or Independent Enrollment Broker will explain that if you enroll, you must agree that all of your healthcare services will be provided and/or coordinated by LIFE, including primary care and specialist physician services (other than emergency services). • The LIFE Provider will have you sign a release allowing the LIFE Provider to obtain your past medical records so the LIFE health team can fully assess your health conditions. You will be encouraged to visit the LIFE Center to see what it is like. If you are interested in enrolling, a LIFE Provider representative and the Independent Enrollment Broker will assist you with the enrollment process. You should be prepared to participate in phone calls and/or visits with both the LIFE Provider and Independent Enrollment Broker in order to complete your enrollment process.

  • Separation Compensation In exchange for your agreement to the general release and waiver of claims and covenant not to sue set forth below and your other promises herein, the Company agrees to provide you with the following:

  • Power Factor Design Criteria (Reactive Power A wind generating plant shall maintain a power factor within the range of 0.95 leading to 0.95 lagging, measured at the Point of Interconnection as defined in this LGIA, if the ISO’s System Reliability Impact Study shows that such a requirement is necessary to ensure safety or reliability. The power factor range standards can be met using, for example without limitation, power electronics designed to supply this level of reactive capability (taking into account any limitations due to voltage level, real power output, etc.) or fixed and switched capacitors if agreed to by the Connecting Transmission Owner for the Transmission District to which the wind generating plant will be interconnected, or a combination of the two. The Developer shall not disable power factor equipment while the wind plant is in operation. Wind plants shall also be able to provide sufficient dynamic voltage support in lieu of the power system stabilizer and automatic voltage regulation at the generator excitation system if the System Reliability Impact Study shows this to be required for system safety or reliability.

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