Salary Differential. The City agrees to establish and maintain a differential as follows:
Salary Differential. There will be a minimum 3% positive differential between the base dollar standing of a Society supervisor and the “relief rate” of their highest-paid PWU report. The differential will only be paid to those individuals experiencing the “rub”. This minimum differential will be maintained on an ongoing basis for the duration of the rate rub. 32 temporAry employeeS Intent: Temporary employees are employees hired for short-term work assignments which are not ongoing and/or where there are no available qualified regular employees to perform the work. The impact on employment continuity should be an important consideration in the decision to hire temporary employees.
Salary Differential. The City agrees to maintain a differential of no less than five percent (5%) between the top step salary range of Sergeant and the entry salary level of Lieutenant and no less than ten percent (10%) between the top step salary level of Sergeant and the confirmed salary level of Lieutenant.
Salary Differential. A salary differential of eighty dollars ($80.00) per month shall be paid incumbents of positions requiring bilingual proficiency as designated by the appointing authority and Director of Human Resources, or in the Department of Employment and Human Services, to those who translate in accordance with the designated criteria of one (1) day per week or twenty percent (20%) of the time or whose caseloads are twenty-five percent (25%) or more non-English speaking. Said differential shall be prorated for employees working less than full time and/or who are on an unpaid leave of absence for a portion of any given month. Designation of positions for which bilingual proficiency is required is the sole prerogative of the County. Effective January 1, 2007, the current program differential shall be increased to a total of one hundred dollars ($100.00) per month.
Salary Differential. Effective July 2, 1984, a 7.5% differential between Police Officer and Corporal will be maintained as part of the salary administration plan.
Salary Differential. For this contract only, effective the beginning of the pay period following July 1, 2021, the City will review each classification represented by the Association to ensure the salary differentials are maintained as indicated below. For all subsequent years, the City will annually (January of each year) review each classification represented by the Association to ensure the salary differentials are maintained as follows: * Top step Sergeants with Advanced Post will be no less than nineteen (19) percent above the base pay of Top step Corporals with Advanced Post certificates * Top step Lieutenants with an Advanced Post will be no less than twenty- two (22) percent above Top Step Sergeants with an Advanced Post * Top step Captains with an Advanced Post will be no less than fifteen (15) percent above Top Step Lieutenants with an Advanced Post
Salary Differential. The City agrees to establish and maintain a difference of no less than five percent (5%) between the confirmed salary range for Lieutenant and the entry level salary of Deputy Chief, and no less than ten percent (10%) between the confirmed salary range for Lieutenant and the confirmed salary of Deputy Chief. Any employee promoted to the position of Deputy Chief shall not make less than the employee's current rate of pay at the time of the employee's promotion.
Salary Differential. There will be a minimum 3% positive differential between the base dollar standing of a Society supervisor and the “relief rate” of their highest- paid PWU report. The differential will only be paid to those individuals experiencing the “rub”. This minimum differential will be maintained on an ongoing basis for the duration of the rate rub.
Salary Differential. When an Employee is assigned by the Chief to work the next higher rank, the Employee shall be compensated an additional 10% over his regular hourly pay rate for the duration of the assignment. If the salary of the rank being temporarily filled is lower, the Employee shall suffer no reduction in salary. This shall not affect the rate of vacation pay for either Employee. This assignment shall be voluntary unless no, non-probationary Employee accepts the assignment, in which case the Employee on duty with the highest Career Seniority who is qualified shall assume the position. A Firefighter/EMT shall not be assigned as Acting Company Officer.
