Salary Distribution Sample Clauses

Salary Distribution. Each employee will have a comparatio computed by dividing his/her current rate of pay by the new midpoint of the salary range.

Salary Distribution. CHSPH Faculty teaching on a semester basis who are employed on an annual contract will receive their annual salary in eighteen (18) equal payments, with the first payment for the academic year coming during the University’s September 10 payroll and the last payment coming during the University’s May 25 payroll.

Salary Distribution. Annual salary for all employees will be distributed electronically by direct deposit in equal biweekly amounts from July 1 through June 30. Employees working less than full time will be paid at an hourly rate for days/hours worked only. Should a payday fall on a bank holiday, the payday shall become the bank work day immediately prior to the bank holiday.

Salary Distribution. A. The total salary of full semester, full academic year, and full fiscal year appointments shall be paid in equal monthly installments proportional to the percentage of appointment worked per month. B. Full 8-week and full 6-week summer appointments shall be paid in equal monthly installments for the July 1 and August 1 paychecks, except that days worked during the month of August shall be pro-rated and paid in the September 1 paycheck.

Salary Distribution. For the 2010-2011 school year, each member of the JDAA whose salary has not been set by the board, shall receive a salary increase of 3.5% on his/her 2009-10 base salary. For 2011-2012 school year, each member of the JDAA whose salary has not been set by the board, shall receive a salary increase of 3.0% on his/her 2010-11 base salary. For 2012-2013 school year, each member of the JDAA whose salary has not been set by the board, shall receive a salary increase of 2.75% on his/her 2011-12 base salary.

Salary Distribution. Annual Salary will be pro-rated over twenty-four (24) equal and consecutive twice monthly installments payable on the 15th and last business day of each month for the period beginning July 1 and ending June 30.

Salary Distribution. Faculty in the Communication Disorders Program employed on an annual basis will receive their annual salary in eighteen (18) equal payments, with the first payment for the academic year coming during the University’s September 10 payroll and the last payment coming during the University’s May 25 payroll.

Salary Distribution. The total salary of full semester, full academic year, full fiscal year, full 8-week and full 6-week summer appointments shall be paid in equal monthly installments. The total salary of other appointments shall be paid in monthly installments proportional to the percentage of appointment worked per month. Back to Table of Contents ARTICLE X HEALTH INSURANCE Section 1. Health Insurance (A) Plan Choices Bargaining unit employees may choose between UI Grad Care or the Student Health Insurance Plan. Specific information regarding these plan options is available through the Benefits Office of the University Human Resources Office. Each year all eligible employees shall automatically continue coverage under the same insurance plan as long as they remain eligible for coverage, unless they indicate a desire to change their coverage. Any changes in plan choices or dependent coverage after the annual enrollment period must be made within thirty (30) calendar days of any qualifying event impacting their employment or family status, such as marriage, divorce, birth, adoption, death or loss of eligibility for coverage by spouse or dependent. (B) Individual Coverage The Employer will contribute, for bargaining unit employees with academic or fiscal year appointments who elect the single UI Grad Care Plan, ninety percent (90%) of the premium cost per month. The Employer will contribute, for bargaining employees with academic or fiscal year appointments who elect the single Student Health Insurance Plan, ninety percent (90%) of the premium cost per month. (C) Dependent Coverage When dependent coverage is elected by the employee, the Employer will contribute seventy percent (70%) of the premium cost per month for dependent coverage (Employee/Spouse, Employee/Family) toward the UI Grad Care Plan or the Student Health Insurance Plan (Student/spouse, Student/Children, Student/Family). (D) Coverage The provisions of UI Grad Care can be found in Appendix A. (E) Domestic Partners Same-sex and opposite-sex domestic partners will be eligible for coverage and for Employer contributions toward Employee/Spouse or Employee/Family insurance programs, provided they meet the University's standards of eligibility for domestic partner coverage. No contribution will be made if dependents, spouses or domestic partners are eligible for coverage under any other substantially equivalent employer-sponsored plan.

Salary Distribution. 1. For the 2006-2007 school year, each member of the JDAA whose salary has not been set by the board, shall receive a salary increase of 4% on his/her 2005-2006 base salary. For the 2007-2008 school year, each member of the JDAA whose salary has not been set by the board, shall receive a salary increase of 4% on his/her 2006-2007 base salary and on his/her add-on stipends. For the 2008-2009 school year, each member of the JDAA whose salary has not been set by the board, shall receive a salary increase of 4% on his/her 2007-2008 base salary and on his/her add-on stipends.

Salary Distribution. A. Each manager or supervisor will have a comparatio computed by dividing his /her current rate of pay by the new midpoint of the salary range. B. Each employee’s comparatio will fall within one of four sections of the salary range. C. The guide will be used to determine managers and supervisors salary adjustments. D. Managers or supervisors receiving a rating of “inconsistent” on their evaluation shall be ineligible for any salary increase but shall be re- evaluated after six months. E. If substantial improvement has been made, and the manager or supervisor achieves a rating of “proficient” or above, the manager or supervisor shall receive a pay adjustment for the last half of the fiscal year based upon the merit guide set forth below. 1604 The following Pay for Performance Merit Guide shall be in effect for evaluation purposes only beginning July of 2016 through the end of the term of this Agreement. Exceptional 4.0 5.0 Highly Effective 3.0 3.99 Proficient 2.0 2.99 Inconsistent 1.0 1.99 COMPARATIO 5.0 4.0% 3.5% 3.0% 2.5% 4.8 3.9% 3.4% 2.9% 2.4% 4.6 3.8% 3.3% 2.8% 2.3% 4.4 3.7% 3.2% 2.7% 2.2% 4.2 3.6% 3.1% 2.6% 2.1% 4.0 3.5% 3.0% 2.5% 2.0% 3.8 3.4% 2.9% 2.4% 1.9% 3.6 3.3% 2.8% 2.3% 1.8% 3.4 3.2% 2.7% 2.2% 1.7% 3.2 3.1% 2.6% 2.1% 1.6% 3.0 3.0% 2.5% 2.0% 1.5% 2.8 2.9% 2.4% 1.9% 1.4% 2.6 2.8% 2.3% 1.8% 1.3% 2.4 2.7% 2.2% 1.7% 1.2% 2.2 2.6% 2.1% 1.6% 1.1% 2.0 2.5% 2.0% 1.5% 1.0% 1605 PURPOSELY LEFT BANK 1606 The midpoint of the classification ranges shall be adjusted effective the first pay period in July 2015 as follows: by seven percent to reflect the loss of range capacity which occurred when the City and the employees agreed to implement the employee-paid seven percent CalPERS contribution in the prior MOU; to include market based salary range adjustments to within 1% of the market; and, to include internal equity salary range adjustments. The City shall periodically collect total compensation market survey data and present such data to the bargaining unit. Typically, such data shall be presented to the bargaining unit every five years, several months prior to commencement of negotiations for a successor Memorandum of Understanding.