Salary Equity Sample Clauses

Salary Equity. Subd. 1. The Salary Review Committee (“SRC”) shall be continued for the life of this Agreement. The SRC may propose to both the IFO and MnSCU procedures and processes, which will reduce the likelihood of inequitable salaries. The SRC will annually review the salaries of new hires, and may recommend an adjusted step placement based on the then current salary schedule. Subd. 2. Faculty members who are promoted after July 1, 2007, will be assessed by the university using the then current procedures applicable to a new hire in the same department or program at the new rank to which the faculty member has been promoted. Salary assessments will be conducted following the step advancements for promotion provided for in Section B, the minimum step placement provided for in Section L, career steps provided for in Section K, and returning step advancements provided for in Section A of this Article. Based on this assessment, the faculty member’s salary will be increased additional steps, if necessary, so that the promoted faculty member’s salary is consistent with a salary that would be paid to a similarly situated new hire. The step movement provided in this subdivision is in addition to the step movement provided for in Section B of this article. The university shall provide the faculty member, the System Office and the IFO with written notice of a salary review upon promotion. The notice shall indicate whether or not the faculty member’s salary will be increased additional steps, the basis for the decision, and the new salary to be paid. Subd. 3. A faculty member who submits proof of completion of a terminal degree (e.g., a certified transcript) from an accredited institution in their primary assignment area will have their salary re-assessed by the university using the current procedures applicable to a new hire in the same department or program in which the faculty member is currently assigned. Proof of degree completion must be submitted to the university human resources office. Salary assessments will be conducted following the step advancements for promotion provided for in Section B, the minimum step placement provided for in Section L, career steps provided for in Section K, and returning step advancements provided for in Section A of this Article. Based on this reassessment, the faculty member’s salary will be increased additional steps, if necessary, so that the faculty member’s salary is consistent with a salary that would be paid to a similarly situated...

Salary Equity. Subd. 1. The Salary Review Committee (“SRC”) shall be continued for the life of this Agreement. The SRC may propose to both the IFO and MnSCU procedures and processes, which will reduce the likelihood of inequitable salaries. The SRC will annually review the salaries of new hires, and may recommend an adjusted step placement based on the then current salary schedule.

Salary Equity. School employees' placement on the Board's adopted salary schedule shall be based upon training, experience, and other special qualifications. Employee compensation shall be uniform for like positions except for salary increments based upon length of service to the district.

Salary Equity. The Salary Review Committee (SRC) and the Appeals Committee established in the 1992 Letter of Understanding on Salary Equity shall be continued for the life of this Agreement. The SRC may propose to both the IFO and MnSCU procedures and

Salary Equity. The Employer recognizes the value and commitment of the faculty to Southwestern Oregon Community College. It is the desire of the Employer that SWOCC Faculty be paid fairly and comparably to similarly situated community colleges in the state.

Salary Equity. The Employer recognizes the value and commitment of the faculty to 00 Xxxxxxxxxxxx Xxxxxx Community College. It is the desire of the Employer that SWOCC 20 Faculty be paid fairly and comparably to similarly situated community colleges in the state. 21

Salary Equity. 1. The University and the Association continue to acknowledge their commitment to maintain equity in covered employee salaries. To this end, the Salary Equity Committee will continue to review salary equity matters regarding covered employees including: a. The developing and monitoring of a salary matrix for covered employees. b. The review and analysis of salary equity studies on covered employees. c. The monitoring of the positions and salaries of newly hired covered employees. 2. This Committee is a standing committee of the University, and its membership shall be six (6) individuals, three (3) appointed by the Association and three (3) appointed by the President. 3. The Committee will identify any salary inequities, whether too high or too low, of covered employees that may exist at the University and it will make recommendations to the President of the University on how to resolve those inequities. 4. The Committee will be called to meet when the Chair or either the President of the University or the President of the Association believes there is a matter to be reviewed by the Committee.

Salary Equity. To establish equity salary relationships among employees in related work units who are in the same classification or similar classifications performing the same level of work, and for appropriately differentiating the salaries of the employees in those related work units or classifications. Education, skill, related work experience, length of service, and performance level are all equity factors that should be considered. Salary relationships may be studied at individual or classification levels. Related work units are those in which the salaries of employees are closely related to each other due to similarities in work. While a related work unit would typically be a department, work of employees in related classes across departments might be considered a related work unit for the purposes of equity analysis. Typically, consideration is restricted to the salaries of the employees in the same class; however, adjustments may be considered when there is a salary relationship among employees at different levels in a class series, among employees in the same occupational group, or among employees in employee/ supervisory relationships where it is important to maintain salary equity due to similarities in the work and job responsibilities. A salary inequity is defined as a situation where employees: i) Are relatively equal when considering the equity factors (listed above), but whose salaries differ by more than 10%; and ii) Have approximately equal salaries but whose salaries should differ more than 10% when the equity factors are considered

Salary Equity. 1. The University and the Association continue to acknowledge their commitment to maintain equity in covered employee salaries. To this end, the Salary Equity Committee will continue to review salary equity matters regarding covered employees including: a. The developing and monitoring of a salary matrix for covered employees. b. The review and analysis of salary equity studies on covered employees. c. The monitoring of the positions and salaries of newly hired covered employees. 2. This Committee is a standing committee of the University, and its membership shall be six (6) individuals, three (3) appointed by the Association and three (3) appointed by the President. 3. The Committee will identify any salary inequities of covered employees that may exist at the University and it will make recommendations to the President of the University on how to resolve those inequities. 4. The Committee will be called to meet when the Chair or either the President of the University or the President of the Association believes there is a matter to be reviewed by the Committee.

Salary Equity. An equity increase of 5.96%, one-half (2.98%) effective September 25, 2007 and one-half (2.98%) effective March 25, 2008, will also be reflected in the salary range for represented classes.