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 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 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 00 Xxxxxxxxxxxx Xxxxxx Community College. It is the desire of the Employer that SWOCC 23 Faculty be paid fairly and comparably to similarly situated community colleges in the state. 24
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.
Salary Equity.
1. The University and the Association continue to acknowledge their commitment to maintain equity and increase transparency in covered employee salaries. To this end, the Salary Equity Committee (Committee) will review salary equity matters regarding covered employees including:
a. The monitoring of pay grades and associated salary ranges for covered employees; and
b. The opportunity to review in advance any proposed adjustment to the salary grade structure as a result of an annual review by the University’s compensation team. The compensation team shall provide this information to the Committee within a reasonable time in order to provide the Committee with the opportunity to offer feedback prior to the University implementing any adjustments to the salary grade structure.
2. Each year, the University shall evaluate the need for upward adjustments to the overall compensation grade structure, which shall include a minimum increase of no less than one percent (1%) per year for the entire compensation grade structure during the term of this Agreement.
3. The University shall not reclassify positions to a lower pay grade unless the downward adjustment is supported by a material change in job duties.
4. At the time of the salary adjustments called for in this Article XVII, any employee whose salary exceeds six percent (6%) above the compensation grade maximum of the Salary Structure as outlined in the University’s Classification & Compensation Program shall receive an alternative general increase in lieu of the salary adjustment for that year. The alternative general increase shall be calculated as follows:
a. Cost of Living Adjustment (COLA) increase to base salary as measured and published by the U.S. Department of Labor, Bureau of Labor Statistics’ Consumer Price Index for the Northeast Region for twelve-month period of May to May of the preceding year subject to the limitation that any COLA increase shall not exceed 2.0% for any year; and
b. Lump sum payment equal to the difference between the COLA increase as calculated above and the general increase scheduled for that year, less all applicable taxes and withholdings, which will be paid at the same time as the general increase for that year.
5. The University shall not implement any alternative general increases prior to the FY 27 salary adjustment that is scheduled for September 1st, 2026. For any employee eligible to receive an alternative general increase, the University shall first provide written n...
Salary Equity. Proposal 1 – January 25, 2002 76 During the term of this Agreement, faculty shall be the highest paid faculty (in each rank) in the state community college system, as published in the current Florida Community College Handbook. Across the board salary adjustments shall be made July 1st of each year so that the average MDCC faculty salaries (per rank) are the highest in the state community college system by one dollar.
