Salary Equity Adjustments Sample Clauses

Salary Equity Adjustments. Effective the first full pay period of July 2019, or in the in the first full pay period following adoption of the Agreement, whichever is later, the rate of pay for the classifications listed below shall be increased as follows: Clinic Registered Nurse I: 1.32% Clinic Registered Nurse I – Bilingual: 1.32% Clinic Registered Nurse II: 1.32% Clinic Registered Nurse II – Bilingual: 1.32% Senior Registered Nurse: 1.32% + 0.68% = 2.0% Detention Registered Nurse: 4.77% Mental Health Nurse Practitioner: 1.75% + 3.25% = 5.0% Detention Nurse Practitioner: 1.75% + 3.25% = 5.0% Nurse Practitioner: 1.75% + 3.25% = 5.0% Nurse Practitioner – Bilingual: 1.75% + 3.25% = 5.0% Public Health Nurse I: 2.48% Public Health Nurse I – Bilingual: 2.48% Public Health Nurse II: 2.48% Public Health Nurse II – Bilingual: 2.48% Senior Public Health Nurse: 2.48% + 0.52% = 3.0% Senior Public Health Nurse – Bilingual: 2.48% + 0.52% = 3.0% Mental Health Registered Nurse: 2.0% Detention Licensed Vocational Nurse: 6.19% (The County agrees to use the markets proposed by MAPE for this negotiation only. The parties may re-address this issue in subsequent negotiations.)
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Salary Equity Adjustments. ‌ The County will complete a salary survey for benchmark classifications by March 31, 2022. For this round of salary surveys only, the County will use the jurisdictions table below. The parties will meet and confer only on the classifications that are below market AND/OR classifications with demonstrated recruitment problems. The County will make adjustments up to a maximum of $250,000 for all three MAPE contracts ongoing for the salary survey. The adjustments will be effective the first full pay period of July 2022. The following agencies will be surveyed: Counties: Alameda, Contra Costa, Napa, San Francisco, San Mateo, Santa Xxxxx, Santa Cruz, Solano, and Sonoma Cities: San Francisco and Berkeley All classifications identified as below median in the County’s attached survey will be brought to market effective August 21, 2022. See Attachment B.
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Salary Equity Adjustments. Effective the first full pay period in July 2018, or in the first full pay period following adoption of the agreement, whichever is later, the rate of pay for the following job classes will be increased as follows: Assistant Chief Fiscal Officer-H&HS 1.05% Audit Manager 1.05% Chief Deputy Public Administrator 1.05% Chief Deputy Recorder-County Clerk 1.05% Chief Investigator Special Investigations Unit 1.42% Chief of Sheriff’s Fiscal Services 1.05% Collections Manager 1.05% BHRS Division Director 1.42% BHRS Program Manager 1.42% Epidemiology Manager 1.42% Public Health Division Director 1.42% Public Health Program Manager 1.42% Social Services Division Director 1.42% Social Services Program Manager 1.42% Senior Librarian 2.07% Principal Landscape Architect 2.52% Quality Improvement Coordinator 2.30% Supervising Public Health Nurse 5.53% Airport Manager 2.70% Emergency Medical Services Administrator 2.73% Nursing Services Manager 2.73% Supervising Registered Nurse 2.73% Victim Witness Program Supervisor 5.63% Effective the first full pay period in July 2019 the rate of pay for the following job classes will be increased as follows: Airport Manager 2.68% Emergency Medical Services Administrator 2.72% Nursing Services Manager 2.72% Supervising Registered Nurse 2.72% Victim Witness Program Supervisor 5.62%
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Salary Equity Adjustments. Effective the first full pay period in July 2018, or in the first full pay period following adoption of the agreement, whichever is later, the rate of pay for the following job classifications will be increased as follows: Cadastral Mapping Technician I 7.87% Cadastral Mapping Technician II 13.34%
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Salary Equity Adjustments. ‌ Effective September 19, 2021, the rate of pay for the following job classifications will be increased as follows: Sign Fabricator 4.88% The County will complete a salary survey for benchmark classifications by March 31, 2022. For this round of salary surveys only, the County will use the jurisdictions described below. The parties will meet and confer only on the classifications that are below market AND/OR classifications with demonstrated recruitment problems. The County will make adjustments up to a maximum of $250,000 for all three MAPE contracts (i.e., General Unit, HHS Unit and Nurses) ongoing for the salary survey. The adjustments will be effective the first full pay period of July 2022. The following agencies will be surveyed: Counties: Alameda, Contra Costa, Napa, San Francisco, San Mateo, Solano, and Sonoma Cities: San Francisco, Berkeley, Novato, Palo Alto, San Xxxxxx, Santa Xxxx, and Vallejo All classifications identified as below median in the County’s attached survey will be brought to market effective August 21, 2022. See Attachment B.
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Salary Equity Adjustments. ‌ Effective August 16, 2015 (the pay period in which the parties reached a Tentative Agreement), the salaries of MAPE General Bargaining Unit classifications shall be adjusted according to the market salary survey results conducted by the County in the Spring of 2015. The classifications and the amounts are listed on “Attachment B.” Equity adjustments beyond four percent (4%) shall be split equally between the first and the second year of the contract, with the second half of the adjustment being effective the first full pay period of July 2016.
Sample 1
Salary Equity Adjustments. In addition to the salary increases specified above, the University may provide salary adjustments in order to retain a faculty member, when market demands affect the quality of an academic unit, and to correct a “gross inequity including, but not limited to, situations of salary inversion and compression” (Article 12.8). In order to determine faculty members who may receive salary adjustments for a gross inequity, the Office of Institutional Research and Planning is charged with conducting a salary disparity analysis during the term of the contract. A salary disparity analysis is scheduled for fall 2011. The results of the study will be sent to deans and department chairs who will then make recommendations to the Xxxxxxx. The Xxxxxxx “will review the recommendations and make every effort to approve the recommended salary adjustments” (Article 12.10). Individual faculty members have the right to be informed by their department chairs with regard to their status on the eligibility list and whether they have been recommended for salary adjustment if they are on the list.
Sample 1
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Salary Equity Adjustments. Effective the first full pay period following ratification by the Union and adoption of the Agreement by the Board of Supervisors, the rate of pay for the following job classes will be increased as follows: Director of Probation Services 3.22% (2022) Probation Supervisor 5.00% (2022) & 1.49% (First full pay period in July 2023) Hard to Fill Bonus: When a position is deemed “hard to fill”, as determined by Human Resources, new employees hired after July 1, 2022, shall be eligible for up to a $2,500-$10,000 signing bonus. “Hard to fill” generally means an approved open recruitment has been unfilled for six (6) months, or the approved recruitment needed to re-open more than once because the County was unable to hire a candidate for the opening, or the County can show a difficulty retaining employees in the classification due to salary concerns, or other similar agencies are offering a signing bonus for the classification. The signing bonus shall be split and the new employee shall receive 50% of the signing bonus in the first paycheck and 50% of the bonus after successful completion of the probationary period. In any case, if the employee does not complete the first full year of employment, the employee shall reimburse the County for the signing bonus received.
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Salary Equity Adjustments. Effective the first full pay period of July 2017, or in the in the first full pay period following adoption of the Agreement, whichever is later, the rate of pay for the classifications listed below shall be increased as follows: Detention Registered Nurse: Two and one half percent (2.5%) Detention Nurse Practitioner: One half of one percent (0.5%) Clinic Registered Nurse II: One half of one percent (0.5%) Senior Registered Nurse: One half of one percent (0.5%) Public Health Nurse II: One half of one percent (0.5%) Public Health Nurse II Bilingual: One half of one percent (0.5%) Senior Public Health Nurse: One half of one percent (0.5%) Senior Public Health Nurse Bilingual: One half of one percent (0.5%) Mental Health Nurse Practitioner: One half of one percent (0.5%) Effective the first full pay period of July 2018, the rate of pay for the classifications listed below shall be increased as follows: Detention Registered Nurse: Two percent (2.0%)
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Related to Salary Equity Adjustments

  • EQUITY ADJUSTMENTS The parties subscribe to the principle of equal pay for work of equal value. The parties will continue to move towards the mutual goal of the Community Social Services Sector achieving the objectives set out in Sections A(1), (2) and (3) above, as follows:

  • Salary Adjustments At any time during the term of this Contract, the Board may, in its discretion, review and adjust the salary of the Superintendent, but in no event shall the Superintendent be paid less than the salary set forth in Section 3.1 of this Contract except by mutual agreement of the two parties. Such adjustments, if any, shall be made pursuant to a lawful Board resolution. In such event, the parties agree to provide their best efforts and reasonable cooperation to execute a new contract incorporating the adjusted salary.

  • Salary Adjustment The salary of an employee returning from uncompensated leave shall be adjusted to reflect all non-discretionary increases distributed during the period of leave. While on such leave, an employee shall be eligible to participate in any special salary incentive programs.

  • SALARY STEP PLAN AND SALARY ADJUSTMENTS 198. Appointments to positions in the City and County Service shall be at the entrance rate established for the position except as otherwise provided herein.

  • Annual Adjustments Base Rent shall be increased on each annual anniversary of the first day of the first full month during the Term of this Lease (each an “Adjustment Date”) by multiplying the Base Rent payable immediately before such Adjustment Date by the Rent Adjustment Percentage and adding the resulting amount to the Base Rent payable immediately before such Adjustment Date. Base Rent, as so adjusted, shall thereafter be due as provided herein. Base Rent adjustments for any fractional calendar month shall be prorated.

  • Pay Adjustments (1) Where the rate of pay of a position or job is adjusted upwards, the employee shall be placed on the lowest step of the new pay range which will give him/her a monthly increase and the increment anniversary shall be that date.

  • Current Salary Level An employee who accepts another position with his or her current salary range will retain his or her current salary.

  • Deferred Salary Scheme Employees may apply to have their salary payments deferred in accordance with the provisions of this clause.

  • Basic Salary Schedule The basic salaries of teachers shall be according to the following schedules: Effective the first day of the Fall Term, 2018 – 1.6% increase. Years of Experience Class 1 Class 2 Class 3 Class 4 Class 5 Class 6 Class 7 0 39,299 43,274 47,673 57,023 60,877 64,356 68,282 1 40,913 45,521 50,103 60,155 64,118 67,767 71,750 2 42,536 47,767 52,535 63,281 67,356 71,175 75,215 3 44,152 50,014 54,971 66,414 70,596 74,585 78,682 4 45,772 52,258 57,401 69,546 73,833 77,994 82,149 5 47,390 54,503 59,834 72,674 77,076 81,405 85,616 6 49,008 56,750 62,271 75,805 80,314 84,816 89,084 7 50,684 58,996 64,700 78,937 83,550 88,224 92,548 8 67,170 82,068 86,792 91,636 96,017 9 85,197 90,032 95,045 99,483 10 88,328 93,271 98,452 102,949 Effective the first day of the Fall Term, 2019 – 1.4% increase. Years of Experience Class 1 Class 2 Class 3 Class 4 Class 5 Class 6 Class 7 0 39,849 43,880 48,340 57,821 61,729 65,257 69,238 1 41,486 46,158 50,804 60,998 65,015 68,716 72,754 2 43,131 48,436 53,271 64,166 68,299 72,171 76,269 3 44,770 50,714 55,740 67,344 71,584 75,629 79,784 4 46,413 52,990 58,205 70,520 74,866 79,086 83,299 5 48,054 55,266 60,672 73,692 78,155 82,545 86,815 6 49,694 57,544 63,142 76,866 81,438 86,003 90,331 7 51,394 59,822 65,606 80,042 84,719 89,460 93,844 8 68,110 83,217 88,007 92,919 97,361 9 86,389 91,292 96,375 100,875 10 89,565 94,577 99,831 104,391 Effective the first day of the Fall Term, 2020 – 0.5% increase. Years of Experience Class 1 Class 2 Class 3 Class 4 Class 5 Class 6 Class 7 0 40,048 44,100 48,582 58,110 62,038 65,584 69,584 1 41,694 46,389 51,058 61,302 65,340 69,060 73,118 2 43,347 48,678 53,537 64,487 68,640 72,532 76,650 3 44,994 50,967 56,019 67,680 71,942 76,007 80,183 4 46,645 53,255 58,496 70,872 75,241 79,482 83,715 5 48,294 55,543 60,975 74,060 78,546 82,957 87,249 6 49,942 57,832 63,458 77,250 81,845 86,433 90,783 7 51,651 60,121 65,934 80,442 85,143 89,907 94,313 8 68,451 83,633 88,447 93,384 97,848 9 86,821 91,749 96,857 101,380 10 90,012 95,050 100,330 104,912 Effective the first day of the Fall Term, 2021 – COLA**. **COLA will be determined as follows: In January 2022, or as soon as possible thereafter, when the 12 month (January to December 2021) average annual Statistics Canada Consumer Price Index for Manitoba – All items, change is made known, the increase will be applied retroactively to September 1, 2021.

  • Budget Adjustments The Grantee shall submit the Budget Adjustment Request [TJJD-FIS-304] to the Department for any adjustment to the original budget. The Grantee must receive written or electronic approval from the Department prior to expending the funds.

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