Salary Inequities Sample Clauses

Salary Inequities. In the event situations are presented to the Town where, in the opinion of CSEA, salary inequities exist, the Town agrees to consider and evaluate the material submitted by CSEA.
Sample 1
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Salary Inequities. It has been brought to the attention of the City that there may be salary inequities affecting certain DMA positions as it relates to their salary ranges as compared to the salary ranges of their subordinates. The City agrees to work with the DMA to review and analyze those possible inequities and make a recommendation to the City Council on or before May 10, 2016, as to how to resolve those inequities , should they exit . This Appendix C is hereby added to the 2014-15 MOU and becomes effective upon City Council adoption of this Amendment No. 1 to the 2014-15 MOU: Salary Pay Table Pay Plan Category F - Unclassified Division Management Salary Effective 3-6-2016 (3.90% Salary Increase) Step A Step B Step C Step D Step E 650 BUILDING OFFICIAL 8,188 8,598 9,028 9,479 9,953 650 ECONOMIC DEVELOPMENT MANAGER 8,188 8,598 9,028 9,479 9,953 650 DEPUTY DIRECTOR OF ADMIN SERV/HR & RM 8,188 8,598 9,028 9,479 9,953 650 DEPUTY DIRECTOR OF ADMIN SERV/FINANCE 8,188 8,598 9,028 9,479 9,953 652 HOUSING ADMINISTRATOR 7,267 7,631 8,012 8,413 8,833 654 CODE ENFORCEMENT MANAGER 7,157 7,515 7,891 8,286 8,700 000 XXXXXX XXXXXXXX XX XXXXX & RECREATION 6,408 6,728 7,065 7,418 7,789 655 PARKS SUPERINTENDENT 6,408 6,728 7,065 7,418 7,789 658 ASSISTANT CITY ENGINEER 8,423 8,845 9,287 9,751 10,239 This Appendix D is hereby added to the 2014-15 MOU and becomes effective upon City Council adoption of this Amendment No. 1 to the 2014-15 MOU: Salary Pay Table Pay Plan Category F - Unclassified Division Management Salary Effective 6-26-2016 (3.90% Salary Increase) Step A Step B Step C Step D Step E 650 BUILDING OFFICIAL 8,508 8,933 9,380 9,849 10,341 650 ECONOMIC DEVELOPMENT MANAGER 8,508 8,933 9,380 9,849 10,341 650 DEPUTY DIRECTOR OF ADMIN SERV/HR & RM 8,508 8,933 9,380 9,849 10,341 650 DEPUTY DIRECTOR OF ADMIN SERV/FINANCE 8,508 8,933 9,380 9,849 10,341 652 HOUSING ADMINISTRATOR 7,551 7,928 8,325 8,741 9,178 654 CODE ENFORCEMENT MANAGER 7,437 7,808 8,199 8,609 9,039 000 XXXXXX XXXXXXXX XX XXXXX & RECREATION 6,658 6,991 7,340 7,707 8,093 655 PARKS SUPERINTENDENT 6,658 6,991 7,340 7,707 8,093 658 ASSISTANT CITY ENGINEER 8,752 9,189 9,649 10,131 10,638
Sample 1

Related to Salary Inequities

  • SALARY AND COMPENSATION ARTICLE 56

  • Salary and Fringe Benefits The employee shall be paid a salary which is the pro- rata share of the salary which the employee would have earned had he or she not elected to exercise the option of reduced workload. The employee shall retain all other rights and benefits enjoyed by full-time members of the unit.

  • Overload Compensation ‌ An instructional faculty member may be given overload compensation for additional instructional responsibilities beyond the normal work day or work year. The conditions and compensation of all overload duties shall be established prior to the beginning of additional instructional work. The rate of compensation shall be paid on a prorated salary basis. When calculating the prorated hourly salary under this section, the academic year salary shall be divided by 1344 hours. Faculty members have the option of refusing additional work assignments: when this occurs the rate of compensation will be agreed upon between the employer and the faculty member.

  • Callback Compensation (a) An Employee who is called back to work and who reports for work shall be compensated for a minimum of four (4) hours at the straight time rate for the period worked, or at the applicable overtime rate, whichever is greater. The minimum guarantee of four (4) hours pay at the straight time rate shall apply only once during each eight (8) consecutive hours on standby.

  • Salary and bonus ii. Awards of stock, stock options, and stock appreciation rights. Use the dollar amount recognized for financial statement reporting purposes with respect to the fiscal year in accordance with the Statement of Financial Accounting Standards No. 123 (Revised 2004) (FAS 123R), Shared Based Payments.

  • Callout Compensation A regular employee who is called back to work outside their regular working hours shall be compensated for a minimum of three hours at overtime rates. They shall be compensated from the time they leave their home to report for duty until the time they arrive back upon proceeding directly to and from work.

  • Extra Compensation 1. CTSO Advisors will be paid twenty-five ($25) per hour (capped at eight (8) hours per day) for non-discretionary CTSO activities (e.g., conferences, conventions, and competitions) involving students on days not scheduled as part of the regular school year calendar.

  • Executive Compensation Until such time as the Investor ceases to own any debt or equity securities of the Company acquired pursuant to this Agreement or the Warrant, the Company shall take all necessary action to ensure that its Benefit Plans with respect to its Senior Executive Officers comply in all respects with Section 111(b) of the EESA as implemented by any guidance or regulation thereunder that has been issued and is in effect as of the Closing Date, and shall not adopt any new Benefit Plan with respect to its Senior Executive Officers that does not comply therewith. “Senior Executive Officers” means the Company's "senior executive officers" as defined in subsection 111(b)(3) of the EESA and regulations issued thereunder, including the rules set forth in 31 C.F.R. Part 30.

  • Show-Up Compensation An employee who is scheduled for work and reports for work, except for situations addressed in Article 123--Inclement or Hazardous Conditions, and is released from work shall be paid the equivalent of two

  • Employees' Compensation The Consultant shall be solely responsible for the following:

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