Salary Placement for New Hires Sample Clauses

Salary Placement for New Hires. ‌ An annual new hire grid shall be created by February 1 of each year and provided to the PSRP for the sole purpose of initial salary determination for new hires. The new hire grid will increase annually by the CPI-U annualized rate for December of the prior school year and the minimum percent increase shall not be less than 1.5% (floor) or more than 4.5% (ceiling). Experienced OTs will receive credit for their prior service as determined by the Superintendent at the time of their employment. No OT will receive credit for more than 12 years of prior service.
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Salary Placement for New Hires. An Occupational Therapy Staff member may be employed at a salary above that on the Salary Schedule. At the sole discretion of the Board, an Occupational Therapy Staff member may not be given credit on the Salary Schedule for all of their professional experience. The Superintendent shall recommend the placement on the Salary Schedule when an Occupational Therapy Staff member is first employed. Credit for experience must be substantiated by statements from former places of employment. It is the responsibility of the Occupational Therapist Staff member to see that these are submitted to the Superintendent.
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Salary Placement for New Hires. The New Hire Salary Placement Schedules are in Appendix A-1. The rules for new hire salary placement are in Article VI, Paragraph I of this contract. Xxx hires with a bachelor’s degree who were hired prior to the ratification of this contract will have their starting salary adjusted upward in the amount of $2,000. Xxx hires with a master’s degree who were hired prior to the ratification of this contract will have their starting salary adjusted upward in the amount of $4,000. Section 1: Base Salary Increases for Returning Teachers for the 2024-2025 School Year A. Salary Range • Salary Range before increases, excluding TRF: $42,000 to $73,000. • Salary Range after increases, excluding TRF: $43,500 to $73,000. B. Eligibility A teacher who received an evaluation rating of ineffective or improvement necessary in the prior school year is not eligible for any salary increase and remains at their prior year salary, except a teacher who is in the first two full school years of instructing students who receives an evaluation rating of improvement necessary is eligible for a salary increase. Teachers who were not under contract for at least 120 days during the prior school year (or what a year of service equates to according to INPRS) are not eligible for a salary increase.
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Salary Placement for New Hires. The New Hire Salary Placement Schedules are in Appendix A-1. The rules for new hire salary placement in Appendix A-1 are in Article VI, Paragraph I of this contract. Extracurricular Salary Schedule 2023-2024 and 2024-2025 Sc h o o l Years Head Basketball Coach (Boys and Girls) Head Football Coach Athletic Trainer High School Band Director Varsity Baseball Coach Girls’ Head Softball Coach Summer Band Director Supervised Agricultural Experience Schedule III (High School) $4,419 $4,290 Head Track Coach (Boys and Girls) Wrestling Coach (Boys and Girls) Head Swimming Coach ( Boys and Girls) Varsity Cheerleader Sponsor Junior Varsity Cheerleader Sponsor Varsity Basketball Coach Assistant (Boys and Girls) Junior Varsity Basketball (Boys and Girls) Football Coach Assistant High School Band Director Assistant Athletic Director Assistant (.5 time release in addition to the stipend on schedule IV) Volleyball Coach Choral Director Schedule Coordinator → BNL Counseling Schedule Coordinator Orchestra Freshman Basketball Coach (Boys and Girls) Freshman Football Coach Freshman Cheerleader Sponsor Varsity Baseball Coach Assistant (Boys) Softball Coach Assistant (Girls) School Farm ExperienceMiddle School Athletic Director** **This position will remain at Schedule V unless no ECA planning period is provided. In the event and ECA planning period is not provided, this position will move back to Head Drama Coach BNL High School Musical Director Head Cross Country Coach (Boys and Girls) Head Tennis Coach (Boys and Girls) Head Golf Coach (Boys and Girls) Head Soccer Coach (Boys and Girls) Head Unified Track and Field Coach Head Unified Football Coach Schedule VI (Middle School) $2,578 $2,503 Head Middle School Football Coach Head Middle School Basketball Coach (Boys and Girls) Head Middle School Volleyball Coach Middle School Cheerleader Sponsor Wrestling Coach Assistant (Boys and Girls) Swimming Coach Assistant (Boys and Girls) Track Coach Assistant (Boys and Girls) Tennis Coach Assistant (Boys and Girls) Volleyball Coach Assistant Freshman Baseball Coach NLCS Intramurals High School Academic Team Coach Station Manager Vocational Youth Organization K-8 Art Coordinator K-8 Music Coordinator Summer Baseball Coach Soccer Coach Assistant (Boys and Girls) Swimming Coach 2nd Assistant (Boys and Girls) Freshman Volleyball Coach Middle School Track Coach (Boys and Girls) Middle School Basketball Coach Assistant (Boys and Girls) Middle School Football Coach Assistant Middle School Band ...
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Salary Placement for New Hires. Appendix A is the Starting Salary Placement Schedule for New Teachers. Teachers newly hired to the School Corporation will be placed at a salary level in Appendix A that most closely mirrors a current employee with the same degree and same years of experience.
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Salary Placement for New Hires. Initial salary placements for teachers hired after the ratification of this agreement will be computed using Appendix A to identify the appropriate level of creditable experience under Indiana State Teachers Retirement Fund (ISTRF). Any teacher joining staff at Xxxxxx Community Schools with previous experience will be placed at a step that mirrors a current teacher at Xxxxxx based on years of experience with INPRS (TRF) and education. If the Superintendent deviates outside of the new hire placement rules in this agreement, then he/she will gain the approval of the Association President or designee. With respect to Career Center teachers, the following additional rules will apply: 1. One (1) year credit for each year of required work experience on the career center license shall be received by the teacher on the current teacher salary schedule. 2. One (1) year credit for each two (2) years of related work experience beyond the requirements of the career center license shall be received by the teacher on the salary schedule. The maximum credit for related work experience allowed on the salary schedule beyond the career center license requirements shall be ten (10) years. 3. One (1) year will be allowed on the salary schedule for each year of military service, not to exceed four (4) years.
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Salary Placement for New Hires 
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Related to Salary Placement for New Hires

  • Payment for Overtime 1. Except as provided in 2.C.3., below, overtime shall be compensated at one and one-half (1 1/2) times the regular rate. 2. Except as provided in 2.C.3., below, for all regular, limited-term and probationary employees, overtime may be converted to compensatory time or paid for at the option of the agency/department. Consideration shall be given to effectuating the wishes of employees. The maximum number of CTO hours which may be accrued by any employee is eighty (80). If an employee accrues 80 hours of CTO, he/she cannot accrue additional CTO until he/she uses some of the hours in his/her bank; instead, employees will be paid for all overtime work performed in excess of that amount. 3. Overtime hours worked by extra help employees shall be paid. 4. Compensatory time earned and accrued by an employee in excess of thirty-two (32) hours may be scheduled off for an employee by his or her agency/department; however, consideration shall be given to effectuating the wishes of those employees requesting specific compensatory time off periods. 5. No scheduled compensatory time off will be cancelled except in cases of emergency. 6. In no case may an employee's work schedule be changed during the workweek when the purpose of such change is to avoid overtime compensation. 7. Time worked as overtime shall not be used to earn fringe benefits or to serve out probation or merit increase periods. Compensatory time off may be used as part of the established workweek to earn fringe benefits and to serve out probationary and merit increase periods. 8. An employee separating from the County service shall be paid for accumulated compensatory time in a lump sum payment.

  • PAYMENT FOR GOODS AND SERVICES a. DIR Customer shall comply with Chapter 2251, Texas Government Code, or applicable local law, in making payments to the Vendor. Payment under a DIR Contract shall not foreclose the right to recover wrongful payments. b. Payments must be made in accordance with laws and procedures applicable to DIR Customer. c. DIR Customer agrees to pay the rates and/or prices set by DIR with its vendors. DIR Customer understands these rates and/or prices include a DIR administrative fee. d. All purchases executed under a DIR Contract will require a DIR Customer purchase order.

  • Payment for TIPS Sales TIPS Members may make payments for TIPS Sales directly to Vendor, Vendor’s Authorized Reseller, or as otherwise agreed to in the applicable Supplemental Agreement after receipt of the invoice and in compliance with applicable payment statutes. Regardless of how payment is issued or received for a TIPS Sale, Vendor is responsible for all reporting and TIPS Administration Fee payment requirements as stated herein.

  • Payment for annual leave (a) Before going on annual leave, an employee will be paid the amount of wages they would have received for ordinary time worked had they not been on leave during that period. (b) At the election of the employee such payments may be paid in accordance with the usual pay day relevant to the period of leave being taken.

  • Payment for Working Overtime (a) For all work done outside ordinary hours, the rates of pay will be time and a half for the first two hours and double time thereafter. (b) Except as provided in clause 8.4, in computing overtime each day’s work will stand alone. (c) To avoid doubt, overtime provisions for shift workers are contained in clause 10.7.

  • Payment for leave (a) Payment will be made based on the Employee’s ordinary pay for the ordinary hours the Employee would have worked on the day or days on which the leave was taken. (b) An Employee utilising personal leave may take leave for part of a single day. Leave will be deducted from the Employee’s accrued personal leave including, where relevant, for a part day.

  • PAYMENT FOR WORK The H-GAC Customer is responsible for making payment to the Contractor upon delivery and acceptance of the goods or completion of the services and submission of the subsequent invoice.

  • SALARY DETERMINATION FOR EMPLOYEES IN ADULT EDUCATION [Not applicable in School District No. 62 (Sooke)]

  • Payment for period of leave 30.9.1. Each employee before going on leave shall be paid the amount of wage he/she would have received in respect of the ordinary time which he/she would have worked had he/she not been on leave during the relevant periods. For the purpose of this clause and 29.1 wages shall be at the rate prescribed by the relevant part of Schedule 3 for the classification in which the employee was ordinarily employed immediately prior to the commencement of his/her leave.

  • Payment for Unused Sick Leave (a) An employee with less than ten (10) years of FIU service who separates from FIU shall not be paid for any unused sick leave. (b) An employee who has completed ten (10) or more years of FIU service, has not been found guilty or has not admitted to being guilty of committing, aiding, or abetting any embezzlement, theft, or bribery in connection with State government, or has not been found guilty by a court of competent jurisdiction of having violated any State law against or prohibiting strikes by public employees, and separates from FIU because of retirement for other than disability reasons, termination, or death, shall be compensated at the employee's current regular hourly rate of pay for one-eighth of all unused sick leave accrued prior to October 1, 1973, plus one- fourth of all unused sick leave accrued on or after October 1, 1973; provided that one-fourth of the unused sick leave since 1973 does not exceed 480 hours. The compensation in this paragraph 8(4)(b) shall not be given to an employee who starts employment at FIU on or after July 1, 2006. (c) Upon layoff, an employee with ten (10) or more years of FIU service shall be paid for unused sick leave as described in paragraph b., above, unless the employee requests in writing that unused sick leave be retained pending re-employment. For an employee who is re-employed by the University within twelve (12) calendar months following layoff, all unused sick leave shall be restored to the employee, provided the employee requests such action in writing and repays the full amount of any lump sum leave payments received at the time of layoff. An employee who is not re- employed within twelve (12) calendar months following layoff shall be paid for sick leave in accordance with this Policy. (d) All payments for unused sick leave shall be made in lump sum and shall not be used in determining the average final compensation of an employee in any State administered retirement system. An employee shall not be carried on the payroll beyond the last official day of employment, except that an employee who is unable to perform duties because of a disability may be continued on the payroll until all sick leave is exhausted. (e) If an employee has received a lump sum payment for accrued sick leave, the employee may elect in writing, upon re-employment within 100 days, to restore the employee's accrued sick leave. Restoration will be effective upon the repayment of the full lump sum leave payment. (f) In the event of the death of an employee, payment for unused sick leave at the time of death shall be made to the employee's beneficiary, estate, or as provided by law.

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