SALARY PLAN AND PREMIUM PAYS Sample Clauses

SALARY PLAN AND PREMIUM PAYS. Effective the first pay period of January 2023, the Police Sergeant job classification salary range for top step shall be maintained at 21% above that of the Burlingame Police Officer job classification top step salary. Effective February 22, 2023 (the first date after City Council approval in Open Session), there will be an increase in base salary for all classes of two percent (2%). Effective February 22, 2023, there will be an equity adjustment for all classes of the three percent (3%). Effective the first pay period of January 2024, there will be an increase in base salary for all classes of five percent (5%). Effective the first pay period of January 2025, there will be an increase in base salary for all classes of four percent (4%). 5.1 Premium Pays will be provided as follows: 5.1.1 A sergeant assigned to a shift from 18:00 – 06:00 shall receive a 6% shift differential. Shift differential is compensation to employees who are routinely and consistently scheduled to work other than a standard “daytime’ shift. 5.1.2 A sergeant that is not assigned to the shift defined above will qualify for a 6% shift differential if more than one-half (½) of the sergeant’s shift is from 18:00 – 06:00. The differential will apply to the entire shift. If less than one-half (1/2) the shift is between 18:00 - 06:00, the differential will only apply to the hours worked within 18:00 - 06:00. 5.1.3 The City will provide a 5% premium pay differential to employees designated as bi-lingual service providers, requiring communication skills in languages other than English. Such designation will be pursuant to the City’s Administrative Procedure. 5.1.4 Sergeants assigned to Detective, Traffic, Administrative Services and Crime Prevention shall receive a 7.0% differential. In exchange for this differential, Sergeants assigned to Traffic, Administrative Services and Crime Prevention will forego 16 hours of Paid Administrative Leave. Effective January 1, 2020, Sergeants will no longer receive Administrative Leave. Detective Premium is compensation paid to Police Sergeants who are routinely and consistently assigned to a detective or investigative division. Traffic Premium is compensation paid to Police Sergeants who are routinely and consistently assigned to the Traffic Unit. 5.1.5 The education increment for POST certifications shall be considered as wages for the purposes of computing overtime and holiday pay. 5.1.5.1 An employee with a POST certificate shall receive a premium pay ...
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SALARY PLAN AND PREMIUM PAYS. ‌ Effective the first pay period of January 2022, there will be an increase in base salary for all classes of two percent (2%).
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SALARY PLAN AND PREMIUM PAYS. Effective the first pay period of January 2006, there will be an increase in base salary for all classes of 2.0%. (Appendix A) Effective the first pay period of Janua ry 2007 the base salary for all classes shall be increased by 3.5%. Effective the first pay period January 2008 the base salary for all classes shall be increased by 3.5%. 6.1 Premium Pays will be provided as follows: A Watch – 0 B Watch – 6% E Watch – 6% C Watch – 0 D Watch – 4%
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SALARY PLAN AND PREMIUM PAYS. Effective the first pay period of January 2023, there will be an increase in base salary for all classes of two and a half percent (2.5%). Effective the first pay period of January 2023, there will be an equity adjustment for all classes of three percent (3.0%). Effective the first pay period of January 2024, there will be an increase in base salary for all classes of five percent 5.0%). Effective the first pay period of January 2025, there will be an increase in base salary for all classes of four percent (4.0%). 5.1 Premium Pays will be provided as follows:
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SALARY PLAN AND PREMIUM PAYS. Effective February 22, 2023, there will be an increase in base salary for all classes of two percent (2%). Effective February 22, 2023, there will be an equity adjustment for all classes of three percent (3%). Effective the first pay period of January 2024, there will be an increase in base salary for all classes of five percent (5%). Effective the first pay period of January 2025, there will be an increase in base salary for all classes of four percent (4%).
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SALARY PLAN AND PREMIUM PAYS 
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Related to SALARY PLAN AND PREMIUM PAYS

  • Overtime and Premium Pay A nurse shall be paid at the rate of one and one- half (1½) times the nurse’s regular hourly rate of pay for all hours worked in any one category listed below, including statutory overtime pay under 9.4.1 or premium pay under 9.4.2 through

  • Benefits; Expenses During the Term, the Company shall provide Executive and his dependents with medical insurance and such other cash and noncash benefits, on the same terms and conditions, as amended from time to time, as are generally made available by the Company to its full-time executive officers. Executive shall be entitled to four (4) weeks of paid vacation per year. The Company shall pay, or reimburse Executive for, all business expenses incurred by Executive which are related to the performance of Executive's duties, subject to timely submission by Executive of payment or reimbursement requests and appropriate documentation, in accordance with the Company’s reimbursement policies.

  • Salary Scale The salary scale applicable to Employees shall be set out hereinafter in the Wage Schedule.

  • Separation Allowance If a regular full-time or regular part-time employee resigns within thirty (30) days of receiving notice of layoff, the employee shall be entitled to a separation allowance of two (2) weeks for each year of continuous service to a maximum of (26) weeks pay, and, on production of receipts from an approved educational program, within twelve (12)months of resignation, may be reimbursed for tuition fees up to a of three thousand dollars ($3,000). The displacement procedure prescribed by Article shall not operate to permit more than two displacements and the third person so displaced shall only have the right to displace another employee who has lesser bargaining unit and who is the least senior employee in all lower or identical paying classifications in the bargaining unit. This will also apply to bumping into part-time which will mean another two (2) bumps provided that the full-time employee has more seniority. The Hospital shall give each employee the bargaining unit who has actually been laid off following the completion of the bumping process, and who is to be laid off for a period of more than thirteen (13)weeks, three (3)months notice in writing of the employee’s xxx-xxxxx at the discretion of the Hospital, pay in lieu of notice. In other cases of lay-off, that exceeds two weeks, the shall give an employee in the bargaining unit acquired one weeks notice, provided however, such notice shall not be required if the lay-off occurs because of emergencies. For example: power failure, act of God, equipment breakdown, or any other conditions beyond the reasonable control of the Hospital. Article as long as there is not a laid off senior employee who is eligible for an employee who is laid off, or an employee who has displaced an employee in another position as a result of the layoff, or an employee to work in a different position than the one the employee held prior to the layoff, be entitled to to the position the employee held prior to the layoff should it become vacant within twenty-four (24) months of the layoff, provided the employee remains qualified and able to the duties of the position. Employees who have been laid off (i.e. are no longer in the Hospital) for up to (24) calendar months shall be recalled to or lower-rated classifications in the order of their seniority, provided they have the qualifications and ability to perform the available work and this not require posting. The hospital shall notify the employee of recall by registered mail, addressed to the last address on record with the hospital. The notification shall state the job to which the employee is eligible to be and the date and time at which the employee is to report for work. An employee given notice of recall by registered have three (3) days after receipt of such notice to the employee's intention, in to return to work on the date specified by the Employer or another date as mutually agreed. Any employee who does not so shall be deemed to have ceased with the Employer. The Employer be entitled to rely, for ail purposes, on the latest address of the employee contained in the records of the Employer. No new employee shall be hired in a in which a layoff has taken place employees laid off from that classification or displaced out of the classification who have been laid off or displaced for up to twenty-four (24) calendar months and are eligible for recall as prescribed in this article have been given the opportunity to to work in the classification from which the employees were laid off or displaced.

  • Salary Progression 1. For the purposes of determining annual progression from one step to the next, each teacher’s performance will be assessed annually against the appropriate professional standards. 2. When setting performance expectations and development objective(s) with individual teachers for the coming year, the appropriate professional standards against which the teacher is to be assessed should be confirmed between the teacher and the employer. 3. For each teacher to progress annually to their next salary step they will need to demonstrate that they meet the appropriate professional standards.

  • Salary Scales ‌ 2.5.1 Effective from 1 January 2024, and subject to the Remuneration provisions in the Terms of Settlement, a 4% increase will apply to all paid and printed rates. The following Allied Divisions shall refer to the applicable schedules for their scales: MIT, UCOL and Otago. 2.5.2 Effective from 1 January 2025, kaimahi will be translated into the following salary scale, which includes the 4% salary increase: Band Step (N/A for UCOL and TOPNZ) Scale Scale 2025 (4%) 40 hours Band Step(N/A for UCOL and TOPNZ Scale 2025 (4%) Scale 2025 (4%)

  • Salary Payments Salaries shall be paid fortnightly by direct credit to the employee’s nominated bank account except that individual employees may on religious or ethical grounds apply in writing to the Secretary for Education to be paid by cheque.

  • - Separation Allowances (a) Where an employee resigns within 30 days after receiving notice of layoff pursuant to article 9.08(a)(ii) that his or her position will be eliminated, he or she shall be entitled to a separation allowance of two (2) weeks' salary for each year of continuous service to a maximum of twelve (12) weeks' pay, and, on production of receipts from an approved educational program, within twelve (12) months of resignation, may be reimbursed for tuition fees up to a maximum of three thousand ($3,000) dollars. (b) Where an employee resigns later than 30 days after receiving notice pursuant to Article 9.08(a)(ii) that his or her position will be eliminated, he or she shall be entitled to a separation allowance of four (4) weeks' salary, and, on production of receipts from an approved educational program, within twelve (12) months of resignation, may be reimbursed for tuition fees up to a maximum of one thousand two hundred and fifty ($1,250) dollars."

  • SALARY INDEMNITY PLAN ALLOWANCE 1. The employer shall pay monthly to each employee eligible to participate in the BCTF Salary Indemnity Plan an allowance equal to 2.0% of salary earned in that month to assist in offsetting a portion of the costs of the BCTF Salary Indemnity Plan. 2. In paying this allowance, it is understood that the employer takes no responsibility or liability with respect to the BCTF Salary Indemnity Plan. 3. The BCTF agrees not to alter eligibility criteria under the Plan to include groups of employees not included as of July 1, 2006.

  • Severance Allowance A laid-off employee shall be entitled to severance allowance pursuant to Article 55.

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