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SALARY POLICY Sample Clauses

SALARY POLICY. 11.01 Employees shall be paid in accordance with the salary schedule for their positions as specified in Appendix “A” which is part of this Agreement. The steps in the salary ranges are the minimum amounts to be paid an employee in accordance with Section 5 of this Article and shall not be construed to mean an employee may not be advanced to the next step in his/her salary range before having the required service.
SALARY POLICY. (a) Salaries and/or wages are to be calculated monthly and paid semi-monthly in accordance with Appendix A. (b) An employee assigned to perform work in a higher job classification or temporarily replacing another employee in such higher classification except for the purposes of training, shall be paid at the higher rate for the period so employed. This provision shall not apply for brief relief periods of less than one day. The higher rate will not apply when the employee returns to his/her lower category job. (c) An employee temporarily assigned to perform work in a lower classification shall suffer no loss in pay. (d) If any new job classifications are established or if there is a significant change in any job classification(s) set forth in this wage schedule, the parties hereto are agreed to negotiate a rate for the job(s) in question. (e) If the parties are unable to reach agreement then the matter will be settled through the Grievance and Arbitration procedures of this Agreement.
SALARY POLICY. The entire article applies
SALARY POLICYThe salary policy applicable to staff shall be determined within the enter- prise. The federations recommend that salaries be scaled according to the demands of the work and that a salary policy seeking to reward job perfor- mance and improvement in enterprise efficiency and profitability be based either wholly or partly on the following principles: The salary policy:  should be based on the business idea of the enterprise and should support its implementation,  should foster improvement in enterprise efficiency, profitability and competi- tiveness,  should be individual, allowing for the demands and responsibility of individ- ual duties and for the abilities required and results achieved therein,  should reward individual abilities and skills such as mastery of information, managerial ability, good judgement, initiative, innovativity and willingness to co-operate,  should provide individual incentives to specialise and broaden the range of vocational skills,  should support implementation of the common objectives imposed on the community at work, and collaboration across boundaries of function and staff group,  should require management and supervisors to agree with their staff on ob- jectives and to monitor their implementation,  should be of clear, long-term and consistent character, while allowing for flexibility when required by enterprise operating conditions or the business idea,  should comprise criteria that are independent of gender, age and other cor- responding factors not pertaining to the work. It is a condition of a successful salary policy that there is a broad common understanding of its principles and that the salaried employee and supervi- sor hold an annual discussion on job performance and its influence on sala- ries, and specify the future job description and its objectives.
SALARY POLICY. The initial salary for a secretary shall be negotiated between the secretary and the Board of Education. Adjustments to that salary thereafter shall be in accordance with the negotiated agreement. Employees may choose to have their pay deposited directly into the bank of their choice.
SALARY POLICY. Increments for all positions are subject to recommendation through administrative channels to the School Committee. 1. Granting or Withholding Increments – Increments are granted on merit recommendation from the administration and may be withheld if teacher performance and/or professional achievement and attitudes do not, in the opinion of the administration and/or the Committee, warrant the normal salary increment. Teachers who are in danger of not receiving their increments or reappointments shall be given written notice by the administrator concerned fifteen (15) days prior to issuance of teacher contracts.
SALARY POLICYThe salary policy applicable to the staff shall be determined within the enterprise. The federations recommend that salaries be grad- ed according to the demands of the work and that a salary policy seeking to reward job performance and to improve enterprise ef- ficiency and profitability be based either wholly or partly on the following principles: ‐ build on the business idea of an enterprise and support its im- plementation; ‐ support the development of the enterprise’s efficiency, profita- bility and competitiveness; ‐ be individual, allowing for the demands of the individual’s duties and the individual’s responsibilities, competence and perfor- xxxxx; ‐ reward for individual abilities and skills such as information management, management skills, judgement, initiative, innova- tion and cooperative skills; ‐ incentivise individuals to deepen and broaden their professional skills; ‐ support the implementation of any common objectives set for the work community and collaboration across boundaries of functions and personnel groups; ‐ require that management and supervisors agree with their sub- ordinates on objectives and monitor their implementation; ‐ be of clear, long-term and consistent nature, while allowing for flexibility when required by the enterprise’s operating condi- tions or business idea; ‐ have remuneration criteria that are independent of gender, age and other corresponding factors not pertaining to the work. A prerequisite for a successful salary policy is that there is a com- mon understanding of its principles and that a senior salaried employee and a supervisor hold an annual discussion on job per- formance and its influence on salary and specify the future work duties and the related objectives. Minuted note:‌‌
SALARY POLICY. A. Salary Guide- Effective January 1, 2010 Instructor Asst. II Asst. I Assoc. Prof Full Prof. Minimum $31,050 $39,330 $39,330 $45,540 $50715 Maximum $49,758 $58,904 $67,728 $77,960 $89,588
SALARY POLICYEmployees shall be paid in accordance with the salary schedule for their positions as specified in Appendix “A” which is part of this Agreement. The steps in the salary ranges are the minimum amounts to be paid an employee in accordance with Section 5 of this Article and shall not be construed to mean an employee may not be advanced to the next step in his/her salary range before having the required service.
SALARY POLICYSection 1 Employees as defined in Article 5, shall be paid in accordance with the salary schedule for their positions as specified in Appendix "A" which is part of this Agreement. The steps in the salary ranges are the minimum amounts to be paid an employee in accordance with Section 5 of this Article and shall not be construed to mean an employee may not be advanced to the next step in his/her salary range before having the required service. Section 2 Job Descriptions: Are written with the intent to set forth the general duties and requirements of the job and to indicate the level of skill required and shall not be construed as imposing any restriction on the right of the Employer to create a new job or to assign duties to employees other than those specifically mentioned in job descriptions, providing always that if the assignment of such duties changes the job content sufficiently to justify a review of the job rate, the Local Union shall be notified and a revised rate may be negotiated between the Parties. The effective date for the new rate shall be that date the job was submitted for review. Section 3 When a new position is established or the duties of an existing position are significantly changed, the Employer shall set an interim salary and category for such position and notify the Union. The Union, at its discretion, may negotiate the salary and category and if agreement cannot be reached, the matter may be referred to arbitration as provided in this Agreement. Section 4 Promotional Increases: Upon promotion, an employee will be paid at a step in the higher salary range which will ensure the following minimum dollar per month increase: • From Group 1 to Group 2 – $30.00 • From Group 2 to Group 3 – $35.00 • From Group 3 to Group 4 – $45.00 Section 5 Salary Progression: (a) Subject to paragraph (b) of this Section, regular full-time employees shall move from step-to-step in their salary ranges upon completion of the following amounts of service at each step: • Start rate to 6 months rate – 6 months • 6 months – 12 months – 6 months • 12 months – 24 months – 12 months • 24 months – 36 months – 12 months • (b) Advancement from one salary step to another may be withheld due to inadequate performance under the following circumstances: • the employee has been counselled regarding inadequate performance following his/her last job service salary increase and – • notice of intent to withhold the next service salary increase is given to the employee and the...