SALARY POLICY. 11.1 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 the employee’s salary range before having the required service.
SALARY POLICY. Section 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.
SALARY POLICY. (a) Salaries and/or wages are to be calculated monthly and paid semi-monthly in accordance with Appendix A.
SALARY POLICY. The entire article applies
SALARY POLICY. Increments for all positions are subject to recommendation through administrative channels to the School Committee.
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. A. The Board agrees that the initial salary for faculty appointments for the duration of this contract shall not be less than the amount shown below for each rank. These minimum salaries shall also apply to all current members of the bargaining unit in their current rank and shall constitute the minimum for promotion into a higher rank.
SALARY POLICY. The salary policy applicable to staff shall be determined within the enterprise. The federations recommend that salaries be scaled according to the demands of the work and that a salary policy seeking to reward job performance 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 xxxxxx improvement in enterprise efficiency, profitability and competitiveness, − should be individual, allowing for the demands and responsibility of individual 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 objectives 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 corresponding 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 supervisor hold an annual discussion on job performance and its influence on salaries, and specify the future job description and its objectives.
SALARY POLICY. The 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. 11.1 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 may, at its discretion, negotiate with the Employer, the salary and category and if agreement cannot be reached, the matter may be referred to Article 19 (a) – Alternate Dispute Resolution or Article 19 (b) Mediation/Arbitration in this Agreement.
