SALARY POLICY. 11.01 Employees shall be paid in accordance with the salary schedule for their positions as specified in Appendixes “A-1 & A-2” which are part of this Agreement. The steps in the salary ranges are the minimum amounts to be paid an employee in accordance with
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 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. 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 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. The 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. Section 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 his/her salary range before having the required service.
Section 2 Job (Position) Descriptions Job (position) descriptions are written with the intent to set forth the basic purpose and major responsibilities and indicate the minimum qualifications in terms of education, experience, technical competencies and behavioural competencies. These descriptions shall not be construed as imposing any restrictions on the right of the Employer to create a new position or assign duties to employees other than those specifically mentioned in the position descriptions, which then would be updated and forwarded to the union without delay. Future minimum qualifications will be established by management in consultation with the union. Management retains the right to make the final decision.
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 may at its discretion, negotiate with the Employer the salary and category and if agreement cannot be reached the matter may be referred to arbitration as provided in this agreement.
Section 4 Promotion Increases Upon promotion, an employee's salary will be at a step in the higher salary range; which will ensure a minimum of forty dollars ($40.00) per month increase. Promotional increases will be effective from the day the employee assumes the new position.
Section 5 Salary Progression
a) Except as provided in paragraph (b) following, employees shall progress to each such succeeding step in the salary range for their job group in accordance with the length of service required to qualify for such step.
b) An employee placed on a step in their salary range at a point higher than they would qualify for length of service (on being hired, or promoted in accordance with Section 4 of this Article) shall move to the next step in their salary range upon completion of six (6) month's service following such placement, subject to paragraph (c) of this Section.
c) Advancement from one (1) salary step to another may be withheld due...
SALARY POLICY. EBCHR's salary policy was created to help achieve consistent pay practices, to comply with federal and state laws, to offer competitive salaries within our labor market, and to recognize increasing levels of skill, experience, and abilities. Because recruiting and retaining quality employees is critical to achieving our goals, EBCHR is committed to paying its employees equitable wages that reflect the requirements and responsibilities of their positions within the confines of what is appropriate for a 501(c)(3) organization like EBCHR. Salaries are reviewed annually and may be adjusted depending upon a variety of factors including the organization budget, salary data, the pay practices of comparable employers, employee and organizational performance, and the cost of living.
