Salary regression Sample Clauses

Salary regression. The Secretary may reassign an employee to an EL2 or an EL2.1 position if the employee is no longer performing duties at the higher work value of an EL2.1 or an EL2.2 respectively. Where reassignment is from EL2.2 to EL2.1, the employee's salary within the EL2.1 range is to be determined consistent with paragraph G4.2. Where reassignment is to an EL2 position, the employee's salary may not be regressed below the EL2 level and takes into account performance progression that would have occurred at the previous level, but for the period at the higher level. G5 Additional Responsibility Pay Additional Responsibility Pay (ARP) is paid to employees performing work of a higher work value level than their substantive classification. XXX is not payable for every instance of an employee performing a task that is of a higher work value than their current position. Only when the higher work value is regularly performed and forms a substantial proportion of the duties should ARP be considered. The usual minimum period is two weeks for ARP to be paid. Further information  Additional Responsibility Pay  Supervisors Toolkit – Additional Responsibility Pay G5.1 The Secretary may approve Additional Responsibility Pay (ARP) for the temporary performance of duties at a higher work level by an employee. Periods of ARP will usually be two consecutive weeks or more in duration, unless the Secretary approves a shorter period of ARP. ARP is to be approved for the entire period an employee is required to perform duties at a higher work level, and no employee is to be required to perform duties at a higher level without ARP. G5.2 In determining whether ARP should be approved under paragraph G5.1, the Secretary will consider a range of factors including:
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Salary regression. The Director-General may reassign an employee to an EL2 or an EL2.1 position if the employee is no longer performing duties at the higher work value of an EL2.1 or an EL2.2 respectively. Where reassignment is from EL2.2 to EL2.1, the employee’s salary within the EL2.1 range is to be determined consistent with clause C4.3. Where reassignment is to an EL2 position, the employee’s salary may not be regressed below the EL2 level and takes into account salary progression that would have occurred at the previous level, but for the period at the higher level.‌
Sample 1

Related to Salary regression

  • Salary Reduction A reduction in pay from one step to another, which is not below the minimum rate established for the position by the salary plan. A copy of the notice of reduction shall be sent promptly to the City Manager Department for inclusion in the employee's official personnel file.

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

  • Dependent Care Salary Reduction Plan The Employer agrees to maintain the current dependent care salary reduction plan that allows eligible employees, covered by this Agreement, the option to participate in a dependent care reimbursement program for work-related dependent care expenses on a pretax basis as permitted by federal tax law or regulation.

  • Salary/Wages Grantee shall list personnel involved, position classification, direct salary rates, and hours spent on the Project in accordance with Attachment 3, Grant Work Plan in their documentation for reimbursement or match requirements.

  • Salary Scales 1. In the settlement of the Kindergarten Teachers, Head Teachers and Senior Teachers' Collective Agreement 2000-2002 the parties committed themselves to the implementation of pay parity for kindergarten teachers. Senior teacher K3 and K4 salaries were benchmarked to the base salary (excluding the roll-based supplementary component) of a primary U2 and U3 principal respectively.

  • Elective Deferrals An Employee will be eligible to become a Contributing Participant in the Plan (and thus be eligible to make Elective Deferrals) and receive Matching Contributions (including Qualified Matching Contributions, if applicable) after completing 1 (enter 0, 1 or any fraction less than 1) Years of Eligibility Service.

  • Show-Up Compensation An employee who is scheduled for work and reports for work, except for situations addressed in Article 123--Inclement or Hazardous Conditions, and is released from work shall be paid the equivalent of two

  • Extra Compensation 1. CTSO Advisors will be paid twenty-five ($25) per hour (capped at eight (8) hours per day) for non-discretionary CTSO activities (e.g., conferences, conventions, and competitions) involving students on days not scheduled as part of the regular school year calendar.

  • Salary Schedule Progression Employees shall progress from step to step in salary grade on the basis of satisfactory job performance based upon established standards of performance. Seasonal employee's initial anniversary date shall be established after being in pay status for two thousand eighty (2,080) hours. Such date shall then be used for annual performance evaluation and step progression consideration. When an employee's anniversary date falls on any day from the first day of a pay week through Wednesday of the pay week, the employee's merit increase shall be effective as of the first day of the pay week within which the anniversary date falls. Otherwise, the merit increase shall be effective on the first day of the next pay week. Grievances arising from the denial of merit increases shall not be arbitrable under this Agreement but shall be processed as follows:

  • 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.

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