SCHEDULE B COMPENSATION Sample Clauses

SCHEDULE B COMPENSATION. Teachers employed at Xxxxxx Schools will be given preference for all positions if the administration determines they are qualified. (This is not subject to the grievance procedure.)
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SCHEDULE B COMPENSATION. Teachers employed at Xxxxxx Schools will be given preference for all positions if the administration determines they are qualified. (This is not subject to the grievance procedure.) Freshman 2% if l advisor 1% each, if 2 or more Sophomore 2% if 1 advisor 1% each, if 2 or more Junior 8% if 1 advisor 4% each, if 2 or more Senior 4% if 1 advisor 2% each, if 2 or more CLASS ADVISORS1 FFA2 4% FHA3 4% PLAYS 4% per 3-act play or equivalent and approved for general admission BAND4 9% Academic Curricular positions only with approval of the principal. BUSINESS PROFESSIONALS OF AMERICA ADVISOR 4% CURRICULUM COORDINATION COUNCIL CHAIRPERSON 8% DEPARTMENT CHAIRPERSON/CURRICULUM COUNCIL REP. 4% DRIVER EDUCATION $18.50/hr. ENRICHMENT TEAM (Per team) 1% HIGH SCHOOL NEWSPAPER5 7% HIGH SCHOOL YEARBOOK5 8% ELEMENTARY SCHOOL STUDENT COUNCIL 3% MIDDLE SCHOOL STUDENT COUNCIL 3% NATIONAL XXXXX XXXXXXX 3% ODYSSEY OF THE MIND 2% QUIZ BOWL COACH 3% SADD $300.00 SAFETY PATROL $250.00 SCIENCE XXXXX XXXXXXX ADVISOR 1% SCIENCE OLYMPIAD (Per Bldg.) 3% SCHOOL IMPROVEMENT TEAM (Per person) 1% SCHOOL IMPROVEMENT/STRATEGIC PLAN COORDINATOR/GRANT WRITER 12% STUDENT COUNCIL5 4% STUDY COMMITTEE CHAIRPERSON 1% SUMMER AGRICULTURE $3,500 FOOTBALL Varsity Head Football 12% Assistant Football (4 positions) 8% Middle School Football (limit 2 coaches) 4% BASKETBALL Head Basketball 12% Assistant Basketball (JV) 8% Freshman Basketball 8% Middle School Basketball (limit 2 coaches) 4% VOLLEYBALL Head Volleyball 12% Assistant Volleyball (JV) 8% Middle School Volleyball (limit 2 coaches) 4% SOFTBALL Head Softball 10% Assistant Softball (JV) 6% TRACK Head Track 10% Assistant Track (JV) 6% Middle School Track (limit 2 coaches) 4% BASEBALL Head Baseball 10% Assistant Baseball (JV) 6% CROSS COUNTRY Head Cross Country 7% Middle School Cross Country 4% WRESTLING Head Wrestling 12% Assistant Wrestling (JV) 6% Middle School Wrestling (1 coach) 4% GOLF 7% WEIGHT TRAINER (may be split) 8% CHEERLEADING Fall Season Varsity Football Cheerleading 6% Junior Varsity Football Cheerleading 4% *No Freshman Winter Season Varsity Basketball Cheerleading 6% Junior Varsity Basketball Cheerleading 4% Middle School (2 teams, if 2 coaches split 5%) 5% *No Freshman Varsity Coaching positions shall be computed on the experience level in the activity through ten (10) levels (1,2,3,4,5,6,7,8,9,10) of the BA Schedule. The percentage amount for all non-varsity positions shall be computed on the experience level in the activity through si...
Sample 1
SCHEDULE B COMPENSATION. Company shall reimburse Consultant his actual costs of travel, meals, and lodging to the extent reasonable and necessarily incurred by Consultant in rendering services hereunder, which have been pre-approved by the Company in writing. Consultant shall submit a statement for any month in which out of pocket expenses are incurred showing the reimbursable expenses (including receipts and other backup as applicable) payable with respect to services rendered during such month. Company shall, in accordance with its accounting procedures, remit to Consultant the appropriate amount.
Sample 1
SCHEDULE B COMPENSATION. All extra duty compensation will be paid on an extra duty contract and shall not be deemed as part of the teacher’s professional salary compensation. Said compensation is paid for services, which are beyond the normal school day. All Schedule B positions are non-tenure positions. The positions listed below are set forth only for the purpose of providing an amount of pay and are not intended to be mandated, required, or filled. The following activities and percentages shall be considered as part of the extra duty compensation schedule using a base salary of $42,500. In no instance will a Schedule B employee be paid less than they were for the same position in the same sport or activity than they were in the 2012-13 school year as long as they remain consistently in that position. Varsity Head 15% Varsity Asst. (2) 9% JV Head 10% JV Asst. (2) 8% MS Head 6%
Sample 1
SCHEDULE B COMPENSATION. Eligible steps reinstated for 2018-2019
Sample 1

Related to SCHEDULE B COMPENSATION

  • Special Compensation The Company shall pay to the Executive a lump sum equal to three times the sum of (a) the highest per annum base rate of salary in effect with respect to the Executive during the three-year period immediately prior to the termination of employment plus (b) the Highest Bonus Amount. Such lump sum shall be paid by the Company to the Executive within ten business days after the Executive's termination of employment, unless the provisions of Section 3(e) below apply. The amount of the aggregate lump sum provided by this Section 3(c), whether paid immediately or deferred, shall not be counted as compensation for purposes of any other benefit plan or program applicable to the Executive.

  • Extra Compensation The Board shall pay no fees, other than described above, to the PA/E unless authorized by the Board as follows: A. If the scope of the Project or site is changed, the Board and the PA/E shall negotiate a reasonable fee based upon the probable estimated construction cost in changing the scope of the work and the approximate percentage of the estimated construction cost which was used to negotiate this Agreement if, and, as such may be applicable. B. If the DOE or Board requires the PA/E to make major or costly changes to the Schematic, Preliminary or Construction Document Phase submittals, which changes are not caused by architectural or engineering error or oversight, the PA/E shall be paid to redesign for additional expenses in an amount agreed to by the parties. Under no circumstances will the principals of the PA/E and the principals of his consultants be paid a fee in excess of $125.00 per hour.

  • Additional Compensation Notwithstanding anything in this Memorandum of Understanding to the contrary when in the judgment of the Board, it becomes necessary or desirable to utilize the services of County employees in capacities other than those for which they are regularly employed, the Board may authorize and, if appropriate, fix an additional rate of compensation for such employees.

  • Termination Compensation Termination Compensation equal to two (2) times the Executive's Base Period Income shall be paid to the Executive in a single sum payment in cash on the thirtieth (30th) business day after the later of (a) the Control Change Date and (b) the date of the Executive's employment termination; provided that if at the time of the Executive's termination of employment the Executive is a Specified Employee, then payment of the Termination Compensation to the Executive shall be made on the first day of the seventh (7th) month following the Executive's employment termination.

  • Salary Benefits and Bonus Compensation 3.1 BASE SALARY. Effective July 1, 2000, as payment for the services to be rendered by the Employee as provided in Section 1 and subject to the terms and conditions of Section 2, the Employer agrees to pay to the Employee a "Base Salary" at the rate of $180,000 per annum, payable in equal bi-weekly installments. The Base Salary for each calendar year (or proration thereof) beginning January 1, 2001 shall be determined by the Board of Directors of Avocent Corporation upon a recommendation of the Compensation Committee of Avocent Corporation (the "Compensation Committee"), which shall authorize an increase in the Employee's Base Salary in an amount which, at a minimum, shall be equal to the cumulative cost-of-living increment on the Base Salary as reported in the "Consumer Price Index, Huntsville, Alabama, All Items," published by the U.S. Department of Labor (using July 1, 2000, as the base date for computation prorated for any partial year). The Employee's Base Salary shall be reviewed annually by the Board of Directors and the Compensation Committee of Avocent Corporation.

  • Managers Compensation Any or all Managers may receive such reasonable compensation for their services, whether in the form of salary or otherwise, with expenses, if any, as the Board may reasonably determine. Any such compensation and expense will be paid by the Member.

  • Basic Compensation (a) SALARY. Executive will be paid an annual base salary of $115,000.00, subject to adjustment as provided below (the "Salary"), which will be payable in equal periodic installments according to Employer's customary payroll practices, but no less frequently than monthly. The Salary will be reviewed by the Board of Directors not less frequently than annually, and shall be increased on each anniversary of the Effective Date during the term hereof by an amount equal to not less than ten percent (10%) of the prior year's base salary.

  • Annual Compensation The Executive's "Annual Compensation" for purposes of this Agreement shall be deemed to mean the highest level of base salary paid to the Executive by the Employers or any subsidiary thereof during any of the three calendar years ending during the calendar year in which the Date of Termination occurs.

  • Fixed Compensation Each of the Co-Managers will receive certain additional fixed compensation pursuant to separate agreements with Masterworks, which is not tied specifically to this Offering or to any other specific offering, but a portion of which is deemed to be underwriting compensation for this Offering. Such additional fixed compensation relates to (i) a monthly retainer for administrative support services and (ii) fixed compensation payments to representatives of Arete. $8,224 is a reasonable estimate of costs and expenses referenced in clauses (i) and (ii) above that are appropriately allocated to this Offering.

  • Final Compensation Final Compensation for an employee, who is employed by the State for the first time and becomes a member of CalPERS prior to January 15, 2011, is based on the highest average monthly pay rate during twelve (12) consecutive months of employment. Final Compensation for an employee, who is employed by the State for the first time and becomes a member of CalPERS on or after January 15, 2011, is based on the highest average monthly pay rate during thirty-six (36) consecutive months of employment.

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