Senior Deputy & Officer Incentive Sample Clauses

Senior Deputy & Officer Incentive. In the pay period immediately following a bargaining unit member’s completion of one full year of service upon reaching Step 20, (the last available step under the wage scale set forth in Section 12.1 above,) that bargaining unit member shall receive an additional $100.00 per pay period thereafter in recognition of years of service in law enforcement provided to Shawnee County. Any such pay shall apply to all positions covered by this Memorandum of Understanding.
Sample 1
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Senior Deputy & Officer Incentive. In the pay period immediately following a bargaining unit member’s completion of one full year of service upon reaching Step 20, (the last available step under the wage scale set forth in Section 12.1 above,) that bargaining unit member shall receive an additional $100.00 per pay period thereafter in recognition of years of service in law enforcement provided to Shawnee County. Any such pay shall apply to all positions covered by this Memorandum of Understanding. FOP 2019 Wage Scale (Effective July 1, 2019) Job Code Range Job Title 34020 000 - (XX-0) Xxxxxxxxx 00000 000 - (XX-0) Corporal I 34037 000 - (XX-0) Xxxxxxxx XX 00000 000 - (XX-0) Detective I 34077 000 - (XX-0) Xxxxxxxxx XX 00000 000 - (XX-0) Sergeant I 24037 408 - (SH-8) Sergeant II 21.63 22.07 22.51 22.97 23.43 23.90 24.37 24.85 25.34 25.85 26.36 26.89 27.43 27.98 28.53 29.10 29.67 30.27 30.88 31.49 22.71 23.17 23.63 24.11 24.59 25.09 25.59 26.11 26.63 27.17 27.71 28.27 28.84 29.41 30.01 30.60 31.21 31.84 32.47 33.13 23.86 24.32 24.81 25.30 25.81 26.32 26.85 27.38 27.93 28.49 29.06 29.63 30.23 30.84 31.45 32.09 32.72 33.38 34.05 34.73 25.05 25.55 26.07 26.59 27.13 27.67 28.23 28.80 29.37 29.96 30.56 31.17 31.79 32.43 33.09 33.74 34.42 35.12 35.81 36.53 26.30 26.83 27.36 27.91 28.47 29.04 29.61 30.20 30.81 31.42 32.06 32.69 33.34 34.01 34.69 35.38 36.09 36.81 37.54 38.30 27.62 28.18 28.74 29.32 29.91 30.51 31.12 31.73 32.37 33.02 33.68 34.35 35.04 35.74 36.45 37.19 37.93 38.68 39.46 40.26 29.01 29.58 30.17 30.77 31.39 32.02 32.66 33.31 33.98 34.66 35.35 36.06 36.78 37.51 38.27 39.03 39.81 40.60 41.42 42.24 Steps 402 403 404 405 406 407 408 XXX Xxxx 00 XXX 0000 Xxxx Scale (Effective July 1, 2020) Job Code Range Job Title 34020 000 - (XX-0) Xxxxxxxxx 00000 000 - (XX-0) Corporal I 34037 000 - (XX-0) Xxxxxxxx XX 00000 000 - (XX-0) Detective I 34077 000 - (XX-0) Xxxxxxxxx XX 00000 000 - (XX-0) Sergeant I 24037 408 - (SH-8) Sergeant II Steps 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 402 21.85 22.29 22.74 23.20 23.67 24.14 24.62 25.09 25.59 26.10 26.62 27.16 27.71 28.26 28.82 29.39 29.97 30.57 31.18 31.81 22.94 23.40 23.87 24.35 24.84 25.34 25.85 26.37 26.90 27.44 27.99 28.55 29.12 29.71 30.31 30.91 31.52 32.15 32.80 33.46 24.09 24.56 25.05 25.55 26.06 26.58 27.11 27.65 28.21 28.78 29.35 29.93 30.53 31.14 31.77 32.41 33.05 33.71 34.39 35.08 25.30 25.81 26.33 26.86 27.40 27.95 28.51 29.08 29.66 30.26 30.87 31.48 32.11 32.76 33.42 34.08 34.77 35.47 36.17 36.90 26.56 27.09 27.63 28.19 28.76 29.33 2...
Sample 1

Related to Senior Deputy & Officer Incentive

  • Educational Incentive Pay Effective January 1, 2022, the current Education Incentive Differential (EID) rates from the pre-existing salary schedules shall be eliminated and, in their place, the following Educational Incentive Pay program will be applied. The salary schedules contained in Addendum B reflect the new Educational Incentive pay allowances. Upon successful completion of field training and promotion to the rank of Police Officer, an officer who has received or obtains one of the degrees set forth below from an accredited college or university shall receive an annual incentive allowance added to their hourly rate, as follows: • $1,500 for associate’s degree ($0.723/hour) • $3,000 for bachelor’s degree ($1.446/hour) • $4,500 for master’s degree and above ($2.169/hour) Educational incentives are not cumulative, but rather the employee will be entitled to the highest incentive based on the degree(s) obtained. In the event an employee obtains a new or higher degree during employment, the employee will submit to the Department proof of degree attainment. Upon verification and approval by the Department, within thirty (30) days of submission, the employee’s pay will be adjusted effective on the first day of the pay period following the date of submission by the employee. Any current employee with an EID classification will be adjusted to the non-EID rate, but will receive the annual incentive allowance as part of their hourly rate, spread over twenty-six (26) pay periods. The hourly rate will be calculated by dividing the annual educational incentive by 2,074 hours. Educational incentive pay will be included in the regular rate for overtime purposes. In addition, it will be counted as part of the employee’s annual salary for pension purposes, consistent with the prevailing Fire & Police Employees Retirement System regulations, and reflected on the salary schedules.

  • Director of Human Resources The person designated by the County Administrator to serve as the Assistant County Administrator-Director of Human Resources.

  • Human Resources (i) Advice and assistance in relation to the staffing of Party B, including assistance in the recruitment, employment and secondment of management personnel, administrative personnel and staff of Party B;

  • Annual Bonus In addition to Annual Base Salary, Executive shall be awarded, for each fiscal year ending during the Employment Period, an annual bonus (the “Annual Bonus”) in cash at least equal to Executive’s highest annual bonus for the last three full fiscal years prior to the Effective Date (annualized in the event that Executive was not employed by the Company for the whole of such fiscal year). Each such Annual Bonus shall be paid no later than the end of the third month of the fiscal year next following the fiscal year for which the Annual Bonus is awarded, unless Executive shall elect to defer the receipt of such Annual Bonus.

  • Performance Bonus If Employee's employment is terminated by Employee with cause, or by Bank without cause, Employee shall be paid, in addition to the amounts payable under Sections 3.5 and 3.6 of the Agreement: (i) all non-forfeitable deferred compensation, if any; and (ii) unpaid performance bonus payments, if any, payable under Section 4.2 of the Agreement, which shall be declared earned and payable based upon performance up to, and shall be pro-rated as of, the date of termination. Employee shall not be entitled to such unpaid performance bonus payments if Employee's employment is terminated by Bank with cause, or by Employee without cause.

  • Executive Director (a) The HMO must employ a qualified individual to serve as the Executive Director for its HHSC HMO Program(s). Such Executive Director must be employed full-time by the HMO, be primarily dedicated to HHSC HMO Program(s), and must hold a Senior Executive or Management position in the HMO’s organization, except that the HMO may propose an alternate structure for the Executive Director position, subject to HHSC’s prior review and written approval.

  • Executive Compensation Until such time as the Investor ceases to own any debt or equity securities of the Company acquired pursuant to this Agreement or the Warrant, the Company shall take all necessary action to ensure that its Benefit Plans with respect to its Senior Executive Officers comply in all respects with Section 111(b) of the EESA as implemented by any guidance or regulation thereunder that has been issued and is in effect as of the Closing Date, and shall not adopt any new Benefit Plan with respect to its Senior Executive Officers that does not comply therewith. “Senior Executive Officers” means the Company's "senior executive officers" as defined in subsection 111(b)(3) of the EESA and regulations issued thereunder, including the rules set forth in 31 C.F.R. Part 30.

  • Compensation Committee (A) The Compensation Committee shall be composed of not more than five (5) members who shall be selected by the Board of Directors from its own members who are not officers of the Company and who shall hold office during the pleasure of the Board.

  • Incentive Pay (1) For any calendar year: in which twenty-five percent (25%) of the number of members employed as of January 1 of each year are rated as either Level II or Level III in every phase of the PFT then

  • Sick Leave Incentive Program MSUAASF and Minnesota State may develop a sick leave incentive program through the establishment of a joint committee.

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