Starting Pay Sample Clauses

Starting Pay. Upon award of bid and subsequent placement in the position, the employee’s starting pay will be the lowest Step in the new Pay Grade that is not less than the current wage. If the employee is awarded a position that is classified in a lower Pay Grade, the employee will be placed in the Step that is closest to his/her current pay, but shall not be guaranteed his current pay (i.e., the Employer shall not redline). If the employee is awarded a position that is classified in the same Pay Grade as his/her current position, the employee shall remain at the same Step until such time as the normal step increase is due (Reference Article XIV, Wages).
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Starting Pay. Newly hired Police Officers will be placed on Step 1 of the Police Officer salary range. Lateral Police Officers with at least two years’ experience as a law enforcement officer and who hold DPSST Basic Certification upon hire will be placed on the appropriate step of the salary schedule based on an evaluation of education, certification, and experience per the city’s compensation administration policy. Non-sworn employees in the association will be placed on the appropriate step of the salary schedule based on an evaluation of education and experience per the city’s compensation administration policy. Police Officers who promote to Police Sergeant will be placed on the lowest step of the Police Sergeant salary schedule which is no less than 10% above the employee’s current base rate, not to exceed the top step of Police Sergeant.
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Starting Pay. Recognizing the College’s need to attract the best candidates, both parties agree that equal consideration must always be given for internal equity issues. Therefore, external candidates will not be offered a starting salary any higher than six (6) percent above the minimum of the grade’s range for positions, unless the position is determined to be hard-to-fill, as defined below. For technical and hard-to-fill positions, external candidates will not be offered a starting salary any higher than five (5) percent below the midpoint of the grade’s range, which needs to be mutually agreed upon by the Union and the College. Starting salary will be based upon factors such as the candidate’s match to the required and preferred qualifications for the position. Any exceptions to the above must be mutually agreed upon by the College and the Union. Hard to fill positions are designated as those that: • Special or unique competencies required for the position • The availability and quality of candidates possessing the competencies required for the position • The success of recent searches to recruit candidates for this position using indicators such as: • Offer acceptance rates • The proportion of positions filled • The length of time required to fill the position • The salaries in the market for the role typically falls outside the College’s compensation model for this position • Employment trends and labor-market factors using indicators such as geographic factors
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Starting Pay. The starting salary for all newly hired employees shall be established by the Board but shall not be greater than Step 1.
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Starting Pay. New employees hired on or after January 1 of each year will start at the minimum salary for their grade classification. Previous law enforcement experience may be considered in determining the starting salary of a Patrol Officer. Step 2 or 2% above starting wage SD State Certified Officer not working in law enforcement yet (I.E. LATI graduate) Step 3 or 4% above starting wage SD State Certified Officer working with an agency for up to two (2) years Step 4 or 6% above starting wage SD State Certified Officer working with an agency from two (2) to five (5) years
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Starting Pay. The Union understands the College’s need to make positions appealing to outside candidates. However, equal consideration must always be given for internal equity issues. Therefore, outside candidates will not be offered a starting salary any higher than six (6) percent above the minimum of the grade’s range for non-technical positions. For technical and hard-to-fill positions, outside candidates will not be offered a starting salary any higher than ten (10) percent below the midpoint of the grade’s range. Starting salary will be based upon factors such as the candidate’s match to the required and preferred qualifications for the position. Any exceptions to the above must be mutually agreed upon by the College and the Union.
Sample 1
Starting Pay. With the exception of clerical employees, all employees shall be paid at a pay rate of ten percent (10.00%) below the base rate for their classification for a period of twelve (12) months. At the end of twelve (12) months, employees shall be paid the negotiated base rate for their classification.
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Related to Starting Pay

  • Starting Date Unless a specific (fixed) starting date is duly justified and agreed upon during the preparation of the Grant Agreement, the project will start on the first day of the month following the entry info force of the Grant Agreement (NB : entry into force = signature by the Commission). Please note that if a fixed starting date is used, you will be required to provide a detailed justification on a separate note.

  • Starting Salary All bargaining-unit positions will be hired at a starting salary commensurate with their experience. It is expected that those salaries will typically be within 20% of employees within that unit at a similar rank and/or experience level. In exceptional cases, bargaining-unit positions may be hired at a salary above that range contingent on extraordinary experience and extramural funding.

  • Reporting Pay Employees who report for any scheduled shift will be guaranteed at least four (4) hours of work, or if no work is available will be paid at least four (4) hours except when work is not available due to conditions beyond the control of the Hospital. The reporting allowance outlined as herein shall not apply whenever an employee has received prior notice not to report for work. Part-time employees scheduled to work less than seven and one-half (7-1/2) hours per day will receive a pro-rated amount of reporting pay.

  • Lump Sum Payment Upon award of the contract for this improvement, the LA will pay to the STATE, in lump sum, an amount equal to 80% of the LA’s estimated obligation incurred under this Agreement, and will pay to the STATE the remainder of the LA’s obligation (including any nonparticipating costs) in a lump sum, upon completion of the project based upon final costs. Method B - Monthly Payments. Upon award of the contract for this improvement, the LA will pay to the STATE, a specified amount each month for an estimated period of months, or until 80% of the LA’s estimated obligation under the provisions of the Agreement has been paid, and will pay to the STATE the remainder of the LA’s obligation (including any nonparticipating costs) in a lump sum, upon completion of the project based upon final costs.

  • Training Pay City shall pay one and one-half times regular salary rate for training required by the Police and Peace Officers Licensing Law which is taken outside of regular duty hours (approximately 48 hours every three years). The Chief will establish the type and amount of training required.

  • Lump Sum The Change Order cost is determined by mutual agreement as a lump sum amount changing the Contract Sum allowed for completion of the Work. The Change Order shall be substantiated by documentation itemizing the estimated quantities and costs of all labor, materials and equipment required as well as any xxxx-up used. The price change shall include the cost percent allowed for the Contractor's overhead and profit and, if eligible, Time Dependent Overhead Costs.

  • Crediting Payments The receipt of any payment item by Agent shall not be required to be considered a payment on account unless such payment item is a wire transfer of immediately available funds made to Agent’s Account or unless and until such payment item is honored when presented for payment. Should any payment item not be honored when presented for payment, then Borrowers shall be deemed not to have made such payment. Anything to the contrary contained herein notwithstanding, any payment item shall be deemed received by Agent only if it is received into Agent’s Account on a Business Day on or before 1:30 p.m. If any payment item is received into Agent’s Account on a non-Business Day or after 1:30 p.m. on a Business Day (unless Agent, in its sole discretion, elects to credit it on the date received), it shall be deemed to have been received by Agent as of the opening of business on the immediately following Business Day.

  • Lump Sum Payments The retiring allowance shall be paid in annual instalments, to a maximum of three

  • Public Benefit It is Reaction Retail’s understanding that the commitments it has agreed to herein, and actions to be taken by Reaction Retail under this Settlement Agreement, would confer a significant benefit to the general public, as set forth in Code of Civil Procedure § 1021.5 and Cal. Admin. Code tit. 11, § 3201. As such, it is the intent of Reaction Retail that to the extent any other private party initiates an action alleging a violation of Proposition 65 with respect to Reaction Retail’s failure to provide a warning concerning exposure to DEHP prior to use of the Products it has manufactured, distributed, sold, or offered for sale in California, or will manufacture, distribute, sell, or offer for sale in California, such private party action would not confer a significant benefit on the general public as to those Products addressed in this Settlement Agreement, provided that Reaction Retail is in material compliance with this Settlement Agreement.

  • Month A period commencing at 10:00 a.m., Eastern Standard Time, on the first Day of a calendar month and extending until 10:00 a.m., Eastern Standard Time, on the first Day of the next succeeding calendar month. Monthly shall have the correlative meaning.

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