Step Plan. A. Employed before July 1, 1974 Employees as of June 30, 1974, having an appointment as a result of blanketing- in, suspension of competitive examination or certification from an eligible list, who has served in his/her class for at least fifty-two (52) weeks at the respective Step, shall advance on the first day of the next succeeding biweekly pay period to the next higher step within the range prescribed herein for his/her class. This provision shall apply as long as the employee has unbroken service, even though he/she may change classification.
Step Plan. Employees on a step range will be eligible to receive periodic step increments upon the accrual of twenty-six (26) accruable pay cycles. The hourly rate of employees will be automatically increased “one step increment” on their periodic increment date through step 6 of the pay range, while increases to steps above step 6 will be for merit which shall be defined as employee having satisfactorily met a majority of their goals and demonstrated performance competency expectations as so indicated by the Supervisor on their End-of-Year Performance Review and confirmed at the time of merit increase. Employees will be eligible for step increases on the first day following the accrual of twenty-six accruable pay cycles. Such consideration shall be given annually until an employee reaches the maximum step of the salary range. For purposes of this section, “one-step increment” is defined as follows: For compensation grade profiles identified with “Inc 2”, one step increment will be defined as advancing incrementally by either even-numbered or odd-numbered steps depending on their position on the pay range, with the last possible step being the highest step in the range. (Example: Depending on the employee’s initial position on the pay range, employees on Step 01 would advance incrementally to steps 03, 05, 07, 09, and 10 and employees on Step 02 would advance incrementally to steps 04, 06, 08 and 10.)
Step Plan. A. Employed July 1, 1974 or subsequently Employees employed on July 1, 1974 or subsequently, having an appointment as a result of suspension of competitive examination or certification from an eligible list, who has served in his/her class for at least twenty-six (26) weeks at Step 1, or at least fifty-two (52) weeks at Steps 2, 3, 4, 5, or 6, shall advance on the first day of the next succeeding biweekly pay period to the next higher step within the range prescribed herein for his/her class.
Step Plan. (i) The parties shall, and shall cause their respective representatives to, work together in good faith to (A) develop a step plan that sets forth, in reasonable detail, the restructuring steps proposed to be taken in connection with or in anticipation of the Separation and the intended U.S. federal income tax consequences of such restructuring steps (the “Preliminary Step Plan”) and (B) modify the Preliminary Step Plan from time to time as mutually agreed by the parties, until Parent and the Company agree in writing to no further modifications to the Preliminary Step Plan, at which time the Preliminary Step Plan shall become final (the “Final Step Plan”). During the last week of each month (or at such other time as mutually agreed by the parties) until the Preliminary Step Plan becomes final or one of the parties elects to apply the procedures set forth in Section 5.21(c)(ii), the parties shall review the progress made on the Preliminary Step Plan and make any changes to the process set forth in this Section 5.21(c)(i) as mutually agreed by the parties. The procedures set forth in this Section 5.21(c)(i) may be terminated by either party at any time for any reason with written notice to the other party (a “Step Plan Notice”), in which case, the procedures set forth in Section 5.21(c)(ii) will apply in lieu of the procedures set forth in this Section 5.21(c)(i).
Step Plan. A. Description of Step Plan Each pay grade will be divided into “steps”, with the minimum of each grade being step 0 and the maximum of each grade being step 12. There will be 3.5% between each step, for a total approximate spread of 51% between the minimum and maximum of each grade. Any future cost of living increases will increase the minimum (step 0) of each pay by whatever percentage COLA is applied. Then, the steps in each pay grade will be adjusted by applying the 3.5% difference between each step starting at step 1.
Step Plan. Effective October 1, 2014, advancement in the step plan on an annual or anniversary date basis as set forth below will be restored prospectively. All full-time and regular part-time bargaining unit members who were employed during the 2011-2014 collective bargaining agreement and who were in a longevity step during that period will receive credit for time served towards progression to the next longevity step. Progression from step 1 to step 2 shall be six (6) months (13 pay periods) based upon satisfactory or above satisfactory job performance. Progression from step 2 to the maximum step in the pay range shall be at one (1) year (26 pay periods) intervals thereafter based upon satisfactory or above satisfactory job performance. If the Public Health Trust should pay an entrance pay rate for a new employee with no experience above Pay Step 1 of the appropriate pay range, all other identical bargaining unit classification shall receive the same pay rate as the entrance pay rate if their pay rate is below the step of the entrance pay rate. However, the Public Health Trust may bring in an applicant above the entrance pay rate based on experience. Qualified internal applicants will be afforded consideration for promotional opportunities.
Step Plan. (i) No later than 60 days after the date hereof, the Company shall deliver to Parent a preliminary step plan that sets forth, in reasonable detail, the restructuring steps proposed to be taken in connection with or in anticipation of the Separation and the intended U.S. federal income tax consequences of such restructuring steps (the “Preliminary Step Plan”). Following the receipt by Parent of the Preliminary Step Plan, and in connection with Parent’s review thereof, the Company and Parent shall (1) cooperate in accordance with Section 5.21(c)(ii) and (2) work together in good faith to develop an amended Preliminary Step Plan, which shall (A) reflect any modifications agreed upon by the parties hereto, (B) be consistent with the Separation Principles and (C) incorporate the resolution of any dispute with respect to the Preliminary Step Plan in accordance with Section 5.21(c)(iii) (such amended Preliminary Step Plan, the “Amended Step Plan”). The Company shall deliver a draft of the Amended Step Plan to Parent no later than 60 days following the delivery of the Preliminary Step Plan. Parent shall promptly, and in no event later than 30 days following its receipt of the Amended Step Plan, notify the Company in writing of any dispute in connection with the Amended Step Plan, which dispute the parties hereto shall promptly resolve in accordance with Section 5.21(c)(iii). In the event that (1) Parent timely delivers such notice, any disputed matter reflected in the Amended Step Plan shall be determined in accordance with Section 5.21(c)(iii) or (2) Parent does not timely deliver such notice, the Amended Step Plan shall be deemed acceptable to Parent (the Amended Step Plan, as finally determined, the “Final Step Plan”). The Company and Parent shall work together in good faith to update the Final Step Plan from time to time to reflect any agreed-upon modifications thereto. The Company shall, and shall cause its Subsidiaries to, effect the Separation in accordance with the Final Step Plan.
Step Plan. A. Performance-Based Step Advancement Effective October 8, 2013, employees having an appointment as a result of suspension of competitive examination or certification from an eligible list, who have served in his/her class for at least 52 weeks at each step shall advance on the first day of the next succeeding biweekly pay period to the next higher step within the range prescribed herein for his/her class. Employees shall advance to the next higher step, if for the preceding performance rating period, the employee's overall performance was rated meets or exceeds expectations or higher or standard or higher. Employees who do not advance to the next step because they have received a performance rating below meets or exceeds expectations or below standard, shall receive, if requested by the employee, a supplemental appraisal midway through the employee's next appraisal cycle. This supplemental appraisal shall be dated from the date of the previous rating period and will adjust the beginning date of the next appraisal. The administrative appeal process set forth in the Civil Service Rule 5.1.6 shall be available to employees who have been rated below standard and thereby denied a step increase. If the employee receives a meet or exceeds expectations or a standard rating on the supplemental evaluation, he/she will receive his/her step increase effective the first day of the first pay period following such evaluation.
Step Plan. A. Employed July 1, 1974 or subsequently Subject to the provisions of B below, employees employed on July 1, 1974 or subsequently, having a permanent or interim appointment as a result of blanketing-in, suspension of competitive examination or certification from an eligible list, who have served in his/her class for at least fifty-two (52) weeks at the respective step, shall advance on the first day of the next succeeding biweekly pay period to the next higher step within the range prescribed herein for his/her class.
Step Plan. Parent has made available to Buyer a true and complete copy of the Step Plan and has or will make available prior to the Closing true and complete copies of the implementing documents in respect thereof (the “Carve-Out Documents”). Each of the Carve-Out Documents (a) is or when executed will be a valid and binding agreement of the parties thereto, #88810454v1 enforceable in accordance with its terms, except as such may be limited by bankruptcy, insolvency, reorganization, moratorium or other Laws affecting creditors’ rights and remedies generally, and by general equitable principles, (b) does not (or, when executed and consummated, will not) violate any applicable Law and (c) will not result in any liability or cost to any Company or any Subsidiary, except as specifically provided in such Carve-Out Document (including the assumption of any liability or cost specifically provided in such Carve-Out Document) and consented to by Buyer in accordance with Section 5.15.
