Step Plan. A. Employed July 1, 1974 or subsequently
B. Employed October 8, 2013 or subsequently
C. Employees covered by this Agreement may not advance to the next higher step if, for the preceding performance rating period, the employee's overall performance was rated at a below standard level (i.e., unsatisfactory, improvement needed). Employees may advance to the next higher step if, for the preceding performance rating period, the employee's overall performance was rated standard or higher. An employee who has received a below standard rating shall receive, if requested by the employee, a supplemental appraisal midway through the employee's next appraisal cycle. Pursuant to Civil Service Rule 5, 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 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. (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).
(ii) If either party provides a Step Plan Notice pursuant to Section 5.21(c)(i), then, within 30 days of the date of the Step Plan Notice, the Company shall deliver to Parent a revised draft of the Preliminary Step Plan (the “Amended 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)(v). 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)(v) or (2) Parent does not timely deliver such notice, the Amended Step Plan shall be deemed acceptable to Parent and shall be deemed to be the Final Step Plan.
(iii) 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 and promptly resolve in accordance with Section 5.21(c)(v) any dispute in connection with an...
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.
Step Plan. A. Employed July 1, 1974 or subsequently
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. 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.
B. Anniversary Step Increases: Eligible employees will receive a one step increase on their "hire" date anniversary. Their step increase will be awarded in conjunction with receiving their annual performance evaluation, which will also be given on their "hire" date anniversary. The following criteria apply: *The step increase will take effect at the beginning of the next full pay period following the employee's "hire" date anniversary. *The step increase will apply only to the employee's "base" rate (without incentives). Incentives will then be added back into the employee's new "base" rate to create their new "current" rate. *In the years following an employee's reaching the maximum of their pay range, our Employee Handbook Policy 6.09 (EXCEL) will apply. *If an employee is already on performance improvement probation on their anniversary date, or if they are placed on performance improvement probation as a result of their anniversary evaluation, they will not receive a step increase until the beginning of the first full pay period following their removal from such probationary status. They will receive no retroactive consideration after returning to regular non-probationary status.
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.
B. Anniversary Step Increases: Beginning October 1, 2005, eligible employees will receive a one step increase on their “hire” date anniversary. Their step increase will be awarded in conjunction with receiving their annual performance evaluation, which will also be given on their “hire” date anniversary. The following criteria apply:
Step Plan. A. Employed July 1, 1974 or subsequently
B. Performance-based Advancement
Step Plan. A. Performance-Based Step Advancement
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.
