Wage and Salary Plan Sample Clauses

Wage and Salary Plan. Upon ratification of this agreement Employees will be slotted into the next corresponding salary and then shall progress through the pay plan based on the following schedule effective October 1, 2017: Hire / 1st Level $ 39,852.47 $ 40,250.99 $ 40,653.50 2nd Level $ 43,659.60 $ 44,096.20 $ 44,537.16 3rd Level $ 47,466.73 $ 47,941.40 $ 48,420.81 4th Level $ 51,273.86 $ 51,786.60 $ 52,304.47 5th Level $ 55,080.99 $ 55,631.80 $ 56,188.12 6th Level $ 58,888.12 $ 59,477.00 $ 60,071.77 7th Level $ 62,695.25 $ 63,322.20 $ 63,955.42 8th Level $ 66,502.38 $ 67,167.40 $ 67,839.07 Lt 1st Level $ 70,900.35 $ 71,609.35 $ 72,325.44 Lt 2nd Level $ 73,367.22 $ 74,100.89 $ 74,841.90 Lt 3rd Level $ 75,834.07 $ 76,592.41 $ 77,358.33 Shift Training Officer (Capt) $ 78,300.94 $ 79,083.95 $ 79,874.79 Battalion Chief Step 1 $ 80,767.79 $ 81,575.47 $ 82,391.22 Battalion Chief Step 2 $ 84,502.55 $ 85,347.58 $ 86,201.06 Battalion Chief Step 3 $ 88,237.30 $ 89,119.67 $ 90,010.87 If economic conditions improve, the Union and District may mutually agree in years 2 and 3 to reopen Article 21 Compensation for the purpose of collective bargaining in accordance with Chapter 447 F.S.
Sample 1
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Wage and Salary Plan. ‌ Effective the first full pay period following the date of ratification, each employee shall receive a three percent (3%) across-the-board increase to their hourly rate of pay. Wage increases during this Agreement are as shown below, effective the first full pay period of each fiscal year: and further detailed in Appendix I of this Agreement, which is incorporated as a part hereof. FY 2015-16 One and one-half percent (1.5%) across-the-board increase FY 2016-17 One and one-half percent (1.5%) across-the-board increase FY 2017-18 Economic re-opener, per Article 29.1 Should neither party exercise their right to a re-opener of Article 21.1, per Article 29.1, all employees shall receive a one and one-half percent (1.5%) across-the-board increase, effective the first full pay period of FY 2017-18. Pay ranges for each pay grade have been established based upon average after consideration of “Market” salaries, as adjusted for hours worked, with a sixty-five percent (65%) range spread for each classification. All hourly pay rates calculated from Contract Annual Salaries have been rounded to the nearest cent. (See Appendix I). All eligible employees shall receive a one-time lump sum disbursement as follows, effective the first full pay period of Fiscal Year 2015-16: Employees hired between 3/10/2007 and 9/30/2007 $750 Employees hired during Fiscal Year 2007-08 $600 Employees hired during Fiscal Year 2008-09 $400 Employees hired during Fiscal Year 2009-10 $200 As of the date of ratification of this Agreement by both parties, County and Union agree that this one- time lump sum disbursement listed above constitutes full consideration for the work condition concessions of 2007-08. Effective the first full pay period following the ratification of the 2007-2010 Agreement by both parties, the pay ranges will be adjusted in accordance with Appendix I of the 2007-2010 Agreement. Effective the first full pay period following October 1, 2008 and the first full pay period following October 1, 2009, the pay ranges will be adjusted by the South Urban CPI for all Urban Consumers (August Index), not seasonally adjusted, in an effort to stay consistent in the marketplace. The pay range will then be recalculated, if necessary, to maintain a fifty percent (50%) range spread. Effective the first full pay period following the ratification of the 2007-2010 Agreement by both parties, a three percent (3%) pay adjustment will be awarded to each employee, not to exceed the maximum of the pa...
Sample 1
Wage and Salary Plan. Effective the first payroll in July 2024, the City shall grant an across-the-board increase of 5.5%. Effective the first payroll in July 2025, the City shall grant an across- the-board increase of 5.5%. Effective the first payroll in July 2026 the City shall grant an across-the-board increase of 5%. Additionally, the City shall provide eligible employees a one-time, non-PERSable lump sum payment in the gross amount of two thousand dollars ($2,000), less applicable taxes and deductions, to be paid in the first payroll in July 2024. It is expressly understood that this one-time lump sum payment is non- PERSable pay and will not be used for pension calculation. Eligible employees will receive the one-time payment on a check separate from their paycheck.
Sample 1
Wage and Salary Plan. Upon ratification of this agreement Employees will be slotted into the next corresponding salary and then shall progress through the pay plan based on the following schedule effective October 1, 2020 Hire / 1st Level $ 13.73 $41,040.44 2nd Level $ 15.05 $ 44,996.51 3rd Level $ 16.36 $ 48,922.38 4th Level $ 17.66 $ 52,818.05 5th Level $ 18.97 $ 56,743.92 6th Level $ 20.29 $ 60,669.79 7th Level $ 21.60 $ 64,595.66 8th Level $ 23.38 $ 69,896.93 Lt 1st Level $ 24.95 $ 74,606.18 Lt 2nd Level $ 25.80 $ 77,142.90 Lt 3rd Level $ 26.66 $ 79,709.81 Battalion Chief Step 1 $ 28.44 $ 85,022.15 Battalion Chief Step 2 $ 29.72 $ 88,857.12 Battalion Chief Step 3 $ 31.02 $ 92,753.09
Sample 1

Related to Wage and Salary Plan

  • Performance and Salary Review Company will periodically review Executive’s performance on no less than an annual basis. Adjustments to salary or other compensation, if any, will be made by Company in its sole and absolute discretion.

  • Salary Progression 1. For the purposes of determining annual progression from one step to the next, each teacher’s performance will be assessed annually against the appropriate professional standards. 2. When setting performance expectations and development objective(s) with individual teachers for the coming year, the appropriate professional standards against which the teacher is to be assessed should be confirmed between the teacher and the employer. 3. For each teacher to progress annually to their next salary step they will need to demonstrate that they meet the appropriate professional standards.

  • Salary Scale The salary scale applicable to Employees shall be set out hereinafter in the Wage Schedule.

  • Salary Scales ‌ 2.5.1 Effective from 1 January 2024, and subject to the Remuneration provisions in the Terms of Settlement, a 4% increase will apply to all paid and printed rates. The following Allied Divisions shall refer to the applicable schedules for their scales: MIT, UCOL and Otago. 2.5.2 Effective from 1 January 2025, kaimahi will be translated into the following salary scale, which includes the 4% salary increase: Band Step (N/A for UCOL and TOPNZ) Scale Scale 2025 (4%) 40 hours Band Step(N/A for UCOL and TOPNZ Scale 2025 (4%) Scale 2025 (4%)

  • Deferred Salary Leave Plan (1) The deferred salary leave plan enables Employees to take one (1) year of leave from the Public Service and to finance this leave through a deferral of Salary in previous years. (2) Under this plan, participating Employees agree to defer a portion of their Salary for four (4) consecutive Academic Years and the Employer agrees to grant the Employee leave in the fifth year, and to use the amounts deferred in the previous four (4) years to pay the Employee's Salary during the period of the leave. Participation in the plan is subject to operational requirements. (3) During the period of leave, Employees may engage in whatever activities they wish. (4) The individual plan for each participating Employee is a six (6) Academic Year period consisting of the following: (a) The first four consecutive years during which the Employee draws 80% of Salary earned in each of the four years and defers the remaining 20%; (b) The fifth consecutive year in which the Employee takes the leave, and is paid from the amounts deferred above plus any interest earned on the deferred funds; and (c) The sixth consecutive year in which the Employee returns to employment with the Public Service of Nunavut for a minimum of one year. (5) There is no maximum number of Employees allowed to enter the plan. (6) Executive Directors ensure that approved leaves do not impair the future operation of their School Operations. (7) Employees make written application to their Executive Director. Applications should state the proposed start of the Salary deferral and the proposed period of leave. (8) The Executive Director reviews the application and the requirements of the School Operations and notifies the Employee and the respective Department of Finance, Pay and Benefits Officer at least six (6) weeks prior to the start of Salary Deferral. (9) Each participant will sign an agreement covering the details of the plan. (10) In each year of the plan preceding the period of the leave, the Employee will be paid 80% of the applicable Salary. The remaining 20% of Salary will be deferred and this amount will be retained in trust by the Employer to finance payments during the period of leave. (11) The deferred Salary will be placed in a trust fund by the Government and any returns on the investment of the trust will be used to pay the participant during the period of leave. (a) The money held in trust will be pooled with other Government funds and the Employee will be credited with the average rate of return on those funds. (b) Investments will be restricted to those eligible under Section 57(1) of the Financial Administration Act. (c) A statement of the individual's account will be provided at each anniversary of the plan. (12) During the period of leave, the participant shall receive, if on a one (1) year leave, one twenty-sixth (1/26) of the amount deferred plus any trust fund returns in each pay period, less applicable deductions. No additional payments to the participant can be made such as loans, subsidies, Allowances or Salary. (13) Income tax will be deducted in accordance with the provisions of the Income Tax Act and its Regulations. (14) During the first four (4) years of the plan, the Employer shall provide Employee benefits at a level equivalent to 100% of Salary. Benefits and premium recoveries for the period of leave will be governed by the rules for leave without pay. All benefits cease except Health Care Plan, superannuation, supplementary death benefit, disability insurance, and dental coverage. Premiums for these plans are payable by the Employee. Arrangements can be made to have deductions from pay for some of these benefits. (15) Upon return from leave, the Department will place the Employee in the position held at the commencement of the leave. (16) Returning Employees will have their qualifications re-assessed and placed on the appropriate pay scale. (17) The Employer shall cancel participation in the plan and shall refund, within 60 days, the total of the deferred Salary plus earnings from the plan if the Employee dies or employment is otherwise terminated. (18) Where operational requirements would not be met if the Employee proceeded on leave in the fifth year, or where exceptional changes in personal circumstances make the leave unfeasible, the Employer will give the Employee the choice of the following: (a) withdrawing from the plan and taking a refund of the total in the deferred salary account; or (b) deferring the period of leave to either the sixth or the seventh academic consecutive year or to some other mutually agreeable time. (19) Upon withdrawal from the plan the total in the account will be repaid to the Employee within 60 days from the notification of withdrawal.

  • 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.

  • SALARY SACRIFICE ARRANGEMENTS 34.1 Employees covered by this Agreement will have access to salary sacrifice arrangements in addition to the compulsory arrangement detailed above. The requirements of any such arrangements shall ensure that: (a) Accessing a salary sacrifice arrangement is a voluntary decision to be made by the individual Employee. (b) An Employee wishing to enter into a salary sacrifice arrangement will be required to notify their Employer in writing of the intention to do so and have sought expert advice in relation to entering into such an arrangement. (c) The Employer shall meet the cost of implementing the administrative and payroll arrangements necessary for the introduction of salary sacrifice to the Employees under the Agreement. (d) The co-contribution of superannuation payments referred to herein shall be made by way of salary sacrifice arrangements.

  • Separation Compensation In exchange for your agreement to the general release and waiver of claims and covenant not to sue set forth below and your other promises herein, the Company agrees to provide you with the following:

  • SALARY STEP PLAN AND SALARY ADJUSTMENTS Appointments to positions in the City and County service shall be at the entrance rate established for the position except as otherwise provided herein.

  • Deferred Salary Leave Each employer ratifying this Agreement will establish or, as necessary, review and update a deferred salary leave plan consistent with Regulations issued by Canada Revenue Agency under the Income Tax Act. The parties may use the Application, Agreement, and Approval Form as a template (see Appendix H) for the deferred salary leave plan.

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