We use cookies on our site to analyze traffic, enhance your experience, and provide you with tailored content.

For more information visit our privacy policy.

Wage Steps Sample Clauses

Wage StepsAny employee who is compensated for at least one thousand twenty (1020) hours per fiscal year (July 1 - June 30) shall be entitled to one (1) step on the salary schedule on July 1 of the subsequent fiscal year.
AutoNDA by SimpleDocs
Wage Steps. In those job classifications for which a series of wage steps have been established, an Employee will be required to spend the specified periods of time at each step, except that a. he shall be given more rapid advancement based on actual prior experience and time in the classifica- tion. b. he may be given more rapid advancement based on actual prior experience on closely related classifica- tions. c. in those departments or occupational groups where it has been a normal practice, he may be awarded a higher step, based on his having attained such a step in another classification with the same or higher wage bracket, or d. an Employee who progresses to the top step of a classification designated by Job Codes 704 through 799 (commonly called A’s) or any higher paying job shall be entitled to the top step of any other clas- sification designated by Job Codes 704 through 799 which the Employee may subsequently hold. e. Records shall be kept of all time an Employee spends in any job classification.
Wage Steps. Effective the first full pay period commencing after the effective date of this Agreement, an increase of 2% as follows: DISPATCHERS Step A B C D D5 E5 E10 E15 E20 Rate $17.82 $20.18 $21.79 $22.65 $22.85 $23.72 $23.88 $24.02 $24.17 Effective the first full pay period after May 1, 2018 an increase of 2% as follows: DISPATCHERS Step A B C D D5 E5 E10 E15 E20 Rate $18.18 $20.58 $22.22 $23.11 $23.30 $24.19 $24.36 $24.50 $24.66 Effective the first full pay period after May 1, 2019, an increase of 2% as follows: DISPATCHERS Step A B C D D5 E5 E10 E15 E20 Rate $18.54 $20.99 $22.66 $23.57 $23.77 $24.67 $24.85 $25.00 $25.15 Step A is the probationary rate. Step B is 1 year after hire date. Step C is 2 years after hire date. Step D is 3 years after hire date. Step D5 is 5 years after hire date. Step E5 is 9 years after hire date. Step E10 is 10 years after hire date. Step E15 is 15 years after hire date. Step E20 is 20 years after hire date.
Wage Steps. All employees shall proceed to the next step on their anniversary date of hire until they have reached top pay.
Wage StepsEmployees will advance from Step 1 through 10 each year on their Continuous Service Date (CSD). If delays in granting the step advancement is due to the failure to submit the necessary paperwork to the Human Resources Department, step advancements will be retroactive to the date of eligibility.
Wage StepsAny employee who is compensated for at least one thousand twenty (1020) hours per fiscal year (July 1 - June
Wage Steps. A. Effective January 1, 2019, all employees covered by this agreement shall be paid in accordance with the following schedule which reflects a 0% increase: Classification Step 1 (Start) Step 2 (6 Months) Step 3 (1 Year) Step 4 (2 Years) Step 5 (9 Years) Step 6 (13 Years) Dispatcher $18.76 $19.63 $20.33 $21.14 $21.46 $21.87 Dispatcher I $22.19 $22.51 $22.84 Dispatcher II $23.21 $23.47 $23.93 Dispatcher III $23.85 $24.17 $24.56 Patrolman $20.32 $20.88 $21.76 $22.81 $23.12 $24.54 Patrolman I $23.95 $24.28 $24.67 Patrolman II $25.08 $25.42 $25.82 Patrolman III $25.74 $26.14 $26.50 Sergeant $23.95 $25.11 $25.20 $25.26 $25.46 $25.85 Sergeant I $26.50 $26.74 $27.19 Sergeant II $27.79 $28.00 $28.40 Sergeant III $28.51 $28.78 $29.17
AutoNDA by SimpleDocs
Wage Steps. An Employee will be paid 80% of the base wage and receive a step increase of 5% of the base wage rate on each successive July 4th until s/he reaches 100% of the base wage rate. Step Effective Date of Wage Rate Change for a Regular Employee Percent of Section 2 base wage rates 1 After orientation/training (whichever is later) 80% 2 July 4th immediately following the date of hire 85% 3 The following July 4th 90% 4 The following July 4th 95% 5 The following July 4th 100%
Wage Steps. An employee advances to the next wage step on the anniversary date of their Dispatcher-Field Supervisor position. Dispatch/Field Supervisor Current 5.0%Market Adjustment 3.5% (3.0% Market Adjustment + 0.5% COLA) 2.5% COLA 0.5% Market Adjustment 7/1/2023 Full Execution of Contract Extension 1/1/2024 1/1/2025 7/1/2025 Step 1 $28.19 $29.60 $30.64 $31.40 $31.56 Step 2 $29.06 $30.51 $31.58 $32.37 $32.53 Step 3 $29.96 $31.46 $32.56 $33.37 $33.54 Step 4 $30.89 $32.43 $33.57 $34.41 $34.58 Step 5 $31.82 $33.41 $34.58 $35.44 $35.62 Step 6 $32.77 $34.41 $35.61 $36.50 $36.69 Step 7 $33.77 $35.46 $36.70 $37.62 $37.81

Related to Wage Steps

  • Agricultural cooperation The aims of the cooperation on agriculture will be: (a) to promote sustainable rural development through the exchange of experience, generation of partnership and execution of projects in areas of mutual interest such as: agricultural innovation and technology transfer for the development of small farming, the conservation and management of the water resource for agricultural use, the application of good agricultural and agro industrial practices, including gender approach in development policies and strategies, among others; (b) to promote the exchange of relevant information for agricultural exports between the 2 markets; and (c) to develop a training program addressed to leader producers, technicians and professionals for the application of new technologies in order to increase and improve agriculture and animal husbandry productivity and competitiveness, in particular of value added products.

  • Sick Leave Verification Process a. The new school district shall provide the employee with the necessary verification form at the time the employee receives confirmation of employment in the school district. b. An employee must initiate the sick leave verification process and forward the necessary verification forms to the previous school district(s) within ninety (90) days of commencing employment with the new school district. c. The previous school district(s) shall make every reasonable effort to retrieve and verify the sick leave credits which the employee seeks to port.

  • Safety Precautions Resident acknowledges that neither Owner nor any of its agents, employees or representatives has made any representations or warranties, either written or oral, concerning the safety of the Property, the bedroom space or any apartment, or the effectiveness or operability of any security devices or safety, health or security measures at the Property, the bedroom space or any apartment. Resident acknowledges that Owner neither warrants nor guarantees the safety or security of residents or their Guests against any criminal or wrongful acts of third parties. Resident and his or her Guests are responsible for protecting their own respective person and property and hereby release Owner and its agents, employees and representatives for any and all damage to person and property. Owner’s safety measures are neither a warranty of safety nor a guaranty against crime or of a reduced risk of crime. Resident acknowledges that security devices or measures may be changed or removed by Owner without notice or compensation, and/or may fail or be thwarted by criminals or by electrical or mechanical malfunctions. Therefore, Resident acknowledges that he or she should not rely on such devices or measures and should take steps to protect himself or herself and his or her existing property notwithstanding these devices. Resident agrees to immediately notify Owner’s representative of any malfunctions involving locks and life-safety building components. Should Resident become seriously injured or imperiled at the Property, Resident authorizes Owner and its agents to call 911 Emergency at Resident’s expense, without legal obligation to do so.

  • Cultural cooperation 1. The aims of cultural cooperation will be: (a) to build on existing agreements or arrangements already in place for cultural cooperation; and (b) to promote information and cultural exchanges between the Parties. 2. The Parties will encourage and facilitate, as appropriate, the following activities, including, but not limited to: (a) dialogue on cultural policies and promotion of local culture; (b) exchange of cultural events and promote awareness of artistic works; (c) exchange of experience in conservation and restoration of national heritage; (d) exchange of experience on management for the arts; (e) protecting archaeological monuments and cultural heritage; (f) having a consultation mechanism between the Parties' culture authorities; and (g) cooperation in the audio-visual field, mainly coproduction and training programs in this sector and means of communication, including training, development and distribution activities.

  • Grievance Steps Prior to initiating a formal written grievance pursuant to this Article, an employee or PEF is encouraged to resolve disputes subject to this Article informally with the appropriate immediate supervisor. (a) Step One: The employee or PEF shall present the grievance to the facility or institution head or a designated representative not later than 30 calendar days after the date on which the act or omission giving rise to the grievance occurred. The facility or institution head or designated representative shall meet with the employee or PEF and shall issue a short plain written statement of reasons for the decision to the employee or PEF not later than 20 working days following the receipt of the grievance. (b) Step Two: An appeal from an unsatisfactory decision at Step 1 shall be filed by the employee or PEF, on forms to be provided by the State, with the agency or department head or the designee within 10 working days of the receipt of the Step 1 decision. Such appeal shall be in writing and shall include a copy of the grievance filed at Step 1, a copy of the Step 1 decision and a short plain written statement of the reasons for disagreement with the Step 1 decision. The agency or department head or a designee shall meet with the employee or PEF for a review of the grievance and shall issue a short, plain written statement of reasons for the decision to the employee and to the President of PEF or the President’s designee no later than 20 working days following receipt of the Step 1 appeal. (c) Step Three: An appeal from an unsatisfactory decision at Step 2 shall be filed by PEF through its President or the President’s designee, on forms to be provided by the State with the Director of the Governor’s Office of Employee Relations, or the Director’s designee, within 30 working days of the receipt of the Step 2 decision. Such appeal shall be in writing, and shall include a copy of the grievance filed at Step 1, and a copy of all prior decisions and appeals, and a short, plain written statement of the reasons for disagreement with the Step 2 decision. The Director of the Governor’s Office of Employee Relations, or the Director’s designee, shall issue a short, plain written statement of reasons for the decision within 30 working days after receipt of the appeal. A copy of said written decision shall be forwarded to the President of PEF, or the President’s designee. (d) Step Four: Arbitration: (1) Contract grievances which are appealable to arbitration pursuant to the terms of this Article may be appealed to arbitration by PEF, by its President or the President’s designee, by filing a demand for arbitration upon the Director of the Governor’s Office of Employee Relations within 15 working days of the receipt of the Step 3 decision. If the Step 3 decision has not been issued within the time period for the issuance of such decision, a demand for arbitration may be filed by the President of PEF or the President’s designee at any time after expiration of the time period established for the issuance of the Step 3 decision, except that in no case may a demand for arbitration be filed later than 15 working days after receipt of the Step 3 decision. (2) The demand for arbitration shall identify the grievance, the department or agency involved, the employee or employees involved, and the specific term or provision of the Agreement alleged to have been violated. (3) Within a reasonable time after the effective date of this Agreement, the Director of the Governor’s Office of Employee Relations and the President of PEF, or their designees, shall meet to agree upon a panel of arbitrators selected from lists submitted by the parties. The composition of the panel of arbitrators shall be agreed to by the State and PEF and such panel shall serve for the term of this Agreement. After receipt of the demand for arbitration, the parties shall meet to select an arbitrator from this panel. The essential method of selection of the arbitrator for a particular case shall be by agreement and, if the parties are unable to agree, the arbitrator shall be assigned from this panel on a rotating basis. Initial assignment for rotation shall be determined by lot. (4) Arbitrators shall have no power to add to, subtract from or modify the terms or provisions of this Agreement. They shall confine their decision and award solely to the application and/or interpretation of this Agreement. The decision and award of the arbitrator shall be final and binding consistent with the provisions of CPLR Article 75. (5) Arbitrators shall confine themselves to the precise issue or issues submitted for arbitration and shall have no authority to determine any other issues not so submitted to them nor shall they make observations or declarations of opinion which are not essential in reaching the determination. (6) All fees and expenses of the arbitrator shall be divided equally between parties. Each party shall bear the cost of preparing and presenting its own case. (7) Any party requesting a transcript at an arbitration hearing may provide for one at its expense and, in such event, shall provide a copy to the arbitrator and the other party without cost. (a) The arbitration hearing shall be held within 60 working days after receipt of the demand for arbitration or as soon thereafter as is practicable. (b) The arbitration decision and award shall be issued within 30 calendar days after the hearing is closed by the arbitrator.

  • Income Protection, Trauma and Journey Insurance The Employer is, and will remain during the life of this Agreement, a participating employer in the Nominated Redundancy Fund and an employer member of IPT Agency Co Ltd. IPT Agency Co Ltd administers the insurance schemes covering income protection, trauma and journey accidents (Income Protection, Trauma and Journey Accidents Insurance Schemes).

  • Access and Cooperation Each Party will, and will cause its Other Indemnified Persons to, cooperate and assist in all reasonable respects regarding such Third Party Claim, including by promptly making available to such other Party (and its legal counsel and other professional advisers with a reasonable need to know) all books and records of such Person relating to such Third Party Claim, subject to reasonable confidentiality precautions.

  • SAFETY PRECAUTIONS AND PROGRAMS The Contractor shall be responsible for initiating, maintaining and supervising all safety precautions and programs in connection with the Work.

  • Fire Precautions Specific fire precautionary measures listed in C7.2 shall be applicable during Pur- chaser’s Operations in “Fire Precautionary Period” de- scribed in A12. Contracting Officer may change the dates of Fire Precautionary Period by advance written notice, if justified by unusual weather or other conditions. Required tools and equipment shall be kept in serviceable condition and immediately available for fire fighting at all times dur- ing Purchaser’s Operations in Fire Precautionary Period.

  • Name Collision Report Handling 6.3.1 During the first two years after delegation of the TLD, Registry Operator’s emergency operations department shall be available to receive reports, relayed by ICANN, alleging demonstrably severe harm from collisions with overlapping use of the names outside of the authoritative DNS. 6.3.2 Registry Operator shall develop an internal process for handling in an expedited manner reports received pursuant to subsection 6.3.1 under which Registry Operator may, to the extent necessary and appropriate, remove a recently activated name from the TLD zone for a period of up to two years in order to allow the affected party to make changes to its systems.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!