Wage Study. 8.1.1 It is the purpose of the Elk Grove Unified School District to provide a salary program which insures all employees fair and equitable payment within the District's financial ability for work performed. Pursuant to the collective bargaining process, the Superintendent shall annually submit a salary proposal for Board approval and submission for negotiation which takes into account: a. The financial resources available for salary adjustment and other program improvement. "Available Resources" is defined as total projected income, less costs of maintaining all existing programs at current levels of service. b. The cost of achieving and/or maintaining parity with median total compensation paid in the comparison districts which are listed below: 1. Clovis Unified School District 2. Fremont Unified School District 3. Fresno Unified School District 4. Lodi Unified School District 5. Mt. Diablo Unified School District 6. Sacramento City Unified School District 7. San Xxxx Unified School District 8. Stockton City Unified School District 9. West Contra Costa Unified School District and c. The cost of adjusting total compensation in terms of the December to December change in the National Cost of Living Index. "Total Compensation" is defined as salary plus District contributions to retirement, medical benefits, unemployment insurance, worker’s compensation, and other fringe benefits which may be provided. The distribution of a cost of living adjustment over the components of "total compensation" will be negotiable.

Wage Study. The City is in the process of conducting a wage study. Any adjustments to wages agreed to as a result of the study shall be effective no earlier than January 1, 2017.

See All (4)

Wage Study. 1. The College and the ABS agree that Human Resources will initiate and complete an employee salary study during the 2021-22 fiscal year. Based on the study findings, the College agrees to consider increases for specific employees if identified in the study 2. Process: The study analysis will begin during fall 2021, with the goal of having a recommendation by the end of spring term 2022. Study recommendations shall be shared with the ABS Negotiations Chair and the College President. 3. The ABS Negotiations Chair will have the opportunity to provide feedback to the College President and Human Resources. However, any increase to individual employee salaries is at the sole discretion of the COCC President. 4. In no instance will an ABS member’s salary be decreased. e.

Wage Study. Per the side letter agreement dated May 17th, 2016, the parties agree that they will meet six (6) months prior to the expiration of the agreement to discuss classifications and agencies to be surveyed.

Wage Study. The City will conduct a wage study, to be completed in twelve (12) months of legislation of this Agreement. Any adjustments to wages agreed to as a result of the study shall be effective no earlier than January 1, 2017.

Wage Study. 12.01 The Co-operative Wage Study Manual (herein referred to as "the Manual"), shall be incorporated into this Agreement as Appendix "A" and its provisions shall apply as if set forth in full herein. 12.02 Any mathematical or clerical errors made in the preparation, establishment or application of job descriptions, classifications or standard hourly rates shall be corrected. 12.03 No employee shall be entitled to allege that a wage rate inequity exists, except as otherwise provided. 12.04 There shall be a committee known as the "Flin Flon IBEW CWS Committee" with equal representation consisting of two (2) Union and two (2) management appointees. When CWS meetings occur in Snow Lake, both parties may need to travel to Snow Lake when required. Either party may change its representatives from time to time. 12.05 Meetings of the CWS Committees will be held as required. 12.06 Leaves of absence shall be granted to Union representatives on the CWS Committees to the extent required for handling job descriptions and job classifications during the required stages to administer the Manual. Time lost by members of the committees shall be paid at the respective basic rates of such Union representatives, plus any applicable premiums, including incentive bonuses. 12.07 If the Company and the Unions fail to reach agreement upon any job description, classification or assignment to job class through the procedure provided in the Manual, such matter shall constitute a difference between the Company and the Unions to which Article 27.06 (c) applies and, if no agreement is reached at that stage, shall be settled by arbitration in accordance with Article 28.

Wage Study. 101 It is the purpose of the Elk Grove Unified School District to provide a salary program which insures all employees fair and equitable payment within the District's financial ability for work performed. Pursuant to the collective bargaining process, the Superintendent shall annually submit a salary proposal for Board approval and submission for negotiation which takes into account:

Wage Study. 12.01 The Co-operative Wage Study Manual (herein referred to as “the Manual”), which was referred to as Appendix “A” to the Agreement effective October 1, 1987 shall be reinstituted and its provisions shall apply as if set forth in full herein. 12.02 Any mathematical or clerical errors made in the preparation, establishment or application of job descriptions, classifications or standard hourly rates shall be corrected. 12.3 No employee shall be entitled to allege that a wage rate inequity exists except as otherwise provided. 12.4 There shall be a committee known as the “Flin Flon IAM CWS Committee”, two (2) of whom shall be appointed by the Union. Either party may change its representation from time to time. 12.5 Meetings of the CWS Committees will be held quarterly. 12.6 Leaves of absence shall be granted to Union representatives on the CWS Committees to the extent required for handling job descriptions and job classifications during the required stages to administer the Manual. Time lost by the Union representatives on the CWS Committees shall be paid for by the Company at the respective basic rates of such Union representatives, plus any applicable premiums, including incentive bonuses. 12.7 If the Company and the Unions fail to reach agreement upon any job descriptions, classification or assignment to job class through the procedure in the Manual, such matter shall constitute a difference between the Company and the Unions to which Article 24.07 (c) applies and if no agreement is reached at that stage shall be settled by arbitration in accordance with Article 25. 12.8 Notwithstanding Article 25, if it becomes necessary to arbitrate any grievances through the CWS process, the matter will be heard by Xxxxxxx Xxxxxxx.

Wage Study. 8.1.1 It is the purpose of the Elk Grove Unified School District to provide a salary program which insures all employees fair and equitable payment within the District's financial ability for work performed. Pursuant to the collective bargaining process, the Superintendent shall annually submit a salary proposal for Board approval and submission for negotiation which takes into account: a. The financial resources available for salary adjustment and other program improvement. "Available Resources" is defined as total projected income, less costs of maintaining all existing programs at current levels of service. The cost of achieving and/or maintaining parity with median total compensation paid in the comparison districts which are listed below: 1. Clovis Unified School District 2. Fremont Unified School District 3. Fresno Unified School District 4. Lodi Unified School District 5. Mt. Diablo Unified School District 6. Sacramento City Unified School District 7. San Xxxx Unified School District 8. Stockton City Unified School District 9. West Contra Costa Unified School District and

Wage Study Sample Clauses

Filter & Search

Related Clauses

Parent Clauses

Sub-Clauses