WAGES AND SALARY SCHEDULE Sample Clauses

WAGES AND SALARY SCHEDULE. 31.01 Effective with the first pay of the 2022 payroll year, all employees shall receive a four percent (4%) increase and be paid according to the following schedule: 2022 Operator-In-Training $20.38 $20.70 $21.05 $21.62 Plant Operator I $22.82 $23.20 $23.57 $24.15 Plant Operator II $26.45 $26.90 $27.33 $27.91 Maintenance Worker* $23.71 $24.07 $24.44 $25.02 *Effective in 2022, payment for the CDL payment of $0.50 per hour shall be rolled into the pay rate for Maintenance worker and the separate payment for CDL license shall cease. 31.02 Effective with the first pay of the 2023 payroll year, all employees shall receive a two percent (2%) increase and be paid according to the following schedule: 2023 Operator-In-Training $20.79 $21.11 $21.47 $22.05 Plant Operator I $23.28 $23.66 $24.04 $24.63 Plant Operator II $26.98 $27.44 $27.88 $28.47 Maintenance Worker $24.18 $24.55 $24.93 $25.52 31.03 Effective with the first pay of the 2024 payroll year, all employees shall receive a two percent (2%) increase and be paid according to the following schedule: 2024 Operator-In-Training $21.21 $21.53 $21.90 $22.49 Plant Operator I $23.75 $24.13 $24.52 $25.12 Plant Operator II $27.52 $27.99 $28.44 $29.04 Maintenance Worker $24.66 $25.04 $25.43 $26.03 31.04 Any Maintenance Worker who receives a Class I license shall receive an additional one dollar and fifty cents ($1.50) per hour, and an additional one dollar ($1.00) per hour for acquiring and maintaining a Class II license. Any employee who receives a Class III license will receive an additional one dollar and twenty-five cents ($1.25) per hour. 31.05 Any employee who receives a Class I, II, or III license shall be reimbursed by the Employer for the costs of the application fee and test fee. All expenses to be incurred must be submitted for pre-approval prior to the exam date. When application is submitted to the EPA to take the exam, the employee must fill out a “Notice of Intent to Attend EPA Test” form supplied by the Employer. If pre-approval is not submitted, reimbursement could be denied. Costs reimbursable by the Employer shall be reimbursed pursuant to the Xxxxxx County Travel Policy in effect at the time of reimbursement. Reimbursement shall only be made to employees who submitted for pre-approval, provided copies of checks and/or money orders, and provided valid receipts for such costs. Employees who take the test on a scheduled workday shall suffer no loss in pay. 31.06 A textbook/testing supplement shall be mad...
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WAGES AND SALARY SCHEDULE. Section 1. Effective the first pay period of each year, all employees will be paid an hourly wage as indicated in the salary schedule set forth below. The schedule reflects general wage increases of three percent (3%) in 2022, two percent (2%) in 2023, and two percent (2%) in 2024. An additional one percent (1%) increase is calculated in the 2022 rate of pay as acknowledgement of the need for bargaining unit members to have and maintain a Commercial Driver’s License. 2022 $21.05 $22.16 $23.26 $23.49 $25.63 2023 $21.47 $22.61 $23.73 $23.96 $26.14 2024 $21.90 $23.06 $24.20 $24.44 $26.66 *Trenching and Excavation Certification Pay was added to the pay rate in 2019. Grinder Pump Certification pay was added to the pay rate and deleted as certification pay in 2022. Pay rates for 2022 shall be retroactive to the first pay in calendar year 2022, for all bargaining unit employees on the payroll as of the date of execution. Section 2. New hires shall possess a valid Commercial Driver's License Class A (CDL). Section 3. The Employer shall, as long as practical, deduct PERS contributions of employees prior to calculating income tax withholdings. Section 4. Any current Line Maintenance Worker who receives Class 1 Water Distribution License shall receive an additional one dollar ($1.00) per hour increase to their base rate. Application fee and test fee will be reimbursed only upon evidence from Ohio EPA that exam was passed. Section 5. Any current Line Maintenance Worker who receives Class 1 Wastewater Collection License shall receive an additional one dollar ($1.00) per hour increase to their base rate. Application fee and test fee will be reimbursed only upon evidence from Ohio EPA that exam was passed. Section 6. Pursuant to the Ohio EPA regulations, any license obtained must be renewed every two (2) years. The employee is responsible for obtaining the renewal and ensuring a copy is given for their personnel files. The Employer shall reimburse any Line Maintenance Worker for said license renewal fee for a Class 1 Water Distribution License and a Class 1 Wastewater Collection License. Section 7. Any current Line Maintenance Worker who receives a Class 1 Water Distribution License and/or a Class 1 Wastewater Collection license shall be reimbursed by the Employer for costs related to taking the exam. Costs reimbursable by the Employer shall be reimbursed pursuant to the Xxxxxx County Travel Policy in effect at the time of reimbursement. All expenses to be included must ...
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WAGES AND SALARY SCHEDULE. Section 1. Effective July 1, 2019, the following hourly wage schedule shall be in effect for employees covered by this Agreement: Step 1 Step 2 Step 3 Step 4 36.8794 38.3139 39.8054 41.0000
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WAGES AND SALARY SCHEDULE. Section 1. The following pay schedule for hourly rates of pay shall be effective the first pay period of 2022 and the first pay of each calendar year of the Agreement thereafter. Start After 1 Year After Analyst 1 After 3 Years After 4 Years 2022 Lab Technician $20.50 $21.50 $22.50 $23.50 $24.50 2023 (2%) Lab Technician $20.91 $21.93 $22.95 $23.97 $24.99 2024 (2%) Lab Technician $21.33 $22.37 $23.41 $24.45 $25.49 Section 2. Lab Analyst Certification. All newly hired employees in the position of Lab Tech 1 shall be required to obtain Lab Analyst Class I Certification within two (2) years of employment. Effective the date the employee passes the Lab Analyst Class I Certification exam, the employee shall be paid at the After Analyst 1 rate of pay. The parties specifically recognize that certification pay for the Lab Analyst Class I Certification was rolled into the base wages effective the first pay period of 2019. Any additional Lab Analyst Certifications are encouraged by the Employer but not required. Additional compensation shall be paid to each employee upon the attainment of each Lab Analyst Certification as follows: Lab Analyst Class II $.60 per hour Lab Analyst Class III $.60 per hour Lab Analyst Class IV $1.25 per hour The above certification pays are cumulative, with a maximum payment of $2.45 per hour. Said hourly amounts shall be considered a part of the employee’s regular rate of pay and the overtime rate of pay shall include certification pays. Pay for the additional certifications will be effective on the date the employee passes the certification exam required to attain the applicable license.
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WAGES AND SALARY SCHEDULE. SECTION 1. Position Step l Step 2 Step 3 Step 4 Step 5 Step 6 Police Officer 24.0841 25.4224 26.7608 28.1124 29.496 30.3809 Police Officer (Permanent Intermittent) 23.6440 If the Town negotiates a general wage increase with any bargaining unit except for bargaining units representing employees at the Halifax Elementary School, for the year beginning July 1, 2017, July 1, 2018 or July 1, 2019 or if the Town Meeting approves a general wage increase for employees under the Wage and Personnel By-Law for the year beginning July 1, 2017, July 1, 2018 or July 1, 2019 then the Union shall have the right to reopen this agreement for the limited purpose of negotiating a wage increase as listed in the Wage Schedule to be effective on July 1, 2017, July 1, 2018 or July 1, 2019 respectively. The Union may reopen this agreement for the limited purpose of negotiating a wage increase as listed in the Wage Schedule to be effective on July 1, 2018 and/or July 1, 2019. Should the Union choose to reopen for this limited purpose, it shall provide written notice to the Board of Selectmen on or before March 1, 2018 for negotiations for the year beginning July 1, 2018 and on or before March 1, 2019 for negotiations for the year beginning July 1, 2019. Failure to provide such notice shall result in the existing salary to continue through the next fiscal year only.
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WAGES AND SALARY SCHEDULE. Section 1. Effective July 1, 2013, the following hourly wage schedule shall be in effect for employees covered by this Agreement: Section 2. Effective July 1, 2014, the following hourly wage schedule shall be in effect for employees covered by this Agreement: Section 3. Effective July 1, 2015, the following hourly wage schedule shall be in effect for employees covered by this Agreement: Section 4. All employees not on the highest step shall advance to the next higher step of the classification and pay scale upon completion of each year's full-time service as a member of the bargaining unit (anniversary date) until reaching the highest step. Section 5. If the Town negotiates a general wage increase with any bargaining unit except for bargaining units representing employees at the Halifax Elementary School, for the year beginning July 1, 2013, July 1, 2014 or July 1, 2015 or if the Town Meeting approves a general wage increase for employees under the Wage and Personnel By-Law for the year beginning July 1, 2013, July 1, 2014 or July 1, 2015, then the Union shall have the right to reopen this agreement for the limited Section 6. The Union may reopen this agreement for the limited purpose of negotiating a wage increase as listed in the Wage Schedule to be effective on July 1, 2014 and/or July 1, 2015. Should the Union choose to reopen for this limited purpose, it shall provide written notice to the Board of Selectmen on or before March 1, 2014 for negotiations for the year beginning July 1, 2014 and on or before March 1, 2015 for negotiations for the year beginning July 1, 2015. Failure to provide such notice shall result in the existing salary to continue through the next fiscal year only. Section 7. All employees who have completed twenty-five (25) years of continuous full-time service as a member of the Halifax Police Department shall be paid 5% more than their hourly wage.
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WAGES AND SALARY SCHEDULE. A. Bargaining Unit Members shall be compensated in accordance with the Salary Schedule(s) attached hereto as Appendix A and based upon their assignment within the following ranges: Range 1: Safety and Security Specialist I and II Range 2: Accident and Safety Investigator; Safety and Security Compliance Investigator; Safety and Security Training Coordinator B. Wage Increases 1. Effective July 1, 2022, all Bargaining Unit Members shall be paid per Appendix A, attached hereto. 2. Effective August 5, 2023, all Bargaining Unit Members shall receive a 4% increase to the base salary/wage rate increase, plus step movement, if eligible. 3. Stipends
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WAGES AND SALARY SCHEDULE. Section 1. Effective the first pay period of each year indicated, all employees will be paid an hourly wage as indicated in the salary schedule set forth below. Hire End of Probation One (1) Year Upon Class 1 Distribution Four (4) Years 2022 $17.50 $18.00 $18.50 $21.00 $23.00 2023 (2%) $17.85 $18.36 $18.87 $21.42 $23.46 2024 (2%) $18.21 $18.73 $19.25 $21.85 $23.93 Section 2. The Employer shall, as long as practical, deduct PERS contributions of employees prior to calculating income tax withholdings. Section 3. All employees hired after January 1, 2014, shall be required to obtain a Water Distribution 1 license within two (2) years of the date of hire. This license must be maintained in order to continue employment and failure to maintain/renew the license shall be deemed just cause for termination. Note: Effective January 1, 2019, the separate license pay for Water Distribution 1 license was rolled into the base pay at the step indicated. Section 4. All employees shall be eligible to receive additional pay in the amount of one dollar and twenty-five cents ($1.25) upon obtaining a Water Distribution 2 license.
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WAGES AND SALARY SCHEDULE. A. Effective January 1, 2007, each step of the salary schedule in effect shall reflect a four (4%) percent increase, and any employee due an increment shall advance accordingly. . B. Effective January 1, 2008, each step of the salary schedule in effect shall reflect a four (4%) percent increase, and any employee due an increment shall advance accordingly. C. Effective January 1, 2009, each step of the salary schedule in effect shall reflect a three and one-half (3.5%) percent increase, and any employee due an increment shall advance accordingly. D. Effective January 1, 2010, each step of the salary schedule in effect shall reflect a three and one-half (3.5%) percent increase, and any employee due an increment shall advance accordingly.
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Related to WAGES AND SALARY SCHEDULE

  • Salary Schedule The salaries of employees covered by this agreement are set forth in the salary schedule in Appendix A which is attached to and incorporated into this agreement.

  • Salary Schedules (a) The salary schedules shall be incorporated into this Agreement as Appendix V. (b) Salary schedules will contain Career Enhancement/Growth steps as described in Section 45.6.

  • Placement on Salary Schedule The following rules shall be applicable in determining placement of a teacher on the appropriate salary schedule.

  • Wages and Salaries The wages and salaries for Unit employees have been negotiated in good faith between the Union and the District and shall be as set forth in Appendix A of this Agreement. The wages and salaries set forth in Appendix A are intended to, and do, meet any prevailing wage obligations which are or may be imposed upon the District.

  • Salary Schedule Placement College Training A. Unit members qualifying for the “Entry Level Salary” shall remain at this level until they met the minimum requirements for placement on any other salary column (1-4). Upon verification of documentation qualifying unit members for placement upon any other salary column (1-4), the unit member shall then be placed upon the appropriate step on that salary column in accordance with his/her length of service. B. School Nurses who have a Bachelor’s degree, qualify for crediting of previous experience, but have not completed 30 semester units after the Bachelor’s degree or the appropriate clear credential, shall be exempt from placement at “Entry Level Salary”; shall instead, be placed on Column 1; and shall advance on the salary schedule in accordance with the Agreement for unit members. C. Unit members placed on “COLUMN 1” of the Salary Schedules by the agreement (Appendix C1) between the Association and the District shall advance on the schedule in accordance with that agreement (Appendix C1). D. All college or university credits which will qualify a unit member for a new salary placement must be verified by official college or university transcripts in order to justify a contract revision. Such college or university credits must be obtained from an institution of higher learning which is accredited by the Western Association of Schools and Colleges or other recognized accreditation organization. Salary revision shall be effective following District approval (as stipulated by this Article) of the necessary credits for column advancement. E. The unit requirement for each salary column is stated in semester hours of credit; quarter hour credits can be converted into semester hours by multiplying 2/3. F. For salary schedule purposes, only semester units earned after the completion of the Bachelor’s Degree shall be considered. G. Credit will not be granted for any course for which less than a "C" grade is earned. H. Unit members shall not enroll in courses which conflict with the work day. I. A major teaching field is considered to be 36 semester hours (12 of which must be upper division or graduate), a minor teaching field is considered to be 20 semester hours (8 of which must be upper division or graduate). J. Repeat credit may be granted for a course taken at an accredited institution in which the content field has recently undergone substantial change or, in the case of a course originally taken many years ago, an updating of study is desirable. K. Course work, for salary credit must be upper division, graduate level, or transferable* lower division courses, taken at an accredited college or university, and must conform to one or more of the following guidelines: 1. Units may be taken in a subject directly related to the teaching/work assignment. 2. Units may be taken in a subject directly related to a person’s major or minor. For unit members in a self-contained classroom program; a subject commonly taught in the elementary school. For unit members in a departmentalized classroom program; courses in an additional major or minor. 3. Units may be taken in a subject directly related to an advanced degree in professional education or in a subject related to the teaching/work assignment. 4. Units may be taken in a subject directly related to a credential or certificate authorized by the California Commission on Teacher Credentialing. 5. Units may be taken in a Board authorized, District sponsored, professional activity. Credit equivalent will be adopted at the time of such Board action. *A transferable lower division course is a lower division course taken at an accredited college or university that is acceptable for baccalaureate graduation credit at another accredited college or university. L. The submission of transcripts for columnar advancement of the salary schedule is limited to two (2) submission dates per school year. Additional units may be banked for future salary schedule advancement. M. Transcripts for completed units must be submitted to the Human Resources Division no later than the first of September or February for salary adjustment. Adjustment for qualifying units submitted no later than the first of September will be retroactively made effective on the first work day of the school year. Adjustment for qualifying units submitted no later than the first of February will be retroactively made effective on the first work day of the calendar year.

  • 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%)

  • 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.

  • Placement on the Salary Schedule Members of the bargaining unit shall be placed on the salary schedule at the step appropriate for training and creditable years of experience.

  • 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.

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