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Working Hours and Compensation Sample Clauses

Working Hours and Compensation. Within the bounds of normal seasonal and other fluctuations in business requirements, Supplier will (i) maintain a reasonable overall pattern of required working hours and days off for its employees so that total work hours per week do not regularly exceed industry norms; (ii) pay fair and timely compensation, including any required premium payments for overtime work; and (iii) advise new employees at the time of hiring if mandatory overtime is a condition of employment.
Working Hours and CompensationSection 1 The 2016-17 BEAP salary schedule is contained in Appendix A of this Agreement. For new employees hired on or after 7/1/2013, there will be a Tier Two Salary Schedule which reflects a five percent (5%) salary reduction and that salary schedule is contained in Appendix A-1. The salary increase is as follows: For each year of this Agreement, should the audited Fall count in each of the respective years be equal to or greater than the audited Fall count for the previous fiscal year (inclusive of the district’s shared time Fall counts) the Salary Schedule will be adjusted to reflect the true, net” percentage increase to the District’s state school aid foundation allowance from the previous school year’s, less one-half percent, but in no case will the percentage increase be higher than 2.0%. The “true, net” percentage increase will be defined and calculated by determining and considering the state aid funding components the Michigan state legislature utilizes to arrive at the foundation allowance increase. For example, if the district receives a gross $75 per pupil (PP) increase to the foundation allowance in a given year but the state reallocates a portion(s) of the district’s existing state funding (Best Practices revenue goes from $50 in 2014-15 to $20 in 2015-16), the Salary Formula calculation will utilize the true, net increase to the foundation allowance of $45 ($75 increase less $30 pp reduction to BP funding). The timing of the payment of the increment will be dependent upon when the District is officially notified of the final foundation allowance figure from the Department of Education for each applicable fiscal year of this provision. Should an adjustment(s) happen to the District’s official foundation allowance during any year of this agreement, a corresponding adjustment will be made by the District to the salary formula and salary schedule but in no event shall the salary schedule be less than the 2015-16 schedule. In 2016-17, all members on steps will receive an off grid payment of $100 on or before December 31, 2016. For those members not on steps, they will receive an off grid payment of $200 on or before December 31, 2016. For the 2016-17, 2017-18, and 2018-19 school years: Step movement: Para-educators will move up a partial/full step should the district’s “true, net” per pupil foundation allowance for the current year increase according to the following schedule: $50-74 ¼ step $75-99 ½ step $100- $124 ¾ step $125+ 1 full step Deter...
Working Hours and CompensationSection 1 The 2013-14 BEAP salary schedule is contained in Appendix A of this Agreement. For new employees hired on or after 7/1/2013, there will be a Tier Two Salary Schedule which reflects a five percent (5%) salary reduction and that salary schedule is contained in Appendix A-1. The salary increase is as follows: 2013-14 Freeze to the 2012-13 Salary Schedule; 1% one time, off schedule payment.
Working Hours and CompensationSection 1 The 2010 – 2011, 2011 – 2012 and the 2012 – 2013 BEAP salary schedule is contained in Appendix A of this Agreement. The salary increase is as follows: 2010 – 11: 1.0% to the top step only 2011 – 12: .5% increase guaranteed to entire salary schedule; any additional increment is tied to the final percentage increase to the district’s foundation allowance, less 0.5%, capped at an inflation index, if audited fall enrollment is equal to or greater than previous audited fall enrollment FTE number. • A one-time, off-schedule payment of 1% of each member’s annual wages will be paid should the district’s audited fund balance exceed 7%.
Working Hours and CompensationSection 1 The 2005-2006, 2006-2007, and 2007-2008 BEAP salary schedule is contained in Appendix A of this agreement. The salary increase is 1.5% each year. Section 2 The days of employment for Bargaining Unit Members shall coincide with the days worked by the teachers in accordance with the school calendar. Paraeducators are paid for hours worked, holidays, and/or approved Section 3 Hours of work shall be determined by the posting based on the program requirements of each individual position. Notice of a proposed change in hours shall be given to the BEAP President prior to implementation. Section 4 The maximum work schedule per week is forty (40) hours. Section 5 No member of the bargaining unit shall be required to work an interrupted daily schedule. Exceptions will be negotiated with the BEAP and Administration. Section 6 When schools are closed to students due to inclement weather, health or safety reasons, or otherwise by an Act of God, Bargaining Unit Members shall suffer no loss of salary. If any such days are required to be "made up" by State of Michigan Law, the employee may be required to work the additional day(s) with no additional remuneration. Section 7 Each Bargaining Unit Member shall receive an additional eleven (11) days pay based upon his/her regular daily pay as paid holidays for Thanksgiving Day, Thanksgiving Friday, Christmas Eve Day, Christmas Day, New Years Eve Day, New Years Day, Friday before Labor Day, Labor Day, Xxxxxx Xxxxxx Xxxx Day, Good Friday, and Memorial Day. Such additional remuneration will be added to the regular paycheck covering the pay period in which these days are included. Section 8 When a Bargaining Unit Member substitutes in a bargaining unit position, he/she shall receive his/her hourly wage. In addition, if a laid-off Bargaining Unit Member substitutes in a continuous assignment for a month or more (i.e., 20+ work days), he/she will accrue seniority accordingly. Section 9 Paraeducators, when requested and agreeing to participate in overnight/weekend out-of-district activities, shall receive a daily stipend of twenty-five dollars ($25) in addition to their regular daily pay. The stipend shall be increased to one hundred dollars ($100) or one day’s pay, whichever is greater, when participating on a non-school day (i.e., weekend, breaks) which shall be in lieu of any additional compensation.
Working Hours and CompensationSection 1 The 2008-2009 and the 2009-2010 BEAP salary schedule is contained in Appendix A of this agreement. The salary increase is 1.5% each year. Longevity pay shall be paid by June 30th to all eligible paraeducators covered by this agreement who have completed the equivalent of 5 or more years of service as of the paraeducator’s anniversary date. If an eligible paraeducator resigns/retires prior to June 30th, their longevity payment will be paid on their last paycheck. The longevity pay schedule is as follows: Semester hours on the salary schedule may be replaced in total or in part by CEU’s according to the following formula: one (1) semester hour is equivalent to three (3) CEU’s, where a CEU is equivalent to fifteen (15) hours of professional development. Professional development hours must be pre- approved by the Director of Human Resources and are other than those required by the Board of Education offered during the employee’s regular work hours. Section 2 The days of employment for Bargaining Unit Members shall coincide with the days worked by the teachers in accordance with the school calendar. Paraeducators are paid for hours worked, holidays, and/or approved paid leave time within that pay period. A pay period shall be the two-week period ending the second Friday prior to the pay date. Section 3 Hours of work shall be determined by the posting based on the program requirements of each individual position. Notice of a proposed change in hours shall be given to the BEAP President prior to implementation. Should the hours be increased to thirty (30) or more per week, said position shall be posted in accordance with Article VII, Section 1. A copy of the Personnel Status Form will be sent to the BEAP President. Section 4 The maximum work schedule per week is forty (40) hours. Section 5 No member of the bargaining unit shall be required to work an interrupted daily schedule. Exceptions will be negotiated with the BEAP and Administration. Section 6 When schools are closed to students due to inclement weather, health or safety reasons, or otherwise by an Act of God, Bargaining Unit Members shall suffer no loss of salary. If any such days are required to be "made up" by State of Michigan Law, the employee may be required to work the additional day(s) with no additional remuneration. Section 7 Each Bargaining Unit Member shall receive an additional eleven (11) days pay based upon his/her regular daily pay as paid holidays for Thanksgiving Day, Thanksgivi...
Working Hours and Compensation. Partners must comply with all applicable national and local wage and hour laws, including minimum wage laws, or shall be consistent with the prevailing industry wage standards, if higher. Employee benefits shall be provided in accord with national and local requirements. Normal working hours should not exceed forty-eight (48) hours/week with one day off in every seven-day period. Overtime work in necessary business circumstances shall be conducted in such a way as to adequately compensate workers for all work performed beyond the normal working hour standard.

Related to Working Hours and Compensation

  • Services and Compensation Consultant shall perform the services described in Exhibit A (the “Services”) for the Company (or its designee), and the Company agrees to pay Consultant the compensation described in Exhibit A for Consultant’s performance of the Services.

  • Overtime Compensation 1. Except as provided in this section, Grantee will be responsible for any obligations of premium overtime pay due employees. Premium overtime pay is defined as any compensation paid to an individual in addition to the employee’s normal rate of pay for hours worked in excess of normal working hours. 2. Funds provided under this Contract may be used to pay the premium portion of overtime only under the following conditions: i. With the prior written approval of System Agency; ii. Temporarily, in the case of an emergency or an occasional operational bottleneck; iii. When employees are performing indirect functions, such as administration, maintenance, or accounting; iv. In performance of tests, laboratory procedures, or similar operations that are continuous in nature and cannot reasonably be interrupted or otherwise completed; or v. When lower overall cost to System Agency will result.

  • Employment Period Compensation In consideration of the other provisions of this Agreement, and the Executive’s agreement to execute a Release Agreement, substantially in the form attached hereto as Exhibit B, in the event of his termination under relevant circumstances pursuant to which he would be paid severance benefits, ESC shall provide the Executive with the following payments and benefits, both those set forth in this section and elsewhere in this Agreement:

  • Employment and Compensation The following terms and conditions will govern the Executive’s employment with the Company throughout the Term.

  • PROFESSIONAL COMPENSATION A. The salaries of employees covered by this Agreement are set forth in the appendixes which are attached hereto and incorporated in this Agreement. Each employee shall have the yearly option of receiving his/her salary in one of the following ways: 1. Each employee hired after July 1, 1987, shall receive his/her total salary divided into twenty-four (24) equal payments on the fifth (5th) and twentieth (20th) of each month. If the 20th of the month falls on a holiday or weekend, the payday will be on the first business day immediately following. 2. Employees employed in the District prior to July 1, 1987, may have their total salary divided as stated above or they may choose to have their pay divided into twenty-one (21) equal installments, beginning with the August 20th payroll each contract year. B. Total salary for less than full-time employees shall be paid as indicated in 1 or 2 above, beginning at the date of hire, but the salary shall be adjusted based on the yearly number of work days for employees as set by the school calendar, and then pro-rated on the portion of the year and/or day worked by the individual employee. C. It is understood and agreed that each employee shall elect payment for the subsequent year in accordance with the previous year's selection unless the Business Office is notified in writing of such employee's change in selection on or before August 15. D. Pay deductions will be made only for the following authorized items: 1. Mandatory/voluntary government deductions. 2. IRS Section 125 deductions. 3. Insurance carriers designated by this Agreement or approved by the Employer. 4. Deductions as authorized in other articles of this Agreement. E. The Employer may make direct payroll check deposits to banks, savings and loan associations, and other financial and with which the Employer has a written agreement dealing with payroll deposits. Such direct payroll deposits would be made only upon the written request/approval of the employee. F. The Employer shall reimburse employees for actual costs of college tuition and fees, upon completion of coursework. This reimbursement shall be limited to a total of 6 credit hours or 18 SBCEU’s or 180 SCECH’s or a combination thereof in a five-year period. (3 SBCEU’s = 1 credit hour or 30 SCECH’s = 1 credit hour) Each year of the five year period will be based on the school fiscal year (July 1 to June 30). The rate of reimbursement shall be limited to the actual amount of tuition and fees paid, but shall not exceed the amount charged by Grand Valley State University per graduate credit hour. The Employee will be required to provide proof of payment and proof of successful completion of the course. G. Employees asked to substitute during their planning period will be paid at a rate of $25.00 per planning period. The employee will receive a coupon for an early dismissal or late arrival, or other site based incentives along with the compensation. This coupon may be used at any time so long as it does not interfere with the employee’s normal duties, i.e. staff meetings, IEPC. More than one coupon may be used at the same time with the approval of the Administration. A coupon is attached to this agreement, (see Appendix F). Employees asked to teach additional students for a period shall be eligible for the substitute rate above.

  • EMPLOYMENT TERM AND COMPENSATION A. The Board hereby employs the Employee with such powers and duties as may be fixed by the Board. B. The Board shall pay to the employee a salary of $1,924 per bi-weekly pay period ($50,017 Annualized), for the term commencing on 10/11/2021 and ending on 6/30/2022, in installments less any legally authorized deductions as the DBM B32, Social Media Coordinator, Public Relations and Marketing. C. Employee agrees to fulfill the aforesaid position for the period above mentioned. D. The Board shall designate eight and one-half (8.5) percent of the compensation paid to the Employee as the Board contribution on behalf of the employee in satisfaction of the Employee's required contribution to the Illinois State Universities Retirement System. The purpose of this section is to allow such Board contribution for retirement to be tax sheltered after the qualifying period of time has been met and to the extent allowed by the appropriate statutes and regulations. Both parties acknowledge that the Employee did not have the option of choosing to receive the contributed amounts directly, instead of having such contributions paid by the Board to the State Retirement System, and that such contributions are made as a condition of employment to secure the Employee's future services, knowledge and experience.

  • Extra Compensation The Board shall pay no fees, other than described above, to the PA/E unless authorized by the Board as follows: A. If the scope of the Project or site is changed, the Board and the PA/E shall negotiate a reasonable fee based upon the probable estimated construction cost in changing the scope of the work and the approximate percentage of the estimated construction cost which was used to negotiate this Agreement if, and, as such may be applicable. B. If the DOE or Board requires the PA/E to make major or costly changes to the Schematic, Preliminary or Construction Document Phase submittals, which changes are not caused by architectural or engineering error or oversight, the PA/E shall be paid to redesign for additional expenses in an amount agreed to by the parties. Under no circumstances will the principals of the PA/E and the principals of his consultants be paid a fee in excess of $125 per hour.

  • Travel Compensation The Contractor shall not be compensated or reimbursed for travel time, travel expenses, meals, or lodging.

  • Fixed Compensation Each of the Co-Managers will receive certain additional fixed compensation pursuant to separate agreements with Masterworks, which is not tied specifically to this Offering or to any other specific offering, but a portion of which is deemed to be underwriting compensation for this Offering. Such additional fixed compensation relates to (i) a monthly retainer for administrative support services and (ii) fixed compensation payments to representatives of Arete. $8,224 is a reasonable estimate of costs and expenses referenced in clauses (i) and (ii) above that are appropriately allocated to this Offering.

  • Employees and Compensation (A) Shown on Schedule 6.15(A) is a list of the name of each employee, sales agent or other Person, separately identified as to part-time or full-time, who is currently employed in the Business by Seller, together with each Person’s job classification, date of hire, and current rate of compensation (or method for computing same). All employees of Seller are “at will” employees whose employment may be terminated by Seller at any time, with or without notice or cause. (B) Schedule 6.15(B) hereto lists all compensation and benefit plans, contracts and arrangements maintained, sponsored or participated in by Seller or any of its Affiliates in connection with the Business and in effect as of the date hereof including, without limitation, all pension (including all such employee pension benefit plans as defined in Section 3(2) of ERISA), profit-sharing, savings and thrift, fringe benefit, bonus, incentive or deferred compensation, severance pay and medical and life insurance plans and employee welfare plans as defined in Section 3(1) of ERISA that are sponsored by Seller or any of its Affiliates and in which any employees of Seller participate (collectively, “Employee Benefit Plans”). (C) As to Employee Benefit Plans sponsored by Seller or its Affiliates that are “employee pension benefit plans” as defined in Section 3(2) of ERISA, such plans sponsored by Seller or its Affiliates are tax qualified under Section 401(a) of the Code, are not currently under examination by, nor are any matters pending before, the Internal Revenue Service, the Employee Benefits Security Administration or any quasi-government agency, are not subject to any claim, suit or arbitration (other than routine claims for benefits), are not subject to the minimum funding standards of Code Section 412, are in compliance with and have been administered in accordance with their terms and in compliance with all applicable requirements of law, including, but not limited to, the Code and ERISA, and there have been no prohibited transactions as defined in Code Section 4975 or ERISA Section 406 with respect to such plans that could subject Seller or its Affiliates to a tax or penalty under Code Section 4975 or ERISA Section 502(i). (D) Neither Seller nor any of its Affiliates has incurred any Liability under Title IV of ERISA that has or could, after the Effective Date, become a Lien upon any of the Purchased Assets pursuant to ERISA Section 4068. (E) Neither Seller nor any of its Affiliates is or has ever been required to contribute to any “multiemployer plan,” as such term is defined in Section 4001(a)(3) of ERISA, in which any employees of Seller in connection with the Business participate. (F) Except as set forth in Schedule 6.15(F), no Employee Benefit Plan provides medical, surgical, hospitalization, death or similar benefits (whether or not insured) for employees for period extending beyond their retirement or other termination of service, other than (i) coverage mandated by applicable law, or (ii) death benefits under any pension plan. (G) For the purposes of this Section 6.15, Seller shall include all trades or business under common control with Seller as provided in the regulations under Code Section 414(c).