SPECIAL UNIT COMPENSATION Sample Clauses

SPECIAL UNIT COMPENSATION. Special unit compensation added for all bargaining unit members who are certified as instructors for RAD, Firearms, Defensive Tactics and all bargaining unit members certified as SWAT and SVU shall receive an annual stipend of two-hundred dollars ($200) for each aforementioned designation. To qualify for the stipend, bargaining unit members must pass a certification test administered by an outside contractor or the Employer. In addition, the Department of Public Safety (“DPS”) must select the individual(s) to serve in the above classifications on behalf of Eastern Michigan University (“EMU”) Department of Public Safety. In order to receive the special unit stipend, the employee must annually receive a certificate from DPS.
Sample 1
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SPECIAL UNIT COMPENSATION. Special Unit compensation added for all bargaining unit members who are certified as instructors for RAD, Firearms, Defensive Tactics, Taser Instructor, Crisis Negotiator, XXXXX Instructors and all bargaining unit members certified as SWAT and SVU shall receive an annual stipend of three-hundred dollars ($300) for each aforementioned designation. To qualify for the stipend, bargaining unit members must pass a certification test administered by an outside contractor or the Employer. In addition, the Department of Public Safety (“DPS”) must select the individual(s) to serve in the above classifications on behalf of Eastern Michigan University (“EMU”) Department of Public Safety. In order to receive the special unit stipend, the employee must annually receive a certificate from DPS. The stipend shall be issued effective upon the mutual ratification and approval of the agreement and within the first pay period of July of each calendar year thereafter. In order to receive the stipend, the individual must be active on the payroll when EMU issues the stipend.
Sample 1
SPECIAL UNIT COMPENSATION. 261 a. All bargaining unit members who are certified and assigned to the following units: RAD, Firearms, Defensive Tactics, SWAT, SVU, Mobile Field Force, Taser, SEEUS Coordinator, Property Room Supervisor, and CNT shall receive an annual stipend of two-hundred dollars ($200) for each aforementioned designation. To qualify for the stipend, bargaining unit members must pass a certification test administered by an outside contractor or the Employer. In addition, the Department of Public Safety (“DPS”) must select the individual(s) to serve in the above classifications on behalf of EMU Department of Public Safety. In order to receive the special unit stipend, the employee must annually receive a certificate from DPS and for twelve
Sample 1
SPECIAL UNIT COMPENSATION. 262 a. All bargaining unit members who are certified and assigned to the following units: RAD, Firearms, Defensive Tactics, SWAT, SVU, Mobile Field Force, Taser, SEEUS Coordinator, Property Room Supervisor, CNT, Detective Sergeant, and Active Shooter Instructor shall receive an annual stipend of two-hundred dollars ($200) for each aforementioned designation. To qualify for the stipend, bargaining unit members must pass a certification test administered by an outside contractor or the Employer. In addition, the Department of Public Safety (“DPS”) must select the individual(s) to serve in the above classifications on behalf of EMU Department of Public Safety. In order to receive the special unit stipend, the employee must annually receive a certificate from DPS and for twelve (12) months prior to the payment of the stipend be assigned to serve on one of the above referenced units. The SEEUS Coordinator must receive a certificate and be assigned to serve for at least six (6) of the twelve (12) months prior to the payment of the stipend in order to qualify for the stipend.
Sample 1

Related to SPECIAL UNIT COMPENSATION

  • Basic Compensation (a) SALARY. Executive will be paid an annual base salary of $115,000.00, subject to adjustment as provided below (the "Salary"), which will be payable in equal periodic installments according to Employer's customary payroll practices, but no less frequently than monthly. The Salary will be reviewed by the Board of Directors not less frequently than annually, and shall be increased on each anniversary of the Effective Date during the term hereof by an amount equal to not less than ten percent (10%) of the prior year's base salary.

  • Special Compensation The Company shall pay to the Executive a lump sum equal to three times the sum of (a) the highest per annum base rate of salary in effect with respect to the Executive during the three-year period immediately prior to the termination of employment plus (b) the Highest Bonus Amount. Such lump sum shall be paid by the Company to the Executive within ten business days after the Executive's termination of employment, unless the provisions of Section 3(e) below apply. The amount of the aggregate lump sum provided by this Section 3(c), whether paid immediately or deferred, shall not be counted as compensation for purposes of any other benefit plan or program applicable to the Executive.

  • Extra Compensation 1. CTSO Advisors will be paid twenty-five ($25) per hour (capped at eight (8) hours per day) for non-discretionary CTSO activities (e.g., conferences, conventions, and competitions) involving students on days not scheduled as part of the regular school year calendar.

  • Consultant Compensation F.1 The Consultant’s firm will be compensated for professional services as indicated in the Notice of Project Award in accordance with the fee proposal submitted by the Consultant and negotiated and/or accepted by the Owner. The Owner will compensate the Consultant in accordance with the following terms and conditions:

  • Longevity Compensation Longevity payments will be made to all employees hired prior to January 1, 1999 with continuous full-time service according to the following schedule:

  • REFUND OF UNEARNED COMPENSATION The Party of the Second Part agrees to refund the Party of the First Part any compensation received for which no services were rendered. TERMINATION: This contract may be terminated by either party pursuant to law. OTHER CONDITIONS: Any subsequent contracts shall supersede the provisions of this contract. Student Achievement and Accountability instructional staff may be required to serve students in more than one location. Given this, the 15TH OF SEPTEMBER, 2016. PARTIES: The Fort Xxxxx School District 100, Party of the First Part, and XXXXXXX X. XXXXXX Party of the Second Part, agree as follows:

  • Callout Compensation A regular employee who is called back to work outside their regular working hours shall be compensated for a minimum of three hours at overtime rates. They shall be compensated from the time they leave their home to report for duty until the time they arrive back upon proceeding directly to and from work.

  • Additional Compensation Notwithstanding anything in this Memorandum of Understanding to the contrary when in the judgment of the Board, it becomes necessary or desirable to utilize the services of County employees in capacities other than those for which they are regularly employed, the Board may authorize and, if appropriate, fix an additional rate of compensation for such employees.

  • Additional Services Compensation Additional Services Compensation shall be the fees determined in accordance with Article 7 to be paid by the Owner to the Professional Consultant in connection with the performance of Additional Services.

  • Overload Compensation ‌ An instructional faculty member may be given overload compensation for additional instructional responsibilities beyond the normal work day or work year. The conditions and compensation of all overload duties shall be established prior to the beginning of additional instructional work. The rate of compensation shall be paid on a prorated salary basis. When calculating the prorated hourly salary under this section, the academic year salary shall be divided by 1344 hours. Faculty members have the option of refusing additional work assignments: when this occurs the rate of compensation will be agreed upon between the employer and the faculty member.

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