ADDITIONAL COMPENSATION ADJUSTMENTS Sample Clauses

ADDITIONAL COMPENSATION ADJUSTMENTS. Dishwasher- Move from pay grade 605 to 630 (average increase is 8.3%-8.6%) Clinical Lab Assistant/CS Tech I – move from pay grade 652 to 651, eliminate pay grade 652 $15 per hour minimum in all classifications as noted in appended wage charts. Monitor Techs: Monitor techs to be placed on the same pay rate as HUCs. Effective the first full pay period following November 1, 2018, a new step 20 will be added to the wage scale at 1% above the current step 19. Effective the first full pay period following November 1, 2019, the new Step 20 will be increased by an additional 1%. Pilot Program on Per Diem Premiums: the parties agree to a pilot program to explore a per diem premium of 10%. The program will commence the first payroll period following January 1, 2020 and will end August 31, 2020. During this time period, per diem employees will be paid in accordance with the wage scale plus a 10% premium. Signing Bonus: If tentative agreement is reached no later than July 28, 2017, the Employer agrees to pay a signing bonus of $200 pro-rated by FTE to each part time or full time bargaining unit employee employed on the date of ratification and the date of payout, less lawful and required deductions. The Union and the Employer acknowledge that together the parties endeavor to provide a level of staffing consistent with safe patient care and the service the parties provide to the community. The parties are committed to the proposition that adequate staffing is necessary to meet the needs of our patients and to provide quality care. Both parties acknowledge that changes in patient acuity, census and staff availability and workload requirements can happen rapidly, requiring mutual understanding and communication and flexibility. Employee(s) who have concerns about staffing or workloads are encouraged to address the issues directly with their supervisor. Many staffing/workload issues, if addressed with the supervisor at the time of occurrence, can be resolved through adjustments in assignments or through the use of other staffing resources by documenting the concerns on the appropriate form. The employee(s) involved in the staffing concern may request that the issue be presented to the Labor/Management Committee when: a. The supervisor or designee has not responded to a documented concern within fourteen (14) days of being made aware of the concern, or b. Persistent staffing concerns (for a minimum of two posted schedules) continue to exist and have been documented, with t...