Compensation and Classification Clause Samples
The Compensation and Classification clause defines how employees are paid and categorized within an organization. It typically outlines the salary or wage structure, pay frequency, and the criteria used to determine job classifications such as exempt or non-exempt status. This clause ensures that employees understand their pay rates and job status, helping to prevent disputes over compensation and ensuring compliance with labor laws.
Compensation and Classification. A. The minimum starting hourly rates of pay for all new bargaining unit members shall be as follows and the compensation of existing unit members shall be set forth according to the schedule in Appendix A. Employees with 10+ years of service shall receive an increase in their hourly wages as follows: • 2021-2022 4% increase on salary schedule plus steps • 2022-2023 3% increase on salary schedule plus steps • 2023-2024 3% increase on salary schedule plus steps Additionally, employees who are actively employed on the date of contract ratification shall receive a one-time signing bonus of $1,000.00 for full-time and $500.00 for part-time. This bonus shall be subject to deductions such as taxes and not applicable to overtime. Increase custodial and maintenance rates by $1.00 (plus the 4% referenced above) effective upon ratification. The compensation of ▇▇▇▇▇ unit members is set forth according to the pay schedule listed within the ▇▇▇▇▇ Master Agreement Appendix A. Step increases through step ten (10) for employees whose pay rates fall within the pay schedules shall occur July 1 of each year.
B. Annually, bargaining unit members will be given a choice of one (1) of the following three (3) options regarding unused sick leave once their sick leave balance has reached one-hundred (100) hours. This section shall also apply to all affected ▇▇▇▇▇ bargaining unit members as listed under Article V, Section I.
1) A bargaining unit member may annually convert up to one half (1/2) of their unused annual sick hours to a vacation hour bank. The vacation hour bank shall not exceed more than a total of 200 hours. The banked vacation hours are to be withdrawn upon retirement/termination, except in the case of layoff where the individual shall have the opportunity to keep some/all of the banked vacation days intact or take the payout, at the employees current daily pay rate. This is in addition to the annual vacation hours normally accrued for the fiscal year the bargaining unit member earned them, and vacation hours banked in this way have no effect on vacation hours accrued normally as detailed in Article VII. In order to receive vacation bank credit, each employee must make a written request to the Human Resources Coordinator prior to the expiration of the fiscal year. Notice of this annual date will be sent two (2) weeks prior to all ▇▇▇▇▇ members through use of the Employer’s e- mail. Compensation for banked hours will be paid on the first pay period of the following mon...
Compensation and Classification. O.L.A. increase- 2% FY22 & tlly retroactive, 2% FY23 and 2% FY24. (Wage scale shall be incorporated under Appendix B)
Compensation and Classification. 24.1 . Effective January 1, 2014, salaries were increased by one (1) percent. The Employer agrees that, for the duration of this agreement, step increases will be 2% for those employees not at the top of their pay range. Salary ranges and steps are included in Appendix X of this agreement.
Compensation and Classification. Compensation: See Attached Spreadsheet for FY15 through FY19 title Compensation Addendum. The Compensation Addendum (spreadsheet) attached to CBA controls compensation in case of a disagreement, unless a mathematical error is discovered later. Year 1-FY16 • See attached spreadsheet (Compensation Addendum) for hourly rates. • For fiscal year 16 new hires for grade B start at $ 11.69 per hour and grade C start at $12.85 • New hires for grade D and above start at the minimum of the appropriate fiscal year salary schedule Year 2 -FY17 • $0.60 cent per hour pay raise for all MPEA Courthouse employees. Year 3 -FY18 • $0.60 cent per hour pay raise for all MPEA Courthouse employees. Year 2 -FY19 • $0.60 cent per hour pay raise for all MPEA Courthouse employees. • Employees whose base pay exceeds the maximum of their F Y16, FY17, FY18 or FY19 pay grade after receiving the July raise will receive a lump sum payment for the amount over maximum the following January. Employees must be employed through December 31st to be eligible for the lump sum payment.
Compensation and Classification.
17.1 Schedule “A” The classification and wage rates for the effective period of this Agreement shall be those attached in Schedule “A”.
17.2 New Classification When a new classification is to be established which cannot be properly placed into the existing wage scale by mutual agreement, the Employer will establish the classification and wage rate on a temporary basis. Written notification of the temporary rate and classification will be furnished to the Union. If fourteen (14) calendar days after the notification, the Employer and the Union are unable to agree on a classification and rate for the new job, the disputed rate and/or classification may be taken to Arbitration.
Compensation and Classification. A. 1. The wage schedule and classification for the Mechanic department shall be: Plus an additional $.25 per hour when working second shift. Plus an additional $.25 per hour when working second shift.
Compensation and Classification.
10.1 Employees shall be paid the salary or wage rate established for their classification. Attached hereto and made a part hereof is Exhibit “A” titled “Schedule of Salary Ranges.” Upon initial appointment to a classification, an employee shall be paid the lowest compensation rate for that classification. An employee may, however, be paid a rate above the lowest rate if circumstances justify it. When an employee is appointed to a higher paid classification which has a compensation range overlapping the range of the employee’s previous classification, the employee shall be paid at the rate of the classification to which the employee is being appointed, which is at least five percent (5%) more than the employee’s present rate, but not more than the top rate of the classification to which the employee is appointed.
10.2 Exempt employees are eligible for Pay-For-Performance adjustments in accordance with the City’s Pay-For-Performance Policy. Salary rate changes shall be made on the first day of the pay period closest to the anniversary of an employee’s employment date.
10.3 Compensation shall be paid at bi-weekly intervals on Thursdays for a pay period ending no earlier than the preceding Saturday. If a payday falls on a fixed holiday, payments shall be made on the preceding workday. All employees must have their pay deposited to a bank via electronic transfer.
10.4 Whenever a Regular employee is assigned by the City to replace an absent employee in a higher- paid classification and the employee performs a substantial majority (greater than fifty percent [50%]) of the absent employee’s duties for a full work day, such employee shall have their compensation increased by at least five percent (5%), but not to exceed the range of the higher classification. Fire Chief approval is required.
10.5 Fire Management employees education incentive levels will be additive Depending on the number of levels of educational achievement and professional certifications obtained, employees may earn up to a total maximum incentive of 12.5%.
Compensation and Classification