Compensation Program. Whenever an employee of the City is disabled, whether temporarily or permanently by injury or illness arising out of, and in the course of his/her duties, the employee will be compensated pursuant to Labor Code Section 4850.
Compensation Program. These guidelines provide an overview of the compensation program for all CUPE Local 38 positions.
Compensation Program. When an employee suffers illness or injury that the employee believes is job-related and reports it to his or her supervisor, the Employer will make available to the employee, on request, information and counseling or directions for obtaining information and counseling, about their rights and responsibilities under the Workers’ Compensation Program including utilization of the online filing procedure.
Compensation Program. The Company's current executive compensation program involves a combination of base salary, performance-based bonuses and long-term incentive awards. Base salaries are intended to attract and retain highly-qualified executives. Bonuses to executive officers are intended to reward short-term performance of the executive officer and the Company. Grants of stock options by the Company are intended to encourage and reward executive officers based upon the Company's long-term performance and to provide executive officers with a financial interest in the success of the Company, which aligns the executive officers' interests with the interests of the Company's shareholders.
Compensation Program. B. The purpose of such independent medical evaluations are not to determine the degree of disability the employee has suffered, but rather as to whether illness or injuries sustained restrict the employee from performing the full range of his/her normal work assignment.
Compensation Program. (a) ADMINISTRATION OF CLAIMS.
Compensation Program. Milwaukee County reserves the unilateral right to select the Plan Administrator 26 and/or change the Plan Administration. 27 28 2.44 CHARGE DIFFERENTIAL 29 (1) Registered Nurses employed at the Sheriff's Department, or House of Correction, who are 30 assigned Charge Nurse duties, shall receive one dollar ($1.00) per hour differential for 31 the performance of such duties:
Compensation Program. (a) Agilent shall retain and be solely responsible for the administration of all claims that are, or have been, incurred under Agilent's existing workers' compensation program (the "Agilent Workers' Compensation Program") before the Distribution Date by Verigy Transferred Employees and other Verigy Employees. For purposes of this Section 5.8, a claim is deemed incurred when the event giving rise to the workers' compensation benefit occurs. Verigy Transferred Employees and other Verigy Employees shall cease active participation in the Agilent Workers' Compensation Program immediately prior to the Distribution Date.
Compensation Program. When an Employee is injured on the job, or has an exposure to any potentially contagious, infectious, or debilitating disease, he or she will report the injury or exposure to his or her immediate supervisor as soon as possible following the injury or exposure, but no later than the end of the work period. Immediate medical attention is required for all claims of work-related injury. Following the injury, the Employee must be evaluated by Beavercreek Township Fire Department’s Paramedics or EMT’s. Upon completion of this care, the Employee will be transported to an appropriate medical facility in accordance with the patient’s wishes and EMS Protocols (currently the Greater Miami Valley EMS Protocols). In the event of a disease exposure, the Employee will follow the hospital destination path of the person from whom they were exposed. The injured Employee will not be permitted to return to safety sensitive duties until the Human Resources Manager or a supervisor has communicated the results of all drug/alcohol tests to the Employee. These results are usually received within twenty-four to seventy-two (24-72) hours. The Employee will be placed on paid administrative leave during this time. The injured Employee must communicate with their supervisor and the Human Resource Manager regarding any ongoing treatment and/or restrictions they receive. In the event that the Employee is released to transitional work duties, the Employee must report to work. If the release occurs outside the Employee’s shift the Employee must report on the Employee’s next regularly scheduled shift following the release. Failure to do so may result in disciplinary action. Upon release by the treating physician the injured Employee must contact Human Resources in order to schedule a return-to-work exam with the Employer’s occupational healthcare provider. The injured worker will not be permitted to return to work until the Employers occupational healthcare provider has cleared the Employee to return to full duty. The Employee will be placed on paid administrative leave unless the claim is reasonably disputed by the Employer, in which case the Employee will be placed on sick leave. All sick leave used will be reimbursed to the Employee if the claim is approved by the BWC, Industrial Commission, or other terminal level that hears the case. A company officer, other than the injured Employee’s supervisor will complete a preliminary investigation of the injury and submit specifics thereof to th...
Compensation Program. I. Minimum Full-Time Salary Guidelines effective October 1, 2014. FACULTY RANK ACADEMIC YEAR ANNUAL YEAR Lecturer $28,588 $34,942 Assistant Instructor $28,588 $34,942 Instructor $28,588 $34,942 Specialist $28,588 $34,942 Assistant Professor $37,318 $45,611 Associate Professor $47,334 $57,853 Professor $58,291 $71,244 Minimum Full-Time Salary Guidelines effective October 1, 2015. FACULTY RANK ACADEMIC YEAR ANNUAL YEAR Lecturer $29,160 $35,641 Assistant Instructor $29,160 $35,641 Instructor $29,160 $35,641 Specialist $29,160 $35,641 Assistant Professor $38,064 $46,523 Associate Professor $48,281 $59,010 Professor $59,457 $72,669 Minimum Full-Time Salary Guidelines effective October 1, 2016. FACULTY RANK ACADEMIC YEAR ANNUAL YEAR Lecturer $29,743 $36,354 Assistant Instructor $29,743 $36,354 Instructor $29,743 $36,354 Specialist $29,743 $36,354 Assistant Professor $38,826 $47,454 Associate Professor $49,246 $60,190 Professor $60,646 $74,122 Minimum Full-Time Salary Guidelines effective October 1, 2017. FACULTY RANK ACADEMIC YEAR ANNUAL YEAR Lecturer $30,338 $37,081 Assistant Instructor $30,338 $37,081 Instructor $30,338 $37,081 Specialist $30,338 $37,081 Assistant Professor $39,602 $48,403 Associate Professor $50,231 $61,394 Professor $61,859 $75,605 The employing unit may provide salaries in excess of the minimum salary guidelines.
