Hire-In Rates. Employees hired during the term of this Agreement shall be given full credit for continuous recent experience when placed on the wage scale. For purposes of this section, continuous recent experience shall be defined as clinical nursing experience (including temporary employment with KFHPWA) in an accredited hospital or ambulatory care setting, home health agency, long term care facility or equivalent health care experience or participation in a formal program of nursing education without a break in nursing experience which would reduce the level of nursing skills and is experience relevant to that required in the position for which the nurse is being hired in the opinion of Nursing Administration. It shall remain the prerogative of the Employer to establish at what step in the schedule to place newly hired nurses in all other circumstances.
Hire-In Rates. Employees hired during the term of this Agreement shall be given full credit for continuous recent experience when placed on the wage scale. For purposes of this section, continuous recent experience shall be defined as OT/PT experience (including temporary employment with KFHPWA) in an accredited hospital or ambulatory care setting, home health agency, long term care facility or equivalent health care experience or participation in a formal program of OT/PT education without a break in OT/PT experience which would reduce the level of OT/PT skills and is experience relevant to that required in the position for which the OT/PT is being hired in the opinion of KFHPWA. It shall remain the prerogative of the Employer to establish at what step in the schedule to place a newly hired OT/PT in all other circumstances.
Hire-In Rates. Employees hired during the term of this Agreement shall be compensated at a salary level in accordance with the following plan:
Hire-In Rates. Registered Nurses. Hire-in rates for new nurses covered by this Agreement shall be on the basis of year for year credit for applicable experience. Applicable experience shall be defined as clinical nursing experience in an acute care setting, ambulatory care setting, home health agency or equivalent health care experience without a break in nursing which would reduce the level of nursing skills or nursing experience comparable to that required in the position for which the nurse is being hired, in the opinion of the Associate Administrator for Patient Care Services. Participation in a nursing education program does not count as year for year credit and does not constitute a break in nursing experience. Equivalent international nursing experience is counted as applicable experience. In the event an RN new hire has previous LPN experience, s/he shall receive credit based on the above definition on the basis of two (2) years of LPN experience to equal one (1) year of RN experience.
Hire-In Rates. All new employees shall be employed at Step 1 of the appropriate salary range. Former employees, current non-regular employees, and employees with an applicable degree (Associates’ or higher) and/or juvenile detention experience, including Washington State CJTC Academy certification (lateral applicants) may be employed/re-employed at a step that is commensurate with their years of related experience, subject to the County Personnel Rules.
Hire-In Rates. A. Appointments The Sheriff is entitled to appoint command staff according to RCW 41.14.070 at his / her discretion and the Association accepts and acknowledges this right.
Hire-In Rates. New regular employees shall normally be placed at the minimum rate of the appropriate salary range unless approved by the City Manager for placement above the minimum based on qualifications, salary history, or other consideration.
Hire-In Rates. Lateral Entry: Typically, upon hire an Employee will start at Step A of the salary range and progress through the steps according to the time in service as noted in the salary schedule. However, for some situations, such as an applicant possessing extraordinary qualifications or for certain positions that are significantly “market driven”, the Chief of Police may elect to take a more competitive salary posture. In those instances, the Chief of Police may approve a starting salary up to Step D of the salary range. A hiring offer above Step D shall require justification to the Human Resources Director and approval by the City Manager.
Hire-In Rates. New employees shall be credited with years of experience in applicable classifications for placement on the wage scales. Hire-In rates will be based upon the following ratios for continuous, recent, applicable experience: Nursing: 1 year per step Clinical/Professional: 2 years per step Support: 3 years per step See Appendix B for classification by position Human Resources shall notify the Union when any employees with the same or less experience are hired in at a step higher than other employees in that job classification. The effected employees will then be adjusted to match that rate of pay retroactive to the new hires date of employment. The Union or employees may also request a review if they believe this provision has been violated and Human Resources shall review and respond in writing no longer than thirty (30) days form the inquiry. Any adjustments shall be retroactive to that new employee’s date of hires. If an employee leaves voluntarily and returns to a similar position within two (2) years, the employee shall be reinstated at no less than the step at which they were placed when they vacated the position.
Hire-In Rates. New Hires: Deputy Sheriff candidates with basic training through the Washington State Criminal Justice Training Commission or an equivalency certificate from that agency, but with more than two (2) years of full-time paid law enforcement experience, shall be hired according to the following schedule: 2 years but less than 3 years Step 2 3 years but less than 4 years Step 3 4 years but less than 5 years Step 4 5 years or more Step 5 If a lateral entry candidate is thirty-one (31) days or less short of an additional year of experience, the candidate may be hired at the next step. For example, a candidate with four (4) years and eleven (11) months experience may be hired at Step 5 instead of Step 4. To enhance the ability of the Sheriff’s Office to recruit and hire highly qualified lateral candidates, if a lateral candidate possesses superior qualifications the Sheriff may offer the candidate up to salary Step 5, on a case- by-case basis. Deputy Sheriff candidates with basic training from agencies outside Washington State who are qualified to attend the equivalency training through the Washington State Criminal Justice Training Commissioner with the experience level in (a) above shall, after successful completion of all parts of the equivalency examination, be upgraded to the step level in accordance with their experience level. The Deputy Sheriff candidate shall also receive back pay to his hire date upon successful completion of the equivalency exam to be paid within their respective step level. The successful completion of all parts of the exam applies only to the first time such exam is taken. Step increases shall be based on the anniversary date of the employee’s time in classification. Anniversary dates that occur no later than the fifteenth (15th) of the month shall result in a step increase effective the first of the month. Anniversary dates that occur on the sixteenth (16th) of the month or later shall result in a step increase effective the first of the following month.
