Loss of Compensation Sample Clauses

Loss of Compensation. If a worker covered by this MOU suffers loss of compensation due to the inequitable application of rules, regulations, policies and procedures and where said loss of compensation is not subject to the grievance procedure specified in Section 38 of the MOU, the worker shall attempt to resolve this matter with the immediate supervisor. If unable to resolve this matter satisfactorily, the worker or the worker's Union representative may submit the complaint in writing to the Employee Relations Officer with a copy to the County Manager. If this matter is not resolved by the Employee Relations Officer within 30 working days from the date of receipt of the complaint, the worker or the Union representative shall advise the Human Resources Director in writing that the matter has not been resolved and the Director shall render a decision within 15 working days of receipt of this notification which decision shall be final. The County recognizes that other worker problems also merit prompt attention and will attempt to resolve such matters in an expeditious manner.
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Loss of Compensation. If an employee covered by this MOU suffers loss of compensation due to the inequitable application of rules, regulations, policies or procedures and said loss of compensation is not subject to the grievance procedure in Section 29, the employee shall attempt to resolve the matter with the immediate supervisor. If unable to resolve the matter satisfactorily, the employee or the Union may submit the complaint in writing to Employee Relations with a copy to the County Manager. If the matter is not resolved by Employee Relations within thirty working days from the date of receipt, the employee or the Union shall advise Employee Relations in writing that the matter has not been resolved and Employee Relations shall render a decision within fifteen working days of receipt of this notification which decision shall be final. The County recognizes that other employee problems also merit prompt attention and will attempt to resolve such matters in an expeditious manner.
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Loss of Compensation. ‌ An administrative transfer or reassignment shall not result in the loss of compensation, seniority, or any fringe benefits to a unit member. This paragraph shall not apply to members who exercise bumping rights or to members receiving a site leadership team (SLT) stipend.
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Loss of Compensation. A driver whose turn it is to take an extra trip shall not suffer a loss of compensation by virtue of giving up one or more regularly assigned runs in order to take such trip. The driver will be paid at her regular rate for the regular run(s) missed and at the extra trip rate for trips extending beyond the end of the regular run(s).
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Loss of Compensation. If an extra-help worker covered by this Memorandum of Understanding suffers loss of compensation due to the inequitable application of rules, regulations, policies and procedures and where said loss of compensation is not subject to the grievance procedure specified in Section 19 of this Memorandum of Understanding, the extra-help worker shall attempt to resolve this matter with the immediate supervisor. If unable to resolve this matter satisfactorily, the extra-help worker or the extra-help worker’s Union representative may submit the complaint in writing to the Employee Relations Officer with a copy to the County Manager. If this matter is not resolved by the Employee Relations Officer within thirty (30) working days from the date of receipt of the complaint, the extra- help worker or the Union representative shall advise the Director of Human Resources in writing that the matter has not been resolved and the Director of Human Resources shall render a decision within fifteen (15) working days of receipt of this notification, whose decision shall be final. The County recognizes that other extra-help worker problems also merit prompt attention and will attempt to resolve such matters in an expeditious manner.
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Loss of Compensation. Notwithstanding anything herein to the contrary including, without limitation, authorized preemptions under Section I.C.3 below, Station will earn compensation only for Network Programs, which it clears. If Station fails to clear a program or preempts an episode (whether on a Network approved one-time-only ("OTO") basis or a multiple time basis) of a previously cleared program for any reason, your monthly Network Station Compensation will be reduced by the amount of compensation attributable to such program as provided in Schedule A hereto.
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Loss of Compensation. Upon request of the City, the WPOA shall cooperate with the City in bringing an immediate end to a "strike" by any employees under its jurisdiction.
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Related to Loss of Compensation

  • Payment of Compensation Consultant shall submit to City a monthly itemized statement which indicates work completed and hours of Services rendered by Consultant. The statement shall describe the amount of Services and supplies provided since the initial commencement date, or since the start of the subsequent billing periods, as appropriate, through the date of the statement. City shall, within 30 days of receiving such statement, review the statement and pay all approved charges thereon.

  • Basis of Compensation The Owner shall compensate the Architect/Engineer for the services provided in accordance with Article 7. Payments to the Architect/Engineer shall be as follows:

  • Amount of Compensation The Adviser shall pay the Subadviser, as compensation for services rendered hereunder, from its own assets, an annual fee, payable monthly, equal to 40% of the investment advisory fee collected by the Adviser from the Fund, based on the total net assets of the Fund existing as of the date hereof (the "base amount"), plus 30% of the advisory fee collected by the Adviser, based on the total net assets of the Fund that exceed the base amount (the "marginal amount"), in each case calculated after any waivers, voluntary or otherwise.

  • Reduction of Compensation If the Firm fails to meet the submission date by less than thirty days for the draft report and/or working papers submitted to the Office of the State Auditor for review and approval or by less than thirty days from the completion date for the final reports and/or corrections to the working papers prescribed herein, the District may, with the consent of the Office of the State Auditor, reduce the agreed compensation by an amount not to exceed ten percent of the total contract price for the applicable fiscal year. If reports and/or corrections to the working papers are overdue by 30 days or more, the District may reduce, with the consent of the Office of the State Auditor, the agreed compensation by an amount not to exceed twenty percent of the total contract price for the Rev. 10/20 applicable fiscal year.

  • Other Compensation Unless otherwise stated, this Agreement does not include the Agent’s service of preparing the Property for sale or refinance, modernization, fire or major damage restoration, rehabilitation, financial accounting or legal advice, representation before public agencies, advising on proposed new construction, debt collection, counseling, attending any Association or Condominium meetings, and any other obligation not listed as a Service. If the Owner requests the Agent to perform services not included in this Agreement, a fee shall be agreed upon before such services are performed.

  • Intercarrier Compensation Except as specifically described in this Section, the Agreement does not change or amend applicable intercarrier compensation arrangements (including but not limited to Switched Access, Signaling, or Transit charges) between any parties, including between Qwest and Carriers or IXCs.

  • 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 All percentage payments shall be based upon the following schedule: 2021-2022 Exp. Level Unit Members 1st Year 32,749 2nd Year 34,087 3rd Year 35,425 4th Year 36,764 5th Year 38,102 Subject to the exception set forth below, the placement of an individual on the above salary schedule in an extra duty assignment as set forth herein, shall be based upon the number of years of experience in Michigan Center within the activity (i.e. sport). Transfers from one coaching position to another in the same sport (i.e. junior varsity to varsity football, etc.) shall not be cause to reduce the experience level for the bargaining unit member in that activity. Changes from one sport to another (i.e. basketball to football, etc.) will constitute a change in experience level. NOTE: Compensation of non-unit individuals for coaching and other extra-curricular positions shall be determined by the Board, but shall not exceed the compensation schedule for bargaining unit members. Baseball Head Coach 11% Volleyball Head Coach 17% JV Coach 8% Asst or JV Coach 11% Basketball Head Coach 17% 8th Grade 6% JV Coach 11% 7th Grade 6% 8th Grade 6% If both 7th & 8th 10% 7th Grade 6% Wrestling Head Coach Assistant Coach (if applicable) 16% 6% If both 7th & 8th 10% JV Coach 10% Bowling Boys Girls 6% 6% Jr. High 6% If both Boys & Girls 10% Cheerleading Winter Head Coach (includes sideline if applicable) 16% Academic Games Coord & Staff Advisors Limit 1 per Dept. 1% Varsity Fall Sideline 5% Band Director 18% JV Fall Sideline 5% Band Director Jr. High School 12% Winter JV (includes sideline if applicable) 10% Choral Director (if applicable) 3% Jr. High Winter (includes sideline if applicable) 10% Class Advisor Chair 1% Cross Country Boys Head Coach Girls Head Coach 7% 7% Club Sponsors Approved by Principal 1% If both Boys & Girls 10% Dept Heads – HS Sci, Mth, SocStud, Lang Arts, Enrichment 4% Jr. High 5% Dept Heads/Grade Level Chairs Elem Sci, Mth, SocStud, Lang Arts, Enrichment 4% Football Head Coach 17% Elementary- Extracurricular 1% Asst. Varsity (2) 10% Elementary Music 3% JV Coach (2) 11% 8th Grade (2) 6% 7th Grade (2) 6% Homecoming Chair 1% If both 7th & 8th 10% Leadership Forum 1% Golf Boys Head Coach 6% Communications Coordinator Webmaster News and Views Surveys/Updates Library Supervisor 10% Girls Head Coach 6% Mentor Teacher 2% Soccer Boys Head Coach Girls Head Coach 8% 8% National Xxxxx Xxxxxxx 1% Softball Head Coach 11% Quiz Bowl Advisor 4% Asst or JV Coach 8% Track Boys Head Coach 11% Play Director (Per Play) 6% Girls Head Coach 11% Assistant Play Director (Per Play) 1.5% Boys/Girls Asst (1) 8% Prom Chairperson 2% Jr. High Boys Coach 6% Jr. High Girls Coach 6% Yearbook Advisor If it’s a class Not a class 4% 7% Jr. High Boys/Girls Asst (1) 6% Junior High Year Book 4% Department Head - District Coordinated School Heath 4% HS Student Council JH Student Council 2% 1% Social Media Specialist 3% Tutoring: Summer school and after school tutoring and credit recovery will be paid at the rate of $31.25/hour for assigned student instructional time ($25.00/hour for non-bargaining unit personnel).

  • Employees and Compensation Schedule 3.12 contains a true and complete list of all employees of the Station, their job description, date of hire, salary and amount and date of last salary increase. Schedule 3.12 also contains a true and complete list as of the date of this Agreement of all employee benefit plans or arrangements applicable to the employees of the Station and all fixed or contingent liabilities or obligations of Seller with respect to any person now or formerly employed by Seller at the Station, including pension or thrift plans, individual or supplemental pension or accrued compensation arrangements, contributions to hospitalization or other health or life insurance programs, incentive plans, bonus arrangements, and vacation, sick leave, disability and termination arrangements or policies, including workers' compensation policies, and a description of all fixed or contingent liabilities or obligations of Seller with respect to any person now or formerly employed at the Station or any person now or formerly retained as an independent contractor at the Station.

  • Fees and Compensation Managers and Officers may receive such compensation and fees, if any, for their services, and such reimbursement for expenses, as may be determined by resolution of the Board.

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