MERIT STEP INCREASE Clause Samples
MERIT STEP INCREASE.
(a) Employees hired or promoted into their classification on or before December 1, 2014, and who satisfactorily complete 2080 hours of service, excluding overtime, after initial appointment or promotion to a position, shall be eligible for a merit step increase on July 1, 2015 and yearly thereafter until they reach the top of the range for their position in the attached salary schedule.
(1) Employees hired or promoted into the RAPG Admin represented unit after December 1, 2014, and who satisfactorily complete 2080 hours of service, after initial appointment or promotion to a position, shall be eligible for a merit step increase and yearly thereafter until they reach step three (3) of the attached salary schedule. Subsequent advancement to step 4 and/or 5 will require the approval of the City Manager. There is no appeal of the City Manager’s decision.
(2) Employees currently employed, as of December 1, 2014, and represented by the Reno Administrative Professional Group Professional Unit (RAPG PRO) that are promoted into the RAPG Admin unit will be eligible for the five step salary ranges. This does not apply to any employee hired (new City employee or current City employee that is not represented by the RAPG PRO unit) into the RAPG PRO represented unit after December 1, 2014.
(c) To be eligible for a merit step increase the employee must meet a meritorious level of performance and competence since the last year’s evaluation. Employees hired by the City prior to December 1, 2014 shall have a July 1, 2015 anniversary date for the purposes of calculating subsequent increases, The anniversary date of employees hired or promoted after December 1, 2014 shall be the employee’s date of hire or promotion.
(d) If there is a delay in awarding the merit increase that was due to clerical or administrative delay or mistake, the proper adjustment shall be made retroactive to the date it was due.
(e) In the event that an employee is denied a merit step increase, the employee will be informed of the specific reasons for such denial and may within ten (10) working days of such notification request in writing a review before his/her Department Head or designee to discuss the reason for the denial.
(1) The review shall be attended by the employee, the employee’s supervisor, and the Department Head or his/her designee, and may include at the employee’s discretion, an Association Representative.
(2) The decision of the Department Head or his/her designee may be appealed to the...
MERIT STEP INCREASE. At the written request of the department manager, the Town Manager may grant an additional step or steps at the conclusion of the probationary period or at the time of the annual performance review if the employee has demonstrated exceptional performance in accordance with regulations promulgated by the Human Resources Department. The date of the additional step or steps shall become the employee's anniversary date for the purposes of future satisfactory performance step increases.
MERIT STEP INCREASE.
(a) Employees hired or promoted into their classification on or before October 1, 2014, and who satisfactorily complete twelve (12) months of continuous service, excluding overtime, after initial appointment or promotion to a position, shall be eligible for a merit step increase and yearly thereafter until they reach the top of the range for their position in the attached salary schedules.
(b) Employees hired or promoted into the RAPG PRO represented unit after October 1, 2014, and who satisfactorily complete 2080 hours of service, excluding overtime, after initial appointment or promotion to a position, shall be eligible for a merit step increase and yearly thereafter until they reach Step 4 of the attached salary schedule. Subsequent advancement to Step 5 will require the approval of the City Manager, or his/her designee. There is no appeal of the City Manager’s, or his/her designee’s, decision.
(c) To be eligible for a merit step increase the employee must meet a meritorious level of performance and competence since the last year’s evaluation.
(d) If the delay was due to clerical or administrative delay or mistake, the proper adjustment shall be made retroactive to the date it was due.
(e) In the event that an employee is denied a merit step increase, the employee will be informed of the specific reasons for such denial and may within ten working days of such notification request in writing a review before his/her Department Head or his/her designee, to discuss the reason for the denial.
(1) The review shall be attended by the employee, the employee’s Association Representative, the supervisor, and the Department Head or his/her/her designee.
(2) The decision of the Department Head or his/her/her designee may be appealed to the City Manager or his/her/her designee for a final decision. The employee has the right to attach a written rebuttal statement to the evaluation which will be included in the official personnel file.
(f) If the merit step increase has not been paid and there is no denial of the performance step increase in accordance with (e) above, at any time after two (2) full pay periods following the employee’s anniversary date, the Association may notify the Department of Human Resources in writing, or by e-mail, with a copy to the Department Head, and request award of the merit step increase. Following notification from the Association, the Department Head shall notify the Department of Human Resources within one (1) full pay period, if th...
MERIT STEP INCREASE a. Employees shall be eligible for merit step increases provided that the required length of service at each salary step has been completed. Credit for length of service shall be given for all time served on the step including periods of authorized leave.
b. Employees must serve an elapsed period of not less than one (1) year on each salary step to be eligible for additional merit increases.
c. Full-time permanent employees who are below the top step of the salary range and who are eligible for an annual step advance will be granted a step advance only when a “satisfactory” or better performance evaluation has been filed by the employee’s department head. The performance evaluation shall be filed at least one (1) month prior to the employee’s step advance anniversary date and within a period which does not exceed one
(1) year prior to that date.
d. If an employee receives an overall “improvement needed” or “unsatisfactory” performance evaluation, the employee’s step advance will not be granted.
e. Where no performance evaluation is issued in accordance with c. above, the employee may request the Human Resources Department to obtain a completed performance evaluation from the employee’s department head. The department head shall issue a performance evaluation within five (5) days of the employee’s request. If said evaluation is “satisfactory” or better, the employee shall be granted step advance effective to his step advance anniversary date.
MERIT STEP INCREASE. (a) Employees hired or promoted into their classification on or before October 1, 2014, and who satisfactorily complete 2080 hours of service, excluding overtime, after initial appointment or promotion to a position, shall be eligible for a merit step increase and yearly thereafter until they reach the top of the range for their position in the attached salary schedules.
(b) Employees hired or promoted into the RAPG PRO represented unit after October 1, 2014, and who satisfactorily complete 2080 hours of service, excluding overtime, after initial appointment or promotion to a position, shall be eligible for a merit step increase and yearly thereafter until they reach step three (3) of the attached salary schedule. Subsequent advancement to step 4 and/or 5 will require the approval of the City Manager. There is no appeal of the City Manager’s decision.
(c) To be eligible for a merit step increase the employee must meet a meritorious level of performance and competence since the last year’s evaluation.
(d) If the delay was due to clerical or administrative delay or mistake, the proper adjustment shall be made retroactive to the date it was due.
(e) In the event that an employee is denied a merit step increase, the employee will be informed of the specific reasons for such denial and may within ten
MERIT STEP INCREASE. The City agrees to maintain its current five (5) step merit increase salary plan during the term of this MOU.
MERIT STEP INCREASE. (a) Employees hired or promoted into their classification, and who satisfactorily complete twelve (12) months of continuous service, excluding overtime, after initial appointment or promotion to a position, shall be eligible for a merit step increase and yearly thereafter until they reach the top of the range for their position in the attached salary schedules.
(b) To be eligible for a merit step increase the employee must meet a satisfactory level of performance and competence since the last year’s evaluation.
(c) If the delay was due to clerical or administrative delay or mistake, the proper adjustment shall be made retroactive to the date it was due.
(d) In the event that an employee is denied a merit step increase, the employee will be informed of the specific reasons for such denial and may within ten working days of such notification request in writing a review before their Department Head or their designee, to discuss the reason for the denial.
(1) The review shall be attended by the employee, the employee’s Association Representative, the supervisor, and the Department Head or their designee.
(2) The decision of the Department Head or their designee may be appealed to the City Manager or their designee for a final decision. The employee has the right to attach a written rebuttal statement to the evaluation which will be included in the official personnel file.
MERIT STEP INCREASE a. Unit employees shall be eligible for merit increases provided the required length of service at each salary step has been completed as specified below. Except as provided in (c) of this Section, credit for length of service shall be given for all time served on the step including periods of authorized leave.
1. Step 1 to Step 2 - Merit step increase from Step 1 – Step 2 shall be effective when an employee passes probation.
2. Step 2 to Step 3 - An elapsed period of not less than one (1) year.
MERIT STEP INCREASE. Regardless of any other provision of this Agreement, the AuthorityPCHA is not required to pay more than the maximum of the range for any job title. Employees shall be paid every other week. Nothing in this Agreement shall be deemed to prevent the AuthorityPCHA, at its sole discretion, from granting increases greater than those authorized in this Section.
MERIT STEP INCREASE a) Employees hired or promoted into their classification on or before December 1, 2014, and who satisfactorily complete 2080 hours of service, excluding overtime, after initial appointment or promotion to a position, shall be eligible for a merit step increase on July 1, 2015 and yearly thereafter until they reach the top of the range for their position in the attached salary schedule.