New Television Series Incentives Sample Clauses

New Television Series Incentives. (a) A Producer will access the following incentives for the first (1st) two (2) seasons of a television Series, provided there is first a mandatory and good faith consideration of DGC Directors, Production Designers and Editors for the Pilot and all Episodes of the season(s) in question: TIER RATE FRINGES A Current year Rates less 5% Vacation Pay 4% Health & Welfare 5% Retirement 5% Administration & Training Fund 0% Total 14% CMPA Levy** 2% Grand Total 16% B Current year Rates less 5% Vacation Pay 4% Health & Welfare 5% Retirement 5% Administration & Training Fund 0% Total 14% CMPA Levy** * 2% Grand Total 16% C Current year Rates less 5% Vacation Pay 4% Health & Welfare 5% Retirement 3.5% Administration & Training Fund 0% Total 12.5% CMPA Levy** 2% Grand Total 14.5% D Current year Rates less 5% Vacation Pay 4% Health & Welfare 5% Retirement 1.5% Administration & Training Fund 0% Total 10.5% CMPA Levy** 2% Grand Total 12.5% E Current year Rates less 5% Vacation Pay 4% Health & Welfare 4% Retirement 1.5% Administration & Training Fund 0% Total 9.5% CMPA Levy** 2% Grand Total 11.5% ALL TIERS: MANDATORY AND GOOD FAITH CONSIDERATION OF DGC DIRECTORS, PRODUCTION DESIGNERS AND EDITORS * Contact DGC ARC for the applicable rate sheets **Payable to the CMPA as per Article AT6.00
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Related to New Television Series Incentives

  • Educational Incentive Program 15.2.1 A regular monthly classified unit member covered by this Agreement shall be granted a one-step increase (up to a step maximum of step G for Office/Technical unit members) on the first (1st) of the month following verification of satisfactory completion (grade of “C” or above) of twelve (12) semester units of credit from an accredited institution. Courses must have been enrolled in and credits must have been earned subsequent to the unit member's employment with the District. Official transcripts verifying a grade of “C” or above will be considered proof of satisfactory completion, in addition to the Educational Incentive Program Request for Salary Advancement Form, shall be provided by the eligible unit member and forwarded to the Office of Human Resources. Units of credit obtained prior to promotion must be applied toward step movement within sixty (60) calendar days of effective promotion date. The unit member shall ensure that the Compensation department is aware of these additional credits within this sixty (60) day period.

  • EDUCATIONAL INCENTIVES As part of the District’s commitment to enhance the knowledge, skills, abilities and opportunities for promotion of its classified employees, the District offers the following programs:

  • Educational Incentive For those employees receiving educational incentive payment at the time of layoff, upon re-employment, such employees shall be eligible to receive educational incentive.

  • Incentive Program Members who are rated as either Level I, Level II or Level III in every phase of the Physical Fitness Test are eligible to participate in the Incentive Program.

  • Productivity Incentive In addition to the Minimum Milk Price, you will be paid a Productivity Incentive based on the total number of milk solids in your milk that you supply to DFMC each Month during the Term that complies with the Quality Standards. The Productivity Incentive will be paid at the rates set out in Item 5 of the Details.

  • Sick Leave Incentive Program MSUAASF and Minnesota State may develop a sick leave incentive program through the establishment of a joint committee.

  • Orientation Program The Company will allow a designated representative of the Local or Bargaining Unit up to one (1) hour per calendar month for the purpose of conducting the Communications, Energy and Paperworkers Union New Members’ Orientation Program. Such meetings will be conducted during the probationary period of employees, and will be held on Company premises. Employees participating in Orientation Program meetings during their normally scheduled working hours will not suffer loss of pay at their regular rate. Orientation Program meetings will be scheduled by Management and a Management representative may attend as an observer.

  • Educational Incentive Pay Effective January 1, 2022, the current Education Incentive Differential (EID) rates from the pre-existing salary schedules shall be eliminated and, in their place, the following Educational Incentive Pay program will be applied. The salary schedules contained in Addendum B reflect the new Educational Incentive pay allowances. Upon successful completion of field training and promotion to the rank of Police Officer, an officer who has received or obtains one of the degrees set forth below from an accredited college or university shall receive an annual incentive allowance added to their hourly rate, as follows: • $1,500 for associate’s degree ($0.723/hour) • $3,000 for bachelor’s degree ($1.446/hour) • $4,500 for master’s degree and above ($2.169/hour) Educational incentives are not cumulative, but rather the employee will be entitled to the highest incentive based on the degree(s) obtained. In the event an employee obtains a new or higher degree during employment, the employee will submit to the Department proof of degree attainment. Upon verification and approval by the Department, within thirty (30) days of submission, the employee’s pay will be adjusted effective on the first day of the pay period following the date of submission by the employee. Any current employee with an EID classification will be adjusted to the non-EID rate, but will receive the annual incentive allowance as part of their hourly rate, spread over twenty-six (26) pay periods. The hourly rate will be calculated by dividing the annual educational incentive by 2,074 hours. Educational incentive pay will be included in the regular rate for overtime purposes. In addition, it will be counted as part of the employee’s annual salary for pension purposes, consistent with the prevailing Fire & Police Employees Retirement System regulations, and reflected on the salary schedules.

  • Attendance Incentive Program In January of the year following any year in which a minimum of sixty (60) days of leave for illness or injury is accrued, and each January thereafter, any eligible employee may exercise an option to receive remuneration for unused leave for illness or injury accumulated in the previous year at a rate equal to one (1) day of monetary compensation of the employee for each four (4) full days of accrued leave for illness or injury in excess of sixty (60) days. Leave for illness or injury for which compensation has been received shall be deducted from accrued leave for illness or injury at the rate of four (4) days for every one (1) day of monetary compensation; provided, however, no employee shall receive compensation under this section for any portion of leave for illness or injury accumulated at a rate in excess of one (1) day per month. At the time of separation from school district employment due to retirement or death an eligible employee or the employee's estate shall receive remuneration at a rate equal to one (1) day of current monetary compensation of the employee for each four (4) full days accrued leave for illness or injury. The provisions of this section shall be administered in accordance with state law and applicable state rules and regulations. Should the legislature revoke any benefits granted under this section, no affected employee shall be entitled thereafter to receive such benefits as matter of contractual right.

  • Destination CSU-Pueblo scholarship This articulation transfer agreement replaces all previous agreements between CCA and CSU-Pueblo in Bachelor of Science in Physics (Secondary Education Emphasis). This agreement will be reviewed annually and revised (if necessary) as mutually agreed.

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