New Top Steps Clause Samples

New Top Steps. Effective April 11, 2020, County Fire shall add a new top step for all ranges except Fire Suppression Aides. The new top step shall be approximately two and one-half percent (2.50%) above the current top step. Employees who are at the existing top step on that date and have completed at least 1,456 service hours at that step and received a “Meets Job Standards” or above on their most recent Work Performance Evaluation (WPE) in the 12 consecutive months prior to the effective date of the new top step, are eligible to advance on April 11, 2020. Employees who have not completed at least 1,456 service hours at that step on that date shall be eligible to move to the new top step upon completion of 1,456 service hours and receiving at least a “Meets Job Standards” or above on their WPE. • Effective April 10, 2021, County Fire shall add a new top step for all ranges except Fire Suppression Aides. The new top step shall be approximately two and one-half percent (2.50%) above the current top step. Employees who are at the existing top step on that date and have completed at least 1,456 service hours at that step and received a “Meets Job Standards” or above on their most recent Work Performance Evaluation (WPE) in the 12 consecutive months prior to the effective date of the new top step, are eligible to advance on April 10, 2021. Employees who have not completed at least 1,456 service hours at that step on that date shall be eligible to move to the new top step upon completion of 1,456 service hours and receiving at least a “Meets Job Standards” or above on their WPE. • Effective April 9, 2022, County Fire shall add a new top step for all ranges except Fire Suppression Aides. The new top step shall be approximately two and one- half percent (2.50%) above the current top step. Employees who are at the existing top step on that date and have completed at least 1,456 service hours at that step and received a “Meets Job Standards” or above on their most recent Work Performance Evaluation (WPE) in the 12 consecutive months prior to the effective date of the new top step, are eligible to advance on April 9, 2022. Employees who have not completed at least 1,456 service hours at that step on that date shall be eligible to move to the new top step upon completion of 1,456 service hours and receiving at least a “Meets Job Standards” or above on their WPE. • Effective April 8, 2023, County Fire shall add a new top step for all ranges except Fire Suppression Aides. The new top...
View SourceView Similar (4)
New Top Steps. Effective August 5, 2028, the Fire District shall add a new top step to the salary ranges ENGE and ENGP. The new top step shall be approximately two and one-half percent (2.50%) above the current top step. Employees who are at the existing top step on that date and have completed at least 13 pay periods at that step and received a “Meets Job Standards” or above on their most recent Work Performance Evaluation (WPE) in the 12 consecutive months prior to the effective date of the new top step, are eligible to advance on August 07, 2027. Employees who have not completed at least 13 pay periods at that step on that date shall be eligible to move to the new top step upon completion of 13 pay periods in accordance with the Merit Advancement Article. Employees who are at the existing top step on that date and have completed at least 13 pay periods at that step and received a “Meets Job Standards” or above on their most recent Work Performance Evaluation (WPE) in the 12 consecutive months prior to the effective date of the new top step, are eligible to advance on August 07, 2027. Employees who have not completed at least 13 pay periods at that step on that date shall be eligible to move to the new top step upon completion of 13 pay periods in accordance with the Merit Advancement Article.
View SourceView Similar (2)

Related to New Top Steps

  • Longevity Steps STEP 19 = 11 years of, full-time service in the Murrieta Valley Unified School District with the exception of broken service caused by an allowable necessity in accordance with the definition of “Allowable Necessity” contained in Appendix F “Definition of Terms.” STEP 22 = 14 years of, full-time service in the Murrieta Valley Unified School District with the exception of broken service caused by an allowable necessity in accordance with the definition of “Allowable Necessity” contained in Appendix F “Definition of Terms.” STEP 25 = 17 years of, full-time service in the Murrieta Valley Unified School District with the exception of broken service caused by an allowable necessity in accordance with the definition of “Allowable Necessity” contained in Appendix F “Definition of Terms.” STEP 28 = 20 years of, full-time service in the Murrieta Valley Unified School District with the exception of broken service caused by an allowable necessity in accordance with the definition of “Allowable Necessity” contained in Appendix F “Definition of Terms.”

  • NEXT STEPS If you disagree with my findings you may request a hearing to appeal the decision by contacting me using the details provided.

  • Action Steps State scope of practice laws can allow for broad, unre- stricted CPAs between pharmacists and other providers. To build and strengthen collaborative practices, phar- macists can use the following strategies, which were proposed by the APhA Foundation’s expert group: Use simple, understandable terms to describe the patient care services that pharmacists can provide. Educate other health care professionals about the value of including pharmacists on health care teams. Encourage other health professional organizations to work together when proposing changes to scope of practice laws. Set up or participate in interprofessional committees to discuss how scope of practice laws can expand the role of pharmacists and other health professionals in team-based care. Talk with local health care providers about entering into CPAs. Talk with payers about using viable business models to support pharmacists’ patient care services. Share appropriate health information with providers through the use of EHRs. Show relevant stakeholders the value of aligning incentives and reimbursement for all health care team members involved in patient care to improve health and decrease costs. Expanding and promoting pharmacists’ patient care services at the local level can help key stakeholders understand the value of CPAs. Patients, doctors, and other health care pro- viders can share their positive experiences with pharmacists to affirm and promote the value that pharmacists bring to the health care system. They can also champion policies that support collaborative practices.

  • Vendor Encouraging Members to bypass TIPS agreement Encouraging entities to purchase directly from the Vendor or through another agreement, when the Member has requested using the TIPS cooperative Agreement or price, and thereby bypassing the TIPS Agreement is a violation of the terms and conditions of this Agreement and will result in removal of the Vendor from the TIPS Program.

  • Grievance Procedure Steps Step 1: (a) Any employee who feels aggrieved must discuss the grievance with the employee's immediate supervisor within fourteen (14) days of the date on which the employee or the Union first learned or may reasonably have been expected to have learned of its cause unless the parties agree in writing to extend the fourteen (14) day period. The employee, if he or she so desires, may be accompanied and represented by the employee's stew- ard or a Union representative. The Union also may initiate a grievance at Step 1 within 14 days of the date the Union first became aware of (or rea- sonably should have become aware of) the facts giving rise to the griev- ance. In such case the participation of an individual grievant is not re- quired. A Step 1 Union grievance may involve a complaint affecting more than one employee in the office. Whenever the facts giving rise to a grievance relate to an incident/issue occurring or arising on a specific date and in- volve more than one employee in the office, a Step 1 or Step 2 grievance may only be initiated by the Union as a Union grievance on behalf of all involved employees within a specific work location in an installation as provided in Article 17.2A or as defined by local practice. Should any grievances concerning the same incident/issue be filed at Step 1 by indi- vidual employees, the Union will consolidate all such grievances and se- lect a representative grievance which may be appealed to Step 2. Should multiple grievances concerning the same incident/issue be improperly filed/initiated at Step 1 by the Union, management shall notify the Union, and if so notified, the Union shall consolidate all such grievances and select a representative grievance which may be heard at Step 1.