Professional Rate Clause Samples

The Professional Rate clause defines the specific hourly or daily fee charged by a professional for their services under the agreement. It typically outlines the rate applicable to various types of work performed, such as consulting, design, or technical services, and may specify different rates for different roles or levels of expertise. This clause ensures both parties have a clear understanding of compensation expectations, thereby preventing disputes over payment and facilitating transparent billing practices.
Professional Rate. 24.2.1 Each employee required to perform extra work will be compensated at the hourly rate determined from the sum of Step 0,0 of the LEAP Schedule (Appendix A) plus Step 0,0 for additional days and TRI (Appendix E). At no time shall the Professional Rate be less than $30.00 per hour. 24.2.2 Extra work is work assigned by the District that is performed after the regular workday and/or after the scheduled work year and is: 24.2.2.1 Special curriculum work assigned by the Superintendent or designee performed outside the school day. 24.2.2.2 Staff selection committee work performed outside the school day. 24.2.2.3 In-service work performed outside the school day. 24.2.2.4 Other work specifically agreed to by the District. 24.2.3 SVEA staff directly involved in District sponsored professional development and planning activities will be able to begin additionally compensated activities following dismissal of students on Teacher Directed ED times with the understanding they complete their two hours of teacher directed planning time following the conclusion of the District sponsored activities. 24.2.4 SVEA staff directly involved in working with students in intervention programs sponsored by the school, or School District will be able to begin additionally compensated intervention activities during contracted time prior to the start of the school day and following dismissal of students, with the understanding they complete their contracted time following the conclusion of the District approved intervention activities. 24.2.5 Extra work performed during the month of August, including but not limited to technology professional development, will be compensated at the Professional Rate as calculated for the coming school year.
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Professional Rate. Each employee required to perform extra work will be compensated at the hourly rate determined from the sum of Step 0,0 of the LEAP Schedule (Appendix A) plus Step 0,0 for additional days and TRI (Appendix D). At no time shall the Professional Rate be less than $30.00 per hour. Extra work is work assigned by the District that is performed after the regular workday and/or after the scheduled work year and is: a) Special curriculum work assigned by the Superintendent or designee performed outside the school day. b) Staff selection committee work performed outside the school day. c) In-service work performed outside the school day. d) Other work specifically agreed to by the District.
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Professional Rate. A. Each employee required to perform extra work will be compensated at the hourly rate determined from the sum of Step 0,0 of the LEAP Schedule (Appendix A) plus Step 0,0 for additional days and TRI (Appendix E). At no time shall the Professional Rate be less than $30.00 per hour. B. Extra work is work assigned by the District that is performed after the regular workday and/or after the scheduled work year and is: a) Special curriculum work assigned by the Superintendent or designee performed outside the school day. b) Staff selection committee work performed outside the school day. c) In-service work performed outside the school day. d) Other work specifically agreed to by the District. C. SVEA staff directly involved in District sponsored professional development and planning activities will be able to begin additionally compensated activities following dismissal of students on Teacher Directed ED times with the understanding they complete their two hours of teacher directed planning time following the conclusion of the District sponsored activities. D. SVEA staff directly involved in working with students in intervention programs sponsored by the school, or School District will be able to begin additionally compensated intervention activities during contracted time prior to the start of the school day and following dismissal of students, with the understanding they complete their contracted time following the conclusion of the District approved intervention activities. E. Extra work performed during the month of August, including but not limited to technology professional development, will be compensated at the Professional Rate as calculated for the coming school year.
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Professional Rate. Each employee required to perform extra work will be compensated at the rate of $29.00 per hour for 2011-2012 and $30 per hour for 2012-2013. Extra work is work assigned by the District that is performed after the regular workday and/or after the scheduled work year and is: a) Special curriculum work assigned by the Superintendent or designee performed outside the school day. b) Staff selection committee work performed outside the school day.
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Professional Rate. 1. Teachers employed in a professional capacity during the summer shall be compensated at the hourly rate of $33 during the 2011-14 school years. 2. Teachers employed in a professional capacity for homebound instruction shall be compensated at the Professional Rate. 3. The Board shall pay workshop presenters 1.66 times the Professional Rate as compensation for preparation and delivery of a Board approved workshop outside of the regular workday or work year.
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Related to Professional Rate

  • Professional Dues The school district will pay the annual dues for the Superintendent’s membership in the following organizations: Nebraska Council of School Administrators (NCSA), The School Superintendents Association (AASA), and any other membership dues requested by the Superintendent and approved by the Board.

  • PROFESSIONAL COMPENSATION A. The basic salaries of employees covered by this Agreement are set forth in Schedule A which is attached to and incorporated in this Agreement. Teachers shall have the option of receiving their salary in 21 or 26 equal increments and shall elect their option by July 1 for salary disbursements in the succeeding year. The Board agrees to adhere to the salaries set forth in Schedules A, B, & C (except as provided in section D below) and any deviation shall be immediately adjusted upon being brought to the attention of the Board. B. An Employee shall be placed on the salary schedule step which gives credit for educational preparation and the number of full years of experience as allowed by this paragraph for placement on the salary schedule. All experience credited shall be added together, except as noted below. 1. Experience credit shall be awarded for K-12 teaching experience in either public or non-public schools governed by the provisions of a state teacher certification code. To be credited on the salary schedule for experience, the teacher shall have been a certified teacher during the time of their teaching employment. Experience credit shall not be awarded for practice (student) teaching, day-to- day substitute teaching, private nursery school (day care) teaching, intern teaching (other than in Brighton schools), or graduate assistant or fellowship teaching at colleges or universities whether or not the teacher was certified, or other similar experience. New hire experienced employees may be placed on the salary schedule step of the Board of Education's choosing; however, they shall not be placed on a step that exceeds their total experience. Less than full-time employees shall be notified that they have no rights to a full- time position. Teachers recalled from layoff who have gained additional teaching experience in accordance with the provision contained herein (B.1) shall receive salary increment steps provided they agree in writing to have their yearly salary reduced by the gross dollar amount they received in unemployment compensation while laid off. 2. To the extent allowed by law, employees hired previously shall advance to the next step on the salary schedule on the first day of each school year. To the extent allowed by law, employees newly hired will advance according to the following: a. Employees hired before November 1 shall advance to the next step, and subsequent steps, on the first day of the next school year. b. Employees hired after October 31 and before April 1 shall advance to the next step at the beginning of the second semester of the following school year (paid at a rate halfway between the two steps) and subsequent years (unless hired from a similar position in another educational institution and then they shall advance on the first day of the next school year). c. Employees hired after March 31 shall remain on the same pay step for the next school year only and shall advance to the next pay step and subsequent steps on the first day of the following year unless hired from a similar position in another educational institution and then they shall advance on the first day of the next school year). 3. Shared and/or abbreviated teaching schedules (see Article 11.C) may at times be beneficial both to the Board and the individual employee. Employees placed on abbreviated schedules shall receive one full year experience step. 4. To the extent allowed by law, an employee advancing from one salary track to another will be placed on the advanced salary track as follows (retroactive if new level is completed prior to start of the semester and verification is submitted by the required date): Beginning of the year – Proof is submitted by November 1 First day second semester – Proof is submitted by March 1 5. Criteria for MA+30: a. No duplication of classes previously taken. b. Course must be: 1) related to current or future teaching assignments 2) minor or major program 3) transcript from an accredited university c. Does not have to be a graduate level course. (It is the intent to have teachers show some relevance to current teaching assignments or potential future teacher assignment.) d. It is recommended that MA+30 program classes be discussed with the Assistant Superintendent for Human Resources. e. Credits for MA+30 must be earned after the BA/BS. C. The salary schedule is based upon the regular school year calendar as set forth in Schedule A and the normal teaching assignment as defined in the Agreement. Any teacher who accepts an additional class for the school year over and above the normal teaching load shall receive a prorated increase (e.g. - 1/5 for a five-hour teaching day or 1/6 for a six-hour teaching day) in their annual base teaching salary or fraction thereof. There shall be a prorating of additional salary for additional class assignments when such additional assignments are fulfilled on a regular basis for less than a full year. D. Employees appointed to extra duty assignments set forth in Schedule B which are attached to and incorporated in this Agreement, shall be compensated in accordance with the provisions of this Agreement without deviation. In the event no qualified bargaining unit member applies for a Schedule B assignment and the board hires a non- bargaining unit applicant, the level of compensation may be equal to or less than the salary established in Schedule B. E. Schedule C positions are those teaching assignments that involve work responsibilities beyond contract time and are not optional. Additional compensation for such work shall be paid in accordance with Schedule C. F. Current and active job descriptions for Schedule B and Schedule C positions will be on file with both the Association and the Administration. These job descriptions will also be accessible on their respective websites. G. Employees required in the course of their work to drive personal automobiles from one school building to another shall receive a reimbursement equal to the current IRS approved mileage rate. The same reimbursement shall be given for use of personal cars for approved field trips or other approved business of the district. Appropriate requests for payment of mileage and other expenses shall be turned in to the principal/director on a monthly basis, but at least once each marking period. ▇. Any employee resigning before the completion of the school year has the professional and legal obligation to reimburse the Board for all over-paid monies. I. Longevity – Employees having the following years of experience employed with Brighton Area Schools shall receive longevity payments in annual amounts as set forth below. By July 1, employees will elect whether to receive their longevity in their first October paycheck or their TSA (October). If the payroll department is not contacted by July 1, the employee’s longevity stipend will be paid out into their first October paycheck. J. Tuition reimbursement/PD/Conference cost reimbursement for required courses (to maintain certification) will be $85,000 annual pool, to be paid out in accordance with the conditions outlined in the tuition reimbursement form included in Appendix A. After all required course reimbursements are paid out, reimbursements for administratively approved professional development (e.g., flex PD, conferences, etc.) may be submitted and will be paid out in the order they were received, until the annual pool is exhausted. Only conference registration fees will be reimbursed.

  • Professional Service Consultant agrees that all services and work performed under this agreement will be accomplished in a professional manner, in accordance with the accepted standards of Contractor’s profession.

  • PROFESSIONAL BEHAVIOR A. Teachers are expected to comply with rules, regulations, and direction adopted by the Board or its representatives, which are not inconsistent with the express provisions of this Agreement, except that a teacher may refuse to carry out an order which reasonably threatens the teacher's physical safety. B. Teachers are expected to use appropriate channels of communication for comments, suggestions, grievances and other professional matters. Such channels include normal administrative channels, the grievance procedure, SAC, teacher organization representatives, and negotiations. No reprisals may be taken against teachers due to the exercise of their responsibilities in positions in the Vocational Teachers Federation, Vocational teachers Council and School Accountability Council. C. The District affirms the principles that teachers have the full rights and responsibilities of citizenship and that a teacher's private life and activities are not an appropriate concern of the District, except to the extent that they detract from the effective accomplishment of the teacher's professional duties or are grounds for dismissal under Colorado statutes. D. Teachers have the right, except as otherwise provided by law, to engage in political activity, to campaign on behalf of candidates for public office, and to themselves see, campaign for, and hold public office. However, these activities must be conducted outside teacher assigned hours and must not interfere with the effective accomplishment of the teacher's professional duties. E. The District and the Federation affirm the importance of good staff morale to the instructional and operational programs of a school. Teachers and administrators are expected to exhibit positive attitudes and professional behavior that will maintain and enhance good staff morale. F. The hoard, teachers, and administrators encourage one another to exemplify the highest standards of personal and professional excellence and to become outstanding role models for all students. G. Every teacher and administrator is expected to exhibit sensitivity to ethnic-minority persons and to promote the success of students from multicultural/ multi-ethnic backgrounds. H. Any alleged abuses of Executive Director authority shall be reported to the Federation or Instructional Superintendent or designee. The Federation and Instructional Superintendent or designee will review and address these allegations.

  • Professional Services Fees You agree to pay us the professional services fees in the amounts set forth in the Investment Summary. Those amounts are payable in accordance with our Invoicing and Payment Policy. You acknowledge that the fees stated in the Investment Summary are good-faith estimates of the amount of time and materials required for your implementation. We will bill you the actual fees incurred based on the in-scope services provided to you. Any discrepancies in the total values set forth in the Investment Summary will be resolved by multiplying the applicable hourly rate by the quoted hours.