PROGRESSION THROUGH PAY POINTS Clause Samples

PROGRESSION THROUGH PAY POINTS. 21.1 Progression for all classifications for which there is more than one pay point will be by annual movement to the next pay point, or in the case of a part-time or casual employee 1824 hours of experience, having regard to the acquisition and use of skill described in the definitions contained in Schedule B - Classification Definitions and knowledge gained through experience in the practice settings over such a period. 21.2 The Employer will recognise experience with another Employer upon proof of such documentary evidence of other previous relevant experience acceptable by the Employer. This evidence, in the absence of other reasonable obtainable evidence, may take the form of a statutory declaration. The Employer will notify the Employee of this requirement upon commencement and pay at the relevant pay point from the date such proof is provided.
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PROGRESSION THROUGH PAY POINTS. (a) Progression for all classifications where there is more than one (1) pay point will be in accordance with a year of experience as defined.
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PROGRESSION THROUGH PAY POINTS. 5.2.1 Progression for all classifications for which there is more than one pay point will be by annual movement to the next pay point, or in the case of a part-time or casual employee 1558 hours of experience, having regard to the acquisition and use of skill described in the definitions contained in clause Schedule 2— Classification Definitions and knowledge gained through experience in the practice settings over such a period.
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PROGRESSION THROUGH PAY POINTS. 45.1. All Employees will progress by annual increments to the next pay point, of the relevant level, within the classification schedule outlined at Schedules B and D. 45.2. If an Employee takes a period of approved leave without pay of one week or more, that period of unpaid leave will not be counted for the purpose of clause 45.1.
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PROGRESSION THROUGH PAY POINTS. 29.1 Where there is more than one wage point progression shall be by annual increments on the anniversary of employment, having regard to the acquisition and utilisation of skills and knowledge through experience in an employee’s practice setting(s) over such period.
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PROGRESSION THROUGH PAY POINTS. (a) Employees (other than Registered Nurses (Level 5 Employees)) will be able to make an application to progress through the pay points of their level based upon the competency assessment process. Employees will be able to make one application per year for progression through Pay Points. (b) Employees will be deemed competent for progression based upon achieving a satisfactory result in all areas of the checklist. This will be confirmed by the Chair of the Competency Assessment Committee. (c) Employees will be provided with the competencies appropriate for their level and the details of the training and development and demonstrated competencies required to progress to higher pay points or higher levels. ▇▇▇▇▇▇▇▇▇▇ will take reasonable steps to assist employees to realise their goals of achieving a higher pay point or level. (d) Employees who are appointed to a new level in the structure will commence at Pay Point 1 within that level. In order to progress from Pay Point 1 to Pay Point 2, employees will need to have completed at least 12 months in the role and successfully complete the full Competency Assessment for that level. (e) During the period prior to the employee being eligible to complete a Competency Assessment to progress to the next pay point, management will provide the employee with feedback on their progress to enable the employee to develop the necessary knowledge, skill and ability to successfully complete the assessment. (f) Employees who have made an unsuccessful application and were deemed not yet competent, may reapply for assessment after at least three (3) months from the date of the unsuccessful assessment. (g) Employees who are deemed not yet competent will be provided with feedback on areas for improvement and additional training where required. (h) Where an employee does not agree with the outcome of a competency assessment, they may appeal the decision in accordance with Clause 44 – Grievance and Dispute Resolution Procedures.
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PROGRESSION THROUGH PAY POINTS. 13.1 Progression for classifications for which there is more than 1 pay point for full time employees will be by annual movement to the next pay point. For part- time and casuals, it is 1,200 worked hours but not less than 12 months from their last pay point progression. 13.2 Movement from Aged Care ‘New Entry’ to Aged Care Level 1 shall occur when the Employee has reached 500 hours of industry experience. 13.3 Progression to a higher classification is based on the Employer’s requirements and the Employee’s qualifications, experience, demonstrated skills and merit.
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PROGRESSION THROUGH PAY POINTS. 9.1 Progression for all classifications for which there is more than one pay point will be by annual movement to the next pay point, or in the case of a part-time or casual employee 1786 hours of experience, having regard to the acquisition and use of skill described in the definitions contained in Appendix A - Classifications, Wages and Allowances. 10.1 Employees required by MHPH to wear uniforms will be supplied with an adequate number of uniforms appropriate to the occupation free of cost to employees. These clothing items will remain the property of MHPH and be laundered and maintained by MHPH free of cost to the Employee. 10.2 Instead of the provision of such uniforms, MHPH may pay such employee a Uniform Allowance as per 10.3 Where the Employee's uniforms are not laundered by or at the expense of MHPH, the Employee will be paid a Laundry Allowance in accordance with Appendix A. 10.4 Uniform Allowance, but not Laundry Allowance, will be paid during all absences on paid leave, except absences on Long Service Leave, Infectious Diseases Leave and absence on Personal/Carer's Leave beyond 21 days. Where, prior to taking leave, an Employee was paid a Uniform Allowance other than at the weekly rate, the rate to be paid during absence on leave will be the average of the allowance paid during the four weeks immediately preceding the leave. 10.5 Nothing in clause 10 shall be construed to entitle casual employees to paid personal/carer’s leave or infectious diseases leave.
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PROGRESSION THROUGH PAY POINTS. 5.2.1 Progression for all classifications for which there is more than one pay point will be by annual increment to the next pay point, or in the case of a part-time or casual employee, upon achieving 1610 hours of experience. 5.2.2 Progression to the next Level of Classification will be by way of promotion or reclassification.
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Related to PROGRESSION THROUGH PAY POINTS

  • COSTS DISTRIBUTED THROUGH COUNTYWIDE COST ALLOCATIONS The indirect overhead and support service costs listed in the Summary Schedule (attached) are formally approved as actual costs for fiscal year 2022-23, and as estimated costs for fiscal year 2024-25 on a “fixed with carry-forward” basis. These costs may be included as part of the county departments’ costs indicated effective July 1, 2024, for further allocation to federal grants and contracts performed by the respective county departments.

  • Incremental Progression Three (3) Year Trained Teacher - Professional Development (a) Notwithstanding the provisions of paragraph 7.1.4 (f), a 3 year trained teacher may apply for progression by annual increments from Proficient 4 to 8 subject to the following conditions: (i) completion of at least twelve (12) months service on Proficient 4; (ii) participation in one hundred and fifty (150) hours of accredited professional development activities to be achieved at an annual average rate of not less than thirty (30) hours (five (5) days) and to be undertaken outside the hours engaged in teaching; and (iii) provision of a statement outlining the knowledge and skills acquired through participation in professional development. (b) Applications for progression identified in paragraph 7.1.6 (a) shall be made through the principal of the school and be subject to assessment and recommendation to the school authority by a panel consisting of: (i) a representative of the school authority; (ii) a representative of the teacher seeking progression; (iii) a representative jointly agreed to. (c) Applications for progression identified in paragraph 7.1.6 (a) shall include: (i) certification of participation in accredited professional development activities by activity providers; and (ii) a brief statement on a standard agreed, outlining the additional knowledge and skills acquired and their application in the teacher's work. (d) No teacher shall be required to undergo classroom or other inspection for the purposes of certification. (e) The review panel identified in paragraph 7.1.6 (b) shall make a recommendation to the employing authority as to whether in its opinion the teacher has satisfied the eligibility criteria in clause 7.1.6 (a). (f) A teacher who is assessed by the review panel as having satisfied the requirements contained in clause 7.1.6 (a) shall be entitled to progress to the next incremental pay step (Proficient 4 to 8 as appropriate) effective from their date of application or on the completion of twelve (12) months' service on their current incremental step (whichever is the later).

  • Step III 21.5.1 If the employee desires to appeal the grievance to Step III, the employee shall indicate in writing the reason for the appeal and present it along with the original written grievance to the Municipal Employee Relations Officer or designee within ten (10) working days following receipt of the written decision at Step II. 21.5.2 Within ten (10) working days after receipt of the appeal to Step III, the Municipal Employee Relations Officer or designee shall schedule a meeting with the employee, the appropriate Union representative, and the Department Director or designee to discuss the matter. A written decision shall be given to the employee or the appropriate Employee Organization representative within ten (10) working days following the meeting. 21.5.3 If the decision of the Municipal Employee Relations Officer or designee is unsatisfactory, the appropriate Employee Organization representative may appeal the grievance to Step IV - Arbitration.

  • STEP II If the grievance is not resolved at Step I then the Association may refer the grievance to the superintendent or the superintendent’s official designee within ten (10) days after receipt of the Step I answer. The superintendent shall arrange with the Association representative for a meeting to take place within five (5) days of the superintendent’s receipt of the appeal. Each party may include in its representation such witnesses and counselors as it deems necessary. Within five (5) days of the meeting, the Association shall be provided with the superintendent’s written response, including the reasons for the decision.

  • Number Resources, Rate Center Areas and Routing Points 13.1 Nothing in this Agreement shall be construed to limit or otherwise adversely affect in any manner either Party’s right to employ or to request and be assigned any Central Office Codes (“NXX”) pursuant to the Central Office Code Assignment Guidelines and any relevant FCC or Commission orders, as may be amended from time to time, or to establish, by Tariff or otherwise, Rate Center Areas and Routing Points corresponding to such NXX codes. 13.2 It shall be the responsibility of each Party to program and update its own switches and network systems pursuant to information provided on ASRs as well as the LERG in order to recognize and route traffic to the other Party’s assigned NXX codes. Except as expressly set forth in this Agreement, neither Party shall impose any fees or charges whatsoever on the other Party for such activities. 13.3 Unless otherwise required by Commission order, the Rate Center Areas will be the same for each Party. During the term of this Agreement, Onvoy shall adopt the Rate Center Area and Rate Center Points that the Commission has approved for Frontier within the LATA and Tandem serving area. Onvoy shall assign whole NPA-NXX codes to each Rate Center Area unless otherwise ordered by the FCC, the Commission or another governmental entity of appropriate jurisdiction, or the LEC industry adopts alternative methods of utilizing NXXs. 13.4 Onvoy will also designate a Routing Point for each assigned NXX code. Onvoy shall designate one location for each Rate Center Area in which the Onvoy has established NXX code(s) as the Routing Point for the NPA-NXXs associated with that Rate Center Area, and such Routing Point shall be within the same LATA as the Rate Center Area but not necessarily within the Rate Center Area itself. Unless specified otherwise, calls to subsequent NXXs of Onvoy will be routed in the same manner as calls to ▇▇▇▇▇’s initial NXXs. 13.5 Notwithstanding anything to the contrary contained herein, nothing in this Agreement is intended, and nothing in this Agreement shall be construed, to in any way constrain Onvoy’s choices regarding the size of the local calling area(s) that Onvoy may establish for its Customers, which local calling areas may be larger than, smaller than, or identical to Frontier’s local calling areas.