PROMOTION PAY Sample Clauses

PROMOTION PAY. A Police Officer, when promoted to the classification of Sergeant, shall be paid at the rate of at least four percent (4%) above his present rate of pay or at the next higher step in the P03 pay range above his present rate of pay, whichever is greater. Annually thereafter the employee is eligible to advance to the next step in the merit pay scale until he advances to step "H". Employees who have advanced to step "H" shall have no further advancement. A promotion of any regular employee shall start a promotion probationary period of six (6) months in the higher classification. Prior to completion of the promotion probationary period, a performance appraisal shall be completed on the promoted employee. If an employee fails to successfully complete the promotion probationary period, the employee shall retreat to his former classification and rate of pay. The date of the retreat shall be used to establish a new eligibility date, which shall be one (1) year from the date of the retreat.
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PROMOTION PAY. Upon promotion to a classification having a higher pay range, the employee shall receive an increase in pay equal to one (1) step in the salary range or the first (1st) step of the newly assigned range whichever is greater.
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PROMOTION PAY. A Police Officer, when promoted to the classification of Sergeant, shall be paid at the rate of at least four percent (4%) above his present rate of pay or at the next higher step in the P03 pay range above his present rate of pay, whichever is greater. Annually thereafter the employee is eligible to advance to the next step in the merit pay scale until he advances to step "H". Employees who have advanced to step "H" shall have no further advancement.
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PROMOTION PAY. Upon promoting job classifications, bargaining unit personnel shall be given a minimum credit of 1 Step upon promotion to a new position. Employees with more than two completed years of service shall receive half-credit for completed years of service to a maximum of eight (8) years of service.
Sample 1
PROMOTION PAY. During the six (6) month probationary period in the new job title, the employee shall receive the appropriate wages in the new wage group.
Sample 1
PROMOTION PAY. An Emergency Communication Operator II who is promoted to an Emergency Communication Supervisor I position shall receive the pay rate of the Emergency Communication Supervisor classification at the same step paid the Emergency Communication Operator prior to the promotion commencing the first full pay period following the promotion.
Sample 1
PROMOTION PAY. An employee who is promoted into a position with a higher wage structure shall be assigned to the target rate for the position, as outlined in Addendum C.
Sample 1
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PROMOTION PAY. An employee who is promoted from one job classification to a higher level job classification shall be moved to the step of the new job classification on the wage schedule that represents a minimum five percent (5%) increase in the employee’s base pay. The effective date of the promotion shall become the employee’s anniversary date for purposes of step advancement on the wage schedule.
Sample 1

Related to PROMOTION PAY

  • Vacation Pay (d) Paid Union leaves. All other payments, premiums, allowances etc. are excluded.

  • Annual Vacation Pay Vacation pay shall be paid at the regular hourly rate of the Nurse in effect immediately prior to the Nurse taking vacation.

  • RATE OF VACATION PAY Compensation during vacation shall be at the rate of compensation as set forth for each classification in Appendix "A" which such employee would have been entitled to receive, including premium pay, while in active service during such vacation period.

  • Termination Pay Effective upon the termination of this Agreement, the Employer will be obligated to pay the Executive (or, in the event of his death, his designated beneficiary as defined below) only such compensation as is provided in this Section 6.5, and in lieu of all other amounts and in settlement and complete release of all claims the Executive may have against the Employer. For purposes of this Section 6.5, the Executive's designated beneficiary will be such individual beneficiary or trust, located at such address, as the Executive may designate by notice to the Employer from time to time or, if the Executive fails to give notice to the Employer of such a beneficiary, the Executive's estate. Notwithstanding the preceding sentence, the Employer will have no duty, in any circumstances, to attempt to open an estate on behalf of the Executive, to determine whether any beneficiary designated by the Executive is alive or to ascertain the address of any such beneficiary, to determine the existence of any trust, to determine whether any person or entity purporting to act as the Executive's personal representative (or the trustee of a trust established by the Executive) is duly authorized to act in that capacity, or to locate or attempt to locate any beneficiary, personal representative, or trustee.

  • Part-time Vacation Pay If the Employer currently has the computer systems’ capability to implement bi- weekly vacation pay, they shall do so by the start of the next vacation year or earlier. Those Employers with no computer capability will endeavour to implement bi- weekly vacation pay if there is no significant administrative burden, by the start of the next vacation year or earlier. If the Employer does not so implement, it will provide reasons in writing to the Union. Where possible without extensive programming changes, the amount of vacation pay will be separately identified on the pay stub.

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