Rebase Sample Clauses

A Rebase clause allows for the adjustment of contract terms, typically financial figures or rates, in response to changes in an external benchmark or index. In practice, this means that if a referenced index, such as an inflation rate or market price, fluctuates, the relevant contract amounts are recalculated to reflect the new value. This mechanism ensures that the contract remains fair and economically balanced over time, protecting both parties from significant shifts in market conditions.
Rebase. We cover replacement of the entire denture base, except the teeth, to improve the bite and/or fit.
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Rebase. Effective July 1, 2013, the State implemented a new DRG schedule updating the core pieces that affect hospital payments. Goals of the State regarding this change included the following: • Reduce the frequency of outlier payments to be consistent with the intent of prospective payment systems. • More appropriately reimburse for the following types of services/facilities: ─ Rural Facilities. ─ Deliveries. ─ Psychiatric Care. ─ Care for Kids — Impacts Children's Hospitals. In order to estimate the impact of this program change to the ABD <21 population, Mercer relied upon analysis by its subcontractor, ▇▇▇▇▇ and Associates, for an estimate of the impact to the Inpatient COS by rating region. When evaluating the impact of the DRG rebase, the above adjustment should be considered, along with the other inpatient-related prospective program changes described later in this section, and the MCP inpatient pricing targets described in Enclosure 4.
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Rebase. Effective July 1, 2013, the State implemented a new DRG schedule updating the core pieces that affect hospital payments. Goals of the State regarding this change included the following: • Reduce the frequency of outlier payments to be consistent with the intent of prospective payment systems. • More appropriately reimburse for the following types of services/facilities: ─ Rural Facilities. ─ Deliveries. ─ Psychiatric Care. ─ Care for Kids — Impacts Children's Hospitals. In order to estimate the impact of this program change to the CFC and ABD 21+ populations, Mercer relied upon analysis by its subcontractor, ▇▇▇▇▇ and Associates, for an estimate of the impact by region. The CFC impact was applied on a rating region and rate group basis to the Inpatient COS. This change was measured by comparing the plan-reported costs per admit in CY 2013 to the expected costs per admit using the All Patient Refined (APR)-DRG fee schedule in effect on July 1, 2013. When evaluating the impact of the DRG rebase, the above adjustment should be considered, along with the inpatient-related prospective program changes in Enclosure 3 and the MCP inpatient pricing targets described in Enclosure 4. ENCLOSURE 3 The adjusted base data (described in Enclosure 2) was brought forward to the contract period. The adjustments used to produce the projected costs are described within this section and listed below: • Impact of Medicaid Expansion/Those Eligible But Not Enrolled (EBNE). • Prospective Program Changes. • Trend.
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Related to Rebase

  • SALARY RATES Section 12.1 The following shall apply to full-time employees including so called TPL A and B: A. Effective the first full pay period of July, 2017, employees who meet the eligibility criteria provided in Section 2 of this Article shall receive a one percent (1%) increase in salary rate. B. Effective the first full pay period of July, 2017, employees who meet the eligibility criteria provided in Section 2 of this Article shall receive an additional one percent (1%) increase in salary rate due to the realization of the FY’18 tax revenue trigger threshold. C. Effective the first full pay period of July, 2018, employees who meet the eligibility criteria provided in Section 2 of this Article shall receive a two percent (2%) increase in salary rate. D. Effective the first full pay period of July, 2019, employees who meet the eligibility criteria provided in Section 2 of this Article shall receive a two percent (2%) increase in salary rate. Section 12.2 Employees who receive a "Below" rating on their annual EPRS evaluation shall not be eligible to receive the salary increases provided in Section 1 of this Article, nor any step increases. Employees who receive a "Below" rating will have their performance reviewed on a monthly basis in accordance with Article 24A of this Agreement and will become eligible for the salary and step rate increase previously denied effective upon the date of receiving a "Meets" or "Exceeds" rating. Section 12.3 The salary rate for new employees hired, reinstated or re-employed on or after July 1, 1990 shall be Step 1 for the job group of his/her position except in cases where a new employee is hired by a Department/Agency at a salary rate, approved by the Chief Human Resources Officer, above Step 1. However, new employees shall not be recruited into Unit 3 positions without the prior written agreement of the Union. A. Under the terms of this Agreement, an employee shall advance to the next higher salary step in his/her job group until the maximum salary rate is reached, unless he/she is denied such step rate by his/her Appointing Authority. An employee shall progress from one step to the next higher step after each fifty-two (52) weeks of creditable service in a step commencing from the first day of the payroll period immediately following his/her anniversary date. B. In the event an employee is denied a step rate increase by his/her Appointing Authority, he/she shall be given a written statement of reasons therefore not later than five (5) days preceding the date when the increase would otherwise have taken effect. Time off the payroll is not creditable service for the purpose of step rate increases. Section 12.5 Whenever an employee paid in accordance with the salary schedules provided in Appendix A of this Agreement receives a promotion to a higher job group, the employee's new salary rate shall be calculated as follows: 1. For employees who are below the maximum step within their current job: a. Determine the employee’s current salary rate and step within his/her current job group; then b. Find the salary rate of the next higher step within the employee’s current job group; and c. Multiply the employee’s current salary rate by one and three one- hundredths (1.03); then d. Compare the higher of the resultant amounts from b) or c) above to the salary rates for the higher job group into which the employee is being promoted. e. The employee’s salary rate shall be the first rate in the higher job group that at least equals the higher of the resultant amounts from d) above. f. In the event the application of the above formula results in a salary that is less than the amount the employee would receive had he/she been promoted to the next lower grade, the employee’s salary upon promotion shall be increased to the next higher step in the grade the employee is being promoted into. 2. For employees who are at the maximum step within their current job: a. Determine the employee’s current salary rate and step within his/her current job group; then, b. Multiply the employee’s current salary rate by one and three one- hundredths (1.03); then, c. Compare the resultant amount from b) above to the salary rates for the higher job group into which the employee is being promoted. d. The employee’s salary rate shall be the first rate in the higher job group that at least equals the resultant amount from c) above. A. Salary rates of full time employees are set forth in Appendix A of this Agreement, which is attached hereto and is hereby made a part of this Agreement. B. The salary rates set forth in Appendix A shall remain in effect during the term of this agreement. Salary rates shall not be increased or decreased except in accordance with the provisions of this Agreement. C. Employees shall be compensated on the basis of the salary rate for their official job classification. Section 12.7 A regular part-time employee shall be entitled to the provisions of this Article in the proportion that his/her service bears to full-time service. A. An employee entering a position within a bargaining unit covered by this Agreement from a position in an equivalent salary grade in a bargaining unit not covered by this Agreement shall be placed at the first step-in-grade up to the maximum of the grade, which at least equals the rate of compensation received immediately prior to his/her entry into the bargaining unit.

  • Salary Scale The salary scale applicable to Employees shall be set out hereinafter in the Wage Schedule.

  • Salary Scales ‌ 2.5.1 Effective from 1 January 2024, and subject to the Remuneration provisions in the Terms of Settlement, a 4% increase will apply to all paid and printed rates. The following Allied Divisions shall refer to the applicable schedules for their scales: MIT, UCOL and Otago. 2.5.2 Effective from 1 January 2025, kaimahi will be translated into the following salary scale, which includes the 4% salary increase: Band Step (N/A for UCOL and TOPNZ) Scale Scale 2025 (4%) 40 hours Band Step(N/A for UCOL and TOPNZ Scale 2025 (4%) Scale 2025 (4%)

  • Placement on the Salary Schedule Members of the bargaining unit shall be placed on the salary schedule at the step appropriate for training and creditable years of experience.

  • Placement on Salary Schedule The following rules shall be applicable in determining placement of a teacher on the appropriate salary schedule.