SALARY REGULATIONS Clause Samples
The Salary Regulations clause establishes the rules and procedures governing how employee salaries are determined, paid, and adjusted within an organization. It typically outlines the frequency of salary payments, methods of payment, and any conditions for salary increases or deductions, such as performance reviews or statutory requirements. By clearly defining these processes, the clause ensures transparency and consistency in compensation practices, helping to prevent misunderstandings and disputes regarding employee pay.
SALARY REGULATIONS a. Beginning in the 2006-2007 fiscal year, the maximum initial salary placement for District full-time faculty shall be Step 11 of the new salary schedule. Placement on steps 12 and 13 shall be based on verified teaching experience.
b. Rules pertaining to class and step placement on the Academic Faculty Salary Schedule:
(1) To count towards class placement, a unit member's educational degree must be directly related to the discipline in which the faculty member is assigned to teach. However, a faculty member's additional semester units may count towards class placement, even if they are not directly related to the discipline in which the faculty member is assigned to teach, provided that at least two thirds of the unit member's additional semester units are directly related to the discipline in which the faculty member is assigned to teach.
(2) To receive credit for salary schedule class placement for a given academic year, unit members must provide the District with all required information and documentation in a manner acceptable to the District. By no later than July 1, an unofficial transcript must be submitted, and by August 15, the official transcript must be submitted. Otherwise, the increase will be delayed until the following semester.
(3) To count towards salary schedule placement, degrees, semester units and teaching experience must be from a duly accredited college or university. In California, an accredited institution means an institution accredited by the Western Association of Schools and Colleges (“WASC”). For degrees, semester units, and teaching experience outside of California, an accredited institution means an institution accredited by an association which is accepted in the California academic community as reasonably equivalent to WASC.
(4) The District shall have the discretion to accept units for the salary increase based on criteria in 1, 2 and 3.
(5) The District's determination of whether the units and the degree are directly related is final and binding based on criteria in 1, 2, and 3.
SALARY REGULATIONS. 1. There will be no limitation after July 1, 2001, on the number of years of experience that new hires may bring to the district. Credit for previous experience will be granted only for those years qualified for reimbursement under the foundation formula.
2. There will be a five (5) year limitation on experience for those who retire and are then rehired by the district.
3. Beginning in the 2014-2015 school year, any person who retires under STRS and is subsequently employed by the district will be placed on step 5 of the salary schedule. Retired teachers will advance one step per year up to step 12; retired teachers who reach step 12 will remain at step 12. Teachers hired before the 2014-2015 school year may not exceed step 15.
4. The retired, rehired teacher will not be eligible for tuition reimbursement nor will be eligible for severance pay. In addition, the retired, rehired teacher will be employed with contracts not to exceed one school year in length. Rehired teachers will not be eligible for continuing contract. The retired, rehired teacher will not accumulate seniority within the district.
5. The requirements for each class on the salary schedule are as follows: Class I Bachelors Degree Class II B.A. Degree + 10 semester hours graduate credit Class III B.A. Degree + 20 semester hours graduate credit
SALARY REGULATIONS. 1. Salaries for each unit member for the term of this contract were agreed upon and attached as Schedules A2 for Paraprofessionals and A3 for Secretaries to the tentative memorandum of agreement and shall not be challenged after the signing of this contract.
2. Classification of employees shall include:
(A) School Office Personnel
(B) Library Technician
(C) Paraprofessional I
(D) Paraprofessional II
(E) Paraprofessional III
(F) Paraprofessional IV
(G) Clerk Receptionist
3. The Board of Education reserves the right to credit personnel with past years' experience. For each classification below, for the duration of this contract, the starting salary will be no less than the New Jersey Minimum Wage amount equal to ($NJ Minimum Wage) x (184 days) x (7.5 hours per day) will need to be indexed to CPI SCHOOL OFFICE PERSONNEL LIBRARY TECHNICIAN PARAPROFESSIONAL I PARAPROFESSIONAL II PARAPROFESSIONAL III PARAPROFESSIONAL IV CLERK RECEPTIONIST
4. Paraprofessional salary guides can be found in Schedule A2. The parties shall establish a SCEA and Administrative/BOE Committee to establish local criteria within the requirements and provisions of applicable law for compliance with mandatory educational qualifications for Paraprofessional III positions.
5. All positions that are less than full time shall receive a pro-rata salary. New hires during the term of this contract will get a prorated raise in the next year based upon the length of service if less than six months, and a full raise if they worked more than six months.
6. Longevity
a. Effective July 1 2023, Support Staff earn longevity as follows: Up to 5 years: $600. 15 —19 years: $1,350 5 — 9 years: $850. 20 — 24 years: $1,600 10 —14 years: $1,100. 25+ years: $1,850
7. The Executive Secretary stipend shall be $478 per year for the duration of the contract.
8. Paraprofessional I shall possess a high school certificate or G.E.D. certificate. Paraprofessional II shall have thirty (30) semester hours of college credit appropriate to position; Paraprofessional III shall have total of (sixty) 60 or more credits or possess an associate's degree; Paraprofessional IV shall have a Bachelor's Degree
9. Initial employment will not be made at the Library Technician Classification unless the applicant has had experience as a Library Technician and has demonstrated ability to perform this function. Normally, initial employment would be at the Paraprofessional level, with a cross over after demonstration of necessary qualifications...
SALARY REGULATIONS. Salary increase 2020
SALARY REGULATIONS. A. Salaries are set forward in Article IX – Salary Agreement, Salary Guides.
B. In keeping with 18A:29-9, initial salary placement shall be at such point as agreed upon by the employed VTAA employee and Board.
C. VTAA employees covered by this agreement, employed on a full-time contract, who are hired on or before January 1st of any school year, shall be given credit for a full year in salary step on the established scheduled.
D. VTAA employees will be notified of contract status as specified by law, not later than April 30th. Salary notification depends upon completion of such negotiations prior to that date. Should such negotiations not be complete, administrators will be notified of their individual salary status subject to completed negotiations and PERC regulations.
E. VTAA employees are paid July 1st thru June 30th of the following calendar year in twenty four (24) equal, semi-monthly payments. VTAA Academic Chairpersons who are 10-month employees may elect to have their paychecks distributed over 12 months (24 payments) instead of 10 months (20 payments). Final checks are released on the last working day of the fiscal year in June, provided all legal and procedural responsibilities of the administrator are fully complied with and met.
F. VTAA employees may elect to join a tax sheltered annuity program in operation in the ▇▇▇▇▇▇ Township School District on an individual basis and may also elect to have 10% of their salary deducted, saved and paid on the fiscal pay date in June either upon resignation, termination, or retirement. The responsibility to be so involved in such plans rests exclusively with the administrator and such requests are to be made in writing and in compliance with existing procedures.
SALARY REGULATIONS. A. Bargaining unit members newly employed by the Board shall be placed on the salary schedule in the manner provided in 3317.13 and 3317.14 of the Ohio Revised Code.
B. One year's teaching experience shall be defined as not less than one hundred twenty (120) days of teaching during a given school year. A year of military service is defined as eight (8) continuous months or more in active military service.
C. For proper placement on the salary schedule, the bargaining unit member being employed shall furnish an official transcript of credits, a valid teaching certificate, and if Armed Forces credit is to be granted, a copy of discharge or separation form 214, to the Superintendent of the Board no later than September 15. Upon submission of such information, the bargaining unit member shall immediately be moved to the proper placement on the salary schedule retroactive to the beginning of that bargaining unit member’s contract year.
D. A stipend of $1,000 will be paid annually, at the conclusion of the school year, to any bargaining unit member who instructed in an area in which they are Nationally Board Certified.
SALARY REGULATIONS. At the time of employment, unit members shall be credited with previous elementary and/or secondary experience according to law. For hard to fill positions, the Board may place a newly- hired unit member above step 10 on the salary schedule. To the extent there exists a conflict, this provision shall supersede and replace O.R.C. 3317.13(B). Notwithstanding the forgoing, all teachers will be placed on the appropriate step of the salary schedule. Placement on the salary schedule shall be subject to verification of all prior training and experience. Salary adjustments for additional training will be made for a full year increment only when an official transcript(s) is presented by September 15 to justify the change. One-half of a full year increment will be made only when an official transcript(s) is presented by February1 to justify the change. All transcripts must be presented to the Director of Human Resources and all transcripts must reflect work taken at a college or university approved for teacher training.
SALARY REGULATIONS. Salary increase 2018 Monthly salaries will be adjusted with an overall increase of 1.6% as of 1 March 2018. Salary increase Monthly salaries will be adjusted with an overall increase of 1.4% as of 1 March 2019. In addition, an instalment of 0.2% will be targeted at merit increases as of 1 July 2019. Shift addition payments The grounds for determining shift addition payments will be changed as of 1 March 2018. The night shift addition will be increased by +5 percentage points (25% of basic hourly wages as of 1 March 2018 between 11 p.m. and 6 a.m.) and evening shift addition by +3 percentage points (13% of basic hourly wages as of 1 March 2018 between 3 p.m. and 11 p.m.).
SALARY REGULATIONS. A-1. Experience credit for Step Placement: A-1.1
SALARY REGULATIONS. At the time of employment, teachers shall be credited with previous elementary and/or secondary teaching experience to a maximum of eight (8) years. The type of experience which is allowable on the state department reports and which is recognized by Ohio Revised Code will count toward the eight (8) year maximum. All teachers will be placed on the appropriate step of the salary schedule. Placement on the salary schedule shall be subject to verification of all prior training and experience. Salary adjustments for additional training will be made for a full year increment only when an official transcript(s) is presented by September 15 to justify the change. One- half of a full year increment will be made only when an official transcript(s) is presented by February 1 to justify the change. All transcripts must be presented to the Director of Human Resources and all transcripts must reflect work taken at a college or university approved for teacher training.