Salary Underpayment. Any salary underpayment shall be corrected and a supplemental check issued within five (5) workdays following the determination that an error was made.
Salary Underpayment Sample Clauses
Related to Salary Underpayment
Annual Salary Review In December of each year throughout the TERM, the annual salary of the EMPLOYEE shall be reviewed by the Boards of Directors of the EMPLOYERS and shall be set, effective January l of the following year, at an amount not less than $106,500, based upon the EMPLOYEE'S individual performance and the overall profitability and financial condition of the EMPLOYERS (hereinafter referred to as the "ANNUAL REVIEW"). The results of the ANNUAL REVIEW shall be reflected in the minutes of the Boards of Directors of the EMPLOYERS.
Salary Compensation As salary compensation for Employee's services hereunder and all the rights granted hereunder by Employee to the Company, the Company shall pay Employee a gross salary of not less than $175,000 during the term of this Agreement. Employee's salary shall be payable in bi-weekly increments in accordance with the Company's payroll practices for salaried employees, upon the condition that Employee fully and faithfully performs Employee's services hereunder in accordance with the terms and conditions of this Agreement. The Company shall deduct and withhold from the compensation payable to Employee hereunder any and all amounts required to be deducted or withheld by the Company under the provisions of any statute, regulation, ordinance, or order and any and all amendments hereinafter enacted requiring the withholding or deducting from compensation payable to employees.
Salary Review All salaries below the maximum of a band shall be reviewed annually.
REFUND OF UNEARNED COMPENSATION The Party of the Second Part agrees to refund the Party of the First Part any compensation received for which no services were rendered. TERMINATION: This contract may be terminated by either party pursuant to law. OTHER CONDITIONS: Any subsequent contracts shall supersede the provisions of this contract. Student Achievement and Accountability instructional staff may be required to serve students in more than one location. Given this, the 25TH DAY OF APRIL, 2017 PARTIES: The Fort Xxxxx School District 100, Party of the First Part, and XXXXXXXX XXXXX XXXXX Party of the Second Part, agree as follows:
Salary Scale The salary scale applicable to Employees shall be set out hereinafter in the Wage Schedule.
Salary Upon Promotion Except as otherwise provided herein, any full or part-time employee who is promoted to a position in a class allocated to a higher salary range than the class from which the employee was promoted shall receive the salary step rate of the appropriate range which would constitute an increase of salary most closely equivalent to five (5) percent of the employee's salary step rate before promotion, but not less than the minimum salary range of the new class nor greater than the maximum salary of the new class. If a promotion occurs on the same day a merit increase is due and approved, the merit increase shall be computed first and subsequently the increase due to promotion. An employee who is promoted shall be considered for a merit increase when the employee's total hours in pay status, exclusive of overtime subsequent to promotion, equals 1040 hours. The effective date of the merit increase shall be in accordance with Article 7.21.
Extra Compensation All percentage payments shall be based upon the following schedule: 2021-2022 Exp. Level Unit Members 1st Year 32,749 2nd Year 34,087 3rd Year 35,425 4th Year 36,764 5th Year 38,102 Subject to the exception set forth below, the placement of an individual on the above salary schedule in an extra duty assignment as set forth herein, shall be based upon the number of years of experience in Michigan Center within the activity (i.e. sport). Transfers from one coaching position to another in the same sport (i.e. junior varsity to varsity football, etc.) shall not be cause to reduce the experience level for the bargaining unit member in that activity. Changes from one sport to another (i.e. basketball to football, etc.) will constitute a change in experience level. NOTE: Compensation of non-unit individuals for coaching and other extra-curricular positions shall be determined by the Board, but shall not exceed the compensation schedule for bargaining unit members. Baseball Head Coach 11% Volleyball Head Coach 17% JV Coach 8% Asst or JV Coach 11% Basketball Head Coach 17% 8th Grade 6% JV Coach 11% 7th Grade 6% 8th Grade 6% If both 7th & 8th 10% 7th Grade 6% Wrestling Head Coach Assistant Coach (if applicable) 16% 6% If both 7th & 8th 10% JV Coach 10% Bowling Boys Girls 6% 6% Jr. High 6% If both Boys & Girls 10% Cheerleading Winter Head Coach (includes sideline if applicable) 16% Academic Games Coord & Staff Advisors Limit 1 per Dept. 1% Varsity Fall Sideline 5% Band Director 18% JV Fall Sideline 5% Band Director Jr. High School 12% Winter JV (includes sideline if applicable) 10% Choral Director (if applicable) 3% Jr. High Winter (includes sideline if applicable) 10% Class Advisor Chair 1% Cross Country Boys Head Coach Girls Head Coach 7% 7% Club Sponsors Approved by Principal 1% If both Boys & Girls 10% Dept Heads – HS Sci, Mth, SocStud, Lang Arts, Enrichment 4% Jr. High 5% Dept Heads/Grade Level Chairs Elem Sci, Mth, SocStud, Lang Arts, Enrichment 4% Football Head Coach 17% Elementary- Extracurricular 1% Asst. Varsity (2) 10% Elementary Music 3% JV Coach (2) 11% 8th Grade (2) 6% 7th Grade (2) 6% Homecoming Chair 1% If both 7th & 8th 10% Leadership Forum 1% Golf Boys Head Coach 6% Communications Coordinator Webmaster News and Views Surveys/Updates Library Supervisor 10% Girls Head Coach 6% Mentor Teacher 2% Soccer Boys Head Coach Girls Head Coach 8% 8% National Xxxxx Xxxxxxx 1% Softball Head Coach 11% Quiz Bowl Advisor 4% Asst or JV Coach 8% Track Boys Head Coach 11% Play Director (Per Play) 6% Girls Head Coach 11% Assistant Play Director (Per Play) 1.5% Boys/Girls Asst (1) 8% Prom Chairperson 2% Jr. High Boys Coach 6% Jr. High Girls Coach 6% Yearbook Advisor If it’s a class Not a class 4% 7% Jr. High Boys/Girls Asst (1) 6% Junior High Year Book 4% Department Head - District Coordinated School Heath 4% HS Student Council JH Student Council 2% 1% Social Media Specialist 3% Tutoring: Summer school and after school tutoring and credit recovery will be paid at the rate of $31.25/hour for assigned student instructional time ($25.00/hour for non-bargaining unit personnel).
Callout Compensation A regular employee who is called back to work outside their regular working hours shall be compensated for a minimum of three hours at overtime rates. They shall be compensated from the time they leave their home to report for duty until the time they arrive back upon proceeding directly to and from work.
Determination of Gross-Up Payment Subject to sub-paragraph (c) below, all determinations required to be made under this Section 6, including whether a Gross-Up Payment is required and the amount of the Gross-Up Payment, shall be made by the firm of independent public accountants selected by the Company to audit its financial statements for the year immediately preceding the Change in Control (the "Accounting Firm") which shall provide detailed supporting calculations to the Company and the Executive within 30 days after the date of the Executive's termination of employment. In the event that the Accounting Firm is serving as accountant or auditor for the individual, entity or group affecting the Change of Control, the Executive may appoint another nationally recognized accounting firm to make the determinations required under this Section 6 (which accounting firm shall then be referred to as the "Accounting Firm"). All fees and expenses of the Accounting Firm in connection with the work it performs pursuant to this Section 6 shall be promptly paid by the Company. Any Gross-Up Payment shall be paid by the Company to the Executive within 5 days of the receipt of the Accounting Firm's determination. If the Accounting Firm determines that no Excise Tax is payable by the Executive, it shall furnish the Executive with a written opinion that failure to report the Excise Tax on the Executive's applicable federal income tax return would not result in the imposition of a penalty. Any determination by the Accounting Firm shall be binding upon the Company and the Executive. As a result of the uncertainty in the application of Section 4999 of the Code at the time of the initial determination by the Accounting Firm, it is possible that Gross-Up Payments which will not have been made by the Company should have been made ("Underpayment"). In the event that the Company exhausts its remedies pursuant to sub-paragraph (c) below, and the Executive is thereafter required to make a payment of Excise Tax, the Accounting Firm shall promptly determine the amount of the Underpayment that has occurred and any such Underpayment shall be paid by the Company to the Executive within 5 days after such determination. Amended and Restated Change in Control Agreement
Salary Scales 1. In the settlement of the Kindergarten Teachers, Head Teachers and Senior Teachers' Collective Agreement 2000-2002 the parties committed themselves to the implementation of pay parity for kindergarten teachers. Senior teacher K3 and K4 salaries were benchmarked to the base salary (excluding the roll-based supplementary component) of a primary U2 and U3 principal respectively.
