Sea Pay Sample Clauses

The Sea Pay clause defines the compensation that seafarers receive for their service aboard a vessel. It typically outlines the rate of pay, the frequency of payment, and any additional allowances or bonuses that may apply during the period of employment at sea. This clause ensures that crew members are fairly remunerated for their work and provides clarity on payment terms, thereby preventing disputes over wages and supporting compliance with maritime labor regulations.
Sea Pay. Crew members shall be paid a differential of ten percent (10%) for each day served aboard the ship at sea when the ship is out of home port on a cruise of one (1) day or more. Employees shall not be eligible for shift differential under Article 20 - Differential Pay while earning sea pay under this Article. Crew members shall also be eligible for this differential when the ship is docked at a port, other than home port and the employee is on duty.
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Sea Pay. In addition to base salary, bargaining unit members eligible for sea pay shall be compensated, consistent with university policy, when they have been at sea on a vessel while underway or at anchor (not docked) for greater than a period of twenty-four consecutive hours at the minimum
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Sea Pay. Crew members shall be paid a differential of ten percent (10%) for
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Sea Pay. Crew members shall be paid a differential of ten percent (10%) for each day served aboard the ship at sea when the ship is out of home port on a cruise of one (1) day or more. Employees shall not be eligible for shift differential under Article 20 - Differential Pay while earning sea pay under this Article. Crew members shall also be eligible for this differential when the ship is docked at a port, other than home port and the employee is on duty. ARTICLE 61: EDUCATION, TRAINING AND DEVELOPMENT Section 1. Each university shall make available educational and developmental opportunities to support the training and professional development for all employees at least once per year. Such opportunities may include but not be limited to: on-the-job training, developmental work assignments, participation in mentoring programs, appointment to committees, cross-training, education stipends and participation in professional conferences, institutes and workshops. Assistance to the employee may include registration or tuition fees, educational leave with pay, travel and per diem at prevailing rates. A denial of an employee’s written request to access these opportunities shall be in writing, listing the reasons for denial. Section 2. The Employer will provide normal promotional path and career development counseling for bargaining unit employees. Counseling will include review of the minimum qualifications necessary for potential classifications. Bargaining unit employees are encouraged to contact their appropriate university’s Human Resources Office to secure promotional path counseling within their university. The Union will notify bargaining unit employees of the career counseling services. Section 3. At each university, two (2) university employee Union representatives and two (2) Employer representatives will meet, if requested by either party, to discuss application of this Article. Section 4. Each university shall encourage its employees to avail themselves of educational opportunities presented by the institution for which they work. Subject to the operating requirements of the university, each university shall make reasonable efforts to provide release time so as to allow employees to attend classes of their choice. Such release time shall be charged against the employee’s accrued and unused vacation leave, compensatory time off or leave without pay at the employee’s option; provided, that the Employer may, in its discretion, grant such time off with pay withou...
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Related to Sea Pay

  • Longevity Pay If an employee leaves State Classified employment and later is rehired, he/she shall receive no longevity pay. However, once such a rehired employee has been in pay status for five (5) years, all previous service time shall be credited for longevity pay. The only exception shall be for employees rehired who repay severance pay received. (See Article 22, Section Q.)

  • Travel Pay Any employee required by the Employer to travel to a place of work other than his/her regular official duty station shall be reimbursed for travel costs, if eligible, in accordance with University policy.

  • Holiday Premium Pay A Nurse working on a recognized Holiday is entitled to the following compensation for any hours worked on the calendar date of the recognized Holiday: A. A Full-Time or Part-Time Nurse who is regularly scheduled to work on a recognized Holiday shall be paid at the rate of one and one-half times (1.5 x) the Nurse’s regular rate of pay; or B. A Nurse who works overtime (as defined in Article 7.07) on a recognized Holiday shall be paid at the rate of two times (2 x) the Nurse’s regular rate of pay for the overtime worked.

  • Premium Pay “Premium Pay” is a special pay rate for working during times that are less desirable, such as weekends, holidays or late shifts. The City will not pay the Consultant Premium Pay.

  • Terminal Pay Any employee at normal retirement or his/her beneficiary if service is terminated by death, shall be provided terminal pay. Such terminal pay shall not exceed an amount determined as follows: 1. During the first three (3) years of service: a. The affected employee’s daily rate of pay on July 1, 1994, multiplied by 35 percent multiplied by the number of unused sick leave days held on July 1, 1994. b. The affected employee’s daily rate of pay at the time sick leave is earned times 35 percent times the number of days of accumulated sick leave earned after July 1, 1994. 2. During the fourth (4th) through sixth (6th) years of service: a. The affected employee’s daily rate of pay on July 1, 1994, multiplied by 40 percent multiplied by the number of unused sick leave days held on July 1, 1994. b. The affected employee’s daily rate of pay at the time sick leave is earned times 40 percent times the number of days of accumulated sick leave earned after July 1, 1994. 3. During the seventh (7th) through ninth (9th) years of service: a. The affected employee’s daily rate of pay on July 1, 1994, multiplied by 45 percent multiplied by the number of unused sick leave days held on July 1, 1994. b. The affected employee’s daily rate of pay at the time sick leave is earned times 45 percent times the number of days of accumulated sick leave earned after July 1, 1994. 4. During the tenth (10th) through the twelfth (12th) year of service: a. The affected employee’s daily rate of pay on July 1, 1994, multiplied by 50 percent multiplied by the number of unused sick leave days held on July 1, 1994. b. The affected employee’s daily rate of pay at the time sick leave is earned times 50 percent times the number of days of accumulated sick leave earned after July 1, 1994. 5. During and after the thirteenth (13th) year of service: a. The affected employee’s daily rate of pay on July 1, 1994, multiplied by the number of unused sick leave days held on July 1, 1994. b. The affected employee’s daily rate of pay at the time sick leave is earned* multiplied by the number of days of accumulated sick leave earned. 6. No employee who meets the eligibility requirements listed above may receive any compensation for sick leave payments unless they sign and execute the Payment of Sick Leave Upon Retirement Agreement provided by the Superintendent. This Agreement requires the retiring Board employee to seek, accept, and cash the first retirement benefit check issued by the Florida Retirement System. The employee must qualify for “normal retirement” which under this policy shall mean retirement under plan A, B, C, D, E under the Florida Retirement System or any other plan established by the Legislature with either full or reduced benefits as provided by law. Normal retirement shall not be interpreted to include disability retirement. *Note: “At the time sick leave is earned” shall be interpreted to mean the value of sick leave at the end of each school year or at the time the affected employee retires, whichever comes first.