Stipend Levels Sample Clauses

Stipend Levels. The effective date of the change is the first day of the payroll period following the announcement, except for Postdoctoral Scholars appointed to the Kirschstein Fellowships, for whom the effective date is the date established in the NIH notice.
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Stipend Levels. 8.2.1 School of Medicine Stipends will be $33,000 for the remainder of the 2019-2020 academic year, beginning the first full pay period following ratification for all GRs, and shall be increased (a) to $33,750 for the first full pay period after July 1, 2020, for the academic year 2020-2021,
Sample 1
Stipend Levels. The effective date of the change is the first day of the payroll period following the announcement, except for Postdoctoral Scholars appointed to the Kirschstein Fellowships, for whom the effective date is the date established in the NIH notice. Effective 2010: Postdoctoral Scholar Experience Based Salary/Stipend Minima Appointment Step for Postdoctoral Scholar Experience Level Minimum Salary/Stipend Rates Paid for Experience Level 0 (0 – 11 months) $37,740 1 (12 – 23 months) $39,756 2 (24-35 months) $42,624 3 (36- 47 months) $44,304 4 (48 – 59 months) $45,960 5 (60-71 months) By exception $47,940 Effective 2011: Postdoctoral Scholar Experience Based Salary/Stipend Minima Appointment Step for Postdoctoral Scholar Experience Level Minimum Salary/Stipend Rates Paid for Experience Level 0 (0 – 11 months) $38,496 1 (12 – 23 months) $40,548 2 (24-35 months) $43,476 UC-UAW Contract Effective August 12, 2010 3 (36- 47 months) $45,192 4 (48 – 59 months) $46,884 5 (60-71 months) By exception $48,900 Effective 2012: Postdoctoral Scholar Experience Based Salary/Stipend Minima Appointment Step for Postdoctoral Scholar Experience Level Minimum Salary/Stipend Rates Paid for Experience Level 0 (0 – 11 months) $39,264 1 (12 – 23 months) $41,364 2 (24-35 months) $44,340 3 (36- 47 months) $46,092 4 (48 – 59 months) $47,820 5 (60-71 months) By exception $49,884 Effective March 2014: Postdoctoral Scholar Experience Based Salary/Stipend Minima Appointment Step for Postdoctoral Scholar Experience Level Minimum Salary/Stipend Rates Paid for Experience Level 0 (0 – 11 months) $42,000 1 (12 – 23 months) $43,680 2 (24-35 months) $45,432 3 (36- 47 months) $47,244 4 (48 – 59 months) $49,128 UC-UAW Contract Effective August 12, 2010 5 (60-71 months) By exception $51,096 Effective January 2015: Postdoctoral Scholar Experience Based Salary/Stipend Minima Appointment Step for Postdoctoral Scholar Experience Level Minimum Salary/Stipend Rates Paid for Experience Level 0 (0 – 11 months) $42,840 1 (12 – 23 months) $44,556 2 (24-35 months) $46,344 3 (36- 47 months) $48,192 4 (48 – 59 months) $50,112 5 (60-71 months) By exception $52,116
Sample 1
Stipend Levels. Stipends for all GRs will be $37,593 for the 2023-2024 academic year, effective the second full pay period after ratification, and shall be increased (a) to $40,000 for the first full pay period after July 1, 2024, for the academic year 2024-2025, and (b) to $40,700 for the first full payroll period after July 1, 2025, for the academic year 2025-2026, and (c) to $41,110 for the first full payroll period after July 1, 2026 for the academic year 2026-2027. Larger increases in stipends than described above are permitted as determined by the relevant school.
Sample 1

Related to Stipend Levels

  • Staffing Levels To the extent legislative appropriations and PIN authorizations allow, safe staffing levels will be maintained in all institutions where employees have patient, client, inmate or student care responsibilities. In July of each year, the Secretary or Deputy Secretary of each agency will, upon request, meet with the Union, to hear the employees’ views regarding staffing levels. In August of each year, the Secretary or Deputy Secretary of Budget and Management will, upon request, meet with the Union to hear the employees’ views regarding the Governor’s budget request.

  • Performance Levels (a) The Performance Levels which apply to the performance by the respective Parties of their obligations under this Agreement are set out in Part 1 of Schedule 5. A failure by either Party to achieve the relevant Performance Level will not constitute a breach of this Agreement and the only consequences of such failure as between the Parties shall be the consequences set out in this Clause 5.6.

  • Sound Level Company will take all reasonable measures to reduce to a minimum vibrations that may cause damage to any equipment, structure, building or portion of any building whether on the Premises, Common Use Areas, or located elsewhere on the Airport, and to keep the sound level of its operation as low as possible.

  • Annual Performance Bonus In each calendar year of the Term of Employment, Executive shall be eligible to receive an annual incentive bonus (the “Annual Bonus”) payable in cash, pursuant to the performance criteria and targets established and administered by the Board (or a committee of directors to whom such responsibility has been delegated by the Board), with a target Annual Bonus of at least 100% of his Base Salary. The Annual Bonus payable to Executive each year shall be determined and payable as soon as practicable after year-end for such year (but no later than March 15th). The Executive’s cash bonus for the stub period of 2017 will be determined in the reasonable business judgment of the Board or another committee of directors to whom such responsibility has been delegated by the Board. To be entitled to receive any Annual Bonus, except as otherwise provided in Sections 5(c) and 5(d), Executive must remain employed through the last day of the calendar year to which the Annual Bonus relates.

  • Informal Level Before filing a formal written grievance, the grievant shall attempt to resolve it by an informal conference with his/her immediate supervisor.

  • Formal Level A. Level I:

  • Performance Measure The specific representation of a process or outcome that is relevant to the assessment of performance; it is quantifiable and can be documented

  • Annual Compensation The Executive’s “Annual Compensation” for purposes of determining severance payable under this Agreement shall be deemed to mean the sum of (i) the annual rate of Base Salary as of the Date of Termination, and (ii) the cash bonus, if any, earned by the Executive for the calendar year immediately preceding the year in which the Date of Termination occurs.

  • Performance Pay In accordance with Section 8 of the General Appropriations Act for Fiscal Year 2020-2021, contingent upon the availability of funds and at the Agency Head’s discretion, each agency is authorized to grant merit pay increases based on the employee’s exemplary performance, as evidenced by a performance evaluation conducted pursuant to Rule 60L-35, Florida Administrative Code.

  • Ongoing Performance Measures The Department intends to use performance-reporting tools in order to measure the performance of Contractor(s). These tools will include the Contractor Performance Survey (Exhibit H), to be completed by Customers on a quarterly basis. Such measures will allow the Department to better track Vendor performance through the term of the Contract(s) and ensure that Contractor(s) consistently provide quality services to the State and its Customers. The Department reserves the right to modify the Contractor Performance Survey document and introduce additional performance-reporting tools as they are developed, including online tools (e.g. tools within MFMP or on the Department's website).

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