Compensation and Classification Sample Clauses

Compensation and Classification. A. The minimum starting hourly rates of pay for all new bargaining unit members shall be as follows and the compensation of existing unit members shall be set forth according to the schedule in Appendix A. Employees with 10+ years of service shall receive an increase in their hourly wages as follows: • 2021-2022 4% increase on salary schedule plus steps • 2022-2023 3% increase on salary schedule plus steps • 2023-2024 3% increase on salary schedule plus steps Additionally, employees who are actively employed on the date of contract ratification shall receive a one-time signing bonus of $1,000.00 for full-time and $500.00 for part-time. This bonus shall be subject to deductions such as taxes and not applicable to overtime. Increase custodial and maintenance rates by $1.00 (plus the 4% referenced above) effective upon ratification. The compensation of XXXXX unit members is set forth according to the pay schedule listed within the XXXXX Master Agreement Appendix A. Step increases through step ten (10) for employees whose pay rates fall within the pay schedules shall occur July 1 of each year.
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Compensation and Classification. Compensation: See Attached Spreadsheet for FY15 through FY19 title Compensation Addendum. The Compensation Addendum (spreadsheet) attached to CBA controls compensation in case of a disagreement, unless a mathematical error is discovered later. Year 1-FY16 • See attached spreadsheet (Compensation Addendum) for hourly rates. • For fiscal year 16 new hires for grade B start at $ 11.69 per hour and grade C start at $12.85 • New hires for grade D and above start at the minimum of the appropriate fiscal year salary schedule Year 2 -FY17 • $0.60 cent per hour pay raise for all MPEA Courthouse employees. Year 3 -FY18 • $0.60 cent per hour pay raise for all MPEA Courthouse employees. Year 2 -FY19 • $0.60 cent per hour pay raise for all MPEA Courthouse employees. • Employees whose base pay exceeds the maximum of their F Y16, FY17, FY18 or FY19 pay grade after receiving the July raise will receive a lump sum payment for the amount over maximum the following January. Employees must be employed through December 31st to be eligible for the lump sum payment.
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Compensation and Classification. C.O.L.A. increase- 2% FY22 & fully retroactive, 2% FY23 and 2% FY24. (Wage scale shall be incorporated under Appendix B)
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Compensation and Classification. 24.1 . Effective January 1, 2014, salaries were increased by one (1) percent. The Employer agrees that, for the duration of this agreement, step increases will be 2% for those employees not at the top of their pay range. Salary ranges and steps are included in Appendix X of this agreement.
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Compensation and Classification 
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Related to Compensation and Classification

  • CLASSIFICATION AND COMPENSATION The parties hereto agree that the employees covered by this Agreement shall be considered engaged in the type of work and classification as set forth on Schedule A attached hereto and made a part hereof by reference.

  • JOB CLASSIFICATION AND RECLASSIFICATION 26.01 In order to ensure the appropriate classification of jobs listed under Schedule "A" of the collective agreement, the Parties agree that matters related to the classification of new or existing jobs shall be dealt with in accordance with the Joint Job Evaluation Manual of Procedures forming part of this collective agreement. (Appendix "B").

  • CLASSIFICATION AND WAGES 21.01 The Job Classifications and applicable Wage Rates under this agreement are set forth at Appendix “A” (attached).

  • New Classification Should a new position or new classification be created within the Bargaining Unit during the term of this Agreement, the Employer and the Union will decide the rate of pay. Nothing herein prevents the Employer from filling such positions and having Nurses working in such positions during such negotiations. The salary when determined will be retroactive to the date on which the successful candidate commenced work in that classification.

  • Compensation and Billing 4.1 If you are not an embedded retail generator, you agree that, subject to any applicable law:

  • New Classifications If a new classification is created within the bargaining unit, the Employer agrees to meet with the Union and negotiate a rate of pay for this new classification. If the parties cannot reach agreement, at the request of either party, the matter shall be submitted to the arbitration procedure in Article 26 of this Agreement.

  • WAGES AND CLASSIFICATIONS 14.01 Job classifications are set out in Schedule "A" of this Agreement. They shall not be changed or deleted, nor shall the jobs themselves be altered or amended without discussion with the Union.

  • COVERED CLASSIFICATIONS All employees shall be subject to post-Accident testing under this Agreement. All employees who perform Safety-Sensitive Functions, as defined in this Policy, shall be subject to reasonable suspicion testing.

  • Job Classification When a new classification (which is covered by the terms of this Collective Agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the local Union of the same. If the local Union challenges the rate, it shall have the right to request a meeting with the Hospital to endeavour to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Board of Arbitration (or arbitrator as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. When the Hospital makes a substantial change in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union if requested to permit the Union to make representation with respect to the appropriate rate of pay. If the matter is not resolved following the meeting with the Union the matter may be referred to Arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Board of Arbitration (or arbitrator as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital. Notwithstanding the foregoing, if as a result of compensable illness or injury covered by WSIB an employee is unable to carry out the regular functions of her position, the Hospital may, subject to its operational requirements, establish a special classification and salary in an endeavour to provide the employee with an opportunity of continued employment. This provision shall not be construed as a guarantee that such special classification(s) will be made available or continued.

  • Employee Classification 12.01 The term “

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