Locality Pay Clause Examples

Locality Pay. If the employee does not physically report to the regular office/worksite at least twice each biweekly pay period, the employee’s locality pay may be impacted per 5 C.F.R. 531.605.
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Locality Pay. Locality Pay: Eligible bargaining unit employees will continue to receive the locality pay in addition to Basic Pay and will have their locality pay adjusted annually, consistent with government-wide changes (Title 5) coincidental with the January pay increase. Basic Pay is used to calculate pay actions and then applicable locality pay is applied on the Basic Pay in effect.
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Locality Pay. Locality Areas
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Locality Pay. The parties agree to continue locality pay and use it for the following benefits purposes: retirement, thrift/401(k), life insurance, premium pay, workers compensation, FDIC long-term disability, severance pay, availability pay, and lump sum for unused annual leave. Pursuant to applicable law, for premium pay, employees exempt from the Fair Labor Standards Act (FLSA) will be capped at the GS adjusted hourly and biweekly maximum rates. The only exception will be employees located in Hawaii or Puerto Rico; these employees will be capped at the GS regular hourly/biweekly maximum rates (without locality). Any changes in locality pay will become effective at the same time as annual pay changes. Updated pay comparability data issued by the U.S. Bureau of Labor Statistics (BLS) and implemented by the U.S. Office of Personnel Management, will be used in calculating FDIC "locality percentages", "locality adjustments" and "adjusted basic pay": Basic Pay x Locality % = Locality Adjustment Basic Pay + Locality Adjustment = Adjusted Basic Pay The EMPLOYER will continue to pay those locality adjustments in place upon the effective date of this agreement, subject to the following: The EMPLOYER will continue to use updated BLS data to compute the CG "target gap". Computation of the CG "target gap" will account for the difference between GS and CG locality pay levels. For official duty stations with a locality gap, the EMPLOYER will close the remaining target gap computed for the years 2003-5 at the same rate as the General Schedule (GS) target gap for that locality pay area. For locations at or above the CG target gap, if the CG target gap decreases in 2003, 2004 or 2005, the EMPLOYER will reduce its locality pay percentage by an equivalent percentage. For example, if the CG target gap decreases from 20 to 18 percent, the EMPLOYER will reduce the locality adjustment by 2 percent. For locations where the CG locality pay percentage is higher than the CG target gap, the EMPLOYER will not increase locality pay until the CG target gap exceeds the current locality percentage. If the Office of Personnel Management (OPM) implements significant changes to the locality pay program, other than changes in the rates, during this Agreement, either the EMPLOYER or the UNION may reopen negotiations to propose changes to the FDIC locality pay program. Employees who are at or below the maximum for their grade and who receive a promotion, will receive a 10 percent increase in basic pay or b...
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Locality Pay. 1. Overview a. The parties agree to continue a locality pay program as an adjustment to base pay called the Locality Pay Index (LPI). Cost of labor differences will be the foundation for the locality pay system, but adjustments to the cost of labor index will then be made, as described below, for localities where cost of living differences are significantly greater than cost of labor differences. b. The Locality Rates for 2020, and the 2019 to 2020 increases, for each location are contained in Attachment A [TBD]. c. The methodology used to calculate these new locality pay rates for all years of this Agreement is described in Section II(C)(2) of this Agreement. The funding to be applied to this methodology for those years will be 0.5 percent, with a cap on any location of 1.3% for each year.
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Locality Pay. Employees who work remotely shall receive locality pay based on their work location, which is generally their home. Employees who are required to or who agree to work in a HUD office at least once a pay period shall have the HUD office as their official duty station and shall receive locality pay based on the location of the HUD office.
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Locality Pay. 1. Determination of Annual Changes in Locality Pay Rates a. The parties agree to transition over a two-year period to the locality pay rates published by the Office of Personnel Management (OPM), for employees under the General Schedule, with a minimum increase of 1.3% per year for all locations during the 2-year transition period. b. For any FDIC duty station where the prior year’s OPM locality pay rate is higher than the prior year’s FDIC locality pay rate, locality pay rates will be calculated as follows during the two-year transition period: Prior year FDIC locality pay rate +1/2 of the difference between the prior year FDIC locality pay rate and the prior year OPM locality pay rate + that year’s change in the OPM locality pay rate. If the resulting FDIC locality pay rate is less than 1.3% higher than the prior FDIC locality pay rate, then the new FDIC locality pay rate equals prior FDIC locality pay rate +1.3%. 2023 Example: 2022 OPM RUS locality rate = 16.20% 2022 FDIC RUS locality rate = 6.68% Target gap to close over two years = 16.20% - 6.68% = 9.52% or 4.76% per year. For purposes of this example, based on the change from 2021 to 2022, a 0.25% RUS locality rate change in the OPM locality rates has been assumed.
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Related to Locality 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.)

  • Insurance Business All insurance policies issued by any Regulated Insurance Company are, to the extent required under applicable law, on forms approved by the insurance regulatory authorities of the jurisdictions where issued or have been filed with and not objected to by such authorities within the period for objection, except for those forms with respect to which a failure to obtain such approval or make such a filing without it being objected to, either individually or in the aggregate, has not had, and could not reasonably be expected to have, a Material Adverse Effect.

  • Responsibility Pay (a) An employee who is designated in writing to relieve the Director of Care, shall be paid ten dollars ($10.00) per shift for each shift so worked, in addition to her regular rate of pay. (b) The Employer shall, when no supervisor is on duty, designate one employee when employees are on duty, to be in charge on those evening, night, or weekend shifts. Such employee shall receive nine dollars ($9.00) per shift in addition to her regular rate of pay.

  • SALES TAX EXEMPTION The Services under the Contract will be paid for from the Department’s funds and used in the exercise of the Department’s essential functions as a State of Utah entity. Upon request, the Department will provide Contractor with its sales tax exemption number. It is Contractor’s responsibility to request the Department’s sales tax exemption number. It is Contractor’s sole responsibility to ascertain whether any tax deductions or benefits apply to any aspect of the Contract.

  • Wage Scales All workers covered by this Agreement shall be classified and paid in accordance with the classification and wage scales as attached as Appendices "A" and "B" and forming part of this Agreement.