Maintenance of Compensation Plan Sample Clauses

Maintenance of Compensation Plan. The Employer shall maintain a compensation plan for positions in the Union service. The plan shall include for each class a minimum and maximum rate and such intermediate rates as are considered necessary or equitable. The ranges shall reflect the relative responsibilities of the class, availability of labor, prevailing rates, or pay and financial conditions of the County.
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Maintenance of Compensation Plan. The Employer shall maintain a compensation plan for positions in the Union service. The plan shall include for each class a minimum and maximum rate and such intermediate rates as are considered necessary or equitable. The ranges shall reflect the relative responsibilities of the class, availability of labor, prevailing rates, or pay and financial conditions of the County. In order to assist in keeping the compensation plan equitable, a study of prevailing salary rates shall be conducted by a joint labor management committee consisting of equal numbers of management and union representatives. There will be at least one representative each from roads and fleet for the Union. The committee shall convene and have a recommendation completed by September 30th, 2021. The committee will review the pay grades of all SEIU Local 503 Public Works represented positions and shall work together to make a joint report to the Board of County Commissioners. Thereafter the committee will meet as needed. The goal is to bring the positions identified and surveyed by the County and the Union to within 5% of the average comparable salary for each classification. For those jurisdictions where base pay include a 6% wage adjustment, the wage data will be adjusted down by 6% to represent a wage rate that is comparable to the rest of the market. This process shall not result in a wage reduction for any classification.
Sample 1Sample 2
Maintenance of Compensation Plan. The Employer shall maintain a compensation plan for positions in the Union service. The plan shall include for each class a minimum and maximum rate and such intermediate rates as are considered necessary or equitable. The ranges shall reflect the relative responsibilities of the class, availability of labor, prevailing rates, or pay and financial conditions of the County. In order to assist in keeping the compensation plan equitable, a study of prevailing salary rates shall be conducted by a joint labor management committee consisting of equal numbers of management and union representatives. The committee shall convene in February 2014 to review the pay grades of all SEIU Local 503 Public Works represented positions and shall make a report to the Board of County Commissioners. The committee will meet at least every three (3) years. The goal is to bring the positions identified and surveyed by the County and the Union to within 10% of the average comparable. It is recognized by the parties that increases or decreases in a classifications pay grade must be jointly agreed upon.
Sample 1
Maintenance of Compensation Plan. The Employer shall maintain a compensation plan for positions in the Union service. The plan shall include for each class a minimum and maximum rate and such intermediate rates as are considered necessary or equitable. The ranges shall reflect the relative responsibilities of the class, availability of labor, prevailing rates, or pay and financial conditions of the County. In order to assist in keeping the compensation plan equitable, a study of prevailing salary rates shall be conducted by a joint labor management committee consisting of equal numbers of management and union representatives. There will be at least one representative each from roads and fleet for the Union. The committee shall convene and have a recommendation completed prior to the commencement of CBA negotiations. The committee will review the pay grades of all LiUNA Local 737 Public Works represented positions and shall work together to make a joint report, to be used as a reference document during CBA negotiations. The goal is to bring the positions identified and surveyed by the County and the Union to within 5% of the average comparable salary for each classification.
Sample 1
Maintenance of Compensation Plan. ‌ Effective on the first full pay period in July 2023, the salary schedule for all bargaining unit members will be increased seven percent (7.0%). Effective on the first full pay period in July 2023, the base salary schedule for all corrections deputies will be increased to equal the base patrol deputy salary schedule. Effective on the first full pay period in July 2023, the base salary schedule for Records Clerks will be step 1 through step 6. The current steps will be renumbered 1 through 5 and a new step 6 will be added. Pay for clerks employed upon ratification: Clerks at Step 2 move to Step 1 (same base pay before COLA) Clerks at Step 3 move to Step 2 (same base pay before COLA) Clerks at Step 4 move to Step 3 (same base pay before COLA) Clerks at Step 5 move to Step 4 (same base pay before COLA) Clerks at Step 6 < 1 year move to Step 5 (same base pay before COLA) Clerks at Step 6 > 1 year move to new Step 6 All compensation and performance dates (anniversary dates) shall be in accordance with Article 16.5 and may not be grieved. Effective on the first full pay period in July 2024, the salary schedule for all bargaining unit members will be increased by five (5%) percent, then by an amount equal to the percentage change in the annual (CPI-W) All U.S. Cities index, with a minimum of three percent (3%) and a maximum of six percent (6%). Effective the first full pay period in July 2025, the salary schedule for all bargaining unit members will be increased by an amount equal to the percentage change in the annual (CPI-W) All U.S. Cities index, with a minimum of three percent (3%) and a maximum of six percent (6%). Salary adjustments will maintain five percent (5%) between steps.
Sample 1
Maintenance of Compensation Plan. The Employer shall maintain a compensation plan for positions in the Union service. The plan shall include for each class a minimum and maximum rate and such intermediate rates as are considered necessary or equitable. The ranges shall reflect the relative responsibilities of the class, availability of labor, prevailing rates, or pay and financial conditions of the County. In order to assist in keeping the compensation plan equitable, a study of prevailing salary rates shall be conducted by a joint labor management committee consisting of equal numbers of management and union representatives. There will be at least one representative each from roads and fleet for the Union. The committee shall convene and have a recommendation completed by September 2017 to review the pay grades of all SEIU Local 503 Public Works represented positions and shall work together to make a joint report to the Board of County Commissioners. Thereafter the committee will meet at least every three (3) years. The goal is to bring the positions identified and surveyed by the County and the Union to within 10% of the average comparable. It is recognized by the parties that increases or decreases in a classifications pay grade must be jointly agreed upon. If the Union and County cannot agree to the results of the joint wage study, then the County will agree to hire a mutually agreed upon firm to conduct an independent study. The cost of the study shall be split equally between Union and County.
Sample 1
Maintenance of Compensation Plan. A. The County shall maintain a compensation plan for the positions in the bargaining unit. The plan shall include twelve steps for each classification with a minimum and maximum rate and ten intermediate steps. (The pay table for employees covered by this Agreement is found in Appendix C).
Sample 1
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Related to Maintenance of Compensation Plan

  • Supplementation of Compensation Award ‌ If an employee is prevented from performing the employee's regular work with the City on account of an occupational accident that is recognized by the Workers' Compensation Board as compensable within the meaning of the Workers' Compensation Act, the City will supplement the award made by the Workers' Compensation Board for loss of wages to the employee by such an amount that the award of the Workers' Compensation Board for loss of wages (excluding non- economic loss payment), together with the supplementation by the City, will equal 100% of the employee's regular net wage (gross pay less statutory deductions, union dues and required benefit plan contributions). The said supplementation shall not be payable to any employee entitled to compensation after pension age if such an employee is entitled to an unreduced pension as provided under the Local Authorities Pension Plan or after the full age of 65 years if such an employee is not entitled to a pension. Subject to the foregoing limitation, the procedure to be followed in operating this policy shall be as follows:

  • Payment of Compensation Consultant shall submit to City a monthly itemized statement which indicates work completed and hours of Services rendered by Consultant. The statement shall describe the amount of Services and supplies provided since the initial commencement date, or since the start of the subsequent billing periods, as appropriate, through the date of the statement. City shall, within 30 days of receiving such statement, review the statement and pay all approved charges thereon.

  • Additional Services Compensation Additional Services Compensation shall be the fees determined in accordance with Article 7 to be paid by the Owner to the Professional Consultant in connection with the performance of Additional Services.

  • Form of Compensation Compensation for overtime shall be paid except where, upon request of the Employee, and with the approval of the Employer, or its representative, overtime may be granted in the form of time off in lieu of overtime hours worked.

  • Reduction of Compensation If the Firm fails to meet the submission date by less than thirty days for the draft report and/or working papers submitted to the Office of the State Auditor for review and approval or by less than thirty days from the completion date for the final reports and/or corrections to the working papers prescribed herein, the District may, with the consent of the Office of the State Auditor, reduce the agreed compensation by an amount not to exceed ten percent of the total contract price for the applicable fiscal year. If reports and/or corrections to the working papers are overdue by 30 days or more, the District may reduce, with the consent of the Office of the State Auditor, the agreed compensation by an amount not to exceed twenty percent of the total contract price for the Rev. 10/20 applicable fiscal year.

  • Services and Compensation Consultant agrees to perform for the Company the services described in Exhibit A (the “Services”), and the Company agrees to pay Consultant the compensation described in Exhibit A for Consultant’s performance of the Services.

  • Additional Compensation Notwithstanding anything in this Memorandum of Understanding to the contrary when in the judgment of the Board, it becomes necessary or desirable to utilize the services of County employees in capacities other than those for which they are regularly employed, the Board may authorize and, if appropriate, fix an additional rate of compensation for such employees.

  • Compensation for Basic Services A. Owner shall make payment for Part I and Part II services monthly. The payments shall be in proportion to the progress of Architect's work. Final payment for each phase shall become due and payable upon completion and approval by Owner of that phase of Architect's work.

  • Basis of Compensation The Owner shall compensate the Architect/Engineer for the services provided in accordance with Article 7. Payments to the Architect/Engineer shall be as follows:

  • Uniform Maintenance Allowance 22.1 The City provides uniforms or uniform allowance for employees represented by the Association. The City will continue to replace, repair and maintain uniforms worn in the line of duty. The average cost of the uniforms/uniform allowances are reported as special compensation (for those employees defined as “classic employees” by the Public Employees’ Pension Reform Act of 2013 for retirement calculation purposes and is currently reported as $17 per pay period.

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