Parity Compensation Sample Clauses

Parity Compensation. If during the duration of this contract the Board of Trustees approves an across-the- board salary increase or lump sum payment in lieu of a salary increase for another bargaining unit or a broad class of non-bargaining unit staff within a fiscal year that is greater than the amount ACF members receive (as outlined in Section 22.04-B), ACF faculty pay will be adjusted so that ACF members receive parity for that fiscal year. This provision does not apply to market salary adjustments, adjustments to increase the compensation of employees who fall within the lower tiers of overall compensation for employees of the College, job reclassifications, departmental reorganizations, or increases provided by individual contracts or grants, or to any other payments to groups or individuals not intended as a general adjustment to salaries or in lieu of a salary increase, such as a one-time payment in recognition of specific services rendered, a payment to resolve a dispute, or a signing bonus paid in connection with ratification of a collective bargaining agreement. This provision also does not apply to individual merit increases or bonuses, unless such merit increases or bonuses become the primary means of adjusting salaries for another bargaining unit or a broad class of non-bargaining unit employees during the duration of this contract. Notwithstanding this section at no time will an ACF be paid above the ACF hourly rate cap.
Sample 1Sample 2Sample 3See All (5)
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Parity Compensation. If during the duration of this contract the Board of Trustees approves an across- the-board salary increase or lump sum payment for another bargaining unit or a broad class of non-bargaining unit staff within a fiscal year that is greater than the amount ACF members receive (as outlined in Section 22.04-B), ACF faculty pay will be adjusted so that ACF members receive parity for that fiscal year. This provision does not apply to market salary adjustments, adjustments to increase the compensation of employees who fall within the lower tiers of overall compensation for employees of the College, job reclassifications, departmental reorganizations, or increases provided by individual contracts or grants. This provision also does not apply to individual merit increases or bonuses, unless such merit increases or bonuses become the primary means of adjusting salaries for another bargaining unit or a broad class of non-bargaining unit employees during the duration of this contract.
Sample 1Sample 2Sample 3See All (4)
Parity Compensation. If during the duration of this contract, the Board of Trustees approves an across-the-board salary increase or lump sum payment for another bargaining unit or a broad class of non- bargaining unit staff within a fiscal year that is greater than the amount tenure-track faculty members receive (as outlined in Section 23.02), tenure-track faculty pay will be adjusted so that faculty members receive parity for that fiscal year. This provision does not apply to market salary adjustments, adjustments to increase the compensation of employees who fall within the lower tiers of overall compensation for employees of the College, job reclassifications, departmental reorganizations, or increases provided by individual contracts or grants. This provision also does not apply to individual merit increases or bonuses, unless such merit increases or bonuses become the primary means of adjusting salaries for another bargaining unit or a broad class of non-bargaining unit employees during the duration of this contract.
Sample 1Sample 2Sample 3See All (4)
Parity Compensation. If during the duration of this contract, the Board of Trustees approves an across-the-board salary increase or lump sum payment in lieu of a salary increase for another bargaining unit or a broad class of non-bargaining unit staff within a fiscal year that is greater than the amount tenure-track faculty members receive (as outlined in Section 23.02), tenure-track faculty pay will be adjusted so that faculty members receive parity for that fiscal year. This provision does not apply to market salary adjustments, adjustments to increase the compensation of employees who fall within the lower tiers of overall compensation for employees of the College, job reclassifications, departmental reorganizations, or increases provided by individual contracts or grants, or to any other payments to groups or individuals not intended as a general adjustment to salaries or in lieu of a salary increase, such as a one-time payment in recognition of specific services rendered, a payment to resolve a dispute, or a signing bonus paid in connection with ratification of a collective bargaining agreement. This provision also does not apply to individual merit increases or bonuses, unless such merit increases or bonuses become the primary means of adjusting salaries for another bargaining unit or a broad class of non-bargaining unit employees during the duration of this contract.
Sample 1Sample 2Sample 3
Parity Compensation. If during the duration of this contract, the Board of Trustees approves an across-the-board salary increase or lump sum payment in lieu of a salary increase for another bargaining unit or a broad class of non-bargaining unit staff within a fiscal year that is greater than the amount the members receive as salary or market increase compensation members’ pay will be adjusted so that they receive parity for that fiscal year. This provision does not apply to market salary adjustments, adjustments to increase the compensation of employees who fall within the lower tiers of overall compensation for employees of the College, job reclassifications, departmental reorganizations, or increases provided by individual contracts or grant, or to any other payments to groups or individuals not intended as a general adjustment to salaries or in lieu of a salary increase, such as a one-time payment in recognition of specific services rendered, a payment to resolve a dispute, or a signing bonus paid in connection with ratification of a collective bargaining agreement. This provision also does not apply to individual merit increases or bonuses.
Sample 1Sample 2
Parity Compensation. If during the duration of this contract, the Board of Trustees approves an across-the-board salary increase or lump sum payment for another bargaining unit or a broad class of non-bargaining unit staff within a fiscal year that is greater than the amount the members receive - as outlined in Section 1(A) - members’ pay will be adjusted so that they receive parity for that fiscal year. This provision does not apply to market salary adjustments, job reclassifications, departmental reorganizations, or increases provided by individual contracts or grants. This provision also does not apply to individual merit increases or bonuses.
Sample 1

Related to Parity Compensation

  • Longevity Compensation Longevity payments will be made to all employees hired prior to January 1, 1999 with continuous full-time service according to the following schedule:

  • Basic Compensation (a) SALARY. Executive will be paid an annual base salary of $115,000.00, subject to adjustment as provided below (the "Salary"), which will be payable in equal periodic installments according to Employer's customary payroll practices, but no less frequently than monthly. The Salary will be reviewed by the Board of Directors not less frequently than annually, and shall be increased on each anniversary of the Effective Date during the term hereof by an amount equal to not less than ten percent (10%) of the prior year's base salary.

  • Special Compensation The Company shall pay to the Executive a lump sum equal to three times the sum of (a) the highest per annum base rate of salary in effect with respect to the Executive during the three-year period immediately prior to the termination of employment plus (b) the Highest Bonus Amount. Such lump sum shall be paid by the Company to the Executive within ten business days after the Executive's termination of employment, unless the provisions of Section 3(e) below apply. The amount of the aggregate lump sum provided by this Section 3(c), whether paid immediately or deferred, shall not be counted as compensation for purposes of any other benefit plan or program applicable to the Executive.

  • Holiday Compensation 1. Those employees working a five-day per week schedule with Saturdays and Sundays as normal days off shall receive cash payment for eight (8) hours per holiday subject to the conditions of this article.

  • Incentive Pay (1) For any calendar year: in which twenty-five percent (25%) of the number of members employed as of January 1 of each year are rated as either Level II or Level III in every phase of the PFT then

  • Supplemental Compensation Pursuant to Section 7 of the Agreement, Supplemental Compensation will be paid as follows:

  • Extra Duty Compensation A. This schedule is based on time devoted by the unit member beyond the regular at-school duty hours. A unit member will not receive extra duty compensation for more than two assignments unless approved by the Board. ANNUAL COMPENSATION 2019 - 2020 SCHOOL YEAR Number Position Step 1 Step 2 Step 3 2 Athletic Directors $2448 $2564 $2696 2 Head Football Coaches 5342 5459 5588 6 Asst. Football Coaches 3684 3766 3852 4 Head Basketball Coaches 0000 0000 0000 8 Asst. Basketball Coaches 1758 1836 1922 2 Wrestling Head Coaches 2170 2274 2383 2 Asst. Wrestling Coaches 1386 1489 1597 2 Baseball Coaches 2021 2119 2213 2 Asst. Baseball Coaches 1386 1489 1597 2 Band Directors 5342 5459 5588 3 Asst. Band Directors 3740 3820 3909 2 Varsity Cheerleader Advisor 1649 1723 1810 2 Asst. Varsity Cheerleader Adv. 1154 1203 1267 2 Volleyball Coaches 2108 2203 2308 2 Asst. Volleyball Coaches 1386 1489 1597 3 Mock Trail Directors 1067 1117 1170 2 Drama Coaches 1067 1117 1170 2 Golf Coaches 1067 1117 1170 2 Softball Coaches 1810 1894 1980 2 Asst. Softball Coaches 1386 1489 1597 4 Head Track Coaches 2021 2119 2213 4 Asst. Track Coaches 1386 1489 1597 4 Tennis Coaches 1067 1117 1170 2 Unified Tennis Coaches 1100 1150 1176 4 Cross Country Coaches 1067 1117 1170 4 Soccer Head Coaches 2108 2203 2308 4 Asst. Soccer Coaches 1386 1489 1597 2 VICA Advisors 1067 1117 1170 1 Co-Wide Student Council Adv. 1067 1117 1170 2 Junior Class Advisor 1067 1117 1170 2 Senior Class Advisor 1067 1117 1170 2 Bowling Coaches 1067 1117 1170 2 Indoor Track Coaches 1067 1117 1170 1 Unified Track SH Coach 1100 1150 1176 Funding will be provided by Special Olympics Number Position Step 1 Step 2 Step 3 1 Aquatics Head Coach $660 $688 $704 1 Aquatics Asst. Coach 440 462 472 2 Bocce Head Coaches 660 688 704 2 Bocce Asst. Coaches 440 462 472 1 Track & Field Coach 660 688 704 Maximum number of positions are shown. Actual number of positions shall be determined on a per season basis; however, under no condition will the total number of positions be fewer than sixty-two (62).

  • Termination Compensation Termination Compensation equal to two (2) times the Executive's Base Period Income shall be paid to the Executive in a single sum payment in cash on the thirtieth (30th) business day after the later of (a) the Control Change Date and (b) the date of the Executive's employment termination; provided that if at the time of the Executive's termination of employment the Executive is a Specified Employee, then payment of the Termination Compensation to the Executive shall be made on the first day of the seventh (7th) month following the Executive's employment termination.

  • ' COMPENSATION BENEFITS In accordance with Section 142 of the State Finance Law, this contract shall be void and of no force and effect unless the Contractor shall provide and maintain coverage during the life of this contract for the benefit of such employees as are required to be covered by the provisions of the Workers' Compensation Law.

  • Final Compensation Final Compensation for an employee, who is employed by the State for the first time and becomes a member of CalPERS prior to January 15, 2011, is based on the highest average monthly pay rate during twelve (12) consecutive months of employment. Final Compensation for an employee, who is employed by the State for the first time and becomes a member of CalPERS on or after January 15, 2011, is based on the highest average monthly pay rate during thirty-six (36) consecutive months of employment.

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