Pay Differential. The following pay differential shall be maintained for all Assistant Fire Chiefs: Assistant Chief 16% above District Chief
Pay Differential. The following pay differential shall be maintained between all ranks for sworn members of the Cincinnati Fire Department: Fire Fighter Paramedic Training Officer 4% above Fire Fighter 4 FAO 8% above Fire Fighter 4 Specialist 8% above Fire Fighter 4 Lieutenant 16% above Fire Fighter 4 Captain 16% above Fire Lieutenant District Chief 16% above Fire Captain (Note: Upon approval of the Civil Service Commission, a new Paramedic Training Officer promoted position rank and pay scale will be established as listed above. Existing PTO’s shall be grandfathered into the new promoted positions. Existing PTO’s shall continue to receive PTO Certification Pay (14% of the base salary of the rank of FF4) until the creation of the new PTO rank.)
Pay Differential. Employees assigned as a Temporary Duty Assignment as a member of the Fire Prevention Bureau shall receive a pay differential above the employee’s regular pay grade of $3,600 per year. Said pay differential shall be made for any full or partial month where the employee is assigned as a member of the Fire Prevention Bureau.
Pay Differential. 1. The State shall continue to provide a monthly pay differential of 15% of the employee’s monthly base salary for employees who are employed by the California Department of Corrections, California Correctional Health Care Services, California Department of Veteran’s Affairs or the Department of Developmental Services, and appointed in the classification of Physician and Surgeon (Class Codes 7551, 7552, 7565, 7644, 7651, 9263,9269) and appointed at one of the locations listed below: Locations: California Department of Corrections/California Correctional Health Care Services • Avenal State Prison • California Medical Facility • California Health Care Facility • California State Prison-Corcoran • California State Prison-Sacramento • California State Prison-Los Angeles • Mule Creek State Prison • North Xxxx State Prison (Delano I) • Xxxx Valley State Prison (Xxxxxx XX) • Pleasant Valley State Prison • XX Xxxxxxx Correctional Facility • Xxxxxxx Valley State Prison • California Substance Abuse Treatment Facility-Corcoran California Department of Veterans Affairs (CalVet) • Chula Vista • Lancaster • West Los Angeles • Yountville Department of Developmental Services • Fairview Developmental Center • Porterville Developmental Center • Sonoma Developmental Center
Pay Differential. The parties agree the employees represented by the Association shall continue to receive a five percent (5%) pay differential. The percentage is to be above that paid the same classification in other units. For those classifications that are unique to this unit the percentage shall be allied to the step in salary range that an employee has attained.
Pay Differential. A paraeducator’s assigned duties in a classification pay scale that is less than the paraeducator’s regular classification shall be paid according to the higher classification when the additional duties are less than one-half of the paraeducator’s normal assignment.
Pay Differential. Effective December 6, 2021, employees in the following classifications covered by this Labor Contract shall receive additional pay in addition to their hourly base pay rate (“Pay D ifferential”) in the amount of three dollars per hour ($3.00/hour) in each step of the pay line: Corrections Corporal, Corrections Sergeant, Corrections Unit Caseworker, Behavior Technician, Mental Health Security Specialist II, Developmental Disabilities Safety & Habilitation Specialist, and Youth Security Specialist II. This Pay Differential shall be in addition to any other hourly differentials outlined in this Labor Contract, and shall be included in the hourly pay rate that is used for the calculation of overtime. The Pay Differential outlined in this section shall continue as a Pay Differential during the course of this 2021-2023 Labor Contract. In the event that the total number of vacant positions at the Nebraska Department of Correctional Services for the following classifications—Corrections Corporal, Corrections Sergeant, and Corrections Unit Caseworker—decreases by at least fifty-five (55) positions, from 551 on November 8, 2021 to at least 496 on June 30, 2022 (reflecting a 10% decrease or more on June 30, 2022), one dollar and fifty cents ($1.50) of the Pay Differential will convert to a one dollar and fifty cent ($1.50) increase to the base wage in each step of the pay line contained in Appendix A for those classifications as well as to the base wage of any employee whose base hourly rate of pay is above Step 7 of their classification’s pay line, effective July 4, 2022. In the event that the total number of vacant positions at the Nebraska Department of Correctional Services for the following classifications—Corrections Corporal, Corrections Sergeant, and Corrections Unit Caseworker—has not decreased by at least fifty-five (55) positions, from 551 on November 8, 2021 to at least 496 on June 30, 2022 (reflecting a 10% decrease or more on June 30, 2022), but has decreased by at least fifty- five (55) positions, from 551 on November 8, 2021 to at least 496 on January 1, 2023 (reflecting a 10% decrease or more on January 1, 2023), one dollar and fifty cents ($1.50) of the Pay Differential will convert to a one dollar and fifty cent ($1.50) increase to the base wage in each step of the pay line contained in Appendix A for those classifications as well as to the base wage of any employee whose base hourly rate of pay is above Step 7 of their classification’s pay line, e...
Pay Differential. 9.10.8.1 Police Officers and Sergeants who achieve the Master designation shall receive a 10% pay differential which shall be included in the employee's base pay.
Pay Differential. As designated by the Public Works Director a maximum of two (2) employees with Backflow Certification and a maximum of three (3) employees with Hazardous Materials Labeling & Packaging Standards Certification shall receive an additional $50 per month paid bi- weekly to maintain and utilize said Certifications for the benefit of the CITY. The current designated five (5) employees designated by the Public Works Director, with Collection System Maintenance Grade Certification will receive either $30 per month paid bi-weekly for Grade 1, $40 per month paid bi-weekly for Grade 2, $50 per month paid bi-weekly for Grade 3, or $60 per month paid bi-weekly for Grade 4.
