Regional Compensation. In the event the State implements regional compensation for employees whose primary reporting location is in Kittitas County, or another county in which the University has employee primary reporting locations, to compensate for local cost-of-living factors, the University will provide regional pay to its employees on the same basis and in the same amount provided by the State.
Regional Compensation. To compensate for local cost-of-living factors, the University will provide regional pay to its employees as follows:
Regional Compensation. In the event the State implements regional compensation for employees whose primary reporting location is in Whatcom County, or another county in which the University has employee primary reporting locations, to compensate for local cost-of-living factors, the University will provide regional pay to its employees on the same basis and in the same amount provided by the State. Primary reporting location for purposes of this paragraph is a University facility, not a location where an employee may be permitted to work remotely. HEALTH CARE BENEFITS AMOUNTS See “Health Benefits Agreement” by and between the State of Washington and the Coalition of Unions in Appendix C.
Regional Compensation. TeleCorp shall pay Entel a fixed price of [***] (the "Total Fee") for Microwave Services for the TeleCorp Regions, on a per region basis, as set forth in the following table: ------------------------------------------------------------------------------------------------------------------------- Services [***] [***] [***] Total -------------------------------------------------------------------------------------------------------------------------- Spectrum Sharing, Drive Test Frequency, and Prior $[***] $[***] $[***] $[***] Coordination Notice Fees -------------------------------------------------------------------------------------------------------------------------- Negotiations and $[***] $[***] $[***] $[***] Relocation Program Management Fee -------------------------------------------------------------------------------------------------------------------------- Total Fee per Region and Total Fee for All $[***] $[***] $[***] $[***] TeleCorp Regions --------------------------------------------------------------------------------------------------------------------------
Regional Compensation. To compensate for local cost-of-living factors, the University will provide regional pay to its employees as follows: All employees whose primary reporting location is in Whatcom County or Skagit County will receive two percent (2%) premium pay calculated from their base salary; provided that in the event the State implements regional compensation for employees whose primary reporting location is in Whatcom or Skagit County that exceeds two percent (2%), the University will increase its premium pay to the amount provided by the State. In the event the State implements regional compensation for employees whose primary reporting location is in a county other than Whatcom or Skagit Counties, the University will provide regional pay to its employees on the same basis and in the same amount provided by the State. Primary reporting location for purposes of this paragraph is a University facility, not a location where an employee may be permitted to work remotely. Career Enhancement/Growth Program The University will support the establishment of a new Career Enhancement/Growth program. The program will recognize employees whose development of skills, increased productivity, or assumption of higher-level duties results in increased value to the department, service enhancements, or efficiencies for the department in which the employee works. Each of the two (2) available CEGP steps will be attained solely through the Career Enhancement/Growth program and will not be based on length of service. Employees in every classification covered by this Agreement will be eligible for the program. Employees are eligible to receive a Career Enhancement/Growth step any time after they have been at the last automatic step in their pay range for a minimum of one (1) year. Employees are eligible for the subsequent and final Career Enhancement/Growth step beginning one (1) year after receiving the previous step. There will be no minimum or maximum number of employees who may receive Career Enhancement/Growth steps. There will be no minimum or maximum amount of money the University will spend on the Career Enhancement/Growth program. Decisions about Career Enhancement/Growth steps shall be made within sixty (60) days of the submission of the CEGP application to HR. Either employees or managers may initiate the CEGP application process by submitting a completed CEGP application to HR. HR will track CEGP applications, grants, and denials including at a minimum the job class, department...
