SALARY BANDS Sample Clauses

SALARY BANDS. The job title of any specific position is contained within more broadly defined salary bands which shall be identified in the Pay Equity Targets Schedule. Salary Bands represent a range of pre- determined points.
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SALARY BANDS. The following salary bands will apply to all Store, Team and Post Office Managers based in Food retail stores with effect from 1st April 2021. Establishment guides will be reviewed twice a year and published in January and July. There will be no automatic review of salaries or salary bands following the publishing of the new guides. However, salary changes made during the year as a result of store or role moves should be based on the latest available establishment guide. Salary bands will be reviewed once a year as part of the January review of establishment guides. The Annual Salary Review in April will be based on the January guide. Store Manager Salary Bands Band Establishment Guide Band Minimum Benchmark Salary Band Maximum Salary Band 1 Up to 256.99 £24,300 £30,000 £36,000 Salary Band 2 257 to 446.99 £28,200 £35,000 £42,000 Salary Band 3 447 + £33,300 £41,500 £49,800 Team Manager Salary Bands Band Establishment Guide Band Minimum Benchmark Salary Band Maximum Salary Band 1 Up to 256.99 £21,800 £22,700 £25,300 Salary Band 2 257 to 446.99 £22,000 £24,700 £27,700 Salary Band 3 447 + £22,300 £25,700 £29,000 Post Office Managers Salary Band* Band Band Minimum Benchmark Salary Band Maximum Salary Band 1 £21,800 £22,700 £25,300 * Apart from Post Office Satellite Managers who are aligned to Team Manager Salary Band 3. When the annual salary reviews take place, any colleagues that fall below the band minimum will be brought up to at least the band minimum. Any colleagues with a salary above the band maximum will not receive a salary increase as part of an annual review.
Sample 1
SALARY BANDS i) Salary bands reflect the value of the positions that fall within the established point range of the salary bands.
Sample 1
SALARY BANDS a. Full-time employees paid within the following salary bandwidths, prorated for part-time employees, are entitled to salary increase as per 14.
Sample 1
SALARY BANDS.  Salary bands reflect the value of the positions that fall within the established point range of the salary bands.  All positions will be placed in an appropriate salary band subsequent to the completion of the job evaluation process.  Each salary band reflects the minimum rate the University will normally pay to an employee and the maximum rate the University will normally pay to an employee in the position. Job rate reflects the value of the job.  The University will continue to conduct periodic market surveys of comparable jobs to recognize market rates for similar jobs on campus. The market rate is based on an analysis of the average compensation paid by other employers in the comparable employment community. Market rates will be used as a guide when setting the rates within or increases to the University salary bands.  Movement of established salary bands will depend upon salary discussions and internal and external factors, which may include periodic salary surveys. These salary surveys will consider total compensation. To assist in the application of the salary administration policy, the salary band is divided into four levels. The guidelines for each level follows: Level 1: 80%-88% of mid-point. Generally employees in this level meet the minimum requirements of the job, (i.e., the employee holds the required job qualifications, but lacks job experience) or the employee demonstrates under performance. New hires with minimal job experience would normally be included at this level. Level 2: 89% - 96% of mid-point. Employees in this level have attained the required job experience and demonstrate a performance level that consistently meets most of the job requirements.
Sample 1
SALARY BANDS. (i) Employees shall be paid not less than the minimum salaries shown in Table 1-Salaries, of Part B, Monetary Rates.
Sample 1
SALARY BANDS. (The proposed salary bands are located at Attachments A to C of the Enterprise Agreement) Merging the Assistant Adviser and Clerk to Whip classifications The Clerk to Whip classification is to be merged into the Assistant Adviser classification to simplify the personal employee classification structure. Merging non-Government personal employee classifications The non-Government personal employee classification structure is to be simplified by creating new, broader classifications. This will provide increased opportunity for salary progression for non- Government personal employees, while also making the non-Government personal employee classification structure similar to that of Government personal employees. The classifications of Media Adviser, Adviser 1 and Adviser 2 will become Adviser/Media Adviser; the classifications of Executive Assistant 1, 2 and 3 will become Executive Assistant; and the classifications of Secretary/Administrative Assistant 1 and 2 will become Secretary/Administrative Assistant. Where an employee has been at the top of the old salary band for 12 months or longer and there is a higher salary point in the new classification, they will immediately move to the next salary point above. Senior staff salary bands Along with the 3 per cent salary increase, the top of each senior staff salary band is to increase by two increment points. This proposal represents a significant realignment of the senior staff salary bands as a result of there being only a single increase in these salary bands since 2006, in contrast to the more frequent and regular increases applied to classifications at the level of Adviser and below under the previous agreement and the current Collective Agreement. Inclusion of annual salary increments for senior staff The salary bands for senior staff are proposed to contain set salary points. Subject to satisfactory performance, senior staff will advance to the next highest salary in their salary band after 12 months service at a particular salary point, reflecting current arrangements for Collective Agreement employees. Senior staff will receive the applicable salary increase at the commencement of the Enterprise Agreement and, if the employee has 12 months continuous service, they will also advance to the next highest increment point. If an employee is above their salary band at the commencement for the Enterprise Agreement they will receive the general salary increase only.
Sample 1
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SALARY BANDS. Employees shall be paid not less than the minimum salaries shown in Tables 1 and 2. Persons who commence employment in accordance with one of the work level statements will be allocated to the level described by that work level statement and paid an initial salary equal to the minimum of the salary band for the relevant level. If an employee exceeds the upper limit of a salary band the excess shall be paid as a personal allowance.
Sample 1

Related to SALARY BANDS

  • Salary Scale The salary scale applicable to Employees shall be set out hereinafter in the Wage Schedule.

  • Salary Scales 1. In the settlement of the Kindergarten Teachers, Head Teachers and Senior Teachers' Collective Agreement 2000-2002 the parties committed themselves to the implementation of pay parity for kindergarten teachers. Senior teacher K3 and K4 salaries were benchmarked to the base salary (excluding the roll-based supplementary component) of a primary U2 and U3 principal respectively.

  • Salary/Wages Grantee shall list personnel involved, position classification, direct salary rates, and hours spent on the Project in accordance with Attachment 3, Grant Work Plan in their documentation for reimbursement or match requirements.

  • Salary Range a. At the beginning of the 2020-21 school year, the salaries of returning full-time teachers were between $36,500 to $61,000.

  • Base Compensation a. The Company and the Bank agree to pay Executive during the term of this Agreement a base salary at the rate of $ per year, payable in accordance with customary payroll practices.

  • Employee Compensation The wages, salaries and other compensation paid to employees who will be employed for the benefit of the Project, and to others who perform special services for the benefit of the Project, to the extent not otherwise paid through a Cash Management System, shall be paid by Owner from a Project Account pursuant to this Section 9.2.

  • Salary Ranges A. The salary ranges for classifications covered by this Agreement shall be those contained in Appendix D.

  • Salary No salary will be paid to a Member for the performance of his or her duties under this Agreement unless the salary has been approved in writing by a Majority of the Members.

  • Basic Salary Schedule The basic salaries of teachers shall be according to the following schedules: Effective the first day of the Fall Term, 2018 – 1.6% increase. Years of Experience Class 1 Class 2 Class 3 Class 4 Class 5 Class 6 Class 7 0 39,299 43,274 47,673 57,023 60,877 64,356 68,282 1 40,913 45,521 50,103 60,155 64,118 67,767 71,750 2 42,536 47,767 52,535 63,281 67,356 71,175 75,215 3 44,152 50,014 54,971 66,414 70,596 74,585 78,682 4 45,772 52,258 57,401 69,546 73,833 77,994 82,149 5 47,390 54,503 59,834 72,674 77,076 81,405 85,616 6 49,008 56,750 62,271 75,805 80,314 84,816 89,084 7 50,684 58,996 64,700 78,937 83,550 88,224 92,548 8 67,170 82,068 86,792 91,636 96,017 9 85,197 90,032 95,045 99,483 10 88,328 93,271 98,452 102,949 Effective the first day of the Fall Term, 2019 – 1.4% increase. Years of Experience Class 1 Class 2 Class 3 Class 4 Class 5 Class 6 Class 7 0 39,849 43,880 48,340 57,821 61,729 65,257 69,238 1 41,486 46,158 50,804 60,998 65,015 68,716 72,754 2 43,131 48,436 53,271 64,166 68,299 72,171 76,269 3 44,770 50,714 55,740 67,344 71,584 75,629 79,784 4 46,413 52,990 58,205 70,520 74,866 79,086 83,299 5 48,054 55,266 60,672 73,692 78,155 82,545 86,815 6 49,694 57,544 63,142 76,866 81,438 86,003 90,331 7 51,394 59,822 65,606 80,042 84,719 89,460 93,844 8 68,110 83,217 88,007 92,919 97,361 9 86,389 91,292 96,375 100,875 10 89,565 94,577 99,831 104,391 Effective the first day of the Fall Term, 2020 – 0.5% increase. Years of Experience Class 1 Class 2 Class 3 Class 4 Class 5 Class 6 Class 7 0 40,048 44,100 48,582 58,110 62,038 65,584 69,584 1 41,694 46,389 51,058 61,302 65,340 69,060 73,118 2 43,347 48,678 53,537 64,487 68,640 72,532 76,650 3 44,994 50,967 56,019 67,680 71,942 76,007 80,183 4 46,645 53,255 58,496 70,872 75,241 79,482 83,715 5 48,294 55,543 60,975 74,060 78,546 82,957 87,249 6 49,942 57,832 63,458 77,250 81,845 86,433 90,783 7 51,651 60,121 65,934 80,442 85,143 89,907 94,313 8 68,451 83,633 88,447 93,384 97,848 9 86,821 91,749 96,857 101,380 10 90,012 95,050 100,330 104,912 Effective the first day of the Fall Term, 2021 – COLA**. **COLA will be determined as follows: In January 2022, or as soon as possible thereafter, when the 12 month (January to December 2021) average annual Statistics Canada Consumer Price Index for Manitoba – All items, change is made known, the increase will be applied retroactively to September 1, 2021.

  • Lower Salary Level An employee who accepts another position with a lower salary range will be paid an amount equal to his or her current salary, provided it is within the salary range of the new position. In those cases where the employee’s current salary exceeds the maximum amount of the salary range for the new position, the employee will be compensated at the maximum salary of the new salary range.

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