Section A. Wages Sample Clauses

Section A. Wages. 29 FISCAL YEAR 2022-2023
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Section A. Wages. Employees shall be compensated on an hourly basis in accordance with the following schedule: Rate Prior to Ratification Rate at Ratification $11.75 $11.95 $12.20 $12.40 $13.41 $13.63 $14.37 $14.61 $15.35 $15.61 $16.65 $16.93 $24.70 $25.11
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Section A. Wages. Effective April 1, 2016, the County will grant all bargaining unit members an across the board base wage increase of no less than two percent (2%). Effective October 1, 2017, the County will grant all bargaining unit members an across the board base wage increase of no less than two percent (2%). Effective October 1, 2019, the County will grant all bargaining unit members an across the board base wage increase of no less than two percent (2%). In addition to the above salary increases, all All members of the bargaining unit shall also receive the same annual percentage of any county-wide wage increase provided to non-sworn county employees during the adoption of the County budget by the Commissioners Courtacross the board base wage increase and all other financial incentives or increases as afforded to non-sworn county employees, to include Department Heads and members of the County Commissioner’s Court. Nothing herein prohibits the County from granting an across-the-board wage increase to members of the bargaining unit that is greater than the across-the-board wage increase afforded to non-sworn county employees. The member shall receive the higher of the two base wage increases per year not both.
Sample 1
Section A. Wages. The hourly wage rates for bargaining unit employees are listed in Appendix A hereto and incorporated herein by this reference. This hourly wage will be paid for all hours taught. Bargaining unit employees are professional employees who are engaged to teach students of the College. The compensation is designed to compensate for teaching, preparation for teaching, and student load.
Sample 1
Section A. Wages. Effective April 1, 2016, the County will grant all bargaining unit members an across the board base wage increase of no less than two percent (2%). Effective October 1, 2017, the County will grant all bargaining unit members an across the board base wage increase of no less than two percent (2%). Effective October 1, 2019, the County will grant all bargaining unit members an across the board base wage increase of no less than two percent (2%). In addition to the above salary increases, all members of the bargaining unit shall also receive the same annual percentage across the board base wage increase as afforded to non-sworn county employees, to include Department Heads and members of the County Commissioner’s Court. Nothing herein prohibits the County from granting an across-the-board wage increase to members of the bargaining unit that is greater than the across-the-board wage increase afforded to non-sworn county employees. The member shall receive the higher of the two base wage increases per year not both.
Sample 1
Section A. Wages. 1. Effective the first full pay period occurring on or after January 1, 2016, the Compensation Study will be implemented as follows: The Human Resource Department will assign the appropriate classification to each position in the County based on the job descriptions submitted by the Employing Official. The County Commissioners will have final approval to adopt the proposed classification and compensation changes. Employees and/or Employing Officials who believe a position is not properly classified may request review from the Director of Human Resources. Each employee will be placed into the pay grade for the new classification for their job title at the salary closest, but not less than, the employee’s current salary. If an annual wage increase is approved by the Board of County Commissioners for 2016 each employee will be placed into the new classification at the new pay grade and step prior to the annual increase taking affect. If the employee’s current pay rate is below the pay grade, the employee will be placed at the first step of the new pay grade. If the employee’s pay rate is above the new pay grade, the employee’s pay will be frozen at their current salary until the new classification catches up to the employee’s pay rate. The employee will then be placed at the top step of the new pay grade. Step increases in the new pay grade will be received as established in the County’s Personnel Manual -- Chapter 7. Section C.16. If the employee’s current pay rate is below the mid-point (Step 7) of the new pay grade, the employee will receive a two
Sample 1
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Section A. Wages. 1. Effective the first full pay period occurring on or after January 1, 2017, the first step in each salary range shall be increased by two percent (2.0%).
Sample 1

Related to Section A. Wages

  • Salary Schedules (a) The salary schedules shall be incorporated into this Agreement as Appendix V.

  • Salary Schedule The scale of remuneration set out in Schedule "A" shall apply during the term of this Agreement. Any changes in salary rates or the classifications as outlined in Schedule "A" shall not be put into effect until the Union Business Representative has been consulted.

  • Shift Differentials A shift differential of thirty-five cents ($.35) per hour shall be paid for shifts starting between 2:00 p.m. and 9:59 p.m. for employees regularly assigned to such shifts. A shift differential of forty-five cents ($.45) per hour shall be paid for shifts starting between 10:00 p.m. and 3:00 a.m. for employees regularly assigned to such shifts. The differential provided herein shall be part of base pay for overtime pay and other purposes. Employees at the Maine State Prison who are regularly assigned to the 5:00 p.m. to 5:00 a.m. shift are to be paid a shift differential of forty-five cents ($.45) per hour. Employees of mental health and correctional facilities shall be eligible for the second shift differential when their shift begins between 12:00 noon and 4:59 p.m.

  • Salary Schedule Progression Employees shall progress from step to step in salary grade on the basis of satisfactory job performance based upon established standards of performance. Seasonal employee's initial anniversary date shall be established after being in pay status for two thousand eighty (2,080) hours. Such date shall then be used for annual performance evaluation and step progression consideration. When an employee's anniversary date falls on any day from the first day of a pay week through Wednesday of the pay week, the employee's merit increase shall be effective as of the first day of the pay week within which the anniversary date falls. Otherwise, the merit increase shall be effective on the first day of the next pay week. Grievances arising from the denial of merit increases shall not be arbitrable under this Agreement but shall be processed as follows:

  • JOC - PRICING OF After Hours Coefficient What is your after hours coefficient for the RS Means Price Book for work performed after normal working hours? (FAILURE TO RESPOND PROHIBITS PART 2 JOC EVALUATION) Remember that this is a ceiling price proposed. You can discount to any TIPS Member customer a lower coefficient than your proposed contract coefficient, but not higher. This is one of three pricing questions that are required for consideration for award on this solicitation. Please consider your answer carefully. An explanation of the TIPS scoring of pricing titled "Pricing Coefficient Instruction" is included in the attachments for your information. The below is an EXAMPLE of how the pricing model works (It is not intended to influence your proposed coefficient, you should propose a coefficient that you determine is reasonable for your business for the life of the contract): The most common after hours coefficient is time and a half of the RS Means Unit Price Book prices. To illustrate this coefficient, if your regular hours coefficient is .95, your after hours coefficient would be 1.45.

  • Automatic Recurring Payments You may use the xxxx payment function to arrange for the automatic payment of bills that have a fixed frequency and amount. Once your automatic xxxx payment arrangements are established, we will make the payments without further requests by you. If the payment due date for an automatic payment falls on a weekend or holiday, the payment may be made the following business day.

  • 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.

  • 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.

  • Bilingual Differential Pay Bilingual Differential Pay applies to those positions designated by the Department of Personnel Administration as eligible to receive bilingual pay according to the following standards:

  • Shift Differential Pay A. An employee shall receive additional compensation at the rate of seventy five cents (75¢) per hour for all hours worked on a shift when the majority of hours worked on the shift are between 5:30 p.m. and 7:30 a.m. and in locations where these classes are regularly assigned shift work.

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