Across the Board Increase Sample Clauses
An "Across the Board Increase" clause establishes a uniform adjustment, typically an increase, to certain terms such as wages, fees, or benefits for all applicable parties or employees covered by an agreement. In practice, this means that every individual or group specified in the contract receives the same percentage or fixed amount increase at a designated time, regardless of their position or tenure. The core function of this clause is to ensure fairness and consistency in compensation or benefits adjustments, preventing disparities and simplifying the administration of changes across a workforce or group.
Across the Board Increase. Across the board increases (ATB) effective the first full pay period following the dates shown below:
A. Effective the first pay period following January 1, 2023, all Employees shall receive a cost of living adjustment of 4%. Such adjustment is included as Appendix A, Wage Schedule.
B. Effective the first pay period following January 1, 2024, all Employees shall receive a cost of living adjustment of 4%. Such adjustment is included as Appendix B, Wage Schedule.
C. Effective the first full pay period following January 1, 2008, and each year thereafter, all employees will be eligible for a “merit” increase in accordance with the City’s current practices and policies. Upon a satisfactory recommendation, each employee will be eligible to move one merit step up on the merit plan. In the event that the employee is already at the maximum step (Step 6), the employee will be eligible for a 3% merit bonus in accordance with the City’s current practices and policies. Upon the successful conclusion of probation, all employees will be placed on Step 2 or higher. In the event that an employee does not receive a merit increase, he or she may appeal this decision pursuant to the current City policy.
D. Members assigned to the Drug Enforcement Unit (DEU) shall receive an additional 7% of their current base pay added to their hourly wage. This additional pay shall be effective upon their assignment to DEU for the duration of the assignment. At the conclusion of their assignment to DEU, their hourly wage reverts to the appropriate hourly wage step for that individual under this agreement.
E. Members who are designated as Field Training Officers (FTO) shall receive an additional 7% of their current base pay added to their hourly wage. This additional pay shall be effective only when actively engaged in the role of a FTO while overseeing an officer in FTO status. Non-FTO overtime, outside duty, court duty or non-FTO regular duty will not be paid under this formula.
F. Members assigned to the Criminal Investigations Unit (CIU) or Youth Services Unit (YSU), shall receive an additional 1.5% of their current base pay added to their hourly wage. Members assigned as School Resource Officers and members assigned within the Community Services Division shall receive an additional 1.5% of their current base pay added to their hourly wage. This additional pay shall be effective upon their assignment to CID/CSD for the duration of the assignment. At the conclusion of their assignment to C...
Across the Board Increase. On January 1, 35 2025, bargaining unit faculty members in the Tenured and Tenure-Track and Career 36 classifications who held a UO faculty appointment on or before July 1, 2024, shall 37 receive an increase to base salary of 4% 3%. b.
Across the Board Increase. A. Effective July 1, 2016, the hourly rate of each employee shall be increased by one and one half percent (1.50%). Effective July 1, 2017, the hourly rate of each employee shall be increased by three percent (3.00%). Effective July 1, 2018, the hourly rate of each employee shall be increased by two and one half percent (2.50%). Effective July 1, 2019, the hourly rate of each employee shall be increased by two and one half percent (2.50%). Effective July 1, 2020, the hourly rate of each employee shall be increased by two and one half percent (2.50%).
B. The College agrees to pay each bargaining unit member a one-time non- recurring cash bonus of two hundred dollars ($200.00) upon ratification of this agreement.
C. Effective in Year 1 of the contract—The College shall allocate $92,000 for the purpose of making market adjustments to the salaries of unit members. The money shall be distributed as follows: Group 1: Unit members making between $10 an hour and $20.99 an hour will receive 60% of the $92,000 (or approximately $55,200) divided equally to them as an hourly adjustment to their base rate. Group 2: Unit members making between $21 an hour and $30.99 an hour will receive 35% of the $92,000 (or approximately $32,200) divided equally to them as an hourly adjustment to their base rate. Group 3: Unit members making between $31 an hour and above will receive 5% of the $92,000 (or approximately $4,600) divided equally to them as an hourly adjustment to their base rate. The market adjustment shall be made no later than October 1, 2016, but shall be retroactive to July 1, 2016. The market adjustment shall be applied after the 2016-2017 across the board wage increase. Future yearly increases would first meet market minimums for present employees and then yearly percentage increase would be applied.
Across the Board Increase. FY 2019-2020
Across the Board Increase. 1. Fiscal Year 2012-2013:
a. On October 1, 2012 each hourly rate shall be increased by one percent (1%).
b. At the end of the first full pay period in October, 2012, each full- time employee who is on the payroll as of October 2, 2012, and who has accumulated no less than two thousand eighty (2080) hours of current continuous service since October 1, 2011, shall be paid a one-time cash payment of 1% of the annualized base hourly rate of pay in effect as of October 2, 2012, which shall not be rolled into the base wage. For a full-time employee who has accumulated less than two thousand eighty (2080) hours of current continuous service since October 1, 2011, this payment shall be pro-rated based on the ratio between the employee's actual continuous service hours earned after October 1, 2011, and two thousand eighty (2080) hours, times 1% of the annualized base hourly rate of pay in effect as of October 2, 2012. At the end of the first full pay period in October, 2012, or the first subsequent pay period in Fiscal Year 2012-13 for which the employee receives a pay check, each permanent-intermittent employee, part-time employee or seasonal employee, who is on the payroll as of October 2, 2012, and who was either: 1) on the payroll on October 1, 2011, 2) on furlough on October 1, 2011, 3) on seasonal layoff on October 1, 2011, who has accumulated less than two thousand eighty (2080) hours of current continuous service between October 1, 2011, and September 30, 2012, shall be paid a one-time cash payment which shall not be rolled into the base wage. For each such employee, this payment shall be pro-rated based on the ratio between the employee's actual continuous service hours earned between October 1, 2011, and September 30, 2012, and two thousand eighty (2080) hours, times 1% of the annualized base hourly rate of pay in effect as of October 2, 2012.
Across the Board Increase. 1. Fiscal Years 2022-2023 and 2023-2024:
a. On October 1, 2022 each hourly rate shall be increased by five percent (5%).
b. On October 1, 2023 each hourly rate shall be increased by two percent (2%).
2. Effective October 1, 2005 an optional signing bonus may be paid to attract eligible licensed practical nurses who possess skills that are in high market demand. A one-time lump sum bonus of up to $2,000 may, at the employer’s option, be paid to new hires in the following classes: Licensed Practical Nurse E9 and 10. Current employees in the listed classes are not eligible for the bonus. The bonus will only be paid to secure a commitment from a highly qualified candidate and when filling hard-to-fill positions. The employee must agree to pay back the entire bonus including tax withholding thereon, if the employee leaves the department within one year of the appointment. Payback remittances are owed and payable in full within thirty (30) calendar days of the termination date. Such remittance shall be taken as a negative gross pay adjustment from the employee’s final pay warrant, if possible. The signing bonus is paid as a gross pay adjustment with the employee’s first pay warrant.
Across the Board Increase. An across-the-board increase on the hourly rate of all Employees, for the term of the Agreement, will apply as follows: The base rate of pay for the purpose of this clause will be the hourly rate payable to Employees immediately preceding the commencement date of this Agreement. An across-the-board increase of 6% on the base rate of pay will become due from the 1 April 2020 until 31 March 2021. The minimum hourly wage for Employees will not be less than R38.88 per hour from 1 April 2020 to 31 March 2021
Across the Board Increase. An across-the-board increase of 9.5% on the base rate of pay as at 31 March 2013 will become due from the commencement date of this Agreement until 30 September 2013 with a further 0.5% on the base rate of pay as at 31 March 2013 from 1 October 2013 to 30 June 2014.
Across the Board Increase
Across the Board Increase