PROFESSIONAL COMPENSATION For all staff members hired after May 31, 2014, outside experience credit will be given for up to seven (7) years. To be eligible for educational advancement, a staff member must be taking graduate-level classes that are part of an advanced degree program or endorsement that will benefit the district. All courses used for this credit must be approved by the Superintendent or his/her designee. Only fully licensed staff members will be eligible for these tracks. Undergraduate course work will count for educational advancement provided that: 1) the staff member is not eligible to take graduate courses in that field; 2) that the course work will directly benefit the staff member’s assignment or anticipated assignment; and 3) such courses are approved by the Superintendent or the Superintendent’s designee. Grandfather Clause: Licensed staff members who prior to January 1, 2018, began taking graduate-level courses that extend past MA but do not lead to an advanced degree or endorsement may be approved to continue taking such courses for educational advancement to either MA+15 or MA+30 (only one, not both), provided that the coursework is completed and grades are submitted by December 30, 2019. MA + 30 will be available only for staff members hired prior to June 1, 2014. A Master of Social Work/Psychology Degree shall be considered the equivalent of MA+30. Based upon degree program, Occupational Therapists and Physical Therapists may also be considered equivalent of MA + 30. Educational advancement will only occur once a year at the beginning of the school year. In order to qualify educational advancement in a given year, the staff member must notify the Human Resources Department by submitting an official transcript, grade report or certificate of completion no later than September 1st in the year in which the educational advancement is to take place. The actual change and corresponding compensation adjustment will only occur when the official transcript is received by the Human Resources Department and will be retroactive to the beginning of the school year. Salary computations shall be made on the basis of 180 days for the duration of the agreement. All pro-rated days shall have salary adjusted accordingly. Staff members who are injured on the job while actively performing their assigned duties shall suffer no loss in pay for a temporary disability resulting from such injury. The District shall pay the difference in salary between the amount the staff member is eligible to collect under the Illinois Workers' Compensation Act and the staff member’s actual salary at time of temporary disability, and shall charge the pro-rated share of salary paid against the staff member’s sick leave benefits.
Management Compensation As compensation for your services in the management of the offering, we will pay you an amount equal to the management fee specified in the Invitation in respect of the Securities to be purchased by us pursuant to the Purchase Agreement, and we authorize you to charge our account with such amount. If there is more than one Representative, such compensation shall be divided among the Representatives in such proportions as they may determine.
Extra Compensation The Board shall pay no fees, other than described above, to the PA/E unless authorized by the Board as follows:
A. If the scope of the Project or site is changed, the Board and the PA/E shall negotiate a reasonable fee based upon the probable estimated construction cost in changing the scope of the work and the approximate percentage of the estimated construction cost which was used to negotiate this Agreement if, and, as such may be applicable.
B. If the DOE or Board requires the PA/E to make major or costly changes to the Schematic, Preliminary or Construction Document Phase submittals, which changes are not caused by architectural or engineering error or oversight, the PA/E shall be paid to redesign for additional expenses in an amount agreed to by the parties. Under no circumstances will the principals of the PA/E and the principals of his consultants be paid a fee in excess of $125 per hour.
Overtime Compensation 1. Except as provided in this section, Grantee will be responsible for any obligations of premium overtime pay due employees. Premium overtime pay is defined as any compensation paid to an individual in addition to the employee’s normal rate of pay for hours worked in excess of normal working hours.
2. Funds provided under this Contract may be used to pay the premium portion of overtime only under the following conditions:
i. With the prior written approval of System Agency;
ii. Temporarily, in the case of an emergency or an occasional operational bottleneck;
iii. When employees are performing indirect functions, such as administration, maintenance, or accounting;
iv. In performance of tests, laboratory procedures, or similar operations that are continuous in nature and cannot reasonably be interrupted or otherwise completed; or
v. When lower overall cost to System Agency will result.
Additional Compensation Notwithstanding anything in this Memorandum of Understanding to the contrary when in the judgment of the Board, it becomes necessary or desirable to utilize the services of County employees in capacities other than those for which they are regularly employed, the Board may authorize and, if appropriate, fix an additional rate of compensation for such employees.