Director Level Clause Samples

Director Level. Normally, negotiations will involve matters that remain unresolved from (2) above and/or are organisational policy or strategic issues, which may have employment implications.
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Director Level. A Director is an employee who holds:
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Director Level. A. To continue the grievance, the grievant shall reject all of the proposed Step I resolution(s), specifying reasons for the rejection on the Step II grievance form. The completed Step II grievance form shall be received by the department’s Grievance Coordinator no later than the 10th calendar day after the date on which the grievant was properly served with the supervisor's or appropriate party’s Step I response. If certified mail is used to give the Step I response to the grievant, the Step II grievance form still must be received no later than the 10th calendar day after the date the Step I response is mailed. B. At Step II, a grievant may request the presence of other City employees as witnesses on their behalf by indicating on the Step II form at the time the Step II grievance form is filed with the name of each witness requested and the testimony anticipated by each witness. Prior to the Step II meeting, the Department Director, or their designee, will identify the approved witnesses and authorize their appearance at the Step II meeting by providing a notice of appearance to the witness employee, and a copy to the grieving employee, department representative, and the department’s Grievance Coordinator. Notice of appearance shall be provided to the witness employee, the grieving employee, department representative and the department’s Grievance Coordinator no later than three (3) days prior to the Step II hearing. Upon presentation of the notice of appearance, city employees shall be allowed reasonable time for travel and participation at Step II hearings and, if city employees, shall be compensated (regular or overtime hours, as appropriate) by the department. C. The department’s Grievance Coordinator shall arrange a Step II hearing between the grievant and the Department Director or their designee of at least an assistant director level (or the equivalent). If the grievant's immediate supervisor is the Department Director, the combined Step I meeting and Step II hearing shall be with the Department Director. D. No later than 24 hours before the scheduled Step II hearing, the grievant and the department’s representation shall mutually exchange through the department’s Grievance Coordinator, any additional non-privileged documents not previously disclosed or discovered through the exercise of reasonable diligence or provided at Step I which are related to the grievant and reasonably related to the grieved issue. Documents or information indirectly rel...
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Related to Director Level

  • Performance Pay In accordance with Section 8 of the General Appropriations Act for Fiscal Year 2020-2021, contingent upon the availability of funds and at the Agency Head’s discretion, each agency is authorized to grant merit pay increases based on the employee’s exemplary performance, as evidenced by a performance evaluation conducted pursuant to Rule 60L-35, Florida Administrative Code.

  • Annual Compensation The Executive’s “Annual Compensation” for purposes of determining severance payable under this Agreement shall be deemed to mean the sum of (i) the annual rate of Base Salary as of the Date of Termination, and (ii) the cash bonus, if any, earned by the Executive for the calendar year immediately preceding the year in which the Date of Termination occurs.

  • Performance Metrics The Influencer shall aim for a minimum engagement rate of [SPECIFY PERCENTAGE, e.g., 3%] on all posts associated with the Campaign. Engagement rate is calculated as the sum of likes, comments, shares, and other interactions divided by the total number of followers at the time of posting. The Influencer agrees to achieve a minimum reach of [SPECIFY NUMBER] unique viewers per post, or a cumulative reach of [SPECIFY NUMBER] across the Campaign. Impressions data will be provided through the Influencer’s analytics tools and verified by the Company when requested. For posts incorporating a call-to-action, such as links to the Company’s website or landing page, the Influencer will target a CTR of at least [SPECIFY PERCENTAGE, e.g., 2%]. CTR is measured as the ratio of clicks to impressions, based on data from tracking links provided by the Company. The Influencer may be expected to drive specific actions (e.g., sales, sign-ups, downloads) using unique tracking codes or referral links. Specific conversion targets will be detailed between the Parties. The Influencer shall submit performance reports on a [WEEKLY/BI-WEEKLY/MONTHLY] basis. These reports must include detailed metrics for each published post, such as: number of likes, comments, shares, and other engagement interactions; reach and impressions per post; click-through data and referral link activity; and conversion data (if applicable). Within [NUMBER] days following the end of the Campaign, the Influencer shall provide a comprehensive post-campaign report summarizing overall performance against all agreed KPIs, including supporting documentation (e.g., screenshots, analytics dashboard exports). The Influencer agrees to provide access to analytics platforms or third-party verification tools to authenticate the reported data, if requested by the Company. The Parties agree to conduct a review of the performance metrics within the first [NUMBER] days of the Campaign to ensure the targets remain realistic and reflective of current market conditions. Adjustments may be made in writing if necessary. If the Influencer consistently fails to meet the established KPIs without valid justification, the Parties shall meet in good faith to discuss potential remedies, which may include adjustments to the compensation structure or additional promotional support, as mutually agreed upon. The Company may specify certain analytics tools or platforms for measuring and reporting performance metrics. The Influencer shall utilize these specified tools where applicable to ensure consistency and transparency in data reporting. In instances where independent verification of performance data is required, the Influencer agrees to cooperate with third-party verification services designated by the Company to validate the metrics reported.

  • Incentive Pay (1) For any calendar year: in which twenty-five percent (25%) of the number of members employed as of January 1 of each year are rated as either Level II or Level III in every phase of the PFT then (a) Members who are rated at Level II in all phases of the PFT will receive three hundred dollars ($300.00) in a one-time lump sum payment. (b) Members who are rated at Level III in all phases of the PFT will receive six hundred dollars ($600.00) in a one-time lump sum payment. (2) For any calendar year in which fifty percent (50%) of the number of members employed as of January 1 of each year are rated as either Level II or Level III in every phase of the PFT then: (a) Members who are rated at Level II in all phases of the PFT will receive six hundred dollars ($600.00) in a one-time lump sum payment. (b) Members who are rated at Level III in all phases of the PFT will receive nine hundred dollars ($900.00) in a one-time lump sum payment. (3) All lump sum payments referenced herein will be paid in February of the following year.

  • Longevity Bonus After twenty (20) years of continuous service, an employee will receive a longevity bonus of seven hundred dollars ($700) per year, payable in one lump sum by the second pay period following the employee's anniversary date.