Eligibility For Merit Increases Sample Clauses

The 'Eligibility For Merit Increases' clause defines the criteria employees must meet to qualify for salary increases based on performance. Typically, this clause outlines requirements such as minimum tenure, satisfactory performance evaluations, or absence of disciplinary actions. By clearly specifying who is eligible for merit-based pay raises, the clause ensures fairness and transparency in compensation decisions, helping to motivate employees and manage expectations.
Eligibility For Merit Increases. A new employee shall be advanced to the second step of the salary range for his/her classification six months from the date of hire after satisfactory service in his/her classification. In those cases where a new employee is appointed above the minimum step of the salary range for his/her classification, his/her eligibility for advancement to the next step shall be the same as though he/she were appointed at the minimum step, unless otherwise ordered by the personnel officer. Thereafter, eligibility for advancement to each succeeding step of the salary range shall be after each additional year of satisfactory continuous service at the preceding step. Regular employees shall be eligible for Longevity 1 after being on Step 7 for one full year AND employed with the County for a minimum of ten (10) years. Regular employees shall be eligible for Longevity 2 after being on Longevity 1 for a full year AND employed with the County for a minimum of fifteen (15) years. Regular employees shall be eligible for Longevity 3 after being on Longevity 2 for a full year AND employed with the County for a minimum of twenty (20) years.
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Eligibility For Merit Increases. New employees shall be advanced to the second step of the pay range for their classification six (6) months from the date of hire after satisfactory service in their classification. In those cases where new employees are appointed above the minimum step of the pay range for their classification, eligibility for advancement to the next step shall be the same as though they were appointed at the minimum step, unless otherwise ordered by the board. Thereafter, eligibility for advancement to each succeeding step of the pay range shall be after each additional year of satisfactory continuous service at the preceding step. Regular employees shall be eligible for Longevity 1 pay increase after being on Step 7 of the current pay range for one (1) full year AND employed with the county for a minimum of ten (10) years. Regular employees shall be eligible for Longevity 2 pay increase after being on Longevity 1 of the current pay range for a full year AND employed with the county for a minimum of fifteen (15) years. Regular employees shall be eligible for Longevity 3 pay increase after being on Longevity 2 of the current pay range for a full year AND employed with the county for a minimum of twenty (20) years.
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Eligibility For Merit Increases. A new employee shall be advanced to the next step of the pay range for his/her classification on the first of the month after six (6) full months of satisfactory service in his/her class. In those cases where a new employee is appointed above the minimum step of the pay range for his/her class, his/her eligibility for advancement to the next step shall be the same as though he/she were appointed at the minimum step, unless otherwise ordered by the Board. Thereafter: 1. Advancement to the third (3rd) step of the pay range after one (1) additional year of satisfactory continuous service at Step 2; 2. Advancement to the fourth (4th) step of the pay range after one (1) additional year of satisfactory continuous service at Step 3; 3. Advancement to the fifth (5th) step of the pay range after one (1) additional year of satisfactory continuous service at Step 4; 4. Advancement to the sixth (6th) step of the pay range after one (1) additional year of satisfactory continuous service at Step 5, and 5. Advancement to the seventh (7th) step of the pay range after one (1) additional year of satisfactory continuous service at Step 6.
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Eligibility For Merit Increases. A new employee shall be advanced to the next step of the pay range for his/her classification on the first of the month after six (6) full months of satisfactory service in his/her class. In those cases where a new employee is appointed above the minimum step of the pay range for his/her class, his/her eligibility for advancement to the next step shall be the same as though he/she were appointed at the minimum step, unless otherwise ordered by the Board. Thereafter, eligibility for advancement to each succeeding step of the pay range shall be after each additional year of satisfactory continuous service at the preceding step.
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Eligibility For Merit Increases. Probationary employees are eligible for merit increases at or near the completion of their probationary period. Performance appraisals for employees who have completed their initial probationary period by December 31st of the calendar year, will transition to focal point appraisals in April of the following year and be eligible for merit increases based on guidelines noted below. Employees who have been promoted into different classifications or reclassified and are below the control point of their new range will be eligible for merit increases based on their overall performance rating at the next focal point. Employees receiving a performance rating below Meets Expectations will not be eligible for any merit increases. Exceeds Expectations Two (2) step increase Meets Expectations One (1) step increase Does Not Meet Expectations Not eligible * Y-rated employees or those at the Control Point of their salary range are not eligible for merit increases.
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Eligibility For Merit Increases. ‌ Each probationary or regular employee will be considered for, but is not guaranteed, a merit adjustment annually at their regular or adjusted performance evaluation date. Merit adjustments may be denied, deferred for future consideration, or granted at .5, 1, or 1.5 step intervals, at the Department Director's discretion and subject to City Manager's approval. During the life of this agreement, supervisors and managers shall conduct performance evaluation meetings within 30 days of the employee’s performance evaluation due date. Regular and Promotional Probationary employees are eligible for merit adjustments at or near the completion of their one (1) year of continuous service in their current position and annually thereafter, provided that the employee is not a Y-Rated employee, has not changed positions, or is not at the maximum rate for their salary range. Approved merit adjustments will be retroactive to the official evaluation due date.
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Eligibility For Merit Increases. A new employee shall be 24 advanced to the second step of the salary range for his/her classification six 25 months from the date of hire after satisfactory service in his/her classification. In 26 those cases where a new employee is appointed above the minimum step of the 27 salary range for his/her classification, his/her eligibility for advancement to the 28 next step shall be the same as though he/she were appointed at the minimum 29 step, unless otherwise ordered by the Personnel Officer. Thereafter, eligibility for 30 advancement to each succeeding step of the salary range shall be after each 31 additional year of satisfactory continuous service at the preceding step. 1 Regular employees shall be eligible for Longevity 1 after being on Step 7 2 for one full year AND employed with the County for a minimum of ten (10) years. 3 Regular employees shall be eligible for Longevity 2 after being on Longevity 1 4 for a full year AND employed with the County for a minimum of fifteen (15) years.
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Eligibility For Merit Increases. ‌ Each probationary or regular employee will be considered for, but is not guaranteed, for a merit adjustment annually at their regular or adjusted anniversary date. Merit adjustments (based upon performance and the policy as stated in the Performance Evaluation and Compensation System-PEACS) may be denied, deferred for future consideration, or granted at .5, 1, or 1.5 step intervals, at the Department Director's discretion and subject to City Manager's approval. In addition, during the life of this agreement, supervisors and managers shall conduct annual evaluation meetings within 30 days of the employee’s anniversary date. Regular and Promotional Probationary employees are eligible for merit adjustments at or near the completion of their one (1) year of continuous service and at the employee's annual anniversary date thereafter, provided that the employee is not a Y-Rated employee or at the maximum rate for their salary range. Approved merit adjustments will be retroactive to the official evaluation due date.
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Related to Eligibility For Merit Increases

  • Eligibility for Form S-3 The Company represents and warrants that it meets the requirements for the use of Form S-3 for registration of the sale by the Initial Investors and any other Investor of the Registrable Securities and the Company shall file all reports required to be filed by the Company with the SEC in a timely manner so as to maintain such eligibility for the use of Form S-3.

  • Eligibility for Benefits 1. Sick Leave Bank benefits are available only when the member personally has a severe medical hardship (catastrophic illness or serious accident). 2. Benefits can be received only after all accumulated sick leave and vacation days have been exhausted. 3. Any member receiving Worker's Compensation or disability benefits shall not be eligible to receive benefits from the Sick Leave Bank. 4. A member who is on leave of absence, suspended, or terminated from the ▇▇▇▇▇▇▇ County Board of Education shall not be eligible for Sick Leave Bank benefits. 5. The form, entitled "Request For Sick Leave Benefits" and physician's statement are required before the SLB Review Committee will consider a request for benefits. The physician's statement shall include a history of the illness, date the illness began, a diagnosis and prognosis, and any other related information. 6. Approval by the Sick Leave Bank Review Committee is required prior to the receiving of benefits. 7. Normal pregnancies, childbirth, childcare, or child adoption shall not be considered as eligible reasons for Sick Leave Bank benefits. 8. A four (4)-member Sick Leave Bank Review Committee, consisting of two (2) members appointed by the President of the Association and two (2) appointed by the Superintendent, shall have the responsibility of receiving requests, verifying the validity of requests and approval or denial of requests. Any approval of a request must have the support of at least three (3) members of the committee Sick Leave Bank Review Committee. The Sick Leave Bank Review Committee shall develop its rules of procedure and shall give wide distribution to said rules upon approval of the President of the Association and the Superintendent.

  • Eligibility for Group Participation This section describes eligibility to participate in the Group Insurance Program.

  • Eligibility Changes Employees who become eligible for a full Employer Contribution must make their benefit elections within thirty (30) calendar days of becoming eligible. If employees do not choose a health plan administrator and a primary care clinic and do not waive coverage within this thirty (30) day timeframe, they will be enrolled in a Benefit Level Two clinic (or Level One, if available) that meets established access standards in the health plan with the largest number of Benefit Level One and Two clinics in the county of the employee’s residence at the beginning of the insurance year. If employees who become eligible for a partial Employer Contribution choose to enroll in insurance, they must do so within thirty (30) days of becoming eligible or during open enrollment. An employee may change their health or dental plan if the employee changes to a new permanent work or residence location and the employee's current plan is no longer available. If the employee has family coverage and if the new residence location is outside of the current plan’s service area, the employee shall be permitted to switch to a new plan administrator and new Benefit Level within thirty (30) days of the residence location change. The election change must be due to and correspond with the change in status. An employee who receives notification of a work location change between the end of an open enrollment period and the beginning of the next insurance year, may change their health or dental plan within thirty (30) days of the date of the relocation under the same provisions accorded during the last open enrollment period. An employee or retiree may also change health or dental plans in any other situation in which the Employer is required by the applicable federal or state law to allow a plan change.

  • Maintaining Eligibility for Employer Contribution The employer's contribution continues as long as the employee remains on the payroll in an insurance eligible position. Employees who complete their regular school year assignment shall receive coverage through August 31.