Longevity Pay Program Sample Clauses

The Longevity Pay Program clause establishes a system of additional compensation for employees based on their length of service with an organization. Typically, this clause outlines eligibility criteria, such as a minimum number of years worked, and details the incremental pay increases or bonuses awarded at specific service milestones. By providing financial incentives for continued employment, the clause encourages employee retention and rewards long-term commitment, helping organizations reduce turnover and maintain experienced staff.
Longevity Pay Program. Employees in the bargaining unit shall be eligible for a two and one-half percent (2.5%) increase in salary after ten (10) years of service to the county, provided the last annual performance evaluation was overall satisfactory or above. Employees in the bargaining unit shall be eligible for an additional two and one-half percent (2.5%) increase in salary for a total of five percent (5%) after fifteen (15) years of service to the county, provided the last annual performance evaluation was overall satisfactory or above. Employees in the bargaining unit shall be eligible for an additional two and one-half percent (2.5%) increase in salary for a total of seven and one-half percent (7.5%) after twenty (20) years of service to the county, provided the last annual performance evaluation was overall satisfactory or above.
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Longevity Pay Program. The City provides the following retention incentive plan for all eligible fulltime Police management employees: 1. Upon completion of five (5) years of fulltime service with the City – three (3) range points (e.g., six [6] half-point increments). 2. Upon completion of ten (10) years of fulltime service with the City – six (6) range points (e.g., twelve [12] half-point increments). 3. Upon completion of fifteen (15) years of fulltime service with the City – nine (9) range points (e.g., eighteen [18] half-point increments). 4. Upon completion of twenty (20) years of fulltime service with the City – twelve (12) range points (e.g., twenty-four [24] half-point increments). 5. Upon completion of twenty five (25) years of fulltime service with the City – fifteen (15) range points (e.g., thirty [30] half-point increments). 6. In computing the overall pay range for a unit employee, the total number of range points included in base salary, any assignment or acting pay, longevity, and POST Certificate pay are collectively summed together to create a salary range with a corresponding pay rate located in Appendix One. These amounts are all included as PERSable compensation.
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Longevity Pay Program. At completion of fifteen (15) years of service - 5.0% At completion of twenty (20) years of service - 6.25%
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Longevity Pay Program. 4.7.1 Effective with the first pay period in July, 2010, employees shall be eligible for the longevity pay program described in 4.7.3. Until July, 2010, employees hired before July 1, 1981 are eligible for the longevity pay program described in 4.7.2. 4.7.2 Employees to whom a longevity pay plan is applicable shall be eligible for advancement to the "L1" step of their salary range on their salary anniversary date after five (5) years continuous service rendered at "E/5" step. Such employees shall be eligible for advancement to the "L2" step of their salary range on their salary anniversary date after five (5) years continuous service rendered at "L1" step. 4.7.3 Employees in the bargaining unit shall be eligible for a two and one-half percent (2.5%) increase in salary after ten (10) years of service to the county, provided the last annual performance evaluation was overall satisfactory or above. Employees in the bargaining unit shall be eligible for an additional two and one-half percent (2.5%) increase in salary for a total of five percent (5%) after fifteen (15) years of service to the county, provided the last annual performance evaluation was overall satisfactory or above. Employees in the bargaining unit shall be eligible for an additional two and one-half percent (2.5%) increase in salary for a total of seven and one-half percent (7.5%) after twenty (20) years of service to the county, provided the last annual performance evaluation was overall satisfactory or above.
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Longevity Pay Program. The City provides the following retention incentive plan for all eligible full-time Police Management employees: 1. Upon completion of five (5) years of full-time service with the City – three percent (3%) 2. Upon completion of ten (10) years of full-time service with the City – six percent (6%) 3. Upon completion of fifteen (15) years of full-time service with the City – nine percent (9%) 4. Upon completion of twenty (20) years of full-time service with the City – twelve percent (12%) 5. Upon completion of twenty five (25) years of full-time service with the City – fifteen percent (15%)
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Longevity Pay Program. Effective with the first pay period in July, 2010, employees shall be eligible for the longevity pay program described in 4.
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Related to Longevity Pay Program

  • Educational Program A. DSST PUBLIC SCHOOLS shall implement and maintain the following characteristics of its educational program in addition to those identified in the Network Contract at DSST ▇▇▇▇ MIDDLE SCHOOL (“the School” within Exhibit A-3). These characteristics are subject to modification with the District’s written approval:

  • Leave Donation Program Employees may donate paid leave to a fellow employee who is otherwise eligible to accrue and use sick leave and is employed by the same Agency. The intent of the leave donation program is to allow employees to voluntarily provide assistance to their co-workers who are in critical need of leave due to the serious illness or injury of the employee or a member of the employee's immediate family. The definition of immediate family as provided in rule 123:1-47-01 of the Administrative Code shall apply for the leave donation program. A. An employee may receive donated leave, up to the number of hours the employee is scheduled to work each pay period, if the employee who is to receive donated leave: 1. Or a member of the employee's immediate family has a serious illness or injury; 2. Has no accrued leave or has not been approved to receive other state-paid benefits; and 3. Has applied for any paid leave, workers' compensation, or benefits program for which the employee is eligible. Employees who have applied for these programs may use donated leave to satisfy the waiting period for such benefits where applicable, and donated leave may be used following a waiting period, if one exists, in an amount equal to the benefit provided by the program, i.e. fifty six hours (56) pay period may be utilized by an employee who has satisfied the disability waiting period and is pending approval, this is equal to the seventy percent (70%) benefit provided by disability. B. Employees may donate leave if the donating employee: 1. Voluntarily elects to donate leave and does so with the understanding that donated leave will not be returned; 2. Donates a minimum of eight hours; and 3. Retains a combined leave balance of at least eighty hours. Leave shall be donated in the same manner in which it would otherwise be used except that compensatory time is not eligible for donation. C. The leave donation program shall be administered on a pay period by pay period basis. Employees using donated leave shall be considered in active pay status and shall accrue leave and be entitled to any benefits to which they would otherwise be entitled. Leave accrued by an employee while using donated leave shall be used, if necessary, in the following pay period before additional donated leave may be received. Donated leave shall not count toward the probationary period of an employee who receives donated leave during his or her probationary period. Donated leave shall be considered sick leave, but shall never be converted into a cash benefit. D. Employees who wish to donate leave shall certify: 1. The name of the employee for whom the donated leave is intended; 2. The type of leave and number of hours to be donated; 3. That the employee will have a minimum combined leave balance of at least eighty hours; and 4. That the leave is donated voluntarily and the employee understands that the donated leave will not be returned. E. Appointing authorities shall ensure that no employees are forced to donate leave. Appointing authorities shall respect an employee's right to privacy, however appointing authorities may, with the permission of the employee who is in need of leave or a member of the employee's immediate family, inform employees of their co-worker's critical need for leave. Appointing authorities shall not directly solicit leave donations from employees. The donation of leave shall occur on a strictly voluntary basis.

  • Dental Care Plan The Welfare Plan will include a Dental Care Plan which will reimburse members for expenses incurred in respect of the coverages summarized in Appendix "1". The Plan will not duplicate benefits provided now or which may be provided in the future by any government program.

  • E-Verify Program Grantee certifies that it utilizes and will continue to utilize the U.S. Department of Homeland Security's E-Verify system to determine the eligibility of: A. all persons employed to perform duties within Texas during the term of the Grant Agreement; and B. all persons, (including subcontractors) assigned by the Grantee to perform work pursuant to the Grant Agreement within the United States of America.

  • Long-Term Incentive Program During the Term, the Employee shall participate in all long-term incentive plans and programs of the Group that are applicable to its senior executives in accordance with their terms and in a manner consistent with his position with the Company.