Market-Based Pay Sample Clauses

Market-Based Pay. Market-based pay is awarded to employees based on comparisons to how other employers compensate employees in similar jobs. Market-based comparisons consider not only base pay, but also other types of compensation and benefits having a definable dollar value. The Department may consider market-based pay adjustments on a case-by-case basis; so long as corresponding base pay adjustments are applied to all employees in the same job category to ensure their pay is at least equal to the
View SourceView Similar (2)
Market-Based Pay. Market-based pay is awarded to employees based on comparisons to how other employers compensate employees in similar jobs. Market-based comparisons consider not only base pay, but also other types of compensation and benefits having a definable dollar value. The Department may consider market-based pay adjustments on a case-by-case basis; so long as corresponding base pay adjustments are applied to all employees in the same job category to ensure their pay is at least equal to the new hire. 1. State of Montana, Department of Public Health and Human Services staff who are required by the Department Director, their Branch Manager and Division Administrator to work at the following care facilities, without the option to telework, during the COVID-19 state of emergency: a. Intensive Behavior Center-Boulder b. Montana Chemical Dependency Center-Butte c. Montana Mental Health Nursing Care Center-Lewistown d. Montana State Hospital-Warm Springs e. Montana Veterans’ Home-Columbia Falls 2. DPHHS employees working in the above facilities are eligible for the $4.00/hour pay differential if they are required by their agency administration to work within the above- identified facilities as their primary work location. 3. Employees who telework or have the ability to telework but choose not to are not eligible for the differential. 4. The temporary COVID-19 pay differential is only for time worked at the above-identified facilities. Differential pay will not be provided for leave time taken (including approved paid COVID-19 leave) or time worked outside the above-identified facilities. 5. The temporary COVID-19 pay differential will be considered part of the employee’s base pay for the purposes of calculating overtime for non-exempt employees who have elected to receive overtime rather than compensatory time. hours of pay at $14/hour and 10 hours at an overtime rate of $14/hour X 1 ½ times at $21/hour. Total pay for the week will be (40 hours X $14/hour) + (10 overtime hours X $21/hour). Total pay for the week is $560 + $210 = $770. 6. Employees who misuse leave during the COVID-19 state of emergency lose any eligibility for differential pay. 7. Payroll will process the differential based on actual hours worked at the above-identified facilities. For staff who work in multiple locations inside and outside of the above- identified facilities, supervisors must differentiate for payroll the time that the employee is mandated to work within the above-identified facilities b...
View SourceView Similar (2)

Related to Market-Based Pay

  • Reallocation to a Class with a Lower Salary Range Maximum 1. If the employee meets the skills and abilities requirements of the position and chooses to remain in the reallocated position, the employee retains the existing appointment status and has the right to be placed on the Employer’s internal layoff list for the classification occupied prior to the reallocation. 2. If the employee chooses to vacate the position or does not meet the skills and abilities requirements of the position, the layoff procedure specified in Article 31 of this Agreement applies.

  • Change in Form or Timing of Distributions All changes in the form or timing of distributions hereunder must comply with the following requirements. The changes: (a) may not accelerate the time or schedule of any distribution, except as provided in Section 409A of the Code and the regulations thereunder; (b) must, for benefits distributable under Sections 2.1, 2.2, 2.3, 2.4 and 2.5, delay the commencement of distributions for a minimum of five (5) years from the date the first distribution was originally scheduled to be made; and (c) must take effect not less than twelve (12) months after the election is made.

  • Selection Based on Consultants’ Qualifications Services estimated to cost less than $100,000 equivalent per contract may be procured under contracts awarded in accordance with the provisions of paragraphs 3.1, 3.7 and 3.8 of the Consultant Guidelines.

  • Performance-Based Vesting At the end of each Measurement Year, on the Measurement Date, the percentage of Shares set forth above shall be eligible to vest (the "Eligible Shares"). On each Measurement Date, 50% of the Eligible Shares shall become Vested Shares if at least 90% of the Target EBITDA amount was met for the prior Measurement Year. If more than 90% of the Target EBITDA amount was met for the prior Measurement Year, then the Eligible Shares shall become Vested Shares on a straight line basis such that an additional 5% of Eligible Shares shall become Vested Shares for each 1% that actual Consolidated Adjusted EBITDA exceeds 90% of the Target EBITDA amount.

  • Qualified Distributions Qualified distributions from your ▇▇▇▇ ▇▇▇ (both the contributions and earnings) are not included in your income. A qualified distribution is a distribution which is made after the expiration of the five-year period beginning January 1 of the first year for which you made a contribution to any ▇▇▇▇ ▇▇▇ (including a conversion from a Traditional IRA), and is made on account of one of the following events. • Attainment of age 59½ • Disability • First-time homebuyer purchase • Death For example, if you made a contribution to your ▇▇▇▇ ▇▇▇ for 2007, the five-year period for determining whether a distribution is a qualified distribution is satisfied as of January 1, 2012.