Pay and Seniority Clause Samples

The 'Pay and Seniority' clause defines how an employee's compensation and length of service are determined and managed within an organization. It typically outlines the structure for salary progression, pay scales, and how seniority is calculated, such as whether it is based on continuous service or includes prior related experience. This clause ensures transparency and fairness in compensation and advancement, helping to prevent disputes over pay and promotion eligibility.
Pay and Seniority a) The Chief of Police may determine the pay rate for each Cadet Senior during the Modified Training Academy. Upon completion of the Academy, the Chief of Police may determine the pay rate for each Police Officer hired through this Modified Hiring Process. Any pay rate established by the Chief shall not exceed that of an Officer with two years’ experience in the Austin Police Department. b) Regardless of the pay rate established for each Cadet Senior, seniority for purposes of longevity pay shall begin when the Officer successfully completes the Modified Training Academy.
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Pay and Seniority. 19 a) The Chief of Police may determine the pay rate for each Cadet Senior during the 20 Modified Training Academy. Upon completion of the Academy, the Chief of Police may 21 determine the pay rate for each Police Officer hired through this Modified Hiring Process. Any 22 pay rate established by the Chief shall not exceed that of an Officer with two years’ experience 23 in the Austin Police Department. 24 25 b) Regardless of the pay rate established for each Cadet Senior, seniority for purposes of 26 longevity pay shall begin when the Officer successfully completes the Modified Training 27 Academy. 28 29 Section 7. Promotional Eligibility 30 31 Officers hired through the Modified Hiring Process must meet the same promotional 32 eligibility requirements as Austin Police Department Officers hired through the Department’s 33 regular initial hiring process. 34 35 Section 8. Implementation 36 37 The Modified Hiring Process described by this Article may be used at any time, for any 38 number of applicants, as authorized by the Chief of Police. 39 40 Part D. Additional Provisions 41 42 Section 1. Benefit of the Bargain 44 The ASSOCIATION and the CITY share the goal of recruiting and hiring the most qualified 45 applicants to become Austin Police Officers. The ASSOCIATION acknowledges the significant 46 effort and skill of the Department’s Recruiting Unit in trying to meet this goal, but recognize that 1 the Department needs to be able to adjust hiring procedures as necessary, without having to wait 2 until the next Meet & Confer negotiation process. The parties agree that the degree of flexibility 3 incorporated into this Article is of benefit to both parties and that this AGREEMENT would not 4 have been reached without the flexibility provided by this Article. 5
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Pay and Seniority a) The Chief of Police may determine the pay rate for each Cadet Senior during the Modified Training Academy. Upon completion of the Academy, the Chief of Police may determine the pay rate for each Police Officer hired through this Modified Hiring Process. Any pay rate established by the Chief shall not exceed that of an Officer with ten two years’ experience in the Austin Police Department. In no circumstance shall a police officer hired through this modified hiring process receive compensation at a pay rate in excess of their actual years of service. b) Regardless of the pay rate established for each Cadet Senior, seniority for purposes of longevity pay shall begin when the Officer successfully completes the Modified Training Academy.
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Pay and Seniority a) The beginning pay rate for each Clinical Specialist – Field hired through the Lateral Hiring Process shall be that of Base Year Clinical Specialist - Field. b) Seniority for purposes of longevity pay shall begin on the date they are sworn in with the Department.
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Pay and Seniority a) The Chief of Police may determine the pay rate for each Cadet Senior during the Modified Training Academy. Upon completion of the Academy, the Chief of Police may determine the pay rate for each Police Officer hired through this Modified Hiring Process. Such pay rate shall take into consideration the experience of the officer that is similar to that which they would experience in the Austin Police Department. Any pay rate established by the Chief shall not exceed that of an Officer with six years’ experience in the Austin Police Department. In no circumstance shall a police officer hired through this modified hiring process receive compensation at a pay rate in excess of their actual years of service. b) Regardless of the pay rate established pursuant to this Article, seniority for purposes of longevity pay shall begin when the Officer successfully completes the Modified Training Academy.
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Pay and Seniority. All leaves of absence granted under this Article shall be (1) without pay, except for such insurance or sick benefits as have been otherwise provided in this Agreement; and (2) without the accumulation of seniority or otherwise accounting of time for any other provisions of this Agreement.
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Related to Pay and Seniority

  • Super Seniority For purposes of layoff and recall only, the President shall head the seniority list, provided however, that such officer must have the necessary skill and experience to perform the required work. The Sheriff agrees that this section shall not be applied in an arbitrary manner.

  • Retention of Seniority (a) Any employee, other than a probationary employee, whose employment ceases through no fault of his own, shall retain seniority and shall be recalled on the following basis: (i) An employee with less than one year's continuous service shall retain these rights for six (6) months from the date of lay-off. (ii) An employee with one or more year's continuous service shall retain these rights for twelve (12) months from the date of lay-off, plus two (2) additional months for each year's service up to an additional twenty-four (24) months. (b) Failure of the employee to report for work within one (1) week of notice by registered mail at their last address reported to and received by the mill shall result in his termination of employment with the Company. Bona fide reasons for failure to report shall not deprive an employee of his recall rights.

  • SENIORITY 10.01 For Employees who are employed in the bargaining unit on the date of ratification of this Collective Agreement, seniority shall be defined as their total length of service with the Company in positions now covered by this Collective Agreement. For Employees who are hired or who transfer into the bargaining unit after the date of ratification, seniority shall be defined as their total length of service in the bargaining unit, dating from their first date of employment in the bargaining unit. 10.02 Seniority shall be defined as the total length of service in the bargaining unit dating from the Employee’s first date of employment in the bargaining unit. 10.03 An Employee who transfers or is re-hired to a position outside the bargaining unit shall, if the Employee returns to the bargaining unit, retain all seniority that the Employee had prior to leaving the bargaining unit, including the first six (6) consecutive months of time spent out of the bargaining unit. 10.04 Employees will lose their seniority and their name will be removed from the seniority list and their employment will be considered terminated under the following circumstances: (a) When discharged for just cause and not reinstated; (b) When an Employee voluntarily leaves the Company; (c) When laid off for a period in excess of their recall rights as set out in Article 11.04; (d) Desertion of service; (e) When retired; (f) When an Employee is absent from work without notice to the Company for two (2) or more consecutive scheduled shifts; (g) When an Employee overstays a vacation or leave of absence without securing a written extension of such leave of absence or vacation from the Company; unless an explanation satisfactory to the Company is given by the Employee; (h) When an Employee utilizes a leave of absence for reasons other than those for which it was granted; (i) When an Employee fails to return to work immediately after the Company has been notified by a doctor or WSIB that the employee is able to return to work; (j) When an Employee receives notice of recall to work following a layoff, by telephone or by email or registered mail, and fails to advise the Company if the Employee wishes to accept the recall within twenty (24) hours after having received such telephone call or notice, or fails to report to work within ten (10) calendar days from the date of advising the Company of the Employee’s intent to return. Such mailing or email shall be to the last address or email address of the Employee that the Company has in its files for that Employee, and such mailings shall be deemed to have been received by the Employee. 10.05 No later than April 15th and September 15th, the Company will post a seniority lists for full time Employees, regular part time Employees and casual part time Employees, and provide a copy of same to the Local Union. The list will contain the following information for each Employee: – Name, – Classification, – Employee Number, – Bargaining Unit Seniority, expressed in terms of start date. 10.06 It shall be the responsibility of each individual Employee to ensure that their seniority as listed is correct. Employees shall have fourteen (14) days from the first day of posting to grieve for the purpose of having the seniority list corrected, after which time the list will not be changed. 10.07 When two (2) or more Employees have the same Bargaining Unit Seniority, their position on the seniority list shall be determined by drawing the names by lot. 10.08 Upon the return to work of an Employee who has been on an authorized leave of absence because of illness or injury, the Employee will return to their former position, if the position is still available and if the Employee is capable of performing the work, otherwise the Employee will be offered, in accordance with their seniority, other available work which the Employee is capable of performing, in accordance with this Article and the duty to accommodate. These obligations shall be subject to the Employee providing satisfactory evidence of ability from a Doctor.

  • Accrual of Seniority Seniority shall accrue during: (a) the first one hundred and nineteen (119) calendar days of sick leave including time on E.I. sick benefit or Income Replacement Benefits under the Automobile Insurance Act; (b) unpaid leaves of absence up to and including one hundred and sixty-eight (168) work hours in a calendar year; (c) hours absent while receiving benefits from the Worker’s Compensation Board; (d) temporary positions, out-of-scope of any union, with the Employer not to exceed twelve (12) months unless extended by mutual agreement with the union; (e) bereavement leave, pressing necessity leave, family leave, medical care leave; (f) jury duty and court service; (g) vacation leave; (h) leave for elected Public Office; (i) union leave; (j) all maternity/paternity/adoption/parental leave; (k) education leave up to twenty-four (24) months. (l) Long-term disability or Income Replacement Benefits under the Automobile Insurance Act. (m) If an Employee’s hours of work are reduced due to a disability, full-time Employees shall maintain their pre- disability accrual rate. Other than full-time Employees shall accrue seniority as follows: (i) For those who have worked one (1) year or more: Paid Hours in Previous 52 Weeks = Seniority Hours Per 52 Week of Leave (ii) For other than full-time Employees who have worked for less than one (1) year: