Pay Differential Sample Clauses

Pay Differential. The following pay differential shall be maintained between all ranks for sworn members of the Cincinnati Fire Department: Fire Fighter Paramedic Training Officer 4% above Fire Fighter 4 FAO 8% above Fire Fighter 4 Specialist 8% above Fire Fighter 4 Lieutenant 16% above Fire Fighter 4 Captain 16% above Fire Lieutenant District Chief 16% above Fire Captain (Note: Upon approval of the Civil Service Commission, a new Paramedic Training Officer promoted position rank and pay scale will be established as listed above. Existing PTO’s shall be grandfathered into the new promoted positions. Existing PTO’s shall continue to receive PTO Certification Pay (14% of the base salary of the rank of FF4) until the creation of the new PTO rank.)

Pay Differential. 1. The State shall continue to provide a monthly pay differential of 15% of the employee’s monthly base salary for employees who are employed by the California Department of Corrections, California Correctional Health Care Services, California Department of Veteran’s Affairs or the Department of Developmental Services, and appointed in the classification of Physician and Surgeon (Class Codes 7551, 7552, 7565, 7644, 7651, 9263,9269) and appointed at one of the locations listed below: • Avenal State Prison • California Medical Facility • California Health Care Facility • California State Prison-Corcoran • California State Prison-Sacramento • California State Prison-Los Angeles • Mule Creek State Prison • North ▇▇▇▇ State Prison (Delano I) • ▇▇▇▇ Valley State Prison (▇▇▇▇▇▇ ▇▇) • Pleasant Valley State Prison • ▇▇ ▇▇▇▇▇▇▇ Correctional Facility • ▇▇▇▇▇▇▇ Valley State Prison • California Substance Abuse Treatment Facility-Corcoran • Chula Vista • Lancaster • West Los Angeles • Yountville • Fairview Developmental Center • Porterville Developmental Center • Sonoma Developmental Center 2. Effective the first day of the pay period following ratification, the State shall provide a monthly pay differential of 12% of the employee’s monthly base salary for employees who are employed by the Department of State Hospitals, and appointed in the classification of Physician and Surgeon (Class Codes 7551, 7552, 7565, 7644, 7651) and appointed at one of the locations listed below: • DSH-Coalinga • DSH-Napa 3. Effective the first day of the pay period following ratification, the State shall provide a monthly pay differential of 7% of the employee’s monthly base salary for employees who are employed by the Department of State Hospitals and appointed in the classification of Physician and Surgeon (Class Codes 7551, 7552, 7565, 7644, 7651) and appointed at one of the locations listed below: • DSH-Atascadero • DSH-Metropolitan • DSH-▇▇▇▇▇▇ 4. In order to be eligible for the pay differentials outlined in section D above, employees must have a qualifying pay period. 5. Less than full-time permanent employees shall receive the pay differentials outlined in section D above on a pro-rata basis. 6. Permanent intermittent employees shall receive a pro-rated the pay differentials outlined in section D above based on the hours worked in the pay period. 7. The pay differential payments outlined in section D above shall not be considered as compensation for purposes of retirement contributions...

Pay Differential. Employees assigned as a Temporary Duty Assignment as a member of the Fire Prevention Bureau shall receive a pay differential above the employee’s regular pay grade of $3,600 per year. Said pay differential shall be made for any full or partial month where the employee is assigned as a member of the Fire Prevention Bureau.

Pay Differential. A bargaining unit member, excluding Nutrition Services (Article VIII, Section G): 1. who works more than twenty (20) uninterrupted workdays in a higher classification shall receive thirty cents ($.30) per hour in addition to his/her regularly hourly rate, retroactive to the first workday in that higher classification. 2. who works less than twenty (20) uninterrupted workdays in a classification shall not receive the additional compensation, except a break in service of one (1) week or less in the higher classification shall not be considered an interruption in meeting the twenty (20) uninterrupted workday requirement as specified above. 3. who works temporarily in a higher classification shall do so on a voluntary basis, based on building seniority and it shall not be construed to replace the filling of a permanent vacant position (Building Seniority, Article XII, A., 5.).

Pay Differential. A paraeducator’s assigned duties in a classification pay scale that is less than the paraeducator’s regular classification shall be paid according to the higher classification when the additional duties are less than one-half of the paraeducator’s normal assignment.

Pay Differential. The parties agree the employees represented by the Association shall continue to receive a five percent (5%) pay differential. The percentage is to be above that paid the same classification in other units. For those classifications that are unique to this unit the percentage shall be allied to the step in salary range that an employee has attained.

Pay Differential. As designated by the Public Works Director a maximum of two (2) employees with Backflow Certification and a maximum of three (3) employees with Hazardous Materials Labeling & Packaging Standards Certification shall receive an additional $40 per month to maintain and utilize said Certifications for the benefit of the CITY. In addition, as designated by the Public Works Director, a maximum of five (5) employees with Collection System Maintenance Grade Certification shall receive either $20 per month for Grade 1, $30 per month for Grade 2, $40 per month for Grade 3, or $50 per month for Grade 4.

Pay Differential. As designated by the Public Works Director a maximum of two (2) employees with Backflow Certification and a maximum of three (3) employees with Hazardous Materials Labeling & Packaging Standards Certification shall receive an additional $50 per month paid bi- weekly to maintain and utilize said Certifications for the benefit of the CITY. The current designated five (5) employees designated by the Public Works Director, with Collection System Maintenance Grade Certification will receive either $30 per month paid bi-weekly for Grade 1, $40 per month paid bi-weekly for Grade 2, $50 per month paid bi-weekly for Grade 3, or $60 per month paid bi-weekly for Grade 4.

Pay Differential. 9.10.8.1 Police Officers and Sergeants who achieve the Master designation shall receive a 10% pay differential which shall be included in the employee's base pay. 9.10.8.2 A Police Officer who has achieved the designation of MPO, who is subsequently promoted to Sergeant, and who successfully completes Sergeant probation, shall receive a pay differential of 5% which shall be included in the employee's base pay. Should the Sergeant later achieve the Master Sergeant designation, the pay differential as a Master Sergeant shall not exceed 10%. 9.10.8.3 A Police Officer who is promoted to Sergeant before completing 15 years service as an officer, but who otherwise meets the minimum specialty assignment criteria for the MPO designation, shall receive a pay differential of 5% upon completing 15 years of combined service as a Police Officer and Sergeant and after the employee has successfully completed Sergeant probation. This differential shall be in effect until such time the employee qualifies for the Master Sergeant designation.