Progression Through Steps Sample Clauses

Progression Through Steps. Subject to the requirements of Section 4.2, Operators hired on or after July 1, 2014, shall progress through the salary steps as follows: Salary Step Percentage of Hourly Rate One 63.00% Two 72.25% Three 81.50% Four 90.75% Five 100.00%
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Progression Through Steps. All newly hired full-time employees shall start at a probationary step which will be no greater than the 1 Year step. However, at the discretion of the Director newly hired full- time employees may be placed at or above Step 1, through Step 3 with prior public safety experience. Employees, including those who were placed at or above Step 1 upon hire will move into subsequent steps on their anniversary of employment with the 911 Center.
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Progression Through Steps. Where applicable, Employees shall progress through the steps in their classification according to years of service in the industry. Classification to a higher step shall commence from the date that the Employee establishes to the satisfaction of the Employer that the Employee should be reclassified to a higher step.
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Progression Through Steps. Progression through the pay range will normally be accomplished by a review of employees' performance, and, assum- ing satisfactory service, will proceed along the following lines: (a) Step A to Step B: After satisfactory completion of the one year probationary period from date of hire. (b) Step B to Step C: After one (1) year of service in Step B. (c) Step C to Step D: After one (1) year of service in Step C. (d) Step D to Step E: After four (4) years of service in Step D. (e) Step E to Step F: After ten (10) years of service in Step E.
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Progression Through Steps. Subject to the requirements of Section 4.3, Operators hired on or after July 1, 2014, shall progress through the salary steps as follows:
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Related to Progression Through Steps

  • Progression Progression step increases may be granted for employees with progression dates if they are eligible for progression steps according to the provisions of this section. All step increases authorized by this Section shall be granted on a semi-annual or annual basis based on satisfactory performance. Step increases shall be effective at the beginning of the pay period nearest to the employee’s progression date, as defined below. Individual progression dates for those employed prior to July 1, 2007 shall be as determined on July 1, 2007 pursuant to the provisions of the 2007-2009 Collective Bargaining Agreement. The progression date for employees hired or promoted on or after July 1, 2007 shall be the last date of hire or promotion. Appointing Authorities may withhold step increases because of unsatisfactory performance with written notice to the employee. Increases so withheld may subsequently be granted upon certification by the Appointing Authority that the employee has achieved a satisfactory level of performance. Granting an employee a delayed performance increase shall not change the employee’s progression date. If an Appointing Authority fails to give the employee written notice that a step increase is to be withheld prior to the employee’s progression date, the increase shall be granted. A. Compensation Grids 3-4-

  • Step III 21.5.1 If the employee desires to appeal the grievance to Step III, the employee shall indicate in writing the reason for the appeal and present it along with the original written grievance to the Municipal Employee Relations Officer or designee within ten (10) working days following receipt of the written decision at Step II. 21.5.2 Within ten (10) working days after receipt of the appeal to Step III, the Municipal Employee Relations Officer or designee shall schedule a meeting with the employee, the appropriate Union representative, and the Department Director or designee to discuss the matter. A written decision shall be given to the employee or the appropriate Employee Organization representative within ten (10) working days following the meeting. 21.5.3 If the decision of the Municipal Employee Relations Officer or designee is unsatisfactory, the appropriate Employee Organization representative may appeal the grievance to Step IV - Arbitration.

  • STEP IV Mediation 1. The Union may, within fifteen (15) work days after receipt of the Step III response, notify the Superintendent or his/her designee, of the intent to submit the grievance to arbitration, or by mutual agreement of the parties, submit the grievance to arbitration. Submission of an issue to grievance mediation shall toll the timelines for arbitration. The parties will attempt to identify joint stipulations of facts and issues for submission to mediation. 2. No reprisals of any kind shall be taken by the Board or any member of the Administration against any party filing a grievance or any member of a grievance committee. 3. Nothing contained in these procedures shall be construed as limiting the individual right of the employee having a complaint or problem to discuss the matter informally with members of the administration through normal channels for communication. 4. Either the Union President, Vice President or Grievance Chairperson shall be allowed to attend administrative-initiated grievance hearings during working hours without loss of pay. Furthermore, the aggrieved employee, his/her representative, and any necessary witness shall not lose any regular straight time pay for any time off the job while attending any grievance hearing. 5. Grievance mediation procedures shall be as follows: a. The parties shall mutually agree to utilize the service of FMCS to mediate. b. The mediator shall schedule a meeting within five (5) work days of the receipt of a referral. The mediator shall utilize any procedures acceptable to the parties to attempt to reach a resolution of the grievance. c. If requested, the mediator, at the conclusion of the mediation meeting, shall issue an oral opinion of the resolution of the grievance which if acceptable, may be memorialized by the parties. d. If the grievance remains unresolved following mediation, the Board, the President, or designee, will notify the other party within five (5) work days and may immediately submit the grievance for arbitration under the steps provided in this section. e. The comments and opinions of the mediator, and any settlement offer put forth by either party, shall not be admissible in any subsequent arbitration of the grievance, nor be introduced in any future grievance proceedings. f. Costs for mediation shall be shared equally by the Union and the Board.

  • Step 2 (a) If the grievance is not resolved at Step 1, the grievant or designated representative may submit the grievance in writing on a grievance form as contained in Appendix B of this Agreement, to the Agency Head or designated representative within 15 days following receipt of the decision at Step 1. The grievance form must contain the same information as the grievance filed at Step 1. The grievance shall include a copy of the grievance form submitted at Step 1, together with the written response and documents in support of the grievance. (b) The Agency Head or designated representative shall communicate a decision in writing to the grievant and the PBA Grievance Representative, if any, within 15 days following receipt of the written grievance. If the Agency Head fails to respond within the time limit, it shall be deemed a denial. (c) If a grievance, alleging that a disciplinary action (reduction in base pay, demotion, involuntary transfer of more than 50 miles by highway, suspension, or dismissal) was taken without cause, is not resolved at Step 2, the PBA representative, or the grievant or grievant’s representative, if not represented by PBA, may appeal the grievance to arbitration as provided in Article 6, Section 3(G)(4), below, within 15 days after receipt of the Step 2 decision.

  • STEP II If the grievance is not resolved at Step I, the Association may refer the grievance to the superintendent or the superintendent's official designee within fifteen (15) days after receipt of the Step I answer. The superintendent shall arrange with the Association representative for a meeting to take place within fifteen (15) days of the superintendent's receipt of the appeal. Within ten (10) days of the meeting, the Association shall be provided with the superintendent's written response, including the reasons for the decision.