Salary Compaction Sample Clauses

Salary Compaction. Pro-rated percentage salary step increases based on a Unit Members hire date as detailed under Section 3-1.1 are designed to address salary compaction resulting from the suspension of step increases and market adjustments from January 1, 2009 to June 30, 2013. UAEA, in conjunction with the City’s Human Resources Department, will identify Unit Members whose salary may be compacted as a result of any January 2014 adjustments to salary range minimums. 4. Bilingual Pay The payments of $50 per month for occasional interaction and $125 per month for significant interaction shall remain in effect for the duration of this Agreement.

Salary Compaction. The parties agree that within six (6) months after the completion and implementation of the Job Classification and Pay Study, the Association may request to meet and confer with the County to review any salary compaction issues for those Bargaining Unit classifications within the Transit Division. Prior to and in preparation to the meeting, the Association will provide specific information to the County of areas of concern to be discussed. February I 0, 20 15 Letter of Understanding - Review of FLSA status and Salary Compaction ▇▇▇▇ ▇▇▇▇▇▇▇▇ If the content of this letter accurately reflects our mutual understanding and agreement, please indicate by signing below and return it to my attention. Sincerely, ▇▇▇▇▇ ▇. ▇▇▇▇▇▇▇▇, Director ckman, President Human Resources Division ent Supervisors Association of Florida

Salary Compaction. 1. The base pay range differential between detective and bottom step sergeant shall not be less than ten (10) range points (e.g., twenty [20] half-points). 2. The base pay range for sergeant shall include three (3) merit pay steps of approximately five (5) range points (e.g., ten [10] half-points) each. 3. The base pay range differential between top-step sergeant and bottom-step lieutenant shall not be less than five (5) range points (e.g., ten [10] half-points). 4. The lieutenant pay base range shall include two (2) merit pay steps of approximately five (5) range points (e.g., ten [10] half-points) each and one merit pay step of approximately two-and-one-half (2½) range points (e.g., five [5] half-points). 5. The pay range differential between the top-step lieutenant and bottom-step captain shall not be less than five (5) range points (e.g., ten [10] half-points).

Salary Compaction. If during the term of this agreement, the maximum base salary of a supervisor’s salary grade/plan for their classification is less than five and one-half percent (5.5%) of the maximum base salary for the classification held by a subordinate employee when that classification is currently filled by an employee that is supervised by the supervisor, the employee or union may request a compaction evaluation according to this section. In comparing the maximum base salary of the supervisor’s classification to that of the subordinate employee’s classification, shift differentials, “DTR” adjustments, certification or licensure pay, overtime/stand-by/on-call pays, bi-lingual premiums, specialty assignment premiums, out-of-class pay, “(D)” designation(s) classifications, and similar exceptional premiums shall not be included in the base salary comparison. The Human Resources Department will review the compaction issue by first evaluating the reporting relationship of the supervisor to the subordinate(s) to ensure appropriate reporting relationships and proper class use. If Human Resources determines that reporting relationships are not appropriate, Human Resources will develop a remedy to correct the reporting structure and communicate the issue and intended remedy to SEIU. Upon request by the Union, Human Resources will negotiate with SEIU on any proposed changes to negotiable subjects prior to making those proposed changes. The County shall not implement a remedy to correct the reporting relationship in an arbitrary or capricious manner in order to avoid adjusting the salary range of the supervisory classification. At no time shall reductions in the hourly rates of pay or salary ranges in any subordinate classification result in any reductions in the hourly rates of pay or salary ranges of any employee in the Supervisory Unit.

Salary Compaction. 1. The pay range differential between Special Assignment Police Officer and bottom step Sergeant shall not be less than ten percent (10%). 2. The pay range for Sergeant shall include three (3) merit pay steps of approximately five percent (5%) increases each. 3. The pay range differential between top-step Sergeant and bottom-step Lieutenant shall not be less than five percent (5%). 4. The Lieutenant Pay range shall include two merit pay steps of approximately five percent (5%) each and one merit pay step of approximately two and one-half percent (2.5%). 5. The pay range differential between the top-step Lieutenant and bottom-step Captain shall not be less than five percent (5%).

Salary Compaction. If the annual base salaries of EMPLOYER’s Department Heads such as the Chief of Police or the Fire Chief move within five percent (5%) of the EMPLOYEE’s annual base salary, the parties agree to meet to discuss salary compaction.

Salary Compaction. The County will maintain a minimum 7% salary spread between each supervisor and the highest paid subordinate immediately preceding it within a classification series (for whom the supervisor prepares the Employee Performance Evaluation) through one of the following methods: 1. Should the same level of salary compaction be present with all supervisors in the same classification, the County agrees to adjust the base salary to provide a salary grade spread between the classifications of the supervisor(s) and the highest paid subordinate(s) within the classification series (for whom the supervisor prepares the Employee Performance Evaluation) of no less than seven (7%) percent. 2. Should salary compaction not impact all supervisors in a classification at the same level, individual compaction supplements will be utilized in order to maintain a salary spread between a supervisor and the next highest paid subordinate within the classification series (for whom the supervisor prepares the Employee Performance Evaluation) of no less than seven (7%) percent. The salary spread in both instances will be determined by comparing Step 1 of the supervisor to Step 1 of the highest paid subordinate.

Salary Compaction. Supervising Identification Technician 29