Salary, Wages and Direct Compensation Clause Samples

Salary, Wages and Direct Compensation. Provisions related to salary, wages and direct compensation remain status quo to those in effect on September 1, 2014 except as amended by the Memorandum of Settlement between the parties dated November 2, 2015. The four issues identified above shall not be subject to local bargaining or mid-term amendment by the local parties. Disputes arising in respect of such provisions shall be subject to Section 43 of the School Boards Collective Bargaining Act, 2014.
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Salary, Wages and Direct Compensation. Provisions related to salary, wages and direct compensation remain status quo to those in effect on September 1, 2014 except as amended by the Memorandum of Settlement between the parties dated November 27, 2015. The four issues identified above shall not be subject to local bargaining or mid-term amendment by the local parties. Disputes arising in respect of such provisions shall be subject to Section 43 of the School Boards Collective Bargaining Act, 2014. Re: Scheduled Unpaid Leave Plan‌ The following Scheduled Unpaid Leave Plan (SULP) is available to all permanent employees for the 2015- 2016 and 2016-2017 school years. Employees approved for SULP days shall not be replaced. It is not the intention that SULP days be scheduled on days when role specific training or role specific professional development is scheduled. For employees who work a 10-month year a school board will identify: 1) up to two (2) Professional Activity days in the 2015-2016 school year; 2) two (2) Professional Activity days in the 2016-2017 school year; that will be made available for the purpose of the SULP. For employees whose work year is greater than ten (10) months, a school board will designate days, subject to system and operational requirements, which will be available for the purpose of the SULP in each of the 2015-2016 and 2016-2017 school years. These employees will be eligible to apply for up to two (2) days leave in each of these years. For the 2015-2016 school year, the available day(s) will be designated no later than thirty (30) days after central ratification. All interested employees will be required to apply, in writing, for the leave within ten (10) days of local ratification, or within ten (10) days from the date upon which the days are designated, whichever is later. For the 2016-2017 school year, the days will be designated by June 15, 2016. All interested employees will be required to apply, in writing, for leave for the 2016-2017 school year by no later than September 30, 2016. Approval of the SULP is subject to system and operational needs of the board and school. Approved leave days may not be cancelled or changed by the school board or the employee. Half day leaves may be approved, subject to the system and operational needs of the board and school. For employees enrolled in the OMERS pension, the employer will deduct the employee and employer portion of pension premiums for the unpaid days and will remit same to OMERS. The following clause is subject to e...
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Salary, Wages and Direct Compensation. Provisions related to salary, wages and direct compensation remain status quo to those in effect on September 1, 2014 except as amended by the Memorandum of Settlement between the parties dated November 2, 2015. The four issues identified above shall not be subject to local bargaining or mid-term amendment by the local parties. Disputes arising in respect of such provisions shall be subject to Section 43 of the School Boards Collective Bargaining Act, 2014. L 1.00 Purpose 34 L 2.00 Scope and Recognition 34 L 3.00 Definitions 34 L4.00 Management Rights 35 L5.00 Union Dues and Assessments 35 L6.00 Access to Information 35 L7.00 Collective Agreement Copies 36 L8.00 Occasional Teacher List 37 L9.00 Salary 38 L10.00 Working Conditions 40 L11.00 Benefits 41 L12.00 Sick Leave 42 L13.00 Short Term Paid Leave of Absence 42 L14.00 Pregnancy and Parental Leave 43 L15.00 Grievance Procedure 44 L16.00 Services Not Required, Late Calls 46 L17.00 Medical Procedures 47 L18.00 Strikes and Lockouts 47 L19.00 Union Representation 47 L20.00 Leave for Union Business 47 L21.00 Correspondence 48 L22.00 Evaluation 48 L23.00 Discipline and Discharge 48 L24.00 Occupational Health & Safety 48 L25.00 Harassment 49 L26.00 Professional Development 49 L27.00 Relationship 49 L28.00 Duration and Renewal 50 LETTERS OF UNDERSTANDING Letter of Understanding #1 Employment Insurance 51 Letter of Understanding #2 Responsibility of LTO for Report Cards and Parent Interviews 51 Letter of Understanding #3 Pay Grid 51 Letter of Understanding #4 School Information Package for Occasional Teacher 51 Letter of Understanding #5 New Technology 52 Letter of Understanding #6 Short Term Occasional Teacher Performance Appraisal Process 52 APPENDIX A Pay Grids 54-55
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Salary, Wages and Direct Compensation. Provisions related to salary, wages and direct compensation remain status quo to those in effect on September 1, 2014 except as amended by the Memorandum of Settlement between the parties dated November 2, 2015. Local parties should modify grids and salary schedules in accordance with the memorandum as set out in c 16:00 above.
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Salary, Wages and Direct Compensation. Provisions related to salary, wages and direct compensation remain status quo to those in effect on September 1, 2014 except as amended by the Memorandum of Settlement between the parties dated November 2, 2015. The four issues identified above shall not be subject to local bargaining or mid-term amendment by the local parties. Disputes arising in respect of such provisions shall be subject to Section 43 of the School Boards Collective Bargaining Act, 2014. (See also Local Article L9.04 for Care Days/Act of Nature Days, See also Central Article C7.00 for Sick Leave, See also Local Article L9.00 for Sick Leave, See also Local Article L11.00 for Pregnancy Leave, See also Local Article L7.00 for Salary and Allowances. See also Local Appendix A for Salary Grids)
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Salary, Wages and Direct Compensation. Provisions related to salary, wages and direct compensation remain status quo to those in effect on September 1, 2014 except as amended by the Memorandum of Settlement between the parties dated November 2, 2015. MEMORANDUM OF AGREEMENT #1 BETWEEN The Elementary Teachers' Federation of Ontario (hereinafter called 'ETFO') AND The Crown RE: Hiatus on Ministry Initiatives The Elementary Teachers' Federation of Ontario (hereinafter called 'ETFO') AND The Crown Introduction Whereas Ontario's Education system is committed to improving Student Achievement and Well­being;
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Salary, Wages and Direct Compensation. Provisions related to salary, wages and direct compensation remain status quo to those in effect on September 1, 2014 except as amended by the Memorandum of Settlement between the parties dated November 2, 2015. The four issues identified above shall not be subject to local bargaining or mid-term amendment by the local parties. Disputes arising in respect of such provisions shall be subject to Section 43 of the School Boards Collective Bargaining Act, 2014. Article L1 Purpose……………………………………………………. 39 Article L2 Amending the Local Agreement .......................................... 39 Article L3 Recognition, Definitions and Scope..................................... 39 Article L4 Federation Membership and Dues Checkoff ....................... 40 Article L5 Strikes and Lockouts ............................................................ 41 Article L6 Management Rights ............................................................. 41 Article L7 Correspondence.................................................................... 42 Article L8 Consultation Committee…………………………………… 42 Article L9 Negotiating Committee ........................................................ 43 Article L10 Occasional Teacher List ....................................................... 43 Article L11 Amending the Occasional Teacher List ............................... 44 Article L12 Probationary Period.............................................................. 45 Article L13 Just Cause............................................................................. 45 Article L14 Salary ................................................................................... 46 General……………………………………………… 46 Long Term Occasional Teachers- Category Placement 46 Change in Category Placement ................................. 46 Credit for Previous Teaching Experience………….. 47 Casual Occasional Teachers ...................................... 48 Cancellation of Assignment ……………………….. 48 Article L15 Pay Dates.............................................................................. 49 Article L16 Benefits Allowance .............................................................. 49
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Salary, Wages and Direct Compensation. Provisions related to salary, wages and direct compensation remain status quo to those in effect on September 1, 2014 except as amended by the Memorandum of Settlement between the parties dated November 2, 2015. The four issues identified above shall not be subject to local bargaining or mid-term amendment by the local parties. Disputes arising in respect of such provisions shall be subject to Section 43 of the School Boards Collective Bargaining Act, 2014. ETFO TEACHERS – PART B: LOCAL TERMS‌ L – ARTICLE 1 - PURPOSE‌ L1.01 It is the purpose and intent of the Parties to set forth terms and conditions of employment and other related provisions and to provide for the equitable settlement of all matters in dispute which may arise between the Parties.
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Salary, Wages and Direct Compensation. Provisions related to salary, wages and direct compensation remain status quo to those in effect on September 1, 2014 except as amended by the Memorandum of Settlement between the parties dated November 27, 2015. The four issues identified above shall not be subject to local bargaining or mid-term amendment by the local parties. Disputes arising in respect of such provisions shall be subject to Section 43 of the School Boards Collective Bargaining Act, 2014. LETTER OF AGREEMENT #3 The following Scheduled Unpaid Leave Plan (SULP) is available to all permanent employees for the 2015-2016 and 2016-2017 school years. Employees approved for SULP days shall not be replaced. It is not the intention that SULP days be scheduled on days when role specific training or role specific professional development is scheduled. For employees who work a 10-month year a school board will identify:
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Related to Salary, Wages and Direct Compensation

  • Extra Compensation The Board shall pay no fees, other than described above, to the PA/E unless authorized by the Board as follows: A. If the scope of the Project or site is changed, the Board and the PA/E shall negotiate a reasonable fee based upon the probable estimated construction cost in changing the scope of the work and the approximate percentage of the estimated construction cost which was used to negotiate this Agreement if, and, as such may be applicable. B. If the DOE or Board requires the PA/E to make major or costly changes to the Schematic, Preliminary or Construction Document Phase submittals, which changes are not caused by architectural or engineering error or oversight, the PA/E shall be paid to redesign for additional expenses in an amount agreed to by the parties. Under no circumstances will the principals of the PA/E and the principals of his consultants be paid a fee in excess of $125 per hour.

  • WAGES AND COMPENSATION Section 1:

  • REFUND OF UNEARNED COMPENSATION The Party of the Second Part agrees to refund the Party of the First Part any compensation received for which no services were rendered. TERMINATION: This contract may be terminated by either party pursuant to law. OTHER CONDITIONS: Any subsequent contracts shall supersede the provisions of this contract. PARTIES: The Fort ▇▇▇▇▇ School District 100, Party of the First Part, and ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇ Party of the Second Part, agree as follows:

  • Salary/Wages Grantee shall list personnel involved, position classification, direct salary rates, and hours spent on the Project in accordance with Attachment 3, Grant Work Plan in their documentation for reimbursement or match requirements.

  • Salary Compensation As salary compensation for Employee's services hereunder and all the rights granted hereunder by Employee to the Company, the Company shall pay Employee a gross salary of not less than $175,000 during the term of this Agreement. Employee's salary shall be payable in bi-weekly increments in accordance with the Company's payroll practices for salaried employees, upon the condition that Employee fully and faithfully performs Employee's services hereunder in accordance with the terms and conditions of this Agreement. The Company shall deduct and withhold from the compensation payable to Employee hereunder any and all amounts required to be deducted or withheld by the Company under the provisions of any statute, regulation, ordinance, or order and any and all amendments hereinafter enacted requiring the withholding or deducting from compensation payable to employees.