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The pay scale was originally created with the purpose of keeping federal salaries in line with equivalent private sector jobs. Although never the intent, the GS pay scale does a good job of ensuring equal pay for equal work by reducing pay gaps between men, women, and minorities, in accordance with another, separate law, the Equal Pay Act of 1963.
Pay bands (sometimes also used as a broader term that encompasses several pay levels, ranges or grades) is a part of an organized salary compensation plan, program or system. In an organization that has defined jobs, pay bands are used to distinguish the level of compensation given to certain ranges of jobs to have fewer levels of pay ...
New York State Court Officers are designated as New York State peace officers under Criminal Procedure Law § 2.10; The powers of peace officers are listed and defined under criminal procedure law 2.20. [1] The powers of peace officers are limited by other sections or subdivisions of the criminal procedure law or penal law.
A pay grade is a unit in systems of monetary compensation for employment. It is commonly used in public service, both civil and military , but also for companies of the private sector. Pay grades facilitate the employment process by providing a fixed framework of salary ranges, as opposed to a free negotiation.
[213] But in July 2004, PEF agreed to a new four-year contract which included salary increases of $800 in the first year; 2.5 percent, 2.75 percent, and 3 percent salary increases in the last three years; and a new "locality pay" increase for workers in the mid-Hudson Valley region (where the cost of living was significantly higher than ...
A pay scale (also known as a salary structure) is a system that determines how much an employee is to be paid as a wage or salary, based on one or more factors such as the employee's level, rank or status within the employer's organization, the length of time that the employee has been employed, and the difficulty of the specific work performed.
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"A QSI does not affect the timing of an employee’s next regular within-grade increase, unless the QSI places the employee in step 4 or step 7 of his or her grade. In these cases, the employee must complete the full waiting period for the new step, 104 weeks for steps 4-6 or 156 weeks for steps 7-9.