WAGE ADMINISTRATION Sample Clauses

WAGE ADMINISTRATION. A2.01 Wage increases shall be granted according to the wage schedules as set forth in this Appendix unless delayed for reasons outlined in section A2.05. A2.02 Wage adjustments shall be effective on the date that the increase is due. A2.03 An absence or leave of absence of three (3) weeks for other than sickness or accident, shall delay an increase for one (1) month and each subsequent month's absence shall delay it one (1) month. No adjustment shall be made if the entire three (3) weeks' absence does not occur within one (1) month from the first day of absence or is broken by a period of more than five (5) days at work. A2.04 An absence or leave of absence of more than three (3) months for sickness or accident shall delay an increase by one (1) month for the first three (3) weeks' absence over three (3) months, and one (1) month for each subsequent month's absence. A2.05 Should the Company consider that an employee has not qualified for an increase due to substandard work performance, the employee shall be so advised in writing thirty (30) days prior to the date of the scheduled increase and shall be given an opportunity to qualify. After qualifying, if the employee's work does not continue on a satisfactory basis, the increase may be rescinded with written notice to the employee. Copies of said notices will be forwarded to the Vice President of the Union. Should an employee whose increase has been deferred consider that they have been unjustly treated, they may take it up as a grievance. Once an employee qualifies for an incremental increase, any subsequent increases shall fall due on the date they would normally have occurred. A2.06 An employee temporarily assigned to a higher paying position will be entitled to a temporary wage increase for each hour or portion thereof on the temporary assignment. The employee will receive the wage rate for the higher paying position that is closest to and higher than their current rate of pay. A2.07 An employee who is permanently assigned or successfully bids to a higher paying position will receive the wage rate for the higher paying position that is closest to and higher than their current rate of pay. The employee will then progress on the wage schedule of the higher paying position. (a) An employee who is permanently assigned to a lower paying position will maintain their wage rate for a period of one (1) year. At the end of the one year period the employee will receive the wage rate for the lower paying position ...

WAGE ADMINISTRATION. The rules governing salary treatment further to a revision or reclassification shall be the following: • if the occupation is downgraded the employee will benefit from wage protection (for clarity, the employee’s rate of pay prior to the downgrade) for the duration of the Collective Agreement and will be entitled annually to a $750.00 lump sum in lieu of a bargained increase as described in Attachment C of the Collective Agreement until the top salary rate for her salary group exceeds her current rate. • if the occupation is upgraded the pay adjustment will be effective from the date of the request.

WAGE ADMINISTRATION. If an employee is temporarily assigned to a higher rated job classification, the employee will be paid at the higher rate of pay for all hours worked during the temporary assignment. If an employee is temporarily assigned to a lower rated job classification, the employee’s rate of pay will not be reduced and he will maintain his regular rate of pay. When a job and/or classification is introduced into the Warehouse, the Company will establish, on a temporary basis, the wage rate and/or classification, qualifications and job duties. The Company and the Union Committee will meet within five working days of the introduction of the new job. The purpose of the meeting is to attempt to reach an agreement on a permanent wage rate and/or classification. If the Union Committee and the Company cannot agree, the Union may, within 7 days of the meeting, submit a grievance starting at Step 3 of the grievance procedure. If the matter is referred to arbitration, the arbitrator’s decision will be final and binding on the parties.

WAGE ADMINISTRATION. 10.1 Wages shall be paid bi-weekly on Thursdays, by direct deposit. The cut-off day for the purpose of calculating wages due will be the preceding Sunday. 10.2 The Municipality shall provide each Employee with a statement at the time of paying wages which shows the hours paid, the rate of pay, the overtime hours, deductions from wages and the net amount paid to the Employee. 10.3 Employees shall be entitled to the wage rates as indicated in Appendix A.

WAGE ADMINISTRATION. An employee temporarily assigned to a higher paying position will be entitled to a temporary wage increase for each hour or portion thereof on the temporary assignment. The employee will receive the wage rate for the higher paying position that is closest to and higher than their current rate of pay.

WAGE ADMINISTRATION. 33.1 The Employer shall pay a new employee a rate higher than the starting rate for the job based on directly related experience providing the Employer feels that the employee has directly related experience and qualifications for the job. The Employer shall pay the employee the full rate for the job prior to the expiry of the probationary period if the Employer feels that the employee's performance meets the job requirements prior to the expiry of the probationary period. The normal probationary period is the equivalent of a total of sixty (60) full working days. 33.2 Where a new employee is hired into a position and it is assumed the employee has specific required skills, the employee will be hired at the starting rate. The Employee will receive full rate after having proven that the employee has the required skills; this can be earlier than sixty (60) working days in accordance with Clause 33.1 but not later than one (1) year from the date of hire. An employee who does not receive the full rate after sixty (60) working days employment will be reviewed every three (3) months until the full rate is achieved. Where an employee is not given an increase at the end of a three (3) month period the employee will receive a copy of the appraisal report and the Union will be informed. 33.3 Where a new employee with no previous related experience is hired into a beginning level position the employee will receive the full rate after the probationary period. 33.4 Where an existing employee bids on and is accepted to a higher level position which has similar requirements to the employee=s old position the employee will receive: (1) The starting rate for the job provided that this gives a minimum of three percent (3%) increase. (2) Where the starting rate provides less than a three percent (3%) increase the full rate for the job would be paid. 33.5 Where an existing employee bids on and is accepted for a job where the requirements are different from the former position the employee will be paid the starting rate for the position. The employee will receive the full rate for the position after proving that the employee has the skills required. Similarly to Clause 33.2, this can be earlier than sixty (60) working days but not later than one (1) year from date of promotion. 33.6 Where a successful applicant to a position is placed on a pay step other than the starting rate the Union will be informed and upon request a representative of Human Resources and the Department co...

WAGE ADMINISTRATION. 37.01 All jobs are classified and the job rates appear in Schedule “A” attached hereto, which is made part of this agreement.

WAGE ADMINISTRATION. B2.01 An employee who is temporarily or permanently assigned to a position that has a different wage rate will receive wage treatment in accordance with Company practices.

WAGE ADMINISTRATION. 13.1 The Company shall have the right to determine the amount of wage credit for new employees who possess experience or training which qualify those individuals for rates of pay greater than the specified starting rates. 13.2 Employees transferring to a higher-rated position will be paid at the next higher wage rate on the new schedule above the employee’s present rate. 13.3 Employees transferring to lower-rated positions will be paid at the rate that is equal to or the next rate lower than the employee’s present rate of pay.

WAGE ADMINISTRATION. 13.01 The basic rates of pay for the employees covered by this Agreement shall be as set forth in the wage schedules in Appendix A attached hereto and forming part of this Agreement. 13.02 New employees having experience useful to the Company, or experienced former employees, may be hired or rehired at starting rates which take into consideration the value of their experience in the position in which they are to be employed. 13.03 Effective July 1 of each contract year, non-probationary employees shall advance one (1) performance step in their respective classifications. Employees are expected to maintain performance at or above the level necessary to adequately perform their duties. Performance shall be documented in the written performance review. A concerted effort shall be made by the Immediate Manager through performance management to assist the employee so that his/her performance does not drop below the standard. 13.04 Increases in rate of pay which an employee would have received had he/she been on the job shall be made effective while he/she is absent due to illness, injury or any leave taken under Article 18 so long as the total period of absence does not exceed six (6) months. 13.05 Service Technicians who are scheduled as being “On Call” and responsible for Maintenance work, will be paid at their same step on the Maintenance Technician’s Wage Schedule for all such time scheduled as “On Call”, including regular work hours. For clarity, if a Service Technician is on Step 4 of the Service Technician Wage Schedule for the time on call, where responsible for Service and Maintenance work, the individual will be paid at Step 4 of the Maintenance Technician Wage Schedule.